Common use of LABOUR/MANAGEMENT COMMITTEES Clause in Contracts

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 will have access to the non-confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Con- tractors Program. There are two types of surveys, regular and comprehensive. The first comprehensive surveys will be completed by the end of March 2009. The regular surveys are done on a monthly basis for new hires. The first regular surveys will be carried out in June 2009. The content will include designated employment equity group voluntary self-identification. This information will be correlated with information about salaries, terminations and promotions for purposes of reporting. The Committee’s mandate will further 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 per- sons with disabilities). Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practic- es in relation to recruitment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting, after the ratification of the renewal collec- tive agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the parties. This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and women. Fair representation will be taken to mean a reflection of the population of these groups in the Xxxxxxx Xxxxxxx Area. The Committee will consist of three representatives of each party and the Director of Recruitment, Workforce Employment Equity or designate as ex officio member. Preference will be given to members from each of the designated groups. 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. While not a designated group under the Federal Contractors Program the parties recognize and wish to remove any employment barri- ers and barriers to fair representation for employees that self-identify as LGBTQ. Implementation of LGBTQ employees as the fifth Employment Equity group within the Collective Agreement will be done so as not to interfere with the Employer's Federal Contrac- tors Program obligations. .

LABOUR/MANAGEMENT COMMITTEES. 5.01 The Union union and the Employer employer acknowledge the mutual benefits to be derived from joint consultation and approve the estab- lishment establishment of a LabourXx- xxxx/Management Committee consisting of three representatives from each party. The Committee shall function in an advisory capacity only, making recommendations to the Union union and/or the Employer 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 employer nor the Union 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 chairChair, and the two persons so designated shall alternate in presid- ing presiding over meetings. Either chair Chair may call meetings on at least two weeks’ notice to the other members of the Committee. As appropri- ateappropriate, the parties may invite the Union union and Employer 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 As per Article 4.04.3, the union as a representative on and the employer agree to maintain the Joint Union CUPE 3903 – York Advisory Committee on Race/Ethnic Relations, Discrimination and/or Harassment referred to in Article 5.02 discuss and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect to any member of the Unit 1 collective agreement bargaining unit in her employment relationship, by reason of race, colour, nationality, ancestry, place of origin, or native language (subject to Article 12.02.1). The Committee shall consist of at least two representatives of each party. 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 Employment Equity Committee referred to in Article 5.03 other members of the Unit 1 collective Committee. The Committee shall have its first meeting within six months of the signing of this agreement. The Committee may make recommendations to the Xx- xxxx/Management Committee on these matters from time to time. 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 union and the Employer 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-non- confidential findings of a census of all members of the bar- gaining bargaining 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 Employment Equity Committee’s recommendation for funds to conduct the survey(s). Effective on ratification of the renewal collective agreement, the Employment Equity Committee will have access to the non-confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Con- tractors Contractors Program. There are two types of surveys, regular and comprehensive. The first comprehensive surveys will be completed by the end of March 2009. The regular surveys are done on a monthly basis for new hires. The first regular surveys will be carried out in June 2009. The content will include designated employment equity group voluntary self-identification. This information will be correlated with information about salaries, terminations and promotions for purposes of reporting. The Committee’s mandate will further 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 employer required and provided training, salaries and benefits, and working conditions (including accommodation for per- sons persons with disabilities). Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practic- es practices in relation to recruitment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting, after the ratification of the renewal collec- tive collective agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the parties. This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and women. Fair representation will be taken to mean a reflection of the population of these groups in the Xxxxxxx Xxxxxxx Areaarea. The Committee will consist of three representatives of each party and the Director of Recruitment, Workforce Employment Equity or designate as ex officio member. Preference will be given to members from each of the designated groups. A representative of each party shall be designated as joint Chair and the two persons so designated shall alternate in the Chairchair. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. 5.03.1 No later than 3 months following the ratification of the 2014-17 collective agreement, the Employment Equity Committee will be convened to develop a plan for the inclusion of LGBTQ as an employment equity group under the collective agreement and the CUPE 3903 Employment Equity Plan, taking into account the absence of reliable external and internal representational data. The Plan to include LGBTQ as an employment equity group will be recommended to the Parties and the agreed upon plan will be promptly implemented. Unless otherwise agreed upon, underrepresentation shall be understood to mean fewer bargaining unit members that identify as belonging to one or more of the equity- seeking groups than the available data for the Xxxxxxx Xxxxxxx Area reports. For the 2017-2020 Collective Agreement the following minimum thresholds will be used when applying intersectional equity data: 1) Where there are fewer than 44% members in the hiring unit doing bargaining unit work that identify as women and/or where there are fewer than 30% members in the hiring unit who identify as racialized people ("visible minorities"), then an applicant that self-identifies as a racialized woman will be appointed. 2) If there are no racialized women candidates, then a candidate from the more underrepresented group will be appointed; 3) If there are no candidates under (1) or if the hiring unit has met both thresholds in (1), then a candidate that self-identifies as an Indigenous (Aboriginal) person and/or a person with a disability will be hired. 4) If there are no candidates from the under-represented groups, or if the hiring unit has met the threshold under (1), then a candidate that self-identifies as LGBTQ will be hired. Hiring Unit data for the most recent consecutive three contract years (or, during implementation, such period up to three contract years as is available) shall be used to establish hiring unit representation. Where issues of interpretation, data or process arise during implementation, the parties will review these at the Employment Equity Committee. 5.03.2 While not a designated group under the Federal Contractors Program Program, the parties recognize and wish to remove any employment barri- ers barriers and barriers to fair representation for employees that self-identify as LGBTQ. Implementation of LGBTQ identified employees as the fifth Employment Equity group within the Collective Agreement will be done so as not to interfere with the Employer's Federal Contrac- tors Contractor Program obligations. .

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 establishment of a Part-Time Librarian and Archivist Labour/Management Committee consisting of three representatives representa- tives 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 Commit- tee 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 chairChair, and the two persons so designated shall alternate in presid- ing presiding over meetings. Either chair Chair may call meetings on at least two weeks’ notice to the other members of the Committee. As appropri- ateappropriate, the parties may invite the Union and Employer representatives on the Security Advisory Community Safety Council to attend a Labour/Management Manage- ment Committee meeting to address any security safety issues on the agenda. 5.02 An employee in the bargaining unit may be selected by As per Article 4.04.3, the union as a representative on and the employer agree to maintain the Joint Union CUPE 3903 – York Advisory Committee on Race/Ethnic Relations, Discrimination Dis- crimination and/or Harassment referred to in Article 5.02 discuss and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect to any member of the Unit 1 collective agreement bargaining unit in her employment relationship, by reason of race, colour, nationality, ancestry, place of origin, or native language (subject to Article 12.02.1). The Committee shall consist of at least two representatives of each party. 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 Employment Equity Committee referred to in Article 5.03 other members of the Unit 1 collective Committee. The Committee shall have its first meeting within six months of the signing of this agreement. The Committee may make recommendations to the Labour/Management Committee on these matters from time to time. 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)Com- mittee. Effective on ratification of the renewal collective agreement, agreement the Employment Equity Committee will have access to the non-confidential findings of regular surveys sur- veys of all members of the bargaining units undertaken for the purposes of the Federal Con- tractors Contractor’s Program. There are two types of surveys, regular and comprehensive. The first comprehensive surveys compre- hensive survey will be completed by initiated within two months of the end ratification of March 2009. The regular surveys are done on a monthly basis for new hires. The the first regular surveys will be carried out in June 2009collective agreement. The content of the surveys will include designated employment equity group voluntary self-identification. This information will be correlated with information about salaries, terminations and promotions for purposes of reporting. Following ratification of the first collective agreement, a provision for vol- untary self-identification will be added to all applications for positions in the bargaining unit. The Committee’s mandate will further include setting goals and timetables for the elimination of any 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 per- sons persons with disabilities). Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practic- es practices in relation to recruitment recruit- ment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed com- pleted by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting, meeting after the ratification of the renewal collec- tive collective agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the partiesParties. This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following fol- lowing designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and women. Fair representation will be taken to mean a reflection of the population of these groups in the Xxxxxxx Xxxxxxx AreaGreater Toronto area. The Committee will consist of three representatives of each party and the Director of Recruitment, Workforce Employment Equity or designate as ex officio member. Preference will be given to members from each of the designated desig- nated groups. 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. While not The parties agree to make the definition of underrepresentation and the appli- cation of intersectionality data a designated group under priority for discussion on the Federal Contractors Program reconvening of the parties recognize and wish to remove any employment barri- ers and barriers to fair representation for employees that self-identify as LGBTQ. Implementation of LGBTQ employees as the fifth Employment Equity group within Committee following ratification of the Collective Agreement will be done so as not to interfere with the Employer's Federal Contrac- tors Program obligations. first collect- ive agreement.

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 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 chairChair, and the two persons so designated shall alternate in presid- ing presiding over meetings. Either chair Chair may call meetings on at least two weeks’ notice to the other members of the Committee. As appropri- ateappropriate, the parties may invite the Union and Employer representatives on the Security Advisory Council to attend a Labour/Management Committee meeting Meeting to address any security issues on the agenda. 5.02 An employee in the bargaining unit may be selected by As per Article 4.04.3, the union as a representative on and the employer agree to maintain the Joint Union CUPE 3903 – York Advisory Committee on Race/Ethnic Relations, Discrimination and/or Harassment referred to in Article 5.02 discuss and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect to any member of the Unit 1 collective agreement bargaining unit in their employment relationship, by reason of race, colour, nationality, ancestry, place of origin, or native language (subject to Article 12.02.1). The Committee shall consist of at least two representatives of each party. 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 Employment Equity Committee referred to in Article 5.03 other members of the Unit 1 collective Committee. The Committee shall have its first meeting within six months of the signing of this agreement. The Committee may make recommendations to the Labour/Management Committee on these matters from time to time. 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-non- confidential findings of a census of all members of the bar- gaining bargaining 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 Employment Equity Committee’s recommendation for funds to conduct the survey(s). Effective on ratification of the renewal collective agreement, agreement the Employment Equity Committee will have access to the non-confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Con- tractors Contractor’s Program. There are two types of surveys, regular and comprehensive. The first comprehensive surveys will be completed by the end of March 2009. The regular surveys are done on a monthly basis for new hires. The first regular surveys will be carried out in June 2009. The content will include designated employment equity group voluntary self-self- identification. This information will be correlated with information about salaries, terminations and promotions for purposes of reporting. Effective on ratification of the renewal collective agreement, a provision for voluntary self-identification will be added to the unit 2 blanket applications. This data will be used to implement Articles 12.03.2, 23 and 24. The Committee’s mandate will further 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 per- sons persons with disabilities). Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practic- es practices in relation to recruitment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting, meeting after the ratification of the renewal collec- tive collective agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the partiesParties. This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and women. Fair representation will be taken to mean a reflection of the population of these groups in the Xxxxxxx Xxxxxxx AreaGreater Toronto area. The Committee will consist of three representatives of each party and the Director of Recruitment, Workforce Employment Equity or designate as ex officio member. Preference will be given to members from each of the designated groups. 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. While not Unless otherwise agreed upon, underrepresentation shall be understood to mean fewer bargaining unit members that identify as belonging to one or more of the equity seeking groups than the available data for the Greater Toronto Area reports. For the 2017-2020 Collective Agreement the following minimum thresholds will be used when applying intersectional equity data: (1) Where there are fewer than 44% members in the hiring unit doing bargaining unit work that identify as women and/or where there are fewer than 30% members in the hiring unit who identify as racialized people ("visible minorities"), then an applicant that self- identifies as a designated racialized woman will be appointed. (2) If there are no racialized women candidates, then a candidate from the more underrepresented group will be appointed; (3) If there are no candidates under (1) or if the Federal Contractors Program the parties recognize and wish to remove any employment barri- ers and barriers to fair representation for employees hiring unit has met both thresholds in (1), then a candidate that self-identify identifies as LGBTQan Indigenous (Aboriginal) person and/or a person with a disability will be hired. (4) If there are no candidates from the under-represented groups, or if the hiring unit has met the threshold under (1), then a candidate that self-identifies as LGBTQ will be hired. Implementation Hiring Unit data for the most recent consecutive three contract years (or, during implementation, such period up to three contract years as is available) shall be used to establish hiring unit representation. Where issues of LGBTQ employees as interpretation, data or process arise during implementation, the fifth parties will review these at the Employment Equity group within the Collective Agreement will be done so as not to interfere with the Employer's Federal Contrac- tors Program obligations. Committee.

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 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 chairChair, and the two persons so designated shall alternate in presid- ing presiding over meetings. Either chair Chair may call meetings on at least two weeks’ notice to the other members of the Committee. As appropri- ateappropriate, the parties may invite the Union and Employer representatives on the Security Advisory Council to attend a Labour/Management Committee meeting Meeting to address any security issues on the agenda. 5.02 An employee in the bargaining unit may be selected by As per Article 4.04.3, the union as a representative on and the employer agree to maintain the Joint Union CUPE 3903 – York Advisory Committee on Race/Ethnic Relations, Discrimination and/or Harassment referred to in Article 5.02 discuss and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect to any member of the Unit 1 collective agreement bargaining unit in her employment relationship, by reason of race, colour, nationality, ancestry, place of origin, or native language (subject to Article 12.02.1). The Committee shall consist of at least two representatives of each party. 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 Employment Equity Committee referred to in Article 5.03 other members of the Unit 1 collective Committee. The Committee shall have its first meeting within six months of the signing of this agreement. The Committee may make recommendations to the Labour/Management Committee on these matters from time to time. 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-non- confidential findings of a census of all members of the bar- gaining bargaining 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 Employment Equity Committee’s recommendation for funds to conduct the survey(s). Effective on ratification of the renewal collective agreement, agreement the Employment Equity Committee will have access to the non-confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Con- tractors Contractor’s Program. There are two types of surveys, regular and comprehensive. The first comprehensive surveys will be completed by the end of March 2009. The regular surveys are done on a monthly basis for new hires. The first regular surveys will be carried out in June 2009. The content will include designated employment equity group voluntary self-self- identification. This information will be correlated with information about salaries, terminations and promotions for purposes of reporting. Effective on ratification of the renewal collective agreement, a provision for voluntary self-identification will be added to the unit 2 blanket applications. This data will be used to implement Articles 12.03.2, 23 and 24. The Committee’s mandate will further 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 per- sons persons with disabilities). Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practic- es practices in relation to recruitment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting, meeting after the ratification of the renewal collec- tive collective agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the partiesParties. This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and women. Fair representation will be taken to mean a reflection of the population of these groups in the Xxxxxxx Xxxxxxx Areaarea. The Committee will consist of three representatives of each party and the Director of Recruitment, Workforce Employment Equity or designate as ex officio member. Preference will be given to members from each of the designated groups. 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. Unless otherwise agreed upon, underrepresentation shall be understood to mean fewer bargaining unit members that identify as belonging to one or more of the equity seeking groups than the available data for the Xxxxxxx Xxxxxxx Area reports. For the 2017-2020 Collective Agreement the following minimum thresholds will be used when applying intersectional equity data: 1) Where there are fewer than 44% members in the hiring unit doing bargaining unit work that identify as women and/or where there are fewer than 30% members in the hiring unit who identify as racialized people ("visible minorities"), then an applicant that self- identifies as a racialized woman will be appointed. 2) If there are no racialized women candidates, then a candidate from the more underrepresented group will be appointed; 3) If there are no candidates under (1) or if the hiring unit has met both thresholds in (1), then a candidate that self-identifies as an Indigenous (Aboriginal) person and/or a person with a disability will be hired. 4) If there are no candidates from the under-represented groups, or if the hiring unit has met the threshold under (1), then a candidate that self-identifies as LGBTQ will be hired. Hiring Unit data for the most recent consecutive three contract years (or, during implementation, such period up to three contract years as is available) shall be used to establish hiring unit representation. Where issues of interpretation, data or process arise during implementation, the parties will review these at the Employment Equity Committee. 5.03.1 While not a designated group under the Federal Contractors Program Program, the parties recognize and wish to remove any employment barri- ers barriers and barriers to fair representation for employees that self-identify as LGBTQ. Implementation of LGBTQ identified employees as the fifth Employment Equity group within the Collective Agreement will be done so as not to interfere with the Employer's Federal Contrac- tors Contractor Program obligations. .

