Per Diem Living Allowance. The per diem living allowance is intended to cover only those living costs which are considered over and above normal for those employees whose positions require mobility or require that the employee live in the field thereby making it impractical to establish a relatively permanent residence or reside at their permanent residence. (1) Where employees would otherwise be entitled to travel status under Section 1.1(c) or board and lodging supplied under Section 1.1(d), employees may elect a per diem living allowance in lieu of travel status or board and lodging supplied, in which case employees shall be responsible to find and pay for their own accommodation and make an pay for their own board arrangements; however where the Employer establishes a camp, employees will be obligated to receive board and lodging using camp facilities at the Employer's option. (2) The election of the per diem allowance by employees shall not result in greater transportation costs to the Employer than would have resulted if board and lodging was supplied by the Employer. (3) Where employees are entitled, the per diem living allowance will be $28.50 per day for each calendar day in the month. This will be paid via the payroll (subject to income tax) one month in arrears to enable the pay offices to calculate the correct entitlement. This allowance will be paid for the periods employed on the job and will include days of rest, statutory and declared holidays, short-term illness and injury absence, approved WorkSafeBC leave with pay, other approved leave of absence with or without pay for periods up to five days. Without limiting or extending the provisions of this section, the per diem allowances will not be payable during the following periods: (i) non-approved absences from the job including abutting weekends; (ii) unpaid WorkSafeBC leave and unpaid absence due to illness or injury in excess of five days, except where such conditions occur and the employee remains at the job area, then board and lodgings will be supplied by the Employer, but not beyond the period of hire or 20 days, whichever is the lesser; (iii) while on educational leave with or without pay; (iv) termination pay for vacation and pre-retirement leave upon retirement; (v) while employees are away from the job under Clause 31.6; (vi) while employees are moving from one job site to another or from one headquarters to another and on travel status. (4) Where employees have elected free board and lodging it is understood and agreed that 50% of the per diem living allowance will be payable where the Employer is unable to supply board but lodging is supplied. (5) Where employees have elected the per diem allowance, it is understood and agreed that, in the following situations, 50% of the per diem allowance will be payable where the employee and the Employer mutually agree that it is necessary to retain employees' accommodation at designated headquarters, and in such cases the Employer's agreement shall not be unreasonably withheld: (i) where employees are temporarily assigned away from designated headquarters and are on travel status or supplied with free board and lodging; (ii) where employees are on annual holiday, banked holidays, or compensatory time off with pay; for the purposes of calculating the allowance, holiday, or compensatory time off will be considered to commence on the first workdays off the job, and will end the day before the employee's return to work; (iii) where employees are on leave with for union business. (iv) Where the employee and Employer do not find it necessary to retain accommodation at the employee's headquarters under the circumstances outlined in this section, then no per diem allowance is payable. (6) It is understood that the Employer will advise employees in advance as to what type of board and lodging facilities are or will be made available and employees will advise in writing if requested, prior to final arrangements being made, whether or not they wish to accept board and lodging supplied or elect the per diem living allowance. The decision reached will remain in effect for the duration of the project, except that changes may be made by mutual agreement. (7) Where employees have elected the per diem living allowance, it is understood and agreed that the Employer will be required to provide sufficient notice in writing of the termination date of the project to enable employees to avoid possible duplication of accommodation payments. In the event the project terminates earlier than the notice date given, employees shall be entitled, upon production of receipts, to any duplication accommodation costs incurred directly resulting from the insufficient notice. Where the project terminates later than the notice date given, employees shall be entitled, upon production of receipt, to any abnormal increase of costs in accommodation, or any duplication of accommodation costs, directly resulting from extending the termination date of the project. This would not include normal increases in the rent that may be experienced during the extended period.
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
Per Diem Living Allowance. The per diem living allowance is intended to cover only those living costs which are considered over and above normal for those employees whose positions require mobility or require that the employee live in the field thereby making it impractical to establish a relatively permanent residence or reside at their permanent residence.
(1) Where employees would otherwise be entitled to travel status under Section 1.1(c(c) or board and lodging supplied under Section 1.1(d(d), employees may elect a per diem living allowance in lieu of travel status or board and lodging supplied, in which case employees shall be responsible to find and pay for their own accommodation and make an and pay for their own board arrangements; however however, where the Employer establishes a camp, employees will be obligated to receive board and lodging using camp facilities at the Employer's option.
(2) The election of the per diem allowance by employees shall not result in greater transportation costs to the Employer than would have resulted if board and lodging was supplied by the Employer.
(3) Where employees are entitled, the per diem living allowance will be forty-five dollars ($28.50 45) per day for each calendar day in the month. This will be paid via the payroll (subject to income tax) one (1) month in arrears to enable the pay offices to calculate the correct entitlement. This allowance will be paid for the periods employed on the job and will include days of rest, statutory and declared holidays, short-short term illness and injury absence, approved WorkSafeBC WCB leave with pay, other approved leave of absence with or without pay for periods up to five (5) days. Without limiting or extending the provisions of this sectionSection, the per diem allowances will not be payable during the following periods:
(i) non-approved unpaid absences from the job including abutting weekends;
(ii) unpaid WorkSafeBC WCB leave and unpaid absence due to illness or injury in excess of five (5) days, except that where such conditions occur and the employee remains at the job area, then board and lodgings will be supplied by the Employer, but not beyond the period of hire or 20 twenty (20) days, whichever is the lesser;
(iii) while on educational leave with or without pay;
(iv) termination pay for vacation and pre-retirement leave upon retirement;
(v) while employees are away from the job under Clause 31.6;
(vi) while employees are moving from one job site to another or from one headquarters to another and on travel status.
(4) Where employees have elected free board and lodging it is understood and agreed that fifty percent (50% %) of the per diem living allowance will be payable where the Employer is unable to supply board but lodging is supplied.
(5) Where employees have elected the per diem allowance, it is understood and agreed that, in the following situations, fifty percent (50% %) of the per diem allowance will be payable where the employee and the Employer mutually agree that it is necessary to retain employees' accommodation at designated headquarters, and in such cases the Employer's agreement shall not be unreasonably withheld:;
(i) where employees are temporarily assigned away from designated headquarters and are on travel status or supplied with free board and lodging;
(ii) where employees are on annual holidayholidays, banked holidays, or compensatory time off with pay; for the purposes of calculating the allowance, holiday, or compensatory time off will be considered to commence on the first workdays working day off the job, and will end the day before the employee's return to work;
(iii) where employees are on leave with pay for union Union business.
(iv) . Where the employee and Employer do not find it necessary to retain accommodation at the employee's headquarters under the circumstances outlined in this sectionSection, then no per diem allowance is payable.
(6) It is understood that the Employer will advise employees in advance as to what type of board and lodging facilities are or will be made available available, and employees will advise in writing if requested, prior to final arrangements being made, whether or not they wish to accept board and lodging supplied or elect the per diem living allowance. The decision reached will remain in effect for the duration of the project, except that changes may be made by mutual agreement.
(7) Where employees have elected the per diem living allowance, it is understood and agreed that the Employer will be required to provide sufficient notice in writing of the termination date of the project to enable employees to avoid possible duplication of accommodation payments. In the event the project terminates earlier than the notice date given, employees shall be entitled, upon production of receipts, to any duplication accommodation costs incurred directly resulting from the insufficient notice. Where the project terminates later than the notice date given, employees shall be entitled, upon production of receipt, to any abnormal increase of costs in accommodation, or any duplication of accommodation costs, directly resulting from extending the termination date of the project. This would not include normal increases in the rent that may be experienced during the extended period.
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
Per Diem Living Allowance. The per diem living allowance is intended to cover only those living costs which are considered over and above normal for those employees whose positions require mobility or require that the employee live in the field thereby making it impractical to establish a relatively permanent residence or reside at their permanent residence.
(1) Where employees would otherwise be entitled to travel status under Section 1.1(cSubsection (c) or board and lodging supplied under Section 1.1(dSubsection (d), employees may elect a per diem living allowance in lieu of travel status or board and lodging supplied, in which case employees shall be responsible to find and pay for their own accommodation and make an pay for their own board arrangements; however where the Employer establishes a camp, employees will be obligated to receive board and lodging using camp facilities at the Employer's option.
