Common use of LABOUR/MANAGEMENT COMMITTEES Clause in Contracts

LABOUR/MANAGEMENT COMMITTEES. ‌ 26:01 The Employer and the Union agree to the formation of Labour Management Committees. 26:02 The Union shall designate five (5) members of the Union who are employees of the Employer as well as one (1) staff member of the Union to act as the Union’s representatives on the Committees. 26:03 The Employer shall have equal representation on the Committees. 26:04 The Committees, at their first meeting shall mutually agree upon a Chairperson and a Secretary of the Committee. 26:05 The Committees shall meet quarterly, but may meet more or less frequently as may be considered necessary by mutual agreement between the Union and the Employer. All meetings shall be held on the premises of the Employer’s Head Office unless otherwise mutually agreed upon. 26:06 Wherever possible an agenda should be prepared at least two (2) weeks prior to each meeting and items for the agenda should be forwarded to the Secretary for preparation of the agenda. 26:07 Minutes of all meetings are to be recorded and distributed by the Secretary within ten (10) working days following each meeting to each member of the Committee. (a) The main purpose of the Committees is for the exchange of information, the seeking and considering of the advice and view of each party with appropriate opportunity provided to discuss and comment in a genuine manner and recommendations made wherever possible. (b) The above does not imply unanimous or majority agreement, nor does it interfere with Employer or Union rights arising out of the Collective Agreement. (c) The Labour Management Committees shall not be used as vehicles for settling disputes which should be processed through the Grievance and Arbitration Procedure. 26:09 The Committees shall not deal with grievances which are in the course of being processed as provided within the Grievance Procedure of this Collective Agreement. 26:10 The Committee members shall be allowed time off with pay, including travelling time for purposes of attendance at Committee meetings and for business arising from Committee decisions at the direction of the Committee. 26:11 Where an employee(s) submit material which is to be considered by the Committees, the Employer at its discretion may or may not request the presence of the individual(s) concerned to be in attendance at the meeting for purposes of discussion and any expenses incurred will be paid by the Employer. 26:12 Part-time employees will be allowed to participate in Labour Management Committees.

LABOUR/MANAGEMENT COMMITTEES. ‌ 26:01 5.01 The Employer Union and the Union agree Employer acknowledge the mutual benefits to be derived from joint consultation and approve the establishment of a Labour/Management Committee consisting of three representatives from each party. The Committee shall function in an advisory capacity only, making recommendations to the formation 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 Labour Management Committees. 26:02 The this agreement. However, neither the Employer nor the Union shall designate five (5) act in a manner contrary to the recommendations of the Committee without having first informed the Committee in writing that it intends to do so. A representative of each party shall be designated as a joint Chair, and the two persons so designated shall alternate in presiding over meetings. Either Chair may call meetings on at least two weeks’ notice to the other members of the Union who are employees of Committee. As appropriate, the Employer as well as one (1) staff member of parties may invite the Union to act as the Union’s and Employer representatives on the Committees. 26:03 The Employer shall have equal representation Security Advisory Council to attend a Labour/Management Committee Meeting to address any security issues on the Committees. 26:04 The Committees, at their first meeting shall mutually agree upon a Chairperson and a Secretary of the Committee. 26:05 The Committees shall meet quarterly, but may meet more or less frequently as may be considered necessary by mutual agreement between the Union and the Employer. All meetings shall be held on the premises of the Employer’s Head Office unless otherwise mutually agreed upon. 26:06 Wherever possible an agenda should be prepared at least two (2) weeks prior to each meeting and items for the agenda should be forwarded to the Secretary for preparation of the agenda. 26:07 Minutes of all meetings are 5.02 As per Article 4.04.3, the union and the employer agree to be recorded maintain the Joint CUPE 3903 – York Advisory Committee on Race/Ethnic Relations, Discrimination and/or Harassment to discuss and distributed by the Secretary within ten (10) working days following each meeting investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect to each any member of the Committee. bargaining unit in their employment relationship, by reason of race, colour, nationality, ancestry, place of origin, or native language (a) subject to Article 12.02.1). The main purpose Committee shall consist of the Committees is for the exchange at least two representatives of information, the seeking and considering of the advice and view each party. A representative of each party with appropriate opportunity provided 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 discuss and comment in a genuine manner and the other members of the Committee. The Committee shall have its first meeting within six months of the signing of this agreement. The Committee may make recommendations made wherever possibleto the Labour/Management Committee on these matters from time to time. (b) 5.03 The above does not imply unanimous or majority agreement, nor does it interfere with Union and the Employer or Union rights arising out agree to maintain an Employment Equity Committee to meet within one month of the Collective Agreement. (c) signing of the 2002-2005 collective agreement. The Labour Management Committees Employment Equity Committee will have access to the non- confidential findings of a census of all members of the 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 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 Contractor’s Program. There are two types of surveys, regular and comprehensive. The first comprehensive surveys will be used as vehicles completed by the end of March 2009. The regular surveys are done on a monthly basis for settling disputes which should new hires. The first regular surveys will be processed through the Grievance 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 Arbitration Procedure. 26:09 The Committees shall not deal with grievances which are in the course of being processed as provided within the Grievance Procedure of this Collective Agreement. 26:10 The Committee members shall be allowed time off with pay, including travelling time promotions for purposes of attendance 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 persons with disabilities). Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring 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 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 Greater 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 Committee meetings and for business arising from Committee decisions at least two weeks’ notice to the direction 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 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. 26:11 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 an employee(s) submit material which is to be considered by the Committeesissues of interpretation, data or process arise during implementation, the Employer at its discretion may or may not request the presence of the individual(s) concerned to be in attendance parties will review these at the meeting for purposes of discussion and any expenses incurred will be paid by the EmployerEmployment Equity Committee. 26:12 Part-time employees will be allowed to participate in Labour Management Committees.

