Common use of Volunteers Clause in Contracts

Volunteers. The use of volunteers to do bargaining unit work shall not be expanded beyond the extent of existing practice as of June of the joint job security committee must be con- vened at least three weeks to the initiation of such a drive. Ratio of - to - - - At the time of considering whether or not to alter the ratio of to in any department, the Hospital agrees to consult with the Union in advance of any decision being made and, again in advance of any being made, the senior administrator of the Hospital agrees to meet with and to entertain submissions from the Union with respect to the merits of maintaining the existing ratio. addition to the above process and apart from it where a change in the planned by the Hospital and it does not arise because of employee retirement, resignation or death then it can only be carried out a and complete dis- closure to the Union of the plan of the Hospital and the reasons for it. After full and complete disclosure to the Union the Hospital and Union are to meet and discuss the plan and the reasons with a view to possibly modifying them including main- taining the existing ratio,, The planned change in the ratio cannot be implemented by the for a period of forty-five days from the date of full and complete disclosure -to the Union: and only implemented if there has been the consultative process required by this clause out in good faith by the Hospital. Technological Change means the automation of equipment, or the automation of operations, or the replacement of existing equipment or machinery with new equip- ment or machinery which results in the displacement of an employee from his/her regular Where the Hospital has decided to introduce a change which will significantly alter the status of an employee within the bargaining unit, the Hospital undertakes to meet with the Union to consider the of adverse effects (if any) upon the employees concerned. Where new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employees shall be given a period of training, with due consideration being given to the employee's age and previous educational background, during which they may perfect or acquire the skills necessitated by the new method of operation. The employer will assume the cost of tuition and travel. There shall be no reduction in wage or salary rates during the training period of any such employee. Training shall be given during the hours of work whenever possible and may extend for up to six months. Employees with one or more years of continuous service who are subject to lay-off under conditions referred to above, will be given notice of the impending change n employment status at the earliest reasonable time in keeping with the notification to the Union as set out above and the requirements the applicable legislation. Employees who are pregnant shall not be required to operate At their request, the employer shall relocate such employees to other appropriate work without loss of employment benefits, but at the wage rate of the job in which the employee is relocated. The determination of the appropriate alternative work shall be at the discretion of the Employer and such discretion not be in an arbitrary or

Volunteers. The use of volunteers to do perform bargaining unit work shall not be expanded beyond the extent extend of existing practice as of June of the joint job security committee must be con- vened at least three weeks to the initiation of such a drive. Ratio of - to - - - At A t the time of considering whether or not to alter the ratio of to in any department, the Hospital agrees to consult with the Union in advance of any decision being made and, again in advance of any being made, the senior administrator of the Hospital agrees to meet with and to entertain submissions from the Union with respect to the merits of maintaining the existing ratio. In addition to the above process and apart from it where a change in the ratio is planned by the Hospital and it does not arise because of employee retirement, resignation or death then it can only be carried out following a full and complete dis- closure to the Union of the plan of the Hospital and the reasons for it. After full and complete disclosure to the Union the Hospital and Union are to meet and discuss the plan and the reasons with a view to possibly modifying them including main- taining the existing ratio,, . The planned change in the ratio cannot be implemented by the Hospital for a period of forty-five days from the date of full and complete disclosure -to to the Union: ; and only implemented if there has been the consultative process required by this clause carried out in good faith by the Hospital. Hospital Technological Change change means the automation of equipment, or the mechanization or automation of operations, or the replacement of existing equipment or machinery with new equip- ment or machinery which results in the displacement of an employee from his/her regular job. Where the Hospital has decided to introduce a technologi- cal change which will significantly alter the status of an employee within the bargaining unit, the Hospital undertakes to meet with the Union to consider the minimizing of adverse effects (if any) upon the employees concerned. Where new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employees shall be given a period of training, with due consideration being given to the employee's age and previous educational background, during which they may perfect or acquire the skills necessitated by the new method of operationopera- tion. The employer will assume the cost of tuition and travel. There shall be no reduction in wage or salary rates during the training period of any such employee. Training shall be given during the hours of work whenever possible and may extend for up to six months. Employees with one or more years of continuous service ser- vice who are subject to lay-off layoff under conditions referred to above, will be given notice of the impending change n employment in employ- ment status at the earliest reasonable time in keeping with the notification to the Union as set out above and the requirements of the applicable legislation. Employees who are pregnant shall not be required to operate oper- ate At their request, the employer Employer shall temporarily relocate such employees to other appropriate work without loss of employment benefits, but at the wage rate of the job in which the employee is relocated. .' The determination of the appropriate alternative work shall be at the discretion of the Employer and such discretion shall not be exercised in an arbitrary oror discriminatory manner. If such work is not available or the employee does not wish to accept the alternative work, the employee may be placed on unpaid leave of absence. Each employee required to use a more than four hours per day, shall be given eye examinations at the beginning of employment or assignment to and every twelve months thereafter. The eye examinations shall be paid by the Hospital where not covered by

Volunteers. The use of volunteers to do perform bargaining unit work shall not be expanded beyond the extent of existing practice as of June of the local joint job security committee must be con- vened at least three weeks prior to the initiation of such a drive. Ratio - Ra-tio of - to - - - t-o At the time of considering whether or not to alter the ratio of R.N.' s to in any department, the Hospital agrees to consult with the Union in advance of any decision being made and, again in advance of any decision being made, the senior administrator of the Hospital agrees to meet with and to entertain submissions from the Union with respect to the merits of maintaining the existing ratio. In addition to the above process and apart from it where a change in the ratio is planned by the Hospital and it does not arise because of employee retirement, resignation or death then it can only be carried out following a full and complete dis- closure disclosure to the Union of the plan of the Hospital and the reasons for it. After full and complete disclosure to the Union the Hospital and Union are to meet and discuss the plan and the reasons with a view to possibly modifying them including main- taining maintaining the existing ratio,, . The planned change in the ratio cannot be implemented by the Hospital for a period of forty-five days from the date of full and complete disclosure -to to the Union: and only implemented if there has been the consultative process required by this clause carried out in good faith by the Hospital. Technological Change change means the automation of equipment, or the or automation of operations, or the replacement of existing equipment or machinery with new equip- ment or machinery which results in the displacement of an employee from his/her regular job. Where the Hospital has decided to introduce a technologi- cal change which will significantly alter the status of an employee within the bargaining unit, the Hospital undertakes to meet with the Union to consider the of adverse effects (if any) upon the employees concerned. Where new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employees shall be given a period of training, with due consideration being given to the employee's age and previous educational background, during which they may perfect or acquire the skills necessitated by the new method of operationopera- tion. The employer will assume the cost of tuition and travel. There shall be no reduction in wage or salary rates during the training period of any such employee. Training shall be given during the hours of work whenever possible and may extend for up to six months. Employees with one or more years of continuous service who are subject to lay-off layoff under conditions referred to above, will be given notice of the impending change n employment in employ- ment status at the earliest reasonable time in keeping with the notification to the Union as set out above and the requirements of the applicable legislation. Employees who are pregnant shall not be required to operate At their request, the employer Employer shall temporarily relocate such employees to other appropriate work without loss of employment benefits, but at the wage rate of the job in which the employee is relocated. The determination of the appropriate alternative work shall be at the discretion of the Employer and such discretion shall not be exercised in an arbitrary oror discriminatory manner. If such work is not available or if the employee does not wish to accept the alternative work, the employee may be placed on unpaid leave of absence. Each employee required to use a more than four hours per day, shall be given eye examinations at the beginning of employment or assignment to and every twelve months thereafter. The eye examinations shall be paid for by the Hospital where not covered by Be-rea-vem-ent- Leave An employee who notifies the Hospital as soon as possible following a bereavement shall be granted up to three consec- utive days off, without loss of his regular pay for his scheduled hours from the date of death up to and including the date of the funeral of a member of his immediate family. "Immediate family" means parent, brother, sister, spouse, son, daughter, son-in-law, daughter-in-law, mother-in-law, in-law, brother-in-law, sister-in-law, grandparent, grandchild, guardian or step-parent. Educatio-n- Leave

Volunteers. The use of volunteers to do per-form bargaining unit work shall not be expanded beyond the extent of existing practice as of June Where a Hospital plans a drive to increase the number of the Union must be given at least thirty days' notice of these plans and a special meeting of the local joint job security committee must be con- vened at least three weeks prior to the initiation of such a drive. Ratio of - to - - - -to -.--'- At the time of considering whether or not to alter the ratio of to in any department, the Hospital agrees to consult with the Union in advance of any decision being made and, again in advance of any decision being made, the senior administrator of the Hospital agrees to meet with and to entertain submissions from the Union with respect to the merits of maintaining the existing ratio. addition to the above process and apart from it where a change in the planned by the Hospital and it does not arise because of employee retirement, resignation or death then it can only be carried out a and complete dis- closure to the Union of the plan of the Hospital and the reasons for it. After full and complete disclosure to the Union the Hospital and Union are to meet and discuss the plan and the reasons rea- son with a view to possibly modifying them including main- taining maintaining the existing ratio,, . The planned change in the ratio cannot be implemented by the Hospital for a period of forty-five days from the date of full and complete disclosure -to to the Union: ; and only implemented if there has been the consultative process required by this clause carried out in good faith by the Hospital. TECHNOLOGICAL Technological Change means the automation of equipment, or the 0 r automation of operations, or the replacement of existing equipment or machinery with new equip- ment or machinery which results in the displacement of an employee from his/her regular job. Where the Hospital has decided to introduce a technolog- ical change which will significantly alter the status of an employee within the bargaining unit, the Hospital undertakes to meet with the Union to consider the of adverse effects (if any) upon the employees concerned. Where new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employees shall be given a period of training, with due consideration being given to the employee's age and previous educational background, during which they may perfect or acquire the skills necessitated by the new method of operationopera- tion. The employer Employer will assume the cost of tuition and travel. There shall be no reduction in wage or salary rates during the training period of any such employee. , Training shall be given during the hours of work whenever possible and may extend for up to six months. Employees with one or more years of continuous service ser- vice who are subject to lay-off under conditions referred to above,, will be given notice of the impending change n employment in employ- ment status at the earliest reasonable time in keeping with the notification to the Union as set out above and the requirements of the applicable legislation. Employees who are pregnant shall not be required to operate oper- ate At their request, the employer shall temporarily relocate such employees to other appropriate work without loss of employment benefits, but at the wage rate of the job in which the employee is relocated. The determination of the appropriate alternative work shall be at the discretion of the Employer and such discretion not be exercised in an arbitrary oror dis- criminatory manner. If such work is not available or if the employee does not wish to accept the alternative work, the employee may be on unpaid leave of absence. Each employee required to use a more than four hours per day, shall be given eye examinations at the beginning of employment or assignment to and every twelve months thereafter. The eye examinations shall be paid for by the Hospital where not covered by LEAVES OF ABSENCE

