Common use of ARTICLE Clause in Contracts

ARTICLE. The Parties agree that the of are to ensure that workload duties are being performed satisfactorilyand to improve the quality of teaching or research by assisting the Employee to develop her There shall be three types of evaluation conducted by the Employer, informal evaluations, formal evaluations,and student evaluations. Reasonable methods shall be used in conducting evaluations in the context of this Article. For every appointment there shall be an informal evaluation based on criteria relevant to the Unit in the appointment is held and relevant to the nature of the duties required by the appointment. Provisions of thisArticle shall not be used as a source of information in reaching decisions on hiring except as provided for in Informal Evaluation The informal evaluation cannot take place earlier the mid- point of the appointment and shall be conducted by the Employee’s immediate Supervisor. An Employee in a supervisory position shall pass on the responsibility of conducting the to her immediate Supervisor. The results of the informal evaluation shall be set out in writing and shall conclude in one of the following a) the performance is excellent, that is, all the are met and the quality of the performance exceedsexpectations; the performance is satisfactory, that is, all the requirements are met and the quality of the performance meets expectations; the performance is satisfactory, but one or more minor deficienciesexist and should be corrected; or the performance is seriously deficient and a formal evaluation is therefore requested. The Employee shall be given a copy of the informal evaluation and have an opportunity to discuss the results with the person conducting the evaluation before the evaluation is placed in the Employee’s Personal File. Any Written comments the Employee may wish to make about the evaluation shall be attached to the copy of the evaluation that is placed in the Employee’s Personal File, provided the Employee delivers a copy of the comments to the appropriate Unit authority and requests that her Written comments be attached to the copy of the evaluation. Formal Evaluation A formal evaluation can take place only if it is requested pursuant to The formal evaluation will take place before the end of the Employee’s contract, it understood that where possible enough time should elapse between the informal and the formal evaluation to the Employee to address the concerns expressed in the informal evaluation. Such an evaluation shall be conducted by the Department Chair of the Unit where the Employee is employed, it being understood that where the Department Chair is also the Supervisor,the formal evaluation shall be conductedby the xxxx of the faculty where the Employee is employed, or her delegate. Prior to the formal evaluation of any Employee, the Employer shall consult with the Employee concerning the time and criteria to be The evaluation shall conclude with one of the following findings:

ARTICLE. The Parties agree that When a new job classification is created in the bargaining unit, or additional employees are required in an existing job classification in the bargaining unit, the Employer will post a notice of are to ensure that workload duties are being performed satisfactorilyand to improve the quality vacancy for a period of teaching or research by assisting the Employee to develop her There shall be three types of evaluation conducted five working days in all schools and maintenance shops covered by the Employer, informal evaluations, formal evaluations,and student evaluationsCollective Agreement. Reasonable methods shall be used in conducting evaluations in the context of this Article. For every appointment there shall be an informal evaluation based on criteria relevant to the Unit in the appointment is held and relevant to The notice will specify the nature of the duties job, the shift, qualifications required and the rate of pay. An employee who wishes to be considered for the position so posted shall signify his/her desire by making formal application in accordance with the provisions of the posting. In filling any posted vacancy under this Article, the Employer will consider the requirements and efficiency of operations, the knowledge, training, skill and ability of the individual to perform the normal required work and, where these are relatively equal, seniority shall govern. If the job is not filled as a result of the posting, or if no suitable applications are received, the Employer reserves the right to hire. Applications of bargaining unit employees will be processed before the vacancy is advertised externally. Where a trade certificate is required for the position the Employer may post and advertise the position simultaneously. Where the Employer is aware that the incumbent in a position requiring a trade certificate is retiring, the normal posting procedure shall be followed. Any unsuccessful applicants who have higher seniority standing than the successful applicant will be informed in writing of the reasons for not being selected within five working days of the selection of the successful applicant. The Employer shall post a vacancy occasioned by the appointmentplacing of the successful applicant in the position originally posted but any further vacancies need not be posted (a maximum of two postings). Provisions The successful applicant will be placed in the vacancy for a trial period not exceeding sixty working days and, if the employee proves satisfactory, the employee shall be confirmed in the position. If the employee proves unsatisfactory, or wishes to return to his/her former position during this time, shall be returned to the former position at the former salary as will any other employee in the bargaining unit who was promoted or transferred by reason of thisArticle such placement. Any employee who has successfully bid under this Article shall not be used as entitled to bid on a source posted job for six months from the date of information his/her successful bid, except in reaching decisions on hiring except as provided for in Informal Evaluation The informal evaluation cannot take place earlier the mid- point case of the appointment and shall be conducted by the Employee’s immediate Supervisor. An Employee a a posted job in a supervisory position shall pass on the responsibility of conducting the to her immediate Supervisor. The results of the informal evaluation shall be set out in writing and shall conclude in one of the following a) the performance is excellent, that is, all the are met and the quality of the performance exceedsexpectations; the performance is satisfactory, that is, all the requirements are met and the quality of the performance meets expectations; the performance is satisfactory, but one or more minor deficienciesexist and should be corrected; or the performance is seriously deficient and a formal evaluation is therefore requested. The Employee shall be given a copy of the informal evaluation and have an opportunity to discuss the results with the person conducting the evaluation before the evaluation is placed in the Employee’s Personal Filehigher paid job classification. Any Written comments the Employee may wish to make about the evaluation job which is vacant because of illness, accident, vacation, leave of absence, temporary transfers or promotions and temporary vacancies shall not be attached to the copy of the evaluation that is placed in the Employee’s Personal File, provided the Employee delivers a copy of the comments to the appropriate Unit authority and requests that her Written comments be attached to the copy of the evaluation. Formal Evaluation A formal evaluation can take place only if it is requested pursuant to The formal evaluation will take place before the end of the Employee’s contract, it understood that where possible enough time should elapse between the informal and the formal evaluation to the Employee to address the concerns expressed in the informal evaluation. Such an evaluation shall be conducted by the Department Chair of the Unit where the Employee is employed, it being understood that where the Department Chair is also the Supervisor,the formal evaluation shall be conductedby the xxxx of the faculty where the Employee is employed, or her delegate. Prior to the formal evaluation of any Employee, the Employer shall consult with the Employee concerning the time and criteria deemed to be The evaluation shall conclude with one vacant for the purposes of the following findings:this Article.

