July to June. ARTICLE GRIEVANCE PROCEDURE Any difference arising between the parties to this Agreement relatingto the meaning, interpretation, or application of this Agreement, including allegations that the Agreement has been violated, may be the subject of a grievance and shall be processed in the manner following. No grievance shall be processed through the grievance procedure which is not initiated by the Union within twenty-five (25) days after the incident giving rise to the grievance or within twenty-five (25) days of the Employee becoming aware of the incident giving rise to the grievance. An Employeewho feels that they have a complaint may first discuss the matter with the Department Head or designate. The Employee may have a Union Representative present, if so desired. When any complaint cannot be settled by the foregoing informal process, the formal grievance procedure may be invoked. Subject to Articles and it is agreed that the presentation and processingof any grievance herein, including any arbitration procedures as specified in Article must conform to the applicable procedure and time limits. STEP ONE If the Employee or the Union is not satisfied with the decision of the Department Head or designate the Union within ten days of receipt of the decision or the date the decision should have been given, present a grievance in writing to the Director, Human Resources, at the first level of the grievance procedure. If the Union does not receive a reply or satisfactory settlement within ten (10) days from the date the Union presented the grievance to the Director, Human Resources; the Union may proceed to Step Two. STEP Within ten (10) days from receipt of the decision, or the date a decision should have been given in Step One, the Union may present the grievance in writing either by personal service or by registered mail to the Vice-president (Administration) as the second level in the grievance procedure. The Vice-president (Administration) shall reply, in writing, to the Union, within ten (10) days from the date the was presented at Step Two. If the Union does not receive a reply or satisfactory Settlement of a grievance at Two, the Union may refer the grievance to arbitration as provided in Article Where a grievance is presented or at any meeting in accordance with the foregoing process, or hearing relating to a grievance, the affected and a representative of the Union Local shall be given the necessary time off without loss of pay. In determining the time ...
July to June. ARTICLE OFFICIAL of documents on an Employee’s official file, which may rise to disciplinaryaction, shallbe supplied concurrently to the Employee, with a copy to the Union. Disciplinary taken and of the officialfile shall be after (1 8) months have elapsed, providingother disciplinary actions have not been issued within that period. giving rise to a grievance, been disproved, any to the action taken by the University relating to the shall be removed the Employee’s officialfile. For the purposes of the University shall not on documentation relating to past performancethat has not previously been provided to the Employee. An employee, or Union who has been given m writing by the employee, may have access to the Employee’s official file, in Human Resources, in the presence ofthe Director,Human Resources or appointed designate. Upon request,an Employee shall with a of any document in their file.
July to June. In the event of the death of an aunt, uncle, nephew, xxxxx, daughter- in-law or son-in-law the Employee shall be entitled to one working day with pay. In addition to the above, an Employee may be grantedup to two (2) days for travel and shall be paid for those travel which are not scheduleddays of rest. In cases where extraordinary circumstances prevail, the University may special leave for bereavement in addition to the above as it determines necessary. This entitlement is subject to the proviso that proper notification is made by the Employee to the Director, Human
July to June. Members hired after September will receive the above notice within teaching days after commencement of teaching duties and will have teaching days after receipt of notice to respond.
July to June. On or before April in the year of the secondment each release time teacher shall advise the Superintendent of Schools in writing of the teacher’s intention to return at the commencement of the next school year. Failure to do so will relieve the Division of the onus of reemploying that teacher. A teacher employed by the Division who is elected to a release time position shall at the termination of the teacher’s secondment return to the same position the teacher held prior to the leave, or similar.
July to June. 4. September to August
July to June. Spouse for the purposes of this Agreement, a “spousal relationship” shall exist when an employee is married, or when, for a continuous period of more than one (1) year an employee has lived with a person, represented that person to be their spouse, and lives and intends to continually live with that person as if that person were their spouse. Throughout this Agreement, the plural includes the singular, and vice versa as the context may require.
July to June. Provided that the orderly operation of the University is not affected, an Employee Relations Officer from the Union shall have access to the premises to discuss Union business with the University and/or its Employees. Where the Employee Relations Officer will be meeting with Employees in the workplace during working hours, the employee shall seek authorization from the Department Head or designate. This will not be abused by the Employee and such authorization will not be unreasonably withheld. The University shall provide the Union Local with the following information regarding bargaining unit positions, upon request: salaries, group and step, position classifications, job descriptions, job evaluation questionnaire, job fact sheet, job evaluation policy, applied for factors, factor levels and their value, point ranges for salary classification groups and consider reasonable requests for other information. The University shall provide the Union Local with office space for the period of this agreement, together with furnishings as may be required.
July to June. When an existing or newly created position in the bargaining unit needs to be filled on a permanent basis, the vacancy will be posted for at least five (5) working days prior to the expiry date specified on the posting. Information on the posting will include: position title and classification salary range functional summary education and experience requirements other qualifying skills and/or abilities which are pertinent to the job responsibilities posting date and expiry date of the posting The reclassification of an occupied position will not be deemed a vacancy under the provision of this agreement, and therefore, such reclassified positions will not be posted. Both parties recognize the mutual benefits of providing current Employees with opportunities for promotion and transfer within the University. Employees, who meet qualifications as per a job posting and possess the knowledge and experience and past performance to meet the job requirements, shall be given preference over external applicants. Employees have a right to apply for vacant positions within the bargaining unit and to receive acknowledgment of such application. It is understood and agreed that Employees who have successfully completed their probationary period may apply for any position posted under this article. An Employee who applies for such a vacancy in the bargaining unit and meets the qualifications as posted will be given an interview having received at least one (1) day's notice. The following process will be followed when a position becomes vacant:
July to June. The University will consider requests for flexible hours, which may include flexible meal periods. Such requests shall be approved by the Department Head and the Director, Human Resources and shall not negatively impact on the operations or service provided by the department. The University shall notify the Union of all approved arrangements for flexible hours, including the hours to be worked, and the starting date and ending date (if applicable) for the arrangement. The University will consider requests for job sharing arrangements in accordance with Article The workweek shall normally be five days per week from Monday to Friday inclusive with two (2) consecutive days off. An Employee may be scheduled by the University for a regular workweek other than Monday to Friday. In such cases, an Employee shall be entitled to two (2) consecutive days off. Employees are entitled to a one (1) hour lunch period to be scheduled, where circumstances permit, as close as possible to the middle of the day noon to to Where a Regular Part Time or Sessional Part Time Employee is scheduled in excess of four (4)consecutive hours, they shall be entitled to receive a one (1) hour unpaid meal period, as may be agreed between the Employee and the Department Head or designate. Employees are entitled to a fifteen (15) minute break period in the morning and afternoon, as scheduled by the Department Head or designate. A Regular Part Time or Sessional Part Time Employee shall be entitled to one