Volunteers. The use of volunteers to do perform bargaining unit work shall not be expanded beyond the extent of existing practice as of June March Where a Hospital plans a drive to increase the number of volunteers, the Union must be given at least thirty (30) notice of these plans and a special meeting of the local joint job security committee must be con- vened convened at least three (3) weeks prior to the initiation of such a drive. Ratio of - to - - - At Not applicable In the time of considering whether or not to alter the ratio of to in any department, event that the Hospital agrees plans to consult with change vacant full-time positions to part-time positions or if it plans to contract out work done by members of the bargaining unit, no action should be taken until the Union in advance of any decision being made and, again in advance of any being made, the senior administrator of the Hospital agrees is informed and provided with an opportunity to meet with and to entertain submissions from the Union with respect to the merits of maintaining the existing ratio. addition to the above process and apart from it where a change in the planned by the Hospital and it does not arise because of employee retirement, resignation or death then it can only be carried out a and complete dis- closure to the Union of the plan of the Hospital and the reasons for it. After full and complete disclosure to the Union the Hospital and Union are to meet and discuss the plan and the reasons plans with a view to possibly modifying them including main- taining the existing ratio,, The planned change in the ratio cannot be implemented by the for a period of forty-five days from the date of full and complete disclosure -to the Union: and only implemented if there has been the consultative process required by this clause out in good faith by the Hospital. Technological Change change means the automation of equipment, or the mechanization or automation of operations, or the replacement of existing equipment or machinery with new equip- ment equipment or machinery which results in the displacement of an employee from his/her his regular job. Where the Hospital has decided to introduce a change which will significantly alter the status of an employee within the bargaining unittechnological change, the Hospital undertakes to meet with the Union to consider the minimization of adverse effects on the status of an employee (if any) upon the employees concerned. Where new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employees shall be given a period of training, with due consideration being given to the employee's age and previous educational background, during which they may perfect or acquire the skills necessitated by the new method of operation. The employer will assume the cost of tuition and travel. There shall be no reduction in wage or salary rates during the training period of any such employee. Training shall be given during the hours of work whenever possible and may extend for up to six (6) months. Employees with one (1) or more years of continuous service who are subject to lay-off layoff under conditions referred to above, will be given notice of the impending change n in employment status at the earliest reasonable time in keeping with the notification to of the Union as set out above and the requirements of the applicable legislation. Employees who are pregnant shall not be required to operate At their request, the employer Employer shall temporarily relocate such employees to other appropriate work without loss of employment benefits, but at the wage rate of the job in which the employee is relocated. The determination of the appropriate alternative work shall be at the discretion of the Employer Employer, and such discretion shall not be exercised in an arbitrary oror discriminatory manner. If such work is not available or if the employee does not wish to accept the alternative work, the employee may be placed on unpaid leave of absence. Each employee required to use a more than four (4) hours per day shall be given eye examinations at the beginning of employment or assignment to and every twelve (12) months thereafter. The eye examinations shall be paid for by the Hospital where not covered by individual working on a shall be assigned to alternate duties away from the video display screen for a period of ten minutes after every two hours. In areas where employees are presently being reassigned for ten (10) minutes after each hour, this practice shall be continued (such areas to be

Volunteers. The use of volunteers to do bargaining unit work shall not be expanded beyond the extent of existing practice as of June Where a Hospital plans a drive to increase the number of volunteers, the Union must be given at least thirty days' notice of these plans and a special meeting of the joint job security Union/ Management committee must be con- vened convened at least three weeks prior to the initiation of such a drive. Ratio of - to - - - RNA's At the time of considering whether or not to alter the ratio of to in any department, the Hospital agrees to consult with the Union in advance of any decision being made and, again in advance of any decision being made, the senior administrator of the Hospital agrees to meet with and to entertain submissions from the Union with respect to the merits of maintaining the existing ratio. In addition to the above process and apart from it where a change in the ratio is planned by the Hospital and it does not arise because of employee retirement, resignation or death death, then it can only be carried out following a full and complete dis- closure to the Union of the plan of the Hospital and the reasons for it. After full and complete disclosure to the Union Union, the Hospital and Union are to meet and discuss the plan and the reasons rea- sons with a view to possibly modifying them including main- taining maintain- ing the existing ratio,, . The planned change in the ratio cannot be implemented by the Hospital for a period of forty-five days from the date of full and complete disclosure -to to the Union: ; and only implemented if there has been the consultative process required by this clause carried out in good faith by the Hospital. Technological Change change means the automation of equipment, or the mechanization or automation of operations, or the replacement of existing equipment or machinery with new equip- ment or machinery which results in the displacement of an employee from his/her regular job. Where the Hospital has decided to introduce a technologi- cal change which will significantly alter the status of an employee within the bargaining unit, the Hospital undertakes to meet with the Union to consider the minimization of adverse effects (if any) upon the employees concerned. Where new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employees shall be given a period of training, with due consideration being given to the employee's age and previous educational background, during which they may perfect or acquire the skills necessitated by the new method of operationopera- tion. The employer will assume the cost of tuition and travel. There shall be no reduction in wage or salary rates during the training period of any such employee. , Training shall be given during the hours of work whenever possible and may extend for up to six months. Employees with one or more years of continuous service who are subject to lay-off under conditions referred to above, will be given notice of the impending change n in employment status at the earliest reasonable time in keeping with the notification to the Union as set out forth above and the requirements require- ments of the applicable legislation. Employees who are pregnant shall not be required to operate oper- ate At their request, the employer Employer shall temporarily relocate such employees to other appropriate work without loss of employment benefits, but at the wage rate of the job in which the employee is relocated. The determination of the appropriate alternative work shall be at the discretion of the Employer and such discretion shall not be exercised in an arbitrary oror dis- criminatory manner. If such work is not available or if the employee does not wish to accept the alternative work, the employee may be placed on unpaid leave of absence. Each employee required to use a more than four hours per day, shall be given eye examinations at the beginning of employment or assignment to and every twelve (12) months thereafter. The eye examinations shall be paid for by the Hospital where not covered by

Volunteers. The use of volunteers to do perform bargaining unit work shall not be expanded beyond the extent of existing practice as of June of the local joint job security committee must be con- vened at least three weeks prior to the initiation of such a drive. Ratio of - to - -to- - - At the time of considering whether or not to alter the ratio of to in any department, the Hospital agrees to consult with the Union in advance of any decision being made and, again in advance of any decision being made, the senior administrator of the Hospital agrees to meet with and to entertain submissions from the Union with respect to the merits of maintaining the existing ratio. In addition to the above process and apart from it where a change in the ratio is planned by the Hospital and it does not arise because of employee retirement, resignation or death then it can only be carried out following a full and complete dis- closure to the Union of the plan of the Hospital and the reasons for it. After full and complete disclosure to the Union the Hospital and Union are to meet and discuss the plan and the reasons rea- sons with a view to possibly modifying them including main- taining maintain- ing the existing ratio,, . The planned change in the ratio cannot be implemented by the Hospital for a period of forty-five days from the date of full and complete disclosure -to to the Union: ; and only implemented if there has been the consultative process required by this clause carried out in good faith by the Hospital. ARTICLE TECHNOLOGICAL CHANGE Technological Change change means the automation of equipment, or the or automation of operations, or the replacement of existing equipment or machinery with new equip- ment or machinery which results in the displacement of an employee from his/her regular job. Where the Hospital has decided to introduce a technological change which will significantly alter the status of an employee within the bargaining unit, the Hospital undertakes to meet with the Union to consider the of adverse effects (if any) upon the employees concerned. Where new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employees shall be given a period of training, with due consideration being given to the employee's age and previous educational background, during which they may perfect or acquire the skills necessitated by the new method of operation. The employer will assume the cost of tuition and travel. There shall be no reduction in wage or salary rates during the training period of any such employee. Training shall be given during the hours of work whenever possible and may extend for up to six months. Employees with one or more years of continuous service who are subject to lay-off under conditions referred to above, will be given notice of the impending change n in employment status at the earliest reasonable time in keeping with the notification not- ification to the Union as set out forth above and the requirements of the applicable legislation. Employees who are pregnant shall not be required to operate At their request, the employer shall temporarily relocate such employees to other appropriate work without loss of employment benefits, but at the wage rate of the job in which the employee is relocated. The determination of the appropriate alternative work shall be at the discretion of the Employer and such discretion shall not be exercised in an arbitrary oror dis- criminatory manner. If such work is not available or if the employee does not wish to accept the alternative work, the employee may be placed on unpaid leave of absence. Each employee required to use a more than four hours per day, shall be given eye examinations at the beginning of employment or assignment to and every twelve months thereafter. The eye examinations shall be paid for by the Hospital where not covered by

Volunteers. The use of volunteers to do bargaining unit work shall not be expanded beyond the extent of existing practice as of June Where the Hospital plans a drive to increase the number of volunteers, the Union must be given at least thirty (30) days' notice of these plans and a special meeting of the local joint job security committee must be con- vened convened at least three (3) weeks prior to the initiation of such a drive. Ratio of - to - - - At the time of considering whether or not to alter the ratio of to in any department, the Hospital agrees to consult with the Union in advance of any decision being made andand again, again in advance of any decision being made, the senior administrator of the Hospital agrees to meet with and to entertain submissions from the Union with respect to the merits of maintaining the existing ratio. addition to the above process and apart from it where a Technological change in the planned by the Hospital and it does not arise because of employee retirement, resignation or death then it can only be carried out a and complete dis- closure to the Union of the plan of the Hospital and the reasons for it. After full and complete disclosure to the Union the Hospital and Union are to meet and discuss the plan and the reasons with a view to possibly modifying them including main- taining the existing ratio,, The planned change in the ratio cannot be implemented by the for a period of forty-five days from the date of full and complete disclosure -to the Union: and only implemented if there has been the consultative process required by this clause out in good faith by the Hospital. Technological Change means the automation of equipment, or the mechanization or automation of operations, or the replacement of existing equipment or machinery with new equip- ment or machinery which results in the displacement of an employee from his/her regular job. Where the Hospital has decided to introduce a technologi- cal change which will significantly alter the status of an employee within the bargaining unit, the Hospital undertakes to meet with the Union to consider the minimization of adverse effects (if any) upon the employees concerned. Where new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employees shall be given a period of training, with due consideration being given to the employee's age and previous educational background, during which they may perfect or acquire the skills necessitated by the new method of operation. The employer will assume the cost of tuition and travel. There shall be no reduction in wage or salary rates during the training period of any such employee. Training shall be given during the hours of work whenever possible and may extend for up to six months. Employees with one or more years of continuous service who are subject to lay-off layoff under conditions referred to above, above will be given notice of the impending change n in employment status at the earliest reasonable time in keeping with the notification not- ification to the Union as set out forth above and the requirements of the applicable legislation. Employees who are pregnant shall not be required to operate oper- ate At their request, the employer shall temporarily relocate such employees to other appropriate work without loss of employment benefits, but at the wage rate of the job in which the employee is relocated. The determination of the appropriate alternative work shall be at the discretion of the Employer and such discretion shall not be exercised in an arbitrary oror dis- criminatory manner. If such work is not available, or if the employee does not wish to accept the alternative work, the employee may be placed on unpaid leave of absence. Each employee required to use a more than four ( 4 ) hours per day shall be given eye examinations at the beginning of employment or assignment to and every twelve (12) months thereafter, The eye examinations shall be paid for by the Hospital where not covered by

Volunteers. The use of volunteers to do perform bargaining unit work shall not be expanded beyond the extent of existing practice as of June Where a Hospital plans a drive to increase the number of volunteers, the Union must be given at least thirty (30) days' notice of these plans and a special meeting of the local joint job security committee must be con- vened convened at least three (3) weeks prior to the initiation of such a drive. Ratio of - to - - - At the time of considering whether or not to alter the ratio of to in any department, the Hospital agrees to consult with the Union in advance of any decision being made and, again in advance of any decision being made, the senior administrator of the Hospital agrees to meet with and to entertain submissions from the Union with respect to the merits of maintaining the existing ratio. In addition to the above process and apart from it where a change in the ratio is planned by the Hospital and it does not arise because of employee retirement, resignation or death then it can only be carried out following a full and complete dis- closure disclosure to the Union of the plan of the Hospital and the reasons for it. After full and complete disclosure to the Union the Hospital and Union are to meet and discuss the plan and the reasons with a view to possibly modifying them including main- taining maintaining the existing ratio,, . The planned change in the ratio cannot be implemented by the Hospital for a period of forty-five (45) days from the date of full and complete disclosure -to to the Union: ; and only implemented if there has been the consultative process required by this clause carried out in good faith by the Hospital. Technological Change means the automation of equipment, or the mechanization or automation of operations, or the replacement of existing equipment or machinery with new equip- ment equipment or machinery which results in the displacement of an employee from his/her regular job. Where the Hospital has decided to introduce a change which will significantly alter the status of an employee within the bargaining unit, the Hospital undertakes to meet with the Union to consider the minimizing of adverse effects (if any) upon the employees concerned. Where new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employees shall be given a period of training, with due consideration being given to the employee's age and previous educational background, during which they may perfect or acquire the skills necessitated by the new method of operation. The employer Hospital will assume the cost of tuition and travel. There shall be no reduction in wage or salary rates during the training period of any such employee. Training shall be given during the hours of work whenever possible and may extend for up to six (6) months. Employees with one or more years of continuous service who are subject to lay-off under conditions referred to above, will be given notice of the impending change n in employment status at the earliest reasonable time in keeping with the notification to the Union as set out above and the requirements of the applicable legislation. Employees who are pregnant shall not be required to operate ate At their request, the employer hospital shall temporarily relocate such employees to other appropriate work without loss of employment benefits, but at the wage rate of the job in which the employee is relocated. The determination of the appropriate alternative work shall be at the discretion of the Employer Hospital and such discretion shall not be exercised in an arbitrary oror discriminatory manner. If such work is not available or the employee does not wish to accept the alternative work, the employee may be placed on unpaid leave of absence. Each hours per day, employment or employee required to use a shall be given eye examinations assignment to and every more than four at the beginning of twelve months The eye examinations shall be paid for by the Hospital where not covered by ARTICLE LEAVES OF ABSENCE

