Common use of Appointment from a Different Bargaining Unit Clause in Contracts

Appointment from a Different Bargaining Unit. This clause applies in a situation where an employee is appointed into a position in the IS bargaining unit from a position outside the IS bargaining unit where, at the date of appointment, provisions similar to those in 26.08 and 26.09 are still in force, unless the appointment is only on an acting basis. (a) Subject to clause 26.01, on the date an indeterminate employee becomes subject to this Agreement after June 1, 2015, he/she shall be entitled to severance payment equal to one (1) week's pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week's pay multiplied by the number of days of continuous employment divided by three hundred and sixtyfive (365), to a maximum of thirty (30) weeks, based on the employee's rate of pay of his/her substantive position on the day preceding the appointment. (b) Subject to clause 26.01, on the date a term employee becomes subject to this Agreement after June 1, 2015, he/she shall be entitled to severance payment payable under 26.15(b), equal to one (1) week's pay for each complete year of continuous employment, to a maximum of thirty (30) weeks, based on the employee's rate of pay of his/her substantive position on the day preceding the appointment. (c) An employee entitled to a severance payment under sub-paragraph (a) or (b) shall have the same choice of options outlined in 26.15, however the selection of which option must be made within three (3) months of being appointed to the bargaining unit. **Appendix “B” Memorandum of Agreement on Supporting Employee Wellness‌ The parties recognize that this agreement is conditional upon the conclusion of a renewed Memorandum of Agreement (MOA) on Supporting Employee Wellness between Treasury Board and the Professional Institute of the Public Service of Canada. Upon signature of a revised MOA, the parties agree to take the necessary steps to implement applicable changes that will result once an agreement is reached on the Employee Wellness Support Program (EWSP). The parties agree to continue the current practice of working collaboratively to address concerns with respect to employee wellness and the reintegration of employees into the workforce after periods of leave due to illness or injury. **Appendix “C” MEMORANDUM OF UNDERSTANDING BETWEEN THE NATIONAL RESEARCH COUNCIL CANADA AND THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA WITH RESPECT TO GENDER INCLUSIVE LANGUAGE‌ This memorandum is to give effect to the agreement reached between the National Research of Canada and the Professional Institute of the Public Service of Canada regarding the review of language in the Translators (TR) collective agreement. Both parties are committed to and support gender neutrality and inclusivity. To that end, the parties commit to, during the life of the above noted collective agreements, establishing a Joint Committee to review the collective agreements to identify opportunities to render the language more gender inclusive. The parties agree that any changes in language will not result in changes in application, scope or value. Both parties acknowledge that gender inclusivity is more difficult to achieve in the French language compared to the English language, but are committed nonetheless to further supporting and increasing gender neutrality and inclusivity in the collective agreement. The Joint Committee agrees to begin their work in 2020 and will endeavour to finalize the review by December 2021. These timelines may be extended by mutual agreement. **Appendix “D” MEMORANDUM OF UNDERSTANDING BETWEEN THE NATIONAL RESEARCH COUNCIL OF CANADA (NRC) AND THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA (PIPSC) WITH RESPECT TO WORKPLACE HARASSMENT‌ This memorandum is to give effect to the agreement reached between the National Research Council Canada (NRC) and the Professional Institute of the Public Service of Canada (the Institute). Both parties share the objective of creating healthy work environments that are free from harassment and violence. In the context of the passage of Xxxx X-65 An Act to amend the Canada Labour Code by the Government of Canada, as well as the Clerk of the Privy Council’s initiative to take action to eliminate workplace harassment, the NRC will develop a new directive covering both harassment and violence situations. During this process, the NRC will consult with the Institute on the following: • mechanisms to guide and support employees through the harassment resolution process; • redress for the detrimental impacts on an employee resulting from an incident of harassment; and • ensuring that employees can report harassment without fear of reprisal. The implementation and application of this directive do not fall within the purview of this MOU or the collective agreement. This memorandum expires upon issuance of the new directive or (expiry of the collective agreement), whichever comes first. **Appendix “E” MEMORANDUM OF UNDERSTANDING WITH respect to the implementation of the collective agreement‌

