Common use of Union Leave Clause in Contracts

Union Leave. (a) Requests for unpaid Leave for the purpose of performing the duties of the CUPE Local 1169 Union President will include but not be limited to, absences for vacation, professional development, or illness; and will be based on operational need and shall not be unreasonably denied. Requests for such Leave shall be made in writing to the Manager, Human Resources Department and to the Employee’s Unit Manager for a period not exceeding one (1) term of election. Requests to extend or renew the unpaid Leave shall be made in writing to the Manager, Human Resources and to the Employee’s Unit Manager at least four (4) weeks prior to the expiration of the preceding request. (b) The Board will pay out to the newly elected CUPE Local 1169 Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leave. The Union will pay out to the outgoing CUPE Local 1169 Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leave. (c) The Board shall grant Leave, for the purposes of performing duties of any office or function of the Local or parent Union with the exception of Union President as outlined in Clause 13.06 (a). Requests for such Leave shall be based on operation need and shall not be unreasonably denied. Request for Leave shall be made in writing to the Manager, Human Resources Department and to the Employee’s Manager or Manager’s designate at least ten (10) working days in advance. The request shall state the Employee’s name and time requested for Union Leave. No more than two (2) Employees per department or branch shall be booked off time at any one time. Such Leave shall be managed by the Union in a reasonable manner and shall be subject to the operational needs of the Employer. During the absence of any Employee on Union Leave, the Employee shall retain their original rights in their Unit, with no decrease in status, but without claim to any promotions effected during the Employees Leave of Absence. The Employee shall receive regular pay and benefits provided for in the Agreement when on Union Leave. The Union will reimburse the Board for all pay and benefits at the then current date during the Leave of Absence and a reasonable fee for administration purposes. The Union will provide the reimbursement to the Employer on a monthly basis or as mutually agreed between the parties. (d) When it is necessary for an Employee to be absent from their Unit to participate as a Union Representative in any joint Management-Union meetings, the Employee shall provide their Manager or Manager’s designate with as much notice as possible of the times and nature of the meeting.

Union Leave. (a) Requests for ▇. ▇▇ unpaid Leave for the purpose leave of performing the duties absence of the CUPE Local 1169 Union President will include but not be limited to, absences for vacation, professional development, or illness; and will be based on operational need and shall not be unreasonably denied. Requests for such Leave shall be made in writing up to the Manager, Human Resources Department and to the Employee’s Unit Manager for a period not exceeding one (1) term of election. Requests year, limited to extend or renew the unpaid Leave shall be made in writing to the Manager, Human Resources and to the Employee’s Unit Manager at least four (4) weeks prior to the expiration of the preceding request. (b) The Board will pay out to the newly elected CUPE Local 1169 Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leave. The Union will pay out to the outgoing CUPE Local 1169 Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leave. (c) The Board shall grant Leave, for the purposes of performing duties of any office or function of the Local or parent Union with the exception of Union President as outlined in Clause 13.06 (a). Requests for such Leave shall be based on operation need and shall not be unreasonably denied. Request for Leave shall be made in writing to the Manager, Human Resources Department and to the Employee’s Manager or Manager’s designate at least ten (10) working days in advance. The request shall state the Employee’s name and time requested for Union Leave. No more than two (2) Employees persons per department or branch year shall, upon request, be granted to Union officers. One such leave shall be booked off time restricted to the Union President. Any exceptions may be made at any one time. Such Leave the determination of the Superintendent. B. The employee shall be managed given the opportunity, unless restricted by insurance contracts with the Board, to continue insurance in existing school programs during the leave, provided that the premiums for such insurance programs shall be paid by the employee on a monthly basis in advance of the month due. C. The employee shall be granted a leave of absence in his respective retirement system to the extend and in the manner provided by the statute, provided the School Board shall have no obligation to make any contributions for the employee during such absence. It shall be the sole responsibility of the employee to make arrangements to obtain such credit and to make all necessary payments to the School Board for appropriate disbursement. ▇. ▇▇ employee returned to employment after such a leave shall return with no loss of seniority, salary, and benefits; provided the Board shall not pay the employee or provide him/her any benefits during his/her leave. E. At its option, the Union may agree in writing that upon granting a leave under this Section, it will reimburse the Board for the costs of benefits the employee desires to maintain during such leave. Upon receipt of a written agreement by the Union in a reasonable manner and shall be subject which is satisfactory to the operational needs of the Employer. During the absence of any Employee on Union LeaveBoard, the Employee shall retain their original rights in their Unit, with no decrease in status, but without claim to any promotions effected during Board will pay those costs and the Employees Leave of Absence. The Employee shall receive regular pay and benefits provided for in the Agreement when on Union Leave. The Union will reimburse the Board in advance each month. Absent such an agreement, the employee shall be obligated to pay the Board such costs in advance each month. F. Beginning in August 2018, and upon approval of the Board, the duly elected Union President and/or designated officer(s) shall be released from his/her regular duties to perform the duties of the Union for all his/her designated term. Said release shall be of any portion up to a maximum of four (4) hours per day, contingent upon the ability of the bargaining agent to satisfy the fiscal obligation of said release. In no situation will overtime pay and benefits at the then current date during the Leave of Absence and a reasonable fee be approved. Union President and/or designated officer is responsible for administration purposestracking hours to assure time will not exceed 8 hours per day &/or 40 hours per week. The following expectations shall apply: a. The Board shall serve as the fiscal agent for the payment of his/her salary, fringe benefits and fixed charges, provided the Union will provide reimburses the reimbursement Board 100% of any and all sums paid to or on behalf of said designated officer(s) for the Employer on a monthly basis or as mutually agreed between release-time duties beyond the partiesannually assigned route hours. (d) When it is necessary for an Employee to be absent from their Unit to participate as a Union Representative b. The designated officer will not work in any joint Management-Union meetings, the Employee shall provide their Manager combination of work more than 8 hours per day or Manager’s designate with more than 40 hours per week so as much notice as possible of the times and nature of the meetingto create an overtime liability.

Union Leave. (a) Requests for unpaid Leave for A. Any employee elected or appointed to an office or position in the purpose of performing the duties of the CUPE Local 1169 Union President will include but not be limited to, absences for vacation, professional development, or illness; and will be based on operational need and shall not be unreasonably denied. Requests for such Leave shall be made in writing to the Manager, Human Resources Department and to the Employee’s Unit Manager granted a leave of absence for a period of continuous service with the Union not exceeding one to exceed two (12) years, except in cases where the term of electionoffice exceeds this period. Requests Thirty (30) days written notice must be given to extend the Employer before the employee takes leave to accept such office or renew the unpaid Leave position, or before such employee returns to work. Such leaves of absence shall be made in writing to the Manager, Human Resources and to the Employee’s Unit Manager at least four (4) weeks prior to the expiration of the preceding requestwithout pay. (b) The Board will B. A leave of absence without pay out shall also be granted to the newly elected CUPE Local 1169 Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leave. The Union will pay out to the outgoing CUPE Local 1169 Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leave. (c) The Board shall grant Leave, for the purposes of performing duties of any office or function of the Local or parent Union with the exception of Union President as outlined in Clause 13.06 (a). Requests for such Leave shall be based on operation need and shall not be unreasonably denied. Request for Leave shall be made in writing to the Manager, Human Resources Department and to the Employee’s Manager or Manager’s designate at least no more than ten (10) working employees per year and no more than five (5) employees at the same time for no more than ninety (90) days in advanceto conduct the Union’s business provided fifteen (15) days written notice is given. The Employer and the Union shall cooperate in the scheduling of substitutes, so that employees on leave can return to their job positions upon ending their leave. If this leave lasts more than ten (10) days the Employer may not be able to guarantee the employee a return to work with the same clients. If the Employer determines it will harm client services, the Employer may delay a leave request to the employee serving the affected client, until the Employer can find a suitable substitute. If more than one leave of this kind is taken per year by the same employee, the second or additional leave request shall state be at the Employee’s name and time requested for Union Leave. No more than two (2) Employees per department or branch shall be booked off time at any one time. Such Leave shall be managed by the Union in a reasonable manner and shall be subject to the operational needs sole discretion of the Employer. C. An employee on an approved Union leave shall continue to accrue seniority at the same rate of their accrual immediately preceding the leave. During The Union and the absence Employer shall arrange for reimbursement of any Employee the health care provider (as legally permitted) to continue benefits for employees on extended union leave including that, for healthcare benefits, the Union may make contributions, as established by Article 17 (Health & Welfare), to the Health Benefits Trust directly on all of the employee’s hours worked while on Union Leave, the Employee shall retain their original rights in their Unit, with no decrease in status, but without claim to any promotions effected during the Employees Leave of Absence. The Employee shall receive regular pay and benefits provided for in the Agreement when on Union Leave. The Union will reimburse the Board for all pay and benefits at the then current date during the Leave of Absence and a reasonable fee for administration purposes. The Union will provide the reimbursement to the Employer on a monthly basis or as mutually agreed between the parties. (d) When it is necessary for an Employee to be absent from their Unit to participate as a Union Representative in any joint Management-Union meetings, the Employee shall provide their Manager or Manager’s designate with as much notice as possible of the times and nature of the meeting.

Union Leave. (a) Requests for unpaid Leave for A. Any employee elected or appointed to an office or position in the purpose of performing the duties of the CUPE Local 1169 Union President will include but not be limited to, absences for vacation, professional development, or illness; and will be based on operational need and shall not be unreasonably denied. Requests for such Leave shall be made in writing to the Manager, Human Resources Department and to the Employee’s Unit Manager granted a leave of absence for a period of continuous service with the Union not exceeding one to exceed two (12) years, except in cases where the term of electionoffice exceeds this period. Requests Thirty (30) days written notice must be given the Employer before the employee takes leave to extend accept such office or renew the unpaid Leave position, or before such employee returns to work. Such leave of absence shall be made in writing to the Manager, Human Resources and to the Employee’s Unit Manager at least four (4) weeks prior to the expiration of the preceding requestwithout pay. (b) The Board will B. A leave of absence without pay out shall also be granted to the newly elected CUPE Local 1169 Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leave. The Union will pay out to the outgoing CUPE Local 1169 Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leave. (c) The Board shall grant Leave, for the purposes of performing duties of any office or function of the Local or parent Union with the exception of Union President as outlined in Clause 13.06 (a). Requests for such Leave shall be based on operation need and shall not be unreasonably denied. Request for Leave shall be made in writing to the Manager, Human Resources Department and to the Employee’s Manager or Manager’s designate at least no more than ten (10) working employees per year and no more than five (5) employees at the same time for no more than ninety (90) days in advanceto conduct the Union’s business provided fifteen (15) days written notice is given. The Employer and the Union shall cooperate in the scheduling of substitutes, so that employees on leave can return to their job positions upon ending their leave. If this leave lasts more than ten (10) days the Employer may not be able to guarantee the employee a return to work with the same clients. If the Employer determines it will harm client services, the Employer may delay a leave request to the employee serving the affected client, until the Employer can find a suitable substitute. If more than one leave of this kind is taken per year by the same employee, the second or additional leave request shall state be at the Employee’s name and time requested for Union Leave. No more than two (2) Employees per department or branch shall be booked off time at any one time. Such Leave shall be managed by the Union in a reasonable manner and shall be subject to the operational needs sole discretion of the Employer. C. An employee on an approved union leave shall continue to accrue seniority at the same rate of their accrual immediately preceding the leave. During The Union and the absence Employer shall arrange for reimbursement of any Employee the health care provider (as legally permitted) to continue benefits for employees on extended union leave including that, for healthcare benefits, the Union may make contributions, as established by Article 17 (Health & Welfare), to the Health Benefits Trust directly on all of the employee’s hours worked while on Union Leave, the Employee shall retain their original rights in their Unit, with no decrease in status, but without claim to any promotions effected during the Employees Leave of Absence. The Employee shall receive regular pay and benefits provided for in the Agreement when on Union Leave. The Union will reimburse the Board for all pay and benefits at the then current date during the Leave of Absence and a reasonable fee for administration purposes. The Union will provide the reimbursement to the Employer on a monthly basis or as mutually agreed between the parties. (d) When it is necessary for an Employee to be absent from their Unit to participate as a Union Representative in any joint Management-Union meetings, the Employee shall provide their Manager or Manager’s designate with as much notice as possible of the times and nature of the meeting.

Union Leave. (a) Requests for unpaid Leave for The Employer shall grant leaves of absence to employees to attend Union Conventions, Seminars, Education Classes or other Union business. The Union agrees that such leave will not unduly affect the purpose of performing the duties proper operations of the CUPE Local 1169 Union President Nursing Home. The Employer agrees that they will include but not be limited to, absences for vacation, professional development, or illness; and will be based on operational need make scheduling of such leaves a priority and shall not be unreasonably denied. Requests for such Leave shall be made in writing to notify the Manager, Human Resources Department and to the Employee’s Unit Manager for a period not exceeding one (1) term of election. Requests to extend or renew the unpaid Leave shall be made in writing to the Manager, Human Resources and to the Employee’s Unit Manager at least four (4) weeks prior to the expiration Chairperson of the preceding requestgranting of such leave no less than seven (7) days prior. (b) The Board will pay out In requesting such leaves of absence the Union must give fourteen (14) calendar days’ notice to the newly Employer, unless such notice is not reasonably possible, to be confirmed by the Union in writing. A maximum of fifty (50) days, excluding the Unit Chairperson and a member elected CUPE Local 1169 Union President any vacation hours to an executive position in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior Local, are available to the ending of the Unpaid Union Leave. The Union will pay out to the outgoing CUPE Local 1169 Union President any vacation hours annually in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leaveeach nursing home for such leaves. (c) The Board shall grant Leave, for Employees on such leave of absence will be paid by the purposes of performing duties of any office or function of the Local or parent Union with the exception of Union President as outlined in Clause 13.06 (a). Requests for such Leave shall Employer who will be based on operation need and shall not be unreasonably denied. Request for Leave shall be made in writing to the Manager, Human Resources Department and to the Employee’s Manager or Manager’s designate at least ten (10) working days in advance. The request shall state the Employee’s name and time requested for Union Leave. No more than two (2) Employees per department or branch shall be booked off time at any one time. Such Leave shall be managed reimbursed by the Union in a reasonable manner and shall be subject for the amount paid to the operational needs employees. While on unpaid Union leave of the Employer. During the absence of any Employee up to thirty (30) days, employees will be maintained on Union Leave, the Employee shall retain their original rights in their Unit, with no decrease in status, but without claim to any promotions effected during the Employees Leave of Absence. The Employee shall receive regular normal pay and benefits provided for in (including Pension), and the Agreement when on Union Leave. The Union will shall fully reimburse the Board Employer for all pay wages, statutory benefits (i.e. EHT, EI, CPP and benefits at the then current date during the Leave of Absence WSIB) and a reasonable fee for administration purposes. The Union will provide the reimbursement to the Employer on a monthly basis or as mutually agreed between the partiesPension, but would not include Health and Welfare and Weekly Indemnity premiums (if applicable). (d) When it (i) Upon application by the Union in writing, the Nursing Home will give reasonable consideration to a request for leave of absence, without pay, to an employee elected or appointed to a full-time Union office. It is necessary understood that not more than one (1) employee in the bargaining unit may be on such leave at the same time. Such leave, if granted, shall be for an Employee a period of three (3) calendar years from the date of appointment unless extended for a further specific period by agreement of the parties. Seniority and service shall accumulate during such leave to the maximum provided, if any, under the provisions of the Collective Agreement. It will become the responsibility of the employee for full payment, one (1) month in advance, of any applicable benefits in which the employee is participating during such leave of absence. It is agreed that for the purpose of WSIB coverage, such employees are deemed to be absent from their Unit to participate as a Union Representative in any joint Management-Union meetings, employed by the Employee shall provide their Manager or Manager’s designate with as much notice as possible of the times and nature of the meetingUnion.

Union Leave. (a) Requests for unpaid Leave for ‌ A. Any employee elected or appointed to an office or position in the purpose of performing the duties of the CUPE Local 1169 Union President will include but not be limited to, absences for vacation, professional development, or illness; and will be based on operational need and shall not be unreasonably denied. Requests for such Leave shall be made in writing to the Manager, Human Resources Department and to the Employee’s Unit Manager granted a leave of absence for a period of continuous service with the Union not exceeding one to exceed two (12) years, except in cases where the term of electionoffice exceeds this period. Requests Thirty (30) days written notice must be given to extend the Employer before the employee takes leave to accept such office or renew the unpaid Leave position, or before such employee returns to work. Such leaves of absence shall be made in writing to the Manager, Human Resources and to the Employee’s Unit Manager at least four (4) weeks prior to the expiration of the preceding requestwithout pay. (b) The Board will B. A leave of absence without pay out shall also be granted to the newly elected CUPE Local 1169 Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leave. The Union will pay out to the outgoing CUPE Local 1169 Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leave. (c) The Board shall grant Leave, for the purposes of performing duties of any office or function of the Local or parent Union with the exception of Union President as outlined in Clause 13.06 (a). Requests for such Leave shall be based on operation need and shall not be unreasonably denied. Request for Leave shall be made in writing to the Manager, Human Resources Department and to the Employee’s Manager or Manager’s designate at least no more than ten (10) working employees per year and no more than five (5) employees at the same time for no more than ninety (90) days in advanceto conduct the Union’s business provided fifteen (15) days written notice is given. The Employer and the Union shall cooperate in the scheduling of substitutes, so that employees on leave can return to their job positions upon ending their leave. If this leave lasts more than ten (10) days the Employer may not be able to guarantee the employee a return to work with the same clients. If the Employer determines it will harm client services, the Employer may delay a leave request to the employee serving the affected client, until the Employer can find a suitable substitute. If more than one leave of this kind is taken per year by the same employee, the second or additional leave request shall state be at the Employee’s name and time requested for Union Leave. No more than two (2) Employees per department or branch shall be booked off time at any one time. Such Leave shall be managed by the Union in a reasonable manner and shall be subject to the operational needs sole discretion of the Employer. C. An employee on an approved Union leave shall continue to accrue seniority at the same rate of their accrual immediately preceding the leave. During The Union and the absence Employer shall arrange for reimbursement of any Employee the health care provider (as legally permitted) to continue benefits for employees on extended union leave including that, for healthcare benefits, the Union may make contributions, as established by Article 17 (Health & Welfare), to the Health Benefits Trust directly on all of the employee’s hours worked while on Union Leave, the Employee shall retain their original rights in their Unit, with no decrease in status, but without claim to any promotions effected during the Employees Leave of Absence. The Employee shall receive regular pay and benefits provided for in the Agreement when on Union Leave. The Union will reimburse the Board for all pay and benefits at the then current date during the Leave of Absence and a reasonable fee for administration purposes. The Union will provide the reimbursement to the Employer on a monthly basis or as mutually agreed between the parties. (d) When it is necessary for an Employee to be absent from their Unit to participate as a Union Representative in any joint Management-Union meetings, the Employee shall provide their Manager or Manager’s designate with as much notice as possible of the times and nature of the meeting.

