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. 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 s...
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. 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.
13.05 Merged Seniority Lists Seniority lists for employees covered by this collective agreement will be merged regardless of Union membership.
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.
ARTICLE 17 - VACANCY POSTINGS
Joint Interpretation. The parties have agreed that the Employer may create Seasonal Part-time Positions by compressing a specified annual FTE into a smaller portion of a year (for example, an employee could work a 0.5 FTE compressed into full-time hours over a six (6) month period). Seasonal Part-time employees retain regular part-time status year-round, however, during the months when the employee is not working (the remaining six (6) months, per the above example), the employee would be under no obligation, and could not be compelled, to accept any scheduled or unscheduled work with the Employer. Seasonal Part-time Positions must be posted pursuant to the terms of the Collective Agreement. Variations would also need to be made to certain entitlements for Seasonal Part-time employees, including: • the employee's vacation and sick leave accruals shall be based on hours paid; • the employee shall only use sick leave to replace actual scheduled lost hours (including casual shifts that he or she may choose to pick up in the months that the employee is not required to work); and • where the Seasonal Part-time employee is scheduled full-time during a compressed period, the employee will be entitled to the overtime provisions of Article 27 during the compressed period only. A Seasonal Part-time Position may be eliminated at the discretion of the Employer upon sixty (60) days' notice to the employee working in the Seasonal Part-time Position.
Joint Interpretation. The parties recognize the potential benefit of expediting the filling of vacancies by agreeing to enable a Nurse Level 1 or Nurse Level 3 to apply on vacancies that are equivalent to their current position, without the need for a formal interview process and based on seniority. The intent is to permit nurses to move into positions based on their seniority. Applicants must possess the registration, skills and abilities as set out in the job description. Nurses will be provided with the usual unit/program orientation. The parties agreed to the following interpretation of this change: Non-Specialty Where an employee is applying for a non-specialty vacancy within their same level (N1 to N1 position or N3 to N3 position) and within or across one or more of the enumerated program areas below, they will be deemed qualified and competent and will not need to go through the interview process. Employees will be able to move within or across the following program areas without the need for an interview: • General Medical/Surgical Inpatient Units • Community Services (e.g. home health, public health, primary health care, mental health) • Residential Care* For example, employees in Medical/Surgical will be able to move to the Community or Residential Program Areas on the basis of seniority, without the need for an interview. Conversely, employees in the Community or Residential Program Areas will be able to move to Medical/Surgical on the basis of seniority without the need for an interview.* *Nurses choosing to move from Residential Care to Acute Care may be required to participate in an informal conversation with the manager of the Acute Care unit to discuss the prospect for a successful transition. Rural/Pediatric Where an employee is applying for a vacancy in either a Rural or a Pediatric program, an employee may be required to participate in an interview process. Mechanism for management to discuss patient safety and/or practice concerns After the position has been awarded to the senior internal N1/N3 applicant, in situations where the work environment and patient population is significantly different than the nurse has experience with, and if the manager has patient safety or practice concerns, the manager will: a. Meet the successful applicant, with the union xxxxxxx, share the concerns and describe the program/unit's usual orientation; and b. Proceed with the orientation, which may include an assessment of the individual's potential for successful transition....
Joint Interpretation. 29.01 Definitions The definition of “Call-Back” has been expanded to include staff that are scheduled on-call by the employer and take a telephone call, without having
