Common use of Page Clause in Contracts

Page. If no satisfactory solution is the employee may put his complaint in writing and present it to the Store Manager. If he wishes, the employee may be accompanied at this stage by his shop ▇▇▇▇▇▇▇. The StoreManager answer the in writing and forward the answer to the employee within working days. If no solution is reached at the preceding stage, the grievancemay be discussed within three working days by the ▇▇▇▇▇▇▇ and the local union president (the president of 232)with the Store Manager. The StoreManager shall answer the in writing and the answer to the ▇▇▇▇▇▇▇ within three working days. If no satisfactory solution is reached at the stage, the grievance may be discussed within five working days between the ▇▇▇▇▇▇▇, the Union President, the International Representative and the StoreManager, Manager Regional Personnel and the Manager Industrial Relations. The Manager Industrial Relations shall reply in writing to the local union president within five working days. in the event that the have been unable to settle a dispute which has been processed under the provisions of paragraph and provided that the dispute meets the requirements of paragraph such grievance may be taken to arbitration provided that the party notifies the party within thirty-five working days following the date upon which the answer contemplated in paragraph has been given. Each party shall,no later than five working days following the notification as described in paragraph the party in writing the name of the person nominated to represent him on the Board of Arbitration. However, In all cases of a single arbitrator will be substituted for a Board of Arbitration provided for inthis Article the union and the employer agree to proceed by means of a Board of Arbitration. In all cases of substitutionof a single arbitrator for a Board of Arbitration as outlined in subsection (1) of other applicableprovisions of Article will continueto so as they No person may be nominated to the Board of who has either directly or indirectly attempted to negotiate or settlethe grievance in dispute. The two persons so nominated shall, within five working days of the appointment of the last named arbitrator, select a third person to act Chairmanof the Board of Arbitration. If they are unable to agree upon a Chairman,they shalljointly request the Minister of Labour the of to appoint a Such Chairman,together with the two nominees above mentioned, shall constitute a Board ofArbitration. They shall meet promptly hear and consider the grievance with all reasonable dispatch. The decision of the majority of the Board shall be final and binding on the employer, the union and the employee. Each of the parties will bear the expense of the arbitrator nominated by it; the parties will jointly bear the of the Chairperson of the Board or of the single arbitrator. The Board of Arbitration shall, possible, endeavour to render its decision within thirty days of the conclusion of the hearing on the dispute; provided that the of the to render its decision within the time limit specified shall not deprive it of jurisdiction or vitiate any award that may be made. The Board of Arbitration shall not have any power to alter or change any of the provisions of this Collective Labour Agreement, or to substituteany new provisions for any provision, or to give any decision inconsistent with the and provisions of this CollectiveLabour Agreement. If an employee is discharged or suspended as a penalty by the employer and feels that he has been unjustly dealt with, he shall have the privilege of informing the ▇▇▇▇▇▇▇ of the discharge or suspension prior to the store. It is understood that the Store Manager will the ▇▇▇▇▇▇▇ of the discharge or suspension as a penalty as soon as possible. If the employee the penalty unjust, he shall, within three days the date imposition of the penalty, both the employer and the union in of his intention to the penalty as a and it shall then be considered a grievance and must be brought before the parties for discussion at the stage set forth in subsection within a period of not more than five working days the date of receipt by the employer of notice the employee. If no solution is as a result of the applicationof the grievance procedure in and the dispute shall be subject to arbitration. If it is decided that the was unjustly discharged or suspended he shall be reinstated and shall be compensated at his regular rate of pay time lost subject to the provisions provided. The Board of Arbitration will have the right to increase or decrease the if they feel the thisaction will have authority to the amount of pay the is to for the period of his or suspension, if he is subsequently reinstated. In the of pay the is to receive if reinstated,the of Arbitration deduct any monies earned by the employee other employment and any Unemployment Insurance by the employeeduring the suspension or discharge and by him. Any or all time provided inthis may be upon mutual agreement

