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decision shall be rendered within five (5) days of the hearing. Both parties will be notified <br />by certified mail, <br />Section S. In the event of a deadlock, the grievance shall be referred to an impartial <br />arbitrator. The parties shall agree upon the name of such individual. In the event they <br />cannot, they shall jointly request the American Arbitration Association to submit a list of <br />five (5) recognized arbitrators. By the alternate striking of names, the name of an arbitrator <br />shall be arrived at. Such arbitrator shall mare a determination which shall be final, binding <br />and conclusive on all concerned. The cost of the impartial arbitrator shall be borne equally <br />by both the Grievor and the Grievee. <br />Section 9. Time limits contained herein may be extended by mutual written <br />consent of the ASSOCIATIONS and the UNION. <br />Section 10. In the event a grieved Employer does not comply with the Arbitration <br />Award issued by the Grievance Committee or the impartial arbitrator, the Union and/or <br />the Grievance Committee are empowered to file a lawsuit to enforce the Award against <br />that Employer. All costs and other expenses, including reasonable attorney's fees and <br />court costs incurred in enforcing the Award shall be assessed against and paid by the <br />Employer. Further, if the Award includes a monetary remedy, a fine shall automatically <br />be added to the Award if a lawsuit is filed to enforce the Award and the Award is enforced. <br />Such fine shall be equal to 25% of the total amount of money awarded, with a maximum <br />fine of Two Thousand Five Hundred Dollars ($2500) and a minimum fine of Five Hundred <br />Dollars ($500). In the event that the Award does not include an award of money against <br />the Employer, then that Award should automatically have added to it a One Thousand <br />Dollar ($1000) fine if a lawsuit is filed to enforce the Award and the Award is enforced. If <br />an Employer initiates its own lawsuit to set aside an Arbitration Award and is <br />unsuccessful, then, the costs, expenses and fines identified above shall become <br />operative and payable by the Employer. <br />ARTICLE XIII <br />ENTIRE AGREEMENT OF "THE PARTIES <br />This represents the entire AGREEMENT of the parties, it being understood that <br />there is no other AGREEMENT or understanding either oral or written.. The EMPLOYER <br />understands, that the UNION is a fraternal society and as such and in keeping with the <br />provisions of the Labor -Management Relations Act of 1947, as amended, has the right to <br />prescribe its own rules and regulations with respect to the acquisition or retention of <br />membership in the UNION or with respect to any other matter for its own use. <br />However, such rules, or regulations, whether contained in a by-law, constitution or <br />otherwise shall have no effect, directly or indirectly upon this COLLECTIVE BARGAINING <br />AGREE MENT, any employment relationship or the relationship between the parties. It is <br />27 <br />