(2) The election of the per diem allowance by employees shall not result in greater transportation transpiration costs to the Employer than would have resulted if board and lodging was supplied by the Employer.
(3) Where employees are entitled, the per diem living allowance will be $28.50 twenty- eight (28) dollars and fifty (50) cents per day for each calendar day in the month. This will be paid via the payroll (subject to income tax) one month in arrears to enable the pay offices to calculate the correct entitlement. This allowance will be paid for the periods employed on the job and will include days of rest, statutory and declared holidays, short-short term illness and injury absence, approved WorkSafeBC WCB leave with pay, other approved leave of absence with or without pay for periods up to five (5) days. Without limiting or extending the provisions of this sectionSection, the per diem allowances will not be payable during the following periods:
(i) non-approved absences from the job including abutting weekends;
(ii) unpaid WorkSafeBC WCB leave and unpaid absence due to illness or injury in excess of five (5) days, except where such conditions occur and the employee remains at the job area, then board and lodgings will be supplied by the Employer, but not beyond the period of hire or 20 twenty (20) days, whichever is the lesser;
(iii) while on educational leave with or without pay;
(iv) termination pay for vacation and pre-retirement leave upon retirement;
(v) while employees are away from the job under Clause 31.631.10;
(vi) while employees are moving from one job site to another or from one headquarters to another and on travel status.
(4) Where employees have elected free board and lodging it is understood and agreed that fifty (50% ) percent of the per diem living allowance will be payable where the Employer is unable to supply board but lodging is supplied.
(5) Where employees have elected the per diem allowance, it is understood and agreed that, in the following situations, fifty (50% ) percent of the per diem allowance will be payable where the employee and the Employer mutually agree that it is necessary to retain employees' accommodation at designated headquarters, and in such cases the Employer's agreement shall not be unreasonably withheld:;
(i) where employees are temporarily assigned away from form designated headquarters and are on travel status or supplied with free board and lodging;
(ii) where employees are on annual holiday, banked holidays, or compensatory time off with pay; for the purposes of calculating the allowance, holiday, or compensatory time off will be considered to commence on the first workdays working day off the job, and will end the day before the employee's return to work;
(iii) where employees are on leave with for union Union business.
(iv) . Where the employee and Employer do not find it necessary to retain accommodation at the employee's headquarters under the circumstances outlined in this sectionSection, then no per diem allowance is payable.
(6) It is understood that the Employer will advise employees in advance as to what type of board and lodging facilities are or will be made available and employees will advise in writing if requested, prior to final arrangements being made, whether or not they wish to accept board and lodging supplied or elect the per diem living allowance. The decision reached will remain in effect for the duration of the project, except that changes may be made by mutual agreement.
(7) Where employees have elected the per diem living allowance, it is understood and agreed that the Employer will be required to o provide sufficient notice in writing of the termination date of the project to enable employees to avoid possible duplication of accommodation payments. In the event the project terminates earlier than the notice date given, employees shall be entitled, upon production of receipts, to any duplication accommodation costs incurred directly resulting from the insufficient notice. Where the project terminates later than the notice date given, employees shall be entitled, upon production of receipt, to any abnormal increase of costs in accommodation, or o any duplication of accommodation costs, directly resulting from extending the termination date of the project. This would not include normal increases in the rent that may be experienced during the extended period.
Appears in 1 contract
Samples: Collective Agreement
Per Diem Living Allowance. The per diem living allowance is intended to cover only those living costs which are considered over and above normal for those employees whose positions require mobility or require that the employee live in the field thereby making it impractical to establish a relatively permanent residence or reside at their permanent residence.
(1) Where employees would otherwise be entitled to travel status under Section 1.1(c) or board and lodging supplied under Section 1.1(d), employees may elect a per diem living allowance in lieu of travel status or board and lodging supplied, in which case employees shall be responsible to find and pay for their own accommodation and make an and pay for their own board arrangements; however where the Employer establishes a camp, employees will be obligated to receive board and lodging using camp facilities at the Employer's option.
(2) The election of the per diem allowance by employees shall not result in greater transportation costs to the Employer than would have resulted if board and lodging was supplied by the Employer.
(3) Where employees are entitled, the per diem living allowance will be twenty-eight dollars and fifty cents ($28.50 28.50) per day for each calendar day in the month. This will be paid via the payroll (subject to income tax) one (1) month in arrears to enable the pay offices to calculate the correct entitlement. This allowance will be paid for the periods employed on the job and will include days of rest, statutory and declared holidays, short-term illness and injury absence, approved WorkSafeBC leave with pay, other approved leave of absence with or without pay for periods up to five (5) days. Without limiting or extending the provisions of this section, the per diem allowances will not be payable during the following periods:
(i) non-approved absences from the job including abutting weekends;
(ii) unpaid WorkSafeBC leave and unpaid absence due to illness or injury in excess of five (5) days, except where such conditions occur and the employee remains at the job area, then board and lodgings will be supplied by the Employer, but not beyond the period of hire or 20 twenty (20) days, whichever is the lesser;
(iii) while on educational leave with or without pay;
(iv) termination pay for vacation and pre-retirement leave upon retirement;
(v) while employees are away from the job under Clause 31.6;
(vi) while employees are moving from one (1) job site to another or from one (1) headquarters to another and on travel status.
(4) Where employees have elected free board and lodging it is understood and agreed that fifty percent (50% %) of the per diem living allowance will be payable where the Employer is unable to supply board but lodging is supplied.
(5) Where employees have elected the per diem allowance, it is understood and agreed that, in the following situations, fifty percent (50% %) of the per diem allowance will be payable where the employee and the Employer mutually agree that it is necessary to retain employees' accommodation at designated headquarters, and in such cases the Employer's agreement shall not be unreasonably withheld:
(i) where employees are temporarily assigned away from designated headquarters and are on travel status or supplied with free board and lodging;
(ii) where employees are on annual holiday, banked holidays, or compensatory time off with pay; for the purposes of calculating the allowance, holiday, or compensatory time off will be considered to commence on the first workdays off the job, and will end the day before the employee's return to work;
(iii) where employees are on leave with for union business.
(iv) Where the employee and Employer do not find it necessary to retain accommodation at the employee's headquarters under the circumstances outlined in this section, then no per diem allowance is payable.
(6) It is understood that the Employer will advise employees in advance as to what type of board and lodging facilities are or will be made available and employees will advise in writing if requested, prior to final arrangements being made, whether or not they wish to accept board and lodging supplied or elect the per diem living allowance. The decision reached will remain in effect for the duration of the project, except that changes may be made by mutual agreement.
(7) Where employees have elected the per diem living allowance, it is understood and agreed that the Employer will be required to provide sufficient notice in writing of the termination date of the project to enable employees to avoid possible duplication of accommodation payments. In the event the project terminates earlier than the notice date given, employees shall be entitled, upon production of receipts, to any duplication accommodation costs incurred directly resulting from the insufficient notice. Where the project terminates later than the notice date given, employees shall be entitled, upon production of receipt, to any abnormal increase of costs in accommodation, or any duplication of accommodation costs, directly resulting from extending the termination date of the project. This would not include normal increases in the rent that may be experienced during the extended period.
Appears in 1 contract
Samples: Collective Agreement
Per Diem Living Allowance. The per diem living allowance is intended to cover only those living costs which are considered over and above normal for those employees whose positions require mobility or require that the employee live in the field thereby making it impractical to establish a relatively permanent residence or reside at their permanent residence.
(1) Where employees would otherwise be entitled to travel status under Section 1.1(cSubsection (c) or board and lodging supplied under Section 1.1(dSubsection (d), employees may elect a per diem living allowance in lieu of travel status or board and lodging supplied, in which case employees shall be responsible to find and pay for their own accommodation and make an and pay for their own board arrangements; however where the Employer establishes a camp, employees will be obligated to receive board and lodging using camp facilities at the Employer's option.
