Committee Mandate. The mandate of the Redeployment Committee is to:
(1) Identify and propose possible alternatives to the proposed layoff(s) or elimination of position(s), including, but not limited to, identifying work which would otherwise be bargaining unit work and is currently work contracted-out by the Hospital which could be performed by bargaining-unit employees who are or would otherwise be laid off;
(2) Identify vacant positions in the Hospital or positions which are currently filled but which will become vacant within a twelve (12) month period and which are either:
(a) within the bargaining unit; or
(b) within another CUPE bargaining unit; or
(c) not covered by a collective agreement.
(3) Identify the retraining needs of workers and facilitate such training for workers who are, or would otherwise be, laid off.
(4) Subject to article 9.11, the Hospital will award vacant positions to employees who are, or would otherwise be laid off, in order of seniority if, with the benefit of up to six (6) months retraining, an employee has become able to meet the normal requirements of the job.
(5) Any dispute relating to the foregoing provisions may be filed as a grievance commencing at Step 2.
Committee Mandate. The Joint Committee on Benefits has a mandate to undertake tasks related to health and welfare benefits and disability benefits including:
(a) Comparison and analysis of contract administration and costs, using criteria developed by the committee.
(b) Monitoring carrier performance including receiving reports from the plan administrator(s).
(c) Reviewing the cost effectiveness and quality of benefit delivery, service, and administration by carriers, including access issues.
(d) Tendering of contracts.
(e) Training for local Joint Rehabilitation Committees. Participation in the existing Benefits User Group will continue. Participation is open to institutions that are not currently members of the Benefits User Group.
Committee Mandate. The mandate of the Redeployment Committee is to:
(1) Identify and propose possible alternatives to the proposed layoff(s) or elimination of position(s), including, but not limited to, identifying work which would otherwise be bargaining unit work and is currently work contracted-out by the Health Centre which could be performed by bargaining-unit employees who are or would otherwise be laid off;
(2) Identify vacant positions in the Health Centre or positions which are currently filled but which will become vacant within a twelve
Committee Mandate. The Joint Committee on Benefits has a mandate to undertake tasks related to Health and Insurance benefits and Disability benefits including:
(1) Comparison and analysis of contract administration and costs, using criteria developed by the committee.
(2) Monitoring carrier performance including receiving reports from the plan administrator(s).
(3) Reviewing the cost effectiveness and quality of benefit delivery, service, and administration by carriers, including access issues.
(4) Tendering of contracts. Participation in the existing Benefits User Group will continue. Participation is open to institutions that are not currently members of the Benefits User Group.
Committee Mandate. The Employer and the Union agree to participate in a joint committee (the “Committee”), with a mandate to: • Quantify the costs that would be required in order to transition the base pay for employees included in this letter of understanding for each local from the applicable secondary salary scales to the Provincial Salary Scale as appropriate subject to the parameters described below.
Committee Mandate. (a) The mandate of the Committee is to:
(i) facilitate communications between the Employer and the Union during the duration of this Collective Agreement;
(ii) identify and resolve common problems during the duration of this Collective Agreement;
(iii) discuss issues related to expected redundancies, impending lay- offs, notices of lay-offs, relocations, re-organizations, technological change or proposed contracting out of work.
(iv) develop viable solutions to identified problems; and
(v) recommend the proposed solutions to problems or issues to the Employer.
(b) The Committee shall not have jurisdiction over salaries or any matter of collective bargaining. The Committee may make recommendations to the Employer and the Union with respect to its discussions and conclusions but cannot bind either the Employer or the Union or its members to any decision or conclusions reached.
Committee Mandate. It is the mandate of the Committee to either resolve the dispute/issue or submit it to either expedited arbitration or full panel arbitration.
Committee Mandate. The Joint Job Evaluation Committee (the Committee) is responsible for evaluating all Bargaining Unit jobs using the Job Evaluation Plan. The Job Evaluation Plan and process will be reviewed periodically and the list of Benchmark jobs will be reviewed annually through discussions between the parties to ensure it continues to adequately measure and value the work of the bargaining unit workforce. The Committee will report concerns over the integrity of the Plan and process to the Employer and the Union. Changes will be made by mutual agreement.
Committee Mandate. The mandate of the Redeployment Committee is to:
1. Identify and propose possible alternatives to the proposed layoff(s) or elimination of position(s), including, but not limited to, identifying work which would otherwise be bargaining unit work and is currently work contracted-out by the Hospital which could be performed by bargaining- unit employees who are or would otherwise be laid off;
2. Identify vacant positions in the Hospital or positions which are currently filled but which will become vacant within a twelve (12) month period and which are either:
a. within the bargaining unit; or
b. within another CUPE bargaining unit; or
c. not covered by a collective agreement.
3. Identify the retraining needs of workers and facilitate such training for workers who are, or would otherwise be, laid off.
4. Subject to article 9.11, the Hospital will award vacant positions to employees who are, or would otherwise be laid off, in order of seniority if, with the benefit of up to six
Committee Mandate. The mandate of the Redeployment committee is to:
