NOVA SCOTIA GOVERNMENT AND GENERAL EMPLOYEES UNION. The bargaining unit represented by the Nova Scotia Government and General Employees Union consists of all non-academic employees of Mount Saint Xxxxxxx University who are employees on a full-time, part-time or sessional basis and who perform secretarial, clerical, technical, non-professional library and other non-academic duties, and, effective June 19, 2009, full-time and regular part-time, Maintenance employees, but excludes:
NOVA SCOTIA GOVERNMENT AND GENERAL EMPLOYEES UNION. The parties agree that, as part of the transition of the Maintenance employees to the Nova Scotia Government and General Employees Union, the following will apply for the ten (10) Maintenance staff employed at the signing of the original version of the Letter of Understanding dated July 15, 2010: The following will apply in lieu of Article 24.8 An Employee who terminates employment with the University shall be entitled to remuneration of the unused portion of accumulated sick and personal leave balances up to the maximum of two-hundred (200) days as set out below:
NOVA SCOTIA GOVERNMENT AND GENERAL EMPLOYEES UNION. The Union agrees not to picket any of the resident’s homes during a strike. The current homes are at the following locations:
NOVA SCOTIA GOVERNMENT AND GENERAL EMPLOYEES UNION. If a client has special circumstances, and requires support from an existing caregiver to transition into his or her home at Gateway, it is agreed that the existing caregiver may be scheduled for regular shifts, provided that there is no reduction to the complement hours of regularly scheduled Bargaining Unit Employees. For the Employer
NOVA SCOTIA GOVERNMENT AND GENERAL EMPLOYEES UNION. The Employer And the Union are committed to promoting a workplace which is free of discrimination and harassment and the parties have agreed to this in Clause 4 of the Collective Agreement. The Employer also has a Code of Conduct which applies to management and staff as well as a Conflict Resolution protocol. The intention of these documents is to promote a healthy workplace and to encourage behaviour which is respectful and cooperative. The Conflict Resolution model is designed to assist staff in resolving issues with each other and with management in a manner which allows for a fast resolution and avoids escalation of workplace disharmony. The Employer and the Union will together review the Conflict Resolution and Code of Conduct and will make joint presentation to the bargaining unit about the application of same. New Employees will also be orientated to the Code of Conduct and Conflict Resolution model upon hire. In the event the Employer or Department of Community Services changes the C.O.R.E competencies, such that new training or certification is required, the Employer will make efforts to secure funding for this training from the Department of Community Services. DATED at Shelburne, Nova Scotia, this 29th day of October, 2010. Signed, Sealed and Delivered SHELBURNE ASSOCIATION in the presence of: SUPPORTING INCLUSION Signed, Sealed and Delivered NOVA SCOTIA GOVERNMENT & in the presence of: GENERAL EMPLOYEES UNION PER: MEMORANDUM OF AGREEMENT BETWEEN: Shelburne Association for Supporting Inclusion for Shelburne Group Home (the “Employer) -And- Nova Scotia Government And General Employees Union (the”Union”) The Parties hereby agree to amend the Collective Agreement dated April 1, 2012 to October 31, 2015 as follows:
