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. XXXXXX PERMANENTE AND THE ALLIANCE OF HEALTH CARE UNIONS 2021 National Agreement In witness whereof the respective parties hereto have executed this agreement effective October 1, 2021. Management: XXXXX XXXXXXX Senior Vice President, National Labor Relations & OLMP and Hospitals, Inc. XXX XXXXXX Vice President, Labor Management Partnership and Labor Relations, The Permanente Federation XXXXXXXXX XXXXXXX SVP, Chief Human Resources Officer XXXXXX XXXXXXXX SVP, Human Resources Consulting & Labor Relations XXXXXXXXXXX XXXXX Chief Operating Officer and Executive Vice President, The Permanente Federation, LLC XXXXX XXXXXX-XXXXXX President, Southern California and Hawaii Markets XXXX XXXXXXX Regional President, Kaiser Foundation Hospitals / Health Plan of the Northwest XXXXXX XXXXXXXX Chief Operating Officer (COO) of SCAL XXXXX XXXXXXXX Vice President of Administration and People Leadership, General Counsel for Labor and Employment Law XXXXXX XXXX Vice President, Office of Labor Management Partnership & National Labor Relations Strategy Management continued: XXXX XXXXXXXX Vice President, National Labor Relations – Economics XXX XXXXXX Vice President & Assistant General Counsel, Labor & Employment Union Parties: XXX XXXXXXX Executive Director, Alliance of Health Care Unions XXXXX XXXXX Deputy Director, Alliance of Health Care Unions XXXXXXX XXXXX Regional Director/VP, UFCW Local 400 XXXXXXX XXXXXXX President, USW Local 7600 XXXX XXXXXXXX, DNP, RN President, OFNHP AFT Local 5017 XXXX XXXXXXXXX, JD Healthcare Director, UFCW 7 XXXX XXXXX Executive Assistant to the President, UFCW Local 1996 XXXX XXXXXX President, ILWU Local 28 XXXXXX X. CURLY Business Manager, IUOE Local 501 XXXXXX XXXXXX, RN President, UNAC Union Parties continued: XXXXXX XXXXXX Business Representative, IUOE Local 501 XXXX XXXX Financial Secretary-Treasurer, Unite Here Local 5 XXXXX XXXXXXXX Staff Representative, USW Local 7600 XXXX X. XXXXX President, UFCW Local 770 XXXX XXXXXXXX President, UFCW Local 3000 XXX XXXXXXXX Executive Director, UNAC/UHCP XXXXXXX XXXX Assistant to the President, UFCW Local 27 XXX XXXXXX Business Representative, IBT Local 166 XXX XXXXXXX Business Manager, IUOE Local 1 XXXXXX XXXXX Executive Vice President, National Bargaining Director, UFCW XXXXXX XXXXXXXX Vice President, UFCW Local 770 and 1167 XXXX XXXXX President, UFCW Local 1428 XXXXXXX XXXXXXXX Secretary-Treasurer, UFCW Local 1428 XXXXXXX X XXXXXXXX President, UFCW Local 1442 Union Parties continued: XXXXXXXX XXXXXXXX, MA Executive Director, KPNAA XXXXX XXX Secretary-Treasurer, UFCW Local 135 XXXX XXXXXXX President, UFCW Local 135 XXXXXX XXXXXX President, UFCW Local 324 SECTION 4 | NATIONAL AGREEMENT EXHIBITS EXHIBIT 1.A. LABOR MANAGEMENT PARTNERSHIP PLAYBOOK 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. XXXXXX PERMANENTE AND THE ALLIANCE OF HEALTH CARE UNIONS 2021 2018 National Agreement In witness whereof the respective parties hereto have executed this agreement effective October 1, 20212018. Management: XXXXX XXXXXXX XXXXXX X. XXXXXX Senior Vice President, National Labor Relations & OLMP and the Office of Labor Management Partnership, Xxxxxx Foundation Health Plan and Hospitals, Inc. XXXXXX XXXXXX Vice President, Office of Labor Management Partnership and National Labor Relations Strategy, Xxxxxx Foundation Health Plan and Hospitals, Inc. XXXXXX XXXXXXXX Senior Vice President and Interim Chief Human Resources Officer, Xxxxxx Foundation Health Plan and Hospitals, Inc. XXX XXXXXX Vice President, Labor Management Partnership and Labor Relations, The Permanente Federation XXXXXXXXX XXXXXXX SVPXXXXXXXX Senior Vice President and Chief Health Officer, Kaiser Foundation Health Plan and Hospitals, Inc. XXXXXXX XXXXXXXX Senior Vice President and Chief Human Resources Officer XXXXXX XXXXXXXX SVP(retired, Human Resources Consulting & Labor Relations 2019), Kaiser Foundation Health Plan and Hospitals, Inc. XXXXXXX XXXXXXX Executive Vice President and Chief Information Officer, Xxxxxx Foundation Health Plan and Hospitals, Inc. XXXXXXXXXXX XXXXX Chief Operating Officer and Executive Vice President, The Permanente Federation, LLC Management continued: XXX XXXX Executive Vice President, Group President, Markets Outside of California, Xxxxxx