Common use of Consultative Procedure Clause in Contracts

Consultative Procedure. (a) In order to ensure that employees will have an opportunity to make recommendations dealing with their existing shift schedules, the Company shall solicit suggestions from the Union on improvements to the existing schedules in relation to 1(c)(i), 1(c)(ii), 1(e) and 1(f). At the time of the development of the annual shift schedules, the following procedure shall be used in designing shift schedules: (i) The Company shall solicit suggestions from the Union to improve the existing shift schedules no later than October 1st of each year. (ii) Suggestions for improvements to existing shift schedules shall be submitted to the appropriate department managers by the Union in writing, no later than November 1st of each year. (iii) Following review of those suggestions by the Company, the Company shall develop the shift schedules for the next twelve (12) months. (iv) The Company and the Union will also give consideration to Union shift proposals which fall outside of the normal terms of the Collective Agreement. Should the Company agree to implement such a schedule, all matters requiring changes to the Collective Agreement will be negotiated and agreed to by the Parties in the form of a letter of understanding prior to the actual implementation. (b) The Company will meet with the Union no later than December 15th to outline the proposed shift schedules and to explain the rationale behind them. Such shift schedules will be based on assumed service parameters and operational requirements. Should these change prior to February 1st, the Company will immediately advise the Union as to the impact on the proposed shift schedules. (c) Upon receipt of the proposed shift schedules, the Union will have until January 15th to review the schedules and to solicit input from the employees. (d) The Parties shall meet by January 15th or earlier to discuss the Union's suggestions for improvements to the shift schedules. (e) The Company will review and evaluate the Union's suggestions prior to determining the final shift schedules. The Company will endeavour to implement the Union's suggestions if they are compatible with the operating requirements of the Company. The Company will define the shift schedule most appropriate to operational needs and advise the Union of its decision by February 1st. (f) If the Union and the Company agree, the finalized shift schedules will be implemented effective the first day of the first pay period following March 31st. (g) If the Union and the Company cannot agree, the Company will define and implement the shift schedule most appropriate to operational needs effective the first day of the first pay period following March 31st. (h) The Union will have responsibility for the following: - selecting the desired option, where applicable, - defining the employees' desire where flexibility is offered, - defining the method for filling each schedule slot in each area of the Company. (i) (i) Exceptions to the guidelines having negative effect, occurring more than five (5) times annually will be paid at the rate of one hundred and twenty-five (125%) percent for hours worked outside the guidelines. It is understood where an exception occurs resulting from the annual shift changeover, the above rate will not be paid. (ii) Exceptions to the guidelines, resulting from a majority vote of the affected employees in the department, approved by the Company will not result in the payment of this premium. (iii) There shall be no compounding of premiums. In cases where an employee works overtime or works on a statutory holiday and the guidelines have been exceeded in (i) above, the twenty-five (25%) percent of the regular rate of pay shall only be added for the regular hours worked in accordance with (i) above. (j) The shift schedule that is implemented will remain in effect for one year unless serious operational requirements indicate a need for change. The Company shall give thirty (30) days notice of such change and develop the change. At the end of this period, the Company will meet with the Union to outline the proposed shift schedules and to explain the rationale behind them. The Union will have thirty (30) days to review the schedules and to solicit input from the employees. Immediately following this period, the Parties shall meet to discuss the Union's suggestions for improvements to the shift schedules. The Company will review and evaluate the Union's suggestions prior to determining the final shift schedules. The Company will endeavour to implement the Union's suggestions if they are compatible with the operating requirements of the Company. The Company will define the shift schedule most appropriate to operational needs and such schedule shall be implemented in thirty (30) days. (k) In the event the Company considers it necessary to implement