Employment Equity Committee. (a) The Union and the Employer agree to continue to maintain an Employment Equity Committee, which will consist of three representatives of each party, including a senior designate of the Office of the Vice-President Equity, People and Culture and the CUPE 3903 Equity Officer. The Committee may invite additional participants. A representative of each party shall be designated as joint Chair and the two persons so designated shall alternate in the Chair. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. Where possible, Equity Groups identified in Article 5.03.3 may be included among the representatives.
(b) The Employment Equity Committee’s mandate will include setting goals and timetables for the elimination of discriminatory practices and systemic barriers to equal opportunity. Issues to be addressed will include recruitment of employees, selection procedures, job postings, Employer required and provided training, salaries and benefits, and working conditions (including accommodation for persons with disabilities).
(c) Further to its mandate as set out at Article 5.03.1 (b) above, the Employment Equity Committee in consultation with the parties, will review and make recommendations in respect of the Employment Equity Plan for approval by the Parties. The Employment Equity Plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of Equity Groups as defined at 5.03.3(a).
(d) By March 1 each year the Employment Equity Committee shall report to the Labour Management Committee on its activities and provide any recommendations for the consideration of the Labour Management Committee.
(e) Pursuant to its mandate, the Employment Equity Committee will have access to the non-confidential findings of Internal Self-identification Representation Data defined in Article 5.03.3(e) below. The Internal Self-Identification Data will be correlated with employment-related information, including number of positions held, position type, and salaries for purposes of reporting to the Employment Equity Committee.
(f) Pursuant to its mandate, the Employment Equity Committee may have regard to other sources of external data to review representation thresholds, including the General Workforce Population Equity Group Data in Article 5.03.3(d).1
(g) Pursuant to its mandate given representation thresholds achieved within the bargaining unit, the Employment Equity Committee may con...
Employment Equity Committee. (a) The Company shall establish an Employment Equity Committee with representation from SPEA and other employee groups, with employee members of the Committee having the following rights:
(i) To request, receive, and publish data aggregated on a non-individual basis;
(ii) To initiate committee inquiries and investigations into specific issues, subject, where appropriate, to the agreement of the individual concerned;
(iii) To propose changes in Company policies and procedures to remedy potential barriers and improve equal employment opportunities.
(b) The Committee will attempt to facilitate but may not act to limit the exercise of the above rights by representatives of individual employee groups on the Committee.
(c) A copy of the yearly Federal report shall be made available to SPEA by the Company.
Employment Equity Committee. The Parties agree to maintain an Employment Equity Committee (EEC) to identify discriminatory barriers to employment equity, which shall be constituted of two (2) representatives of the Employer and two (2) representatives of the Association. A representative of the Employer and a representative of the Association shall jointly chair the Committee.
Employment Equity Committee. The Employment Equity Committee established pursuant to Article 51A.02 of the full-time collective agreement shall exercise its functions under this agreement.
Employment Equity Committee. The Employer agrees to accept as a member of its Employment Equity Committee, one representative selected or appointed by the Union from the members of the bargaining unit. The Committee shall function in accordance with the Employment Equity Act.
Employment Equity Committee. (a) The Company shall establish an Employment Equity Committee within the structure of the cooperative committee identified in Article 8.01, with representation from SPEA and other employee groups, with employee members of the Committee having the following rights:
(i) To request, receive, and publish data aggregated on a non-individual basis;
(ii) To initiate committee inquiries and investigations into specific issues, subject, where appropriate, to the agreement of the individual concerned;
(iii) To propose changes in Company policies and procedures to remedy potential barriers and improve equal employment opportunities.
(b) The Committee will attempt to facilitate but may not act to limit the exercise of the above rights by representatives of individual employee groups on the Committee;
(c) A copy of the yearly Federal report shall be made available to SPEA by the Company.
Employment Equity Committee. This committee is composed of one representative from the Union who meets with the other employee groups and the Company. When possible, this representative must be a member of one of the 4 designated groups. The committee establishes a forum for sharing information and developing other mechanisms to ensure that all Air Transat employees are aware of the objectives of employment equity. The committee also contributes to oversee the implementation of the employment equity program in order to develop fair, equitable, and barrier-free employment practices. - helping to establish, communicate, promote, and implement employment equity in the workplace; - identifying specific needs of designated groups within the organization; - assisting in the review of all employment policies and practices, written and unwritten, to ensure they do not present employment barriers for designated group members; - assisting in the development, implementation, and review of the employment equity plan. The committee reports annually on the representation of the four designated groups in their workplaces and on the steps they have taken to achieve full representation.
Employment Equity Committee. The Employer, CUPE Local 15 and CUPE Local 1004 agree to establish a committee to review matters related to Employment Equity including the review of specific job classes which are under-represented by women, visible minorities, First Nations people, and persons with disabilities. Where there is mutual agreement, such under-represented positions may be posted externally and internally at the same time. This is Schedule “H” referred to in Clause 23 of this Agreement The Employer and the Union agree to a system of Earned Days Off (EDO) as follows:
1. The EDO system shall apply to all Regular Full-Time Employees, and Temporary Full- Time Employees who have worked and continue to work in a full-time capacity continuously in excess of six (6) months, and are not otherwise maintained on some alternate form of compressed work week. A Temporary Full-Time Employee who has qualified for EDO, leaves employment and returns within three (3) months, shall be placed back on EDO immediately.
2. Employees who work a 7, 7½, or 8-hour day shall work an additional thirty (30) minutes per day at straight-time rates resulting in a 7-hour 30 minute day (7.50 hours), or an 8- hour day, or an 8 hour 30 minute day (8.50 hours).
3. Breaks will consist of a one (1) hour unpaid lunch break with two (2) ten minute paid rest breaks, one occurring in the first half and one in the second half of the shift. Those operations with a one-half (½) hour unpaid lunch break shall remain at a thirty (30) minute unpaid lunch break.
4. The additional time worked (30 minutes/day) results in fifteen (15) paid days off over the course of a year and an additional three (3) paid days which will be scheduled in conjunction with the public holidays of Christmas and Boxing Day to provide for a shut down between Boxing Day and New Year’s Day. For those employees who are required to work during the shutdown, the three (3) additional EDO days may be scheduled during the current year at the discretion of the employee upon providing a minimum of forty-eight (48) hours notice to their General Manager (or exempt designate). Employees required to work during the shut down shall be notified no later than December 1st of such requirement. Where such notice has not been given and it is not possible to reschedule the time off prior to the end of the year, such days shall be paid out unless suitable alternate arrangements can be made between the employee and their General Manager (or exempt designate).
5. The balance of...
Employment Equity Committee. The Hospital agrees to accept as a member of its Employment Equity Committee, one representative selected or appointed by the Association from the members of the bargaining unit. The Committee shall function in accordance with the Employment Equity Act.