Foundation Health Plan and Hospitals, Inc. XXXXX XXXXX Executive Vice President, Group President and Chief Operating Officer, Care Delivery, Xxxxxx Foundation Health Plan and Hospitals, Inc. XXXXX XXXXXX-XXXXXX Regional President, Southern California, Xxxxxx Foundation Health Plan and Hospitals, Inc. XXXXX XXXXXXXX Regional President, Washington, Kaiser Foundation Health Plan and Hospitals, Inc. XXXXX XXXXXXX Chief Operating Officer, Southern California and Hawaii Markets XXXX Permanente Medical Group XXXXX XXXXXXX Regional President, Kaiser Georgia, Xxxxxx Foundation Hospitals / Health Plan of the Northwest and Hospitals, Inc. XXXXXX XXXXXXXX Chief Operating Officer (COO) of SCAL XXXXX XXXXXXXX Vice President of Administration and People Leadership, General Counsel for Labor and Employment Law XXXXXX XXXX XXXXXXX Executive Vice President, Office of Labor Management Partnership & National Labor Relations Strategy Management continued: XXXX XXXXXXXX Vice PresidentHealth Plan Operations, National Labor Relations – Economics XXX XXXXXX Vice President & Assistant General Counseland Chief Growth Officer, Labor & Employment Xxxxxx Foundation Health Plan and Hospitals, Inc. Union Parties: XXX XXXXX X. XXXXXXX Executive Director, Alliance of Health Care Unions XXXXX XXXXX XXX XXXXXXX Deputy Director, Alliance of Health Care Unions Union Parties continued: XXXX XXXXX XXXXXXX XXXXX Healthcare Coordinator, UFCW Local 555 Regional Director/VP, UFCW Local 400 XXXXXXX XXXXXXX President, USW Local 7600 XXXX XXXXXXXX, DNP, RN President, OFNHP AFT Local 5017 XXXX XXXXXXXXX, JD Healthcare Director, UFCW 7 XXXX XXXXX Executive Assistant to the President, UFCW Local 1996 XXXX XXXXXX President, ILWU Local 28 XXX XXXXXXXXX Executive Vice President, UFCW Local 21 XXXXXX X. CURLY XXXXX Business Manager, IUOE Local 501 XXXXXX XXXXXX, RN President, UNAC XXXXXXXX X. XXXXXXXX, RN President, OFNHP AFT Local 5017 XXXXX XXXXXXXX Union Parties continued: Representative, UFCW Local 324 XXXXXX XXXXXX Business Representative, IUOE Local 501 XXXX XXXX Financial Secretary-Treasurer, Unite Here Local 5 XXXXX XXXXXXXX Staff Representative, USW Local 7600 XXXX X. XXXXX President, UFCW Local 770 XXXX XXXXXXXX PresidentUnion Parties continued: XXXXXXX XXXXXX Assistant to the Director of Collective Bargaining, UFCW Local 3000 XXX XXXXXXXX Executive Director, UNAC/UHCP XXXXXXX XXXX Assistant to the President, UFCW Local 27 XXX XXXXXX Business Representative, IBT Local 166 XXX XXXXXXX Business Manager, IUOE Local 1 XXXXXX XXXXX Executive Vice President, National Bargaining Director, UFCW XXXXXX XXXXXXXX Vice President, UFCW Local 770 and 1167 XXXX XXXXX President, UFCW Local 1428 XXXX XXXXX Executive Director, UNAC/UHCP XXXXXXX XXXXXXXX Secretary-Treasurer, UFCW Local 1428 XXXXXXX X XXXXXXXX President, UFCW Local 1442 Union Parties continued: XXXXXXXX XXXXXXXX, MA Executive Director, KPNAA XXXXX XXX Secretary-Treasurer, UFCW Local 135 XXXX XXXXXXX President, UFCW Local 135 XXXXXX XXXXXX PresidentXXXX XXXX Negotiator, UFCW Local 324 21 SECTION 4 | NATIONAL AGREEMENT EXHIBITS EXHIBIT 1.A. LABOR MANAGEMENT PARTNERSHIP PLAYBOOK 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. XXXXXX PERMANENTE AND THE ALLIANCE OF HEALTH CARE UNIONS 2021 National Agreement In witness whereof the respective parties hereto have executed this agreement effective October 1, 2021. Management: XXXXX XXXXXXX Senior Vice President, National Labor Relations & OLMP and Hospitals, Inc. XXX XXXXXX Vice President, Labor Management Partnership and Labor Relations, The Permanente Federation XXXXXXXXX XXXXXXX SVP, Chief Human Resources Officer XXXXXX XXXXXXXX SVP, Human Resources Consulting & Labor Relations XXXXXXXXXXX XXXXX Chief Operating Officer and Executive Vice President, The Permanente Federation, LLC XXXXX XXXXXX-XXXXXX President, Southern California and Hawaii Markets XXXX XXXXXXX Regional President, Kaiser Xxxxxx Foundation Hospitals / Health Plan of the Northwest XXXXXX XXXXXXXX Chief Operating Officer (COO) of SCAL XXXXX XXXXXXXX Vice President of Administration and People Leadership, General Counsel for Labor and Employment Law XXXXXX XXXX Vice President, Office of Labor Management Partnership & National Labor Relations Strategy Management continued: XXXX XXXXXXXX Vice President, National Labor