ARTICLE 7 – UNION RECOGNITION AND SECURITY

7.01 Bargaining Unit
          The Employer hereby recognizes the Fraternal Order of Police, Ohio Labor Council, Inc. as the sole and exclusive bargaining agent for the purpose of collective bargaining on all matters pertaining to wages, hours, terms and other conditions of employment for employees in the bargaining unit. The bargaining unit for which this recognition is accorded is defined in the Certification issued by the State Employment Relations Board on December 9, 1985 (Case No. 85-MF-12-4750). This agreement includes all permanently appointed full and part-time employees employed in classifications and positions listed in Appendix A of this Agreement; and employees appointed as “Established Term” employees. The Employer shall notify the Employee Organization of any changes in the classification plan, which directly affects the classifications included in this unit, sixty (60) days prior to the effective date of the change or as soon as the changes become known to the Employer, whichever occurs first.

7.02 Resolution of Dispute
          In the event of a dispute between the parties as to future inclusions or exclusions from the unit resulting from the establishment of new or changed classifications or titles, either party to this Agreement may apply to the State Employment Relations Board for resolution of the dispute.

7.03 Bargaining Unit Work

          Management shall not attempt to erode the bargaining unit, the rights of bargaining unit employees, or adversely affect the safety of employees.

          Except in emergency circumstances, overtime opportunities for work normally performed by bargaining unit employees shall first be offered to those unit employees who normally perform the work before it may be offered to seasonal or exempt employees. Within ninety (90) days of the effective date of the Agreement, the Division of Parks and Recreation will disseminate operational instructions to their managers regarding the implementation of this paragraph. Management will provide the Union with the opportunity to discuss these instructions prior to implementation.

7.04 Special Duty
          The Employer, with the participation of the Union, will develop and maintain a process for the application of special duty opportunities for employees. Work requested by an individual or group, other than the employer, will be considered special duty. Examples include but are not
limited to, lodge security and yacht club security. Special duty does not include events or other activities sponsored by the Employer.

          At events cosponsored by the Employer or conducted
as a special event, assignments shall be made to interested bargaining unit members unless the specific job includes a majority of supervisory duties.

          The issue of special duty will be referred to labor management committees with the full expectation that they will pursue the matter and attempt to develop acceptable guidelines.