Common use of LETTER OF UNDERSTANDING Clause in Contracts

LETTER OF UNDERSTANDING. The central parties agree that they shall develop and share regional listings of experts and resources to support their joint obligations in regard to the duty to accommodate. Within 30 days of ratification, the parties agree to meet to prepare a joint letter to the provincial Minister of Health requesting one-time special funding for Hospitals to address the issue of access to supplies and minor equipment and ongoing funding for Quality of Worklife initiatives. Within 30 days of ratification, the Participating Hospitals’ Negotiating Team will recommend to the Hospitals that the Compendium of Standards of Practice for Nurses will be made available and readily accessible to all nurses. In addition, the central parties will make a joint request to the College of Nurses to make the Compendium available on the College’s web-site. The central parties will discuss the feasibility of a joint study of grievances that are settled within 1 month of an arbitration hearing, to determine barriers to settlement earlier in the process and to make recommendations to encourage earlier settlements. The local parties will determine the appropriate means of promoting and providing an effective and meaningful way of addressing discrimination and harassment issues; which may include, but is not limited to the following: • reviewing the hospital’s harassment policy and making joint recommendations to the Chief Nursing Officer; • promoting a harassment free workplace where there is ‘zero tolerance’; • ensuring that all employees are familiar with the employer’s harassment policy by identifying educational opportunities, including the orientation period for new employees; • identifying supports and solutions to assist employees to deal with harassment and discrimination issues (i.e. Employee Assistance Programs, staff supports); • development of processes to address the accommodations/modified work needs for nurses; • development of assertiveness training programs. The parties agree that the issue of “paid professional leave days” to which nurses may be entitled is a local issue in the current round of bargaining.

LETTER OF UNDERSTANDING. The central parties agree that they shall develop and share regional listings of experts and resources to support their joint obligations in regard to the duty to accommodate. Within 30 days of ratification, the parties agree to meet to prepare a joint letter to the provincial Minister of Health requesting one-time special funding for Hospitals to address the issue of access to supplies and minor equipment and ongoing funding for Quality of Worklife initiatives. Letter of Understanding:‌‌‌ Within 30 days of ratification, the Participating Hospitals’ Negotiating Team will recommend to the Hospitals that the Compendium of Standards of Practice for Nurses will be made available and readily accessible to all nurses. In addition, the central parties will make a joint request to the College of Nurses to make the Compendium available on the College’s web-site. The central parties will discuss the feasibility of a joint study of grievances that are settled within 1 month of an arbitration hearing, to determine barriers to settlement earlier in the process and to make recommendations to encourage earlier settlements. The local parties will determine the appropriate means of promoting and providing an effective and meaningful way of addressing discrimination and harassment issues; which may include, but is not limited to the following: • reviewing the hospital’s harassment policy and making joint recommendations to the Chief Nursing Officer; • promoting a harassment free workplace where there is ‘zero tolerance’; • ensuring that all employees are familiar with the employer’s harassment policy by identifying educational opportunities, including the orientation period for new employees; • identifying supports and solutions to assist employees to deal with harassment and discrimination issues (i.e. Employee Assistance Programs, staff supports); • development of processes to address the accommodations/modified work needs for nurses; • development of assertiveness training programs. The parties agree that the issue of “paid professional leave days” to which nurses may be entitled is a local issue in the current round of bargaining.

