SICK LEAVE, INJURY AND DISABILITY. 13.01 – HOODIP (The following clause is applicable to full-time employees only)
SICK LEAVE, INJURY AND DISABILITY. There are two different versions of Article 13.01, depending upon whether the local parties have agreed to HOODIP (1992 booklets) or equivalent, or have some other sick leave/LTD arrangements.
SICK LEAVE, INJURY AND DISABILITY. 13.01 – INJURY PAY If an employee is injured on the job and his supervisor excuses him from further duty for the balance of his shift, the employee's regular rate of pay shall continue for the balance of that shift and there shall be no deduction from sick leave or other credits.
SICK LEAVE, INJURY AND DISABILITY. 24.01 (a) Short-term Sick Leave Sick Leave shall be administered in a consistent manner. The Employer will assume total responsibility for providing and funding a short- term sick leave plan at least equivalent to that described in the 1992 Hospitals of Ontario Disability Income Plan brochure. Eligibility for sick leave benefits for Full-time Employees is effective after three (3) months of service are completed and the amount of sick pay is as follows, subject to the provisions of the plan: at least three months 66 2/3% of regular earnings at least 1 year 70% of regular earnings at least 2 years 80% of regular earnings at least 3 years 90% of regular earnings at least 4 years 100% of regular earnings An Employee’s service with WHA counts towards this entitlement. Proof of Disability, such as a doctor's (medical) certificate, that is satisfactory to the Employer, is required if the Employee is absent for three (3) days or more and is subject to a periodic review thereafter. Such proof may be required at any time in order to qualify for benefits.
SICK LEAVE, INJURY AND DISABILITY. There are two different versions of Article 13.01, depending upon whether the local parties have agreed to HOODIP (1992 booklets) or equivalent, or have some other sick leave/LTD arrangements. Select the appropriate version of Article 13.01 as follows: If the parties have agreed to HOODIP (1992 booklets) or equivalent or if the Hospital and the local union mutually agree to replace the existing accumulating sick leave plan with HOODIP or equivalent, insert the following provision as Article 13.01. (In the event of such mutual agreement to replace the existing plan with HOODIP or equivalent, the provision below will become effective on the first of the month agreed to by the local parties and will replace any existing accumulating sick leave program or plan.)
SICK LEAVE, INJURY AND DISABILITY. 53 13.01 HOODIP (See also XXX #5, #6 and #7) 53 13.02 Injury Pay 56 13.03 Payment Pending Determination of WSIB Claims (Full-Time) 56
SICK LEAVE, INJURY AND DISABILITY. 36 13.01 - INJURY PAY 36 ARTICLE 14 - HOURS OF WORK 37 14.01 - DAILY & WEEKLY HOURS OF WORK 37 14.02 - REST PERIODS 37 14.03 - ADDITIONAL REST PERIODS 37 14.04 - EXTENDED TOURS 37 ARTICLE 15 - PREMIUM PAYMENT 37 15.01 - DEFINITION OF REGULAR STRAIGHT TIME RATE OF PAY 37 15.02 - DEFINITION OF OVERTIME 37 15.03 - OVERTIME PREMIUM AND NO PYRAMIDING 38 15.04 - TIME OFF IN LIEU OF OVERTIME 38 15.05 - REPORTING PAY 38 15.06 - CALL-BACK 38 15.07 - STANDBY 39 15.08 - TEMPORARY TRANSFER 39 15.09 - SHIFT AND WEEKEND PREMIUM 39 ARTICLE 16 - HOLIDAYS 40 16.01 - PAYMENT FOR WORKING ON A HOLIDAY 40 16.02 - PAYMENT FOR WORKING OVERTIME ON A HOLIDAY 40 ARTICLE 17 - VACATIONS 40 17.01 - VACATION ENTITLEMENT, QUALIFIERS AND CALCULATION OF PAYMENT 40 17.02 - WORK DURING VACATION 41 17.03 - BEREAVEMENT DURING VACATION 42 ARTICLE 18 - HEALTH & WELFARE 42 18.01 - BENEFITS FOR PART-TIME EMPLOYEES 42 18.02 - UNION EDUCATION 42 ARTICLE 19 - HEALTH & SAFETY 42 19.01 - PROTECTIVE FOOTWEAR 42 19.02 - INFLUENZA VACCINATION 43 ARTICLE 20 - COMPENSATION 44 20.01 (A) - JOB CLASSIFICATION 44 (iv) 20.01(B) - JOB DESCRIPTIONS 45 20.02 - ASSIGNMENT OF DUTIES FROM ANOTHER CLASSIFICATION 45 20.03 - PROMOTION TO A HIGHER CLASSIFICATION 45 20.04 - WAGES AND CLASSIFICATION PREMIUMS 45 20.05 - PROGRESSION ON THE WAGE GRID 46 ARTICLE 21 - FISCAL ADVISORY COMMITTEE 46 ARTICLE 22 - APPRENTICESHIP COMMITTEE 46 ARTICLE 23 - DURATION 47 23.01 - TERM 47 23.02 - CENTRAL BARGAINING 47 LETTER OF UNDERSTANDING 48 LETTER OF UNDERSTANDING 49 LETTER OF UNDERSTANDING 50 WORKLOAD COMPLAINT FORM/FORMULAIRE DE PLAINTE Error! Bookmark not defined. APPENDIX OF LOCAL ISSUES 54 IMPLEMENTATION NOTE RE PREEXISTING CLAUSES 54
SICK LEAVE, INJURY AND DISABILITY. Pay If an employee is injured on the job and his excuses him from further duty for the balance of his shift, the employee's regular rate of pay shall continue for the balance of that shift and there shall be no deduction from sick leave or other credits. Deduction for Union Sponsored The Hospital will provide payroll deduction for the union-sponsored plan where a majority of those eligible in the bargaining unit indicate a willingness to have the premium cost deducted from their wages. The Union shall be responsible for ascertaining the wishes of its members in this regard.
SICK LEAVE, INJURY AND DISABILITY. Where temporary modified duties or accommodation are medically necessary in accordance with the Ontario Human Rights Code, and offered by the Employer, they shall be offered to an employee at their current rate of pay for their classification. (For this clause Temporary is defined as less than 120 calendar days).
SICK LEAVE, INJURY AND DISABILITY. 13.01 Sick leave will be administered in a fair and consistent manner and be granted on the following basis: The Hospital will assume total responsibility for providing and funding a short term sick leave plan at least equivalent to that described in the 1980 Hospitals of Ontario Disability Income Plan brochure and include: Eligibility for sick leave benefits for full time employees is effective after three months of service are completed and the amount of sick pay is as follows: at least three months at least 1 year at least 2 year at least 3 years at least 4years 66-2/3% of regular earnings 70% of regular earnings 80% of regular earnings 90% of regular earnings 100% of regular earnings Proof of Disability, such as a doctor’s (medical) certificate, that is satisfactory to the Hospital, is required if the employee is absent for three days or more and is subject to a periodic review thereafter. Such proof may be required at any time in order to qualify for benefits. The Hospital will pay seventy-five (75) percent of the billed premium towards coverage of eligible employees under the long-term disability portion of the plan (H00DIP or an equivalent plan). The employee will pay the balance of the billed premium through payroll deduction. Existing sick leave credits for each employee as at April 1, 1991 on transfer from old sick leave plan to HOODIP shall be converted to a sick leave bank to the credit of the employee. This sick bank shall contain the unused sick leave credits to the credit of the employee on March 31, 1991 and shall be utilized to:
