11.01 The Employer agrees that accredited union
representatives may be granted access to the Employer's premises upon request
and following the consent of the Employer. Such request shall be made in writing
to the local officer-in-charge where time permits and orally in other cases.
11.02 Such consent shall not be unreasonably withheld.
12.01 The Employer will as a condition of employment deduct
an amount equal to the membership dues from the monthly pay of all employees in
the bargaining unit.
12.02
(a) The Local shall inform the Employer in writing of the authorized monthly
deduction to be checked off for each employee defined in clause 12.01.
(b) Any adjustment to an individual's dues deduction, other than as provided
in 12.07, or a general dues adjustment, shall be made annually within sixty (60)
days after the receipt by the Union of the "all employee list" as
provided in clause 13.01.
12.03 For the purpose of applying clause 12.01, deductions
from pay for each employee in respect of each month will start with the first
full month of employment to the extent that earnings are available.
12.04 An employee who satisfies the Employer to the extent
that he/she declares in an affidavit that he/she is a member of a religious
organization registered pursuant to the Income Tax Act, whose doctrine
prevents him/her as a matter of conscience from making financial contributions
to an employee organization and that he/she will make contributions to a
charitable organization equal to dues, shall not be subject to this Article,
provided that the affidavit submitted by the employee shows the registered
number of the religious organization and is countersigned by an official
representative of the religious organization involved.
12.05 No employee organization, as defined in Section 2 of
the Public Service Labour Relations Act, other than the Local, shall be
permitted to have membership dues and/or other monies deducted by the Employer
from the pay of employees in the bargaining unit.
12.06 The amounts deducted in accordance with clause 12.01
shall be remitted to the Financial Secretary of the Union by cheque within a
reasonable period of time after deductions are made and shall be accompanied by
particulars identifying each employee and the deductions made on his/her behalf.
12.07 The Employer agrees to continue the past practice of
making deductions for group life insurance on the basis of the production of
appropriate documentation. The Employer will not be liable for informing
employees when their Group Life coverage is affected because of lack of
sufficient earnings to cover deductions or because of transfers between
Bargaining Units.
Should there evolve a requirement for deductions other than above, the
parties agree to discuss the matter and where the need is mutually recognized
endeavour to implement the necessary change.
12.08 The Local agrees to indemnify and save the Employer
harmless against any claim or liability arising out of the application of this
Article except for any claim or liability arising out of an error committed by
the Employer limited to the amount actually involved in the error.
13.01 The Employer will provide the Union with an updated
"all employee list" twice a year to reflect January and July condition
as soon as practicable after January and July. The list will contain the name,
level and, to the extent possible, the location of each employee in the
Electronics Group. The Employer will also provide the Union on a semi-annual
basis in April and October, a list of new employees and their level assigned to
the Electronics Group and a list of employees who have left the Group.
13.02 The Employer agrees to make available to each employee
a copy of the Collective Agreement and Letters of Intent for his/her retention.
13.03 An employee, upon written request, shall be entitled
to a copy of his/her job description, the level of the position and the point
rating allotted by factor.
14.01 The Employer may permit the Local to use the
Employer's premises outside the working hours of the employees for conducting
meetings of their members, where refusal to grant permission would make it
difficult for the Local to convene a meeting. The Local shall insure the orderly
and proper conduct of its members who attend such meetings and agrees to be
responsible for leaving facilities in good order after use.
14.02 The Employer may provide a private area, if and where
available, for the Local's shop steward to be able to conduct his/her duties as
a local representative.
14.03 Bulletin Boards
Reasonable space on Bulletin Boards will be made available to the Local for
the posting of official Local notices. Such boards will be placed in convenient
locations as determined by the Employer. Notices or other material shall require
the prior approval of the Employer, except notices of meetings to their members
and elections, of the meetings of Local representatives, or social and
recreational affairs.
15.01 Public Service Labour Relations Board Hearings
**
(a) Complaints Made to the Public Service Labour Relations Board
Pursuant to Section 190(1) of the Public Service Labour Relations Act
Where operational requirements permit, in cases of complaints made to the
Public Service Labour Relations Board pursuant to section 190(1) of the PSLRA
alleging a breach of sections 157, 186(1)(a), 186(1)(b), 186(2)(a)(i),
186(2)(b), 187, 188(a) or 189(1), of the PSLRA, the Employer will grant leave
with pay:
(i) to an employee who makes a complaint on his/her own behalf,
and
(ii) to an employee who acts on behalf of an employee making a complaint,
or who acts on behalf of an employee organization making a complaint.
(b) Applications for Certification, Representations and Interventions
With Respect to Applications for Certification
Where operational requirements permit, the Employer will grant leave without
pay:
(i) to an employee who represents the Local in an application for
certification or in an intervention,
and
(ii) to an employee who makes personal representations in opposition to a
certification.
(c) Employee Called as a Witness
The Employer will grant:
(i) leave with pay to an employee called as a witness by the Public Service
Labour Relations Board,
and
(ii) where operational requirements permit, leave with pay to an employee
called as a witness by an employee or the Local.
**
15.02 Arbitration Board and Public Interest Commission
(a) Where operational requirements permit, the Employer will grant leave with
pay to an employee representing the Local before an Arbitration Board or Public
Interest Commission.
(b) Employee Called as a Witness
The Employer will grant leave with pay to an employee called as a witness by
an Arbitration Board or Public Interest Commission and, where operational
requirements permit, leave with pay to an employee called as a witness by the
Local.
15.03 Adjudication
(a) Employee Who is a Party
Where operational requirements permit, the Employer will grant to an employee
who is a party, leave with pay.
(b) Employee Who Acts as Representative
Where operational requirements permit, the Employer will grant leave with pay
to the representative of an employee who is a party.
(c) Employee Called as a Witness
Where operational requirements permit, the Employer will grant leave with pay
to a witness called by an employee who is a party.
15.04 Contract Negotiations Meetings
Where operational requirements permit, the Employer will grant leave without
pay to an employee for the purpose of attending contract negotiations meetings
on behalf of the Local.
15.05 Preparatory Contract Negotiations Meetings
Where operational requirements permit, the Employer will grant leave without
pay to a reasonable number of employees to attend preparatory contract
negotiations meetings.
15.06 Meetings Between Employee Organizations and Management
Where operational requirements permit, the Employer will grant time off with
pay to a reasonable number of employees who are meeting with management on
behalf of the Local.
15.07 Employee Organization Executive Board Meetings, Congress Conventions
and National Union Committees
Where operational requirements permit, the Employer will grant leave without
pay to a reasonable number of employees to attend Executive Board meetings,
Labour conventions and National Union Committees.
