Common use of Page Clause in Contracts

Page. If no applications, to fill any posted vacancy or newly created job, are received from employees, or if there are no successful applicants, the Hospital may fill the vacancy or newly created job in any manner it sees fit. The Hospital shall have the right to fill any vacancy on an interim basis until the posting procedure herein has been complied with, and arrangements have been made to assign the employee selected to fill the vacancy to the job. No grievance may be filed such temporary arrangements. The successful applicant will be placed in the vacancy for a trial period not exceeding thirty (30) days of work in the case of a full- time employee, or hours worked in the case of a part-time employee. If the employee proves satisfactory, then he shall be considered permanently assigned to the vacancy. If the employee proves unsatisfactory during that time, or if the employee feels he is unable to perform the duties of the vacancy to which he is posted, the employee will be returned to his former position at his former salary or rate of pay, as will any other employee in the bargaining unit who was promoted or transferred by reason of such placing. Newly hired employees shall be terminated and such termination shall not be subject to the grievance and arbitration procedure. Successful applicants to permanent vacancies and newly hired employees will not be permitted to apply for job or any subsequent vacancies for a period of six (6) months, unless otherwise mutually agreed. An employee may make a written request for transfer by advisingthe Hospital and filing a Request for Transfer form indicating her name, qualifications, experience, present area of assignment, seniority and requested area of assignment. A Request for Transfer shall become active as of the date it is received by the Hospital and shall remain so until December following. Such requests will be considered as applications for posted vacancies and subsequent vacancies created by the filling of a posted vacancy. The vacation year is defined as the period from April of any given year to March of the followingyear.

Page. If no applicationsAll employees shall, as a condition of employment, authorize the Company to deduct the amount equal to the Local Union's Initiation Fees in instalments of dollars per week after the completion of the probationary period. This deduction shall continue until the Initiation Fee is paid in full. The Company agrees to remit such monies so deducted to the head office of the Local Union along with a list of the employees from whom the money was deducted at the same time as the Union dues are remitted. The Company agrees, for the duration of this Agreement, to fill deduct from the last pay cheque each month the monthly dues of any posted vacancy employee covered by this Agreement, and to remit such monies so deducted to the head office of the Local Union along with a list of the employees from whom were deducted not later than the tenth day of the month following the date upon which such monies were deducted. The checkoff list will include social insurance numbers and names. The Union will notify the Company in writing of any arrears in dues caused for any reason or newly created jobany arrears in initiation or fees and the Company will commence deductions in amounts prescribed by the Local Union in such written notice and forward such monies to the Local Union along with the monthly dues as provided for above. Such notice of arrears served on the Company shall prescribe payroll deductions of not more than dollars ($25.00) per week. The Union will refund directly to the employee any such monies deducted in error along with confirmation of such refund to the Company. The Union will supply the Company with a supply of printed checkoff forms which shall provide a column for "Dues", "Arrears in Dues", "Initiation and The Company shall each month add the of each new employee hired on since the remittance of the previous checkoff along with the starting date and the Company shall give an explanation alongside the name of each employee who appeared on the previous checkoff sheet for whom a remittance is not made for any reason. The Union will supply with Initiation Deduction Authorization Forms, Application for Membership Dues Deduction Authorization Forms and Health and Welfare Enrolment Forms, all of which shall be signed by a l l new employees on the date of hire. It will be the responsibility of the Company to ensure that all completed Application for Membership Forms are received returned to the Union. All forms shall be returned to the Union within seven days from the date of hire. The deduction of Union dues shall be made from every employee including, but not limited to, probationary employees. In the event that a probationary employee fails to complete his probationary period, Union dues will be deducted from his final pay cheque. The checkoff and cheque for the Union dues deducted must be in the office of the Local Union not later than the tenth day of the month following the month in which the monies were deducted, If the checkoff and cheque have not arrived by the tenth (10th) day of the the Local Union Secretary-Treasurer will, by registered mail, so notify the Company who will ensure that the Company remits the cheque within seven days of receipt of the notification. The Company shall show the annual total of Union dues deducted each month on employees‘ slips. The Union recognizes that the Company has the right to manage the business, to exercise all the prerogatives of management and, without affecting the generality of the it has the right to determine the size of and direct the work force, to extend or if there are no successful applicantscurtail operations and to hire and promote, except to the Hospital may fill extent that the vacancy said rights and prerogatives have been specifically delegated to the Union or newly created job otherwise curtailed in this Agreement. The Company also has the right to discharge, suspend or otherwise discipline employees for just cause. The above clause shall not deprive the employees of the right to exercise the Grievance Procedure as