Common use of Headquarters Clause in Contracts

Headquarters. 11.1 This article applies to employees who do not attend at or work at or work from any permanent ministry facility in the course of their duties, but for whom a permanent ministry facility or other place is designated as an employee’s “headquarters” for the purposes of the provisions of this Central Collective Agreement and of various allowances which require a headquarters to be specified. 11.2 A ministry may designate a headquarters when an employee is initially appointed to a position, or when a position is filled by an employee in accordance with Article 6 (Posting and Filling of Vacancies or New Positions), Article 7 (Pay Administration), Article 20 (Employment Stability) of this Central Collective Agreement. All job postings, notices and offers in relation to positions covered by this article shall include the designated headquarters for the position. This designation shall be the location considered by the ministry to be the most convenient for the efficient conduct of the ministry’s business, having regard to the ministry’s projection of the location of the employee’s work assignments for a period of two (2) years. It is not a requirement that the designated headquarters be a facility whose functions are related to the work to be performed by the employee, and the employee’s residence may also be designated as his or her headquarters. The Employer will supply to the Union, by December 30 of each year, a current list of headquarters designations for employees covered by this article. 11.3 By mutual agreement in writing between the ministry and an employee, a new headquarters may be designated for an employee at any time, and by mutual agreement in writing between the ministry and the employee, a temporary or seasonal headquarters may be designated for a stated period, following which the previously designated headquarters will be reinstated unless it has been changed in accordance with this article. 11.4 A ministry may change the headquarters of an employee covered by this article, if: (a) the employee’s residence has been designated as his or her headquarters and he or she subsequently initiates a change of residence; or (b) a ministry facility which has been designated as the employee’s headquarters ceases to operate as a ministry facility; or (c) the employee is assigned to a work location or work locations at least forty (40) kilometres by road from his or her existing headquarters, and it is anticipated that the employee will continue to work in the area of the new work location or work locations for at least two (2) years. 11.5 Where a ministry exercises its right to change the headquarters of an employee otherwise than by mutual agreement with the employee, the following procedure will apply: (a) The ministry shall first give notice to the employee of its intent, and shall consult with the employee to determine the employee’s interests and the employee’s preferences as to the new headquarters location. (b) The ministry shall determine the new headquarters location in a way which is equitable to both the employee and the ministry. (c) The employee shall be given three (3) months’ notice of the change in designation of the headquarters. 11.6 Where it is necessary to identify which one or more of a group of employees is to be assigned to a new headquarters, the employees to be reassigned shall be identified by considering the qualifications, availability, and current location (home, closest facility and work location). Where qualifications, availability and location are relatively equal, length of continuous service shall be used to identify the employee to be reassigned. 11.7 Employees who relocate their residences because of a change in headquarters, other than a temporary or seasonal change, in accordance with this article, shall be deemed to have been relocated for the purposes of the Employer’s policy on relocation expenses.

