LABOR-MANAGEMENT CONFERENCE COMMITTEE Sample Clauses

LABOR-MANAGEMENT CONFERENCE COMMITTEE. ‌ 23.1 The City and the Union agree to convene a joint Conference Committee at the written request of either party to this Agreement. The Conference Committee shall consist of no more than three (3) representatives of each of the parties and shall include the Staff Representative of the Union or designee and the City of Seattle Director of Labor Relations or designee. When the issues to be discussed pertain to a single department, the other members of each party's committee shall be from the given department. Any increase in either party's committee members must be through mutual agreement of the parties. The purpose of the committee is to deal with matters of general concern to the Union and/or the City or a particular department, as opposed to individual complaints of employees; provided, however, it is understood that the Conference Committee shall function in a consultative capacity and shall not be considered a decision-making body. Either the Union representatives or the City representatives may initiate a discussion of any subject of a general nature affecting employees covered by this Agreement. All written requests for a committee meeting shall contain specific reasons for the meeting, including the subject(s) and the names of committee members.
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LABOR-MANAGEMENT CONFERENCE COMMITTEE. The Union and the District agree to meet as needed in a labor/management conference committee to discuss business brought forth by either party outside the working day.
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LABOR-MANAGEMENT CONFERENCE COMMITTEE. 23.1 The City and the Union agree to convene a joint Conference Committee at the written request of either party to this Agreement. The Conference Committee shall consist of no more than three (3) representatives of each of the parties and shall include the Staff Representative of the Union or his/her designated representative and the City of Seattle Director of Labor Relations or his/her designated representative. When the issues to be discussed pertain to a single department, the other members of each party's committee shall be from the given department. Any increase in either party's committee members must be through mutual agreement of the parties. The purpose of the committee is to deal with matters of general concern to the Union and/or the City or a particular department, as opposed to individual complaints of employees; provided, however, it is understood that the Conference Committee shall function in a consultive capacity and shall not be considered a decision-making body. Either the Union representatives or the City representatives may initiate a discussion of any subject of a general nature affecting employees covered by this Agreement. All written requests for a committee meeting shall contain specific reasons for the meeting, including the subject(s) and the names of committee members.
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LABOR-MANAGEMENT CONFERENCE COMMITTEE. The Employer and the Union shall establish a Labor-Management Conference Committee (LMCC), which shall normally be comprised of an equal number of appointees from both the Employer and the Union. The function of the Labor- Management Conference Committee shall be to discuss issues of mutual interest and/or concern for the purpose of establishing a harmonious working relationship between the employees, the Employer, and the Union. The Labor-Management Conference Committee shall meet quarterly and more often, if necessary, and at times that are mutually acceptable and shall be run according to a mutually developed agenda. The Labor-Management Conference Committee shall not have the power to change the provisions of the Labor Agreement between the parties, negotiate new agreements, or resolve grievances beyond what has been agreed to within this Labor Agreement.
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LABOR-MANAGEMENT CONFERENCE COMMITTEE. The Employer and the Union shall establish a Labor/Management Conference Committee (LMCC), which shall normally be comprised of an equal number of appointees from both the Employer and the Union. The function of the Labor/Management Conference Committee shall be to discuss issues of mutual interest and/or concern for the purpose of establishing a harmonious working relationship between the employees, the Employer and the Union. The Labor/Management Conference Committee shall meet quarterly and more often, if necessary, and at times that are mutually acceptable and shall be run according to a mutually developed agenda. The Labor/Management Conference Committee shall not have the power to change the provisions of the Labor Agreement between the parties, negotiate new agreements or resolve grievances beyond what has been agreed to within this Labor Agreement. If a topic is covered by this Agreement and the City’s Human Resources Policies and Procedures Manual (HRPPM), then the HRPPM shall not be applied to bargaining unit employee unless there is no conflict between the HRPPM and this Agreement. In instances of no conflict, the HRPPM will supplement this Agreement. All specific references to the HRPPM are to the version as of ratification of this agreement. If there remains a conflict between the interpretation of the Agreement and the City’s Human Resources Policies & Procedures Manual, the provision of the Labor Agreement shall govern.
