REPRESENTING CLERICAL AND ASSOCIATED EMPLOYEES Sample Clauses

REPRESENTING CLERICAL AND ASSOCIATED EMPLOYEES. The parties agree as follows:

REPRESENTING CLERICAL AND ASSOCIATED EMPLOYEES. It is understood that Managerial or Non-Management non-unionized Job Postings shall be reviewed by Human Resources and/or Labour Relations to ensure that the occupation is not covered by Appendix A of the Collective Agreement using the current criteria used to review positions. It is understood that the occupation performed must be similar to the requirements of the job posted. In the event that a Managerial or Non-Management non-unionized Job Posting is deemed to be covered by the Collective Agreement, the job posting shall be posted in accordance with the provisions of Article 33. This Agreement shall remain in full force and effect during the term of this Collective Agreement. Signed at Montréal this 19th day of April 2018. FOR THE COMPANY FOR THE UNION Xxxxx Xxxxxxxx Xxxxxxxxx Xxxxxxx MENTAL HEALTH MEMORANDUM OF AGREEMENT BETWEEN: BELL CANADA AND In September 2010, Xxxx Let’s Talk began a new conversation about Canada’s mental health. At that time, most people were not talking about mental illness. But the numbers spoke volumes about the urgent need for action. Millions of Canadians, including leading personalities engaged in an open discussion about mental illness, offering new ideas and hope for those who struggle, with numbers growing every year. Given Bell Canada’s leadership in the area of Mental Health, Bell Canada and Unifor recognize the importance of ensuring a workplace culture which promotes and improves the mental health of all employees in the workplace. Bell Canada and Unifor have a common interest in promoting and enhancing a working relationship consistent with the principles of the Bell Let’s Talk initiative. In light of the above, Bell Canada and Unifor agree that within 3 months of ratification of the collective agreement, the parties will convene a meeting to discuss mental health initiatives currently in place in the workplace and what can be done to enhance the mental health initiatives in the workplace. Signed at Montréal this 19th day of April 2018. FOR THE COMPANY FOR THE UNION Xxxxx Xxxxxxxx Xxxxxxxxx Xxxxxxx OUTSOURCING / CONTRACTING OUT MEMORANDUM OF AGREEMENT BETWEEN: BELL CANADA AND UNIFOR

REPRESENTING CLERICAL AND ASSOCIATED EMPLOYEES. The parties agree as follows: The Company may initiate and, at an employee’s request, the Union may request a profile review when there are noticeable changes to the tasks, roles and / or responsibilities of a position. The profile review may be for the position of an employee, group of employees, or of the profile itself, as applicable. The Company is responsible to review profiles, reclassify an employee or group of employees who perform the same work into the same appropriate profile, evaluate new Clerical and Associated positions, create profiles and determine the appropriate salary group.

REPRESENTING CLERICAL AND ASSOCIATED EMPLOYEES. The Company agrees to provide 12 temporary positions, each 6 months in duration, in Craft and Services for the purpose of improving the diversity of the C&S workforce and broadening career opportunities for female employees in the Clerical and Associated bargaining unit.

REPRESENTING CLERICAL AND ASSOCIATED EMPLOYEES. Re: Paid Education Leave

REPRESENTING CLERICAL AND ASSOCIATED EMPLOYEES. The above parties have agreed as follows: The attached grievances will be suspended until ratification. Upon ratification the parties will come to an agreement on the treatment of the attached grievances. Within 30 days of ratification the parties will review the attached list of grievances and decide to: • Remove the letters on file and withdraw the grievances; or • Continue the grievance process For the policy grievance the Union agrees to postpone this grievance for a one (1) year period from the date of ratification. It is understood that any grievance filed after the signature of this Memorandum of Agreement will be sent to step 3 of the grievance process to be put in abeyance and reviewed by the parties. It is understood that the timelines prescribed in Articles 16 and 17 of the Collective Agreement are also suspended. Signed at Montréal this 19th day of April 2018. FOR THE COMPANY FOR THE UNION Xxxxx Xxxxxxxx Xxxxxxxxx Xxxxxxx EMPLOYEE RECLASSIFICATIONS MEMORANDUM OF AGREEMENT BETWEEN BELL CANADA AND UNIFOR It is understood that 100 Regular Part-Time employees will be reclassified to Regular Full-Time status based on their seniority. It is understood and agreed that these reclassifications do not constitute job openings as defined in the Collective Agreement. Where possible, according to the Company, all reclassifications performed under this agreement shall take place in the employee’s current job and at his current work location. To be reclassified under these provisions, the employee must meet job requirements and/or not be subject to a performance improvement plan. Employee reclassifications must be completed no later than three (3) months following the signature of the Collective Agreement. This memorandum of agreement is not an integral part of the collective agreement. Signed at Montréal this 19th day of April 2018. FOR THE COMPANY FOR THE UNION Xxxxx Xxxxxxxx Xxxxxxxxx Xxxxxxx FACT FINDING MEETINGS MEMORANDUM OF AGREEMENT BETWEEN BELL CANADA AND

