AtoM
Association of University and College Employees (AUCE) fonds
Advocacy and Bargaining
Association of University and College Employees
File contains the following bound collective agreements: "AUCE Local 1 (UBC) Union Contract -- October 1, 1976 - March 31, 1978 -- covering clerical & library workers at UBC"; "AUCE Local 1 (UBC) Union Contract -- April 1, 1978 - March 31, 1979 -- covering clerical & library workers at UBC"; "AUCE Local 1 (UBC) Union Contract -- April 1, 1979 - March 31, 1980 -- covering clerical and library workers at UBC"; and "AUCE Local 1 (UBC) Union Contract -- April 1, 1980 - March 31, 1982 -- covering clerical and library workers at UBC".
application/pdf
ASSOCIATION OF UNIVERSITY & COLLEGE EMPLOYEES, LOCAL 1 (UBC) UNION CONTRACT OCTOBER 1, 1976 - MARCH 31, 1978 Covering Clerical & Library Workers at UBC ASSOCIATION OF UNIVERSITY & COLLEGE MPLOYEES, LOCAL l (UBC) UNION CONTRACT OCTOBER l, 1976 - MARCH 31, 1978 Covering Clerical & Library Workers at UBC YOUR UNION CONTRACT This is the collective agreement between Local 1 of the Association of University and College Employees (AUCE) and the University of British Columbia. It establishes wages and working conditions for clerica l and library employees of UBC who are covered by AUCE's certification . This booklet outlines the rights and benefits that you are entitled to under the contract . Read it carefully -- observe it and enforce it. If you have any questions or problems concerning the contract or its interpretation, contact your steward or the AUCE office. The Union Office is located at 2162 Western Parkway in the Village (above the Earth Harvest Health Food Store), phone 224-5613 . ' '- TABLE OF CONTENTS Article 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 General Purpose----------- - ----- - ------------- Recognition------------- - --- -- ---------------- - Definition of Employees-- - - -- --- - -------------- 3. 01 Employee------------- --- ---------------- - 3.02 Continuing Employee-- - - - ------------------ 3.03 Sessional Employee---- -- ------------------ 3.04 Temporary Employee------------------------ 3.05 Full-Time and Part-Time Employee---------- 3.06 Student Assistant------------------------- 3.07 Retirement----------------- - - -- - - --------- Probationary Employee-------------------------- Union Security--------------------------------- Check-Off-------------------------------------- Union Activity-------------------------------- Stewards----------------- - --------------------- No Discrimination------------------------------ Union Meetings----- - - - ------------------------- Management Rights--------------- - -------------- (deleted) General---------------- -- -------------------- 13 . 0l Official University Closure-------------- 13 . 02 Employees' Library Card------------------ 13 . 03 Military Leave-------------------------- 13.04 Campus Patrol Escort---------------- - ---- 13.05 Room Bookings-------------------------- 13.06 Community Facilities--------------------- 13.07 Campus Mail------------------------------ 13.08 Taxi Vouchers------------------------- 13.09 Staff Rooms and Facilities--------------- 13. 10 Citizenship Leave- -- --- -- -------------- - 13. 11 Vehicle Policy-------------- - ----------- (deleted) The Union Label------------------ - ------------- Court Duty----------------------- -- ----------- Picket Lines----------------------------------- Bulletin Boards------------- - --------------- - - Technological, Automation and Other Changes---- Policy re: Courses (Skill-Upgrading)----------- Personal Study Benefits--------------- - -------- Promotion, Transfer, Job Postings and Selection 22.01 Job Postings---------------------- - ----- 22.02 Right to Apply------ - -------------------- 22.03 Hiring Policy--------- - ----------------- 22.04 Promotion-------------------------------- 22 . 05 Transfer--------------------------------- 22.06 Reduction of Classification------------- 22 . 07 Temporary Promotion---------------------- 22. 08 Trial Period for Transfer and Promotion-- 22.09 Transfer Outside the Bargaining Unit----- Employee Files-------------------------------- Working Conditions------------------------- - - 1 1 1 1 1 1 2 2 2 2 3 3 4 4 5 6 6 6 7 7 7 7 7 7 7 7 7 8 8 8 8 3 8 9 9 11 11 12 12 12 12 12 12 13 13 13 13 13 14 Article 25 Permanent Library Card------------------------ 26 Statutory Holidays-------------------------- 27 Vacations-------------------------------- - --- 28 Hours of Work------------------------------ 28.01 Terms---------------------------------- 28.02 Work Day and Work Week---------------- 28.03 Meal Periods and Relief Periods---------- 28.04 Split Shifts------------- ______ _ _ 28. 05 Shift Work------------------------------ 29 Overtime------------------------------------- 30 Benefits------------------------------------- 30.0l Leave of Absence Without PaY---- - ------- 30.02 Comp~ssionate Leave--- - ------------------ 30.03 Pension Plan--------------------------- - - 30. 04 Daycare-------------------------------- 30. 05 Medical and Dental Plan------------------ 30. 06 Sick Leave- - ----------- - ----------------- 30.07 Maternity Leave----------- - ------------- 30.08 Continuing Part-Time Employee Benefits--- 30.09 Temporary Employee Benefits------------- 31 Job Description, Job Evaluation and Reclass -- - 32 Seniority----------------------------------.:._ __ 33 Discharge, Suspension, Disciplinary Action and Resignation- - --------------------------- 34 Layoff, Recall and Involuntary Transfer-- - ----- 35 Adjustment of Complaints----------------------- 36 Wages------------ ··-- - --------- - -------------- 37 Duration of Contract-------------------------- Letters of Agreement Armouries Staff Room------------------ - --- - --- Union Snop------- - ------------ - ------------ - --- Shift Differential----------------------------- 15 15 16 18 18 18 19 19 19 20 22 22 22 22 22 22 23 24 24 25 26 27 28 30 33 35 38 39 39 40 -1- THIS AGREEMENT made and entered into by and BETWEEN: THE UNIVERSITY OF BRITISH COLUMBIA (aereinafter referred to as the University) AND THE ASSOCIATION OF UNIVERSITY AND COLLEGE EMPLOYEES, LOCAL 1 (UBC) (Hereinafter referred to as the Union) ARTICLE 1 - GENERAL PURPOSE 1.01 The purpose of this Agreement is to set forth and establish the terms and conditions of employment so that efficient operations and harmonious relation- ships may be maintained between the University and the employees to the benefit of both parties and the connnunity they serve. No employee shall be required or permitted to make written or verbal agreement with the University or its representatives which may conflict with the terms of this agreement. ARTICLE 2 - RECOGNITION 2 . 01 The Union is the sole bargaining authority for all employees of the University for whom the Union is certified under the Labour Code of British Columbia. ARTICLE 3 - DEFINITION OF EMPLOYEE 3.01 Employee An employee shall mean any person employed by the University who is covered by the certification granted the Union by the Labour Relations Board of British Columbia on April 11, 1974 and varied on May 21, 1974 . The unlvvu,Uy h,Uc.u empt.oyeu m .tile 6olliw.lng c.a-tegouu: con-UJ1U,Utg, 1ieti1i-i.onal. ott temp0Jta1ty on eilheA a 6uU.-time OIi. paJLt-:ti.me ba1i.U. 3.02 Con:t.<.ncung Employee A con.u.nU,Utg employee 1,ha.il me.an an employee who fwc.ed to 6.lU a po1,-lu..on 06 motte than .tMee ( 3) mon.th6 du.M.tion ott a1i p!tov-lded ,ln M-U..c£.e 3. 04. Su.ch emp£.oyeu may be lulted to WOll.k eilheA . 6u.U-:ti.me OIL paltt-.tlme. Cont.utcung 6uil.-.tlme emp£.oyeu 1,ha.lt:. be pa-la by the month; paltt-.tune emp.t'..oyeu may be pa-id e-UheA by .the month. OIi. the hoUII.. 3.03 Sessional Employee A 1,u1,,i.onal. emp.t'..oyee 1,ha.lt:. mean an employee who -U fwr.ed to 6.lU a ILecUll./t,(.l'Lg po.6-lu..on wh-lch app1tou.mate£.y coinc-ldeti wLth .the Unlvvu,-<.ty W,lnteJL Seti.6-i.on olL the Unlvvu,Uy TnteA/Su.mmeA Set>.6-i.on. 1n .tile Ca1ie 06 .tile W.utteA Se.1>1,ion, a 1,u1,ional. po.6-lu..on 1,ha.il not beg-UL £.ate/I. than SeptembeA 30th nolL end e.a.JLUeA tha1t Apltd 11,t. Su.ch empt.oyeu may be fwc.ed to wolLll. eilheA 6uU.-.tlme OIL pa/Lt-ti.me. Su.ch employee!> Mi.ail'.. be pa,i.d by the month OIL the hoUII.. Setit,ional. emp£.oyeet> 1,ha.lt:. be entU.e.ed to ail'.. the Jt,(.gh,u acco!tded corvtlnU,Utg employeu , except wheAe otheJIW,(.l,e 1,peuo,i.ed. -2- 3.04 Temporary Employee (a.) A .t.empo11.aJt.y emp.r.oyee oha.lr. me.an an emp-toye.e. Who 1.1> h-vt.e.d .t.o 6-t.ll a oholLt- ,tvun, no n-1te.c.u1t1ung poo-i..-t<.o n o 6 .tu 1; .titan .t.hltee ( 3 ) mo nth;.& dLVul,t,i..o n • lb) Such emp.loye.u ohall, a:t da.te. 06 lu.Jte, be a.&1;.lgne.d a .t~n da.te. unde/1. .the c.onr:LU:,u,n.& 06 Alr.ti,cle. 34.03. (cl Such empi.oye.u ma.y woJtk. e.Lth.e11. 6uU-t:une. 011. paJt.t-.t.lme. and 1;ha.lr. be pa..ld by .the hOLLlr.. (ct) Upon c.omplmon 06 .t.hltee (3) c.a.lendalt mon.tM 011. 1;.lx,ty-1;.lx (66) da.yo 06 ac.c.umuia,ted 1;e11.v.lc.e, .the employee oha-tl become a c.on.ti.nu..lng employee a.& de.6.lne.d ,ln AILt.lc.le. 3.02. 3.05 FuU-T.lme and Pa!r..t-T.lme. Emp-tOife.U (a.) (bl Fuf..l-T.lme Emp.lotee A 6ull-time emp oyee 1;hall me.an any employee. who nolr.maLr.y wo1r.fu a 11.egu-talr. woltk we.ell 06 :tlwt:ttj-6-lve. (35) hoLLlr.6 pell. we.ell 011. 1;e.ve.n.ty ( 70) hoLLlr.6 pell. iJAJo week pe.Jt.lod a.& de.6.lned .ln A/r.dc.,te. 28 (HoLLlr.6 06 WoJtk.). Pa!Lt-T.lme. Emp.lo~e. A pa/Lt-ti.me emp yee 1;ha,tl mean any employee. who nolr.maUy wow .tu1; .than .th.l.lLty-6,lve. (35) hoLLlr.6 pell. week 011. 1;e.ve.n.ty (70) hoLL!r.6 pell. iJAJo c.on.&e.c.u..tlve. wee.tu, a.& de.6.lne.d .ln Alr.dc.,te. 28 (HoLLlr.6 06 Woltk.). 3.06 Student Assistant The term "student assistant" shall mean any full-time student who is enrolled at the University and works no more than 10 scheduled hours in any one week. Such student assistants may work more than 10 hours in any one week if they replace other student assistants who are unable to report for their scheduled hours. The term "replacement" shall not apply to terminations or severances. Such student assistants are outside the certification. A student who is hired to regularly work more than 10 scheduled hours per week shall be considered an employee as defined in A!Lt.lc.f.e 3.01. Student assistants performingdutiesnormally done by employees bound by this agreement shall be paid at the base hourly rate as outlined in this agreement. 3.07 Retirement Employees shall normally retire on the last working day of the month in which their sixty-fifth (65th) birthday occurs, however, retirement shall be optional at any time after the fifty-fifth (55th) birthday. All employees, upon retirement from the University: (a) shall receive a lifetime University Library card, renewable yearly; (b) shall be entitled to the same vacation which she/he would have had if she/ he continued working to the end of the calendar year; (cl 6hau. be en.t.u:f.ed .to .the LL6e 06 Un.lvelr.6-<-ty 6a.c..U.lue1; a.& pell. M.t<.c.f.e 13.06. Providing there is mutual agreement between the employee and the University, employees may continue in their position with the University after the age of sixty-five (65) subject to annual review with a test of competence which would indicate sufficient ability to perform the job satisfactorily, and shall con- tinue to receive all the rights and privileges provided for in this agreement . ARTICLE 4 - PROBATIONARY EMPLOYEE 4.01 Probationary Employee -3- A probationary employee shall mean a new employee serving a trial period to determine suitability. This probationary period shall be three (3) calendar months OIi. t;,lx,ty-.o.lx ( 66) da.yt; o 6 a.c.c.wnula..t.e.d .6 e.Jtv.lc.e.. 4.02 Rights The probationary employee shall be entitled to all the rights and privileges of this agreement excep.t. whe1r.e 6pe.u6.lc.a.Uy 1;:ta,te,d o.the!WJ,<.,6e,. ( ARTICLE 5 - UNION SECURITY 5.01 Union Shop All employees covered by the certification who were members of the Union as of October 1, 1974, will continue as members of the Union . All employees covered by the certification and employed by the University prior to October 1, 1974, but who were not members of the Union at that time will not be required to join the Union . AU emp.loye,et; c.ove.Jte.d by .t.he. c.elr..t..l6-<.c.t.tdon 1;hall be 1tequ.<11.ed t..o pay 6ee6 and a.66e66me.n.u :to .the Un-<.on. 5.02 New Employees As a condition of employment, new employees shall become Union members within thirty (30) calendar days of their date of hire. 5.03 Notification by the University The University agrees to notify the::Union in writing within five (5) working days when an employee has been hired, promoted, transferred, recalled or resigns. In :the c.Me, 06 ,ta.yo66 OIi. .lnvo-tun:ta.Jty .tlr.a.n66e.Jt, Air.de.Xe. 34.07 (a.I 6hall .t.a.ke plr.ec.edenc.e. In the case of suspension or discharge, the University will notify the Union as outlined in Article 33.02 (Suspension) and 33.03 (Discharge). 5.04 Reductions in the Workforce An emp.loye,e,•1; woJtk.loa.d w.l.l,t no.t. be A-nc.Jte.Med beyond a. nolr.ma.-t wo1r.fu.oa.d e,xpec..t.ed 06 a.n employee -ln a Jtegulalr. wo1r.k day a.6 a lr.e.61.LU 06 layo66, a,U:Ju,ti.on, 6LL6pen- o.lon, dUc.h.altge., 1r.e1;,lgna.t.lon, vac.a,t.lon1;, le.av et; 011. c.ha.nget; .ln .the Un.lve.M.l:ttj '1; p1r.oc.e.dwte1; 011. me:thodo 06 ope.Jta,t,<.on. 5. o 5 Con.tlr.a.c.ting Out I.t 1.1> ag1r.e,e,d beiJAJeen .the Un-lve.M.l:ttj and :the Un.ion: (a) :tha:t .the Un.lve.M.l:ty 1;hall no.t c.on.:tJtac.:t out t;e.Jtv.lc.et; 011. woltk whe11.e. :the Un.lve.lr.6.l:ttj ha.& empK.oye,e1; :tha.t no1r.ma.Uy p1r.ov.lde. .the woJtk. 011. oe/1.v.lc.e.6; ( b I .l:t ,ll; 6Wt.:the.Jt ag1r.ee.d :that .the Un-<.velr.6.l.t.tj ma.y c.on.tlr.a.c.:t out wOJtk on oe.Jtv.lc.et; .ln 1;,l;tua:t.lon1; when: (-i.) :the Un.lve.M.l:ty doet; no.t have :the equ.lpme.n:t nec.e6oa.Jty :to plr.OvA-de. .the .the, JteqUAJLe,d WOlr.R.; (ill .the Un-<.ve.M.l:ty doe1; no:t ha.ve. emptoyeu who 11.e.gula.Jtltj pell.60lr.m ouc.h wo1r.k OJt a.11.e 1;tu.Ue.d .ln ouc.h wo1r.k. a.na whe11.e. 1;uc.h job1; w.l.l,t no:t be 11.e.qUAJLe.d -4- on a c.on.ttncung bM,U J..n .the. 6u.twte. (c.) 1.t ,lt, 6U.Jt,the.Jt agJt.e.e.d .that .the. UnJ..vvu.dy may c.on:tJr.a.c.:t out woJt.k. ,<,n eme.Jtg- e.nc.y h~Onli • (ct) No employee. ,t,hatl be taJ..d-066, hu66e.Jt a Jt.e.duc.uon ,<.n e,t'..a,6,t,,l6,tc.a.don, oil. have. Jt.e.c.aU. W-i.thhe.ld bec.a.u6e 06 c.ontltaetwg out. (e.J 1n ail.. Woll.fl c.on:tlr.a.c.:te.d out, alt ,t,ub-c.ontltac.:toM 06 .the. Uruvvu.Uy hhaU. pJt.ovJ..de. wagu and c.onclU:.-ton1i 06 emp.toyme.n:t whJ..c.h a11.e. a..t leiu,,t e.qu.tLl to .the. te.Jun6 o 6 .th,lt, agJt.e.eme.n:t. 5.06 BaltgaJ..Mng Un,U: WoJt.k Pvu,on1, no.t employed wUhht .the. baJt.gaJ.,nJ.,ng UMt 1.>h.a.U no.t do ,the. Woll.fl 06 emp.toye.u wU:h.J..n .the. ba11.gaJ..nJ..ng unJ..t e.xc.e.p.t When mutu.tLl.ty agJt.e.e.d be.tween ,the UnJ..vvu.Uy and .the. Un,lon. U ,ti.) Jt.e.c.ognJ..ze.d, howe.ve.Jt, both bMgaJ..Mng a.n.d n.on.-ba11.gaJ..Mn.g un.U emp.toye.u may peJr.00Jt.m .the. Mme. Wk.I.> J..n. me.e.dn.g .the.J..Jt. ll.Upe.c.dve. ll.UpOnl.>,<.b-<.U.t,tu. ARTICLE 6 - CHECK-OFF 6.01 Authorization All employees on date of hire, will be required to sign an authorization for' dues and assessments deductions. A copy of this authorization shall be sent to the Union. 6.02 Deduction of Dues The University shall begin the deduction of monthly Union dues and assessments on the first appll.opll.J..a..te. pay da.y 6oUowhig date. 06 hJ..Jt.e.. 6.03 Collection of Dues Before the 6,<,6.tft (5.th) working day of each month, the University will forward the collected dues by cheque, to the Treasurer of the Union, together with a detailed list of names of aU. employe.u J..n. ,the. baJt.gaJ..n.J..n.g UMt and their social insurance numbers, departments and amounts deducted w,<.,th e.xp.f,.a.na;(:,lon. 6.04 Notification The Union agrees that they will advise the University of all present assessments and dues required by the Union, and of any changes which may arise from time to time in connection ' with such dues and assessments. ARTICLE 7 - UNION ACTIVITY 7.01 Contacting at Work The elected full-time organizers and stewards of the Union shall have the right to contact employees at work on matters respecting this collective agreement and its administration. The Union agrees that there will be no undue disruption of work. 7.02 Full-Time Leave of Absence A leave of absence without pay of up to one year will be granted to any employee who has been elected to a full-time office or position in the Union. Any employee so elected must give one (1) month's notice to the University. Further leave may be granted by mutual consent. Seniority shall accumulate during such -5 - employee's leave of absence of up to one year but no longer. The employee shall also be allowed to continue with all the University ' s Benefit Plans and the employee shall pay the full premium of these plans. Upon return to work, the employee shall be placed in her/his former position provided leave has not exceeded one year. 7.03 Short Term Leave of Absence The. Uruve.Mliy a.gl!.e.U to g1t.a.n:t 1Le.p11.ue.nta-ti.vu 06 .the.;unJ..on leave. 06 a.bhe.nc.e wLthou.,f. pay 6oJt. UnJ..on. 6un.c.tion.1.> on tn.e 60.Uowhig ba1.>,lt,: (a) A/te.Jt thM.,ty ( 30) day,t, no.uc.e tn.e c.Me 06 -6.teIAXVLd -6emuta,lt,6 a..t wh,tc.h ,th,ll[.ty ( 30 J employeu alt. molt.e. Me to attend ctwung ,the.J.,Jt. 11.egulall. WO!t.~g hOUILo. tb) A6.te.Jt 6,<.ve (5) cta.y1.> nodc.e J..n .the c.Me 06 emeJr.genc.y .&~onli. I.t ,l6 un.dvu..tood .that eme1r.genc.y .&.uuailon.1.> ma.y M,i,t,e J..n wk-i.c.h ,the unJ..on wo~ be ·unable. to g,<,ve a 6UU 6,<.ve da.lf-6 nodc.e. A l!.equu.t 6011. leave. .to be.g,<,n a6.te.Jt lU-6 .than 6J..ve. (5) 6ul.t day,t, n.o:ti.c.e W<.U only be de.Med ,<.6 tn.e glt.a.ndn.g .the.Jte.06 would, due Mle..ty to .the. ,t,holl..tnu.