LETTER OF UNDERSTANDING. Re: Mentorship The central parties agree to meet to discuss and facilitate the resolution of outstanding implementation issues regardingthe application of the mentorship language. The central parties agree that they shall develop and share regional listings of experts and resources to support their joint obligations in regard to the duty to accommodate. Within 30 days of ratification, the parties agree to meet to prepare a joint letter to the provincial Minister of Health requesting one-time special funding for Hospitals to address the issue of access to supplies and minor equipment and ongoing funding for Quality of Worklife initiatives. Letter of Understanding: Re: Compendium of Standards of Practice Within 30 days of ratification, the Participating Hospitals’ ' Negotiating Team will recommend to the Hospitals that the Compendium of Standards of Practice for Nurses will be made available and readily accessible to all nurses. In in addition, the central parties will make a joint request to the College of Nurses to make the Compendium available on the College’s 's web-site. The central parties will discuss the feasibility of a joint study of grievances that are settled within 1 month of an arbitration hearing, to determine barriers to settlement earlier in the process and to make recommendations to encourage earlier settlements. The local parties will determine the appropriate means of promoting and providing an effective and meaningful way of addressing discrimination and harassment issues; which may include, but is not limited to the following: • reviewing the hospital’s 's harassment policy and making joint recommendations to the Chief Nursing Officer; • promoting a harassment free workplace where there is ‘zero tolerance’; • ensuring that all employees are familiar with the employer’s 's harassment policy by identifying educational opportunities, including the orientation period for new employees; • identifying supports and solutions to assist employees to deal with harassment and discrimination issues (i.e. Employee Assistance Programs, staff supports); • development of processes to processesto address the accommodations/modified work needs for nurses; • development of assertiveness training programs. Letter of Understanding The parties agree that the issue of “"paid professional leave days” " to which nurses may be entitled is a local issue in the current round of bargaining.. Letter of Understanding If the parties agree, the Hospital will provide part-time nurses with the option of voluntary participation in any and all of the group health and welfare benefit programs set out in Article It is understood and agreed that the part-time nurses would pay the Employer the full amount of the monthly premiums, in advance. NOTE: Part-time voluntary benefits are not arbitrable in local negotiations. DATED AT ONTARIO, THIS DAY OF MARY'S OF THE LAKE HOSPITAL OF THE LAKE HOSPITAL APPENDIX ‘3’ APPENDIX SUPERIOR CONDITIONS ARTICLE UNION (FULL TIME AND PART TIME) ARTICLE -LEAVE OF ABSENCE (FULL TIME ONLY) ARTICLE SICK LEAVE AND LONG TERM DISABILITY (FULL TIME ONLY) ARTICLE VACATIONS (FULL TIME AND PART TIME) APPENDIX PROVISIONS ARTICLE A RECOGNITION ARTICLE B MANAGEMENT RIGHTS ARTICLE C -UNION STEWARDS AND UNION COMMITTEES ARTICLED SENIORITYLIST ARTICLE E LEAVE OF ABSENCE ARTICLE F SCHEDULING ARTICLE G PAID HOLIDAYS ARTICLE H VACATIONS ARTICLE I -VIOLENCE IN THE WORKPLACE ARTICLE J ARTICLE K REPORTING SICK ARTICLE L DEFINITIONS ARTICLE M -UNION MAIL ARTICLE N MISCELLANEOUS ARTICLE TO STAFF COMPLEMENTS ARTICLE JOB SHARING RE: PARKING RE: SCHEDULING-XXXXXXXX RE: VIOLENCE IN THE WORKPLACE PART-TIME SCHEDULING RE: VOLUNTARY PART-TIME BENEFITS RE: RETIREE BENEFITS Effective Effective Effective April Effective April Effective April Effective Effective Effective Start Year Years Years Years Years Years Years Years Effective Effective Effective Start Year Years Years Years Years Years

