Common use of EMPLOYMENT POLICY AND UNION MEMBERSHIP Clause in Contracts

EMPLOYMENT POLICY AND UNION MEMBERSHIP. 6.01 The Union and the Employer will cooperate in maintaining a desirable and competent labour force. The Employer endeavours to notify the Union of labour requirements, giving as much prior notice as possible. The Union will provide a list of labour available. The Employer, at its discretion, may hire the employees listed or from other sources. a. The Employer has the right to hire new employees as needed provided that no new employee(s) will be hired while there are available employees in the classification on layoff qualified to do the work. b. The Employer shall notify the Union in writing within one month of the name, address, and classification of any employee at the time such employee is laid off, recalled or newly hired. 6.03 Probationary Period New employees will be hired on a thirteen hundred (1300) hour probationary period. By mutual agreement of the parties, probation may be extended up to an additional thirteen hundred (1300) hours. Agreement to extend probation must occur prior to the conclusion of the initial thirteen hundred (1300) hour period. Upon completion of the probationary period, the new employee shall attain regular employment status. The Employer agrees to grant employees benefit coverage as per Articles 13.01, 13.02, and 13.03 after six hundred and 50 (650) hours worked. 6.04 Probationary employees are covered by the Agreement excepting those provisions which specifically exclude such employees. During the probationary period, the employee shall be considered as being employed on a trial basis and may be disciplined, discharged, laid off, and transferred at the discretion of the Employer. The discipline, discharge, lay-off, or transfer, of a probationary employee shall not be the subject of a grievance and/or arbitration pursuant to the provisions of this Agreement, nor is there any obligation on the Employer to retain the services of such employee or to re- employ him if he is laid off or discharged during such period. The discharge of a probationary employee may be for cause or for no cause and entirely within the discretion of the Employer (other than a termination based upon a prohibited ground under the Human Rights Code). 6.05 Neither the Employer nor the Union will compel employees to join the Union. The Employer will not discriminate against any employee because of union membership or lack of it, and will inform all new employees of the contractual relationship between the Employer and the Union. New employees will be referred by the Employer to a Xxxxxxx or a Union Representative in order to give such Xxxxxxx or Union Representative an opportunity to describe the Union's purposes and representation policies to such new employees. 6.06 Some clients of the Employer require that an employee be a Union member in good standing in order to work at the client’s premises; an employee who chooses not to be a member of the Union has disqualified himself from working at such locations and may be laid off if no other suitable work is available for him. 6.07 The Union agrees that it shall make membership in the Union available to all employees covered by this Agreement.

EMPLOYMENT POLICY AND UNION MEMBERSHIP. 6.01 5.01 The Union and the Employer will cooperate in maintaining a desirable and competent labour force. The Employer endeavours has the right to notify hire new employees as needed and will make every reasonable effort to inform the Union of labour requirements, giving as much manpower requirements at least one (1) week prior notice as possible. The Union will provide a list of labour available. The Employer, at its discretion, may hire the employees listed or from other sourcesto any new hiring. a. 5.02 The Employer has the right to hire new employees as needed needed, provided that no new employee(s) will be hired while there are available employees in the classification on layoff who are qualified to do the workwork and provided that qualified employees are not available for vacant positions or new jobs after job postings have been posted in accordance with Article 5.03. b. 5.03 The Employer will put a permanent notice on the shop bulletin board asking employees to indicate in writing to management that they wish to be considered for job promotions or changes of classification at any future time. For each job classification paid above that of Labourer, the Employer, will make a reasonable effort to provide training experiences for two employees (with most seniority and ability) who have expressed interest in a change of classification in order that such employees may in the future be able to fulfil the requirements of the job they are interested in. 5.04 It shall be the policy of the company to promote from within wherever possible. Where a job vacancy occurs or a new job is created the Employer will review the list of employees who indicated in accordance with Article 5.03 an interest in a job reclassification. If in the opinion of management one of the employees could meet the qualifications required for the job he would be given a trial period of up to one week. If management did not feel the employee had the ability to do the job, management could then proceed to fill the position from outside the company. 5.05 New employees will be hired on a sixty-five (65) working days probationary period, and thereafter shall attain regular employment status. Their respective seniority shall be dated back to the date of their most recent hiring. At the time of the commencement of employment for each new employee, the Employer shall notify the Union in writing within one month of the name, address, and classification of any employee at the time such employee is laid off, recalled or newly hired.following: 6.03 Probationary Period New employees will be hired on a thirteen hundred (1300) hour probationary period. By mutual agreement of the parties, probation may be extended up to an additional thirteen hundred (1300) hours. Agreement to extend probation must occur prior to the conclusion of the initial thirteen hundred (1300) hour period. Upon completion of the probationary period, the new employee shall attain regular employment status. The Employer agrees to grant employees benefit coverage as per Articles 13.01, 13.02, and 13.03 after six hundred and 50 (650) hours worked.a. Name; 6.04 Probationary employees are covered by the Agreement excepting those provisions which specifically exclude such employees. During the probationary period, the employee shall be considered as being employed on a trial basis and may be disciplined, discharged, laid off, and transferred at the discretion of the Employer. The discipline, discharge, lay-off, or transfer, of a probationary employee shall not be the subject of a grievance and/or arbitration pursuant to the provisions of this Agreement, nor is there any obligation on the Employer to retain the services of such employee or to re- employ him if he is laid off or discharged during such period. The discharge of a probationary employee may be for cause or for no cause and entirely within the discretion of the Employer (other than a termination based upon a prohibited ground under the Human Rights Code). 6.05 Neither the Employer nor the Union will compel employees to join the Union. The Employer will not discriminate against any employee because of union membership or lack of it, and will inform all new employees of the contractual relationship between the Employer and the Union. New employees will be referred by the Employer to a Xxxxxxx or a Union Representative in order to give such Xxxxxxx or Union Representative an opportunity to describe the Union's purposes and representation policies to such new employees. 6.06 Some clients of the Employer require that an employee be a Union member in good standing in order to work at the client’s premises; an employee who chooses not to be a member of the Union has disqualified himself from working at such locations and may be laid off if no other suitable work is available for him. 6.07 The Union agrees that it shall make membership in the Union available to all employees covered by this Agreement.b. Address;

EMPLOYMENT POLICY AND UNION MEMBERSHIP. 6.01 5.01 The Union and the Employer will cooperate co-operate in maintaining a desirable and competent labour force. 5.02 The Employer agrees to retain in its employ, within the Bargaining Unit as outlined in Article 2.02 of this Agreement, only members of the Union in good standing. The Employer endeavours to notify the Union of labour requirements, giving as much prior notice as possible. The Union will provide a list of labour available. The Employer, at its discretion, may hire the employees listed or from other sources. a. The Employer has the right shall be free to hire new employees as needed who are not members of the Union, provided that no new employee(s) will said non-members, whether part-time or full-time employees, shall be hired while there are available employees eligible for membership in the classification on layoff qualified to do the workUnion and shall make application within ten (10) days after employment and become members within thirty (30) days. b. 5.03 All new employees will considered probationary until they have accumulated sixty (60) days worked. _ _ _ _ _ _ _ (a) Probationary employees shall be on trial to determine their suitability for regular employment. The Employer shall notify the Union may dismiss a probationary employee if it does not find such employee suitable for regular employment. This is a standard for probationary employees as provided for in writing within one month Section 84.(1) of the name, address, and classification Labour Relations Code of any employee at the time such employee is laid off, recalled or newly hiredBritish Columbia. 