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. A successful applicant for promotion through job posting shall undergo a period of assessment of three (3) calendar months from the date of promotion. Extensions to an Employee's period of assessment may be implemented through mutual agreement between the University and the Union Local. Such extensions shall be one (I)month duration, to a maximum of three (3) extensions. An Employee whose period of assessment has been so extended will be given reasons in writing, with a copy to the Union Local. A successful applicant for transfer through job posting shall undergo a period of assessment of three (3) calendar months from the date of transfer. Should a promoted or transferred employee not successfully complete the period of assessment, or through mutual agreement prior to the end of the assessment period, the Employee shall return to the original position without loss of seniority and at the former salary level. The University shall inform employees in writing of the successful completion of their probationary assessment period, with a copy to the Union Local. After successfully completing the probationary period, the Employee shall receive credit for seniority purposes from the original date of hire. The University shall evaluate an employee's performance during the probationary or assessment periods as per Article and (a) and respectively, at one month intervals and such evaluations shall be writing with a copy to the employee. Subject to Article a probationary employee shall be required to pay union dues according to the provisions of the Union's constitution.
July to June. 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
July to June. When a job is reclassifiedupwards, the incumbent’s salary will be increasedto the appropriate salary group at the step closest to, but not less than, their current salary. When a job is reclassified downward, the incumbent’s salary will be maintained until such time as the lower classification equates with the Employee’s actual salary. ARTICLE OFFICIAL FILES Copies of documents on an Employee’s file, which may give rise to disciplinary action, shall be supplied concurrently to the Employee, with a copy to the Union. Disciplinary actions taken and becoming part of the Employee’s official file shall be removed after eighteen (18)months have elapsed, providing other disciplinary actions have not been issued within that period. Where an infraction, giving rise to a grievance, has been disproved, any reference to the disciplinary action taken by the University relating to the infraction shall be removed from the Employee’s official file. For the purposes of the University shall not rely on documentation relating to past performance that has not previously been provided to the Employee. An employee, or Union representative who has been given authorization in writing by the employee, may have access to the Employee’s official file, in Human Resources, in the presence of the Director, Human Resources or appointed designate. Upon written request, an Employeeshall be provided with a copy of any document in their file. There shall be only one (1)recognized Employee official file and that file will be maintained in Human Resources.
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. 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 in wh...
July to June. At the request of either party to this Agreement, it may be mutually agreed to extend the time limits specified herein. ARTICLE ARBITRATION Where a difference arising between the parties related to the interpretation, application or administration of this Agreement, including questions as to whether a matter is arbitrable or where an allegation is made that a term or condition of this Agreement has been violated. Either of the parties may, after exhaustingthe grievance procedure in Article notify the other party within fifteen working days of the receipt of the reply at the second step of the Grievance Procedure of its desire to submit the difference or allegation to Arbitration before a single Arbitrator or an Arbitration Board. Where the parties are agreed that a matter should be referred to a single Arbitrator, and
July to June. Employees commencing employment with the University during one vacation year will accumulate one and one-quarter days per month to a maximum of fifteen (15) working days to be used as vacation during the following vacation year; employeeswho have more than one (1)year of service but less than ten (10) years of service, will accumulate one and one-quarter days per month to a maximum of fifteen (15) working days; employeeswho have more than ten years of service but less than twenty (20) years of service, will accumulate one and two-thirds days per month to a maximum of twenty
July to June insurance coverage and benefits shall be maintained during the Pregnancy and/or Parental Leave periods. The Employee, on a prepaid basis, and the Employer shall pay their respective premiums to all insurance and benefit plans on the basis of the Employee’s regular salary throughout the leave period. Upon return to work from a Pregnancy and/or Parental Leave, the Employeeshall resume their former position, with no loss of salary level, benefits, or in seniority, or vacation entitlements. The period of an Employee’s leave shall be included in the calculation of their length of service for seniority purposes. Notwithstanding Article an employee who commences Pregnancy and/or Parental Leave during their probationary period shall be required upon resuming their duties, to complete their probationary period before being eligible for confirmation.
July to June 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.