ARTICLE. The Parties agree that the of are In order to ensure that workload duties employees are being performed satisfactorilyand given the opportunity of applying for transfers and promotions, the Board agrees to improve comply with the quality following procedures: When vacancies occur or new jobs of teaching a permanent nature are created within the scope of this Collective Agreement, the Board shall send notices for all such vacancies or research by assisting the Employee new jobs to develop her There each school where they shall be three types of evaluation conducted posted for five (5) working days. In addition, all non-custodian employees, covered by the Employerthis collective agreement, informal evaluations, formal evaluations,and student evaluations. Reasonable methods shall be used in conducting evaluations in entitled to a notice mailed to them, if requested. Any employee who is absent from work for any authorized reason shall be entitled to have notices mailed to them upon request. Employees shall have the context right to bid on such vacancies or new jobs and they shall be filled from applications received on the basis of seniority, provided qualifications, and ability to perform such work are satisfactory. If no applicationsare received from employees,the Board shall be free to advertise for such position. Employees shall be eligible to successfully post into three (3) positions per calendar year. Employees transferred pursuant to paragraph shall have all seniority privileges transferred with each such employee and each such employee transferred to: Custodians shall be on a trial basis at the new school for not more than ten days. Positions other positions within the competence of this Article. For every appointment there Agreement, shall be an informal evaluation based on criteria relevant a trial basis of not more than thirty (30) days. Vacancies Temporary vacancies shall be posted if such vacancies go beyond six (6 )months, provided that the original employee holding such position shall be entitled to previous job upon return. All vacancies in connection with this posting are also temporary. The other employee at the Unit school will be allowed first opportunity to accept the vacancy for six (6) months from the day such vacancy occurs. In the event that any employee reverts back to previous job, shall maintain all rights and privileges of previous employment, and the next most senior applicant for the posted position shall automatically receive such position without re-posting. The Board will hire full time custodians to be designated as “Supply Custodians”. These custodians will be used to replace custodians and utility only. Supply custodians will fill future custodians’ vacancies in accordance with their seniority. Part time custodians will be allowed to apply for and will be considered for any future vacancies within the appointment is held and relevant to the nature of the duties required by the appointmentSupply Custodians’ classification. Provisions of thisArticle Utility shall not be used as required to full custodian duties if a source supply custodian is available on shift. In the event a custodian is absent, shall be replaced on the second day, in the following order of information in reaching decisions priority: Part-time Overtime offered to at least four (4) other Utility Copies of all job and a list of applicants and their seniority (date and number on hiring except as list) are to be provided for in Informal Evaluation The informal evaluation cannot take place earlier by the mid- point Board to the Chief Xxxxxxx or Assistant Chief Xxxxxxx and the appropriate area or department within five (5) days after the closing date of the appointment and shall be conducted by the Employee’s immediate Supervisor. An Employee in a supervisory position shall pass on the responsibility of conducting the to her immediate Supervisorposting. The results Board shall maintain a minimum of six (6 )supply custodian and a maximum of twenty (20) part-time custodians. The Board shall assign a part-time custodian up to a maximum of two (2) loads in any one shift, with a minimum of two (2) hours per load. ADDENDUM JOB POSTING When vacancies or new jobs of a permanent nature are created within any Bargaining Unit: The posting procedure will be carried out according to the informal evaluation shall applicable clauses of that collective agreement. The same time limits will apply for all employees. If no qualified employees within a bargaining unit apply for a posted position, then applications for the position from qualified employees within other units will be set out in writing considered as follows: The successful candidate for a position within the Office and shall conclude in one Clerical School Secretary unit will carry full seniority rights with The successful candidate for a position within other bargaining units will carry seniority rights for the calculation of the following a) the performance is excellent, that is, all the are met vacation and the quality of the performance exceedsexpectations; the performance is satisfactory, that is, all the requirements are met and the quality of the performance meets expectations; the performance is satisfactorybenefits, but one or more minor deficienciesexist seniority rights affectingjob posting and should be corrected; or lay-off procedures will apply from the performance is seriously deficient and a formal evaluation is therefore requesteddate of entry into that bargaining unit. The Employee successful applicant for the position of Office and Clerical and/or School Secretary shall serve a thirty (30) day period during which time the incumbent will be given evaluated. The successful candidate for the position in Custodians and Maintenance School Assistant shall serve a copy sixty (60) day period during which time the incumbent will be evaluated. If the candidate reverts to their previous position they shall maintain all rights and privileges of their previous position plus any accumulated seniority during their period. In the informal evaluation and have an opportunity to discuss event the results with the person conducting the evaluation before the evaluation employee is placed laid off in the Employee’s Personal File. Any Written comments unit they have transferred into, the Employee employee may wish to make about the evaluation shall be attached to the copy of the evaluation that is placed in the Employee’s Personal Filebump back into their original bargaining unit, provided the Employee delivers a copy lay-off occurs within five (5) years of the comments transfer. The Board reserves the right to hire one (1) outside employee for every two (2) employees transferred from other bargaining units. This shall apply on a unit by unit basis. The employees in this bargaining unit agree to recognize the appropriate Unit authority and requests that her Written comments be attached to seniority of employees transferred from other bargaining units in accordance with the copy terms of the evaluation. Formal Evaluation A formal evaluation can take place only if it is requested pursuant to The formal evaluation will take place before the end of the Employee’s contract, it understood that where possible enough time should elapse between the informal this clause and the formal evaluation to the Employee to address the concerns expressed comparable clauses in the informal evaluation. Such an evaluation shall be conducted by the Department Chair of the Unit where the Employee is employed, it being understood that where the Department Chair is also the Supervisor,the formal evaluation shall be conductedby the xxxx of the faculty where the Employee is employed, or her delegate. Prior to the formal evaluation of any Employee, the Employer shall consult with the Employee concerning the time and criteria to be The evaluation shall conclude with one of the following findings:other bargaining units.

