A group of workers represented by the same union and covered by the same collective agreement. The types of jobs in a given bargaining unit are defined in the collective agreement application and/or recognition clause for that bargaining unit. Examples of bargaining units at the university are ETC 1998 Staff-Appointed and Casual, CUPE 3261 Service Workers, CUPE 1230 Library Workers, OPSEU 519 Campus Police, Unifor 2003 Stationary Engineers, IBEW 353 Electricians, CUPE 3902 Sessional Lecturers, Postdoctoral Fellows and TAs, etc. Here is a complete list of our employee groups and rate units. Interim agreement of February 21, 2014 the initial conditional release to conclude five (5) years before receiving an administrative order. Since negotiations began in February 2015, your negotiating committee has worked hard to secure the best possible agreement. The support and participation of our members, including the completion of a strong strike mandate, has been instrumental in achieving this settlement. But your participation is always necessary. It is now time for members to vote on the interim agreement recommended by their union bargaining committee. The time has come to vote on the adoption or rejection of this interim memorandum of understanding.
If the majority of those who cast a ballot support the recommendation to adopt the memorandum across Ontario, in which Loblaws RCSS and Great Food members work, then the changes described in this document will be added to your collective agreement, which will be your new collective agreement that defines your wages, benefits, working conditions, etc. for years to come. Conciliation in collective bargaining is called «interest rate arbitration» (i.e., the definition of the interests of the parties in the collective agreement). At the University of Toronto, this is a rarely used alternative to resolving collective disputes, which normally requires the agreement of both the university and the Union. If both parties agree, they jointly appoint an arbitrator who conducts a hearing and makes a binding decision to resolve all outstanding issues between the parties. Sometimes, and also very rarely, the government adopts labour laws to end a strike or lockout, and this legislation generally refers to open issues of mandatory conciliation to resolve. Mediation also refers to a voluntary process, often used by the University and the Union to resolve complaints during the duration of a collective agreement. A neutral third party (the Mediator) tries to help the parties resolve a complaint. The Ombudsman is jointly agreed and recruited by the university and the Union.
Mediation usually takes place after all the internal steps of the appeal process have been completed, as part of an attempt to resolve the complaint before mandatory arbitration. The mediator cannot require the parties to resolve the complaint in a certain way, but can help the parties decide for themselves how they govern them, as well as provide professional advice and creative ideas. This is a meeting at which members will vote on a negotiated Memorandum of Understanding between your union bargaining committee and the employer. As a union member, you have a democratic opportunity to vote on the interim agreement. If a Memorandum of Understanding is approved by a majority of members, it will be ratified. Documents are distributed at the meeting to explain, discuss and answer questions about changes or changes to your collective agreement. Labour negotiations are an essential part of unionized employment, such as the University of Toronto.