Executed Contract - CWA Local 1180

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widow(er)s, domestic partners and/or children ofany Employee who dies in the line ofduty as that term is referenced in Section 12-1 26(b)(2) ofthe New York City Administrative Code. The cost of providing this benefit shall be funded by the Stabilization Fund. ARTICLE V - PRODUCTIVITY AND PERFORMANCE Introduction Delivery ofmunicipal services in the most efficient, effective and courteous manner is ofparamount importance to the Employer and the Union. Such achievement is recognized to be a mutual obligation ofboth parties within their respective roles and responsibilities. To achieve and maintain a high level ofeffectiveness, the parties hereby agree to the following tenns: Section 1. Performance Levels a. The Union recognizes the Employer's right under the New York City Collective Bargaining Law to establish and/or revise performance standards or norms notwithstanding the existence of prior performance levels, norms or standards. Such standards, developed by usual work measurement procedures may be used to determine acceptable performance levels, prepare work schedules and to measure the performance of each Employee or group ofEmployees. Notwithstanding the above, questions concerning the practical impact that decisions on the above matters have on Employees are within the scope of collective bargaining. The Employer will give the union prior notice of the establishment and/or revision ofperformance standards or norms hereunder. b. Employees who work at less than acceptable levels of performance may be subject to disciplinary measures in accordance with applicable law. Section 2. Supervisory Responsibility a. The Union recognizes the Employer's right under the New York City Collective Bargaining Law to establish and/or revise standards for supervisory responsibility in achieving and maintaining performance levels ofsupervised employees for Employees in supervisory positions listed in Article I, Section 1 ofthis Agreement. Notwithstanding the above, questions concerning the practical impact that decisions on the above matters have on Employees are within the scope ofcollective bargaining. The Employer will give the Union prior notice of the establishment and/or revision of standards for supervisory responsibility hereunder. b. Employees who fail to meet such standards may be subject to disciplinary measures in accordance with applicable law. Principal Administrative Associates, et al. 19 Term: October 6, 200S--october 5, 2010
Section 3. Performance Compensation The Union acknowledges the Employer's right to pay additional compensation for outstanding performance. The Employer agrees to notify the Union ofits intent to pay such additional compensation. Section 1. Definition: The term "Grievance" shall mean: ARTICLE VI - GRIEVANCE PROCEDURE a. A dispute concerning the application or interpretation ofthe terms ofthis Agreement; b. A claimed violation, misinterpretation or misapplication of the rules or regulations, written policy or orders of the Employer applicable to the agency which employs the grievant affecting terms and conditions ofemployment; provided, disputes involving the Personnel Rules and Regulations ofthe City ofNew York orthe Rules and Regulations of the Health and Hospitals Corporation with respect to those matters set forth in the fIrst paragraph of Section 7390.1 of the Unconsolidated Laws shall not be subject to the grievance procedure or arbitration; c. A claimed assignment ofEmployees to duties substantially different from those stated in their job specifIcations; d. A claimed improper holding of an open-competitive rather than a promotional examination; e. A claimed wrongful disciplinary action taken against a pennanent Employee covered by Section 75(1) ofthe Civil Service Law or a pennanent competitive Employee covered by the Rules and Regulations ofthe Health and Hospitals Corporation upon whom the agency head has served written charges of incompetence or misconduct while the Employee is serving in the Employee's pennanent title or which affects the Employee's pennanent status. f. A claimed wrongful disciplinary action taken against a full time non-competitive Employee with one (1) year's service in title, except for Employees during the period ofa mutually agreed upon extension ofprobation. g. A claimed wrongful disciplinary action taken against a provisional Employee who has served for two years in the same or similar title or related occupational group in the same agency. Principal Administrative Associates, et al. 20 Term: October 6, 200S-october 5, 2010
Page 1 and 2: THE CITY OF NEW YORK OFFICE OF LABO
Page 3 and 4: AGREEMENT entered into thiS.tJ,.'d'
Page 5 and 6: Section 2. The parties agree to an
Page 7 and 8: LevellIl $34,323 $39,471 $54,401 Le
Page 9 and 10: c. i. The general increase provided
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Page 13 and 14: Section 10. Differentials 1)· Expe
Page 15 and 16: ) Effective on the date stated belo
Page 17 and 18: c. Where problems related to the me
Page 19: Section 14. Recurring Increment Pay
Page 23 and 24: The appeal must be made within five
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Page 27 and 28: StepC Step D If the grievant is not
Page 29 and 30: (3) Ifa case is not proposed by the
Page 31 and 32: . In a Health and Hospitals Corpora
Page 33 and 34: ARTICLE XIV - LABOR-MANAGEMENT COMM
Page 35 and 36: WHEREFORE, we have hereunto set our
Page 37 and 38: 4. Once an Employee has completed t
Page 39 and 40: Appendix C Separation of Income Sup
Page 41 and 42: thereof. 6. Once an Employee has qu
Page 43 and 44: Ifthe above accords with your under
Page 45 and 46: The agency head or designee shall i
Page 53 and 54: THE CITY OF NEW YORK OFFICE OF LASO
Page 55 and 56: Ifthe above accords with your under

Executed Contract - CWA Local 1180

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