Union Leave. (a) Requests for unpaid The Employer shall annually grant the Union 800 hours of paid leave each fiscal year, to conduct Union business as provided herein and in Article 30, which shall be called Union Leave. In fiscal years in which contract negotiations are conducted the allowance shall be 1000 hours. All paid leave granted as Union Leave for shall be paid at the purpose of performing the duties of the CUPE Local 1169 Union President will include but not be limited to, absences for vacation, professional development, or illness; and will be based on operational need Employee’s straight time rate and shall not count as hours worked for purposes of overtime. Unused Union Leave at the end of the fiscal year shall not be unreasonably deniedcarried over. Requests for such Any working time spent on Union business after the Union Leave bank has been depleted shall be made charged to the employee’s own accrued leave. The Employer shall approve Union Leave for three (3) bargaining unit members each to attend Union International and Council conventions. The Employer will be notified in writing to of the Manager, Human Resources Department and to name of the Employee’s Unit Manager for a period not exceeding one attendee thirty (130) term of election. Requests to extend or renew the unpaid Leave shall be made in writing to the Manager, Human Resources and to the Employee’s Unit Manager at least four (4) weeks days prior to the expiration start of the preceding requestabsence. The parties will ensure that the absence of the attendees will not adversely impact operations. (b) The Board will pay out to the newly elected CUPE Local 1169 Employer shall approve Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending Leave for members of the Unpaid Union Leave. The Union will pay out Labor Management Committee to the outgoing CUPE Local 1169 Union President any vacation hours in excess attend Labor Management Committee meetings, including thirty (30) minutes of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leavepreparation time per meeting. (c) The Board Employer shall grant Leave, approve Union Leave up to five Employees for all meetings between the City and the Union for the purposes purpose of performing duties of any office or function of the Local or parent Union with the exception of Union President as outlined in Clause 13.06 (a). Requests for such Leave shall be based on operation need and shall not be unreasonably denied. Request for Leave shall be made in writing to the Manager, Human Resources Department and to the Employee’s Manager or Manager’s designate at least ten (10) working days in advancecollective bargaining. The Employer shall also approve Union Leave for preparation time for collective bargaining, provided that the request shall state the Employee’s name and time requested for Union Leave. No more than two (2) Employees per department or branch shall be booked off time at any one time. Such Leave shall be managed by the Union in a reasonable manner and shall be subject to the operational needs of the Employer. During the absence of any Employee on Union Leave, the Employee shall retain their original rights in their Unit, does not interfere with no decrease in status, but without claim to any promotions effected during the Employees Leave of Absence. The Employee shall receive regular pay and benefits provided for in the Agreement when on Union Leaveoperations. The Union will reimburse the Board for all pay and benefits at the then current date during the Leave of Absence and a reasonable fee for administration purposesmay from time to time ask other Employees to attend bargaining sessions. The Employer shall approve Union will provide the reimbursement to the Employer on a monthly basis or as mutually agreed between the partiesLeave for such Employees upon reasonable request. (d) When it is necessary Union Officers and Stewards will be permitted reasonable release time during work hours for an Employee the purpose of investigating, writing, and filing grievances, and preparing for grievance and disciplinary hearings. Such time shall be charged to Union Leave, except that grievance meetings and hearings, arbitrations, and disciplinary hearings shall not be absent from their Unit charged to participate as a Union Representative Leave or another leave bank. Stewards shall request such release time no later than one (1) shift in any joint Management-Union meetingsadvance, except in bona fide emergency circumstances, provided that the Employee request will not interfere with operations. Such requests shall provide their Manager or Manager’s designate with as much notice as possible of the times and nature of the meetingnot be reasonably denied.

Union Leave. (a) Requests for unpaid Leave 1. AFSCME may request that bargaining unit members be released from their normal duties for the purpose of performing participating in approved Union activities. Bargaining unit members shall be granted one hour of leave without loss of compensation to attend the duties monthly local meeting. AFSCME agrees to notify Human Resources of the CUPE Local 1169 meeting date, time and location ten (10) calendar days in advance, and Human Resources will send management notice of the meeting. 2. The total amount of Union President will include but leave granted at the University during a fiscal year may not be limited toexceed one day for every thirty (30) bargaining unit members as of July 1 of the current fiscal year, absences for vacation, professional development, or illness; and provided that a minimum of ten (10) days’ Union leave will be based granted by the University each fiscal year covered by this MOU. [The ten (10) days referred to here are for both AFSCME bargaining units combined.] No employee outside of the bargaining unit will be counted in the leave calculation under this Article. 3. All requests for Union leave shall be submitted to the Director of Human Resources in writing by Council 3 fifteen (15) working days in advance of the day on operational need which the leave is to begin and shall include: a. A general description of the activity and its purpose; b. The date and location of the activity; c. The name(s) of the employee(s) for whom Union leave is being requested. Where the leave request is for 8 hours or less, the minimum notice required is seven (7) working days. 4. After verifying the validity of the request with a staff Union representative and the accuracy of the time being requested, the institution Director of Human Resources may approve Union leave if the employee’s services can be spared without impairing the services of the department(s) involved and Union leave is available pursuant to Section I.2 of this Article. Approval of leave under this section shall not be unreasonably denied. Requests If the employee organization needs to substitute an employee or employees for those previously granted Union leave, or substitute new dates, such Leave shall requests will be made in writing submitted as soon as possible to the Manager, institution Director of Human Resources Department and to for approval. Such substitutions may be approved if the Employee’s Unit Manager for a period substitution will not exceeding one (1) term of election. Requests to extend or renew impair the unpaid Leave shall be made in writing to the Manager, Human Resources and to the Employee’s Unit Manager at least four (4) weeks prior to the expiration services of the preceding request. (b) The Board will pay out to the newly elected CUPE Local 1169 Union President any vacation hours in excess unit. Approval of one hundred and five (105) hours and any banked substitutions or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leave. The Union will pay out to the outgoing CUPE Local 1169 Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leave. (c) The Board shall grant Leave, for the purposes of performing duties of any office or function of the Local or parent Union with the exception of Union President as outlined in Clause 13.06 (a). Requests for such Leave shall be based on operation need and dates shall not be unreasonably denied. Request for Leave shall be made in writing to the Manager, Human Resources Department and to the Employee’s Manager or Manager’s designate at least ten (10) working days in advance. The request shall state the Employee’s name and time requested for Union Leave. No more than two (2) Employees per department or branch shall be booked off time at any one time. Such Leave shall be managed by the Union in a reasonable manner and shall be subject to the operational needs of the Employer. During the absence of any Employee on Union Leave, the Employee shall retain their original rights in their Unit, with no decrease in status, but without claim to any promotions effected during the Employees Leave of Absence. The Employee shall receive regular pay and benefits provided for in the Agreement when on Union Leave. The Union will reimburse the Board for all pay and benefits at the then current date during the Leave of Absence and a reasonable fee for administration purposes. The Union will provide the reimbursement to the Employer on a monthly basis or as mutually agreed between the parties. (d) When it is necessary for an Employee to be absent from their Unit to participate as a Union Representative in any joint Management-Union meetings, the Employee shall provide their Manager or Manager’s designate with as much notice as possible of the times and nature of the meeting.

Union Leave. Leave of absence for Union business shall be given with pay up to an aggregate maximum for all employees of thirty-five (35) days per calendar year provided such leave does not interfere with a continuance of efficient operations of the Employer. Such leave shall be subject to the following conditions: (a) Requests for unpaid Leave for With the purpose exception of performing negotiations not more than two (2) Radiation Therapists from the duties of Radiation Therapy Department and not more than three (3) employees in total shall be sent on any such leave at the CUPE Local 1169 Union President will include but not be limited to, absences for vacation, professional development, or illness; and will be based on operational need and shall not be unreasonably denied. Requests for such Leave shall same time. (b) A request be made in writing to the Manager, Human Resources Department and to the Employee’s Unit Manager for a period not exceeding one (1) term of election. Requests to extend or renew the unpaid Leave shall be made in writing to the Manager, Human Resources and to the Employee’s Unit Manager approved at least four two (42) weeks prior to the expiration commencement of the preceding function for which leave is requested, except where such notice was not possible. (c) During such leave of absence, an employee’s salary and applicable benefits or percentage in lieu of fringe benefits shall be maintained by the Employer and the Bargaining Unit agrees to reimburse the Employer in the amount of the daily rate of the full time employee or in the amount of the full cost of such salary and percentage in lieu of fringe benefits of a part-time employee. The Hospital will ▇▇▇▇ the Bargaining Unit within a reasonable period of time. Part- time employees on such leave will be credited with seniority up to their regularly scheduled weekly hours of work. (d) Replies to requests for leaves of absence shall be given within one (1) calendar week of receipt of the request. (a) The Hospital agrees to grant six (6), seven and one-half (7.5) hour paid days per calendar year to the Bargaining Unit President for the purpose of attending meetings with the Hospital and/or to deal with matters of mutual interest. The Hospital and the Bargaining Unit President will by mutual agreement pre-schedule these shifts. (b) The Board will Hospital shall grant the Bargaining Unit President or her/his designate, if requested, up to seventy-five (75) hours leave of absence per year without pay out to attend to the newly elected CUPE Local 1169 Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at Local's business, provided such leave does not interfere with the Employee’s rate of pay prior to the ending efficient operations of the Unpaid Union LeaveHospital. The Union will pay out to Hospital and the outgoing CUPE Local 1169 Union Bargaining Unit President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leavewill, by mutual agreement, pre-schedule these hours. (c) The Board shall grant Leave, for the purposes of performing duties of any office or function of the Local or parent Union with the exception of Union President as outlined in Clause 13.06 (a). Requests for such Leave shall be based on operation need and shall not be unreasonably denied. Request for Leave shall be made in writing to the Manager, Human Resources Department and to the Employee’s Manager or Manager’s designate at least ten (10) working days in advance. The request shall state the Employee’s name and time requested for Union Leave. No more than two (2) Employees per department or branch shall be booked off time at any one time. Such Leave shall be managed by the Union in a reasonable manner and shall be subject to the operational needs of the Employer. During the absence of any Employee on Union Leave, the Employee shall retain their original rights in their Unit, with no decrease in status, but without claim to any promotions effected during the Employees Leave of Absence. The Employee shall receive regular pay and benefits provided for in the Agreement when on Union Leave. The Union will reimburse the Board for all pay and benefits at the then current date during the Leave of Absence and a reasonable fee for administration purposes. The Union will provide the reimbursement to the Employer on a monthly basis or as mutually agreed between the parties. (d) When it is necessary for an Employee to be absent from their Unit to participate as a Union Representative in any joint Management-Union meetings, the Employee shall provide their Manager or Manager’s designate with as much notice as possible of the times and nature of the meeting.

