Training - Attendance Optional. The Corporation and the Union recognize that voluntary training is at the discretion of the Corporation whether on an unpaid basis or paid for at straight-time rates for hours actually involved in the training. However, where the Corporation makes voluntary training available to employees and such training is on a paid basis, the Corporation will offer such training as follows. Employees who are not on shift at the time of the training will only be paid for the hours actually spent in the training. In most cases, this will involve an eight (8) hour shift rather than the normal twelve (12) hour shift configuration. Similarly, employees who are scheduled to work but elect to take voluntary training will only be paid for the hours actually spent in the training. They will, however, be able to use banked statutory holiday time, overtime or vacation time to cover off the difference between the hours spent in training and those they were normally scheduled to work. Alternatively, the Civilian Supervisor will attempt to make it possible for an employee to work part of their shift and have the balance of the shift covered through auxiliary replacements (if operationally warranted) in order to provide the employee with an additional option to maintain full pay. The above provisions and procedures are agreed to on a “without prejudice” basis to the interpretation of the provisions of Schedule “C” of the Collective Agreement governing shift changes for RCMP civilian staff. This Agreement shall be effective the date of ratification of the Memorandum of Agreement. Agreed to this 2nd day of May , 1997. Signed on behalf of the Corporation of the Township of Xxxxxxx: Signed on behalf of the Canadian Union of Public Employees, Local 403: XXXX XXXX “M. Zora” “X. Xxxxx” XXXXXX XXXXX DIRECTOR OF HUMAN RESOURCES PRESIDENT, CUPE 403 LETTER OF UNDERSTANDING Whereas the Township of Xxxxxxx and CUPE Local 403 intend to establish a formal job sharing agreement and whereas the parties agree that job sharing is not a right of employees but an accommodation that may be made to establish an alternative work arrangement enabling two employees to fill a single position, the parties hereby agree that the following shall govern individual agreements approved on behalf of employees. • A “Job Sharing Arrangement” refers to a specific written agreement setting out the names of the participants, the position to be shared, how the duties will be divided, and the terms and conditions which shall apply if the arrangement is to be approved. The written agreement shall be signed off by the Director of Human Resources, CUPE Local 403, and the affected employees. • No “Job Sharing Arrangement” shall be considered or continued which conflicts with the terms of the Collective Agreement, creates significant operational difficulties, service delivery issues or administration complications, or adversely impacts directly on the rights of other employees. • Participation of employees in a Job Sharing Arrangement shall be voluntary. • Participation shall be limited to Regular Full-Time and Regular Part-Time Employees who have completed their probationary period and are considered by the Township to be qualified and capable of undertaking the work of the position proposed for job sharing. • Participation in any Job Sharing Arrangement shall normally be arranged from within the same classification. No employee shall attain a promotion through the approval of a job sharing arrangement although an employee may voluntarily accept a demotion in order to participate in job sharing. • Employees wishing to establish a Job Sharing Arrangement must submit a written proposal to management and the Union outlining the reasons for the arrangement, its feasibility, and operating details necessary to implement it, such as: start date, days and hours worked, absence coverage, and sharing of responsibilities. • Shared positions shall be treated in all respects as though they were single positions with regard to scheduling and job descriptions. • Where a Job Sharing Arrangement has been approved for implementation by the Township, the operating division shall have a trial period of up to sixty (60) working days to determine whether the job sharing agreement is workable. • A regular full-time vacancy created as a result of a Job Sharing Arrangement shall be posted in accordance with the provisions of Article 13.1 of the Collective Agreement although nothing in this Letter of Understanding shall obligate the Township to post and fill positions which are not required. The operating division may, however, delay the final appointment to a job sharing vacancy until such time as the trial period has successfully concluded. • A work schedule will be set out in advance showing days, hours or shifts to be worked by the Job Sharing partners. • During the period of the Job Sharing Arrangement, the accumulation of sick leave, vacation and statutory holiday time shall be pro-rated based on the schedule of hours agreed upon for the participants. Previously accumulated banked vacation, statutory holiday time, sick leave and overtime will not be affected. • Job Sharers shall accumulate seniority on the basis of hours worked. • Job Sharers shall earn increments based on the accumulation of hours equivalent to that of a full-time employee occupying the same classification. • Job Sharing partners shall continue to be entitled to full coverage under the Health and Welfare benefits such as medical, dental, extended health, and group life insurance, but shall be responsible for the additional benefit premium costs associated with the Township employing two employees in one position. • Employees engaged in a Job Sharing Arrangement may work up to the normal weekly hours of work associated with their classification (i.e., 35, 37½, 40 or 42 hours per week) in order to meet the hours specified for the Job Sharing Arrangement and/or to provide sick leave coverage or vacation relief for their partner or to assist occasionally in work overload situations. In doing so, their regular hours of work shall continue to be governed by Article 7 of the Collective Agreement and the employees shall be entitled to the daily overtime rates set out in Article 8.1 for any shifts so scheduled. The intent, however, is not to have job sharing partners working full-time hours on a regular or continuous basis. Job Sharers shall not be entitled to bid on additional regular part-time positions or work in additional auxiliary capacities in order to augment their Job Sharing Arrangement. • A Job Sharing Arrangement may be terminated upon sixty (60) working days’ written notice for the following reasons:
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
