Common use of LABOR MANAGEMENT COMMITTEE Clause in Contracts

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 COMMITTEE. Section 1. In order to facilitate communication between labor and management, A. There shall be a Labor Labor-Management Committee consisting of four (4) Union representatives assigned by the Department Head and/or his designated alternateUnion President and four (4) Employer representatives. This Committee shall meet at least quarterly to discuss all matters of mutual concern. However, upon the request of any four (4) members, 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 CommitteeCommittee may meet more often than quarterly. The Department Head four (4) members requesting to convene a meeting will designate management personnel provide the other members with as much advance notice as practicable. B. This Committee shall have the authority to make recommendations to the Union and the Fire Chief or designee. This Committee shall have no power to add to or amend any existing collective bargaining agreement between the parties or to discuss or adjust any pending grievance(s). The Employer and the Union shall select exchange agenda items one week in advance of each meeting. C. The parties are encouraged to form sub-committees to address matters requiring the input of persons with technical or specialized knowledge and/or experience. The Fire Chief and the Union President shall designate such sub-committees upon the request of the Labor- Management Committee. Such sub-committees shall consist of an equal number of Employer and 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 Such representatives shall be replaced on a staggered system (approximately three (3) year limit) depending upon the schedule agreed upon chosen by the Department Head Fire Chief and the Union President. The meeting schedules and charge of a given sub-committee shall be established jointly by the Fire Chief and the Union President. Each sub-committee shall make recommendations to the Labor-Management Committee regarding the matter(s) the sub- committee is charged to address. The Labor-Management Committee shall, in turn, review the recommendations of the sub-committees and, upon the consensus of the Committee, forward such recommendations to the Fire Chief and the Union President for consideration. 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 D. The Union representatives on the monthly Labor Labor-Management Committee meeting shall be considered to formulate the common areas of interest and to elect be on a spokesperson to present the items in writing to the Labor Management Committeedetail if working during these meetings. Payment for attending this meeting will be Hour-for-hour compensatory time or pay 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 employee's regular hourly rate shall be held at least once per calendar month. Additional credited to Union representatives who attend meetings may be scheduled by mutual agreement of the Committee and the Department Headon their day off. Section 7. A quorum shall consist of two (2) members from labor and two (2) members from management.

LABOR MANAGEMENT COMMITTEE. Section 1. In order to facilitate communication between labor and management, a Labor A Labor-Management Committee consisting shall be established for the term 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 Committeethis Agreement. The Department Head committee shall consist of four (4) members from each side, with each party appointing its members. The purpose of this committee shall be to meet and confer concerning problems of a general nature which may from time to time arise in the Sheriff’s Office and to make recommendations to the Sheriff concerning resolution of any such problems. The parties agree there shall be one committee which will designate management personnel and the Union shall select Union representatives. Members will serve at the pleasure be representative 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 both bargaining units represented by the Department Head and the Union PresidentPBA. The committee shall determine its rules of operation. Section 2. Each Team area will The Sheriff and the PBA agree that either party may request a meeting of the committee to discuss issues of concern with the other on an as-needed basis. The requesting party shall submit a written request specifying the issue or issues to be represented by a member of any rank addressed at the meeting and only those issues shall be addressed at the meeting. Committee meetings shall not be used for negotiation purposes or to serve as spokesperson for that area. They will meet at least one week prior discuss grievances subject to the monthly Labor Management Committee meeting to formulate grievance procedures detailed in the common areas Grievance Article of interest and to elect a spokesperson to present this Agreement. Meetings shall last no more than one hour unless mutually extended by 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 representingparties. Section 3. The Labor Management Committee may discuss any area of When the DepartmentPBA requests a meeting, with limitation only on those areas already under agreement between the City and the Union. The agenda will said request shall be based on the problem areas brought made to the attention of Labor Relations Director. When the Committee by the Team Representatives and on any area representative members of Labor Management feel need to Sheriff or his designee requests a meeting, said request shall 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 made to the monthly meetingPBA Executive Director or President, or another PBA officer or Sheriff’s Office PBA xxxxxxx. Section 4. Membership is subject to change through attrition Committee meetings shall be scheduled for a mutually agreed upon time and elected officeplace. PBA representatives shall be excused from work by their non-bargaining unit supervisor, howeveroperations permitting, and shall not suffer a one (1) week notice must loss of pay while attending a committee meeting if said meeting occurs during the representatives’ normal scheduled hours of work. However, attendance at a committee meeting occurring outside of a representative’s normal scheduled hours of work shall not be given to the Committee to afford the new member(s) voting privilegesconsidered time worked. Section 5. Realizing that communication is The Sheriff will appoint at least one employee and an alternate represented by one of the key element two PBA bargaining units to any employee committee formed to address any issue or benefit directly affecting the smooth operation employees of the bargaining unit. The selected PBA employee and alternate will be selected by the PBA and mutually agreed upon by both the PBA and the Sheriff. The PBA’s designated member and alternate shall be notified 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 meeting of the Committee and committee or subcommittee to which the Department Headmember is appointed. Section 7. A quorum shall consist of two (2) members from labor and two (2) members from management.

LABOR MANAGEMENT COMMITTEE. Section 1In the interests of sound labor relations, the Board of Education and Union agree that during the life of this Agreement, representatives of each shall meet at least bi-monthly, or as otherwise mutually agreed, for the purpose of discussing matters of mutual concern, including but not limited to matters of employee health, safety, evaluations, and training. In order addition, suggestions may be made to facilitate communication between Administration at LMC regarding professional development on District waiver days for bargaining unit members. Such meetings shall not be for the purpose of conducting collective bargaining or to process any pending grievances. If no agenda items are submitted the meeting may be cancelled. The Board of Education shall be represented at labor-management committee meetings by the Director of Business Operations, or his designee and up to five (5) additional administrators. The Union shall be represented by the OEA Labor Relations Consultant, the Union President or designee, and by up to four (4) additional employee representatives, as designated by the Union President. When needed to adequately discuss a particular matter, additional employees may attend a labor-management committee meeting upon the mutual agreement of the Superintendent, or his/her designee, and the Union President, or his/her designee. All participants of the labor management committee will be paid for up to one and management, a Labor one-half hours at each Labor-Management Committee consisting meeting, but no employee will lose pay for hours they would have normally been scheduled to work. The date, place and location of labor-management committee meetings will be determined by the Director of Business Operations, and the Union President during the month of September in each year of this Agreement. Meetings will be scheduled with a proper regard for the Board of Education's operational needs and will, to the extent possible, be scheduled during non-work time of the Department Head and/or his designated alternateemployees in attendance. Additionally, there shall be secretary to take notes and the Assistant Chief of Police and notes from said meeting shall be forwarded to the Union no later than two (2) Team Managers, weeks after the meeting. LMC training shall be held annually by FMCS. Training shall be held in August of each year. Training shall include individuals from both administration and three (3) representatives of the Lincoln Police Union, along with at least one (1) Team Representative, will make up the Labor Management CommitteeSEUSS. 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 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 organizationlabor-management committee, the Labor Management Committee parties shall provide each other with a detailed list of agenda items which each of them intends to raise at the meeting. Issues will xxxxxx an element of cooperation and unity of organizational members, be they labor limited to those which have not been resolved at a department or managementbuilding level. 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 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 an 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 COMMITTEE. Section ‌ 1. In order The parties agree to facilitate establish a labor-management committee for the purpose of fostering improved communication and promote safety in the workplace between labor the Food Services Department and management, a Labor Management Committee consisting the Union. It shall not be the purpose of the Department Head and/or his designated alternate, the Assistant Chief of Police and two (2) Team Managers, and this committee to expand upon or renegotiate matters covered under this Agreement or which are typically subjects for negotiation. The Union shall appoint three (3) representatives members to the committee and the Food Services Department shall be entitled to appoint an equal number of representatives. By mutual agreement, additional members may be appointed on a temporary basis to address specific safety concerns. 2. Responsibility for chairing the meeting shall alternate each meeting between the Union and management. 3. Meetings will be held as needed on the second Tuesday of the Lincoln Police Unionmonth in September, along with November, January, March, and May. The meetings shall be scheduled for up to sixty (60) minutes during normal work hours. The committee shall exchange agenda items at least one seven (7) days in advance of the meetings. The agenda shall include a brief description of each item to be discussed. Discussion of agenda items will be alternated. If there are no items to discuss, the meeting will be canceled. A Union Representative from the FANS unit will attend the APS Safety Committee meeting scheduled on the first Tuesday of each month. 4. Topics will be recorded as they are discussed. Any procedures or recommendations developing from these meetings will be communicated to the appropriate bargaining agent. One (1) Team Representative, designated member from each party will make up refine drafts of the minutes. 5. Each topic will be discussed fully and action reached before proceeding to another topic. Topics requiring further study may be tabled and will be placed on the following agenda for action. 6. Disputes regarding implementation of any safety issues presented at the Labor Management CommitteeCommittee will be presented to the Risk Management Department for resolution. The Department Head will designate management personnel and the Union Each work location 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 have a staggered system (approximately three (3) year limit) depending upon the schedule agreed upon by the Department Head and the Union PresidentFirst Aid kit. 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 37. The Labor Management Committee may discuss any area shall not have the power to alter or amend the provisions of this Agreement. 8. Urgent safety concerns will be referred to the Department, Food Services Executive Director and Risk Management for a resolution. 9. The USDA requires training for all school food service personnel. Issues with limitation only on those areas already under agreement and/or suggestions for new training shall be addressed during regularly scheduled problem solving meetings between the City District and the Union. The agenda Additional training will be based on the problem areas brought to the attention of the Committee provided as necessary by the Team Representatives Food 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 meetingNutrition trainer or designee. 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 COMMITTEE. Section 1A. Recognizing the Federal Hocking School District's long history and successful past practice of labor/management cooperation, an informal system of meeting, discussing and resolving issues which may arise from time to time between the parties may continue as long as it is advantageous to both sides. In order If, at any time, one party believes that this past practice is no longer working successfully, it is the parties' intent to facilitate communication between labor rely and managementrevert to the language contained in this section, a Labor Management Committee consisting of B through E, to more formally establish 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, labor/management committee. B. A labor/management committee will make up the Labor Management Committeebe established. The Department Head will designate management personnel and the Union committee 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 once during each nine (9) week prior grading period or, if mutually agreed upon, more or less frequently as needed. The committee shall consist of three Administrative representatives including the Superintendent and three Association representatives, including the Association President. Either group may invite up to two additional Administrative or Association representatives to attend at their discretion. C. The committee shall meet to discuss potential problems and promote a more harmonious working environment. Areas of discussion will include but not be limited to: state and federal mandates affecting the school; the administration of this agreement; notification to the monthly Labor Management Committee meeting to formulate Association of changes made by the common areas Administration that would affect the bargaining unit; dissemination of interest and to elect a spokesperson to present the items in writing general information to the Labor Management Committeeparties; discussion of ways to improve educational services; scheduling and holding of open house, and other concerns that affect buildings or groups of members. Payment for This is not a forum to address individual or contractual grievances. Representatives 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 Labor/Management Committee may discuss any area not change the negotiated agreement but may agree to make recommendations to their respective groups regarding issues arising during the meetings. D. The position of committee chair shall alternate between the Association's representatives and the Administration's representatives. An agenda will be prepared before each meeting and distributed to all members of the Department, with limitation only on those areas already under agreement between committee at least three days before the City and the Unionscheduled meeting. The agenda will may be based on the problem areas brought modified 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 meetingaddress issues that arise unexpectedly. 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 E. The Association President and the Department HeadSuperintendent shall meet during the first week of school to schedule a tentative number of meeting dates during the school year. The Committee is minimally required to meet four times during any school year. During the first meeting the Association President and Superintendent shall schedule FMCS training for the committee to attend. Section 7. A quorum shall consist of two (2) members from labor and two (2) members from management.

