LABOR MANAGEMENT COMMITTEE. 1. A Statewide Labor Management Committee consisting of not more than five (5) members selected by the VSEA from among bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. 2. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives of each party. 3. The parties agree that Agencies, Departments, facilities, or local worksites may establish Labor Management Committees. The numbers of participants selected in equal numbers by the appointing authorities and VSEA shall depend on the needs of the group and the agenda items to be discussed and may exceed four (4) persons for labor or management with the approval of the appointing authority in any instance. These Committees shall meet as needed to discuss issues of mutual concern; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. In the event the parties call a meeting, the Human Resources Department and the VSEA central office shall be notified at least three (3) working days prior to the meeting and may participate. Agreements which result from Labor Management discussions shall not produce any modifications to the collective bargaining agreement unless signed off by the VSEA’s Director(s) and the Secretary of Administration. Participation in Labor Management discussions shall not be construed as a waiver of the right of access to the collective bargaining process over mandatory subjects for collective bargaining. 4. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) representatives of each party. 5. Appropriate agenda items may include, but shall not be limited to, the following: expense reimbursement practices and procedures late paychecks vehicle parking workplace safety and health issues health risks from resident populations. problems of caseload/workload equity problems in seeking productivity gains and cost savings. A request to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and shall not be unreasonably denied. 6. The Human Resources Department will, during the life of this Agreement, meet at the request of the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under a successor agreement. 7. A labor management committee consisting of no more than five (5) representatives from each side shall be convened to review and make recommendations for improvements to the classification system to the Commissioner of Human Resources in order to make the system operate more effectively and efficiently. The recommendations of the committee shall be considered by the parties in bargaining for a successor to the 2001-2003 Agreement. 8. A two (2) person committee consisting of the Commissioner of Human Resources and the VSEA Director shall meet to study and examine the issue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reached.
Appears in 5 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. 1. A Statewide Labor Labor-Management Committee consisting of not more than five (5) members selected by the VSEA from among the bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject.
2. This Article is not intended to enlarge or diminish the rights and obligations Except as otherwise provided by law, a Departmental labor/management committee consisting of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5Commissioner and/or designee(s) and representatives of each party.
3. The parties agree that Agencies, Departments, facilities, or local worksites may establish Labor Management Committees. The numbers of participants selected in equal numbers by the appointing authorities State Police Bargaining Unit shall be established and VSEA shall depend on the needs of the group and the agenda items to be discussed and may exceed four (4) persons for labor or management with the approval of the appointing authority in any instance. These Committees shall meet as needed to discuss issues of mutual concern; provided, however, these sessions are not quarterly for the purpose of discussing pending grievances or for collective bargaining departmental rules and other professional matters of mutual concern.
3. Employee representation on any subjectthe labor/management committee may consist of up to seven (7) unit members at not more than two (2) meetings per year; otherwise, not more than four (4) members. In the event Participation at a labor/management meeting may be expanded upon agreement of the parties call to include a meeting, State Police member from the Human Resources Department and Supervisory Unit selected by the VSEA central office shall members of that Unit when the subjects to be notified at least three (3) working days prior to the meeting and may participatediscussed encompass department-wide matters.
4. Agreements which result from Labor Management labor-management discussions shall not produce any modifications to the collective bargaining agreement unless signed off by the VSEA’s Director(s) and the Secretary of Administration. Participation in Labor Management labor-management discussions shall not be construed as a waiver of the right of access to the collective bargaining process over mandatory subjects for collective bargaining.
4. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) representatives of each party.
5. Appropriate agenda items may include, but shall not be limited to, the following: expense reimbursement practices and procedures late paychecks vehicle parking workplace safety and health issues health risks from resident populations. problems of caseload/workload equity problems in seeking productivity gains and cost savings. A request to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and shall not be unreasonably denied.
6. The Human Resources Department will, during the life of this Agreement, meet at the request of the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under a successor agreement.
76. A labor management committee consisting of no more than five (5) representatives from each side shall Concerns and issues held by VSEA concerning the ADA and the State’s Reasonable Accommodation policy may be convened to review and make recommendations for improvements presented to the classification system to the Commissioner of Human Resources in order to make the system operate more effectively and efficiently. The recommendations of the committee shall be considered by the parties in bargaining for a successor to the 2001statewide labor-2003 Agreementmanagement committee.
8. A two (2) person committee consisting of the Commissioner of Human Resources and the VSEA Director shall meet to study and examine the issue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reached.
Appears in 4 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. 1. A Statewide Labor Management Committee committee consisting of not more than five (5) members selected by the VSEA from among the bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed upon agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject.
2. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives of each party.
3. The parties agree that Agencies, Departments, facilities, or local worksites may establish Labor Management Committeeslabor- management committees. Upon written request of the VSEA or the State, an Agency or Department must establish a labor-management committee for a six (6) month period to meet periodically and to discuss a mutually agreed upon agenda. After it is established it may be extended (or reinstituted after it lapses) only by mutual written agreement for additional six (6) month periods at the discretion of the Agency, Department and the VSEA. The numbers of participants participants, selected in equal numbers by the appointing authorities and VSEA VSEA, shall depend on the needs of the group and the agenda items to be discussed and may exceed four (4) persons for labor or management with the approval of the appointing authority in any instance. These Committees shall meet as needed to discuss issues of mutual concern; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. In the event the parties call a meeting, the Human Resources Department and the VSEA central office shall be notified at least three (3) working days prior to the meeting and may participate. Agreements which result from Labor Management labor-management discussions shall not produce any modifications to the collective bargaining agreement unless signed off by the VSEA’s Director(s) and the Secretary of Administration. Participation in Labor Management labor-management discussions shall not be construed as a waiver of the right of access to the collective bargaining process over mandatory subjects for collective bargaining.
4. This Article article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) representatives of each party.
5. Appropriate agenda items may include, but shall not be limited to, the following: • expense reimbursement practices and procedures • late paychecks • vehicle parking • workplace safety and health issues • health risks from resident populations. populations • staffing levels/problems • career ladders systems • problems of caseload/workload equity • problems in seeking productivity gains and cost savings. savings A request to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and shall not be unreasonably denied.
6. The Human Resources Department will, during the life of this Agreement, meet at the request of the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under a successor agreement.
7. A labor management committee consisting of no more than five (5) representatives from each side shall be convened to review and make recommendations for improvements to the classification system to the Commissioner of Human Resources in order to make the system operate more effectively and efficiently. The recommendations of the committee shall be considered by the parties in bargaining for a successor to the 2001-2003 Agreement.
8. A two (2) person committee consisting of the Commissioner of Human Resources and the VSEA Director shall meet to study and examine the issue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reached.
Appears in 4 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. 1. A Statewide Labor Management Committee consisting of not more than five (5) members selected by the VSEA from among bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject.
2. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives of each party.
3. The parties agree that Agencies, Departments, facilities, or local worksites may establish Labor Management Committees. The numbers of participants selected in equal numbers by the appointing authorities and VSEA shall depend on the needs of the group and the agenda items to be discussed and may exceed four (4) persons for labor or management with the approval of the appointing authority in any instance. These Committees shall meet as needed to discuss issues of mutual concern; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. In the event the parties call a meeting, the Human Resources Department and the VSEA central office shall be notified at least three (3) working days prior to the meeting and may participate. Agreements which result from Labor Management discussions shall not produce any modifications to the collective bargaining agreement unless signed off by the VSEA’s Director(s) and the Secretary of Administration. Participation in Labor Management discussions shall not be construed as a waiver of the right of access to the collective bargaining process over mandatory subjects for collective bargaining.
4. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) representatives of each party.
5. Appropriate agenda items may include, but shall not be limited to, the following: expense reimbursement practices and procedures late paychecks vehicle parking workplace safety and health issues health risks from resident populations. problems of caseload/workload equity problems in seeking productivity gains and cost savings. A request to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and shall not be unreasonably denied.
6. The Human Resources Department will, during the life of this Agreement, meet at the request of the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under a successor agreement.
7. A labor management committee consisting of no more than five (5) representatives from each side shall be convened to review and make recommendations for improvements to the classification system to the Commissioner of Human Resources in order to make the system operate more effectively and efficiently. The recommendations of the committee shall be considered by the parties in bargaining for a successor to the 2001-2003 Agreement.
8. A two (2) person committee consisting of the Commissioner of Human Resources and the VSEA Director shall meet to study and examine the issue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reached.
Appears in 4 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. 1. A Statewide Labor Management Committee consisting The Town and the Union agree in the interest of efficient management and harmonious employee relations that meetings be held at the request of either party, but not more than five quarterly, between Union representatives and the Fire Chief and his designee and a responsible administrative representative(s) of the Employer. Such meetings may be requested by either party at least seven (57) members selected days in advance by placing in writing a request to the VSEA from among bargaining units represented by VSEA other for a "labor-management meeting" and not more than five (5) members selected by expressly providing the State shall meet periodically to discuss a agenda for such meeting. Such meetings, times and locations, if mutually agreed agenda upon, shall be limited to:
(1) a discussion on the implementation and general administration of this agreement; or,
(2) a sharing of general information of interest or discussion of concerns to the parties; or
(3) notifying labor representatives about certain changes which may include methods affect employees.
A. Content. It is expressly understood and agreed that such meetings shall be exclusive of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are the grievance procedure. Specific grievances being processed under the grievance procedure shall not be considered at "labor-management meetings," nor shall negotiations for the purpose of discussing pending grievances altering any or for collective bargaining all of the terms of this Agreement be carried on any subjectat such meetings unless mutually agreed.
2B. Attendance. This Article is Attendance at "labor-management meetings" shall be voluntary on the employee's part, and attendance during such meetings shall not intended be considered time worked for compensation purpose. Normally, three (3) persons from each side shall attend these meetings, schedules permitting. Attendance by bargaining unit members at such meetings shall not interfere with required duty time, and attendance may be during duty time if mutually agreed between the Fire Chief or his designee and the Union representative.
C. In order to enlarge or diminish maintain and improve upon this positive relationship, the rights Town and obligations Union agree to maintain open lines of communication by convening annual meetings of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives of each party.
3. The parties agree that Agencies, Departments, facilities, or local worksites may establish Labor Management Committees. The numbers of participants selected in equal numbers by the appointing authorities Town and VSEA shall depend on the needs of the group and the agenda items to be discussed and may exceed four (4) persons for labor or management with the approval of the appointing authority in any instance. These Committees shall meet as needed bargaining unit members to discuss issues of mutual concern; provided, however, these concern and interest to either or both parties. The parties shall meet during the annual “Meet and Confer” sessions are not for afforded to non-bargaining unit employees. The Union agrees that the purpose of discussing pending grievances or for collective bargaining on any subject. In the event the parties call a meeting, the Human Resources Department and the VSEA central office format shall be notified at least three (3) working days prior to the meeting and may participate. Agreements follow that which result from Labor Management discussions shall not produce any modifications to the collective bargaining agreement unless signed off is used by the VSEA’s Director(s) Town for non-bargaining unit meet and the Secretary of Administration. Participation in Labor Management discussions shall not be construed as a waiver of the right of access to the collective bargaining process over mandatory subjects for collective bargaining.
4. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) representatives of each party.
5. Appropriate agenda items may include, but shall not be limited to, the following: expense reimbursement practices and procedures late paychecks vehicle parking workplace safety and health issues health risks from resident populations. problems of caseload/workload equity problems in seeking productivity gains and cost savings. A request to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and shall not be unreasonably denied.
6confer sessions. The Human Resources Department will, during the life of this Agreement, Town will meet at the request of the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under a successor agreementwith each shift separately.
7. A labor management committee consisting of no more than five (5) representatives from each side shall be convened to review and make recommendations for improvements to the classification system to the Commissioner of Human Resources in order to make the system operate more effectively and efficiently. The recommendations of the committee shall be considered by the parties in bargaining for a successor to the 2001-2003 Agreement.
8. A two (2) person committee consisting of the Commissioner of Human Resources and the VSEA Director shall meet to study and examine the issue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reached.
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. 1. A Statewide Labor A. The District and the Union shall form a joint Labor/Management Committee consisting of not more than five (5LMC) members selected by the VSEA from among bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss as a mutually agreed agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not mechanism for the purpose of discussing pending grievances or for collective bargaining on any subject.
2. This Article is not intended to enlarge or diminish the rights and obligations of dialogue between the parties and as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives of each party.
