WORKING CONDITIONS. 23.01 New Employees shall be provided orientation during their first week on staff. The orientation shall include a copy of the job description, familiarization with the goals of the Employer, the workplace, the clients, staff and programs, emergency procedures and any specialized information necessary for the performance of the job. Where applicable, Employees who will carry an active caseload, shall be given a general time table, including a plan for increasing caseload, and will be assigned work supervision during the adjustment period necessary to progress to a full caseload. This time table is subject to change by the Employer as required, and is given to the Employee for information purposes only. 23.02 Employees shall be given bi-annual performance evaluations for the purpose of recognizing accomplishments and identifying areas where improvement may be possible or desirable. An Employee shall have the right to a copy of her appraisal and shall have the right to have placed on her file a copy of her reply. 23.03 The Employer shall continue to provide insurance to protect Employees from personal liability for injury to clients. 23.04 If an Employee is charged with an offence under the Criminal Code of Canada due to allegations concerning the Employee’s conduct during the performance of their duties, the Employer shall pay the reasonable legal fees for the Employee’s defence counsel on the condition that the Employee is found not guilty of any such offence. It is a further condition of payment that the Employee’s legal counsel is one whose law practice is primarily criminal defence. In the event the Employee chooses legal counsel whose principal area of practice is more than 150 kilometres of the Administrative offices of the Employer, the Employer will not be responsible for any travel costs incurred by the Employee beyond 150 kilometres, regardless of the disposition of the charge(s). 23.05 In the event that a pregnant Employee is assigned to a task requiring the performance of duties which may be hazardous to the pregnancy, in the written opinion of her medical doctor or nurse practitioner, she may request, and wherever possible will be granted, a transfer to an alternate task for the duration of her pregnancy provided she has the skills, ability and qualifications to perform the required work. 23.06 Where a particular job has been performed on a continuous basis for a period in excess of eighteen (18) months and the position does not have a permanent incumbent, the Employer shall make both the position and the Employee occupying the position permanent or terminate the position.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
WORKING CONDITIONS. 23.01 New Employees A. The Employer will furnish and launder all store linen which it requires its employees to wear.
B. The Employer shall have the right to- discharge or discipline any employee for good cause such as dishonesty, intoxication during working hours, drinking or gambling on Em ployer’s premises, or direct refusal to obey orders by the Employer which are not in vio lation of this Agreement, provided, however, that no employee shall be provided orientation during their first week on staff. The orientation discharged or dis criminated against because of membership in the Union or for Union activities.
C. In the event that an employee’s work is unsatisfactory, he shall include be given at least one
(1) written notice before disciplinary action is taken, and a copy of the job description, familiarization with notice shall be sent to the goals Union at the same time.
D. Representatives of the Union may visit the Employer, the workplace, the clients, staff and programs, emergency procedures and any specialized information necessary for the performance of the job. Where applicable, Employees who will carry an active caseload, shall be given a general time table, including a plan for increasing caseload, and will be assigned work supervision during the adjustment period necessary to progress to a full caseload. This time table is subject to change by the Employer as required, and is given to the Employee for information purposes only.
23.02 Employees shall be given bi-annual performance evaluations ’s stores for the purpose of recognizing accomplishments observing working conditions and identifying areas where improvement may to see that this Agreement is being complied with, investigating the standing of employees and inspecting the pay records which shall be possible available for a reasonable length of time. Employees shall be furnished duplicate pay vouchers weekly.
E. No employee shall suffer a reduction of hourly wage rates, increase of hours, or desirablere duced vacation time solely by the signing of this Agreement.
F. If a physical examination or health permit is required by the Employer or local government, all expense attached to same shall be borne by the Employer.
G. If any employee is required to work in more than one (1) store in the same day, the expense for necessary transportation shall be borne by the Employer. The time required for travel between the stores shall be included as a portion of the employee’s work day and considered as time worked for all purposes. An Employee employee on temporary assignment away from his regularly assigned store which re quires additional transportation expense shall be reimbursed for such increased expense.
H. Employees shall be at their stores ready for work at their scheduled starting time, otherwise they are reporting late. They shall remain at their work until their scheduled quitting time.
I. Employees shall have the right to a copy minimum of her appraisal and shall have the right to have placed on her file a copy of her reply.
23.03 The Employer shall continue to provide insurance to protect Employees from personal liability for injury to clients.
23.04 If an Employee is charged with an offence under the Criminal Code of Canada due to allegations concerning the Employee’s conduct during the performance of their duties, the Employer shall pay the reasonable legal fees for the Employee’s defence counsel on the condition that the Employee is found not guilty of any such offence. It is a further condition of payment that the Employee’s legal counsel is one whose law practice is primarily criminal defence. In the event the Employee chooses legal counsel whose principal area of practice is more than 150 kilometres of the Administrative offices of the Employer, the Employer will not be responsible for any travel costs incurred by the Employee beyond 150 kilometres, regardless of the disposition of the charge(s).
23.05 In the event that a pregnant Employee is assigned to a task requiring the performance of duties which may be hazardous to the pregnancy, in the written opinion of her medical doctor or nurse practitioner, she may request, and wherever possible will be granted, a transfer to an alternate task for the duration of her pregnancy provided she has the skills, ability and qualifications to perform the required work.
23.06 Where a particular job has been performed on a continuous basis for a period in excess of eighteen (18) months and the position does not have a permanent incumbent, the Employer shall make both the position and the Employee occupying the position permanent or terminate the position.ten
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
WORKING CONDITIONS. 23.01 New Employees A. No member of the Union shall suffer a reduction in wage rates or an increase in hours or reduced vacation time or split shift solely by the signing of this Agreement.
B. The Employer will furnish and launder such store linen as it desires worn by its employees, except that when the em ployer supplies Dacron or similar type uniforms for female employees, they may be laundered by the employee. Since this item of expense is intended to make the Employer’s service more attractive to customers, members agree to cooperate by present ing a neat, clean, business-like appearance while on duty in the stores.
C. If a physical examination or health permit is required, only the expense of the examination or health permit shall be borne by the Employer.
D. When a higher classified employee is absent from his position for more than one (1) day and another employee per forms the job of the higher classified employee, he shall receive the appropriate rate of pay of the higher classification.
E. A full time clerk who receives a pay rate which is higher than the pay rate provided orientation during their first week on staffin Exhibit “ A ” for his classification, who is promoted to a department head and subsequently demoted to his former classification shall receive the same pay rate differential which he previously received.
▇. The orientation Employer agrees, in the event of a temporary trans fer at the Employer’s request, to reimburse the employee for increased transportation costs on the basis of eight (8tf) cents per mile, except, however, when an employee chooses public transportation, excluding taxicabs, he shall include a copy be reimbursed only for the actual cost of such increased transportation.
G. Notices concerning Union business which have been ap proved by the Personnel Department will be posted in designated locations in the stores.
H. First Aid Kits for each store and all tools of the job description, familiarization with the goals of trade will be furnished by the Employer, the workplace, the clients, staff and programs, emergency procedures and any specialized information necessary for the performance of the job. Where applicable, Employees who will carry an active caseload, shall be given a general time table, including a plan for increasing caseload, and will be assigned work supervision during the adjustment period necessary to progress to a full caseload. This time table is subject to change by the Employer as required, and is given to the Employee for information purposes only.
23.02 Employees I. The Employer shall be given bi-annual performance evaluations have a time clock in each store for the purpose of recognizing accomplishments and identifying areas where improvement may be possible or desirable. An Employee shall have the right to a copy keeping record of her appraisal and shall have the right to have placed on her file a copy of her reply.
23.03 The Employer shall continue to provide insurance to protect Employees from personal liability for injury to clients.
23.04 If an Employee is charged with an offence under the Criminal Code of Canada due to allegations concerning the Employee’s conduct during the performance of their duties, the Employer shall pay the reasonable legal fees for the Employee’s defence counsel on the condition that the Employee is found not guilty of any such offence. It is a further condition of payment that the Employee’s legal counsel is one whose law practice is primarily criminal defence. In the event the Employee chooses legal counsel whose principal area of practice is more than 150 kilometres of the Administrative offices of the Employer, the Employer will not be responsible for any travel costs incurred all hours worked by the Employee beyond 150 kilometres, regardless of the disposition of the charge(s)em ployees.
23.05 In the event that a pregnant Employee is assigned to a task requiring the performance of duties which may be hazardous to the pregnancy, in the written opinion of her medical doctor or nurse practitioner, she may request, and wherever possible will be granted, a transfer to an alternate task for the duration of her pregnancy provided she has the skills, ability and qualifications to perform the required work.
23.06 Where a particular job has been performed on a continuous basis for a period in excess of eighteen (18) months and the position does not have a permanent incumbent, the Employer shall make both the position and the Employee occupying the position permanent or terminate the position.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
WORKING CONDITIONS. 23.01 New Employees shall be provided orientation during their first week on staff. 8.1 The orientation shall include a copy of the job description, familiarization with the goals of the Employer, the workplace, the clients, staff Employer will furnish and programs, emergency procedures and any specialized information necessary for the performance of the job. Where applicable, Employees who will carry an active caseload, shall be given a general time table, including a plan for increasing caseload, and will be assigned work supervision during the adjustment period necessary launder all store linen which it requires its employees to progress to a full caseload. This time table is subject to change by the Employer as required, and is given to the Employee for information purposes onlywear.
23.02 Employees shall be given bi-annual performance evaluations for the purpose of recognizing accomplishments and identifying areas where improvement may be possible or desirable. An Employee 8.2 The Employer shall have the right to a copy discharge or discipline any employee for good cause such as dishonesty, intoxication during working hours, drinking or gambling on Employer’s premises, or direct refusal to obey orders by the Employer which are not in violation of her appraisal and this Agreement, provided, however, that no employee shall have be discharged or dis criminated against because of membership in the right to have placed on her file a copy of her replyUnion or for Union activities.
23.03 The Employer shall continue to provide insurance to protect Employees from personal liability for injury to clients.
23.04 If an Employee is charged with an offence under the Criminal Code of Canada due to allegations concerning the Employee’s conduct during the performance of their duties, the Employer shall pay the reasonable legal fees for the Employee’s defence counsel on the condition that the Employee is found not guilty of any such offence. It is a further condition of payment that the Employee’s legal counsel is one whose law practice is primarily criminal defence. In the event the Employee chooses legal counsel whose principal area of practice is more than 150 kilometres of the Administrative offices of the Employer, the Employer will not be responsible for any travel costs incurred by the Employee beyond 150 kilometres, regardless of the disposition of the charge(s).
23.05 8.3 In the event that an employee’s work is unsatisfactory, he shall be given at least one (1) written notice before disciplinary action is taken, and a pregnant Employee copy of the notice shall be sent to the Union at the same time. Notices and warnings shall become null and void nine (9) months from date of issue.
8.4 Representatives of the Union shall have access to the Employers’ stores for the purpose of determining that the terms of this Agreement are being complied with including but not limited to inspecting work schedules, investigating the standing of employees and inspecting the pay records, which shall be available for a reasonable length of time.
8.5 No employee shall suffer a reduction of hourly wage rates, increase of hours, or reduced vacation time solely by the signing of this Agreement.
8.6 If a physical examination or health permit is required by the Employer or local government, all expense attached to same shall be borne by the Employer.
8.7 If any employee is required to work in more than one (1) store in the same day, the expense for necessary transpor tation shall be borne by the Employer. The time required for travel between the stores shall be included as a portion of the employee’s work day and considered as time worked for all purposes. An employee on temporary assignment away from his regularly assigned store which requires additional transportation expense shall be reimbursed for such increased expense.
8.8 Employees shall be at their stores ready for work at their scheduled starting time, otherwise they are reporting late. They shall remain at their work until their scheduled quitting time. Employees shall be paid for all time worked. There shall be a time clock or time sheet in each of the employers’ stores for the purpose of recording time worked.
8.9 Employees shall have a minimum of ten (10) hours off between the ending of their scheduled shift and the starting of their next scheduled shift. Any employee who works during this ten (10) hour period shall be paid for such time at the rate of time and one-half (IV2 ) their straight time rate of pay.
8.10 The Employer shall maintain a first aid kit, fully equipped in each store to be available for all shifts worked.
8.11 Notice concerning Union business will be posted in designated locations in the stores, after approval by management.
8.12 The Employer shall combine existing part time assignments on a task requiring seniority basis, unless such hours duplicate each other, providing the performance employee can do the work, so as to provide the maximum part time employment per individualwithin the definition of duties which part time employment, and further to create as many full time positions as possible.
8.13 No employee may be hazardous required to make up or be disciplined for cash register shortages, unless he isgiven theprivi lege of checking, the change and daily receipts upon starting and completing the work shift.
8.14 No employee shall be required to make good any bad checks cashed unless said checks are cashed in violation of the Employer’s rules and regulations, which have previously been given to the pregnancyemployee in writing.
8.15 No employee shall be given a polygraph (lie detector) test, unless the Union agrees in writing.
8.16 Time spent at legal proceedings at the request of the Employer or Employer Counsel shall be compensated at straight time rates. Such compensation shall also be paid for time spent at legal proceedings to which the employee is sub poenaed to give testimony for the benefit of the Employer provided the employee has given the Store Manager prompt notice of the subpoena. Such hours shall not be considered as time worked in the written opinion computation of her medical doctor daily or nurse practitioner, she may request, and wherever possible will be granted, a transfer to an alternate task for weekly overtime unless it is part of the duration of her pregnancy provided she has the skills, ability and qualifications to perform the required workregularly scheduled work week.
23.06 Where a particular job has been performed on a continuous basis for a period 8.17 The Employer will discuss, investigate and correct any problem of jackets or gloves in excess of eighteen (18) months connection with frozen food lockers and the position does not have a permanent incumbent, the Employer shall make both the position and the Employee occupying the position permanent or terminate the positiondairy.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
WORKING CONDITIONS. 23.01 New Employees Both Cement Masons and Employers shall abide by the following rules of Local 692-Area 121:
1. There shall be provided orientation during their first week no limitation as to the amount of work an employee may perform in a day. All work shall be done in a good and workmanlike manner and the Employer shall allow a reasonable amount of time to have the same done.
2. Whenever a troweling machine is operated on staffany floor, sidewalk, loading dock, or any flat surface where cement, concrete, or other plastic material is being placed or finished, employees covered by this contract shall hand trowel the final operation unless specifications state otherwise.
3. The orientation ▇▇▇▇▇▇▇ shall include a copy be the agent of his Employer and the Union recognizes the right of the job description, familiarization with the goals of the Employer, the workplace, the clients, staff and programs, emergency procedures and any specialized information necessary for the performance of the job. Where applicable, Employees who will carry an active caseload, shall be given a general time table, including a plan for increasing caseload, and will be assigned work supervision during the adjustment period necessary Employer to progress delegate to a full caseload. This time table is subject to change by the Employer as required, and is given to the Employee for information purposes only.
23.02 Employees shall be given bi-annual performance evaluations for the purpose of recognizing accomplishments and identifying areas where improvement may be possible or desirable. An Employee shall have his ▇▇▇▇▇▇▇ the right to a copy employ or discharge any or all employees subject to the provisions of her appraisal and shall have the right to have placed on her file a copy of her replythis Agreement.
23.03 The Employer 4. It shall continue be the function of the ▇▇▇▇▇▇▇ to provide insurance tell the worker what to protect Employees from personal liability do and to see that the work is properly done. He shall be responsible for injury to clientsthe placing of men, assigning their tasks, selecting proper material and tools, maintaining safer working conditions and planning and effecting efficient execution of work.
23.04 If an Employee is charged with an offence under 5. No Cement ▇▇▇▇▇ shall take orders from anyone but the Criminal Code of Canada due to allegations concerning the Employee’s conduct during the performance of their duties, the Employer shall pay the reasonable legal fees for the Employee’s defence counsel on the condition that the Employee is found not guilty of any such offence. It is a further condition of payment that the Employee’s legal counsel is one whose law practice is primarily criminal defenceCement ▇▇▇▇▇ ▇▇▇▇▇▇▇. In the event absence of a ▇▇▇▇▇ ▇▇▇▇▇▇▇, he shall take orders only from the Employee chooses legal counsel whose principal area of practice is job’s main superintendent. No Cement ▇▇▇▇▇ shall act as ▇▇▇▇▇▇▇ on more than 150 kilometres one job at the same time.
6. Any employee covered by this Agreement, transferred from one job to another during working hours for same Employer shall be transferred on the Employer’s time.
7. Any time a Cement ▇▇▇▇▇ has to wait for, or go to some other place to collect his wages, he shall receive two (2) hours pay more at the regular scale. Wages shall be paid on regular stated pay day, specified by the Company. When laid off or discharged or upon completion of a job, employees shall be paid at once unless mailing a check is allowed by the employee, then it must be mailed the following work day.
8. When employees are laid off or discharged between the hours of 6:00 p.m. Friday through 8:00 a.m. Monday, the employee will be paid by 11:00 a.m. Monday unless special arrangements are made with the Employer. This in no way supersedes the Employer’s requirement to pay the regular scheduled payday or layoff as outlined above.
9. Cement Masons working on overtime shall be allowed to have lunch period every four (4) hours while they are on overtime and shall not be docked, on their time, for said lunch time. Lunch time is not to interfere with their work.
10. When Cement Masons are working on overtime, they shall be paid overtime until the piece of work they are working on is completed, regardless of the Administrative offices hour or day it is completed. There shall be sufficient Cement Masons retained on overtime to finish the floor or pour properly and 50% shall be Local ▇▇▇ - ▇▇▇▇ ▇▇▇ members. A concerted effort shall be made to divide all overtime on a project equally among the Cement Masons on that project. When Cement Masons are waiting on a floor to be finished, they shall not be expected to do odd jobs between applications of finishing said floor or pour, unless to set screeds, expansion, or bulkheads f or the Employer, the Employer next pour.
11. At no time will not a Cement ▇▇▇▇▇ be responsible for any travel costs incurred job where the Superintendent, ▇▇▇▇▇▇▇, or Contractor pours more concrete than he can take care of under prevailing conditions. No concrete shall be poured that is to be finished by Cement Masons unless there is a sufficient number of Cement Masons present to take care of said pour.
12. When heat is used in concrete to be finished and the Cement Masons considers the concrete to be too hot, the Contractor shall assume all responsibility for the finished results. Accelerants and retarders may be used in the concrete if mutually agreed upon by the Employee beyond 150 kilometresjob superintendent, regardless Cement Finisher ▇▇▇▇▇▇▇ and ▇▇▇▇▇▇▇.
13. All mechanical floats and bull floats shall be manned by Cement Masons. Any straight edge over eight (8’) feet in length shall require two Cement Masons.
14. All members must do their work in a good and workmanlike manner and it shall be the duty of the disposition President, Executive Board Chairman, Business Representative, and members to see that no work is being done in a hurry-up style. Any member doing un-workmanlike work in his own account is liable, after fair trial to a fine of twenty-five ($25.00) to fifty ($50.00) dollars or expulsion.
