July to June. Spouse for the purposes of this Agreement, a “spousal relationship” shall exist when an employee is married, or when, for a continuous period of more than one (1) year an employee has lived with a person, represented that person to be their spouse, and lives and intends to continually live with that person as if that person were their spouse. Throughout this Agreement, the plural includes the singular, and vice versa as the context may require.
July to June. Provided that the orderly operation of the University is not affected, an Employee Relations Officer from the Union shall have access to the premises to discuss Union business with the University and/or its Employees. Where the Employee Relations Officer will be meeting with Employees in the workplace during working hours, the employee shall seek authorization from the Department Head or designate. This will not be abused by the Employee and such authorization will not be unreasonably withheld. The University shall provide the Union Local with the following information regarding bargaining unit positions, upon request: salaries, group and step, position classifications, job descriptions, job evaluation questionnaire, job fact sheet, job evaluation policy, applied for factors, factor levels and their value, point ranges for salary classification groups and consider reasonable requests for other information. The University shall provide the Union Local with office space for the period of this agreement, together with furnishings as may be required.
July to June. When an existing or newly created position in the bargaining unit needs to be filled on a permanent basis, the vacancy will be posted for at least five (5) working days prior to the expiry date specified on the posting. Information on the posting will include: position title and classification salary range functional summary education and experience requirements other qualifying skills and/or abilities which are pertinent to the job responsibilities posting date and expiry date of the posting The reclassification of an occupied position will not be deemed a vacancy under the provision of this agreement, and therefore, such reclassified positions will not be posted. Both parties recognize the mutual benefits of providing current Employees with opportunities for promotion and transfer within the University. Employees, who meet qualifications as per a job posting and possess the knowledge and experience and past performance to meet the job requirements, shall be given preference over external applicants. Employees have a right to apply for vacant positions within the bargaining unit and to receive acknowledgment of such application. It is understood and agreed that Employees who have successfully completed their probationary period may apply for any position posted under this article. An Employee who applies for such a vacancy in the bargaining unit and meets the qualifications as posted will be given an interview having received at least one (1) day's notice. The following process will be followed when a position becomes vacant:
July to June. The University will consider requests for flexible hours, which may include flexible meal periods. Such requests shall be approved by the Department Head and the Director, Human Resources and shall not negatively impact on the operations or service provided by the department. The University shall notify the Union of all approved arrangements for flexible hours, including the hours to be worked, and the starting date and ending date (if applicable) for the arrangement. The University will consider requests for job sharing arrangements in accordance with Article The workweek shall normally be five days per week from Monday to Friday inclusive with two (2) consecutive days off. An Employee may be scheduled by the University for a regular workweek other than Monday to Friday. In such cases, an Employee shall be entitled to two (2) consecutive days off. Employees are entitled to a one (1) hour lunch period to be scheduled, where circumstances permit, as close as possible to the middle of the day noon to to Where a Regular Part Time or Sessional Part Time Employee is scheduled in excess of four (4)consecutive hours, they shall be entitled to receive a one (1) hour unpaid meal period, as may be agreed between the Employee and the Department Head or designate. Employees are entitled to a fifteen (15) minute break period in the morning and afternoon, as scheduled by the Department Head or designate. A Regular Part Time or Sessional Part Time Employee shall be entitled to one
July to June. For the purposes of this article, hours off on approved leave with pay shall be counted as hours worked. An Employee scheduled to work overtime, where the University has stipulated that the overtime will be performed at a time which is not continuous with their regularly scheduled working day, or on a day where they are not scheduled to work, shall receive a minimum of two (2) hours at the applicable overtime rate. A Regular Part Time or Sessional Part Time Employee shall be eligible for overtime compensation only where they work in excess of thirty-five (35) hours per week or seven (7) hours in one day, or where they are regularly scheduled to work more than seven (7) hours in one day, in excess of their regular hours of work in one day. Overtime rates shall apply as per Articles and ARTICLE CALLBACK AND STANDBY AND WORK FROM HOME When an Employee is called back and reports to work after they have left their place of work, and such callback has not been scheduled in advance, the Employee shall receive overtime credits at the rate of one and one-half (1 hours for each hour worked on the callback with a minimum of four (4) hours.
July to June. An employee, or Union representative who has been given authorization in writing by the employee, may have access to the Employee’s official file, in Human Resources, in the presence of the Director, Human Resources or appointed designate. Upon written request, an Employee shall be provided with a copy of any document in their file. There shall be only one (1) recognized Employee official file and that file will be maintained in Human Resources.
July to June. STEP ONE If the Employee or the Union is not satisfied with the decision of the Department Head or designate the Union may within ten (10) days of receipt of the decision or the date the decision should have been given, present a grievance in writing to the Director, Human Resources, at the first level of the grievance procedure. If the Union does not receive a reply or satisfactory settlement within ten (10) days from the date the Union presented the grievance to the Director, Human Resources; the Union may proceed to Step Two. STEP TWO Within ten (10) days from receipt of the decision, or the date a decision should have been given in Step One, the Union may present the grievance in writing either by personal service or by registered mail to the Vice-president (Administration) as the second level in the grievance procedure. The Vice-president (Administration) shall reply, in writing, to the Union, within ten (10) days from the date the grievance was presented at Step Two. If the Union does not receive a reply or satisfactory settlement of a grievance at Step Two, the Union may refer the grievance to arbitration as provided in Article Where a grievance is presented or at any meeting in accordance with the foregoing process, or hearing relating to a grievance, the affected and a representative of the Union Local shall be given the necessary time off without loss of pay. In determining the time in which any step under the foregoing procedures is to be taken, Saturdays, Sundays, recognized holidays, or authorized leave with pay shall be excluded. Where either party to this Agreement disputes the general application, interpretation, or alleges a violation of an article of this Agreement, the dispute shall be discussed initially with the University or the Union, as the case may be. Where no satisfactory agreement is reached, either party may submit the dispute to arbitration, as provided in Article of this Agreement. At the request of either party to this Agreement, it may be mutually agreed to extend the time limits specified herein.
July to June. Where the parties are agreed that a matter should be referred to a single Arbitrator, and
July to June. The time limits fixed in the arbitration procedures may be altered by mutual consent of the parties, but the same shall be in writing. The affected and Union Local representatives required to be present at an Arbitration hearing shall be given time off without loss of pay.
July to June. Employees absent from duty because of illness or injury shall submit to their Department Head or designate, at the first opportunity, an application for sick leave on the appropriate form, as provided. Upon the request of the University, Employees shall provide medical information, stating the nature of their illness. Such information shall be provided to Human Resources. Medical information will be held in confidence by Human Resources, and not released without the consent of the Employee. All Employees by this Agreement who are on extended leave due to sickness or injury will be eligible for long term disability benefits, as applicable, having completed the required waiting period. Application will be made on behalf of the Employee by Human Resources and upon acceptance by the carrier; said Employee will be placed on long-term disability.
