Information: Question: Appenaix Contract Negotiation Simulation Clean Right Partners Inc. company and Asu does not contain any languege mgandtions regarding the analyssis and a possible nenewal of the collestive agreerent provided below between Clean Right Partners Incorporated and the Allied Service Union Issues Arising Under the Collective Canada. The outlined collective agrement has an expiry Agreement date listed in this simulation which may be altered by your The union's business agent, union local president and bats. Clean Right Partness is an independent, privatesector opinstructor. gaining committe began a concented intra$-$ogganizational eration located in a major unban centre in your province. Background The company was etablished in $1997$ by brothers Michael of barge the following prioribises for the upecoming round and Zack Cummings, The brothers had previously owned a chain of dry clemining stores which they sold to open Clean FOR THE UNION Right Partners Their initial dients were two area hospitats Union security$-$delete Article $1\mathrm{.}02($e$)$ and demand and one nussing home. Due to the entrepreneurial spirit of hiring more part$-$time employees to cover vacation the two brothers, the business grew quickly and over the leaves. next two decades has become a major player in heselth care. industrial uniform and linen cleaning services in the region. Vacation entitlement$-$increase entitiements$-$ Tu weeks $(4\%)$ after one year but less thun three $(3)$ yeans, Clean Right Partnes was unionized on two occasions first. Weeks $(6\%)$ after one year but iess than three $(3)$ years, in $2007,$ for production and mainterance personnel $($a total seven $(7)$ yours, Fourwecks $(88)$ after seven $(7)$ years but of $100$ full$-$time and part$-$time staff represented by SEIU$)$: less than eleven $(11$ yeas$)$; and five $(5)$ weebs $(105)$ atter then in $2010,$ by Allied Services Union Canada $($AsU$)$ for eleven $(11)$ years $($Article $11).$ drivers and loading dock employes$($a total of $19$ full$-$time and par$-$time$).$ The company has a small human resources $-$ Management rights$-$eliminate language "who has department with a director health and safety coordinator, acquired seniority$"$ from current Article $301.$ benefis scoordinatoc, HR assistant and HR clerk$-$neceptionist $-$ Compensation$-$increase annual shoe allowance to The HR direttor handles all union$-$related matters with the S$175$ per year $($Artice $11\mathrm{.}03)$ support from time$-$to$-$time of outside legal counsel. There $-$ Compensation$-$cost$-$of$-$living adjustment to be negohave been two prior collective agreements between ASU tiated in new contract $($New$).$ and the company, While the first collective agreement was $-$ Hours of work$-$language gaarantecing minimum fof achieved with the help of mediation after a rather acrimohours reporting pay if shift is cancelled. $($New$).$ nious start, the second round of bargaining proceeded to a successful conclusion without the threats of either a strike $-$ Seniority$-$reduce probationary period $($after which or a lockout. seniority is accumulated$)$ from one hundred and eighty wie Clean Right Partners is a major player in the will have no seniority rights during that period their region, there has been a strong rumour over the $($Artide $14\mathrm{.}02).$ last six months of a possible corporate acquisition by a renowned provincial deaning and linen service company. The Cummings brothers are approaching retirement age yet maintain they are not enterthining any overtures from this or any other potential buyer. Needless to say, union members throughout the company are somewhat anxious with this situation. The current collective agreement between the $290/$r$/$n $-$ Employee benefits$-$no action taken on promised $-$ Compensation$-$change safety shoe allowance period employer commitment on long$-$term disability protect $-$ from $12$ to $18$ months $($Article $11\mathrm{.}03).$ see last sentence in Article $19\mathrm{.}01.$ Sick leave $-$ increase monthly sick leave credit accu$-"$ Sick leave$-$current accumulation formula but stop mulation to two days $(16$ hours$)$ per month and make one year to the next $($Article $20).$ adjustments based on this change to Article $20\mathrm{.}01$ and $20\mathrm{.}02$ Another Important Matter FOR THE COMPANY While Clean Right Partners is a major player in the $-$ Grievance procedure$-$introduce language before the health care and industrial uniform and linen markets in reference to Step $1$ that articulates the necessity of first their region, there has been a strong rumour over the having a "complaint stage" to allow the affected last six months of a possible corporate acquisition by a employee$($s$)$ to discuss the issue with the supervisor in renowned provincial cleaning and linen service corporaan attempt to resolve the matter. Also suggest time lim$-$ tion. The Cummings brothers are approaching retireits associated with this process $($Article $4-$New $).$ ment age yet maintain they are not entertaining any $-$ Discipline and discharge$-$strike out "verbal" from overtures from this or any other potential buyer. Needfirst line in Article $5\mathrm{.}02.$ less to say, union members throughout the company are $-$ Employee record$-$replace time limit for clearing somewhat anxious with this situation. The current colrecord from $10$ months to $24$ monthi $($Artile $6\mathrm{.}01).-$ Compensation $-$ change "will" to "may" in Article mergers and acquisition scenarios that may affect bar$11\mathrm{.}02$ regarding company payment of parking tickets, gaining unit members. $/$r$/$n Article $1$ Union Recognition & Scope $1\mathrm{.}01$ The Company recognizes the Union as the sole collective bargaining agent for all route persons $($route and mat drivers$),$ dock attendants and porters of the Company in Anytown, Province save and except supervisors, persons above the rank of supervisor, clerical and sales staff and persons for whom any trade union held bargaining rights as of February $1,2016.1\mathrm{.}02$ Supervisors, or those above the rank of supervisor, not included in the Bargaining Unit shall not perform work normally assigned to employees in the Bargaining Unit except in the following circumstances: $($a$)$ instruction or training; $($b$)$ evaluation, route assessment or experimentation; $($c$)$ circumstances beyond the Company's control including customer's special request; $($d$)$ when Bargaining Unit employees are not readily available; or $($e$)$ replacing Bargaining Unit employee while on vacation $1\mathrm{.}03$ The Company agrees not to enter into any agreement or contract with its employees, individually or collectively, which in any way conflicts with the terms and conditions of this Agreement. $1\mathrm{.}04$ The word "employee" or "employees" wherever used in the Agreement shall mean respectively an employee or employees in the Bargaining Unit, and wherever the masculine gender is used in this Agreement, it shall include the feminine gender. $/$r$/$n Union Analysis & Recommendations Article Required Response Marks Available and Rubric $[$ Union Recognition &; Scope: Article $1\mathrm{.}02($e$).][$ a$)$; Explain why the union would want to; delete Article $1\mathrm{.}02($e$)$ and add language; related to the hiring of more parttime; employees to cover vacation leaves. $][3$ marks available for part $($a$).$ Marks; based on accuracy in; identifying$/$explaining union; perspective on this issue$/$article$.][$ Review the information; in the background; regarding the union's; desire to delete the; existing clause and add; new language. $]$ b$)[$ Write a new article that would replace; $1\mathrm{.}02($e$)$ that addresses the hiring of; part$-$time employees. $][3$ marks available for part $($b$).$ Marks; based on clarity in the writing and; formatting and the accurate reflection; of union perspective and priorities. $]6$ marks total