Common use of Local Health Integration Networks Clause in Contracts

Local Health Integration Networks. The parties agree that any LHIN initiative that will have a direct impact on the members of the bargaining unit may be raised through the Labour-Management Committee. The Union will be provided with any pertinent financial and staffing information involved in such an initiative. Employees who are relocated/transferred* to another employer as a result of a LHIN determination will retain their seniority and service at their original hospital for a 24- month period. Without prejudice to the Union’s or Hospitals’ rights under the collective agreement or the Labour Relations Act, employees relocated/transferred* shall have the right to post for vacancies that arise, prior to or subsequent to the relocation/transfer*, at their originating Hospital for that 24 month period. If they are the successful applicant, they will return to the employ of the Hospital with seniority accrued and service intact but not accrued, for the period that the employee was relocated/transferred* to another employer. Where a LHIN initiative results in a transfer/relocation* of an employee from one Participating CAW Hospital to another Participating CAW Hospital covered under the terms and conditions of this collective agreement, the Hospital agrees to maintain the wage level of any such employee subject to the following conditions:  an employee transferred to the Hospital under such an initiative shall be placed at the same level of pay on the wage grid that he or she was at at his or her previous Hospital  where an employee received a higher rate of pay at the previous Hospital, he or she will be placed at the step closest to their previous level of pay on the wage grid for that classification provided that the employee does not receive a lesser amount of pay (i.e. where the wage rates are not the same, the employee will be placed at the next step on the grid)  where there are no higher steps on the appropriate wage grid, that employee shall have his or her pay rate “red-circled” until such time that the grid catches up to their current level of pay *Pursuant to a “Sale of Business” under Section 69 of the Labour Relations Act, 1995, as it may be amended from time to time. Signed at Thunder Bay, the 1st day of September, 2009. FOR THE HOSPITALS FOR THE UNION Xxxx Xxxxx Xxxx Xxxx Xxxxx Xxxxxxx Xxxxx Xxxxxxx Xxxxxxxx Xxxxxx Xxxxxx Xxxxxxx Xxxx Xxxxx Xxx Del Xxxxxx Xxxxxx Xxxxxxxxx Xxx Xxxxxxxxx Xxxxxx Xxxxxxxx Xxxxxxxxx Xxxxxxxxxx Xxxx Xxxxxxxx Stephane St. Pierre Xxxxxx Xxxxxxxx Xxxxxxx Xxxxxxxxx Xxxxx Xxxxxxx Xxxxxxx Xxxxxx Xxxxxx Xxxxx Xxxxx Xxxxxx Xxxx Xxxx Xxxxx XxXxx Xxx Xxxxxx-Start Xxxx Xxxxxx Xxxxxxx Xxxxxx Letter of Understanding Between The Participating Hospitals And CAW

Local Health Integration Networks. The parties agree that any LHIN initiative that will have a direct impact on the members of the bargaining unit may be raised through the Labour-Management Committee. The Union will be provided with any pertinent financial and staffing information involved in such an initiative. Employees who are relocated/transferred* to another employer as a result of a LHIN determination will retain their seniority and service at their original hospital for a 24- month period. Without prejudice to the Union’s or Hospitals’ rights under the collective agreement or the Labour Relations Act, employees relocated/transferred* shall have the right to post for vacancies that arise, prior to or subsequent to the relocation/transfer*, at their originating Hospital for that 24 month period. If they are the successful applicant, they will return to the employ of the Hospital with seniority accrued and service intact but not accrued, for the period that the employee was relocated/transferred* to another employer. Where a LHIN initiative results in a transfer/relocation* of an employee from one Participating CAW Hospital to another Participating CAW Hospital covered under the terms and conditions of this collective agreement, the Hospital agrees to maintain the wage level of any such employee