Volunteers. The use of volunteers to do perform bargaining unit work shall not be expanded beyond the extent of existing practice as of June of the joint job security committee must be con- vened at least three weeks to the initiation of such a drive. Ratio of - to - - - At the time of considering whether or not to alter the ratio of to in any department, the Hospital agrees to consult with the Union in advance of any decision being made and, again in advance of any decision being made, the senior administrator of the Hospital agrees to meet with and to entertain submissions from the Union with respect to the merits of maintaining the existing ratio. In addition to the above process and apart from it where a change in the ratio is planned by the Hospital and it does not arise because of employee retirement, resignation or death death, then it can only be carried out following a full and complete dis- closure disclosure to the Union of the plan of the Hospital and the reasons for it. After full and complete disclosure to the Union Union, the Hospital and Union are to meet and discuss the plan and the reasons with a view to possibly modifying them them, including main- taining maintaining the existing ratio,, The . planned change in the ratio cannot be implemented by b the Hospital for a period of forty-five (45) days from the date of full and complete disclosure -to to the Union: ; and only implemented if there has been the consultative process required by this clause carried out in good faith by the Hospital. Technological Change means the automation of equipment, or the automation of operations, or the replacement of existing equipment or machinery with new equip- ment or machinery which results in the displacement of an employee ARTICLE TECHNOLOGICAL CHANGE from his/her regular job. Where the Hospital has decided to introduce a technological change which will significantly alter the status of an employee within the bargaining unit, the Hospital undertakes to meet with the Union to consider the minimizing of adverse effects (if any) upon the employees concerned. Where new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employees shall be given a period of training, with due consideration being given to the employee's age and previous educational background, during which they the may perfect or acquire the skills necessitated by the new method of operation. The employer will assume the cost of tuition and travel. There shall be no reduction in wage or salary rates during the training period of any such employee. Training shall be given during the hours of work whenever possible and may extend for up to six (6) months. Employees with one or more years of continuous service who are subject to lay-off layoff under conditions referred to above, will be given notice of the impending change n in employment status at the earliest reasonable time in keeping with the notification to lo the Union as set out above and the requirements of the applicable legislation. Employees who are pregnant shall not be required to operate At their request, the employer Employer shall temporarily relocate such employees to other appropriate work without loss of employment benefits, but at the wage rate of the job in which the employee is relocated. The determination of the appropriate alternative work shall be at the discretion of the Employer and such discretion shall not be exercised in an arbitrary oror discriminatory manner. If such work is not available or if the employee does not wish to accept the alternative work, the employee may be placed on unpaid leave of absence. Each employee required to use a more than four (4) hours per day, shall be given e e examinations at the beginning of employment or assignment to and twelve

Volunteers. The use of volunteers to do bargaining unit work shall not be expanded beyond the extent of existing practice practise as of June of the joint job security committee must be con- vened at least three weeks to the initiation of such a drive. Ratio of - to - - - At the time of considering whether or not to alter the ratio of to in any department, the Hospital agrees to consult with the Union in advance of any decision being made and, again in advance of any decision being made, the senior administrator director of the Hospital agrees to meet with and to entertain submissions from the Union with respect to the merits of maintaining the existing ratio. addition to the above process and apart from it where a change in the planned by the Hospital and it does not arise because of employee retirement, resignation or death then it can only be carried out a and complete dis- closure to the Union of the plan of the Hospital and the reasons for it. After full and complete disclosure to the Union the Hospital and Union are to meet and discuss the plan and the reasons with a view to possibly modifying them including main- taining the existing ratio,, The planned change in the ratio cannot be implemented by the for a period of forty-five days from the date of full and complete disclosure -to the Union: and only implemented if there has been the consultative process required by this clause out in good faith by the Hospital. Technological Change means the automation of equipment, or the or automation of operations, ,' or the replacement of existing equipment or machinery with new equip- ment equipment or machinery which results in the displacement of an employee from his/her regular job. Where the Hospital has decided to introduce a technological change which will significantly alter the status of an employee within the bargaining unit, the Hospital undertakes to meet with the Union to consider the of adverse effects (if any) upon the employees concerned. Where new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employees shall be given a period of training, with due consideration being given to the employee's age and previous educational background, during which they may perfect or acquire the skills necessitated by the new method of operation. The employer will assume the cost of tuition and travel. There shall be no reduction in wage or salary rates during the training period of any such employee. Training shall be given during the hours of work whenever possible and may extend for up to six months. Employees with one or more years of continuous service who are subject to lay-off under layoff under, conditions referred to above, will be given notice of the impending change n in employment status at the earliest reasonable time in keeping with the notification to the Union as set out above and the requirements of the applicable legislation. Employees who are pregnant shall not be required to operate At their request, the employer Hospital shall temporarily relocate such employees to other appropriate work without loss of employment benefits, but at the wage rate of the job in which the employee is relocated. The determination of the appropriate alternative work shall be at the discretion of the Employer Hospital and such discretion shall not be in exercised an arbitrary oror discriminatory manner. If such work is not available or if the employee does not to accept the alternative work, the employee may be placed on unpaid Each employee required to USE a more than four hours per day, shall be give:. eye examinations at the beginning of employment or assignment to and every twelve months thereafter. The An employee who notifies the Hospital as soon as possible following a bereavement shall be granted up to three consecutive days off, without loss of his regular pay for his scheduled hours the date of death up to and including the date of the funeral, in order that the employee make arrangements for and/or attend the funeral of a member of his immediate family. "Immediate family" means parent, brother, sister, spouse, son, daughter, son-in-law, daughter-in-law, mother-in-law, father-in-law, brother-in-law, sister-in-law, grandparent, grandchild, guardian or step-parent. Where an employee is unable due distance of travel to attend the funeral of a member of his immediate family as defined in the Collective Agreement, he shall be entitled to leave for mourning on the day of the funeral without loss of regular straight time earnings Leave of absence for bereavement other members of a family other than previously shall be at the discretion of the Executive Director or his assistant.

Volunteers. The use of volunteers to do perform bargaining unit work shall not be expanded beyond the extent of existing practice as of June Where a Hospital plans a drive to increase the number of volunteers, the Union must be given at least thirty (30) days, notice of these plans and a special meeting of the local joint job security committee must be con- vened convened at least three (3) weeks prior to the initiation of such a drive. Ratio of - to - - - At the time of considering whether or not to alter the ratio of to in any department, the Hospital agrees to consult with the Union in advance of any decision being made and, again in advance of any being made, the senior administrator of the Hospital agrees to meet with and to entertain submissions from the Union with respect to the merits of maintaining the existing ratio. addition to the above process and apart from it where a Technological change in the planned by the Hospital and it does not arise because of employee retirement, resignation or death then it can only be carried out a and complete dis- closure to the Union of the plan of the Hospital and the reasons for it. After full and complete disclosure to the Union the Hospital and Union are to meet and discuss the plan and the reasons with a view to possibly modifying them including main- taining the existing ratio,, The planned change in the ratio cannot be implemented by the for a period of forty-five days from the date of full and complete disclosure -to the Union: and only implemented if there has been the consultative process required by this clause out in good faith by the Hospital. Technological Change means the automation of equipment, or the mechanization or automation of operations, or the replacement of existing equipment or machinery with new equip- ment equipment or machinery which results in the displacement of an employee from his/her regular job. Where the Hospital has decided to introduce a technological change which will significantly alter the status of an employee within the bargaining unit, the Hospital undertakes to meet with the Union to consider the minimizing of adverse effects (if any) upon the employees concerned. Where new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employees shall be given a period of training, with due consideration being given to the employee's age and previous educational background, during which they may perfect or acquire the skills necessitated by the new method of operation. The employer will assume the cost of tuition and travel. There shall be no reduction in wage or salary rates during the training period of any such employee. Training shall be given during the hours of work whenever possible and may extend for up to six (6) months. Employees with one (1) or more years of continuous service who are subject to lay-off layoff under conditions referred to above, will be given notice of the impending change n employment in employee status at the earliest reasonable time in keeping with the notification notice to the Union as set out above and the requirements of the applicable legislation. Employees who are pregnant shall not be required to operate At their request, the employer shall temporarily relocate such employees to other appropriate work without loss of employment benefits, but at the wage rate of the job in which the employee is relocated. The determination of the appropriate alternative work shall be at the discretion of the Employer and such discretion shall not be exercised in an arbitrary oror discriminatory manner. If such work is not available or if the employee does not wish to accept the alternative work, the employee may be placed on unpaid leave of absence. Each employee required to use a more than four (4) hours per day, shall be given eye examinations at the beginning of employment or assignment to and every twelve (12) months thereafter. The eye examinations shall be paid for by the Hospital where not covered by

Volunteers. Where the Hospital plans a drive to increase the number of volunteers, the Union must be given at least thirty days notice of these plans and a special meeting of the Local Joint Job Security Committee must be convened at least three weeks prior to the initiation of such a drive. The use of volunteers to do perform bargaining unit work shall not be expanded beyond the extent of existing practice as of June of the joint job security committee must be con- vened at least three weeks to the initiation of such a drive. Ratio of - to - - - At the time of considering whether or not to alter the ratio of to in any department, the Hospital agrees to consult with the Union in advance of any decision being made and, again in advance of any decision being made, the senior administrator of the Hospital agrees to meet with and to entertain submissions from the Union with respect to the merits of maintaining the existing ratio. In addition to the above process and apart from it where a change in the ratio is planned by the Hospital and it does not arise because of employee retirement, resignation or death then it can only be carried out following a full and complete dis- closure to the Union of the plan of the Hospital and the reasons for it. After full and complete disclosure to the Union the Hospital and Union are to meet and discuss the plan and the reasons rea- sons with a view to possibly modifying them including main- taining maintain- ing the existing ratio,, . The planned change in the ratio cannot be implemented by the Hospital for a period of forty-five days from the date of full and complete disclosure -to to the Union: ; and only implemented if there has been the consultative process required by this clause out carried in good faith by the Hospital. Technological Change means the automation of equipment, or the or automation of operations, or the replacement of existing equipment or machinery with new equip- ment equipment or machinery which results in the displacement of an employee from his/her regular job. Where the Hospital has decided to introduce a technologi- cal change which will significantly alter the status of an employee within the bargaining unit, the Hospital undertakes to meet with the Union to consider the of adverse effects (if any) upon the employees concerned. Where new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employees shall be given a period of training, with due consideration being given to the employee's age and previous educational background, during which they may perfect or acquire the skills necessitated by the new method of operationopera- tion. The employer will assume the cost of tuition and travel. There shall be no reduction in wage or salary rates during the training period of any such employee. Training shall be given during the hours of work whenever possible and may extend for up to six months. Employees with one or more years of continuous service ser- vice who are subject to lay-off layoff under conditions referred to above, will be given notice of the impending change n employment in employ- ment status at the earliest reasonable time in keeping with the notification to the Union as set out above and the requirements of the applicable legislation. . Employees who are pregnant shall not be required to operate At their request, the employer Employer shall temporarily relocate such employees to other appropriate work without loss of employment benefits, but at the wage rate of the job in which the employee is relocated. The determination of the appropriate alternative work shall be at the discretion of the Employer and such discretion shall not be exercised in an arbitrary oror dis- criminatory manner. If such work is not available or if the employee does not wish to accept the alternative work, the employee may be placed on unpaid leave of absence. Each employee required to use a more than four hours per day, shall be given eye examinations at the beginning of employment or assignment to and every twelve months thereafter. The eye examinations shall be paid for by the Hospital where not covered by