6.03 Probationary Period New employees will be hired on a thirteen hundred (1300b) hour probationary period. By mutual agreement of the parties, probation may be extended up to an additional thirteen hundred (1300) hours. Agreement to extend probation must occur prior to the conclusion of the initial thirteen hundred (1300) hour period. Upon successful completion of the probationary period, the employee's name will be entered in the seniority list and their seniority date shall be their most recent date of hire. (a) All new employees will be considered part-time employees until they have attained six (6) consecutive calendar months during each of which they have performed not less than one hundred and twelve (112) hours of work (including statutory holidays and vacation only). On attaining that service level, employees will be considered full-time employees and their seniority date will be established for the full-time seniority list by dividing their accumulated hours of part-time work since their most recent date of hire by one thousand nine hundred and fifty (1,950). (b) Following completion of the probationary period, an employee will acquire status on a part-time seniority list, based on hours worked. 5.05 The Employer shall attain regular employment statusprovide the Union with all necessary information regarding insurance and benefit plans, job postings and awards, terminations and hirings. The name, address, date of hire and classification of new employees shall be provided to the Union once monthly. A list of employees, showing their names ranked according to seniority, classification and rate, shall be forwarded to the Union during October and April in each year. 5.06 The Employer agrees to grant employees benefit coverage as per Articles 13.01, 13.02provide each new employee at the time of employment with a form letter outlining to the employee his or her responsibility in regard to Union membership, and 13.03 after six hundred to provide the Union in writing with the name and 50 (650) hours worked. 6.04 Probationary employees are covered by address of each employee to whom they have presented the Agreement excepting those provisions which specifically exclude such employeesform letter, along with the employee's date of hire. During The Union shall bear the probationary periodexpense of printing the letter, the employee shall contents of the letter to be considered as being employed on a trial basis and may be disciplined, discharged, laid off, and transferred at the discretion of such that it is acceptable to the Employer. The discipline, discharge, lay-off, or transfer, of a probationary employee shall not be the subject of a grievance and/or arbitration pursuant Employer further agrees to the provisions of this Agreement, nor is there any obligation on the Employer to retain the services of such employee or to re- employ him if he is laid off or discharged during such period. The discharge of a probationary employee may be for cause or for no cause and entirely within the discretion of the Employer (other than a termination based upon a prohibited ground under the Human Rights Code). 6.05 Neither the Employer nor provide the Union will compel employees to join the Union. The Employer will not discriminate against any employee because once a month with a list containing names of union membership or lack of it, and will inform all new employees of the contractual relationship between the Employer and the Union. New employees will be referred by the Employer to a Xxxxxxx or a Union Representative in order to give such Xxxxxxx or Union Representative an opportunity to describe the Union's purposes and representation policies to such new employees. 6.06 Some clients of the Employer require that an employee be a Union member in good standing in order to work at the client’s premises; an employee who chooses not to be a member of the Union has disqualified himself from working at such locations and may be laid off if no other suitable work is available for him. 6.07 The Union agrees that it shall make membership in the Union available to all employees covered by this Agreementwho have terminated their employment during the previous month.

EMPLOYMENT POLICY AND UNION MEMBERSHIP. 6.01 5.01 The Union and the Employer will cooperate in maintaining a desirable and competent labour force. The Employer endeavours to notify will invite the Union of labour requirements, giving as much prior notice as possible. The Union will provide to supply a list of labour available. The Employer, at its discretion, may hire the employees listed or from other sourcesavailable members who will be given due consideration for employment. a. 5.02 The Employer has the right to hire new employees as needed needed, provided that no new employee(s) will be hired while there are employees on lay-off available employees in the classification on layoff who are qualified to do the work. b. 5.03 New employees will be hired on a three- (3) month and a minimum of three hundred eighty (380) hours probationary period. Their seniority shall commence on the date of completion of the three (3) months and the minimum of three hundred eighty (380) hours. The Employer shall notify the Union in writing within one month of the name, address, and classification of any new employee at the time such employee is laid off, recalled or newly hired. 6.03 Probationary Period New commences employment. Seniority of full time employees will shall be hired calculated from the date the probationary period was completed. Seniority of part time and casual employees shall be based on a thirteen hundred (1300) hour probationary period. By mutual agreement of the parties, probation may be extended up to an additional thirteen hundred (1300) hours. Agreement to extend probation must occur prior to accumulated hours worked since the conclusion of the initial thirteen hundred (1300) hour period. Upon completion of the probationary period. When a part time or casual employee moves to full time, the new employee seniority date shall attain regular employment status. The Employer agrees to grant employees benefit coverage as per Articles 13.01, 13.02, and 13.03 after six be calculated on the basis that one (1) month equals one hundred and 50 forty (650140) hours worked. 6.04 Probationary 5.04 The Employer shall provide the Union with necessary information regarding job postings and awards, terminations, and hirings. The name, social insurance number, address, date of hire and job status of new employees shall be provided to the Union once monthly. A list of employees, showing their names ranked according to seniority, job status, and rate, shall be forwarded to the Union during October and April in each year. It is the responsibility of each employee to notify the Employer in writing of any and all necessary status, address, and phone number changes. 5.05 Employees on probation are covered by the Agreement excepting Agreement, except those provisions which specifically exclude such employees. During the probationary period, the employee shall be considered as being employed on a trial basis and may be disciplined, discharged, laid off, and transferred at the discretion of the Employer. The discipline, discharge, lay-off, or transfer, of a probationary employee shall not be the subject of a grievance and/or arbitration pursuant to the provisions of this Agreement, nor is there any obligation on the Employer to retain the services of such employee or to re- employ him if he is laid off or discharged during such period. The discharge of a probationary employee may be for cause or for no cause and entirely within the discretion of the Employer (other than a termination based upon a prohibited ground under the Human Rights Code). 6.05 5.06 Neither the Employer nor the Union will compel employees to join the Union. The Employer will not union, nor discriminate against any employee because of union membership or lack of it, and will inform all new employees of the contractual relationship between the Employer and the Union. New employees will be referred by Before commencing work, the Employer will refer any new employee to a Xxxxxxx or a Union CLAC Representative in order to give such Xxxxxxx or Union CLAC Representative an opportunity to describe the Union's purposes union’s purpose and representation policies to such new employeespolicies. 6.06 Some clients 5.07 Full time employees are those who are posted to a full time position. Each department in each classification shall have a set number of full time positions. The number of full time positions in each department in each hotel will be reviewed at the end of each calendar year. Any employee who has worked a minimum of 1872 hours in the previous calendar year shall be eligible to apply for a full time position. Any new positions to be added shall be posted in accordance with Article 11.08. The following criteria will be used to determine the successful applicants: • Seniority • Ability to perform the work. Successful candidates shall remain classified as full time employees for the duration of the Employer require that an employee be year. In the event of a Union member in good standing in order to work at business slowdown and the client’s premises; an need for a reduction of full time position, any full time employee who chooses loses her position shall revert to part time. Part time employees are all other employees who are not posted to a full time position. 5.08 Neither the Employer nor the Union will tolerate sexual harassment in the workplace. Complaints will be thoroughly investigated. Alleged failure by any party to deal with a member sexual harassment complaint may be subject of a grievance pursuant to this Agreement. The Employer shall post their policy on sexual harassment. Such complaint should be submitted in writing to the Employer not later than thirty (30) days of the Union has disqualified himself from working at such locations and may be laid off if no other suitable work is available for himoccurrence. 6.07 The Union agrees that it shall make membership in the Union available to all employees covered by this Agreement.

