Local Union Office. At the request of the Union, the Executive Superintendent of Human Resource Services or designate shall grant full-time release to the President of CUPE 4222. At the request of the Union, the Executive Superintendent of Human Resource Services or designate shall grant full-time or half-time release to a maximum of three (3) full-time equivalency (FTE) for CUPE 4222 Employees as named by the Union. Leaves of absence shall not be unreasonably denied and shall be granted as per the following conditions:
Local Union Office. At the request of the Union, the Executive Superintendent of Human Resource Services or designate shall grant full-time release to the President of CUPE 4222. At the request of the Union, the Executive Superintendent of Human Resource Services or designate shall grant full-time or half-time release to a maximum of three (3) full-time equivalency (FTE) or CUPE 4222 Employees as named by the Union. Leave of absence shall not be unreasonably denied and shall be granted as per the following conditions:
i) In the event an Employee requires half-time leave, the Union and the Employer shall meet to establish a mutually agreeable staffing arrangement that ensures operational efficiency and continuity. The staffing arrangement shall be consistent with the Employee’s current classification, where possible. In the event that maintaining the Employee in their current classification is not possible, the Employee shall continue to receive their current rate of compensation.
ii) The Union will reimburse the Board on a monthly basis the salary and the full benefit costs. Any sick leave or vacation leave taken shall be deducted from the Employee’s sick leave or vacation bank, therefore the Union shall not be responsible for reimbursement or payment of sick leave or vacation time.
iii) The Employee shall be treated for all purposes, including but not limited to the payment of salary and benefits and the accumulation of seniority, sick leave and vacation as if working at his/her normal assignment.
iv) Notwithstanding Article 15.01 (a), vacancy created due to a leave of absence for the Local President under this Article will not be posted unless the leave of absence exceeds twenty-four (24) months.
Local Union Office. At the request of the Union, the Board shall grant full-time release to a maximum of four (4) CUPE 4222 executive members as per the following conditions:
i) The Union will reimburse the Board on a monthly basis the salary and the full benefit costs.
ii) The Employee shall be treated for all purposes, including but not limited to the payment of salary and benefits and the accumulation of seniority, sick leave and vacation as if working at his/her normal assignment.
iii) Notwithstanding Article 15.01 (a), a vacancy created due to a leave of absence for the Local President under this Article will not be posted unless the leave of absence exceeds twenty-four (24) months.
Local Union Office. An employee who is a member of the and who permanently transfers into a position in the Hospital that is not covered by the terms of this
Local Union Office. At the request of the Union, the Board shall grant full-time release to a maximum of four (4) CUPE 4222 executive members as per the following conditions:
Local Union Office. Bargaining unit nurse representatives, as designated by
Local Union Office. At the request of the Union, the Board shall grant full-time release to an employee who is elected/selected as President of CUPE 4222 as per the following conditions:
Local Union Office. At the request of the Union, the Executive Superintendent of Human ResourceServices or designate shall grant full-time release to the President of At the request of the Union, the Executive Superintendent of Human Resource Services or designate shall grant full-time or half-time release to a maximum of three (3) full-time equivalency for Employees as named by the Union. Leave of absence shall not be unreasonably denied and shall be granted as per the following conditions: In the event an Employee requires half-time leave, the Union and the Employer shall meet to establish a mutually agreeable staffing arrangement that ensures operational efficiency and continuity. The staffing arrangement shall be consistent with the Employee’scurrent classification, where possible. In the event that maintaining the Employeein their current classification is not possible, the Employee shall continue to receive their current rate of compensation. The Union will reimburse the Board on a monthly basis the salary and the full benefit costs. Any sick leave or vacation leave taken shall be deducted from the Employee’s sick leave or vacation bank, therefore, the Union shall not be responsible for reimbursement or payment of sick leave or vacation time. The Employee shall be treated for all purposes, including but not limited to the payment of salary and benefits and the accumulation of seniority, sick leave and vacation as if working at normal assignment.
Local Union Office. Leave of absence without loss of seniority or occupational classification will be granted to a Union member employee to attend business meetings, seminars, and conventions of the Union provided that the leave of absence shall be limited to one person at any one time and providing that the Corporation is notified in writing a minimum of three (3) weeks in advance. Employees on leave of absence while attending business meetings, seminars, conventions, will receive their regular pay and benefits for such period of absence and the Corporation shall xxxx the Treasurer of the Local for all wages and benefits received during such absence. The Union agrees to reimburse the Corporation within seven (7) calendar days of receipt of the billing invoice.
Local Union Office. At the request of the Union, the Manager, Human Resources or designate shall grant full-time release to the President of CUPE 4222. At the request of the Union, the Manager, Human Resources or designate shall grant full-time release to a maximum of three (3) full-time equivalency (FTE) for CUPE 4222 Employees as named by the Union. Leave of absence shall not be unreasonably denied and shall be granted as per the following conditions:
(i) The Union will reimburse the Board on a monthly basis the salary and the full benefit costs. Any sick leave taken shall be deducted from the Employee’s sick leave; therefore, the Union shall not be responsible for reimbursement or payment of sick leave.
(ii) The Employee shall be treated for all purposes, including but not limited to the payment of salary, benefits, seniority, and sick leave as if working as a twelve-month employee.
(iii) Notwithstanding Article L15.01 (a), a vacancy created due to a leave of absence for the local full time release positions under this Article will not be posted unless the leave of absence exceeds twenty-four (24) months. (See also Local Article L6.06 for Union Release)
