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 ▇▇▇▇▇▇ 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, 2021. Senior Vice President, National Labor Relations & OLMP and Hospitals, Inc. Vice President, Labor Management Partnership and Labor Relations, The Permanente Federation SVP, Chief Human Resources Officer SVP, Human Resources Consulting & Labor Relations Chief Operating Officer and Executive Vice President, The Permanente Federation, LLC 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, Office of Labor Management Partnership & National Labor Relations Strategy Vice President, National Labor Relations – Economics Vice President & Assistant General Counsel, Labor & Employment Executive Director, Alliance of Health Care Unions Deputy Director, Alliance of Health Care Unions 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 Business Manager, IUOE Local 501 President, UNAC Business Representative, IUOE Local 501 Financial Secretary-Treasurer, Unite Here Local 5 Staff Representative, USW Local 7600 President, UFCW Local 770 President, 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 Secretary-Treasurer, UFCW Local 1428 President, UFCW Local 1442 Executive Director, KPNAA Secretary-Treasurer, UFCW Local 135 President, UFCW Local 135 President, UFCW Local 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
Sources: 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 ▇▇▇▇▇▇ 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, 20212018. Senior Vice President, National Labor Relations & OLMP and the Office of Labor Management Partnership, ▇▇▇▇▇▇ Foundation Health Plan and Hospitals, Inc. Vice President, Office of Labor Management Partnership and National Labor Relations Strategy, ▇▇▇▇▇▇ Foundation Health Plan and Hospitals, Inc. Senior Vice President and Interim Chief Human Resources Officer, ▇▇▇▇▇▇ Foundation Health Plan and Hospitals, Inc. Vice President, Labor Management Partnership and Labor Relations, The Permanente Federation SVPSenior Vice President and Chief Health Officer, Kaiser Foundation Health Plan and Hospitals, Inc. Senior Vice President and Chief Human Resources Officer SVP(retired, Human Resources Consulting & Labor Relations 2019), Kaiser Foundation Health Plan and Hospitals, Inc. Executive Vice President and Chief Information Officer, ▇▇▇▇▇▇ 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, ▇▇▇▇▇▇ Foundation Health Plan and Hospitals, Inc. Executive Vice President, Group President and Chief Operating Officer, Care Delivery, ▇▇▇▇▇▇ Foundation Health Plan and Hospitals, Inc. Regional President, Southern California California, ▇▇▇▇▇▇ Foundation Health Plan and Hawaii Markets Hospitals, Inc. Regional President, Washington, Kaiser Foundation Hospitals / Health Plan of the Northwest and Hospitals, Inc. Chief Operating Officer (COO) of SCAL Vice President of Administration Officer, Southern California Permanente Medical Group Regional President, Georgia, ▇▇▇▇▇▇ Foundation Health Plan and People LeadershipHospitals, General Counsel for Labor and Employment Law Inc. Executive Vice President, Office of Labor Management Partnership & National Labor Relations Strategy Vice PresidentHealth Plan Operations, National Labor Relations – Economics Vice President & Assistant General Counseland Chief Growth Officer, Labor & Employment ▇▇▇▇▇▇ 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 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 PresidentAssistant to the Director of Collective Bargaining, 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 PresidentNegotiator, UFCW Local 324 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
Sources: 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 ▇▇▇▇▇▇ 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, 2021. Senior Vice President, National Labor Relations & OLMP and Hospitals, Inc. Vice President, Labor Management Partnership and Labor Relations, The Permanente Federation SVP, Chief Human Resources Officer SVP, Human Resources Consulting & Labor Relations Chief Operating Officer and Executive Vice President, The Permanente Federation, LLC 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, Office of Labor Management Partnership & National Labor Relations Strategy Vice President, National Labor Relations – Economics Vice President & Assistant General Counsel, Labor & Employment Executive Director, Alliance of Health Care Unions Deputy Director, Alliance of Health Care Unions 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 Business Manager, IUOE Local 501 President, UNAC Business Representative, IUOE Local 501 Financial Secretary-Treasurer, Unite Here Local 5 Staff Representative, USW Local 7600 President, UFCW Local 770 President, 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 Secretary-Treasurer, UFCW Local 1428 President, UFCW Local 1442 Executive Director, KPNAA Secretary-Treasurer, UFCW Local 135 President, UFCW Local 135 President, UFCW Local 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
