Workplace Reorganization. If workplace restructuring will result in the deletion(s) of occupied MGEU positions, the Employer will notify the Union. A Joint Workforce Adjustment Committee will be established, with a minimum of two (2) representatives from management and a minimum of two (2) from the Union, to review the proposed changes and develop recommendations to minimize impact on the affected employees. Such recommendations shall not be in violation of the Collective Agreement.
Workplace Reorganization. Workplace reorganization programs will not in any way replace or modify collective agreement provisions with respect to wages, benefits, seniority, discipline, grievance procedure, existing company/union committees, and health and safety.
Workplace Reorganization. With respect to workplace reorganization, the Parties have agreed that the ongoing review of Bargaining Unit Job Descriptions (and their respective organizational structures), and process or operating procedure improvements, is an integral component in assuring the economic viability of the operation. While it is not the intention of the Parties to interfere with the day-to-day activities of the Cooperative Wage Study Program and related procedures as referred to in Section 6 of the Basic Agreement, the Senior Level Committee will review workplace reorganization concepts, and upon mutual consent, will establish appropriate strategies to investigate, co-ordinate and develop reorganization initiatives. The preparation of a report of all findings shall be conducted by a working committee comprised of Senior Level Committee designates, Union-appointed representatives of the employees holding the positions involved in the initiative and Management-appointed representatives of their supervision. The report shall be presented to the Senior Level Committee where it will be reviewed and forwarded to the Company and Union C.W.S. Committees. The C.W.S. Committees will describe and classify any new or changed duties resulting from the workplace reorganization initiative. The
Workplace Reorganization. Subject to any ad hoc agreement otherwise by the Joint-Union Management Committee, vacancies resulting from a workplace reorganization will be filled by qualified employees whose positions are eliminated as a result of the same reorganization in accordance with the placement procedures in Article 34.15 of this Agreement.
Workplace Reorganization. Workplace reorganization programs will not violate the Collective Agreement.
Workplace Reorganization. The and Canada face an unprecedented period of future change in markets, competition, technology, and employee and expectations. Past success is no guarantee for this future and the organization and its work must e accordingly. There are the any and the Union which can be on successfully. the parties face the challenges of the future, they share the following values: customer-focus; overriding of people as a resource; quality and continuous improvement; a continuous learning environment; partnership; diversity: human interactions. The overall of the are world-class or restrictive practices. the contract and the creation The parties agree to a continuin objective of flexible living for renewal of collective agreements. in this evolutionary process is a element Company and the Union ccept the proposition that trust. The parties agree that it is in the best interests of the Company, unionized employees, customers, and for Bell its or to one which is more participative, earn-based, customer-focused, competitive, quality-driven and process-oriented. Such an organization is based on joint and participative workplace teams, jointly authorized by the parties, which share common goals, and priorities; which are well-trained, well-informed, flexible, versatile, and are provided with the necessary resources. f Operating by consensus, senior executive officers from the Company and the Union will work together on these jointcommittees thereby ensuring the commitment parties to orward on workplace reorganization, consistent with a reflected b the general recommendations the Re of the Canada Force on Reorganization dated The Corporate Steering Committee ensure that assessments of progress made in each province are conducted as appropriate. The Committee first meet within three (3) months the signing of the Collective Agreement. The parties recognize that is a mutual interest and and a to every means to assure within constraints of competitive, economic, and regulatory realities. Fundamental to achieving progress on workplace is the commitment of the parties that o participation in such activities is and loss of employment, status, or ARTICLE recognize agent for as scope
