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HomeMy WebLinkAboutLabor/Management Cooperation Committee Minutes 04.15.2003 (2) LAUREL LABOR MANAGEMENT MEETING APRIL 15, 2003 12:30 P.M. LIBRARY CONFERENCE ROOM The meeting was brought to order at 12:45 p.m. by Facilitator Vicki Knudsen, with attendance as follows: Pamela M. Magnuson AFSCME Council 9 Don Nelson AFSCME Local 316 Brad Krause AFSCME Local 316 Les Deines AFSCME Local 316 Rick Musson Police Department (Chief) Mike Nieskens Gary Colley Bob Mann AFSCME Local 316 Bud Johnson Mayor, City of Laurel Guy Rollison AFSCME Local 316 Les Riddle AFSCME Local 316 Larry McCann City of Laurel Facilitator: Vicki Knudsen, Montana State Department of Labor and Industry The Committee discussed the sample ground rules presented by the Facilitator at the training meeting held on March 18, 2003. After substantial discussion, the Committee members established that meetings would be held on the 2nd Tuesday of each month in the Library Conference Room. The meetings would begin at 12:30 p.m. and end at 3:30 p.m. and the Committee would consist of 4 members from labor and 4 members from management with a minimum of 3 members from each side to establish a quorum. Each side (labor and management) would be responsible for selecting its membership and those members would be present at the April meeting. Committee members agreed that matters relevant to alternate A:\laurel labor management 4.15.03.doc Page 1of9 committee members, the replacement of members and the remaining ground rules would be moved to the next meeting. The Committee began discussion on the Insurance Committee and agreed that, given the critical nature of the issue and the relatively short span of time available, the existing Insurance Committee would begin review of the City's health insurance program and deliberation over alternate plans while the L/M Committee established the committee's responsibilities and guidelines and authority. The next meeting was scheduled for Tuesday, May 13th at 12:30 p.m. in the Library Conference Room. The Committee will finalize the remaining ground rules and begin initial discussions on the shift v. day worker issue and the utility worker classification, if time permits. The Committee discussed agenda items for the May meeting, deciding as per negotiations, the priority items for discussion would be the insurance committee, the shift worker v. day worker definitions and the creation of a utility worker classification. Agenda for next meeting: May 13, 2002 12:30 p.m. City Library 1. finalize ground rules 2. continue with Insurance Committee issue and complete - additional -- compare interests/options 3. gather information for shift v. day worker issue The meeting was adjourned at 3:50 p.m. A:\laurel labor management 4.15.03.doc Parra') of 0 Meeting Notes biscussion Points: Ground Rules: Should be amendable - work in progress - to be modified to suit the committees' needs at various stages of the committees' 'life'. When: 2"d Tuesday of each month 12:30 p.m. to 3:30 p.m. Who: 4 labor and 4 management ➢ Must have at least 3 per side to conduct business ➢ Alternates?? • Can be up to speed on issues through regular dissemination of meeting records • Critical issues may be tabled until regular members can be present if issue not time- sensitive ➢ Blockers not conducive to committees' effectiveness ➢ non-members may attend but not participate unless committee asks for input or information Where: Library Conference Room What: issues ➢ Insurance Committee > Shift worker v. day worker defined > Utility worker classification • how to resolve Meeting Chairmanship: ➢ rotation among sides ➢ all L/M members per side take turn > sides elect own chair, alternate meetings chaired Record Keeping: ➢ side not chairing meeting keeps records ➢ disseminate to all individuals A:\laurel labor management 4.15.03.doc Pac>P - of Q > should contain a 'history' of issue, various interests and path to resolution > failure to keep good records promulgates miscommunication - how was resolution achieved? > history should be recorded for future, i.e. notebook > how to disseminate - hard copy, e-mail ?? Length of Meetings: > initial 15 minutes for check in add new and/or critical issues not previously on agenda but requiring attention > check in - discern committees' state of mind and identify any obstacles (white elephants) to committees' performance > last 15 minutes reserved for establishing next meeting date, agenda, etc. Agenda Item: Insurance Committee: 1. What does contract provide? 2. How should the insurance committee function? Interest: eliminate confusion over authority of committee and relationship of it's decision to council action. Data: 1. Article 15 Section 2(c) (old language)Health Plan: The Employer shall provide a health plan for each employee and their dependents. The City shall pay the premium for each employee and their dependents. An Insurance Committee shall review the insurance program. Three (3) members of the Union shall serve on the Insurance Committee. The EMPLOYER, after recommendation of the Insurance Committee, may change carriers providing substantially the same coverage is provided; however, any changes in coverage will be mutually agreed upon between the parties. The deductible portion of the Insurance Policy shall be five hundred dollars ($500.00) per year. A:\laurel labor management 4.15.03.doc Pane 4 of Article 15 Section (2) (tentative new language) Health Plan: The parties agree that the Labor/Management Coordinating Committee shall create an insurance committee and shall establish the rules and guidelines for such committee. The Insurance Committee shall review all matters of the insurance program and make recommendations to the Employer. If the Employer doe! not adopt the recommendations of the insurance committee, the matter will be returned to the committee with recommendations and explanations for further review until the Employer and the Committee reach mutual agreement. 