Charter of Rights and Freedoms. 2.15.1 The Canadian Charter of Rights and Freedoms applies to the Tåîchô Government in respect of all matters within its authority. CHAPTER 3 ENROLMENT
Charter of Rights and Freedoms. 2.18.1 The Canadian Charter of Rights and Freedoms applies to Inuit Government in respect of all matters within its authority.
Charter of Rights and Freedoms. The Employer and the Union agree that there shall be no discrimination, interference, restriction or coercion exercised or practiced with respect to any employee for reason of membership or activity in the Union. The Employer and the Union agree that there shall be no discrimination, interference, restriction or coercion exercised or practiced with respect to any employee on the basis of sexual orientation. The Union and the Employer recognize the right of employees to work in an environment free from any harassment, and the Employer shall take such actions as are necessary with respect to any person engaging in any harassment at the work place.
Charter of Rights and Freedoms. The Duty to Accommodate requires Employers with the union playing an active role to take reasonable steps to accommodate a worker to the point of undue hardship. The Employer, the Union and the Employees acknowledge their Duty to Accommodate Employee(s) with disabilities including the requirement to assist in the Accommodation process. Employees have a responsibility to co-operate and provide medical information on abilities and restrictions. The Accommodation Process is based on medical documentation. An Employee who, as the result of a disability, is unable to perform regular duties, may be given the preference of alternate work. This Letter of Understanding signed on the day of June, 2015. Signed on behalf of the Signed on behalf of the Board of Education of Regina Saskatchewan Union of Nurses School Division #4 of Saskatchewan Chairperson SUN President Secretary-Treasurer Local President LETTER OF UNDERSTANDING #4 –INITIAL SENIORITY PLACEMENT Letter of Understanding between the Board of Education of the Regina School Division #4 of Saskatchewan and the Saskatchewan Union of Nurses. This is the initial seniority listing for the employees covered by this collective bargaining agreement. Seniority Placement Employee Name Start Date 1 Xxxx Xxxxxxx January 20, 2000 2 Xxxxxxx Xxxxxxx July 1, 2000 3 Xxxxxxxxx Lagmodiere November 1, 2001 4 Xxxxx Xxxxxx October 3, 2005 5 Xxxxx Xxxxxx June 1, 2010 6 Xxxxxxx Xxxxxx October 1, 2010 Employees shall have thirty (30) days from the date of signing to correct any errors or omissions to this initial Seniority Placement list. If no errors are identified within those thirty (30) days, the list shall be deemed correct and shall form the permanent basis of the Seniority list. Any adjustments made shall be included in a revised Seniority Placement list at the close of the thirty (30) day review period. A copy of a revised Seniority Placement list shall be provided to the Local President and SUN Provincial. This Letter of Understanding signed on the day of June, 2015. Signed on behalf of the Signed on behalf of the Board of Education of Regina Saskatchewan Union of Nurses School Division #4 of Saskatchewan Chairperson SUN President Secretary-Treasurer Local President Appendix “A” Wage Schedule General Wage Increase: 1.5% effective January 1, 2014
Charter of Rights and Freedoms. The Duty to Accommodate requires Employers with the union playing an active role to take reasonable steps to accommodate a worker to the point of undue hardship. The Employer, the Union and the Employees acknowledge their Duty to Accommodate Employee(s) with disabilities including the requirement to assist in the Accommodation process. Employees have a responsibility to co-operate and provide medical information on abilities and restrictions. The Accommodation Process is based on medical documentation. An Employee who, as the result of a disability, is unable to perform regular duties, may be given the preference of alternate work. This Letter of Understanding signed on the 23rd day of March, 2022. On behalf of the Board of Education of Regina School Division No. 4 of Saskatchewan On behalf of the Saskatchewan Union of Nurses SUN President Director of Education Deputy Director/CFO Local President LETTER OF UNDERSTANDING #4 SENIORITY PLACEMENT Letter of Understanding between the Board of Education of the Regina School Division No. 4 of Saskatchewan and the Saskatchewan Union of Nurses. As of date of signing, this is the seniority listing for the employees covered by this Collective Bargaining Agreement, subject to revision as per Article 9.05. Name Seniority Date Position Contract Type
Charter of Rights and Freedoms. Requests for accommodation will be explored on a case-by-case basis when a particular issue arises. (Letter dated 29 March, 2007) District 46 (Sunshine Coast) School District No. 46 does not force our students to participate in any activity or class which they or their parents find objectionable. We abide by the Canadian Charter of Rights and Freedoms. (Letter dated 20 November, 2006)
Charter of Rights and Freedoms. GP.6.1 The Canadian Charter of Rights and Freedoms will apply to the Dehcho Government in respect of all matters within its authority.
Charter of Rights and Freedoms. The Court has not decided whether any of these assertions are true. If there is no settlement, the Plaintiffs will have to prove their claims in Court. If you have questions about this class action, you can contact Xxxx Xxxx 0(000) 000-0000 or xxxx@xxxxxxxxxxx0.xxx. Who represents the class? The Court has appointed XxXxxxxx Xxxxxxxx LLP and Olthuis Kleer Xxxxxxxxx LLP to represent the Class as “Class Counsel”. You do not have to pay Class Counsel, or anyone else, to participate. If Class Counsel obtains money or benefits for the Class they may ask for lawyers’ fees and costs, which would be deducted from any money or benefits recovered for Class members. Individuals Class Members: Who is included and who is excluded? Band Members Included: The Class includes band members (as defined by the Indian Act):
Charter of Rights and Freedoms. The NLCA is a result of over 20 years of negotiations. At the time, there was often confusion about what each was entitled to with respect to land rights, social and cultural rights or programs and services, and much more. Because of the lengthy time, there were a number of Inuit negotiators who came and went over the 22 year period. Often articles were negotiated one at a time, and once an article was finally agreed to, it was signed off and the negotiators moved onto the next article. It is important to know which negotiators were involved in negotiating which articles and whether there were differences in positions they held and whether these changed with the addition or change of new negotiators. Both sides had their own intentions and agendas to bring to the negotiating table and their own way of interpreting what each side meant. Often, what people got and what they thought they were getting were two different things. Even within the Inuit side, it was possible that different Inuit negotiators had their own understanding of the written text. Many parts of the NLCA are written in broad and general terms. While there are some benefits from this kind of language, there are also problems. Specifically, broad language promotes inclusiveness and a variety of interpretations. Most implementers were not negotiators and not privy to the negotiations or have supporting documentation that explains the spirit and intent behind the NCLA provisions, at least not from the Inuit perspective. Current Situation Since the NLCA was ratified in 1993, the parties moved from the negotiation phase to the implementation phase. While many think the negotiation stage was difficult, full of struggles, compromises, much of which is true, many believe that the real challenge comes in implementing the agreement. What many didn’t expect, especially this early on in the implementation phase, was the different in opinion in interpretation of specific provisions within the NLCA. Yet, that is exactly what has happened or is happening. There has, and continues to be, differences of opinion regarding interpretation of what constitutes an Inuit owned business, assignment of harvesting rights, principles of adjacency for fish quota allocation, the authority of the Nunavut Water Board, whether Inuit are exempt from the firearms legislation and many other articles and provisions of the NLCA. The Government of Canada and the Government of Nunavut often put forward their interpretation based o...
Charter of Rights and Freedoms. (5) Canadian Free Trade Agreement
