Common use of Labour Relations Committee Clause in Contracts

Labour Relations Committee. 12.1 The parties shall establish a joint Labour Relations Committee to discuss and resolve matters of interest between the parties. 12.2 The objectives of the Labour Relations Committee shall include: (a) establishing and maintaining a positive and constructive relationship between the Association and the Employer; (b) working together to resolve Association and Employer issues and concerns related to the workplace; (c) issues arising from the administration of the collective agreement. 12.3.1 The Labour Relations Committee shall be comprised of the two (2) AMAPCEO Workplace Representatives, and two (2) representatives from the Hospital. Each party may be accompanied by an employee resource person as needed. 12.3.2 The employee members of the committee, and any employee resource person accompanying them, shall be entitled to time off with pay and with no loss of credits for meeting time, for reasonable preparation, and travel time. Such time off shall not be unreasonably denied as long as proper notice is given. 12.3.3 The Committee shall have Hospital and Association Co-chairs and each party shall have one (1) vote on the Committee. Quorum for meetings shall be two (2) members from each of the Employer and Association side of the Committee. 12.3.4 The Committee shall meet monthly or as otherwise agreed. 12.4 Information of a confidential nature disclosed at the Labour Relations Committee will be kept confidential by AMAPCEO until the Hospital Authorizes the disclosure of the information; however this shall not be construed as preventing the Association from consulting internally with respect to the matter. 12.5 The Association may forward to the Vice President, Human Resources and Organizational Development of the Hospital any issue which is not resolved at the Labour Relations Committee. The Vice President, Human Resources and Organizational Development of the Hospital shall respond in writing to the committee on the matters raised within fifteen (15) working days of his or her receipt of notice of the unresolved item. 12.6 The Association shall in no way be precluded from filing a dispute under Article 15 on issues that it chooses to attempt first to resolve through the Labour Relations Committee process. Unless requested by either party, discussions at the Labour Relations Committee shall be without prejudice and shall not be relied upon by either party at mediation or arbitration. 12.7 Where the Hospital requests Association representation on any committees or working groups, the Employer shall seek nominations from the AMAPCEO co- chair of the Labour Relations Committee; any such participation shall be without prejudice to the Association unless otherwise agreed. 12.8.1 Except as provided in article 12.8.2 not less than two weeks prior to a formal public announcement or announcement to employees of a decision involving changes to the workplace materially affecting AMAPCEO represented employees, including transfers or dispositions or reorganizations, the Employer will disclose the decision to the President of AMAPCEO. The President will be provided with the information including the reasons for the decision, when the decision will be implemented, the number and locations of employees affected, and the impact, if any, on employees (layoff, transfers, reclassifications, hiring, etc.). The Employer has the discretion to make the disclosure earlier than the two weeks set out above. 12.8.2 The Hospital may provide less than two (2) weeks notice in the case of emergencies. 12.8.3 Information provided under Article 12.8.1 or 12.8.2 will be kept confidential by AMAPCEO until the employer authorizes the disclosure of the information; however, this shall not be construed as preventing the Association from consulting internally with respect to the matter. 12.8.4 AMAPCEO shall have one (1) week to provide comments and/or hold the meeting referred to in paragraph 12.8.5 below, but the Employer in its discretion may give more than a one (1) week period to respond. 12.8.5.1 Upon disclosure to the President: (a) At the request of the President, a meeting will be held with the employer to review the information and ask any questions; (b) The President may forward comments to the Vice President Human Resources and Organizational Development, who shall review them and respond in writing prior to the formal announcement referred to in 12.8.1 above; (c) The matter will become a standing item on the Labour Relations Committee as appropriate as set out in articles 12.2; (d) Where the decision concerns a divestment, transfer or any other disposition of bargaining unit functions or jobs, the parties will table the matter at Labour Relations Committee where it will become a standing item; If AMAPCEO believes that Article 12.8 has been breached, then the President will contact the Vice President Human Resources and Organizational Development or designate to discuss the concerns and the matter will be placed on the Labour Relations Committee agenda. If the matter is not resolved at Labour Relations Committee within ten (10) working days of the Labour Relations Committee meeting, the matter may be referred directly to arbitration.

