Common use of LABOUR/MANAGEMENT COMMITTEES Clause in Contracts

LABOUR/MANAGEMENT COMMITTEES. 5.01 The Union and the Employer acknowledge the mutual benefits to be derived from joint consultation and approve the establishment of a Labour/Management Committee consisting of three representatives from each party. The Committee shall function in an advisory capacity only, making recommendations to the Union and/or the Employer with respect to its discussions and conclusions and shall not have the power to add to or modify the terms of this agreement. However, neither the Employer nor the Union shall act in a manner contrary to the recommendations of the Committee without having first informed the Committee in writing that it intends to do so. A representative of each party shall be designated as a joint Chair, and the two persons so designated shall alternate in presiding over meetings. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. As appropriate, the parties may invite the Union and Employer representatives on the Security Advisory Council to attend a Labour/Management Committee Meeting to address any security issues on the agenda. 5.02 As per Article 4.04.3, the union and the employer agree to maintain the Joint CUPE 3903 – York Advisory Committee on Race/Ethnic Relations, Discrimination and/or Harassment to discuss and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect to any member of the bargaining unit in their employment relationship, by reason of race, colour, nationality, ancestry, place of origin, or native language (subject to Article 12.02.1). The Committee shall consist of at least two representatives of each party. A representative of each party shall be designated as a joint Chair, and the two persons so designated shall alternate in presiding over meetings. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. The Committee shall have its first meeting within six months of the signing of this agreement. The Committee may make recommendations to the Labour/Management Committee on these matters from time to time. 5.03 The Union and the Employer agree to maintain an Employment Equity Committee to meet within one month of the signing of the 2002-2005 collective agreement. The Employment Equity Committee will have access to the non- confidential findings of a census of all members of the bargaining units and graduate students at York University to be conducted by the Employment Equity Office following the ratification of the 2002-2005 collective agreement. The Employment Equity Committee may ask the Institute for Social Research to do specific analyses of data collected in connection with the Employment Equity survey. The employer shall not unreasonably deny the Employment Equity Committee’s recommendation for funds to conduct the survey(s). Effective on ratification of the renewal collective agreement the Employment Equity Committee will have access to the non- confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Contractor’s Program. There are two types of surveys, regular and comprehensive. The first comprehensive surveys will be completed by the end of March 2009. The regular surveys are done on a monthly basis for new hires. The first regular surveys will be carried out in June 2009. The content will include designated employment equity group voluntary self- identification. This information will be correlated with information about salaries, terminations and promotions for purposes of reporting. Effective on ratification of the renewal collective agreement, a provision for voluntary self-identification will be added to the unit 2 blanket applications. This data will be used to implement Articles 12.03.2, 23 and 24. The Committee’s mandate will further include setting goals and timetables for the elimination of discriminatory practices and systemic barriers to equal opportunity. Issues to be addressed will include: recruitment of employees, selection procedures, job postings, Employer required and provided training, salaries and benefits, and working conditions (including accommodation for persons with disabilities). Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practices in relation to recruitment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting after the ratification of the renewal collective agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the Parties. This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and women. Fair representation will be taken to mean a reflection of the population of these groups in the Greater Toronto area. The Committee will consist of three representatives of each party and the Director of Recruitment, Workforce Employment Equity or designate as ex officio member. Preference will be given to members from each of the designated groups. A representative of each party shall be designated as joint Chair and the two persons so designated shall alternate in the Chair. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. Unless otherwise agreed upon, underrepresentation shall be understood to mean fewer bargaining unit members that identify as belonging to one or more of the equity seeking groups than the available data for the Greater Toronto Area reports. For the 2017-2020 Collective Agreement the following minimum thresholds will be used when applying intersectional equity data: 1) Where there are fewer than 44% members in the hiring unit doing bargaining unit work that identify as women and/or where there are fewer than 30% members in the hiring unit who identify as racialized people ("visible minorities"), then an applicant that self- identifies as a racialized woman will be appointed. 2) If there are no racialized women candidates, then a candidate from the more underrepresented group will be appointed; 3) If there are no candidates under (1) or if the hiring unit has met both thresholds in (1), then a candidate that self-identifies as an Indigenous (Aboriginal) person and/or a person with a disability will be hired. 4) If there are no candidates from the under-represented groups, or if the hiring unit has met the threshold under (1), then a candidate that self-identifies as LGBTQ will be hired. Hiring Unit data for the most recent consecutive three contract years (or, during implementation, such period up to three contract years as is available) shall be used to establish hiring unit representation. Where issues of interpretation, data or process arise during implementation, the parties will review these at the Employment Equity Committee.

LABOUR/MANAGEMENT COMMITTEES. 5.01 The Union and the Employer acknowledge the mutual benefits to be derived from joint consultation and approve the establishment estab- lishment of a Labour/Management Committee consisting of three representatives from each party. The Committee shall function in an advisory capacity only, making recommendations to the Union and/or the Employer with respect to its discussions and conclusions and shall not have the power to add to or modify the terms of this agreement. However, neither the Employer nor the Union shall act in a manner contrary to the recommendations of the Committee without having first informed the Committee in writing that it intends to do so. A representative of each party shall be designated as a joint Chairchair, and the two persons so designated shall alternate in presiding presid- ing over meetings. Either Chair chair may call meetings on at least two weeks’ notice to the other members of the Committee. As appropriateappropri- ate, the parties may invite the Union and Employer representatives on the Security Advisory Council to attend a Labour/Management Committee Meeting meeting to address any security issues on the agenda. 5.02 As per Article 4.04.3, An employee in the bargaining unit may be selected by the union and the employer agree to maintain as a representative on the Joint CUPE 3903 Union – York Advisory Committee on Race/Ethnic Relations, Discrimination and/or Harassment referred to discuss in Article 5.02 of the Unit 1 collective agreement and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect on the Employment Equity Committee referred to any member in Article 5.03 of the Unit 1 collective agreement. 5.03 An employee in the bargaining unit in their employment relationship, may be selected by reason of race, colour, nationality, ancestry, place of origin, or native language (subject to Article 12.02.1). The Committee shall consist of at least two representatives of each party. A representative of each party shall be designated the Union as a joint Chair, and representative on the two persons so designated shall alternate Employment Equity Committee referred to in presiding over meetings. Either Chair may call meetings on at least two weeks’ notice to the other members Article 5.03 of the Committee. The Committee shall have its first meeting within six months of the signing of this ▇▇▇▇ ▇ collective agreement. The Committee may make recommendations to the Labour/Management Committee on these matters from time to time. 5.03 5.04 The Union and the Employer agree to maintain an Employment Equity Committee to meet within one month of the signing of the 2002-2005 collective agreement. The Employment Equity Committee will have access to the non- non-confidential findings of a census of all members of the bargaining bar- gaining units and graduate students at York University to be conducted by the Employment Equity Office following the ratification of the 2002-2005 collective agreement. The Employment Equity Committee may ask the Institute for Social Research to do specific analyses of data collected in connection with the Employment Equity survey. The employer shall not unreasonably deny the Employment Em- ployment Equity Committee’s recommendation for funds to conduct the survey(s). Effective on ratification of the renewal collective agreement agreement, the Employment Equity Committee will have access to the non- non-confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Contractor’s Con- tractors Program. There are two types of surveys, regular and comprehensive. The first comprehensive surveys will be completed by the end of March 2009. The regular surveys are done on a monthly basis for new hires. The first regular surveys will be carried out in June 2009. The content will include designated employment equity group voluntary self- self-identification. This information will be correlated with information about salaries, terminations and promotions for purposes of reporting. Effective on ratification of the renewal collective agreement, a provision for voluntary self-identification will be added to the unit 2 blanket applications. This data will be used to implement Articles 12.03.2, 23 and 24. The Committee’s mandate will further include setting goals and timetables for the elimination of discriminatory practices and systemic barriers to equal opportunity. Issues to be addressed will include: recruitment of employees, selection procedures, job postings, Employer required and provided training, salaries and benefits, and working conditions (including accommodation for persons per- sons with disabilities). Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practices practic- es in relation to recruitment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting meeting, after the ratification of the renewal collective collec- tive agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the Partiesparties. This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and women. Fair representation will be taken to mean a reflection of the population of these groups in the Greater Toronto area▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇ Area. The Committee will consist of three representatives of each party and the Director of Recruitment, Workforce Employment Equity or designate as ex officio member. Preference will be given to members from each of the designated groups. A representative of each party shall be designated as joint Chair and the two persons so designated shall alternate in the Chair. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. Unless otherwise agreed upon, underrepresentation shall be understood While not a designated group under the Federal Contractors Program the parties recognize and wish to mean fewer bargaining unit members that identify as belonging remove any employment barri- ers and barriers to one or more of the equity seeking groups than the available data fair representation for the Greater Toronto Area reports. For the 2017-2020 Collective Agreement the following minimum thresholds will be used when applying intersectional equity data: 1) Where there are fewer than 44% members in the hiring unit doing bargaining unit work that identify as women and/or where there are fewer than 30% members in the hiring unit who identify as racialized people ("visible minorities"), then an applicant that self- identifies as a racialized woman will be appointed. 2) If there are no racialized women candidates, then a candidate from the more underrepresented group will be appointed; 3) If there are no candidates under (1) or if the hiring unit has met both thresholds in (1), then a candidate employees that self-identifies identify as an Indigenous (Aboriginal) person and/or a person with a disability LGBTQ. Implementation of LGBTQ employees as the fifth Employment Equity group within the Collective Agreement will be hireddone so as not to interfere with the Employer's Federal Contrac- tors Program obligations. . 4) If there are no candidates from the under-represented groups, or if the hiring unit has met the threshold under (1), then a candidate that self-identifies as LGBTQ will be hired. Hiring Unit data for the most recent consecutive three contract years (or, during implementation, such period up to three contract years as is available) shall be used to establish hiring unit representation. Where issues of interpretation, data or process arise during implementation, the parties will review these at the Employment Equity Committee.