Page. on a full-time basts during the period May September a part-time employee has actually worked, in any twelve (12) month period, May September a total of fourhundred hours, he shall be deemed to have acquired seniority for the purposes of this Schedule and his name shall be placed on the seniority list mentioned below A separate seniority list will be established for part-time employees and will be revisedby the Employer at least every six (6) months. Such lists will show the employee's name and his last date of hire. Hours of work will be assigned to part-time employees according to seniority. provided the senior employee has ability necessary to perform the normal requirements of the job. a part-time employee has acquired seniority, as defined herein, he will be entitledto bid for permanent job vacancies and newly created jobs which are posted in accordance with Article E of this Agreement. If no satisfactory solution any posted vacancy or new job is not filled by a full-time employee, and such vacancy or newjob is intendedlo increasethe complementof the full-time bargaining unit, then the Employer undertakes lo consider the part-time employee may put who immediately possessesthe skills, ability, knowledge,competenceand qualificationsto perform the normal requirements of the vacancy or new job. Whenever a part-time employee is converted to full-time he will be credited in the full-time bargainingunit for seniority purposes with fifty percent (50%) of his complaint seniority up to a maximum of one (1) year, and upon such conversion, he shall not be required to a new probationary period as though he were a new hire. Such seniority will then apply in writing and present it the full- time unit in accordance with the terms of the CollectiveAgreement, except vacations, provided that such seniority shall not apply to the Store Manager. If he wisheswaiting periods for benefitsas set in Schedule B to this Agreement, the and any such employee may shall be accompanied at this stage by his shop ▇▇▇▇▇▇▇. The StoreManager answer the in writing and forward the answer deemed to the be a new hire purposes of Schedule A part-time employee within working days. If no solution is reached at the preceding stage, the grievancemay be discussed within three working days by the ▇▇▇▇▇▇▇ and the local union president (the president of 232)with the Store Manager. The StoreManager shall answer the in writing and the answer to the ▇▇▇▇▇▇▇ within three working days. If no satisfactory solution is reached at the stage, the grievance may be discussed within five working days between the ▇▇▇▇▇▇▇, the Union President, the International Representative and the StoreManager, Manager Regional Personnel and the Manager Industrial Relations. The Manager Industrial Relations shall reply in writing to the local union president within five working days. in the event that the have been unable to settle a dispute which who has been processed acquired seniority under the provisions of paragraph and provided that the dispute meets the requirements of paragraph such grievance may be taken to arbitration provided that the party notifies the party within thirty-five working days following the date upon which the answer contemplated in paragraph has been given. Each party shall,no later than five working days following the notification as described in paragraph the party in writing the name of the person nominated to represent him on the Board of Arbitration. However, In all cases of a single arbitrator will be substituted for a Board of Arbitration provided for inthis Article the union and the employer agree to proceed by means of a Board of Arbitration. In all cases of substitutionof a single arbitrator for a Board of Arbitration as outlined in subsection (1) of other applicableprovisions of Article will continueto so as they No person may be nominated to the Board of who has either directly or indirectly attempted to negotiate or settlethe grievance in dispute. The two persons so nominated shall, within five working days of the appointment of the last named arbitrator, select a third person to act Chairmanof the Board of Arbitration. If they are unable to agree upon a Chairman,they shalljointly request the Minister of Labour the of to appoint a Such Chairman,together with the two nominees above mentionedcollective agreement, shall constitute a Board ofArbitration. They shall meet promptly hear lose all seniority and consider the grievance with all reasonable dispatch. The decision of the majority of the Board his employment shall be final and binding on the employer, the union and the employee. Each of the parties will bear the expense of the arbitrator nominated by it; the parties will jointly bear the of the Chairperson of the Board or of the single arbitrator. The Board of Arbitration shall, possible, endeavour to render its decision within thirty days of the conclusion of the hearing on the dispute; provided that the of the to render its decision within the time limit specified shall not deprive it of jurisdiction or vitiate any award that may be made. The Board of Arbitration shall not have any power to alter or change any of the provisions of this Collective Labour Agreement, or to substituteany new provisions for any provision, or to give any decision inconsistent with the and provisions