Ballot Collective Agreement

In order for the Commission to be satisfied of the existence of a genuine agreement, the employer must take all appropriate measures before asking the workers to do the following: in order for the Commission to determine whether the workers have actually accepted the agreement, it must verify whether the workers are likely to have understood its conditions and effects. [9] The purpose of this statement is to enable workers to vote in full knowledge of the facts so that they know what they are being asked to do and to help them understand how their wages and working conditions could have an impact if they voted in favour of the agreement. [8] Among the common features used in the preparation of a ballot for the confirmation of the contract are: when reviewing the evidence, Full Bench was satisfied that the employer had taken appropriate steps to ensure that the agreement was explained to the workers. The documents prepared by the union and the employers were complete and detailed. The Commission noted the need for a practical approach to these commitments. Clearly, the type of explanation for workers covered by an agreement and the steps that constitute all the appropriate steps vary depending on the circumstances of the employer and the workers covered by the agreement and the complexity of the agreement. In this case, the proposed agreement was long and complicated. The Commission found that the employer was not required to explain every feature or clause of the agreement. The proposed company agreement contained references to the NES and contained certain conditions of previous company agreements. United Voice objected to the approval of the company agreement, saying MSS Security had not taken appropriate steps to allow employees to copy or access relevant NES provisions and previous company agreements during the access period. Mediation also involves a voluntary procedure, often used by the university and the union to resolve malfunctions during the term of a collective agreement. A neutral third party (the Mediator) tries to help the parties resolve a complaint.

The Ombudsman is jointly agreed and mandated by the University and the Union. Mediation is usually conducted after all internal steps of the appeal process have been completed to settle the appeal before binding arbitration. The Ombudsman cannot require the parties to resign the complaint in a certain way, but he can help the parties decide for themselves how to resolve it, as well as to offer professional advice and creative ideas. The negotiation process between the commissions representing the university and their employees, represented by the union, results in a collective agreement. . . .