Joint Labor/Management Training Sample Clauses

Joint Labor/Management Training. Upon the Union’s request, the City and Union shall co-sponsor eight (8) hours of joint training on the terms of this Agreement, or on related issues, in each year of this Agreement for designated officers, stewards and management personnel. The City shall provide release time for designated officers and stewards to attend such training.
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Joint Labor/Management Training. (SB1, SC1, SD1, and SI1) The City and the Union agree to co-sponsor eight (8) hours of joint training for each year of this Agreement for designated stewards and management personnel.
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Joint Labor/Management Training. A. Each field facility will have a joint LMR training program. The ongoing program will have equal representation between the Union and the Department and decisions will be made by consensus consistent with interest-based bargaining principles. The local joint LMR training activity will develop a local LMR training plan which could consist of Interest-Based Bargaining, Alternative Dispute Resolution (ADR), Quality Programs, Cooperative LMR, communication skills, local supplements, district or regional training, etc. B. LMR training will be recorded in each employee’s individual training record. C. Trainers appointed by the union will be on official time. This official time will not be counted against any allocated official time as described in this agreement. Attendees at joint labor management training will be on duty time. LMR training will normally be presented jointly unless training is conducted by a mutually agreed upon third-party. The parties may develop a joint train-the-trainer/facilitator program. D. Local facilities are encouraged to give recognition to individuals or groups who materially advance the process of LMR training. E. Normally, local facilities will ensure that appropriate resources are made available at the local level for joint LMR training. F. The parties are encouraged to share training materials or experiences to nurture better LMR training. G. The provisions of this article apply to joint training at all levels from local through national.
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Joint Labor/Management Training. A. The Agency and the Union will conduct a joint LMR training program. Generally, training will be facilitated with equal representation from the Union and the Agency. Decisions regarding content and frequency will be made by consensus consistent with interest‐based bargaining principles. B. Attendance at LMR training will be recorded in the employee’s individual training record. Joint training sessions will be publicized so employees are aware and can attend. C. Trainers appointed by the Union will be on official time. Attendees at joint labor management training will be on duty time. D. LMR training will normally be presented jointly unless training is conducted by a mutually agreed upon third‐party. E. The Agency will provide facilities for the joint training program.
Sample 1
Joint Labor/Management Training. A . Each field facility will have a joint LMR training program . The ongoing program will have equal representation between the Union and the Department and decisions will be made by consensus consistent with interest-based bargaining principles . The local joint LMR training activity will develop a local LMR training plan which could consist of Interest-Based Bargaining, Alternative Dispute Resolution (ADR), Quality Programs, Cooperative LMR, communication skills, local supplements, district or regional training, etc . B . LMR training will be recorded in each employee’s individual training record . C . Trainers appointed by the union will be on official time . This official time will not be counted against any allocated official time as described in this agreement . Attendees at joint labor management training will be on duty time . LMR training will normally be presented jointly unless training is conducted by a mutually agreed upon third-party . The parties may develop a joint train-the-trainer/facilitator program . D . Local facilities are encouraged to give recognition to individuals or groups who materially advance the process of LMR training . E . Normally, local facilities will ensure that appropriate resources are made available at the local level for joint LMR training . F . The parties are encouraged to share training materials or experiences to nurture better LMR training . G . The provisions of this article apply to joint training at all levels from local through national .
Sample 1
Joint Labor/Management Training. A. Per Article 4 Section 2B of the Master Contract, the nature, amount and scheduling of joint labor-management relations (LMR) training is a matter appropriate for local negotiations. B. The parties agree that joint LMR training will be provided to supervisors and union representatives to educate those individuals responsible for interpreting and implementing the Master and Local Contracts. C. The parties will strive to provide joint LMR training on a quarterly basis unless another mutually agreed upon training schedule is developed. X. XXXX and the Union will mutually determine the subject matter, date, time, attendees, and other specifics of the training.
Sample 1

Related to Joint Labor/Management Training

  • Labor Management Labor/management meetings will be held at the request of either party as needed/monthly.

  • 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.

  • Labor-Management Cooperation When an Appointing Authority initiates a planning process or management study which is anticipated to result in layoff, the Appointing Authority will meet and confer with the Local Union during the decision planning phase and again during the implementation planning phase. The Appointing Authority and the Local Union shall enter into negotiations regarding a Memoranda of Understanding upon request of either party to modify this Agreement regarding the implementation plans which shall include, but are not limited to, the following: • Length of layoff notice; • Job and retraining opportunities; • Alternative placement methods; • Early retirement options pursuant to M.S. 43A.24, Subd. 2(i); • Bumping/vacancy options for part-time employees to preserve their insurance eligibility or contribution; and • Other methods of mitigating layoff or their effect on employees.

