Common use of Formal Vacation Scheduling Process Clause in Contracts

Formal Vacation Scheduling Process. (a) Application of the Formal Vacation Scheduling Process shall be subject to the Employer’s bona fide operational requirements; (b) The Employer will post the Formal Vacation schedule on October 1 of each year for the following calendar year (January 1-December 31), and the posted vacation schedule shall be visible to all employees prior to selection; (c) Employees shall select their vacation periods in order of seniority, from highest to lowest, by work location and job classification; (d) Subject to Articles 26.05 (a) and (c), employees can schedule their vacations for any time during the calendar year, subject to the employee having sufficient vacation entitlement at the time the vacation is to be taken; Example: An employee with a June 15 anniversary date has 6 days of vacation entitlement remaining on October 1, 2013 and knows that she will receive a further entitlement of 15 days on June 15 2014. During the formal vacation scheduling process, the employee schedules 6 days off in February. The employee also schedules five days off in July and 5 days off in August, knowing that she will receive 15 more vacation days on June 15. The Employee will leave 5 days in her vacation entitlement to schedule the following October 1 as she knows she wishes to take a week off in February of 2015. (e) Once an employee has selected vacation dates pursuant to the Formal Vacation Scheduling Process, the Employer will advise the employee as to which of the selected dates are available. The employee will then have 72 hours in which to notify the Employer of his or her choices. If the employee fails to do so, the employee will be moved immediately to the bottom of the seniority list within their job classification and work location for the purpose of that calendar year’s Formal Vacation Scheduling Process pursuant to Article 26.06.. The Employer shall make every reasonable effort to contact Employees who are absent from work for any reason at the material time so as to ensure that the employee can exercise his or her rights pursuant to Article 26.05 (f) Subject to Article 26.05(a), employees scheduling vacation using the Formal Vacation Scheduling Process shall have the right to schedule all of their vacation entitlement in one continuous period or to schedule their vacation in split periods, provided that no such split period of vacation is less than five consecutive working days in length. Working days shall be considered consecutive for this purpose even if interrupted by regularly scheduled days off work or Statutory Holidays; (g) Employees wanting vacation during the period May 1st to September 30th, inclusive and/or December 15 to January 14, inclusive, in any calendar year(s) must use the Formal Vacation Scheduling Process to attempt to secure the desired vacation time off work, unless by mutual agreement between the Employer and the Union extenuation circumstances exist to warrant and exception on a case by case basis; (h) Employees who schedule vacation using the Formal Vacation Scheduling Process and who subsequently change work location and/or job classification through the job selection procedures contained in Article 18 shall be subject to having previously scheduled vacation changed at the discretion of the Employer, which discretion must be exercised reasonable taking into account the following factors: (1) the Employer’s bona fide operation requirements (e.g.. availability of replacement personnel, workload, etc)