Headquarters. 11.1 This article applies to employees who do not attend at or work at or work from any permanent ministry facility in the course of their duties, but for whom a permanent perm anent ministry facility or other place is designated as an employee’s “headquarters” for the purposes of the provisions of this Central Collective Agreement and of various allowances which require a headquarters to be specified. 11.2 A ministry may designate a headquarters when an employee is initially appointed to a position, or when a position is filled by an employee in accordance with Article 6 (Posting and Filling of Vacancies or New Positions), Article 7 (Pay Administration), ) or Article 20 (Employment Stability) of this Central Collective Agreement. All job postings, notices and offers in relation to positions covered by this article shall include the designated headquarters for the position. This designation shall be the location considered by the ministry to be the most convenient for the efficient conduct of the ministry’s business, having regard to the ministry’s projection of the location of the employee’s work assignments for a period of two (2) years. It is not a requirement that the designated headquarters be a facility whose functions are related to the work to be performed by the employee, and the employee’s residence may also be designated as his or her headquarters. The Employer will supply to the Union, by December Decem ber 30 of each year, a current list of headquarters designations for employees covered by this article. 11.3 By mutual agreement in writing between the ministry and an employee, a new headquarters may be designated for an employee at any time, and by mutual agreement in writing between the ministry and the employee, a temporary or seasonal headquarters may be designated for a stated period, following which the previously designated headquarters will be reinstated unless it has been changed in accordance with this article. 11.4 A ministry may change the headquarters of an employee covered by this article, if: (a) the employee’s residence has been designated as his or her headquarters and he or she subsequently initiates a change of residence; or (b) a ministry facility which has been designated as the employee’s headquarters ceases to operate as a ministry facility; or (c) the employee is assigned to a work location or work locations at least forty (40) kilometres by road from his or her existing headquarters, and it is anticipated that the employee will continue to work in the area of the new work location or work locations for at least two (2) years. 11.5 Where a ministry m inistry exercises its right to change the headquarters of an employee otherwise than by mutual agreement with the employee, the following procedure will apply: (a) The ministry shall first give notice to the employee of its intent, and shall consult with the employee to determine the employee’s interests and the employee’s preferences as to the new headquarters location. (b) The ministry shall determine the new headquarters location in a way which is equitable to both the employee and the ministry. (c) The employee shall be given three (3) months’ notice of the change in designation of the headquarters. 11.6 Where it is necessary to identify which one or more m ore of a group of employees is to be assigned to a new headquarters, the employees to be Population Points Assigned reassigned shall be identified by considering the qualifications, 1 - 249 14 availability, and current location (homehom e, closest facility and work 250 - 499 12 location). Where qualifications, availability and location are relatively 500 - 999 10 equal, length of continuous service shall be used to identify the employee to be reassigned. 1000 - 1999 8 11.7 Employees Em ployees who relocate their residences because of a change in 4000 - 4999 2 headquarters, other than a temporary or seasonal change, in accordance with this article, shall be deemed to have been relocated for the purposes 5000 or more 0 of the Employer’s policy on relocation expenses.

Headquarters. 11.1 This article applies to employees who do not attend at or work at or work from any permanent ministry facility in the course of their duties, but for whom a permanent ministry facility or other place is designated as an employee’s “headquarters” for the purposes of the provisions of this Central Collective Agreement and of various allowances which require a headquarters to be specified. 11.2 A ministry may designate a headquarters when an employee is initially appointed to a position, or when a position is filled by an employee in accordance with Article 6 (Posting and Filling of Vacancies or New Positions), Article 7 (Pay Administration), ) or Article 20 (Employment Stability) of this Central Collective Agreement. All job postings, notices and offers in relation to positions covered by this article shall include the designated headquarters for the position. This designation shall be the location considered by the ministry to be the most convenient for the efficient conduct of the ministry’s business, having regard to the ministry’s projection of the location of the employee’s work assignments for a period of two (2) years. It is not a requirement that the designated headquarters be a facility whose functions are related to the work to be performed by the employee, and the employee’s residence may also be designated as his or her headquarters. The Employer will supply to the Union, by December 30 of each year, a current list of headquarters designations for employees covered by this article. 11.3 By mutual agreement in writing between the ministry and an employee, a new headquarters may be designated for an employee at any time, and by mutual agreement in writing between the ministry and the employee, a temporary or seasonal headquarters may be designated for a stated period, following which the previously designated headquarters will be reinstated unless it has been changed in accordance with this article. 11.4 A ministry may change the headquarters of an employee covered by this article, if: (a) the employee’s residence has been designated as his or her headquarters and he or she subsequently initiates a change of residence; or (b) a ministry facility which has been designated as the employee’s headquarters ceases to operate as a ministry facility; or (c) the employee is assigned to a work location or work locations at least forty (40) kilometres by road from his or her existing headquarters, and it is anticipated that the employee will continue to work in the area of the new work location or work locations for at least two (2) years. 11.5 Where a ministry exercises its right to change the headquarters of an employee otherwise than by mutual agreement with the employee, the following procedure will apply: (a) The ministry shall first give notice to the employee of its intent, and shall consult with the employee to determine the employee’s interests and the employee’s preferences as to the new headquarters location. (b) The ministry shall determine the new headquarters location in a way which is equitable to both the employee and the ministry. (c) The employee shall be given three (3) months’ notice of the change in designation of the headquarters. 11.6 Where it is necessary to identify which one or more of a group of employees is to be assigned to a new headquarters, the employees to be Population Points Assigned reassigned shall be identified by considering the qualifications, 1 - 249 14 availability, and current location (home, closest facility and work 250 - 499 12 location). Where qualifications, availability and location are relatively 500 - 999 10 equal, length of continuous service shall be used to identify the employee to be reassigned. 1000 - 1999 8 11.7 Employees who relocate their residences because of a change in 4000 - 4999 2 headquarters, other than a temporary or seasonal change, in accordance with this article, shall be deemed to have been relocated for the purposes 5000 or more 0 of the Employer’s policy on relocation expenses.