Appointment from a Different Bargaining Unit. This clause applies in a situation where an employee is appointed into a position in the IS bargaining unit from a position outside the IS bargaining unit where, at the date of appointment, provisions similar to those in 26.08 and 26.09 are still in force, unless the appointment is only on an acting basis. (a) Subject to clause 26.01, on the date an indeterminate employee becomes subject to this Agreement after June 1, 2015, he/she shall be entitled to severance payment equal to one (1) week's pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week's pay multiplied by the number of days of continuous employment divided by three hundred and sixtyfive sixty-five (365), to a maximum of thirty (30) weeks, based on the employee's rate of pay of his/her substantive position on the day preceding the appointment. (b) Subject to clause 26.01, on the date a term employee becomes subject to this Agreement after June 1, 2015, he/she shall be entitled to severance payment payable under 26.15(b), equal to one (1) week's pay for each complete year of continuous employment, to a maximum of thirty (30) weeks, based on the employee's rate of pay of his/her substantive position on the day preceding the appointment. (c) An employee entitled to a severance payment under sub-paragraph (a) or (b) shall have the same choice of options outlined in 26.15, however the selection of which option must be made within three (3) months of being appointed to the bargaining unit. **Appendix “B” Memorandum of Agreement on Supporting Employee Wellness‌ The parties recognize that this agreement is conditional upon the conclusion of a renewed Memorandum of Agreement (MOA) on Supporting Employee Wellness between Treasury Board and the Professional Institute of the Public Service of Canada. Upon signature of a revised MOA, the parties agree to take the necessary steps to implement applicable changes that will result once an agreement is reached on the Employee Wellness Support Program (EWSP). The parties agree to continue the current practice of working collaboratively to address concerns with respect to employee wellness and the reintegration of employees into the workforce after periods of leave due to illness or injury. **Appendix “C” MEMORANDUM OF UNDERSTANDING BETWEEN THE NATIONAL RESEARCH COUNCIL CANADA AND THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA WITH RESPECT TO GENDER INCLUSIVE LANGUAGE‌ This memorandum is to give effect to the agreement reached between the National Research of Canada and the Professional Institute of the Public Service of Canada regarding the review of language in the Translators (TR) collective agreement. Both parties are committed to and support gender neutrality and inclusivity. To that end, the parties commit to, during the life of the above noted collective agreements, establishing a Joint Committee to review the collective agreements to identify opportunities to render the language more gender inclusive. The parties agree that any changes in language will not result in changes in application, scope or value. Both parties acknowledge that gender inclusivity is more difficult to achieve in the French language compared to the English language, but are committed nonetheless to further supporting and increasing gender neutrality and inclusivity in the collective agreement. The Joint Committee agrees to begin their work in 2020 and will endeavour to finalize the review by December 2021. These timelines may be extended by mutual agreement. **Appendix “D” MEMORANDUM OF UNDERSTANDING BETWEEN THE NATIONAL RESEARCH COUNCIL OF CANADA (NRC) AND THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA (PIPSC) WITH RESPECT TO WORKPLACE HARASSMENT‌ This memorandum is to give effect to the agreement reached between the National Research Council Canada (NRC) and the Professional Institute of the Public Service of Canada (the Institute). Both parties share the objective of creating healthy work environments that are free from harassment and violence. In the context of the passage of Xxxx X-65 C-65 An Act to amend the Canada Labour Code by the Government of Canada, as well as the Clerk of the Privy Council’s initiative to take action to eliminate workplace harassment, the NRC will develop a new directive covering both harassment and violence situations. During this process, the NRC will consult with the Institute on the following: •  mechanisms to guide and support employees through the harassment resolution process; •  redress for the detrimental impacts on an employee resulting from an incident of harassment; and •  ensuring that employees can report harassment without fear of reprisal. The implementation and application of this directive do not fall within the purview of this MOU or the collective agreement. This memorandum expires upon issuance of the new directive or (expiry of the collective agreement), whichever comes first. **Appendix “E” MEMORANDUM OF UNDERSTANDING WITH respect to the implementation of the collective agreement‌.

