Fringe Benefits Costs. The Parties reaffirm their commitment to continue the past practice of exploring cost containment initiatives through the Fringe Benefits Review Committee process, subject to the Collective Agreement. Dated this 20th day of March, 2009. For the Association: For the University: APPENDIX A The Group Insurance Policies described below, and the New Brunswick Public Service Superannuation Plan described in Clause 28.01, form the core of the UNB Fringe Benefits Program. All regular full-time employees become members of these policies upon completion of their probationary periods, and retain the protection of these policies for themselves and their families so long as they are employed by the University. Fringe Benefits Policy at the University of New Brunswick is developed and controlled by the Fringe Benefits Review Committee. This committee, upon which UNB Employees Association has representation, reports directly to the President and is composed of University administrators and representatives of each employee group at the University. The Vice-President (Finance & Corporate Services) is Chairman of this Committee. The day-to-day administration of fringe benefits policies is the responsibility of the HR Consultant (Benefits and Pensions) in the Department of Human Resources & Organizational Development, to whom all inquiries concerning fringe benefits should be directed.
Fringe Benefits Costs. The Parties reaffirm their commitment to continue the past practice of exploring cost containment initiatives through the Fringe Benefits Review Committee process, subject to the Collective Agreement. <.. image(Graphical user interface, application Description automatically generated with medium confidence) removed ..> Contracting Out between University of New Brunswick and The Employer agrees that for the duration of this Agreement no Employees shall be laid off or have their normal hours of work reduced because of the contracting out of the work of the bargaining unit.
Fringe Benefits Costs. List of all individuals supporting the contract and their fringe benefits costs (use fringe benefits rates or actual costs per individual).
Fringe Benefits Costs. The Parties acknowledge that group benefits are an important component of an employee's total compensation and that it is in the interests of both the University and its employees for benefits plans to be affordable and financially sustainable. The Parties reaffirm their commitment to the past practice of reviewing initiatives through the Fringe Benefits Review Committee process. Dated this 21st day of November, 2012. For the Union For the University between University of New Brunswick and The Parties agree that for the duration of the current collective agreement (July 1, 2012 - June 30, 2016), employees with five
Fringe Benefits Costs. The Parties acknowledge that group benefits are an important component of an employee's total compensation and that it is in the interests of both the University and its employees for benefits plans to be affordable and financially sustainable. The Parties reaffirm their commitment to the past practice of reviewing initiatives through the Fringe Benefits Review Committee process. Dated this 26th day of June, 2009. For the Union For the University MEMORANDUM OF AGREEMENT # 10 between University of New Brunswick Dated this 26th day of June, 2009. For the Union For the University APPENDIX A The Group Insurance Policies described below, and the New Brunswick Public Service Superannuation Plan described in Clause 28.01, form the core of the UNB Fringe Benefits Program. All regular full-time employees become members of these policies upon completion of their probationary periods, and retain the protection of these policies for themselves and their families so long as they are employed by the University. Fringe Benefits Policy at the University of New Brunswick is developed and controlled by the Fringe Benefits Review Committee. This committee, upon which CUPE Local 3339 has representation, reports directly to the President and is composed of University administrators and representatives of each employee group at the University. The Vice-President (Finance and Administration) is Chairman of this Committee. The day-to-day administration of fringe benefits policies is the responsibility of the HR Consultant (Benefits and Pensions) in the Department of Human Resources & Organizational Development, to whom all inquiries concerning fringe benefits should be directed.
Fringe Benefits Costs. The Parties reaffirm their commitment to continue the past practice of exploring cost containment initiatives through the Fringe Benefits Review Committee process, subject to the Collective Agreement. Dated this 29th day of August, 2012. between University of New Brunswick
Fringe Benefits Costs. The Parties reaffirm their commitment to continue the past practice of exploring cost containment initiatives through the Fringe Benefits Review Committee process, subject to the Collective Agreement. MEMORANDUM OF AGREEMENT #7 between University of New Brunswick and Unifor Local 4504 Contracting Out The Employer agrees that for the duration of this Agreement no Employees shall be laid off or have their normal hours of work reduced because of the contracting out of the work of the bargaining unit. MEMORANDUM OF AGREEMENT #8 between University of New Brunswick and Unifor Local 4504 Workplace Discrimination and Harassment University of New Brunswick and Unifor share a vision of a safe, healthy, and rewarding work environment at the University of New Brunswick. Both parties are in agreement with the purpose and practices set out in UNB’s Discrimination, Sexual Harassment and Harassment Policy and we are committed to the effective implementation and administration of the Policy. We commit to working in concert with the Policy to produce a workplace that is free of harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”, that denies individual dignity and respect on the basis of grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the New Brunswick Human Rights Act or other legislative enactment. All Employees are expected to treat others with courtesy and consideration to discourage harassment. The workplace is defined as any University of New Brunswick (Fredericton campus) facility and function including but not limited to areas such as offices, shop floor, restrooms, cafeterias, lockers, conference rooms and parking lots. Harassment may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents: • Unwelcome remarks, jokes, innuendos, gestures or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry; • Practical jokes, pushing, shoving, etc. which cause awkwardness or embarrassment; • Posting or circulation of offensive photos or visual materials; • Refusal to work or converse with an Employee because of their racial background or gend...
