Common use of JOINT LABOR MANAGEMENT COMMITTEE Clause in Contracts

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 be as follows: • General Manager and Chief Executive Officer of City Light Department (or designee). • City of Seattle Director of Labor Relations (or designee). • Seattle City Light Human Resources Officer (or designee). • Up to three (3) affected division directors or other management representatives. 3.2.2 Labor representatives on the Committee shall be as follows: • Union Business Manager (or designee). • Up to five (5) other union representatives, as designated by IBEW, Local 77. 3.2.3 Alternates may be designated, and both parties recognize that continuity of membership is essential to the effectiveness of the Labor/Management Committee process. Members shall be designated as authorized representatives of the Parties, with the delegated authority to make decisions on behalf of the Parties.

JOINT LABOR MANAGEMENT COMMITTEE. 3.1 It 1. The parties to this agreement hereby recognize the necessity of communication and the elimination of disputes, misunderstandings, or applications of this agreement that seriously impact the continuity of projects. To secure this end, it is the purpose and intent hereby agreed that a Joint Labor Management Committee shall be established to be composed of the Joint Labor/Management Committee Employer and the HAMTC, which shall meet as required and as mutually agreed. They shall bring up any practice which, in their opinion might lead to disclose, investigate, study and develop proposed solutions to issues and interests affecting labor and/or management. The following represents misunderstandings or disputes between the consensus of labor and management to enable the Joint Labor/Management Committee process to work, recognizing the interest and concerns of the signatory parties. 3.1.1 During 2. The Manager of Labor Relations, WRPS and the term President of the Collective Bargaining Agreement, both parties are mutually bound to use HAMTC shall jointly chair the Joint Labor/Labor Management Committee. The Employer and the HAMTC shall jointly coordinate Joint Labor Management Committee process to disclose activities, develop procedures of operation, publish meeting agendas and address issues which either party recognizes issue minutes of each meeting. These meetings shall be held for discussion of various topics as affecting wages, hours, and working conditions, and to complete the they arise consistent with this agreement. 3. The Joint Labor/Labor Management Committee process before pursuing other statutory shall not have the authority to modify, alter, amend or contractual optionsinterpret the provisions of this agreement. 3.1.2 In the event 1. All Workers’ Compensation claims files that the Joint Labor/Management Committee process does not produce are receiving time loss payments prior to ratification of this 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 administered in the Joint Labor/Management Committee process will restrict, impair or interfere accordance with the parties' right to file and process grievances under Article 7 XI of the 2002 CH2M Hanford/HAMTC Collective Bargaining Agreement. 3.1.6 2. The parties following shall not make unilateral changes in the terms be applicable to all new Workers’ Compensation claims or claims that have been reopened after ratification of this Collective Bargaining Agreement. 3.2.1 Management representatives on agreement. An employee who is out because of injury or occupational disease is compensable under Workers’ Compensation statutes of the Committee State of Washington shall receive time loss compensation in accordance with the Washington State laws for such compensation. In addition to payments from the State of Washington, an employee may be eligible for an additional “Disability Equalizer Benefit (XXX)” (Attachment N). The process for the XXX will be as follows: • General Manager for WRPS to administratively calculate the employee’s net pay while working and Chief Executive Officer compare it to an administratively calculated role including payments from the State. The XXX would be provided to an employee if the employee’s administratively calculated net pay while working is greater than the administratively calculated net pay while receiving time loss compensation. This XXX will continue for a maximum of City Light Department one hundred eighty (180) days, per approved claim, or designee). • City until such disability payments from the State of Seattle Director of Labor Relations (or designee). • Seattle City Light Human Resources Officer (or designee). • Up to three (3) affected division directors or other management representativesWashington are ceased. 3.2.2 Labor representatives on the Committee shall be as follows: • Union Business Manager (or designee). • Up to five (5) other union representatives, as designated by IBEW, Local 77. 3.2.3 Alternates may be designated, and both parties recognize that continuity of membership is essential to the effectiveness of the Labor/Management Committee process. Members shall be designated as authorized representatives of the Parties, with the delegated authority to make decisions on behalf 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 be as follows: • General Manager and Chief Executive Officer Superintendent of City Light Department (or designee). • City of Seattle Director of Labor Relations (or designee). • Seattle City Light Human Resources Officer (or designee). • Up to three (3) affected division directors or other management representatives. 3.2.2 Labor representatives on the Committee shall be as follows: • Union Business Manager (or designee). • Up to five (5) other union representatives, as designated by IBEW, Local 77. 3.2.3 Alternates may be designated, and both parties recognize that continuity of membership is essential to the effectiveness of the Labor/Management Committee process. Members shall be designated as authorized representatives of the Parties, with the delegated authority to make decisions on behalf of the Parties.

