EMPLOYEE EMPOWERMENT. 1. The Company and Local Union 2009 are committed to a successful operation, founded on principles of respect and tolerance between the employees and the management of the Company. The Parties recognize that the Company and the Union do not always have the same goals, however, these different goals do not always conflict. Both the Company and the Union share common objectives relating to achieving the ongoing viability of X.X. Xxxxxxx, a Division of Xxxxxx Metals Inc. and, in turn, providing greater employment security and improved working lives for employees. The Parties recognize that change is required in the Management, Union and involvement of employees in order to achieve these objectives. In this regard, the Company and the Union agree to a process for introducing joint decision making dedicated to developing employee empowerment. For the purpose of this Letter, employee empowerment is defined as workers having the authority and training to become involved in decision making in workplace matters involving continuing improvements in productivity unit cost reduction and quality where:
a) the role of supervisors will emphasize coaching and coordinating instead of directing;
EMPLOYEE EMPOWERMENT. The Company and the Union are committed to making changes which will both:
EMPLOYEE EMPOWERMENT. The Company and Locals 5890 and 6673 are committed to a successful operation, founded on principles of respect and tolerance between the Union and the Management of the Company. The parties recognize that the Company and the Union do not always have the same goals, however these different goals do not always conflict. Both the Company and the Union share common objectives relating to achieving the ongoing viability of Evraz and in turn providing greater employment security and improved working life for employees. The parties recognize that change is required in the management, union and involvement of employees in order to achieve these objectives. In this regard, the Company and the Union agree to begin a process of joint decision making dedicated to developing employee empowerment. For the purposes of this letter, employee empowerment is defined as workers having the authority and training to make decisions in workplace matters involving continuing improvements in productivity, unit cost reduction and quality, where:
EMPLOYEE EMPOWERMENT. An Integrative Psychological Approach. Applied Psychology: An International Review, 50, 153-180.
EMPLOYEE EMPOWERMENT. RE: SHIFT LEADERS It is understood and agreed that the Company may appoint Bargaining Unit members to the position of Shift Leader. The Shift Leader position shall be meant to be those Group Leader positions that are operating without direct supervision and are essentially performing the duties and responsibilities of a non-union salaried xxxxxxx. The appointment of bargaining unit members shall be subject to the following terms and conditions: The appointment of bargaining unit members to the position of Shift Leader shall be done pursuant to the Letter of Understanding re: Employee Empowerment. Each employee appointed to the position of Shift Leader shall be eligible to receive units of $0.50 per hour Administrative Additive in addition to the Standard hourly rate that the employee would normally receive. The Joint Steering Committee of the Employee Empowerment Committee shall determine the number of Administrative Additive units that each Shift Leader position will receive, and shall be empowered to make adjustments to these rates, from time to time, as mutually agreed. This is an Appendix to the Letter of Understanding re: Employee Empowerment and as such is part of the Collective Agreement; however, the number of Shift Leaders at any time, appointments or administrative additives given under this agreement shall NOT form any precedent or established practice under the terms of the Collective Agreement. If this Appendix of the Letter of Understanding is cancelled, then all Shift Leaders will revert to their former position and wage level pursuant to the Collective Agreement. While this Appendix is in effect, if there is a conflict between this Appendix and the Collective Agreement, this Appendix shall prevail. This Agreement may be cancelled by either party at any time upon official notification to the other party. Signed this 20 day of April, 2001 Prudential Steel Ltd. United Steelworkers of America /s/ X.X. Xxx /s/ X.X. Xxxxxxx LETTER OF UNDERSTANDING between PRUDENTIAL STEEL LTD. or their successors and/or their assigns, hereinafter called the ACompany@, of the first part and UNITED STEELWORKERS OF AMERICA, LOCAL 7226 hereinafter called the AUnion@, of the second part PROFIT SHARING PLAN Effective January 1, 1998, a Profit Sharing Plan shall be instituted that will be paid quarterly, according to the following formula:
EMPLOYEE EMPOWERMENT increased employee involvement in design and plan- ning, and greater autonomy in decision-making.
EMPLOYEE EMPOWERMENT. Job Evaluation Pilot ...........................................................................................
EMPLOYEE EMPOWERMENT. AND JOB FLEXIBILITY
EMPLOYEE EMPOWERMENT. Greif Bros. Canada Inc., Oakville, Ontario and Local 16505-54 United Steel, Paper and Forestry, Rubber, Manufacturing, Energy, Allied Industrial and Service Workers Union (USW) hereinafter referred to as “Union”, are committed to establishing a work environment that allows employees the ability to achieve; to impact; to make mistakes; and to have the opportunity to attain true pride of workmanship in everything they do. This goal will be achieved through planning, Management and Union sensitivity, open communication and an extensive training program that will provide the tools and the necessary confidence. It is recognized that this will not be assailed. An understanding of our Company's values and visions will form the bedrock for true employee empowerment. It is recognized that to compete in our rapidly changing economic environment, ongoing continuous training of all employees is required to remain competitive. To achieve this end, all employees must be available to receive the required training to perform their job functions. The company is dedicated through its training policy, to provide the required time and funding for this training.
EMPLOYEE EMPOWERMENT. The Company and the Union agree to establish an Empowerment Committee.
