CMI REVIEW. The Employer agrees to meet with the Union as part of the Labour/Management process to:
i) Review what the CMI and CMM are, and the potential tremendous impact of these factors on staffing level; and
ii) Review the importance of charting and charting results on the CMI and CMM; and
iii) Review the annual CMI results and to discuss the implications (if any) of a changed CMI; and
iv) Identify and propose alternative to any actions that the Home may be planning. It is understood and agreed that nothing in this article is intended to inhibit any action the Employer may take consistent with the provisions of the Collective Agreement. It is further understood and agreed, however, that any agreement the parties reach pursuant to this article, will supersede the provisions of the Collective Agreement.
CMI REVIEW. The Employer agrees to meet with the Union as part of the Labour/Management process to:
i) Review what the CMI and CMM are, and the potential tremendous impact of these factors on staffing level;
ii) Review the importance of charging and charting results on the CMI and CMM;
iii) Review the annual CMI results and to discuss the implications (if any) of a changed CMI; and
iv) Identify and propose alternative to any actions that the Home may be planning. It is understood and agreed that nothing in this letter is intended to inhibit any action the Employer may take consistent with the provisions of the Collective Agreement. It is further understood and agreed, however, that any agreement the parties reach pursuant to this letter, will supersede the provisions of the Collective Agreement.
1) It is agreed that the Employer provides the same number holidays for part-time employees that are set out in the Employment Standards Xxx 0000 (the Act).
2) It is agreed the Employer provides more holiday for Full-time employee than are set out in the Employment Standards Act 2000 (the Act)
3) It is further agreed that the Employer applies qualifiers to determine the entitlement of bargaining unit employees to holiday pay. In some cases these qualifiers apply only to Part-Time employees, and in some cases to both Full- Time and Part-Time employees.
4) It is further agreed that it is possible, when the qualifiers are applied, that the affected employees will not receive the holiday pay to which they are entitled under the Act.
5) The parties agree that any dispute regarding the adequacy of the benefits under the collective agreement compared to the benefits under the Act should be resolved on the basis set out in the award of Arbitrator How in Re Zehrs Markets and UFCW Local 175 (2002) 107 LAC (4th) 261. For greater clarity since the comparison between entitlements under the Act and under the collective agreement must be made in an individual basis, the Employer will compare each employee’s entitlements at the end of the calendar year or at the time of termination of employment if applicable.
6) Accordingly, the Employer will, commencing in January 2010 determine the amount of holiday pay (in dollars) each employee would have received in 2009 under the Act, using the qualifiers set out in the Act, and calculating holiday pay as set out in the Act. This will be referred to as the “required holiday pay”.
7) The results of this calculation will be compared to the actual holiday...
CMI REVIEW. The Employer agrees to meet with the Union as part of the labour/management process within seventy-two (72) hours unless an emergency situation exists to:
i) Review what the CMI and CMM are, and the potential tremendous impact of these factors on staffing level;
ii) Review the importance of charting and charting results on the CMI and CMM;
iii) Review the CMI results and to discuss the implications (if any) of a changed CMI;
iv) Identify and propose alternative to any actions that the Home may be planning;
v) Inform about any policy changes;
vi) Any potential impact funding will have on staffing levels or resident care; and
vii) To identify and propose actions that the Employer may be planning. It is understood and agreed that nothing in this letter is intended to inhibit any action the Employer may take consistent with the provisions of the collective agreement. It is further understood and agreed, however, that any agreement the parties reach pursuant to this letter, will supersede the provisions of the collective agreement.
