Workplace Reorganization. If workplace restructuring will result in the deletion(s) of occupied MGEU positions, the Employer will notify the Union. A Joint Workforce Adjustment Committee will be established, with a minimum of two (2) representatives from management and a minimum of two (2) from the Union, to review the proposed changes and develop recommendations to minimize impact on the affected employees. Such recommendations shall not be in violation of the Collective Agreement.
Workplace Reorganization. Workplace reorganization programs will not in any way replace or modify collective agreement provisions with respect to wages, benefits, seniority, discipline, grievance procedure, existing company/union committees, and health and safety.
Workplace Reorganization. With respect to workplace reorganization, the Parties have agreed that the ongoing review of Bargaining Unit Job Descriptions (and their respective organizational structures), and process or operating procedure improvements, is an integral component in assuring the economic viability of the operation. While it is not the intention of the Parties to interfere with the day-to-day activities of the Cooperative Wage Study Program and related procedures as referred to in Section 6 of the Basic Agreement, the Senior Level Committee will review workplace reorganization concepts, and upon mutual consent, will establish appropriate strategies to investigate, co-ordinate and develop reorganization initiatives. The preparation of a report of all findings shall be conducted by a working committee comprised of Senior Level Committee designates, Union-appointed representatives of the employees holding the positions involved in the initiative and Management-appointed representatives of their supervision. The report shall be presented to the Senior Level Committee where it will be reviewed and forwarded to the Company and Union C.W.S. Committees. The C.W.S. Committees will describe and classify any new or changed duties resulting from the workplace reorganization initiative. The
Workplace Reorganization. Subject to any ad hoc agreement otherwise by the Joint-Union Management Committee, vacancies resulting from a workplace reorganization will be filled by qualified employees whose positions are eliminated as a result of the same reorganization in accordance with the placement procedures in Article 34.15 of this Agreement.
Workplace Reorganization. Workplace reorganization programs will not violate the Collective Agreement.
Workplace Reorganization. If workplace restructuring will result in the deletion(s) of occupied MGEU positions, the Employer will notify the Union. A Joint Workforce Adjustment Committee will be established, with a minimum of two (2) representatives from management and a minimum of two (2) from the Union, to review the proposed changes and develop recommendations to minimize impact on the affected employees. Such recommendations shall not be in violation of the Collective Agreement.
11:01 Leaves of absence with or without pay may be granted for a period for a good and sufficient reason at the discretion of the Employer. Except in emergency circumstances, all requests for leave of absence must be made in writing to the department head at least thirty (30) calendar days in advance, specifying the reason for requested leave and the proposed dates of departure and return.
Workplace Reorganization. The and Canada face an unprecedented period of future change in markets, competition, technology, and employee and expectations. Past success is no guarantee for this future and the organization and its work must e accordingly. There are the any and the Union which can be on successfully. the parties face the challenges of the future, they share the following values: customer-focus; overriding of people as a resource; quality and continuous improvement; a continuous learning environment; partnership; diversity: human interactions. The overall of the are world-class or restrictive practices. the contract and the creation The parties agree to a continuin objective of flexible living for renewal of collective agreements. in this evolutionary process is a element Company and the Union ccept the proposition that trust. one which is more participative, earn-based, customer-focused, competitive, quality-driven and process-oriented. Such an organization is based on joint and participative workplace teams, jointly authorized by the parties, which share common goals, and priorities; which are well-trained, well-informed, flexible, versatile, and are provided with the necessary resources. f Operating by consensus, senior executive officers from the Company and the Union will work together on these jointcommittees thereby ensuring the commitment parties to orward on workplace reorganization, consistent with a reflected b the general recommendations the Re of the Canada Force on Reorganization dated The Corporate Steering Committee ensure that assessments of progress made in each province are conducted as appropriate. The Committee first meet within three (3) months the signing of the Collective Agreement. The parties recognize that is a mutual interest and and a to every means to assure within constraints of competitive, economic, and regulatory realities. Fundamental to achieving progress on workplace is the commitment of the parties that o participation in such activities is and loss of employment, status, or recognize agent for scope
Workplace Reorganization. Prior to the implementation of workplace reorganization which results in amalgamations, facility closures, dissolution of departments or abolishment of any position(s), the Employer will notify the Local Union affected and the Committee in writing prior to implementing such change. In order to explore options within their mandate, the Committee shall consult with representatives from the Employer(s) and Local Union(s) affected. At this time, the parties will review the proposed change, including but not limited to: ⚫ The number of positions affected; ⚫ Options to minimize displacement; ⚫ Employees who will be affected; ⚫ Affected Employee(s) preferences; ⚫ The process for implementation, including target dates; and ⚫ The reorganization goals and objectives. Within twenty (20) days of the original notice, the Committee will:
1. Develop a list of strategies to address the defined goals and objectives.
2. Communicate such recommendations to the Employer(s) and Local Union(s).
3. Negotiate a resolution with the Employer(s) and the Local Union(s) which will be binding upon all parties.