Volunteers. The use of volunteers to do perform bargaining unit work shall not be expanded beyond the extent of existing practice as of June Where a Hospital plans a drive to increase the number of volunteers, the Union must be given at least thirty days notice of these plans and a special meeting of the joint job security committee Local Joint Job Security Committee must be con- vened at least three weeks prior to the initiation of such a drive. Ratio of - to - - - At the time of considering whether or not to alter the ratio of to in any department, the Hospital agrees to consult with the Union in advance of any decision being made and, again in advance of any decision being made, the senior administrator of the Hospital agrees to meet with w i t h and to entertain submissions from the Union with respect to the merits of maintaining the existing ratio. In addition to the above process and apart from it where a change in the ratio is planned by the Hospital and it does not arise because of employee retirement, resignation or death then it can only be carried out following a full and complete dis- closure to the Union of the plan of the Hospital and the reasons for it. After full and complete disclosure to the Union the Hospital and Union are to meet and discuss the plan and the reasons rea- sons with a view to possibly modifying them including main- taining maintain- ing the existing ratio,, . The planned change in the ratio cannot be implemented by the Hospital for a period of forty-five (45 days from the date of full and complete disclosure -to to the Union: ; and only implemented if there has been the consultative process required by this clause carried out in good faith by the Hospital. Technological Change change means the automation of equipment, or the mechanization or automation of operations, or the replacement of existing equipment or machinery with new equip- ment or machinery which results in the displacement of an employee from his/her regular job. Where the Hospital has decided to introduce a technologi- cal change which will significantly alter the status of an employee within the bargaining unit, the Hospital undertakes to meet with the Union to consider the minimizing of adverse effects (if any) upon the employees concerned. Where new or greater skills are required than are already possessed by affected employees under the present methods of operationoperations, such employees shall be given a period of training, with due consideration being given to the employee's age and previous educational background, during which they may perfect or acquire the skills necessitated by the new method of operationopera- tions. The employer will assume the cost of tuition and travel. There shall be no reduction in wage or salary rates during the training period of any such employee. Training shall be given during the hours of work whenever possible and may extend for up to six months. Employees with one or more years of continuous service ser- vice who are subject to lay-off layoff under conditions referred to above, will be given notice of the impending change n employment in employ- ment status at the earliest reasonable time in keeping with the notification to the Union as set out above and the requirements of the applicable legislation. Employees who are pregnant shall not be required to operate oper- ate At their request, the employer Employer shall temporarily relocate such employees to other appropriate work without loss of employment benefits, but at the wage rate of the job in which the employee is relocated. The determination of the appropriate alternative work shall be at the discretion of the Employer and such discretion shall not be exercised in an arbitrary oror dis - criminatory manner. If such work is not available or if the employee does not wish to accept the alternative work, the employee may be placed on unpaid leave of absence. Each employee required to use a more than four hours per day, shall be given eye examinations at the beginning of employment or assignment to and every twelve months thereafter. The eye shall be paid for by the Hospital where not covered by

Volunteers. The use of volunteers to do perform bargaining unit work shall not be expanded beyond the extent of existing practice practise as of June of the joint job security committee must be con- vened at least three weeks to the initiation of such a drive. Ratio of - to - - - At the time of considering whether or not to alter the ratio of to in any department, the Hospital agrees to consult with the Union in advance of any decision being made and, again in advance of any decision being made, the senior administrator of the Hospital agrees to meet with and to entertain submissions from the Union with respect to the merits of maintaining the existing ratio. In addition to the above process and apart from it where a change in the ratio is planned by the Hospital and it does not arise because of employee retirement, resignation or death then it can only be carried out following a full and complete dis- closure disclosure to the Union of the plan of the Hospital and the reasons for it. After full and complete disclosure to the Union the Hospital and Union are to meet and discuss the plan and the reasons with a view to possibly modifying them including main- taining maintaining the existing ratio,, . The planned change in the ratio cannot be implemented by the Hospital for a period of forty-five days from the date of full and complete disclosure -to to the Union: ; and only implemented if there has been the consultative process required by this clause carried out in good faith by the Hospital. Technological Change means the automation of equipment, or the or automation of operations, or the replacement of existing equipment or machinery with new equip- ment equipment or machinery which results in the displacement of an employee from his/her regular job. Where the Hospital has decided to introduce a technological change which will significantly alter the status of an employee within the bargaining unit, the Hospital undertakes to meet with the Union to consider the of adverse effects (if any) upon the employees concerned. Where new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employees shall be given a period of training, with due consideration being given to the employee's age and previous educational background, during which they may perfect or acquire the skills necessitated by the new method of operation. The employer will assume the cost of tuition and travel. There shall be no reduction in wage or salary rates during the training period of any such employee. Training shall be given during the hours of work whenever possible and may extend for up to six months. Employees with one or more years of continuous service who are subject to lay-off layoff under conditions referred to above, will be given notice of the impending change n in employment status at the earliest reasonable time in keeping with the notification to the Union as set out above and the requirements of the applicable legislation. Employees who are pregnant shall not be required to operate At their request, the employer Hospital shall temporarily relocate such employees to other appropriate work without loss of employment benefits, but at the wage rate of the job in which the employee is relocated. The determination of the appropriate alternative work shall be at the discretion of the Employer Hospital and such discretion shall not be exercised in an arbitrary oror discriminatory manner. If such work is not available or if the employee does not wish to accept the alternative work, the employee may be placed on unpaid leave of absence. Each employee required to use a more than four hours day, shall be given eye examinations at the beginning of employment or assignment to and every twelve months thereafter. The eye examinations shall be paid for by the Hospital where not covered by ARTICLE LEAVES OF ABSENCE

Volunteers. Where the Hospital plans a drive to increase the number of volunteers, the Union must be given at least thirty days notice of these plans and a special meeting of the Local Joint Job Security Committee must be convened at least three weeks prior to the initiation of such a drive. The use of volunteers to do perform bargaining unit work shall not be expanded beyond the extent of existing practice as of June of the joint job security committee must be con- vened at least three weeks to the initiation of such a drive. Ratio of - to - - - At the time of considering whether or not to alter the ratio of to in any department, the Hospital agrees to consult with the Union in advance of any decision being made and, again in advance of any decision being made, the senior administrator of the Hospital agrees to meet with and to entertain submissions from the Union with respect to the merits of maintaining the existing ratio. In addition to the above process and apart from it where a change in the ratio is planned by the Hospital and it does not arise because of employee retirement, resignation or death then it can only be carried out following a full and complete dis- closure disclosure to the Union of the plan of the Hospital and the reasons for it. After full and complete disclosure to the Union the Hospital and Union are to meet and discuss the plan and the reasons with a view to possibly modifying them including main- taining maintaining the existing ratio,, . The planned change in the ratio cannot be implemented by the Hospital for a period of forty-five days from the date of full and complete disclosure -to to the Union: ; and only implemented if there has been the consultative process required by this clause carried out in good faith by the Hospital. The Hospital agrees that will be allowed and encouraged to fully employ all of the skills set out as the minimum level requirements of by the College of Nurses of Ontario Standards of Nursing Practice, ARTICLE TECHNOLOGICAL CHANGE Technological Change means the automation of equipment, or the or automation of operations, or the replacement of existing equipment or machinery with new equip- ment equipment or machinery which results in the displacement of an employee from his/her regular job. Where the Hospital has decided to introduce a technologi- cal change which will significantly alter the status of an employee within the bargaining unit, the Hospital undertakes to meet with the Union to consider the of adverse effects (if any) upon the employees concerned. Where new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employees shall be given a period of training, with due consideration being given to the employee's age and previous educational background, during which they may perfect or acquire the skills necessitated by the new method of operation. The employer will assume the cost of tuition and travel. There shall be no reduction in wage or salary rates during the training period of any such employee. Training shall be given during the hours of work whenever possible and may extend for up to six months. Employees with one or more years of continuous service ser- vice who are subject to lay-off layoff under conditions referred to above, will be given notice of the impending change n in employment status at the earliest reasonable time in keeping with the notification to the Union as set out above and the requirements of the applicable legislation. Employees who are pregnant shall not be required to operate At their request, the employer Employer shall temporarily relocate such employees to other appropriate work without loss of employment benefits, but at the wage rate of the job in which the employee is relocated. The determination of the appropriate alternative work shall be at the discretion of the Employer and such discretion shall not be exercised in an arbitrary oror dis- criminatory manner. If such work is not available or if the employee does not wish to accept the alternative work, the employee may be placed on unpaid leave of absence. Each employee required to use a more than four hours per day, shall be given eye examinations at the beginning of employment or assignment to and every twelve months thereafter. The eye examinations shall be paid for by the Hospital where not covered by ARTICLE LEAVES OF ABSENCE

Volunteers. The use of volunteers to do perform bargaining unit work shall not be expanded beyond the extent of existing practice as of June Where a Hospital plans a drive to increase the number of volunteers, the Union must be given at least thirty days' notice of these plans and a special meeting of the local joint job security committee must be con- vened at least three weeks prior to the initiation of such a drive. Ratio of - to - - - At the time of considering whether or not to alter the ratio of to in any department, the Hospital agrees to consult with the Union in advance of any decision being made and, again in advance of any decision being made, the senior administrator of the Hospital agrees to meet with and to entertain submissions from the Union with respect to the merits of maintaining the existing ratio. In addition to the above process and apart from it where a change in the ratio is planned by the Hospital and it does not arise because of employee retirement, resignation or death then it can only be carried out following a full and complete dis- dis - closure to the Union of the plan of the Hospital and the reasons for it. After full and complete disclosure to the Union the Hospital and Union are to meet and discuss the plan and the reasons rea- with a view to possibly modifying them including main- taining maintain- ing the existing ratio,, The planned change in the ratio cannot be implemented by the Hospital for a period of forty-five days from the date of full and complete disclosure -to to the Union: ; and only implemented if there has been the consultative process required by this clause carried out in good faith by the Hospital. , Technological Change means the automation of equipment, or the mechanization or automation of operations, or the replacement of existing equipment or machinery with new equip- ment or machinery which results in the displacement of an employee from his/her regular job. Where the Hospital has decided to introduce a technologi- cal change which will significantly alter the status of an employee within the bargaining unit, the Hospital undertakes to meet with the Union to consider the minimizing of adverse effects (if any) upon the employees concerned. Where new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employees shall be given a period of training, with due consideration being given to the employee's age and previous educational background, during which they may perfect or acquire the skills necessitated by the new method of operationopera- tion. The employer Hospital will assume the cost of tuition and travel. There shall be no reduction in wage or salary rates during the training period of any such employee. Training shall be given during the hours of work whenever possible and may extend for up to six (6) months. Employees with one (1) or more years of continuous service ser- vice who are subject to lay-off layoff under conditions referred to above, will be given notice of the impending change n employment in employ- ment status at the earliest reasonable time in keeping with the notification to the Union as set out above and the requirements of the applicable legislation. Employees who are pregnant shall not be required to operate At their request, the employer Hospital shall temporarily relocate such employees to other appropriate work without loss of employment benefits, but at the wage rate of the job in which the employee is relocated. The determination of the appropriate alternative work shall be at the discretion of the Employer Hospital and such discretion shall not be exercised in an arbitrary oror dis- criminatory manner. If such work is not available or if the employee does not wish to accept the alternative work, the employee may be placed on unpaid leave of absence. Each employee to use a more than four hours per day, shall be given eye examinations at the beginning of employment or assignment to and every twelve months thereafter. The eye examinations shall be paid for by the Hospital where not covered by ARTICLE LEAVES OF ABSENCE

