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‘Another important aspect of current labour relations activities is the im-
plication contained in new systema of job evaluation and classification now
being evolved. Wage and salary rates as a result of such innovative systems,
some of which use incompatible valuation methods, will become distorted both . ;
within individual municipal er regional district staff structures and also
as between them. U.B.C.M. members with long established systems may find -
themselves being left behind and may face costly future wage adjustments.

The Executive has considered the wide variety of wage rates, interim wage
adjustments, COLA's, atepped increases and parity agreements which now exist
and believe that additional effort on the part of the U.B.C.M. is warranted
if a province-wide overview un all individual municipal and regional district
labour relations activities is to be provided. But bearing in mind the dif—
fexent degree of involvement of U.B.C.M. members, some of which have a mul~
tiplicity of collective agreements and some form of joint management acti-
vity with neighbouring municipalities and regional districts, while others
have very limited activity in this sphere, the Executive members wish to
have a reaction from all members before making a decision to expand the
U.B.C.M. capability to provide a greater degree of labour relations service

to our members. .

It would be appreciated if you would give us your early comments on the at~ : _ z
teched questionnaire. ‘The Executive will review all replies received as
goon as possible and act in accordance with the membership's needs and wishes.

It should be emphasized that the U.5.C.M. Executive are.concerncd ocaly with
the possible provision ef additional labour relations information and re~
search, as well. as coordination between area bargaining groups. ‘The Execu-.
tive has “considered that actual labour negotiations are not a function which
the U.E.C.iM. should undertake at this time.

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