Training - Attendance Optional. The Corporation and the Union recognize that voluntary training is at the discretion of the Corporation whether on an unpaid basis or paid for at straight-time rates for hours actually involved in the training. However, where the Corporation makes voluntary training available to employees and such training is on a paid basis, the Corporation will offer such training as follows. Employees who are not on shift at the time of the training will only be paid for the hours actually spent in the training. In most cases, this will involve an eight (8) hour shift rather than the normal twelve (12) hour shift configuration. Similarly, employees who are scheduled to work but elect to take voluntary training will only be paid for the hours actually spent in the training. They will, however, be able to use banked statutory holiday time, overtime or vacation time to cover off the difference between the hours spent in training and those they were normally scheduled to work. Alternatively, the Civilian Supervisor will attempt to make it possible for an employee to work part of their shift and have the balance of the shift covered through auxiliary replacements (if operationally warranted) in order to provide the employee with an additional option to maintain full pay. The above provisions and procedures are agreed to on a “without prejudice” basis to the interpretation of the provisions of Schedule “C” of the Collective Agreement governing shift changes for RCMP civilian staff. This Agreement shall be effective the date of ratification of the Memorandum of Agreement. Agreed to this 2nd day of May , 1997. Signed on behalf of the Corporation of the Township of Xxxxxxx: Signed on behalf of the Canadian Union of Public Employees, Local 403: XXXX XXXX “M. Zora” XXXX XXXX DIRECTOR OF HUMAN RESOURCES “X. Xxxxx” XXXXXX XXXXX DIRECTOR OF HUMAN RESOURCES PRESIDENT, CUPE 403 LETTER OF UNDERSTANDING Whereas the Township of Xxxxxxx and CUPE Local 403 intend to establish a formal job sharing agreement and whereas the parties agree that job sharing is not a right of employees but an accommodation that may be made to establish an alternative work arrangement enabling two employees to fill a single position, the parties hereby agree that the following shall govern individual agreements approved on behalf of employees. • A “Job Sharing Arrangement” refers to a specific written agreement setting out the names of the participants, the position to be shared, how the duties will be divided, and the terms and conditions which shall apply if the arrangement is to be approved. The written agreement shall be signed off by the Director Manager of Human Resources, CUPE Local 403, and the affected employees. • No “Job Sharing Arrangement” shall be considered or continued which conflicts with the terms of the Collective Agreement, creates significant operational difficulties, service delivery issues or administration complications, or adversely impacts directly on the rights of other employees. • Participation of employees in a Job Sharing Arrangement shall be voluntary. • Participation shall be limited to Regular Full-Time and Regular Part-Time Employees who have completed their probationary period and are considered by the Township to be qualified and capable of undertaking the work of the position proposed for job sharing. • Participation in any Job Sharing Arrangement shall normally be arranged from within the same classification. No employee shall attain a promotion through the approval of a job sharing arrangement although an employee may voluntarily accept a demotion in order to participate in job sharing. • Employees wishing to establish a Job Sharing Arrangement must submit a written proposal to management and the Union outlining the reasons for the arrangement, its feasibility, and operating details necessary to implement it, such as: start date, days and hours worked, absence coverage, and sharing of responsibilities. • Shared positions shall be treated in all respects as though they were single positions with regard to scheduling and job descriptions. • Where a Job Sharing Arrangement has been approved for implementation by the Township, the operating division divisions shall have a trial period of up to sixty (60) working days to determine whether the job sharing agreement is workable. • A regular full-time vacancy created as a result of a Job Sharing Arrangement shall be posted in accordance with the provisions of Article 13.1 of the Collective Agreement although nothing in this Letter of Understanding shall obligate the Township to post and fill positions which are not required. The operating division may, however, delay the final appointment to a job sharing vacancy until such time as the trial period has successfully concluded. • A work schedule will be set out in advance showing days, hours or shifts to be worked by the Job Sharing partners. • During the period of the Job Sharing Arrangement, the accumulation of sick leave, vacation and statutory holiday time shall be pro-rated based on the schedule of hours agreed upon for the participants. Previously accumulated banked vacation, statutory holiday time, sick leave and overtime will not be affected. • Job Sharers shall accumulate seniority on the basis of hours worked. • Job Sharers shall earn increments based on the accumulation of hours equivalent to that of a full-time employee occupying the same classification. • Job Sharing partners shall continue to be entitled to full coverage under the Health and Welfare benefits such as medical, dental, extended health, and group life insurance, but shall be responsible for the additional benefit premium costs associated with the Township employing two employees in one position. • Employees engaged in a Job Sharing Arrangement may work up to the normal weekly hours of work associated with their classification (i.e., 35, 37½, 40 or 42 hours per week) in order to meet the hours specified for the Job Sharing Arrangement and/or to provide sick leave coverage or vacation relief for their partner or to assist occasionally in work overload situations. In doing so, their regular hours of work shall continue to be governed by Article 7 of the Collective Agreement and the employees shall be entitled to the daily overtime rates set out in Article 8.1 for any shifts so scheduled. The intent, however, is not to have job sharing partners working full-time hours on a regular or continuous basis. Job Sharers shall not be entitled to bid on additional regular part-time positions or work in additional auxiliary capacities in order to augment their Job Sharing Arrangement. • A Job Sharing Arrangement may be terminated upon sixty (60) working days’ written notice for the following reasons:
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
