A2.05 No staff member is required or authorized to enter into an oral or written agreement contrary to this agreement with the employer. You can ask Geick (but he won`t answer, I tried) how much actually vote on this contract, I guess about 5% of the members can vote during the small window of time, given the lack of information and the requirement to be in the city. Why not send a ballot to each member and send it back? Personally, I would rather get out of the union and keep my 2k in annual fees than let these guys “collectively negotiate” on my behalf. Each contract over the past 20 years has pushed members backwards economically. I am not in favour of this proposed treaty. A8.06 On written request and with reasonable notice, the employer provides the union with general non-confidential information about employees of the collective bargaining unit, as requested by the Collective Bargaining Institute or as an aid to the management of this agreement. The employer is not required to provide personal and confidential information about individual employees. c) Unless PIPSC agrees otherwise, the employer retains the schedule at HW.01 A for a period of at least one year from the effective date. Subsequently, the employer may indicate in writing to PIPSC ninety (90) days that it intends to revise the schedule mentioned in HW.01 A).
During these 90 (90) days` notice, the employer will consult with the PIPSC regarding the employer`s desire to review the working time schedule. If, after consultation, the parties are unable to agree on changes to the working time regime, this dispute is the subject of the interest rate-setting procedure. The agreement, which expires on December 31, 2021, applies to approximately 4,100 workers represented by the YEU and the Public Service Alliance of Canada. H1.06 In the event of a strike or lockout by workers in the bargaining unit, in the event of a strike or lockout, the employer and workers in the collective agreement unit must continue, in the event of a strike or lockout, the provision of services and the operation of the establishment to the extent necessary to prevent an immediate and serious danger to the safety or health of the public. The employer and the Institute agree that every effort is being made to reach an agreement on compliance with item 87.4 (1) before collective bargaining begins. While this should not interfere with the issuance of notices under section 48 of the Code, the parties intend to enter into an essential service agreement or to inform the Canada Industrial Relations Board of the inability of the parties to reach an agreement before negotiations begin. B14.01 The Yukon Hospital Pension Plan is part of this collective agreement. The right to participate in the pension plan is particularly limited or qualified for certain categories of workers.
(f) “local representative”: a worker elected or appointed as a director or chosen by the Institute to represent workers in collective bargaining, joint consultation, committees and meetings with the employer; (a) if the employer and the institute do not agree on the appropriate measures to bring about technological change, the employer will inform the institute of its decision. B12.05 A applicant for maternity or parental allowance signs an agreement with the employer, which provides that: A12.08 The deadlines set out in this article may be extended by mutual agreement between the parties. It provides an annual salary increase (5.25 percent, total, over the duration of the agreement, or $16.5 million) and higher work and weekend bonuses.