Failure to Maintain Licensure. Should any employee who is required to maintain a valid CDL fail to do so, he shall be unqualified to retain his position. Any such employee may submit a written request to the Employer for a temporary voluntary reduction. If the Employer determines that a vacancy exists in a lower level classification for which the requesting employee is presently qualified to perform the essential duties of the position, without further training, the employee may be placed in the lower level position not requiring CDL licensure as a temporary voluntary reduction at the Employer’s discretion. Where the employee requests a reduction and the Employer, at its sole and exclusive discretion, determines a temporary reduction will not be offered, the employee shall be placed on a limited unpaid leave of absence, not to exceed eighteen (18) months, or will be terminated from employment. At any point should the Employer determine that the continuation of a temporary voluntary reduction is inconsistent with its operational needs, the employee may be placed on an unpaid leave of absence due to his failure to remain appropriately qualified for his permanent job classification. All voluntary reductions are intended to be temporary in nature and may be limited or discontinued at the sole and exclusive discretion of the Employer. The determination of whether or not a voluntary reduction is offered or continued is not subject to the grievance procedure.
Failure to Maintain Licensure. An employee is required to present to the Employer within six (6) weeks of the start of the year or such other date as may be prescribed by the respective College, evidence that her or his certificate of Registration is in good standing and currently in effect. Such time will be extended for reasons where the College permits the employee's Certificate of Registration to remain in effect. If the employee's Certificate of Registration is suspended by the College for non- payment of the annual fee, the employee will be placed on non-disciplinary suspension without pay. If the employee presents evidence that her or his Certificate of Registration has been reinstated. or he shall be reinstatedto her or his position effective upon presenting such evidence. Failure to provide evidence within calendar days of the employee being placed on disciplinary suspension by the Employer will result in the employee being deemed to be no longer qualified and the employee shall be terminated from the employ of the Employer. Such termination shall not be the subject of a grievance or arbitration The Employer will not require employees lo utilize their personal equipment (i.e. cellular phones) when conducting out-of-office business for the Employer such as but not limited to home visits. For greater clarity, this does not apply to personal vehicles. Influenza Vaccine The parties agree that influenza vaccinations may be beneficial for clients and staff. Upon a recommendation pertaining to a facility or a specifically designated thereof from the Medical Officer of Health or in compliance with applicable provinciallegislation, the following rules will apply: Employees shall, subject to the following, be required to be vaccinated for influenza. If the full cost of such medication is not covered by some other source, the Employer will pay the full or incremental cost for the vaccine and will offer vaccinations during regular working hours. In addition, employees will be provided with information, risks and side effects, regarding the vaccine. The Employer recognizes that employees have the right to refuse any required vaccination. If an employee refuses to take the vaccine required under this provision, or he may be placed on an unpaid leave of absence during any influenza outbreak in the community or hospital such time as the employee is cleared to return to work. If an employee is placed on unpaid leave, or he can use banked lieu or vacation credits in order to keep her or his pay ...
Failure to Maintain Licensure. An employee is required to present to the Executive Director or designate within six
Failure to Maintain Licensure. An employee is required to present to the Employer within six (6) weeks of the start of the year or such other date as may be prescribed by the respective College, evidence that her or his certificate of Registration is in good standing and currently in effect. Such time will be extended for reasons where the College permits the employee’s Certificate of Registration to remain in effect. If the employee's Certificate of Registration is suspended by the College for non- payment of the annual fee, the employee will be placed on non-disciplinary suspension without pay. If the employee presents evidence that her or his Certificate of Registration has been reinstated, he/she or he shall be reinstated to her or his position effective upon presenting such evidence. Failure to provide evidence within 90 calendar days of the employee being placed on non- disciplinary suspension by the Employer will result in the employee being deemed to be no longer qualified and the employee shall be terminated from the employ of the Employer. Such termination shall not be the subject of a grievance or arbitration