3. The parties agree that Agencies, Departments, facilities, or local worksites may establish Labor Management Committees. The numbers of participants selected in equal numbers by the appointing authorities and VSEA shall depend on the needs of the group and the agenda items to be discussed and may exceed four (4) persons for labor or management with the approval of the appointing authority in any instance. These Committees shall meet as needed a vehicle to discuss issues of mutual concern; provided, however, these sessions are not for concern to the purpose parties. The parties may in turn create additional subcommittees underneath the auspices of discussing pending grievances or for collective bargaining on any subject. In the event LMC as the parties call a meeting, may deem appropriate. All subcommittee activity must relate to the Human Resources Department and the VSEA central office subcommittee’s assigned topic.
B. The LMC shall be notified at least composed of six (6) members with three (3) working days prior to the meeting and may participate. Agreements which result from Labor Management discussions shall not produce any modifications to the collective bargaining agreement unless signed off members appointed by the VSEA’s Director(sUnion and three (3) members appointed by the District. Permanent or temporary membership on the LMC may be expanded by mutual agreement of the Union and the Secretary District. Guests shall be permitted to appear at the request of Administrationeither party to provide relevant information.
C. The LMC shall meet at least once each month, unless mutually agreed otherwise. Participation If LMC meetings are scheduled during work hours, committee members shall be in Labor Management discussions pay status during time spent in committee meetings. Time spent in meetings shall neither be charged to leave nor considered to be overtime worked. A bargaining unit member serving on the LMC shall coordinate any necessary coverage of regular duties with his/her immediate supervisor; however, attendance at committee meetings may not be denied except in emergency.
D. The parties agree that the LMC shall be on a meet-and-confer basis only. The LMC shall not be construed as a waiver having the authority or entitlement to negotiate collective bargaining contract language, or to contravene any provision of the right of access collective bargaining agreement, or to enter into any agreements binding on the parties to the collective bargaining process over mandatory subjects for collective bargainingagreement, or to resolve issues or disputes surrounding the implementation of the Collective Bargaining Agreement.
4. This Article is not intended to enlarge or diminish the rights and obligations E. Committee recommendations which may require a negotiated Memorandum of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) representatives of each party.
5. Appropriate agenda items may include, but Understanding shall not be limited toimplemented until the Memorandum has been signed by the District’s and the Union’s respective designees. Any recommendation which requires an amendment of the Collective Bargaining Agreement must be approved of by the District’s Board of Directors and by the Union through its internal ratification processes.
F. At the conclusion of each fiscal year, the following: expense reimbursement practices and procedures late paychecks vehicle parking workplace safety and health issues health risks from resident populations. problems of caseload/workload equity problems in seeking productivity gains and cost savings. A request to include work related items as agenda items for continuing discussion or recommendation parties shall be carefully considered and shall not be unreasonably denied.
6. The Human Resources Department will, during review the life of this Agreement, meet at the request concept of the VSEA to further study LMC and discuss whatwhether it should be modified, if anycontinued, adoption benefits might be appropriate as future fringe benefits under a successor agreementor discontinued.
7. A labor management committee consisting of no more than five (5) representatives from each side shall be convened to review and make recommendations for improvements to the classification system to the Commissioner of Human Resources in order to make the system operate more effectively and efficiently. The recommendations of the committee shall be considered by the parties in bargaining for a successor to the 2001-2003 Agreement.
8. A two (2) person committee consisting of the Commissioner of Human Resources and the VSEA Director shall meet to study and examine the issue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reached.
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. 1. A Statewide Labor Management Committee committee consisting of not more than five (5) members selected by the VSEA from among the bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed upon agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject.
2. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives of each party.
3. The parties agree that Agencies, Departments, facilities, or local worksites may establish Labor Management Committeeslabor- management committees. Upon written request of the VSEA or the State, an Agency or Department must establish a labor-management committee for a six (6) month period to meet periodically and to discuss a mutually agreed upon agenda. After it is established it may be extended (or reinstituted after it lapses) only by mutual written agreement for additional six (6) month periods at the discretion of the Agency, Department and the VSEA. The numbers of participants participants, selected in equal numbers by the appointing authorities and VSEA VSEA, shall depend on the needs of the group and the agenda items to be discussed and may exceed four (4) persons for labor or management with the approval of the appointing authority in any instance. These Committees shall meet as needed to discuss issues of mutual concern; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. In the event the parties call a meeting, the Human Resources Department and the VSEA central office shall be notified at least three (3) working days prior to the meeting and may participate. Agreements which result from Labor Management labor-management discussions shall not produce any modifications to the collective bargaining agreement unless signed off by the VSEA’s Director(s) and the Secretary of Administration. Participation in Labor Management labor-management discussions shall not be construed as a waiver of the right of access to the collective bargaining process over mandatory subjects for collective bargaining.
4. This Article article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) representatives of each party.
5. Appropriate agenda items may include, but shall not be limited to, the following: expense reimbursement practices and procedures late paychecks vehicle parking workplace safety and health issues health risks from resident populations. populations staffing levels/problems career ladders systems problems of caseload/workload equity problems in seeking productivity gains and cost savings. savings A request to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and shall not be unreasonably denied.
6. The Human Resources Department will, during the life of this Agreement, meet at the request of the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under a successor agreement.
7. A labor management committee consisting of no more than five (5) representatives from each side shall be convened to review and make recommendations for improvements to the classification system to the Commissioner of Human Resources in order to make the system operate more effectively and efficiently. The recommendations of the committee shall be considered by the parties in bargaining for a successor to the 2001-2001 – 2003 Agreement.
8. A two (2) person committee consisting of the Commissioner of Human Resources and the VSEA Director shall meet me to study and examine the issue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reached.
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. 1. A Statewide Labor Management Committee consisting of not more than five (5) members selected by the VSEA from among bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject.
2. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives of each party.
3. The parties agree that Agencies, Departments, facilities, or local worksites may establish Labor Management Committees. The numbers of participants selected in equal numbers by the appointing authorities and VSEA shall depend on the needs of the group and the agenda items to be discussed and may exceed four (4) persons for labor or management with the approval of the appointing authority in any instance. These Committees shall meet as needed to discuss issues of mutual concern; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. In the event the parties call a meeting, the Human Resources Department and the VSEA central office shall be notified at least three (3) working days prior to the meeting and may participate. Agreements which result from Labor Management discussions shall not produce any modifications to the collective bargaining agreement unless signed off by the VSEA’s Director(s) and the Secretary of Administration. Participation in Labor Management discussions shall not be construed as a waiver of the right of access to the collective bargaining process over mandatory subjects for collective bargaining.
4. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) representatives of each party.
5. Appropriate agenda items may include, but shall not be limited to, the following: expense reimbursement practices and procedures late paychecks vehicle parking workplace safety and health issues health risks from resident populations. problems of caseload/workload equity problems in seeking productivity gains and cost savings. A request to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and shall not be unreasonably denied.
6. The Human Resources Department will, during the life of this Agreement, meet at the request of the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under a successor agreement.
7. A labor management committee consisting of no more than five (5) representatives from each side shall be convened to review and make recommendations for improvements to the classification system to the Commissioner of Human Resources in order to make the system operate more effectively and efficiently. The recommendations of the committee shall be considered by the parties in bargaining for a successor to the 2001-2003 Agreement.
8. A two (2) person committee consisting of the Commissioner of Human Resources and the VSEA Director shall meet to study and examine the issue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reached.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. 1. A Statewide Labor Labor-Management Committee consisting of not more than five (5) members selected by the VSEA from among the bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. Additionally, three (3) functional group Labor-Management Committees, for and from CCSC, CRSU and the facilities respectively, shall meet periodically to discuss how the above referenced issues relate specifically to such functional groups.
2. This Article article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives of each party.
3. The Between July 1, 2012 and December 31, 2012, at the request of either the Department or VSEA, facilities, or local worksites, shall establish labor-management committees. Thereafter, the parties agree that Agencies, Departments, facilities, or local worksites may establish labor-management committees. Labor Management Committees. The numbers Committees established under this section shall be comprised of participants no more than six (6) persons selected in equal numbers by the appropriate appointing authorities authority (or designee) and VSEA shall depend six (6) persons selected by the VSEA. Depending on the needs of the group and the agenda items to be discussed and discussed, the number of selected participants may exceed four be increased to ten (410) persons for labor or management with the approval of the appointing authority in any such instance. These Committees shall meet as needed to discuss issues of mutual concern; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. In the event If the parties call a meeting, the Human Resources Department and the VSEA central office shall be notified at least three (3) working days prior to the meeting and may participate. Copies of any formal notes or minutes recorded from any such meeting shall be concurrently sent to the VSEA and the Human Resources Department. Agreements which result from Labor Management labor-management discussions shall not produce any modifications to the collective bargaining agreement unless signed off by the VSEA’s Director(s) and the Secretary of Administration. Participation in Labor Management labor-management discussions shall not be construed as a waiver of the right of access to the collective bargaining process over mandatory subjects for collective bargaining.
4. This Article article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) representatives of each party.
5. Appropriate agenda items may include, but shall not be limited to, the following: expense reimbursement practices and procedures • late paychecks • vehicle parking • workplace safety and health issues • work rule posting procedures • health risks from resident populations. problems of caseload/workload equity problems in seeking productivity gains and cost savings. A request to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and shall not be unreasonably denied.
6. The Human Resources Department will, during the life of this Agreement, meet at the request of the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under a successor agreement.
7. The Department Labor Management Committee may discuss the issue of alternate workweek schedules for Probation & Parole Officer, ISPOs, CO-3’s and CSS employees working out of District Probation & Parole Offices.
8. Each correctional facility shall have a Labor-Management Committee which shall meet on a regular basis.
9. Concerns and issues held by VSEA concerning the ADA and the State’s Reasonable Accommodation policy may be presented to the statewide labor-management committee.
10. A labor management committee consisting of no more than five (5) representatives from each side shall be convened to review and make recommendations for improvements to the classification system to the Commissioner of Human Resources in order to make the system operate more effectively and efficiently. The recommendations of the committee shall be considered by the parties in bargaining for a successor to the 2001-2003 Agreement.
811. A two (2) person committee consisting of the Commissioner of Human Resources and the VSEA Director shall meet to study and examine the issue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reached.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. 1. A Statewide Labor A. The District and the Union shall form a joint Labor/Management Committee consisting of not more than five (5LMC) members selected by the VSEA from among bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss as a mutually agreed agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not mechanism for the purpose of discussing pending grievances or for collective bargaining on any subject.
2. This Article is not intended to enlarge or diminish the rights and obligations of dialogue between the parties and as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives of each party.
3. The parties agree that Agencies, Departments, facilities, or local worksites may establish Labor Management Committees. The numbers of participants selected in equal numbers by the appointing authorities and VSEA shall depend on the needs of the group and the agenda items to be discussed and may exceed four (4) persons for labor or management with the approval of the appointing authority in any instance. These Committees shall meet as needed a vehicle to discuss issues of mutual concern; provided, however, these sessions are not for concern to the purpose parties. The parties may in turn create additional subcommittees underneath the auspices of discussing pending grievances or for collective bargaining on any subject. In the event LMC as the parties call a meeting, may deem appropriate. All subcommittee activity must relate to the Human Resources Department and the VSEA central office subcommittee’s assigned topic.
B. The LMC shall be notified at least composed of six (6) members with three (3) working days prior to the meeting and may participate. Agreements which result from Labor Management discussions shall not produce any modifications to the collective bargaining agreement unless signed off members appointed by the VSEA’s Director(sUnion and three (3) members appointed by the District. The OSEA Field Representative may also attend. Permanent or temporary membership on the LMC may be expanded by mutual agreement of the Union and the Secretary District. Guests shall be permitted to appear at the request of Administrationeither party to provide relevant information.
C. The LMC shall meet at least once each month, unless mutually agreed otherwise. Participation If LMC meetings are scheduled during work hours, committee members shall be in Labor Management discussions pay status during time spent in committee meetings. Time spent in meetings shall neither be charged to leave nor considered to be overtime worked. Bargaining unit members serving on the LMC shall coordinate any necessary coverage of regular duties with their immediate supervisor; however, attendance at committee meetings may not be denied except in emergency.
D. The parties agree that the LMC shall be on a meet-and-confer basis only. The LMC shall not be construed as a waiver having the authority or entitlement to negotiate collective bargaining contract language, or to contravene any provision of the right of access collective bargaining agreement, or to enter into any agreements binding on the parties to the collective bargaining process over mandatory subjects for collective bargainingagreement, or to resolve issues or disputes surrounding the implementation of the Collective Bargaining Agreement.
4. This Article is not intended to enlarge or diminish the rights and obligations E. Committee recommendations which may require a negotiated Memorandum of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) representatives of each party.
5. Appropriate agenda items may include, but Understanding shall not be limited toimplemented until the Memorandum has been signed by the District’s and the Union’s respective designees. Any recommendation which requires an amendment of the Collective Bargaining Agreement must be approved of by the District’s Board of Directors and by the Union through its internal ratification processes.
