SASKATCHEWAN ASSOCIATION OF HEALTH ORGANIZATIONS Inc.
HEALTH SCIENCES ASSOCIATION OF SASKATCHEWAN
FOR THE PERIOD OF:
April 1, 2018 to March 31, 2024
#42 – 0000 Xxxxxx Xxxxxx Xxxxxxxxx, XX X0X 0X0
Telephone: 000-000-0000 or
Toll Free: 0-000-000-0000
#00 -000 Xxxx Xxxxxx Xxxxxx, XX X0X 0X0
Telephone: 000-000-0000 or
Toll Free: 0-000-000-0000
TABLE OF CONTENTS
ARTICLE 1 - DEFINITIONS 8
ARTICLE 2 - SCOPE 11
ARTICLE 3 - UNION RECOGNITION 11
3.01 Recognition 11
3.02 No Individual Agreements 11
3.03 Union/Employer Organization Information 12
3.04 Correspondence 12
ARTICLE 4 - UNION SECURITY 12
4.01 Union Membership 12
4.02 Dues Check-Off 12
4.03 Change In Dues 13
4.04 Dues Payments While Assigned To An Out-Of- Scope Position 13
4.05 Orientation Of New Members 14
ARTICLE 5 - NO DISCRIMINATION 14
ARTICLE 6 - ABORIGINAL REPRESENTATIVE WORKFORCE 14
ARTICLE 7 - MANAGEMENT RIGHTS 15
ARTICLE 8 - DISCIPLINE 15
8.01 No Discipline Without Cause 15
8.02 Progressive Discipline 15
8.03 Right To Union Representation 15
8.04 Disciplinary Documentation 15
8.05 Discipline and Professional Association 16
ARTICLE 9 - GRIEVANCE PROCEDURE 16
9.01 Informal Discussion 16
9.02 Grievance Defined 17
9.03 Union/Employer Representation 17
9.04 Permission To Leave Work 17
9.05 Expedited Grievance 17
9.06 Grievance Procedure 17
9.07 Alternate Dispute Resolution 18
9.08 Arbitration 18
9.09 Time Limits 18
9.10 Final And Binding - No Work Stoppage 18
ARTICLE 10 - SENIORITY 18
10.01 Seniority Defined 18
10.02 Accrual Of Seniority 19
10.03 Maintenance Of Seniority 21
10.04 Loss Of Seniority 21
10.05 Seniority List 22
ARTICLE 11 - LEAVE OF ABSENCE 23
11.01 A Leave Of Absence Without Pay 23
11.01 B Return from Sick Leave, Long Term Disability or Workers’ Compensation 23
11.02 Request For Leave Of Absence 23
11.03 Leave Without Pay Exceeding 30 Days 24
11.04 Pressing Necessity 24
11.05 Bereavement Leave 25
11.06 Family Leave 25
11.07 Medical Care Leave 26
11.08 Service Leave 26
11.09 Educational Leave Of Absence 26
11.10 Leave For Union Business 27
11.11 Maternity/Parental/Adoption Leave 29
11.12 Parental Leave 32
11.13 Deferred Salary Plan 32
11.14 Compassionate Care Leave 32
11.15 Interpersonal Violence Leave 33
ARTICLE 12 - SICK LEAVE 33
12.01 Definition Of Sick Leave 33
12.02 Reporting Of Absence 33
12.03 Certification Of Illness/Disability 33
12.04 Accumulation Of Sick Leave Credits 33
12.05 Deductions From Sick Leave Credits 34
12.06 Pay-Out Of Unused Sick Leave Credits 35
12.07 Sick Leave And Pregnancy 35
12.08 Sick Leave Committee 35
12.09 Addictions 35
12.10 Graduated Return to Work 36
12.11 Duty to Accommodate 36
12.12 Automobile Accident Insurance Act Benefit Coverage 36
ARTICLE 13 - VACATION 37
13.01 Annual Vacation 37
13.02 Vacation Year 37
13.03 Continuous Employment 37
13.04 Posting Vacation Credits 37
13.05 Vacation Selection 37
13.06 Posting Vacation Schedules 38
13.07 Vacation Entitlement 38
13.08 Vacation Pay 39
13.09 Vacation Pay Advance 39
13.10 Maximum Vacation Accumulation 39
13.11 Displacement Of Vacation 39
13.12 Call Back From Vacation 40
13.13 Vacation Pay On Termination Or Retirement 40
13.14 More Favorable Entitlement 40
ARTICLE 14 - PUBLIC HOLIDAYS 41
14.01 Public Holidays 41
14.02 Saturday Or Sunday Holiday 41
14.03 For Full-Time Employees 41
14.04 For Other-Than-Full-Time-Employees 42
14.05 Overtime Pay On A Public Holiday 43
ARTICLE 15 - HOURS OF WORK 43
15.01 A. Standard Hours Of Work 43
15.01 B. Emergency Medical Services Employees 44
15.01 C. Field Hours 45
15.01 D. Extended Shifts 47
15.02 Rest And Meal Periods 49
15.03 Scheduling Of Work 50
15.04 Overtime and Premium Rates 50
15.05 Time Off In Lieu Of Overtime 53
15.06 Overtime Against Wishes 53
15.07 Time Off Duty Between Shifts 53
15.08 Split Shifts 53
15.09 Minimum Report Pay 53
15.10 Communication After Hours 54
15.11 Standby 54
15.12 Call Back/Reporting to work while on Standby 55
15.13 Call-In On Unscheduled Days - Part Time Employees 55
15.14 Call-In Of Casual Employees 56
15.15 EMS Services – Standby And Reporting To
ARTICLE 16 - ALLOCATION OF ADDITIONAL WORK 57
16.01 Allocation Of Additional Relief/Casual Work 57
16.02 Guidelines For The Allocation Of Additional
16.03 Cancellation Of Shifts 58
16.04 Errors In Allocating Work 58
16.05 Removal From Casual Roster 59
ARTICLE 17 - VOLUNTARY REDUCTION OF HOURS OF
17.01 Permanent Reduction Of Hours 59
17.02 Temporary Reduction Of Hours 60
17.03 Existing Job Share Arrangements 61
ARTICLE 18 - SALARY PROVISIONS 61
18.01 Salary Scale 61
18.02 Payment Of Earnings 61
18.03 Payroll Deductions 61
18.04 Payroll Errors 61
18.05 Recognition Of Previous Experience 62
18.06 Increment Date 63
ARTICLE 19 - ALLOWANCES, DIFFERENTIALS AND OTHER PAYMENTS 63
19.01 Transportation Allowance 63
19.02 Overnight Accommodation Allowance 66
19.03 Reimbursement For Meal Expenses 66
19.04 Reimbursement For Incidental Expenses 66
19.05 Camp Assignment 67
19.06 Northern Allowance Provisions 67
19.07 Shift Premiums 73
ARTICLE 20 - PROFESSIONAL PROVISIONS 73
20.01 Professional/Licensing Fees 73
20.02 Election To Professional Association 73
20.03 Precepting Students 74
20.04 Reporting to Professional Associations 74
20.05 Code of Ethics 74
ARTICLE 21 - CLASSIFICATIONS AND VACANCIES 75
21.01 Classifications 75
21.01 X- XXXXXX 00
21.01 B- CLASSIFICATION ADJUDICATION PROCESS. 77
21.02 Posting And Filling Of Vacant Positions 78
21.03 Temporary Vacancies 80
21.04 Selection Criteria 81
21.05 Commencement Of Job 81
21.06 Notify Union 81
21.07 Letter Of Appointment 81
21.08 Trial Period For Reclassification, Transfer, Promotion 82
21.09 Probationary Period 83
21.10 Salary On Promotion 84
21.11 Salary On Demotion 84
21.12 Salary On Transfer 84
21.13 Temporary Performance Of Higher Duties 84
21.14 Maximization 85
ARTICLE 22 - MULTI-SITE WORK 86
22.01 Occasional 86
22.02 Regular And Ongoing 86
22.03 New Multi-Site Position 87
ARTICLE 23 - OCCUPATIONAL HEALTH AND SAFETY 87
23.01 Occupational Health And Safety Act And Regulations 87
23.02 Occupational Health And Safety Committee 87
23.03 Referral Of Health Or Safety Concerns 88
23.04 Workplace Conflict 89
23.05 Immunization 89
23.06 Protective Clothing/Equipment 90
23.07 Post-Trauma Counselling 90
23.08 Personal Safety Training 90
23.09 Adverse Weather/Personal Communication 90
23.10 Workers’ Compensation 91
23.11 Influenza Vaccine 93
23.12 Immunizations/Quarantine 94
ARTICLE 24 - PERSONNEL FILE 95
24.01 Personnel Record 95
24.02 Documents On File 95
ARTICLE 25 - GENERAL PROVISIONS 95
25.01 Accommodation Of Spiritual And Cultural Differences 95
25.02 Disasters 95
25.03 Bulletin Boards 96
25.04 Court/Jury Duty 96
25.05 Personal Property Damage 96
25.06 Uniforms 96
25.07 EFAP 97
ARTICLE 26 - LAY-OFF AND WORK RESUMPTION 98
26.01 Lay-off Defined 98
26.02 Discussion Of Implementation 98
26.03 Seniority 99
26.04 Senior Employees Retained 99
26.05 Notification Of Lay-off 99
26.06 Seniority Pool 100
26.07 Placement Into Vacant Position 100
26.08 Discussion Of Options 100
26.09 Displacement 101
26.10 Work Resumption 102
26.11 Severance Pay 103
26.12 Trial Period 103
26.13 Hourly Salary 104
26.14 Sick And Vacation Credits 104
ARTICLE 27 - MANAGEMENT - UNION COMMITTEE 104
ARTICLE 28 - PORTABILITY OF BENEFITS AND SENIORITY . 104
ARTICLE 29 - WORKPLACE REORGANIZATION 105
29.01 Reorganization 105
29.02 Principles 105
ARTICLE 30 - EMPLOYEE BENEFIT PLANS 106
30.01 Accessing Benefit Plans 106
30.02 Core Dental Plan 107
30.03 Group Life Insurance Plan 107
30.04 Pension Plan 107
30.05 Extended Health And Enhanced Dental Plans 107
30.06 Long Term Disability Income Plan 108
30.07 Annual Benefit Statement 108
30.08 Benefit Plan Coverage While Away From Work . 108 ARTICLE 31 - DURATION OF AGREEMENT 109
Implementation Dates 110
APPENDIX A VACATION PROVISION FOR FORMER PSC EMPLOYEES 000
XXXXXXXX X SUMMARY OF LONG TERM DISABILITY INCOME PLAN TERMS 139
APPENDIX C DEFERRED SALARY LEAVE TEMPLATE 143
APPENDIX D SALARY AND BENEFITS INFORMATION 152
LETTER OF UNDERSTANDING #1 Contracting Out 159
LETTER OF UNDERSTANDING #2 - Existing Letters of Understanding and Present Conditions and Benefits 159
LETTER OF UNDERSTANDING #3 Vacation Pay and Sick Pay on Termination or Retirement 160
LETTER OF UNDERSTANDING #4 Home Care – Hours of
LETTER OF UNDERSTANDING #5- Personal/Education Allowance 165
LETTER OF UNDERSTANDING #6 Cost of Printing Copies of the Collective Agreement for Distribution to New Employees 165
LETTER OF UNDERSTANDING #7 Joint Job Evaluation 166
LETTER OF UNDERSTANDING #8 Maintaining Terms and Conditions of Employees Previously Covered by CUPE 59/SDH Collective Agreement 000
XXXXXX XX XXXXXXXXXXXXX #0 Employment Insurance Rebate 167
LETTER OF UNDERSTANDING #10 Work Assignment for EMS Employees 167
LETTER OF UNDERSTANDING #11 Designated Field Hours Positions 168
LETTER OF UNDERSTANDING #12 Provincial Market Supplement Program 168
LETTER OF UNDERSTANDING #13 Determination of Market Supplement Rates 170
LETTER OF UNDERSTANDING #14 Special Provisions For Retention And Recruitment 173
LETTER OF UNDERSTANDING #15 Extended Health and Enhanced Dental Plans 175
LETTER OF UNDERSTANDING #16 Seniority and Disabled Employees Requiring Accommodation 000
XXXXXX XX XXXXXXXXXXXXX #00 Perfusionist Standby Allowance 000
XXXXXX XX XXXXXXXXXXXXX #00 Xxxx Structures 176
LETTER OF UNDERSTANDING #19 Bargaining Process and Relationships 000
XXXXXX XX XXXXXXXXXXXXX #00 Mid-Wives Working Conditions 176
1.01 "Affiliate" shall mean a health agency which has an affiliation agreement or similar contract with the Saskatchewan Health Authority to operate.
1.02 "Casual Employee" is a person who:
(i) works on a call-in basis and is not regularly scheduled; or
(ii) is regularly scheduled for a period of three (3) months or less for a specific job.
Casual Employees shall be entitled to all benefits and rights in accordance with both the Benefit Plan Documents and the Collective Agreement.
1.03 "Classification" shall refer to each level or levels of positions within an occupational group.
1.04 "Date Of Employment" shall mean the date the Employee last commenced employment with the Saskatchewan Health Authority or its Affiliates.
1.05 "Day" shall mean the twenty-four (24) hour period calculated from the time the Employee commences work.
1.06 "Demotion" shall mean the movement of an Employee from one classification to another classification having a lower rate of pay.
1.07 "Employee(s)" shall mean Employees covered by this Agreement.
1.08 "Employer" shall mean the Saskatchewan Health Authority or an Affiliate covered by this Agreement which may be amended from time to time through voluntary recognition or by an Order of the Labour Relations Board.
1.09 “EMS” shall mean emergency medical services where Emergency Medical Technicians, Emergency Medical Technicians – Advanced, Paramedics and Emergency Medical Dispatchers are employed.
1.10 "Fiscal Year" shall mean the period between April 1 and March 31 of each year.
1.11 "Full-Time Employee" shall mean an Employee who is regularly scheduled to work the hours of work defined in Article 15.01.
1.12 "Immediate Supervisor" shall mean the individual to whom the Employee reports and from whom the Employee takes instructions.
1.13 "Occupational Group" shall mean a profession represented by Health Sciences Association of Saskatchewan.
1.14 "Part-Time Employee" shall mean an Employee who works less than the standard hours of work of a full-time Employee, as defined in Article 15.01, on a regular basis.
1.15 "Parties" shall mean:
(1) Health Sciences Association of Saskatchewan, and
(2) The Saskatchewan Health Authority and its Affiliates.
1.16 "Position" shall refer to a specific set of responsibilities and duties within a classification.
1.17 "Promotion" shall mean the movement of an Employee from one classification to another classification having a higher rate of pay.
1.18 "Reclassification" means a substantive bona fide change to any or all of the following (a) through (c) for any existing classification/position:
(a) Job duties and responsibilities;
(b) Experiential requirement for the classification/position;
(c) Educational qualification required for the classification/position.
1.19 “Saskatchewan Health Authority” shall mean the Saskatchewan Health Authority as constituted by the Province, and for the application of this agreement shall include a Regional Health Authority, Health District or any predecessor or successor administrative body as constituted by the Province.
1.20 “SAHO” shall mean the Saskatchewan Association of Health Organizations Inc. In the event SAHO is no longer the Designated Employers’ Organization, references to ‘SAHO’ in this collective agreement will apply to the newly legislatively designated organization(s).
1.21 “SHEPP” shall mean the Saskatchewan Healthcare Employees’ Pension Plan.
1.22 "Standby" shall mean any period during which an Employee is not on regular duty, but must be available to respond without undue delay to a request to return to duty.
1.23 "Temporary Employee" is one who is hired on a temporary basis for a full-time or part-time position:
(i) for a specific job of more than three (3) months and less than one (1) year or;
(ii) to replace a full-time or part-time Employee who is on an approved leave of absence for a period in excess of three months; or
(iii) to replace a full-time or part-time Employee who is on a leave due to illness or injury where the Employee on leave has indicated to the Employer that the duration of such leave will be in excess of three (3) months.