LABOR MANAGEMENT COMMITTEE. Section 1. In order to facilitate communication between labor and management, a Labor A Labor-Management Committee consisting shall be established which shall meet upon request of either party, but at least monthly, to discuss and resolve matters of mutual interest. The Labor- Management Committee shall develop ground rules for operation and shall have oversight and monitoring responsibility for any task force authorized by this Article. The Labor- Management Committee shall be composed of five (5) members appointed by the Department Head and/or his designated alternateUnion and five (5) members appointed by the University. With advance notification and by mutual agreement, additional personnel may be invited to the Assistant Chief of Police and two committee meeting if their input is germane to the agenda. The requesting party shall submit an agenda to the other party upon requesting a meeting no less than ten (210) Team Managers, and working days prior to the scheduled meeting. The receiving party shall add any agenda items no less than three (3) representatives of working days prior to the Lincoln Police Union, along with at least one (1) Team Representative, will make up scheduled meeting and submit any additions to the Labor agenda to the requesting party. Decisions made by the Labor- Management Committee. The Department Head will designate management personnel , task forces and the Union standing committees 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 made by the Department Head and the Union Presidentconsensus. Section 2. Each Team area will Specific grievances are not a proper subject for discussion in Labor-Management meetings; the resolution of problems giving rise to grievances shall be represented a proper subject. Specific matters which shall be considered 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 Labor-Management Committee meeting include, but are not limited to: health and safety, classifications, career paths, training and development, benefits, dependent care, employee participation and high departmental turnover issues. The Committee shall have no authority to formulate modify in any way the common areas terms 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 representingAgreement. Section 3. The Labor Labor-Management Committee may discuss any area shall oversee the standing committee for Classification Appeals. This committee shall meet as needed, upon the request of either party. The standing committee shall have responsibilities as delineated in Article 14, Section 4. The Labor-Management Committee has the authority to create ad hoc task forces and to appoint members to address matters of interest to both parties. The size of each task force will be determined by the Labor- Management Committee. Union appointments to ad hoc task forces shall be made by the Union; management appointments shall be made by the Director of Labor Relations. All Labor-Management Committee task forces and standing committees shall submit a written report to the Labor-Management Committee at least quarterly which shall detail the activities of the Departmenttask force and standing committee as well as the number of hours spent by the members on the issue. The Labor-Management Committee shall have the authority to disband a task force. All committee and task force meetings, to the extent possible, will be scheduled during normal working hours. Employees shall be provided with limitation only on those areas already under agreement between the City reasonable release time to attend committee and task force meetings. Appointments to and the Union. The agenda will be based on the problem areas brought to the attention work of the Committee by Labor-Management Committee, task forces and standing committees shall not interfere with the Team Representatives and on operational needs of 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 meetingdepartment. Section 4. Membership is subject to change through attrition and elected office, however, a one (1) week notice must be given Task forces shall make written recommendations to the Labor- Management Committee to afford regarding a specific labor-management issue within a specified time period established by the new member(s) voting privileges. Section 5Labor- Management Committee. Realizing that communication is After the key element to expiration of this time period the smooth operation Task Force will be disbanded unless extended by the Labor-Management Committee. Upon receipt of any organizationrecommendations and/or information from a task force or standing committee, the Labor Management Committee will xxxxxx an element shall review the information and/or report and determine the proper course of cooperation action. Neither party has the obligation to accept the recommendations of a task force or standing committee. Nothing in this Article is intended to add to or subtract from the parties’ rights and unity of organizational members, be they labor or managementobligations under ORC 4117. 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 COMMITTEE. Section 1. In order to facilitate communication between labor and management, a Labor 10.01 The Labor-Management Committee consisting (LMC) shall consist 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 not more than three (3) year limitround members appointed by each party. Additionally, there may be one (1) depending upon year round alternate designated by and on behalf of each party. Alternate members may attend all meetings but may not act as Committee member except when replacing a standing member. By mutual agreement, the schedule agreed upon Committee may invite other individuals (e.g., subject matter experts) to attend and participate in Committee meetings. Each party may authorize not more than two (2) observers for any Committee meeting, provided that such observers are subject to compliance with all terms of this Article. The Committee may also agree to exclude observers at any time. Meetings will be co- chaired alternately by a WSDOT Ferries Division designee and a union representative who shall be designated by the Department Head and the Union President. Section 2President of FASPAA. Each Team area will A recording secretary may be represented by a member provided for purposes of any rank to serve as spokesperson for that area. They will meet at least one week prior to the monthly Labor Management preparing minutes of 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 Departmentmeetings, 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 but no verbatim recordings of the Committee by the Team Representatives and on any area representative members of Labor Management feel need meetings may be made. 10.02 Unless otherwise mutually agreed, each party may submit no more than three (3) issues to be discussed. Topics for discussion will be posted placed on the Union bulletin board agenda for each meeting. Unless waived by mutual agreement, agenda items are to be submitted to the Chair at least three (3) working days before the next scheduled meeting. The Chair will compile a complete agenda to be prepared and disseminated available to Labor Management Committee all members at least one (1) work day prior to each meeting. The agenda will include a brief description of each item to be discussed. Topics not on the agenda will not normally be discussed, but may be placed on the following meeting’s agenda. Emergency items may be added to the agenda by mutual consent. Discussion of agenda items will be alternated. Topics of each meeting will be recorded as they are discussed. Committee recommendations on any subject may be adopted by affirmative vote, upon the motion of any Committee member. Motions to adopt recommendations must include the verbatim text of the recommendation under consideration. 10.03 The Employer will be responsible for paying wages of participating FASPAA members on the LMC. Employees will be paid at the straight-time rate of pay while in attendance at the LMC if the LMC meets on an employee’s work day. Employees will be provided reasonable prep time and travel time to and from LMC meetings as determined by the Employer. If the LMC meeting is scheduled to be convened on an employee’s regularly scheduled day off, the employee shall have the option of either attending the LMC meeting on their own time or to reschedule their day off within the same week the LMC meeting is convened. The specific scheduled day off shall be mutually agreed to by the employee and the employee’s supervisor. If the employee requests to reschedule their day off, said request shall be made not less than ten (10) calendar days prior to the monthly meetingLMC meeting date. If the request is made less than ten (10) calendar days in advance, the request may be denied by the employee’s supervisor. The Committee shall meet at reasonable times and places as mutually agreed, but shall make every effort to meet not less than once every three (3) months. Meetings will be limited to no more than four (4) hours in duration, unless otherwise agreed. Meetings will be held in state facilities or in other mutually agreed upon facilities which may be available at no cost to the parties. Every attempt will be made to adhere to the meeting schedule, realizing that some flexibility is necessary. The Committee shall have no power to contravene any provision of the CBA to enter into any agreements binding the parties, or to resolve issues or disputes surrounding the implementation or interpretation of the CBA. Matters requiring contract modification shall not be implemented until a written agreement has been executed. The Committee shall forward written recommendations on modifications to the CBA to the FASPAA President and the WSDOT Ferries Division Director. Recommendations made by the Committee will be considered during contract negotiations. Section 410.04 It is recognized that none of the recommendations resulting from committee meetings, regardless of subject, are binding. Membership is No specific grievances shall be discussed and no bargaining shall take place. However, topics that could lead to grievances, or which have been the subject of past grievances, may be discussed. The Chair shall recognize a motion from either party to change through attrition table a topic for further study. Each topic on an agenda will be fully discussed and elected office, however, a one (1) week notice must action reached before proceeding to another topic. Topics requiring further study may be given to the Committee to afford the new member(s) voting privileges. Section 5tabled. Realizing that communication is the key element to the smooth operation of any organizationWhere mutually satisfactory decisions on recommendations are not reached, the Labor Management Committee will xxxxxx an element of cooperation and unity of organizational members, be they labor or management. Section 6. Meetings topic shall be held at least once per calendar month. Additional meetings may be scheduled by mutual agreement of cancelled, thereby reverting to its proper place in the Committee and the Department Headparties’ other labor- management relations (e.g., grievance procedures, negotiations, etc. Section 7. A quorum shall consist of two (2) members from labor and two (2) members from management).

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 their 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 COMMITTEE. Section 1. In order to facilitate communication between labor and management, There will be a Labor Management Committee consisting Committee, whose purpose is to provide a forum for the discussion of issues and concerns within the Police Services Division. This committee will be composed of the Department Head and/or his Association President, or his/her designated alternaterepresentative, the Assistant Chief of Police and two (2) Team Managers, and three (3) representatives persons to be designated by the President in consultation with the Association Board of Directors, the Director of the Lincoln Police UnionServices Division, along with at least or his/her designated representative; three (3) persons to be designated by the Director of the Police Services Division. Three (3) of the Association members will be maintained on the Police Services Division payroll under the jurisdiction of the Deputy Chief of Administration. It is understood that problems that may arise after regular working hours will be construed as Association activities and not be subject to any overtime provisions. Association Members of this committee will be scheduled to address each Bargaining Unit and Reserve Officer In-Service Training Class for one (1) Team Representativehour, and each Recruit Class for two hours. Material presented by such Association members will make up be mutually agreed upon by the entire Labor-Management Committee and will be submitted in writing in general outline format to the Commanding Officer of the Training Academy. Upon written request by either the President of the Memphis Police Association or the Director of Police Services, subcommittees will be formed to address specific issues which may arise during the term of this agreement. All such requests must be approved by the Labor Management Committee. The Department Head will designate management personnel Once approved, the President of the Association and the Union shall select Union representativesDirector of Police Services will have thirty (30) days to respond with their appointments. Members Subcommittees will serve at be limited in size to a maximum of three persons each for 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 Association and the Union President. Section 2City, and the number of representatives must be the same for each. Each Team area Subcommittees will be represented by provided a member maximum of six (6) months to accomplish 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 Departmenttask assigned, 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, after which the Labor Management Committee will xxxxxx an element be provided a maximum 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 two months to review the findings of the Committee subcommittee and make a recommendation to the Department HeadDirector of Police Services. The Director of Police Services reserves the right to modify recommendations of the Labor Management Committee. Section 7. A quorum shall consist of two (2) members from labor and two (2) members from management.

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 an 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 COMMITTEE. Section 1. In order to facilitate communication between labor and management, There shall be 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 following employee-management representatives: three (3) representatives of the Lincoln Police Unionbargaining unit, along with at least one (1) Team Representative, the Administrative Services Director and two other management members as designated by the City Manager. The Union will make up provide the City the names of bargaining unit members on the Labor Management Committee. The Department Head , in writing, and will designate management personnel and notify the City, in writing, of any changes to 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 Presidentrepresentation. Section 2. Each Team area will Meetings of this committee shall be represented held when deemed necessary by a member of any rank the City and the Union and shall be scheduled upon ten (10) days’ notice, or sooner if mutually agreed. No more than one meeting per month shall be held unless mutually agreed 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 City is responsible for scheduling the problem areas brought to the attention time and place of the meetings. Committee by members will jointly develop the Team Representatives and on any area representative members agenda in advance of Labor Management feel need to be discussedthe meeting. Topics for discussion will be posted on the Union bulletin board and disseminated to When meetings take place during a Labor Management Committee member’s regularly scheduled shift, he or she shall be compensated at their regular rate of pay for that portion of the meeting that took place during the employee’s regularly scheduled shift. Employees shall not receive overtime or other compensation for participating in Labor Management Committee meetings beyond the scheduled work shift or on their day off. Union members at least one (1) week prior will be released by their Department Directors for the Labor Management Committee meetings, unless, operational needs dictate that the employee cannot be released for a particular date and time a meeting is scheduled. Section 3. The functions of the Labor-Management committee shall be to discuss general matters pertaining to employee/management relations and changes in working conditions. The Committee shall not engage in collective bargaining or the resolution of grievances, except to the monthly meetingextent the Labor Management Committee is considering proposed changes in those sections of the City’s Personnel Policies and Procedures pursuant to Article 6 of this Agreement. Bargaining unit members participating in labor management committee meetings shall not be compensated. Section 4. Membership is subject The City and the Union may mutually agree to change through attrition and elected office, however, a one (1) week notice must be given establish special committees to address issues not within 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 realm of the Committee and Labor- Management committee. Such special committees, if established, shall likewise not engage in collective bargaining or the Department Headresolution of grievances. Section 7. A quorum shall consist of two (2) members from labor and two (2) members from management.