Relations – Economics XXX XXXXXX Vice President & Assistant General Counsel, Labor & Employment Union Parties: XXX XXXXXXX Executive Director, Alliance of Health Care Unions XXXXX XXXXX Deputy Director, Alliance of Health Care Unions XXXXXXX XXXXX Regional Director/VP, UFCW Local 400 XXXXXXX XXXXXXX President, USW Local 7600 XXXX XXXXXXXX, DNP, RN President, OFNHP AFT Local 5017 XXXX XXXXXXXXX, JD Healthcare Director, UFCW 7 XXXX XXXXX Executive Assistant to the President, UFCW Local 1996 XXXX XXXXXX President, ILWU Local 28 XXXXXX X. CURLY Business Manager, IUOE Local 501 XXXXXX XXXXXX, RN President, UNAC Union Parties continued: XXXXXX XXXXXX Business Representative, IUOE Local 501 XXXX XXXX Financial Secretary-Treasurer, Unite Here Local 5 XXXXX XXXXXXXX Staff Representative, USW Local 7600 XXXX X. XXXXX President, UFCW Local 770 XXXX XXXXXXXX President, UFCW Local 3000 XXX XXXXXXXX Executive Director, UNAC/UHCP XXXXXXX XXXX Assistant to the President, UFCW Local 27 XXX XXXXXX Business Representative, IBT Local 166 XXX XXXXXXX Business Manager, IUOE Local 1 XXXXXX XXXXX Executive Vice President, National Bargaining Director, UFCW XXXXXX XXXXXXXX Vice President, UFCW Local 770 and 1167 XXXX XXXXX President, UFCW Local 1428 XXXXXXX XXXXXXXX Secretary-Treasurer, UFCW Local 1428 XXXXXXX X XXXXXXXX President, UFCW Local 1442 Union Parties continued: XXXXXXXX XXXXXXXX, MA Executive Director, KPNAA XXXXX XXX Secretary-Treasurer, UFCW Local 135 XXXX XXXXXXX President, UFCW Local 135 XXXXXX XXXXXX President, UFCW Local 324 SECTION 4 | NATIONAL AGREEMENT EXHIBITS EXHIBIT 1.A. LABOR MANAGEMENT PARTNERSHIP PLAYBOOK 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, 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. XXXXXX PERMANENTE AND THE ALLIANCE OF HEALTH CARE UNIONS 2021 2018 National Agreement In witness whereof the respective parties hereto have executed this agreement effective October 1, 20212018. Management: XXXXX XXXXXXX XXXXXX X. XXXXXX Senior Vice President, National Labor Relations & OLMP and the Office of Labor Management Partnership, Xxxxxx Foundation Health Plan and Hospitals, Inc. XXXXXX XXXXXX Vice President, Office of Labor Management Partnership and National Labor Relations Strategy, Xxxxxx Foundation Health Plan and Hospitals, Inc. XXXXXX XXXXXXXX Senior Vice President and Interim Chief Human Resources Officer, Xxxxxx Foundation Health Plan and Hospitals, Inc. XXX XXXXXX Vice President, Labor Management Partnership and Labor Relations, The Permanente Federation XXXXXXXXX XXXXXXX SVPXXXXXXXX Senior Vice President and Chief Health Officer, Xxxxxx Foundation Health Plan and Hospitals, Inc. XXXXXXX XXXXXXXX Senior Vice President and Chief Human Resources Officer XXXXXX XXXXXXXX SVP(retired, Human Resources Consulting & Labor Relations 2019), Kaiser Foundation Health Plan and Hospitals, Inc. XXXXXXX XXXXXXX Executive Vice President and Chief Information Officer, Kaiser Foundation Health Plan and Hospitals, Inc. XXXXXXXXXXX XXXXX Chief Operating Officer and Executive Vice President, The Permanente Federation, LLC Management continued: XXX XXXX Executive Vice President, Group President, Markets Outside of California, Xxxxxx Foundation Health Plan and Hospitals, Inc. XXXXX XXXXX Executive Vice President, Group President and Chief Operating Officer, Care Delivery, Xxxxxx Foundation Health Plan and Hospitals, Inc. XXXXX XXXXXX-XXXXXX Regional President, Southern California, Xxxxxx Foundation Health Plan and Hospitals, Inc. XXXXX XXXXXXXX Regional President, Washington, Kaiser Foundation Health Plan and Hospitals, Inc. XXXXX XXXXXXX Chief Operating Officer, Southern California and Hawaii Markets XXXX Permanente Medical Group XXXXX XXXXXXX Regional President, Kaiser Georgia, Xxxxxx Foundation Hospitals / Health Plan of the Northwest and Hospitals, Inc. XXXXXX XXXXXXXX Chief Operating Officer (COO) of SCAL XXXXX XXXXXXXX Vice President of Administration and People Leadership, General Counsel for Labor and Employment Law XXXXXX XXXX XXXXXXX Executive Vice President, Office of Labor Management Partnership & National Labor Relations Strategy Management continued: XXXX XXXXXXXX Vice PresidentHealth Plan Operations, National Labor Relations – Economics XXX XXXXXX Vice President & Assistant General Counseland Chief Growth