LABOUR/MANAGEMENT COMMITTEES. 5.01 The Union and the Employer acknowledge the mutual benefits to be derived from joint consultation and approve the estab- lishment of a Labour/Management Committee consisting of three representatives from each party. The Committee shall function in an advisory capacity only, making recommendations to the Union and/or the Employer with respect to its discussions and conclusions and shall not have the power to add to or modify the terms of this agreement. However, neither the Employer nor the Union shall act in a manner contrary to the recommendations of the Committee without having first informed the Committee in writing that it intends to do so. A representative of each party shall be designated as a joint chair, and the two persons so designated shall alternate in presid- ing over meetings. Either chair may call meetings on at least two weeks’ notice to the other members of the Committee. As appropri- ate, the parties may invite the Union and Employer representatives on the Security Advisory Council to attend a Labour/Management Committee meeting to address any security issues on the agenda.
5.02 An employee in the bargaining unit may be selected by the union as a representative on the Joint Union – York Advisory Committee on Race/Ethnic Relations, Discrimination and/or Harassment referred to in Article 5.02 of the Unit 1 collective agreement and on the Employment Equity Committee referred to in Article 5.03 of the Unit 1 collective agreement.
5.03 An employee in the bargaining unit may be selected by the Union as a representative on the Employment Equity Committee referred to in Article 5.03 of the Xxxx 0 collective agreement.
5.04 The Union and the Employer agree to maintain an Employment Equity Committee to meet within one month of the signing of the 2002-2005 collective agreement. The Employment Equity Committee will have access to the non-confidential findings of a census of all members of the bar- gaining units and graduate students at York University to be conducted by the Employment Equity Office following the ratification of the 2002-2005 collective agreement. The Employment Equity Committee may ask the Institute for Social Research to do specific analyses of data collected in connection with the Employment Equity survey. The employer shall not unreasonably deny the Em- ployment Equity Committee’s recommendation for funds to conduct the survey(s). Effective on ratification of the renewal collective agreement, the Employment Equity Committee wi...
LABOUR/MANAGEMENT COMMITTEES. The Employer agrees with the establishment of Labour Management Committees for the purpose of meeting and conferring on matters of mutual interest which are not properly the subject matter of a grievance or negotiation.
LABOUR/MANAGEMENT COMMITTEES. The Union and the Employer acknowledge the mutual benefits to be derived from joint consultation and approve the establishment of a Labour/Management Committee consisting of three five representatives from each party, inclusive of CUPE 3903 staff representatives and Employer Office of Labour Relations representatives. Each party shall inform the other of the names of the three five representatives prior to the first Labour/Management committee meeting of the contract year. The Committee shall function in an advisory capacity only, making recommendations to the Union and/or the Employer with respect to its discussions and conclusions and shall not have the power to add to or modify the terms of this agreement. However, neither the Employer nor the Union shall act in a manner contrary to the recommendations of the Committee without having first informed the Committee in writing that it intends to do so. A representative of each party shall be designated as a joint Co-Chair, and the two persons so designated shall alternate in presiding over meetings. Either Coco-Chair may call meetings on at least two weeks’ notice to the other members of the Committee. As appropriate, the parties may invite the union and employer representatives on the Security Advisory Council to attend a Labour/Management Committee meeting to address any security issues on the agenda. In addition to each party’s three representatives, either party may have other persons who are regularly engaged in labour management activity attend the meeting with advance notice to the other party. As appropriate, either party may also propose to the other that guests with relevant knowledge or expertise attend to speak to specific agenda items with advance notice to the other party. …
LABOUR/MANAGEMENT COMMITTEES. 5.01 The Union and the Employer acknowledge the mutual benefits to be derived from joint consultation and approve the establishment of a Labour/Management Committee consisting of three representatives from each party. The Committee shall function in an advisory capacity only, making recommendations to the Union and/or the Employer with respect to its discussions and conclusions and shall not have the power to add to or modify the terms of this agreement. However, neither the Employer nor the Union shall act in a manner contrary to the recommendations of the Committee without having first informed the Committee in writing that it intends to do so. A representative of each party shall be designated as a joint chair, and the two persons so designated shall alternate in presiding over meetings. Either chair may call meetings on at least two weeks’ notice to the other members of the Committee. As appropriate, the parties may invite the Union and Employer representatives on the Security Advisory Council to attend a Labour/Management Committee meeting to address any security issues on the agenda.
5.02 An employee in the bargaining unit may be selected by the union as a representative on the Joint Union – York Advisory Committee on Race/Ethnic Relations, Discrimination and/or Harassment referred to in Article 5.02 of the Unit 1 collective agreement and on the Employment Equity Committee referred to in Article 5.03 of the Unit 1 collective agreement.
