
To facilitate the implementation of
employment
equity
and
the
communication to employees of matters
relating to employment equity and
diversity.


To ensure that consultation and
collaboration
with
union
representatives and equity group
representatives cover all aspects and
phases
of
the
employment
equity/diversity process.
To participate in the preparation,
implementation and revision of the
local/regional
employment
equity
plans.
There shall be two (2) co-chairpersons,
one (1) representing the union and one
(1) representing management (excluded
position).
A. There shall be representatives from
each of the unions in the workplace:
1.
The union co-chairperson shall be
selected by the union
representatives.
(This does not preclude the rotation of
the chairperson amongst the union
representatives) and;
2.
The union representatives shall be
individuals who have demonstrated
a
passion to employment equity and
diversity.
B.
The management co-chairperson
shall be at a minimum at the
assistant director level.
C. There shall be representatives for each of
the five (5) equity groups – namely
Aboriginal
Peoples,
Persons
with
Disabilities, Women, GLBT (Gay, Lesbian,
Bisexual, and Transgendered) and Racially
Visible.
1. The selection of these members will be
completed by the co-chairpersons or if
sub-committees are in place, the
members of these sub-committees will
select their representatives to sit on
the Committee.
D.
There shall be one (1) meeting
coordinator selected by the
management co-chairperson.
All parties shall endeavour to reach an
agreement concerning every step of the
employment equity process and the
substantive decisions to be made in that
process. The joint duty should include
the right to equal representation on
decision-making committees as well as
the right to full disclosure.
The co-chairpersons shall be responsible
for the following:
A. In general, equal opportunities issues
and;
B. Co-ordinating the
Committee and;
efforts
of
the
C. Ensuring that the minutes of all
meetings
and
all
relevant
correspondence are issued to the
members of the Committee and;
D. Providing advice to the Committee on
employment equity issues and;
E. Approving all official communications
by the Committee and;
F. Recommending the expenditure of the
budget on behalf of the Committee
and;
G. Participating in the workforce survey
(self-identification) and;
H. Reviewing and analyzing the results of
the workforce analysis and;
I. Conducting
review and;
employment
systems
J. Preparing
and
submitting
the
recommended
employment
equity
action plan to the Director and;
K. Monitoring the progress and the
implementation of the Action Plan and;
L.
Promoting
and
supporting
employment equity and diversity
awareness in the workplace as
outlined in the Action Plan and;
M. Participating in setting up joint
labour-management
information
sessions on equity and diversity
issues as outlined in the Action Plan
and;
N. Providing an orientation session to
new Committee members and;
O. Including one (1) or more staffing
representative(s) on the selection
board for the concerned equity group.
The members of the Committee shall be
responsible for the following:
A. Actively participating in and promoting
employment equity issues and;
B. Keeping the Committee informed of
their activities and;
C. Participating in the workforce survey
(self-identification)
D. Reviewing and analyzing the results of
the workforce analysis and;
E. Conducting
review and;
employment
systems
F. Preparing
and
submitting
the
recommended
employment
equity
action plan to the Director and;
G. Monitoring the progress and the
implementation of the Action Plan and;
H. Promoting and supporting employment
equity and diversity awareness in the
workplace as outlined in the Action
Plan and;
I. Participating in setting up joint labourmanagement information sessions on
equity and diversity issues as outlined
in the Action Plan and;
J. Providing assistance to employees with
equity and diversity related issues.
The meeting coordinator
responsible for the following:
shall
be
A. All record keeping and;
B. Drafting of the minutes and;
C. Distributing
the
material/
documentation and information to all
Committee
members
between
meetings and;
D. Other tasks as assigned by the cochairpersons.
The tenure is left at the discretion of
the local and regional Committee
members.



Meetings shall
working hours.
take
place
during
Union representatives and equity group
members must be allowed work time
with pay to perform their duties as a
member of the Committee, including
preparation for meetings.
Meetings shall be held at a minimum on
a quarterly basis.


Committee members shall be provided
with an orientation and appropriate
training on the intent and the
requirements of the Employment
Equity Act.
Additional training shall be provided
in accordance with the member’s role
and responsibilities on the Committee.


Union representatives shall report to
their union local executives.
Management representatives
report to their director.
shall



The local Committee shall obtain an
Employment Equity budget in order to
fund local initiatives.
The expenditures of these funds will
be determined by the Committee
members.
This budget shall not be used for
training purposes.
 Employment Equity Act
 Employment Equity Regulations
 Employment Equity Guideline 3
(Consultation and Collaboration)



Employer policies and practice with
respect to recruitment, retention,
promotion, transfers, and terms and
conditions of employment;
Collective agreements;
Wage and salary rates, benefits and
classification systems;


Measures in the employment equity
plan
and
timetables
for
their
implementation;
Results of the workforce survey,
workforce analysis, and employment
systems review;

All the information that the employer is
reviewing in making its employment
equity decisions, as well as any
additional
information
that
is
necessary to formulate a position
concerning equity – whether or not the
employer is dealing with a particular
issue at the time of the request;


Information on the design of the
process for collecting information for
employment
equity
purposes
to
facilitate union participation;
Information concerning all of an
employer’s workforce not simply the
bargaining unit which the union
represents.