LABOR MANAGEMENT COMMITTEE. Section 1. In order to facilitate communication between labor the parties and managementto promote cooperative employer-employee relations, the Employer and AFSCME agree to form a Labor joint Labor/Management Committee consisting which shall meet as necessary to discuss matters of mutual concern. Section 2. The Committee shall be composed of three (3) members appointed by the Department Head and/or his designated alternate, the Assistant Chief of Police and two (2) Team Managers, Union and three (3) representatives members appointed by the Director of the Lincoln Police UnionAgency. A quorum will be two (2) members from each side. Normally, along with no more than two (2) members from Labor and Management will be present at least one (1) Team Representative, will make up a meeting unless 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 parties agreed to have all three (3) year limit) depending upon the schedule agreed upon by ). Representatives from the Department Head and of Administrative Services, Labor Relations Unit, the Union President. Section 2. Each Team area will Union, or other individuals may be represented by a member of any rank to serve invited, who may provide information or act 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 representingadvisors. Section 3. The Labor Labor/Management Committee may discuss any area of the Department, with limitation only on those areas already under agreement between the City and the Unionshall meet as necessary. 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 Labor/Management Committee agendas shall be prepared in advance. Items for inclusion on an agenda shall be provided to all members at least five (5) working days in advance of the scheduled meeting. The parties shall attempt to compile a mutually agreeable agenda which will include notice of invited guests. However, if this is not possible, each party may propose up to three (3) items for inclusion on the agenda, one (1) week prior of which is subject to veto by the monthly meetingother party. Vetoed items may be discussed by the Committee and if the Committee agrees, be restored to a future agenda. Labor/Management meetings shall be conducted in good faith. The parties shall alternate responsibility for chairing the meetings; the chair shall be responsible for preparation and distribution of meeting minutes and agendas. Decision making shall be by consensus. Section 4. Membership The Labor/Management Committee is subject empowered to change through attrition make joint recommendations on issues that are brought before it. Such recommendations approved by the Committee shall be presented to the Director for response and/or action. The Director's response shall be in writing and elected office, however, a one (1) week notice must shall be given submitted to the Committee and all concerned parties. The Committee is also empowered to afford resolve questions concerning contract administration where there is no active grievance. The Labor/Management Committee is not empowered to contravene any provision of the new member(s) voting privilegesAgreement, enter into any letter of agreement, negotiate, or resolve an active grievance concerning the interpretation or application of any provision of this Agreement. No discussion or review of any matter by the Labor/Management Committee shall forfeit or affect the time frames of the Grievance Procedure Article of this Contract. Section 5. Realizing that communication is At the key element to the smooth operation conclusion of any organizationeach calendar year, the Labor parties shall discuss the Labor/Management Committee will xxxxxx an element concept and shall determine whether to continue, modify or terminate it. Labor/Management training offered by the Employer shall be provided to no more than three (3) Department of cooperation Land Conservation and unity of organizational members, be they labor or managementDevelopment Union Representatives at no cost. Section 6. Meetings In recognition of the Agency's ongoing need to maintain the skill and knowledge level of its employees, and AFSCME's commitment to the promotion of careers in public service, the Agency and Union agree that the Labor/Management Committee will address educational issues and shall be held responsible for activities aimed at least once per calendar month. Additional meetings may be scheduled by mutual agreement promoting the common goals of the Committee parties in the area of staff development and the Department Headeducation. Section 7. A quorum shall consist of two (2) members from labor and two (2) members from management.

LABOR MANAGEMENT COMMITTEE. Section 1. In order to facilitate communication between labor and management, a Labor A Labor-Management Committee consisting shall be established which shall meet upon request of either party, but at least monthly, to discuss and resolve matters of mutual interest. The Labor- Management Committee shall develop ground rules for operation and shall have oversight and monitoring responsibility for any task force authorized by this Article. The Labor-Management Committee shall be composed of five (5) members appointed by the Department Head and/or his designated alternateUnion and five (5) members appointed by the University. With advance notification and by mutual agreement, additional personnel may be invited to the Assistant Chief of Police and two committee meeting if their input is germane to the agenda. The requesting party shall submit an agenda to the other party upon requesting a meeting no less than ten (210) Team Managers, and working days prior to the scheduled meeting. The receiving party shall add any agenda items no less than three (3) representatives of working days prior to the Lincoln Police Union, along with at least one (1) Team Representative, will make up scheduled meeting and submit any additions to the Labor agenda to the requesting party. Decisions made by the Labor- Management Committee. The Department Head will designate management personnel , task forces and the Union standing committees 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 made by the Department Head and the Union Presidentconsensus. Section 2. Each Team area will Specific grievances are not a proper subject for discussion in Labor-Management meetings; the resolution of problems giving rise to grievances shall be represented a proper subject. Specific matters which shall be considered 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 Labor-Management Committee meeting include, but are not limited to: health and safety, classifications, career paths, training and development, benefits, dependent care, employee participation and high departmental turnover issues. The Committee shall have no authority to formulate modify in any way the common areas terms 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 representingAgreement. Section 3. The Labor Labor-Management Committee may discuss any area shall oversee the standing committee for Classification Appeals. This committee shall meet as needed, upon the request of either party. The standing committee shall have responsibilities as delineated in Article 14, Section 4. The Labor-Management Committee has the authority to create ad hoc task forces and to appoint members to address matters of interest to both parties. The size of each task force will be determined by the Labor- Management Committee. Union appointments to ad hoc task forces shall be made by the Union; management appointments shall be made by the Director of Labor Relations. All Labor-Management Committee task forces and standing committees shall submit a written report to the Labor-Management Committee at least quarterly which shall detail the activities of the Departmenttask force and standing committee as well as the number of hours spent by the members on the issue. The Labor-Management Committee shall have the authority to disband a task force. All committee and task force meetings, to the extent possible, will be scheduled during normal working hours. Employees shall be provided with limitation only on those areas already under agreement between the City reasonable release time to attend committee and task force meetings. Appointments to and the Union. The agenda will be based on the problem areas brought to the attention work of the Committee by Labor-Management Committee, task forces and standing committees shall not interfere with the Team Representatives and on operational needs of 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 meetingdepartment. Section 4. Membership is subject to change through attrition and elected office, however, a one (1) week notice must be given Task forces shall make written recommendations to the Labor-Management Committee to afford regarding a specific labor-management issue within a specified time period established by the new member(s) voting privileges. Section 5Labor- Management Committee. Realizing that communication is After the key element to expiration of this time period the smooth operation Task Force will be disbanded unless extended by the Labor-Management Committee. Upon receipt of any organizationrecommendations and/or information from a task force or standing committee, the Labor Management Committee will xxxxxx an element shall review the information and/or report and determine the proper course of cooperation action. Neither party has the obligation to accept the recommendations of a task force or standing committee. Nothing in this Article is intended to add to or subtract from the parties’ rights and unity of organizational members, be they labor or managementobligations under ORC 4117. 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 COMMITTEE. Section 1The parties hereby establish a Joint Committee which shall meet every other month commencing November 2014, discuss and consider action concerning professional practice issues identified by the Hospital and/or CIR. In order Additional meetings may be scheduled if agreed to facilitate communication between labor and management, a Labor Management by the Co- chairpersons. The Joint Committee consisting shall be composed of the Department Head and/or his designated alternate, the Assistant Chief of Police and two three (23) Team Managers, House Staff Offices by CIR who are covered by this agreement and three (3) representatives of the Lincoln Police UnionHospital appointed by the Director of Medical Education. The members of the Committee may vary depending on the issues identified. There shall be designated Co-Chairpersons of the Committee, along with at least one (designated by CIR and one designated by the Hospital, who shall alternate the Chair of the Committee. These designations may be changed by the appropriate party from time to time. The Co-Chairpersons shall confer in advance of each committee meeting to establish an agenda for the meeting. The Co-Chairpersons shall alternate responsibility for drafting the minutes, which shall be subject to the Committee's approval. Notice of the meetings will be sent by the Co-Chair selected by the Hospital. The members appointed by CIR shall be excused from their clinical duties for the purpose of attending Joint Committee meetings, provided that a maximum of one employee per service may be so excused. These meetings will not be grievance meetings or collective bargaining meetings. The responsibilities of the Committee shall be advisory only. Objectives of the Joint Committee shall be: 1) Team Representative. to consider constructively the professional practice of house staff; 2. to work constructively for the improvement of patient care; 3. to recommend to the Hospital ways and means to improve patient care; 4. to make recommendations to the Hospital where, in the opinion of the Committee, house staff responsibilities should be adjusted; 5. to consider constructively the improvement of safety and health conditions which may be hazardous. 6. Prior to March 1st of each year, CIR shall present a list of needed medical equipment and/or patient outreach supplies for the Joint Committee Review. The Joint Committee will make up recommendations to the Labor Management Hospital's Capital Equipment Committee. Time will be allotted at a meeting of the Capital Equipment Committee for a presentation of the recommended list of needed equipment by the CIR representatives on the Joint Committee. The Department Head Capital Equipment Committee will designate management personnel and address every item on the Union shall select Union list presented by the CIR representatives. Members will serve at In the pleasure event the Capital Equipment Committee declines to purchase any 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 officelist, 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 Headobligated to articulate a good faith reason as to why that decision was made. Section 7. A quorum shall consist of two (2) members from labor and two (2) members from management.

LABOR MANAGEMENT COMMITTEE. Section 1. In order to facilitate communication between labor and management, There shall be 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 following employee-management representatives: three (3) representatives of the Lincoln Police Unionbargaining unit, along with at least one (1) Team Representative, the Administrative Services Director and two other management members as designated by the City Manager. The Union will make up provide the City the names of bargaining unit members on the Labor Management Committee. The Department Head , in writing, and will designate management personnel and notify the City, in writing, of any changes to 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 Presidentrepresentation. Section 2. Each Team area will Meetings of this committee shall be represented held when deemed necessary by a member of any rank the City and the Union and shall be scheduled upon ten (10) days notice, or sooner if mutually agreed. No more than one meeting per month shall be held unless mutually agreed 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 City is responsible for scheduling the problem areas brought to the attention time and place of the meetings. Committee by members will jointly develop the Team Representatives and on any area representative members agenda in advance of Labor Management feel need to be discussedthe meeting. Topics for discussion will be posted on the Union bulletin board and disseminated to When meetings take place during a Labor Management Committee member’s regularly scheduled shift, he or she shall be compensated at their regular rate of pay for that portion of the meeting that took place during the employee’s regularly scheduled shift. Employees shall not receive overtime or other compensation for participating in Labor Management Committee meetings beyond the scheduled work shift or on their day off. Union members at least one (1) week prior will be released by their Department Directors for the Labor Management Committee meetings, unless, operational needs dictate that the employee cannot be released for a particular date and time a meeting is scheduled. Section 3. The sole function of the Labor-Management committee shall be to discuss general matters pertaining to employee/management relations. The Committee shall not engage in collective bargaining or the resolution of grievances, except to the monthly meetingextent the Labor Management Committee is considering proposed changes in those sections of the City’s Personnel Policies and Procedures pursuant to Article 6 of this Agreement. Bargaining unit members participating in labor management committee meetings shall not be compensated. Section 4. Membership is subject The City and the Union may mutually agree to change through attrition and elected office, however, a one (1) week notice must be given establish special committees to address issues not within 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 realm of the Committee and Labor-Management committee. Such special committees, if established, shall likewise not engage in collective bargaining or the Department Headresolution of grievances. Section 7. A quorum shall consist of two (2) members from labor and two (2) members from management.

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 Parry Center for Children and the Union shall select Union representatives. Members agree to create a Joint Labor- Management Committee which will serve at be charged with the pleasure responsibility 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.working toward Section 2. Each Team area The Labor-Management Committee shall meet on a quarterly basis, or more frequently, depending on mutually agreed need. All Committee meetings will be represented by a member of any rank subject to serve as spokesperson for that area. They will meet at least one week agenda limitations and shall require all agenda items to be presented in writing to all Committee members no less than seven (7) calendar days prior to the monthly Labor Management scheduled meeting. No Committee meeting to formulate shall adjourn without establishing 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 next 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 representingdate. Section 3. The Labor Management parties to this Agreement agree to designate Committee may discuss any area Co-Chairpersons, one from the Union (to be selected by the Union) and one from management (to be selected by management). Both the Union and management have the right to appoint up to two (2) additional members of the Department, with limitation only on those areas already under agreement between the City and the Unioncommittee. The agenda Union appointees will be based on selected by the problem areas brought Union and management appointees will be selected by management. Bargaining unit employees at the Parry Center shall receive their normal straight-time rate of pay to attend these meetings, to a maximum of twenty-four (24) hours per month for all bargaining unit participants for any month in which a mutually-agreed meeting is held. Each party shall have the option of additional temporary appointees; subject to the attention needs of the Committee by the Team Representatives and on any area representative members of Labor Management feel need to be discussed. Topics for discussion agenda, however, their time will be posted on calculated into the Union bulletin board and disseminated to Labor Management maximum of twenty-four (24) hours for the month, for any month in which a mutually- agreed meeting is held. Committee members at least one (1) week prior appointments shall be communicated in writing to the monthly meetingrespective chair persons. Section 4. Membership is subject The Labor-Management Committee shall have no authority to change through attrition any of the provisions of this Agreement. The Committee shall have the authority to submit suggested Memoranda of Agreement for approval and elected office, however, a one (1) week notice must be given to implementation by the Committee to afford Union and the new member(s) voting privilegesEmployer. Section 5. Realizing that communication is the key element The Labor-Management Committee shall provide mutually agreed joint communications to the smooth operation of any organization, Bargaining Unit and to management regarding 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 work activities of the Committee and Committee. Such agreement does not preclude either the Department HeadUnion or the Employer from making comments regarding those joint communications. Section 7. A quorum shall consist of two (2) members from labor and two (2) members from management.

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 Parry Center for Children and the Union shall select Union representativesagree to create a Joint Labor- Management Committee which will be charged with the responsibility of working toward mutually beneficial solutions to current workplace issues and for effective, timely, two-way communication and respectful working relationships. Members The Committee’s primary goal is to address operational concerns and develop suggestions which would be expected to lead to better care of clients, career opportunities for bargaining unit employees, and for better operation of the Center. It will serve be the goal of the committee to reach a consensus on recommendations for action which will be submitted to the management team. Report on the status of these recommendations will be provided in writing or orally 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 Presidentnext committee meeting. Section 2. Each Team area The Labor-Management Committee shall meet on a quarterly basis, or more frequently, depending on mutually agreed need. All Committee meetings will be represented by a member of any rank subject to serve as spokesperson for that area. They will meet at least one week agenda limitations and shall require all agenda items to be presented in writing to all Committee members no less than seven (7) calendar days prior to the monthly Labor Management scheduled meeting. No Committee meeting to formulate shall adjourn without establishing 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 next 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 representingdate. Section 3. The Labor Management parties to this Agreement agree to designate Committee may discuss any area Co-Chairpersons, one from the Union (to be selected by the Union) and one from management (to be selected by management). Both the Union and management have the right to appoint up to two (2) additional members of the Department, with limitation only on those areas already under agreement between the City and the Unioncommittee. The agenda Union appointees will be based on selected by the problem areas brought Union and management appointees will be selected by management. Bargaining unit employees at the Parry Center shall receive their normal straight-time rate of pay to attend these meetings, to a maximum of twenty-four (24) hours per month for all bargaining unit participants for any month in which a mutually-agreed meeting is held. Each party shall have the option of additional temporary appointees; subject to the attention needs of the Committee by the Team Representatives and on any area representative members of Labor Management feel need to be discussed. Topics for discussion agenda, however, their time will be posted on calculated into the Union bulletin board and disseminated maximum of twenty-four (24) hours for the month, for any month in which a mutually- agreed meeting is held. Committee appointments shall be communicated in writing to Labor Management Committee members at least one (1) week prior to the monthly meeting.the Section 4. Membership is subject The Labor-Management Committee shall have no authority to change through attrition any of the provisions of this Agreement. The Committee shall have the authority to submit suggested Memoranda of Agreement for approval and elected office, however, a one (1) week notice must be given to implementation by the Committee to afford Union and the new member(s) voting privilegesEmployer. Section 5. Realizing that communication is the key element The Labor-Management Committee shall provide mutually agreed joint communications to the smooth operation Bargaining Unit and to management regarding the work activities of any organization, the Labor Management Committee will xxxxxx an element of cooperation and unity of organizational members, be they labor Committee. Such agreement does not preclude either the Union or managementthe Employer from making comments regarding those joint communications. Section 6. Meetings shall be held at least once per calendar month. Additional The parties agree to provide copies of minutes from Labor-Management Committee meetings may be scheduled by mutual agreement to the Board of the Committee and the Department HeadDirectors. Section 7. A quorum shall consist of two (2) members from labor and two (2) members from management.

LABOR MANAGEMENT COMMITTEE. Section 124.1. In order The Employer and the Union commit to facilitate meet and otherwise discuss issues on a regular basis, recognizing that open communication between labor is key to maintaining effective and managementcooperative working relationships, a Labor addressing issues and resolving problems pro-actively, and enhancing service to customers. Meetings of the Labor-Management Committee consisting will be scheduled at the request of either party (Union or the Department Head and/or his Employer) to discuss issues or problems of concern to the parties. Section 24.2. The Labor-Management Committee is to consist of no more than five (5) designated alternatecommittee members and a staff representative from the Union, and no more than five (5) representatives appointed by the Employer. Section 24.3. Prior to any requested meeting, the Assistant Chief of Police and two (2) Team Managersparty requesting the meeting shall submit a proposed agenda to the other party, 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 notify the pleasure Employer of the Department Head bargaining- unit Employees to attend, not to exceed five (5) Employees. The other party may also submit agenda items to be considered. The parties shall consider, in alternate order, the consecutively placed items from each list. The parties will endeavor to share issues in advance to ensure that needed persons are in attendance but may raise any issues 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 Presidentconcerns of interest for discussion. Section 224.4. Each Team area The Employer agrees that the Division Director Program Eligibility and the supervisors will review the caseload assignments for Employees, with a goal of keeping caseloads manageable and achieving balance and equity among Employees and among units. As part of this process, the Employer will evaluate the need to redistribute caseloads among units based on staffing shortages, including long-term absences relating to sick leave or disabilities, as well as issues of overall caseload size and the adequacy of staffing. If the Division Director concludes in any review of caseloads under this process that overall caseloads are at a level not conducive to quality work, he or she will recommend to the Assistant Director an action plan to address the problem. That plan will be represented by shared with the Union, which may request a member of any rank to serve as spokesperson for that area. They will meet at least one week prior to the monthly Labor Labor- Management Committee meeting to formulate the common areas of interest and to elect share its views. Management will give a spokesperson to present the items in writing written response to the Labor Union following this consultation. Nothing in this Section is intended to affect or impair the Employer’s right to assign work under Article 4 or elsewhere in this Agreement. Any issues relating to the application of this Section will be raised in 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 COMMITTEE. Section 1. In order The parties agree to facilitate establish a labor-management committee for the purpose of fostering improved communication and promote safety in the workplace between labor the Food Services Department and management, a Labor Management Committee consisting the Union. It shall not be the purpose of the Department Head and/or his designated alternate, the Assistant Chief of Police and two (2) Team Managers, and this committee to expand upon or renegotiate matters covered under this Agreement or which are typically subjects for negotiation. The Union shall appoint three (3) representatives members to the committee and the Food Services Department shall be entitled to appoint an equal number of representatives. By mutual agreement, additional members may be appointed on a temporary basis to address specific safety concerns. 2. Responsibility for chairing the meeting shall alternate each meeting between the Union and management. 3. Meetings will be held as needed on the second Tuesday of the Lincoln Police Unionmonth in September, along with November, January, March, and May. The meetings shall be scheduled for up to sixty (60) minutes during normal work hours. The committee shall exchange agenda items at least one seven (17) Team Representative, will make up days in advance of the Labor Management Committeemeetings. The Department Head will designate management personnel and the Union agenda shall select Union representativesinclude a brief description of each item to be discussed. Members will serve at the pleasure Discussion 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 agenda items will be represented by a member of any rank alternated. If there are no items to serve as spokesperson for that area. They will meet at least one week prior to discuss, 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 canceled. A Union Representative from the FANS unit will attend the APS Safety Committee meeting scheduled on the first Tuesday of each month. 4. Topics will be recorded as they are discussed. Any procedures or recommendations developing from these meetings will be communicated to the appropriate bargaining agent. One designated member from each party will refine drafts of the minutes. 5. Each topic will be discussed fully and action reached before proceeding to another topic. Topics requiring further study may be tabled and will be placed on the following agenda for action. 6. Disputes regarding implementation of any safety issues presented at the discretion of the Department Head. Spokesperson LMC will be chosen on presented to the Risk Management Department for resolution. Each work location shall have a rotating basis. Team representatives will be picked by a vote of the Team members that they are representingFirst Aid kit. Section 37. The Labor Management Committee may discuss any area shall not have the power to alter or amend the provisions of this Agreement. 8. Urgent safety concerns will be referred to the Department, Food Services Executive Director and Risk Management for a resolution. 9. The USDA requires training for all school food service personnel. Issues with limitation only on those areas already under agreement and/or suggestions for new training shall be addressed during regularly scheduled problem solving meetings between the City District and the Union. The agenda Additional training will be based on the problem areas brought to the attention of the Committee provided as necessary by the Team Representatives Food 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 meetingNutrition trainer or designee. 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 COMMITTEE. ‌ Section 1. In order to facilitate communication between labor the parties and managementto promote cooperative employer-employee relations, the Employer and AFSCME agree to form a Labor joint Labor/Management Committee consisting which shall meet as necessary to discuss matters of mutual concern. Section 2. The Committee shall be composed of three (3) members appointed by the Department Head and/or his designated alternate, the Assistant Chief of Police and two (2) Team Managers, Union and three (3) representatives members appointed by the Director of the Lincoln Police UnionAgency. A quorum will be two (2) members from each side. Normally, along with no more than two (2) members from Labor and Management will be present at least one (1) Team Representative, will make up a meeting unless 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 parties agreed to have all three (3) year limit) depending upon the schedule agreed upon by ). Representatives from the Department Head and of Administrative Services, Labor Relations Unit, the Union President. Section 2. Each Team area will Union, or other individuals may be represented by a member of any rank to serve invited, who may provide information or act 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 representingadvisors. Section 3. The Labor Labor/Management Committee may discuss any area of the Department, with limitation only on those areas already under agreement between the City and the Unionshall meet as necessary. 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 Labor/Management Committee agendas shall be prepared in advance. Items for inclusion on an agenda shall be provided to all members at least five (5) working days in advance of the scheduled meeting. The parties shall attempt to compile a mutually agreeable agenda which will include notice of invited guests. However, if this is not possible, each party may propose up to three items for inclusion on the agenda, one (1) week prior of which is subject to veto by the monthly meetingother party. Vetoed items may be discussed by the Committee and if the Committee agrees, be restored to a future agenda. Labor/Management meetings shall be conducted in good faith. The parties shall alternate responsibility for chairing the meetings; the chair shall be responsible for preparation and distribution of meeting minutes and agendas. Decision-making shall be by consensus. Section 4. Membership The Labor/Management Committee is subject empowered to change through attrition make joint recommendations on issues that are brought before it. Such recommendations approved by the Committee shall be presented to the Director for response and/or action. The Director's response shall be in writing and elected office, however, a one (1) week notice must shall be given submitted to the Committee and all concerned parties. The Committee is also empowered to afford resolve questions concerning contract administration where there is no active grievance. The Labor/Management Committee is not empowered to contravene any provision of the new member(s) voting privilegesAgreement, enter into any letter of agreement, negotiate, or resolve an active grievance concerning the interpretation or application of any provision of this Agreement. No discussion or review of any matter by the Labor/Management Committee shall forfeit or affect the time frames of the Grievance Procedure Article of this Contract. Section 5. Realizing that communication is At the key element to the smooth operation conclusion of any organizationeach calendar year, the Labor parties shall discuss the Labor/Management Committee will xxxxxx an element concept and shall determine whether to continue, modify or terminate it. Labor/Management training offered by the Employer shall be provided to no more than three (3) Department of cooperation Land Conservation and unity of organizational members, be they labor or managementDevelopment Union Representatives at no cost. Section 6. Meetings In recognition of the Agency's ongoing need to maintain the skill and knowledge level of its employees, and AFSCME's commitment to the promotion of careers in public service, the Agency and Union agree that the Labor/Management Committee will address educational issues and shall be held responsible for activities aimed at least once per calendar month. Additional meetings may be scheduled by mutual agreement promoting the common goals of the Committee Parties in the area of staff development and the Department Headeducation. Section 7. A quorum shall consist of two (2) members from labor and two (2) members from management.

LABOR MANAGEMENT COMMITTEE. Section 1. In order to facilitate communication between labor 12.01 The Employer and management, the Union shall maintain a Labor Management Committee Committee, consisting of three (3) members appointed by the Department Head and/or his designated alternate, the Assistant Chief of Police and two (2) Team Managers, Employer and three (3) representatives of bargaining unit members appointed by the Lincoln Police Union, along with . The new committee member/s will be appointed in January 2018. Upon at least one (1) Team Representativeday’s advance notice to the other party, will make up an additional Employer representative, as well as a District 1199 representative, may participate in Committee meetings. Members shall represent the party appointing them and may be replaced from time to time. 12.02 The purpose of the Labor Management CommitteeCommittee is to discuss matters of mutual concern with the Employer. Additionally, the Committee shall identify, discuss and recommend solutions for situations encountered by the employees in their work environment which are considered by the Committee to present a health or safety hazard. Pressing safety concerns should be brought to the immediate attention of management for resolve. If any PERRP reports regarding health or safety have been generated within the last quarter since the committee met, the reports will be presented at the next meeting of Labor Management. 12.03 The parties shall mutually agree upon quarterly meeting dates and times in January of each contract year. The Department Head meetings will designate management personnel and the Union be limited to two (2) hours per session. All meetings shall select Union representativesbe held during normal business hours. Members will serve at the pleasure Additional meetings shall be scheduled upon mutual agreement of the Department Head or Union President, depending upon who the member representsparties. Members will serve and be replaced on a staggered system (approximately The three (3) year limit) depending upon the schedule agreed upon members appointed by the Department Head and Union to attend these meetings shall receive release time for their attendance. The call for agenda items will take place two weeks prior to the Union President. Section 2actual meeting date. Each Team area A finalized agenda will be represented by submitted to the LMC members no later than forty-eight (48) hours prior to the meeting date. If there is a member of any rank reason for the LMC scheduled meeting to serve as spokesperson for that area. They be postponed, an announcement will meet go out to the committee with at least one week prior week’s notice or as soon as practicable and will be rescheduled within thirty (30) days of the original meeting date. The note taker assigned to compile the minutes will distribute the draft minutes to the monthly Labor Management Committee committee no later than fourteen (14) calendar days after the meeting to formulate for the common areas of interest and to elect a spokesperson to present committee’s approval. Approved minutes from 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 intranet no later than twenty-one (121) week prior to calendar days from the monthly date of the meeting. Section 4. Membership is subject to change through attrition and elected office12.04 Within forty-five (45) days of the ratification of this Agreement, 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 members of any organization, the Labor Management Committee will xxxxxx shall hold an element organizational meeting. The result of cooperation such meetings shall not alter the provisions of this Agreement, nor shall such meetings be construed as continued negotiations on terms and unity of organizational members, be they labor or managementconditions as set out in this Agreement. Section 6. Meetings shall be held at least once per calendar month. Additional meetings 12.05 If the Labor/Management Committee agrees, the committee members may be scheduled by mutual agreement receive training from the Federal Mediation and Conciliation Service (FMCS) on the subject of the Committee and the Department Headlabor- management relations. Section 7. A quorum shall consist of two (2) members from labor and two (2) members from management.

