Common use of Call-Ins Clause in Contracts

Call-Ins. (a) Part-time regular Youth Workers shall be called in to work in descending order of seniority in the event of an absence of a full or part-time Regular Youth Worker to which the Job Posting and layoff provisions of the collective agreement are not applicable, provided that the call-in does not require the Employer to pay the regular Youth Worker an overtime or call- back premium under Article 22. Part-time regular Youth Workers shall not be called in if they have already worked eighty (80) hours in a bi-weekly pay period. (b) If a regular part-time employee is not available or refuses a call-in, the next most senior employee shall be called. (c) If no regular part-timer has taken the shift after following these procedures, on-call Youth Workers shall be called in descending order of seniority using the same procedure described above, provided that the call-in does not require the employer to pay the on-call worker an overtime or call-back premium under Art. 22. Two (2) shifts shall be offered at a time to an on-call Youth Worker if more than one (1) shift is available. (d) The Employer will call the most senior person on the on-call list first and confirm with the first positive response. (a) A probationary on-call employee who refuses three (3) consecutive requests to report to work may be removed from the on-call list. (b) An on-call employee who has completed their probationary period who refuses three (3) consecutive requests to work may be removed from the on-call list subject to her right to file a grievance for unjust discharge. (c) An on-call employee who has reasonable justification for refusing three (3) or more consecutive shifts shall be removed from the on-call list in any event, if the employee has not worked any shifts in any three (3) month period in which the three (3) or more refusal occurred. The Employer may extend this period. (a) Temporary vacancies expected to last less than twenty (20) days shall be considered to be call-ins and shall be filled in accordance with Article 21. (b) Temporary vacancies expected to last twenty (20) days or more but not more than three (3) months shall be filled in accordance with Article 16.03 (b) and 16.03 (c).

Call-Ins. In the event of a short notice absence of an employee or in the event an occasion arises where work beyond that which is scheduled is necessary and additional hours must be worked, the Employer will call-in part- time employees in the applicable classification in accordance with the following: (a) Part-time regular Youth Workers In the event that an occasion arises where work beyond that which is scheduled is necessary, a base employee shall be called in entitled to work an additional shift if their current weekly schedule of hours allows them to do so without exceeding the basic work week as outlined in descending order Article 5.2 of seniority in the event of an absence of a full or part-time Regular Youth Worker to which the Job Posting and layoff provisions of the collective agreement are not applicable, provided that the call-in does not require the Employer to pay the regular Youth Worker an overtime or call- back premium under Article 22. Part-time regular Youth Workers shall not be called in if they have already worked eighty (80) hours in a bi-weekly pay periodthis Collective Agreement. (b) If a regular Unrestricted part-time employee is not available or refuses employees will normally be scheduled up to a maximum of twenty-eight (28) hours per week. Notwithstanding the foregoing, part-time employees will be allowed to work a weekly schedule which exceeds twenty-eight (28) hours when they answer call-in, ins due to the next most senior employee shall absence of other staff. Part-time employees in the same classification and department who perform the same job will be entitled to be called. (c) If no regular part-timer has taken the shift after following these procedures, on-call Youth Workers shall be called in descending for extra shifts in order of seniority using the same procedure described aboveseniority, provided that the once a senior unrestricted part-time employee’s scheduled weekly hours and call-in does not require the employer shifts worked exceed twenty-eight (28) hours for that week, then junior employees shall be entitled to pay the on-call worker an overtime or call-back premium under Art. 22. Two (2) in shifts shall be offered at a time to an on-call Youth Worker if more than one (1) shift is available. (d) The Employer will call the most senior person on the onforegoing basis. In addition, part-call list first and confirm with the first positive response. (a) A probationary on-call employee who refuses three (3) consecutive requests to report time employees will be allowed to work may a weekly schedule which exceeds twenty- eight (28) hours during busy periods, during a week in which a Statutory Holiday occurs, and at times when other employees in the department are absent due to illness, accident, vacation, or other approved leaves of absence. Part-time employees hired after March 17th, 1993 will not, however, be removed from the on-call list. (b) An on-call employee who has completed their probationary period who refuses three (3) consecutive requests allowed to work may be removed from a weekly schedule which exceeds twenty-eight (28) hours, until all unrestricted base hour employees have been offered the on-call list subject extra hours up to her right to file a grievance for unjust dischargethe point of being scheduled overtime. (c) An on-call employee who has reasonable justification for refusing three (3) or more consecutive does not want to receive call-in shifts shall be removed from the on-call list in any event, if the employee has not worked any shifts in any three (3) month period in which the three (3) or more refusal occurredcan indicate this on their Availability Form. The Employer may extend Such indication will waive their rights to receive call- ins under this periodArticle. (d) Subject to (a), (b), and (c) Temporary vacancies expected to last less than twenty (20) days shall above, employees will be considered to be call-ins and shall be filled called in accordance with Article 21order of seniority. (be) Temporary vacancies expected to last twenty (20) days or more but not more than three (3) months All employees who are called-in shall be filled have their additional hours posted on the schedule in accordance with Article 16.03 (b) and 16.03 (c)red ink as call-in hours.

Call-Ins. (a) Part-time regular Youth Workers shall be called The parties agree that, in addition to work in descending order of seniority in the event of an absence of a full or part-time Regular Youth Worker to which the Job Posting and layoff provisions of the collective agreement Collective Agreement, the following will apply to Call-In Provisions: a. Employees who communicate specific availability will have that availability put in the scheduling software. Call- ins will be on a rotational basis, in order of seniority, beginning with the employee that is the next one eligible who has indicated their availability. If no employee has indicated availability for that particular shift then the next employee on the rotation, regardless of availability, will be called. If an employee indicates that they are unavailable for all shifts and refuses as per Article 7.06 e), they shall be considered unavailable, and will only receive calls after all available employees have refused. b. An employee who is not applicablehome, provided who does not answer, who refuses, or who accepts a call-in shall not be called again until her name comes up again in the rotation. c. In case of voicemail, a message stating the time and date should be left on the employee’s voicemail. It is understood that the home continue in its attempt to fill the shift, but should an employee call back prior to the shift being filled she will receive the call-in. d. If a call-in is necessary for a full shift, the employee working the current short shift shall be offered the full shift, and the call-in shall be for the short shift. e. If an employee refuses, or does not require respond to a message within eight (8) hours of a call-in six (6) times in a six (6) week period for which she has indicated that she was available, she shall be taken off the call-list for a period of two (2) months. She will also not receive extra scheduled time, until she has made a commitment to the home to work call-in shifts. f. The Employer to shall bypass on the list an employee who would otherwise become eligible for overtime rates of pay for the regular Youth Worker an call-in, unless all employees available for the call-in are eligible for overtime or call- back premium under Article 22. Part-time regular Youth Workers rates of pay, in which case the employee shall not be called bypassed. g. Shifts that are needed to be filled within a 24-hour period will be done using the call-in list. Shifts that are beyond a 24-hour period will be offered first to the shadow (if they have already worked eighty applicable). If refused, or not applicable, eligible employees will be offered the additional available shifts by seniority. h. Employees scheduled for less than ten (8010) shifts or less than seventy-five (75) hours in a bi-weekly pay period. (b) If a regular part-time employee is not available or refuses a call-in, the next most senior employee period shall be called. (c) If no regular part-timer has taken the shift after following these procedures, on-call Youth Workers shall be called in descending order of seniority using the same procedure described above, provided that the available for call-in does not require the employer to pay the on-call worker an overtime or call-back premium under Art. 22. Two on two (2) shifts shall be offered at a time to an on-call Youth Worker if more than one (1) shift is available. (d) The Employer will call the most senior person on the on-call list first and confirm with the first positive response. (a) A probationary on-call employee who refuses three (3) consecutive requests to report to work may be removed from the on-call list. (b) An on-call employee who has completed their probationary period who refuses three (3) consecutive requests to work may be removed from the on-call list subject to her right to file a grievance for unjust discharge. (c) An on-call employee who has reasonable justification for refusing three (3) or more consecutive shifts shall be removed from the on-call list in any event, if the employee has not worked any shifts in any three (3) month period in which out of the three (3) or more refusal occurredshifts. The Employer may extend this periodEmployees are to indicate in writing which two (2) shifts they will be available for. Employees who are not available for certain days will indicate which days they are unavailable. (a) Temporary vacancies expected to last less than twenty (20) days shall i. Employees who are on WSIB or working light duties, will be considered to be bypassed on the call-ins in list until they have returned to full duties and shall be filled in accordance with Article 21hours. (b) Temporary vacancies expected to last twenty (20) days or more but not more than three (3) months shall be filled in accordance with Article 16.03 (b) and 16.03 (c).

