Common use of DETAILS Clause in Contracts

DETAILS. The sick pay entitlement may be applied to an approved non- WCB related medical leave of absence; where the employee has contacted the appropriate Department Manager as required by Company Policy and if requested, where the employee has provided a satisfactory medical certificate. The sick pay entitlement can be approved/booked in advance to replace a full shift in conjunction with an approved medical leave of absence and/or for hospitalization, surgery, or out-patient treatment. A medical certificate may be required. When an employee is required to be absent for a full shift in order to attend medical, dental, or other medical specialist appointment that cannot be booked outside of work hours, the sick pay benefit can be approved/booked in advance. Proof of attendance at the appointment(s) may be required. The sick pay entitlement will not apply to partial shifts missed. Where the employee is not able to complete a shift due to a serious illness or injury, the employee will be paid for the remainder of the uncompleted shift as outlined in Article 23. The sick pay entitlement will not be used during or to extend a vacation period or a regular unpaid leave of absence unless specifically approved by the Department Manager. The Department Manager may require the employee to provide a medical certificate confirming that the employee was ill or injured during the vacation or leave of absence. An employee commencing pregnancy leave is not entitled to the sick pay benefit unless the employee has provided a satisfactory medical certificate. If an employee accumulates more than one hundred twenty (120) calendar days of non-medical leave of absences (in any qualifying period), he or she will have his or her remaining sick pay benefit entitlement pro-rated accordingly. The sick pay entitlement policy will allow employees to call in sick when a day off is required due to illness, illness of an immediate family member, or an emergent situation. The sick pay entitlement will be subject to Company policies and practices as issued from time to time.

DETAILS. The sick pay entitlement may be applied to an approved non- non-WCB related medical leave of absence; where the employee has contacted the appropriate Department Manager as required by Company Policy and if requested, where the employee has provided a satisfactory medical certificate. The sick pay entitlement can be approved/booked in advance to replace a full shift in conjunction with an approved medical leave of absence and/or for hospitalization, surgery, surgery or out-patient treatment. A medical certificate may be required. When an employee is required to be absent for a full shift in order to attend medical, dental, dental or other medical specialist appointment that cannot be booked outside of work hours, the sick pay benefit can be approved/booked in advance. Proof of attendance at the appointment(s) may be required. The sick pay entitlement will not apply to partial shifts missed. Where the employee is not able to complete a shift due to a serious illness or injury, the employee will be paid for the remainder of the uncompleted shift as outlined in Article 23. The sick pay entitlement will not be used during or to extend a vacation period or a regular unpaid leave of absence unless specifically approved by the Department Manager. The Department Manager may require the employee to provide a medical certificate confirming that the employee was ill or injured during the vacation or leave of absence. An employee commencing pregnancy leave is not entitled to the sick pay benefit unless the employee has provided a satisfactory medical certificate. If an employee accumulates more than one hundred twenty (120) calendar days of non-medical leave of absences (in any qualifying period), he or she will have his or her remaining sick pay benefit entitlement pro-rated accordingly. The sick pay entitlement policy will allow employees to call in sick when a day off is required due to illness, illness of an immediate family member, or an emergent situation. The sick pay entitlement will be subject to Company policies and practices as issued from time to time.

