Common use of Employment Equity Clause in Contracts

Employment Equity. The University and Union agrees to remain committed to providing equal employment opportunity to all individuals and a workplace environment that is free of discrimination as stated in Article 4.03 and to provide equity in employment for women, aboriginals, persons with disabilities, persons in a visible minority and persons in a sexual and/or gender minority; herein after referred to as the “designated groups”. The University agrees to continue to staff the position of Employment Equity & AODA Officer, reporting to the President or designate, to assist the University in fulfilling its commitment as stated in this Article. The Union will have the right to appoint one (1) representative to the University’s Employment Equity Advisory Committee. The Parties agree to work together, through the Committee to: (a) Advise the President and the Union concerning the realization of the commitment to non- discrimination and equity in employment of members of the designated groups; (b) Identify any artificial or systemic barriers in recruitment, employment, and promotion policies and procedures that discriminate against members of the designated groups; (c) Identify and recommend measures to increase the representation of members of the designated groups where such are found to be under-represented; (d) Receive and review reports on matters pertaining to equity issues at the University and the reports of the Employment Equity & AODA Officer; (e) Review on an on-going basis, employment equity plans at other universities in Canada; (f) Provide copies if all Committee reports and recommendations to the Union. The Union appointees will be provided with the following: (a) Time off with no loss of compensation and benefits to attend all meetings of the Committee, subcommittees, or working groups formed by the Committee; if additional time is warranted and recommended by the Employment Equity & AODA Officer, it will be granted subject to the approval of the Assistant Vice-President: Human Resources. (b) Support of the Employment Equity & AODA Officer in the discharge of their responsibility. Annually the University will provide the Union with the employment equity report.

Employment Equity. 18.1 The University and Union agrees to remain committed to providing equal employment opportunity to all individuals and a workplace environment that is free of discrimination as stated in Article 4.03 6: (No Discrimination), and to provide equity in employment for those who identify as: Indigenous persons, women, aboriginalsracialized persons, persons with disabilities, persons in a visible minority and persons person in a sexual and/or gender minority; herein after minority and person with disabilities, hereinafter referred to as “the “designated groupsequity seeking group”. . 18.2 The University agrees to continue to staff the position of Employment Equity & AODA Accessibility Officer, reporting to the President or designate, to assist the University in fulfilling its commitment as stated in this Article. . 18.3 The Union Association will have the right to appoint one two (12) representative representatives to the University’s 's Employment Equity Advisory Committee. The Parties agree to work together, through the Committee to: (ai) Advise advise the President and the Union Association concerning the realization of the University's commitment to non- non-discrimination and equity and inclusion in employment of members of the designated from equity seeking groups; (bii) Identify identify any artificial or systemic barriers in recruitment, employment, and promotion policies and procedures that discriminate against members of the designated from one or more equity seeking groups; (ciii) Identify identify and recommend measures to increase the representation of members of the designated from equity seeking groups where such are found to be under-represented; (div) Receive receive and review reports on matters pertaining to equity issues at the University and the reports of the Employment Equity & AODA Accessibility Officer; (ev) Review review on an on-going basis, basis employment equity plans at other universities in Canada; (fvi) Provide provide copies if of all Committee reports and recommendations to the Union. Association. 18.4 The Union Association appointees will be provided with the following: (ai) Time time off with no loss of compensation and benefits to attend all meetings of the Committee, subcommitteessub-committees, or working groups formed by the Committee; if additional time is warranted and recommended by the Employment Equity & AODA Accessibility Officer, it will be granted subject to the approval of the Assistant Vice-President: Chief Human ResourcesResources and Equity Officer. (bii) Support support of the Employment Equity & AODA Accessibility Officer in the discharge of their responsibility. Annually . 18.5 Annually, the University will provide the Union Association with the employment equity report. It is understood that this report will include the composition of those from equity seeking groups within the Association.

Employment Equity. (a) The University parties agree to the principles of employment equity and Union agrees agree that appointment procedures will be in accordance with the University's commitment to remain committed establishing equitable opportunities for employment. In employment areas covered by this Agreement, the parties agree to providing equal work together to remove any discriminatory barriers that may exist to the employment opportunity to all individuals and a workplace environment that is free of discrimination as stated in Article 4.03 and to provide four designated employment equity in employment for groups: Aboriginal persons, women, aboriginals, persons with disabilities, persons in a and visible minority and persons in a sexual and/or gender minority; herein after referred to as the “designated groups”. The University agrees to continue to staff the position of Employment Equity & AODA Officer, reporting to the President or designate, to assist the University in fulfilling its commitment as stated in this Article. The Union will have the right to appoint one (1) representative to the University’s Employment Equity Advisory Committee. The Parties agree to work together, through the Committee to: (a) Advise the President and the Union concerning the realization of the commitment to non- discrimination and equity in employment of members of the designated groups; (b) Identify any artificial or systemic barriers in recruitment, employment, and promotion policies and procedures that discriminate against members of the designated groups; (c) Identify and recommend measures to increase the representation of members of the designated groups where such are found to be under-represented; (d) Receive and review reports on matters pertaining to equity issues at the University and the reports of the Employment Equity & AODA Officer; (e) Review on an on-going basis, employment equity plans at other universities in Canada; (f) Provide copies if all Committee reports and recommendations to the Union. The Union appointees will be provided with the following: (a) Time off with no loss of compensation and benefits to attend all meetings of the Committee, subcommittees, or working groups formed by the Committee; if additional time is warranted and recommended by the Employment Equity & AODA Officer, it will be granted subject to the approval of the Assistant Vice-President: Human Resourcesminorities. (b) Support Before an advertisement is placed for a position, the academic unit will reflect on the current make-up of the Employment Equity & AODA Officer unit in relation to the designated equity groups. The unit will also discuss the implications for members of the designated equity groups of the area of specialization to be advertised. (c) All advertisements for positions will include a statement that: “Nipissing University is committed to employment equity and strongly encourages applications, which may include self-identification in a covering letter, from Aboriginal persons, women, persons with disabilities and visible minorities.” (d) At the commencement of the search process, the Chair of the Search Committee will ensure that all Committee members familiarize themselves with Article 19.7 of the Collective Agreement as a condition of serving on the Committee and that all Committee members understand their responsibility of ensuring an equitable process. All search material gathered will be confidential and used for hiring purposes only. (e) Permission to interview will be granted by the Xxxx once he/she is satisfied that the short list does not exclude suitably qualified candidates from the designated equity groups. Where the Search Committee recommends a short list for interview which does not include a candidate from one of the designated equity groups, the Xxxx may, after consulting with the Chair of the Search Committee, add a suitably qualified candidate from one of the designated equity groups to the short list (if one has applied) without removing any candidate from the short list. (f) Consistent with the principles of employment equity, no candidate will be recommended who does not meet the criteria for the appointment in question. (g) In order to correct under-representation in the discharge academic unit (determined according to agreed upon statistical data), a candidate from the designated equity groups will be recommended for the position if that candidate is appropriate for the position and if his/her qualifications are substantially equal to other candidates. (h) In its recommendation to the Xxxx, the Search Committee will make a report on the search process that includes the number of their responsibilityapplicants; the number of applicants with doctorates or other appropriate professional qualifications; and the number of applicants with doctorates or other appropriate professional qualifications, where known, from the four designated equity groups. (i) As part of its report, the Search Committee will compile a ranked short-list, presenting the qualifications of each candidate, the reasons for the ranking, and the name of the candidate it recommends for appointment. Annually The Committee will review and approve the University will provide report before sending it to the Union with the employment equity reportXxxx.

Employment Equity. (a) The University parties agree to the principles of employment equity and Union agrees agree that appointment procedures will be in accordance with the University's commitment to remain committed establishing equitable opportunities for employment. In employment areas covered by this Agreement, the parties agree to providing equal work together to remove any discriminatory barriers that may exist to the employment opportunity to all individuals and a workplace environment that is free of discrimination as stated in Article 4.03 and to provide the following designated employment equity in employment for groups: Indigenous persons, women, aboriginals, persons with disabilities, persons in a who identify as LGBTQ2+, visible minority and persons in a sexual and/or gender minority; herein after referred to as the “designated groups”. The University agrees to continue to staff the position of Employment Equity & AODA Officer, reporting to the President or designate, to assist the University in fulfilling its commitment as stated in this Article. The Union will have the right to appoint one (1) representative to the University’s Employment Equity Advisory Committee. The Parties agree to work together, through the Committee to: (a) Advise the President and the Union concerning the realization of the commitment to non- discrimination and equity in employment of members of the designated groups; (b) Identify any artificial or systemic barriers in recruitment, employmentminorities, and promotion policies and procedures that discriminate against members of the other groups as may be designated groups; (c) Identify and recommend measures to increase the representation of members of the designated groups where such are found to be as under-represented; (d) Receive and review reports on matters pertaining to equity issues at the University and the reports of the Employment Equity & AODA Officer; (e) Review on an on-going basis, employment equity plans at other universities represented in Canada; (f) Provide copies if all Committee reports and recommendations to the Union. The Union appointees will be provided with the following: (a) Time off with no loss of compensation and benefits to attend all meetings of the Committee, subcommittees, or working groups formed by the Committee; if additional time is warranted and recommended by the Employment Equity & AODA Officer, it will be granted subject to the approval of the Assistant Vice-President: Human Resourcesfederal and/or provincial legislation. (b) Support Before an advertisement is placed for a position, the academic unit will reflect on the current make-up of the Employment Equity & AODA Officer unit in relation to the designated equity groups. The unit will also discuss the implications for members of the designated equity groups of the area of specialization to be advertised. (c) All advertisements for positions will include a statement that: “Nipissing University is committed to employment equity and strongly encourages applications, which may include self-identification in a covering letter, from Indigenous persons, women, persons with disabilities, persons who identify as LGBTQ2+, and visible minorities.” (d) At the commencement of the search process, the Chair of the Search Committee will ensure that all Committee members familiarize themselves with Article 19.7 of the Collective Agreement as a condition of serving on the Committee and that all Committee members understand their responsibility of ensuring an equitable process. All search material gathered will be confidential and used for hiring purposes only. (e) Permission to interview will be granted by the Xxxx or the Executive Director of Library Service once the Xxxx or Executive Director of Library Services is satisfied that the short list does not exclude suitably qualified candidates from the designated equity groups. When the Search Committee recommends a short list for interview which does not include a candidate from one of the designated equity groups, the Xxxx or the Executive Director of Library Services may, after consulting with the Chair of the Search Committee, add a suitably qualified candidate from one of the designated equity groups to the short list (if one has applied) without removing any candidate from the short list. (f) Consistent with the principles of employment equity, no candidate will be recommended who does not meet the criteria for the appointment in question. (g) In order to correct under-representation in the discharge academic unit (determined according to agreed upon statistical data), a candidate from the designated equity groups will be recommended for the position if that candidate is appropriate for the position and if the candidate’s qualifications are substantially equal to other candidates. (h) In its recommendation to the Xxxx or the Executive Director of their responsibilityLibrary Services, the Search Committee will make a report on the search process that includes the number of applicants; the number of applicants with doctorates or other appropriate professional qualifications; and the number of applicants with doctorates or other appropriate professional qualifications, where known, from the four designated equity groups. (i) As part of its report, the Search Committee will compile a ranked short-list, presenting the qualifications of each candidate, the reasons for the ranking, and the name of the candidate it recommends for appointment. Annually The Committee will review and approve the University will provide report before sending it to the Union with Xxxx or the employment equity reportExecutive Director of Library Services.