F. At the conclusion of each fiscal year, the following: expense reimbursement practices parties shall review the concept of the LMC and procedures late paychecks vehicle parking workplace safety and health issues health risks from resident populations. problems of caseload/workload equity problems in seeking productivity gains and cost savings. A request to include work related items as agenda items for continuing discussion whether it should be modified, continued, or recommendation shall be carefully considered and shall not be unreasonably denieddiscontinued.
6. The Human Resources Department will, during the life of this Agreement, meet at G. At the request of the VSEA to further study and discuss whateither party, if any, adoption benefits might LMC meetings may be appropriate as future fringe benefits under discontinued during bargaining a full successor agreement. LMC meetings will resume, once the successor CBA has been ratified by both parties.
7. A labor management committee consisting of no more than five (5) representatives from each side shall be convened to review and make recommendations for improvements to the classification system to the Commissioner of Human Resources in order to make the system operate more effectively and efficiently. The recommendations of the committee shall be considered by the parties in bargaining for a successor to the 2001-2003 Agreement.
8. A two (2) person committee consisting of the Commissioner of Human Resources and the VSEA Director shall meet to study and examine the issue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reached.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. 1. A Statewide Labor Labor-Management Committee consisting of not more than five (5) members selected by the VSEA from among the bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. Additionally, three (3) functional group Labor-Management Committees, for and from CCSC, CRSU and the facilities respectively, shall meet periodically to discuss how the above referenced issues relate specifically to such functional groups.
2. This Article article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives of each party.
3. At the request of either the Department or VSEA, facilities, or local worksites, shall establish labor- management committees. The parties agree that Agencies, Departments, facilities, or local worksites may establish labor-management committees. Labor Management Committees. The numbers Committees established under this section shall be comprised of participants no more than six (6) persons selected in equal numbers by the appropriate appointing authorities authority (or designee) and VSEA shall depend six (6) persons selected by the VSEA. Depending on the needs of the group and the agenda items to be discussed and discussed, the number of selected participants may exceed four be increased to ten (410) persons for labor or management with the approval of the appointing authority in any such instance. These Committees shall meet as needed to discuss issues of mutual concern; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. In the event If the parties call a meeting, the Human Resources Department and the VSEA central office shall be notified at least three (3) working days prior to the meeting and may participate. Copies of any formal notes or minutes recorded from any such meeting shall be concurrently sent to the VSEA and the Human Resources Department. Agreements which result from Labor Management labor-management discussions shall not produce any modifications to the collective bargaining agreement unless signed off by the VSEA’s Director(s) and the Secretary of Administration. Participation in Labor Management labor-management discussions shall not be construed as a waiver of the right of access to the collective bargaining process over mandatory subjects for collective bargaining.
4. This Article article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) representatives of each party.
5. Appropriate agenda items may include, but shall not be limited to, the following: expense reimbursement practices and procedures • late paychecks • vehicle parking • workplace safety and health issues • work rule posting procedures • health risks from resident populations. problems of caseload/workload equity problems in seeking productivity gains and cost savings. A request to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and shall not be unreasonably denied.
6. The Human Resources Department willLabor Management Committee may discuss the issue of alternate workweek schedules for Probation & Parole Officer, during the life ISPOs, CO-3’s and CSS employees working out of this Agreement, meet at the request of the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under a successor agreementDistrict Probation & Parole Offices.
7. A labor management committee consisting of no more than five (5) representatives from each side Each correctional facility shall be convened to review and make recommendations for improvements to the classification system to the Commissioner of Human Resources in order to make the system operate more effectively and efficiently. The recommendations of the committee have a Labor-Management Committee which shall be considered by the parties in bargaining for meet on a successor to the 2001-2003 Agreementregular basis.
8. A two (2) person committee consisting of Concerns and issues held by VSEA concerning the Commissioner of Human Resources ADA and the VSEA Director shall meet State’s Reasonable Accommodation policy may be presented to study and examine the issue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reachedstatewide labor-management committee.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. Section 1. A Statewide Labor Labor/Management Committee consisting of not two (2) local representative’s from the Bargaining Unit and an appropriate number of two (2) or more than five (5) members selected representing the Employer will be established. Additional individuals may be permitted to provide information germane to unique issues at hand. This Committee will meet in February, May, August and November of each year of this Agreement or as mutually agreed by the VSEA from among bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically parties.
Section 2. The quarterly meetings are established to discuss a mutually agreed agenda items of concern which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems are inappropriate for contract discussions which have an impact on conditions of employment; provided, however, these sessions are not for deal with the purpose of discussing pending grievances or for collective bargaining on any subject.
2. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives of each party.
3. The parties agree that Agencies, Departments, facilities, or local worksites may establish Labor Management Committees. The numbers of participants selected in equal numbers by the appointing authorities and VSEA shall depend on the needs of the group Employer and the agenda items to be discussed and may exceed four (4) persons for labor or management with the approval of the appointing authority in any instanceEmployees. These Committees shall meet as needed to discuss issues of mutual concern; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. In the event the parties call a meeting, the Human Resources Department and the VSEA central office Each item shall be notified at least three submitted ten (310) working days prior to the meeting and may participateeach item shall be fully discussed in this written form as to what the concern is and what the possible solutions are. Agreements which result Both sides will then determine and set the agenda from Labor Management discussions shall not produce any modifications these proposals prior to the collective meeting.
Section 3. The names of those representatives for the employees shall be submitted to Management ten (10) days prior to the scheduled meeting. Additional meetings may be held if necessary and agreed upon by all parties. Such meetings and locations shall be limited to the following:
1. Discussions on the implementation and general administration of this contract.
2. A sharing of general information to the interest of all parties.
3. Changes in non-bargaining agreement unless signed off conditions of employment contemplated by the VSEA’s Director(s) and the Secretary of Administration. Participation in Labor Management discussions shall not be construed as a waiver of the right of access to the collective bargaining process over mandatory subjects for collective bargainingEmployer which may affect employees.
4. This Article is Items which the employee wishes Management to consider which are not intended to enlarge or diminish the rights and obligations conditions of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal bargaining contract. It is understood and agreed that such meetings between fewer than four (4) representatives shall be exclusive of each party.
5the grievance procedure. Appropriate agenda items may include, but Grievances being processed under the grievance procedure shall not be limited toconsidered at Labor/ Management conferences, nor shall negotiations for the following: expense reimbursement practices and procedures late paychecks vehicle parking workplace safety and health issues health risks purpose of altering any or all of the terms of this Agreement be carried on at such meetings. When absence from resident populations. problems of caseload/workload equity problems in seeking productivity gains and cost savings. A request work is required to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and attend Labor/ Management meetings, Bargaining Unit members shall not be unreasonably denied.
6granted work leave unless approved by Management. The Human Resources Department will, during the life of this Agreement, meet at the request of the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under a successor agreement.
7. A labor management committee consisting of no more than five (5) representatives from each side shall be convened to review and make recommendations for improvements to the classification system to the Commissioner of Human Resources in order to make the system operate more effectively and efficiently. The recommendations of the committee shall be considered by the parties in bargaining for a successor to the 2001Those Bargaining Unit members on off-2003 Agreement.
8. A two (2) person committee consisting of the Commissioner of Human Resources and the VSEA Director shall meet to study and examine the issue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures duty time shall not be available in the event agreement is not reachedcompensated for attending these meetings.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. 1. A Statewide Labor Labor-Management Committee consisting of not more than five (5) members selected by the VSEA from among the bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. Additionally, three (3) functional group Labor-Management Committees, for and from CCSC, CRSU and the facilities respectively, shall meet periodically to discuss how the above referenced issues relate specifically to such functional groups.
2. This Article article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives of each party.
3. The parties agree that Agencies, Departments, facilities, or local worksites may establish labor- management committees. Labor Management Committees. The numbers Committees established under this section shall be comprised of participants no more than six (6) persons selected in equal numbers by the appropriate appointing authorities authority (or designee) and VSEA shall depend six (6) persons selected by the VSEA. Depending on the needs of the group and the agenda items to be discussed and discussed, the number of selected participants may exceed four be increased to ten (410) persons for labor or management with the approval of the appointing authority in any such instance. These Committees shall meet as needed to discuss issues of mutual concern; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. In the event If the parties call a meeting, the Human Resources Department and the VSEA central office shall be notified at least three (3) working days prior to the meeting and may participate. Agreements which result Copies of any formal notes or minutes recorded from Labor Management discussions any such meeting shall not produce any modifications be concurrently sent to the collective bargaining agreement unless signed off by the VSEA’s Director(s) VSEA and the Secretary of Administration. Participation in Labor Management discussions shall not be construed as a waiver of the right of access to the collective bargaining process over mandatory subjects for collective bargainingHuman Resources Department.
4. This Article article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) representatives of each party.
5. Appropriate agenda items may include, but shall not be limited to, the following: expense reimbursement practices and procedures • late paychecks • vehicle parking • workplace safety and health issues • work rule posting procedures • health risks from resident populations. problems of caseload/workload equity problems in seeking productivity gains and cost savings. A request to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and shall not be unreasonably denied.
6. The Human Resources Department will, during the life of this Agreement, meet at the request of the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under a successor agreement.
7. The Department Labor Management Committee may discuss the issue of alternate workweek schedules for Probation & Parole Officer, ISPOs, CO-3’s and CSS employees working out of District Probation & Parole Offices.
8. Each correctional facility shall have a Labor-Management Committee which shall meet on a regular basis.
9. Concerns and issues held by VSEA concerning the ADA and the State’s Reasonable Accommodation policy may be presented to the statewide labor-management committee.
10. A labor management committee consisting of no more than five (5) representatives from each side shall be convened to review and make recommendations for improvements to the classification system to the Commissioner of Human Resources in order to make the system operate more effectively and efficiently. The recommendations of the committee shall be considered by the parties in bargaining for a successor to the 2001-2003 Agreement.
811. A two (2) person committee consisting of the Commissioner of Human Resources and the VSEA Director shall meet to study and examine the issue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reached.
12. During the life of this Agreement, a study committee, consisting of four (4) representatives from the State and the VSEA, shall be created to examine the creation of appropriate physical fitness standards and appropriate incentives, the recommendations of the study committee to be considered by the parties in bargaining for the 2003-2005 Agreement.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. Section 1. A Statewide Labor Labor-Management Committee consisting shall be established for the term of not more than five this Agreement. The committee shall consist of four (54) members selected by 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 VSEA from among 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 be representative of both bargaining units represented by VSEA and not more than five (5) members selected by the State PBA. The committee shall meet periodically to discuss a mutually agreed agenda which may include methods determine its rules of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subjectoperation.
Section 2. This Article is not intended to enlarge or diminish The Sheriff and the rights and obligations PBA agree that either party may request a meeting of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives of each party.
3. The parties agree that Agencies, Departments, facilities, or local worksites may establish Labor Management Committees. The numbers of participants selected in equal numbers by the appointing authorities and VSEA shall depend on the needs of the group and the agenda items to be discussed and may exceed four (4) persons for labor or management with the approval of the appointing authority in any instance. These Committees shall meet as needed committee to discuss issues of mutual concern; provided, however, these sessions are concern with the other on an as-needed basis. The requesting party shall submit a written request specifying the issue or issues to be 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 discuss grievances subject to the purpose grievance procedures detailed in the Grievance Article of discussing pending grievances or for collective bargaining on any subjectthis Agreement. In Meetings shall last no more than one hour unless mutually extended by the event parties.
Section 3. When the parties call PBA requests a meeting, said request shall be made to the Human Resources Department Director. When the Sheriff or his designee requests a meeting, said request shall be made to the PBA Executive Director or President, or another PBA officer or Sheriff’s Office PBA xxxxxxx.
Section 4. Committee meetings shall be scheduled for a mutually agreed upon time and place. PBA representatives shall be excused from work by their non-bargaining unit supervisor, operations permitting, and shall not suffer a 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 considered time worked.
Section 5. The Sheriff will appoint at least one employee and an alternate represented by one of the two PBA bargaining units to any employee committee formed to address any issue or benefit directly affecting the 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 VSEA central office Sheriff. The PBA’s designated member and alternate shall be notified at least three (3) working days prior to the of any meeting and may participate. Agreements which result from Labor Management discussions shall not produce any modifications to the collective bargaining agreement unless signed off by the VSEA’s Director(s) and the Secretary of Administration. Participation in Labor Management discussions shall not be construed as a waiver of the right of access to the collective bargaining process over mandatory subjects for collective bargaining.
4. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) representatives of each party.