Labour Relations Committee. 12.1 8.01 The parties shall establish a joint Labour Relations Committee may discuss any question affecting employees in relationship to discuss and resolve their employment with the Company but not matters which are currently in the grievance procedure (Article 7) of interest between the partiesthis Agreement. 12.2 8.02 The objectives Union's Kitimat Labour Relations Committee shall consist of those Kitimat employees who hold the Union offices of President, Vice-President, Recording Secretary, Financial Secretary and Treasurer or their alternate selected from the other members of the Union's Executive. The Union's Kitimat Committee may also include the Union's Business Agent. 8.03 The Union shall advise the Company of the names of the Union officers referred to in Section 8.02 as soon as possible after their appointment and any subsequent changes in those appointments, if any. 8.04 Meetings of the Labour Relations Committee shall include: be held once a month. At least seven (a7) establishing and maintaining days in advance of a positive and constructive relationship between meeting, each party will notify the Association and the Employer; (b) working together to resolve Association and Employer issues and concerns related to the workplace; (c) issues arising from the administration other of the collective agreementitems it wishes to raise for discussion. Once per quarter a business review meeting will be substituted for the Labour Relations meeting. This meeting shall include the full Union Executive. 12.3.1 The Labour Relations Committee shall be comprised 8.05 In Kitimat, meetings of the two (2) AMAPCEO Workplace Representatives, and two (2) representatives from the Hospital. Each party may be accompanied by an employee resource person as needed. 12.3.2 The employee members of the committee, and any employee resource person accompanying them, shall be entitled to time off with pay and with no loss of credits for meeting time, for reasonable preparation, and travel time. Such time off shall not be unreasonably denied as long as proper notice is given. 12.3.3 The Committee shall have Hospital and Association Co-chairs and each party shall have one (1) vote on the Committee. Quorum for meetings shall be two (2) members from each of the Employer and Association side of the Committee. 12.3.4 The Committee shall meet monthly or as otherwise agreed. 12.4 Information of a confidential nature disclosed at the Labour Relations Committee will be kept confidential by AMAPCEO until arranged through the Hospital Authorizes Union contacting the disclosure of Human Resources Manager or delegate, or vice versa. Should a Kemano representative be required to attend a Labour Relations Committee Meeting, then it will be arranged through the information; however this Union contacting the Human Resources Manager or delegate, or vice versa. 8.06 Union Committee members attending Labour Relations Committee meetings shall not be construed as preventing have their earnings maintained. 8.07 The Union and the Association from consulting internally with respect Company agree to discuss at a Labour Relations Committee meeting any matter related to the matter. 12.5 The Association may forward Collective Agreement prior to either party submitting the Vice President, Human Resources and Organizational Development of the Hospital any issue which is not resolved at matter to the Labour Relations CommitteeBoard. The Vice PresidentIf emergency or unusual circumstances do not permit prior discussion, Human Resources and Organizational Development the parties agree that the matter shall be placed on the agenda of the Hospital shall respond in writing to the committee on the matters raised within fifteen (15) working days of his or her receipt of notice of the unresolved item. 12.6 The Association shall in no way be precluded from filing a dispute under Article 15 on issues that it chooses to attempt first to resolve through the Labour Relations Committee process. Unless requested by either party, discussions at the Labour Relations Committee shall be without prejudice and shall not be relied upon by either party at mediation or arbitration. 12.7 Where the Hospital requests Association representation on any committees or working groups, the Employer shall seek nominations from the AMAPCEO co- chair next meeting of the Labour Relations Committee; any such participation shall be without prejudice to the Association unless otherwise agreed. 12.8.1 Except as provided in article 12.8.2 not less than two weeks prior to a formal public announcement or announcement to employees of a decision involving changes to the workplace materially affecting AMAPCEO represented employees, including transfers or dispositions or reorganizations, the Employer will disclose the decision to the President of AMAPCEO. The President will be provided with the information including the reasons for the decision, when the decision will be implemented, the number and locations of employees affected, and the impact, if any, on employees (layoff, transfers, reclassifications, hiring, etc.). The Employer has the discretion to make the disclosure earlier than the two weeks set out above. 12.8.2 The Hospital may provide less than two (2) weeks notice in the case of emergencies. 12.8.3 Information provided under Article 12.8.1 or 12.8.2 will be kept confidential by AMAPCEO until the employer authorizes the disclosure of the information; however, this shall not be construed as preventing the Association from consulting internally with respect to the matter. 12.8.4 AMAPCEO shall have one (1) week to provide comments and/or hold the meeting referred to in paragraph 12.8.5 below, but the Employer in its discretion may give more than a one (1) week period to respond. 12.8.5.1 Upon disclosure to the President: (a) At the request of the President, a meeting will be held with the employer to review the information and ask any questions; (b) The President may forward comments to the Vice President Human Resources and Organizational Development, who shall review them and respond in writing prior to the formal announcement referred to in 12.8.1 above; (c) The matter will become a standing item on the Labour Relations Committee as appropriate as set out in articles 12.2; (d) Where the decision concerns a divestment, transfer or any other disposition of bargaining unit functions or jobs, the parties will table the matter at Labour Relations Committee where it will become a standing item; If AMAPCEO believes that Article 12.8 has been breached, then the President will contact the Vice President Human Resources and Organizational Development or designate to discuss the concerns and the matter will be placed on the Labour Relations Committee agenda. If the matter is not resolved at Labour Relations Committee within ten (10) working days of the Labour Relations Committee meeting, the matter may be referred directly to arbitration.

Labour Relations Committee. 12.1 The parties shall establish a joint Labour Relations Committee to discuss and resolve matters of interest between the parties. 12.2 The objectives of the Labour Relations Committee shall include: (a) establishing and maintaining a positive and constructive relationship between the Association and the Employer; (b) working together to resolve Association and Employer issues and concerns related to the workplace; (c) issues arising from the administration of the collective agreement. 12.3.1 The Labour Relations Committee shall be comprised of the two (2) AMAPCEO Workplace Representatives, and two (2) representatives from the Hospital. Each party may be accompanied by an employee resource person as needed. 12.3.2 The employee members of the committee, and any employee resource person accompanying them, shall be entitled to time off with pay and with no loss of credits for meeting time, for reasonable preparation, and travel time. Such time off shall not be unreasonably denied as long as proper notice is given. 12.3.3 The Committee shall have Hospital and Association Co-chairs and each party shall have one (1) vote on the Committee. Quorum for meetings shall be two (2) members from each of the Employer and Association side of the Committee. 12.3.4 The Committee shall meet monthly or as otherwise agreed. 12.4 Information of a confidential nature disclosed at the Labour Relations Committee will be kept confidential by AMAPCEO XXXXXXX until the Hospital Authorizes the disclosure of the information; however this shall not be construed as preventing the Association from consulting internally with respect to the matter. 12.5 The Association may forward to the Vice President, Human Resources and Organizational Development of the Hospital any issue which is not resolved at the Labour Relations Committee. The Vice President, Human Resources and Organizational Development of the Hospital shall respond in writing to the committee on the matters raised within fifteen (15) working days of his or her receipt of notice of the unresolved item. 12.6 The Association shall in no way be precluded from filing a dispute under Article 15 on issues that it chooses to attempt first to resolve through the Labour Relations Committee process. Unless requested by either party, discussions at the Labour Relations Committee shall be without prejudice and shall not be relied upon by either party at mediation or arbitration. 12.7 Where the Hospital requests Association representation on any committees or working groups, the Employer shall seek nominations from the AMAPCEO co- chair of the Labour Relations Committee; any such participation shall be without prejudice to the Association unless otherwise agreed. 12.8.1 Except as provided in article 12.8.2 not less than two weeks prior to a formal public announcement or announcement to employees of a decision involving changes to the workplace materially affecting AMAPCEO represented employees, including transfers or dispositions or reorganizations, the Employer will disclose the decision to the President of AMAPCEOXXXXXXX. The President will be provided with the information including the reasons for the decision, when the decision will be implemented, the number and locations of employees affected, and the impact, if any, on employees (layoff, transfers, reclassifications, hiring, etc.). The Employer has the discretion to make the disclosure earlier than the two weeks set out above. 12.8.2 The Hospital may provide less than two (2) weeks notice in the case of emergencies. 12.8.3 Information provided under Article 12.8.1 or 12.8.2 will be kept confidential by AMAPCEO XXXXXXX until the employer authorizes the disclosure of the information; however, this shall not be construed as preventing the Association from consulting internally with respect to the matter. 12.8.4 AMAPCEO shall have one (1) week to provide comments and/or hold the meeting referred to in paragraph 12.8.5 below, but the Employer in its discretion may give more than a one (1) week period to respond. 12.8.5.1 Upon disclosure to the President: (a) At the request of the President, a meeting will be held with the employer to review the information and ask any questions; (b) The President may forward comments to the Vice President Human Resources and Organizational Development, who shall review them and respond in writing prior to the formal announcement referred to in 12.8.1 above; (c) The matter will become a standing item on the Labour Relations Committee as appropriate as set out in articles 12.2; (d) Where the decision concerns a divestment, transfer or any other disposition of bargaining unit functions or jobs, the parties will table the matter at Labour Relations Committee where it will become a standing item; If AMAPCEO XXXXXXX believes that Article 12.8 has been breached, then the President will contact the Vice President Human Resources and Organizational Development or designate to discuss the concerns and the matter will be placed on the Labour Relations Committee agenda. If the matter is not resolved at Labour Relations Committee within ten (10) working days of the Labour Relations Committee meeting, the matter may be referred directly to arbitration.

Labour Relations Committee. 12.1 8.01 The parties shall establish a joint Labour Relations Committee may discuss any question affecting employees in relationship to discuss and resolve their employment with the Company but not matters which are currently in the grievance procedure (Article 7) of interest between this Agreement. Failing a satisfactory resolution at the partiesLabour Relations Committee meeting, either party shall have the right to pursue the matter through the grievance procedure. 12.2 8.02 The objectives Union's Kitimat Labour Relations Committee shall consist of those Kitimat employees who hold the Union offices of President, Vice-President, Recording Secretary, Financial Secretary and one (1) trustee or their alternate selected from the other members of the Union's Executive. The Union's Kitimat Committee may also include the Union's Business Agent and Full time Safety rep. 8.03 The Union shall advise the Company of the names of the Union officers referred to in Section 8.02 as soon as possible after their appointment and any subsequent changes in those appointments, if any. 8.04 Meetings of the Labour Relations Committee shall include: be held once a month. At least seven (a7) establishing and maintaining days in advance of a positive and constructive relationship between meeting, each party will notify the Association and the Employer; (b) working together to resolve Association and Employer issues and concerns related to the workplace; (c) issues arising from the administration other of the collective agreementitems it wishes to raise for discussion. Once per quarter a business review meeting will be substituted for the Labour Relations meeting. This meeting shall include the full Union Executive. 12.3.1 The Labour Relations Committee shall be comprised 8.05 In Kitimat, meetings of the two (2) AMAPCEO Workplace Representatives, and two (2) representatives from the Hospital. Each party may be accompanied by an employee resource person as needed. 12.3.2 The employee members of the committee, and any employee resource person accompanying them, shall be entitled to time off with pay and with no loss of credits for meeting time, for reasonable preparation, and travel time. Such time off shall not be unreasonably denied as long as proper notice is given. 12.3.3 The Committee shall have Hospital and Association Co-chairs and each party shall have one (1) vote on the Committee. Quorum for meetings shall be two (2) members from each of the Employer and Association side of the Committee. 12.3.4 The Committee shall meet monthly or as otherwise agreed. 12.4 Information of a confidential nature disclosed at the Labour Relations Committee will be kept confidential by AMAPCEO until arranged through the Hospital Authorizes Union contacting the disclosure Human Resources Manager or delegate, or vice versa. Should a Kemano representative be required to attend a Labour Relations Committee Meeting, then it will be arranged through the Union contacting the Human Resources Manager or delegate, or vice versa. 8.06 Union Committee members attending Labour Relations Committee meetings shall have their earnings maintained. The Union agrees that committee members must obtain permission from their Supervisor to be released from regular duties to attend training, committee meetings and work of the information; however this shall committee. The Company agrees that permission will not be construed as preventing unreasonably withheld. 8.07 The Union and the Association from consulting internally with respect Company agree to discuss at a Labour Relations Committee meeting any matter related to the matter. 12.5 The Association may forward Collective Agreement prior to either party submitting the Vice President, Human Resources and Organizational Development of the Hospital any issue which is not resolved at matter to the Labour Relations CommitteeBoard. The Vice PresidentIf emergency or unusual circumstances do not permit prior discussion, Human Resources and Organizational Development the parties agree that the matter shall be placed on the agenda of the Hospital shall respond in writing to the committee on the matters raised within fifteen (15) working days of his or her receipt of notice of the unresolved item. 12.6 The Association shall in no way be precluded from filing a dispute under Article 15 on issues that it chooses to attempt first to resolve through the Labour Relations Committee process. Unless requested by either party, discussions at the Labour Relations Committee shall be without prejudice and shall not be relied upon by either party at mediation or arbitration. 12.7 Where the Hospital requests Association representation on any committees or working groups, the Employer shall seek nominations from the AMAPCEO co- chair next meeting of the Labour Relations Committee; any such participation shall be without prejudice to the Association unless otherwise agreed. 