Common use of Executive Union Leave Clause in Contracts

Executive Union Leave. The University will grant leave with pay to two (2) non-probationary employees, who have been elected or appointed by the Union in order that they may conduct business on behalf of the Local Union. The University shall compensate the employees at their current wage rate or at Band 5 wage rate, whichever is greater, in accordance with the USW 4120 Salary Grid. In addition to the above, upon request by the Union and subject to the University’s operational requirements, leave without pay will be granted to one (1) non- probationary employee, who has been elected or appointed by the Union in order that they can conduct business on behalf of the Local Union. An employee on such leave of absence will continue to be paid by the University but the Union shall, on a monthly basis, reimburse the University for the cost of wages and benefits as invoiced by the University. The employee(s) will return to their position at the end of the leave. If during the leave period, the employee’s regular full-time position is declared redundant, the employee will be notified, and may elect to invoke their rights under Article 25, or the employee may elect to delay participation in the redeployment process until a period no less than one (1) month prior to their expected return to work date. Employees on Executive Union Leave will be offered the opportunity to be included in any position specific upgrading and/or training being provided to the employee (temporary full-time or seconded regular full-time) covering during the temporary absence of the employee on Executive Union Leave. If the employee’s previous position continues to exist, but as a result of the employee’s extended absence from their position, the University determines the employee is no longer qualified to fulfill the requirements of their previous position, the employee will be provided with a reasonable amount of training, as determined by the University, to enable the employee to resume their previous position, and failing that, the employee will be placed on the redeployment list as provided for under Article 25. In the event an employee on Union Executive Leave elects not to return to their regular full-time position upon completion of their leave, or otherwise opts to resign or retire from the University during their term, the temporary full-time employee who has been providing leave coverage for a period of twenty-four (24) months or greater will be afforded level 1 consideration in accordance with 18.03(a)(1) for the resulting vacancy.

Executive Union Leave. The University will grant leave with pay to two (2) non-probationary employees, who have been elected or appointed by the Union in order that they may conduct business on behalf of the Local Union. The University shall compensate the employees at their current wage rate or at Band 5 wage rate, whichever is greater, in accordance with the USW 4120 Salary Grid. In addition to the above, upon request by the Union and subject to the University’s operational requirements, leave without pay will be granted to one (1) non- probationary employee, who has been elected or appointed by the Union in order that they can conduct business on behalf of the Local Union. An employee on such leave of absence will continue to be paid by the University but the Union shall, on a monthly basis, reimburse the University for the cost of wages and benefits as invoiced by the University. The employee(s) will return to their position at the end of the leave. If during the leave period, the employee’s regular full-time position is declared redundant, the employee will be notified, and may elect to invoke their rights under Article 25, or the employee may elect to delay participation in the redeployment process until a period no less than one (1) month prior to their expected return to work date. Employees on Executive Union Leave will be offered the opportunity to be included in any position specific upgrading and/or training being provided to the employee (temporary full-time or seconded regular full-time) covering during the temporary absence of the employee on Executive Union Leave. If the employee’s previous position continues to exist, but as a result of the employee’s extended absence from their position, the University determines the employee is no longer qualified to fulfill the requirements of their previous position, the employee will be provided with a reasonable amount of training, as determined by the University, to enable the employee to resume their previous position, and failing that, the employee will be placed on the redeployment list as provided for under Article 25. In the event an employee on Union Executive Leave elects not to return to their regular full-full time position upon completion of their leave, or otherwise opts to resign or retire from the University during their term, the temporary full-full time employee who has been providing leave coverage for a period of twenty-four (24) months or greater will be afforded level 1 consideration in accordance with 18.03(a)(1) for the resulting vacancy.

Executive Union Leave. The University will grant leave with pay to two (2) non-probationary employees, who have been elected or appointed by the Union in order that they may conduct business on behalf of the Local Union. The University shall compensate the employees at their current wage rate or at Band 5 wage rate, whichever is greater, in accordance with the USW 4120 Salary Grid. In addition to the above, upon request by the Union and subject to the University’s operational requirements, leave without pay will be granted to one (1) non- probationary employee, who has been elected or appointed by the Union in order that they he/she can conduct business on behalf of the Local Union. An employee on such leave of absence will continue to be paid by the University but the Union shall, on a monthly basis, reimburse the University for the cost of wages and benefits as invoiced by the Universitypaid. The employee(s) will return to their her/his position at the end of the leave. If during the leave period, the employee’s regular full-time position is declared redundant, the employee will be notified, and may elect to invoke their her/his rights under Article 25, or the employee may elect to delay participation in the redeployment process until a period no less than one (1) month prior to their her/his expected return to work date. Employees on Union Executive Union Leave will be offered the opportunity to be included in any position specific upgrading and/or training being provided to the employee (temporary full-time or seconded regular fullfill-time) covering during the temporary absence of the employee on Union Executive Union Leave. If the employee’s previous position continues to exist, but as a result of the employee’s extended absence from their her/his position, the University determines the employee is no longer qualified to fulfill the requirements of their her/his previous position, the employee will be provided with a reasonable amount of training, as determined by the University, to enable the employee to resume their her/his previous position, and failing that, the employee will be placed on the redeployment list as provided for under Article 25. In the event an employee on Union Executive Leave elects not to return to their regular full-time position upon completion of their leave, or otherwise opts to resign or retire from the University during their term, the temporary full-time employee who has been providing leave coverage for a period of twenty-four (24) months or greater will be afforded level 1 consideration in accordance with 18.03(a)(1) for the resulting vacancy.