ARTICLE. The Parties agree An employee on initial hire will be placed in the applicable salary range at a step in the range that recognizes recent and relevant healthcare or other work experience related to the position. For example, an employee with worked hours of are to ensure that workload duties are being performed satisfactorilyand to improve recent and relevant healthcare experience will be placed at Years in the quality of teaching or research by assisting range. Internal applicants who, while not chosen as the Employee to develop her There shall be three types of evaluation conducted best qualified for the particular job posting, were found by the EmployerEmployer to be qualified and suitable candidates, informal evaluationswill on an eligibility list for positions of the same employment status. (i.e., formal evaluations,there will be a separate list for full-time positions, part-time positions, term positions and student evaluationscasual positions). Reasonable methods shall These lists remain in effect for twelve ( I2) months. Where there is more than one (1) such eligible employee, each will be used in conducting evaluations advised of their ranking for selection for the position that may become available during their twelve (12) month eligibility. All unsuccessful candidates will be advised of the results of the competition and, upon request, will be advised of the reasons why they were unsuccessful in the context of this Articlecompetition. For every appointment there shall be When an informal evaluation based on criteria relevant to the Unit in the appointment internal candidate is held and relevant to the nature of the duties required by the appointment. Provisions of thisArticle shall not be used as selected, will serve a source of information in reaching decisions on hiring except trial period as provided for in Informal Evaluation The informal evaluation cannot take place earlier Article of this Agreement. Employees who were unsuccessful as candidates for job positions may grieve the mid- point Employer‘s selection decision or their placement on the eligibility list, but must do so within fourteen (14) calendar days of being advised of the decision. I A grievance filed pursuant to Clause will be the subject of an immediate review by the Employer and the Union. If the grievance is not settled as a result of that review, it will proceed immediately to arbitration pursuant to Article of this Agreement. The appointment and of the candidate selected by the Employer will not become effective pending the arbitrator’s award. Pending the outcome of the arbitration, the Employer may fill the position with a casual employee or reassign an existing employee. All reasonable steps shall be conducted by taken to expedite the Employee’s immediate Supervisor. An Employee in a supervisory position shall pass on the responsibility of conducting the to her immediate Supervisorarbitration. The results arbitrator will be encouraged to conduct a hearing immediately and to render a written award within ten (10) days of the informal evaluation shall be set out in writing and shall conclude in one of the following a) the performance is excellent, that is, all the are met and the quality of the performance exceedsexpectations; the performance is satisfactory, that is, all the requirements are met and the quality of the performance meets expectations; the performance is satisfactory, but one or more minor deficienciesexist and should be corrected; or the performance is seriously deficient and a formal evaluation is therefore requested. The Employee shall be given a copy of the informal evaluation and have an opportunity to discuss the results with the person conducting the evaluation before the evaluation is placed in the Employee’s Personal File. Any Written comments the Employee may wish to make about the evaluation shall be attached to the copy of the evaluation that is placed in the Employee’s Personal File, provided the Employee delivers a copy of the comments to the appropriate Unit authority and requests that her Written comments be attached to the copy of the evaluation. Formal Evaluation A formal evaluation can take place only if it is requested pursuant to The formal evaluation will take place before the end of the Employee’s contract, it understood that where possible enough time should elapse between hearing. The award will be final and binding. The arbitrator shall have jurisdiction to decide whether the informal Employer has properly assessed the qualifications and whether the formal evaluation to the Employee to address the concerns expressed Employer otherwise acted fairly and reasonably in the informal evaluationselection of a candidate. Such If the arbitrator determines that the selection process was flawed, in whole or in part, may direct that the posting and selection process be redone in whole or in part. Employees may, prior to commencing a leave of absence of eight (8) weeks or less, file an evaluation intention to bid on up to two (2) potential The employee shall only be considered for the posting if available for the selection process. Employees who are subject to layoff, or who have recall rights shall be conducted by given preference for appointment to any vacant or newly created position for which the Department Chair of employee is qualified to perform the Unit where the Employee is employed, it being understood that where the Department Chair is also the Supervisor,the formal evaluation shall be conductedby the xxxx of the faculty where the Employee is employed, work or her delegatecould qualify within a one (1) month orientation period. Prior to the formal evaluation of any Employee, the Employer shall consult with the Employee concerning the time and criteria to be The evaluation shall conclude with one of the following findings:ARTICLE

ARTICLE. For the purpose of this and the preceding Article, posting shall mean posting on the appropriate school or department bulletin board with a copy to the President of the Union. Each employee who is seeking a transfer to other positions shall so notify the Manager of Plant in writing before the 1st day in September in each year. When vacancies occur, an employee whose name appears in active file for transfer to the specific location in question, will be given priority consideration for such position where there isn't a successful through the posting provisions of the agreement, and the appointment will be made in accordance with the conditions of except that preference may be given to who have not transferred within the preceding six months. The Parties agree that Employer agrees to provide the Union a copy of are the request for transfer list by September 15th of each year. Employees may be transferred by the Employer which shall not be done in an arbitrary manner, under the following conditions: when a transfer is mutually acceptable to ensure that workload duties are being performed satisfactorilyand the employees concerned or when, in the judgement of the Employer which shall not be exercised in an manner, a transfer to improve the quality of teaching