& 06 no.uc.e., Jt.UuU J..n. undue cu.l,l!.up.uon 06 tn.e. depMtme.n:t c.onc.Vtne.d. ( c J A 6.te.Jt .ten ( 1 O ) ctay,t, nodc.e. J..n ail.. a.the.IL c.lt6 U • (d) 16, M a dbtec.t 11.uuU 06 ,the 911.a.n:tJ..n.g 06 leave. un.del!. (b) above., ,t,hJ..6.t c.hangu Me Jt.equJ..11.ed, .the UnJ..on hhaU. M,t,ume .the p11.e.m.lwn pa.If c.o,t,,t,!, Jt.e.quJ..11.e.d by All.Uc.le. 28.05 (c.) (v). The unJ..vvu.Uy a.g1t.e.u .that, wheneve.Jt po.&,t,,<,ble, ,t,hJ..6,t c.hangu JtUu.t:ti.ng 6Jt.om .the gl!.an:ti.n.g o0 .&uc.h leave. ,t,ha.il.. be avoJ..ded. 7.04 One Hour Explanation Tlte UnJ..vvu.,<,,ty agll.e.U ,tha..t up .to ;fJ.JJo ( 2) un.J..on 1t.e.pll.Ue.n.ta..t-<.vu ,t,haU, be aU.owed one. (7) ltOUII. .to me.et and d,lt,c.u,t,,t, n.e 6unc.don 06 .the un.J..on W-i.th ail.. new emp.r.oyeu. Th,U me.e-tuig ,t,haU, no/1.mll.U.y take p.ta.ce J..n. c.onjunc.:tJ..on W-i:th .the ,<.nduc..uon pll.Oc.U.& a..t Employee l<e.ta.doM, and .&haU. be. dUII.J..n.g wOl!.Ung houJLo. Bo.th -the un.J..on 11.e.p1t.uen.ta..tJ..ve. (,t,) and tn.e employeu .&haU. ha.ve time. 066 wolLk wU.h pay to attend .the meedng. In no c.Me .&hail.. a new emp.toye.e wOJt.k .tonge.Jt .than one. ( 1) week. be601Le a.tte.ncung one (7) 06 tn.e. meeting.&. ARTICLE 8 - STEWARDS 8.01 Recognition The University recognizes the stewards elected by the Union and shall not discriminate against such stewards for carrying out duties proper to that position. 8.02 Meeting the University When the University wishes to discuss dissatisfaction with the work of an employee wh,tc.h may .c.e.a.ct to d,lt,c.J..pdn.My ac.tion, ,the employee ,t,ha.il.. be a.ccompan,lect by a ,5tewaJtd. When an employee wishes to initiate discussion with the University regarding a potential grievance, ~e employee .&hall be ac.compan,led by a .&te.wal!.d. - 6- 8.03 No Loss of Pay Stewards shall have the right to investigate and process grievances and to p~rform other duties proper to their position during regular working hours, without loss of pay. It is further agreed that there will be no undue disrup- tion of_work, and steward shall not leave work during regular working hours without obtaining permission from her/his supervisor. Permission shall not be unreasonably withheld. 8.04 Notification by the Union The Union shall regularly notify the University, in writing, of the names of its Local Executive, Chief Steward, Stewards and Grievance Committee. ARTICLE 9 - NO DISCRIMINATION 9.01 Human Rights The University and .the Un-<-on agree that there will be no discrimination against an emplo~ee by rea~on_of age, race, creed, colour, national origin, political or religious affiliatio n, sex or sexual orientation, marital status or whether she/he has children, in particular, that there shall be no such dis~rimination in terms of hiring, promotion, wages, ciuiupfue olt. cil6ml6-0ai.. 9.02 Personal Rights The University and its representatives agree that the rules regulations and requirements shall be limited to matters pertaining to the ;ork required of each employee . Employees will not be required to do any work of a personal nature for the employer or representatives of the employer. The employees agree that they will not act in any way which would interfere with the normal work requirements . 9.03 Trade Union Activity The University will not discriminate against any employee because of union membership or union activity of for the exercise of rights provided for in this agreement . ARTICLE 10 - UNlON MEETINGS 10.01 ~he Un,lvvv..Uy a.91t.eu to a..Uow n-lne (9) ~o-howc. lunch mee,ting6 (12:30 to 2:30) -<.n ea.ch ~eive ( 12) month pvu.od 06 the CoUec..t<.ve Ag1t.eement. The Un-<-on ma.y aJVta.nge when mee,ting6 Me to be held p1t.ovided a.t ieMt ten (10) da.y6 advance notice g£ven. ARTICLE 11 - MANAGEMl!:NT RIGHTS 11.01 The management and _direction of the working force is vested exclusively in the University 6u.bJect J:.o the J:.etc.rn6 06 :tnM a.g1t.eement. -7- ARTICLE 13 - GENERAL 13.01 Official University Closure Should the University, or an area of the University, be officially closed temporarily due to environmental conditions, utility disruptions, road condi- tions, or other reasons beyond the control of the employees covered by this Agreement, employees shall receive their regular salary during the closure. (These closures shall not be considered a University Holiday as in Article Z6). In the case of an area of the University being closed, and where alternate work is available in another area or department of the University, it is under- stood and agreed that the employee shall be informed if she/he is to be temp- orarily reassigned to that area or department (subject to Article 22.09-- Transfer Outside the Bargaining Unit). 13.02 Employees' Library Card Employees shall be entitled to a free, personal Library Card, renewable yearly, for the duration of their employment with the University. 13 . 03 Military Leave Employees required to attend Military training courses shall be granted one- half (½) the time as a paid leave of absence, the other half to be deducted from their holidays. 13.04 Campus Patrol Escort After regular working hours (after dark) employees upon request -0na..U be escorted by Campus Patrol from their place of work to a convenient bus stop, where the Patrol will wait with them until their bus arrives, or some other mutually satisfactory arrangement. It is understood that the University Patrol establishment will not be increased due to this clause nolt. may .:the pa.J:.4ol be a.ble :to lt.Upond. -imnecua;tely to aU 1t.equui:.6. 13.05 Room Bookings The University shall permit the Union to book University rooms through Systems Services for bU6£ne.66 mee.dng6 06 the Un-<.on. 13.06 Co11Dnunity Facilities Employees and 1t.eJ:..vr.ed employeu shall be allowed the use of University facilities such as the swimming pool, tennis courts, bowling alley, etc ., during hours scheduled for such purposes or public hours at the same rates as apply to Faculty or for free as required by the University . "13 . 07 Campus Mail The University agrees to permit the Union the use of campus mail facilities, in order that all members be kept well-informed of Union Meetings and business pertaining to the Union . All postage, however, for out - going mail, must be supplied by the Union. 13.08 Taxi Vouchers Employees will normally be responsible for providing their own transportation to and from the University. Whereas women employees may find difficulties in transportation at night, it is agreed that taxi vouchers will be provided, on the individual's request, to women employees required to work after 11.:00 p.m. or before 6:00 a.m. -8- It is further agreed that if special circumstances arise where a male employee has a problem with his normal means of transportation occuring after the time that public transportation is available, the employee may request a taxi voucher from the Department Head or her/his designate who will determine the appropri- ateness of the request. 13.09 Staff Rooms and Facilities The University and the Union agree that existing staff rooms and facilities will continue to be maintained at the present level of service for the term of this agreement . If existing staff rooms and facilities are required for other purposes because of space requirements, comparable facilities will be made available before such existing staff rooms or facilities are used for other purposes . Th.e Un,lveM-Ulj wU.t en.6Wte :t.ha,t .the need 601t -0:tll.66 6a~M wU.t be con- -0-ld.e1ted -ln .the de-0-lgn 06 new bU-U.d-i.ng-0 and a.dcU;Uon-0. 13. 10 C-U<.zen-0lup Leave An empf.oyee -0ha.U be a.Llowed -the nece-0-0a11.y .ume 066 wLth pa.y to pMcM-0 he.It/ hb.. Ca.na.d-la.n Cl:tlzen-0Jup app.U.ca.:twn. 13.11 Velu.de PoUcy The Un,lveMUy -0haU no.t 11.eqc.wte an empf.oyee to own 011. Me he1t/h.-l-6 own veh-<.de M a. cond-ldon 06 empK.oyment. ARTICLE 15 - THE UNION LABEL 15 . 01 Employees will be permitted to use the Union Label and to wear Union pins, ba.dge-0 and U-lck.elt-0. ARTICLE 16 - COURT DUTY 16.01 (a.) An employee who is called for Jury Duty or as a subpoenaed witness shall continue to receive her/his regular pay. In .the event -the empK.oyee 11.ecuve-0 a.ny mon,le-0 6Mm .the C11.own 6011. -0uch -0e/tv,<.ce, .6he/he -0ha.U Jc.e:ta-ln -0uch. polttion M covelt-0 h.eJt/lu-6 expen-0e-0, a.nd .6ha.Ll tWtn -the 1te.ma.-ln.d.e1t oveJt to .the Un,<.~elt-0-l.ty wah an a.ccounang 06 a.mounu 11.ece-lved ;toge-the.It wLth p11.006 06 -6e/tV,<.Ce. ( b) Wh.~n a.n empf.oyee ,l,6 .to appea.11. M e-l.the1t p.ta).n.t-i.6 Oil. de6enda.nt -<.n a c-lvd -0uU, -0he/he -0h<LU be gJc.a.n.ted K.eave 06 ab-0ence w,i,;thou;t pay 6011. -0uch pU11.p0-0e unde1t -the cond-lt-<.on-0 6 AA.Ude 30. 01 le), td) a.nd (e). (cl When a.n empf.oyee ..U cha.11.ged wUh a.n 066en-0e a.na ,l,6 11.equ-l!ted to aftena a hea11.,<.ng Oil. ,l,6 had -ln CMtody pend-lng hea,,ung 06 chall.ge-0, -the empK.oyee .6~ be ate.owed leave 06 a.bHnce wLthout pa.y unde11. the cond-ldon-0 06 M..ci.cK.e 30.01 (cl, td) and le) to attend -0uch h.ea./t-lng 011. pend-lng 11.e-0ul:t!, 06 heaJt.-<.ng 06 ch.a./tge-6. I6 -the employee ,l,6 6ound to be gu-i.Uy 06 .the ch.Mge, .the Un,lvelt-0,<.,t,y wU.t con-0-ld.e1t . he na.tU/te 06 .the 066enH ,<.n du.eJun-i.Mng whe-the11. .the -lnd-lv,<.dua.f. Mta.f.K. con,t,,<.nue on K.eave 06 ab.6ence, 11.e.t.Wtn o wolt.k. 0/t be d-i.-0 chall.ged. -9- ARTICLE 17 - PICKET LINES 17.01 The University and the Union agree that in the event of a strike by members of another union employed by the University or outside employers, employees covered by the Certification of A.U. C.E . , Local 1 shall not be discriminated against nor be subject to dismissal for refusing to cross an established picket line, provided that: (a) the strike is the result of a labour dispute; (b) having been duly authorized by the membership, the Union Executive will inform the University, in writing, as soon as possible that they regard the picket line which has been set up as a bona fide picket line; (c) adequate arrangements for essential services in the hospitals are estab- lished. The University agrees that it shall not request, require, or direct employees covered by the collective agreement to perform work resulting from strikes that would normally have .been carried out by those employees on strike. ARTICLE 18 - BULLETIN BOARDS 18.01 The University agrees, on request of the Union, to provide bulletin boards in a permanent and prominent location acceptable to the Union. The bulletin boards shall be used by the Union to convey information to its members. The cost and installation shall be borne one half by the University and one half by the Union. ARTICLE 19 - TECHNOLOGICAL, AUTOMATION AND OTHER CHANGES 19 . 01 Purpose The purpose of the following provisions is to preserve job security and stabilize employment and to protect employees from loss of employment. 19.02 Definition An employee shall be considered displaced by technological change when her/ his services become redundant or are no longer required in the same capacity, as a result of change in University procedures or equipment, or a change in process or method of operation which may diminish the total number of employees required to operate the department co4ceJt.ned. 19. 03 Changes--Not Tec·hnologica! Change-0 -ln .the de.ma.n.d6 011. .6e1tv-lce-0 11. pMgtc.ammM ove11. wluch .the Un,lveMUy hM no con.:tlt.o.l. a.nd wluch lead to .the d-l-Opi.ac.ement 06 empf.oyee-0, .6ha.U not be con-0-lde1ted tec.hnof.og-lcaf. cha.nge-0, bu;t -0ha.U be -0u.bject to All.tide 34 (Layo66, Rec.ate. and Invof.un:talt.y Tlc.a.n,6 6e1t) • 19.04 Notice of Intent Before such changes (as outlined in Article 19.02) can come into effect, the University shall provide the Union with at ieast three (3) months notice of intent to introduce automation, equipment or procedures which might result in displacement of or reduction in employees, or in changes in employees' job classification . -10- 19.05 Retraining (a) Employees who have become redundant, or who have received notice of layoff, due to technological change, shall be eligible for retraining to equip them for the operation of such new equipment and procedures. (b) ~n employee may choose not to accept such retraining, 1..n whlch cMe :the -<-YLvolun:taJuj -tltan66VL/layo66 pMceduJte chali be 6oUowed. (cl W An employee who ha1, 1tecuved notice 06 latjo66 becau6e 06 te.chnotogl..cal ch~g~ cfw!.-l, upon Jte.quut, be pi.aced any co~udentaliy vacant PM-<:ilon -<-YL :th~ came pay gltade pll.Ov~ed that che./he. hM :the q~61..- cailoYL6 and clu-eiA to meet the 1teq~ement6 06 :the pocilion a6tVI. a fuee (3) month on-the-job ~Mng p~d. (U) In the ev~_the_emptoyee ~not q~61J 601t cuch a po6ilion, olt 1..6 cuch a poc~n t~po/ta/tUy unav~bte, upon 1tequut, chef he 6hali be placed ~n a co-<-YL~e.ntaliy vacant pocilion the next towVt pay 91tade. p~w .. ded that chef he hM the q~6-i,c~YL6 and clu-eiA to me.et the _1t~qu.cJtem~ 06 :the pMilion a6te1t a fuee ( 3) month on-the- job bt.a..<.n.lng plUU.Od. (~) An emp,?oyee who ha1, been placed 1..n a vacant po6~n 1..n a towel!. pay gltade .-U: accoltdance w-U:.h Milcte 19.05 (c) (U) 6hali be eUg.lbte 601t Jtetll.MYL<.ng, both on and 066 :the job, oltdVt to acq~e :the clu-eiA nec~cMy 601t eventual Jtetu/tn to pocilioYL6 the oJt¼~ pay 91tade p1t~v1:de.d ,0at cuch _Jt~~Mng chali only take place when :the emptoye.~'" O¾g-<-YLal ~ob ~6-<.6-<.ca.tion hM be.en, 01t bung, totaUy ciuconilnued at the UrL<.veMLty. The 601tm 06 Jt~ng chali be a91teed upon bet:iA!e.en :the UMOn and :the UMveMUy, and the coct bo1tne. by :the UMv- eMLty. (1..v) Whe1te an employee can meet the q~61..cailon6 and 11.eq~einent.6 06 a po6~n 1..~ he1t/h<.6 o~gl..nal pay 91tade, che/he. chali have :the Jt¼ht 06 automatic Jtetu/tn to any vacant pocilion 1..n the o~g~ pay 911.ade plto~~~d that --0Vte -~ no employee. on :the 1tecaU UU w-U:.h m01te ' ce~oll.Lty who -<.h eUg-<.bte 6011. 11.ecaU to a pocilio1t 06 that clai,cl..61..- cailon. (d) No~tanfug :the op~on 06 Milcte 19.05 (c), the employee. 6hali 1teina-<.n o -0e 1tecali wt 601t ~efr:I~ o~gl..nal clai,cl..6,lca:t.1..on 6011. one ( 7) Ye.D.:'1-, (J?ll.Ov-<.de.d that :the clai,c-<.6-<.cailon hM not been ciuconilnue.d at the llrL<.veMLty.) -11- 19.06 Notice of Layoff or Involuntary Transfer due to Technological Change Employees laid-off o/t 1..nvotu~y tJtanc6eJtJted due to conditions of this Article shall receive three (3) months notice or pay in lieu of notice. Severance pay will be paid out twice monthly, equivalent to the salary received prior to layoff . ARTICLE 20 - POLICY re: COURSES (SKILL-UPGRADING) The Parties to this collective agreement recognize the principle of human resource development through skill - upgrading in line with career development as it relates to opportunity for advancement in the service of a department or division of the University. Where it is possible to foresee the future utilization of such skill-upgrading, the Department Head may request a member of her or his staff to take a course related to skill-upgrading or the employee may submit a request to the Depart- ment Head to take a course related to skill-upgrading. Each case will be considered on its individual merits and must be approved by the Dean or Administrative Head . If the request is approved, where required the Univer- sity shall allow time off with pay and pay for fees and costs incu;red. ARTICLE 21 PERSONAL STUDY BENEFITS 21.01 Tuition ~aiver On completior. of the probationary period, a continuing full-time _employee sh~ll be entitled to ~n l.001..vVI. 601tone ( 7) cJtedl..t coUMe pelt he.6c-<.on to a ma.:umum 06 cl..x ( 6) t.L.tLU:6 pelt tjea/t ( 12 montM) . One ( 1) non-e1ted1..t coUM e at any one rue may be taken up to :the equl..vale.nt 1..n 6eu 601t e1te.d1..t coUMU oveJt a ye.alt. To deteJtmlne the. e.qul..va.lent value oe.U, Jteoe.Jte.nce -6houi.d be ma.de. to -0e 6ee 601t fue.e , (3)-UM.t coUMU 1..n :the UMveMUy Cale.ndaJt undeJt the. he.adl..ng "Feu, SwnmeJt Sucl..on". Tul..ilon 6eu chali be l.001..ve.d, but the employee shall pay the cost of materials, equipment or travel associated with the course. This benefit shall also be available to a continuing part-time employee who works more than seventeen and one-half (17½) hours per week. 21.02 Location Courses may be taken on or off the Point Grey Campus. 21.03 Credit/Non-Credit Courses Both Credit and non-credit courses may be taken. 21.04 Courses During Working Hours An employee may take one University of B.C. course per year during working hours if the Department Head agrees to the required time off and make-up time arrangements . Permission for such,1arrangements shall not be unreasonably denied. 21. 05 Procedure An employee eligible for study benefits as outlined in Article 21. 01 (T_uition Waiver) must first complete the APPLICATION FOR TUITION WAIVER, available from the Employee Relations office, and return the form to the Employee Relations office for authorizatton. The Employee Relations office will verify the employee's eligibility for tuition waiver, complete the AUTHORIZATION section and return the necessary copies to the employee . -12- 21 . 06 Graduate Studies This benefit does not apply to Graduate Studies courses. 21.07 Minimum Enrollment Requirements It is understood and agreed that courses will not be scheduled on the basis of staff requests; minimum enrollment requirements are to be met by paying registrants. ARTICLE 22 - PROMOTION, TRANSFER, JOB POSTINGS ANV SELECTION 22.01 Job Postings All vacancies for continuing and sessional positions shall be posted on all Union bulletin boards and .t.u.c.h o:the.11. p£.a.c.e1, M ma.lJ be a.g1t.eed upon between :the UtilveJUiLttj and :the Un-lon, for at least five (5) working days . A copy shall be sent to the Union office and to all employees on e.-ltheA recall list. All postings shall include the .bpec.i6ic. job title, a. .bwrmaluj 06 :the po.t.Ltlon .bpec.i6ic.a-tloM outlining the job duties, mitilmu.m quali6ic.atioM and pay grade. Each notice shall state: "both males and females are encouraged to apply." 22. 02 1Ugh,t to Apply (a.) AntJ empl.otjee .t.hall. have :the 11,[ght to a.ppf.lJ 601t. antJ po1,.ted va.c.a.nc.tJ. ( b I Upon 1t.equ.e1,.t, u.Mu.c.c.e1,1, 6u.f. a.pp.Uc.a.nu .to po!i.ted va.c.anc.ie1, 1,hall. be no ti Med in WIL<..Ung 06 :the lt.ea..bOM :thetj We.Ile U.MU.C.C.e.6.b6u.f.. 22. 