Officer, Labor & Employment Xxxxxx Foundation Health Plan and Hospitals, Inc. Union Parties: XXX XXXXX X. XXXXXXX Executive Director, Alliance of Health Care Unions XXXXX XXXXX XXX XXXXXXX Deputy Director, Alliance of Health Care Unions Union Parties continued: XXXX XXXXX Healthcare Coordinator, UFCW Local 555 XXXXXXX XXXXX Regional Director/VP, UFCW Local 400 XXXXXXX XXXXXXX President, USW Local 7600 XXXX XXXXXXXX, DNP, RN President, OFNHP AFT Local 5017 XXXX XXXXXXXXX, JD Healthcare Director, UFCW 7 XXXX XXXXX Executive Assistant to the President, UFCW Local 1996 XXXX XXXXXX President, ILWU Local 28 XXX XXXXXXXXX Executive Vice President, UFCW Local 21 XXXXXX X. CURLY XXXXX Business Manager, IUOE Local 501 XXXXXX XXXXXX, RN President, UNAC XXXXXXXX X. XXXXXXXX, RN President, OFNHP AFT Local 5017 XXXXX XXXXXXXX Union Parties continued: Representative, UFCW Local 324 XXXXXX XXXXXX Business Representative, IUOE Local 501 XXXX XXXX Financial Secretary-Treasurer, Unite Here Local 5 XXXXX XXXXXXXX Staff Representative, USW Local 7600 XXXX X. XXXXX President, UFCW Local 770 XXXX XXXXXXXX PresidentUnion Parties continued: XXXXXXX XXXXXX Assistant to the Director of Collective Bargaining, UFCW Local 3000 XXX XXXXXXXX Executive Director, UNAC/UHCP XXXXXXX XXXX Assistant to the President, UFCW Local 27 XXX XXXXXX Business Representative, IBT Local 166 XXX XXXXXXX Business Manager, IUOE Local 1 XXXXXX XXXXX Executive Vice President, National Bargaining Director, UFCW XXXXXX XXXXXXXX Vice President, UFCW Local 770 and 1167 XXXX XXXXX President, UFCW Local 1428 XXXX XXXXX Executive Director, UNAC/UHCP XXXXXXX XXXXXXXX Secretary-Treasurer, UFCW Local 1428 XXXXXXX X XXXXXXXX President, UFCW Local 1442 Union Parties continued: XXXXXXXX XXXXXXXX, MA Executive Director, KPNAA XXXXX XXX Secretary-Treasurer, UFCW Local 135 XXXX XXXXXXX President, UFCW Local 135 XXXXXX XXXXXX PresidentXXXX XXXX Negotiator, UFCW Local 324 21 SECTION 4 | NATIONAL AGREEMENT EXHIBITS EXHIBIT 1.A. LABOR MANAGEMENT PARTNERSHIP PLAYBOOK 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, 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. XXXXXX PERMANENTE AND THE ALLIANCE OF HEALTH CARE UNIONS 2021 2018 National Agreement In witness whereof the respective parties hereto have executed this agreement effective October 1, 20212018. Management: XXXXX XXXXXXX XXXXXX X. XXXXXX Senior Vice President, National Labor Relations & OLMP and the Office of Labor Management Partnership, Xxxxxx Foundation Health Plan and Hospitals, Inc. XXXXXX XXXXXX Vice President, Office of Labor Management Partnership and National Labor Relations Strategy, Xxxxxx Foundation Health Plan and Hospitals, Inc. XXXXXX XXXXXXXX Senior Vice President and Interim Chief Human Resources Officer, Xxxxxx Foundation Health Plan and Hospitals, Inc. XXX XXXXXX Vice President, Labor Management Partnership and Labor Relations, The Permanente Federation XXXXXXXXX XXXXXXX SVPXXXXXXXX Senior Vice President and Chief Health Officer, Kaiser Foundation Health Plan and Hospitals, Inc. XXXXXXX XXXXXXXX Senior Vice President and Chief Human Resources Officer XXXXXX XXXXXXXX SVP(retired, Human Resources Consulting & Labor Relations 2019), Kaiser Foundation Health Plan and Hospitals, Inc. XXXXXXX XXXXXXX Executive Vice President and Chief Information Officer, Kaiser Foundation Health Plan and Hospitals, Inc. XXXXXXXXXXX XXXXX Chief Operating Officer and Executive Vice President, The Permanente Federation, LLC Management continued: XXX XXXX Executive Vice President, Group President, Markets Outside of California, Xxxxxx Foundation Health Plan and Hospitals, Inc. XXXXX XXXXX Executive Vice President, Group President and Chief Operating Officer, Care Delivery, Xxxxxx Foundation Health Plan and Hospitals, Inc. XXXXX XXXXXX-XXXXXX Regional President, Southern California, Xxxxxx Foundation Health Plan and Hospitals, Inc. XXXXX XXXXXXXX Regional President, Washington, Kaiser Foundation Health Plan and Hospitals, Inc. XXXXX XXXXXXX Chief Operating Officer, Southern California and Hawaii Markets XXXX Permanente Medical Group XXXXX XXXXXXX Regional President, Kaiser Georgia, Xxxxxx Foundation Hospitals / Health Plan of the Northwest and Hospitals, Inc. XXXXXX XXXXXXXX Chief Operating Officer (COO) of SCAL XXXXX XXXXXXXX Vice President of