(2) The election of the per diem allowance by employees shall not result in greater transportation costs to the Employer than would have resulted if board and lodging was supplied by the Employer.
(3) Where employees are entitled, the per diem living allowance will be fifty-six dollars ($28.50 56) per day for each calendar day in the month. This will be paid via the payroll (subject to income tax) one month in arrears to enable the pay offices to calculate the correct entitlement. This allowance will be paid for the periods employed on the job and will include days of rest, statutory and declared holidays, short-short term illness and injury absence, approved WorkSafeBC WCB leave with pay, other approved leave of absence with or without pay for periods up to five (5) days. Without limiting or extending the provisions of this sectionSection, the per diem allowances will not be payable during the following periods:
(i) non-approved absences from the job including abutting weekends;
(ii) unpaid WorkSafeBC WCB leave and unpaid absence due to illness or injury in excess of five days, except where such conditions occur and the employee remains at the job area, then board and lodgings will be supplied by the Employer, but not beyond the period of hire or 20 days, whichever is the lesser;
(iii) while on educational leave with or without pay;
(iv) termination pay for vacation and pre-retirement leave upon retirement;
(v) while employees are away from the job under Clause 31.6;
(vi) while employees are moving from one job site to another or from one headquarters to another and on travel status.
(4) Where employees have elected free board and lodging it is understood and agreed that 50% of the per diem living allowance will be payable where the Employer is unable to supply board but lodging is supplied.
(5) Where employees have elected the per diem allowance, it is understood and agreed that, in the following situations, 50% of the per diem allowance will be payable where the employee and the Employer mutually agree that it is necessary to retain employees' accommodation at designated headquarters, and in such cases the Employer's agreement shall not be unreasonably withheld:
(i) where employees are temporarily assigned away from designated headquarters and are on travel status or supplied with free board and lodging;
(ii) where employees are on annual holiday, banked holidays, or compensatory time off with pay; for the purposes of calculating the allowance, holiday, or compensatory time off will be considered to commence on the first workdays off the job, and will end the day before the employee's return to work;
(iii) where employees are on leave with for union business.
(iv) Where the employee and Employer do not find it necessary to retain accommodation at the employee's headquarters under the circumstances outlined in this section, then no per diem allowance is payable.
(6) It is understood that the Employer will advise employees in advance as to what type of board and lodging facilities are or will be made available and employees will advise in writing if requested, prior to final arrangements being made, whether or not they wish to accept board and lodging supplied or elect the per diem living allowance. The decision reached will remain in effect for the duration of the project, except that changes may be made by mutual agreement.
(7) Where employees have elected the per diem living allowance, it is understood and agreed that the Employer will be required to provide sufficient notice in writing of the termination date of the project to enable employees to avoid possible duplication of accommodation payments. In the event the project terminates earlier than the notice date given, employees shall be entitled, upon production of receipts, to any duplication accommodation costs incurred directly resulting from the insufficient notice. Where the project terminates later than the notice date given, employees shall be entitled, upon production of receipt, to any abnormal increase of costs in accommodation, or any duplication of accommodation costs, directly resulting from extending the termination date of the project. This would not include normal increases in the rent that may be experienced during the extended period.five
Appears in 1 contract
Samples: Collective Agreement
Per Diem Living Allowance. The per diem living allowance is intended to cover only those living costs which are considered over and above normal for those employees whose positions require mobility or require that the employee live in the field thereby making it impractical to establish a relatively permanent residence or reside at their permanent residence.
(1) Where employees would otherwise be entitled to travel status under Section 1.1(cSubsection (c) or board and lodging supplied under Section 1.1(dSubsection (d), employees may elect a per diem living allowance in lieu of travel status or board and lodging supplied, in which case employees shall be responsible to find and pay for their own accommodation and make an and pay for their own board arrangements; however however, where the Employer establishes a camp, employees will be obligated to receive board and lodging using camp facilities at the Employer's option.
(2) The election of the per diem allowance by employees shall not result in greater transportation costs to the Employer than would have resulted if board and lodging was supplied by the Employer.
(3) Where employees are entitled, the per diem living allowance will be effective April 1, 1997: $28.50 30.50; effective April 1, 1998: $31.50 per day for each calendar day in the month. This will be paid via the payroll (subject to income tax) one month in arrears to enable the pay offices to calculate the correct entitlement. This allowance will be paid for the periods employed on the job and will include days of rest, statutory and declared holidays, short-term illness and injury absence, approved WorkSafeBC leave with pay, other approved leave of absence with or without pay for periods up to five days. Without limiting or extending the provisions of this section, the per diem allowances will not be payable during the following periods:
(i) non-approved unpaid absences from the job including abutting weekends;
(ii) unpaid WorkSafeBC leave and unpaid absence due to illness or injury in excess of five days, except that where such conditions occur and the employee remains at the job area, then board and lodgings will be supplied by the Employer, but not beyond the period of hire or 20 days, whichever is the lesser;
(iii) while on educational leave with or without pay;
(iv) termination pay for vacation and pre-retirement leave upon retirement;
(v) while employees are away from the job under Clause 31.613.03 of the Engineering, Technical & Inspectional Component Agreement, Clause 11.03 of the Operational Services Component Agreement, Clause 15.01 of the Administrative Services Component Agreement, and any similar clause under any of the other component agreements;
(vi) while employees are moving from one job site to another or from one headquarters to another and on travel status.
(4) Where employees have elected free board and lodging it is understood and agreed that 50% of the per diem living allowance will be payable where the Employer is unable to supply board but lodging is supplied.
(5) Where employees have elected the per diem allowance, it is understood and agreed that, in the following situations, 50% of the per diem allowance will be payable where the employee and the Employer mutually agree that it is necessary to retain employees' accommodation at designated headquarters, and in such cases the Employer's agreement shall not be unreasonably withheld:;
(i) where employees are temporarily assigned away from designated headquarters and are on travel status or supplied with free board and lodging;
(ii) where employees are on annual holidayholidays, banked holidays, or compensatory time off with pay; for the purposes of calculating the allowance, holiday, or compensatory time off will be considered to commence on the first workdays working day off the job, and will end the day before the employee's return to work;
(iii) where employees are on leave with pay for union business.
(iv) where employees are in receipt of STIIP in excess of five consecutive days, on approved WorkSafeBC leave with pay in excess of five consecutive days or on other approved leaves of absence with or without pay for periods in excess of five consecutive days. Where the employee and Employer do not find it necessary to retain accommodation at the employee's headquarters under the circumstances outlined in this section, then no per diem allowance is payable.
(6) It is understood that the Employer will advise employees in advance as to what type of board and lodging facilities are or will be made available available, and employees will advise in writing if requested, prior to final arrangements being made, whether or not they wish to accept board and lodging supplied or elect the per diem living allowance. The decision reached will remain in effect for the duration of the project, except that changes may be made by mutual agreement.
(7) Where employees have elected the per diem living allowance, it is understood and agreed that the Employer will be required to provide sufficient notice in writing of the termination date of the project to enable employees to avoid possible duplication of accommodation payments. In the event the project terminates earlier than the notice date given, employees shall be entitled, upon production of receipts, to any duplication accommodation costs incurred directly resulting from the insufficient notice. Where the project terminates later than the notice date given, employees shall be entitled, upon production of receipt, to any abnormal increase of costs in accommodation, or any duplication of accommodation costs, directly resulting from extending the termination date of the project. This would not include normal increases in the rent that may be experienced during the extended period.
Appears in 1 contract
Samples: Collective Agreement
Per Diem Living Allowance. The per diem living allowance is intended to cover only those living costs which are considered over and above normal for those employees whose positions require mobility or require that the employee live in the field thereby making it impractical to establish a relatively permanent residence or reside at their permanent residence.
(1) Where employees would otherwise be entitled to travel status under Section 1.1(cSubsection (c) or board and lodging supplied under Section 1.1(d)(d) above, employees may elect a per diem living allowance in lieu of travel status or board and lodging supplied, in which case employees shall be responsible to find and pay for their own accommodation and make an and pay for their own board arrangements; however however, where the Employer establishes a camp, employees will be obligated to receive board and lodging using camp facilities at the Employer's option.