15.08 Stewards' Training Courses
Where operational requirements permit, the Employer will grant leave without
pay to employees who are officers or who exercise the authority of a steward on
behalf of the Local to undertake training related to such duties.
15.09 Leave Status
Where the status of leave requested cannot be determined until the Public
Service Labour Relations Board or an Adjudicator has given a decision, leave
without pay will be granted pending final determination of the appropriate leave
status.
16.01 When operational requirements permit, the Employer
will grant leave of absence without pay to an employee elected to a full-time
office of the Local. The duration of such leave shall be for the period the
employee holds such office.
16.02 When operational requirements permit, the Employer
will grant leave of absence without pay to an employee appointed to a position
within the Local and who serves at the pleasure of an elected Officer of the
Local.
16.03 All leave granted under this Article shall be deducted
from the calculation of "continuous employment" for the purpose of
calculating severance pay for the employee involved.
17.01 The vacation year extends from April 1 to March 31
coinciding with the fiscal year.
17.02 Accumulation of Vacation Leave
Effective Date of Signing
An employee who has earned at least ten (10) days' pay for each calendar
month of a fiscal year shall earn vacation leave of:
(a) fifteen (15) working days per fiscal year for an employee who has
completed up to eight (8) years of service;
(b) twenty (20) working days per fiscal year if he/she has completed eight
(8) years of service;
(c) twenty-two (22) working days per fiscal year if he/she has completed
sixteen (16) years of service;
(d) twenty-three (23) working days per fiscal year if he/she has completed
seventeen (17) years of service;
(e) twenty-five (25) working days per fiscal year if he/she has completed
eighteen (18) years of service except that an employee who has received or is
entitled to receive furlough leave shall accumulate twenty (20) working days
only per fiscal year in his/her twenty-first (21st), twenty-second
(22nd), twenty-third (23rd), twenty-fourth (24th)
and twenty-fifth (25th) year of service;
(f) twenty-seven (27) working days per fiscal year if he/she has completed
twenty-seven (27) years of service;
(g) thirty (30) working days per fiscal year if he/she has completed
twenty-eight (28) years of service;
(h) vacation leave provided under 17.02 (a), (b), (c), (d), (e), (f), and (g)
above, which is in excess of fifteen (15), twenty (20), twenty-two (22),
twenty-three (23), twenty-five (25), or twenty-seven (27) days per fiscal year
respectively shall be granted on a pro rata basis during the fiscal year in
which the employee completes the required years of service;
(i)
(i) For the purpose of clause 17.02 only, all service within the Public
Service, whether continuous or discontinuous, shall count toward vacation
leave except where a person who, on leaving the Public Service, takes or has
taken severance pay. However, the above exception shall not apply to an
employee who receives severance pay on lay-off and is reappointed to the
Public Service within one year following the date of lay-off.
(ii) Notwithstanding (i) above, an employee who was a member of the
bargaining unit on December 20, 1989, or an employee who became a member of
the bargaining unit between December 20, 1989 and June 30, 1991, shall retain,
for the purpose of "service" and of establishing his or her vacation
entitlement pursuant to this Article, those periods of former service which
had previously qualified for counting as continuous employment, until such
time as his or her employment in the Public Service is terminated.
17.03 An employee who has not earned at least ten (10) days'
pay for each calendar month of a fiscal year will earn vacation leave at
one-twelfth (1/12) of the rate referred to in clause 17.02 for each calendar
month for which he/she receives at least ten (10) days' pay. No employee shall
as a result of transfer or temporary assignment into the bargaining unit earn a
double entitlement for annual leave in the same month.
17.04 An employee is entitled to vacation leave with pay to
the extent of his/her earned credits but an employee who has completed six (6)
months of continuous employment may receive an advance of credits equivalent to
the anticipated credits for the vacation year.
17.05 At the beginning of each fiscal year an employee will
be credited with his/her entitled vacation leave in anticipation of his/her
working and/or receiving pay for the following twelve (12) months.
17.06 To ensure that all concerned have information on
vacation planning for the upcoming fiscal year, representatives of the Local
shall be given the opportunity to consult with the Employer no later than April
1st. During such consultation the proposed vacation schedule for the
upcoming year may be reviewed in light of previous experience. Further
consultation in respect of leave planning may be scheduled as the need arises.
17.07 An employee's vacation shall normally be taken in the
fiscal year in which he/she becomes eligible for it. The Employer shall, subject
to the operational requirements of the service, make every reasonable effort:
(a) to schedule an employee's vacation leave for at least two (2) consecutive
weeks, if so requested by the employee not later than May 1st;
(b) to give next priority to periods of vacation for which a request is made
by employees prior to June 1st;
(c) subject to (a) and (b) above, to schedule an employee's vacation leave at
a time acceptable to him/her;
(d) after October 1st and after consultation with the employee,
and with a minimum of fourteen (14) day's advance notice, to assign him/her
available vacation periods if the Employer has been unable to schedule vacation
during the periods preferred by the employee or if the employee has not filed
with the Employer his/her vacation preference by October 1st;
(e) to permit an employee to use at an agreed time in the following vacation
year, any unused vacation credits earned by him/her in the current vacation
year, provided that the employee has filed by October 1st a request
in writing which includes his/her reason(s) for such request. Approval of such
requests will be limited to exceptional circumstances which would require a
vacation period of longer consecutive duration than that to which the employee
would be entitled in the following vacation year, and which can be accommodated
having regard to the projected vacation entitlements of others for the time
requested. However, if the circumstances warrant, consideration will be given to
requests which, while not entailing a longer consecutive duration, do entail a
longer period of vacation than the employee would otherwise have available in
that year;
(f) to comply with an employee's request that he/she be permitted to take
vacation leave of five (5) or more days in accordance with the shift schedule so
as to provide for the employee's normal days of rest immediately preceding and
following the period of vacation leave.
17.08 Carry-Over and/or Liquidation of Vacation Leave
(a) Where in any vacation year, an employee has not been granted all of the
vacation leave credited to him or her, the unused portion of his or her vacation
leave up to a maximum of thirty-five (35) days credits shall be carried over
into the following vacation year. All vacation leave credits in excess of
thirty-five (35) days shall be automatically paid in cash at his or her daily
rate of pay as calculated from the classification prescribed in his or her
certificate of appointment of his or her substantive position on the last day of
the vacation year.