5. Appropriate agenda items may include, but shall not be limited to, the following: expense reimbursement practices and procedures late paychecks vehicle parking workplace safety and health issues health risks from resident populations. problems of caseload/workload equity problems in seeking productivity gains and cost savings. A request to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and shall not be unreasonably denied.
6. The Human Resources Department will, during the life of this Agreement, meet at the request of the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under a successor agreement.
7. A labor management committee consisting of no more than five (5) representatives from each side shall be convened to review and make recommendations for improvements to the classification system to the Commissioner of Human Resources in order to make the system operate more effectively and efficiently. The recommendations of the committee shall be considered by or subcommittee to which the parties in bargaining for a successor to the 2001-2003 Agreementmember is appointed.
8. A two (2) person committee consisting of the Commissioner of Human Resources and the VSEA Director shall meet to study and examine the issue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reached.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. 1. A Statewide Judiciary Labor Management Committee committee consisting of not more than five (5) four members selected by the VSEA from among the bargaining units represented by VSEA unit and not more than five (5) four members selected by the State Judiciary shall meet periodically quarterly, unless otherwise mutually agreed upon, to discuss a mutually agreed agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or . The Committee shall also consider the development of appropriate employee evaluation forms and other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject.
2. This Article is not intended to enlarge or diminish The Labor/Management Committee shall also determine the rights and obligations appropriate appearance of the parties as otherwise required by law Judiciary blazers for Court Officers and Court Security & Screening Officers. Court Officers and Court Security & Screening Officers shall receive reimbursement or vouchers for the purchase of two (2) blazers upon hire, and one (1) blazer for each year thereafter before July 1. Existing practices with regard to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives the cleaning and maintenance of each partysuch blazers shall be continued. The annual sum of $100 per Court Officer/Court Security & Screening Officer shall be allocated for this purpose.
3. The parties agree that Agencies, Departments, facilities, or local worksites Court Administrator’s Office shall comply with VOSHA and other State and Federal statutory safety and health requirements. Complaints over health and safety concerns may establish Labor Management Committees. The numbers of participants selected in equal numbers by the appointing authorities and VSEA shall depend on the needs of the group and the agenda items to be discussed and may exceed four (4) persons for labor or management with the approval of the appointing authority in any instance. These Committees shall meet as needed to discuss issues of mutual concern; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. In the event the parties call a meeting, the Human Resources Department and the VSEA central office shall be notified at least three (3) working days prior referred to the meeting and may participate. Agreements which result from Labor Statewide Labor-Management discussions shall not produce any modifications to the collective bargaining agreement unless signed off by the VSEA’s Director(s) and the Secretary of Administration. Participation in Labor Management discussions shall not be construed as a waiver of the right of access to the collective bargaining process over mandatory subjects for collective bargainingCommittee.
4. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) three representatives of each party.
5. Appropriate agenda items may include, but Agreements which result from labor management discussions shall not produce any modifications to the collective bargaining agreement unless signed off by the VSEA’s Director(s) and the Court Administrator. Participation in labor-management discussions shall not be limited to, construed as a waiver of the following: expense reimbursement practices and procedures late paychecks vehicle parking workplace safety and health issues health risks from resident populations. problems right of caseload/workload equity problems in seeking productivity gains and cost savingsaccess to the collective bargaining process over mandatory subjects for collective bargaining.
6. A request to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and shall not be unreasonably denied.
6. The Human Resources Department will, during the life of this Agreement, meet at the request of the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under a successor agreement.
7. A labor management committee consisting of no more than five (5) representatives from each side shall be convened to review and make recommendations for improvements to the classification system to the Commissioner of Human Resources in order to make the system operate more effectively and efficiently. The recommendations of the committee shall be considered by the parties in bargaining for a successor to the 2001-2003 Agreement.
8. A two (2) person committee consisting of the Commissioner of Human Resources and the VSEA Director shall meet to study and examine the issue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reached.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. 1. A Statewide Labor Management Committee consisting of not more than five (5) members selected by the VSEA from among bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject.
2. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives of each party.
3. The parties agree that Agencies, Departments, facilities, or local worksites may establish Labor Management Committees. The numbers of participants selected in equal numbers by the appointing authorities and VSEA shall depend on the needs of the group and the agenda items to be discussed and may exceed four (4) persons for labor or management with the approval of the appointing authority in any instance. These Committees shall meet as needed to discuss issues of mutual concern; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. In the event the parties call a meeting, the Human Resources Department and the VSEA central office shall be notified at least three (3) working days prior to the meeting and may participate. Agreements which result from Labor Management discussions shall not produce any modifications to the collective bargaining agreement unless signed off by the VSEA’s Director(sVSE irector(s) and the Secretary of Administration. Participation in Labor Management discussions shall not be construed as a waiver of the right of access to the collective bargaining process over mandatory subjects for collective bargaining.
4. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) representatives of each party.
5. Appropriate agenda items may include, but shall not be limited to, the following: expense reimbursement practices and procedures late paychecks vehicle parking workplace safety and health issues health risks from resident populations. problems of caseload/workload equity problems in seeking productivity gains and cost savings. A request to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and shall not be unreasonably denied.
6. The Human Resources Department will, during the life of this Agreement, meet at the request of the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under a successor agreement.
7. A labor management committee consisting of no more than five (5) representatives from each side shall be convened to review and make recommendations for improvements to the classification system to the Commissioner of Human Resources in order to make the system operate more effectively and efficiently. The recommendations of the committee shall be considered by the parties in bargaining for a successor to the 2001-2003 Agreement.
8. A two (2) person committee consisting of the Commissioner of Human Resources and the VSEA Director shall meet to study and examine the issue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reached.
Appears in 1 contract
Samples: Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. 1. A Statewide Labor Management Committee committee consisting of not more than five (5) members selected by the VSEA from among the bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed upon agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject.
2. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives of each party.
3. The parties agree that Agencies, Departments, facilities, or local worksites may establish Labor Management Committeeslabor- management committees. Upon written request of the VSEA or the State, an Agency or Department must establish a labor-management committee for a six (6) month period to meet periodically and to discuss a mutually agreed upon agenda. After it is established it may be extended (or reinstituted after it lapses) only by mutual written agreement for additional six (6) month periods at the discretion of the Agency, Department and the VSEA. The numbers of participants participants, selected in equal numbers by the appointing authorities and VSEA VSEA, shall depend on the needs of the group and the agenda items to be discussed and may exceed four (4) persons for labor or management with the approval of the appointing authority in any instance. These Committees shall meet as needed to discuss issues of mutual concern; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. In the event the parties call a meeting, the Human Resources Department and the VSEA central office shall be notified at least three (3) working days prior to the meeting and may participate. Agreements which result from Labor Management labor-management discussions shall not produce any modifications to the collective bargaining agreement unless signed off by the VSEA’s Director(s) and the Secretary of Administration. Participation in Labor Management labor-management discussions shall not be construed as a waiver of the right of access to the collective bargaining process over mandatory subjects for collective bargaining.
4. This Article article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) representatives of each party.
5. Appropriate agenda items may include, but shall not be limited to, the following: expense reimbursement practices and procedures late paychecks vehicle parking workplace safety and health issues health risks from resident populations. populations staffing levels/problems career ladders systems problems of caseload/workload equity problems in seeking productivity gains and cost savings. savings A request to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and shall not be unreasonably denied.
6. The Human Resources Department will, during the life of this Agreement, meet at the request of the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under a successor agreement.
7. A labor management committee consisting of no more than five (5) representatives from each side shall be convened to review and make recommendations for improvements to the classification system to the Commissioner of Human Resources in order to make the system operate more effectively and efficiently. The recommendations of the committee shall be considered by the parties in bargaining for a successor to the 2001-2003 Agreement.
8. A two (2) person committee consisting of the Commissioner of Human Resources and the VSEA Director shall meet to study and examine the issue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reached.
Appears in 1 contract
Samples: Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. 1. A Statewide Labor Management Committee committee consisting of not more than five (5) members selected by the VSEA from among the bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed upon agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject.
2. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives of each party.
3. The parties agree that Agencies, Departments, facilities, or local worksites may establish Labor Management Committeeslabor- management committees. Upon written request of the VSEA or the State, an Agency or Department must establish a labor-management committee for a six (6) month period to meet periodically and to discuss a mutually agreed upon agenda. After it is established it may be extended (or reinstituted after it lapses) only by mutual written agreement for additional six (6) month periods at the discretion of the Agency, Department and the VSEA. The numbers of participants participants, selected in equal numbers by the appointing authorities and VSEA VSEA, shall depend on the needs of the group and the agenda items to be discussed and may exceed four (4) persons for labor or management with the approval of the appointing authority in any instance. These Committees shall meet as needed to discuss issues of mutual concern; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. In the event the parties call a meeting, the Human Resources Department and the VSEA central office shall be notified at least three (3) working days prior to the meeting and may participate. Agreements which result from Labor Management labor-management discussions shall not produce any modifications to the collective bargaining agreement unless signed off by the VSEA’s Director(s) and the Secretary of Administration. Participation in Labor Management labor-management discussions shall not be construed as a waiver of the right of access to the collective bargaining process over mandatory subjects for collective bargaining.
4. This Article article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) representatives of each party.
5. Appropriate agenda items may include, but shall not be limited to, the following: expense reimbursement practices and procedures late paychecks vehicle parking workplace safety and health issues health risks from resident populations. populations staffing levels/problems career ladders systems problems of caseload/workload equity problems in seeking productivity gains and cost savings. savings A request to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and shall not be unreasonably denied.
6. The Human Resources Department will, during the life of this Agreement, meet at the request of the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under a successor agreement.
7. A labor management committee consisting of no more than five (5) representatives from each side shall be convened to review and make recommendations for improvements to the classification system to the Commissioner of Human Resources in order to make the system operate more effectively and efficiently. The recommendations of the committee shall be considered by the parties in bargaining for a successor to the 2001-2003 Agreement.
8. A two (2) person committee consisting of the Commissioner of Human Resources and the VSEA Director shall meet to study and examine the issue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reached.
Appears in 1 contract
Samples: Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. 1. A Statewide Labor Labor-Management Committee consisting of not more than five (5) members selected by the VSEA from among the bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. Additionally, three functional group Labor-Management Committees, for and from CCSC, CRSU and the facilities respectively, shall meet periodically to discuss how the above referenced issues relate specifically to such functional groups.
2. This Article article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives of each party.
3. The parties agree that Agencies, Departments, facilities, or local worksites may establish labor- management committees. Labor Management Committees. The numbers Committees established under this section shall be comprised of participants no more than six (6) persons selected in equal numbers by the appropriate appointing authorities authority (or designee) and VSEA shall depend six (6) persons selected by the VSEA. Depending on the needs of the group and the agenda items to be discussed and discussed, the number of selected participants may exceed four (4) persons for labor or management be increased to 10 with the approval of the appointing authority in any such instance. These Committees shall meet as needed to discuss issues of mutual concern; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. In the event If the parties call a meeting, the Human Resources Personnel Department and the VSEA central office shall be notified at least three (3) working days prior to the meeting and may participate. Copies of any formal notes or minutes recorded from any such meeting shall be concurrently sent to the VSEA and the Personnel Department. Agreements which result from Labor Management labor-management discussions shall not produce any modifications to the collective bargaining agreement unless signed off by the VSEA’s Director(s) and the Secretary of Administration. Participation in Labor Management labor-management discussions shall not be construed as a waiver of the right of access to the collective bargaining process over mandatory subjects for collective bargaining.
4. This Article article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) representatives of each party.
5. Appropriate agenda items may include, but shall not be limited to, the following: expense reimbursement practices and procedures • late paychecks • vehicle parking • workplace safety and health issues • work rule posting procedures • health risks from resident populations. problems of caseload/workload equity problems in seeking productivity gains and cost savings. A request to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and shall not be unreasonably denied.
6. The Human Resources Personnel Department will, during the life of this Agreement, meet at the request of the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under a successor agreement.
7. The Department Labor Management Committee may discuss the issue of alternate workweek schedules for Probation & Parole Officer, ISPOs, CO-3’s and CSS employees working out of District Probation & Parole Offices.
8. Each correctional facility shall have a Labor-Management Committee which shall meet on a regular basis.
9. Concerns and issues held by VSEA concerning the ADA and the State’s Reasonable Accommodation policy may be presented to the statewide labor-management committee.
10. A labor management committee consisting of no more than five (5) representatives from each side shall be convened to review and make recommendations for improvements to the classification system to the Commissioner of Human Resources Personnel in order to make the system operate more effectively and efficiently. The recommendations of the committee shall be considered by the parties in bargaining for a successor to the 2001-2003 Agreement.