EMPLOYMENT POLICY AND UNION MEMBERSHIP. 6.01 The Union and 5.01 When filing any vacancy within the bargaining unit, the Employer shall give preference to qualified applicants within the bargaining unit who are members of the Union. 5.02 Orientation - When new employees are hired, they shall receive five (5) shifts of orientation time. During orientation the new employee shall be considered as an "extra" on the shift and shall be paid at a rate not less than ninety (90) percent of probation rate. Orientation time shall be served on the shifts the employee is to work. Orientation will cooperate in maintaining be done by the same person whenever possible for the duration of the new employee's orientation period, and that person shall be someone who regularly does the work on the shift(s) the new employee is being oriented on. Whenever possible, the orientation period of a desirable and competent labour force. The Employer endeavours to notify new employee will end within one (1) week of the Union of labour requirements, giving as much prior notice as possible. The Union date she will provide a list of labour available. The Employer, at its discretion, may hire the employees listed or from other sourcescommence regular work. a. When filling any vacancy within the bargaining unit, the Employer shall give preference to an employee with the most seniority provide such employee is qualified and suitable to perform the required work. The vacancy shall not be permanently filled prior to the completion of the posting procedure. b. Employees shall not have their regularly scheduled hours of work increased or decreased so as to cause a change in their status as either full-time or part-time, the understanding being that all changes in status shall be via the job posting or vacancy posting procedure. c. However, if there is to be a general reduction in hours of work in the bargaining unit, such reduction shall be taken from the employee with the least seniority even if this causes a change in that employee's status. a. A vacancy in the bargaining unit, that the Employer has intends to fill, shall be posted for seven (7) days. Applicants must notify the Director of Nursing, in writing, prior to the termination of the posting of their candidacy for the vacant job. In cases where two or more candidates are qualified to fill the vacancy, the senior employee shall be given a 160 hour trial period by the Employer. The Administrator shall have the right to hire new employees as needed provided that no new employee(s) will be hired while there are available employees in fill the classification vacancy on layoff qualified to do a temporary basis, pending the workselection of a successful candidate. Appointments from within the bargaining unit for persons who successfully fill a posted vacancy shall become effective with the beginning of the next scheduling period following the completion of all postings arising out of the vacancy. b. The Employer shall notify the Union agrees to post temporary vacancies arising from an extended illness or leave of absence exceeding thirty (30) calendar days. c. Employees who are on vacation or a leave of absence not exceeding forty-five (45) calendar days, may indicate in advance, in writing within to the Employer, their desire to apply to any postings which may occur during their absence. In such a case the Employer may fill the vacancy temporarily, pending the selection of a successful candidate. d. The successful applicant for a vacancy posting shall be obligated to accept and work all hours and shifts included in the job posting. 5.05 A vacancy created by a posting shall not be subject to more than one month (1) further posting. a. Newly hired employees (full-time and part-time) must successfully complete a probationary period of 450 hours’ worked. b. Employees who successfully complete the probationary period shall have their probationary hours credited to their seniority upon successful completion of their probationary period. c. It is understood and agreed that the discharge of a probationary employee is at the sole discretion of the name, address, Employer and classification of any employee at the time such employee is laid off, recalled or newly hired. 6.03 Probationary Period New employees will be hired on a thirteen hundred (1300) hour probationary period. By mutual agreement of the parties, probation may be extended up to an additional thirteen hundred (1300) hours. Agreement to extend probation must occur prior not subject to the conclusion of grievance/arbitration procedure. The Employer will, before or no later than the initial thirteen hundred (1300) hour period. Upon completion expiration of the probationary period: i. in writing, confirm her appointment as having completed her probation, or ii. terminate the new employee shall attain regular employment status. The Employer agrees to grant employees benefit coverage as per Articles 13.01employee, 13.02with reasons, and 13.03 after six hundred and 50 (650) hours worked. 6.04 Probationary employees are covered by the Agreement excepting those provisions which specifically exclude such employees. During the probationary period, the employee shall be considered as being employed on a trial basis and may be disciplined, discharged, laid off, and transferred at the discretion of the Employer. The discipline, discharge, lay-off, or transfer, of a probationary employee termination shall not be the subject of a grievance and/or arbitration pursuant to the provisions of this Agreement, nor is there any obligation on the Employer to retain the services of such employee or to re- employ him if he is laid off or discharged during such period. The discharge of a probationary employee may be for cause or for no cause and entirely within the discretion of the Employer (other than a termination based upon a prohibited ground under the Human Rights Code)arbitration. 6.05 Neither the Employer nor the Union will compel employees to join the Union. The Employer will not discriminate against any employee because of union membership or lack of it, and will inform all new employees of the contractual relationship between the Employer and the Union. New employees will be referred by the Employer to a Xxxxxxx or a Union Representative in order to give such Xxxxxxx or Union Representative an opportunity to describe the Union's purposes and representation policies to such new employees. 6.06 Some clients of the Employer require that an employee be a Union member in good standing in order to work at the client’s premises; an employee who chooses not to be a member of the Union has disqualified himself from working at such locations and may be laid off if no other suitable work is available for him. 6.07 The Union agrees that it shall make membership in the Union available to all employees covered by this Agreement.