(2) The election of the per diem allowance by employees shall not result in greater transportation costs to the Employer than would have resulted if board and lodging was supplied by the Employer.
(3) Where employees are entitled, the per diem living allowance will be $28.50 35.50 per day for each calendar day in the month. This will be paid via the payroll (subject to income tax) one month in arrears to enable the pay offices to calculate the correct entitlement. This allowance will be paid for the periods employed on the job and will include days of rest, statutory and declared holidays, short-short term illness and injury absence, approved WorkSafeBC WCB leave with pay, other approved leave of absence with or without pay for periods up to five days. Without limiting or extending the provisions of this section, the per diem allowances will not be payable during the following periods:
(i) non-approved unpaid absences from the job including abutting weekends;
(ii) unpaid WorkSafeBC WCB leave and unpaid absence due to illness or injury in excess of five days, except that where such conditions occur and the employee remains at the job area, then board and lodgings will be supplied by the Employer, but not beyond the period of hire or 20 days, whichever is the lesser;
(iii) while on educational leave with or without pay;
(iv) termination pay for vacation and pre-retirement leave upon retirement;
(v) while employees are away from the job under Clause 31.613.3(b) and Clauses 13.5(a) to (f) of the Environmental, Technical and Operational Component Agreement, Clause 14.1 of the Administrative Services Component Agreement, and any similar clause under any of the other component agreements;
(vi) while employees are moving from one job site to another or from one headquarters to another and on travel status.
(4) Where employees have elected free board and lodging it is understood and agreed that 50% of the per diem living allowance will be payable where the Employer is unable to supply board but lodging is supplied.
(5) Where employees have elected the per diem allowance, it is understood and agreed that, in the following situations, 50% of the per diem allowance will be payable where the employee and the Employer mutually agree that it is necessary to retain employees' accommodation at designated headquarters, and in such cases the Employer's agreement shall not be unreasonably withheld:
(i) where employees are temporarily assigned away from designated headquarters and are on travel status or supplied with free board and lodging;
(ii) where employees are on annual holidayholidays, banked holidays, or compensatory time off with pay; for the purposes of calculating the allowance, holiday, or compensatory time off will be considered to commence on the first workdays working day off the job, and will end the day before the employee's return to work;
(iii) where employees are on leave with pay for union business.;
(iv) where employees are in receipt of STIIP in excess of five consecutive days, on approved WCB leave with pay in excess of five consecutive days or on other approved leaves of absence with or without pay for periods in excess of five consecutive days. Where the employee and Employer do not find it necessary to retain accommodation at the employee's headquarters under the circumstances outlined in this section, then no per diem allowance is payable.
(6) It is understood that the Employer will advise employees in advance as to what type of board and lodging facilities are or will be made available available, and employees will advise in writing if requested, prior to final arrangements being made, whether or not they wish to accept board and lodging supplied or elect the per diem living allowance. The decision reached will remain in effect for the duration of the project, except that changes may be made by mutual agreement.
(7) Where employees have elected the per diem living allowance, it is understood and agreed that the Employer will be required to provide sufficient notice in writing of the termination date of the project to enable employees to avoid possible duplication of accommodation payments. In the event the project terminates earlier than the notice date given, employees shall be entitled, upon production of receipts, to any duplication accommodation costs incurred directly resulting from the insufficient notice. Where the project terminates later than the notice date given, employees shall be entitled, upon production of receipt, to any abnormal increase of costs in accommodation, or any duplication of accommodation costs, directly resulting from extending the termination date of the project. This would not include normal increases in the rent that may be experienced during the extended period.
Appears in 1 contract
Samples: Master Agreement
Per Diem Living Allowance. The per diem living allowance is intended to cover only those living costs which are considered over and above normal for those employees whose positions require mobility or require that the employee live in the field thereby making it impractical to establish a relatively permanent residence or reside at their permanent residence.
(1) Where employees would otherwise be entitled to travel status under Section 1.1(cSubsection (c) or board and lodging supplied under Section 1.1(dSubsection (d), employees may elect a per diem living allowance in lieu of travel status or board and lodging supplied, in which case employees shall be responsible to find and pay for their own accommodation and make an pay for their own board arrangements; however where the Employer establishes a camp, employees will be obligated to receive board and lodging using camp facilities at the Employer's option.
(2) The election of the per diem allowance by employees shall not result in greater transportation transpiration costs to the Employer than would have resulted if board and lodging was supplied by the Employer.
(3) Where employees are entitled, the per diem living allowance will be $28.50 twenty-eight (28) dollars and fifty (50) cents per day for each calendar day in the month. This will be paid via the payroll (subject to income tax) one month in arrears to enable the pay offices to calculate calculated the correct entitlement. This allowance will be paid for the periods employed on the job and will include days of rest, statutory and declared holidays, short-short term illness and injury absence, approved WorkSafeBC WCB leave with pay, other approved leave of absence with or without pay for periods up to five (5) days. Without limiting or extending the provisions of this sectionSection, the per diem allowances will not be payable during the following periods:
(i) non-approved absences from the job including abutting weekends;
(ii) unpaid WorkSafeBC WCB leave and unpaid absence due to illness or injury in excess of five (5) days, except where such conditions occur and the employee remains at the job area, then board and lodgings will be supplied by the Employer, but not beyond the period of hire or 20 twenty (20) days, whichever is the lesser;
(iii) while on educational leave with or without pay;
(iv) termination pay for vacation and pre-retirement leave upon retirement;
(v) while employees are away from the job under Clause 31.631.10;
(vi) while employees are moving from one job site to another or from one headquarters to another and on travel status.
(4) Where employees have elected free board and lodging it is understood and agreed that fifty (50% ) percent of the per diem living allowance will be payable where the Employer is unable to supply board but lodging is supplied.
(5) Where employees have elected the per diem allowance, it is understood and agreed that, in the following situations, fifty (50% ) percent of the per diem allowance will be payable where the employee and the Employer mutually agree that it is necessary to retain employees' accommodation at designated headquarters, and in such cases the Employer's agreement shall not be unreasonably withheld:;
(i) where employees are temporarily assigned away from form designated headquarters and are on travel status or supplied with free board and lodging;
(ii) where employees are on annual holiday, banked holidays, or compensatory time off with pay; for the purposes of calculating the allowance, holiday, or compensatory time off will be considered to commence on the first workdays working day off the job, and will end the day before the employee's return to work;
(iii) where employees are on leave with for union Union business.
(iv) . Where the employee and Employer do not find it necessary to retain accommodation at the employee's headquarters under the circumstances outlined in this sectionSection, then no per diem allowance is payable.
(6) It is understood that the Employer will advise employees in advance as to what type of board and lodging facilities are or will be made available and employees will advise in writing if requested, prior to final arrangements being made, whether or not they wish to accept board and lodging supplied or elect the per diem living allowance. The decision reached will remain in effect for the duration of the project, except that changes may be made by mutual agreement.
(7) Where employees have elected the per diem living allowance, it is understood and agreed that the Employer will be required to o provide sufficient notice in writing of the termination date of the project to enable employees to avoid possible duplication of accommodation payments. In the event the project terminates earlier than the notice date given, employees shall be entitled, upon production of receipts, to any duplication accommodation costs incurred directly resulting from the insufficient notice. Where the project terminates later than the notice date given, employees shall be entitled, upon production of receipt, to any abnormal increase of costs in accommodation, or o any duplication of accommodation costs, directly resulting from extending the termination date of the project. This would not include normal increases in the rent that may be experienced during the extended period.
Appears in 1 contract
Samples: Collective Agreement
Per Diem Living Allowance. The per diem living allowance is intended to cover only those living costs which are considered over and above normal for those employees whose positions require mobility or require that the employee live in the field thereby making it impractical to establish a relatively permanent residence or reside at their permanent residence.