811. A two (2) two-person committee consisting of the Commissioner of Human Resources Personnel and the VSEA Director shall meet to study and examine the issue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reached.
12. During the life of this Agreement, a study committee, consisting of four representatives from the State and the VSEA, shall be created to examine the creation of appropriate physical fitness standards and appropriate incentives, the recommendations of the study committee to be considered by the parties in bargaining for the 2003-2005 Agreement.
Appears in 1 contract
Samples: Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. 1. A Statewide Labor Management Committee committee consisting of not more than five (5) members selected by the VSEA from among the bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed upon agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject.
2. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives of each party.
3. The parties agree that Agencies, Departments, facilities, or local worksites may establish Labor Management Committeeslabor- management committees. Upon written request of the VSEA or the State, an Agency or Department must establish a labor-management committee for a six (6) month period to meet periodically and to discuss a mutually agreed upon agenda. After it is established it may be extended (or reinstituted after it lapses) only by mutual written agreement for additional six (6) month periods at the discretion of the Agency, Department and the VSEA. The numbers of participants participants, selected in equal numbers by the appointing authorities and VSEA VSEA, shall depend on the needs of the group and the agenda items to be discussed and may exceed four (4) persons for labor or management with the approval of the appointing authority in any instance. These Committees shall meet as needed to discuss issues of mutual concern; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. In the event the parties call a meeting, the Human Resources Department and the VSEA central office shall be notified at least three (3) working days prior to the meeting and may participate. Agreements which result from Labor Management labor-management discussions shall not produce any modifications to the collective bargaining agreement unless signed off by the VSEA’s Director(s) and the Secretary of Administration. Participation in Labor Management labor-management discussions shall not be construed as a waiver of the right of access to the collective bargaining process over mandatory subjects for collective bargaining.
4. This Article article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) representatives of each party.
5. Appropriate agenda items may include, but shall not be limited to, the following: • expense reimbursement practices and procedures • late paychecks • vehicle parking • workplace safety and health issues • health risks from resident populations. populations • staffing levels/problems • career ladders systems • problems of caseload/workload equity • problems in seeking productivity gains and cost savings. savings A request to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and shall not be unreasonably denied.
6. The Human Resources Department will, during the life of this Agreement, meet at the request of the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under a successor agreement.
7. A labor management committee consisting of no more than five (5) representatives from each side shall be convened to review and make recommendations for improvements to the classification system to the Commissioner of Human Resources in order to make the system operate more effectively and efficiently. The recommendations of the committee shall be considered by the parties in bargaining for a successor to the 2001-2003 Agreement.
8. A two (2) person committee consisting of the Commissioner of Human Resources and the VSEA Director shall meet to study and examine the issue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reached.
Appears in 1 contract
Samples: Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. 1. A Statewide Labor Management Committee committee consisting of not more than five (5) members selected by the VSEA from among the bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject.
2. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives of each party.
3. The parties agree that Agencies, Departments, facilities, or local worksites may establish Labor Management Committeeslabor- management committees. The numbers of participants selected in equal numbers by the appointing authorities and VSEA shall depend on the needs of the group and the agenda items to be discussed and may exceed four (4) persons for labor or management with the approval of the appointing authority in any instance. These Committees shall meet as needed to discuss issues of mutual concern; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. In the event the parties call a meeting, the Human Resources Personnel Department and the VSEA central office shall be notified at least three (3) working days prior to the meeting and may participate. Agreements which result from Labor Management labor management discussions shall not produce any modifications to the collective bargaining agreement unless signed off by the VSEA’s Director(s) and the Secretary of Administration. Participation in Labor Management labor-management discussions shall not be construed as a waiver of the right of access to the collective bargaining process over mandatory subjects for collective bargaining.
4. This Article article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) representatives of each party.
5. Appropriate agenda items may include, but shall not be limited to, the following: • expense reimbursement practices and procedures • late paychecks • vehicle parking • workplace safety and health issues • health risks from resident populations. populations • staffing levels/problems • career ladders system • Problems of caseload/workload equity problems • Problems in seeking productivity gains and cost savings. savings A request to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and shall not be unreasonably denied.
6. The Human Resources Personnel Department will, during the life of this Agreement, meet at the request of the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under a successor agreement.
7. A labor management committee consisting of no more than five (5) representatives from each side shall be convened to review and make recommendations for improvements to the classification system to the Commissioner of Human Resources Personnel in order to make the system operate more effectively and efficiently. The recommendations of the committee shall be considered by the parties in bargaining for a successor to the 2001-2003 Agreement.
8. A two (2) two-person committee consisting of the Commissioner of Human Resources Personnel and the VSEA Director shall meet to study and examine the issue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reached.
Appears in 1 contract
Samples: Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. 1. A Statewide Labor Management Committee consisting of not more than five (5) members selected by the VSEA from among bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject.
2. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives of each party.
3. The parties agree that Agencies, Departments, facilities, or local worksites may establish Labor Management Committees. The numbers of participants selected in equal numbers by the appointing authorities and VSEA shall depend on the needs of the group and the agenda items to be discussed and may exceed four (4) persons for labor or management with the approval of the appointing authority in any instance. These Committees shall meet as needed to discuss issues of mutual concern; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. In the event the parties call a meeting, the Human Resources Personnel Department and the VSEA central office shall be notified at least three (3) working days prior to the meeting and may participate. Agreements which result from Labor Management discussions shall not produce any modifications to the collective bargaining agreement unless signed off by the VSEA’s Director(s) and the Secretary of Administration. Participation in Labor Management discussions shall not be construed as a waiver of the right of access to the collective bargaining process over mandatory subjects for collective bargaining.
4. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) representatives of each party.
5. Appropriate agenda items may include, but shall not be limited to, the following: expense reimbursement practices and procedures late paychecks vehicle parking workplace safety and health issues health risks from resident populations. problems of caseload/workload equity problems in seeking productivity gains and cost savings. A request to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and shall not be unreasonably denied.
6. The Human Resources Personnel Department will, during the life of this Agreement, meet at the request of the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under a successor agreement.
7. A labor management committee consisting of no more than five (5) representatives from each side shall be convened to review and make recommendations for improvements to the classification system to the Commissioner of Human Resources Personnel in order to make the system operate more effectively and efficiently. The recommendations of the committee shall be considered by the parties in bargaining for a successor to the 2001-2003 Agreement.
8. A two (2) two-person committee consisting of the Commissioner of Human Resources Personnel and the VSEA Director shall meet to study and examine the issue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reached.
Appears in 1 contract
Samples: Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. 1. A Statewide Labor Management Committee consisting of not more than five (5) members selected by the VSEA from among bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed agenda which may include methods of improving labor relationsUpon mutual agreement, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject.
2. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives of the Administration and five (5) representatives of the FOPE will meet during the regular school year on an as-needed basis at times convenient to both parties for the purpose of reviewing the administration of the Agreement and to resolve matters of mutual concern. Further, the parties agree that they may invite subject matter experts to the meeting, as needed, to address agenda items. Unless mutually agreed upon, the Labor Management meeting will not be scheduled for more than two (20 hours. These meetings are not intended for the purpose of negotiations. Further, each party.
3party will submit to the other, at least forty-eight (48) hours prior to the meeting, an agenda covering what it wishes to discuss. Agenda items must be mutually agreed upon at least twenty-four (24) hours prior to the meeting. The parties agree that Agenciesmatters of open grievances, Departmentspending arbitration or disciplinary action, facilities, or local worksites may establish are not appropriate subjects of discussion at Labor Management Committeesmeetings. The numbers of participants selected All other permissive subjects may be included. Should such a meeting result in equal numbers by the appointing authorities and VSEA shall depend on the needs of the group and the agenda items a mutually acceptable amendment to be discussed and may exceed four (4) persons for labor or management with the approval of the appointing authority in any instance. These Committees shall meet as needed to discuss issues of mutual concern; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. In the event the parties call a meeting, the Human Resources Department and the VSEA central office shall be notified at least three (3) working days prior to the meeting and may participate. Agreements which result from Labor Management discussions shall not produce any modifications to the collective bargaining agreement unless signed off by the VSEA’s Director(s) and the Secretary of Administration. Participation in Labor Management discussions shall not be construed as a waiver of the right of access to the collective bargaining process over mandatory subjects for collective bargaining.
4. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) representatives of each party.
5. Appropriate agenda items may include, but shall not be limited to, the following: expense reimbursement practices and procedures late paychecks vehicle parking workplace safety and health issues health risks from resident populations. problems of caseload/workload equity problems in seeking productivity gains and cost savings. A request to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and shall not be unreasonably denied.
6. The Human Resources Department will, during the life of this Agreement, meet at then said amendment shall be subject to ratification by the request of Board and the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under a successor agreementFOPE.
72. A labor management committee consisting The following subjects may be discussed during Labor Management meetings if identified on an agenda: • In-service Education • Discussion of no more than classifications within the unit • Costs and benefits of changing the workday Upon mutual agreement, a minimum five (5) representatives from of the Administration and up to five (5) representatives of the FOPE will meet during the regular school year on an as-needed basis but no more than once every month, at times convenient to both parties for the purpose of reviewing the administration of the Agreement and to resolve matters of mutual concern. The parties agree that each side shall be convened to review and make recommendations for improvements may invite subject matter experts (“SMEs”) to the classification system meeting, as needed, to the Commissioner of Human Resources in order to make the system operate more effectively and efficientlyaddress agenda items. The recommendations identity of any SMEs to appear at a Labor Management meeting will be shared at least forty-eight (48) hours before the committee shall meeting. Unless mutually agreed upon, the Labor Management meeting will not be considered by the parties in bargaining scheduled for a successor up to the 2001-2003 Agreement.
8. A two (2) person committee consisting hours. The parties agree that these meetings are intended to discuss matters of common interest. These meetings are not intended for the purpose of collective bargaining or to discuss matters of active grievances, pending arbitrations or disciplinary corrective actions. Each party will submit to the other at least seventy-two (72) hours prior to the meeting, an agenda covering what it wishes to discuss. Agenda items must be mutually agreed upon at least forty-eight (48) hours prior to the meeting. The parties will mutually agree on the location of the Commissioner of Human Resources and the VSEA Director shall meet to study and examine the issue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reachedLabor Management meetings.
Appears in 1 contract
Samples: Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. 1The benefits granted by this Article shall not be interpreted or applied as requiring the employer to count as time worked, any hours or fractions of hours spent outside the employee's work shift in pursuit of benefits provided by this Article. A Statewide Labor The employer shall count as time worked any hours or fractions of hours spent within the employee's regular work shift in pursuit of benefits provided by this Article.
A. There shall be a Labor-Management Committee consisting of not a maximum of six (6) Union committee members, no more than five four (54) of whom may be bargaining unit members selected by the VSEA from among bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject.
2. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives of each partythe City in addition to the Labor Relations Administrator, or designee, who shall be Chairman. The purpose of the Committee is to facilitate improved labor-management relationships by providing a forum for free and informal discussion of mutual concerns and problems.
3B. The Committee shall meet, at least once a month per MOU year, or more often by mutual agreement, at mutually agreed upon times. The parties agree that AgenciesCommittee will meet to discuss matters to be of a mutual benefit including, Departmentsbut not limited to, facilities, or local worksites may establish Labor Management Committeesmethods of improving the level of productivity when needed. The numbers of participants selected in equal numbers by the appointing authorities and VSEA shall depend on the needs of the group and the agenda items to be discussed and may exceed four (4) persons members shall, upon request for labor or management with the approval of the appointing authority in any instance. These Committees shall meet as needed to discuss issues of mutual concern; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. In the event the parties call a meeting, provide the Human Resources Department Chairman with proposed agenda items and the VSEA central office Chairman shall be notified at least three (3) working days prior to provide the members with the meeting and may participate. Agreements which result from Labor Management discussions shall not produce any modifications to the collective bargaining agreement unless signed off by the VSEA’s Director(s) and the Secretary of Administration. Participation agenda in Labor Management discussions shall not be construed as a waiver advance of the right of access to the collective bargaining process over mandatory subjects for collective bargainingmeeting.
4. This Article is not intended to enlarge or diminish C. Any signed/dated written Labor/Management agreements with the rights and obligations signatures of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) representatives and the Chairman will be binding on the parties for the remaining term of each partythe MOU.
5. Appropriate agenda items may includeD. If the representative of the Union is a unit member, but such representative shall not be limited tolose pay or benefits for meetings mutually scheduled during duty time.
E. During this Memorandum of Understanding, the following: expense reimbursement practices City and procedures late paychecks vehicle parking workplace safety and health issues health risks from resident populations. problems of caseload/workload equity problems in seeking productivity gains and cost savings. A request to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and shall not be unreasonably denied.