Volunteers. The use of volunteers to do perform bargaining unit work shall not be expanded beyond the extent of existing practice as of June of the joint job security committee must be con- vened at least three weeks to the initiation of such a drive. Ratio of - to - - - At the time of considering whether or not to alter the ratio of to in any department, the Hospital agrees to consult with the Union in advance of any decision being made and, again in advance of any being made, the senior administrator of the Hospital agrees to meet with and to entertain submissions from the Union with respect to the merits of maintaining the existing ratio. addition to the above process and apart from it where a change in the planned by the Hospital and it does not arise because of employee retirement, resignation or death then it can only be carried out a and complete dis- closure to the Union of the plan of the Hospital and the reasons for it. After full and complete disclosure to the Union the Hospital and Union are to meet and discuss the plan and the reasons with a view to possibly modifying them including main- taining the existing ratio,, The he planned change in the ratio cannot be implemented by the Hospital for a period of forty-five (45) days from the date of full and complete disclosure -to to the Union: ; and only implemented if there has been the consultative process required by this clause carried out in good faith by the Hospital. ARTICLE TECHNOLOGICAL CHANGE Technological Change means the automation of equipment, or the mechanization or automation of operations, or the replacement of existing equipment or machinery with new equip- ment or machinery which results in the displacement of an employee from his/her regular Where the Hospital has decided to introduce a change which will significantly alter the status of an job. employee within the bargaining unit, the Hospital undertakes to meet with the Union to consider the minimizing of adverse effects (if any) upon the employees concerned. Where new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employees shall be given a period of training, with due consideration being given to the employee's age and previous educational background, during which they may perfect or acquire the skills necessitated by the new method of operation. The employer will assume the cost of tuition and travel. There shall be no reduction in wage or salary rates during the training period of any such employee. Training shall be given during the hours of work whenever possible and may extend for up to six months(6)months. Employees with one or more years of continuous service who are subject to lay-off layoff under conditions referred to above, will be given notice of the impending change n in employment status at the earliest reasonable time in keeping with the notification to the Union as set out above and the requirements of the applicable legislation. Employees who are pregnant shall not be required to operate At their request, the employer Employer shall temporarily relocate such employees to other appropriate work without loss of employment benefits, but at the wage rate of the job in which the employee is relocated. The determination of the appropriate alternative work shall be at the discretion of the Employer and such discretion shall not be exercised in an arbitrary oror discriminatory manner. If such work is not available or if the employee does not wish to accept alternative work, the employee may be placed on unpaid leave of absence. Each employee required to use a more than four (4) hours per day, shall be given e e examinations at the beginning of employment or assignment to and every twelve

Volunteers. The use of volunteers to do bargaining unit work perform bargainingunitwork, as covered by this agreement, shall not be expanded beyond the extent of existing practice as of June of Effective October the joint job security committee must be con- vened at least three weeks Hospitalshall submit to the initiation Unionfigures indicatingthe numberof volunteers as of September Thereafter, the Hospitalshall submit "An employee hired by the Hospital with recent and related experience may claim considerationfor such a drive. Ratio of - to - - - At experience at the time of considering whether or not hiringon a form to alter be supplied bythe Hospital. Any such claim shall be accompanied by verification of previous related experience. The Hospital shallthen evaluate such experience during the ratio of to probationary period following hiring. Where in any department, the Hospital agrees to consult with the Union in advance of any decision being made and, again in advance of any being made, the senior administrator opinion of the Hospital agrees such experience is determined to meet be relevant, the employee shall be slotted in that step of the wage progression consistent with and to entertain submissions from the Union with respect to the merits one (1) year's service for every one (1) year of maintaining the existing ratio. addition to the above process and apart from it where a change related experience in the planned by the Hospital and it does not arise because of employee retirement, resignation or death then it can only be carried out a and complete dis- closure to the Union classification upon completion of the plan employee's probationary period. It is understood and agreed that the foregoing shall not constitute a violation of the wage schedule under the collective agreement." "The Hospital and the reasons for it. After full and complete disclosure to the undertakesto notifythe Union the Hospital and Union are to meet and discuss the plan and the reasons with a view to possibly modifying them including main- taining the existing ratioin advance, so far as practicable,, The planned change in the ratio cannot be implemented by the for a period of forty-five days from the date of full and complete disclosure -to the Union: and only implemented if there has been the consultative process required by this clause out in good faith by the Hospital. Technological Change means the automation of equipment, or the automation of operations, or the replacement of existing equipment or machinery with new equip- ment or machinery any technological changes which results in the displacement of an employee from his/her regular Where the Hospital has decided to introduce a change which will significantly alter change the status of an employee employees within the bargaining unit, . The Hospitalagreesto discusswith the Hospital undertakes to meet with Unionthe effect of such technological changes on the Union employmentstatus of employees and to consider practicalways and meansof minimizing the of adverse effects (affect, if any) , upon the employees concerned. Where new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employees shall be given a period of training, with due consideration being given to the employee's age and previous educational previouseducational background, during which they may perfect or acquire the perfector acquirethe skills necessitated by the new method of operation. The employer will assume the cost of tuition and travel. There shall be no reduction in wage or salary rates during the ratesduringthe training period of any such employee. Training shall be given during the hours of work whenever possible and may extend for up to six months. Employees with Employeeswith one or more years (Io)r moreyears of continuous service who are subject to subjectto lay-off under conditions referred to above, will be given notice of the impending change n in employment status at the earliest reasonable time reasonabletime in keeping with keepingwith the notification to notificationto the Union as above set out above forth and the requirements of the applicable legislation. Employees who are pregnant law." ARTICLE CONTRACTING OUT Out "The Hospital shall not be required contract out any work usually performed by members of the bargaining unit if, as a result of such contracting out, a layoff of any employees other to operate At their requestthe Union,at three (3) month intervals, the employer shall relocate such employees to other appropriate work without loss numberof volunteers current month and the number of employment benefits, but at the wage rate of the job in which the employee is relocated. The determination of the appropriate alternative work shall be at the discretion of the Employer and such discretion not be in an arbitrary orhours worked."

Volunteers. Hospital plans a drive to increase the number of volunteers, the Union must be given at least thirty days' notice of these plans and a special meeting of the local joint job security committee must be convened at least three weeks prior to the initiation of such a drive. The use of volunteers to do perform bargaining unit work shall not be expanded beyond the extent of existing practice as of June of the joint job security committee must be con- vened at least three weeks to the initiation of such a drive. Ratio of - to - - - At the time of considering whether or not to alter the ratio of to in any department, the Hospital agrees to consult with the Union in advance of any decision being made and, again in advance of any decision being made, the senior administrator of the Hospital agrees to meet with and to entertain submissions from the Union with respect to the merits of maintaining the existing ratio. In addition to the above process and apart from it where a change in the ratio is planned by the Hospital and it does not arise because of employee retirement, resignation or death then it can only be carried out following a full and complete dis- closure disclosure to the Union of the plan of the Hospital and the reasons for it. After full and complete disclosure to the Union the Hospital and Union are to meet and discuss the plan and the reasons with a view to possibly modifying them including main- taining maintaining the existing ratio,, . The planned change in the ratio cannot be implemented by the Hospital for a period of forty-five days from the date of full and complete disclosure -to to the Union: ; and only implemented if there has been the consultative process required by this clause carried out in good faith by the Hospital. ARTICLE TECHNOLOGICAL Technological Change change CHANGE means the automation of equipment, or the or automation of operations, or the replacement of existing equipment or machinery with new equip- ment equipment or machinery which results in the displacement of an employee from his/her regular job. Where the Hospital has decided to introduce a technological change which will significantly alter the status of an employee within the bargaining unit, the Hospital undertakes to meet with the Union to consider the of adverse effects (if any) upon the employees concerned. Where new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employees shall be given a period of training, with due consideration being given to the employee's age and previous educational background, during which they may perfect or acquire the skills necessitated by the new method of operation. The employer will assume the cost of tuition and travel. There shall be no reduction in wage or salary rates during the training period of any such employee. Training shall be given during the hours of work whenever possible and may extend for up to six months. Employees with one or more years of continuous service who are subject to lay-off under conditions referred to above, will be given notice of the impending change n in employment status at the earliest reasonable time in keeping with the notification to the Union as set out above and the requirements of the applicable legislation. Employees who are pregnant shall not be required to operate . At their request, the employer shall temporarily relocate such employees to other appropriate work without loss of employment benefits, but at the wage rate of the job in which the employee is relocated. The determination of the appropriate alternative work shall be at the discretion of the Employer and such discretion shall not be exercised in an arbitrary oror discriminatory manner. If such work is not available or if the employee does not wish to accept the alternative work, the employee may be placed on unpaid leave of absence. Each employee required to use a more than four hours per day, shall be given eye examinations at the beginning of employment or assignment to and every twelve months thereafter. The eye examinations shall be paid for by the Hospital where not covered by ARTICLE OF ABSENCE

Volunteers. The use of volunteers to do perform bargaining unit work shall not be expanded beyond the extent of existing practice as of June of the joint job security committee must be con- vened at least three weeks to the initiation of such a drive. Ratio of - to - - - At the time of considering whether or not to alter the ratio of to in any department, the Hospital agrees to consult with the Union in advance of any decision being made and, again in advance of any decision being made, the senior administrator of the Hospital agrees to meet with and to entertain submissions from the Union with respect to the merits of maintaining the existing ratio. In addition to the above process and apart from it where a change in the ratio planned by the Hospital and it does not arise because of employee retirement, resignation or death death, then it can only be carried out following a f u l l and complete dis- closure disclosure to the Union of the plan of the Hospital and the reasons for it. After full and complete disclosure to the Union Union, the Hospital and Union are to meet and discuss the plan and the reasons with a view to possibly modifying them them, including main- taining maintaining the existing ratio,, . The planned change in the ratio cannot be implemented by the Hospital for a period of forty-five (45) days from the date of full and complete disclosure -to to the Union: ; and only implemented if there has been the consultative process required by this clause xxxxxx carried out in good faith by the Hospital. ARTICLE TECHNOLOGICAL CHANGE Technological Change means the automation of equipment, or the mechanization or automation of operations, or the replacement of existing equipment or machinery with new equip- ment equipment or machinery which results in the displacement of an employee from his/her regular job. Where the Hospital has decided to introduce a technological change which will significantly alter the status of an employee within the bargaining unit, the Hospital undertakes to meet with the Union to consider the minimizing of adverse effects (if any) upon the employees concerned. Where new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employees shall be given a period of training, with due consideration being given to the employee's age and previous educational background, during which they may perfect or acquire the skills necessitated by the new method of operation. The employer will assume the cost of tuition and travel. There shall be no reduction in wage or salary rates during the training period of any such employee. Training shall be given during the hours of work whenever possible and may extend for up to six ( 6 ) months. Employees with one (1) or more years of continuous service who are subject to lay-off layoff under conditions referred to above, will be given notice of the impending change n employment status at the earliest reasonable time in keeping with the notification to the Union as set out above and the requirements of the applicable legislation. Employees who are pregnant shall not riot be required to operate At their t h e i r request, the employer shall temporarily relocate such employees to other appropriate work without loss of employment benefits, but at the wage rate of the job in which the employee is relocated. The determination of the appropriate alternative work shall be at the discretion of the Employer and such discretion not be exercised in an arbitrary or.arbitrary or discriminatory manner. If such work is not available or if the employee does not wish to accept the alternative work, the employee may be placed on unpaid leave of absence. Each employee required to use a more than four (4) hours per day, shall be given eye examinations at the beginning of employment or assignment to and every twelve (12) months thereafter. The eye examinations shall be paid for by the Hospital where not covered by

