Common use of – REPRESENTATION AND UNION SECURITY Clause in Contracts

– REPRESENTATION AND UNION SECURITY. 3.1 The Employer will recognize a committee of three (3) Bargaining Unit members for the purpose of negotiating the renewals of the Collective Agreement. The Labour Relations Officer of the Ontario Nurses’ Association will also be a member of this committee. 3.2 The Employer will pay such employee representatives at their respective salaries for all regular time lost in investigating or processing grievances and in negotiating renewals of this Agreement and while attending meetings with the Employer, provided that these representatives do not leave their regular duties without the consent from the Medical Officer of Health or his alternate. 3.3 The Employer and the Union agree that there shall be no discrimination on account of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offences, marital status, same-sex partnership status, family status or disability Ontario Human Rights Code (R.S.O. 1990, c. H.19, s. 5 (1); 1999, c. 6, s. 28 (5); 2001, c. 32, s. 27 (1), practiced against any nurse, and acknowledge the continued application of the Harassment Policy as it may be from time to time. The Employer and the Union agree that neither of them nor their respective Representatives will contravene the applicable provisions of the Ontario Human Rights Code. 3.4 The Employer will deduct from the first pay received by each nurse in a month, who is covered by this Agreement, a sum equal to regular monthly Union dues of each such nurse. The Union shall notify the Employer in writing of the amount of such dues from time to time. 3.5 The Employer will send to the Union once each month its cheque for the dues deducted under this clause, together with a list of the names and social insurance numbers of nurses from whom deductions were made and the amount of the deductions. The Union shall indemnify and save the Employer harmless with respect to all dues so deducted and remitted. 3.6 The Health Unit and the Union recognize their joint duty to accommodate disabled employees in accordance with the provisions of the Ontario Human Rights Code. 3.7 There will be a Joint Union-Management Committee that shall meet at least three times annually or otherwise as agreed by the parties. The representation on this committee will include equal representation from the Bargaining Unit and the Employer, including the Human Resources and Labour Relations Manager. The purpose of the Committee will be to discuss matters of mutual concern to the parties, to improve employer/employee communications and to address quality work environment issues. The committee will not discuss grievances. 3.8 The Employer and the Union acknowledge the importance of providing employees an opportunity to participate in and contribute to the process of quality assurance in nursing practice and excellence in practice by identifying and responding to professional nursing issues. (a) A Professional Practice Council shall be formed to meet these objectives and this Council shall be comprised of: - at least four (4) staff nurse representatives selected by peers from several Service areas. - at least three (3) managers who are nurses from several Service Areas - Professional Practice Leader Nursing - ONA President or designate - Manager, Human Resources and Labour Relations (b) Meetings will be held at least bi-monthly or at the call of the Chair. (c) Meetings will be held during working hours, but if unable to do so, then any time at meetings will be deemed to be work time and paid at the applicable rate of pay for the participants.

– REPRESENTATION AND UNION SECURITY. 3.1 The Employer will recognize a committee of three (3) Bargaining Unit members for the purpose of negotiating the renewals of the Collective Agreement. The Labour Relations Officer of the Ontario Nurses’ Association will also be a member of this committee. 3.2 The Employer will pay such employee representatives at their respective salaries for all regular time lost in investigating or processing grievances and in negotiating renewals of this Agreement and while attending meetings with the Employer, provided that these representatives do not leave their regular duties without the consent from the Medical Officer of Health or his alternate. 3.3 The Employer and the Union agree that there shall be no discrimination on account of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offences, marital status, same-sex partnership status, family status or disability Ontario Human Rights Code (R.S.O. 1990, c. H.19, s. 5 (1); 1999, c. 6, s. 28 (5); 2001, c. 32, s. 27 (1), practiced against any nurse, and acknowledge the continued application of the Harassment Policy as it may be from time to time. The Employer and the Union agree that neither of them nor their respective Representatives will contravene the applicable provisions of the Ontario Human Rights Code. 3.4 The Employer will deduct from the first pay received by each nurse in a month, who is covered by this Agreement, a sum equal to regular monthly Union dues of each such nurse. The Union shall notify the Employer in writing of the amount of such dues from time to time. 3.5 The Employer will send to the Union once each month its cheque for the dues deducted under this clause, together with a list of the names and social insurance numbers of nurses from whom deductions were made and the amount of the deductions. The Union shall indemnify and save the Employer harmless with respect to all dues so deducted and remitted. 3.6 The Health Unit and the Union recognize their joint duty to accommodate disabled employees in accordance with the provisions of the Ontario Human Rights Code. 3.7 There will be a Joint Union-Management Committee that shall meet at least three times annually or otherwise as agreed by the parties. The representation on this committee will include equal representation from the Bargaining Unit and the Employer, including the Director, Human Resources and Labour Relations ManagerCorporate Strategy. The purpose of the Committee will be to discuss matters of mutual concern to the parties, to improve employer/employee communications and to address quality work environment issues. The committee will not discuss grievances. 3.8 The Employer and the Union acknowledge the importance of providing employees an opportunity to participate in and contribute to the process of quality assurance in nursing practice and excellence in practice by identifying and responding to professional nursing issues. (a) A Professional Practice Council shall be formed to meet these objectives and this Council shall be comprised of: - at least four (4) staff nurse representatives selected by peers from several Service areas. - at least three (3) managers who are nurses from several Service Areas - Professional Practice Leader Chief Nursing Officer - Community Health Nursing Specialist - ONA President or designate - ManagerDirector or designate, Human Resources and Labour RelationsCorporate Strategy (b) Meetings will be held at least bi-monthly or at the call of the Chair. (c) Meetings will be held during working hours, but if unable to do so, then any time at meetings will be deemed to be work time and paid at the applicable rate of pay for the participants.