03 Hilting Po.Uc.y (a.) The University shall fill vacancies from within the bargaining unit, providing employees are available with the required minimum qualifications, before hiring new employees. lb) App.Uc.a.nu 601t. po.t.ted va.c.a.nc.ie.6 .t.ha.f.f. be appointed on the basis of ability, qualifications and seniority. 22. 04 Promotion (a) Definition: The movement of an employee from one position to another in a higher pay grade . (b) Salary Adjustment: If an employee ' s salary is below the minimum of the pay grade to which she/he is promoted, it will be adjusted to the m.inimum. If the employee's salary is at or above the minimum of the new pay grade, it will be moved to the next step in the new pay grade which provides an increase. 22.05 Transfer (a.) Definitions: (,l) Transfer - a change from an employee's position to another in the same pay grade wh-lc.h 1t.e,t,u.£.u 6Mm .the empf.otjee a.ppf.tJing and being .b ef.ec..ted 601t. a. po.t.ted va.c.a.nc.lj. (U) 1nvof.u.n.ta.lt.y Tlt.a.n.bnelt. - The movement 06 an empf.otjee 6Mm a. fuc.ontinu.ed po.t.Won .to anothe.11. pol>Ltlon in .the ha.me c.£.a.1>1>i6ic.a.tion. ReM1>ignment 06 an empf.otjee to du.tie1, in :the .6a.me c.£.a.1>1>i6-i.c.a.tion wUJun a. depcvr.:bnent 1>ha.f.f. no.t be c.0Mide1t.ed invoi.u.n.ta.lt.tj tlt.a.nl> 6eA. -13- (b) No empf.oljee 1,hail. be invof.u.n.ta.lt.ill t1t.a.n1>6e1t.1t.ed ex.c.ept whe.11.e l:te1t./w po!iLtlon ,l!, fuc.ontinued. (c.) Tit.a.Moe.II., invofunta.lt.tj tlt.a.M6eA and lt.ea..bliignment .6ha.f.f. not a.f.teA an empf.otjee11> 1>a.£.a.lt.1J. 22.06 Reduction 06 Cf.a..b1>-i.6ic.ation (a.I V,ttiti<.tion: A c.ha.nge in an empl.otjee 'J.. po1,Ltlon to a.no~he.11. in _a. f.owe.11. Pa.lJ g e othe.11. :than M p1t.ov-i.ded 601t. -i.n Alitlc.f.e 2 2. 0 8 (Tlt.-i.a.f. Pvuod 6M TIUln.6 6e.11. a.nd P1t.omotion). ( b) Sa.£.a.lt.y AdjU!,tment: 16 an empf.oljee '" 1,a.£.a.lt.tj ,l!, above :the ma~u.m 06 :the pa.tj git.a.de to whlc.h 1,he/he move.6, U will. be a.djU!,ted to :the ma.,wnu.m. 16 _:the. empf.oljee '" 1,a.i.a.lt.tj ,l!, a.t 01t. bef.ow :the ma.x.-i.mu.m o 6 :the i:ew r:a,tJ g1t.a.de, U will. be a.djU!,ted to :the next .t.tep in :the new Pa.tJ g1t.a.de whic.h ,u, f.eM :than he.11./ W plt.e V-<-OU!, J., a.£.a.lt.tj • 22.07 Temporary Promotion An employee who, on the request of the department head, agrees to temporarily assume any of the duties specific to a higher classification, or temporarily replaces another employee in such higher classification, shall be paid at the minimum of the pay grade for the appropriate classi fi cation or the next higher step in the pay grade for the appropriate classification which provides an increase. The higher pay rate shall apply for the period so worked, providing this period is at f.eMt one ( l) c.ompf.e.te 1,hi6t 06 J..even I 7) hou.M, To accept or to refuse a temporary promotion shall be the employee's choice. 22. 08 Trial Period for Transfer and Promotion When promoted or transferred, the employee shall be on a training per i od for two (2) months. If the employee finds the job unsatisfactory or is unable to meet the basic job requirements, she/he shall be returned to her/his former position, or to one of equal salary range. 22. 09 Transfer Outside the Bargaining Unit No employee shall be transferred to a position outside the bargaining unit without her/his consent. If the employee is transferred back to a position in the baTgaining unit within six (6) months, she/he shall begin accruing se~ior- ity from the level in effect before the transfer out of the bargaining unit took place, i.e., no seniority shall accrue during the period the employee is outside the bargaining unit. ARTICLE 23 - EMPLOYEE FI LES 23 . 01 "Document" refers to any document, letter, report, etc. Each employee shall have access to all her/his personal files. The employee shall have the right to insert written col!Dllent to any document. On written request the employee shall be provided with copies of any such personal material prov i ding she/he pays the cost of copying. The University shall inform an employee of any reports received which cau se or may cause the employee to suffer: -14- (a) termination of employment, (b) restriction of opportunity of promotion, OR kl l(eUJuctJ.on. 06 oppoM:wu:ty 06 6u.twte employment. Any employee so affected shall be given the opportunity to reply in writing, and/or have recourse through the grievance procedure. Should the accuracy of an entire document or part thereof be disputed and successfully grieved, said document, or part thereof, shall be removed from aU 6.U.u a.n.d du:tlr..oyed by :the employee c.on.c.e11.ned .ln :the plLUen.c.e 06 both paJ!ilu. ARTICLE 24 - WORKING CONDITIONS 24.01 The University agrees _ to maintain good working conditions in the employees' work areas. I:t ,l!; u.ndvu.:tood :tha.:t a.dequa.te hea.:t c.on.:tlt.of. (in.c1.udln.g c.on.cU:t-lo~g whe11.e a.dequa.te. n.a..tuJutl ve~on. dou n.o:t e.xl6:t), n.o.l!; e. c.on.:tlt.of., wh!t.oom 6a.~u, .Ug~n.g a.n.d -6pa.c.e. between. employeu a.11.e. n e.c.U-6a.lt.ff :to :the. wef.R.-b~g a.n.d hea.R.:th 06 empf.oyeu. The Workers' Compensation Board regulations shall constitute the minimum standards for safe working conditions and it is understood that changes beyond such minimum standards may be requested. 24.02 Working Conditions 16, .ln :the. o~Mon. 06 :the ma.jolt.Uy 06 o.ta.66 membvu. (Le.. employe.u a.n.d n.on.- ba.11.g~n.g u.nU o.ta.6 6 l hi a. paJ!ilc.uf.alt wo1Lk a.11.e.a., c on.cU:t-lon.ii a.11.e beUeved ,t,o be da.n.ge11.0u.1., :to :the. employe.u' hea.Uh OIL !ia.6e:ty, :the. empf.oye.u !ihaU be. ILe.- loc.a.:ted, ILec~n.e.d .ln :the Mme depaJt;bne.nt olL g11.a.nte.d rue 066 wUhou:t f.oM 06 pa.y u.n:tU !iuc.h c.on.cU:t-lon.-6 a.11.e c.oMec.:te.d. The. empf.oye.u ohaU be. ILe.:tultn.ed :to :thUII. o~.lna.R. pohilio,u,. 16 :the. op~o,u, 06 a. de.paJt;bne.nt a.11.e .f>u.J.,pen.ded ue ,t,o :the a.pp.U~on. 06 :th,l!; aJ!ilc.R.e., empf.oyeu ma.y be :tempolt.a.lt.ily ILe.hign.ed ou:t.f>ide :the depaJt;bnent wUh- ou:t loM 06 pa.y, p11.ovide.d n.o o:the11. employee. ,l!; fupf.a.c.e.d <L6 a. ILUuf.:t. The. empf.oye.u ohaU be ILe:tu/1.n.e.d :to :thUII. oJu.g.lna.f. pohilion..f> when. :the depaJt;bnent 11.uumu op~o,u,. 24 .03 Working Conditions Committee The Union shall establish a Working Conditions Committee and inform the University of its members. The University shall recognize this Collllllittee and hhaU c.ommuMc.a.:te. wUh U in. 11.ega.11.d :to a.n.y p11.oblem-6 in. empf.oyeu' wo11.kin.g c.oncUti.on..f> :tha.:t :the. CommU:.:tee wiAhu :to cVta1AJ :to :the. UMvVU.Uy' t, a.:t:te.ntion.. Upon ILequu:t, :the. UMvvu.Uy chaU plt.Ovide. :the. c.ommU:.:te.e. wUh. huc.h t,;t;a.t,l!;Uc.a.f. a.nd o:the11. -ln6oll.ma.:tion a.:t Uh fupMa.f. 11.e.R.eva.n.:t :to :the pa.11..t.i.c.uf.alt p11.oblem !t.a..lf;ed. 24.04 Union Representation The University and the Working Conditions Committee will not delay in working out a mechanism for staff representation on building design committees. Any agreement between the University and the Working Conditions Committee shall become mutually acceptable after approval by the Union and shall then become official University procedure. Until a mutually acceptable mechanism has been established, and where provi- sions have not been made for staff representation, each building design comm- ittee shall include one (1) member from the Working Conditions Committee as a representative of the employees. -15- 24.05 Consultation (a) Where new or additional equipment is required, affected employees must be consulted prior to purchase or rental. (b) Where renovations (which may affect the working area of the employees) are planned for an existing building, employees from the working areas concerne shall be consulted regarding such renovations, before renovating may begin. ( c.) Whe11.e a. pe11.ma.nent c.ha.nge ih c.on..f>ide1t.ed ln :the R.oc.a.Uon 06 WOll.k a.1t.e<L6 OIL .ln wMk-lng p11.oc.e.dwtu, :the empf.oyeu c.onc.e11.ne.d rnul);(; be. c.on..f>ul:ted be.60/l.e a.n.y c.ha.n.g u ma.y begin.. 24.06 Lighting Wherever reasonably possible, employees will be seated in working areas close to windows at eye level . In this regard, where it is necessary to rearrange the work area, there shall be mutual agreement between the University and the employees affected. The. deglLee 06 ~h:t inteMU!/ a.n.d :the. qua.R.Uy 06 Ug~ .ln a. given. a.It.ea. hha.il 6ilt.ot a.nd 6Memoh-t. be. guided by :the. Pfc.O:ctJ.c.a.l ~pee.to ~6 :the. _wOJt.k to be. done .ln :tha.:t a.11.ea. n.d n.o:t h_ole.R.y by a.u:thetic./ c.ohmetic. c.on.-6,<.delL<l,U.on.. With :the undvu.,t,a.nd.lng :tha.:t "b~htnuh" ,l!; a. hubjec.Uve. phenomenon, a.ny employee. hhaU be e.n;t,U;i.e.d to ha.ve. a. ouppf.eme.nta.11.y .Ugh:t hoU/1.c.e 6011. he11./h.l!; wOll.k a.11.e.a. i6 hhe/he. 1Le.queo:to. 24.07 Protective Clothing The University shall provide and maintain, at no cost to the employees, protective apparel and equipment where such is required by the Workers ' Compensation Board or where the Department of Health or the University Safety Committee has determined them necessary for the personal safety of employees. At the employees ' request, the University shall provide and maintain, at no cost to the employees, protective clothing such as smocks, shop coats, and cuff protectors where these are required to protect clothing of employees. ARTICLE 25 - PERMANENT LIBRARY CARD 25.01 All employees, upon retirement from the University shall receive a lifetime University Library card, renewable yearly . ARTICLE 26 - STATUTORY HOLIDAYS 26. 01 Definition A statutory holiday is any holiday recognized in the University Calendar as a day on which the University is officially closed. The rate of pay for Statu- tory Holidays shall be that which the employee would have received if she/he had workecl. 26.02 List of Statutory Holidays The following paid statutory New Year's Day Good Friday Easter Monday Victoria Day Dominion Day (Canada Day) holidays for all employees B.C. Day Labour Day Thanksgiving Day Remembrance Day Christmas Day Boxing Day are to be recognized: -16- In addition any other day proclaimed by the Federal or Provincial Governments or any other day in lieu of a Statutory Holiday shall be recognized, 26,03 Compensation for Statutory Holidays Falling on Scheduled Days Off When a statutory holiday falls on the regular day off of an employee, she/he shall choose to be granted an equivalent time off without loss of pay or to be paid at regular rates. The time at which the time off is taken is to be determined by mutual agreement between the Department and the individual employees, 26. 04 Pay for Work on Statutory Holidays An employee who works on a Statutory Holiday shall choose either to be paid at the rate of double time plus a day off with pay at the regular rate for her/his regular hours of work, as defined in Article 28 (Hours of Work), or to receive an equivalent time off with pay or equivalent pay (e.g., 3 working days off or triple time pay). 26.05 University Holidays (a) A University Holiday is defined as any day other than a Saturday, Sunday or General (Statutory) Holiday on which the University is officially closed. The rate of pay for University Holidays shall be that which the employee would have received if she/he had worked. (b) An employee who works on a University Holiday shall choose either to receive an extra day's pay at th~ regular rate for her/his regular hours 0£ work, as defined in Article 28 (Hours of Work), or to take one day off, with pay, at the regular rate for her/his regular hours of work, at a mutually convenient time . 26.06 Effect of Modified Work Week The University and the Union agree that the number of hours worked by an employee during a year should be unaffected by the type of work week chosen under Article 28. If the total number of statutory and University holidays ex2eeds 11 per year, employees working . the 3-day weeks shall schedule an extra 4?ours work for each such holiday taken in excess of 11, to compensate for the extra time off . This make-up time shall be scheduled by advance arrangement with the Department Head, Alternatively, the employee may elect to have an equivalent pay deduction based on her/his rate of pay excluding shift differential. ARTICLE 27 - VACATIONS 27 . 01 Definition of Terms For the purpose of this Article, the calendar year shall mean the twelve (12) month period from January 1st to December 31st inclusive, For the purposes of this Article, day shall mean seven (7) working hours. 27.02 Vacation Schedule for First Incomplete Year Each employee shall receive during the first incomplete year (first calendar year) of service one and one - quarter (1¼) working days for each month worked prior to December 31st with the right to take days as they are accumulated. 27.03 Vacation Schedule for Second Calendar Year Employees in their second calendar year may take their vacation entitlement of l¼ days per month as it is accrued. Alternatively, such employees may take -17- their full annual vacat~qn entitlement of 3 weeks, or portion thereof, at any time in the 2nd calenda'r year. In this event the employee shall receive vacation pay only for entitlement ~lready accrued. Payment for vacation entitlement unearned at the time of vacation will be paid monthly as it is accrued. 27,04 Vacation Schedule (a) Employees shall rece~ye an annual vacation with pay on the following basis: (b) Three (3) weeks duri~g the second (2nd) calendar year. Four (4) weeks during the fifth (5th) calendar year. Five (5) weeks during the eighth (8th) calendar year. Commencing with their fourteenth (14th) calendar year of service, employees shall receive one (1) additional day of annual vacation with pay for each additional year of service, to a maximum of five (5) additional days. Rates of pay in each of the above cases shall be those which the employee would have received if she/he had worked (excluding shift differential), For computation of vacation entitlement, employees shall be deemed to be in their second (2nd) calendar year on January 1st if they have had service immediately preceding that date. Where an employee's vacation entitlement increases as a result of this Article, the employee shall be entitled to carry over such increase to the following year. 27.05 Accumulation or Carry-Over of Vacations (a) Employees with less than three (3) weeks vacation entitlement shall be entitled to carry over one (1) week of vacation entitlement to take the following year. However, arrangements may be made to carry over up to a maximum of two (2) weeks vacation entitlement by mutual consent between the department and the employee concerned. (b) Employees with three (3) weeks vacation entitlement or more shall be entitled to bank up to a maximum of two (2) weeks vacation to be taken in the following year. 27.06 Vacation Flexibility Other than in the first (1st) incomplete year, as of January 1st, each employee shall have one (1) full calendar year's entitlement available to her/him to take any time within that calendar year, subject to Article 27.03. The time of vacation is to be determined by mutual agreement between the Department and the individual employee . 27.07 Vacation Scheduling Prior to the preparation of vacation schedules employees may submit their preferences to the Department Head. Department Heads shall post a vacation schedule by March 1st of each calendar year. The schedule can be changed there- after at the request of the employee if the alternative scheduliµg arrangements meet the work requirements of the Department. Such requests shall not be unreasonably refused . Employees who so desire must be allowed to take their vacation by the end of August . 27.08 Conflict in Vacation Schedule Scheduling of vacations shall be on the basis of seniority where there is a conflict of scheduling between employees. Employees desiring to take holidays -18 - in broken periods shall be entitled to do so by mutual agreement between the Department Head and the employee concerned. 27. 09 Termination An employee terminating her/his employment shall receive he1t/h,i,6 vaca,tlon entltf.emen-t less any actual vacation time taken, subject to Article 33.07. 27 .10 Compensation for Holidays Falling within Vacati .ons Should a Statutory Holiday or University Holiday occur during an employee's annual vacation, she/he shall be granted an additional day's vacation without loss of pay for each Holiday so occurring in addition to her/his vacation time. 27.11 Vacation Pay on Retirement On retirement (Article 3.07), each employee shall be entitled to the same vacation which she/he would have had if she/he continued working to the end of the calendar year. 27.12 Paychegues Employees may receive any cheque which would normally fall due during a period of vacation o~ leave 06 ab-0ence, up to f,,lve (5) day-0 preceding commencement of the vacation o~ leave 06 ab-0ence. Fifteen (15) calendar days notice must be given before the date the cheque is to be issued . 27.13 No Lo-0-0 06 Vaca,tlon Entltlemen-t Vue to 1Unuh o~ 1njUIL!f When an employee is eligible for sick leave while she/he is on vacation, il,l- nu-0 M ,fojMy dwung t.uch .ti.me -0haU be tabulated agaln-0t the employee' -0 -0,fok. leave, -0ubject to p~uen:tation. 06 -0uppoltting med,lcal c.elttiM,c.ate M otheJL pMo6 06 il,lnu-0 M -lnjWty. 