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 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 chairChair, and the two persons so designated shall alternate in presid- ing presiding over meetings. Either chair Chair may call meetings on at least two weeks’ notice to the other members of the Committee. As appropri- ateappropriate, the parties may invite the Union and Employer representatives on the Security Advisory Council to attend a Labour/Management Committee meeting Meeting to address any security issues on the agenda. 5.02 An employee in the bargaining unit may be selected by As per Article 4.04.3, the union as a representative on and the employer agree to maintain the Joint Union CUPE 3903 – York Advisory Committee on Race/Ethnic Relations, Discrimination and/or Harassment referred to in Article 5.02 discuss and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect to any member of the Unit 1 collective agreement bargaining unit in their employment relationship, by reason of race, colour, nationality, ancestry, place of origin, or native language (subject to Article 12.02.1). The Committee shall consist of at least two representatives of each party. 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 Employment Equity Committee referred to in Article 5.03 other members of the Unit 1 collective Committee. The Committee shall have its first meeting within six months of the signing of this agreement. The Committee may make recommendations to the Labour/Management Committee on these matters from time to time. 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-non- confidential findings of a census of all members of the bar- gaining bargaining 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 Employment Equity Committee’s recommendation for funds to conduct the survey(s). Effective on ratification of the renewal collective agreement, agreement the Employment Equity Committee will have access to the non-non- confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Con- tractors Contractor’s Program. There are two types of surveys, regular and comprehensive. The first comprehensive surveys will be completed by the end of March 2009. The regular surveys are done on a monthly basis for new hires. The first regular surveys will be carried out in June 2009. The content will include designated employment equity group voluntary self-self- identification. This information will be correlated with information about salaries, terminations and promotions for purposes of reporting. Effective on ratification of the renewal collective agreement, a provision for voluntary self-identification will be added to the unit 2 blanket applications. This data will be used to implement Articles 12.03.2, 23 and 24. The Committee’s mandate will further 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 per- sons persons with disabilities). Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practic- es practices in relation to recruitment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting, meeting after the ratification of the renewal collec- tive collective agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the partiesParties. This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and women. Fair representation will be taken to mean a reflection of the population of these groups in the Xxxxxxx Xxxxxxx Areaarea. The Committee will consist of three representatives of each party and the Director of Recruitment, Workforce Employment Equity or designate as ex officio member. Preference will be given to members from each of the designated groups. 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. While not Unless otherwise agreed upon, underrepresentation shall be understood to mean fewer bargaining unit members that identify as belonging to one or more of the equity seeking groups than the available data for the Xxxxxxx Xxxxxxx Area reports. For the 2017-2020 Collective Agreement the following minimum thresholds will be used when applying intersectional equity data: 1) Where there are fewer than 44% members in the hiring unit doing bargaining unit work that identify as women and/or where there are fewer than 30% members in the hiring unit who identify as racialized people ("visible minorities"), then an applicant that self- identifies as a designated racialized woman will be appointed. 2) If there are no racialized women candidates, then a candidate from the more underrepresented group will be appointed; 3) If there are no candidates under (1) or if the Federal Contractors Program the parties recognize and wish to remove any employment barri- ers and barriers to fair representation for employees hiring unit has met both thresholds in (1), then a candidate that self-identify identifies as LGBTQan Indigenous (Aboriginal) person and/or a person with a disability will be hired. 4) If there are no candidates from the under-represented groups, or if the hiring unit has met the threshold under (1), then a candidate that self-identifies as LGBTQ will be hired. Implementation Hiring Unit data for the most recent consecutive three contract years (or, during implementation, such period up to three contract years as is available) shall be used to establish hiring unit representation. Where issues of LGBTQ employees as interpretation, data or process arise during implementation, the fifth parties will review these at the Employment Equity group within the Collective Agreement will be done so as not to interfere with the Employer's Federal Contrac- tors Program obligations. Committee.

LABOUR/MANAGEMENT COMMITTEES. 5.01 5 .01 The Union and the Employer acknowledge the mutual benefits to be derived from joint consultation and approve the estab- lishment establishment of a Part-Time Librarian and Archivist Labour/Management Committee consisting of three representatives representa- tives from each partyparty . 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 agreementagreement . However, neither the Employer nor the Union shall act in a manner contrary to the recommendations of the Committee Commit- tee without having first informed the Committee in writing that it intends to do soso . A representative of each party shall be designated as a joint chairChair, and the two persons so designated shall alternate in presid- ing presiding over meetingsmeetings . Either chair Chair may call meetings on at least two weeks’ notice to the other members of the CommitteeCommittee . As appropri- ateappropriate, the parties may invite the Union and Employer representatives on the Security Advisory Community Safety Council to attend a Labour/Management Manage- ment Committee meeting to address any security safety issues on the agendaagenda . 5.02 An employee in the bargaining unit may be selected by 5 .02 As per Article 4 .04 .3, the union as a representative on and the employer agree to maintain the Joint Union CUPE 3903 – York Advisory Committee on Race/Ethnic Relations, Discrimination Dis- crimination and/or Harassment referred to in Article 5.02 discuss and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect to any member 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 in her employment relationship, by reason of race, colour, nationality, ancestry, place of origin, or native language (subject to Article 12 .02 .1) . The Committee shall consist of at least two representatives of each party . A representative of each party shall be selected by the Union designated as a representative 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 Employment Equity Committee referred to in Article 5.03 other members of the Xxxx 0 collective agreementCommittee . The Committee shall have its first meeting within six months of the signing of this agreement . The Committee may make recommendations to the Labour/Management Committee on these matters from time to time . 5.04 5 .03 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)Com- mittee . Effective on ratification of the renewal collective agreement, agreement the Employment Equity Committee will have access to the non-confidential findings of regular surveys sur- veys of all members of the bargaining units undertaken for the purposes of the Federal Con- tractors ProgramContractor’s Program . There are two types of surveys, regular and comprehensivecomprehensive . The first comprehensive surveys compre- hensive survey will be completed by initiated within two months of the end ratification of March 2009. The regular surveys are done on a monthly basis for new hires. The the first regular surveys will be carried out in June 2009collective agreement . The content of the surveys will include designated employment equity group voluntary self-identificationidentification . This information will be correlated with information about salaries, terminations and promotions for purposes of reportingreporting . Following ratification of the first collective agreement, a provision for vol- untary self-identification will be added to all applications for positions in the bargaining unit . The Committee’s mandate will further include setting goals and timetables for the elimination of any discriminatory practices and systemic barriers to equal opportunityopportunity . 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 per- sons persons with disabilities)) . Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practic- es practices in relation to recruitment recruit- ment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed com- pleted by the Employment Equity CommitteeCommittee . The Employment Equity Committee shall, within twelve months of first meeting, meeting after the ratification of the renewal collec- tive collective agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the partiesParties . This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following fol- lowing designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and womenwomen . Fair representation will be taken to mean a reflection of the population of these groups in the Xxxxxxx Xxxxxxx AreaGreater Toronto area . The Committee will consist of three representatives of each party and the Director of Recruitment, Workforce Employment Equity or designate as ex officio membermember . Preference will be given to members from each of the designated groupsdesig- nated groups . A representative of each party shall be designated as joint Chair and the two persons so designated shall alternate in the ChairChair . Either Chair may call meetings on at least two weeks’ notice to the other members of the CommitteeCommittee . While not The parties agree to make the definition of underrepresentation and the appli- cation of intersectionality data a designated group under priority for discussion on the Federal Contractors Program reconvening of the parties recognize and wish to remove any employment barri- ers and barriers to fair representation for employees that self-identify as LGBTQ. Implementation of LGBTQ employees as the fifth Employment Equity group within Committee following ratification of the Collective Agreement will be done so as not to interfere with the Employer's Federal Contrac- tors Program obligations. first collect- ive agreement .

