Common use of Preventive withdrawal Clause in Contracts

Preventive withdrawal. An employee may request a provisional assignment to another position with the same job title or a different one, in the following cases: 1. she is pregnant and her working conditions expose her or her unborn child to infectious diseases or to physical dangers; 2. her working conditions involve dangers for the child whom she is breast- feeding. The employee must present a medical certificate to this effect as soon as possible. The employee so assigned retains the rights and privileges of her regular position. If the assignment is not carried out immediately, the employee is entitled to a special leave to begin immediately. Unless a reassignment arises afterward to cancel this special leave, the special leave terminates for the pregnant employee, on the date of the birth, and for the employee who is breast-feeding, at the end of the breast-feeding period. During the special leave provided by the preceding paragraph, in regard to her indemnity, the employee is subject to the provisions of the Health and Safety Law on preventative measures for the pregnant or breast-feeding employees. As soon as the University receives a request for preventive withdrawal, it will immediately inform the Union and cite the name of the employee and the reasons for the request. Should an employee other than the employee requesting to be temporarily reassigned agree, his position may be exchanged for that of the pregnant employee for the duration of the temporary relocation, subject to University’s approval. This provision will apply only when both employees meet the normal requirements of the task. The employee thus reassigned to another position and the employee who agrees to take this employee's position maintains all rights and privileges pertaining to their respective regular position.

Preventive withdrawal. An employee may request a provisional assignment to another position with the same job title or a different one, in the following cases: 1. she is they are pregnant and her their working conditions expose her them or her their unborn child to infectious diseases or to physical dangers; 2. her their working conditions involve dangers for the child whom she is breast- feedingthey are breastfeeding. The employee must present a medical certificate to this effect as soon as possible. The employee so assigned retains the rights and privileges of her their regular position. If the assignment is not carried out immediately, the employee is entitled to a special leave to begin immediately. Unless a reassignment arises afterward to cancel this special leave, the special leave terminates for the pregnant employee, on the date of the birth, and for the employee who is breast-feedingbreastfeeding, at the end of the breast-feeding breastfeeding period. During the special leave provided by the preceding paragraph, in regard to her their indemnity, the employee is subject to the provisions of the Health Act respecting occupational health and Safety Law safety on preventative measures for the pregnant or breast-feeding employeesbreastfeeding employee. As soon as the University receives a request for preventive withdrawal, it will immediately inform the Union and cite the name of the employee and the reasons for the request. Should an employee other than the employee requesting to be temporarily reassigned agree, his their position may be exchanged for that of the pregnant employee for the duration of the temporary relocation, subject to University’s approval. This provision will apply only when both employees meet the normal requirements of the task. The employee thus reassigned to another position and the employee who agrees to take this employee's position maintains all rights and privileges pertaining to their respective regular position.

Preventive withdrawal. An employee may request a provisional assignment to another position with the same job title or a different one, in the following cases: 1. she is pregnant and her working conditions expose her or her unborn child to infectious diseases or to physical dangers; 2. her working conditions involve dangers for the child whom she is breast- breast-feeding. The employee must present a medical certificate to this effect as soon as possible. The employee so assigned retains the rights and privileges of her regular position. If the assignment is not carried out immediately, the employee is entitled to a special leave to begin immediately. Unless a reassignment arises afterward to cancel this special leave, the special leave terminates for the pregnant employee, on the date of the birth, and for the employee who is breast-feeding, at the end of the breast-feeding period. During the special leave provided by the preceding paragraph, in regard to her indemnity, the employee is subject to the provisions of the Health and Safety Law on preventative measures for the pregnant or breast-feeding employees. As soon as the University receives a request for preventive withdrawal, it will immediately inform the Union and cite the name of the employee and the reasons for the request. Should an employee other than the employee requesting to be temporarily reassigned agree, his position may be exchanged for that of the pregnant employee for the duration of the temporary relocation, subject to University’s approval. This provision will apply only when both employees meet the normal requirements of the task. The employee thus reassigned to another position and the employee who agrees to take this employee's position maintains all rights and privileges pertaining to their respective regular position.

Preventive withdrawal. a) An employee may request a provisional assignment to another position with the same job title or a different one, in the following cases: 1. ) she is pregnant and her working conditions expose her or her unborn child to infectious diseases or to physical dangers; 2. ) her working conditions involve dangers for the child whom she is breast- breast-feeding. The employee must present a medical certificate to this effect as soon as possible. The employee so assigned retains the rights and privileges of her regular position. If the assignment is not carried out immediately, the employee is entitled to a special leave to begin immediately. Unless a reassignment arises afterward to cancel this special leave, the special leave terminates for the pregnant employee, on the date of the birth, and for the employee who is breast-feeding, at the end of the breast-feeding period. During the special leave provided by the preceding paragraph, in regard to her indemnity, the employee is subject to the provisions of the Health and Safety Law on preventative measures for the pregnant or breast-feeding employees. As soon as the University receives a request for preventive withdrawal, it will immediately inform the Union and cite the name of the employee and the reasons for the request. Should an employee other than the employee requesting to be temporarily reassigned agree, his position may be exchanged for that of the pregnant employee for the duration of the temporary relocation, subject to University’s approval. This provision will apply only when both employees meet the normal requirements of the task. The employee thus reassigned to another position and the employee who agrees to take this employee's position maintains all rights and privileges pertaining to their respective regular position.