Training - Attendance Optional. The Corporation and the Union recognize that voluntary training is at the discretion of the Corporation whether on an unpaid basis or paid for at straight-time rates for hours actually involved in the training. However, where the Corporation makes voluntary training available to employees and such training is on a paid basis, the Corporation will offer such training as follows. Employees who are not on shift at the time of the training will only be paid for the hours actually spent in the training. In most cases, this will involve an eight (8) hour shift rather than the normal twelve (12) hour shift configuration. Similarly, employees who are scheduled to work but elect to take voluntary training will only be paid for the hours actually spent in the training. They will, however, be able to use banked statutory holiday time, overtime or vacation time to cover off the difference between the hours spent in training and those they were normally scheduled to work. Alternatively, the Civilian Supervisor will attempt to make it possible for an employee to work part of their shift and have the balance of the shift covered through auxiliary replacements (if operationally warranted) in order to provide the employee with an additional option to maintain full pay. The above provisions and procedures are agreed to on a “without prejudice” basis to the interpretation of the provisions of Schedule “C” of the Collective Agreement governing shift changes for RCMP civilian staff. This Agreement shall be effective the date of ratification of the Memorandum of Agreement. Agreed to this 2nd day of May , 1997. Signed on behalf of the Corporation of the Township of Xxxxxxx: Signed on behalf of the Canadian Union of Public Employees, Local 403: XXXX XXXX “M. ZoraX. Xxxx” “X. Xxxxx” XXXXXX XXXXX DIRECTOR OF HUMAN RESOURCES PRESIDENT, CUPE 403 LETTER OF UNDERSTANDING Whereas the Township of Xxxxxxx and CUPE Local 403 intend to establish a formal job sharing agreement and whereas the parties agree that job sharing is not a right of employees but an accommodation that may be made to establish an alternative work arrangement enabling two employees to fill a single position, the parties hereby agree that the following shall govern individual agreements approved on behalf of employees. • A “Job Sharing Arrangement” refers to a specific written agreement setting out the names of the participants, the position to be shared, how the duties will be divided, and the terms and conditions which shall apply if the arrangement is to be approved. The written agreement shall be signed off by the Director of Human Resources, CUPE Local 403, and the affected employees. • No “Job Sharing Arrangement” shall be considered or continued which conflicts with the terms of the Collective Agreement, creates significant operational difficulties, service delivery issues or administration complications, or adversely impacts directly on the rights of other employees. • Participation of employees in a Job Sharing Arrangement shall be voluntary. • Participation shall be limited to Regular Full-Time and Regular Part-Time Employees who have completed their probationary period and are considered by the Township to be qualified and capable of undertaking the work of the position proposed for job sharing. • Participation in any Job Sharing Arrangement shall normally be arranged from within the same classification. No employee shall attain a promotion through the approval of a job sharing arrangement although an employee may voluntarily accept a demotion in order to participate in job sharing. • Employees wishing to establish a Job Sharing Arrangement must submit a written proposal to management and the Union outlining the reasons for the arrangement, its feasibility, and operating details necessary to implement it, such as: start date, days and hours worked, absence coverage, and sharing of responsibilities. • Shared positions shall be treated in all respects as though they were single positions with regard to scheduling and job descriptions. • Where a Job Sharing Arrangement has been approved for implementation by the Township, the operating division shall have a trial period of up to sixty (60) working days to determine whether the job sharing agreement is workable. • A regular full-time vacancy created as a result of a Job Sharing Arrangement shall be posted in accordance with the provisions of Article 13.1 of the Collective Agreement although nothing in this Letter of Understanding shall obligate the Township to post and fill positions which are not required. The operating division may, however, delay the final appointment to a job sharing vacancy until such time as the trial period has successfully concluded. • A work schedule will be set out in advance showing days, hours or shifts to be worked by the Job Sharing partners. • During the period of the Job Sharing Arrangement, the accumulation of sick leave, vacation and statutory holiday time shall be pro-rated based on the schedule of hours agreed upon for the participants. Previously accumulated banked vacation, statutory holiday time, sick leave and overtime will not be affected. • Job Sharers shall accumulate seniority on the basis of hours worked. • Job Sharers shall earn increments based on the accumulation of hours equivalent to that of a full-time employee occupying the same classification. • Job Sharing partners shall continue to be entitled to full coverage under the Health and Welfare benefits such as medical, dental, extended health, and group life insurance, but shall be responsible for the additional benefit premium costs associated with the Township employing two employees in one position. • Employees engaged in a Job Sharing Arrangement may work up to the normal weekly hours of work associated with their classification (i.e., 35, 37½, 40 or 42 hours per week) in order to meet the hours specified for the Job Sharing Arrangement and/or to provide sick leave coverage or vacation relief for their partner or to assist occasionally in work overload situations. In doing so, their regular hours of work shall continue to be governed by Article 7 of the Collective Agreement and the employees shall be entitled to the daily overtime rates set out in Article 8.1 for any shifts so scheduled. The intent, however, is not to have job sharing partners working full-time hours on a regular or continuous basis. Job Sharers shall not be entitled to bid on additional regular part-time positions or work in additional auxiliary capacities in order to augment their Job Sharing Arrangement. • A Job Sharing Arrangement may be terminated upon sixty (60) working days’ written notice for the following reasons:
Appears in 1 contract
Samples: Collective Agreement
Training - Attendance Optional. The Corporation and the Union recognize that voluntary training is at the discretion of the Corporation whether on an unpaid basis or paid for at straight-time rates for hours actually involved in the training. However, where the Corporation makes voluntary training available to employees and such training is on a paid basis, the Corporation will offer such training as follows. Employees who are not on shift at the time of the training will only be paid for the hours actually spent in the training. In most cases, this will involve an eight (8) hour shift rather than the normal twelve (12) hour shift configuration. Similarly, employees who are scheduled to work but elect to take voluntary training will only be paid for the hours actually spent in the training. They will, however, be able to use banked statutory holiday time, overtime or vacation time to cover off the difference between the hours spent in training and those they were normally scheduled to work. Alternatively, the Civilian Supervisor will attempt to make it possible for an employee to work part of their shift and have the balance of the shift covered through auxiliary replacements (if