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Page of. For the purpose of the time limits prescribed in this Article, the work week shall be deemed to be Monday through Friday. If either party's decision given following the conference in Step of the Grievance Procedure is not satisfactory to the other party, such grievance may be submitted to arbitration provided written notice of appeal to arbitration is served within thirty (30) calendar days of the delivery of the decision appealed from. The party giving notice shall also notify the designated Arbitrator. Both parties agree that the following Arbitrators shall be used to arbitrate grievances. ▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇▇▇▇ ▇▇▇▇▇▇ Arbitrators shall be designated in numerical order. When an Arbitrator is not available within sixty (60) days or any other time limit mutually agreed to by the parties, he will be by- passed in favour of the next Arbitrator in numerical order. The decision of the Arbitrator shall be final and binding on both parties. The cost of the Arbitrator shall be shared equally by the Company and the Union. The arbitrator shall not have the jurisdiction to alter or change any of the provisions of this Agreement, or to substitute any new provisions in lieu thereof, nor to give any decision inconsistent with the terms and provisions of this Agreement. The arbitrator, however, in respect of a grievance involving a penalty shall be entitled to modify such a penalty. All reasonable arrangements will be made to permit the conferring parties to have access to the plant to view any disputed operations involved in the grievance. Any allegation by either the Union or the Company that the other party has violated or misinterpreted this Agreement may be lodged in writing as a policy grievance, if by the Union to Management and if by the Company to the Chairperson of the Committee. Thereafter the policy grievance shall be dealt with at Step of the Grievance Procedure and failing satisfactory settlement at the conference, the policy grievance may then be appealed to an arbitrator in accordance with the time limits and procedure herein provided for arbitration.
Page of. It is agreed that the Canadian Bill of Rights shall apply to the terms, administration and operation of this Collective Agreement. Harassment in the Workplace The Union and the Company recognize the problem of sexual and racial harassment in the workplace and are committed to ending it. Harassment is not a joke. It is cruel and destructive behaviour against others that can have devastating effects. It is an expression of perceived power and superiority by the over another person, usually for reasons over which the victim has little or no control: sex, race, age, creed, colour, marital status, sexual preference, disability, political or religious affiliation, or place of national origin. Harassment on any of these grounds can be made the basis of a complaint to most provincial and federal human rights commissions. Harassment can be defined as any unwelcome action by any person, in particular by management or a co-worker, whether verbal or physical, on a single or repeated basis, which humiliates, insults or degrades. ''Unwelcome'' or "unwanted" in this context mean any actions which the harasser knows or ought to know are not desired by the victim of the harassment. Sexual harassment is any unwanted attention of sexual nature such as remarks about appearance or personal life, offensive written or visual actions like graffiti or degrading pictures, physical contact of any kind, or sexual demands. Racial harassment is any action, whether verbal or physical that expresses or promotes racial hatred in the workplace such as racial slurs, written or visually offensive actions, jokes or other unwanted comments or acts. The experience of harassment can be overwhelming for the victim. People often react with shock, humiliation and intense anger. Therefore, the victim of harassment may not always feel comfortable going through the normal channels for resolving such a problem. Because of the sensitive, personal natures of harassment complaints, especially racial and sexual harassment, the victim may prefer initially to seek other assistance. This could be any local Union elected person or official, including members of the women's committee, human rights committee and affirmative action committee. This person could assist the harassment victim in bringing the to the attention of the top local Union leadership. The local Union president and the unit chairperson must contact the CAW national representative, and if necessary, they will meet with a senior Company to carry...
Page of. And Collective Agreement April March
Page of. May April
Page of. An employee who is injured at work will receive a full days’ pay for the day of the accident. An employee receiving benefits under the terms of the Workplace Safety and Insurance Board benefits will receive an amount to make up normal net pay. Employees incapacitatedby reason of advanced age or general impairment of health for the efficient performance of their regular duties may be placed in any job they are capable of filling, regardless of seniority, by mutual agreement of the to this Agreement. Employees thus re-assigned to a lower classification shall be red-circled.
Page of. December
Page of. ARTICLE ANNUAL
Page of. LETTER UNDERSTANDING I CANADIAN MERCHANT SERVICE GUILD Canadian Merchant Service Guild Star of Fortune Gaming Management Corp. LETTER UNDERSTANDING RE: SENIOR MASTER HOURS of WORK CANADIAN MERCHANT SERVICE GUILD Canadian Merchant Service Guild Corp. LETTER UNDERSTANDING RE: SUBSISTENCE and PARKING
Page of. And Local Collective Agreement April March classification for a probationary period of six (6) months during which the Company can assess the ability of those on the part-time list to carry out all the duties and responsibilities of this sub-classification and the Company may, due to its assessment, disqualify the employee from becoming a regular part-time or Highway Equipment Bus Driver. The Company agrees that will not be made up by coupling day work with night work except when no other work is available to couple together. The Company agrees that in the event that additional work or become available or when a vacancy exists because of deaths or resignations or if runs or shifts are curtailed, a new sign-up will immediately be posted in order that the employees may have ample opportunity to pick the available work, according to seniority. In the normal course of events, a new sign-up shall take place of all available work at least once a year (Terrace, ▇▇▇▇▇▇▇▇, and school bus drivers refer to section 24.00). Drivers may trade days with no penalty to the Company providing that the Company is notified forty-eight (48) hours in advance. This does not include an entire sheet trade. This clause does not apply to the weekend Terrace transit. Shop employees shall not be used as drivers when other drivers are available. A joint sheet committee will be formed at each location. The committee will be responsible for making recommendations for all sign-up sheets.
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