15. If any member is sent to a job and is refused work on account of upholding the rights of the charge(s)Unions, the Contractor shall be refused Masons until this member is put back to work. When a pour is started without a ▇▇▇▇▇ being employed, said job shall be unfair to the Local and when a ▇▇▇▇▇ is called out to said pour, he shall be paid the difference in wages from the time the pour is started until he arrives on said job.
23.05 In the event 16. No Cement ▇▇▇▇▇ shall work with a Laborer or any other craftsman doing his work, or with any other Cement ▇▇▇▇▇ from some other Local that a pregnant Employee is assigned to a task requiring the performance of duties which may be hazardous has not reported in to the pregnancy, Secretary or Business Representative. Any Journeyman Cement ▇▇▇▇▇ from other locals not reporting in will be fined one (1) days pay for the first offense and two (2) days pay for the second offense.
17. The Cement ▇▇▇▇▇ shall do all the work set forth in the written opinion Cement Masons Trade Jurisdiction attached to, but not a part of her medical doctor or nurse practitioner, she may requestthis Agreement, and wherever possible will all Cement Masons shall see that this is enforced. (See Section 25 - Jurisdiction.)
18. When grinding within a small enclosed area, there must be grantedan exhaust or ventilation fan.
19. When working with materials with a high amount of fumes and acid base that is detrimental to health or injurious to skin or clothing, the men shall receive fifty (.50) cents per hour over Journeyman’s rate. When a transfer to an alternate task project is being worked under a General President’s Agreement or a Project Agreement that emanates premium pay, this paragraph is not applicable.
20. Any member working on a job for the duration benefit of her pregnancy provided she has the skills, ability and qualifications to perform the required work.
23.06 Where a particular job has been performed on a continuous basis for a period overtime in excess of eighteen (18) months finishing floors and the position does like shall not have a permanent incumbent, quit the Employer shall make both job until the position and the Employee occupying the position permanent or terminate the positionwork is finished as far as cement finishing is concerned of said construction.
Appears in 2 contracts
WORKING CONDITIONS. 23.01 New Employees 1. Any replacement Superintendent shall receive the contract wage, except where it includes extra pay attributable to years of serv- ice, special competence or special consideration beyond job requirements.
2. The Superintendent shall not be required to:
(a) renew cables on elevators or build block or hollow tile walls,
(b) run elevators except during relief peri- od, lunch period, and emergencies and except that in any building employing three or less employees during the daytime, exclusive of the Superintendent, the Superintendent in such buildings shall do all the duties which he/she has heretofore been accustomed to do,
(c) do any ▇▇▇▇▇▇ work except in a building employing three employees or less during the daytime, exclusive of the Superintendent, in which case he/she should continue to do work he/she has heretofore performed,
(d) perform work on a scaffold that is not directly over a roof, setback, or within the building,
(e) perform work on the inside of any fuel oil, pressure or hermetically sealed tank,
(f) build cutting tables, machine stands or dress racks, or
(g) do any work that conflicts with State, Federal or Municipal laws.
3. The Superintendent shall not be penal- ized or discriminated against for attending arbitrations, hearings or meetings, but this priv- ilege shall not be construed so as to interfere with the orderly operation of the building.
4. There may be added to the duties of the Superintendent more or less miscellaneous and relief work for which his/her additional com- pensation distinguishes him/her from other classes of workers on the premises, subject to the grievance and arbitration procedures provid- ed herein.
5. The Arbitrator may consider exceptional cases in which the Union claims that excessive work or the utilization of unique skills or paint- ing is required of the Superintendent and may relieve the Superintendent of, or require addi- tional compensation for, such excessive work.
6. No Superintendent leaving his/her posi- tion of his/her own accord shall be provided orientation during their first week on staffentitled to accrued vacation allowance unless he/she has given the Employer at least thirty (30) days written termination notice.
7. The orientation shall include a copy Union may question the propriety of the job description, familiarization with the goals termination of the Superintendent’s servic- es and demand his/her reinstatement to his/her job or severance pay, if any, as the case may be, by filing a grievance under Article VII of this Agreement. The Arbitrator shall give due con- sideration to the Superintendent’s management responsibilities and to the need for cooperation between the Superintendent and the Employer, .
8. No provision of this Agreement shall be so construed as to reduce the workplace, wages or lower the clients, staff and programs, emergency procedures and any specialized information necessary for the performance rate of pay of the job. Where applicable, Employees who will carry an active caseload, shall be given a general time table, including a plan for increasing caseload, and will be assigned work supervision during Superintendent or to lower or worsen the adjustment period necessary to progress to a full caseloadterms or conditions of his/her employment. This time table is subject provision shall not be con- strued as to change in any way prevent the exercise by the Employer as requiredof his/her normal management prerogatives to make changes in equipment, schedules, shifts, number of employees and is given duties necessary and incident to the Employee for information purposes onlyoperation, maintenance and servicing of the building not inconsistent with the letter or the spirit of any other specific provision of this Agreement.
23.02 Employees shall be given bi-annual performance evaluations for 9. Wherever a conflict may exist between the purpose 2008 Commercial Building Agreement and terms of recognizing accomplishments and identifying areas where improvement may be possible or desirable. An Employee shall have the right to a copy of her appraisal and shall have the right to have placed on her file a copy of her reply.
23.03 The Employer shall continue to provide insurance to protect Employees from personal liability for injury to clients.
23.04 If an Employee is charged with an offence under the Criminal Code of Canada due to allegations concerning the Employee’s conduct during the performance of their dutiesthis article, the Employer terms of this article shall pay the reasonable legal fees for the Employee’s defence counsel on the condition that the Employee is found not guilty of any such offence. It is a further condition of payment that the Employee’s legal counsel is one whose law practice is primarily criminal defence. In the event the Employee chooses legal counsel whose principal area of practice is more than 150 kilometres of the Administrative offices of the Employer, the Employer will not be responsible for any travel costs incurred by the Employee beyond 150 kilometres, regardless of the disposition of the charge(s)prevail.
23.05 In the event that a pregnant Employee is assigned to a task requiring the performance of duties which may be hazardous to the pregnancy, in the written opinion of her medical doctor or nurse practitioner, she may request, and wherever possible will be granted, a transfer to an alternate task for the duration of her pregnancy provided she has the skills, ability and qualifications to perform the required work.
23.06 Where a particular job has been performed on a continuous basis for a period in excess of eighteen (18) months and the position does not have a permanent incumbent, the Employer shall make both the position and the Employee occupying the position permanent or terminate the position.
Appears in 2 contracts
Sources: Commercial Building Agreement, Commercial Building Agreement
WORKING CONDITIONS. 23.01 New Employees shall be provided orientation during their first week on staff. The orientation shall include a copy A. No member of the job description, familiarization with Union shall suffer a reduction in wage rates or an increase in hours or reduced vacation time or split shift solely by the goals signing of this Agreement.
B. The Employer will furnish and launder such store linen as it desires worn by its employees. Since this item of expense is intended to make the Employer’s service more attractive to customers, members agree to cooperate by presenting a neat, clean, business-like appearance while on duty in the workplace, the clients, staff and programs, emergency procedures and any specialized information necessary for the performance of the job. Where applicable, Employees who will carry an active caseload, shall be given stores.
C. If a general time table, including a plan for increasing caseload, and will be assigned work supervision during the adjustment period necessary to progress to a full caseload. This time table physical examination or health permit is subject to change required by the Employer as requiredor local government, and is given all expenses attached to same shall be borne by the Employee for information purposes onlyEmployer.
23.02 Employees D. When a higher classified employee is absent from his position for more than one (1) day and another employee per forms the job of the higher classified employee, he shall receive the appropriate rate of pay o f the higher classification.
E. A full time clerk who receives a pay rate which is higher than the pay rate provided in Exhibit “ A ” for his classifica tion, who is promoted to a department head and subsequently demoted to his former classification shall receive the same pay rate differential which he previously received.
F. The Employer agrees, in the event of a temporary trans fer at the Employer’s request, to reimburse the employee for increased transportation costs on the basis o f eight (84) cents per mile, except, however, when an employee chooses public transportation, excluding taxicabs, he shall be given bi-annual performance evaluations reimbursed only for the actual cost o f such increased transportation.
G. Notices concerning Union business which have been ap proved by the Personnel Department will be posted in desig nated locations in the stores.
H. First Aid Kits for each store and all tools of the trade will be furnished by the Employer.
I. The Employer shall have a time clock in each store for the purpose of recognizing accomplishments and identifying areas where improvement may be possible or desirable. An Employee shall have the right to a copy keeping record of her appraisal and shall have the right to have placed on her file a copy of her reply.
23.03 The Employer shall continue to provide insurance to protect Employees from personal liability for injury to clients.
23.04 If an Employee is charged with an offence under the Criminal Code of Canada due to allegations concerning the Employee’s conduct during the performance of their duties, the Employer shall pay the reasonable legal fees for the Employee’s defence counsel on the condition that the Employee is found not guilty of any such offence. It is a further condition of payment that the Employee’s legal counsel is one whose law practice is primarily criminal defence. In the event the Employee chooses legal counsel whose principal area of practice is more than 150 kilometres of the Administrative offices of the Employer, the Employer will not be responsible for any travel costs incurred all hours worked by the Employee beyond 150 kilometres, regardless of the disposition of the charge(s)em ployees.
23.05 In the event that a pregnant Employee is assigned to a task requiring the performance of duties which may be hazardous to the pregnancy, in the written opinion of her medical doctor or nurse practitioner, she may request, and wherever possible will be granted, a transfer to an alternate task for the duration of her pregnancy provided she has the skills, ability and qualifications to perform the required work.
23.06 Where a particular job has been performed on a continuous basis for a period in excess of eighteen (18) months and the position does not have a permanent incumbent, the Employer shall make both the position and the Employee occupying the position permanent or terminate the position.
Appears in 1 contract
Sources: Collective Bargaining Agreement
WORKING CONDITIONS. 23.01 New Employees A. No member of the Union shall suffer a reduction in wage rates or an increase in hours or reduced vacation time or split shift solely by the signing of this Agreement.
B. The Employer will furnish and launder such store linen as it desires/ worn by its employees, except th at when the em ployer supplies Dacron or similar type uniforms for female employees, they may be laundered by the employee. Since this item of expense is intended to make the Employer’s service more attractive to customers, members agree to cooperate by present ing a neat, clean, business-like appearance while on duty in the stores.
C. If a physical examination or health permit is required, only the expense of the examination or health permit shall be borne by the Employer.
D. When a higher classified employee is absent from his position for more than one (1) day and another employee per forms the job of the higher classified employee, he shall receive the appropriate rate of pay of the higher classification.
E. A full time clerk who receives a pay rate which is higher than the pay rate provided orientation during their first week on staffin Exhibit “A” for his classification, who is promoted to a department head and subsequently demoted to his former classification shall receive the same pay rate differential which he previously received.
▇. The orientation shall include a copy of the job description, familiarization with the goals of the Employer, the workplace, the clients, staff and programs, emergency procedures and any specialized information necessary for the performance of the job. Where applicable, Employees who will carry an active caseload, shall be given a general time table, including a plan for increasing caseload, and will be assigned work supervision during the adjustment period necessary to progress to a full caseload. This time table is subject to change by the Employer as required, and is given to the Employee for information purposes only.
23.02 Employees shall be given bi-annual performance evaluations for the purpose of recognizing accomplishments and identifying areas where improvement may be possible or desirable. An Employee shall have the right to a copy of her appraisal and shall have the right to have placed on her file a copy of her reply.
23.03 The Employer shall continue to provide insurance to protect Employees from personal liability for injury to clients.
23.04 If an Employee is charged with an offence under the Criminal Code of Canada due to allegations concerning the Employee’s conduct during the performance of their duties, the Employer shall pay the reasonable legal fees for the Employee’s defence counsel on the condition that the Employee is found not guilty of any such offence. It is a further condition of payment that the Employee’s legal counsel is one whose law practice is primarily criminal defence. In the event the Employee chooses legal counsel whose principal area of practice is more than 150 kilometres of the Administrative offices of the Employer, the Employer will not be responsible for any travel costs incurred by the Employee beyond 150 kilometres, regardless of the disposition of the charge(s).
23.05 In the event that a pregnant Employee is assigned to a task requiring the performance of duties which may be hazardous to the pregnancyagrees, in the written opinion event of her medical doctor or nurse practitioner, she may a temporary trans fer at the Employer’s request, and wherever possible to reimburse the employee for increased transportation costs on the basis of eight (8<?) cents per mile, except, however, when an employee chooses public transportation, excluding taxicabs, he shall be reimbursed only for the actual cost of such increased transportation.
G. Notices concerning Union business which have been ap proved by the Personnel Department will be granted, a transfer to an alternate task for posted in designated locations in' the duration of her pregnancy provided she has the skills, ability and qualifications to perform the required workstores.
23.06 Where a particular job has been performed on a continuous basis for a period in excess of eighteen (18) months and the position does not have a permanent incumbent, the Employer shall make both the position and the Employee occupying the position permanent or terminate the position.
Appears in 1 contract
Sources: Collective Bargaining Agreement
WORKING CONDITIONS. 23.01 New Employees shall be provided orientation during their first week on staff. The orientation shall include a copy of the job description, familiarization with the goals of the Employer, the workplace, the clients, staff and programs, emergency procedures and any specialized information necessary for the performance of the job. Where applicable, Employees who will carry an active caseload, shall be given a general time table, including a plan for increasing caseload, and will be assigned work supervision during the adjustment period necessary to progress to a full caseload. This time table is subject to change by the Employer as required, and is given to the Employee for information purposes only.
23.02 Employees shall be given bi-annual performance evaluations for the purpose of recognizing accomplishments and identifying areas where improvement may be possible or desirable. An Employee shall have the right to a copy of her appraisal and shall have the right to have placed on her file a copy of her reply.
23.03 9.1 The Employer shall continue to provide insurance to protect Employees from personal liability for injury to clients.
23.04 If an Employee is charged with an offence under the Criminal Code of Canada due to allegations concerning the Employee’s conduct during the performance of their duties, the Employer shall pay the reasonable legal fees for the Employee’s defence counsel on the condition that the Employee is found not guilty of any will furnish and launder such offence. It is a further condition of payment that the Employee’s legal counsel is one whose law practice is primarily criminal defencestore linens as it desires worn by its employees. In the event the Employee chooses legal counsel whose principal area Employer provides dacron or similar type uniforms for employees, these garments may be laundered by the employee. Since this item of practice expense is intended to make the Employer's service more than 150 kilometres attractive to customers, members agree to cooperate by presenting a neat, clean, business-like appearance while on duty in the store. y
9.2 Employer has the right to discharge or discipline any employee for good cause, including but not limited to proven or acknowledged dishonesty, intoxication during working hours, provided however, that 'no employee shall be discharged or discriminated against because of membership in the Union or for Union activities.
9.3 In the event that an employee's work is unsatisfactory, he shall b given at least one (1) written notice before disciplinary action is take.i, and a copy of the Administrative offices notice shall be sent to the Union at the same time. Notices and warnings shall become null and void after nine (9) months from date of issue.
9.4 Representatives of the Union shall have access to the Employer's stores for the purpose of determining that the terms of this Agreement are being complied with, including but not limited to inspecting work schedules, investigating the standing of employees and inspecting the pay records, which shall be available for a reasonable length of time.
9.5 No employee shall suffer a reduction of hourly wage rates, increase of hours, or reduced vacation time solely by the signing of this Agreement.
9.6 If a physical examination or health permit is required by the Employer or local government, all expenses attached to same shall be borne by the Employer.
9.7 The Employer agrees, in the event of a temporary transfer at the Employer's request, to reimburse the employee for increased transportation costs on the basis of eighteen cents ($.18) per mile, except, however, when an employee chooses public transportation, excluding taxicabs, he shall be reimbursed only for the actual cost of such increased transportation. Temporary assignments will notexceed 30 days except in cases of relief of an employee absent on extended sick leave.
9.8 Employees shall be at their store ready for work at their scheduled starting time, otherwise they are reporting late. They shall remain at their work until their scheduled quitting time. Employees shall be paid for all time worked. There shall be a time clock in each of the Employer's stores for the purpose of recording time worked. The Employer and the Union agree that a proven violation of established time clock rules, including working before punching in or after punching out, may subject such an employee to disciplinary action up to and including discharge. Furthermore, all time during which an employee is suffered or permitted to work or is required to be on duty on the Employer's premises at a given work place shall be considered hours worked and recorded on the time cards.
9.9 Employees shall have a minimum of ten (10) hours off between the end of their schedule and the starting of their next schedule, except by mutual agreement between the employee and Employer. Any employee who works during this ten (10) hour period shall be paid for such time at the rate of time and one-half (1%) their straight time rate of pay.
9.10 The Employer shall maintain a first aid kit, fully equipped, in each store to be available for all shifts worked.
9.11 Notices concerning Union business will be posted in designated locations in the stores after approval by management.
9.12 A full time clerk who receives a pay rate which is higher than the pay rate provided in Schedule "A" for his classification, who is promoted to a Department Head and subsequently demoted to his former classification, shall receive the same pay rate differential which he previously received.
9.13 No employee shall be given a polygraph (lie detector) test, unless the Union agrees in writing.
9.14 Time spent at legal proceedings at the request of the Employer or Employer's counsel shall be compensated at straight time rates. Such compensation shall also be paid for time spent at the request of any law enforcement agency, involving investigation or legal ^proceedings for the benefit of the Employer, provided the employee has given the store manager prompt notice of the request. Such hours shall not be considered as time worked for the computation of daily or weekly overtime, unless it is a part of the regular scheduled work week.
9.15 The Employer will not be responsible for discuss, investigate and correct any travel costs incurred by the Employee beyond 150 kilometres, regardless problems of the disposition of the charge(s)jackets or gloves in connection with frozen food lockers and dairy.
23.05 In the event that a pregnant Employee is assigned to a task requiring the performance of duties which may be hazardous to the pregnancy, in the written opinion of her medical doctor or nurse practitioner, she may request, and wherever possible will be granted, a transfer to an alternate task for the duration of her pregnancy provided she has the skills, ability and qualifications to perform the required work.
23.06 Where a particular job has been performed on a continuous basis for a period in excess of eighteen (18) months and the position does not have a permanent incumbent, the Employer shall make both the position and the Employee occupying the position permanent or terminate the position.
Appears in 1 contract
Sources: Collective Bargaining Agreement
WORKING CONDITIONS. 23.01 New Employees shall 7.1 The Employer will furnish and launder such store linens which it requires its employees to wear. These garments may be provided orientation during their first week on stafflaundered by the employee. The orientation shall include a copy Since this item of the job description, familiarization with the goals of expense is intended to make the Employer's service more attractive to customers, members agree to cooperate by presenting a neat, clean, business-like appearance while on duty in the workplace, the clients, staff and programs, emergency procedures and any specialized information necessary for the performance of the job. Where applicable, Employees who will carry an active caseload, shall be given a general time table, including a plan for increasing caseload, and will be assigned work supervision during the adjustment period necessary to progress to a full caseload. This time table is subject to change by the Employer as required, and is given to the Employee for information purposes onlystore.
