JOINT LABOR-MANAGEMENT MEETINGS. Union representatives will not be required to use release time while attending joint labor management meetings called by the VSC or its member colleges.
JOINT LABOR-MANAGEMENT MEETINGS. During the period of any work performed under this Agreement, the Project Manager, or District designee, may schedule monthly Joint Labor/Management Meetings that include the Project Manager, or the District’s designee, the Contractors and the Unions. The purpose of these meetings is to promote harmonious labor/management relations, ensure adequate communications and advance the proficiency and efficiency of the employees and the Contractors on the Project. These meetings may include a discussion of safety, craft resource requirements, scheduling and productivity of work performed at the Project. The Union representative shall keep minutes of any such meetings and the minutes shall be subject to approval at any subsequent meeting. Any such meetings may be in person or by conference call. It shall be mandatory for a representative of the Unions to participate in such meetings.
JOINT LABOR-MANAGEMENT MEETINGS. 8.1 The parties to this Agreement will form a Joint Labor-Management Committee consisting of equal numbers of representatives selected by the Council and the Coordinator, to be chaired jointly by a representative of each. The Committee may form sub-committees to consider and advise the full Committee with regard to any issues affecting this Agreement and the Project. A joint Labor/Management meeting will be held on a regular basis between the Coordinator, the Contractors and the signatory Unions. The purpose of these meetings is to promote harmonious labor/management relations, ensure adequate communications and advance the proficiency and efficiency of the employees and the Contractors on the Project. These regular meetings will also include discussion of the scheduling and productivity on work performed on the Project.
JOINT LABOR-MANAGEMENT MEETINGS. Discussion of problem areas with regard to the use of certified sign interpreters, enhancement of job opportunities for the deaf and hard of hearing, type of special telecommunications devices or volume control devices to be installed, installation of visual alarms or other systems such as tactile devices at other than new postal installations, and the availability of new technologies which may help deaf and hard of hearing employees perform a variety of tasks are appropri- ate matters for consideration at Joint Labor-Management meetings. Discussion of such matters at Labor-Management meetings is not a prerequisite to the filing or processing of a grievance. * * * MEMORANDUM OF UNDERSTANDING BETWEEN THE UNITED STATES POSTAL SERVICE AND THE NATIONAL ASSOCIATION OF LETTER CARRIERS, AFL-CIO Re: Article 7, 12 and 13 - Cross Craft and Office Size
JOINT LABOR-MANAGEMENT MEETINGS. The Human Resources Director and/or designee agrees to meet with representatives of IPCMA Board on a quarterly basis. The purpose of the quarterly meetings is to continue good employee relations between the City and IPCMA by addressing new and/or ongoing workplace issues to help solve problems and increase employee productivity and morale.
JOINT LABOR-MANAGEMENT MEETINGS. Discussion of problem areas with regard to the use of certified sign interpreters, enhancement of job opportunities for the deaf and hard of hearing, including recruitment and hiring eRorts, type of special communications devices or volume control devices to be installed, installation of visual alarms or other systems such as tactile devices at other than new postal installations, and the availability of new technologies which may help deaf and hard of hearing employees perform a variety of tasks are appropriate matters for consideration at Joint Labor-Management meetings. Discussion of such matters at Labor-Management meetings is not a prerequisite to the filing or processing of a grievance. *** MEMORANDUM OF UNDERSTANDING BETWEEN THE UNITED STATES POSTAL SERVICE AND THE AMERICAN POSTAL WORKERS UNION, AFL-CIO Re: LayoR Protection Each employee who is employed in the regular workforce as of September 20, 2021, and who has not acquired the protection provided under Article 6 shall be protected henceforth against any involuntary layoR or force reduction during the term of this Agreement. It is the intent of this Memorandum of Understanding to provide job security to each such employee during the term of this Agreement; however, in the event Congress repeals or significantly relaxes the Private Express Statutes this Memorandum shall expire upon the enactment of such legislation. In addition, nothing in this Memorandum of Understanding shall diminish the rights of any bargaining unit employees under Article 6. Since this Memorandum of Understanding is being entered into on a nonprecedential basis, it shall terminate for all purposes at midnight, September 20, 2024, and may not be cited or used in any subsequent dispute resolution proceedings. *** MEMORANDUM OF UNDERSTANDING BETWEEN THE UNITED STATES POSTAL SERVICE AND THE JOINT BARGAINING COMMITTEE (The American Postal Workers Union, AFL-CIO, and National Association of Letter Carriers, AFL-CIO) Re: Article 7, 12 and 13 - Cross Craft and OAce Size
JOINT LABOR-MANAGEMENT MEETINGS. Discussion of problem areas with regard to the use of certified sign interpreters, enhancement of job opportunities for the deaf and hard of hearing, including recruitment and hiring efforts, type of special telecommunications devices or volume control devices to be installed, installation of visual alarms or other systems such as tactile devices at other than new postal installations, and the availability of new technologies which may help deaf and hard of hearing employees perform a variety of tasks are appropriate matters for consideration at Joint Labor-Management meetings. Discussion of such matters at Labor-Management meetings is not a prerequisite to the filing or processing of a grievance. MEMORANDUM OF UNDERSTANDING BETWEEN THE UNITED STATES POSTAL SERVICE AND THE NPPN/AMERICAN POSTAL WORKERS UNION, AFL-CIO
JOINT LABOR-MANAGEMENT MEETINGS. The Employer and the Union agree that mutual interests are advanced in a climate of respect, mutuality and open communication. Therefore, the parties hereto agree toJoint Labor-Management Committee. The Committee shall meet quarterly for up to ninety (90) minutes to discuss mutual concerns; provided that this shall not either expressly or by implication result in any obligation to reopen any of the terms of Agreement or otherwise to bargain with respect to any particular subject. Meeting time may be extended by mutual agreement. The quarterly meetings shall be attended by the Assistant Vice President for Human Resources or designee and a member of the management team. The Employer shall provide paid release time for up to two (2) workers per meeting, selected in advance by the Union. Agendas shall be set in advance and in writing by mutual agreement.
JOINT LABOR-MANAGEMENT MEETINGS. Section 1. Management and the Union agree that in order to resolve work issues and build a more cohesive relationship, to establish joint labor management meetings. These meetings will consist of one (1) xxxxxxx or alternate xxxxxxx from each location and department (or designated representative), Director of Laboratory Operations, Hospital Services Manager, Human Resources Director or designee and OPEIU Service Representative.
JOINT LABOR-MANAGEMENT MEETINGS. XXXX and GRU agree to hold joint labor-management meetings at least once per quarter, or at any interval as may be agreed upon between GRU’s AFSCME representative and OHSU Labor Relations representative. The meetings shall be held at a mutually agreeable time, date, and place. GRU officers, representatives, stewards, and other OHSU administrative personnel may attend. If either party must cancel a meeting, amenable times for a rescheduled joint labor- management meeting should be proposed within seven (7) days of the canceled date. The purpose of such meetings should be to discuss and raise awareness on emerging issues as they relate to GR working conditions and other matters of employment relations, as well as the interpretation and application of this Agreement, publication, and education about the terms of this Agreement, and such other subjects that may be agreed upon. In no event will these meetings engage in negotiations or reinterpretations of the contract beyond consulting materials generated during bargaining. XXXX and GRU may use information shared during these joint labor-management meetings to address emerging issues with their respective members on matters related to this Agreement.