Union Leave. The Foundation shall grant leave of absence with pay to Employees representing the Union in accordance with the following provisions: (ai) Requests In the event that an Employee is elected or appointed to the negotiating committee for unpaid Leave the Union, she shall be granted leave at her regular rate of pay for the purpose of performing attending joint collective bargaining, conciliation or mediation meetings in the duties establishment of the CUPE Local 1169 Union President will include but not be limited to, absences for vacation, professional development, or illness; and will be based on operational need and shall not be unreasonably denieda new collective agreement. Requests for such Leave shall be made in writing to the Manager, Human Resources Department and to the Employee’s Unit Manager for a period not exceeding one (1) term of election. Requests to extend or renew the unpaid Leave shall be made in writing to the Manager, Human Resources and to the Employee’s Unit Manager at least It is understood that no more than four (4) weeks Employees from the Union will be granted leave with pay for the purpose of attending the said meetings on behalf of the Union and that the department head will be advised in writing of the elected or appointed employees at least thirty (30) days prior to the expiration earliest opening date of the preceding requestcollective agreement. (bii) The Board will If an accredited representative of the Union is required to investigate or meet with the Foundation representatives, or attend a hearing to discuss a grievance during working hours, she shall be granted leave with pay out subject to suitable arrangements with her immediate supervisor concerning her own work responsibilities. If the newly elected CUPE Local 1169 Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will Employee who is grieving is required to attend a hearing, she shall be paid granted leave with pay at the Employee’s her regular rate of pay prior to the ending of the Unpaid Union Leave. The Union will pay out to the outgoing CUPE Local 1169 Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leavepay. (ciii) The Board shall grant Leave, Leave of absence for the purposes of performing Union duties of any office or function of the Local or parent Union with the exception of Union President as outlined in Clause 13.06 (a). Requests for such Leave shall be based on operation need granted with pay and shall not be unreasonably denied. Request for Leave shall be made in writing without loss of seniority to the Manager, Human Resources Department and Employees elected or appointed to the Employee’s Manager or Manager’s designate at least ten (10) working days in advance. The request shall state the Employee’s name and time requested for Union Leave. No more than two (2) Employees per department or branch shall be booked off time at any one time. Such Leave shall be managed by represent the Union in a reasonable manner and shall be subject to the operational needs of the Employer. During the absence of any Employee on at Union LeaveConventions, the Employee shall retain their original rights in their UnitWorkshops, with no decrease in statusSeminars, but without claim to any promotions effected during the Employees Leave of Absence. The Employee shall receive regular pay and benefits provided for in the Agreement when on Union Leaveor Schools. The Union will reimburse the Board Employer for all pay and benefits wages paid to an Employee, plus an additional eighteen percent (18%) to cover benefits, who represents the Union at the then current date during the Leave of Absence and a reasonable fee for administration purposes. The Union will provide the reimbursement to the Employer on a monthly basis such Conventions, Workshops, Seminars or as mutually agreed between the partiesSchools. (div) When it Employees who are elected or selected for a full-time position with the Union, or anybody with which the Union is necessary affiliated, shall be granted leave of absence without pay, but with no loss of seniority, for an Employee to a period of one (1) year. Such leave shall be absent from renewed each year, on request, during their Unit to participate as a Union Representative in any joint Management-Union meetings, the Employee shall provide their Manager or Manager’s designate with as much notice as possible term of the times and nature of the meetingoffice.

Union Leave. (a) Requests for unpaid Leave for the purpose of performing the duties Upon written request of the CUPE Local 1169 Union President will include but not be limited toUnion, absences for vacationand with at least ten (10) days’ notice prior to the commencement of the requested leave, professional development, or illness; and Employees will be based on operational need granted leave of absence without pay to represent the Union at Union Conventions or seminars. The Employer agrees to pay any Employee granted such leave of absence for any regular time lost from work and shall not be unreasonably denied. Requests the Union agrees to reimburse the Employer for such Leave shall be made in writing to the Manager, Human Resources Department and payments to the Employee’s Unit Manager for a period not exceeding one (1) term of election. Requests to extend or renew the unpaid Leave shall be made in writing to the Manager, Human Resources and to the Employee’s Unit Manager at least four (4) weeks prior to the expiration of the preceding request. (b) The Board will pay out Chair or designate of the CUPE Local 4186 Bargaining Committee shall be provided with up to a maximum of five (5) days at no cost to the newly elected CUPE Local 1169 Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leave. The Union will pay out to the outgoing CUPE Local 1169 Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leaveprepare for negotiations. (c) The Board shall grant LeaveUnion Officer Leave (within CUPE Local 4186) i. Where an Employee in the bargaining unit is elected or appointed as a Union officer (executive member) of the Local, the Union may submit a request for an unpaid leave of absence (up to full-time) to the Executive Officer/Superintendent, People and Culture. Such a leave will be granted for the purposes of performing duties of any office or function length of the Local or parent term of their executive position and where the Union requests the Board to provide salary continuance for the Employee related to this leave, the Board will continue the salary, benefits, sick leave arrangements, vacation and seniority in accordance with the exception of Collective Agreement. The Union President as outlined in Clause 13.06 (a). Requests agrees to reimburse the Employer for such Leave shall be based on operation need and shall not be unreasonably denied. Request for Leave shall be made in writing to the Manager, Human Resources Department and payments to the Employee’s Manager or Manager’s designate . ii. Should a request as per one (i) above be made for the Chief ▇▇▇▇▇▇▇ position, the Board acknowledges the Chief ▇▇▇▇▇▇▇ spends a great deal of time with Employer at least meetings and is expected to be available for such meetings as requested by the Board. Therefore the Board will pay fifty (50%) percent of the cost of such full-time release based on their employment status with the Board (ten (10) working days in advance. The request shall state months vs twelve (12) months) but only for the Employee’s name Chief ▇▇▇▇▇▇▇ position and time requested for Union Leave. No more than two (2) Employees per department or branch shall be booked off time at any one time. Such Leave shall be managed by the Union in a reasonable manner and shall be subject to the operational needs of the Employer. During the absence of any Employee on Union Leave, the Employee shall retain their original rights in their Unit, with no decrease in status, but without claim to any promotions effected during the Employees Leave of Absence. The Employee shall receive regular pay and benefits provided for in the Agreement when on Union Leave. The Union will reimburse the Board for all pay the other fifty (50%) percent of the cost of the salary and benefits at the then current date during the Leave of Absence and an Employee on such a reasonable fee for administration purposesleave. iii. The Employee on full-time Union will provide the reimbursement to the Employer Officer Leave shall be considered surplus, have their position filled on a monthly permanent basis or as mutually agreed between under Article 14 of the partiesCollective Agreement after twelve (12) months of the leave has passed. Upon the Employee’s return they shall be provided rights under Article 17 of the Collective Agreement. (d) When it Union Office (Outside CUPE Local 4186) (e) In the event a member(s) of the bargaining unit is necessary appointed to a provincial committee(s), the Board will approve the release time for an Employee the Employee(s) to be absent from their Unit to participate as a Union Representative in any joint Management-Union meetingsparticipate. Provided that the Board is reimbursed, the Employee shall provide their Manager will not suffer loss of pay, benefits or Manager’s designate with as much notice as possible of the times and nature of the meetingseniority for time spent attending committee meetings.

Union Leave. (a) Requests for unpaid Leave a. AFSCME may request that bargaining unit members be released from their normal duties for the purpose of performing participating in approved Union activities. Bargaining unit members shall be granted one hour of leave without loss of compensation to attend the duties monthly local meeting. AFSCME agrees to notify Human Resources of the CUPE Local 1169 meeting date, time and location ten (10) calendar days in advance, and Human Resources will send management notice of the meeting. b. The total amount of Union President will include but leave granted at the University during a fiscal year may not be limited toexceed one day for every thirty (30) bargaining unit members as of July 1 of the current fiscal year, absences for vacation, professional development, or illness; and provided that a minimum of ten (10) days’ Union leave will be based granted by the University each fiscal year covered by this MOU. [The ten (10) days referred to here are for both AFSCME bargaining units combined.] No employee outside of the bargaining unit will be counted in the leave calculation under this Article. c. All requests for Union leave shall be submitted to the Director of Human Resources in writing by Council 3 fifteen (15) working days in advance of the day on operational need which the leave is to begin and shall include: d. A general description of the activity and its purpose; e. The date and location of the activity; f. The name(s) of the employee(s) for whom Union leave is being requested. Where the leave request is for 8 hours or less, the minimum notice required is seven (7) working days. g. After verifying the validity of the request with a staff Union representative and the accuracy of the time being requested, the institution Director of Human Resources may approve Union leave if the employee’s services can be spared without impairing the services of the department(s) involved and Union leave is available pursuant to Section I.2 of this Article. Approval of leave under this section shall not be unreasonably denied. Requests . h. If the employee organization needs to substitute an employee or employees for those previously granted Union leave, or substitute new dates, such Leave shall requests will be made in writing submitted as soon as possible to the Manager, institution Director of Human Resources Department and to for approval. Such substitutions may be approved if the Employee’s Unit Manager for a period substitution will not exceeding one (1) term of election. Requests to extend or renew impair the unpaid Leave shall be made in writing to the Manager, Human Resources and to the Employee’s Unit Manager at least four (4) weeks prior to the expiration services of the preceding request. (b) The Board will pay out to the newly elected CUPE Local 1169 Union President any vacation hours in excess unit. Approval of one hundred and five (105) hours and any banked substitutions or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leave. The Union will pay out to the outgoing CUPE Local 1169 Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leave. (c) The Board shall grant Leave, for the purposes of performing duties of any office or function of the Local or parent Union with the exception of Union President as outlined in Clause 13.06 (a). Requests for such Leave shall be based on operation need and dates shall not be unreasonably denied. Request for Leave shall be made in writing to the Manager, Human Resources Department and to the Employee’s Manager or Manager’s designate at least ten (10) working days in advance. The request shall state the Employee’s name and time requested for Union Leave. No more than two (2) Employees per department or branch shall be booked off time at any one time. Such Leave shall be managed by the Union in a reasonable manner and shall be subject to the operational needs of the Employer. During the absence of any Employee on Union Leave, the Employee shall retain their original rights in their Unit, with no decrease in status, but without claim to any promotions effected during the Employees Leave of Absence. The Employee shall receive regular pay and benefits provided for in the Agreement when on Union Leave. The Union will reimburse the Board for all pay and benefits at the then current date during the Leave of Absence and a reasonable fee for administration purposes. The Union will provide the reimbursement to the Employer on a monthly basis or as mutually agreed between the parties. (d) When it is necessary for an Employee to be absent from their Unit to participate as a Union Representative in any joint Management-Union meetings, the Employee shall provide their Manager or Manager’s designate with as much notice as possible of the times and nature of the meeting.