23.02 Employees shall be given bi-annual performance evaluations for the purpose of recognizing accomplishments and identifying areas where improvement may be possible or desirable. An Employee 7.2 The Employer shall have the right to discharge or discipline any employee for good cause such as dishonesty, intoxication during working hours, drinking or gambling on the Employer's premises, or direct refusal to obey orders by the Employer which are not in violation of this Agreement, provided, however that no employee shall be discharged or discriminated against because of membership in the Union or for Union activities.
7.3 In the event that an employee's work is unsatisfactory, he shall be given at least one (1) written notice before disciplinary action is taken, and a copy of her appraisal the notice shall be sent to the Union at the same time. Notices and warnings shall become null and void after nine (9) months from date of issue, except for attendance and tardiness policy, which shall be one (1) year.
7.4 Representatives of the Union may visit the Employer's stores for the purpose of observing working conditions and to see that this Agreement is being complied with, investigating the standing of employees and inspecting all employee records, including employee Social Security numbers, which shall be available for a reasonable length of time. Employees shall be furnished duplicate pay vouchers weekly.
7.5 No employee shall suffer a reduction of hourly wage rates, increase of hours, or reduced vacation time solely by the signing of this Agreement.
7.6 If a physical examination or health permit is required by the Employer or local government, all expense attached to same shall be borne by the Employer.
7.7 If any employee is required to work in more than one (1) store in the same day, the expense for necessary transportation shall be borne by the Employer at the current IRS rate per mile. The time required for travel between the stores shall be included as a portion of the employee's work day and considered as time worked for all purposes. An employee on temporary assignment away from his regularly assigned store which requires additional transportation expense shall be reimbursed for such increased expense at the current IRS rate per mile. Temporary assignments will not exceed thirty (30) days except in cases of relief of an employee absent on extended sick leave.
7.8 Employees shall be at their stores ready for work at their scheduled starting time, otherwise they are reporting late. They shall remain at their work until their scheduled quitting time.
7.9 Except by mutual agreement between Employer and employees, employees shall have a minimum of ten (10) hours off between the right ending of their schedule and the starting of their next schedule. Any employee who works during this ten (10) hour period shall be paid for such time at the rate of time and one-half (1-1/2). An employee may elect to have placed on her file an eight (8) hour "turnaround" solely for the employee's benefit, however, the overtime penalty would not apply. This selection must be in writing with a copy of her replyto the store manager.
23.03 7.10 The Employer shall continue maintain two first aid kits fully equipped, including latex gloves, in each store to provide insurance to protect Employees from personal liability be available for injury to clientsall shifts worked. One of these first aid kits shall be located in the Meat Department.
23.04 If an Employee is charged with an offence under 7.11 Notice concerning Union business will be posted in designated locations in the Criminal Code of Canada due to allegations concerning the Employee’s conduct during the performance of their dutiesstores, after approval by management.
7.12 Where practicable, within each store, the Employer shall pay combine existing part time assignments on a seniority basis, providing they can do the reasonable work so as to provide the maximum part time employment per individual within the definition of part time employment and further, to create as many forty (40) straight time hour positions as possible.
7.13 No employee may be required to make up or be disciplined for cash shortages, unless they are given the privilege of checking the change and daily receipts upon starting and completing the work shift.
7.14 No employee shall be required to make good any bad checks cashed unless said checks are cashed in violation of the Employer's rules and regulations, which have previously been given to the employee in writing.
7.15 No employee shall be given a polygraph (lie detector) test, unless the Union agrees in writing.
7.16 Time spent at legal fees proceedings at the request of the Employer or Employer Counsel shall be compensated at straight time rates. Such compensation shall also be paid for time spent at legal proceedings to which the employee is subpoenaed to give testimony for the Employee’s defence counsel benefit of the Employer provided the employee has given the Store Manager prompt notice of the subpoena. Such hours shall not be considered as time worked in the computation of daily or weekly overtime unless it is part of the regularly scheduled work week.
7.17 The Employer will discuss, investigate and correct any problem of jackets or gloves in connection with frozen food lockers and dairy.
7.18 There shall be a time clock in each of the Employer's stores for the purpose of recording time worked. The Employer and the Union agree that a proven violation of established time clock rules, including working before punching in or after punching out, may subject such an employee to disciplinary action up to and including discharge. Furthermore, all time during which an employee is suffered or permitted to work or is required to be on duty on the condition Employer's premises at a given work place shall be considered hours worked, and recorded on the time cards.
7.19 The Company recognizes that given the individual lifestyle of each employee, certain work schedules are preferable. In this regard, the Company will make its best effort to consider seniority in the preparation and assignment of work schedules. The Union recognizes that the Employee is found not guilty needs of any such offencethe business take first priority. (Not subject to the arbitration provisions of Article 19).
7.20 Shoppers Food Warehouse agrees with the Union that employees are among our most valuable resources. It is a further condition of payment Shoppers position that the Employee’s legal counsel is one whose law practice is primarily criminal defence. In the event the Employee chooses legal counsel whose principal area of practice is more than 150 kilometres of the Administrative offices of the Employerwhen dealing with store associates, the Employer will not be responsible for any travel costs incurred by the Employee beyond 150 kilometres, regardless of the disposition of the charge(s).
23.05 In the event that a pregnant Employee is assigned to a task requiring the performance of duties which may be hazardous to the pregnancy, in the written opinion of her medical doctor or nurse practitioner, she may request, and wherever possible will be granted, a transfer to an alternate task for the duration of her pregnancy provided she has the skills, ability and qualifications to perform the required work.
23.06 Where a particular job has been performed on a continuous basis for a period in excess of eighteen (18) months and the position does not our management personnel should have a permanent incumbent, the Employer shall make both the position conscious regard for their feelings and the Employee occupying the position permanent or terminate the positionself-esteem. Our management is committed to this principle and will use all reasonable efforts to apply it consistent with our business needs and requirements.
Appears in 1 contract
Sources: Collective Bargaining Agreement
WORKING CONDITIONS. 23.01 New Employees shall be provided orientation during their first week on staff. The orientation shall include a copy A. No member of the job description, familiarization with Union shall suffer a reduction in wage rates or an increase in hours or reduced vacation time or split shift solely by the goals signing of this Agreement.
B. The Employer will furnish and launder such store linen j as it desires worn by its employees. Since this item of expense is intended to make the Employer’s service more attractive to customers, members agree to cooperate by presenting a neat, clean, business-like appearance while on duty in the workplace, the clients, staff and programs, emergency procedures and any specialized information necessary for the performance of the job. Where applicable, Employees who will carry an active caseload, shall be given stores.
C. If a general time table, including a plan for increasing caseload, and will be assigned work supervision during the adjustment period necessary to progress to a full caseload. This time table physical examination or health permit is subject to change required by the Employer as requiredor local government, and is given all expenses attached to same shall be borne by the Employee for information purposes onlyEmployer.
23.02 Employees D. When a higher classified employee is absent from his position for more than one (1) day and another employee per forms the job of the higher classified employee, he shall receive the appropriate rate of pay o f the higher classification.
▇. A full time clerk who receives a pay rate which is higher than the pay rate provided in Exhibit “ A ” for his classifica tion, who is promoted to a department head and subsequently demoted to his former classification shall receive the same pay rate differential which he previously received.
▇. The Employer agrees, in the event of a temporary trans fer at the Employer’s request, to reimburse the employee for increased transportation costs on the basis of eight (84) cents per mile, except, however, when an employee chooses public transportation, excluding taxicabs, he shall be given bi-annual performance evaluations reimbursed only for the actual cost of such increased transportation.
G. Notices concerning Union business which have been ap proved by the Personnel Department will be posted in desig nated locations in the stores.
H. First Aid Kits for each store and all tools of the trade will be furnished by the Employer.
I. The Employer shall have a time clock in each store for the purpose of recognizing accomplishments and identifying areas where improvement may be possible or desirable. An Employee shall have the right to a copy keeping record of her appraisal and shall have the right to have placed on her file a copy of her reply.
23.03 The Employer shall continue to provide insurance to protect Employees from personal liability for injury to clients.
23.04 If an Employee is charged with an offence under the Criminal Code of Canada due to allegations concerning the Employee’s conduct during the performance of their duties, the Employer shall pay the reasonable legal fees for the Employee’s defence counsel on the condition that the Employee is found not guilty of any such offence. It is a further condition of payment that the Employee’s legal counsel is one whose law practice is primarily criminal defence. In the event the Employee chooses legal counsel whose principal area of practice is more than 150 kilometres of the Administrative offices of the Employer, the Employer will not be responsible for any travel costs incurred all hours worked by the Employee beyond 150 kilometres, regardless of the disposition of the charge(s)em ployees.
23.05 In the event that a pregnant Employee is assigned to a task requiring the performance of duties which may be hazardous to the pregnancy, in the written opinion of her medical doctor or nurse practitioner, she may request, and wherever possible will be granted, a transfer to an alternate task for the duration of her pregnancy provided she has the skills, ability and qualifications to perform the required work.
23.06 Where a particular job has been performed on a continuous basis for a period in excess of eighteen (18) months and the position does not have a permanent incumbent, the Employer shall make both the position and the Employee occupying the position permanent or terminate the position.
Appears in 1 contract
Sources: Collective Bargaining Agreement
WORKING CONDITIONS. 23.01 New Employees A. Union Shop Cards maybe displayed in markets which em ploy members of the Union. The Local Union Secretary-Treasurer or his authorized agent has the full power to remove said card upon violation of any part of this Contract. Cards will be dis played in a conspicuous place.
B. The Business Agent of this Union shall be provided orientation during their first week admitted at all rea sonable times to the working room or rooms and interview the employees covered by this Contract while on staff. The orientation shall include a copy duty.
C. As the employees engaged under this Contract may be mem bers of the job descriptionUnited Food and Commercial Workers International Union, familiarization nothing in this Contract shall be construed as to interfere with any lawful obligation which they may owe the United Food and Commercial Workers International Union as members thereof.
D. The Union agrees to cooperate in correcting inefficiency of employees which might otherwise necessitate discharge.
E. The Employer agrees not to enter into any agreement or un derstanding with any employee covered by this Contract, indivi dually or collectively, which in any way conflicts with the goals terms of the Employer, the workplace, the clients, staff and programs, emergency procedures and any specialized information necessary for the performance of the job. Where applicable, Employees who will carry an active caseload, shall be given a general time table, including a plan for increasing caseload, and will be assigned work supervision during the adjustment period necessary to progress to a full caseload. This time table is subject to change by the Employer as required, and is given to the Employee for information purposes onlythis Contract.
23.02 Employees shall be given bi-annual performance evaluations for the purpose of recognizing accomplishments and identifying areas where improvement may be possible or desirable. An Employee shall have the right to a copy of her appraisal and shall have the right to have placed on her file a copy of her reply.
23.03 F. The Employer shall continue to provide insurance to protect Employees from personal liability for injury to clients.
23.04 If an Employee is charged with an offence under furnish all necessary tools of the Criminal Code of Canada due to allegations concerning the Employee’s conduct during the performance of their dutiestrade, laundry and/or uniforms when required, provided, however, the Employer may furnish to the female employees dacron uniforms or similar type uniforms. The employees who are furnished such uniforms shall pay be responsible in the reasonable legal fees event of loss of these uni forms and such uniforms shall be laundered bv the employee.
G. The Employer will provide a bulletin board or other suitable place in a location selected by the Employer. The Union may post notices necessary for conducting Union business on such boards or other suitable space.
H. Contributions to charitable causes shall not be compulsory.
I. The Employer agrees to furnish and maintain a first aid kit in a designated place and to check said kit monthly to replenish any needed supplies.
J. Employer agrees to provide guards on grinders and cube ma chines. No employee shall use a grinder without the Employee’s defence counsel guard on the condition that mill or use the Employee is found not guilty cube machine with the lid or guard up. Any em ployee using the above equipment without the safety guards shall be subject to discipline, including discharge, without recourse to arbitration.
K. No employee will be required to report for work until said employee has had a minimum of any such offence. It is a further condition of payment that the Employee’s legal counsel is one whose law practice is primarily criminal defence. In the event the Employee chooses legal counsel whose principal area of practice is more than 150 kilometres of the Administrative offices of the Employer, the Employer will ten (10) hours off duty.
L. Employees shall not be responsible for any travel costs incurred by the Employee beyond 150 kilometres, regardless of the disposition of the charge(s)required to take a polygraph test.
23.05 In the event that a pregnant Employee is assigned to a task requiring the performance of duties which may be hazardous to the pregnancy, in the written opinion of her medical doctor or nurse practitioner, she may request, and wherever possible will be granted, a transfer to an alternate task for the duration of her pregnancy provided she has the skills, ability and qualifications to perform the required work.
23.06 Where a particular job has been performed on a continuous basis for a period in excess of eighteen (18) months and the position does not have a permanent incumbent, the Employer shall make both the position and the Employee occupying the position permanent or terminate the position.
Appears in 1 contract
Sources: Retail Meat Contract
WORKING CONDITIONS. 23.01 New Employees The Town of Portsmouth agrees that, except in cases of emergency, it will not institute any significant change in the regular working conditions of employees covered by this Agreement without prior consultation concerning said change with Local 1949; it being understood, however, that in the event a question arises as to whether or not a working condition has been changed, the employees will carry out the orders of the Officer in Charge pending the resolution of the question in accordance with the procedure set forth in ARTICLE XXVIII. In case any rule, regulation, order or other directive by whatever name the same may be called, requires any employee covered by this Agreement to have, acquire or maintain any equipment, apparatus or device other than a telephone, the Town may be responsible for the purchase and maintenance of such equipment. The Town and the Union shall cooperate in formulating a physical enhancement program, designed to improve the physical condition of the employee. To this end a committee shall be provided orientation during their first week formed comprised of an equal number of representatives of the Town and the Union, with the charge of formulating a program for employees of the Fire Department. Such program shall not be mandatory on staffany employee. The orientation shall include Town and the Union will encourage all employees to participate in the program. The unlawful manufacturing, distribution, dispensation, possession, or use of a copy controlled substance by a member of the job descriptionPortsmouth Fire Department while on duty, familiarization with or the goals failure of the Employeremployee to notify the employer of his/her criminal drug statute conviction for a violation occurring while on duty within five (5) days of such conviction, the workplaceis prohibited. Effective July 1, the clients2010, staff and programs, emergency procedures and any specialized information necessary for the performance all employees of the job. Where applicable, Employees who will carry an active caseload, Fire Department shall be given required to possess and maintain a general time tablevalid E.M.T. - Basic Certificate, including as a plan condition of continued employment. All employees hired after July 1, 2010, must maintain, at a minimum, a RI E.M.T. Cardiac Certification as a condition of employment. The Town shall provide or pay for increasing caseloadE.M.T. Paramedic recertification classes, when needed, and will be assigned work supervision during the adjustment period necessary provide administrative leave to progress to a full caseloadattend classes which conflict with duty schedules. This time table is subject to change by the Employer as required, and is given to the Employee The Town shall provide E.M.T. Recertification classes for information purposes only.
23.02 Employees shall be given bi-annual performance evaluations for the purpose of recognizing accomplishments and identifying areas where improvement may be possible or desirable. An Employee shall have the right to a copy of her appraisal and shall have the right to have placed on her file a copy of her reply.
23.03 The Employer shall continue to provide insurance to protect Employees from personal liability for injury to clients.
23.04 If an Employee is charged with an offence under the Criminal Code of Canada due to allegations concerning the Employee’s conduct during the performance of their duties, the Employer shall pay the reasonable legal fees for the Employee’s defence counsel on the condition that the Employee is found not guilty of any such offence. It is a further condition of payment that the Employee’s legal counsel is one whose law practice is primarily criminal defence. In the event the Employee chooses legal counsel whose principal area of practice is more than 150 kilometres all members of the Administrative offices Fire Department, up to E.M.T Cardiac level, when needed. These classes will be conducted on a per shift basis while on duty. Any member of the Employer, the Employer will not be Department who misses a scheduled class on his shift is responsible for any travel costs incurred by the Employee beyond 150 kilometres, regardless of the disposition of the charge(s).
23.05 In the event that a pregnant Employee is assigned to a task requiring the performance of duties which may be hazardous to the pregnancy, in the written opinion of her medical doctor or nurse practitioner, she may request, and wherever possible will be granted, a transfer to an alternate task for the duration of her pregnancy provided she has the skills, ability and qualifications to perform the required work.
23.06 Where a particular job has been performed on a continuous basis for a period in excess of eighteen (18) months and the position does not have a permanent incumbent, the Employer shall make both the position and the Employee occupying the position permanent or terminate the position.up this
Appears in 1 contract
Sources: Collective Bargaining Agreement
WORKING CONDITIONS. 23.01 New Employees A. Union Shop Cards may be displayed in markets which employ members of the Union, except where provisions of Article VII of this Contract are being complied with. The Local Union Secretary- Treasurer or his authorized agent has the full power to remove said card upon violation of any part of this Contract. Cards will be dis played in a conspicuous place.
B. The Business Agent of this Union shall be provided orientation during their first week admitted at all reasonable times to the working room or rooms and interview the employees, covered by this Contract, while on staff. The orientation shall include a copy duty.
C. As the meat cutters and butcher workmen engaged under this Contract may be members of the job descriptionA.M.C. & B.W. of N.A., familiarization nothing in this Contract shall be construed as to interfere with any obligation which they may owe the A.M.C. & B.W. of N.A., as members thereof.
D. The Union agrees to cooperate in correcting inefficiency of employees which might otherwise necessitate discharge.
E. The Employer agrees not to enter into any agreement or under standing with any employee covered by this Contract, individually or collectively, which in any way conflicts with the goals terms of the Employer, the workplace, the clients, staff and programs, emergency procedures and any specialized information necessary for the performance of the job. Where applicable, Employees who will carry an active caseload, shall be given a general time table, including a plan for increasing caseload, and will be assigned work supervision during the adjustment period necessary to progress to a full caseload. This time table is subject to change by the Employer as required, and is given to the Employee for information purposes onlythis Contract.
23.02 Employees shall be given bi-annual performance evaluations for the purpose of recognizing accomplishments and identifying areas where improvement may be possible or desirable. An Employee shall have the right to a copy of her appraisal and shall have the right to have placed on her file a copy of her reply.
23.03 F. The Employer shall continue to provide insurance to protect Employees from personal liability for injury to clients.
23.04 If an Employee is charged with an offence under furnish all necessary tools of the Criminal Code of Canada due to allegations concerning the Employee’s conduct during the performance of their dutiestrade, laundry and/ or uniforms when required, provided, however, the Employer may furnish to the female employees dacron uniforms or similar type uniforms. The employees wno are furnished such uni forms shall pay be responsible in the reasonable legal fees event of loss of these uniforms and such uniforms shall be laundered by the employee.
G. The Employer will provide a bulletin board or other suitable place in a location selected by the Employer. The Union may post notices necessary for conducting Union business on such boards, or other suitable space.
