Alternate Regional Vice-Presidents
RE: Guidelines for Developing Terms of Reference for Local and Regional Employment Equity/Diversity Committees
These guidelines were sent to all the locals in Bulletin
10, 2002 and are
available on our Website under “Equal
Opportunities Committee – Reports”.
This document prepared by the UTE Equal Opportunities committee was a recommendation
only as there is no legal requirement for the Employer to put in place such
committees. It was to help our local activists to convince local management
that such a committee could have an important role and various responsibilities.
It is our position that if in your local workplace, the employer develops
and implements a local Employment Equity Action Plan, their should be consultation
and collaboration with the bargaining agent and the most effective way would
be to have in place a local Employment Equity/Diversity committee.
In 2004, we received from the Canadian Human Rights Commission, clarification
on section 15 of the Employment Equity Act concerning the level at which consultation
must take place with union representatives. Rhys Phillips, officer
with the CHRC states in his response:
“Where a plan involves national plans incorporating
regional or sub plans we would expect the bargaining agents to be consulted
on all levels of the plan”.
Attached are a copy of the Guidelines and a copy of the letter from the Canadian
Human Rights Commission on the interpretation of section 15 of the Employment
Equal Opportunities Committee