Letter of Understanding Re. Grievance Administration The central parties agree to develop a pilot project to assist the local parties with innovative and creative solutions to enhance grievance administration, such project could include regional review of grievances, regional mediation and/or regional panels of arbitrators. The parties will canvass their respective parties to elicit interest in participation in the project. The central parties agree to develop communication and promotional strategies regarding the best practices for professional development including identifying success stories; writing articles; and web-site application. To accomplish this objective, information will be acquired through a survey of practices of the Hospitals. The parties agree that from time to time they will endorse best practices that demonstrate creative joint quality of worklife initiatives.
Letter of Understanding Re. Distributed Learning
Letter of Understanding Re. Grievance Administration The central parties agree to develop a pilot project to assist the local parties with innovative and creative solutions to enhance grievance administration, such project could include regional review of grievances, regional mediation and/or regional panels of arbitrators. The parties will canvass their respective parties to elicit interest in participation in the project. of practices of the Hospitals. The parties agree that from time to time they will endorse best practices that demonstrate creative joint quality of initiatives.
Letter of Understanding Re. PENSION PLAN
Letter of Understanding Re. Post Retirement (PR)
Letter of Understanding Re. Interpretation of Article 13 of the Local Faculty Agreement
Letter of Understanding Re. Role of Contract Employees
1. public/private or public/public partnerships where the partner is delivering some or all of the training
2. new cost recovery programs that need an incubation period of a minimum of three program deliveries in order to determine program sustainability
3. training that is provided under a written partnership agreement in a public/private or public/public partnership
4. training that is purchased in whole or in significant part (at least 50%) by a public or private partner
5. training that is delivered at a partner’s location using the partner’s equipment.
Letter of Understanding Re. 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).
Letter of Understanding Re. Flexible Configurations of Work
1. recognize that faculty members may participate as Contract Instructors in work of the College which is outside of the Bargaining Unit
2. allow faculty members to receive appropriate compensation for such work, either in the form of future release time or other direct compensation
3. recognize that faculty members may, from to time, work in an overload situation and to establish a mechanism to track such work overloads
4. allow for workload averaging beyond one academic year The principles surrounding this Letter of Understanding are: • Except for PLA, which is work that the College may assign to a faculty member, a faculty member’s participation in work that is described by this letter will be voluntary. (CORFA will be provided with a copy of any individual agreements developed pursuant to this letter.) • All aspects of this letter apply to Regular faculty and to Term faculty subject to item (5) below. Aspects of this letter that deal with work which is outside of the bargaining unit, CTM work, and PLA work, will also apply to Auxiliary faculty. • For the purpose of workload averaging of bargaining unit work over two years or more, this Letter of Understanding includes only work that is contact hour driven, or CTM or PLA work. • The Human Resources Department will be responsible for establishing and maintaining a system for tracking work accrued for future release time. • The right of first refusal will not apply to work outside the bargaining unit. It will only apply to work made available when a faculty member is replaced due to release time granted per the provisions of this letter. Specifically, this Letter of Understanding commits CORFA and the College to the following:
Letter of Understanding Re. In the event there have been no successful internal applicants to a job posting, prior to hiring a person external to the bargaining unit, the Company agrees that it will offer in-house training to the senior applicant provided the classification involved does not require proven experience (see definition in Article 15.01).