JOINT LABOR MANAGEMENT COMMITTEE. 3.1 It CFCS and SEIU Local 1021 agree that it is in the purpose and intent best interest of the Joint Labor/Management Committee to disclosechildren, investigateparents, study and develop proposed solutions to issues and interests affecting labor and/or management. The following represents the consensus of labor employees and management to enable xxxxxx a cooperative labor management relationship. To that end, the parties agree to establish a Joint Labor/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 operate 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 be as followsfollowing ground rules: • General Manager and Chief Executive Officer The Union may select a total of City Light Department (or designee). • City of Seattle Director of Labor Relations (or designee). • Seattle City Light Human Resources Officer (or designee). • Up to three (3) affected division directors or other management representatives. 3.2.2 Labor representatives on the Committee shall be as follows: • Union Business Manager (or designee). • Up to five (5) other union representatives, as designated by IBEW, Local 77. 3.2.3 Alternates employees who may be designatedreleased from regular duties to attend such meetings. However, no employee shall be released while children are present. In addition, one representative of the Union may attend. • Management may select an equal number of participants. • Meetings shall be scheduled at mutually agreeable times and both parties recognize that continuity places and shall be limited to no more than four meeting per year, unless there is a mutual agreement for additional meetings. • At the first meeting each fall, a Chair and Secretary will be selected. The Secretary will keep the minutes which will be shared with all Joint Labor Management Committee members once the minutes are approved by the entire committee. In addition, the members of membership is essential the committee shall establish ground rules for the Committee. • Agendas will be established in advance and provided to the effectiveness members of the Labor/Labor Management Committee processtwo weeks prior to the scheduled meeting. Members Only those items on the agenda will be discussed. Additional items may be placed on the agenda only upon mutual agreement of the parties. Each party may place .items on the agenda for discussion. • Subject matters for appropriate agenda items shall include, but not be limited to the following: Health and Safety issues, Quality Assurance issues, funding and program updates, Personnel Policy and Procedure updates and other operational issues and items as may be of interest to both parties. Grievances, disciplinary actions or matters subject to collective bargaining are inappropriate and shall not be the subject of the Labor Management Committee. • Issues pertaining to employee training, education and conferences will be subject to discussions during the Joint Labor Management Committee Meetings. Any mutually agreed upon Policy shall be designated as authorized representatives distributed to all employees for uniform implementation. At the first meeting of the PartiesJLMC after adoption of this Agreement, the parties have agreed to discuss teacher concerns regarding CFCS policies and procedures regarding disruptive parents and children. CFCS agrees to discuss establishing a process for responding to staff inquiries regarding follow up to such incidents. T erminology Separate program set by funding source. Length of day and year varies from program to program along with staff requirements and regulations/restrictions. Current examples are: Head Start- Partial Year Pre-School; Full Day Year Round-Early Head Start; Full Day Year Round-Pre-School; and CCCAP-Alternate Payment Program. Initial site and classroom assignment at beginning of each school year for employees in Head Start School Year, Year Round Pre-School Option and Early Head Start Program Option. Movement from a position in one classification to another position in the delegated authority same classification within the same program option (i.e. Cal Safe-Early Head Start vs. Full Day Year Round-Early Head Start). Movement from one position in one Program Option to make decisions on behalf another position in same or similar classification in different Program Option. (Ex: Move from Teacher in Head Start School Year-Pre-School to Teacher in Full Day Year Round-Pre-School. Involves changes in days and length of the Partiesprogram year.) Movement to higher paying classification.

