Labor-Management Cooperation. When an Appointing Authority initiates a planning process or management study which is anticipated to result in layoff, the Appointing Authority will meet and confer with the Local Union during the decision planning phase and again during the implementation planning phase. The Appointing Authority and the Local Union shall enter into negotiations regarding a Memoranda of Understanding upon request of either party to modify this Agreement regarding the implementation plans which shall include, but are not limited to, the following: • Length of layoff notice; • Job and retraining opportunities; • Alternative placement methods; • Early retirement options pursuant to M.S. 43A.24, Subd. 2(i); • Bumping/vacancy options for part-time employees to preserve their insurance eligibility or contribution; and • Other methods of mitigating layoff or their effect on employees.
Labor-Management Cooperation. Whenever an Appointing Authority initiates a planning process or management study which is anticipated to result in layoff, the Appointing Authority will meet and confer with the Association during the decision planning phase and again during the implementation planning phase. The Appointing Authority and the Association shall enter into negotiations regarding a Memorandum of Understanding (MOU) upon the request of either party to modify this Agreement regarding the implementation phase which shall include, but are not limited to, the following: • length of layoff notice • job and retraining opportunities • alternative placement methods • early retirement options under Minn. Stat. 43A.24, Subd. 2(i) • voluntary layoff provisions of Section 3(A) of this Article • voluntary reduction in hours provisions of Article 29 of this Agreement • employee assistance program will be made available to all affected employees • other methods of mitigating layoffs or their effect on employees. Upon request, and when possible, an Appointing Authority shall meet and confer with the Association when it has determined that layoffs will be made for budgetary reasons.
Labor-Management Cooperation. When an Appointing Authority initiates a planning process or management study which is anticipated to result in layoff, the Appointing Authority will meet and confer with the Association during the decision planning phase and again during the implementation planning phase. The Appointing Authority and the Association shall enter into negotiations regarding a Memorandum of Understanding upon the request of either party to modify this Agreement regarding the implementation plans which shall include, but are not limited to, the following:
Labor-Management Cooperation. In aid of the provisions of Section 36.1, the Fire Chief or designee and the President of the Union agree to meet periodically to discuss and cooperate in the setting of staffing levels.
Labor-Management Cooperation. A. The Judiciary and the Union shall continue their joint participation in the existing labor-management committees. Each of the parties shall appoint their own representatives from time to time to serve on the committees, maintaining a balance between labor and management members. It is understood that the position of chairperson or facilitator within the committees shall be rotated periodically between labor and management, and any minutes which may be taken on behalf of the committees shall be provided to the committee members along with such other representatives as the parties may designate. All labor-management committee meetings shall be scheduled by mutual agreement between labor and management as far in advance as possible. Individual employees shall furnish their respective supervisors with as much advance notice as possible of the meetings. Employees’ supervisors shall make reasonable efforts to schedule work so that reasonable time off is provided to attend to committee business, consistent with the operational needs of the Judiciary. The Judiciary and the Union must reach agreement before any new labor- management committee is established by either party.
Labor-Management Cooperation. The parties agree that during the term of this MOU, they will continue to support the Pride At WorkProgram. In addition they will continue to participate in efforts to contain health care costs. The City and Local 2180 agree that they will continue to have open discussions on matters of concern to the parties during the term of this MOU.
Labor-Management Cooperation. The District and Association agree that it is in the best interest of professional employees and the school district to meet and discuss areas of concern or ideas for ways to improve what we are already doing. Therefore, the Association and the District will work together, during the term of the 2014-2015 labor agreement, on a forum for these discussions. These discussions are intended to address issues quickly by bringing people relevant to the discussion together in a forum to talk. Either the Association or the District can initiate these discussions. Both parties understand that to limit disruptions at the various work sites, participation in these discussions should be limited to small groups of people. This forum does not replace negotiations of contractual issues. INDEX A Adoption Leave 12 B Bereavement Leave 12 C Child Care Leave 12 Compensation Errors 9 Court Duty Leave 12 D Dental Insurance 15 Discipline 19 F Fair Share Fee 6 Family Illness Leave 12 Flexible Spending Account 15 G Grievance Procedure 20 H Health Insurance 14 Holidays 10 Hours of Work 6 L Labor Management Forum 35 Legal Services 19 Life Insurance 14 M Mileage 22 Military Leave 13 N Non-Discrimination 22 O Overtime 6 P Personal Illness Leave 11 Probationary Period 7 Professional Growth 10 S Salaries 24 Seniority 8 Severance Pay 18 Sick Leave 11 Standard Ranges 33 Step Progression 9 T Titles and Grades 31 Vacation 11 W Wages 9
Labor-Management Cooperation. Article 2
Labor-Management Cooperation. The parties agree that Joint Labor Management Committees may be useful in resolving operational needs, the ability to meet the service mandates of the city and other issues which may benefit from joint efforts to resolve economic, service or other issues. Such issues should be presented by the Union or Management to the appropriate Union/Departments for review and discussion to determine if the issue can be resolved or if a JLMC should be established to address and/or resolve the issue in compliance with Charter Section 234.
Labor-Management Cooperation. The parties agree that during the term of this MOU, they will continue to participate in efforts to contain health care costs. The City and MM/PROF agree that they will continue to have open discussions on matters of concern to the parties during the term of this MOU. The parties agree to develop policies to be included in the City of Chula Vista Policy and Procedures manual and included in this MOU by reference, in regard to an internal appeal process of application of all policy and procedures. The parties agree meet and develop mutually acceptable language on a policy for the application of FLSA exempt status in relation to use of accumulated sick and vacation leave.