operationally warranted) in order to provide the employee with an additional option to maintain full pay. The above provisions and procedures are agreed to on a “without prejudice” basis to the interpretation of the provisions of Schedule “C” of the Collective Agreement governing shift changes for RCMP civilian staff. This Agreement shall be effective the date of ratification of the Memorandum of Agreement. Agreed to this 2nd day of May , 1997. Signed on behalf of the Corporation of the Township of Xxxxxxx: Signed on behalf of the Canadian Union of Public Employees, Local 403: XXXX XXXX “M. Zora” “X. Xxxxx” XXXXXX XXXXX DIRECTOR OF HUMAN RESOURCES PRESIDENT, CUPE 403 LETTER OF UNDERSTANDING Whereas the Township of Xxxxxxx and CUPE Local 403 intend to establish a formal job sharing agreement and whereas the parties agree that job sharing is not a right of employees but an accommodation that may be made to establish an alternative work arrangement enabling two employees to fill a single position, the parties hereby agree that the following shall govern individual agreements approved on behalf of employees. • A “Job Sharing Arrangement” refers to a specific written agreement setting out the names of the participants, the position to be shared, how the duties will be divided, and the terms and conditions which shall apply if the arrangement is to be approved. The written agreement shall be signed off by the Director of Human Resources, CUPE Local 403, and the affected employees. • No “Job Sharing Arrangement” shall be considered or continued which conflicts with the terms of the Collective Agreement, creates significant operational difficulties, service delivery issues or administration complications, or adversely impacts directly on the rights of other employees. • Participation of employees in a Job Sharing Arrangement shall be voluntary. • Participation shall be limited to Regular Full-Time and Regular Part-Time Employees who have completed their probationary period and are considered by the Township to be qualified and capable of undertaking the work of the position proposed for job sharing. • Participation in any Job Sharing Arrangement shall normally be arranged from within the same classification. No employee shall attain a promotion through the approval of a job sharing arrangement although an employee may voluntarily accept a demotion in order to participate in job sharing. • Employees wishing to establish a Job Sharing Arrangement must submit a written proposal to management and the Union outlining the reasons for the arrangement, its feasibility, and operating details necessary to implement it, such as: start date, days and hours worked, absence coverage, and sharing of responsibilities. • Shared positions shall be treated in all respects as though they were single positions with regard to scheduling and job descriptions. • Where a Job Sharing Arrangement has been approved for implementation by the Township, the operating division shall have a trial period of up to sixty (60) working days to determine whether the job sharing agreement is workable. • A regular full-time vacancy created as a result of a Job Sharing Arrangement shall be posted in accordance with the provisions of Article 13.1 of the Collective Agreement although nothing in this Letter of Understanding shall obligate the Township to post and fill positions which are not required. The operating division may, however, delay the final appointment to a job sharing vacancy until such time as the trial period has successfully concluded. • A work schedule will be set out in advance showing days, hours or shifts to be worked by the Job Sharing partners. • During the period of the Job Sharing Arrangement, the accumulation of sick leave, vacation and statutory holiday time shall be pro-rated based on the schedule of hours agreed upon for the participants. Previously accumulated banked vacation, statutory holiday time, sick leave and overtime will not be affected. • Job Sharers shall accumulate seniority on the basis of hours worked. • Job Sharers shall earn increments based on the accumulation of hours equivalent to that of a full-time employee occupying the same classification. • Job Sharing partners shall continue to be entitled to full coverage under the Health and Welfare benefits such as medical, dental, extended health, and group life insurance, but shall be responsible for the additional benefit premium costs associated with the Township employing two employees in one position. • Employees engaged in a Job Sharing Arrangement may work up to the normal weekly hours of work associated with their classification (i.e., 35, 37½, 40 or 42 hours per week) in order to meet the hours specified for the Job Sharing Arrangement and/or to provide sick leave coverage or vacation relief for their partner or to assist occasionally in work overload situations. In doing so, their regular hours of work shall continue to be governed by Article 7 of the Collective Agreement and the employees shall be entitled to the daily overtime rates set out in Article 8.1 for any shifts so scheduled. The intent, however, is not to have job sharing partners working full-time hours on a regular or continuous basis. Job Sharers shall not be entitled to bid on additional regular part-time positions or work in additional auxiliary capacities in order to augment their Job Sharing Arrangement. • A Job Sharing Arrangement may be terminated upon sixty (60) working days’ written notice for the following reasons:.
Appears in 1 contract
Samples: Collective Agreement
Training - Attendance Optional. The Corporation and the Union recognize that voluntary training is at the discretion of the Corporation whether on an unpaid basis or paid for at straight-time rates for hours actually involved in the training. However, where the Corporation makes voluntary training available to employees and such training is on a paid basis, the Corporation will offer such training as follows. Employees who are not on shift at the time of the training will only be paid for the hours actually spent in the training. In most cases, this will involve an eight (8) hour shift rather than the normal twelve (12) hour shift configuration. Similarly, employees who are scheduled to work but elect to take voluntary training will only be paid for the hours actually spent in the training. They will, however, be able to use banked statutory holiday time, overtime or vacation time to cover off the difference between the hours spent in training and those they were normally scheduled to work. Alternatively, the Civilian Supervisor will attempt to make it possible for an employee to work part of their shift and have the balance of the shift covered through auxiliary replacements (if operationally warranted) in order to provide the employee with an additional option to maintain full pay. The above provisions and procedures are agreed to on a “without prejudice” basis to the interpretation of the provisions of Schedule “C” of the Collective Agreement governing shift changes for RCMP civilian staff. This Agreement shall be effective the date of ratification of the Memorandum of Agreement. Agreed to this 