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LABOR-MANAGEMENT CONFERENCE COMMITTEE. 16.1 The City and the Union agree to establish a joint Conference Committee consisting of three (3) representatives of the Union, including the President of the Union or his/her representative, and three (3) representatives of the City, which may include the Director of Labor Relations or his/her representative. The participants on the committee shall be determined at the time the parties agree to initiate discussions regarding a particular subject or matter. 16.2 The purpose of this Committee is to deal with matters of general concern to the Union and to the City as opposed to individual complaints of employees; provided, however, it is understood that the Conference Committee shall function in an advisory capacity and shall not be considered a decision-making body; and provided, further, it is understood that this Committee shall not be considered a collective bargaining forum and its composition shall not constitute a waiver of any other obligation provided by applicable law. It is further understood that the work of the parties under the Conference Committee procedure shall in no way add to or subtract from, alter, or amend this Agreement. 16.3 Either the Union representative or the City representative may initiate a discussion of any subject of a general nature affecting employees covered by this Agreement. Subjects for discussion at Conference Committee meetings during the term of this Agreement shall be identified in advance. If such subjects have been identified by either party, the Committee shall meet not more than once each season. The parties shall alternate, meeting by meeting, the chair responsibilities. The person acting as chairperson shall develop a written agenda for the meeting with input from both parties identifying the subjects for discussion and shall distribute the agenda to all Committee members one week prior to the meeting, with a copy to the Bureau Commander, the Unit Commander and Labor Relations. 16.4 Conference Committee meetings shall be scheduled during the employees' normally scheduled work hours and shall constitute paid work time. 16.5 Any decisions or agreements reached by the Conference Committee shall be put in writing and distributed to the Union and the Unit Commander. 16.6 Labor and management support continuing efforts to provide the best service delivery and the highest quality service in the most cost-effective manner to the citizens of Seattle. Critical to achieving this purpose is the involvement of employees ...
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LABOR-MANAGEMENT CONFERENCE COMMITTEE. 18.1 The District and PROTEC17 shall agree to establish a conference committee comprised of one shop xxxxxxx (or their alternates) from each bargaining unit, the PROTEC17 Union Representative (if requested by the Union), a Division Director, the Human Resources Manager, and up to three additional representatives from the District’s management team. The responsibility of this committee will be to address problems, issues, or concerns from both sides using the interest-based problem-solving process to arrive at consensus agreement. Unless otherwise agreed in advance by the parties, the committee shall have no authority to conduct any negotiations or modify the provisions of this Agreement. 18.2 The purpose of this committee is to encourage better communication between bargaining unit members and management and resolve issues at the lowest possible level by providing an open forum to discuss issues, problems, or concerns related to the current collective bargaining agreement for wages, hours, and working conditions. As part of this responsibility, the committee shall: 18.2.1 Meet quarterly as needed and when mutually agreeable. 18.2.2 Maintain an “open door” policy and use outside resources (including PROTEC17 or management representatives) as needed and appropriate. This may also include an employee who is concerned about or directly affected by a specific issue or policy. 18.2.3 Establish a process that will provide for the best possible communication of issues to assure a thorough understanding by all bargaining unit members and managers.
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LABOR-MANAGEMENT CONFERENCE COMMITTEE. A. A Conference Committee shall be established consisting of appropriate representatives of the Hospital Administration and four representatives elected by the entire group of nurses covered by this Agreement. The purpose of the committee is to work with Hospital Administration in developing a better understanding between Administration and the nursing staff, to assist in working out mutual problems of Administration and the nursing staff, to consider suggestions of the nursing staff relative to the delivery of nursing service and to facilitate communication between the two groups. This committee may request assistance from Minnesota Nurses Association at any time. B. The management and nurse representatives shall be established by the MNA Labor/Management Committee. The total Committee membership will not exceed eight (8) with four (4) representatives of Labor and four (4) of Management. The CEO of Perham Health & Perham Living and the Labor Relations Specialist from MNA may attend the meetings as requested by either party. C. The committee shall meet as the committee guidelines have established, not less than four (4) times a year. The agenda for the meeting shall be agreed upon by the committee in advance of the meetings. Minutes of the meetings shall be distributed electronically via e-mail to all nurses. Meetings will only be cancelled by mutual agreement of the employer and the union. D. Nurse representatives shall be compensated for scheduled work hours necessarily lost because of serving on this committee.
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Related to LABOR-MANAGEMENT CONFERENCE COMMITTEE

