LIVING AGREEMENT. The parties acknowledge that during the term of this Agreement, a party at the national level may wish to enter into discussions concerning subjects covered by this Agreement or to modify specific provisions of this Agreement, or a party at the local level may wish to enter discussions concerning subjects covered by the local collective bargaining agreement or to modify its specific provisions. The parties agree that neither a union nor any Xxxxxx Permanente entity shall refuse to engage in such discussions. The parties further agree that, consistent with the Partnership principles set forth above, they will engage in such discussions with the intent to reach mutual agreement; however, during the term of this Agreement, no party shall be required to agree to any modifications of either this Agreement or the local collective bargaining agreement. In witness whereof the respective parties hereto have executed this agreement effective October 1, 2018. Senior Vice President, National Labor Relations and the Office of Labor Management Partnership, Xxxxxx Foundation Health Plan and Hospitals, Inc. Vice President, Office of Labor Management Partnership and National Labor Relations Strategy, Xxxxxx Foundation Health Plan and Hospitals, Inc. Senior Vice President and Interim Chief Human Resources Officer, Xxxxxx Foundation Health Plan and Hospitals, Inc. Vice President, Labor Management Partnership and Labor Relations, The Permanente Federation Senior Vice President and Chief Health Officer, Kaiser Foundation Health Plan and Hospitals, Inc. Senior Vice President and Chief Human Resources Officer (retired, 2019), Kaiser Foundation Health Plan and Hospitals, Inc. Executive Vice President and Chief Information Officer, Xxxxxx Foundation Health Plan and Hospitals, Inc. Chief Operating Officer and Executive Vice President, The Permanente Federation, LLC Executive Vice President, Group President, Markets Outside of California, Xxxxxx Foundation Health Plan and Hospitals, Inc. Executive Vice President, Group President and Chief Operating Officer, Care Delivery, Xxxxxx Foundation Health Plan and Hospitals, Inc. Regional President, Southern California, Xxxxxx Foundation Health Plan and Hospitals, Inc. Regional President, Washington, Kaiser Foundation Health Plan and Hospitals, Inc. Chief Operating Officer, Southern California Permanente Medical Group Regional President, Georgia, Xxxxxx Foundation Health Plan and Hospitals, Inc. Executive Vice President, Health Plan Operations, and Chief Growth Officer, Xxxxxx Foundation Health Plan and Hospitals, Inc. Executive Director, Alliance of Health Care Unions Deputy Director, Alliance of Health Care Unions Healthcare Coordinator, UFCW Local 555 Regional Director/VP, UFCW Local 400 Healthcare Director, UFCW 7 Executive Assistant to the President, UFCW Local 1996 President, ILWU Local 28 Executive Vice President, UFCW Local 21 Business Manager, IUOE Local 501 President, UNAC President, OFNHP AFT Local 5017 Union Representative, UFCW Local 324 Business Representative, IUOE Local 501 Financial Secretary-Treasurer, Unite Here Local 5 Staff Representative, USW Local 7600 President, UFCW Local 770 Assistant to the Director of Collective Bargaining, UFCW Assistant to the President, UFCW Local 27 Business Representative, IBT Local 166 Business Manager, IUOE Local 1 Vice President, UFCW Local 770 and 1167 President, UFCW Local 1428 Executive Director, UNAC/UHCP Secretary-Treasurer, UFCW Local 1428 Executive Director, KPNAA Secretary-Treasurer, UFCW Local 135 President, UFCW Local 135 Negotiator, UFCW Local 21 SECTION 4 | NATIONAL AGREEMENT EXHIBITS In order to align what labor and management can expect from each other as partners, the LMP Executive Committee will commission a workgroup and assign the participants (including some Commitment to Partnership Bargaining Workgroup members) to create a playbook/quick start guide. The Workgroup will: » Consider and discuss practical challenges to understanding/utilizing the Partnership Agreement and keep those in mind in structuring and creating the playbook; and » Complete the Playbook within 9 months from ratification. The Labor Management Partnership Playbook should include the “go-to” approach for implementing the LMP. Examples may include but are not limited to: » Standard processes for LMP activities; » LMP Process workflows; » Cultural values that shape a consistent response; » Expectations and accountabilities; » Behavioral expectations; » Role definitions (e.g., of managers, staff, co-leads, etc.) and equitable distribution of work in the partnership;
Appears in 2 contracts
Samples: National Agreement, National Agreement
LIVING AGREEMENT. The parties acknowledge that during the term of this Agreement, a party at the national level may wish to enter into discussions concerning subjects covered by this Agreement or to modify specific provisions of this Agreement, or a party at the local level may wish to enter discussions concerning subjects covered by the local collective bargaining agreement or to modify its specific provisions. The parties agree that neither a union nor any Xxxxxx Permanente entity shall refuse to engage in such discussions. The parties further agree that, consistent with the Partnership principles set forth above, they will engage in such discussions with the intent to reach mutual agreement; however, during the term of this Agreement, no party shall be required to agree to any modifications of either this Agreement or the local collective bargaining agreement. In witness whereof the respective parties hereto have executed this agreement effective October 1, 20182021. Senior Vice President, National Labor Relations