Women’s Advocate. The Parties recognize that Employees may sometimes need to discuss matters such as violence or abuse at home or workplace harassment and may feel more comfortable doing so with a female peer. They may also need to learn about specialized resources in the community, such as counsellors or women’s shelters, to assist them in dealing with any issues that may arise. For these reasons, the Parties agree to recognize that the role of Women’s Advocate in the workplace will be served by a Unifor Local 5555 female member selected by Unifor. The Women’s Advocate will meet with Employees as required to discuss problems and refer them to the appropriate agency when necessary. The Women’s Advocate will participate in an annual 3-day training conference in accordance with Article 28.01(a). The Women’s Advocate shall be given release from their regular duties as required without loss of regular pay and benefits. The amount of time required for release and the cost allocations are subject to review and agreement by the Employer and the Union. On or before December 1 of each year, Unifor will provide a detailed report to the University’s Management Liaison to the Women’s Advocate, accounting for the specific activities of the Women’s Advocate over the previous 12 months, including:
i. the total number of Employees they have assisted;
ii. the specific dates and times for which they have been granted release time as the Women’s Advocate;
iii. an aggregate summary of the matters they have handled; and
iv. an aggregate summary of the referrals they have made.
Women’s Advocate. The parties recognize the importance of having a women’s advocate to assist with matters such as violence or abuse at home or workplace harassment. Women may also need to find out about specialized resources available through the Company and in the community such as counselors or women’s shelters to assist them in dealing with these and other issues. The mandate and role of this position is to assist women bargaining unit employees in accordance with the Company’s Respectful Workplace Policy and Employee and Family Assistance Program (EFAP). Within ninety (90) days of ratification the Company and the Union agree to establish a Women’s Advocate representative including formal definition of role and responsibilities based on the following terms and conditions.
A. The Women’s Advocate will participate in an initial 40 hour basic training program and an annual three (3) day update training program delivered by the Unifor National Women’s Department, as well as the Company’s Mutual Respect in the Workplace training. The Company agrees to pay for travel time, registration costs, lodging, transportation, meals and other reasonable expenses where necessary, in accordance with the Collective Agreement.
B. The Company agrees to provide a cell phone and voicemail that can be maintained by the Women’s Advocate. As well, the Company will provide access to a private office so that confidentiality can be maintained when a female employee is meeting with the Women’s Advocate.
C. The Company and the Union will develop appropriate communications to inform female employees about the advocacy role of the Women’s Advocate providing contact numbers to reach the Women’s Advocate. The Company will also assign a management support person to assist the advocate in her role.
D. The selection of an employee will be based on mutual agreement between the Union and the Company from amongst the female bargaining unit.
E. The Women’s Advocate role will be reviewed during the next round of bargaining.
Women’s Advocate. The parties recognize that employees may sometimes need to discuss matters such as violence or abuse at home or workplace harassment. They may also need to find out about specialized resources in the community such as counselors or women’s shelters to assist them in dealing with these and other issues.
Women’s Advocate. The parties recognize that female employees may sometimes need to discuss with another woman matters such as violence or abuse at home, or workplace harassment. They may also need to find out about specialized resources in the community such as counsellors or women's shelters to assist them in dealing with these and other issues. For this reason the parties agree to recognize that the role of women's advocate in the workplace will be served by the CAW female member of the Local Union Employment Equity Committees, in addition to her other duties relating to employment equity. The trained female Employment Equity Representative will meet with female members as required, discuss problems with them and refer them to the appropriate community agency when necessary. The company agrees to establish a confidential phone line that female employees can use to contact the female Employment Equity Representatives. As well, the company will provide access to a private office so that confidentiality can be maintained when a female employee is meeting with a female Employment Equity Representative. The Local Employment Equity Committees will develop appropriate communications to inform female employees about the advocacy role that the female Employment Equity Committee members play. The Women's Advocates will participate in an annual training program. The two-day training program includes travel and will be held at the end of the Annual three-day Employment Equity Meeting. The company will be responsible for wages, transportation, and lodging expenses. The union will be responsible for per diem expenses.
Women’s Advocate. The parties recognize that female employees may sometimes need to discuss with another woman matters such as violence or abuse at home or workplace harassment. They may also need to find out about specialized resources in the community such as counselors or women’s shelters to assist them in dealing with these and other issues. To this end, the Company agrees to pay for the Women's Advocate poster regarding services available in the Community as required. For this reason the parties agree to recognize that the role of women’s advocate in the workplace will be served by the Unifor female member of the Local Union Employment Equity Committees, in addition to her other duties relating to employment equity. The trained female Employment Equity Representative/Women's Advocate may meet with any member as required, to discuss problems and refer them to the appropriate agency( ie. crisis centre, emergency shelter, counselor or mental health professional) when necessary. The Company agrees to establish a confidential phone line with caller ID, personal internet access and a personal fax/photocopier/scanner unit that employees can use to contact the Employment Equity Representatives or Women's Advocate. As well, the Company will provide access to a private office so that confidentiality can be maintained when an employee is meeting with an Employment Equity Representative or Women's Advocate. The Local Employment Equity Committees will develop appropriate communications to inform employees about the advocacy role that the Employment Equity Committee members play. In addition to the initial 40 hour training program, the female Employment Equity Reps and Women’s Advocates will participate in an annual three-day training program including travel time. The Company agrees to pay for lost time, registration where necessary, lodging and transportation. The Union will be responsible for meals and other expenses.