(1) Where employees would otherwise be entitled to travel status under Section 1.1(cSubsection (c) or board and lodging supplied under Section 1.1(d)(d) above, employees may elect a per diem living allowance in lieu of travel status or board and lodging supplied, in which case employees shall be responsible to find and pay for their own accommodation and make an and pay for their own board arrangements; however however, where the Employer establishes a camp, employees will be obligated to receive board and lodging using camp facilities at the Employer's option.
(2) The election of the per diem allowance by employees shall not result in greater transportation costs to the Employer than would have resulted if board and lodging was supplied by the Employer.
(3) Where employees are entitled, the per diem living allowance will be $28.50 41.30 effective April 1, 2019, $42.15 effective April 1, 2020, and $42.95 effective April 1, 2021, $44.67 effective April 1, 2022; TBD effective April 1, 2023; TBD effective April 1, 2024 per day for each calendar day in the month. This will be paid via the payroll (subject to income tax) one month in arrears to enable the pay offices to calculate the correct entitlement. This allowance will be paid for the periods employed on the job and will include days of rest, statutory and declared holidays, short-short term illness and injury absence, approved WorkSafeBC WCB leave with pay, other approved leave of absence with or without pay for periods up to five days. Without limiting or extending the provisions of this section, the per diem allowances will not be payable during the following periods:
(i) non-approved unpaid absences from the job including abutting weekends;
(ii) unpaid WorkSafeBC WCB leave and unpaid absence due to illness or injury in excess of five days, except that where such conditions occur and the employee remains at the job area, then board and lodgings will be supplied by the Employer, but not beyond the period of hire or 20 days, whichever is the lesser;
(iii) while on educational leave with or without pay;
(iv) termination pay for vacation and pre-retirement leave upon retirement;
(v) while employees are away from the job under Clause 31.613.3(b) and Clauses 13.5(a) to (f) of the Environmental, Technical and Operational Component Agreement, Clause 14.1 of the Administrative Services Component Agreement, and any similar clause under any of the other component agreements;
(vi) while employees are moving from one job site to another or from one headquarters to another and on travel status.
(4) Where employees have elected free board and lodging it is understood and agreed that 50% of the per diem living allowance will be payable where the Employer is unable to supply board but lodging is supplied.
(5) Where employees have elected the per diem allowance, it is understood and agreed that, in the following situations, 50% of the per diem allowance will be payable where the employee and the Employer mutually agree that it is necessary to retain employees' accommodation at designated headquarters, and in such cases the Employer's agreement shall not be unreasonably withheld:
(i) where employees are temporarily assigned away from designated headquarters and are on travel status or supplied with free board and lodging;
(ii) where employees are on annual holidayholidays, banked holidays, or compensatory time off with pay; for the purposes of calculating the allowance, holiday, or compensatory time off will be considered to commence on the first workdays working day off the job, and will end the day before the employee's return to work;
(iii) where employees are on leave with pay for union business.;
(iv) where employees are in receipt of STIIP in excess of five consecutive days, on approved WCB leave with pay in excess of five consecutive days or on other approved leaves of absence with or without pay for periods in excess of five consecutive days. Where the employee and Employer do not find it necessary to retain accommodation at the employee's headquarters under the circumstances outlined in this section, then no per diem allowance is payable.
(6) It is understood that the Employer will advise employees in advance as to what type of board and lodging facilities are or will be made available available, and employees will advise in writing if requested, prior to final arrangements being made, whether or not they wish to accept board and lodging supplied or elect the per diem living allowance. The decision reached will remain in effect for the duration of the project, except that changes may be made by mutual agreement.
(7) Where employees have elected the per diem living allowance, it is understood and agreed that the Employer will be required to provide sufficient notice in writing of the termination date of the project to enable employees to avoid possible duplication of accommodation payments. In the event the project terminates earlier than the notice date given, employees shall be entitled, upon production of receipts, to any duplication accommodation costs incurred directly resulting from the insufficient notice. Where the project terminates later than the notice date given, employees shall be entitled, upon production of receipt, to any abnormal increase of costs in accommodation, or any duplication of accommodation costs, directly resulting from extending the termination date of the project. This would not include normal increases in the rent that may be experienced during the extended period.
Appears in 1 contract
Samples: Settlement Agreement
Per Diem Living Allowance. The per diem living allowance is intended to cover only those living costs which are considered over and above normal for those employees whose positions require mobility or require that the employee live in the field thereby making it impractical to establish a relatively permanent residence or reside at their permanent residence.
(1) Where employees would otherwise be entitled to travel status under Section 1.1(cSubsection (c) or board and lodging supplied under Section 1.1(dSubsection (d), employees may elect a per diem living allowance in lieu of travel status or board and lodging supplied, in which case employees shall be responsible to find and pay for their own accommodation and make an and pay for their own board arrangements; however however, where the Employer establishes a camp, employees will be obligated to receive board and lodging using camp facilities at the Employer's option.
(2) The election of the per diem allowance by employees shall not result in greater transportation costs to the Employer than would have resulted if board and lodging was supplied by the Employer.
(3) Where employees are entitled, the per diem living allowance will be twenty-eight dollars and fifty cents ($28.50 28.50) per day for each calendar day in the month. This will be paid via the payroll (subject to income tax) one month in arrears to enable the pay offices to calculate the correct entitlement. This allowance will be paid for the periods employed on the job and will include days of rest, statutory and declared holidays, short-short term illness and injury absence, approved WorkSafeBC WCB leave with pay, other approved leave of absence with or without pay for periods up to five (5) days. Without limiting or extending the provisions of this sectionSection, the per diem allowances will not be payable during the following periods:
(i) non-approved unpaid absences from the job including abutting weekends;
(ii) unpaid WorkSafeBC WCB leave and unpaid absence due to illness or injury in excess of five days, except where such conditions occur and the employee remains at the job area, then board and lodgings will be supplied by the Employer, but not beyond the period of hire or 20 days, whichever is the lesser;
(iii) while on educational leave with or without pay;
(iv) termination pay for vacation and pre-retirement leave upon retirement;
(v) while employees are away from the job under Clause 31.6;
(vi) while employees are moving from one job site to another or from one headquarters to another and on travel status.
(4) Where employees have elected free board and lodging it is understood and agreed that 50% of the per diem living allowance will be payable where the Employer is unable to supply board but lodging is supplied.
(5) Where employees have elected the per diem allowance, it is understood and agreed that, in the following situations, 50% of the per diem allowance will be payable where the employee and the Employer mutually agree that it is necessary to retain employees' accommodation at designated headquarters, and in such cases the Employer's agreement shall not be unreasonably withheld:
(i) where employees are temporarily assigned away from designated headquarters and are on travel status or supplied with free board and lodging;
(ii) where employees are on annual holiday, banked holidays, or compensatory time off with pay; for the purposes of calculating the allowance, holiday, or compensatory time off will be considered to commence on the first workdays off the job, and will end the day before the employee's return to work;
(iii) where employees are on leave with for union business.
(iv) Where the employee and Employer do not find it necessary to retain accommodation at the employee's headquarters under the circumstances outlined in this section, then no per diem allowance is payable.
(6) It is understood that the Employer will advise employees in advance as to what type of board and lodging facilities are or will be made available and employees will advise in writing if requested, prior to final arrangements being made, whether or not they wish to accept board and lodging supplied or elect the per diem living allowance. The decision reached will remain in effect for the duration of the project, except that changes may be made by mutual agreement.
(7) Where employees have elected the per diem living allowance, it is understood and agreed that the Employer will be required to provide sufficient notice in writing of the termination date of the project to enable employees to avoid possible duplication of accommodation payments. In the event the project terminates earlier than the notice date given, employees shall be entitled, upon production of receipts, to any duplication accommodation costs incurred directly resulting from the insufficient notice. Where the project terminates later than the notice date given, employees shall be entitled, upon production of receipt, to any abnormal increase of costs in accommodation, or any duplication of accommodation costs, directly resulting from extending the termination date of the project. This would not include normal increases in the rent that may be experienced during the extended period.five
Appears in 1 contract
Samples: Collective Agreement
Per Diem Living Allowance. The per diem living allowance is intended to cover only those living costs which are considered over and above normal for those employees whose positions require mobility or require that the employee live in the field thereby making it impractical to establish a relatively permanent residence or reside at their permanent residence.