H. Contributions to charitable causes shall not be compulsory.
I. The Employer agrees to furnish and maintain a first aid kit in a designated place and to check said kit monthly to replenish any needed supplies.
J. Employers agree to provide guards on grinders and cube machines. No employee shall use a grinder without the Employee’s defence counsel guard on the condition that mill or use the Employee is found not guilty of any such offencecube machine with the lid or guard up. It is a further condition of payment that Any employee using the Employee’s legal counsel is one whose law practice is primarily criminal defence. In above equipment without the event the Employee chooses legal counsel whose principal area of practice is more than 150 kilometres of the Administrative offices of the Employersafety guards shall be subject to discipline, the Employer will not be responsible for any travel costs incurred by the Employee beyond 150 kilometresincluding discharge, regardless of the disposition of the charge(s)without recourse to' arbitration.
23.05 In the event that a pregnant Employee is assigned to a task requiring the performance of duties which may be hazardous to the pregnancy, in the written opinion of her medical doctor or nurse practitioner, she may request, and wherever possible will be granted, a transfer to an alternate task for the duration of her pregnancy provided she has the skills, ability and qualifications to perform the required work.
23.06 Where a particular job has been performed on a continuous basis for a period in excess of eighteen (18) months and the position does not have a permanent incumbent, the Employer shall make both the position and the Employee occupying the position permanent or terminate the position.
Appears in 1 contract
Sources: Collective Bargaining Agreement
WORKING CONDITIONS. 23.01 New Employees shall be provided orientation during their first week on staff. The orientation shall include a copy of the job description, familiarization with the goals of the Employer, the workplace, the clients, staff and programs, emergency procedures and any specialized information necessary for the performance of the job. Where applicable, Employees who will carry an active caseload, shall be given a general time table, including a plan for increasing caseload, and will be assigned work supervision during the adjustment period necessary to progress to a full caseload. This time table is subject to change by the Employer as required, and is given to the Employee for information purposes only.
23.02 Employees shall be given bi-annual performance evaluations for the purpose of recognizing accomplishments and identifying areas where improvement may be possible or desirable. An Employee shall have the right to a copy of her appraisal and shall have the right to have placed on her file a copy of her reply.
23.03 10.1 The Employer shall continue to provide insurance to protect Employees from personal liability for injury to clients.
23.04 If an Employee is charged with an offence under the Criminal Code of Canada due to allegations concerning the Employee’s conduct during the performance of their duties, the Employer shall pay the reasonable legal fees for the Employee’s defence counsel on the condition that the Employee is found not guilty of any will furnish and launder such offence. It is a further condition of payment that the Employee’s legal counsel is one whose law practice is primarily criminal defencestore linens as it desires worn by its employees. In the event the Employee chooses legal counsel whose principal area Employer provides Dacron or similar type uniforms for employees, these garments may be laundered by the employee. Since this item of practice expense is more than 150 kilometres of the Administrative offices of intended to make the Employer’s service more attractive to customers, members agree to cooperate by presenting a neat, clean, business-like ap pearance while on duty in the Employer will not be responsible for any travel costs incurred by the Employee beyond 150 kilometres, regardless of the disposition of the charge(s)store.
23.05 10.2 The Employer has the right to discharge or discipline any employee for good cause, including but not limited to, proven or acknowledged dishonesty, intoxication during working hours, provided however, that no employee shall be discharged or discriminated against because of membership in the Union or for Union activities.
10.3 In the event that an employee’s work is unsatisfactory, he shall be given at least one ( 1) written notice before disciplinary action is taken, and a pregnant Employee is assigned to a task requiring copy of the performance of duties which may notice shall be hazardous sent to the pregnancyUnion at the same time. Notices and warnings shall become null and void after nine (9) months from date of issue.
10.4 No employee shall suffer a reduction of hourly wage rates, in crease of hours, or reduced vacation time solely by the signing of this Agreement.
10.5 If a physical examination or health permit is required by the Employer or local government, all expenses attached to same shall be borne by the Employer.
10.6 The Employer agrees, in the written opinion event of her medical doctor or nurse practitioner, she may a temporary transfer at the Employer’ s request, and wherever possible will to reimburse the employee for increased transportation costs on the basis of eighteen cents ($.18) per mile, ex cept, however, when an employee chooses public transportation, ex cluding taxicabs, he shall be granted, a transfer to an alternate task reimbursed only for the duration actual cost of her pregnancy provided she has the skills, ability and qualifications to perform the required worksuch increased transportation. Temporary assignments will not exceed thirty (30) days except in cases of relief of an employee absent on ex tended sick leave.
23.06 Where 10.7 Employees shall be at their stores ready for work at their scheduled starting time, otherwise they are reporting late. They shall remain at their work until their scheduled quitting time. Employees shall be paid for all time worked. There shall be a particular job has been performed on a continuous basis time recording device in each of the Employer’ s stores for a period in excess the purpose of eighteen (18) months recording time worked. The Employer and the position does not have Union agree that a permanent incumbentproven violation of established time recording device rules, including working before punching in or after punching out, may subject such an employee to disciplinary action up to and including discharge. Futhermore, all time during which an employee is suffered or permitted to work or is re quired to be on duty on the Employer Employer’s premises at a given work place shall make both the position be considered hours worked and the Employee occupying the position permanent or terminate the positionrecorded.
10.8 In stores that are open for business less than twenty-four
Appears in 1 contract
Sources: Collective Bargaining Agreement
WORKING CONDITIONS. 23.01 New Employees A. Union Shop Cards maybe displayed in markets which em ploy members of the Union. The Local Union Secretary-Treasurer or his authorized agent has the full power to remove said card upon violation of any part of this Contract. Cards will be dis played in a conspicuous place.
B. The Business Agent of this Union shall be provided orientation during their first week admitted at all rea sonable times to the working room or rooms and interview the employees covered by this Contract while on staff. The orientation shall include a copy duty.
C. As the employees engaged under this Contract may be mem bers of the job descriptionUnited Food and Commercial Workers International Union, familiarization nothing in this Contract shall be construed as to interfere with any lawful obligation which they may owe the United Food and Commercial Workers International Union as members thereof.
D. The Union agrees to cooperate in correcting inefficiency of employees which might otherwise necessitate discharge.
E. The Employer agrees not to enter into any agreement or un derstanding with any employee covered by this Contract, indivi dually or collectively, which in any way conflicts with the goals terms of the Employer, the workplace, the clients, staff and programs, emergency procedures and any specialized information necessary for the performance of the job. Where applicable, Employees who will carry an active caseload, shall be given a general time table, including a plan for increasing caseload, and will be assigned work supervision during the adjustment period necessary to progress to a full caseload. This time table is subject to change by the Employer as required, and is given to the Employee for information purposes onlythis Contract.
23.02 Employees shall be given bi-annual performance evaluations for the purpose of recognizing accomplishments and identifying areas where improvement may be possible or desirable. An Employee shall have the right to a copy of her appraisal and shall have the right to have placed on her file a copy of her reply.
23.03 F. The Employer shall continue to provide insurance to protect Employees from personal liability for injury to clients.
23.04 If an Employee is charged with an offence under furnish all necessary tools of the Criminal Code of Canada due to allegations concerning the Employee’s conduct during the performance of their dutiestrade, laundry and/or uniforms when required, provided, however, the Employer may furnish to the female employees dacron uniforms or similar type uniforms. The employees who are furnished such uniforms shall pay be responsible in the reasonable legal fees event of loss of these uni forms and such uniforms shall be laundered bv the employee.
G. The Employer will provide a bulletin board or other suitable place in a location selected by the Employer. The Union may post notices necessary for conducting Union business on such boards or other suitable space.
H. Contributions to charitable causes shall not be compulsory.
I. The Employer agrees to furnish and maintain a first aid kit in a designated place and to check said kit monthly to replenish any needed supplies.
▇. ▇▇▇▇▇▇▇▇ agrees to provide guards on grinders and cube ma chines. No employee shall use a grinder without the Employee’s defence counsel guard on the condition that mill or use the Employee is found not guilty cube machine with the lid or guard up. Any em ployee using the above equipment without the safety guards shall be subject to discipline, including discharge, without recourse to arbitration.
K. No employee will be required to report for work until said employee has had a minimum of any such offence. It is a further condition of payment that the Employee’s legal counsel is one whose law practice is primarily criminal defence. In the event the Employee chooses legal counsel whose principal area of practice is more than 150 kilometres of the Administrative offices of the Employer, the Employer will ten (10) hours off duty.
L. Employees shall not be responsible for any travel costs incurred by the Employee beyond 150 kilometres, regardless of the disposition of the charge(s)required to take a polygraph test.
23.05 In the event that a pregnant Employee is assigned to a task requiring the performance of duties which may be hazardous to the pregnancy, in the written opinion of her medical doctor or nurse practitioner, she may request, and wherever possible will be granted, a transfer to an alternate task for the duration of her pregnancy provided she has the skills, ability and qualifications to perform the required work.
23.06 Where a particular job has been performed on a continuous basis for a period in excess of eighteen (18) months and the position does not have a permanent incumbent, the Employer shall make both the position and the Employee occupying the position permanent or terminate the position.
Appears in 1 contract
Sources: Collective Bargaining Agreement
WORKING CONDITIONS. 23.01 New Employees Section 1. The Authority and the Union agree to cooperate in effecting and maintaining safety rules and practices, and the Authority shall provide devices and equipment that will eliminate hazards and insure safe working conditions at all times.
Section 2. The Authority shall continue its practice of calling upon individual employees to perform temporary work of various kinds in order to best serve the public, provided, however, Union consent shall be provided orientation during their first week necessary except in case of serious emergency. Union consent shall not be unreasonably withheld. If an employee is temporarily transferred by the management for one (1) day or more to a job paying a higher wage rate and assumes the full duties of the higher job classification, the employee shall receive such higher rate while so employed. If an employee is transferred to another job at the employee’s own request, the employee shall receive the regular wage paid for the job classification. When an employee is transferred temporarily to a job which requires more travel time and mileage than required on staffthe employee’s normal job, the employee shall be compensated for the difference in such travel time and mileage. If an employee is temporarily assigned by management on an emergency call-out to perform the work of an employee with a higher wage classification, the employee will be paid the higher rate of pay while performing such work. The orientation Relief Operator employed in the P-C Department shall include be upgraded whenever the employee substitutes for Operators having a copy higher wage rate. Where a Draftsperson is temporarily assigned to perform pipe-inspection work, the employee shall receive fifteen cents ($.15) per hour for such hours worked in excess of the job description, familiarization with the goals of the Employeremployee’s straight-time hourly rate as a Draftsperson.
Section 3. When an employee is called for jury duty, the workplace, the clients, staff and programs, emergency procedures and any specialized information necessary for the performance of the job. Where applicable, Employees who will carry an active caseload, employee shall be given a general time table, including a plan for increasing caseload, and will be assigned work supervision during the adjustment period necessary to progress to a full caseload. This time table is subject to change by the Employer as required, and is given to the Employee for information purposes only.
23.02 Employees shall be given bi-annual performance evaluations for the purpose of recognizing accomplishments and identifying areas where improvement may be possible immediately notify his/her supervisor or desirable. An Employee shall have the right to a copy of her appraisal and shall have the right to have placed on her file a copy of her reply.
23.03 The Employer shall continue to provide insurance to protect Employees from personal liability for injury to clients.
23.04 If an Employee is charged with an offence under the Criminal Code of Canada due to allegations concerning the Employee’s conduct during the performance of their duties, the Employer shall pay the reasonable legal fees for the Employee’s defence counsel on the condition that the Employee is found not guilty of any such offence. It is a further condition of payment that the Employee’s legal counsel is one whose law practice is primarily criminal defencedepartment manager. In the event the Employee chooses legal counsel whose principal area employee cannot be excused, the Authority shall pay the difference between the employee’s jury duty service fee and the employee’s regular wage rate.
Section 4. It is agreed that, due to the nature of practice is the business, employees will be called out for work on order of the Authority in the event of any emergency, and in such cases employees will be compensated for the time worked at the overtime rate of one and one-half (1 ½) times the regular hourly rate for time worked, but in no event for less that two (2) hours at one and one-half (1 ½) time the regular hourly rate. However, in the case of two (2) or more call-outs within the same two (2) hour period, the employee shall not be entitled to more than 150 kilometres one
(1) minimum of two (2) hours and will be paid for the time actually worked on additional call-outs at one and one-half (1 ½) time the regular hourly rate. Employees who are called out between the hours of 11:00 p.m. and 5:00 a.m. for emergency work will be paid in accordance with this provision for not less than four (4) hours. However, in the case of two (2) or more call-outs within the same four (4) hour period, the employee shall not be entitled to more than one (1) minimum of four (4) hours, and will be paid for the time actually worked on the additional call-outs at one and one-half (1 ½) times the regular hourly rate. In the case of any emergency call-out, the employee may be required to perform duties other than the duties for which the employee was called out following the completion of the Administrative offices duties for which the employee was called out, it being understood that such other duties shall not extend beyond the work normally performed by such employee during the employee’s regular work day. An employee who works four (4) or more hours will be allowed to report to work late by the number of hours worked between midnight and 4:00 a.m. or will be excused early from work by the Employernumber hours worked between 4:00 a.m. and 8:00 a.m., unless the employee reports to work after 6:00 a.m. in which case the employee shall not be excused early from work. If such an employee commences work prior to 4:00 a.m. and continues beyond 4:00 a.m., and works four (4) or more hours, the Employer employee will either be allowed to report to work late by the total number of hours worked or be excused early from work by the total number of hours worked, depending on whether the greater number of hours worked occurred prior to or after 4:00 a.m. If at the time such work terminates there are two (2) or fewer hours prior to the employee’s normal starting time, then the employee shall continue to work such period at the employee’s straight-time hourly rate and thereafter be excused from work for the balance of such day without loss of normal pay. An employee called out for work as provided above, upon completion of such work, shall contact the employee’s supervisor or the operation center to find out whether any other emergency work need be performed, and if there be no such work, the employee shall return home. Employees who usually handle such emergency work or employees who are designated to receive emergency calls during any particular period will not be responsible required to remain at home, but will make reasonable arrangements so that they can be reached by telephone if needed. In the event such employees expect to leave the community in which they are employed or otherwise be unavailable for any travel costs incurred emergency work, they shall give to the management reasonable notice of their absence. Such reasonable notice shall be construed to mean that the employee will give the employee’s supervisor the earliest possible notice of the employee’s intended absence with a minimum of two (2) hours, excepting that in case of personal emergency requiring the employee’s immediate absence a shorter period will be acceptable. Such availability for work within the limits given above shall not be construed as working time. Employees will be called for emergency work or other overtime work in such rotation as to equalize overtime hours among the employees in the department, it being understood that if the first employee called is not available, the Authority will call other employees in the department, and, if necessary, from other departments. It is further agreed that the calling of employee by rotation for emergency work will be subject to the qualifications of the particular employee involved to handle the emergency. It is not the intent of the Authority to use Field Operators so as to eliminate calls to employees who normally perform such work, except that Field Operators and Relief Operator-Utility Persons, who are normally assigned to work other hours than Monday through Friday between 8:00 a.m. and 4:30 p.m., when called upon during these other hours may be required to inspect water main breaks that are reported and check emergency problems outside of buildings. These persons will take immediate action by reporting the conditions they observe, putting up barricades and lights to protect the safety of the public and Authority interests. A weekly list shall be maintained by the Employee beyond 150 kilometresAuthority which shall contain the names of employees who are available that week for emergency or other overtime work.
Section 5. Work that is ordinarily and customarily performed by the Authority’s employees will not be let out on contract so as to cause a lay-off or reduction in the rate of pay by reason thereof. However, regardless general main-extension work, the use of excavating and back-filling machinery on multiple service installations, the installation of new ▇▇▇▇▇ (including the pumping and control equipment thereof), the installation of hydrants on existing mains or in connection with the installations of new mains are not and shall not be deemed to be in the category of work ordinarily and customarily performed by the Authority’s employees; provided, however, that in the event work ordinarily and customarily performed by maintenance crews so decreases as to cause lay-offs, the Authority will assign hydrant-installation work to said crews wherever such work is not otherwise committed. The installation of telemetering and chemical equipment shall be deemed work ordinarily and customarily performed by the Authority’s employees. The transporting of materials either to or from Authority properties or from Authority properties to job locations shall not be performed by non bargaining-unit employees except in the case of those materials not normally handled by bargaining-unit employees or in the case of extreme emergencies, or in cases where a tool, or a fitting under two-inches, is required for the completion of the disposition work in progress, and the roundtrip travel time from a job site to the Authority property would exceed forty-five (45) minutes, and such transporting of materials is consistent with what has been done in the past; i.e., a tool has been left behind or is not on the vehicle. Where a service has been previously staked out by a plumber or an employee in the bargaining unit, the contractor will be permitted to start digging before a bargaining-unit employee arrives on the job. If a service has not been staked out, the Authority will not permit a supervisor to give any measurements to an outside contractor, nor will the contractor be permitted to start digging until the service has been staked out or located by the bargaining-unit employee. The following conditions shall prevail with reference to the operation of the charge(sdigging machine(s):
(a) The Authority shall have the unilateral right to designate when and where the machine shall be used and to which crew it shall be assigned, provided that such machine shall not be used on multiple services where a machine belonging to an outside contractor is working in the immediate area for the Authority.
(b) The operator of the machine shall be selected from the employees who bid for the job, provided the employee is qualified in the opinion of the Authority to be trained to operate the machine, and management shall be the sole judge of the employee’s qualifications for this position. The operator shall perform minor maintenance work on the digging machine.
(c) A back-up Equipment Operator shall be entitled to the rate of the operator of the digging machine when he substitutes for the Equipment Operator and takes the machine out on a job.
(d) When not operating the digging machine the Equipment Operator shall perform work assigned to him by the Foreperson or by any person in charge of the work.
(e) Except where the use of an alternate machine is appropriate, i.e., one-hole excavation or trench 10 feet or less in length such as a single hydrant valve replacement, sample line, or any repair requiring a one-hole opening, Equipment Operators will be assigned all daily pump station work first. If Allmands or similar sized equipment is utilized for certain work, the employee operating the equipment (except Equipment Operators) shall receive an additional $1.25 per hour above the employee’s base rate of pay for the day.
Section 6. New employees are to be hired as Utility Persons, not as Laborers, at the progression rate as listed in Schedule 1, Note (g).