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 be as follows: • General Manager and Chief Executive Officer of City Light Department (or designee). • City of Seattle Director of Labor Relations (or designee). • Seattle City Light Human Resources Officer (or designee). • Up to three (3) affected division directors or other management representatives. 3.2.2 Labor representatives on the Committee shall be as follows: • Union Business Manager (or designee). • Up to five (5) other union representatives, as designated by IBEW, Local 77. 3.2.3 Alternates may be designated, and both parties recognize that continuity of membership is essential to the effectiveness of the Labor/Management Committee process. Members shall be designated as authorized representatives of the Parties, with the delegated authority to make decisions on behalf 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 be as follows: • Superintendent General Manager and Chief Executive Officer of City Light Department (or designee). • City of Seattle Director of Labor Relations (or designee). • Seattle City Light Human Resources Officer (or designee). • Up to three (3) affected division directors or other management representatives. 3.2.2 Labor representatives on the Committee shall be as follows: • Union Business Manager (or designee). • Up to five (5) other union representatives, as designated by IBEW, Local 77. 3.2.3 Alternates may be designated, and both parties recognize that continuity of membership is essential to the effectiveness of the Labor/Management Committee process. Members shall be designated as authorized representatives of the Parties, with the delegated authority to make decisions on behalf of the Parties.

JOINT LABOR MANAGEMENT COMMITTEE. 3.1 It 12.1 XXX and WBNG agree to maintain a Joint Labor-Management Committee (Committee). The Committee will consist of four representatives designated equally by each party. XXX and WBNG agree that it is the purpose and intent important that members of the Joint Labor/Management Committee to disclose, investigate, study and develop proposed solutions to issues and should reflect the 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 enterprise without personal conflict. Participation on 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 take precedence over the performance of assigned duties, nor excuse the failure to perform assigned duties or otherwise diminish the parties' rights as set forth under the Agreement and/or R.C.W., Chapter 41.56 Public Employees Collective Bargainingcomply with XXX policies. 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 Meetings 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 be as follows: • General Manager and Chief Executive Officer held regularly or on request of City Light Department (or designee)either party, on work time. • City The quorum of Seattle Director of Labor Relations (or designee). • Seattle City Light Human Resources Officer (or designee). • Up to three (3) affected division directors or other management representatives. 3.2.2 Labor representatives on the Committee shall be as follows: • Union Business Manager (or designee)the majority of its members. • Up to five (5) other union representativesDecisions of the Committee shall be made by consensus of the members present. Either party, as designated by IBEWat its own discretion, Local 77may table the decision until the next committee meeting. 3.2.3 Alternates 12.2 The Committee shall review and have sole authority to approve or reject proposed amendments to any of the XXX policies which this Agreement expressly places under the Committee’s jurisdiction. For the avoidance of doubt, the Committee shall not have any approval authority over XXX policies that are not expressly deferred to it in this Agreement. In addition, the Committee may consider matters raised by either party, including interpretation and application of this Agreement, and interpretation and application of XXX policies. In addition, the Committee may deal directly with or may create subcommittees to deal with labor-management initiatives and workplace issues including, for example, working conditions, training, and health and safety. The Committee will determine the appropriate size of the subcommittees created by it, taking account of workability and manageability. XXX and WBNG will each choose 50 percent of the subcommittee membership. Employees appointed to the subcommittee should meet the qualifications set forth in Article 12.1. 12.3 XXX and WBNG agree to maintain a join labor-management Position Review Committee to make recommendations to XXX. XXX and WBNG will each choose 50 percent of the subcommittee membership. Employees appointed to the subcommittee should meet the qualifications set forth in Article 12.1. 12.4 XXX and WBNG agree that issues relating to health and safety, health and safety education programs, and the coordination of the health room may be designateddiscussed by the Committee, and both parties recognize that continuity of membership is essential with any recommendations regarding such topics made to XXX. 12.5 The following XXX policies fall within the effectiveness purview of the Labor/Management Committee process. Members shall be designated as authorized representatives of the PartiesCommittee: a. Pool Employee Policy (see Article 2, with the delegated authority to make decisions Section 2.8.f) b. Policy on behalf of the Parties.staff lounges (see Article 11) c. Hybrid Work Policy (see Article 21, Section 21.3) d. Policy on travel and business expenses (see Article 37) e. Policy on 401(k) Plan (see Article 40, Section 40.2)