Employment Equity. 1. The University Board and the Union agrees recognize the responsibility and the need to remain committed to providing equal employment opportunity to all individuals and a workplace environment that is free of discrimination as stated in Article 4.03 and to provide promote equity in the employment for of women, aboriginalsvisible minorities, Aboriginal people, persons with disabilities, persons in a visible minority of any sexual orientation or gender identity and persons in a sexual and/or gender minority; herein after referred to such other groups as the “may be designated groups”by legislation. 2. The University agrees to continue to staff the position Consistent with principles of Employment Equity & AODA OfficerEquity, reporting the Parties agree that: a) the primary criterion for appointment to positions to the President School is academic and/or professional excellence; and b) no candidate shall be recommended who does not meet the criteria for the appointment in question. 3. Consistent with principles of Employment Equity, the Board shall act to eliminate or designatemodify those policies, practices, and systems, whether formal or informal, shown to assist have an unfavourable effect on the University in fulfilling its commitment as stated in this Articlehiring, retention, and promotion of members of equity seeking groups. 4. The Union will have Consistent with principles of Employment Equity, the right to appoint one (1) representative to the University’s Employment Equity Advisory Committee. The Parties agree to work together, through the Committee tothat: (a) Advise in the President evaluation of candidates for appointment, renewal, tenure and promotion, the Union concerning the realization criteria adopted must not systematically discriminate against members of the commitment designated groups and shall be reviewed periodically to non- discrimination and equity in employment of ensure that they do not undervalue work which is done predominantly by members of the designated groups;; and (b) Identify any artificial candidates shall not be disadvantaged by reason of minor career interruptions caused by family responsibilities. 5. Appointments and Personnel Committees 5.1 Persons chosen to serve on Appointments Committees for Faculty, Librarian or systemic barriers in recruitmentProfessional Staff positions, employmentor on Personnel (Renewal/Reappointment, Tenure/Continuing Appointment and Promotion) Committees, may only carry out such functions after successfully completing a familiarization and training workshop which may take the form of viewing an Employment Equity webcast session that covers the principles, objectives, recent history, best practices, and promotion policies rules and procedures that discriminate against members institutional expectations with respect to Employment Equity. The program of such workshops shall be agreed between the designated groups;Parties, and shall be reviewed on the request of either Party, with advice if necessary from an advisor on equity agreed by the Parties. (c) Identify 5.2 While all Appointments Committee and recommend measures to increase the representation of members of the designated groups where such are found to be under-represented; (d) Receive and review reports on matters pertaining to equity issues at the University and the reports of the Employment Equity & AODA Officer; (e) Review on an on-going basis, employment equity plans at other universities in Canada; (f) Provide copies if all Personnel Committee reports and recommendations Members shall adhere to the Unionprinciples of Employment Equity, one (1) member of each such Committee shall be designated as the Equity Representative and shall have explicit responsibility for the Committee adhering to the rules and expected practices that assure equity. The Union appointees will Committee member charged with this responsibility shall be provided with the following: (a) Time off with no loss of compensation and benefits to attend all meetings of selected by the Committee, subcommittees, or working groups formed by the Committee; if additional time and shall be a person who understands and is warranted and recommended by the Employment Equity & AODA Officer, it will be granted subject sympathetic to the approval objectives of the Assistant Vice-President: Human Resources. (b) Support of the Employment Equity & AODA Officer in the discharge of their responsibility. Annually the University will provide the Union with the employment equity report.this

Employment Equity. 18.1 The University and Union agrees to remain committed to providing equal employment opportunity to all individuals and a workplace environment that is free of discrimination as stated in Article 4.03 6 (No Discrimination), and to provide equity in employment for women, aboriginalsaboriginal peoples, persons with disabilities, persons in a visible minority and persons in a sexual and/or gender minority; herein after minority in Canada, hereinafter referred to as "the “designated groups”. ". 18.2 The University agrees to continue to staff the position of Employment Equity & AODA Officer, reporting to the President or designate, to assist the University in fulfilling its commitment as stated in this Article. . 18.3 The Union Association will have the right to appoint one two (12) representative representatives to the University’s 's Employment Equity Advisory Committee. The Parties agree to work together, through the Committee to: (ai) Advise advise the President and the Union Association concerning the realization of the University's commitment to non- discrimination and equity in employment of members of the designated groups; (bii) Identify identify any artificial or systemic barriers in recruitment, employment, and promotion policies and procedures that discriminate against members of the designated groups; (ciii) Identify identify and recommend measures to increase the representation of members of the designated groups where such are found to be under-represented; (div) Receive receive and review reports on matters pertaining to equity issues at the University and the reports of the Employment Equity & AODA Officer; (ev) Review review on an on-going basis, basis employment equity plans at other universities in Canada; (fvi) Provide provide copies if of all Committee reports and recommendations to the Union. Association. 18.4 The Union Association appointees will be provided with the following: (ai) Time time off with no loss of compensation and benefits to attend all meetings of the Committee, subcommitteessub-committees, or working groups formed by the Committee; if additional time is warranted and recommended by the Employment Equity & AODA Officer, it will be granted subject to the approval of the Assistant Vice-President: Human Resources. (bii) Support support of the Employment Equity & AODA Officer in the discharge of their responsibility. Annually . 18.5 Annually, the University will provide the Union Association with the employment equity reportreport as approved by the Board of Governors. It is understood that this report will include the composition of designated groups within the Association.

