Clarification of What Repair Work May Be Done. (Page 240, 1948 Transcript) In a case of an emergency involving the closing of the mill for a day or more and a loss of employment to a substantial number of men, employees are expected to perform repair work on holidays.
Clarification of What Repair Work May Be Done. (Page 240, 1948 Transcript)
Clarification of What Repair Work May Be Done. (Page Transcript)
Clarification of What Repair Work May Be Done. (Page Transcript) In a case of an involving the closing of the mill for a day or more and a loss of employment to a substantial number of men, employees are expected to perform repair work on holidays. Clarification of Section (Page Transcript) In the calculation of the forty-two (42) hour work week (amended to forty (40) hours the payment of holiday pay will not be used unless the employee actually worked. It is understoodthat an employee's vacation shall be exclusive of a paid holiday as recognized by the Labour Agreement. if one or more such holidays fall within the employee's vacation period, he will be required to take the comparable number of additional days off. The employee shall only receive the for such recognized paid holidays falling within his vacation period when he takes the required additional time off. Where an employee, after having agreed to do so, fails or refuses to work on a holiday, on account of sickness, or other bona-fide reason, the Company reserves the right to investigate the absence of the employee to decide whether or not he is entitled to holiday pay. The sixty (60) day qualifying period referred to in Clause (a) refers to "calendar" days. Clarification of Section (Page Transcript) Employees absent on the "scheduled work day before and/or the scheduled work day after a recognized holiday" are excused from their regular scheduled shifts in instances of sickness, or of sickness in the family, and are, therefore, entitled to holiday pay. The question of the validity of the excuse of sickness can be determined by the Company in each mill in case. is not the policy of the Company to require an employee to work under unsafe conditions. It is admitted by the Union and the Company that it is impossible to draw a hard and fast line as to what is safe and unsafe. Being a factual question, each case must be decided on its merits. but in general an employee who justifiably refuses to work under unsafe conditions would not be subject to discipline.