(b)
(i) Notwithstanding sub-clause (a), if on the date of signing of this
Agreement or on the date an employee becomes subject to this Agreement, he
/she has more than thirty-five (35) days of unused vacation leave credits
earned during previous years, this number of unused vacation leave credits
shall become the employee's accumulated leave maximum.
(ii) Unused vacation leave credits equivalent to the employee's accumulated
leave maximum shall be carried over into the following vacation year.
(iii) Unused vacation leave credits in excess of the employee's accumulated
leave maximum shall be automatically paid in cash at his or her daily rate of
pay as calculated from the classification prescribed in his or her certificate
of appointment of his or her substantive position on the last day of the
vacation year.
(c) The employee's accumulated leave maximum shall be reduced irrevocably by
the number of vacation leave credits liquidated in excess of the employee's
annual vacation leave entitlement during the vacation year.
(d) Notwithstanding (b)(iii), where the Employer cancels a period of vacation
leave which has been previously approved in writing, and which cannot be
rescheduled before the end of the vacation year, the cancelled leave may be
carried over into the next vacation year.
(e) Upon application by the employee and with the approval of the Employer
earned but unused vacation leave credits carried forward from previous fiscal
years shall be compensated at the employee's daily rate of pay as calculated
from the classification prescribed in the employee's certificate of appointment
of his/her substantive position on March 31st.
17.09 When a day that is a designated holiday for an
employee falls within a period of vacation leave with pay, the holiday shall not
count as a day of vacation leave.
17.10 Where, in respect of any period of vacation leave, an
employee is granted sick leave with pay, on production of a medical certificate,
the sick leave granted shall be substituted for vacation leave.
17.11 Where in respect of any period of vacation leave or a
combination of vacation leave and lieu days, circumstances arise which
necessitate examination leave in accordance with clause 18.11, the leave taken
shall be substituted for vacation leave and/or lieu days.
17.12 An employee shall not be required to return to duty
during any period of vacation leave.
When, during any period of vacation leave, an employee is requested to return
to duty and reports as requested he/she shall be reimbursed for reasonable
expenses, as normally defined by the Employer, that he/she incurs:
(a) in proceeding to his/her place of duty,
and
(b) in returning to the place from which he/she was recalled if he/she
immediately resumes vacation upon completing the assignment for which he/she was
recalled,
after submitting such accounts as are normally required by the Employer.
The employee shall not be considered as being on vacation leave during any
period in respect of which he/she is entitled to be reimbursed for reasonable
expenses incurred by him/her by virtue of this clause.
17.13 Cancellation of Vacation
When an employee's approved vacation leave is cancelled before he/she is due
to commence such vacation leave, the employee will be reimbursed reasonable
expenses incurred due to cancellation.
The employee will make every reasonable attempt to mitigate any losses
incurred and will provide proof of such action to the Employer.
17.14 When an employee dies or otherwise ceases to be
employed after a period of continuous employment of not more than six (6)
months, he/she or his/her estate shall, in lieu of earned vacation leave, be
paid an amount equal to four per cent (4%) of the total of the pay and
compensation for overtime received by the employee during his/her period of
employment.
17.15 Subject to clause 17.16 when an employee dies or
otherwise ceases to be employed, after a period of continuous employment of more
than six (6) months, the employee or his/her estate shall, in lieu of earned but
unused vacation or furlough leave, be paid an amount equal to the product
obtained by multiplying the number of days of earned but unused vacation or
furlough leave by the daily rate of pay applicable to the employee immediately
prior to the termination of his/her employment.
17.16 An employee whose employment is terminated by reason
of a declaration that he/she abandoned his/ her position is not entitled to
receive the payment referred to in clause 17.15 unless he/she requests it within
six (6) months following the date upon which his/her employment is terminated.
17.17 When the employment of an employee who has been
granted more vacation leave with pay than he/she has earned is terminated by
death, the employee is considered to have earned the amount of leave with pay
granted to him/her.
17.18 When the employment of an employee who has been
granted more vacation leave with pay than he/she has earned is terminated by
lay-off, the employee is considered to have earned the amount of leave with pay
granted to him/her if at the time of his/her lay-off, the employee has completed
two (2) or more years of continuous employment.
17.19 An employee is entitled, once in each fiscal year, to
be informed, upon request, of the balance of his/her vacation leave with pay
credits. In addition, as soon as possible after the end of fiscal year, an
employee shall be informed in writing of the balance of his/her vacation leave
with pay credits as of March 31st.
17.20 The amount of vacation leave with pay already credited
to an employee by the Employer at the time this Agreement is signed shall be
retained by the employee.
The amount of vacation leave with pay credited to a person by the Employer at
the time that person joins the bargaining unit after the effective date of this
Agreement shall be retained by that person.
17.21 An employee who, on the day that this Agreement is
signed, is entitled to receive furlough leave, that is to say, five (5) weeks'
leave with pay upon completing twenty (20) years of continuous employment,
retains his/her entitlement to furlough leave subject to the conditions
respecting the granting of such leave that are in force on the day that this
Agreement is signed.
17.22 The Employer agrees to issue advance payments of
estimated net salary for vacation periods of two (2) or more complete weeks,
provided a written request for such advance payment is received from the
employee at least six (6) weeks prior to the last pay day before the employee's
vacation period commences.
Providing the employee has been authorized to proceed on vacation leave for
the period concerned, pay in advance of going on vacation shall be made prior to
departure. Any overpayments in respect of such pay advances shall be an
immediate first charge against any subsequent pay entitlements and shall be
recovered in full prior to any further payment of salary.
**
17.23 Notwithstanding clauses 17.14 and 17.15, an employee
who resigns to accept an appointment with an organization listed in Schedule V
of the Financial Administration Act may choose not to be paid for
unused vacation and furlough leave credits, provided that the appointing
organization will accept such credits.
**
17.24
(a) Employees shall be credited a one-time entitlement of thirty-seven
decimal five (37.5) hours of vacation leave with pay on the first (1st)
day of the month following the employee's second (2nd) anniversary of
service, as defined in clause 17.02(i).
(b) Transitional Provisions
Effective on October 6, 2005, employees with more than two (2) years of
service, as defined in clause 17.02(i), shall be credited a one-time entitlement
of thirty-seven decimal five (37.5) hours of vacation leave with pay.
(c) The vacation leave credits provided in clause 17.24(a) and (b) above
shall be excluded from the application of paragraph 17.08 dealing with the
Carry-over and/or Liquidation of Vacation Leave.
18.01
(a) In respect of any request for leave under this Article, the employee may
be required by the Employer to provide satisfactory validation of the
circumstances necessitating such requests.