Administration and People Leadership, General Counsel for Labor and Employment Law XXXXXX XXXX XXXXXXX Executive Vice President, Office of Labor Management Partnership & National Labor Relations Strategy Management continued: XXXX XXXXXXXX Vice PresidentHealth Plan Operations, National Labor Relations – Economics XXX XXXXXX Vice President & Assistant General Counseland Chief Growth Officer, Labor & Employment Xxxxxx Foundation Health Plan and Hospitals, Inc. Union Parties: XXX XXXXX X. XXXXXXX Executive Director, Alliance of Health Care Unions XXXXX XXXXX XXX XXXXXXX Deputy Director, Alliance of Health Care Unions Union Parties continued: XXXX XXXXX Healthcare Coordinator, UFCW Local 555 XXXXXXX XXXXX Regional Director/VP, UFCW Local 400 XXXXXXX XXXXXXX President, USW Local 7600 XXXX XXXXXXXX, DNP, RN President, OFNHP AFT Local 5017 XXXX XXXXXXXXX, JD Healthcare Director, UFCW 7 XXXX XXXXX Executive Assistant to the President, UFCW Local 1996 XXXX XXXXXX President, ILWU Local 28 XXX XXXXXXXXX Executive Vice President, UFCW Local 21 XXXXXX X. CURLY XXXXX Business Manager, IUOE Local 501 XXXXXX XXXXXX, RN President, UNAC XXXXXXXX X. XXXXXXXX, RN President, OFNHP AFT Local 5017 XXXXX XXXXXXXX Union Parties continued: Representative, UFCW Local 324 XXXXXX XXXXXX Business Representative, IUOE Local 501 XXXX XXXX Financial Secretary-Treasurer, Unite Here Local 5 XXXXX XXXXXXXX Staff Representative, USW Local 7600 XXXX X. XXXXX President, UFCW Local 770 XXXX XXXXXXXX PresidentUnion Parties continued: XXXXXXX XXXXXX Assistant to the Director of Collective Bargaining, UFCW Local 3000 XXX XXXXXXXX Executive Director, UNAC/UHCP XXXXXXX XXXX Assistant to the President, UFCW Local 27 XXX XXXXXX Business Representative, IBT Local 166 XXX XXXXXXX Business Manager, IUOE Local 1 XXXXXX XXXXX Executive Vice President, National Bargaining Director, UFCW XXXXXX XXXXXXXX Vice President, UFCW Local 770 and 1167 XXXX XXXXX President, UFCW Local 1428 XXXX XXXXX Executive Director, UNAC/UHCP XXXXXXX XXXXXXXX Secretary-Treasurer, UFCW Local 1428 XXXXXXX X XXXXXXXX President, UFCW Local 1442 Union Parties continued: XXXXXXXX XXXXXXXX, MA Executive Director, KPNAA XXXXX XXX Secretary-Treasurer, UFCW Local 135 XXXX XXXXXXX President, UFCW Local 135 XXXXXX XXXXXX PresidentXXXX XXXX Negotiator, UFCW Local 324 21 SECTION 4 | NATIONAL AGREEMENT EXHIBITS EXHIBIT 1.A. LABOR MANAGEMENT PARTNERSHIP PLAYBOOK 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, 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 XXXXXX PERMANENTE AND THE ALLIANCE OF HEALTH CARE UNIONS 2021 National Agreement In witness whereof the respective parties hereto have executed this agreement effective October 1, 2021. Management: XXXXX XXXXXXX Senior Vice President, National Labor Relations & OLMP and Hospitals, Inc. XXX XXXXXX Vice President, Labor Management Partnership and Labor Relations, The Permanente Federation XXXXXXXXX XXXXXXX SVP, Chief Human Resources Officer XXXXXX XXXXXXXX SVP, Human Resources Consulting & Labor Relations XXXXXXXXXXX XXXXX Chief Operating Officer and Executive Vice President, The Permanente Federation, LLC XXXXX XXXXXX-XXXXXX President, Southern California and Hawaii Markets XXXX XXXXXXX Regional President, Kaiser Foundation Hospitals / Health Plan of the Northwest XXXXXX XXXXXXXX Chief Operating Officer (COO) of SCAL XXXXX XXXXXXXX Vice President of Administration and People Leadership, General Counsel for Labor and Employment Law XXXXXX XXXX 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. Management continued: XXXX XXXXXXXX Vice President, National Labor Relations – Economics XXX XXXXXX Vice President & Assistant General Counsel, Labor & Employment Union Parties: XXX XXXXXXX Executive Director, Alliance of Health Care Unions XXXXX XXXXX XXXXXXX XXXXX Deputy Director, Alliance of Health Care Unions XXXXXXX XXXXX Regional Director/VP, UFCW Local 400 XXXXXXX XXXXXXX President, USW Local 7600 XXXX XXXXXXXX, DNP, RN President, OFNHP AFT Local 5017 XXXX XXXXXXXXX, JD Healthcare Director, UFCW 7 XXXX XXXXX Executive Assistant to the President, UFCW Local 1996 XXXX XXXXXX President, ILWU Local 28 XXXXXX X. CURLY XXXXX Business Manager, IUOE Local 501 XXXXXX XXXXXX, RN 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. XXXXXXXXXXXXX.XXX | 87 Union Parties