Union Leave. (a) Requests for unpaid Leave for of absence without pay may be granted to employees who are elected or appointed to represent the purpose of performing Union at meetings or conventions. Not more than two (2) employees in the duties of the CUPE Local 1169 Union President will include but bargaining unit and not be limited to, absences for vacation, professional development, or illness; and will be based on operational need and shall not be unreasonably denied. Requests for such Leave shall be made in writing to the Manager, Human Resources Department and to the Employee’s Unit Manager for a period not exceeding more than one (1) term employee from each department will be considered for any one period of electiontime, unless agreed to by the Director/Program Manager. Requests All such leave shall not exceed a total of thirty (30) working days in any one (1) calendar year. The Hospital agrees to extend or renew pay the unpaid Leave employee during such leave, and to invoice the Union for reimbursement of such pay. The request for such leave shall be made submitted in writing to the Manager, Human Resources and to the Employee’s Unit Manager at least four (4) weeks prior to the expiration in advance of the preceding requestrequested leave, except in cases of emergency. (b) The Board will pay out to Full Time Union Leave When an employee is elected as the newly elected CUPE Local 1169 Union’s President or First Vice-President (Provincially) the Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at will, immediately following such election, advise the Employee’s rate of pay prior to the ending Employer of the Unpaid Union Leavename of the employee so elected. Leave of absence shall be granted from the employee’s place of employment for the duration of the current term of office. The Union will pay out to shall reimburse the outgoing CUPE Local 1169 Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be Employer the amounts paid at the Employee’s rate of pay prior to the ending on behalf of the Unpaid employee, including pay and benefits. Union LeaveExecutive Leave Where an individual of the bargaining units represented centrally by OPSEU is elected or appointed as an Executive Board Member, member of Hospital Professionals Division Executive such individual shall be granted leave of absence for the time off required to exercise the duties of such appointment. Such positions shall be limited to two (2) members from a Hospital with no more than one individual from within a section/division within a Department. The request for such leave shall be submitted at least four (4) weeks in advance of the commencement of the leave. In circumstances where less than four (4) weeks’ notice is provided, leave may be granted depending on the operational requirements of the hospital. (c) The Board An employee shall grant Leave, be granted a leave of absence for the purposes purpose of performing duties working on a temporary basis for the Union or as a Membership Development Trainee. The Hospital will continue to pay the employee’s wages and maintain her benefits provided the Union reimburses the Hospital for the full cost of any office or function of the Local or parent Union with the exception of Union President as outlined in Clause 13.06 (a). Requests for such Leave shall be based on operation need wages and shall not be unreasonably denied. Request for Leave shall be made in writing to the Manager, Human Resources Department and to the Employee’s Manager or Manager’s designate at least ten (10) working days in advancebenefits. The request shall state the Employee’s name and time requested for Union Leave. No more than two (2) Employees per department or branch such leave shall be booked off time submitted at any one timeleast three (3) months in advance of the requested leave. Such Leave The length of the leave shall not exceed twenty-four (24) months. In circumstances where less than three (3) months’ notice is provided, leave may be managed by the Union in a reasonable manner and shall be subject to granted depending on the operational needs requirements of the Employer. During the absence of any Employee on Union Leave, the Employee shall retain their original rights in their Unit, with no decrease in status, but without claim to any promotions effected during the Employees Leave of Absence. The Employee shall receive regular pay and benefits provided for in the Agreement when on Union Leave. The Union will reimburse the Board for all pay and benefits at the then current date during the Leave of Absence and a reasonable fee for administration purposes. The Union will provide the reimbursement to the Employer on a monthly basis or as mutually agreed between the partiesHospital. (d) When it is necessary for an Employee to be absent from their Unit to participate as a Union Representative in any joint Management-Union meetings, the Employee shall provide their Manager or Manager’s designate with as much notice as possible of the times and nature of the meeting.

Union Leave. ‌ (a) Requests for unpaid Leave for The Employer shall grant leaves of absence to employees to attend Union Conventions, Seminars, Education Classes or other Union business. The Union agrees that such leave will not unduly affect the purpose of performing the duties proper operations of the CUPE Local 1169 Union President will include but not be limited to, absences for vacation, professional development, or illness; and will be based on operational need and shall not be unreasonably denied. Requests for such Leave shall be made in writing to the Manager, Human Resources Department and to the Employee’s Unit Manager for a period not exceeding one (1) term of election. Requests to extend or renew the unpaid Leave shall be made in writing to the Manager, Human Resources and to the Employee’s Unit Manager at least four (4) weeks prior to the expiration of the preceding requestNursing Home. (b) The Board will pay out In requesting such leaves of absence, the Union must give eighteen (18) days’ notice to the newly elected CUPE Local 1169 Employer to be confirmed by the Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leave. The Union will pay out to the outgoing CUPE Local 1169 Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leavewriting. (c) The Board shall grant Leave, for Employees on such leave of absence will be paid by the purposes of performing duties of any office or function of the Local or parent Union with the exception of Union President as outlined in Clause 13.06 (a). Requests for such Leave shall Employer who will be based on operation need and shall not be unreasonably denied. Request for Leave shall be made in writing to the Manager, Human Resources Department and to the Employee’s Manager or Manager’s designate at least ten (10) working days in advance. The request shall state the Employee’s name and time requested for Union Leave. No more than two (2) Employees per department or branch shall be booked off time at any one time. Such Leave shall be managed reimbursed by the Union in a reasonable manner and shall be subject for-the amount paid to the operational needs of the Employer. During the absence of any Employee on Union Leave, the Employee shall retain their original rights in their Unit, with no decrease in status, but without claim to any promotions effected during the Employees Leave of Absenceemployees. The Employee shall receive Union can request up to one hundred and twenty (120) days of union leave per union leave request. Employees will be maintained on regular pay and benefits provided for in (including Pension but not including any sick leave, EI Carve Out, Weekly Indemnity or LTD if applicable), and the Agreement when on Union Leave. The Union will shall fully reimburse the Board Employer for all pay wages, statutory benefits (i.e. EHT, El, CPP and benefits at WSIB) Pension, Health and Welfare premiums for the then current date during period. For clarity, for leave which are thirty (30) consecutive calendar days or less in duration, the Leave of Absence Union’s reimbursement will no include Health and a reasonable fee for administration purposes. The Union will provide the reimbursement to the Employer on a monthly basis or as mutually agreed between the partiesWelfare premiums. (d) When it Upon application by the Union in writing, the Nursing Home will give reasonable consideration to a request for leave of absence, without pay, to an employee elected or appointed to a full-time Union office. It is necessary understood that not more than one (1) employee in the bargaining unit may be on such leave at the same time. Such leave, if granted, shall be for an Employee a period of one (1) calendar year from the date of appointment unless extended for a further specific period by agreement of the parties. Seniority and service shall accumulate during such leave to the maximum provided, if any, under the provisions of the Collective Agreement. It will become the responsibility of the employee for full payment, one (1) month in advance, of any applicable benefits in which the employee is participating during such leave of absence. It is agreed that for the purpose of WSIB coverage, such employees are deemed to be absent from their Unit to participate as a Union Representative in any joint Management-Union meetings, employed by the Employee shall provide their Manager or Manager’s designate with as much notice as possible of the times and nature of the meetingUnion.

Union Leave. (a) Requests for unpaid Leave for The Hospital shall grant leave of absence without pay to employees to attend Union conventions, seminars, education classes or other Union business that such leave will not -interfere with the purpose of performing the duties efficient operation of the CUPE Local 1169 Hospital. In requesting such leave of absence for an employee or employees, the Union President will include but not be limited to, absences for vacation, professional development, or illness; and will be based on operational need and shall not be unreasonably denied. Requests for such Leave shall be made must give at least fourteen days clear notice in writing to the ManagerHospital. cumulative total leave of absence, Human Resources Department the number of employees that may be absent at any time from any one area, and the number of days of absence shall be as provided elsewhere in the current local sections of the Agreement (unless altered by local The Hospital agrees to introduce a leave program, funded solely by subject to the Employee’s Unit Manager for following terms and conditions: The plan is available to employees wishing to spread four salary over a period not exceeding one five (5) year period, in (1) term year leave of electionabsence the four of salary deferral. Requests The employee must make written application to extend or renew the unpaid Leave Hospital at least six (6) months prior to the intended commencement date of the program (i.e. the salary deferral portion), stating the intended purpose of the leave. The number of employees that may be absent at any one time shall be made in writing determined between the local parties. The year for purposes of the program shall be September of one year to August the following year or such other twelve (12) month period as may be agreed upon by the employee, the local Union and the Hospital. Where there are more applications than spaces allotted, seniority shall govern. During the four (4).years of salary deferral, of the gross annual earnings will be deducted and held for the employee and will not be accessible to the Manageremployee until the of the leave or upon Withdrawal from the plan. The manner in which the deferred salary is held shall be at the discretion of the Hospital. All deferred salary, Human Resources and plus accrued interest, any, shall be paid to the Employee’s Unit Manager employee at least the the leave or in accordance with such other payment schedule as may be agreed upon between the Hospital and the employee. All during the four (4) weeks prior to the expiration years of the preceding request. (b) The Board will pay out to the newly elected CUPE Local 1169 Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leave. The Union will pay out to the outgoing CUPE Local 1169 Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leave. (c) The Board shall grant Leave, for the purposes of performing duties of any office or function of the Local or parent Union with the exception of Union President as outlined in Clause 13.06 (a). Requests for such Leave salary shall be based on operation need and shall not be unreasonably denied. Request for Leave shall be made in writing to the Manager, Human Resources Department and to the Employee’s Manager or Manager’s designate at least ten (10) working days in advance. The request shall state the Employee’s name and time requested for Union Leave. No more than two (2) Employees per department or branch shall be booked off time at any one time. Such Leave shall be managed by the Union in a reasonable manner and shall be subject to the operational needs of the Employerkept whole. During the absence year of the leave, seniority shall accumulate. Service for the of vacation and salary progression and other benefits will be retained but will not accumulate during the period of for leave. The employee responsible full payment of the premiums for any Employee on Union Leavehealth and benefits in which the employee is participating. Contributions to the Hospitals of Ontario Pension Plan will be in accordance with the Plan. The employee will not be eligible to participate in the disability income plan during the year of the leave. employee may withdraw the plan at any given time during the deferral portion provided three (3) notice given to the Hospital. Deferred salary, plus accrued interest, if any, will be returned to' the employee within a reasonable period of time'. If the employee terminates employment, the Employee shall retain their original rights in their Unitdeferred salary held by the Hospital plus accrued interest, with no decrease in statusif any, but without claim will be returned to any promotions effected during the Employees Leave employee within a reasonable period of Absencetime. In case of the death, the funds will be to the estate. The Employee shall receive regular pay and benefits provided Hospital will endeavour to find a temporary replacement for the employee as far in advance as practicable. If the Agreement when on Union LeaveHospital is unable to find a suitable replacement, it may postpone the leave. The Union Hospital will reimburse give the Board for all pay and benefits at the then current date during the Leave of Absence and a reasonable fee for administration purposes. The Union will provide the reimbursement to the Employer on a monthly basis or as mutually agreed between the parties. (d) When it is necessary for an Employee to be absent from their Unit to participate as a Union Representative in any joint Management-Union meetings, the Employee shall provide their Manager or Manager’s designate with employee as much notice as possible is reasonably possible. The employee will have the option of remaining in the Plan and rearranging the leave at a mutually agreeable time or of withdrawing from the plan and having the deferred salary, plus accrued interest, any, paid the employee within a reasonable period of time. The employee will be reinstated to his or her former position unless the position has been discontinued, in which case the employee shall be given a comparable job. Final approval for entry into the leave program will be the employee entering into a formal agreement with the Hospital in order to authorize the Hospital to make the appropriate deductions from the pay. Such agreement will include A statement that the employee is entering the pre- paid leave program in accordance with this Article of the times collective agreement. The period of salary deferral and nature the period for which the leave is requested. The manner in which the deferred salary i s to be held. letter of application from the employee to the Hospital to enter the prepaid leave program will be appended to and form part of the meetingwritten agreement.