Executive Union Leave. The University will grant leave with pay to two (2) non-probationary employees, who have been elected or appointed by the Union in order that they may conduct business on behalf of the Local Union. The University shall compensate the employees at their current wage rate or at Band 5 wage rate, whichever is greater, in accordance with the USW 4120 Salary Grid. In addition to the above, upon request by the Union and subject to the University’s operational requirements, leave without pay will be granted to one (1) non- non-probationary employee, who has been elected or appointed by the Union in order that they he/she can conduct business on behalf of the Local Union. An employee on such leave of absence will continue to be paid by the University but the Union shall, on a monthly basis, reimburse the University for the cost of wages and benefits as invoiced by the Universitypaid. The employee(s) will return to their her/his position at the end of the leave. If during the leave period, the employee’s regular full-time position is declared redundant, the employee will be notified, and may elect to invoke their her/his rights under Article 25, or the employee may elect to delay participation in the redeployment process until a period no less than one (1) month prior to their her/his expected return to work date. Employees on Union Executive Union Leave will be offered the opportunity to be included in any position specific upgrading and/or training being provided to the employee (temporary full-time or seconded regular fullfill-time) covering during the temporary absence of the employee on Union Executive Union Leave. If the employee’s previous position continues to exist, but as a result of the employee’s extended absence from their her/his position, the University determines the employee is no longer qualified to fulfill the requirements of their her/his previous position, the employee will be provided with a reasonable amount of training, as determined by the University, to enable the employee to resume their her/his previous position, and failing that, the employee will be placed on the redeployment list as provided for under Article 25. In the event an employee on Union Executive Leave elects not to return to their regular full-time position upon completion of their leave, or otherwise opts to resign or retire from the University during their term, the temporary full-time employee who has been providing leave coverage for a period of twenty-four (24) months or greater will be afforded level 1 consideration in accordance with 18.03(a)(1) for the resulting vacancy.

Executive Union Leave. The University will grant leave with pay to two (2) non-probationary employees, who have been elected or appointed by the Union in order that they may conduct business on behalf of the Local Union. The University shall compensate the employees at their current wage rate or at Band 5 Level 7 wage rate, whichever is greater, in accordance with the USW 4120 USW4120 Salary Grid. In addition to the above, upon request by the Union and subject to the University’s operational requirements, leave without pay will be granted to one (1) non- probationary employee, who has been elected or appointed by the Union in order that they can conduct business on behalf of the Local Union. An employee on such leave of absence will continue to be paid by the University but the Union shall, on a monthly basis, reimburse the University for the cost of wages and benefits as invoiced by the University. The employee(s) will return to their position at the end of the leave. If during the leave period, the employee’s regular temporary full-time position is declared redundant, the employee will be notified, and may elect to invoke their any applicable rights under Article 25, or the employee may elect to delay participation in the redeployment process until a period no less than one (1) month prior to their expected return to work date. Employees on Executive Union Leave will be offered the opportunity to be included in any position specific upgrading and/or training being provided to the employee (temporary full-time or seconded regular full-time) covering during the temporary absence of the employee on Executive Union Leave. If the employee’s previous position continues to exist, but as a result of the employee’s extended absence from their position, the University determines the employee is no longer qualified to fulfill the requirements of their previous position, the employee will be provided with a reasonable amount of training, as determined by the University, to enable the employee to resume their previous position, and failing that, the employee will be placed on the redeployment list as provided for under Article 25. In the event an employee on Union Executive Leave elects not to return to their regular full-time position upon completion of their leave, or otherwise opts to resign or retire from the University during their term, the temporary full-time employee who has been providing leave coverage for a period of twenty-four (24) months or greater will be afforded level 1 consideration in accordance with 18.03(a)(1) for the resulting vacancy.