COLLECTIVE AGREEMENT

BETWEEN

CALGARY LABORATORY SERVICES (CLS)

AND

THE HEALTH SCIENCESASSOCIATION OF ALBERTA (HSAA)

(PARAMEDICAL TECHNICAL EMPLOYEES)

July 1, 2014 to June 30, 2017

TAIILF OF CONTFNTS

SCOPE AND TERM OF TIlE COLLECTIVE A(;IEE1ENT . I1.0 TIlE A(;Iu:EMFNT

(;ENERAL• DEFINITIONS I2.0 (;ENERAL DEFINITIONS IMANAGEMENT RIGJITS I3.0 MANAGEMENT RICIITh 3UNION SECIJRITY 44.0 UNION RIUIITS

4115 IA Business

4SO I ISAA M EM BERSI lip $6.0 DUES

57.0 BULLETIN BOARDS 78.0 NO DISCRIMINATION

7NO STRIKES OR LOCKOUTS 790 NO STRIKES OR LOCKOUTS 7

EMPLOYMENT 810.0 PROBATION

811.0 SENIORITY

812.0 PROMOTIONS. TRANSFERS. ANI) VACANCIES 9

Lmphn mint in 3Iuftiple Posif ions 1213.0 LAYOFF

14Sc ,‘erance

1614.0 RECALL 17

Recall to (‘ass,;,! Hark ISISO TECIINOLOCICALJORCANIZA’[IONAL CHANCE 1916.0 CONTRACTING OUT 2117.0 RESIGNAT ION 2118.0 TERMINATiON ENTITLEMENTS 2119.0 i)EFMED TERMINATION 2120.0 JOB DESCRIPTIONS 2221.0 JOB CLASSIFICATIONS 22

New (jassilications 2222.0 CLASSIFICATION REVIEW 23

woRKIN(; CONDITIONS AND REMUNERATION 2323.0 HOURS OF WORK 23

.3leaI Periods and kiwi Periods 25.4 ;allabilin During Meal Periods 26II orking During Weal Periods and Rest l’eriods 26

.S)W# Shifts26

Ifodifled Itosirs of 31 ork 26D;nhght Sat 1L’ Tim 26

23.0 WORK SCHEDULES AN!) ShIFTS 27‘DayShifts”and “Biekends 2751111? Scheduling Standards and Premiums tar Nan-Compliance 27Shift Rotations

23Schedule Posting. (‘hangcw. and I’remium.. br an-Complianc ‘8Eviplo’ cc Shift Tradin., 29

250 OVERTIME 2926.0 ON-CALL DUTY II)

Scheduling On-( all It)l’nmiums for ,on—(ompliance 10

TABLE QJ2 (‘ONFENi’S

Lmpki cc On-C:,ll Iradnig.JUn-fill P:n.11(zll-!?atk.s II ‘WA U,,-( ill

.11(dl-Backs tibiA lot On-fillmd of(Wl-llack

.Uf’lIJJ.icks oil lamed Ilobda vc

.32inum/Jortation Airfill—Hacks_lililtphone(‘onsultations.U27.0 SHIFT PREMIUMS

.33Shift PremiumB cktnd I’rcmium 1,128.0 RESI’ONSIBILITY PAY 34no TEMPORARY 4SSI(;NMF:NTS 3430.0 TRAVEL EXPENSES

3531.0 PROTECTIVE (LOTIIINt; 35BASIC RATES OF PAY 1632.0 WAGE API’I:NDIX

3633.0 WAGE INCREMENTS3633.0 RECOGNITION OF PREVIOUS EXPERIENCE 3635.0 TE(IINI(ALCFR[IFICATION 37Technical Qualification i’remiums U

EARNING AND PAYMENT OF WAGES 3836.0 HoI;RLY EARNINGS3837.0 PAY DAYS AN)) OVERJUNDER PAYMEN 3838.0 VACATIONS38%pt’ciñc Dchnitwns1839.0 VACATION ENTITLEMENT 394GM NOT ALLOCATE!)

4041.0 TIME OF VACATION4042.0 S(:IIEIILJLING PREFERENCES 4!43.0 ALTERATION HI (:LS 4243.2 I’ORTABILITY4243.3 VACATION ANI) MATERNITY LEAVE 4244.0 NAMEI) HOLII)AYS4245.0 NOT ALLOCATED4646.0 NoT ALL( ICAFED4647.0 NOT ALLOCATED4648.0 NOT ALLO(’ATEI)4649.0 NOT ALLO(ATEI)46SOil NOT ALLOCATED 4651.0 ANNUAL FLOATER46

HEALTh AND WELFARE BENEFITS 4652.0 SICK LEAVE36.Sick Leave (‘rcdiis16PORTABILITY4753.0 SICK LEAVE PAY 3754.0 SICK LEAVI: AI)MINISTRATION 48Proof of Illness18(onfidcntiallhv48Sick leave and 1 ,cation4855.0 lIE ALTII AI’POINTNIFNTS 4956.0 WORKERS’ COMPENSATION 4957.4) NOT ALLOCATE I)SO58.0 NoT ALUXATFD SO

TABLE OF CONT!•:NTS

59,4) NOT ALLOCATEI).5069.0 EMPLOY El: BENEFIT PLANS

61.0 PENSIONI’LA.53LEAVES OF AISINCF .5462.9 GENERAL POLICIES COVUUN(; LEAVES OF ABSEN(:F 5463.41 (;ENIRAL LEAVE

5563.0 SPECIAL LEAVE65.0 EDUCATIONAL LEAVE / PROFESSIONAL I)EVEIA)I’MEN’I’/IN-SERVICES 5666.0 BEREAVEMENT LEAVE / COMPASSIONATE (ARE LEAVE

(‘onipa.sionatt’ Owe Leave67.0 MATERNITY ANI) PARENTAL LEAVE S868.0 PARENT ‘[0 BE

5969.1) A I)OPTIV i: PA RENT LEAVE 6070.0 COURT APPEARANCE6071.1) LEAVE FOR PUBLIC OFFICE6172.0 EVALUATIONS6)73.0 PERSONNEL FILES6273.0 DISCIPLINE AND I)ISMJSSAI 6375.0 (;RI EVANCE PROCEI)LJRF 63dRIEl:4VTSJJEEIJPLO)ELS 6.?

SIep 2 Senior Operating Officer 65!‘OLI( ‘I CRlF3 INGLW B)’ ILSAA 65GEER,1L RIfLES6676.0 GRIEVANCE ARBITRATION 6677.4) ENPEDITEI) MEDIATION AND ARBITRATION 6778.4) NOT ALLOCATEI)6879,4) FMPLOYEE-MANA(.EMENT ADVISORY COMMITTEE 6880.4) ENVIRONMENTAL IIEALTII AND SAFETY 6981.4) CASUAL EMPLOYEES7082.4) TEMIORARY EMPLOYEES7083.0 (IIANCE OF STATUS

84.0 BENEFITS ELIGIBLE CASUAL EMPLOYEES (BECE) 7385.1) COPIES OF (:OLLECTIVE AGREEMENT 73LETTER OF UNDERSTANDING #1 75RE P.1)RITEOFLL%D11’%SELL

75

LETTER OF UNDERSTANDIN(; #2 76RE: JOLVT(O.*1IIITTLE76

LETTER OF UNDERSTANDING #3 77RE: I’. I VU. ITE Vi i)VR%)i!1) CII1ERON77

LETTER OF UNDERSTANDING #4 78RE: 1-LE\.IRLE SN DL\G,I(IOI VT.. .. .. 78

LETTER OF UNDERSTANDING #5 8!RE: SUPER,\ U.4!ER:IR V POSI TIOi%S81

LETTER OF UNDERSTANDING #6 83RE: JOB Nil IRL\G8$

LETTER OF UNDERSTANDING #7 84RE: MOBILE 1.1808,11081 (O1IPE\ I7JON84

LETTER OF LJNDERSTANIIIN(. #8 85RL i’Rons:clo\ IL Di:I TLOPJIETIM)85HELL VESS. ((flINT [fiR ( SElL E1ll’LO)j:Lc 85

LETTER OF UNDERSTANDING #9 86RE: PROiLSSRJ IL DE[ELOPIW’VT.IV)86

TAHLF OF CONTENTS

IC LW VErDI? ff1 0.2 t,’,dOJ rn;IsI1’LoLLc.co

LETTER OF UNDERSTANDING #16 .87IL L1I!’LO IlLS

7LETTER OF LINI)ERSTANDING #11 89RE: 61 im•;i. i\ IS ION DI. 1I:R II.’ I TIC) \

89Or REDI i/wv/VT [ci nan wE .IV.-II rwwlIIu;89

LETTER OF LJNI)ERSTANI)ING #12 91RE: 1NT1dLVIL STI11TRIASILRS9/

LETTER OF LINDERSTANDIN(; #13 93RE: ILL \IBILITYI.’ tilE HVRAI>L.IUE93

WAGE APIEND1X94

ADOPTIVE PARENT LEAVE, 60ALTERATION BY CLS, 42ANNUAL FLOATER, 46Availability During Meal periods, 26BASIC RATI s OF PAY, 35BENEFITS ELIGIBLE CASUAL EMPLOYEES (BECE), 73BEREAVEMENT LEAVE / COMPASSIONATE CARE LEAVE, 57BULLETIN BOARDS, 7Call-Backs on Named Holidays, 32Call-Backs While Not on-Call, 32Call-Backs While On-Call, 31CASUAL EMPLOYEES, 70CHANGE OF STATUS, 70CLASSIFICATION REVIEW, 23Compassionate Care Leave, 58Confidentiality, 48CONTRACTING OUT, 21COPIES OF COLLECTIVE AGREEMENT, 74COURT APPEARANCE, 60Day Shifts and Weekends, 26Daylight Saving Time, 26DEEMED TERMINATION, 21DISCIPLINE AND DISMISSAL, 63DUES, SEARNING AND PAYMENT OF WAGES, 38EDUCATIONAL LEAVE / PROFESSIONAL DEVELOPMENT, 56El Supplemental Unemployment Benef,:, 52EMPLOYEE BENEFIT °LANS, 50Employee On-Call Trading, 31Employee Shift Trading, 29EMPLOYEE-MANAGEMENT ADVISORY COMM’TTEE, 68EMPLOYMENT, SEmployment in Multiple Positions, 13End of Call-Back, 32ENVIRONMENTAL HEALTH AND SAFETY, 69EVALUATIONS, 6EXPEDITED MEDIATION AND ARBITRATION, 67Family Leave, 56FLEXIBILITY IN THE WORKPLACE, 93FLEXIBLE SPENDING ACCOUNT, 78GENERAL DEFINITIONS, 1GENERAL LEAVE, 55GENERAL POLICIES COVERING LEAVES OF ABSENCE, S4GENERAL RULES, 66GRIEVANCE ARBITRATION, 66GRIEVANCE PROCEDURE, 63GRIEVANCES BY EMPLOYEES, 63GUIDELINES FOR DETERMINATION OF, 89HEALTH AND WELFARE BENEFITS, 46HEALTH APPOINTMENTS, 49HOURLY EARNINGS, 38HOURS OF WORK, 23HSAA Business, 4HSAA MEM3ERSHP, SNTERNAL STAFF TRANSFERS, 91

INI)KX

JOB CLASSIFICATIONS, 22JOB DESCRIPTIONS, 22JOB SHARING, 83JOINT COMMITTEE, 76LAYOFF, 14LEAVE FOR PUBLIC OFFICE, 61LEAVES OF ABSENCE, 54MANAGEMENT RIGHTS,]MATERNITY LEAVE, 58Meal Periods and Rest Periods, 29MOBILE LABORATORY COMPENSATION, 84Mobility of Employees to alternate worksites, 19Modified Hours of Work, 25NAMED HOLIDAYS, 43New Classifications, 22NO DISCRIMINATION, 7NO STRIKES OR LOCKOUTS, 7ON-CALL DUTY, 30On-Call Pay, 31OVERTIME, 29PARENT TO BE, 59PART-TIME SEASONAL EMPLOYEES, 8?PAY DAYS, 38PAY RATE OF DOROTHY CAMERON, 77PAV RATE OF LINDA ANSELL, 75PENSION PLAN, 53Performance Expectations, 62Permanent Transfers, 20PERSONNEL FILES, 62POLICY GRIEVANCES BY HSAA, 65PORTABIUTY, 42, 47Premiums for Non-Compliance, 30Pressing Necessity Leave, 55PROBATION, 8PROFESSIONAL DEVELOPMENT AND WELLNESS ACCOUNT

FOR 1,0.2, ANDO.3 FTE EMPLOYEES, 86PROFESSIONAL DEVELOPMENT AND WELLNESS ACCOUNT

FOR CASUAL EMPLOYEES, 85Program Transfers, 21PROMOTIONS. TRANSFERS, AND VACANCIES, 9Proof of Illness, 48PROTECTIVE CLOTHING, 35RECALL, 17Recall to Casual Work, 18RECOGNITION OF PREVIOUS EXPERIENCE, 36RESIGNATION, 21RESPONSIBILITY PAY, 33Schedule Posting, Changes, and Premiums for Non

compliance, 28Scheduling On-Call. 3DSCHEDULING PREFERENCES, 41SENIORITY, 8Severance, 16Shift Premium, 33SHIFT PREMIUMS,]]

Shift Rotations, 28Shift Scheduling 5tandards and Premiums for Non

compliance, 17SICK LEAVE, 46SICK LEAVE ADMINISTRATION, 48Sick Leave and Vacation, 48Sick Leave Credits, 46SICK LEAVE PAY, 47SPECIAL LEAVE, 55Specific Definitions, 38Split Shifts, 26Step 2, 65SUPERNUMERARY POSITIONS, 81TECHNICAL CERTIFICATION, 37Technical Qualification Premiums, 37TECHNOLOGICAL/ORGANIZATIONAL CHANGE, 19Telephone consultations, 33TEMPORARY ASSIGNMENTS, 34TEMPORARY EMPLOYEES, 70

Temporary Transfers, 19TERMINATION ENTITLEMENTS, 21THE AGREEMENT, 1TIME OF VACATION, 40Transportation for call-Backs, 32TRAVEL EXPENSES, 34UNIDN RIGHTS, 4UNION SECURITY, 4VACATION AND MATERNITY LEAVE, 42VACATION ENTITLEMENT, 38VACATIONS, 38WAGE APPENDIX, 36WAGE INCREMENTS, 36Weekend Premium, 33WORK SCHEDULES AND SHIFTS, 26WORKERS’ COMPENSATION, 49WORKING CONDITIONS AND REMUNERATION, 23Working During Meal Periods and Rest Periods, 26

COLLECTIVE AGREEMENT

BETWEEN

CALGARY LABORATORY SERVICES (CLS)

AND

TIlE hEALTh SCIENCES ASSOCIATION OF ALBERTA (IISAA)

SCOPE AND TERM OF THE COLLECTIVE AGREEMENT

IA) THE AGREEMENT

1 .1 The agreement will apply to all employees of CLX employed in the bargaining unitdehned by Labour Relations Board Certificate Number 92—QX and any at endments tothat cert i licate.

1 .2 The agreement will he efThetive From July 1. 2014, until June 30. 2017. and from yearto year aller that, unless written notice of the desire to change the agreement is given byCLX or I (SAA to the oilier parts between March I, 2017, and April 30, 2017.

1 .3 { notice is given to change the agreement. it ill contm ue until a ne agreement hasbeen reached.

1.4 I mployees who left the employ of CLX subsequent to June 30. 2011. have thirty (30)calendar days Ii’om the date of’ ratification to apply to the I mpIover br any retroactivity applicable under the Wages Appendix.

GENERAL DEFINITIONS

2.0 GENERAL DEFINITIONS

2.1 The billowing delinitions will apply throughout the agreement. unless amended hr theprovisions of a speci lie article.

2.2 “Basic talc of pay’ is an employees wage from the Wages Appendix. or the ratepayable fur a 1 emporary Assignment, plus premiums paid lbr technical qualificationsunder Article 35.3. It excludes all other premiums and allowances.

2.3 “I ‘niployee’’ is any person employed in the bargaining unit del med by Labour RelationsBoard certificate Number 92—OS and any amendments to that certi ficate.

2.4 A ‘‘shill’’ is a daily tour of duly exclusive 01 overtime hours.

2.5 A “Regular I inplovcc is one who works on a full—time or part—time basis oil regularischeduled slit us of a continuing nature:

2.5.1 A “lull—time emplo>ee” is one who is regularl scheduled to work the fullhours ot work under the I lours of Work article of the Collective Agreeiueiit.

2.6 A ‘part—time empliwee’’ is one who is regularly scheduled to work shi Its. hut whosetotal hours are less Lhan the lull hours of work as sped lied under the (Louis of Workarticle of the Collective Agreement.

2.7 A “temporar employee” is one w•ll() is hired:

2.7. 1 br a speci lie job of six (6) months or greater. and less than twelve (12)ii m nt hs d urat ion: or

2.7.2 to replace a flil I—time or part—ti me employee who is on a Ibrm of leave ofabsence espeelcd to be no less than six (6) nmnths in duration.

2.8 A ‘‘Casual employee’ is one who:

2.8.1 works only on a call—in basis and therelore is not regulari scheduled exceptfor:

2.8.1.1 work on a speeilic oh oUess than six (6) months in duration: or

2.8.1.2 work relieving an absent employee who is expected to he absent 11wless than six (6) months.

2.9 “Full—time equivalency’’ or ‘‘FTI ‘‘ is the expression of the permanent status of a regularfull or part—time employee determined by tile ratio of the regular hours per shill cycleset out 11w the employee under Article 23.2. compared to the full hours of work.

2.10 ‘‘Classification Series” is the broad characterization of a bundle of job duties lhr tilepurpose of grouping emplo) ees in the agreement. I xanip1es of Classification Series areLaboratory Technologist and [_ahoratory Assistant.

2. 11 ‘‘Classi lication’’ is a more specific characterization of a bundle of job duties inside aClassification Series 11w tile purpose of placing employees on the wage scales of theagreement. For example, I ahoraiory Technologist 1, Laboratory Technologist 11 andLaboratory fechnologist Ill are tile classi licatkms inside tile Classification Series ofLaboratory Technologists.

2. 12 A “vacancy’’ is an approved position within tile bargaining unit, w hich is not filled atan\ given point in time.

2. I 3 A ‘‘traiisfbr’ is a movement by an employee between positions in the bargaining ii nitithout an increase in her classi lication.

2. 4 A pmnmt on’’ is a movement by an employee to another position in the bargainingunit. n hjch results in an increase in her classification.

2.15 ‘‘Aiuiiersary date” is the calendar date thIling exactly one year from the date anemployee commenced employment within the bargaining unit and year to yeartherea tier.

2. 1 6 “Month’’ is the pen od of’ time between a calendar date in one calendar month and thesame day of’ the fbllow ing calendar month; liii’ example. January 15 to Fehruar 1 5 inII1V Year.

2. 1 7 “Code’’ means the Labour Relations Code as amended fi’oiu time to Lime.

2.1 8 ‘Day ‘‘ means an ordinary twenty—tour (21) hour calendar day unless specifiedotherwise.

2. 1) Xhi ft cycle’’ shall mean total number of’ regular f’ul I or part—Lime hours worked in two(2) pay periods.

2.20 A word used in the {‘minine gender also applies in the masculine gender and vice versa

2.21 “Xtatus’ means a regular or temporary or casual employee.

MANAGEMENT RIGHTS

3.0 MANAGEMENT RIGhTS

3.1 CLX reserves all rights not specifically restricted or abrogated by the pro sions of thiscollective agreement.

3.2 Without limiting the generality of’ the foregoing. I ISAA acknowledges that it will he theexetusive right ol (‘LX to operate and manage its business, including the right to:

3.2. I maintain order, discipline and efficiency

3.2.2 make, alter, and entbrce. from time to time, rules and regulations to beobserved by an employee, pros ided there will he no conflict with anyprovision of the agreement:

3.2.3 d rect the ork I nu force mid to create ne c lassi tications and oiL units andto determine the number of employees. I’ nov. needed From time to time inan work unit or classification and to detemiine whether or not a position,work unit, or classi Iteation w ill be continued or declared redundant:

3.2.4 hire, promote, transfer, lay—oft and recall;

3.2.5 demote, discipline, suspend or discharge for just cause.

UNION SECURITY

4.0 UNION RIGhTS

4.1 CLX recognizes I IXAA as the exclusive bargaining agent for all employees employed inthe bargaining unit defined h Labour Relations Board certificate Number Q2—QS andany amendments to that certi licate.

4.2 No employee will he reqiLired or permitted to make any ritten or verbal agreementhich may he in conflict with the terms of’ this aereement.

4.3 Except as otlienise specified in this agreement. all correspondence between the partiesu ill be exchanged heteen the Chief Operating Officer or designate of CLX, and thePresident or designate ol’ I IXAA with a copy to the I IXAA Local Unit Chair.

IISAA Business

4.4 An employee will not engage in I (XAA business durina her working hours \ ithout priorpermission of’ (‘LX.

4.5 Any duly accredited Officer of I IXAA may be permitted on CLX’s premises 11w thepurpose of’ transacting I IXAA business provided prior permission to (10 50 has beengranted by CLX.

4.6 The names oil IXAA’s local unit representatives will he supplied in riIjng to CLX. Alocal unit representative’s name must he provided to CLX on this list hefbre she isrecognized as an I IXAA representative. Local unit representatives ill he entitled toleave work to carry out their functions. provided permission to leave work duringxork ing hours, and agreement on the length of’ time of’ such leave, has been obtainedfrom their supervisors. Xuch l”°° ill not he linretisonahI) withheld.Representatives will suffer no hiss of pay lbr time spent on the CLX’s premises inperforming such duties.

4

1.7 At some p01111 dun ng the orientation of new employ ccx. CLX will make arrangementsn ith the I IXAA Local Unit Chair to make a presentation to the new employees on thestructure of I IXAA. as •eI I as the rights, responsibilities arid benelits under theagreement. These presentations will not exceed forty—live (45) minutes in length. Neemployees v ill have t lie right to not attend the presentation. A representative of CLXmay attend the presentations. Ihe Lmployer shall provide the Union t ith a list of. alliie\ employees and foil I’ the. Chair one (I) eek in advance of the orientation herepine ti cable.

4.8 An employee elected or appointed to represent I IXAA on I ISA1\ business ill hegranted time oil. i th pay by CLX to tend to I [XAA business as long as the operationaleliiciency of CLX ill not he disrupted. lithe request is denied, reasons will he givenby CLX. I IXAA agrees to reimburse CLX 11w actual salnr3 paid to the employee hileon leave. In addition, an administrative charge of fifteen percent (1 5%) will he paid toCLX when the employee is replaced.

4.9 Representatives ni I IXAA X\ ill he granted time oh with pay in order to pLmflieipLlte incollective bargaining v ith CLX. I I XAA agrees to reimburse CLX 11w actual salary paidto the employee \\ hi Ic on leave. In addition .an adminislrativ e charge of lifteen percent(15%) will he paid to CLX when the elnplo) cc is replaced.

4.1 0 Members of the Board of Directors of l[XAA will be granted time oil ith pay to attendmeetings of the Board of Directors of I IXAA and Board Committees. Such membersv\iIl provide CLX with a request in writing with as much advance notice as possible.I [XAA agrees to reimburse C LX fhr actual salary paid to the employee while on leave.in addition, an administrative charue of fifteen percent (1 5%) will he paid to CLX v henthe employee is replaced.

4.11 The President oiIlXAA will he granted a leave of absence without pay

4.1 2 The I mployer will provide to the Association all policies and procedures affectingemployees which are related to employment matters.

Where the I mployer’ s policies and procedures are maintained only in a hard copylorinat, the I mployer will place the Association on a ii stn hut ion list and ensure that asamendments are appro ed. iw as ne policies and procedures are approved, they areforwarded to the Association. Where imdntained electronically. the I inployer v ille—mail a copy to the Association.

Si) IISAA MEMBERShIP

5.1 Membership in I IXAA is voluntary.

6.0 DUES

6.! CLX ‘viii deduct from the gross earnings of each employee covered by this collectiveaurcement an amount equal to the dues as speet lied by I IXAA.

6.1.1 For the purposes ol this article, “gross earnings” ill mean all moneys paid byCLX and earned by an em plovee tinder the terms of this collective agreement.

6.2 Dues will be lbrarded to I ISAA every fl\o (2) eeks.

6.3 Dues will he deducted frmn an employee during sick leave ith pay and during a leaveol absence with pa.

6.4 I IXAA v ill give not less than thirty (30) da s’ notice ol’ aim change in the rate at hickdues are to he deducted.

6.5 Dues will be accompanied by a current and updated electronic list shoving (or each ot’the employees from whom deductions have been taken:

6.5, I her name:

6.5.2 her home address. telephone number and e—mail address. if available:

6.5.3 her c lassi lieation;

6.5.4 her employment status;

6.5.5 her increment level:

6.5.6 the amount of the deductions, on an ongoing basis:

6.5.7 her vork telephone numbers:

6.5.8 employee’s seniority date: and

6.5.) her current worksiie.

6.6 Bi— eekl CLX w ill send copies of the I mplovment (‘hange Forms to I IXAA whichindicate:

6.6.1 employees reclassihed. promoted or translcrrcd outside the scope of thiscollective agreement:

6.6.2 newly hired and terminated employees (including resignations):

6.6.3 any changes of employees’ status (including sick leave. maternity leave, orany other leave of ahsence expected to exceed thirty [30] calendar days): and

()

6.6.4 an> I ayo ITs and recalls.

6.7 CLX \\ ill record the anwun( ol Association dues deducted on the 14 lbrms issued to anemployee br InCOme tax purposes.

Bi—eekly dues that are outlined above shall he supplied to I IXAA in an electronicspreadsheet lbrrnat, agreed to by the parties.

7.0 BULLETIN BOARDS

7.1 (‘LX will provide a bullet in hoard placed in a reasonably accessible location in each ofits sites 11w the exclusive use of I ISAA. Where requested by I IXAA. additional spacemay be provided on other existing bulletin hoards.

7.2 I IXAA may posi on such hulleti 1 hoards notices of meetings and other notices, whichmay be of merest to emplo> ees.

7.3 C LX reserves the right to require that posted material objectionable to CLX he renwvedIrom bulletin hoards.

7.4 The regular courier service to the sites may be used to deliver approved notices free ofcharge to I LXAA.

7.5 Approved notices may also he sent over (‘LX electronic mail (1:—mail) systems.

8.0 NO DISCRIMINATION

X.1 There will he n discrimination, restriction or coercion exercised or practiced by eitherparty in respect of an employee by reason ob’ race, colour, creed, national origin.political or religious aili I jati on. gender, sexual orientation, marital status, lami ly stal 115,age. physical disability, mental disability, nor by reason of membership or non—membership or la flu activity in I IXAA. nor in respect of an employee. I IXAA. or CLXexercising any’ right conIrred tinder this agreement or Liii) ln of Canada or Alberta.

8.1.1 fhis’Lirtiele shall not apply with respect to a relusal. limitation. speeilwationor pre Ilrence based on a hona lide occupational rcqu i rcnient.

NO STRIKES OR LOCKOUTS

9.0 NO STRIKES OR LOCKOUTS

q• I If an employee engages in an> illegal strike. slowdown or stoppage of work during theterm ol this agreement, 1 IXAA will insirLict her to return to work and perlhi-m her dutiesIhithfLllly. If the withdrawal of services is based on a complaint or dispute. I IXAA willdirect the employee to the grievance procedure br the settlement of the complaint.

7

0.2 I ISAA agrees that during the term ot this agreement. it will not condone any siowdow n.stoppage of’ work, picketing ol’ (‘[S’s premises. reibsal to perform work, or strike. Noemployee shall he invoked in ally’ such action.

0.3 CLX w ill not sanction or authorize any lockout dun ng the term of this agreement.

EM PLOYM ENT

10.0 PROBATION

10.1 A new lv hired regular or temporary employee will serve a probationary period ol’ nine—hundred and thirty (030) hours worked (exclusive of overtime hours) inmiediatelyfollowing the date on which the current period of continuous employment commenced.

10.1 . I it, in the opinion ol the I mployer, tile employee is found to he unsatislacturv,the employee’s probationary period may he extended by mutual agreelilent.

10.2 IL in the opinion of’ CLX. the eiuplo cc is Ibund to he unsatisfactory, she may heterminated without notice and without recourse to the grievance procedure. Thisdecision must he made in good fttith and not he arbitrary in nature.

1 0.3 \Voi-k experience satisfactory to (‘LX as a casual employee in the same classificationwill he considered as contributing to tile completion ol a probationary period up to amaximum of two hundred and thirty —two (232) hours pro ided that not more than ihree(3) months have elapsed since she last worked for CLX.

10.4 CLX \ ill provide a written evaluation to the employee at least eight (5) weeks prior tothe completion of her probationary period. ‘Ihe written evaluation s ill nofl f: theemployee of’ any required perlormance competencies and if there arc any dercienciesand provide the employee with an opportunity to correct them during the probationaryperiod.

10.5 An employee w 110 has completed her prohat ionarv period and has remained iii the samebargaining unit. or has returned to the same bargain ng unit after not more than a tw el e(12) month absence, will not subsequently he placed on probation.

11.0 SENIORITY

11 .1 1’or I mployees hired by CLX prior to July 01. 2002, seniority is the length of’ service ofan employee w th CLX. or its immediate predecessors. commencing on the last date oflure.

11.2 For Fmplovces hired by CLX after July 01. 2002. seniority with CLX starts on the dateon which the linploy cc commenced employ ment in the bargaining unit.

8

I I .3 Seniority cannot be exercised by a probationary employee miii I the successfulcoin p let 011 01’ the pro hat i 0 flU rv pen od.

II .4 Seniority shall be the determining Ihetor in:

11 .4.1 pre Ibrence o I’ vacation time:

11 .4.2 layoffs and recalls, subject to the qual iheations specified in Articles 1 3 and14.

11 .5 Seniorit ill he considered broken and all rights fbrlèited:

I I .5. 1 when she resigns I mm a bargaining ti nit position or is terminated from herbargaining un it position; or

11.5.2 upon the expiry of her recall rights: or

11 .5.3 if she liii Is to return lo u ork following a recall.

II .6 The I mployer shall provide the Association ithin Iwo (2) months of the signing of thisAgreement and iii January and July of each year thereafter a listing of employees inorder ol seniority in accordance iih the provisions of Article 11 . Such senionitt listshall include the employee names. classihuation. status, base location and senioritydate. A he I niployer shall make the list available to all employ ees. This listing shall heprovided monthly if there are employees on layoff’.

12.0 PROMOTIONS, TRANSFERS, AND VACANCIES

12.1 Vacancies ; ithin the bargaining unit br full—time and pail—time positions, andtemporary positions of xix (6) months or zmwe. ill he posted not less than six (6)calendar days in advance of’ making an appointment. I ISAA shall be copied on all jobpostings within live (5) calendar days of the posting.

12.2 Where circumstances require ULS to 1111 a posted vacancy helhre the expiry of six (6)calendar days, an appointment will he made on a temporary or relief basis only.

I 2.3 All bargaining unit members ill have primary consideration for all \ acancies inaccordance with I 2..

12.4 The notice ol posting will contain the following information:

12.1.1 duties of the position;

12.4.2 qualifications required:

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1 2.4.3 ho ii rs of’ wok;

12.1.4 status of position: and c>tpected term (if’ a temporary position):

12.4.5 wage: and

12.4.6 current worksite.

12.5 Where un employee within the bargainin unit has applied on a posting, the name ol’ thesuccesslul applicant w ill he communicated to the applicants and I ISAA within seven(7) calendar days o I’ the appoint in ent

12.5.1 At the time of’ hire or transr the successful applicant shall be pros ded withdocu Iflentation. which shall include the fbI lowing:

a) Status (reuular. temporary, or casual)

h) (lassi fication

c) Date 01’ I lire and transfer (if applicable)

d) Increment Level

e) Number of hours per shill and shills per cycle

I) Current worksite

12.6 Where a vacanc or a temporary position has been Ii lied by the appointment of’ aregular hill—time or part—time employ cc, and where, at the completion ol the expectedterm of the temporary position, CLX decides that the employee is no longer required inthat position. she will he reinstated in her former position/status. If such reinstatementis not possible. the employee will be placed in another suitable position/status. Suchreinstatement or placement will he without loss of seniorit and at not less than thesame rate ol’ pa’ to which the employee would he entitled had she remained in herIbrmner position/status. The reinstatement or placement of an emploee in accordancewith this Article will not he construed as a violation of’ the posting provisions of’Article 12.0.

12.7 12.7. 1 For a temporary position, once a vacancy has been posted and anapplicant has been selected as per Article 12.8, the successful applicantshall not lie eligible to appk lbr any other temporary position until Ibur(4) calendar weeks prior to the end of their term.

I 2.7.2 for a permanent position, once a vacancy has been posted and anapplicant has been selected as per Article 12.8. the successful applicantshall not he eligible to apply 11w any other position until they havecompleted nine hundred and thirty (930) hours worked in the position.

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12.7.3 For temporary or permanent positions. once a vacancy has been postedand a successful applicant has been selected as per Article 12.8. thesuccessftil applicant shall not be eligible to request a decrease of regularhours as per Article $3 until they have completed nine hundred andthirty (930) hours worked in the position.

I 2.7.4 All posting applications will he submitted electronically on the approvedCLX form.

12.7.5 Where a vacaneN for a temporary position has been tilled by theappointment of a casual employee, and, where, at the completion of theexpected term of the temporary position. CLX decides that the employeeis no longer required in that position. she will he reinstated to casualstatus.

I 2.X a) In making promotions and translbrs. experience. perlhrniance and qualificationsapplicable to the position will he the primary consideration. Where these fhctorsare adjudged b> CLX to he relatively equal. seniority will he the deciding fhctor.

h) If all applicants lhr a vacancY are casual employees, experience, performance andqualifications applicable to the position shall he the primary consideration. Wherethese factors are adjudued by CLX to he relatively equal. the position shall heawarded to the employee ho has the greatest number of hours orked ith theI :mployer.

c) Upon request, the Association t ill he provided with copies of:

i) the standardized documentation relating to the grading system:

ii) grades: and

iii) all standardized documentation. s hich resulted in the grades for the applicants.

I 2.9 All transfers and promotions will he on a trial basis.

2.9.1 The transferred employee wil I he given a trial period of thur hundred andsixty—five (465) hours orked (exclusive of overtime hours) in which todemonstrate her ability to perlhrrn the new tasks to the satisiliction of’ (‘LX.Such trial period may he extended upon mutual agreement het\\ een the unionand (LX. Should the transferred emplince titil to succeed during the trialperiod, CIX vill reinstate the employee in her fbrnwr position/status, or, ifsuch reinstatement is not possible. place the employee in another suitableposition:statrts. Such reinstatement or placement ill he x ithout loss ofseniority and at not less than the same rate of pay to hich the employeeould be entitled had she remained in her fhrmer position/status.

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12.9.2 The promoted emphnee will he given a trial period ol nine—hundred and thirty(930) hours worked (cxci usi e ol overtime hours) iii which to demonstrate herahi lit3 to perform the new tasks to the satislaction ol CLIX. Should thepromoted employee Ed I to succeed or request to return to her lbrmerp05111011 status during the trial period. CLX will reinstate the employ cc in herlormer position status, or, if such reinstatement is not possible, place theemployee in another suitable position. Such rei nstatcnient or placet nent willhe without loss of seniority and at not less than the same tate of pay to whichthe employee would be entitled had she remained in her lbnnerposition/status.

12.10 a) When an employee is promoted within her classification series, the wage ol theemployee will be advanced to the same step in the new scale as her current rate.

b) When an employee is promoted to a new classification series, the wage of theemployee will he advanced to that step in the new settle which is ne\t higher thanher current nile.

12.11 An employees anniversary date lbr the purpose of quali Iing lbr an annual incrementwill not he changed as a result ola promotion or transfer.

12.1 2 If an emplin cc is transferred to a elassi Ileation with a lower wage settle, her rate will headjusted immediately to the step in the new scale which will recognize all other currentservice.

12. 1 3 If an employee is transferred by CLX to another site other than their base location, (‘LXshall ensure that satisliictorv training is provided ibllow ing an assessment of theemplo ees skills and abilities and the identilied need resulting from that.

Employment in Multiple Positions

12.14 The Parties agree that this applies to employees who hold more than one (1) positionwithin the haruaining unit or to I mplo ees who subsequently attain more than one (Iposition within the bargaining unit.

a) An employee is responsible 11w notilving his or her supen Nor that he or she isemployed in multiple positions with the I mployer.

h) 1) I mphiyees shall not he employed ithin the bargaining unit in greater than fell—time capaeit

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ii) Not iths[and i ng 1 he above, an enipl oyee s ho In) Ids a pail—ti me position(s) may‘ oi’k additional shifts, howeer, it is intended that the total hours vill notnormally exceed kill—time hours. and iii an case sIniIl not contravene thisArticle. in situations where overtime may be applicable due to the empio>eeholding more than one (I) part time position, the employee will noti l thesupervisor prior to orking such o ertime hours.

c) Subject to the Employers operational ability to do so, the I mployer agrees tocombine the regular hours of’ ork of multiple positions held by an employe.e forthe purpose of Henelil and Pension eligibility - Vacation. Sick Leave. iNaniedI lolidavs. Increments, and Seniority . provided that the fiillox ing conditions are met:

i ) the total hours of the positions do not e\ceed Hill—time employment as definedin this Collecti e Agreement; and

ii) the regular hours of’ work to be combined are associated ith regular part—tunepositions: and

iii) the positions are in the same classification series or related classification series,and their schedules can he made (‘ol leetive Agreement eompl hint or theI rnl-)O and employee mutually agree to aive the scheduling pro ision olArticle 24 in the Collective Agreement.

d) Where the regular hours of work of multiple positions cannot he combined inaccordance with (iii) above, because they are in difiëreni classifications, they maybe combined br the purposes of determining benefit and pension eligibility only.

e) An employee % ho holds multiple positions ould have the earliest ‘‘seniority date”recognized flw the purpose of’ Article 11

I) Probation and trial periods will apply to each component of’ the multi pie positions.Probation is completed upon the suecessilil completion of the first probationaryperiod, xv ith probtition in second and subsequent positions reverting to a trial periodwithin the provisions of the Collective Agreement except that there shall he noobligation on the I mpltn er’s behalf to reinstate the employee in her Ibrmerposition.

g) Layoff’ and recall provisions shall apply individually to each position.

h) An emploee who holds multiple positions, and who tails to report for xvork asscheduled due to a conflict in schedules, may he required to relinquish one of thepositions.

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ii An enployee ho accepts multiple positions ackno ledges the I mploy er Srequirement to manage shill scheduling based on operational need. If a schedulechanges as a result of operational requirements. then an employee may he requiredto resign one or nmre of their positions. Should an employee be required to resign1mm a posnion(s) under these circumstances, she shall he given tenty—eight (28)days notice of such requirement or such lesser time as may he agreed between the

niployer and the Association.

j ) The I niployer reser es the right to deny or terminate multiple posit ion situationsbased on operational requirements or health and salbty factors. subject to allpros isions of the Collective Agreement.

13.0 LAYOFF

I 3. 1 a) Prior to Ia) oils oeeurn ng. the parties will meet and discuss the appropriateapplication of Article 13.3 to the circumstances, including but not limited to:

i) the timing and sped tic process to he ibllowed:

ii) any other issue the parties deem appropriate.

h) Lavo Ii’ ill inca ii:

13.1.1 elimination of positions: or

13.1.2 reduction in hours ot work.

13.2 If it becomes necessarN to reduce the work force. CLX \ ill nolily I ISAA and allemployees ho are to be laid o IT. in t riting by registered mail or in person, at leasttv. ent —eight (28) days prior to layoff.

1 3.2. I The twenty—eight (28) days’ notice will not apply where the layoff’ resultsirmn an Act of God, lire, or flood. I lowever. the allected employee xillreceive pay for the days hen work was not available tip to a maximum oftnentv—eight (28) days pay in lieu of notice.

13.2.2 If the employee laid oil’ has not been provided s tb an opportunity to work herregularly scheduled hours for twent —eight (2N) days after notice ol lavolL theemployee will he paid in lieu of such work tbr that portion of the twenty—eight(28) days during which work was not matte available.

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13.3 Lr, oft \\ ill be in reverse order of seniority ot employees in the classi tication within thealfcted department. I lowever, CLX will have the right to retain employees tt ho wouldother se be laid oil hen layoff in accordance x ith this Article ould result inretaining employees ho are not qualified and capable ol performing the orkrequired. NC) employee shall he permitted to increase her ciassilication or FTI thoughdisplacement or accepting a vacant position.

13.3.1 For the purposes of Article 13: Layoff and Recall Thualihed and capable ofperlorming the ork required” shall be assessed by the Lmplo)er recognizingthe need to provide a period of lhmi I iarization and orientation.

13.3.2 An employee who receives a lawS’ notice ‘vii! have seven (7) calendar daysIrom the receipt of the notice to elect one ol the fbI lowing:

a) Displace the most junior emplo cc at her current elassi lication and currentFf1 . provided that the employee is qualified and capable of perlbrmingthe required work.

h ) Take a position at her current elassi flcation and current Ff1 or less x hichis a vacant position within the bargaining unit and fbi’ which the emplo ccis qualified and capable of perlbrming the work. When taking a vacantposition the length of such Ibmiliarization and orientation period shall hediscussed and agreed on a case by case basis hetee n the Fmplover andhe Association, or

c) At the employee’s option. accept lavoitwith the right to recall.

1 3.3.3 11 an employee elects (a) or (b) abo e. and the I mployer determines that theemployee is not capable and qualilied ol perlormmg the work of the positionselected, the Fmployer shall intiwm the employee and I ISAA of such withinfourteen (14) day’s of the employee making such selection. The elnplo) ccshall then have the right to make another selection in accordance withArticle 13.3.2.

13.3.4 A Regular I tmployee ho has elected to take a position at her currentelassi lieation in accordance with 13.3.2(h) and fbr whom no alternative vacantposition is available shall have the option to select either of (a) or (b):

a) La oIl with recall rights as spcci lied in Article 14 of the CollectiveAgreement: or

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1) Severance as offered by the employer in accordance t ith Article 1 3.9.

A Regular I ;niplo cc who receives not ice of kno If shall ha e tw eiity —eight(28) days From the date the notice of’ Lay o is received to ad ise theEmployer, in writing, that the lmployee wishes to take the Severance Optionof icred by the I mplover. Any I auplovee who does not advise the I iuplover.in writing, of’ the I tmployee’s decision to accept severance shall he deemed toha e selected Iayofl in accordance with Article 13 of this CollectiveAgreement.

1 3.4 Should all employee he incapable of. displacement iii her classification she nun’ lookwithin the classification series in accordance with Article 13.3.2.

13.5 Laid—oil’ employees w II accrue sick leave and earned ‘. acation fbr the first (1st) monthof layoff.

1 3.6 Laid—oIl’ employees will not he entitled to Named I lolida s with pay which may Ihilduring the period of layoff

1 3.7 If (±5 proposes to layoII an employee while she is on leave of absence, Workers’Compensation or absent due to illness or injur. she shall not he served with noticeunder Article 13.2 until she has advised ELS of her readiness to return to work.

13.8 When notice of layof is delivered to an employee in person. the employee ma) heaccompaniedhv a representative of’ 1ISAA.

Severance

13.9 The employer shall approve the flillow’ing severance option to he oflered to eligibleRegular Employees as defined in Article 13.9.1 of this Collective Agreement.

13.9.1 Severance Pay:

a) A Regular Full—time Employee shall he eligible Dir severance pay in theamount of two (1) weeks’ regular pay for each hill year of continuousemployment to a ina\imum ol Dirty (40) weeks’ pay.

Li) A Regular Part—time Employee shall he eligible Dir severance pay in theamount of’ fl o (2) weeks’ regular pay at the basic rate of pay for each lullperiod of one thousand eight hundred and twenty—nine (I 829) hoursworked at the basic rate of pay to a maximum of’ fhrty (40) weeks’ pay.

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c) Regular xiy shall he defined as regularK scheduled hours ol work as atthe date on \\ hich notice of’ lay oil is issued ( kwh (or the purposes ofclarity means regularly scheduled hours of work exclusive of overtimehours, callback hours, and additional hours for Part—time I inplovees) XI 3asic Rate of l’ay (w hi cli for the p poses of clan tv means I asic Raw ofPa> exclusi’ e of o ertime pa’ meats and premium payments).

ii) Supplemental Severance of one (1) additional week lhr each year of’service over thirty (30) years ‘viii he paid to eligible employees.

e) Eor purposes of severance, continuous employ muent shall he calculaied onthe basis of the seniority date with (‘LX. and shall exclude absences inexcess oF one (I) year.

13.9.2 A Regular Emplo>ee who accepts severance pay as described in Article 13.9.1above shall have terminated their employment, with no further right of recall.

13.9.3 An I niplovee who has been tenninated For just cause or who has resigned orretired shall not he eligible br severance.