Employment Equity. a. The Parties agree that the University is better able to advance its essential functions, namely the pursuit, creation and Union agrees dissemination of knowledge through teaching and research, if members of designated groups (Article 19.04 (a)(ii)) are well represented in the Bargaining Unit. To that end, the Parties agree to remain committed the principle of employment equity and agree to providing equal employment opportunity to all individuals and a workplace environment that is free work toward increasing the proportions of discrimination as stated in Article 4.03 and to provide equity in employment for women, aboriginalsAboriginal peoples, persons with disabilities, persons and members of visible minorities in a visible minority the Bargaining Unit through the appointment of members of designated groups to probationary and persons in a sexual and/or gender minority; herein after referred tenured positions while sustaining the University’s commitment to excellence. Consistent with that principle: i. Where two or more applicants are equally qualified as the “best candidate (see Article 19.02) or not substantially apart in their qualifications as the best candidate, and one of these applicants is a self-identified member of a designated group, then the applicant who is a self-identified member of a designated group shall be recommended for appointment. ii. For the purposes of this Article, the Parties recognize women, Aboriginal peoples, persons with disabilities and members of visible minorities as designated groups”. Any Department/Centre with more than 40% representation of women (i.e. women hold more than 40% of the probationary and tenured positions in the Department/Centre) will be deemed to have achieved a gender balance and, in this instance, the employment equity procedures in this Article will apply to candidates from the other designated groups (i.e. Aboriginal peoples, persons with disabilities, and members of visible minorities). b. The Parties agree that this commitment to employment equity is not intended to prevent a Department from recommending, nor a Xxxx from approving the appointment of, the best available candidate (see Article 19.07 (m)). c. The University agrees to continue to staff and the position of Union shall each identify an appropriately qualified Employment Equity & AODA Officer, reporting to the President or designate, to assist the University in fulfilling its commitment as stated in this Article. The Union Advisor who will have the right to appoint one (1) representative provide expert advice to the University’s , the Union, the JCEE, and departments on employment equity issues. The Employment Equity Advisory Committee. The Parties agree to work together, through the Committee to: (a) Advise the President and Advisors will also advise the Union concerning and University on methods for increasing the realization diversity of the commitment to non- discrimination and equity in employment of members of the designated groups; (b) Identify any artificial or systemic barriers in recruitment, employment, and promotion policies and procedures that discriminate against members of the designated groups; (c) Identify and recommend measures to increase the representation of members of the designated groups where such are found to be under-represented; (d) Receive and review reports on matters pertaining to equity issues at the University and the reports of the Employment Equity & AODA Officer; (e) Review on an on-going basis, employment equity plans at other universities in Canada; (f) Provide copies if all Committee reports and recommendations to the Union. The Union appointees will be provided with the following: (a) Time off with no loss of compensation and benefits to attend all meetings of the Committee, subcommittees, or working groups formed applicant pool for positions covered by the Committee; if additional time is warranted and recommended by the Employment Equity & AODA Officer, it will be granted subject to the approval of the Assistant Vice-President: Human Resourcesthis Collective Agreement. (b) Support of the Employment Equity & AODA Officer in the discharge of their responsibility. Annually the University will provide the Union with the employment equity report.

Employment Equity. (a) The University parties agree to the principles of employment equity and Union agrees agree that appointment procedures will be in accordance with the University's commitment to remain committed establishing equitable opportunities for employment. In employment areas covered by this Agreement, the parties agree to providing equal work together to remove any discriminatory barriers that may exist to the employment opportunity to all individuals and a workplace environment that is free of discrimination as stated in Article 4.03 and to provide the following designated employment equity in employment for groups: Indigenous persons, women, aboriginals, persons with disabilities, persons in a who identify as LGBTQ2+, visible minority and persons in a sexual and/or gender minority; herein after referred to as the “designated groups”. The University agrees to continue to staff the position of Employment Equity & AODA Officer, reporting to the President or designate, to assist the University in fulfilling its commitment as stated in this Article. The Union will have the right to appoint one (1) representative to the University’s Employment Equity Advisory Committee. The Parties agree to work together, through the Committee to: (a) Advise the President and the Union concerning the realization of the commitment to non- discrimination and equity in employment of members of the designated groups; (b) Identify any artificial or systemic barriers in recruitment, employmentminorities, and promotion policies and procedures that discriminate against members of the other groups as may be designated groups; (c) Identify and recommend measures to increase the representation of members of the designated groups where such are found to be as under-represented; (d) Receive and review reports on matters pertaining to equity issues at the University and the reports of the Employment Equity & AODA Officer; (e) Review on an on-going basis, employment equity plans at other universities represented in Canada; (f) Provide copies if all Committee reports and recommendations to the Union. The Union appointees will be provided with the following: (a) Time off with no loss of compensation and benefits to attend all meetings of the Committee, subcommittees, or working groups formed by the Committee; if additional time is warranted and recommended by the Employment Equity & AODA Officer, it will be granted subject to the approval of the Assistant Vice-President: Human Resourcesfederal and/or provincial legislation. (b) Support Before an advertisement is placed for a position, the academic unit will reflect on the current make-up of the Employment Equity & AODA Officer unit in relation to the designated equity groups. The unit will also discuss the implications for members of the designated equity groups of the area of specialization to be advertised. (c) All advertisements for positions will include a statement that: “Nipissing University is committed to employment equity and strongly encourages applications, which may include self-identification in a covering letter, from Indigenous persons, women, persons with disabilities, persons who