Volunteers. The use of volunteers to do perform bargaining unit work shall not be expanded beyond the extent of existing practice as of June Where the plans a drive to increase the number of volunteers, the Union must be given at least thirty days' of these plans and a special meeting of the joint job security committee Job Security Committee must be con- vened convened at least three weeks prior to the initiation of such a drive. Ratio of - to - - - At the time of considering whether or not to alter the ratio of to in any department, the Hospital agrees to consult with the Union in advance of any decision being made and, again in advance of any being made, the senior administrator of the Hospital agrees to meet with and to entertain submissions from the Union with respect to the merits of maintaining the existing ratio. addition to the above process and apart from it where a change in the planned by the Hospital and it does not arise because of employee retirement, resignation or death then it can only be carried out a and complete dis- closure to the Union of the plan of the Hospital and the reasons for it. After full and complete disclosure to the Union the Hospital and Union are to meet and discuss the plan and the reasons with a view to possibly modifying them including main- taining the existing ratio,, The planned change in the ratio cannot be implemented by the for a period of forty-five days from the date of full and complete disclosure -to the Union: and only implemented if there has been the consultative process required by this clause out in good faith by the Hospital. TECHNOLOGICAL CHANGE Technological Change change means the automation of equipment, or the or automation of operations, or the replacement of existing equipment or machinery with new equip- ment equipment or machinery which results in the displacement of an employee from his/her regular job. Where the Hospital has s decided to introduce a technological change which will significantly alter the status of an employee within the bargaining unit, the Hospital undertakes to meet with the Union Union, to consider the of adverse effects (if any) upon the employees concerned. Where new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employees employee shall be given a period of training, with due consideration being given to the employee's age and previous educational background, during which they may perfect or acquire the skills necessitated by the new method of operation. The employer will assume the cost cost. of tuition and travel. There shall be no reduction in wage or salary rates during the training period of any such employee. , Training shall be given during the hours of work whenever possible and may extend for up to six months. Employees with one or more years of continuous service ser- vice who are subject to lay-off layoff under conditions referred to above, will be given notice of the impending change n employment in employ- ment status at the earliest reasonable time in keeping with the notification to the Union as set out above and the requirements of the applicable legislation. Employees who are pregnant shall not be required to operate oper- ate At their request, the employer Employer shall temporarily relocate such employees to other appropriate work without loss of employment benefits, but at the wage rate of the job in which the employee is relocated. The determination of the appropriate alternative work shall be at the discretion of the Employer and such discretion shall not be exercised in an arbitrary oror dis- criminatory manner. If such work is not available or if the employee does not wish to accept the alternative work, the employee may be placed on unpaid leave of absence. Each employee required to use a more than four hours per day, shall be given eye examinations at the beginning of employment or assignment to and every months thereafter. The eye examinations shall be paid for by the Hospital where not covered by

Volunteers. The use of volunteers to do perform bargaining unit work shall not be expanded beyond the extent of existing practice as of June Where a Hospital plans a drive to increase the number of volunteers, the Union must be given at least thirty days' notice of these plans and a special meeting of the joint job security committee Local Joint Job Security Committee must be con- vened convened at least three weeks prior to the initiation of such a drive. Ratio of - RN's to - - - RNA's At the time of considering whether or not to alter the ratio of RN's to RNA's in any departmentDepartment, the Hospital agrees to consult with the Union in advance of any decision being made and, again in advance of any decision being made, the senior administrator Senior Administrator of the Hospital agrees to meet with and to entertain submissions from the Union with respect to the merits of maintaining the existing ratio. In addition to the above process and apart from it where a change in the ratio is planned by the Hospital and it does not arise because of employee retirement, resignation or death then it can only be carried out following a full and complete dis- closure disclosure to the Union of the plan of the Hospital and the reasons for it. After full and complete disclosure to the Union the Hospital and Union are to meet and discuss the plan and the reasons with a view to possibly modifying them including main- taining maintaining the existing ratio,, . The planned change in the ratio cannot be implemented by the Hospital for a period of forty-five days from the date of full and complete disclosure -to to the Union: ; and only implemented if i-f there has been the consultative process required by this clause carried out in good faith by the Hospital. ARTICLE TECHNOLOGICAL CHANGE: Technological Change means the automation of equipment, or the or automation of operations, or the replacement of existing equipment or machinery with new equip- ment equipment or machinery which results in the displacement of an employee from his/her regular Where the Hospital has decided to introduce a change which will significantly alter the status of an employee within the bargaining unit, the Hospital undertakes to meet with the Union to consider the of adverse effects (if any) upon the employees concerned. Where new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employees shall be given a period of training, with due consideration being given to the employee's age and previous educational background, during which they may perfect or acquire the skills necessitated by the new method of operation. The employer will assume the cost of tuition and travel. There shall be no reduction in wage or salary rates during the training period of any such employee. Training shall be given during the hours of work whenever possible and may extend for up to six months. Employees with one or more years of continuous service who are subject to lay-off under conditions referred to above, will be given notice of the impending change n employment status at the earliest reasonable time in keeping with the notification to the Union as set out above and the requirements the applicable legislation. Employees who are pregnant shall not be required to operate At their request, the employer shall relocate such employees to other appropriate work without loss of employment benefits, but at the wage rate of the job in which the employee is relocated. The determination of the appropriate alternative work shall be at the discretion of the Employer and such discretion not be in an arbitrary orjob.

Volunteers. The use of volunteers to do perform bargaining unit work shall not be expanded beyond the extent of existing practice as of June of the local joint job security committee must be con- vened at least three weeks prior to the initiation of such a drive. Ratio of - to - - R-atio -of t-o - At the time of considering whether or not to alter the ratio of R.N.' s to in any department, the Hospital agrees to consult with the Union in advance of any decision being made and, again in advance of any decision being made, the senior administrator of the Hospital agrees to meet with and to entertain submissions from the Union with respect to the merits of maintaining the existing ratio. In addition to the above process and apart from it where a change in the ratio is planned by the Hospital and it does not arise because of employee retirement, resignation or death then it can only be carried out following a full and complete dis- closure disclosure to the Union of the plan of the Hospital and the reasons for it. After full and complete disclosure to the Union the Hospital and Union are to meet and discuss the plan and the reasons with a view to possibly modifying them including main- taining the existing ratio,, The planned change in the ratio cannot be implemented by the for a period of forty-five days from the date of full and complete disclosure -to the Union: and only implemented if there has been the consultative process required by this clause out in good faith by the Hospital. Technological Change means the automation of equipment, or the or automation of operations, or the replacement of existing equipment or machinery with new equip- ment or machinery which results in the displacement of an employee from his/her regular job. Where the Hospital has decided to introduce a technologi- cal change which will significantly alter the status of an employee within the bargaining unit, the Hospital undertakes to meet with the Union to consider the of adverse effects (if any) upon the employees concerned. Where new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employees shall be given a period of training, with due consideration being given to the employee's age and previous educational background, during which they may perfect or acquire the skills necessitated by the new method of operationopera- tion. The employer will assume the cost of tuition and travel. There shall be no reduction in wage or salary rates during the training period of any such employee. Training shall be given during the hours of work whenever possible and may extend for up to six months. Employees with one or more years of continuous service ser- vice who are subject to lay-off under conditions referred to above, will be given notice of the impending change n employment in employ- ment status at the earliest reasonable time in keeping with the notification to the Union as set out above and the requirements of the applicable legislation. Employees who are pregnant shall not be required to operate At their request, the employer shall temporarily relocate such employees to other appropriate work without loss of employment benefits, but at the wage rate of the job in which the employee is relocated. The determination of the appropriate alternative work shall be at the discretion of the Employer and such discretion shall not be exercised in an arbitrary oror discriminatory manner. If such work is not available or if the employee does not wish to accept the alternative work, the employee may be placed on unpaid leave of absence. Each employee required to use a more than four hours per day, shall be given eye examinations at the beginning of employment or assignment to and every twelve months thereafter. The eye examinations shall be paid for by the Hospital where not covered by

Volunteers. The use of volunteers to do perform bargaining unit work shall not be expanded beyond the extent of existing practice as of June Where a Hospital plans a drive to increase the number of volunteers, the Union must be given at least thirty (30) days, notice of these plans and a special meeting of the local joint job security committee must be con- vened convened at least three (3) weeks prior to the initiation of such a drive. Ratio of - to - - - At the time of considering whether or not to alter the ratio of to in any department, the Hospital agrees to consult with the Union in advance of any decision being made and, again in advance of any being made, the senior administrator of the Hospital agrees to meet with and to entertain submissions from the Union with respect to the merits of maintaining the existing ratio. addition to the above process and apart from it where a Technological change in the planned by the Hospital and it does not arise because of employee retirement, resignation or death then it can only be carried out a and complete dis- closure to the Union of the plan of the Hospital and the reasons for it. After full and complete disclosure to the Union the Hospital and Union are to meet and discuss the plan and the reasons with a view to possibly modifying them including main- taining the existing ratio,, The planned change in the ratio cannot be implemented by the for a period of forty-five days from the date of full and complete disclosure -to the Union: and only implemented if there has been the consultative process required by this clause out in good faith by the Hospital. Technological Change means the automation of equipment, or the mechanization or automation of operations, or the replacement of existing equipment or machinery with new equip- ment equipment or machinery which results in the displacement of an employee from his/her regular regularjob. Where the Hospital has decided to introduce a technological change which will significantly alter the status of an employee within the bargaining unit, the Hospital undertakes to meet with the Union to consider the minimization of adverse effects (if any) upon the employees concerned. Where new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employees shall be given a period of training, with due consideration being given to the employee's age and previous educational background, during which they may perfect or acquire the skills necessitated by the new method of operation. The employer will assume the cost of tuition and travel. There shall be no reduction in wage or salary rates during the training period of any such employee. Training shall be given during the hours of work whenever possible and may extend for up to six (6) months. Employees with one or more years of continuous service who are subject to lay-off layoff under conditions referred to above, will be given notice of the impending change n in employment status at the earliest reasonable time in time.-in keeping with the notification to the Union as set out forth above and the requirements of the applicable legislation. Employees who are pregnant shall not be required to operate At their request, the employer shall temporarily relocate such employees to other appropriate work without loss of employment benefits, but at the wage rate of the job in which the employee is relocated. The determination of the appropriate alternative work Each employee required to use a more than four (4) hours per day, shall be given eye examinations at the discretion beginning of employment or assignment to and every twelve (12) months thereafter. The eye examinations shall be paid for by the Employer and such discretion Hospital where not be in an arbitrary orcovered by