EMPLOYMENT POLICY AND UNION MEMBERSHIP. 6.01 5.01 The Union and the Employer will cooperate in maintaining a desirable and competent labour force. The Employer endeavours will give preference to notify Union members for employment, provided such applicants are qualified to meet the Union requirements of labour requirementsthe job. Despite the foregoing, giving as much prior notice as possible. the hiring decision shall be solely the Employer’s. 5.02 The Union will provide a list of labour available. The Employer, at its discretion, Employer may hire new dependant contractors or owner/operators who shall be members of the bargaining unit. Employee driven trips will not be infringed upon by the new dependant contractors or owner/operator trips. It is further agreed that new dependent contractors, owner/operators and part-time employees listed or from other sourcesshall not deprive regular employees of their normal working hours nor unfavourably influence the workload of regular employees. Newly hired dependant contractors shall be shown on a separate seniority list. a. 5.03 The Employer has the right to hire new employees as needed needed, provided that no new employee(s) employee will be hired while there are available employees in the classification on layoff qualified to do the work. Laid-off employees shall remain eligible for recall for a maximum period of six (6) months. b. The Employer shall notify the Union in writing within one month of the name, address, and classification of any employee at the time such employee is laid off, recalled or newly hired. 6.03 Probationary Period 5.04 New employees will be hired on a thirteen hundred ninety- (130090) hour probationary period. By mutual agreement of the parties, probation may be extended up to an additional thirteen hundred (1300) hours. Agreement to extend probation must occur prior to the conclusion of the initial thirteen hundred (1300) hour period. Upon completion of the day worked probationary period, the new employee and thereafter shall attain regular employment status, provided such service is satisfactory to the Employer. Their respective seniority shall be dated back to the date of the beginning of employment, as per Article 11.01. The Employer agrees to grant employees benefit coverage probationary period is included in the three (3) months at ninety five percent (95%) of the senior rate as per Articles 13.01, 13.02, and 13.03 after six hundred and 50 (650) hours workeddescribed in Schedule “A” General 6(a). 6.04 5.05 Probationary employees are covered by the Agreement excepting Agreement, except those provisions which specifically exclude such employees. During the probationary period, the employee shall be considered as being employed on a trial basis and may be disciplined, discharged, laid off, and transferred at the discretion of the Employer. The discipline, discharge, lay-off, or transfer, of a probationary employee shall not be the subject of a grievance and/or arbitration pursuant to the provisions of this Agreement, nor is there any obligation on the Employer to retain the services of such employee or to re- employ him if he is laid off or discharged during such period. The discharge of a probationary employee may be for cause or for no cause and entirely within the discretion of the Employer (other than a termination based upon a prohibited ground under the Human Rights Code). 6.05 5.06 Neither the Employer nor the Union will compel employees to join the Union. The Employer will not discriminate against any employee because of union Union membership or lack of it, and will inform all new employees of the contractual relationship between the Employer and the Union. New employees Before commencing work, any new employee will be referred by the Employer to a Xxxxxxx or a Union Representative by the Employer in order to give such Xxxxxxx or Union Representative an opportunity to describe the Union's purposes purpose and representation policies to such new employeespolicies. 6.06 Some clients of the Employer require that an employee be a Union member in good standing in order to work at the client’s premises; an employee who chooses not to be a member of the Union has disqualified himself from working at such locations and may be laid off if no other suitable work is available for him. 6.07 The Union agrees that it shall make membership in the Union available to all employees covered by this Agreement.

EMPLOYMENT POLICY AND UNION MEMBERSHIP. 6.01 The Union and the Employer will cooperate co-operate in maintaining a desirable and competent labour force. The Employer endeavours agrees to notify retain in its employ, within the Bargaining Unit as outlined in Article of this Agreement, only members of the Union of labour requirements, giving as much prior notice as possiblein good standing. The Union will provide a list of labour available. The Employer, at its discretion, may hire the employees listed or from other sources. a. The Employer has the right shall be free to hire new employees as needed who are not members of the Union, provided that no new employee(s) will said nonmembers, whether part-time or full-time employees, shall be hired while there are available employees eligible for membership in the classification on layoff qualified to do the workUnion and shall make application within ten days after employment and become members within thirty (30) days. All new employees will considered probationary until they have accumulated sixty (60) days worked. b. (a) Probationary employees shall be on trial to determine their suitability for regular employment. The Employer shall notify the Union April to March Collective Agreement Between Canada Bread and CAW Local may dismiss a probationary employee if it does not find such employee suitable for regular employment. This is a standard for probationary employees as provided for in writing within one month Section of the name, address, and classification Labour Relations Code of any employee at the time such employee is laid off, recalled or newly hired. 6.03 Probationary Period New employees will be hired on a thirteen hundred (1300) hour probationary period. By mutual agreement of the parties, probation may be extended up to an additional thirteen hundred (1300) hours. Agreement to extend probation must occur prior to the conclusion of the initial thirteen hundred (1300) hour periodBritish Columbia. Upon successful completion of the probationary period, the employee's name will be entered in the seniority list and their seniority date shall be their most recent date of hire. (a) All new employee shall attain regular employment status. The Employer agrees to grant employees benefit coverage as per Articles 13.01, 13.02, and 13.03 after will be considered part-time employees until they have attained six (6) consecutive calendar months during each of which they have performed not less than one hundred and 50 twelve (650112) hours worked. 6.04 Probationary of work (including statutory holidays and vacation only). On attaining that service level, employees are covered will be considered full-time employees and their seniority date will be established for the full-time seniority list by the Agreement excepting those provisions which specifically exclude such employeesdividing their accumulated hours of part-time work since their most recent date of hire by one thousand nine hundred and fifty (1,950). During Following completion of the probationary period, the an employee shall be considered as being employed will acquire status on a trial basis and may be disciplinedpart-time seniority list, discharged, laid off, and transferred at the discretion of the Employer. The discipline, discharge, lay-off, or transfer, of a probationary employee shall not be the subject of a grievance and/or arbitration pursuant to the provisions of this Agreement, nor is there any obligation based on the Employer to retain the services of such employee or to re- employ him if he is laid off or discharged during such period. The discharge of a probationary employee may be for cause or for no cause and entirely within the discretion of the Employer (other than a termination based upon a prohibited ground under the Human Rights Code). 6.05 Neither the Employer nor the Union will compel employees to join the Unionhours worked. The Employer will not discriminate against any employee because shall provide the Union with all necessary information regarding insurance and benefit plans, job and awards, terminations and The name, address, date of union membership or lack hire and classification of it, and will inform all new employees of the contractual relationship between the Employer and the Union. New employees will shall be referred by the Employer provided to a Xxxxxxx or a Union Representative in order to give such Xxxxxxx or Union Representative an opportunity to describe the Union's purposes and representation policies to such new employees. 6.06 Some clients of the Employer require that an employee be a Union member in good standing in order to work at the client’s premises; an employee who chooses not to be a member of the Union has disqualified himself from working at such locations once monthly. A list of employees, showing their names ranked according to seniority, classification and may rate, shall be laid off if no other suitable work is available for him. 6.07 The Union agrees that it shall make membership in forwarded to the Union available to all employees covered by this Agreementduring October and April in each year.

