Common use of Exceptional Circumstances Clause in Contracts

Exceptional Circumstances. Provided that the Company’s operating requirements are met, Managers and Human Resources may approve advances of vacation leave. The Company shall recover said advances when the employee involved is credited with equivalent vacation leave. Provided that the Company’s operating requirements are met, Managers and Human Resources may approve vacation leave without pay when the employee involved has used all accrued vacation credits. Should the Company’s operational requirements be such that an employee’s vacation leave credits earned in one calendar year cannot be used by the end of the subsequent calendar year, the Company at its sole discretion, may pay out said excess vacation in lieu of carrying said excess vacation over. For clarity, vacation credits should not exceed double the employee’s annual entitlement. Where vacation leave with pay has been granted by the Company, and is subsequently cancelled, the Company shall reimburse the employee for all costs related to the cancellation. The employee shall provide receipts and/or documentation to support said claim. In the unlikely event that an employee’s rescheduled vacation must be cancelled, said cancelation shall not take effect without the employee’s mutual agreement and any reimbursements shall be managed as described herein. The Parties recognize that at present, some employees have vacation credits greater than double their annual entitlements. . Employees are to submit a vacation schedule for the approval of their Managers so as to substantially reduce if not eliminate, excess vacation credits carried over from previous reference years by June 1st, 2017. The Managers involved shall make every reasonable effort to grant the employees’ preferred vacation dates. If no agreement is possible, the Senior Vice-President, Human Resources, shall become involved and the Company shall come to a resolution which may entail mandatory vacation leave and/or payment in lieu. The Company shall act fairly and reasonably taking into consideration employee preferences and taking into consideration the reason for the excess vacation (for example, employee preferences shall have greater weight where the excess vacation is due to the Company’s operational requirements). In any event, the Company’s goal is to eliminate the above referenced excess vacation balances, either by taking vacation or by payment in lieu, by December 31, 2018.

Exceptional Circumstances. (a) Provided that the Company’s operating requirements are met, Managers and Human Resources may approve advances of vacation leave. The Company shall recover said advances when the employee involved is credited with equivalent vacation leave. . (b) Provided that the Company’s operating requirements are met, Managers and Human Resources may approve vacation leave without pay when the employee involved has used all accrued vacation credits. Should the Company’s operational requirements be such that an employee’s vacation leave credits earned in one calendar year cannot be used by the end of the subsequent calendar year, the Company at its sole discretion, may pay out said excess vacation in lieu of carrying said excess vacation over. For clarity, vacation credits should not exceed double the employee’s annual entitlement. . (c) Where vacation leave with pay has been granted by the Company, and is subsequently cancelled, the Company shall reimburse the employee for all costs related to the cancellation. The employee shall provide receipts and/or documentation to support said claim. In the unlikely event that an employee’s rescheduled vacation must be cancelled, said cancelation shall not take effect without the employee’s mutual agreement and any reimbursements shall be managed as described herein. The Parties recognize that at present, some employees have vacation credits greater than double their annual entitlements. . Employees are to submit a vacation schedule for the approval of their Managers so as to substantially reduce if not eliminate, excess vacation credits carried over from previous reference years by June 1st, 2017. The Managers involved shall make every reasonable effort to grant the employees’ preferred vacation dates. If no agreement is possible, the Senior Vice-President, Human Resources, shall become involved and the Company shall come to a resolution which may entail mandatory vacation leave and/or payment in lieu. The Company shall act fairly and reasonably taking into consideration employee preferences and taking into consideration the reason for the excess vacation . (for example, employee preferences shall have greater weight where the excess vacation is due to d) Should the Company’s operational requirements). In any eventrequirements be such that an employee’s vacation leave credits earned in one (1) calendar year cannot be used by the end of the subsequent calendar year, the Company’s goal is to eliminate the above referenced Company at its sole discretion, may pay out said excess vacation balancesin lieu of carrying said excess vacation over. For clarity, either by taking vacation or by payment in lieucredits should not exceed double the employee’s annual entitlement. Any vacation credits above double the amount of the employee’s annual entitlement are considered excess vacation credits. (e) During the 2022 round of negotiations, by the parties discussed the amount of unused vacation banks over and above the carry over entitlement outlined above. Effective December 312023, 2018the Employer shall at its discretion pay out up to four (4) weeks of excess vacation.

