LETTER OF UNDERSTANDING EMPLOYMENT EQUITY. In keeping with goal of having a diverse, racism free, barrier-free, and stigma-free workplace, will revise and implement the Employment Equity Policy in collaboration with and other stakeholders. Central to the implementation of the Employment Equity Policy, will develop a formal plan and resultant programs that identify and eliminate employment barriers at all levels of the organization. These initiatives may include but are not limited to confidential workplace surveys, workforce surveys, workplace analysis, and ongoing reviews of Human Resources policies and practices. members and other stakeholders will be involved in this process. A report on the implementation of these strategies will be presented to the Union annually. INCLUDE SIGNATURES HERE Signed at Toronto, Ontario this day of October For For LETTER OF UNDERSTANDING PROFESSIONAL RESPONSIBILITY The parties agree that Social Workers will be covered under Article of this agreement.
LETTER OF UNDERSTANDING EMPLOYMENT EQUITY. The parties agree that a joint committee will be struck to review possible employment equity initiatives and to make recommendations relative to such initiatives. Employment equity initiatives will target the four designated groups defined by the Employment Equity Act (Canada): women, aboriginal peoples, persons with disabilities, and persons, who because of their colour or race, are a visible minority in Canada. Where such recommendations have an impact on the terms of this Agreement, Article 16.08 will apply. LETTER OF UNDERSTANDING BETWEEN KWANTLEN COLLEGE AND KWANTLEN COLLEGE FACULTY ASSOCIATION
LETTER OF UNDERSTANDING EMPLOYMENT EQUITY. The parties agree to participate in the Joint University-wide Employment Equity Co- ordinating Committee (consisting of representatives from CAW, Local 2458, CAW, Local 2458-Engineers, CAW, Local 2458 Part Time, C.U.P.E. Local 1393, C.U.P.E. Local 1001, C.U.P.E. Local 4580 (GA/TA), C.A.W. Local 195, W.U.F.A., and Non-Union Administration) to address issues concerning employment equity at the University of Windsor. The parties also agree to proceed with the University of Windsor's Employment Equity Plan, in accordance with the Federal Contractors Program. Decisions of such Committee/Subcommittees must be ratified by each individual constituency as applicable (CAW, Local 2458, CAW, Local 2458-Engineers, CAW, Local 2458 Part Time, CUPE Local 1393, CUPE Local 1001, C.U.P.E. Local 4580 (GA/TA), CAW Local 195, W. U.F.A., and Non-Union Administration). Back to top LETTER OF UNDERSTANDING SUMMER HOURS The parties agree to a Voluntary Summer Hours Schedule with it being clearly understood that the decision to participate or not participate in a Summer Hours schedule will be at the discretion of the Deans, Department Heads, Directors and Administrative Heads. Reasons for non-participation by any particular department will be given by the Director of Human Resources to the Chairperson. Non-participation in Summer Hours is not grievable. The guidelines are as follows:
LETTER OF UNDERSTANDING EMPLOYMENT EQUITY. The Parties agree to form an Employment Equity Committee to address issues concerning employment equity at the University of Windsor, the details of which shall be determined during the life of the Collective Agreement. Pursuant to the Employment Equity Program and the Human Rights Act of Ontario, the job posting procedure and seniority rights related thereto may be waived by mutual agreement.
LETTER OF UNDERSTANDING EMPLOYMENT EQUITY. The parties jointly agree and support the goals of employment equity in our society. Both parties also recognize that special efforts will be necessary to improve the opportunities for permanent employment of designated group members, the parties desire to make those efforts without: Lowering the high standards of performance expected of employees and co-workers, and; Placing any quotas or targets on the number of designated group members who hired. To take action on our beliefs, the parties have agreed to the following undertaking: SCHOLARSHIPS AND CO-OPERATIVE PLACEMENTS In support of Scholarship Program for designated group members, unpaid Co-operative work placements will be made available to students from these groups as one method of increasing their qualifications for future vacancies. While the work terms will include "hands experience, the students shall not be allowed to displace employees. SUMMER JOBS Each summer for the term of this agreement, the Company will post for a maximum of part vacancies in the bargaining unit. Each of which will be designated for designated group applicants. The duration of these summer vacancies will be a maximum of sixteen (16) weeks in each year. The Company may apply for grants to offset the cost of providing these opportunities. TERM EMPLOYMENT The parties agree that a maximum of one (1) term vacancy of a maximum one (1) year in duration may be created in any year of the agreement designated for a designated group member. The successful applicant shall fall under all conditions of work provided for in this agreement, and by company policy. At the conclusion of the term, the employee will be terminated from our employ. While the work term will include "hands experience, the students shall not be allowed to displace employees.
LETTER OF UNDERSTANDING EMPLOYMENT EQUITY. The parties jointly agree and support the goals of employment equity in our society. Both parties also recognize that special efforts will be necessary to improve the opportunitiesfor permanent employment of designated group members, the parties desire to make those efforts without:
LETTER OF UNDERSTANDING EMPLOYMENT EQUITY. The parties agree that a joint committee will continue to work to review possible employment equity initiatives and to make recommendations relative to such initiatives. Employment equity initiatives will target the four designated groups defined by the Employment Equity Act (Canada): women, aboriginal peoples, persons with disabilities, and persons, who because of their colour or race, are a visible minority in Canada. Where such recommendations have an impact on the terms of this Agreement, Article will LETTER OF UNDERSTANDING FACULTY MEMBERS PERFORMANCE REVIEW Probationary faculty members will be required to demonstrate their ability to meet the Employer's performance criteria. It is expected that most post-probationary faculty members will meet the Employer's performance criteria and engage in professional development as a matter of course. For these faculty members, the review process should be designed to facilitate their further development as competent, conscientious professionals. Objectives of faculty members' performance review system: To ensure a quality learning experience is provided to students. April to March Page To maintain competent and conscientious faculty members. To encourage faculty members to continually develop their acumen and skills, and where appropriate, to identify and address areas requiring improvement. To determine whether probationary faculty members are meeting established performance criteria and whether post-probationary faculty are continuing to meet established performance criteria. Principles, Guidelines and Proposals All performance review processes must be fair and objective. All performance criteria must be stated explicitly and applied consistently. All conclusions in review reports must be clearly stated in writing and objectively supported. The review system for probationary faculty members is primarily The purpose of review is to determine a faculty member's competence and suitability to continue employment. The review system for post-probationary faculty members is primarily formative. The purpose of formative review is to encourage ongoing professional growth in pursuit of excellence. Periodically a written appraisal report will be prepared and placed in the personnel file. Identified areas for improvement may require remedial support which may include professional development, educational leave and/or reference to the employee assistance program. Serious performance problems, or recurring performance issue...