LETTER OF UNDERSTANDING. The central parties agree that they shall develop and share regional listings of experts and resources to support their joint obligations in regard to the duty to accommodate. Within 30 days of ratification, the parties agree to meet to prepare a joint letter to the provincial Minister of Health requesting one-time special funding for Hospitals to Hospitalsto address the issue of access to supplies and minor equipment and ongoing funding for Quality of Worklife initiatives. Within 30 days of ratification, the Participating Hospitals’ Negotiating Team will recommend to the Hospitals that the Compendium of Standards of Practice for Nurses will be made available and readily accessible to all nurses. In addition, the central parties will make a joint request to the College of Nurses to make the Compendium available on the College’s web-site. The central parties will discuss the feasibility of a joint study of grievances that are settled within 1 month of an arbitration hearing, to determine barriers to settlement earlier in the process and to make recommendations to encourage earlier settlements. The local parties will determine the appropriate means of promoting and providing an effective and meaningful way meaningfulway of addressing discrimination and discriminationand harassment issues; which may include, but is not limited to the following: • reviewing the hospital’s harassment policy and making joint recommendations to the Chief Nursing Officer; • promoting a harassment free workplace where there is ‘zero tolerance’; • ensuring that all employees are familiar with the employer’s harassment policy by identifying educational opportunities, including the orientation period for new employees; • : identifying supports and solutions to assist employees to deal with harassment and discrimination issues (i.e. Employee Assistance Programs, staff supports); • development of processes to address the accommodations/modified work needs for nurses; • development of assertiveness training programs. Letter of Understanding The parties agree that the issue of “paid professional leave days” to which nurses may be entitled is a local issue in the current round of bargaining. If the local parties agree, the Hospital will provide part-time nurses with the option of voluntary participation in any and all of the group health and welfare benefit programs setout in Article It is understood and agreed that the part-time nurses would pay the Employer the full amount of the monthly premiums, in advance. NOTE: Part-time voluntary benefits are not arbitrable in local negotiations. DATED AT Ontario, this [hereinafter referred to as the “Hospital”] [hereinafter referred to as the “Union”] APPENDIX SALARY RATES APPENDIX APPENDIX SUPERIOR CONDITIONS CENTENARY SITE SUPERIOR CONDITIONS ARTICLE A RECOGNITION MANAGEMENT FUNCTIONS ARTICLE COMMITTEES AND REPRESENTATIVES ARTICLE D UNION LEAVE ARTICLE E EARNED LEAVE (PAID HOLIDAYS) ARTICLE F VACATIONS ARTICLE G HOURS OF WORK AND WORKING CONDITIONS ARTICLE H MISCELLANEOUS ARTICLE I STANDBY ARTICLE J -SELF SCHEDULING LETTER OF UNDERSTANDING RE: HOURS OF WORK FOR UNION EXECUTIVE LETTER OF UNDERSTANDING RE: XXX XXXXXXX (XXXXXXX AND XXXX LETTER OF UNDERSTANDING RE: XXX XXXX LETTER OF UNDERSTANDING RE: SINGLE OR PARTIAL SHIFT REASSIGNMENT LETTER OF UNDERSTANDING RE: SCHEDULING OF SOLELY TWELVE (12) HOUR TOURS TIME BALANCING LETTER OF UNDERSTANDING RE: VIOLENCE AND ABUSE IN THE WORKPLACE Graduate Nurse Registered Nurse, Discharge Planner Unit Co-ordinator, Health Nurse or Infection Control Nurse Graduate Nurse Registered Nurse, Discharge Planner or Co-ordinator Unit Co-ordinator, Health Nurse or Infection Control Nurse Graduate Nurse Registered Nurse, Discharge Planner or Co-ordinator Unit Co-ordinator, Health Nurse or Infection Control Nurse FULL TIME ONLY The Employer will pay the monthly bonus as follows to Assistant Head Nurses and Head Nurses: Nursing Unit Administration equivalent per month Post Graduate Course per month One Year university course per month Baccalaureate Degree per month Master's Degree per month An employee possessing more than one certificate or degree shall be entitled only to the highest bonus provided in the schedule. An employee will present the Employer with certificate for the above. Employeeswill accumulate vacation within the vacation entitlement year of July June 30th as follows: Full-time Head Nurse and Assistant Head Nurses Up to fifteen (I5) years I days per month of service.

