CENTRAL BARGAINING STRUCTURES AND CONTRACT LANGUAGE Clause Samples

CENTRAL BARGAINING STRUCTURES AND CONTRACT LANGUAGE. C1.00 STRUCTURE AND CONTENT OF COLLECTIVE AGREEMENT C2.00 LENGTH OF TERM/NOTICE TO BARGAIN/RENEWAL C3.00 DEFINITIONS C4.00 CENTRAL LABOUR RELATIONS COMMITTEE C5.00 CENTRAL GRIEVANCE PROCESS C6.00 VESTED RETIREMENT GRATUITY VOLUNTARY EARLY PAYOUT OPTION C7.00 BENEFITS C8.00 STATUTORY LEAVES OF ABSENCE/SEB C9.00 SICK LEAVE C10.00 PROVINCIAL SCHOOLS AUTHORITY/PSAT C11.00 MINISTRY/SCHOOL BOARD INITIATIVES C12.00 OCCASIONAL TEACHERS AND PA DAYS APPENDIX A: RETIREMENT GRATUITIES APPENDIX B: ABILITIES FORM LETTER OF AGREEMENT #1 RE: SICK LEAVE LETTER OF AGREEMENT #2 RE: REGULATION 274-HIRING PRACTICES LETTER OF AGREEMENT #3: RE: CLASS SIZE LETTER OF AGREEMENT #4: RE: BENEFITS LETTER OF AGREEMENT #5: RE: STATUS QUO CENTRAL ITEMS LETTER OF AGREEMENT #6: RE: STATUS QUO CENTRAL ITEMS AS MODIFIED BY THIS AGREEMENT L1.00 PURPOSE L2.00 MANAGEMENT’S RIGHTS L3.00 DELEGATION OF RESPONSIBILITY L4.00 RECOGNITION L5.00 DURATION AND AMENDMENT OF AGREEMENT L6.00 CATEGORY SYSTEM AND CERTIFICATION L7.00 CATEGORY SYSTEM AND EXPERIENCE L8.00 SALARY L9.00 METHOD OF PAY L10.00 FEDERATION LEAVE AND FEES L11.00 EMPLOYEE BENEFITS L12.00 POSTING OF VACANCIES L13.00 WORKING CONDITIONS L14.00 TEACHER RETENTION PLAN L15.00 TEACHER PERFORMANCE APPRAISAL L16.00 PERSONNEL FILES L17.00 CUMULATIVE SICK LEAVE PLAN L18.00 LEAVES L19.00 PREGNANCY AND PARENTAL LEAVE L20.00 PART-TIME TEACHERS L21.00 SHARED LEAVE L22.00 GRIEVANCE PROCEDURE L23.00 JUST CAUSE L24.00 PROBATIONARY PERIOD L25.00 TERMINATION OF EMPLOYMENT L26.00 CONTINUING EDUCATION TEACHERS L27.00 TRAVEL EXPENSES L28.00 PROFESSIONAL DEVELOPMENT L29.00 STAFFING L30.00 ELECTRONIC EDUCATION PROGRAMS LETTER OF UNDERSTANDING RE: MSIP MEMORANDUM OF AGREEMENT RE: MSIP MEMORANDUM OF AGREEMENT RE: 5 PERIOD DAY APPENDIX A: FTE CALCULATIONS FOR 2011-2017 SIGNATURE PAGE OT1.00 PURPOSE OT2.00 MANAGEMENT RIGHTS OT3.00 DELEGATION OF RESPONSIBILITY OT4.00 RECOGNITION OF NEGOTIATION PARTIES OT5.00 DURATION AND RENEWAL OT6.00 DEFINITIONS OT7.00 RIGHTS OT8.00 UNION SECURITY AND CHECK-OFF OT9.00 JOB POSTINGS OT10.00 OCCASIONAL TEACHER LIST OT11.00 CALLING PROCEDURE OT12.00 CATEGORY SYSTEM AND CERTIFICATION FOR LONG-TERM OCCASIONAL TEACHERS OT13.00 CATEGORY SYSTEM AND EXPERIENCE OT14.00 RELATED EXPERIENCE OT15.00 SALARY SCHEDULE OT16.00 METHOD OF PAY OT17.00 BENEFITS OT18.00 DAILY ASSIGNMENTS OT19.00 LEAVES OT21.00 PERSONNEL FILES OT22.00 EVALUATION OF TEACHER PERFORMANCE OT22.00 GRIEVANCE PROCEDURE OT23.00 JUST CAUSE OT24.00 PROBATIONARY PERIOD OT25.00 CRIMIN...
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Related to CENTRAL BARGAINING STRUCTURES AND CONTRACT LANGUAGE

  • Collective Bargaining Agreements This chapter shall be superseded by a collective bargaining agreement that expressly so provides.

