Working Relations. The parties, especially Union representatives and first-line supervisors, are encouraged to meet informally as necessary to discuss and attempt to resolve matters of concern.
Working Relations. This factor reflects the employee’s ability to work effectively with others in a diverse environment as a group or team member.
Working Relations. Acts in a manner that reflects respect, courtesy, civility, and appreciation. Establishes and maintains effective work relationships. Offers assistance and support to co-workers. Understands lines of reporting, responsibility, and accountability. Provides accurate information. ☐ 5 ☐ 4 ☐ 3 ☐ 2 ☐ 1 ☐ N/A 1 Revised October 26, 2017
Working Relations. Measurement of ability to work with and through others. Ability to work effectively as part of a group.
Working Relations. The parties have discussed strategies to improve employee relations, organizational productivity, job flexibility, and employee involvement in organization decision-making. Both parties have agreed to consider the following principles as part of the framework for their working relationship: ➢ Flexibility in job roles and assignments which respects a secure bargaining unit status for AFSCME and respects individual roles and interests of exempt employees. ➢ Supportive attitudes that represent cooperation and mutual respect for the bargaining unit role in the City organization and for the management role in the City organization. This should result in mutual problem-solving and reduced reliance on third-party intervention. It should also result in the parties citing policies and contracts to employees as a mutually accepted framework rather than to blame one of the parties or the policy or contract for why we make certain decisions. The parties agree to process disagreements respectfully and consistently with the notion of partnership. ➢ Openness to exploring alternative pay structures and to discussing what the appropriate pay and benefit distinctions between exempt and AFSCME-represented positions should be. ➢ An effective, mutually defined approach to employee involvement in organizational decisions. The agreement on employee involvement should define the City-Union business partnership, key responsibilities in communications, and understanding of various City business processes, financing, and service concerns. It should also result in a more productive work process for employees who provide municipal services.
Working Relations. The parties have discussed strategies to improve employee relations, organizational productivity, job flexibility, and employee involvement in organization decision-making. Both parties have agreed to consider the following principles as part of the framework for their working relationship: ⮚ Flexibility in job roles and assignments which respects a secure bargaining unit status for AFSCME and respects individual roles and interests of exempt employees. ⮚ Supportive attitudes that represent cooperation and mutual respect for the bargaining unit role in the City organization and for the management role in the City organization. This should result in mutual problem-solving and reduced reliance on third-party intervention. It should also result in the parties citing policies and contracts to employees as a mutually accepted framework rather than to blame one of the parties or the policy or contract for why we make certain decisions. The parties agree to process disagreements respectfully and consistently with the notion of partnership. ⮚ Diversity, equity and inclusion are core values the City of Xxxxxx and AFSCME Local 1724 strive toward. Addressing systematic racism and other forms of oppression and discrimination of underrepresented groups is a fundamental function in our efforts to fulfill our missions and serve our community. The City and the Union are committed to promoting a workplace of diversity, equity, and inclusion. We strive to create a diverse,equitable and inclusive environment where all groups have access to the resources andopportunities essential to fulfilling their potential for success and where difference in life outcomes are not predicated based on race, class, gender, or other elements of identity. We recognize that efforts to embrace diversity and inclusion will strengthen our decision making, systems and processes in the best interests of employees and theindividuals and families we serve. ⮚ Openness to exploring alternative pay structures and to discussing what the appropriate pay and benefit distinctions between exempt and AFSCME-represented positions should be. ⮚ An effective, mutually defined approach to employee involvement in organizational decisions. The agreement on employee involvement should define the City-Union business partnership, key responsibilities in communications, and understanding of various City business processes, financing, and service concerns. It should also result in a more productive work process for employ...
Working Relations. 1. PWBP and OOCR will cooperate in an effort to control organized crime and racketeer influence in employee benefit plans through civil and/or criminal enforcement, and to achieve the other objectives of the Department in connection with the administration of ERISA.
2. It is anticipated that some matters of mutual interest to OOCR and PWBP may be coordinated, and any differences resolved, at the local field level. In the absence of agreement as to the strategy to employ in any given case, the matter should be referred to the Work Group.
3. Within 30 days after the effective date of this agreement, and quarterly thereafter, PWBP will provide OOCR with a list of all benefit plans targeted for audit within the following 90 days which are affiliated with unions within industries which have been identified by OOCR, and of all other matters presently under investigation which reasonably can be considered to be within the jurisdiction of OOCR. Within 30 days after the effective date of this agreement, and quarterly thereafter, OOCR, will provide PWBP with a list of all employee benefit plans involved in matters which it has targeted for investigation or audit; provided however, that this provision does not apply in the case of any investigation determined by the Deputy Inspector General to be of a highly confidential nature.
4. Each office will, upon request, conduct and furnish to the other, results of any indices search.
5. Each office will, upon request, furnish to the other information concerning specific individuals or organizations in its files, subject to restrictions under Rule 6(e) of the Federal Rules of Criminal Procedure, applicable restrictions of the Internal Revenue Code and other applicable law.
6. Each office will, upon request, furnish to the other matters which may be of an investigative aid, such as available computer printouts of reporting benefit plans, etc.
7. Subject to the restrictions under Rule 6(e) of the Federal Rules of Criminal Procedure, applicable restrictions of the Internal Revenue Code and other applicable law, if either office develops or acquires, during the course of an investigation or otherwise, information indicating a possible need for prompt action by the other, the facts of the matter should be brought to the attention of the other as quickly as possible. PWBP will also inform OOCR of alleged criminal violations involving benefit plans previously identified to OOCR pursuant to paragraph 3 above.
8. At the time PWBP ref...
Working Relations. Consultation and Employee representation
Working Relations. Principles of Consultation Safe Work Australia is committed to open, genuine and meaningful communication with Employees and their representatives. Dialogue between the parties will be conducted in a timely manner and in a spirit of mutual co-operation. Employee input will be encouraged and feedback will be provided. All parties recognise the importance of maintaining a professional, constructive and co-operative approach in their dealings with each other. Where formal consultative mechanisms exist, the right of Employees to be represented in those processes is to be respected. Consultation The parties will consult on workplace issues that arise. Consultation includes sharing information and providing a genuine opportunity for Employees and their representatives to put their views directly to the appropriate decision-maker and for those views to be properly considered and responded to before a decision is made. The Agency is committed to consulting directly with Employees about workplace matters that affect them. The Agency also recognises the right of individual Employees to choose representatives to act on their behalf in consultative processes. Employees and their representatives may at any time raise issues directly with the Agency. The Agency uses a range of means to communicate and consult with Employees and their representatives to enhance mutual understanding of workplace issues. To enhance communication and consultation the Agency will, including in respect of its performance management system, encourage Employees and their respective managers including Branch Heads, to meet regularly to discuss and consider workplace issues. The Agency will consult with Employees regarding workplace matters, including on significant changes either directly or through: Branch Meetings; The Workplace Consultative Forum; and Other staff–management forums that may be established from time to time. Consultation on Major Changes affecting Employees This Clause applies where a decision is made to introduce major changes in a work area that are likely to have significant effects on Employees, other than where provision is already made elsewhere in this enterprise agreement regarding a specific major change. Where a definite decision is made to introduce major changes in program, organisation, structure or technology that are likely to have significant effects on Employees, the Chief Executive Officer must notify the Employees who are likely to be affected by the proposed...
Working Relations. RELATIONS CONSULTATION AND COMMUNICATION Consultative Committee