identify as LGBTQ2+, and visible minorities.” (d) At the commencement of the search process, the Chair of the Search Committee will ensure that all Committee members familiarize themselves with Article 19.7 of the Collective Agreement as a condition of serving on the Committee and that all Committee members understand their responsibility of ensuring an equitable process. All search material gathered will be confidential and used for hiring purposes only. (e) Permission to interview will be granted by the Xxxx or the Executive Director of Library Service once the Xxxx or Executive Director of Library Services is satisfied that the short list does not exclude suitably qualified candidates from the designated equity groups. When the Search Committee recommends a short list for interview which does not include a candidate from one of the designated equity groups, the Xxxx or the Executive Director of Library (f) Consistent with the principles of employment equity, no candidate will be recommended who does not meet the criteria for the appointment in question. (g) In order to correct under-representation in the discharge academic unit (determined according to agreed upon statistical data), a candidate from the designated equity groups will be recommended for the position if that candidate is appropriate for the position and if the candidate’s qualifications are substantially equal to other candidates. (h) In its recommendation to the Xxxx or the Executive Director of their responsibilityLibrary Services, the Search Committee will make a report on the search process that includes the number of applicants; the number of applicants with doctorates or other appropriate professional qualifications; and the number of applicants with doctorates or other appropriate professional qualifications, where known, from the four designated equity groups. (i) As part of its report, the Search Committee will compile a ranked short-list, presenting the qualifications of each candidate, the reasons for the ranking, and the name of the candidate it recommends for appointment. Annually The Committee will review and approve the University will provide report before sending it to the Union with Xxxx or the employment equity reportExecutive Director of Library Services.

Employment Equity. 1. The University Board and the Union agrees recognize the responsibility and the need to remain committed to providing equal employment opportunity to all individuals and a workplace environment that is free of discrimination as stated in Article 4.03 and to provide promote equity in the employment for of women, aboriginalsvisible minorities, Indigenous people, persons with disabilities, persons in a visible minority of any sexual orientation or gender identity and persons in a sexual and/or gender minority; herein after referred to such other groups as the “may be designated groups”. The University agrees to continue to staff the position of Employment Equity & AODA Officer, reporting to the President or designate, to assist the University in fulfilling its commitment as stated in this Article. The Union will have the right to appoint one (1) representative to the University’s Employment Equity Advisory Committeeby legislation. The Parties agree to work togethertogether through bilateral consultation and negotiation to identify and remove any discriminatory barriers that may exist in relation to the appointment or promotion of such persons. 2. Consistent with principles of Employment Equity, through the Committee toParties agree that: (a) Advise The Parties support the President principle of employment equity as defined by applicable Provincial and Federal legislation; and b) no candidate shall be recommended who does not meet the Union concerning criteria for the realization appointment in question; and c) where two (2) or more applicants are substantially equally qualified as the best candidate and one of these applicants is a member of a designated group, then the commitment applicant who is a member of a designated group shall be recommended for appointment. 3. Consistent with principles of Employment Equity, the Board shall act to non- discrimination eliminate or modify those policies, practices, and systems, whether formal or informal, shown to have an unfavourable effect on the hiring, retention, and promotion of members of equity seeking groups. 4. Consistent with principles of Employment Equity, the Parties agree that: a) in employment the evaluation of candidates for appointment, renewal, tenure and promotion, the criteria adopted must not systematically discriminate against members of designated groups and shall be reviewed periodically to ensure that they do not undervalue work which is done predominantly by members of the designated groups;; and (b) Identify any artificial candidates shall not be disadvantaged by reason of minor career interruptions caused by family responsibilities. 5. Appointments and Personnel Committees 5.1 Persons chosen to serve on Appointments Committees for Faculty, Librarian or systemic barriers in recruitmentProfessional Staff positions, employmentor on Personnel (Renewal/Reappointment, Tenure/Continuing Appointment and Promotion) Committees, may only carry out such functions after successfully completing a familiarization and training workshop which may take the form of viewing an Employment Equity webcast session that covers the principles, objectives, recent history, best practices, and promotion policies rules and procedures that discriminate against members institutional expectations with respect to Employment Equity. The program of such workshops shall be agreed between the designated groups;Parties, and shall be reviewed on the request of either party, with advice if necessary from an advisor on equity agreed by the Parties. (c) Identify 5.2 While all Appointments Committee and recommend measures to increase the representation of members of the designated groups where such are found to be under-represented; (d) Receive and review reports on matters pertaining to equity issues at the University and the reports of the Employment Equity & AODA Officer; (e) Review on an on-going basis, employment equity plans at other universities in Canada; (f) Provide copies if all Personnel Committee reports and recommendations Members shall adhere to the Unionprinciples of Employment Equity, one (1) member of each such Committee shall be designated as the Equity Representative and shall have explicit responsibility for the Committee adhering to the rules and expected practices that assure equity. The Union appointees will Committee Member charged with this responsibility shall be provided with the following: (a) Time off with no loss of compensation and benefits to attend all meetings of selected by the Committee, subcommittees, or working groups formed by the Committee; if additional time and shall be a person who understands and is warranted and recommended by the Employment Equity & AODA Officer, it will be granted subject sympathetic to the approval objectives of this Article. If a person with this responsibility has not had additional training the Assistant Vice-President: Human Resourcesparties shall agree on a program of training, developing it if necessary, and provide such training. (b) Support of the Employment Equity & AODA Officer in the discharge of their responsibility. Annually the University will provide the Union with the employment equity report.

