Structure of the Committee. The members on the Committee shall represent all Canpar employees across Canada. The four members shall assume the positions on the Committee as mutually agreed and outlined below: A Canpar employee will be invited in to the meeting strictly for the purpose of keeping minutes and distributing information. The members of the Committee can alternate their position at each meeting, as mutually agreed.
Structure of the Committee. The committee shall be composed of equal numbers of classified and District representatives. It shall meet on a quarterly basis or as needed.
1. Reclassification requests by classified employees for a particular position may be submitted once in any twelve (12) month period.
2. Requests for reclassification shall include a current Job Description Worksheet and Position Description along with a Reclassification Questionnaire that clearly identifies the additional duties and responsibilities to justify the review. Reclassification requests must be based on permanent and substantive changes in the position.
3. Requests for reclassification and/or evaluation of new positions for wage placement shall be reviewed by the committee at its next meeting.
4. If the committee recommends the reclassification, it shall be reviewed by the Superintendent within ten (10) working days.
5. If the reclassification is approved by the Superintendent, the employee shall be given a raise equivalent to one step wage higher than his/her regular rate of pay, or Step one of the higher paying category.
6. If the Superintendent denies the reclassification, the duties identified as permanent and substantive changes shall be removed.
7. The employee shall be notified of the decision of the Superintendent within five (5) working days of such decision.
Structure of the Committee. The structure of the Lakewood Local Professional Development Committee (LLPDC) will be one committee serving the district. As agreed upon by the administration and the LTA, the committee will consist of six (6) members. Only five (5) members will be serving at one time. If a teacher request is up for approval, three (3) teachers and two (2) administrators will vote. If an administrator's request is up for approval, three (3) administrators and two (2) teachers will vote. The request must have the vote of the majority of the LLPDC to receive approval.
Structure of the Committee. For the Company: For the Union: 1 member of Management 2 members of the bargaining unit Director, Labour Relations or designate 1 Labour Relations Officer or designate The EMAC shall meet on a quarterly basis on dates to be arranged and agreed to by the co-chairs. Subsequent meetings shall be mutually agreed by the parties Bargaining unit members who attend the EMAC meetings shall be compensated for their time at the applicable rate of pay. Where travel is required the Company travel policy will apply for expenses and mileage.
Structure of the Committee. The committee shall be composed of equal numbers of employer representatives, which shall be three (3) and union representatives which shall be three (3) who will attend meetings. In carrying out its work the committee will: Wherever possible, return injured or ill workers to full employment as soon as possible and in a manner which assists in their recovery and; Assist the joint health and safety committee in the prevention of workplace injuries. The company recognizes that preventing injuries is the best and most effective solution to workplace injuries. To that end the company agrees to: Make every reasonable effort to provide suitable modified or alternate employment to employees who are temporarily or permanently unable to return to their regular duties, as a result of an occupational or non-occupational injury or illness. This will include training and/or the modification of work stations or equipment to accommodate disabled employees in a manner consistent with the collective agreement and current legislation and according to the criteria listed below, providing that such accommodation does not create undue hardship to the company. Assist the committee in developing an analysis of injuries and their cause in order to provide information that can be used in the prevention of future injuries Make every reasonable effort to modify existing jobs when it will assist in preventing injuries and accommodating disabled workers. Work with the JRTWC, in conjunction with the joint health and safety committee, to modify jobs as is determined necessary to prevent future accidents, to accommodate disabled workers and to return workers effectively to the work place. Work with the JRTWC in conjunction with the joint health and safety committee to develop P.D.A. (Physical Demands Analysis) which will assist in assessing the suitability of the job for an injured worker. The comp any and the union agree that the function of the committee is to assist injured or ill workers in an early and safe return to productive employment in the work place, implement the return to work, develop and maintain an analysis of occupational injuries and illnesses and their cause in order to provide information that can be used in the prevention of future injuries and make recommendations regarding modifying existing jobs when it will assist in preventing injuries or accommodate disabled workers.
Structure of the Committee. 1.1 The Joint Health and Safety Committee (referred to hereinafter as “the Joint Committee”) shall consist of at least two (2) Worker Representatives with equal representation from Management. At least one of the Worker Representatives will be selected or appointed by the Union (C.U.P.E. Local 1605) from amongst bargaining unit employees. SCHEDULE “C” – Cont’d
Structure of the Committee. 3.1. The Central Joint Health and Safety Committee (referred to hereafter as Central JHSC) shall consist of one worker and one management member from each of the respective Workplace- Specific Joint Health and Safety Committees (WS-JHSC).
