LABOR/MANAGEMENT ORGANIZATIONAL DISCUSSIONS Sample Clauses

LABOR/MANAGEMENT ORGANIZATIONAL DISCUSSIONS. ‌ The City and the Union agree to hold quarterly Labor/Management Organizational Discussions to address common goals of increasing long-term institutionalized cost savings, maximizing the service provided to Richmond residents, limiting the need for future layoffs, and ensuring compliance with the terms of the 2003 mediated layoff grievance settlement. In addition, the City and the Union will use an outside facilitator from either the State or Federal Mediation Services to assist in arranging and holding such meetings. For the Union: For the City: Xxx Xxxxxxxx Xxxx Xxxxxx Chief Negotiator Chief Negotiator SEIU Local 1021 City of Richmond Yen Do Xxxx Xxxxxx Field Representative Interim Deputy City Manager SEIU Local 1021 City of Richmond Xxxxxx Xxxxxxxxxx Xxxx Xxx Field Representative Interim Human Resources Director SEIU Local 1021 City of Richmond Jr Xxxxxxx Xxxxxxxx Xxxxxxx Xxxxxxxx Xxxxx Xxxxxxx President Senior Assistant City Attorney Richmond Chapter, SEIU Local 1021 City of Richmond Xxxxx Xxxxxxx Xxxxxxxx Xxxxxx Vice-President Principal Personnel Analyst Richmond Chapter, SEIU Local 1021 City of Richmond Xxxxxx Xxxxxxxx Bargaining Team Member Richmond Chapter, SEIU Local 0000 Xxxxxx Xxxxxxxx Bargaining Team Member Richmond Chapter, SEIU Local 1021 Xxxxxx XxXxxx Bargaining Team Member Richmond Chapter, SEIU Local 1021 Xxxxxx XxXxxx Bargaining Team Member Richmond Chapter, SEIU Local 1021 Xxxxxxxx Xxxxxxx Bargaining Team Member Richmond Chapter, SEIU Local 1021 Xxxxxxx Xxxxx Bargaining Team Member Richmond Chapter, SEIU Local 1021 Xxxxx Xxxxxx Executive Director SEIU Local 1021 ATTACHMENT A – CLASSIFICATIONS City of Richmond SEIU Local 1021 Full - Time General Employees Effective July 1, 2015 Job Class Title Range Step 1 Step 2 Step 3 Step 4 Step 5 Accountant I 43H $ 5,148 $ 5,375 $ 5,614 $ 5,873 $ 6,145 Accountant II 52D $ 6,182 $ 6,478 $ 6,804 $ 7,134 $ 7,483 Accounting Assistant I 12 $ 3,612 $ 3,793 $ 3,983 $ 4,183 $ 4,391 Accounting Assistant II 30 $ 4,036 $ 4,238 $ 4,451 $ 4,674 $ 4,909 Administrative Aide 46 $ 4,910 $ 5,115 $ 5,360 $ 5,602 $ 5,873 Administrative Secretary 38C $ 4,806 $ 5,047 $ 5,300 $ 5,566 $ 5,845 Administrative Technician 42A $ 4,727 $ 4,940 $ 5,159 $ 5,377 $ 5,577 Administrative Trainee 32 $ 3,685 $ 3,829 $ 3,983 $ 4,151 $ 4,325 Aquatic Specialist 8 $ 3,455 $ 3,625 $ 3,806 $ 3,998 $ 4,197 Assistant Police Property Tech 34 $ 4,331 $ 4,492 $ 4,657 $ 4,831 $ 5,032 Assisted Housing Prog Insp I 44 $ 5,110 $ 5,336 $ 5,558 $ 5,824 $ ...
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Related to LABOR/MANAGEMENT ORGANIZATIONAL DISCUSSIONS

  • Labor/Management Relations Section 9.1 Representatives of the Union, not to exceed five (5) in number including at least one (1) representative of each shift, and representatives of the Employer, shall meet at least quarterly at mutually agreed upon times for up to two (2) hours to discuss matters of mutual concern relating to the interpretation, application, or administration of this Agreement and existing work rules which affect the members of the bargaining unit. Each party shall prepare and submit an agenda to the other party one (1) week prior to the scheduled meeting.

  • Labor Management 1. Labor/management meetings will be held at the request of either party as needed/monthly.

  • LABOR/MANAGEMENT COMMITTEES Section 1. Labor/Management Committees The parties recognize that the holding of periodic meetings for the exchange of views and information contributes to the effectiveness of the labor/management relationship. Therefore, the parties shall establish Labor/Management Committees (LMC), in accordance with the provisions in this Article, for the purpose of addressing matters of concern in the areas of personnel policies, practices, conditions of employment, and other matters affecting employees. Each LMC will be co-chaired by one member from labor and one member from management.

  • LABOR-MANAGEMENT RELATIONS COMMITTEE Section 1. The Employer and the Federation agree to the establishment of Labor- Management Relations Committees for Divisions represented by the Federation. The purpose of these Committees is to discuss any item of concern, including safety, to either party and to improve communications between the Employer and the members of the bargaining unit.

  • 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 Meeting Any other concerns, not specifically covered herein regarding health and/or safety factors shall be addressed through the county-level Labor Management Committee meetings, Article Thirty, Section G.

  • Labor Management Meetings Section 1. To promote communication and problem resolution between the City and the membership of the union, the Human Resources Director, and other representatives determined appropriate by the City may meet quarterly with the Executive Officers of the Union and other representatives that would be useful to discuss or resolve current issues.

  • LABOR MANAGEMENT COMMITTEE 1. A Statewide Labor Management Committee consisting of not more than five (5) members selected by the VSEA from among bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject.

  • Labor Management Conferences The Union and the Employer mutually agree that in the interest of efficient management and harmonious employee relations, meetings shall be held between Union and Employer representatives when appropriate. Such meetings shall be scheduled within one week of either party submitting an agenda to the other, or at a time mutually agreed upon by the parties, and shall be limited to:

  • LABOUR MANAGEMENT BARGAINING RELATIONS 9.1 No employee or group of employees shall undertake to represent the Association at meetings with the Employer without the authority of the President or the General Secretary acting on behalf of the Association.

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