Exceptional Circumstances. Provided that the Company’s operating requirements are met, Managers and Human Resources may approve advances of vacation leave. The Company shall recover said advances when the employee involved is credited with equivalent vacation leave. Provided that the Company’s operating requirements are met, Managers and Human Resources may approve vacation leave without pay when the employee involved has used all accrued vacation credits. Should the Company’s operational requirements be such that an employee’s vacation leave credits earned in one calendar year cannot be used by the end of the subsequent calendar year, the Company at its sole discretion, may pay out said excess vacation in lieu of carrying said excess vacation over. For clarity, vacation credits should not exceed double the employee’s annual entitlement. Where vacation leave with pay has been granted by the Company, and is subsequently cancelled, the Company shall reimburse the employee for all costs related to the cancellation. The employee shall provide receipts and/or documentation to support said claim. In the unlikely event that an employee’s rescheduled vacation must be cancelled, said cancelation shall not take effect without the employee’s mutual agreement and any reimbursements shall be managed as described herein. The Parties recognize that at present, some employees have vacation credits greater than double their annual entitlements. . Employees are to submit a vacation schedule for the approval of their Managers so as to substantially reduce reduce, if not eliminate, excess vacation credits carried over from previous reference years by June 1st, 2017. The Managers involved shall make every reasonable effort to grant the employees’ preferred vacation dates. If no agreement is possible, the Senior Vice-President, Human Resources, shall become involved and the Company shall come to a resolution which may entail mandatory vacation leave and/or payment in lieu. The Company shall act fairly and reasonably taking into consideration employee preferences and taking into consideration the reason for the excess vacation (for example, employee preferences shall have greater weight where the excess vacation is due to the Company’s operational requirements). In any event, the Company’s goal is to eliminate the above referenced excess vacation balances, either by taking vacation or by payment in lieu, by December 31, 2018.

Exceptional Circumstances. Provided that the Company’s operating requirements are met, Managers and Human Resources may approve advances of vacation leave. The Company shall recover said advances when the employee involved is credited with equivalent vacation leave. Provided that the Company’s operating requirements are met, Managers and Human Resources may approve vacation leave without pay when the employee involved has used all accrued vacation credits. Should the Company’s operational requirements be such that an employee’s vacation leave credits earned in one calendar year cannot be used by the end of the subsequent calendar year, the Company at its sole discretion, may pay out said excess vacation in lieu of carrying said excess vacation over. For clarity, vacation credits should not exceed double the employee’s annual entitlement. Where vacation leave with pay has been granted by the Company, employee and is subsequently cancelled, the Company Manager involved shall reimburse the employee for all costs related to the cancellation. The employee shall provide receipts and/or documentation to support said claim. In the unlikely event that an employee’s rescheduled vacation must be cancelled, said cancelation shall not take effect without the employee’s mutual agreement and any reimbursements shall be managed as described herein. The Parties recognize that at present, some employees have vacation credits greater than double their annual entitlements. . Employees are to submit agree upon a vacation schedule for that minimizes the approval of their Managers so as to substantially reduce if not eliminate, excess vacation credits leave carried over from previous reference years by June 1st, 2017. The Managers involved shall make every reasonable effort to grant forward into the employees’ preferred vacation datessecond (2nd) subsequent calendar year. If no agreement is possible, the Senior Vice-President, Human Resources, shall become involved and the Company shall come to a resolution which may entail mandatory vacation leave and/or payment in lieu. The Company shall act fairly and reasonably taking into consideration employee preferences and taking into consideration the reason for the excess vacation (for example, employee preferences shall have greater weight where the excess vacation is due to the Company’s operational requirements). In any eventWhere vacation leave with pay has been granted by the Company, and is subsequently cancelled, the CompanyCompany shall reimburse the employee for all costs related to the cancellation. The employee shall provide receipts and/or documentation to support said claim. In the unlikely event that an employee’s goal is to eliminate rescheduled vacation must be cancelled, said cancelation shall not take effect without the above referenced excess vacation balances, either by taking vacation or by payment in lieu, by December 31, 2018employee’s mutual agreement and any reimbursements shall be managed as described herein.

