1. Specimen Technicians
The Employer will proceed with its internal reallocation process for those employees subject to the proceedings appealed by the Employer. The Union will not oppose the results of the Employer's process as long as such is consistent with its usual and customary practices.
Should the results of the Employer process be that a Unit Clarification petition ought to be submitted to PERC, the Employer will do so with all reasonable haste.
2. Custodians and Trades Shift Differentials
The Employer reserves its rights to appeal an unfavorable decision by PERC regarding custodian and trade shift differentials, should that decision contain, in the Employer's opinion, material errors in Law.
The Employer agrees that it will implement any such decision of the PERC during the course of an appeal. Should the Employer prevail in the appeal, it will not be required to continue any practices it had initiated as a result of the PERC decision.
The parties acknowledge and agree that this Memorandum of Understanding is fully integrated into and constitutes part and parcel of the Collective Agreement agreed to between them and attached hereto by reference.
The Parties hereto agree as follows:
"In the event the University of Washington is informed by Executive or Legislative action that it is expected to comply with any wage reduction applicable to State of Washington collective bargaining agreements, the University of Washington may re-open Articles 41 and 60 of the collective bargaining agreement and bargain with the Union in order to ensure compliance therewith."
"In the event that the State allocates funds for wage increases, the Union may re-open Articles 41 and 60 collective bargaining agreement and bargain with the Employer, subject to OFM determination regarding infeasibility."
The Union recognizes the right of the University to implement the KRONOS system. The University will provide the Union with written notice at least ninety (90) days prior to the planned implementation of the KRONOS system. Upon request by the union, the University will bargain the effects of the implementation on bargaining unit employees. Both parties will bargain in good faith to achieve resolution on any such effects. The Union will designate individuals from the impacted bargaining units and the Employer representatives will be those individuals who are responsible for implementing and maintaining the system. Following implementation, the parties may meet to monitor the effectiveness and accuracy of the system.