  • LABOR MANAGEMENT COMMITTEE Section 1. In order to facilitate communication between labor and management, a Labor Management Committee consisting of the Department Head and/or his designated alternate, the Assistant Chief of Police and two (2) Team Managers, and three (3) representatives of the Lincoln Police Union, along with at least one (1) Team Representative, will make up the Labor Management Committee. The Department Head will designate management personnel and the Union shall select Union representatives. Members will serve at the pleasure of the Department Head or Union President, depending upon who the member represents. Members will serve and be replaced on a staggered system (approximately three (3) year limit) depending upon the schedule agreed upon by the Department Head and the Union President. Section 2. Each Team area will be represented by a member of any rank to serve as spokesperson for that area. They will meet at least one week prior to the monthly Labor Management Committee meeting to formulate the common areas of interest and to elect a spokesperson to present the items in writing to the Labor Management Committee. Payment for attending this meeting will be at the discretion of the Department Head. Spokesperson will be chosen on a rotating basis. Team representatives will be picked by a vote of the Team members that they are representing. Section 3. The Labor Management Committee may discuss any area of the Department, with limitation only on those areas already under agreement between the City and the Union. The agenda will be based on the problem areas brought to the attention of the Committee by the Team Representatives and on any area representative members of Labor Management feel need to be discussed. Topics for discussion will be posted on the Union bulletin board and disseminated to Labor Management Committee members at least one (1) week prior to the monthly meeting. Section 4. Membership is subject to change through attrition and elected office, however, a one (1) week notice must be given to the Committee to afford the new member(s) voting privileges. Section 5. Realizing that communication is the key element to the smooth operation of any organization, the Labor Management Committee will xxxxxx an element of cooperation and unity of organizational members, be they labor or management. Section 6. Meetings shall be held at least once per calendar month. Additional meetings may be scheduled by mutual agreement of the Committee and the Department Head. Section 7. A quorum shall consist of two (2) members from labor and two (2) members from management.

  • LABOR/MANAGEMENT COMMITTEES A. Statewide

  • JOINT LABOR MANAGEMENT COMMITTEE The parties agree that they will continue the Joint Labor-Management Committee to discuss matters of mutual interest relating to the employees covered by this Agreement. Topics for the Joint Labor-Management Committee may include, but are not limited to, Professional Development, Incentive Pay, etc. The Committee shall meet quarterly or as mutually agreed by the co-chairs. The President of CWA or designee and the Director of Human Resources or designee shall serve as co-chairs.

  • Labour Management Committee (a) Where the parties mutually agree that there are matters of mutual concern and interest that would be beneficial if discussed at a Labour Management Committee Meeting during the term of this Agreement, the following shall apply. (b) An equal number of representatives of each party as mutually agreed shall meet at a time and place mutually satisfactory. A request for a meeting hereunder will be made in writing prior to the date proposed and accompanied by an agenda of matters proposed to be discussed, which shall not include matters that are properly the subject of grievance or negotiations for the amendment or renewal of this agreement. Any representative(s) attending such meetings during their regularly scheduled hours of work shall not lose regular earnings as a result of such attendance. (c) It is agreed that the topic of a rehabilitation program for drug and alcohol abuse is an appropriate topic for the Labour-Management Committee. It is also agreed that the topic of the utilization of full-time and part-time staff is an appropriate topic for the Labour-Management Committee. The committee shall have access to work schedules and job postings upon request. (d) It is understood that joint meetings with other Labour-Management Committees in the Hospital may be scheduled concerning issues of mutual interest if satisfactory to all concerned. (e) Where two or more agreements exist between a Hospital and CUPE the Committee may be a joint one representing employees under both agreements, unless otherwise agreed.

