Labor Management Partnership Council Sample Clauses

Labor Management Partnership Council. The parties hereby agree to establish a Labor Management Partnership Council (LMPC). The purpose of the LMPC is to discuss such matters as:
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Labor Management Partnership Council. S ECTION 1. PURPOSE: Management and the Union have created a LMPC whose purpose is to evaluate, analyze, implement and monitor matters affecting the Labor/Management relationship, to include the Collective Bargaining Agreement. S ECTION 2. REPRESENTATIVES: Management and the Union will select their own representatives to the Council. Except when agreed upon by the members, Management and the Union will each select a maximum of three (3) members and one (1) alternate to serve on the council. S ECTION 3. MEETINGS/AGENDA: Council meetings will be scheduled as agreed upon by the council members. Agendas will include items of interest to both parties. S ECTION 4. CONSENSUS: Decisions of the Council will be by consensus and binding on the parties. Partnership decisions shall in no way nullify or abrogate the statutory rights of Management or the Union.
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Labor Management Partnership Council. Section A: Both Management and the Union agree that the existing Labor-Management Partnership Council (LMPC) is beneficial to the operation of the organization.
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Labor Management Partnership Council. The Parties agree to have a Labor Management Partnership Council governed by the Charter developed by the Parties.
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Labor Management Partnership Council. The SHARE-UMass Memorial Labor Management Partnership Council (LMPC) will govern our Partnership. We have agreed to an LMPC charter to document how we will work together, which is included by reference in this agreement. • Labor and management will meet and confer on the level of funding needed to support the work of the Labor-Management Partnership Council. LMPC projects will be funded at appropriate levels. • We are jointly committed to ensuring a safe environment for continuous improvement, including a commitment that people will not lose employment as a result of Partnership continuous improvement projects, such as UBTs. • We are also committed to increasing employment and income security over time, in combination with a commitment to achieving the performance outcomes that make such work security possible. • Unit-Based Teams and continuous improvement initiatives are supported by the Partnership in coordination with the Center of Innovation and Transformational Change (CITC) and other complementary efforts across UMass Memorial. • Key performance indicators and key behavior indicators will be jointly identified and tracked, with a periodic “check and adjust” based on the data. Looking Ahead The aim of this agreement is to provide a foundation for progress. As our Partnership delivers results for labor and for management, our dedication, resolve and aspirations will grow. As the contract Xxxxxxxx says, “We are the ones who must shepherd our hospital through a crucial historical moment in healthcare. How we act now will determine what our hospital will be in the future.” We believe we will look back at the moment our Partnership was founded as a turning point for SHARE members and for our hospitals. Jointly Supporting the Transition to Teams With our Partnership, SHARE is making performance—through empowerment of union members—a union issue. Union members have a strong interest in quality patient care and experience, and in creating the best place to work.
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Labor Management Partnership Council. 1. The Parties acknowledge a common interest for improving operations of the MI ARNG, and the wellbeing of its employees. The Parties agree to establish a Labor Management Partnership Council (LMPC) to consider and suggest improvements in the areas of personnel policies, practices, and working conditions.
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Related to Labor Management Partnership Council

  • LABOR MANAGEMENT COMMITTEE 1. A Statewide Labor Management Committee consisting of not more than five (5) members selected by the VSEA from among bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject.

  • LABOR/MANAGEMENT COMMITTEES Section 1. Labor/Management Committees The parties recognize that the holding of periodic meetings for the exchange of views and information contributes to the effectiveness of the labor/management relationship. Therefore, the parties shall establish Labor/Management Committees (LMC), in accordance with the provisions in this Article, for the purpose of addressing matters of concern in the areas of personnel policies, practices, conditions of employment, and other matters affecting employees. Each LMC will be co-chaired by one member from labor and one member from management.

  • Joint Labor/Management Committees Purpose and Membership. Joint Labor/Management Committees are established to provide a forum for communications and problem-solving between the two parties and to deal with matters of a general personnel Union/Employer concern, as well as professional practices within the hospital related to patient care and professional issues. The Committees will work toward the improvement of patient care and recommend ways and means to improve patient care; and will address problems and concerns related to staffing and workloads. The Committees’ function will be limited to an advisory capacity and shall not include any decision making or collective bargaining authority. Committee memberships:

  • LABOR-MANAGEMENT RELATIONS COMMITTEE Section 1. The Employer and the Federation agree to the establishment of Labor- Management Relations Committees for Divisions represented by the Federation. The purpose of these Committees is to discuss any item of concern, including safety, to either party and to improve communications between the Employer and the members of the bargaining unit.

  • JOINT LABOR MANAGEMENT COMMITTEE In order to encourage open communication, promote harmonious labor relations, and resolve matters of mutual concern, the parties agree to create a joint labor- management committee. The committee will be governed by the following principles:

  • Labor Management 1. Labor/management meetings will be held at the request of either party as needed/monthly.

  • Labor-Management Cooperation When an Appointing Authority initiates a planning process or management study which is anticipated to result in layoff, the Appointing Authority will meet and confer with the Local Union during the decision planning phase and again during the implementation planning phase. The Appointing Authority and the Local Union shall enter into negotiations regarding a Memoranda of Understanding upon request of either party to modify this Agreement regarding the implementation plans which shall include, but are not limited to, the following: • Length of layoff notice; • Job and retraining opportunities; • Alternative placement methods; • Early retirement options pursuant to M.S. 43A.24, Subd. 2(i); • Bumping/vacancy options for part-time employees to preserve their insurance eligibility or contribution; and • Other methods of mitigating layoff or their effect on employees.

  • Labor/Management Relations Section 9.1 Representatives of the Union, not to exceed five (5) in number including at least one (1) representative of each shift, and representatives of the Employer, shall meet at least quarterly at mutually agreed upon times for up to two (2) hours to discuss matters of mutual concern relating to the interpretation, application, or administration of this Agreement and existing work rules which affect the members of the bargaining unit. Each party shall prepare and submit an agenda to the other party one (1) week prior to the scheduled meeting.

  • Labor Management Meetings Section 1. To promote communication and problem resolution between the City and the membership of the union, the Human Resources Director, and other representatives determined appropriate by the City may meet quarterly with the Executive Officers of the Union and other representatives that would be useful to discuss or resolve current issues.

  • Occupational Health & Safety Committee The parties agree to comply with the Occupational Health and Safety Act and any other federal, provincial or municipal health and safety legislation and regulations. Recognizing its responsibilities under the applicable legislation, the Employer agrees to accept as a member of its Occupational Health and Safety Committee, one representative selected or appointed by the Association from the bargaining unit. Such committee shall identify potential dangers and hazards, institute means of improving health and safety programs and recommend actions to be taken to improve conditions relating to occupational health and safety. Meetings shall be held every third month or more frequently if mutually agreed. The Committee shall maintain minutes of all meetings and make the same available for review.

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