LABOR MANAGEMENT PARTNERSHIP. Section 1. The continuing viability and sustainability of the Red Cross is critical to donors, contributors, the public, employees and the entire Red Cross family. This sustainability is advanced through a true partnership between labor and management. Collaboration empowers all stakeholders. As such, the parties establish this Red Cross Labor Management Partnership (hereinafter “LMP”) to effectuate a lasting and effective labor management partnership.
LABOR MANAGEMENT PARTNERSHIP. Section 1: The parties agree to establish and maintain a ‘Labor Management Relationship’ that will open a new era where the Union, the City, and the Fire Department and all Fire Department employees shall work together to create a workforce that highly motivated, multi-skilled, and technologically advanced to meet the ever changing needs of the Fire Department and the City of Biddeford. Furthermore, the parties agree to implement this relationship with a firm commitment to avoid an adversarial relationship and work together towards developing and maintaining a quality labor-management relationship that fosters mutually beneficial outcomes. To this end, the parties agree to establish and maintain a labor-management partnership committee.
LABOR MANAGEMENT PARTNERSHIP. Both parties agree to the establishment of a Labor-Management Partnership which both parties agree will be utilized to bring to the attention of each hospital's administration and the Department problems and recommendations to improve patient care at the County hospitals. It is understood that the members of this Unit and their working conditions directly impact on the medical care provided to the patients and are therefore in a position to offer suggestions which would improve patient care. This Labor-Management Partnership shall not prevent any member of this Unit from using other appropriate recourse to redress grievances.
LABOR MANAGEMENT PARTNERSHIP. The parties agree that it is critical that the Union and Employer work collaboratively to ensure that quality and cost-efficient service be delivered to the public. To this end, the parties agree to the following:
LABOR MANAGEMENT PARTNERSHIP. 1. The Agency and the Union agree to maintain a State-Level Labor Management Forum or Council that implements the requirements of Executive Order 13522 issued in 2009. The Parties agree to continue this collaborative framework even in the absence of EO 13522.
LABOR MANAGEMENT PARTNERSHIP. Section 1. The essence of the BAH/ONA Labor-Management Partnership is communication, cooperation, involvement, pursuit of excellence, and accountability by all. Excellent organizational performance can only be achieved when everyone places an emphasis on benefiting of all Bay Area Hospital. Employees throughout the organization must have the opportunity to be involved in decisions and take actions to improve performance and better address patient needs. Together we must ensure employees, at all levels in the organization, have the skills, knowledge, information, opportunity, and authority to make sound decisions and perform effectively. Engaged and involved employees will be highly committed to their work and contribute fully to the success of the Hospital and the improved health of our patients.
LABOR MANAGEMENT PARTNERSHIP. Effective May 1, 2019 and for the duration of this Agreement, the Employer shall contribute for each hour or portion thereof, for which an employee receives pay, the following: Effective 5/1/19 $0.06 per hour
LABOR MANAGEMENT PARTNERSHIP. 1. The Agency and the Union agree to maintain a State-Level Labor Management Council to address issues of concern to either party.
LABOR MANAGEMENT PARTNERSHIP. The parties hereby agree to establish Labor Management Partnership Committees (PC) for the purpose of formulating resolutions to such matters as: the interpretation and/or application of the terms and conditions of this Contract, matters giving rise to the obligation to consult with the Union, matters giving possible rise to Union grievances and misunderstandings; training and upward mobility opportunities; Employee working conditions; equal opportunity and Employee health and safety; resolution of disagreements, outstanding issues, or problems without formal negotiations . The Labor Management Partnership Council (LMPC) shall create the following standing PCs:
LABOR MANAGEMENT PARTNERSHIP. 12 Section 1. The essence of the BAH/ONA Labor-Management Partnership is 13 communication, cooperation, involvement, pursuit of excellence, and accountability by 14 all. Excellent organizational performance can only be achieved when everyone places 15 an emphasis on benefiting of all Bay Area Hospital. Employees throughout the 16 organization must have the opportunity to be involved in decisions and take actions to 17 improve performance and better address patient needs. Together we must ensure 18 employees, at all levels in the organization, have the skills, knowledge, information, 19 opportunity, and authority to make sound decisions and perform effectively. Engaged 20 and involved employees will be highly committed to their work and contribute fully to the 21 success of the Hospital and the improved health of our patients. 23 Section 2. In an atmosphere of open communications, we can achieve our common 24 goals of organizational success and a secure, challenging, and personally rewarding 26 partnership designed to increase employee understanding and participate, learning 27 opportunities, and professional development.