maintain harmonious and/or efficient operations, or research by assisting the Employee when a transfer is required to develop her There temporarily fill a vacancy or to a temporary vacancy, or place employees, when a position has become redundant. Transfers and shall be three types restricted to transfers between in the same or where the position has been posted under the conditions of evaluation conducted the posting procedure and no applicant has applied. Transfers in be for a task or a specific of time not exceeding sixty-five days, for an indefinite period of time when relieving an employee who is absent due to illness, vacations or other leaves of absence. ARTICLE Union Stewards and Committee members who are required to be absent from their place of duty to deal with Union matters connected with this Agreement other than complaints or grievances must make written application for absence using the appropriate form. This application should be made as far in advance as and be submitted to the Employer for approval. Union who desire to be absent from their place of duty to deal with complaints or grievances must verbally apply for permission from their immediate supervisors. application for permission shall not be unreasonably refused having regard to the efficiency of operations of the Employer. If an employee fails to request and obtain such permission and is absent from the place of duty, shall be deemed to be absent without leave. The Employer will not make any wage deductions from Union Stewards and Committee members who have permission to deal with complaints or grievances or from Stewards and Committee members (other than Negotiation Committee members) who have permission to attend joint meetings with the Employer. Negotiation Committee members and all other employees on leave of absence under this subsection, shall be without pay, and without loss of seniority. Upon the request of the Union, made at least two in advance, leave of absence without pay and without of seniority shall be granted to employees to attend Union Conventions or other Union business. Where leave of absence for Union Conventions or other Union business is requested, is understood the Union will request leave of absence for more than ten employees at one time and not more than four from any department. Upon approval of the Superintendent Business Administration, the Union may appoint alternates to elected delegates if circumstances prevent the elected delegate from attending to any Union Convention or to Union business. Where and when the Union makes a request for of absence for and where are approved by the Employer, informal evaluationsthe Employer continue to pay the salary of the The Employer shall the appropriate salary costs to the Treasurer of the Union, formal evaluations,who shall pay the invoice thirty days of receipt. OF The Employer may grant of without pay to an employee requesting leave, ifin opinion of the Employer, the granting of such leave is justified having regard to the reason for such request and student evaluationsthe requirements of the job. Reasonable methods or Each eligible employee shall be used in conducting evaluations in allowed leave of absence without deduction of salary and without loss of seniority when required to serve on jury or subpoenaed as witness provided that the context employee notifies Board immediately that will be required to attend court and presents proof of this Articlerequiring the employee's attendance. For every appointment there shall All compensation received by the employee excluding mileage and travelling expenses for such a jury or witness shaft be an informal evaluation based on criteria relevant reimbursed to the Unit in Employer, and the appointment is held and relevant to the nature employee on request of the duties required by the appointmentEmployer, shall produce an official statement of such monies received. Provisions of thisArticle Absence occasioned through jury duty or subpoena shall not be used charged against the employee's sick leave credit. Quarantine Each eligible employee shall be entitled to salary notwithstanding absence from duty in any case where, because of to a disease, is quarantined or otherwise is prevented by order of the medical health authorities from attending to duties. occasioned through quarantine shall not be charged against the employee's sick leave credit. Subject to the provisions of this Agreement any employee other than a probationaryemployee, who is absent due to sickness shall be entitled to unpaid leave of absence after sick credits have expired. Such leave shall granted either as a source result of information in reaching decisions on hiring except as provided for in Informal Evaluation The informal evaluation cannot take place earlier the mid- point a request of the appointment and shall be conducted employee, or as initiated by the Employee’s immediate SupervisorEmployer. An Employee in a supervisory position shall pass Notwithstanding Clause an employee with more than five years seniority will continue to accumulate seniority while on the responsibility of conducting the to her immediate Supervisor. The results of the informal evaluation shall be set out in writing and shall conclude in one of the following a) the performance is excellent, that is, all the are met and the quality of the performance exceedsexpectations; the performance is satisfactory, that is, all the requirements are met and the quality of the performance meets expectations; the performance is satisfactoryunpaid sick leave, but one or more minor deficienciesexist and should be corrected; or the performance is seriously deficient and a formal evaluation is therefore requested. The Employee provisions of (e) shall be given a copy of the informal evaluation and have an opportunity to discuss the results with the person conducting the evaluation before the evaluation is placed in the Employee’s Personal File. Any Written comments the Employee may wish to make about the evaluation shall be attached to the copy of the evaluation that is placed in the Employee’s Personal File, provided the Employee delivers a copy of the comments to the appropriate Unit authority and requests that her Written comments be attached to the copy of the evaluation. Formal Evaluation A formal evaluation can take place only if it is requested pursuant to The formal evaluation will take place before the end of the Employee’s contract, it understood that where possible enough time should elapse between the informal and the formal evaluation to the Employee to address the concerns expressed in the informal evaluation. Such an evaluation shall be conducted by the Department Chair of the Unit where the Employee is employed, it being understood that where the Department Chair is also the Supervisor,the formal evaluation shall be conductedby the xxxx of the faculty where the Employee is employed, or her delegate. Prior to the formal evaluation of any Employee, the Employer shall consult with the Employee concerning the time and criteria to be The evaluation shall conclude with one of the following findings:apply.