– REPRESENTATION AND UNION SECURITY. 3.1 The Employer will recognize a committee of three four (34) Bargaining Unit members for the purpose of negotiating the renewals of the Collective Agreement. The Labour Relations Officer of the Ontario Registered Nurses’ Association will also be a member of this committee. 3.2 The Employer will pay such employee Registered Nurse representatives at their respective salaries for all regular time lost in investigating or processing grievances and in negotiating renewals of this Agreement and while attending meetings with the Employer, provided that these representatives do not leave their regular duties without the consent from the Medical Officer of Health or his their alternate. 3.3 The Employer and the Union agree that there shall be no discrimination on account of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, record of offences, marital status, same-sex partnership status, family status or disability Ontario Human Rights Code (R.S.O. 1990, c. H.19, s. 5 (1); 1999, c. 6, s. 28 (5); 2001, c. 32, s. 27 (1), practiced against any nurseRegistered Nurse, and acknowledge the continued application of the Harassment Policy as it may be from time to time. The Employer and the Union agree that neither of them nor their respective Representatives will contravene the applicable provisions of the Ontario Human Rights Code. The above protected grounds shall be as defined in the Ontario Human Rights Code. 3.4 The Employer will deduct from the first pay received by each nurse Registered Nurse in a month, who is covered by this Agreement, a sum equal to regular monthly Union dues of each such nurseRegistered Nurse. The Union shall notify the Employer in writing of the amount of such dues from time to time. 3.5 The Employer will send to the Union once each month its cheque for the dues deducted under this clause, together with a list of the names and social insurance numbers of nurses Registered Nurses from whom deductions were made and the amount of the deductions. The Union shall indemnify and save the Employer harmless with respect to all dues so deducted and remitted. 3.6 The Health Unit and the Union recognize their joint duty to accommodate disabled employees in accordance with the provisions of the Ontario Human Rights Code. 3.7 There will be a Joint Union-Management Committee that shall meet at least three four times annually and not during the months of July and August, or otherwise as agreed by the parties. The representation on this committee will include equal representation from the Bargaining Unit and the Employer, including and will be co-Chaired by the Manager, Human Resources and Labour Relations Managerthe Union Bargaining Unit President. The purpose of the Committee will be to discuss matters of mutual concern to the parties, to improve employer/employee Registered Nurse communications and to address quality work environment issues. The committee will not discuss grievances. 3.8 3.7 The Employer and the Union acknowledge the importance of providing employees Registered Nurses an opportunity to participate in and contribute to the process of quality assurance in nursing practice and excellence in practice by identifying and responding to professional nursing issues. (a) A Professional Practice Council shall be formed to meet these objectives and this Council shall be comprised of: - at least four (4) staff nurse Registered Nurse representatives selected by peers from several Service areasDivisions. - at least three (3) managers who are nurses Registered Nurses from several Service Areas Divisions - Professional Practice Leader Chief Nursing Officer - Community Health Nursing Specialist - ONA Bargaining Unit President or designate - Manager, Human Resources and Labour Relationsand/or designate (b) Meetings will be held at least bi-monthly or at the call of the Chair. (c) Meetings will be held during working hours, but if unable to do so, then any time at meetings will be deemed to be work time and paid at the applicable rate of pay for the participants.

