وبلاگ خانه تبدیل شباهنگ مرکز تخصصی تبدیل صدا و تصویر
It is hoped that these principles will help the parties consider all reasonable redeployment and transition efforts for employees affected by the change. It is expected that each region will develop and use a partnership appointment mechanism to review situations where the achievement of job security objectives is particularly challenging or where one of the parties believes that mutual obligations related to job security are not being met. For such a review, the following points are proposed: “Good governance, social stabilization and economic justice are not luxuries that weigh on and hinder the development process. They are the essence of development. This book contains the necessary documentation to carry the point. (excerpt from James K.`s foreword. Galbraith) “The parties acknowledge the mutual commitment and intent to maximize the job security of Kaiser Permanente employees. Therefore, the parties to the partnership intend to avoid the travel of a Kaiser Permanente employee. We recognize that there may be circumstances in which such an obligation cannot be fulfilled. In such cases, the partnership will benefit from staff turnover, company growth, aggressive workplace adaptation, short-term training efforts and other mechanisms agreed upon by the partnership participants.
There will be no job loss for an employee as a result of their participation in a workplace partnership program. “The parties will define in advance a mechanism to break the deadlock in order to deal with situations where the parties cannot reach agreement on the above. Proposals include the use of a neutral body or a small body empowered to make a decision. The panel could be composed of local representatives, representatives of SPC or the Office of Labor-Management Partnership (OLMP), or other qualified representatives acceptable to both parties. “Provide Kaiser Permanente employees with the greatest possible job and income security within Kaiser Permanente and/or healthcare.” It is expected that the workforce planning strategy will define roles and responsibilities, including tasks and changes required in the level of awareness. Everyone, both management and the union, must consider potential vacancies as redeployment opportunities and be held accountable for achieving employment and income security objectives. In the following, it is minimally necessary to ensure employment and income security in all situations that are not defined as exceptional circumstances and is intended to assist the parties in implementing the employment and income security provision. Parties are encouraged to be creative in adapting these principles to local conditions. A dismissed employee who cannot obtain a position in the same previously occupied classification will be placed in an available position in the most comparable classification for which he or she is qualified. The employee`s current rate of pay will be maintained for a transitional period of one year or more, if mutually agreed.
(People who are placed in a higher classification receive the highest rate of pay.) The purpose of transitional status is to maintain the employment and income of an affected worker for a temporary period, with the intention of reverting to the previous classification when an appropriate vacancy becomes vacant. During the transition, an employee retains the benefit status they held prior to the transition. Job security for redistribution purposes is defined as follows: To ensure job and income security, union flexibility must be increased by finding alternatives for laid-off workers and adjusting contracts to maximize opportunities during transition periods. Parties should also focus on managing “human” resources through proactive problem solving and allocating the time needed to process solutions. Each region will develop and use a partnership mechanism and join a dead-end mechanism to address difficulties in achieving job security objectives or non-compliance with mutual agreements. Additional Resources Download a printable PDF file of the 1999 Agreement on Job and Income Security. To avoid any misunderstanding, a group of representatives from the Coalition of Permanent Unions Kaiser and Kaiser Permanente released a clarification of the employment and income security agreement in October 2013. This document does not constitute a renegotiation or modification of the Agreement.
It is simply a clarification. The partnership agreement outlines the intention of Kaiser Permanente and the signatory unions to promote a culture of employee engagement and joint problem solving. This means that when a problem or problem is identified, whether by management, unions or the workforce, all parties are involved in defining the problem and solving it. This commitment means that management must be more inclusive in the process of finding solutions and that unions and workers must be more responsive in the search for solutions. These job security principles aim to ensure that the parties are free and creative in problem solving. This agreement, concluded in 1999, provides for the retraining and redeployment of workers displaced by new technologies or changes in the workforce. A fundamental agreement of the Labour-Management Partnership (LMP) is the Agreement on Employment and Income Security (EISA) signed in October 1999. EISA protects LMP unionized workers from immediate dismissal if their positions are eliminated, with KP pledging to redeploy laid-off employees, not lay them off. In practice, this means that if your position is abolished, KP is obliged to find you a comparable position in the region.
During the transition to a new comparable position, KP must pay you your current salary rate and benefits for at least one year. EISA provides essential protection to AMP union members in times of change and transition to KP. To effectively remove employees from “transition status,” a workforce planning strategy must be used to plan and capture potential vacancies. A joint process to review the transition situation of employees is recommended. The employer, union and employee have mutual responsibility and continue to actively use the transition period to return to the previous classification or to explore other ways to contribute to the achievement of job security objectives. Job security is a goal of the partnership and one of the cornerstones of workforce engagement and, as such, is an integral part of the partnership`s commitment to market-leading performance. It is an expression of the vision of Kaiser Permanente and the unions to provide Kaiser Permanente employees covered by the partnership with a new level of commitment to job security and income, with the aim of doing everything reasonably possible to avoid the permanent relocation of staff. In 1998, Kaiser Permanente and union partners recognized their mutual commitment and intent to maximize job and income security for Kaiser Permanente employees by avoiding the displacement of Kaiser Permanente employees. .