Employment Equity. The University and Union agrees appointments committees shall take special care not to remain committed to providing equal employment opportunity to all individuals and a workplace environment that is free of discrimination as stated in Article 4.03 and to provide equity in employment for eliminate potentially strong candidates who are women, aboriginalsvisible minorities, aboriginal people or persons with disabilities. In units where women, visible minorities, aboriginal persons or persons with disabilities are under-represented (using the diversity of the populations of Canada as a benchmark), a candidate from the most under-represented of these groups (as identified in the most recent Employment Equity Report for Faculty produced by the Office of the University Advisory on Equity) who fulfills the position requirements shall be offered the appointment unless there is a visible minority demonstrably superior candidate. When there are two or more candidates from the most under-represented group noted in Article and persons one of these candidates who fulfills the position requirements is also from one of the other under-represented groups (as identified in the most recent Employment Equity Report for Faculty produced by the Office of the University Advisory on Equity), that candidate shall be offered an appointment unless there is a sexual and/or gender minority; herein demonstrably superior candidate. If no candidate from the most under-represented group noted in Article is to be offered an appointment under Article and Article then a candidate from one of the other under-represented groups (as identified in the most recent Employment Equity Report for Faculty produced by the Office of the University Advisory on Equity) who fulfills the position requirements shall be offered the position unless there is a demonstrably superior candidate. Persons chosen to serve on appointments committees for Sessional Adjunct positions may only carry out such functions after referred successfully completing a familiarization and training workshop which shall cover the principles, objectives, recent history, best practices, and rules and institutional expectations with respect to as the “designated groups”employment equity. The program of such workshops shall be agreed between the Parties, with advice from the University agrees to continue to staff Advisor on Equity. One (1) member of each such committee shall have explicit responsibility for the position of Employment Equity & AODA Officer, reporting committee adhering to the President or designaterules and expected practices which assure equity, as well as being responsible for reportage in this area to assist the University in fulfilling its commitment as stated in The Committee member charged with this responsibility shall be selected by the Committee, and shall be a person who understands and is sympathetic to the objectives of this Article. The Union Persons with this responsibility will have the right to appoint one (1) representative to the University’s Employment Equity Advisory Committee. The Parties agree to work together, through the Committee to: (a) Advise the President and the Union concerning the realization require training in excess of the commitment to non- discrimination and equity that foreseen in employment of members of the designated groups; (b) Identify any artificial or systemic barriers in recruitment, employment, and promotion policies and procedures that discriminate against members of the designated groups; (c) Identify and recommend measures to increase the representation of members of the designated groups where such are found to be under-represented; (d) Receive and review reports on matters pertaining to equity issues at the University and the reports of the Employment Equity & AODA Officer; (e) Review on an on-going basis, employment equity plans at other universities in Canada; (f) Provide copies if all Committee reports and recommendations to the Union. The Union appointees will be provided with the following: (a) Time off with no loss of compensation and benefits to attend all meetings of the Committee, subcommittees, or working groups formed Article unless waived by the Committee; if additional time is warranted Parties. Sessional Adjunct Collective Agreement Between Queen's Faculty and recommended by the Employment Equity & AODA Officer, it will be granted subject to the approval of the Assistant Vice-President: Human Resources. (b) Support of the Employment Equity & AODA Officer in the discharge of their responsibility. Annually the Queen's University will provide the Union with the employment equity report.at Kingston

Employment Equity. a. The Parties agree that the University is better able to advance its essential functions, namely the pursuit, creation and Union agrees dissemination of knowledge through teaching and research, if members of designated groups (Article 20.01 (a)(ii)) are well represented in the Bargaining Unit. To that end, the Parties agree to remain committed the principle of employment equity and agree to providing equal employment opportunity to all individuals and a workplace environment that is free work toward increasing the proportions of discrimination as stated in Article 4.03 and to provide equity in employment for women, aboriginalsAboriginal peoples, persons with disabilities, persons and members of visible minorities in a visible minority the Bargaining Unit through the appointment of members of designated groups to probationary and persons in a sexual and/or gender minority; herein after referred tenured/permanent and limited term positions while sustaining the University’s commitment to excellence. Consistent with that principle: i. Where two or more applicants are equally qualified as the “best candidate (see Article 19.02) or not substantially apart in their qualifications as the best candidate, and one of these applicants is a self-identified member of a designated group, then the applicant who is a self-identified member of a designated group shall be recommended for appointment. ii. For the purposes of this Article, the Parties recognize women, Aboriginal peoples, persons with disabilities and members of visible minorities as designated groups”. Any Department/Library/Centre with more than 40% representation of women (i.e. women hold more than 40% of the probationary and tenured/permanent positions in the Department/Library/Centre) will be deemed to have achieved a gender balance and, in this instance, the employment equity procedures in this Article will apply to candidates from the other designated groups (i.e. Aboriginal peoples, persons with disabilities, and members of visible minorities). b. The Parties agree that this commitment to employment equity is not intended to prevent a Department or the Library Council from recommending, nor a Xxxx/University Librarian from approving the appointment of, the best available candidate (see Article 19.09(m) and 19.14(n)). c. The University agrees to continue to staff and the position of Union shall each identify an appropriately qualified Employment Equity & AODA Officer, reporting to the President or designate, to assist the University in fulfilling its commitment as stated in this Article. The Union Advisor who will have the right to appoint