POLICIES AFFECTING TERMS AND CONDITIONS OF EMPLOYMENT. University policies (and procedures included therein) affecting terms and conditions of employment which are not specifically mentioned in this document will continue in force unless they are changed by the University. In those cases where there is a conflict between a policy and this Collective Agreement, the Collective Agreement shall prevail. The Employer will advise the Union a minimum of 15 days prior to changing a policy affecting terms and conditions of employment. The Employer and the Union will meet to discuss such change to the policy. The Employer shall consider the Union’s comments in good faith.
POLICIES AFFECTING TERMS AND CONDITIONS OF EMPLOYMENT. Those “Policies, Procedures and Guidelines” published at xxx.xxxxxxxx.xx/xxxxxx affecting terms and conditions of employment, which are not specifically mentioned in this document, will continue in force unless they are changed by the Employer. In those cases where there is a conflict between a policy and this Agreement, this Agreement shall prevail. The Employer will advise the Union a minimum of 10 days prior to a policy change being presented to the University Senate or Board of Governors as applicable, which will affect the terms and conditions of employment of bargaining unit members. The parties agree that the Emergency Storm Closure Policy is also included in the provisions of this Letter. The Employer will, if requested by the Union to do so, meet with the Union to discuss such change to the policy. The Employer shall consider the Union’s comments in good faith. Yours Sincerely, Xxxxx Xxxxxxx Director, Employee/ Labour Relations (Legal) May 2013 Unit 2 Employees c/o Xxxxx XxXxxx, President CUPE, Local 3906, Unit 2 Dear Blake, LETTER OF UNDERSTANDING SESSIONAL FACULTY NOTES This letter will confirm that the parties will, immediately following ratification of this Agreement, meet to discuss edits to the Sessional Faculty Notes to ensure consistency with the newly ratified Agreement. Yours sincerely, Xxxxx Xxxxxxx Director, Employee/Labour Relations (Legal) September 2013 Unit 2 Employees c/o Xxxxx XxXxxx, President CUPE, Local 3906, Unit 2 Dear Blake, LETTER OF UNDERSTANDING CUPE 3906 OFFICE SPACE The Employer will continue to provide CUPE Local 3906 with accessible office space on campus at no charge. The location is currently Xxxxxxx Xxxxxx Xxxx, X000. Should alternate office space become available, the University will consider the possibility of relocating CUPE, provided that CUPE would prefer new space over its current arrangement in KTH B111. Yours Sincerely, Xxxxx Xxxxxxx Director, Employee/Labour Relations (Legal) May 2013 Unit 2 Employees c/o Xxxxx XxXxxx, President CUPE, Local 3906, Unit 2 Dear Blake, LETTER OF UNDERSTANDING COURSES TO BE PAID AT MINIMUM 3-UNIT RATES The parties agree that there are some courses which are assigned 6 units of academic credit but for which the workload is commensurate with a 3 unit course. When such courses are offered to an employee, the remuneration to be paid is equivalent to the minimum base rate of pay for a 3 unit course as identified under Article 15 – Wages. These courses are: • Social Work 3DD6 • S...
POLICIES AFFECTING TERMS AND CONDITIONS OF EMPLOYMENT. University policies (and procedures included therein) affecting terms and conditions of employment which are not specifically mentioned in this document will continue in force unless they are changed by the University. In those cases where there is a conflict between a policy and this Collective Agreement, the Collective Agreement shall prevail. The Employer will advise the Union a minimum of 15 days prior to changing a policy affecting terms and conditions of employment. The Employer and the Union will meet to discuss such change to the policy. The Employer shall consider the Union’s comments in good faith. RE: UNIFOR LOCAL 5555 BARGAINING UNIT SENIORITY The parties agree to the following as the basis for interpretation and administration of the provisions of Article 14 - Seniority for the duration of the current Collective Agreement. The length of continuous service calculated from the most recent date of employment with the Employer shall include:
POLICIES AFFECTING TERMS AND CONDITIONS OF EMPLOYMENT. University-wide policies (and procedures included therein) in force as at March 24, 2010 affecting terms and conditions of employment, the subject matter of which is not addressed in this Agreement, will continue in force unless changed by the University. In cases where there is a conflict between a policy and this Collective Agreement, the Collective Agreement shall prevail. The University and the Union will meet to discuss such change to the policy. The University shall consider the Union's comments in good faith. Dated this 4th day of Oct. 2023 L1:xx Xxxxxx- Cotb� For the University: For the Union: Xxxx Xxxxxx Xxxxx (Oct 4, 202314:07 T) Xxxx Xxxxxx Xxxxx, Chief Spokesperson Xxxxx X. Xxxxx, Co-Chief Spokesperson Queen's University and United Steelworkers, Local 2010
POLICIES AFFECTING TERMS AND CONDITIONS OF EMPLOYMENT. University-wide policies (and procedures included therein) in force as at March 24, 2010 affecting terms and conditions of employment, the subject matter of which is not addressed in this Agreement, will continue in force unless changed by the University. In cases where there is a conflict between a policy and this Collective Agreement, the Collective Agreement shall prevail. The University and the Union will meet to discuss such change to the policy. The University shall consider the Union's comments in good faith. Dated this 151 day of March 2013 For the University: AIOrth,ffion LETTER OF UNDERSTANDING: POSITION RE-EVALUATION The University will lift the freeze on position re-evaluations on or before September 1, 2012. The retroactive period for any resulting adjustments shall not extend back beyond October 1, 2009. Dated this 15th day of March 2013 For the University: if XX Xxxx, Chief Spokesperson
POLICIES AFFECTING TERMS AND CONDITIONS OF EMPLOYMENT. Those “Policies, Procedures and Guidelines” published on the Employer’s Human Resources website affecting terms and conditions of employment, which were not specifically mentioned in this document, will continue in force unless they are changed by the Employer. In those cases where there is a conflict between a policy and the Collective Agreement, this Collective Agreement shall prevail. The Employer will advise the Union a minimum of 10 days prior to a policy change being presented to the University Senate or Board of Governors as applicable, which will affect the terms and conditions of employment of bargaining unit members. The parties agree that the Emergency Storm Closure Policy is also included in the provisions of this letter. The Employer will, if requested by the Union to do so, meet with the Union to discuss such change to the policy. The Employer shall consider the Union’s comments in good faith.