13.9.4 a) Employees who select severance will not be eligible (hr rehire by allyEmployer who is a party to a Collective Agreement containing thisprovision, or an> I rnplover or agency funded directly or indirecil> by tileEmployer paving the severance. Ibr Lhe period of severance (w hich fur thepurpose of clarify means the period of time equal to the number of weeksof severance paid to the I mployee).

h) The Employee ma> be considered 11w hire by an Employer referred to inta) provided they repay the l’mployer from whom severance was received,the difference, if any, between the time they were unemployed and thelength of Lime fur which the severance was paid.

i 39.5 Severance pay or notice provided shall he deemed to he inclusive of’ any andall legislative requirements fur termination notice.

I 1.0 RECALL

I 4.1 The I :lllpI()y er shall mai ntai ii a recall list Ibr all employees on recall. Such listing shallbe provided to the Association monthly when there are employees on recall.

14.2 An emplo> cc w ho has lost her classification, or hours of \ ork. or both, will have a rightof recall until she is returned to her thrmer c lassi Iwation and hours of work (Eli.status) or her recall rights expire.

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1 4.3 An employee w ho mis voluiitari Iv accepted a acancv ol a lesser ff1 I or a temporarvacancy, where a \ acaney exists that would have made theni \\ hole (same 111 andsame classi lication) they will have no further right to recall.

14.4 Prior to hirinLLLin new regular or temporary employees. [‘LX will recall laid nfl’employees in re erse order ol seniority provided that the recalled employees arequail lied and capable ol periurming the x ork required.

14.5 If a recall is to a position in the ongi nal classi lication and at he Cut I—time equivalency olthe emplo>ee being recalled, or sonic oilier position which would leave her less thanmade shoIe, then no posting under Article 12 is required. I lowever. il’the recall wouldresult in the recalled employee increasing either her classi tication or Cull—timeequivalenc. then a posting under Article 12 is required.

14.6 An employees recall rights will expire unless she is recalled to a position which makesher whole within:

14.6.1 one (1) year froni the elketive date of her la oil. in the case of a reduction inclass i flcai ion, or

14.6.2 two (2) years of the effective date ol’ her layol’f, in the case of a decrease inhours (including a layoff to the sti’eet).

14.7 A recalled employees increment date w ill he adjusted by the same amount ol time asthe lay—oil and the new increment date will prevail after that.

Recall to Casual Vork

14.8 CLX will oiler opportunities lot’ casual work to laid ol’ employees in order of theirseniority heibre assigning the work to another employee, providing the laid oilemployee is qualified and capable of perlonning the work required.

14.8. I Casual w ork will First he made available to laid oil einplo ees ol the sped iclocation Irom which the employee was laid oil’.

14.8.2 A laid oil emplo\ cc ma refuse an oiler ol casual work without ad ersel\aftbcting her recall status.

14.8.3 An employee who accepts an oiler of casual work will he governed by theCollective Agreement provisions governing casual employees. However.such employee’s recall status and seniority standing upon recall will not heaflëcted hy the period ol casual eniploy ment.

14.9 For the puiose of’ this clause “Casual Work’ will mean:

Is

14.9.1 ork on a call—basis inside their classification niuch is not regularl’scheduled:

14.9.2 regularI scheduled ork 11w a period of less than six (6) months br a speeihejob: or

l4.9.3 work to relieve for an absence the duration of which is anticipated to be lessthan six (6) months, and is at least one (I) ‘till shi ft in length: or at least three(3) hours per day for a minimum of’ three (3) days in se en (7) day period.

15.0 TECHNOLOGICAL/ORGANIZATIONAL Cl lANCE

1 5. 1 1 5.1 .1 Should CLX find it necessary to introduce technological change h alteringmethods or utilizing di f’lërent equipment, and if’ such change ill displaceemployees in the bargaining unit. CLX wil I notiI I IXAA with as muchadvance notice as possible ol such change and ‘viii meet and discussreasonable measures to protect the interests of employees so atiècted.

15.1.2 II’ CLX introduces technological change which results in the displacement ofan employee. (‘LX viil make every elThrt to provide alternative employmentacceptable to the employ cc.

I 5.1 .3 Where alternative employ ment is not available or is not acceptable to theemployee, CLX will give the employee a minimum of’ six (6) weeks’ notice orpay in lieu of not ice of’ displacement, and all other conditions of the Lay—oiland Recall Artic Ic ilI apply

15.2 Mobility of Employees to alternate worksites

15.2.1 Tenipora’ Transfers

a) The I mployer may transfer employees to another site or sites lhr thepurposes of training, orientation. meetings. emergencies and generaloperational requirements. on an intermittent basis. I mployees required totravel between sites due to teniporary transl’ers will he reimbursed 11w travelexpenses in accordance ith Article 30 of’ the Collective Agreement.

h) In circumstances where the I mplover has sutlicient advance notice of therequirement to temporarily assign employees to other sites, the I mployerwill provide a minimum of’ three (3) days notice to the aflëcted employees.Where there is an ongoing need to temporarily transfer stall’ to other sites,three (3) days advance notice will only he required prior to initial tm’ansir.

c) In circumstances where the l’tnployer does not have advance notice of therequirement lo temporari lv transfer stall to other sites, the I mphner retainsthe right to select the most appropriate individual to he transtcrred.

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ii) I tmployees assigned to other sites \% ill be provided an appropriate paidorientation to the other site(s) as required.

e) here there is an ongoing need for the I nplo’ er to transfbr employ ees toother sites. the I rnployer will post an I xpression of Interest to theemployees in the site who have the ability to perform the required work todetermine their preference br accepting temporary transfers on a regularbasis. The I inplover will endeavor to make trans I’ers from amongemploy ees who have stated a H hingness to work shills at other sitesprovided that operational efficiency is not in any way compromised.

15.2.2 Permanent Transfers

a) Where the I mployer permanently transfers positions from one site toanother, the I mplover vi II post an I xpitssion of Interest to the employeesin the site sho have the ahilit to perform the required wrk to determinetheir preference br accepting relocation. The I mployer ill endeavor totransfer employees to the alternate site 1mm amOng those employees whohave stated a ill ingness to he relocated provided that operationalefliciency is not in any way compromised. Subject to employeespossessing the ability to pertorm the work, if’ there are more volunteersthan positions available, the positions shall he offered to eligibleemployees by order oF seniority.

h) In the event than no employees ish to he transferred, the l.mployer sillassign the least senior employee from the program ho has the ability toperform the work required.

i ) An employee hose position is pennanently transferred to another sitefrom their base location. hut chooses not to transfer with the positionshall he laid off in accordance with Article 13, hut will have the rightto remain on recall in accordance ith Article 11.

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15.2.3 Program ‘transfers

Where programs are to he moved between sites, the Parties will meet prior tothe program transfer being implemented to discuss the prOeL’Ss to he followedand measures to protect the interests of the emploveesaflected.

16.0 CONTRACTING OUT

\khere CLX finds it becomes iecessar to traiiscr. assign, sub—contract or contract outany work or functions pertormed by- regular employees covered by tills CollectiveAgreement. CLX will notil3 I IXAA two (2) months in advance of such change. and willmeet and discuss reasonable measures to protect the interests of aflected employees.

17.0 RESIGNATION

1 7.1 An emplo’.ee will provide CLX with at least huirteen (11) calendar days’ notice of 11crdesire to term i nate her employment.

1 7.2 If the required notice of termination is given, an exit interview will he otfered.

18.0 TERMINATION ENTITLEMENTS

1 8. I If tile required notice of termination is given, an employee who voluntarily leaves theemplo’ of CLX ill receive any unpaid wages, vacation pa and any accumulatedNamed I lolida pay (ineludina the Floater Holiday) within three (3 ) calendar days ofterminating her employ ment.

18.2 II proper notice of termination is not given, the employee will he paid ill accordancewith tile I -mploviiient Standards Code, unless. CLX wai es appl cation of tills clause.

183 An employee who is dismissed by- CLX will receive any unpaid wages, vacation payand aim accumulated I lolidav pay (including tile Floater I ioIida ) at the timeshe leaves.

19.0 DEEM ED TERMINATION

1 9. I An emplo cc will be deemed to ha e term nated her employment if:

1 9.1 .1 she is absent rom work without good and proper reason or the approval ofCLX: or

I 9. 1 .2 she does not return from leave of absence or vacation as scheduled: or

19.1 .3 she does not return horn ia —oh as required: or

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19. 1 .4 her recall rights under Article I 4 hae expired; or

19. 1 .5 she engages in an’. illegal strike. slowdow n or stoppaue of work during theterm of I his agreement anti she does not promptly return to work and performher usual ii uties all er I ISAA has Inst rtieted her to ret urn to work: or

19.1 .6 she is casual and has not worked for the previous six months.

20.() .1011 DESCRIPTIONS

20.1 Copies ol job descriptions will he on hand within the appropriate deparLiuent( ) and willbe available to each employee upon request.

20.2 Upon request, CLX will provide I ISAA with a copy of’ a job description or anyclassification in [lie bargaining unit. CLX ‘.‘. ill provide I ISAA w jib a copy of the jobdescription when changes are made.

21.0 JOB CLASSIFICATIONS

New Classifications

21 .1 If CLX establishes a new position within the bargaining unit which results in thecreation of a new classification or if a new posi ion does not properly lull w ithi ii anexisting classification designated in this Colleeti’.e Agreement, or if a newclassification is included in the bargaining unit by the Labour Relations Board theloIlowing pm’. isions will apply:

21 .1 . I CLX will establish a position title and a wage scale and give written notice ol’same to I IXAA.

21 1 .2 ff1 ISAA does not agree w ith the position title andor the wage scale, or doesnot agree that a new position is properly classified within an existingclassification, representatives of’ CLX and I lSAz will. within thirty (30) daysoHhe creation ol the new classilieation or the inclusion olti new chissilicationin the bargaining unit, meet fbr the purpose of establishing a position title andwage scale 11w the new classi lication.

21 .1 .3 Should the parties through discussion and negotiation not he able to agree to aposition title, it is understood that (LX’ s decision in respect to the positiontitle will not he subject to the Grievance and Arbitration procedure containedin this Collective agreement or in the Code.

21 .1 .4 Should the parties. through discussion and negotiation, agree in regard to awage scale lbr the new classification the wage scale will he retroactive to thedate that the new elassi healion was implemented.

21.1.5 Should urn parties not be able to agree cm a wage scale. I ISAA ntav. withinsixty (60) days of the date the new elassi flcation was created or included inthe bargai iii nu unit, re lë r the wage scale to Arbitration. S hou 1(1 uS AA notrefer the matter to Arbitration within the suited time limit, the final position oFCLX. as stated iii negotiations. w II be implemented.

22.0 CLASSIFICATION REVIEW

22. I An employee w Tm has good reason to helie e that she is improperly classihed mayapply to the Division Manager to have her elassi rcation reviewed. The Di isionManager will give consideration to such application and noti f’v the employeeaccordingh

22.2 Should the employee feel that she has not received proper consideration in regard to aclassification review, she may request that the matter he further reviewed by discussionbetween ISAA and CLX.

22.3 CLX will noti f’ I IXAA of its position within thirty (30) days of the matter being raisedby I ISAA. Should the parties not be able to agree on the classification review, IIXAAnuw. within sixty’ (60) days of the date the position of the I mplover is finalized, referthe classihcation to an appeal prcess which may include access to third partyinvolvement. Should I ISAA not reflr the matter to an appeal process, which mayinclude access to third party involvement within the stated time limit, the final positionof’ CLX, as stated in negotiations, w II he implemented.

22.4 Where the decision of the ltmployer results in a downgrading in classification, thealThcted employee shall he entitled to use the Grievance Procedure and Arbitration.

22.5 Should an employee he reclassified to a higher classification pursuant to this Article.any wage increase associated with the reclassification shall be retroactive to the date ofthe written application being received by I luman Resources.

WORKING CONDITIONS AND REMUNERATION

23.0 HOURS OF WORK

23.1 Regular hours of work for a ftulI—time employee. exclusive of meal periods will he:

23.1.1 seven and three-quarters (7 3/4) work hours per day: and

23.1.2 se enty-seven and one-half (77 /2) work hours in a fourteen (14) day period,averaged over two (2) pay periods.

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23.2 Regular hours of w uric tot a part—tune employee, exclusive ol meal periods, will be upto seven and three—quarter (7 ‘/4) hours in an\ day. 1’he ratio of’ workdays to non—workdays shall not exceed five to two (5:2) averaued O\ er a period of not more than two (2)pa periods.

a) Notwithstanding the provisions of Article 23.2 and Article 25.4 of’ this CollectiveAureement. the Parties hereb auree as follows:

A Part—time. employee may s ork additional w uric shifts over a two (2) pay periodtimeframe. without incurring overtime rates of pay, subject to the Ihilowing criteria:

i) the cmplo cc volunteers to work the additional shills:

ii) the hours of work of the Part—time employee do not exceed seventy—seven pointlive (77.5) hours per pay period averaged o\cr the Iwo (2) pay periodtimefrarne:

iii) should the hours of’ work (If the Part—time employee exceed seventy—seven pointfive (77.5) hours aeraged over the two (2) pa’ period timeframe. the o\ertiillerate ol’ pa\ shall apply to all hours in excess of one hundred and fi Ely—live (155)hours;

iv) should consecutively scheduled days of work create a concern Ibm anemployee thtigue perspective, the Parties resen e the right to raise and discussthis isstie helore approving additional shills.

23.3 A part—time emplo cc may work additional shi fis from time to time. In scheduling andbiting additional shiHs, the I mp1over shall establish clearly ith the employee whetherthe shill is being offered at the regular rate of pay or at overtime.

23.4 Where a part—time cmploee volunteers or agrees. when requested. to work additionalhours, she will he paid at her basic rate of pay for such hours or, if applicable, at theovertime rate for those hours worked in excess of seven and three-quarter (7 3L1) hoursper day.

23.5 Where a part time employee is required h (‘LX to work on her scheduled day oIL oradditional hours in excess of’ seven and three quarter (7.75) she will he paid at twotimes (2X) her basic rate of pay.

This premium payment will cease and the employee’s basic rate of’ pay will apply at thestart of’ her next scheduled shif’t, or additional hours worked PursILli1t to Article 23.4.

23.6 Part—time employees who wish to work in excess of their ITI . shall make a w nttenrequest to their supervisor and may he given preference over casual employees fbr extrashills/hours provided:

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I) they have given \\iitten notilicatioii ol their iLtIilability

ii) shills/hours are available prior to the schedule being posted and shills that maybecome a ai able tiller the schedule is posted.

iii) Part—time employees ho x ish to ork additional shi Cs/hours in excess of theirI TI may also he asked to work additional ski l’ts/hours on short notice at theirbasic rate of pa. I lours worked in excess of 7.75 hours ill be at the applicableovert inc rate.

23.7 At the time ol’ lure or transfer. CLX ill state in writing a specific number of hours pershill cycle which will constitute the regular hours of work br each part—time emplo cc.Such hours ill not be altered except by- agreement between CLX and the employ cc. orby the operations ot’ Article 3 of the Collective Agreement.

23.8 In the event that a casual employee reports to •ork ftr a scheduled ski ft or lhr a shiftbr hich she has been called in 11w. and is not required to commence ork. she iIl hepaid three (3) hours pay at the basic rate of’ pay.

23 ,t) In the event a casual employee who has not been scheduled to work is required to attendork for the purposes of an individual discussion or meeting, she ill he paid 11w actual

hours orked at the basic rate oF pay.

Meal Periods and Rest Periods

23.10 Regular hours of work for lull—ti rue emplo’ees will include t o (2) rest periods offifteen (15) minutes. scheduled by- CLX during each shill and exclude an unpaid mealbreak ol’ no less than thirty (30) minutes. Rest periods and/or meal periods may’ becombined by- agreement, subject to operational requirements.

23.11 Shills of less than seven and three—quarter (7 ‘/4) hours will include one (1) rest periodof lilleen (15) minutes, scheduled by- CLX during each shill where the shill is morethan three and three—quarter (3 ‘/) hours and up to live (5) hours’: one (1) rest period ofthirty (30) minutes where the shift is more than live (5) hours and less than seven andthree—quarter (7 /1) hours; rest periods l& an employee working seven and three—quarter (7 3/3) hours shall he as outlined in Article 23.10. Rest periods aiid/or mealperiods ma be combined b\ agreemenL subject to operational requirements.

23.11.1 For employees working extended overtime shills, the language ofArticle 23.11 shall he applied to additional rest periods. An unpaid mealbreak may’ he taken at the discretion of the employee.

Mailability During Meal Periods

23.12 When she is required by CLX to remain available during her meal period, she will bepaid 11w the meal period at her basic rate of pay unless she is permitted to takecompensatmg time oIl br the lull meal period at a later time in the shill. Such a mealperiod will not he mel uded in the calculation of regular hours o I work.

Working During Meal Periods anti Rest Periods

23.13 If an employee is required to work or is recalled to duty during her meal period.compensating time oIl for the full meal period will he provided later in the slii It, or shexs ill he paid at the applicable overtime rate for the entire meal period. Han employee isrequired to work or is recalled to duty during her rest period. the overtime rate ol payshall he applied to the entire rest period in addition to the basic rate of llLw for the restperiod.

23.13.1 When an employee works overtime immediately after her scheduled shill, sheshall he provided with an unpaid rest period of’ fifteen (15) minutes prior tocommencing her overtime. Such rest periods may he waived, subject toemployee discretion or operational requirements.

23.13.2 For each occasion that an employee is called hack to work pursuant toArticles 26.7 or 26.X. she shall he pmvided ith a paid rest period of fifteen(15) minUtes every three (3) hours.

Split Shifts

23.14 Spilt shifts shall not he scheduled except by mutual agrcemenL between the union andthe Finployer.

Modified Hours of Work

23.15 Modified hours of work may he implemented by agreement heteen (‘[.X anti I ISAA.

Daylight Saving Time

23. 16 On the date fixed by proclamation under the Davilgizi &zvuzg lizzie Ac’! 11w conversion toMountain Standard lime, regular hours of ork ill he exteilded to include theresultant additional hour w ith additional pa’ ment dtic fir the hour at the applicableovertime rate. On the date fixed by said Act 11w the resumption ti’ Daylight Xa ingTime, the resultant reduction of one (1) hour in tile shill involved ill he en ceted iththe appropriate deduct ion in regular earni ligs.

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24,0 WORK SCIIEI)ULES ANI) ShIFTS

“Day Shifts” and “W ekends”

24. I Any employee imn be required to work various shifts throughout the tw ent —four (24)hours of the day and the seven (7) days of the week.

24. I .1 In this article, ‘‘Day shift is defined as any shill (hi! ing entirely between sixhundred (0600) and eithteen hundred (I 800) hours.

24.1 .2 in this article. ‘Weekend’ is defined as a minimum iftv—six (56) hours off’dut comiueiiein at eiuhteen hundred (1800) hours on Friday niuht. Anemployee is classified as working a weekend provided that greater than fifteen(15) minutes is worked after eighteen (1800) hours, exclusive of overtime.

Shift Scheduling Standards and Premiums for Non-Conipliance

24.2 Fxcept in eases of emergency or by agreement between CLX and the employee, shillschedules \ ll provide ton

24.2.1 at least two (2) consecutive scheduled days off’ in each two (2) week period;

24.2.2 where possible. one (1) weekend oft’ in each two (2) week period: hut, in anyeent two (2) weekends oil in each five (5) week period:

24.2.3 at least twele (12) hours off duty exclusive of any overtime hours, betweenthe end of’ one shift and the start of’ the next shi Il;

24.2.4 not more than seven (7) consecutive scheduled das of work.

24.3 Where GUS is unable to cornpR with the provisions of Article 24.2 the Ilillowingprenuuins will he paid to the allicted employee:

24.3.1 fhilure to provide at least two (2) consecutive scheduled days oil in each two(2) week period will result in the payment of two times (2X) the basic rate of’pay for one (I) shift worked during the two (2) week penod:

24.3.2 ihilure to provide one of the weekends ot( will result in payment of two times(2X) the basic rate of pay for two (2) shills worked during the five (5) weekperiod;

24.3.3 fiulure to pro’ ide both of’ the weekends oil’ will result in payment of’ two times(2X) the basic rate of pay for Jour (4) shills worked during the ii e (5) weekperiod;

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24.3.4 Ed Itire to provide at least twelve (1 2) hours oil duix heteen the end of oneshill and the start of the next shift will result in the payment of two times (2X)the basic rate of pay for all hours erRed on the next shill:

21.3.5 failure to provide not more than se en (7) eonseeuli e scheduled days of’work, except in situations of mutual agreement, or where the eighth (8h) dayis a named holida . will result in payment of two times (2x) basic rate of paybr all hours \% orked on the next shi ft.

Shift Rotations

24.4 An emplLn cc required to rotate shills ; ill be assigned day shifts approximately one—third of the time unless she agrees otherwise. I loweer. in the exent ofan emergency orother unusual circumstances. CLX may assign such shills as deemed necessary.

Schedule Posting, Changes, and Premiums for Non-Compliance

24.5 Unless otherwise agreed between IIXAA and CLX, shill schedules will he posted twelve(12) weeks in advance. Notwithstanding the above. fi’om the date of ratification ol’ thiscontract until its expirv. shill schedules will he posted no less than 8 weeks in advance.

24.5.1 Ifa shill is changed aller being posted. the affected employee will he providedwith eight (8) calendar days notice ol the new schedule.

24.5.2 Where CLX is unable to provide eight (8) days’ notice, the Ibllowingpremiums will be paid to the affected employee.

24.5.3 Failure to provide sufficient notice of a change to an employ cc’s scheduledday(s) off will result in the payment ol’ two times (2X) the basic rate of pay flu’all hours worked on such day(s), unless such change is at the employce’sreq uest.

24.5.4 Failure to provide sullicient notice of’ a change in the employees scheduledshill (i.e.. days to evenings, days to nights, cte.) hut not to her day(s) off’ willresult in the pa menl of two tunes (2X) the basic rate of’ pa for all hoursworked on the first shill oI’the changed schedule.

24.5.5 failure to provide sufficient notice of a change in the employees shift startlime by two (2) hours or more will result in the payment of two times (2X) thebasic rate of’ pay 11w all hours worked on the shift.

24.6 Should an employee report to work as scheduled and he required by CLX to notcommence work. or return to work at a later hour. she will he compensated by pa nwntof three (3) hours’ pa at her basic rate of pay.