one (1) representative provide expert advice to the University’s , the Union, the JCEE, and departments/Library on employment equity issues. d. The Employment Equity Advisory Committee. The Parties agree to work together, through the Committee to: (a) Advise the President and Advisors will also advise the Union concerning and University on methods for increasing the realization diversity of the commitment to non- discrimination and equity in employment of members of the designated groups; (b) Identify any artificial or systemic barriers in recruitment, employment, and promotion policies and procedures that discriminate against members of the designated groups; (c) Identify and recommend measures to increase the representation of members of the designated groups where such are found to be under-represented; (d) Receive and review reports on matters pertaining to equity issues at the University and the reports of the Employment Equity & AODA Officer; (e) Review on an on-going basis, employment equity plans at other universities in Canada; (f) Provide copies if all Committee reports and recommendations to the Union. The Union appointees will be provided with the following: (a) Time off with no loss of compensation and benefits to attend all meetings of the Committee, subcommittees, or working groups formed applicant pool for positions covered by the Committee; if additional time is warranted and recommended by the Employment Equity & AODA Officer, it will be granted subject to the approval of the Assistant Vice-President: Human Resourcesthis Collective Agreement. (b) Support of the Employment Equity & AODA Officer in the discharge of their responsibility. Annually the University will provide the Union with the employment equity report.

Employment Equity. The University and Union agrees to remain committed to providing equal employment opportunity to all individuals and a workplace environment that is free of discrimination as stated in Article 4.03 and to provide equity in employment for women, aboriginals, persons with disabilities, persons in a visible minority and persons in a sexual and/or gender minority; herein after referred to as the “designated groups”. The University agrees to continue to staff the position of Employment Equity & AODA OfficerCo-ordinator, reporting to the President or designate, to assist the University in fulfilling its commitment as stated in this Article. The Union will have the right to appoint one (1) representative to the University’s Employment Equity Advisory Committee. The Parties agree to work together, through the Committee to: (ai) Advise the President and the Union concerning the realization of the commitment to non- non-discrimination and equity in employment of members of the designated groups; (bii) Identify any artificial or systemic barriers in recruitment, employment, and promotion policies and procedures that discriminate against members of the designated groups; (ciii) Identify and recommend measures to increase the representation of members of the designated groups where such are found to be under-represented; (div) Receive and review reports on matters pertaining to equity issues at the University and the reports of the Employment Equity & AODA OfficerCoordinator; (ev) Review on an on-going basis, employment equity plans at other universities in Canada; (fvi) Provide copies if all Committee reports and recommendations to the Union. The Union appointees will be provided with the following: (ai) Time off with no loss of compensation and benefits to attend all meetings of the Committee, subcommittees, or working groups formed by the Committee; if additional time is warranted and recommended by the Employment Equity & AODA OfficerCo-ordinator, it will be granted subject to the approval of the Assistant Vice-Vice- President: Human Resources. (bii) Support of the Employment Equity & AODA Officer Co- ordinator in the discharge of their responsibility. Annually the University will provide the Union with the employment equity report.

Employment Equity. ‌ (a) The University parties agree to the principles of employment equity and Union agrees agree that appointment procedures will be in accordance with the University's commitment to remain committed establishing equitable opportunities for employment. In employment areas covered by this Agreement, the parties agree to providing equal work together to remove any discriminatory barriers that may exist to the employment opportunity to all individuals and a workplace environment that is free of discrimination as stated in Article 4.03 and to provide four designated employment equity in employment for groups: Aboriginal persons, women, aboriginals, persons with disabilities, persons in a and visible minority and persons in a sexual and/or gender minority; herein after referred to as the “designated groups”. The University agrees to continue to staff the position of Employment Equity & AODA Officer, reporting to the President or designate, to assist the University in fulfilling its commitment as stated in this Article. The Union will have the right to appoint one (1) representative to the University’s Employment Equity Advisory Committee. The Parties agree to work together, through the Committee to: (a) Advise the President and the Union concerning the realization of the commitment to non- discrimination and equity in employment of members of the designated groups; (b) Identify any artificial or systemic barriers in recruitment, employment, and promotion policies and procedures that discriminate against members of the designated groups; (c) Identify and recommend measures to increase the representation of members of the designated groups where such are found to be under-represented; (d) Receive and review reports on matters pertaining to equity issues at the University and the reports of the Employment Equity & AODA Officer; (e) Review on an on-going basis, employment equity plans at other universities in Canada; (f) Provide copies if all Committee reports and recommendations to the Union. The Union appointees will be provided with the following: (a) Time off with no loss of compensation and benefits to attend all meetings of the Committee, subcommittees, or working groups formed by the Committee; if additional time is warranted and recommended by the Employment Equity & AODA Officer, it will be granted subject to the approval of the Assistant Vice-President: Human Resourcesminorities. (b) Support Before an advertisement is placed for a position, the academic unit will reflect on the current make-up of the Employment Equity & AODA Officer unit in relation to the designated equity groups. The unit will also discuss the implications for members of the designated equity groups of the area of specialization to be advertised. (c) All advertisements for positions will include a statement that: “Nipissing University is committed to employment equity and strongly encourages applications, which may include self-identification in a covering letter, from Aboriginal persons, women, persons with disabilities and visible minorities.” (d) At the commencement of the search process, the Chair of the Search Committee will ensure that all Committee members familiarize themselves with Article 19.4 of the Collective Agreement as a condition of serving on