Sources: 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 ▇▇▇▇▇▇ 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. ▇▇▇▇▇▇▇▇▇▇▇▇▇.▇▇▇ | 85 In witness whereof the respective parties hereto have executed this agreement effective October 1, 2021. Senior Vice President, National Labor Relations & OLMP and Hospitals, Inc. Vice President, Labor Management Partnership and Labor Relations, The Permanente Federation SVP, Chief Human Resources Officer SVP, Human Resources Consulting & Labor Relations Chief Operating Officer and Executive Vice President, The Permanente Federation, LLC 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, Office 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, pagination, and indexing may change once the UFCW Local 3000 pension language is resolved. Vice President, National Labor Relations – Economics Vice President & Assistant General Counsel, Labor & Employment Executive Director, Alliance of Health Care Unions Deputy Director, Alliance of Health Care Unions 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 Business Manager, IUOE Local 501 President, UNAC 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. ▇▇▇▇▇▇▇▇▇▇▇▇▇.▇▇▇ | 87 Business Representative, IUOE Local 501 Financial Secretary-Treasurer, Unite Here Local 5 Staff Representative, USW Local 7600 President, UFCW Local 770 President, 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 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 President, UFCW Local 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. ▇▇▇▇▇▇▇▇▇▇▇▇▇.▇▇▇ | 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
Sources: 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 ▇▇▇▇▇▇ 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 ▇▇▇▇▇▇▇ ▇. ▇▇▇▇▇▇▇▇ SVP, 2021. Senior Vice Chief HR Officer ▇▇▇▇▇▇ Foundation Health Plan President, National Labor Relations & OLMP and Hospitals, Inc. Vice Northern California Region ▇▇▇▇▇▇ Foundation Health Plan ▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇▇▇▇▇ President, Labor Management Partnership and Labor RelationsGeorgia Region ▇▇▇▇▇▇ Foundation Health Plan ▇▇▇▇▇▇▇ ▇▇▇▇▇▇ SVP, Community Benefit Research & Health Policy ▇▇▇▇▇▇ Foundation Health Plan ▇▇▇▇▇▇▇▇ ▇▇▇, md President, Southern California Region Kaiser Foundation Health Plan ▇▇▇▇ ▇▇▇▇▇▇▇, md Executive Director The Permanente Federation SVP▇▇▇ ▇▇▇▇▇▇▇▇, Chief Human Resources Officer SVP, Human Resources Consulting md President & Labor Relations Chief Operating Officer and Executive Vice President, Medical Director The Permanente Federation, LLC PresidentOhio ▇▇▇▇ ▇▇▇▇▇▇ SVP, Chief Information Officer ▇▇▇▇▇▇ Foundation Health Plan ▇▇▇▇▇▇ ▇▇▇▇▇▇▇, md Senior Advisor 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 PresidentPermanente Medical Group SVP, Office of Labor Management Partnership ▇▇▇▇▇▇ Foundation Health Plan ▇▇▇▇▇▇ ▇▇▇▇▇▇▇, md President & National Labor Relations Strategy Vice Executive Medical Director The Permanente Federation, Northwest ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ President, Mid-Atlantic States Region Kaiser Foundation Health Plan ▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇-▇▇▇▇▇ Regional President Kaiser Foundation Health Plan of Ohio ▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇ EVP, Chief Financial Officer Kaiser Foundation Health Plan ▇▇▇▇▇ ▇▇▇▇▇ President, Hawaii Region Kaiser Foundation, Health Plan & Hospitals, Inc. ▇▇▇▇▇ ▇▇▇▇▇ President, Colorado Region Kaiser Foundation Health Plan ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇ President, Northwest Region Kaiser Foundation Hospitals & Health Plan ▇▇▇▇▇▇ ▇▇▇▇▇, md Executive Director & CEO of Northern California The Permanente Medical Group ▇▇▇ ▇▇▇▇▇▇▇▇▇, md, faCp Executive Medical Director & Chairman of the Board Southeast Permanente Medical Group ▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇, md President & Executive Medical Director Hawaii Permanente Medical Group ▇▇▇▇▇▇ ▇▇▇▇▇▇▇ EVP, Health Plan Operations ▇▇▇▇▇▇ Foundation Health Plan ▇▇▇▇▇▇▇ ▇▇▇▇▇ EVP, Health Plan and Hospital Operations ▇▇▇▇▇▇ Foundation Health Plan ▇▇▇▇▇▇▇ ▇▇▇▇▇, md Executive Medical Director Southern California Permanente Medical Group ▇▇▇▇▇ ▇▇▇▇▇▇ SVP, Financial & Strategic Services Kaiser Foundation Health Plan ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇ ▇▇▇▇▇▇, md Director, National Labor Relations – Economics Vice ▇▇▇▇▇▇ Foundation Health Plan