2nd day of May , 1997. Signed on behalf of the Corporation of the Township of Xxxxxxx: Signed on behalf of the Canadian Union of Public Employees, Local 403: XXXX XXXX “M. Zora” XXXX XXXX DIRECTOR OF HUMAN RESOURCES “X. Xxxxx” XXXXXX XXXXX DIRECTOR OF HUMAN RESOURCES PRESIDENT, CUPE 403 LETTER OF UNDERSTANDING Whereas the Township of Xxxxxxx and CUPE Local 403 intend to establish a formal job sharing agreement and whereas the parties agree that job sharing is not a right of employees but an accommodation that may be made to establish an alternative work arrangement enabling two employees to fill a single position, the parties hereby agree that the following shall govern individual agreements approved on behalf of employees. • A “Job Sharing Arrangement” refers to a specific written agreement setting out the names of the participants, the position to be shared, how the duties will be divided, and the terms and conditions which shall apply if the arrangement is to be approved. The written agreement shall be signed off by the Director Manager of Human Resources, CUPE Local 403, and the affected employees. • No “Job Sharing Arrangement” shall be considered or continued which conflicts with the terms of the Collective Agreement, creates significant operational difficulties, service delivery issues or administration complications, or adversely impacts directly on the rights of other employees. • Participation of employees in a Job Sharing Arrangement shall be voluntary. • Participation shall be limited to Regular Full-Time and Regular Part-Time Employees who have completed their probationary period and are considered by the Township to be qualified and capable of undertaking the work of the position proposed for job sharing. • Participation in any Job Sharing Arrangement shall normally be arranged from within the same classification. No employee shall attain a promotion through the approval of a job sharing arrangement although an employee may voluntarily accept a demotion in order to participate in job sharing. • Employees wishing to establish a Job Sharing Arrangement must submit a written proposal to management and the Union outlining the reasons for the arrangement, its feasibility, and operating details necessary to implement it, such as: start date, days and hours worked, absence coverage, and sharing of responsibilities. • Shared positions shall be treated in all respects as though they were single positions with regard to scheduling and job descriptions. • Where a Job Sharing Arrangement has been approved for implementation by the Township, the operating division divisions shall have a trial period of up to sixty (60) working days to determine whether the job sharing agreement is workable. • A regular full-time vacancy created as a result of a Job Sharing Arrangement shall be posted in accordance with the provisions of Article 13.1 of the Collective Agreement although nothing in this Letter of Understanding shall obligate the Township to post and fill positions which are not required. The operating division may, however, delay the final appointment to a job sharing vacancy until such time as the trial period has successfully concluded. • A work schedule will be set out in advance showing days, hours or shifts to be worked by the Job Sharing partners. • During the period of the Job Sharing Arrangement, the accumulation of sick leave, vacation and statutory holiday time shall be pro-rated based on the schedule of hours agreed upon for the participants. Previously accumulated banked vacation, statutory holiday time, sick leave and overtime will not be affected. • Job Sharers shall accumulate seniority on the basis of hours worked. • Job Sharers shall earn increments based on the accumulation of hours equivalent to that of a full-time employee occupying the same classification. • Job Sharing partners shall continue to be entitled to full coverage under the Health and Welfare benefits such as medical, dental, extended health, and group life insurance, but shall be responsible for the additional benefit premium costs associated with the Township employing two employees in one position. • Employees engaged in a Job Sharing Arrangement may work up to the normal weekly hours of work associated with their classification (i.e., 35, 37½, 40 or 42 hours per week) in order to meet the hours specified for the Job Sharing Arrangement and/or to provide sick leave coverage or vacation relief for their partner or to assist occasionally in work overload situations. In doing so, their regular hours of work shall continue to be governed by Article 7 of the Collective Agreement and the employees shall be entitled to the daily overtime rates set out in Article 8.1 for any shifts so scheduled. The intent, however, is not to have job sharing partners working full-time hours on a regular or continuous basis. Job Sharers shall not be entitled to bid on additional regular part-time positions or work in additional auxiliary capacities in order to augment their Job Sharing Arrangement. • A Job Sharing Arrangement may be terminated upon sixty (60) working days’ written notice for the following reasons:
Appears in 1 contract
Samples: Collective Agreement
Training - Attendance Optional. The Corporation and the Union recognize that voluntary training is at the discretion of the Corporation whether on an unpaid basis or paid for at straight-time rates for hours actually involved in the training. However, where the Corporation makes voluntary training available to employees and such training is on a paid basis, the Corporation will offer such training as follows. Employees who are not on shift at the time of the training will only be paid for the hours actually spent in the training. In most cases, this will involve an eight (8) hour shift rather than the normal twelve (12) hour shift configuration. Similarly, employees who are scheduled to work but elect to take voluntary training will only be paid for the hours actually spent in the training. They will, however, be able to use banked statutory holiday time, overtime or vacation time to cover off the difference between the hours spent in training and those they were normally scheduled to work. Alternatively, the Civilian Supervisor will attempt to make it possible for an employee to work part of their shift and have the balance of the shift covered through auxiliary replacements (if operationally warranted) in order to provide the employee with an additional option to maintain full pay. The above provisions and procedures are agreed to on a “without prejudice” basis to the interpretation of the provisions of Schedule “C” of the Collective Agreement governing shift changes for RCMP civilian staff. This Agreement shall be effective the date of ratification of the Memorandum of Agreement. Agreed to this 2nd day of May , 1997. Signed on behalf of the Corporation of the Township of Xxxxxxx: Signed on behalf of the Canadian Union of Public Employees, Local 403: “X. Xxxx” XXXX XXXX “M. Zora” DIRECTOR OF HUMAN RESOURCES “X. Xxxxx” XXXXXX XXXXX DIRECTOR OF HUMAN RESOURCES PRESIDENT, CUPE 403 LETTER OF UNDERSTANDING Whereas the Township of Xxxxxxx and CUPE Local 403 intend