Call-Ins. In the event of a short notice absence of an employee or in the event an occasion arises where work beyond that which is scheduled is necessary and additional hours must be worked, the Employer will call-in part-time employees in the same classification in the department who perform the same job in accordance with the following: (a) Part-time regular Youth Workers In the event that an occasion arises where work beyond that which is scheduled is necessary, a base employee shall be called in entitled to work an additional shift if their current weekly schedule of hours allows them to do so without exceeding the basic work week as defined in descending order Article 4 of seniority in the event of an absence of a full or part-time Regular Youth Worker to which the Job Posting and layoff provisions of the collective agreement are not applicable, provided that the call-in does not require the Employer to pay the regular Youth Worker an overtime or call- back premium under Article 22. Part-time regular Youth Workers shall not be called in if they have already worked eighty (80) hours in a bi-weekly pay periodthis Collective Agreement. (b) If a regular Unrestricted part-time employee is not available or refuses employees will normally be scheduled up to a maximum of twenty-eight (28) hours per week. Notwithstanding the foregoing, part-time employees will be allowed to work a weekly schedule which exceeds twenty- eight (28) hours when they answer call-in, ins due to the next most senior employee shall absence of other staff. Part-time employees in the same classification and department who perform the same job will be entitled to be called. (c) If no regular part-timer has taken the shift after following these procedures, on-call Youth Workers shall be called in descending for extra shifts in order of seniority using the same procedure described aboveseniority, provided that the once a senior employee’s scheduled weekly hours and call-in does not require the employer shifts worked exceed twenty- eight (28) hours for that week, then junior employees shall be entitled to pay the on-call worker an overtime or call-back premium under Art. 22. Two (2) in shifts shall be offered at a time to an on-call Youth Worker if more than one (1) shift is available. (d) The Employer will call the most senior person on the onforegoing basis. In addition, part-call list first and confirm with the first positive response. (a) A probationary on-call employee who refuses three (3) consecutive requests to report time employees will be allowed to work may a weekly schedule which exceeds twenty-eight (28) hours during busy periods; during a week in which a General Holiday occurs; and at times when other employees in the department are absent due to illness, accident, vacation, or other approved leaves of absence. Part-time employees hired after March 17th, 1993 will not, however, be removed from the on-call list. (b) An on-call employee who has completed their probationary period who refuses three (3) consecutive requests allowed to work a weekly schedule which exceeds twenty-eight (28) Further, the Employer may be removed from transfer an employee between scheduling groups to provide relief and additional help after all base hour and part-time employees hired after March 17th, 1993 within that scheduling group have been given the on-call list subject opportunity to her right work the available shifts up to file a grievance for unjust dischargethe point of being scheduled overtime. (c) An on-call employee who has reasonable justification for refusing three (3) or more consecutive does not want to receive call-in shifts shall be removed from the oncan indicate this on their Availability Form. Such indication will waive their rights to receive call-call list in any event, if the employee has not worked any shifts in any three (3) month period in which the three (3) or more refusal occurred. The Employer may extend ins under this periodarticle. (d) Subject to (a), (b), and (c) Temporary vacancies expected to last less than twenty (20) days shall above, employees will be considered to be call-ins and shall be filled called in accordance with Article 21order of seniority. (be) Temporary vacancies expected All employees who are called-in shall have their additional hours posted on the schedule in red ink as call-in hours. (f) All employees called-in and who report for work, if required to last twenty work less than four (204) days or more but not more than three hours, shall receive four (34) months shall be filled in accordance with Article 16.03 (b) and 16.03 (c)hours pay at their regular hourly rate.

