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. September to August
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 time limits fixed in the arbitration procedures may be altered by mutual consent of the parties, but the same shall be in writing. The affected and Union Local representatives required to be present at an Arbitration hearing shall be given time off without loss of pay.
July to June. Employees absent from duty because of illness or injury shall submit to their Department Head or designate, at the first opportunity, an application for sick leave on the appropriate form, as provided. Upon the request of the University, Employees shall provide medical information, stating the nature of their illness. Such information shall be provided to Human Resources. Medical information will be held in confidence by Human Resources, and not released without the consent of the Employee. All Employees by this Agreement who are on extended leave due to sickness or injury will be eligible for long term disability benefits, as applicable, having completed the required waiting period. Application will be made on behalf of the Employee by Human Resources and upon acceptance by the carrier; said Employee will be placed on long-term disability.
July to June. STEP ONE If the Employee or the Union is not satisfied with the decision of the Department Head or designate the Union may within ten (10) 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. The Vice-president (Administration) shall reply, in writing, to the Union, within ten (10) days from the date the grievance was presented at Step Two. If the Union does not receive a reply or satisfactory settlement of a grievance at Step 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 which any step under the foregoing procedures is to be taken, Saturdays, Sundays, recognized holidays, or authorized leave with pay shall be excluded. Where either party to this Agreement disputes the general application, interpretation, or alleges a violation of an article of this Agreement, the dispute shall be discussed initially with the University or the Union, as the case may be. Where no satisfactory agreement is reached, either party may submit the dispute to arbitration, as provided in Article of this Agreement. At the request of either party to this Agreement, it may be mutually agreed to extend the time limits specified herein.
July to June. For the purposes of this article, hours off on approved leave with pay shall be counted as hours worked. An Employee scheduled to work overtime, where the University has stipulated that the overtime will be performed at a time which is not continuous with their regularly scheduled working day, or on a day where they are not scheduled to work, shall receive a minimum of two (2) hours at the applicable overtime rate. When an Employee is called back and reports to work after they have left their place of work, and such callback has not been scheduled in advance, the Employee shall receive overtime credits at the rate of one and one-half (1 hours for each hour worked on the callback with a minimum of four (4) hours.
July to June. If a Statutory Holiday or declared holiday as per Article Statutory Holidays falls or is observed during an employee's vacation period, he shall be granted an additional days vacation for such holiday in addition to his regular vacation time.
July to June. 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