LABOUR/MANAGEMENT COMMITTEES. 5.01 ‌ 26:01 The Employer and the Union agree to the formation of Labour Management Committees. 26:02 The Union shall designate five (5) members of the Union who are employees of the Employer as well as one (1) staff member of the Union to act as the Union’s representatives on the Committees. 26:03 The Employer shall have equal representation on the Committees. 26:04 The Committees, at their first meeting shall mutually agree upon a Chairperson and a Secretary of the Committee. 26:05 The Committees shall meet quarterly, but may meet more or less frequently as may be considered necessary by mutual agreement between the Union and the Employer acknowledge Employer. All meetings shall be held on the mutual benefits to be derived from joint consultation and approve the establishment of a Labour/Management Committee consisting of three representatives from each party. The Committee shall function in an advisory capacity only, making recommendations to the Union and/or the Employer with respect to its discussions and conclusions and shall not have the power to add to or modify the terms of this agreement. However, neither the Employer nor the Union shall act in a manner contrary to the recommendations premises of the Committee without having first informed the Committee in writing that it intends to do so. A representative of each party shall Employer’s Head Office unless otherwise mutually agreed upon. 26:06 Wherever possible an agenda should be designated as a joint Chair, and the two persons so designated shall alternate in presiding over meetings. Either Chair may call meetings on prepared at least two weeks’ notice (2) weeks prior to each meeting and items for the agenda should be forwarded to the other members Secretary for preparation of the Committee. As appropriate, the parties may invite the Union and Employer representatives on the Security Advisory Council to attend a Labour/Management Committee Meeting to address any security issues on the agenda. 5.02 As per Article 4.04.326:07 Minutes of all meetings are to be recorded and distributed by the Secretary within ten (10) working days following each meeting to each member of the Committee. (a) The main purpose of the Committees is for the exchange of information, the union seeking and considering of the employer agree to maintain the Joint CUPE 3903 – York Advisory Committee on Race/Ethnic Relations, Discrimination and/or Harassment advice and view of each party with appropriate opportunity provided to discuss and investigate systemic and/or individual discriminationcomment in a genuine manner and recommendations made wherever possible. (b) The above does not imply unanimous or majority agreement, interference, restriction, harassment nor does it interfere with Employer or coercion exercised or practised with respect to any member Union rights arising out of the bargaining unit Collective Agreement. (c) The Labour Management Committees shall not be used as vehicles for settling disputes which should be processed through the Grievance and Arbitration Procedure. 26:09 The Committees shall not deal with grievances which are in their employment relationship, by reason the course of race, colour, nationality, ancestry, place being processed as provided within the Grievance Procedure of origin, or native language (subject to Article 12.02.1). this Collective Agreement. 26:10 The Committee shall consist of at least two representatives of each party. A representative of each party members shall be designated as a joint Chairallowed time off with pay, including travelling time for purposes of attendance at Committee meetings and for business arising from Committee decisions at the two persons so designated shall alternate in presiding over meetings. Either Chair may call meetings on at least two weeks’ notice to the other members direction of the Committee. The Committee shall have . 26:11 Where an employee(s) submit material which is to be considered by the Committees, the Employer at its first meeting within six months discretion may or may not request the presence of the signing of this agreement. The Committee may make recommendations to the Labour/Management Committee on these matters from time to time. 5.03 The Union and the Employer agree to maintain an Employment Equity Committee to meet within one month of the signing of the 2002-2005 collective agreement. The Employment Equity Committee will have access to the non- confidential findings of a census of all members of the bargaining units and graduate students at York University individual(s) concerned to be conducted by in attendance at the Employment Equity Office following the ratification of the 2002-2005 collective agreement. The Employment Equity Committee may ask the Institute for Social Research to do specific analyses of data collected in connection with the Employment Equity survey. The employer shall not unreasonably deny the Employment Equity Committee’s recommendation for funds to conduct the survey(s). Effective on ratification of the renewal collective agreement the Employment Equity Committee will have access to the non- confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Contractor’s Program. There are two types of surveys, regular and comprehensive. The first comprehensive surveys will be completed by the end of March 2009. The regular surveys are done on a monthly basis for new hires. The first regular surveys will be carried out in June 2009. The content will include designated employment equity group voluntary self- identification. This information will be correlated with information about salaries, terminations and promotions meeting for purposes of reporting. Effective on ratification of the renewal collective agreement, a provision for voluntary self-identification discussion and any expenses incurred will be added to paid by the unit 2 blanket applications. This data Employer. 26:12 Part-time employees will be used allowed to implement Articles 12.03.2, 23 and 24. The Committee’s mandate will further include setting goals and timetables for the elimination of discriminatory practices and systemic barriers to equal opportunity. Issues to be addressed will include: recruitment of employees, selection procedures, job postings, Employer required and provided training, salaries and benefits, and working conditions (including accommodation for persons with disabilities). Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practices participate in relation to recruitment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting after the ratification of the renewal collective agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the Parties. This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and women. Fair representation will be taken to mean a reflection of the population of these groups in the Greater Toronto area. The Committee will consist of three representatives of each party and the Director of Recruitment, Workforce Employment Equity or designate as ex officio member. Preference will be given to members from each of the designated groups. A representative of each party shall be designated as joint Chair and the two persons so designated shall alternate in the Chair. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. Unless otherwise agreed upon, underrepresentation shall be understood to mean fewer bargaining unit members that identify as belonging to one or more of the equity seeking groups than the available data for the Greater Toronto Area reports. For the 2017-2020 Collective Agreement the following minimum thresholds will be used when applying intersectional equity data: 1) Where there are fewer than 44% members in the hiring unit doing bargaining unit work that identify as women and/or where there are fewer than 30% members in the hiring unit who identify as racialized people ("visible minorities"), then an applicant that self- identifies as a racialized woman will be appointedLabour Management Committees. 2) If there are no racialized women candidates, then a candidate from the more underrepresented group will be appointed; 3) If there are no candidates under (1) or if the hiring unit has met both thresholds in (1), then a candidate that self-identifies as an Indigenous (Aboriginal) person and/or a person with a disability will be hired. 4) If there are no candidates from the under-represented groups, or if the hiring unit has met the threshold under (1), then a candidate that self-identifies as LGBTQ will be hired. Hiring Unit data for the most recent consecutive three contract years (or, during implementation, such period up to three contract years as is available) shall be used to establish hiring unit representation. Where issues of interpretation, data or process arise during implementation, the parties will review these at the Employment Equity Committee.

LABOUR/MANAGEMENT COMMITTEES. 5.01 The Union union and the Employer employer acknowledge the mutual benefits to be derived from joint consultation and approve the establishment of a Labour/Management ▇▇- ▇▇▇▇/Management Committee consisting of three representatives from each party. The Committee shall function in an advisory capacity only, making recommendations to the Union union and/or the Employer employer with respect to its discussions and conclusions and shall not have the power to add to or modify the terms of this agreement. However, neither the Employer employer nor the Union union shall act in a manner contrary to the recommendations of the Committee without having first informed the Committee in writing that it intends to do so. A representative of each party shall be designated as a joint Chair, and the two persons so designated shall alternate in presiding over meetings. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. As appropriate, the parties may invite the Union union and Employer employer representatives on the Security Advisory Council to attend a Labour/Management Committee Meeting meeting to address any security issues on the agenda. 5.02 As per Article 4.04.3, the union and the employer agree to maintain the Joint CUPE 3903 – York Advisory Committee on Race/Ethnic Relations, Discrimination and/or Harassment to discuss and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect to any member of the bargaining unit in their her employment relationship, by reason of race, colour, nationality, ancestry, place of origin, or native language (subject to Article 12.02.1). The Committee shall consist of at least two representatives of each party. A representative of each party shall be designated as a joint Chair, and the two persons so designated shall alternate in presiding over meetings. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. The Committee shall have its first meeting within six months of the signing of this agreement. The Committee may make recommendations to the Labour/Management ▇▇- ▇▇▇▇/Management Committee on these matters from time to time. 5.03 The Union union and the Employer employer agree to maintain an Employment Equity Committee to meet within one month of the signing of the 2002-2005 collective agreement. The Employment Equity Committee will have access to the non- confidential findings of a census of all members of the bargaining units and graduate students at York University to be conducted by the Employment Equity Office following the ratification of the 2002-2005 collective agreement. The Employment Equity Committee may ask the Institute for Social Research to do specific analyses of data collected in connection with the Employment Equity survey. The employer shall not unreasonably deny the Employment Equity Committee’s recommendation for funds to conduct the survey(s). Effective on ratification of the renewal collective agreement agreement, the Employment Equity Committee will have access to the non- non-confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Contractor’s Contractors Program. There are two types of surveys, regular and comprehensive. The first comprehensive surveys will be completed by the end of March 2009. The regular surveys are done on a monthly basis for new hires. The first regular surveys will be carried out in June 2009. The content will include designated employment equity group voluntary self- self-identification. This information will be correlated with information about salaries, terminations and promotions for purposes of reporting. Effective on ratification of the renewal collective agreement, a provision for voluntary self-identification will be added to the unit 2 blanket applications. This data will be used to implement Articles 12.03.2, 23 and 24. The Committee’s mandate will further include setting goals and timetables for the elimination of discriminatory practices and systemic barriers to equal opportunity. Issues to be addressed will include: recruitment of employees, selection procedures, job postings, Employer employer required and provided training, salaries and benefits, and working conditions (including accommodation for persons with disabilities). Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practices in relation to recruitment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting meeting, after the ratification of the renewal collective agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the Partiesparties. This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and women. Fair representation will be taken to mean a reflection of the population of these groups in the Greater Toronto ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇ area. The Committee will consist of three representatives of each party and the Director of Recruitment, Workforce Employment Equity or designate as ex officio member. Preference will be given to members from each of the designated groups. A representative of each party shall be designated as joint Chair and the two persons so designated shall alternate in the Chairchair. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. 5.03.1 No later than 3 months following the ratification of the 2014-17 collective agreement, the Employment Equity Committee will be convened to develop a plan for the inclusion of LGBTQ as an employment equity group under the collective agreement and the CUPE 3903 Employment Equity Plan, taking into account the absence of reliable external and internal representational data. The Plan to include LGBTQ as an employment equity group will be recommended to the Parties and the agreed upon plan will be promptly implemented. Unless otherwise agreed upon, underrepresentation shall be understood to mean fewer bargaining unit members that identify as belonging to one or more of the equity equity- seeking groups than the available data for the Greater Toronto ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇ Area reports. For the 2017-2020 Collective Agreement the following minimum thresholds will be used when applying intersectional equity data: 1) Where there are fewer than 44% members in the hiring unit doing bargaining unit work that identify as women and/or where there are fewer than 30% members in the hiring unit who identify as racialized people ("visible minorities"), then an applicant that self- self-identifies as a racialized woman will be appointed. 2) If there are no racialized women candidates, then a candidate from the more underrepresented group will be appointed; 3) If there are no candidates under (1) or if the hiring unit has met both thresholds in (1), then a candidate that self-identifies as an Indigenous (Aboriginal) person and/or a person with a disability will be hired. 4) If there are no candidates from the under-represented groups, or if the hiring unit has met the threshold under (1), then a candidate that self-identifies as LGBTQ will be hired. Hiring Unit data for the most recent consecutive three contract years (or, during implementation, such period up to three contract years as is available) shall be used to establish hiring unit representation. Where issues of interpretation, data or process arise during implementation, the parties will review these at the Employment Equity Committee. 5.03.2 While not a designated group under the Federal Contractors Program, the parties recognize and wish to remove any employment barriers and barriers to fair representation for employees that self-identify as LGBTQ. Implementation of LGBTQ identified employees as the fifth Employment Equity group within the Collective Agreement will be done so as not to interfere with the Employer's Federal Contractor Program obligations.