Executive Medical Director & President & Assistant General CounselColorado Permanente Medical Group ▇▇▇▇ ▇▇▇▇▇▇ Executive Director Coalition of ▇▇▇▇▇▇ Permanente Unions ▇▇▇▇▇▇ ▇▇▇▇▇▇▇ President ▇▇▇▇▇▇▇ ▇▇▇▇▇ SEIU Local 105 ▇▇▇▇▇▇ ▇▇▇▇▇▇ Coordinator SEIU International ▇▇▇▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇ ▇▇▇▇▇, Labor & Employment esQ. Executive Director HNA, OPEIU Local 50 ▇▇▇▇▇▇ ▇▇▇▇▇ Senior Union Representative/ Interim Business Manager IFPTE Local 20 Staff Representative USW Local 7600 ▇▇▇ ▇▇▇▇▇▇▇ Executive Director, Alliance of Health Care Unions Deputy Director, Alliance of Health Care Unions Regional DirectorCFO OPEIU Local 30 ▇▇▇▇▇ ▇▇▇▇▇▇▇ VP/VP, Union Representative UFCW Local 400 President, USW Local 7600 President, OFNHP AFT Local 5017 Healthcare Director, UFCW 7 770 Executive Assistant to the President, President UFCW Local 1996 ▇▇▇▇▇▇▇ ▇▇▇▇▇ Secretary-Treasurer OPEIU Local 2 Executive Director KPNAA ▇▇▇▇ ▇▇▇▇▇, ph.d. Director of Business Strategy Coalition of ▇▇▇▇▇▇ Permanente Unions ▇▇▇▇ ▇▇▇▇▇▇▇▇ Special Assistant to the Trustee SEIU-UHW West ▇▇▇▇▇▇▇ ▇▇▇▇▇ Associate Director for Negotiated Benefits Department UFCW International Union Trustee SEIU-UHW West ▇▇▇▇▇ ▇▇▇▇▇▇ Administrator AFT, OFNHP ▇▇▇▇▇▇ ▇▇▇▇▇ President, ILWU Business Manager OPEIU Local 28 Business Manager, IUOE Local 501 President, UNAC Business Representative, IUOE Local 501 Financial Secretary-Treasurer, Unite Here Local 5 Staff Representative, USW Local 7600 President, UFCW Local 770 President, UFCW Local 3000 Executive Director, 29 Field Director Coalition of ▇▇▇▇▇▇ Permanente Unions ▇▇▇▇▇ ▇▇▇▇▇▇▇ President UNAC/UHCP Assistant to the President, UFCW Local 27 Kaiser Division Director SEIU-UHW ▇▇▇▇ ▇▇▇▇▇▇▇▇ Director of Labor Relations & Research Coalition of ▇▇▇▇▇▇ Permanente Unions ▇▇▇▇▇ ▇▇▇▇▇▇ Business Representative, Representative IBT Local 166 Business ManagerBy centering Partnership on DBTs, IUOE Local 1 Executive Vice Presidentwe also expect to eliminate parallel, National Bargaining Director, UFCW Vice President, UFCW Local 770 and 1167 President, UFCW Local 1428 Secretary-Treasurer, UFCW Local 1428 President, UFCW Local 1442 Executive Director, KPNAA Secretary-Treasurer, UFCW Local 135 President, UFCW Local 135 President, UFCW Local 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 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.
Appears in 1 contract
Sources: 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 ▇▇▇▇▇▇ 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, 20212018. Senior Vice President, National Labor Relations & OLMP and the Office of Labor Management Partnership, ▇▇▇▇▇▇ Foundation Health Plan and Hospitals, Inc. Vice President, Office of Labor Management Partnership and National Labor Relations Strategy, ▇▇▇▇▇▇ Foundation Health Plan and Hospitals, Inc. Senior Vice President and Interim Chief Human Resources Officer, ▇▇▇▇▇▇ Foundation Health Plan and Hospitals, Inc. Vice President, Labor Management Partnership and Labor Relations, The Permanente Federation SVPSenior Vice President and Chief Health Officer, Kaiser Foundation Health Plan and Hospitals, Inc. Senior Vice President and Chief Human Resources Officer SVP(retired, Human Resources Consulting & Labor Relations 2019), Kaiser Foundation Health Plan and Hospitals, Inc. Executive Vice President and Chief Information Officer, 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, ▇▇▇▇▇▇ Foundation Health Plan and Hospitals, Inc. Executive Vice President, Group President and Chief Operating Officer, Care Delivery, ▇▇▇▇▇▇ Foundation Health Plan and Hospitals, Inc. Regional President, Southern California California, ▇▇▇▇▇▇ Foundation Health Plan and Hawaii Markets Hospitals, Inc. Regional President, Washington, Kaiser Foundation Hospitals / Health Plan of the Northwest and Hospitals, Inc. Chief Operating Officer (COO) of SCAL Vice President of Administration Officer, Southern California Permanente Medical Group Regional President, Georgia, ▇▇▇▇▇▇ Foundation Health Plan and People LeadershipHospitals, General Counsel for Labor and Employment Law Inc. Executive Vice President, Office of Labor Management Partnership & National Labor Relations Strategy Vice PresidentHealth Plan Operations, National Labor Relations – Economics Vice President & Assistant General Counseland Chief Growth Officer, Labor & Employment ▇▇▇▇▇▇ 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 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 PresidentAssistant to the Director of Collective Bargaining, 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 PresidentNegotiator, UFCW Local 324 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
Sources: National Agreement