Temporary Employees shall be entitled to all benefits and rights in accordance with both the Benefit Plan Documents and Collective Agreement. Upon termination of the temporary position, the Employee's status will be determined by Article 21.03 of this Agreement.
1.24 The personal pronouns "he", "she", "him", "her", “his” or "hers", as used in this Agreement shall be construed as referring to individuals of either gender.
1.25 "Transfer" shall mean the voluntary movement of a qualified Employee from one position to another position in the same or different classification with the same rate of pay.
1.26 “Union” shall mean the Health Sciences Association of Saskatchewan.
1.27 "Week" shall mean the period between midnight Saturday and midnight on the immediately following Saturday.
1.28 “Weekend” shall mean the period between 0001 hours Saturday and 0700 hours Monday.
1.29 “3sHealth” Health Shared Services Saskatchewan is an organization which, in partnership with the Saskatchewan Health Authority, its Affiliates and the Saskatchewan Cancer Agency, develops, implements and administers shared services for the Health sector.
This Collective Bargaining Agreement shall apply to those Employees represented by the union pursuant to an Order of the Labour Relations Board, unless mutually agreed otherwise by the union and Employer.
Where the Employer creates a new position which might reasonably fall within the scope of this bargaining unit or makes changes to the description of a position that may affect the inclusion or exclusion of the position within the scope of this agreement, the Employer will inform the union.
SAHO and the Employers recognize the union as the sole bargaining agent for all Employees within the scope of this Collective Bargaining Agreement.
SAHO and the Employers agree to negotiate with the union and its designated representatives in all matters affecting the relationship between the Employers and their Employees relating to conditions of employment, rates of pay, hours of work and other working conditions including the means of settling disputes and grievances.
No Employee shall be required or permitted to make a written or verbal agreement with an Employer representative that may conflict with the terms of this Collective Bargaining Agreement.
(a) The Employer shall provide copies of up-to-date organizational charts to the union.
(b) The union shall provide the Employer with an up-to-date list of Union Representatives and Officers.
The Employer and the Union recognize the need for effective correspondence. As such, either party may provide, in writing, their communication process(es) to be utilized when correspondence is required between the parties.
Every new Employee shall, within thirty (30) days, apply for and maintain membership in the union as a condition of employment. The Employer shall provide new Employees with a copy of the Collective Agreement at the beginning of their employment. The Employer shall have all newly hired Employees complete the HSAS Membership Registration form, maintain a copy for their records and forward the completed and signed original to the Union.
Every Employee who is a member of the union shall maintain membership in the union as a condition of employment. In those special circumstances where an Employee is not required to maintain membership in the union, that Employee shall, as a condition of employment, pay to the union the dues required to be paid by members.
The Employer shall deduct initiation fees, assessments and monthly dues from the wages of each Employee covered by this agreement. Deductions shall be made no later than the last pay period each month and shall be remitted to the provincial HSAS office within two (2) weeks after the deductions have been made or on the 15th of the following month.
When remitting dues, the Employer shall also provide the following information in an excel spreadsheet format or any other mutually agreed upon format:
Employee first name
Employee last name
Employee type (e.g. - FT, PT, Temp FT, Temp PT, Casual)
Current position number
Current position start date
Current position end date (If applicable)
Termination date (For terminated Employees)
Employee status (e.g. - Working, LOA, WCB, LTD)
Leave start date (For those not working)
Leave end date (For those not working)
Designated base work site address
Regular hours worked
Regular hours paid
Overtime hours worked
Overtime hours paid
Gross monthly income
Gross income YTD
Dues deducted (Including non-paying Employees)
Initiation fees deducted
The union shall notify the Employer in writing, of changes to the initiation fees, assessments and monthly dues not less than thirty (30) days before the effective date.
A union member temporarily assigned to an out-of-scope position will have dues deducted from regular earnings received while temporarily filling the out-of-scope position. The Union shall be notified in writing of such appointments within seven (7) calendar days.
During a newly hired Employee's orientation period, a union appointed representative shall be provided up to a maximum of thirty (30) minutes, plus necessary travel time, from her regular shift of duty without loss of pay (to a combined maximum of four (4) hours of pay) in order to introduce the union to the Employee.
Notice shall be sent to the Union in advance of any orientation sessions covered by this article including the date, time, and location of each orientation session. The Employer will provide a list of HSAS Employees scheduled to be in attendance at these orientation sessions a minimum of seven (7) calendar days in advance.
The Employer and the union agree that, subject to bona fide occupational requirements and/or any exemptions or other orders granted by the Saskatchewan Human Rights Commission, there shall be no discrimination, interference, restriction or coercion exercised or practiced with respect to any Employee in the matter of hiring, wage rates, training, upgrading, promotion, transfer, lay-off, recall, discipline, classification, discharge or otherwise by reason of disability, age, race, creed, colour, ancestry, national origin, political or religious affiliation, sex, sexual orientation, marital or family status, receipt of public assistance, nor by reason of membership or activity in the Union.
HSAS, SAHO and Employers understand that Aboriginal persons are significantly under-represented in the health care labour force and that additional actions are needed to promote and facilitate employment of Aboriginal persons in health care occupations at all levels. It is therefore mutually agreed that HSAS, SAHO and Employers will work in cooperation to:
(a) Encourage the incorporation of provisions into the collective agreement that promote fairness and equity for all current and future Employees;
(b) Develop action plans and programs that:
- Xxxxxx mutual respect, trust, fairness, open communication and understanding;
- Focus on recruiting, training and career development of Aboriginal workers;
- Identify workplace barriers that may be discouraging or preventing Aboriginal workers from entering and remaining in the workforce;
- Facilitate constructive race and cultural relations;
(c) Promote and publicize initiatives undertaken to encourage, facilitate and support the development of a representative workforce;
(d) Implement educational opportunities for all Employees to deal with misconceptions and dispel myths about Aboriginal peoples. This will include enhanced orientation sessions for new Employees to ensure a better understanding of respectful work practices to achieve a harassment free environment.
The union acknowledges that it is the right of the Employer to manage its operation and to direct the work force. Management rights are subject to the terms of the Collective Agreement.
No Employee shall be disciplined or discharged except for just cause.
Progressive discipline will be used in dealing with Employees whose conduct is not satisfactory.
In all cases where the Employer considers the Employee's conduct warrants disciplinary action, the Employee will be afforded the opportunity of having a union representative in attendance.
Any written disciplinary documentation presented to the Employee will also be copied to the Union.
Written documentation of disciplinary action shall be removed from the Employee's personnel file after two years, or after three years in the event of suspension, provided there has been no further documented events of the same or similar nature during that two or three year period.
Where an Employee is disciplined and the Employer decides to report the matter to the professional association, it may only do so at the time that discipline is being imposed.
The Employer and the union are desirous of maintaining positive relations and of encouraging a professional relationship between Employees and the Employer. The parties agree to attempt to resolve differences between them in an amicable way and, as much as possible, without recourse to the decision of any third party. They will endeavor to seek solutions that will be of mutual benefit to Employees and the Employer.
In an effort to resolve issues between the parties the Union may request documentation from the Employer relevant to resolving the issues being discussed. Documentation falling under this article shall not be unreasonably requested nor denied.
9.01 Informal Discussion
It is the desire of the parties hereto that differences or disputes of Employees be addressed as quickly as possible. Employees or the union may refer such differences or disputes to the immediate out-of- scope supervisor concerned as soon as possible upon cause of complaint and, in any case, within twenty-one (21) calendar days. The Employee is entitled to be accompanied by a Union Representative. The immediate out-of-scope supervisor shall give a decision verbally within fourteen (14) calendar days. If the immediate out-of-scope supervisor’s response is not satisfactory to the employee or to the union, the union may submit a grievance in writing, in accordance with Article 9.06 – Grievance Procedure.
(a) A grievance means any difference or dispute between the Employer and any Employee(s), or the union.
(b) Where a dispute involves a question of general application or interpretation of the Collective Agreement, the Employer or the union may submit the dispute directly to the other party in writing, for formal resolution according to Article 9.06.
The union shall notify the Employer, in writing, of the names of the Union Representatives and of any changes made therein.
The Employer will advise the union in writing of the Employer representative(s) designated to receive grievances and any changes made therein.
The Employer agrees that the grievor and Union Representative may leave assigned duties temporarily in order to discuss matters related to a grievance. The grievor and Union Representative shall request permission of their supervisor(s) and suitable arrangements shall be made by the supervisor(s) prior to the Employees leaving. Neither the grievor nor Union Representative shall suffer any loss of pay for the time so spent.
Where a dispute involves the discharge of an Employee, the union may immediately submit the grievance, in writing, according to the Grievance Procedure in Article 9.06.
If the decision of the immediate out-of-scope supervisor is not satisfactory to the Employee or to the union, the union may within fourteen (14) calendar days, refer the grievance, in writing, to the next level of management, with a copy to Human Resources. That manager shall discuss the grievance with the Union Representative and shall render a written decision within fourteen (14) calendar days of receiving the grievance.
The parties may agree to resolve the grievance through means such as mediation or expedited arbitration.
Failing satisfactory settlement of the grievance by the Employer Designate or alternate dispute resolution process, the matter may be referred to Arbitration in accordance with the applicable provisions of The Saskatchewan Employment Act. In any grievance, the parties may agree to refer the matter to a single arbitrator. The Arbitration Board shall submit copies of any decision or award to the Employer, the union and the Saskatchewan Association of Health Organizations.
If the grievance is not referred to Arbitration as therein provided, or to an alternate dispute resolution process, within twenty-eight (28) calendar days of receipt of the decision of the Employer Designate, the grievance shall be deemed to have been settled.
Failure on the part of any Supervisor or Employer Designate to reply within prescribed time limits, shall give the union the right to proceed to the next step. The time limits set out above may be extended by mutual agreement.
The decision of the Arbitration Board shall be final and binding on the parties, and there will be no stoppage of work because of the grievance. The Arbitration Board shall not have the power to add to, subtract from, or amend any of the provisions of this Agreement.
(a) Seniority means the number of hours worked, exclusive of overtime, and all hours as set out in Article 10.02 that an Employee has accumulated while working from the last date the Employee commenced employment with the Saskatchewan Health Authority and/or its Affiliates. Seniority shall not apply during the probationary period, however, once the probationary period has been
completed, seniority shall be credited from the last date of employment.
(b) In addition to Article 10.01(a), Employees on standby shall be credited with seniority as follows:
(i) all call in/back hours.
(ii) Hours on Standby = Hours of Seniority 3
The crediting of standby hours shall occur monthly on dates identified as the payroll month end. Employees utilizing seniority during a calendar month, as permitted under the collective agreement, shall have access to standby hours credited up to the previous month end.
(c) In no case shall an Employee accumulate annual seniority in excess of full-time hours for that classification as determined in Article 15 and taking into consideration the following:
(i) All Employees who were Full-Time and active for the entire seniority year and have more than 1900 seniority hours will be topped up to 1948.8 (with the exception of EMS Employees)
(ii) All Employees will have their seniority capped at 1948.8 hours for the seniority year (with the exception of EMS Employees).
(iii) All EMS Employees will be able to earn up to 2184 seniority hours for the seniority year. EMS
Employees’ seniority hours will be capped at 2184.
Seniority shall accrue during:
(a) the first one hundred and nineteen (119) calendar days of sick leave including time on E.I. sick benefit or Income Replacement Benefits under the Automobile Insurance Act;
(b) unpaid leaves of absence up to and including one hundred and sixty-eight (168) work hours in a calendar year;
(c) hours absent while receiving benefits from the Worker’s Compensation Board;
(d) temporary positions, out-of-scope of any union, with the Employer not to exceed twelve (12) months unless extended by mutual agreement with the union;
(e) bereavement leave, pressing necessity leave, family leave, medical care leave;
(f) jury duty and court service;
(g) vacation leave;
(h) leave for elected Public Office;
(i) union leave;
(j) all maternity/paternity/adoption/parental leave;
(k) education leave up to twenty-four (24) months.
(l) Long-term disability or Income Replacement Benefits under the Automobile Insurance Act.
(m) If an Employee’s hours of work are reduced due to a disability, full-time Employees shall maintain their pre- disability accrual rate.
Other than full-time Employees shall accrue seniority as follows:
(i) For those who have worked one (1) year or more: Paid Hours in Previous 52 Weeks = Seniority Hours Per
52 Week of Leave
(ii) For other than full-time Employees who have worked for less than one (1) year:
Paid Hours = Seniority Hours Per Number of Weeks of Employment Week of Leave
Seniority shall be maintained, but not accrue, during:
(a) period of lay-off in excess of one month;
(b) suspension for discipline;
(c) unpaid leaves of absence over one hundred and sixty-eight
(168) work hours in a calendar year;
(d) the probationary period in a permanent out-of-scope position.
(e) temporary positions in other bargaining units with the Employer not to exceed twelve (12) months unless extended by mutual agreement with the union.
(f) Employees shall have the ability to transfer seniority in accordance with Article 28 PORTABILITY OF BENEFITS AND SENIORITY.
An Employee shall lose all seniority if she:
(a) terminates employment with all Employers;
(b) is discharged for just cause;
(c) fails to return to work immediately following the termination of a leave of absence or within fourteen (14) days from receipt of notification by the Employer to return to work following a lay-off, unless in either case the Employee can show a justifiable reason for failure to report to work;
(d) is on lay-off from all Employers for more than three (3) years;
(e) is a casual Employee and has not worked for a period of two hundred and seventy-four (274) calendar days exclusive of approved leaves of absence, sick leave, WCB, or DIP;
(f) fills any position not within the scope of this agreement on a temporary basis exceeding 12 months, unless mutually agreed otherwise between the Union and Employer;
(g) works exclusively in a permanent out-of-scope position and successfully completes the probationary period.
For (a) to (e) loss of seniority shall result in the termination of an Employee.
The Employer shall maintain a seniority list showing the date upon which each Employee's service last commenced and including total seniority hours up to and including the Saturday in which December 31 falls each year, as calculated in Article 10.01. An up-to-date seniority list shall be posted in places accessible to all Employees by February 1st of each year, with a copy to the union. The seniority list shall be open for correction for a period of thirty (30) days from the date of posting.
Correction requests shall be limited to seniority accrual for the previous 12 months and will follow these parameters:
1. Correction requests should come in writing and contain reasons for the request. The correction request shall be sent to the attention of the appropriate Human Resources representative who will ensure that a copy of each request received is provided to the Union.
2. Correction requests will be limited to the calculation of seniority within positions covered by the current HSAS/SAHO Collective Agreement and the following:
(a) Disputes about the calculation of seniority where a full- time Employee had full-time employment status for the entire seniority year and was not credited with full-time seniority;
(b) Matters arising out of the portability of seniority;
(c) Matters arising out of the calculation of seniority in general;
(d) Matters which had previously been brought to the attention of the Union and are still in abeyance.
3. In the event that a correction request requires further investigation, input, or may fall outside of the general parameters above, before a decision can take place, the Union and the Employer agree to appoint individuals with a mandate
to discuss and attempt to resolve the seniority issue prior to moving to the grievance process.
(a) Insofar as the regular operation of the Employer allows, a leave of absence without pay shall be granted to the Employee provided the Employee furnishes reasons for requiring such leave. Where the total consecutive months of leave would exceed twenty-four (24) months, the leave shall be granted only in exceptional circumstances.
(b) A leave of absence for the purpose of alternate employment outside of the Saskatchewan Health Authority and its Affiliates shall be at the sole discretion of the Employer.
(c) On completion of the leave of absence, the Employee shall return to the same worksite, same salary level and same or comparable position held prior to taking such leave.
B. Return from Sick Leave, Long Term Disability or Workers’ Compensation
Except for circumstances where Article 12.11 Duty to Accommodate is applicable, an Employee returning from sick leave, long term disability or Workers’ Compensation shall return to the same worksite, same salary level and same or comparable position held prior to taking such leave.
