Common use of Policies and Practices Clause in Contracts

Policies and Practices. 4.01 Subject to the provisions of this Agreement and except as specifically agreed between the Parties, all recognized existing practices affecting the terms and conditions of employment of members of the Bargaining Unit shall remain in effect and unaltered during the term of this Agreement and any extension thereof. “Recognized existing practices” are those practices which are identifiable, certain, known and in force at the signing of this Agreement or such other practices as the Parties may identify and mutually agree upon. The onus to show that a practice exists rests with the Party seeking to rely upon the practice. 4.02 The existing rights, privileges and responsibilities of members to participate in the formulation and/or recommendation of policy within the University will continue where warranted. 4.03 The Parties agree that all University policies, including those within the purview of Senate, shall apply to members so long as these do not conflict with the provisions of this Agreement. 4.04 The Parties agree that the provisions of the Faculty Handbook shall apply to members so long as these do not conflict with the provisions of this Agreement. It is further agreed that if any clause of the Handbook is found to be inconsistent with provisions of this Agreement, the Agreement will prevail. 4.05 When the University introduces a new or amended policy, it must post the text of the new or amended policy prior to implementation. 4.06 If, in the University’s view, a proposed new or amended policy or practice affects the terms and conditions of employment of members, then the policy or practice must be negotiated with the Union prior to implementation. If the negotiation is unsuccessful, the University may implement the policy or practice, and the Union may grieve the policy or practice commencing at Stage 2 of the Grievance procedure. If, in the University’s view, the policy or practice does not affect terms and conditions of members, the University may implement the policy or practice. If the Union disputes the University’s claim that the policy or practice does not affect the terms and conditions of members, the Union may grieve the policy or practice commencing at Stage 2 of the Grievance procedure. If any part of the new or amended policy or practice conflicts with or is inconsistent with the Collective Agreement, the Collective Agreement shall prevail. 4.07 Any policy or practice that may result in investigation or discipline of members will follow the process outlined in Article 9 (Discipline).

Policies and Practices. 4.01 Subject to the provisions of this Agreement and except as specifically agreed between the Parties, all recognized existing practices affecting the terms and conditions of employment of members of the Bargaining Unit shall remain in effect and unaltered during the term of this Agreement and any extension thereof. “Recognized existing practices” are those practices which are identifiable, certain, known and in force at the signing of this Agreement or such other practices as the Parties may identify and mutually agree upon. The onus to show that a practice exists rests with the Party seeking to rely upon the practice. 4.02 The Parties acknowledge the existing rights, privileges and responsibilities of members to participate in the formulation and/or recommendation of policy within the University will continue where warrantedUniversity. 4.03 The Parties agree that all University policies, including those within the purview of Senate, shall apply to members so long as these do not conflict with the provisions of this AgreementAgreement shall not operate so as to infringe upon the powers of Senate, as set out in the Act. 4.04 The Parties agree that the provisions of the Faculty Handbook shall apply to members so long as these do not conflict with the provisions of this Agreement. It is further agreed that if any clause of the Handbook is found to be inconsistent with provisions of this Agreement, the Agreement will prevail. 4.05 When the University introduces a Normally new or amended policy, it must post the text of the new or amended policy prior to implementation. 4.06 If, in the University’s view, a proposed new or amended policy or practice affects policies and practices affecting the terms and conditions of employment of membersmembers will be created through negotiation between the Parties. Should the University consider that new or additional policies or practices are necessary during the life of this Agreement, then the policy or practice must be negotiated with it will inform the Union prior to implementation. If of its intention stating the negotiation is unsuccessful, reasons for the University may implement change as well as the policy or practice, nature and the Union may grieve the policy or practice commencing at Stage 2 extent of the Grievance procedurechange. IfThe Union may, in within fifteen (15) working days, provide written notice of its desire to negotiate any changes to the University’s view, the policy or practice does not affect terms and conditions of members, the University may implement the proposed policy or practice. If the Union disputes the University’s claim that the policy or practice does The Parties agree to make every effort to achieve agreement within a thirty (30) working day period. Should it not affect the terms and conditions of members, the Union may grieve the policy or practice commencing at Stage 2 of the Grievance procedure. If any part of the new or amended policy or practice conflicts with or is inconsistent with the Collective Agreement, the Collective Agreement shall prevail. 4.07 Any policy or practice that may result in investigation or discipline of members will follow the process outlined in Article 9 (Discipline).be possible to achieve consensus within thirty

