Common use of Bargaining Unit Information Clause in Contracts

Bargaining Unit Information. 3.02.1 The employer agrees to provide the union annually, and before the commencement of the fall/winter session, with a breakdown, by academic session, Faculty and type of position held, of the volume and distribution of employment in the bargaining unit during the previous twelve months ending with the summer session. 3.02.2 The parties agree to maintain, through the agency of the Labour/ Management Committee, the Joint Sub-Committee on Long Term Planning, for the joint consideration of factors bearing upon the future of the University and members of the CUPE 3903 bargaining unit. It will consider: • long range financial prospects of the University and their relationship to bargaining unit work; • enrolment trends and their implications for financial policies and bargaining unit work; • any other factors that are likely to bear on bargaining unit work; and • measures to mitigate the negative impact that such factors would otherwise have on bargaining unit work and the reasonable security of current employees. 3.02.3 The Xxxx/Principal of each Faculty where members of the bargaining unit are or have been employed shall meet with the Labour/Management Committee to explain any significant alteration to the volume and/or distribution of employment in their Faculty during the previous year. 3.02.4 Prior to a decision and/or actions which might result in a significant alteration to the volume and/or distribution of employment in the bargaining unit, or in a particular hiring unit(s) the Xxxx/Principal of the Faculty concerned shall notify the union and the Labour/Management Committee in writing. At the request of the union, the Xxxx/Principal and/or head of the hiring unit concerned shall meet with the Committee to outline such policies and/or actions and discuss their potential impact, and consider any proposals which the union or the Labour/Management Committee may have to mitigate the impact on volume and distribution of bargaining unit work. No decision and/or actions which would result in a significant alteration in volume or distribution of work to the bargaining unit can be taken without the union having been provided with a reasonable time within which to respond in writing to the written notification and/or to hold the meeting with the Xxxx/Principal and/or hiring unit Chair. Where such a decision is subsequently taken, the union shall be immediately informed.

Bargaining Unit Information. 3.02.1 The employer agrees to provide the union annually, and before the commencement of the fall/winter session, with a breakdown, by academic session, Faculty and type of position held, of the volume and distribution of employment in the bargaining unit during the previous twelve months ending with the summer session. 3.02.2 The parties agree to maintain, through the agency of the Labour/ Management Committee, the Joint Sub-Committee on Long Term Planning, for the joint consideration of factors bearing upon the future of the University and members of the CUPE 3903 bargaining unit. It will consider: • long range financial prospects of the University and their relationship to bargaining unit work; • enrolment trends and their implications for financial policies and bargaining unit work; • any other factors that are likely to bear on bargaining unit work; and • measures to mitigate the negative impact that such factors would otherwise have on bargaining unit work and the reasonable security of current employees. 3.02.3 The Xxxx/Principal of each Faculty where members of the bargaining unit are or have been employed shall meet with the Labour/Management Committee to explain any significant alteration to the volume and/or distribution of employment in their her Faculty during the previous year. 3.02.4 Prior to a decision and/or actions which might result in a significant alteration to the volume and/or distribution of employment in the bargaining unit, or in a particular hiring unit(s) the Xxxx/Principal of the Faculty concerned shall notify the union and the Labour/Management Committee in writing. At the request of the union, the Xxxx/Principal and/or head of the hiring unit concerned shall meet with the Committee to outline such policies and/or actions and discuss their potential impact, and consider any proposals which the union or the Labour/Management Committee may have to mitigate the impact on volume and distribution of bargaining unit work. No decision and/or actions which would result in a significant alteration in volume or distribution of work to the bargaining unit can be taken without the union having been provided with a reasonable time within which to respond in writing to the written notification and/or to hold the meeting with the Xxxx/Principal and/or hiring unit Chair. Where such a decision is subsequently taken, the union shall be immediately informed.