Employees are encouraged to submit requests for leave of absence as early as possible. Except in extenuating circumstances:
(a) All requests for leave of absence of seven (7) calendar days or less shall be submitted at least seven (7) days in advance.
(b) All requests for leave of absence of more than seven (7) calendar days shall be submitted at least twenty-eight (28) days in advance.
(i) Requests to extend the length of leave shall be submitted at least twenty-eight (28) days in advance of the previously agreed upon date of return.
(ii) Requests to reduce the length of leave shall be submitted at least twenty-eight (28) days in advance of the new date of return.
Requests shall include dates of commencement and return. The Employer shall provide the Employee with a written response within 3 calendar days of the request if LOA is for less than seven (7) days and within fourteen (14) calendar days of the request if the LOA is greater than seven (7) days. Whenever a request is denied, the written response must include reasons for the leave of absence being denied.
When leave of absence without pay is for thirty one (31) consecutive calendar days or more, no sick leave credits or annual vacation credits will be accumulated for the entire period of absence and a new increment date will be established, except in the instances of maternity, adoption and parental leave, where the Employee shall maintain her increment date for up to twelve (12) months while on Leave. For other than full-time Employees, their increment date shall be maintained on a pro rata basis calculated on their paid hours over the previous fifty-two
(52) weeks, or length of employment if less than fifty-two (52) weeks.
Prior to commencement of the leave, the Employer shall inform Employees of their options to continue Group Life Insurance and Disability Income Plan coverage during their leave.
An Employee shall be granted leave without pay for pressing necessity. Pressing necessity shall be defined as a sudden or unusual occurrence that could not, by the exercise of reasonable judgement, have been foreseen by the Employee and which requires the immediate attention of the Employee.
The Employee may elect to use any entitlement to time off such as vacation, public holiday or earned time.
Upon request, on the death of a family member, as herein defined, an Employee shall be granted bereavement leave with pay from scheduled work. Leave shall be available between the date of death and two days after the funeral, except where bereavement responsibilities require their attendance on a day outside this period, as follows:
(a) Up to four (4) working days in the event of the death of the spouse (opposite or same sex, married or unmarried couples), fiancé, mother, father, brother, sister, son or daughter, grandparent, grandchild or someone with whom they have an equivalent relationship.
(b) Up to two (2) days in the event of the death of a father-in- law, mother-in-law, brother-in-law, sister-in-law, son-in-law, or daughter-in-law, grandparent-in-law, aunt, uncle, niece, nephew or someone with whom they have an equivalent relationship.
(c) Employees who have to travel five hundred (500) kilometers or more one way to attend a funeral or other family responsibilities related to 11.05 (a) and (b) shall be granted an additional two (2) days off without loss of pay.
(d) Insofar as the regular operation of the Employer will permit, up to four (4) hours to attend the funeral of a co-worker.
In addition, the Employee shall be entitled to vacation, earned time or unpaid leave of absence as may be required for this purpose.
(a) Family leave is intended to provide the necessary time to attend to the needs of individuals for whom the Employee has a duty of care. Upon request, Employees shall be granted family leave with pay. Employees are required to provide the Employer with notification of leave requirements as early as possible after determining the need.
In the event that there are not sufficient family leave credits earned at the time of a request, Employees may also request vacation, earned time or unpaid leave of absence as may be required for this purpose.
(b) Full-time Employees shall earn family leave credits at the rate of one third (1/3) day per month [2.66 hours] to a maximum of five (5) days [40 hours]. Other than full-time Employees shall earn family leave credits, prorated based on paid hours.
Probationary Employees will not have access to family leave credits. Subsequent to successful completion of probation, Employees will be credited with family leave credits earned during probation.
(c) Employees shall have timely access to information regarding their accumulated family leave credits.
An Employee who is unable to make the necessary arrangements for maintenance of personal health care outside of scheduled work time, shall be granted time off with pay. Such time off shall not exceed sixteen (16) working hours per calendar year. Hours in excess of sixteen (16) hours per calendar year shall be deducted from the Employee's sick leave accumulation.
On request, Employees with four or more years of service may, on one occasion only per fiscal year, be granted up to four (4) weeks unpaid leave of absence without loss of benefits.
(a) Participation in educational programs is encouraged by the Employer. Upon the request of an Employee, the Employer may grant leave, with or without pay, to attend training and/or education. If the educational event occurs on an Employee's day off, the Employer may grant equivalent time off with pay. Tuition costs, registration fees, or expenses incurred may be paid by the Employer.
(b) When the Employer requires and requests the attendance of an Employee at a conference or workshop, or similar educational session, normal salary and benefits shall be continued. When attendance is required on days off, Employees shall be entitled to equivalent time off with pay. In addition, all registration or tuition fees and reasonable
and substantiated expenses related to the session shall be paid by the Employer.
(c) In addition to the provisions of 11.09 (b), EMS Employees:
(i) attending education as required by the Saskatchewan College of Paramedics shall be paid their straight time hourly rate to a maximum of eight (8) hours for each education day or time spent, whichever is less;
(ii) successfully completing the following certification and re-certification programs, ACLS, ITLS, CPR, PALS and EMD and any other specific certification and re- certification programs deemed mandatory by the Employer will be reimbursed for tuition costs.
(d) The Employee's increment date will not change as a consequence of the first twenty-four (24) months of an educational leave of absence.
(e) Where operational considerations and client care are not adversely impacted, an Employee may request to change her daily hours of work in order to attend ongoing educational classes. If approved, the Employee shall not be eligible for any premiums or premium pay she would not have otherwise been entitled to.
The parties agree that Employees require leave from time to time in order to conduct the business of the union. Upon request, including appropriate notice as identified below and except under exceptional circumstances (eg: Acts of God, Disasters, etc.) Executive Council members, Board of Governors, Finance Committee members, and Negotiating Committee members, shall be granted leave of absence for union business.
Other members requesting union leave will not be denied provided the leave does not unreasonably interfere with the operational requirements of the Employer.
Except under extenuating circumstances:
- any request for such leave will be made at least 72 hours in advance;
- for a leave in excess of 14 days, the Employee will give at least 14 days prior notice;
- where leave is for regularly scheduled meetings, the Employee will notify the Employer as soon as she is aware of the dates.
(a) The Employer agrees to continue to pay normal salary and benefits to the Employees allocated on a short term basis of thirty one (31) calendar days or less to attend to union business and that the Employer is to charge the union for reimbursement of the cost. Such costs shall only include:
(i) Actual lost wages;
(ii) Employer's share of Canada Pension contributions;
(iii) Employer's share of Employment Insurance premiums;
(iv) Employer's share of SHEPP contributions or equivalent;
(v) Employer's share of Group Insurance premiums;
(vi) Employer's share of Disability Income contributions;
(vii) Workers' Compensation premiums; and
(viii) Employer’s share of Extended Health and Enhanced Dental Premiums
(b) On leaves of absence of more than thirty one (31) calendar days, and at the request of the union, the Employer agrees to pay normal salary and benefits to an Employee, and will charge the union, in addition to those costs set forth above, an appropriate amount for the following benefits:
(i) annual vacation;
(ii) sick leave;
(iii) public holiday; and
(iv) core dental plan premiums.
An Employee who is expecting the birth or adoption of a child shall be entitled to maternity/parental/adoption leave without pay, provided she presents a medical certificate confirming the probable date of birth, or in the case of adoption, gives the Employer notice of eligibility. Except in extenuating circumstances, the notice shall be submitted in writing at least twenty-eight (28) days in advance of the leave and shall specify the probable date of commencement and the anticipated length of leave.
The following conditions shall apply:
(a) Leave of Absence for maternity/parental/adoption shall be for up to eighteen (18) months as requested by the Employee, except in extenuating circumstances when, in the opinion of a medical practitioner, the leave should be further extended.
(b) Upon return from such leave, the Employee will resume employment at the same worksite, in the same or in a comparable position prior to the granting of such leave. In the event the Employee on Maternity/Parental/Adoption Leave is affected by lay off, she shall be afforded access to the provisions of Article 26, Layoff And Work Resumption.
(c) Notice of intention to return to work or request for a change of the length of the leave of absence, must be forwarded to the Employer twenty-eight (28) days prior to the expiration of the leave. The Employee shall be entitled to one (1) extension of said leave. However, the entire length of such leave of absence shall not exceed eighteen (18) months.
(d) An Employee shall have access to sick leave credits as per Article 12.07.
(e) Accrual of seniority when on such leave is calculated as follows:
(i) For full-time Employees, seniority shall accrue as if they were working.
(ii) For other than full-time Employees who have worked for one (1) year or more:
Paid Hours in Previous 52 Weeks = Seniority Hours Per
52 Week of Leave
(iii) For other than full-time Employees who have worked for less than one (1) year:
Paid Hours = Seniority Hours Per Number of Weeks of Employment Week of Leave
(f) Supplemental Employment Insurance
Maternity/Parental/Adoption Supplemental Employment Benefit (SEB)
The Employer will implement a Supplemental Employment Benefits Plan. Employees will receive the Supplementary Employment Benefits if they meet eligibility requirements.
Maternity/Parental/Adoption Supplemental Employment Benefit (SEB) shall apply to all Employees.
“Eligible Employee” shall mean an Employee who has completed at least thirteen (13) weeks of employment prior to commencing her/his maternity and/or parental/adoption leave, and who is in receipt of Employment Insurance maternity or parental/adoption benefits.
Maternity Supplemental Employment Benefits
An Employee, who is in receipt of Employment Insurance (EI) maternity benefits pursuant to the “Employment Insurance Act”, shall be paid a SEB that is equivalent to the difference between the gross weekly EI benefit the Employee is eligible to receive and seventy-five (75%) of the Employee’s regular weekly rate of pay. This SEB payment shall commence following completion of the one
(1) week EI waiting period and upon submitted proof of receipt of EI benefits. The SEB payment shall continue while the Employee is in receipt of the EI maternity benefits for a maximum of fifteen (15) weeks.
The Employer will pay seventy-five percent (75%) of the Employee’s regular weekly rate of pay for the one (1) week
waiting period required for maternity benefits under the Employment Insurance Act.
Parental/Adoption Supplemental Employment Benefits
An Employee, who is in receipt of the Employment Insurance (EI) parental/adoption benefits pursuant to the “Employment Insurance Act”, shall be paid a SEB that is equivalent to the difference between the gross weekly EI benefit the Employee is eligible to receive and seventy-five (75%) of the Employee’s regular weekly rate of pay. This SEB payment shall commence following completion of any required one (1) week EI waiting period and upon submitted proof of receipt of EI benefits. The SEB payment shall continue while the Employee is in receipt of EI parental/adoption benefits for a maximum of ten (10) weeks.
If a one (1) week waiting period is required for parental/adoption benefits under the Employment Insurance Act, the Employer will pay seventy-five (75%) of the Employee’s regular weekly rate of pay for this waiting period.
In instances where two Employees share the paternity/adoption leave and both are in receipt of EI parental/adoption benefits, both Employees shall be eligible for the SEB to a maximum of ten (10) weeks each.
SEB Payment Calculation
SEB payments will be based on the regular weekly rate of pay in the Employee’s home position.
The regular weekly rate of pay shall be determined by multiplying the Full Time Employee’s regular weekly work hours by the regular hourly rate of the last day worked prior to the commencement of the leave and excludes overtime, premiums and allowances.
Regular weekly work hours for other than full time Employees shall be determined by calculating the average regular hours paid per week over fifty-two (52) weeks preceding the commencement of the leave.
Salary changes with an effective date during the leave will not result in an adjustment to the SEB payment.
(a) An Employee shall be granted unpaid parental leave, as provided for by the Employment Insurance Act, upon providing the Employer with at least twenty-eight (28) days notice.
(b) Upon return from such leave, the Employee will resume employment at the same worksite, in the same or comparable position and at the same range of pay occupied prior to the granting of such leave.
(c) The Employee shall give the Employer twenty-eight (28) days written notice of intention to return to work or to change the length of leave.
(d) Accrual of seniority when on such leave shall be in accordance with Article 11.11 (e).
A Deferred Salary Plan represents a special measure toward the shared goal of enhancing the retention and recruitment of professional staff to Saskatchewan’s Health Care system. HSAS will have the right to request the Saskatchewan Health Authority and its Affiliates to permit their interested HSAS Employees to participate in the Plan with or without minor changes to the wording of the Plan as mutually agreed. Failing mutual agreement on the wording of the Plan either HSAS, the Saskatchewan Health Authority or its Affiliates may appeal to a third party for a final and binding decision on the wording of the Plan. Failure to reach agreement on the name of a third party will allow a request by either party to the Minister of Labour to appoint same.
In so far as the operation of the Employer allows, participation by HSAS members in the Plan will not be unreasonably denied.
For a template of a Deferred Salary Leave Plan see Appendix C.
Employees shall be granted a leave of absence without pay to ensure that they have access to the Federal Compassionate Care Benefit program.
The parties recognize that employees sometimes face situations of interpersonal violence in their personal life. Upon notification to the Employer, employees shall be entitled to a paid leave for a maximum of forty (40) hours and an unpaid leave for a maximum of a further forty (40) hours for Interpersonal Violence Leave as provided for in the Interpersonal Violence Leave in the Saskatchewan Employment Act (SEA), Section 2-56.1. Employees will ensure the Employer is notified as soon as possible as to the expected duration of the leave. Upon written notification to the Employer, an employee may request time off in lieu or vacation to maintain income while on the unpaid portion of the leave. After eighty (80) hours, an employee may request to use other applicable leave provisions as per the Collective Agreement.
Sick leave means the period of time an Employee is absent from work because of disability due to illness or injury not covered by Workers’ Compensation.
An Employee who will be absent from duty as a result of sickness or disability shall notify her immediate supervisor or designate as soon as possible prior to the commencement of her scheduled shift. By failing to do so, except in extenuating circumstances, the Employee shall be considered absent without leave and the Employer may make a deduction in pay for the time which expires between the time the Employee should have reported for work and the time at which the Employee reported their sickness or disability.
The Employer reserves the right to request a medical certificate in respect of absence due to illness or disability. This certificate shall be requested prior to or during such illness or disability.
Full-time Employees shall accumulate sick leave credits at the rate of one and one half (1 ½) days per month worked up to a maximum of one
hundred and ninety (190) days. Other than full-time Employees shall earn sick leave credits on a pro rata basis.
Employees who currently have in excess of one hundred and ninety
(190) days in their sick leave bank will be permitted to maintain their balance, but not accrue credits. If their sick leave bank drops below one hundred and ninety (190) days in the future, the Employee will be eligible to accrue credits again up to the established maximum of one hundred and ninety (190) days.
All new Employees to the bargaining unit will be given an advance of five (5) days [forty (40) hours] of sick leave credits.
(a) For full-time Employees, a deduction shall be made from accumulated sick leave credits for all normal working hours (exclusive of Public Holidays) absent for sick leave.
(b) Part-time Employees shall have access to accrued sick leave credits during the posted and confirmed period for shifts scheduled prior to becoming ill. Outside the posted and confirmed period, access to accrued sick leave credits will be based on their letter of appointment or the average number of paid hours in the fifty two (52) weeks preceding the illness, whichever is greater.
(c) Casual Employees shall have access to accrued sick leave credits during the posted and confirmed period for shifts scheduled, prior to becoming ill. Outside the posted and confirmed period, a casual Employee who remains unable to work due to illness shall have access to sick leave credits based on the average number of paid hours in the fifty two
(52) weeks preceding the illness, or since date of hire, whichever is less, provided the Employee has worked a minimum of 780 hours during that period.
(d) Casual EMS Employees shall have access to accrued sick leave credits during the posted and confirmed period for shifts scheduled. In addition, a casual EMS Employee who remains unable to work due to illness shall have access to accrued sick leave credits based on the average number of paid hours in the fifty two (52) weeks preceding the illness, or since date of hire, whichever is less.
