Common use of Emergency Operations Clause in Contracts

Emergency Operations. 6:01 In the event of a serious disruption of service, breakdown or other emergency, employees shall unite to meet the emergency and shall, until the danger has been brought under control, perform such duties as may be required of them regardless of their occupation. GRIEVANCE PROCEDURE 7:01 Step One Step Two 7:02 A grievance shall be deemed to be waived unless the grievance is referred by the employee or the Union to the Company within thirty (30) calendar days from the date of the occurrence of the grievance. 7:03 A grievance affecting more than one (1) employee may be submitted, in writing, by the employees concerned, or the Union, at Step Two of the grievance procedure. 7:04 A grievance by the Company may be submitted to the Union within thirty (30) calendar days from the date of occurrence together with a written request by the Company for a meeting with the Union’s Grievance Committee. The meeting will take place within seven (7) calendar days from the date the request was initiated. The Union Grievance Committee will render their decision in writing within seven 7:05 Where a grievance is not settled under the preceding Sections of this Article, including the question of whether or not a grievance is arbitrable, or where an allegation is made that this Agreement has been violated, either party may, within thirty (30) calendar days notify the other party, in writing, of its intention to submit the grievance or allegation to arbitration and the notice shall contain the names of the first party’s appointee to the Board. The recipient of the notice shall, within seven (7) calendar days, advise the other party of its appointee to the Board. 7:06 The two (2) appointees so selected shall, within seven (7) calendar days of the appointment of the second of them, appoint a third person who shall be the Chairperson of the Arbitration Board. If the recipient of the notice fails to appoint an Arbitrator or if the two (2) appointees fail to agree upon a Chairperson within the time limits 7:07 A grievance by an employee who claims to have been unjustly discharged shall be submitted, in writing, at Step Two of the grievance procedure within fifteen (15) calendar days from the date of discharge. 7:08 Time limits involving the processing of a grievance may be extended by mutual agreement between the Company and the Union. 7:09 Failure by the Company or the Union to comply with the time limits as provided in this Article or within any agreed upon time extension will result in the griever or grievers being awarded the grievance if the Company is tardy. If, however, the Union is tardy, the grievance will become null and void. 7:10 Each party shall bear the expense of its own nominee to the Board and one-half (½) the expense of the Board Chairman. 7:11 An Arbitration Board that is required to rule upon a grievance of an employee who claims to have been unjustly discharged may rule on such a grievance by: (a) Confirming the Company’s action; (b) Reinstating the employee with full compensation in which event there shall be no loss of seniority; (c) Any other arrangement the Board may deem as just and equitable. 7:12 Grievances and reprimands shall be in writing and shall state the nature of the violation and the Article(s) and Section(s) on which the grievance(s) or reprimand(s) are based. When the Company processes a written warning or when any other disciplinary (a) Reprimands involving suspension shall be removed from an employee’s personnel file providing there have not been any additional offence(s) within a twenty-four (24) month period. (b) Reprimands not involving suspension shall be removed from an employee’s personnel file providing there has not been any additional offence(s) within a twelve (12) month period. 7:14 The Company or the Union may choose to have a Sole Arbitrator instead of the Board of Arbitration as provided for in this Article. The Company and the Union will endeavour to select an Arbitrator and if they are unable to agree upon such Arbitrator within fifteen (15) days after the notice to submit the grievance or allegation to arbitration, then the appointment shall be made by the Minister of Labour upon the request of either party. All other provisions of this article that apply to the Board of Arbitration will be applicable to the Sole Arbitrator referred to herein. 8:01 Each new employee shall be deemed to be a “Probationary Employee” for the first five (5) months of continuous service. Probationary employees will have no seniority rights, but upon completing their probationary period their seniority shall be dated back to the date the employee was last hired by the Company. 8:02 Probation employees coming within Section 8:01 of this Article hereof shall, during such five (5) month period, be on probation and must satisfy the requirements of the Company in all respects if 8:03 Periods of absence from work other than those enumerated in Section 8:04 of this Article shall not affect an employee’s seniority. 8:04 Loss of Seniority (a) Voluntarily leaves the employ of the Company; (b) Is discharged and is not reinstated pursuant to the provisions of this Collective Agreement; (c) Accepts a position beyond the scope of this Collective Agreement; (d) Fails to return to work after layoff within ten (10) calendar days of receipt of notification from the Company, by registered mail, to the employee’s last known address; (e) Is laid off for a period in excess of nineteen (19) months if an employee has five (5) months or more of service; (f) If, however, an employee has less than five (5) months service and is laid off for a period in excess of the length of service since his or her last hire, such an employee’s seniority would be lost; (g) Otherwise ceases to be an employee; (h) Fails to return from a leave of absence as provided in Article 21. (i) Absence of an employee from work without notice to the Company and without justifiable cause for a period of five (5) consecutive working days.