Women’s Advocate. 19.13.01 The Company agrees to recognize that employees sometimes face situations of violence or abuse in their personal life that may affect their attendance or performance at work. For that reason, the Company and the Union agree, when there is adequate verification from a recognized professional (i.e. doctor, lawyer, registered counsellor), an employee who is in an abusive or violent situation will not be subjected to discipline if the absence can be linked to the abusive or violent situation. Absences which are not covered by sick leave or disability insurance will be granted as absent with permission without pay.
19.13.02 The Company and the Union recognize that female employees may sometimes need to discuss with another woman, matters such as violence or abuse at home or events in the workplace. For this reason, the parties agree to recognize the role of a female member to be the Women’s Advocate in each of the five (5) regions of the Country. The Women’s Advocate in the eastern region must be bilingual.
19.13.03 Each Women’s Advocate will be designated, by joint agreement by the Company and the Union, from within the female members of the Unifor / Air Canada bargaining unit that are recommended by the Unifor, based upon the candidates qualifications, experience and aptitudes.
19.13.04 The Company agrees to provide the Women’s Advocate with a guarantee of two
Women’s Advocate. The Employer will provide an unpaid leave to one (1) employee per Home to participate in the Unifor Women’s Advocate Training. However, any expenses to be assumed by the Union directly and/or through the Paid Educational Leave Program.
Women’s Advocate. The parties agree that female employees may sometimes need to discuss with another woman matters such as violence or abuse at home or at work. They may also need to find out about specialized resources in the community such as Counselors or women’s shelters to assist them in dealing with these and other issues. For this reason, the parties agree to recognize a female employee from the bargaining unit who will serve as a Women’s Advocate. The Union will be responsible to train and educate the Women’s Advocate, and the parties agree that the Women’s Advocate will act strictly as a referral agent and not a counselor. In addition, the Women’s Advocate will familiarize herself with the employers’ Employee and Family Assistance program and in each instance will provide the female employee with an Employee & Family Assistance Program pamphlet or information with respect to the EFAP program. The Women’s Advocate will be allowed reasonable time off work for the purpose of making a referral to a female employee who has requested immediate assistance. To conduct such business, the Women’s Advocate shall obtain permission from her Supervisor (or designate) before leaving her job or work area, and shall notify her Supervisor (or designate) upon her return. Such permission will not be unreasonably withheld. It is understood that the provision of such time is contingent on the Employers’ ability to maintain services and activities in the hospital. The local Union executive will develop appropriate communications to inform female employees about the referral role of the Women’s Advocate. The Advocate will be allowed to attend an annual training program as per the terms of Article 19.06 (d).
Women’s Advocate. 26.01 The parties recognize that female employees may sometimes need to discuss with another woman matters such as violence or abuse at home or workplace harassment. They may also need to find out about specialized resources in the community, such as counsellors or women’s shelters, to assist them in dealing with these and other issues. For this reason, the parties agree to recognize the role of the Women’s Advocate in the workplace. The Women’s Advocate will meet with female members as required, to discuss problems with them and refer them to the appropriate community agency when necessary. The Company will provide access to a private area so that confidentiality can be maintained when a female employee is meeting with the Women’s Advocate. The Women’s Advocate may participate in an annual two day training program, including travel.
Women’s Advocate. 14.01 The parties recognize that female employees sometimes face situations of violence or abuse in their personal life, harassment or other such personal issues whereby they may wish to discuss with another woman. The parties also recognized that the employee may need to find out about specialized resources in the community such as counsellors or women’s shelters to assist them in dealing with these and other issues.
14.02 For this reason, the parties agree to recognize the role of a woman’s advocate in the workplace. The trained, mutually agreed to female advocate, will meet with female employees as required, discuss problems with them and refer them to the appropriate community agency when necessary.
14.03 It is agreed to that the woman’s advocate has her regular duties to perform on behalf of the Employer and that such persons will not leave their regular duties without receiving permission from their immediate supervisor, which permission will not be unreasonably withheld.
14.04 The woman’s advocate representative will participate in an annual training program. The Company will be responsible for wages. The cost and length of the training is to be mutually agreed to annually. The Union will be responsible for per diem expenses.
14.05 The parties further agree that when there is adequate verification from a recognized professional (I.e. Doctor, lawyer, or professional counsellor) a woman who is in an abusive or violent personal situation will not be subjected to discipline without giving full consideration to the facts in the case of each individual and the circumstances surrounding the incident otherwise supportive of discipline. This statement intent is subject to a standard of good faith on the part of the Employer, the Union and affected employees and will not be utilized by the union or employees to subvert the application of otherwise appropriate disciplinary measures.