ARTICLE. The Parties agree An employee on initial hire will be placed in the applicable salary range at a step in the range that recognizes recent and relevant healthcare or other work experience related to the position to a maximum of are to ensure that workload duties are being performed satisfactorilyand to improve Years in the quality range. For example, an employee with worked hours of teaching or research by assisting recent and relevant healthcare experience will be placed at Years in the Employee to develop her There shall be three types of evaluation conducted range. Internal applicants who, while not chosen as the best qualified for the particular job posting, were found by the EmployerEmployer to be qualified and suitable candidates, informal evaluationsadvised of their ranking for selection for the position that may become available during their twelve (12) month eligibility. All unsuccessful candidates will be advised of the results of the competition and, formal evaluations,and student evaluations. Reasonable methods shall upon request, will be used in conducting evaluations advised of the reasons why they were unsuccessful in the context of this Articlecompetition. For every appointment there shall be When an informal evaluation based on criteria relevant to the Unit in the appointment internal candidate is held and relevant to the nature of the duties required by the appointment. Provisions of thisArticle shall not be used as selected, will serve a source of information in reaching decisions on hiring except trial period as provided for in Informal Evaluation The informal evaluation cannot take place earlier Article of this Agreement. Employees who were unsuccessful as candidates for job positions may grieve the mid- point Employer’s selection decision or their placement on the eligibility list, but must do so within fourteen (14) calendar days of being advised of the decision. A grievance filed pursuant to Clause will be the subject of an immediate review by the Employer and the Union. If the grievance is not settled as a result of that review, it will proceed immediately to arbitration pursuant to Article of this Agreement. The appointment and of the candidate selected by the Employer will not become effective pending the arbitrator’s award. Pending the outcome of the arbitration, the Employer may fill the position with a casual employee or reassign an existing employee. All reasonable steps shall be conducted by taken to expedite the Employee’s immediate Supervisor. An Employee in a supervisory position shall pass on the responsibility of conducting the to her immediate Supervisorarbitration. The results arbitrator will be encouraged to conduct a hearing immediately and to render a written award within ten (10) days of the informal evaluation shall be set out in writing and shall conclude in one of the following a) the performance is excellent, that is, all the are met and the quality of the performance exceedsexpectations; the performance is satisfactory, that is, all the requirements are met and the quality of the performance meets expectations; the performance is satisfactory, but one or more minor deficienciesexist and should be corrected; or the performance is seriously deficient and a formal evaluation is therefore requested. The Employee shall be given a copy of the informal evaluation and have an opportunity to discuss the results with the person conducting the evaluation before the evaluation is placed in the Employee’s Personal File. Any Written comments the Employee may wish to make about the evaluation shall be attached to the copy of the evaluation that is placed in the Employee’s Personal File, provided the Employee delivers a copy of the comments to the appropriate Unit authority and requests that her Written comments be attached to the copy of the evaluation. Formal Evaluation A formal evaluation can take place only if it is requested pursuant to The formal evaluation will take place before the end of the Employee’s contract, it understood that where possible enough time should elapse between hearing. The award will be final and binding. The arbitrator shall have jurisdiction to decide whether the informal Employer has properly assessed the qualifications and whether the formal evaluation to the Employee to address the concerns expressed Employer otherwise acted fairly and reasonably in the informal evaluationselection of a candidate. Such If the arbitrator determines that the selection process was flawed, in whole or in part, may direct that the posting and selection process be redone in whole or in part. Employees may, prior to commencing a leave of absence of eight (8) weeks or less, file an evaluation intention to bid on up to two (2) potential The employee shall only be considered for the posting if available for the selection process. Employees who are subject to layoff, or who have recall rights shall be conducted by given preference for appointment to any vacant or newly created position for which the Department Chair of employee is qualified to perform the Unit where the Employee is employed, it being understood that where the Department Chair is also the Supervisor,the formal evaluation shall be conductedby the xxxx of the faculty where the Employee is employed, work or her delegate. Prior to the formal evaluation of any Employee, the Employer shall consult with the Employee concerning the time and criteria to be The evaluation shall conclude with could qualify within a one of the following findings:(1) month orientation period.