REPRESENTING CLERICAL AND ASSOCIATED EMPLOYEES. The Company has the exclusive right and power to manage the performance of the employees, in accordance with the Collective Agreement. The parties agree that, amongst other things, performance management requires an effective and reasonable performance management system that maximizes the potential and contribution of every employee. In achieving this objective, any performance management system will require clear job expectations and objectives, and ongoing feedback. The objective of the ongoing feedback and evaluation process will be to ensure that employees understand job expectations and receive ongoing feedback on their performance. The process will include reasonable measurements of employees’ performance and will be linked to business objectives and ultimately to customer service. Notice of changes in performance indicators impacting employees’ performance assessment will be provided to the union a minimum of 30 days in advance, and to employees a minimum of 15 days. During that period, the parties will have a meaningful discussion on changes to performance indicators. Appropriate and timely coaching and training will also be provided to employees to assist them on the path of being successful and to identify areas of improvement. There will be clear and reasonable opportunities to improve where an employee is not able to meet job expectations. The objective of the performance management process is to ensure that employees have the right skills and competencies to succeed in their current jobs. Signed at Montréal this 26th day of September 2022. FOR THE COMPANY FOR THE UNION Xxxxx Xxxxxxxx Xxxxxx Xxxxxxx MEMORANDUM OF AGREEMENT BETWEEN BELL CANADA AND UNIFOR

REPRESENTING CLERICAL AND ASSOCIATED EMPLOYEES. The parties agree that, where a Voluntary Program of Reduced Hours exists, an employee classified as Regular Full-time may, subject to the conditions expressed in this Agreement and to the conditions set forth in any applicable Company practice, elect to be reclassified as a Regular Part-time employee for a period of time agreed to by the employee and her manager, with a guarantee of reclassification to her Regular Full-time classification following the expiration of the agreed period.

REPRESENTING CLERICAL AND ASSOCIATED EMPLOYEES. Bell Canada is evolving in a very competitive marketplace and the parties recognize that in order to remain successful, Bell Canada needs to manage its business in the most efficient manner. The parties agree that, amongst other things, efficiency requires flexibility in the workforce, the assignment of work and Xxxx’x ability to assign employees according to customer and business needs. It is understood that Bell Canada has the right to outsource or contract out any of the work normally performed by employees included in the Clerical and Associated Employees bargaining unit at any time and under its own terms, subject to Letters of Intent on the Utilization of External Human Resources and on Outsourcing Initiatives and to the present Memorandum of Agreement. The Company’s preference is to maintain employment internally. In light of this, the intent of this Memorandum of Agreement is to provide a measure of job security for existing Regular Bell Canada employees, in the event that Bell Canada decides to outsource or contract out any of the work normally performed by employees included in the Clerical and Associated Employees bargaining unit. The parties agree that before Bell Canada outsources or contracts out any work normally performed by employees in the Clerical and Associated Employees bargaining unit, the Company shall meet with the Union’s Chief Negotiators and impacted Local Presidents to discuss, review and exchange on issues associated with outsourcing or contracting out.

REPRESENTING CLERICAL AND ASSOCIATED EMPLOYEES. The above parties have agreed as follows: Within three (3) months after the signing of the Collective Agreement, a one (1) year trial shall be introduced regarding fact finding meetings related to the alleged violation of the Code of Business Conduct that could likely lead to a disciplinary measure. For the duration of the trial, the process will be as follows: • When a Company representative conducts a fact finding meeting with an employee concerning the alleged violation of the Code of Business Conduct that could likely lead to a disciplinary measure, the Company representative shall: o Advise the employee and the Union Representative, in general terms (for example: misappropriation, conflict of interest, breach of trust, etc.), of the nature of the meeting, prior to the meeting, and; o Invite the Union representative to attend the meeting, unless the employee objects. • In conducting such meetings, Company and Union representatives will perform their respective responsibilities in a professional and courteous manner with mutual respect for their counterparts. It is understood that Union representatives, although not active participants, will have the ability to ask questions for clarification purposes but shall, in no way, disrupt the investigation process. The Company and the Union shall meet quarterly to review the results and make recommendations as appropriate. A final assessment by the parties to determine if the process described herein will be maintained for the duration of the Collective Agreement shall be conducted in a fair and reasonable manner at the end of the trial. However, should there be, in the Company’s opinion, disruptions to the meetings, this Memorandum of Agreement may be rescinded by the Company upon 30 days’ notice to the Joint Labour Relations Committee. Signed at Montréal this 19th day of April 2018. FOR THE COMPANY FOR THE UNION Xxxxx Xxxxxxxx Xxxxxxxxx Xxxxxxx HOME DISPATCH MEMORANDUM OF AGREEMENT BETWEEN: BELL CANADA AND This is to confirm our agreement with respect to Home Dispatch. The implementation and application of Home Dispatch is determined by each business unit, based on business needs. It is understood that Home Dispatch must provide advantages and benefits to the Company and to the employees for it to be implemented and maintained in a group.