Appointment from a Different Bargaining Unit. This clause applies in a situation where an employee is appointed into a position in the IS LS bargaining unit from a position outside the IS LS bargaining unit where, at the date of appointment, provisions similar to those in 26.08 31.08 and 26.09 31.09 are still in force, unless the appointment is only on an acting basis. (a) Subject to clause 26.0131.01, on the date an indeterminate employee becomes subject to this Agreement after June May 1, 20152014, he/he or she shall be entitled to severance payment equal to one (1) week's pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week's pay multiplied by the number of days of continuous employment divided by three hundred and sixtyfive (365), to a maximum of thirty (30) weeks, based on the employee's rate of pay of his/his or her substantive position on the day preceding the appointment. (b) Subject to clause 26.0131.01, on the date a term employee becomes subject to this Agreement after June May 1, 20152014, he/he or she shall be entitled to severance payment payable under 26.15(b31.15(b), equal to one (1) week's pay for each complete year of continuous employment, to a maximum of thirty (30) weeks, based on the employee's rate of pay of his/his or her substantive position on the day preceding the appointment. (c) An employee entitled to a severance payment under sub-paragraph (a) or (b) shall have the same choice of options outlined in 26.15, 31.15; however the selection of which option must be made within three (3) months of being appointed to the bargaining unit. **Appendix “B” Memorandum of Agreement on Supporting Employee Wellness‌ The parties recognize that this agreement is conditional upon the conclusion of a renewed Memorandum of Agreement (MOA) on Supporting Employee Wellness between Treasury Board and the Professional Institute of the Public Service of Canada. Upon signature of a revised MOA, the parties agree to take the necessary steps to implement applicable changes that will result once an agreement is reached on the Employee Wellness Support Program (EWSP). The parties agree to continue the current practice of working collaboratively to address concerns with respect to employee wellness and the reintegration of employees into the workforce after periods of leave due to illness or injury. **Appendix “C” MEMORANDUM OF UNDERSTANDING BETWEEN THE NATIONAL RESEARCH COUNCIL CANADA AND THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA WITH RESPECT TO GENDER INCLUSIVE LANGUAGE‌ This memorandum is to give effect to the agreement reached between the National Research of Canada and the Professional Institute of the Public Service of Canada regarding the review of language in the Translators Library Sciences (TRLS) collective agreement. Both parties are committed to and support gender neutrality and inclusivity. To that end, the parties commit to, during the life of the above noted collective agreements, establishing a Joint Committee to review the collective agreements to identify opportunities to render the language more gender inclusive. The parties agree that any changes in language will not result in changes in application, scope or value. Both parties acknowledge that gender inclusivity is more difficult to achieve in the French language compared to the English language, but are committed nonetheless to further supporting and increasing gender neutrality and inclusivity in the collective agreement. The Joint Committee agrees to begin their work in 2020 and will endeavour to finalize the review by December 2021. These timelines may be extended by mutual agreement. **Appendix “D” MEMORANDUM OF UNDERSTANDING BETWEEN THE NATIONAL RESEARCH COUNCIL OF CANADA (NRC) AND THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA (PIPSC) WITH RESPECT TO WORKPLACE HARASSMENT‌ This memorandum is to give effect to the agreement reached between the National Research Council Canada (NRC) and the Professional Institute of the Public Service of Canada (the Institute). Both parties share the objective of creating healthy work environments that are free from harassment and violence. In the context of the passage of Xxxx X-65 C-65 An Act to amend the Canada Labour Code by the Government of Canada, as well as the Clerk of the Privy Council’s initiative to take action to eliminate workplace harassment, the NRC will develop a new directive covering both harassment and violence situations. During this process, the NRC will consult with the Institute on the following: • mechanisms to guide and support employees through the harassment resolution process; • redress for the detrimental impacts on an employee resulting from an incident of harassment; and • ensuring that employees can report harassment without fear of reprisal. The implementation and application of this directive do not fall within the purview of this MOU or the collective agreement. This memorandum expires upon issuance of the new directive or (expiry of the collective agreement), whichever comes first. **Appendix “E” MEMORANDUM OF UNDERSTANDING WITH respect to the implementation of the collective agreement‌

