LISTED BELOW Clause Samples

LISTED BELOW. Each Eligible Borrower shall: not take any actions to prevent Workers (as defined below) from lawfully exercising their right of association and their right to organize and bargain collectively, and not take any action on the basis of such rights or activities, including, but not limited to any form of retaliation, such as termination, suspension, demotion, blacklisting or transfer of any Worker by the employer, or by an officer, agent or representative thereof; observe applicable laws relating to a minimum age for employment of children, conditions of work, minimum wages, hours of work, and occupational health and safety; not use forced or compulsory labor (including but not limited to any form of slavery, debt bondage, and serfdom); not employ persons, formally or informally, under the age of fifteen (15) for general work and under the age of eighteen (18) for work involving hazardous activity likely to harm the health, safety, or morals of those persons; pay all wages, including all bonus pay and premium pay for overtime work, in full, in legal tender, and in a timely fashion, to Workers except when Workers have agreed otherwise; not require Workers to work more than 48 standard hours of work per week (not including overtime work) and ensure that Workers shall be guarantied a weekly 24-hour rest period; not use funds hedged by the Eligible Hedge Transaction to make a loan (directly or indirectly) to any borrower that violates (i), (ii), (iii) or (iv) above; comply with any other applicable law or collective bargaining agreement that imposes a requirement that is more protective of worker rights than any of the foregoing requirements; and require contractors and their subcontractors employed by the Eligible Borrower to comply with the foregoing requirements. Notwithstanding the foregoing, the Eligible Borrower shall not be responsible for any non-compliance with the above Worker Rights requirements resulting from the actions of a government.

LISTED BELOW. “Any employee employed by the Company shall be given credit for his previous experience for the purpose of determining his wage rate, providing the employee has comparable experience and has been employed in a retail food store covered by a Union Contract in the three (3) years immediately prior to commencement of his employment. Should an employee or the Union fail to file a complaint or grievance within thirty (30) days of the date the Company sends a “Form B” card to the Union, the Company shall be liable to make any resulting wage adjustment which may be required only from the date the complaint or grievance was brought to its attention. The Company may require the employee to provide proof of such experience and shall, in such an event, permit him a period of forty-five (45) days to do so. Upon satisfactory proof being presented, the employee’s wage rate shall be adjusted retroactive to the date of his employment. The employee will forfeit any right for this benefit after forty-five (45) days.”

LISTED BELOW. The employer shall not discharge, suspend or take any other disciplinary action as respects any employee without just cause, but in respect to discharge, suspension or other disciplinary action shall give at least one warning notice of the complaint against such employee to the employee in writing by certified mail and/or in person and a copy of same to the Union affected, by certified mail, except that no warning notice need be given to an employee before he/she is discharged if the cause of such discharge is: dishonesty, using or being under the influence of alcoholic beverages, narcotics, or drugs while on duty, failure to submit to a sobriety/drug test, upon request, if the employee appears to be under such influence; carrying or permitting the carrying of drugs or narcotics on the employee’s person or equipment that is prohibited by state or federal law, possession of alcoholic beverages, drugs or narcotics on Company property or equipment, or drinking alcoholic beverages, or using drugs or narcotics, on company property, or a serious preventable accident while on duty; or the carrying of unauthorized passengers; or the failure to report an accident; or willful damage or destruction of company property or equipment; or engaging in unprovoked physical violence while on Company property or on duty; outrageous conduct as determined by the Grievance Committee, or failure to comply with Article 35, Section 3 of the National Master Freight Agreement. The warning notice as herein provided shall not remain in effect for a period of more than six (6) months from the date of said warning notice. All warning notices, discharges, suspension, or other disciplinary action must be by proper written notice to the employee and the Union affected. Any employee may request an investigation as to his/her discharge or suspension. Should such investigation prove that an injustice has been done an employee, he/she shall be reinstated. The State or Multiple State Grievance Committee and the Southern Region Area Grievance Committee shall have the authority to order full, partial, or no compensation for time lost. Appeal from discharge, suspension or warning notice must be taken within ten (10) regular working days by written notice, and a decision reached within fifteen (15) days from the date of discharge, suspension or warning notice. Warning letters only will be emailed to the Local Union. Emailed warning letters will be considered protested by the Local Union on behalf of...

