LABOR-MANAGEMENT RELATIONSHIP Sample Clauses

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. 1. The Parties agree to work together to enhance the principles of mutual: trust, accountability, understanding, and respect. 2. The National Parties may meet semi-annually to discuss labor-management relations and other topics of interest to the Parties. Each Party may designate no more than three individuals to attend the meetings. The meetings will be held virtually, unless otherwise agreed. The Parties shall agree to the meeting agenda in advance of each meeting. If the Parties cannot reach an agreement on any agenda items, the Parties will not discuss these items at the meeting. Each Party shall bear its own costs related to attendance at meetings. 3. The Parties agree to engage in informal and formal processes to identify problems and craft solutions to better serve the Agency’s employees, mission, and the public. Local parties are encouraged to engage in similar processes when doing so will bring benefit to the Agency’s mission. 4. The Parties will notify one another of emerging topics or initiatives that may affect conditions of employment as soon as practical unless mitigating circumstances prevail. 5. The Parties see value and share a mutual interest in conducting jointly sponsored training on topics relevant to the efficient and effective administration of the Master Agreement or to develop a common understanding of the Master Agreement.
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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. Section 2. NDWA will notify the Union when new employees enter the Bargaining Unit. During the orientation of new hires, the Union will have the opportunity to discuss the Union’s role and its benefits, answer questions and solicit new members. Section 3. The Union will keep NDWA fully informed, in writing, on a current basis, of all local Union officers, Union stewards, or other Union representatives who may be designated with the responsibility of representing the Union regarding the administration of this Agreement. Section 4. NDWA will keep the Union fully informed, in writing on a current basis of all Management representatives who may be designated with the responsibility of representing the organization in the administration of this Agreement. Section 5. At any meeting between a representative of NDWA and an employee in which disciplinary action (including formal written warnings which are to be recorded as such in the personnel file, suspension, demotion, or discharge) is to be announced, a Union representative will be present if the employee so requests. Time spent in such a meeting shall be considered work time. In no event shall NDWA select or appoint the Union representative to participate in such meetings. Section 6. Union representatives may request a reasonable amount of time off without pay for Union activities, on an event-by-event basis. Such requests for time off must be submitted in writing to the Union representative’s supervisor at least (2) two weeks in advance, whenever possible. NDWA will consider such requests individually based on work needs, scheduling and other factors relating to the Organization’s mission and operations, and will not deny such request arbitrar...
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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: A. That a cooperative and effective labor-management relationship promotes the increased quality, productivity, performance and effectiveness of the Agency in pursuit of the Agency’s mission, vision and Strategic Plan, and fosters a positive working environment for Agency employees; B. That labor-management relations within the Agency are strengthened by the participation of employees in the formulation and implementation of personnel policies and practices relating to and/or affecting their conditions of employment, and through constructive and cooperative relationships between the Parties; and C. That their relationship of promoting mutual trust, respect and appreciation for each other’s roles and responsibilities continues.
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LABOR-MANAGEMENT RELATIONSHIP. Successors #3
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LABOR-MANAGEMENT RELATIONSHIP. 1.01 Union Recognition
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LABOR-MANAGEMENT RELATIONSHIP. 1. The Parties agree to work together to enhance the principles of mutual: trust, accountability, understanding, and respect. 2. The National Parties may meet semi-annually to discuss labor- management relations and other topics of interest to the Parties. Each Party may designate no more than three individuals to attend the meetings. The meetings will be held virtually, unless otherwise agreed. The Parties shall agree to the meeting agenda in advance of each meeting. If the Parties cannot reach an agreement on any agenda items, the 3. The Parties agree to engage in informal and formal processes to identify problems and craft solutions to better serve the Agency’s employees, mission, and the public. Local parties are encouraged to engage in similar processes when doing so will bring benefit to the Agency’s mission. 4. The parties will notify one another of emerging topics or initiatives that may affect conditions of employment as soon as practical unless mitigating circumstances prevail. 5. The Parties see value and share a mutual interest in conducting jointly sponsored training on topics relevant to the efficient and effective administration of the Master Agreement or to develop a common understanding of the Master Agreement.
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LABOR-MANAGEMENT RELATIONSHIP 
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Related to LABOR-MANAGEMENT RELATIONSHIP

  • 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.

  • 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 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 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.

  • EMPLOYMENT RELATIONSHIP PROBLEMS What is an Employment Relationship Problem?

  • Independent Contractor Relationship Both parties hereto, in the performance of this Contract, shall act in an individual capacity and not as agents, employees, partners, joint ventures or associates of one another. The employees or agents of one party shall not be deemed or construed to be the employees or agents of the other party for any purposes whatsoever.

  • General Relationship Executive shall be considered an employee of the Company within the meaning of all federal, state and local laws and regulations including, but not limited to, laws and regulations governing unemployment insurance, workers’ compensation, industrial accident, labor and taxes.

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