a change in the shift schedule earlier than is set out above, the Company may make a request to the Union for relief. The parties will meet and attempt to resolve the matter in a manner that is mutually agreeable. (l) Notice of change is not required where a schedule is varied by mutual agreement between the Union and the Company. (m) Should the Company implement a shift change, the vacation sign-up procedure shall be re-implemented for those employees affected. Statutory Holidays and Days in Lieu Method of Payment and Assignment of Work‌ The Parties agree to the following clarification of Article 12.03 and Article 14 as the method of payment for Statutory Holidays and Days in Lieu. 1. When a statutory holiday falls on an employee's regularly scheduled day off, the employee will have the option of either banking a day or have a day in lieu scheduled in the same pay period. The banked day or day in lieu will be paid at: (a) 8 hours if the employee was on an 8 hour schedule the shift both before and after the statutory holiday. If the employee was on one 8 hour shift either before or after the statutory holiday and on one 10 hour shift either the day before or after. (b) 10 hours if the employee was on a 10 hour schedule the shift both before and after the statutory holiday. (c) 12 hours if the employee was on a 12 hour schedule the shift both before and after the statutory holiday. (d) If the employee works two different length shifts before and after the statutory holiday, the employee’s banked day or day in lieu will be paid at the lesser of two shift’s length. 2. When an employee works a statutory holiday they will receive pay on the following basis: (a) Overtime rates at 200% for all hours worked. (b) Have the option of receiving pay in an amount equal to the number of hours in their regularly scheduled shift at straight time, or schedule a day off in lieu, or a banked day, of the same length as the regular shift worked on the statutory holiday. 3. Where an employee works two (2) consecutive shifts, and a statutory holiday occurs during that time, but neither of the shifts attract the stat premium as per above, the employee will be entitled to a day off with pay in lieu of the statutory holiday. This occurs in the following shift combination examples: Day/Night Afternoon/Night The following is an outline of the procedure which will be adhered to when determining which employee(s) will be assigned to work on a statutory holiday. 1. Wherever practicable the Company will post the number of people required to work in each department or section 22 days prior to the holiday. (When the full shift complement is required, such notification will also be issued 22 days prior to the statutory holiday). 2. The work identified on the posting will only be available to those normally assigned to work the statutory holiday according to the established shift schedule. 3. Employees interested in working the statutory holiday must indicate this within 12 days of the posting date. (In Field Operations, employees not interested in working must indicate this within 12 days of the posting date.) 4. The required number of employee(s) will be selected from those wishing to work on the basis of seniority. The most senior employee(s) who have indicated an interest will be assigned until the requirement is met. (In Control, COs who are normally scheduled to work, and who have signed the sheet, will be offered the work first on the basis of seniority. RCOs who are normally scheduled to work, and who have signed the sheet, will be offered the work next on the basis of seniority.) 5. If an insufficient number of people on shift indicate their interest to work, an off day call out will take place, in order of seniority. (In Control, COs who are eligible to work will be offered the work first on the basis of seniority. RCOs who are eligible to work will be offered the work next on the basis of seniority.) 6. If this does not produce the required number of employees, the most junior employee(s) will be assigned starting with those who are normally scheduled to work and, if necessary followed by those who are off shift, until the requirement is met. (In Control, the most junior COs who are normally scheduled to work, but who did not sign the sheet, will be assigned first. The most junior COs who are eligible to work, but who are off, will be assigned next. The most junior RCOs, normally scheduled to work, but who did not sign the sheet, will be assigned last.) 7. Should additional personnel be required after the posting process has been completed, the Company will assign the work to employees on other crews in accordance with items 4, 5 and 6 above. 8. Employees who work the statutory holiday will be given the option of: (a) Being paid under the provisions of 12.03(b), or (b) Being paid 200% for all hours worked and taking a day in lieu as per Article 14.