outlined i n the Agreement. No person shall be refused employment or in any manner it sees fitbe discriminated against in accordance with the Canadian Charter of Rights and Freedoms. Representative6 of the Local Union shall be allowed to enter the premises to deal in the administration of the Agreement, provided they do not interfere with the normal operation of the Company. Visiting Representatives of the Local Union shall make their presence known to Local Management The Company acknowledges the right of the Union to appoint the necessary stewards. It is understood that the Union will not appoint an excessive number of stewards. Wherever possible, grievances shall be processed during the normal working hours of the ▇▇▇▇▇▇▇. In any event, a ▇▇▇▇▇▇▇ shall receive his regular rate of pay when grievances or pending grievances are processed with the Company on Company property or at any other place which is mutually agreed upon by both the Union and the Company. The Hospital shall have provisions as outlined in Section above are not subject to any Hours of Work provisions in this Agreement. Should the right to fill any vacancy on an interim basis until Company find that a ▇▇▇▇▇▇▇'▇ activities interfere with the posting procedure herein has been complied with, and arrangements have been made to assign the employee selected to fill the vacancy to the job. No grievance may be filed such temporary arrangements. The successful applicant will be placed in the vacancy for a trial period not exceeding thirty (30) days normal course of work in the case of a full- time employee, his duties or hours worked in the case of a part-time employee. If the employee proves satisfactory, then he shall be considered permanently assigned to the vacancy. If the employee proves unsatisfactory during that time, or if the employee feels he is unable to perform the duties of the vacancy to which he is postedother employees, the employee will be returned to his former position at his former salary or rate Company may contact a representative of pay, as will the Local Union and/or register a grievance. The will. inform the Company in writing of the name of the ▇▇▇▇▇▇▇ and of any other employee subsequent change in the bargaining unit who was promoted or transferred by reason of such placingstewards. Newly hired employees shall be terminated and such termination The Company shall not be subject asked to recognize any ▇▇▇▇▇▇▇ until such notification from the Union has been received. The Company will notify the Union by registered mail or telegram prior to the grievance and arbitration proceduresuspension or discharge of a ▇▇▇▇▇▇▇. Successful applicants to permanent vacancies and newly hired employees will not be permitted to apply for job or any subsequent vacancies for a period of six (6) months, unless otherwise mutually agreed. An employee may make a written request for transfer by advisingthe Hospital and filing a Request for Transfer form indicating her name, qualifications, experience, present area of assignment, seniority and requested area of assignment. A Request for Transfer shall become active as Failure of the date it is received by Company to comply with this procedure shall render the Hospital dismissal or suspension null and void. For the purpose of layoff and the allocation of overtime, as specifically set out in Section the ▇▇▇▇▇▇▇ shall remain so until December following. Such requests will be considered established on the appropriate seniority list as applications for posted vacancies and subsequent vacancies created by the filling of a posted vacancy"second". The ▇▇▇▇▇▇▇ however shall not use the ▇▇▇▇▇▇▇'▇ seniority for the purpose of vacation year is defined preference, job openings or shift changes. For the purpose of processing specific grievances or disputes, Business Representatives and stewards shall have relevant time cards and personnel disciplinary records made available to them on request as soon as possible but not to exceed three days, at the period from April of any given year to March terminal during the office hours of the followingyearCompany.

Page. If no applications, The Employer agrees that ten month employees who are enrolled in the benefits contained in Articles and shall be entitled to fill any posted vacancy or newly created job, those benefits during the summer months that they are received from employees, or if there are no successful applicants, not working with the Hospital may fill understanding that the vacancy or newly created job employer will pay its share of such benefits as detailed in any manner it sees fitthe above articles and the employee shall pay their share. The Hospital employees shall have pay their share prior to the right to fill start of their absence. It is agreed that any vacancy on an interim basis until and all accrued premium rate reductions realized by the posting procedure herein has been complied withemployer from the rebate will be retained by the employer, and arrangements which have been made applied to assign the benefits in this article. An employee who is absent from work and covered by Workers' Compensation shall, upon written request, be entitled to continue to participate in all of the benefits which the employee selected to fill might choose from the vacancy to Collective Agreement in effect between the job. No grievance may be filed such temporary arrangements. The successful applicant will be placed in Union and the vacancy for a trial period not exceeding thirty (30) days of work in the case of a full- time employeeBoard, or hours worked in the case of a part-time employee. If the employee proves satisfactory, then he shall be considered permanently assigned to the vacancy. If the employee proves unsatisfactory during that time, or if the employee feels he is unable to perform the duties of the vacancy to which he is posted, the employee will be returned to his former position at his former salary or rate of pay, as will any other employee in the bargaining unit who was promoted or transferred by reason of such placing. Newly hired employees shall be terminated and such termination shall not be subject to the grievance and arbitration procedure. Successful