LABOR MANAGEMENT COMMITTEE. Section 1. In order Representatives of OAPSE and the Board shall meet on a monthly basis to facilitate communication discuss terms and conditions of employment other than those included in this Agreement, contract interpretation and application, and other issues important to professional relations between labor the Board and management, a Labor Management OAPSE. The Committee consisting shall be composed of the Department Head and/or his designated alternate, the Assistant Chief of Police and two three (23) Team Managers, members selected by OAPSE 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 persons selected by the Department Head and the Union PresidentBoard. Section 2. The Superintendent or designee (a central office administrator) shall chair the meetings. Each Team area side shall identify and prioritize up to five issues to be placed on the agenda. OAPSE shall submit its issues to the Superintendent or designee by the second (2nd) workday of each month. The Superintendent or designee shall prepare a written agenda and distribute it to each committee member by the fifth (5th) work day of each month. The agenda shall alternate between union issues and managements issues. The monthly meeting will take place by the tenth (10th) work day of each month. Minutes will be represented kept by an OAPSE member and distributed to committee members within two (2) weeks after the meeting. At the start of each school year, the Committee shall develop a member regular schedule of any rank to serve as spokesperson monthly meetings for that areathe period September through June. 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 Additional meetings may be at the discretion held by mutual consent of the Department HeadSuperintendent or designee and the OAPSE President or designee. Spokesperson will Meetings may be chosen on a rotating basis. Team representatives will be picked cancelled if neither party has identified issues or by a vote of the Team members that they are representingmutual consent. Section 3. All meetings shall be held at agreed to times and places and shall not exceed one and one-half (1-1/2) hours unless both parties agree to an extension. The Labor Management Committee may discuss any area meetings shall be scheduled at times least disruptive to the operations 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 meetingDistrict. Section 4. Membership is subject to change through attrition The spirit of the meetings shall be one of communication and elected office, however, a one (1) week notice must be given sharing that may lead to the Committee resolution of a problem, issue, or concern. These meetings shall not be considered negotiations. The matters discussed shall be considered as being important to afford the new member(s) voting privilegesbusiness relationship between the Board and OAPSE. 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 Members of the Committee shall annually participate in conflict resolution / mediation training as provided by the Federal Mediation and Conciliation Service or similar training. This training shall occur prior to or at the Department HeadSeptember meeting. Section 7. A quorum shall consist of two (2) members from labor and two (2) members from management.

LABOR MANAGEMENT COMMITTEE. Section 1The parties hereby establish a Joint Committee which shall meet every other month commencing November 2014, discuss and consider action concerning professional practice issues identified by the Hospital and/or CIR. In order Additional meetings may be scheduled if agreed to facilitate communication between labor and management, a Labor Management by the Co- chairpersons. The Joint Committee consisting shall be composed of the Department Head and/or his designated alternate, the Assistant Chief of Police and two three (23) Team Managers, House Staff Offices by CIR who are covered by this agreement and three (3) representatives of the Lincoln Police UnionHospital appointed by the Director of Medical Education. The members of the Committee may vary depending on the issues identified. There shall be designated Co-Chairpersons of the Committee, along with at least one (designated by CIR and one designated by the Hospital, who shall alternate the Chair of the Committee. These designations may be changed by the appropriate party from time to time. The Co-Chairpersons shall confer in advance of each committee meeting to establish an agenda for the meeting. The Co-Chairpersons shall alternate responsibility for drafting the minutes, which shall be subject to the Committee's approval. Notice of the meetings will be sent by the Co-Chair selected by the Hospital. The members appointed by CIR shall be excused from their clinical duties for the purpose of attending Joint Committee meetings, provided that a maximum of one employee per service may be so excused. These meetings will not be grievance meetings or collective bargaining meetings. The responsibilities of the Committee shall be advisory only. Objectives of the Joint Committee shall be: 1) Team Representative. to consider constructively the professional practice of housestaff; 2. to work constructively for the improvement of patient care; 3. to recommend to the Hospital ways and means to improve patient care; 4. to make recommendations to the Hospital where, in the opinion of the Committee, housestaff responsibilities should be adjusted; 5. to consider constructively the improvement of safety and health conditions which may be hazardous. 6. Prior to March 1st of each year, CIR shall present a list of needed medical equipment and/or patient outreach supplies for the Joint Committee Review. The Joint Committee will make up recommendations to the Labor Management Hospital's Capital Equipment Committee. Time will be allotted at a meeting of the Capital Equipment Committee for a presentation of the recommended list of needed equipment by the CIR representatives on the Joint Committee. The Department Head Capital Equipment Committee will designate management personnel and address every item on the Union shall select Union list presented by the CIR representatives. Members will serve at In the pleasure event the Capital Equipment Committee declines to purchase any of the Department Head or Union Presidentitems on the list, depending upon who the member represents. Members will serve and they shall be replaced on obligated to articulate a staggered system (approximately three (3) year limit) depending upon the schedule agreed upon by the Department Head and the Union Presidentgood faith reason as to why that decision was made. Section 1. The Joint committee will not discuss economic issues or other matters subject to collective bargaining or the CIR contract. 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 The Joint Committee activities are advisory and are not subject 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 representingCIR grievance procedure. 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 COMMITTEE. Section 1. In order to facilitate communication between labor and management, a Labor 10.01 The Labor-Management Committee consisting (LMC) shall consist 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 not more than three (3) year limitround members appointed by each party. Additionally, there may be one (1) depending upon year round alternate designated by and on behalf of each party. Alternate members may attend all meetings but may not act as Committee member except when replacing a standing member. By mutual agreement, the schedule agreed upon Committee may invite other individuals (e.g., subject matter experts) to attend and participate in Committee meetings. Each party may authorize not more than two (2) observers for any Committee meeting, provided that such observers are subject to compliance with all terms of this Article. The Committee may also agree to exclude observers at any time. Meetings will be co- chaired alternately by a WSDOT Ferries Division designee and a union representative who shall be designated by the Department Head and the Union President. Section 2President of FASPAA. Each Team area will A recording secretary may be represented by a member provided for purposes of any rank to serve as spokesperson for that area. They will meet at least one week prior to the monthly Labor Management preparing minutes of 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 Departmentmeetings, 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 but no verbatim recordings of the Committee by the Team Representatives and on any area representative members of Labor Management feel need meetings may be made. 10.02 Unless otherwise mutually agreed, each party may submit no more than three (3) issues to be discussed. Topics for discussion will be posted placed on the Union bulletin board agenda for each meeting. Unless waived by mutual agreement, agenda items are to be submitted to the Chair at least three (3) working days before the next scheduled meeting. The Chair will compile a complete agenda to be prepared and disseminated available to Labor Management Committee all members at least one (1) work day prior to each meeting. The agenda will include a brief description of each item to be discussed. Topics not on the agenda will not normally be discussed, but may be placed on the following meeting’s agenda. Emergency items may be added to the agenda by mutual consent. Discussion of agenda items will be alternated. Topics of each meeting will be recorded as they are discussed. Committee recommendations on any subject may be adopted by affirmative vote, upon the motion of any Committee member. Motions to adopt recommendations must include the verbatim text of the recommendation under consideration. 10.03 The Employer will be responsible for paying wages of participating FASPAA members on the LMC. Employees will be paid at the straight-time rate of pay while in attendance at the LMC if the LMC meets on an employee’s work day. Employees will be provided reasonable prep time and travel time to and from LMC meetings as determined by the Employer. If the LMC meeting is scheduled to be convened on an employee’s regularly scheduled day off, the employee shall have the option of either attending the LMC meeting on their own time or to reschedule their day off within the same week the LMC meeting is convened. The specific scheduled day off shall be mutually agreed to by the employee and the employee’s supervisor. If the employee requests to reschedule their day off, said request shall be made not less than ten (10) calendar days prior to the monthly meetingLMC meeting date. If the request is made less than ten (10) calendar days in advance, the request may be denied by the employee’s supervisor. The Committee shall meet at reasonable times and places as mutually agreed, but shall make every effort to meet not less than once every three (3) months. Meetings will be limited to no more than four (4) hours in duration, unless otherwise agreed. Meetings will be held in state facilities or in other mutually agreed upon facilities which may be available at no cost to the parties. Every attempt will be made to adhere to the meeting schedule, realizing that some flexibility is necessary. The Committee shall have no power to contravene any provision of the CBA to enter into any agreements binding the parties, or to resolve issues or disputes surrounding the implementation or interpretation of the CBA. Matters requiring contract modification shall not be implemented until a written agreement has been executed. The Committee shall forward written recommendations on modifications to the CBA to the FASPAA President and the WSDOT Ferries Division Director. Recommendations made by the Committee will be considered during contract negotiations. Section 410.04 It is recognized that none of the recommendations resulting from committee meetings, regardless of subject, are binding. Membership is No specific grievances shall be discussed and no bargaining shall take place. However, topics that could lead to grievances, or which have been the subject of past grievances, may be discussed. The Chair shall recognize a motion from either party to change through attrition table a topic for further study. Each topic on an agenda will be fully discussed and elected office, however, a one (1) week notice must action reached before proceeding to another topic. Topics requiring further study may be given to the Committee to afford the new member(s) voting privileges. Section 5tabled. Realizing that communication is the key element to the smooth operation of any organizationWhere mutually satisfactory decisions on recommendations are not reached, the Labor Management Committee will xxxxxx an element of cooperation and unity of organizational members, be they labor or management. Section 6. Meetings topic shall be held at least once per calendar month. Additional meetings may be scheduled by mutual agreement of cancelled, thereby reverting to its proper place in the Committee and the Department Head. Section 7. A quorum shall consist of two parties’ other labor- management relations (2) members from labor and two (2) members from management.e.g., grievance procedures, negotiations, etc.).‌

LABOR MANAGEMENT COMMITTEE. Section 1. In order A. The University and the Union are committed to facilitate an ongoing cooperative relationship that fosters effective ongoing communication between labor and management, a Labor Management Committee consisting addresses issues and concerns with recommendations that are in the best interest of the Department Head and/or his designated alternateparties. To that end, the Assistant Chief parties agree to the creation of Police a joint labor-management committee. B. The Committee shall consist of no more than five (5) representatives designated by the Union and two five (25) Team Managersrepresentatives designated by the University. The parties will designate their own representatives to the Committee, and three including one designee as co-chair. If agreed to by both parties in advance of the meeting, more than five (35) representatives of one or both parties may attend a meeting. C. The Committee may consider and make recommendations on matters of general importance to the Lincoln Police UnionFaculty and the University including but not limited to: health and safety; training; and space, along with at least one (1) Team Representativefacilities and resources available to the Faculty; and efforts to encourage diversity, will make up the Labor Management Committeeequity and inclusion among Faculty members. The Department Head will designate management personnel recommendations shall be submitted to the Xxxxxxx. Beginning in the Fall 2022 semester, and every three years thereafter if the Committee determines it is worthwhile to do so, the Committee shall conduct and complete a survey of Faculty members in order to assess their need for office space on campus, including the ways in which the Faculty members would like to use office space, the days of the week and times they would use office space, and the Union shall select Union representatives. Members will serve at the pleasure amount of the Department Head or Union Presidenttime they would use office space on those days and times, 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 Presidentextent to which Faculty members would use lockers or office space to secure class materials. Based on the results of this survey, the Committee shall discuss and make recommendations no later than April 1, 2023 about solutions to provide Faculty members with access to office space consistent with their needs and the availability of space on campus. The Committee may appoint a subcommittee to study this issue if the parties agree that would be helpful to develop the Committee’s recommendations. Section 2. Each Team area will be represented by a member of any rank to serve as spokesperson for that area. They will D. The Committee shall meet at least one week prior to the monthly Labor Management Committee meeting to formulate the common areas of interest and to elect once 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 3semester. The Labor Management Committee may discuss any area parties shall schedule such meetings within 10 days of October 15 and March 1 unless the Departmentparties agree otherwise., with limitation only on those areas already under agreement between the City at mutually acceptable dates 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 monthtimes. Additional meetings may be scheduled held by mutual agreement agreement, and requests for an additional meeting each semester will not be unreasonably denied. Designated representatives of the Committee Union and the Department Head. Section 7. A quorum shall consist of University will suggest agenda items two (2) members from labor and two (2) members from managementweeks prior to each meeting. E. The University shall retain the final authority with respect to adopting recommendations made by the Committee.

