Recruitment and Retention Committee Sample Clauses

Recruitment and Retention Committee. A Recruitment and Retention Committee shall be established for Health System. Upon the Union’s request, this committee shall meet quarterly to consider factors affecting the County's ability to recruit and retain nurses. The committee shall be composed of three (3) nurses appointed by CNA and up to three (3) County representatives, 1 of whom may be the County's Nurse Recruiter. The County will respond in writing within thirty (30) calendar days to all written Committee recommendations.
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Recruitment and Retention Committee. (Unit 1)
Sample 1Sample 2Sample 3See All (4)
Recruitment and Retention Committee. A Joint Labor Management Committee (JLMC) may be convened by either party, but no more than once per quarter, to investigate recruitment and retention issues pertaining to nursing classifications represented by CNA. The JLMC shall consist of two members from the bargaining unit appointed by CNA, one CNA staff member, two members from the Health Care Agency, and one member from the County Executive Office. Findings shall be reported to the County Executive Office for final recommendation.
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Recruitment and Retention Committee. There shall be a recruitment and retention committee composed of five (5) to seven (7)members in addition to the Bargaining Unit President and an equivalent number of representatives from the Employer. Any other person may be invited to attend on agreement by the parties. The Committee shall meet at least once every two months to review current practices at the Centre and develop innovative ideas related to recruitment and retention of Registered Nurses. The Union may have up to one hour in orientation with new hires during the regular orientation period. The Employer will provide the orientation schedule to the Union on a monthly basis.
Sample 1
Recruitment and Retention Committee. The State agrees to establish a Recruitment and Retention Committee that shall meet on an annual basis to discuss the recruitment and retention issues of Bargaining Unit 1 classifications. The Committee shall consist of ten (10) members: five (5) selected by the State and five (5) selected by the Union. Committee members or expert witnesses required by the Committee shall serve without loss of compensation. The Committee shall review no more than ten (10) classifications annually. The review shall include a comparison of compensation (e.g. salary, other pay items, compensated leave, health benefits, pension benefits, and retiree health benefits) as well as vacancy rates (both historical and current). If the Committee agrees that pay equity adjustments are recommended for the effective recruitment and retention of particular classifications, the State and the Union shall mutually report their findings to the Director of the California Department of Human Resources (CalHR). The Director of CalHR shall report these findings to the administration. All disputes relating to this article are not grievable or arbitrable.
Sample 1
Recruitment and Retention Committee. VNSNY Home Care will maintain a Nurse Recruitment and Retention Committee consisting of two (2) representatives designated by VNSNY Home Care and two (2) representatives designated by UFT. The Committee will receive and analyze data and make recommendations to the Vice President of Human Resources, or designee, regarding improvement of recruitment and retention of Visiting Nurses.
Sample 1
Recruitment and Retention Committee. A Recruitment and Retention Committee (RRC) shall meet quarterly, or more frequently if mutually agreed, to consider appropriate ways to improve recruitment and retention of Registered Nurses. The Union and the Employer shall each have one vote and may designate their representatives. If the committee achieves a unanimous consensus it shall proceed to recommend implementation of its determination, unless implementation would modify a provision of the Agreement or impose a substantial cost to the Hospital. In such case, the proposed contractual change shall be recommended to the Union and the Employer, and they may ratify or reject the proposed change in accordance with their procedures.
Sample 1
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Recruitment and Retention Committee. A Recruitment and Retention Committee shall be established for each of the following areas: San Mateo Medical Center, Public/Family Health, Health Behavioral and Recovery Services, and Correctional Health. These committees shall meet at least 6 times a year to consider factors affecting the County's ability to recruit and retain nurses. Each committee shall be composed of 3 nurses appointed by CNA and up to 3 County representatives, 1 of whom may be the County's Nurse Recruiter. The County will respond in writing within 30 calendar days to all written Committee recommendations.
Sample 1
Recruitment and Retention Committee. A. The Board and the Association will establish a Recruitment and Retention Committee devoted to ensuring East Lyme remains a first choice district for future teachers. B. The Committee will meet in the fall and spring and present its findings and/or recommendations to the Association and the Board. C. The Committee works to openly and cooperatively address recruitment and retention concerns, but the D. The Committee may make recommendations; however, the parties acknowledge implementation of any recommendations that impact on terms of employment can only be done through the collective bargaining process.
Sample 1

Related to Recruitment and Retention Committee

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

  • TRANSITION COMMITTEE A transition committee comprised of the employee representatives and the employer representatives, including the Crown, will be established by January 31, 2016 to address all matters that may arise in the creation of the Trust.

