An Employee. (other than a casual Employee) called for jury service during ordinary working hours will be reimbursed by the Employer an amount equal to the difference between the amount paid by the Court and the amount of Ordinary Rate he/she would have received for the ordinary time hours for which the Employee’s attendance at the Court was required up to a maximum of 10 days’ pay.
An Employee once sent on annual leave shall not be recalled for duty except by mutual agreement between the Employer and Employee.
An Employee. (other than a casual employee) required to attend for jury service during ordinary working hours will be reimbursed by the Company an amount equal to the difference between the amount paid in respect of the employee’s attendance for such jury service and the amount of wage the employee would have received in respect of the ordinary time the employee would have worked had the employee not been on jury service.
An Employee employed as a maintenance person, shall work during meal breaks at Ordinary Wages whenever instructed to do so for the purpose of making good breakdown of plant or upon routine maintenance of plant which can only be done while such plant is idle.
An Employee or group of Employees may dispute a proposed workload assignment by advising members of their Department in writing why they dispute the proposed workload. The Department shall provide a written response to the Employee(s) within five (5) working days of the letter being received by the Department. Where the Department does not agree that there is merit to the dispute, it shall provide written reasons for this finding.
An Employee who is directed by a manager to remain due to operational requirements at his station of employment during his meal period shall be paid for such meal period at his regular rate of pay. Time worked during such on duty lunch break shall not contribute towards a fulfillment of the normal hours of work nor towards any overtime compensation.
An Employee. (a) who has completed a minimum of one (1) year of continuous service and who ceases to be an employee because of:
An Employee who intends to resume her employment on the expiration of the leave of absence granted to her under this Article shall so advise the Employer when she requires the leave of absence. If an Employee returns to work at the expiry of the normal pregnancy or parental leave, and the Employee’s former position still exists, the Employee will be returned to her former job.
An Employee. 26.3.1 engaged in one locality to work in another-, or
26.3.2 sent, other than at their own request from their usual locality to another for employment which can reasonably be regarded as permanent. Involving a change of residence shall be paid travelling time whilst necessarily travelling between such localities and expenses for a period not exceeding three months or in cases where the Employee is in the process of buying a place of residence in the new locality for a period not exceeding six months. Provided that such expenses shall cease after they have taken up permanent residence or abode at the new location.
An Employee other than a probationary Employee, who is laid off shall have recall rights for a period equal to the Employee’s seniority at the time of layoff, to a maximum of twenty four
