Statewide Labor/Management Committee. The Employer and the Association shall each appoint three (3) members to the statewide Labor/Management Committee. This committee will meet at least biannually and discuss statewide issues which do not relate to any single employing agency.
Statewide Labor/Management Committee. The Parties will establish a Statewide Labor Management Committee (“SLMC”) within sixty (60) days of this Agreement’s effective date.
Statewide Labor/Management Committee. The Parties will establish a Statewide Labor Management Committee (“SLMC”) within sixty (60) days of this Agreement’s effective date. The Employer, its employees, and the Union understand and agree that each aspires to provide high-quality healthcare while fostering employee health and safety. The Employer and employees must be committed to serving the facility’s residents by delivering the highest quality of care possible. The Parties agree and understand that high-quality resident care can be achieved if they discuss and address patient care, safety, and workplace issues. The purpose of the SLMC is to evaluate the quality of services provided to residents, the health and safety of employees, the working environment to retain staff by reducing turnover, staffing, and workload issues, and make recommendations for such topics. The Parties will primarily task the SLMC with the following: Scheduling quarterly statewide meetings to improve communication; Monitoring the proper application of facility policies, facility procedures; and this Agreement; Problem-solving strategies to improve resident care and employee health and safety; and addressing public policy concerns that affect nursing home operations. The Employer or the Union may schedule the SLMC. The Employer will pay the employees for participating in the meeting, but no more than two (2) hours quarterly. The SLMC will have an equal number of supervisors and bargaining-unit employees. SLMC meeting discussion topics will include but are not limited to the following criteria and ideas identified by union members as critical to addressing the facility’s performance regarding employee health and safety, staffing, turnover, retention, and resident care: • Turnover • Attendance • Scheduling • Staffing ratios for CNAs, housekeeping, CMAs, and other represented positions • Acuity-based staffing • Process improvement and technology • Policies and procedures affecting the job duties performed by this Agreement’s job classifications. • Opportunity for the Parties to cooperate to improve the Company’s CMS “5 Star” Quality Rating • Opportunity for the Parties to cooperate to improve the Company’s ability to be the provider of choice in each community • Opportunities for employees to promote high-quality customer service while working for the Company The SLMC shall not engage in negotiations, nor shall the SLMC consider matters properly the subject of a grievance. The merits of individual disciplines will not be dis...
Statewide Labor/Management Committee. There shall be a Statewide Labor Management Committee comprised of six (6) members selected by MSEA (two (2) from each of the three (3) bargaining units), and six (6) management members appointed by the State Court Administrator. Each party shall appoint a co-chairperson from among its respective committee membership who shall, together, determine agendas, set the frequency and location of meetings in accordance with a mutually agreeable schedule and preside at all such meetings. Either party shall be able to invite guests who have expertise on a particular agenda item. The committee members shall receive leave for such purpose without loss of pay or benefits including necessary and reasonable travel time during normal working hours on the day of the meeting. If travel distances involve one hundred (100) miles or more, necessary and reasonable travel time outside of meeting days shall be provided. Subject areas remanded to the Committee for oversight include: Catastrophic Illness see Appendix A Education and Training see Article 19 Security see Article 53 Video Display Equipment see Article 64
Statewide Labor/Management Committee. The Statewide Labor/Management Committee, described elsewhere in this Agreement, is composed of two (2) members from each bargaining unit selected by the MSEA and six (6) members selected by the State Court Administrator. With specific regard to this Article, the Committee's function shall be twofold:
Statewide Labor/Management Committee. The parties shall establish a Statewide Labor-Management Committee (SLMC), which shall be a standing committee for the duration of this Agreement.
Statewide Labor/Management Committee. 1. The State and the Union will maintain a Statewide Labor-Management Committee. The parties agree to continue existing Agency-wide Labor Management Committees within the Department of Correction, Department of Revenue, Family and Social Services Administration, the Division of Family and Children Services, the Division of Mental Health, and the Division of Aging and Rehabilitation Services, the Department of Health, and the Department of Workforce Development.