23.05 In Section 7. Effective August 24, 2010, the event that Authority will grant a pregnant Employee is assigned meal allowance of $12.00 to an employee required to continue on the job beyond the employee’s normal quitting time for a task requiring period of two (2) hours or more without being allowed sufficient time away from the performance of duties which may be hazardous job to secure the pregnancy, in the written opinion of her medical doctor or nurse practitioner, she may requestemployee’s meals, and wherever possible will be grantedmake similar allowance at the end of each four (4) hour period thereafter. Effective July 5, 2011, the Authority will grant a transfer meal allowance of $12.50 to an alternate task employee required to continue on the job beyond the employee’s normal quitting time for a period of two (2) hours or more without being allowed sufficient time away from the job to secure the employee’s meals, and will make similar allowance at the end of each four (4) hour period thereafter. Effective July 3, 2012, the Authority will grant a meal allowance of $13.00 to an employee required to continue on the job beyond the employee’s normal quitting time for a period of two (2) hours or more without being allowed sufficient time away from the job to secure the employee’s meals, and will make similar allowance at the end of each four (4) hour period thereafter. An employee who is called in for emergency work on the employee’s day off and works four (4) or more hours shall receive an allowance for the duration employee’s meal as described above, provided the time worked includes the period between noon and 1:00 pm; and a similar meal allowance if the time worked includes the period between 5:30 and 6:30 pm; and a similar allowance every four (4) hours thereafter until quitting time. The Authority will also grant a meal allowance, as described above, to an employee who is required to report to work at or prior to 5:00 am, provided the time worked includes the period between 7:00 am and 8:00 am. An employee who is called in or reports for overtime work on a normal day, or who is called in or reports for overtime work on a day off and after 6:30 pm, shall receive the above meal allowance provided the employee works four (4) or more hours.
Section 8. The work responsibilities of her pregnancy provided she has said employees in addition to their normal job assignments shall include the skills, ability and qualifications use of equipment to perform the required following work:
A. Cut pipe to repair universal pipe joint leak; and
B. Cut bead off a fire hydrant branch; and
C. Cut dead men; and
D. General cutting of pipe in Oakdale yard. Small Maintenance Crew working on a hydrant will be allowed to install one
(1) fitting (bell and spigot reducer only) without adding any pipe. When the equipment is utilized to perform the above-referenced task a third person shall be assigned to the truck. A two man crew will be used to cut pipe on main breaks on all tours on twelve (12) inch diameter breaks with pipe no more than four (4) feet in length. If requested and necessary, a third person will be provided and such requests will not be unreasonably denied. The Senior General Utility Person shall be responsible for the direction of the large crew(s) to which he or she is assigned, shall perform physical work as needed and shall complete appropriate paperwork as required. The Authority agrees to maintain a minimum of three large maintenance crews (4-man); to provide training for the Senior General to complete the necessary paperwork and to provide additional compensation as per Schedule 1.
23.06 Where a particular job has been performed on a continuous basis for a period in excess Section 9. With the restructuring of eighteen (18) months and the position does not have a permanent incumbentCM Department, the Employer shall make both following guidelines will apply:
▇. ▇▇▇▇▇ Maintenance General Utility “A” and Service General Utility “A” will be merged into one group. This will apply for work assignment and for overtime.
B. Senior General, Large Maintenance, General Utility “A”, ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇, Chlorinator, General Utility “B” and Hydrant Inspector positions will remain unchanged. For overtime purposes, Senior General, Large Maintenance, and General Utility “A” will be grouped with General Utility “A” and Service General Utility “A” as merged in one group. On occasion as feasible the Authority will assign the General Utility “A” to do the work of General Utility “B”. The Authority will not be arbitrary or capricious in such assignment.
C. Existing Utility Person(s) on the Large Maintenance Crews will work on those crews as much as practicable. They will, at times, including when other Utility Persons are being trained on the Large Crew, work on crews other than Large Maintenance. Any upgrade during the normal workday on the Large Maintenance Crew will be handled the same as current practice.
D. Existing Utility Person(s) in the Service Department will work as Utility Person(s) on the Service Installation Crews as much as practicable. They will, at times, including periods of training, work on crews other than Service Installation. Any upgrade during the normal workday will be the same as current practice.
E. For overtime, the Utility Person Pool in the CM Department will consist of all Utility Persons and General Utility Persons “B”, except hydrant inspectors. Any upgrade after normal working hours will come from that Pool going by seniority with qualifications.
F. Existing Utility Person is defined for this agreement as someone who is in that position and as of the Employee occupying date of the position permanent or terminate the positionexecution of this Agreement.
G. All future bids for Utility Person positions will cover all work in CM. They will work on any crew as required a
Appears in 1 contract
Sources: Collective Bargaining Agreement
WORKING CONDITIONS. 23.01 New Employees Both Cement Masons and Employers shall abide by the following rules of Local 692-Area 121:
1. There shall be provided orientation during their first week no limitation as to the amount of work an employee may perform in a day. All work shall be done in a good and workmanlike manner and the Employer shall allow a reasonable amount of time to have the same done.
2. Whenever a troweling machine is operated on staffany floor, sidewalk, loading dock, or any flat surface where cement, concrete, or other plastic material is being placed or finished, employees covered by this contract shall hand trowel the final operation unless specifications state otherwise.
3. The orientation ▇▇▇▇▇▇▇ shall include a copy be the agent of his Employer and the Union recognizes the right of the job description, familiarization with the goals of the Employer, the workplace, the clients, staff and programs, emergency procedures and any specialized information necessary for the performance of the job. Where applicable, Employees who will carry an active caseload, shall be given a general time table, including a plan for increasing caseload, and will be assigned work supervision during the adjustment period necessary Employer to progress delegate to a full caseload. This time table is subject to change by the Employer as required, and is given to the Employee for information purposes only.
23.02 Employees shall be given bi-annual performance evaluations for the purpose of recognizing accomplishments and identifying areas where improvement may be possible or desirable. An Employee shall have his ▇▇▇▇▇▇▇ the right to a copy employ or discharge any or all employees subject to the provisions of her appraisal and shall have the right to have placed on her file a copy of her replythis Agreement.
23.03 The Employer 4. It shall continue be the function of the ▇▇▇▇▇▇▇ to provide insurance tell the worker what to protect Employees from personal liability do and to see that the work is properly done. He shall be responsible for injury to clientsthe placing of men, assigning their tasks, selecting proper material and tools, maintaining safer working conditions and planning and effecting efficient execution of work.
23.04 If an Employee is charged with an offence under 5. No Cement ▇▇▇▇▇ shall take orders from anyone but the Criminal Code of Canada due to allegations concerning the Employee’s conduct during the performance of their duties, the Employer shall pay the reasonable legal fees for the Employee’s defence counsel on the condition that the Employee is found not guilty of any such offence. It is a further condition of payment that the Employee’s legal counsel is one whose law practice is primarily criminal defenceCement ▇▇▇▇▇ ▇▇▇▇▇▇▇. In the event absence of a ▇▇▇▇▇ ▇▇▇▇▇▇▇, he shall take orders only from the Employee chooses legal counsel whose principal area of practice is job’s main superintendent. No Cement ▇▇▇▇▇ shall act as ▇▇▇▇▇▇▇ on more than 150 kilometres one job at the same time.
6. Any employee covered by this Agreement, transferred from one job to another during working hours for same Employer shall be transferred on the Employer’s time.
7. Any time a Cement ▇▇▇▇▇ has to wait for, or go to some other place to collect his wages, he shall receive two (2) hours pay more at the regular scale. Wages shall be paid on regular stated pay day, specified by the Company. When laid off or discharged or upon completion of a job, employees shall be paid at once unless mailing a check is allowed by the employee, then it must be mailed the following work day.
8. When employees are laid off or discharged between the hours of 6:00 p.m. Friday through 8:00 a.m. Monday, the employee will be paid by 11:00 a.m. Monday unless special arrangements are made with the Employer. This in no way supersedes the Employer’s requirement to pay the regular scheduled payday or layoff as outlined above.
9. Cement ▇▇▇▇▇▇ working on overtime shall be allowed to have lunch period every four (4) hours while they are on overtime and shall not be docked, on their time, for said lunch time. Lunch time is not to interfere with their work.
10. When Cement Masons are working on overtime, they shall be paid overtime until the piece of work they are working on is completed, regardless of the Administrative offices hour or day it is completed. There shall be sufficient Cement Masons retained on overtime to finish the floor or pour properly and 50% shall be Local ▇▇▇ - ▇▇▇▇ ▇▇▇ members. A concerted effort shall be made to divide all overtime on a project equally among the Cement Masons on that project. When Cement Masons are waiting on a floor to be finished, they shall not be expected to do odd jobs between applications of finishing said floor or pour, unless to set screeds, expansion, or bulkheads f or the Employer, the Employer next pour.
11. At no time will not a Cement ▇▇▇▇▇ be responsible for any travel costs incurred job where the Superintendent, ▇▇▇▇▇▇▇, or Contractor pours more concrete than he can take care of under prevailing conditions. No concrete shall be poured that is to be finished by Cement Masons unless there is a sufficient number of Cement Masons present to take care of said pour.
12. When heat is used in concrete to be finished and the Cement Masons considers the concrete to be too hot, the Contractor shall assume all responsibility for the finished results. Accelerants and retarders may be used in the concrete if mutually agreed upon by the Employee beyond 150 kilometresjob superintendent, regardless Cement Finisher ▇▇▇▇▇▇▇ and ▇▇▇▇▇▇▇.
13. All mechanical floats and bull floats shall be manned by Cement Masons. Any straight edge over eight (8’) feet in length shall require two Cement Masons.
14. All members must do their work in a good and workmanlike manner and it shall be the duty of the disposition President, Executive Board Chairman, Business Representative, and members to see that no work is being done in a hurry-up style. Any member doing un-workmanlike work in his own account is liable, after fair trial to a fine of twenty-five ($25.00) to fifty ($50.00) dollars or expulsion.
15. If any member is sent to a job and is refused work on account of upholding the rights of the charge(s)Unions, the Contractor shall be refused Masons until this member is put back to work. When a pour is started without a ▇▇▇▇▇ being employed, said job shall be unfair to the Local and when a ▇▇▇▇▇ is called out to said pour, he shall be paid the difference in wages from the time the pour is started until he arrives on said job.
23.05 In the event 16. No Cement ▇▇▇▇▇ shall work with a Laborer or any other craftsman doing his work, or with any other Cement ▇▇▇▇▇ from some other Local that a pregnant Employee is assigned to a task requiring the performance of duties which may be hazardous has not reported in to the pregnancy, Secretary or Business Representative. Any Journeyman Cement ▇▇▇▇▇ from other locals not reporting in will be fined one (1) days pay for the first offense and two (2) days pay for the second offense.
17. The Cement ▇▇▇▇▇ shall do all the work set forth in the written opinion Cement Masons Trade Jurisdiction attached to, but not a part of her medical doctor or nurse practitioner, she may requestthis Agreement, and wherever possible will all Cement Masons shall see that this is enforced. (See Section 25 - Jurisdiction.)
18. When grinding within a small enclosed area, there must be grantedan exhaust or ventilation fan.
19. When working with materials with a high amount of fumes and acid base that is detrimental to health or injurious to skin or clothing, the men shall receive fifty (.50) cents per hour over Journeyman’s rate. When a transfer to an alternate task project is being worked under a General President’s Agreement or a Project Agreement that emanates premium pay, this paragraph is not applicable.
20. Any member working on a job for the duration benefit of her pregnancy provided she has the skills, ability and qualifications to perform the required work.
23.06 Where a particular job has been performed on a continuous basis for a period overtime in excess of eighteen (18) months finishing floors and the position does like shall not have a permanent incumbent, quit the Employer shall make both job until the position and the Employee occupying the position permanent or terminate the positionwork is finished as far as cement finishing is concerned of said construction.
Appears in 1 contract
Sources: Cement Masons Agreement
WORKING CONDITIONS. 23.01 New Employees A. Union Shop Cards may be displayed in markets which employ members of the Union, except where provisions* of Article IX of this Contract are being complied with. The Local Union Secretary-Treasurer or his authorized agent has the full power to remove said card upon violation of any part of this oCntrsct, Cards will be displayed in a conspicuous place.
B. The Business Agent of this Union shall be provided orientation during their first week admitted at all reasonable times to the working room or rooms and interview the employees, covered by this Contract, while on staff. The orientation shall include a copy duty.
C. As the meat cutters and butcher workmen 1 engaged under this Contract may be members of the job descriptionA.M.C. & B.W. of N.A., familiarization nothing in this Contract shall be construed as to interfere with any obligation which they may owe the A.M.C. & B.W. of N.A. as members thereof.
D. In the interest of all parties concerned it is agreed that all sales of prepackaged fresh frozen poultry and seafoods will be credited to the meat department.
E. The Union agrees to cooperate in correct ing inefficiency of employees which might oth erwise necessitate discharge.
F. The Employer agrees not to enter into any agreement or understanding with any employee covered by this Contract, individually or collec tively, which in any way conflicts with the goals terms of the Employer, the workplace, the clients, staff and programs, emergency procedures and any specialized information necessary for the performance of the job. Where applicable, Employees who will carry an active caseload, shall be given a general time table, including a plan for increasing caseload, and will be assigned work supervision during the adjustment period necessary to progress to a full caseload. This time table is subject to change by the Employer as required, and is given to the Employee for information purposes onlythis Contract.
23.02 Employees shall be given bi-annual performance evaluations for the purpose of recognizing accomplishments and identifying areas where improvement may be possible or desirable. An Employee shall have the right to a copy of her appraisal and shall have the right to have placed on her file a copy of her reply.
23.03 G. The Employer shall continue furnish all necessary tools of the trade, laundry and/or uniforms when required, provided, however, the Em ployer may furnish to provide insurance to protect Employees from personal liability for injury to clientsthe female employees dacron uniforms or similar type uniforms. The employees who are furnished such uniforms shall be responsible in the event of loss of these uniforms and such uniforms shall be laundered by the employee.
23.04 If an Employee is charged with an offence under the Criminal Code of Canada due to allegations concerning the Employee’s conduct during the performance of their duties, the H. The Employer shall pay the reasonable legal fees for the Employee’s defence counsel on the condition that the Employee is found not guilty of any such offence. It is will provide a further condition of payment that the Employee’s legal counsel is one whose law practice is primarily criminal defence. In the event the Employee chooses legal counsel whose principal area of practice is more than 150 kilometres of the Administrative offices of bulletin board or other suitable place in a location selected by the Employer. The Union may post notices nec ▇▇▇▇▇▇ for conducting Union business on such boards, the Employer will or other suitable space.
I. Contributions to charitable causes shall not be responsible for any travel costs incurred by the Employee beyond 150 kilometres, regardless of the disposition of the charge(s)compulsory.
23.05 In the event that a pregnant Employee is assigned to a task requiring the performance of duties which may be hazardous to the pregnancy, in the written opinion of her medical doctor or nurse practitioner, she may request, and wherever possible will be granted, a transfer to an alternate task for the duration of her pregnancy provided she has the skills, ability and qualifications to perform the required work.
23.06 Where a particular job has been performed on a continuous basis for a period in excess of eighteen (18) months and the position does not have a permanent incumbent, the Employer shall make both the position and the Employee occupying the position permanent or terminate the position.
Appears in 1 contract
Sources: Collective Bargaining Agreement
WORKING CONDITIONS. 23.01 New Employees shall be provided orientation during their first week on staff. The orientation shall include a copy of the job description, familiarization with the goals of the Employer, the workplace, the clients, staff and programs, emergency procedures and any specialized information necessary for the performance of the job. Where applicable, Employees who will carry an active caseload, shall be given a general time table, including a plan for increasing caseload, and will be assigned work supervision during the adjustment period necessary to progress to a full caseload. This time table is subject to change by the Employer as required, and is given to the Employee for information purposes only.
23.02 Employees shall be given bi-annual performance evaluations for the purpose of recognizing accomplishments and identifying areas where improvement may be possible or desirable. An Employee shall have the right to a copy of her appraisal and shall have the right to have placed on her file a copy of her reply.
23.03 9.1 The Employer shall continue to provide insurance to protect Employees from personal liability for injury to clients.
23.04 If an Employee is charged with an offence under the Criminal Code of Canada due to allegations concerning the Employee’s conduct during the performance of their duties, the Employer shall pay the reasonable legal fees for the Employee’s defence counsel on the condition that the Employee is found not guilty of any will furnish and launder such offence. It is a further condition of payment that the Employee’s legal counsel is one whose law practice is primarily criminal defencestore linens as it desires worn by its employees. In the event the Employee chooses legal counsel whose principal area Employer provides dacron or similar type uniforms for employees, these garments may be laundered by the employee. Since this item of practice expense is intended to make the Employer’s service more than 150 kilometres attractive to customers, members agree to cooperate by presenting a neat, clean, business-like appear ance while on duty in the store.
9.2 Employer has the right to discharge or discipline any employee for good cause, including but not limited to, proven or acknowledged dishonesty, intoxication during working hours, provided however, that no employee shall be discharged or discriminated against because of membership in the Union or for Union activities.
9.3 In the event that an employee’s work is unsatisfactory, he shall be given at least one (1) written notice before disciplinary action is taken, and a copy of the Administrative offices notice shall be sent to the Union at the same time. Notices and warnings shall become null and void after nine (9) months from date of issue.
9.4 No employee shall suffer a reduction of hourly wage rates, increase of hours, or reduced vacation time solely by the signing of this Agreement.
9.5 If a physical examination or health permit is required by the Employer or local government, all expenses attached to same shall be borne by the Employer.
9.6 The Employer agrees, in the event of a temporary transfer at the Employer’s request, to reimburse the employee for increased transportation costs on the basis of Eighteen Cents ($.18) per mile, except, however, when an employee chooses public transportation, excluding taxicabs, he shall be reimbursed only for the actual cost of such increased transportation. Temporary assignments will not ex ceed thirty (30) days except in cases of relief of an employee absent on extended sick leave.
9.7 Employees shall be at their stores ready for work at their scheduled starting time, otherwise they are reporting late. They shall remain at their work until their scheduled quitting time. Employees shall be paid for all time worked. There shall be a time clock in each of the Employer’s stores for the purpose of recording time worked. The Employer and the Union agree that a proven violation of establishing time clock rules, including working before punching in or after punch ing out, may subject such an employee to disciplinary action up to and including discharge. Furthermore, all time during which an employee is suffered or permitted to work or io required to be on duty on the Employer’s premises at a given work place shall be considered hours worked and recorded on the time cards.
9.8 A Meat Department employee shall be on duty at all times the store is openfor business, except that a department need not be man ▇▇▇ during meal periods where there is only one (1) employee in the bargaining unit on duty that day.
9.9 Employees shall have a minimum of ten (10) hours off between the end of their schedule and the starting of their next schedule, except by mutual agreement between the employee and Employer. Any em ployee who works during this ten (10) hour period shall be paid for such time at the rate of time and one-half (1V4) their straight time rate of pay.
9.10 The Employer will furnish all tools necessary to perform the job and will provide a First Aid Kit in each department.
9.11 Notice concerning Union business will be posted in designated location in the stores after approval by management.
9.12 A full time employee who receives a pay rate which is higher than the pay rate provided in Schedule A for his classification, who is promoted to a department head and subsequently demoted to his former classification, shall receive the same pay rate differential which he previously received.