LETTER OF UNDERSTANDING. Re: Mentorship The central parties agree to meet to discuss and facilitate the resolution of outstanding implementation issues regarding the application of the mentorship language. The central parties agree that they shall develop and share regional listings of experts and resources to support their joint obligations in regard to the duty to accommodate. Within 30 days of ratification, the parties agree to meet to prepare a joint letter to the provincial Minister of Health requesting one-time special funding for Hospitals to address the issue of access to supplies and minor equipment and ongoing funding for Quality of Worklife initiatives. Within 30 days of ratification, the Participating Hospitals’ Negotiating Team NegotiatingTeam will recommend to the Hospitals that the Compendium of Standards of Practice for Nurses will be made available and readily accessible to all nurses. In addition, the central parties will make a joint request to the College of Nurses to make the Compendium available on the College’s web-site. The central parties will discuss the feasibility of a joint study of grievances that are settled within 1 month of an arbitration hearing, to determine barriers to settlement earlier in the process and to make recommendations to encourage earlier settlements. The local parties will determine the appropriate means of promoting and providing an effective and meaningful way meaningfulway of addressing discrimination and harassment issues; which may include, but is not limited to the following: • reviewing the hospital’s harassment policy and making joint recommendations to the Chief Nursing Officer; • promoting a harassment free workplace where there is ‘zero tolerance’; • ensuring that all employees are familiar with the employer’s harassment policy by identifying educational opportunities, including the orientation period for new employees; • identifying supports and solutions to assist employees to deal with harassment and discrimination issues (i.e. Employee Assistance Programs, staff supports); • development of processes to address the accommodations/modified work needs for nurses; • development of assertiveness training programs. The parties agree that the issue of “"paid professional leave days” " to which nurses may be entitled is a local issue in the current round of bargaining.

LETTER OF UNDERSTANDING. Re: Mentorship The central parties agree to meet to discuss and facilitate the resolution of outstanding implementation issues regarding the application of the mentorship language. The central parties agree that they shall develop and share regional listings of experts and resources to support their joint obligations in regard to the duty to accommodate. Hospital Central Agreement March Within 30 days of ratification, the parties agree to meet to prepare a joint letter to the provincial Minister of Health requesting one-time special funding for Hospitals to address the issue of access to supplies and minor equipment and ongoing funding for Quality of Worklife initiatives. Within 30 days of ratification, the Participating Hospitals’ Negotiating Team will recommend to the Hospitals that the Compendium of Standards of Practice for Nurses forNurses will be made available and readily accessible to all nurses. In addition, the central parties will make a joint request to the College of Nurses to make the Compendium available on the College’s web-site. The central parties will discuss the feasibility of a joint study of grievances that are settled within 1 month of an arbitration hearing, to determine barriers to settlement earlier in the process and to make recommendations to recommendationsto encourage earlier settlements. The local parties will determine the appropriate means of promoting and providing an effective and meaningful way meaningfulway of addressing discrimination and discriminationand harassment issues; which may include, but is not limited to the following: • reviewing the hospital’s harassment policy and making joint recommendations to the Chief Nursing Officer; • promoting a harassment free workplace where there is ‘zero tolerance’; • ensuring that all employees are familiar with the employer’s harassment policy by identifying educational opportunities, including the orientation period for new employees; • identifying supports and solutions to assist employees to deal with harassment and discrimination issues (i.e. Employee Assistance Programs, staff supports); • development of processes to address the accommodations/modified work needs for nurses; • development of assertiveness training programs. Letter of Understanding The parties agree that the issue of “"paid professional leave days” " to which nurses may be entitled is a local issue in the current round of bargaining.

