Each negotiated agreement between PEF and the State has contained an article mandating that statewide, agency and local labor/management committees shall meet at least biannually to "discuss and attempt to resolve matters of mutual concern."
The agreement further specifies that, in connection with these meetings, written agendas should be exchanged by the parties no less than seven days before the meeting. It also identifies as possible meeting topics questions concerning implementation and administration of the negotiated agreement; distribution and posting of civil service examination announcements scheduling of employee workdays within the established workweek; and additional subjects that may be placed on the agenda by mutual agreement.
Items addressed by local or agency joint labor/management committees that were not agreed on and disputes arising from an alleged failure to comply with a local or agency level committee agreement are to be referred to the next level in the local-agency-state hierarchy.
Finally, labor/management committees are another indication that PEF has a role as a communication link with employees/members.
The Labor/Management Coordinator Services office at PEF headquarters functions as a support to labor-management committees statewide. This office works with the regional field offices to provide technical assistance to committees on an as needed basis. Committees should forward their agendas and minutes for meetings held to the Department of Labor/Management Services. Committee-assigned field representatives will provide commitment reports generated from agency-level meeting to the L/M Chair and the Director's Office.
PEF's Education Department offers various levels of labor/ management training workshops ranging from starting up a new labor/management committee to advanced training on techniques of effective labor/management. Teams considering such training should call the Mobilization and Training Department of PEF.
Labor/Management meetings are established in the contract at three levels:
Statewide Level
The Director of Employee Relations or his/her designees shall meet with the
President of PEF or his/her designees to discuss and attempt to resolve matters
of mutual concern.
Department or Agency Level
Each department or agency head, or his/her designees, shall meet with PEF representatives
no less than biannually to discuss and attempt to resolve matters of mutual
concern that affect PS&T members within the department or agency.
Facility or Institution Level
The head of each facility or institution, or his designees, shall meet with
PEF representatives no less than biannually to discuss and attempt to resolve
matters of mutual concern at the local level.
Purpose
Definition:
The most successful labor/management committees are those in which the issues are clearly defined by the representatives of PEF and the State and in which a commitment is made by both parties to sincerely attempt to find a resolution. It is important for a committee member to know what PEF's position is and in what ways a problem could be resolved. If a matter is currently going through the grievance procedure, it generally should not be a topic of discussion at a labor/ management meeting. General problem areas related to a grievance may be discussed, however.
Successful Labor Management Meeting
Meeting Format
Behavior
This is one of the most critical aspects of the meeting. Management must believe
that you represent the people of your agency/facility and that you are united.
Contradictions, disagreements, and bickering in front of management will insure
failure.
First, you should choose a chief spokesperson. No one else on the committee should speak unless you have agreed in advance that a given individual will speak to an issue. In that case, the chief spokesperson will say to management, "Mr./Ms. "X" will speak on this issue." In all other cases, the chief spokesperson's voice should be the only one heard.
Keep in mind that your disagreement with the spokesperson can be communicated to management by means other than verbal. Guard against any facial expression or body language that gives away your opinion. Failure to follow these guidelines will render your Committee ineffectual, and insure management's lack of respect for you.
If you find it necessary to communicate with the chief spokesperson during the meeting, simply pass him/her a note. If the matter is pressing, the chief spokesperson should tell management that the labor team would like a few minutes to caucus. In caucus, straighten out the problem.
If you cannot do so, request that the item be put over to the next meeting. Whatever you decide to do, make sure that you come back to the room united. While development of this sophistication may take some time, it must be done. If Management sees the labor team repeatedly in disarray, you will be at a permanent disadvantage.
Meeting Behavior
Attendance
Have Pre-And Post-Meetings
PRE: To gather any outstanding information
POST: To be sure everyone had same understanding
Minutes
One person on the Labor Team should be designated to take minutes at the meeting.
All that is needed is for someone to keep a record of the major points of discussion
and final disposition of a matter. PEF can provide the assistance of a Labor
Management reporter for Statewide Labor Management meetings only.
These minutes can then be used in writing a report to the membership and to keep track of what is transpiring over the years.
Minutes will also document what attempts have been made to resolve an issue which is later moved to the next level of the labor/management structure.
Jointly signed minutes (by labor and management) should be prepared if possible to document positions and agreements made. See Sample Labor/Management Minute Format located in this section.
Inform the Membership
It is very nice to resolve problems at a Labor/Management meeting. However, if only the people who attended the meeting know about it, the meeting's value is severely reduced. Therefore, it is important to communicate the results to the membership.