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As we enter the second year of the pandemic, it has become increasingly apparent the various vaccinations approved for safeguarding against COVID-19 are a key element to returning to normal business operations. Employers have raised a number of questions about how the vaccine can be deployed effectively to assist the business.
In a unionized environment, there are additional legal obligations primarily in the bargaining context and this document focuses on those issues.
Basic Legal Principles: In situations where part of the employer’s workforce is represented by a union, there may be bargaining obligations before implementation of a vaccination or related program. In such situations, the first step for the employer is to consult the relevant collective bargaining agreement to determine if it authorizes (through a management rights clause) or restricts (through a zipper/complete agreement/wrap-up clause) implementatio
Lou Corsaro, a Point Park spokesperson, said the university “respects the arbitration process and the decision regarding nonrenewal notices previously sent to 17 nontenured faculty members.”
In his decision, Matthew M. Franckiewicz, the independent arbitrator, said that what Point Park was trying to do was clearly a reduction in force, “couched” in contract language meant to deal with individual faculty separations of employment. Franckiewicz also rejected what he called the university’s “somewhat convoluted construction” of contract language surrounding seniority.
Franckiewicz’s analysis like the faculty union grievance that triggered it centers on two faculty contract provisions, Articles 18 and 31. Article 18, which is what the university cited in mid-February layoff notices to faculty members, says that the university doesn’t have to establish cause for not renewing someone who is not tenured if the nonrenewal is “due to a position elimination in accor
Tuesday, May 11, 2021
As we enter the second year of the pandemic, it has become increasingly apparent the various vaccinations approved for safeguarding against COVID-19 are a key element to returning to normal business operations. Employers have raised a number of questions about how the vaccine can be deployed effectively to assist the business.
In a unionized environment, there are additional legal obligations primarily in the bargaining context and this document focuses on those issues.
Basic Legal Principles: In situations where part of the employer’s workforce is represented by a union, there may be bargaining obligations before implementation of a vaccination or related program. In such situations, the first step for the employer is to consult the relevant collective bargaining agreement to determine if it authorizes (through a management rights clause) or restricts (through a zipper/complete agreement/wrap-up clause) implementation of a medical progr
NPR correspondent Chris Arnold is based in Boston. His reports are heard regularly on NPR's award-winning newsmagazines Morning Edition, All Things Considered, and Weekend Edition. He joined NPR in 1996 and was based in San Francisco before moving to Boston in 2001.
Police car lights. (Credit: aaron anderer/flickr)
It was quite a blast at the power of the Suffolk police unions in The New York Times last month two full pages with the headline: “The County Where Cops Call The Shots.” The county is Suffolk, and the article was written by Farah Stockman, a member of The Times editorial board.
It began by quoting a person who cannot be described as “anti-police:” Suffolk Legislator Rob Trotta, “a cranky Republican county legislator on Long Island who worked as a [Suffolk] cop for 25 years,” an “unlikely voice for police reform,” according to the story.