27.14 No Termination, Layoff or Loss of Seniority No employee shall be terminated, laid-off, or lose seniority while she/he is on vacation. The intention of this section is that vacation time shall not be construed as part of the required notice of termination or layoff . ARTICLE 28 - HOURS OF WORK 28.01 Terms (a) The week shall be understood to begin at 12 :01 a .m. Sunday and shall end at 12 : 00 midnight the Saturday following. (b) "Month" shall mean the calendar month. (c) "Standard Work Week" shall mean a five (5) day work week from Monday through Friday, seven (7) working hours per day approximately coinciding with the hours of 8:00 a.m. to 5:00 p.m. (d) "Regular Work Week" shall mean an employee's regularly scheduled work week. (e) "Regular Work Day" shall mean an employee's regularly scheduled work day and/or hours of work. 28.02 Work Day and Work Week (a) The normal hours of work for all full-time employees shall be thirty-five (35) hours per week, or seventy t70) hours per two consecutive weeks. -19- (b) The employees in each department or library division, under guidelines of this Article, shall decide which form of week they will work, subject to approval of the Department Head. Departmental approval shall not be un- reasonably withheld. (c) The four basic forms of work week shall be: (i) Seven (7) hours per day, five (5) days per week; (ii) Eight and three quarters <s¾> hours per day, four (4) days per week; (iii) Seven and three quarters (7¾) hours per day, nine (9) days per two- week period; . 2 (iv) Eleven and two-thirds (113) hours per day, three (3) days per week. 28.03 This form shall be available only for shift workers on a twenty-four (24) hour per day operation. (a) Meal Periods nmployees shall have the right to take one (1) continuous period for meals approximately in the middle of any shift of not less than thirty (30) minutes and not more than one (1) hour. However, the time and duration of the meal period shall be the employee's decision providing that departmental require- ments are met. In departments where complex scheduling is required, the department head or designate will make up the schedule after the employees have submitted their preferences, which will be met where reasonably possible. It is to be further understood that this is an unpaid meal period and the University shall recognize the employee's right to enjoy this period with - out interruption. (b) Relief Periods Employees shall be entitled to two (2) paid relief periods of fifteen (15) minutes each, one normally to be taken during the first half of any shift, and the other normally to be taken during the second half of any shift. 28.04 Split Shifts There shall be no split shifts. 28.05 Shift Work (a) Definition of Shift Hours Day Shift shall be defined as those shifts where more than one-half of the scheduled hours fall between 8:00 a.m. and 4:00 p.m. Evening Shift shall be defined as those shifts where more than one-half of the scheduled hours fall between 4:00 p.m. and 12:00 midnight. Night Shift shall be defined as those shifts where more than one-half of the scheduled hours fall between 12 :00 midnight and 8:00 a.m. (b) Shift Differential (Inconvenience Pay) Employees working on a shift basis shall receive a pay differential as follo 1 T~irty-three (33) cents per hour for each hour worked on the evening shift. Flfty (50) cents per hour for each hour worked on the night shift. -20- (c) Scheduling Provisions (i) Prior to the preparation of shift schedules by the Department Head or her/his delegate, employees may submit lists of their schedule prefer- ences for consideration . Department Heads may delegate the preparation of shift schedules to employees where appropriate but employees~ not be required to accept this responsibility unless it is part of their duties . Shift schedules must be posted no less than two weeks in ad- vance. (ii) Each employee working on a shift basis shall be entitled to three weekends off in every four weekends. This may vary upon mutual consent of the employee and the Department Head concerned . (iii) There will be a minimum of twelve consecutive hours off-duty between the completion of one work shift and the beginning of the nextrThis may vary upon the mutual consent of the employee and the supervisor concerned . (iv) All shifts shall be rotated on an equal basis, insofar as possible, amongst the employees who are involved in the shift work. Employees may, voluntarily, work on a specific shift. Such an arrange- ment may be made with the mutual consent of the employees concerned and the Department Head. (v) Any employee given less than one (1) week's notice of a shift change shall be paid at overtime rates (as per Article 29) for all hours worked on the changed shift, up to one week from the date of notice. However, no employee shall receive overtime rates for more than three (3) days on the changed shift. Shift changes shall include any change in hours of work, including changes within any given shift category (e.g., a change from 2:00 p .m./10:00 p.m. to 3:00 p.m./ 11:00 p .m. shall constitute a shift change.) The employee shall choose whether to take the pay or time off in lieu of pay. The time at which the time off is taken is to be determined by mutual agreement between the Department Head and the individual employee. (d) Overtime for Shift Workers Employees working on a shift basis will be paid overtime according to Article 29. Where such overtime runs contiguous with evening or night shift, the hourly rate for computation of overtime will be used, and, the proper shift differential for the number of hours worked will be added after the calculation of overtime pay is made. (e) Split Shifts for Shift Workers There will be no split shifts for shift workers. ARTICLE 29 - OVERTIME 29 . 01 Definition (a) (b) Overtime for full-time employees is that time worked in excess of each employee's regular work day or work week as defined in Article 28. OveJL.time. 6011. pa!Lt-.time. employe.u -l6 ,t:ha,t. .time. wo1t.ke.d ,fo e.xc.U6 06 6e.ve.n (7) howu, peJL da.y alt. ;th,i.M;y-6-i.ve. (35) hoUM peJL 6-to.nda.!t.d wo11.k we.e.k. -21- 29.02 Overtime Premium Compensation for overtime shall be paid at two (2) times the employee ' s regular hourly rate for hours worked to the next one half-hour. 29 . 03 Overtime Worked on a Weekend Compensation for overtime worked on a weekend shall be paid at double an employee's hourly rate . 29 . 04 Overtime Worked on a Statutory Holiday Where an employee works more than her/his regular work day on a statutory holiday or a day granted in lieu thereof, that employee shall be paid according to Article 26.04, for the regular work day, and double that rate thereafter. 29.05 Time Off in Lieu of Overtime Employees who work overtime may request time off in lieu of overtime pay. An employee who is to receive compensating time off shall be given compensating time off equivalent to the number of hours for which she/he would have been paid for the overtime so worked. Time off will be taken at a time mutually agreeable to the employee and the nepartment Head. Upon mutual agreement with the Department Head, the employee may have accumulated time off reconverted into the corrected overtime pay . 29.06 Paid Meal Period (Overtime) All employees requested to work overtime beyond their regular work day shall be allowed a one-half(½) hour meal period which shall be paid at overtime rates provided such overtime is in excess of two (2) hours work and providing that not more than one (1) hour has elapsed between the end of the regular working hours and the time overtime commences. The meal period may be taken before, during or after the overtime. 29.07 Call Back An employee called back to work after completing a regular work day or from a regular day off or vacation, shall be paid overtime rates for a minimum of four (4) hours. 29.08 Voluntary Overtime The employer shall endeavour to keep overtime to a minimum and to meet require- ments on a voluntary basis. Overtime work shall be divided equally, insofar as possible, among the employees in the department or library division who are willing and able to perform the work that is available within a reasonable time. In the event an employee who has been directed to work overtime demon- strates an urgent personal emergency, that employee shall be excused the necessity of working overtime on that occasion. 29.09 Make-Up Time Make-up time is time worked in lieu of time missed from work which would othe · wise be deducted from an employee ' s pay. Make-up time shall be kept to a minimum and may only be worked with the Department Head ' s consent. Such time worked in excess of the regular work day or work week shall not be computed as overtime. -22 - ARTICLE 30 - BENEFITS 30.01 Leave of Absence Without Pay (a) An employee may apply for and receive a leave of absence W-lthou.t pa.y. (b) Every effort shall be made by the employer to comply with an employee's request for such leave. Permission shall be obtained in writing from the Department Head. Refusals for such leave must be given in writing to the employee with reasons for refusal stated. (c) Upon return to work the employee shall be placed in her/his former positi< (d) During leave of absence witnout pay employees shall accrue seniority for up to one month. The Oniverlity agrees to maintain employees on the Medica and Dental Plan during a leave of absence without pay for up to one month, subject to Article 30.05 (a). (e) Where a Statutory Holiday falls within a period of leave of absence w.Uhou;. pa.y, the employee shall receive pay for that holiday provided ~he employee has earned wages for at least three (3) working weeks during the last thirty (30) calendar days. 30.02 Compassionate Leave (a) In the case of death in the innnediate family, an employee shall be entitled to three (3) full working days with pay upon notification to the depart- ment head. This leave may be extended up to a further three (3) days with pay by the Director of Employee Relations. Such leave will not be charged to other accrued time off. Tmme.dJ..a.,te, 6amU.y .t.h<LU. -i.nclu.de., an e.mp.f.oye.e. '6 pM.e.11-t, 9MndpM.ent, hu.6ba.nd, c.ommon-.law hu.6band, w.l6e., c.ommon-.law w.l6e., c.h-i..e.d OIL wa11.d, bJtO.the.Jt., .t.-i.6.teJL, 6a.tlteJL--i.n-.law, mo .theJL --i.n - .law. (b) An employee shall be entitled to one-half(½) day leave of absence with pay to attend a funeral upon notification to the department head. (c) If longer leave is req uired under (a) O/t (b) above, it shall be applied for under Article 30 .0l(a) . 30.03 -Pension Plan Upon 1t.e.qu.u.t, .the Uruve.Mdy ag1t.e.e.t. .to plt.ov-i.de .the. Uruon any i>.ta:t-i.6.t-i.c.a.f. and a.the/!. 1te..levant -i.n60Jlma.tion a.t w fupoha.f. peJL.:ta-i.rung .to .the. Pe,n.t,-i.on PR.an, GJtOu.p U.6e Tn.t,UM.nc.e. and V-i.6abildy TnhUM.nce. 30. 04 Daycare The University agrees to do all that is reasonably possible to assist the Union in securing suitable daycare facilities for employees of the University of British Columbia, with particular reference to the reconnnendations of the President's Ad Hoc Connnittee on Daycare. 30.05 Medical and Dental Plan (a) The employer shall pay fifty percent (50%) of the monthly contribution to the Medical and Dental Plan. (b) Upon appointment to employment all continuing and sessional employees shall be eligible to participate in the Medical Plan as outlined in (a) above. -23 - (c) After tbree (3) months of employment all continuing and sessional employees shall be eligible to participate in the Dental Plan as outlined in (a) above, provided she/he works a minimum of 20 hours per week. (d) After 66 days of accumulated service temporary employees shall be eligible to participate in the Medica l Plan as outlined in (a) above. 30.06 Sick Leave For the purposes of this Article, day shall mean seven (7) working hours. (a) No employee shall be severed or lose seniority because of illness . (b) Proof of Illness (i) Where an employee is absent through illness, she/he must report by telephone or otherwise to the University department where she/he works . (ii) On return after absence, a proof of illness must be provided on the standard form provided. (iii) In case of illness exceeding six (6) days, report by telephone or otherwise must be made to the Department concerned each week whenever possible. (iv) A medical certificate may be requested from an employee where there would appear to be excessive use of sick leave or where there is a return to work after a prolonged illness. (c) Absence of one-half day for medical or dental appointments shall not be deducted from an employee's sick leave credits nor shall any pay be de- ducted. There shall not normal l y be more than an average of one-half(½) day per month for this purpose. Excessive use of medical or dental appoint- ments may require medical or dental certificates. (d) Employees shall have access to sick leave credit records on request. (e) (i) Sick Leave Allotment The employer will allow one and one-quarter (1¼) days per month sick leave with full pay up to 152 days maximum. When an empl oyee has worked eleven (11) of the days in any given calendar month, she/he will be entitled to full sick leave credit for that month. (ii) Extended Sick Leave For those employees with three (3) or more years of service, where there is no unexpended sick leave or unexpended Unemployment Insurance Sick Leave Benefits, they may borrow at one-half pay against future sick leave credits to a maximum of twenty-two (22) working days. In cases of extreme difficulty the Union and the University may jointly agree to an extension at one-half pay for a further twenty-two (22) working days. (f) Employees with sick leave to their credit shall turn over or cause to be turned over to the University any monies paid or payable to them by the Workers' Compensation Board and upon so doing shall receive full !RY up to the value of their si~k leave. If there is no credit of sick leave, employee~ shall retain their Workers' Compensation Board cheques. (g) When a statutory or University holiday falls within, or contiguous to a period of paid sick leave, the holiday shall not be assessed against the employee's sick leave . -24- (h) Should an employee be placed on quarantine due to the illness of others , benefits shall be paid as sick leave. (i) All employees returning from sick leave shall return to their original positions . (j) Medical Examinations and Certificates Should the University require an employee to submit to a medical examina- tion as a condition of employment the employee may have the examination done by the University at no cost to the individual, or by her/his own doctor at the individual's own expense. The employee shall be provided with a copy of any written report provided by the doctor. (k) Sick Leave Study Committee The University and the Union agree that a joint investigation of the Sick Leave Plan presently in effect at Simon Fraser University, sick leave insurance plans, and other sick leave plans will begin within one (1) month of the signing of this contract and that the report and recommendationf will be presented to the University and the .Union within three (3) months for consideration. It is understood that such a study will involve review- ing the statistical information available on the present plans in effect at the University of British Columbia and comparison with other plans in so far as benefits to employees are concerned, as well as costs. Long term benefits in the case of extended illness will also be one of the terms of reference. 30.07 Maternity Leave (a) In case of p~egnancy, a continuing or sessional employee shall not lose seniority entitlements. She shall receive the benefits of the Maternities Provision of the Unemployment Insurance Act. Upon return to work, the employee shall be reinstated in her former position and the employer shall pay the difference of the benefits received and the employee's monthly salary. After returning to work should the employee resign or be severed fo-r just cause within six months the Union will pay the University the amount paid by the University to the employee for maternity leave. (b) Upon request, the employee shall be granted up to three (3) months leave of. absence without pay (Article 30.01) , subject to extension upon application to the Employee Relations Department. Upon return to work the employee shall be reinstated in her former position according to Article 30.01. 30. 08 Continuing Part-Time Employee Benefits Continuing Part-Time Employees shall receive all the rights and privileges of this Agreement except as noted below: (a) Sick Leave (Article 30.06) The continuing part-time employee shall receive sick le ave on a pro rata basis, according to the number of hours worked in the previous month. (b) Statutory Holidays (Article 26) The continuing part-time employee who has worked less than fifteen (15) full days in the previous month shall receive pay for statutory holidays on a pro rata basis, according to the number of hours worked in the previ- our month. The continuing par.t-time employ ee who has worked fifteen (15) or more full days in the previous month shall receive full pay for the statutory holiday, -25- (c) Medical and Dental Appointments (Article 30.06 (c)) Continuing part-time employees shall be exempt from this benefit. (d) Compassionate Leave (Article 30.02) The continuing part-time employee shall receive pay for compassionate leave on a pro rata basis, according to the number of hours worked in the previous month. (e) Vacation Entitlement (Article 27) Continuing part-time employees shall accumulate and receive vacation entitle- ment on a pro rata basis according to the number of hours worked in each month. (f) Maternity Leave (Article 30.07) Continuing part-time employees who are paid by the month shall receive pay for ~laternity Leave according to Article 30.07. Continuing part-time employees who are paid by the hour shall receive pay for Maternity Leave according to the average number of hours worked per months worked in the previous year. 30.09 Temporary Employee Benefits Temporary employees shall receive all the rights and privileges of this agreement except as noted below: (a) Discharge (Article 33.03) The temporary employee shall receive two (2) weeks notice of discharge. (b) Statutory Holidays (Article 26) (c) (d) (e) Temporary employees shall receive pay for statutory holidays on a pro rata basis according to the number of hours worked in the previous month, provided that the employee has not been severed and has worked twenty-two (22) working days in the last twelve (12) months. Any temporary employee who works fifteen (15) full working days in the previous month shall receive full pay for the statutory holiday. Medical and Dental Appointments (Article 30.06 (c)) Temporary employees shall be exempt from this benefit. Maternity Leave (Article 30.07) Temporary employees shall be exempt from this benefit. Compassionate Leave (Article 30. 