Emergency Operations. 6:01 In the event of a serious disruption of service, breakdown or other emergency, employees shall unite to meet the emergency and shall, until the danger has been brought under control, perform such duties as may be required of them regardless of their occupation. GRIEVANCE PROCEDURE 7:01 Step One Step Two 7:02 A grievance shall be deemed to be waived unless the grievance is referred by the employee or the Union to the Company within thirty (30) calendar days from the date of the occurrence of the grievance. 7:03 A grievance affecting more than one (1) employee may be submitted, in writing, by the employees concerned, or the Union, at Step Two of the grievance procedure. 7:04 A grievance by the Company may be submitted to the Union within thirty (30) calendar days from the date of occurrence together with a written request by the Company for a meeting with the Union’s Grievance Committee. The meeting will take place within seven (7) calendar days from the date the request was initiated. The Union Grievance Committee will render their decision in writing within sevenseven (7) calendar days from the date of the meeting. If the decision is not satisfactory to the Company, they may take the grievance to arbitration as herein provided. 7:05 Where a grievance is not settled under the preceding Sections of this Article, including the question of whether or not a grievance is arbitrable, or where an allegation is made that this Agreement has been violated, either party may, within thirty (30) calendar days notify the other party, in writing, of its it’s intention to submit the grievance or allegation to arbitration and the notice shall contain the names of the first party’s appointee to the Board. The recipient of the notice shall, within seven (7) calendar days, advise the other party of its appointee to the Board. 7:06 The two (2) appointees so selected shall, within seven (7) calendar days of the appointment of the second of them, appoint a third person who shall be the Chairperson of the Arbitration Board. If the recipient of the notice fails to appoint an Arbitrator or if the two (2) appointees fail to agree upon a Chairperson within the time limits 7:07 A grievance by an employee who claims to have been unjustly discharged shall be submitted, in writing, at Step Two of the grievance procedure within fifteen (15) calendar days from the date of discharge. 7:08 Time limits involving the processing of a grievance may be extended by mutual agreement between the Company and the Union. 7:09 Failure by the Company or the Union to comply with the time limits as provided in this Article or within any agreed upon time extension will result in the griever grievor or grievers being awarded the grievance if the Company is tardy. If, however, the Union is tardy, the grievance will become null and void. 7:10 Each party shall bear the expense of its own nominee to the Board and one-half (½) the expense of the Board Chairman. 7:11 An Arbitration Board that is required to rule upon a grievance of an employee who claims to have been unjustly discharged may rule on such a grievance by: (a) Confirming the Company’s action; (b) Reinstating the employee with full compensation in which event there shall be no loss of seniority; (c) Any other arrangement the Board may deem as just and equitable. 7:12 Grievances and reprimands shall be in writing and shall state the nature of the violation and the Article(s) and Section(s) on which the grievance(s) or reprimand(s) are based. When the Company processes a written warning or when any other disciplinary (a) Reprimands involving suspension shall be removed from an employee’s personnel file providing there have not been any additional offence(s) within a twenty-four (24) month period. (b) Reprimands not involving suspension shall be removed from an employee’s personnel file providing there has not been any additional offence(s) within a twelve (12) month period. 