ARTICLE. The Parties agree that (a) Vacancies are created by the creation of are a new position, the transfer of an existing employee out of a position, the termination of existing employees, or the temporary absence of an employee exceeding six months. An employee absent from a position for than sic (6) months due to ensure that workload duties are being performed satisfactorilyand a serious illness or a Workers' Compensation accident shall not create a vacancy. If it is the intent of the employer not to improve f i l l the quality of teaching or research by assisting vacancy, the Employee to develop her There Local shall be three types notified accordingly within thirty (30) days of evaluation conducted the creation of the vacancy. Collective Agreement If it is the intent of the Employer to fill the vacancy, the position shall be posted within thirty (30) days of the date the vacancy was created. The position shall be posted for seven (7) working days in all departments, and when there is a vacancy the position filled within sixty (60) days of the creation of the vacancy. In the event of a vacancy in any department, the City shall give priority in the filling of such vacancy to permanent employees of the City. The position shall be posted for seven (7)working days in all departments. In filling any vacancy, preference shall be given to permanent employees if qualified. When an employee who is interviewed for a position and is unsuccessful in obtaining the position, that said employee shall be provided with the reasons in writing if so requested by the Employer, informal evaluations, formal evaluations,employee. Applications for such appointments and student evaluations. Reasonable methods promotions shall be used considered on the basis of any or all of the following factors: education, experience, ability, general adaptability, special aptitudes, physical fitness, knowledge, skill, personality, character and length of service with the City. Consideration of the foregoing factors shall be conducted in conducting evaluations in a manner that w i l l provide a fair and straight forward analysis of the context fitness of this Articleall applications by either written or oral examination, demonstration of ability, evaluation of training and experience, or such test as to establish fitness or any combination of the foregoing as may be determined by the City. For every appointment employee who receives a promotion shall upon receipt of responsibilities for the new position be paid at the appropriate wage for the position. position When a employee receives a promotion to a higher paid position there shall be an informal evaluation based on criteria relevant to a probationary period during which performance be assessed. the Unit in promoted employee not successfully complete probationary period shall have the appointment is held option of returning former position and relevant to the nature status. Any other employee promoted or transferred because of the duties required by of the appointmentpositions shall be returned to and status. Provisions new positions are created within the scope of thisArticle this Agreement, the Union advised so that a schedule may be negotiated before the position is advertised in accordance with ARTICLES and Temporary employees may be hired for a maximum of six (6) months in any consecutive twelve month period for relief work and during Collective peak periods, but such temporary employees shall not become permanent in any position above the rank of start until the conditions of ARTICLES and above have been complied with. Temporary employees hired for thirty (30)days or less will be used as a source of information in reaching decisions on hiring except as provided for in Informal Evaluation The informal evaluation cannot take place earlier the mid- point paid of the appointment start rate for the job classification for which the employee is filling in for. Temporary employees hired for more than thirty (30) days will be paid the start rate for the job classification for which the employee is filling in for. A seniority list will be established for all the employees covered by this Agreement who have completed their probationary period, based upon each employee’s first date of hiring. A copy of this seniority list will be filed with the Union and shall be conducted by the Employee’s immediate Supervisor. An Employee in a supervisory position shall pass copy posted on the responsibility of conducting the to her immediate Supervisorbulletin board. The results of the informal evaluation shall This list will be set out in writing revised semi-annually, and shall conclude in one of the following a) the performance is excellent, that is, all the are met and the quality of the performance exceedsexpectations; the performance is satisfactory, that is, all the requirements are met and the quality of the performance meets expectations; the performance is satisfactory, but one or more minor deficienciesexist and should be corrected; or the performance is seriously deficient and a formal evaluation is therefore requested. The Employee shall be given a copy of the informal evaluation and have an opportunity to discuss the results revised list shall be filed with the person conducting Union and posted on the evaluation before the evaluation is placed in the Employee’s Personal Filebulletin board. Any Written comments the Employee may wish Seniority shall continue to make about the evaluation shall be attached to the copy of the evaluation that is placed in the Employee’s Personal File, provided the Employee delivers a copy of the comments to the appropriate Unit authority and requests that her Written comments be attached to the copy of the evaluation. Formal Evaluation A formal evaluation can take place only if it is requested pursuant to The formal evaluation will take place before the end of the Employee’s contract, it understood that where possible enough time should elapse between the informal and the formal evaluation to the Employee to address the concerns expressed in the informal evaluation. Such an evaluation shall be conducted by the Department Chair of the Unit where the Employee is employed, it being understood that where the Department Chair is also the Supervisor,the formal evaluation shall be conductedby the xxxx of the faculty where the Employee is employed, or her delegate. Prior to the formal evaluation of any Employee, the Employer shall consult with the Employee concerning the time and criteria to be The evaluation shall conclude with one of the following findingsaccumulate during:

ARTICLE. The Parties agree Seniority as used in this agreement shall be deemed to mean length of continuous service with the Companies a full- time employee on the permanent staff. There is a departmental seniority for length of continuous service with the Companies as a full-time salary-rated employee on the staff in a particular employment classification. A dual seniority list shall be prepared by the Company showing system seniority throughout the Company and copy given to the Union quarterly. In all cases of promotions, preference shall be given to the employee with the greatest seniority, in his classification, provided that the employees concerned are, in the opinion of are to ensure that workload duties are being performed satisfactorilyand to improve the quality of teaching or research by assisting Company, relatively equal in merit, skill, reliability and efficiency. Those with the Employee to develop her There least seniority shall be three types the first to be demoted, reassigned or laid off. Those with greatest seniority in a job classification within a department will be recalled first. The Company will be permitted at its option to INTER- DE PARTMENTAL and/or inter-company transfers due to the inability of evaluation conducted an employee to perform his duties in satisfactory mariner. This is to be as a guarantee of continuing employment. A new employee shall be considered probationary for the first months during which time he may be released the Company’s service without recourse to the