… an arbitrator should also bear in mind the long-held principle of labour relations that complaints of alleged breaches of the collective agreement must be filed within a reasonable time after the issue has arisen. I accept the intervention of EU counsel that the issue of delay in filing a complaint can be addressed by the implementation of appropriate corrective measures and that the authorisation of evidence of incidents dating back years for contextual purposes does not mean that the facilitation of redress of such incidents is facilitated. However, I think that a delay in filing harassment complaints does not only lead to prejudice in organizing a fair hearing (which seems to focus on most of the awards cited). Delays also affect the ability of parties to resolve issues and concerns in a timely manner as soon as they arise. This affects the current relationship between the employer, the afflicted and the Union. As Professor Laskin so eloquently wrote at General Electric, the proper management of a collective agreement requires … mutual recognition by the parties of a principle of pension law for all claims arising from the agreement that are not invoked within a reasonable time.“ There is a real danger to current relationships, by allowing a complaint to draw ghosts from the past when the employer ignores the issues that arise at the time they are concerned (and therefore unable to address them), i.e. when the employer feels that the concerns have been addressed and the matter has been resolved. You can find a PDF version of your current collective agreement here: 2017-2021 Academic Collective Agreement. If you do not sign your SWF within three (3) days, it is considered that you agree with the assigned use of the work.
It will only pass to the Workload Monitoring Group if you activate the „Proposed Use of Work at the Workload Monitoring Group“ box [11.02 A 4] or if a CWMG member requests it. It`s a good idea to send all your SWF to CWMG „for verification.“ Your EU employees can detect anomalies that you may have overlooked. Article 11.01J1 states that all overtime is „voluntary.“ Therefore, if you do not wish to work overtime, you must provide a solid reason for the Chair, as section 11.01 J3 states that the overtime agreement should not be retained inappropriately.