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 Cooperation. Whenever 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 Association during the decision planning phase and again during the implementation planning phase. The Appointing Authority and the Association shall enter into negotiations regarding a Memorandum of Understanding (MOU) upon the request of either party to modify this Agreement regarding the implementation phase which shall include, but are not limited to, the following: • length of layoff notice • job and retraining opportunities • alternative placement methods • early retirement options under Minn. Stat. 43A.24, Subd. 2(i) • voluntary layoff provisions of Section 3(A) of this Article • voluntary reduction in hours provisions of Article 29 of this Agreement • employee assistance program will be made available to all affected employees • other methods of mitigating layoffs or their effect on employees. Upon request, and when possible, an Appointing Authority shall meet and confer with the Association when it has determined that layoffs will be made for budgetary reasons.
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 Association during the decision planning phase and again during the implementation planning phase. The Appointing Authority and the Association shall enter into negotiations regarding a Memorandum of Understanding upon the request of either party to modify this Agreement regarding the implementation plans which shall include, but are not limited to, the following:
Labor-Management Cooperation. In aid of the provisions of Section 36.1, the Fire Chief or designee and the President of the Union agree to meet periodically to discuss and cooperate in the setting of staffing levels.
Labor-Management Cooperation. The parties agree that during the term of this MOU, they will continue to support the Pride At WorkProgram. In addition they will continue to participate in efforts to contain health care costs. The City and Local 2180 agree that they will continue to have open discussions on matters of concern to the parties during the term of this MOU.
Labor-Management Cooperation. (Not a Part of the Negotiated Agreement) The District and Association agree that it is in the best interest of central office ASAP Members and the school district to meet and discuss areas of concern or ideas for ways to improve what we are already doing. Therefore, the Association and the District will work together, during the term of the 2013-2015 labor agreement, on a forum for these discussions. These discussions are intended to address issues quickly by bringing people relevant to the discussion together in a forum to talk. Either the Association or the District can initiate these discussions. Both parties understand that to limit disruptions at the various work sites, participation in these discussions should be limited to small groups of people. This forum does not replace negotiations of contractual issues. During the length of the July 1, 2013 – June 20, 2015 contract, the District and ASAP agree to explore a new salary schedule structure to continue the progress of alignment of positions that have been added to the bargaining unit. INDEX A Adoption Leave 7 B Bereavement Leave 8 C Cafeteria Benefits Plan 11 Cafeteria Plan Credits 11 Catastrophic Disaster Leave 8 Confidential ASAP Members 30 Contract Year 5 Court Cases 8 F Family Medical Leave 18 G Grievance Procedure......................19-21, 33 H Holidays 12 I Improvement Plans 31-32 J Jury Duty 9 L Labor Management Cooperation 33 Lane Change Requirements 22 Liability Insurance 12 Longevity Stipend 21 M Mileage 28 P Parental Leave 17 Probation 16 Professional Growth 6 Professional Growth Allowance Xxxxxxxxx 6 Professional Leave 9 Q Quarantine Leave 8 R Retirement Benefits 14 S Sabbatical Leave 9 Salary Schedules 24-27 Salary Provisions 21-27 Severance Pay 13 Sick Leave Conversion 7 Sick Leave 7 T Tenure 16 V Vacancies and New Positions 16 Vacations 12 W
Labor-Management Cooperation. The parties agree that Joint Labor Management Committees may be useful in resolving operational needs, the ability to meet the service mandates of the city and other issues which may benefit from joint efforts to resolve economic, service or other issues. Such issues should be presented by the Union or Management to the appropriate Union/Departments for review and discussion to determine if the issue can be resolved or if a JLMC should be established to address and/or resolve the issue in compliance with Charter Section 234.
Labor-Management Cooperation. The parties agree that during the term of this MOU, they will continue to participate in efforts to contain health care costs. The City and MM/PROF agree that they will continue to have open discussions on matters of concern to the parties during the term of this MOU. The parties agree to develop policies to be included in the City of Chula Vista Policy and Procedures manual and included in this MOU by reference, in regard to an internal appeal process of application of all policy and procedures. The parties agree meet and develop mutually acceptable language on a policy for the application of FLSA exempt status in relation to use of accumulated sick and vacation leave.
Labor-Management Cooperation. Article 2
Labor-Management Cooperation. The parties to this agreement agree to mutual cooperation, in the area of health and safety, which is founded upon good-faith communication and discussion of problems, solutions and problem prevention.