Consultative Procedure. (a) In order to ensure that employees will have an opportunity to make recommendations dealing with their existing shift schedules, the Company shall solicit suggestions from the Union on improvements to the existing schedules in relation to 1(c)(i), 1(c)(ii), 1(e) and 1(f). At the time of the development of the annual shift schedules, the following procedure shall be used in designing shift schedules: (i) The Company shall solicit suggestions from the Union to improve the existing shift schedules no later than October 1st of each year. (ii) Suggestions for improvements to existing shift schedules shall be submitted to the appropriate department managers by the Union in writing, no later than November 1st of each year. (iii) Following review of those suggestions by the Company, the Company shall develop the shift schedules for the next twelve (12) months. (iv) The Company and the Union will also give consideration to Union shift proposals which fall outside of the normal terms of the Collective Agreement. Should the Company agree to implement such a schedule, all matters requiring changes to the Collective Agreement will be negotiated and agreed to by the Parties in the form of a letter of understanding prior to the actual implementation. (b) The Company will meet with the Union no later than December 15th to outline the proposed shift schedules and to explain the rationale behind them. Such shift schedules will be based on assumed service parameters and operational requirements. Should these change prior to February 1st, the Company will immediately advise the Union as to the impact on the proposed shift schedules. (c) Upon receipt of the proposed shift schedules, the Union will have until January 15th to review the schedules and to solicit input from the employees. (d) The Parties shall meet by January 15th or earlier to discuss the Union's suggestions for improvements to the shift schedules. (e) The Company will review and evaluate the Union's suggestions prior to determining the final shift schedules. The Company will endeavour to implement the Union's suggestions if they are compatible with the operating requirements of the Company. The Company will define the shift schedule most appropriate to operational needs and advise the Union of its decision by February 1st. (f) If the Union and the Company agree, the finalized shift schedules will be implemented effective the first day of the first pay period following March 31st. (g) If the Union and the Company cannot agree, the Company will define and implement the shift schedule most appropriate to operational needs effective the first day of the first pay period following March 31st. (h) The Union will have responsibility for the following: - selecting the desired option, where applicable, - defining the employees' desire where flexibility is offered, - defining the method for filling each schedule slot in each area of the Company. (i) (i) Exceptions to the guidelines having negative effect, occurring more than five (5) times annually will be paid at the rate of one hundred and twenty-five (125%) percent for hours worked outside the guidelines. It is understood where an exception occurs resulting from the annual shift changeover, the above rate will not be paid. (ii) Exceptions to the guidelines, resulting from a majority vote of the affected employees in the department, approved by the Company will not result in the payment of this premium. (iii) There shall be no compounding of premiums. In cases where an employee works overtime or works on a statutory holiday and the guidelines have been exceeded in (i) above, the twenty-five (25%) percent of the regular rate of pay shall only be added for the regular hours worked in accordance with (i) above. (j) The shift schedule that is implemented will remain in effect for one year unless serious operational requirements indicate a need for change. The Company shall give thirty (30) days notice of such change and develop the change. At the end of this period, the Company will meet with the Union to outline the proposed shift schedules and to explain the rationale behind them. The Union will have thirty (30) days to review the schedules and to solicit input from the employees. Immediately following this period, the Parties shall meet to discuss the Union's suggestions for improvements to the shift schedules. The Company will review and evaluate the Union's suggestions prior to determining the final shift schedules. The Company will endeavour to implement the Union's suggestions if they are compatible with the operating requirements of the Company. The Company will define the shift schedule most appropriate to operational needs and such schedule shall be implemented in thirty (30) days. (k) In the event the Company considers it necessary to implement a change in the shift schedule earlier than is set out above, the Company may make a request to the Union for relief. The parties will meet and attempt to resolve the matter in a manner that is mutually agreeable. (l) Notice of change is not required where a schedule is varied by mutual agreement between the Union and the Company. (m) Should the Company implement a shift change, the vacation sign-up procedure shall be re-re- implemented for those employees affected. Statutory Holidays and Days in Lieu Method of Payment and Assignment of Work‌ The Parties agree to the following clarification of Article 12.03 and Article 14 as the method of payment for Statutory Holidays and Days in Lieu. 1. When a statutory holiday falls on an employee's regularly scheduled day off, the employee will have the option of either banking a day or have a day in lieu scheduled in the same pay period. The banked day or day in lieu will be paid at: (a) 8 hours if the employee was on an 8 hour schedule the shift both before and after the statutory holiday. If the employee was on one 8 hour shift either before or after the statutory holiday and on one 10 hour shift either the day before or after. (b) 10 hours if the employee was on a 10 hour schedule the shift both before and after the statutory holiday. (c) 12 hours if the employee was on a 12 hour schedule the shift both before and after the statutory holiday. (d) If the employee works two different length shifts before and after the statutory holiday, the employee’s banked day or day in lieu will be paid at the lesser of two shift’s length. 