12.8.1 Except as provided in article 12.8.2 not less than two weeks prior to a formal public announcement or announcement to employees of a decision involving changes to the workplace materially affecting AMAPCEO represented employees, including transfers or dispositions or reorganizations, the Employer will disclose the decision to the President of AMAPCEO. The President will be provided with the information including the reasons for the decision, when the decision will be implemented, the number and locations of employees affected, and the impact, if any, on employees (layoff, transfers, reclassifications, hiring, etc.). The Employer has the discretion to make the disclosure earlier than the two weeks set out above. 12.8.2 The Hospital may provide less than two (2) weeks notice in the case of emergencies. 12.8.3 Information provided under Article 12.8.1 or 12.8.2 will be kept confidential by AMAPCEO until the employer authorizes the disclosure of the information; however, this shall not be construed as preventing the Association from consulting internally with respect to the matter. 12.8.4 AMAPCEO shall have one (1) week to provide comments and/or hold the meeting referred to in paragraph 12.8.5 below, but the Employer in its discretion may give more than a one (1) week period to respond. 12.8.5.1 Upon disclosure to the President: (a) At the request of the President, a meeting will be held with the employer to review the information and ask any questions; (b) The President may forward comments to the Vice President Human Resources and Organizational Development, who shall review them and respond in writing prior to the formal announcement referred to in 12.8.1 above; (c) The matter will become a standing item on the Labour Relations Committee as appropriate as set out in articles 12.2; (d) Where the decision concerns a divestment, transfer or any other disposition of bargaining unit functions or jobs, the parties will table the matter at Labour Relations Committee where it will become a standing item; If AMAPCEO believes that Article 12.8 has been breached, then the President will contact the Vice President Human Resources and Organizational Development or designate to discuss the concerns and the matter will be placed on the Labour Relations Committee agenda. If the matter is not resolved at Labour Relations Committee within ten (10) working days of the Labour Relations Committee meeting, the matter may be referred directly to arbitration.

Labour Relations Committee. 12.1 8.01 The parties shall establish a joint Labour Relations Committee may discuss any question affecting employees in relationship to discuss and resolve their employment with the Company but not matters which are currently in the grievance procedure (Article 7) of interest between the partiesthis Agreement. 12.2 8.02 The objectives Union's Kitimat Labour Relations Committee shall consist of those Kitimat employees who hold the Union offices of President, Vice-President, Recording Secretary, Financial Secretary and one (1) trustee or their alternate selected from the other members of the Union's Executive. The Union's Kitimat Committee may also include the Union's Business Agent. 8.03 The Union shall advise the Company of the names of the Union officers referred to in Section 8.02 as soon as possible after their appointment and any subsequent changes in those appointments, if any. 8.04 Meetings of the Labour Relations Committee shall include: be held once a month. At least seven (a7) establishing and maintaining days in advance of a positive and constructive relationship between meeting, each party will notify the Association and the Employer; (b) working together to resolve Association and Employer issues and concerns related to the workplace; (c) issues arising from the administration other of the collective agreementitems it wishes to raise for discussion. Once per quarter a business review meeting will be substituted for the Labour Relations meeting. This meeting shall include the full Union Executive. 12.3.1 The Labour Relations Committee shall be comprised 8.05 In Kitimat, meetings of the two (2) AMAPCEO Workplace Representatives, and two (2) representatives from the Hospital. Each party may be accompanied by an employee resource person as needed. 12.3.2 The employee members of the committee, and any employee resource person accompanying them, shall be entitled to time off with pay and with no loss of credits for meeting time, for reasonable preparation, and travel time. Such time off shall not be unreasonably denied as long as proper notice is given. 