(b) A statement, written on or accompanying the leave form, signed by the
employee describing the reason for the leave shall normally satisfy the
requirements of sub-clause 18.01(a).
18.02 Bereavement Leave With Pay
For the purpose of this clause, immediate family is defined as father,
mother, (or alternatively stepfather, stepmother, foster parent or former
guardian of the employee), brother, sister, spouse, child, stepchild or ward of
the employee, father-in-law, mother-in-law, step-brother, step-sister,
grandparent, grandchild or a relative permanently residing in the employee's
household or with whom the employee permanently resides.
(a) When a member of his/her immediate family dies, and the employee attends
the funeral, the employee shall be entitled to bereavement leave with pay for a
period of up to five (5) consecutive calendar days and the period of such leave
shall encompass the day of the funeral. In addition, when necessary, the
employee may be granted for the purpose of related travel up to three (3)
calendar days' leave with no reduction in his/her weekly rate of pay.
(b) An employee is entitled to bereavement leave with pay for up to one (1)
day to attend the funeral of his/her son-in-law, daughter-in-law,
brother-in-law, sister-in-law, or in the event of the death of any member of the
immediate family in (a) above when the employee is not attending the funeral.
(c) It is recognized by the parties that the circumstances which call for
leave in respect of bereavement are based on individual circumstances. On
request, the Deputy Head of a department may, after considering the particular
circumstances involved, grant leave with pay for a period greater than that
provided for in sub-clause 18.02(a) and (b).
(d) Where in respect of any period of vacation leave or a combination of
vacation leave and lieu days, circumstances arise which necessitate bereavement
leave in accordance with clause 18.02, the leave taken shall be substituted for
vacation leave and/or lieu days.
**
18.03 Maternity Leave without Pay
(a) An employee who becomes pregnant shall, upon request, be granted
maternity leave without pay for a period beginning before, on or after the
termination date of pregnancy and ending not later than eighteen (18) weeks
after the termination date of pregnancy.
(b) Notwithstanding paragraph (a):
(i) where the employee has not yet proceeded on maternity leave without pay
and her newborn child is hospitalized,
or
(ii) where the employee has proceeded on maternity leave without pay and
then returns to work for all or part of the period during which her newborn
child is hospitalized,
the period of maternity leave without pay defined in paragraph (a) may be
extended beyond the date falling eighteen (18) weeks after the date of
termination of pregnancy by a period equal to that portion of the period of the
child's hospitalization during which the employee was not on maternity leave, to
a maximum of eighteen (18) weeks.
(c) The extension described in paragraph (b) shall end not later than
fifty-two (52) weeks after the termination date of pregnancy.
(d) The Employer may require an employee to submit a medical certificate
certifying pregnancy.
(e) An employee who has not commenced maternity leave without pay may elect
to:
(i) use earned vacation and compensatory leave credits up to and beyond the
date that her pregnancy terminates;
(ii) use her sick leave credits up to and beyond the date that her
pregnancy terminates, subject to the provisions set out in Article 19 Sick
Leave. For purposes of this subparagraph, the terms "illness" or
"injury" used in Article 19 Sick Leave, shall include medical
disability related to pregnancy.
(f) An employee shall inform the Employer in writing of her plans for taking
leave with and without pay to cover her absence from work due to the pregnancy
at least four (4) weeks in advance of the initial date of continuous leave of
absence during which termination of pregnancy is expected to occur unless there
is a valid reason why the notice cannot be given.
(g) Leave granted under this clause shall be counted for the calculation of
"continuous employment" for the purpose of calculating severance pay
and "service" for the purpose of calculating vacation leave. Time
spent on such leave shall be counted for pay increment purposes.
**
18.04 Maternity Allowance
(a) An employee who has been granted maternity leave without pay shall be
paid a maternity allowance in accordance with the terms of the Supplemental
Unemployment Benefit (SUB) Plan described in paragraph (c) to (i), provided that
she:
(i) has completed six (6) months of continuous employment before the
commencement of her maternity leave without pay,
(ii) provides the Employer with proof that she has applied for and is in
receipt of maternity benefits under the Employment Insurance or Québec
Parental Insurance Plan in respect of insurable employment with the Employer,
and
(iii) has signed an agreement with the Employer stating that:
(A) she will return to work on the expiry date of her maternity leave
without pay unless the return to work date is modified by the approval of
another form of leave;
(B) following her return to work, as described in section (A), she will
work for a period equal to the period she was in receipt of maternity
allowance;
(C) should she fail to return to work in accordance with section (A), or
should she return to work but fail to work for the total period specified in
section (B), for reasons other than death, lay-off, early termination due to
lack of work or discontinuance of a function of a specified period of
employment that would have been sufficient to meet the obligations specified
in section (B), or having become disabled as defined in the Public
Service Superannuation Act, she will be indebted to the Employer for an
amount determined as follows:
(allowance received)
|
X |
(remaining period to be worked
following her return to work) |
|
|
|
|
|
[total period to be worked
as specified in (B)] |
however, an employee whose specified period of employment expired and who
is rehired in any portion of the Core Public Administration as specified in
the Public Service Labour Relations Act within a period of ninety
(90) days or less is not indebted for the amount if her new period of
employment is sufficient to meet the obligations specified in section (B).
(b) For the purpose of sections (a)(iii)(B), and (C), periods of leave with
pay shall count as time worked. Periods of leave without pay during the
employee's return to work will not be counted as time worked but shall interrupt
the period referred to in section (a)(iii)(B), without activating the recovery
provisions described in section (a)(iii)(C).
(c) Maternity allowance payments made in accordance with the SUB Plan will
consist of the following:
(i) where an employee is subject to a waiting period of two (2) weeks
before receiving Employment Insurance maternity benefits, ninety-three per
cent (93%) of her weekly rate of pay for each week of the waiting period, less
any other monies earned during this period,
(ii) for each week that the employee receives a maternity benefit under the
Employment Insurance or Québec Parental Insurance Plan, she is eligible to
receive the difference between ninety-three per cent (93%) of her weekly rate
of pay and the maternity benefit, less any other monies earned during this
period which may result in a decrease in her maternity benefit to which she
would have been eligible if no extra monies had been earned during this
period.
(d) At the employee's request, the payment referred to in subparagraph
18.04(c)(i) will be estimated and advanced to the employee. Adjustments will be
made once the employee provides proof of receipt of Employment Insurance or
Québec Parental Insurance maternity benefits.