LETTER OF UNDERSTANDING. Re: Mentorship The central parties agree to meet to discuss and facilitate the resolution of outstanding implementation issues regarding the application of the mentorship language. Letter of Understanding: The central parties agree that they shall develop and share regional listings of experts and resources to support their joint obligations in regard to the duty to accommodate. Within 30 days of ratification, the parties agree to meet to prepare a joint letter to the provincial Minister of Health requesting one-time special funding for Hospitals to address the issue of access to supplies and minor equipment and ongoing funding for Quality of Worklife initiatives. Within 30 days of ratification, the Participating Hospitals’ Negotiating Team NegotiatingTeam will recommend to the Hospitals that the Compendium of Standards of Practice for Nurses will be made available and readily accessible to all nurses. In addition, the central parties will make a joint request to the College of Nurses to make the Compendium available on the College’s web-site. The central parties will discuss the feasibility of a joint study of grievances that are settled within 1 month of an arbitration hearing, to determine barriers to settlement earlier in the process and to make recommendations to recommendationsto encourage earlier settlements. The local parties will determine the appropriate means of promoting and providing an effective and meaningful way meaningfulway of addressing discrimination and harassment issues; which may include, but is not limited to the following: • reviewing the hospital’s harassment policy and making joint recommendations to the Chief Nursing Officer; • promoting a harassment free workplace where there is ‘zero tolerance’; • ensuring that all employees are familiar with the employer’s harassment policy by identifying educational opportunities, including the orientation period for new employees; • identifying supports and solutions to assist employees to deal with harassment and discrimination issues (i.e. Employee Assistance Programs, staff supports); • development of processes to address the accommodations/modified work needs for nurses; • development of assertiveness training programs. The parties agree that the issue of “paid professional leave days” to which nurses may be entitled is a local issue in the current round of bargaining.

LETTER OF UNDERSTANDING. Re: Mentorship The central parties agree to meet to discuss and facilitate the resolution of outstanding implementation issues regarding the application of the mentorship language. The central parties agree that they shall develop and share regional listings of experts and resources to support their joint obligations in regard to the duty to accommodate. Within 30 days of ratification, the parties agree to meet to prepare a joint letter to the provincial Minister of Health requesting one-time special funding for Hospitals to address the issue of access to supplies and minor equipment and ongoing funding for Quality of Worklife initiatives. Within 30 days of ratification, ,the Participating Hospitals’ Negotiating Team NegotiatingTeam will recommend to recommendto the Hospitals that the Compendium of Standards of Practice for Nurses will be made available and readily accessible to all nurses. In addition, the central parties will make a joint request to the College of Nurses to make the Compendium available on the College’s web-site. Letter of Understanding The central parties will discuss the feasibility of a joint study of grievances that are settled within 1 month of an arbitration hearing, to determine barriers to settlement earlier in the process and to make recommendations to encourage earlier settlements. Letter of Understanding The local parties will partieswill determine the appropriate means of promoting and promotingand providing an effective and meaningful way of addressing discrimination and harassment issues; which may include, but is not limited to the following: • reviewing the hospital’s harassment policy and making joint recommendations to the Chief Nursing Officer; • promoting a harassment free workplace where there is ‘zero tolerance’; • ensuring that all employees are familiar with the employer’s harassment policy by identifying educational opportunities, including the orientation period for new employees; • identifying supports and solutions to assist employees to deal with harassment and discrimination issues (i.e. Employee Assistance Programs, staff supports); • development of processes to address the accommodations/modified work needs for nurses; • development of assertiveness training programs. The parties agree that the issue of “paid professional leave days” to which nurses may be entitled is a local issue in the current round of bargaining.