Policies and Practices. 4.01 Subject to the provisions of this Agreement and except as specifically agreed between the Parties, all recognized existing practices affecting the terms and conditions of employment of members of the Bargaining Unit shall remain in effect and unaltered during the term of this Agreement and any extension thereof. “‘Recognized existing practices” ’ are those practices which are identifiable, certain, known and in force at the signing of this Agreement or such other practices as the Parties may identify and mutually agree upon. The onus to show that a practice exists rests with upon the Party seeking to rely upon the practice. 4.02 The Parties acknowledge the existing rights, privileges and responsibilities of members to participate in the formulation and/or recommendation of policy within the University will continue where warrantedUniversity. 4.03 The Parties agree that all University policies, including those within the purview of Senate, shall apply to members so long as these do not conflict with the provisions of this AgreementAgreement shall not operate so as to infringe the powers of Senate, as set out in the Act. 4.04 The Parties agree that the provisions of the Faculty Handbook shall apply to members so long as these do not conflict with the provisions of this Agreement. It is further agreed that if any clause of the Handbook is found to be inconsistent with provisions of this Agreement, the Agreement will prevail. 4.05 When the University introduces a Normally new or amended policy, it must post the text of the new or amended policy prior to implementation. 4.06 If, in the University’s view, a proposed new or amended policy or practice affects policies and practices affecting the terms and conditions of employment of membersmembers will be created through negotiation between the Parties. Should the University consider that new or additional policies or practices are necessary during the life of this Agreement, then the policy or practice must be negotiated with it will inform the Union prior to implementation. If of its intention stating the negotiation is unsuccessful, reasons for the University may implement change as well as the policy or practice, nature and the Union may grieve the policy or practice commencing at Stage 2 extent of the Grievance procedurechange. IfThe Union may, in within fifteen (15) working days, provide written notice of its desire to negotiate any changes to the University’s view, the policy or practice does not affect terms and conditions of members, the University may implement the proposed policy or practice. If the Union disputes the University’s claim that the policy or practice does The Parties agree to make every effort to achieve agreement within a thirty (30) working day period. Should it not affect the terms and conditions of members, the Union may grieve the policy or practice commencing at Stage 2 of the Grievance procedure. If any part of the new or amended policy or practice conflicts with or is inconsistent with the Collective Agreement, the Collective Agreement shall prevail. 4.07 Any policy or practice that may result in investigation or discipline of members will follow the process outlined in Article 9 (Discipline).be possible to achieve consensus within thirty

Policies and Practices. 4.01 Subject to the provisions of this Agreement and except as specifically agreed between the Parties, all recognized existing practices affecting the terms and conditions of employment of members of the Bargaining Unit shall remain in effect and unaltered during the term of this Agreement and any extension thereof. “Recognized existing practices” are those practices which are identifiable, certain, known and in force at the signing of this Agreement or such other practices as the Parties may identify and mutually agree upon. The onus to show that a practice exists rests with the Party seeking to rely upon the practice. 4.02 The existing rights, privileges and responsibilities of members to participate in the formulation and/or recommendation of policy within the University will continue where warranted. 4.03 The Parties agree that all University policies, including those within the purview of Senate, shall apply to members so long as these do not conflict with the provisions of this Agreement. 4.04 The Parties agree that the provisions of the Faculty Handbook shall apply to members so long as these do not conflict with the provisions of this Agreement. It is further agreed that if any clause of the Handbook is found to be inconsistent with provisions of this Agreement, the Agreement will prevail. 4.05 When the University introduces a new or amended policy, it must post the text of the new or amended policy prior to implementation. 4.06 If, in the University’s view, a proposed new or amended policy or practice affects the terms and conditions of employment of members, then the policy or practice must be negotiated with the Union prior to implementation. If the negotiation is unsuccessful, the University may implement the policy or practice, and the Union may grieve the policy or practice commencing at Stage 2 of the Grievance procedure. If, in the University’s view, the policy or practice does not affect terms and conditions of members, the University may implement the policy or practice. If the Union disputes the University’s claim that the policy or practice does not affect the terms and conditions of members, the Union may grieve the policy or practice commencing at Stage 2 of the Grievance procedure. If any part of the new or amended policy or practice conflicts with or is inconsistent with the Collective Agreement, the Collective Agreement shall prevail. 4.07 Any policy or practice that may result in investigation or discipline of members will follow the process outlined in Article 9 (Discipline).