(1) Where employees would otherwise be entitled to travel status under Section 1.1(cSubsection (c) or board and lodging supplied under Section 1.1(dSubsection (d), employees may elect a per diem living allowance in lieu of travel status or board and lodging supplied, in which case employees shall be responsible to find and pay for their own accommodation and make an and pay for their own board arrangements; however where the Employer establishes a camp, employees will be obligated to receive board and lodging using camp facilities at the Employer's option.
(2) The election of the per diem allowance by employees shall not result in greater transportation costs to the Employer than would have resulted if board and lodging was supplied by the Employer.
(3) Where employees are entitled, the per diem living allowance will be fifty-six dollars ($28.50 56) per day for each calendar day in the month. This will be paid via the payroll (subject to income tax) one month in arrears to enable the pay offices to calculate the correct entitlement. This allowance will be paid for the periods employed on the job and will include days of rest, statutory and declared holidays, short-term illness and injury absence, approved WorkSafeBC WCB leave with pay, other approved leave of absence with or without pay for periods up to five (5) days. Without limiting or extending the provisions of this section, the per diem allowances will not be payable during the following periods:
(i) non-approved absences from the job including abutting weekends;
(ii) unpaid WorkSafeBC WCB leave and unpaid absence due to illness or injury in excess of five days, except where such conditions occur and the employee remains at the job area, then board and lodgings will be supplied by the Employer, but not beyond the period of hire or 20 days, whichever is the lesser;
(iii) while on educational leave with or without pay;
(iv) termination pay for vacation and pre-retirement leave upon retirement;
(v) while employees are away from the job under Clause 31.6;
(vi) while employees are moving from one job site to another or from one headquarters to another and on travel status.
(4) Where employees have elected free board and lodging it is understood and agreed that 50% of the per diem living allowance will be payable where the Employer is unable to supply board but lodging is supplied.
(5) Where employees have elected the per diem allowance, it is understood and agreed that, in the following situations, 50% of the per diem allowance will be payable where the employee and the Employer mutually agree that it is necessary to retain employees' accommodation at designated headquarters, and in such cases the Employer's agreement shall not be unreasonably withheld:
(i) where employees are temporarily assigned away from designated headquarters and are on travel status or supplied with free board and lodging;
(ii) where employees are on annual holiday, banked holidays, or compensatory time off with pay; for the purposes of calculating the allowance, holiday, or compensatory time off will be considered to commence on the first workdays off the job, and will end the day before the employee's return to work;
(iii) where employees are on leave with for union business.
(iv) Where the employee and Employer do not find it necessary to retain accommodation at the employee's headquarters under the circumstances outlined in this section, then no per diem allowance is payable.
(6) It is understood that the Employer will advise employees in advance as to what type of board and lodging facilities are or will be made available and employees will advise in writing if requested, prior to final arrangements being made, whether or not they wish to accept board and lodging supplied or elect the per diem living allowance. The decision reached will remain in effect for the duration of the project, except that changes may be made by mutual agreement.
(7) Where employees have elected the per diem living allowance, it is understood and agreed that the Employer will be required to provide sufficient notice in writing of the termination date of the project to enable employees to avoid possible duplication of accommodation payments. In the event the project terminates earlier than the notice date given, employees shall be entitled, upon production of receipts, to any duplication accommodation costs incurred directly resulting from the insufficient notice. Where the project terminates later than the notice date given, employees shall be entitled, upon production of receipt, to any abnormal increase of costs in accommodation, or any duplication of accommodation costs, directly resulting from extending the termination date of the project. This would not include normal increases in the rent that may be experienced during the extended period.five
Appears in 1 contract
Samples: Collective Agreement
Per Diem Living Allowance. The per diem living allowance is intended to cover only those living costs which are considered over and above normal for those employees whose positions require mobility or require that the employee live in the field thereby making it impractical to establish a relatively permanent residence or reside at their permanent residence.
(1) Where employees would otherwise be entitled to travel status under Section 1.1(cSubsection (c) or board and lodging supplied under Section 1.1(d)(d) above, employees may elect a per diem living allowance in lieu of travel status or board and lodging supplied, in which case employees shall be responsible to find and pay for their own accommodation and make an and pay for their own board arrangements; however however, where the Employer establishes a camp, employees will be obligated to receive board and lodging using camp facilities at the Employer's option.
(2) The election of the per diem allowance by employees shall not result in greater transportation costs to the Employer than would have resulted if board and lodging was supplied by the Employer.
(3) Where employees are entitled, the per diem living allowance will be $28.50 35.50 36.50 per day for each calendar day in the month. This will be paid via the payroll (subject to income tax) one month in arrears to enable the pay offices to calculate the correct entitlement. This allowance will be paid for the periods employed on the job and will include days of rest, statutory and declared holidays, short-short term illness and injury absence, approved WorkSafeBC WCB leave with pay, other approved leave of absence with or without pay for periods up to five days. Without limiting or extending the provisions of this sectionSection, the per diem allowances will not be payable during the following periods: NOTE: MAINTAIN CURRENT LANGUAGE FOR REMAINDER OF THE CLAUSE.
1. There shall be a joint advisory committee which shall consist of two three representatives appointed by the Employer and two three representatives appointed by the Union. The Employer and the Union may each appoint one alternate committee member. The purpose of the Committee shall be to consider and make recommendations to the bargaining principals on all matters related to the effective administration of the Short Term Illness and Injury Plan and Long Term Disability Plan and the Rehabilitation Committee to consider and make recommendations to the Bargaining Principals on any questions which may arise related to interpretation or application of the wording of Appendix 4.
2. The Joint Advisory Committee will make recommendations concerning the Rehabilitation Committee in order to:
(ia) non-approved absences from improve access to the job including abutting weekends;rehabilitation process for employees incapacitated for their own occupation through illness or injury; • improve rehabilitation programs to return employees to their own or other occupations as soon as possible; • identify and address systemic causes of illness and injury and consequent STIIP/LTD usage.
(iib) unpaid WorkSafeBC leave Clearly establish responsibility for case management with the Committee providing advice and unpaid absence recommendations as required. Such recommendations may include: • improved placement options for those employees who are capable of performing alternative employment, in addition to the recommendations identified in Appendix 4, Part III (2)(d)(4). Disability Case Management representatives are to be designated as Employer representatives to the Committee.
(c) Ensure sharing of all information pertinent to a case with the parties involved (union, employer, Occupational Health and Rehabilitation, insurance carrier). Develop confidentiality standards specific to the process and consistent with the current legislation to protect the privacy of information shared.
(d) Review current forms used for STIIP and LTD and Rehabilitation in order to make them simpler and more effective and/or eliminate duplication.
3. The parties share a desire to minimize health risks and improve absenteeism rates due to illness or and injury in excess of five days, except where such conditions occur and agree to jointly explore programs and processes to obtain that goal. Therefore the employee remains at the job area, then board and lodgings will be supplied by the Employer, but not beyond the period of hire or 20 days, whichever is the lesser;Joint Advisory Committee shall:
(iiia) while review and make recommendations to the Bargaining Principals regarding ministries and/or branches and regions within ministries where implementation of a program modelled on educational leave with the Employee Assistance and Health Promotion Program (piloted by Region 2 of the Ministry of Social Development and Economic Security) or without pay;other similar programs, may be reasonably expected to have a positive impact on employee health and absenteeism rates; and
(ivb) termination pay for vacation review and pre-retirement leave upon retirement;
(v) while employees are away from make recommendations to the job under Clause 31.6;
(vi) while employees are moving from one job site to another Bargaining Principals regarding establishment or from one headquarters to another modification of musculoskeletal and on travel statusother injury and illness prevention programs in areas where the incidence of such injury warrants further prevention activity.
