Workforce Representation. The parties agree to the principle of a representative workforce for Aboriginal workers. The parties agree to charge the Employment Strategy Committee with the responsibility to develop, implement, monitor and evaluate pro-active initiatives designed to ensure Aboriginal People are present in all occupations in their proportion to the provincial working population. Therefore, when hiring new employees, the Aboriginal representative principle shall be applied, providing there are qualified Aboriginal applicants for the vacancy.
Workforce Representation. The parties agree to the principle of a representative workforce for Indigenous employees. The parties agree to develop, implement, monitor and evaluate pro-active initiatives designed to ensure Indigenous people are present in all occupations in their proportion to the provincial working population. Therefore, when hiring new employees, the Indigenous representative workforce principle shall be applied. Selection panels will include a qualified Indigenous panel member where there are Indigenous candidates, wherever possible. The parties agree there will not be any positions designated for Indigenous candidates only.
Workforce Representation. Without limiting representational rights under the Disputes Procedure, employees may nominate an Employee Representative(s) to represent them in relation to disputes subject to the disputes procedure. An “Employee Representative” will be an employee of the Company and includes an employee elected by the majority of employees, who shall, upon notification in writing to the Company, be duly recognised as an Employee Representative. Being nominated as an Employee Representative will not detract from the employee’s primary responsibility, which is to do the job they are employed to do at the CHPP. When requested by an employee(s) to represent them, an available Employee Representative(s) will, subject to Supervisor approval (such approval will not be unreasonably withheld), be released from normal duties without loss of pay to consult with and represent employees in relation to a matter to be processed through the disputes procedure. Employees and their representative(s) agree that issues in relation to employment of employees covered by this agreement should be ideally addressed at their source, by those involved, and without undue involvement of those not directly involved. Accordingly, Employee Representative(s) will not be permitted time away from the job on issues where there has not been a genuine attempt to resolve the issue at the workgroup level in accordance with the Disputes Procedure. It is therefore accepted and acknowledged that, in the first instance, the Company has the right to discuss work related matters with employees on a one on one basis. It should be noted that where a discussion concerns disciplinary action against an employee, that employee may elect to have another available employee as a support person present. The support person is present to provide support, but is not to be an advocate for the employee. Where an issue has been processed through the disputes procedure to Fair Work Commission in accordance with Clause 33, up to two (2) Employee Representatives may be entitled to attend such hearing/conference. Employees agree that they will not hold any meetings, including with Employee Representatives, during normal hours of work, without the approval of the Company. Any meetings held on site will be at a place designated by the Company. Employee Representative(s) will be allowed, for the purposes of this clause, unpaid leave on the basis that at least seven (7) days’ notice is provided and that site operations will not be adversel...
Workforce Representation. 39.1 Representatives of the employees will have access to employees covered by this Agreement at their various workplaces provided they observe all applicable safety requirements and notify the appropriate company representative.
