Common use of Labor Management Cooperation and Quality Service Clause in Contracts

Labor Management Cooperation and Quality Service. The County and the Union pledge to work together cooperatively in a mutual determination to build and maintain a career public service that is dedicated to the principle of quality performance on behalf of all the people of Miami-Dade County. To achieve this goal, the parties agree to establish County Labor-Management Committees composed equally of labor and management members named by Union and Management respectively. These Committees and subcommittees similarly constituted in the various departments or agencies will operate by consensus and will concern themselves with issues cited below and such other issues as by mutual agreement they choose to consider. Resolution of specific matters clearly covered by the Agreement will be in accordance with the procedures elsewhere described in the Agreement. Matters relating to the quality and effectiveness of the career public service will be considered to be within the jurisdiction of the Labor Management Committee structure. The Committee may discuss any topics of mutual concern but shall not be used as a collective bargaining forum to amend or abridge the specific terms of the Agreement. Career employment opportunities for regular part-time employees, training, and cross-training programs, discussion of proposed job classifications, joint discussions of job certifications, and employees required to be on-call are examples of potential subjects for this committee’s review. The Committee may also be involved in matters that affect the efficiency and availability of services provided to the community. Experienced employees, labor and management, may serve on special committees that are responsible for the purchase of sensitive new technology, equipment and supplies; that are considering the reorganizing of space and methods of providing service; that may review the hours of operations, and other vital factors that may contribute to the efficiency and cost-effectiveness of the service. Recommendations emanating from the committee must be approved by Director of Labor Relations and Compensation and the County Mayor before being implemented. The County Mayor’s decision shall be final on all recommendations. The County Mayor’s decision shall not be grievable or arbitrable, or be reviewable through impasse procedures provided for in Chapter 447, F.S. The County Labor Management Committees will meet at mutually agreeable times. Performance Based Compensation Projects The Union and the County agree to work cooperatively to develop and implement performance based compensation projects involving bargaining unit classifications. These performance based compensation projects shall be joint ventures, representing a collaborative effort between the County and the Union, to effect meaningful performance based productivity gains that are designed to enhance the effectiveness and efficiency of the Departments. Either party shall have the right, at any time during the term of this Agreement, to reopen this Agreement only with respect to Performance Based Compensation Projects. The parties agree that they cannot unilaterally implement changes which would conflict with the terms of this Collective Bargaining Agreement.

Labor Management Cooperation and Quality Service. The County Public Health Trust and the Union pledge to work together cooperatively in a mutual determination to build and maintain a career public service that is dedicated to the principle of quality performance on behalf of all the people of Miami-Dade County. To achieve this goal, the parties agree to establish County Public Health Trust Labor-Management Committees composed equally of labor and management members named by Union and Management respectively. These Committees Committees, and subcommittees similarly constituted in the various departments or agencies departments, will operate by consensus and will concern themselves with issues cited below and such other issues as by mutual agreement they choose to consider. In order to strengthen the parties’ labor-management relations, the AFSCME agrees to participate with JHS in labor-management committees to address the issues in Departments. Such committees may be requested by AFSCME or by JHS (through Employee/Labor Relations, the Department Directors, or designees) to meet at mutually accepted times. The parties shall meet a minimum of two times a year (bi-annually) or as the parties agree (as frequently as every quarter). Each side will contain an equal number of representatives (no more than 3 per side) and will follow the guidelines as suggested by the Federal Mediation & Conciliation Service (FMCS) – including alternating taking minutes of the meetings. Those employees that participate in departmental labor management meetings will be paid only for the time in attendance at the meeting. Resolution of specific matters clearly covered by the Agreement contract will be in accordance with the procedures elsewhere described in the Agreementcontract. Matters relating to the quality and effectiveness of the career public service will be considered to be within the jurisdiction of the Labor Labor- Management Committee structure. The Committee may discuss any topics of mutual concern but shall not be used as a collective bargaining forum to amend or abridge the specific terms of the Collective Bargaining Agreement. Career employment opportunities for regular part-time employees, training, and cross-cross- training programs, discussion of proposed job classifications, joint discussions of job certifications, and employees required to be on-call are examples of potential subjects for this committee’s review. The Committee may also be involved in matters that affect the efficiency and availability of health care services provided to the community. Experienced employees, labor and management, may serve on special committees that are responsible for the purchase of sensitive new technology, equipment and supplies; that are considering the reorganizing of space and methods of providing service; that may review the hours of operations, and other vital factors that may contribute to the efficiency and cost-effectiveness of the service. Recommendations emanating from the committee Committee must be approved by Director of the Employee/Labor Relations and Compensation & Workforce Compliance Department and the County Mayor Trust President or designee before being implemented. The County MayorTrust President or designee’s decision shall be final on all recommendations. The County MayorTrust President or designee’s decision shall not be grievable or arbitrable, or be reviewable through impasse procedures provided for in Chapter 447, F.S. The County Labor Management Committees will meet at mutually agreeable times. Performance Based Compensation Projects The Union and the County agree to work cooperatively to develop and implement performance based compensation projects involving bargaining unit classifications. These performance based compensation projects shall be joint ventures, representing a collaborative effort between the County and the Union, to effect meaningful performance based productivity gains that are designed to enhance the effectiveness and efficiency of the Departments. Either party shall have the right, at any time during the term of this Agreement, to reopen this Agreement only with respect to Performance Based Compensation Projects. The parties agree that they cannot unilaterally implement changes which would conflict with the terms of this Collective Bargaining Agreement.F.S.

