Labor Relations Principles

These Labor Principles are intended to create a framework to support and be part of Lane’s new work relations.

1. We share the vision of a comprehensive educational institution that strives to serve the interests and needs of all stakeholders.

A. We accept responsibility and accountability for acting to accomplish the College mission.

B. We accept the responsibility to work together to promote changes that will improve the performance of the college in serving student learning, the interests of students and the well-being of college employees.

C. Our cooperative effort will be successful by engaging the talents, energy and enthusiasm of all employees in more effectively and efficiently meeting changing needs, providing opportunities for personal growth, and promoting greater trust and improved working relationships between union and administration/management at all levels.

2. We will interact with each other and build relationships based upon trust, honesty, openness and mutual respect.

A. Trust and respect can only be established or enhanced when credibility and integrity are demonstrated on a continuous basis. Open, honest, and timely communication is essential to this process. 

B. We recognize that even in a healthy, long-term relationship, honest differences of opinion will occur. The mark of an effective relationship is the ability of the parties to agree or disagree on a specific issue without disrupting the entire relationship or ceasing to approach change in a constructive manner. 

C. With regard to conflict, we measure the health of our relationship not by the absence of conflict, but rather the presence of effective processes to resolve conflict in a constructive manner within the relationship.

D. Both the administration and the unions recognize the importance of, and are committed to, dealing with each other in a professional and effective manner.

E. We will deal with each other directly and honestly.

F. In communicating accomplishments, we will give each other credit when credit is due.

3. Management acknowledges and respects the role of unions in representing the interests of employees. 

A. Management at all levels acknowledges and respects the unions’ leadership role..

B. Management at all levels acknowledges and respects the representative role of representatives the unions select.

C. Management at all levels accepts and respects collective bargaining and the exclusive role of the unions in representing bargaining unit employees on all matters concerning wages, hours and working conditions and in any situation defined as "dealing" by the NLRB.^*

D. Management at all levels accepts and respects the grievance processes of the collective bargaining agreements and will work within them.

E. Management at all levels accepts and respects the right of unorganized employees to organize themselves in the manner of their choosing to engage in collective bargaining

4. The unions acknowledge and respect the role and responsibilities of management as delegated by the Board Of Education.

A. The unions acknowledge that management is accountable to the Board of Education and for accomplishing the mission and goals of the college and for day-to-day operations of the college.

B. The unions understand that the Board of Education has delegated to management representatives the responsibility for representing the Board in collective bargaining, and the unions accept and respect the exclusive role of these representatives in representing the Board.

C. The unions acknowledge that management may interact directly with individual employees on all matters not related to wages, hours and working conditions, consistent with 3.C. above.

D. The unions accept and respect the grievance processes of the collective bargaining agreements and will work within them.

5. The unions and management acknowledge and accept their responsibility in a constructive collective bargaining environment.

A. The unions and management acknowledge the responsibilities inherent in the principles enumerated in this agreement, and will strive to create the internal consensus and create the structural means to carry them out.

B. The unions and management will strive to provide an internal dialogue, alignment of employees’ vision, and group coherence which increase the capacity of the College to achieve lasting, systemic improvements.

C. The unions and management will strive to create and maintain alliances to support public education and Lane Community College, jointly and independently.

6. We will cooperate and emphasize problem solving.

A. We are, in fact, interdependent with one another; therefore, we will mutually seek out and take into account our different points of view, which will lead to better solutions and the greater possibility of crafting and agreeing on options which meet each of our interests.. We avoid win/lose behavior.

B. We will jointly develop and put in place structures and processes (such as steering committees, communications plans, feedback mechanisms, and bargained agreements) that will bring our intentions to life.

C. Our commitment to joint processes is thorough and sustained. Regular interactions over a productive agenda is critical, and all participants must be willing to commit the time and energy required.

D. Within joint processes, the desire by any party to meet separately will be respected. Where there is insufficient basis for joint effort, independentent responsibility will be acknowledged and supported.

7. We accept the principle of continuous improvement through employee involvement and empowerment as the means by which we will achieve our shared vision.

A. Each employee has the ability and responsibility to contribute to the success of the College.

B. We will engage the challenges of today and tomorrow and thereby support educational excellence by striving to provide those closest to the work with information, resources, skills, and the authority to manage them to improve student learning, services to customers, and processes within the College.

C. Encouraging and valuing everyone’s contribution will promote teamwork that will continuously improve the College and employees’ job satisfaction, creativity and personal growth.

D. We will utilize our collective bargaining processes to determine sharing of the benefits of efficiencies and revenue enhancements made possible by improvements jointly created by employees.

^*"Dealing" involves a bilateral mechanism between two parties. It ordinarily entails a pattern or practive in which a group of employees, over time, makes proposals to management, management responds to these proposals by acceptance or rejection by word or deed, and compromise in not required." NLRB, Guidance For Seeking to Implement Lawful Cooperative Programs.

This agreement is made by the Lane Community College Education Association, the Lane Community College Employee Federation, the Lane Community College Management Committee, and the Lane Community College Administration.

Jerry Moskus, LCC President	May 13, 1998
Margaret Bayless, LCCEA President	May 13, 1998
Alen Bahret, LCCEF President	May 13, 1998
Lloyd Rain, Management Steering Committee Chair	May 13, 1998