In making this Guidance available to the public, General Counsel Swerdzewski commented: A labor relations strategic plan is a way to allow the parties to move away from simply reacting to each other, towards an approach where they can identify their labor relations goals, determine the strategy needed to reach those goals, and develop the actions needed to carry out that strategy. These plans can help parties achieve short term goals, such as dealing with stalled contract negotiations, significant backlogs of grievances and individual collective bargaining disputes, and also yield long-term improvements in parties' relationships, such as developing better communication practices, improving trust levels and increasing the use of collaborative processes such as interest-based bargaining and pre-decisional involvement. The Office of the General Counsel is the independent investigative and prosecutorial component of the Federal Labor Relations Authority FLRA which processes unfair labor practice charges and representation petitions through the Regional Offices, and assists parties in improving their labor-management relationship.
Developing a Labour Strategy to Control Risk January 23, A significant cost of any major project is the labour component.
Labour shortages, lower productivity, escalating costs and potential disruption by labour unrest can all increase financial risks. A labour strategy, designed to minimize risks and attract a competent and productive work force, can ensure that the project is done right the first time, on time, safely and within budget.
Every project owner wants to attract, motivate and retain the most qualified employees matched to the jobs for which they are best suited. A labour strategy targets these goals in the context of the project objectives and the social, economic, industrial and business environment.
Its key components should include: A Human Resource Management Team to develop and administer the labour strategy. It is not enough to retain an engineering, procurement and construction management EPCM firm.
Project owners and EPCM professionals must work together to cultivate the development and administration of the labour strategy. A Labour Relations Framework to set the structure for administration labour relations business plan labour relations.
In the last 20 years, most major projects in the province have had Special Project designation, either by Order-in-Council or by the Labour Relations Board, or have proceeded by way of a site-specific collective agreement negotiated by the building trades and the Construction Labour Relations Association of Newfoundland and Labrador Inc.
A Special Project Agreement or Site Agreement can provide labour stability and avoid disruptions due to labour unrest. A Labour Management Plan LMP to outline labour relations policies and procedures, negotiation and administration of the collective bargaining agreement, grievance and arbitration procedures, and complaint processes.
The LMP will identify the roles, responsibilities and reporting lines for the owner, EPCM and contractors engaged in the project to ensure a consistent and coordinated application of policies and procedures.
Project HR Standards, Rules, Policies and Procedures to incorporate project-specific circumstances and provide the owner, EPCM professional and subcontractors with mechanisms to manage risk associated with labour relations and demonstrate delivery of diversity, ethics, safety and training requirements which will aid in attracting skilled workers.
An Employee Orientation Plan to provide the essential information, forms, contacts and checklists required by any employee on the project.
It should anticipate the culture and values of the project and help employees understand their job, performance expectations and project goals and priorities. The Supervisory Training Program is designed to provide supervisors with proven managerial skills, effective verbal and written communication skills and employee development techniques.
Practical and relevant training opportunities can include basic supervisory skills, safety and environmental leadership, harassment and sensitivity training, productivity enhancement, quality control, employee relations and motivation, and dealing with diversity and adjacency.
Diversity and adjacency programs are often an integral component in the success of a major project and can assist in attracting the largely untapped labour market consisting of women, aboriginals and internationally trained workers.
A Labour Productivity Management Plan created by a Labour Productivity Management Committee comprised of construction management, project controllers, health and safety, key contractors and labour relations. An integral component of this plan involves working with labour to develop and implement a program of excellence designed to improve productivity and accountability among the skilled trades.
A project-specific Labour Acquisition Plan developed to minimize risks associated with labour shortage.
Typically it will identify:Strategic Plan. UNIVERSITY OF CALIFORNIA. Human Resources Set of steps of doing business Takes into account external perception of an fully realized in all aspects “Regenerating Improvement” Reaction Transaction Tactics.
Strategy Vision. Employee Relations and Policies Strategic Plan Strategic Themes: Operate as an. Welcome to the Office of Labor Relations. The Office of Labor Relations (OLR) represents the Mayor in the conduct of all labor relations between the City of New York and labor unions representing employees of the City.
Deferred Compensation Plan and the NYCE IRA.
Read More about DCP. Read More about the NYCE IRA. Management . W.A.: Business plan / Department of Productivity and Labour Relations Wikipedia Citation Please see Wikipedia's template documentation for further citation fields that may be required.
The forty-five (45) day notice provides time to comply with notification to the union and also to assist the employee on layoff notice in finding alternative employment.
Doc. Title: Industrial Relations Management Plan Page: 8 of 44 • European Investment Bank – Labour Standards 8 • International Finance Corporation (IFC), Performance Standard 2: Labour and Work-.