9.13 No employee shall be given a polygraph (lie detector) test, unless the Union agrees in writing.
9.14 Time spent at legal proceedings at the request of the Employer or Employer’s counsel shall be compensated at straight time rates. Such compensation shall also be paid for time spent at the request of any law enforcement agency, involving investigation or legal proceed ing for the benefit of the Employer, provided that employee has given the store manager prompt notice of the request. Such hours shall not be considered as time worked for the computation of daily or weekly overtime, unless it is a part of the regular scheduled work week.
9.15 Meat Department employees shall not be required to use their personal cars for hauling of merchandise.
9.16 The Employer will not be responsible for discuss, investigate and correct any travel costs incurred by the Employee beyond 150 kilometres, regardless prob lems of the disposition of the charge(s)jackets or gloves in connection with frozen food lockers and dairy.
23.05 In the event that a pregnant Employee is assigned to a task requiring the performance of duties which may be hazardous to the pregnancy, in the written opinion of her medical doctor or nurse practitioner, she may request, and wherever possible will be granted, a transfer to an alternate task for the duration of her pregnancy provided she has the skills, ability and qualifications to perform the required work.
23.06 Where a particular job has been performed on a continuous basis for a period in excess of eighteen (18) months and the position does not have a permanent incumbent, the Employer shall make both the position and the Employee occupying the position permanent or terminate the position.
Appears in 1 contract
Sources: Collective Bargaining Agreement
WORKING CONDITIONS. 23.01 New Employees shall 7.1 The Employer will furnish and launder such store linens which it requires its employees to wear. These garments may be provided orientation during their first week on stafflaundered by the employee. The orientation shall include a copy Since this item of the job description, familiarization with the goals of expense is intended to make the Employer's service more attractive to customers, members agree to cooperate by presenting a neat, clean, businesslike appearance while on duty in the workplace, the clients, staff and programs, emergency procedures and any specialized information necessary for the performance of the job. Where applicable, Employees who will carry an active caseload, shall be given a general time table, including a plan for increasing caseload, and will be assigned work supervision during the adjustment period necessary to progress to a full caseload. This time table is subject to change by the Employer as required, and is given to the Employee for information purposes onlystore.
23.02 Employees shall be given bi-annual performance evaluations for the purpose of recognizing accomplishments and identifying areas where improvement may be possible or desirable. An Employee 7.2 The Employer shall have the right to discharge or discipline any employee for good cause such as dishonesty, intoxication during working hours, drinking or gambling on the Employer's premises, or direct refusal to obey orders by the Employer which are not in violation of this Agreement, provided, however that no employee shall be discharged or discriminated against because of membership in the Union or for Union activities.
7.3 In the event that an employee's work is unsatisfactory, he shall be given at least one (1) written notice before disciplinary action is taken, and a copy of her appraisal the notice shall be sent to the Union at the same time. Notices and warnings shall become null and void after nine (9) months from date of issue, except for attendance and tardiness policy, which shall be one (l) year.
7.4 Representatives of the Union may visit the Employer's stores for the purpose of observing working conditions and to see that this Agreement is being complied with, investigating the standing of employees and inspecting all employee records, including employee Social Security numbers, which shall be available for a reasonable length of time. Employees shall be furnished duplicate pay vouchers weekly.
7.5 No employee shall suffer a reduction of hourly wage rates, increase of hours, or reduced vacation time solely by the signing of this Agreement.
7.6 If a physical examination or health permit is required by the Employer or local government, all expense attached to same shall be borne by the Employer.
7.7 If any employee is required to work in more than one (1) store in the same day, the expense for necessary transportation shall be borne by the Employer at the rate of twenty-two and one-half cents ($.22 1/2) per mile. The time required for travel between the stores shall be included as a portion of the employee's work day and considered as time worked for all purposes. An employee on temporary assignment away from his regularly assigned store which requires additional transportation expense shall be reimbursed for such increased expense at the rate of twenty-two and one-half cents ($.22 1/2) per mile. Temporary assignments will not exceed thirty (30) days except in cases of relief of an employee absent on extended sick leave.
7.8 Employees shall be at their stores ready for work at their scheduled starting time, otherwise they are reporting late. They shall remain at their work until their scheduled quitting time.
7.9 Except by mutual agreement between Employer and employees, employees shall have a minimum of ten (10) hours off between the right ending of their schedule and the starting of their next schedule. Any employee who works during this ten (10) hour period shall be paid for such time at the rate of time and one-half (1 1/2). An employee may elect to have placed on her file an eight (8) hour "turnaround" solely for the employee's benefit, however, the overtime penalty would not apply. This selection must be in writing with a copy of her replyto the store manager.
23.03 7.10 The Employer shall continue maintain two first aid kits fully equipped, including latex gloves, in each store to provide insurance to protect Employees from personal liability be available for injury to clientsall shifts worked. One of these first aid kits shall be located in the Meat Department.
23.04 If an Employee is charged with an offence under 7.11 Notice concerning Union business will be posted in designated locations in the Criminal Code of Canada due to allegations concerning the Employee’s conduct during the performance of their dutiesstores, after approval by management.
7.12 Where practicable, within each store, the Employer shall pay combine existing part time assignments on a seniority basis, providing they can do the reasonable work so as to provide the maximum part time employment per individual within the definition of part time employment and further, to create as many forty (40) straight time hour positions as possible.
7.13 No employee may be required to make up or be disciplined for cash shortages, unless they are given the privilege of checking the change and daily receipts upon starting and completing the work shift.
7.14 No employee shall be required to make good any bad checks cashed unless said checks are cashed in violation of the Employer's rules and regulations, which have previously been given to the employee in writing.
7.15 No employee shall be given a polygraph (lie detector) test, unless the Union agrees in writing.
7.16 Time spent at legal fees proceedings at the request of the Employer or Employer Counsel shall be compensated at straight time rates. Such compensation shall also be paid for time spent at legal proceedings to which the employee is subpoenaed to give testimony for the Employee’s defence counsel benefit of the Employer provided the employee has given the Store Manager prompt notice of the subpoena. Such hours shall not be considered as time worked in the computation of daily or weekly overtime unless it is part of the regularly scheduled work week.
7.17 The Employer will discuss, investigate and correct any problem of jackets or gloves in connection with frozen food lockers and dairy.
7.18 There shall be a time clock in each of the Employer's stores for the purpose of recording time worked. The Employer and the Union agree that a proven violation of established time clock rules, including working before punching in or after punching out, may subject such an employee to disciplinary action up to and including discharge. Furthermore, all time during which an employee is suffered or permitted to work or is required to be on duty on the condition Employer's premises at a given work place shall be considered hours worked, and recorded on the time cards.
7.19 The Company recognizes that given the individual lifestyle of each employee, certain work schedules are preferable. In this regard, the Company will make its best effort to consider seniority in the preparation and assignment of work schedules. The Union recognizes that the Employee is found not guilty needs of any such offencethe business take first priority. (Not subject to the arbitration provisions of Article 19).
7.20 Shoppers Food Warehouse agrees with the Union that employees are among our most valuable resources. It is a further condition of payment Shoppers position that the Employee’s legal counsel is one whose law practice is primarily criminal defence. In the event the Employee chooses legal counsel whose principal area of practice is more than 150 kilometres of the Administrative offices of the Employerwhen dealing with store associates, the Employer will not be responsible for any travel costs incurred by the Employee beyond 150 kilometres, regardless of the disposition of the charge(s).
23.05 In the event that a pregnant Employee is assigned to a task requiring the performance of duties which may be hazardous to the pregnancy, in the written opinion of her medical doctor or nurse practitioner, she may request, and wherever possible will be granted, a transfer to an alternate task for the duration of her pregnancy provided she has the skills, ability and qualifications to perform the required work.
23.06 Where a particular job has been performed on a continuous basis for a period in excess of eighteen (18) months and the position does not our management personnel should have a permanent incumbent, the Employer shall make both the position conscious regard for their feelings and the Employee occupying the position permanent or terminate the positionself-esteem. Our management is committed to this principle and will use all reasonable efforts to apply it consistent with our business needs and requirements.
Appears in 1 contract
WORKING CONDITIONS. 23.01 New a) The Employer agrees to maintain good working and health conditions in the employees working areas, at all times,
b) The Employer agrees to have a monthly meeting with the permanent employees to discuss working and health conditions.
c) Employees shall not be provided orientation during their first week on staff. The orientation shall include a copy of asked nor required to do any personal work for the job description, familiarization with the goals Representatives of the Employer.
d) Changes/renovations: Where the Employer plans renovations or alterations to the work area of an employee, the workplaceEmployer agrees to take the employees into consideration and discuss such plan and changes prior to such alterations or renovations taking place.
e) Technological updating: Where new or additional computer equipment, or programs are to be operated, the clientsEmployer agrees to train employees for such equipment or programs and to give the employees sufficient notice that they would be required to undertake the training, staff and:
i) Allow employees the necessary time required to complete such course(s).
ii) To maintain an employee's wages and programsbenefits during the period of training, emergency procedures to pay for all direct costs incurred for such training, i.e., tuition fees, books and any specialized information other necessary material required for training.
iii) In the performance event that the employee is unable to meet a reasonable standard of proficiency after the job. Where applicableinitial training, Employees who will carry an active caseload, shall be given a general time table, including a plan for increasing caseload, and they will be assigned work supervision during entitled to take the adjustment period necessary course(s) a second time.
iv) If the employee is still unable to progress to reach a full caseload. This time table is subject to change by reasonable standard of proficiency the Employer as requiredmay replace such employee by hiring a new employee who has the skills, competency and is given efficiency to the Employee for information purposes onlyperform these duties.
23.02 v) If an employee has to be replaced under the terms of Article 9(e) the Employer will pay the replaced employee two (2) weeks wages at the basic hourly wage rate for each year of service.
f) Employees shall be given bi-annual performance evaluations for the purpose of recognizing accomplishments and identifying areas where improvement may be possible or desirable. An Employee shall have the right to a copy of her appraisal and shall have refuse any unsafe work:
i) Employees will report the right unsafe condition to have placed on her file a copy of her reply.the immediate Office Supervisor,
23.03 The Employer shall continue to provide insurance to protect Employees from personal liability for injury to clients.
23.04 ii) If an Employee is charged with an offence under the Criminal Code of Canada due to allegations concerning the Employee’s conduct during the performance of their dutiesunresolved, the Employer shall pay Unifor Local 2301 H&S Rep will be required to determine the reasonable legal fees for the Employee’s defence counsel on the condition that the Employee is found not guilty of any such offence. It is a further condition of payment that the Employee’s legal counsel is one whose law practice is primarily criminal defence. In the event the Employee chooses legal counsel whose principal area of practice is more than 150 kilometres validity of the Administrative offices of the Employerrefusal and recommend solutions,
iii) If unresolved after this process, the Employer Industrial Health & Safety Regulations will not be responsible for any travel costs incurred by the Employee beyond 150 kilometres, regardless of the disposition of the charge(s)take effect.
23.05 In the event that a pregnant Employee is assigned to a task requiring the performance of duties which may be hazardous to the pregnancy, in the written opinion of her medical doctor or nurse practitioner, she may request, and wherever possible will be granted, a transfer to an alternate task for the duration of her pregnancy provided she has the skills, ability and qualifications to perform the required work.
23.06 Where a particular job has been performed on a continuous basis for a period in excess of eighteen (18) months and the position does not have a permanent incumbent, the Employer shall make both the position and the Employee occupying the position permanent or terminate the position.
Appears in 1 contract
Sources: Collective Agreement
WORKING CONDITIONS. 23.01 New Employees A. Union Shop Cards may be displayed in markets which employ members of the Union, except where provisions of Article IX of this Contract are being complied with. The Local Union Secretary-Treasurer or his authorized agent has the full power to remove said card upon violation of any part of this Contract. Cards will be displayed in a conspicuous place.
B. The Business Agent of this Union shall be provided orientation during their first week admitted at all reasonable times to the working room or rooms and interview the employees, covered by this Contract, while on staff. The orientation shall include a copy duty.
C. As the meat cutters and butcher workmen engaged under this Contract may be members of the job descriptionA.M.C. & B.W. of N.A., familiarization nothing in this Contract shall be construed as to interfere with any obligation which they may owe the A.M.C. & B.W. of N.A. as members thereof.
D. In the interest of all parties concerned it is agreed that all sales of prepackaged fresh frozen poultry and seafoods will be credited to the meat department.
E. The Union agrees to cooperate in correct ing inefficiency of employees which might oth erwise necessitate discharge.
F. The Employer agrees not to enter into any agreement or understanding with any employee covered by this Contract, individually or collec tively, which in any way conflicts with the goals terms of the Employer, the workplace, the clients, staff and programs, emergency procedures and any specialized information necessary for the performance of the job. Where applicable, Employees who will carry an active caseload, shall be given a general time table, including a plan for increasing caseload, and will be assigned work supervision during the adjustment period necessary to progress to a full caseload. This time table is subject to change by the Employer as required, and is given to the Employee for information purposes onlythis Contract.
23.02 Employees shall be given bi-annual performance evaluations for the purpose of recognizing accomplishments and identifying areas where improvement may be possible or desirable. An Employee shall have the right to a copy of her appraisal and shall have the right to have placed on her file a copy of her reply.
23.03 G. The Employer shall continue furnish all necessary tools of the trade, laundry and/ or uniforms when required, provided, however, the Em ployer may furnish to provide insurance to protect Employees from personal liability for injury to clientsthe female employees dacron uniforms or similar type uniforms. The employees who are furnished such uniforms shall be responsible in the event of loss of these uniforms and such uniforms shall be laundered by the employee.
23.04 If an Employee is charged with an offence under the Criminal Code of Canada due to allegations concerning the Employee’s conduct during the performance of their duties, the H. The Employer shall pay the reasonable legal fees for the Employee’s defence counsel on the condition that the Employee is found not guilty of any such offence. It is will provide a further condition of payment that the Employee’s legal counsel is one whose law practice is primarily criminal defence. In the event the Employee chooses legal counsel whose principal area of practice is more than 150 kilometres of the Administrative offices of bulletin board or other suitable place in a location select ed by the Employer. The Union may post no tices necessary for conducting Union business on such boards, the Employer will or other suitable space.
I. Contributions to charitable causes shall not be responsible for any travel costs incurred by the Employee beyond 150 kilometres, regardless of the disposition of the charge(s)compulsory.
23.05 In the event that a pregnant Employee is assigned to a task requiring the performance of duties which may be hazardous to the pregnancy, in the written opinion of her medical doctor or nurse practitioner, she may request, and wherever possible will be granted, a transfer to an alternate task for the duration of her pregnancy provided she has the skills, ability and qualifications to perform the required work.
23.06 Where a particular job has been performed on a continuous basis for a period in excess of eighteen (18) months and the position does not have a permanent incumbent, the Employer shall make both the position and the Employee occupying the position permanent or terminate the position.
Appears in 1 contract
Sources: Collective Bargaining Agreement
WORKING CONDITIONS. 23.01 New 1. Employees shall be provided orientation during their first week on stafffree to select the Contractor for whom they desire to work and the Contractor shall be free to select the employees whom he desires to employ, subject to the terms of this Agreement.
2. Employees are to be paid the wages applicable to the work performed without any discount and in return the Contractors are to receive a fair and honest day’s work without any slowing down or stoppage of work.
3. A Contractor shall not be hindered or prevented in using any type or quantity of machinery, tools, or appliances, and may secure materials or equipment from any market or source he sees fit, except prison-made goods.
4. The orientation shall include a copy number of men to be employed is also at the sole discretion of the job descriptionContractor, familiarization with and the goals fact that certain classifications and rates are established does not mean that the Contractor must employ employees for any one or all such classifications unless the Contractor has need for such employees. Subject to the terms of the Employerthis Agreement, the workplaceUnion will be the sole bargaining representative of all employees employed on the work covered by this Agreement.
5. The Contractor is to be the sole judge as to the satisfactory performance of work by an employee, and may discharge for just cause any employee whose work is unsatisfactory, or who fails to observe the clientssafety precautions, staff or other rules and programs, emergency procedures and any specialized information necessary regulations prescribed by the Contractor for the performance health, safety and protection of the jobhis employees. Where applicable, Employees who will carry an active caseload, However no employee shall be given a general time tabledischarged for defending the rights of any employee under the terms of this Agreement.
6. The Contractor shall furnish ample protective clothing, including a plan for increasing caseloadnamely: raincoats, and will rain- suits, knee boots or over, headgear, etc. when employees are required to work in mud, concrete or inclement weather or any other wet conditions. Boots shall be assigned work supervision during the adjustment period necessary to progress to a full caseload. This time table is subject to change by the Employer as required, and is given issued to the Employee for information purposes only.
23.02 Employees shall be given bi-annual performance evaluations for the purpose of recognizing accomplishments and identifying areas where improvement may be possible or desirable. An Employee shall have the right to a copy of her appraisal and shall have the right to have placed on her file a copy of her reply.
23.03 The Employer shall continue to provide insurance to protect Employees from personal liability for injury to clients.
23.04 If an Employee is charged with an offence under the Criminal Code of Canada due to allegations concerning the Employee’s conduct during the performance of their duties, the Employer shall pay the reasonable legal fees for the Employee’s defence counsel on the condition that the Employee is found not guilty of any such offence. It is a further condition of payment that the Employee’s legal counsel is one whose law practice is primarily criminal defence. In the event the Employee chooses legal counsel whose principal area of practice is more than 150 kilometres of the Administrative offices of the Employer, the Employer will not be responsible for any travel costs incurred by the Employee beyond 150 kilometres, regardless of the disposition of the charge(s).
23.05 In the event that a pregnant Employee is assigned to a task requiring the performance of duties which may be hazardous to the pregnancy, in the written opinion of her medical doctor or nurse practitioner, she may request, and wherever possible will be granted, a transfer to an alternate task individual for the duration of her pregnancy provided she has the skillsjob and shall not be reissued until they have been thoroughly sterilized and dried. Protective clothing issued shall be chargeable to the employee if lost or damaged beyond ordinary wear and deterioration. Sanitation measures shall be taken, ability and qualifications wearing apparel disinfected that is subject to perform the required workspreading disease.
23.06 Where 7. If any Contractor is in violation of the State Safety Code 4121:1-3, the Union may withhold its labor until the Contractor is in compliance with the State Safety Code. This article will not be used as a particular job has been performed on a continuous basis tool by the Union for a period in excess of eighteen harassment purposes. In accordance with OSHA Safety and Health Standards (1829 CFR 1926/1910) months requiring safety training and education, Laborers Local #758 shall make available to each Union member the 10-Hour Hour Construction Industry Outreach Training Program and the position does not 30-Hour OSHA Outreach Training Program offered by the Laborers’ Training and Apprenticeship Program and certified by the U.S. Department of Labor. The Union and Management recognizes the importance to maintain a quality, skilled workforce, understands that the construction industry changes with new technology, and therefore, will encourage each member of the Union to take 40 hours annually of refresher training. Employers may insist that Laborers have completed training and certifications such as the following as a permanent incumbent, the Employer shall make both the position pre-condition of employment:
a. Infection Control Risk Assessment (“ICRA”);
b. Boom and the Employee occupying the position permanent or terminate the position.scissor lift training within 30 days of employment;
Appears in 1 contract
Sources: Building Agreement
WORKING CONDITIONS. 23.01 New Employees shall be provided orientation during their first week on staff. (a) The orientation shall include a copy of Foreperson or the job description, familiarization with the goals of the Employer, the workplace, the clients, staff and programs, emergency procedures and any specialized information necessary for the performance of the job. Where applicable, Employees who will carry an active caseload, shall be given a general time table, including a plan for increasing caseload, and will be assigned work supervision during the adjustment period necessary to progress to a full caseload. This time table Department Manager (if he/she is subject to change requested by the Employer as requiredforeperson) and the Zone Committeepersons will, and is given to the Employee for information purposes only.
