JOINT LABOR MANAGEMENT COMMITTEE. The parties agree that they will continue the Joint Labor-Management Committee to discuss matters of mutual interest relating to the employees covered by this Agreement. Topics for the Joint Labor-Management Committee may include, but are not limited to, Professional Development, Incentive Pay, etc. The Committee shall meet quarterly or as mutually agreed by the co-chairs. The President of CWA or designee and the Director of Human Resources or designee shall serve as co-chairs.
JOINT LABOR MANAGEMENT COMMITTEE. In order to encourage open communication, promote harmonious labor relations, and resolve matters of mutual concern, the parties agree to create a joint labor-management committee. The committee will be governed by the following principles:
a. The committee will meet every other month or more often if mutually agreed to by the parties.
b. The agenda for each meeting will be decided five (5) working days in advance of the meeting, unless otherwise mutually agreed to by the parties.
c. The County will release a reasonable number of officially designated Teamsters representatives for attendance as needed at the meetings. The number of representatives in attendance will be mutually agreed upon before each meeting.
d. This section is not grievable within the meaning of the grievance procedure as defined in Article III of this Agreement.
JOINT LABOR MANAGEMENT COMMITTEE. There shall be established a Joint Labor- Management Committee to adopt procedures for implementation of the Private Works Letter of Understanding. The Committee shall consist of:
A. Two (2) members of the Union negotiating committee;
B. Two (2) members of the Employer negotiating committee. Meetings will be on a call basis. The Committee shall be empowered to:
A. Resolve disputes concerning compliance with this Letter of Understanding;
B. Monitor the nonunion activity to determine the effectiveness of this Letter of Understanding in retaining private work.
JOINT LABOR MANAGEMENT COMMITTEE. The Employer and the Union endorse the goal of a constructive and cooperative relationship. To promote and xxxxxx such a relationship, a Joint Labor-Management Committee will be established. Ad hoc committees may be established by mutual agreement. The purpose of the committee(s) is to provide communication between the parties, to share information, to address concerns and to promote constructive union- management relations.
JOINT LABOR MANAGEMENT COMMITTEE. In order to encourage open communication, promote harmonious labor relations, and resolve matters of mutual concern, the parties agree to create a joint labor- management committee. The committee will be governed by the following principles:
JOINT LABOR MANAGEMENT COMMITTEE. A. The District and the Association agree to establish and participate in a joint labor- management committee to address areas of mutual interest. The parties are responsible for selecting their representatives to the committee. Under no circumstances shall collective bargaining occur in any committee meeting, however recommendations from the committee can be made to the negotiations teams. Likewise, the Labor-Management process will not be a substitute for the contractual grievance process.
B. The Labor Management Committee will be established and will include up to six (6) representatives for the Association and up to six (6) representatives for the District. One week prior to any scheduled Labor Management Meeting, the parties will compile an agenda of issues to be discussed. Meetings will be scheduled monthly but may be canceled or rescheduled by mutual agreement. Employees attending the Labor Management Meeting during their regularly scheduled work day shall not suffer a loss of pay.
C. Although the Labor-Management Committee may discuss the underlying causes of grievances, the Committee will not discuss or resolve individual grievances.
JOINT LABOR MANAGEMENT COMMITTEE. 72. Within thirty (30) days of the ratification of this agreement the parties will convene a Joint Labor Management Committee with equal representation from both the SFMTA and the Union. The Committee shall meet every ninety (90) days, but may agree to meet on a more or less frequent basis, as needed to resolve issues that may rise and are within it’s scope as set forth below.
JOINT LABOR MANAGEMENT COMMITTEE. 16.1 The Union and the City agree to maintain and actively engage in a Labor Management Relations Committee pursuant to the Committee charter.
16.2 The Committee shall be comprised of a balance of representation from represented employees which may be from any bargaining unit with employees assigned to the Fire Department and non-represented employees, which shall include the Director of Labor Relations or designee.