LETTER OF UNDERSTANDING. Re: Mentorship The central parties agree to meet to discuss and facilitate the resolution of outstanding implementation issues regarding the application of the mentorship language. The central parties agree that they shall develop and share regional listings of experts and resources to support their joint obligations in regard to the duty to accommodate. Within 30 days of ratification, the parties agree to meet to prepare a joint letter to the provincial Minister of Health requesting one-time special funding for Hospitals to address the issue of access to supplies and minor equipment and ongoing funding for Quality of Worklife initiatives. Hospital Central March Within 30 days of ratification, the Participating Hospitals’ ' Negotiating Team will recommend to the Hospitals that the Compendium of Standards of Practice for fur Nurses will be made available and readily accessible to all nurses. In addition, the central parties will make a joint request to the College of Nurses to make the Compendium available on the College’s 's web-site. The central parties will discuss the feasibility of a joint study of grievances that are settled within 1 month of an arbitration hearing, to determine barriers to settlement earlier in the process and to make recommendations to encourage earlier settlements. Letter of Understanding The local parties will determine the appropriate means of promoting and providing an effective and meaningful way meaningfulway of addressing discrimination and harassment issues; which may include, but is not limited to the following: • reviewing the hospital’s 's harassment policy and making joint recommendations to the Chief Nursing Officer; • promoting a harassment free workplace where there is ‘zero tolerance’; • ensuring that all employees are familiar with the employer’s 's harassment policy by identifying educational opportunities, including the orientation period for new employees; • identifying supports and solutions to assist employees to deal with harassment and discrimination issues (i.e. Employee Assistance Programs, staff supports); • development of processes to address the accommodations/modified work needs for nurses; • development of assertiveness training programs. The parties agree that the issue of “"paid professional leave days” " to which nurses may be entitled is a local issue in the current round of bargaining. Letter of Understanding If the local parties agree, the Hospital will provide part-time nurses with the option of voluntary participation in any and all of the group health and welfare benefit programs set out in Article It is understood and agreed that the part-time nurses would pay the Employer the full amount of the monthly premiums, in advance. NOTE: Part-time voluntary not arbitrable in local negotiations. Hospital Central March DATED AT FOR THE ASSOCIATION Ontario, this day of FOR THE HOSPITALS Xxx Xxxxxxxx Xxxxxx Xxxxxxx Xxxxx Xxxxxx Xxxxxx Xxxx Xxxxx Xxxxx Xxxxxxxx Xxxxx Xxxxxx Xxxxxxx Xxxxxxx Xxxxxx Xxxxxx Xxxxxx Xxxxxx Xxxxx Xxxxx Xxxxxxxx Xxx Xxxx (hereinafter referred to as 'The Association") APPENDIX APPENDIX APPENDIX A RECOGNITION ARTICLE B MANAGEMENT RIGHTS ARTICLE C REPRESENTATIONAND COMMITTEES ARTICLE SENIORITY ARTICLE E LEAVE FOR ASSOCIATION BUSINESS ARTICLE F HOURS OF WORK ARTICLE PAID HOLIDAYS ARTICLE H VACATIONS ARTICLE I EXTENDED TOURS ARTICLE J JOB SHARING ARTICLE K MISCELLANEOUS ARTICLE L HEALTH SAFETY LETTER OF UNDERSTANDING RE: Scheduling LETTER OF UNDERSTANDING RE: Payment for Bargaining Unit President’s Attendance at Meetings LETTER OF UNDERSTANDING RE: Innovative Scheduling, Weekend Worker. Individual Special Circumstances LETTER OF UNDERSTANDING RE: Part-time Nurses Voluntary Participation in Group Health & Welfare Benefits Effective Effective Effective : The above adjustments resolvethe issue of Pay Equity maintenanceto date, and the parties further agree that future collective bargaining settlements or awards will be deemed to resolve any future issues related to Pay Equity maintenance without any specific reference to male comparators. It is understoodand agreed that the parties will take into consideration the issue of pay equity when tabling proposals through the normal course of collective bargaining. The parties recognize that no superior benefits, rights, privileges, practices, terms or conditions of employment flow from the Collective Agreement. APPENDIX APPENDIX OF LOCAL PROVISIONS The Hospital recognizes the Ontario Nurses'Association as the bargaining agent of all registered and graduate nurses employed in a nursing capacity by West Lincoln Memorial Hospital at Grimsby, save and except Head Nurse and Supervisors and persons above the rank of Head Nurse and Supervisor, Director, Infection Control Director Day Co-ordinator, Director of Discharge Planning Services, Employee Health nurse, and persons regularly employed for not more than four (24) hours per week. The Hospital recognizes the Ontario Nurses' Association as the bargaining agent of all registered and graduate nurses employed for not more than (24) hours per week in a nursing capacity by West Lincoln Memorial Hospitalat Grimsby, save and except Head Nurse and Supervisor, Director, Infection Control Director Day Co-ordinator, Director of Discharge Planning Services and Employee Health Nurse.