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24.7 Should an emplo> ec’ report U) \N t)ik irid coiiuiUeflce ork as scheduled and then herequired by CLX to cease v ork prior to completion of her scheduled shill and return to

work at a later hour. she shall he paid her baste rate o I’ pay br all hours t orked, p1 us anadditional three (3) hours pay at her basic rate of pay lhr her inconvenience.

24.8 Should an empIo cc report to \ ark and commence work as scheduled and then herequired by CLX to cease work prior to the completion ol her sched iled shi it. she willhe paid (‘or the balance of the scheduled shill.

Employee Shift Trading

24.9 I mployees may- exchange shills or days off with the approval of’ CLX, provided that noincrease in cost is incurred by CLX.

24.9. 1 A shill trade is a shill or shills exchanged bet een employees, or a shill orshills given up voluntarily by- one employee and accepted by anotheremployee with the approval of CLX. [111(1 w Inch does nol result in anyadditional cost to the employer. The exercise of this article by an emplo ccshall not he construed as a violation of’ Article 23.7 of the CollectiveAgreement.

24.9.2 In circumstances where a regular employee gives away shills on a consistentbasis over a period greater than six (6) months. the I mployer may deny shillgiveaways.

25.0 ovI:RTIME

25.1 Overtime is all time authorized b CLX and xorked by- an employee.

25.2 Authorization 11w overtime after the Ihet will not he unreasonably denied whereovertime arises as a result of unlhreseeable circumstances in which it is impossible toobtain imor nut hon zat ion.

25.3 Overtime will be paid as Ibllows:

25.3. For work in excess ol seven and three-quarters (7 ‘/4) hours per day, two times(2X) the employee’s basic rate of pay exclusive of meal periods, if taken.

25.3.2 For work on scheduled (lay-s off two times (2X) the employee’s basic rate ofpay.

25.3.3 Overtime pay ments w ill cease and the employee’s basic rate of pa wil I applat the start of’ her next regularly- schcdL[led shi IL

25.4 Overtime is all time authorized 1w CLX and worked by a part—time employee in excessolthe maximums speci lied in Article 23.2.

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215 All hours, authorized by CLX and orked h a casual emploee In excess of’ seven andthree—quarter (7 /4) hours in a da’ or one hundred and ii fty —ii’. e (1 55) IloLirs orked ineach consecutie arid non—inclusive twent—eiglu (2%) calendar day period.

25.6 An employee who normally returns to her place of residence by means of’ publictransportation following the completion of her regularly scheduled shill hut ho isprevented from doing so by being required to remain on duty longer than her regularlyscheduled full or part—time shi ft. will he reimbursed for the cost of reasonable.necessary and substantiated transportation expense to her place of residence.

25.7 I mp1oyecs iiiay bank earned overtime, flanked o ertirne may be taken as time oil’ inlieu of pa merit by agreement. Unless banked o ertime has been used as time in lieu byMarch 3 1 the end of the CLX fiscal year in each year. CLX will pay it out. subject to acarrv—o\•er of thirty—eight point seven five (38.75) hours.

25.7.1 Unless the employee makes prior arrangements with the supervisor firutilization, hours in excess of thirty—eight point sewn live (38.75) Ill heautomatically paid out on a quarterly basis.

25.8 Nc) employee • ill be permitted to ork niore than a total of twelve (12) hours in anytwenty—four (24) hour period except in cases of emergency.

25.9 CLX shall endeavor to minimize the use of’ mandatory overtime.

26.0 ON-CALL DUTY

26.1 The term ‘‘on—call duty means any period during hich an employee is not on regularduty’, and during which the employee is scheduled to he available to respond withoutundue delay to any request to return to duty.

Scheduling On-Call

26.2 On—call periods will he scheduled at least twelve (12) weeks in advance. except inemergencies, or as agreed by CLX and I IXAA.

26.3 Whenever possible. Employees will riot he assigned to on—call duty more than seven (7)consecutive calendar days.

26.1 CLX ill make e cry eiThrt to avoid placing an employee on—call on the evening priorto and during scheduled days o IT

Premiums for Non-Compliance

26.5Where CLX is unable to comply •ith the provisions of Articles 26.2 and 26.3. thefollowing premiums ill be paid to the affected employ cc.

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26.5.1 Employees hose on—call schedules are changed ‘stilt less than eight (8) daysnotice iIl he paid at the higher on—cull rate.

26.5.2 Employees assigned to OH—call ditty more than seven (7) consecutive calendardays in any two (2) eek period will he paid the higher on—call rate 11w theeighth (8th) and subsequent days in that two (2) week period. The higher ratewill apply until an employee has t o (2) consecutive da s oil ithout beingon—call.

Employee On-Call Trading

26.5.3 I iuployees may exchange periods of on—call duty with the approval of CLX,provided that no increase in cost is incurred by (‘LX.

On-Call Pay

26.6 For each assigned hour, or part of’ an hour. of on—call duty, an employee will he paid:

26.6.1 on regularly scheduled days of ork. the sum of three dollars and thirty cents(S3.30) per hour: and

26.6.2 on days off and named holidays, the sum Of Jour dollars and Ii liv cents (S4.50)per hour (the “higher rate).

Call—Backs While On—Call

26.7 An employee called hack while on—call, will he paid 11w all hours worked during thecall—hack, or fbr three (3) hours, hiehever is longer, at the rate of two times (2X) herbasic rate of pay iii addition to the payment received 11w being on—call.

26.7.1 If an employee is required to report br work on a call—hack and the call—backis four (4) consecutive hours or more and she does not receive twelve (12)hours slY from the end of the call to the beginning of the shift, then theemployee will not he required to report for duty until the employee hasreceived a total of txtelve (12) consecutive hours oIl duty between the end ofthe call and the beginning of the shill. In such instances no deduction will hemade in the employee’s daily pay and the employee’s normal shi Ii hours willnot he estended to have the employee ork a full shili.

i) ‘[he employee in the above situation \vi Ii advise her Supervisor in advanceol’ihe Iliet that she ill not he reporting 11w dut at her scheduled time.

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ii) This pro’ ision is waied ii the emplo’ ee is granted a request br aparticular shill arrangement that does not gi C the employee tu eke (1 2)consecUtive hours in total oil duty in the aloreinentioned tw em\ —tour (21)hour period.

26.7.2 II an employee is required to report br ork on a cal I—hack more than tw icealier twenty —three hundred (2300) hours. and she does not receie twele (12)hours oil from the end ol the last cal I to the beginning o F the shill, then theemployee will not be required to report br duty until the employee hasreceived a total of twel e (12) eonsecutic hours oil duty between the end of

the last eat I and the begi 11111 ng of the shill. In such instances no deduction willbe made in the employee’s daily pay and the employee’s normal shill hourswill not be extended to have the employee work a lull shill.

i) The employee in the above situation will advise her Supervisor in advanceol’ the Ilict that she will not he reporting itu’ duty at her scheduled time.

ii) This provision is waived ii the employee is granted a request 11w apLirticular shif arrangenient that does not give the employee Lw dye (12)consecutive hours in total oil’ duty in the aibremeni ioned twenty—tour (24)hour period.

iii) If the call ends alter zero live hundred (0500) hours and the employeewishes to continue into her scheduled sIn ft. then her shift would hecompleted by noon. The employee shall he paid as if she had worked herentire scheduled shill.

Call-Hacks While Not On-Call

26.5 When an employee not assigned on—call duty is called hack and required to report orwork on a call—back, she will he paid [hr all hours worked or 11w three (3) hours,whichever is longer, at the rate ol’ two times (2X) her basic rate of pay.

End of Call—Hack

26.9 Call hacks will end when the procedures 11w which she was called hack have beencompleted or when her regularl scheduled shift begins, whichever is sooner. I lowev er.any further requests 11w procedures received by an emplo cc prior to leaving (‘LS’spremises follow ing completion of the work required on the initial call will heconsidered one call 11w the purpose of determining call—hack pay

Call—Hacks on Named Flolidays

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26.10 An employee called hack on a Named I lolida will be paid according to Article 26.7 oiArticle 26.X as applicable, and iii addition .she will be gix cii comupensati mig lime oh’ brthe actLUhI hoW’s worked on the call—back at a time agreed to liv (‘LX. Aim such timenot taken will be subject to the terms under Article 25.7.

Transportation for Call—Backs

26.11 An cmploee who is called back Ibr dut will be reinbursed for reasonable. necessanand substantiated transportation expenses and, if the employee travels lhr such purposeby private motor vehicle, reimbursement will he at the p kilometer rate paid by theGovernment of Alberta Ibm the employee’s residence and return.

Telephone Consultations

26.12 When an employee is consulted by phone to problem sol e and,or troubleshootworkplace matters, compensation will be applied as IblIow 5:

26. 1 2. I Telephone consultations shall not apply during regular hours o I’ work.

26.12.2 For time spent up to fifteen (15) minutes. the I niplovee shall recei c aminimum ol’ thirty (30) minutes pa at the basic rate of pay.

26.12.3 If the Lime spent is longer than Ii keen (1 5) minutes then the employee shall beptid at the overtime rate ol pay br all hours worked.

27.1) SHIFT PREMiUMS

Shift Premium

27.1 An evening shift premium of two dollars and seventy—live cents ($2.75) per hour will bepaid to employees for each hour worked between seventeen hundred (1700) hours andtwenty—three hundred (2300) hours.

27.2 A night shill premium of live dollars ($5.00) per hour will he paid to employees lbreach hour worked between twenty—three hundred (2300) hours and zero seven hundred(0700) hours.

27.3 Shill prciuitimns are not part of the basic hourly rate of pa’

27.4 Shill premium and weekend premium will he stacked.

Weekend Premium

‘-I

1.i

27.5 In addition to any premium paid pursuant to i\rtiele 27.1 and 27.2, a weekend prenlium

ol’ three dollars and twenty—live cents ( S3 .25) per hour w ill be paid to employees br

each hour worked beteen seventeen hundred (1700) hours on Lrida to zero sevenhundred (0700) hours on Monda

28.0 RESPONSIBILITY PAY

2X. I \\heii an employee works without access to CLS’s regular technical superx isorypersonnel, she may have to he responsible for duties or decisions for which she is notnormal lv responsible. and in that case she will recei e one dollar (S 1 .00) per hour forsuch responsihilit

29.0 TEMPORAI1Y ASSI(;NMENTS

29. 1 When an employee is directed to perlbrm the duties of a classification eo ered by thisCollective Agreement to which is assigned a higher wage scale fbr a period of at leastone (I) full shift. she will he paid, in addition to her hourly rate as set out in the WagesAppendix. the dilkrence between the beginning rate in the wage scale lbr herclassification and the beginning rate in the wage scale of the classification to which sheis temporarily assigned. or two dollars ($2.00) per hour. whichever is greater. Theresulling basic rate of pay will not exceed ihe maximum rate of the wage scale of theclassification to which she is temporarily assigned.

29.2 During periods of temporary assignment to a classification to which is assigned a higherwage scale, an employee so assigned will receive any overtime or call—back premiumsbased (in the higher basic rate of pay.

29.3 Where an employee is directed to suhst tute on a] oh outside the scope of the hargai iii rigunit, the employee will receive an additional two dollars ($2.00) per hour. Anemployee so assigned will continue to he covered b the terms and conditions of thisCollective Agreement.

29.4 At the time of a temporary assignmeni anticipated to he greater than one month iii

length. CLX will provide to the assigned employee and I ISAA. a written statementw Filch sets out a definite time period 11w the assignment and the reason 11w theassignment. The terms of the temporar assignment will not he altered except on two(2) weeks’ written notice to the employee and I ISAA.

29.4.1 Should a temporary assignment anticipated to he less than one month inlength. e\ceed one month in length. then (LX ill pros ide to the assignedemployee and I ISAA. a written statement which sets out a definite time period11w the assignment and the reason 11w the assignment. ‘Ihe terms of ihetemporary assignment will nob he altered except on two (2) weeks writiennot ice to the employee and II XAA.

30.0 TRAVEL EXPENSES

30.! When an employee is required by CLX to travel for employment purposes she will bereimbursed (or all reasonable expenses supported by receipts as required by CLX.

30.1.1 Where an employee reports for duty as scheduled and is then directed by CLXto work at another location on the same day the employee will be reimbursedfor authorized transportation costs resulting from travel to the new location.Should she use her own vehicle, she will he reimbursed at the per kilometerrate paid by the Government of’Alherta.

30.1 .2 When an employee is required by the I mployer to proide an automobile lbruse in their employment, she shall he reimbursed at the highest non taxableper kilometer rate allowed by Canada Revenue Agency fbr all required travel.necessitating the use of their automobile, subject to the provisions ofArticle 30.3.

30.2 Time spent traveling to the work site at the start of the day, or returning from the worksite at the end oF the day. is on the I mployee’s own time and is unpaid. Calculation of’mileage is as follows:

i) Payment for niileage shall only he applicable when the distance from place olresidence to an alternate worksite is more than the distance from the place o I’residence to the normal worksite.

ii) Mileage will he calculated based on the difference between the distance fi’om theemployee’s place of’ residence to their normal work site and the distance from theemployee’s place of residence to the alternate work site.

30.3 Employees who are required to use their personal vehicles for Employer business, andto maintain business use insurance coverage as a result. shall he required to submitevidence of’ business insurance coverage when the vehicle is used on such business.The Employer shall reimburse the employee as follows.

Cost of’ Business Use Cost of’ Personal Use Reimbursement to aInsurance Coverasze $ Less Insurance Coverauc Maximum of’ $600.00Basic Age Group- Basic Age Group—Good Record Good Record

30.4 When an employee is required by the Employer to provide an automobile for use intheir employment, the employee shall he provided with on—site parking. at no cost.

31.0 PROTECTIVE CLOTHING

31.1 When an employee is required to wear protective clothing in the course of duty, (‘LXwill provide and launder the protective clothing.

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BASIC RATES OF IAY

32.0 WAGE AIPENDIX

32.1 Basic wage scales and increments will he as set out in the Wage Appendix and will:

32.1.1 be eliëctive on the dates specified therein:

32.1 .2 he applicable to an employee employed iii a designated classi heat ion onlywhen such classi cation has been created within the work lotte of (‘LX andhi Is w thin the scope of this bargaining unit:

32.1 .3 tbrm a part of this agreement.

33.0 WAGE INCREMENTS

33.1 Unless changed by the operation of this agreement, wage increments lbr regular hidI—time employees will he applied on the appropriate anniversary of the date the employeecommenced employment with CLX as a regular full—time employee in the bargainingunit.

33.2 Part—time employees shall he entitled to an increment on the satislactory completion oftwo thousand and fifteen (2,01 5) paid hours, and further increments on the satislactorcompletion of one thousand eight hundred and twenty—nine (1 ,X29) paid hoursthereafter until the maximum rate is reached.

33.3 Casual employees shall he entitled to an increment on the satisfactory completion ottwo thousand and hi (‘teen (2.01 5) paid hours, and further increments on the satislhctorvcompletion oh’ one thousand eight hundred and twenty—ni ic (1 ,X29) paid hoursthereafter until the maximum rate is reached.

33.0 RECOGNITION OF PREVIOUS EXPERIENCE

31.1 Wage recognition will he granted for work experience satisfactory to CLX (includingwork in related classifications and experience in the private sector) as thllows:

34.1.1 one (1) annual increment 11w one (1) year’s experience within the last Ihur (4)years:

34.1.2 two (2) annual increments br two (2) years’ experience within the last hive (5)years:

34.1.3 three (3) annual increments hbr three (3) years’ experience within the last six(6) years;

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34.1 .4 Ibur (4) annual increments 11w (but (4) years experience within the last eight(8) sears;

34.1.5 five (5) annual increments 11w live (5) years’ experience iIhin the lust ten(1 0)y cars;

34.1 .6 six (6) annual increments lbr six (6) years’ experience within the last eleven(II) ‘ears.

34.2 Recognition of partial > ears of experience vi II be tiranted by rounding off to the nearestwhole year of experience.

34.3 The I mplo cr shall advise all emplo’ ces in w ritinu at the time of hire as to the pa)grade and step in the wage appendix. The employee shall also he advised in writing atthe time of hire [hat Article 34.0 of the Collective Agreement ma apply.

I mployees will have six (6) months from their date of hire to request a review of theirplacement on the wage appendix.

35.0 TEChNICAL CERTIFICATION

35.1 I mplovees who have completed the required training in Laboratory technology, butwho are awaiting registration or certi lication examinations or results, will he paid atninety percent (90%) of the starting rate 11w the first level of their classification. Uponproof of having passed the registering or certi Ring examination. emplo ees illreceive wages at the full hourl rate 11w all hours worked retroactively to the date ofsuccessful completion of the examination, or the commencement ol emplo ment,whichever is the later.

35.2 An employee who has not successfully completed a recognized course of’ training orcertiheation examinations which are required by ULS 11w her classi lication inwhich she is employed will be paid at ninety percent (90%) of the applicable rate in thewage scale according to her length of service. [he provisions of this article will notapply 10 an employee employed prior to the term of’ this agreement who has been paidthe kill rate 11w her classification.

Technical Qualification Premiums

35.3 I mployees who have the following qualifications shall receive, br the highestqualification they hold. the amounts set out below in addition to their basic rate of pay,provided that the qualificEttion is utilized in the normal course of’ their duties:

35.3.1 Advanced Registered Technologist (CSMLS) fifty—nine (59) cents per hour:

35.3.2 I laccalaureate — Ii fly—nine (59) cents per hour;

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35.3.3 Licentiate. CSMLS — eighty—nine (89) cents per hour;

35.3.1 Felloship. CSMLS — eiuhty—nine (89) cents per hour;

35.3.5 Masters — eighty—nine (89) cents per hour.

35.3.6 American Society ol I listecompatibility and Immunogenetics (ASI II).(ciii lied I listocompatihility Technologist (Cl fl’) or Cciii fledI listocompatihilit Associate (Cl IA) — liii’ —nine (59) cents per hour.

35.4 I mployees who are receiving additional t%ages br post graduate qualifications inexcess of the ainouiits stated in this article lien this agreement takes effect willcontinue to ieee ive the higher amounts during the term o I this agreement.

EARNIN(; AND PAYMENT OF WAGES

36.0 HOURLY EARNINGS

36.1 All ages are earned by the hour.

37.0 PAY DAYS and OVER/UNDER PAYMENT

37.1 Paydays will be established by (15, hut employees will he paid at least hi-weekly.

37.2 In the eent that an employee is over or under compensated within the period of theprevious six (6) months the I mployer shall correct such compensation error vyithin two(2) pay penods

37.2. I In the ease ol an overpayment, the I rnployer shall noti I’ the employee inx riling that an overpayment has been made and discuss repayment options.By mutual agreement het een the I Thiplover and the employee. repnmentarrangements shall be made. In the event mutual agreement cannot hereached, the Employer shall recover the overpayment by deducting up to tenpercent (10%) of the employee’s gross earnings per pay period.

38.0 VACATIONS

Specific Definitions

38.1 For the PLLrPOse of this Article:

38. 1 . I “‘v acation” means annual vacation ith pa

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3%. I .2 ‘vacation year’ means the twelve (1 2) nmnth period comniencing on the firstday of April each year and concluding on the last day of March each year.

39.0 VACATION ENTITLEMENT

39.1 Full—time employees xsill be entitled to vacalion ith pay as fbi lo 5:

39. I . I during each of the first (I M) and second (21111) years of continuous full—tuneemployment, an employee will earn vacation credits at the rate hair point foureight (4.4%) hours per pay period:

39.1.2 during each of the third (31d) ninth (9’’) years of continuous full—timeemployment, an employee ill earn vacation credits at the rate of live poininine seven (5.97) hours per pay period; and

39.1 .3 durinu each of the tenth (1 0U1) to nineteenth (I QU) ‘ears of continuous fulL—time emplovmenL an employee ill earn vacation credits at the rate of sevenpoint four six (7.46) hours per paid period: and

39.1 .4 during each of the R entieth (0h) and subsequent years of continuous full—time employment, an employee will earn vacation credits at the rate of eightpoint nine five (%.95) hours per pay period.

39.2 Part—time emplo ccx shall earn vacation ith pay calculated in hours in accordance iththe following fbnnula.

I lours worked as a The applicable Reimbursement to aregular employee as percentage as Maximum of’ $500.00specified ii Articles X outlined in 39.2.1 = Number of hours of’23.2, 23.3. 23.4, 23.5. or 39.2.2 or paid vacation time to he236. 23.7. 23.9. 39.2.3 or 39.2.4 taken23.10 and 39.3

39.2.1 during each of’ the first and second years of employment. xix percent (6%) of’her regular earnings (as defined in Article 39.3 below); or

39.2.2 during each of the third (3J) to the ninih (9’) years ol emplo ment. eightpercent (8%) of her regular earnings (as delined in Article 39.3 below); or

39.2.3 during each of’ the tenth (1 0’’) to the nineteenth (1 Qth) years of employment,ten (10%) of her regular earnings (as delined in Article 39.3 below): or

39.2.4 during each of the t entieth (20’’’) and subsequent ears of employment.twelve (12%’,) of her regular earnings (as defined in Article 39.3 below).

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39.3 All hours worked at the basic rate of pay and on a N ained I 101 iday or regular hours paidat two times (2X) 11w non—compliance to a max imuni of seven and three—quarter (7 3/4)hours will he recognized as regular earninus br the purpose o determining vacationpay.

39.4 Casual emplo ees shall earn vacation entitlement as follows and Vacation Pay will bepaid in accordance with the 11)11 owing:

39.4. 1 dun iw each ol’ the first (1st) and second (2nd) years of employment, sixpercent (6%) of her regular earnings (as delined in Article 39.6 below ): or

39.1.2 during each of the tlurd (3rd) to ninth (9th) years of employment, eightPercent (%) ol her regular earnings (as defined in Article 39.6 below): or

39.4.3 during each of’ tenth (1 0th) to nineteenth (19th) years of’ employment, tenpercent (10%) of her regular earnings (as defined in Article 39.6 below); or

39.4.4 (luring each of’ the twentieth (20th) and subsequent years of empkn nlent.twelve percent (12%) of her regular earnings (as defined below inArticle 39.6).

39.5 Only those hours worked at the basic rate of’ pay and on a Named I loliday to amaximum ol seven and three—quarter (7 3/4) hours will be recognized as regularearnings for the purpose of detennining vacation pay.

39.6 Vacation pay 11r casual employees w ill he paid ott every pay period.

39.7 Full—time employees shall he entitled starting at twenty—live years of service and everyfifth year employment anniversary thereafier to a total of five bonus vacation days to hetaken in the next following tive years either as a block or spread out.

39. At twenty—five (25) years of service anti each fifth (5) year emplo’ ment anniversanthereafter, part—time employees shall he entitled to earn supplemeniary vacation withpay based on the average number of hours paid at the base rate of pay excludingovertime over tile previous sixty (60) months up to maximum of five (5) days.