Headquarters. 11.1 This article applies to employees who do not attend at or work at or work from any permanent ministry facility in the course of their duties, but for whom a permanent ministry facility or other place is designated as an employee’s “headquarters” for the purposes of the provisions of this Central Collective Agreement and of various allowances which require a headquarters to be specifiedspecified. 11.2 A ministry may designate a headquarters when an employee is initially appointed to a position, or when a position is filled filled by an employee in accordance with Article 6 (Posting and Filling of Vacancies or New Positions), Article 7 (Pay Administration), Article 20 20A or Article 20B (Employment Stability) of this Central Collective Agreement. All job postings, notices and offers in relation to positions covered by this article shall include the designated headquarters for the position. This designation shall be the location considered by the ministry to be the most convenient for the efficient efficient conduct of the ministry’s business, having regard to the ministry’s projection of the location of the employee’s work assignments for a period of two (2) years. It is not a requirement that the designated headquarters be a facility whose functions are related to the work to be performed by the employee, and the employee’s residence may also be designated as his or her headquarters. The Employer will supply to the Union, by December 30 of each year, a current list of headquarters designations for employees covered by this article. 11.3 By mutual agreement in writing between the ministry and an employee, a new headquarters may be designated for an employee at any time, and by mutual agreement in writing between the ministry and the employee, a temporary or seasonal headquarters may be designated for a stated period, following which the previously designated headquarters will be reinstated unless it has been changed in accordance with this article. 11.4 A ministry may change the headquarters of an employee covered by this article, if: (a) the employee’s residence has been designated as his or her headquarters and he or she subsequently initiates a change of residence; or (b) a ministry facility which has been designated as the employee’s headquarters ceases to operate as a ministry facility; or (c) the employee is assigned to a work location or work locations at least forty (40) kilometres by road from his or her existing headquarters, and it is anticipated that the employee will continue to work in the area of the new work location or work locations for at least two (2) years. 11.5 Where a ministry exercises its right to change the headquarters of an employee otherwise than by mutual agreement with the employee, the following procedure will apply: (a) The ministry shall first first give notice to the employee of its intent, and shall consult with the employee to determine the employee’s interests and the employee’s preferences as to the new headquarters location. (b) The ministry shall determine the new headquarters location in a way which is equitable to both the employee and the ministry. (c) The employee shall be given three (3) months’ notice of the change in designation of the headquarters. 11.6 Where it is necessary to identify which one or more of a group of employees is to be assigned to a new headquarters, the employees to be reassigned shall be identified identified by considering the qualificationsqualifications, availability, and current location (home, closest facility and work location). Where qualificationsqualifications, availability and location are relatively equal, length of continuous service shall be used to identify the employee to be reassigned. 11.7 Employees who relocate their residences because of a change in headquarters, other than a temporary or seasonal change, in accordance with this article, shall be deemed to have been relocated for the purposes of the Employer’s policy on relocation expenses.expenses.‌

Headquarters. 11.1 This article applies to employees who do not attend at or work at or work from any permanent ministry facility in the course of their duties, but for whom a permanent ministry facility or other place is designated as an employee’s “'s "headquarters” " for the purposes of the provisions of this Central Collective Agreement and of various allowances which require a headquarters to be specified. 11.2 A ministry may designate a headquarters when an employee is initially appointed to a position, or when a position is filled by an employee in accordance with Article 6 (Posting and Filling of Vacancies or New Positions), Article 7 (Pay Administration), ) or Article 20 (Employment Stability) of this Central Collective Agreement. All job postings, notices and offers in relation to positions covered by this article shall include the designated headquarters for the position. This designation shall be the location considered by the ministry to be the most convenient for the efficient conduct of the ministry’s 's business, having regard to the ministry’s 's projection of the location of the employee’s 's work assignments for a period of two (2) years. It is not a requirement that the designated headquarters be a facility whose functions are related to the work to be performed by the employee, and the employee’s 's residence may also be designated as his or her headquarters. The Employer will supply to the Union, by December 30 of each year, a current list of headquarters designations for employees covered by this article. 