Bargaining Unit Information. 3.02.1 The employer agrees to provide the union annually, and before the commencement commence- ment of the fall/winter session, with a breakdown, by academic session, Faculty Library and type of position held, of the volume and distribution of employment in the bargaining unit during the previous twelve months ending with the summer session. 3.02.2 The parties agree to maintain, through the agency of the a Part-Time Librarian and Archivist Labour/ Management Committee, the a Joint Sub-Committee on Long Term Planning, for the joint consideration of factors bearing upon the future of the University and members of the CUPE 3903 bargaining unit. It will consider: • long range financial prospects of the University and their relationship to bargaining unit work; • enrolment trends and their implications for financial policies and bargaining bar- gaining unit work; • any other factors that are likely to bear on bargaining unit work; and • measures to mitigate the negative impact that such factors would otherwise other- wise have on bargaining unit work and the reasonable security of current employees. 3.02.3 The XxxxUniversity Librarian/Principal Law Xxxx of each Faculty Library/Department where members mem- bers of the bargaining unit are or have been employed shall meet with the Labour/Management Committee to explain any significant alteration to the volume and/or distribution of employment in their Faculty her Library/Department during the previous year. 3.02.4 Prior to a decision and/or actions which might result in a significant alteration to the volume and/or distribution of employment in the bargaining unit, or in a particular hiring unit(s) the XxxxUniversity Librarian/Principal Law Xxxx of the Faculty Library concerned shall notify the union and the Labour/Management Committee in writing. At the request of the union, the XxxxUniversity Librarian/Principal and/or Law Xxxx and/ or head of the hiring unit concerned shall meet with the Committee to outline such policies and/or actions and discuss their potential impact, and consider any proposals which the union or the Labour/Management Committee may have to mitigate the impact on volume and distribution of bargaining unit work. No decision and/or actions which would result in a significant alteration altera- tion in volume or distribution of work to the bargaining unit can be taken without the union having been provided with a reasonable time within which to respond in writing to the written notification and/or to hold the meeting with the XxxxUniversity Librarian/Principal Law Xxxx and/or hiring unit Chairhead. Where such a decision is subsequently taken, the union shall be immediately informed.

Bargaining Unit Information. 3.02.1 The employer agrees to provide the union annually, and before the commencement of the fall/winter session, with a breakdown, by academic session, Faculty Library and type of position held, of the volume and distribution of employment in the bargaining unit during the previous twelve months ending with the summer session. 3.02.2 The parties agree to maintain, through the agency of the a Part‐Time Librarian and Archivist Labour/ Management Committee, the a Joint Sub-Sub‐ Committee on Long Term Planning, for the joint consideration of factors bearing upon the future of the University and members of the CUPE 3903 bargaining unit. It will consider: • long range financial prospects of the University and their relationship relation‐ ship to bargaining unit work; • enrolment trends and their implications for financial policies and bargaining unit work; • any other factors that are likely to bear on bargaining unit work; and • measures to mitigate the negative impact that such factors would otherwise have on bargaining unit work and the reasonable security of current employees. 3.02.3 The XxxxUniversity Librarian/Principal Law Xxxx of each Faculty Library/Department where members of the bargaining unit are or have been employed shall meet with the Labour/Management Committee to explain any significant alteration to the volume and/or distribution of employment in their Faculty Library/Department during the previous year. 3.02.4 Prior to a decision and/or actions which might result in a significant alteration to the volume and/or distribution of employment in the bargaining unit, or in a particular hiring unit(s) the XxxxUniversity Librarian/Principal Law Xxxx of the Faculty Library concerned shall notify the union and the Labour/Management Committee in writing. At the request of the union, the XxxxUniversity Librarian/Principal Law Xxxx and/or head of the hiring unit concerned shall meet with the Committee to outline such policies and/or actions and discuss their potential impact, impact and consider any proposals which the union or the Labour/Management Committee may have to mitigate the impact on volume and distribution of bargaining unit work. No decision and/or actions which would result in a significant alteration in volume or distribution of work to the bargaining unit can be taken without the union having been provided with a reasonable time within which to respond in writing to the written notification and/or to hold the meeting with the XxxxUniversity Librarian/Principal Law Xxxx and/or hiring unit Chairhead. Where such a decision is subsequently taken, the union shall be immediately informed.

