Joint Interpretation. Where a difference arises between the parties relating to the interpretation of this Agreement, it may be settled by means of a jointly agreed to interpretation signed by the College President and the President of the Association, or their designates.
Joint Interpretation. Minimum Annual Hours Worked In 2017, Employers can increase the minimum number of hours that they require casual employees to work in a twelve (12) month period from 225 to 300 hours. In 2018, the minimum number of hours that Employers can require casual employees to work in a twelve (12) month period increases again to 400 hours. As a consequence, the threshold for notifying an employee at the six-month xxxx that he or she may not comply with the minimum hours requirement will increase from 112.5 to 150 hours in 2017 and then to 200 hours in 2018. The minimum hours worked language remains discretionary; the Employer is not required to implement a minimum hours worked threshold, but may do so at its discretion. Where a casual employee is listed on more than one register with the Employer, their minimum hours calculation for the six month period will combine all casual hours worked from the multi units/sites as the total amount of hours worked for the Health Authority. Removal from a
Joint Interpretation. 19. The tribunal shall, on its own account or at the request of a disputing Party, request a joint interpretation of any provision of this Agreement that is in issue in a dispute. The Parties shall submit in writing any joint decision declaring their interpretation to the tribunal within sixty (60) days of the request. Without prejudice to paragraph 20 of this Article, if the Parties fail to submit such a decision within sixty (60) days, any interpretation submitted by a Party individually shall be forwarded to the disputing parties and the tribunal, which shall decide the issue on its own account.
Joint Interpretation. Stewards The parties have agreed that employees shall have the right to request that a union xxxxxxx be present for respectful workplace meetings. A "respectful workplace meeting" is any meeting or conversation requested by the Employer and related to an alleged violation of the Employer's Respectful Workplace Policy. The presence of a xxxxxxx is employee-driven; this provision does not put an onus on the Employer to ensure union representation if an employee does not request a xxxxxxx.
Joint Interpretation. Regular Part-Time Employees The parties have agreed that - once the casual call-in process has been exhausted - the Employer will offer unfilled shifts to regular part-time employees in order of seniority, where doing so will not result in overtime.
Joint Interpretation. Casual Availability Bonus Employers now have the discretion to implement a Casual Availability Bonus (CAB) as an incentive for casuals to be available to work identified shifts, such as evenings and weekends. Where the Employer chooses to implement a CAB, it must establish a “CAB list” that includes a set number of casual employees, all of whom will be eligible to receive the CAB. Selection of which casual employees are included on the CAB list is to be determined through an expression of interest process. Where there are more employees interested in being added to the CAB list than the Employer requires, inclusion on the list will be by seniority. Each casual employee that is on the CAB list will be eligible to receive a retroactive CAB of $2.00 per hour for all hours worked over a six (6) month period where the following criteria are met:
Joint Interpretation. Pro-rated Credit for Casual Hours Worked Casuals will now receive pro-rated credit towards increment progression for hours worked as a casual since their last increment adjustment. When a casual employee obtains a regular position with the same Employer, the employee will receive credit for all casual hours worked since his/her last increment progression. Once the converted date of seniority is known, the member will increase to the next increment once he or she has worked 1950 hours, and will advance another increment upon reaching his/her next anniversary date. The anniversary date for this employee will not change. This may result in an employee receiving two (2) increment progressions in the same year.
Joint Interpretation. Seniority The parties have agreed that twenty-four (24) months is the maximum time that a nurse can work in a temporary excluded position while continuing to accumulate seniority under the collective agreement. If an Employer wishes to have a nurse work in a temporary excluded position for longer than twenty-four (24) months while continuing to accumulate seniority, it must reach an agreement with the Union to extend the twenty-four (24) month time period.
Joint Interpretation. Records Removed The parties have agreed that in circumstances where: 1) a request has been made by an employee to remove a letter of expectation, and 2) the behaviour or conduct that resulted in the letter of expectation has not reoccurred within a thirty-six (36) month period following the date of the letter, the Employer must remove the letter from the employee's file and destroy it. The parties have further agreed that this language can be applied to letters of expectation that pre-date the 2014-2019 Provincial Collective Agreement. For example, a letter of expectation issued prior to April 1, 2014 would be eligible to be removed from an employee's file thirty-six (36) months after the date of the letter (if the behaviour or conduct has not reoccurred) even though all or a portion of the thirty-six (36) month waiting period pre-dates the 2014-2019 Provincial Collective Agreement.
Joint Interpretation. New Vacancy Posting Process (17.01) The parties have agreed to a new process for posting vacancies. Under this process, vacancies will be posted twice per week on Tuesdays and Thursdays for a period of seventy-two (72) hours. Where the Employer has the capability to do so, all vacancies shall be posted electronically and emailed to the xxxxxxx coordinator or designate at the worksite. Within seven (7) business days of the posting close date, the Employer is required to make its selection decision, unless the Employer and the Union agree there is a bona fide reason to amend this timeframe. As a result of this new seven (7) business day timeline, Employers will need to act quickly to schedule and conduct employee interviews during this period where an interview is part of the selection process. To ensure that this is possible, Employers should advise applicants of likely interview dates in the job posting to ensure availability. If there is a bona fide reason that an applicant cannot attend an in-person interview on an identified interview date due to unavoidable or emergent circumstances, the Employer should make reasonable efforts to facilitate an alternate interview process (e.g. a telephone interview) or alternate interview time where doing so will not unduly delay the selection process. Once a selection decision has been made, the Employer will offer the position to the successful applicant by email to her/his "preferred email address" or by an alternative method as per the Employer's operational policy. To ensure that the Employer is aware of what the applicant's "preferred email address" is, the Employer should request this information as part of the application process for the vacancy. The successful applicant will have forty-eight (48) hours from the time that receipt of the offer is confirmed to accept or decline the position. Employers should make all reasonable efforts to confirm that an offer has been received, including a follow-up telephone call or in-person conversation as appropriate. If the Employer does not receive a response within forty-eight (48) hours of receipt of the offer being confirmed, the vacancy will be offered to the next eligible applicant. BScN Requirements in Job Postings (17.01) Minor language changes have been made to make the provisions regarding when a BScN degree can and cannot be required in a job posting consistent with the changes to the collective agreement's classification system. The Nursing Policy Secretariat so...