of this CollectiveLabour Agreement. If an employee is discharged or suspended as a penalty by the employer and feels that he has been unjustly dealt with, he shall have the privilege of informing the ▇▇▇▇▇▇▇ of the discharge or suspension prior to the store. It is understood that the Store Manager will the ▇▇▇▇▇▇▇ of the discharge or suspension as a penalty as soon as possible. If the employee the penalty unjust, he shall, within three days the date imposition of the penalty, both the employer and the union in of his intention to the penalty as a and it shall then be considered a grievance and must be brought before the parties for discussion at the stage set forth in subsection within a period of not more than five working days the date of receipt by the employer of notice the employee. If no solution is as a result of the applicationof the grievance procedure in and the dispute shall be subject to arbitration. If it is decided that the was unjustly discharged or suspended he shall be reinstated and shall be compensated at his regular rate of pay time lost subject to the provisions provided. The Board of Arbitration will have the right to increase or decrease the if they feel the thisaction will have authority to the amount of pay the is to for the period of his or suspension, if he is subsequently reinstated. In the of pay the is to receive if reinstated,the of Arbitration deduct any monies earned by the employee other employment and any Unemployment Insurance by the employeeduring the suspension or discharge and by him. Any or all time provided inthis may be upon mutual agreementautomatically terminated if:

Page. If no satisfactory solution is The Subsistence Review Committee will consist of one (1) representative appointed by the employee may put his complaint in writing Alberta Building Trades Council and present it to one (1) representative appointed by the Store ManagerEmployers’ Coordinating Committee. If he wishes, Neither appointee shall be directly involved with the employee may be accompanied issue at this stage by his shop ▇▇▇▇▇▇▇hand. The StoreManager answer 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 writing and forward the answer to the employee within working days. If no solution is reached at the preceding stage, the grievancemay community or communities where Employees will be discussed within three working days by the ▇▇▇▇▇▇▇ and the local union president (the president of 232)with the Store Manager. The StoreManager shall answer the in writing and the answer to the ▇▇▇▇▇▇▇ within three working days. If no satisfactory solution is reached at the stage, the grievance may be discussed within five working days between the ▇▇▇▇▇▇▇, the Union President, the International Representative and the StoreManager, Manager Regional Personnel and the Manager Industrial Relations. The Manager Industrial Relations shall reply in writing to the local union president within five working daysdomiciled. in the event that the have been unable Committee determines that the allowance is insufficient to settle 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 dispute which has been processed under 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 an Umpire who shall be appointed within five (5) days in accordance with the provisions of paragraph Article The Umpire shall render a final and provided that binding decision as to whether the dispute meets subsistence allowance is sufficient to allow an Employee to purchase accommodation and meals in the requirements of paragraph such grievance may be taken to arbitration provided that subject community or communities, and if it is not the party notifies the party within thirty-five working days following the date upon amount by which the answer contemplated in paragraph has been given. Each party shall,no later than five working days following allowance should be adjusted to afford the notification as described in paragraph the party in writing the name purchase of the person nominated to represent him on the Board of Arbitration. However, In all cases of a single arbitrator will be substituted for a Board of Arbitration provided for inthis Article the union available lodging and the employer agree to proceed by means of a Board of Arbitration. In all cases of substitutionof a single arbitrator for a Board of Arbitration as outlined in subsection (1) of other applicableprovisions of Article will continueto so as they No person may be nominated to the Board of who has either directly or indirectly attempted to negotiate or settlethe grievance in dispute. The two persons so nominated shall, within five working days of the appointment of the last named arbitrator, select a third person to act Chairmanof the Board of Arbitration. If they are unable to agree upon a Chairman,they shalljointly request the Minister of Labour the of to appoint a Such Chairman,together with the two nominees above mentioned, shall constitute a Board ofArbitration. They shall meet promptly hear and consider the grievance with all reasonable dispatchmeals. The decision of the majority of the Board Umpire shall be final and binding on the employer, the union and the