TECHNOLOGICAL OR PROCEDURAL CHANGES. 16.01 The Company will provide the Union with at least three (3) months' notice of intention to introduce automation, equipment or procedures and/or mergers with other Companies which might result in displacement or reduction of personnel or in changes of job classification.
TECHNOLOGICAL OR PROCEDURAL CHANGES. 18.1 "Technological change" is defined as any change in technology, methods or procedure which either:
TECHNOLOGICAL OR PROCEDURAL CHANGES. 16.01 In the event the Company proposes the introduction of equipment in its operations requiring specialized training, the Company agrees to give the first opportunity to employees then on the payroll through the job posting procedures of this Agreement, to operate this equipment and/or train to operate the equipment, providing the applicants have the ability to perform such job. The Company further agrees to notify the Union in writing as soon as its final decision is made as to the introduction of new equipment or any procedural change. Failure on the part of the Company to comply with these provisions will automatically give cause for grievance. The Company agrees to work with the Union and with Canada Manpower in order to arrange for training of employees whose jobs no longer exist as a result of automation or a substantial change in job content, but whose seniority entitles them to continued employment. Such employees shall have the choice of taking the training provided or of accepting a lay-off.
TECHNOLOGICAL OR PROCEDURAL CHANGES. 17:01 The Employer will provide the Union with at least three (3) months notice of intention to introduce automation, equipment or procedures which will result in reduction of personnel.
TECHNOLOGICAL OR PROCEDURAL CHANGES. Section 1: The Company will provide the Union with at least six (6) months' notice of intention to introduce automation, equipment or procedures which might result in displacement or reduction of personnel or in changes of job classification. Further, where the Company plans on adding work by dispatching for other companies they must notify and meet with the Union at their earliest convenience to discuss the increased workload and work out all details around staffing and job changes. If the details show an increase in job requirements, the parties shall discuss compensation of wages or staff changes to meet the work requirements. Where the parties cannot agree on any issues mentioned in the above, they will refer the matter to an arbitrator for settlement.
TECHNOLOGICAL OR PROCEDURAL CHANGES. AND SEVERANCE PAY
TECHNOLOGICAL OR PROCEDURAL CHANGES. AND SEVERANCE PAY 27 17.01 Definition, Notice, Disclosure and Consultation 27 17.02 .................................................................................................................................................... 28 17.03 .................................................................................................................................................... 28 17.04 .................................................................................................................................................... 28 17.05 Severance Pay 28 17.06 Off Premises Equipment 28 ARTICLE 18 – GRIEVANCES 28 ARTICLE 19 - DISCUSSION OF DIFFERENCES 29 19.01 Single Arbitrator 29 ARTICLE 20 - HEALTH AND SAFETY 29 20.01 Eye Examinations 29 20.02 Pregnancy 30 20.03 Office Equipment 30 ARTICLE 21 - DURATION 30 21.01 .................................................................................................................................................... 30 21.02 .................................................................................................................................................... 30 APPENDIX (A) 32 CATEGORIES, CLASSIFICATIONS AND SALARIES 32 APPENDIX (B) 37 JOB DESCRIPTIONS 37 LETTER OF UNDERSTANDING NO. 1 38 Re: Sexual And/or Personal Harassment In The Workplace 38 LETTER OF UNDERSTANDING NO. 2 40 Re: Career Opportunities 40 LETTER OF UNDERSTANDING NO. 3 41 Re: Reduced Work Week for Employees with Small Children 41 LETTER OF UNDERSTANDING NO. 4 42 Re: Addictions 42 LETTER OF UNDERSTANDING NO. 5 43 Re: Employees Receiving Grand-Parented Rate of Pay 43 LETTER OF UNDERSTANDING NO. 6 44 Re: Data Analyst 44 LETTER OF UNDERSTANDING NO. 7 45 Re: Retiree Benefits 45 THIS COLLECTIVE AGREEMENT ENTERED INTO THIS 1st DAY OF JANUARY, 2016. BETWEEN: BRITISH COLUMBIA NURSES’ UNION (hereinafter referred to as the “Employer”) PARTY OF THE FIRST PART AND: CANADIAN OFFICE AND PROFESSIONAL EMPLOYEES UNION, LOCAL 378 (hereinafter referred to as the “Union or MoveUP”) PARTY OF THE SECOND PART
TECHNOLOGICAL OR PROCEDURAL CHANGES. 33.01 In the event the Company proposes the introduction of equipment in its operations requiring specialized training, the Company agrees to give the first opportunity to employees then on the payroll, to operate this equipment and/or train to operate the provided the applicant qualifies with the requirements of an aptitude test; cost of such test to be borne by the Company. Any employee taking such a test is entitled to know the results of such test. The Company further agrees to notify the Union as soon as the final decision is made as to the introduction of new equipment or any procedural change. Failure on the part of the Company to comply with these provi- sions will automatically give cause for grievance.
TECHNOLOGICAL OR PROCEDURAL CHANGES. 32.01 Notice of Technological or Procedural Changes The Employer will meet with the Union with at least thirty [30} days prior to their intention to introduce automation, equipment or procedures which might result in displacement or reduction of personnel or in changes of job classification. Items for discussion are:
TECHNOLOGICAL OR PROCEDURAL CHANGES. (Cont’d) Members shall be afforded the opportunity to retrain, in accordance with their seniority, provided that in no event shall a member be laid off or lose his/her preference claim who has not been retrained.
