Protective Reassignment. 1. Any employee who becomes pregnant while employed by the Company and is unable to continue in their work area will upon medical recommendation of their physicians and confirmation by the Company’s physician be placed in an alternative job in their classification where possible. The employee may be placed outside her job classification in other work which they can do without regard to any seniority provisions of this agreement, provided no employee is surplused or laid off as a result of such placement. During the time period the pregnant employee is employed in a new classification, they will not attain vested seniority in that classification, but will continue to accrue seniority.
Protective Reassignment. A pregnant employee or a woman who is breast-feeding a child may request a protective reassignment to another position with the same or a different job grade if her working conditions expose her, her unborn child or the child whom she is breast feeding to physical danger. The employee must provide a medical certificate to this effect as soon as possible. The employee so reassigned retains the rights and privileges of her regular position, without loss of compensation. If the protective reassignment cannot be not carried out immediately, the employee is entitled to a special leave, to begin immediately. Unless a protective 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 her child, at the end of the period during which the child is breast-fed. During the special leave provided for in the preceding paragraph, the employee is governed, in regard to her indemnity, by the provisions of the Act respecting Occupational Health and Safety on protective reassignment of the pregnant or breast-feeding employee. Following a written request to this effect, the University shall give the employee an advance on the indemnity to be received, such advance being based on the anticipated payments. If the C.S.S.T. pays the anticipated indemnity, the advance shall be repaid from such indemnity. However, in the event that the employee avails herself of her right to appeal against the decision of the C.S.S.T., the repayment shall not be required before the decision of the board of review of the C.S.S.T. is rendered. As soon as the University receives a request for protective reassignment, it will immediately inform ACUMAE and cite the name of the employee and the reasons for the request. Should an employee, other than the employee requesting the protective reassignment agree, that employee’s position may be exchanged for that of the pregnant employee for the duration of the reassignment, subject to the University’s approval. This provision applies only if both employees meet the normal requirements of the position. 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.
Protective Reassignment. 1. Any employee who becomes pregnant while employed by the Company and is unable to continue in her work area will upon medical recommendation of her physicians and confirmation by the Company’s physician be placed in an alternative job in her classification where possible. The employee may be placed outside her job classification in other work which she can do without regard to any seniority provisions of this agreement, provided no employee is surplused or laid off as a result of such placement.