  • Labour Management Committee (a) Where the parties mutually agree that there are matters of mutual concern and interest that would be beneficial if discussed at a Labour Management Committee Meeting during the term of this Agreement, the following shall apply. (b) An equal number of representatives of each party as mutually agreed shall meet at a time and place mutually satisfactory. A request for a meeting hereunder will be made in writing prior to the date proposed and accompanied by an agenda of matters proposed to be discussed, which shall not include matters that are properly the subject of grievance or negotiations for the amendment or renewal of this agreement. Any representative(s) attending such meetings during their regularly scheduled hours of work shall not lose regular earnings as a result of such attendance. (c) It is agreed that the topic of a rehabilitation program for drug and alcohol abuse is an appropriate topic for the Labour-Management Committee. It is also agreed that the topic of the utilization of full-time and part-time staff is an appropriate topic for the Labour-Management Committee. The committee shall have access to work schedules and job postings upon request. (d) It is understood that joint meetings with other Labour-Management Committees in the Hospital may be scheduled concerning issues of mutual interest if satisfactory to all concerned. (e) Where two or more agreements exist between a Hospital and CUPE the Committee may be a joint one representing employees under both agreements, unless otherwise agreed.

  • Labour Management Relations Committee In recognition of the mutual benefits of open communications and on-going consultation between the faculty and the employer, the Labour/Management Relations Committee will meet on a regular basis and have equal representation for the Union and the Employer. The LMRC will serve as an open forum for the free and candid discussion of matters of mutual concern to faculty members and management.

  • LABOR MANAGEMENT COMMITTEE Section 1. In order to facilitate communication between labor and management, a Labor Management Committee consisting of the Department Head and/or his designated alternate, the Assistant Chief of Police and two (2) Team Managers, and three (3) representatives of the Lincoln Police Union, along with at least one (1) Team Representative, will make up the Labor Management Committee. The Department Head will designate management personnel and the Union shall select Union representatives. Members will serve at the pleasure of the Department Head or Union President, depending upon who the member represents. Members will serve and be replaced on a staggered system (approximately three (3) year limit) depending upon the schedule agreed upon by the Department Head and the Union President. Section 2. Each Team area will be represented by a member of any rank to serve as spokesperson for that area. They will meet at least one week prior to the monthly Labor Management Committee meeting to formulate the common areas of interest and to elect a spokesperson to present the items in writing to the Labor Management Committee. Payment for attending this meeting will be at the discretion of the Department Head. Spokesperson will be chosen on a rotating basis. Team representatives will be picked by a vote of the Team members that they are representing. Section 3. The Labor Management Committee may discuss any area of the Department, with limitation only on those areas already under agreement between the City and the Union. The agenda will be based on the problem areas brought to the attention of the Committee by the Team Representatives and on any area representative members of Labor Management feel need to be discussed. Topics for discussion will be posted on the Union bulletin board and disseminated to Labor Management Committee members at least one (1) week prior to the monthly meeting. Section 4. Membership is subject to change through attrition and elected office, however, a one (1) week notice must be given to the Committee to afford the new member(s) voting privileges. Section 5. Realizing that communication is the key element to the smooth operation of any organization, the Labor Management Committee will xxxxxx an element of cooperation and unity of organizational members, be they labor or management. Section 6. Meetings shall be held at least once per calendar month. Additional meetings may be scheduled by mutual agreement of the Committee and the Department Head. Section 7. A quorum shall consist of two (2) members from labor and two (2) members from management.

  • Reporting Subawards and Executive Compensation a. Reporting of first-tier subawards.

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

  • Benefits Committee As per LOA#10, a benefits committee comprised of the employee representatives and the employer representatives, including the Crown, shall convene upon request to address all matters that may arise in the operation of the OSSTF ELHT.

  • LABOR/MANAGEMENT COMMITTEES A. Statewide

  • Compensation Committee (A) The Compensation Committee shall be composed of not more than five (5) members who shall be selected by the Board of Directors from its own members who are not officers of the Company and who shall hold office during the pleasure of the Board. (B) The Compensation Committee shall in general advise upon all matters of policy concerning the Company brought to its attention by the management and from time to time review the management of the Company, major organizational matters, including salaries and employee benefits and specifically shall administer the Executive Incentive Compensation Plan. (C) Meetings of the Compensation Committee may be called at any time by the Chairman of the Compensation Committee, the Chairman of the Board of Directors, or the President of the Company.

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