Preferred Shift Policy Sample Clauses

Preferred Shift Policy. F. 1. An employee who has signed the appropriate list and is eligible for a preferred shift opening will be assigned in rotation.
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Preferred Shift Policy. An employee who has signed the appropriate list and is eligible for a preferred shift opening will be assigned in rotation. Opportunities within a department to move to a more favourable shall be divided as equally as possible among all qualified employees who have registered for such opportunities. Preferred shift is from night shift to afternoon shift to day shift. Preferred shift to days will be given to the night if no one on afternoon shift has indicated a preferred shift and it would not result in an employee working consecutive shifts. If the required number are not secured as above, the opportunity will be offered to the junior employee in seniority order and, if necessary, the junior employee will be required to accept the assignment. Daily and weekly opportunities be recorded separately. Daily and weekly preferred shift lists will he posted on the bulletin board Wednesday with the names of employees next entitled to more favourable shift opportunities, if such opportunities are expected to occur. Those wishing to accept the opportunities may do so by signing their name in the appropriate column. The lists will then be used by the scheduling department in preparing the schedule. Three days will constitute a preferred shift weekly opportunity. Those who fail to indicate a choice will be by-passed. Employees may not transfer their privilege for a preferred shift to other employees. The work week will continue for consecutive days except for emergencies or as noted in the following paragraph. In the Powerhouse, a plan will be in effect for providing regular scheduled days off per week.
Preferred Shift Policy. All eligible book-ons will be made through the kiosk. In the event the kiosk is unavailable, manual book-ons will be utilized as follows:

Related to Preferred Shift Policy

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  • Harassment Policy It is the policy of CUPE as an Employer to ensure that the working environment is conducive to the performance of work and is such that employees are not hindered from carrying out their responsibilities. The Employer considers harassment in the work force to be a totally unacceptable form of intimidation and will not tolerate its occurrence. The Employer will ensure that victims of harassment are able to register complaints without reprisal. Harassment is a form of discrimination and includes personal harassment. Harassment shall be defined as any improper behaviour by a person which is offensive to any employee and which that person knows or ought reasonably to have known would be inappropriate or unwelcome. It comprises objectionable conduct, comment or display made on either a one-time or continuous basis that demeans, belittles or causes personal humiliation or embarrassment to an employee. The parties to this Agreement will work together to ensure that all employees, and CUPE members understand their personal responsibility to promote a harassment-free working environment. Appendix “U”, herein below shall be followed respecting matters referred to directly herein.

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