Aka Collective Agreement

In the spring of 2016, the Joint Regularisation Committee agreed on a question of interpretation of the rules of the existing agreement. The question concerned two rules: one for triggering the regularization of non-regulars and the other for the “repection” of normal part-time faculties to a higher number of regular sections. The agreement removed a “basic section limit” barrier that prevented regularization or reinforcement if, as a result, the total number of ordinary sections in the division exceeded its “base number”. The number of core sections is a number of sections that the administration cannot remove from a department without consulting the department. A collective agreement is in effect until the 12-month old agreement or until it is redeemed, if the union or employer begins before the end of negotiations. Collective agreements indicate the date of entry into force. You can indicate that different parts of the agreement will come into force on different dates. If no date is indicated, it shall enter into force on the day on which the last party signs it. Bargaining power between employers and employees is not the same in many jobs. Workers can decide that their interests are better represented by trade unions and collective bargaining. If a union represents workers in a company, a collective agreement can be negotiated. If you would like a printed copy of this agreement, we recommend that you download the following PDF version.

A framework for a collective agreement as well as a number of draft clauses. Our agreement also covers certain provisions of the previous joint agreement of 2010-12. (Contact the chief air for details.) The provincial bargaining team is guided by the association`s bargaining priorities. The process of defining our negotiating priorities is determined by the association`s manual. We organize regional collective bargaining workshops and seminars to gather members` concerns and ideas. A person bound by a comprehensive employment contract may also agree with his employer on additional individual conditions. Additional conditions: The ELP Joint Committee was unable to agree on amendments to the collective agreement. Both sides were the subject of a number of proposals, including changes to the composition of the Review Committee.

For members, the most important proposal debated by the Committee was to divide paid remuneration into two categories: some based on “salary plus seniority” and some based solely on merit. This is the last category that would be new. Under the collective agreement, the ELP Committee reviews all applications on the basis of salary plus seniority (although all applications are subject to an initial merit review prior to the final review of salary and seniority). The collective agreement is specific to Capilano University and the CFA. This is the agreement that the CFA is negotiating on behalf of all Capilano teachers…