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 establishment of a Part‐Time Librarian and Archivist 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 Em‐ ployer 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 chairChair, and the two persons so designated shall alternate in presid- ing presiding over meetings. Either chair Chair may call meetings on at least two weeks’ notice to the other members of the Committee. As appropri- ateappropriate, the parties may invite the Union and Employer representatives on the Security Advisory Community Safety Council to attend a Labour/Management Committee meeting to address any security safety issues on the agenda. 5.02 An employee in the bargaining unit may be selected by As per Article 4.04.3, the union as a representative on and the employer agree to maintain the Joint Union CUPE 3903 – York Advisory Committee on Race/Ethnic Relations, Discrimination and/or Harassment referred to in Article 5.02 discuss and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect to any member of the Unit 1 collective agreement bargaining unit in her employment relationship, by reason of race, colour, nationality, ancestry, place of origin, or native language (subject to Article 12.02.1). The Committee shall consist of at least two representatives of each party. 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 Employment Equity Committee referred to in Article 5.03 other members of the Unit 1 collective Committee. The Committee shall have its first meeting within six months of the signing of this agreement. The Committee may make recommendations to the La‐ xxxx/Management Committee on these matters from time to time. 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 Equi‐ ty Committee’s recommendation for funds to conduct the survey(s). Effective on ratification of the renewal collective agreement, agreement the Employment Equity Committee will have access to the non-confidential non‐confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Con- tractors Contractor’s Program. There are two types of surveys, regular and comprehensive. The first comprehensive surveys survey will be completed by initiated within two months of the end ratification of March 2009. The regular surveys are done on a monthly basis for new hires. The the first regular surveys will be carried out in June 2009collective agreement. The content of the surveys will include designated des‐ ignated employment equity group voluntary self-identificationself‐identification. This information infor‐ mation will be correlated with information about salaries, terminations and promotions for purposes of reporting. Following ratification of the first collective agreement, a provision for voluntary self‐identification will be added to all applications for positions in the bargaining unit. The Committee’s mandate will further include setting goals and timetables time‐ tables for the elimination of any discriminatory practices and systemic barriers barri‐ ers to equal opportunity. Issues to be addressed will include: recruitment of employees, selection procedures, job postings, Employer required and provided pro‐ vided training, salaries and benefits, and working conditions (including accommodation ac‐ commodation for per- sons persons with disabilities). Within 12 months of the ratification of the renewal collective agreementagree‐ ment, qualitative research on departmental hiring practic- es practices in relation to recruitment of employees, selection procedures, job postings, employer required re‐ quired and provided training, salaries and benefits, and working conditions will be completed by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting, meeting after the ratification of the renewal collec- tive collective agreement, develop de‐ velop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the partiesParties. This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation representa‐ tion of the following designated groups in bargaining unit employment: aboriginal abo‐ riginal peoples, persons with disabilities, visible minorities and women. Fair representation will be taken to mean a reflection of the population of these groups in the Xxxxxxx Xxxxxxx Areaarea. The Committee will consist of three representatives of each party and the Director of Recruitment, Workforce Employment Equity or designate as ex officio member. Preference will be given to members from each of the designated groups. 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. While not The parties agree to make the definition of underrepresentation and the application of intersectionality data a designated group under priority for discussion on the Federal Contractors Program recon‐ vening of the parties recognize and wish to remove any employment barri- ers and barriers to fair representation for employees that self-identify as LGBTQ. Implementation of LGBTQ employees as the fifth Employment Equity group within Committee following ratification of the Collective Agreement will be done so as not to interfere with the Employer's Federal Contrac- tors Program obligations. first collective agreement.

LABOUR/MANAGEMENT COMMITTEES. 5.01 The Union union and the Employer employer acknowledge the mutual benefits to be derived from joint consultation and approve the estab- lishment establishment of a LabourXx- xxxx/Management Committee consisting of three representatives from each party. The Committee shall function in an advisory capacity only, making recommendations to the Union union and/or the Employer 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 employer nor the Union 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 chairChair, and the two persons so designated shall alternate in presid- ing presiding over meetings. Either chair Chair may call meetings on at least two weeks’ notice to the other members of the Committee. As appropri- ateappropriate, the parties may invite the Union union and Employer 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 As per Article 4.04.3, the union as a representative on and the employer agree to maintain the Joint Union CUPE 3903 – York Advisory Committee on Race/Ethnic Relations, Discrimination and/or Harassment referred to in Article 5.02 discuss and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect to any member of the Unit 1 collective agreement bargaining unit in their employment relationship, by reason of race, colour, nationality, ancestry, place of origin, or native language (subject to Article 12.02.1). The Committee shall consist of at least two representatives of each party. 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 Employment Equity Committee referred to in Article 5.03 other members of the Unit 1 collective Committee. The Committee shall have its first meeting within six months of the signing of this agreement. The Committee may make recommendations to the Xx- xxxx/Management Committee on these matters from time to time. 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 union and the Employer 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-non- confidential findings of a census of all members of the bar- gaining bargaining 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 Employment Equity Committee’s recommendation for funds to conduct the survey(s). Effective on ratification of the renewal collective agreement, the Employment Equity Committee will have access to the non-confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Con- tractors Contractors Program. There are two types of surveys, regular and comprehensive. The first comprehensive surveys will be completed by the end of March 2009. The regular surveys are done on a monthly basis for new hires. The first regular surveys will be carried out in June 2009. The content will include designated employment equity group voluntary self-self- identification. This information will be correlated with information about salaries, terminations and promotions for purposes of reporting. The Committee’s mandate will further 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 employer required and provided training, salaries and benefits, and working conditions (including accommodation for per- sons persons with disabilities). Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practic- es practices in relation to recruitment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting, after the ratification of the renewal collec- tive collective agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the parties. This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and women. Fair representation will be taken to mean a reflection of the population of these groups in the Xxxxxxx Xxxxxxx Areaarea. The Committee will consist of three representatives of each party and the Director of Recruitment, Workforce Employment Equity or designate as ex officio member. Preference will be given to members from each of the designated groups. A representative of each party shall be designated as joint Chair and the two persons so designated shall alternate in the Chairchair. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. While not a designated group under the Federal Contractors Program the parties recognize and wish to remove any employment barri- ers and barriers to fair representation for employees that self-identify as LGBTQ. Implementation of LGBTQ employees as the fifth Employment Equity group within the Collective Agreement will be done so as not to interfere with the Employer's Federal Contrac- tors Program obligations. .