  • Training Committee The parties to this Agreement may form a Training Committee. The Training Committee will be constituted by equal numbers of Employer nominees and ETU employee representatives and have a charter which clearly states its role and responsibilities. It shall monitor the clauses of this Agreement which relate to training and ensure all employees have equal access to training.

  • JOINT LABOUR MANAGEMENT COMMITTEE A Joint Labour Management Committee shall be established to attend to those matters which are of mutual interest. To ensure its effectiveness the Committee shall be separate and apart from the grievance procedure.

  • Safety Committee Where a Health and Safety Committee is established on a job in accordance with section 72 of the OHS Act, it shall include the Employer’s Site Safety Supervisor and the Health and Safety Representative/s.

  • Joint Safety Committee (a) The Union and the Company shall cooperate in selecting one or more Safety Committees, which will meet at least once a month to consider all safety and occupational health problems. (b) The local Joint Safety Committee shall consist of equal representation from Company and Union. This Committee shall meet at least once a month to consider all safety and occupational health problems.

  • Labor Management Meetings Section 11.1. In the interest of sound labor/management relations, the parties agree to meet at agreeable dates and times for the purpose of discussing those issues outlined herein. Normally, meetings held pursuant to this Article will occur no more frequently than once every three (3) months, unless matters of an urgent nature require immediate attention. No more than three (3) employee representatives in pay status will attend such meetings. The Employer and OAPSE may have representatives as each deems necessary to address the issues. Section 11.2. The party requesting the meeting shall furnish an agenda and the names of the employees who will be attending, with the request for the meeting. Subjects that may be discussed at these meetings shall include but not be limited to the items listed below: A. Discuss the administration of this Agreement. B. Notify OAPSE of changes made by the Employer which may affect bargaining unit members. C. Discuss grievances which have not been processed beyond the final step of the Grievance Procedure when such discussions are mutually agreed to by the parties. D. Disseminate general information of interest to the parties. E. Give OAPSE representatives the opportunity to share the views of its members and/or make suggestions on subjects of interest to their members. F. Discuss ways to improve efficiency and work performance. Section 11.3. Written responses promised by either party shall be submitted to the other party within ten (10) work days after such meeting. Section 11.4. Labor/Management meetings are not intended to be negotiation sessions to alter or amend the basic agreement. Section 11.5. In the event of a change of duties of a position within the bargaining unit, or in the event that a new position is created within the Library, the Employer shall determine whether the new or changed position will be included in or excluded from the bargaining unit and shall so advise the Union in writing within thirty (30) calendar days. If the Union disputes the Employer's determination of bargaining unit status, the parties shall meet in an attempt to resolve their disagreement within seven (7) calendar days from the Union notification to the Employer. If the parties agree on the determination, it shall be implemented as agreed by the Employer and the Union and a joint petition for amendment of the bargaining unit shall be filed with the State Employment Relations Board (SERB). If the parties do not agree, the parties shall jointly petition SERB pursuant to Chapter 4117 of the Ohio Revised Code and the SERB Rules and Regulations for a determination of bargaining unit status.

  • Consultative Committee (a) To assist in creating a stable and co-operative environment for the project, a consultative committee has been established which shall operate in accordance with its charter. It is not the objective of parties to this clause that the committee would over-ride the function and responsibilities of management or unions.

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