Bridging. 2.5.1 Notwithstanding section 130 of the Labour Relations Code, when a notice to commence central bargaining has been served, a collective agreement in effect between the parties at the time of service of the notice is deemed to continue to apply to the parties, notwithstanding any termination date in the collective agreement, until
a) a new collective agreement is concluded, or
b) a strike or lockout commences under Division 13 of Part 2 of the Labour Relations Code during local bargaining.
2.5.2 If a strike or lockout commences during central bargaining, the deemed continuation of the collective agreement is suspended until an agreement with respect to central terms is ratified under section 11(4) of PECBA or the central terms have otherwise been settled.
Bridging. 2.5.1. Notwithstanding section 130 of the Labour Relations Code, when a notice to commence central bargaining has been served, a collective agreement in effect between the parties at the time of service of the notice is deemed to continue to apply to the parties, notwithstanding any termination date in the collective agreement, until
Bridging. Bridging forms will be signed upon hiring. With respect to current Employees, the Employer will ensure all Employees have the opportunity to sign the appropriate bridging forms.
Bridging. Unit members who are reemployed during their reemployment period, shall retain their seniority (within prior classification and original hire date) and shall not be considered to have had a “break in service.” The unit member shall return to their prior status at the time of layoff for purposes of salary schedule placement, probationary period, vacation accrual, and sick leave accrual.
Bridging. When a former employee is rehired by the Company, he/she will be given credit for the former service as follows: When the break in service has been less than 6 calendar months, the former service will be bridged immediately and the Seniority date adjusted accordingly. When the break in service has been 6 calendar months or more, the former service will be bridged after 3 continuous years of service, and the seniority date adjusted accordingly.
Bridging. An employee whose position has been abolished and has at least ten (10) years of service, may choose to apply for a leave without pay, until the month in which he/she reaches age fifty-five (55) and then retire effective the last day of that month. The maximum duration of such leave without pay, will be equal to twenty percent (20%) of his/her years of service, up to a maximum of five years minus all periods of unpaid leave taken while employed. The employee may choose to receive the amount owed in virtue to the present article in the form of a single lump sum payment, two separate payments, or in the form of bi-weekly payments over the period of the unpaid leave. During this period, the employee retains his/her status as an active member of the university pension plan and maintains his/her participation in the group insurance plan with the exception of sick leaves and long term disability. The employee and the University continue their respective contributions to the pension and group insurance plans unless the employee chooses to become a non-contributing member of the pension plan in which case the employee’s contribution shall cease. The contributions are calculated based on the annual salary at the time of the abolishment of his/her position. An employee taking advantage of the bridging option is entitled to the tuition waivers set out in clause 14.03, as are his/her any dependents who register before or during the unpaid leave. An employee who chooses a bridging option is not eligible for early retirement lump-sum benefits set out in clause 38.03.
Bridging. KMI will provide for bridging of service for eligible employees in accordance with approved plan documents in effect on the Effective Date of Employee's Involuntary Termination.
Bridging. Full-time employees who have successfully completed the probationary period who go off work due to illness whether compensable or non- compensable and who have exhausted Unemployment Insurance sick benefits and accumulated sick benefits and who have an income replacement plan pending are eligible to have income replacement continued by the employer. Replacement of wages shall be based on the projected amount of the income replacement plan. Employees will sign a agreement to re-pay monies advanced by the employer and such consent will outline the terms of repayment. Any payment under this provision shall be to a maximum of 17 weeks.
Bridging. The Company shall provide employees with a pension bridge annuity of twenty dollars ($20.00) per month per year of service at age sixty (60) or older who retire prior to attaining age sixty-five (65). The pension bridge benefit will not be payable beyond age sixty-five. The calculation of the pension bridge benefit shall be credited on the same basis as under the terms and conditions of the Pulp and Paper Industry Pension Plan. An employee who chooses to retire at age fifty-five (55) or later shall have access to the bridging benefit paid by the Company when they reach age sixty (60).”
Bridging. In some situations, the OHS may unilaterally elect to bridge absences as one occurrence based on Company policy or procedure, which it reserves the right to make reasonable changes to. If an employee’s initial absence is at least five (5) days, a disability will be considered a relapse of a previous disability if OHS determines that an employee has an absence for the same or a related condition within thirty (30) days after t he employee had returned to work.