Appointment from a Different Bargaining Unit. This clause applies in a situation where an employee is appointed into a position in the IS LS bargaining unit from a position outside the IS LS bargaining unit where, at the date of appointment, provisions similar to those in 26.08 31.08 and 26.09 31.09 are still in force, unless the appointment is only on an acting basis. (a) Subject to clause 26.0131.01, on the date an indeterminate employee becomes subject to this Agreement after June May 1, 20152014, he/he or she shall be entitled to severance payment equal to one (1) week's pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week's pay multiplied by the number of days of continuous employment divided by three hundred and sixtyfive sixty-five (365), to a maximum of thirty (30) weeks, based on the employee's rate of pay of his/his or her substantive position on the day preceding the appointment. (b) Subject to clause 26.0131.01, on the date a term employee becomes subject to this Agreement after June May 1, 20152014, he/he or she shall be entitled to severance payment payable under 26.15(b31.15(b), equal to one (1) week's pay for each complete year of continuous employment, to a maximum of thirty (30) weeks, based on the employee's rate of pay of his/his or her substantive position on the day preceding the appointment. (c) An employee entitled to a severance payment under sub-paragraph (a) or (b) shall have the same choice of options outlined in 26.15, 31.15; however the selection of which option must be made within three (3) months of being appointed to the bargaining unit. **Appendix “B” Memorandum of Agreement on Supporting Employee Wellness‌ The parties recognize that this agreement is conditional upon the conclusion of a renewed Memorandum of Agreement (MOA) on Supporting Employee Wellness between Treasury Board and the Professional Institute of the Public Service of Canada. Upon signature of a revised MOA, the parties agree to take the necessary steps to implement applicable changes that will result once an agreement is reached on the Employee Wellness Support Program (EWSP). The parties agree to continue the current practice of working collaboratively to address concerns with respect to employee wellness and the reintegration of employees into the workforce after periods of leave due to illness or injury. **Appendix “C” MEMORANDUM OF UNDERSTANDING BETWEEN THE NATIONAL RESEARCH COUNCIL CANADA AND THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA WITH RESPECT TO GENDER INCLUSIVE LANGUAGE‌ This memorandum is to give effect to the agreement reached between the National Research of Canada and the Professional Institute of the Public Service of Canada regarding the review of language in the Translators Library Sciences (TRLS) collective agreement. Both parties are committed to and support gender neutrality and inclusivity. To that end, the parties commit to, during the life of the above noted collective agreements, establishing a Joint Committee to review the collective agreements to identify opportunities to render the language more gender inclusive. The parties agree that any changes in language will not result in changes in application, scope or value. Both parties acknowledge that gender inclusivity is more difficult to achieve in the French language compared to the English language, but are committed nonetheless to further supporting and increasing gender neutrality and inclusivity in the collective agreement. The Joint Committee agrees to begin their work in 2020 and will endeavour to finalize the review by December 2021. These timelines may be extended by mutual agreement. **Appendix “D” MEMORANDUM OF UNDERSTANDING BETWEEN THE NATIONAL RESEARCH COUNCIL OF CANADA (NRC) AND THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA (PIPSC) WITH RESPECT TO WORKPLACE HARASSMENT‌ This memorandum is to give effect to the agreement reached between the National Research Council Canada (NRC) and the Professional Institute of the Public Service of Canada (the Institute). Both parties share the objective of creating healthy work environments that are free from harassment and violence. In the context of the passage of Xxxx X-65 C-65 An Act to amend the Canada Labour Code by the Government of Canada, as well as the Clerk of the Privy Council’s initiative to take action to eliminate workplace harassment, the NRC will develop a new directive covering both harassment and violence situations. During this process, the NRC will consult with the Institute on the following: •  mechanisms to guide and support employees through the harassment resolution process; •  redress for the detrimental impacts on an employee resulting from an incident of harassment; and •  ensuring that employees can report harassment without fear of reprisal. The implementation and application of this directive do not fall within the purview of this MOU or the collective agreement. This memorandum expires upon issuance of the new directive or (expiry of the collective agreement), whichever comes first. **Appendix “E” MEMORANDUM OF UNDERSTANDING WITH respect to the implementation of the collective agreement‌.