2. When an employee works a statutory holiday they will receive pay on the following basis: (a) Overtime rates at 200% for all hours worked. (b) Have the option of receiving pay in an amount equal to the number of hours in their regularly scheduled shift at straight time, or schedule a day off in lieu, or a banked day, of the same length as the regular shift worked on the statutory holiday. 3. Where an employee works two (2) consecutive shifts, and a statutory holiday occurs during that time, but neither of the shifts attract the stat premium as per above, the employee will be entitled to a day off with pay in lieu of the statutory holiday. This occurs in the following shift combination examples: Day/Night Afternoon/Night The following is an outline of the procedure which will be adhered to when determining which employee(s) will be assigned to work on a statutory holiday. 1. Wherever practicable the Company will post the number of people required to work in each department or section 22 days prior to the holiday. (When the full shift complement is required, such notification will also be issued 22 days prior to the statutory holiday). 2. The work identified on the posting will only be available to those normally assigned to work the statutory holiday according to the established shift schedule. 3. Employees interested in working the statutory holiday must indicate this within 12 days of the posting date. (In Field Operations, employees not interested in working must indicate this within 12 days of the posting date.) 4. The required number of employee(s) will be selected from those wishing to work on the basis of seniority. The most senior employee(s) who have indicated an interest will be assigned until the requirement is met. (In Control, COs who are normally scheduled to work, and who have signed the sheet, will be offered the work first on the basis of seniority. RCOs who are normally scheduled to work, and who have signed the sheet, will be offered the work next on the basis of seniority.) 5. If an insufficient number of people on shift indicate their interest to work, an off day call out will take place, in order of seniority. (In Control, COs who are eligible to work will be offered the work first on the basis of seniority. RCOs who are eligible to work will be offered the work next on the basis of seniority.) 6. If this does not produce the required number of employees, the most junior employee(s) will be assigned starting with those who are normally scheduled to work and, if necessary followed by those who are off shift, until the requirement is met. (In Control, the most junior COs who are normally scheduled to work, but who did not sign the sheet, will be assigned first. The most junior COs who are eligible to work, but who are off, will be assigned next. The most junior RCOs, normally scheduled to work, but who did not sign the sheet, will be assigned last.) 7. Should additional personnel be required after the posting process has been completed, the Company will assign the work to employees on other crews in accordance with items 4, 5 and 6 above. 8. Employees who work the statutory holiday will be given the option of: (a) Being paid under the provisions of 12.03(b), or (b) Being paid 200% for all hours worked and taking a day in lieu as per Article 14.

Consultative Procedure. (a) In order to ensure that employees will have an opportunity to make recommendations dealing with their existing shift schedules, the Company shall solicit suggestions from the Union on improvements to the existing schedules in relation to 1(c)(i), 1(c)(ii), 1(e) and 1(f). At the time of the development of the annual shift schedules, the following procedure shall be used in designing shift schedules: (i) The Company shall solicit suggestions from the Union to improve the existing shift schedules no later than October 1st of each year. (ii) Suggestions for improvements to existing shift schedules shall be submitted to the appropriate department managers by the Union in writing, no later than November 1st of each year. (iii) Following review of those suggestions by the Company, the Company shall develop the shift schedules for the next twelve (12) months. (iv) The Company and the Union will also give consideration to Union shift proposals which fall outside of the normal terms of the Collective Agreement. Should the Company agree to implement such a schedule, all matters requiring changes to the Collective Agreement will be negotiated and agreed to by the Parties in the form of a letter of understanding prior to the actual implementation. (b) The Company will meet with the Union no later than December 15th to outline the proposed shift schedules and to explain the rationale behind them. Such shift schedules will be based on assumed service parameters and operational requirements. Should these change prior to February 1st, the Company will immediately advise the Union as to the impact on the proposed shift schedules. (c) Upon receipt of the proposed shift schedules, the Union will have until January 15th to review the schedules and to solicit input from the employees. (d) The Parties shall meet by January 15th or earlier to discuss the Union's suggestions for improvements to the shift schedules. (e) The Company will review and evaluate the Union's suggestions prior to determining the final shift schedules. The Company will endeavour to implement the Union's suggestions if they are compatible with the operating requirements of the Company. The Company will define the shift schedule most appropriate to operational needs and advise the Union of its decision by February 1st. (f) If the Union and the Company agree, the finalized shift schedules will be implemented effective the first day of the first pay period following March 31st. (g) If the Union and the Company cannot agree, the Company will define and implement the shift schedule most appropriate to operational needs effective the first day of the first pay period following March 31st. (h) The Union will have responsibility for the following: - selecting the desired option, where applicable, - defining the employees' desire where flexibility is offered, - defining the method for filling each schedule slot in each area of the Company. (i) (i) Exceptions to the guidelines having negative effect, occurring more than five (5) times annually will be paid at the rate of one hundred and twenty-five (125%) percent for hours worked outside the guidelines. It is understood where an exception occurs resulting from the annual shift