11.3 By mutual agreement in writing between the ministry and an employee, a new headquarters may be designated for an employee at any time, and by mutual agreement in writing between the ministry and the employee, a temporary or seasonal headquarters may be designated for a stated period, following which the previously designated headquarters will be reinstated unless it has been changed in accordance with this article. 11.4 A ministry may change the headquarters of an employee covered by this article, if: (a) the employee’s 's residence has been designated as his or her headquarters and he or she subsequently initiates a change of residence; or (b) a ministry facility which has been designated as the employee’s 's headquarters ceases to operate as a ministry facility; or (c) the employee is assigned to a work location or work locations at least forty (40) kilometres by road from his or her existing headquarters, and it is anticipated that the employee will continue to work in the area of the new work location or work locations for at least two (2) years. 11.5 Where a ministry exercises its right to change the headquarters of an employee otherwise than by mutual agreement with the employee, the following procedure will apply: (a) The ministry shall first give notice to the employee of its intent, and shall consult with the employee to determine the employee’s 's interests and the employee’s 's preferences as to the new headquarters location. (b) The ministry shall determine the new headquarters location in a way which is equitable to both the employee and the ministry. (c) The employee shall be given three (3) months’ ' notice of the change in designation of the headquarters. 11.6 Where it is necessary to identify which one or more of a group of employees is to be assigned to a new headquarters, the employees to be reassigned shall be identified by considering the qualifications, availability, and current location (home, closest facility and work location). Where qualifications, availability and location are relatively equal, length of continuous service shall be used to identify the employee to be reassigned. 11.7 Employees who relocate their residences because of a change in headquarters, other than a temporary or seasonal change, in accordance with this article, shall be deemed to have been relocated for the purposes of the Employer’s 's policy on relocation expenses.

Headquarters. 11.1 This article applies to employees who do not attend at or work at or work from any permanent ministry facility in the course of their duties, but for whom a permanent ministry facility or other place is designated as an employee’s employee‟s “headquarters” for the purposes of the provisions of this Central Collective Agreement and of various allowances which require a headquarters to be specified. 11.2 A ministry may designate a headquarters when an employee is initially appointed to a position, or when a position is filled by an employee in accordance with Article 6 (Posting and Filling of Vacancies or New Positions), Article 7 (Pay Administration), Article 20 (Employment Stability) of this Central Collective Agreement. All job postings, notices and offers in relation to positions covered by this article shall include the designated headquarters for the position. This designation shall be the location considered by the ministry to be the most convenient for the efficient conduct of the ministry’s ministry‟s business, having regard to the ministry’s ministry‟s projection of the location of the employee’s employee‟s work assignments for a period of two (2) years. It is not a requirement that the designated headquarters be a facility whose functions are related to the work to be performed by the employee, and the employee’s employee‟s residence may also be designated as his or her headquarters. The Employer will supply to the Union, by December 30 of each year, a current list of headquarters designations for employees covered by this article. 11.3 By mutual agreement in writing between the ministry and an employee, a new headquarters may be designated for an employee at any time, and by mutual agreement in writing between the ministry and the employee, a temporary or seasonal headquarters may be designated for a stated period, following which the previously designated headquarters will be reinstated unless it has been changed in accordance with this article. 11.4 A ministry may change the headquarters of an employee covered by this article, if: (a) the employee’s employee‟s residence has been designated as his or her headquarters and he or she subsequently initiates a change of residence; or (b) a ministry facility which has been designated as the employee’s employee‟s headquarters ceases to operate as a ministry facility; or (c) the employee is assigned to a work location or work locations at least forty (40) kilometres by road from his or her existing headquarters, and it is anticipated that the employee will continue to work in the area of the new work location or work locations for at least two (2) years. 