EMPLOYMENT POLICY AND UNION MEMBERSHIP. 6.01 The Union and 5.01 When filing any vacancy within the bargaining unit, the Employer shall give preference to qualified applicants within the bargaining unit who are members of the Union. 5.02 Orientation - When new employees are hired, they shall receive five (5) shifts of orientation time. During orientation the new employee shall be considered as an "extra" on the shift and shall be paid at a rate not less than ninety (90) percent of probation rate. Orientation time shall be served on the shifts the employee is to work. Orientation will cooperate in maintaining be done by the same person whenever possible for the duration of the new employee's orientation period, and that person shall be someone who regularly does the work on the shift(s) the new employee is being oriented on. Whenever possible, the orientation period of a desirable and competent labour forcenew employee will end within one (1) week of the date she will commence regular work. The Employer endeavours to notify Orientation period hours are excluded from the Union of labour requirements, giving as much prior notice as possible. The Union will provide a list of labour available. The Employer, at its discretion, may hire the employees listed or from other sourcesemployee's probationary period. a. When filling any vacancy within the bargaining unit, the Employer shall give preference to an employee with the most seniority provide such employee is qualified and suitable to perform the required work. The vacancy shall not be permanently filled prior to the completion of the posting procedure. b. Employees shall not have their regularly scheduled hours of work increased or decreased so as to cause a change in their status as either full-time or part-time, the understanding being that all changes in status shall be via the job posting or vacancy posting procedure. c. However, if there is to be a general reduction in hours of work in the bargaining unit, such reduction shall be taken from the employee with the least seniority even if this causes a change in that employee's status. a. A vacancy in the bargaining unit, that the Employer has intends to fill, shall be posted for seven (7) days. Applicants must notify the Director of Nursing, in writing, prior to the termination of the posting of their candidacy for the vacant job. In cases where two or more candidates are qualified to fill the vacancy, the senior employee shall be given a 160 hour trial period by the Employer. The Administrator shall have the right to hire new employees as needed provided that no new employee(s) will be hired while there are available employees in fill the classification vacancy on layoff qualified to do a temporary basis, pending the workselection of a successful candidate. Appointments from within the bargaining unit for persons who successfully fill a posted vacancy shall become effective with the beginning of the next scheduling period following the completion of all postings arising out of the vacancy. b. The Employer shall notify the Union agrees to post temporary vacancies arising from an extended illness or leave of absence exceeding thirty (30) calendar days. c. Employees who are on vacation or a leave of absence not exceeding forty-five (45) calendar days, may indicate in advance, in writing within to the Employer, their desire to apply to any postings which may occur during their absence. In such a case the Employer may fill the vacancy temporarily, pending the selection of a successful candidate. d. The successful applicant for a vacancy posting shall be obligated to accept and work all hours and shifts included in the job posting. 5.05 A vacancy created by a posting shall not be subject to more than one month (1) further posting. a. Newly hired employees (full-time and part- time) must successfully complete a probationary period of 450 hours’ worked. b. Employees who successfully complete the probationary period shall have their probationary hours credited to their seniority upon successful completion of their probationary period. c. It is understood and agreed that the discharge of a probationary employee is at the sole discretion of the name, address, Employer and classification of any employee at the time such employee is laid off, recalled or newly hired. 6.03 Probationary Period New employees will be hired on a thirteen hundred (1300) hour probationary period. By mutual agreement of the parties, probation may be extended up to an additional thirteen hundred (1300) hours. Agreement to extend probation must occur prior not subject to the conclusion of grievance/arbitration procedure. The Employer will, before or no later than the initial thirteen hundred (1300) hour period. Upon completion expiration of the probationary period: i. in writing, confirm her appointment as having completed her probation, or ii. terminate the new employee shall attain regular employment status. The Employer agrees to grant employees benefit coverage as per Articles 13.01employee, 13.02with reasons, and 13.03 after six hundred and 50 (650) hours worked. 6.04 Probationary employees are covered by the Agreement excepting those provisions which specifically exclude such employees. During the probationary period, the employee shall be considered as being employed on a trial basis and may be disciplined, discharged, laid off, and transferred at the discretion of the Employer. The discipline, discharge, lay-off, or transfer, of a probationary employee termination shall not be the subject of a grievance and/or arbitration pursuant to the provisions of this Agreement, nor is there any obligation on the Employer to retain the services of such employee or to re- employ him if he is laid off or discharged during such period. The discharge of a probationary employee may be for cause or for no cause and entirely within the discretion of the Employer (other than a termination based upon a prohibited ground under the Human Rights Code)arbitration. 6.05 Neither the Employer nor the Union will compel employees to join the Union. The Employer will not discriminate against any employee because of union membership or lack of it, and will inform all new employees of the contractual relationship between the Employer and the Union. New employees will be referred by the Employer to a Xxxxxxx or a Union Representative in order to give such Xxxxxxx or Union Representative an opportunity to describe the Union's purposes and representation policies to such new employees. 6.06 Some clients of the Employer require that an employee be a Union member in good standing in order to work at the client’s premises; an employee who chooses not to be a member of the Union has disqualified himself from working at such locations and may be laid off if no other suitable work is available for him. 6.07 The Union agrees that it shall make membership in the Union available to all employees covered by this Agreement.

EMPLOYMENT POLICY AND UNION MEMBERSHIP. 6.01 5.01 The Union and the Employer will cooperate in maintaining a desirable and competent labour force. The Employer endeavours will give preference to notify Union members who apply for employment, provided such applicants are qualified to meet the Union requirements of labour requirements, giving as much prior notice as possible. The Union will provide a list of labour available. The Employer, at its discretion, may hire the employees listed or from other sourcesjob. a. 5.02 New employees shall be hired on a three (3) month probationary period, and thereafter shall attain regular employment status. Upon successful completion of the probationary period, the most recent hire date will be recognized as the employee’s start date. At least one (1) week before a new employee completes his probation period, the Employer shall review their performance and wage rate to be paid to the employee upon completion of probation and communicate the result of this review to the employee and Union xxxxxxx. 5.03 The Employer has the right to hire new employees as needed provided that no at least one (1) day prior to any new employee(s) will be hired while there hiring, the Employer shall first request the Union to send a list of available persons who are available employees in the classification on layoff qualified to do the work. 5.04 When the Employer hires new employees, the Employer shall inform the Union Representative of the hiring of such employees within two (2) days of hiring and furnish the Union with the following information: a. Employee name; b. Address; x. Xxxx of Birth; d. Telephone Number; e. Date of Hire; and f. Job classification, including trade certificate number and apprenticeship level or year. 5.05 The Employer shall notify inform the Union Representative within two (2) days and furnish the Union with the following information regarding changes in writing within one month of the nameemployment status; a. Change in classification, addresslevel, and classification of any employee at the time such employee is laid offor apprenticeship year; or b. Job end date (for temporary, recalled or newly hiredpermanent separation) c. Return or recall to active work. 6.03 Probationary Period New employees will be hired on a thirteen hundred (1300) hour probationary period. By mutual agreement of the parties, probation may be extended up to an additional thirteen hundred (1300) hours. Agreement to extend probation must occur prior to the conclusion of the initial thirteen hundred (1300) hour period. Upon completion of the probationary period, the new employee shall attain regular employment status. The Employer agrees to grant employees benefit coverage as per Articles 13.01, 13.02, and 13.03 after six hundred and 50 (650) hours worked. 6.04 5.06 Probationary employees are covered by all the provisions of this Agreement excepting those provisions which specifically exclude such employees. During the probationary period, the employee shall be considered as being employed on a trial basis and may be disciplined, discharged, laid off, and transferred at the discretion of the Employer. The discipline, discharge, lay-off, or transfer, of a probationary employee shall not be the subject of a grievance and/or arbitration pursuant to the provisions of this Agreement, nor is there any obligation on the Employer to retain the services of such employee or to re- employ him if he is laid off or discharged during such period. The discharge of a probationary employee may be for cause or for no cause and entirely within the discretion of the Employer (other than a termination based upon a prohibited ground under the Human Rights Code). 6.05 5.07 Neither the Employer nor the Union will compel employees to join the Union. The Employer will not discriminate against any employee because of union Union membership or lack of it, it and will inform all new employees of the contractual relationship between the Employer and the Union. New employees will be referred Before commencing work, the Employer shall provide a Union information package (prepared by the Union) to any new employee. 5.08 At the time if hire, the Employer to shall provide each newly hired employee with a Xxxxxxx or a Union Representative in order to give such Xxxxxxx or Union Representative an opportunity to describe Welcome Package of information prepared by the Union's purposes and representation policies . The Union shall provide copies of Welcome Packages to such new employeesthe Employer upon request for additional supply. 6.06 Some clients of the Employer require that an employee be a Union member in good standing in order to work at the client’s premises; an employee who chooses not to be a member of the Union has disqualified himself from working at such locations and may be laid off if no other suitable work is available for him. 6.07 5.09 The Union agrees that it shall will make membership in the Union available to all employees covered by this AgreementAgreement on the same terms and conditions as are applicable to other members of the Union. 5.10 Where operational requirements allow, the Employer will provide employees who are moving to another job site with the following business days’ notice based on the employee’s new travel classification: Travel Classification Change Local to Local Calendar Days Notice 0 LOA to Local 2 Local to LOA 5 LOA to LOA 5 5.11 On or before the fifteenth (15th) of October of each year the Employer shall evaluate each employee. The purpose of this evaluation will be to assess the appropriateness of an employee’s classification, wage rate and to provide an opportunity for mutual workplace feedback. The mutual workplace feedback includes level of health and safety, communication, interpersonal, dependability, leadership, productivity and work quality and performance. The employee will be given a performance review document to be filled out prior to the scheduled meeting. A xxxxxxx may be present at the request of the employee.

