COLLECTIVE AGREEMENT MARCH. The regular daily tours of duty of a full-time nurse shall average five
COLLECTIVE AGREEMENT MARCH. Note: Where an employee is in a position other than in a nursing position with duties and responsibilities which are subject to the Regulated Health Professions he or she shall be treated in a manner consistent with this Article. A nurse is required to present to the Chief Nursing Officer or designate on or before February 15th of each year evidence that her or his of Registration is in good standing and currently in effect. Such time will be extended for reasons where the College of Nurses of Ontario permits the nurse's Certificate of Registrationto remain in effect. Ifthe nurse's Certificate of Registration is suspended by the College of Nurses of Ontario for non- payment of the annual fee, the nurse will be placed on non-disciplinary suspension without pay. If the nurse presents evidence that her or his Certificate of Registration has been reinstated, she or he shall be reinstated to her or his position effective upon presenting such evidence. Failure to provide evidence within calendar days of the nurse being placed on disciplinary suspension by the hospital will result in the nurse being deemed to be no longer qualified and the nurse shall be terminated from the employ of the Hospital. Such termination shall not be the subject of a grievance or arbitration. Note: Where an employee is in a position other than in a registered nursing position with duties and responsibilities which are subject to the Regulated Health Professions Act, he or she shall be treated in a manner consistent with this Article.
COLLECTIVE AGREEMENT MARCH. A nurse who holds a Temporary Certificate of Registration will be classified, for purposes of salary, at a level equal to the level previously accorded to the graduate nurse category under the collective agreement which expired March A nurse who was employed at the Hospital prior to October in the capacity of graduate nurse and who continues to be employed in that capacity will be classified , for purposes of salary, at a level equal to the level accorded to the graduate nurse category under the collective agreement which expired March A full-time nurse is a nurse who is regularly scheduled to work the normal time hours referred to in Article A regular part-time nurse is a nurse who regularly works less than the normal full-time hours referred to in Article and who offers to make a commitment to be available for work on a regular predetermined basis. All other part-time nurses shall be considered casual nurses. The predetermined basis upon which the commitment to be available is made shall be determined in local negotiations. The definitions shall not have the effect of changing the composition of any existing bargaining units. The Hospital shall not refuse to accept an offer from a nurse to make a commitment to be available for work on a regular predetermined basis solely for the purpose of casual nurses so as to restrict the number of regular part-time nurses. This combined agreement contains provisions applicable to full time nurses and provisions applicable to part time nurses. The combination of the agreements shall not have the effect of changing the composition of any existing bargaining units nor shall it have the effect of conferring representation rights where such rights do not presently exist. The scope of the applicable bargaining unit is set out in the Appendix of Local Provisions.
COLLECTIVE AGREEMENT MARCH. The hourly salary rates payable to a regular or casual part-time nurse include compensation in lieu of all fringe benefits which are paid to full-time nurses except those specifically provided to part-time nurses in this Agreement. It is understood and agreed that holiday pay is included within the percentage in lieu of fringe benefits. It is further understood and agreed that pension is included within the percentage in lieu of fringe Notwithstanding the foregoing, all part-time nurses may, on a voluntary basis, in the Hospital’s Pension Plan when eligible in accordance with its terms and conditions. For part-time nurses who are members of the Pension Plan, the percentage in lieu of fringe benefits is nine percent It is understood and agreed that the part-time nurse’s hourly rate (or straight time hourly rate) in this Agreement does not include the additional or as applicable, which is paid in lieu of fringe benefits and accordingly the or as applicable, add on payment in lieu of fringe benefits will not be included for the purpose of computing any premium or overtime payments. The parties agree to maintain the percentage differentials in the wage rates which presently exist between the classification of Registered Nurse and the other classifications which are covered by the Collective Agreement. The Hospitals agree to provide the Union, by June with all the information surrounding salary grids for the paramedical classifications. The parties will then meet to negotiate a salary grid for these classifications. The central parties agree that any pay equity plan, including any maintenance agreements, with respect to paramedical employees will be provided to the Union. Where the Association and the Hospital do not resolve the salary grid issue for the paramedical group , a grievance may be filed at Step No. 3 of the Grievance Procedure within seven calendar days following any meeting. If the matter is not resolved in the Grievance Procedure, it may be referred to Arbitration in accordance with Article Any change in the rate established by the Hospital either through meetings with the Association or by a Board of Arbitration shall be made retroactive. A nurse in the employ of the Hospital who holds a Temporary or Provisional Certificate of Registration as a registered nurse and who obtains her or his General Certificate of Registration shall be given the salary of the Registered Nurse as provided in this Article effective the date the nurse presents proof of ...
COLLECTIVE AGREEMENT MARCH. Where an employee resigns effective within thirty (30) days after receiving individual notice of long term layoff, she or he shall be entitled to a separation allowance of weeks’ salary for each year of continuous service to a maximum of sixteen (16) weeks’ pay, and, on of receipts from an approved educational program, within twelve (12) months of resignation be reimbursed for tuition fees up to a maximum of three thousand ($3,000.00) dollars. Where an employee resigns effective later than thirty (30) days after receiving individual notice of long term layoff, her or she shall be entitled to a separation allowance of four (4) weeks salary, and, on production of receipts from an approved educational program, within twelve (12) months of resignation will be reimbursed for tuition fees up to a maximum of one thousand two hundred and fifty ($1,250.00) dollars. The Hospital and the Association will utilize the of or such other labour adjustment service provider as the local parties may agree upon for purposes of a jobs and for counselling, adjustment, training and development services.
COLLECTIVE AGREEMENT MARCH. The Hospital will outline to nurses hired to fill such temporary vacancies, the circumstances giving rise to the vacancy and the special conditions relating to such employment.
COLLECTIVE AGREEMENT MARCH. ARTICLE PREMIUM PAYMENT
COLLECTIVE AGREEMENT MARCH. The Hospital agrees to pay for time spent during regular working hours for representatives of the Association attending at such meetings.
COLLECTIVE AGREEMENT MARCH. The parties agree to give the Hospital appropriate time to establish the payroll deduction process. Once established the payroll deduction process for part-time benefits through the sponsored program will be communicated to the Association and the part-time nurses. The Hospital will facilitate access to part-time nurses by providing available benefit literature and other communications as appropriate.
COLLECTIVE AGREEMENT MARCH. Note: Where an employee is in a position other than in a registered nursing position with duties and responsibilities which are subject to the Regulated Professions he or she shall be treated in a manner consistent with this Article. A nurse is required to present to the Chief Nursing or designate on or before February of each year evidence that her or his Certificate of Registration is in good standing and currently in effect. Such time will be extended for reasons where the College of Nurses of Ontario permits the nurse's Certificate of Registrationto remain in effect. Ifthe nurse's Certificate of Registration is suspended by the College of Nurses of Ontario for non- payment of the annual fee, the nurse will be placed on non-disciplinary suspension without pay. Xxxxx nurse presents evidence that her or his Certificate of Registration has been reinstated, she or he shall be reinstated to her or his position effective upon presenting such evidence. Failure to provide evidence within calendar days of the nurse being placed on non- disciplinary suspension by the hospitalwill result in the nurse being deemed to be no longer qualified and the nurse shall be terminated from the employ of the Hospital. Such termination shall not be the subject of a grievance or arbitration. Note: Where an employee is in a position other than in a registered nursing position with duties and responsibilities which are subject to the Regulated Professions Act, he or she shall be treated in a manner consistent with this Article.
