As an employer, you may need to work with unions representing groups of your employees, sometimes called bargaining units. 2.1 The university recognizes the following unions, which represent their members of the university and which have the sole rights to consult, negotiate and collective agreements: 4.11 Leave is not granted to trade union activities which are themselves constituted by trade union actions. 4.4.1 Unions are responsible for royalties and expenses related to items covered by Sections 4.4 (a), b) and (c). Data on the date, time and duration are provided to the relevant supervisor, who can consult with the appropriate delegate in the human resources department and/or the delegated representative. The union must ask you to recognize them voluntarily – if you accept the application, the union will be recognized. 4.16 Appendix 4 contains more information on the communication policy bodies made available to trade unions. 4.7 If an accredited representative of a recognized union has been elected at the national level to the executive or function of a regionally recognized union, the leave is negotiated separately with that representative. All relevant operational circumstances and requirements must be considered. Where a period of leave is granted, paragraph 4.4 applies and the granting of a period of leave with remuneration is the subject of separate negotiations with that representative. 3.2 The spirit and intent of the agreement is to promote the best possible relationship between the university and its employees represented by its recognized unions and to create a consensual method of discussion, consultation and negotiation to that end. Without prejudice to the provisions relating to management decisions established or made within the framework governed by the Charter and the statutes or by the general government of the university, this agreement aims to provide additional mechanisms to resolve problems between the university as an employer and the agents represented by unions recognized as employees. 3.4 It is the university`s responsibility to plan, organize and manage its activities in order to achieve its strategic objectives. The university will do so in a manner appropriate to labour law and appropriate and timely consultation and negotiation with recognized unions.

6.4 Any misinterpretation of the interpretation of this agreement should first be referred to the Director of Human Resources or the delegated representative and designated (and accredited) union representatives. The most common opportunity for a union to obtain recognition of collective bargaining is for the employer to simply agree to recognize them voluntarily. (c) participate in a relevant regional or national conference at which the university has accepted a request from a union for the participation of a representative; If an employer and a union find that they are unable to enter into a voluntary recognition agreement, a union may apply for legal recognition. This applies only if the employer employs 21 or more employees with all associated employers. c) Where there are possible reasonable obstacles that may affect an elected representative in carrying out his or her union policy responsibilities, the onus is on the university to resolve these barriers in conjunction with the representative`s union representative and the representative`s general manager.