subject to the following conditions:  • an employee transferred to the Hospital under such an initiative shall be placed at the same level of pay on the wage grid that he or she was at at his or her previous Hospital  • where an employee received a higher rate of pay at the previous Hospital, he or she will be placed at the step closest to their previous level of pay on the wage grid for that classification provided that the employee does not receive a lesser amount of pay (i.e. where the wage rates are not the same, the employee will be placed at the next step on the grid)  • where there are no higher steps on the appropriate wage grid, that employee shall have his or her pay rate “red-circled” until such time that the grid catches up to their current level of pay *Pursuant to a “Sale of Business” under Section 69 of the Labour Relations Act, 1995, as it may be amended from time to time. Signed at Thunder Bay, the 1st day of September, 2009. FOR THE HOSPITALS FOR THE UNION Xxxx Xxxxx Xxxx Xxxx Xxxxx Xxxxxxx Xxxxx Xxxxxxx Xxxxxxxx Xxxxxx Xxxxxx Xxxxxxx Xxxx Xxxxx Xxx Del Xxxxxx Xxxxxx Xxxxxxxxx Xxx Xxxxxxxxx Xxxxxx Xxxxxxxx Xxxxxxxxx Xxxxxxxxxx Xxxx Xxxxxxxx Stephane St. Pierre Xxxxxx Xxxxxxxx Xxxxxxx Xxxxxxxxx Xxxxx Xxxxxxx Xxxxxxx Xxxxxx Xxxxxx Xxxxx Xxxxx Xxxxxx Xxxx Xxxx Xxxxx XxXxx Xxx Xxxxxx-Start Xxxx Xxxxxx Xxxxxxx Xxxxxx Letter of Understanding Between The Participating Hospitals And CAW

Local Health Integration Networks. The parties agree that any LHIN initiative that will have a direct impact on the members of the bargaining unit may be raised through the Labour-Management Committee. The Union will be provided with any pertinent financial and staffing information involved in such an initiative. Employees who are relocated/transferred* to another employer as a result of a LHIN determination will retain their seniority and service at their original hospital for a 24- month period. Without prejudice to the Union’s or Hospitals’ rights under the collective agreement or the Labour Relations Act, employees relocated/transferred* shall have the right to post for vacancies that arise, prior to or subsequent to the relocation/transfer*, at their originating Hospital for that 24 month period. If they are the successful applicant, they will return to the employ of the Hospital with seniority accrued and service intact but not accrued, for the period that the employee was relocated/transferred* to another employer. Where a LHIN initiative results in a transfer/relocation* of an employee from one Participating CAW Unifor Hospital to another Participating CAW Unifor Hospital covered under the terms and conditions of this collective agreement, the Hospital agrees to maintain the wage level of any such employee subject to the following conditions:  • an employee transferred to the Hospital under such an initiative shall be placed at the same level of pay on the wage grid that he or she was at at his or her previous Hospital  • where an employee received a higher rate of pay at the previous Hospital, he or she will be placed at the step closest to their previous level of pay on the wage grid for that classification provided that the employee does not receive a lesser amount of pay (i.e. where the wage rates are not the same, the employee will be placed at the next step on the grid)  • where there are no higher steps on the appropriate wage grid, that employee shall have his or her pay rate “red-circled” until such time that the grid catches up to their current level of pay *Pursuant to a “Sale of Business” under Section 69 of the Labour Relations Act, 1995, as it may be amended from time to time. Signed at Thunder Bay, the 1st 23rd day of SeptemberApril, 2009. 2015 FOR THE HOSPITALS FOR THE UNION Xxxx Xxxxx Xxxx Xxxx Xxxxx Xxxxxxx Xxxxx Xxxxxxx Xxxxxxxx Xxxxxx Xxxxxx Xxxxxxx Xxxx Xxxxx Xxx Del Xxxxxx Xxxxxx Xxxxxxxxx Xxx Xxxxxxxxx Xxxxxx Xxxxxxxx Xxxxxxxxx Xxxxxxxxxx Xxxx Xxxxxxxx Stephane St. Pierre Xxxxxx Xxxxxxxx Xxxxxxx Xxx Xxxxxxxxx Xxxxx Xxxxx Xxx Xxxxxxx Xxxxxxx Xxxxxx Xxxxxx Xxxxx Xxxx Xxxx Xxxxxxxx Xxxxx Xxxxx Xxxxxx Xxxx Xxxx Xxxxx XxXxx Xxx Xxxxxx-Start Xxxxxx Xxxxxxxx Xxxxxxx Xxxxxx Xxxxx Ortgiese Xxx Xxxxxx Xxx Xxxxxxxx Xxxxx Xxxxxx Xxxxxxx Xxxxxxxx Xxx Xxxxxxx Xxxxxx Xxxxxxxx Xxxxx Xxxxxx Xxxxx Xxxxx Xxxxxxxx Xxxxx Xxxxxx Xxxxxxx-Xxxxx Xxxxx Xxxxx Xxxx Xxxx Xxxxxxx Xxxxxx Xxxx Xxxxxxx Xxxx Xxxxxx Xxxxxxx Xxxxxx Xxxxxxxxx Letter of Understanding Between The Participating Hospitals And CAWAnd

