Joint Labor Management Committee (JLMC). The Union and the Employer agree to establish a joint labor management committee (JLMC) to discuss shared work place concerns with the purpose of promoting good communications, problem-solving at the lowest appropriate organizational level and following through on worksite resolutions. It is the intent of the Union and the Employer that the JLMC has decision-making authority with the understanding that the committee members may need to confer with their respective organizations prior to reaching a final decision.
Joint Labor Management Committee (JLMC). It is the goal of SEIU Healthcare 1199NW and KFHPWA to engage in joint problem-solving efforts wherein the mutual interest of the Union and management can be addressed on an on-going basis during the term of this Agreement. The JLMC shall serve as a forum for union input to the management decision-making process and mutual education and information sharing by both parties. The primary goal of the JLMC is to support staff and management in the delivery of quality patient care, including improved conditions conducive to the delivery of quality care and the recruitment and retention of nurses.
Joint Labor Management Committee (JLMC). A Joint Labor-Management Committee (JLMC) will be formed with equal members from the Committee/Administration and the Association. This Committee will be used to facilitate and open dialogue over issues of concern. Both the district and Union can bring issues and speakers to the concerned issue. The Committee will meet at least quarterly to discuss on-going concerns, share discussions with the school committee if the concerns are within their purview. The committee will consist of designated union members, district assigned members and school committee representative.
Joint Labor Management Committee (JLMC). The goal of the JLMC is to improve the existing collaborative process between management and staff in offering input to recommendations related to the delivery of rehabilitation and preventative services that reflect current best practices and are evidence-based while meeting cost- benefit goals, addressing immediate and long term patient needs, and aligning with the medical home model of patient-centered care.
1. Discuss issues resulting in inconsistent practices within the Service Line.
2. Discuss and provide recommendations to management regarding issues arising from staffing models including inadequate staff as defined by the staffing model that was developed by the Appointing Optimization process.
3. Problem-solve issues with accurate data.
4. Discuss performance metrics. The JLMC may address matters subject to collective bargaining but shall not substitute for the contractually agreed-upon process for resolving grievances under Article 16. Issues and problems pertaining to specific worksites will continue to be addressed at the facility or work unit level. The JLMC shall use an interest-based process for problem solving. Agendas should be created ahead of time. The approach, structure and composition of the committee may vary depending on the issues; however, the union will appoint a core of five (5) representatives who can adequately represent the views of Physical Therapy, Occupational Therapy, and Home Health and Hospice. Management may appoint representatives of an equal number. Upon request and mutual agreement, guest representatives may attend. Employee attendance at these meetings during scheduled work time will be on paid time. The JLMC will strive to meet in person, however conference call or video conference may be utilized by mutual agreement when in- person meeting is not practical. The committee will meet quarterly or more often when mutually agreeable.
Joint Labor Management Committee (JLMC). A. The State and CCPU encourage the use of Labor Management Committees to address issues of mutual concern in a problem-solving context. Upon request of either party, a Joint Labor Management Committee (JLMC) shall be established to address specific or ongoing issues.
B. An established JLMC shall adhere to the following guidelines unless otherwise expressly modified by this Agreement:
1. The JLMC will consist of equal reasonable number of state representatives selected by the state and CCPU representatives selected by CCPU.
2. JLMC recommendations, if any, will be advisory in nature.
3. JLMC meetings shall not be considered contract negotiations and shall not be considered a substitute for the grievance procedure.
4. Dates and times of meetings and agendas of the JLMC’s shall be mutually determined by the members of the JLMC.
Joint Labor Management Committee (JLMC). X. Xxxxxxx: The JLMC is a collaborative forum to discuss issues that affect the work environment and effective working relationships and that are not current matters of negotiation or grievance. Such issues may include, but are not limited to, those that bear on the effectiveness of Public Citizen policies and practices related to compensation, performance evaluations, employee benefits, and workplace safety and sanitation. The JLMC will act by mutual consent and may make non-binding recommendations on matters germane to Union-management relations and, when appropriate, to the continuous improvement of Public Citizen operations.
B. Members: Each party (Management and Labor) shall identify at least 2 representatives and no more than 4 representatives to serve on the JLMC. At least half of the Labor-side members must have at least one year of Public Citizen work experience. Term of service on the committee will end each year on September 30. A person may be reappointed at the discretion of each party. Empty positions on the JLMC may be filled at any time. Appointees to the committee should be individuals with sufficient knowledge and authority to effectively represent their respective parties. Each party will select a co-chair.
C. Responsibilities: JLMC members will attend an annual training through the Federal Mediation and Conciliation Service. The JLMC will aim to meet once a month and will meet no less often than every six weeks. Each member of the JLMC is allowed to spend a maximum of 6 hours per month of work time for JLMC matters, including time spent at JLMC meetings. Any time beyond 6 hours per month must be outside of work hours, unless all members agree that such additional time is needed. Confidential information received by the JLMC will remain confidential and not be distributed to other employees. The JLMC will not discuss individual staff members. However, it may discuss particular positions, for example, in the course of monitoring the effectiveness of the compensation policy, including when reviewing promotions, new hires, and assignment of positions to career ladders. The JLMC can present its recommendations and completed work to the directors and the President, as needed. When a substantive response to a JLMC recommendation is called for, the President will provide such a response within 45 days. In addition, the JLMC co-chairs will make an annual presentation to the President and directors, and the JLMC will make a joint report about its...
Joint Labor Management Committee (JLMC). Office of State Publishing (OSP)
Joint Labor Management Committee (JLMC). The City Manager or his/her designee and other management representatives chosen by the City Manager will meet on a quarterly basis with an equal number of representatives of the bargaining unit and a IBEW Local 1245 Business Representative to address relevant and timely labor relations issues, unless otherwise agreed to by the parties. The JLMC meeting agenda shall include any matters within the scope of representation, with exception of those matters which have already been filed as grievances, unless otherwise agreed to by the parties. The City does not waive any management rights through its participation on this committee.
Joint Labor Management Committee (JLMC). The parties agree to establish a joint Labor Management Committee (Committee) within ninety (90) days of the adoption of a successor MOU by the Board of Supervisors. The committee will function as a forum for sharing information. The committee may identify solutions and make recommendations on matters brought to the committee by either party. The Committee will function in an advisory rather than decision-making role. The Committee will not have bargaining authority, nor will it address issues that are more appropriate for the grievance procedure. The Committee shall be limited to a reasonable number of participants at each meeting. The Committee will be comprised of the President of ALADS or his/her designee(s), ALADS staff as designated by the President, the Assistant Sheriff responsible for the employee relations or his/her designee, and Sheriff employee relations staff as designated by the Asst. Sheriff. The Committee will sunset on January 31, 2021.
Joint Labor Management Committee (JLMC). Metro will convene a JLMC for health benefits, comprised in accordance with adopted by-laws, shall review health, dental and vision insurance plans and costs and make plan offering recommendations to the Metro Human Resources Director and Chief Operating Officer in an effort to keep health care costs at a minimum for employees and for Metro. The Union is entitled to select one member to serve and vote on the JLMC. Metro shall make available to the committee current information regarding insurance premium rates and projected increases as such information becomes available to Metro. The committee shall meet to maintain an ongoing review of health benefit related issues for employees of Metro. A lawful meeting shall be comprised of an equal number of Union and Metro Committee members with not less than two of each group. The Committee shall make recommendations to the Human Resource Director and Chief Operating Officer. The Chief Operating Officer and the Human Resources Director shall consider the committee’s recommendations and have the authority to make Plan modifications as necessary.