LABOUR/MANAGEMENT COMMITTEES. 5.01 The Union and the Employer acknowledge the mutual benefits to be derived from joint consultation and approve the establishment of a Labour/Management Committee consisting of three representatives from each partyParty. The Committee shall function in an advisory capacity only, making recommendations to the Union and/or the Employer with respect to its discussions and conclusions and shall not have the power to add to or modify the terms of this agreementAgreement. However, neither the Employer nor the Union shall act in a manner contrary to the recommendations of the Committee without having first informed the Committee in writing that it intends to do so. A representative of each party Party shall be designated as a joint Chairchairperson, and the two persons so designated shall alternate in presiding over meetings. Either Chair Chairperson may call meetings on at least two weeks’ ' notice to the other members of the Committee. As appropriate, the parties may invite the Union and Employer representatives on the Security Advisory Council to attend a Labour/Management Committee Meeting to address any security issues on the agenda. 5.02 As per Article 4.04.34.02.9, the union Union and the employer Employer agree to maintain the Joint CUPE 3903 – York Advisory Committee on Race/Ethnic Relations, Discrimination and/or Harassment to discuss and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect to any member of the bargaining unit in their her employment relationship, by reason of race, colour, nationality, ancestry, place of origin, or native language (subject to Article 12.02.1). The Committee shall consist of at least two representatives of each partyParty. A representative of each party Party shall be designated as a joint Chairchairperson, and the two persons so designated shall alternate in presiding over meetings. Either Chair chairperson may call meetings on at least two weeks’ ' notice to the other members of the Committee. The Committee shall have its first meeting within six months of the signing of this agreementAgreement. The Committee may make recommendations to the Labour/Management Committee on these matters from time to time. 5.03 The Union and the Employer agree to maintain an Employment Equity Committee to meet within one month of the signing of the 2002-2005 collective agreementthis Collective Agreement. The Employment Equity Committee will have access to the non- non confidential findings of a census of all members of the bargaining units and graduate students at York University to be conducted by the Employment Equity Office following the ratification of the 2002-2005 collective agreementOffice. The Employment Equity Committee may ask the Institute for Social Research to do specific analyses of data collected in connection with the Employment Equity survey. The employer Employer shall not unreasonably deny the Employment Equity Committee’s 's recommendation for funds to conduct the survey(s). Effective on ratification of the renewal collective agreement the Employment Equity Committee will have access to the non- confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Contractor’s Program. There are two types of surveys, regular and comprehensive. The first comprehensive surveys will be completed by the end of March 2009. The regular surveys are done on a monthly basis for new hires. The first regular surveys will be carried out in June 2009. The content will include designated employment equity group voluntary self- identification. This information will be correlated with information about salaries, terminations and promotions for purposes of reporting. Effective on ratification of the renewal collective agreement, a provision for voluntary self-identification will be added to the unit 2 blanket applications. This data will be used to implement Articles 12.03.2, 23 and 24. The Committee’s 's mandate will further include setting goals and timetables for the elimination of discriminatory practices and systemic barriers to equal opportunity. Issues to be addressed will include: recruitment of employees, selection procedures, job postings, Employer employer required and provided training, salaries and benefits, and working conditions (including accommodation for persons with disabilities). Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practices in relation to recruitment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting after the ratification of the renewal collective agreementmeeting, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the Parties. This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and women. Fair representation will be taken to mean a reflection of the population of these groups in the Greater Toronto ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇ area. The Committee will consist of three four representatives of each party Party and the Director of Recruitment, Workforce Employment Equity or designate Coordinator as ex officio member. Preference will be given to members from each of the designated groups. A representative of each party Party shall be designated as joint Chair chairperson and the two persons so of designated shall alternate in the Chairchair. Either Chair chairperson may call meetings on at least two weeks’ ' notice to the other members of the Committee. Unless otherwise agreed upon, underrepresentation shall be understood to mean fewer bargaining unit members that identify as belonging to one or more of the equity seeking groups than the available data for the Greater Toronto Area reports. For the 2017-2020 Collective Agreement the following minimum thresholds will be used when applying intersectional equity data: 1) Where there are fewer than 44% members in the hiring unit doing bargaining unit work that identify as women and/or where there are fewer than 30% members in the hiring unit who identify as racialized people ("visible minorities"), then an applicant that self- identifies as a racialized woman will be appointed. 2) If there are no racialized women candidates, then a candidate from the more underrepresented group will be appointed; 3) If there are no candidates under (1) or if the hiring unit has met both thresholds in (1), then a candidate that self-identifies as an Indigenous (Aboriginal) person and/or a person with a disability will be hired. 4) If there are no candidates from the under-represented groups, or if the hiring unit has met the threshold under (1), then a candidate that self-identifies as LGBTQ will be hired. Hiring Unit data for the most recent consecutive three contract years (or, during implementation, such period up to three contract years as is available) shall be used to establish hiring unit representation. Where issues of interpretation, data or process arise during implementation, the parties will review these at the Employment Equity Committee.other

LABOUR/MANAGEMENT COMMITTEES. 5.01 The Union and the Employer acknowledge the mutual benefits to be derived from joint consultation and approve the establishment of a Labour/Management Committee consisting of three representatives from each party. The Committee shall function in an advisory capacity only, making recommendations to the Union and/or the Employer with respect to its discussions and conclusions and shall not have the power to add to or modify the terms of this agreement. However, neither the Employer nor the Union shall act in a manner contrary to the recommendations of the Committee without having first informed the Committee in writing that it intends to do so. A representative of each party shall be designated as a joint Chair, and the two persons so designated shall alternate in presiding over meetings. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. As appropriate, the parties may invite the Union and Employer representatives on the Security Advisory Council to attend a Labour/Management Committee Meeting to address any security issues on the agenda. 5.02 As per Article 4.04.3, the union and the employer agree to maintain the Joint CUPE 3903 – York Advisory Committee on Race/Ethnic Relations, Discrimination and/or Harassment to discuss and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect to any member of the bargaining unit in their her employment relationship, by reason of race, colour, nationality, ancestry, place of origin, or native language (subject to Article 12.02.1). The Committee shall consist of at least two representatives of each party. A representative of each party shall be designated as a joint Chair, and the two persons so designated shall alternate in presiding over meetings. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. The Committee shall have its first meeting within six months of the signing of this agreement. The Committee may make recommendations to the Labour/Management Committee on these matters from time to time. 5.03 The Union and the Employer agree to maintain an Employment Equity Committee to meet within one month of the signing of the 2002-2005 collective agreement. The Employment Equity Committee will have access to the non- confidential findings of a census of all members of the bargaining units and graduate students at York University to be conducted by the Employment Equity Office following the ratification of the 2002-2005 collective agreement. The Employment Equity Committee may ask the Institute for Social Research to do specific analyses of data collected in connection with the Employment Equity survey. The employer shall not unreasonably deny the Employment Equity Committee’s recommendation for funds to conduct the survey(s). Effective on ratification of the renewal collective agreement the Employment Equity Committee will have access to the non- non-confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Contractor’s Program. There are two types of surveys, regular and comprehensive. The first comprehensive surveys will be completed by the end of March 2009. The regular surveys are done on a monthly basis for new hires. The first regular surveys will be carried out in June 2009. The content will include designated employment equity group voluntary self- identification. This information will be correlated with information about salaries, terminations and promotions for purposes of reporting. Effective on ratification of the renewal collective agreement, a provision for voluntary self-identification will be added to the unit 2 blanket applications. This data will be used to implement Articles 12.03.2, 23 and 24. The Committee’s mandate will further include setting goals and timetables for the elimination of discriminatory practices and systemic barriers to equal opportunity. Issues to be addressed will include: recruitment of employees, selection procedures, job postings, Employer required and provided training, salaries and benefits, and working conditions (including accommodation for persons with disabilities). Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practices in relation to recruitment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting after the ratification of the renewal collective agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the Parties. This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and women. Fair representation will be taken to mean a reflection of the population of these groups in the Greater Toronto ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇ area. The Committee will consist of three representatives of each party and the Director of Recruitment, Workforce Employment Equity or designate as ex officio member. Preference will be given to members from each of the designated groups. A representative of each party shall be designated as joint Chair and the two persons so designated shall alternate in the Chair. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. Unless otherwise agreed upon, underrepresentation shall be understood to mean fewer bargaining unit members that identify as belonging to one or more of the equity seeking groups than the available data for the Greater Toronto ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇ Area reports. For the 2017-2020 Collective Agreement the following minimum thresholds will be used when applying intersectional equity data: 1) Where there are fewer than 44% members in the hiring unit doing bargaining unit work that identify as women and/or where there are fewer than 30% members in the hiring unit who identify as racialized people ("visible minorities"), then an applicant that self- identifies as a racialized woman will be appointed. 2) If there are no racialized women candidates, then a candidate from the more underrepresented group will be appointed; 3) If there are no candidates under (1) or if the hiring unit has met both thresholds in (1), then a candidate that self-identifies as an Indigenous (Aboriginal) person and/or a person with a disability will be hired. 4) If there are no candidates from the under-represented groups, or if the hiring unit has met the threshold under (1), then a candidate that self-identifies as LGBTQ will be hired. Hiring Unit data for the most recent consecutive three contract years (or, during implementation, such period up to three contract years as is available) shall be used to establish hiring unit representation. Where issues of interpretation, data or process arise during implementation, the parties will review these at the Employment Equity Committee. 5.03.1 While not a designated group under the Federal Contractors Program, the parties recognize and wish to remove any employment barriers and barriers to fair representation for employees that self-identify as LGBTQ. Implementation of LGBTQ identified employees as the fifth Employment Equity group within the Collective Agreement will be done so as not to interfere with the Employer's Federal Contractor Program obligations.

LABOUR/MANAGEMENT COMMITTEES. 5.01 The Union and the Employer acknowledge the mutual benefits to be derived from joint consultation and approve the establishment of a Labour/Management Committee consisting of three representatives from each party. The Committee shall function in an advisory capacity only, making recommendations to the Union and/or the Employer with respect to its discussions and conclusions and shall not have the power to add to or modify the terms of this agreement. However, neither the Employer nor the Union shall act in a manner contrary to the recommendations of the Committee without having first informed the Committee in writing that it intends to do so. A representative of each party shall be designated as a joint Chair, and the two persons so designated shall alternate in presiding over meetings. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. As appropriate, the parties may invite the Union and Employer representatives on the Security Advisory Council to attend a Labour/Management Committee Meeting to address any security issues on the agenda. 5.02 As per Article 4.04.3, the union and the employer agree to maintain the Joint CUPE 3903 – York Advisory Committee on Race/Ethnic Relations, Discrimination and/or Harassment to discuss and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect to any member of the bargaining unit in their employment relationship, by reason of race, colour, nationality, ancestry, place of origin, or native language (subject to Article 12.02.1). The Committee shall consist of at least two representatives of each party. A representative of each party shall be designated as a joint Chair, and the two persons so designated shall alternate in presiding over meetings. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. The Committee shall have its first meeting within six months of the signing of this agreement. The Committee may make recommendations to the Labour/Management Committee on these matters from time to time. 5.03 The Union and the Employer agree to maintain an Employment Equity Committee to meet within one month of the signing of the 2002-2005 collective agreement. The Employment Equity Committee will have access to the non- confidential findings of a census of all members of the bargaining units and graduate students at York University to be conducted by the Employment Equity Office following the ratification of the 2002-2005 collective agreement. The Employment Equity Committee may ask the Institute for Social Research to do specific analyses of data collected in connection with the Employment Equity survey. The employer shall not unreasonably deny the Employment Equity Committee’s recommendation for funds to conduct the survey(s). Effective on ratification of the renewal collective agreement the Employment Equity Committee will have access to the non- non-confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Contractor’s Program. There are two types of surveys, regular and comprehensive. The first comprehensive surveys will be completed by the end of March 2009. The regular surveys are done on a monthly basis for new hires. The first regular surveys will be carried out in June 2009. The content will include designated employment equity group voluntary self- identification. This information will be correlated with information about salaries, terminations and promotions for purposes of reporting. Effective on ratification of the renewal collective agreement, a provision for voluntary self-identification will be added to the unit 2 blanket applications. This data will be used to implement Articles 12.03.2, 23 and 24. The Committee’s mandate will further include setting goals and timetables for the elimination of discriminatory practices and systemic barriers to equal opportunity. Issues to be addressed will include: recruitment of employees, selection procedures, job postings, Employer required and provided training, salaries and benefits, and working conditions (including accommodation for persons with disabilities). Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practices in relation to recruitment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting after the ratification of the renewal collective agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the Parties. This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and women. Fair representation will be taken to mean a reflection of the population of these groups in the Greater Toronto area. The Committee will consist of three representatives of each party and the Director of Recruitment, Workforce Employment Equity or designate as ex officio member. Preference will be given to members from each of the designated groups. A representative of each party shall be designated as joint Chair and the two persons so designated shall alternate in the Chair. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. Unless otherwise agreed upon, underrepresentation shall be understood to mean fewer bargaining unit members that identify as belonging to one or more of the equity seeking groups than the available data for the Greater Toronto Area reports. For the 2017-2020 Collective Agreement the following minimum thresholds will be used when applying intersectional equity data: (1) Where there are fewer than 44% members in the hiring unit doing bargaining unit work that identify as women and/or where there are fewer than 30% members in the hiring unit who identify as racialized people ("visible minorities"), then an applicant that self- identifies as a racialized woman will be appointed. (2) If there are no racialized women candidates, then a candidate from the more underrepresented group will be appointed; (3) If there are no candidates under (1) or if the hiring unit has met both thresholds in (1), then a candidate that self-identifies as an Indigenous (Aboriginal) person and/or a person with a disability will be hired. (4) If there are no candidates from the under-represented groups, or if the hiring unit has met the threshold under (1), then a candidate that self-identifies as LGBTQ will be hired. Hiring Unit data for the most recent consecutive three contract years (or, during implementation, such period up to three contract years as is available) shall be used to establish hiring unit representation. Where issues of interpretation, data or process arise during implementation, the parties will review these at the Employment Equity Committee.

