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<br />Page 46 <br />1 <br />MR. TAM: In regards to that last goal -- so I would <br />2 <br />anticipate you folks are working with the appropriate unions <br />3 <br />in the event an employee should fail that background and <br />4 <br />what the recourse would be. <br />5 <br />MR. BRILHANTE: You know, that's definitely <br />6 <br />something that's always on in the forefront of any changes we <br />7 <br />make, you know, from a HR perspective. You know, anything <br />8 <br />you do, there's always that requirement that you have to <br />9 <br />consult with the union, you know, if it affects a employee or <br />10 <br />a group of employees that are subject to a, you know, <br />11 <br />bargaining unit. <br />12 <br />So, that's definitely something that we have to <br />13 <br />consider and we have to engage in moving forward, if we are to <br />14 <br />change the requirements. Especially if, you know, at the end <br />15 <br />of the day there's a possibility of, you know, maybe an <br />16 <br />employee being terminated because they failed a background <br />17 <br />check. You know, that'd be imperative that we have that <br />18 <br />discussion with the union. <br />19 <br />CHR. TULANG: Any other questions, Board members? <br />20 <br />Well, looks like you'll be properly busy. <br />21 <br />MR. BRILHANTE: Thank you, very much. <br />22 <br />CHR. TULANG: Thank you. <br />23 <br />Okay. I'll entertain a motion for a recess. <br />24 <br />MS. NAMAHOE: Make a motion that we go into recess. <br />25 <br />CHR. TULANG: Okay. Ten-minute break. <br /> <br />ISLAND COURT REPORTING & TRANSCRIPTION SERVICES <br />(808) 933-9800 <br /> <br />