LABOR-MANAGEMENT RELATIONS COMMITTEES Sample Clauses

LABOR-MANAGEMENT RELATIONS COMMITTEES. The parties will establish Labor-Management Relations Committees (LMRCs) in accordance with the provisions of this Article. They will give consideration to: areas of pre-decisional input; the prevention and resolution of misunderstandings and grievances; working conditions, personnel policies and practices; the promotion of good employee- supervisor relationships; the strengthening of morale; etc. All LMRCs are solely for the purpose of exchanging views and information and shall be deemed a supplement to negotiations as defined by the Civil Service Reform Act, not a substitute. However, the parties recognize that issues unresolved in these meetings potentially can be addressed in grievances, mid-term bargaining and other traditional representational forums. Section 1. National Labor-Management Forum. A. A national Labor Management Forum (LMF) will meet two (2) times per calendar year for no more than two (2) working days at U.S. Customs and Border Protection (CBP) Headquarters facilities. Additional meetings may be held, by mutual consent, at such other times as deemed necessary. Fourteen (14) calendar days prior to the scheduled date of the meeting, the parties will exchange anticipated agenda items. Matters not on the agenda can be discussed by mutual consent. B. The Union will have five (5) attendees from the bargaining unit present. These five (5) unit members will receive official time for the meeting as well as the time necessary to travel to and from the meeting. National LMF bargaining unit members will be reimbursed travel and per diem in accordance with the Federal Travel Regulations. The national LMF bargaining unit members may be joined by National Treasury Employees Union (NTEU) elected leaders and staff who are not CBP employees. C. By mutual agreement, a national LMF at the Assistant Commissioner level may be established. Section 2. National Work Groups. A. The national LMF may, by mutual agreement, establish work groups to analyze specific problems and propose solutions. Absent mutual agreement by the national LMF, a work group shall be comprised of no more than eight (8) members, i.e., four (4) representatives from NTEU and four (4) representatives from CBP. B. No later than seven (7) calendar days after the national LMF agreeing to establish a work group, CBP will provide NTEU the qualifications necessary to participate in a specific work group. Within seven (7) calendar days of receipt of qualifications from CBP, NTEU will provide employ...
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LABOR-MANAGEMENT RELATIONS COMMITTEES. The parties will establish Labor-Management Relations Committees (LMRCs) in accordance with the provisions of this Article. They will give consideration to: areas of pre-decisional input; the prevention and resolution of misunderstandings and grievances; working conditions, personnel policies and practices; the promotion of good employee- supervisor relationships; the strengthening of morale, etc. All LMRCs are solely for the purpose of exchanging views and information and shall be deemed a supplement to negotiations as defined by the Civil Service Reform Act, not a substitute. However, the parties recognize that issues unresolved in these meetings potentially can be addressed in grievances, mid-term bargaining and other traditional representational forums.
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LABOR-MANAGEMENT RELATIONS COMMITTEES. Section 1. The Department agrees to meet with 10 designated representatives annually to discuss and work towards resolution on items of concern to the parties. The Department agrees to review those items that can not be resolved at the meeting with the intent of future resolution. Local issues are more appropriately addressed at the local level. Section 2. This annual meeting will be held in Washington, D:"C. the union shall request the meeting, with a preliminary agenda, at least four (4) weeks in advance so that arrangements can be made for the designated representatives' absence from their duties. The Department will provide official time, if otherwise in a duty status, and travel and per diem expenses for up to ten (10) designated representatives. Normally the meeting will not exceed one day. Following the submission of the agenda the parties will mutually determine whether the meeting will be extended for an additional day. Section 3. The union will provide management with the names of the union- designated representatives as far in advance as possible, but no later than three weeks in advance of the meeting so that official time, travel and per diem may be arranged as appropriate. Section 4. Realizing that open communication is vital to a healthy labor management relationship, the group will address national concerns raised by SEIU as they occur.
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LABOR-MANAGEMENT RELATIONS COMMITTEES. Section 1 - Purpose and Function
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LABOR-MANAGEMENT RELATIONS COMMITTEES 
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Related to LABOR-MANAGEMENT RELATIONS COMMITTEES

  • Labour Management Relations Committee In recognition of the mutual benefits of open communications and on-going consultation between the faculty and the employer, the Labour/Management Relations Committee will meet on a regular basis and have equal representation for the Union and the Employer. The LMRC will serve as an open forum for the free and candid discussion of matters of mutual concern to faculty members and management.

  • LABOR/MANAGEMENT COMMITTEES A. Statewide

  • Labor Management Relations The Employer and the Union recognize that the character and quality of the Union/Management relationship in each Agency has an impact upon productivity and quality services. Accordingly, the parties agree to support joint Labor/Management training in skills and concepts which may contribute to increased Union/Management understanding and cooperative relationships.

  • 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.

  • LABOUR MANAGEMENT RELATIONS 9:01 No employee or group of employees shall undertake to represent the Union at meetings with the Employer without the proper authorization of the Union. The Employer shall not meet with any employee or group of employees undertaking to represent the Union without the proper authorization of the Union. In representing an employee or group of employees, a representative of the Union shall be the spokesperson. In order that this may be carried out, the Union shall supply the Employer with the names of its Officers and representatives. Likewise the Employer shall supply the Union with a list of its Designated Authorities and Chairs where the Chair is not the Designated Authority. Neither the Union nor the Employer shall be required to recognize such representatives until written notification has been received. 9:02 The Union and the Employer acknowledge the mutual benefit of joint consultation and agree, therefore, that there shall be a joint labour/management committee consisting of three (3) representatives from and selected by each party. There shall be one (1) regularly scheduled Labour/Management Committee meeting in each four (4) month term or semester (January to April, May to August, September to December). In addition, meetings shall be arranged at the request of either party through the Labour Relations Department, by submitting in writing the topics to be discussed. Such meetings shall take place, at a mutually-agreeable time, within ten (10) working days of the receipt of the request for the meeting. Meetings shall not be used to discuss matters which are the subject of a grievance nor to discuss any matters which are, at the time, the subject of collective bargaining. The committee shall function in an advisory capacity only, making recommendations to the Union and/or the Employer with respect to its discussions and conclusions, and shall not have the power to add to or modify the terms of this agreement. A representative of each party shall be designated Co-Chairperson, and the two persons so designated shall alternate in presiding over meetings.

  • CENTRAL LABOUR RELATIONS COMMITTEE C4.1 OPSBA, the Crown and OSSTF agree to establish a joint Central Labour Relations Committee to promote and facilitate communication between rounds of bargaining on issues of joint interest.

  • 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.

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

  • 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.

  • Union Management Relations Any changes deemed necessary in this Agreement may be made by mutual agreement of the parties at any time during the life of this Agreement.

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