LABOUR/MANAGEMENT COMMITTEES. 5.01 The Union and the Employer acknowledge the mutual benefits to be derived from joint consultation and approve the establishment of a Labour/Management Committee consisting of three representatives from each party. The Committee shall function in an advisory capacity only, making recommendations to the Union and/or the Employer with respect to its discussions and conclusions and shall not have the power to add to or modify the terms of this agreement. However, neither the Employer nor the Union shall act in a manner contrary to the recommendations of the Committee without having first informed the Committee in writing that it intends to do so. A representative of each party shall be designated as a joint Chair, and the two persons so designated shall alternate in presiding over meetings. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. As appropriate, the parties may invite the Union and Employer representatives on the Security Advisory Council to attend a Labour/Management Committee Meeting to address any security issues on the agenda. 5.02 As per Article 4.04.3, the union and the employer agree to maintain the Joint CUPE 3903 – York Advisory Committee on Race/Ethnic Relations, Discrimination and/or Harassment to discuss and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect to any member of the bargaining unit in their employment relationship, by reason of race, colour, nationality, ancestry, place of origin, or native language (subject to Article 12.02.1). The Committee shall consist of at least two representatives of each party. A representative of each party shall be designated as a joint Chair, and the two persons so designated shall alternate in presiding over meetings. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. The Committee shall have its first meeting within six months of the signing of this agreement. The Committee may make recommendations to the Labour/Management Committee on these matters from time to time. 5.03 The Union and the Employer agree to maintain an Employment Equity Committee to meet within one month of the signing of the 2002-2005 collective agreement. The Employment Equity Committee will have access to the non- confidential findings of a census of all members of the bargaining units and graduate students at York University to be conducted by the Employment Equity Office following the ratification of the 2002-2005 collective agreement. The Employment Equity Committee may ask the Institute for Social Research to do specific analyses of data collected in connection with the Employment Equity survey. The employer shall not unreasonably deny the Employment Equity Committee’s recommendation for funds to conduct the survey(s). Effective on ratification of the renewal collective agreement the Employment Equity Committee will have access to the non- confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Contractor’s Program. There are two types of surveys, regular and comprehensive. The first comprehensive surveys will be completed by the end of March 2009. The regular surveys are done on a monthly basis for new hires. The first regular surveys will be carried out in June 2009. The content will include designated employment equity group voluntary self- identification. This information will be correlated with information about salaries, terminations and promotions for purposes of reporting. Effective on ratification of the renewal collective agreement, a provision for voluntary self-identification will be added to the unit 2 blanket applications. This data will be used to implement Articles 12.03.2, 23 and 24. The Committee’s mandate will further include setting goals and timetables for the elimination of discriminatory practices and systemic barriers to equal opportunity. Issues to be addressed will include: recruitment of employees, selection procedures, job postings, Employer required and provided training, salaries and benefits, and working conditions (including accommodation for persons with disabilities). Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practices in relation to recruitment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting after the ratification of the renewal collective agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the Parties. This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and women. Fair representation will be taken to mean a reflection of the population of these groups in the Greater Toronto ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇ area. The Committee will consist of three representatives of each party and the Director of Recruitment, Workforce Employment Equity or designate as ex officio member. Preference will be given to members from each of the designated groups. A representative of each party shall be designated as joint Chair and the two persons so designated shall alternate in the Chair. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. Unless otherwise agreed upon, underrepresentation shall be understood to mean fewer bargaining unit members that identify as belonging to one or more of the equity seeking groups than the available data for the Greater Toronto ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇ Area reports. For the 2017-2020 Collective Agreement the following minimum thresholds will be used when applying intersectional equity data: 1) Where there are fewer than 44% members in the hiring unit doing bargaining unit work that identify as women and/or where there are fewer than 30% members in the hiring unit who identify as racialized people ("visible minorities"), then an applicant that self- identifies as a racialized woman will be appointed. 2) If there are no racialized women candidates, then a candidate from the more underrepresented group will be appointed; 3) If there are no candidates under (1) or if the hiring unit has met both thresholds in (1), then a candidate that self-identifies as an Indigenous (Aboriginal) person and/or a person with a disability will be hired. 4) If there are no candidates from the under-represented groups, or if the hiring unit has met the threshold under (1), then a candidate that self-identifies as LGBTQ will be hired. Hiring Unit data for the most recent consecutive three contract years (or, during implementation, such period up to three contract years as is available) shall be used to establish hiring unit representation. Where issues of interpretation, data or process arise during implementation, the parties will review these at the Employment Equity Committee.

LABOUR/MANAGEMENT COMMITTEES. 5.01 5 .01 The Union union and the Employer employer acknowledge the mutual benefits to be derived from joint consultation and approve the establishment of a Labour/Management Manage‑ ment Committee consisting of three representatives from each partyparty . The Committee shall function in an advisory capacity only, making recommendations recommen‑ dations to the Union union and/or the Employer employer with respect to its discussions and conclusions and shall not have the power to add to or modify the terms of this agreementagreement . However, neither the Employer employer nor the Union union shall act in a manner contrary to the recommendations of the Committee without having first informed the Committee in writing that it intends to do soso . A representative representa‑ tive of each party shall be designated as a joint Chair, and the two persons so designated shall alternate in presiding over meetingsmeetings . Either Chair may call meetings on at least two weeks’ notice to the other members of the CommitteeCommittee . As appropriate, the parties may invite the Union union and Employer employer representatives on the Security Advisory Council to attend a Labour/Management Committee Meeting meeting to address any security issues on the agendaagenda . 5.02 5 .02 As per Article 4.04.34 .04 .3, the union and the employer agree to maintain the Joint CUPE 3903 – York Advisory Committee on Race/Ethnic Relations, Discrimination Dis‑ crimination and/or Harassment to discuss and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect to any member of the bargaining unit in their her employment relationship, by reason of race, colour, nationality, ancestry, place of origin, or native language (subject to Article 12.02.1)12 .02 .1) . The Committee shall consist of at least two representatives of each partyparty . A representative of each party shall be designated as a joint Chair, and the two persons so designated shall alternate in presiding over meetingsmeetings . Either Chair may call meetings on at least two weeks’ notice to the other members of the CommitteeCommittee . The Committee shall have its first meeting within six months of the signing of this agreementagreement . The Committee may make recommendations to the Labour/Management Committee on these matters from time to timetime . 5.03 5 .03 The Union union and the Employer employer agree to maintain an Employment Equity Committee Com‑ mittee to meet within one month of the signing of the 2002-2005 2002‑2005 collective agreementagreement . The Employment Equity Committee will have access to the non- confidential non‑confiden‑ tial findings of a census of all members of the bargaining units and graduate students at York University to be conducted by the Employment Equity Office following the ratification of the 2002-2005 2002‑2005 collective agreementagreement . The Employment Equity Committee may ask the Institute for Social Research to do specific analyses of data collected in connection with the Employment Equity surveysurvey . The employer shall not unreasonably deny the Employment Equity Committee’s recommendation for funds to conduct the survey(s)) . Effective on ratification of the renewal collective agreement agreement, the Employment Equity Committee will have access to the non- confidential non‑confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Contractor’s ProgramContractors Program . There are two types of surveys, regular and comprehensivecomprehensive . The first comprehensive com‑ prehensive surveys will be completed by the end of March 20092009 . The regular surveys are done on a monthly basis for new hireshires . The first regular surveys will be carried out in June 20092009 . The content will include designated employment employ‑ ment equity group voluntary self- identificationself‑identification . This information will be correlated with information about salaries, terminations and promotions for purposes of reporting. Effective on ratification of the renewal collective agreement, a provision for voluntary self-identification will be added to the unit 2 blanket applications. This data will be used to implement Articles 12.03.2, 23 and 24reporting . The Committee’s mandate will further include setting goals and timetables for the elimination of discriminatory practices and systemic barriers to equal opportunityopportunity . Issues to be addressed will include: recruitment of employees, selection procedures, job postings, Employer employer required and provided training, salaries and benefits, and working conditions (including accommodation for persons with disabilities)) . Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practices in relation to recruitment recruit‑ ment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed com‑ pleted by the Employment Equity CommitteeCommittee . The Employment Equity Committee shall, within twelve months of first meeting meeting, after the ratification of the renewal collective agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the Partiesparties . This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following fol‑ lowing designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and womenwomen . Fair representation will be taken to mean a reflection of the population of these groups in the Greater Toronto areaarea . The Committee will consist of three representatives of each party and the Director Dir‑ ector of Recruitment, Workforce Employment Equity or designate as ex officio membermember . Preference will be given to members from each of the designated groupsgroups . A representative of each party shall be designated as joint Chair and the two persons so designated shall alternate in the Chairchair . Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. Unless otherwise agreed upon, underrepresentation shall be understood to mean fewer bargaining unit members that identify as belonging to one or more of the equity seeking groups than the available data for the Greater Toronto Area reports. For the 2017-2020 Collective Agreement the following minimum thresholds will be used when applying intersectional equity data: 1) Where there are fewer than 44% members in the hiring unit doing bargaining unit work that identify as women and/or where there are fewer than 30% members in the hiring unit who identify as racialized people ("visible minorities"), then an applicant that self- identifies as a racialized woman will be appointedCommittee . 2) If there are no racialized women candidates, then a candidate from the more underrepresented group will be appointed; 3) If there are no candidates under (1) or if the hiring unit has met both thresholds in (1), then a candidate that self-identifies as an Indigenous (Aboriginal) person and/or a person with a disability will be hired. 4) If there are no candidates from the under-represented groups, or if the hiring unit has met the threshold under (1), then a candidate that self-identifies as LGBTQ will be hired. Hiring Unit data for the most recent consecutive three contract years (or, during implementation, such period up to three contract years as is available) shall be used to establish hiring unit representation. Where issues of interpretation, data or process arise during implementation, the parties will review these at the Employment Equity Committee.

LABOUR/MANAGEMENT COMMITTEES. 5.01 The Union union and the Employer employer acknowledge the mutual benefits to be derived from joint consultation and approve the establishment of a Labour/Management ▇▇- ▇▇▇▇/Management Committee consisting of three representatives from each party. The Committee shall function in an advisory capacity only, making recommendations to the Union union and/or the Employer employer with respect to its discussions and conclusions and shall not have the power to add to or modify the terms of this agreement. However, neither the Employer employer nor the Union union shall act in a manner contrary to the recommendations of the Committee without having first informed the Committee in writing that it intends to do so. A representative of each party shall be designated as a joint Chair, and the two persons so designated shall alternate in presiding over meetings. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. As appropriate, the parties may invite the Union union and Employer employer representatives on the Security Advisory Council to attend a Labour/Management Committee Meeting meeting to address any security issues on the agenda. 5.02 As per Article 4.04.3, the union and the employer agree to maintain the Joint CUPE 3903 – York Advisory Committee on Race/Ethnic Relations, Discrimination and/or Harassment to discuss and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect to any member of the bargaining unit in their employment relationship, by reason of race, colour, nationality, ancestry, place of origin, or native language (subject to Article 12.02.1). The Committee shall consist of at least two representatives of each party. A representative of each party shall be designated as a joint Chair, and the two persons so designated shall alternate in presiding over meetings. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. The Committee shall have its first meeting within six months of the signing of this agreement. The Committee may make recommendations to the Labour/Management ▇▇- ▇▇▇▇/Management Committee on these matters from time to time. 5.03 The Union union and the Employer employer agree to maintain an Employment Equity Committee to meet within one month of the signing of the 2002-2005 collective agreement. The Employment Equity Committee will have access to the non- confidential findings of a census of all members of the bargaining units and graduate students at York University to be conducted by the Employment Equity Office following the ratification of the 2002-2005 collective agreement. The Employment Equity Committee may ask the Institute for Social Research to do specific analyses of data collected in connection with the Employment Equity survey. The employer shall not unreasonably deny the Employment Equity Committee’s recommendation for funds to conduct the survey(s). Effective on ratification of the renewal collective agreement agreement, the Employment Equity Committee will have access to the non- non-confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Contractor’s Contractors Program. There are two types of surveys, regular and comprehensive. The first comprehensive surveys will be completed by the end of March 2009. The regular surveys are done on a monthly basis for new hires. The first regular surveys will be carried out in June 2009. The content will include designated employment equity group voluntary self- identification. This information will be correlated with information about salaries, terminations and promotions for purposes of reporting. Effective on ratification of the renewal collective agreement, a provision for voluntary self-identification will be added to the unit 2 blanket applications. This data will be used to implement Articles 12.03.2, 23 and 24. The Committee’s mandate will further include setting goals and timetables for the elimination of discriminatory practices and systemic barriers to equal opportunity. Issues to be addressed will include: recruitment of employees, selection procedures, job postings, Employer employer required and provided training, salaries and benefits, and working conditions (including accommodation for persons with disabilities). Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practices in relation to recruitment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting meeting, after the ratification of the renewal collective agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the Partiesparties. This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and women. Fair representation will be taken to mean a reflection of the population of these groups in the Greater Toronto ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇ area. The Committee will consist of three representatives of each party and the Director of Recruitment, Workforce Employment Equity or designate as ex officio member. Preference will be given to members from each of the designated groups. A representative of each party shall be designated as joint Chair and the two persons so designated shall alternate in the Chairchair. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. Unless otherwise agreed upon, underrepresentation shall be understood to mean fewer bargaining unit members that identify as belonging to one or more of the equity seeking groups than the available data for the Greater Toronto Area reports. For the 2017-2020 Collective Agreement the following minimum thresholds will be used when applying intersectional equity data: 1) Where there are fewer than 44% members in the hiring unit doing bargaining unit work that identify as women and/or where there are fewer than 30% members in the hiring unit who identify as racialized people ("visible minorities"), then an applicant that self- identifies as a racialized woman will be appointed. 2) If there are no racialized women candidates, then a candidate from the more underrepresented group will be appointed; 3) If there are no candidates under (1) or if the hiring unit has met both thresholds in (1), then a candidate that self-identifies as an Indigenous (Aboriginal) person and/or a person with a disability will be hired. 4) If there are no candidates from the under-represented groups, or if the hiring unit has met the threshold under (1), then a candidate that self-identifies as LGBTQ will be hired. Hiring Unit data for the most recent consecutive three contract years (or, during implementation, such period up to three contract years as is available) shall be used to establish hiring unit representation. Where issues of interpretation, data or process arise during implementation, the parties will review these at the Employment Equity Committee.