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 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 chairChair, and the two persons so designated shall alternate in presid- ing presiding over meetings. Either chair Chair may call meetings on at least two weeks’ notice to the other members of the Committee. As appropri- ateappropriate, the parties may invite the Union and Employer representatives on the Security Advisory Council to attend a Labour/Management Committee meeting Meeting to address any security issues on the agenda. 5.02 An employee in the bargaining unit may be selected by As per Article 4.04.3, the union as a representative on and the employer agree to maintain the Joint Union CUPE 3903 – York Advisory Committee on Race/Ethnic Relations, Discrimination and/or Harassment referred to in Article 5.02 discuss and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect to any member 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 in her employment relationship, by reason of race, colour, nationality, ancestry, place of origin, or native language (subject to Article 12.02.1). The Committee shall consist of at least two representatives of each party. A representative of each party shall be selected by the Union designated as a representative 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 Employment Equity Committee referred to in Article 5.03 other members of the Xxxx 0 collective Committee. The Committee shall have its first meeting within six months of the signing of this agreement. 5.04 . The Committee may make recommendations to the Labour/Management Committee on these matters from time to time. 5.03 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 bargaining 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 Employment Equity Committee’s recommendation for funds to conduct the survey(s). Effective on ratification of the renewal collective agreement, agreement the Employment Equity Committee will have access to the non-confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Con- tractors Contractor’s Program. There are two types of surveys, regular and comprehensive. The first comprehensive surveys will be completed by the end of March 2009. The regular surveys are done on a monthly basis for new hires. The first regular surveys will be carried out in June 2009. The content will include designated employment equity group voluntary self-identification. This information will be correlated with information about salaries, terminations and promotions for purposes of reporting. Effective on ratification of the renewal collective agreement, a provision for voluntary self-identification will be added to the unit 2 blanket applications. This data will be used to implement Articles 12.03.2, 23 and 24. The Committee’s mandate will further 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 per- sons persons with disabilities). Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practic- es practices in relation to recruitment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting, meeting after the ratification of the renewal collec- tive collective agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the partiesParties. This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and women. Fair representation will be taken to mean a reflection of the population of these groups in the Xxxxxxx Xxxxxxx Areaarea. The Committee will consist of three representatives of each party and the Director of Recruitment, Workforce Employment Equity or designate as ex officio member. Preference will be given to members from each of the designated groups. 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. While not a designated group under the Federal Contractors Program the parties recognize and wish to remove any employment barri- ers and barriers to fair representation for employees that self-identify as LGBTQ. Implementation of LGBTQ employees as the fifth Employment Equity group within the Collective Agreement will be done so as not to interfere with the Employer's Federal Contrac- tors Program obligations. .

LABOUR/MANAGEMENT COMMITTEES. 5.01 The Union union and the Employer employer acknowledge the mutual benefits to be derived from joint consultation and approve the estab- lishment establishment of a Labour/Management Committee Com- mittee consisting of three representatives from each party. The Committee shall function in an advisory capacity only, making recommendations to the Union union and/or the Employer 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 employer nor the Union 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 chairChair, and the two persons so designated shall alternate in presid- ing presiding over meetings. Either chair Chair may call meetings on at least two weeks’ ' notice to the other members of the Committee. As appropri- ateappropriate, the parties may invite the Union union and Employer representatives employer repre- sentatives 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 As per Article 4.04.3, the union as a representative on and the employer agree to maintain the Joint Union – CUPE 3903 - York Advisory Committee on Race/Ethnic Relations, Discrimination Discrimi- nation and/or Harassment referred to in Article 5.02 discuss and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or prac- tised with respect to any member 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 in her employment rela- tionship, by the Union as a representative on the Employment Equity Committee referred reason of race, colour, nationality, ancestry, place of origin, or native language (subject to in Article 5.03 of the Xxxx 0 collective agreement12.01. 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 will have access to the non-confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Con- tractors Program. There are two types of surveys, regular and comprehensive. The first comprehensive surveys will be completed by the end of March 2009. The regular surveys are done on a monthly basis for new hires. The first regular surveys will be carried out in June 2009. The content will include designated employment equity group voluntary self-identification. This information will be correlated with information about salaries, terminations and promotions for purposes of reporting. The Committee’s mandate will further 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 per- sons with disabilities). Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practic- es in relation to recruitment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting, after the ratification of the renewal collec- tive agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the parties. This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and women. Fair representation will be taken to mean a reflection of the population of these groups in the Xxxxxxx Xxxxxxx Area. The Committee will consist of three representatives of each party and the Director of Recruitment, Workforce Employment Equity or designate as ex officio member. Preference will be given to members from each of the designated groups. 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. While not a designated group under the Federal Contractors Program the parties recognize and wish to remove any employment barri- ers and barriers to fair representation for employees that self-identify as LGBTQ. Implementation of LGBTQ employees as the fifth Employment Equity group within the Collective Agreement will be done so as not to interfere with the Employer's Federal Contrac- tors Program obligations. .

LABOUR/MANAGEMENT COMMITTEES. 5.01 The Union union and the Employer employer acknowledge the mutual benefits to be derived from joint consultation and approve the estab- lishment establishment of a LabourXx- xxxx/Management Committee consisting of three representatives from each party. The Committee shall function in an advisory capacity only, making recommendations to the Union union and/or the Employer 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 employer nor the Union 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 chairChair, and the two persons so designated shall alternate in presid- ing presiding over meetings. Either chair Chair may call meetings on at least two weeks’ notice to the other members of the Committee. As appropri- ateappropriate, the parties may invite the Union union and Employer 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 As per Article 4.04.3, the union as a representative on and the employer agree to maintain the Joint Union CUPE 3903 – York Advisory Committee on Race/Ethnic Relations, Discrimination and/or Harassment referred to in Article 5.02 discuss and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect to any member of the Unit 1 collective agreement bargaining unit in her employment relationship, by reason of race, colour, nationality, ancestry, place of origin, or native language (subject to Article 12.02.1). The Committee shall consist of at least two representatives of each party. 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 Employment Equity Committee referred to in Article 5.03 other members of the Unit 1 collective Committee. The Committee shall have its first meeting within six months of the signing of this agreement. February 10, 2020 version The Committee may make recommendations to the Xx- xxxx/Management Committee on these matters from time to time. 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 union and the Employer 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-non- confidential findings of a census of all members of the bar- gaining bargaining 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 Employment Equity Committee’s recommendation for funds to conduct the survey(s). Effective on ratification of the renewal collective agreement, the Employment Equity Committee will have access to the non-confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Con- tractors Contractors Program. There are two types of surveys, regular and comprehensive. The first comprehensive surveys will be completed by the end of March 2009. The regular surveys are done on a monthly basis for new hires. The first regular surveys will be carried out in June 2009. The content will include designated employment equity group voluntary self-identification. This information will be correlated with information about salaries, terminations and promotions for purposes of reporting. The Committee’s mandate will further 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 employer required and provided training, salaries and benefits, and working conditions (including accommodation for per- sons persons with disabilities). Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practic- es practices in relation to recruitment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting, after the ratification of the renewal collec- tive collective agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the parties. This plan will address the removal of employment barriers in order to February 10, 2020 version achieve the ultimate goal of fair representation of the following designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and women. Fair representation will be taken to mean a reflection of the population of these groups in the Xxxxxxx Xxxxxxx AreaGreater Toronto area. The Committee will consist of three representatives of each party and the Director of Recruitment, Workforce Employment Equity or designate as ex officio member. Preference will be given to members from each of the designated groups. A representative of each party shall be designated as joint Chair and the two persons so designated shall alternate in the Chairchair. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. 5.03.1 No later than 3 months following the ratification of the 2014-17 collective agreement, the Employment Equity Committee will be convened to develop a plan for the inclusion of LGBTQ as an employment equity group under the collective agreement and the CUPE 3903 Employment Equity Plan, taking into account the absence of reliable external and internal representational data. The Plan to include LGBTQ as an employment equity group will be recommended to the Parties and the agreed upon plan will be promptly implemented. Unless otherwise agreed upon, underrepresentation shall be understood to mean fewer bargaining unit members that identify as belonging to one or more of the equity- seeking groups than the available data for the Greater Toronto Area reports. For the 2017-2020 Collective Agreement the following minimum thresholds will be used when applying intersectional equity data: 1) Where there are fewer than 44% members in the hiring unit doing bargaining unit work that identify as women and/or where there are fewer than 30% members in the hiring unit who identify as racialized people ("visible minorities"), then an applicant that self-identifies as a racialized woman will be appointed. 2) If there are no racialized women candidates, then a candidate from the more underrepresented group will be appointed; 3) If there are no candidates under (1) or if the hiring unit has met both thresholds in (1), then a candidate that self-identifies as an Indigenous (Aboriginal) person and/or a person with a disability will be hired. 4) If there are no candidates from the under-represented groups, or if the hiring unit has met the threshold under (1), then a candidate that self-identifies as LGBTQ will be hired. Hiring Unit data for the most recent consecutive three contract years (or, during implementation, such period up to three contract years as is available) shall be used to February 10, 2020 version establish hiring unit representation. Where issues of interpretation, data or process arise during implementation, the parties will review these at the Employment Equity Committee. 5.03.2 While not a designated group under the Federal Contractors Program Program, the parties recognize and wish to remove any employment barri- ers barriers and barriers to fair representation for employees that self-identify as LGBTQ. Implementation of LGBTQ identified employees as the fifth Employment Equity group within the Collective Agreement will be done so as not to interfere with the Employer's Federal Contrac- tors Contractor Program obligations. .