02) Temporary employees shall receive pay for compassionate leave on a pro rata basis according to the number of hours worked in the previous ·month and provided the employee has not been severed and has worked twenty-two (22) working days in the last twelve months . (f) Vacation Entitlement (Article 27) Temporary employees shall accumulate and receive vacation P.ntitlements according to the number of hours worked each month. -26- (g) Layoff (Article 34) Temporary employees shall receive two (2) weeks notice or two (2) weeks pay in lieu of notice provided that the employee has worked twenty-two (22) working days in the last twelve (12) months. (h) Sick Leave (Article 30.06) The temporary employee shall be exempt from this benefit . ARTICLE 31 - JOB DESCRIPTIONS, JOB EVALUATION AND RECLASSIFICATION 31.01 Job Descriptions The current approved Job Descriptions shall be the recognized -0.ta.ndalr.d deACJUp:Uon-0 6 ea.ch cliui-0i6ication. Revised or new Job Descriptions and/or Pay Grades will not be implemented until accepted by the Union. Written notice of objection must be given by the Union within -0idy (60) days of receipt, or such descriptions shall be considered accepted. 31.02 List of Job Duties (a) ~ach ~ep~rtment _Head is responsible for drawing up a po-0i:Uon deACJUp:Uon ~den:U6y,<,ng a rut 06 ~/u, Olt du:tle-6 for each position in the department. ~ful) rut -0ha.U -0Vtve a-6 an outline 06 the wo1tk to be pVL6011med by the ,<,n.Cumbent. (b) The employee shall be requested to draft her/his list of ta,6/u, Olt du:tle-6 for the M-0i-Ota.nce of the Department Head in establishing the Jtequvr.ementl, 06 ea.ch po-0i:Uon. Before such list (or amended list) is established as complete, the employee shall sign it, to signify that she/he has been given the opportunity to read the list and make final suggestions. When signed by the Department Head or designate, the list (or amended list) shall become official. (c) UM:.6 06 ta-6/u, Olt du:tlu may not be all, in.C-lu-6ive, but. all, w01tk pVL6011med w-U:hi.n an incu.vidu.al po-0i:Uon rrnu,t be con-0i-Otent wUh the tetun!, 06 the -0.ta.ndall.d Job VMCJUption 06 the cliui-0i6ica:Uon. (d) The Official List of Job Duties shall not include "preferred qualifica- tions" or such phrases as: "all other duties as required", and "assists with more advanced clerical duties", and" to act as a deputy for more senior staff members". (However, the phrase "performs duties related to the qualifications and requirements of the job" is permissible.) Nor shall they conflict with any terms of this agreement. The Union, the University Employee Relations Office and the employee concerned shall each receive one copy of the Official list or Official amended list. 31.03 Job Evaluation Committee The _LJn,i.on t,ha,,U uta.bruh a Job Eva.luation CommUt.ee and in6011.m the UYU.vVL-OUy 06 -U:A membVL-O. The Un,i.veMUy -0ha.U ltecogn,i.ze thi-0 Commlttee and -0ha.U commwu<:llte wUh U in 1tegMd to any p1t0btem6 and p1t0po-0at-O concVl.ning job eva.luation and cliui-0iMca:Uon th<Lt the CommUt.ee wl!,het, to dlt.aw to the Un,i.- vVL-OUy' -0 <Ltten:Uon. Upon 1tequ.ut, the Un,i.veJL-OUy wlU pJtOvide the Un,i.on wUh all, in.6011.Jna:ti.on Jtetevant to the 1teview 06 a cta-6-0i6ica:Uon and it-0 evafua:Uon. · -27- 31.04 Reclassification P1tocedu.1te (a) Requests for reclassification may originate with the employee, the Union or the department head. A minimum of six (6) months must elapse between each app'lication on an employee ' s behalf . These requests must be made in writing to the Employee Relations Office, with one copy of such requests sent to the Union. (b) The Department of Employee Relations shall have the case reviewed with the employee. The Reclassification procedure must include the following : (i) The employee shall complete a reclassification form, a copy of which shall be sent to the Union office. Tful) 601tm -0ha.U be dMigned to obtain a,,U Jtetevant b1.601tma:Uon 1tetated to the 1t,equ.eAt, indu.cu.ng: ( 7) the du:ti.M and 1teApon-0ibUi:Ue1, the emptoyee i-0 6u.t6illing which -0he/he thin/u, ju.-0ti6y a change in cliui-0iMca:Uon, and (2) the amount 06 Jtetltoac:UvUy (i6 any) to which the emptoyee 6eet-0 -0he/he i-0 eri-tl:tf.ed in accoMance wUh Alr.:Ucte 37. 05. (ii) The employee shall be interviewed by a job analyst. At the request of the employee, a steward shall be present at this interview. (c) The ·employee shall be notified by letter, within eight (8) weeks of the date of the request, of the decision regarding the request. If the reclass- ification is not recommended, the letter shall contain the reasons for not recommending the reclassification. A copy of the aforementioned letter shall be forwarded to the Union. (d) If the employee is not satisfied with the decision, she/he shall have the right to the established grievance procedure, beginning with Step 3 . (e) If an employee's position is reclassified, that employee shall not be placed on probation or be considered to be on a training period. 31.05 Wage Ine1tea-6e Awalui.ed ThltOu.gh Reda-6-0i6ica:Uon (a) A wage increase awarded as a result of reclassification shall be retro- active to the date 06 change 06 job du:ti.M 01t, when no date can be eAtabruhed, 1tetltoac:Uve to the date 06 WltU.t.en 1tequ.ut 601t 1tecta-6-0iM- ca:Uon. The employee shall be placed on the step in the classification which ensures an increase in salary. (b) Where the position does not entail new job duties and has in fact been misclassified since date of hire, the employee shall be placed on the same seniority step in the appropriate classification as she/he was on in the original job classification, and shall receive full pay rate adjustment retroactive to date of hire, except where date of hire is prior to January 1, 7976, in which case, pay rate adjustment shall be retroactive to January 1, 7976. ARTICLE 32 - SENIORITY 32.01 Definition Seniority shall mean length of service with the University, within the bargaining unit, and shall be credited for all service prior to certification of the bargaining unit as designated in A/t:Ude 32.03. -28- 32. 02 Computation of Seniority - Part Time and Temporary Employees Seniority of part-time and temporary employees shall be determined on the basis of the number of months worked, i.e., one hundred fifty-two (152) hours equals one (1) month . (Months are determined by multiplying the number of hours ~n the work week by fifty-two (52) and dividing by twelve (12). This defini- tion of month to apply to the computation of seniority only). 32.03 Accrual iof Seniority (a) SenJ..olWty t>haU. acCJr.ue 6,tom :the 6).JUd. day 06 emplotjment and t>haU. contlnue :to acCJr.ue excep.t lt6 1>.tated othe/U,IJ,U,e -ln AM:..lcf.u 32. 04 ~d 32. 06. (b) Seniority shall continue to accrue during any employee's absence from work due to illness, accident or unjust discharge. 32.04 Ma-lntenance 06 Seru.olti.-ty (a) SenJ..o!tLty t>haU. co~nue :to be acCJr.ued dwung :the 6J.Ju:t ( 11>:t) mon:th 06 leave 06 abt>ence w.Uhout pay and :the1tea6:te1t t>haU. be ma).YLt.a,lned but no:t acCJr.ued ( excep:t lt6 p!Wv,i.ded -ln AM:..lcf.e 7. 02) • (b) Seru.oJWty t>haU. continue :to be acCJr.ued dwung :the 6fu:t mon:th 06 f.ayo66 and :the1tea6:te1t >haU. be mahLto.-lned, but no:t a.cCJr.ued 601L a pvuod 06 up' :to one (7) yea.IL. ' (c) SenJ..oJWty 6~.1t W.lnte1t Sut>,lonaf. employeu t>ha..U be ma).YLt.a,lned but no:t ac~ed dwung :the Inte1t/Swrrme1t Sut>-i.on. Seru.o,u;ty 601t Inte1t/Summe1t S~t>-<.onaf. e.IT!Ployeu t>haU. be ma).YLt.a-lned but no:t acCJr.ued dwung :the W-inteJt Set>t>-<.on. 32. 05 No Loss of Seniority An employee shall not suffer loss of seniority for any of the following reasons: unjust discharge, layoff, promotion, demotion, transfer, reclassification, compulsory military service, vacation 0lt any 1tecogru.zed leave. 32.06 Loss of Seniority An employee will lose seniority rights if she/he fails or refuses without good cause, to return to work wUh-<.n 6-i.ve (5) wo.1t/ung dayt> 06 rec;ll after layoff, or if she/he ltU-<.gnl>, lte:t-<..ltU, O.lt is discharged for just cause. 32. 07 Seniority List Ab CUMent -6enJ..oJWty Ul>:t 601t Vecembe1t 316:t and June 30:th 06 each Yea.It t>haU. e -6ent :to :the Uru.on wUh-i.n 1.1.UPPn 1151 wn.1tluna dat.16 of.. :tho-6e datu • ARTICLE 33 - DISCHARGE, SUSPENSION, DISCIPLINARY ACTION AND RESIGNATION 33.01 Definitions (for the purposes of this Article) (a) Discharge - an employee's involuntary ending of employment . (b) Suspension - a disciplinary action on the part of the University . (c) Resignation - an employee's voluntary ending of employment. 33.02 Suspension The University may suspend any employee for just cause subject to Article 35 (Adjustment of Complaints). Upon taking of its decision, the University will immediately send - to the employee concerned, with a copy ·to the Union, a letter giving written notification of and reasons for the suspension. Suspension shall not exceed five (5) working days. All suspended employees shall be returned to their former positions. -29- 33.03 Discharge (a) The University may discharge any employee for just cause, subject to Article 35 (Adjustment of Complaints). (b) le) (d) All probationary employees, in the case of discharge, shall receive two (2) weeks written notice with a copy to the Union on :the -6ame date, or two (2) weeks pay in lieu of notice. All other employees shall receive one (1) month written notice with a copy to the Union on :the 6ame date, or one (1) month pay in lieu of notice. A WIU:tten w:t 06 aU. lteltl>0nl> 60.1t dl6cha.1tge mut>:t accompany noti6,lc.ation 06 dl6chlt.ltge :to :the employee and :the Un-i.on. · GJU.evancu alt-<-6-<.ng out 06 dl6chlt.ltgu when pay -ln .Ueu 06 notice -i.6 g-i.ven -6haU. beg-i.n a:t S:tep 3 06 :the GJU.evance P!Wcedu.lte_. 33.04 Proo f of Just Cause I n all cases of suspension or discharge or other disciplinary actions, the burden of proof of just cause shall rest with the University. In the case of a probationary employee, just cause shall include failure to display sufficient ability to perform the job satisfactorily . 33.05 Reinstatement for Unjust Discharge If, as a result of the grievance procedure, it is found that an employee has been discharged for unjust cause, that employee will be reinstated to her/his former position, or one of equal salary range, without loss of seniority or benefits, and shall be compensated by the University for all time lost retro- active to the date of discharge or suspension. 33.06 Disciplinary Action/Employee Files Any .written censures, letters of reprimand and adverse reports, other than official evaluation reports, shall be removed from the employee's files and du.tJr.oyed by :the empf.oyee conceJtned -i.n :the p.1tuence 06 bo:th plt.lt:Uu after the expiration of twenty-four (24) months from the date it was issued, provided there has been no further infraction. The University agrees not to introduce as evidence in any hearing any document from any file of an employee, the existence of which the employee was unaware at the time of filing. 33.07 Notice of Resignation If an employee resigns, fifteen (15) working days notice will be given -<.rt W'Ll:Ung prior to the date of termination. In the event that less than ten (10) working days notice is given, the employee will be entitled to her/his vacation pay of 4% of gross earnings less any actual vacation she/he has taken. V~cation entitlements banked from the previous year shall be paid at the employees full rates. An employee. may 1tuc-i.nd he.lt/h-<-6 1tu,lgna:Uon wlthout pena.e.:ty up :to :th.ltee (3) wo.1tfung dayt> a6:te1t g-i.v-i.ng notice. 33.08 Vacation Entitlements In case of discharge or resignation, the employee shall receive all vacation entitlements and salary due to the date of termination, except as provided in Articles 33.05 and 33.07. -30- ARTICLE 34 - LAYOFF, RECALL A.NV INVOLUNTARY TRANSFER 34. O 1 Ve.6,ln,Ulonh (a) Layoff - An involuntary cessation of employment due to: lack of work ; reduction in or discontinua t ion of a function or programme ; or a change in a pr ocess or method of operation thereby diminishing the total number of employees required to operate the department . (b) Recall - The calling back 06 a .la-ld-066 e.mplcye.e. to fill a vacant position within the bargaining unit. le.) Invo~ TIUI.n66e.tr. - The. movement 06 an employee. 611.0m a dMc.onthtue.d poh..lt.ion :to anoihe.tr. pohLti.on .ln the. Mme. ci..tu,hi..6,i.CILti.on. (d) No pll.Ov.l.6-lon 06 M.ticte. 34 hhaU be. c.on.6-tJw.e.d :to p11.e.ve.n.t any employee. 6Mm c.hang.lng he.tr./h.l.6 h.t.a-tu.6 (c.onthtu.lng, he.hhi..ona.l 011. .tempoMJLJJ; palt.t-.t.i.me. OJt. 6u.le.-.t.i.me.l by app.ly-i.ng 6011. and 1te.c.e.i..vi..ng a poh.te.d vac.a.nc.y. 34.02 Reduction of Staff If a reduction of staff is necessary as a result of a 1.a.yo66, the. de.paJLOne.n.t c.onc.eJLne.d hhaU noti..6y Employee. Re.lati.cn.6 who wU1. noti6y the. Uni.on i..mme.cli..a;te..ly. At the request of either the Union or the University a meeting shall be held . 34.03 Te/!JII.Utati..on Vate.h (al A he.hh-lona.l employee. hh.a.ll., at date. 06 hi..Jt.e. 011. 11.e.CIJU, be. Mhi..gne.d a .te.11.m- .lnat-lon date. appll.OXA.ma-te..ly c.oMe.hponcli..n.g :to the. e.nd 06 the. a.pp11.opll.i..ate. h e.hhi..on. .ln ac.c.oll.da.nc.e. wLth All.tie,le. 3. 0 3. ( b) A .te.mpo11.a.11.y employee. hhaU., at date. 06 hi..Jt.e. OJt. 11.e.CIJU, be. Mh-lgne.d a .te/!JII.Utati..on date. wh-lc.h .l.6 le.hh than thll.e.e. ( 3) c.ai.e.ndalt monthh 611.0m date. 0 6 hi..Jt.e. OIi. 11.e.CIJU. (c.J A contimung employee. may be. Mhi..gne.d a .te/!JII.Utati..on date. when hi..Jt.e.d .ln:to a pohi..tion wh-lc.h .l.6 6-lnanc.e.d d-lll.e.ct.ly by hOUll.ce.h out.hi.de. the. Uni..ve.Mliy (th.l.6 doe.h no.t .lnc.lu.de. 6,i.nancJ.o.ily he.l6-huppoll.ting 6unctionh 06 the. Uni..v- e.Mliy). (di No .te/!JII.Utati..on date hhaU. a.pp.ly :to a conthtu.lng employee. wU:h mOJt.e. than one ( 7) ye.o.1r. o 6 h e.ni..oJt.liy. 34. 04 Involu.n:ttvuj Tll.a.nh 6e.tr. P11.oce.duJte. (a) No .layo66 hhaU. :take. place. when U can be. avoi..de.d by tll.an.66eJLJti..ng the. dMp.lac.e.d e.mploye.e. :to a pohi..tion -i.n the. ha.me. ci..tu,hi..6i..CtLti.on wh-lch .l.6 c.o-i.nc.i..de.n.t.ail.Jj vacant dUll.-i.ng the. pe.11.-lod 06 notice. 06 -i..nvo.luntall.y tJtan-66e.tr.. I b) I 6 mo11.e. than on.e. vacant pohi..tion .l.6 ava.Uable. at the. ha.me. t.i.me., .the. employee. hhaU. have. the. c.hoi..c.e. 06 thohe. a.va.Uable. pohLti.onh. (c.) I6, wU:h-ln a ye.o.Jr. a dMc.ontinue.d pohi..tion -i..h 11.e.-lnh.t.a..te.d, the. employee. who Wa.6 .lnvo.luntM-i..ly tJtan-6 6e.Me.d hhaU , upon 1te.que.h.t, be. gltante.d automa.t.i..c. t/tanh6e.tr. :to that pohilion . In th.l.6 c.a.6e., Altticl.e. 22. OB (T/t-la.l Pe.Jti..od 6011. T/tan.66e.tr. and PMmotionl hhaU no.t apply. (di In the. c..a.6e. 06 i..ftvo.luntall.y tll.an.66e.tr., employe.e.h wU:h-ln the. ha.me. ci..a1,h-l6-lc.a.- tion .ln the. de.paJWne.n.t OIi. .li..bMJLJJ d-i..v.l.6-lon whe.tr.e. the. c.o-lnc.i..de.nta.l vac.a.nc.y oc.c.Ull.h h.all have. plt-lolti..ty, .ln oltde.tr. 06 he.n.-loJt.liy, .to th.l.6 pohi..tion and hubhe.que.n.t pohilionh . The. employee. be.i..ng .lnvo.lunto.Jr.Uy tJtan-6 e.Me.d hh.ail 6i..U the. pohLti.on 11.e.ma.ln.lng. No pohting 06 the. va.canc.y hhaU be. 11.e.qu-lll.e.d. -31- 34.05 Layo66 P1toc.e.dull.e. (al Cont-lnu-i..n.g Employe.e.h (-l) When 'the. pohilion 06 a c.ontimung employee. -i..h dMc.ontinue.d and no ,c.o-i..nc.i..de.n:t.a.l vac.a.nc.y oc.c.Ull.h dult-lng the. peJL-lod o 6 notice. o 6 i..nvo.luntall.y tJtan-6 e.tr., the. employee. wU:h the. le.a.6.t a.mount 06 he.ni..olti..ty i..n the. ci..tu,hi..6,i.c.at-lon hh.ail be. .lai..d-066 and the. -i..nc.umbe.n.t 06 the. pohi..tion dMcontinue.d hhaU be. .lnvo.lunto.Jr.Uy tJtan-6 e.Me.d :to the. 11.e.hu.lung vacancy . (il) When a c.ont-lnu-i.ng employee. 11.eo.c.he.h a .teJUni.nat-lon date. a.6h-lgne.d .ln acc.oltdanc.e. wLth A/ttie,le. 34. 03 (c.J a.nd Id) and no c.o.lnc.-lde.n:t.a.l vac.a.ncy oc.c.Ull.h -i.n the. p11.e.c.e.d-lng th-lltty ( 30) c.a.lendo.Jr. da.yh, the. employee. c.onc.eJLne.d hh.a.ll. be. .la-ld-066 a.nd p.lac.e.d on the. tr.e.CIJU .li..h.t. (-i..Ul When .lnvo.luntall.y tltanh6e.tr. OJt. tr.e.c.a.U c.a.uhe.h a. he.hhi..ona.l pohi..tion be. 6-i,.Ue.d by a. c.ontin.u-lng employee., that employe.e. hha.e..e. 11.e.ta.-ln he.tr./h.l.6 c.ontimung h.t.a-tu.6 a.nd the. .lnvo.e.unta.11.y tll.an.66e.tr. and .layo66 ptr.oc.e.dull.M hhaU be. app.li..e.d at the. end 06 the. he.hh-lon. I b) SMh-lona.l Employe.e..6 (-ll Suhi..ona.l employe.e.h hha.e..e. be. la.i..d-066 at .teJUni.n.ati..on date.. (il) Whe.n the. pohilion 06 a. he.hhi..ona..l employe.e. .l.6 dMc.ontinue.d be.6011.e. .te/!JII.Utati..on date., hhe./he. hha..l.l be. .lnvo.lunto.Jr.Uy tltanh 6e.Me.d :to a c.o.lnc.i..de.n:t.a.t vacancy among he.hhi..ona.l pohilionh. Fa.i..Ung huc.h a va.c.a.nc.y, hhe./he. hha.e..e. be. tJtan-66e.Me.d .to a. c.ontinu-i.ng 011. .tempo11.a.11.y vac.a.ncy i..n the. ha.me. ~hi..6-lcation . Fa.i...li..ng a.ny vac.a.nc.y, the. he.hhi..ona..l e.mp~oye.e. wLth the. le.a.t,.t he.n.-lolti..ty -i..n the. ha.me. c.liiMi..6-i..c.a.tion hha.e..e. be. la.i..d-066 a.nd the. ciMp.lac.e.d e.mploye.e. hha.U be. tJtan-6 e.Me.d :to the. II.Mu.lung vac.a.nc.y. (-i..U) (i..v) It .l.6 u.nde.M.tood that -i..n .the. e.ve.n.t the. Uni..ve.Mi..ty wan.th .to ex.tend .the. .teJUni.nat-lon date. 06 a. he.hhi..ona.l employe.e., the. e.mploye.e. mU.6.t vo~ agtr.e.e. i..n WJuting :to the. e.x..te.n.6-lon. In no c.-ltr.c.wn6.tanc.e.h may the. :te.11.m<.n- ation date. be. e.x..te.nde.d be.yond May .ln .the. c.a.6e. 06 a ~J-i.n:te.tr. Se hh-lona.l employee. and Se.p:tembe.tr. .ln .the. ca.6e. 06 a.n In.te.tr./Swrme.tr. Se hh.lona.l employee.. When -i.nvo.luntall.y tll.an.66e.tr. OJt. 11.e.c.a.U c.a.Uhe.h a c.ontin.u-lng 011. :tempoll.a.ll.y pohilion :to be. 6J..Ue.d by a he.hh-lon.a..l employee., that employee. hha.e..e. 11.e..ta-i.n he.11./h.l,,6 he.hh-i..ona.l h.t.a-tu.6 a.nd hha.e..e. be. C.Onhi..de.tr.e.d .la,ld-066 automatic.a.Uy at the. e.nd 06 .the. he.hh-lon in wh-lc.h hhe./he. no1tma.Uy wotr.lu.. Iv) In .the. e.ve.n.t the. Uni..ve.Mi..ty de.c.