employee. Each of the parties will bear the expense of the arbitrator nominated by it; the parties will jointly bear the of the Chairperson of the Board or of the single arbitrator. The Board of Arbitration shall, possible, endeavour to render its decision rendered within thirty five (5) full days of the conclusion Umpire’s appointment, or such longer period as may be agreed by the coordinating Committee and the Building Trades. The decision of the hearing on the dispute; provided that the of the to render its decision within the time limit specified shall not deprive it of jurisdiction or vitiate any award that may be made. The Board of Arbitration shall not have any power to alter or change any of the provisions of this Collective Labour Agreement, or to substituteany new provisions for any provision, or to give any decision inconsistent with the and provisions of this CollectiveLabour Agreement. If an employee is discharged or suspended as a penalty by the employer and feels that he has been unjustly dealt with, he Umpire shall have the privilege of informing the ▇▇▇▇▇▇▇ of the discharge or suspension prior to the store. It is understood that the Store Manager will the ▇▇▇▇▇▇▇ of the discharge or suspension as a penalty as soon as possible. If the employee the penalty unjust, he shall, within three days the date imposition of the penalty, both the employer same binding effect and the union in of his intention to the penalty as a and it shall then be considered a grievance and must be brought before the parties for discussion at the stage set forth in subsection within a period of not more than five working days the date of receipt by the employer of notice the employee. If no solution is as a result of the applicationof the grievance procedure in and the dispute shall be subject to arbitrationthe same limited review as a decision of an arbitrator in grievance proceedings. If it is decided that the was unjustly discharged or suspended he The fees and disbursements of Umpire shall be reinstated borne equally by the Coordinating Committee and the referring Union. The Subsistence Review Committee the Umpire shall enter into a review when determining subsistence costs and in order to 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 compensated at his regular rate of pay time lost subject made retroactively to the provisions provided. The Board of Arbitration will have date the right to increase or decrease the if they feel the thisaction will have authority matter was submitted to the amount of pay the is to for the period of his or suspension, if he is subsequently reinstated. In the of pay the is to receive if reinstated,the of Arbitration deduct any monies earned by the employee other employment and any Unemployment Insurance by the employeeduring the suspension or discharge and by him. Any or all time provided inthis may be upon mutual agreementSubsistence Review Committee.

Page. If an employee is working out of town and is detained at the work location by weather conditions or conditions beyond the employer's control, and through no satisfactory solution fault of the employee, he is unable to return home or to his work station, he shall be compensated in accordance with his expected time of arrival. An employee forced to due to weather or other conditions beyond his control shall be paid at straight eight (8) hours per day during the plus all including meals will be paid for upon receipts. time rates for up to reasonable expenses presentation of In the event the employee may put his complaint in writing and present it is detained journey, will be compensated up to the Store Managerpoint the plus the additional normally expected time of arrival. If he wishes, during the employee may be accompanied at this stage by his shop ▇▇▇▇▇▇▇. The StoreManager answer the in writing and forward the answer to the employee within working days. If no solution return journey is reached at the preceding stage, the grievancemay be discussed within three working days by the ▇▇▇▇▇▇▇ and the local union president (the president of 232)with the Store Manager. The StoreManager shall answer the in writing and the answer to the ▇▇▇▇▇▇▇ within three working days. If no satisfactory solution is reached at the stage, the grievance may be discussed within five working days between the ▇▇▇▇▇▇▇, the Union President, the International Representative and the StoreManager, Manager Regional Personnel and the Manager Industrial Relations. The Manager Industrial Relations shall reply in writing to the local union president within five working days. in interrupted In the event that the have been unable to settle a dispute which has been processed under the provisions of paragraph and provided that the dispute meets the requirements of paragraph such grievance may be taken to arbitration provided that the party notifies the party within thirtypermanent lay-five working days following the date upon which the answer contemplated in paragraph has been given. Each party shall,no later off, each employee with more than five working days following years of continuous service with the notification as described in paragraph the party in