changeover, the above rate will not be paid. (ii) Exceptions to the guidelines, resulting from a majority vote of the affected employees in the department, approved by the Company will not result in the payment of this premium. (iii) There shall be no compounding of premiums. In cases where an employee works overtime or works on a statutory holiday and the guidelines have been exceeded in (i) above, the twenty-five (25%) percent of the regular rate of pay shall only be added for the regular hours worked in accordance with (i) above. (j) The shift schedule that is implemented will remain in effect for one year unless serious operational requirements indicate a need for change. The Company shall give thirty (30) days notice of such change and develop the change. At the end of this period, the Company will meet with the Union to outline the proposed shift schedules and to explain the rationale behind them. The Union will have thirty (30) days to review the schedules and to solicit input from the employees. Immediately following this period, the Parties shall meet to discuss the Union's suggestions for improvements to the shift schedules. The Company will review and evaluate the Union's suggestions prior to determining the final shift schedules. The Company will endeavour to implement the Union's suggestions if they are compatible with the operating requirements of the Company. The Company will define the shift schedule most appropriate to operational needs and such schedule shall be implemented in thirty (30) days. (k) In the event the Company considers it necessary to implement a change in the shift schedule earlier than is set out above, the Company may make a request to the Union for relief. The parties will meet and attempt to resolve the matter in a manner that is mutually agreeable. (l) Notice of change is not required where a schedule is varied by mutual agreement between the Union and the Company. (m) Should the Company implement a shift change, the vacation sign-up procedure shall be re-implemented for those employees affected. Statutory Holidays and Days in Lieu Method of Payment and Assignment of Work‌ The Parties agree to the following clarification of Article 12.03 and Article 14 as the method of payment for Statutory Holidays and Days in Lieu. 1. When a statutory holiday falls on an employee's regularly scheduled day off, the employee will have the option of either banking a day or have a day in lieu scheduled in the same pay period. The banked day or day in lieu will be paid at: (a) 8 hours if the employee was on an 8 hour schedule the shift both before and after the statutory holiday. If the employee was on one 8 hour shift either before or after the statutory holiday and on one 10 hour shift either the day before or after. (b) 10 hours if the employee was on a 10 hour schedule the shift both before and after the statutory holiday. (c) 12 hours if the employee was on a 12 hour schedule the shift both before and after the statutory holiday. (d) If the employee works two different length shifts before and after the statutory holiday, the employee’s banked day or day in lieu will be paid at the lesser of two shift’s length. 2. When an employee works a statutory holiday they will receive pay on the following basis: (a) Overtime rates at 200% for all hours worked. (b) Have the option of receiving pay in an amount equal to the number of hours in their regularly scheduled shift at straight time, or schedule a day off in lieu, or a banked day, of the same length as the regular shift worked on the statutory holiday. 3. Where an employee works two (2) consecutive shifts, and a statutory holiday occurs during that time, but neither of the shifts attract the stat premium as per above, the employee will be entitled to a day off with pay in lieu of the statutory holiday. This occurs in the following shift combination examples: Day/Night Afternoon/Night The following is an outline of the procedure which will be adhered to when determining which employee(s) will be assigned to work on a statutory holiday. 1. Wherever practicable the Company will post the number of people required to work in each department or section 22 days prior to the holiday. (When the full shift complement is required, such notification will also be issued 22 days prior to the statutory holiday). 2. The work identified on the posting will only be available to those normally assigned to work the statutory holiday according to the established shift schedule. 3. Employees interested in working the statutory holiday must indicate this within 12 days of the posting date. (In Field Operations, employees not interested in working must indicate this within 12 days of the posting date.) 4. The required number of employee(s) will be selected from those wishing to work on the basis of seniority. The most senior employee(s) who have indicated an interest will be assigned until the requirement is met. (In Control, COs who are normally scheduled to work, and who have signed the sheet, will be offered the work first on the basis of seniority. RCOs who are normally scheduled to work, and who have signed the sheet, will be offered the work next on the basis of seniority.) 5. If an insufficient number of people on shift indicate their interest to work, an off day call out will take place, in order of seniority. (In Control, COs who are eligible to work will be offered the work first on the basis of seniority. RCOs who are eligible to work will be offered the work next on the basis of seniority.) 6. If this does not produce the required number of employees, the most junior employee(s) will be assigned starting with those who are normally scheduled to work and, if necessary followed by those who are off shift, until the requirement is met. (In Control, the most junior COs who are normally scheduled to work, but who did not sign the sheet, will be assigned first. The most junior COs who are eligible to work, but who are off, will be assigned next. The most junior RCOs, normally scheduled to work, but who did not sign the sheet, will be assigned last.) 7. Should additional personnel be required after the posting process has been completed, the Company will assign the work to employees on other crews in accordance with items 4, 5 and 6 above. 8. Employees who work the statutory holiday will be given the option of: (a) Being paid under the provisions of 12.03(b), or (b) Being paid 200% for all hours worked and taking a day in lieu as per Article 14.