and the Office of Labor Management Partnership, Xxxxxx Foundation Health Plan and Hospitals, Inc. Vice President, Office of Labor Management Partnership and National Labor Relations Strategy, Xxxxxx Foundation Health Plan and Hospitals, Inc. Senior Vice President and Interim Chief Human Resources Officer, Xxxxxx Foundation Health Plan & OLMP and Hospitals, Inc. Vice President, Labor Management Partnership and Labor Relations, The Permanente Federation Senior Vice President and Chief Health OfficerSVP, Kaiser Foundation Health Plan and Hospitals, Inc. Senior Vice President and Chief Human Resources Officer (retiredSVP, 2019), Kaiser Foundation Health Plan and Hospitals, Inc. Executive Vice President and Chief Information Officer, Xxxxxx Foundation Health Plan and Hospitals, Inc. Human Resources Consulting & Labor Relations Chief Operating Officer and Executive Vice President, The Permanente Federation, LLC Executive President, Southern California and Hawaii Markets Regional President, Xxxxxx Foundation Hospitals / Health Plan of the Northwest Chief Operating Officer (COO) of SCAL Vice President of Administration and People Leadership, General Counsel for Labor and Employment Law Vice President, Group President, Markets Outside Office of California, Xxxxxx Foundation Health Plan and Hospitals, Inc. Executive Labor Management Partnership & National Labor Relations Strategy Vice President, Group National Labor Relations – Economics Vice President and Chief Operating Officer& Assistant General Counsel, Care Delivery, Xxxxxx Foundation Health Plan and Hospitals, Inc. Regional President, Southern California, Xxxxxx Foundation Health Plan and Hospitals, Inc. Regional President, Washington, Kaiser Foundation Health Plan and Hospitals, Inc. Chief Operating Officer, Southern California Permanente Medical Group Regional President, Georgia, Xxxxxx Foundation Health Plan and Hospitals, Inc. Executive Vice President, Health Plan Operations, and Chief Growth Officer, Xxxxxx Foundation Health Plan and Hospitals, Inc. Labor & Employment Executive Director, Alliance of Health Care Unions Deputy Director, Alliance of Health Care Unions Healthcare Coordinator, UFCW Local 555 Regional Director/VP, UFCW Local 400 President, USW Local 7600 President, OFNHP AFT Local 5017 Healthcare Director, UFCW 7 Executive Assistant to the President, UFCW Local 1996 President, ILWU Local 28 Executive Vice President, UFCW Local 21 Business Manager, IUOE Local 501 President, UNAC President, OFNHP AFT Local 5017 Union Representative, UFCW Local 324 Business Representative, IUOE Local 501 Financial Secretary-Treasurer, Unite Here Local 5 Staff Representative, USW Local 7600 President, UFCW Local 770 Assistant to the Director of Collective BargainingPresident, UFCW Local 3000 Executive Director, UNAC/UHCP Assistant to the President, UFCW Local 27 Business Representative, IBT Local 166 Business Manager, IUOE Local 1 Executive Vice President, National Bargaining Director, UFCW Vice President, UFCW Local 770 and 1167 President, UFCW Local 1428 Executive Director, UNAC/UHCP Secretary-Treasurer, UFCW Local 1428 President, UFCW Local 1442 Executive Director, KPNAA Secretary-Treasurer, UFCW Local 135 President, UFCW Local 135 NegotiatorPresident, UFCW Local 21 324 SECTION 4 | NATIONAL AGREEMENT EXHIBITS In order to align what labor and management can expect from each other as partners, the LMP Executive Committee will commission a workgroup and assign the participants (including some Commitment to Partnership Bargaining Workgroup members) to create a playbook/quick start guide. The Workgroup will: » Consider and discuss practical challenges to understanding/utilizing the Partnership Agreement and keep those in mind in structuring and creating the playbook; and » Complete the Playbook within 9 months from ratification. The Labor Management Partnership Playbook should include the “go-to” approach for implementing the LMP. Examples may include but are not limited to: » Standard processes for LMP activities; » LMP Process workflows; » Cultural values that shape a consistent response; » Expectations and accountabilities; » Behavioral expectations; » Role definitions (e.g., of managers, staff, co-leads, etc.) and equitable distribution of work in the partnership;
Appears in 2 contracts
Samples: National Agreement, National Agreement
LIVING AGREEMENT. The parties acknowledge that during the term of this Agreement, a party at the national level may wish to enter into discussions concerning subjects covered by this Agreement or to modify specific provisions of this Agreement, or a party at the local level may wish to enter discussions concerning subjects covered by the local collective bargaining agreement or to modify its specific provisions. The parties agree that neither a union nor any Xxxxxx Permanente entity shall refuse to engage in such discussions. The parties further agree that, consistent with the Partnership principles set forth above, they will engage in such discussions with the intent to reach mutual agreement; however, during the term of this Agreement, no party shall be required to agree to any modifications of either this Agreement or the local collective bargaining agreement. In witness whereof the respective parties hereto have executed this agreement effective October 1, 20182021. Senior Vice President, National Labor Relations and the Office of Labor Management Partnership, Xxxxxx Foundation Health Plan and Hospitals, Inc. Vice President, Office of Labor Management Partnership and National Labor Relations Strategy, Xxxxxx Foundation Health Plan and Hospitals, Inc. Senior Vice President and Interim Chief Human Resources Officer, Xxxxxx Foundation Health Plan & OLMP and Hospitals, Inc. Vice President, Labor Management Partnership and Labor Relations, The Permanente Federation Senior Vice President and Chief Health OfficerSVP, Kaiser Foundation Health Plan and Hospitals, Inc. Senior Vice President and Chief Human Resources Officer (retiredSVP, 2019), Kaiser Foundation Health Plan and Hospitals, Inc. Executive Vice President and Chief Information Officer, Xxxxxx Foundation Health Plan and Hospitals, Inc. Human Resources Consulting & Labor Relations Chief Operating Officer and Executive Vice President, The Permanente Federation, LLC Executive President, Southern California and Hawaii Markets Regional President, Kaiser Foundation Hospitals / Health Plan of the Northwest Chief Operating Officer (COO) of SCAL Vice President of Administration and People Leadership, General Counsel for Labor and Employment Law Vice President, Group President, Markets Outside Office of California, Xxxxxx Foundation Health Plan and Hospitals, Inc. Executive Labor Management Partnership & National Labor Relations Strategy Vice President, Group National Labor Relations – Economics Vice President and Chief Operating Officer& Assistant General Counsel, Care Delivery, Xxxxxx Foundation Health Plan and Hospitals, Inc. Regional President, Southern California, Xxxxxx Foundation Health Plan and Hospitals, Inc. Regional President, Washington, Kaiser Foundation Health Plan and Hospitals, Inc. Chief Operating Officer, Southern California Permanente Medical Group Regional President, Georgia, Xxxxxx Foundation Health Plan and Hospitals, Inc. Executive Vice President, Health Plan Operations, and Chief Growth Officer, Xxxxxx Foundation Health Plan and Hospitals, Inc. Labor & Employment Executive Director, Alliance of Health Care Unions Deputy Director, Alliance of Health Care Unions Healthcare Coordinator, UFCW Local 555 Regional Director/VP, UFCW Local 400 President, USW Local 7600 President, OFNHP AFT Local 5017 Healthcare Director, UFCW 7 Executive Assistant to the President, UFCW Local 1996 President, ILWU Local 28 Executive Vice President, UFCW Local 21 Business Manager, IUOE Local 501 President, UNAC President, OFNHP AFT Local 5017 Union Representative, UFCW Local 324 Business Representative, IUOE Local 501 Financial Secretary-Treasurer, Unite Here Local 5 Staff Representative, USW Local 7600 President, UFCW Local 770 Assistant to the Director of Collective BargainingPresident, UFCW Local 3000 Executive Director, UNAC/UHCP Assistant to the President, UFCW Local 27 Business Representative, IBT Local 166 Business Manager, IUOE Local 1 Executive Vice President, National Bargaining Director, UFCW Vice President, UFCW Local 770 and 1167 President, UFCW Local 1428 Executive Director, UNAC/UHCP Secretary-Treasurer, UFCW Local 1428 President, UFCW Local 1442 Executive Director, KPNAA Secretary-Treasurer, UFCW Local 135 President, UFCW Local 135 NegotiatorPresident, UFCW Local 21 324 SECTION 4 | NATIONAL AGREEMENT EXHIBITS In order to align what labor and management can expect from each other as partners, the LMP Executive Committee will commission a workgroup and assign the participants (including some Commitment to Partnership Bargaining Workgroup members) to create a playbook/quick start guide. The Workgroup will: » Consider and discuss practical challenges to understanding/utilizing the Partnership Agreement and keep those in mind in structuring and creating the playbook; and » Complete the Playbook within 9 months from ratification. The Labor Management Partnership Playbook should include the “go-to” approach for implementing the LMP. Examples may include but are not limited to: » Standard processes for LMP activities; » LMP Process workflows; » Cultural values that shape a consistent response; » Expectations and accountabilities; » Behavioral expectations; » Role definitions (e.g., of managers, staff, co-leads, etc.) and equitable distribution of work in the partnership;
Appears in 2 contracts
Samples: National Agreement, National Agreement
LIVING AGREEMENT. The parties acknowledge that during the term of this Agreement, a party at the national level may wish to enter into discussions concerning subjects covered by this Agreement or to modify specific provisions of this Agreement, or a party at the local level may wish to enter discussions concerning subjects covered by the local collective bargaining agreement or to modify its specific provisions. The parties agree that neither a union nor any Xxxxxx Permanente entity shall refuse to engage in such discussions. The parties further agree that, consistent with the Partnership principles set forth above, they will engage in such discussions with the intent to reach mutual agreement; however, during the term of this Agreement, no party shall be required to agree to any modifications of either this Agreement or the local collective bargaining agreement. Note: This contract is complete with the exception of the UFCW Local 3000 pension language. The table of contents, pagination, and indexing may change once the UFCW Local 3000 pension language is resolved. XXXXXXXXXXXXX.XXX | 85 In witness whereof the respective parties hereto have executed this agreement effective October 1, 20182021. Senior Vice President, National Labor Relations and the Office of Labor Management Partnership, Xxxxxx Foundation Health Plan and Hospitals, Inc. Vice President, Office of Labor Management Partnership and National Labor Relations Strategy, Xxxxxx Foundation Health Plan and Hospitals, Inc. Senior Vice President and Interim Chief Human Resources Officer, Xxxxxx Foundation Health Plan & OLMP and Hospitals, Inc. Vice President, Labor Management Partnership and Labor Relations, The Permanente