Common use of LABOR/MANAGEMENT COMMUNICATIONS MEETINGS Clause in Contracts

LABOR/MANAGEMENT COMMUNICATIONS MEETINGS. 23.1. This Article creates a Labor/Management communication procedure to initiate and enter into non-adversarial discussions regarding matters of general concern to management or employees of the Library, consistent with the purpose of this Agreement, as opposed to grievances. It is understood that any matter that has been made the subject of a formal grievance under the terms of the Labor Agreement shall be excluded from consideration under the Labor/Management communication procedure, unless mutually agreed. Further, this process is intended to supplement, rather than replace, raising issues with direct supervisors. 23.2. It is further understood that (unless otherwise mutually agreed) the work of the parties under the Labor/Management communication procedure shall in no way add to, subtract from, alter, or amend the Labor Agreement. Either the Union or the Library may propose to initiate discussion on a subject of a general nature affecting the employees of 23.3. The Labor/Management Committee will be the Staff Representative of the Union, the President of Local 1857, the Chief Shop Xxxxxxx of Local 1857, the Director of Human Resources, an APT member, and, if the Library chooses, one other management representative. The coordinators of the Labor/Management communication procedure will be the President of the Union and the Director of Human Resources or their designees. 23.4. The Labor/Management Communications meetings shall be held monthly but may be cancelled by mutual agreement. All scheduling shall be by mutual agreement. 23.5. Either party may set agenda items. With notice at one meeting, either party may expand the attendees at the next meeting to help inform the discussion. 23.6. For the meetings described in Section 23.4 above, bargaining unit members will be paid for their regularly scheduled hours that overlap with the time spent in such a meeting and that overlap with the time spent traveling to the meeting from another Library location, up to a total of two

LABOR/MANAGEMENT COMMUNICATIONS MEETINGS. 23.1. This Article creates a Labor/Management communication procedure to initiate and enter into non-adversarial discussions regarding matters of general concern to management or employees of the Library, consistent with the purpose of this Agreement, as opposed to grievances. It is understood that any matter that has been made the subject of a formal grievance under the terms of the Labor Agreement shall be excluded from consideration under the Labor/Management communication procedure, unless mutually agreed. Further, this process is intended to supplement, supplement rather than replace, replace raising issues with direct supervisors. 23.2. It is further understood that (unless otherwise mutually agreed) the work of the parties under the Labor/Management communication procedure shall in no way add to, subtract from, alter, or amend the Labor Agreement. Either the Union or the Library may propose to initiate discussion on a subject of a general nature affecting the employees of. 23.3. The Labor/Management Committee will be the Staff Representative of the Union, the President of Local 1857, the Chief Shop Xxxxxxx of Local 1857, the Director of Human Resources, Resources and an APT member, and, if the Library chooses, one other management representative. The coordinators of the Labor/Management communication procedure will be the President of the Union and the Director of Human Resources or their designees. 23.4. The Labor/Management Communications meetings shall be held monthly but may be cancelled by mutual agreement. All scheduling shall be by mutual agreement. 23.5. Either party may set agenda items. With notice at one meeting, either party may expand the attendees at the next meeting to help inform the discussion. 23.6. For the meetings described in Section 23.4 above, bargaining unit members will be paid for their regularly scheduled hours that overlap with the time spent in such a meeting and that overlap with the time spent traveling to the meeting from another Library locationmeeting, up to a total of twotwo (2) hours per meeting. Bargaining unit members may also access the “Union Donated Leave Bank” referenced in Section 3.6 of the collective bargaining agreement, whether or not the meeting is scheduled outside the member’s regular work time, so long as this does not result in overtime pay for the member. For those Union representatives who travel to a meeting from a branch location, the Library shall pay round trip mileage pursuant to KCLS policy. 23.7. The Employer and the Union will collaborate using the Labor Management Committee to develop strategies for assigning work to Pages. While assignment is at the Employer’s discretion, the intent is for Pages to have a variety of work and to spend only limited time training volunteers.

LABOR/MANAGEMENT COMMUNICATIONS MEETINGS. 23.1. This Article creates a Labor/Management communication procedure to initiate and enter into non-adversarial discussions regarding matters of general concern to management or employees of the Library, consistent with the purpose of this Agreement, as opposed to grievances. It is understood that any matter that has been made the subject of a formal grievance under the terms of the Labor Agreement shall be excluded from consideration under the Labor/Management communication procedure, unless mutually agreed. Further, this process is intended to supplement, supplement rather than replace, replace raising issues with direct supervisors. 23.2. It is further understood that (unless otherwise mutually agreed) the work of the parties under the Labor/Management communication procedure shall in no way add to, subtract from, alter, or amend the Labor Agreement. Either the Union or the Library may propose to initiate discussion on a subject of a general nature affecting the employees ofof the Library. Such discussions will be entered into and conducted by mutual agreement. 23.3. The Labor/Management Committee will be the Staff Representative of the Union, the President of Local 1857, the Chief Shop Xxxxxxx of Local 1857, the Director of Human Resources, an APT Resources and a KLT member, and, if the Library chooses, one other management representative. The coordinators of the Labor/Management communication procedure will be the President of the Union and the Director of Human Resources or their designees. 23.4. The Labor/Management Communications meetings shall be held monthly but may be cancelled by mutual agreement. All scheduling shall be by mutual agreement. 23.5. Either party may set agenda items. With notice at one meeting, either party may expand the attendees at the next meeting to help inform the discussion. 23.6. For the meetings described in Section 23.4 above, bargaining unit members will be paid for their regularly scheduled hours that overlap with the time spent in such a meeting and that overlap with the time spent traveling to the meeting from another Library locationmeeting, up to a total of twotwo (2) hours per meeting. Bargaining unit members 23.7. The Employer and the Union will collaborate using the Labor Management Committee to develop strategies for assigning work to Pages. While assignment is at the Employer's discretion, the intent is for Pages to have a variety of work and to spend only limited time training volunteers.

LABOR/MANAGEMENT COMMUNICATIONS MEETINGS. 23.1. This Article creates a Labor/Management communication procedure to initiate and enter into non-adversarial discussions regarding matters of general concern to management or employees of the Library, consistent with the purpose of this Agreement, as opposed to grievances. It is understood that any matter that has been made the subject of a formal grievance under the terms of the Labor Agreement shall be excluded from consideration under the Labor/Management communication procedure, unless mutually agreed. Further, this process is intended to supplement, rather than replace, raising issues with direct supervisors. 23.2. It is further understood that (unless otherwise mutually agreed) the work of the parties under the Labor/Management communication procedure shall in no way add to, subtract from, alter, or amend the Labor Agreement. Either the Union or the Library may propose to initiate discussion on a subject of a general nature affecting the employees ofof the Library. Such discussions will be entered into and conducted by mutual agreement. 23.3. The Labor/Management Committee will be the Staff Representative of the Union, the President of Local 1857, the Chief Shop Xxxxxxx of Local 1857, the Director of Human Resources, an APT member, and, if the Library chooses, one other management representative. The coordinators of the Labor/Management communication procedure will be the President of the Union and the Director of Human Resources or their designees., 23.4. The Labor/Management Communications meetings shall be held monthly but may be cancelled by mutual agreement. All scheduling shall be by mutual agreement. 23.5. Either party may set agenda items. With notice at one meeting, either party may expand the attendees at the next meeting to help inform the discussion. 23.6. For the meetings described in Section 23.4 above, bargaining unit members will be paid for their regularly scheduled hours that overlap with the time spent in such a meeting and that overlap with the time spent traveling to the meeting from another Library location, up to a total of two