7:14 The Company or the Union may choose to have a Sole Arbitrator instead of the Board of Arbitration as provided for in this Article. The Company and the Union will endeavour to select an Arbitrator and if they are unable to agree upon such Arbitrator within fifteen (15) days after the notice to submit the grievance or allegation to arbitration, then the appointment shall be made by the Minister of Labour upon the request of either party. All other provisions of this article that apply to the Board of Arbitration will be applicable to the Sole Arbitrator referred to herein. 8:01 Each new employee shall be deemed to be a “Probationary Employee” for the first five sixty (560) months calendar days of continuous service. Probationary employees will have no seniority rights, but upon completing their probationary period their seniority shall be dated back to the date the employee was last hired by the Company. 8:02 Probation Probationary employees coming within Section 8:01 of this Article hereof shall, during such five sixty (560) month calendar day period, be on probation and must satisfy the requirements of the Company in all respects ifall 8:03 Periods of absence from work other than those enumerated in Section 8:04 of this Article shall not affect an employee’s seniority. 8:04 Loss of Seniority (a) Voluntarily leaves the employ of the Company; (b) Is discharged and is not reinstated pursuant to the provisions of this Collective Agreement; (c) Accepts a position beyond the scope of this Collective Agreement; (d) Fails to return to work after layoff within ten (10) calendar days of receipt of notification from the Company, by registered mail, to the employee’s last known address; (e) Is laid off for a period in excess of nineteen (19) months if an employee has five six (56) months or more of service; (f) If, however, an employee has less than five six (56) months service and is laid off for a period in excess of the length of service since his or her last hire, such an employee’s seniority would be lost; (g) Otherwise ceases to be an employee; (h) Fails to return from a leave of absence as provided in Article 21.Article (i) Absence of an employee from work without notice to the Company and without justifiable cause for a period of five (5) consecutive working days.

Emergency Operations. 6:01 In the event of a serious disruption of service, breakdown or other emergency, employees shall unite to meet the emergency and shall, until the danger has been brought under control, perform such duties as may be required of them regardless of their occupation. GRIEVANCE PROCEDURE 7:01 Step One Step Two 7:02 A grievance shall be deemed to be waived unless the grievance is referred by the employee or the Union to the Company within thirty (30) calendar days from the date of the occurrence of the grievance. 7:03 A grievance affecting more than one (1) employee may be submitted, in writing, by the employees concerned, or the Union, at Step Two of the grievance procedure. 7:04 A grievance by the Company may be submitted to the Union within thirty (30) calendar days from the date of occurrence together with a written request by the Company for a meeting with the Union’s Grievance Committee. The meeting will take place within seven (7) calendar days from the date the request was initiated. The Union Grievance Committee will render their decision in writing within sevenseven (7) calendar days from the date of the meeting. If the decision is not satisfactory to the Company, they may take the grievance to arbitration as herein provided. 7:05 Where a grievance is not settled under the preceding Sections of this Article, including the question of whether or not a grievance is arbitrable, or where an allegation is made that this Agreement has been violated, either party may, within thirty (30) calendar days notify the other party, in writing, of its it’s intention to submit the grievance or allegation to arbitration and the notice shall contain the names of the first party’s appointee to the Board. The recipient of the notice shall, within seven (7) calendar days, advise the other party of its appointee to the Board. 