Local Health Integration Networks. The parties agree that any LHIN initiative that will have a direct impact on the members of the bargaining unit may be raised through the Labour-Management Committee. The Union will be provided with any pertinent financial and staffing information involved in such an initiative. Employees who are relocated/transferred* to another employer as a result of a LHIN determination will retain their seniority and service at their original hospital for a 24- month period. Without prejudice to the Union’s or Hospitals’ rights under the collective agreement or the Labour Relations Act, employees relocated/transferred* shall have the right to post for vacancies that arise, prior to or subsequent to the relocation/transfer*, at their originating Hospital for that 24 month period. If they are the successful applicant, they will return to the employ of the Hospital with seniority accrued and service intact but not accrued, for the period that the employee was relocated/transferred* to another employer. Where a LHIN initiative results in a transfer/relocation* of an employee from one Participating CAW Unifor Hospital to another Participating CAW Unifor Hospital covered under the terms and conditions of this collective agreement, the Hospital agrees to maintain the wage level of any such employee subject to the following conditions:  • an employee transferred to the Hospital under such an initiative shall be placed at the same level of pay on the wage grid that he or she was at at his or her previous Hospital  • where an employee received a higher rate of pay at the previous Hospital, he or she will be placed at the step closest to their previous level of pay on the wage grid for that classification provided that the employee does not receive a lesser amount of pay (i.e. where the wage rates are not the same, the employee will be placed at the next step on the grid)  • where there are no higher steps on the appropriate wage grid, that employee shall have his or her pay rate “red-circled” until such time that the grid catches up to their current level of pay *Pursuant to a “Sale of Business” under Section 69 of the Labour Relations Act, 1995, as it may be amended from time to time. Signed at Thunder Bay, the 1st 23rd day of SeptemberApril, 2009. 2015 FOR THE HOSPITALS FOR THE UNION Xxxx Xxxxx Xxxx Xxxx Xxxxx Xxxxxxx Xxxxx Xxxxxxx Xxxxxxxx Xxxxxx Xxxxxx Xxxxxxx Xxxx Xxxxx Xxx Del Xxxxxx Xxxxxx Xxxxxxxxx Xxx Xxxxxxxxx Xxxxxx Xxxxxxxx Xxxxxxxxx Xxxxxxxxxx Xxxx Xxxxxxxx Stephane St. Pierre Xxxxxx Xxxxxxxx Xxxxxxx Xxx Xxxxxxxxx Xxxxx Xxxxx Xxx Xxxxxxx Xxxxxxx Xxxxxx Xxxxxx Xxxxx Xxxx Xxxx Xxxxxxxx Xxxxx Xxxxx Xxxxxx Xxxx Xxxx Xxxxx XxXxx Xxx Xxxxxx-Start Xxxxxx Xxxxxxxx Xxxxxxx Xxxxxx Xxxxx Ortgiese Xxx Xxxxxx Xxx Xxxxxxxx Xxxxx Xxxxxx Xxxxxxx Xxxxxxxx Xxx Xxxxxxx Xxxxxx Xxxxxxxx Xxxxx Xxxxxx Xxxxx Xxxxx Xxxxxxxx Xxxxx Xxxxxx Xxxxxxx-Xxxxx Xxxxx Xxxxx Xxxx Xxxx Xxxxxxx Xxxxxx Xxxx Xxxxxxx Xxxx Xxxxxx Xxxxxxx Xxxxxx Xxxxxxxxx Letter of Understanding Between The Participating Hospitals And CAWand its Local 229

Local Health Integration Networks. The parties agree that any LHIN initiative that will have a direct impact on the members of the bargaining unit may be raised through the Labour-Management Committee. The Union will be provided with any pertinent financial and staffing information involved in such an initiative. Employees who are relocated/transferred* to another employer as a result of a LHIN determination will retain their seniority and service at their original hospital for a 24- month period. Without prejudice to the Union’s or Hospitals’ rights under the collective agreement or the Labour Relations Act, employees relocated/transferred* shall have the right to post for vacancies that