For the Association. For the District:
For the Association. FOR THE EMPLOYER
For the Association. Dated at Newmarket this 13th day of May, 2008
For the Association. 23 a. Attempt to notify the Association President that there is an allegation of misconduct, and that 24 representation might be requested.
25 1) The District shall notify the Association president when the allegation of misconduct is 26 serious.
27 b. Notify the Association of the District’s intent to administer discipline at least two days prior 28 to a disciplinary meeting.
29 c. The District will provide the Association with a written statement of the grounds for the 30 disciplinary action.
31 d. Allow for review to the Association the investigatory material the District relied upon for the 32 administration of discipline. If requested, investigative material will be provided upon filing a 33 grievance.
For the Association. Dated at Newmarket this 13th day of May, 2008 “Xxxxx Xxxxxx” Dated at Newmarket this 14th day of May, 2008 “Chief X. Xx Xxxxx” BETWEEN: The York Regional Police Association (Hereinafter the "Association") Management/Labour Relations WHEREAS the Association has expressed concern in bargaining regarding the potential for management to unilaterally alter conditions of employment, including hours of work; AND WHEREAS the Employer has indicated a requirement that determination of core management functions, such as staffing levels and hours of work, remain a management prerogative; AND WHEREAS the parties seek resolution which will address the concerns of both the Association and the Employer;
For the Association. For the Board:
For the Association. For the Corporation:
For the Association. Xxx Xxxxxxxx Xxxxx Xxxxxx Xxxx Xxxxx Xxxx Xxxxx Xxxxxx Xxxx Xxxxxxx Xxxxxxx Xxxxxx Xxxxxxx Xxxxxxxxx Xxxxxxxx Xxxxxx Xxxxx Xxxxxxxx Xxxxxx Xxxxxx Xxxxxx Xxxx Xxxxxxx Cardiff Xxxx Xxxxxxx Xxx Xxxxxx Xxxxxx Xxxxxxx Xxxx Xxxxxxx Xxxxxx Xxxxxx Xxxxxx Xxxxxxx Xxxxx Xxxxxx Xxxxx Xxx (hereinafter referred to as "The Association") APPENDIX APPENDIX APPENDIX ARTICLE A RECOGNITION ARTICLE B MANAGEMENT RIGHTS ARTICLE C REPRESENTATIONAND COMMITTEES ARTICLE D ARTICLE E LEAVE FOR ASSOCIATION BUSINESS ARTICLE F HOURS OF WORK ARTICLE G PAID HOLIDAYS I O ARTICLE VACATIONS I O ARTICLE I EXTENDED TOURS ARTICLE J JOB SHARING ARTICLE K ARTICLE L HEALTH LETTER OF UNDERSTANDING RE: Scheduling OF UNDERSTANDING RE: Payment for Bargaining Unit President’sAttendance at Meetings OF UNDERSTANDING RE: Innovative Scheduling, Weekend Worker, Individual Special Effective Effective Monthly Start Year Years Years Years Years Years Years Years Years Effective date of Ratification EffectiveApril The above adjustments resolve the issue of Pay Equity maintenance to date, and the parties further agree that future collective bargaining settlements or awards will be deemed to resolve any future issues related to Pay Equity maintenance without any specific reference to male comparators. It is understood and agreed that the parties will take into consideration the issue of pay equity when tabling proposals through the normal course of collective bargaining.
For the Association. APPENDIX
For the Association. FOR THE HOSPITAL: As ratified by the Board of Trustees on July 27 , 20107.