EMPLOYMENT POLICY AND UNION MEMBERSHIP. 6.01 5.01 The Union and the Employer will cooperate in maintaining a desirable and competent labour force. The Employer endeavours has the right to notify hire new employees as needed and will make every reasonable effort to inform the Union of labour requirements, giving as much manpower requirements at least one (1) week prior notice as possible. The Union will provide a list of labour available. The Employer, at its discretion, may hire the employees listed or from other sourcesto any new hiring. a. 5.02 The Employer has the right to hire new employees as needed needed, provided that no new employee(s) will be hired while there are available employees in the classification on layoff who are qualified to do the workwork and provided that qualified employees are not available for vacant positions or new jobs after job postings have been posted in accordance with Article 5.03. b. 5.03 The Employer will put a permanent notice on the shop bulletin board asking employees to indicate in writing to management that they wish to be considered for job promotions or changes of classification at any future time. For each job classification paid above that of Xxxxxxxx, the Employer, will make a reasonable effort to provide training experiences for two employees (with most seniority and ability) who have expressed interest in a change of classification in order that such employees may in the future be able to fulfil the requirements of the job they are interested in. 5.04 It shall be the policy of the company to promote from within wherever possible. Where a job vacancy occurs or a new job is created the Employer will review the list of employees who indicated in accordance with Article 5.03 an interest in a job reclassification. If in the opinion of management one of the employees could meet the qualifications required for the job he would be given a trial period of up to one week. If management did not feel the employee had the ability to do the job, management could then proceed to fill the position from outside the company. 5.05 New employees will be hired on a sixty-five (65) working days probationary period, and thereafter shall attain regular employment status. Their respective seniority shall be dated back to the date of their most recent hiring. At the time of the commencement of employment for each new employee, the Employer shall notify the Union in writing within one month of the name, address, and classification of any employee at the time such employee is laid off, recalled or newly hired.following: 6.03 Probationary Period New employees will be hired on a thirteen hundred (1300) hour probationary period. By mutual agreement of the parties, probation may be extended up to an additional thirteen hundred (1300) hours. Agreement to extend probation must occur prior to the conclusion of the initial thirteen hundred (1300) hour period. Upon completion of the probationary period, the new employee shall attain regular employment status. The Employer agrees to grant employees benefit coverage as per Articles 13.01, 13.02, and 13.03 after six hundred and 50 (650) hours worked.a. Name; 6.04 Probationary employees are covered by the Agreement excepting those provisions which specifically exclude such employees. During the probationary period, the employee shall be considered as being employed on a trial basis and may be disciplined, discharged, laid off, and transferred at the discretion of the Employer. The discipline, discharge, lay-off, or transfer, of a probationary employee shall not be the subject of a grievance and/or arbitration pursuant to the provisions of this Agreement, nor is there any obligation on the Employer to retain the services of such employee or to re- employ him if he is laid off or discharged during such period. The discharge of a probationary employee may be for cause or for no cause and entirely within the discretion of the Employer (other than a termination based upon a prohibited ground under the Human Rights Code). 6.05 Neither the Employer nor the Union will compel employees to join the Union. The Employer will not discriminate against any employee because of union membership or lack of it, and will inform all new employees of the contractual relationship between the Employer and the Union. New employees will be referred by the Employer to a Xxxxxxx or a Union Representative in order to give such Xxxxxxx or Union Representative an opportunity to describe the Union's purposes and representation policies to such new employees. 6.06 Some clients of the Employer require that an employee be a Union member in good standing in order to work at the client’s premises; an employee who chooses not to be a member of the Union has disqualified himself from working at such locations and may be laid off if no other suitable work is available for him. 6.07 The Union agrees that it shall make membership in the Union available to all employees covered by this Agreement.b. Address;

EMPLOYMENT POLICY AND UNION MEMBERSHIP. 6.01 5.01 The Union and the Employer will cooperate in maintaining a desirable and competent labour force. The Employer endeavours to notify will invite the Union of labour requirements, giving as much prior notice as possible. The Union will provide to supply a list of labour available. The Employer, at its discretion, may hire the employees listed or from other sourcesavailable members who will be given due consideration for employment. a. 5.02 The Employer has the right to hire new employees as needed needed, provided that no new employee(s) will be hired while there are employees on lay-off available employees in the classification on layoff who are qualified to do the work. b. 5.03 New employees will be hired on a three- (3) month or a minimum of 500 hours probationary period. Such employees will be notified in writing with reasons prior to such extension. Failure to notify will mean the employee has completed the probation period. Their seniority shall begin on the date of their confirmation. The Employer shall notify the Union in writing within one month of the name, address, and classification of any new employee at the time such employee is laid off, recalled or newly hiredcommences employment. 6.03 Probationary Period New 5.04 The Employer shall provide the Union with necessary information regarding job postings and awards, terminations, and hirings. The name, social insurance number, address, date of hire and job status of new employees will shall be hired on a thirteen hundred (1300) hour probationary period. By mutual agreement of the parties, probation may be extended up to an additional thirteen hundred (1300) hours. Agreement to extend probation must occur prior provided to the conclusion Union once monthly. A list of the initial thirteen hundred (1300) hour period. Upon completion of the probationary periodemployees, the new employee shall attain regular employment showing their names ranked according to seniority, job status. The Employer agrees to grant employees benefit coverage as per Articles 13.01, 13.02, and 13.03 after six hundred rate, shall be forwarded to the Union during October and 50 (650) hours workedApril in each year. It is the responsibility of each employee to notify the employer in writing of any and all necessary status changes, address, and phone number changes. 