40.0 NOT ALLOCATED

41.0 TIME OF VACATION

41 .1 All vacation earned in one vacation year will he taken by the end of the next vacationyear. at an agreeable time, unless C LS agrees to allow an emplo> cc to carry her‘ acatiun lor ard into a subsequent year.

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Notw i thstand lug Article 4 I I an employee shall have the right to ut ii ize her vacationcredits during the vacation year in which they are earned, provided that such utilizationdoes not exceed the total credits earned h an employee at the t inle of making therequest for her vacation.

4! .2 An employee may request vacation lea\ e during any period of the year, but II (‘LX andan employee cannot agree on the date of vacation, or agree to carry vacation lorward,then CLX may give the employee at least our (4) weeks’ written notice of’ the time forthe employee’s annual vacation.

41 .3 Upon the request of an employee, earned vacation credits may’ be divided into morethan one (I) vacation period it’ approved by CLX. Such request will not be unreasonablydenied.

42.0 SCLIEDULING PREFERENCES

42. I Employees will make vacation requests h a deadline of January in each ear.Vacation approvals will he made on seniority basis by site/department subject to Article42.3.1. The employer shall provide a Master Schedule which includes the approvedvacations with emploee names and seniority to he posted electronically by January

1s1 of each year. Requests received after January 1 will he on a first—come, lirst—scn’edhas is.

42.2 CLX will respond to vacation requests within Iinir (4) weeks.

42.3 ( eneral Rules (ioverni ng Vacation Approvals

42.3.1 There will he a fourteen (14) calendar day limit 11w vacation approval in eachprime time. Additional prime time requests may he considered after theJanuary 31st approal date on a first come lirst served basis and shall not heunreasonably denied.

‘‘Prime times’’ are defined as fbI lows:

i) the first prime time (Faster) will he one (1) week before and one (I) weekafer Faster Sunda in each star;

ii) the second (2nd) prime time (Summer) will he between June I 5 andSeptember 15 in each year; and

iii) the third (3rd) prime time (Christmas) will he between December 15 ineach year and January 2 in each following year.

42.3.2 A Standard vacation approval request Ibrm will he utilized lhr all areas ofCLX.

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42.3.3 In respond urn to vucat ion requests. the employee \Vi II be provided a copy 01.their original request onu. conlirming appn a! or denial by the I mployer.

42.3.4 When making prime time requests. employees may include several choices indescending order ol priority in accordance with Article 42.3.1.

43.0 ALTERATION BY CLX

43. 1 Unless gi’ en four (4) eeks ad\ ance notice 01 an alteration to her scheduled vacationperiod, an employee required by CLX to work during her xacation period will receivetwo times (2X) her basic rate ol pay for all hours \\orked. This premium payment willcease and the employee’ s basic rate of pay ivill apply at the start nt her next regularlyscheduled shill. Ihe time so orked will he rescheduled as vacation leave ith pa tohe added to the vacation period. when possible. or the empLoyee will he grantedequivalent ti me oil in lieu thereof’ at a mutually agreed later date. With the approval olCl X, an employee may elect to receive payment at the basic rate of pay in lieu of timeoh’.

43.1.1 Where a request for scheduled vacation has been approved and where itbecomes operationally necessary to subsequently cancel or others ise alter thevacation request the I iinployer will compensate the I mployee for any non—refundable costs the I inplo cc max incur as the result o I’ such alteration orcancel I atm ii o’ the \ acation period.

43.2 PORTABILITY

43.2.1 Where a oIuntariIy terminated employee commences employment within six(6) months 01’ date of term i nation of emphn ment u ith another I tmplovercontaining similar provisions for entitlement to aealion as this agreenicrn.such employee shall retain (he level of entitlement to vacation accrued withthe former I mployer.

43.2.2 Where an employee is voluntaril) terminating her employment. the I inplovershall noti l the employee that she may receive a \ ritten statement of hervacation entitlement upon termination at her request.

43.3 VACATION AND MATERNITY LEAVE

The employee who has been granted iiaternitv leave illay requesl to carry’ over anyvacation accrued at the time of maternity leave to the time when she returns and thenwill he taken in accordance with Article 41 of this collective agreement.

43.0 NAMED IIOLIDAYS

44.1 Full—time emploees will he entitled to a day oh’ with pay on or for the followingNamed I lolidays:

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Ne• Year’s Day I Aihour DayALberta Family Day ThanksgR lug Day(I nod I ri day Rei u em [wane e DayVictoria Day Christmas DaCanada Day I ox I ng Da’August Civic I loliday

and all general holidays proclaimed to be statutory holidays by the City of Calgary; theP roy i flee o I’ Alberta: and the ( )vernment of C anail

44.2 a) C LX ma\ designate a common date Ibr the day oft with pay in lieu oF a NamedI loliday. which hills on a Saturday or Sunday. CLX \\ ill post notice of the commondate in all CLX sites at least six (6) months prior to the occurrence of’ the NamedI loliday.

h) When July I Eu Is on a Sunday July 2’ is the legal holiday and shall be kept andobserved as such.

44.3 Part—time employees xho are required to tork on a Named I loliday. which are:

Ne Year’s Day I ,ahour DayAlberta Family Day ‘[Thanksgiving DayGood Friday Remembrance Dayictona Day’ Christmas DayCanada I)ay Box i’m DaAugust Ci Ic I loliday

and all general holidays proclaimed to he statutory holidays by the City of Calgary; theProvi nec o I’ Alberta: and the C iovernment of’ Canada will he paid at one and one—half’limes (I ‘/2X) her basic raw of pa’ bar the first sewn and three—quarter (7 3/4) hours

orked on a Named I loliday. and two times (2X) her basic rate of pay 11w time orkedin excess of seven and three—quarter (7 ‘/1) hours.

44.3.1 A part—time employee obliged, in the course of duty, to work on ChristmasDay and/or August Civic I loliday shall he paid bar all hours worked on theNamed I lolidav(s) at two times (2X) her basic rate of’ pa

44.4 ParE—time employees shall he paid. in addition to her basic tale of pay. tour point six percent (4.6%) ot’ her basic hourly rate of pay in lieu 01’ Named I Lol idays. and the I ‘loaterI loliday.

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44.5 Casual employees who are required to work on a Named I loliday. thich are:

New YeLIrs Day labour RiAlberta Family Day Thanksgi ing DayGood Fri day Remembrance DayVictoria Day Christmas DayCanada Day 11o xi ng DayAugust Civic I [oliday

and all general holiday s iroelaimed to be statutory holidays by the Cii’ of Calgary : theProvince of Alberta; and the ( ; eminent of Canada;

will he paid at one and one-hall’ times (1 ‘/2X) her basic rate of pay fhr the lirst sevenand three—quarter (7 f:) hours worked on a Named I lolida . and tw (1 limes (2X) tierbasic rate of pay br time worked in excess of se’ en and three—quarter (7 /4) hours.

44.5.1 A casual employee obliged, in the course of duty, to work on Christmas Dayand/or the August Civic I loliday shall he paid Ibm all hours worked on theNamed 1 loliday(s) at two times (2X) her basic rate of pay.

44.6 Casual emplo ees shall he paid, in addition to her basic rate of pay. four point six percent (4.6%) (If her basic hourly rate of pay in lieu 01 Nan wd I loT ida s. and the I loater1 lolidav.

44.7 To quali 13 11w a Named I loliday with payaftill—time employee must:

44.7. I work the scheduled shi it immediately prior to and immediately Ibllow ing eachholiday, except where the empTovee is absent due to illness or other reasonsacceptable to CLX,

44.7.2 work on the Named I loliday when scheduled or required to do so.

14.8 a) A full—time employee required to work on a Named I loliday will he paid hr allhours worked on a Named I loliday at one and one-half times (I 1/2X) her hasierate ob pay, plus:

i) one (I) day’s pay: or

ii) an alternate day oil at an agreed time: and

iii) compensating tine oil at her basic rate of pay or all hours worked inexcess of seven and three quarters (7 3/4) hours.

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I,) An employee oh! iged, in the course of’ dut. to ork on Christmas [Jay and/orthe August Civic I To! day shall he paid fir all hours worked on the NamedI lotidav(s) at to times (2X her basic rate of pay. plus:

i) OUC (1) clay’s pLI : or

ii) an alternate day off at an agreed time: and

Hi) compensating time oil at her hasic rate of paN for a!! hours orked inexcess of se en and three quarters (7 3/4) hours.

44.9 Ii’ an employee elects an alternate da> as per Article 44.H(aB,ii ) any hours in the SunBank will he paid out at the end of’ CLS’s fiscal y cur.

44. 10 If a common date is not designated when a Named 1 loliday hills on a day that ouldotherwise he an employee’s regularly scheduled day oil, the employee will receive:

44.10.1 one (1) day’s pay: or

44.1 0,2 an alternate day oil’ at an agreed time: or

44.10.3 ihiling agreement within seven (7) calendar days as to the option to heapplied, it s ill he deemed that payment of one (I) day’s pay at the basic rateof pay is desired.

44. II \\hen a Named Holiday IldIs during an employee’s annual vacation. the employee \\ illreceive:

44. I .1 an alternate day oil’ at an agreed time; or

44.11.2 iluling agreement ssithin seven (7) calendar days as to the option to beapplied, it will he deemed that pa’ ment of’ one (1) days pay at the basic rateof pa\ is desired.

44.12 (iS will rotate, as evenly as possible. amongst employees in a department or section,as applieahle, the requirement to work including on—call (lilt)’ on a specific NamedI loliday.

44. 13 No payment s ill he due for a Named I lot iday. which occurs during:

44.13.1 a lay-off’: or

44. 13,2 all thrms of leave during which an employee is not paid.

44,14 No additional payment will he due or a Nanwd I loliday. hich occurs during a periodwhen an employee is receiving Supplelilental Unemployment Benefit, Long TermDisahility or Workers Compensation benefits.

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45.0 NOT ALLOCATED

46.0 NOT ALLOCATED

37.0 NOT ALLOCATEI)

48.0 NOT ALLOCATED

49.1) NOT ALLOCATED

50.0 NOT ALLOCATED

51.0 ANNUAL FLOATER

51 .1 In addition 10 the above Named Ilo1ida s. lull—time eniplovees who are in the emplo) ol(‘LX on February 1 ill be granted an additional holiday as a “floater holiday. [heI loater I Iolidav will he scheduled at a time mutually agreed upon between CLX and theemployee, lithe holiday is not taken by the last day of March in the Ibllo ing year. itill he paid ouL

HEALTH AND WELFARE BENEFITS

52.0 SICK LEAVE

Sick Lcavc Credits

52.1 Sick leave is provided by (‘LX for any illness, quarantine by a Medical Officer of’I Icalth, or because of an accident Ibr which compensation is not payable under TheWorkers’ Compensal on Act,

52. 1 .1 (‘LX rccogni/es that alcoholism, drug addiction and mental illness areillnesses which can respond to therapy and treatment, and that absence fromwork due to such therapy will he considered sick leave.

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52.2 A ildi time employee III earn sick leave credits at the rate ol eleven point SIX two live(11 .625 ) hours for each lull month of employment computed from the date of’employment up to a maximum credit of nine hundred and thirty (930) hours.

A part-time employee ill earn sick leave credits at the rate of one and one-half (I 1/

days lhr each full month of employment computed from the date o employment up to amaximum credit ol one hundred and twenty (12(J) days. pro—rated to the regularlyscheduled hours she works each month.

52.2.1 When an employee has accrued the maximum sick leave credit of ninehundred and thirty (930) hours, she ill no longer accrue sick leave creditsuntil such time as her total accumulation is reduced below the maximum. Atthat time she will recommence accumulating sick leave credits.

52.2.2 Sick leave credits ;ill accrue for the first (1st) month during periods ofillness. injury. Ia’ ott. or leaves of absence in excess of one (1) month.

PORTAHILITY

52.2.3 An employee who commences employment within six (6) months of the datethat she voluntarily terminated employment with another I inployer containingsimilar sick leave provisions shall retain to her benefit, in accordance with thelirovisions of this Article. entitlement to the balance of accumiiulated sick leavecredits at the time of said termination.

512.4 \k’here an employee is voluntarily terminating her employ nwnt. the Emplo ershall noti K the employee that she may reeci\ e a written statement of her sickentitlement upon fermi nat ion at her request.

53.0 SICK LEAVE PAY

53.1 An employee granted sick leave ill he paid fir the period o( such leave at her basicrate of pay, and the number of hours thus paid will he deducted from her accumulatedsick leave credits up to the total amount of the employee’s accumulated credits at theLime sick lea e commenced.

53.2 A part—time employee shall he granted paid sick leave if she becomes ill and is unable towork an additional scheduled shi Ii, or any portion thereof, and the shill thus paid willhe deducted from her accumulated sick leave credits.

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53.0 SICK LEAVE ADMiNISTRATION

Proof of Illness

54. I LmpIo ees may be required to submit satisfactory proof to CLX of’ any illness. non—occupational accident, or quarantine. V hen medical inlormation is requested by CLXand the employee must pay a lee, the full lee shall he reimbursed by the 1 Anplover uponsubmission of’ a receipt.

Confidentiality

54.2 Information on an employee s nature of illness \ ill he confidential unless the eTuplo\ ccconsents iii \\ riting to such release. Information on an employees prognosis, workrestrictions and/or limitations and expected date ol return to work xill he shared withCLX. I mployees shall not he required to disclose diagnosis inlomiation and it isincumbent upon employees to cooperate in iding employment related healthin formation

Sick Leave and Vacation

54.3 Generally, no sick leave will be granted lhr any illness, which is incurred once anemployee commences her vacation; in this event. the employee will he receivingvacation pay. lor the purposes of this Article, vacation is deemed to have commencedon the completion of the last regularly scheduled shill orked prior to the vacationperiod inclusive ot scheduled days oil I lowever. sick leaxe ill he granted:

54.3.1 if an employee becomes ill during her vacation period after the expiry of theemployee’s vacation if the illness continues beyond the vacation;

54.3.2 11w the period of sick time falling within a scheduled vacation period providedthat the employee becomes ill prior to the commencement of the scheduledvacation, lithe employee so sishes. the number of sick days paid within thescheduled vacation period will he considered as vacation days not taken andmay be rescheduled to a later (lute.

54.3.3 Should an employee become ill during the course of her vacation and requirea prescribed course of medical treatment fhr an acute condition that wouldnormally render her unable to work, and if at least 50% of’ her scheduled‘s acation time has been affected, pending investigation through the DisabilityManagement Process she will he considered to he on sick leave fur such aperiod of time, subject to Article 52, Sick Leave. Vacation time not taken as aresult of’ such medical treatment x ill he rescheduled to a mutually agreeablelater date.

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54.4 An employee who is unable to ork, hut has exhausted her sick leave credits. will bedeemed to be on a leave of’ absence without pay or benefits for up to one hundred andtw eifty (1 20) calendar clays I win the first day of’ absence horn work. or until theemploee becomes eligible to apply br Long Term Disabilit benefits. whicheveroccurs first.

55.0 hEALTh APPOINTMENTS

55.1 I mployees shall make reasonable elf hrts to make health appoint inents outside oi worktime. If an employee requires time oil for the purpose of’ attending a dental,physiotherapy. optical or medical appointment, wherever possible she will pros ideeight (X) days notice and recei e prior authorization h C LX. Such absence will heneither charged against her aecunuilated sick leave, nor will she sulThr any loss ol’income provided such absence does not exceed two (2) hours (luring one workday. Ifthe absence is longer than two (2) hours, the time in excess of two (2) hours of suchabsence will be charged against her aceutmilated sick lea e. I mploy ees may herequired to submit satisilictory proofof appointments.

55.2 Approval kir time oft pursuant to Article 55.1 shall not he unreasonably denied.

56.0 WORKERS’ COMPENSATION

56.1 An employee who is unable to work as a result of’ an accident covered by the Workers’Compensation Act will continue to receive full net earnings less any statutory oremployee paid benefit deductions provided that:

56.1 .1 the employee assigns over to CLX. on proper forms, the moneys due to herhorn the WC I lbr time lost due to an accident, and

56.1 .2 the employees accumulated sick leave credits are sufficient so that an amountproportionate to the WCl3 supplement paid by the lmployer. hut in any eventnot less than one—tenth (1/10th) day, can he charged such sick leave credits foreach day an employee is off work due to accident within the meaning of’ theWCB Act, and

56.1.3 the employee keeps CLX informed regarding the status of her WCB claim andprovides any medical or claim information that may he required by C LX.

56.2 I IXAA recognizes that CLX may he required to reconcile payments to the employeewith subsequent assigned payments 1mm the WCII. Accordingly, once CLX hasreceived reinihurscmcnt from WUB, it will he entitled to adj ust payments to theemp1oee under this Article.

56.3 Au employee who is in receipt of Workers’ Compensation Benefits will he deemed tobe on a lea e of absence without pay, therebiwe:

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56.3.1 she will also be deemed to remain in the continuous service of CLX forpurposes of’ prepaid health bend its and wage increments; and

56.3.2 she \\ ill accrue ‘. acation credits and sick leave 11w the first (1 st) month of suchabsence.

56.4 An employee ho has been on Workers’ Compensation and who is certified by theWorkers’ Compensation I bard to he fit to return to ork and • ho is:

56.4.1 capable of performing the duties of her former position. ilI pro ide CLXwith ho (2) eeks’ ri1ten notice, of’ readiness to return to ork. CLX illreinstaje the employee in the same classi heation held 1w her immediatelprior to the disability ith benefits that accrued to her prior to the disability

56.4.2 incapable of performing the duties of’ her former position, will be deemed tohe on a disability leave of absence and entitled to benefits she is eligible forunder Sick Leave or Long Term Disability.

56.5 The reinstatement of an emplo cc in accordance ith this Article ihl not he construedas being a violation of the posting or scheduling provisions of the agreement.

57.0 NOT ALLOCATED

58.0 NOT ALLOCATED

59.0 NOT ALLOCATED

60.0 EMPLOYEE BENEFIT PLANS

60.1 CLX ‘ill provide group benefits for all eligible eiuploees:

Fligihle employees include:

60.1 .1 regular liii l—t me employees:

60. 1 .2 regular part—I ime employ ecs, whose I :Tl is equal to or greater than zero pointfour (0.4):

60.1 .3 temporary employees ho are hi red to ork in a position of’ six (6) months’duration or greater. and whose FF1 is equal to or greater than zero point four(0.4).

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60.2 Regular and temporary part—time employees hose hours ol ork average less than zero

point four (0.4) l’i’ E. temporary employees hired for a position of less than six (6)nonths’ durat ion, and casual employees. ill not be eligible to participate in the

Employee lienelits Plan, unless otherwise specified by the employer. I lowver. suchindividuals covered by the ColIectie Agreement \In) tere enrolled lbr such benefitson the day poor to the commencement date of this Collective Agreement x dl not havebenelits discontinued solely due to the application of this pro\ision.

60.3 Eligible employees who worked on a casual basis lhr CLX shall have up to thur hundredand sixty—live (465) hours of service recognized towards the benefits waiting period.

60.4 Waiting periods br benefits shall he awed for those employees xho changeemployment from a previous l-ISAA bargaining unit and ho are hired by CLX in abenefits eligible position. as long as six (6) months has not passed since the employeeterminated their employment.

60.5 The premiums for Long Term Disability will he one hundred (100) per cent employeepaid. All other compulsory benefits will he one hundred (100) percent paid by (‘LX.

60.6 Emplo3 cc group benefit pbn coverage is deemed to he compulsory. Extended llealth.Alberta I lealth (are. and Dental benefit coverage ill not he deemed compulsory ifevidence ol coverage in another plan is provided.

60.6.1 Alberta I Iealth Care Insurance Plan, as amended or replaced:

60.6.2 Group [Ale Insurance — One times (IX) annual salary 11w employees.Dependent LiIC coverage of tsentv—live thousand dollars ($25,000) forspouse, and ten thousand dollars (S 10.000) lhr each child up to age twent —

one/fl entv—live (21/25):

60.6.3 Voluntary Group Li l’e Insurance — ( )ptionul coverage for employee and/orspouse in units of ten thousand dollars ($1 0,000), to a maximum of livehundred thousand dollars ($500,000):

60.6.4 Accidental Death & Dismembernient — ( )ne times (IX) annual salary foremployees:

60.6.5 Voluntary Accidental Death & Dismemberment — Employees will have theoI ion to purchase individual or I’am i Iy units of ten thousand dollars($1 0.000), to a maximum of live hundred thousand dollars ($500,000). If theemployee selects the ftunily plan, (he spouse is insured or lilly (50) per centof the employee’s coverage if they have no children or liarty (40) per cent iiihe have children. I tach child is insured lbr fifteen (15) per cent of theemploee’s coverage ifihe employee has a spouse or twent —live (25) per centif tile employee has n spouse. The amount of co crage for each child islimited to a maximum of filly thousand dollars ($50,000);

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60.6.6 Long [cnn Disability — Sixty (60) per cent ol monthly salary to a maximummonthly henelit of eight thousand dollars ($X.000). following seventeen (17)calendar weeks of disability. to age sixty—live (65);

60.6.7 Extended I Iealth Care — The plan ill reimburse eligible emploees for eight’(80) percent of prescription drug expenses. mid one hundred (100) percent ofall elhiihle expenses. I l igible expenses include. but are not limited to semi—pri ate hospital room. anihulanee services and other medical services andsupplies. out—ol—countrv medical care. and pammed ical services. Paramedicalservices are limited to a maximum of $1,200 per year br registered massagetherapists. physiotherapists and clii ropraetors; and $300 per year hr all otherparamedical services in the plan. There is no visit cap br paramedicalservices.

60.6.8 Dental — The plan will provide eighty (80) percent reimbursement of basicservices. lilly (50) percent of major restorative services, and lilly (50) percentol’ orthodontic services, in accordance \N ith the current Alberta DentalAssociation Fee C iuide, to a maximum of three thousand dollars ($3,000) perperson per calendar year 11w malor restorative services, and three thousanddollars ($3,000) per person in a lifetime l’or orthodontic services.

60.6.9 Maternity Supplement to El SUB Plan — to supplement an eligible employee’sI anpbo\ ment Insurance to meet CLX’ s obligation to provide benefit paymentsduring that period of maternity leave where there is a valid health—relatedperiod of absence clue to pregnancy br which she has provided satisblictorymedical substantiation. It is agreed that the decision as to when to apply hrthis benelit rests entirely with the employee.

