Responsibilities of Committee. The Committee shall not have jurisdiction over wages or any other matter of collective bargaining, including the administration of this Agreement. The Committee shall not supersede the activities of any other committee of the Union or of the Employer and shall not have the power to bind either the Union or its members or the Employer to any decisions or conclusions reached in their discussions. The Committee shall have the power to make recommendations to the Union and the Employer on the following general matters:
(a) Reviewing matters, other than grievances, relating to the maintenance of good relations between the Parties; (b) Correcting conditions causing grievances and misunderstanding.
Responsibilities of Committee. (a) The Committee shall not have jurisdiction over wages or any other matter of collective bargaining, including the administration of this Agreement. The Committee shall not have the power to bind either the Union or its members or the Employer to any decisions or conclusions reached in their discussions, except as specified in this Agreement.
(b) The Committee will specifically address the following items as it deems necessary:
Responsibilities of Committee. (a) The Committee shall not have jurisdiction over wages or any other matter of collective bargaining, including the administration of this agreement. The Committee shall not supersede the activities of any other committee of the Union or of the Employer and shall not have the power to bind either the Union or its members or the Employer to any decisions or conclusions reached in their discussions.
(b) In the event of any substantial re-organization in a ministry which results in redundancy, relocation or reclassification, the Committee shall meet in order for the Employer to consult with the Union.
(c) Following a consultative and collaborative leadership approach, the Committee shall also have the power to make recommendations to the Union and the Employer on the following general matters:
(1) reviewing matters, other than grievances, relating to the maintenance of good relations between the parties;
(2) discussing issues relating to the workplace that affect the parties or any employee bound by this agreement;
(3) correcting conditions causing grievances and misunderstanding;
(4) reviewing ways in which the Employer can reduce workplace consumption of non-renewable and renewable resources, increase the amount of material that is reused in the workplace and implement recycling programs;
(5) reviewing matters unresolved and referred to it by a Local Occupational Health and Safety Committee except where that local committee is comprised of representatives of more than one ministry. Upon receipt of such a referral the Ministry Committee Co-Chairpersons shall notify the Provincial Joint Occupational Health and Safety Committee Co-Chairpersons. The committee may make recommendations regarding health and safety issues to the Provincial Joint Occupational Health and Safety Committee. Those portions of ministry Joint Committee and Subcommittee minutes and/or other record of proceedings, which address occupational health and safety issues, shall be forwarded to the Co-Chairpersons of the Provincial Joint Occupational Health and Safety Committee, or their designates;
(6) reviewing organizational health issues relating to the recruitment and retention of employees;
(7) making recommendations on the criteria for the approval of applications pursuant to Clause 20.8(e);
(8) discussing opportunities to improve service to the public, which may include ministry contracting practices.
Responsibilities of Committee. (i) The Committee shall be empowered to review and make non-binding recommendations on matters referred to it by mutual agreement of the Parties. In referring matters, the Parties shall agree whether the subject will be dealt with on a standing or ad hoc basis.
(ii) Notwithstanding the above, the Committee shall not have jurisdiction to review wages or any other matter of collective bargaining, including the Administration of this Agreement, except by mutual agreement of the Parties.
Responsibilities of Committee. (a) To create and maintain a positive labour relations climate throughout the JI.
(b) To promote open communications, mutual respect and understanding between the Parties.
(c) To explore and recommend new procedures and policies for improving work methods, conditions of work and staff development.
(d) To identify and respond to workplace issues before they become grievances wherever possible.
(e) The committee shall not have jurisdiction over wages or any other matter of collective bargaining, including the administration of this Agreement.
(f) Ensure that there is a Rehabilitation committee, which will be a sub-committee of the Labour/Management Committee per Article 12.8 of this Collective Agreement.
Responsibilities of Committee. (a) The Committee shall not have jurisdiction over wages or any other matter of collective bargaining, including the administration of this agreement. The Committee shall not supersede the activities of any other committee of the Union or of the Employer and shall not have the power to bind either the Union or its members or the Employer to any decisions or conclusions reached in their discussions.
(b) The Committee shall have the power to make recommendations to the Union and the Employer on the following general matters:
(1) reviewing matters, other than grievances, relating to the maintenance of good relations between the parties;
(2) correcting conditions causing grievances and misunderstanding.
(c) The Committee will be responsible for working with the Employer's manager responsible for training to develop an annual training program that is designed to enhance the existing skill base of employees while increasing an employees' suitability for promotional opportunities.
Responsibilities of Committee. During Implementation of Job Evaluation Plan
2.1 The Committee shall review and have input into the scheduled work plan and shall monitor the progress of the implementation stages of the Job Evaluation process.
2.2 The Committee shall review and approve final job evaluation results and associated wage/pay and pay equity wage adjustments.