(e) For periods of disability due to illness or injury, pursuant to article 12.01, which are expected to continue past the one hundred nineteenth (119th) calendar day, an Employee must apply for long term disability, regardless of the amount of sick leave remaining in their sick leave bank. Employees shall only have access to their sick leave credits after the one hundred nineteenth (119th) calendar day where the employee has submitted an application for long term disability and is awaiting a decision on that application. If an employee is approved for long term disability coverage, there will be no reduction of sick leave benefits already received, and any balance of sick leave credits at the time of approval will remain to the
Employee’s credit until she returns to regular work or is no longer receiving long term disability coverage. If an employee is denied long term disability coverage or is later removed from long term disability coverage pursuant to Appendix B or the terms of the long term disability plan, they shall have access to their sick leave benefits pursuant to Article 12.
Employees who have entitlements to payout of unexpended sick leave credits under the terms of previous collective bargaining agreements will retain that entitlement. The details of this provision are outlined in Letter of Understanding #3.
Employees shall have access to sick leave credits for illness which may arise during pregnancy while the Employee continues active duty with the Employer. In addition, sick leave for valid health related reasons related to the pregnancy and substantiated by a medical certificate shall be granted for the actual period of illness during the maternity leave.
The Union agrees to appoint representation on a review committee that may be established by the Employer to address sick leave.
The Employer recognizes that alcohol and drug dependencies are illnesses. In the event a performance issue arises and an Employee
identifies to her Employer that she is suffering from an alcohol and/or drug dependency, such Employee shall be afforded the opportunity to seek treatment. The Employee shall have access to sick leave, and where requested, shall provide confirmation of participation in an appropriate treatment plan.
(a) When an Employee is able to return to the workplace on any type of graduated return to work program, the Employer, the union representative and the Employee shall, prior to the Employee returning to work, meet to identify the details surrounding the Employee’s return to work.
(b) If the only restriction to the returning Employee is the requirement for modified hours of work, the Employee may return to work prior to a meeting taking place as outlined in 12.10 (a) upon mutual agreement in writing between the Union and the Employer.
The Employer and the Union acknowledge their duty to accommodate Employees with disabilities. Where an Employee notifies the Employer she is able to return to work, verified by a medical certificate, the Employer and the Employee shall meet to identify the accommodations required including re-training for that Employee, prior to the Employee returning to work. The Union representative shall be present during discussions.
Sick leave credits will not be paid where an Employee is in receipt of income replacement benefits under The Automobile Accident Insurance Act, except that any difference between such benefits and the Employee’s regular net pay shall be paid to the Employee from the Employee’s accumulated sick leave credits, provided that credits are available for use, for a period not to exceed one (1) year from the date of the accident.
For the purposes of maintaining and accessing Employee benefits, in accordance with the terms of the Plans, the Employer shall forward the appropriate application forms and shall ensure that such completed forms are submitted to 3sHealth.
All Employees shall be entitled to:
(a) time off for annual vacations of 3, 4, 5 or 6 weeks dependent upon the Employee's continuous employment; and
(b) vacation pay calculated in accordance with Articles 13.07 and 13.08.
“Vacation Year” means the twelve (12) month period commencing on the first (1st) day of April in each calendar year and concluding on the thirty first (31st) day of March of the following calendar year.
"Continuous Employment" means employment at any work location with the Saskatchewan Health Authority and/or its Affiliates, unbroken by a termination from all employment.
Projected accumulated vacation credits for Employees shall be posted by February 1st of each year and will be subject to verification in accordance with vacation credit entitlement determined on the vacation cut-off day of March 31st of each year.
(a) Annual vacation shall be regulated on a mutually agreed basis within the workplace. In cases of disagreement, seniority shall govern in the Employee's first selection of an unbroken period of vacation. However, when annual vacations are split, seniority shall only govern in that first selection as indicated by the employee. In order for an Employee to exercise her rights she must make her vacation selection by March 1 of each year.
(b) Vacation requests submitted subsequent to the annual vacation selection shall be granted, insofar as the operational needs of the Employer permit, on a first
come first serve basis. If denied, written reasons shall be provided within ten (10) days of receiving the request or prior to the requested vacation, whichever is earlier.
(c) Employees shall be entitled to receive vacation as it is earned during each vacation year.
(d) Employees shall be entitled to receive vacation in an unbroken period.
(e) Other-than-full-time Employees shall provide their Employer, at the time of vacation selection, the calendar day that they will be available to return to work.
The Employer shall post a vacation schedule for each workplace no later than March 15th of each year. Once posted, these dates cannot be changed without mutual consent.
Full-time Employees shall be entitled to time off and shall earn vacation credits as follows:
(a) During the first (1st) and subsequent years, including the third (3rd) year of continuous employment, three (3) weeks of time off and fifteen (15) days of vacation credit (1 1/4 credits/month).
(b) During the fourth (4th) and subsequent years, including the fourteenth (14th) year of continuous employment, four (4) weeks of time off and twenty (20) days of vacation credit (1 2/3 credits/month).
(c) During the fifteenth (15th) and subsequent years, including the twenty fourth (24th) year of continuous employment, five
(5) weeks of time off and twenty five (25) days of vacation credit (2 1/12 credits/month).
(d) During the twenty fifth (25th) and subsequent years of continuous employment, six (6) weeks of time off and thirty
(30) days of vacation credit (2 1/2 credits/month).
Other-than-full-time Employees shall earn vacation credits, as specified above, on a pro-rata basis.
(a) During vacation leave periods, an Employee shall receive her regular rate of pay, based on available credits.
(b) When an Employee’s annual vacation entitlement has been fully exhausted, 3/52, 4/52, 5/52 or 6/52 of the Employee's gross earnings (all remuneration paid to the Employee except transportation allowance) during the vacation year will be calculated. Any amount by which this amount exceeds pay already received during the vacation leave period will be paid to the Employee.
Where an Employee requests vacation pay in advance and provides fourteen (14) days written notice prior to the commencement of the vacation, vacation pay shall be provided to the Employee no later than her last scheduled working day prior to vacation.
Maximum vacation credits available as of March 31st of each year shall be the vacation credits earned during that vacation year plus five days earned vacation credits from previous vacation years.
Where, in respect of any period of vacation leave, an Employee is:
(a) granted bereavement leave, or
(b) granted sick leave as a result of hospitalization during the scheduled vacation, or
(c) granted sick leave, verified by a physician, which confined the Employee for a period of four (4) or more consecutive days, or
(d) granted sick leave, verified by a medical doctor immediately prior to commencing scheduled vacation and such illness continues into the period of scheduled vacation, or
(e) granted other approved leave of absence,
the period of vacation so displaced shall either be added to the vacation period if mutually agreed or reinstated for use at a later date.
An Employee called back from vacation shall be paid at two times (2x) her regular rate of pay for all hours worked. Upon completion of the work that the Employee had been called back to perform, the Employee may, at her discretion, resume and complete the remainder of the scheduled vacation days or, by mutual agreement, reschedule unused vacation to be taken at a later date.
Where the Employer requires an Employee to cancel scheduled vacation as provided in Article 13.06, the Employee shall immediately notify the Employer of any associated unrecoverable cost that the Employee will experience. The Employer will reimburse the Employee for such reasonable and actual cost, where supported by receipts or other satisfactory proof.
An Employee who terminates at any time in the vacation year before having taken vacation, shall be paid out for all vacation credits earned and not yet taken.
Employees formerly under collective agreements that provided for enhanced vacation pay upon termination or retirement are addressed in Letter of Understanding #3.
(a) An Employee whose current vacation entitlement (accrual rate) is more favorable than the provision of Article 13.07 may continue her current entitlement. Subsequent increases to vacation entitlement shall be as per Article 13.07.
(b) An Employee who works for more than one (1) Employer shall accrue vacation credits at the highest accrual rate to which she is entitled with any Employer.
For the purpose of this Agreement, the following shall be considered Public Holidays:
New Year’s Day Saskatchewan Day
Family Day Labour Day
Good Friday Thanksgiving Day
Easter Sunday Remembrance Day
Victoria Day Christmas Day
Canada Day Boxing Day
and any other day proclaimed as a public holiday by the Federal, Provincial or Municipal Government. However, a civically declared holiday in lieu of any of the above named public holidays shall not be considered a holiday.
(a) For Employees who are regularly scheduled to work Monday through Friday,
(i) when the public holiday falls on a Sunday, the holiday will be observed on the following Monday.
(ii) when the public holiday falls on a Saturday, the holiday will be observed on the previous Friday.
(b) For Employees whose regular days of rest are not Saturday or Sunday, the holiday will be observed on the day it occurs.
(a) Public Holiday On A Scheduled Work Day Employees required to be on duty on any of the
aforementioned holidays shall be paid at the rate of time
and one-half (1-1/2) their regular rate of pay, plus time off with pay equal to the regular hours worked. Such time shall be granted within four (4) weeks before or after the week in which the holiday occurs, or if this is not possible, payment in lieu at their regular rate unless it is mutually agreed
between the Employer and Employee to extend the period in which the holiday may be taken.
(b) Public Holiday On Day Off/Vacation
Where a Public Holiday falls on an Employee’s day(s) off, or during the Employees annual vacation period, such Employee shall receive an additional day off with pay in lieu thereof.
Wherever possible, a day off in lieu of a Public Holiday, shall, unless otherwise requested by the Employee, be added onto regular days off.
(a) Public Holiday On Scheduled Work Day
Other than full-time Employees required to work on a Public Holiday as set out in Article 14.01 shall receive:
(i) one and one-half (1 ½) times their regular rate of pay for all the normal hours worked, and
(ii) holiday pay calculated on the following basis, whichever is greater:
(1) if the Employee has been paid at least two of the four previous days of the same name as the day the holiday is observed, she is eligible for holiday pay for the average number of hours paid on those days:
(2) Number Of Paid
Hours In The Normal Hourly = Public Immediately X Full-Time X Rate Holiday Pay Preceding Hours/Day Of Pay Entitlement Four Weeks
(b) Public Holiday On Day Off/Vacation
Where a public holiday falls on an other than full-time Employee’s day(s) off, or during the Employee’s annual
vacation period, such Employee shall receive holiday pay in accordance with (a) (ii) above.
An Employee required to work in excess of the regular hours of work on the day of a public holiday shall be paid at two (2) times the regular rate of pay.
Except as otherwise provided by this agreement, standard annual hours for full-time Employees shall be 1948.8 hours, and the provisions of Article 15.01 (Standard Hours of Work), and other associated provisions, including Article 15.04 (Overtime and Premium Rates), will apply. The parties may meet from time to time, provincially or at the local level, to negotiate modifications in the patterns of work hours, or to confirm the extension of such modifications. As well as such modifications for which provisions are made herein, the parties may make modifications which alter some aspects of the administration of this agreement, as long as no Employee be required to work more than full-time hours, as averaged over some reasonable period of time, not to exceed six (6) months.
For the purposes of this Article, there will be a cycle of consecutive three (3) week periods commencing January 6, 2019 (see the calendar on the inside back cover of this Collective Agreement showing the division into three (3) week periods). Where an Employer has established a different cycle of consecutive three (3) week periods, the transition will be made in such a way that no wages are lost and no overtime is earned simply by reason of the transition to the generally established cycle.
(a) Hours of work shall not exceed one hundred and twelve
(112) hours in a three (3) week period, or eight (8) hours in any one day.
(b) For full-time Employees, the shift schedule shall provide for six (6) scheduled days off in each three (3) week period in addition to any public holiday falling within the period, and Employees shall be scheduled no less than two (2) consecutive days off.
For part-time Employees, the shift schedule shall provide for no less than six (6) unscheduled days in each three (3) week period with no less than two (2) consecutive unscheduled days.
Additionally, full-time Employees shall be scheduled for a seventh (7th) Additional Day of Rest (ADR) in conjunction with an Employee’s scheduled days off or scheduled Statutory Holiday off or on a day which is mutually agreed upon. Up to three ADRs can be banked, to be taken at the Employee’s discretion subject to operational considerations. Where provision of service is enhanced by banking additional ADRs, the union and Employer may agree to do so. If the hours of work in a three (3) week period exceed one hundred and twelve (112) hours by reason of the Employee wishing to bank her ADRs, overtime rates shall not be payable for the hours so worked. Banked ADRs must be used in the fiscal year they accrued.
(c) Employees shall not be required to work more than six (6) consecutive calendar days.
(d) Each day paid for sick leave, annual vacation, public holiday and paid leave of absence shall be considered a shift worked.
(e) The schedule shall provide for at least one (1) weekend off in each three (3) week period.
(f) For the purpose of tracking standard hours of work, the Employer will post, in the same location as Employee timesheets, the attached calendar as per the Collective Agreement marking weeks 1-3.
(a) Hours Of Work:
Notwithstanding other provisions of this agreement, and consistent with The Ambulance Act, the standard hours of work for full-time Employees shall consist of scheduled shifts so as to ensure a forty-two (42) hour work week averaged over a period of sixteen (16) weeks and two thousand, one hundred and eighty four (2184) hours annually. Hours of work do not include periods when the Employee is assigned standby as per Article 15.11.
Notwithstanding the above annual hours of work, where it is mutually agreed between the Employer and the Union, the parties may implement standard hours of work of one thousand, nine hundred and forty-eight point eight (1948.8) for EMS Services.
(b) Designated Base:
During the work period, an Employee shall be assigned a designated base, which could include the work site or another suitable location.
(c) Employees shall not be required to work more than six (6) consecutive calendar days.
(d) Each day paid for sick leave, annual vacation, public holiday and paid leave of absence shall be considered a shift worked.
(e) The schedule shall provide for at least one (1) weekend off in each three (3) week period.
(f) Where, under the terms of this agreement, Employees regularly work full-time hours other than 1948.8 annually, the number of hours for which they are entitled to sick leave, vacation, and family leave will be adjusted to reflect the average daily hours of work.
(g) For the purposes of tracking standard hours of work, the Employer will post, in the same location as Employee timesheets, the attached calendar as per the Collective Agreement marking weeks 1-3.
For field hours positions, hours of work will be two hundred and twenty-four (224) hours in a six (6) week period, the cycle of defined six week periods commencing and continuing from January 6, 2019. Within each six (6) week period, an Employee will have flexibility to govern her hours of work within any day or series of days to meet client and essential program needs.
The following provisions will apply:
(a) Overtime rates, as per Article 15.04, shall be paid for any hours worked that exceed twelve (12) hours in a day or two hundred and twenty-four (224) hours in any six (6) week period.
(b) In addition to the regular rates of pay, a shift premium of
$2.10 ($2.75 effective July 1, 2015) per hour for all work required to be performed between 1800 and 0700 hours.
(c) Within each six week cycle, an Employee shall be entitled to a minimum of twelve (12) days off.
Additionally, full-time Employees shall be entitled to two Additional Day(s) of Rest (ADR) within each six week cycle. Field Employees shall be entitled to the provisions of Article
15.01 A. (b) with respect to banking ADRs.
(d) Each day paid for sick leave, annual vacation, public holiday and paid leave of absence shall be considered a shift worked.
(e) For the purpose of tracking field hours of work, the Employer will post in the same location as Employee time- sheets, the attached calendar as per the Collective Agreement marking the weeks 1-6.
The designation of position(s) as field hours positions shall be subject to discussion by the parties. Factors to be considered when reviewing the matter shall include the following:
Nature of the work
Type of service provided
Requests for a change to the designation of a position(s) may be initiated by the Employer, Employee, or union.
Consideration of such a request shall include the same above factors.
Should agreement not be reached by the parties on the designation of a position, then the matter may be referred to arbitration in accordance with Article 9.08, or some other mutually agreed to adjudication process.