LABOUR/MANAGEMENT COMMITTEES. 5.01 The Union union and the Employer employer acknowledge the mutual benefits to be derived from joint consultation and approve the estab- lishment establishment of a Labour/Management Manage‑ ment Committee consisting of three representatives from each party. The Committee shall function in an advisory capacity only, making recommendations recommen‑ dations to the Union union and/or the Employer 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 employer nor the Union 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 representa‑ tive of each party shall be designated as a joint chairChair, and the two persons so designated shall alternate in presid- ing presiding over meetings. Either chair Chair may call meetings on at least two weeks’ notice to the other members of the Committee. As appropri- ateappropriate, the parties may invite the Union union and Employer 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 As per Article 4.04.3, the union as a representative on and the employer agree to maintain the Joint Union CUPE 3903 – York Advisory Committee on Race/Ethnic Relations, Discrimination Dis‑ crimination and/or Harassment referred to in Article 5.02 discuss and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect to any member of the Unit 1 collective agreement bargaining unit in her employment relationship, by reason of race, colour, nationality, ancestry, place of origin, or native language (subject to Article 12.02.1). The Committee shall consist of at least two representatives of each party. 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 Employment Equity Committee referred to in Article 5.03 other members of the Unit 1 collective Committee. The Committee shall have its first meeting within six months of the signing of this agreement. The Committee may make recommendations to the Labour/Management Committee on these matters from time to time. 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 union and the Employer employer agree to maintain an Employment Equity Committee Com‑ mittee to meet within one month of the signing of the 2002-2005 2002‑2005 collective agreement. The Employment Equity Committee will have access to the non-confidential non‑confiden‑ tial findings of a census of all members of the bar- gaining bargaining units and graduate students at York University to be conducted by the Employment Equity Office following the ratification of the 2002-2005 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 Employment Equity Committee’s recommendation for funds to conduct the survey(s). Effective on ratification of the renewal collective agreement, the Employment Equity Committee will have access to the non-confidential non‑confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Con- tractors Contractors Program. There are two types of surveys, regular and comprehensive. The first comprehensive com‑ prehensive surveys will be completed by the end of March 2009. The regular surveys are done on a monthly basis for new hires. The first regular surveys will be carried out in June 2009. The content will include designated employment employ‑ ment equity group voluntary self-identificationself‑identification. This information will be correlated with information about salaries, terminations and promotions for purposes of reporting. The Committee’s mandate will further 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 employer required and provided training, salaries and benefits, and working conditions (including accommodation for per- sons persons with disabilities). Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practic- es practices in relation to recruitment recruit‑ ment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed com‑ pleted by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting, after the ratification of the renewal collec- tive collective agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the parties. This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following fol‑ lowing designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and women. Fair representation will be taken to mean a reflection of the population of these groups in the Xxxxxxx Xxxxxxx AreaGreater Toronto area. The Committee will consist of three representatives of each party and the Director Dir‑ ector of Recruitment, Workforce Employment Equity or designate as ex officio member. Preference will be given to members from each of the designated groups. A representative of each party shall be designated as joint Chair and the two persons so designated shall alternate in the Chairchair. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. While not a designated group under the Federal Contractors Program the parties recognize and wish to remove any employment barri- ers and barriers to fair representation for employees that self-identify as LGBTQ. Implementation of LGBTQ employees as the fifth Employment Equity group within the Collective Agreement will be done so as not to interfere with the Employer's Federal Contrac- tors Program obligations. .

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 establishment of a Labour/Management Committee consisting of three representatives from each partyParty. 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 agreementAgreement. 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 Party shall be designated as a joint chairchairperson, and the two persons so designated shall alternate in presid- ing presiding over meetings. Either chair Chairperson may call meetings on at least two weeks’ ' notice to the other members of the Committee. . 5.02 As appropri- ateper Article 4.02.9, the parties may invite the Union and the Employer representatives on the Security Advisory Council agree 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 maintain the Joint Union – CUPE 3903 York Advisory Committee on Race/Ethnic Relations, Discrimination and/or Harassment referred to in Article 5.02 discuss and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect to any member of the Unit 1 collective agreement bargaining unit in her employment relationship, by reason of race, colour, nationality, ancestry, place of origin, or native language (subject to Article 12.02.1). The Committee shall consist of at least two representatives of each Party. A representative of each Party shall be designated as a joint chairperson, and the two persons so designated shall alternate in presiding over meetings. Either chairperson may call meetings on at least two weeks' notice to the Employment Equity Committee referred to in Article 5.03 other members of the Unit 1 collective agreementCommittee. The Committee shall have its first meeting within six months of the signing of this Agreement. The Committee may make recommendations to the Labour/Management Committee on these matters from time to time. 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 agreementthis Collective Agreement. The Employment Equity Committee will have access to the non-non confidential findings of a census of all members of the bar- gaining bargaining units and graduate students at York University to be conducted by the Employment Equity Office following the ratification of the 2002-2005 collective agreementOffice. 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 Employer shall not unreasonably deny the Em- ployment Employment Equity Committee’s 's recommendation for funds to conduct the survey(s). Effective on ratification of the renewal collective agreement, the Employment Equity Committee will have access to the non-confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Con- tractors Program. There are two types of surveys, regular and comprehensive. The first comprehensive surveys will be completed by the end of March 2009. The regular surveys are done on a monthly basis for new hires. The first regular surveys will be carried out in June 2009. The content will include designated employment equity group voluntary self-identification. This information will be correlated with information about salaries, terminations and promotions for purposes of reporting. The Committee’s 's mandate will further 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 employer required and provided training, salaries and benefits, and working conditions (including accommodation for per- sons persons with disabilities). Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practic- es in relation to recruitment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting, after the ratification of the renewal collec- tive agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the partiesParties. This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and women. Fair representation will be taken to mean a reflection of the population of these groups in the Xxxxxxx Xxxxxxx Areaarea. The Committee will consist of three four representatives of each party Party and the Director of Recruitment, Workforce Employment Equity or designate Coordinator as ex officio member. Preference will be given to members from each of the designated groups. A representative of each party Party shall be designated as joint Chair chairperson and the two persons so of designated shall alternate in the Chairchair. Either Chair chairperson may call meetings on at least two weeks’ ' notice to the other members of the Committee. While not a designated group under the Federal Contractors Program the parties recognize and wish to remove any employment barri- ers and barriers to fair representation for employees that self-identify as LGBTQ. Implementation of LGBTQ employees as the fifth Employment Equity group within the Collective Agreement will be done so as not to interfere with the Employer's Federal Contrac- tors Program obligations. .other