LABOUR/MANAGEMENT COMMITTEES. 5.01 The Union union and the Employer employer acknowledge the mutual benefits to be derived from joint consultation and approve the establishment of a Labour/Management ▇▇- ▇▇▇▇/Management Committee consisting of three representatives from each party. The Committee shall function in an advisory capacity only, making recommendations to the Union union and/or the Employer employer with respect to its discussions and conclusions and shall not have the power to add to or modify the terms of this agreement. However, neither the Employer employer nor the Union union shall act in a manner contrary to the recommendations of the Committee without having first informed the Committee in writing that it intends to do so. A representative of each party shall be designated as a joint Chair, and the two persons so designated shall alternate in presiding over meetings. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. As appropriate, the parties may invite the Union union and Employer employer representatives on the Security Advisory Council to attend a Labour/Management Committee Meeting meeting to address any security issues on the agenda. 5.02 As per Article 4.04.3, the union and the employer agree to maintain the Joint CUPE 3903 – York Advisory Committee on Race/Ethnic Relations, Discrimination and/or Harassment to discuss and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect to any member of the bargaining unit in their her employment relationship, by reason of race, colour, nationality, ancestry, place of origin, or native language (subject to Article 12.02.1). The Committee shall consist of at least two representatives of each party. A representative of each party shall be designated as a joint Chair, and the two persons so designated shall alternate in presiding over meetings. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. The Committee shall have its first meeting within six months of the signing of this agreement. February 10, 2020 version The Committee may make recommendations to the Labour/Management ▇▇- ▇▇▇▇/Management Committee on these matters from time to time. 5.03 The Union union and the Employer employer agree to maintain an Employment Equity Committee to meet within one month of the signing of the 2002-2005 collective agreement. The Employment Equity Committee will have access to the non- confidential findings of a census of all members of the bargaining units and graduate students at York University to be conducted by the Employment Equity Office following the ratification of the 2002-2005 collective agreement. The Employment Equity Committee may ask the Institute for Social Research to do specific analyses of data collected in connection with the Employment Equity survey. The employer shall not unreasonably deny the Employment Equity Committee’s recommendation for funds to conduct the survey(s). Effective on ratification of the renewal collective agreement agreement, the Employment Equity Committee will have access to the non- non-confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Contractor’s Contractors Program. There are two types of surveys, regular and comprehensive. The first comprehensive surveys will be completed by the end of March 2009. The regular surveys are done on a monthly basis for new hires. The first regular surveys will be carried out in June 2009. The content will include designated employment equity group voluntary self- self-identification. This information will be correlated with information about salaries, terminations and promotions for purposes of reporting. Effective on ratification of the renewal collective agreement, a provision for voluntary self-identification will be added to the unit 2 blanket applications. This data will be used to implement Articles 12.03.2, 23 and 24. The Committee’s mandate will further include setting goals and timetables for the elimination of discriminatory practices and systemic barriers to equal opportunity. Issues to be addressed will include: recruitment of employees, selection procedures, job postings, Employer employer required and provided training, salaries and benefits, and working conditions (including accommodation for persons with disabilities). Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practices in relation to recruitment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting meeting, after the ratification of the renewal collective agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the Partiesparties. This plan will address the removal of employment barriers in order to February 10, 2020 version achieve the ultimate goal of fair representation of the following designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and women. Fair representation will be taken to mean a reflection of the population of these groups in the Greater Toronto area. The Committee will consist of three representatives of each party and the Director of Recruitment, Workforce Employment Equity or designate as ex officio member. Preference will be given to members from each of the designated groups. A representative of each party shall be designated as joint Chair and the two persons so designated shall alternate in the Chairchair. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. 5.03.1 No later than 3 months following the ratification of the 2014-17 collective agreement, the Employment Equity Committee will be convened to develop a plan for the inclusion of LGBTQ as an employment equity group under the collective agreement and the CUPE 3903 Employment Equity Plan, taking into account the absence of reliable external and internal representational data. The Plan to include LGBTQ as an employment equity group will be recommended to the Parties and the agreed upon plan will be promptly implemented. Unless otherwise agreed upon, underrepresentation shall be understood to mean fewer bargaining unit members that identify as belonging to one or more of the equity equity- seeking groups than the available data for the Greater Toronto Area reports. For the 2017-2020 Collective Agreement the following minimum thresholds will be used when applying intersectional equity data: 1) Where there are fewer than 44% members in the hiring unit doing bargaining unit work that identify as women and/or where there are fewer than 30% members in the hiring unit who identify as racialized people ("visible minorities"), then an applicant that self- self-identifies as a racialized woman will be appointed. 2) If there are no racialized women candidates, then a candidate from the more underrepresented group will be appointed; 3) If there are no candidates under (1) or if the hiring unit has met both thresholds in (1), then a candidate that self-identifies as an Indigenous (Aboriginal) person and/or a person with a disability will be hired. 4) If there are no candidates from the under-represented groups, or if the hiring unit has met the threshold under (1), then a candidate that self-identifies as LGBTQ will be hired. Hiring Unit data for the most recent consecutive three contract years (or, during implementation, such period up to three contract years as is available) shall be used to February 10, 2020 version establish hiring unit representation. Where issues of interpretation, data or process arise during implementation, the parties will review these at the Employment Equity Committee. 5.03.2 While not a designated group under the Federal Contractors Program, the parties recognize and wish to remove any employment barriers and barriers to fair representation for employees that self-identify as LGBTQ. Implementation of LGBTQ identified employees as the fifth Employment Equity group within the Collective Agreement will be done so as not to interfere with the Employer's Federal Contractor Program obligations.

LABOUR/MANAGEMENT COMMITTEES. 5.01 The Union and the Employer acknowledge the mutual benefits to be derived from joint consultation and approve the establishment of a Labour/Management Committee consisting of three representatives from each party. The Committee shall function in an advisory capacity only, making recommendations to the Union and/or the Employer with respect to its discussions and conclusions and shall not have the power to add to or modify the terms of this agreement. However, neither the Employer nor the Union shall act in a manner contrary to the recommendations of the Committee without having first informed the Committee in writing that it intends to do so. A representative of each party shall be designated as a joint Chair, and the two persons so designated shall alternate in presiding over meetings. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. As appropriate, the parties may invite the Union and Employer representatives on the Security Advisory Council to attend a Labour/Management Committee Meeting to address any security issues on the agenda. 5.02 As per Article 4.04.3, the union and the employer agree to maintain the Joint CUPE 3903 – York Advisory Committee on Race/Ethnic Relations, Discrimination and/or Harassment to discuss and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect to any member of the bargaining unit in their employment relationship, by reason of race, colour, nationality, ancestry, place of origin, or native language (subject to Article 12.02.1). The Committee shall consist of at least two representatives of each party. A representative of each party shall be designated as a joint Chair, and the two persons so designated shall alternate in presiding over meetings. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. The Committee shall have its first meeting within six months of the signing of this agreement. The Committee may make recommendations to the Labour/Management Committee on these matters from time to time. 5.03 The Union and the Employer agree to maintain an Employment Equity Committee to meet within one month of the signing of the 2002-2005 collective agreement. The Employment Equity Committee will have access to the non- non-confidential findings of a census of all members of the bargaining units and graduate students at York University to be conducted by the Employment Equity Office following the ratification of the 2002-2005 collective agreement. The Employment Equity Committee may ask the Institute for Social Research to do specific analyses of data collected in connection with the Employment Equity survey. The employer shall not unreasonably deny the Employment Equity Committee’s recommendation for funds to conduct the survey(s). Effective on ratification of the renewal collective agreement the Employment Equity Committee will have access to the non- non-confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Contractor’s Program. There are two types of surveys, regular and comprehensive. The first comprehensive surveys will be completed by the end of March 2009. The regular surveys are done on a monthly basis for new hires. The first regular surveys will be carried out in June 2009. The content will include designated employment equity group voluntary self- self-identification. This information will be correlated with information about salaries, terminations and promotions for purposes of reporting. Effective on ratification of the renewal collective agreement, a provision for voluntary self-identification will be added to the unit 2 blanket applications. This data will be used to implement Articles 12.03.2, 23 and 24. The Committee’s mandate will further include setting goals and timetables for the elimination of discriminatory practices and systemic barriers to equal opportunity. Issues to be addressed will include: recruitment of employees, selection procedures, job postings, Employer required and provided training, salaries and benefits, and working conditions (including accommodation for persons with disabilities). Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practices in relation to recruitment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting after the ratification of the renewal collective agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the Parties. This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and women. Fair representation will be taken to mean a reflection of the population of these groups in the Greater Toronto area. The Committee will consist of three representatives of each party and the Director of Recruitment, Workforce Employment Equity or designate as ex officio member. Preference will be given to members from each of the designated groups. A representative of each party shall be designated as joint Chair and the two persons so designated shall alternate in the Chair. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. Unless otherwise agreed upon, underrepresentation shall be understood to mean fewer bargaining unit members that identify as belonging to one or more of the equity seeking groups than the available data for the Greater Toronto Area reports. For the 2017-2020 Collective Agreement the following minimum thresholds will be used when applying intersectional equity data: (1) Where there are fewer than 44% members in the hiring unit doing bargaining unit work that identify as women and/or where there are fewer than 30% members in the hiring unit who identify as racialized people ("visible minorities"), then an applicant that self- self-identifies as a racialized woman will be appointed. (2) If there are no racialized women candidates, then a candidate from the more underrepresented group will be appointed; (3) If there are no candidates under (1) or if the hiring unit has met both thresholds in (1), then a candidate that self-identifies as an Indigenous (Aboriginal) person and/or a person with a disability will be hired. (4) If there are no candidates from the under-represented groups, or if the hiring unit has met the threshold under (1), then a candidate that self-identifies as LGBTQ will be hired. Hiring Unit data for the most recent consecutive three contract years (or, during implementation, such period up to three contract years as is available) shall be used to establish hiring unit representation. Where issues of interpretation, data or process arise during implementation, the parties will review these at the Employment Equity Committee.