-lde..6 :to dMc.ont-lnue. a he.hhi..ona..l pohilion e.66e.c.tive. wLth the. be.g-lnni..ng 06 the. 60.llow.i.ng he.hhi..on, U hha.e..e. -ln601tm .the. Un.-lon at the. .t.i.me. the. de.c..l.6-i..on -i..h .taken. In .the. c.Me. 06 W-i.n:te.tr. Se.hh-lon.a..l pohiliOnh, th.l.6 notic.e. hha.ll be. gi..ve.n at le.a.6.t one. I 1) man.th plt-lo1t :to the. be.gi..nni..ng 06 the. he.hh-i..on. (cl Tempoll.a.ll.y Employe.e.h When a :tempo11.a.11.y employee. tr..e.ac.hM he.tr./h.l.6 .teJUni.nat-lon date. a.nd no c.o.lnc.-l- de.nta.l vac.a.nc.lj -i..h .urrne.cli..a;te.ly a.va.Uable., the. employee. hha..l.l be. .la-ld-066 a.nd plac.e.d on .the. 11.e.c.a.U l.l.6.t. -32- 34.06 Recali. Ptc.ocedWte (a.) A 6u.ll.-:ti.me emplotfeeb' tc.ecali. w;t a.n.d a. pa,,c;t-:ti.me mplotfeeb' tc.ecali. w;t ;.,hall be mahitcuned blf ;the Un,lve.Mliy. A 6u.ll.-:ti.me emploljee ;.,hall, upon. 11.equeL>t, be w;ted on bo;th w:tt,. A coptJ 06 ;the cU/t/ten;t tc.ecali. wu 1,hall be J..ent ;to the Un,lon. 066,i..ce on. the 6fu;t wotc.lung da.tJ 06 ea.ch man.th. (b) When a. l.o.Jjo66 occuM, the a.66ec-ted emploljee hhall a.utomaticali.tJ be pla.ced on ;the tc.ecali. w;t e66ec.-tlve ;the 6fu;t ( 1M) da.lf a.6,tetc. hetc./w 1.o.A;t da.lf 06 emplotJment. (cl LIU.d-066 emploljee6 hhali. be tc.ecali.ed 0tc.om the tc.ecali. wt in otc.detc. 06 .6eniotc.ittJ wUh-ln. ea.ch cla..6.6i6ica.don. (d) La.id-066 emplotfeeb 1,hail. tc.ema.in. on the 11.ecali. wt 6otc. a. petc.iod 06 :twelve ( 12) month.6, 011. until: W tc.ecali.ed blf the. Un,lve!t.6UIJ, otc. (ii) 1.,he/he 6a,U,6 wLthout good ca.u6e. to tc.epotc.t ;to wotc.k wLthin. Mve. (5) WO/tfun.g da.ljf.. 0 6 tc.eca£.1.. "Good caw.,e" 6otc. tc.e6Ma.£ 06 tc.ecali. 1,hall htclude. objec.-tlon ;to ;the ;tempotc.- a.tc.y otc. pe.JUna.ne.nt a.-tWte 06 ;the pa.tc.ticu.i.alt a.ppoin.;tment. The emploljee 1,hail. noti6tJ the Unive!t.6Uy 06 J..uch objec.-tlon be6otc.e ;the e66ec.-tlve da.-te. 06 la.tJ066· (e) Notice of recall shall noJLJna.lllj be made by telephone. If no contact is made, notice shall be given by registered mail to the last address of the employee known to the University. The Un.ion. hhail. be notiMed blf ;te.le.phone o 6 a.n.tJ 1teca£.1.. (6) 16 ;telephone tc.ecali. to a. tempoJta.11.tf pohilion 06 ;ten (10) wotc.lun.g dalft, 011. let>h dU!ta.Uon if.. no;t J..ucce6h6u£, a.n. e.x.tetc.na.£ applicant ma.y be. hitc.e.d. In J..uch ca.6e ;the Un,lon. ;.,hall. be imme.dia.teltJ n.otiMed blf ;telephone. The ;tetc.m- ina.t.i.on da.-te 06 a pohilion ho 61.e..e.ed ma.If no;t be ex.tended. (g) It shall be the responsibility of the employee on the recall list to keep the University Employee Relations Department informed of her/his address and telephone number. (h) Recalled employees shall receive no less than their former salary plus any increments to which the employee has become entitled during the period on the recall list or by any change in the rate for that classification. (i) Employees recalled to a position o;thetc. ;tha.n. that which ;they held ptc.iolt ;to £a.yo66 shall be on a training period for two (2) months. If the employee finds the job unsatisfactory or is unable to mee.-t ;the ba,1.,ic job tc.equitc.e- me.n:tt,, she/he shall be returned to the recall list. (j) 16, while awa-Ui.ng tc.e.cali., a.n. employee choohet> to a.ppltf 6otc. a.n.d ob;ta.111,1., a pohilion ht a.n.othetc. cla..6J..i6ica.don, 1,he./he. hhall, upon tc.equu;t, tc.ema.in. on ;the tc.ecali. w;t a.n.d .6ha£.i. be tc.ecali.ed, in ;t.Wtn, ;to a pohilion in hetc./w otc.igina.£ cla..6hi6ica.don. (k) Se6J..iona.£ Employee Recali. A.:t ;the beghtn.ing 06 thUtc. het>hion, J..et>hiona.£ employeu -bhall be 1teca£.1.ed on the ba.1.,i;., 06 1,en,lotc.i;ty. Set>hiona.£ emplotJee6 -bhall be tc.ecali.ed ;to -thUtc. otc.igina.£ po-bilion,1.,, pltoviding ;they ha.ve hu.6Muent -!>e.niotc.ittJ. In ;the even;t an employee' -b 6011.metc. po1.,ilion. ha.6 been di-bcontinu.ed, -bhe./he. ,t,ha£.1. be tc.ecali.ed ;to anothetc. vacant po-bdlon in the -ba.me cla..6-biMca.don. Se6hiona.£ -33- emplolje.eb no;t tc.ecali.ed a,1., a tc.et>u.U 06 in,1.,u.66icient heniotc.i;ty -bhali. be pla.ced on -the tc.ecali. wt. 34.07 Nofue (a) All emploljeeb wlU tc.eceive on.e. ( 7) man.th' -b f.ll!Utien notice. 06 £a.yo66 011. . one ( 1) mon.-th ',t, pay in lieu. 06 notice, except temp~Jta.11.~ emplolje.~ who wlU tc.eceive .:two (2) weekh notice OIL :two (2) weekh pa.If -<.n lieu. 06 ~otice. In a.n.tJ cMe ;the. Union 1,hall be notiMe.d in u.vu,t.lng at -the hame time M -the employe.e con.cetc.ned. ( b) AU e.mplotJeU wlU 11.eceive one. ( 1 ) mon.-th ' f.ll!Utien notic~ o 6 _invofun.ta.!1;Y ;ttc.a.n.1.,6e1t. Tn.vo.e.u.n.ta.tc.y ;ttc.a.n.1.,6e1t ma.y take pla.ce b~6otc.e ex~on 06 n~tice. 16 a. po-bilion. become.6 coin.uden;ta.Utf va.ca.n.t dwu.n.g -the peM.od 06 notice . (c) When a po-bilion if.. ;to be di-bcon.tmued wLthin one ( 1) man.th 06 6Uling, . f.ll/Utien notice at the. :ti.me 06 6ilUn.g 1,ha£.1. be con,1.,ide11.ed a equate. notice o 6 l.o.yo 6 6 otc. involu.n..ta.tc.lj ;t/ta.n.l., 6etc.. (d) When a. l.o.yo66 be.come.6 u.nnecet>-ba./t!f due ;to a. coinudent.a..e. va.~cy, -the Unive.Mliy 1,ha£.1. immedia.te.ly noti6tJ ;the employe.e and ;the UMon. 34.08 Fu.ll.-Time a.n.d Pa,,c;t-Time. Employeu (a.) A pa,,c;t-:ti.me employee 1,hall n.o.t be htvolu.n..ta.tc.i.ey ;ttc.a.n.1.,6e.Jt/ted otc.tc.ecali.ed to a. 6u.ll.-:U.me po-bilion.. (b) A 6u.ll.-:U.me employee -bhali. not be involu.n..ta.tc.i.ey t/ta.n,t,6etc.tc.ed to a. pa,,c;t- :U.me pohilion. otc. tc.ecali.e.d ;to a pa,,c;t-Ume po-bilion 1 u.nlU-b hh~/he ha.6 tc.equ.ebted to be wted on ;the pa.tc.t-Ume employeu 1teca£.1. wt . (c) A 6u.ll.-Ume employee who ha.6 ex.etc.wed hetc./w /tight to be t,0ted o~ 0e pa,,c;t-:ti.me mplotJeeb' 1c.eca£.1. wt a.n.d it, 1teca£.1.ed ;to a pa.tc.t-:ume poh-Uion ;.,ha£.! tc.ema.in. on ;the 6u.ll.-Ume employeu' tc.ecali. wt and 1,hall be 1teca.Ued in ;tWtn to a. 6u.ll.-Ume po-bilion. ARTICLE 35 - ADJUSTMENT OF COMPLAINTS 35 . 01 G/tieva.n.ce Comm.Utee a.n.d La.boWt ColmlUtee The University shall appoint 3lld maintain a con:anittee to be called the Labour Con:anittee, one member of which shall be designated as Chairperson. The Univ- ersity shall, at all times, keep the Union informed of the individual member- ship of the Con:anittee. The Un~on shall :maintain a Grievance Con:anittee, comprised of members of Local 1 one member of which shall be designated as Chairperson. The Union shall, a~ all times, keep the University informed as to the individual membership of the con:anittee . The Grievance Committee or its representative shall, as the occasion warrants, meet with the Labour Con:anittee or its representative for the purpose of dis- cussing and negotiating a settlement of any grievance arising between the University and an employee or any dispute arising between the University and the Union. j~.IJ2 VeMniUon 06 G/tieva.n.ce For the purpose of this Agreement, grievance shall mean any difference or dispute arising between the parties to this Agreement concerning the inter- pretation, application, administration,operation or alleged violation of this collective agreement, including any question as to whether a matter is arbitrable, whether betwe en the University and any employee bound by this -34- Agreement or between the University and the Union. Such question or differenc, shall be settled conclusively in the following manner, except that: (a) A grievance involving more than one employee within a department shall go directly to Step 2. lb) A po.Uclj gJUevance, a gJUevance 06 dMchalr.ge wheJLe 1:,a.lo.Jttj h. g-i..ve.n. -i..n. .Ue.u 06 not.lee, a gJUevance. -i..n.volv-i..n.g 1Le.c1.a61:,-i..6-i..ca.tlon. ILe.qu e.ot, 01r. a gJUe.va.n.ce. -i..n.volv-i..n.g mOJr.e. than one de.pa!Ltme.n.t ohall go ~e.ctltj to step 3. 35.03 Grievance Procedure {a.) Step 1: An employee who has a grievance shall first go to her/his supervisor OIL de.o,i,,gn.a.t.e. The employee must be accompanied or represented by her/his steward or other Union representative. The supervisor shall be given an opportunity to answer the complaint verbally . Fa-i..l-i..n.g ILe.oolu;Uon., the gJUevOJr. and heJL/hh. 1:,tewa1td 1:,hall p1r.e.oen.t the gJUevance to the 1:,u.peJLvil.01L -i..n. W/Lltln.g. A6teJL Jr.ecupt 06 a wll.i...tte.n gJUev- ance the 1:,u.peJLvil.01r. 1:,hall have fuee ( 3) WOJr.lung da.y1:, -i..n wh-i..ch to p1r.e.oe.n.t he1r./hh. WIU.-tte.n 1r.epltj to the 1:,tewaltd. Fa-i..l-i..n.g 1:,ettleme.n.t, the gJUevan.ce. 1:,hall be plLoce.ooed to the nex..t 1:,te.p the 6-i..ve (5) WOJr./ung ddlJo 6ollowlng uthe1r. Jr.e.cupt 06 the ou.peJLvh.01r.' 1:,Mpltj OIL exp-i..Jr.y 06 the above .tlme. .um.u, wh-i..cheve1r. come.o 6-i..Mt. If the supervisor is the department head, step 2 shall be omitted arid the grievance with the supervisor's written reply shall proceed directly to Step 3. (bl S.tep 2 S.te.p 2 1:,hall co1m1ence u.pon. plLe.oe.n.ta.tlon. 06 .the gJUevance .to the depM.tme.n.t he.ad OIL de.o-i..gn.a.t.e. The depM.tme.n.t head 1:,hall me.et. w-i...th .the gJUevOJr., :the 1:,,tewaJtd and the d-i..vh.-i..on. 1:,.twaJ1.d (uJr. otheJr. wu.on. 1r.ep1Le.oen..ta.ti.ve) ,fo an. e.66olL.t o ILMolve the gJUeva.n.ce. W-i..th-i..n 6).,ve (5) wo1L/un.g da.y1:, a6:te1r. commencement 06 thh. 1:,te.p, the depa!Ltme.n.t he.ad 1:,hall deUveJr. he1r./hh. WIU.-tte.n 1t.e.ply to the 1:,tewaltd. Fa-i..l-i..n.g 1:,ettteme.n.t, the gJUe.van.ce 1:,hall be p1LOce.o1:,ed to the n.ex..t 1:,.tep the .ten ( 1 O) wOJr./ung da.y1:, 6ollowlng e-i..theJr. Jr.ece-i..p.t 06 the depa!Ltmen.t head' 1:, 1Lep£.y 01r. expi.Jtlj 06 the above .tlme .um.u, wh-i..cheveJr. come.o 6-i..M.t. (c) Step 3 S.tep 3 1:,hall co1m1ence u.pon. n.o.tl61.,cation. to the Un.-i..ve1r.oUy La.bou.Jr. CommUtee OJr. Uo 1Lep1Le.oen.ta.tlve. The Un.-i..ve1r.oi.,,ty La.bou.1r. CommUtee and -.the Un.-i..on GJUevance CommUtee 1:,haU then have Mote.en. (75) wo1L/ung da.y1.i -ln. wh-i..ch to meet. and attempt .to ILe.oolve the gJUevance. 16 the gJUevan.ce h. ILe.oolved, a. memoJr.andu.m 1:,hall be ma.de 06 the a.g1r.eeme.n.t ILea.ched and 1:,-i.,gn.ed by .the Cha-l/Lpe1r.oon. 06 ea.ch commUtee wlt.h a copy 601r. each pa.Jr.:ttj . o the ag1Leeme.n.t. 16 the g.JUevan.ce cannot. be ILe.oolved, .the Un.-i..on 1:,hall, not £.a.:te1r. than the 6-lve ( 5 J wolllung datjo 6ollow-lng exp,l/r.ation. o 6 the 6-loteen ( 15) wOJr.lung da.y .tlme .um.u, 1:,,i,,gn.-i..61J -i..n IWU.tlng to the Un.-i..veJr.oiltj Uo -i..n..:tention. .to -i..n.vok.e a.Jr.bUJr.ation p1r.ocedu.Jr.e a.o he1r.un.a.ote1r. oe..:t ou..t. (d) Ab1:,ence 61Lom WolLk By arrangement with her/his supervisor, an employee shall be permitted the necessary time off without loss of pay and ben e fits to attend to the adjustment of a grievance and may be present at any step in the grievance procedure if so r·equested by either party. 35.04 Arbitration -35- (a) Upon. the ILequ.e.o.t 06 e-i..theJL pa.Jr.:ty, the Grievance Connnittee and the Labour Connnittee shall meet and attempt to agree upon a list of impartial arbitr ators. If the connnittees are unable to agree on a list, they shall request the Minister of Labour to supply a list. In either case, fifty percent (50%) of those on the list shall be women. The arbitrators shall serve on a rotating basis, OIL a.o otheJr.W,<,l.)e de:teJUn.i..ne.d by mu.tu.al aglLeemen.t 06 the paJr.:t-le.o a.:t the .tlme the w.t h. e.o.:tabUohed. lb) The paJr.tie.o 1:,hall mak.e eve1r.y e66oll.t to en.1:,u.1r.e th 1:,pe.edy dMpa.:tch 06 MbU!ta..tlon. ca.oeo. le) The Atc,bUJr.a.:tOJr. 1:,hall h,1:,u.e helr./hh. awa.lLd 6-loteen 115) wOJr.lung ddlj1:, 06 the he.M-ln.g. Id) The Arbitrator shall conclusively settle the dispute, and her/his decision shall be binding on both parties. (el Both parties to the Arbitration shall pay for all their own expenses and one-half of the expenses of the Arbitrator. (6) The Arbitrator shall not make any award or decision contrary to the condi- tions or articles of this Agreement, or in amendment to this Agreement. 35.05 T-i.me Ll.m<.:t6 The time l imits pr escribed for the performance of any act -i..n. thh. AIL.tlcle may be extended by mutual consent of the parties and it is understood that all periods prescribed fall within the working week. 35.06 P1Lev-lou.o CoUec.tlve AglLeemen;(:I:, All grievances which, at the date of signing of this Collective Agreement, are in process under the Grievance Procedure set out in a previous Collective Agreement, shall continue to be processed without interruption under the terms of said Grievance Procedure, with the understanding that such grievances continue to be grievances of alleged violations of such previous Collective Agreement. ARTICLE 36 - WAGES 36.01 Pay Grades Pay Grade I Pay Gracie I Intermediate Pay Grade II Pay Grade II Intermediate Clerk! - Library Assistant I Data Control Clerk I Contro 7, Room Assi s ta nt Steno grapher I Keypunch Trainee Clerk II Library Assistant II Staff Room Attendant Data Control Clerk II Steno/Secretary II Keypunci1 Operator Equipment Operator Junior Theatre Assistant Pay Grade III Pay Grade III Intermediate Pay Grade IV Pay Grade V Pay Grade VI Pay Grade VII 36.02 Wage Rates Octobe11. 1 , 19 7 6 Pay Grade I I (Intermediate) II II (Intermediate) III III (Intermediate) IV V VI VII Step 1 Start 782 822 862 902 962 1002 1062 1144 1232 1320 - 36 - Clerk III Secretary III Senior Data Control Clerk Seni o r Keypunch Operator Sta ck Attendant Library Assistant Ill Computer Operator Trainee Work Room Assi s tant Theatre Assistant Seni or Equipment Operator Stack Supervisor Library Assistant IV Secr e tary IV Program Assistant Keypunch Supervisor Senior Theatre Assistant Administrative Cierk Buyer Oata Contro i Supervi sor Libr ary Assi s tant V Assistant Programmer Computer Operator Senior Computer Operator Senior Buyer Assistant Supervisor Operations Chief Computer Operator Monthly Rates of Pay Step 4 2 Years 3 Years 4 Years 5 Years 802 822 842 862 882 842 862 882 902 922 882 902 922 942 962 922 942 962 982 1002 982 1002 1022 1042 1062 1022 1042 1062 1082 1102 1082 1102 1122 1144 1166 1166 1188 1210 1232 1254 1254 1276 1298 1320 1342 1342 1364 1386 1408 1430 Octobe11. 1, 19 77 Pay Grade I I (Intermediate) II II (Intermediate) III III (Intermediate) IV V VI VII Octobe11. 1 , 19 7 6 Pay Grade I I (Intermediate) II II (Intermediate) III III (Intermediate) IV V VI VII Octobe11. 1, 1977 Pay Grade I I (Intermediate) II II (Intermediate) III III (Intermediate) IV V VI vrr Increment Policy Start 819 859 899 939 999 1039 1099 1181 1269 1357 Step 1 Start 5.14 5.41 5.67 5.93 6.33 6.59 6.99 7.53 8. 11 8.68 Step 1 Start 5.39 5.65 5.91 6. 18 6.57 6.84 7. 23 7. 77 8.35 8.93 1 Year 839 879 919 959 1019 1059 1119 1203 1291 1379 -37- Step 3 2 Years 859 899 939 979 1039 1079 1139 1225 1313 1401 Step 4 3 Years 879 919 959 999 1059 1099 1159 1247 1335 1423 Hourly Rat es of Pay Step 3 Step 4 1 Year 2 Years 3 Years 5.28 5.54 5.80 6.07 6.46 6.72 7. 72 7. 67 8.25 8.83 Step 2 1 Year 5.52 5.78 6.05 6.31 6.70 6.97 7.36 7.91 8.49 9.07 5.41 5.67 5.93 6.20 6.59 6.86 7.25 7.82 8.39 8.97 Step 3 2 Years 5.65 5. 91 6. 18 6.44 6. 84 7. 10 7.49 8.06 8.64 9.22 5.54 5.80 6.07 6. 33 6. 72 6.99 7.38 7.96 8.54 9. 12 Step 4 3 Years 5.78 6.05 6 . 31 6.57 6.97 7. 23 7.63 8.20 8.78 9.36 4 Years 899 939 979 1019 1079 1119 1181 7269 1357 1445 Step 5 4 Years 5.67 5.93 6.20 6.46 6.86 7. 12 7.53 8.11 8.68 9.26 4 Years 5.91 6.18 6.44 6.70 7.10 7.36 7. 77 8.35 8.93 9.51 5 Years 919 959 999 1039 1099 1139 1203 1291 1379 1467 Step 6 5 Years 5.80 6.07 6.33 6.59 6.99 7.25 7.67 8.25 8.83 9.41 Step 6 5 Years 6.05 6. 31 6.57 6.84 7.23 7.49 7.91 8.49 9.07 9.65 (a) The service periods in the headings of the tables refer to servi c e in the pay grade, except for employees who move to new pay grades by promotion or reclassification. Such employees will be treated as if they had the service indicated by the step at whi ch they enter the grade. (b) Increments will be paid automatically on July 1 of each year. An employee must have completed three (3) months' service at the University to qualify for an increment. (It is understood that hourly rates shall be 1/152 of monthly rates) . ERRORS AND OMISSIONS EXCEPTED -38- ARTICLE 37 - DURATION OF THE CONTRACT This Agreement shall be in force effective from oA~obn~ 7 7 1978. c-<. """ , 976 u.ntU Ma11.ch 31, Failing agreement by Mall.ch 31, 1978 this agreement will continue in force until: (a) ~orrvn 6 . endc~en:,. 06 a 4 .ouk.e by -t.Jte Uruon Ole. a .lockou;t by the Uruvelr.4.i;ty (l4 e -<.ne -<.n -uie LaboWt. Code 06 ~h Co.t.wnb-i.a. 011. ' ( b) a new a91te.e.ment .u, 11.e.ache.d. ' IN WITNESS WHEREOF the U i · i d d 1 . n v ers ty an the Union have executed this Agreement in o6P4~~~b~, t7;~;. respective officers, hereunto duly authorized this 72-t.Jt day ON BEHALF OF THE UNIVERSITY OF BRITISH COLUMBIA (signed) GEORGE L. MORFITT Chairman, Board of Governors (signed) W. WHITE Vice President & Bursar (signed) R. A. GRANT Director, Employee Relations ON BEHALF OF THE ASSOCIATION OF UNIVERSITY AND COLLEGE MPLOYEES, LOCAL l (signed) PAT GIBSON President (signed) NEIL BOUCHER Vice President (signed) MARGARET WALLY Acting Chairperson, Contract Committee (signing for:) JEFF HOSKINS JEAN LAWRENCE LIL LEGAULT TAN MACKENZIE SUZANNE LESTER RAY GALBRAITH BITTY FINNSSON -39- LETTER OF AGREEMENT RE: ARMORIES TAFF ROOM The University agrees that the Staff Lunch Room in the Armories shall be made available to all University Staff at lunch time, and at times other than lunch time for the purpose of staff gatherings and a meeting place . For the UNIVERSITY OF BRITISH COLUMBIA (signed) "W. L. CLARK" Date: December 23, 1975 For the ASSOCIATION OF UNIVERSITY AND COLLEGE MPLOYEES, LOCAL 1 (signed) "IAN MACKENZIE" LETTER OF AGREEMENT RE: SHIFT DIFFERENTIAL The University agrees that employees who, as of the date of signing of the collective agreement, are receiving shift differential based on 5% premium for evening shift and 10% premium for night shift will continue to receive, where this would result in a higher differential, shift differential on the same basis for the duration of the new collective agreement (OctobeJc. 