applicants to permanent vacancies and newly hired employees will not be permitted to apply for job or any subsequent vacancies for a period of up to two (2) years. The Board agrees to continue to pay its share of the applicable premiums, provided the employee contributes share of the premiums. Such continuance is dependent upon satisfying the carrier's conditions. shall, upon written request, be entitled to continue to participate in all of the benefits which might choose from the Collective Agreement in effect between the Union and the Board, until reaches the age of The Board agrees to continue to pay all applicable premiums, provided the employee reimburses the Board in full. The employee agrees to provide the Board with post-dated cheques in advance, on an annual basis, for all benefits chooses to continue. Such continuance is dependent upon satisfying the carrier's conditions. When an employee has exhausted benefits of the Short Term Sick Leave Plan, shall, upon written request, be entitled to continue to in all of the benefits which might choose from the Collective Agreement in effect between the Union and the Board, for up to six (6) monthsmonths following the expiration of sick leave bank. The Board agrees to continue to pay its share of the applicable premiums, unless otherwise mutually agreedprovided the employee contributes share of the premiums. Such continuance is dependent upon satisfying the An employee may make a who is in receipt of benefits from the Long Disability Plan shall, upon written request for transfer by advisingthe Hospital and filing a Request for Transfer form indicating her namerequest, qualifications, experience, present area of assignment, seniority and requested area of assignment. A Request for Transfer shall become active as be entitled to continue to participate in all of the date it benefits which might choose from the Collective Agreement in effect between the Union and the Board, until reaches age The Board agrees to continue to pay all applicable premiums, provided the employee reimburses the Board in full. The employee agrees to provide the Board with post-dated cheques in advance, on an annual basis, for all benefits chooses to continue. Such continuance is received dependent upon satisfying the carrier's conditions. Continuance of coverages referred to in Article as listed above is dependent upon the employee meeting the following requirements: must notify the Board in advance, in writing, of intentions to continue coverages, and provides the Board with the money needed to cover share of the applicable benefits prior to the required billing Each school is to be supplied with smocks in accordance with the following: Elementary Schools a minimum of one (1) ▇▇▇▇▇ Secondary Schools a minimum of three (3) smocks These smocks are to be used by the Hospital and shall remain so until December followingclerical staff when working on dirty jobs such as Ditto, etc. Such requests It is understood that these smocks will be considered left on the premises of the Employer at all times. The Employer agrees to provide each Bus Driver, ▇▇▇▇▇▇▇ and Warehouse Driver with appropriate uniforms as applications for posted vacancies and subsequent vacancies created agreed to by the filling of a posted vacancyparties. The vacation year is defined as Employer further agrees to provide protective clothing to the period from April of any given year to March of the followingyearComputer Technician employees.

Page. If no applicationsThe Subsistence Review Committee will consist of one (1) representative appointed by the Alberta Building Trades Council and one (1) representative appointed by the Employers’ Coordinating Committee. Neither appointee shall be directly involved with the issue at hand. The Subsistence Review Committee will undertake such investigation as is necessary to determine whether the paid will allow an Employee to purchase available accommodation and three (3) meals per day in the community or communities where Employees will be domiciled. in the event that the Committee determines that the allowance is insufficient to purchase such lodging and meals the Committee shall determine the amount by which the subsistence allowance shall be adjusted. A decision of the Committee as to whether the allowance is sufficient or whether a specified adjustment is necessary shall be final and binding provided that both appointees mutually agree with the resolve. Any such mutually agreed upon decision shall be issued within five (5) days the date of or such longer period as may be agreed by the Coordinating Committee and the Building Trades. In the event the Committee fails to make the required determination or determinations within the period allowed, the meal and lodging costs ascertained by the Committee shall be referred, together with such other relevant evidence and argument as may be submitted by the parties, to fill any posted vacancy an Umpire who shall be appointed within five (5) days in accordance with the provisions of Article The Umpire shall render a final and binding decision as to whether the subsistence allowance is sufficient to allow an Employee to purchase accommodation and meals in the subject community or newly created jobcommunities, are received from employeesand if it is not the amount by which the allowance should be adjusted to afford the purchase of available lodging and meals. The decision of the Umpire shall be rendered within five (5) full days of the Umpire’s appointment, or if there are no successful applicants, such longer period as may be agreed by the Hospital may fill coordinating Committee and the vacancy or newly created job in any manner it sees fitBuilding Trades. The Hospital decision of the Umpire shall have the right to fill any vacancy on an interim basis until the posting procedure herein has been complied with, same binding effect and arrangements have been made to assign the employee selected to fill the vacancy to the job. No grievance may be filed such temporary arrangements. The successful applicant will be placed in the vacancy for a trial period not exceeding thirty (30) days of work in the case of a full- time employee, or hours worked in the