7:06 The two (2) appointees so selected shall, within seven (7) calendar days of the appointment of the second of them, appoint a third person who shall be the Chairperson of the Arbitration Board. If the recipient of the notice fails to appoint an Arbitrator or if the two (2) appointees fail to agree upon a Chairperson within the time limits 7:07 A grievance by an employee who claims to have been unjustly discharged shall be submitted, in writing, at Step Two of the grievance procedure within fifteen (15) calendar days from the date of discharge. 7:08 Time limits involving the processing of a grievance may be extended by mutual agreement between the Company and the Union. 7:09 Failure by the Company or the Union to comply with the time limits as provided in this Article or within any agreed upon time extension will result in the griever grievor or grievers being awarded the grievance if the Company is tardy. If, however, the Union is tardy, the grievance will become null and void. 7:10 Each party shall bear the expense of its own nominee to the Board and one-half (½) the expense of the Board Chairman. 7:11 An Arbitration Board that is required to rule upon a grievance of an employee who claims to have been unjustly discharged may rule on such a grievance by: (a) Confirming the Company’s action; (b) Reinstating the employee with full compensation in which event there shall be no loss of seniority; (c) Any other arrangement the Board may deem as just and equitable. 7:12 Grievances and reprimands shall be in writing and shall state the nature of the violation and the Article(s) and Section(s) on which the grievance(s) or reprimand(s) are based. When the Company processes a written warning or when any other disciplinary (a) Reprimands involving suspension shall be removed from an employee’s personnel file providing there have not been any additional offence(s) within a twenty-four (24) month period. (b) Reprimands not involving suspension shall be removed from an employee’s personnel file providing there has not been any additional offence(s) within a twelve (12) month period. 7:14 The Company or the Union may choose to have a Sole Arbitrator instead of the Board of Arbitration as provided for in this Article. The Company and the Union will endeavour to select an Arbitrator and if they are unable to agree upon such Arbitrator within fifteen (15) days after the notice to submit the grievance or allegation to arbitration, then the appointment shall be made by the Minister of Labour upon the request of either party. All other provisions of this article that apply to the Board of Arbitration will be applicable to the Sole Arbitrator referred to herein.. SENIORITY 8:01 Each new employee shall be deemed to be a “Probationary Employee” for the first five sixty (560) months calendar days of continuous service. Probationary employees will have no seniority rights, but upon completing their probationary period their seniority shall be dated back to the date the employee was last hired by the Company. 8:02 Probation Probationary employees coming within Section 8:01 of this Article hereof shall, during such five sixty (560) month calendar day period, be on probation and must satisfy the requirements of the Company in all respects ifall 8:03 Periods of absence from work other than those enumerated in Section 8:04 of this Article shall not affect an employee’s seniority. 8:04 Loss of Seniority (a) Voluntarily leaves the employ of the Company; (b) Is discharged and is not reinstated pursuant to the provisions of this Collective Agreement; (c) Accepts a position beyond the scope of this Collective Agreement; (d) Fails to return to work after layoff within ten (10) calendar days of receipt of notification from the Company, by registered mail, to the employee’s last known address; (e) Is laid off for a period in excess of nineteen (19) months if an employee has five six (56) months or more of service; (f) If, however, an employee has less than five six (56) months service and is laid off for a period in excess of the length of service since his or her last hire, such an employee’s seniority would be lost; (g) Otherwise ceases to be an employee; (h) Fails to return from a leave of absence as provided in Article 21.Article (i) Absence of an employee from work without notice to the Company and without justifiable cause for a period of five (5) consecutive working days.