writing the name Company so laid off shall of the person nominated to represent him one pay for each full year of shall be based on the Board of Arbitration. However, In all cases of a single arbitrator will be substituted for a Board of Arbitration provided for inthis Article the union and the employer agree to proceed by means of a Board of Arbitration. In all cases of substitutionof a single arbitrator for a Board of Arbitration as outlined in subsection (1) of other applicableprovisions of Article will continueto so as they No person may be nominated to the Board of who has either directly or indirectly attempted to negotiate or settlethe grievance in dispute. The two persons so nominated shall, within five working days of the appointment of the last named arbitrator, select a third person to act Chairmanof the Board of Arbitration. If they are unable to agree upon a Chairman,they shalljointly request the Minister of Labour the of to appoint a Such Chairman,together with the two nominees above mentioned, shall constitute a Board ofArbitration. They shall meet promptly hear and consider the grievance with all reasonable dispatch. The decision of the majority of the Board shall be final and binding on the employer, the union and the employee. Each of the parties will bear the expense of the arbitrator nominated by it; the parties will jointly bear the of the Chairperson of the Board or of the single arbitrator. The Board of Arbitration shall, possible, endeavour to render its decision within thirty days of the conclusion of the hearing on the dispute; provided that the of the to render its decision within the authorized time limit specified shall not deprive it of jurisdiction or vitiate any award that may be made. The Board of Arbitration shall not have any power to alter or change any of the provisions of this Collective Labour Agreement, or to substituteany new provisions for any provision, or to give any decision inconsistent with the and provisions of this CollectiveLabour Agreementhe is laid off. If an employee who has received severance pay is discharged or suspended rehired and the period since the date of his lay-off is less than the period for which he has received severance pay, the amount paid to the employee in excess of the period of his actual lay-off shall be considered as an advance to him by the Company and shall be through payroll deductions at the rate mutually agreed upon by the employee and the Company but in no case shall it exceed ten percent of his basic weekly wage until the amount is fully repaid; and as a penalty condition of re-employment, the employee either before, at, or subsequent to the time returns to payroll, shall, upon the Company's demand, execute any and all documents that may be necessary, desirable or proper to effectuate this provision. In the event an employee, who is laid off, is rehired within a two year period, his severance pay rights shall be established on the basis of his record of service. An who is displaced from his or her job classification due to the introduction of alarm monitoring computer equipment or other technological change in the employer's operations covered by the employer and feels that he has been unjustly dealt withAgreement, he shall have be given due consideration for other job openings in the privilege of informing the ▇▇▇▇▇▇▇ of the discharge or suspension prior to the storebargaining unit if qualified. It is understood the employer, may, as required fill job openings created within the bargaining unit as the result of such technological change by or persons from other sources provided, however, the parties also understand the desire to attempt to absorb into such openings to the full extent practicable any employee presently engaged who is displaced due to such technological change, if qualified. the employer determines that an employee is retrainable for the Store Manager new job, it will be responsible for the ▇▇▇▇▇▇▇ necessary training. It is agreed that no strike will be called by the Union or no lockout caused by the Company for the duration of the discharge Agreement. This shall become effective as of March 1st. shall remain force and thereafter from year to year unless either party gives other party written notice of or suspension as a penalty as soon as possible. If modification by registered mail within the employee the penalty unjust, he shall, within three days the date imposition of the penalty, both the employer and the union in of his intention to the penalty as a and it shall then be considered a grievance and must be brought before the parties for discussion at the stage set forth in subsection within a period of not more than five ninety (90) nor thirty days prior to the annual expiration date. the event of such notice of termination or modification being given, the parties agree to meet within thirty days of its negotiate with a view to agreeing on terms and conditions for the renewal or modification of the Agreement. The terms and conditions of the existing Agreement shall remain in effect during the period of such negotiations. Dated this 24th day of April at Ontario Signed at this o f The Company agrees to pay an additional sum per hour for the work performed on afternoon and night shift to on statutory and This additional sum apply only to the hours effectively worked. Shift of per hour will be paid for all hours worked excluding regular Monday to Friday hours and day shift overtime with the exception of statutory holidays shift replacements. effective March with retroactivity hours paid effective March signing bonus on ratification to all on payroll Minimum benefits provide for of Life Insurance if you have completed six months of service less than two years of service. If you have completed two (2) or more years of service, you will be insured for an amount equal to one and one-quarter.