LABOR MANAGEMENT COMMITTEE. ‌ Section 1. In order Campus Committee‌ There shall be established a Committee at the University to facilitate communication between labor and management, a Labor be known as the Labor/Management Committee. Such Committee consisting shall be comprised of up to six (6) members: three (3) representing the Department Head and/or his designated alternate, the Assistant Chief of Police and two (2) Team Managers, campus administration and three (3) representing the Union. Such representatives shall be appointed respectively by the CEO and the Union. In addition, the CEO of the Lincoln Police Union, along with at least one (1) Team Representative, will make up campus or designee shall designate the Labor Management Committee. The Department Head will designate management personnel chairperson for the local campus administration and the Union shall select designate the chairperson for the Union. The purpose of said Committee shall be to discuss matters of mutual concern to the campus and the Union representativesand discussions shall include professional training and career ladders, health and safety, and the impact on employees of technological changes in the workplace. Members will serve There shall be twelve (12) meetings per year, unless mutually agreed otherwise, with the position of chairperson alternating between the campus administration and the Union. Both parties may submit items for the agenda to the chairperson at the pleasure least seven (7) days weeks in advance of the Department Head or Union President, depending upon who the member representsany scheduled Committee meetings. Members will serve and The agenda shall be replaced on a staggered system (approximately distributed three (3) year limit) depending days in advance of any scheduled Committee meetings. It is understood that said Committee shall not discuss pending grievances and shall have no power to negotiate, alter, or amend the terms of this Agreement. Nothing contained herein shall prevent the aforementioned from meeting less frequently, upon the schedule agreed upon by the Department Head and the Union Presidentagreement. 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 Classification/Career Ladder Labor Management Committee meeting to formulate Committee‌ Not later than sixty (60) days following the common areas of interest and to elect a spokesperson to present date on which the items in writing to the Labor Management Committee. Payment for attending this meeting will be at the discretion President of the Department Head. Spokesperson University signs this collective bargaining agreement, a Classification/Career Ladder Labor-Management Committee that will be chosen on a rotating basis. Team representatives will be picked by a vote of the Team review job descriptions, grades and titles to create an equitable, consistent job structure for CSU members that they are representingincludes a career ladder, shall be established. Such committee shall consist of not more than 3 representatives from each side. Section 3. The Labor Management Committee may discuss any area Evaluation Forms‌ Not more than sixty (60) days following the President of the Department, with limitation only on those areas already under agreement between University signing the City successor contract a joint labor-management committee of not more than five (5) persons per side from the Union and the Union. The agenda will University shall be based on formed to identify and implement a new evaluation form to replace the problem areas brought one currently found in Appendix E of the agreement and to recommend concomitant changes to the attention contract needed to permit administration of the Committee by the Team Representatives and on any area representative members of Labor Management feel need such form. Prior to be discussed. Topics for discussion will be posted on implementation the Union bulletin board and disseminated to Labor Management Committee members at least one (1) week prior to may hold a ratification vote on such changes as 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.committee recommends DocuSign Envelope ID: A00CA88C-20FA-4010-9B87-043F9413CB11 DocuSign Envelope ID: DD682142-0EB2-408F-94F5-A627EDCF09ED