DETAILS. The sick pay entitlement may be applied to an approved non- WCB related medical leave of absence; where the employee has contacted the appropriate Department Manager as required by Company Policy and if requested, where the employee has provided a satisfactory medical certificate. The sick pay entitlement can be approved/booked in advance to replace a full shift in conjunction with an approved medical leave of absence and/or for hospitalization, surgery, surgery or out-patient treatment. A medical certificate may be required. When an employee is required to be absent for a full shift in order to attend medical, dental, dental or other medical specialist appointment that cannot be booked outside of work hours, the sick pay benefit can be approved/booked in advance. Proof of attendance at the appointment(s) may be required. The sick pay entitlement will not apply to partial shifts missed. Where the employee is not able to complete a shift due to a serious illness or injury, the employee will be paid for the remainder of the uncompleted shift as outlined in Article 23. The sick pay entitlement will not be used during or to extend a vacation period or a regular unpaid leave of absence unless specifically approved by the Department Manager. The Department Manager may require the employee to provide a medical certificate confirming that the employee was ill or injured during the vacation or leave of absence. An employee commencing pregnancy leave is not entitled to the sick pay benefit unless the employee has provided a satisfactory medical certificate. If an employee accumulates more than one hundred twenty (120) calendar days of non-medical leave of absences (in any qualifying period), he or she will have his or her remaining sick pay benefit entitlement pro-rated prorated accordingly. The sick pay entitlement policy will allow employees to call in sick when a day off is required due to illness, illness of an immediate family member, or an emergent situation. The sick pay entitlement will be subject to Company policies and practices as issued from time to time.

DETAILS. The sick pay entitlement may be applied to an approved non- WCB related medical leave of absence; where the employee has contacted the appropriate Department Manager as required by Company Policy and if requested, where the employee has provided a satisfactory medical certificate. The sick pay entitlement can be approved/booked in advance to replace a full shift in conjunction with an approved medical leave of absence and/or for hospitalization, surgery, or out-patient treatment. A medical certificate may be required. When an employee is required to be absent for a full shift in order to attend medical, dental, or other medical specialist appointment that cannot be booked outside of work hours, the sick pay benefit can be approved/booked in advance. Proof of attendance at the appointment(s) may be required. The sick pay entitlement will not apply to partial shifts missed. Where the employee is not able to complete a shift due to a serious illness or injury, the employee will be paid for the remainder of the uncompleted shift as outlined in Article 23. The sick pay entitlement will not be used during or to extend a vacation period or a regular unpaid leave of absence unless specifically approved by the Department Manager. The Department Manager may require the employee to provide a medical certificate confirming that the employee was ill or injured during the vacation or leave of absence. An employee commencing pregnancy leave is not entitled to the sick pay benefit unless the employee has provided a satisfactory medical certificate. If an employee accumulates more than one hundred twenty (120) calendar days of non-medical leave of absences (in any qualifying period), he or she will have his or her remaining sick pay benefit entitlement pro-rated accordingly. The sick pay entitlement policy will allow employees to call in sick when a day off is required due to illness, illness of an immediate family member, or an emergent situation. The sick pay entitlement will be subject to Company policies and practices as issued from time to time.. *From date of ratification (September 11, 2015)

DETAILS. The sick pay entitlement may be applied to an approved non- non-WCB related medical leave of absence; where the employee has contacted the appropriate Department Manager as required by Company Employer Policy and if requested, where the employee has provided a satisfactory medical certificate. The sick pay entitlement can be approved/booked in advance to replace a full shift in conjunction with an approved medical leave of absence and/or for hospitalization, surgery, or out-patient treatment. A medical certificate may be required. When an employee is required to be absent for a full shift in order to attend medical, dental, or other medical specialist appointment that cannot be booked outside of work hours, the sick pay benefit can be approved/booked in advance. Proof of attendance at the appointment(s) may be required. The sick pay entitlement will not apply to partial shifts missed. Where the employee is not able to complete a shift due to a serious illness or injury, the employee will be paid for the remainder of the uncompleted shift as outlined in Article 23. The sick pay entitlement will not be used during or to extend a vacation period or a regular unpaid leave of absence unless specifically approved by the Department Manager. The Department Manager may require the employee to provide a medical certificate confirming that the employee was ill or injured during the vacation or leave of absence. An employee commencing pregnancy leave is not entitled to the sick pay benefit unless the employee has provided a satisfactory medical certificate. If an employee accumulates more than one hundred twenty (120) calendar days of non-non- medical leave of absences (in any qualifying period), he or she they will have his or her their remaining sick pay benefit entitlement pro-pro- rated accordingly. The sick pay entitlement policy will allow employees to call in sick when a day off is required due to illness, illness of an immediate family member, or an emergent situation. The sick pay entitlement will be subject to Company Employer policies and practices as issued from time to time. 41.01 Employees who have completed less than five (5) years of continuous service will be paid four (4%) percent of their previous years’ regular hourly wages. 41.02 Employees who have completed more than five (5) years of continuous service will be paid six (6%) percent of their previous years’ regular hourly wages. 41.03 Full-time employees who have completed more than ten (10) years of continuous service will be paid eight (8%) percent of their previous years’ regular hourly wages. 41.04 Full-time employees may request and receive their vacation pay either prior to, during, or immediately following their vacation. 41.05 Part-time employees will receive their vacation pay entitlement each pay period at four (4%) percent, six (6%) percent, or eight (8%) percent based on their years of service.

