Maxxam Analytics Inc. - BC Government and Service Employees ...
Maxxam Analytics Inc. - BC Government and Service Employees ...
Maxxam Analytics Inc. - BC Government and Service Employees ...
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<strong>BC</strong>GEU <strong>and</strong> <strong>Maxxam</strong> <strong>Analytics</strong> <strong>Inc</strong>. (03/2012) Page 45ARTICLE 29 - LABOUR/MANAGEMENT COMMITTEE29.1 Establishment of Labour/Management Committee(a) There will be established a labour/management committee composed of members equal innumber, represented by the Employer <strong>and</strong> the Union. The size of this committee shall contain thefollowing:(1) Union representation shall consist of two (2) members from the Bargaining Committee.(2) Employer representation shall consist of two (2) members designated from management.(b) The Labour/Management Committee may request additional resources for information, assistance<strong>and</strong>/or advice.(c) The Labour/Management Committee may establish sub-committees as it deems necessary <strong>and</strong> itshall establish guidelines, operating procedures, <strong>and</strong> duration for such sub-committees.29.2 Meetings of the Labour/Management CommitteeThe Labour/Management Committee shall meet at designated times as it determines <strong>and</strong>/or at the requestof either the Employer or the Union at a mutually agreeable time <strong>and</strong> place. <strong>Employees</strong> shall not sufferany loss of basic pay for time spent on this Committee.29.3 Chairperson of the Labour/Management CommitteeA representative of the Employer <strong>and</strong> the Union from the Labour/Management Committee shall alternatein the role of Committee Chairperson <strong>and</strong> preside over the meetings.29.4 Responsibilities of the Labour/Management Committee(a) The Labour/Management Committee shall not have jurisdiction over wages or any other mattersof collective bargaining, including the administration of this Agreement.(b) The Labour/Management Committee shall not supersede the activities of any other committee ofthe Union or the Employer <strong>and</strong> shall not have the authority to bind either the Union, its membership,<strong>and</strong>/or the Employer to any decisions or conclusions they reach.(c) The Labour/Management Committee shall have the authority to make recommendations to theUnion <strong>and</strong> the Employer to include but not be limited to the following general matters:(1) reviewing matters, other than grievances, relating to the maintenance of good relationsbetween the parties;(2) correcting conditions causing grievances <strong>and</strong> misunderst<strong>and</strong>ings;(3) job classification evaluations as per Article 28.2 <strong>and</strong>;(4) rehabilitation <strong>and</strong> return to work arrangements as per Article 12.4.30.1 Casual <strong>Employees</strong>ARTICLE 30 - CASUAL EMPLOYEES(a) A casual employee shall receive a letter of appointment clearly stating his/her employment status<strong>and</strong> expected duration of employment.(b) Casual employees who have worked nineteen hundred <strong>and</strong> fifty (1950) hours in a fifteen (15)month period <strong>and</strong> who have a reasonable prognosis of a further four (4) months continuous full-time