(e) The maternity allowance to which an employee is entitled is limited to
that provided in paragraph (c) and an employee will not be reimbursed for any
amount that she may be required to repay pursuant to the Employment Insurance
Act or the Parental Insurance Act in Québec.
(f) The weekly rate of pay referred to in paragraph (c) shall be:
(i) for a full-time employee, the employee's weekly rate of pay on the day
immediately preceding the commencement of maternity leave without pay,
(ii) for an employee who has been employed on a part-time or on a combined
full-time and part-time basis during the six (6) month period preceding the
commencement of maternity leave, the rate obtained by multiplying the weekly
rate of pay in subparagraph (i) by the fraction obtained by dividing the
employee's straight time earnings by the straight time earnings the employee
would have earned working full-time during such period.
(g) The weekly rate of pay referred to in paragraph (f) shall be the rate to
which the employee is entitled for her substantive level to which she is
appointed.
(h) Notwithstanding paragraph (g), and subject to subparagraph (f)(ii), if on
the day immediately preceding the commencement of maternity leave without pay an
employee has been on an acting assignment for at least four (4) months, the
weekly rate shall be the rate she was being paid on that day.
(i) Where an employee becomes eligible for a pay increment or pay revision
while in receipt of the maternity allowance, the allowance shall be adjusted
accordingly.
(j) Maternity allowance payments made under the SUB Plan will neither reduce
nor increase an employee's deferred remuneration or severance pay.
**
18.05 Special Maternity Allowance for Totally Disabled Employees
(a) An employee who:
(i) fails to satisfy the eligibility requirement specified in subparagraph
18.04(a)(ii) solely because a concurrent entitlement to benefits under the
Disability Insurance (DI) Plan, the Long-Term Disability (LTD) Insurance
portion of the Public Service Management Insurance Plan (PSMIP) or the Government
Employees Compensation Act prevents her from receiving Employment
Insurance or Québec Parental Insurance maternity benefits;
and
(ii) has satisfied all of the other eligibility criteria specified in
subparagraph 18.04(a), other than those specified in sections (A) and (B) of
subparagraph 18.04(a)(iii);
shall be paid, in respect of each week of maternity allowance not received
for the reason described in subparagraph 18.05(a)(i), the difference between
ninety-three per cent (93%) of her weekly rate of pay and the gross amount of
her weekly disability benefit under the DI Plan, the LTD Plan or via the Government
Employees Compensation Act.
(b) An employee shall be paid an allowance under this clause and under clause
18.04 for a combined period of no more than the number of weeks during which she
would have been eligible for maternity benefits under the Employment Insurance
or Québec Parental Insurance Plan had she not been disqualified from Employment
Insurance or Québec Parental Insurance maternity benefits for the reasons
described in subparagraph 18.05(a)(i).
**
18.06 Parental Leave without Pay
(a) Where an employee has or will have the actual care and custody of a
new-born child (including the new-born child of a common-law partner), the
employee shall, upon request, be granted parental leave without pay for a single
period of up to thirty-seven (37) consecutive weeks in the fifty-two (52) week
period beginning on the day on which the child is born or the day on which the
child comes into the employee's care.
(b) Where an employee commences legal proceedings under the laws of a
province to adopt a child or obtains an order under the laws of a province for
the adoption of a child, the employee shall, upon request, be granted parental
leave without pay for a single period of up to thirty-seven (37) consecutive
weeks in the fifty-two week (52) period beginning on the day on which the child
comes into the employee's care.
(c) Notwithstanding paragraphs (a) and (b) above, at the request of an
employee and at the discretion of the Employer, the leave referred to in the
paragraphs (a) and (b) above may be taken in two periods.
(d) Notwithstanding paragraphs (a) and (b):
(i) where the employee's child is hospitalized within the period defined in
the above paragraphs, and the employee has not yet proceeded on parental leave
without pay,
or
(ii) where the employee has proceeded on parental leave without pay and
then returns to work for all or part of the period during which his or her
child is hospitalized,
the period of parental leave without pay specified in the original leave
request may be extended by a period equal to that portion of the period of the
child's hospitalization during which the employee was not on parental leave.
However, the extension shall end not later than one hundred and four (104)
weeks after the day on which the child comes into the employee's care.
(e) An employee who intends to request parental leave without pay shall
notify the Employer at least four (4) weeks in advance of the commencement date
of such leave.
(f) The Employer may:
(i) defer the commencement of parental leave without pay at the request of
the employee;
(ii) grant the employee parental leave without pay with less than four (4)
weeks' notice;
(iii) require an employee to submit a birth certificate or proof of
adoption of the child.
(g) Leave granted under this clause shall count for the calculation of
"continuous employment" for the purpose of calculating severance pay
and "service" for the purpose of calculating vacation leave. Time
spent on such leave shall count for pay increment purposes.
**
18.07 Parental Allowance
(a) An employee who has been granted parental leave without pay, shall be
paid a parental allowance in accordance with the terms of the Supplemental
Unemployment Benefit (SUB) Plan described in paragraphs (c) to (i), providing he
or she:
(i) has completed six (6) months of continuous employment before the
commencement of parental leave without pay,
(ii) provides the Employer with proof that he or she has applied for and is
in receipt of parental, paternity or adoption benefits under the Employment
Insurance or Québec Parental Insurance Plan in respect of insurable
employment with the Employer,
and
(iii) has signed an agreement with the Employer stating that:
(A) the employee will return to work on the expiry date of his/her
parental leave without pay, unless the return to work date is modified by
the approval of another form of leave;
(B) following his or her return to work, as described in section (A), the
employee will work for a period equal to the period the employee was in
receipt of the parental allowance, in addition to the period of time
referred to in section 18.04(a)(iii)(B), if applicable;
(C) should he or she fail to return to work in accordance with section
(A) or should he or she return to work but fail to work the total period
specified in section (B), for reasons other than death, lay-off, early
termination due to lack of work or discontinuance of a function of a
specified period of employment that would have been sufficient to meet the
obligations specified in section (B), or having become disabled as defined
in the Public Service Superannuation Act, he or she will be indebted
to the Employer for an amount determined as follows:
(allowance received)
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(remaining period to be worked
following his/her return to work) |
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[total period to be worked
as specified in (B)] |
however, an employee whose specified period of employment expired
and who is rehired in any portion of the Core Public Administration as
specified in the Public Service Labour Relations Act within a period
of ninety (90) days or less is not indebted for the amount if his or her new
period of employment is sufficient to meet the obligations specified in
section (B).
