– SENIORITY AND JOB SECURITY. 9.01 (a) Seniority and service for full-time employees shall be defined as the length of continuous service with the Home since the date of last hire, subject to Article 9.03-9.05, 9.17, 9.18 and 11.10 and any other related provision of the Collective Agreement.
– SENIORITY AND JOB SECURITY. (a) Full time seniority and service shall be defined as length of continuous service with the Employer since date of last hire. Part-time employees shall accumulate seniority and service on the basis of fifteen hundred (1500) hours paid with the Home since the date of last hire, equals one (1) year of seniority and service. The Union and the Employer agree to abide by the Ontario Human Rights Code.
– SENIORITY AND JOB SECURITY. 9.01 (a) Seniority for full-time employees shall be defined as length of continuous service with the Employer since date of last hire.
– SENIORITY AND JOB SECURITY. A. School district seniority is defined as service by appointed and contracted employees in the school district in the collective bargaining unit covered by this Agreement. An appointed and contracted employee shall lose all accumulated school district seniority only if he resigns or is discharged for cause, irrespective of whether he is subsequently rehired by the school district.
B. In the event of reduction in force, custodians and maintenance employees shall be laid off consistent with Title 18A: 17-4. All other employees shall be laid off on a last hired first fired basis, subject only to the requirements of any applicable statue.
C. Notice of recall to work shall be addressed to the employee's last address appearing on their records of the school district, by certified mail, return receipt requested. Within fourteen (14) days from receipt of such notice of recall, the employee shall notify the director of the department involved, in writing, whether or not he/she desires to return to work in accordance with the recall. The notice of recall shall specify the date the employee is required to return to work. If he/she fails to reply or if he/she indicates that he/she does not desire to return to such work, he/she shall forfeit all of his/her seniority and all rights to the work involved in the recall notice.
D. Seniority shall not be accumulated during the period of layoff. Upon recall the appointed employee shall have his/her accumulated seniority as of the date of layoff.
E. Overtime assignments shall be allocated according to seniority initially, and then allocated equitably, within each building. In the event of an absence for any reason, overtime must first be offered to the appropriate unit member for the first five (5) days of any individual absence before a substitute is used. On the sixth (6) day and beyond a substitute may be utilized.
F. Seniority lists for each building shall be posted in each building.
G. No employee shall receive an overtime assignment to fill in for his regular job. In such a potential instance, the employee's position on the seniority list shall be interchanged with the next senior employee on said list.
H. In the event that an employee is called back for an overtime assignment and cannot be reached; he/she will be first recalled in the next available instance.
I. No employee shall be disciplined, reprimanded, reduced in rank or compensation without just cause, excepting that nothing in this clause shall be construed as ...
– SENIORITY AND JOB SECURITY. 9.01 (a) Subject to Articles 9.03-9.05, 9.17, 9.18 and 11.09: “Seniority for full-time employees shall be defined as the length of continuous service in the bargaining unit since date of last hire.” “Service for full-time employees shall be defined as the length of continuous service with all Yee Hong facilities since the date of last hire.”
– SENIORITY AND JOB SECURITY. 9.01 A seniority list of all employees covered by this Agreement shall be posted in January and June of each year. A copy of each revision will be given to the designated employee representative. Full-time employees shall be separated from part-time employees. Challenges as to the accuracy will be accepted for one (1) month from the date of posting of the list. Thereafter it shall be considered to be accurate.
– SENIORITY AND JOB SECURITY. 10.01 A newly employed full-time nurse shall be considered a probationary nurse until she has completed three (3) months of continuous employment. A part-time nurse shall be considered a probationary nurse until she has completed four hundred and fifty (450) hours of service. With the written consent of the nurse, Labour Relations Officer and the Site Executive Director or designate, the probationary period may be extended for a further three (3) months for a full-time nurse, and a further two hundred and twenty five (225) nursing hours for a part- time nurse. If accepted for permanent employment, her seniority shall commence from the date of her employment.
10.02 A seniority list shall be maintained for all nurses covered by this Agreement who have completed their probationary period. A copy of the Seniority List shall be filed with the President of the Local Association, or her designate, and posted in April and October of each year. There shall be separate seniority lists for full- time and part-time nurses. Full-time seniority will be accrued from date of hire subject to Article 10.03. Part-time seniority will be based on the number of hours worked.
10.03 A nurse who changes status shall retain her seniority. A nurse whose status is changed from full-time to part-time shall receive credit for her full seniority on the basis of 1500 hours worked for each year of full-time seniority. A nurse whose status is changed from part-time to full-time shall receive credit for her full seniority on the basis of one year of seniority for each 1500 hours worked. Any time worked in excess of an equivalent shall be pro-rated at the time of transfer.
