CC PACKET 05252004 - Laserfiche WebLink

Home Browse Search

63 Page 9 to amend, modify, nullify, ignore, add to, or subtract from the provisions of this AGREEMENT. The arbitrator shall consider and decide only the specific issue submitted in writing by the EMPLOYER and the UNION and shall have no authority to make a decision on any other issue not so submitted. The arbitrator shall be without power to make decisions contrary to or inconsistent with or modifying or varying in anyway the application for laws, rules or regulations having the force and effect of the law. The arbitrator shall submit his decision in writing within thirty(30) days following the close of the hearing or the submission of briefs by the parties, whichever is later unless the parties agree to an extension. The decision shall be based solely upon the arbitrator's interpretation or application of the express terms of this AGREEMENT on the facts of the grievance presented. All documents, communications and records dealing with a grievance shall be filed separately from the personnel files of the involved employee(s). The time limits established in this Article may be extended or modified by mutual consent of the EMPLOYER and the UNION and shall be in writing. Employees shall be allowed reasonable time to process grievances during working hours without loss of pay. ARTICLE XXII RIGHT OF SUB-CONTRACT Nothing in this AGREEMENT shall prohibit or restrict the right of the EMPLOYER from sub- contracting work performed by employees covered by this AGREEMENT. ARTICLE XXIII CLOTHING ALLOWANCE Uniform allowance shall be $500.00 in 2004 for each officer to be paid to the officer as a reimbursement for uniform expenses. Protective clothing, i.e., bullet-proof vests, etc. will be provided by the EMPLOYER, per Federal and State regulations. The EMPLOYER will supply at no cost to the Employees all required uniform items and reasonable replacements upon initial hire. New hirees will not qualify for uniform allowance until they complete one year of service. ARTICLE XXIV EMPLOYER AUTHORITY The UNION recognizes the prerogative of the EMPLOYER to operate and manage its affairs in all respects in accordance with existing and future laws and regulations of appropriate authorities including municipalities personnel policies and work rules. Rules and regulations shall be reasonable and consistent with this AGREEMENT and applied uniformly and without discrimination. The prerogatives and authority which the EMPLOYER has not officially abridged, delegated or modified by this AGREEMENT are retained by the EMPLOYER.