Emergency Operations. 6:01 In the event of a serious disruption of service, breakdown or other emergency, employees shall unite to meet the emergency and shall, until the danger has been brought under control, perform such duties as may be required of them regardless of their occupation. GRIEVANCE PROCEDURE 7:01 Step One Step Two 7:02 A grievance shall be deemed to be waived unless the grievance is referred by the employee or the Union to the Company within thirty (30) calendar days from the date of the occurrence of the grievance. 7:03 A grievance affecting more than one (1) employee may be submitted, in writing, by the employees concerned, or the Union, at Step Two of the grievance procedure. 7:04 A grievance by the Company may be submitted to the Union within thirty (30) calendar days from the date of occurrence together with a written request by the Company for a meeting with the Union’s Grievance Committee. The meeting will take place within seven (7) calendar days from the date the request was initiated. The Union Grievance Committee will render their decision in writing within seven 7:05 Where a grievance is not settled under the preceding Sections of this Article, including the question of whether or not a grievance is arbitrable, or where an allegation is made that this Agreement has been violated, either party may, within thirty (30) calendar days notify the other party, in writing, of its intention to submit the grievance or allegation to arbitration and the notice shall contain the names of the first party’s appointee to the Board. The recipient of the notice shall, within seven (7) calendar days, advise the other party of its appointee to the Board. 7:06 The two (2) appointees so selected shall, within seven (7) calendar days of the appointment of the second of them, appoint a third person who shall be the Chairperson of the Arbitration Board. If the recipient of the notice fails to appoint an Arbitrator or if the two (2) appointees fail to agree upon a Chairperson within the time limitslimits provided, then the appointment shall be made by the Minister of Labour upon request of either party. The decision of the Arbitration Board shall be final and binding upon both parties. 7:07 A grievance by an employee who claims to have been unjustly discharged shall be submitted, in writing, at Step Two of the grievance procedure within fifteen (15) calendar days from the date of discharge. 7:08 Time limits involving the processing of a grievance may be extended by mutual agreement between the Company and the Union. 7:09 Failure by the Company or the Union to comply with the time limits as provided in this Article or within any agreed upon time extension will result in the griever or grievers being awarded the grievance if the Company is tardy. If, however, the Union is tardy, the grievance will become null and void. 7:10 Each party shall bear the expense of its own nominee to the Board and one-half (½) the expense of the Board Chairman. 7:11 An Arbitration Board that is required to rule upon a grievance of an employee who claims to have been unjustly discharged may rule on such a grievance by: (a) Confirming the Company’s action; (b) Reinstating the employee with full compensation in which event there shall be no loss of seniority; (c) Any other arrangement the Board may deem as just and equitable. 7:12 Grievances and reprimands shall be in writing and shall state the nature of the violation and the Article(s) and Section(s) on which the grievance(s) or reprimand(s) are based. When the Company processes a written warning or when any other disciplinarydisciplinary action is recorded against an employee(s) a copy will be given to the Union Secretary. (a) Reprimands involving suspension shall be removed from an employee’s personnel file providing there have not been any additional offence(s) within a twenty-four (24) month period. (b) Reprimands not involving suspension shall be removed from an employee’s personnel file providing there has not been any additional offence(s) within a twelve (12) month period. 7:14 The Company or the Union may choose to have a Sole Arbitrator instead of the Board of Arbitration as provided for in this Article. The Company and the Union will endeavour to select an Arbitrator and if they are unable to agree upon such Arbitrator within fifteen (15) days after the notice to submit the grievance or allegation to arbitration, then the appointment shall be made by the Minister of Labour upon the request of either party. All other provisions of this article that apply to the Board of Arbitration will be applicable to the Sole Arbitrator referred to herein.of 8:01 Each new employee shall be deemed to be a “Probationary Employee” for the first five (5) months of continuous service. Probationary employees will have no seniority rights, but upon completing their probationary period their seniority shall be dated back to the date the employee was last hired by the Company. 8:02 Probation employees coming within Section 8:01 of this Article hereof shall, during such five (5) month period, be on probation and must satisfy the requirements of the Company in all respects ifif such employees are to continue in the employ of the Company beyond such a probationary period. 8:03 Periods of absence from work other than those enumerated in Section 8:04 of this Article shall not affect an employee’s seniority. 8:04 Loss of Seniority (a) Voluntarily leaves the employ of the Company; (b) Is discharged and is not reinstated pursuant to the provisions of this Collective Agreement; (c) Accepts a position beyond the scope of this Collective Agreement; (d) Fails to return to work after layoff within ten (10) calendar days of receipt of notification from the Company, by registered mail, to the employee’s last known address; (e) Is laid off for a period in excess of nineteen (19) months if an employee has five (5) months or more of service; (f) If, however, an employee has less than five (5) months service and is laid off for a period in excess of the length of service since his or her last hire, such an employee’s seniority would be lost; (g) Otherwise ceases to be an employee; (h) Fails to return from a leave of absence as provided in Article 21. (i) Absence of an employee from work without notice to the Company and without justifiable cause for a period of five (5) consecutive working days.