to establish a formal job sharing agreement and whereas the parties agree that job sharing is not a right of employees but an accommodation that may be made to establish an alternative work arrangement enabling two employees to fill a single position, the parties hereby agree that the following shall govern individual agreements approved on behalf of employees. • A “Job Sharing Arrangement” refers to a specific written agreement setting out the names of the participants, the position to be shared, how the duties will be divided, and the terms and conditions which shall apply if the arrangement is to be approved. The written agreement shall be signed off by the Director Manager of Human Resources, CUPE Local 403, and the affected employees. • No “Job Sharing Arrangement” shall be considered or continued which conflicts with the terms of the Collective Agreement, creates significant operational difficulties, service delivery issues or administration complications, or adversely impacts directly on the rights of other employees. • Participation of employees in a Job Sharing Arrangement shall be voluntary. • Participation shall be limited to Regular Full-Time and Regular Part-Time Employees who have completed their probationary period and are considered by the Township to be qualified and capable of undertaking the work of the position proposed for job sharing. • Participation in any Job Sharing Arrangement shall normally be arranged from within the same classification. No employee shall attain a promotion through the approval of a job sharing arrangement although an employee may voluntarily accept a demotion in order to participate in job sharing. • Employees wishing to establish a Job Sharing Arrangement must submit a written proposal to management and the Union outlining the reasons for the arrangement, its feasibility, and operating details necessary to implement it, such as: start date, days and hours worked, absence coverage, and sharing of responsibilities. • Shared positions shall be treated in all respects as though they were single positions with regard to scheduling and job descriptions. • Where a Job Sharing Arrangement has been approved for implementation by the Township, the operating division divisions shall have a trial period of up to sixty (60) working days to determine whether the job sharing agreement is workable. • A regular full-time vacancy created as a result of a Job Sharing Arrangement shall be posted in accordance with the provisions of Article 13.1 of the Collective Agreement although nothing in this Letter of Understanding shall obligate the Township to post and fill positions which are not required. The operating division may, however, delay the final appointment to a job sharing vacancy until such time as the trial period has successfully concluded. • A work schedule will be set out in advance showing days, hours or shifts to be worked by the Job Sharing partners. • During the period of the Job Sharing Arrangement, the accumulation of sick leave, vacation and statutory holiday time shall be pro-rated based on the schedule of hours agreed upon for the participants. Previously accumulated banked vacation, statutory holiday time, sick leave and overtime will not be affected. • Job Sharers shall accumulate seniority on the basis of hours worked. • Job Sharers shall earn increments based on the accumulation of hours equivalent to that of a full-time employee occupying the same classification. • Job Sharing partners shall continue to be entitled to full coverage under the Health and Welfare benefits such as medical, dental, extended health, and group life insurance, but shall be responsible for the additional benefit premium costs associated with the Township employing two employees in one position. • Employees engaged in a Job Sharing Arrangement may work up to the normal weekly hours of work associated with their classification (i.e., 35, 37½, 40 or 42 hours per week) in order to meet the hours specified for the Job Sharing Arrangement and/or to provide sick leave coverage or vacation relief for their partner or to assist occasionally in work overload situations. In doing so, their regular hours of work shall continue to be governed by Article 7 of the Collective Agreement and the employees shall be entitled to the daily overtime rates set out in Article 8.1 for any shifts so scheduled. The intent, however, is not to have job sharing partners working full-time hours on a regular or continuous basis. Job Sharers shall not be entitled to bid on additional regular part-time positions or work in additional auxiliary capacities in order to augment their Job Sharing Arrangement. • A Job Sharing Arrangement may be terminated upon sixty (60) working days’ written notice for the following reasons:
Appears in 1 contract
Samples: Collective Agreement
Training - Attendance Optional. The Corporation and the Union recognize that voluntary training is at the discretion of the Corporation whether on an unpaid basis or paid for at straight-time straight‐time rates for hours actually involved in the training. However, where the Corporation makes voluntary training available to employees and such training is on a paid basis, the Corporation will offer such training as follows. Employees who are not on shift at the time of the training will only be paid for the hours actually spent in the training. In most cases, this will involve an eight (8) hour shift rather than the normal twelve (12) hour shift configuration. Similarly, employees who are scheduled to work but elect to take voluntary training will only be paid for the hours actually spent in the training. They will, however, be able to use banked statutory holiday time, overtime or vacation time to cover off the difference between the hours spent in training and those they were normally scheduled to work. Alternatively, the Civilian Supervisor will attempt to make it possible for an employee to work part of their shift and have the balance of the shift covered through auxiliary replacements (if operationally warranted) in order to provide the employee with an additional option to maintain full pay. The above provisions and procedures are agreed to on a “without prejudice” basis to the interpretation of the provisions of Schedule “C” of the Collective Agreement governing shift changes for RCMP civilian staff. This Agreement shall be effective the date of ratification of the Memorandum of Agreement. Agreed to this 2nd day of May , 1997. Signed on behalf of the Corporation of the Township of Xxxxxxx: Signed on behalf of the Canadian Union of Public Employees, Local 403: XXXX XXXX “M. ZoraX. Xxxx” XXXXXX XXXXX “X. Xxxxx” XXXXXX XXXXX DIRECTOR OF HUMAN RESOURCES PRESIDENT, CUPE 403 LETTER OF UNDERSTANDING Whereas the Township of Xxxxxxx and CUPE Local 403 intend to establish a formal job sharing agreement and whereas the parties agree that job sharing is not a right of employees but an accommodation that may be made to establish an alternative work arrangement enabling two employees to fill a single position, the parties hereby agree that the following shall govern individual agreements approved on behalf of employees. • A “Job Sharing Arrangement” refers to a specific written agreement setting out the names of the participants, the position to be shared, how the duties will be divided, and the terms and conditions which shall apply if the arrangement is to be approved. The written agreement shall be signed off by the Director Manager of Human Resources, CUPE Local 403, and the affected employees. • No “Job Sharing Arrangement” shall be considered or continued which conflicts with the terms of the Collective Agreement, creates significant operational difficulties, service delivery issues or administration complications, or adversely impacts directly on the rights of other employees. • Participation of employees in a Job Sharing Arrangement shall be voluntary. • Participation shall be limited to Regular Full-Time Full‐Time and Regular Part-Time Part‐Time Employees who have completed their probationary period and are considered by the Township to be qualified and capable of undertaking the work of the position proposed for job sharing. • Participation in any Job Sharing Arrangement shall normally be arranged from within the same classification. No employee shall attain a promotion through the approval of a job sharing arrangement although an employee may voluntarily accept a demotion in order to participate in job sharing. • Employees wishing to establish a Job Sharing Arrangement must submit a written proposal to management and the Union outlining the reasons for the arrangement, its feasibility, and operating details necessary to implement it, such as: start date, days and hours worked, absence coverage, and sharing of responsibilities. • Shared positions shall be treated in all respects as though they were single positions with regard to scheduling and job descriptions. • Where a Job Sharing Arrangement has been approved for implementation by the Township, the operating division divisions shall have a trial period of up to sixty (60) working days to determine whether the job sharing agreement is workable. • A regular full-time full‐time vacancy created as a result of a Job Sharing Arrangement shall be posted in accordance with the provisions of Article 13.1 of the Collective Agreement although nothing in this Letter of Understanding shall obligate the Township to post and fill positions which are not required. The operating division may, however, delay the final appointment to a job sharing vacancy until such time as the trial period has successfully concluded. • A work schedule will be set out in advance showing days, hours or shifts to be worked by the Job Sharing partners. • During the period of the Job Sharing Arrangement, the accumulation of sick leave, vacation and statutory holiday time shall be pro-rated pro‐rated based on the schedule of hours agreed upon for the participants. Previously accumulated banked vacation, statutory holiday time, sick leave and overtime will not be affected. • Job Sharers shall accumulate seniority on the basis of hours worked. • Job Sharers shall earn increments based on the accumulation of hours equivalent to that of a full-full‐ time employee occupying the same classification. • Job Sharing partners shall continue to be entitled to full coverage under the Health and Welfare benefits such as medical, dental, extended health, and group life insurance, but shall be responsible for the additional benefit premium costs associated with the Township employing two employees in one position. • Employees engaged in a Job Sharing Arrangement may work up to the normal weekly hours of work associated with their classification (i.e., 35, 37½, 40 or 42 hours per week) in order to meet the hours specified for the Job Sharing Arrangement and/or to provide sick leave coverage or vacation relief for their partner or to assist occasionally in work overload situations. In doing so, their regular hours of work shall continue to be governed by Article 7 of the Collective Agreement and the employees shall be entitled to the daily overtime rates set out in Article 8.1 for any shifts so scheduled. The intent, however, is not to have job sharing partners working full-time full‐time hours on a regular or continuous basis. Job Sharers shall not be entitled to bid on additional regular part-time part‐time positions or work in additional auxiliary capacities in order to augment their Job Sharing Arrangement. • A Job Sharing Arrangement may be terminated upon sixty (60) working days’ written notice for the following reasons:
(a) the employment of a Job Sharing partner terminates, or
(b) a party to the arrangement applies for a vacancy and is appointed, or
(c) service delivery issues or administrative complications for the Township. Nothing in this Letter of Understanding shall require the Township to continue a position which is no longer required nor shall it limit the rights of the Township pursuant to Article 2.1 of the Collective Agreement. Where notice to terminate a Job Sharing Arrangement has been given because of one partner terminating, the remaining partner may use the sixty (60) day notice period to locate a qualified and capable individual to continue the Job Sharing Arrangement. In the event a qualified and capable individual cannot be found, one of the following will transpire:
(a) the remaining partner will become the regular full‐time incumbent; or
(b) the position will be posted if the remaining partner elects to resign rather than to accept the increase in hours; or
(c) upon approval of the Division Director that the Township wishes in this instance to continue with a job sharing arrangement the remaining partner shall have the following option available:
1. If after the 60 day notice period, a qualified and capable individual (RFT or RPT status) cannot be found, the remaining partner will have the opportunity to discuss with their Division Director the option of posting the “job share” arrangement as per the posting process outlined in the Collective Agreement. Posting of the “job sharing” arrangement will be subject to the Division Director’s approval and the Departments/Divisions operational requirements. If this option is not exercised by the remaining partner within 10 working days following the 60 day notice period, the remaining partner will become the regular full‐time incumbent or the position will be posted if the remaining partner elects to resign rather than to accept the increase in hours.
2. If a job sharing arrangement is posted as per #1 above, any Township employee (RFT, RPT and Auxiliary) who has completed their probationary period (with the exception of auxiliary) shall be eligible to apply for the job sharing arrangement. In the event an auxiliary employee is the successful applicant in the position, the auxiliary employee’s status will remain as an auxiliary and receive benefits as per Article 9.6(a) until such time that they post into a RFT or RPT position. In the event an RPT or RFT employee with the required knowledge, ability and skills fills the job sharing arrangement, upon acceptance of the job sharing arrangement the RPT or RFT position that they held prior to the acceptance of the job sharing arrangement shall be posted as per Article 13.1.
