Common use of EMPLOYEES ON PREMISES OF OTHER EMPLOYERS Clause in Contracts

EMPLOYEES ON PREMISES OF OTHER EMPLOYERS. If employees are prevented from performing their duties because of a strike or lock-out on the premises of a provincial, municipal, commercial or industrial Employer, the employees shall report the matter to the Employer, and the Employer will make reasonable efforts to ensure that such employees are employed elsewhere, so that they shall receive their regular pay and benefits to which they would normally be entitled. ARTICLE ILLEGAL STRIKES The Public Service Labour Relations Act provides penalties for engaging in illegal strikes. Disciplinary action may also be taken, which will include penalties up to and including termination of employment pursuant to paragraph of the Financial Administration Act, for participation in an illegal strike as defined in the Public Service Labour Relations Act. ARTICLE DISCIPLINE When an employee is suspended from duty or terminated in accordance with paragraph (9 of the Financial Administration Act, the Employer undertakes to notify the employee in writing of the reason for such suspension or termination. The Employer shall endeavour to give such notification at the time of suspension or termination. When an employee is required to attend a meeting, the purpose of which is to conduct a disciplinary hearing concerning him or her or to render a disciplinary decision concerning him or her, the employee is entitled to have, at his or her request, a representative of the attend the meeting. Where practicable, the employee shall receive a minimum of one day’s notice of such a meeting. The Employer shall notify the local representative of the as soon as possible that such suspension or termination has occurred. The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action any document from the file of an employee the content of which the employee was not aware of at the time of filing or within a period thereafter. Any document or written statement related to disciplinary action, which may have been placed on the personnel file of an employee, shall be destroyed after two (2) years have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period.

EMPLOYEES ON PREMISES OF OTHER EMPLOYERS. If employees are prevented from performing their duties because of a strike or lock-out on the premises of a provincial, municipal, commercial or industrial Employeremployer, the employees shall report the matter to the Employer, and the Employer will make reasonable efforts to ensure that such employees are employed elsewhere, so that they shall receive their regular pay and benefits to which they would normally be entitled. ARTICLE ILLEGAL STRIKES The Public Service Labour Staff Relations Act provides penalties for engaging in illegal strikes. Disciplinary action may also be taken, which will include penalties up to and including termination of employment pursuant to paragraph of the Financial Administration Actdischarge, for participation in an illegal strike as defined in the Public Service Labour Staff Relations Act. ARTICLE DISCIPLINE When an employee is suspended from duty or terminated in accordance with paragraph (9 of the Financial Administration Actfor disciplinary reasons, the Employer undertakes to notify the employee in writing of the reason for such suspension or termination. The Employer shall endeavour to give such notification at the time of suspension or termination. When an employee is required to attend a meeting, the purpose of which is to conduct a disciplinary hearing concerning him or her or to render a disciplinary decision concerning him or her, the employee is entitled to have, at his or her request, a representative of the attend the meeting. Where practicable, the employee shall receive a minimum of one day’s notice of such a meeting. The Employer shall notify the local representative of representativeof the ?SAC as soon as possible that such suspension or termination has occurred. The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action any document from the file of an employee the content of which the employee was not aware of at the time of filing or within a reasonable period thereafter. Collective Agreement March Any document or written statement related to disciplinary action, which may have been placed on the personnel file of an employee, shall be destroyed after two (2) years have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period.

EMPLOYEES ON PREMISES OF OTHER EMPLOYERS. If employees are prevented from performing their duties because of a strike or lock-out on the premises of a provincial, municipal, commercial or industrial Employeremployer, the employees shall report the matter to the Employer, and the Employer will make reasonable efforts to ensure that such employees are employed elsewhere, so that they shall receive their regular pay and benefits to which they would normally be entitled. ARTICLE ILLEGAL STRIKES The Public Service Labour Staff Relations Act provides penalties for engaging in illegal strikes. Disciplinary action may also be taken, which will include penalties up to and including termination of employment pursuant to paragraph of the Financial Administration Act, for participation in an illegal strike as defined in the Public Service Labour Staff Relations Act. DRAFT Collective Agreement Amended December ARTICLE DISCIPLINE When an employee is suspended from duty or terminated in accordance with paragraph (9 I of the Financial Administration Act, the Employer undertakes to notify the employee in writing of the reason for such suspension or termination. The Employer shall endeavour to give such notification at the time of suspension or termination. When an employee is required to attend a meeting, the purpose of which is to conduct a disciplinary hearing concerning him or her or to render a disciplinary decision concerning him or her, the employee is entitled to have, at his or her request, a representative of the Alliance attend the meeting. Where practicable, the employee shall receive a minimum of one day’s notice of such a meeting. The Employer shall notify the local representative of the Alliance as soon as possible that such suspension or termination has occurred. The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action any document from the file of an employee the content of which the employee was not aware of at the time of filing or within a reasonable period thereafter. Any document or written statement related to disciplinary action, which may have been placed on the personnel file of an employee, shall be destroyed after two (2) years have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period.

EMPLOYEES ON PREMISES OF OTHER EMPLOYERS. If employees are prevented from performing their duties because of a strike or lock-out on the premises of a provincial, municipal, commercial or industrial Employer, the employees shall report the matter to the Employer, and the Employer will make reasonable efforts to ensure that such employees are employed elsewhere, so that they shall receive their regular pay and benefits to which they would normally be entitled. ARTICLE ILLEGAL STRIKES The Public Service Labour Relations Act provides penalties for engaging in illegal strikes. Disciplinary action may also be taken, which will include penalties up to and including termination of employment pursuant to paragraph of the Financial Administration Act, for participation in an illegal strike as defined in the Public Service Labour Relations Act. ARTICLE DISCIPLINE When an employee is suspended from duty or terminated in accordance with paragraph (9 of the Financial Administration Act, the Employer undertakes to notify the employee in writing of the reason for such suspension or termination. The Employer shall endeavour to give such notification at the time of suspension or termination. When an employee is required to attend a meeting, the purpose of which is to conduct a disciplinary hearing concerning him or her or to render a disciplinary decision concerning him or her, the employee is entitled to have, at his or her request, a representative of the attend the meeting. Where practicable, the employee shall receive a minimum of one day’s 's notice of such a meeting. The Employer shall notify the local representative of the as soon as possible that such suspension or termination has occurred. The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action any document from the file of an employee the content of which the employee was not aware of at the time of filing or within a reasonable period thereafter. Any document or written statement related to disciplinary action, which may have been placed on the personnel file of an employee, shall be destroyed after two (2) years have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period.. ARTICLE