1, 1976- Maltch 31, 1978) providing they remain in their present pay grades. For the UNIVERSITY OF BRITISH COLUMBIA (signed) "W. L. CLARK" Date : December 23, 1975 For the ASSOCIATION OF UNIVERSITY AND COLLEGE MPLOYEES, LOCAL 1 (signed) "IAN MACKENZIE" LITTER OF AGREEMENT RE: ARTICLE 5.01 UNION SHOP I.t .u, unde1r.4tood and a91te.e.d -t.Jia.t -t.Jte change to A.lr.;tlc.le. 5.01 ( Uruon Shop I o 6 -t.Jie. co.Uedi.ve a.911.eement Muz.U take e.6 6e.ct AugU6t 1, 1977. Foll. -t.Jte UNIVERSITY OF BRITISH COLUMBIA (4-<.gned) "R. A. GRANT" Va.te.: AugU6t 19, 1977 Fo1t -t.Jte ASSOCIATION OF UNIVERSITY ANO COLLEGE EMPLOYEES, LOCAL 1 (4-<.gned) "JEAN LAWRENCE" INDEX Absence form work , grievance processing (35.03(d)) -------------------- stewards (8 . 03) ------ - ----------------------------------------- Adjustment of Complaints (Article 35) -------------------------------- Agreement:s conflicting with Contract (1. 01) --------------------------- Application for Posted Vacancy, Hiring Policy (22.03)------------------ Notification if unsuccessful (22.02) ---------------------------- Right to Apply (22.02) --------------------------------------- Appointments, Medical and Dental (30.06(c)).. _________________________ _ Part-Time Employee (30.08(c)}------------- - ----------------------- Temporary Employee (30.09(c)}------------------------------------- Arbitration (35.04) -------- - --------------------------------------- Armouries Staff Room (Letter of Agreement)--------------------------- Automation, displacement by (Article 19) ---------------------------- Bargaining Unit Work (5 .06}---------------------------------------- Benef its (Article 30 >------------------------------------------------ Part-Time Employees (30. 08) ------------------------------------- Temporary Employees (30.09) ----------------------------------- Bulletin Boards (Article 18)------------------------------------------ Bumping see Involuntary Transfer-------------------------------------- Call Back after work or from day off or vacation (29.07) -------------- Campus Mail (13 . 07) --------------------------------------------------- Campus Patrol Escort (13.04) --------------------------------------- Carry-Over of Vacations (27.05) ------------------------------------- Check-Off, Union Dues (Article 6}- - ----------------------------------- Citizenship Leave (13.10)--- - ---------------------------------------- Closure of University (13 . 01)--------- - ----------------------------- Cof fee Breaks (28. 03 (b) )---------------- - --------------------------- Committees, Building Design (24.04)---------------------------------- Grievance (35.01)-------- - ------ - --------------- - -- ·- - --------- Job Evaluation (31.03}-------------------------------------- - - Labour (35.01)---------- - ------------------ - -----~--------------- Sick Leave Study (30.06(k))--- - ------------------------------ W:orking Cond·i tions (24. 03}----------------- - ------------------ Comm'unity Facilities (13 . 06)---------- - ------- - --- - ------------------ Page 34 6 33 1 12 12 12 23 25 25 35 39 9 4 22 24 25 9 30 21 7 7 17 4 8 7 19 14 33 26 33 24 14 7 Compassionate Leave (30.02)---------------------- - - ---- · Part-Time Employees -(30.08(d))------- - ------------ -- ------ -- -- Temporary Employees (30.09(e))-------------------------- - ------ Conflicting Agreements (1. 01) -------- - --------------- - --- Consultation re: changes in working conditions (24.05)---------------- Contacting at Work (7.01)----- - ------------------------ - ----- -- ------ Continuing Employees, definition (3.02)--- - ------------- - ----- -------- layoff (34 .05(a))--- - ------- - ----------------------------- - ----- termination date (34.03(c)&(d))------ - ------------------- - ------- Contracting Out (5 . 05)------- --- ----- - ------- - -------------- -- -- Courses, During Working Hours (21 . 04)----- - --------------------- - ----- Graduate Studies (21 . 06)-------- - - - -------------------- - -------- - Skill-Upgrading (20.01)---------- - ------- - ----- - ------------ · Study Benefits (Article 21)-- -- ------------- -- ------- -:_----- - ---- Court Duty (16.01)--------- - ----- - -- - ------ - ------ - ------------- Daycare (30.04)---- - ------ - ------ -- ------ - -------------- Definition of Employee (Article 3)----- --- --------------------------- Definitions, Continuing Employee (3.02)---------------------- - ------- Discharge (33.0l(a))-------------- -- -------------------------- Employee (3.01)-- - ----------- ----- ------- - ----------------- Full-Time Employee (3.0S(a)~---------- -- ------ - ----------- --- ---- Grievance (35.02)-- - - - ------------ - ------------- -- ------ - ------ Hours of Work, Terms re. (28.01)----- -- ----------------- ·- ------ Involuntary Transfer (22.05(a)(ii)), (34.0l(c))------------------ Layoff (34 . 0l(a)) - ------------------------------------------ Overtime (29.01)- - ------- -- ----- - ------------- -- ----- - ------- - -- Part-Time Employee (3.05(b))----- - ------- - ------------ - ---------- Probationary Employee (4.01)---- - - - ---- - ------ - ------------ - --- Promotion (22.04)--------------------- - --------------------- - ---- Recall (34.0l(b))-- - --- - ------ - -------------------- -- ----------- Reduction of Classification (22.06)---- - ----- - - - ----- - ---- -- ----- Resignation (33.0l(c))------ -- --------------------------------- - Seniority (32.01)--- - --------------- - ------ - ----------- --- ----- Sessional Employee (3.03)---------- - ------ - -------------------- Shift Hours (28.0S(a))----------------- -- ----- - ------- - ---- - ----- Statutory Holidays (26.01)-- - - - ------------- - ------------------ Student Assistant (3.06)-------------------- - ----------- - -------- Suspension (33.0l(b))------ - -------- - ------ - ------ -- --- - ------ - -- Technological Change (19.02) - ------ - ------ - ------------------ -- -- Temporary Employee (3.04)- - --------------- - ---------------- Transfer (22.05(a)(i))------- - -------------------- - -------------- University Holiday (26.0S(a)) - ---- - - -- ----- - -------------------- Vacations, Terms re. (27.01)- - ------ - ----- -- ----- -- ----- - ------- - Demotion see Reduction of Classification - ----------------- - ------ - --- Page 22 25 25 1 15 4 1 31 30 3 11 12 11 11 8 22 1 1 28 1 2 33 18 12, 30 30 20 2 3 12 30 13 28 27 1 19 15 2 28 9 2 12 16 16 13 Dental Appointments 30.06(c) Part-Time Employee 30.08(c) _______________ --------------------- Temporary Employee 30.09(c) ____________________ -------------------------- Dental Plan (30 . 05)-------------------- --------------------------- Discharge (33.03)--------------- ----- Definition (33.01)--------------------------- - ---- Pro of of Cause (33.04)----------------------- ---- Senior ity (32.06~--------------------------------------------- Tempo:ary Employee (30.09(a))---- -- ----- ------- ------------ =--- Vacation Ent itlem en t (33.08)------------------- ----·-------------·- Discharge, Unjust see Unjust Discharge------------ ---- - - ----------- Disci pli nary Action (33.06)-------------- - ---- Discharge (33. 03) -------------------- . _ ___ - - ---- Postential (8 .02)------------------ ------------------- Suspension (33.02)-------------- ------------- -·-------------------------- Di scrimination (Article 9)-------- ------ - __ _ ---------------------- Dues, Union, Check-off (Art ic le 6)--------- ·--------------- Union Shop (5.01)----------- ------------- --------------------- Duration of Contract (37.01)---------- -------------------------- -- Employee, Definition of (Article 3)------------------------------- Employee Fi l es (23.01), (3 3. 06)----------------------------------- Si ck Leave Records (30.06(d))---------------------------------- Eguipment, consultation about (24.05)- -- -------------- ------- --- - Expiry Date of Contract (37.01)------------------------------------ Explanation of Union to New Members (7. 04) _______ _ ______________ _ Extended Sick Leave (30 . 06(e)(ii))---------------- -- -------------- Files, Employee (23.01), (33.06)--- ---------- -- --- --- ------------ - -- Flexib l e Hours (28.02) -- ---------- - ------------------------------ Full-Time Employee, definition (3.05(a)) --- -- ------ - - ------------- Layof f, recall (34 . 08 (b) & (c)) ---------------------------------- Funeral Leave (30 .02(b)&(c))-------- - --- -- ----- - -- ---- ---- --------- General Purpose of Contract (l.0 1)---------------------------------- Grievance (Article 35)---------- ·-------------------- N 1 - ---- - ---------o oss of pay, stewards (8.03)------------ ----- -------- Potential (8.02)---------- ----- ------- Procedure (35 . 03) ______________ -------- - --------- ------------- Time off Work (35 . 03(d))--------- -- ---- ----------- -- --- --------------------- Page 23 25 25 22 29 28 29 28 25 29 29 29 29 5 28 6 4 3 38 1 13, 23 23 15 38 5 23 13, 29 18 2 33 22 1 33 6 5 34 34 Hiring Policy (22 . 03)- - ------------------------------------------ Holidays, Annual Vacation see Vacations During Sick Leave (30.06(g))------------------------~---- Falling during Vacation (27.10)-------------------------- Modified Work Week (26.06)-------------------------------- 0vertime on (29.04)---------------------------------- Part-Time Employee (30.08(b))-------------------------- Pay for work on (26.04)----------------------------------- Statutory (Article 26) ---------------------------- --- ------- Temporary Employee (30.09(b))---------------------------- Universi ty (26. 05) ----------------------------------------- Hours of Work (Article 28) --------------------------------------- Human Rights (9.01) -------------------------------------- Increment Policy (36.02) --------------------------------- Involuntary Transfer, definition (22.05(a)(ii)), (34 : 0l(b)) ------- Due to Technological Change (19.06) ----------------------- Procedure ( 34. 04 }------------------- -------- - -- --- ------ Job Descriptions (31. 01) ---- ------------------- - ------------- Job Duties, List of (31.02)----------------------------------- Job Evaluation Committee (31 . 03)--------------------------------- Job Postings (22 . 01)---------------------------------------- Job Training, Retraining (19.05)---------------------------------- Jury Duty (Article 16)---------------------------------------- Layoff, Due to Technological Change (19.06)------------------------ Procedure (34. 05 )----------------------------------------- and Seniority (32 .04(b)), (32.05), (32.06)--------------'----- Temporary Employee (30.09(g))------------------------------- Leave, Citizenship (13.10)------- --- ------------- ---- ---- -- ------ --eO!lfpassionate (30.02) ------ - ------------------------------ Court Duty (16.01)------------------------------------- -- ---- Funeral (30 . 02(b)&(c))------------------------------------ Maternity (30.07)------------------------------------- Mili tary (13. 0,3) -------------------------------------------- and Seniority (32.05)-------------------------~----------- Union Activity (7 . 02), (7.03)------------------------------ Without Pay (30.01)--------------------------------------- Leave of Absence, Union Activity, Full-Time (7.02) ---------------- Short Term (7.03)------------------ - --------------------- Leave of Absence Without Pay (30.01)------------------------------ and Seniority (32.04(a))--------------------------------- Page 12 23 18 16 21 24 16 15 25 16 18 6 36 12, 30 11 30 26 26 26 12 10 s 11 31 28 26 8 22 8 22 24 7 28 4, 5 22 4 5 22 28 Library Card, Employees' (13.02)- _________________ _ Retired Employees ' (25.01) _________ -------------- ---------------------·-- Lighting (24 . 06) - ------ - ------------ -- ----------------------- List of Job Duties (31.02) _________ _ ------------------------------ Lunch Breaks (28.03(a)) _________ ~-------- ------------------- Make-Up Time (29. 09) __________ _ _______ _ -------------------- Management Rights (11.01) ______ _ . ·-----------·-------------- Maternity Leave (30.07) ____ _ _____ _ Part-Time Employee (30 . 08(f)) ______ -------------- Temporary Employee (30.09(d)) ____________ ------------- -------------------- Meal Periods (28.03(a)) ___________ . Overtime (29.06) _____________ ------------------- --- ---------------------- Medical Appointments (30.06(c)) __ _ Part-Time Employee (30 . 08(c)) ------------------==----------- Temporary Employee (30.09(c))-------------------------------= Medical Examinations and Certificates (30 . 06(j))------------------ Medical Plan (30.05) __________ _ ----------------------------- Meeting With Management (8.02) --- ----------------- ---------------- Meetings, Union (10.01)------- - -------- --------------------- Membership in Union (5.01), (5.02) ----------------------------- Military Leave (13.03) ___________ _ and Se~iority (32.05) ----------------------------------------------- Misclassification (31.05(b))----------------------- ------------- Modified Work Week (28.02)----------------- Effect on Holidays (26.06)---------- ---------------------------- New Employees, Explanation of Union to (7.04)---------------- Union Membership (5. 02) ------------------------------===--= Notice of Resignation (33.07)-------- ----------------------- Notification by the Union, Dues, etc. (6.04)-------------- U Executive, Stewards , etc. (8.04)-- - -------- - ----------------- ni M i ( -------- on eet ngs 10.01)-------------------------------------- Notification by the U i i A Discharge (33.0 3)-~~~~_:::_~~:=~ants _for Posted Vacancy (22.02) Hiring, Promotion, Resignation, etc. (5.03)---------------= Involuntary Transfer (34.07)--------- ___ _______________ _ , . Page 7 15 15 26 19 21 6 24 25 25 19 21 23 25 25 24 22 5 6 3 7 28 27 18 16 5 3 29 4 6 6 12 29 3 33 Layoff (34.07)----------------------------------------------- LayDff due to Technological Change (19 .06)------------------ Recall (34.06(e)&(f)) ----------------------------------------- Reduction of Staff (34.02)--------------------------------- Technological Change (19.04) ----------------------------------- One Hour Explanation (7.04)------------------------------------- 0vertime (Article 29)------------------------------ - -------------- Part-Time Employee (29.0l(b))--------------------------------- Shift Workers (28.05(d))-------------------------------------- Time Off in Lieu of (29.05)------------------------------------ Part-Time Employee , definition (3.05(b))--------------------------- Part-Time Employee Benefits, etc . , Compassionate Leave, Maternity Leave, Medical and Dental Appointments, Sick Leave, Statutory Holidays, Vacation Entitlement (30.08)---~--------------------- . Discharge (33.03)--------------------------------------------- Layoff, Recall (34.08(a))-------------------------------- Medical and Dental Plan (30.05)---------------- - -------------- 0vertime (29 . 0l(b))---------------------------------------- Seniority (32 . 02)--------- - ---------------------------------- Pay Grades (36.01)- - --------------------------------------------- - Paycheques in advance of vacation or leave (27.12)----------------- Pension Plan (33.03)------------------------------------------------ Personal Rights (9 . 02)--------------------------------------------- Picket Lines (17.01)-------- - -- - ------------ - ---------------------- Probationary Employee, definition (4.01}---------------------------- Rights (4.02) Probationary Period (4.01) --------------------- - ---------------- Promotion (22.04)- _______________________________________________ _ Seniority (32.05)- ___________________________________________ _ Temporary Promotion (22.07)---- - ------------------------------Trial Period (22.08)- ______________________________________ _ Proof of Illness (30.06(b))- _____________________________________ _ Protective Clothing (24. 07 ).. _____________________________________ _ Quarantine (30.06(h)).. ___________________________________________ _ Reassignment (22.05(a)(ii)}--------------------------------------University Closure (13.01).. __________________________________ _ Working Conditions (24.02>------------------------------------ Page 33 11 32 30 9 5 20 20 19 21 2 24 29 22 20 28 35 18 29 6 9 3 3 12 28 13 13 23 15 24 12 7 14 Recall, definition (34.01)---------------------------- - ----------- .Procedure (34.06)--------------------- - --------- - ------------ and Sen; ority (32.04), (32.06) --- ---------- - ------------------ Reclassification, Procedure (31.04)--------------- - --------------- and Seniority (32.05)------- - --------- - ----------- -- ----------- Wage Increase (31.05)---------------- - -------- - --------------- Recognition, of Stewards (8.01)-------------- - ---------------------- of Union (2.01)---------------------------------- - ----------- Reduction of Classification (22.06)----------------------- · _____ _ and Seniority (32.05)----------------------- - ----------------- Reduction of Staff (34.02)---------------------------------------- Reductions in the Workforce (5.04)---------------------------------- Reinstatement for Unjust Discharge (33.05)--- - -------------------- - Relief Periods (28.03(b))- - ------------------------ ·------------- Representation, Building Committees (24.04)--------------------- Resignation, definition (33.01)--------------~-------------------- Notice (33.07)------------------------------------------------ Vacation Entitlement (33.07), (33.08)---- - ------------------- Retirement (3.07)----------------------------------------- Library Card (25.01)----------------------------------------- Vacation Pay (27.11)----------------------------------------- Retraining . (19 . 05 )------------------------------------------------ Skill-Upgrading (20.01)--------------------------------------- Rights, Human (9 . 01)---------------------------------------------- Personal (9 . 