LISTED BELOW. “Any employee employed by the Employer shall be given credit for their previous experience for the purpose of determining their wage rate, providing the employee has comparable experience and has been employed in a retail food store covered by a Union Contract in the three (3) years immediately prior to commencement of their employment. Should an employee or the Union fail to file a complaint or grievance within thirty (30) days of the date the Employer sends a “Form B” card to the Union, the Employer shall be liable to make any resulting wage adjustment which may be required only from the date the complaint or grievance was brought to its attention. The Employer may require the employee to provide proof of such experience and shall, in such an event, permit them a period of forty-five (45) days to do so. Upon satisfactory proof being presented, the employee’s wage rate shall be adjusted retroactive to the date of their employment. The employee will forfeit any right for this benefit after forty- five (45) days.” Name of Employee _ _ Address _ _ Telephone No. Employment Started Full-Time Part-Time _ Wage Rate Job Classification Store Employed _ Name of Employer Years or months of Experience _ APPENDIX “D”‌ The Parties agree to comply with The Saskatchewan Employment Act as it applies to Maternity/Parental/Adoption Leave. However, the following is provided as a guideline of information:

LISTED BELOW. “Any employee employed by the Employer shall be given credit for his previous experience for the purpose of determining his wage rate, providing the employee has comparable experience and has been employed in a retail food store covered by a Union Contract in the three (3) years immediately prior to commencement of his employment. Should an employee or the Union fail to file a complaint or grievance within thirty (30) days of the date the Employer sends a “Form B” card to the Union, the Employer shall be liable to make any resulting wage adjustment which may be required only from the date the complaint or grievance was brought to its attention. The Employer may require the employee to provide proof of such experience and shall, in such an event, permit him a period of forty-five (45) days to do so. Upon satisfactory proof being presented, the employee’s wage rate shall be adjusted retroactive to the date of his employment. The employee will forfeit any right for this benefit after forty-five (45) days.” Name of Employee Address Telephone No. Employment Started Full-Time Part-Time Wage Rate Job Classification Store Employed Past experience in a retail food store covered by a Union Agreement: Name of Employer Years or months of Experience If out of province, proof of previous experience submitted Employee: Employer: GENERAL FRAMEWORK FOR RESTRUCTURING Pursuant to Letter of Understanding of the current collective agreement, the Employer will at its sole discretion offer a voluntary buyout program with a General Framework for Restructuring Labour Costs similar to those set out in “Appendix C” of the Collective Agreement, except that the “bought and attrition hours” for full time will be thirty-seven (37) hours per week. a) Buyout - The objective is to allow the Employer to restructure its labour costs in the Saskatchewan stores. The intent is to minimize the impact on existing employees and instead to affect replacement employees hired after ratification. The terms contained in this Restructuring Proposal supersede any conflicting provisions of the Collective Agreement (including appendices and Letters of Understanding). b) For the purposes of this Collective Agreement the following definitions will be used. Tier 1 employee is an existing employee who is on the wage scales applicable to regular employees. A Tier 2 employee is an employee hired on or after November 13, 2005 or a Courtesy Clerk promoted out of the Courtesy Clerk category after November 12, 2005....

LISTED BELOW. ORDERS BY EXISTING HOLDERS- NUMBER OF SHARES OF TAPS ORDERS BY POTENTIAL HOLDERS- NUMBER OF SHARES OF TAPS ------------------------------------------------------------------------------------------------------------------------------------ POTENTIAL HOLDER BID/RATE ------------------------------------------------------------------------------------------------------------------------------------ EXISTING HOLDER HOLD BID/RATE SELL 1. / ------ ------------------ ------------------------------------------------------------------------------------------------------------------------------------ 1. / 2. / ------ --------- ------------------ --------- ------ ------------------ ------------------------------------------------------------------------------------------------------------------------------------ 2. / 3. / ------ --------- ------------------ --------- ------ ------------------ ------------------------------------------------------------------------------------------------------------------------------------ 3. / 4. / ------ --------- ------------------ --------- ------ ------------------ ------------------------------------------------------------------------------------------------------------------------------------ 4. / 5. / ------ --------- ------------------ --------- ------ ------------------ ------------------------------------------------------------------------------------------------------------------------------------ 5. / 6. / ------ --------- ------------------ --------- ------ ------------------ ------------------------------------------------------------------------------------------------------------------------------------ 6. / 7. / ------ --------- ------------------ --------- ------ ------------------ ------------------------------------------------------------------------------------------------------------------------------------ 7. / 8. / ------ --------- ------------------ --------- ------ ------------------ ------------------------------------------------------------------------------------------------------------------------------------ 8. / 9. / ------ --------- ------------------ --------- ------ ------------------ ------------------------------------------------------------------------------------------------------------------------------------ 9. / 10. / ------ --------- ------------------ --------- ----- ------------------ ----------------------------------------------------------------------------------------------------...