LABOUR/MANAGEMENT COMMITTEES. ‌ 26:01 27:01 The Employer Commission and the Union agree to the formation of Labour Management Committees. 26:02 27:02 The Union shall designate five (5) members of the Union who are employees of the Employer Commission as well as one (1) staff member of the Union to act as the Union’s representatives on the Committees. 26:03 27:03 The Employer Commission shall have equal representation on the Committees. 26:04 27:04 The Committees, at their first meeting shall mutually agree upon a Chairperson and a Secretary of the Committee. 26:05 27:05 The Committees committees shall meet quarterly, but may meet more or less frequently as may be considered necessary by mutual agreement between the Union and the Employer. All meetings shall be held on the premises of the Employer’s Head Office unless otherwise mutually agreed upon.the 26:06 27:06 Wherever possible an agenda should be prepared at least two (2) weeks prior to each meeting and items for the agenda should be forwarded to the Secretary for preparation of the agenda. 26:07 27:07 Minutes of all meetings are to be recorded and distributed by the Secretary within ten (10) working days following each meeting to each member of the Committee. (a) The main purpose of the Committees is for the exchange of information, the seeking and considering of the advice and view of each party with appropriate opportunity provided to discuss and comment in a genuine manner and recommendations made wherever possible. (b) The above does not imply unanimous or majority agreement, nor does it interfere with Employer Commission or Union rights arising out of the Collective Agreement. (c) The Labour Management Committees shall not be used as vehicles for settling disputes which should be processed through the Grievance and Arbitration Procedure. 26:09 27:09 The Committees shall not deal with grievances which are in the course of being processed as provided within the Grievance Procedure of this Collective Agreement. 26:10 27:10 The Committee members shall be allowed time off with pay, including travelling time for purposes of attendance at Committee meetings and for business arising from Committee decisions at the direction of the Committee. 26:11 27:11 Where an employee(s) submit material which is to be considered by the Committees, the Employer Commission at its discretion may or may not request the presence of the individual(s) concerned to be in attendance at the meeting for purposes of discussion and any expenses incurred will be paid by the EmployerCommission. 26:12 Part-time employees will be allowed to participate in Labour Management Committees.