2.3 The Committee shall review and provide input to facilitate settlement of controversial issues.
2.4 Should the Committee be unable to reach consensus, the matter shall be forwarded to an agreed upon mediator. Should the issue continue to be unresolved then the unresolved matters will stand and be effected as originally presented to the mediator. On “Going Forward” Basis
2.5 The Committee shall hear and attempt to resolve issues relating to evaluation disagreements, appeals and related wage/pay adjustments within 90 days of date of the appeal.
2.6 Should the Committee not be able to reach agreement, then the matter shall be forwarded to an agreed upon mediator in an attempt to reach agreement. If no agreement can be reached then that evaluation, wage/salary adjustment or whatever matter was in dispute will stand and be effected as originally presented to the mediator.
Responsibilities of Committee. (1) The Committee shall take formal action only upon two-thirds vote of the full membership thereof.
(2) With the concurrence of the Board of Chosen Freeholders an Administrative Liaison Officer shall be designated. He/She shall be an employee of the County. He shall within the limits of resources available, provide technical and administrative support to the CDBG Committee, and shall provide liaison between the CDBG Committee and the Board of Chosen Freeholders.
(3) The CDBG Committee shall meet promptly after its establishment and thereafter as often as required. It shall establish rules of procedure as may be required.
(4) The CDBG Committee shall study and discuss the community development needs of the County, which affect the participating local governments, and shall determine the most effective and acceptable utilization of CDBG funds available to the County government. It shall recommend to the Board of Chosen Freeholders an application for participation in Federal funding, and towards that end it shall, in the manner herein prescribed, be authorized to develop a 5-year Consolidated Plan for the County, including a housing assistance program, and such other documents and certifications of compliance as are required by the Federal Government for participation by the County in the CDBG Program.
(5) The CDBG Committee shall develop, in full consultation with the county planning board and all affected agencies of the local governments involved, priorities for actual utilization of such funds as are made available from the Federal Government under this Title. The CDBG Committee shall recommend for each project or activity to be carried out with these funds a specific means of accomplishment. This may be for the County to carry out the project or function, for a Municipality to receive the monies to carry it out, or for some other combination of local or State agencies. Such implementation mechanism shall be established either by means of a separate contract entered into between the county government, upon the approval of the CDBG Committee, and the Municipality in which the activity or function is to take place, pursuant to the provisions of the Interlocal Services Act, or by inclusion of such information in section C of this Agreement, subject to the same approvals. The implementation mechanism shall be established before submission of the application to HUD, and any relevant documents become part of this agreement and should be submitted to HUD with i...
Responsibilities of Committee. The Committee shall not have jurisdiction over wages or any other matter of collective bargaining including the administration of this agreement. The Committee shall not supersede the activities of any other committee of the Union or of the Employer and shall not have the power to bind either the Union or its members or the Employer to any decisions or conclusions reached in their discussions. The Committee shall have the power to make recommendations to the Union and the Employer on the following general matters:
(a) Reviewing matters, other than grievances, relating to the maintenance of good relations between the parties.
(b) Correcting conditions causing grievances and misunderstandings.
(c) Immediate responsibilities of committee: The Committee shall submit recommendations to the bargaining Principals on the following areas of concern:
(a) Jurisdictional areas, numbers of stewards, and bulletin boards pursuant to Article 2 of this agreement.
(b) Recommendations pursuant to Article 14.6 of this agreement.
(c) Such other matters referred to the Committee by this agreement.
Responsibilities of Committee.
(a) The Committee shall not have jurisdiction over wages or any other matter of collective bargaining, including the administration of this Agreement. The Committee shall not supersede the activities of any other committee of the Union or of the Commission and shall not have the power to bind either the Union or its members or the Commission to any decisions or conclusions reached in their discussions.
(b) In the event of any substantial re-organization which results in redundancy, relocation or reclassification, the Committee shall meet in order for the Commission to consult with the Union.
(c) The Committee shall also have the power to make recommendations to the Union and the Commission on the following general matters:
(1) reviewing matters, other than grievances, relating to the maintenance of good relations between the parties;
(2) discussing issues relating to the workplace that affect the parties or any employee bound by this Agreement;
(3) correcting conditions causing grievances and misunderstanding;
(4) reviewing ways in which the Commission can reduce workplace consumption of non-renewable and renewable resources, increase the amount of material that is reused in the workplace and implement recycling programs;
(5) reviewing matters unresolved and referred to it by the Joint Occupational Health and Safety Committee and the Article 28 Committee may make recommendations to the Joint Occupational Health and Safety Committee regarding health and safety issues;
(6) reviewing organizational health issues relating to the recruitment and retention of employees;
(7) the Committee may make recommendations on the criteria for the approval of applications pursuant to Clause 14.3(e) Educational Leave.
(8) reviewing ways to achieve the most effective use of human resources and well trained professional Commission, including discussions regarding career paths and developmental opportunities.
