LABOR MANAGEMENT COMMITTEE Sample Clauses

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. ...

LABOR MANAGEMENT COMMITTEE. 1. A Statewide Labor Management Committee consisting of not more than five (5) members selected by the VSEA from among bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. 2. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives of each party. 3. The parties agree that Agencies, Departments, facilities, or local worksites may establish Labor Management Committees. The numbers of participants selected in equal numbers by the appointing authorities and VSEA shall depend on the needs of the group and the agenda items to be discussed and may exceed four (4) persons for labor or management with the approval of the appointing authority in any instance. These Committees shall meet as needed to discuss issues of mutual concern; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. In the event the parties call a meeting, the Human Resources Department and the VSEA central office shall be notified at least three (3) working days prior to the meeting and may participate. Agreements which result from Labor Management discussions shall not produce any modifications to the collective bargaining agreement unless signed off by the VSEA’s Director(s) and the Secretary of Administration. Participation in Labor Management discussions shall not be construed as a waiver of the right of access to the collective bargaining process over mandatory subjects for collective bargaining. 4. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) representatives of each party. 5. Appropriate agenda items may include, but shall not be limited to, the following: expense reimbursement practices and procedures late paychecks vehicle parking workplace ...

LABOR MANAGEMENT COMMITTEE. Section 25.1 In order to provide a means for continuing communications between the parties and for promoting a climate of constructive employee relations, a Labor/Management Committee shall be established which shall consist of up to four (4) representatives designated by the Employer and up to four (4) representatives designated by the Union. Section 25.2 The Committee shall meet at least twice each year. Such meeting shall not for the purpose of discussing pending grievances or for the purpose of conducting negotiations on any subject. The topics discussed shall relate to the general application of the Agreement and to other matters of mutual concern including improvement of the Employer/ employee relations and improvement of productivity. Section 25.3 There shall be a Labor/Management Sub-Committee established within each Department/ Agency consisting of six (6) members, three (3) representing the Union and three (3) representing Management. It shall be the responsibility of these Sub-Committees to promote ways and means of improving the "Quality of Work Life" within the work place. Any procedures or changes in conditions promulgated by the Sub-Committee shall be approved by the State-wide Labor/Management Committee before they become operative. It is agreed that a priority of the State-wide Labor/Management Committee shall be to discuss the means of implementing a statewide recall under Article 18, for the bargaining unit. Section 25.4 The parties agree that an incentive for sick leave utilization reduction shall be studied by the State-wide Labor/Management Committee. Section 25.5 It is agreed that a priority of the Statewide Labor/Management Committee shall be to discuss opportunities the parties may have to work cooperatively in efforts to minimize the impact of proposed or actual reductions in force. The Committee shall jointly develop procedures for an employment referral mechanism and further, shall develop job re-training initiatives to meet the purposes of this Article.

LABOR MANAGEMENT COMMITTEE. Parking is a proper subject for discussion at local Labor- Management Committee meetings. The location of new, addi- tional, or improved parking facilities; the number of parking spaces; security and lighting in the parking areas as well as similar subjects are proper agenda items for such meetings. The local Labor-Management Committee may make recom- mendations to the installation head concerning such subjects. (The preceding Article, Article 20, shall apply to City Carrier Assistant Employees.)

LABOR MANAGEMENT COMMITTEE. To ensure continued harmonious relations and to bring about a better understanding with regard to City policies and activities, a labor-management committee may be formed. This committee shall consist of three (3) members of the Union to be designated by the Union, and three (3) members for the City to be designated by the City.

LABOR MANAGEMENT COMMITTEE. Section 1

LABOR MANAGEMENT COMMITTEE. Section 1.

LABOR MANAGEMENT COMMITTEE. 8.01 There shall be a Labor-Management Committee consisting of up to three (3) Union representatives and up to three (3) Employer representatives. 8.02 The Committee shall meet at the request of either party or at least semi-annually, unless mutually waived, to discuss matters of mutual concern, excluding those issues subject to the Grievance Procedure or collective bargaining. 8.03 The committee shall have the authority to make recommendations to the Union and Employer.

LABOR MANAGEMENT COMMITTEE. A. There shall be a Labor Management Committee established to promote communications and cooperation between the Union and the County, to explore avenues to improve quality and efficiency and to seek objectives of mutual concern. Said Committee shall consist of members designated by the Union and of members designated by the County. Time off without loss of pay, as necessary, shall be granted to employees designated as Committee members for attendance at scheduled Labor Management Committee Meetings. Meetings under this Article shall be scheduled by mutual agreement of the County and the Union during normal working hours (Monday through Friday, 8:30 a. m. - 5:00 p.m.), unless otherwise agreed by the Committee. Employees shall not be compensated for off-duty attendance. B. The composition of the Labor Management Committee shall consist of up to three (3) employee members designated by the Union and three (3) members designated by the County including a representative of the Human Resources Division. The Union shall notify the County of the three (3) designated members for attendance of the Labor Management Committee. Additional Committee Members, Resource people and subject matter experts may attend Committee meetings upon the mutual agreement of the Union and the County. C. The Labor Management Committee is not an employee organization under Chapter 447, Florida Statutes. The Committee shall not serve in a representative capacity or as an extension of the collective bargaining process. However, the Committee is free to discuss any subject except any pending disciplinary actions, grievances or subjects of collective bargaining. D. The Committee may make recommendations, however, it shall have no independent authority to implement or amend policies, rules, procedures or practices. Before any recommendations can be made by the Committee, the Committee must reach a consensus and reduce the recommendation to writing. Written Committee recommendations shall be submitted to the Director of Human Resources who will be responsible for reviewing the recommendations with the appropriate County authority.

LABOR MANAGEMENT COMMITTEE. The Parties agree to form a Labor Management Committee which will meet regularly to discuss contractual and other issues.