Women’s Advocate. The parties recognize that female employees may sometimes need to discuss with another woman matters such as violence or abuse at home or workplace harassment. They may also need to find out about specialized resources in the community such as counselors or women's shelters to assist them in dealing with these and other issues. For this reason the parties agree to recognize that the role of women's advocate in the workplace will be served by the Unifor female member of the Local Union Employment Equity Committees, in addition to her other duties relating to employment equity. The trained female Employment Equity Representative will meet with female members as required, discuss problems with them, and refer them to the appropriate community agency when necessary. The company agrees to establish a confidential phone line that female employees can use to contact the female Employment Equity Representatives. As well, the company will provide access to a private office so that confidentiality can be maintained when a female employee is meeting with a female Employment Equity Representative. The Local Employment Equity Committees will develop appropriate communications to inform female employees about the advocacy role that the female Employment Equity Committee members play. The successful Women’s Advocate candidate will participate in the Women’s Advocate Forty (40) Hour Basic (one (1) time training). The company will be responsible for paying wages, transportation, and lodging expenses. The union will be responsible for meals and other expenses. The Women's Advocates will participate in an annual three (3) day training program including travel time. The company will be responsible for wages, transportation, and lodging expenses. The union will be responsible for per diem expenses.
Women’s Advocate. The Parties recognize that Employees may sometimes need to discuss matters such as violence or abuse at home or workplace harassment and may feel more comfortable doing so with a female peer. They may also need to learn about specialized resources in the community, such as counsellors or women’s shelters, to assist them in dealing with any issues that may arise. For these reasons, the Parties agree to recognize that the role of Women’s Advocate in the workplace will be served by a Unifor Local 5555 female member selected by Unifor. The Women’s Advocate will meet with Employees as required to discuss problems and refer them to the appropriate agency when necessary. The Women’s Advocate will participate in an annual 3-day training conference in accordance with Article 28.01(a). The Women’s Advocate shall be given release from their regular duties as required without loss of regular pay and benefits. The amount of time required for release and the cost allocations are subject to review and agreement by the Employer and the Union. On or before December 1 of each year, Unifor will provide a detailed report to the University’s Management Liaison to the Women’s Advocate, accounting for the specific activities of the Women’s Advocate over the previous 12 months, including:
Women’s Advocate. 19.13.01 The Company agrees to recognize that employees sometimes face situations of violence or abuse in their personal life that may affect their attendance or performance at work. For that reason, the Company and the Union agree, when there is adequate verification from a recognized professional (i.e. doctor, lawyer, registered counsellor), an employee who is in an abusive or violent situation will not be subjected to discipline if the absence can be linked to the abusive or violent situation. Absences which are not covered by sick leave or disability insurance will be granted as absent with permission without pay.
Women’s Advocate. 44.01 The parties recognize that a female employee may sometimes need to discuss with another woman on matters such as violence or abuse at the home or workplace harassment. They may also need to find out about specialized resources in the community such as counselors or women’s shelters to assist them in dealing with these and other issues.
Women’s Advocate. The parties recognize the importance of having a women’s advocate to assist with matters such as violence or abuse at home or workplace harassment. Women may also need to find out about specialized resources available through the Company and in the community such as counselors or women’s shelters to assist them in dealing with these and other issues. The mandate and role of this position is to assist women bargaining unit employees in accordance with the Company’s Respectful Workplace Policy and Employee and Family Assistance Program (EFAP). Within ninety (90) days of ratification the Company and the Union agree to establish a Women’s Advocate representative including formal definition of role and responsibilities based on the following terms and conditions.
Women’s Advocate. The parties recognize that female employees may sometimes need to discuss with another woman matters such as violence or abuse at home or workplace harassment. They may also need to find out about specialized resources in the community such as counselors or women’s shelters to assist them in dealing with these and other issues. For this reason the parties agree to recognize the role of Women’s Advocate in the workplace in each Province. The Women’s Advocate will be determined by the Union from amongst the female bargaining unit employees in each Province. The Advocate will meet with female members as required, discuss problems with them and refer them to the appropriate agency when necessary. The Company will provide access to a private area so that confidentiality can be maintained when a female employee is meeting with the Women’s Advocate. The Company and the Union will develop appropriate communications to inform female employees about the advocacy role of the Women’s Advocate providing contact numbers to reach the Women’s Advocate. The Company will also assign a management person to assist the advocate in her role The Women’s Advocates will participate in an initial 40 hour basic training program and an annual three (3) day update training program delivered by the Unifor National Women’s Department.
Women’s Advocate. As a result of discussions the Union and the Company agree that female employees may sometimes need to discuss with another woman matters such as violence or abuse at home or workplace harassment. They may also need to find out about special resources in the community such as counsellors or women’s shelters to assist them in dealing with these or other issues. The parties agree to recognize the role of the Women’s Advocate will be served by a CAW female member. The female advocate will meet with female members as required to discuss problems with them in a private area provided for confidentiality. The Women’s Advocate will participate in an annual training program for up to three (3) days. The Company will be responsible for wages. The Union will be responsible for per diem expenses. The Women’s Advocate will develop appropriate communication to inform female employees about the advocacy role. DOMESTIC VIOLENCE During negotiations, the parties discussed the concern that employees sometimes face situations of violence or abuse in their personal life that may affect their attendance or performance at work. The parties agree that when there is adequate verification from a recognized professional (i.e. doctor, lawyer, professional counsellor), an employee who is in an abusive or violent personal situation will not be subjected to discipline without giving full consideration to the facts in the case of each individual and the circumstances surrounding the incident otherwise supportive of discipline. This statement of intent is subject to standard good faith on the part of the Company, the Union and the affected employees, and will not be utilized by the Union or employees to subvert the application of otherwise appropriate disciplinary measures. During these negotiations the Union requested a minute of silence be observed in memory of women who died due to acts of violence. The moment of silence will be observed each year on December 6, at 11:00 a.m. or when local plant management determines the observance will have the least impact on plant operations. Flags will be flown at half-staff to mark this occasion.
Women’s Advocate. 68.01 The Employer provides an Employee Assistance Program to support employees with issues that may arise outside the workplace. The parties recognize that female employees may sometimes need to discuss, with another woman, matters such as violence or abuse at home or workplace harassment. They may also need to find out about specialized resources in the community, such as counsellors or women’s shelters, to assist them in dealing with these and other issues. For this reason, the parties agree to recognize a joint Women’s Advocate program in the workplace. The Union’s Women’s Advocate will be determined by the Union from amongst the female bargaining unit employees. The Employer’s Women’s Advocate will be selected from amongst the Human Resources department female employees. These two Advocates will work cooperatively and in support of one another in addressing matters related to the Women’s Advocate program. The Union’s Women’s Advocate will participate in an initial 40 hour basic training program and an annual three (3) day update training program delivered by the CAW National Women’s department. The Employer agrees to pay for this lost time, including travel time, normal registration costs, lodging, transportation and meals where necessary as long as all expenses are preapproved by the Employer. The Employer will allow for up to sixteen (16) hours a month of paid leave time at the current rate of pay for the Union’s Women’s Advocate. The Employer’s Women’s Advocate will also undertake the necessary training as determined by the Employer. The Employer will provide a dedicated email address and an extension with voicemail that will be accessible to both Women’ Advocates, to allow employees to initiate contact. As well, the Company, through the Employers Women’s Advocate, will supply access to a private office, as required, for both Advocates so that confidentiality can be maintained when an employee is meeting with either of the Women’s Advocates. The Employer and the Union will develop appropriate communications to inform employees about the advocacy role of the Women’s Advocates. It is understood that the two (2) Women’s Advocates will work together to provide and balance their work, to share data and workplace experiences (including number of employee contacts, the nature of the contact and the support required), while respecting the privacy of those who seek their support. It is agreed that in the event that either one of the Women’s Advocates become...
Women’s Advocate. The parties agree that female employees may sometimes need to discuss with another woman matters such as violence or abuse at home or at work. They may also need to find out about specialized resources in the community such as Counselors or women’s shelters to assist them in dealing with these and other issues. For this reason, the parties agree to recognize a female employee from the bargaining unit who will serve as a Women’s Advocate. The Union will be responsible to train and educate the Women’s Advocate, and the parties agree that the Women’s Advocate will act strictly as a referral agent and not a counselor. In addition, the Women’s Advocate will familiarize herself with the employers’ Employee and Family Assistance program and in each instance will provide the female employee with an Employee & Family Assistance Program pamphlet or information with respect to the EFAP program. The Women’s Advocate will be allowed reasonable time off work for the purpose of making a referral to a female employee who has requested immediate assistance. To conduct such business, the Women’s Advocate shall obtain permission from her Supervisor (or designate) before leaving her job or work area, and shall notify her Supervisor (or designate) upon her return. Such permission will not be unreasonably withheld. It is understood that the provision of such time is contingent on the Employers’ ability to maintain services and activities in the hospital. The local Union executive will develop appropriate communications to inform female employees about the referral role of the Women’s Advocate. The Advocate will be allowed to attend an annual training program as per the terms of Article 19.06 (d).
Women’s Advocate. 26.01 The parties recognize that female employees may sometimes need to discuss with another woman matters such as violence or abuse at home or workplace harassment. They may also need to find out about specialized resources in the community, such as counsellors or women’s shelters, to assist them in dealing with these and other issues. For this reason, the parties agree to recognize the role of the Women’s Advocate in the workplace. The Women’s Advocate will meet with female members as required, to discuss problems with them and refer them to the appropriate community agency when necessary. The Company will provide access to a private area so that confidentiality can be maintained when a female employee is meeting with the Women’s Advocate. The Women’s Advocate may participate in an annual two day training program, including travel.
