Salary and Working Conditions. An employee who is reclassified as a result of a Voluntary Program of Reduced Hours will be paid as a Regular Part-time employee and will be subject to the working conditions normally provided to the Regular Part-time employees, with the exception of those conditions that were covered in the written confirmation to the employee. In addition, where an employee changes work location due to her participation in a Program, the provisions of Article 31 shall not apply. Prior to being reclassified to a Regular Part-time status, an employee should take her Personal Days Off with Pay in accordance with Section 27.04. The number of days that she is entitled to shall be established on a pro rata basis for the portion of time she has worked as a Full-time employee.
Salary and Working Conditions. An employee who is reclassified as a result of a Voluntary Program of Reduced Hours will be paid as a Regular Part-Time employee and will be subject to the working conditions normally provided to the Regular Part-Time employees, with the exception of those conditions that were covered in the written confirmation to the employee. In addition, where an employee changes work location due to her participation in a Program, the provisions of Article 23 shall not apply. Prior to an employee’s reclassification to Regular Part-Time, under the terms of a Voluntary Program of Reduced Hours, management shall schedule all the remaining portion of her scheduled days off (S.D.O.) entitlement.
Salary and Working Conditions. An employee who is reclassified as a result of the Voluntary Program of Reduced Hours will be paid as a Regular Part-time employee and will be subject to the working conditions normally provided to the Regular Part-time employees, except as otherwise provided by this Memorandum of Agreement. Provisions of section 18.05 of the Collective Agreement regarding the reclassification of part-time employees do not apply to employees covered by this program. This Agreement shall remain in full force and effect during the term of the Collective Agreement. Signed at Montréal this 8th day of May 2009. FOR THE COMPANY FOR THE UNION Xxxxxxx Xxxxxx Xxxxxxx Xxxxxxxx BUSINESS AND OPERATIONS OF NORDIA MEMORANDUM OF AGREEMENT BETWEEN XXXX CANADA AND
Salary and Working Conditions. The hourly rate follows MFA salary scale and the Collective Agreement. The working conditions are those stated in the Collective Agreement. A copy is given to the employee. This Contract comes into effect on: By virtue of which, the parties have signed in Oujé-Bougoumou Employee Director Date APPENDIX D AVAILABILITY LIST (to be completed before April 30th 2014) Name Date of entry APPENDIX E SENIORITY LIST ON MARCH 31, 2014 Earliest date of engagement as a regular or long-term replacement employee Order Names Earliest date of engagement Year Month Day 1 Xxxxx Shecapio Blacksmith 1998 10 26 2 Isabelle Neeposh 2000 04 03 3 Xxxxxxxxx Salt 2005 11 20 4 Xxxxxxxx X. Xxxxx 2005 10 11 5 Xxxxxx Shecapio Blaclksmith 2005 10 31 6 Xxxxx Xxxxxxx-Xxxxx 2007 04 16 7 Xxxxxx Xxxxxx 2008 09 08 8 Xxxxxxxx Xxxxxx 2009 03 09 9 Sophie T. Bosum 2009 03 16 10. Xxxxxx-Xxx Sheshamush 2009 01 04 11. Xxxxxx Xxxxxxxx 2010 08 03 12. Xxxxxxxxx Xxxxxxx 2011 03 30 13. Xxxxx Weizineau 2012 08 27 14. Xxx Xxxxxxxxx 2013 03 25 15. Xxxxxxxx Xxxxxxx 2013 02 25 16. Shania Kudjick 2013 09 30 17. Xxxxxxx Shecapio Blacksmith 2014 03 03
Salary and Working Conditions. The hourly rate follows MFA salary scale and the Collective Agreement. The working conditions are those stated in the Collective Agreement. A copy is given to the employee. This Contract comes into effect on: By virtue of which, the parties have signed in Nemaska Employee Director Date APPENDIX D AVAILABILITY LIST (to be completed before April 30th 2014) Name Date of entry APPENDIX E SENIORITY LIST ON MARCH 31, 2014 Earliest date of engagement as a regular or long-term replacement employee Order Names Earliest date of engagement Year Month Day Administrative Assistant 1 Xxxxxx Meskino 2011 09 6 Educators 1 Charlotte Meskino 1997 09 22 2 Joy Meskino 1999 05 25 3 Liza Wapachee 1999 08 26 4 Olivia Tanoush 2008 12 08 5 April Ottereyes 2009 03 23 6 Xxxxxxx Xxxxxx 2010 04 10 7 Xxxxxx Xxxxx 2010 08 25 8 Xxxxxx Trapper 2011 10 31 10. Xxxxx Sheezo 2012 11 19 11. Xxxx Wapachee 2013 09 13 12. Xxxxx Xxxxxxx 2013 10 13 13. Daisy Tanoush 2014 02 14 Xxxx 1 Xxxx-Xxxx Xxxxxxxxxx 2012 06 12 APPENDIX F HARASSMENT POLICY Purpose This Policy defines what constitutes harassment and the procedure to follow when it occurs. The Centre aims at favouring a workplace respectful of all by preventing and quickly solving cases of harassment. The definition of harassment includes sexual harassment at work as well as harassment related to one of the grounds found in section 10 of the Charter of Human Rights and Freedoms. These grounds are race, colour, sex, pregnancy, sexual orientation, civil status, age except as provided by law, religion, political convictions, language, ethnic or national origin, social condition, a handicap or the use of any means to palliate a handicap. The Policy also includes Psychological Harassment which is defined as vexatious conduct through behaviour, words, repeated actions or gestures, which are hostile and unwanted. Harassment is prejudicial to an employee’s dignity and physical or psychological integrity and creates a negative workplace. A single serious incidence of such behavior that has a lasting harmful effect on an employee may also constitute psychological harassment.
Salary and Working Conditions