Federation Senior Vice President and Chief Health OfficerSVP, Kaiser Foundation Health Plan and Hospitals, Inc. Senior Vice President and Chief Human Resources Officer (retiredSVP, 2019), Kaiser Foundation Health Plan and Hospitals, Inc. Executive Vice President and Chief Information Officer, Xxxxxx Foundation Health Plan and Hospitals, Inc. Human Resources Consulting & Labor Relations Chief Operating Officer and Executive Vice President, The Permanente Federation, LLC Executive President, Southern California and Hawaii Markets Regional President, Kaiser Foundation Hospitals / Health Plan of the Northwest Chief Operating Officer (COO) of SCAL Vice President of Administration and People Leadership, General Counsel for Labor and Employment Law Vice President, Group PresidentOffice of Labor Management Partnership & National Labor Relations Strategy 86 | 2021 NATIONAL AGREEMENT Note: This contract is complete with the exception of the UFCW Local 3000 pension language. The table of contents, Markets Outside of Californiapagination, Xxxxxx Foundation Health Plan and Hospitals, Inc. Executive indexing may change once the UFCW Local 3000 pension language is resolved. Vice President, Group National Labor Relations – Economics Vice President and Chief Operating Officer& Assistant General Counsel, Care Delivery, Xxxxxx Foundation Health Plan and Hospitals, Inc. Regional President, Southern California, Xxxxxx Foundation Health Plan and Hospitals, Inc. Regional President, Washington, Kaiser Foundation Health Plan and Hospitals, Inc. Chief Operating Officer, Southern California Permanente Medical Group Regional President, Georgia, Xxxxxx Foundation Health Plan and Hospitals, Inc. Executive Vice President, Health Plan Operations, and Chief Growth Officer, Xxxxxx Foundation Health Plan and Hospitals, Inc. Labor & Employment Executive Director, Alliance of Health Care Unions Deputy Director, Alliance of Health Care Unions Healthcare Coordinator, UFCW Local 555 Regional Director/VP, UFCW Local 400 President, USW Local 7600 President, OFNHP AFT Local 5017 Healthcare Director, UFCW 7 Executive Assistant to the President, UFCW Local 1996 President, ILWU Local 28 Executive Vice President, UFCW Local 21 Business Manager, IUOE Local 501 President, UNAC President, OFNHP AFT Local 5017 Union Representative, Note: This contract is complete with the exception of the UFCW Local 324 3000 pension language. The table of contents, pagination, and indexing may change once the UFCW Local 3000 pension language is resolved. XXXXXXXXXXXXX.XXX | 87 Business Representative, IUOE Local 501 Financial Secretary-Treasurer, Unite Here Local 5 Staff Representative, USW Local 7600 President, UFCW Local 770 Assistant to the Director of Collective BargainingPresident, UFCW Local 3000 Executive Director, UNAC/UHCP Assistant to the President, UFCW Local 27 Business Representative, IBT Local 166 Business Manager, IUOE Local 1 Executive Vice President, National Bargaining Director, UFCW Vice President, UFCW Local 770 and 1167 President, UFCW Local 1428 Executive Director, UNAC/UHCP Secretary-Treasurer, UFCW Local 1428 President, UFCW Local 1442 88 | 2021 NATIONAL AGREEMENT Note: This contract is complete with the exception of the UFCW Local 3000 pension language. The table of contents, pagination, and indexing may change once the UFCW Local 3000 pension language is resolved. Executive Director, KPNAA Secretary-Treasurer, UFCW Local 135 President, UFCW Local 135 NegotiatorPresident, UFCW Local 21 324 Note: This contract is complete with the exception of the UFCW Local 3000 pension language. The table of contents, pagination, and indexing may change once the UFCW Local 3000 pension language is resolved. XXXXXXXXXXXXX.XXX | 89 SECTION 4 | NATIONAL AGREEMENT EXHIBITS In order to align what labor and management can expect from each other as partners, the LMP Executive Committee will commission a workgroup and assign the participants (including some Commitment to Partnership Bargaining Workgroup members) to create a playbook/quick start guide. The Workgroup will: » Consider and discuss practical challenges to understanding/utilizing the Partnership Agreement and keep those in mind in structuring and creating the playbook; and » Complete the Playbook within 9 months from ratification. The Labor Management Partnership Playbook should include the “go-to” approach for implementing the LMP. Examples may include but are not limited to: » Standard processes for LMP activities; » LMP Process workflows; » Cultural values that shape a consistent response; » Expectations and accountabilities; » Behavioral expectations; » Role definitions (e.g., of managers, staff, co-leads, etc.) and equitable distribution of work in the partnership;
Appears in 1 contract
Samples: National Agreement
LIVING AGREEMENT. The parties acknowledge that during the term of this Agreement, a party at the national level may wish to enter into discussions concerning subjects covered by this Agreement or to modify specific provisions of this Agreement, Agreement or a party at the local level may wish to enter discussions concerning subjects covered by the local collective bargaining agreement or to modify its specific provisions. The parties agree that neither a union nor any Xxxxxx Permanente entity shall refuse to engage in such discussions. The parties further agree that, consistent with the Partnership principles set forth above, they will engage in such discussions with the intent to reach mutual agreement; however, during the term of this Agreement, no party shall be required to agree to any modifications of either this Agreement or the local collective bargaining agreement. In witness whereof whereof, this _____ day of , 2010, the respective parties hereto have executed this agreement effective October 1, 20182010. Senior Vice PresidentXxxxxxx x. Xxxxxxxx SVP, National Labor Relations and the Office of Labor Management Partnership, Chief HR Officer Xxxxxx Foundation Health Plan and HospitalsPresident, Inc. Vice Northern California Region Kaiser Foundation Health Plan xxxx xxxxxx Executive Director Coalition of Xxxxxx Permanente Unions xxxxxx xxxxxxx President SEIU Local 105 xxxxx xxxxxxxxxxxXx xxXxxxx xxxxx President, Georgia Region Xxxxxx Foundation Health Plan xxxxxxx xxxxxx xxxxxxxx Xxx, md SVP, Community Benefit Research & Health Policy Xxxxxx Foundation Health Plan xxXx XxXxxxx, md President, Southern California Region Kaiser Foundation Health Plan Executive Director The Permanente Federation Senior Union Representative/ Interim Business Manager IFPTE Local 20 xxxxxx xxxxx Executive Director, CFO OPEIU Local 30 xxxxx xxxxxxx VP/Union Representative UFCW Local 770 Executive Assistant to the President UFCW Local 1996 xxXxxxx Xxxxx Secretary-Treasurer OPEIU Local 2 xxx Xxxxxxxx, md President & Executive Medical Director The Permanente Federation, Ohio xxxx xxxxxx SVP, Chief Information Officer Xxxxxx Foundation Health Plan xxxxxx xxxxxxx, md Senior Advisor Southern California Permanente Medical Group xxxxxx xxxxxx Coordinator SEIU International xxxx xxxxx, esQ. Executive Director HNA, OPEIU Local 50 xxxxx xxxxxxxx xxx xxXxxxx Staff Representative USW Local 7600 SVP, Office of Labor Management Partnership and National Labor Relations Strategy, Xxxxxx Foundation Health Plan and HospitalsExecutive Director KPNAA xxxxxx xxxxxxx, Inc. Senior Vice md President and Interim Chief Human Resources Officer& Executive Medical Director The Permanente Federation, Northwest Director of Business Strategy xxxx xxxxx, ph.d. xxxx xXxxxxxx Coalition of Xxxxxx Permanente Unions xxxxxxx xxxxxxxx President, Mid-Atlantic States Region Xxxxxx Foundation Health Plan and Hospitals, Inc. Vice President, Labor Management Partnership and Labor Relations, The Permanente Federation Senior Vice Special Assistant to the Trustee SEIU-UHW West xxxxxXxx xxxxxxx-xXxxx Regional President and Chief Health Officer, Kaiser Foundation Health Plan and Hospitals, Inc. Senior Vice President and Chief Human Resources Officer (retired, 2019), Kaiser Foundation Health Plan and Hospitals, Inc. Executive Vice President and Chief Information Officer, Xxxxxx Foundation Health Plan and Hospitalsof Ohio President SEIU Local 49 Xxxxxxx xxxxx xxxxx xxxXxxxxx EVP, Inc. Chief Operating Financial Officer and Executive Vice President, The Permanente Federation, LLC Executive Vice President, Group President, Markets Outside of California, Xxxxxx Foundation Health Plan and Associate Director for Negotiated Benefits Department UFCW International Union xxxxx xxxxx President, Hawaii Region Xxxxxx Foundation, Health Plan & Hospitals, Inc. Executive Vice Trustee SEIU-UHW West xxxxx xxxxxx xxxxx xxxxx President, Group President and Chief Operating Officer, Care Delivery, Colorado Region Xxxxxx Foundation Health Plan and HospitalsAdministrator AFT, Inc. Regional OFNHP xxxxxx xxxxx xxxxxx xXXxxxxXx President, Southern CaliforniaNorthwest Region Kaiser Foundation Hospitals & Health Plan President, Business Manager OPEIU Local 29 xxxxxx xxxxx, md Executive Director & CEO of Northern California The Permanente Medical Group Field Director Coalition of Xxxxxx Permanente Unions xxxxx xxXxxxx xxxxxx xxxxxxxx Director, National Labor Relations Xxxxxx Foundation Health Plan and HospitalsPresident UNAC/UHCP xxx xXxxxxxxx, Inc. Regional Presidentmd, WashingtonfaCp Executive Medical Director & Chairman of the Board Southeast Permanente Medical Group Kaiser Division Director SEIU-UHW xxXx xxxxxxxx xxxxxxxx xxxxxx, Kaiser md President & Executive Medical Director Hawaii Permanente Medical Group Coalition of Xxxxxx Permanente Unions xxxxx xxxxxx xxxxxx xxxxxxx EVP, Health Plan Operations Xxxxxx Foundation Health Plan IBT Local 166 xxxxxxx xxxxx EVP, Health Plan and HospitalsHospital Operations Xxxxxx Foundation Health Plan xxxxxxx xxxxx, Inc. Chief Operating Officer, md Executive Medical Director Southern California Permanente Medical Group Regional Presidentxxxxx xxxxxx SVP, Georgia, Financial & Strategic Services Xxxxxx Foundation Health Plan and Hospitalsxxxx xxxxxx, Inc. md Executive Vice PresidentMedical Director & President Colorado Permanente Medical Group By centering Partnership on DBTs, Health Plan Operationswe also expect to eliminate parallel, duplicative structures in the organization. There will be fewer meetings, and Chief Growth Officermore will be accomplished because all of the stakeholders are at the table from the beginning. This should help increase union capacity to partner, Xxxxxx Foundation Health Plan as well as reduce backfill issues. We will know how well DBTs have performed by reviewing their performance on the metrics they have chosen, which will be aligned with the goals developed at the higher levels of the accountability structure in Recommendation 1. We would also expect to see improvements on People Pulse scores regarding influence over decisions, involvement in decisions, knowledge of department goals, and Hospitalsuse of employees’ good ideas. Developing and implementing DBTs will incur costs, Inc. Executive Directorparticularly for readiness training, Alliance described in more detail in our Recommendation 4, as well as release time and backfill. A key enabler of Health Care Unions Deputy Directorthis recommendation should be the growing sense of urgency, Alliance even crisis, among many of Health Care Unions Healthcare Coordinatorus that unless we make Partnership