(4c) Where employees have elected free board review and lodging it is understood make recommendations to the Bargaining Principals on an earlier and consistently applied adjudication of benefits during the STIIP period by the LTD benefit carrier under a mutually agreed that 50% of plan. The Joint Advisory Committee shall consult with the per diem living allowance will be payable where Provincial Joint Occupational Health and Safety Committee, the Employer is unable to supply board but lodging is suppliedRehabilitation Committee and/or Ministry Joint Committees, as appropriate.
(5) Where employees have elected the per diem allowance, it is understood and agreed that, in the following situations, 50% of the per diem allowance will be payable where the employee and the Employer mutually agree that it is necessary to retain employees' accommodation at designated headquarters, and in such cases the Employer's agreement shall not be unreasonably withheld:
(i) where employees are temporarily assigned away from designated headquarters and are on travel status or supplied with free board and lodging;
(ii) where employees are on annual holiday, banked holidays, or compensatory time off with pay; for the purposes of calculating the allowance, holiday, or compensatory time off will be considered to commence on the first workdays off the job, and will end the day before the employee's return to work;
(iii) where employees are on leave with for union business.
(iv) Where the employee and Employer do not find it necessary to retain accommodation at the employee's headquarters under the circumstances outlined in this section, then no per diem allowance is payable.
(6) 4. It is understood that the parties' joint interest to: The parties agree to refer the STIIP issues below to the Joint Union/Employer will advise employees in advance STIIP Committee created as to what type of board and lodging facilities are or will be made available and employees will advise in writing if requested, prior to final arrangements being made, whether or not they wish to accept board and lodging supplied or elect the per diem living allowance. The decision reached will remain in effect a pilot project for the duration of the project16th Master.
(a) ensure appropriate and consistent adjudication of claims for STIIP claims;
(b) ensure that requests for additional information on STO2 forms are processed expeditiously and limited to instances where the information is objectively incomplete; and
(c) promote opportunities for voluntary rehabilitation initiatives that enable earlier return During the term of this agreement, except that changes the parties will jointly explore a process by which the above objectives may be made by mutual achieved. Where STIIP benefits have been denied and/or management is not accepting doctors' certificates which the Union believes are adequate and meet the criteria for information required consistent with the mutually agreed STO2, Part B Instruction Form, and where in the Union's view this demonstrates an abuse of process, a union director and the ADM, Employee Relations Division the Employer’s This is not intended to circumvent the grievance process outlined in the collective agreement.
(7a) Employees have the right to work in an environment free from bullying and the parties agree that there is a need to take responsible action to prevent bullying and whenever they become aware of such behaviour, put a stop to it. Bullying refers to vexatious behaviour taking the form of repeated hostile conduct, comments, actions, or gestures that affects an employee's dignity and that results in a harmful work environment; or a single incident of such behaviour that has a lasting harmful effect on an employee may also constitute bullying.
(1) Where employees have elected a complaint of bullying between peers is brought to the per diem living allowanceattention of the Employer, within 30 days of the most recent alleged occurrence, it is understood and agreed that the Employer will be required investigated by the appropriate supervisor or manager and, if substantiated, appropriate action will be taken to provide sufficient notice in writing remedy the complaint. Details of the termination date complaint will be provided to the respondent. The investigation shall be completed within 30 days of receiving the complaint. Any proposed resolution shall be issued within 14 days of receiving the results of the project investigation. For the purpose of this memorandum of understanding "peers" refers to enable employees to avoid possible duplication of accommodation payments. In who are not in a reporting relationship where one employee is supervised by the event other.
(2) If the project terminates earlier than the notice date given, employees shall be entitled, upon production of receipts, to any duplication accommodation costs incurred directly resulting from the insufficient notice. Where the project terminates later than the notice date given, employees shall be entitled, upon production of receipt, to any abnormal increase of costs in accommodation, or any duplication of accommodation costs, directly resulting from extending the termination date disposition of the project. This would not include normal increases complaint is disputed by the complainant or respondent, either one of them may pursue the matter further with the excluded manager with jurisdiction for the worksite within 21 days of having received notification of resolution referenced in (b)(1).The excluded manager will investigate this matter and, if substantiated, take appropriate action within 30 days to resolve the rent that may be experienced during the extended periodcomplaint.
Appears in 1 contract
Samples: Memorandum of Settlement
Per Diem Living Allowance. The per diem living allowance is intended to cover only those living costs which are considered over and above normal for those employees whose positions require mobility or require that the employee live in the field thereby making it impractical to establish a relatively permanent residence or reside at their permanent residence.
(1) Where employees would otherwise be entitled to travel status under Section 1.1(cSubsection (a) or board and lodging supplied under Section 1.1(dSubsection (b), employees may elect a per diem living allowance in lieu of travel status or board and lodging supplied, in which case employees shall be responsible to find and pay for their own accommodation and make an and pay for their own board arrangements; however however, where the Employer establishes a camp, employees will be obligated to receive board and lodging using camp facilities at the Employer's option.
(2) The election of the per diem allowance by employees shall not result in greater transportation costs to the Employer than would have resulted if board and lodging was supplied by the Employer.
(3) Where employees are entitled, the per diem living allowance will be thirty-five dollars ($28.50 35) per day for each calendar day in the month. This will be paid via the payroll (subject to income tax) one month in arrears to enable the pay offices to calculate the correct entitlement. This allowance will be paid for the periods employed on the job and will include days of rest, statutory and declared holidays, short-short term illness and injury absence, approved WorkSafeBC WCB leave with pay, other approved leave of absence with or without pay for periods up to five (5) days. Without limiting or extending the provisions of this section, the per diem allowances will not be payable during the following periods:
(i) non-approved unpaid absences from the job including abutting weekends;
(ii) unpaid WorkSafeBC WCB leave and unpaid absence due to illness or injury in excess of five (5) days, except that where such conditions occur and the employee remains at the job area, then board and lodgings will be supplied by the Employer, but not beyond the period of hire or 20 twenty (20) days, whichever is the lesser;
(iii) while on educational leave with or without pay;
(iv) termination pay for vacation and pre-retirement leave upon retirement;
(v) while employees are away from the job under Clause 31.6;
(vi) while employees are moving from one job site to another or from one headquarters to another and on travel status.
(4) Where employees have elected free board and lodging it is understood and agreed that fifty percent (50% %) of the per diem living allowance will be payable where the Employer is unable to supply board but lodging is supplied.
(5) Where employees have elected the per diem allowance, it is understood and agreed that, in the following situations, fifty percent (50% %) of the per diem allowance will be payable where the employee and the Employer mutually agree that it is necessary to retain employees' accommodation at designated headquarters, and in such cases the Employer's agreement shall not be unreasonably withheld:;
(i) where employees are temporarily assigned away from designated headquarters and are on travel status or supplied with free board and lodging;
(ii) where employees are on annual holidayholidays, banked holidays, or compensatory time off with pay; for the purposes of calculating the allowance, holiday, or compensatory time off will be considered to commence on the first workdays working day off the job, and will end the day before the employee's return to work;
(iii) where employees are on leave with pay for union Union business.
(iv) . Where the employee and Employer do not find it necessary to retain accommodation at the employee's headquarters under the circumstances outlined in this section, then no per diem allowance is payable.
(6) It is understood that the Employer will advise employees in advance as to what type of board and lodging facilities are or will be made available available, and employees will advise in writing if requested, prior to final arrangements being made, whether or not they wish to accept board and lodging supplied or elect the per diem living allowance. The decision reached will remain in effect for the duration of the project, except that changes may be made by mutual agreement.
(7) Where employees have elected the per diem living allowance, it is understood and agreed that the Employer will be required to provide sufficient notice in writing of the termination date of the project to enable employees to avoid possible duplication of accommodation payments. In the event the project terminates earlier than the notice date given, employees shall be entitled, upon production of receipts, to any duplication accommodation costs incurred directly resulting from the insufficient notice. Where the project terminates later than the notice date given, employees shall be entitled, upon production of receipt, to any abnormal increase of costs in accommodation, or any duplication of accommodation costs, directly resulting from extending the termination date of the project. This would not include normal increases in the rent that may be experienced during the extended period.