12.3.3 The Committee shall have Hospital and Association Co-chairs and each party shall have one (1) vote on the Committee. Quorum for meetings shall be two (2) members from each of the Employer and Association side of the Committee. 12.3.4 The Committee shall meet monthly or as otherwise agreed. 12.4 Information of a confidential nature disclosed at the Labour Relations Committee will be kept confidential by AMAPCEO until arranged through the Hospital Authorizes Union contacting the disclosure of Human Resources Manager or delegate, or vice versa. Should a Kemano representative be required to attend a Labour Relations Committee Meeting, then it will be arranged through the information; however this Union contacting the Human Resources Manager or delegate, or vice versa. 8.06 Union Committee members attending Labour Relations Committee meetings shall not be construed as preventing have their earnings maintained. 8.07 The Union and the Association from consulting internally with respect Company agree to discuss at a Labour Relations Committee meeting any matter related to the matter. 12.5 The Association may forward Collective Agreement prior to either party submitting the Vice President, Human Resources and Organizational Development of the Hospital any issue which is not resolved at matter to the Labour Relations CommitteeBoard. The Vice PresidentIf emergency or unusual circumstances do not permit prior discussion, Human Resources and Organizational Development the parties agree that the matter shall be placed on the agenda of the Hospital shall respond in writing to the committee on the matters raised within fifteen (15) working days of his or her receipt of notice of the unresolved item. 12.6 The Association shall in no way be precluded from filing a dispute under Article 15 on issues that it chooses to attempt first to resolve through the Labour Relations Committee process. Unless requested by either party, discussions at the Labour Relations Committee shall be without prejudice and shall not be relied upon by either party at mediation or arbitration. 12.7 Where the Hospital requests Association representation on any committees or working groups, the Employer shall seek nominations from the AMAPCEO co- chair next meeting of the Labour Relations Committee; any such participation shall be without prejudice to the Association unless otherwise agreed. 12.8.1 Except as provided in article 12.8.2 not less than two weeks prior to a formal public announcement or announcement to employees of a decision involving changes to the workplace materially affecting AMAPCEO represented employees, including transfers or dispositions or reorganizations, the Employer will disclose the decision to the President of AMAPCEO. The President will be provided with the information including the reasons for the decision, when the decision will be implemented, the number and locations of employees affected, and the impact, if any, on employees (layoff, transfers, reclassifications, hiring, etc.). The Employer has the discretion to make the disclosure earlier than the two weeks set out above. 12.8.2 The Hospital may provide less than two (2) weeks notice in the case of emergencies. 12.8.3 Information provided under Article 12.8.1 or 12.8.2 will be kept confidential by AMAPCEO until the employer authorizes the disclosure of the information; however, this shall not be construed as preventing the Association from consulting internally with respect to the matter. 12.8.4 AMAPCEO shall have one (1) week to provide comments and/or hold the meeting referred to in paragraph 12.8.5 below, but the Employer in its discretion may give more than a one (1) week period to respond. 12.8.5.1 Upon disclosure to the President: (a) At the request of the President, a meeting will be held with the employer to review the information and ask any questions; (b) The President may forward comments to the Vice President Human Resources and Organizational Development, who shall review them and respond in writing prior to the formal announcement referred to in 12.8.1 above; (c) The matter will become a standing item on the Labour Relations Committee as appropriate as set out in articles 12.2; (d) Where the decision concerns a divestment, transfer or any other disposition of bargaining unit functions or jobs, the parties will table the matter at Labour Relations Committee where it will become a standing item; If AMAPCEO believes that Article 12.8 has been breached, then the President will contact the Vice President Human Resources and Organizational Development or designate to discuss the concerns and the matter will be placed on the Labour Relations Committee agenda. If the matter is not resolved at Labour Relations Committee within ten (10) working days of the Labour Relations Committee meeting, the matter may be referred directly to arbitration.

