AFSCME Local 328
4006 Barbur Blvd, Portland, OR 97239
ARTICLE 28 - LABOR MANAGEMENT COMMITTEE
ARTICLE 28. LABOR MANAGEMENT COMMITTEE
Objectives. The shared objectives of a labor-management partnership between the Union and the Employer shall include a commitment to equal partnership through the implementation and administration of a revitalized Labor Management Committee, solving problems at the lowest level possible within the organization, sharing information, recognizing the values and political nature of each organization and creating a flexible, cost effective, responsive and highly competitive organization. For purposes of this provision, equal partnership shall be defined as a relationship which is based on the principles of mutual respect and equal responsibility for decision making and which produces work products clearly identified as joint ventures between the Union and the Employer.
Composition. The Labor Management Committee (LMC) shall be composed of six (6) employee representatives of the Union and six (6) representatives of the Employer not employed in Human Resources. There shall be two co-chairs consisting of one Union employee representative and one Employer representative. It is contemplated that each party’s members will reflect representation from the healthcare, central services, research and academic missions of the Employer. In the event that there are or are soon likely to be less than nine (9) total members on the LMC, the Committee will focus its efforts on recruitment of members to restore the total number at nine or above.
Union-represented employees appointed to the LMC will be permitted to attend regularly scheduled LMC meetings on paid time not to exceed four (4) hours per employee per month, provided that such release time does not unreasonably interfere with the Employer’s business operations and the employee’s supervisor is provided not less than six (6) weeks’ notice of each LMC meeting.
Commitment to Positive Work Environment. The Union and the Employer are jointly committed to creating and sustaining a positive work environment. A positive work environment is characterized by the presence of a group of people, staff and managers alike, who share motivation to achieve common goals, along with job satisfaction for individuals and effective working relationships among group members. The LMC shall insure the availability of a list of possible resources and the processes to assist employees and managers with issue resolution. Resources and processes identified and developed by the LMC shall be posted on the Employer’s and the Union’s websites.
Structure and Services. The responsibilities of the LMC will include establishing priorities for approved and dedicated funds and staff resources, setting goals, assessment, and overall accountability. The LMC will provide an annual report to the Vice President for Human Resources and to the Employer’s Executive Leadership Team. It shall also provide ongoing guidance to the Career Workplace Enhancement Center (CWE Center).
Services provided. Services provided under the LMC charter will include process improvement, employee development conflict management and change management. The LMC will approve funding allocations for each of these services on an annual basis. The LMC will also, at the beginning of each fiscal year, approve a plan developed by the CWE Center which identifies the goals to be achieved during that period.
Work Unit Committees. The LMC may provide direction, institutional support and financial support to work unit committees. Work unit committees are those committees in work units jointly sponsored and entered into by the Union and the Employer engaged in any of the activities recognized in 28.4.1 as labor management activities. Such committees may include, as determined by the LMC, employees of the Employer who are unclassified or represented by unions other than AFSCME. Union-represented employees appointed to work unit committees will be permitted to attend regularly scheduled committee meetings on paid time subject to the work unit’s manager’s approval.
Underlying Principles. The LMC shall not add to, subtract from or change any of the terms of this Agreement without the agreement of all parties. The Employer, its employees and the Union are each integral parts of the Labor Management cooperation effort, and without the full participation and support of each, this effort cannot be successful.
Funding. The Employer will provide funding for LMC activities in the following amounts, subject to an evaluation by the Vice President for Human Resources of the LMC’s level of success in meeting its goals for the prior year:
$1,050,000 for the 12-month period commencing on July 1, 2015.
$1,170,000 for the 12-month period commencing on July 1, 2016.
$1,170,000 for the 12-month period commencing on July 1, 2017.
$1,195,000 for the 12-month period commencing on July 1, 2018.
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