April March Sample Clauses
April March. Is discharged and the discharge is not reversed through the grievance or arbitration procedure; Has been laid off without recall for twenty-four (24) months; Is absent from scheduled work for a period of three (3) or more consecutive working days without notifying of absence and providing a reason satisfactory to
April March. Hours Tours: Hours
April March. If an employee elects salary continuance as their method of severance payment, they will remain eligible for Extended Health, Dental, Pension and Group Life Insurance for the duration of the severance period. An employee who remains on the recall list may continue to pay the full premium cost of a benefit or benefits up to six (6) months following the end of the month in which the layoff occurs, save and except for Long Term Disability. Such payment shall be made through the payroll office of provided that the employee informs of her intent to do so at the time of layoff, and arranges with the appropriate payment schedule. Before issuing notice of long term layoff pursuant to Article will offer voluntary exit options to a sufficient number of employees in the same classification in order of seniority to the extent that the maximum number of employees in either full time or part time status who elect a voluntary exit option is equivalent to the number of employees who would otherwise be subject to layoff under Article An employee who elects a voluntary exit option shall receive following completion of the last day of work, a voluntary exit option of two (2) weeks salary for each year of service, to a maximum ceiling of fifty-two (52) weeks pay.
April March. The Society and the Union agree to support initiatives that promote awareness and education about sound practices in the workplace. The Society agrees to provide workstations that meet ergonomic standards and will seek expert consultation as required. The Central Joint Healthand Safety Committeewill research recommendguidelines to be used as part of regular worksite inspections to assess ergonomicswhich may include: the layout and condition of the workstations the characteristics of objects or equipment handled the physical demands of the work Quarterly reports of the branch worksite inspections specifically relating to ergonomicswill be provided to the Central Joint Health and Safety for the purpose of analyzing the issues raised, if any, and to bring recommendations. This letter of understanding does not form part of the collective agreement and shall not be the subject matter of a grievance or arbitration. I Catholic Children's A i d Society of Toronto I April Flexible 2-Week Work Plan NotwithstandingArticle the Society and Local have agreed that the following "Flexible 2-Week Work Plan" may be utilized by full-time employees on a voluntary basis to guide their hours of work This Plan will be considereda 'pilot' for the life of the collectiveagreement and evaluated on an annual basis This Flexible 2-Week Work Plan acknowledges the current stressful work environment and has been designed to provide staff with the opportunity to: have time off work for their health and well being balance work and personal life take more control over their hours of work Definition of Flexible 2-Week Work Plan Employeeswill be permitted to voluntarily work extended daily hours, taking into consideration service requirements,for the purpose of earning and banking sufficient credits to allow paid day off in every working days. Eligible employees may opt in or out of the program based on their individual needs. Implementation of Flexible 2-Week Work Plan The Flexible 2-Week Work Plan will be implementedon a Society or department wide basis only after mutual agreement on the operation of this system Is secured between the Union and the Society. Flexible Hours of Work Employees who currently work hours per week shall have their regular hours of work spread over a 2-week, working days cycle. The regular hours of work shall remain at during the 2-week cycle. Employees who have opted to participate will identify their preferred day off subject to approval based on seniority and ser...
April March. An employee shall give the Hospital thirty (30) calendar days notice in writing when her termination is pending unless she is a probationary employee. Notice of termination of employment does not apply to:
April March. In the event that a casual employee is retained by the Hospital on a permanent basis, her seniority and service for the purpose of applying the provisions of this Agreement shall be retroactive to her original date of hire as a casual employee, and her period of casual employment shall be applied towards her probation period which shall be decreased proportionately. Prior to September seniority and service shall be calculated on the basis of one thousand seven hundred and (1,725) hours worked being equivalent to one (1) year. Effective April seniority and service, for the purpose of this clause, shall be calculated on the basis of one thousand five hundred (1,500) hours worked being equivalent to one (1) year.
April March. Agreement between Greyhound and CAW Local Section I (General) When requested by the Company or as required under this Agreement, attendees at the investigative and disciplinary meetings shall receive the applicable rate of pay for all time spent in attendance at such meetings. Disciplinary action charged on the personnel record of an employee shall not be admissible or used in any disciplinary or arbitration proceeding after a period of two (2) calendar years from the date of entry providing that no similar disciplinary action has been charged to such record. Time for Imposition of Discipline Employees and their Shop Stewards must be advised within ten working days of the Employer becoming aware of an for which discipline is being considered or the resulting discipline will be deemed to be null and void. A meeting to discuss the situation potentially leading to discipline will be arranged as soon as possible as per the provisions of the Agreement. Extensions to this time limit may be mutually agreed between the parties. Personnel Files An employee may request, through their Supervisor, to examine their own personnel file and shall be allowed to do so under supervision. A Shop Steward may accompany the employee at the employee's request. The Union agrees that all employees shall be governed by the rules and regulations established from time to time by the Employer and shall also strictly observe all special orders bulletined or verbally conveyed by the Employer unless such orders are contrary to law or to the provisions of this Agreement. Copies of these rules and regulations shall be promptly forwarded to the Union. In cases where "Company" policy and procedure instructions refer to provisions covered in this Agreement, such policies and procedure instructions shall be forwarded to the Union prior to implementation. Employees shall be paid on a basis. When pay claims are disallowed by an employee's Supervisors, they shall be returned to the employee with an explanation as to the reason for denial. Rejected pay claims will carry the signatures of the Supervisors rejecting same. When claims for pay are rejected by the payroll office, they shall be returned to the employee with an explanation as to the reason for denial. April to March Collective Agreement between Greyhound and CAW Local Section I (General) The Employer shall advise the Union in writing of all employee transfers, lay- offs, promotions and terminations within five (5)working days of occurrence...
April March. If one of the job sharers leaves the arrangement, her position will be posted, If there is no successful applicant to the position, the shared position must revert to a full-time position. The remaining employee will have the option of continuing the full-time position or reverting to a part-time position for which she qualified. If she does not continue full-time, the position will be posted in accordance with the Collective Agreement.
April March. An employee who has had thirteen (13) weeks of continuous service immediately prior to the expected date of delivery shall be eligible for maternity leave of up to thirty-five (35) weeks duration. An employee must notify the employer in writing that she will be requesting maternity leave. The request must be accompanied by a certificate from a legally qualified medical practitioner, stating that the employee named therein is pregnant and specifying the date on which delivery is expected. As soon as possible, but no later than two (2) weeks prior to the expected date of leave, the employee shall specify in writing the date of commencement of the leave and the length of time requested. In accordance with the Human Rights Code, the Hospital will make every reasonable effort to accommodate the needs of the pregnant employee. It is understood that during the maternity leave, credits for service for the purpose of seniority, salary increments, vacation, sick leave or any other benefit under any provisions of the collective agreement or otherwise shall continue to accumulate during the leave. In the case of a part-time employee, such service shall accumulate on the basis of what the regular hours of work would have been had she not been on maternity leave. In addition, the Hospital shall continue to pay its share of benefits and/or percentage-in-lieu and pay provided the collective agreement during the period of maternity leave to a maximum of thirty-five weeks. The Hospital shall register the part-time benefit payments as part of the Supplemental Unemployment Benefit Plan.
April March. Staff employed on a job-sharing position accept the conditions for the full-time rotation and hours as scheduled as provided by the Collective Agreement. Upon hiring or transferring to a job shared position, each employee shall receive a letter stating: