Common use of STAFF PARTICIPATION AND UNION-MANAGEMENT PARTNERSHIP Clause in Contracts

STAFF PARTICIPATION AND UNION-MANAGEMENT PARTNERSHIP. Introduction Harvard University and the Harvard Union of Clerical and Technical Workers are jointly committed to staff participation as a means of advancing Harvard’s long term role as a premier center of learning and research. Moreover, the University and HUCTW are dedicated to increasing awareness in the University community concerning collaborative efforts, including continuously creating new patterns of relations that improve the working environment and strengthen the delivery of services to the University community. While fostering greater success and achievement of the University’s mission of excellence, we aim to raise the level of engagement of employees, acknowledging the contribution of each employee. The parties agree that union-management partnership is fundamental to the strength of their relationship and Agreement. The University and HUCTW have agreed to the following basic understandings of all union-management initiatives: • Employee participation through joint activity and joint union-management structures strengthens organizational performance and operations • Joint efforts benefit the University and its employees best when carried out in a spirit of trust and cooperation, with open communication and attempts at consensus on matters under discussion • An integral part of consensus building is the joint identification and objective evaluation of information and facts relevant to issues being discussed • Dedication to developing the culture and skills necessary for working collaboratively is essential for effective, sustainable joint activity In order to best achieve our collective goals, the University and HUCTW have created opportunities for employee participation and problem solving on several levels, that recognize where strategic and operational decisions are made. • Academic and administrative unit level: Conversations which are specific to a school, department or unit should take place within a Joint Council, Joint Sub- unit or Collaborative Work Design structure • University level: Conversations which affect the entire community will take place at the University Joint Council, the Joint Governance Coordinating Committee or subject-based University Joint Committees • Individual level: Conversations involving an individual problem occur within the Individual Problem Resolution structure including, if necessary, the Regional Problem Solving Team(s) and University Problem Solving Team By way of affiliation with a joint group, whether at the University level or the local level, a participant is part of the larger organization of union-management collaboration at the University. The JGCC acts as a conduit for all levels of participation.

STAFF PARTICIPATION AND UNION-MANAGEMENT PARTNERSHIP. Introduction Harvard University and the Harvard Union of Clerical and Technical Workers are jointly committed to staff participation as a means of advancing Harvard’s long term role as a premier center of learning and research. Moreover, the University and HUCTW are dedicated to increasing awareness in the University community concerning collaborative efforts, including continuously creating new patterns of relations that improve the working environment and strengthen the delivery of services to the University community. While fostering greater success and achievement of the University’s mission of excellence, we aim to raise the level of engagement of employees, acknowledging the contribution of each employee. The parties agree that union-management partnership is fundamental to the strength of their relationship and Agreement. The University and HUCTW have agreed to the following basic understandings of all union-management initiatives: •  Employee participation through joint activity and joint union-management structures strengthens organizational performance and operations •  Joint efforts benefit the University and its employees best when carried out in a spirit of trust and cooperation, with open communication and attempts at consensus on matters under discussion •  An integral part of consensus building is the joint identification and objective evaluation of information and facts relevant to issues being discussed •  Dedication to developing the culture and skills necessary for working collaboratively is essential for effective, sustainable joint activity In order to best achieve our collective goals, the University and HUCTW have created opportunities for employee participation and problem solving on several levels, that recognize where strategic and operational decisions are made. •  Academic and administrative unit level: Conversations which are specific to a school, department or unit should take place within a Joint Council, Joint Sub- Sub-unit or Collaborative Work Design structure •  University level: Conversations which affect the entire community will take place at the University Joint Council, the Joint Governance Coordinating Committee or subject-based University Joint Committees •  Individual level: Conversations involving an individual problem occur within the Individual Problem Resolution structure including, if necessary, the Regional Problem Solving Team(s) and University Problem Solving Team By way of affiliation with a joint group, whether at the University level or the local level, a participant is part of the larger organization of union-management collaboration at the University. The JGCC acts as a conduit for all levels of participation.

STAFF PARTICIPATION AND UNION-MANAGEMENT PARTNERSHIP. ‌ Introduction Harvard University and the Harvard Union of Clerical and Technical Workers are jointly committed to staff participation as a means of advancing Harvard’s long term role as a premier center of learning and research. Moreover, the University and HUCTW are dedicated to increasing awareness in the University community concerning collaborative efforts, including continuously creating new patterns of relations that improve the working environment and strengthen the delivery of services to the University community. While fostering greater success and achievement of the University’s mission of excellence, we aim to raise the level of engagement of employees, acknowledging the contribution of each employee. The parties agree that union-management partnership is fundamental to the strength of their relationship and Agreement. The University and HUCTW have agreed to the following basic understandings of all union-management initiatives: • Employee participation through joint activity and joint union-management structures strengthens organizational performance and operations • Joint efforts benefit the University and its employees best when carried out in a spirit of trust and cooperation, with open communication and attempts at consensus on matters under discussion • An integral part of consensus building is the joint identification and objective evaluation of information and facts relevant to issues being discussed • Dedication to developing the culture and skills necessary for working collaboratively is essential for effective, sustainable joint activity In order to best achieve our collective goals, the University and HUCTW have created opportunities for employee participation and problem solving on several levels, that recognize where strategic and operational decisions are made. • Academic and administrative unit level: Conversations which are specific to a school, department or unit should take place within a Joint Council, Joint Sub- unit or Collaborative Work Design structure • University level: Conversations which affect the entire community will take place at the University Joint Council, the Joint Governance Coordinating Committee or subject-based University Joint Committees • Individual level: Conversations involving an individual problem occur within the Individual Problem Resolution structure including, if necessary, the Regional Problem Solving Team(s) and University Problem Solving Team By way of affiliation with a joint group, whether at the University level or the local level, a participant is part of the larger organization of union-management collaboration at the University. The JGCC acts as a conduit for all levels of participation.. Introduction‌