Labour Relations Committee. 12.1 The parties shall establish a A joint Labour Relations Committee shall be established to discuss and resolve matters of interest between the parties. The committee shall consist of two (2) representatives (or their delegates) of management and two (2) employee representatives on behalf of the Association. Each party may be accompanied by a resources person as needed. 12.2 The objectives of the Labour Relations Joint Committee shall include: (a) establishing and maintaining a positive and constructive relationship between the Association and the Employer;; and (b) working together to resolve Association and Employer issues and concerns related to the workplace; (c) issues arising from the administration of the collective agreement. 12.3.1 The Labour Relations Committee shall be comprised of the two (2) AMAPCEO Workplace Representatives, and two (2) representatives from the Hospital. Each party may be accompanied by an employee resource person as needed. 12.3.2 12.3 The employee members of the committee, and any employee a resource person accompanying them, if any, shall be entitled to time off with no loss of pay and with no loss of credits entitlements for meeting time, time and for reasonable preparation, and travel preparation time. Such time off shall not be unreasonably denied as long as proper notice is given. 12.3.3 12.3.1 The Committee shall have Hospital and Association Co-chairs and each party meet quarterly or as otherwise agreed. The parties shall have one (1) vote on the Committee. Quorum for meetings shall be endeavour to provide their agenda items at least two (2) members from each weeks in advance of the Employer and Association side of the Committee. 12.3.4 The Committee shall meet monthly or as otherwise agreedmeeting. 12.4 Information of a confidential nature disclosed at to the Labour Relations Committee will be kept confidential by AMAPCEO the parties unless or until the Hospital Authorizes party providing such information authorizes the disclosure of the information; however nothing in this article shall not be construed as preventing the Association either party from consulting internally with respect to the matter. For clarity, the employee members of the committee may consult with AMAPCEO, but may not otherwise disclose any information received as a result of their participation in the Committee. 12.5 The Association may forward to the Vice President, Human Resources and Organizational Development of the Hospital any issue which is not resolved at the Labour Relations Committee. The Vice President, Human Resources and Organizational Development of the Hospital shall respond in writing to the committee on the matters raised within fifteen (15) working days of his or her receipt of notice of the unresolved item. 12.6 The Association shall in no way be precluded from filing a dispute under Article 15 on issues that it chooses to attempt first to resolve through the Labour Relations Committee process. Unless requested by either party, discussions at the Labour Relations Committee shall be without prejudice and shall not be relied upon by either party at mediation or arbitration. 12.7 Where the Hospital requests Association representation on any committees or working groups, the Employer shall seek nominations from the AMAPCEO co- chair of the Labour Relations Committee; any such participation shall be without prejudice to the Association unless otherwise agreed. 12.8.1 Except as provided in article 12.8.2 Article 12.5.1, not less than two (2) weeks prior to a formal public announcement or announcement to employees of a decision involving changes to the workplace materially affecting AMAPCEO AMAPCEO-represented employees, including such as layoffs, transfers or dispositions or reorganizationsand reclassifications, the Employer will disclose the decision to the President of AMAPCEO. The President will be provided with the information information, including the reasons for the decision, when the decision will be implemented, the number and locations of employees affected, and the anticipated impact, if any, on employees (layoff, transfers, reclassifications, hiring, etcemployees.). 12.5.1 The Employer has the discretion to make the disclosure earlier than the two weeks set out above. 12.8.2 The Hospital may provide less than two (2) weeks weeks’ notice in the case of: (a) emergencies; (b) legislation and government directives and policy; (c) extenuating circumstances. Where the Employer has acted in accordance with this clause, the disclosure information required in Article 12.5.2 will be provided to the President of emergenciesthe Association as soon as practical. 12.8.3 12.5.2 Information provided under Article 12.8.1 12.5 or 12.8.2 12.5.1 will be kept confidential by AMAPCEO unless or until the employer Employer authorizes the disclosure of the information; however, this shall not be construed as preventing the Association from consulting internally with respect to the matter. 12.8.4 AMAPCEO shall have one (1) week to provide comments and/or hold the meeting referred to in paragraph 12.8.5 below, but the Employer in its discretion may give more than a one (1) week period to respond. 12.8.5.1 12.5.3 Upon disclosure to the President:, (a) At at the request of the President, a meeting will be held with the employer Employer to review the information and ask any questions; (b) The the President may forward comments to the Vice President Human Resources and Organizational Development, who shall review them and respond in writing prior to the formal announcement referred to in 12.8.1 above; (c) The matter will become a standing item on the Labour Relations Committee as appropriate as set out in articles 12.2; (d) Where the decision concerns a divestment, transfer or any other disposition of bargaining unit functions or jobs, the parties will table the matter at Labour Relations Committee where it will become a standing item; If AMAPCEO believes that Article 12.8 has been breached, then the President will contact the Vice President Human Resources and Organizational Development or designate to discuss the concerns and the matter will be placed on the Labour Relations Committee agenda. If the matter is not resolved at Labour Relations Committee within ten (10) working days of the Labour Relations Committee meeting, the matter may be referred directly to arbitrationEmployer.