LABOR-MANAGEMENT COMMUNICATIONS. For purposes of maintaining communication between Labor and Management, in order to discuss issues of mutual concern, the Superintendent or his/her designee, shall meet as needed at mutually agreed upon dates, times and places. These meetings shall occur, at a minimum, on a quarterly basis. Each party shall prepare and submit to the other any agenda at least one (1) week prior to a scheduled meeting.
LABOR-MANAGEMENT COMMUNICATIONS. The Union’s Executive Board shall meet periodically with the Chief to discuss professional matters of mutual concern.
LABOR-MANAGEMENT COMMUNICATIONS. The parties agree to conduct periodic labor management meetings to discuss issues of mutual concern. Labor Management meetings shall not be in lieu of the Grievance Procedure described in this Agreement. Two Guild members shall be allowed to attend such meetings. Such Employees will be allowed to attend without loss of pay as provided in the aforementioned “release time” section.
LABOR-MANAGEMENT COMMUNICATIONS. 38.1 The City agrees that periodic meetings, mutually agreed upon, between Association representatives, the employee’s supervisor or department head, and representative(s) of the City’s Human Resources Department will be held to discuss problems and objectives of mutual concern involving the implementation and administration of this Agreement.
LABOR-MANAGEMENT COMMUNICATIONS. The District Attorney and the Chief Assistant District Attorney shall meet upon a quarterly basis with the designated representatives of the ACDDAA for the purpose of discussing issues of importance to either party. The meeting shall take place at a mutually convenient time and location. The ACDDAA and District Attorney management agree to create a system for identifying and communicating items for discussion in advance of the meeting and for post-meeting follow-up relevant to action items. In any given quarter a meeting may be waived or postponed upon the mutual consent of the parties. Such waivers shall be limited to the next upcoming quarterly meeting and shall not be considered for any other purpose. Parties agree to mutually alter the meeting schedule if necessary.
LABOR-MANAGEMENT COMMUNICATIONS. The parties recognize that during the term of this Agreement, problems of administration of the agreement may arise which is not now anticipated by either party. They also recognize that during such periods, mutually constructive and productive relationships are likely to exist between Town and Union if both parties continue and enlarge their respective efforts to gain a better appreciation and understanding of their problems and objectives. Both parties also recognize that frequently, what first may appear to be a problem(s) and area of conflict or disagreement are actually the result of misunderstandings, which are resolved upon a complete and xxxxx exchange of viewpoints and ideas. Even though limitations are placed upon formal negotiations during the period of this Agreement, they believe that a better atmosphere in which to achieve improved day-to-day relations between the parties can be created through open communications between the Union and the Fire Chief. To collaborate and problem solve, the parties agree to meet upon reasonable advance notice to discuss problems and issues that may arise from time to time regarding the application and/or interpretation of this Agreement, health and safety of employees, and/or on other matters concerning wages, hours and working condition, upon reasonable written notice.
LABOR-MANAGEMENT COMMUNICATIONS. The City agrees that quarterly meetings, mutually agreed upon between a CWA representative and the Labor Relations Officer will be held to discuss problems and objectives of mutual concern involving the implementation and administration of this labor Agreement.
LABOR-MANAGEMENT COMMUNICATIONS. The Board and the Association embrace the concept that continual communication at both the building and District level is good and necessary.
LABOR-MANAGEMENT COMMUNICATIONS. The parties agree to establish a labor-management group to meet, using a problem-solving format to consider issues of mutual concern, including but not limited to, sick leave, adjunct faculty reemployment rights, allocation of bargaining unit positions and the faculty evaluation form. Normally, the group will be composed of three (3), but not to exceed five (5) Association representatives and three (3), but not to exceed five (5), District representatives. Meeting dates, locations and other subjects of interest shall be determined by the parties. The Vice Chancellor, Human Resources, will be responsible for overseeing the group. Any agreements reached will be reduced to writing and binding on the parties.
LABOR-MANAGEMENT COMMUNICATIONS. 38.1 The City and the Association agree, to attempt to meet at least quarterly. By mutual agreement, the parties may agree to more or less frequent meetings, if needed. Participants may include Association representatives, Department Directors and other City supervisory or management staff.