11.5 Where a ministry exercises its right to change the headquarters of an employee otherwise than by mutual agreement with the employee, the following procedure will apply: (a) The ministry shall first give notice to the employee of its intent, and shall consult with the employee to determine the employee’s employee‟s interests and the employee’s employee‟s preferences as to the new headquarters location. (b) The ministry shall determine the new headquarters location in a way which is equitable to both the employee and the ministry. (c) The employee shall be given three (3) months’ months‟ notice of the change in designation of the headquarters. 11.6 Where it is necessary to identify which one or more of a group of employees is to be assigned to a new headquarters, the employees to be reassigned shall be identified by considering the qualifications, availability, and current location (home, closest facility and work location). Where qualifications, availability and location are relatively equal, length of continuous service shall be used to identify the employee to be reassigned. 11.7 Employees who relocate their residences because of a change in headquarters, other than a temporary or seasonal change, in accordance with this article, shall be deemed to have been relocated for the purposes of the Employer’s Employer‟s policy on relocation expenses.

Headquarters. 11.1 This article applies to employees who do not attend at or work at or work from any permanent ministry facility in the course of their duties, but for whom a permanent ministry facility or other place is designated as an employee’s “headquarters” for the purposes of the provisions of this Central Collective Agreement and of various allowances which require a headquarters to be specified. 11.2 A ministry may designate a headquarters when an employee is initially appointed to a position, or when a position is filled by an employee in accordance with Article 6 (Posting and Filling of Vacancies or New Positions), Article 7 (Pay Administration), Article 20 (Employment Stability) of this Central Collective Agreement. All job postings, notices and offers in relation to positions covered by this article shall include the designated headquarters for the position. This designation shall be the location considered by the ministry to be the most convenient for the efficient conduct of the ministry’s business, having regard to the ministry’s projection of the location of the employee’s work assignments for a period of two (2) years. It is not a requirement that the designated headquarters be a facility whose functions are related to the work to be performed by the employee, and the employee’s residence may also be designated as his or her their headquarters. The Employer will supply to the Union, by December 30 of each year, a current list of headquarters designations for employees covered by this article. 11.3 By mutual agreement in writing between the ministry and an employee, a new headquarters may be designated for an employee at any time, and by mutual agreement in writing between the ministry and the employee, a temporary or seasonal headquarters may be designated for a stated period, following which the previously designated headquarters will be reinstated unless it has been changed in accordance with this article. 11.4 A ministry may change the headquarters of an employee covered by this article, if: (a) the employee’s residence has been designated as his or her their headquarters and he or she they subsequently initiates initiate a change of residence; or (b) a ministry facility which has been designated as the employee’s headquarters ceases to operate as a ministry facility; or (c) the employee is assigned to a work location or work locations at least forty (40) kilometres by road from his or her their existing headquarters, and it is anticipated that the employee will continue to work in the area of the new work location or work locations for at least two (2) years. 11.5 Where a ministry exercises its right to change the headquarters of an employee otherwise than by mutual agreement with the employee, the following procedure will apply: (a) The ministry shall first give notice to the employee of its intent, and shall consult with the employee to determine the employee’s interests and the employee’s preferences as to the new headquarters location. (b) The ministry shall determine the new headquarters location in a way which is equitable to both the employee and the ministry. (c) The employee shall be given three (3) months’ notice of the change in designation of the headquarters. 11.6 Where it is necessary to identify which one or more of a group of employees is to be assigned to a new headquarters, the employees to be reassigned shall be identified by considering the qualifications, availability, and current location (home, closest facility and work location). Where qualifications, availability and location are relatively equal, length of continuous service shall be used to identify the employee to be reassigned. 11.7 Employees who relocate their residences because of a change in headquarters, other than a temporary or seasonal change, in accordance with this article, shall be deemed to have been relocated for the purposes of the Employer’s policy on relocation expenses.