Formal Vacation Scheduling Process. (a) Application of the Formal Vacation Scheduling Process shall be subject to the Employer’s bona fide operational requirements; (b) The Employer will post the Formal Vacation schedule on October 1 of each year for the following calendar year (January 1-December 31), and the posted vacation schedule shall be visible to all employees prior to selection; (c) Employees shall select their vacation periods in order of seniority, from highest to lowest, by work location and job classification; (d) Subject to Articles 26.05 (a) and (c), employees can schedule their vacations for any time during the calendar year, subject to the employee having sufficient vacation entitlement at the time the vacation is to be taken; Example: An employee with a June 15 anniversary date has 6 days of vacation entitlement remaining on October 1, 2013 and knows that she they will receive a further entitlement of 15 days on June 15 2014. During the formal vacation scheduling process, the employee schedules 6 days off in February. The employee also schedules five days off in July and 5 days off in August, knowing that she they will receive 15 more vacation days on June 15. The Employee will leave 5 days in her vacation entitlement to schedule the following October 1 as she they knows she wishes they wish to take a week off in February of 2015. (e) Once an employee has selected vacation dates pursuant to the Formal Vacation Scheduling Process, the Employer will advise the employee as to which of the selected dates are available. The employee will then have 72 hours in which to notify the Employer of his or her choices. If the employee fails to do so, the employee will be moved immediately to the bottom of the seniority list within their job classification and work location for the purpose of that calendar year’s Formal Vacation Scheduling Process pursuant to Article 26.06.. The Employer shall make every reasonable effort to contact Employees who are absent from work for any reason at the material time so as to ensure that the employee can exercise his or her rights pursuant to Article 26.05 (f) Subject to Article 26.05(a), employees scheduling vacation using the Formal Vacation Scheduling Process shall have the right to schedule all of their vacation entitlement in one continuous period or to schedule their vacation in split periods, provided that no such split period of vacation is less than five consecutive working days in length. Working days shall be considered consecutive for this purpose even if interrupted by regularly scheduled days off work or Statutory Holidays; (g) Employees wanting vacation during the period May 1st to September 30th, inclusive and/or December 15 to January 14, inclusive, in any calendar year(s) must use the Formal Vacation Scheduling Process to attempt to secure the desired vacation time off work, unless by mutual agreement between the Employer and the Union extenuation circumstances exist to warrant and exception on a case by case basis; (h) Employees who schedule vacation using the Formal Vacation Scheduling Process and who subsequently change work location and/or job classification through the job selection procedures contained in Article 18 shall be subject to having previously scheduled vacation changed at the discretion of the Employer, which discretion must be exercised reasonable taking into account the following factors: (1) the Employer’s bona fide operation requirements (e.g.. availability of replacement personnel, workload, etc)

Formal Vacation Scheduling Process. (a) Application of the Formal Vacation Scheduling Process shall be subject to the Employer’s bona fide operational requirements; (b) The Employer will post the Formal Vacation schedule on October 1 of each year for the following calendar year (January 1-December 31), and the posted vacation schedule shall be visible to all employees prior to selection; (c) Employees shall select their vacation periods in order of seniority, from highest to lowest, by work location and job classification; (d) Subject to Articles 26.05 (a) and (c), employees can schedule their vacations for any time during the calendar year, subject to the employee having sufficient vacation entitlement at the time the vacation is to be taken; Example: An employee with a June 15 anniversary date has 6 days of vacation entitlement remaining on October 1, 2013 and knows that she they will receive a further entitlement of 15 days on June 15 2014. During the formal vacation scheduling process, the employee schedules 6 days off in February. The employee also schedules five days off in July and 5 days off in August, knowing that she they will receive 15 more vacation days on June 15. The Employee employee will leave 5 days in her vacation entitlement to schedule the following October 1 as she they knows she wishes they wish to take a week off in February of 2015. (e) Once an employee has selected vacation dates pursuant to the Formal Vacation Scheduling Process, the Employer will advise the employee as to which of the selected dates are available. The employee will then have 72 hours in which to notify the Employer of his or her choices. If the employee fails to do so, the employee will be moved immediately to the bottom of the seniority list within their job classification and work location for the purpose of that calendar year’s Formal Vacation Scheduling Process pursuant to Article 26.06.. . The Employer shall make every reasonable effort to contact Employees employees who are absent from work for any reason at the material time so as to ensure that the employee can exercise his or her rights pursuant to Article 26.05; (f) Subject to Article 26.05(a), employees scheduling vacation using the Formal Vacation Scheduling Process shall have the right to schedule all of their vacation entitlement in one continuous period or to schedule their vacation in split periods, provided that no such split period of vacation is less than five consecutive working days in length. Working days shall be considered consecutive for this purpose even if interrupted by regularly scheduled days off work or Statutory Holidays; (g) Employees wanting vacation during the period May 1st to September 30th, inclusive and/or December 15 to January 14, inclusive, in any calendar year(s) must use the Formal Vacation Scheduling Process to attempt to secure the desired vacation time off work, unless by mutual agreement between the Employer and the Union extenuation circumstances exist to warrant and exception on a case by case basis; (h) Employees who schedule vacation using the Formal Vacation Scheduling Process and who subsequently change work location and/or job classification through the job selection procedures contained in Article 18 shall be subject to having previously scheduled vacation changed at the discretion of the Employer, which discretion must be exercised reasonable taking into account the following factors: (1) the Employer’s bona fide operation requirements (e.g.. e.g. availability of replacement personnel, workload, etc)