Training for labor-management collaboration

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Some agreements include provisions for joint or separate training to build essential skills for collaboration. These may include training in contract interpretation, labor-management communication, interest-based bargaining, and problem-solving techniques.

Examples:

• “To achieve optimal results from the Partnership, the best interests of both Parties are served by continual and joint Labor-Management training. The types of training that will best suit the needs of the Partnership will be determined by the Partnership Committee. The [Employer] will pay any costs for such training.” (AFGE-OPM117)
• “Within ninety (90) days of the signing of this agreement the Parties agree to be trained in Interest Based Bargaining (IBB) techniques. The IBB techniques learned will be used to consummate a partnership agreement and form a partnership at the consolidated unit and each organizational segment of the bargaining unit.” (AFGE-OPM118)
• “The parties agree that joint Labor-Management Relations (LMR) training is of mutual benefit when it covers appropriate areas such as contract administration, joint master contract training, interest-based bargaining, and other labor-management relations issues.… Joint national LMR training will be provided by mutual agreement of the parties. This training does not preclude separate training by either party.… [The Union] and the Department agree that [Union] sponsored Labor Management Relations (LMR) training is of mutual benefit when it covers appropriate areas such as contract administration and interest-based bargaining. [Union] sponsored training will be clearly identified as such. The intent of [Union] sponsored training is to enable and empower local Union representatives to carry out their permitted representative functions and to train staff RNs on labor-management relations.” (NNU-OPM37)
• “We agree that Council members and alternates will, as needed, receive joint training of labor and management and will jointly select the trainer or facilitator. As determined by the Council, they will receive training, including, but not limited to, effective communication and meeting skills, problem solving, alternative dispute resolution methods, work analysis and improvement tools, strategic planning, budget issues, policy matters, and any other subjects that will enable them to effectively do their Council work.” (AFGE-OPM3)

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