Headquarters. 11.1 This article applies to employees who do not attend at or work at or work from any permanent ministry facility in the course of their duties, but for whom a permanent ministry facility or other place is designated as an employee’s “headquarters” for the purposes of the provisions of this Central Collective Agreement and of various allowances which require a headquarters to be specified. 11.2 A ministry may designate a headquarters when an employee is initially appointed to a position, or when a position is filled by an employee in accordance with Article 6 (Posting and Filling of Vacancies or New Positions), Article 7 (Pay Administration), Article 20 (Employment Stability) of this Central Collective Agreement. All job postings, notices and offers in relation to positions covered by this article shall include the designated headquarters for the position. This designation shall be the location considered by the ministry to be the most convenient for the efficient conduct of the ministry’s business, having regard to the ministry’s projection of the location of the employee’s work assignments for a period of two (2) years. It is not a requirement that the designated headquarters be a facility whose functions are related to the work to be performed by the employee, and the employee’s residence may also be designated as his or her their headquarters. The Employer will supply to the Union, by December 30 of each year, a current list of headquarters designations for employees covered by this article. 11.3 By mutual agreement in writing between the ministry and an employee, a new headquarters may be designated for an employee at any time, and by mutual agreement in writing between the ministry and the employee, a temporary or seasonal headquarters may be designated for a stated period, following which the previously designated headquarters will be reinstated unless it has been changed in accordance with this article. 11.4 A ministry may change the headquarters of an employee covered by this article, if: (a) the employee’s residence has been designated as his or her their headquarters and he or she they subsequently initiates initiate a change of residence; or (b) a ministry facility which has been designated as the employee’s headquarters ceases to operate as a ministry facility; or’s (c) the employee is assigned to a work location or work locations at least forty (40) kilometres by road from his or her their existing headquarters, and it is anticipated that the employee will continue to work in the area of the new work location or work locations for at least two (2) years. 11.5 Where a ministry exercises its right to change the headquarters of an employee otherwise than by mutual agreement with the employee, the following procedure will apply: (a) The ministry shall first give notice to the employee of its intent, and shall consult with the employee to determine the employee’s interests and the employee’s preferences as to the new headquarters location. (b) The ministry shall determine the new headquarters location in a way which is equitable to both the employee and the ministry. (c) The employee shall be given three (3) months’ notice of the change in designation of the headquarters.change 11.6 Where it is necessary to identify which one or more of a group of employees is to be assigned to a new headquarters, the employees to be reassigned shall be identified by considering the qualifications, availability, and current location (home, closest facility and work location). Where qualifications, availability and location are relatively equal, length of continuous service shall be used to identify the employee to be reassigned. 11.7 Employees who relocate their residences because of a change in headquarters, other than a temporary or seasonal change, in accordance with this article, shall be deemed to have been relocated for the purposes of the Employer’s policy on relocation expenses.

