LABOUR-MANAGEMENT JOINT COMMITTEE Sample Clauses

LABOUR-MANAGEMENT JOINT COMMITTEE. 1. The Labour-Management Joint Committee shall be established consisting of the following persons:
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LABOUR-MANAGEMENT JOINT COMMITTEE. 5.1 It is understood that there is a direct connection between employment security, employee empowerment, and the flexible use of employees' skills. The intent is that the net effect of changes in technology, sales, the economy and employee improvements will not result in the layoff of employees. The parties acknowledge the mutual benefits to be derived from ongoing joint consultation. The Labour Management Joint Committee (LMJC) is established to provide such a process. LMJC meetings will be held when required in addition to regular meetings which will be held not less than once per month. No LMJC meetings will be official unless two members are present from each of the Company and the Local Union Executive. The LMJC cannot alter or amend the Collective Agreement in any way that is contrary to the Corporate principles and/or Union principles, bylaws and constitution.
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LABOUR-MANAGEMENT JOINT COMMITTEE. It is understood that there is a direct connection between employment security, employee empowerment, and the flexible use of employees' skills. The intent is that the net effect of changes in technology, sales, the economy and employee improvements will not result in the layoff of employees. The parties acknowledge the mutual benefits to be derived from ongoing joint consultation. The Labour Management Joint Committee is established to provide such a process. meetings will be held when required in addition to regular meetings which will be held not less than once per month. No meetings will be official unless two members are present from each of the Company and the Local Union Executive. Page The cannot alter or amend the Collective Agreement in any way that is contrary to the Corporate principles Union principles, bylaws and constitution. Workplace Innovation Not precluding Management's rights to direct or implement workplace innovations, the will discussheview workplace innovations of mutual interest that affect Union members. This committee will serve to discussheview workplace innovations prior to implementation. Workplace innovation includes: directed work teams, continuous improvement and significant changes to job re-organization. The will, in the spirit of mutual respect, work co-operatively in the expeditious resolution of any conflicts arising from these issues. Page ARTICLE UNION REPRESENTATION The Company and the Union mutually agree that the Local Union Executive will be paid their regular wages and benefits by the Company when conducting Union business, as well as negotiations and grievances during working hours. The Local Union Executive will not be unreasonably absent from regular work duties, and will consider current business priorities. Time spent by Local Union Executives, outside of regularly scheduled working hours, will be considered time worked, provided this time is approved, in advance, by the Local Union Executive’s When a particular Local Union Executive is required in an emergency situation or for scheduled meetings with Labour Management Committees (i.e. Pension Committee, Benefits Committee, the will be notified. In all cases the and the Local Union Executive will agree to how time worked outside of business hours will be recognized.
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LABOUR-MANAGEMENT JOINT COMMITTEE. To resolve any problems that may arise and to consider and make suggestions and recommendations for their resolution to their respective parties, the Police Governing Authority and the Alliance shall establish a joint committee comprised of three (3) committee members chosen by and representing the Police Governing Authority and three (3) committee members chosen by and representing the Alliance to meet every three (3) months or more if mutually agreed. Ten days prior to any meeting of the joint committee, the representatives of the Police Governing Authority and the Alliance shall advise each other in writing of the matters they wish to place on the agenda for discussion. Employees attending to such meetings shall be compensated for their regular pay. Travel and other costs will be borne by the employer. The joint committee does not have the responsibility to review the collective agreement nor does the committee have the authority to negotiate terms and conditions of employment. The joint committee has the power to make recommendations to the Employer and the Union. All discussions at the joint committee shall be had without prejudice to either party in any subsequent or existing grievance.
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LABOUR-MANAGEMENT JOINT COMMITTEE 
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Related to LABOUR-MANAGEMENT JOINT COMMITTEE

  • 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.

  • JOINT LABOUR MANAGEMENT COMMITTEE 18.01 A Joint Labour Management Committee shall be established to attend to those matters which are of mutual interest. To ensure its effectiveness the Committee shall be separate and apart from the grievance procedure.

  • The Joint Committee 1. A Joint Committee is hereby established in which each Contracting Party shall be represented.

  • Staffing Committee A. Responsibilities. The Nurse Staffing Committee (“NSC”) shall be responsible for determining the Institute’s staffing plan and resolving complaints raised by nurses regarding the implementation of the plan as well as those activities required of it under RCW 70.41, et seq and its successors.

  • Joint Job Evaluation Committee The parties entered into agreement December 17, 1992, to ensure the Joint Gender- Neutral Job Evaluation Plan remains current and operational and to that end endorsed the Joint Gender-Neutral Job Evaluation Maintenance Agreement. The parties agree that a guiding principle for the Committee is that there shall be no discrimination between male and female employees wherein a person of one sex is paid more than a person of the other sex for similar or substantially similar work.

  • Joint Union/Management Committee It shall be appropriate for either the Union or the University to request that a Joint Union/Management committee be convened, with Environmental Health and Safety as a participating member, to discuss health and safety concerns and to explore options for addressing those concerns through appropriate training or other approaches.

  • EMPLOYEE-MANAGEMENT ADVISORY COMMITTEE 33.01 (a) An Employee-Management Advisory Committee (EMAC) shall be established within three (3) months of the signing of the Collective Agreement. The Union Representative shall provide the names of up to three (3) elected Employees and the Employer shall provide the names of up to three (3) appointed representatives to sit on the EMAC.

  • 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.

  • Local Professional Development Committee 1. The Local Professional Development Committee (LPDC) shall be established to oversee and review professional development plans pursuant to ORC 3319.22.

  • Training Committee The parties to this Agreement may form a Training Committee. The Training Committee will be constituted by equal numbers of Employer nominees and ETU employee representatives and have a charter which clearly states its role and responsibilities. It shall monitor the clauses of this Agreement which relate to training and ensure all employees have equal access to training.

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