Provincial Bargaining Sample Clauses

The Provincial Bargaining clause establishes the framework for collective bargaining negotiations at the provincial level, rather than at individual workplaces or local units. This clause typically outlines which matters are negotiated centrally—such as wages, benefits, and broad employment terms—and may specify the parties involved, such as provincial unions and employer associations. By centralizing negotiations, the clause ensures consistency in employment conditions across the province and streamlines the bargaining process, reducing duplication and potential conflicts between local agreements.
Provincial Bargaining. The parties agree to amend and renew the December 14, 2011 Letter of Understanding for dedicated funding of $200,000 to the K-12 Presidents’ Council to facilitate the next round of provincial bargaining. This funding will be allocated as of July 1, 2016.
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Provincial Bargaining. At least six (6) months prior to the expiry of collective agreements between K-12 employers and support staff unions, representatives of employers and support staff unions shall meet to discuss the process of provincial bargaining for the next round of collective bargaining. There will be a total of two hundred thousand ($200,000) dollars allocated for the costs associated with provincial discussions related to bargaining. Dated this 14th day of December, 2011. The undersigned bargaining representatives agree to recommend this letter of understanding to their respective principals. Original Signed by: CUPE & Support Staff Unions BC Public School Employers’ Association & Boards of Education BCPSEA and the Unions ("the Parties") agree to recommend the following framework for inclusion in the collective agreements between local Support Staff Unions and Boards of Education. The rights and obligations of the local parties under this framework are of no force or effect unless their collective agreement has been ratified by both parties no later than Dec. 20, 2013.
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Provincial Bargaining. At least six (6) months prior to the expiry of collective agreements between K-12 employers and support staff unions, representatives of employers and support staff unions shall meet to discuss the process of provincial bargaining for the next round of collective bargaining. There will be a total of two hundred thousand ($200,000) dollars allocated for the costs associated with provincial discussions related to bargaining. Dated this 14th day of December, 2011. The undersigned bargaining representatives agree to recommend this letter of understanding to their respective principals. Original Signed by: 2012 – 2014‌ BCPSEA and the Unions ("the Parties") agree to recommend the following framework for inclusion in the collective agreements between local Support Staff Unions and Boards of Education. The rights and obligations of the local parties under this framework are of no force or effect unless their collective agreement has been ratified by both parties no later than Dec. 20, 2013.
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Provincial Bargaining. The parties agree to amend and renew the December 14, 2011 Letter of Understanding for dedicated funding to the K-12 Presidents’ Council to facilitate the next round of provincial bargaining. $200,000 will be allocated as of July 1, 2020. Dated this 12th day of July, 2018 The undersigned bargaining representatives agree to recommend this letter of understanding to their respective principals. K-12 Presidents’ Council and Support Staff Unions BC Public School Employers’ Association & Boards of Education ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ (Local 15 - Metro) ▇▇▇▇▇▇ ▇▇▇▇▇, BCPSEA ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇ ▇▇▇▇▇, BCPSEA ▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇▇▇, OLRC ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ (Local 703 - Fraser Valley) ▇▇▇▇ ▇▇▇, SD36 Surrey ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇ (Local 3500 - Okanagan) ▇▇▇▇▇▇ ▇▇▇▇▇▇, ▇▇▇▇ New Westminster ▇▇▇▇ ▇▇▇▇▇▇▇ (Local 379 - Metro) ▇▇▇▇▇ ▇▇▇▇, SD63 Saanich ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ (Local ▇▇▇ - ▇▇▇▇▇) ▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇▇▇▇, SD20 Kootenay-Columbia ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ (Local 523 - Okanagan) ▇▇▇▇ ▇▇▇▇▇, BCPSEA Board of Directors ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ (Local 2145 – North) ▇▇▇ ▇▇▇▇▇▇, PSEC ▇▇▇ ▇▇▇▇▇▇. (Local 2298 – North) ▇▇▇▇▇▇ ▇▇▇▇ (Minute Taker) ▇▇▇▇▇▇ (▇▇▇▇) ▇▇▇▇▇. (Local ▇▇▇- ▇▇▇▇▇ ▇▇▇▇▇▇) ▇▇▇▇ ▇▇▇▇▇▇▇ (Local ▇▇▇ - ▇▇▇▇▇ ▇▇▇▇▇▇) ▇▇▇▇ ▇▇▇▇▇ (Local 947 - South Island) ▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇ ( Local 748 – Kootneys) ▇▇▇▇▇ ▇▇▇▇. (Local 407 - Metro) ▇▇▇▇▇ ▇▇▇▇▇ (Local 1091 – Metro) ▇▇▇ ▇▇▇▇▇ (Local 411 - Fraser Valley) ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇ ( Local 409 – Metro) ▇▇▇▇ ▇▇▇▇▇▇ (Local 440 – Kootneys) ▇▇▇ ▇▇▇▇ ( Local 606- North Island) ▇▇▇▇▇ ▇▇▇▇▇ ( WVMEA) ▇▇▇ ▇▇▇▇▇▇. (IUOE Local 963) ▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇▇ ▇▇▇▇▇ (minute taker) Letter of Agreement (“Letter”) “Appendix A” The CUPE K - 12 Presidents’ Council and Support Staff Unions (“the Unions”) This Employee Support Grant (ESG) establishes a process under which employees covered by collective agreements between Boards of Education and the Unions shall be entitled to recover wages lost as a result of legal strike activity by the BC Teachers’ Federation (“BCTF”) or lockout by BCPSEA after June 30, 2019. 1. The ESG will be available provided that: a. A board and local union have a collective agreement which has been ratified by both parties no later than November 30, 2019 and, b. There has been no successful strike vote by the BCTF or local support staff union prior to local union ratification. 2. Employees are expected to attend their worksite if there is no lawful BCTF picket line. 3. Employees who have lost wages as a result of not crossing lawful picket lines during ...
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Provincial Bargaining. At least six (6) months prior to the expiry of collective agreements between K-12 employers and support staff unions, representatives of employers and support staff unions shall meet to discuss the process of provincial bargaining for the next round of collective bargaining. There will be a total of $200,000 allocated for the costs associated with provincial discussions related to bargaining. Dated this 14th day of December, 2011. The undersigned bargaining representatives agree to recommend this letter of understanding to their respective principals. Original signed by: CUPE & Support Staff Unions BC Public School Employers’ Association & Boards of Education ▇▇▇▇ ▇▇▇▇▇▇ K-12 Coordinator Canadian Union of Public Employees (CUPE) BCPSEA agrees to coordinate the accumulation and distribution of demographic, classification and wage data, as specified in the Letter of Understanding dated December 14, 2011, to CUPE on behalf of Boards of Education. The data currently housed in the Employment Data and Analysis Systems (EDAS) will be the source of the requested information. Original signed on December 14, 2011 by: ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇ Associate Executive Director BCPSEA The Public Education Benefits Trust Fund (PEBT) was created in June 2002 and is sponsored by both the British Columbia Public School Employers’ Association (BCPSEA) and the Canadian Union of Public Employees (CUPE). The program is governed by a Board of Trustees representing both School Districts and Support Staff workers in the K -12 sector. Currently, there are 59 school districts, 67 union locals, and over 20,000 plan members participating in the trust. The Settlors to the PEBT are BCPSEA and CUPE. The PEBT holds a Settlors meeting annually where the Settlors are provided with an annual report and update from the Board. The Settlors also have an opportunity to raise issues and give input to the Board. The PEBT sponsors a confidential Joint Early Intervention Service (JEIS) as an integral part of the disability program to assist plan members in their return to work. The program is supported by Unions, School Districts and the PEBT and is provided through funding from the provincial government for the ―Core‖ LTD. The PEBT is now entering its eighth year and members are more familiar with the plan and its operations. However, the PEBT Board has asked the Settlors to remind their respective constituents of the importance of following the policies and practices applied by the PEBT in providing the vari...
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Provincial Bargaining. Should there be a provincial package negotiated to which WVMEA members would be qualified, the parties will meet to ensure that should the total provincial compensation package exceed this total package, employees within District 45 shall be compensated on a similar basis. Should there be a dispute with respect to this matter, the issue may be submitted to a third party for a final and binding decision.
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Provincial Bargaining. At least six (6) months prior to the expiry of collective agreements between K-12 employers and support staff unions, representatives of employers and support staff unions shall meet to discuss the process of provincial bargaining for the next round of collective bargaining. There will be a total of $200,000 allocated for the costs associated with provincial discussions related to bargaining. Dated this 14th day of December, 2011.
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Provincial Bargaining. The parties agree to amend and renew the December 14, 2011 Letter of Understanding for dedicated funding to the K-12 Presidents' Council to facilitate the next round of provincial bargaining. $200,000 will be allocated as of July 1, 2020. Dated this j Z � day of July, 2018. The undersigned bargaining representatives agree to recommend this letter of understanding to their respective principals. /Ct at-1-t (._ b.:..i � lL:� 1. L/� ,/ This Employee Support Grant (ESG) establishes a process under which employees covered by collective agreements between Boards of Education and the Unions shall be entitled to recover wages lost as a result of legal strike activity by the BC Teachers’ Federation (“BCTF”) or lockout by BCPSEA after June 30, 2019. 1. The ESG will be available provided that: a. A board and local union have a collective agreement which has been ratified by both parties no later than November 30, 2019 and, b. There has been no successful strike vote by the BCTF or local support staff union prior to local union ratification. 2. Employees are expected to attend their worksite if there is no lawful BCTF picket line. 3. Employees who have lost wages as a result of not crossing lawful picket lines during full days of a BCTF strike/BCPSEA lockout shall be compensated. This compensation shall be in accordance with the following: a. In the event that employees are prevented from attending work due to a lawful picket line, employees will be paid for all scheduled hours that the employee would have otherwise worked but for the labour dispute. Their pay will be 75% of their base wage rate. b. The residual 25% of the employees’ base wage rate will be placed in a district fund to provide professional development to support staff employees. Funds will be dispersed by the district following agreement between the district and the local union. 4. Within forty-five (45) days of the conclusion of the labour dispute between BCPSEA and the BCTF, boards will reimburse each employee for all scheduled hours for which the employee has not otherwise been paid as a result of strike or lockout. 5. If the employee disputes a payment received from the board, the union may submit the dispute with particulars on the employee’s behalf to a committee comprised of an equal number of representatives appointed by BCPSEA and the Unions. 6. If the joint committee is unable to resolve the employee’s claim it will submit the dispute to a mutually agreed upon arbitrator who must resolve the ...
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Related to Provincial Bargaining

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

  • Local Bargaining 2.4.1 Notwithstanding section 59(2) of the Labour Relations Code, a notice to commence local bargaining by a School Division or the Association must be served after, but not more than 60 days after, the collective agreement referred to in section 11(4) of PECBA has been ratified or the central terms have otherwise been settled. 2.4.2 A notice referred to in subsection 2.4.1 is deemed to be a notice to commence collective bargaining referred to in section 59(1) of the Labour Relations Code.

  • Collective Bargaining The School shall be subject to collective bargaining under Ch. 89, HRS, and shall comply with the master agreements as negotiated by the State; provided that the School may enter into supplemental collective bargaining agreements that contain cost and non-cost items to facilitate decentralized decision-making. The School shall provide a copy of any supplemental collective bargaining agreement to the Commission.

  • Bargaining unit members shall earn their salary at the Equalized Daily rate. A bargaining unit member’s Equalized Daily Rate of Pay shall be calculated based upon dividing the annual salary by the number of paid days in the bargaining unit member’s work calendar. Upon termination, bargaining unit members shall be paid through their last day worked at the Equalized Daily rate.

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