continued: XXXXXX XXXXXX Business Representative, IUOE Local 501 XXXX XXXX Financial Secretary-Treasurer, Unite Here Local 5 XXXXX XXXXXXXX Staff Representative, USW Local 7600 XXXX X. XXXXX President, UFCW Local 770 XXXX XXXXXXXX President, UFCW Local 3000 XXX XXXXXXXX Executive Director, UNAC/UHCP XXXXXXX XXXX Assistant to the President, UFCW Local 27 XXX XXXXXX Business Representative, IBT Local 166 XXX XXXXXXX Business Manager, IUOE Local 1 XXXXXX XXXXX Executive Vice President, National Bargaining Director, UFCW XXXXXX XXXXXXXX Vice President, UFCW Local 770 and 1167 XXXX XXXXX President, UFCW Local 1428 XXXXXXX XXXXXXXX Secretary-Treasurer, UFCW Local 1428 XXXXXXX X XXXXXXXX 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. Union Parties continued: XXXXXXXX XXXXXXXX, MA Executive Director, KPNAA XXXXX XXX Secretary-Treasurer, UFCW Local 135 XXXX XXXXXXX President, UFCW Local 135 XXXXXX XXXXXX 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. XXXXXXXXXXXXX.XXX | 89 SECTION 4 | NATIONAL AGREEMENT EXHIBITS EXHIBIT 1.A. LABOR MANAGEMENT PARTNERSHIP PLAYBOOK 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. XXXXXX PERMANENTE AND THE ALLIANCE COALITION OF HEALTH CARE XXXXXX PERMANENTE UNIONS 2021 2010 National Agreement In witness whereof whereof, this _ day of , 2010, the respective parties hereto have executed this agreement effective October 1, 20212010. ManagementFor the Employer: XXXXX XXXXXXX Senior Vice Xxxxxxx x. Xxxxxxxx SVP, Chief HR Officer Xxxxxx Foundation Health Plan xxxx xxxxx President, National Labor Relations & OLMP and Hospitals, Inc. XXX XXXXXX Vice Northern California Region Xxxxxx Foundation Health Plan xxxxx xxxxxxxxxxxXx President, Labor Management Partnership and Labor RelationsGeorgia 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 XXXXXXXXX XXXXXXX SVPxxx Xxxxxxxx, Chief Human Resources Officer XXXXXX XXXXXXXX SVP, Human Resources Consulting md President & Labor Relations XXXXXXXXXXX XXXXX Chief Operating Officer and Executive Vice President, Medical Director The Permanente Federation, LLC XXXXX XXXXXX-XXXXXX PresidentOhio xxxx xxxxxx SVP, Chief Information Officer Xxxxxx Foundation Health Plan xxxxxx xxxxxxx, md Senior Advisor Southern California and Hawaii Markets XXXX XXXXXXX Regional President, Kaiser Foundation Hospitals / Health Plan of the Northwest XXXXXX XXXXXXXX Chief Operating Officer (COO) of SCAL XXXXX XXXXXXXX Vice President of Administration and People Leadership, General Counsel for Labor and Employment Law XXXXXX XXXX Vice PresidentPermanente Medical Group xxxx xxxxx SVP, Office of Labor Management Partnership Xxxxxx Foundation Health Plan xxxxxx xxxxxxx, md President & National Labor Relations Strategy Management continued: XXXX XXXXXXXX Vice 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. 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 & Executive Medical Director Hawaii Permanente Medical Group xxxxxx xxxxxxx EVP, Health Plan Operations Xxxxxx Foundation Health Plan xxxxxxx xxxxx EVP, Health Plan and Hospital Operations Xxxxxx Foundation Health Plan xxxxxxx xxxxx, md Executive Medical Director Southern California Permanente Medical Group xxxxx xxxxxx SVP, Financial & Strategic Services Kaiser Foundation Health Plan xxxxxx xxxxxxxx xxxx xxxxxx, md Director, National Labor Relations – Economics XXX XXXXXX Vice Xxxxxx Foundation Health Plan Executive Medical Director & President & Assistant General CounselColorado Permanente Medical Group xxxx xxxxxx For the Unions: Executive Director Coalition of Xxxxxx Permanente Unions xxxxxx xxxxxxx President xxXxxxx xxxxx SEIU Local 105 xxxxxx xxxxxx Coordinator SEIU International xxxxx xxxxxxxx xxxx xxxxx, Labor & Employment esQ. Executive Director HNA, OPEIU Local 50 xxxxxx xxxxx Senior Union Parties: XXX XXXXXXX Representative/ Interim Business Manager IFPTE Local 20 Staff Representative USW Local 7600 xxx xxXxxxx Executive Director, Alliance of Health Care Unions XXXXX XXXXX Deputy Director, Alliance of Health Care Unions XXXXXXX XXXXX Regional DirectorCFO OPEIU Local 30 xxxxx xxxxxxx VP/VP, Union Representative UFCW Local 400 XXXXXXX XXXXXXX President, USW Local 7600 XXXX XXXXXXXX, DNP, RN President, OFNHP AFT Local 5017 XXXX XXXXXXXXX, JD Healthcare Director, UFCW 7 XXXX XXXXX 770 xxXx xxxxx Executive Assistant