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2. Contract administration <br /> - orien#ation for employees (joint responsibility) <br /> - grievances <br /> --application of language <br /> --interpretations <br /> --situations that don't fit current language <br /> -new issues -changes in policy or practice not covered or clear in contract <br /> (mandatory subjects only) <br /> -past practice <br /> --rules for things not covered that are mandatory subjects <br /> --applies to interpretation of ambiguous contract language but never <br /> amends clear language <br /> ~ --must be clear and long-standing practice that is unequivocal, well <br /> understood and established, mutually accepted <br /> <br /> 1 <br /> 3. Contract negotiations <br /> - successor agreements <br /> --supervisors have a key role in identifying upcoming issues and language <br /> i that is not working <br /> Labor/Management Relations <br /> 1. Critical factor in good, relationship <br /> -attitude toward contract -mutually agreed to -must be honored <br /> - respect roles - "representatives" -strong union leaders critical to management <br /> - communicate openly and timely <br /> - management approach should understand and adapt to character of union <br /> - honesty <br /> - strategic, planned approach to overall labor relations <br /> - conflict resolution /problem-solving approach to issues <br /> <br />