5.03 An employee in the bargaining unit may be selected by the Union as a representative on the Employment Equity Committee referred to in Article 5.03 of the Unit 1 collective agreement.
LABOUR/MANAGEMENT COMMITTEES.
26:01 The Employer and the Union agree to the formation of Labour Management Committees.
26:02 The Union shall designate five (5) members of the Union who are employees of the Employer as well as one (1) staff member of the Union to act as the Union’s representatives on the Committees.
26:03 The Employer shall have equal representation on the Committees.
26:04 The Committees, at their first meeting shall mutually agree upon a Chairperson and a Secretary of the Committee.
26:05 The Committees shall meet quarterly, but may meet more or less frequently as may be considered necessary by mutual agreement between the Union and the Employer. All meetings shall be held on the premises of the Employer’s Head Office unless otherwise mutually agreed upon.
26:06 Wherever possible an agenda should be prepared at least two (2) weeks prior to each meeting and items for the agenda should be forwarded to the Secretary for preparation of the agenda.
26:07 Minutes of all meetings are to be recorded and distributed by the Secretary within ten (10) working days following each meeting to each member of the Committee.
(a) The main purpose of the Committees is for the exchange of information, the seeking and considering of the advice and view of each party with appropriate opportunity provided to discuss and comment in a genuine manner and recommendations made wherever possible.
(b) The above does not imply unanimous or majority agreement, nor does it interfere with Employer or Union rights arising out of the Collective Agreement.
(c) The Labour Management Committees shall not be used as vehicles for settling disputes which should be processed through the Grievance and Arbitration Procedure.
26:09 The Committees shall not deal with grievances which are in the course of being processed as provided within the Grievance Procedure of this Collective Agreement.
26:10 The Committee members shall be allowed time off with pay, including travelling time for purposes of attendance at Committee meetings and for business arising from Committee decisions at the direction of the Committee.
26:11 Where an employee(s) submit material which is to be considered by the Committees, the Employer at its discretion may or may not request the presence of the individual(s) concerned to be in attendance at the meeting for purposes of discussion and any expenses incurred will be paid by the Employer.
26:12 Part-time employees will be allowed to participate in Labour Management Committees.
LABOUR/MANAGEMENT COMMITTEES. 6.01 Establishment of Committees The Union and the Employer acknowledge the mutual benefits to be derived from joint consultation and hereby approve the establishment of Labour-Management Committees in appropriate local work units and one on a Provincial basis.
LABOUR/MANAGEMENT COMMITTEES. 40.01 There shall be in each Campus a Labour-Management Committee consisting of an equal number of representatives of the Employer and the employees, with the total number of members not to exceed four (4)
LABOUR/MANAGEMENT COMMITTEES. The parties recognize the benefits of communicating with one another on a regular basis on matters of mutual interest. Therefore, a Labour Management Committee will be struck. The Committee will consist of three (3) members of the Union and three (3) members of Management. The Committee will establish a chairperson and that position will rotate between the Union and Management members. The Committee will meet once every three (3) months. The Chair will be responsible for preparing and distributing an agenda two (2) weeks prior to each meeting. The Committee may discuss any matters of mutual interest to the parties, but will not discuss matters relating to current collective agreement negotiations or active grievances.
LABOUR/MANAGEMENT COMMITTEES. 6.01 The parties acknowledge the mutual benefits to be derived from joint consultation and agree that Labour/Management Committees shall be employed as a forum for meaningful consultation concerning; the interpretation and application of this agreement, any contemplated changes in conditions not governed by this agreement, and/or any other matters of mutual interest.
6.02 Such committees shall function in an advisory capacity only and shall not have the power to alter, amend, add to or modify the terms of this Agreement.
6.03 Local Labour/Management committees consisting of an equal number of employees and management staff from that Institution, Department and/or other location shall be established if requested by either of the parties concerned.
6.04 A Provincial Labour/Management committee shall be established and composed of an equal number of representatives from the Union and the Employer.
6.05 Terms of reference and procedures shall be developed by each Labour/Management Committee established in accordance with Article 6.03 and 6.04.
6.06 The Employer shall grant time off work with pay to employees, who are members of Labour/Management committees, to meet with the Employer in accordance with Articles 6.03 and 6.04.
LABOUR/MANAGEMENT COMMITTEES. 30.1 Local Committees At each nursery there will be a labour/management committee comprised of two employee representatives appointed by the Union and two employer representatives. The Committee shall meet as required, but not less than once every six months, at a mutually agreeable time and place. Employees shall not suffer any loss of basic pay for time spent on any committee. An employer and employee representative shall alternate in presiding over the meetings.