2. no definition of committee 3. no information on authority, obligation or membership of committee. 4. security 5. cost 6. coverage 7. input 8. time frame for discussion 9. clarity of rights/responsibilities 10. done before negotiations 11. how done between negotiations 12. how to deal with rate increases 13. tie to states program 14. changing carrier - how done 15. who is on committee Options: 1. members from both sides 2. make them meet continuously in a locked room until done 3. small committee 4. 6 on committee - 3 per side A:Vaurel labor management 4.15.03.doc PaaP 6 of 5. those six have final say on insurance 6. put Bob on committee 7. put Larry on committee 8. members have to be approved by union and management 9. knowledgeable people on committee 10. disinterested advisors used 11. use neutral 3"d party for info 12. concurrence on final decision by city council and union] 13. establish dollar amount from management and let union decide on all insurance issues 14. check other locations for inclusion in larger groups 15. must be aware of how all city employees are covered by insurance plan 16. set dollar amount and city employees decide on all insurance issues 17. insurance committee employees only 18. set dollar amount from management and committee decides final on al insurance issues 19. final decision of insurance committee includes all employees 20. at least 1 non-management non-union member on insurance committee 21. put requirement in that city will not sign insurance contract unless all employees are qualified to be covered (includes retirees) 22. provide training to committee 23. who provides training and how 24. have specific reporting obligation to the council Information must be distributed to constituents and seek input How long will committee members serve? How frequent does it meet? 25. what happens if insurance committee doesn't meet time deadline? A:\laurel labor management 4.15.03.doc Pana f ef0 • • I 26. Have an immediate insurance committee decision separate from a long-term insurance committee function ATTACHMENT 1 TENTATIVE GROUND RULES: The purpose of Ground Rules is to conduct fair and effective Labor Management Committee (LMC) meetings. 1. Membership The parties agree that the LMC will consist of 8 (4) members from both the union and management. It is mutually agreed that, during the first year of the LMC, the primary designees will attend the meetings with no substitutes allowed. In the event that any of the individual members vacate a representative will be selected by the appropriate party to fill the position will attend the Council meetings. 2. Quorum In order to conduct meetings, there must be a minimum of 6 (3) members present plus both the co-chairs. Guests are allowed to attend the meetings on a case-by-case basis subject to the mutual agreement of both chairs. 3. Chair The two co-chairs will alternately conduct meetings, each chairing the session every other time on a rotational basis. 4. Minutes The co-chair not conducting the meeting is responsible to see that meeting minutes are documented, sent out for review and distributed to LMC members. A:\laurel labor management 4.15.03.doc Paap 7 of 0 LMC members from management will distribute the approved minutes to staff through the supervisory chain. The union will, at their discretion, print and post copies of the minutes on union bulletin boards at the work site. 5. Meeting Frequency LMC will strive to meet monthly during the first year or as late, agreed to within the LMC. The proposed date, time, location and duration of the next meeting will be confirmed during each meeting. The initial proposed schedule of meetings is as follows: 6. Agenda Co-chairs will jointly develop and distribute the following meeting's agenda one week prior to the meting. If there are materials for reading-ahead, those with responsibility for the material will also attempt to distribute information to LMC members on the same schedule. 7. becision Making LMC decisions will be reached by consensus. The decisions, actions, and recommendations coming out of the LMC belong to the LMC and not to the union or management. 8. LMC and Labor Agreement Negotiations and grievances will be dealt with by procedures identified in the Collective Bargaining Agreement. In these areas, the LMC will not impose itself or act as a substitute to the Collective Bargaining Agreement. 9. LMC Performance The LMC will periodically evaluate the effectiveness of its work at least annually. 10. Withdrawal Process Both the union and management are committed to the LMC and will strive to make the LMC productive. Should either party chose to withdraw from participation in the LMC, they shall A:\laurel labor management 4.15.03.doc Pacer. R of Q provide written notice to the other party. Prior to any final decision on withdrawal, both sides can call for a 60-day cooling off period and/or use of mediation to try and resolve issues. 11. Rules of Operation All members are responsible to review and commit to the "rules". • Enhanced and effective communication is the #1 objective. > Full and equal participation by all members. > Be punctual; come prepared. > Maintain an atmosphere of mutual respect at all times. > We will concentrate on issues within our control. > Confidentiality will be identified and respected. > Individuals will not be identified with a specific statement or issues. > Everyone will be allowed to voice opinions or concerns. > One person speaks at a time. No side bar conversations. > Maintain a Council perspective, not only a personal perspective. 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