6. The Human Resources Department will, during the life of this Agreement, meet at the request of the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under Union will establish a successor agreement.
7. A labor management committee consisting of no more than five (5) representatives from each side shall be convened to review and make recommendations for improvements Labor- Management Committee dedicated to the classification system to discussion of cost analysis for potential contracted work presently performed by Unit employees, the Commissioner of Human Resources reduction in order to make the system operate more effectively force process and efficiently. The recommendations of the committee shall be considered any other matters deemed relevant by the parties in bargaining for a successor to the 2001-2003 AgreementCommittee.
8. A two (2) person committee consisting of the Commissioner of Human Resources and the VSEA Director shall meet to study and examine the issue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reached.
Appears in 1 contract
Samples: Memorandum of Understanding
LABOR MANAGEMENT COMMITTEE. 1. A Statewide Judiciary Labor Management Committee committee consisting of not more than five (5) members selected by the VSEA from among the bargaining units represented by VSEA unit and not more than five (5) members selected by the State Judiciary shall meet periodically to discuss a mutually agreed agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or . The Committee shall also consider the development of appropriate employee evaluation forms and other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject.
2. This Article is not intended to enlarge or diminish The Labor/Management Committee shall also determine the rights and obligations appropriate appearance of the parties as otherwise required by law Judiciary blazers for Court Officers and Court Security & Screening Officers. Court Officers and Court Security & Screening Officers shall receive reimbursement or vouchers for the purchase of two (2) blazers upon hire, and one (1) blazer for each year thereafter before July 1. Existing practices with regard to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives the cleaning and maintenance of each partysuch blazers shall be continued. The annual sum of $100 per Court Officer/Court Security & Screening Officer shall be allocated for this purpose.
3. The parties agree that Agencies, Departments, facilities, or local worksites Court Administrator’s Office shall comply with VOSHA and other State and Federal statutory safety and health requirements. Complaints over health and safety concerns may establish Labor Management Committees. The numbers of participants selected in equal numbers by the appointing authorities and VSEA shall depend on the needs of the group and the agenda items to be discussed and may exceed four (4) persons for labor or management with the approval of the appointing authority in any instance. These Committees shall meet as needed to discuss issues of mutual concern; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. In the event the parties call a meeting, the Human Resources Department and the VSEA central office shall be notified at least three (3) working days prior referred to the meeting and may participate. Agreements which result from Labor Statewide Labor-Management discussions shall not produce any modifications to the collective bargaining agreement unless signed off by the VSEA’s Director(s) and the Secretary of Administration. Participation in Labor Management discussions shall not be construed as a waiver of the right of access to the collective bargaining process over mandatory subjects for collective bargainingCommittee.
4. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) three representatives of each party.
5. Appropriate agenda items may include, but Agreements which result from labor management discussions shall not produce any modifications to the collective bargaining agreement unless signed off by the VSEA’s Director(s) and the Court Administrator. Participation in labor-management discussions shall not be limited to, construed as a waiver of the following: expense reimbursement practices and procedures late paychecks vehicle parking workplace safety and health issues health risks from resident populations. problems right of caseload/workload equity problems in seeking productivity gains and cost savingsaccess to the collective bargaining process over mandatory subjects for collective bargaining.
6. A request to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and shall not be unreasonably denied.
6. The Human Resources Department will, during the life of this Agreement, meet at the request of the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under a successor agreement.
7. A labor management committee consisting of no more than five (5) representatives from each side shall be convened to review and make recommendations for improvements to the classification system to the Commissioner of Human Resources in order to make the system operate more effectively and efficiently. The recommendations of the committee shall be considered by the parties in bargaining for a successor to the 2001-2003 Agreement.
8. A two (2) person committee consisting of the Commissioner of Human Resources and the VSEA Director shall meet to study and examine the issue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reached.
Appears in 1 contract
Samples: Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. SECTION 1. A Statewide The parties agree to establish a Labor Management /Management Committee consisting for the purpose of fostering improved communications and promoting a climate of professionalism and constructive employee/employer relations.
SECTION 2. The Committee shall be composed of a maximum of five (5) members each from labor (including the Union organizer) and management. The Committee shall meet on a quarterly basis unless otherwise agreed to by the parties.
SECTION 3. The Committee shall meet for the following purposes:
A. To discuss the administration of this Agreement;
B. To Notify the Union of changes made by the Facility which affect bargaining unit members of the Union;
C. To disseminate general information of interest to the parties;
D. To discuss ways to increase effectiveness, work performance and efficiency;
X. Xx consider and discuss safety and health related matters; and
F. To give the Union representative the opportunity to share the views of the Union members and/or make suggestions on subjects of interest to the Union members. Matters concerning alleged collective bargaining agreement violations, matters concerning charges or complaints before governmental agencies, or matters which are the subject of court litigation will not more be proper subjects for discussion at these meetings.
SECTION 4. All requests for such meetings shall be made in writing and presented to the other party not less than five (5) members selected by calendar days in advance of the VSEA from among bargaining units represented by VSEA and not more than five (5) members selected by requested meeting date. Such written request shall include an agenda of items the State shall meet periodically requesting party wishes to discuss, as well as the names of those representatives who will attend the meeting. The party receiving such a request will likewise submit an agenda of items it wishes to discuss a mutually agreed agenda which may include methods of improving labor relations, productivity, safetyat the meeting, and health problems such party shall provide the requesting party with a list of a continuing nature, or other problems which those representatives it will have an impact on conditions of employment; provided, however, these sessions are not for in attendance at the purpose of discussing pending grievances or for collective bargaining on any subjectmeeting.
2SECTION 5. This Nothing contained in this Article is not intended to enlarge or diminish the rights and obligations of shall prevent the parties as otherwise required by law to engage from meeting more frequently or less often than provided in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives of each party.
3. The parties agree that Agencies, Departments, facilities, or local worksites may establish Labor Management Committees. The numbers of participants selected Section 2 above in equal numbers by the appointing authorities and VSEA shall depend on the needs of the group and the agenda items to be discussed and may exceed four (4) persons for labor or management with the approval of the appointing authority in any instance. These Committees shall meet as needed to discuss issues of mutual concern; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. In the event the parties call a meetingmutually agree to meet more frequently or less often.
SECTION 6. Unless otherwise mutually agreed upon, the Human Resources Department and the VSEA central office such meetings shall be notified at least three (3) working days prior limited to the meeting and may participate. Agreements which result from Labor Management discussions shall not produce any modifications to the collective bargaining agreement unless signed off by the VSEA’s Director(s) and the Secretary of Administration. Participation in Labor Management discussions shall not be construed as a waiver of the right of access to the collective bargaining process over mandatory subjects for collective bargaining.
4. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) representatives of each party.
5. Appropriate agenda items may include, but shall not be limited to, the following: expense reimbursement practices and procedures late paychecks vehicle parking workplace safety and health issues health risks from resident populations. problems of caseload/workload equity problems in seeking productivity gains and cost savings. A request to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and shall not be unreasonably denied.
6. The Human Resources Department will, during the life of this Agreement, meet at the request of the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under a successor agreement.
7. A labor management committee consisting of no more than five (5) representatives from each side shall be convened to review and make recommendations for improvements to the classification system to the Commissioner of Human Resources in order to make the system operate more effectively and efficiently. The recommendations of the committee shall be considered by the parties in bargaining for a successor to the 2001-2003 Agreement.
8. A two (2) person committee consisting hours in duration.
SECTION 7. Any Union employee representative attending such meetings shall be paid at the applicable rate of pay for up to eight (8) hours per year. An employee representative may be required to work if an emergency arises during such a meeting.
SECTION 8. The parties shall note any agreements regarding resolution of a matter or a date by which a party will respond regarding a matter on a copy of the Commissioner agenda. At the conclusion of Human Resources the meeting this copy of the agenda will be initialed and the VSEA Director shall meet provided to study and examine the issue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reachedboth parties.
Appears in 1 contract
Samples: Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. 1. A Statewide Labor Labor-Management Committee consisting of not more than five (5) members selected by the VSEA from among bargaining units am ong t he bar gaining uni ts represented by VSEA V SEA and not more than five m ore t han f ive (5) members selected by the State shall meet periodically to discuss a mutually agreed agenda which may include methods of improving labor relations, productivity, safety, and health heal th problems of a continuing nature, or other problems ot her pr oblems which have hav e an impact i mpact on conditions co nditions of employmentem ployment; providedpr ovided, howeverhow ever, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subjectsu bject. A dditionally, t hree (3) functional group Labor-Management Committees, for and from CCSC, CRSU and the facilities respectively, shall meet periodically to discuss how the above referenced issues relate specifically to such functional groups.
2. This Article article is not intended to enlarge or diminish the rights xx xxxxxx t he r ights and obligations obl igations of the parties t he par ties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives of each party.
3. The parties par ties agree that Agenciest hat A gencies, DepartmentsD epartments, facilitiesf acilities, or local worksites l ocal w orksites may establish est ablish l abor- management co mmittees. Labor Management Committees. The numbers M anagement C ommittees established under t his section shall be comprised of participants no m ore t han si x ( 6) per sons selected in equal numbers by the appropriate appointing authorities authority (or designee) and VSEA shall depend six (6) persons selected by the VSEA. Depending on the needs of the group and the agenda items to be discussed and di scussed, the num ber of selected participants may exceed four (4be i ncreased to ten ( 10) persons for labor or management with the approval of the appointing authority in any such instance. These Committees shall meet as needed to discuss di scuss issues of mutual concernm utual co ncern; providedpr ovided, howeverhow ever, these sessions t hese se ssions are not for f or the purpose of discussing pending grievances or for collective bargaining on any subject. In the event If the parties call a meeting, the Human Resources R esources Department and the VSEA central office shall be notified at least three (3) working days prior to the meeting and may participate. Agreements which result Copies of any formal notes or minutes recorded from Labor Management discussions any such meeting shall not produce any modifications be concurrently sent to the collective bargaining agreement unless signed off by the VSEA’s Director(s) VSEA and the Secretary of Administration. Participation in Labor Management discussions shall not be construed as a waiver of the right of access to the collective bargaining process over mandatory subjects for collective bargainingHuman Resources Department.
4. This Article article is not intended to enlarge or diminish the rights xx xxxxxx t he r ights and obligations obl igations of the parties t he par ties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) representatives of each party.
5. Appropriate agenda items may include, but shall not be limited to, the following: expense reimbursement practices and procedures • late paychecks • vehicle parking • workplace safety and health issues • work rule posting procedures • health risks from resident populations. problems of caseload/workload equity problems in seeking productivity gains and cost savings. A request to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and shall not be unreasonably denied.
6. The Human Resources Department will, during the life of this Agreement, meet at the request of the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under a successor agreementagreement.
7. The Department Labor M anagement C ommittee m ay di scuss the i ssue of al ternate w orkweek schedules for Probation & Parole Officer, ISPOs, CO-3’s and CSS employees working out of District Probation & Parole Offices.
78. Each correctional facility shall have a Labor-Management Committee which shall meet on a regular basis.
9. Concerns and issues held by V SEA co ncerning t he A DA and t he S xxxx’x Reasonable Accommodation policy may be presented to the statewide labor-management committee.
10. A labor management committee consisting of no more than five (5) representatives from each side shall be convened to review and make recommendations for improvements to the classification system to the Commissioner of Human Resources in order to make the system operate oper ate more effectively ef fectively and efficiently. The recommendations of the committee shall be considered by the parties in bargaining for a successor to the 2001-2003 Agreement.
811. A two (2) person committee consisting of the Commissioner of Human Resources and the VSEA t he V SEA Director shall meet to study sh all m eet t o st xxx and examine the issue ex amine t he i ssue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reached.
Appears in 1 contract
Samples: Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. 1. A Statewide Labor Management Committee committee consisting of not more than five (5) members selected by the VSEA from among the bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed upon agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject.
2. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives of each party.
3. The parties agree that Agencies, Departments, facilities, or local worksites may establish Labor Management Committeeslabor- management committees. Upon written request of the VSEA or the State, an Agency or Department must establish a labor-management committee for a six (6) month period to meet periodically and to discuss a mutually agreed upon agenda. After it is established it may be extended (or reinstituted after it lapses) only by mutual written agreement for additional six (6) month periods at the discretion of the Agency, Department and the VSEA. The numbers of participants participants, selected in equal numbers by the appointing authorities and VSEA VSEA, shall depend on the needs of the group and the agenda items to be discussed and may exceed four (4) persons for labor or management with the approval of the appointing authority in any instance. These Committees shall meet as needed to discuss issues of mutual concern; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. In the event the parties call a meeting, the Human Resources Department and the VSEA central office shall be notified at least three (3) working days prior to the meeting and may participate. Agreements which result from Labor Management labor-management discussions shall not produce any modifications to the collective bargaining agreement unless signed off by the VSEA’s Director(s) and the Secretary of Administration. Participation in Labor Management labor-management discussions shall not be construed as a waiver of the right of access to the collective bargaining process over mandatory subjects for collective bargaining.