case of a part-time employee. If the employee proves satisfactory, then he shall be considered permanently assigned to the vacancy. If the employee proves unsatisfactory during that time, or if the employee feels he is unable to perform the duties of the vacancy to which he is posted, the employee will be returned to his former position at his former salary or rate of pay, as will any other employee in the bargaining unit who was promoted or transferred by reason of such placing. Newly hired employees shall be terminated and such termination shall not be subject to the same limited review as a decision of an arbitrator in grievance proceedings. The fees and arbitration proceduredisbursements of Umpire shall be borne equally by the Coordinating Committee and the referring Union. Successful applicants The Subsistence Review Committee the Umpire shall enter into a review when determining subsistence costs and in order to permanent vacancies and newly hired employees will come to the conclusions that are necessary to out the objects of this clause some guidelines are included; in the appropriate the ability to decide on whether or not an increase in subsistence allowance shall be permitted made retroactively to apply for job or any subsequent vacancies for a period of six (6) months, unless otherwise mutually agreed. An employee may make a written request for transfer by advisingthe Hospital and filing a Request for Transfer form indicating her name, qualifications, experience, present area of assignment, seniority and requested area of assignment. A Request for Transfer shall become active as of the date it is received by the Hospital and shall remain so until December following. Such requests will be considered as applications for posted vacancies and subsequent vacancies created by matter was submitted to the filling of a posted vacancy. The vacation year is defined as the period from April of any given year to March of the followingyearSubsistence Review Committee.

Page. Firstly, bargaining unit employees from within the site; Next, bargaining unit employees from other sites; Next, casual and temporary employees in the Bargaining Unit; If no applications, to fill any posted vacancy or newly created job, are received from employees, or if there are no successful applicants, qualified employees within the Hospital bargaining unit then the Employer may fill consider qualified employees outside the vacancy or newly created job in any manner it sees fitbargaining unit. The Hospital Employer shall have the right to fill the position with a temporary or casual employee until a permanent selection is made. When an employee is promoted, transferred, filling a vacancy or a newly created position and the change is not working for any vacancy on an interim basis until reason, the posting procedure herein has been complied with, Employer will notify the Union Executive and arrangements have been made to assign the employee selected to fill the vacancy matter will be referred to the jobLabour Management Committee for resolution. No grievance may If the matter cannot be filed such temporary arrangementsresolved through the Labour Management Committee the matter will be subject of a grievance. The successful applicant A lay-off shall be defined as reduction in the work force or a reduction in hours of work due to lack of work or discontinuance or reduction of a service and the following shall apply: Where the remaining employees have the qualifications to perform the remaining work, lay-offs shall be in reverse order of seniority from within the site where the lack of work or the discontinued or reduced service occurs. Employees shall be recalled in order of their seniority provided they have the qualifications to perform the work available. A laid-off employee will be placed on a recall list in order of seniority and will be given the vacancy for first opportunity to fill a trial period not exceeding thirty (30) days of vacant position or to work in the case a casual or temporary position in order of a full- time employeeseniority, or hours worked in the case of a part-time employee. If provided the employee proves satisfactory, then he shall be considered permanently assigned to has the vacancy. If the employee proves unsatisfactory during that time, or if the employee feels he is unable qualifications to perform the duties work available. Employees who are affected by lay-off and accept temporary or casual work will not adversely affect their lay-off status and they will continue to have full recall rights and seniority status. When an employee on lay-off is recalled and the position requires travel in excess of the vacancy to which he is postedfifty (50) kilometres, the employee will have the right to remain on lay-off with full recall and seniority rights. Employees who have been affected by a lay-off shall have first opportunity to return to their site when a position becomes available. The President of the Union shall be returned to his former position at his former salary or rate notified in writing of payall lay-offs, as will any other employee in transfers, recalls, and terminations occurring within the bargaining unit who was promoted or transferred by reason of such placing. Newly hired employees shall be terminated and such termination shall not be subject to the grievance and arbitration procedure. Successful applicants to permanent vacancies and newly hired employees will not be permitted to apply for job or any subsequent vacancies for a period of six (6) monthsunit, unless otherwise mutually agreed. An employee may make a written request for transfer by advisingthe Hospital and filing a Request for Transfer form indicating her name, qualifications, experience, present area of assignment, seniority and requested area of assignment. A Request for Transfer shall become active as of the date it is received by the Hospital and shall remain so until December following. Such requests will be considered as applications for posted vacancies and subsequent vacancies created by the filling of a posted vacancy. The vacation year is defined as the period from April of any given year to March of the followingyear.within ten