to the President, President UFCW Local 1996 xxXxxxx Xxxxx Secretary-Treasurer OPEIU Local 2 Executive Director KPNAA xxxx xxxxx, ph.d. Director of Business Strategy Coalition of Xxxxxx Permanente Unions xxxx xXxxxxxx Special Assistant to the Trustee SEIU-UHW West xxx xxxxx President XXXX XXXXXX Local 49 Xxxxxxx xxxxx Associate Director for Negotiated Benefits Department UFCW International Union xxxx xxxxx Trustee SEIU-UHW West xxxxx xxxxxx Administrator AFT, OFNHP xxxxxx xxxxx xxx xxxx President, ILWU Business Manager OPEIU Local 28 XXXXXX X. CURLY Business Manager, IUOE Local 501 XXXXXX XXXXXX, RN President, UNAC Union Parties continued: XXXXXX XXXXXX Business Representative, IUOE Local 501 XXXX XXXX Financial Secretary-Treasurer, Unite Here Local 5 XXXXX XXXXXXXX Staff Representative, USW Local 7600 XXXX X. XXXXX President, UFCW Local 770 XXXX XXXXXXXX President, UFCW Local 3000 XXX XXXXXXXX Executive Director, 29 Field Director Coalition of Xxxxxx Permanente Unions xxx xxxxxx xxxxx xxXxxxx President UNAC/UHCP XXXXXXX XXXX Assistant to the President, UFCW Local 27 XXX XXXXXX Kaiser Division Director SEIU-UHW xxXx xxxxxxxx Director of Labor Relations & Research Coalition of Xxxxxx Permanente Unions xxxxx xxxxxx Business Representative, Representative IBT Local 166 XXX XXXXXXX Business Manager, IUOE Local 1 XXXXXX XXXXX Executive Vice President, National Bargaining Director, UFCW XXXXXX XXXXXXXX Vice President, UFCW Local 770 and 1167 XXXX XXXXX President, UFCW Local 1428 XXXXXXX XXXXXXXX Secretary-Treasurer, UFCW Local 1428 XXXXXXX X XXXXXXXX President, UFCW Local 1442 Union Parties continued: XXXXXXXX XXXXXXXX, MA Executive Director, KPNAA XXXXX XXX Secretary-Treasurer, UFCW Local 135 XXXX XXXXXXX President, UFCW Local 135 XXXXXX XXXXXX President, UFCW Local 324 SECTION 4 | NATIONAL AGREEMENT EXHIBITS EXHIBIT 1.A. LABOR MANAGEMENT PARTNERSHIP PLAYBOOK In order Section 4: NATIONAL AGREEMENT EXHIBITS Exhibit 1.B.1.b 2005 Performance Improvement BTG Report, Page 7 By centering Partnership on DBTs, we also expect to align what labor and management can expect from each other as partnerseliminate parallel, 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. Implementation Issues 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
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. XXXXXX PERMANENTE AND THE ALLIANCE OF HEALTH CARE UNIONS 2021 Xxxxxx Permanente and the Coalition of Xxxxxx Permanente Unions 2010 National Agreement In witness whereof whereof, this _____ day of , 2010, the respective parties hereto have executed this agreement effective October 1, 20212010. ManagementFor the Employer: XXXXX XXXXXXX Senior Vice Xxxxxxx x. Xxxxxxxx SVP, Chief HR Officer Xxxxxx Foundation Health Plan xxxx xxxxx President, National Labor Relations & OLMP and Hospitals, Inc. XXX XXXXXX Vice Northern California Region Kaiser Foundation Health Plan For the Unions: xxxx xxxxxx Executive Director Coalition of Xxxxxx Permanente Unions xxxxxx xxxxxxx President SEIU Local 105 xxxxx xxxxxxxxxxxXx xxXxxxx xxxxx President, Labor Management Partnership and Labor RelationsGeorgia 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 XXXXXXXXX XXXXXXX SVPSenior Union Representative/ Interim Business Manager IFPTE Local 20 xxxxxx xxxxx Executive Director, Chief Human Resources Officer XXXXXX XXXXXXXX SVPCFO OPEIU Local 30 xxxxx xxxxxxx VP/Union Representative UFCW Local 770 xxXx xxxxx Executive Assistant to the President UFCW Local 1996 xxXxxxx Xxxxx Secretary-Treasurer OPEIU Local 2 xxx Xxxxxxxx, Human Resources Consulting md President & Labor Relations XXXXXXXXXXX XXXXX Chief Operating Officer and Executive Vice President, Medical Director The Permanente Federation, LLC XXXXX XXXXXX-XXXXXX PresidentOhio xxxx xxxxxx SVP, Chief Information Officer Xxxxxx Foundation Health Plan xxxxxx xxxxxxx, md Senior Advisor Southern California and Hawaii Markets XXXX XXXXXXX Regional PresidentPermanente Medical Group xxxxxx xxxxxx Coordinator SEIU International xxxx xxxxx, Kaiser Foundation Hospitals / Health Plan of the Northwest XXXXXX XXXXXXXX Chief Operating Officer (COO) of SCAL XXXXX XXXXXXXX Vice President of Administration and People LeadershipesQ. Executive Director HNA, General Counsel for Labor and Employment Law XXXXXX XXXX Vice PresidentOPEIU Local 