Bargaining Unit Information. 3.02.1 3 .05 .1 The employer agrees to provide the union annually, and before the commencement com‑ mencement of the fall/winter session, with a breakdown, by academic session, Faculty faculty, department and type of position held, of the volume and distribution of employment in the bargaining unit during the previous twelve months ending with the summer sessionsession . 3.02.2 The parties agree to maintain, through the agency of the Labour/ Management Committee, the Joint Sub-Committee on Long Term Planning, for the joint consideration of factors bearing upon the future of the University and members of the CUPE 3903 bargaining unit. It will consider: • long range financial prospects of the University and their relationship to bargaining unit work; • enrolment trends and their implications for financial policies and bargaining unit work; • any other factors that are likely to bear on bargaining unit work; and • measures to mitigate the negative impact that such factors would otherwise have on bargaining unit work and the reasonable security of current employees. 3.02.3 3 .05 .2 The Xxxx/Principal of each Faculty faculty where members of the bargaining unit are or have been employed shall meet with the Labour/Management Committee to explain any significant alteration to the volume and/or distribution of employment employ‑ ment in their Faculty her faculty during the previous yearyear . 3.02.4 3 .05 .3 Prior to a decision and/or actions which might result in a significant alteration to the volume and/or distribution of employment in the bargaining unit, unit or in a particular par‑ ticular hiring unit(s) the Xxxx/Principal of the Faculty faculty concerned shall notify the union and the Labour/Management Committee in writingwriting . At the request of the union, the Xxxx/Principal Principal, and/or head Chair of the hiring unit concerned shall meet with the Committee to outline such policies and/or actions and discuss their potential impact, and consider any proposals which the union or the Labour/Labour/ Management Committee may have to mitigate the impact on volume and distribution distri‑ bution of bargaining unit workwork . No decision and/or actions which would result in a significant alteration in volume or distribution of work to the bargaining unit can be taken without the union having been provided with a reasonable time within which to respond in writing to the written notification and/or to hold the meeting with the Xxxx/Principal and/or hiring unit ChairChair . Where such a decision is subsequently taken, the union shall be immediately informedinformed .

Bargaining Unit Information. 3.02.1 3 .02 .1 The employer agrees to provide the union annually, and before the commencement commence- ment of the fall/winter session, with a breakdown, by academic session, Faculty Library and type of position held, of the volume and distribution of employment in the bargaining unit during the previous twelve months ending with the summer sessionsession . 3.02.2 3 .02 .2 The parties agree to maintain, through the agency of the a Part-Time Librarian and Archivist Labour/ Management Committee, the a Joint Sub-Committee on Long Term Planning, for the joint consideration of factors bearing upon the future of the University and members of the CUPE 3903 bargaining unitunit . It will consider: • long range financial prospects of the University and their relationship to bargaining unit work; • enrolment trends and their implications for financial policies and bargaining bar- gaining unit work; • any other factors that are likely to bear on bargaining unit work; and • measures to mitigate the negative impact that such factors would otherwise other- wise have on bargaining unit work and the reasonable security of current employeesemployees . 3.02.3 3 .02 .3 The XxxxUniversity Librarian/Principal Law Xxxx of each Faculty Library/Department where members mem- bers of the bargaining unit are or have been employed shall meet with the Labour/Management Committee to explain any significant alteration to the volume and/or distribution of employment in their Faculty her Library/Department during the previous yearyear . 3.02.4 3 .02 .4 Prior to a decision and/or actions which might result in a significant alteration to the volume and/or distribution of employment in the bargaining unit, or in a particular hiring unit(s) the XxxxUniversity Librarian/Principal Law Xxxx of the Faculty Library concerned shall notify the union and the Labour/Management Committee in writingwriting . At the request of the union, the XxxxUniversity Librarian/Principal and/or Law Xxxx and/ or head of the hiring unit concerned shall meet with the Committee to outline such policies and/or actions and discuss their potential impact, and consider any proposals which the union or the Labour/Management Committee may have to mitigate the impact on volume and distribution of bargaining unit workwork . No decision and/or actions which would result in a significant alteration altera- tion in volume or distribution of work to the bargaining unit can be taken without the union having been provided with a reasonable time within which to respond in writing to the written notification and/or to hold the meeting with the XxxxUniversity Librarian/Principal Law Xxxx and/or hiring unit Chairhead . Where such a decision is subsequently taken, the union shall be immediately informedinformed .