LABOUR/MANAGEMENT COMMITTEES. 5.01 The Union union and the Employer employer acknowledge the mutual benefits to be derived from joint consultation and approve the establishment of a Labour/Management Manage‑ ment Committee consisting of three representatives from each party. The Committee shall function in an advisory capacity only, making recommendations recommen‑ dations to the Union union and/or the Employer employer with respect to its discussions and conclusions and shall not have the power to add to or modify the terms of this agreement. However, neither the Employer employer nor the Union union shall act in a manner contrary to the recommendations of the Committee without having first informed the Committee in writing that it intends to do so. A representative representa‑ tive of each party shall be designated as a joint Chair, and the two persons so designated shall alternate in presiding over meetings. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. As appropriate, the parties may invite the Union union and Employer employer representatives on the Security Advisory Council to attend a Labour/Management Committee Meeting meeting to address any security issues on the agenda. 5.02 As per Article 4.04.3, the union and the employer agree to maintain the Joint CUPE 3903 – York Advisory Committee on Race/Ethnic Relations, Discrimination Dis‑ crimination and/or Harassment to discuss and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect to any member of the bargaining unit in their her employment relationship, by reason of race, colour, nationality, ancestry, place of origin, or native language (subject to Article 12.02.1). The Committee shall consist of at least two representatives of each party. A representative of each party shall be designated as a joint Chair, and the two persons so designated shall alternate in presiding over meetings. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. The Committee shall have its first meeting within six months of the signing of this agreement. The Committee may make recommendations to the Labour/Management Committee on these matters from time to time. 5.03 The Union union and the Employer employer agree to maintain an Employment Equity Committee Com‑ mittee to meet within one month of the signing of the 2002-2005 2002‑2005 collective agreement. The Employment Equity Committee will have access to the non- confidential non‑confiden‑ tial findings of a census of all members of the bargaining units and graduate students at York University to be conducted by the Employment Equity Office following the ratification of the 2002-2005 2002‑2005 collective agreement. The Employment Equity Committee may ask the Institute for Social Research to do specific analyses of data collected in connection with the Employment Equity survey. The employer shall not unreasonably deny the Employment Equity Committee’s recommendation for funds to conduct the survey(s). Effective on ratification of the renewal collective agreement agreement, the Employment Equity Committee will have access to the non- confidential non‑confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Contractor’s Contractors Program. There are two types of surveys, regular and comprehensive. The first comprehensive com‑ prehensive surveys will be completed by the end of March 2009. The regular surveys are done on a monthly basis for new hires. The first regular surveys will be carried out in June 2009. The content will include designated employment employ‑ ment equity group voluntary self- identificationself‑identification. This information will be correlated with information about salaries, terminations and promotions for purposes of reporting. Effective on ratification of the renewal collective agreement, a provision for voluntary self-identification will be added to the unit 2 blanket applications. This data will be used to implement Articles 12.03.2, 23 and 24. The Committee’s mandate will further include setting goals and timetables for the elimination of discriminatory practices and systemic barriers to equal opportunity. Issues to be addressed will include: recruitment of employees, selection procedures, job postings, Employer employer required and provided training, salaries and benefits, and working conditions (including accommodation for persons with disabilities). Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practices in relation to recruitment recruit‑ ment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed com‑ pleted by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting meeting, after the ratification of the renewal collective agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the Partiesparties. This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following fol‑ lowing designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and women. Fair representation will be taken to mean a reflection of the population of these groups in the Greater Toronto area. The Committee will consist of three representatives of each party and the Director Dir‑ ector of Recruitment, Workforce Employment Equity or designate as ex officio member. Preference will be given to members from each of the designated groups. A representative of each party shall be designated as joint Chair and the two persons so designated shall alternate in the Chairchair. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. Unless otherwise agreed upon, underrepresentation shall be understood to mean fewer bargaining unit members that identify as belonging to one or more of the equity seeking groups than the available data for the Greater Toronto Area reports. For the 2017-2020 Collective Agreement the following minimum thresholds will be used when applying intersectional equity data: 1) Where there are fewer than 44% members in the hiring unit doing bargaining unit work that identify as women and/or where there are fewer than 30% members in the hiring unit who identify as racialized people ("visible minorities"), then an applicant that self- identifies as a racialized woman will be appointed. 2) If there are no racialized women candidates, then a candidate from the more underrepresented group will be appointed; 3) If there are no candidates under (1) or if the hiring unit has met both thresholds in (1), then a candidate that self-identifies as an Indigenous (Aboriginal) person and/or a person with a disability will be hired. 4) If there are no candidates from the under-represented groups, or if the hiring unit has met the threshold under (1), then a candidate that self-identifies as LGBTQ will be hired. Hiring Unit data for the most recent consecutive three contract years (or, during implementation, such period up to three contract years as is available) shall be used to establish hiring unit representation. Where issues of interpretation, data or process arise during implementation, the parties will review these at the Employment Equity Committee.

LABOUR/MANAGEMENT COMMITTEES. 5.01 The Union and the Employer acknowledge the mutual benefits to be derived from joint consultation and approve the establishment of a Part‐Time Librarian and Archivist Labour/Management Committee consisting of three representatives from each party. The Committee shall function in an advisory capacity only, making recommendations to the Union and/or the Employer with respect to its discussions and conclusions and shall not have the power to add to or modify the terms of this agreement. However, neither the Employer Em‐ ployer nor the Union shall act in a manner contrary to the recommendations of the Committee without having first informed the Committee in writing that it intends to do so. A representative of each party shall be designated as a joint Chair, and the two persons so designated shall alternate in presiding over meetings. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. As appropriate, the parties may invite the Union and Employer representatives on the Security Advisory Community Safety Council to attend a Labour/Management Committee Meeting to address any security safety issues on the agenda. 5.02 As per Article 4.04.3, the union and the employer agree to maintain the Joint CUPE 3903 – York Advisory Committee on Race/Ethnic Relations, Discrimination and/or Harassment to discuss and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect to any member of the bargaining unit in their her employment relationship, by reason of race, colour, nationality, ancestry, place of origin, or native language (subject to Article 12.02.1). The Committee shall consist of at least two representatives of each party. A representative of each party shall be designated as a joint Chair, and the two persons so designated shall alternate in presiding over meetings. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. The Committee shall have its first meeting within six months of the signing of this agreement. The Committee may make recommendations to the Labour/Management La‐ ▇▇▇▇/Management Committee on these matters from time to time. 5.03 The Union and the Employer agree to maintain an Employment Equity Committee to meet within one month of the signing of the 2002-2005 collective agreement. The Employment Equity Committee will have access to the non- confidential findings of a census of all members of the bargaining units and graduate students at York University to be conducted by the Employment Equity Office following the ratification of the 2002-2005 collective agreement. The Employment Equity Committee may ask the Institute for Social Research to do specific analyses of data collected in connection with the Employment Equity survey. The employer shall not unreasonably deny the Employment Equity Equi‐ ty Committee’s recommendation for funds to conduct the survey(s). Effective on ratification of the renewal collective agreement the Employment Equity Committee will have access to the non- confidential non‐confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Contractor’s Program. There are two types of surveys, regular and comprehensive. The first comprehensive surveys survey will be completed by initiated within two months of the end ratification of March 2009. The regular surveys are done on a monthly basis for new hires. The the first regular surveys will be carried out in June 2009collective agreement. The content of the surveys will include designated des‐ ignated employment equity group voluntary self- identificationself‐identification. This information infor‐ mation will be correlated with information about salaries, terminations and promotions for purposes of reporting. Effective on Following ratification of the renewal first collective agreement, a provision for voluntary self-identification self‐identification will be added to all applications for positions in the unit 2 blanket applications. This data will be used to implement Articles 12.03.2, 23 and 24bargaining unit. The Committee’s mandate will further include setting goals and timetables time‐ tables for the elimination of any discriminatory practices and systemic barriers barri‐ ers to equal opportunity. Issues to be addressed will include: recruitment of employees, selection procedures, job postings, Employer required and provided pro‐ vided training, salaries and benefits, and working conditions (including accommodation ac‐ commodation for persons with disabilities). Within 12 months of the ratification of the renewal collective agreementagree‐ ment, qualitative research on departmental hiring practices in relation to recruitment of employees, selection procedures, job postings, employer required re‐ quired and provided training, salaries and benefits, and working conditions will be completed by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting after the ratification of the renewal collective agreement, develop de‐ velop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the Parties. This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation representa‐ tion of the following designated groups in bargaining unit employment: aboriginal abo‐ riginal peoples, persons with disabilities, visible minorities and women. Fair representation will be taken to mean a reflection of the population of these groups in the Greater Toronto ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇ area. The Committee will consist of three representatives of each party and the Director of Recruitment, Workforce Employment Equity or designate as ex officio member. Preference will be given to members from each of the designated groups. A representative of each party shall be designated as joint Chair and the two persons so designated shall alternate in the Chair. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. Unless otherwise agreed upon, The parties agree to make the definition of underrepresentation shall be understood to mean fewer bargaining unit members that identify as belonging to one or more and the application of intersectionality data a priority for discussion on the equity seeking groups than the available data for the Greater Toronto Area reports. For the 2017-2020 Collective Agreement the following minimum thresholds will be used when applying intersectional equity data: 1) Where there are fewer than 44% members in the hiring unit doing bargaining unit work that identify as women and/or where there are fewer than 30% members in the hiring unit who identify as racialized people ("visible minorities"), then an applicant that self- identifies as a racialized woman will be appointed. 2) If there are no racialized women candidates, then a candidate from the more underrepresented group will be appointed; 3) If there are no candidates under (1) or if the hiring unit has met both thresholds in (1), then a candidate that self-identifies as an Indigenous (Aboriginal) person and/or a person with a disability will be hired. 4) If there are no candidates from the under-represented groups, or if the hiring unit has met the threshold under (1), then a candidate that self-identifies as LGBTQ will be hired. Hiring Unit data for the most recent consecutive three contract years (or, during implementation, such period up to three contract years as is available) shall be used to establish hiring unit representation. Where issues recon‐ vening of interpretation, data or process arise during implementation, the parties will review these at the Employment Equity CommitteeCommittee following ratification of the first collective agreement.