6.04 Probationary employees 5.05 Employees on probation are covered by the Agreement excepting Agreement, except those provisions which specifically exclude such employees. During the probationary period, the employee shall be considered as being employed on a trial basis and may be disciplined, discharged, laid off, and transferred at the discretion of the Employer. The discipline, discharge, lay-off, or transfer, of a probationary employee shall not be the subject of a grievance and/or arbitration pursuant to the provisions of this Agreement, nor is there any obligation on the Employer to retain the services of such employee or to re- employ him if he is laid off or discharged during such period. The discharge of a probationary employee may be for cause or for no cause and entirely within the discretion of the Employer (other than a termination based upon a prohibited ground under the Human Rights Code). 6.05 5.06 Neither the Employer nor the Union will compel employees to join the Union. The Employer will not Union or discriminate against any employee because of union Union membership or lack of it, and will inform all new employees of the contractual relationship between the Employer and the Union. New employees Before commencing work, any new employee will be referred by the Employer to a Xxxxxxx or a Union CLAC Representative in order to give such Xxxxxxx or Union CLAC Representative an opportunity to describe the Union's purposes purpose and representation policies to such new employeespolicies. 6.06 Some clients 5.07 Full time employees are those employees who are regularly scheduled and work thirty-six (36) hours per week or more. Regular part-time employees are those who are scheduled and work less than thirty-six (36) hours per week. 5.08 Neither the Employer nor the Union will tolerate sexual harassment in the workplace. The Employer shall post their policy of sexual harassment. Complaints will be thoroughly investigated. Such complaints should be submitted in writing to the Employer not later than thirty (30) days of the Employer require that an employee be occurrence. Alleged failure by any party to deal with a Union member in good standing in order to work at the client’s premises; an employee who chooses not to be a member of the Union has disqualified himself from working at such locations and sexual harassment complaint may be laid off if no other suitable work is available for him. 6.07 The Union agrees that it shall make membership in the Union available subject to all employees covered by a grievance pursuant to this Agreement.

EMPLOYMENT POLICY AND UNION MEMBERSHIP. 6.01 5.01 The Union and the Employer will cooperate in maintaining a desirable and competent labour force. The Employer endeavours will give preference to notify Union members for employment, provided such applicants are suitable, in the Union Employer's opinion, to meet the requirements of labour requirements, giving as much prior notice as possiblethe job. The Union will provide a list of labour available. The hiring decision shall be solely the Employer, at its discretion, may hire the employees listed or from other sources’s. a. 5.02 The Employer has the right to hire new employees as needed needed, provided that no new employee(s) employees will be hired while there are available employees in on lay-off, or part-time employees available, who meet the classification on layoff qualified to do the workcriteria of Article 9.02. b. a) The Employer probationary period for new employees shall notify the Union in writing within one month of the name, address, and classification of any employee at the time such employee is laid off, recalled be three (3) months or newly hired. 6.03 Probationary Period New employees will be hired on a thirteen three hundred (1300300) hour hours worked, whichever is greater. Employees who successfully complete their probationary periodperiod shall thereafter attain regular employ- ment status. By Their seniority shall be dated back to the beginning of their employment. With the mutual agreement of the partiesUnion and the Employer, probation the probationary period may be extended by up to an additional thirteen one hundred (1300100) hourshours worked. b) The Employer may dismiss a probationary employee where such employee is found unsuitable for continued employ- ment. Agreement to extend probation must occur prior Dismissed probationary employees shall have access to the conclusion Grievance Procedure. c) The Employer or his designate shall interview each proba- tionary employee at or near the middle of the initial thirteen hundred (1300employee’s probationary period to discuss the employee’s progress to date and to address any area in which improvement is needed. d) hour period. Upon completion At or before the end of the probationary period, the Employer will: i) confirm in writing that the employee has successfully completed the probationary period, or ii) dismiss the employee. 5.04 The Employer shall provide the Union with necessary informa- tion regarding hirings, layoffs, and terminations. The name, social insurance number, address, date of hire and classification of each new employee shall attain regular employment statusbe provided to the Union once monthly. The Employer agrees A list of employees ranked according to grant employees benefit coverage as per Articles 13.01seniority, 13.02classification, and 13.03 after six hundred rate, shall be forwarded to the Union once monthly. It is the responsibility of each employee to notify the Employer in writing of any and 50 (650) hours workedall necessary status changes, address changes, and phone number changes. 6.04 Probationary employees 5.05 Employees on probation are covered by the Agreement excepting Agreement, except those provisions which specifically exclude such employees. During the probationary period, the employee shall be considered as being employed on a trial basis and may be disciplined, discharged, laid off, and transferred at the discretion of the Employer. The discipline, discharge, lay-off, or transfer, of a probationary employee shall not be the subject of a grievance and/or arbitration pursuant to the provisions of this Agreement, nor is there any obligation on the Employer to retain the services of such employee or to re- employ him if he is laid off or discharged during such period. The discharge of a probationary employee may be for cause or for no cause and entirely within the discretion of the Employer (other than a termination based upon a prohibited ground under the Human Rights Code). 6.05 5.06 Neither the Employer nor the Union will compel employees to join the Union. The Employer and the Union will not discriminate discrim- inate against any employee because of union Union membership or lack of it, and will inform all new employees of the contractual relationship between the Employer and the Union. 5.07 The Employer shall periodically review employees as to their overall work performance. New employees will be referred by The supervisor conducting the Employer to a Xxxxxxx or a Union Representative in order to review shall first of all give such Xxxxxxx or Union Representative the employee an opportunity to describe read his written review. The employee shall be allowed the Union's purposes and representation policies opportunity to such new employees. 6.06 Some clients of write his personal comments on the Employer require that an employee evaluation form. These evaluations shall be a Union member in good standing in order to work at the client’s premises; an employee who chooses for personal assessment only. They shall not to be a member of the Union has disqualified himself from working at such locations and may be laid off if no other suitable work is available for him. 6.07 The Union agrees that it shall make membership included in the Union available to all employees covered by this Agreementemployee’s discipline file or records.