(a) Seniority shall be retained and accumulated when a nurse is absent from work under the following circumstances:
(i) on an approved leave of absence with pay;
(ii) on an approved leave of absence without pay of sixty (60) continuous calendar days or less;
(iii) when in receipt of paid sick leave, LTD or EI sick benefits;
(iv) When in receipt of WSIB benefits for any injury sustained while in the employ of the Employer; or
(v) When on pregnancy/parental leave in accordance with the
(b) Seniority shall be retained but not accumulated when a nurse is absent from work under the following circumstances:
(i) approved leave of absence without pay of more than sixty (60) continuous calendar days;
(ii) when absent due to illness or disability for a period of one (1) year after her sick leave, LTD or EI sick benefits have been ex...
– SENIORITY AND JOB SECURITY. 12.01 The probationary period for all nurses shall be four hundred and fifty (450) hours worked from the date of last hire. If retained after the probationary period, the employee(s) seniority will be dated as of the date of last hire. With the written consent of the Home, the probationary nurse and the Bargaining Unit President, the probationary period may be extended.
12.02 A seniority list shall be established of all employee(s) covered by this Agreement who have completed their probationary period. For part-time employee(s), seniority and service will be established on the basis of two hundred (200) tours (fifteen hundred (1500) hours) of duty being equal to one (1) year of full-time employment. A copy of the seniority list will be filed with the Union after the execution of the Agreement and a revised list will be supplied every six (6) months thereafter in the months of January and July. Once posted an employee will have a period of thirty (30) calendar days from the posting date to make a written complaint about her seniority as recorded. In the absence of such complaint the list shall be deemed to be correct.
(a) In the event of a proposed lay-off at the Home of a long term nature affecting full-time and/or part-time employee(s), the Employer shall:
(i) provide the Union with no less than three (3) months written notice of such lay-off; and
(ii) meet with the Union to review the following:
(1) the reasons causing the lay-off;
(2) the service which the Employer will undertake after the lay- off;
(3) the method of implementation including the areas of cut- back and the employee(s) to be laid off. A long-term lay-off shall be defined as a lay-off of thirteen (13) or more weeks.
(b) In the event of a proposed temporary lay-off at the Home, a bed cutback or a cutback in service, the Employer shall provide the Union with reasonable notice. If requested, the Employer shall meet with the Union to review the effect on employee(s) in the bargaining unit.
(c) Any agreement between the Employer and the Union resulting from the review above concerning the method of implementation will take precedence over the terms of this Article.
(d) In the case of a permanent lay-off, the Employer shall provide to the affected employee(s) no less than three (3) months' written notice of lay-off or pay in lieu thereof. For other lay-offs, the Employer shall give reasonable notice.
(i) A lay-off shall be defined as any reduction of an employee(s) hours of work, reduction in pa...
– SENIORITY AND JOB SECURITY. A. After a probationary period of 30 work days an employee may not be discharged without good and sufficient cause.
B. Seniority based on the seniority lists provided for in this section, shall govern all reductions and increases in the working force, including layoffs and rehires. A seniority list for employees covered by this Agreement, shall be maintained by the District as follows: The names of all present regular employees shall be placed on the seniority list as of the date of their original employment as a regular employee; after 30 work days from the date of hire as a regular employee, a newly hired employee's name shall be added to the seniority list as of the date of such employee's employment as a regular employee.
C. Seniority shall be considered when a vacancy is to be filled and requests for transfers are received at a job fair. Notice of all summer work opportunities shall be provided to all members. To the extent practicable, five (5) working days will be allowed for employees to bid summer work opportunities. When bidding summer work, employees will be required to indicate their preference for work assignment. Assignment will be based first on seniority and secondly on the preference indicated by the employee. Because the Fourth of July is not a Holiday, cleaners are not scheduled to work and do not get paid for that day. After the last day of school for teachers, employees may choose to work four (4) ten (10)-hours shifts instead of five (5) eight (8)-hour shifts for summer work, if approved by Building Administrator. If the cleaner is scheduled to work the week of the Fourth of July, the maximum number of hours to be worked is thirty-two.
D. Seniority shall prevail when a reduction in force necessitates a layoff. In this event, the last employee in the bargaining unit hired by the District shall be the first employee laid off. Thereafter, if a job opening occurs within the bargaining unit, the most senior employee on layoff shall have the first right to recall into that position.
E. When placed on layoff, an employee is responsible to provide the District with a current mailing address and phone number where he/she can be contacted. If a position becomes available within the bargaining unit, the District will provide written notice of recall to the employee by registered mail, return receipt requested. Within twenty-four (24) hours of receipt of such notice, the employee will be required to contact the District and state his/her intentio...
– SENIORITY AND JOB SECURITY. D.1 In accordance with Article 10.02 (d), seniority lists will be posted and filed electronically with the Bargaining Unit President in January and July of each year.
D.2 An up-to-date seniority list will be utilized whenever a long-term layoff is taking place. The Local Association and Bargaining Unit President will be provided with an electronic copy of this seniority list.