grievance procedure. the expiraiion of the probationary period, if the employee is retained in the employ of the Company his name shall tie placed on the seniority list anti his seniority shall date back to the date his employment lost during the probationary period must be to the necessary to attain increased pay status. Employees who have been laid off due to lack of work, and, subsequently recalled, will have their seniority determined by the Employeractual time they have been on the Company's payroll, informal evaluations, formal evaluations,provided such employees return to work when notified and student evaluations. Reasonable methods shall be used in conducting evaluations in subject to the context other provisions of this Article. For every appointment there When an employee has not been at work for the Company for a continuous period of twelve months, or more, his seniority right!; are at the end of such twelve-month period except where the absence is due to extended illness, disability or lay-off in which case his seniority rights are terminated after a period of months' absence from work. In either case, if such an is rehired subsequently, it will be as a new employee only. If is to extended illness or disability or lay- off, and if said employee is rehired within year of termination, tie will be given credit for previous service at work in regard to vacation entitlement and, as the insuring carriers' rules permit, the normal waiting periods for employee benefits and pension plan (Articles and 18) will be waived in his case. Any employee who has been laid off, but who still retains his seniority, and who is notified by registered mail to return to work, will lose his seniority unless he notifie:; the Company within days he is intending to return to work, and unless he returns to work as soon as possible receiving notice, and in any within days after the mailing or other of such notice. The agrees to notify the Union in writing of any re-call as soon as it becomes known. the date and time of the commencement of extended period of continuous absence, as lay-off, prolonged sick leave, or protracted leave of absence, any fringe benefit conferred on any employee by this agreement to any effect unless the ternis and conditions of the relevant Article expressly provide that such fringe benefit shall be an informal evaluation based on criteria relevant continue into a period of lay-off or other interruption of continuing employment. An employee lose his seniority standing if he voluntarily quits his employment with the Company, if he is for cause arid is not reinstated pursuant to the Unit provisions of Article or if he is absent from work without leave for that consecutive days, unless there was reasonable for such absence to the Company. Any employee covered by this agreement who is transferred to a position which requires him to become a member of Local shall retain his full seniority in Local for the first months in the appointment is held and relevant to the nature of the duties required by the appointment. Provisions of thisArticle shall not be used as a source of information in reaching decisions on hiring except as provided for in Informal Evaluation The informal evaluation cannot take place earlier the mid- point of the appointment and shall be conducted by the Employee’s immediate Supervisor. An Employee in a supervisory position shall pass on the responsibility of conducting the to her immediate Supervisor. The results of the informal evaluation shall be set out in writing and shall conclude in one of the following a) the performance is excellent, that is, all the are met and the quality of the performance exceedsexpectations; the performance is satisfactory, that is, all the requirements are met and the quality of the performance meets expectations; the performance is satisfactory, but one or more minor deficienciesexist and should be corrected; or the performance is seriously deficient and a formal evaluation is therefore requested. The Employee shall be given a copy of the informal evaluation and have an opportunity to discuss the results with the person conducting the evaluation before the evaluation is placed in the Employee’s Personal File. Any Written comments the Employee may wish to make about the evaluation shall be attached to the copy of the evaluation that is placed in the Employee’s Personal Filejob classification, provided the Employee delivers employee continues to pay dues to Local If the employee returns his former position in Local within the first month:; in Local the employee will be credited with his full Local seniority, including the period of time spent in Local After months in Local the employee shall not continue to accrue Local seniority. If the employee returns to after months, he will be credited with the seniority accrued at the months worked. When an employee covered by this agreement to a copy of non-union salaried position in the comments Company, the employee shall retain his seniority in his former job classification for months provided the employee pays dues to the appropriate Unit authority and during the month period. If the employee requests that her Written comments to return to his former job classification before he has completed months in his new job, the employee will be attached credited with his seniority accrued prior to his transfer from Local provided the employee paid his dues to the copy Union. In the event an employee covered by this agreement takes up a full-time position with the Union, then such case, he shall retain the seniority previously acquired and shall have added the seniority while serving in such capacity. The Company will consider applications for leave of absence but the evaluationCompany will grant leave of absence to any employee covered by this for a longer period than sixty days with retention to seniority without first discussing same with the Union Grievance Committee. Formal Evaluation A formal evaluation can take place only if it Where of absence granted for reasons other than personal sickness or accident, the employee shall be liable the Company for all benefit payments made on his behalf in any month in which less than hours work is requested pursuant performed the Company. During a period of sick leave wherein an employee qualifies for payment under Article the Company agrees to The formal evaluation make payments necessary to maintain in force the benefits provided under and employee will take place before the end of the Employee’s contract, it understood that where possible enough time should elapse between the informal and the formal evaluation be responsible to the Employee to address Company only for the concerns expressed in the informal evaluation. Such an evaluation shall be conducted by the Department Chair of the Unit where the Employee is employed, it being understood that where the Department Chair is also the Supervisor,the formal evaluation shall be conductedby the xxxx of the faculty where the Employee is employed, or her delegate. Prior to the formal evaluation of any Employee, the Employer shall consult with the Employee concerning the time and criteria to be The evaluation shall conclude with one of the following findings:employee's