Volunteers. The use of volunteers to do perform bargaining unit work shall not be expanded beyond the extent of existing practice as of June Where a Hospital plans a drive to increase the of volunteers, the Union must given at least thirty clays' notice of these plans and a special meeting of the joint local job security committee must be con- vened convened at least three weeks to prior -to the initiation of such a drive. Ratio of - ---- to - - - R A At the time of considering whether or not to alter the ratio of to s in any department, the Hospital agrees to consult with the Union in advance of any decision being made and, again in advance of any decision being made, the senior administrator of the Hospital agrees to meet with and to entertain submissions from the Union with respect to the merits of maintaining the existing ratio. In addition to the above process and apart from it where a change in the planned ratio is by the Hospital and it does not arise because of employee retirement, resignation or death then it can only be carried out following a full and complete dis- closure to the Union of the plan of the Hospital and the reasons for it. After full and complete disclosure to the Union the Hospital and Union are to meet and discuss the plan and the reasons with a view to possibly modifying them including main- taining the existing ratio,, . The planned change in the ratio cannot be implemented by the Hospital for a period of forty-five days from the date of full and complete disclosure -to to the Union: ; and only implemented if there has been the consultative process required by this clause carried out in good faith by the Hospital. Technological Change means the automation of equipment, or the or automation of operations, or the replacement of existing equipment or machinery with new equip- ment or machinery which results in the displacement of an employee from his/her regular job. Where the Hospital has decided to introduce a technologi- cal change which will significantly alter the status of an employee within the bargaining unit, the Hospital undertakes to meet with the Union to consider the of adverse effects (if any) upon the employees concerned. Where new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employees shall be given a period of training, with due consideration being given to the employee's age and previous educational background, during which they may perfect or acquire the skills necessitated by the new method of operationopera- tion. The employer will assume the cost of tuition and travel. There shall be no reduction in wage or salary rates during the training period of any such employee. Training shall be given during the hours of work whenever possible and may extend for up to six months. Employees with one or more years of continuous service who are subject to lay-off under conditions referred to above, will be given notice of the impending change n employment in employ- ment status at the earliest reasonable time in keeping with the notification to the Union as set out above and the requirements of the applicable legislation. Employees who are pregnant shall not be required to operate oper- ate At their request, the employer shall temporarily relocate such employees to other appropriate work without loss of employment benefits, but at the wage rate of the job in which the employee is relocated. The determination of the appropriate alternative work shall be at the discretion of the Employer and such discretion shall not be exercised in an arbitrary oror dis- criminatory manner. If such work is not available or if the employee does not wish to accept the alternative work, the employee may be placed on unpaid leave of absence. Each employee required to use a more than four hours per day, shall be given eye examinations at the beginning of employment assignment to and every twelve months thereafter. The eye examinations shall be paid for by the Hospital where not covered by B-erea-v-eme-nt-Le-ave- An employee who notifies the Hospital as soon as possible following a bereavement shall be granted up three consec- utive off, without loss of his regular pay for his scheduled hours from the date of death up to and including the date of the funeral of a member of his immediate family. "Immediate family" means parent, brother, sister, spouse, son,, daughter, son-in-law, daughter-in-law, mother-in-law, brother-in-law, sister-in-law,, grandparent, grandchild, guardian or step-parent. Education Leave If required by the an employee shall be entitled to leave of absence with pay and without of seniority and benefits to write examinations to upgrade his or her employment qualifications. employee to the Administration of the Hospital,, It is further understood and agreed that the Hospital will, wherever its occupational requirements permit, endeavour to arrange the shifts of employees attending courses or seminars to permit such attendance. Where employees are required by the Hospital. to take courses to upgrade or acquire new employment qualifi- cations, the Hospital shall pay the full costs associ- ated with the courses. Jury a-nd -Wit-ne-ss - f employee is required to serve as a juror in any court of law, or is required to attend as a witness in a court pro- ceeding in which the Crown is a party, or is required by sub- poena to attend a court of law or coroner's inquest in with a case arising from the employee's duties at the Hospital, the employee shall not lose regular pay because such attendance provided that the employee: notifies the Hospital immediately on the employee's notification that he will be required to attend at court; presents proof of service requiring the employee's attendance: deposits with -the Hospital the amount of compen- sation received excluding mileage, travelling and al and an official receipt thereof. In to the foregoing, where an is required by subpoena to attend a court of law or coroner's inquest in connection with a case arising from the employee's duties at the Hospital on his regularly scheduled day off, the Hospital attempt to reschedule the employee's regular day off, it being understood that any rescheduling shall not in the payment of any premium Where the Hospital unable to reschedule the employee and, as a result, he is required attend on a regular day off, he shall be paid for hours actually spent at such hearing at the rate of time and one-half his regular straight time hourly rate subject to and above. Where the employee's attendance is required during a different shift than he is scheduled to work that day, the Hospital will attempt to reschedule the shift to include the time spent at such hearing. It is understood that any rescheduling not result in the payment of any premium pay. Where the Hospital is unable to reschedule the employee and, as a result, he is required to attend during other than his regularly scheduled paid hours, he shall be paid for hours actually spent at such hearing at his straight time hourly rate subject to (a), , above Pregnancy Leave Pregnancy leave will be granted in accordance with the provisions of the Employment Standards Act, except amended in service requirement for eligibility for pregnancy leave shall be thirteen weeks of continuous service. The employee shall give written notification at least two weeks in of the date of commencement of such leave and the expected date of return. such time she shall furnish the Hospital with the of a legally qualified medical practitioner stating the expected birth date, The employee shall reconfirm her intention to return to work on the date in subsection above by written notification received by the Hospital at least two weeks in advance thereof. Effective on confirmation by the Unemployment Insurance Commission of the appropriateness of the Hospital's Supplemental Unemployment Benefit (SUB) Plan, an employee who is on pregnancy leave as provided under this Agreement who has applied for and is receipt of Unemployment Insurance pregnancy benefits pursuant to Section of the Unemployment Insurance Act, b e paid a benefit. That benefit will be to the difference between seventy-five percent of her regular weekly earnings and the sum of weekly Unemployment Insurance benefits and any other earnings. Such payment shall commence following completion of the two-week Unemployment Insurance waiting and receipt by the Hospital of the employee's Unemployment Insurance cheque stub as proof she is in receipt of Unemployment Insurance pregnancy benefits, and shall continue while the employee is in receipt of such benefits for a maximum period fifteen weeks. The employee's regular weekly earnings shall be determined by multiplying her regular hourly rate on her last day worked prior to the commencement of the leave times her normal weekly hours plus any wage increase or salary increment that she would be to if she were not on pregnancy leave. The employee does not have any vested right except to receive payments for the covered unemployment period. The plan provides that payment in respect Of guaranteed annual remuneration or in respect Of deferred remuneration or severance pay benefits are not reduced or increased by payments received under the plan. Credits for service and shall for a period of up to seventeen weeks while an employee is on pregnancy leave,, The will. continue to pay its share of the contributions of employee benefits, including pension, in which the employee is participating for a period of up to seventeen weeks while the employee is on pregnancy leave. Subject to any changes to the employee's status which would have occurred had she not been on pregnancy leave, the employee shall be reinstated to her former duties, on the same shift in same department, and at the same rate of pay. Parental Leave

Volunteers. The use of volunteers to do perform bargaining unit work shall not be expanded beyond the extent of existing practice as of June Where a Hospital plans a drive to increase the number of volunteers, the Union must be given at least thirty days' notice of these plans and a special meeting of the local joint job security committee must be con- vened at least three weeks prior to the initiation of such a drive. Ratio of - to - - - At the time of considering whether or not to alter the ratio of to in any department, the Hospital agrees to consult with the Union in advance of any decision being made and, again in advance of any decision being made, the senior administrator of the Hospital agrees to meet with and to entertain submissions from the Union with respect to the merits of maintaining the existing ratio. In addition to the above process and apart from it where a change in the ratio is planned by the Hospital and it does not arise because of employee retirement, resignation or death then it can only be carried out following a full and complete dis- closure to the Union of the plan of the Hospital and the reasons for it. After full and complete disclosure to the Union the Hospital and Union are to meet and discuss the plan and the reasons rea- son with a view to possibly modifying them including main- taining maintaining the existing ratio,, . The planned change in the ratio cannot be implemented by the Hospital for a period of forty-five days from the date of full and complete disclosure -to to the Union: ; and only implemented if there has been the consultative process required by this clause carried out in good faith by the Hospital. ARTICLE TECHNOLOGICAL CHANGE Technological Change means the automation of equipment, or the or automation of operations, or the replacement of existing equipment or machinery with new equip- ment - or machinery which results in the displacement of an employee from his/her regular job. Where the Hospital has decided to introduce a technologi- cal change which will significantly alter the status of an employee within the bargaining unit, the Hospital undertakes to meet with the Union to consider the of adverse effects (if any) upon the employees concerned. Where new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employees shall be given a period of training, with due consideration being given to the employee's age and previous educational background, during which they may perfect or acquire the skills necessitated by the new method of operationopera- tion. The employer will assume the cost of tuition and travel. There shall be no reduction in wage or salary rates during the training period of any such employee. Training shall be given during the hours of work whenever possible and may extend for up to six months. Employees with one or more years of continuous service ser- vice who are subject to lay-off under conditions referred to above, will be given notice of the impending change n employment in employ- ment status at the earliest reasonable time in keeping with the notification to the Union as set out above and the requirements of the applicable legislation. Employees who are pregnant shall not be required to operate At their request, the employer shall temporarily relocate such employees to other appropriate work without loss of employment benefits, but at the wage rate of the job in which the employee is relocated. The determination of the appropriate alternative work shall be at the discretion of the Employer and such discretion shall not be exercised in an arbitrary oror dis- criminatory manner. If such work is not available or if the employee does not wish to accept the alternative work, the employee may be placed on unpaid leave of absence. Each employee required to use a more than four hours per day, shall be given eye examinations at the beginning of employment or assignment to and every twelve months thereafter. The eye examinations shall be paid for by the Hospital where not covered by ARTICLE LEAVES OF ABSENCE

Volunteers. The use of volunteers to do perform bargaining unit work shall not be expanded beyond the extent of existing practice as of June Where a Hospital plans a drive to increase the number of volunteers, the Union must be given at least thirty days' notice of these plans and a special meeting of the joint job security committee Local Joint Job Security Committee must be con- vened convened at least three weeks prior to the initiation of such a drive. Ratio of - to - - - At the time of considering whether or not to alter the ratio of to in any department, the Hospital . . agrees to consult with the Union in advance of any decision being made and, again in advance of any decision being made, the senior administrator of the Hospital agrees to meet with and to entertain submissions from the Union with respect to the merits of maintaining maintaining‘ the existing ratio. In addition to the above process and apart from it where a change in the ratio planned by the Hospital and it does not arise because of employee retirement, resignation or death then it can only be carried out following a full and complete dis- closure to the Union of the plan of the Hospital and the reasons for it. After full and complete disclosure to the Union the Hospital and Union are to meet and discuss the plan and the reasons rea- sons with a view to possibly modifying them including main- taining maintain- ing the existing ratio,, . The planned change in the ratio cannot -- be implemented by the Hospital for a period of forty-five days from the date of full and complete disclosure -to to the Union: and only implemented if there has has. been the consultative process required by this clause carried out in good faith by the Hospital. ARTICLE Technological Change means the automation of equipment, or the or automation of operations, ,. or the replacement of existing equipment or machinery with new equip- ment or machinery which results in the displacement of an employee from his/her regular job. -- Where the Hospital has decided to introduce a change which will significantly alter the status of an --- employee within the bargaining unit, the Hospital undertakes to meet with the Union to consider the of adverse effects (if any) upon the employees concerned. Where new or greater skills are required than are already possessed by affected employees under the present methods of operationoperations, such employees shall be given a period of training, with due consideration being given to the employee's age and previous educational background, during which they may perfect or acquire the skills necessitated by the new method of operationopera- tion. The employer will assume the cost of tuition and travel. There shall be no reduction in wage or salary rates during the training period of any such employee. Training shall be given during the hours of work whenever possible and may extend for up to six months. Employees with one or more years of continuous service who are subject to lay-off under conditions referred to above, will be given notice of the impending change n in employment status at the earliest reasonable time in keeping with the notification noti- fication to the Union as set out above and the requirements of the applicable legislation. Employees who are pregnant shall not be required to operate oper- ate At their request, the employer shall temporarily relocate such such- employees to other appropriate work without loss of employment benefits, but at the wage rate of the job in which the employee is relocated. The determination of the appropriate alternative work shall be at the discretion of the Employer and such discretion shall not be exercised in an arbitrary oror dis- criminatory manner. If such work is’ not available if the employee does not wish to accept the alternative work, the employee may be placed on unpaid leave of absence. Each employee required to use a more than four hours per day, shall be given eye examinations at the beginning -- of employment or assignment to and every twelve thereafter. The eye examinations shall be paid for by the Hospital where not covered by

Volunteers. Where the Hospital plans a drive to increase the number of volunteers, the Union must be given at least thirty days notice of these plans and a special meeting of the Local Joint Job Security Committee must be convened at least three weeks prior to the initiation of such a drive. The use of volunteers to do perform bargaining unit work shall not be expanded beyond the extent of existing practice as of June of the joint job security committee must be con- vened at least three weeks to the initiation of such a drive. Ratio of - to - - - At the time of considering whether or not to alter the ratio of R.N. to in any department, the Hospital agrees to consult with the Union in advance of any decision being made and, again in advance of any decision being made, the senior administrator of the Hospital agrees to meet with and to entertain submissions from the Union with respect to the merits of maintaining the existing ratio. In addition to the above process and apart from it where a change in the ratio is planned by the Hospital and it does not arise because of employee retirement, resignation or death then it can only be carried out following a full and complete dis- closure disclosure to the Union of the plan of the Hospital and the reasons for it. After full and complete disclosure to the Union the Hospital and Union are to meet and discuss the plan and the reasons with a view to possibly modifying them including main- taining maintaining the existing ratio,, . The planned change in the ratio cannot be implemented by the Hospital for a period of forty-five days from the date of full and complete disclosure -to to the Union: ; and only implemented if there has been the consultative process required by this clause carried out in good faith by the Hospital. The Hospital agrees that will be allowed and encouraged to fully employ all of the skills set out as the minimum level requirements of by the College of Nurses of Ontario Standards of Nursing Practice, Technological Change means the automation of equipment, or the or automation of operations, or the replacement of existing equipment or machinery with new equip- ment equipment or machinery which results in the displacement of an employee from his/her regular job. Where the Hospital has decided to introduce a technologi- cal change which will significantly alter the status of an employee within the bargaining unit, the Hospital undertakes to meet with the Union to consider the of adverse effects (if any) upon the employees concerned. Where new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employees shall be given a period of training, with due consideration being given to the employee's age and previous educational background, during which they may perfect or acquire the skills necessitated by the new method of operation. The employer will assume the cost of tuition and travel. There shall be no reduction in wage or salary rates during the training period of any such employee. Training shall be given during the hours of work whenever possible and may extend for up to six months. Employees with one or more years of continuous service ser- vice who are subject to lay-off layoff under conditions referred to above, will be given notice of the impending change n in employment status at the earliest reasonable time in keeping with the notification to the Union as set out above and the requirements of the applicable legislation. Employees who are pregnant shall not be required to operate At their request, the employer Employer shall temporarily relocate such employees to other appropriate work without loss of employment benefits, but at the wage rate of the job in which the employee is relocated. The determination of the appropriate alternative work shall be at the discretion of the Employer and such discretion shall not be exercised in an arbitrary oror dis- criminatory manner. If such work is not available or if the employee does not wish to accept the alternative work, the employee may be placed on unpaid leave of absence. Each employee required to use a more than four hours per day, shall be given eye examinations at the beginning of employment or assignment to and every twelve months thereafter. The eye examinations shall be paid for by the Hospital where not covered by

