Strengths Dundee has achieved growth in the knowledge economy sectors in education, science and creative digital medial industries. Overall the number of jobs in the city rose by 3,000 between 2005 and 2008. Dundee is the regional employment, education and retail hub and 300,592 people live within a 30 minute drive time. The city has benefited from expanded Higher and Further Education institutions and a new award-winning retail centre. The public sector provides skilled employment for the city and is performing comparatively well based on positive service user satisfaction results and other comparable performance indicators. Dundee has a strong track record on environmental issues in relation to recycling and reducing the amount of waste going to landfill.
Major Medical Program provides benefits after basic coverage is exhausted, and for medical office visits, ambulance care and durable equipment. Notes: Deductible $100 per individual, $300/family Coinsurance 80/20 Stop Loss $2,000 per individual Outpatient Psychiatric Per State Mandate
Prosthetics Crowns and Bridges (Plan B) paying for 60% of the approved Schedule of Fees.
Generic Generic drugs must be substituted where applicable in order for the insurance provisions to apply.
Rhytidectomy Scar revision, regardless of symptoms. • Sclerotherapy for spider veins. • Skin tag removal. • Subcutaneous injection of filling material. • Suction assisted Lipectomy. • Tattooing or tattoo removal except tattooing of the nipple/areola related to a mastectomy. • Treatment of vitiligo. • Standby services of an assistant surgeon or anesthesiologist. • Orthodontic services related to orthognathic surgery. • Cosmetic procedures when performed primarily: o to refine or reshape body structures or dental structures that are not functionally impaired; o to improve appearance or self-esteem; or o for other psychological, psychiatric or emotional reasons. • Drugs, biological products, hospital charges, pathology, radiology fees and charges for surgeons, assistant surgeons, attending physicians and any other incidental services, which are related to cosmetic surgery.
Influenza Vaccination The parties agree that influenza vaccinations may be beneficial for patients and employees. Upon a recommendation pertaining to a facility or a specifically designated area(s) thereof from the Medical Officer of Health or in compliance with applicable provincial legislation, the following rules will apply:
STAGE If the is not satisfied with the decision of the Chair or designee or if a decision is not received within the specified time limits, the may apply to the Crown Employees Grievance Settlement Board for a hearing of the grievance within five (5) days of the date received the decision or within five (5) days of the expiration of the specified time limit for receiving a decision. An employee claiming has been dismissed without just cause shall be entitled to file a grievance commencing at STAGE provided does so within ten (10) days of the date of the dismissal. The Union shall have the right to lodge a grievance based on a difference arising directly with the Employer. However, such a grievance shall not include any matter upon which an employee is personally entitled to grieve. Such grievance shall first be presented, in writing, to the Employer within twenty (20) days of the circumstances giving rise to the grievance. A meeting between representatives of the Union and the Employer will be held within ten days of receipt of the grievance. The grievance shall be answered in writing by the Employer within ten days of such meeting, following which or failing settlement of the grievance, the Union may submit the grievance to the Crown Employees Grievance Settlement Board within a further period of ten days. The Employer shall have the right to lodge a grievance as defined above or relating to the conduct of the Union or any officer or representative of the Union or the conduct of the employee. Such grievance shall first be presented, in writing, to the Union within twenty (20) days of the circumstances giving rise to the grievance. A meeting between representatives of the Union and the Employer will be held within ten days of receipt of the grievance. The grievance shall be answered in writing by the Union within ten days of such meeting, following which or failing settlement of the grievance, the Employer may submit the grievance to the Crown Employees Grievance Settlement Board within a further period of ten days. The Crown Employees Grievance Settlement Board shall not be authorized to alter, modify or amend any part of this Agreement nor shall the Crown Employees Grievance Settlement Board give any decision inconsistent with the provisions of this Agreement. The determination of a grievance by the Crown Employees Grievance Settlement Board pursuant to the terms of this Agreement is final and binding upon the parties and the employees covered by this Agreement. At any STAGE of the Grievance Procedure, the time limits imposed upon either party may be extended, in writing, by mutual agreement. As an alternative to the procedures described at STAGE in Article the parties may choose to proceed with final disposition of a grievance by the use of Mediation/ Arbitration. This alternative shall be implemented within the provisions of Appendix of this Agreement and agreed as being in conformity with the provisions of Article of this Agreement. Where a grievance is not processed within the time allowed or has not been processed by the employee or the Union within the time prescribed it shall be deemed to have been withdrawn.
Curriculum Development This includes the analysis and coordination of textual materials; constant review of current literature in the field, some of which are selected for the college library collection, the preparation of selective, descriptive materials such as outlines and syllabi; conferring with other faculty and administration on curricular problems; and, the attendance and participation in inter and intra-college conferences and advisory committees.
Volunteers The use of volunteers to perform bargaining unit work, as covered by this agreement, shall not be expanded beyond the extent of existing practice as of June 1, 1986. The Hospital shall submit to the Union, at three (3) month intervals, the number of volunteers for the current month and the number of hours worked and the duties performed.
Influenza Vaccine Upon recommendation of the Medical Officer of Health, all employees shall be required, on an annual basis to be vaccinated and or to take antiviral medication for influenza. If the costs of such medication are not covered by some other sources, the Employer will pay the cost for such medication. If the employee fails to take the required medication, she may be placed on an unpaid leave of absence during any influenza outbreak in the home until such time as the employee has been cleared by the public health or the Employer to return to the work environment. The only exception to this would be employees for whom taking the medication will result in the employee being physically ill to the extent that she cannot attend work. Upon written direction from the employee’s physician of such medical condition in consultation with the Employer’s physician, (if requested), the employee will be permitted to access their sick bank, if any, during any outbreak period. If there is a dispute between the physicians, the employee will be placed on unpaid leave. If the employee gets sick as a reaction to the drug and applies for WSIB the Employer will not oppose the application. If an employee is pregnant and her physician believes the pregnancy could be in jeopardy as a result of the influenza inoculation and/or the antiviral medication she shall be eligible for sick leave in circumstances where she is not allowed to attend at work as a result of an outbreak. This clause shall be interpreted in a manner consistent with the Ontario Human Rights Code.
