Central Guide Document October. The Union shall keep the Hospital notified in writing of the names of Union stewards appointed or selected under this Article as well as the effective date of their respective appointments. It is agreed that Union Stewards have their regular duties and responsibilities to perform for the Hospital and shall not leave their regular duties without first obtaining permission from their immediate supervisor. If, in the performance of his duties, a Union xxxxxxx is required to enter an area within the Hospital in which he is not originally employed, he shall report his presence to the supervisor in the area immediately upon entering it. Such permission shall not be unreasonably withheld. When resuming his regular duties and responsibilities, such xxxxxxx shall again report to his immediate supervisor. A Union Xxxxxxx shall suffer no loss of earnings for time spent in performing the above duties during his regular scheduled working hours.
Central Guide Document October. This clause would not preclude such employees from using the job posting provision under the Collective Agreement and any successful applicant who has completed his probation period will be credited with the appropriate seniority. The Hospital will outline to employees selected to fill such temporary vacancies and the Union, the circumstances giving rise to the vacancy, and the special conditions relating to such employment. Any other provisions related to Definitions including but not limited to the definition of full-time, part-time or casual employees are to be continued under Article
Central Guide Document October. If the employee terminates employment, the deferred salary held by the Hospital plus accrued interest, if any, will be returned to the employee within a reasonable period of time. In case of the employee’s death, the funds will be paid to the employee’s estate. The Hospital will endeavour to find a temporary replacement for the employee as far in advance as practicable. If the Hospital is unable to find a suitable replacement, it may postpone the leave. The Hospital will give the employee as much notice as is reasonably possible. The employee will have the option of remaining in the Plan and rearranging the leave at a mutually agreeable time or of withdrawing from the plan and having the deferred salary, plus accrued interest, if any, paid out to the employee within a reasonable period of time. The employee will be reinstated to his or her former position unless the position has been discontinued, in which case the employee shall be given a comparable job. Final approval for entry into the leave program will be subject to the employee entering into a formal agreement with the Hospital in order to authorize the Hospital to make the appropriate deductions from the employee’s pay. Such agreement will include: A statement that the employee is entering the leave program in accordance with this Article of the collective agreement. The period of salary deferral and the period for which the leave is requested. The manner in which the deferred salary is to be held. The letter of application from the employee to the Hospital to enter the prepaid leave program will be appended to and form part of the written agreement.
Central Guide Document October. Loss of Seniority
Central Guide Document October. Note: Where a proposed lay-off results in the subsequent displacement of any of the bargaining unit, the original notice to the Union provided in above shall be considered notice to the Union of any subsequent lay-off. the reassignment of the employee is to an appropriate permanent job with the employer having regard to the employee’s skills, abilities, qualification and training or training requirements; the reassignment of the employee does not result in a reduction of the employee’s wage rate or hours of work; the job to which the employee is reassigned is located at the employees original work site or at a nearby site in terms of relative accessibility for the employee; the job to which the employee is reassigned is on the same or substantially similar shift or shift rotations; and where more than one employee is to be reassigned in accordance with this provision, the reassigned employees shall be entitled to select from the available appropriate vacancies to which they are being reassigned in order of seniority provided no such selection causes or would cause a lay-off or bumping. The Hospital bears the onus of demonstrating that the foregoing conditions have been met in the event of a dispute. The Hospital shall also reasonably accommodate any reassigned employee who may experience a personal hardship arising from being reassigned in accordance with this provision. Any vacancy to which an employee is reassigned pursuant to paragraph need not be posted. STANDARD Central Guide Document October
Central Guide Document October. The Hospital will continue to pay its share of the contributions of the pension plan in which the employee is participating, for a period of up to seventeen (17) weeks while the employee is on pregnancy leave. The Hospital will also continue to pay the percentage in lieu of benefits and will register these benefits as part of the Supplemental Unemployment Insurance Benefit Plan with the Canada Employment Insurance Commission. Subject to any changes to the employee’s status which would have occurred had she not been on pregnancy leave, the employee shall be reinstated to her former duties, on the same shift in the same department, and at the same rate of pay.
Central Guide Document October. Employees needing unpaid personal leave days for appointments with medical practitioners may apply for personal leave, which leave will not be unreasonably withheld.
Central Guide Document October. Note: Where a proposed lay-off results in the subsequent displacement of any of the bargaining unit, the original notice to the Union provided in above shall be considered notice to the Union of any subsequent lay-off. A lay-off shall not include a reassignment of an employee from her or his classification or area of assignment who would otherwise be entitled to notice of lay-off provided: reassignments will occur in reverse order of seniority; the reassignment of the employee is to an appropriate permanent job with the employer having regard to the employee’s skills, abilities, qualification and training or training requirements; the reassignment of the employee does not result in a reduction of the employee’s wage rate or hours of work; the job to which the employee is reassigned is located at the employees original work site or at a nearby site in terms of relative accessibility for the employee; the job to which the employee is reassigned is on the same or substantially similar shift or shift rotations; and where more than one employee is to be reassigned in accordance with this provision, the reassigned employees shall be entitled to select from the available appropriate vacancies to which they are being reassigned in order of seniority provided no such selection causes or would cause a lay-off or bumping. Hospital bears the onus of demonstrating that the foregoing conditions have been met in the event of a dispute. The Hospital shall also reasonably accommodate any reassigned employee who may experience a personal hardship arising from being reassigned in accordance with this provision. Any vacancy to which an employee is reassigned pursuant to paragraph need not be posted. STANDARD Central Guide Document October
