Common use of Retail Stores Clause in Contracts

Retail Stores. (a) Permanent full time employees in retail stores may apply to postings for retail stores within the Retail Division, for the purpose of transfer, promotion or demotion, on the following terms and conditions: (i) The employee has a minimum of three (3) years permanent full time seniority to be considered for transfer requests; (ii) Upon transfer, the employee is ineligible to apply to or be considered for postings for the purposes of transfer for a period of two (2) years from the date of transfer; (iii) The employee is responsible for all relocation expenses associated with the transfer or demotion and shall not receive any payment or reimbursement from the Employer in respect of same, except where the employee has been promoted to a Manager position; and (iv) For the purpose of transfer or promotion, the employee’s performance is satisfactory as determined by the Employer, and the employee receives a recommendation from his/her Supervisor. (b) Where an employee is being considered for transfer, promotion, or demotion to a posted vacancy, seniority will be the determining factor, provided the employee is qualified to perform the work. (c) Upon demotion, an employee will receive the wage rate closest to, but not greater than the employee’s current wage rate for the position the employee has been demoted to. (d) For clarity, Article 22 does not, in any way, restrict management rights to transfer employees for operational or bona fide reasons. The employer will provide the Local President with a copy of an employee’s transfer letter. (e) It is understood that for the purposes of layoff and identification of posting areas, the current Geographic Areas remain in existence.

Retail Stores. (a) Permanent full time employees in retail stores may apply to postings for retail stores within the Retail Division, for the purpose of transfer, promotion or demotion, on the following terms and conditions: (i) The employee has a minimum of two (2) three (3) years permanent full time seniority to be considered for transfer requests; (ii) Upon transfer, the employee is ineligible to apply to or be considered for postings for the purposes of transfer for a period of one (1) two (2) years from the date of transfer; (iii) The employee is responsible for all relocation expenses associated with the transfer or demotion and shall not receive any payment or reimbursement from the Employer in respect of same, except where the employee has been promoted to a Manager position; and (iv) For the purpose of transfer or promotion, the employee’s performance is satisfactory as determined by the Employer, and the employee receives a recommendation from his/her Supervisor. (b) Where an employee is being considered for transfer, promotion, or demotion to a posted vacancy, seniority will be the determining factor, provided the employee is qualified to perform the work. (c) Upon demotion, an employee will receive the wage rate closest to, but not greater than the employee’s current wage rate for the position the employee has been demoted to. (d) For clarity, Article 22 does not, in any way, restrict management rights to transfer employees for operational or bona fide reasons. The employer will provide the Local President with a copy of an employee’s transfer letter. (e) It is understood that for the purposes of layoff and identification of posting areas, the current Geographic Areas remain in existence.

Retail Stores. (a) Permanent full time employees in retail stores may apply to postings for retail stores within the Retail Division, for the purpose of transfer, promotion or demotion, on the following terms and conditions: (i) The posting is not for a Permanent Vacancy Review position; (ii) The employee has a minimum of three (3) years permanent full time seniority to be considered for transfer requests; (iiiii) Upon transfer, the employee is ineligible to apply to or be considered for postings for the purposes of transfer for a period of two (2) years from the date of transfer; (iiiiv) The employee is responsible for all relocation expenses associated with the transfer or demotion and shall not receive any payment or reimbursement from the Employer in respect of same, except where the employee has been promoted to a Manager position; and (ivv) For the purpose of transfer or promotion, the employee’s performance is satisfactory as determined by the Employer, and the employee receives a recommendation from his/her Supervisor. (b) Where an employee is being considered for transfer, promotion, or demotion to a posted vacancy, seniority will be the determining factor, provided the employee is qualified to perform the work. (c) Upon demotion, an employee will receive the wage rate closest to, but not greater than the employee’s current wage rate for the position the employee has been demoted to. (d) For clarity, Article 22 does not, in any way, restrict management rights to transfer employees for operational or bona fide reasons. The employer will provide the Local President with a copy of an employee’s transfer letter. (e) It is understood that for the purposes of layoff and identification of posting areas, the current Geographic Areas remain in existence.

Retail Stores. (a) Permanent full time employees in retail stores may apply to postings for retail stores within the Retail Division, for the purpose of transfer, promotion or demotion, on the following terms and conditions: (i) The employee has a minimum of three (3) years permanent full time seniority to be considered for transfer requests; (ii) Upon transfer, the employee is ineligible to apply to or be considered for postings for the purposes of transfer for a period of two (2) years from the date of transfer; (iii) The employee is responsible for all relocation expenses associated with the transfer or demotion and shall not receive any payment or reimbursement from the Employer in respect of same, except where the employee has been promoted to a Manager position; and (iv) For the purpose of transfer or promotion, the employee’s performance is satisfactory as determined by the Employer, and the employee receives a recommendation from his/her their Supervisor. (b) Where an employee is being considered for transfer, promotion, or demotion to a posted vacancy, seniority will be the determining factor, provided the employee is qualified to perform the work. (c) Upon demotion, an employee will receive the wage rate closest to, but not greater than the employee’s current wage rate for the position the employee has been demoted to. (d) For clarity, Article 22 does not, in any way, restrict management rights to transfer employees for operational or bona fide reasons. The employer will provide the Local President with a copy of an employee’s transfer letter. (e) It is understood that for the purposes of layoff and identification of posting areas, the current Geographic Areas remain in existence. 22.11 All posted positions shall be filled no later than sixty (60) calendar days from the closing date of the job posting.