Call-Ins. (a) Part-time regular Youth Workers shall be called The parties agree that, in addition to work in descending order of seniority in the event of an absence of a full or part-time Regular Youth Worker to which the Job Posting and layoff provisions of the collective agreement Collective Agreement, the following will apply to Call-In Provisions: a) Employees who communicate the specific availability will have that availability put in scheduling software. Call-ins will be on a rotational basis, in order of seniority, beginning with the employee that is the next one eligible who has indicated their availability. If no employee has indicated availability for that particular shift then the next employee on the rotation, regardless of availability, will be called. If an employee indicates that they are unavailable for all shifts and refuses as per Article 7.06 e), they shall be considered unavailable, and will only receive calls after all available employees have refused. b) An employee who is not applicablehome, provided who does not answer, who refuses, or who accepts a call-in shall not be called again until her name comes up again in the rotation. c) In case of voicemail, a message stating the time and date should be left on the employee’s voicemail. It is understood that the home continue in its attempt to fill the shift, but should an employee call back prior to the shift being filled she will receive the call-in. d) If a call-in is necessary for a full shift, the employee working the current short shift shall be offered the full shift, and the call-in shall be for the short shift. e) If an employee refuses, or does not require respond to a message within eight (8) hours of a call-in six (6) times in a six (6) week period for which she has indicated that she was available, she shall be taken off the call-list for a period of two (2) months. She will also not receive extra scheduled time, until she has made a commitment to the home to work call-in shifts. f) The Employer to shall bypass on the list an employee who would otherwise become eligible for overtime rates of pay for the regular Youth Worker an call-in, unless all employees available for the call-in are eligible for overtime or call- back premium under Article 22. Part-time regular Youth Workers rates of pay, in which case the employee shall not be called bypassed. g) Shifts that are needed to be filled within a 24-hour period will be done using the call-in list. Shifts that are beyond a 24-hour period will be offered first to the shadow (if they have already worked eighty applicable). If refused, or not applicable, eligible employees will be offered the additional available shifts by seniority. h) Employees scheduled for less than ten (8010) shifts or less than seventy-five (75) hours in a bi-weekly pay period. (b) If a regular part-time employee is not available or refuses a call-in, the next most senior employee period shall be called. (c) If no regular part-timer has taken the shift after following these procedures, on-call Youth Workers shall be called in descending order of seniority using the same procedure described above, provided that the available for call-in does not require the employer to pay the on-call worker an overtime or call-back premium under Art. 22. Two on two (2) shifts shall be offered at a time to an on-call Youth Worker if more than one (1) shift is available. (d) The Employer will call the most senior person on the on-call list first and confirm with the first positive response. (a) A probationary on-call employee who refuses three (3) consecutive requests to report to work may be removed from the on-call list. (b) An on-call employee who has completed their probationary period who refuses three (3) consecutive requests to work may be removed from the on-call list subject to her right to file a grievance for unjust discharge. (c) An on-call employee who has reasonable justification for refusing three (3) or more consecutive shifts shall be removed from the on-call list in any event, if the employee has not worked any shifts in any three (3) month period in which out of the three (3) or more refusal occurredshifts. The Employer may extend this periodEmployees are to indicate in writing which two (2) shifts they will be available for. Employees who are not available for certain days will indicate which days they are unavailable. (ai) Temporary vacancies expected to last less than twenty (20) days shall Employees who are on WSIB or working light duties, will be considered to be bypassed on the call-ins in list until they have returned to full duties and shall be filled in accordance with Article 21hours. (b) Temporary vacancies expected to last twenty (20) days or more but not more than three (3) months shall be filled in accordance with Article 16.03 (b) and 16.03 (c).