L ABOR-MANAGEMENT COMMITTEE Sample Clauses
The Labor-Management Committee clause establishes a joint body composed of representatives from both labor (employees or their union) and management (employer) to facilitate ongoing communication and cooperation. Typically, this committee meets regularly to discuss workplace issues, address grievances, and collaborate on matters such as safety, productivity, or policy changes. Its core practical function is to provide a structured forum for resolving disputes and fostering a collaborative relationship, thereby helping to prevent conflicts and improve workplace relations.
L ABOR-MANAGEMENT COMMITTEE. The University and the UFF agree to form a Labor 2 Management Committee (“Committee”) for the purpose of examining opportunities for 3 advancement (i.e. promotions, longevity increases, etc.) for employees holding the title of 4 Instructor, Assistant Librarian, or Wellness Counselor. The Committee shall meet and confer, 5 with the intention that the Committee will make a recommendation to the collective bargaining 6 teams for possible inclusion in the next collective bargaining agreement. The Committee shall 7 consist of a minimum of two representatives each from the University and UFF. At least one 8 representative from the University should hold the title of Vice ▇▇▇▇▇▇▇ or higher. The 9 Committee shall be formed and have its first meeting within six (6) months from the 10 ratification of this Agreement. The Committee shall meet at least three times each semester 11 (fall and spring) unless otherwise agreed, or they have agreed to a recommendation for the 12 University’s and UFF’s collective bargaining teams. This provision shall expire at the end of 13 this Agreement’s term.
L ABOR-MANAGEMENT COMMITTEE. The Hospital and the Association agree that there are mutual interests which need to be addressed in a timely fashion in order to meet the challenges of today and tomorrow. The Association, through its members, is recognized as instrumental to the success of the Hospital and as the communication link to and from those members. The Association recognizes that the success of the Hospital is necessary in order to improve organizational effectiveness, enhance job satisfaction, and provide job security. In an effort to encourage and support the collective bargaining process, build trust and understanding, and manage mutual interests and interactions, the Hospital and the Association agree to establish a Labor-Management Committee (hereinafter referred to as the LMC). The LMC will study, evaluate, and make recommendations to either or both parties regarding issues brought before it. It will aim to provide a maximum exchange of information, increased communication throughout all levels of the hospital, and to increase employee understanding of and input into decisions that affect them and their jobs. The LMC shall be composed of no more than twelve (12) members, half representing the Hospital and half representing the Association. The Hospital agrees that senior level management will participate and the Association agrees that the Local Bargaining Unit Chair and assigned Labor Relations Specialist will participate. The LMC will designate a co-chairperson to manage its business, one representing the Hospital and one representing the Association. It will meet regularly once per month. Time spent by nurses voluntarily attending meetings, training sessions, and task forces specifically authorized by the LMC will be supported by the Agreement Between Allina Health System and the Minnesota Nurses Association Regarding Payment for Attendance at Meetings for Minnesota Nurses Association Chairpersons and Local Union Stewards (Representatives), which will be modified to include payment to MNA-designated attendees. The LMC may deal with issues referred to it by other committees established under this contract or committees which may exist in the hospital. Issues that may come before it include, but are not limited to: general staffing requirements, job descriptions, evaluations or redesign, professional practice, liability and nursing delegation, general business conditions, health and safety, hospital operations and problems, skills training and development, workforce dive...
L ABOR-MANAGEMENT COMMITTEE. 13.01 The Board, or its designated representative(s), and the Union, or its representative(s), agree to meet and discuss with the other concerning issues other than those included in this Agreement.
13.02 Such meetings shall be held no more than on a bi-monthly schedule. Advance request shall be made at least ten (10) days before a proposed meeting date along with the request shall be attached the agenda of items to be discussed. All meetings shall be held at agreed to times, places, and shall not exceed two (2) hours unless both parties agree to extend the meeting time.
L ABOR-MANAGEMENT COMMITTEE. The Employer, jointly with employees selected by the Union, shall establish a Labor/Management Committee to assist with personnel and other mutual problems. The purpose of the Labor/Management Committee shall be to ▇▇▇▇▇▇ improved communication between the Employer and the staff and to improve working conditions and patient and employee satisfaction. The Committee may address staffing issues, including issues related to low census and including developing possible solutions to mitigate low census in specific work areas. The Union may request data to assist in its low census review, and the Employer will in good faith make such information available subject to the availability of information and any Employer confidentiality concerns. Management and the Union agree to study the use of temporary employees and investigate the reasons for their employment and utilization. The function of the Committee shall be limited to an advisory rather than a decision-making capacity. The Committee will recommend solutions to identified problems. The Committee shall be established on a permanent basis and shall consist of not more than eight (8) representatives of the Employer and not more than eight (8) bargaining unit employees, with not more than one (1) employee from each job classification and/or department. The Committee will be representative of hospital work areas. The number of Committee participants may be DocuSign Envelope ID: BEFBB062-E555-4F5B-B860-9823A305B434 expanded by the mutual agreement of the Employer and the Union. The Committee shall meet not less than bi- monthly or as often as mutually agreed. The Committee shall operate under guidance of co-chairs, one to be selected by the Employer and one by the Union. The co-chairs shall prepare a common written agenda for each meeting to be distributed to all Committee members at least three (3) days in advance of the meeting; however, failure to place an item on the agenda shall not preclude the Committee from addressing any issue.
L ABOR-MANAGEMENT COMMITTEE. (LMC) violence prevention; and job security. The LMC may work with these issues directly or establish short-term or long-term subcommittees to address them.