ARTICLE. The Parties agree Company agrees to maintain the rate and progression schedules attached hereto and marked Appendices "A" and during the term of this Agreement. The responsibility for evaluation of any work performed by the employees covered by this Agreement shall continue to be vested in the Company. The evaluation will be on the basis of the Job Evaluation Programme including the Job Rating Plan. The Job Evaluation Programme, as such, referred to above, having been selected by the Company, may not be the subject of a grievance. When a new or changed job classification is introduced, the Company will notify the Union of its implementation, and will supply three (3) copies of the Job Identification, together with the factor rating, labour grade and the date of implementation. An incumbent employee in the job classification concerned shall have the right to file a grievance in writing with the Company at Step No. Article Grievance Procedure alleging that the evaluation of are the or changed job classification is incorrect as a result of improper and inconsistent application of the lob Evaluation Programme. It is provided, however, that any such grievance must be filed not later than five (5)working days from the date when the Union was notified of the implementation of new or changed job classification. In respect to ensure such grievance, the evaluated degree claimed in respect to the evaluated factors will be specified in the written grievance, together with the labour grade resulting from such claim. In the event that workload duties are being performed satisfactorilyand such grievance is processed to improve Arbitration, under Article the quality authority of teaching or research by assisting the Employee to develop her There Arbitrator shall be three types limited to: confirming the factor evaluation and the labour grade of the job classification or assigning a revised factor evaluation conducted and labour grade by consistent application of the EmployerJob Evaluation Programme and criteria as in Section If the grievance and/or arbitration award result in an upgrading of the disputed job classification to a higher labour grade, informal evaluationsthe wage adjustment will be made retroactive to the date such new or changed job classification was implemented. On an application to the Federal Department of Labour, formal evaluations,and student evaluations. Reasonable methods shall be used in conducting evaluations under Article Grievance Procedure, for the appointment of an impartial chairman in the context case of grievances filed under Section herein, such chairman shall have qualifications with respect to job evaluation practices. All regular employees on the active payroll receive pay at their regular rate for each of the following holidays: New Year's Day Good Friday Victoria Day Dominion Day Civic Holiday Labour Day Thanksgiving Day The work day immediately prior to Christmas Day Christmas Day Boxing Day The work day prior to Year's Day Two Floater Holidays. To be eligible for holiday pay in respect of any of the holidays set out in Section I above, an employee must have worked the last regular scheduled work day preceding the holiday and their first work day following holiday. Notwithstanding the above, the Company may grant reasonable time off the day before or after a specified holiday to employees with one year's service or more, providing a prior request is filed with the Company. Such time off will only be granted to relieve hardship and will not affect holiday pay. It is understood that any employee scheduled, or who agrees to work on any specified holiday, must report to work and work the scheduled hours or forfeit holiday pay. Holiday pay will be granted if a satisfactory reason is given. Holiday pay, as provided in Section of this Article. For every appointment there shall be an informal evaluation based on criteria relevant to the Unit in the appointment is held and relevant to the nature of the duties required by the appointment. Provisions of thisArticle , shall not be used considered as a source days or hours worked for the purpose of information in reaching decisions on hiring except as provided for in Informal Evaluation The informal evaluation cannot take place earlier computing overtime pay. For the mid- point purpose of this Article, if any of the appointment and above holidays fall on a Sunday, it shall be conducted observed on the following Monday and if any of the above holidays fall on a Saturday, it shall be observed on the Friday preceding. In the case of continuous shift operators, for the purposes of this Article, if any of the above holidays fall on an operator's scheduled day off, subject to mutual agreement between the affected and the Company to the contrary, the holiday will be observed on a date scheduled by the Employee’s immediate SupervisorCompany falling within days following the holiday. An Employee in a supervisory position The Company shall pass provide the employee at least days prior notice rescheduled day. Vacations with pay be granted all employees on the responsibility active payroll in accordance with the following schedule: Two weeks vacation with pay at of conducting the to her immediate Supervisorprevious year's earnings after year of continuous service, if completed by June Three weeks vacation with pay at of previous year's earnings after year's continuous service, if completed by December Four vacation with pay at of previous year's earnings after year's continuous service, if completed by December Five vacation with pay at of previous year's earnings after year's continuous service, if completed by December Six weeks vacation with pay at of previous year's earnings after year's continuous service, if completed by December An employee with than one year of continuous service will be paid a vacation allowance of of their gross earnings. The results last pay period in June of the informal evaluation each year shall be set out in writing and shall conclude in one of the following a) the performance is excellent, that is, all the are met and the quality of the performance exceedsexpectations; the performance is satisfactory, that is, all the requirements are met and the quality of the performance meets expectations; the performance is satisfactory, but one or more minor deficienciesexist and should be corrected; or the performance is seriously deficient and a formal evaluation is therefore requested. The Employee shall be given a copy of the informal evaluation and have an opportunity to discuss the results with the person conducting the evaluation before the evaluation is placed in the Employee’s Personal File. Any Written comments the Employee may wish to make about the evaluation shall be attached to the copy of the evaluation that is placed in the Employee’s Personal File, provided the Employee delivers a copy of the comments to the appropriate Unit authority and requests that her Written comments be attached to the copy of the evaluation. Formal Evaluation A formal evaluation can take place only if it is requested pursuant to The formal evaluation will take place before considered the end of the Employee’s contractvacation year for the purpose of computing vacation pay. The Company reserves the right to close the plant for a general vacations period and will announce intentions with respect to such vacation not later than May of each year. Any vacation shutdown scheduled during the months of July and August shall be for a maximum period of three (3) weeks. The Company may in respect of the fourth, it understood fifth and sixth week of vacation as set out in Section I above, exercise an option to make payment for such in accordance with Section in lieu of scheduling vacation time. Such option shall be exercised only with the agreement of the affected employee. It is agreed that where possible enough if operating requirements necessitate any employee working during the general vacation period, the employee shall take vacation time should elapse between off at some other agreed time, but all vacations shall be completed within the informal calendar year and the formal evaluation will not be postponed from one year another. An employee who qualified for four (4) or more weeks vacation will receive vacation pay equal to the Employee to address the concerns expressed in the informal evaluation. Such an evaluation shall be conducted by the Department Chair applicable percentage rate of the Unit where the Employee their gross earnings pay for one hundred and twenty hours (120) at their straight time rate whichever is employed, it being understood that where the Department Chair is also the Supervisor,the formal evaluation shall be conductedby the xxxx of the faculty where the Employee is employed, or her delegate. Prior to the formal evaluation of any Employee, the Employer shall consult with the Employee concerning the time and criteria to be The evaluation shall conclude with one of the following findings:greater.