Headquarters. 11.1 This article applies to employees who do not attend at or work at or work from any permanent ministry facility in the course of their duties, but for whom a permanent ministry facility or other place is designated as an employee’s “headquarters” for the purposes of the provisions of this Central Collective Agreement and of various allowances which require a headquarters to be specified. 11.2 A ministry may designate a headquarters when an employee is initially appointed to a position, or when a position is filled by an employee in accordance with Article 6 (Posting and Filling of Vacancies or New Positions), Article 7 (Pay Administration), Article 20 (Employment Stability) of this Central Collective Agreement. All job postings, notices and offers in relation to positions covered by this article shall include the designated headquarters for the position. This designation shall be the location considered by the ministry to be the most convenient for the efficient conduct of the ministry’s business, having regard to the ministry’s projection of the location of the employee’s work assignments for a period of two (2) years. It is not a requirement that the designated headquarters be a facility whose functions are related to the work to be performed by the employee, and the employee’s residence may also be designated as his or her their headquarters. The Employer will supply to the Union, by December 30 of each year, a current list of headquarters designations for employees covered by this article. 11.3 By mutual agreement in writing between the ministry and an employee, a new headquarters may be designated for an employee at any time, and by mutual agreement in writing between the ministry and the employee, a temporary or seasonal headquarters may be designated for a stated period, following which the previously designated headquarters will be reinstated unless it has been changed in accordance with this article. 11.4 A ministry may change the headquarters of an employee covered by this article, if: (a) the employee’s residence has been designated as his or her their headquarters and he or she the employee subsequently initiates a change of residence; or (b) a ministry facility which has been designated as the employee’s headquarters ceases to operate as a ministry facility; or (c) the employee is assigned to a work location or work locations at least forty (40) kilometres by road from his or her their existing headquarters, and it is anticipated that the employee will continue to work in the area of the new work location or work locations for at least two (2) years. 11.5 Where a ministry exercises its right to change the headquarters of an employee otherwise than by mutual agreement with the employee, the following procedure will apply: (a) The ministry shall first give notice to the employee of its intent, and shall consult with the employee to determine the employee’s interests and the employee’s preferences as to the new headquarters location. (b) The ministry shall determine the new headquarters location in a way which is equitable to both the employee and the ministry. (c) The employee shall be given three (3) months’ notice of the change in designation of the headquarters. 11.6 Where it is necessary to identify which one or more of a group of employees is to be assigned to a new headquarters, the employees to be reassigned shall be identified by considering the qualifications, availability, and current location (home, closest facility and work location). Where qualifications, availability and location are relatively equal, length of continuous service shall be used to identify the employee to be reassigned. 11.7 Employees who relocate their residences because of a change in headquarters, other than a temporary or seasonal change, in accordance with this article, shall be deemed to have been relocated for the purposes of the Employer’s policy on relocation expenses.

Headquarters. 11.1 This article applies to employees who do not attend at or work at or work from any permanent ministry facility location in the course of their duties, but for whom a permanent ministry facility or other place is designated as an employee’s “'s "headquarters” " for the purposes of the provisions of this Central Collective Agreement collective agreement and of various allowances which require a headquarters to headquartersto be specified. 11.2 A ministry . The employer may designate a headquarters when an employee is initially appointed initiallyappointed to a position, or when a position is filled by an employee in accordance with accordancewith Article 6 (Posting and Filling of Vacancies Article or New Positions), Article 7 (Pay Administration), Article 20 (Employment Stability) of this Central Collective Agreementcollective agreement. All job postings, notices and offers in relation to positions covered by this article shall include the includethe designated headquarters for the position. This designation shall be the location considered by the ministry employer to be the most convenient for the efficient conduct of the ministry’s employer's business, having regard to the ministry’s employer's projection of the location of locationof the employee’s 's work assignments for a period of two (2) years. It is not a requirement that the designated headquarters be a facility whose functions are related to the work to be performed by the employee, and the employee’s 's residence may also be designated as his or her their headquarters. The Employer will supply to the Union, by December 30 of each year, a current list of headquarters designations for employees covered by this article. 11.3 . By mutual agreement in writing between the ministry employer and an employee, a new headquarters may be designated for an employee at any time, and by mutual agreement in writing between the ministry employer and the employee, employee a temporary or seasonal headquarters may be designated for a stated period, following which the previously designated headquarters will be reinstated unless it has been changed in accordance with this article. 