Common use of Provisional assignment Clause in Contracts

Provisional assignment. a) An employee may request a provisional assignment to another position with the 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 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. However, upon written request, the University pays the employee an advance on the indemnity to be received, based on the expected payments. If the CSST pays the expected indemnity, the reimbursement of the advance is done from the indemnity received from the CSST. However, if the CSST 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) An employee may request a provisional assignment to another position with thethe 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 regard 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 CSST CNESST pays the expected indemnity, the reimbursement of the advance is done from the indemnity received from the CSSTCNESST. However, if the CSST 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) An employee Employee may request a provisional assignment to another position with thethe 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 Employee must present a medical certificate to this effect as soon as possible. The employee Employee so assigned retains the rights and privileges of her regular position. If the assignment is not carried out immediately, the employee 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 employeeEmployee, on the date of the birth, and for the employee Employee of his breast-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 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 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 CSST pays the expected indemnity, the reimbursement of the advance is done from the indemnity received from the CSST. However, if the CSST 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 leaveEmployees. As soon as the University receives a request for preventive reassignment, it will immediately inform the Union and cite the name of the employee Employee and the reasons for the request. Should an employee Employee other than the employee Employee requesting to be temporarily reassigned agree, her/his position may be exchanged for that of the pregnant employee Employee or the breast-feeding Employee for the duration of the temporary reassignmentrelocation, subject to University’s approval. This provision will apply only when both employees Employees meet the normal requirements of the task. The employee Employee thus reassigned to another position and the employee Employee who agrees to take this employeeEmployee's position maintains maintain all rights and privileges pertaining to their respective regular position.

Provisional assignment. a) An employee may request a provisional assignment to another position with thethe 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 regard 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 CSST CNESST pays the expected indemnity, the reimbursement of the advance is done from the indemnity received from the CSSTCNESST. However, if the CSST 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 Tribunal administratif du travail 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 their 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) An employee may request a provisional assignment to another position with thethe 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 of his 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. HoweverOver and above the preceding provisions, upon written request, at the University pays the employee an advance on the indemnity to be received, based on the expected payments. If the CSST pays the expected indemnity, the reimbursement of the advance is done from the indemnity received from the CSST. However, if the CSST 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 request of the employee, the University must study the possibility of temporarily modifying, without any loss of rights, the duties of an employee who works on a cathode ray terminal on a regular basis, to reduce to a maximum of two (2) hours per half day of work on a cathode ray terminal, and to assign her to other duties she must reimburse is reasonably able to accomplish for the sums paid as sick leaverest of her work time. 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 reassignmentrelocation, subject to University’s University 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 maintain all rights and privileges pertaining to their respective regular position.

Provisional assignment. a) An employee may request a provisional assignment to another position with thethe 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 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. However, upon written request, the University pays the employee an advance on the indemnity to be received, based on the expected payments. If the CSST pays the expected indemnity, the reimbursement of the advance is done from the indemnity received from the CSST. However, if the CSST 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.