  • LABOR MANAGEMENT COMMITTEE Section 1. In order to facilitate communication between labor and management, a Labor Management Committee consisting of the Department Head and/or his designated alternate, the Assistant Chief of Police and two (2) Team Managers, and three (3) representatives of the Lincoln Police Union, along with at least one (1) Team Representative, will make up the Labor Management Committee. The Department Head will designate management personnel and the Union shall select Union representatives. Members will serve at the pleasure of the Department Head or Union President, depending upon who the member represents. Members will serve and be replaced on a staggered system (approximately three (3) year limit) depending upon the schedule agreed upon by the Department Head and the Union President. Section 2. Each Team area will be represented by a member of any rank to serve as spokesperson for that area. They will meet at least one week prior to the monthly Labor Management Committee meeting to formulate the common areas of interest and to elect a spokesperson to present the items in writing to the Labor Management Committee. Payment for attending this meeting will be at the discretion of the Department Head. Spokesperson will be chosen on a rotating basis. Team representatives will be picked by a vote of the Team members that they are representing. Section 3. The Labor Management Committee may discuss any area of the Department, with limitation only on those areas already under agreement between the City and the Union. The agenda will be based on the problem areas brought to the attention of the Committee by the Team Representatives and on any area representative members of Labor Management feel need to be discussed. Topics for discussion will be posted on the Union bulletin board and disseminated to Labor Management Committee members at least one (1) week prior to the monthly meeting. Section 4. Membership is subject to change through attrition and elected office, however, a one (1) week notice must be given to the Committee to afford the new member(s) voting privileges. Section 5. Realizing that communication is the key element to the smooth operation of any organization, the Labor Management Committee will xxxxxx an element of cooperation and unity of organizational members, be they labor or management. Section 6. Meetings shall be held at least once per calendar month. Additional meetings may be scheduled by mutual agreement of the Committee and the Department Head. Section 7. A quorum shall consist of two (2) members from labor and two (2) members from management.

  • Labor Management Relations The Employer and the Union recognize that the character and quality of the Union/Management relationship in each Agency has an impact upon productivity and quality services. Accordingly, the parties agree to support joint Labor/Management training in skills and concepts which may contribute to increased Union/Management understanding and cooperative relationships.

  • Labor Management Meetings Section 11.1. In the interest of sound labor/management relations, the parties agree to meet at agreeable dates and times for the purpose of discussing those issues outlined herein. Normally, meetings held pursuant to this Article will occur no more frequently than once every three (3) months, unless matters of an urgent nature require immediate attention. No more than three (3) employee representatives in pay status will attend such meetings. The Employer and OAPSE may have representatives as each deems necessary to address the issues. Section 11.2. The party requesting the meeting shall furnish an agenda and the names of the employees who will be attending, with the request for the meeting. Subjects that may be discussed at these meetings shall include but not be limited to the items listed below: A. Discuss the administration of this Agreement. B. Notify OAPSE of changes made by the Employer which may affect bargaining unit members. C. Discuss grievances which have not been processed beyond the final step of the Grievance Procedure when such discussions are mutually agreed to by the parties. D. Disseminate general information of interest to the parties. E. Give OAPSE representatives the opportunity to share the views of its members and/or make suggestions on subjects of interest to their members. F. Discuss ways to improve efficiency and work performance. Section 11.3. Written responses promised by either party shall be submitted to the other party within ten (10) work days after such meeting. Section 11.4. Labor/Management meetings are not intended to be negotiation sessions to alter or amend the basic agreement. Section 11.5. In the event of a change of duties of a position within the bargaining unit, or in the event that a new position is created within the Library, the Employer shall determine whether the new or changed position will be included in or excluded from the bargaining unit and shall so advise the Union in writing within thirty (30) calendar days. If the Union disputes the Employer's determination of bargaining unit status, the parties shall meet in an attempt to resolve their disagreement within seven (7) calendar days from the Union notification to the Employer. If the parties agree on the determination, it shall be implemented as agreed by the Employer and the Union and a joint petition for amendment of the bargaining unit shall be filed with the State Employment Relations Board (SERB). If the parties do not agree, the parties shall jointly petition SERB pursuant to Chapter 4117 of the Ohio Revised Code and the SERB Rules and Regulations for a determination of bargaining unit status.

  • LABOR/MANAGEMENT COMMITTEES A. Statewide

  • Employee Orientation Each and every person working for a contractor, including sub- contractors, will be given an orientation to familiarize them with the site safety program. Unless otherwise specified, each sub-contractor is responsible for the orientation of their workers.

  • JOINT LABOUR MANAGEMENT COMMITTEE A Joint Labour Management Committee shall be established to attend to those matters which are of mutual interest. To ensure its effectiveness the Committee shall be separate and apart from the grievance procedure.

  • Medical Care Leave An Employee who is unable to make the necessary arrangements for maintenance of personal health care outside of scheduled work time, shall be granted time off with pay. Such time off shall not exceed sixteen (16) working hours per calendar year. Hours in excess of sixteen (16) hours per calendar year shall be deducted from the Employee's sick leave accumulation.

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