To provide and facilitate the cooperation and participation of workers in promoting ways to improve the economy, efficiency, promote understanding and trust between the social partners and maintain harmonious mutual relations between them. Matters relating to wages, hours of work, conditions of employment, maladministration and other collective bargaining do not fall within the competence of the Committee and are not examined by the Committee. (e) The disagreement between the employer and the association on the rate of pay for a new classification does not prevent the employer from filling the position(s) with the new classification. (c) Where discussions are necessary, they shall be held promptly and the Parties shall endeavour to reach mutual agreement on the matters under discussion within a maximum period of thirty (30) calendar days from the date of the letter referred to in clause 2.3.1 (a), unless such period is extended by mutual agreement. (d) Discussions between the Association and the Employer provided for in paragraph 25.4(b) shall take place within a maximum of thirty (30) business days from the date of the letter referred to in paragraph 25.4(a), unless the time limit is extended by mutual agreement. The Employer acknowledges that the Union is the sole and exclusive bargainer for all of its employees covered by this Collective Agreement in the context of collective bargaining with respect to wages, hours of work and other terms and conditions of employment set forth herein. – interpretations of university policy and collective agreements relating to auxiliary staff; (1) For an eligible employee who has been employed by the employer for at least ten (10) years, a reduction in employment of up to 2 years may be claimed. With twenty (20) business days` notice, the employee may resume full-time duties at any time during the two (2) years. At the end of the two (2) year period, the employee must either resume full-time duties or resign, unless the position is replaced by a regular part-time position with the consent of the employer and the association; or one or more steps of the complaint procedure may be circumvented by mutual agreement between the employer and the trade union.
Learn more about the benefits, relevant documents and collective agreements that apply to your job offer. 7.3 If technological or organizational changes or the departure of employees result in a reduction or displacement of a significant number of employees, the University will inform the Association of the proposed new addition as soon as possible prior to implementation in order to discuss the treatment of employees affected by the change. If no agreement can be reached, the matter may be the subject of the complaints and arbitration procedure referred to in Article 23 in order to find a fair and correct solution to the problem of workers displaced by organisational or technological changes or public procurement. If a project position lasts more than eighteen (18) months, it becomes a continuous position and is rescheduled as such in accordance with clause 6.1, unless the end date of the project position is extended or the request for secondment is circumvented by mutual agreement between the employer and the association. The mutual interest of the Employer and its employees is hereby recognized and all parties to this Collective Agreement undertake to support the operation of the Employer`s services. In accordance with the Industrial Relations Act, Chapter L10, Part V, § 89 (2), the association and its members undertake, individually and jointly, not to participate in benevolent strikes and the employer undertakes not to declare or organize the lockout of employees during the term of this collective agreement. The time limits laid down in this Article shall be complied with, unless they are extended by mutual agreement between the employer and the trade union. The employer informs the association of new excluded positions created by the university that are located in areas closely related to AESES certification or organizations that are currently in the unit and that are withdrawn due to a change of duties.
Questionable positions are discussed, and if no agreement can be reached, the Manitoba Labour Board can be asked to decide. (c) by mutual agreement between the employer and the trade union; or the employer, in accordance with Manitoba Labour Board Certificate No. 1. MLB-3974 of 20. December 1985, the Association recognizes as exclusive negotiator all employees of the University of Manitoba, with the exception of students, with the exception of those specifically included, who are enrolled in a full-time program of study in a high school or university during the current academic year, academic staff, persons employed primarily in an academic capacity, professional librarians, registered nurses, architects, those covered by Manitoba Labour Board Certificate No. MLB-4360 (CUPE Local 1482), MLB-5144 (UNIFOR Local 3007), MLB-6968 (UMFA), MLB-5252 (AESES-UMSS) The AESES is a democratic organization through which you and your colleagues bargain collectively with the university, negotiate wages and other working conditions. Its elected representatives and staff negotiated with the University for the creation of this agreement, which provides that the employer may, in agreement with the union, waive the posting of a position under this clause if the position is to be occupied by a dismissed worker. Upon request addressed to the Responsible Xxxx/Director before June 1st, the President of the Association shall be granted up to fifty percent (50%) of leave from his normal working hours for the following twenty-four (24) months to attend to the affairs of the Association. Arrangements for publication will be made if necessary with the Xxxx/Director of the person with the help of Human Resources. .