Consultative Procedure. (a) In order to ensure that employees will have an opportunity to make recommendations dealing with their existing shift schedules, the Company shall solicit suggestions from the Union on improvements to the existing schedules in relation to 1(c)(i), 1(c)(ii), 1(e) and 1(f). At the time of the development of the annual shift schedules, the following procedure shall be used in designing shift schedules: (i) The Company shall solicit suggestions from the Union to improve the existing shift schedules no later than October 1st of each year. (ii) Suggestions for improvements to existing shift schedules shall be submitted to the appropriate department managers by the Union in writing, no later than November 1st of each year. (iii) Following review of those suggestions by the Company, the Company shall develop the shift schedules for the next twelve (12) months. (iv) The Company and the Union will also give consideration to Union shift proposals which fall outside of the normal terms of the Collective Agreement. Should the Company agree to implement such a schedule, all matters requiring changes to the Collective Agreement will be negotiated and agreed to by the Parties in the form of a letter of understanding prior to the actual implementation. (b) The Company will meet with the Union no later than December 15th 1st to outline the proposed shift schedules and to explain the rationale behind them. Such shift schedules will be based on assumed service parameters and operational requirements. Should these change prior to February 1st, the Company will immediately advise the Union as to the impact on the proposed shift schedules. (c) Upon receipt of the proposed shift schedules, the Union will have until January 15th to review the schedules and to solicit input from the employees. (d) The Parties shall meet by January 15th or earlier to discuss the Union's suggestions for improvements to the shift schedules. (e) The Company will review and evaluate the Union's suggestions prior to determining the final shift schedules. The Company will endeavour to implement the Union's suggestions if they are compatible with the operating requirements of the Company. The Company will define the shift schedule most appropriate to operational needs and advise the Union of its decision by February 1st. (f) If the Union and the Company agree, the finalized shift schedules will be implemented effective the first day of the first pay period following March 31st. (g) If the Union and the Company cannot agree, the Company will define and implement the shift schedule most appropriate to operational needs effective the first day of the first pay period following March 31st. (h) The Union will have responsibility for the following: - selecting the desired option, where applicable, - defining the employees' desire where flexibility is offered, - defining the method for filling each schedule slot in each area of the CompanyCompany (either by seniority or other method). (i) (i) Exceptions to the guidelines having negative effect, occurring more than five (5) times annually will be paid at the rate of one hundred and twenty-five (125%) percent for hours worked outside the guidelines. It is understood where an exception occurs resulting from the annual shift changeover, the above rate will not be paid. (ii) Exceptions to the guidelines, resulting from a majority vote of the affected employees in the department, approved by the Company will not result in the payment of this premium. (iii) There shall be no compounding of premiums. In cases where an employee works overtime or works on a statutory holiday and the guidelines have been exceeded in (i) above, the twenty-five (25%) percent of the regular rate of pay shall only be added for the regular hours worked in accordance with (i) above. (j) The shift schedule that is implemented will remain in effect for one year unless serious operational requirements indicate a need for change. The Company shall give thirty (30) days notice of such change and develop the change. At the end of this period, the Company will meet with the Union to outline the proposed shift schedules and to explain the rationale behind them. The Union will have thirty (30) days to review the schedules and to solicit input from the employees. Immediately following this period, the Parties shall meet to discuss the Union's suggestions for improvements to the shift schedules. The Company will review and evaluate the Union's suggestions prior to determining the final shift schedules. The Company will endeavour to implement the Union's suggestions if they are compatible with the operating requirements of the Company. The Company will define the shift schedule most appropriate to operational needs and such schedule shall be implemented in thirty (30) days. (k) In the event the Company considers it necessary to implement a