LABOR-MANAGEMENT RELATIONSHIP Sample Clauses

LABOR-MANAGEMENT RELATIONSHIP. 1. The Parties agree to work together to enhance the principles of mutual: trust, accountability, understanding, and respect.
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LABOR-MANAGEMENT RELATIONSHIP. SECTION A: Management and the Union believe that an active and healthy Labor- Management relationship will promote a quality work environment for employees, a more efficient administration of agency programs and this Agreement, and improved service to customers. While neither Management nor the Union waives their inherent rights and duties, both recognize the potential benefits in operating as partners. To this end, both Management and the Union agree to work cooperatively as a Labor Management Forum (LMF).
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LABOR-MANAGEMENT RELATIONSHIP. Section 1. NDWA and the Union recognize that it is in the best interests of the parties, the employees, and the public that all dealings between them continue to be characterized by mutual responsibility and respect. To ensure that this relationship continues and improves, NDWA and the Union and their respective representatives at all levels will apply the terms of this Agreement fairly in accord with its intent and meaning and consistent with the Union’s status as exclusive bargaining representative of all employees in the Bargaining Unit. Each party shall bring to the attention of all employees in the Bargaining Unit their purpose to conduct themselves in a spirit of responsibility and respect and the measures they have agreed upon to ensure adherence to this purpose.
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LABOR-MANAGEMENT RELATIONSHIP. 1.01 Union Recognition Pursuant to its obligations under the National Labor Relations Act (“NLRA”), the Employer hereby recognizes the Union as the sole and exclusive collective bargaining agent with respect to wages, hours of work, and other conditions of employment, for those employees in the bargaining unit certified by the National Labor Relations Board on July 7, 2016 in Case No. 22- RC-177941. The bargaining unit covered by this Agreement consists of: All full-time and regular part-time Registered Nurses and Counselors, Assessors, Health Information Clerks, Discharge Planners, UR Coordinators, Behavioral Technicians, Nursing Secretaries, Clinical Secretaries, Finance Support, Billing Specialists, Drivers, Marketing employees, Clerks, Cooks, Maintenance Workers, Custodians, Housekeepers, Admissions Coordinators, Receptionists, and Kitchen Aides employed by the Employer at its Lafayette Township, New Jersey facility, but excluding all Office Clerical employees, Confidential employees, Guards and Supervisors as defined in the Act, and all other employees. Employees who function in a “lead” capacity or as Charge Nurses shall be included in the bargaining unit. Whenever the terms “employee” or “employees” are used hereinafter in this Agreement, they shall be deemed to apply only to the employees.
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LABOR-MANAGEMENT RELATIONSHIP. 1.03 Successors #3 In the event an entire operation or any part thereof is taken over by receivership or bankruptcy proceeding, such operation shall continue to be subject to terms and conditions of this Agreement for the life thereof. In the event of an acquisition, affiliation or disaffiliation of the Employer or a merger of the Employer, this Agreement and its terms and conditions shall be binding on all parties, including the successor entity, for the life thereof.
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LABOR-MANAGEMENT RELATIONSHIP. ‌ The City agrees to work with the Association to establish a labor management committee to discuss issues of mutual concern as needed.
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LABOR-MANAGEMENT RELATIONSHIP. Section 1. Basic Principles The Parties will honor the following general principles:
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LABOR-MANAGEMENT RELATIONSHIP 
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Related to LABOR-MANAGEMENT RELATIONSHIP

  • 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.

  • Employment Relationship Employment with the Company is for no specific period of time. Your employment with the Company will be “at will,” meaning that either you or the Company may terminate your employment at any time and for any reason, with or without cause. Any contrary representations that may have been made to you are superseded by this letter agreement. This is the full and complete agreement between you and the Company on this term. Although your job duties, title, compensation and benefits, as well as the Company’s personnel policies and procedures, may change from time to time, the “at will” nature of your employment may only be changed in an express written agreement signed by you and a duly authorized officer of the Company (other than you).

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

  • INDEPENDENT RELATIONSHIP This Agreement is not intended to constitute, create, give effect to or otherwise recognize a joint venture, partnership, or formal business organization, or agency agreement of any kind, and the rights and obligations of the Parties shall be only those expressly set forth herein.

  • No Employment Relationship Whether or not any Options are to be granted under this Plan shall be exclusively within the discretion of the Plan Administrator, and nothing contained in this Plan shall be construed as giving any person any right to participate under this Plan. The grant of an Option shall in no way constitute any form of agreement or understanding binding on the Company or any Related Company, express or implied, that the Company or any Related Company will employ or contract with an Optionee, for any length of time, nor shall it interfere in any way with the Company’s or, where applicable, a Related Company’s right to terminate Optionee’s employment at any time, which right is hereby reserved.

  • EMPLOYMENT RELATIONSHIPS The ORGANIZATION, its employees, volunteers or agents performing under this Agreement are not deemed to be employees of the COUNTY, nor volunteers or agents of the COUNTY in any manner whatsoever. No officer, employee, volunteer or agent of the ORGANIZATION will hold themselves out as, or claim to be, an officer, employee, volunteer or agent of the COUNTY by reason hereof, nor will they make any claim, demand or application to or for any right or privilege applicable to an officer, employee volunteer or agent of the COUNTY. The parties agree that the COUNTY will not be responsible for the payment of any industrial insurance premiums or related claims or other benefits that may arise during the performance of services under this Agreement for any ORGANIZATION employee or volunteer, or for any consultant’s, contractor’s or subcontractor’s employee(s) or agent(s) that has been retained by the ORGANIZATION.

  • LABOUR MANAGEMENT RELATIONS 30.01 A Labour/Management Relations Committee shall be appointed, consisting of a maximum of two (2) Shop Stewards from the Union, and a maximum of two (2) representatives from the Co-operative. The full-time Union Representative may also attend these meetings from time to time. The Committee shall meet at the request of either party, for the purpose of discussing matters of mutual concern. Time spent by bargaining unit employees in carrying out the functions of this Committee shall be considered as time worked and shall be paid for by the Co-operative. The Committee shall not have jurisdiction to interpret and/or amend the Collective Agreement.

  • EMPLOYMENT RELATIONSHIP PROBLEMS What is an Employment Relationship Problem? It is a problem between employee and employer. For example, it might be a personal grievance or a dispute about a provision in an employment agreement.

  • Working Relationship 4.3.1 Where there is a problem in the working relationship between the principal and the Board (including individual Board members) that has not been informally resolved and is to the detriment of the school, the Board, in consultation with the principal, may consider appointing a suitably qualified independent person to mediate or facilitate between the parties and/or undertake an impartial and objective assessment of the concern(s).

  • Independent Contractor Relationship SELLER is an independent contractor in all its operations and activities hereunder. The employees used by SELLER to perform Work under this Contract shall be SELLER's employees exclusively without any relation whatsoever to LOCKHEED XXXXXX.

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