Collective Agreement Township Of Langley

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The arbitrator found that there was no breach of the collective agreement. He then examined whether the disclosures constituted discrimination under the British Columbia Code of Society Rights. Reviewing the evidence on this, the referee said: “Our newest members provide this community with excellent health, fitness and well-being,” Manchester said. We look forward to working with them to improve their working conditions. In an arbitration proceeding in British Columbia, Township of Langley v. CUPE, Local 403, No: A-014/15, the arbitrator considered a complaint regarding the non-culpable termination of three Langley Township employees who were absent for a long time for long-term obstruction. . The employer terminated the employment relationship of the three workers due to a non-culpable absence due to their prolonged absence from work, without expecting them to return to their jobs in the foreseeable future. The dismissal of the employees had no influence on their right to pursue their disability rights in the long term. This meant, however, that employees were no longer entitled to certain other benefit plans, including MSP, extended health insurance, dental coverage and life insurance. The employer also took into account that there would be savings on premiums for benefit plans to which workers are no longer entitled. CUPE 403 now welcomes 147 new members, following a successful vote in the Labour Council.

Leisure and cultural professionals voted overwhelmingly in favour of CUPE membership in a postal vote. We will report back to you on this matter when the Court of Appeal makes a decision on the appeal. As a result, the three employees were rehired and had to be completed. “CUPE 403 is very pleased to welcome our new members,” said Manchester. “It is precisely in these uncertain and difficult times that these workers need access to the same resources and protections as all of our members.” CUPE 403 – Township of Langley 2012-15 Collective Agreement – pp. 1-52 The arbitrator found that the desire to save money is not a bona faith professional requirement under human rights law. The arbitrator found that the dismissals were not based on taking into account the individual circumstances of the dismissed workers, but that all three had been dismissed simultaneously in an “arbitrary” manner and geared towards savings for the employer. The referee said: CUPE 403 President Sara Manchester said that involving these workers in CUPE during a pandemic requires innovative ways to reach and engage them, while adhering to the guidelines of the province`s health officer.

CUPE 403 represents more than 1,250 members who are community workers in the municipality of Langley. In addition to maintaining roads, parks, and the communal water system, these workers offer urban services such as planning and statutes, clerical staff for rcmp, passenger services at Langley Regional Airport, programs at the Langley Centennial Museum, and a variety of fitness, recreation, and recreation programs. . . .

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