Appointment from a Different Bargaining Unit. This clause applies in a situation where an employee is appointed into a position in the IS bargaining unit from a position outside the IS bargaining unit where, at the date of appointment, provisions similar to those in 26.08 and 26.09 are still in force, unless the appointment is only on an acting basis. (a) Subject to clause 26.01, on the date an indeterminate employee becomes subject to this Agreement after June 1, 2015, he/she shall be entitled to severance payment equal to one (1) week's pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week's pay multiplied by the number of days of continuous employment divided by three hundred and sixtyfive (365), to a maximum of thirty (30) weeks, based on the employee's rate of pay of his/her substantive position on the day preceding the appointment. (b) Subject to clause 26.01, on the date a term employee becomes subject to this Agreement after June 1, 2015, he/she shall be entitled to severance payment payable under 26.15(b), equal to one (1) week's pay for each complete year of continuous employment, to a maximum of thirty (30) weeks, based on the employee's rate of pay of his/her substantive position on the day preceding the appointment. (c) An employee entitled to a severance payment under sub-paragraph (a) or (b) shall have the same choice of options outlined in 26.15, however the selection of which option must be made within three (3) months of being appointed to the bargaining unit. **Appendix “B” Memorandum of Agreement on Supporting Employee Wellness‌ The parties recognize that this agreement is conditional upon the conclusion of a renewed Memorandum of Agreement (MOA) on Supporting Employee Wellness between Treasury Board and the Professional Institute of the Public Service of Canada. Upon signature of a revised MOA, the parties agree to take the necessary steps to implement applicable changes that will result once an agreement is reached on the Employee Wellness Support Program (EWSP). The parties agree to continue the current practice of working collaboratively to address concerns with respect to employee wellness and the reintegration of employees into the workforce after periods of leave due to illness or injury. **Appendix APPENDIX “C” MEMORANDUM OF UNDERSTANDING BETWEEN THE NATIONAL RESEARCH COUNCIL CANADA AND THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA WITH RESPECT TO GENDER INCLUSIVE LANGUAGE‌ This memorandum is to give effect to the agreement reached between the National Research of Canada and the Professional Institute of the Public Service of Canada regarding the review of language in the Translators Information Services (TRIS) collective agreement. Both parties are committed to and support gender neutrality and inclusivity. To that end, the parties commit to, during the life of the above noted collective agreements, establishing a Joint Committee to review the collective agreements to identify opportunities to render the language more gender inclusive. The parties agree that any changes in language will not result in changes in application, scope or value. Both parties acknowledge that gender inclusivity is more difficult to achieve in the French language compared to the English language, but are committed nonetheless to further supporting and increasing gender neutrality and inclusivity in the collective agreement. The Joint Committee agrees to begin their work in 2020 and will endeavour to finalize the review by December 2021. These timelines may be extended by mutual agreement. **Appendix APPENDIX “D” MEMORANDUM OF UNDERSTANDING BETWEEN THE NATIONAL RESEARCH COUNCIL OF CANADA (NRC) AND THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA (PIPSC) WITH RESPECT TO WORKPLACE HARASSMENT‌ This memorandum is to give effect to the agreement reached between the National Research Council Canada (NRC) and the Professional Institute of the Public Service of Canada (the Institute). Both parties share the objective of creating healthy work environments that are free from harassment and violence. In the context of the passage of Xxxx X-65 C-65 An Act to amend the Canada Labour Code by the Government of Canada, as well as the Clerk of the Privy Council’s initiative to take action to eliminate workplace harassment, the NRC will develop a new directive covering both harassment and violence situations. During this process, the NRC will consult with the Institute on the following: • mechanisms to guide and support employees through the harassment resolution process; • redress for the detrimental impacts on an employee resulting from an incident of harassment; and • ensuring that employees can report harassment without fear of reprisal. The implementation and application of this directive do not fall within the purview of this MOU or the collective agreement. This memorandum expires upon issuance of the new directive or (expiry of the collective agreement), whichever comes first. **Appendix “E” MEMORANDUM OF UNDERSTANDING WITH respect RESPECT TO THE IMPLEMENTATION OF THE COLLECTIVE AGREEMENT‌ Notwithstanding the provisions of clause 13.03 on the calculation of retroactive payments this memorandum is to give effect to the implementation understanding reached between the Employer and the Professional Institute of the collective agreement‌Public Service of Canada regarding a modified approach to the calculation and administration of retroactive payments for the current round of negotiations.