LABOR/MANAGEMENT COMMITTEES. A. Statewide
LABOR/MANAGEMENT COMMITTEES. Section 1. Labor/Management Committees
LABOR/MANAGEMENT COMMITTEES. A. Statewide
B. Department Labor/Management Committee
LABOR/MANAGEMENT COMMITTEES. Both the Employer and the Union have an interest in maximizing the effectiveness of operations, the delivery of quality services and the promotion of satisfied work forces. To further this interest, the parties endorse the labor-management committee process as an appropriate means to identify and understand workplace issues and develop viable solutions. The Union and the Employer intend to xxxxxx an ongoing, communicative relationship in which the parties are encouraged to speak freely and resolve issues within the labor-management forum. The Employer and the Union shall cooperate in using training and other mutually agreed upon methods, within available resources, to assist statewide, department and local level LMCs to be effective. The number of attendees at each level shall be mutually agreed to and meetings will take place on work time.
LABOR/MANAGEMENT COMMITTEES. 8.01 - Agency Committees
LABOR/MANAGEMENT COMMITTEES. The Association and the Employer recognize the importance of cooperation among everyone employed at a facility in maintaining an effective program, and encourage facilities to establish Labor-Management Committees consisting of Employer representatives, teachers chosen by the Association, and interested members of other bargaining units. The purpose of the committees shall be to share ideas and concerns as to the operation of the facility within the confines of contract language and available resources.
LABOR/MANAGEMENT COMMITTEES. A. The State and SEIU encourage the use of Labor Management Committees to address issues of mutual concern in a problem solving context. Upon request of either party, a Labor/Management Committee (JLMC) shall be established to address specific or ongoing issues such as:
1. Workload
2. Productivity
3. Making the worksite more efficient and effective
4. Improving the quality of service
B. An established JLMC shall adhere to the following guidelines:
1. The JLMC will consist of equal reasonable numbers of management representatives selected by the department head or designee and Union representatives selected by the Union.
2. JLMC recommendations, if any, will be advisory in nature.
3. JLMC meetings shall not be considered contract negotiations and shall not be considered a substitute for the grievance procedure or professional practice groups.
4. Employees who participate on such a committee will suffer no loss in compensation for attending meetings of the Committee.
5. Dates and times of meetings and agendas of the JLMC’s shall be mutually determined by the members of the JLMC.
LABOR/MANAGEMENT COMMITTEES. The purpose of labor/management committees is to improve quality and efficiency in the work processes through xxxxx and open discussion of those concerns and problems that impede the workflow. Upon request of the Union and with the concurrence of the department head or designee, a labor/management committee may be established by mutual agreement to address specific or ongoing issues. Such committees may be established according to the following guidelines:
1. The committees will consist of equal numbers of management and Union representatives.
2. Committee recommendations, if any, will be advisory in nature.
3. Labor/management committee meetings shall not be considered contract negotiations and shall not be considered a substitute for the grievance procedure.
LABOR/MANAGEMENT COMMITTEES. To facilitate communication between the Parties, joint Labor-Management Committees may be established at the Agency level by mutual agreement of the Union and the Agency Administrator and the Department of Administrative Services. The Committees shall take steps to ensure consistency with the Collective Bargaining Agreement. The Committees shall be on a meet-and-confer basis only and shall not be construed as having the authority nor entitlement to negotiate. The Committees shall have no power to contravene any provision of the Collective Bargaining Agreement, nor to enter into any agreements binding on the Parties to this Agreement or resolve issues or disputes surrounding the implementation of the Contract. Matters which may require a Letter of Agreement shall not be implemented until a Letter of Agreement has been signed by the Labor Relations Unit and the Executive Director of the SEIU Local 503, OPEU. No discussion or review of any matter by the committees shall forfeit or affect the time frames related to the grievance procedure. Matters that should be resolved through the grievance and arbitration procedure shall be handled pursuant to that procedure. At the conclusion of each fiscal year, the Parties shall discuss the concept of Labor-Management Committees and whether they should be modified, continued, or discontinued.
LABOR/MANAGEMENT COMMITTEES. Employee Health