Bargaining Unit Information. 3.02.1 The employer agrees to provide the union annually, and before the commencement of the fall/winter session, with a breakdown, by academic session, Faculty Library and type of position held, of the volume and distribution of employment in the bargaining unit during the previous twelve months ending with the summer session. 3.02.2 The parties agree to maintain, through the agency of the a Part‐Time Librarian and Archivist Labour/ Management Committee, the a Joint Sub-Sub‐ Committee on Long Term Planning, for the joint consideration of factors bearing bear‐ ing upon the future of the University and members of the CUPE 3903 bargaining bargain‐ ing unit. It will consider: • long range financial prospects of the University and their relationship relation‐ ship to bargaining unit work; • enrolment trends and their implications for financial policies and bargaining unit work; • any other factors that are likely to bear on bargaining unit work; and • measures to mitigate the negative impact that such factors would otherwise have on bargaining unit work and the reasonable security of current cur‐ rent employees. 3.02.3 The XxxxUniversity Librarian/Principal Law Xxxx of each Faculty Library/Department where members of the bargaining unit are or have been employed shall meet with the Labour/Management Committee to explain any significant alteration to the volume and/or distribution of employment in their Faculty her Library/Department during the previous year. 3.02.4 Prior to a decision and/or actions which might result in a significant alteration to the volume and/or distribution of employment in the bargaining unit, or in a particular hiring unit(s) the XxxxUniversity Librarian/Principal Law Xxxx of the Faculty Library concerned shall notify the union and the Labour/Management Committee Com‐ mittee in writing. At the request of the union, the XxxxUniversity Librarian/Principal Law Xxxx and/or head of the hiring unit concerned shall meet with the Committee Commit‐ tee to outline such policies and/or actions and discuss their potential impact, impact and consider any proposals which the union or the Labour/Management Committee may have to mitigate the impact on volume and distribution of bargaining unit work. No decision and/or actions which would result in a significant sig‐ nificant alteration in volume or distribution of work to the bargaining unit can be taken without the union having been provided with a reasonable time within which to respond in writing to the written notification and/or to hold the meeting with the XxxxUniversity Librarian/Principal Law Xxxx and/or hiring unit Chairhead. Where such a decision is subsequently taken, the union shall be immediately informed.

Bargaining Unit Information. 3.02.1 The employer Employer agrees to provide the union Union annually, and before the commencement of the fallAutumn/winter sessionWinter Session, with a breakdown, by academic session, Faculty and type of position held, of the volume and distribution of employment in the bargaining unit during the previous twelve months ending with the summer sessionSummer Session. 3.02.2 The parties agree to maintain, through the agency of the Labour/ Labour/Management Committee, the Joint Sub-Sub Committee on Long Term Planning, for the joint consideration of factors bearing upon the future of the University and members of the CUPE 3903 bargaining unit. It will consider: • long range financial prospects of the University and their relationship to bargaining unit work; • enrolment trends and their implications for financial policies and bargaining unit work; • any other factors that are likely to bear on bargaining unit work; and • measures to mitigate the negative impact that such factors would otherwise have on bargaining unit work and the reasonable security of current employees. 3.02.3 The Xxxx/Principal of each Faculty where members of the bargaining unit are or have been employed shall meet with the Labour/Management Committee to explain any significant alteration to the volume and/or distribution of employment in their her Faculty during the previous year. 3.02.4 Prior to a decision and/or actions which might result in a significant alteration to the volume and/or distribution of employment in the bargaining unit, or in a particular hiring unit(s) the Xxxx/Principal of the Faculty concerned shall notify the union Union and the Labour/Management Committee in writing. At the request of the unionUnion, the Xxxx/Principal and/or head of the hiring unit concerned shall meet with the Committee to outline such policies and/or actions and discuss their potential impact, and consider any proposals which the union Union or the Labour/Management Committee may have to mitigate the impact on volume and distribution of bargaining unit work. No decision and/or actions which would result in a significant alteration in volume or distribution of work to the bargaining unit can be taken without the union Union having been provided with a reasonable time within which to respond in writing to the written notification and/or to hold the meeting with the Xxxx/Principal and/or hiring unit Chairchair. Where such a decision is subsequently taken, the union Union shall be immediately informed.