20.03 When it comes to harassment, this collective agreement has broadly the definition of the Occupational Health and Safety Act. Harassment can occur in all forms of expression (physical, sexual, verbal, written, electronic) that makes others feel humiliated or bullied. To be considered harassment, those affected must know or must reasonably know that their actions could be perceived as unwelcome. In this way, intentional ignorance is not a valid defence against a charge of harassment. Collective agreements will not be updated until they formally enter into force, after both parties have „signed“ the document in question. The new collective agreement will enter into force on November 13, 2020 and will apply from November 1, 2016 to October 31, 2021 included. From the date of signature, the rating agency has 180 days to implement the provisions of the collective agreement, including retroactive compensation. Details of the collective agreement are available on the PSAC-UTE website. For both TAs and TFs, the basic idea of the document is that all people in Pool A must be offered a position before everyone can be in B, and all those in B must be employed before everyone can enter C. The process is explained below for TAs and TFs.
12.03 (a) deals with situations in which a TA has a fundamental disagreement with work based on a personal, academic or religious faith. If work that corresponds to this description is assigned to you, you can inform your manager of the task and they must make reasonable efforts to house you through work that does not run counter to these beliefs. 2016-2021 PSAC-UTE Collective Agreement and Salary Grid We thank the members of the two bargaining teams who contributed to the success of this collective bargaining by working in a climate of cooperation and mutual respect. Adjudication/Arbitration is a hearing before an impartial third party, who hears the case and then writes a final and binding decision. Whether it is through a decision at the level of the appeal procedure or by a decision of an adjudicator/arbitrator, the result of a claim is that your interpretation of the collective agreement, as applied in certain circumstances, is either confirmed or denied. If the same circumstances were to occur at a later date, the definition of your rights will be based on the collective agreement on the decision on the previous claim. However, the interpretation of the collective agreement may be erroneous if applied to a set of circumstances, but it may be valid if applied to a totally different set of circumstances. The rest of the article simply describes how fees are transferred from members to the union.