Provisional assignment a) An employee may request a provisional assignment to another position with the same job class or to a position with a different job class, 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 provisional 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 of his breast-feeding, at the end of the breast-feeding period. During the special leave provided by the preceding paragraph, in regards 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. However, upon written request, the University pays the employee an advance on the indemnity to be received, based on the expected payments. If the CNESST pays the expected indemnity, the reimbursement of the advance is done from the indemnity received from the CNESST. However, if the CNESST rejects the claim by the employee who is unable to work, she is entitled to a leave as provided in the following paragraph b). If the Commission des Lésions Professionnelles renders a decision in favour of the employee, she must reimburse the sums paid as sick leave. As soon as the University receives a request for preventive reassignment, 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, her/his position may be exchanged for that of the pregnant employee for the duration of the temporary reassignment, 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.
Provisional assignment. A. Provisional assignment shall be governed by the following compensation policies:
1. Provisional Assignment means a temporary assignment of a permanent employee to fill a position, more than three consecutive 10 hour days, while the employee assigned to the position is absent (such as sick leave, vacation, leave of absence, etc.). An employee assigned to a position of higher salary, shall receive the higher salary while performing the duties of such position beginning the fourth day.
2. If the position is in a classification of the same or of a lower salary grade, the employee shall continue to be paid his/her basic salary rate.
B. An employee on a provisional assignment shall not achieve permanent status in the higher class and upon termination of the provisional assignment shall resume his/her permanent position and salary.
C. Provisional appointments must be requested by the employee's Supervisor and approved in advance by the Administrator or one appointed to act in his/her behalf.
Provisional assignment 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- 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 provisional 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 reassignment, 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, her/his position may be exchanged for that of the pregnant employee for the duration of the temporary reassignment, 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.
Provisional assignment. Provisional designation of a person benefitting from job security in their category of personnel to a position or tasks of another category of personnel.
