Common use of PERSONNEL BENEFITS COMMITTEE Clause in Contracts

PERSONNEL BENEFITS COMMITTEE. ‌ The parties agree that this letter clarifies the terms of reference of the existing personnel benefits committee as defined in Article 28.01 to review, discuss and make recommendations on matters of mutual interest concerning the benefits under the Staff Pension Plan, the Group Life Insurance Plan, the Medical Insurance Plan, the Dental Plan (and the Long Term Disability when implemented). 28.01. Mandate: For the purposes of the Group Life Insurance Plan, the Medical Insurance Plan and the Dental Plan the Committee mandate will be: (a) To act as a liaison between CUPE Local 917, CUPE Local 951, the University (and the Exempt group) on health and welfare benefits (b) To examine and make recommendations with respect to innovations and economies of scale that will result in cost savings while maintaining or enhancing existing coverage (c) To be consulted prior to any rate adjustment (d) To be consulted with respect to a decision to take a benefit plan(s) to tender (e) To be consulted on the choice of plan carrier For the purposes of timely implementation of this LOA, the committee will meet within 60 days of ratification of the Collective Agreements and will determine a suitable schedule to meet its mandate in the first year, particularly with respect to a), b) and c) above. Thereafter, the Committee will meet quarterly, or as required on 7 days’ notice by any of the parties. #10 - WORKLOAD, ARTICLE 29‌ The parties agree that though workload may be inconsistent in terms of volume and urgency the University has an obligation to ensure sound management practices are adopted which ensure that work demands are not unreasonable and that no one is required to work in harmful job conditions which are possible to avoid. Where employees identify that their workload is causing, or is likely to cause them to work under conditions that are harmful to their health, they will first discuss the issue with their supervisor. The issue will be dealt with in good faith at the supervisory level but if it remains unresolved it may be referred to Labour Management under Article 9 for resolution. If the Labour Management process is exhausted and the issue is not resolved then the matter may be referred to the grievance/arbitration procedure in accordance with Article

PERSONNEL BENEFITS COMMITTEE. ‌ The parties agree that this letter clarifies the terms of reference of the existing personnel benefits committee as defined in Article 28.01 to review, discuss and make recommendations on matters of mutual interest concerning the benefits under the Staff Pension Plan, the Group Life Insurance Plan, the Medical Insurance Plan, the Dental Plan (and the Long Term Disability when implemented). 28.01. Mandate: For the purposes of the Group Life Insurance Plan, the Medical Insurance Plan and the Dental Plan the Committee mandate will be: (a) To act as a liaison between CUPE Local 917, CUPE Local 951, the University (and the Exempt group) on health and welfare benefits (b) To examine and make recommendations with respect to innovations and economies of scale that will result in cost savings while maintaining or enhancing existing coverage (c) To be consulted prior to any rate adjustment (d) To be consulted with respect to a decision to take a benefit plan(s) to tender (e) To be consulted on the choice of plan carrier For the purposes of timely implementation of this LOA, the committee will meet within 60 days of ratification of the Collective Agreements and will determine a suitable schedule to meet its mandate in the first year, particularly with respect to a), b) and c) above. Thereafter, the Committee will meet quarterly, or as required on 7 days’ days notice by any of the parties. #10 - WORKLOADFor the term of this agreement, ARTICLE 29‌ The the parties agree that though workload may be inconsistent in to the following changes to the terms of volume vacation scheduling for regular sessional employees. Prior to the expiration of the Letter of Agreement, the parties will jointly review the experience of the implementation of the terms of this letter of agreement and urgency the University has an obligation to ensure sound management practices are adopted which ensure that work demands are not unreasonable and that no one is required to work in harmful job conditions which are possible to avoid. Where employees identify that their workload is causing, or is likely to cause them to work under conditions that are harmful report to their healthprincipals. Regular sessional employees who would otherwise be granted vacation pay rather than days pursuant to Article 22.04, they will first discuss may request up to a maximum of five days of vacation entitlements to be scheduled during their work term each year subject to the issue with their supervisorfollowing: 1. The issue conditions of Article 22.09 (a) have been met with respect to bona fide operational requirements and, 2. previously approved vacation requests will be dealt with in good faith at given priority and, 3. the supervisory level but if it remains unresolved it may be referred Union will waive the provisions of Articles 1.05 and 16.06 when a casual is scheduled to Labour Management under Article 9 for resolutionreplace the sessional employee on vacation. If the Labour Management process is exhausted and the issue is The conditions above do not resolved then the matter may be referred preclude a department from granting additional vacation days to the grievance/arbitration procedure a sessional employee, upon request, in accordance with ArticleArticles 22.04 and 22.09. Further to the amendments to Article 18.07 (b) and (c) and consistent with past practice, casual employees who work as computer operators will continue to receive the shift differential for rotation amongst at least 2 of the 3 shifts as described in Article 18.07 (b).