60.7 II Supplemental Unemployment Benefit

I mployees who have exhausted their sick leave bank shall apply for I :mploymentInsurance (El) sick benelits. Upon receipt of proof ol’ El earnings for the El weeklyperiod. CLX shall provide SUB payment of the difference between the El payment andthe Employee’s regular base earnings or a erage xeekly earnings (as per the insuredRecord of Lmpbo ment). whichever is the greater.

SUB payment n ill he provi led based on length of’ service, at the time of last day paidby CLX. in accordance t ith the Ihllowing formula.

Less than 6 months = top-up 06 months to 2 years = top—up 60%2 years to 3 years = top—up 75%3 years to 4 ‘ears = t0—tIfi 80%1 years to 5 years = top—up 90%5 — years = top—up 95%

in situations where an employee has exhausted the nuin her of eeks of LI sick benelits.CLX shall eonti lIne to provide S UI I payment plus the I l portion to the employee.

Supplemental Unemployment I iene lit shall not exceed seventeen (I 7) calendar weeks ina liii’ -tv 0 (52) week period.

60.7. 1 In situations where an etnplo cc has an opei approved I I sick claim and ispurl ic pall ng in an approved ret urn—to—work program w here their actualearnings exceed the maximum LI payment. CLX shall provide the dilk’rencehet ccii the actual earnings and the maximum I ]/XU II earnings establishedunder the S UI program.

60.7.2 ‘The registered SUB plan legislation requires strict adherence as per I IRDCrequl relnents. In the event such modi heation would occur, the parties wouldagree to meet 11w the purpose ut discussion and protecting the best interest ofemployee and the employer.

60.8 Where the benefits speei lied in this article are prot ided through insurance obtained byCLX. the administration ol such plans xill he subject to and goerned by the terms andconditions of the applicable henelits policies or contracts.

60.9 An employee will cease to earn sick leave credits and vacation credits while onSupplemental Unemployment Benefits.

60.10 CLX will provide to employees, upon hiring or when there are changes to the plan.brochures and other rele ant inlbrmation regarding the benefit plans.

60.11 CLX ill provide to I IXAA one (1) copy of each of the henelit plans. CLX will adviseI rSAA of’ all premIum rate changes. When changes are made to the henelit plans, theUnion will he noti lied.

60.12 CLX shall pay benefit premiums to a maximum of’ twentv—lbur (24) months while anemployee is on LTD.

60.13 CLX shall pay benefit premiums or employees while an einploee is on \V(’B.

61.0 PENSION PLAN

61 . 1 Participation in the CLX pension plan is voluntary. Following a 465—hour eligibilityperiod. the Ibllowing employees are eligible to participate in the plan:

61.1.1 Regular full and part—time emplo> ees whose FTL is 0.1 or greater.

61 .1 .2 Temporary kill—time or part—time employees when the term of employment isequal to or greater than 6 months.

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61 . I .3 Part—time employees hose LII is less than 0.4 and casual employees areeligible to join the plan when their earnings in each ol the two previous yearsarc at least thirty percelit (30%) ol’ the YearI Maximum Pensionable Farnings(YM P1 ) lhr those ears.

612 The pension plan tilI he a defined contribution plan (DCPP). Participating employeesill contribute three point live percent (3.5%) of regular earnings (exclusive ofovertime and shift premiums) into the plan each pay period. CLX will contribute sevenpercent (7.0%) fin each participating employee.

6 .3 Participating employees x ishing to coninbuk additional moines to\\ ards theirretirement are eligible to participate in the employer’s group RRXP plan. Theseadditional monies wil I he deducted as a percentae of pay each period.

61.4 Any changes or alteralions to the plan must he agreed to by CLX and I IXAA. The exactterms and conditions of the plan are described in the plan governance documentation.

61.5 A plan booklet and enrolment paekaue will he provided to an employee when they areeligible to join the plan.

6 1 .6 Once enrol led in the I ‘Ian. membership conti lilies until the employment relationshiptenninates. Contributions can only he suspended .hcn an employee reduces their FITto below 0.4 1 Tl or goes Casual, or when annual regular earnings Ilil I below 30% ol’the Yearly Maximum Pensionable I arnings (YMPI ).

61 .7 Participating employees can elect to continue participation during periods of LTD. Sickleave, and Matcrnit ‘Parental leaves of absence up to one year. Contributions will hebased upon the employee’s FTL/earnings prior to the leave.

61.8 ‘The pension plan is governed by a Pension Athisory Committee (PAC), which iscomprised of representatives ol’ CLX and to (2) representatives ftom I ISAA. Uponmutual agreement, the parties may add one (1) representative to a maximum of three (3)I ISAA representatives. There may also he representation from (Ithier emplo cc groups.

LEAVES OF ABSENCE

62.0 (;ENERAL POLICIES COVERING LEAVES OF ABSENCE

62.1 An application br leave of absence will he made, in writing, to CLX as early aspossible. The application will indicate the desired dates br departure and return Iromthe leave of absence.

62. I .1 The I mploy er w ill make even elbort to respond to all requests thr leave ofabsence x ithin Ihurteen (14) calendar da s from the date upon hich therequest is received.

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62.2 I xcept for maternity leaves, where an employee is granted a leave of absence of morethan thirt (30) calendar days. and the employee is covered by an’ or all of the benefitplans specified in this agreement. the eiuplovee may. subject to the Fnsurer’srequirements. make prior arrangement for the prepayment of the liii I premiums for theapplicable plans at least one (1) pay period in advance. The time limits as provided fin’iii this Article may he w ai ed in extenuating circunistt aces.

62.3 For the portion of maternity leave during which an employee has a valid health—relatedreason fir being absent 1mm work and who is in receipt of’ sick leave. Id SUB Planbenefits. Supplemental Unemployment I knefit or LTD. hene fit plan premi urnpayments will be administered in the same fashion as an emplo’ cc absent due to illness.

62.4 In the case ola leave of absence or a (IL’ened leave of absence, an employee will accruesick Leave and vacation credits for the first thirty calendar da s. An employ ee 5

increment date will be ad tisted by the same amount of time as the leave of absence andthe new increment date will prevail after that.

MA) GENEI4AL LEAVE

63.1 leave of absence w ithout pa’ may be granted to an employee at the discretion of CLX.\\hen requesting a leave of absence. employees will provide written reasons regardingtheir need fhr this leave. The employee will not work for gain (luring a leave of’absence except with the express consent of CI,S. Where approval is denied, CLX willrespond in writing and reasons will he given. Benefit coverage may he retained if paidas in Article 62.2. however, pension and RRXP contributions will be suspended.

63.2 The existence of vacation and, or banked o ertime may he a consideration in granting ageneral leave.

64.0 SPECIAL LEAVE

64. I I ach calendar year, each regular or temporary full—time employee shall he entitled to upto three (3) Special Leave (lays (twenty—three point two five (23.25) hours) without lossof pa. as either hunily leave, or pressing necessity leave. Regular or temporary part—time employees shall receive special leave prorated based on their FTI.

64. 1 . 1 I ach calendar year, each regular or temporary f’ul I time employee shall heentitled to one (1) Wellness day (seven point seven five (7.75) hours) withoutloss of pay. The Wellness day will he scheduled at a time mutually agreedupon between CLX and the employee. Regular or temporar part—timeemployees shall receive wellness leave prorated based on their FI’h.

64.2 Family Leave

I aim ly lea e is intended to pros ide I inplovees t% ih a ay of attending to the heal tlineeds o I members of’ their imnied iate flim i IN . I or the purposes of this art ic Ic immediatefamilies shall include same sex partners.

It is 11w use when the I niployeeTh attendance is necessary and they are unable to changethe time •hen they need to he in attendance. I mplo ecs are required to provide CLXwith notification of leave requirements as early as possible alter detenn ining the need.

CLX will not unreasonably deny other lonus of leaxe when it is asked. to aIlo theI mplo’ cc to attend to the heaith needs ol’ members of their immediate family.

64.3 Pressing Necessity Leave

A pressiiw necessity is a sudden or unusual circumstance that could not, by the exerciseof’ reasonable judgment. have been foreseen 1w the I Thiployee and which requires theI :mplye’ immediate attention or makes the I inployee’s attendance at workimpossible. ‘[his nwy include sudden or unusual circumstances nivok ing a need toattend to members of their immediate [tinily, or a critical situation ith respect to herproperty.

65.0 EDUCATIONAL LEAVE I PROFESSIONAL DEVELOPMENT/IN-SERVICES

65.1 I IXAA and CLX recognize the value of continuing education for each employee andrecognize that:

65.1 .1 continuing education is necessary w ith technological change: and

65.1 .2 the responsibility br such continuing education lies not only ith theindividual hut also with CLX.

65.2 Paid leave of absences or reasonable expenses. or both. may he granted to employees atthe di se ret ion of CLX to enable ciii p loyecs to part ie i pate ii educat i on pro gnu us

65.3 Should CLX direct an employee to participate in a speci lie program, such employee illhe compensated in accordance ith the lid lowing:

65.3.1 tbr program attendance on regularly scheduled working days, the employeewill sulThr no loss of regular earnings:

65.3.2 for program attendance on reulurly scheduled days oil, the employee ill hepaid at her basic rate of pay br the actual time of attendance to a max nuim ofseven and three—quarter (7 ‘/4) hours per da

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65.3.3 CLX will Pay the cost ol the course including tuition Ibes. reasonable Ha ci

anti subsistence expenses subject to prior appro al.

65.1 For the purpose of quail R ing 11w a wage increment, an employee granted educationalleave will be deemed to remain in the continuous service of CLX for the first eighteen(1 8) calendar months only ol such period ol lett e. in the event the duration ofeducational leave continues for a period in excess of eighteen (1 8) months, anemployees anniversary date for wage increment purposes will he delayed by theamount of’ time that said leave exceeds eighteen (1 8) months, and the newly establishedanniversary date w ill prevail after that.

65.5 An employee absent on approved education leave will be reinstated by CLX in the sameposition and classi lication held by her immediately prior to taking such lea e or hepros ided with alternate work of it comparable nature.

65.6 II’ an emplo cc is ritinu an examination that is related to her job functions then thepmvi sions of’ Articles 65.2 and 65.3 shall apply as appropriate.

66.0 BEREAVEMENT LEAVE! COMPASSIONATE CARE LEAVE

66.1 Bereavement leave with pay of:

66.1.1 five (5) consecutive worLing days will be granted in the event of the death ofa member of the employ ecs immediate litnii ly. Upon request. (lie employeemay he granted additional leave of absence without pay. I mmcd iate thmily ofthe employee is delined as spouse. parent. child. brother. sister. grandparent.grandchild. 1ianee. Step—parent. step—children, step—brother and step—sisterwill he considered as members of the employee’s immediate litmily. ‘Spouseill include common—law or same sex relationship and “ill he deemed tomean a man or woman who resided with the emplo cc and who was held outpuhliel as her spouse (or a period of at least one year before the death:

66.1.2 three (3) consecutive working days will he granted in the event of’ the death ofthe following members of the employee’s family (i.e., mother—in—law. litther—in—law, son—in—law, daughter—in—law, brother—in—law, sister—in—law, legalguardian, step—grandparent, and grandparent—in—law).

66.2 Bereavement leave will be extended by two (2) additional days with pay if travel inevcess of three hundred and twenty (320) kilometers one way from the employeesresidence is necessary’ for the purpose of attending the funeral.

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66.3 \\‘here special circumstances exist, an employee ma request that bereavement leave hedivided into Lw 0 periods. not ithstanding the rcquiremenL in Article 66 forconsecuti e bereavement days. Such a request is subject to the appro aT 0 Cl..S. In nocircumstances ill an emplo cc be eligible br inure days off with pay thali she wouldhave been eliaible to rccei•e had the bereavement leave been taken iii one undividedperiod.

66.4 In the event ol the death ol another relative or friend CLX may grant time oil with payto attend the Funeral service.

66.5 In calculating pLIEd bereavement entitlement b’or part—time employees. the provisions of’Article 66 shall Lippl\ only to regularly scheduled ork Ing days and additionalscheduled work shills which fill within a ten (1 0) calendar day period. commencingwith the date of death. or the date of the I mplovee’s awareness that a death hasoccurred.

66.6 Should an employee require hereaveiiient leave while on acation. the employee shallbe considered to be on bereavement leave for such period ol time subiect to theprovisions of Article 66.1 . Vacation time not taken as a result of such bereavementleave shall be reinstated. I mplo> ees may be required to provide satislhetory proof forthe leave.

Compassionate Care Leave

66.7 Employees will be provided with an eight (8) week leave of absence without pay hut\\ flu normal cost sharing oF benelits to provide compassionate care to a member of theirlItmily as per Federal (iovernmcnt legislation and CLX Policy.

66.7.1 I inplovees may request a Further four (4) month leave of absence without payto pros ide compassionate care for a member of their immediate lhmily.Immediate thmilv will he delined as per the bereaement article. llenefltCO\ erage may be retained if paid as in Article 62.2, howe er. pension andRRSP contributions will he suspended.

67.0 MATERNITY AND PARENTAL LEAVE

67.1 An employee who has completed her probationary period will, upon her written request,he granted maternity and parental leave. Maternity lea e may become eflëctive anytime during tile twelve (12) weeks immediately preceding the date of delierv or suchshorter period as ma be requested by the employee. pros ided that she commencematernity leave no later than the date of delivery. When an employee requestsmaternity leave she must give written notice to the employer if she also intends to takeparental lea e.

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67.2 Maternity and Parental leave will be itl out pay and benefits except br the portion ofmaternity leave during which the employee hasavalici health—related reason for beingabsent from work and is also iii receipt of’ sick leave, I I Maternity Plan benefits. SUBor LID.

67.3 iMatermut and Parental leave \\ II not exceed 1w eI e (12) months unless an extension iseranted In CLX. Request 11w an extension due to ill health of’ the mother or the child orbr other nnternal reasons w ill not be unreasomuLbly denied. Such extension whengranted shall not exceed six (6) months. Participation in the benefit plait cannot exceedtwel\e (12) months.

67.4 A pregnant employee whose continued employment in her position, in the writtenopinion of her physician, may be hazardous to herself’ or to her unborn child, mayrequest a t ransf’er to a more su table posit ion if one is available. W here no suitableposition is available, the emplo cc may request maternity leave if the employee is

eligible fur such lea e. In the event that such maternity leave must commence in theearly stages of pregnancy- which results in the need 11w an absence from work longerthan tw el e (12) mont hs, the employee may request general leave w- ithout

67.5 An employee absent on parental leave will provide CLX with thur (4) weeks’ writtenadvance notice of’ her readiness to return to work fhllowing which CLX will reinstateher in the same position field by her immediately pnor to taking such leave and at thesame step in the wage scale or provide her with alternate work of a comparable natureat not less than the same step in the wage scale and other benefits that accrued to her tipto the date she commenced the leave.

67.5. I An emphn’ee must take at least six (6) weeks of’ maternity leave alker the birthof her child, unless CLX agrees to early resumption of employment and theemployee provides a medical certificate indicating that resumption of’ workwill not endanger her health.

68.0 PARENT ‘[0 BE

68.1 Parental leave o I’ at least three (3) working clays with pay will he granted upon thewritten request of an eiiiplovee to enable such employee to attend to matters directlyrelated to the hi rth w adoption of’ I lie child.

68.2 A parent—to—he who has completed the probationary period will, upon written request,he granted an unpaid leave to commence two (2) weeks prior to the delivery or suchshorter period as may he agreed hetween the employee and CLX. Such leave will hewithout pa and will not exceed twelve (12) months. ( iroup benefit eo erage maycontinue fhr up to twelve (12) months provided the employee pay-s both the employeeand employer portions of the henc fit premium costs.

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69.0 AI)OPI’iVE PARENT LEAVE

69. 1 An cmp1o cc ho has completed the probationary period \% dl be uranted leave ofabsence w itlu ait pa’ and bunch Is for a period ol up to t\ ci vu 1 2) months in durationfbi the purpose of adopti nii a clii Id provided that:

69. I .1 she makes ritten request for such leave at the lime the apphcal ion foradoption is approved and keeps CLX advised of the status 0 such app’ icat tow1111(1

69. I .2 she provides CLX with at least one (1) day ‘s notice that such lea e is toC( )Ii I IIiC1ICC.

69.2 Group bench t coverage may continue for up to dye (1 2) months provided theemployee pays both the employee and employer portions of the hene lit premium costs.

6Q. An employee absent on adopti’.e parent leave will provide Cl.X with six (6) weekswritten notice of readiness to retLirn to work 1bllo ing which CLX will reinstate her inthe same position held immediately prior to takint such leave or provide her withalternate ork of a comparable nature at not less than the same step in the age scaleand with other benefits accrued to her at the date the leave commenced.

70.0 COURT APPEARANCE

70.1 An employee \\ ill he paid as per 70.1.1 and 70.1.2 iien required to appear in Court brany ol the fbI lowing:

• Jury selection• A member olajury• Witness in matters arising out of her employ ment t\ ith CLX

70.1.1 her regular earnings for an appearance on the date of a scheduled shift: or

70.1.2 at her basic rate of pay for the hours of attendance for an appearance on thedate of a scheduled day of rest.

70.2 In addition, for an appearance on the date of a scheduled day of rest. an emplo cc willbe granted an alternate day of rest to he scheduled by CLX. Ihis rescheduling is notstibjeet to (he scheduling provisions of this agreement.

70.3 When an employee is scheduled to ork on an evening or night shill on the day ofattendance at Court, she will he granted a leave of absence fbr the scheduled shill andbe paid her rcgular earnings for the shill.

70.4 \\hen an emplo cc is required by la to attend Court for matters arising outside heremployment, then she will he granted a lea e of absence without pa>

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70.5 Any ninnies recc ed by the employee from the Court shall be given to CLX.

71.0 LEAVE FOR PUBLIC OFFICE

71.1 Leave for Public Office

71 .1 .1 The I mplover recognizes the right of an emplo cc to participate in publicatliurs. Iheretore. upon written request. the I niplover shall allow a leave ofabsence w ithout pay so that an employee may be a candidate in tederal,provincial or municipal elections.

71.1.2 Employees who successFully attain public office shall be granted a flirtherleave of absence without pay to permit them to flu fill the duties of that of lice.

71.1.3 An Employee who has been on public ollice leae shall he reinstated by theI mployer iii the same position and classification held by her immediatelyprior to taking such leave or he provided with alternate work of a comparablenature.

72.0 EVALUATIONS

72. 1 CLX and I fSAA recogniz.e the desirability of’ employee e aluations. I valuations will beconducted at least on an annual basis.

72.2 All evaluations w ill he in writing, and will he br the constructive review of theperlbrmance of the employee.

72.3 Meetings fbr the purpose of an evaluation interview will he scheduled by CLX withreasonable advance notice, which will not he less than twenty—bour (24) hours. Theemployee may review her personnel bile prior to the interview upon her request.

72.1 Ii an e aluation interview is scheduled on an emploveVs of! duty hours or on days ofrest. the employee ill he compensated according to the t)vertine provisions of thisagreement.

72.5 The employee will he given a copy of her completed evaluation at the conclusion of theinterview or no later than seven (7) calendar days f’rom the interv jew date. Theemployee will sign the completed evaluation document upon receipt fbr the soleptmrposc of indicating that she is aware of the evaluation. She will have the right torespond in writing within seven (7) calendar days of receipt of the evaluationdocument, and her reply will he placed in her personnel file.

72.5.1 An employee’s evaluation will he considered conlidential and will not bereleased by (‘LX to an person, except a Board of Arhitratkrn. ULS’s counsel,or as required by law, w ithout the written consent (if the employee.

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72.7 Performance Expectations

72.7.1 Perlbrmance issues considered by the Employer to be serious enough to heentered on the Employee’s record, may result in a Letter of I xpectation to theI mployee with a fax copy to the Association ollice w i thin two (2) days(exciusixe of Saturda . Sunday and Named I Iolidavs).

72.7.2 A Letter of I .xpeetation shall indicate that it is not disciplinary action. It shallstate a reasonable time period in which impro ement or correction isexpected. During and at the conclusion of such time, the I mployee’sperkwrnance shall he monitored and reviewed hx the I Thiployer with respect tothe stated expectations. The I inployee shall be informed in writing of theresults of the review. suhjeet to the time frames stated in Article 72.7.1 above.

72.7.3 Ihe assignment of an improx ement of correction time period shall not act torestrict the I mplo er’s right to take further action during said period shouldthe I mplovee’s performance so warrant.

72.7.1 Should an I mployee demonstrate performance improvement at aim limeduring, or at the end of the stated time period which satisfies the Employer’sexpectations as stated in the Letter of’ I xpectation. the employee may requestto have the Letter and any related documents removed from the Employee’spersonnel lIe, and the I mployer will consider this request.

73.0 PERSONNEL FILES

73.1 An employee may View her personnel file by appointment. An empIo cc will he given acopy of’ any documents she requests I mm her Ii Ic.

73.2 Any documents pertaining to disciplinary action or dismissal will he removed fl’om theemployees file when such disciplinary action or dismissal has been grieved anddetermined to he unjustified.

73.3 When an employee has been subject to disciplinary action. she may. alter two (2) y’earsIrom the date the disciplinary measure was initiated, request in writing that her recordhe cleared of that disciplinary action. (‘LX will confirm in w ritmg to the employee thatthe documents have been renio ed from her file.

73.4 When an Employee is subject to a Letter of Expectation on entering ink) the AttendanceManagement Program. CLX will notify I [SAA prior to meeting with the afThctedemploy cc.

73.5 Upon pros ision of’ a release signed by the employee, or in the context of investigating agrievance or a potential grievance, the Association will have access to employeepersoitiel file(s) or Occupational I lealth, Safety and Wellness file(s) by

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73.5.1 appoiiiunent iii advance, an Association representati\ e fl1H vie thepersonnel file(s). Upon request, the Association representative shall be gi\en acopy of requested documents liom the tile(s). The employer may chargetwenty—live (25) cents per page thr copying expenses, but there shall be noother lee for provi sioti ol file documentation;

73.5.2 request in writing of a copy of the entire file(s). 11w emploer may chargetnenty —Ih e (25) cents per page or cops ing expenses. but there shall be noother lee for pto isbn of tile documentation.

74.0 I)ISCIPLINE AND DISMISSAL

74.1 Except for the dismissal of an employee serving a prohationiry period, there will lie nodiscipline or dismissal except (brjust cause.

74.2 When CLX decides it must meet ith an employee thr the purposes of in estigating amatter related to the employee, or about %hich the emplo cc may have intbrmation.discussing or issuing discipline to an employee, it vill, as circumstances permit.schedule a meeting s ith the employee and give at least twenty—thur (24) hours advancenotice of the meeting. The I mployer shall ads’ ise the I rnployce of the the nature of themeeting and availability of Union representation at such meetings. The employee shallhe accompanied by a representative of I IXAA at such meetings unless the employeeakes this right.

