Release for Incapacity. On release for incapacity, when an employee has completed more than one (1) year of continuous employment and ceases to be employed by reason of release for incapacity, the employee shall be entitled to one (1) week's pay for each complete year of continuous employment to a maximum of twenty-eight (28) weeks, less any period in respect of which he or she was granted severance pay by the Employer.
Release for Incapacity. (a) Where the Corporation intends to release an employee for incapacity, it shall notify the employee in writing at least thirty (30) calendar days in advance and transmit a copy of this notice to the local and regional offices of the Union within the same time limit.
Release for Incapacity. When, in the opinion of the Employer, an employee is incapable of performing the duties of the position he occupies and his employment is terminated, he shall be entitled to severance pay on the basis of one (1) week’s pay for each complete year of continuous employment with a maximum benefit of twenty-eight (28) week’s pay.
Release for Incapacity. On release for incapacity full-time employees shall be entitled to severance pay of one week's pay for each completed year of continuous service with a maximum benefit of twenty-eight (28)weeks' pay. Severance benefits payable to full-time employees under this Article shall be reduced by any period of continuous in respect of which the employee was already granted severance pay, retiring leave or a cash gratuity in lieu of retiring.
Release for Incapacity. When an employee has completed more than one (1) year of continuous employment and ceases to be employed by reason of release for incapacity, one
Release for Incapacity. Where the Corporation intends to release an employee for incapacity, it shall notify the employee in writing at least thirty (30) calendar days in advance and transmit a copy of this notice to the local and regional offices of the Union within the same time limit. If a grievance is submitted prior to the end of the thirty (30) calendar day period mentioned hereinabove, the employee shall not be released until the grievance has been settled or disposed of by the arbitrator. The arbitrator seized of a grievance in relation to a release for incapacity may substitute his or her own opinion to the opinion of the Corporation on any issue raised by the grievance. He or she may, furthermore, render any decision that he or she considers just and equitable according to the circumstances.
Release for Incapacity. An employee released from employment under Section of the Public Service Employment Act for incapacity shall on termination of his or her employment be entitled to severance pay on the basis of one week's pay for each complete year of continuous employment with a maximum benefit of twenty-eight (28) weeks' pay. Severance benefits payable to an employee under this Article shall be reduced by any period of continuous employment in respect of which the employee was already granted any type of termination benefit. Under no circumstances shall the maximum severance pay provided under clause be pyramided. The weekly rate of pay referred to in the above clauses shall be the weekly rate of pay to which the employee is entitled for the classification prescribed in his or her certificate o f appointment on the date of the termination of his or her employment. ARTICLE
Release for Incapacity. An employee who is released for incapacity shall be paid one (1) week’s pay at his/her current rate of salary for each completed year of continuous employment.
Release for Incapacity. When an employee has completed more than one (1) year of continuous employment and ceases to be employed by reason of release for incapacity, one (1) week's pay for each complete year of continuous employment with a maximum benefit of twenty-eight (28) weeks. The Museum may request a medical certificate as proof of incapacity.
Release for Incapacity. Subject to clause when an employee is , released for incapacity, the amount of severance pay shall be one week’s pay for each complete year of continuous service with a maximum benefit of twenty-eight weeks’ Initial Term Appointment Subject to clause on rejection during the initial term appointment, when an employee appointed to the continuing staff of NRC has completed more than one year of continuous employment and ceases to be employed by reason of rejection during the initial term appointment, he shall be paid one week’s pay for each complete year of continuous employment with a maximum benefit of seven weeks. The weekly rate of pay referred to in the above clauses shall be the weekly rate of pay to which the employee is entitled for his classification on the date of the termination of his employment. ARTICLE NATIONAL JOINT COUNCIL AGREEMENTS Subject to Section of Appendix “A” of the National Joint Council By-Laws, agreements concluded by the National Joint Council of the Public Service on items which may be included in a collective agreement, and which the parties to I this agreement have endorsed after December will form part of this collective agreement, subject to the Public Service Staff Relations Act and any legislation by Parliament that has been or may be, as the case may be, established pursuant to any Act specified in Schedule Ill of the items which may be included in a collective agreement are those items which the parties to the agreements have designated as such or upon which the Chairman of the Public Service Staff Relations Board has made a ruling pursuant to of the Memorandum of Understanding which became effective December ARTICLE CONTRACTING OUT The Council will continue past practice in giving all reasonable consideration to continued employment in the Council to employees whose services to the Council would otherwise become redundant because work is contracted out or because of lack of work or a discontinuance of a function or a service by the Council, in whole or in part. ARTICLE NO DISCRIMINATION I There shall be no discrimination, interference, restriction, coercion, harassment, intimidation, or any disciplinary action exercised or with respect to an employee by reason of age, race, creed, colour, national origin, religious affiliation, sex, sexual orientation or membership in the Union.