real to front-line employees, UFCW Local 555 Regional Director/VPsupervisors and stewards in the very near future, UFCW Local 400 Healthcare Directorwe will lose the opportunity forever. There is an equally motivating sense of crisis in the health care market— make significant performance improvement now, UFCW 7 Executive Assistant or lose market share. At the same time, we are well positioned to implement DBTs at this juncture: we have a shared vision of a high performing Partnership, we are committed to engaging employees, and we have the resources in place to support the development of DBTs. We will have to overcome some barriers, including competing priorities and difficulty in measuring results across the program. We will have to work hard to overcome the project mentality that has taken hold of Partnership—it’s a separate, parallel, off-line activity, rather than the way we do business every day. There may also be some concern over the idea that partnering in the business means shifting supervisor work to the President, UFCW Local 1996 President, ILWU Local 28 Executive Vice President, UFCW Local 21 Business Manager, IUOE Local 501 President, UNAC President, OFNHP AFT Local 5017 Union Representative, UFCW Local 324 Business Representative, IUOE Local 501 Financial Secretary-Treasurer, Unite Here Local 5 Staff Representative, USW Local 7600 President, UFCW Local 770 Assistant to the Director of Collective Bargaining, UFCW Assistant to the President, UFCW Local 27 Business Representative, IBT Local 166 Business Manager, IUOE Local 1 Vice President, UFCW Local 770 and 1167 President, UFCW Local 1428 Executive Director, UNAC/UHCP Secretary-Treasurer, UFCW Local 1428 Executive Director, KPNAA Secretary-Treasurer, UFCW Local 135 President, UFCW Local 135 Negotiator, UFCW Local 21 SECTION 4 | NATIONAL AGREEMENT EXHIBITS In order to align what labor and management can expect from each other as partners, the LMP Executive Committee will commission a workgroup and assign the participants (including some Commitment to Partnership Bargaining Workgroup DBT members) to create a playbook/quick start guide. The Workgroup will: » Consider and discuss practical challenges to understanding/utilizing the Partnership Agreement and keep those in mind in structuring and creating the playbook; and » Complete the Playbook within 9 months from ratification. The Labor Management Partnership Playbook should include the “go-to” approach for implementing the LMP. Examples may include but are not limited to: » Standard processes for LMP activities; » LMP Process workflows; » Cultural values that shape a consistent response; » Expectations and accountabilities; » Behavioral expectations; » Role definitions (e.g., of managers, staff, co-leads, etc.) and equitable distribution of work in the partnership;
Appears in 1 contract
Samples: National Agreement
LIVING AGREEMENT. The parties acknowledge that during the term of this Agreement, a party at the national level may wish to enter into discussions concerning subjects covered by this Agreement or to modify specific provisions of this Agreement, or a party at the local level may wish to enter discussions concerning subjects covered by the local collective bargaining agreement or to modify its specific provisions. The parties agree that neither a union nor any Xxxxxx Permanente entity shall refuse to engage in such discussions. The parties further agree that, consistent with the Partnership principles set forth above, they will engage in such discussions with the intent to reach mutual agreement; however, during the term of this Agreement, no party shall be required to agree to any modifications of either this Agreement or the local collective bargaining agreement. In witness whereof the respective parties hereto have executed this agreement effective October 1, 2018. Senior Vice President, National Labor Relations and the Office of Labor Management Partnership, Xxxxxx Foundation Health Plan and Hospitals, Inc. Vice President, Office of Labor Management Partnership and National Labor Relations Strategy, Xxxxxx Foundation Health Plan and Hospitals, Inc. Senior Vice President and Interim Chief Human Resources Officer, Xxxxxx Foundation Health Plan and Hospitals, Inc. Vice President, Labor Management Partnership and Labor Relations, The Permanente Federation Senior Vice President and Chief Health Officer, Kaiser Foundation Health Plan and Hospitals, Inc. Senior Vice President and Chief Human Resources Officer (retired, 2019), Kaiser Foundation Health Plan and Hospitals, Inc. Executive Vice President and Chief Information Officer, Xxxxxx Kaiser Foundation Health Plan and Hospitals, Inc. Chief Operating Officer and Executive Vice President, The Permanente Federation, LLC Executive Vice President, Group President, Markets Outside of California, Xxxxxx Foundation Health Plan and Hospitals, Inc. Executive Vice President, Group President and Chief Operating Officer, Care Delivery, Xxxxxx Foundation Health Plan and Hospitals, Inc. Regional President, Southern California, Xxxxxx Foundation Health Plan and Hospitals, Inc. Regional President, Washington, Kaiser Foundation Health Plan and Hospitals, Inc. Chief Operating Officer, Southern California Permanente Medical Group Regional President, Georgia, Xxxxxx Foundation Health Plan and Hospitals, Inc. Executive Vice President, Health Plan Operations, and Chief Growth Officer, Xxxxxx Foundation Health Plan and Hospitals, Inc. Executive Director, Alliance of Health Care Unions Deputy Director, Alliance of Health Care Unions Healthcare Coordinator, UFCW Local 555 Regional Director/VP, UFCW Local 400 Healthcare Director, UFCW 7 Executive Assistant to the President, UFCW