Common use of Expenses on Relocation Under 2 Clause in Contracts

Expenses on Relocation Under 2. 1: On relocation under Section 2 of this Article, the Employer will pay for the following: (1) Moving of household effects and chattels up to 8,165kg including any item(s) which the contracted mover will accept as part of a load which includes household appliances and furniture, hobbies, boats, outboard motors and pianos. (2) The employee shall obtain three (3) written cost estimates of the expenses under (a) and shall obtain approval from the Employer before choosing a mover. The moving company will invoice the Employer directly. (3) It shall be the responsibility of the employee to make moving arrangements for relocation under this section. (4) Under no circumstances shall the Employer reimburse any one employee more than fifteen hundred (1500) dollars per twenty-four (24) months under this clause. (1) Arbitrators pursuant to Article 9.2: Xxx Xxxxxx Xxxxxxx Xxxxx (2) Arbitrators pursuant to Article 9.9 (Expedited Arbitration): Xxxx Xxxxxx Xxxxx Xxxxx MEMORANDUM OF UNDERSTANDING #1 ILLNESS, ABSENTEEISM AND RETURN TO WORK The Parties share a desire to decrease absenteeism rates and agree to jointly explore programs and processes to obtain that goal. Therefore, the Joint Standing Committee, pursuant to Article 7.6 shall: a) Review and consider implementation of absenteeism and return to work programs such as, but not limited to, those offered by employee assistance programs which may be reasonably expected to have a positive impact on employee health and absenteeism rates. b) Set a goal to reduce the overall BCGEU average absenteeism rate by one day per employee. SIGNED ON BEHALF OF THE SIGNED ON BEHALF OF THE UNION: EMPLOYER: MEMORANDUM OF UNDERSTANDING #2 RECRUITMENT, RETENTION AND WAGE COMPARABILITY The Parties recognize that there is a need to address specific classifications which have fallen behind market and such classifications have been difficult to recruit for or to retain employees in. The Parties also recognize that such wage disparities will not be eliminated during the term of a single collective agreement. To address this problem, the Parties agree to implement a wage comparability plan as follows:

Expenses on Relocation Under 2. 1: On relocation under Section 2 of this Article, the Employer will pay for the following: (1) Moving of household effects and chattels up to 8,165kg including any item(s) which the contracted mover will accept as part of a load which includes household appliances and furniture, hobbies, boats, outboard motors and pianos. (2) The employee shall obtain three (3) written cost estimates of the expenses under under (a) and shall obtain approval from the Employer before choosing a mover. The moving company will invoice the Employer directly. (3) It shall be the responsibility of the employee to make moving arrangements for relocation under this section. (4) Under no circumstances shall the Employer reimburse any one employee more than fifteen hundred (1500) dollars per twenty-four (24) months under this clause.. APPENDIX V - JOINT JOB EVALUATION MANUAL‌ APPENDIX VI - ARBITRATORS‌ (1) Arbitrators pursuant to Article 9.2: Xxx Xxxxxx Xxxxxxx XxxxxXxxxxx (2) Arbitrators pursuant to Article 9.9 (Expedited Arbitration): Xxxx Xxxxxx Xxxxx Xxxxx MEMORANDUM OF UNDERSTANDING #1 ILLNESS, ABSENTEEISM AND RETURN TO WORK WORK‌‌‌ The Parties share a desire to decrease improve illness and absenteeism rates and agree to jointly explore programs and processes to obtain that goal. Therefore, through the Joint Standing Committee. Xxx Xxxxxx, pursuant to Article 7.6 shall: a) Review and consider implementation Xxxxxx X.X. Xxxxx, CHRP Chair, Bargaining Committee Chair, Bargaining Committee Dated this day of absenteeism and return to work programs such as, but not limited to, those offered by employee assistance programs which may be reasonably expected to have a positive impact on employee health and absenteeism rates. b) Set a goal to reduce the overall BCGEU average absenteeism rate by one day per employee2006. SIGNED ON BEHALF OF THE SIGNED ON BEHALF OF THE UNION: EMPLOYER: MEMORANDUM OF UNDERSTANDING #2 RECRUITMENT, RETENTION AND WAGE COMPARABILITY COMPARABILITY‌‌‌ The Parties recognize that there is a need to address specific classifications which have fallen behind market and such classifications have been difficult to recruit for or to retain employees in. Legal Services Society accepts the principle of comparability with the Government of the Province of British Columbia/BCGEU bargaining unit as part of the Wage Comparability Plan. The Parties also recognize that such wage disparities will not be eliminated during the term of a single collective agreement. To Wage comparability adjustments will be applied prior to implementing general wage increases. The following positions have been identified as requiring market adjustments to address recruitment and retention issues. Based on relevant comparator market data, additional job classes have been added to the positions accordingly. POSITION CURRENT Job Class MARKET ADJUSTMENT (Added Job Class) EFFECTIVE DATE OF Added Job Classes Senior Legal Secretary 7 +2 8 8 9 9 Intake Legal Assistant 7 +2 8 8 9 9 Assistant Investigator 9 +0 00 00 00 00 Paralegal 14 +0 00 00 00 00 Network Analyst 18 +0 00 00 00 00 Senior Application Analyst 18 +0 00 00 00 00 Supervisor Computer Services 19 +0 00 00 00 00 Systems Analyst 19 +0 00 00 00 00 During the life of the Collective Agreement, any positions identified as requiring a market adjustment will be discussed at Joint Standing Committee. The Employer will take recommendations from the Joint Standing Committee regarding market adjustments and make an application to PSEC accordingly. Xxx Xxxxxx Xxxxxx X.X. Xxxxx, CHRP Chair, Bargaining Committee Chair, Bargaining Committee DATED this problemday of , 2006 LETTER OF AGREEMENT #1 EARLY INCENTIVE PREMIUM‌‌‌ All employees are entitled to an early incentive premium provided a tentative agreement (subject to ratification) is signed by Midnight March 31, 2006, and is in effect until at least March 31, 2010. The parties have agreed to the Parties agree following principles with regards to implement a wage comparability plan as followsthe payout of these funds: