Labor-Management Agreement Sample Clauses

Labor-Management Agreement. The Parties agree to establish and maintain a “Labor Management Relationship” that will open a new era where the Union, the City, the Fire Department, and all Fire Department employees shall work together to create a workforce that is highly motivated, multi-skilled, and technologically advanced to meet the ever changing needs of the Fire Department and the City of Saco. Furthermore, the parties agree to implement this relationship with a firm commitment to avoid an adversarial relationship and work together towards developing and maintaining a Quality Labor-Management Relationship that fosters mutually beneficial outcomes. To this end, the parties agree to establish and maintain a Labor-Management Partnership Committee.
Sample 1
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Labor-Management Agreement. A. The Civilian Personnel Flight will notify the Union President prior to the intended changes in conditions of employment. A reasonable time period/date, as agreed to by the Parties, following notification will be identified as the implementation date. The Union President or designee may request and be granted a meeting to discuss the change. B. If the Union wishes to negotiate, in accordance with entitlements under CSRA concerning proposed changes, the Union will submit written proposals to the Civilian Personnel Flight no later than ten (10) days after receipt of the Employer’s notification. Negotiations will then begin normally within five (5) days after receipt by the Employer. C. If no proposals are received within the ten (10) day window, the Employer will implement changes as appropriate consistent with law, rule, or regulation.
Sample 1
Labor-Management Agreement. In order to reinforce the parties commitment to standards, high-quality medical education and patient care and adherence to regulatory guidelines and address issue resolutions, the Authority and CIR/SEIU agree, to hold quarterly meetings at a mutually acceptable time, date, and place to discuss issues related to working conditions, including Program concerns, call room walk-throughs, meals, and facilities with the goal of resolving matters in the most expeditious manner and at the lowest level possible.. Agenda items will be submitted one week prior to each meeting. Should the need arise, the parties agree to schedule ad-hoc meetings to address more urgent matters sooner. Issues related to Program concerns should first be reported to their supervisor or Program Director; if unresolved they may be escalated to the Designated Institutional Official and brought forward to the Labor Management meeting. Confidential matters may be addressed directly with the Vice President of Human Resources or the Director of Human Resources, Employee and Labor Relations. If the issue is not resolved, resident physicians may file a formal complaint with ACGME. The Authority will not retaliate against any resident physician for reporting concerns or participating in the resolution process and continues to offer supportive resources through the various medical benefit programs.
Sample 1
Labor-Management Agreement. The parties recognize that this agreement is binding on the parties. Should there be a demonstrable breach of this agreement, the parties shall endeavor to correct the breach to the satisfaction of all parties concerned. Such arrangement(s) must be fair and reasonable. Employer policies/ regulations that impact working conditions of bargaining unit employees must be negotiated with the Union prior to implementation.
Sample 1
Labor-Management Agreement. The parties agree to meet, bargain, and complete a new updated substance abuse policy prior to the expiration of this Agreement.
Sample 1

Related to Labor-Management Agreement

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

  • 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 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.

  • Property Management Agreement The Property Management Agreement is in full force and effect and, to Borrower's Knowledge, there are no defaults thereunder by any party thereto and no event has occurred that, with the passage of time and/or the giving of notice would constitute a default thereunder.

  • Labor Agreements The Corporation is not a party to any collective bargaining agreement. Except as set forth in Exhibit J, the Corporation is not bound by any severance pay requirements or agreements, or any other agreement, handbook, manual, or benefit book referring to, relating to, or involving its employees.

  • Employment Agreements Each of the persons listed on Schedule 9.12 shall have been afforded the opportunity to enter into an employment agreement substantially in the form of Annex VIII hereto.

  • LABOUR MANAGEMENT RELATIONS 9:01 No employee or group of employees shall undertake to represent the Union at meetings with the Employer without the proper authorization of the Union. The Employer shall not meet with any employee or group of employees undertaking to represent the Union without the proper authorization of the Union. In representing an employee or group of employees, a representative of the Union shall be the spokesperson. In order that this may be carried out, the Union shall supply the Employer with the names of its Officers and representatives. Likewise the Employer shall supply the Union with a list of its Designated Authorities and Chairs where the Chair is not the Designated Authority. Neither the Union nor the Employer shall be required to recognize such representatives until written notification has been received. 9:02 The Union and the Employer acknowledge the mutual benefit of joint consultation and agree, therefore, that there shall be a joint labour/management committee consisting of three (3) representatives from and selected by each party. There shall be one (1) regularly scheduled Labour/Management Committee meeting in each four (4) month term or semester (January to April, May to August, September to December). In addition, meetings shall be arranged at the request of either party through the Labour Relations Department, by submitting in writing the topics to be discussed. Such meetings shall take place, at a mutually-agreeable time, within ten (10) working days of the receipt of the request for the meeting. Meetings shall not be used to discuss matters which are the subject of a grievance nor to discuss any matters which are, at the time, the subject of collective bargaining. The committee shall function in an advisory capacity only, making recommendations to the Union and/or the Employer with respect to its discussions and conclusions, and shall not have the power to add to or modify the terms of this agreement. A representative of each party shall be designated Co-Chairperson, and the two persons so designated shall alternate in presiding over meetings.

  • AGREEMENT MANAGEMENT Pinellas Community Foundation designates the following person(s) as the liaison for the Xxxxxx Xxxxxx, CEO Pinellas Community Foundation

  • 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.

  • Services Agreement “Services Agreement” shall mean any present or future agreements, either written or oral, between Covered Entity and Business Associate under which Business Associate provides services to Covered Entity which involve the use or disclosure of Protected Health Information. The Services Agreement is amended by and incorporates the terms of this BA Agreement.

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