GRIEVANCE REPRESENTATION

GRIEVANCE HANDLING

One of CUASA’s primary roles is enforcement of the provisions of the Collective Agreement. Any member of CUASA may (and should) seek advice from the Association on potential violations of the Collective Agreement. More information on who to seek advice from can be found on the member advising page.

More often than not issues that arise are handled informally through discussions between CUASA and the employer. When we are unable to resolve an issue informally, CUASA has the ability to file a grievance.

The process has three stages:

Stage 1: Informal resolution
Stage 2: Submission of formal written grievance
Stage 3: Arbitration

Each of the stages is governed by specific timelines and so it is important to inform CUASA of an issue in a timely manner. For information on any of the phases, please contact CUASA and refer to the Collective Agreement.

Grievance files are kept in the CUASA offices. Though materials will be treated as confidential, information regarding the grievance may be made available to members of Council if it is determined that arbitration is necessary or is requested.

CUASA GUIDELINES
Member Requests for Union Attendance at Meetings

Remember: You have the right to (and are encouraged to have) union representation at meetings with the employer regarding your employment at Carleton.

CUASA is committed to protecting the rights and privileges of its members and as such members may request CUASA representation at meetings with the employer. A CUASA representative will attend the meeting(s) as a member representative, or to safeguard the member’s interests when such attendance is deemed by CUASA to be necessary. If attendance is deemed necessary, all reasonable attempts will be made to provide a CUASA representative.

The CUASA representative at the meeting will ensure that the rights and privileges of all CUASA
members, both those present and not present, are respected.

CUASA representation is normally considered necessary at:

  1. Meetings between a CUASA member and the employer including, but not limited to, meetings with Human Resources, Deans, Directors of Schools, or university disciplinary committees.
  2. Meetings regarding members’ rights under the CUASA Collective Agreement or superior legislation, as well as all university disciplinary procedures not addressed in the Collective Agreement..
  3. Negotiations for special consideration, accommodation, or variation of the Collective Agreement between the member and the employer.

The Chair of the meeting will be notified of the attendance of the CUASA representative and will
confirm the invitation.

All participants in the meeting will be notified of the expected attendance of the CUASA representative.

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