EMPLOYMENT POLICY AND UNION MEMBERSHIP. 6.01 5.01 The Union and the Employer will cooperate in maintaining a desirable and competent labour force. The Employer endeavours will give due consideration to notify Union members for employment, provided such applicants are qualified to meet the requirements of the job. 5.02 Prior to initiating any hiring in the classifications covered by this Agreement, or a new classification created in the bargaining unit, the Employer may contact the Union to ascertain if the Union has members out of labour requirements, giving as much prior notice as possible. The Union will provide a list of labour available. The Employer, at its discretion, may hire the employees listed or from other sourceswork who are qualified to fill such vacancies. a. 5.03 The Employer has the right to hire new employees as needed needed, provided that no new employee(s) will be hired while there are Permanent Employees or Full-Time Employees on lay-off available employees in the classification on layoff and qualified to do the work. b. The Employer shall notify the Union in writing within one month of the name, address, and classification of any employee at the time such employee is laid off, recalled or newly hired. 6.03 Probationary Period New employees will be hired on a thirteen hundred (1300) hour probationary period. By mutual agreement of the parties, probation may be extended up to an additional thirteen hundred (1300) hours. Agreement to extend probation must occur prior to the conclusion of the initial thirteen hundred (1300) hour period. Upon completion of the probationary period, the new employee shall attain regular employment status. The Employer agrees to grant employees benefit coverage as per Articles 13.01, 13.02, and 13.03 after six hundred and 50 (650) hours worked. 6.04 5.04 Probationary employees are covered by the Agreement Agreement, excepting those provisions which specifically exclude such employees. During the probationary period, the employee shall be considered as being employed on a trial basis employees and may be disciplined, discharged, laid off, and transferred at the discretion of the Employer. The discipline, discharge, lay-off, or transfer, of a probationary employee shall not be the subject of a grievance and/or arbitration pursuant to the provisions of this Agreement, nor is there any obligation on the Employer to retain the services of such employee or to re- employ him if he is laid off or discharged during such period. The discharge of a probationary employee may be for cause or for no cause and entirely within the discretion of the Employer (other than a termination based upon a prohibited ground under the Human Rights Code11.01 c). 6.05 Neither the 5.05 The Employer nor shall provide the Union will compel employees to join the Unionwith all necessary information regarding insurance and benefit plans, job postings and awards, terminations, hirings and employee address changes. The Employer will not discriminate against any employee because name, social insurance number, address, date of union membership or lack hire and classification of it, and will inform all new employees shall be provided to the Union once monthly. A list of employees, showing their names ranked according to seniority, classification and rate, shall be forwarded to the contractual relationship between Union during October and April in each year. 5.06 When possible during the Employer and the Union. New employees orientation process, a new employee will be referred by the Employer to a Xxxxxxx or a Union Representative before commencing work, in order to give such Xxxxxxx or Union Representative an opportunity to describe the Union's purposes ’s purpose and representation policies to such new employeespolicies. 6.06 Some clients of 5.07 When filling vacant day positions due to vacations the Employer require that senior employee(s) on an employee opposing shift(s) will be a Union member in good standing in order offered the position when reasonably possible, skill, ability and efficiency considered. When filling other vacancies due to work at vacation, senior employees skill, ability and efficiency considered, shall be offered the client’s premises; an employee who chooses vacancy. Any decision not to fill the position shall be a member of done in consultation with the Union has disqualified himself from working at such locations and may be laid off if no other suitable work is available for himUnion. 6.07 The Union agrees that it shall make membership 5.08 When filling daily vacancies available senior employees on shift, skill, ability and efficiency considered, will be offered the vacancies. Any decision not to fill the position will be done in consultation with the Union available to all employees covered by this Agreement.Union. -11-

EMPLOYMENT POLICY AND UNION MEMBERSHIP. 6.01 5.01 The Union and the Employer will cooperate in maintaining a desirable and competent labour force. The Employer endeavours to notify will invite the Union of labour requirements, giving as much prior notice as possible. The Union will provide to supply a list of labour available. The Employer, at its discretion, may hire the employees listed or from other sourcesavailable members who will be given due consideration for employment. a. 5.02 The Employer has the right to hire new employees as needed needed, provided that no new employee(s) will be hired while there are employees on lay-off available employees in the classification on layoff who are qualified to do the work. b. 5.03 New employees will be hired on a three-(3) month, and a minimum of three hundred eighty (380) hours, probationary period. Their seniority shall commence on the date of completion of the three (3) months and the minimum of three hundred eighty (380) hours. The Employer shall notify the Union in writing within one month of the name, address, and classification of any new employee at the time such employee is laid off, recalled or newly hired. 6.03 Probationary Period New commences employment. Seniority of full time employees will shall be hired calculated from the date the probationary period was completed. Seniority of part time and casual employees shall be based on a thirteen hundred (1300) hour probationary period. By mutual agreement of the parties, probation may be extended up to an additional thirteen hundred (1300) hours. Agreement to extend probation must occur prior to accumulated hours worked since the conclusion of the initial thirteen hundred (1300) hour period. Upon completion of the probationary period. When a part time or casual employee moves to full time, the new employee seniority date shall attain regular employment status. The Employer agrees to grant employees benefit coverage as per Articles 13.01, 13.02, and 13.03 after six be calculated on the basis that one (1) month equals one hundred and 50 forty (650140) hours worked. 6.04 Probationary 5.04 The Employer shall provide the Union with necessary information regarding job postings and awards, terminations, and hirings. The name, social insurance number, address, date of hire and job status of new employees shall be provided to the Union once monthly. A list of employees, showing their names ranked according to seniority, job status, and rate, shall be forwarded to the Union quarterly (January, April, July and October). It is the responsibility of each employee to notify the Employer in writing of any and all necessary status, address, and phone number changes. 5.05 Employees on probation are covered by the Agreement excepting Agreement, except those provisions which specifically exclude such employees. During the probationary period, the employee shall be considered as being employed on a trial basis and may be disciplined, discharged, laid off, and transferred at the discretion of the Employer. The discipline, discharge, lay-off, or transfer, of a probationary employee shall not be the subject of a grievance and/or arbitration pursuant to the provisions of this Agreement, nor is there any obligation on the Employer to retain the services of such employee or to re- employ him if he is laid off or discharged during such period. The discharge of a probationary employee may be for cause or for no cause and entirely within the discretion of the Employer (other than a termination based upon a prohibited ground under the Human Rights Code). 6.05 5.06 Neither the Employer nor the Union will compel employees to join the Union. The Employer will not , nor discriminate against any employee because of union membership or lack of it, and will inform all new employees of the contractual relationship between the Employer and the Union. New employees will be referred by Before commencing work, the Employer will refer any new employee to a Xxxxxxx or a Union Representative in order to give such Xxxxxxx or Union Representative an opportunity to describe the Union's purposes ’s purpose and representation policies to such new employeespolicies. 6.06 Some clients 5.07 Full-time employees are those who are posted into a full-time position. The Union and Employer shall negotiate for each classification for each department, the number of full-time positions. The number of full-time positions in each department at each hotel will be reviewed (not negotiated) jointly with the Executive Hotels and Resorts and the Union at the end of each calendar year. Any new position to be added shall be posted in accordance with Article 12. Any employee who has worked a minimum of one thousand eight hundred and seventy-two (1872) hours in the previous calendar year shall be eligible to apply for a full-time position. The following criteria will be used to determine the successful applicants: • Seniority • Ability to perform the work. Successful candidates shall remain classified as full time employees for the duration of the Employer require that an employee be year. In the event of a Union member in good standing in order to work at business slowdown and the client’s premises; an need for a reduction of full time position, any full time employee who chooses not loses his/her position shall revert to part time, and be a member of the Union has disqualified himself from working at such locations advised in writing. Part time employees are all other employees, except casual and may be laid off if no other suitable work is available for himtemporary employees, as defined in Article27. 6.07 The Union agrees that it shall make membership in the Union available to all employees covered by this Agreement.