LABOUR/MANAGEMENT COMMITTEES. 5.01 The Union and the Employer acknowledge the mutual benefits to be derived from joint consultation and approve the establishment of a Labour/Management Committee consisting of three representatives from each party. The Committee shall function in an advisory capacity only, making recommendations to the Union and/or the Employer with respect to its discussions and conclusions and shall not have the power to add to or modify the terms of this agreement. However, neither the Employer nor the Union shall act in a manner contrary to the recommendations of the Committee without having first informed the Committee in writing that it intends to do so. A representative of each party shall be designated as a joint Chair, and the two persons so designated shall alternate in presiding over meetings. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. As appropriate, the parties may invite the Union and Employer representatives on the Security Advisory Council to attend a Labour/Management Committee Meeting to address any security issues on the agenda. 5.02 As per Article 4.04.3, the union and the employer agree to maintain the Joint CUPE 3903 – York Advisory Committee on Race/Ethnic Relations, Discrimination and/or Harassment to discuss and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect to any member of the bargaining unit in their her employment relationship, by reason of race, colour, nationality, ancestry, place of origin, or native language (subject to Article 12.02.1). The Committee shall consist of at least two representatives of each party. A representative of each party shall be designated as a joint Chair, and the two persons so designated shall alternate in presiding over meetings. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. The Committee shall have its first meeting within six months of the signing of this agreement. The Committee may make recommendations to the Labour/Management Committee on these matters from time to time. . 5.03 The Union and the Employer agree to maintain an Employment Equity Committee to meet within one month of the signing of the 2002-2005 collective agreement. The Employment Equity Committee will have access to the non- non-confidential findings of a census of all members of the bargaining units and graduate students at York University to be conducted by the Employment Equity Office following the ratification of the 2002-2005 collective agreement. The Employment Equity Committee may ask the Institute for Social Research to do specific analyses of data collected in connection with the Employment Equity survey. The employer shall not unreasonably deny the Employment Equity Committee’s recommendation for funds to conduct the survey(s). Effective on ratification of the renewal collective agreement the Employment Equity Committee will have access to the non- non-confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Contractor’s Program. There are two types of surveys, regular and comprehensive. The first comprehensive surveys will be completed by the end of March 2009. The regular surveys are done on a monthly basis for new hires. The first regular surveys will be carried out in June 2009. The content will include designated employment equity group voluntary self- self-identification. This information will be correlated with information about salaries, terminations and promotions for purposes of reporting. Effective on ratification of the renewal collective agreement, a provision for voluntary self-identification will be added to the unit 2 blanket applications. This data will be used to implement Articles 12.03.2, 23 and 24. The Committee’s mandate will further include setting goals and timetables for the elimination of discriminatory practices and systemic barriers to equal opportunity. Issues to be addressed will include: recruitment of employees, selection procedures, job postings, Employer required and provided training, salaries and benefits, and working conditions (including accommodation for persons with disabilities). Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practices in relation to recruitment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting after the ratification of the renewal collective agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the Parties. This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and women. Fair representation will be taken to mean a reflection of the population of these groups in the Greater Toronto ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇ area. The Committee will consist of three representatives of each party and the Director of Recruitment, Workforce Employment Equity or designate as ex officio member. Preference will be given to members from each of the designated groups. A representative of each party shall be designated as joint Chair and the two persons so designated shall alternate in the Chair. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. Unless otherwise agreed upon, underrepresentation shall be understood to mean fewer bargaining unit members that identify as belonging to one or more of the equity seeking groups than the available data for the Greater Toronto Area reports. For the 2017-2020 Collective Agreement the following minimum thresholds will be used when applying intersectional equity data: 1) Where there are fewer than 44% members in the hiring unit doing bargaining unit work that identify as women and/or where there are fewer than 30% members in the hiring unit who identify as racialized people ("visible minorities"), then an applicant that self- identifies as a racialized woman will be appointed. 2) If there are no racialized women candidates, then a candidate from the more underrepresented group will be appointed; 3) If there are no candidates under (1) or if the hiring unit has met both thresholds in (1), then a candidate that self-identifies as an Indigenous (Aboriginal) person and/or a person with a disability will be hired. 4) If there are no candidates from the under-represented groups, or if the hiring unit has met the threshold under (1), then a candidate that self-identifies as LGBTQ will be hired. Hiring Unit data for the most recent consecutive three contract years (or, during implementation, such period up to three contract years as is available) shall be used to establish hiring unit representation. Where issues of interpretation, data or process arise during implementation, the parties will review these at the Employment Equity Committee.

LABOUR/MANAGEMENT COMMITTEES. 5.01 The Union and the Employer acknowledge the mutual benefits to be derived from joint consultation and approve the establishment of a Part-Time Librarian and Archivist Labour/Management Committee consisting of three representatives representa- tives from each party. The Committee shall function in an advisory capacity only, making recommendations to the Union and/or the Employer with respect to its discussions and conclusions and shall not have the power to add to or modify the terms of this agreement. However, neither the Employer nor the Union shall act in a manner contrary to the recommendations of the Committee Commit- tee without having first informed the Committee in writing that it intends to do so. A representative of each party shall be designated as a joint Chair, and the two persons so designated shall alternate in presiding over meetings. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. As appropriate, the parties may invite the Union and Employer representatives on the Security Advisory Community Safety Council to attend a Labour/Management Manage- ment Committee Meeting to address any security safety issues on the agenda. 5.02 As per Article 4.04.3, the union and the employer agree to maintain the Joint CUPE 3903 – York Advisory Committee on Race/Ethnic Relations, Discrimination Dis- crimination and/or Harassment to discuss and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect to any member of the bargaining unit in their her employment relationship, by reason of race, colour, nationality, ancestry, place of origin, or native language (subject to Article 12.02.1). The Committee shall consist of at least two representatives of each party. A representative of each party shall be designated as a joint Chair, and the two persons so designated shall alternate in presiding over meetings. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. The Committee shall have its first meeting within six months of the signing of this agreement. The Committee may make recommendations to the Labour/Management Committee on these matters from time to time. 5.03 The Union and the Employer agree to maintain an Employment Equity Committee to meet within one month of the signing of the 2002-2005 collective agreement. The Employment Equity Committee will have access to the non- confidential findings of a census of all members of the bargaining units and graduate students at York University to be conducted by the Employment Equity Office following the ratification of the 2002-2005 collective agreement. The Employment Equity Committee may ask the Institute for Social Research to do specific analyses of data collected in connection with the Employment Equity survey. The employer shall not unreasonably deny the Employment Equity Committee’s recommendation for funds to conduct the survey(s)Com- mittee. Effective on ratification of the renewal collective agreement the Employment Equity Committee will have access to the non- non-confidential findings of regular surveys sur- veys of all members of the bargaining units undertaken for the purposes of the Federal Contractor’s Program. There are two types of surveys, regular and comprehensive. The first comprehensive surveys compre- hensive survey will be completed by initiated within two months of the end ratification of March 2009. The regular surveys are done on a monthly basis for new hires. The the first regular surveys will be carried out in June 2009collective agreement. The content of the surveys will include designated employment equity group voluntary self- self-identification. This information will be correlated with information about salaries, terminations and promotions for purposes of reporting. Effective on Following ratification of the renewal first collective agreement, a provision for voluntary vol- untary self-identification will be added to all applications for positions in the unit 2 blanket applications. This data will be used to implement Articles 12.03.2, 23 and 24bargaining unit. The Committee’s mandate will further include setting goals and timetables for the elimination of any discriminatory practices and systemic barriers to equal opportunity. Issues to be addressed will include: recruitment of employees, selection procedures, job postings, Employer required and provided training, salaries and benefits, and working conditions (including accommodation for persons with disabilities). Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practices in relation to recruitment recruit- ment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed com- pleted by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting after the ratification of the renewal collective agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the Parties. This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following fol- lowing designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and women. Fair representation will be taken to mean a reflection of the population of these groups in the Greater Toronto area. The Committee will consist of three representatives of each party and the Director of Recruitment, Workforce Employment Equity or designate as ex officio member. Preference will be given to members from each of the designated desig- nated groups. A representative of each party shall be designated as joint Chair and the two persons so designated shall alternate in the Chair. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. Unless otherwise agreed upon, The parties agree to make the definition of underrepresentation shall be understood to mean fewer bargaining unit members that identify as belonging to one or more and the appli- cation of intersectionality data a priority for discussion on the equity seeking groups than the available data for the Greater Toronto Area reports. For the 2017-2020 Collective Agreement the following minimum thresholds will be used when applying intersectional equity data: 1) Where there are fewer than 44% members in the hiring unit doing bargaining unit work that identify as women and/or where there are fewer than 30% members in the hiring unit who identify as racialized people ("visible minorities"), then an applicant that self- identifies as a racialized woman will be appointed. 2) If there are no racialized women candidates, then a candidate from the more underrepresented group will be appointed; 3) If there are no candidates under (1) or if the hiring unit has met both thresholds in (1), then a candidate that self-identifies as an Indigenous (Aboriginal) person and/or a person with a disability will be hired. 4) If there are no candidates from the under-represented groups, or if the hiring unit has met the threshold under (1), then a candidate that self-identifies as LGBTQ will be hired. Hiring Unit data for the most recent consecutive three contract years (or, during implementation, such period up to three contract years as is available) shall be used to establish hiring unit representation. Where issues reconvening of interpretation, data or process arise during implementation, the parties will review these at the Employment Equity CommitteeCommittee following ratification of the first collect- ive agreement.

LABOUR/MANAGEMENT COMMITTEES. 5.01 5 .01 The Union and the Employer acknowledge the mutual benefits to be derived from joint consultation and approve the establishment of a Part-Time Librarian and Archivist Labour/Management Committee consisting of three representatives representa- tives from each partyparty . The Committee shall function in an advisory capacity only, making recommendations to the Union and/or the Employer with respect to its discussions and conclusions and shall not have the power to add to or modify the terms of this agreementagreement . However, neither the Employer nor the Union shall act in a manner contrary to the recommendations of the Committee Commit- tee without having first informed the Committee in writing that it intends to do soso . A representative of each party shall be designated as a joint Chair, and the two persons so designated shall alternate in presiding over meetingsmeetings . Either Chair may call meetings on at least two weeks’ notice to the other members of the CommitteeCommittee . As appropriate, the parties may invite the Union and Employer representatives on the Security Advisory Community Safety Council to attend a Labour/Management Manage- ment Committee Meeting to address any security safety issues on the agendaagenda . 5.02 5 .02 As per Article 4.04.34 .04 .3, the union and the employer agree to maintain the Joint CUPE 3903 – York Advisory Committee on Race/Ethnic Relations, Discrimination Dis- crimination and/or Harassment to discuss and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect to any member of the bargaining unit in their her employment relationship, by reason of race, colour, nationality, ancestry, place of origin, or native language (subject to Article 12.02.1)12 .02 .1) . The Committee shall consist of at least two representatives of each partyparty . A representative of each party shall be designated as a joint Chair, and the two persons so designated shall alternate in presiding over meetingsmeetings . Either Chair may call meetings on at least two weeks’ notice to the other members of the CommitteeCommittee . The Committee shall have its first meeting within six months of the signing of this agreementagreement . The Committee may make recommendations to the Labour/Management Committee on these matters from time to timetime . 5.03 5 .03 The Union and the Employer agree to maintain an Employment Equity Committee to meet within one month of the signing of the 2002-2005 collective agreement. The Employment Equity Committee will have access to the non- confidential findings of a census of all members of the bargaining units and graduate students at York University to be conducted by the Employment Equity Office following the ratification of the 2002-2005 collective agreement. The Employment Equity Committee may ask the Institute for Social Research to do specific analyses of data collected in connection with the Employment Equity survey. The employer shall not unreasonably deny the Employment Equity Committee’s recommendation for funds to conduct the survey(s)Com- mittee . Effective on ratification of the renewal collective agreement the Employment Equity Committee will have access to the non- non-confidential findings of regular surveys sur- veys of all members of the bargaining units undertaken for the purposes of the Federal Contractor’s ProgramProgram . There are two types of surveys, regular and comprehensivecomprehensive . The first comprehensive surveys compre- hensive survey will be completed by initiated within two months of the end ratification of March 2009. The regular surveys are done on a monthly basis for new hires. The the first regular surveys will be carried out in June 2009collective agreement . The content of the surveys will include designated employment equity group voluntary self- identificationself-identification . This information will be correlated with information about salaries, terminations and promotions for purposes of reportingreporting . Effective on Following ratification of the renewal first collective agreement, a provision for voluntary vol- untary self-identification will be added to all applications for positions in the bargaining unit 2 blanket applications. This data will be used to implement Articles 12.03.2, 23 and 24. The Committee’s mandate will further include setting goals and timetables for the elimination of any discriminatory practices and systemic barriers to equal opportunityopportunity . Issues to be addressed will include: recruitment of employees, selection procedures, job postings, Employer required and provided training, salaries and benefits, and working conditions (including accommodation for persons with disabilities)) . Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practices in relation to recruitment recruit- ment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed com- pleted by the Employment Equity CommitteeCommittee . The Employment Equity Committee shall, within twelve months of first meeting after the ratification of the renewal collective agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the PartiesParties . This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following fol- lowing designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and womenwomen . Fair representation will be taken to mean a reflection of the population of these groups in the Greater Toronto areaarea . The Committee will consist of three representatives of each party and the Director of Recruitment, Workforce Employment Equity or designate as ex officio membermember . Preference will be given to members from each of the designated groupsdesig- nated groups . A representative of each party shall be designated as joint Chair and the two persons so designated shall alternate in the ChairChair . Either Chair may call meetings on at least two weeks’ notice to the other members of the CommitteeCommittee . Unless otherwise agreed upon, The parties agree to make the definition of underrepresentation shall be understood to mean fewer bargaining unit members that identify as belonging to one or more and the appli- cation of intersectionality data a priority for discussion on the equity seeking groups than the available data for the Greater Toronto Area reports. For the 2017-2020 Collective Agreement the following minimum thresholds will be used when applying intersectional equity data: 1) Where there are fewer than 44% members in the hiring unit doing bargaining unit work that identify as women and/or where there are fewer than 30% members in the hiring unit who identify as racialized people ("visible minorities"), then an applicant that self- identifies as a racialized woman will be appointed. 2) If there are no racialized women candidates, then a candidate from the more underrepresented group will be appointed; 3) If there are no candidates under (1) or if the hiring unit has met both thresholds in (1), then a candidate that self-identifies as an Indigenous (Aboriginal) person and/or a person with a disability will be hired. 4) If there are no candidates from the under-represented groups, or if the hiring unit has met the threshold under (1), then a candidate that self-identifies as LGBTQ will be hired. Hiring Unit data for the most recent consecutive three contract years (or, during implementation, such period up to three contract years as is available) shall be used to establish hiring unit representation. Where issues reconvening of interpretation, data or process arise during implementation, the parties will review these at the Employment Equity CommitteeCommittee following ratification of the first collect- ive agreement .