(b) For the purpose of sections (a)(iii)(B), and (C), periods of leave with
pay shall count as time worked. Periods of leave without pay during the
employee's return to work will not be counted as time worked but shall interrupt
the period referred to in section (a)(iii)(B), without activating the recovery
provisions described in section (a)(iii)(C).
(c) Parental Allowance payments made in accordance with the SUB Plan will
consist of the following:
(i) where an employee is subject to a waiting period of two (2) weeks
before receiving Employment Insurance parental benefits, ninety-three per cent
(93%) of his/her weekly rate of pay for each week of the waiting period, less
any other monies earned during this period;
(ii) for each week the employee receives parental, adoption or paternity
benefits under the Employment Insurance or the Québec Parental Insurance
Plan, he or she is eligible to receive the difference between ninety-three per
cent (93%) of his or her weekly rate of pay and the parental, adoption or
paternity benefit, less any other monies earned during this period which may
result in a decrease in his/her parental, adoption or paternity benefit to
which he or she would have been eligible if no extra monies had been earned
during this period;
(iii) where an employee has received the full eighteen (18) weeks of
maternity benefit and the full thirty-two (32) weeks of parental benefit under
the Québec Parental Insurance Plan and thereafter remains on parental leave
without pay, she is eligible to receive a further parental allowance for a
period of two (2) weeks, ninety-three per cent (93%) of her weekly rate of pay
for each week, less any other monies earned during this period.
(d) At the employee's request, the payment referred to in subparagraph
18.07(c)(i) will be estimated and advanced to the employee. Adjustments will be
made once the employee provides proof of receipt of EI or QPIP parental
benefits.
(e) The parental allowance to which an employee is entitled is limited to
that provided in paragraph (c) and an employee will not be reimbursed for any
amount that he or she may be required to repay pursuant to the Employment
Insurance Act or the Parental Insurance Act in Québec.
(f) The weekly rate of pay referred to in paragraph (c) shall be:
(i) for a full-time employee, the employee's weekly rate of pay on the day
immediately preceding the commencement of maternity or parental leave without
pay;
(ii) for an employee who has been employed on a part-time or on a combined
full-time and part-time basis during the six (6) month period preceding the
commencement of maternity or parental leave without pay, the rate obtained by
multiplying the weekly rate of pay in subparagraph (i) by the fraction
obtained by dividing the employee's straight time earnings by the straight
time earnings the employee would have earned working full-time during such
period.
(g) The weekly rate of pay referred to in paragraph (f) shall be the rate to
which the employee is entitled for the substantive level to which she or he is
appointed.
(h) Notwithstanding paragraph (g), and subject to subparagraph (f)(ii), if on
the day immediately preceding the commencement of parental leave without pay an
employee is performing an acting assignment for at least four (4) months, the
weekly rate shall be the rate the employee was being paid on that day.
(i) Where an employee becomes eligible for a pay increment or pay revision
while in receipt of parental allowance, the allowance shall be adjusted
accordingly.
(j) Parental allowance payments made under the SUB Plan will neither reduce
nor increase an employee's deferred remuneration or severance pay.
(k) The maximum combined maternity and parental allowances payable under this
collective agreement shall not exceed fifty-two (52) weeks for each combined
maternity and parental leave without pay.
**
18.08 Special Parental Allowance for Totally Disabled Employees
(a) An employee who:
(i) fails to satisfy the eligibility requirement specified in subparagraph
18.07(a)(ii) solely because a concurrent entitlement to benefits under the
Disability Insurance (DI) Plan, the Long-Term Disability (LTD) Insurance
portion of the Public Service Management Insurance Plan (PSMIP) or via the Government
Employees Compensation Act prevents the employee from receiving Employment
Insurance or Québec Parental Insurance Plan benefits;
and
(ii) has satisfied all of the other eligibility criteria specified in
subparagraph 18.07(a), other than those specified in sections (A) and (B) of
subparagraph 18.07(a)(iii);
shall be paid, in respect of each week of benefits under the parental
allowance not received for the reason described in subparagraph 18.08(a)(i),
the difference between ninety-three per cent (93%) of the employee's rate of
pay and the gross amount of his or her weekly disability benefit under the DI
Plan, the LTD Plan or via the Government Employees Compensation Act.
(b) An employee shall be paid an allowance under this clause and under clause
18.07 for a combined period of no more than the number of weeks during which the
employee would have been eligible for parental, paternity or adoption benefits
under the Employment Insurance or Québec Parental Insurance Plan, had the
employee not been disqualified from Employment Insurance or Québec Parental
Insurance Plan benefits for the reasons described in subparagraph 18.08(a)(i).
18.09 Leave Without Pay for the Care of Immediate Family
(a) Both parties recognize the importance of access to leave for the purpose
of care for the immediate family.
**
(b) For the purpose of clause 18.09, family is defined as spouse, common-law
partner resident with the employee, children (including foster children or
children of spouse or common-law partner), parents (including stepparents or
foster parents) or any relative permanently residing in the employee's household
or with whom the employee permanently resides.
(c) Subject to clause 18.09(b), an employee shall be granted leave without
pay for the Care of Immediate Family in accordance with the following
conditions:
(i) an employee shall notify the Employer in writing as far in advance as
possible but not less than four (4) weeks in advance of the commencement date
of such leave, unless, because of urgent or unforeseeable circumstances, such
notice cannot be given;
(ii) leave granted under this clause shall be for a minimum period of three
(3) weeks;
(iii) the total leave granted under this article shall not exceed five (5)
years during an employee's total period of employment in the Public Service;
(iv) leave granted for a period of one (1) year or less shall be scheduled
in a manner which ensures continued service delivery.
(d) An employee who has proceeded on leave without pay may change his or her
return to work date if such change does not result in additional costs to the
Employer.
(e) All leave granted under Leave Without Pay for the Long-Term Care of a
Parent or under Leave Without Pay for the Care and Nurturing of Pre-School Age
Children under the terms of previous Electronics Group collective agreements or
other agreements will not count towards the calculation of the maximum amount of
time allowed for Care of Immediate Family during an employee's total period of
employment in the Public Service.
(f) Transitional Provision
This transitional provision is applicable to employees who have been granted
and have proceeded on leave on or after the date of signature of this agreement.
(i) An employee who, on the date of signature of this agreement, is on
Leave Without Pay for the Care and Nurturing of Pre-School Age Children under
the terms of the agreement expired on August 31, 2001, continues on that leave
for the approved duration or until the employee's return to work, if the
employee returns to work before the end of the approved leave.