The introduction of the extended shift is designed to provide Employees with less days to work in a defined period with no increased cost to the Employer.
a) The parties may agree to modify the hours of work provisions by the negotiation of extended shifts. Under such arrangements, variation in hours of work may occur as the result of shifts of longer than eight (8) hours, but with fewer shifts so that hours do not exceed an average of one hundred and twelve (112) hours per three (3) week period.
b) Extended shift arrangements which have been negotiated will continue until negotiated otherwise or terminated under the terms of the original agreement.
c) When either party terminates a local extended shift agreement, the Employees affected shall return to Standard Hours in accordance with Article 15.01 of the Collective Agreement, by an orderly process as agreed to by the parties.
d) Local agreements for the implementation of twelve (12) hour shifts will normally conform, with modifications as necessary, to the standard extended shift arrangement outlined as follows:
(i) Regular hours of work for Employees shall be eleven point seven eight (11.78) (referred to as twelve  hours hereafter) consecutive hours per day. Full-time Employees shall be scheduled for twelve (12), twelve (12) hour shifts and one (1) eight (8) hour shift in a twenty-eight (28) day period. It is agreed that eleven point seven eight (11.78) hours is equivalent to eleven hours (11) and forty-seven
(ii) Each Employee will be entitled to at least two
(2) consecutive days off and every second weekend off, or by mutual agreement between the Employer and the Employee, two (2) weekends off in four (4) and in any case, not more than two (2) consecutive weekends worked in a row. A weekend shall be defined as
the consecutive hours between 0001 hours Saturday and 0700 hours Monday.
(iii) Overtime rates shall be paid for all time worked in excess of eleven point seven eight (11.78) hours or eight (8) hours, whichever is being worked, at the rate specified in Article 15.04.
(iv) 1. Each extended shift of twelve (12) hours shall be inclusive of three (3) paid fifteen minute rest periods.
2. Each extended shift of twelve (12) hours shall be exclusive of one (1) forty-five minute unpaid meal break.
3. Each shift of eight (8) hours shall be inclusive of two (2) paid fifteen (15) minute rest periods and exclusive of one (1) thirty (30) minute unpaid meal break.
(v) No more than four (4) consecutive extended twelve (12) hour shifts shall be scheduled at any time. Deviation from this shall only be by mutual agreement between the Employer and the Employee.
(vi) The period of annual vacation shall correspond to the Employee’s regular rotation.
(vii) Public Holidays falling on an Employee’s day off shall entitle the Employee to an eight (8) hour day off with pay.
Public Holidays off or days in lieu of Public Holidays shall be scheduled for an eight (8) hour shift.
All hours worked on a Public Holiday by an Employee on the extended shift schedule shall be paid at the rate of time and one-half (1 ½) times. A day off in lieu of work on a Public Holiday shall be an eight (8) hour day.
(viii) Sick leave will be accumulated and taken on a pro-rata (hour for hour) basis.
(ix) Shift Premium according to Article 19.07 (a) of the Collective Agreement will be paid for actual hours worked between 1500 and 0800 hours. Weekend premium as per Article 19.07 (b) shall be applicable.
(x) This agreement may be rescinded by either party giving notice of twenty-eight (28) days within the first six (6) months following signing, and ninety (90) days thereafter. Employees will then return to Standard Hours according to Article 15.01 of the collective agreement, by an orderly process as agreed to by the parties.
(xi) Each day paid for sick leave, annual vacation, public holiday and paid leave of absence shall be considered a shift worked.
(a) One paid rest period of fifteen (15) minutes shall be scheduled by the Employer for each Employee scheduled a shift of three (3) hours or more (exclusive of meal period);
(b) Two paid rest periods of fifteen (15) minutes each shall be scheduled by the Employer for each Employee scheduled a shift of at least seven (7) hours (exclusive of meal period);
(c) Every effort will be made to grant such rest periods midway between each half shift;
(d) One unpaid meal period of one-half (1/2) hour shall be scheduled for each Employee working a shift of at least five
(5) hours excluding the meal period. Employees unable to take their meal period at the time scheduled, shall be provided time later in the shift for the meal period. Employees who work the standard full-time hours per day and who are unable to take their meal period will be paid one-half (1/2) hour at the overtime rate;
(e) For those Employees with a paid meal period, the Employer shall endeavor to provide an appropriate time to eat. Any Employee not receiving their meal period under this article shall be paid as per the language outlined in
15.02 (d) for the missed meal period.
(f) Upon request, the Employer shall arrange a suitable location for an Employee to breast-feed and/or pump during her scheduled shift. Whenever possible, the Employee shall be provided with time outside her scheduled breaks for the purpose of breast feeding and/or pumping.
Where posted work schedules are required;
(a) Provisional work schedules shall be posted forty-two (42) calendar days in advance in a place accessible to Employees.
(b) Work schedules shall be confirmed and posted no less than fourteen (14) calendar days in advance.
(c) When an Employee is required to change their shift from the posted and confirmed schedule, as a result of an Employer directive, the Employee shall be paid overtime at the rate of double time (2X) for all shift(s) so changed. It is agreed, however, that in emergency circumstances which could not have been foreseen by the Employer, the double time (2X) rate shall only be paid for the first five (5) shifts so changed.
(d) Where deviation from the posted and confirmed schedule results from Employee initiated changes or where there is mutual agreement with the Employee(s) and the Supervisor, such changes shall not be subject to overtime provisions unless overtime would have been paid irrespective of the change.
(e) Amendments to master rotations shall occur only after consultation with affected Employees.
A. Overtime Rates
(a) Overtime rates shall be paid at the rate of one and one half (1 1/2 x) times the regular rate of pay for the first three (3) consecutive hours and two times (2x) the regular rate of pay for all consecutive hours worked thereafter. An Employee who works overtime between the hours of 2400 and 0700 and such overtime is
continuous with her regular shift, shall be paid at the rate of two times (2x) her regular rate for all hours so worked. An Employee who works on her scheduled day(s) off shall be paid at the rate of two times (2x) her regular rate for all hours so worked.
(b) Overtime rates shall be paid for:
(i) any hours worked in addition to eight (8) hours in any day or one hundred and twelve (112) hours in any three (3) week period;
(ii) any shift in excess of six (6) consecutive days;
(iii) any shift changed within the posted and confirmed schedule as per Article 15.03 (c).
Overtime rates shall not be paid under (b) (ii) above where the cause of the shift(s) in excess of six consecutive days were additional shifts paid at Overtime rates as specified in (a) above.
(c) Wherever possible, all overtime must be authorized by the Employer, and except in emergency situations, such overtime must be authorized in writing in advance. While overtime is continuous with an Employee's regular shift and the Employee elects to leave the workplace for a meal break, not to exceed two (2) hours, overtime pay shall be paid for all hours worked at the applicable rate of pay.
(d) The allocation of overtime hours shall first be governed by:
client care needs
orientation suitable to length of assignment
professional needs of Employees
Where the above factors do not distinguish a specific Employee as the most appropriate for the assignment, then the assignment shall be made on the basis of seniority or some other system as mutually agreed between the Employer and the union.
B. Premium Rates – Third Weekend
(a) Full-time Employees shall not be scheduled to work more than two weekends in a row. If a full-time employee accepts an offer of overtime on the third Saturday and/or Sunday they shall be compensated for all hours so worked at the rate of two times (2X) their regular rate of pay.
(b) Other than full time (OTFT) Employees shall not be assigned/scheduled to work more than two weekends in a row. This does not preclude an OTFT employee from waiving their Third (3rd) Weekend Premium to accept a shift at regular rates of pay.
(c) If an OTFT employee, who has not waived the Third (3rd) Weekend Premium, accepts an offer of work on the Third (3rd) Saturday and/or Sunday they shall be compensated for all hours so worked at a rate of two times (2X) their regular rate of pay.
(d) Except where Articles 15.01 A (e), 15.01 B (e), and
15.01 D (d) (ii) apply, at no time shall an employee be paid overtime/3rd weekend premium rates for regularly assigned/scheduled work on a Saturday and/or Sunday. An employee shall be eligible for Third (3rd) Weekend Premium for a maximum of one Saturday and/or Sunday per designated three
(3) week period.
(e) OTFT Employees on approved paid leave on a weekend(s) in any three (3) week period shall not be assigned but may be offered work on a Third (3rd) weekend.
(f) Where an employee is required to work overtime against their wishes (15.06) on a Saturday and/or Sunday or where an employee is required to work more than two consecutive weekends as a result of an Employer directed change to their work schedule as per Article 15.03 (c), they shall be eligible for Third (3rd) Weekend Premium until such time the employee receives a weekend off or accepts an offer under 15.04 B (a) or 15.04 B (b) above.
Where mutually agreed between the Employer and Employee, time off, calculated at the appropriate overtime rates in lieu of overtime pay may be banked to a maximum of one-hundred (100) hours. Time off in lieu shall be taken at a time mutually acceptable between the Employee and the Employer and must be recorded on time sheets and work records. Any unused portion of the time in lieu bank as of February month end payroll report will be paid out prior to March 31 of each year.
No Employee shall be required to work overtime against her wishes when other qualified and able Employees within the work unit are willing to perform the required work.
(a) A period of at least 15 hours shall be scheduled between shifts;
(b) A period of at least 23.5 hours shall be scheduled between shift changes;
(c) In the event an Employee is called in and works at premium rates of pay three (3) or more hours of the eight (8) hours immediately preceding her next assigned shift of regular duty, she shall have the right, except in emergent situations, to designate that assigned shift or part thereof as an unpaid rest period with no loss of seniority.
Split shifts shall not be scheduled except by mutual agreement between the union and the Employer(s).
(a) Any Employee reporting for work shall be paid no less than three (3) hours at the regular rate of pay;
(b) The Employer shall not implement scheduled shifts of less than three (3) consecutive hours.
An Employee who has been designated by the Employer to receive work related communication after leaving her place of work, shall be paid for one-half (1/2) hour at her regular rate of pay when such a communication related to the designation is received. Subsequent communication within this 1/2 hour period will not trigger an additional 1/2 hour payment.
Should a communication or series of consecutive communications extend beyond 1/2 hour, the Employee will be paid for the actual time spent in communication.
Subsequent communication received outside the 1/2 hour paid period shall result in an additional 1/2 hour period being paid.
Time spent in communication shall not be considered as time worked for purposes of seniority and overtime calculation.
(a) For the purposes of standby, a day means a twenty-four
(24) hour period calculated from the time an Employee commences her scheduled shift or for an Employee not working a scheduled shift a day means the twenty-four (24) hour period calculated from the time she is assigned standby.
(b) Standby assignment shall mean any period during which the Employee is not on regular duty but is designated on standby, and must be available to respond without undue delay to any request to report to duty. Where ever possible, Employees shall not be assigned standby on scheduled days off.
(c) A standby payment shall be paid to each Employee so assigned on the following basis:
(i) $3.15 per hour for each hour on standby on a regular working day with a minimum payment for eight (8) hours.
(ii) $4.25 per hour for each hour on standby on days off and Public Holidays with a minimum payment for eight
(iii) OTFT EMS Employees shall be paid $5.00 per hour for each hour on standby with a minimum payment of eight
(8) hours each day on standby.
(d) Hourly standby payments will cease, subject to a minimum payment of eight (8) hours of standby, for the length of time an Employee receives pay for reporting to work.
(e) Employees will not be scheduled for standby for more than seven (7) consecutive twenty-four (24) hour days. Except by mutual agreement Employees will be scheduled at least two (2) consecutive twenty-four (24) hour days off following the seven (7) day period.
(a) Regular Call Back
Any Employee who is called back to work after having completed her regular work schedule and having left the work site, shall be paid at the rate of time and one-half (1- 1/2) the regular rate for the first (1st) three (3) hours and thereafter double (2x) the regular rate of pay, but with a minimum of two (2) hours at the rate of time and one-half (1-1/2) the regular rate.
(b) Call Back After Midnight Or On Public Holiday Or On Scheduled Day Off
Employees who are called back to work between the hours of 2400 (midnight) and 0700 hours or on Statutory Holidays or on their scheduled days off, shall be paid at the rate of double (2X) the regular rate of pay for all hours so worked with a minimum of two (2) hours at the rate of double (2X) the regular rate. However, should a call back referred to above, commence prior to 2400 hours (midnight) or continue after 0700 hours, such period of time (outside of the frame of 2400 and 0700) shall be paid at the rate of one and one half (1 1/2) times the regular rate of pay.
Where ever possible, a part time Employee shall not be assigned standby on days she is not scheduled unless mutually agreed otherwise. If mutual agreement is obtained regular work day standby rates will be paid and regular rates of pay will apply if called in. If
mutual agreement is not obtained and the Employee is so assigned she will receive standby premium as per Article 15.11 (c) (ii) and if called in paid as per Article 15.12 (b).
A casual Employee who is called in while on standby, and who has not been scheduled to work that calendar day, will receive regular rates of pay for all hours worked, subject to Article 15.01.
A casual Employee who is called in and is scheduled to work later that calendar day shall be paid overtime as per Article 15.04 for all hours worked on that calendar day which exceed the regular scheduled daily hours of work for full-time Employees in that work area.
(a) Full-time and Part-time Employees
A full-time or part-time Employee that is assigned standby and required to report to work, on either a Public Holiday or scheduled day off, shall receive pay in accordance with Article 15.12(b).
(b) Casual Employees
(i) A casual Employee required to report to work while on standby will receive regular rates of pay for all hours worked subject to Article 15.09. Overtime rates shall be paid for all hours worked in excess of eight (8) hours per day or the regular scheduled daily hours of work of a full-time Employee in the work area, whichever is greater. If such Employee is required to report back within the original three (3) hour period, such time will be deemed continuous with the original call and will not precipitate another three (3) hour minimum.
(ii) Employees who have previously been at work that day and are called back to work will receive call back pay in accordance with 15.12 (a).
(iii) A casual Employee that is assigned standby and required to report to work, on either a Public Holiday or after being assigned standby for greater than seven (7) consecutive days, shall receive pay in accordance with Article 15.12(a).
(c) After midnight provisions as per Article 15.12 (b) shall not apply.
(a) The parties agree that the allocation of relief/casual hours of up to six (6) months, shall first be governed by:
client care needs
orientation suitable to length of assignment
professional needs of Employees
Where the above factors do not distinguish a specific Employee as the most appropriate for assignment, then the assignment shall be made on the basis of seniority as per (c), (d) and (e) below or some other system as mutually agreed between the Employer and the union.
(b) The Employer shall make reasonable effort to contact Employees to offer additional work.
(c) Additional relief/casual work shall be offered to employees on lay-off in accordance with Article 26.10
(f) Work Resumption.
(d) Employees available for the entire assignment of relief/casual work may be offered the work first. Part-Time Employees shall be offered these entire assignments of relief/casual work prior to Casual Employees.
(e) If no single Employee is able to do the entire assignment, then it will be offered first to the Part-Time Employees and then to Casual Employees on an as- available basis.
Notwithstanding the above, existing negotiated systems related only to the assignment of additional work shall continue unless mutually agreed otherwise.
Where other than full-time Employees wish to obtain additional hours of work:
(a) Employees seeking additional work shall make advance written notification to their supervisor indicating availability for such work.
(b) New Employees shall not be hired until existing other-than- full-time Employees, who have expressed an interest in the work and are qualified and able to do the work, have been given an opportunity to do the work.
(c) Where Employees agree to work additional shifts outside of normal schedules, such work shall not be construed as a change of shift.
(d) Employees cannot exceed the hours of work, as identified in Article 15.01 (a), without payment of overtime. At the time additional work is being offered, an Employee shall be responsible for advising the Employer that she will be in an overtime or premium situation at the time additional work is being offered.
(e) Once an Employee accepts an offer of additional work, she shall be obligated to report for that work unless subsequently granted paid or unpaid leave pursuant to the Collective Agreement.
Relief/casual shifts will be paid unless cancelled with at least forty-eight
(48) hours notice or if the replaced worker returns unexpectedly.
If the Employer allocates additional work incorrectly, the Employee claiming the entitlement to the work shall have fourteen (14) calendar days, from the initial day of allocated work, to raise the issue.