LABOR MANAGEMENT COMMITTEE. Section 1. In order The Labor-Management Committee is an 32 advisory committee created to facilitate provide a forum for regular ongoing 33 communication between labor the ONA and managementHospital administration regarding 34 issues of mutual interest. This Committee shall meet a minimum of six (6) 1 times during the course of the calendar year. Meeting dates and times will 2 be established by the Committee to best accommodate work schedules of 3 Committee members. Typically, a Labor the Labor-Management Committee consisting will 4 meet every other month, in months in which the Administration members of 5 the PNCC are not attending the PNCC meeting. 7 The Labor-Management Committee shall discuss new or existing work rules, 8 policies, and other non-contractual issues as a means to minimize these 9 issues and create an atmosphere conductive to positive resolution and 10 cooperation. 12 This Committee is not intended to replace the collective bargaining process 13 or the grievance procedure that is outlined in Article 17 of this Agreement. 14 The Committee, however, may discuss Hospital practices or policies which 15 have led to grievances. No individual employee grievance or contract 16 language changes will be discussed. The Labor-Management Committee 17 may confer with PNCC when appropriate to address nursing practice issues, 18 which are primarily assigned to the PNCC. It is expected that increased 19 communication between Hospital representatives and ONA representatives 20 will reduce the necessity for formal grievances. The Labor-Management 21 Committee has not been created to replace other Hospital committees, but 22 rather to address non-contractual issues related to policy application and 23 general working conditions, RN concerns, and morale. 25 The Hospital will select three members, of which one shall be a Patient Care 26 Services representative. The ONA Committee membership shall consist of 27 the ONA Field Representative and three nurses to be selected by the 28 bargaining unit. The Labor-Management Committee is considered a Hospital 29 committee and employees will be paid for time spent in Committee meetings. 30 A member of the Department Head and/or his designated alternateBoard of Directors and a representative of the ARRMC 31 medical staff will be invited to attend the LMC on a quarterly basis. The 32 purpose of this meeting is to share information about existing issues affecting 33 nursing practice and professional standards, including recommendations 34 made by the PNCC. Minutes and meeting materials of this quarterly meeting 1 shall be provided to the participating Board member and medical staff 2 representative. 4 After ratification of this Agreement, the Assistant Chief of Police Hospital will provide patient care 5 supervisors and two (2) Team Managers, and three (3) representatives of managers with an in-person training to review the Lincoln Police Union, along with at least one (1) Team Representative, current 6 collective bargaining agreement. This training will make up be facilitated by 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 7 Hospital based on a staggered system (approximately three (3) year limit) depending upon the schedule agreed content agreed-upon by the Department Head and the Union PresidentLMC. 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 COMMITTEE. Section 1. In order The parties agree to facilitate establish a labor-management committeefor the purpose of fostering improved communication and promote safety in the workplace between labor the Food Services Department and management, a Labor Management Committee consisting the Union. It shall not be the purpose of the Department Head and/or his designated alternate, the Assistant Chief of Police and two (2) Team Managers, and this committee to expand upon or renegotiate matters covered under this Agreement or which are typically subjects for negotiation. The Union shall appoint three (3) representatives members to the committee and the Food Services Department shall be entitled to appoint an equal number of representatives. By mutual agreement, additional members may be appointed on a temporary basis to address specific safety concerns. 2. Responsibility for chairing the meeting shall alternate each meeting between the Union and management. 3. Meetings will be held as needed on the second Tuesday of the Lincoln Police Unionmonth in September, along with November, January, March, and May. The meetings shall be scheduled for up to sixty (60) minutes during normal work hours. The committee shall exchange agenda items at least one seven (7) days in advance of the meetings. The agenda shall include a brief description of each item to be discussed. Discussion of agenda items will be alternated. If there are no items to discuss, the meeting will be canceled. A Union Representative from the FANS unit will attend the APS Safety Committee meeting scheduled on the first Tuesday of each month. 4. Topics will be recorded as they are discussed. Any procedures or recommendations developing from these meetings will be communicated to the appropriate bargaining agent. One (1) Team Representative, designated member from each party will make up refine drafts of the minutes. 5. Each topic will be discussed fully and action reached before proceeding to another topic. Topics requiring further study may be tabled and will be placed on the following agenda for action. 6. Disputes regarding implementation of any safety issues presented at the Labor Management CommitteeCommittee will be presented to the Risk Management Department for resolution. The Department Head will designate management personnel and the Union Each work location 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 have a staggered system (approximately three (3) year limit) depending upon the schedule agreed upon by the Department Head and the Union PresidentFirst Aid kit. 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 37. The Labor Management Committee may discuss any area shall not have the power to alter or amend the provisions of this Agreement. 8. Urgent safety concerns will be referred to the Department, Food Services Executive Director and Risk Management for a resolution. 9. The USDA requires training for all school food service personnel. Issues with limitation only on those areas already under agreement and/or suggestions for new training shall be addressed during regularly scheduled problem solving meetings between the City District and the Union. The agenda Additional training will be based on the problem areas brought to the attention of the Committee provided as necessary by the Team Representatives Food 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 meetingNutrition trainer or designee. 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 COMMITTEE. Section 1. In order The parties agree to facilitate communication between labor set up and management, meet in a Labor Management Committee consisting of the Department Head and/or his designated alternate, the Assistant Chief of Police and two (2LMC) Team Managers, and no later than three (3) representatives months after the date of ratification to discuss Select a Schedule and scheduling, including 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 employers desire to have a second assistant in Produce and other departments that would be scheduled outside of select a schedule process and the Union shall union concerns around short shifts and workers being scheduled outside the select Union representativesa schedule process for work done in a department covered by select a schedule. Members will serve at In bullet (2), Bakery, Coffee, E-Commerce/Click-List, and Produce, 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 manager/lead and the Union President. Section 2. Each Team area assistant manager/assistant lead will be represented by a member of any rank to serve as spokesperson for that area. They will meet at least one week scheduled prior to the monthly Labor Management Committee meeting pick process. Xxxx Xxxxx may elect to formulate have a second assistant manager in the common areas of interest and to elect a spokesperson to present the items in writing Produce Department that is scheduled prior to the Labor Management Committeepick process provided that such position must be paid a premium of no less than $1.00 per hour. Payment for attending this meeting will Employees in the aforementioned positions shall be designated solely at the discretion of the Department Heademployer, and this discretion includes whether there shall be any employee in the classification as well as the duties and responsibilities of the role. Spokesperson For QFC, the Produce department will not utilize Select-a-Schedule for scheduling, but will pay the second assistant manager $1.00 per hour premium. In covered departments that are subject to Select-a-Schedule that have five (5) or fewer total employees, the employer may schedule the department manager and assistant manager prior to the pick process for a combined total of seven shifts (7) per week. For covered departments with greater than five (5) employees, the employer may schedule the department manager and assistant manager prior to the pick process for all of their shifts. In bullet (6) related to the reallocation of hours, management will have the right to reallocate hours when employees at the bottom of the seniority list are getting only a few hours, but that 1) this would not be the norm, it would only be balancing out weeks with fewer hours, 2) it would not be used to evenly distribute hours only to give a few more hours to the bottom people to make sure they stay employed and 3) it would only impact the bottom 1-3 people on the scale and would not adjust hours higher on the scale than that. In bullet (7) related to shifts added to the select-a-schedule after the schedule has been posted refers to “in the same manner as we do now”. Our understanding is that the current practice is when hours are added to the schedule those hours are offered in order of seniority unless it is necessary to extend an existing shift. In bullet (8) our understanding is that call-in hours, hold-over hours, and bringing in additional employees will be chosen done in accordance with the existing contract and practices. For Xxxx Xxxxx, Inc., the following shall be added as exclusions to Article 1 – Recognition and Bargaining Unit of the above-referenced Labor Agreement, as it applies to Xxxx Xxxxx Stores: Excluding employees in all other departments (i.e. Pharmacy, Health and Beauty Aids, Floral, Garden Center, Apparel, Shoe, Home Fashion, Photo Electronics, General Merchandise Departments, Playland, Jewelry Department, Time and Attendance, Human Resource Coordinators, Human Resource Administrators), and confidential employees and guards as defined in The Act. This is to confirm our understanding and agreement on a rotating basis. Team representatives how the wage increases in this Agreement for Safeway GMHBC, Floral Department Managers, Starbucks Manager, Produce Manager, and Assistant Deli Manager will be picked handled under our contract settlement. For the May 2022, 2023, and 202024 wage increases, Safeway agrees to the following for Managers covered by the agreement: These employees shall receive either the scheduled hourly per hour wage increase or, if not entitled to the scheduled hourly per hour wage increase under the Company’s matrix formula, the employee will receive a vote lump sum bonus payment of the Team members that they are representingscheduled hourly per hour wage increase which shall be calculated based on all hours compensated in the twelve months prior to payment. If such an employee receives less than the scheduled hourly per hour increase under the matrix, the amount of the lump sum bonus shall be the amount of cents per hour which makes up the difference between the wage increase and the scheduled hourly increase. Once annually prior to the next scheduled wage increase, the Employers will provide the Union with a list of employees compensated under their matrix formulas and their corresponding wage rates and sales volume requirements or brackets. The Employers and Unions agree to a Joint Committee on Workforce Development. The Employer and Unions will utilize the committee as described below: 1. The Joint Committee will work towards the establishment of a training program to meet the needs of future staffing. Section 2. The Committee will have an equal number of union and employer representatives. 3. Joint Committee will meet quarterly. 4. The Labor Management Joint Committee may discuss any area will seek new funding streams. 5. All members of the DepartmentJoint Committee will cooperate in order to meet requirements of grants, with limitation only when reasonable and it makes business sense to do so. 6. Each signatory Employer will contribute $0.01 per hour to the Sound WeTrain Training and Workforce Development Trust. This will be effective on those areas already under agreement between October 2022 hours (later expiring contracts will begin the City and contributions no earlier than effective on hours the Unionmonth following expiration). 7. The agenda bargaining parties agree to allow the Joint Committee to address future funding needs during the term of this agreement. Nothing herein is intended to diminish work preservation rights the unions have under existing contractual provisions or law. For employees with disabilities who are also covered by Medicaid/SSI Disability (definition as determined by the Sound Health & Wellness Trust Trustees) and restricted by Medicaid/SSI (definition as determined by the Trustees) rules in their ability to work enough hours to qualify for life insurance or vacation pay under the normal contract rules, the parties agree to the following provisions that will be only apply to these employees: 1. The Parties agree to request that the Trustees of the Sound H&W Trust Fund develop rules which will result in these employees being eligible for a life insurance benefit similar to that offered to other qualified participants of the Fund, and; 2. The Employers agree that for any of these employees who work less than the annual hours required hours to earn a normal vacation benefit under the contract (currently less than 800 hours per year), the Employer shall pay pro-rated vacation pay to these employees based on the problem areas brought yearly schedule outlined in the contract and based on the actual number of hours worked in the prior anniversary year, divided by 2080 hours. (For example, an employee who only works 700 hours in their anniversary year and would otherwise not be eligible for vacation pay, would be paid 13.46 hours per week of vacation earned.) This Addendum Agreement is entered into, by and between, Quality Food Centers, Inc. (QFC) and United Food and Commercial Workers Union Local No. 3000 (UFCW) on behalf of the following classifications for a unit consisting of all Pharmacy Employees employed by the employer in UFCW Local No. 3000’s jurisdiction, all Pharmacy Assistants A’s and Pharmacy Assistants B’s. QFC hereby recognizes during the term of this agreement that UFCW Local No. 3000, chartered by the UFCW International Union, CLC, as sole and exclusive bargaining agent for a unit consisting of all Pharmacy Assistants A’s and B’s employed by its present and future stores in Seattle (King and Snohomish Counties) with respect to rates of pay, hours and other conditions of employment as specified in the current, Collective Bargaining Agreement with wages determined as follows: Pharmacy “A” Technicians will remain at Red-Circled Appendix A rates Pharmacy “B” Technicians will move to the attention APC wage rates Any revisions made to the QFC Grocery Agreement with regard to wages, benefits and working conditions shall automatically become part 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 meetingagreement. 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 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, an 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 COMMITTEE. Section 1. In order ‌ A. Both parties agree to facilitate communication between labor and management, the establishment of a Labor Labor-Management Committee consisting to exchange information and ideas between employees and the District. B. The Committee shall consist of up to four (4) employees from the Bargaining Unit and up to four (4) Management personnel, to be selected by the respective parties. C. There shall be no contract negotiations at any meeting of the Department Head and/or his designated alternateLabor-Management Committee. D. The Labor-Management Committee (or any meetings or discussions held in connection therewith), the Assistant Chief of Police and two (2) Team Managers, and three (3) representatives shall not be part 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 Presidentgrievance procedure. Section 2. Each Team area will be represented E. The Committee shall govern itself (i.e., rules and procedures) 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 consensus of the Committee by the Team Representatives and on any area representative members of Labor Management feel need to be discussedmembers. Topics for discussion ARTICLE V - PROBATION‌ A. New employees will be posted placed on probation for sixty (60) paid work days during which time the Union bulletin board and disseminated Board shall have the sole right at any time to Labor Management Committee members at least one (1) week prior discharge, discipline, transfer, demote, or layoff said employees for any reason, without regard to the monthly meeting. Section 4provisions of this Agreement, and no grievance shall arise therefrom. Membership is subject to change through attrition and elected officeIf, at the end of this period, the work has been satisfactory, the employee will receive a permanent assignment. Normally, a new employee will be placed on Step 1 of the salary schedule; however, a one new employee may be granted credit on the salary schedule, as determined by the administration. Date of employment, holiday pay and vacation accrual will begin as of the first day of the probation period provided the employee receives a permanent assignment. B. Probationary employees shall receive sick days on the same basis as all other employees with the understanding that no paid sick days can be utilized during the probationary period. C. The Board of Education may at its discretion, extend the probationary period for twenty (120) week notice must paid work days if they deem this advisable. D. The Superintendent's designee shall, upon recommendation of the immediate supervisor, have the final authority for determining if a new employee's work has been satisfactory or unsatisfactory during the probationary period. E. The Association will be given notified whenever a new employee has completed a successful probationary period and is assigned to a new position, and will be informed of the Committee Step on the salary schedule to afford which the new member(s) voting privilegesemployee has been assigned. 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 COMMITTEE. Section 1. In order to facilitate communication between labor The Employer and management, the Union shall create a Labor Labor/Management Committee consisting that regularly meets, not less than monthly. Whose purpose is to discuss all matters that either party considers relevant in maintaining a positive working relationship. At least bi-monthly the meeting of the Labor/Management Committee will be a department specific meeting facilitated by a representative of Human Resources for a discussion about department operations including, but not limited to, Staffing Levels Workloads Equipment needs Ergonomic issues Safety issues Practices Procedures General feedback, and Morale The parties shall jointly select the department of focus for a meeting. The Department Head and/or his designated alternateand other senior leaders may be invited to the meeting. A work-related issue may, upon mutual agreement of the Assistant Chief Labor/Management Committee, be assigned to a task force created to address that issue. The Labor/Management Committee will assign clear goals and timelines for the task force to follow. The task force will investigate, review and develop recommendations to resolve the assigned issue. Recommendations must include a plan and timeline for implementation and communication to all staff. The task force will consist of Police and two (2) Team Managers, and at least three (3) but not more than five (5) representatives of the Lincoln Police Union, along with at least one (1) Team Representative, Union and an equal or lesser number of representatives of Management who will make up the Labor Management Committeeall be in paid status for such meetings. The Department Head task force will designate management personnel identify a chair or co-chairs and meet regularly, but not less than monthly at mutually agreed upon times and locations until recommendations have been developed. If recommendations are not submitted to 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 Labor/Management Committee within three (3) year limit) depending months from the assignment of the issue, then the task force shall submit a progress report to the Labor/Management Committee for purposes of determining the continuation of the assignment. Management will be responsible for preparing minutes for submission to the Labor/Management Committee upon approval of the schedule minutes by the task force. Once recommendations have been finalized and agreed upon by the Department Head task force, the task force shall submit the recommendations to the Labor/Management Committee for discussion of and consideration of implementation of such recommendations. Upon approval by the Union President. Section 2. Each Team area Labor/Management Committee, such recommendations 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 implemented on a rotating basis. Team representatives will be picked by trial basis of a vote of the Team members that they are representing. Section 3defined duration. The Labor Management Committee may discuss task force shall remain in existence for a minimum of ninety (90) calendar days past the implementation date to address 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 meetingrelated issues. 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 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 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 Committee4.1. The Department Head will designate management personnel Employer 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 agree to establish 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 Labor-Management Committee which will meet at least one week prior quarterly during the term of this Agreement to discuss matters of mutual concern. The Committee shall consist of the Director of Human Resources and not more than seven (7) representatives designated by the Employer, as well as the Union Representative(s) and not more than seven (7) employee representatives designated by the Union. Employee representatives to the monthly Labor Labor-Management Committee meeting to formulate the common areas of interest and to elect a spokesperson to present the items meetings will experience no loss in writing to the Labor Management Committee. Payment pay for attending this meeting will be at the discretion such meetings. All travel expenses of the Department Head. Spokesperson will be chosen on a rotating basis. Team employee representatives will be picked paid 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 parties shall agree to an agenda will in advance of regular meetings of the Committee. The Committee may also hold additional meetings by mutual agreement and such meetings shall be based on the problem areas brought scheduled no later than thirty (30) calendar days following receipt of a request for a Labor-Management meeting. Requests for such additional meetings shall be accompanied by a proposed agenda and request for any materials relevant to the attention of the Committee by the Team Representatives and on any area representative members of Labor Management feel need to meeting. Any relevant materials shall be discussed. Topics for discussion will be posted on the Union bulletin board and disseminated to Labor Management Committee members provided at least one (1) week prior in advance of all Committee meetings. Participants may choose to attend meetings by video or teleconference, unless the monthly meeting. Section 4parties agree that an in-person meeting is necessary. Membership is subject to change through attrition and elected office, however, a one (1) week notice must be given to NJP will release employees who are on 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 Labor-Management Committee from work for scheduled Labor-Management Committee meetings. NJP will xxxxxx an element pay the regular hourly rate to any non-exempt Labor-Management Committee members for the actual time spent representing the Union in any Labor-Management Committee meetings and traveling on the day of cooperation the meetings. This should be recorded on timesheets. On days where Labor-Management Committee meetings occur, exempt staff may record the hours of actual travel and unity of organizational members, be they labor or management. Labor-Management Committee time in Legal Server and on timesheets. (TA 3/20/18) Section 64.2. Meetings shall be held at least once per calendar month. Additional meetings Appropriate resource persons may be scheduled by mutual agreement in attendance at Labor-Management Committee meetings for specific agenda items as required. Resource persons do not serve as members of the committee. NJP employed resource persons will experience no loss in pay for attending Labor-Management Committee and the Department Head. Section 7meetings for a specific agenda item. A quorum shall consist of two (2) members from labor and two (2) members from management.TA 2/16/18)

LABOR MANAGEMENT COMMITTEE. Section 1. In order to facilitate communication between labor and management, a Labor 10.01 The Labor-Management Committee consisting (LMC) shall consist 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 not more than three (3) year limitround members appointed by each party. Additionally, there may be one (1) depending upon year round alternate designated by and on behalf of each party. Alternate members may attend all meetings but may not act as Committee member except when replacing a standing member. By mutual agreement, the schedule agreed upon Committee may invite other individuals (e.g., subject matter experts) to attend and participate in Committee meetings. Each party may authorize not more than two (2) observers for any Committee meeting, provided that such observers are subject to compliance with all terms of this Article. The Committee may also agree to exclude observers at any time. Meetings will be co- chaired alternately by a WSDOT Ferries Division designee and a Union representative who shall be designated by the Department Head and the Union President. Section 2President of FASPAA. Each Team area will A recording secretary may be represented by a member provided for purposes of any rank to serve as spokesperson for that area. They will meet at least one week prior to the monthly Labor Management preparing minutes of 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 Departmentmeetings, 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 but no verbatim recordings of the Committee by the Team Representatives and on any area representative members of Labor Management feel need meetings may be made. 10.02 Unless otherwise mutually agreed, each party may submit no more than three (3) issues to be discussed. Topics for discussion will be posted placed on the Union bulletin board agenda for each meeting. Unless waived by mutual agreement, agenda items are to be submitted to the Chair at least three (3) working days before the next scheduled meeting. The Chair will compile a complete agenda to be prepared and disseminated available to Labor Management Committee all members at least one (1) work day prior to each meeting. The agenda will include a brief description of each item to be discussed. Topics not on the agenda will not normally be discussed, but may be placed on the following meeting’s agenda. Emergency items may be added to the agenda by mutual consent. Discussion of agenda items will be alternated. Topics of each meeting will be recorded as they are discussed. Committee recommendations on any subject may be adopted by affirmative vote, upon the motion of any Committee member. Motions to adopt recommendations must include the verbatim text of the recommendation under consideration. 10.03 The Employer will be responsible for paying wages of participating FASPAA members on the LMC. Employees will be paid at the straight-time rate of pay while in attendance at the LMC if the LMC meets on an employee’s work day. Employees will be provided reasonable prep time and travel time, if any, to and from LMC meetings as determined by the Employer. If the LMC meeting is scheduled to be convened on an employee’s regularly scheduled day off, the employee shall have the option of either attending the LMC meeting on their own time or to reschedule their day off within the same week the LMC meeting is convened. The specific scheduled day off shall be mutually agreed to by the employee and the employee’s supervisor. If the employee requests to reschedule their day off, said request shall be made not less than ten (10) calendar days prior to the monthly LMC meeting date. If the request is made less than ten (10) calendar days in advance, the request may be denied by the employee’s supervisor. The Committee shall meet at reasonable times and places as mutually agreed, but shall make every effort to meet not less than once every three (3) months. Meetings will be limited to no more than four (4) hours in duration, unless otherwise agreed. Meetings will be held in state facilities or in other mutually agreed upon facilities which may be available at no cost to the parties, or remotely via web conferencing or telephone (for some or all participants). Every attempt will be made to adhere to the meeting schedule, realizing that some flexibility is necessary. Due to the importance of the LMC meetings, the Union participants may use out-of-office replies for their emails and phones to minimize interruptions during prep time, travel, and meetings. The Employer may assign duties to employees for the part of the day when they are not engaged in prep, travel, or meeting. The Committee shall have no power to contravene any provision of the CBA to enter into any agreements binding the parties, or to resolve issues or disputes surrounding the implementation or interpretation of the CBA. Matters requiring contract modification shall not be implemented until a written agreement has been executed. The Committee shall forward written recommendations on modifications to the CBA to the FASPAA President and the WSDOT Ferries Division Director. Recommendations made by the Committee will be considered during contract negotiations. Section 410.04 It is recognized that none of the recommendations resulting from committee meetings, regardless of subject, are binding. Membership is No specific grievances shall be discussed and no bargaining shall take place. However, topics that could lead to grievances, or which have been the subject of past grievances, may be discussed. The Chair shall recognize a motion from either party to change through attrition table a topic for further study. Each topic on an agenda will be fully discussed and elected office, however, a one (1) week notice must action reached before proceeding to another topic. Topics requiring further study may be given to the Committee to afford the new member(s) voting privileges. Section 5tabled. Realizing that communication is the key element to the smooth operation of any organizationWhere mutually satisfactory decisions on recommendations are not reached, the Labor Management Committee will xxxxxx an element of cooperation and unity of organizational members, be they labor or management. Section 6. Meetings topic shall be held at least once per calendar month. Additional meetings may be scheduled by mutual agreement of cancelled, thereby reverting to its proper place in the Committee and the Department Headparties’ other labor- management relations (e.g., grievance procedures, negotiations, etc. Section 7. A quorum shall consist of two (2) members from labor and two (2) members from management).