(ii) An employee who becomes a member of the bargaining unit on or after
the date of signature of this agreement and who is on Leave Without Pay for
the Long-Term Care of a Parent or on Leave Without Pay for the Care and
Nurturing of Pre-School Age Children under the terms of another agreement,
continues on that leave for the approved duration or until the employee's
return to work, if the employee returns to work before the end of the approved
leave.
18.10 Leave Without Pay for Family-Related Needs
Leave without pay will be granted for family-related needs, in the following
manner:
(a) Subject to operational requirements, leave without pay for a period of up
to three (3) months will be granted to an employee for family-related needs.
(b) Subject to operational requirements, leave without pay of more than three
(3) months but not exceeding one (1) year will be granted to an employee for
family-related needs.
(c) An employee is entitled to leave without pay for family-related needs
only once under each of (a) and (b) of this clause during his/her total period
of employment in the Public Service. Leave without pay granted under this clause
may not be used in combination with maternity or parental leave without the
consent of the Employer.
(d) Leave granted under (a) of this clause shall be counted for the
calculation of "continuous employment" for the purpose of calculating
severance pay and "service" for the purpose of calculating vacation
leave. Time spent on such leave shall be counted for pay increment purposes.
(e) Leave without pay granted under (b) of this clause shall be deducted from
the calculation of "continuous employment" for the purpose of
calculating severance pay and "service" for the purpose of calculating
vacation leave for the employee involved. Time spent on such leave shall not be
counted for pay increment purposes.
18.11 Leave Without Pay for Relocation of Spouse
(a) At the request of an employee, leave without pay for a period of up to
one (1) year shall be granted to an employee whose spouse is permanently
relocated and up to five (5) years to an employee whose spouse is temporarily
relocated.
(b) Leave without pay granted under this clause shall be deducted from the
calculation of "continuous employment" for the purpose of calculating
severance pay and "service" for the purpose of calculating vacation
leave for the employee involved except where the period of such leave is less
than three (3) months. Time spent on such leave which is for a period of more
than three (3) months shall not be counted for pay increment purposes.
18.12 Leave With Pay for Family-Related Responsibilities
(a) For the purpose of this clause, family is defined as spouse (or
common-law spouse resident with the employee), children (including children of
legal or common-law spouse), parents (including step-parents or foster parents),
or any relative permanently residing in the employee's household or with whom
the employee permanently resides.
(b) The Employer shall grant leave with pay under the following
circumstances:
(i)
(A) up to one-half (1/2) day for a medical or dental appointment when the
family member is incapable of attending the appointment by himself/herself,
or for appointments with appropriate authorities in schools or adoption
agencies;
(B) up to one (1) day for a medical or dental appointment when the family
member is incapable of attending the appointment by himself/herself, and
when the required treatment is not available locally and additional travel
time is needed;
(C) An employee requesting leave under this provision must notify his/her
supervisor of the appointment as far in advance as possible.
(ii) to provide for the immediate and temporary care of a sick member of
the employee's family and to provide an employee with time to make alternative
care arrangements where the illness is of a longer duration;
(iii) to provide for the immediate and temporary care of an elderly member
of the employee's family;
(iv) two (2) day's leave with pay for needs directly related to the birth
or to the adoption of the employee's child. This leave may be divided into two
(2) periods and granted on separate days;
(c) The total leave with pay which may be granted under sub-clause (b)(i),
(ii), (iii) and (iv) shall not exceed thirty-seven decimal five (37.5) hours in
a fiscal year.
18.13 Court Leave With Pay
Leave with pay shall be given to every employee, other than an employee
already on leave without pay, on education leave, or under suspension who is
required:
(a) to be available for jury selection;
(b) to serve on a jury;
or
(c) by subpoena or summons to attend as a witness in any proceeding except
one to which an employee is a party, held:
(i) in or under the authority of a court of justice or before a grand jury,
(ii) before a court, judge, justice, magistrate or coroner,
(iii) before the Senate or House of Commons of Canada or a committee of the
Senate or House of Commons otherwise than in the performance of the duties of
his/her position,
(iv) before a legislative council, legislative assembly or house of
assembly, or any committee thereof that is authorized by law to compel the
attendance of witnesses before it,
or
(v) before an arbitrator or umpire or a person or body of persons
authorized by law to make an inquiry and to compel the attendance of witnesses
before it.
(d) If, during the performance of his/her normal duties, an incident arises
which results in a court action requiring the employee's attendance in court
either as a plaintiff or defendant, the employee will be given the necessary
leave with pay to attend court.
18.14 Personnel Selection Leave With Pay
Where an employee participates in a personnel selection process, including
appeal process, for a position in the Public Service, as defined in the Public
Service Labour Relations Act, the employee is entitled to leave of absence
with pay for the period during which the employee's presence is required for
purposes of the selection process, including appeal process, and for such
further period as the Employer considers reasonable for the employee to travel
to and from the place where his/her presence is so required. This clause applies
equally in respect of the personnel selection process related to deployment.
18.15 Injury-on-duty-Leave With Pay
An employee shall be granted injury-on-duty leave with pay for such
reasonable period as may be determined by the Employer where it is determined by
a Provincial Workmen's Compensation Board that the employee is unable to perform
his/her duties because of:
(a) personal injury accidentally received in the performance of his/her
duties and not caused by the employee's wilful misconduct,
(b) sickness resulting from the nature of his/her employment,
or
(c) exposure to hazardous conditions in the course of his/her employment,
if the employee agrees to pay to the Receiver General of Canada any amount
received by him/her for loss of wages in settlement of any claim the employee
may have in respect of such injury, sickness or exposure.
18.16 Personal Leave Without Pay
Reasons for requesting leave without pay for personal reasons of up to three
(3) days will not be required of the employee unless the number of requests is
excessive or the granting of such leave would interfere with urgent work
commitments. Permission to take such leave will not be unreasonably withheld.
18.17 Personal Leave with Pay
**
(a) Subject to operational requirements as determined by the Employer and
with an advance notice of at least five (5) working days, the employee shall be
granted, in each fiscal year, a single period of seven decimal five (7.5) hours
of leave with pay for reasons of a personal nature.
(b) The leave will be scheduled at a time convenient to both the employee and
the Employer. Nevertheless, the Employer shall make every reasonable effort to
grant the leave at such time as the employee may request.
18.18 Volunteer Leave with Pay
**
(a) Subject to operational requirements as determined by the Employer and
with an advance notice of at least five (5) working days, the employee shall be
granted, in each fiscal year, a single period of seven decimal five (7.5) hours
of leave with pay to work as a volunteer for a charitable or community
organization or activity, other than for activities related to the Government of
Canada Workplace Charitable Campaign.