(1 1/41 times your annual basic salary. Upon retirement, shall be entitled to continuing Life Insurance of an employee for a period of ten complete To participate in the Sickness Accident Plan, an employee must be the Company's service for a period of three (3) months and on the staff Benefit duration period of any one sickness or disability shall be as to service on the 5th working days day to service Commence on the working day to service on the 3rd working day to service Commence on the 2nd working day and over Commence on the 1st working day From the day on, the employee will be eligible to draw payments on the basis of two-thirds of his normal wages up to the date he returns to work, subject to limitations specified in paragraph above. if an employee is hospitalized he shall receive benefits from the first (1st) working day. A Certificate to the effect the employee was unable to work will be required in connection with any claim for compensation in accordance with this plan. Payments will be made under the Plan with the first pay day following the receipt of a Certificate. In order to participate in this plan, employees must pass a Medical Examination; this examination is to take place within one month of the date of receipt by the employer of notice the employee. If no solution is as a result of the applicationof the grievance procedure in and the dispute shall be subject to arbitration. If it is decided that the was unjustly discharged or suspended he shall be reinstated and shall be compensated at his regular rate of pay time lost subject to the provisions provided. The Board of Arbitration will have the right to increase or decrease the if they feel the thisaction will have authority to the amount of pay the is to for the period of his or suspension, if he is subsequently reinstated. In the of pay the is to receive if reinstated,the of Arbitration deduct any monies earned by the employee other employment and any Unemployment Insurance by the employeeduring the suspension or discharge and by him. Any or all time provided inthis may be upon mutual agreementemployment.

Page. If no satisfactory solution is Smocks shall be supplied to all other employees who request them provided such employees can show the employee may put his complaint in writing and present it to the Store Manager. If he wishes, the employee may be accompanied at this stage by his shop ▇▇▇▇▇▇▇need. The StoreManager answer the in writing and forward the answer number of smocks to the employee within working daysshall be a minimum of two (2) per calendar year. If no solution is reached at the preceding stage, the grievancemay Smocks shall be discussed within three working days purchased by the ▇▇▇▇▇▇▇ and the local union president (the president of 232)with the Store ManagerEmployer through one supplier. The StoreManager Employer shall answer the in writing and the answer to the ▇▇▇▇▇▇▇ within three working days. If no satisfactory solution is reached at the stagerequire all new employees, the grievance may be discussed within five working days between the ▇▇▇▇▇▇▇, the Union President, the International Representative and the StoreManager, Manager Regional Personnel and the Manager Industrial Relations. The Manager Industrial Relations shall reply in writing to the local union president within five working days. in the event that the have been unable to settle a dispute which has been processed under the provisions of paragraph and provided that the dispute meets the requirements of paragraph such grievance may be taken to arbitration provided that the party notifies the party within thirty-five working days following the date upon which the answer contemplated in paragraph has been given. Each party shall,no later than five working days following the notification as described in paragraph the party in writing the name of the person nominated to represent him on the Board of Arbitration. However, In all cases of a single arbitrator will be substituted for a Board of Arbitration provided for inthis Article the union and the employer agree to proceed by means of a Board of Arbitration. In all cases of substitutionof a single arbitrator for a Board of Arbitration as outlined in subsection during their first thirty (130) of other applicableprovisions of Article will continueto so as they No person may be nominated to the Board of who has either directly or indirectly attempted to negotiate or settlethe grievance in dispute. The two persons so