Union Leave. (a) Requests for unpaid Leave ‌ a. AFSCME may request that bargaining unit members be released from their normal duties for the purpose of performing participating in approved Union activities. Bargaining unit members shall be granted one hour of leave without loss of compensation to attend the duties monthly local meeting. AFSCME agrees to notify Human Resources of the CUPE Local 1169 meeting date, time and location ten (10) calendar days in advance, and Human Resources will send management notice of the meeting. b. The total amount of Union President will include but leave granted at the University during a fiscal year may not be limited toexceed one day for every thirty (30) bargaining unit members as of July 1 of the current fiscal year, absences for vacation, professional development, or illness; and provided that a minimum of ten (10) days’ Union leave will be based granted by the University each fiscal year covered by this MOU. [The ten (10) days referred to here are for both AFSCME bargaining units combined.] No employee outside of the bargaining unit will be counted in the leave calculation under this Article. c. All requests for Union leave shall be submitted to the Director of Human Resources in writing by Council 3 fifteen (15) working days in advance of the day on operational need which the leave is to begin and shall include: d. A general description of the activity and its purpose; e. The date and location of the activity; f. The name(s) of the employee(s) for whom Union leave is being requested. Where the leave request is for 8 hours or less, the minimum notice required is seven (7) working days. g. After verifying the validity of the request with a staff Union representative and the accuracy of the time being requested, the institution Director of Human Resources may approve Union leave if the employee’s services can be spared without impairing the services of the department(s) involved and Union leave is available pursuant to Section I.2 of this Article. Approval of leave under this section shall not be unreasonably denied. Requests . h. If the employee organization needs to substitute an employee or employees for those previously granted Union leave, or substitute new dates, such Leave shall requests will be made in writing submitted as soon as possible to the Manager, institution Director of Human Resources Department and to for approval. Such substitutions may be approved if the Employee’s Unit Manager for a period substitution will not exceeding one (1) term of election. Requests to extend or renew impair the unpaid Leave shall be made in writing to the Manager, Human Resources and to the Employee’s Unit Manager at least four (4) weeks prior to the expiration services of the preceding request. (b) The Board will pay out to the newly elected CUPE Local 1169 Union President any vacation hours in excess unit. Approval of one hundred and five (105) hours and any banked substitutions or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leave. The Union will pay out to the outgoing CUPE Local 1169 Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leave. (c) The Board shall grant Leave, for the purposes of performing duties of any office or function of the Local or parent Union with the exception of Union President as outlined in Clause 13.06 (a). Requests for such Leave shall be based on operation need and dates shall not be unreasonably denied. Request for Leave shall be made in writing to the Manager, Human Resources Department and to the Employee’s Manager or Manager’s designate at least ten (10) working days in advance. The request shall state the Employee’s name and time requested for Union Leave. No more than two (2) Employees per department or branch shall be booked off time at any one time. Such Leave shall be managed by the Union in a reasonable manner and shall be subject to the operational needs of the Employer. During the absence of any Employee on Union Leave, the Employee shall retain their original rights in their Unit, with no decrease in status, but without claim to any promotions effected during the Employees Leave of Absence. The Employee shall receive regular pay and benefits provided for in the Agreement when on Union Leave. The Union will reimburse the Board for all pay and benefits at the then current date during the Leave of Absence and a reasonable fee for administration purposes. The Union will provide the reimbursement to the Employer on a monthly basis or as mutually agreed between the parties. (d) When it is necessary for an Employee to be absent from their Unit to participate as a Union Representative in any joint Management-Union meetings, the Employee shall provide their Manager or Manager’s designate with as much notice as possible of the times and nature of the meeting.

Union Leave. 1. The Employer shall annually grant to the FOP four hundred (a400) Requests for unpaid Leave hours of paid leave to conduct FOP business. Unused employer-granted leave may be carried over from one year to the next except that the total accumulated carry over of such leave from one year to the next may not exceed 96 hours. 2. The Employer shall credit to the FOP’s leave bank all personal leave days or hours (paid) not used by members by the end of the calendar year, except those which the employee is entitled to carry over pursuant to this Agreement. 3. The FOP may create and administer a bank of donated leave for the purpose of performing providing additional paid time to conduct Union business. The FOP must provide to the duties Employer a signed authorization form to deduct annual leave from the accruals of donating members. 4. The Employer shall accept the form (provided by the FOP) signed by members of the CUPE Local 1169 Union President will include but not be limited to, absences bargaining unit authorizing the automatic deduction of annual leave for vacation, professional development, or illness; and will be based on operational need and credit into the FOP leave bank. Such authorization shall remain in effect until revoked by the Employee. 5. The total leave granted for FOP business shall not exceed 800 hours in any fiscal year. 6. All use of union leave must be unreasonably denied. Requests for such Leave approved in writing, in advance, by the Chief of Police or his/her designee in the following manner: a. All union leave requests shall be made in writing submitted directly to the Manager, Human Resources Department and to Office of the Employee’s Unit Manager for a period not exceeding one (1) term of election. Requests to extend or renew the unpaid Leave shall be made in writing to the Manager, Human Resources and to the Employee’s Unit Manager Chief at least four fourteen (414) weeks days prior to the expiration requested leave date(s). When special circumstance prevent the union from submitting a request for union leave directly to the Office of the preceding Chief at least fourteen (14) days prior to the requested leave date(s), the FOP President or his/her designee shall meet as soon as practical with the Chief of Police or his/her designee to discuss the leave request. b. For requests made at least fourteen (b14) The Board will pay out to the newly elected CUPE Local 1169 Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay days prior to the ending requested leave date(s), the Chief of the Unpaid Union Leave. The Union will pay out Police or his/her designee shall respond to the outgoing CUPE Local 1169 Union FOP President any vacation hours in excess of one hundred and five writing at least seven (1057) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay days prior to the ending requested leave date(s) and either approve or disapprove the leave request. For all other requests, the Chief of Police or his/her designee shall respond to the Unpaid Union LeaveFOP President in writing as soon as practical. (c) The Board shall grant Leavec. When police services will not be affected adversely, no reasonable request for the purposes of performing duties of any office or function of the Local or parent Union with the exception of Union President as outlined in Clause 13.06 (a). Requests for such Leave union leave shall be based on operation need and shall not be unreasonably denied. Request for Leave shall be made in writing to the Manager, Human Resources Department and to the Employee’s Manager or Manager’s designate at least ten (10) working days in advance. The request shall state the Employee’s name and time requested for Union Leave. No more than two (2) Employees per department or branch shall be booked off time at any one time. Such Leave shall be managed by the Union in a reasonable manner and shall be subject to the operational needs of the Employer. During the absence of any Employee on Union Leave, the Employee shall retain their original rights in their Unit, with no decrease in status, but without claim to any promotions effected during the Employees Leave of Absence. The Employee shall receive regular pay and benefits provided for in the Agreement when on Union Leave. The Union will reimburse the Board for all pay and benefits at the then current date during the Leave of Absence and a reasonable fee for administration purposes. The Union will provide the reimbursement to the Employer on a monthly basis or as mutually agreed between the parties. (d) When it is necessary for an Employee to be absent from their Unit to participate as a Union Representative in any joint Management-Union meetings, the Employee shall provide their Manager or Manager’s designate with as much notice as possible of the times and nature of the meeting.

Union Leave. (Subject to service needs and staffing requirements, leave of absence without pay to attend Union business will be granted to representatives of the Union based on the following conditions: a) Requests for unpaid Leave for the purpose of performing the duties of the CUPE Local 1169 Union President will include but not be limited to, absences for vacation, professional development, or illness; and will be based on operational need and shall not be unreasonably denied. Requests for such Leave leave shall be made in writing by the Union to the ManagerEmployer giving as much notice as possible, Human Resources Department with a minimum of seven (7) calendar days advance notice. The Employer shall indicate in writing whether or not the request has been approved. The Employer will require a minimum of forty-eight (48) hours notice of cancellation of a union leave of absence after it has already been approved. The forty-eight (48) hour notice provision shall be waived if the shift has not already been filled by another employee. b) Not more than two (2) employees from any one program at any one time will be allowed such leave. c) Such leave shall not exceed more than twenty-five (25) days per calendar year, with the exception of the Unit Vice-President whose leave shall not exceed more than forty-seven (47) days per calendar year and shall not exceed eighty-seven (87) days per calendar year for all employees combined. d) Where such leave has been granted under section (a), the Employer shall maintain the employee's wages and benefits. The Union shall reimburse the Employer, through a monthly invoice that shall be sent to the Employee’s Unit Manager Secretary Treasurer of CUPE Local 5167, for the amount of the employee's wages and all applicable benefits. Seniority shall accrue during such leaves. e) Upon application in writing by the Union on behalf of the employee to the Employer, a leave of absence shall be granted to such employee elected or hired to a position with the Canadian Union of Public Employees, for a period not exceeding one of up to two (12) term consecutive years. Upon the expiry of election. Requests such leave, such employee may return to extend or renew the unpaid Leave bargaining unit and shall be made placed in writing their original position if it still exists or, if it no longer exists, a position consistent with their seniority pursuant to Article 13.04 or 13.06 whichever shall be the Managercase. Upon return, Human Resources and the employee shall be credited with seniority for the full length of the leave. The employee agrees to notify the Employee’s Unit Manager Employer of their intention to return to work at least four (4) weeks prior to the expiration date of the preceding requestsuch return. (b) The Board will pay out to the newly elected CUPE Local 1169 Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leave. The Union will pay out to the outgoing CUPE Local 1169 Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leave. (c) The Board shall grant Leave, for the purposes of performing duties of any office or function of the Local or parent Union with the exception of Union President as outlined in Clause 13.06 (a). Requests for such Leave shall be based on operation need and shall not be unreasonably denied. Request for Leave shall be made in writing to the Manager, Human Resources Department and to the Employee’s Manager or Manager’s designate at least ten (10) working days in advance. The request shall state the Employee’s name and time requested for Union Leave. No more than two (2) Employees per department or branch shall be booked off time at any one time. Such Leave shall be managed by the Union in a reasonable manner and shall be subject to the operational needs of the Employer. During the absence of any Employee on Union Leave, the Employee shall retain their original rights in their Unit, with no decrease in status, but without claim to any promotions effected during the Employees Leave of Absence. The Employee shall receive regular pay and benefits provided for in the Agreement when on Union Leave. The Union will reimburse the Board for all pay and benefits at the then current date during the Leave of Absence and a reasonable fee for administration purposes. The Union will provide the reimbursement to the Employer on a monthly basis or as mutually agreed between the parties. (d) When it is necessary for an Employee to be absent from their Unit to participate as a Union Representative in any joint Management-Union meetings, the Employee shall provide their Manager or Manager’s designate with as much notice as possible of the times and nature of the meeting.