3. If a job sharing arrangement is posted as per #1 above, and there are not qualified candidates with the required knowledge, ability and skills to fill the job sharing arrangement the remaining partner will become the regular full‐time incumbent or the position will be posted if the remaining partner elects to resign rather than to accept the increase in hours. Given that job sharing is an accommodation and not a right under the Collective Agreement, conflicts arising from the interpretation or application of Job Sharing Arrangements shall not be considered as grievances and shall, instead, be subject to discussion between the Township of Xxxxxxx and CUPE Local 403 as part of the Labour/Management Committee. The parties recognize that Regular Full‐Time and Regular Part‐Time Employees engaged in an approved Job Sharing Arrangement shall, except as modified herein, be considered as regular employees for application of the Collective Agreement. This Agreement shall be effective from the date of signing. Agreed to this 30 day of Aug. 2004. Signed for the Corporation of the Township of Xxxxxxx: Signed for the Canadian Union of Public Employees, Local 403: “Xxxxxxx Xxxxxx‐Xxxxxx” Xxxxxxx Xxxxxx‐Xxxxxx Xxxx Xxxxxxxx “X. Xxxxxxxx” Manager, Human Resources President, CUPE Local 403
Appears in 1 contract
Samples: Collective Agreement
Training - Attendance Optional. The Corporation and the Union recognize that voluntary training is at the discretion of the Corporation whether on an unpaid basis or paid for at straight-time rates for hours actually involved in the training. However, where the Corporation makes voluntary training available to employees and such training is on a paid basis, the Corporation will offer such training as follows. Employees who are not on shift at the time of the training will only be paid for the hours actually spent in the training. In most cases, this will involve an eight (8) hour shift rather than the normal twelve (12) hour shift configuration. Similarly, employees who are scheduled to work but elect to take voluntary training will only be paid for the hours actually spent in the training. They will, however, be able to use banked statutory holiday time, overtime or vacation time to cover off the difference between the hours spent in training and those they were normally scheduled to work. Alternatively, the Civilian Supervisor will attempt to make it possible for an employee to work part of their shift and have the balance of the shift covered through auxiliary replacements (if operationally warranted) in order to provide the employee with an additional option to maintain full pay. The above provisions and procedures are agreed to on a “without prejudice” basis to the interpretation of the provisions of Schedule “C” of the Collective Agreement governing shift changes for RCMP civilian staff. This Agreement shall be effective the date of ratification of the Memorandum of Agreement. Agreed to this 2nd day of May , 1997. Signed on behalf of the Corporation of the Township of Xxxxxxx: Signed on behalf of the Canadian Union of Public Employees, Local 403: XXXX XXXX “M. Zora” “X. Xxxxx” XXXXXX XXXXX DIRECTOR OF HUMAN RESOURCES PRESIDENT, CUPE 403 LETTER OF UNDERSTANDING Whereas the Township of Xxxxxxx and CUPE Local 403 intend to establish a formal job sharing agreement and whereas the parties agree that job sharing is not a right of employees but an accommodation that may be made to establish an alternative work arrangement enabling two employees to fill a single position, the parties hereby agree that the following shall govern individual agreements approved on behalf of employees. • A “Job Sharing Arrangement” refers to a specific written agreement setting out the names of the participants, the position to be shared, how the duties will be divided, and the terms and conditions which shall apply if the arrangement is to be approved. The written agreement shall be signed off by the Director of Human Resources, CUPE Local 403, and the affected employees. • No “Job Sharing Arrangement” shall be considered or continued which conflicts with the terms of the Collective Agreement, creates significant operational difficulties, service delivery issues or administration complications, or adversely impacts directly on the rights of other employees. • Participation of employees in a Job Sharing Arrangement shall be voluntary. • Participation shall be limited to Regular Full-Time and Regular Part-Time Employees who have completed their probationary period and are considered by the Township to be qualified and capable of undertaking the work of the position proposed for job sharing. • Participation in any Job Sharing Arrangement shall normally be arranged from within the same classification. No employee shall attain a promotion through the approval of a job sharing arrangement although an employee may voluntarily accept a demotion in order to participate in job sharing. • Employees wishing to establish a Job Sharing Arrangement must submit a written proposal to management and the Union outlining the reasons for the arrangement, its feasibility, and operating details necessary to implement it, such as: start date, days and hours worked, absence coverage, and sharing of responsibilities. • Shared positions shall be treated in all respects as though they were single positions with regard to scheduling and job descriptions. • Where a Job Sharing Arrangement has been approved for implementation by the Township, the operating division shall have a trial period of up to sixty (60) working days to determine whether the job sharing agreement is workable. • A regular full-time vacancy created as a result of a Job Sharing Arrangement shall be posted in accordance with the provisions of Article 13.1 of the Collective Agreement although nothing in this Letter of Understanding shall obligate the Township to post and fill positions which are not required. The operating division may, however, delay the final appointment to a job sharing vacancy until such time as the trial period has successfully concluded. • A work schedule will be set out in advance showing days, hours or shifts to be worked by the Job Sharing partners. • During the period of the Job Sharing Arrangement, the accumulation of sick leave, vacation and statutory holiday time shall be pro-rated based on the schedule of hours agreed upon for the participants. Previously accumulated banked vacation, statutory holiday time, sick leave and overtime will not be affected. • Job Sharers shall accumulate seniority on the basis of hours worked. • Job Sharers shall earn increments based on the accumulation of hours equivalent to that of a full-time employee occupying the same classification. • Job Sharing partners shall continue to be entitled to full coverage under the Health and Welfare benefits such as medical, dental, extended health, and group life insurance, but shall be responsible for the additional benefit premium costs associated with the Township employing two employees in one position. • Employees engaged in a Job Sharing Arrangement may work up to the normal weekly hours of work associated with their classification (i.e., 35, 37½, 40 or 42 hours per week) in order to meet the hours specified for the Job Sharing Arrangement and/or to provide sick leave coverage or vacation relief for their partner or to assist occasionally in work overload situations. In doing so, their regular hours of work shall continue to be governed by Article 7 of the Collective Agreement and the employees shall be entitled to the daily overtime rates set out in Article 8.1 for any shifts so scheduled. The intent, however, is not to have job sharing partners working full-time hours on a regular or continuous basis. Job Sharers shall not be entitled to bid on additional regular part-time positions or work in additional auxiliary capacities in order to augment their Job Sharing Arrangement. • A Job Sharing Arrangement may be terminated upon sixty (60) working days’ written notice for the following reasons:
Appears in 1 contract
Samples: Collective Agreement
