Communication and Problem Resolution Guidelines Clause Samples
The Communication and Problem Resolution Guidelines clause establishes the procedures and expectations for how parties should communicate and address issues that arise during the course of their agreement. Typically, this clause outlines the preferred methods of communication, such as email or written notice, and may specify timelines for responding to concerns or escalating unresolved problems to higher management or mediation. Its core function is to ensure that both parties have a clear, structured process for raising and resolving disputes, thereby minimizing misunderstandings and promoting efficient conflict resolution.
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Communication and Problem Resolution Guidelines. A. The Union and the University agree that in the interest of promoting harmonious employee/management relations, communication, and problem resolution, it is desirable to hold periodic meetings between bargaining unit members, their representatives, and management. The University and the Union intend to notify the other party when decisions, external mandates, or other actions or issues are likely to have a significant impact on bargaining unit members or the workplace operation. Notification of the Union should occur through the designated lead chief stewards or to appropriate union officials. Notification for the university should occur through appropriate supervisors, managers or primary human resource contacts.
B. When notification of problems and issues occur, the University and the Union agree to work in good faith to promote the achievement of the goals outlined in Section 7.1 and to minimize any adverse impact on the workforce and operation of the work unit through Union/Management communications and Labor-Management Committees.
C. The following sets forth examples of Union/Management Communications:
1. Bargaining unit members with workplace problems and issues are encouraged to bring these concerns directly to their supervisor and/or ▇▇▇▇▇▇▇. If the issue is not resolved, the supervisor or ▇▇▇▇▇▇▇ should notify the appropriate manager, human resources contact, or lead chief ▇▇▇▇▇▇▇. The bargaining unit member may submit the issue to the union co-chair for consideration at an upcoming Labor-Management Committee meeting.
2. The President of the Union and such bargaining unit members as the Union and the University mutually agree are necessary and the Labor Relations Manager or designee may meet upon request of the other party to discuss issues relating to the administration of the Agreement, problems of mutual concern, or conditions which cause misunderstandings. In situations in which informal problem resolution is unsuccessful, the appropriate formal mechanisms of the grievance procedure or resolution of disputes procedure may be utilized to resolve the issue. The Union and University may mutually agree to extend timelines on these procedures as needed to allow for the use of the informal steps outlined above. Either party may invoke timelines of the grievance procedure upon notification of the other party.
3. If the Union and Management determine that it is in the University’s and Union’s best interest for the Union to meet with bargaining unit ...
Communication and Problem Resolution Guidelines. A. The University intends to notify the Union when decisions, external mandates, or other actions are likely to have a significant impact on bargaining unit members. The union should notify the University when it discovers workplace problems or issues which are likely to have a significant impact on bargaining unit members or the workplace operation. Notification of the Union should occur through the designated lead chief stewards or to appropriate union officials. Notification for the university should occur through appropriate managers or primary human resource contacts.
B. When notification of problems and issues occur, the University and the union agree to work in good faith to promote the achievement of the goals outlined in Section 7.1 and to minimize any adverse impact on the workforce and operation of the work unit.
C. The following sets forth examples of situations in which notification should occur:
1. EXTERNAL MANDATES, ACTION, OR MANAGEMENT DECISION LIKELY TO HAVE A SIGNIFICANT IMPACT ON BARGAINING UNIT MEMBERS - Communication can occur through the lead chief ▇▇▇▇▇▇▇ or other union officials depending on the scope of the issue. Alternatively the issue can be brought to the appropriate labor-management committee, or separate labor-management meeting can be initiated by either the union or the university.
2. WORKPLACE PROBLEMS AND ISSUES THAT ARE NOT KNOWN BY MANAGEMENT - (1). bargaining unit members are encouraged to bring these concerns directly to their supervisor.