LABOUR/MANAGEMENT COMMITTEES. 5.01 The Union union and the Employer employer acknowledge the mutual benefits to be derived from joint consultation and approve the establishment of a Labour/Management ▇▇- ▇▇▇▇/Management Committee consisting of three representatives from each party. The Committee shall function in an advisory capacity only, making recommendations to the Union union and/or the Employer employer with respect to its discussions and conclusions and shall not have the power to add to or modify the terms of this agreement. However, neither the Employer employer nor the Union union shall act in a manner contrary to the recommendations of the Committee without having first informed the Committee in writing that it intends to do so. A representative of each party shall be designated as a joint Chair, and the two persons so designated shall alternate in presiding over meetings. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. As appropriate, the parties may invite the Union union and Employer employer representatives on the Security Advisory Council to attend a Labour/Management Committee Meeting meeting to address any security issues on the agenda. 5.02 As per Article 4.04.3, the union and the employer agree to maintain the Joint CUPE 3903 – York Advisory Committee on Race/Ethnic Relations, Discrimination and/or Harassment to discuss and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect to any member of the bargaining unit in their employment relationship, by reason of race, colour, nationality, ancestry, place of origin, or native language (subject to Article 12.02.1). The Committee shall consist of at least two representatives of each party. A representative of each party shall be designated as a joint Chair, and the two persons so designated shall alternate in presiding over meetings. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. The Committee shall have its first meeting within six months of the signing of this agreement. The Committee may make recommendations to the Labour/Management ▇▇- ▇▇▇▇/Management Committee on these matters from time to time. 5.03 The Union union and the Employer employer agree to maintain an Employment Equity Committee to meet within one month of the signing of the 2002-2005 collective agreement. The Employment Equity Committee will have access to the non- confidential findings of a census of all members of the bargaining units and graduate students at York University to be conducted by the Employment Equity Office following the ratification of the 2002-2005 collective agreement. The Employment Equity Committee may ask the Institute for Social Research to do specific analyses of data collected in connection with the Employment Equity survey. The employer shall not unreasonably deny the Employment Equity Committee’s recommendation for funds to conduct the survey(s). Effective on ratification of the renewal collective agreement agreement, the Employment Equity Committee will have access to the non- non-confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Contractor’s Contractors Program. There are two types of surveys, regular and comprehensive. The first comprehensive surveys will be completed by the end of March 2009. The regular surveys are done on a monthly basis for new hires. The first regular surveys will be carried out in June 2009. The content will include designated employment equity group voluntary self- identification. This information will be correlated with information about salaries, terminations and promotions for purposes of reporting. Effective on ratification of the renewal collective agreement, a provision for voluntary self-identification will be added to the unit 2 blanket applications. This data will be used to implement Articles 12.03.2, 23 and 24. The Committee’s mandate will further include setting goals and timetables for the elimination of discriminatory practices and systemic barriers to equal opportunity. Issues to be addressed will include: recruitment of employees, selection procedures, job postings, Employer employer required and provided training, salaries and benefits, and working conditions (including accommodation for persons with disabilities). Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practices in relation to recruitment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting meeting, after the ratification of the renewal collective agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the Partiesparties. This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and women. Fair representation will be taken to mean a reflection of the population of these groups in the Greater Toronto area. The Committee will consist of three representatives of each party and the Director of Recruitment, Workforce Employment Equity or designate as ex officio member. Preference will be given to members from each of the designated groups. A representative of each party shall be designated as joint Chair and the two persons so designated shall alternate in the Chairchair. Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. Unless otherwise agreed upon, underrepresentation shall be understood to mean fewer bargaining unit members that identify as belonging to one or more of the equity seeking groups than the available data for the Greater Toronto Area reports. For the 2017-2020 Collective Agreement the following minimum thresholds will be used when applying intersectional equity data: 1) Where there are fewer than 44% members in the hiring unit doing bargaining unit work that identify as women and/or where there are fewer than 30% members in the hiring unit who identify as racialized people ("visible minorities"), then an applicant that self- identifies as a racialized woman will be appointed. 2) If there are no racialized women candidates, then a candidate from the more underrepresented group will be appointed; 3) If there are no candidates under (1) or if the hiring unit has met both thresholds in (1), then a candidate that self-identifies as an Indigenous (Aboriginal) person and/or a person with a disability will be hired. 4) If there are no candidates from the under-represented groups, or if the hiring unit has met the threshold under (1), then a candidate that self-identifies as LGBTQ will be hired. Hiring Unit data for the most recent consecutive three contract years (or, during implementation, such period up to three contract years as is available) shall be used to establish hiring unit representation. Where issues of interpretation, data or process arise during implementation, the parties will review these at the Employment Equity Committee.

LABOUR/MANAGEMENT COMMITTEES. 5.01 5 .01 The Union and the Employer acknowledge the mutual benefits to be derived from joint consultation and approve the establishment of a Labour/Management Manage- ment Committee consisting of three representatives from each partyparty . The Committee shall function in an advisory capacity only, making recommendations recommenda- tions to the Union and/or the Employer with respect to its discussions and conclusions and shall not have the power to add to or modify the terms of this agreementagreement . However, neither the Employer nor the Union shall act in a manner contrary to the recommendations of the Committee without having first informed the Committee in writing that it intends to do soso . A representative representa- tive of each party shall be designated as a joint Chairchair, and the two persons so designated shall alternate in presiding over meetingsmeetings . Either Chair chair may call meetings on at least two weeks’ notice to the other members of the CommitteeCommittee . As appropriate, the parties may invite the Union and Employer representatives on the Security Advisory Council to attend a Labour/Management Committee Meeting meeting to address any security issues on the agendaagenda . 5.02 As per Article 4.04.3, 5 .02 An employee in the bargaining unit may be selected by the union and the employer agree to maintain as a rep- resentative on the Joint CUPE 3903 Union – York Advisory Committee on Race/Ethnic Relations, Discrimination and/or Harassment referred to discuss in Article 5 .02 of the ▇▇▇▇ ▇ collective agreement and investigate systemic and/or individual discrimination, interference, restriction, harassment or coercion exercised or practised with respect on the Employment Equity Committee referred to any member in Article 5 .03 of the ▇▇▇▇ ▇ collective agreement . 5 .03 An employee in the bargaining unit in their employment relationship, may be selected by reason of race, colour, nationality, ancestry, place of origin, or native language (subject to Article 12.02.1). The Committee shall consist of at least two representatives of each party. A representative of each party shall be designated the Union as a joint Chair, and repre- sentative on the two persons so designated shall alternate Employment Equity Committee referred to in presiding over meetings. Either Chair may call meetings on at least two weeks’ notice to the other members Article 5.03 of the Committee. The Committee shall have its first meeting within six months of the signing of this agreement. The Committee may make recommendations to the Labour/Management Committee on these matters from time to timeUnit 1 collective agreement . 5.03 5 .04 The Union and the Employer agree to maintain an Employment Equity Committee Com- mittee to meet within one month of the signing of the 2002-2005 collective agreementagreement . The Employment Equity Committee will have access to the non- confidential non-confiden- tial findings of a census of all members of the bargaining units and graduate students at York University to be conducted by the Employment Equity Office following the ratification of the 2002-2005 collective agreementagreement . The Employment Equity Committee may ask the Institute for Social Research to do specific analyses of data collected in connection with the Employment Equity survey. The employer shall not unreasonably deny the Employment Equity Committee’s recommendation for funds to conduct the survey(s). Effective on ratification of the renewal collective agreement agreement, the Employment Equity Committee will have access to the non- non-confidential findings of regular surveys of all members of the bargaining units undertaken for the purposes of the Federal Contractor’s ProgramContractors Program . There are two types of surveys, regular and comprehensivecomprehensive . The first comprehensive com- prehensive surveys will be completed by the end of March 20092009 . The regular surveys are done on a monthly basis for new hireshires . The first regular surveys will be carried out in June 20092009 . The content will include designated employment employ- ment equity group voluntary self- self-identification. This information will be correlated with information about salaries, terminations and promotions for purposes of reporting. Effective on ratification of the renewal collective agreement, a provision for voluntary self-identification will be added to the unit 2 blanket applications. This data will be used to implement Articles 12.03.2, 23 and 24reporting . The Committee’s mandate will further include setting goals and timetables for the elimination of discriminatory practices and systemic barriers to equal opportunityopportunity . Issues to be addressed will include: recruitment of employees, selection procedures, job postings, Employer required and provided training, salaries and benefits, and working conditions (including accommodation for persons with disabilities)) . Within 12 months of the ratification of the renewal collective agreement, qualitative research on departmental hiring practices in relation to recruitment recruit- ment of employees, selection procedures, job postings, employer required and provided training, salaries and benefits, and working conditions will be completed com- pleted by the Employment Equity Committee. The Employment Equity Committee shall, within twelve months of first meeting meeting, after the ratification of the renewal collective agreement, develop an Employment Equity Plan consistent with the Federal Contractors Program for approval by the Partiesparties . This plan will address the removal of employment barriers in order to achieve the ultimate goal of fair representation of the following fol- lowing designated groups in bargaining unit employment: aboriginal peoples, persons with disabilities, visible minorities and womenwomen . Fair representation will be taken to mean a reflection of the population of these groups in the Greater Toronto areaArea . The Committee will consist of three representatives of each party and the Director of Recruitment, Workforce Employment Equity or designate as ex officio membermember . Preference will be given to members from each of the designated groupsdesig- nated groups . A representative of each party shall be designated as joint Chair and the two persons so designated shall alternate in the ChairChair . Either Chair may call meetings on at least two weeks’ notice to the other members of the Committee. Unless otherwise agreed upon, underrepresentation shall be understood to mean fewer bargaining unit members that identify as belonging to one or more of the equity seeking groups than the available data for the Greater Toronto Area reports. For the 2017-2020 Collective Agreement the following minimum thresholds will be used when applying intersectional equity data: 1) Where there are fewer than 44% members in the hiring unit doing bargaining unit work that identify as women and/or where there are fewer than 30% members in the hiring unit who identify as racialized people ("visible minorities"), then an applicant that self- identifies as a racialized woman will be appointedCommittee . 2) If there are no racialized women candidates, then a candidate from the more underrepresented group will be appointed; 3) If there are no candidates under (1) or if the hiring unit has met both thresholds in (1), then a candidate that self-identifies as an Indigenous (Aboriginal) person and/or a person with a disability will be hired. 4) If there are no candidates from the under-represented groups, or if the hiring unit has met the threshold under (1), then a candidate that self-identifies as LGBTQ will be hired. Hiring Unit data for the most recent consecutive three contract years (or, during implementation, such period up to three contract years as is available) shall be used to establish hiring unit representation. Where issues of interpretation, data or process arise during implementation, the parties will review these at the Employment Equity Committee.