arise, prior to or subsequent to the relocation/transfer*, at their originating Hospital for that 24 month period. If they are the successful applicant, they will return to the employ of the Hospital with seniority accrued and service intact but not accrued, for the period that the employee was relocated/transferred* to another employer. Where a LHIN initiative results in a transfer/relocation* of an employee from one Participating CAW Unifor Hospital to another Participating CAW Unifor Hospital covered under the terms and conditions of this collective agreement, the Hospital agrees to maintain the wage level of any such employee subject to the following conditions:  an employee transferred to the Hospital under such an initiative shall be placed at the same level of pay on the wage grid that he or she was at at his or her previous Hospital  where an employee received a higher rate of pay at the previous Hospital, he or she will be placed at the step closest to their previous level of pay on the wage grid for that classification provided that the employee does not receive a lesser amount of pay (i.e. where the wage rates are not the same, the employee will be placed at the next step on the grid)  where there are no higher steps on the appropriate wage grid, that employee shall have his or her pay rate “red-circled” until such time that the grid catches up to their current level of pay *Pursuant to a “Sale of Business” under Section 69 of the Labour Relations Act, 1995, as it may be amended from time to time. Signed at Thunder Bay, the 1st 23rd day of SeptemberApril, 2009. 2015 FOR THE HOSPITALS FOR THE UNION Xxxx Xxxxx Xxxx Xxxx Xxxxx Xxxxxxx Xxxxx Xxxxxxx Xxxxxxxx Xxxxxx Xxxxxx Xxxxxxx Xxxx Xxxxx Xxx Del Xxxxxx Xxxxxx Xxxxxxxxx Xxx Xxxxxxxxx Xxxxxx Xxxxxxxx Xxxxxxxxx Xxxxxxxxxx Xxxx Xxxxxxxx Stephane St. Pierre Xxxxxx Xxxxxxxx Xxxxxxx Xxx Xxxxxxxxx Xxxxx Xxxxx Xxx Xxxxxxx Xxxxxxx Xxxxxx Xxxxxx Xxxxx Xxxx Xxxx Xxxxxxxx Xxxxx Xxxxx Xxxxxx Xxxx Xxxx Xxxxx XxXxx Xxx Xxxxxx-Start Xxxxxx Xxxxxxxx Xxxxxxx Xxxxxx Xxxxx Ortgiese Xxx Xxxxxx Xxx Xxxxxxxx Xxxxx Xxxxxx Xxxxxxx Xxxxxxxx Xxx Xxxxxxx Xxxxxx Xxxxxxxx Xxxxx Xxxxxx Xxxxx Xxxxx Xxxxxxxx Xxxxx Xxxxxx Xxxxxxx-Xxxxx Xxxxx Xxxxx Xxxx Xxxx Xxxxxxx Xxxxxx Xxxx Xxxxxxx Xxxx Xxxxxx Xxxxxxx Xxxxxx Xxxxxxxxx Letter of Understanding Between The Participating Hospitals And CAWand its Local 229

Local Health Integration Networks. The parties agree that any LHIN initiative that will have a direct impact on the members of the bargaining unit may be raised through the Labour-Management Committee. The Union will be provided with any pertinent financial and staffing information involved in such an initiative. Employees who are relocated/transferred* to another employer as a result of a LHIN determination will retain their seniority and service at their original hospital for a 24- month period. Without prejudice to the Union’s Union‟s or Hospitals’ Hospitals‟ rights under the collective agreement or the Labour Relations Act, employees relocated/transferred* shall have the right to post for vacancies that arise, prior to or subsequent to the relocation/transfer*, at their originating Hospital for that 24 month period. If they are the successful applicant, they will return to the employ of the Hospital with seniority accrued and service intact but not accrued, for the period that the employee was relocated/transferred* to another employer. Where a LHIN initiative results in a transfer/relocation* of an employee from one Participating CAW Hospital to another Participating CAW Hospital covered under the terms and conditions of this collective agreement, the Hospital agrees to maintain the wage level of any such employee subject to the following conditions:  an employee transferred to the Hospital under such an initiative shall be placed at the same level of pay on the wage grid that he or she was at at his or her previous Hospital  where an employee received a higher rate of pay at the previous Hospital, he or she will be placed at the step closest to their previous level of pay on the wage grid for that classification provided that