If an error is raised and confirmed, the matter will be remedied by offering the Employee a replacement shift of equivalent value within eight (8) weeks of the missed shift. The shift shall be scheduled on a date mutually agreed to by the Employer and the Employee and will be in addition to the normal staffing complement available on that day. The provisions of Article 15 (Hours Of Work) will apply and the replacement
shift shall not limit entitlements of the worker or other workers under this Article. In the event that the Employer has not provided options for a replacement shift of equivalent value within eight (8) weeks of the missed shift, the Employee will be paid out unless mutually agreed otherwise.
If not raised within the fourteen (14) calendar days, no remedy will be implemented.
A casual Employee will be removed from the casual roster if she has not worked for a period of two hundred and seventy-four (274) calendar days exclusive of approved leaves of absence, sick leave, WCB or DIP.
(a) A permanent full-time or part-time Employee, may voluntarily reduce her hours of work provided they are not on probation or trial, or in a temporary position. The request may be approved subject to operational considerations.
(b) Any Employee wishing to make such a request shall do so in writing to the Employer, giving at least twenty-eight (28) days notice prior to the time at which reduction is requested. The Employer shall provide the Employee with written reasons if a request for a reduction of hours is denied.
(c) The assignment of hours made available shall be according to Article 21.
(d) Any such conversion shall be subject to a trial period of six
(6) months, during which time either the Employee or the Employer may elect that the Employee return to working their previous hours of work by providing twenty-eight (28) days notice.
(e) Any Employee choosing to reduce her hours in this way will have the benefits of this agreement and be subject to the conditions of this agreement as it pertains to part time Employees.
(f) Where two or more Employees have applied for a reduction in hours and operational considerations would not permit both or all of them to reduce their hours of work, selection shall be based on seniority.
(g) Upon approval of a reduction of hours request, the Union will be provided with notice including the name of the Employee, their classification, department, and the amount of hours being reduced.
(a) A permanent full-time or part-time Employee, may request to temporarily reduce her hours of work for a period of up to one year provided they are not on probation or trial, or in a temporary position. The request may be approved subject to operational considerations. An extension of up to one additional year may be granted. Upon mutual agreement between the Employee and the Employer, further extensions may be granted. The Employee will revert to their previous hours of work upon completion of the approved period.
(b) Any employee wishing to make such request shall do so in writing to the Employer, giving at least twenty-eight (28) days notice prior to the time at which reduction is requested. The Employer shall provide the Employee with written reasons if a request for a reduction of hours is denied.
(c) Either the Employer or the Employee may, with twenty-eight
(28) days notice in writing, end a temporary reduction of hours prior to its original expiry. Where the Employer elects that the Employee return to their previous hours of work prior to the expiration of the approved reduction, written rationale will be provided by the Employer.
(d) Article 21.03 Temporary Vacancies shall apply where the reduced hours have been filled temporarily.
(e) Any Employee choosing to reduce her hours in this way will have the benefits of this agreement and be subject to the conditions of this agreement as it pertains to part-time employees.
(f) Where two or more Employees have applied for a reduction in hours and operational considerations would not permit both or all of them to reduce their hours of work, selection shall be based on seniority.
(g) Upon approval of a reduction of hours request, the Union will be provided with notice including the name of the Employee, their classification, department, and the amount of hours being reduced.
Arrangements for the reduction of hours or for job share that are currently in effect shall continue until otherwise negotiated, or until they end according to the terms of the current arrangement. Any issues arising out of the maintenance or renewal of existing arrangements will be addressed through discussion by the parties.
The salary scale applicable to Employees shall be set out hereinafter in the Wage Schedule.
Normal pay days shall be on a consistent basis as established by Employer practice. Explanation of payment codes will be made available upon request.
The Union shall be provided with a list of payment codes for each
Current deductions shall be made as required by federal and provincial legislation and no other deduction may be made without written consent of the Employee concerned except as otherwise provided for in this Agreement.
Payroll errors resulting in the underpayment of wages shall be rectified as soon as possible.
Any overpayment in pay shall be rectified as soon as possible by agreement between the Employer, the Employee affected and the designated Union Representative.
Employees commencing employment, or commencing employment in a position never held previously, who have previous experience acceptable to the Employer shall be placed on the salary range in accordance with the following:
(a) Less than one (1) year of experience in the three (3) years immediately preceding the date of employment shall be placed at step 1.
(b) One (1) year of experience in the three (3) years immediately preceding the date of employment shall be placed at step 2.
(c) Two (2) years of experience in the four (4) years immediately preceding the date of employment shall be placed on step 3.
(d) Three (3) years of experience in the five (5) years immediately preceding the date of employment shall be placed at step 4.
(e) Four (4) years of experience in the six (6) years immediately preceding the date of employment shall be placed at step 5.
Notwithstanding the above, the Employer reserves the right to exceed the above guidelines where it is deemed necessary.
Where previous experience has been obtained through recent service in other than full-time employment, recognition of such previous experience will be based on the number of hours paid. One (1) year experience will be recognized for each full year of recent service, according to the full-time hours for that classification as defined in Article 15.
An Employee promoted to a higher classification in accordance with Article 21.10 will have their salary determined in accordance with the above provision or article 21.10, whichever is greater.
(a) Full-time Employees shall be eligible for increments annually from their date of employment.
(b) Other than full-time Employees shall be eligible for one half (1/2) of an increment upon completion of each 974.4 hours or 1092 hours for EMS Employees who remain on 2184 annual hours.
(c) A casual EMS Employee, as an alternative to 18.06 (b), shall be eligible for a full increment upon completion of 10,000 hours of standby. Paid hours shall not be applicable in this calculation.
(d) Upon the attainment of an increment, either via paid hours or standby, a casual EMS Employee's increment date and standby hours shall be reset.
(e) If a promotion or reclassification results in an increase of over 10% to an Employee’s hourly rate of pay, a new increment date shall be established.
(f) Hours worked in temporary assignments shall be credited to the Employee for the purpose of advancement in their temporary and home position increment scale.
(a) All Employees who consent to use their vehicle for the conduct of the Employer's business on an occasional basis shall be reimbursed at a rate of fifty-six point one cents ($.5610) per kilometer with a minimum of four dollars and fifty cents ($4.50) per round trip.
(b) Employees who are called back to work and require transportation, will use the taxi company designated by the Employer and will charge the return fare to the Employer. Where Employees use their own vehicles, they shall be paid at a rate of fifty-six point one cents ($.5610) per kilometer with a minimum of four dollars and fifty cents ($4.50) per round trip.
(c) All Employees who are required to use their vehicle for the conduct of the Employer’s business on a continuing basis as a condition of employment, shall be reimbursed at a rate of fifty-six point one cents ($.5610) per kilometer. Additionally, a monthly car allowance will be provided as follows:
(i) Fifty dollars ($50.00) per month for an Employee who performs work during the month; plus
(ii) Nine dollars ($9.00) for each day the Employee is required to use her vehicle to perform work;
To a maximum of one hundred and eighty-five dollars ($185.00) in a calendar month.
(d) Employees required to use their vehicle for the conduct of the Employer’s business on a continuing basis may elect to waive the monthly car allowance in favour of being reimbursed at a rate of fifty-six point one cents ($.5610) plus nine one tenths of one ($0.009) cent per kilometer.
Employees shall have the right to select their method of travel allowance by December 15, to be effective on January 1 of the following year.
(e) The transportation kilometer rate delineated in 19.01 (a), (b), (c), and (d) shall be adjusted to reflect the percentage change in the Saskatchewan Private Transportation Index (SPTI), if that percentage adjustment, as applied to fifty-six point one cents ($.5610), yields an increase equal to or greater than one ($0.01) cent.
In cases where the percentage adjustment to the SPTI applied to the existing transportation kilometer rate, is equal to or exceeds a full one ($0.01) cent, then one ($0.01) cent will be applied to the current transportation kilometer rate. The portion of the adjustment that exceeds one ($0.01) cent will be carried forward to the next review period for inclusion in the next calculation for adjustment.
In cases where the percentage adjustment to the SPTI applied to the existing transportation kilometer rate does not equal or exceed one ($0.01) cent, there will be no adjustment applied based on that review period, however, that portion of one ($0.01) cent shall be brought forward
into the next review for inclusion in the next calculation for adjustment.
The amount of adjustment yielded by the procedure shall be rounded to the nearest one hundredth of one ($0.0001) cent.
Further reviews shall be done according to the following table:
July 2020 over January 2020
October 1, 2020
January 2021 over July 2020
April 1, 2021
July 2021 over January 2021
October 1, 2021
January 2022 over July 2021
April 1, 2022
July 2022 over January 2022
October 1, 2022
January 2023 over July 2022
April 1, 2023
July 2023 over January 2023
October 1, 2023
Further reviews will continue every six (6) months following the above review periods.
(f) The Employer will not require Employees to purchase automobile insurance coverage over what is provided with license plate insurance.
(g) Where an Employee is presently required as a condition of employment to provide a vehicle, or where the Employer has customarily provided a vehicle, no change in any such arrangement will be made without good reason and one hundred twenty (120) calendar days notice.
(h) An Employee that is required to report to a designated base, either at the beginning or end of the work day, shall receive transportation allowance, plus her applicable rate of pay, for actual time spent traveling from the designated base to the first client of the day and from the last client of the day to the designated base.
(i) An Employee that is not required to report to a designated base, either at the beginning or end of the work day, shall receive transportation allowance, plus her applicable rate of pay, for actual time spent traveling to the first client of the day and from the last client of the day, from/to her home or designated base, whichever is closer.
(j) An Employee bidding on a vacant position, or requesting to obtain additional work in a geographic area other than her designated area, shall receive time and travel as per 19.01(i), based on the designated base within the additional area requested. Where there is no designated base within the geographic area, an alternate location shall be designated as base. An Employee requested to travel outside her geographic area by her Employer shall be compensated for time and travel from her regular base of operations.
An Employee required to travel outside her town or city of residence, and stay overnight, will be reimbursed for reasonable hotel expenses, upon presentation of receipts. Such Employee shall be entitled to single occupancy.
An amount of $25.00 per night will be paid to an Employee who elects to stay in a private residence.
The Employer shall reimburse an Employee for substantiated meal expenses when the Employee is required to travel outside the community where their headquarters is based, to perform work duties.
It is understood that reimbursement will not be provided where the claim includes a meal for an individual other than an employee eligible for reimbursement.
Where issues arise as to the application of this article, the parties agree to meet to resolve the concern.
An Employee will be reimbursed for all substantiated (where possible) expenses incurred while performing required duties on behalf of the Employer. This includes, but is not limited to, reimbursement for work- related long distance phone calls, fax transmissions, postage, stationary, incidental parking and taxi. The Employer further agrees to assume the cost of required cleaning, of personal apparel and required cleaning of personal vehicles due to soiling resulting from unforeseen work related incidents beyond normal wear and tear.
A camp differential of eight (8) hours time in lieu shall be credited, in addition to normal wages [eight (8) hours] for each day of the week or portion of a day of the week, that an Employee is required to attend a twenty-four (24) hour camp. The time in lieu is to be scheduled within six (6) months of it being earned, or by March 31st of the year, whichever is earlier. Employees are not entitled to request the time in lieu as a payout.
For the duration of a camp assignment, an Employee is not entitled to overtime. Employees who, while at camp, work through their scheduled days of rest will be granted equivalent time off with pay.
Employees based in communities north of the 54th parallel including Cumberland House Health Centre and excluding Meadow Lake, Goodsoil and Loon Lake shall be entitled to the following northern provisions:
(a) Northern Allowance
In addition to other pay and allowance provided for by the Collective Agreement, Employee(s) shall receive a biweekly Northern Allowance as follows:
Ile a la Crosse, Pinehouse, Xxxxx Bay
Xxxxxxx, Xxxxxxx Mission
Xxxxxxxxx, Green Lake
Northern Allowance shall be pro-rated for Employees working less than full-time. In addition to the above allowance Employee(s) shall receive any increase (during the life of the agreement) in the Northern Allowance in accordance with the Saskatchewan Government and General Employees Union (SGEU) and Public Service Commission (PSC) rates.
(b) Transportation Expense
(i) Employees who are required to use their vehicles for the conduct of the Employer’s business on an occasional basis shall be reimbursed sixty-one point one ($.6110) cents per kilometer above the 54th parallel with a minimum of four dollars and fifty cents ($4.50) per round trip.
(ii) Employees who are required to use their vehicles for the conduct of the Employer’s business on a continuing basis as a condition of employment shall be reimbursed at a kilometer rate of sixty-one point one ($.6110) cents per kilometer above the 54th parallel with a minimum of four dollars and fifty cents ($4.50) per round trip.
A monthly car allowance shall be provided in accordance with Article 19.01.
(iii) An Employee who is called back to the Facility/Agency for duty shall be reimbursed for all reasonable and substantiated transportation expense. If the Employee travels for such purposes by private automobile, reimbursement shall be at the rate of sixty-one point one ($.6110) cents per kilometer above the 54th parallel from the Employee’s residence to the Facility/Agency and return with a minimum of four dollars and fifty cents ($4.50) per round trip.
(iv) Employees working at the Cumberland House Primary Care Health Centre shall be reimbursed at the rate of sixty-one point one ($.6110) cents per kilometer from the junction of Highway 55 and 123 and North in the above articles.
(v) Kilometer rate increases as per Article 19.01.
(c) Health Related Transportation
(i) Health transportation shall be provided to Employees, spouses or their dependents to/from the closest location where the required medical/health services are available, except where the Employee requires medical treatment and has a close professional relationship with the physician/practitioner who would provide the
service. Where a close professional relationship does exist, the Employee will be compensated for transportation to the next closest location where services are available.
This compensation shall be reduced by an amount equal to any other compensation received for the same travel incident.
(ii) The number of Employer paid trips per calendar year for health related reasons is limited to four (4) except where a bona fide emergency exists.
(iii) Transportation shall be paid for any person, other than the person who obtains treatment,
(1) if it is necessary for the person who obtains treatment to be escorted during the period of travel; or
(2) no suitable arrangements for the care of the dependents can be made at the work place location, and they must therefore accompany the person obtaining treatment.
(d) Continuing Education Transportation
(i) Each Employee shall have one (1) Employer paid trip per year, limited to transportation, for purposes of continuing education.
(ii) The courses/workshops must be related to the job duties of Employee requesting payment.
(e) Special Northern Leave
(i) Employees who complete one (1) year of service shall be entitled to an extra one (1) week of vacation (Special Northern Leave) in addition to their regular vacation entitlement. The extra week of vacation (Special Northern Leave) will have been earned at the end of each fiscal year and will be prorated based on the percentage of hours worked.
(ii) The extra leave must be taken in the year following that in which it was earned. Notwithstanding, the accumulated leave credit may be carried over to the next year.
(iii) Employees who complete one (1) year of service shall be provided with one (1) paid round trip to Saskatoon per calendar year. Employees who have not completed a trip may carry this trip forward to the next calendar year.
(iv) Any reference to trips to or from Saskatoon can be replaced throughout Article 19 with a trip to another destination provided payment is equal to or less than the actual cost of a trip between Saskatoon and the community.
(v) Where an Employee has completed one (1) year in a designated area and is superannuated, resigns or is dismissed within one (1) year following completion of the said year and has not taken the earned vacation leave, she shall be paid in lieu. In the event of death, payment shall be made to the estate.
(f) Clothing Allowance
Employees, as outlined below, shall be paid a winter clothing allowance upon hiring and yearly thereafter. This amount shall be pro-rated for Employees working less than Full-Time hours.