LETTER OF UNDERSTANDING. Re: Mentorship The central parties agree to meet to discuss and facilitate the resolution of outstanding implementation issues regarding the application of the mentorship language. The central parties agree that they shall develop and share regional listings of experts and resources to support their joint obligations in regard to the duty to accommodate. Within 30 days of ratification, the parties agree to meet to prepare a joint letter to the provincial Minister of Health requesting one-time special funding for Hospitals to Hospitalsto address the issue of access to supplies and minor equipment and ongoing funding for Quality of Worklife initiatives. Letter of Understanding: Re: Compendium of Standards of Practice Within 30 days of ratification, the Participating Hospitals’ Negotiating Team will recommend to the Hospitals that the Compendium of Standards of Practice for Nurses will be made available and readily accessible to all nurses. In addition, the central parties will make a joint request to the College of Nurses to make the Compendium available on the College’s web-site. The central parties will discuss the feasibility of a joint study of grievances that are settled within 1 month of an arbitration hearing, to determine barriers to settlement earlier in the process and to make recommendations to encourage earlier settlements. The local parties will determine the appropriate means of promoting and providing an effective and meaningful way of addressing discrimination and harassment issues; which may include, but is not limited to the following: • reviewing the hospital’s harassment policy and making joint recommendations to the Chief Nursing Officer; • promoting a harassment free workplace where there is ‘zero tolerance’; • ensuring that all employees are familiar with the employer’s harassment policy by identifying educational opportunities, including the orientation period for new employees; • identifying supports and solutions to assist employees to deal with harassment and discrimination issues (i.e. Employee Assistance Programs, staff supports); • development of processes to address the accommodations/modified work needs for nurses; • development of assertiveness training programs. The parties agree that the issue of “paid professional leave days” to which nurses may be entitled is a local issue in the current round of bargaining.

LETTER OF UNDERSTANDING. The central parties agree that they shall develop and share regional listings of experts and resources to support their joint obligations in regard to the duty to accommodate. Within 30 days of ratification, the parties agree to meet to prepare a joint letter to the provincial Minister of Health requesting one-time special funding for Hospitals to Hospitalsto address the issue of access to supplies and minor equipment and ongoing funding for Quality of Worklife initiatives. Letter of Understanding: Re: Compendium of Standards of Practice Within 30 days of ratification, the Participating Hospitals’ Negotiating Team will recommend to the Hospitals that the Compendium of Standards of Practice for Nurses will be made available and readily accessible to all nurses. In addition, the central parties will make a joint request to the College of Nurses to make the Compendium available on the College’s web-site. Letter of Understanding The central parties will discuss the feasibility of a joint study of grievances that are settled within 1 month of an arbitration hearing, to determine barriers to settlement earlier in the process and to make recommendations to encourage earlier settlements. Letter of Understanding The local parties will determine the appropriate means of promoting and providing an effective and meaningful way of addressing discrimination and harassment issues; which issues;which may include, but is not limited to the following: • reviewing the hospital’s harassment policy and making joint recommendations to the Chief Nursing Officer; • promoting a harassment free workplace where there is ‘zero tolerance’; • ensuring that all employees are familiar with the employer’s harassment policy by identifying educational opportunities, including the orientation period for new employees; • identifying supports and solutions to assist employees to deal with harassment and discrimination issues (i.e. Employee Assistance Programs, staff supports); • development of processes to address the accommodations/modified work needs for nurses; • development of assertiveness training programs. The parties agree that the issue of “paid professional leave days” to days”to which nurses may be entitled is a local issue in the current round of bargaining.