The parties agree to convene meetings of a Labor/Management Committee (LMC) to facilitate a collaborative working relationship with regular communication and timely resolution of matters of mutual interest between the University and the HOA. Further, the LMC will permit the parties to leverage the expertise and insight of House Officers that is relevant to quality improvement across Michigan Medicine.

Participants:

1. Director of Labor Relations
2. President of the HOA or appointed representative
3. House Officers: HOA Board members, or subset, will attend to represent HOA leadership. A standing membership of house officers may also include recognized members supported by each program and who are encouraged to attend. Such house officer members may be Chief Residents or their Designee who report directly to the HOA Board for idea submission, updates from meetings, etc.
4. Nursing Management Representative
5. HOA Contract Administrator
6. Administrative Liaison to the HOA for Operations or equivalent
7. HOA Facilities Coordinator(as needed)
8. HOA Director
9. OCA Representative
10. GME Representative

LMC will focus on matters of mutual interest including, but are not limited to: implementation of the collective bargaining agreement, cost effective use of medical tests, procedures and commodities, quality improvement, and institutional compliance with all regulatory and statutory requirements.

If necessary, LMC will refer issues to appropriate standing committees for follow-up and resolution. When a standing committee is unable to address the issue in a timely manner, or does not believe it should pursue an issue, a small working group of LMC may process the issue and develop further data to be presented to the standing committee. In such a case, LMC can empower the work group via funding, support, etc. to complete the task to resolution.

When issues of mutual concern regarding House Officer education emerge, unless specifically addressed elsewhere, they are to be referred to the GME Committee or other appropriate forum. As these matters arise, LMC will work closely with GME to ensure that at least one of the HOA representatives on the GMEC can attend the GMEC. In addition, the HOA members of the GMEC will give a quarterly report at the GMEC meeting on issues discussed in LMC concerning House Officer education. In order to facilitate this process, at least one HOA representative from the GMEC will also participate in the LMC.

Meetings will meet bi-monthly at mutually convenient times and it may meet more frequently by mutual agreement. Special consideration will be given to House Officers schedules to promote attendance, which could include evening or early morning meetings in the hospital buildings.

In the event urgent or time-sensitive issues need to be addresses immediately or outside the regularly scheduled meetings, the Employer and HOA will mutually determine whether a special meeting should be called to address the issue. Every attempt to give advance notice for scheduling and attendance will be made.

The Director of Labor Relations or designee and the HOA President or designee will develop, approve, and distribute the agenda to attendees at least one (1) week in advance of a regularly scheduled LMC meeting. A clear description of the topic and summary of the state of the issue will be present on the agenda.

Attendees and guests will be contacted by the Director of Labor Relations or their designee.

Meeting minutes will be taken at each session by the HR contract administrator and saved to the LMC shared drive where they can be accessed by LMC members for review.

At the conclusion of discussion of each agenda topic, the parties will identify appropriate channels for communicating status reports and designate the party responsible for follow up.

Follow up should happen on a regular basis according to an agreed upon timeline.

When an issue is referred to an already established committee, the parties will designate the appropriate person to follow up and report back to LMC at the appropriate time.

In an effort to support follow up and resolution of issues, the Employer pledges $30,000 annually which can be distributed by mutual agreement of the HOA President and Director of Labor Relations. Unspent funds will not carry over from year to year. The Parties will re-evaluate this funding in conjunction with negotiations in 2020.