The legislation and related documents covered in this agreement are: This agreement was approved by the JNCC on February 9, 2011 for use. This agreement is not prescriptive and aims to strengthen the partnership through mutual agreement and flexibility within the framework of an appropriate downtime. For more information on union representatives, please contact the Human Resources Directorate. The University of York recognizes that time off may need to be flexible to ensure that recognized unions are able to ensure effective representation and communication with all workers. These include full-time workers. B, part-time and shift workers (no comprehensive list). The University of York recognizes the following unions with respect to collective bargaining and the legal right to leave for union functions and union activities: in such cases, all reasonable efforts are made to grant a break. The Director of Human Resources will endeavour to ensure that the timing of each hearing or meeting is acceptable to the Dean of the Faculty/Director. However, the operational requirements of the faculty/direction are given priority in the exceptional case where any conflict is unconsleced. It is recognized and agreed that this may require that meetings be postponed and that, therefore, deadlines should be removed in the context of agreed procedures. Recognized unions accept that carefully functioning leave arrangements work satisfactorily: both the University of York and the recognized unions accept that the company`s multiple requirements must be taken into account when agreeing on leave agreements. A balance must be struck between the wishes of union representation (see below) and the need to maintain the service provided by the University of York – ensuring security at all times.