11.4 A ministry . The employer may change the headquarters of an employee covered by this article, if: (a) the employee’s residence has been designated as his or her headquarters and he or she subsequently initiates a change of residence; or (b) a ministry facility which has been designated as the employee’s headquarters ceases to operate as a ministry facility; or (c) the employee is assigned to a work location or work locations at least forty (40) kilometres by road from his or her existing headquarters, and it is anticipated that the employee will continue to work in the area of the new work location or work locations for at least two (2) years. 11.5 Where a ministry exercises its right to change the headquarters of an employee otherwise than by mutual agreement with the employee, the following procedure will apply: (a) The ministry shall first give notice to the employee of its intent, and shall consult with the employee to determine the employee’s interests and the employee’s preferences as to the new headquarters location. (b) The ministry shall determine the new headquarters location in a way which is equitable to both the employee and the ministry. (c) The employee shall be given three (3) months’ notice of the change in designation of the headquarters. 11.6 Where it is necessary to identify which one or more of a group of employees is to be assigned to a new headquarters, the employees to be reassigned shall be identified by considering the qualifications, availability, and current location (home, closest facility and work location). Where qualifications, availability and location are relatively equal, length of continuous service shall be used to identify the employee to be reassigned. 11.7 Employees who relocate their residences because of a change in headquarters, other than a temporary or seasonal change, in accordance with this article, shall be deemed to have been relocated for the purposes of the Employer’s policy on relocation expenses.,

Headquarters. 11.1 32.1 This article applies to employees who do not attend at or work at or work from any permanent ministry facility location in the course of their duties, but for whom a permanent ministry facility or other place is designated as an employee’s “'s "headquarters” " for the purposes of the provisions of this Central Collective Agreement collective agreement and of various allowances which require a headquarters to be specified. 11.2 A ministry 32.2 The employer may designate a headquarters when an employee is initially appointed to a position, or when a position is filled by an employee in accordance with Article 6 (Posting and Filling of Vacancies or New Positions)6, Article 7 (Pay Administration)7, or Article 20 (Employment Stability) 23 of this Central Collective Agreementcollective agreement. All job postings, notices and offers in relation to positions covered by this article shall include the designated headquarters for the position. This designation shall be the location considered by the ministry employer to be the most convenient for the efficient conduct of the ministry’s employer's business, having regard to the ministry’s employer's projection of the location of the employee’s 's work assignments for a period of two (2) years. It is not a requirement that the designated headquarters be a facility whose functions are related to the work to be performed by the employee, and the employee’s 's residence may also be designated as his or her their headquarters. The Employer will supply to the Union, by December 30 of each year, a current list of headquarters designations for employees covered by this article. 11.3 32.3 By mutual agreement in writing between the ministry employer and an employee, a new headquarters may be designated for an employee at any time, and by mutual agreement in writing between the ministry employer and the employee, employee a temporary or seasonal headquarters may be designated for a stated period, following which the previously designated headquarters will be reinstated unless it has been changed in accordance with this article. 11.4 A ministry 32.4 The employer may change the headquarters of an employee covered by this article, if: (a) the employee’s 's residence has been designated as his or her their headquarters and he or she the employee subsequently initiates a change of residence; or (b) a ministry facility location which has been designated as the employee’s 's headquarters ceases to operate as a ministry facilityoperate; or (c) the employee is assigned to a work location or work locations at least forty (40) kilometres km’s by road from his or her their existing headquarters, and it is anticipated that the employee will continue to work in the area of the new work location or work locations for at least two (2) years. 11.5 32.5 Where a ministry the employer exercises its right to change the headquarters of an employee otherwise than by mutual agreement with the employee, the following procedure will apply: (a) The ministry employer shall first give notice to the employee of its intent, and shall consult with the employee to determine the employee’s 's interests and the employee’s 's preferences as to the new headquarters location. (b) The ministry employer shall determine the new headquarters location in a way which is equitable to both the employee and the ministryemployer. (c) The employee shall be given three one (31) months’ month’s notice of the change in designation of the headquarters. The Employer will give due consideration to an employee request to extend such notice in individual circumstances. 11.6 32.6 Where it is necessary to identify which one or more of a group of employees is to be assigned to a new headquarters, the employees to be reassigned shall be identified by considering the qualifications, availability, and current location (home, closest facility and work location). Where qualifications, availability and location are relatively equal, length of continuous service shall be used to identify the employee to be reassigned. 11.7 32.7 Employees who relocate their residences because of a change in headquarters, other than a temporary or seasonal change, in accordance with this article, shall be deemed to have been relocated for the purposes of the Employer’s 's policy on relocation expenses.