LABOUR/MANAGEMENT COMMITTEES. 5.01 The Union union and the Employer employer acknowledge the mutual benefits to be derived from joint consultation and approve the estab- lishment 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 union and/or the Employer 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 employer nor the Union 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 chairChair, and the two persons so designated shall alternate in presid- ing presiding over meetings. Either chair Chair may call meetings on at least two weeks’ notice to the other members of the Committee. As appropri- ateappropriate, the parties may invite the Union union and Employer 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 . to discuss and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect to any member of the bargaining unit may be selected in their employment relationship, by the union as a representative on the Joint Union – York Advisory Committee on Race/Ethnic Relationsreason of race, Discrimination and/or Harassment referred colour, nationality, ancestry, place of origin, or native language (subject 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(s12.02.1). Effective on ratification of the renewal collective agreement, the Employment Equity Committee will have access to the non-confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Con- tractors Program. There are two types of surveys, regular and comprehensive. The first comprehensive surveys will be completed by the end of March 2009. The regular surveys are done on a monthly basis for new hires. The first regular surveys will be carried out in June 2009. The content will include designated employment equity group voluntary self-identification. This information will be correlated with information about salaries, terminations and promotions for purposes of reporting. The Committee’s mandate will further 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 per- sons with disabilities). Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practic- es in relation to recruitment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting, after the ratification of the renewal collec- tive agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the parties. This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and women. Fair representation will be taken to mean a reflection of the population of these groups in the Xxxxxxx Xxxxxxx Area. The Committee will shall consist of three at least two representatives of each party and the Director of Recruitment, Workforce Employment Equity or designate as ex officio member. Preference will be given to members from each of the designated groupsparty. A representative of each party shall be designated as a joint Chair Chair, and the two persons so designated shall alternate in the Chairpresiding over meetings. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. While not a designated group under The Committee shall have its first meeting within six months of the Federal Contractors Program signing of this agreement. The Committee may make recommendations to the parties recognize and wish Labour/Management Committee on these matters from time to remove any employment barri- ers and barriers to fair representation for employees that self-identify as LGBTQ. Implementation of LGBTQ employees as the fifth Employment Equity group within the Collective Agreement will be done so as not to interfere with the Employer's Federal Contrac- tors Program obligations. time.

LABOUR/MANAGEMENT COMMITTEES. 5.01 5 .01 The Union and the Employer acknowledge the mutual benefits to be derived from joint consultation and approve the estab- lishment establishment of a Labour/Management Manage- ment Committee consisting of three representatives from each partyparty . The Committee shall function in an advisory capacity only, making recommendations recommenda- tions 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 agreementagreement . 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 soso . A representative representa- tive of each party shall be designated as a joint chair, and the two persons so designated shall alternate in presid- ing presiding over meetingsmeetings . Either chair may call meetings on at least two weeks’ notice to the other members of the CommitteeCommittee . As appropri- ateappropriate, 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 agendaagenda . 5.02 5 .02 An employee in the bargaining unit may be selected by the union as a representative rep- resentative on the Joint Union – York Advisory Committee on Race/Ethnic Relations, Discrimination and/or Harassment referred to in Article 5.02 5 .02 of the Unit 1 Xxxx 0 collective agreement and on the Employment Equity Committee referred to in Article 5 .03 of the Xxxx 0 collective agreement . 5 .03 An employee in the bargaining unit may be selected by the Union as a repre- sentative on the Employment Equity Committee referred to in Article 5.03 of the Unit 1 collective agreementagreement . 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 5 .04 The Union and the Employer agree to maintain an Employment Equity Committee Com- mittee to meet within one month of the signing of the 2002-2005 collective agreementagreement . The Employment Equity Committee will have access to the non-confidential confiden- tial findings of a census of all members of the bar- gaining bargaining units and graduate students at York University to be conducted by the Employment Equity Office following the ratification of the 2002-2005 collective agreementagreement . 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 Employment Equity Committee’s recommendation for funds to conduct the survey(s). Effective on ratification of the renewal collective agreement, the Employment Equity Committee will have access to the non-confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Con- tractors ProgramContractors Program . There are two types of surveys, regular and comprehensivecomprehensive . The first comprehensive com- prehensive surveys will be completed by the end of March 20092009 . The regular surveys are done on a monthly basis for new hireshires . The first regular surveys will be carried out in June 20092009 . The content will include designated employment employ- ment equity group voluntary self-identification. This information will be correlated with information about salaries, terminations and promotions for purposes of reportingreporting . The Committee’s mandate will further include setting goals and timetables for the elimination of discriminatory practices and systemic barriers to equal opportunityopportunity . 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 per- sons persons with disabilities)) . Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practic- es practices in relation to recruitment recruit- ment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed com- pleted by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting, after the ratification of the renewal collec- tive collective agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the partiesparties . This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following fol- lowing designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and womenwomen . Fair representation will be taken to mean a reflection of the population of these groups in the Xxxxxxx Xxxxxxx AreaGreater Toronto Area . The Committee will consist of three representatives of each party and the Director of Recruitment, Workforce Employment Equity or designate as ex officio membermember . Preference will be given to members from each of the designated groupsdesig- nated groups . A representative of each party shall be designated as joint Chair and the two persons so designated shall alternate in the ChairChair . Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. While not a designated group under the Federal Contractors Program the parties recognize and wish to remove any employment barri- ers and barriers to fair representation for employees that self-identify as LGBTQ. Implementation of LGBTQ employees as the fifth Employment Equity group within the Collective Agreement will be done so as not to interfere with the Employer's Federal Contrac- tors Program obligations. Committee .

LABOUR/MANAGEMENT COMMITTEES. 5.01 5 .01 The Union union and the Employer employer acknowledge the mutual benefits to be derived from joint consultation and approve the estab- lishment establishment of a Labour/Management Manage‑ ment Committee consisting of three representatives from each partyparty . The Committee shall function in an advisory capacity only, making recommendations recommen‑ dations to the Union union and/or the Employer employer with respect to its discussions and conclusions and shall not have the power to add to or modify the terms of this agreementagreement . However, neither the Employer employer nor the Union 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 soso . A representative representa‑ tive of each party shall be designated as a joint chairChair, and the two persons so designated shall alternate in presid- ing presiding over meetingsmeetings . Either chair Chair may call meetings on at least two weeks’ notice to the other members of the CommitteeCommittee . As appropri- ateappropriate, the parties may invite the Union union and Employer employer representatives on the Security Advisory Council to attend a Labour/Management Committee meeting to address any security issues on the agendaagenda . 5.02 An employee in the bargaining unit may be selected by 5 .02 As per Article 4 .04 .3, the union as a representative on and the employer agree to maintain the Joint Union CUPE 3903 – York Advisory Committee on Race/Ethnic Relations, Discrimination Dis‑ crimination and/or Harassment referred to in Article 5.02 discuss and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect to any member 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 in her employment relationship, by reason of race, colour, nationality, ancestry, place of origin, or native language (subject to Article 12 .02 .1) . The Committee shall consist of at least two representatives of each party . A representative of each party shall be selected by the Union designated as a representative 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 Employment Equity Committee referred to in Article 5.03 other members of the Xxxx 0 collective agreementCommittee . The Committee shall have its first meeting within six months of the signing of this agreement . The Committee may make recommendations to the Labour/Management Committee on these matters from time to time . 5.04 5 .03 The Union union and the Employer employer agree to maintain an Employment Equity Committee Com‑ mittee to meet within one month of the signing of the 2002-2005 2002‑2005 collective agreementagreement . The Employment Equity Committee will have access to the non-confidential non‑confiden‑ tial findings of a census of all members of the bar- gaining bargaining units and graduate students at York University to be conducted by the Employment Equity Office following the ratification of the 2002-2005 2002‑2005 collective agreementagreement . The Employment Equity Committee may ask the Institute for Social Research to do specific analyses of data collected in connection with the Employment Equity surveysurvey . The employer shall not unreasonably deny the Em- ployment Employment Equity Committee’s recommendation for funds to conduct the survey(s)) . Effective on ratification of the renewal collective agreement, the Employment Equity Committee will have access to the non-confidential non‑confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Con- tractors ProgramContractors Program . There are two types of surveys, regular and comprehensivecomprehensive . The first comprehensive com‑ prehensive surveys will be completed by the end of March 20092009 . The regular surveys are done on a monthly basis for new hireshires . The first regular surveys will be carried out in June 20092009 . The content will include designated employment employ‑ ment equity group voluntary self-identificationself‑identification . This information will be correlated with information about salaries, terminations and promotions for purposes of reportingreporting . The Committee’s mandate will further include setting goals and timetables for the elimination of discriminatory practices and systemic barriers to equal opportunityopportunity . Issues to be addressed will include: recruitment of employees, selection procedures, job postings, Employer employer required and provided training, salaries and benefits, and working conditions (including accommodation for per- sons persons with disabilities)) . Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practic- es practices in relation to recruitment recruit‑ ment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed com‑ pleted by the Employment Equity CommitteeCommittee . The Employment Equity Committee shall, within twelve months of first meeting, after the ratification of the renewal collec- tive collective agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the partiesparties . This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following fol‑ lowing designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and womenwomen . Fair representation will be taken to mean a reflection of the population of these groups in the Xxxxxxx Xxxxxxx AreaGreater Toronto area . The Committee will consist of three representatives of each party and the Director Dir‑ ector of Recruitment, Workforce Employment Equity or designate as ex officio membermember . Preference will be given to members from each of the designated groupsgroups . A representative of each party shall be designated as joint Chair and the two persons so designated shall alternate in the Chairchair . Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. While not a designated group under the Federal Contractors Program the parties recognize and wish to remove any employment barri- ers and barriers to fair representation for employees that self-identify as LGBTQ. Implementation of LGBTQ employees as the fifth Employment Equity group within the Collective Agreement will be done so as not to interfere with the Employer's Federal Contrac- tors Program obligations. Committee .

