Section 2. Labor-Management Cooperation Sample Clauses

Section 2. Labor-Management Cooperation establishes a framework for collaborative interaction between employees (often represented by a union) and management within an organization. This clause typically outlines procedures for regular meetings, joint committees, or other mechanisms that encourage open communication and joint problem-solving on workplace issues such as safety, productivity, or working conditions. Its core practical function is to foster a cooperative environment, reduce workplace conflicts, and address concerns proactively, thereby improving overall labor relations and organizational effectiveness.
Section 2. Labor-Management Cooperation. When the Employer determines to close a clinic/location, the Employer shall notify the Union at least sixty (60) calendar days prior to the effective date of the closure. When the Employer determines to close a department, the Employer shall notify the Union at least thirty (30) calendar days prior to the effective date of the closure. During this notification period, Human Resources and the Union shall meet and confer to discuss the proposed closure.
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Section 2. Labor-Management Cooperation. When an Appointing Authority initiates a planning 11 process or management study which is anticipated to result in layoff, the Appointing Authority will 12 meet and confer with the Local Union during the decision planning phase and again during the 13 implementation planning phase. The Appointing Authority and the Local Union shall enter into 14 negotiations regarding a Memoranda of Understanding upon request of either party to modify this 15 Agreement regarding the implementation plans which shall include, but are not limited to, the 16 following: 18 • Length of layoff notice;
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Section 2. Labor-Management Cooperation. When an Appointing Authority initiates a planning 11 process or management study which is anticipated to result in layoff, the Appointing Authority will 12 meet and confer with the Local Union during the decision planning phase and again during the 13 implementation planning phase. The Appointing Authority and the Local Union shall enter into 14 negotiations regarding a Memoranda of Understanding upon request of either party to modify this 15 Agreement regarding the implementation plans which shall include, but are not limited to, the 16 following: ▇▇  ▇▇▇▇▇▇ ▇▇ ▇▇▇▇▇▇ notice; ▇▇  Job and retraining opportunities; ▇▇  ▇▇▇▇▇▇▇▇▇▇▇ placement methods; 24  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
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Section 2. Labor-Management Cooperation. Whenever an Appointing Authority initiates a 22 planning process or management study which is anticipated to result in layoff, the Appointing 1 Authority will meet and confer with the Association during the decision planning phase and again 2 during the implementation planning phase. The Appointing Authority and the Association shall 3 enter into negotiations regarding a Memorandum of Understanding (MOU) upon the request of 4 either party to modify this Agreement regarding the implementation phase which shall include, 5 but are not limited to, the following:
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Section 2. Labor-Management Cooperation. Whenever an Appointing Authority initiates a 11 planning process or management study which is anticipated to result in layoff, the Appointing 12 Authority will meet and confer with the Association during the decision planning phase and again 13 during the implementation planning phase. The Appointing Authority and the Association shall 14 enter into negotiations regarding a Memorandum of Understanding (MOU) upon the request of 15 either party to modify this Agreement regarding the implementation phase which shall include, but 16 are not limited to, the following: ▇▇  ▇▇▇▇▇▇ ▇▇ ▇▇▇▇▇▇ notice 18  job and retraining opportunities 19  alternative placement methods 20  early retirement options under Minn. Stat. 43A.24, Subd. 2(i) ▇▇  ▇▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇ provisions of Section 3(A) of this Article 22voluntary reduction in hours provisions of Article 29 of this Agreement 23  employee assistance program will be made available to all affected employees 24  other methods of mitigating layoffs or their effect on employees.
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Section 2. Labor-Management Cooperation. Whenever an Appointing Authority initiates a 11 planning process or management study which is anticipated to result in layoff, the Appointing 12 Authority will meet and confer with the Association during the decision planning phase and again 13 during the implementation planning phase. The Appointing Authority and the Association shall 14 enter into negotiations regarding a Memorandum of Understanding (MOU) upon the request of 15 either party to modify this Agreement regarding the implementation phase which shall include, but 16 are not limited to, the following: 17 • length of layoff notice 18 • job and retraining opportunities 19 • alternative placement methods 20 • early retirement options under ▇▇▇▇. Stat. 43A.24, Subd. 2(i) 21 • voluntary layoff provisions of Section 3(A) of this Article 22 • voluntary reduction in hours provisions of Article 29 of this Agreement 23 • employee assistance program will be made available to all affected employees 24 • other methods of mitigating layoffs or their effect on employees. 1 During the term of this 2009-20112011-2013 agreement, upon request, and when possible, an 2 Appointing Authority shall meet and confer with the Association when it has determined that layoffs 3 will be made for budgetary reasons.
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Section 2. Labor-Management Cooperation. Whenever an Appointing Authority initiates a 15 planning process or management study which is anticipated to result in layoff, the Appointing 16 Authority will meet and confer with the Association during the decision planning phase and 17 again during the implementation planning phase. The Appointing Authority and the Association 18 shall enter into negotiations regarding a Memorandum of Understanding (MOU) upon the 20 shall include, but are not limited to, the following: 1  length of layoff notice 2  job and retraining opportunities 3  alternative placement methods 4  early retirement options under Minn. Stat. 43A.24, Subd. 2(i) 5  voluntary layoff provisions of Section 3(A) of this Article 6voluntary reduction in hours provisions of Article 29 of this Agreement 7  employee assistance program will be made available to all affected employees 8  other methods of mitigating layoffs or their effect on employees.
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Related to Section 2. Labor-Management Cooperation

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

  • Labor Cooperation The Parties shall enhance their communication and cooperation on labor, social security and environment issues through Memorandum of Understanding on Labor Cooperation between the Government of the People's Republic of China and the Government of the Republic of Peru.

  • JOINT LABOR MANAGEMENT COMMITTEE The parties agree that they will continue the Joint Labor-Management Committee to discuss matters of mutual interest relating to the employees covered by this Agreement. Topics for the Joint Labor-Management Committee may include, but are not limited to, Professional Development, Incentive Pay, etc. The Committee shall meet quarterly or as mutually agreed by the co-chairs. The President of CWA or designee and the Director of Human Resources or designee shall serve as co-chairs.

  • Labor Management Relations The Employer and the Union recognize that the character and quality of the Union/Management relationship in each Agency has an impact upon productivity and quality services. Accordingly, the parties agree to support joint Labor/Management training in skills and concepts which may contribute to increased Union/Management understanding and cooperative relationships.