LABOR MANAGEMENT COMMITTEE. Section 1. In order The County and the Union agree to facilitate communication between labor and management, establish a Labor Management Committee consisting Committee. Section 2. The purpose of this committee is to create a specific forum in order to periodically discuss general issues, including safety and health issues, and to resolve problems before they become bargaining issues. Such scheduled meetings are also intended to xxxxxx a harmonious working relationship between the Department Head and/or his designated alternateparties. This committee, however, shall not have the Assistant Chief power to alter this Agreement, nor negotiate new formal agreements, nor to resolve any grievances. This Labor Management committee shall meet at least quarterly to discuss and make recommendations on matters affecting the work place. The committee shall consist of Police and two three (23) Team Managers, employees and three (3) representatives from management. In order for the meetings to be effective, it will take a minimum of the Lincoln Police Union, along with at least one two (12) Team Representative, will employees and two (2) management representatives to make up the Labor Management Committeea forum and for a meeting to take place. The Department Head date, time and place of meetings 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 mutually agreed upon by the Department Head parties, 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 each party shall exchange an agenda at least one week prior to any scheduled meeting. Topics not on the monthly Labor Management Committee meeting agenda shall not be discussed without mutual consent of both parties. If urgent issues should arise between scheduled meetings, both parties are encouraged to formulate the common areas informally communicate with each other, as necessary, so as not to allow significant issues to get out of interest hand before they can be addressed and to elect resolved in 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 representingtimely and mutually beneficial manner. Section 3. The Labor Management Committee Bargaining unit committee members may discuss any area resolve their paid meetings attendance in one of three ways. They may either: (a) receive up to a maximum of three (3) hours paid time for attendance in a quarterly meeting if the meeting is conducted when they are off shift; or (b) they can arrange for a fully qualified temporary part-time employee (of same job classification) to replace them at their duty station if they are scheduled to be on shift during one of the Departmentscheduled quarterly meetings, with limitation only on those areas already under agreement between the City and the Union. The agenda County will allow the committee member employee to attend on-shift and they will pay for the temporary part-time employee for a maximum of three (3) hours; or (c) if the committee member employee is scheduled to be based on the problem areas brought to the attention on-shift during one of the Committee by scheduled quarterly meetings, they may arrange a shift exchange agreement within 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 terms of the Committee and the Department HeadShift Exchange Article in this Agreement. Section 7. A quorum shall consist of two (2) members from labor and two (2) members from management.

LABOR MANAGEMENT COMMITTEE. Section 1. In order to facilitate communication between labor and management, There will be a Labor Management Committee consisting Committee, whose purpose is to provide a forum for the discussion of issues and concerns within the Police Services Division. This committee will be composed of the Department Head and/or his Association President, or his/her designated alternaterepresentative, the Assistant Chief of Police and two (2) Team Managers, and three (3) representatives persons to be designated by the President in consultation with the Association Board of Directors, the Director of the Lincoln Police UnionServices Division, along with at least one or his/her designated representative; three (13) Team Representativepersons to be designated by the Director of the Police Services Division. Three (3) of the Association members, specifically the duly elected President, Vice-President and Secretary/Treasurer, will make up be maintained on the Police Services Division payroll under the jurisdiction of the Deputy Chief of Administration, will be assigned to the executive administration and will serve at the association offices as the tour of duty for the duration of their term in office It is understood that problems that may arise after regular working hours will be construed as Association activities and not be subject to any overtime provisions. Association Members of this committee will be scheduled to address each Bargaining Unit and Reserve Officer In-Service Training Class for one hour, and each Recruit Class for two hours. Material presented by such Association members will be mutually agreed upon by the entire Labor-Management Committee and will be submitted in writing in general outline format to the Commanding Officer of the Training Academy. Upon written request by either the President of the Memphis Police Association or the Director of Police Services, subcommittees will be formed to address specific issues which may arise during the term of this agreement. All such requests must be approved by the Labor Management Committee. The Department Head will designate management personnel Once approved, the President of the Association and the Union shall select Union representativesDirector of Police Services will have thirty (30) days to respond with their appointments. Members Subcommittees will serve at be limited in size to a maximum of three persons each for 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 Association and the Union President. Section 2City, and the number of representatives must be the same for each. Each Team area Subcommittees will be represented by provided a member maximum of six (6) months to accomplish 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 Departmenttask assigned, 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, after which the Labor Management Committee will xxxxxx an element be provided a maximum 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 two months to review the findings of the Committee subcommittee and make a recommendation to the Department HeadDirector of Police Services. The Director of Police Services reserves the right to modify recommendations of the Labor Management Committee. Section 7. A quorum shall consist of two (2) members from labor and two (2) members from management.

LABOR MANAGEMENT COMMITTEE. Section 1. In order to facilitate communication between labor and management, a Labor A Labor-Management Committee consisting shall be established which shall meet upon request of either party, but at least monthly, to discuss and resolve matters of mutual interest. The Labor- Management Committee shall develop ground rules for operation and shall have oversight and monitoring responsibility for any task force authorized by this Article. The Labor-Management Committee shall be composed of five (5) members appointed by the Department Head and/or his designated alternateUnion and five (5) members appointed by the University. With advance notification and by mutual agreement, additional personnel may be invited to the Assistant Chief of Police and two committee meeting if their input is germane to the agenda. The requesting party shall submit an agenda to the other party upon requesting a meeting no less than ten (210) Team Managers, and working days prior to the scheduled meeting. The receiving party shall add any agenda items no less than three (3) representatives of working days prior to the Lincoln Police Union, along with at least one (1) Team Representative, will make up scheduled meeting and submit any additions to the Labor agenda to the requesting party. Decisions made by the Labor- Management Committee. The Department Head will designate management personnel , task forces and the Union standing committees 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 made by the Department Head and the Union Presidentconsensus. Section 2. Each Team area will Specific grievances are not a proper subject for discussion in Labor-Management meetings; the resolution of problems giving rise to grievances shall be represented a proper subject. Specific matters which shall be considered 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 Labor-Management Committee meeting include, but are not limited to: health and safety, classifications, career paths, training and development, benefits, dependent care, employee participation and high departmental turnover issues. The Committee shall have no authority to formulate modify in any way the common areas terms 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 representingAgreement. Section 3. The Labor Labor-Management Committee may discuss any area shall oversee the standing committee for Classification Appeals. This committee shall meet as needed, upon the request of either party. The standing committee shall have responsibilities as delineated in Article 14, Section 4. The Labor-Management Committee has the authority to create ad hoc task forces and to appoint members to address matters of interest to both parties. The size of each task force will be determined by the Labor- Management Committee. Union appointments to ad hoc task forces shall be made by the Union; management appointments shall be made by the Director of Labor Relations. All Labor- Management Committee task forces and standing committees shall submit a written report to the Labor- Management Committee at least quarterly which shall detail the activities of the Departmenttask force and standing committee as well as the number of hours spent by the members on the issue. The Labor-Management Committee shall have the authority to disband a task force. All committee and task force meetings, to the extent possible, will be scheduled during normal working hours. Employees shall be provided with limitation only on those areas already under agreement between the City reasonable release time to attend committee and task force meetings. Appointments to and the Union. The agenda will be based on the problem areas brought to the attention work of the Committee by Labor-Management Committee, task forces and standing committees shall not interfere with the Team Representatives and on operational needs of 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 meetingdepartment. Section 4. Membership is subject to change through attrition and elected office, however, a one (1) week notice must be given Task forces shall make written recommendations to the Labor-Management Committee to afford regarding a specific labor-management issue within a specified time period established by the new member(s) voting privileges. Section 5Labor- Management Committee. Realizing that communication is After the key element to expiration of this time period the smooth operation Task Force will be disbanded unless extended by the Labor-Management Committee. Upon receipt of any organizationrecommendations and/or information from a task force or standing committee, the Labor Management Committee will xxxxxx an element shall review the information and/or report and determine the proper course of cooperation action. Neither party has the obligation to accept the recommendations of a task force or standing committee. Nothing in this Article is intended to add to or subtract from the parties’ rights and unity of organizational members, be they labor or managementobligations under ORC 4117. 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 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. 4.1 The Department Head will designate management personnel Employer 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 agree to establish 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 Labor-Management Committee which will meet at least one week prior quarterly during the term of this Agreement to discuss matters of mutual concern. The Committee shall consist of the Director of Human Resources and not more than seven (7) representatives designated by the Employer, as well as the Union Representative(s) and not more than seven (7) employee representatives designated by the Union. Employee representatives to the monthly Labor Labor-Management Committee meeting to formulate the common areas of interest and to elect a spokesperson to present the items meetings will experience no loss in writing to the Labor Management Committee. Payment pay for attending this meeting will be at the discretion such meetings. All travel expenses of the Department Head. Spokesperson will be chosen on a rotating basis. Team employee representatives will be picked paid 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 parties shall agree to an agenda will in advance of regular meetings of the Committee. The Committee may also hold additional meetings by mutual agreement and such meetings shall be based on the problem areas brought scheduled no later than thirty (30) calendar days following receipt of a request for a Labor-Management meeting. Requests for such additional meetings shall be accompanied by a proposed agenda and request for any materials relevant to the attention of the Committee by the Team Representatives and on any area representative members of Labor Management feel need to meeting. Any relevant materials shall be discussed. Topics for discussion will be posted on the Union bulletin board and disseminated to Labor Management Committee members provided at least one (1) week prior in advance of all Committee meetings. Participants may choose to attend meetings by video or teleconference, unless the monthly meetingparties agree that an in-person meeting is necessary. NJP will release employees who are on the Labor-Management Committee from work for scheduled Labor-Management Committee meetings. NJP will pay the regular hourly rate to any non-exempt Labor-Management Committee members for the actual time spent representing the Union in any Labor- Management Committee meetings and traveling on the day of the meetings. This should be recorded on timesheets. On days where Labor-Management Committee meetings occur, exempt staff may record the hours of actual travel and Labor-Management Committee time in Legal Server and on timesheets. Section 4. Membership is subject to change through attrition and elected office, however, a one (1) week notice must 4.2 Appropriate resource persons may 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 in attendance at Labor-Management Committee will xxxxxx an element of cooperation and unity of organizational members, be they labor or management. Section 6meetings for specific agenda items as required. Meetings shall be held at least once per calendar month. Additional meetings may be scheduled by mutual agreement Resource persons do not serve as members of the committee. NJP employed resource persons will experience no loss in pay for attending Labor-Management Committee and the Department Headmeetings for a specific agenda item. Section 7. A quorum shall consist of two (2) members from labor and two (2) members from management.