DETAILS. The sick pay entitlement may be applied to an approved non- WCB related medical leave of absence; where the employee has contacted the appropriate Department Manager as required by Company Employer Policy and if requested, where the employee has provided a satisfactory medical certificate. The sick pay entitlement can be approved/booked in advance to replace a full shift in conjunction with an approved medical leave of absence and/or for hospitalization, surgery, or out-patient treatment. A medical certificate may be required. When an employee is required to be absent for a full shift in order to attend medical, dental, or other medical specialist appointment that cannot be booked outside of work hours, the sick pay benefit can be approved/booked in advance. Proof of attendance at the appointment(s) may be required. The sick pay entitlement will not apply to partial shifts missed. Where the employee is not able to complete a shift due to a serious illness or injury, the employee will be paid for the remainder of the uncompleted shift as outlined in Article 23. The sick pay entitlement will not be used during or to extend a vacation period or a regular unpaid leave of absence unless specifically approved by the Department Manager. The Department Manager may require the employee to provide a medical certificate confirming that the employee was ill or injured during the vacation or leave of absence. An employee commencing pregnancy leave is not entitled to the sick pay benefit unless the employee has provided a satisfactory medical certificate. If an employee accumulates more than one hundred twenty (120) calendar days of non-medical leave of absences (in any qualifying period), he or she they will have his or her their remaining sick pay benefit entitlement pro-rated accordingly. The sick pay entitlement policy will allow employees to call in sick when a day off is required due to illness, illness of an immediate family member, or an emergent situation. The sick pay entitlement will be subject to Company Employer policies and practices as issued from time to time. 41.01 Employees who have completed less than five (5) years of continuous service will be paid four (4%) percent of their previous years’ regular hourly wages. 41.02 Employees who have completed more than five (5) years of continuous service will be paid six (6%) percent of their previous years’ regular hourly wages. 41.03 Full-time employees who have completed more than ten (10) years of continuous service will be paid eight (8%) percent of their previous years’ regular hourly wages. 41.04 Full-time employees may request and receive their vacation pay either prior to, during, or immediately following their vacation. 41.05 Part-time employees will receive their vacation pay entitlement on the pay period closest to December 15th (and prior to December 25th). This pay will include earnings up to but not including that pay period. 41.06 As far as is practical and consistent with the Employer maintaining an efficient operation, vacations shall be granted during the period of time requested by the employees. Vacation shall be scheduled from Sunday to Saturday. Any exceptions require the approval of the Employer. Requests for exceptions will not be unreasonably denied. Seniority will be used for granting applications in selection of vacation dates; however, the final determination of vacation dates shall be made by the Employer in line with existing conditions. 41.07 Employees will have the opportunity to schedule time off for the purpose of vacation based on the following consecutive years of service: Less than five (5) years two (2) weeks vacation More than five (5) years three (3) weeks vacation More than ten (10) years four (4) weeks vacation (* full-time only) 41.08 Part-time vacation schedules will be completed following the selection of vacation time by full-time employees. 41.09 All other issues not covered by this article shall be determined by the current Employment Standards Code of Alberta.