nominated shall, within five working days of the appointment probationary period, to submit to the Employer a certificate of medical fitness from a Doctor of Medicine appointed and paid for by the last named arbitratorEmployer. Failure of such fitness examination shall be sufficient to warrant them not being hired. When any position not covered by Appendix 'A' established during the term of this agreement, select a third person the rate of pay shall be subject to act Chairmanof negotiations between the Board of ArbitrationEmployer and the Union. If they the parties are unable to agree upon on the rate of pay of the job in question, such dispute shall be submitted to arbitration. During the period the parties are unable to agree on a Chairman,rate or an arbitrator rules, the Employer may post the job at the rate they shalljointly request proposed and fill the Minister of Labour the of to appoint a Such Chairman,together position with the two nominees above mentioned, shall constitute a Board ofArbitration. They shall meet promptly hear and consider notation on the grievance with all reasonable dispatchposting that the rate is under review. The decision Employer agrees that the Union shall have the right to post notices of meetings and such other notices as may be of interest to the majority employees. The Employer shall supply all tools and equipment required by employees in the performance of their duties. The Employer shall provide the Board shall be final and binding on the employerWarehouse Person, the union Technician and the employee. Each Truck Driver, one pair of the parties will bear the expense approved safety boots of the arbitrator nominated by it; the parties will jointly bear the of the Chairperson of the Board or of the single arbitratorgood quality as required. The Board of Arbitration shall, possible, endeavour Union and the Employer desire every employee to render its decision within thirty days of the conclusion of the hearing on the dispute; provided that the of the to render its decision within the time limit specified shall not deprive it of jurisdiction or vitiate any award that may be made. The Board of Arbitration shall not have any power to alter or change any of familiar with the provisions of this Collective Labour Agreementagreement and rights and duties under it. For this reason, the Employer shall print sufficient copies of the agreement in a Union Shop within thirty (30) days of signing. The cost of such printing shall be shared equally between the Union and the Employer. The Employer agrees that no employee shall be laid off due to the use of volunteers or contracting out of work presently performed by members of the bargaining The Employer shall give the Union thirty (30) calendar days' notice of any technological change. During the notice period, the Employer will meet with the Union to explain the technological change and discuss any effects it will have on the employees, with a view to minimizing such effects. The Union and Employer agree that personal information regarding an employee acquired through the Employee Assistance Program shall not be used by an employee, the Union, or to substituteany new provisions the Employer for any provisiondiscipline, grievances, or to give any decision inconsistent with the and provisions of this CollectiveLabour Agreement. If an employee is discharged arbitration purposes or suspended as a penalty by the employer and feels that he has been unjustly dealt with, he shall have the privilege of informing the ▇▇▇▇▇▇▇ of the discharge or suspension prior to the store. It is understood that the Store Manager will the ▇▇▇▇▇▇▇ of the discharge or suspension as a penalty as soon as possible. If the employee the penalty unjust, he shall, within three days the date imposition of the penalty, both the employer and the union in of his intention to the penalty as a and it shall then be considered a grievance and must be brought before the parties for discussion at the stage set forth in subsection within a period of not more than five working days the date of receipt by the employer of notice the employee. If no solution is as a result of the applicationof the grievance procedure in and the dispute shall be subject to arbitration. If it is decided that the was unjustly discharged or suspended he shall be reinstated and shall be compensated at his regular rate of pay time lost subject to the provisions providedprocedures. The Board of Arbitration will Employer agrees that any employee (with one (1) day's notice) shall have the right to increase or decrease review personnel file, in the if they feel presence of a member of the thisaction will have authority to the amount of pay the is to for the period of his or suspensionHuman Resources Services Department, if he is subsequently reinstatedduring normal working hours. In the of pay the is to receive if reinstated,the of Arbitration deduct any monies earned by the employee other employment and any Unemployment Insurance by the employeeduring the suspension or discharge and by him. Any or all time provided inthis may Such request shall not be upon mutual agreementmade with unreasonable frequency.