23.02 Employees shall be given bi-annual performance evaluations for the purpose of recognizing accomplishments and identifying areas where improvement may be possible or desirable. An Employee shall have the right to a copy of her appraisal and shall have the right to have placed on her file a copy of her reply.
23.03 The Employer shall continue to provide insurance to protect Employees from personal liability for injury to clients.
23.04 If an Employee is charged with an offence under the Criminal Code of Canada due to allegations concerning the Employee’s conduct during the performance of their duties, the Employer shall pay the reasonable legal fees for the Employee’s defence counsel on the condition that the Employee is found not guilty of any such offence. It is a further condition of payment that the Employee’s legal counsel is one whose law practice is primarily criminal defence. In in the event of a dispute, be the Employee chooses legal counsel whose principal area judge of practice work not properly performed. If in their judgment it is more than 150 kilometres of the Administrative offices of the Employer, the Employer will not be responsible for any travel costs incurred by the Employee beyond 150 kilometres, regardless of the disposition of the charge(s).necessary
23.05 (b) In the event that a pregnant Employee vehicle comes to the painter that has not been properly metal finished or prepped, the painter will refer the matter to the foreperson who will have the metal finisher or prepper properly finish the job before the painter does the refinish.
(c) Any new or used parts received by a bodyperson from the stockroom in a damaged condition shall be, at the discretion of Body Shop supervision, either returned to source or repaired by the body person at his/her regular rate. This repair work shall be done on a straight time basis and the employee doing the work will punch the time card when starting on the job and punch off when the repair is assigned completed. The time for such repairs will be established by the body person's foreperson. In the event of any dispute, the Body Shop Manager and the Union representative will review the matter, and the Body Shop Manager will render the final decision as to time allotment.
(d) In the interests of customer relations, each employee will have his/her bench and surrounding floor space clean of all tools and equipment (except equipment in use or parts removed from a vehicle) at the end of each shift. His/her air line drop light must be stored in a clean condition.
(e) If an employee injured is on the job he/she must report such injury/accident to management as soon as is practicable in the circumstances. An employee injured on the job and as a result of such injury it is necessary for the employee to be taken to a task requiring doctor or a hospital, the performance employee will be paid for the balance of duties which the shift or such time as he/she may be hazardous away from work during regular hours on that shift.
(f) The body repairperson will be given the work order showing the number of hours allotted for the job. On request to the pregnancyforeperson, he/she will be shown the original estimate.
(g) There shall be no charge to employees for smocks used by the personnel on the parts counter and coveralls used by mechanics and painters. The cost of laundering the aforesaid clothing shall be borne by the employer.
(h) If an employee has had no disciplinary notations for two (2) years, his/her file shall be cleared of all disciplinary notations. If the employee requests, the Company will provide the notations in the written opinion of her medical doctor or nurse practitioner, she may request, and wherever possible file to the employee.
(i) Discipline will be granted, a transfer imposed on employees within ten (10) working days of the incident giving rise to an alternate task the discipline coming to the attention of management unless it is impracticable for the duration Company to provide notice of her pregnancy provided she has the skills, ability and qualifications to perform the required workdiscipline within this time period.
23.06 Where a particular job has been performed on a continuous basis for a period in excess of eighteen (18) months and the position does not have a permanent incumbent, the Employer shall make both the position and the Employee occupying the position permanent or terminate the position.
Appears in 1 contract
Sources: Collective Agreement
WORKING CONDITIONS. 23.01 New Employees 1. Any replacement Superintendent shall receive the contract wage, except where it includes extra pay attributable to years of serv- ice, special competence or special consideration beyond job requirements.
2. The Superintendent shall not be required to:
(a) renew cables on elevators or build block or hollow tile walls,
(b) run elevators except during relief period, lunch period, and emergencies and except that in any building employing three or less employ- ees during the daytime, exclusive of the Superintendent, the Superintendent in such buildings shall do all the duties which he/she has heretofore been accustomed to do,
(c) do any ▇▇▇▇▇▇ work except in a building employing three employees or less during the daytime, exclusive of the Superintendent, in which case he/she should continue to do work he/she has heretofore performed,
(d) perform work on a scaffold that is not directly over a roof, setback, or within the build- ing,
(e) perform work on the inside of any fuel oil, pressure or hermetically sealed tank,
(f) build cutting tables, machine stands or dress racks, or
(g) do any work that conflicts with State, Federal or Municipal laws.
3. The Superintendent shall not be penalized or discriminated against for attending arbitra- tions, hearings or meetings, but this privilege shall not be construed so as to interfere with the orderly operation of the building.
4. There may be added to the duties of the Superintendent more or less miscellaneous and relief work for which his/her additional com- pensation distinguishes him/her from other classes of workers on the premises, subject to the grievance and arbitration procedures provid- ed herein.
5. The Arbitrator may consider exceptional cases in which the Union claims that excessive work or the utilization of unique skills or paint- ing is required of the Superintendent and may relieve the Superintendent of, or require addi- tional compensation for, such excessive work.
6. No Superintendent leaving his/her position of his/her own accord shall be provided orientation during their first week on staffentitled to accrued vacation allowance unless he/she has given the Employer at least thirty (30) days written termination notice.
7. The orientation shall include a copy Union may question the propriety of the job description, familiarization with the goals termination of the Superintendent’s services and demand his/her reinstatement to his/her job or severance pay, if any, as the case may be, by filing a grievance under Article VII of this Agreement. The Arbitrator shall give due con- sideration to the Superintendent’s management responsibilities and to the need for cooperation between the Superintendent and the Employer, .
8. No provision of this Agreement shall be so construed as to reduce the workplace, wages or lower the clients, staff and programs, emergency procedures and any specialized information necessary for the performance rate of pay of the job. Where applicable, Employees who will carry an active caseload, shall be given a general time table, including a plan for increasing caseload, and will be assigned work supervision during Superintendent or to lower or worsen the adjustment period necessary to progress to a full caseloadterms or conditions of his/her employment. This time table is subject provision shall not be con- strued as to change in any way prevent the exercise by the Employer as requiredof his/her normal management prerogatives to make changes in equipment, schedules, shifts, number of employees and is given duties necessary and incident to the Employee for information purposes onlyoperation, maintenance and servicing of the building not inconsistent with the letter or the spirit of any other specific provision of this Agreement.
23.02 Employees shall be given bi-annual performance evaluations for 9. Wherever a conflict may exist between the purpose 2005 Commercial Building Agreement and terms of recognizing accomplishments and identifying areas where improvement may be possible or desirable. An Employee shall have the right to a copy of her appraisal and shall have the right to have placed on her file a copy of her reply.
23.03 The Employer shall continue to provide insurance to protect Employees from personal liability for injury to clients.
23.04 If an Employee is charged with an offence under the Criminal Code of Canada due to allegations concerning the Employee’s conduct during the performance of their dutiesthis article, the Employer terms of this article shall pay the reasonable legal fees for the Employee’s defence counsel on the condition that the Employee is found not guilty of any such offence. It is a further condition of payment that the Employee’s legal counsel is one whose law practice is primarily criminal defence. In the event the Employee chooses legal counsel whose principal area of practice is more than 150 kilometres of the Administrative offices of the Employer, the Employer will not be responsible for any travel costs incurred by the Employee beyond 150 kilometres, regardless of the disposition of the charge(s)prevail.
23.05 In the event that a pregnant Employee is assigned to a task requiring the performance of duties which may be hazardous to the pregnancy, in the written opinion of her medical doctor or nurse practitioner, she may request, and wherever possible will be granted, a transfer to an alternate task for the duration of her pregnancy provided she has the skills, ability and qualifications to perform the required work.
23.06 Where a particular job has been performed on a continuous basis for a period in excess of eighteen (18) months and the position does not have a permanent incumbent, the Employer shall make both the position and the Employee occupying the position permanent or terminate the position.
Appears in 1 contract
Sources: Commercial Building Agreement
WORKING CONDITIONS. 23.01 New Employees Section 12.1 No member of the Union shall suffer a reduction in benefits or wage rates solely by the signing of this Agreement.
Section 12.2 The Employer will furnish and launder such store linen as it desires worn by its employees, except that when the Employer supplies Dacron or similar type uniforms for employees, they may be laundered by the employee. Since this item of expense is intended to make the Employer's service more attractive to customers, employees shall be requested to present a neat, clean, business-like appearance while on duty in the stores.
Section 12.3 If a physical examination or health permit is required, only the expense of the examination or health permit shall be borne by the Employer.
Section 12.4 A full time employee who receives a pay rate which is higher than the pay rate provided orientation during their first week in Exhibit A for the employee's classification, who is promoted to a department head and subsequently demoted to the employee's former classification shall receive the same pay rate differential which the employee previously received.
Section 12.5 The Employer agrees, in the event of a temporary transfer at the Employer's request, to reimburse the employee for increased transportation costs on staffthe basis of forty-five cents (45¢) per mile, except, however, when an employee chooses public transportation, excluding taxicabs, the employee shall be reimbursed only for the actual cost of such increased transportation. Temporary assignments will not exceed thirty (30) days except in cases of relief of an employee absent on extended sick leave. The orientation time required for travel between the stores shall include be included as a copy portion of the job description, familiarization with employee's work day and considered as time worked for all purposes.
Section 12.6 Notices concerning Union business which have been approved by the goals Employer's main office may be posted in designated locations in the store.
Section 12.7 First aid kits for each store and all tools of the Employer, the workplace, the clients, staff and programs, emergency procedures and any specialized information necessary for the performance of the job. Where applicable, Employees who will carry an active caseload, shall be given a general time table, including a plan for increasing caseload, and trade will be assigned work supervision during the adjustment period necessary to progress to a full caseload. This time table is subject to change furnished by the Employer as required, and is given to the Employee for information purposes onlyEmployer.
23.02 Employees Section 12.8 The Employer shall be given bi-annual performance evaluations have a time clock or time sheets in each store for the purpose of recognizing accomplishments and identifying areas keeping record of all hours worked by the employees.
Section 12.9 A meat department bargaining unit employee shall be on duty until 8:00 P.M. in all stores, except that a department need not be staffed during meal periods where improvement there is only one (1) employee on duty that shift.
Section 12.10 No employee may be possible held responsible for each register overages or desirableshortages unless he is given the privilege of checking the change and daily receipts upon starting and completing the work shift.
Section 12.11 When more than one employee works from one cash drawer or office cash drawer, no employee shall be held responsible for cash shortages.
Section 12.12 Employees hired during the period of May 1 and September 30, to work in the beach stores #▇▇▇ - ▇▇▇▇▇ ▇▇▇▇, #▇▇▇ - ▇▇▇▇▇ ▇▇▇▇ and #889 -Berlin shall be designated Summer Temporary Help. An Employee Seniority shall have not accrue from season to season. The rates of pay will be at the right prevailing starting rate of time of hire. Employees will not be subject to a copy of her appraisal recall and shall not be eligible for any benefits. Those employees that were eligible for recall in 1986 remain eligible for recall in subsequent seasons with refusal provision applying. Employees hired after September 30, 1992 for stores #▇▇▇ - ▇▇▇▇▇ ▇▇▇▇, #▇▇▇ - ▇▇▇▇▇ ▇▇▇▇ and #889 - Berlin will have the right to have placed on her file a copy probationary period of her replyone hundred twenty (120) days.
23.03 Section 12.13 Company to provide Union with new drug and alcohol policy which will be reviewed by the Company and the Union.
Section 12.14 Except by mutual agreement between the employee and the Employer, employees shall receive a minimum of ten (10) hours off between the end of their schedule and the starting of their next schedule. Any employee who works during this ten (10) hour period shall be paid for such time at the rate of time and one-half (1½) their straight time rate of pay.
Section 12.15 Floor Care (to include the cleaning of restrooms) may be performed by an outside vendor. Employees who performed floor care prior to March 26, 2000 shall receive the same hours and rates of pay as they have in the past.
Section 12.16 Employees promoted to Department Head shall receive the applicable Department Head rates according to the scales for their date of hire.
Section 12.17 Those employees on the payroll prior to the conversion of Super Fresh (Baltimore area November 8, 1986 and April 22, 1987 Eastern Shore) shall maintain their participation in the FELRA Health and Welfare, Pension, Legal and Severance Funds; and shall maintain their vacation, holiday entitlement and shall maintain Sunday and holiday premium pay.
Section 12.18 Company and Union agree to continue the incentive bonus program established under the 1986 contract through the conversion of the A&P stores to SuperFresh. Company and Union further agree to meet periodically during the current agreement to review the incentive program and its format.
Section 12.19 The Employer agrees to reimburse pharmacy technicians for the cost of a required certification exam, but only for the first time the employee takes the exam. In addition, pharmacy technicians will be reimbursed for the fees associated with their initial state registration. The Employer shall continue to provide insurance to protect Employees from personal liability for injury to clients.
23.04 If an Employee is charged with an offence under the Criminal Code of Canada due to allegations concerning the Employee’s conduct during the performance of their duties, the Employer shall pay the reasonable legal fees also make available online training for the Employee’s defence counsel on the condition that the Employee is found not guilty of any such offence. It is a further condition of payment that the Employee’s legal counsel is one whose law practice is primarily criminal defence. In the event the Employee chooses legal counsel whose principal area of practice is more than 150 kilometres of the Administrative offices of the Employer, the Employer will not be responsible for any travel costs incurred by the Employee beyond 150 kilometres, regardless of the disposition of the charge(s)exam.
23.05 In the event that a pregnant Employee is assigned to a task requiring the performance of duties which may be hazardous to the pregnancy, in the written opinion of her medical doctor or nurse practitioner, she may request, and wherever possible will be granted, a transfer to an alternate task for the duration of her pregnancy provided she has the skills, ability and qualifications to perform the required work.
23.06 Where a particular job has been performed on a continuous basis for a period in excess of eighteen (18) months and the position does not have a permanent incumbent, the Employer shall make both the position and the Employee occupying the position permanent or terminate the position.
Appears in 1 contract
Sources: Collective Bargaining Agreement
WORKING CONDITIONS. 23.01 New Employees shall 9.1 The Employer will furnish and launder such store linens as it ▇▇ ▇▇▇▇▇ worn by its employees. In the event the Employer provides dacron or similar type uniforms for employees, these garments may be provided orientation during their first week on stafflaun dered by the employee. The orientation shall include a copy of the job description, familiarization with the goals of Since this item o f expense is intended to make the Employer's service more attractive to customers, members agree to cooperate by presenting a neat, clean, businesslike appearance while on duty in the workplace, the clients, staff and programs, emergency procedures and any specialized information necessary for the performance of the job. Where applicable, Employees who will carry an active caseload, shall be given a general time table, including a plan for increasing caseload, and will be assigned work supervision during the adjustment period necessary to progress to a full caseload. This time table is subject to change by the Employer as required, and is given to the Employee for information purposes onlystore.
23.02 Employees shall be given bi-annual performance evaluations for the purpose of recognizing accomplishments and identifying areas where improvement may be possible or desirable. An Employee 9.2 The Employer shall have the right to a copy of her appraisal and discharge or discipline any employee for good cause, including but not limited to, proven or ac knowledged dishonesty, proven substance abuse, intoxication during working hours, drinking or gambling on Employer’s premises, or direct refusal to obey orders by the Employer which are not in violation o f this Agreement, provided, however, that no employee shall have be discharged or discriminated against because o f membership in the right to have placed on her file a copy of her replyUnion or for Union activities.
23.03 The Employer shall continue to provide insurance to protect Employees from personal liability for injury to clients.
23.04 If an Employee is charged with an offence under the Criminal Code of Canada due to allegations concerning the Employee’s conduct during the performance of their duties, the Employer shall pay the reasonable legal fees for the Employee’s defence counsel on the condition that the Employee is found not guilty of any such offence. It is a further condition of payment that the Employee’s legal counsel is one whose law practice is primarily criminal defence. In the event the Employee chooses legal counsel whose principal area of practice is more than 150 kilometres of the Administrative offices of the Employer, the Employer will not be responsible for any travel costs incurred by the Employee beyond 150 kilometres, regardless of the disposition of the charge(s).
23.05 9.3 In the event that an employee’s work is unsatisfactory, he shall be given at least one (1 ) written notice before disciplinary action is taken, and a pregnant Employee copy of the notice shall be sent to the Union at the same time. No tices and warnings shall become null and void nine (9 ) months from the date o f issue.
9.4 Jgepres^rtatjves'of the Union shall have access to the Employer’s
9.5 No employee shall suffer a reduction o f hourly wage rates solely by the signing o f this Agreement.
9.6 If a physical examination or health permit is required by the Em ployer or Local Government, all expenses attached to the same shall be borne by the Employer.
9.7 If any employee is required to work in more than one (1 ) store in the same day, the expense for necessary transportation shall be borne by the Employer. The time required for travel between the stores shall be included as a portion o f the employee’s work day and considered as time worked for all purposes. An employee on temporary assignment away from his regularly assigned store which requires additional trans portation expense shall be reimbursed for such increased expense on the basis o f eighteen cents ($. 18) per mile, except, however, when an em ployee chooses public transportation, except taxicabs, he shall be ▇▇▇▇ bursed only for the actual cost o f such increased transportation. Tem porary assignments will not exceed thirty (30) days except in cases of relief o f an employee absent on extended sick leave.
9.8 No temporary transfer will be allowed in or out o f Local 400’s ju risdiction except in demonstrable emergency.
9.9 Employees shall be at their stores ready for work at their sched uled starting time, otherwise they are reporting late. They shall remain at their work until their scheduled quitting time. Employees shall be paid for all time worked. There shall be a time clock in each o f the Employ er’s stores for the purpose o f recording time worked. The Employer and the Union agree that a proven violation o f established time clock rules, including working before punching in or after punching out, may subject such an employee to disciplinary action up to and including discharge. Furthermore, all time during which an employee is suffered or permit ▇▇▇ to work or is required to be on duty on the Employer’s premises at a task requiring given work place shall be considered hours worked, and recorded on the performance of duties which time cards.
9.10 Except by mutual agreement between the employee and the Em ployer, employees shall have a minimum o f ten (10) hours off between the ending o f their .scheduled .shift, and the starting o f their next sched uled shift. Any employee who works during this ten (10) hour period shall be paid for such time at the rate o f time and one-half (1-Mt) their straight time rate o f pay.