3.2. The Workplace-Specific Joint Health and Safety Committees (WS-JHSC) shall consist of worker members and management members who work in one of the respective workplaces for which the Workplace-Specific Committee is responsible. The WS-JHSC shall consist, at minimum, of the number of members shown in the table attached as Appendix 1.
3.3. There shall be two co-chairpersons for the Central JHSC and each of the respective WS-JHSC. Management members of the JHSC will select the management co-chairperson JHSC worker members will select the worker co-chairperson.
3.4. The term of office for co-chairpersons will be for a 2-year term at the end of which, reselection shall take place.
3.5. The Co-chairpersons shall alternate the chair at JHSC meetings when feasible. Co-chair duties shall not be assumed by an alternate member at the Central JHSC.
3.6. One alternate member will be permitted for each member of the Central JHSC who shall be selected from amongst the WS-JHSC members. If a JHSC member resigns from the Central JHSC, the alternate will replace the former member for the balance of the resigning former member’s term of membership. A new alternate member will be appointed for the remainder of the term. If an alternate member resigns during the term of their membership, a new alternate member will be appointed for the remainder of the term. The alternate member’s role will be to act on behalf of the member in the workplace and at JHSC meetings, in the absence of the original JHSC member.
3.7. When a Central JHSC member or alternate member wishes to resign from the committee, they must advise the respective committee co-chair in writing. The co-chair receiving such notice must report member changes in writing to the Central JHSC co-chairs, the Director of Human Resources, and the Union President should the resigning member be a worker member.
3.8. A co-chairperson may, with the approval of their counterpart, invite any additional person(s) to attend the meeting to provide additional information and comment, but such additional person(s) shall not participate in the regular business of the meeting.
Structure of the Committee. A. The committee shall be composed for teacher issues of six (6) members of the bargaining unit appointed by the PLEA President, and three administrative members appointed by the Superintendent.
B. The committee shall be composed for administrator issues of two (2) bargaining unit members, appointed by the PLEA President and three administrative members appointed by the Superintendent.
C. Vacancies shall be filled by the appointment of the Association President and the Superintendent, respectively.
D. The LPDC shall be co-chaired by the Association President/designee and Superintendent/Designee.
E. The LPDC will have an LPDC Licensure Facilitator, who will report to the Superintendent/Designee, and will be paid on a supplemental contract.
F. The co-chairs' term of office shall be July 1 through June 30.
Structure of the Committee. The committee shall be composed of equal numbers of employer representatives, which shall be three (3) and union representatives which shall be three (3) of which one (1) shall be on afternoons or midnight shift who will attend meetings. When a JRTWC member is not available on shift, a Health and Safety committee member or Union rep on shift will assist in the placement of an injured worker for one shift until the joint return to work committee can place the worker.
Structure of the Committee. The committee shall be composed of equal numbers of employer representatives, which shall be three (3) and union representatives which shall be three (3) who will attend meetings. When a JRTWC member is not available on shift, a Health and Safety committee member or Union rep on shift will assist in the placement of an injured worker for one shift until the joint return to work committee can place the worker. In carrying out its work the committee will: Wherever possible, return injured or ill workers to full employment as soon as possible and in a manner which assists in their recovery and; Assist the joint health and safety committee in the prevention of workplace injuries. The company recognizes that preventing injuries is the best and most effective solution to workplace injuries. To that end the company agrees to: Make every reasonable effort to provide suitable modified or alternate employment to employees who are temporarily or permanently unable to return to their regular duties, as a result of an occupational or non-occupational injury or illness. This will include training and/or the modification of work stations or equipment to accommodate disabled employees in a manner consistent with the collective agreement and current legislation and according to the criteria listed below, providing that such accommodation does not create undue hardship to the company. Assist the committee in developing an analysis of injuries and their cause in order to provide information that can be used in the prevention of future injuries. Make every reasonable effort to modify existing jobs when it will assist in preventing injuries and accommodating disabled workers. Work with the JRTWC, in conjunction with the joint health and safety committee, to modify jobs as is determined necessary to prevent future accidents, to accommodate disabled workers and to return workers effectively to the work place. Work with the JRTWC in conjunction with the joint health and safety committee to develop P.D.A. (Physical Demands Analysis), which will assist in assessing the suitability of the job for an injured worker. The company and the union agree that the function of the committee is to assist injured or ill workers in an early and safe return to productive employment in the work place, implement the return to work, develop and maintain an analysis of occupational injuries and illnesses and their cause in order to provide information that can be used in the prevention of future inju...