4. This Article article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) representatives of each party.
5. Appropriate agenda items may include, but shall not be limited to, the following: expense reimbursement practices and procedures late paychecks vehicle parking workplace safety and health issues health risks from resident populations. populations staffing levels/problems career ladders systems problems of caseload/workload equity problems in seeking productivity gains and cost savings. savings A request to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and shall not be unreasonably denied.
6. The Human Resources Department will, during the life of this Agreement, meet at the request of the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under a successor agreement.
7. A labor management committee consisting of no more than five (5) representatives from each side shall be convened to review and make recommendations for improvements to the classification system to the Commissioner of Human Resources in order to make the system operate more effectively and efficiently. The recommendations of the committee shall be considered by the parties in bargaining for a successor to the 2001-2001 – 2003 Agreement.
8. A two (2) person committee consisting The State and VSEA will cooperate during the life of this agreement to set up labor/management training and/or discussions, sponsored and facilitated by the Commissioner Federal Mediation and Conciliation Service, regarding the effective application of Human Resources discipline, grievance process, and the VSEA Director shall meet to study and examine the issue utilization of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reachedlabor management committees.
Appears in 1 contract
Samples: Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. 1. A Statewide Labor Labor-Management Committee consisting of not more than five (5) members selected by the VSEA from among the bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. Additionally, three (3) functional group Labor-Management Committees, for and from CCSC, CRSU and the facilities respectively, shall meet periodically to discuss how the above referenced issues relate specifically to such functional groups.
2. This Article article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives of each party.
3. The parties agree that Agencies, Departments, facilities, or local worksites may establish labor-management committees. Labor Management Committees. The numbers Committees established under this section shall be comprised of participants no more than six (6) persons selected in equal numbers by the appropriate appointing authorities authority (or designee) and VSEA shall depend six (6) persons selected by the VSEA. Depending on the needs of the group and the agenda items to be discussed and discussed, the number of selected participants may exceed four be increased to ten (410) persons for labor or management with the approval of the appointing authority in any such instance. These Committees shall meet as needed to discuss issues of mutual concern; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. In the event If the parties call a meeting, the Human Resources Department and the VSEA central office shall be notified at least three (3) working days prior to the meeting and may participate. Copies of any formal notes or minutes recorded from any such meeting shall be concurrently sent to the VSEA and the Human Resources Department. Agreements which result from Labor Management labor-management discussions shall not produce any modifications to the collective bargaining agreement unless signed off by the VSEA’s Director(s) and the Secretary of Administration. Participation in Labor Management labor-management discussions shall not be construed as a waiver of the right of access to the collective bargaining process over mandatory subjects for collective bargaining.
4. This Article article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) representatives of each party.
5. Appropriate agenda items may include, but shall not be limited to, the following: expense reimbursement practices and procedures • late paychecks • vehicle parking • workplace safety and health issues • work rule posting procedures • health risks from resident populations. problems of caseload/workload equity problems in seeking productivity gains and cost savings. A request to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and shall not be unreasonably denied.
6. The Human Resources Department will, during the life of this Agreement, meet at the request of the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under a successor agreement.
7. The Department Labor Management Committee may discuss the issue of alternate workweek schedules for Probation & Parole Officer, ISPOs, CO-3’s and CSS employees working out of District Probation & Parole Offices.
8. Each correctional facility shall have a Labor-Management Committee which shall meet on a regular basis.
9. Concerns and issues held by VSEA concerning the ADA and the State’s Reasonable Accommodation policy may be presented to the statewide labor-management committee.
10. A labor management committee consisting of no more than five (5) representatives from each side shall be convened to review and make recommendations for improvements to the classification system to the Commissioner of Human Resources in order to make the system operate more effectively and efficiently. The recommendations of the committee shall be considered by the parties in bargaining for a successor to the 2001-2003 Agreement.
811. A two (2) person committee consisting of the Commissioner of Human Resources and the VSEA Director shall meet to study and examine the issue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reached.
Appears in 1 contract
Samples: Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. 1. A Statewide Labor Labor-Management Committee consisting of not more than five (5) members selected by the VSEA from among the bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject.
2. This Article is not intended to enlarge or diminish the rights and obligations Except as otherwise provided by law, a Departmental labor/management committee consisting of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5Commissioner and/or designee(s) and representatives of each party.
3. The parties agree that Agencies, Departments, facilities, or local worksites may establish Labor Management Committees. The numbers of participants selected in equal numbers by the appointing authorities State Police Bargaining Unit shall be established and VSEA shall depend on the needs of the group and the agenda items to be discussed and may exceed four (4) persons for labor or management with the approval of the appointing authority in any instance. These Committees shall meet as needed to discuss issues of mutual concern; provided, however, these sessions are not quarterly for the purpose of discussing pending grievances or for collective bargaining departmental rules and other professional matters of mutual concern.
3. Employee representation on any subjectthe labor/management committee may consist of up to seven (7) unit members at not more than two meetings per year; otherwise, not more than four (4) members. In the event Participation at a labor/management meeting may be expanded upon agreement of the parties call to include a meeting, State Police member from the Human Resources Department and Supervisory Unit selected by the VSEA central office shall members of that Unit when the subjects to be notified at least three (3) working days prior to the meeting and may participatediscussed encompass department-wide matters.
4. Agreements which result from Labor Management labor-management discussions shall not produce any modifications to the collective bargaining agreement unless signed off by the VSEA’s VSEA”s Director(s) and the Secretary of Administration. Participation in Labor Management labor- management discussions shall not be construed as a waiver of the right of access to the collective bargaining process over mandatory subjects for collective bargaining.
4. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) representatives of each party.
5. Appropriate agenda items may include, but shall not be limited to, the following: expense reimbursement practices and procedures late paychecks vehicle parking workplace safety and health issues health risks from resident populations. problems of caseload/workload equity problems in seeking productivity gains and cost savings. A request to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and shall not be unreasonably denied.
6. The Human Resources Personnel Department will, during the life of this Agreement, meet at the request of the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under a successor agreement.
6. Concerns and issues held by VSEA concerning the ADA and the State”s Reasonable Accommodation policy may be presented to the statewide labor-management committee.
7. A labor management committee consisting of no more than five (5) representatives from each side shall be convened to review and make recommendations for improvements to the classification system to the Commissioner of Human Resources Personnel in order to make the system operate more effectively and efficiently. The recommendations of the committee shall be considered by the parties in bargaining for a successor to the 2001-2003 Agreement.
8. A two (2) two-person committee consisting of the Commissioner of Human Resources Personnel and the VSEA Director shall meet to study and examine the issue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reached.
Appears in 1 contract
Samples: Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. 1. A Statewide Labor Management Committee committee consisting of not more than five (5) members selected by the VSEA from among the bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed upon agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject.
2. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives of each party.
3. The parties agree that Agencies, Departments, facilities, or local worksites may establish Labor Management Committeeslabor- management committees. Upon written request of the VSEA or the State, an Agency or Department must establish a labor-management committee for a six (6) month period to meet periodically and to discuss a mutually agreed upon agenda. After it is established it may be extended (or reinstituted after it lapses) only by mutual written agreement for additional six (6) month periods at the discretion of the Agency, Department and the VSEA. The numbers of participants participants, selected in equal numbers by the appointing authorities and VSEA VSEA, shall depend on the needs of the group and the agenda items to be discussed and may exceed four (4) persons for labor or management with the approval of the appointing authority in any instance. These Committees shall meet as needed to discuss issues of mutual concern; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. In the event the parties call a meeting, the Human Resources Department and the VSEA central office shall be notified at least three (3) working days prior to the meeting and may participate. Agreements which result from Labor Management labor-management discussions shall not produce any modifications to the collective bargaining agreement unless signed off by the VSEA’s Director(s) and the Secretary of Administration. Participation in Labor Management labor-management discussions shall not be construed as a waiver of the right of access to the collective bargaining process over mandatory subjects for collective bargaining.
4. This Article article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) representatives of each party.
5. Appropriate agenda items may include, but shall not be limited to, the following: expense reimbursement practices and procedures late paychecks vehicle parking workplace safety and health issues health risks from resident populations. populations staffing levels/problems career ladders systems problems of caseload/workload equity problems in seeking productivity gains and cost savings. savings A request to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and shall not be unreasonably denied.
6. The Human Resources Department will, during the life of this Agreement, meet at the request of the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under a successor agreement.
7. A labor management committee consisting of no more than five (5) representatives from each side shall be convened to review and make recommendations for improvements to the classification system to the Commissioner of Human Resources in order to make the system operate more effectively and efficiently. The recommendations of the committee shall be considered by the parties in bargaining for a successor to the 2001-2003 Agreement.
8. A two (2) person committee consisting of the Commissioner of Human Resources and the VSEA Director shall meet to study and examine the issue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reached.
Appears in 1 contract
Samples: Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. 1. A Statewide Labor Labor-Management Committee consisting of not more than five (5) members selected by the VSEA from among the bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. Additionally, three (3) functional group Labor-Management Committees, for and from CCSC, CRSU and the facilities respectively, shall meet periodically to discuss how the above referenced issues relate specifically to such functional groups.
2. This Article article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives of each party.
3. At the request of either the Department or VSEA, facilities, or local worksites, shall establish labor- management committees. The parties agree that Agencies, Departments, facilities, or local worksites may establish labor-management committees. Labor Management Committees. The numbers Committees established under this section shall be comprised of participants no more than six (6) persons selected in equal numbers by the appropriate appointing authorities authority (or designee) and VSEA shall depend six (6) persons selected by the VSEA. Depending on the needs of the group and the agenda items to be discussed and discussed, the number of selected participants may exceed four be increased to ten (410) persons for labor or management with the approval of the appointing authority in any such instance. These Committees shall meet as needed to discuss issues of mutual concern; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. In the event If the parties call a meeting, the Human Resources Department and the VSEA central office shall be notified at least three (3) working days prior to the meeting and may participate. Copies of any formal notes or minutes recorded from any such meeting shall be concurrently sent to the VSEA and the Human Resources Department. Agreements which result from Labor Management labor-management discussions shall not produce any modifications to the collective bargaining agreement unless signed off by the VSEA’s Director(s) and the Secretary of Administration. Participation in Labor Management labor-management discussions shall not be construed as a waiver of the right of access to the collective bargaining process over mandatory subjects for collective bargaining.
4. This Article article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) representatives of each party.
5. Appropriate agenda items may include, but shall not be limited to, the following: expense reimbursement practices and procedures late paychecks vehicle parking workplace safety and health issues work rule posting procedures health risks from resident populations. problems of caseload/workload equity problems in seeking productivity gains and cost savings. A request to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and shall not be unreasonably denied.
6. The Human Resources Department willLabor Management Committee may discuss the issue of alternate workweek schedules for Probation & Parole Officer, during the life of this AgreementISPOs, meet at the request of the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under a successor agreementCO- Probation & Parole Offices.
7. A labor management committee consisting of no more than five (5) representatives from each side Each correctional facility shall be convened to review and make recommendations for improvements to the classification system to the Commissioner of Human Resources in order to make the system operate more effectively and efficiently. The recommendations of the committee have a Labor-Management Committee which shall be considered by the parties in bargaining for meet on a successor to the 2001-2003 Agreementregular basis.
8. A two (2) person committee consisting of Concerns policy may be presented to the Commissioner of Human Resources and the VSEA Director shall meet to study and examine the issue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reachedstatewide labor-management committee.
Appears in 1 contract
Samples: Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. 1. A Statewide Labor Labor-Management Committee consisting of not more than five (5) members selected by the VSEA from among the bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. Additionally, three (3) functional group Labor-Management Committees, for and from CCSC, CRSU and the facilities respectively, shall meet periodically to discuss how the above referenced issues relate specifically to such functional groups.