– REPRESENTATION AND UNION SECURITY. 3.1 The Employer will recognize a committee of three (3) Bargaining Unit members for the purpose of negotiating the renewals of the Collective Agreement. The Labour Relations Officer of the Ontario Nurses’ Association will also be a member of this committee. 3.2 The Employer will pay such employee representatives at their respective salaries for all regular time lost in investigating or processing grievances and in negotiating renewals of this Agreement and while attending meetings with the Employer, provided that these representatives do not leave their regular duties without the consent from the Medical Officer of Health or his their alternate. 3.3 The Employer and the Union agree that there shall be no discrimination on account of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, record of offences, marital status, same-sex partnership status, family status or disability Ontario Human Rights Code (R.S.O. 1990, c. H.19, s. 5 (1); 1999, c. 6, s. 28 (5); 2001, c. 32, s. 27 (1), practiced against any nurse, and acknowledge the continued application of the Harassment Policy as it may be from time to time. The Employer and the Union agree that neither of them nor their respective Representatives will contravene the applicable provisions of the Ontario Human Rights Code. The above protected grounds shall be as defined in the Ontario Human Rights Code. 3.4 The Employer will deduct from the first pay received by each nurse in a month, who is covered by this Agreement, a sum equal to regular monthly Union dues of each such nurse. The Union shall notify the Employer in writing of the amount of such dues from time to time. 3.5 The Employer will send to the Union once each month its cheque for the dues deducted under this clause, together with a list of the names and social insurance numbers of nurses from whom deductions were made and the amount of the deductions. The Union shall indemnify and save the Employer harmless with respect to all dues so deducted and remitted. 3.6 The Health Unit and the Union recognize their joint duty to accommodate disabled employees in accordance with the provisions of the Ontario Human Rights Code. 3.7 There will be a Joint Union-Management Committee that shall meet at least three four times annually and not during the months of July and August, or otherwise as agreed by the parties. The representation on this committee will include equal representation from the Bargaining Unit and the Employer, including and will be co-Chaired by the Manager, Human Resources and Labour Relations Managerthe Union Bargaining Unit President. The purpose of the Committee will be to discuss matters of mutual concern to the parties, to improve employer/employee communications and to address quality work environment issues. The committee will not discuss grievances. 3.8 The Employer and the Union acknowledge the importance of providing employees an opportunity to participate in and contribute to the process of quality assurance in nursing practice and excellence in practice by identifying and responding to professional nursing issues. (a) A Professional Practice Council shall be formed to meet these objectives and this Council shall be comprised of: - at least four (4) staff nurse representatives selected by peers from several Service areasDivisions. - at least three (3) managers who are nurses from several Service Areas Divisions - Professional Practice Leader Chief Nursing Officer - Community Health Nursing Specialist - ONA Bargaining Unit President or designate - Manager, Human Resources and Labour Relationsand/or designate (b) Meetings will be held at least bi-monthly or at the call of the Chair. (c) Meetings will be held during working hours, but if unable to do so, then any time at meetings will be deemed to be work time and paid at the applicable rate of pay for the participants.

– REPRESENTATION AND UNION SECURITY. 3.1 The Employer will recognize a committee of three (3) Bargaining Unit members for the purpose of negotiating the renewals of the Collective Agreement. The Labour Relations Officer of the Ontario Nurses’ Association will also be a member of this committee. 3.2 The Employer will pay such employee representatives at their respective salaries for all regular time lost in investigating or processing grievances and in negotiating renewals of this Agreement and while attending meetings with the Employer, provided that these representatives do not leave their regular duties without the consent from the Medical Officer of Health or his alternate. 3.3 The Employer and the Union agree that there shall be no discrimination on account of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offences, marital status, same-sex partnership status, family status or disability Ontario Human Rights Code (R.S.O. 1990, c. H.19, s. 5 (1); 1999, c. 6, s. 28 (5); 2001, c. 32, s. 27 (1), practiced against any nurse, and acknowledge the continued application of the Harassment Policy as it may be from time to time. The Employer and the Union agree that neither of them nor their respective Representatives will contravene the applicable provisions of the Ontario Human Rights Code. 3.4 The Employer will deduct from the first pay received by each nurse in a month, who is covered by this Agreement, a sum equal to regular monthly Union dues of each such nurse. The Union shall notify the Employer in writing of the amount of such dues from time to time. 3.5 The Employer will send to the Union once each month its cheque for the dues deducted under this clause, together with a list of the names and social insurance numbers of nurses from whom deductions were made and the amount of the deductions. The Union shall indemnify and save the Employer harmless with respect to all dues so deducted and remitted. 3.6 The Health Unit and the Union recognize their joint duty to accommodate disabled employees in accordance with the provisions of the Ontario Human Rights Code. 3.7 There will be a Joint Union-Management Committee that shall meet at least three times annually or otherwise as agreed by the parties. The representation on this committee will include equal representation from the Bargaining Unit and the Employer, including the Human Resources and Labour Relations Manager. The purpose of the Committee will be to discuss matters of mutual concern to the parties, to improve employer/employee communications and to address quality work environment issues. The committee will not discuss grievances. 3.8 The Employer and the Union acknowledge the importance of providing employees an opportunity to participate in and contribute to the process of quality assurance in nursing practice and excellence in practice by identifying and responding to professional nursing issues. (a) A Professional Practice Council shall be formed to meet these objectives and this Council shall be comprised of: - at least four (4) staff nurse representatives selected by peers from several Service areas. - at least three (3) managers who are nurses from several Service Areas - Professional Practice Leader Nursing - ONA President or designate - Manager, Human Resources and Labour Relations (b) Meetings will be held at least bi-monthly or at the call of the Chair. (c) Meetings will be held during working hours, but if unable to do so, then any time at meetings will be deemed to be work time and paid at the applicable rate of pay for the participants.the