Retail Stores. (a) Permanent full time employees in retail stores may apply to postings for retail stores within the Retail Division, for the purpose purposes of transfer, promotion or demotion, on the following terms and conditions: (i) : • The posting is not for a Permanent Vacancy Review position; • The employee has a minimum of three (3) years permanent full time seniority to be considered for transfer requests; (ii) ; • Upon transfer, the employee is ineligible to apply to or be considered for postings for the purposes of transfer for a period of two (2) years from the date of transfer; (iii) ; • The employee is responsible for all relocation expenses associated with the transfer or demotion and shall not receive any payment or reimbursement from the Employer in respect of same, except where the employee has been promoted to a Manager position; and (iv) , • For the purpose purposes of transfer or promotion, the employee’s performance is satisfactory as determined by the Employer, and the employee receives a recommendation from his/her Supervisor. (b) . Where an employee is being considered for transfer, promotion, promotion or demotion to a posted vacancy, seniority will be the determining factor, provided the employee is qualified to perform the work. (c) . Upon demotion, an employee will receive the wage rate closest to, but not greater than the employee’s current wage rate for the position the employee has been demoted to. (d) . For clarity, Article 22 21 does not, in any way, restrict management rights to transfer employees for operational or bona fide reasons. The employer will provide the Local President with a copy of an employee’s transfer letter. (e) It is understood that for the purposes of layoff and identification of posting areas, the current Geographic Areas remain in existence.. The parties agree to delete the C & D Store Letter on Page 183 to reflect province wide postings. FOLD into collective agreement as new provision in Article 21, AMENDED as follows: Shift Rotation for Logistics Employees

Retail Stores. (a) Permanent full time employees in retail stores may apply to postings for retail stores within the Retail Division, for the purpose of transfer, promotion or demotion, on the following terms and conditions: (i) The posting is not for a Permanent Vacancy Review position; (ii) The employee has a minimum of three (3) years permanent full time seniority to be considered for transfer requests; (iiiii) Upon transfer, the employee is ineligible to apply to or be considered for postings for the purposes of transfer for a period of two (2) years from the date of transfer; (iiiiv) The employee is responsible for all relocation expenses associated with the transfer or demotion and shall not receive any payment or reimbursement from the Employer in respect of same, except where the employee has been promoted to a Manager position; and (ivv) For the purpose of transfer or promotion, the employee’s performance is satisfactory as determined by the Employer, and the employee receives a recommendation from his/her Supervisor. (b) Where an employee is being considered for transfer, promotion, or demotion to a posted vacancy, seniority will be the determining factor, provided the employee is qualified to perform the work. (c) Upon demotion, an employee will receive the wage rate closest to, but not greater than the employee’s current wage rate for the position the employee has been demoted to. (d) For clarity, Article 22 21 does not, in any way, restrict management rights to transfer employees for operational or bona fide reasons. The employer will provide the Local President with a copy of an employee’s transfer letter. (e) It is understood that for the purposes of layoff and identification of posting areas, the current Geographic Areas remain in existence.

Retail Stores. (a) Permanent full time employees in retail stores may apply to postings for retail stores within the Retail Division, for the purpose of transfer, promotion or demotion, on the following terms and conditions: (i) The employee has a minimum of three (3) years permanent full time seniority to be considered for transfer requests; (ii) Upon transfer, the employee is ineligible to apply to or be considered for postings for the purposes of transfer for a period of two (2) years from the date of transfer; (iii) The employee is responsible for all relocation expenses associated with the transfer or demotion and shall not receive any payment or reimbursement from the Employer in respect of same, except where the employee has been promoted to a Manager position; and (iv) For the purpose of transfer or promotion, the employee’s performance is satisfactory as determined by the Employer, and the employee receives a recommendation from his/her their Supervisor. (b) Where an employee is being considered for transfer, promotion, or demotion to a posted vacancy, seniority will be the determining factor, provided the employee is qualified to perform the work. (c) Upon demotion, an employee will receive the wage rate closest to, but not greater than the employee’s current wage rate for the position the employee has been demoted to. (d) For clarity, Article 22 does not, in any way, restrict management rights to transfer employees for operational or bona fide reasons. The employer will provide the Local President with a copy of an employee’s transfer letter. (e) It is understood that for the purposes of layoff and identification of posting areas, the current Geographic Areas remain in existence.

Retail Stores. (a) Permanent full time employees in retail stores may apply to postings for retail stores within the Retail Division, for the purpose of transfer, promotion or demotion, on the following terms and conditions: (i) The employee has a minimum of two (2) three (3) years permanent full time seniority to be considered for transfer requests; (ii) Upon transfer, the employee is ineligible to apply to or be considered for postings for the purposes of transfer for a period of one (1) two (2) years from the date of transfer; (iii) The employee is responsible for all relocation expenses associated with the transfer or demotion and shall not receive any payment or reimbursement from the Employer in respect of same, except where the employee has been promoted to a Manager position; and (iv) For the purpose of transfer or promotion, the employee’s performance is satisfactory as determined by the Employer, and the employee receives a recommendation from his/her their Supervisor. (b) Where an employee is being considered for transfer, promotion, or demotion to a posted vacancy, seniority will be the determining factor, provided the employee is qualified to perform the work. (c) Upon demotion, an employee will receive the wage rate closest to, but not greater than the employee’s current wage rate for the position the employee has been demoted to. (d) For clarity, Article 22 does not, in any way, restrict management rights to transfer employees for operational or bona fide reasons. The employer will provide the Local President with a copy of an employee’s transfer letter. (e) It is understood that for the purposes of layoff and identification of posting areas, the current Geographic Areas remain in existence.