the employee does not receive a lesser amount of pay (i.e. where the wage rates are not the same, the employee will be placed at the next step on the grid)  where there are no higher steps on the appropriate wage grid, that employee shall have his or her pay rate “red-circled” until such time that the grid catches up to their current level of pay *Pursuant to a “Sale of Business” under Section 69 of the Labour Relations Act, 1995, as it may be amended from time to time. Signed at Thunder Bay, the 1st day of September, 2009. FOR THE HOSPITALS FOR THE UNION Xxxx Xxxxx Xxxx Xxxx Xxxxx Xxxxxxx Xxxxx Xxxxxxx Xxxxxxxx Xxxxxx Xxxxxx Xxxxxxx Xxxx Xxxxx Xxx Del Xxxxxx Xxxxxx Xxxxxxxxx Xxx Xxxxxxxxx Xxxxxx Xxxxxxxx Xxxxxxxxx Xxxxxxxxxx Xxxx Xxxxxxxx Stephane St. Pierre Xxxxxx Xxxxxxxx Xxxxxxx Xxxxxxxxx Xxxxx Xxxxxxx Xxxxxxx Xxxxxx Xxxxxx Xxxxx Xxxxx Xxxxxx Xxxx Xxxx Xxxxx XxXxx Xxx Xxxxxx-Start Xxxx Xxxxxx Xxxxxxx Xxxxxx Letter of Understanding Between The Participating Hospitals And CAW

Local Health Integration Networks. The parties agree that any LHIN initiative that will have a direct impact on the members of the bargaining unit may be raised through the Labour-Management Committee. The Union will be provided with any pertinent financial and staffing information involved in such an initiative. Employees who are relocated/transferred* to another employer as a result of a LHIN determination will retain their seniority and service at their original hospital for a 24- month period. Without prejudice to the Union’s Unions’ or Hospitals’ rights under the collective agreement or of the Labour Relations Act, employees relocated/transferred* shall have the right to post for vacancies that arise, prior to or subsequent to the relocation/transfer*, at their originating Hospital for that 24 month period. If they are the successful applicant, they will return to the employ of the Hospital with seniority accrued and service intact but not accrued, for the period that the employee was relocated/transferred* to another employer. Where a LHIN initiative results in a transfer/relocation* of an employee from one Participating CAW Unifor Hospital to another Participating CAW Unifor Hospital covered under the terms and conditions of this collective agreement, the Hospital agrees to maintain the wage level of any such employee subject to the following conditions:  an employee transferred to the Hospital under such an initiative shall be placed at the same level of pay on the wage grid that he or she was at at his or her previous Hospital  where an employee received a higher rate of pay at the previous Hospital, he or she will be placed at the step closest to their previous level of pay on the wage grid for that classification provided that the employee does not receive a lesser amount of pay (i.e. where the wage rates are not the same, the employee will be placed at the next step on the grid)  where there are no higher steps on the appropriate wage grid, that employee shall have his or her pay rate “red-circled” until such time that the grid catches up to their current level of pay *Pursuant to a “Sale of Business” under Section 69 of the Labour Relations Act, 1995, as it may be amended from time to time. Signed at Thunder Bay, the 1st 23rd day of SeptemberApril, 2009. 2015 FOR THE HOSPITALS FOR THE UNION Xxxx Xxxxx Xxxx Xxxx Xxxxx Xxxxxxx Xxxxx Xxxxxxx Xxxxxxxx Xxxxxx Xxxxxx Xxxxxxx Xxxx Xxxxx Xxx Del Xxxxxx Xxxxxx Xxxxxxxxx Xxx Xxxxxxxxx Xxxxxx Xxxxxxxx Xxxxxxxxx Xxxxxxxxxx Xxxx Xxxxxxxx Stephane St. Pierre Xxxxxx Xxxxxxxx Xxxxxxx Xxx Xxxxxxxxx Xxxxx Xxxxx Xxx Xxxxxxx Xxxxxxx Xxxxxx Xxxxxx Xxxxx Xxxx Xxxx Xxxxxxxx Xxxxx Xxxxx Xxxxxx Xxxx Xxxx Xxxxx XxXxx Xxx Xxxxxx-Start Xxxxxx Xxxxxxxx Xxxxxxx Xxxxxx Xxxxx Ortgiese Xxx Xxxxxx Xxx Xxxxxxxx Xxxxx Xxxxxx Xxxxxxx Xxxxxxxx Xxx Xxxxxxx Xxxxxx Xxxxxxxx Xxxxx Xxxxxx Xxxxx Xxxxx Xxxxxxxx Xxxxx Xxxxxx Xxxxxxx-Xxxxx Xxxxx Xxxxx Xxxx Xxxx Xxxxxxx Xxxxxx Xxxx Xxxxxxx Xxxx Xxxxxx Xxxxxxx Xxxxxx Letter of Understanding Xxxxxxxxx LETTER OF UNDERSTANDING Between The Participating Hospitals And CAWMANITOUWADGE GENERAL HOSPITAL (PARAMEDICAL UNIT) And