Uofc Aupe Collective Agreement

Are you looking for your collective agreement or the last minutes of the meeting? Browse the list of downloadable documents. The first point was related to the “provincial mandate.” In awarding the award, Arbitrator Andy Simms expressly rejected the University of Calgary Administration`s position that a “provincial mandate” can be used to repeal the provisions of a collective agreement or that it should play a role in arbitration decisions. In his analysis of the administration`s argument, he writes that the academic component of the salaries of the university`s budget is such that it can easily be considered a reduction target. However, academic salaries, whether in arbitration or a free collective bargaining system, still have market factors and comparisons that, at least in part, fuel expectations. Yes, yes. The new PDAC is a registered union with a collective agreement unit representing all post-docs working at the University of Calgary, regardless of their employment status. rejected the employer`s request for withdrawal and referred to the absence of examples of such an outcome in free collective bargaining. He took the words of Adjudicator Peltz: a union, also known as a union or union, is an organization that protects common interests and negotiates goals in certain professions. The most common objective is to improve or, at the very least, maintain the group`s employment conditions. Through its management, the union negotiates with the employer on behalf of union members and negotiates overcontracting contracts through collective bargaining with employers. These include wage negotiations, work rules, appeal procedures, recruitment, dismissal and promotion rules, benefits (such as leave, extension of health care and retirement), workplace safety and guidelines. Renewal contract: Effective April 1, 2018 to March 31, 2020.

Signing June 12, 2019. The university was asked whether legislation that delayed conciliation and introduced PBCO and ministerial directives into public sector negotiations provided a power to allow an arbitrator to ignore the parameters established by the parties in the context of this re-opening of wages. It was not in a position to draw attention to such authority. I have reviewed this legislation and I cannot find a legal basis on which I can change the contractual mandate that the parties have given me in their agreement…. Keen to justify the deviation of her proposal from the contractual area of the conciliation agreement, she argues [the University of Calgary Administration]: the new PDAC is a union with collective agreements and other essential services for members. To be operational, the PDAC needs an executive director who manages the union and makes complaints (for example. B, sudden job losses or sudden job losses), (b) negotiator and advisor during negotiations, (c) money to resolve legal issues, (d) offices, a computer, a telephone line and the maintenance of this site. In addition, post-doc unions elected as executive public servants generally offer small honours and/or recruit other staff if necessary; they have a small interest fund and a budget to provide their members with professional development opportunities. To cover these costs, contributions are unfortunately necessary. The transition to defined benefit budgeting of necessity requires measurement and comparison. For the University of Calgary, the most direct comparisons with the University of Alberta will be.

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