Volunteers. The use of volunteers to do perform bargaining unit work shall not be expanded beyond the extent of existing practice practise as of June of the joint job security committee must be con- vened at least three weeks to the initiation of such a drive. Ratio of - to - - - At the time of considering whether or not to alter the ratio of to in any department, the Hospital agrees to consult with the Union in advance of any decision being made and, again in advance of any decision being made, the senior administrator of the Hospital agrees to meet with and to entertain submissions from the Union with respect to the merits of maintaining the existing ratio. In addition to the above process and apart from it where a change in the planned ratio is by the Hospital and it does not arise because of employee retirement, resignation or death then it can only be carried out following a full and complete dis- closure disclosure to the Union of the plan of the Hospital and the reasons for it. After full and complete disclosure to the Union the Hospital and Union are to meet and discuss the plan and the reasons with a view to possibly modifying them including main- taining maintaining the existing ratio,, . The planned change in the ratio cannot be implemented by the for a period of forty-five (45) days from the date of full and complete disclosure -to the to Union: ; and only implemented if there has been the consultative process required by this clause carried out in good faith by the Hospital. Technological Change means the automation of equipment, or the mechanization or automation of operations, or the replacement of existing equipment equipment. or machinery with new equip- ment equipment or machinery which results in the displacement of an employee from his/her regular job. Where the Hospital has decided to introduce a technological change which will significantly alter the status of an employee within the bargaining unit, the Hospital undertakes to meet with the Union to consider the minimizing of adverse effects (if any) upon the employees concerned. Where new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employees shall be given a period of training, with due consideration being given to the employee's age and previous educational background, during which they may perfect or acquire the skills necessitated by the new method of operation. The employer will assume the cost of tuition and travel. There shall be no reduction in wage or salary rates during the training period of any such employee. Training shall be given during the hours of work whenever possible and may extend for up to six months. Employees with one (1) or more years of continuous service who are subject to lay-off layoff under conditions referred to above, will be given notice of the impending change n in employment status at the earliest reasonable time in keeping with the notification to the Union as set out above and the requirements of the applicable legislationLegislation. Employees who are pregnant shall not be required to operate At their request, the employer Hospital shall temporarily relocate such employees to other appropriate work without loss of employment benefits, but at the wage rate of the job in which the employee is relocated. The determination of the appropriate alternative work shall be at the discretion of the Employer Hospital and such discretion shall not be exercised in an arbitrary oror discriminatory manner. If such work is not available or if the employee does not wish to accept the alternative work, the employee may be placed on unpaid leave of absence. Each employee required to use a more than four hours per day, shall be given eye examinations at the beginning of employment or assignment to and every twelve months thereafter. The eye examinations shall be paid for by the Hospital where not covered by ARTICLE LEAVES OF ABSENCE

Volunteers. The use of volunteers to do perform bargaining unit work shall not be expanded beyond the extent of existing practice as of June Where a Hospital plans a drive to increase the number of volunteers, the Union must be given at least thirty (30) days, notice of these plans and a special meeting of the local joint job security committee must be con- vened convened at least three weeks prior to the initiation of such a drive. Ratio of - to - - - At the time of considering whether or not to alter the ratio of to in any department, the Hospital agrees to consult with the Union in advance of any decision being made and, again in advance of any being made, the senior administrator of the Hospital agrees to meet with and to entertain submissions from the Union with respect to the merits of maintaining the existing ratio. addition to the above process and apart from it where a Technological change in the planned by the Hospital and it does not arise because of employee retirement, resignation or death then it can only be carried out a and complete dis- closure to the Union of the plan of the Hospital and the reasons for it. After full and complete disclosure to the Union the Hospital and Union are to meet and discuss the plan and the reasons with a view to possibly modifying them including main- taining the existing ratio,, The planned change in the ratio cannot be implemented by the for a period of forty-five days from the date of full and complete disclosure -to the Union: and only implemented if there has been the consultative process required by this clause out in good faith by the Hospital. Technological Change means the automation of equipment, or the mechanization or automation of operations, or the replacement of existing equipment or machinery with new equip- ment equipment or machinery which results in the displacement of an employee from his/her regular job. Where the Hospital has decided to introduce a technological change which will significantly alter the status of an employee within the bargaining unit, the Hospital undertakes to meet with the Union to consider the minimizing of adverse effects (if any) upon the employees concerned. Where new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employees shall be given a period of training, with due consideration being given to the employee's age and previous educational background, during which they may perfect or acquire the skills necessitated by the new method of operation. The employer will assume the cost of tuition and travel. There shall be no reduction in wage or salary rates during the training period of any such employee. Training shall be given during the hours of work whenever possible and may extend for up to six (6) months. Employees with one or more years of continuous service who are subject to lay-off layoff under conditions referred to above, will be given notice of the impending change n employment in employee status at the earliest reasonable time in keeping with the notification notice to the Union as set out above and the requirements of the applicable legislation. Employees who are pregnant shall not be required to operate At their request, the employer shall temporarily relocate such employees to other appropriate work without loss of employment benefits, but at the wage rate of the job in which the employee is relocated. The determination of the appropriate alternative work shall be at the discretion of the Employer and such discretion shall not be exercised in an arbitrary oror discriminatory manner. If such work is not available or if the employee does not wish to accept the alternative work, the employee may be placed on unpaid leave of absence. Each employee required to use a more than four (4) hours per day, shall be given eye examinations at the beginning of employment or assignment to and every twelve (12) months thereafter. The eye examinations shall be paid for by the Hospital where not covered by

Volunteers. The use of volunteers to do perform bargaining unit work shall not be expanded beyond the extent of existing practice as of June of the local joint job security committee must be con- vened at least three weeks prior to the initiation of such a drive. Ratio of - to - - - At the time of considering whether or not to alter the ratio of to in any department, the Hospital agrees to consult with the Union in advance of any decision being made and, again in advance of any decision being made, the senior administrator of the Hospital agrees to meet with and to entertain submissions from the Union with respect to the merits of maintaining the existing ratio. In addition to the above process and apart from it where a change in the ratio is planned by the Hospital and it does not arise because of employee retirement, resignation or death then it can only be carried out following a full and complete dis- closure to the Union of the plan of the Hospital and the reasons for it. After full and complete disclosure to the Union the Hospital and Union are to meet and discuss the plan and the reasons sons with a view to possibly modifying them including main- taining maintain- ing the existing ratio,, . The planned change in the ratio cannot be implemented by the Hospital for a period of forty-five days from the date of full and complete disclosure -to to the Union: ; and only implemented if there has been the consultative process required by this clause carried out in good faith by the Hospital. ARTICLE TECHNOLOGICAL CHANGE Technological Change change means the automation of equipment, or the or automation of operations, or the replacement of existing equipment or machinery with new equip- ment or machinery which results in the displacement of an employee from his/her regular job. Where the Hospital has decided to introduce a technologi- cal change which will significantly alter the status of an employee within the bargaining unit, the Hospital undertakes to meet with the Union to consider the of adverse effects (if any) upon the employees concerned. Where new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employees shall be given a period of training, with due consideration being given to the employee's age and previous educational background, during which they may perfect or acquire the skills necessitated by the new method of operationopera- tion. The employer will assume the cost of tuition and travel. There shall be no reduction in wage or salary rates during the training period of any such employee. Training shall be given during the hours of work whenever possible and may extend for up to six months. Employees with one or more years of continuous service who are subject to lay-off layoff under conditions referred to above, will be given notice of the impending change n employment in employ- ment status at the earliest reasonable time in keeping with the notification to the Union as set out above and the requirements of the applicable legislation. Employees who are pregnant shall not be required to operate At their request, the employer Employer shall temporarily relocate such employees to other appropriate work without loss of employment benefits, but at the wage rate of the job in which the employee is relocated. The determination of the appropriate alternative work shall be at the discretion of the Employer and such discretion shall not be exercised in an arbitrary oror dis- criminatory manner. If such work is not available or if the employee does not wish to accept the alternative work, the employee may be placed on unpaid leave of absence. Each employee required to use a more than four hours per day, shall be given eye examinations at the beginning of employment or assignment to and every twelve months thereafter. The eye examinations shall be paid for by the Hospital where not covered by ARTICLE LEAVES OF ABSENCE

Volunteers. The use of volunteers to do bargaining unit perform Bargaining Unit work shall not be expanded beyond the extent of existing practice as of June of the joint job security committee must be con- vened at least three weeks to the initiation of such a drive. Ratio of - RN's to - - - RNA's At the time of considering whether or not to alter the ratio of RN's to RNA's in any department, the Hospital agrees to consult with the Union in advance of any decision decision' being made and, again in advance of any decision being made, the senior administrator Senior Administrator of the Hospital agrees to meet with and to entertain submissions from the Union with respect to the merits of maintaining the existing ratio. of The bARgainInG unIT: In addition to the above process and apart from it where a change in the ratio is planned by the Hospital and it does not arise because of employee retirement, resignation or death then it can only be carried out following a full and complete dis- closure disclosure to the Union of the plan of the Hospital and the reasons for it. After full and complete disclosure to the Union the Hospital and Union are to meet and discuss the plan and the reasons with a view to possibly modifying them including main- taining the existing ratio,, The planned change in the ratio cannot be implemented by the Hospital for a period of forty-five days from the the' date of full and complete disclosure -to to the Union: ; and only implemented if there has been the consultative process required by this clause carried out in good faith by the Hospital. ARTICLE TECHNOLOGICAL CHANGE: Technological Change means the automation of equipment, or the or automation of operations, or the replacement of existing equipment or machinery with new equip- ment equipment or machinery which results in the displacement of an employee from his/her regular job. Where the Hospital has decided to introduce a technological change which will significantly alter the status of an employee within the bargaining unitBargaining Unit, the Hospital undertakes to meet with the Union to consider the of adverse effects (if any) upon the employees concerned. Where new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employees shall be given a period of training, with due consideration being given to the employee's age and previous educational background, during which they may perfect or acquire the skills necessitated by the new method of operation. The employer Employer will assume the cost of tuition and travel. There shall be no reduction in wage or salary rates during the training period of any such employee. Training shall be given during the hours of work whenever possible and may extend for up to six months. Employees with one or more years years' of continuous service who are subject to lay-off layoff under conditions referred to above, will be given notice of the impending change n in employment status at the earliest reasonable time in keeping with the notification to the Union as set out above and the requirements of the applicable legislation. Employees Employees' who are pregnant shall not be required to operate At their request, the employer Employer shall temporarily relocate such employees to other appropriate work without loss of employment benefits, . but at the wage rate of of' the job in which the employee is relocated. The determination determination-of the appropriate alternative work shall be at the discretion of the Employer and such discretion shall not be exercised in an arbitrary oror discriminatory manner. If such work is not available or if the employee does not wish to accept the alternative work, the employee may be placed on unpaid leave of absence.