2. This Article article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives of each party.
3. The Between July 1, 2012 and December 31, 2012, at the request of either the Department or VSEA, facilities, or local worksites, shall establish labor-management committees. Thereafter, the parties agree that Agencies, Departments, facilities, or local worksites may establish labor-management committees. Labor Management Committees. The numbers Committees established under this section shall be comprised of participants no more than six (6) persons selected in equal numbers by the appropriate appointing authorities authority (or designee) and VSEA shall depend six (6) persons selected by the VSEA. Depending on the needs of the group and the agenda items to be discussed and discussed, the number of selected participants may exceed four be increased to ten (410) persons for labor or management with the approval of the appointing authority in any such instance. These Committees shall meet as needed to discuss issues of mutual concern; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. In the event If the parties call a meeting, the Human Resources Department and the VSEA central office shall be notified at least three (3) working days prior to the meeting and may participate. Copies of any formal notes or minutes recorded from any such meeting shall be concurrently sent to the VSEA and the Human Resources Department. Agreements which result from Labor Management labor-management discussions shall not produce any modifications to the collective bargaining agreement unless signed off by the VSEA’s Director(s) and the Secretary of Administration. Participation in Labor Management labor-management discussions shall not be construed as a waiver of the right of access to the collective bargaining process over mandatory subjects for collective bargaining.
4. This Article article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) representatives of each party.
5. Appropriate agenda items may include, but shall not be limited to, the following: expense reimbursement practices and procedures • late paychecks • vehicle parking • workplace safety and health issues • work rule posting procedures • health risks from resident populations. problems of caseload/workload equity problems in seeking productivity gains and cost savings. A request to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and shall not be unreasonably denied.
6. The Human Resources Department will, during the life of this Agreement, meet at the request of the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under a successor agreement.
7. A labor management committee consisting The Department Labor Management Committee may discuss the issue of no more than five (5) representatives from each side shall be convened to review alternate workweek schedules for Probation & Parole Officer, ISPOs, CO-3’s and make recommendations for improvements to the classification system to the Commissioner CSS employees working out of Human Resources in order to make the system operate more effectively and efficiently. The recommendations of the committee shall be considered by the parties in bargaining for a successor to the 2001-2003 AgreementDistrict Probation & Parole Offices.
8. A two (2) person committee consisting of Each correctional facility shall have a Labor-Management Committee which shall meet on a regular basis.
9. Concerns and issues held by VSEA concerning the Commissioner of Human Resources ADA and the VSEA Director shall meet State’s Reasonable Accommodation policy may be presented to study and examine the issue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reachedstatewide labor-management committee.
Appears in 1 contract
Samples: Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. SECTION 1. A Statewide The parties agree to establish a Labor Management /Management Committee consisting for the purpose of fostering improved communications and promoting a climate of professionalism and constructive employee/employer relations.
SECTION 2. The Committee shall be composed of a maximum of five (5) members each from labor (including the Union organizer) and management. The Committee shall meet on a quarterly basis unless otherwise agreed to by the parties.
SECTION 3. The Committee shall meet for the following purposes:
A. To discuss the administration of this Agreement;
B. To Notify the Union of changes made by the Facility which affect bargaining unit members of the Union;
C. To disseminate general information of interest to the parties;
D. To discuss ways to increase effectiveness, work performance and efficiency;
E. To consider and discuss safety and health related matters; and
F. To give the Union representative the opportunity to share the views of the Union members and/or make suggestions on subjects of interest to the Union members. Matters concerning alleged collective bargaining agreement violations, matters concerning charges or complaints before governmental agencies, or matters which are the subject of court litigation will not more be proper subjects for discussion at these meetings.
SECTION 4. All requests for such meetings shall be made in writing and presented to the other party not less than five (5) members selected by calendar days in advance of the VSEA from among bargaining units represented by VSEA and not more than five (5) members selected by requested meeting date. Such written request shall include an agenda of items the State shall meet periodically requesting party wishes to discuss, as well as the names of those representatives who will attend the meeting. The party receiving such a request will likewise submit an agenda of items it wishes to discuss a mutually agreed agenda which may include methods of improving labor relations, productivity, safetyat the meeting, and health problems such party shall provide the requesting party with a list of a continuing nature, or other problems which those representatives it will have an impact on conditions of employment; provided, however, these sessions are not for in attendance at the purpose of discussing pending grievances or for collective bargaining on any subjectmeeting.
2SECTION 5. This Nothing contained in this Article is not intended to enlarge or diminish the rights and obligations of shall prevent the parties as otherwise required by law to engage from meeting more frequently or less often than provided in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives of each party.
3. The parties agree that Agencies, Departments, facilities, or local worksites may establish Labor Management Committees. The numbers of participants selected Section 2 above in equal numbers by the appointing authorities and VSEA shall depend on the needs of the group and the agenda items to be discussed and may exceed four (4) persons for labor or management with the approval of the appointing authority in any instance. These Committees shall meet as needed to discuss issues of mutual concern; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. In the event the parties call a meetingmutually agree to meet more frequently or less often.
SECTION 6. Unless otherwise mutually agreed upon, the Human Resources Department and the VSEA central office such meetings shall be notified at least three (3) working days prior limited to the meeting and may participate. Agreements which result from Labor Management discussions shall not produce any modifications to the collective bargaining agreement unless signed off by the VSEA’s Director(s) and the Secretary of Administration. Participation in Labor Management discussions shall not be construed as a waiver of the right of access to the collective bargaining process over mandatory subjects for collective bargaining.
4. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) representatives of each party.
5. Appropriate agenda items may include, but shall not be limited to, the following: expense reimbursement practices and procedures late paychecks vehicle parking workplace safety and health issues health risks from resident populations. problems of caseload/workload equity problems in seeking productivity gains and cost savings. A request to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and shall not be unreasonably denied.
6. The Human Resources Department will, during the life of this Agreement, meet at the request of the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under a successor agreement.
7. A labor management committee consisting of no more than five (5) representatives from each side shall be convened to review and make recommendations for improvements to the classification system to the Commissioner of Human Resources in order to make the system operate more effectively and efficiently. The recommendations of the committee shall be considered by the parties in bargaining for a successor to the 2001-2003 Agreement.
8. A two (2) person committee consisting hours in duration.
SECTION 7. Any Union employee representative attending such meetings shall be paid at the applicable rate of pay for up to eight (8) hours per year. An employee representative may be required to work if an emergency arises during such a meeting.
SECTION 8. The parties shall note any agreements regarding resolution of a matter or a date by which a party will respond regarding a matter on a copy of the Commissioner agenda. At the conclusion of Human Resources the meeting this copy of the agenda will be initialed and the VSEA Director shall meet provided to study and examine the issue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reachedboth parties.
Appears in 1 contract
Samples: Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. 1. A Statewide Labor Management Committee committee consisting of not more than five (5) members selected by the VSEA from among the bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed upon agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject.
2. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives of each party.
3. The parties agree that Agencies, Departments, facilities, or local worksites may establish Labor Management Committeeslabor-management committees. Upon written request of the VSEA or the State, an Agency or Department must establish a labor-management committee for a six (6) month period to meet periodically and to discuss a mutually agreed upon agenda. After it is established it may be extended (or reinstituted after it lapses) only by mutual written agreement for additional six (6) month periods at the discretion of the Agency, Department and the VSEA. The numbers of participants participants, selected in equal numbers by the appointing authorities and VSEA VSEA, shall depend on the needs of the group and the agenda items to be discussed and may exceed four (4) persons for labor or management with the approval of the appointing authority in any instance. These Committees shall meet as needed to discuss issues of mutual concern; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. In the event the parties call a meeting, the Human Resources Department and the VSEA central office shall be notified at least three (3) working days prior to the meeting and may participate. Agreements which result from Labor Management labor-management discussions shall not produce any modifications to the collective bargaining agreement unless signed off by the VSEA’s Director(s) and the Secretary of Administration. Participation in Labor Management labor-management discussions shall not be construed as a waiver of the right of access to the collective bargaining process over mandatory subjects for collective bargaining.
4. This Article article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than four (4) representatives of each party.
5. Appropriate agenda items may include, but shall not be limited to, the following: expense reimbursement practices and procedures late paychecks vehicle parking workplace safety and health issues health risks from resident populations. populations staffing levels/problems career ladders systems problems of caseload/workload equity problems in seeking productivity gains and cost savings. savings A request to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and shall not be unreasonably denied.
6. The Human Resources Department will, during the life of this Agreement, meet at the request of the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under a successor agreement.
7. A labor management committee consisting of no more than five (5) representatives from each side shall be convened to review and make recommendations for improvements to the classification system to the Commissioner of Human Resources in order to make the system operate more effectively and efficiently. The recommendations of the committee shall be considered by the parties in bargaining for a successor to the 2001-2001 – 2003 Agreement.
8. A two (2) person committee consisting of the Commissioner of Human Resources and the VSEA Director shall meet me to study and examine the issue of restoration rights. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reached.
Appears in 1 contract
Samples: Collective Bargaining Agreement
LABOR MANAGEMENT COMMITTEE. 1. A Statewide The District and CSEA shall hold Labor Management Committee consisting (LMC) meetings to address issues of not more than concern to CSEA and the District, except for issues that are negotiable. The Committee’s charge shall be to discuss matters in an attempt to achieve mutually satisfactory resolutions short of taking formal action. The Committee will meet on a monthly basis. It will consist of a minimum of four (4) people including a minimum of two District representatives assigned by the Executive Director for Labor Relations and two (2) CSEA representatives. Each party may bring in others as Resources/Observers when needed. Both CSEA and the District shall exchange a proposed agenda, including a list of items/issues to be discussed and requested/proposed additional participants, at least five (5) members selected by working days prior to the VSEA from among bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject.
2next scheduled meeting. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargaining, nor to prevent informal meetings between fewer than five (5) representatives of each party.
3. The parties agree that Agencies, Departments, facilities, or local worksites may establish Labor Management Committees. The numbers of participants selected in equal numbers by the appointing authorities and VSEA shall depend on the needs of the group and the agenda items to be discussed and may exceed four (4) persons for labor or management with the approval of the appointing authority in any instance. These Committees shall meet as needed to discuss issues of mutual concern; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject. In the event the parties call a meeting, the Human Resources Department and will communicate via email the VSEA central office shall be notified at least consolidated agenda within three (3) working days prior of the meeting to all Committee members. Items not on the agenda may be added at the meeting by mutual agreement. Without mutual agreement, those items will be added to the agenda at the next meeting. A scheduled meeting may be cancelled and additional meetings may participatebe scheduled by mutual agreement. Agreements which result from Labor Management discussions shall not produce any modifications to the collective bargaining agreement unless signed off Attachments: Employee’s Name: Hours of Employment: Position: Evaluation Period: From: To: Type of Evaluation: 3rd Month ☐ Permanent: ☐ orProbationary: 6th Month ☐ Evaluator’s Name:
I. HEALTH AND SAFETY PRACTICES 1. Complies with all safety practices established by the VSEA’s Director(s) District. 2. Refrains from taking unnecessary risks. 3. Takes proper precautions towards own health. Performance Level: ☐ 1 ☐ 2 ☐ 3 ☐ 4 ☐ 5
II. KNOWLEDGE OF WORK 1. Aware of duties and the Secretary of Administrationresponsibilities. Participation 2. Follows work instructions in Labor Management discussions shall not be construed as a waiver of the right of access complete and thorough manner. 3. Ability to the collective bargaining process over mandatory subjects for collective bargaining.
grasp and carry out job duties. 4. This Article is not intended to enlarge or diminish the rights and obligations of the parties as otherwise required by law to engage in collective bargainingUnderstands job requirements. Performance Level: ☐ 1 ☐ 2 ☐ 3 ☐ 4 ☐ 5 III. JUDGMENT, nor to prevent informal meetings between fewer than four (4) representatives of each party.
5DECISION MAKING AND DEPENDABILITY 1. Appropriate agenda items may include, but shall not be limited to, the following: expense reimbursement practices and procedures late paychecks vehicle parking workplace safety and health issues health risks from resident populations. problems of caseload/workload equity problems in seeking productivity gains and cost savings. A request to include work related items as agenda items for continuing discussion or recommendation shall be carefully considered and shall not be unreasonably denied.
6. The Human Resources Department will, during the life of this Agreement, meet at the request of the VSEA to further study and discuss what, if any, adoption benefits might be appropriate as future fringe benefits under a successor agreement.
7. A labor management committee consisting of no more than five (5) representatives from each side shall be convened to review and make recommendations for improvements to the classification system to the Commissioner of Human Resources in order Ability to make the system operate more effectively good decisions. 2. Recognizes unusual circumstances and efficientlyresponds appropriately. The recommendations of the committee shall be considered by the parties in bargaining for a successor to the 2001-2003 Agreement.
83. A two (2) person committee consisting of the Commissioner of Human Resources and the VSEA Director shall meet to study and examine the issue of restoration rightsWorks well without close supervision. Any agreement reached between such individuals shall be incorporated in a side letter of agreement, but the statutory impasse procedures shall not be available in the event agreement is not reached.4. Follows directions. Performance Level: ☐ 1 ☐ 2 ☐ 3 ☐ 4 ☐ 5
Appears in 1 contract
Samples: Collective Bargaining Agreement
