Pauses. In a good working environment, in addition to breaks, it must also be possible to take pauses during the working day. Pause means a short interruption in work during working time. Pauses count as working time.

Pauses. The employer shall arrange the work in a manner enabling an employee to take necessary pauses in addition to breaks. If the working conditions so require, special pauses may instead be scheduled. The pauses are included in working hours. All employees shall have time off for night rest. The time between 12 midnight and 5 am shall be included in the time off. Deviations from the first paragraph may be made, if the work, in view of its nature, the needs of the general public or other special circumstances, must be performed between 12 midnight and 5 am. Deviations may be made on the basis of an agreement with the administratively responsible local union. Ordinary working hours for night-workers may not exceed eight hours on average per 24-hour period during each period of 12 months. 1. If the weekly rest is scheduled within the calculation period, the weekly rest shall not be included when calculating the average. Periods of annual paid vacation and sick leave shall be neutral when calculating the average working time. 2. It is the intention of the parties that the length of the calculation period shall not be applied in such a manner that it leads to an extension of the working hours, where extremely long work periods without sufficient intervening rest periods are scheduled during a long time.

Pauses. The employer shall organise the work so that employees can take the pauses that are necessary in addition to the breaks. The employees are not allowed to leave the work place during a pause. Pauses are included in the normal working hours. If the working conditions are such that pauses cannot be taken in a natural way, particular work pauses may be scheduled. In such cases, the employer must specify the length and time of work pauses in advance, in such detail as the circumstances require.

Pauses. The employer shall arrange the work in a manner enabling an employee to take necessary pauses in addition to breaks. If the working conditions so require, special pauses may instead be scheduled. The pauses are included in working hours. Item 6 Night rest All employees shall have time off for night rest. The time between 12 midnight and 5 am shall be included in the time off. Deviations from the first paragraph may be made, if the work, in view of its nature, the needs of the general public or other special circumstances, must be performed between 12 midnight and 5 am. Deviations may be made on the basis of an agreement with the administratively responsible local union. Item 7 Ordinary working hours for night workers Ordinary working hours for night-workers may not exceed eight hours on average per 24-hour period during each period of 12 months. Item 8 Night work that involves special risks Night-workers whose work involves special risks or great mental effort may not work for more than eight hours within a 24-hour period, when working at night. Item 9 Overtime By overtime is meant working hours in excess of ordinary daily working hours and on-call time. If different ordinary daily working hours or on-call time apply because of a collective agreement, the term overtime instead means such working time as exceeds ordinary working hours and on-call time in accordance with the agreement or subject to consent. In the calculation of overtime, leave in lieu and other leave scheduled during the employee’s ordinary working hours or on-call time shall be equated with worked ordinary working hours and on-call time, respectively.

Pauses. Le Syndicat et l'Employeur s'entendent sur le mémoire d'entente suivant: Pour tous les quarts de travail, à l'exception du quart qui commence à 07h00 et qui finit à 15h30, les employés auront leur dernière pause de la journée quinze (15) minutes avant la fin de leur quart de travail et passeront leur carte dans le système ¨Winstar¨ à quinze (15)minutes avant la fin de leur quart de travail et seront xxxxx pour la pause de quinze (15) minutes jusqu'à la fin de leur quart de travail. Les employés ne doivent pas laisser leur poste de travail avant le son de la cloche. Les employés des départements de réception et tri auront droit à une période de cinq (5) minutes pour le rangement. Si aucune pause est prise lors de travail à temps supplémentaire, l'employé prendra sa pause à la fin de son quart de travail. Si une pause est prise lors de travail à temps supplémentaire, l'employé doit travailler jusqu'à la fin de son quart de travail. Signé à Ottawa ce 17e jour de mai , 2006 . POUR L’EMPLOYEUR POUR LE SYNDICAT

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Communicable Diseases 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.
Progressive Discipline Both parties endorse the principle of progressive discipline as applied to professionals.
WORKPLACE BEHAVIOR ‌ 3.1 The Employer and the Union agree that all employees should work in an environment that fosters mutual respect and professionalism. The parties agree that inappropriate behavior in the workplace does not promote a college’s/district’s business, employee well-being, or productivity. All employees are responsible for contributing to such an environment and are expected to treat others with courtesy and respect. 3.2 Inappropriate workplace behavior by employees, supervisors and/or managers will not be tolerated. If an employee and/or the employee’s union representative believes the employee has been subjected to inappropriate workplace behavior, the employee and/or the employee’s representative is encouraged to report this behavior to the employee’s supervisor, a manager in the employee’s chain of command and/or the Human Resources Office. An employee or the employee’s representative should identify complaints as inappropriate workplace behavior. The Employer will investigate the reported behavior and take appropriate action as necessary. The employee and/or union representative will be notified upon conclusion of the investigation. Upon request, the Employer will provide the employee and the union representative with a copy of the investigation report. 3.3 Retaliation against employees who make a workplace behavior complaint will not be tolerated. 3.4 Supervisors, managers and Human Resource Office staff will be trained on Article 3, Workplace Behavior. The Employer and the Union agree to prepare and make available online a 15-minute joint training online presentation on workplace behavior for all employees covered by this CBA and their supervisors, managers and Human Resources staff. 3.5 Grievances related to this Article may be processed through Step 3 of the Grievance Procedure.
Alcohol on the day of testing all workers onsite shall be required to submit a breath sample i.e. blanket testing.
Communicable Disease Bodily injury" or "property damage" which arises out of the transmission of a communi- cable disease by an "insured";
Workplace Violence (a) It is recognized that at certain worksites or in certain work situations employees may be at risk of physical violence or verbal abuse from clients, persons in care or custody, or the public. (b) Where such potential exists: (1) employees at those worksites or in those work situations shall receive training in the recognition and management of such incidents; (2) physical and procedural measures for the protection of employees, applicable to those worksites or work situations, shall be implemented. (c) The Permanent Occupational Health and Safety Committee shall be consulted regarding the curriculum of training and the applicable physical and procedural measures referred to in (b) above. (d) The Permanent Joint Occupational Health and Safety Committee shall jointly develop a new or approve an existing training package on risk assessment. (e) Employees shall be informed concerning the potential for physical violence or verbal abuse from clients, a student, instructors or other members of the public, subject to statutory limitation. (f) Immediate critical incident stress debriefing and post traumatic counselling shall be made available for employees who have suffered as a result of violence. Leave required to attend such debriefing or counselling sessions will be without loss of pay.
Virus Management DST shall maintain a malware protection program designed to deter malware infections, detect the presence of malware within DST environment.
Vlastnictví Zdravotnické zařízení si ponechá a bude uchovávat Zdravotní záznamy. Zdravotnické zařízení a Zkoušející převedou na Zadavatele veškerá svá práva, nároky a tituly, včetně práv duševního vlastnictví k Důvěrným informacím (ve smyslu níže uvedeném) a k jakýmkoli jiným Studijním datům a údajům.
MANAGEMENT GRIEVANCES 14.01 It is understood that the Management may bring forward at any meeting held with the Union Representative any complaint with respect to the conduct of the Union, or Stewards, and that if such complaint by Management is not settled to the mutual satisfaction of the conferring Parties, it may be treated as a grievance and referred to arbitration in the same way as the grievance of any employee.
Nepotism No employee shall be directly supervised by a member of his/her immediate family. “

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