Local 1996 President, ILWU Local 28 Executive Vice President, UFCW Local 21 Business Manager, IUOE Local 501 President, UNAC President, OFNHP AFT Local 5017 Union Representative, UFCW Local 324 Business Representative, IUOE Local 501 Financial Secretary-Treasurer, Unite Here Local 5 Staff Representative, USW Local 7600 President, UFCW Local 770 Assistant to the Director of Collective Bargaining, UFCW Assistant to the President, UFCW Local 27 Business Representative, IBT Local 166 Business Manager, IUOE Local 1 Vice President, UFCW Local 770 and 1167 President, UFCW Local 1428 Executive Director, UNAC/UHCP Secretary-Treasurer, UFCW Local 1428 Executive Director, KPNAA Secretary-Treasurer, UFCW Local 135 President, UFCW Local 135 Negotiator, UFCW Local 21 SECTION 4 | NATIONAL AGREEMENT EXHIBITS In order to align what labor and management can expect from each other as partners, the LMP Executive Committee will commission a workgroup and assign the participants (including some Commitment to Partnership Bargaining Workgroup members) to create a playbook/quick start guide. The Workgroup will: » Consider and discuss practical challenges to understanding/utilizing the Partnership Agreement and keep those in mind in structuring and creating the playbook; and » Complete the Playbook within 9 months from ratification. The Labor Management Partnership Playbook should include the “go-to” approach for implementing the LMP. Examples may include but are not limited to: » Standard processes for LMP activities; » LMP Process workflows; » Cultural values that shape a consistent response; » Expectations and accountabilities; » Behavioral expectations; » Role definitions (e.g., of managers, staff, co-leads, etc.) and equitable distribution of work in the partnership;
Appears in 1 contract
Samples: National Agreement
LIVING AGREEMENT. The parties acknowledge that during the term of this Agreement, a party at the national level may wish to enter into discussions concerning subjects covered by this Agreement or to modify specific provisions of this Agreement, Agreement or a party at the local level may wish to enter discussions concerning subjects covered by the local collective bargaining agreement or to modify its specific provisions. The parties agree that neither a union nor any Xxxxxx Permanente entity shall refuse to engage in such discussions. The parties further agree that, consistent with the Partnership principles set forth above, they will engage in such discussions with the intent to reach mutual agreement; however, during the term of this Agreement, no party shall be required to agree to any modifications of either this Agreement or the local collective bargaining agreement. In witness whereof the respective parties hereto have executed whereof, this agreement effective October 1_ day of Xxxxxxx x. Xxxxxxxx SVP, 2018. Senior Vice President, National Labor Relations and the Office of Labor Management Partnership, Chief HR Officer Xxxxxx Foundation Health Plan and HospitalsPresident, Inc. Vice Northern California Region Xxxxxx Foundation Health Plan xxxxx xxxxxxxxxxxXx President, Georgia Region Xxxxxx Foundation Health Plan xxxxxxx xxxxxx SVP, Community Benefit Research & Health Policy Xxxxxx Foundation Health Plan xxxxxxxx Xxx, md President, Southern California Region Kaiser Foundation Health Plan xxXx XxXxxxx, md Executive Director The Permanente Federation xxx Xxxxxxxx, md President & Executive Medical Director The Permanente Federation, Ohio xxxx xxxxxx SVP, Chief Information Officer Xxxxxx Foundation Health Plan xxxxxx xxxxxxx, md Senior Advisor Southern California Permanente Medical Group SVP, Office of Labor Management Partnership and National Labor Relations Strategy, Xxxxxx Foundation Health Plan and xxxxxx xxxxxxx, md President & Executive Medical Director The Permanente Federation, Northwest xxxxxxx xxxxxxxx President, Mid-Atlantic States Region Kaiser Foundation Health Plan xxxxxXxx xxxxxxx-xXxxx Regional President Kaiser Foundation Health Plan of Ohio xxxxx xxxXxxxxx EVP, Chief Financial Officer Kaiser Foundation Health Plan xxxxx xxxxx President, Hawaii Region Kaiser Foundation, Health Plan & Hospitals, Inc. Senior Vice xxxxx xxxxx President, Colorado Region Kaiser Foundation Health Plan xxxxxx xXXxxxxXx President, Northwest Region Kaiser Foundation Hospitals & Health Plan xxxxxx xxxxx, md Executive Director & CEO of Northern California The Permanente Medical Group xxx xXxxxxxxx, md, faCp Executive Medical Director & Chairman of the Board Southeast Permanente Medical Group xxxxxxxx xxxxxx, md President and Interim Chief Human Resources Officer& Executive Medical Director Hawaii Permanente Medical Group xxxxxx xxxxxxx EVP, Health Plan Operations Xxxxxx Foundation Health Plan and Hospitalsxxxxxxx xxxxx EVP, Inc. Vice President, Labor Management Partnership and Labor Relations, The Permanente Federation Senior Vice President and Chief Health Officer, Kaiser Foundation Health Plan and Hospitals, Inc. Senior Vice President and Chief Human Resources Officer (retired, 2019), Kaiser Foundation Health Plan and Hospitals, Inc. Executive Vice President and Chief Information Officer, Hospital Operations Xxxxxx Foundation Health Plan and Hospitalsxxxxxxx xxxxx, Inc. Chief Operating Officer and md Executive Vice President, The Permanente Federation, LLC Executive Vice President, Group President, Markets Outside of California, Xxxxxx Foundation Health Plan and Hospitals, Inc. Executive Vice President, Group President and Chief Operating Officer, Care Delivery, Xxxxxx Foundation Health Plan and Hospitals, Inc. Regional President, Southern California, Xxxxxx Foundation Health Plan and Hospitals, Inc. Regional President, Washington, Kaiser Foundation Health Plan and Hospitals, Inc. Chief Operating Officer, Medical Director Southern California Permanente Medical Group Regional Presidentxxxxx xxxxxx SVP, GeorgiaFinancial & Strategic Services Kaiser Foundation Health Plan xxxxxx xxxxxxxx xxxx xxxxxx, md Director, National Labor Relations Xxxxxx Foundation Health Plan and HospitalsExecutive Medical Director & President Colorado Permanente Medical Group xxxx xxxxxx Executive Director Coalition of Xxxxxx Permanente Unions xxxxxx xxxxxxx President xxXxxxx xxxxx SEIU Local 105 xxxxxx xxxxxx Coordinator SEIU International xxxxx xxxxxxxx xxxx xxxxx, Inc. esQ. Executive Vice PresidentDirector HNA, Health Plan Operations, and Chief Growth Officer, Xxxxxx Foundation Health Plan and Hospitals, Inc. OPEIU Local 50 xxxxxx xxxxx Senior Union Representative/ Interim Business Manager IFPTE Local 20 Staff Representative USW Local 7600 xxx xxXxxxx Executive Director, Alliance of Health Care Unions Deputy Director, Alliance of Health Care Unions Healthcare Coordinator, CFO OPEIU Local 30 xxxxx xxxxxxx VP/Union Representative UFCW Local 555 Regional Director/VP, UFCW Local 400 Healthcare Director, UFCW 7 770 Executive Assistant to the President, President UFCW Local 1996 President, ILWU Local 28 Executive Vice President, UFCW Local 21 Business Manager, IUOE Local 501 President, UNAC President, OFNHP AFT Local 5017 Union Representative, UFCW Local 324 Business Representative, IUOE Local 501 Financial xxXxxxx Xxxxx Secretary-TreasurerTreasurer OPEIU Local 2 Executive Director KPNAA xxxx xxxxx, Unite Here Local 5 Staff Representative, USW Local 7600 President, UFCW Local 770 ph.d. Director of Business Strategy Coalition of Xxxxxx Permanente Unions xxxx xXxxxxxx Special Assistant to the Trustee SEIU-UHW West Xxxxxxx xxxxx Associate Director for Negotiated Benefits Department UFCW International Union Trustee SEIU-UHW West xxxxx xxxxxx Administrator AFT, OFNHP xxxxxx xxxxx President, Business Manager OPEIU Local 29 Field Director Coalition of Xxxxxx Permanente Unions xxxxx xxXxxxx President UNAC/UHCP Kaiser Division Director SEIU-UHW xxXx xxxxxxxx Director of Collective Bargaining, UFCW Assistant to the President, UFCW Local 27 Labor Relations & Research Coalition of Xxxxxx Permanente Unions xxxxx xxxxxx Business Representative, Representative IBT Local 166 Business ManagerBy centering Partnership on DBTs, IUOE Local 1 Vice Presidentwe also expect to eliminate parallel, UFCW Local 770 and 1167 President, UFCW Local 1428 Executive Director, UNAC/UHCP Secretary-Treasurer, UFCW Local 1428 Executive Director, KPNAA Secretary-Treasurer, UFCW Local 135 President, UFCW Local 135 Negotiator, UFCW Local 21 SECTION 4 | NATIONAL AGREEMENT EXHIBITS In order to align what labor and management can expect from each other as partners, the LMP Executive Committee will commission a workgroup and assign the participants (including some Commitment to Partnership Bargaining Workgroup members) to create a playbook/quick start guide. The Workgroup will: » Consider and discuss practical challenges to understanding/utilizing the Partnership Agreement and keep those in mind in structuring and creating the playbook; and » Complete the Playbook within 9 months from ratification. The Labor Management Partnership Playbook should include the “go-to” approach for implementing the LMP. Examples may include but are not limited to: » Standard processes for LMP activities; » LMP Process workflows; » Cultural values that shape a consistent response; » Expectations and accountabilities; » Behavioral expectations; » Role definitions (e.g., of managers, staff, co-leads, etc.) and equitable distribution of work duplicative structures in the partnership;organization. There will be fewer meetings, and more will be accom- plished because all of the stakeholders are at the table from the beginning. This should help increase union capacity to partner, as well as reduce backfill issues. We will know how well DBTs have performed by reviewing their performance on the metrics they have chosen, which will be aligned with the goals developed at the higher levels of the accountability structure in Recommendation 1. We would also expect to see improvements on People Pulse scores regarding influence over decisions, involve- ment in decisions, knowledge of department goals, and use of employees’ good ideas. Developing and implementing DBTs will incur costs, particularly for readiness training, described in more detail in our Recommendation 4, as well as release time and backfill. A key enabler of this recommendation should be the growing sense of urgency, even crisis, among many of us that unless we make Partnership real to front-line employees, supervisors and stewards in the very near future, we will lose the opportunity forever. There is an equally motivating sense of crisis in the health care market—make significant performance improvement now, or lose market share. At the same time, we are well positioned to implement DBTs at this juncture: we have a shared vision of a high performing Partnership, we are committed to engaging employees, and we have the resources in place to support the develop- ment of DBTs. We will have to overcome some barriers, including competing priorities and difficulty in measuring results across the program. We will have to work hard to overcome the project mentality that has taken hold of Partnership—it’s a separate, parallel, off-line activity, rather than the way we do business every day. There may also be some concern over the idea that partnering in the business means shifting supervisor work to the DBT members.
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Samples: National Agreement