Appears in 1 contract
Samples: Collective Agreement
Per Diem Living Allowance. The per diem living allowance is intended to cover only those living costs which are considered over and above normal for those employees whose positions require mobility or require that the employee live in the field thereby making it impractical to establish a relatively permanent residence or reside at their permanent residence.
(1) Where employees would otherwise be entitled to travel status under Section 1.1(c(c) or board and lodging supplied under Section 1.1(d(d), employees may elect a per diem living allowance in lieu of travel status or board and lodging supplied, in which case employees shall be responsible to find and pay for their own accommodation and make an and pay for their own board arrangements; however however, where the Employer establishes a camp, employees will be obligated to receive board and lodging using camp facilities at the Employer's option.
(2) The election of the per diem allowance by employees shall not result in greater transportation costs to the Employer than would have resulted if board and lodging was supplied by the Employer.
(3) Where employees are entitled, the per diem living allowance will be forty-five dollars ($28.50 45) per day for each calendar day in the month. This will be paid via the payroll (subject to income tax) one month in arrears to enable the pay offices to calculate the correct entitlement. This allowance will be paid for the periods employed on the job and will include days of rest, statutory and declared holidays, short-short term illness and injury absence, approved WorkSafeBC WCB leave with pay, other approved leave of absence with or without pay for periods up to five (5) days. Without limiting or extending the provisions of this sectionSection, the per diem allowances will not be payable during the following periods:
(i) non-approved unpaid absences from the job including abutting weekends;
(ii) unpaid WorkSafeBC WCB leave and unpaid absence due to illness or injury in excess of five (5) days, except that where such conditions occur and the employee remains at the job area, then board and lodgings will be supplied by the Employer, but not beyond the period of hire or 20 twenty (20) days, whichever is the lesser;
(iii) while on educational leave with or without pay;
(iv) termination pay for vacation and pre-retirement leave upon retirement;
(v) while employees are away from the job under Clause 31.6;
(vi) while employees are moving from one job site to another or from one headquarters to another and on travel status.
(4) Where employees have elected free board and lodging it is understood and agreed that fifty percent (50% %) of the per diem living allowance will be payable where the Employer is unable to supply board but lodging is supplied.
(5) Where employees have elected the per diem allowance, it is understood and agreed that, in the following situations, fifty percent (50% %) of the per diem allowance will be payable where the employee and the Employer mutually agree that it is necessary to retain employees' accommodation at designated headquarters, and in such cases the Employer's agreement shall not be unreasonably withheld:;
(i) where employees are temporarily assigned away from designated headquarters and are on travel status or supplied with free board and lodging;
(ii) where employees are on annual holidayholidays, banked holidays, or compensatory time off with pay; for the purposes of calculating the allowance, holiday, or compensatory time off will be considered to commence on the first workdays working day off the job, and will end the day before the employee's return to work;
(iii) where employees are on leave with pay for union Union business.
(iv) . Where the employee and Employer do not find it necessary to retain accommodation at the employee's headquarters under the circumstances outlined in this sectionSection, then no per diem allowance is payable.
(6) It is understood that the Employer will advise employees in advance as to what type of board and lodging facilities are or will be made available available, and employees will advise in writing if requested, prior to final arrangements being made, whether or not they wish to accept board and lodging supplied or elect the per diem living allowance. The decision reached will remain in effect for the duration of the project, except that changes may be made by mutual agreement.
(7) Where employees have elected the per diem living allowance, it is understood and agreed that the Employer will be required to provide sufficient notice in writing of the termination date of the project to enable employees to avoid possible duplication of accommodation payments. In the event the project terminates earlier than the notice date given, employees shall be entitled, upon production of receipts, to any duplication accommodation costs incurred directly resulting from the insufficient notice. Where the project terminates later than the notice date given, employees shall be entitled, upon production of receipt, to any abnormal increase of costs in accommodation, or any duplication of accommodation costs, directly resulting from extending the termination date of the project. This would not include normal increases in the rent that may be experienced during the extended period.
Appears in 1 contract
Samples: Collective Agreement
Per Diem Living Allowance. The per diem living allowance is intended to cover only those living costs which are considered over and above normal for those employees whose positions require mobility or require that the employee live in the field thereby making it impractical to establish a relatively permanent residence or reside at their permanent residence.
(1) Where employees would otherwise be entitled to travel status under Section 1.1(cSubsection (a) or board and lodging supplied under Section 1.1(dSubsection (b), employees may elect a per diem living allowance in lieu of travel status or board and lodging supplied, in which case employees shall be responsible to find and pay for their own accommodation and make an and pay for their own board arrangements; however however, where the Employer establishes a camp, employees will be obligated to receive board and lodging using camp facilities at the Employer's option.
(2) The election of the per diem allowance by employees shall not result in greater transportation costs to the Employer than would have resulted if board and lodging was supplied by the Employer.
(3) Where employees are entitled, the per diem living allowance will be thirty-five dollars ($28.50 35) per day for each calendar day in the month. This will be paid via the payroll (subject to income tax) one month in arrears to enable the pay offices to calculate the correct entitlement. This allowance will be paid for the periods employed on the job and will include days of rest, statutory and declared holidays, short-short term illness and injury absence, approved WorkSafeBC WCB leave with pay, other approved leave of absence with or without pay for periods up to five (5) days. Without limiting or extending the provisions of this section, the per diem allowances will not be payable during the following periods:
(i) non-approved unpaid absences from the job including abutting weekends;
(ii) unpaid WorkSafeBC WCB leave and unpaid absence due to illness or injury in excess of five (5) days, except that where such conditions occur and the employee remains at the job area, then board and lodgings will be supplied by the Employer, but not beyond the period of hire or 20 twenty (20) days, whichever is the lesser;
(iii) while on educational leave with or without pay;
(iv) termination pay for vacation and pre-retirement leave upon retirement;
(v) while employees are away from the job under Clause 31.6;
(vi) while employees are moving from one job site to another or from one headquarters to another and on travel status.
(4) Where employees have elected free board and lodging it is understood and agreed that fifty percent (50% %) of the per diem living allowance will be payable where the Employer is unable to supply board but lodging is supplied.
(5) Where employees have elected the per diem allowance, it is understood and agreed that, in the following situations, fifty percent (50% %) of the per diem allowance will be payable where the employee and the Employer mutually agree that it is necessary to retain employees' accommodation at designated headquarters, and in such cases the Employer's agreement shall not be unreasonably withheld:;
(i) where employees are temporarily assigned away from designated headquarters and are on travel status or supplied with free board and lodging;
(ii) where employees are on annual holidayholidays, banked holidays, or compensatory time off with pay; for the purposes of calculating the allowance, holiday, or compensatory time off will be considered to commence on the first workdays working day off the job, and will end the day before the employee's return to work;
(iii) where employees are on leave with pay for union Union business.
(iv) . Where the employee and Employer do not find it necessary to retain accommodation at the employee's headquarters under the circumstances outlined in this sectionSection, then no per diem allowance is payable.
(6) It is understood that the Employer will advise employees in advance as to what type of board and lodging facilities are or will be made available available, and employees will advise in writing if requested, prior to final arrangements being made, whether or not they wish to accept board and lodging supplied or elect the per diem living allowance. The decision reached will remain in effect for the duration of the project, except that changes may be made by mutual agreement.
(7) Where employees have elected the per diem living allowance, it is understood and agreed that the Employer will be required to provide sufficient notice in writing of the termination date of the project to enable employees to avoid possible duplication of accommodation payments. In the event the project terminates earlier than the notice date given, employees shall be entitled, upon production of receipts, to any duplication accommodation costs incurred directly resulting from the insufficient notice. Where the project terminates later than the notice date given, employees shall be entitled, upon production of receipt, to any abnormal increase of costs in accommodation, or any duplication of accommodation costs, directly resulting from extending the termination date of the project. This would not include normal increases in the rent that may be experienced during the extended period.
Appears in 1 contract
Samples: Collective Agreement