$200.00 per year
Buffalo Narrows, Ile a la Crosse, Beauval, Pinehouse Xxxx, Xxxxx Bay, Xxxxxxxxx Xxxxx Xxxx, Xxxxxxx Mission and Cumberland
$200.00 per year
La Ronge, Employees who travel in their work
$200.00 per year
(g) Family Leave
Employees shall accrue Family Leave credits in accordance with Article 11.06, to a maximum of:
(i) seven (7) working days [fifty-six (56) hours] for Employees based out of La Xxxxx, Buffalo Narrows, Pinehouse Xxxx, Xxxxx Bay and Ile a la Crosse;
(ii) six (6) working days [forty-eight (48) hours] for Employees based out of La Ronge, Creighton, Green Xxxx, Xxxxxxx Mission, Cumberland House and Beauval.
(h) Sick Leave
With prior arrangement, Employee(s) shall have access to leave for personal health care, as in Article 11.07, during their vacation period and/or when a medical treatment flight to a Centre where the required facilities are available or as referred by a physician.
(i) Moving and Transportation Expenses for New Employees
(i) All new permanent and temporary Employees shall be reimbursed for receipted relocation expenses up to a maximum of $3000.00
(ii) Relocation expenses would include but not be limited to the following:
1) Search for accommodation at new work location;
2) Moving of primary household effects;
3) In-transit insurance;
4) Transportation of personal motor vehicle;
5) Travel to new work location;
6) Storage costs of household effects;
7) Temporary accommodation at new work location;
8) Maintenance of original domicile;
9) Residential property expenses;
10) Incidental expense
(iii) In the event that the Employee voluntarily leaves the employ of the Employer or otherwise voluntarily vacates all positions eligible for this relocation expense before they have completed one year of service, the Employee will repay a pro-rated amount based on the shortfall of service.
(iv) Whenever possible, Employees shall have access to Employer paid transportation utilized by physicians to fly in and out of the community where the Employee works. Employees shall not be charged for such flights.
(j) Medivac Allowance
An Employee assigned to travel medivac shall be paid sixty dollars ($60.00) per round trip in addition to any other provisions of the Collective Agreement.
(k) Retention Strategies
All Employees shall receive annual retention payments after each year of service in the North. Employees shall receive the retention payment annually on their hiring anniversary date. Retention payments for other than full-time Employees shall be pro-rated based on paid hours.
Ile a la Crosse, Pinehouse, Xxxxx Bay
Xxxxxxx, Xxxxxxx Mission
Xxxxxxxxx, Green Lake
(l) Additional locations that arise during the life of the current Collective Agreement may be added to any of the tables within the present article upon mutual agreement between the Employer and the union.
An Employee who transfers or terminates prior to completion of a full year of service, shall be eligible for retention payment on a prorated basis if she has completed six or more months or continuous service since her last employment anniversary date. The prorated calculation will be in direct relation to her paid hours as compared with full- time annual hours of work.
Employees who relocate between locations covered by Article 19.06, in accordance with Article 28, shall receive the applicable payments, number of days leave and credited service for all benefits (such as Clothing
Allowance, Family Leave, Northern Allowance, Retention Payments, etc.) based on the amount of time spent in each location. Such work shall be considered continuous service as if the Employee worked at a single northern location.
(a) Evening/Night Premium
Employees working an evening or night shift where the major portion of hours worked fall within the hours of 1500 and 0800 hours, shall be paid at their regular hourly rate plus a shift premium of $2.10 ($2.75 effective July 1, 2015) per hour for all hours worked.
(b) Weekend Premium
A weekend premium shall be paid at the rate of $1.80 ($2.25 effective July 1, 2015) per hour for each hour worked between 0001 Saturday and 2400 hours Sunday. Weekend premiums will not apply where an Employee is receiving overtime pay.
The Employer shall reimburse eligible Employees within 31 days of submission of proof of payment, or pay directly to the appropriate body annual costs associated with professional or licensing fees that Employees are required to pay by either statute or the Employer.
Eligible Employees shall include all permanent full and part time Employees plus all other Employees who have worked a minimum of twenty percent (20%) of full-time hours during the previous licensing year applicable to their profession.
For EMS employees that have worked less than twenty percent (20%) of full time hours during the previous licensing year, the Employer agrees to pay the professional or licensing fees.
This provision shall not include the cost of vehicle operator licenses.
Subject to operational considerations, an Employee elected or selected for a provincial or national executive or committee position within a
professional association that relates to her job classification shall be granted a paid leave of absence to fulfill the requirements of the position.
The parties recognize the importance of the role of the preceptor who takes on a student placement.
(a) Prior to the commencement of a preceptorship, the Employer and Employee will discuss work assignment adjustments required. In addition, the Employer and Employee will discuss the impact on the Employee and the work unit of such placement.
(b) The Employer shall establish a roster on which Employees may indicate their interest in performing preceptor duties.
In assigning preceptor duties, the Employer shall first consider the Employees on the roster in a fair and equitable rotational basis.
(c) In addition, Employee(s) acting as a preceptor shall be provided with paid orientation in their role, function and responsibility.
If an Employee is reported by the Employer to her professional association, the Employee shall be advised within one (1) calendar day. The Employee shall receive a copy of the report. If the Employee is fully exonerated by the professional association, all reference to the matter shall be removed from the Employee’s personnel file and destroyed.
The Employers shall provide a working environment consistent with professional standards, practices, procedures and professional codes of ethics.
The Employer shall provide copies of current job descriptions to the Union upon request. A copy of new or revised job descriptions, including the proposed titles and rates of pay, shall be forwarded by the Employer to SAHO and the Union at least thirty (30) days prior to any required posting. Titles and rates of pay shall be subject to negotiation between the Union and SAHO in representation of the Employer for any new occupational group/classification/position and any reclassification of an existing occupational group/classification/position. An Employee entering a job will be placed at the applicable wage scale based upon the requirements of the position not on the credentials of the incumbent. Should agreement not be reached between the Employer and the Union in negotiations over title and rates of pay, the matter may be referred by either party to arbitration in accordance with Article 9.08 of this Agreement.
As an alternative to arbitration the parties may, where there is mutual agreement, refer the matter to the adjudication process outlined in Article 21.01 B.
Effective October 24, 2005, current incumbents are not eligible to utilize existing job descriptions to be considered for reclassification requests under this Article, Section 4, Specialization – Experience.
Positions shall be considered “senior” based on the criteria identified below. Persons currently occupying positions called “senior” shall be paid as a “senior”. Seniors shall be paid 8% above their corresponding base classification. However, upon any senior position becoming vacant, the position shall only retain the “senior” status if it meets one
(1) of the following criteria.
Additionally, any position shall be considered senior provided it meets any one (1) of the following five (5) criteria:
(i) Formal supervisory (clinical/professional and/or administrative) relationship with other Employees (Employees inside or outside the bargaining unit); and,
(ii) Accountable for the work (quality, quantity, and timeliness) for those they supervise; and,
(iii) Responsible for providing input into performance appraisals for those they supervise and/or selection (recommendation) of staff to be hired.
Responsible for development, monitoring and making subsequent adjustments to an assigned budget.
3. Combined Supervision and Resources
Must perform the following:
Regular and ongoing assignment and/or scheduling of activities/work (tasks/duties) of those who do not formally report to the position, plus responsibility for clinical/professional supervision of those individuals, and at least two of the following:
(i) Provides input into budget preparation
(ii) Responsible for clinical/professional orientation of new Employee(s) (introducing them to the organization’s environment, process and protocols).
(iii) Monitoring and replenishing of clinical/professional supplies and materials (excluding normal office supplies) from suppliers.
(iv) Ensuring proper functioning of equipment and for ensuring routine preventative maintenance is performed on equipment as required.
4. Specialization - Experience
This section only applies to new or vacant positions posted subsequent to October 24, 2005.
Occupy a position that requires, by job description and/or job posting, a minimum of two (2) years experience relevant to the required work, as determined by the Employer.
Must perform at least four (4) out of the five (5) of the following criteria as required by the position description:
1. Regular and ongoing responsibility (25% of their work time) for teaching or training staff or students in the specialty including paramedical, nursing, medical or support staff.
2. Regularly and consistently gives clinical/professional advice as a recognized resource within the discipline.
3. Ongoing responsibility for planning and assessing treatment policies and procedures for the specialty program (not for the individual).
4. Significant postgraduate education/training and/or experience relevant to the required work, as determined by the Employer.
Significant postgraduate education/training means:
(a) More than the continuing education requirements of the profession;
(b) Typically recognized by the discipline as “over and above” entry level requirements;
(c) The course length would typically be at least 40 hours.
5. Carries out a lead role in clinical research activities
(B) CLASSIFICATION ADJUDICATION PROCESS
Purpose of Classification/Position Adjudication
Titles and rates of pay for:
(a) New and/or unique occupational groupings, classifications and/or positions; and
(b) Reclassifications of occupational groupings, classifications and/or positions;
shall be subject to negotiation between the parties. Failing agreement an Adjudication hearing will be held to determine whether a new and/or unique occupational group/classification/position or any reclassification of an existing occupational group/classification/position has been placed on the most appropriate wage scale.
The parties agree to use one of the following two (2) single adjudicators: Xxxx Xxxxxxx or Xxx Ish. The adjudicator for the first adjudication will be determined by a flip of a coin; thereafter, they will alternate. The adjudicator’s decision shall be final and binding on all parties. HSAS and SAHO shall equally bear the expense of the adjudicator.
Referral to Adjudication
If HSAS and SAHO refer the matter to adjudication, it shall immediately be referred. The hearing shall take place no sooner than forty-five (45)
calendar days after being referred and no later than sixty (60) calendar days.
HSAS, SAHO and the Employer agree to share with one another all the information they have gathered that is relevant to the matter before the adjudicator. All information sharing must be completed within thirty (30) calendar days of referring the matter to adjudication. All written documentation received shall be shared with the adjudicator prior to the hearing.
Role of Adjudicator
The adjudicator will hear presentations from the Union and SAHO in representation of the Employer and shall issue a written decision including rationale, no later than fifteen (15) calendar days after the hearing which will be binding to the parties.
Adjudication Hearing Process
Adjudication hearings will be scheduled in either Regina or Saskatoon. The protocol for these hearings will be as per an arbitration hearing with the ability to call witnesses. The only exception to this being that none of the parties can raise information not shared with the other parties within the time limits under the heading “Information Sharing”.
In order to expedite the filling of vacancies, the Employer may elect to post vacancies electronically simultaneously within the Saskatchewan Health Authority and its Affiliates and externally. Nonetheless, first consideration, in accordance with Article 21.04, shall still be provided to HSAS applicants.
(a) Posting Process
(i) When a vacancy is to be filled, the vacancy shall be posted within thirty (30) calendar days of becoming vacant, electronically for as long as the vacancy is open and for a minimum seven (7) calendar days in all workplaces where HSAS members are employed and externally.
(ii) In filling the vacancy, first consideration shall be given to HSAS applicants in accordance with Article 21.04. Applicable seniority will be that accumulated with the Saskatchewan Health Authority and its Affiliates.
Any time and costs associated with attending the interview shall be the responsibility of the Employee.
(iii) If the Employer does not intend to fill the vacancy, the Union shall be notified within thirty (30) calendar days if:
the hours of the position are to be reduced/reconfigured, or
the position is to be abolished/eliminated, or
the position is to remain vacant and for how long.
(b) All postings and external advertisements pertaining to HSAS positions shall have the following statement: “Preference for this position will be given to HSAS members in accordance with the terms and conditions of the SAHO/HSAS Collective Agreement”.
(c) The following information shall appear on each posting:
Job type (FT, PT, Temp, Casual)
For information purposes only, it is agreed that the conditions outlined below may be subject to change.
Hours of work (e.g. Standard, Field hours)
Number of hours per rotation (3 or 6 week period, etc.)
Expected duration of position (Temporary)
(a) Temporary vacancies of six (6) months or longer shall be posted and filled in accordance with Article 21.02 (a).
(b) One additional posting shall be required for the position of the Employee transferring as a result of the original posting.
(c) When the temporary work becomes redundant, the Employee shall be returned to her former position.
(d) If as a result of the posted temporary position, an individual is hired from outside the bargaining unit, she shall upon completion of the temporary work maintain seniority for a period equivalent to her temporary assignment(s) for the purpose of accessing vacancies.
(e) If the Employee who created the original temporary vacancy returns unexpectedly, Article 15.03 Scheduling of Work shall not apply.
(f) Temporary vacancies will not exceed one year except as for provided within Article 1.23 or by mutual agreement between the Union and the Employer.
(g) Employees shall have the ability to accept a temporary position for the purpose of working within the Bargaining Unit which shall not be extended beyond the term of the original temporary job posting except by mutual agreement between the Employer(s) and the Union.
(h) Temporary appointments will not exceed the time frame delineated in the job posting unless mutually agreed between the Union and the Employer. When no time frame is outlined, the temporary appointment will not exceed one (1) year unless mutually agreed between the Union and the Employer.
(i) An Employee who holds a permanent position and who is filling a temporary vacancy shall only be eligible for another temporary vacancy that would result in the Employee obtaining a position:
With a greater number of hours per rotation (3 week, 6 week, etc.) in either the permanent or temporary position; or
An increase in the rate of pay.
When qualifications, suitability and experience necessary to perform the work are relatively equal, seniority shall be the deciding factor.
Where the seniority hours between applicants on the applicant listing are within sixty (60) hours the Employer will use actual seniority hours calculated at the closing date of the job posting.
Whenever possible, an Employee selected from the posting procedure shall commence the job within four (4) weeks after the date of notification of selection to the position, unless mutually agreed otherwise.
An electronic or paper copy of all postings, names of applicants, along with their seniority, plus the name of the successful applicant, shall be forwarded to the union office. All applicants will be advised of the results of the competition.
Every Employee's employment shall be confirmed in writing by a Letter of Appointment/Offer which shall include the following:
(a) Job type (full time, part time, temporary, casual), classification, wage step, hours of work (e.g. Standard Hours, Field Hours, etc.), and designated base;
(b) For Other Than Full-Time Employees:
In addition to all information outlined in 21.07 (a);
(i) Minimum number of hours and shifts per rotation, or other defined period;
(ii) After discussion with the Employee, reference to their availability for relief/casual work.
The Employer shall forward a copy of all Letters of Appointment to the Union.
(a) Full Time Employees
Except where mutually agreed by the Employer and the union, Employees who are reclassified, transferred or promoted within the Saskatchewan Health Authority and/or its Affiliates shall be considered on a trial in their new position for the first ninety (90) calendar days following commencement of work in the new position. During this trial period, the Employee may be returned to the former position if not considered capable, or may request to be returned to the position formerly held without loss of seniority and at the former rate of pay.
This trial period may be extended on one (1) occasion only, up to a maximum of ninety (90) calendar days when mutually agreed between the Employer and the union. It is agreed that the circumstances warranting the extension, the improvements expected by the Employer and the duration of the trial period extension will be communicated in writing to the Employee on trial and the union prior to the expiration of his/her first ninety (90) day trial period.
(b) Other Than Full Time Employees
Except where mutually agreed by the Employer and the union, other than full time Employees who are reclassified, transferred or promoted shall be considered on trial in their new position for the first four hundred and eighty (480) hours worked or six (6) months, whichever occurs first, following commencement of work in the new position. During this trial period, the Employee may be returned to the former position if not considered capable, or may request to be returned to the position formerly held without loss of seniority and at the former rate of pay.
Where mutually agreed by the Employer and the union, the trial period may be extended for an additional four hundred and eighty (480) hours worked. It is agreed that the circumstances warranting the extension, the improvements expected by the Employer, and the duration of the trial extension must be communicated in writing to the Employee on a trial and to the union prior to the expiration of her first trial period.
(i) Full-Time Employees
A full-time Employee shall be on probation during the first 975 hours worked.
(ii) Other Than Full-Time Employees
An other than full-time Employee shall be on probation during the first 975 hours worked, or twelve (12) months, whichever occurs first.
(b) Probationary Evaluation
Approximately midway through the probationary period, the Employer will meet with the Employee for the purpose of providing feedback on the Employee's performance.