Exceptional Circumstances. Provided that the Company’s operating requirements are met, Managers and Human Resources may approve advances of vacation leave. The Company shall recover said advances when the employee involved is credited with equivalent vacation leave. Provided that the Company’s operating requirements are met, Managers and Human Resources may approve vacation leave without pay when the employee involved has used all accrued vacation credits. Should the Company’s operational requirements be such that an employee’s vacation leave credits earned in one calendar year cannot be used by the end of the subsequent calendar year, the Company at its sole discretion, may pay out said excess vacation in lieu of carrying said excess vacation over. For clarity, vacation credits should not exceed double the employee’s annual entitlement. Where vacation leave with pay has been granted by the Company, and is subsequently cancelled, the Company shall reimburse the employee for all costs related to the cancellation. The employee shall provide receipts and/or documentation to support said claim. In the unlikely event that an employee’s rescheduled vacation must be cancelled, said cancelation shall not take effect without the employee’s mutual agreement and any reimbursements shall be managed as described herein. The Parties recognize that at present, some employees have vacation credits greater than double their annual entitlements. . Employees are to submit a vacation schedule for the approval of their Managers so as to substantially reduce reduce, if not eliminate, excess vacation credits carried over from previous reference years by June 1st, 20172018. The Managers involved shall make every reasonable effort to grant the employees’ preferred vacation dates. If no agreement is possible, the Senior Vice-President, Human Resources, shall become involved and the Company shall come to a resolution which may entail mandatory vacation leave and/or payment in lieu. The Company shall act fairly and reasonably taking into consideration employee preferences and taking into consideration the reason for the excess vacation (for example, employee preferences shall have greater weight where the excess vacation is due to the Company’s operational requirements). In any event, the Company’s goal is to eliminate the above referenced excess vacation balances, either by taking vacation or by payment in lieu, by December 31, 2018.

Exceptional Circumstances. (a) Provided that the Company’s operating requirements are met, Managers and Human Resources may approve advances of vacation leave. The Company shall recover said advances when the employee involved is credited with equivalent vacation leave. . (b) Provided that the Company’s operating requirements are met, Managers and Human Resources may approve vacation leave without pay when the employee involved has used all accrued vacation credits. Should the Company’s operational requirements be such that an employee’s vacation leave credits earned in one calendar year cannot be used by the end of the subsequent calendar year, the Company at its sole discretion, may pay out said excess vacation in lieu of carrying said excess vacation over. For clarity, vacation credits should not exceed double the employee’s annual entitlement. . (c) Where vacation leave with pay has been granted by the Company, and is subsequently cancelled, the Company shall reimburse the employee for all costs related to the cancellation. The employee shall provide receipts and/or documentation to support said claim. In the unlikely event that an employee’s rescheduled vacation must be cancelled, said cancelation shall not take effect without the employee’s mutual agreement and any reimbursements shall be managed as described herein. The Parties recognize that at present, some employees have vacation credits greater than double their annual entitlements. . Employees are to submit a vacation schedule for the approval of their Managers so as to substantially reduce if not eliminate, excess vacation credits carried over from previous reference years by June 1st, 2017. The Managers involved shall make every reasonable effort to grant the employees’ preferred vacation dates. If no agreement is possible, the Senior Vice-President, Human Resources, shall become involved and the Company shall come to a resolution which may entail mandatory vacation leave and/or payment in lieu. The Company shall act fairly and reasonably taking into consideration employee preferences and taking into consideration the reason for the excess vacation . (for example, employee preferences shall have greater weight where the excess vacation is due to d) Should the Company’s operational requirements). In any eventrequirements be such that an employee’s vacation leave credits earned in one calendar year cannot be used by the end of the subsequent calendar year, the Company’s goal is to eliminate the above referenced Company at its sole discretion, may pay out said excess vacation balancesin lieu of carrying said excess vacation over. For clarity, either by taking vacation or by payment credits should not exceed double the employee’s annual entitlement. Any vacation credits above double the amount of the employee’s annual entitlement are considered excess vacation credits. (e) During the 2022 round of negotiations, the parties discussed the amount of unused vacation banks over and above the carry over entitlement outlined above. Effective December 2023, the Employer shall at its discretion pay out up to four (4) weeks of excess vacation. Effective December 2024, the Employer shall at its discretion pay out the balance of all excess vacation. As an example, in lieu2023 an employee with 8 years of service receives four (4) weeks of annual vacation, by December 31, 2018.with a prior carry over bank of ten