Common use of Basic Moving Cost Clause in Contracts

Basic Moving Cost. Basic moving costs shall mean the actual cost of moving household effects, including the cost involved in the packing and unpacking of such effects as glassware, plateware (china), lamps and lampshades, small kitchen appliances, stove, refrigerator, deep freeze, washer, dryer, glass table tops, mirrors, paintings and pictures, drapes, assorted breakable ornaments and knickknacks, beds, dressers, tables, preserves. The Employer shall not be responsible for the cost incurred in packing and unpacking effects such as the following: blankets, sheets, towels, pillows and cushions, children’s toys and games, miscellaneous linens, folded clothing, books, kitchen cupboard stock, i.e. canned goods, cereal, flour, etc., footwear, garden tools, automobile tools, etc. The Employer will provide payment of the cost involved for proper insurance coverage for the goods being transferred. The employee shall also be responsible for the cost of moving such items as “family” car(s), boat(s), trailer(s), frozen food(s), etc. 1. CUPE and CSU agree that the purpose of this Letter of Understanding is to establish an expedited dispute resolution process for grievances under Articles 25.02 and 25.03 of the Collective Agreement. For the duration of the Letter of Understanding, this process is in lieu of the grievance procedure in Article 8. 2. An employee who believes she or he has been the subject of discrimination, harassment, interference, restriction or coercion within the meaning of Articles 25.02 or 25.03 shall first endeavour to resolve the matter informally and locally, with or without the assistance of the CSU as the employee may wish. If the matter is not resolved locally within ten (10) days of being raised, the CSU shall inform the CUPE Manager of Human Resources prior to taking further action. The notice to the Manager of Human Resources shall include a description of the circumstances giving rise to the complaint. If the matter remains unresolved to the employee’s satisfaction after the passage of fifteen (15) days from the notice forwarded to the Manager of Human Resources, the CSU may make a complaint under paragraph #3 below. 3. A complaint under Articles 25.02 or 25.03 shall be made to the expedited arbitrator. A copy of the complaint will be given to the respondent person(s) and the CUPE Human Resources Manager. The complaint shall describe the circumstances giving rise thereto, and the remedy sought. 4. Within fifteen (15) days of the receipt of the complaint, the expedited arbitrator shall commence a hearing thereof. Every effort shall be made to conclude the hearing within a further thirty (30) days, including, where necessary, the publication of an award. 5. The expedited arbitrator may, at his or her discretion, seek to mediate a resolution of the matter. 6. An award by the expedited arbitrator shall be final and binding. In making the binding award, the expedited arbitrator shall not amend or modify the Collective Agreement. However, in addition to the binding award, the expedited arbitrator may make non-binding recommendations which he/she considers appropriate in the circumstances. 7. The roster of expedited arbitrators shall be as in Article 8.03 (b). 8. Time limits may be extended by agreement between CUPE and CSU. 9. Fees and expenses of the expedited arbitration shall be shared equally by CUPE and the CSU.