Labor Management Cooperation and Quality Service. The County Public Health Trust and the Union pledge to work together cooperatively in a mutual determination to build and maintain a career public service that is dedicated to the principle of quality performance on behalf of all the people of Miami-Dade County. To achieve this goal, the parties agree to establish County Public Health Trust Labor-Management Committees composed equally of labor and management members named by Union and Management respectively. These Committees Committees, and subcommittees similarly constituted in the various departments or agencies departments, will operate by consensus and will concern themselves with issues cited below and such other issues as by mutual agreement they choose to consider. In order to strengthen the parties’ labor-management relations, the AFSCME agrees to participate with JHS in labor-management committees to address the issues in Departments. Such committees may be requested by AFSCME or by JHS (through Employee/Labor Relations, the Department Directors, or designees) to meet at mutually accepted times. The parties shall meet a minimum of two times a year (bi-annually) or as the parties agree (as frequently as every quarter). Each side will contain an equal number of representatives (no more than 3 per side) and will follow the guidelines as suggested by the Federal Mediation & Conciliation Service (FMCS) – including alternating taking minutes of the meetings. Those employees that participate in departmental labor management meetings will be paid only for the time in attendance at the meeting. Resolution of specific matters clearly covered by the Agreement contract will be in accordance with the procedures elsewhere described in the Agreementcontract. Matters relating to the quality and effectiveness of the career public service will be considered to be within the jurisdiction of the Labor Labor-Management Committee structure. The Committee may discuss any topics of mutual concern but shall not be used as a collective bargaining forum to amend or abridge the specific terms of the Collective Bargaining Agreement. Career employment opportunities for regular part-time employees, training, and cross-cross- training programs, discussion of proposed job classifications, joint discussions of job certifications, and employees required to be on-call are examples of potential subjects for this committee’s review. The Committee may also be involved in matters that affect the efficiency and availability of health care services provided to the community. Experienced employees, labor and management, may serve on special committees that are responsible for the purchase of sensitive new technology, equipment and supplies; that are considering the reorganizing of space and methods of providing service; that may review the hours of operations, and other vital factors that may contribute to the efficiency and cost-effectiveness of the service. Recommendations emanating from the committee Committee must be approved by Director of the Employee/Labor Relations and Compensation & Workforce Compliance Department and the County Mayor Trust President or designee before being implemented. The County MayorTrust President or designee’s decision shall be final on all recommendations. The County MayorTrust President or designee’s decision shall not be grievable or arbitrable, or be reviewable through impasse procedures provided for in Chapter 447, F.S. The County Labor Public Health Trust Labor-Management Committees will meet at mutually agreeable times. Performance Based Compensation Projects The Union and the County agree to work cooperatively to develop and implement performance based compensation projects involving bargaining unit classifications. These performance based compensation projects shall be joint ventures, representing a collaborative effort between the County and the Union, to effect meaningful performance based productivity gains that are designed to enhance the effectiveness and efficiency of the Departments. Either party shall have the right, at any time during the term of this Agreement, to reopen this Agreement only with respect to Performance Based Compensation Projects. The parties agree that they cannot unilaterally implement changes which would conflict with the terms of this Collective Bargaining Agreement.