16.3 The Committee shall be co-chaired by a representative from labor and a representative from the Fire Department administration.
16.4 The purpose of the Committee is to deal with matters of general concern to employees and administrators of the Department. The Committee may engage in discussion concerning matters of a Collective Bargaining nature. However, any agreement that may change the interpretation or application of this Agreement shall be subject to the ratification processes of the parties.
JOINT LABOR MANAGEMENT COMMITTEE. 3.1 It is the purpose and intent of the Joint Labor/Management Committee to disclose, investigate, study and develop proposed solutions to issues and interests affecting labor and/or management. The following represents the consensus of labor and management to enable the Joint Labor/Management Committee process to work, recognizing the interest and concerns of the parties.
3.1.1 During the term of the Collective Bargaining Agreement, both parties are mutually bound to use the Joint Labor/Management Committee process to disclose and address issues which either party recognizes as affecting wages, hours, and working conditions, and to complete the Joint Labor/Management Committee process before pursuing other statutory or contractual options.
3.1.2 In the event that the Joint Labor/Management Committee process does not produce agreement on how to resolve an issue, either party may declare impasse, and both parties recognize the other party's right to retain their statutory and contractual options, including management's legal obligation and the union's legal right to negotiate all matters affecting wages, hours and working conditions which affect the Bargaining Unit. Similarly, the Joint Labor/Management Committee process shall not abridge or otherwise diminish the parties' rights as set forth under the Agreement and/or R.C.W., Chapter 41.56 Public Employees Collective Bargaining. Agreement to negotiate can take place at any point during the Joint Labor/Management Committee process upon mutual consent by the parties, to resolve issues affecting wages, hours and working conditions.
3.1.3 The Joint Labor/Management Committee process shall be transparent, well defined, timely, provide equal access to the parties, and include all parties necessary to accomplish resolution of issues.
3.1.4 The parties are mutually committed to the Joint Labor/Management process and agree to be held accountable.
3.1.5 The Joint Labor/Management Committee process may address the causes of grievances but is not intended by the parties to be used as a forum to resolve grievances filed under the Collective Bargaining Agreement. Nothing in the Joint Labor/Management Committee process will restrict, impair or interfere with the parties' right to file and process grievances under Article 7 of the Collective Bargaining Agreement.
3.1.6 The parties shall not make unilateral changes in the terms of this Collective Bargaining Agreement.
3.2.1 Management representatives on the Committee will ...
JOINT LABOR MANAGEMENT COMMITTEE. 4.1 The Joint Labor/Management Committee shall normally be composed of three (3) members designated by the Union and one (1) Union staff representative. The Employer shall be represented by a like number on the Committee. The Union staff representative shall be the sole decision maker to determine whether his/her attendance is necessary at the Joint Labor/Management Committee.
4.2 The purpose of the Committee is to provide a forum for communication between the parties to this Agreement to deal with personnel matters of general Labor/Management concern. The agenda shall be limited to items which are of a group rather than an individual interest or concern and shall not include individual grievances properly processed under the Grievance Procedure Article.
4.3 Meetings of the Committee will be held as needed. Issues of an emergent nature shall be given agenda priority. Meetings of the Labor/Management Committee shall normally be held during University business hours and at a mutually agreeable time and date. Participants shall experience no loss in salary for participating in the meetings; however, such time is not construed as work time, and no overtime shall be claimed or paid for meetings attended outside of an employee's regular work hours.
4.4 The Labor/Management Committee shall have no bargaining authority; however, any agreements reached through this process shall be reduced to writing and supported by the Union representatives and management.
4.5 Copies of agreed upon minutes shall be furnished to each member of the Committee. The recording of the minutes shall alternate between the Labor and Management and shall be approved by both parties prior to any dissemination to the Committee.
4.6 Disposition of matters covered in a Labor/Management Committee shall not contradict, add to, or otherwise modify the terms and conditions of the Agreement unless otherwise mutually agreed to in writing by the Employer and the Union.