74.3 When an employee is issued a Ihrmal xarning. or suspended or dismissed, theemplo’ cc ill he given written reasons br the disciplinary action, and a copy of thosereasons ill he delivered by hix to I ISAA within Iwo (2) orking days of thedisciplinary action.

74.4 An employee who is dismissed by CLX will receive any unpaid wages and vacation payat the time she leaves.

71.5 An employ cc will have ten (10) norking days ironi the date of discipline to file agrievance tinder Article 75.

74.6 If the meeting is scheduled by (‘LX on an emp1o ce’s oil duty hours or on days of restanti the employee is required to attend then she shall be compensated according toArticle 25 (Overtime Article).

75.0 C RIEVANCE PROCEDURE

CRIEVANCES BY EMPLOYEES

75. I Dc tin it ion o I Ti me I eriods

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75. I . I for the purpose of this article. 76 and 77 periods of time referred to in daysshall be deemed to mean such periods o I’ time calculated on consecutivecalendar days exelusi e of Saturdays. Sundays and Named I lolida’ s specifiedin Article 44.1.

75.1.2 Time limits may be extended by mutual agreement, in riting. beteen theAssociation and the I rnployer.

75.2 Resolution of a Dilkrence Bet eei an I iuployee and the Employer:

a) 1 o rmal Disc ussi on

I) I xcept br mailers involving discipline, ii’ a difference arises beReen one (1) ormore employees and the I mploy er regarding the interpretations, application,operation or alleged contravention of this Collective Agreement. theemploee(s) shall first seek to settle the diiierence through discussion ith herimillediate supervisor. If it is not resol cii in this manner. it nlav become agrievance and he advanced to Step 2.

ii) In the event thai the di IThrence is of a general nature aflècting to (2) or moreemployees, the Employer and the I ISAA may agree that tile grievances shall hehatched and dealt with as a group grievance commencing at Step I

h) Step I — Manager of the Department. or Designate

lor matters in olving disci phiw. grievances ill be stlhnlitied to the grievorsDepartment Manager and copied to the I lumun Resources Department within ten(10) days of the act causing the grievance, or within ten (10) days of the time thatthe grievor could reasonably have become aware that a violation o I this Agreementhad occurred. For all matters. the grievance will he submitted to the grievorsDepartment Manager and copied to the I Iumzin Resources Department ithin (10)days of the resolution discussion.

75.3 Grievances will indicate:

75.3.1 the nature of the grievance.

75.3.2 the clause or clauses claimed to lla\ e been violated.

75.3.3 and the redress sought.

75.4 Subject to attendee avai lability, within ten (10) days of’ receipt of the grievance, ameeting ill be arranged hei een tile I )epartment Manager. the grievor. a I lumanResource Department representative. and a [nion representative. At this step of tilegrievance procedure. each party’ shall make reasonable attempts to resolve thegrievance through discussion.

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lIiis clause may be aived by mutual aureement.

75.5 The decision of the Di ision Department Manager ill be delivered in \% riling to thegnevor and I ISAA within ten (10) days of the meeting coinened as described in Article75.4. II’ Article 75.4 was waived by the parties, the Department Manager will deliver adecision in w riling to the gricvor and I ISAA within ten (10) days of receipt of thewaiver.

Step 2 — Senior Operating Officer

75.6 Within ten ( 0) days of receipt of’ the decision of’ the Department Manager the grievanccmay lie advanced to Step 2 by submitting a copy of the original grievance w ilk a letterindicating that the grievance has not been resolved to the Senior Operating Officer, andcopied to the I luman Resources Department.

75.7 Upon reccipt of’ the Step 2 letter, a meeting will he arranged to allow the gnevor topresent her grievance to the Senior Operating Oflicer.

75.8 The Senior Operating Ollicer will deliver a decision in writing to the gneor and I ISAAwit bin ten (1 0) days of’ the date of the meeting.

75.9 If I ISAA is not satisfied with the decision at Step 2, it may elect to submit the grievanceto Arbitration under Article 76.

POLICY GRIEVANCES BY IISAA

75.10 Policy grieances will he submitted in writing to the Senior Operating Oflicer andcopied to the I lurnan Resources Department, and will indicate:

75.10.1 the nature of the grievance.

75. I 0.2 the clause or clauses claimed to lui e been violated.

75.10.3 and the redress sought.

75. 1 I The time limit fhr a policy is twenty (20) days of’ the occurrence of the actcausing the grievance or twenty (20) days from the time that l-ISAA could reasonablyhave become aware that a violation of the Agreement had occurred.

75.12 Upon receipt of a policy grievance by CLS, a meeting will be arranged to allow I ISAAto present the grievance to the Senior Operating Officer.

75.13 The Senior Operating Officer vilI deIi er a decision in writing to I ISAA within sexen(7) days of’ the date of the meeting.

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75. 14 liii SAA is not satisfied with the decision, it may elect to submit the grievance toArbitration.

GENERAL RULES

75.15 Time spent at am grievance meeting by the grievor and any I ISAA local unitrepresentative \4h0 may attend the meeting with CLX will he considered working time.

75.16 An employee vi II he entitled to have arm II SAA local unit representative or an II SAALabour Relations ollicer present during any meeting pursuant to this grie anceprocedure.

75.17 A dismissal grievance 1ll commence at Step 2.

75.1 S The time limit lhr tiling a dismissal grievance ilI he ten (10) days from the date ofdisiriissal.

75.19 If an individual unevor or I IXAA tints to meet any time limit in this grieanceprocedure. the grievance ill he considered to he abandoned.

75.20 It’ CLX liuls to meet any time limit set out in this grievance procedure. the grievancewill automatically mo e to the next step or he advanced to Arbitration on the dayloIkning the expiry ol the lime limit.

75.21 All time limits ma’ he extended by agreement between I ISAA and (LX.

76.0 GRIEVANCE ARBITRATION

76. I Within ten (10) days following receipt of notification pursuant to Article 75 or 76 that agrievance has been refrred to an Arbitration Board. CIX will advise I ISA.A of itsappointee to the Arbitration Board. The appointees will, within seven (7) days.endeavor to select a mutually acceptable chairman of’ the Arbitration Board. [I’ they fitilto agree, the Director of Mediation Services will he requested to appoint a Chairman, ora single Arbitrator, pursuant to the Act.

76.2 The Arbitration Board or the single Arbitrator will hold a hearing ol the grievance todetermine the difference and will render an award in writing as soon as possible afterthe hearing. The Chairman oF the Arbitration Board will ha e authorit to render anaward with or without the concurrence of either of the other members. The award ishnal and binding upon the parties and upon any employee aflècted by it and isentbrceahle pursuant to the Act.

66

76.3 ‘[he award it he ±overned b the terms of’ this Collectix e Agreement and will notalter, amend or change the terms of this (‘olIeetie Agreement: hoever. where a Boardof Arbitration or an Arbitrator by t•ay of an a\\ ard. determines that an employee hasbeen discharged or othenise disciplined by an l•niployer for cause and the CollectiveAgreement does not contain a speci he penalty for the infraction that is the subjectmatter of the Arbitration. the Arbitrator may substitute any penalty fbr the discharge ord iscipl inc that to her seems just and reasonable in all circumstances.

76.4 Each of’ the parties t ill bear the expense of its appointee to the Arbitration I bard. Thelees and expenses of the Chairman or single Arbitrator ill he borne equally I theparties.

76.5 Any of the time limits herein contained in Arbitration proceedings may be extendedmutually agreed to in writing by the pttrties.

77.0 EXPEDITED MEDIATION AND ARBITRATION

77.1 a) Upon mutual agreement beteen CLX and I ISAA. a grievance set out in the listoutlined in Article 77.2 may he referred to expedited arbitration in accordance iththe procedures set out below.

I,) Should either party ithdraw their agreement to the clause 77.1 a). the matter maythen he referred by to the Grievance j\rhitration process as per Article 76.1.

77.2 Issues subject to expedited arbitration are:

772.1 dismissal: and

77.2.2 grievances related to the application ol the Promotions. Transfers, andVacancies article (Article 12) of the agreement; and

77.2.3 tan entitlement tinder the agreement hich is related to an ongoing financialliability of (‘LX or a potential loss due to delay; and

77.2.4 any other issue by agreement.

77.3 II’ the grievance is not settled within ten (10) clays ol’ receipt ol’ CLS’s decision at anystep of’ the grievance. the matter may he referred to a Mediator for a final attempt atresolving the outstanding issues prior to arbitration.

77.4 It is understood that the mediator shall he selected from a list agreed upon by theparties.

77.5 At least ten (10) days prior to mediation, each party \ ill provide It) the other disclosureof all relevant documents each party seeks to rely upon in the mediation.

67

77.b a) Ii the gric\ance is resoked by die mediation. resolution resulting 1mm themediation prOceSs \ ill not have any precedentml value and will not be referred toby either CLX or I ISAA in respect of any oilier matter.

h) If the grievance is not resol veil by the mediation, the matter ma he referred to asingle arbitrator w ithin thirty dn s ol the last meeting with the mediator.

77.7 Subject to 77.6 h). Cl_S and I ISAA ill agree on an arbitrator ho is a ailahle andcapable of’ meeting ith the parties tithin one (1) month ol her appointment. CLX andI I SAA may mutual Iv agree to extend ii mel ines fbr appol titment ol an arbitrator.Should the parties he unable to agree on an arbitrator. the Director of Mediat ionServices will be requested to appoint a Chairman, or a single Arbitrator, pursuant to theAct.

77.8 Written reasons br decision shall be issued Dilly to tile extent the arbitrator deems it

necessary to convey the decision.

77.9 The arbitration awards resulting from the expedited arbitration process w ill he of noprecedent value and ill not he referred to by either CLX or I ISAA in respect of anyother matter.

77.1 0 All settlements of expedited arbitration cases prior to an arbitration hearing will bewithout [‘N udice.

77.1 All rele ant provisions of tile (irie\ ance and Grievance Arbitration procedure illcontinue to apply to the expedited arbitration process. except as modified by- thisArticle.

78.0 NOT ALLOCATED

79.0 EMPLOYEE-MANAGEMENT ADVISORY COMMITTEE

79.1 There sill he an I tiiplovee — Management Adv ison Committee (“I MAC’’ ) which illconsist of at least one representative of I ISAA and one representative of (‘LX.

79.2 The purpose ot I MAC will he to discuss and make recommendations oil issues ofconcern to the parties.

79.3 Meetings shall he scheduled by the l-MAC representatives as need arises.

79.4 There sill he no loss of income br time spent by employees at meetings and in earningout the lunctions of I MAC.

79,5 An employee designated as the I ISAA Representative on the lMAC shall he entitled tocompensation as per Article 30 (Travel kxpenses) of the (‘ollective Agreement.

OX

80.0 ENVIRONMENIAL IIEAL’[lI AND SAFL’IY

80.1 CLX and I ISAA w ill cooperate to the fullest extent in the matter of environmentalheal t Ii, safety: and accident prevent io IL

80.2 The I mpIoyer and I mployees will take all reasonable steps to eliminate or inimmize(‘. ia engineering, tidm mistral we controls and personal protective equipment) allworkplace safety havards as per Part 2 of the Alberta OIlS Code.

80.3 CLX will establish Joint I lealth and Saftv Committee (‘‘ii NC”) which v.111 becomposed of representatives of CLX and at least two (2) representatives of I ISAA andmay include representatives of other employee groups.

80.4 JI NC will meet at least ten (1 0) times during a calendar year.

80.5 There will he no loss of income 11w time spent by employees at meetings and in carryingout the functions of JI NC.

80.6 An employee designated as the I ISAA Representative on the JI ISC shall he entitled tocompensation as per Article 30 (Travel I xpenses) of the Collective Agreenwnt.

80.7 The JI NC shall also consider measures neeessan to protect the security of eachemployee on the I niplo erTh premises and mw make recommendations to theI mplover in that regard.

80.8 a) If an issue arises regarding environmental health and salètv. the Lmployee or theUnion shall Iirst seek to resolve the issue through discussion with the applicableimmediate supervisor in an excluded management position. If the issue is notresolved satislitetorily, it may then he fhrv.arded in writing to the ii ISC.

b) Should an issue not he resolved by the Committee, the issue shall be retrred to theSenior Operating Officer. A resolution meeling between the Union and the SeniorOperating Officer, or his or her designate(s). shall take place within twent —one (2calendar das of the issue being referred to the Senior Operating Officer. IheSenior Operating Officer or designate(s) shall reply in s riting to the Union withinfourteen (14) calendar days of the resolution meeting.

e) Should the issue remain unresolved fhllowing the Senior Operating Officer’swritten response. the Union may request and shall have the right to present itsrecommendation(s) to the Chief Operating Officer (COO). ‘Ike COO shall reply inwriting to the Union within lourteen (14) calendar days ol the presentation by theUnion.

80.9 Where an employee is assigned to work alone, the employer shall have in place a poIieand procedure to support a working alone safety plan.

69

80. 1 0 a) I dtication, training and instruction applicable to au employees position shall beprovided to the employees. as required. at the applicable rate o I pay to WI (ill therequirements set out in the Occupational I lealth and Sal’et Act. Regulations or(‘ode as amended from time to ti inc.

h) The I mplo er shall make training avai laNe to committee members.

81.0 CASUAL EMPLOYEES

S I .1 I xcept as modified iii the both’ of the agreement. all provisions of’ the CollectiveAgreement apply to casual employees, except casual emplo)ees are not entitled to theprovisions pro vi dccl in:

Article TO: ProbationArticle 11: SeniorityArticle 13: l.ay&)ll SeveranceArticle 14: RecallArticle 15: Technological ChangeArticle 17: ResignationArticle I X: ‘Fermination I nti tlementsArticle 24: Work Schedules and ShillsArticle 25.7 Banked OvertimeArticles 52-55: Sick LeaveArticle 60: Lmployee BenefIt PlansArticles 62-71: Leaves of Absence

82.0 TEMPORARY EMPLOYEES

82.1 A temporary lull—time or temporary paul—time employee shall he covered hx the termsand conditions of this Collective Agreement. applicable to lull—time or part—Limeemployees as the case may he.

82.2 At the time of hire, CLS ‘ ill slate in writing the expected term of employmentincluding stated end date.

82.3 A temporary employee ill not have the right to grieve the termination ol heremploy ment when she is no longer required in that position, or on completion of theexpected term of the position.

82.4 Temporary positions may he extended 1w mutual agreement hetecn CLX and I ISAA.Such agreement shall not he unreasonably v ithheld.

83.0 CHANGE OF STATUS

70

83. I ,-\ permanent employee may gi\ e CLX not ice o I a desire to decrease her regular hours olwork on a permanent or temporary basis, at any time. If’ the decrease is on a temporarybasis, the term tiIl be subject to agreement between the employee and CLX.

83 . CLX will attempt to accommodate the request. subject to operational requirements. h>determining ii any vacancies exist or are anticipated br the employee to transftr into.

83.3 If a suitable vacancy exists, CLX may transfer the employee into the vacant positionwithout a posting under Article 24.

83.4 II’ no suitable vacancy exists, and CLX can accommodate a request for a reduction inhours. CLX ill provide an indication of their intent ion 11w the hours acated to I IXAAas per Article 6.6. subject to approval of a waiver of posting by I IXAA.

An Employment Change Form ilI he pnn ided to the Employee verilving the newand the effective date. (‘LX will also provide indication of’ the intention.

83.4.1 If newly funded additional regular full—time equivalents of less than or equalto zero point three (0.3) ETI become avai able in a gi en department, or if thenumber of hours of x ork vacated by an employee as a result to application olArticle 83.1 is less than or equal to zero point three (0.3) FTI or if an existingposition of less than or equal to zero point three (0.3) lEE is vacated suchadditional hours may he offered in whole or in pail to Regtilar Part—timeEmployees who are perfhrming work in that immediate department of thesame nature as the newly vacated hours, in order of seniority (with theexception o I’ those serving the probationary period), or may he posted fbr themembers of the bargaining unit.

X3.4.2 If the number of hours vacated or available exceeds zero point three (0.3) FTEthese shall he posted in accordance ith Article 12 (Promotions. [ranslCrs andVacLmcies) of the Collective Agreement.

83.4.3 A Regular Part—time J mployee can add to her regular hours of’ work onlythose hours of work Iroin the vacated hours that can he accommodated in herschedule w ithout iolating the scheduling provisions of the ( ollect e;\greenwnt.

834.4 A Regular Pa ri—ti me employee may become a Regular I Il—time employee byapplication of’ this article of the Collective Agreement.

83.4.5 No Regular Part—time employees will he permitted to increase their regularhours hile other employees are on layolb as big as the laid oH employeesare capable and quali fled of’ performing the ork required.

7!

83.4.6 An employee ian exercise her right to increase her regular hours of workI hrough the operation ol this article more than once in a calendar year up tothe point of lii Il—ti me equ I valei icy.

83.4.7 Where any request to increase regular hours o work has been approved, theI mployer will issue an I :mploytuent Change lorin to the employeeconlirming the Employees Change of Status.

83.4.8 Copies ol all requesis and responses to requests pursuant to this article of theCollective Agreement shall he provided to the Union within Ibrty—eight (48)hours of the date of receipt ot the request or the date ol issue ol the response.

83.4.9 An employee whose hours of work are altered by the operation of this articleshall not be required to serve a trial period.

X3.4. 1 0 Agreement to alter an employees regular hours of \\ ork by operation of thisarticle shall not he construed as a violation of Article 12, 13. 23 or 24 of thisCollective Agreement.

X3.4. 11 This article shall he considered as a circumvention of Articles 12, I 3. and 14in circumstances where existing positions or hours ol work of greater thanzero point three (0.3) FIll have become vacant. In such circumstances thevacancy shall be lilled in accordance w ith Article 12. 1 3. and 14 of theCollective Agreement and not by transferring an employee who has made arequest under this article, to transfer into the vacancy.

83.5 When a full—time employee transters to a part—li me position:

83.5.1 arrangements must he made to carry vacation I rward by’ mutual agreement.or to pay out all or a portion ol the vacation hank by the elf etive date of theI rans fer; and

83.5.2 she will he provided with a copy of the I mploytnent Change Form stating aspecilie number of hours per shill cycle as her regular hours of work (Full—time equivalency” or ‘‘F II “): and

83.5.3 any unused floater hours and STAT hank hours will he paid out; and

83.5.4 her sick lea e bank earned as a lid l—t ime employee ill remain unchanged onthe eflèclive date of the transfer, bitt her future sick leave earnings will heprorated under Article 52.2; and

83.5.5 she will he credited tr all hours worked as a full—time ernplo3ee since her lastwage increment until the eflèetive date of the transfer, towards the hoursneeded fir her next increment under Article 33.2.

72

X3.6 When a part—tune employee tninslirs to a full—time Insition:

X3.6. I her sick leave bank earned as a pttrt—tinie employee w II remain On theelYectie date of the transfer. but ill earn future sick lea\e earning asArticle 52.2.

S3 .7 A temporary or casual employee \ ho translers to regular lull—time or regular paM—timeemployment ilI he credited ith the tolloing entitlements earned (luring her periodof empIo ment. provided not more than six (6) months have elapsed since she lastworked for CLX:

83.7.1 salary increments: and

83.7.2 \ aeation entitlement: and

83.7.3 seniority; and

X3.7.1 a temporary employee ill also he credited with sick leave earned and nottaken during her period of temporary emplo ment.

83.0 BENEFITS ELIGIBLE CASUAL EMPLOYEES (BECE)

84.1 A III CI is a Casual I implovee with a guaranteed ETI of a minimum of zero point Jour(0.4) and no specified hours per shill or shills per shill ccle. A IIECI shall be eligiblefor prepaid health benefits pursuant to Article 60. Unless other\\ise specified below, theprovisions br casual employees shall apply.

84.2 III LI Implementation

(a) A Casual I tmplovee may request. in writing, to become a III LI with a minimum ofzero point fuur (0.4) FTE and the Employer may grant the request based onoperational need.

h) The I mploy er may post a 131 I -. position. The posting shall indicate that the posit onis a I U LI with a speei lied guarantee of a minimum of zero point Jour (0.4) lFlcalculated over a two pay pen od U met ra me.

(c) Prior to implementing a Ill LI , the I mployer w ill provide the parameters of therequired sli i ft avail ahi Iit.

(d) A 111 Xl must maintain availability as per the posted position requirements.

(e) An employee awarded a Ill LI ill he eligible to revert to a casual status adlerprovidmu the I mplover with a minimum oF 2% dat s written notice. 11w emplo ccmay revert to casual status without the 28 day notice requirement if mutualR agreed.

73

I) The I m ployer na\ term i Hate these pus it joits at aity time hased OH olWrat ional needin which case the I I C I shall revert to casual status.

(g) Positions shall be posted and awarded in accordance \ nh Article 12.3.

84.3 Scheduling of IWCL Shills

(a) The I mployer shall conln’m assicned slu us with the 111 LI . The employee shallhe assigned shills in accordance with the availability pros ided by the cmploeeand within the parameters outlined in point %4.2c.

(b) Where possible. the I iuploy er shall conlirm the employee s shills (based on theernplo ees stated availability and position requirements) at least twenty—tour (24)hours in advance. Such shills shall be paid at the employee s basic rate ol pay.

(e) The Employer will not requite an employee to work shills hich provide less thantwelve (12) hours oil between shills.

X4.4 Article XI shall apply to hECk except, a BILE is henelit eligible as per Article 60 andmay trade shills with another employee with the approval of C LX.

84.5 Vacation pa and entitlement lbr 131 LEs shall be in accordance with the pros iSiOfls otArticle 39.4.

X4,C Named I Iolidav entitlement lbr HI Cl ‘s shall be in accordance with the provisions olArticle 44.6.

84.7 11 a request tor a BILl is denied, the Employer will provide to the employee therationale br the decision in w riling within twenty—eight (28) days.

85.0 COPIES OF COLLECTIVE AGREEMENT

85.1 CLX will provide a cops of the Collective Agreement to each new employee uponappointment.

85.2 The Collective Agreement will be printed in pocket size lhrni by I ISAA. and the cost willbe shared equally between the parties.

74

LETTER OF UNDERSTANDING #1

BETWEEN

CALGARY LABORATORY SERVICES (CLX)

AND

TIlE hEALTh SCIENCES ASSOCIATION OF ALBERTA (IISAA)(hereinafter referred to as the “Parties”)

RE: PAY RATE OF LINDA ANSELL

CLX and F[XA,\ agree that the position occupied by Ms. Linda Ansell iIl he classiied as a“Combined Laboratory and X—ray Technician’’ and she x&1lI he paid according to the LaboratoryTechnologist I scale in the Wage Appendix of the Collective Agreement.