change in the shift schedule earlier than is set out above, the Company may make a request to the Union for relief. The parties will meet and attempt to resolve the matter in a manner that is mutually agreeable. (l) Notice of change is not required where a schedule is varied by mutual agreement between the Union and the Company. (m) Should the Company implement a shift change, the vacation sign-up procedure shall be re-implemented for those employees affected. Statutory Holidays and Days in Lieu Method of Payment and Assignment of Work‌ The Parties agree to the following clarification of Article 12.03 and Article 14 as the method of payment for Statutory Holidays and Days in Lieu. 1. When a statutory holiday falls on an employee's regularly scheduled day off, the employee will have the option of either banking a day or have a day in lieu scheduled in the same pay period. The banked day or day in lieu will be paid at: (a) 8 hours if the employee was on an 8 hour schedule the shift both before and after the statutory holiday. If the employee was on one 8 hour shift either before or after the statutory holiday and on one 10 hour shift either the day before or after. (b) 10 hours if the employee was on a 10 hour schedule the shift both before and after the statutory holiday. (c) 12 hours if the employee was on a 12 hour schedule the shift both before and after the statutory holiday. (d) If the employee works two different length shifts before and after the statutory holiday, the employee’s banked day or day in lieu will be paid at the lesser of two shift’s length. 2. When an employee works a statutory holiday they will receive pay on the following basis: (a) Overtime rates at 200% for all hours worked. (b) Have the option of receiving pay in an amount equal to the number of hours in their regularly scheduled shift at straight time, or schedule a day off in lieu, or a banked day, of the same length as the regular shift worked on the statutory holiday. 3. Where an employee works two (2) consecutive shifts, and a statutory holiday occurs during that time, but neither of the shifts attract the stat premium as per above, the employee will be entitled to a day off with pay in lieu of the statutory holiday. This occurs in the following shift combination examples: Day/Night Afternoon/Night The following is an outline of the procedure which will be adhered to when determining which employee(s) will be assigned to work on a statutory holiday. 1. Wherever practicable the Company will post the number of people required to work in each department or section 22 days prior to the holiday. (When the full shift complement is required, such notification will also be issued 22 days prior to the statutory holiday). 2. The work identified on the posting will only be available to those normally assigned to work the statutory holiday according to the established shift schedule. 3. Employees interested in working the statutory holiday must indicate this within 12 days of the posting date. (In Field Operations, employees not interested in working must indicate this within 12 days of the posting date.) 4. The required number of employee(s) will be selected from those wishing to work on the basis of seniority. The most senior employee(s) who have indicated an interest will be assigned until the requirement is met. (In Control, COs who are normally scheduled to work, and who have signed the sheet, will be offered the work first on the basis of seniority. RCOs who are normally scheduled to work, and who have signed the sheet, will be offered the work next on the basis of seniority.) 5. If an insufficient number of people on shift indicate their interest to work, an off day call out will take place, in order of seniority. (In Control, COs who are eligible to work will be offered the work first on the basis of seniority. RCOs who are eligible to work will be offered the work next on the basis of seniority.) 6. If this does not produce the required number of employees, the most junior employee(s) will be assigned starting with those who are normally scheduled to work and, if necessary followed by those who are off shift, until the requirement is met. (In Control, the most junior COs who are normally scheduled to work, but who did not sign the sheet, will be assigned first. The most junior COs who are eligible to work, but who are off, will be assigned next. The most junior RCOs, normally scheduled to work, but who did not sign the sheet, will be assigned last.) 7. Should additional personnel be required after the posting process has been completed, the Company will assign the work to employees on other crews in accordance with items 4, 5 and 6 above. 8. Employees who work the statutory holiday will be given the option of: (a) Being paid under the provisions of 12.03(b), or (b) Being paid 200% for all hours worked and taking a day in lieu as per Article 14.