(c) Rights Of Probationary Employees
During this period, the Employee shall enjoy all the rights and privileges prescribed in the Agreement.
Notwithstanding the foregoing, the Parties agree the Employer may terminate the Employee for general unsuitability. If an Employee is retained for the aforementioned period, the Employee’s name shall be placed on the seniority list and seniority shall be based upon the date the Employee last commenced work within the Saskatchewan Health Authority and/or its Affiliates.
(d) Probationary Termination
At any time during the probationary period, the Employer may terminate the Employee’s employment for general unsuitability by giving one week’s notice, or pay in lieu. An Employee being discharged for culpable conduct/just cause may be dismissed without such notice or payment in lieu.
In either case, the Employee shall be afforded the opportunity of having a union representative in attendance.
(e) Extension of Probationary Period
Upon mutual agreement between the Union and Employer an extension of the probationary period may be granted. The circumstances warranting the extension shall be communicated to the Employee in writing, including the improvement expected by the Employer and the duration of the probationary extension.
At time of ratification, Employees fulfilling probationary or trial periods of a shorter or longer duration than stated above shall complete their trial/probationary period pursuant to the terms and conditions of employment governing them when hired, transferred, reclassified or promoted.
The salary of an Employee promoted to a higher classification shall be advanced to that step in the scale which is next higher than the current salary rate or to the step which is next higher again if the salary increase which would result from the advance of a single step is less than three (3%) percent. However, such increase will not provide a salary rate which will exceed the maximum of the new range. The Employee’s increment date shall be determined in accordance with Article 18.06 (e).
When an Employee is demoted, the Employee's increment date shall not change and the rate of pay shall be maintained where such rate exists in the new classification or shall be reduced to the rate of pay in the new classification which is next below the Employee's present rate of pay where an equivalent rate of pay does not exist.
Upon transfer to a position with the same range of pay, the Employee shall retain the rate of pay being received in the former position. The Employee's increment date shall not change.
(a) Where the Employer designates an Employee to temporarily perform the duties of a higher paid in-scope classification, for a period of one (1) day or longer, the Employee shall be paid a premium of one dollar and
twenty-five cents ($1.25) per hour or such higher amount as may be determined by the Employer.
(b) Where the Employer designates an Employee to temporarily perform the duties of a higher paid out of scope classification, for a period of one (1) day or longer, the Employee shall be notified in writing by the Employer with a copy to Human Resources and the union. The Employee shall be paid a premium of one dollar and twenty-five cents ($1.25) per hour or such higher amount as may be determined by the Employer.
(c) An Employee required to temporarily assume duties of a lower paid classification shall continue to receive the rate of pay applicable to the Employee's classification prior to such temporary assignment.
(d) A temporary assignment of less than one (1) day shall not be applied to circumvent the above stated provisions.
(e) A temporary assignment exceeding one year shall be reviewed by the union and Employer to determine the need for continuance.
Upon mutual agreement in writing between the Employer and the Union, the Employer may offer additional permanent hours to an existing Part-Time Employee provided the following circumstances are met:
1. The additional hours of work do not exceed 0.4 FTE;
2. The additional hours of work are offered to eligible Employees in order of seniority within the department.
3. The additional hours of work offered to an eligible Employee does not create a change of status from Part- Time to Full-Time.
Where additional hours are added to an Employee’s position, a new letter of appointment shall be issued as per article 21.07.
Employees requested to report to a workplace other than their normal workplace, on an occasional and short term basis, shall be assigned as follows:
(a) Qualified and able Employees will be approached in order of seniority and offered the opportunity for assignment. If more than one (1) person volunteers, the work will be assigned by seniority. If no Employees agree to the assignment, the Employer will assign the most junior qualified and able Employee.
(b) The Employer shall provide workplace and program orientation to an Employee who is assigned.
(c) Transportation costs associated with travel between worksites, during the work day, shall be paid by the Employer.
(d) An Employee shall not incur additional parking costs when required to park at a site other than her normal work site.
When an Employer makes a determination that a Program/Department or encumbered position(s) will be changed to a multi-site structure, on a regular and ongoing basis, the Employer and union will meet to discuss details related to implementation of the change. In any event, the change will not be implemented without at least sixty (60) days notice to the union. Implementation shall occur as follows:
(a) In circumstances where not all Employees are affected by the planned change, qualified and able Employees will be allowed, in order of seniority, the opportunity to accept the changed position, or remain at their current worksite to the extent that positions exist at the original work site. If no one accepts the new positions, the least senior qualified Employees shall be assigned.
(b) Affected Employee(s) shall have a designated base work site.
(c) The Employer shall provide workplace and program orientation to an Employee who is reassigned.
(d) Transportation costs associated with travel between work sites, during the work day, shall be paid by the Employer.
(e) An Employee shall not incur additional parking costs when required to park at a site other than her designated base work site.
Where a position is created that requires an Employee to work at more than one site, the union and Employer shall meet to determine such things as designated base work site, and orientation to the various sites. Where such Employees pay parking costs at their designated base work site, they shall not incur additional parking costs at other work sites.
The union and Employer recognize that occupational health and safety is a shared concern. They will cooperate in promoting and improving rules and practices that will enhance the work environment for all Employees.
Notwithstanding the above, the parties recognize the Employer's duty to ensure, insofar as reasonably practicable, the health, safety and welfare at work of all the Employer's workers. Additionally, the parties recognize the Employee's responsibility to take reasonable care to protect her health and safety and the health and safety of clients and other workers who may be affected by her acts or omissions.
The current Saskatchewan Employment Act and Regulations shall apply. The legislation allows every worker the right to know the hazards at work, participate in occupational health and safety, and refuse work which the worker believes is unusually dangerous.
An Occupational Health and Safety Committee, as provided for under the current Saskatchewan Employment Act and Regulations, shall be implemented.
The Joint Occupational Health and Safety Committee shall have as part of its mandate the jurisdiction to receive health or safety related workload concern(s). This mandate shall include the review of staffing levels, the responsibility to investigate workload concerns, the responsibility to define the workload problem, and the responsibility to make recommendations to rectify the workload concern(s).
This does not preclude the use of a sub-committee as established by the OH & S Committee. The sub-committee shall be comprised of equal representation of HSAS OH & S representatives and Employer representatives.
The Committee, or sub-committee, shall issue a report on their recommendations for solving the workload concern(s) to the Employer and the Union within thirty (30) days of receiving the concern.
Within thirty (30) days, the Employer shall advise the Joint Occupational Health and Safety Committee, or sub-committee, and the Union, as to what reasonable steps it has taken or proposes to take to implement the workload recommendations identified by the Committee or sub-committee.
If the workload concern(s) is not resolved to the satisfaction of the Employer or the Union, either party may request the Committee to co-ordinate a mandatory mediation process to assist the Employer and the Union in reaching a resolve to the workload concern that would be implemented.
The Employer and the Union will equally share the costs associated with the mediation.
An Employee or group of Employees who have a health or safety concern shall endeavor to resolve that concern by first referring the concern to the immediate supervisor or officer responsible for safety.
Alternatively, the Employee may approach any member of the Occupational Health and Safety Committee with the concern.
Violence means the attempted, threatened or actual conduct of a person that causes or is likely to cause injury and includes any threatening statement or behavior that gives a worker reasonable cause to believe that the worker is at risk of injury.
Harassment means any objectionable conduct, comment or display by a person that:
(1) is directed at a worker;
(2) is made on the basis of race, creed, religion, colour, sex, sexual orientation, marital status, family status, disability, physical size or weight, age, nationality, ancestry or place of origin; and
(3) constitutes a threat to the health or safety of the worker.
(b) Policy Development:
In compliance with The Saskatchewan Employment Act, the Employer will ensure a policy is developed, in consultation with the union, to address violence and harassment, including prevention, management, reduction of causal factors and provision of support to the Employees subjected to either.
The definition of violence and harassment within the policy may be expanded beyond the above definitions.
The above mentioned policy shall be made accessible to all Employees.
Any time lost as a result of immunization shall not result in loss of pay or reduction of the Employee's sick leave credits. The Employer agrees to provide immunizations as required for Health Care workers in accordance with the Canadian Immunization Guide and the Centre for Disease Control.
Protective clothing and equipment required by the Occupational Health and Safety Regulations under The Saskatchewan Employment Act shall be provided at no cost to Employees. Additionally, the Employer shall provide sufficient training in the use, cleaning and disposal of such clothing and/or equipment.
The Employer agrees to develop and/or maintain a post-trauma counselling program.
This program shall allow Employees to attend sessions without loss of pay or deduction from their sick leave credits.
The Employer will provide reasonable access to personal defense training appropriate to the work setting, as determined by the Employees and management in the work unit, in consultation with the Occupational Health & Safety Committee.
Employees attending training sessions will do so without loss of pay.
In consultation with the union, the Employer shall develop policies to reduce risks to Employees working alone or at isolated places of employment, or whose employment requires travel away from the health care facilities or other headquarters. Such policies shall provide for:
(a) Guidelines for safe travel in adverse weather conditions;
(b) Effective communication including, but not limited to:
- direct communication (e.g. cell phones, fleet net, radios) and/or
- calls indicating arrival/departure times and/or
- calling cards and/or
- reimbursement for business related calls on personal phones.
(c) Reasonable access to direct communication for community workers entering potentially hazardous situations which could include adverse weather conditions. If direct
communication is not available, it is the responsibility of the workers to follow prescribed communication procedures.
When an Employee is absent as a result of an accident, occupational illness or disease in connection with the Employee’s employment and benefits are being paid by the Workers’ Compensation Board, the difference between the Employee’s regular net pay and the Workers’ Compensation payment will be paid by the Employer for a period not to exceed one (1) year and shall not reduce the Employee’s accumulated sick leave credits. The Employee’s vacation credits shall continue to accumulate at the normal rate while the Employee is on Workers’ Compensation for a period of up to six (6) months.
In addition, the following shall outline tuberculosis compensation
(a) Compensation Payable
People seeking employment will be categorized as follows:
(i) Persons showing no signs of previous tuberculosis infection, as confirmed by negative tuberculin tests.
(ii) Persons showing no clinical evidence of disease, but with positive tuberculin and negative chest x-ray findings.
(iii) Persons showing evidence of inactive tuberculosis and who have never required treatment for the disease.
(iv) Persons showing evidence of arrested tuberculosis.
(v) Persons showing clinical signs of active tuberculosis (These will not be employed).
Persons falling in categories i), ii) and iii) will be eligible for compensation if they meet the conditions of the clause following:
An Employee who contracts Tuberculosis while in the employ of the Saskatchewan Health Authority and/or its Affiliates shall be paid ninety (90%) of the salary the Employee was receiving at the time they were declared unfit for duty. When an Employee is declared by a qualified Tuberculosis specialist to
be fit for light or part-time work, they will remain on full compensation, unless light or part-time work can be assigned.
(b) (i) An Employee who requires testing away from home shall be compensated for all lost time and expenses including travel costs as per Article 19.
(ii) An Employee who has been requested by management to be absent from their place of work pending investigation of the clinical signs of Tuberculosis shall receive full compensation in accordance with Article 23.10(a) during the period between the date that the Employee is first absent and the date that a conclusive diagnosis is made. The amount payable under this section may be increased to one hundred (100%) percent of pay by charging the additional amount to the Employee’s accumulated sick leave.
(c) Compensation on Termination
An Employee whose services have been terminated for any cause and who within three (3) months of separation is diagnosed by a physician as having tuberculosis, shall be entitled to the above compensation and the salary rate shall be based on the salary he was receiving at the time his services were terminated.
The benefits of this provision may be extended for an additional three (3) months, provided that the former Employee concerned submits a x-ray plate taken within three (3) months after the termination of employment.
(d) Duration of Compensation
Such compensation shall be paid until the Employee is declared fit for work by a physician on the staff of the TB Prevention and Control Saskatchewan.
(e) Compensation Not Payable
(i) Those new Employees showing evidence of arrested tuberculosis (category iv) will not be eligible for compensation.
(ii) Those new Employees showing evidence of inactive tuberculosis who have never required treatment for the disease (category iii) will not be eligible for compensation, if
active tuberculosis is discovered within the first twelve (12) months of their employment.
(iii) No compensation will be paid to any Employee who is found within the first three (3) months of employment to have tuberculosis, except persons showing no signs of previous tuberculosis infection as confirmed by negative tuberculin tests.
(iv) Compensation under this Article will not be paid to an Employee:
who on commencing employment or termination of employment, refuses to take a tuberculin test and/or x- ray;
who has a negative tuberculin test and refuses to take a tuberculin test every three (3) years during the terms of his employment;
who has a positive tuberculin test and refuses to take a chest x-ray every two (2) years during the terms of his employment;
who refuses to conform to the treatment plan prescribed by a qualified Tuberculosis specialist or designated general practitioner; and
who fails to provide a written report or certificate from the TB Prevention and Control Saskatchewan every three (3) months.
(f) Sick Leave Credits
An Employee absent from duty due to the contracting of Tuberculosis under circumstances above, shall not have such absence charged against sick leave allowed under Article 12, except as provided under Article 23.11(b).
23.11 Influenza Vaccine
The parties agree that influenza vaccinations may be beneficial for patients and employees. Upon a recommendation pertaining to a facility or a specifically designated area(s) thereof from the Medical Health Officer or in compliance with applicable provincial legislation, the following rules shall apply:
(a) Employees shall, subject to the following, be required to be vaccinated for influenza.
(b) If the full cost of such medication is not covered by some other source, the Employer shall pay the full or incremental
cost for the vaccine and will endeavour to offer vaccinations during the employee’s working hours. In addition, employees will be provided with information, including risks and side effects, regarding the vaccine.
(c) Employers recognize that employees have the right to refuse any required immunization.
(d) If an employee refuses to take the vaccine required under this provision, she or he may be placed on an unpaid leave of absence during any influenza outbreak in the facility until such time as the employee is cleared to return to work. If an employee is placed on unpaid leave, she or he may use banked time or vacation credits in order to keep her or his pay whole.
(e) If an employee refuses to take the vaccine because it is medically contra-indicated, and where a medical certificate is provided to this effect, she or he will be reassigned during the outbreak period, unless reassignment is not possible, in which case the employee will be paid in accordance with Article 12.05. It is agreed that any such reassignment will not adversely impact the scheduled hours of other employees. Any time lost shall not result in loss of pay for scheduled shifts or reduction of the Employee’s sick leave credits.
(f) If an employee gets sick as a result of the vaccination, and applies for Workers Compensation Benefits, the Employer will not oppose the claim.
(g) Notwithstanding the above, the Employer may offer the vaccine on a voluntary basis to employees free of charge.
(h) The clause shall be interpreted in a manner consistent with the Saskatchewan Human Rights Code.
Any time lost as a result of:
- immunization required by the Employer or;
- quarantine or;
- being prohibited from working by the Employer as a result of exposure to an infectious disease as a result of her employment,
shall not result in loss of pay for scheduled shifts or reduction of the Employee’s sick leave credits. Payment of wages for scheduled shifts and beyond shall be calculated in accordance with Article 12.05.
An Employee shall have, upon reasonable notice, access to her personnel file to review and copy any documents therein, pertaining to work performance or conduct except for references from previous Employers. Employees shall be entitled to be accompanied by a Union Representative.
The Employer agrees to advise and discuss with an Employee, her performance appraisal and any other document relating to the Employee's performance or conduct prior to such being filed in the Employee's personnel file. An Employee shall have the right to respond in writing, within fourteen (14) days of having discussed the report with the Employer and that reply shall be attached to the report and/or performance appraisal.
The parties will be sensitive to cultural and spiritual differences of Employees/members and, where practical, accommodate those differences.
In the event of a disaster, if an Employee volunteers to remain at the work site in order to be available in case the Employee's services are required, and the Employer agrees, the Employee will be compensated for any meals which may be necessary for the Employee to purchase while remaining at the worksite. If assigned any duties, Employees will be paid as provided for by this agreement.