  • Collective Bargaining Agreement The term “

  • Central Bargaining Notwithstanding the foregoing provisions, in the event the parties to this Agreement agree to negotiate for its renewal through the process of central bargaining, either party to this Agreement may give notice to the other party of its desire to bargain for amendments on local matters proposed for incorporation in the renewal of this Agreement and negotiations on local matters shall take place during the period from 120 to 60 days prior to the termination date of this Agreement. Negotiations on central matters shall take place during the period commencing forty-five days prior to the termination date of this Agreement. It is understood and agreed that "local matters" means, those matters which have been determined by mutual agreement between the central negotiating committees respectively representing each of the parties to this Agreement as being subjects for local bargaining directly between the parties to this Agreement. It is also agreed that local bargaining shall be subject to such procedures that may be determined by mutual agreements between the central negotiating committees referred to above. For such purposes, it is further understood that the central negotiating committees will meet during the sixth month prior to the month of termination of this Agreement to convey the intentions of their principals as to possible participation in central negotiations, if any, and the conditions for such central bargaining." Dated at , Ontario, this day of 1999. FOR THE LOCAL UNION FOR THE HOSPITAL The following provisions, while not being an exhaustive listing, are appropriate for inclusion in an Appendix of Local Issues. Any local issue provisions which existed in the hospital's expiring collective agreement shall be continued in the Appendix of Local Issues subject to any changes, deletions or additions resulting from the current round of bargaining. - Management Rights - Statement of Religious Purpose - Recognition - Union Membership - Dues Deduction and Remittance and Dues Lists - Constitution of Local Bargaining and Grievance Committees - Seniority Lists - Scheduling - Uniform Allowance - Sick Leave Administrative Provisions - Designation of Specific Holidays - Administrative Provision re Payment of Wages - Meal Allowances - Bulletin Boards - Mileage Allowance - Communication to Union - Vacation Administrative Provisions - Pay Day - Health & Safety - Designation of Classifications Required to Wear Safety Footwear Where a Hospital and a Local Union have reached a settlement of all Local Issues, and the form in which their agreed issues are to appear in the collective agreement is inconsistent with the foregoing agreement of the central parties, then the local parties may re-open negotiations for the sole purpose of ensuring that the form of their collective agreement is consistent with the foregoing. Any difficulties in this regard shall be submitted to the Implementation Committee for resolution.

  • Collective Bargaining Unit 1.1 The Company recognizes the Union as the sole bargaining agent for all regular, part-time and temporary employees1, including technicians of the construction field forces and security employees but excluding: (a) Employees now represented by other bargaining agents. (b) Persons above the rank of working supervisor. (c) Persons who exercise managerial functions in accordance with the Ontario Labour Relations Act. (d) Persons employed in a confidential capacity in matters relating to labour relations in accordance with the Ontario Labour Relations Act. 1.2 The grievance/arbitration procedure may be used to challenge any unreasonable, arbitrary or bad faith action taken by the Company which results in the exclusion of any employee or position from the bargaining unit. The parties will attempt to resolve disputes expeditiously. 1 "Employees" are employees pursuant to the Labour Relations Act for Ontario SO, 1995, c.1 Schedule A, as amended. 1.3 When an employee is removed from normal duties to act in a vacated position or relieve for an incumbent or perform a temporary assignment, the following shall apply: (a) When the length of time involved is known to be three months or less, the employee will retain his/her present jurisdictional status. (b) When it is expected that the length of time will be longer than three months, the employee will be excluded or included at the commencement of his/her new responsibilities. However, in the event the period is actually less than three months: (1) in exclusion cases, the Union will be reimbursed the dues which would have been paid; (2) in inclusion cases, the Union will reimburse the employee the dues which have been paid. (c) When the length of time is unknown, the employee will retain his/her present jurisdictional status up to the three month period. If the period extends beyond three months, the employee will then be either included or excluded.

  • Central Bargaining Committee (a) In central bargaining between the Canadian Union of Public Employees and the participating hospitals, an employee serving on the Union's Central Negotiating Committee shall be paid for time lost from his normal straight time working hours at his regular rate of pay and without loss of leave credits for attending central negotiating meetings with the Hospitals' Central Negotiating Committee in direct negotiations up to the point of arbitration. In addition, an employee serving on the Union’s Central Negotiating Committee shall be paid for time lost from his normal straight time working hours at his regular rate of pay and without loss of leave credits for two (2) days of preparation time for such central negotiating meetings with the Hospital’s Central negotiating Committee. Upon reference to arbitration, the Negotiating Committee members shall receive unpaid time off for the purpose of attending arbitration hearings. It is understood and agreed that the maximum number of Union Central Negotiating Committee members entitled to payment under this provision shall be eight (8), and in no case will more than one employee from a hospital be entitled to such payment. The Union shall advise the Hospitals' Central Negotiating Committee, before negotiations commence, of those employees to be paid under this provision. The Hospitals' Central Negotiating Committee shall advise the eight (8) Hospitals accordingly. (b) Vice-Presidents of the Ontario Council of Hospital Unions shall be granted leave of absence by their employers in accordance with (a) above or Article 12.02 as the case may be, in order to fulfil the duties of their position.