Common use of Representative Workforce Clause in Contracts

Representative Workforce. (a) The Union and the Employer are committed to developing and implementing a Representative Workforce Plan. (b) To this end the parties will establish a Joint Union Management Representative Workforce Committee (JUMRWC) that will meet quarterly, or as agreed to by the parties. There will be an equal number of Union and Employer representatives. Designated group member representation will be foremost considerations of the parties in the selection of their representatives. (c) Time spent on the JUMRWC by employees shall be considered time worked and paid for at straight time. (d) The JUMRWC will jointly provide input into the development and implementation of the Representative Workforce Plan. Input will include, but not be limited to, qualitative and quantitative measures and strategies to remove barriers and ideas to help achieve a representative workforce. Further, the committee will jointly assist in the coordination and communications of initiatives, participate in cultural diversity education and awareness for employees and the promotion of the Representative Workforce plan. (e) The JUMRWC will continue to strive to achieve a minimum of fifty (50%) percent indigenous employment for all in-scope levels. Once achieved, the minimum fifty (50%) percent level will be maintained. (f) The JUMRWC will address the representation of the other equity groups parallel to the requirement of Article 12.01 (e). (g) No employee shall be laid off, terminated or have their hours reduced as a result of any decision reached in the JUMRWC. (h) The Representative Workforce Plan and the required yearly reports will be submitted to the Committee for review when submitted to the Saskatchewan Human Rights Commission. (i) All expenses related to the development, implementation and monitoring of the Representative Workforce Plan shall be the responsibility of the Employer, save and except the salaries of people in the employ of the Union.

Representative Workforce. (a) The Union and the Employer are committed to developing and implementing a Representative Workforce Plan. (b) To this end the parties will establish a Joint Union Management Representative Workforce Committee (JUMRWC) that will meet quarterly, or as agreed to by the parties. There will be an equal number of Union and Employer representatives. Designated group member representation will be foremost considerations of the parties in the selection of their representatives. (c) Time spent on the JUMRWC by employees shall be considered time worked and paid for at straight time. (d) The JUMRWC will jointly provide input into the development and implementation of the Representative Workforce Plan. Input will include, but not be limited to, qualitative and quantitative measures and strategies to remove barriers and ideas to help achieve a representative workforce. Further, the committee will jointly assist in the coordination and communications of initiatives, participate in cultural diversity education and awareness for employees and the promotion of the Representative Workforce plan. (e) The JUMRWC will continue to strive to achieve a minimum of fifty (50%) percent indigenous Aboriginal employment for all in-scope levels. Once achieved, the minimum fifty (50%) percent level will be maintained. (f) The JUMRWC will address the representation of the other equity groups parallel to the requirement of Article 12.01 (e). (g) No employee shall be laid off, terminated or have their hours reduced as a result of any decision reached in the JUMRWC. (h) The Representative Workforce Plan and the required yearly reports will be submitted to the Committee for review when submitted to the Saskatchewan Human Rights Commission. (i) All expenses related to the development, implementation and monitoring of the Representative Workforce Plan shall be the responsibility of the Employer, save and except the salaries of people in the employ of the Union.