9.11 The Employer shall maintain two (2 ) first aid kits, fully equipped in each store to be available for all shifts worked. One (1 ) first aid kit shall be located in the Meat Department.
9.12 The Employer agrees to provide sufficient space on the store bul letin board for the posting o f Union activities after approval by manage ment.
9.13 No employee may be hazardous required to make up or be disciplined for cash register shortages, unless he is given the privilege o f checking the change and daily receipts upon starting and completing the work shift.
9.14 No employee shall be required to make good any bad checks cashed unless said checks are cashed in violation o f the Employer’s rules and regulations, which have previously been given to the pregnancy, employee in the written opinion of her medical doctor or nurse practitioner, she may request, and wherever possible will be granted, a transfer to an alternate task for the duration of her pregnancy provided she has the skills, ability and qualifications to perform the required workwriting.
23.06 Where 9.15 No employee shall be given a particular job has been polygraph (lie detector) test, unless the Union agrees in writing.
9.16 The cleaning o f the Meat Department and immediate working area shall be performed on a continuous basis for a period by employees o f the Meat Department.
9.17 The Employer will discuss, investigate and correct any problem o f jackets or gloves in excess of eighteen (18) months connection with frozen food lockers and the position does not have a permanent incumbent, the Employer shall make both the position and the Employee occupying the position permanent or terminate the positiondairy.
Appears in 1 contract
Sources: Collective Bargaining Agreement
WORKING CONDITIONS. 23.01 New Employees shall The EMPLOYEES and COMPANY agree that the working conditions must be provided orientation during their first week on staffkept up to a standard of safety and cleanliness. The orientation shall include EMPLOYEES and MANAGEMENT agree that there be no discrimination against a copy person with regard to sex, colour, race, creed or national origin. The not to replace hourly paid employees with ▇▇▇▇▇▇▇, except under emergency conditions. POSTING OF JOBS a THAT the COMPANY agrees that when a position in the Plant is no longer required and where there is no opening for the displaced worker of at least equal pay, the person affected will retain his last hourly rate for a maximum period of six weeks. During this six week period, every effort will be made by Manage- ment to re-locate the employee in a position of at least equal pay. On all postedjobs during the six week period, the man will have priority for that job, if qualified The pay of the displaced worker will become that of the job description, familiarization with at which he is employed in the goals lesser a the end of the Employersix week period. or as soon as he does not put forward his name for a posted position of a least equal pay which he is suited for. The person or persons education alone should not be the only considerationwhen applying for a job The person's capabilities and experience combined with their academic achievement will also be considered. The COMPANY agrees to post all initial jobs which become available for any reason, the workplace, the clients, staff and programs, emergency procedures and any specialized information necessary employee may sign the Notice of Post- ing to apply for the performance of the that job. Where applicable, Employees who will carry an active caseload, shall be given a general time table, including a plan for increasing caseload, and will be assigned work supervision during the adjustment period necessary to progress to a full caseload. This time table is subject to change by the Employer as required, and is given to the Employee for information purposes only.
23.02 Employees shall be given bi-annual performance evaluations for the purpose of recognizing accomplishments and identifying areas where improvement may be possible or desirable. An Employee shall have the right to a copy of her appraisal and shall have the right to have placed on her file a copy of her reply.
23.03 The Employer shall continue to provide insurance to protect Employees from personal liability for injury to clients.
23.04 If an Employee is charged with an offence under the Criminal Code of Canada due to allegations concerning the Employee’s conduct during the performance of their duties, the Employer shall pay the reasonable legal fees for the Employee’s defence counsel on the condition that the Employee is found not guilty of any such offence. It is a further condition of payment understood that the Employee’s legal counsel if an employee applied for and is one whose law practice is primarily criminal defence. In the event the Employee chooses legal counsel whose principal area of practice is more than 150 kilometres of the Administrative offices of the Employersuccessful in getting thejob for which he applies, the Employer will not be responsible for any travel costs incurred by the Employee beyond 150 kilometres, regardless of the disposition of the charge(s).
23.05 In the event that a pregnant Employee time of six months must elapse before he may apply for anotherjob which is assigned posted. At the end of days if employee is not satisfied with position or the Company decided the bidder is not qualified, bidder must revert to previousjob held. After the end of a task requiring the performance of duties which may be hazardous to the pregnancy, in the written opinion of her medical doctor or nurse practitioner, she may request, and wherever possible will be granted, a transfer to an alternate task for the duration of her pregnancy provided she has the skills, ability and qualifications to perform the required workday period if employee is not satisfied with position then he must take any position that is open.
23.06 Where a particular job has been performed on a continuous basis for a period in excess of eighteen (18) months and the position does not have a permanent incumbent, the Employer shall make both the position and the Employee occupying the position permanent or terminate the position.
Appears in 1 contract
Sources: Collective Bargaining Agreement
WORKING CONDITIONS. 23.01 New Employees Section 1. No member of the Union shall suffer a reduction in benefits or wage rates solely by the signing of this Agreement.
Section 2. The Employer will furnish and launder such store linen as it desires worn by its employees, except that when the Employer supplies Dacron or similar type uniforms for employees, they may be laundered by the employee. Since this item of expense is intended to make the Employer’s service more attractive to customers, employees shall be requested to present a neat, clean, business-like appearance while on duty in the stores.
Section 3. If a physical examination or health permit is required, only the expense of the examination or health permit shall be borne by the Employer.
Section 4. A full time employee who receives a pay rate which is higher than the pay rate provided orientation during their first week on staffin Exhibit A for the employee’s classification, who is promoted to a department head and subsequently demoted to the employee’ s former classification shall receive the same pay rate differential which the employee previously received.
Section 5. The orientation Employer agrees, in the event of a temporary transfer at the Employer’s request, to reimburse the employee for in creased transportation costs on the basis of eithteen cents (18*) per mile, except, however, when an employee chooses public transporta tion, excluding taxicabs, the employee shall include a copy be reimbursed only for the actual cost of such increased transportation.
Section 6. Notices concerning Union business which have been ap proved by the Employer’ s main office may be posted in designated locations in the store.
Section 7. First aid kits for each store and all tools of the job description, familiarization with the goals of trade will be furnished by the Employer, the workplace, the clients, staff and programs, emergency procedures and any specialized information necessary for the performance of the job. Where applicable, Employees who will carry an active caseload, shall be given a general time table, including a plan for increasing caseload, and will be assigned work supervision during the adjustment period necessary to progress to a full caseload. This time table is subject to change by the Employer as required, and is given to the Employee for information purposes only.
23.02 Employees Section 8. The Employer shall be given bi-annual performance evaluations have a time clock or time sheets in each store for the purpose of recognizing accomplishments and identifying areas keeping record of all hours worked by the employees.
Section 9. In stores that are open for business less than twenty- four (24) hours daily, a meat department bargaining unit employee shall be on duty until 8:00 p.m. In stores that are open for business twenty-four (24) hours daily, a meat department bargaining unit employee shall be on duty at all times, except that a department need not be manned during meal periods where improvement there is only one ( 1) employee in the unit on duty that shift.
Section 10. No employee may be possible held responsible for each register overages or desirable. An Employee shall have shortages unless he is given the right to a copy privilege of her appraisal checking the change and shall have daily receipts upon starting and completing the right to have placed on her file a copy of her replywork shift.
23.03 The Employer shall continue to provide insurance to protect Employees from personal liability for injury to clients.
23.04 If an Employee is charged with an offence under the Criminal Code of Canada due to allegations concerning the Employee’s conduct during the performance of their duties, the Employer shall pay the reasonable legal fees for the Employee’s defence counsel on the condition that the Employee is found not guilty of any such offenceSection 11. It is a further condition of payment that the Employee’s legal counsel is one whose law practice is primarily criminal defence. In the event the Employee chooses legal counsel whose principal area of practice is When more than 150 kilometres of the Administrative offices of the Employerone employee works from one cash drawer or office cash drawer, the Employer will not no employee shall be held responsible for any travel costs incurred by the Employee beyond 150 kilometres, regardless of the disposition of the charge(s)cash shortages.
23.05 In the event that a pregnant Employee is assigned to a task requiring the performance of duties which may be hazardous to the pregnancy, in the written opinion of her medical doctor or nurse practitioner, she may request, and wherever possible will be granted, a transfer to an alternate task for the duration of her pregnancy provided she has the skills, ability and qualifications to perform the required work.
23.06 Where a particular job has been performed on a continuous basis for a period in excess of eighteen (18) months and the position does not have a permanent incumbent, the Employer shall make both the position and the Employee occupying the position permanent or terminate the position.
Appears in 1 contract
Sources: Collective Bargaining Agreement
WORKING CONDITIONS. 23.01 New Section 10.1 If an employee is unable to make delivery of his load, he shall immediately report by telephone to his office.
Section 10.2 It shall be the duty of every employee in the case of any accident no matter how trivial, to secure immediately the names and addressees of all possible witnesses, after which he shall report such accident by telephone to the police and the main office of his Employer. He shall also file forthwith with the Employer a complete written report of the accident together with the names of the witnesses.
Section 10.3 Employees will report immediately to their Employer any loss, damage or shortage of merchandise or equipment together with a statement of the cause thereof.
Section 10.4 Any damage caused by an employee shall be reported immediately by him to the office of his Employer.
Section 10.5 Employees shall immediately report to the Employer any complaint made by a customer.
Section 10.6 Employees shall promptly report all defects in equipment on "defective vehicle" forms. Such forms shall be provided orientation during their first week on staff. The orientation in duplicate so that one copy may be kept by the driver and the Employer shall include retain a copy on file.
Section 10.7 No employee shall allow anyone other than another employee on duty with him to ride on his truck.
Section 10.8 All necessary telephone expenses incurred by the employee in connection with deliveries or business of the job description, familiarization with Employer and all parking fines incurred by the goals employee as a result of instructions from the Employer shall be paid by the Employer. Employees are to be reimbursed for all expenses not later than the 15th of the month following the month in which expenses were incurred.
Section 10.9 Employees must use all safety and warning devices supplied by the Employer, the workplace, the clients, staff . Section 10.10 It is understood that an employee who is required to drive shall maintain his appropriate license in good standing and programs, emergency procedures and any specialized information necessary be qualified for the performance of the job. Where applicable, Employees who will carry an active caseload, shall be given a general time table, including a plan for increasing caseload, and will be assigned work supervision during the adjustment period necessary to progress to a full caseload. This time table is subject to change public liability insurance as carried by the Employer as requiredin order to retain his employment, and is given to the Employee for information purposes only.
23.02 Employees shall be given bi-annual performance evaluations for the purpose but this provision does not deprive a discharged employee of recognizing accomplishments and identifying areas where improvement may be possible or desirable. An Employee shall have the his right to a copy of her appraisal and shall have the right to have placed on her file a copy grievance under Section 5.10 hereof. However, an employee who has had his license suspended for any offense not involving a vehicle of her reply.
23.03 The Employer shall continue to provide insurance to protect Employees from personal liability for injury to clients.
23.04 If an Employee is charged with an offence under the Criminal Code of Canada due to allegations concerning the Employee’s conduct during the performance of their duties, the Employer shall pay the reasonable legal fees for the Employee’s defence counsel on the condition that the Employee is found not guilty of any such offence. It is a further condition of payment that the Employee’s legal counsel is one whose law practice is primarily criminal defence. In the event the Employee chooses legal counsel whose principal area of practice is more than 150 kilometres of the Administrative offices of the Employer, the Employer will not be responsible for any travel costs incurred by the Employee beyond 150 kilometres, regardless of the disposition of the charge(s).
23.05 In the event that a pregnant Employee is assigned subject to a task requiring the performance of duties which may be hazardous to the pregnancy, in the written opinion of her medical doctor or nurse practitioner, she may request, and wherever possible will be granted, a transfer to an alternate task suspension for the duration of her pregnancy provided she has the skillsloss of license. The employee will retain his seniority but shall not accumulate seniority nor participate in any benefit package included in this Agreement for the period of suspension or for one (1) year, ability and qualifications to perform the required workwhichever is less.
23.06 Where a particular job Section 10.11 Each driver shall check with his dispatcher at any time during the last one and one-half hours (1½) before the end of his daily eight hour shift whether or not he has been performed on a continuous basis for a period in excess of eighteen (18) months and the position does not have a permanent incumbent, the Employer shall make both the position and the Employee occupying the position permanent or terminate the positioncompleted all his deliveries.
Appears in 1 contract
Sources: Collective Agreement
WORKING CONDITIONS. 23.01 New Employees shall be provided orientation during their first week on staff. The orientation shall include a copy A. No member of the job description, familiarization with Union shall suffer a reduction in wage rates or an increase in hours or reduced vacation time or split shift solely by the goals signing of this Agreement.
B. The Employer will furnish and launder such store linen as it desires worn by its employees. Since this item of expense is intended to make the Employer’s service more attractive to customers, members agree to cooperate by presenting a neat, clean, business-like appearance while on duty in the workplace, the clients, staff and programs, emergency procedures and any specialized information necessary for the performance of the job. Where applicable, Employees who will carry an active caseload, shall be given stores.
C. If a general time table, including a plan for increasing caseload, and will be assigned work supervision during the adjustment period necessary to progress to a full caseload. This time table physical examination or health permit is subject to change required by the Employer as requiredor local government, and is given all expenses attached to same shall be borne by the Employee for information purposes onlyEmployer.
23.02 Employees D. When a higher classified employee is absent from his position for more than one (1) day and another employee per forms the job of the higher classified employee, he shall receive the appropriate rate of pay o f the higher classification.
▇. A full time clerk who receives a pay rate which is higher than the pay rate provided in Exhibit “ A ” for his classifica tion, who is promoted to a department head and subsequently demoted to his former classification shall receive the same pay rate differential which he previously received.
▇. The Employer agrees, in the event of a temporary trans fer at the Employer’s request, to reimburse the employee for increased transportation costs on the basis o f eight (84) cents per mile, except, however, when an employee chooses public transportation, excluding taxicabs, he shall be given bi-annual performance evaluations reimbursed only for the actual cost o f such increased transportation.
G. Notices concerning Union business which have been ap proved by the Personnel Department will be posted in desig nated locations in the stores.
H. First Aid Kits for each store and all tools of the trade will be furnished by the Employer.
I. The Employer shall have a time clock in each store for the purpose of recognizing accomplishments and identifying areas where improvement may be possible or desirable. An Employee shall have the right to a copy keeping record of her appraisal and shall have the right to have placed on her file a copy of her reply.
23.03 The Employer shall continue to provide insurance to protect Employees from personal liability for injury to clients.
23.04 If an Employee is charged with an offence under the Criminal Code of Canada due to allegations concerning the Employee’s conduct during the performance of their duties, the Employer shall pay the reasonable legal fees for the Employee’s defence counsel on the condition that the Employee is found not guilty of any such offence. It is a further condition of payment that the Employee’s legal counsel is one whose law practice is primarily criminal defence. In the event the Employee chooses legal counsel whose principal area of practice is more than 150 kilometres of the Administrative offices of the Employer, the Employer will not be responsible for any travel costs incurred all hours worked by the Employee beyond 150 kilometres, regardless of the disposition of the charge(s)em ployees.
23.05 In the event that a pregnant Employee is assigned to a task requiring the performance of duties which may be hazardous to the pregnancy, in the written opinion of her medical doctor or nurse practitioner, she may request, and wherever possible will be granted, a transfer to an alternate task for the duration of her pregnancy provided she has the skills, ability and qualifications to perform the required work.
23.06 Where a particular job has been performed on a continuous basis for a period in excess of eighteen (18) months and the position does not have a permanent incumbent, the Employer shall make both the position and the Employee occupying the position permanent or terminate the position.
Appears in 1 contract
Sources: Collective Bargaining Agreement
WORKING CONDITIONS. 23.01 New Employees shall be provided orientation during their first week on staff. The orientation shall include a copy A. No member of the job description, familiarization with Union shall suffer a reduction in wage rates or an increase in hours or reduced vacation time or split shift solely by the goals signing of this Agreement.
B. The Employer will furnish and launder such store linen j as it desires worn by its employees. Since this item of expense is intended to make the Employer’s service more attractive to customers, members agree to cooperate by presenting a neat, clean, business-like appearance while on duty in the workplace, the clients, staff and programs, emergency procedures and any specialized information necessary for the performance of the job. Where applicable, Employees who will carry an active caseload, shall be given stores.
C. If a general time table, including a plan for increasing caseload, and will be assigned work supervision during the adjustment period necessary to progress to a full caseload. This time table physical examination or health permit is subject to change required by the Employer as requiredor local government, and is given all expenses attached to same shall be borne by the Employee for information purposes onlyEmployer.
23.02 Employees D. When a higher classified employee is absent from his position for more than one (1) day and another employee per forms the job of the higher classified employee, he shall receive the appropriate rate of pay o f the higher classification.
E. A full time clerk who receives a pay rate which is higher than the pay rate provided in Exhibit “ A ” for his classifica tion, who is promoted to a department head and subsequently demoted to his former classification shall receive the same pay rate differential which he previously received.
F. The Employer agrees, in the event of a temporary trans fer at the Employer’s request, to reimburse the employee for increased transportation costs on the basis of eight (84) cents per mile, except, however, when an employee chooses public transportation, excluding taxicabs, he shall be given bi-annual performance evaluations reimbursed only for the actual cost of such increased transportation.
G. Notices concerning Union business which have been ap proved by the Personnel Department will be posted in desig nated locations in the stores.
H. First Aid Kits for each store and all tools of the trade will be furnished by the Employer.
I. The Employer shall have a time clock in each store for the purpose of recognizing accomplishments and identifying areas where improvement may be possible or desirable. An Employee shall have the right to a copy keeping record of her appraisal and shall have the right to have placed on her file a copy of her reply.
23.03 The Employer shall continue to provide insurance to protect Employees from personal liability for injury to clients.
23.04 If an Employee is charged with an offence under the Criminal Code of Canada due to allegations concerning the Employee’s conduct during the performance of their duties, the Employer shall pay the reasonable legal fees for the Employee’s defence counsel on the condition that the Employee is found not guilty of any such offence. It is a further condition of payment that the Employee’s legal counsel is one whose law practice is primarily criminal defence. In the event the Employee chooses legal counsel whose principal area of practice is more than 150 kilometres of the Administrative offices of the Employer, the Employer will not be responsible for any travel costs incurred all hours worked by the Employee beyond 150 kilometres, regardless of the disposition of the charge(s)em ployees.
23.05 In the event that a pregnant Employee is assigned to a task requiring the performance of duties which may be hazardous to the pregnancy, in the written opinion of her medical doctor or nurse practitioner, she may request, and wherever possible will be granted, a transfer to an alternate task for the duration of her pregnancy provided she has the skills, ability and qualifications to perform the required work.
23.06 Where a particular job has been performed on a continuous basis for a period in excess of eighteen (18) months and the position does not have a permanent incumbent, the Employer shall make both the position and the Employee occupying the position permanent or terminate the position.
Appears in 1 contract
Sources: Collective Bargaining Agreement