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Get the free TENTATIVE AGREEMENT ON A 2012-2013 SUCCESSOR COLLECTIVE BARGAINING AGREEMENT

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This document outlines the agreements made between the School District of Palm Beach County and the Association of Educational Secretaries and Office Professionals (AESOP) regarding various employment
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How to fill out TENTATIVE AGREEMENT ON A 2012-2013 SUCCESSOR COLLECTIVE BARGAINING AGREEMENT

01
Start with the title identifying it as a Tentative Agreement on the 2012-2013 Successor Collective Bargaining Agreement.
02
Include the date of the agreement and the parties involved in the negotiation.
03
Outline the key terms and conditions agreed upon, such as wages, benefits, and work hours.
04
Specify the duration of the agreement.
05
Include any specific provisions related to dispute resolution or changes to the agreement.
06
Ensure that both parties sign the agreement at the end.

Who needs TENTATIVE AGREEMENT ON A 2012-2013 SUCCESSOR COLLECTIVE BARGAINING AGREEMENT?

01
The negotiation teams from both labor and management.
02
Union representatives and members who will be affected by the collective bargaining agreement.
03
HR departments or personnel responsible for implementing the terms of the agreement.
04
Legal advisors who may need to review the agreement for compliance.
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(a) Where a collective bargaining agreement between an employer and a labor organization contains a successor clause, such clause shall be binding upon and enforceable against any successor employer who succeeds to the contracting employer's business until the expiration date of the agreement stated in the agreement.
noun. the contract, written or oral, made between an employer or employers and a union on behalf of all the employees represented by the union.
If the tentative agreement is approved, it becomes a binding and enforceable contract between the union and the employer. Do the union or employer have to agree with the proposals they are given? No. Labor law doesn't require the union or the employer to agree to any bargaining proposal.
If both sides ratify the tentative agreement, then the parties have a new (or successor) collective bargaining agreement. If the tentative contract agreement is rejected — by either party — the teams usually return to the bargaining table and continue to negotiate until they reach a new tentative agreement for a vote.

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Below is a list of the most common customer questions. If you can’t find an answer to your question, please don’t hesitate to reach out to us.

It is a formal agreement reached between parties (typically a union and an employer) that outlines the terms and conditions of employment for the specified period, in this case, the years 2012-2013.
The parties involved in the negotiation, including the union representatives and the employer, are required to file the tentative agreement for it to be recognized and ratified.
To fill out the agreement, parties must include essential details regarding terms of employment, wages, benefits, working conditions, and the signatures of authorized representatives from both sides.
The purpose is to outline the agreed-upon terms of employment to ensure clarity and mutual understanding between the employer and employees represented by the union.
The information must include the period covered by the agreement, specific terms regarding wages, benefits, working hours, union dues, grievance procedures, and signatures of representatives.
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