Union Leave. (a) Requests When a Regular Employee makes an application for unpaid Leave for the purpose leave of performing the absence to perform duties of any office in his Local Union or of the CUPE Local 1169 Union President will include but not parent Union, such leave shall be limited togranted, absences for vacation, professional development, or illness; subject to operational requirements and will be based on operational need and shall not be unreasonably denied. Requests for such Leave An Employee shall retain their original seniority rights in the bargaining unit and with no decrease in status. Such leave shall be made in writing with pay and without loss of benefits and entitlements for which the Union will reimburse the Employer all costs plus a fifteen percent (15%) administration fee. b) Subject to the Manageroperational requirements of the Centre, Human Resources Department and one member of the bargaining unit who is a Regular Employee appointed to a paid position with the Employee’s Unit Manager Union, for a period not exceeding of up to one (1) term year, may be granted leave of electionabsence without pay in accordance with the provisions of Articles 28. Requests 01 and 28. i) Employees on such leave shall provide the Employer with at least four (4) weeks' written notice of their return to extend work. ii) The Employer will reinstate the Employee in the same position held by her immediately prior to taki ng leave, and at the same step in the pay rate or renew provide her with alternate work of a comparable nature at not less than the unpaid Leave shall be made in writing same pay rate, and all other benefits that accrued to her to the Manager, Human Resources and date she commenced the leave. a) A Regular Employee who is pregnant is entitled to up to fifty-two (52) weeks maternity leave. The period of time as requested by the Employee shall cover any period from twelve (12) weeks prior to the Employee’s Unit Manager expected date of delivery to fifty-two (52) weeks after the actual delivery but in no case shall it exceed a total of fifty-two (52) weeks. Casual and Temporary Employees a re entitled to maternity leave in accordance with Employment Sta ndards Code. b) Any Employee desiring leave of absence under the maternity clause must request such to management at least four (4) weeks prior to the expiration date the leave of absence is to commence. Such request shall i nclude the preceding request. (b) The Board will pay out to the newly elected CUPE Local 1169 Union President any vacation hours in excess expected date of one hundred and five (105) hours and any banked or floater holidays owingdelivery. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leave. The Union will pay out to the outgoing CUPE Local 1169 Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leave. (c) The Board shall grant Leave, for the purposes of performing duties of any office or function of the Local or parent Union with the exception of Union President as outlined in Clause 13.06 (a). Requests for such Leave shall be based on operation need and An Employee who is pregnant shall not be unreasonably deniedretained on staff following such time as in the opinion of management, in consultation with the Employee's personal physician, her ability to carry out her assignments is limited. Request Additional leave may be requested for Leave health reasons if supported by a doctor's certificate. c) An Employee on maternity leave shall provide the Employer with at least four (4) weeks written notice of readiness to return to work at which time the Employer will reinstate the Regular Employee in the same classification held by her immediately prior to taki ng maternity leave and at the same basic rate of pay. d) Maternity leave shall be made in writing without pay. Premiums for staff benefits will continue to be shared during the Managerfirst four (4) months of the leave. Thereafter, Human Resources Department and to the Employee’s Manager or Manager’s designate at least ten , if she elects to continue benefits coverage, becomes responsible for the full payment of such premiums. e) During a period of valid health related absence from work, supported by a medical certificate from her attendi ng physician, the Employee's salary shall be topped up as per the SUB plan. CUPE 1846 Canadian Blood Services 36 f) Upon request, a father shall be given one (101) working days in advanceday's leave of absence with pay for the purpose of attending the delivery of the child and one (1) day's leave of absence with pay for attending the release from hospital of the mother who has given birth. The request shall state the Employee’s name pay entitlement of Regular Part-time and time requested for Union Leave. No more than two (2) Temporary Employees per department or branch shall be booked off limited to their scheduled hours of work. Maternity / Parental / Adoption Supplemental Employment Benefit (SEB) shall only apply to Regular Full-time at any one time. Such Leave shall be managed by the Union in a reasonable manner and shall be subject to the operational needs of the Employer. During the absence of any Employee on Union Leave, the Employee shall retain their original rights in their Unit, with no decrease in status, but without claim to any promotions effected during the Employees Leave of Absence. The Employee shall receive regular pay and benefits provided for in the Agreement when on Union Leave. The Union will reimburse the Board for all pay and benefits at the then current date during the Leave of Absence and a reasonable fee for administration purposes. The Union will provide the reimbursement to the Employer on a monthly basis or as mutually agreed between the partiesRegular Part-time Employees. (d) When it is necessary for an Employee to be absent from their Unit to participate as a Union Representative in any joint Management-Union meetings, the Employee shall provide their Manager or Manager’s designate with as much notice as possible of the times and nature of the meeting.

Union Leave. (a) Requests for unpaid Leave Upon request by the Union, confirmed in writing and provided that seven (7) days written notice is given, leave of absence with no loss of pay and with no loss of credits shall be granted to employees elected as Executive Board Members and Executive Officers of the Union, for the purpose of performing conducting the duties internal business affairs of the CUPE Local 1169 Union President will include but not be limited to, absences for vacation, professional development, or illness; and will be based on operational need and shall not be unreasonably denied. Requests for such Leave shall be made in writing to the Manager, Human Resources Department and to the Employee’s Unit Manager for a period not exceeding one (1) term of election. Requests to extend or renew the unpaid Leave shall be made in writing to the Manager, Human Resources and to the Employee’s Unit Manager at least four (4) weeks prior to the expiration of the preceding request.Union; (b) The Board Union will pay out reimburse the Employer for the wages paid to the newly elected CUPE Local 1169 Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending members of the Unpaid Union Leave. The Union will pay out to Executive Board or Executive Officers or the outgoing CUPE Local 1169 Union President any vacation hours in excess replacement costs if such costs are greater than the wages paid where a leave of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leave.absence is granted under this article; (c) The Board When an employee is elected as the President or First Vice-President of OPSEU, the Union will, immediately following such election, advise the Employer of the name of the employee so elected. Leave of absence with pay shall grant Leave, be granted from the employee's place of employment for the purposes of performing duties of any office or function duration of the Local current term of office; (d) On completion of the employee's term of office, the President or parent Union with the exception First Vice- President of Union President as outlined in Clause 13.06 (a). Requests for such Leave OPSEU may return to their previous employment and service shall be based on operation need and shall not deemed to be unreasonably deniedcontinuous of all purposes. Request for Leave Any leave of absence extending beyond the initial term of office of the President or First Vice- President/Treasurer shall be made in writing a matter to be determined between the Manager, Human Resources Department Parties and to the Employee’s Manager or Manager’s designate at least ten (10) working days in advance. The request shall state the Employee’s name and time requested for Union Leave. No more than two (2) Employees per department or branch shall be booked off time at any one time. Such Leave shall be managed by the Union in a reasonable manner and such additional leave shall be subject to the operational needs same conditions and terms as prevailed in the initial leave of absence; (e) During the term of such leave of absence, the Union will reimburse the Employer for the salary paid to the employee on such leave of absence and contribute the Employer. During 's share of contributions to OMERS and the absence of any Employee on Union Leave, the Employee shall retain their original rights in their Unit, with no decrease in status, but without claim to any promotions effected during the Employees Leave of Absence. The Employee shall receive regular pay and benefits provided for in the Agreement when on Union LeaveCanada Pension Plan. The Union will reimburse make the Board for all Employer's contribution to any prevailing health or other plans applicable to the elected employee and pay and benefits at the then current date costs of any attendance credits accumulated during the Leave leave of Absence and a reasonable fee for administration purposesabsence. The Union will provide make the reimbursement Employer's contribution for Unemployment Insurance. All requests for leave of absence permitted in these sections shall be sent to the Employer on a monthly basis or as mutually agreed between the parties. (d) When it is necessary for an Employee to be absent from their Unit to participate as a Union Representative in any joint Management-Union meetings, the Employee shall provide their Manager or Manager’s designate with as much notice as possible Director of the times and nature of the meeting▇▇▇▇▇▇▇▇ Paramedic Service (HPS) or their designate.

Union Leave. (a) Requests for unpaid Leave leave for the purpose of performing the duties of the CUPE Local 1169 Union President will include but not be limited to, absences for vacation, professional development, or illness; and will shall be based on operational need and shall not be unreasonably denied. Requests for such Leave shall be made in writing to the Manager, Human Resources Department and to the Employee’s Unit Manager for a period not exceeding one (1) term of election. Requests to extend or renew the unpaid Leave leave shall be made in writing to the Manager, Human Resources and to the Employee’s employee's Unit Manager for a period not exceeding one year. Request to extend or renew the unpaid leave shall be made in writing to the Manager, Human Resources and to the employee's Unit Manager at least four (4) weeks prior to the expiration of the preceding request. (b) The Board will pay out shall grant up to the newly elected CUPE Local 1169 Union President any vacation hours in excess of one six hundred and five (105600) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leave. The Union will pay out to the outgoing CUPE Local 1169 Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leave. (c) The Board shall grant Leaveper year, for the purposes of performing duties of any office or function of the Local local or parent Union with the exception of Union President as outlined in Clause 13.06 (aArticle 14.06(a). Requests for such Leave leave shall be based on operation need and shall not be unreasonably denied. Request for Leave leave shall be made in writing to the Manager, Human Resources Department and to the Employee’s employee's Unit Manager or Manager’s designate at least ten (10) working days in advance. The request shall state the Employee’s name employee's name, and time requested for Union Leave. No more than two (2) Employees employees per department or branch shall be booked off time at any one time. Such Leave leave shall be managed by the Union in a reasonable manner and shall be subject to the operational needs of the Employeremployer. During the absence of any Employee employee on Union Leaveleave, the Employee employee shall retain their her original rights in their her Unit, with no decrease in status, but without claim to any promotions effected during the Employees Leave employees leave of Absenceabsence. The Employee employee shall receive regular pay and benefits provided for in the Agreement agreement when on Union Leaveleave. The Union will reimburse the Board for all pay and benefits at the then current date rate during the Leave leave of Absence absence and a reasonable fee for administration purposes. The Union will provide the reimbursement to the Employer on a monthly basis or as mutually agreed between the parties. (dc) When it is necessary for an Employee employee to be absent from their her Unit to participate as a Union Representative in any joint Management-Union meetings, meetings the Employee employee shall provide their Manager or Manager’s designate her supervisor with as an much notice as possible of the times and nature of the meeting.