the Committee and that all Committee members understand their responsibility of ensuring an equitable process. All search material gathered will be confidential and used for hiring purposes only. (e) Permission to interview will be granted by the Xxxx once he/she is satisfied that the short list does not exclude suitably qualified candidates from the designated equity groups. Where the Search Committee recommends a short list for interview which does not include a candidate from one of the designated equity groups, the Xxxx may, after consulting with the Chair of the Search Committee, add a suitably qualified candidate from one of the designated equity groups to the short list (if one has applied) without removing any candidate from the short list. (f) Consistent with the principles of employment equity, no candidate will be recommended who does not meet the criteria for the appointment in question. (g) In order to correct under-representation in the discharge academic unit (determined according to agreed upon statistical data), a candidate from the designated equity groups will be recommended for the position if that candidate is appropriate for the position and if his/her qualifications are substantially equal to other candidates. (h) In its recommendation to the Xxxx, the Search Committee will make a report on the search process that includes the number of their responsibilityapplicants; the number of applicants with doctorates or other appropriate professional qualifications; and the number of applicants with doctorates or other appropriate professional qualifications, where known, from the four designated equity groups. (i) As part of its report, the Search Committee will compile a ranked short-list, presenting the qualifications of each candidate, the reasons for the ranking, and the name of the candidate it recommends for appointment. Annually The Committee will review and approve the University will provide report before sending it to the Union with the employment equity reportXxxx.

Employment Equity. (a) The University parties agree to the principles of employment equity and Union agrees agree that appointment procedures will be in accordance with the University's commitment to remain committed establishing equitable opportunities for employment. In employment areas covered by this agreement, the parties agree to providing equal work together to remove any discriminatory barriers that may exist to the employment opportunity to all individuals and a workplace environment that is free of discrimination as stated in Article 4.03 and to provide four designated employment equity in employment for groups: Aboriginal persons, women, aboriginals, persons with disabilities, persons in a and visible minority and persons in a sexual and/or gender minority; herein after referred to as the “designated groups”. The University agrees to continue to staff the position of Employment Equity & AODA Officer, reporting to the President or designate, to assist the University in fulfilling its commitment as stated in this Article. The Union will have the right to appoint one (1) representative to the University’s Employment Equity Advisory Committee. The Parties agree to work together, through the Committee to: (a) Advise the President and the Union concerning the realization of the commitment to non- discrimination and equity in employment of members of the designated groups; (b) Identify any artificial or systemic barriers in recruitment, employment, and promotion policies and procedures that discriminate against members of the designated groups; (c) Identify and recommend measures to increase the representation of members of the designated groups where such are found to be under-represented; (d) Receive and review reports on matters pertaining to equity issues at the University and the reports of the Employment Equity & AODA Officer; (e) Review on an on-going basis, employment equity plans at other universities in Canada; (f) Provide copies if all Committee reports and recommendations to the Union. The Union appointees will be provided with the following: (a) Time off with no loss of compensation and benefits to attend all meetings of the Committee, subcommittees, or working groups formed by the Committee; if additional time is warranted and recommended by the Employment Equity & AODA Officer, it will be granted subject to the approval of the Assistant Vice-President: Human Resourcesminorities. (b) Support Before an advertisement is placed for a position, the academic unit will reflect on the current make-up of the Employment Equity & AODA Officer unit in relation to the designated equity groups. The unit will also discuss the implications for members of the designated equity groups of the area of specialization to be advertised. (c) All advertisements for positions will include a statement that: “Nipissing University is committed to employment equity and strongly encourages applications, which may include self-identification in a covering letter, from Aboriginal persons, women, persons with disabilities and visible minorities.” (d) At the commencement of the search process, the Chair of the Search Committee will ensure that all Committee members familiarize themselves with Article 19.4 of the Collective Agreement as a condition of serving on the Committee and that all Committee members understand their responsibility of ensuring an equitable process. All search material gathered will be confidential and used for hiring purposes only. (e) Permission to interview will be granted by the Xxxx once he/she is satisfied that the short list does not exclude suitably qualified candidates from the designated equity groups. Where the Search Committee recommends a short list for interview which does not include a candidate from one of the designated equity groups, the Xxxx may, after consulting with the Chair of the Search Committee, add a suitably qualified candidate from one of the designated equity groups to the short list (if one has applied) without removing any candidate from the short list. (f) Consistent with the principles of employment equity, no candidate will be recommended who does not meet the criteria for the appointment in question. (g) In order to correct under-representation in the discharge academic unit (determined according to agreed upon statistical data), a candidate from the designated equity groups will be recommended for the position if that candidate is appropriate for the position and if his/her qualifications are substantially equal to other candidates. (h) In its recommendation to the Xxxx, the Search Committee will make a report on the search process that includes the number of their responsibilityapplicants; the number of applicants with doctorates or other appropriate professional qualifications; and the number of applicants with doctorates or other appropriate professional qualifications, where known, from the four designated equity groups. (i) As part of its report, the Search Committee will compile a ranked short-list, presenting the qualifications of each candidate, the reasons for the ranking, and the name of the candidate it recommends for appointment. Annually The Committee will review and approve the University will provide report before sending it to the Union with the employment equity reportXxxx.