In the event that Ms. Ansell ceases to he employed h’ CLX in this position. this Letter ofUnderstanding will become null and void.

10k CLX FOR I FXAA

DATI: Du{ C [)ATF: 3

75

LL[’[ER OF UNI)ERSTANDING #2

BETWEEN

CALCARY LABORATORY SERVICES (CLS)

AND

TIlE hEALTh SCIENCES ASSOCIATION OF ALBERTA (IISAA)(hereinafter referred to as the “Parties”)

RE: JOINT COMMITTEE

1 he Parties recognize the value ofjoint discussions on issues of mutual concern. \\Iicre it is theintent of the parties to create a U.S/I ISAA thrum br this purpose. the Panics agree as lollows:

I. The Joint Commitlee ill he comprised of CLX and I IXAA Representati es.

2. The purpose of the Joint Committee will he to:

a) exchange in formation:

I’) engage in discussions: and

c) make recommendations to their respecti e principals on matters discussed by thecommittee.

3. ‘[he Joint Committee shall establish Terms of Rebercnce outlining the purpose ol theCommittee. its key’ lunctions. Committee membership. and the reporting relationships breach of the Parties. The committee shall determine the issues to he addressed.

The parties agree to meet as needed to discuss topics of mutual interest or concern.

[OR CLX FOR I ISAA

DAlI: IL- DAlI: 9z /S, /6

76

LETTER OF UNDERSTANDING #3

BETWEEN

CALGARY LABORATORY SERVICES (CLS)

AND

TIlE HEALTh SCIENCES ASSOCIATION OF ALBERTA (IISAA)(hereinafter referred to as the “Parties”)

RE: PAY RATE OF DOROTHY CAMERON

CLX and I EXAA agree that the position occupied by Ms. Dorothy Cameron will he classified as‘‘( are Attendant” and her current base salan rate iII increase to reflect a cost of’ livinuincrease.

In the e em that Ms. Cameron ceases to he ernplcved by CLX in this posi Lion, this Lener ofUnderstanding will become null and void.

FoR (‘LX fl)R IJXAA

DATE: [L u IL DATE:

77

LETTER OF UNDERSTANI)INC #4

BETWEEN

CALCARY LABORATORY SERVICES (CLS)

AND

TIlE IIEALTII SCIENCES ASSOCIATION OF ALBERTA (IISAA)(hereinafter referred to as the “Parties”)

RE: FLEXIBLE SPENDING ACCOUNT

I stahlisliment of I lex ible Spending Account (ISA)

The I mplover agrees to establish a ISA eliective januarN I - 2009. Such accountreplaces the current provisions oF Article 60.14 (1 lealth Spending Account) andArticle 65.7 (Educational Leave/ProIssional De elopinent) elThctive June 30. 2009.

2. Higibility

(a) A I SA shall he mplemented lbr all employees eligible for benefits in accordanceith Articles 60.1.1. 60.1.2 and 60.1.3.

(h) A regular employee ho is etnplo ed in more than one position jib theI rnplo er will receive one (I) ISA based upon the combined total of their Rd I—time equivalencies (I Tl 5).

3. Calculation

The ISA ill he calculated as lblkws:

(a) one thousand two hundred and liftv dollars (S 1250) to he allocated to eacheligible employee: plus

(h) one thousand live hundred dollars (Si 500) to he allocated to each eligible lull—time employee, prorated br each eligible part—time or temporary employee, basedon their 111 as of November I (eligibility date) of each year.

78

4. Utilization

The USA may he used for the follow ma purposes:

(a) Lump slim payout to cover the cost(s) of othe.r expenses associated withprofessional development. pro fëssional registration and voluntary association Ibesrelated to the emplin cc s discipline. n cilness and family care including da) careand elder care.

I mnployces on an unpaid leave of’ absence ill be required to make a fuirmalrequest to CLX in n nt I ng to receive the lump sum payout during their unpaidlea e of absence. If a request is not made, the emplo cc wiLl receive the payoutupon return from their lea’ e of absence

(b) Reimbursement for health and dental expenses that are eligible medical expensesin accordance with the Jnconu’ Tax l c/ and are not covered by the benefit plansspecified iii Articles 60.6.7 and 60.6.X (lithe Collective Agreement.

c ) Contribution to a Registered Retirement Savings l’lan administered by theI .mploy Cr.

5. Allocation

(a) By December 1 (allocation date) of each year. employees ho are eligible Ibr theFSA ill make an allocation 11w utilization of’ their FSp\ fbr the subsequentcalendar year.

(h) A,iy unused allocation in an employee’s I Icaith Spending Account (I ISA) as ofDecember 3 1 of each calendar scar may be earned Ionard for a maximum ol one(I) calendar yew

(c) I mnployees who are laid off after January 1S1 in the year in which the funds areavailable shall mai nta in access to the hi nd 11w the ha lance o F that calendar > ear,

bile on la —oil.

(d) I inploy ccs ho are on an appro ed lea• e of absence a 11cr January 1 in the yearin which the hinds arc available shall maintain access to the hind or the balanceof that calendar year.

.7’)

u. In I piementat I on

(LI) Where the hmployer is the administrator of’ the account, it shall determine theterms and conditions uoverninu the FSA. A cops of these terms and conditionsshall he provided to the Association.

(Ii) Where the I mployer chooses to contract with an insurer for the administration ofthe ESA. the administration ol the account shall he subject to and governed by theterms and eondi lions of the applicable contract. A copy of this contract shall hepro ided II) the Association.

(e) The ISA shall he implemented and adin 1 istered in accordance with the !n’onwTax ,tc! and applicable regu I at ion s in c Sect at the Ii me of in pleinentation andduring the course o I’ operation ot’ the FSA.

7. An employee who terminates employ ment voluntarily and ho, s ithin six (6) months ol’termination commences employment with the same employer or with another empo ersignatory to this Collective Agreement, shall ha e her ESA maintained.

FOR CLX 120R I IXAA

DATE: D DATE:/

Z,O /

go

LETTER OF UNDERSTANI)ING #5

BETWEEN

CAL(;ARY LABORATORY SERVICES (CLS)

AND

TIlE HEALTh SCiENCES ASSOCIATION OF ALBERTA (JISAA)(hereinafter referred to as the “Partics”)

RE: SUPERNUMERARY POSITEONS

‘ ll’REAS the parties agree that supernumerary positions are positions that are above the baseline sttilIini requirements in a functional work area. These positions are normally created inorder to recruit recent graduates by providing them with future employment and professionalexperience in their discipline.

WI II 1UAS the parties tL ree that supemumerar employees can have benefits tbr both theI mpIoy er and emplo) ces. as follows:

• enables workk)rec planning.:• provides incentix e for new graduates to work in Alberta;• encourages existing employees to act as mentors to new graduates; and• supports transition into the workplace lbr new graduates.

N( )W 11 II IU TORI . the parties agree as fbllov. s:

C LS may creale and post supernumerary positions where there is a need to recruit andretain new graduates. Postings will indicate that the position is supernumerary.

2. The I inployer will advise the Association in advance ot their intention to create and postsupernumerar) posit ions.

3. The lolloving principles will apply when the I mpIoyer implemenis supernumeraryposit u )ns:

(a) Applications fbr supernumerary positions will be limited to new graduates Newgraduates ma\ include: recent graduates who have not worked br an employer.current employees training in a second discipline, or individuals who havecompleted a reFresher progialu.

xl

(1) Ihe I .mploycr will specil) on the job posting the maximum length ol’ time that anemployee can .ork in a supernumerary position. This period shall not exceedtwelve (12) months:

(e) All Collective Agreement provisiois appl to emplo ees iii a supernumeraryposition. except that the supernumcnmrv employee is required to aches e a regularposition u ithin the designated time frame. If such regular position is notachieved, the employee shall re ert to casual status.

(ii) Supernumerary positions shall have full—time status, unless other ise indicated bythe I .mployer.

FOR ([5 FOR I ISAA

DÁiL IL uI 91...p /, &

LETTER OF UNDERSTANDING #6

BETWEEN

CALGARY LABORATORY SLItVICES (CLS)

AND

TIlE hEALTh SCIENCES ASSOCIATION OF ALBERTA (IISAA)(hereinafter referred to as the “Parties”)

RE: JOB ShARING

The employee or I tmployer may request a ‘job share” arrangement. When a request br “jobshare has been iii utual I) agreed upon between the employees and the I rnploycr. the terms andeondiiions shall he eonhrmed in a n ritten agreement and signed En the lI1pIOyer and theAssoc I at ion.

FOR CLX FOR I IXAA

DATF:

________

DATF:

X3

LEVI ER OF UNI)ERS’FANI)INC #7

BETWEEN

CALGARY LABORATORY SERVICES (CLS)

AND

TIlE hEALTh SCIENCES ASSOCIATION OF ALBERTA (IISAA)(hereinafter referred to as the “Parties”)

RE: MOBILE LABORATORY COMPENSATION

Whereas the Parties agree that the intention of this Letter of Understanding is to promoteretention and recruitment of Mobile Laboratory employ ces: and

‘A hereas the Panics agree and recognize that Mobile Laboratory employees work alonethroughout their shill and as a result are required to assess and respond to matters usingindependent judgment:

The Parties therelbre agree to an adjustment in compensation br employees in Mobilel.ahorator) Any ernplo ees orking in Mobile Lahorator w ill reeei e an additional one dollar(S I .00) per hour for all regular and overtime hours orked in a Mobile Lahoralor) capacity.

This Letter of Understandmg will form a part of the Collective Agreement.

FOR CLX FOR IIXAA

DATE:

_______

[)r\TL: Q /g,

LE’fl’ ER OF UNI)ERS’I’ANI)ING #8

BETWEEN

CALGARY LABORATORY SERVICES (CLX)

AND

TIlE hEALTh SCIENCES ASSOCIATION OF ALBERTA (IISAA)(hereinafter referred to as the “Parties”)

RE: PROFESSIONAL DEVELOPMENT ANDWELLNESS ACCOUNT FOR CASUAL EM ILOYEES

In an elliwt to recognize CLSs casual slafl, the I mpIoyer ill provide protcssional developmentand weilness funds to eligible employees. Casual employees who accumulate a minimum oftour hundred and sixty—five (465) hours orked per calendar year will receive thur hundreddollars ($400.00) per year Ihr Professional Development and two hundred dollars ($200.00) per‘ear paid as a lump sum payment. I Iigihilit hw each year will be based on the previouscalendar vea(s hours worked and will be eIThctie .lanuarv I olihe following year.

This Letter ol Understanding shall expire upon ratification oJ a ne Collective Agreement.

FOR CLX FOR IISAA

DATE: rr_:&__ILD u\L DATE: /6 ZoIé

LETTER OF UNDERSTANDING #9

BETWEEN

CALGARY LABORATORY SERVICES (CLS)

AND

THE hEALTh SCIENCES ASSOCIATION OF ALBERTA (IISAA)(hereinafter referred to as the “Parties”)

RE: PROFESSIOS&L DEVELOPMENT ANDWELLNESS ACCOUNTFOR 0.1, 0.2 and 0.3 FTE EMPLOYEES

In an eliort to recognize all of C LS’s stalE the I mploy er will provide professional developnientand weilness Rinds to eligible employees who are in 0.1, 0.2 or 0.3 FTI positions. Theseemployees will receive $400.00 per year fbr Professional Development and $200.00 per yearpaid as a lump sum payment. I ligibility lbr each year ill he based on the employee’s FF1 as oFNo ember (e1igihiIit dale) of each year.

This Letter of Understanding shall expire upon ratification of a new Collective Agreement.

FOR CLX FOR IISAA

nATl•: [)ATE: /, 2O/

26

LETTER OF UNDERSTANI)INC #10

BETWEEN

CLX

-AND

hEALTh SCIENCES ASSOCIATION OF ALBERTA(hereinafter referred to as the “Parties”)

RE: PART-TIME SEASONAL EMPLOYEES

wi ii Ri AS the part Ies recogn ie that creat ion of seasonal part—ti IflC posi U otis may supportretention and recruitment of employees.

Therefore, the patties agree:

(‘I .5 wilt consider Oj1tiOttuflities to compress a sped tied annual lull—time equivalencyEu ) into smaller consecutive portions of a ear (eu.. such employee could work a 0.5

ETI compressed into lull—time hours o er a six (6) month period). i)uring the remainingmonths (e.g.. the remaining six (6) months). the emplo cc \ ould he under no obligationand could not he compelled to accept any scheduled or unscheduled vork with theI mployer.

(a) The decision to consider part time seasonal work is at the sole discretion of theemployer.

(h) Part—time seasonal work shall be a minimum 0.4 FTI and not exceed a 0.8 ETIand will have pre—deteimined commencement and end dates.

(c) Part—time seasonal work periods will he a maximum of’ one on—season work periodcombined with one oil—season work period per twelve (I 2) month period (e.g. 6months on. 6 months oIL 5 months on, 7 months oil).

(d) Seasonal employees may he of icred direct reappointment into the position wherethe need for the position reoccurs in the next season/cycle.

2. lie lollow nu provisions ill apply to seasonal pan—time emploees:

(a) 1 mplovees in such positions shall he covered hv the provisions applicable to part—time employees, except as provided other ise below.

(b) I inploy ees iii a) request I hat their current position be converted i 11W a seasonalpart—tile position. Ihe I tmployer shall appnwe or deny the request in writing.Where the appl ication is denied. the employer s ill respond iii writing and reasonsshall be ui\en.

(c) Ihe I inplo er iua’ post a seasonal part—t 11W 1051 lion. Flie posting shall indicatethe pos ion s I Fi that the pos on is seasonal part—ti me and the seasonalcommencement and end dates.

(d ) A seasonal part—ti me employee will he paid for actual hours worked.

(e) Part time seasonal employ ees are subject to a special benefits class as designatedb the insurer.

(I) Notwithslanding a seasonal part—time employee working hill—time hoursfor a portion of a year, such employee’s benefit coverage and preilliuflisshall be pro—rated based on the employee’s part—time VU

(ii) I mplovees shall nmke prior arrangements for tile prepayment of thepremiums Ibr the applicable benefit plans for tile period of time where theemployee is not act iei y at work.

(I) Such employee’s vacation and sick leave accrual shall be based on her or hisregular hours worked.

(i) Sick leave shall only he utilized during the compressed work perioddescribed above.

(ii) Vacation shall be paid out at the end of the compressed work perimi.

(iii) I’ ill the event of special or unique circumstances vacation time isrequested. these requests will he considered on a case by case basis.

(g) Prior to an agreement being reached het een tile emplo er and an em plovee. ameeting will he held jib ISAA in attendance to discuss the details of thearrangement.

(h) Once an agreement is reached between the employer and an employ cc, theemployee will he required to work their on—season hours beibre having the oS—season hours av.

FOI&CLS FOR1[SAA

DATI: T IL DulL DATF:

__________

8x

LKI[ER OF IJNDERSTANDIN(; #11

B ETW E EN

CALGARY LABORATORY SERVICES (CLS)

AND

THE hEALTH SCIENCES ASSOCIATION OF ALBERTA (IISAA)(hereinafter referred to as the “Parties”)

RE: GUIDELINES FOR DETERMINATIONOF REQUIREMENT TO PROVII)E AN AUTOMOBILE

WI II RE\S the parties agree that it is mutually henelicial to ensure a common approach andunderstanding for decisions ith respect to the requirement to provide an automobile underArticles 30.2.2 and 30.4 of the Collective Agreement, the ollowing guidelines have beenestablished.

These guidelines do not amend or replace the provisions of Article 30.

Req ti i rem ent to I rovi de an Automobile

• The I mployer shall determine which employees are required to provide all automobilekw business use in their employment. Requirement to provide a chieIe will be stated inthe letter of hire. Should a position change. 1 ISA1\ and CLS will agree to discuss theemplo ees reqw rement to provide an autotnohi Ic.

• The determination is made by the manager in circumstances where an employee requiresan atttomohi Ic to perform the primary and integral responsibilities of 11cr position.

• I mployees who use an automobile to perlbrni incidental or peripheral tasks, such asat tending meetings. would not be deemed to he required to provide an automobile lbr tiscin their employment.

• Decisions on the determination of employees w ho are required to have an autoinohi Ic 11wuse in their employment must he made and communicated to all affected employees withninety (90) days of ratification of the Collective Agreement.

• The I mplo’ er shall conlirm in writing the requirement br an employee to provide anautomobile based on these guidelines.

• The requirement to pros ide an automobile shall be Included in Future j oh postings andletters of hire.

X9

linployecs iII be provided wilh thirty (30) days advance notice ii the I;mplo)er makesa dewrmination that the cm plovee is no Ioiigcr req iiircd to provide an autonmhi!c orbusiness use.

FOR (‘LX lOR 11XA’.

DAIF: — ii ) I)ATIb

_________

LETTER OF UNDERSTANDIN(; #12

BET \V EEN

CALGARY LABORATORY SERVICES (CLS)

AND

TIlE IIEALTII SCIENCES ASSOCIATION OF ALBERTA (IISAA)(hereinafter referred to as the “Parties”)

RE: INTERNAL STAFF TRANSFERS

The parties acknowledge that stall’ members who arc the successful candidate on a jobcompetition should be released in a timely lashion to their new position. The parties agree tothe lollowing process regardinu the internal transfers of stall

When a competition closed and a successful candidate is selected, the hiring supervisorwill contact the current supervisor heibre making ajob oIThr.

2. The two supervisors will discuss a transfer date.

3. Wherever possible. a translCr date occurs ithin six (6) teeks of’ the closing oF thecompetition

4. If [he transfer date is within six (6) s•eeks, the hiring supervisor will make the job oIThr.

5. If the transfer date is longer than six (6) weeks, no oiler will he made at this lime, untilthe hiring supervisor contacts their Ilk representative to discuss the rationale thatprohibits a release.

6. The 1-1k representative will contact I ISAA to discuss the concerns as well as reviewpotential °pt ions.

7. if there is a delay in transferring an employee commencing their ne permanent positionbr greater than six eeks. the 930 hour clock begins at the 6 eek plus I day mark andthose hours accumulated will apply towards their 930 hours in accordance with Article12.7.

8. Ilk and the hiring supervisor, in consultation ith the current super isor. wil I determinethe appropriate plan of action and message and communicate with I ISAA and theemploy cc.

9’

9. In order IL) ensure the Iransler ni employee(s) trLIIlspires as soon as possible. stallingalternatives such as the use of casuals, part—time employees, hiring ol’ externals, and an)oilier possible so) utions ill be taken iii eoiisi deranon.

1 0. With six (6) weeks’ notice, either party may ithdraw from this agreement.

FOR CL.S 1:01< I IXAA

I)ATL /4

LE1’l’El1 OF UNDERS’I’ANDINU #13

BETWEEN

CALGARY LABORATORY SERVICES (CLS)

ANI)

TIlE hEALTh SCIENCES ASSOCIATION OF ALBERTA (IISAA)(hereinafter referred to as the “Parties”)

RE: FLEXIBILITY IN Till’ WORKPLACE

Where there is an expressed desire by an employee and the employer br flexibility in theworkplace, the Parties shall discuss options, including hut not limited to:

• Modified work agreements

• Part time seasonal arrangements

• Job share agreements

• Reductions in EEl (temporary or 1ennanent)

• Alternati e shifl schedule

Any agreement tbrmed under this Letter of Understanding nun be teninated s ith a minimum ollour (4) weeks written notice h either parts. This Letter ot Understanding may be revie%ed byIhe parties in twelve months &om the date ol signing. and nun he amended, moth Led or altered.with mutual consent.

FOR CLX FOR I ISAA

DATE: I L DATE:

03

WAUE APPENDIX

Laboratory Technologist IllCytogenetics Technologist II

Step 1 Step 2 Step 3 Step 4 StepS StepS Step 7 StepS01-Jul-14 $ 40.33 $ 41.53 $ 43.32 $ 4510 $ 46.79 $ 48.47 $ 49.78 $ 51.5201-Jul15 $ 4083 $ 42.15 $ 43.86 $ 45.66 $ 47.37 $ 40.08 $ 50.40 $ 52.1601-Jul-16 $ 41.65 $ 42.99 $ 44.74 $ 46.57 $ 48.32 $ 50.06 $ 51.41 $ 53.20

Laboratory Technologist IIPathology Technician IICytogenetics Technologist_I

Step 1 Step 2 Step 3 Step 4 StepS Step 6 Step 7 Step S01-Jul-14 $ 37.00 $ 38.19 $ 39.75 $ 41.40 $ 42.91 $ 44.48 $ 45.67 $ 47.2501-Jul-15 $ 37.46 $ 38.67 $ 40.25 $ 41.92 $ 43.45 $ 45.04 $ 46.24 $ 47.8401-Jul-15 $ 38.21 $ 39.44 $ 41.06 $ 42.76 $ 44.32 $ 45.94 $ 47.16 $ 48.80

Laboratory Technologist IPathology Technician I

Lab Specialist I

Step 1 Step 2 Step 3 Step 4 ‘Step 5 Step 6 Step 7 Step 801-Jul-14 $ 33.93 $ 35.05 $ 35.47 $ 37.95 $ 39.39 $ 40.77 $ 41.89 $ 43.3401-Jul-15 $ 34.35 $ 35.49 $ 36.93 $ 38.42 $ 39.88 $ 41.28 $ 42.41 $ 43.8801-Jul-16 $ 35.04 $ 36.20 $ 37.67 $ 39.19 $ 40.58 $ 42.11 $ 43.26 $ 44.76

Laboratory Assistant II

Step 1 Step 2 Step 3 Step 4 Step S Step 6 Step 701-Jul-14 $ 23.23 $ 24.32 $ 25.68 $ 26.42 $ 27.47 $ 28.99 $ 30.0101-Jul-15 $ 23.52 $ 24.62 $ 26.00 $ 26.75 $ 27.81 $ 29.35 $ 30.3901-Jul-16 $ 23.99 $ 25.11 $ 26.52 $ 27.29 $ 28.37 $ 29.94 $ 31.00

Laboratory Assistant I

Step 1 Step 2 Step 3 Step 4 StepS Step 6 Step 701-Jul-14 $ 21.33 $ 22.31 $ 23.57 $ 24.23 $ 25.23 $ 26.59 $ 27.5101-Jul-15 $ 21.60 $ 22.59 $ 23.86 $ 24.53 $ 25.55 $ 26.92 $ 27.8501-Jul-16 $ 22.03 $ 23.04 $ 24.34 $ 25.02 $ 26.06 $ 27.46 $ 28.41

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