Union Leave. 25.1 Subject to operational requirements and appropriate notice the Employer shall grant a leave of absence for Employees elected or appointed to represent the Bargaining Unit at conventions or to attend executive and committee meetings of CUPE and its affiliated or chartered bodies. Such leave shall be granted with pay and without loss of benefits and seniority for the first fifteen (a15) work days leave in any calendar year for the Bargaining Unit. Requests for unpaid Leave for the purpose of performing the duties of the CUPE Local 1169 additional Union President will include but not leaves shall be limited to, absences for vacation, professional development, or illness; and will be based on operational need and forwarded with as much notice as possible. Such requests shall not be unreasonably denied. Requests for such Leave shall be made in writing denied subject to the Manager, Human Resources Department and to the Employee’s Unit Manager for a period not exceeding one (1) term of election. Requests to extend or renew the unpaid Leave shall be made in writing to the Manager, Human Resources and to the Employee’s Unit Manager at least four (4) weeks prior to the expiration of the preceding requestoperational requirements. (b) 25.1.1 The Board will pay out to Employer shall invoice the newly elected CUPE Local 1169 Union President any vacation hours for time granted in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of amount allotted in 25.1 25.2 On reasonable notice, special leave without pay prior to the ending of the Unpaid Union Leave. The Union will pay out to the outgoing CUPE Local 1169 Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leave. (c) The Board shall grant Leave, for the purposes of performing duties of any office or function of the Local or parent Union with the exception of Union President as outlined in Clause 13.06 (a). Requests for such Leave shall be based on operation need and shall not be unreasonably denied. Request for Leave shall be made in writing to the Managergranted, Human Resources Department and to the Employee’s Manager or Manager’s designate at least ten (10) working days in advance. The request shall state the Employee’s name and time requested for Union Leave. No more than two (2) Employees per department or branch shall be booked off time at any one time. Such Leave shall be managed by the Union in a reasonable manner and shall be subject to the operational needs and requirements of the Employer, to Employees who are elected or selected for a full-time position with the Union or who are requested to work on behalf of CUPE National, without loss of seniority or classification. During It is also agreed that any pension or medical benefits may be continued for the absence duration of such special leave, provided the carrier of the plan approves such an arrangement, but the Employee must bear the total cost of any such benefits. Such an Employee shall have the time spent on Union Leavesuch special leave credited to their seniority. The term of special leave shall be determined prior to the granting of the special leave, and can be renewed for a specified duration with no less than fourteen (14) calendar days notice given to the Employer. Special Leave may be granted as follows: 25.2.1 For leaves where an Employee has been elected or selected for a full time position with the Union; or 25.2.2 For leaves where an Employee has been requested to work on behalf of CUPE National will be allowed a leave for a minimum of three (3) months up to a maximum of twenty four (24) consecutive months. 25.2.3 The Employee shall report to work immediately following the end of the agreed term of leave. The Employee will give the Employer one (1) week’s notice to return to their position. Any costs associated with notifying any replacement employee of the early termination of their replacement term (including the Labour Standards Code) shall be borne by CUPE. 25.2.4 Upon expiration of their term of office, the Employee shall retain their original rights be reinstated in their Unitthe position they held immediately prior to the commencement of leave, or in a position mutually agreed upon by the Employee and the Employer, at a salary level commensurate with no decrease the position previously held. 25.2.5 The Employer shall invoice CUPE National for time granted in status, but without claim to any promotions effected during the Employees Leave accordance with Article 25.2 of Absence. The Employee shall receive regular pay an amount which includes wages and benefits provided for in the Agreement when on Union Leave. The Union will reimburse the Board for all pay and benefits at the then current date during the Leave of Absence and a reasonable fee for administration purposes. The Union will provide the reimbursement to the Employer on a monthly basis or as mutually agreed between the partiestime spent. (d) When it is necessary for an Employee to be absent from their Unit to participate as a Union Representative in any joint Management-Union meetings, the Employee shall provide their Manager or Manager’s designate with as much notice as possible of the times and nature of the meeting.

Union Leave. (a) Requests for unpaid Leave for the purpose of performing the duties Section 1. The President of the CUPE International Association of Firefighters Local 1169 124 (Association) shall be a full time position, so he/she can conduct Union President will include business. These matters shall include, but not be limited to, absences contract interpretation, grievance matters and to further promote harmonious relations between management and the Union. While engaged in such matters, the President shall not suffer any loss of seniority or loss of financial remuneration. The President of the Association shall continue to be compensated as a full-time Fort ▇▇▇▇▇ firefighter employed by the City of Fort ▇▇▇▇▇, Indiana. The President’s eligibility for vacation, professional development, or illness; and will be based on operational need and promotional examinations shall not be unreasonably deniedaffected by his/her Presidential duties. Requests The last evaluations used in his/her last promotional exam/process prior to becoming the Association President or prior to the President’s position being established as a full time shall be used for such Leave any subsequent promotional exam he/she may take. The President of the Association shall complete and submit time card for each pay period to the Office of Professional Standards so an accurate account of his/her hours worked can be accounted for. The President shall work a standard 8-hour shift, 40-hour schedule with daily start and finish times being the same as the Fire Administration established hours. Days off and other benefits shall be the same as those established for 40-hour employees. The time off allowed to the Union President shall be regarded as on duty for the purpose of determining whether the hireback procedures as described in Article 20, section 5 must be implemented. This shall apply only to the shift from which the President was last assigned. The President of the Association shall continue to participate in any legally mandated training including training that would maintain a required certification. The Employee, President, shall also continue to conform to Employer rules, regulations, and grooming standards that are not inconsistent to union activities. The President of the Association/Union shall not be allowed to exchange work time with full time, sworn officers of the division he/she was assigned to prior to becoming President. Once the Employee takes office as the Association President, he/she will remain at the pay level they were entitled to according to rank. However, it is expressly understood that the President shall be entitled to any annual wage increase received by other Employees of the Association. He/she shall also continue to be afforded all rights and privileges provided to other Employees of the department. Section 2. The Union shall have a time bank of 800 hours to be used by representatives for Union activities. Members as designated by the President of the Union shall be granted time off without loss of pay as needed to attend to Union activities, provided prior written request is received by the Fire Chief or his/her designee. In emergency circumstances, when prior written notice cannot be given, the Union will give prior oral notice followed by written notice as soon as possible. Local Union members who are elected or appointed to positions with the International Association of Fire Fighters (IAFF) or the Union’s state association, the Professional Fire Fighters Union of Indiana (PFFUI), shall have a bank of 500 total hours allotted to the IAFF representatives and 500 total hours allotted to the PFFUI representatives. A minimum of two members per day, as designated by the Union President, shall be granted time off as reasonably needed without loss of pay to represent the Union and the Department at any Line of Duty Death funeral to which the Union desires to send representatives. A minimum of four members per day of the Honor/Color Guard shall be granted time off as reasonably needed without loss of pay to perform at funeral showings or services or other activities as requested by the Fire Chief or as requested by the Union President. Section 3. No deduction in wages shall be made against Union representatives in writing connection with legitimate collective bargaining business or grievance handling, including impasse procedures or for investigating potential grievances or problems which could prevent disruptions of harmonious relationships desired by both management and the Union. The Union is entitled to the Manager, Human Resources Department and to the Employee’s Unit Manager for a period negotiating team of not exceeding one (1) term of electionmore than four members. Requests to extend or renew the unpaid Leave Every effort shall be made in writing to mutually agree to schedule meetings when the Manager, Human Resources and to the Employee’s Unit Manager at least four (4) weeks prior to the expiration smallest number of members of the preceding requestnegotiating team shall be needed off. (b) The Board will pay out to the newly elected CUPE Local 1169 Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union LeaveSection 4. The Union will pay out to the outgoing CUPE Local 1169 Union President any vacation hours in excess of one hundred and five (105) hours and any banked or floater holidays owing. This will be paid at the Employee’s rate of pay prior to the ending of the Unpaid Union Leave. (c) The Board City shall grant Leave, for the purposes of performing duties of any office or function of the Local or parent Union with the exception of Union President recognize grievance representatives as outlined in Clause 13.06 (a). Requests for such Leave shall be based on operation need and shall not be unreasonably denied. Request for Leave shall be made in writing to the Manager, Human Resources Department and to the Employee’s Manager or Manager’s designate at least ten (10) working days in advance. The request shall state the Employee’s name and time requested for Union Leave. No more than two (2) Employees per department or branch shall be booked off time at any one time. Such Leave shall be managed designated by the Union in writing. Union representatives shall be afforded such reasonable time as needed to carry out their grievance responsibilities. Any grievance representative who finds it necessary to leave his/her workstation to transact legitimate grievance business may do so after notifying his/her supervisor who will release him/her in a reasonable manner and shall be subject to amount of time. The representative will notify the operational needs supervisor of the Employerlegitimate grievance business. During The Union agrees to make every effort in the conduct of grievance matters to minimize interference with production and the orderly operation of the City, and further agrees that alternates will process grievances only in the absence of any Employee on the representative. No deduction in wages shall be made against Union Leave, the Employee shall retain their original rights representatives for time spent in their Unit, meetings with no decrease in status, but without claim to any promotions effected during the Employees Leave of Absence. The Employee shall receive regular pay and benefits provided for in the Agreement when on Union Leave. The Union will reimburse the Board for all pay and benefits at the then current date during the Leave of Absence and a reasonable fee for administration purposes. The Union will provide the reimbursement to the Employer on a monthly basis or as mutually agreed between the parties. (d) When it is necessary for an Employee to be absent from their Unit to participate as a Union Representative in any joint Management-Union meetings, the Employee shall provide their Manager or Manager’s designate with as much notice as possible of the times and nature of the meeting.management