LABOUR/MANAGEMENT COMMITTEES. 5.01 The Union union and the Employer employer acknowledge the mutual benefits to be derived from joint consultation and approve the estab- lishment establishment of a LabourXx- xxxx/Management Committee consisting of three representatives from each party. The Committee shall function in an advisory capacity only, making recommendations to the Union union and/or the Employer 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 employer nor the Union 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 chairChair, and the two persons so designated shall alternate in presid- ing presiding over meetings. Either chair Chair may call meetings on at least two weeks’ notice to the other members of the Committee. As appropri- ateappropriate, the parties may invite the Union union and Employer 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 As per Article 4.04.3, the union as a representative on and the employer agree to maintain the Joint Union CUPE 3903 – York Advisory Committee on Race/Ethnic Relations, Discrimination and/or Harassment referred to in Article 5.02 discuss and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect to any member of the Unit 1 collective agreement bargaining unit in their employment relationship, by reason of race, colour, nationality, ancestry, place of origin, or native language (subject to Article 12.02.1). The Committee shall consist of at least two representatives of each party. 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 Employment Equity Committee referred to in Article 5.03 other members of the Unit 1 collective Committee. The Committee shall have its first meeting within six months of the signing of this agreement. The Committee may make recommendations to the Xx- xxxx/Management Committee on these matters from time to time. 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 union and the Employer 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-non- confidential findings of a census of all members of the bar- gaining bargaining 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 Employment Equity Committee’s recommendation for funds to conduct the survey(s). Effective on ratification of the renewal collective agreement, the Employment Equity Committee will have access to the non-confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Con- tractors Contractors Program. There are two types of surveys, regular and comprehensive. The first comprehensive surveys will be completed by the end of March 2009. The regular surveys are done on a monthly basis for new hires. The first regular surveys will be carried out in June 2009. The content will include designated employment equity group voluntary self-self- identification. This information will be correlated with information about salaries, terminations and promotions for purposes of reporting. The Committee’s mandate will further 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 employer required and provided training, salaries and benefits, and working conditions (including accommodation for per- sons persons with disabilities). Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practic- es practices in relation to recruitment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting, after the ratification of the renewal collec- tive collective agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the parties. This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and women. Fair representation will be taken to mean a reflection of the population of these groups in the Xxxxxxx Xxxxxxx AreaGreater Toronto area. The Committee will consist of three representatives of each party and the Director of Recruitment, Workforce Employment Equity or designate as ex officio member. Preference will be given to members from each of the designated groups. A representative of each party shall be designated as joint Chair and the two persons so designated shall alternate in the Chairchair. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. While not a designated group under the Federal Contractors Program the parties recognize and wish to remove any employment barri- ers and barriers to fair representation for employees that self-identify as LGBTQ. Implementation of LGBTQ employees as the fifth Employment Equity group within the Collective Agreement will be done so as not to interfere with the Employer's Federal Contrac- tors Program obligations. .

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 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 chairChair, and the two persons so designated shall alternate in presid- ing presiding over meetings. Either chair Chair may call meetings on at least two weeks’ notice to the other members of the Committee. As appropri- ateappropriate, the parties may invite the Union and Employer representatives on the Security Advisory Council to attend a Labour/Management Committee meeting Meeting to address any security issues on the agenda. 5.02 An employee in the bargaining unit may be selected by As per Article 4.04.3, the union as a representative on and the employer agree to maintain the Joint Union CUPE 3903 – York Advisory Committee on Race/Ethnic Relations, Discrimination and/or Harassment referred to in Article 5.02 discuss and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect to any member of the Unit 1 collective agreement bargaining unit in their employment relationship, by reason of race, colour, nationality, ancestry, place of origin, or native language (subject to Article 12.02.1). The Committee shall consist of at least two representatives of each party. 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 Employment Equity Committee referred to in Article 5.03 other members of the Unit 1 collective Committee. The Committee shall have its first meeting within six months of the signing of this agreement. The Committee may make recommendations to the Labour/Management Committee on these matters from time to time. 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 bargaining 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 Employment Equity Committee’s recommendation for funds to conduct the survey(s). Effective on ratification of the renewal collective agreement, agreement the Employment Equity Committee will have access to the non-confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Con- tractors Contractor’s Program. There are two types of surveys, regular and comprehensive. The first comprehensive surveys will be completed by the end of March 2009. The regular surveys are done on a monthly basis for new hires. The first regular surveys will be carried out in June 2009. The content will include designated employment equity group voluntary self-identification. This information will be correlated with information about salaries, terminations and promotions for purposes of reporting. Effective on ratification of the renewal collective agreement, a provision for voluntary self-identification will be added to the unit 2 blanket applications. This data will be used to implement Articles 12.03.2, 23 and 24. The Committee’s mandate will further 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 per- sons persons with disabilities). Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practic- es practices in relation to recruitment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting, meeting after the ratification of the renewal collec- tive collective agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the partiesParties. This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and women. Fair representation will be taken to mean a reflection of the population of these groups in the Xxxxxxx Xxxxxxx AreaGreater Toronto area. The Committee will consist of three representatives of each party and the Director of Recruitment, Workforce Employment Equity or designate as ex officio member. Preference will be given to members from each of the designated groups. 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. While not a designated group under Unless otherwise agreed upon, underrepresentation shall be understood to mean fewer bargaining unit members that identify as belonging to one or more of the Federal Contractors Program equity seeking groups than the parties recognize and wish to remove any employment barri- ers and barriers to fair representation available data for employees the Greater Toronto Area reports. For the 2017-2020 Collective Agreement the following minimum thresholds will be used when applying intersectional equity data: (1) Where there are fewer than 44% members in the hiring unit doing bargaining unit work that identify as women and/or where there are fewer than 30% members in the hiring unit who identify as racialized people ("visible minorities"), then an applicant that self-identify identifies as LGBTQa racialized woman will be appointed. (2) If there are no racialized women candidates, then a candidate from the more underrepresented group will be appointed; (3) If there are no candidates under (1) or if the hiring unit has met both thresholds in (1), then a candidate that self-identifies as an Indigenous (Aboriginal) person and/or a person with a disability will be hired. (4) If there are no candidates from the under-represented groups, or if the hiring unit has met the threshold under (1), then a candidate that self-identifies as LGBTQ will be hired. Implementation Hiring Unit data for the most recent consecutive three contract years (or, during implementation, such period up to three contract years as is available) shall be used to establish hiring unit representation. Where issues of LGBTQ employees as interpretation, data or process arise during implementation, the fifth parties will review these at the Employment Equity group within the Collective Agreement will be done so as not to interfere with the Employer's Federal Contrac- tors Program obligations. Committee.