2. The aforementioned Committees shall consist of an equal number of representatives, as mutually agreed upon by the parties, each party selecting its own representatives. The Committee will be co-chaired by a Union Representative and a Representative of the State.
3. The aforementioned Committees shall meet twice per year, at the request of the Union, at mutually agreeable times and places. Additional meetings may be scheduled by mutual agreement between the State Personnel Director and/or respective Agency Head and the Union.
4. The parties shall exchange agenda items at least fourteen (14) calendar days prior to any scheduled meeting date and shall establish the agenda in advance of the meeting. Last minute agenda items may be addressed.
5. The purpose of the Committee is to discuss issues of mutual concern. The Statewide and Agency-wide Labor-Management Committees are advisory and do not have the authority to modify this Settlement.
6. Additional Agency-wide Labor-Management Committees may be established by mutual agreement.
7. Training and apprenticeship programs are subjects for discussion at the Statewide Labor Management committee.
Statewide Labor/Management Committee. It is mutually agreed by the parties that the Statewide Labor Management Committee will address factors, which arise during the life of the Agreement, which affect worker's abilities to meet their case responsibilities. The Department further agrees to continue the Labor Management Casework/Paperwork Reduction Committee to discuss the reduction or elimination of social workers responsibility for tasks such as (but not limited to): ASSIST forms Transportation of clients Filing Medicaid card issuance Medical passport and related documentation Non-placement case reviews. If changes in casework related tasks or additional tasks are anticipated, these changes will be made only after discussions have taken place between the parties. All of the provisions of this Agreement shall be implemented upon signing. However, in recognition of the advance time necessary to modify the Department's ASSIST system the parties agree that the ASSIST related provisions of this Agreement will be implemented no later than ninety (90) calendar days from the signing of this Agreement. The Department agrees to establish with the Union a sub-committee to assess the workload impact of bilingual/bicultural cases, and develop ways to reduce the workload impact (such as weighing them as more difficult).
Statewide Labor/Management Committee. Section 1. In order to provide a means for continuing communications between the parties and for promoting a climate of constructive employee relations, a State-Wide Labor-Management Committee, shall be established which shall consist of up to four (4) representatives designated by the Employer and up to four (4) representatives designated by the Union.
Section 2. The Committee shall meet at least quarterly. Such meeting shall not be for the purpose of discussing pending grievances or for the purpose of conducting negotiations on any subject. The topics discussed shall relate to the general application of this Agreement and to other matters of mutual concern including improvement of Employer/employee relations and improvement of productivity.
Section 3. There shall be Labor-Management Sub-Committees established within each Department/Agency consisting of six (6) members, three (3) representing the Union and three
Statewide Labor/Management Committee. The Parties will establish a Statewide Labor Management Committee (“SLMC”) within sixty (60) days of this Agreement’s effective date. • The Employer, its employees, and the Union understand and agree that each aspires to provide high-quality healthcare while fostering employee health and safety. The Employer and employees must be committed to serving the facility’s residents by delivering the highest quality of care possible. The Parties agree and understand that high-quality resident care can be achieved if they discuss and address patient care, safety, and workplace issues. • The purpose of the SLMC is to evaluate the quality of services provided to residents, the health and safety of employees, the working environment to retain staff by reducing turnover, staffing, and workload issues, and make recommendations for such topics. • The Parties will primarily task the SLMC with the following: Scheduling quarterly statewide meetings to improve communication; Monitoring the proper application of facility policies, facility procedures; and this Agreement; Problem-solving strategies to improve resident care and employee health and safety; and addressing public policy concerns that affect nursing home operations. • The Employer or the Union may schedule the SLMC. The Employer will pay the employees for participating in the meeting, but no more than two (2) hours quarterly. • The SLMC will have an equal number of supervisors and bargaining-unit employees. • SLMC meeting discussion topics will include but are not limited to the following criteria and ideas identified by union members as critical to addressing the facility’s performance regarding employee health and safety, staffing, turnover, retention, and resident care:
