Most educational institutions across Canada are supported by many certified employee groups. Most educational institutions in Canada) allow the ability to negotiate as a separate location. For example, the University of Manitoba has six unionized employment groups, one for faculties, one for teaching support staff and four others. The University of Winnipeg has four collective agreements that govern its activities. All current members of the MGEU will continue to be represented by MGEU. The proposed restructuring will result in two separate bargaining units, which will result in two collective agreements within the framework of the Union; Mgeu. All RRC staff will be represented by a union (MGEU) with two bargaining units: one for specialized, administrative and assistance staff and the other for the faculty. Both groups will be of considerable size between 700 and 800 employees. Both groups will be among the largest premises in the MGEU. Gain an in-depth knowledge of the principles of a collective agreement. Topics are the relationship between employer and employee; Creating bargaining rights; Negotiations The content of a collective agreement Union security; Administrative rights Complaints Complaints arbitration. Why restructure Room 73 into two collective agreement units, which leads to two separate collective agreements? Take part in a hands-on approach to learning about collective bargaining.
Participate in all aspects of the negotiation through case studies and price simulations. Learn how to prepare for negotiation analysis, develop contractual languages, publish proposals, develop and implement negotiating strategies, and work at the negotiating table. Once this course is complete, participants will have a good understanding of the collective bargaining process. With separate bargaining units, the two groups of workers will have the opportunity to address their specific issues at the bargaining table and vote on a collective agreement reflecting the negotiated terms and rights relating to their particular position within the college. To support Red River College`s strategic plan, human resources services and learning and staff development are committed to providing timely and professional counselling services to all staff on a wide range of personnel functions. In the future, RRC faculties and technical, administrative and assistance staff (PASS) could negotiate at the same table with Assiniboine College, but members will vote separately on contracts; A contract for VAC; A contract for RRC PASS a contract for the RRC faculty. This allows everyone to vote on topics related to their specific work environment and specific problems. Look at the laws that govern the working relationship in Canada today. Learn about the basics and practices of Canada`s labour and labour system. Interpretation of labour and labour law and their effects on MDRs. You`ll find an overview of emerging legal trends and their potential impact in the workplace.
As the college continues to grow and evolve, a change is needed to reflect the size of the organization and new business methods. Our current structure is a depth of the days when Red River College employees were officials of the Department of Education. When the university moved to a board-led organization, all college staff were divided into a bargaining unit outside the public service. There is pressure on managers to work to create advanced work environments that promote and support staff growth and job satisfaction. Participants are presented with a simple tool to assess their ability to promote a work environment that ensures a high level of staff engagement. We will also discuss practical techniques for identifying and promoting staff skills and developing a high level of staff engagement and contribution. Collective bargaining is a process of regulating the time