(b) The leave shall be scheduled at a time convenient to both the employee
and the Employer. Nevertheless, the Employer shall make every reasonable effort
to grant the leave at such time as the employee may request.
18.19 Leave With or Without Pay for Other Reasons
(a) At its discretion, the Employer may grant leave with pay for purposes
other than those specified in this agreement including civil defence exercises
and emergencies affecting the community or place of work.
(b) At its discretion, the Employer may grant leave without pay for purposes
other than those specified in this Agreement including upgrading of formal
educational qualifications, enrolment in the Canadian Armed Forces, and election
to a full-time municipal office.
(c) Leave with pay may be granted an employee when circumstances not directly
attributable to the employee prevent him/her reporting to work, from a location
that may be considered a normal residential location for a person working at the
employee's worksite (typical of that in which other Public Service employees
working at the same worksite reside), or remaining on duty. Such leave shall not
be unreasonably denied.
**
18.20 Except as otherwise specified in this collective
agreement, periods of leave without pay in excess of three (3) months for
reasons other than illness shall not be counted as "continuous
employment" for the purpose of calculating severance pay nor as service for
the purpose of calculating vacation leave. Time spent on such leave shall not be
counted for pay increment purposes.
**
19.01 An employee shall earn sick leave credits at the rate
of nine decimal three seven five (9.375) hours for each calendar month for which
he/she receives pay for at least seventy-five (75) hours.
19.02 An employee is eligible for sick leave with pay when
he/she is unable to perform his/her duties because of illness or injury provided
that:
(a) he/she has the necessary sick leave credits,
and
(b) he/she satisfies the Employer of this condition in such manner and at
such time as may be determined by the Employer.
19.03 An employee is not eligible for sick leave with pay
during any period in which he/she is on leave of absence without pay or under
suspension.
19.04 Unless otherwise informed by the Employer, a statement
signed by the employee stating that because of illness or injury he/she was
unable to perform his/her duties shall, when delivered to the Employer, be
considered as meeting the requirements of sub-clause 19.02(b).
**
19.05 Where an employee has insufficient or no credits to
cover the granting of sick leave with pay under the provisions of clause 19.02,
sick leave with pay may, at the discretion of the Employer, be granted:
(a) for a period of up to one hundred and eighty-seven decimal five (187.5)
hours if the employee is awaiting a decision on an application for
injury-on-duty leave,
or
(b) for a period of up to one hundred and twelve decimal five (112.5) hours
if the employee has not submitted an application for injury-on-duty leave,
subject to the deduction of such advanced leave from any sick leave credits
subsequently earned.
19.06 When an employee is granted sick leave with pay and
injury-on-duty leave is subsequently approved for the same period, it shall be
considered, for the purpose of the record of sick leave credits, that the
employee was not granted sick leave with pay.
**
19.07 The Employer agrees that an employee recommended for
termination from employment under Section 12(1)(e) of the Financial
Administration Act for incapacity by reason of ill-health shall not be
released at a date earlier than the date at which the employee could have
utilized his/her accumulated sick leave credits.
19.08 When the employment of an employee who has been
granted more sick leave with pay than he/she has earned is terminated by death,
the employee is considered to have earned the amount of leave with pay granted
to him/her.
19.09 When the employment of an employee who has been
granted more sick leave with pay than he/she has earned is terminated by
lay-off, the employee is considered to have earned the amount of leave with pay
granted to him/her if at the time of his/her lay-off, he/she has completed two
(2) or more years of continuous employment.
19.10 In the event of termination of employment for reasons
other than death or lay-off, recovery will be made of any advance of sick leave
from monies owed the employee.
19.11 An employee is entitled, twice in each fiscal year, to
be informed, upon request, of the balance of his/her sick leave with pay
credits. In addition, as soon as possible after the end of each fiscal year, an
employee shall be informed in writing of the balance of his/her sick leave with
pay credits as of March 31st.
19.12 The amount of sick leave with pay already credited to
an employee by the Employer at the time this Agreement is signed shall be
retained by the employee.
The amount of sick leave with pay credited to a person by the Employer at the
time that person joins the bargaining unit after the effective date of this
Agreement shall be retained by that person.
**
20.01 Agreements concluded by the National Joint Council of
the Public Service on items which may be included in a collective agreement, and
which the parties to this agreement have endorsed after December 6, 1978, will
form part of this collective agreement, subject to the Public Service Labour
Relations Act (PSLRA) and any legislation by Parliament that has been or
may be, as the case may be, established pursuant to any Act specified in Section
113(b) of the PSLRA.
20.02 NJC items which may be included in a collective
agreement are those items which the parties to the NJC agreements have
designated as such or upon which the Chairman of the Public Service Labour
Relations Board has made a ruling pursuant to (c) of the NJC Memorandum of
Understanding which become effective December 6, 1978.
**
20.03 The following directives, policies or regulations, as
amended from time to time by National Joint Council recommendation and which
have been approved by the Treasury Board of Canada, form part of this Collective
Agreement:
(1) Bilingualism Bonus Directive;
(2) Commuting Assistance Directive;
(3) Foreign Service Directives;
(4) Isolated Posts and Government Housing Directive;
(5) Travel Directive;
(6) Memorandum of Understanding on the Definition of Spouse;
(7) Public Service Health Care Plan Directive;
**
(8) NJC Integrated Relocation Directive;
(9) Uniforms Directive;
(10) Workforce Adjustment Directive;
Occupational Safety and Health
(11) Boiler and Pressure Vessels Directive;
(12) Committees and Representatives Directive;
(13) Electrical Directive;
(14) Elevated Work Structures Directive;
(15) Elevating Devices Directive;
(16) First Aid Allowance Directive;
(17) First Aid Safety and Health Directive;
(18) Hazardous Confined Spaces Directive;
(19) Hazardous Substances Directive;
**
(20) Materials Handling Directive;
(21) Motor Vehicle Operations Directive;
(22) Noise Control and Hearing Conservation Directive;
(23) Personal Protective Equipment and Clothing Directive;
(24) Pesticides Directive;
(25) Refusal to Work Directive;
(26) Sanitation Directive;
(27) Tools and Machinery Directive;
(28) Use and Occupancy of Buildings Directive.
During the term of this Collective Agreement, other directives, policies or
regulations may be added to the above-noted list.
Grievances in regard to the above directives, policies or regulations shall
be filed in accordance with clause 39.02.
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