50 xxxxx xxxxxxxx xxx xxXxxxx Staff Representative USW Local 7600 xxxx xxxxx SVP, Office of Labor Management Partnership Xxxxxx Foundation Health Plan Executive Director KPNAA xxxxxx xxxxxxx, md President & National Labor Relations Executive Medical Director The Permanente Federation, Northwest Director of Business Strategy Management continued: XXXX XXXXXXXX Vice xxxx xxxxx, ph.d. xxxx xXxxxxxx Coalition of Xxxxxx Permanente Unions xxxxxxx xxxxxxxx President, Mid-Atlantic States Region Xxxxxx Foundation Health Plan Special Assistant to the Trustee SEIU-UHW West xxx xxxxx xxxxxXxx xxxxxxx-xXxxx Regional President Xxxxxx Foundation Health Plan of Ohio President SEIU Local 49 Xxxxxxx xxxxx xxxxx xxxXxxxxx EVP, Chief Financial Officer Xxxxxx Foundation Health Plan Associate Director for Negotiated Benefits Department UFCW International Union xxxxx xxxxx President, Hawaii Region Xxxxxx Foundation, Health Plan & Hospitals, Inc. xxxx xxxxx Trustee SEIU-UHW West xxxxx xxxxxx xxxxx xxxxx President, Colorado Region Xxxxxx Foundation Health Plan Administrator AFT, OFNHP xxxxxx xxxxx xxxxxx xXXxxxxXx President, Northwest Region Kaiser Foundation Hospitals & Health Plan President, Business Manager OPEIU Local 29 xxx xxxx 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 – Economics XXX XXXXXX Vice Xxxxxx Foundation Health Plan President & Assistant General Counsel, Labor & Employment Union Parties: XXX XXXXXXX Executive Director, Alliance of Health Care Unions XXXXX XXXXX Deputy Director, Alliance of Health Care Unions XXXXXXX XXXXX Regional Director/VP, UFCW Local 400 XXXXXXX XXXXXXX President, USW Local 7600 XXXX XXXXXXXX, DNP, RN President, OFNHP AFT Local 5017 XXXX XXXXXXXXX, JD Healthcare Director, UFCW 7 XXXX XXXXX Executive Assistant to the President, UFCW Local 1996 XXXX XXXXXX President, ILWU Local 28 XXXXXX X. CURLY Business Manager, IUOE Local 501 XXXXXX XXXXXX, RN President, UNAC Union Parties continued: XXXXXX XXXXXX Business Representative, IUOE Local 501 XXXX XXXX Financial Secretary-Treasurer, Unite Here Local 5 XXXXX XXXXXXXX Staff Representative, USW Local 7600 XXXX X. XXXXX President, UFCW Local 770 XXXX XXXXXXXX President, UFCW Local 3000 XXX XXXXXXXX Executive Director, UNAC/UHCP XXXXXXX XXXX Assistant to xxx xXxxxxxxx, md, faCp Executive Medical Director & Chairman of the PresidentBoard Southeast Permanente Medical Group Kaiser Division Director SEIU-UHW xxx xxxxxx xxXx xxxxxxxx Director of Labor Relations & Research xxxxxxxx xxxxxx, UFCW Local 27 XXX XXXXXX md President & Executive Medical Director Hawaii Permanente Medical Group Coalition of Xxxxxx Permanente Unions xxxxx xxxxxx Business RepresentativeRepresentative xxxxxx xxxxxxx EVP, Health Plan Operations Xxxxxx Foundation Health Plan IBT Local 166 XXX XXXXXXX Business ManagerFor the Employer: xxxxxxx xxxxx EVP, IUOE Local 1 XXXXXX XXXXX Health Plan and Hospital Operations Xxxxxx Foundation Health Plan xxxxxxx xxxxx, md Executive Vice PresidentMedical Director Southern California Permanente Medical Group xxxxx xxxxxx SVP, National Bargaining DirectorFinancial & Strategic Services Xxxxxx Foundation Health Plan xxxx xxxxxx, UFCW XXXXXX XXXXXXXX Vice President, UFCW Local 770 and 1167 XXXX XXXXX President, UFCW Local 1428 XXXXXXX XXXXXXXX Secretary-Treasurer, UFCW Local 1428 XXXXXXX X XXXXXXXX President, UFCW Local 1442 Union Parties continued: XXXXXXXX XXXXXXXX, MA md Executive Director, KPNAA XXXXX XXX Secretary-Treasurer, UFCW Local 135 XXXX XXXXXXX President, UFCW Local 135 XXXXXX XXXXXX President, UFCW Local 324 SECTION 4 | Medical Director & President Colorado Permanente Medical Group NATIONAL AGREEMENT EXHIBITS EXHIBIT 1.A. LABOR MANAGEMENT PARTNERSHIP PLAYBOOK In order Section 4: Exhibit 1.B.1.b 2005 Performance Improvement BTG Report, Page 7 By centering Partnership on DBTs, we also expect to align what labor and management can expect from each other as partnerseliminate parallel, 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 accomplished 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, involvement 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. Implementation Issues 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 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 DBT members.
Appears in 1 contract
Samples: National Agreement