02)------ - ---------------------------------------- Union Activity (9.03)---------------------------------------- Rights of Probationary Employee (4 . 02)------------------------------ Room Bookings (13.05)------------------------------------------ Salary Adjustment, Increment Policy (36.02) ---------------------- Promotion (22.04(b))--------------- ...... -------------------------- Reduction of Classification (22.06(b))------------------------ Reclassification (31.05)------------------------------------ Temporary Promotion (22.07)---------------------------------- Seniority (Article 32)---------------------------------------------- During Leave of Absence Without Pay (30 . 0l(d)) -- - ---------- Hiring Policy (22.03)----------------------~----------------- .seniority tist (32.07) -------------------------------------------- Page 30 32 32 27 28 27 5 1 13 28 30 3 29 19 14 28 29 29 2 15 18 10 11 6 6 6 3 7 36 12 13 27 13 27 22 12 28 Sessional Employee, definition (3.03) ----------------------------- Layoff (34 . 05(b))------------------------------------------- Recall (34.06(k))--------------------------------------------- Seniority (32.04(c))------------------------- - ------------- Termination Date (34.03(a)) ----------------------------------- Shift Differential (28.05(b)), (Letter of Agreement)-------------- Shift Work (28.05)------------------------------------------------- Sick Leave (30.06)------------------------------------------------ During Vacation (27.13)------------------------ - ------------- Part-Time Employee (30 . 08(a))--------------------------------- Records ( 30. 06 ( d) )----------------------------------------- and Seniority (32.03(b))-------------~------------------------ Study Committee (30.06(k))------------------------------------- Temporary Employee (30.09(h))-------------------------- - ---- Split Shifts (28.04)------------------------------------------------ for Shift Workers (28.05(e))---------------------------------- Staff Rooms and Facilities (13.09)-------------------------------- Armouries (Letter of Agreement)-------------------------------- Statutory Holidays (Article 26)----------------------------------- During Sick Leave (30.06(g))------------ - ---------------------- Falling During Vacation (27.10)------------------------------ Modified Work Week (26 . 06)- - --- --- ------------------------- 0vertime on (29.04)---------------------------------------- Part-Time Employee (30.08(b))-------------------------------- Pay for Work on (26.04)----------- - ----------------------- Temporary Employee (30.09(b))--------------------------------- Stewards (Article 8)---------------------------------------------- Contacting at Work (7.01)----------------------------------- Strikes by Other Unions (17 . 01)---------------------------------- Student Assistants (3.06)----------------------------------------- Study Benefits (Article 21)-------------------------------------- Suspension (33.02)------------------------------------------------ definition (33.01)--------------------------------------------- Taxi Vouchers (13.08} ---- - - - ---------------------------------- Technological Change (Article 19)---------------------------------- Temporary Employee, definition (3.04)------------------------------ Termination Date (34.03(b))--------------------------------- Page 1 31 32 28 30 19,38 19 23 18 24 23 28 24 26 19 20 8 39 15 23 18 16 21 24 16 25 5 4 9 2 11 28 28 7 9 .2 30 Temporary Employee Benefits, Compassionate Leave, Maternity Leave, Medical and Dental Appointments, Sick Leave, Statutory Holi days, Vacation Entitlement (30 . 09)---- - --- - ----- -- ----- -- ---- - --- - - - - Discharge (30 . 09(a)) ---- -- ------- - ------------------------ - --- Layoff (30.09(g)), (34.05(c)) --- -- ------ - --------- -- - - ---- - - - Seniority (32.02) --------- - ------- - --- ---- - --- ------ Temporary Promotion (22 . 07) - -- ----------------- - ----- ----- ----- -- -- Termination, Discharge ( 33. 03 r---------------- - ------- - --- and Seniority (32.06) -- - ---------------------- --- ---- - - - ----Vacation Pay upon (27.09r-------- - ----- ----- ----- --- --- --- - ---- Termination Date (34.03r---------------- - - - --- -- - -- --- -- - Sessional Employee (3.03) -- - --- - ------ - ------- -- ---- --- -- Temporary Employee (3.04) --------------- - --- -- -------- -- --- Time Off in Lieu of Overtime (29.05) -- - ------ - --------------- -- -- Training Period for Tranofer and Promotion ~22.08) - - -- - ------- -- -- Transfer (22.05) --- - ------------------- - ----- -- ------- - ---Outside the Bargaining Unit (22. 09) ----- -- ------ -- --------- · and Seniority (32. 05) --- - ------------- - -------- -- ------ - - -- Trial Period (22 . 08) -- - - - ------ - ------- -- -- - - - -- - - ---- ---- - - - Trial Period for Transfer and Promotion (22.08) ----------------- Tuition Waiver (21.01) -- - - - -- -- ---- - ----- - --- -- ---- --- -- - --- -- - -- -- Union, Recognition of (2. 01) - -------- --- -- -- - -- -- -- ---- -- ---- -- --- Union Activity (Article 7) -- - -------- -- - - - - - - ------ --- ------ --- -- No Disc r imination (9.03) -- -- ---- - - - --- - - - ----- - - --- ----- --- -- Union Label, pins, badges and stickers (15.01) - ------ - ------ - ---- Union Meetings (10.01 ) ----- -- ------ ---- ----- --- ------ --- ----- - - - -- Union Organizer, Contacting at Work (7 . 01)---- - ----- -- --- - - --- -- Leave of Absence (7.02r- -- --- --- - - ------------ --- ----- ---- - Union Security (Article 5) -- -- -------- ------- - - - ---- --- - - -- - - --- --- Union Shop (5.01), (Letter of Agreementr-- - -- - - -------- ---- -- - - - University Facilities (13 . 06)- -- ------------ - --- -- -- --- -- - --- - - -- University Holidays (26.05) - -- - - ---- - - - -- - - - -- - -- --- ----------- Unjust Discharge (33 . 05) - -- - - -- ---- -- - ----------- -- - - - - - ----- --- ---and Seniority (32.03(b)), (32.05) - -- -- - -- ----- - ------ -- --- Vacations (Article 27) - - ----- - -- - --- - ----- - - -- ----- ---- ----- --- --- Part-Time Employee (30 . 08(e)) -- --- ------ --- ------ --- -- - - - ----- and Seniority (32.05) - --- --- - -- - - - - -- - - --- - -- -- ------ - ---- Temporary Employee (30 . 09(f)) - - -- - ---- -- --- - - - - -- - - --- -- - 25 25 26,31 28 13 29 20 18 30 1 2 21 13 12 13 2& 13 13 12 1 5 6 a 6 4 4 3 3 7 16 29 28 16 25 28 25 Vehi cle Policy (13.11) --------- - ---------------- --------- Vol untary Overtime (29. 08)----- - - Wages (Article 36)------------------------ Weekend, Work on, Overtime (29.03) --------------------------=== Shift Work (28.05(c)(ii))--------------------- Work Day and Work Week (28.02)--- - --- -- -- ------ Workers' Compensation Board, Cheques (30.06(£))------- -------=--= Standards (24. 01)--------------------- Working Conditions (Article 24)-- - ---------- ___________________ _ Committee (24.03) - - ------------- ____________ _ Dangerous (24. 02) - - --------------- 21 35 21 20 18 23 14 14 14 14 ASSOCIATION OF UNIVERSITY &COLLEGE EMPLOYEES, LOCAL 1 (UBC) UNION CONTRACT APRIL 1, 1978 - MARCH 31, 1979 Covering Clerical & Library Workers at UBC ASSOCIATION OF UNIVERSITY & COLLEGE MPLOYEES, LOCAL 1 (UBC) UNION CONTRACT APRIL 1, 1978 - MARCH 31, 1979 Covering Clerical & Library Workers at UBC YOUR UNION CONTRACT This is the collective agreement between Local 1 of the Association of University and College Employees (AUCE) and the University of British Columbia. It establishes wages and working conditions for clerical and library employees of UBC who are covered by AUCE's certification. This booklet outlines the rights and benefits that you are entitled to under the contract . Read it carefully - observe it and enforce it. If you have any questions or problems concerning the contract or its interpretation, contact you.r steward or the AUCE office. The Union Office is located at 2162 Western Parkway in the Village (above the Earth Harvest Health Food Store) , phone 224-2308. Article 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 TABLE OF CONTENTS General Purpose-- ----- -------- - - ----- --------------- Recognition --- --- ------------ - - ---- -------------- - - - Definition of Employees--- --- ---------------- - ------ 3.01 Employee---- - - - -- - ------------- -- ------------- 3.02 Continuing Employee--- ---- -------------------- 3 .03 Sessional Employee---------- - ----------------- 3.04 Temporary Employee---- -- ---------------------- 3.05 Full-Time and Part - Time Employee --- ----------- 3.06 Student Assistant------ - ---------------------- 3.07 Retirement--------- - ------------- -- ----------- Probationary Employee- - -------- -- -- - ------ - ------- -- Union Security--------- --- ------------------- - ------ Check- Off -------- - - -- -------------- - --- - ------------ Union Activity-- - ----------- - - --- ------------ ----- - Stewards -- - - -- ------------ ---- ---------------------- No Discrimination--- --- ----------------- ---- ------- Union Meetings-- -- ------ - --------- - -- -- ------------- Management Rights--------- ---- ------------------ --- - (deleted) General--------- --- - - ------------------------ - - - ---- 13.0l Official University Closure----- - ------------ 13.02 Employees' Library Card-------- -- --------- - -- 13.03 Military Leave----------------------------- 13. 04 Campus Patrol Escort--- - --------------- - ----- 13.05 Room Bookings----- - ----------------- - -------- 13.06 Community Facilities------------- - ----------- 13.07 Campus Mail - --------------- - -------------- - - 13. 08 Taxis Vouchers--- - ---------------- -- --------- 13.09 Staff Rooms and Facilities--- --- ------------- 13.10 Citizenship Leave--- - ------------------------ 13.11 Vehic l e Policy-- - -------------- - ------------- (deleted) The Union Label---- -- - - --------------- - ------------- Court Duty---------- --- ------------------- - -------- Picket Lines----- -- --------------- --- ------------- - Bulletin Boards -- ------------ -- ---------------- - ---- Technological, Automation and Other Changes---- - ---- Policy re: Courses (Skill-Upgrading) - --------- - - - --- Personal Study Benefit---------------------- - ------- Promotion, Transfer, Job Postings and Selection- - --- 22.01 Job Postings- - ------------ - ------------------ 22.02 Right to Apply-- -- -- - ----------------------- 22 .03 Hiring Policy-------------------------------- 22.04 Promotion -- ------------ - - - ------------ - ----- 22.05 Transfer -- ------------- - -- - ------------------ 22.06 Reduction in Classification--------- - -------- 22 .07 Temporary Promotion---------- -- -------------- 22.08 Trial Period for Transfer and Promotion - -- -- - 22.09 Transfer Outside the Bargaining Unit- -- --- - - Employee Files - -------- - - - -------------------- - ---- Working Conditions--- - --------------------- - ----- - - 1 1 1 1 1 1 2 2 2 2 3 3 4 5 6 7 7 7 7 7 8 8 8 8 8 8 8 9 9 9 9 9 10 10 10 12 12 13 13 13 14 14 14 14 14 15 15 15 15 Article 25 26 27 28 29 30 31 32 33 34 35 36 37 Permanent Library Card------------------------------- Statutory Holidays ---------------------------- Vacations--------- - --------------- -- ----------------- Hours of Work-------- - ------- - ----- - --------------- 28 . 01 Terms ------------------------------ 28.02 Work Day and Work Week----- - -------- - -------- - 28 . 03 Meal Periods and Relief Periods-------- -- ----- 28.04 Split Shifts- - ---------- - ------ -- ------------- 28.05 Shift Work ---------------- - --------- - Overtime-------------------------------------------- Benefits -------- - -------- - ---- 30.01 Leave of Absence Without-;:;-=================- 30.02 Compassionate Leave------ - ------------------- 30.03 Pension Plan---------------- 30 .0 4 Daycare---------------------====-=------------ 30 .05 Medical and Dental Plan -------------------- 30.06 Sick Leave----------------- ------------------ 30.07 Maternity Leave --- -------------- - ---- 30. 08 Continuing Part-Time Employee Benefits------ -- 30.09 Temporary Employee Beneftis ------------------ Job De~cription, Job Evaluation and Reclassification - Seniority----------------- Discharge, Suspension, Disciplinary Action and - Resignation---------------------------- - ---------- Layoff, Recall and Involuntary Transfer------------- Adjustment of Complaints----------------------------- Wages . ----- - -------- - ------- - ------------ Duration of Contract----------------------- --- ------ - Letters of Agreement Armouries Staff Room------------------- Reduction in Classification-------------------------- Shift Differential- - ---------.----------------------- 17 17 19 21 21 21 22 22 22 23 25 25 25 26 26 26 26 28 28 ·29 30 31 32 34 38 41 43 45 45 46 THIS AGREEMENT made and entered into by and BETWEEN: THE UNIVERSITY OF BRITISH COLUMBIA (Hereinafter referred to as the University) AND THE ASSOCIATION OF UNIVERSITY AND COLLEGE EMPLOYEES, LOCAL 1 (U.B.C.) (Hereinafter referred to as the Union) ARTICLE 1 - GENERAL PURPOSE 1.01 The purpose of this ag reement is to set forth and establish the terms and con- ditions of employment so that efficient operations and harmonious relationships may be maintained between the UniversitJ and the employees to the benefitof both parties and the community they serve. No employee shall be required or permitted to make written or verbal agreement with the University or its representatives which may conflict with the terms of this agreement. ARTICLE 2 - RECOGNITION 2.01 The Union is the S6le bargaining authority for all employees of the University for whom the Union is certified under the Labour Code of British Columbia. ARTICLE 3 - DEFINitION OF EMPLOYEE 3.01 Employee An employee shall mean any person employed by the University who is covered by the certification granted the Union by the Labour Relations Board of British Columbia on April 11, 1974 and varied on May 21, 1974. The University hires employees in the f ollowing categories: continuing, sessional or temporary on either a full-time or part-time basis. 3.02 Continuing Employee A continuing employee shall mean an employee who is hired to fill a position of more than three (3) months duration or as provided in Article 3.04. Such employees may be hired to work either full-time or part-time. Continuing full-time employees shall be paid by the month; part-time employees may be paid either by the month or the hour. 3.03 Sessional Employee A sessional employee shall mean an employee who is hi~ed to fill a recurring position which approximately coinc i des with the University Winter Session or the University Inter/Summer Session. In the case of the Winter Session, a sessional position shall not begin later than September 30th nor end earlier than April 1st. - 2 - Such employees may be hired to work either full-time or part-time. Such employees shall be paid by the month or the hour. Sessional employees shall be entitled to all the rights accorded continuing em- ployees, except where otherwise specified. 3.04 Temporary Employee (a) A temporary employee shall mean an employee who is hired to fill a short-term, non-recurring position of less than three (3) months duration. (b) Such employees shall, at date of hire, be assigned a termination date under the conditions of Article 34:03 . (c) Such employees may work either full-time or part· ·time and shall be paid by the hour . (d) Upon completion of three (3) calendar months or sixty·-six (66) days of ac- cumulated service, the employee shall become a continuing employee as defined in Article 3:02. 3.05 Full-Time and Part-Time Employees (a) Full - Time Employee - A full-time employee shall mean any employee who normally works a regular work week of thirty-five (35) hours per week or seventy (70) hours per two week period as defined in Article 28 (Hours of Work). (b) Part-Time Employee - A part-time employee shall mean any employee who works le:s than thirty-five (35) hours per week or seventy (70) hours consecutive weeks, as defined in Article 28 (Hours of Work). normally per two 3.06 Student Assistant The term "student assistant" shall mean any full-time student who is enrolled at the University and works no more than ten (10) scheduled hours in any one week . Such student ass;l,stants may work more than ten (10) hours replace other student assistants who are unable to report The term "replacement" shall not apply to terminations or Such student assistants are outside the certification . in any one week if they for their scheduled hours. severances. A student who is hired to regulariy work more than ten (10) scheduled hours per week shall be considered an employee as defined in Article 3.01. Student assistants performing duties normally done by employees bound by this agreement shall be paid at the base hourly rate ai:: out.lined i.n. this agre~ment. 3 .07 Retirement E~p~oye~s sha~l normally retire on the last working day of the month in which tneir sixty-fifth (65th) birthday occurs, however, retirement shall be optional at any time after the fifty-fifth (55th) birthday . - 3 - All employees, upon retirement from the University : (a) shall receive a lifetime University Library card, renewable yearly ; (b) shall be entitled to the same vacation which she/he would hav e had if she/ he continued working to the end of the calendar year; (c) shall be entitled to the use of University facilities as per Ar tic l e 13.06. Providing there is mutual agreement between the employee and the University, employees may continue in their position with the University after t he age of sixty-five (65) subject to annual review with a test of competence which would indicate sufficient ability to perform the job satisfactorily, and sha l l con- tinue to receive all the rights and privileges provided for in this agreement. ARTICLE 4 - PROBATIONARY EMPLOYEE 4.01 Probationary Employee A probationary employee shall mean a new empl oyee serving a trial period . to determine suitability. This probationary period shall be three (3) cal endar months or sixty-six (66) days of accumulated service. 4.02 Rights The probationary employee shall be entitled to all the rights and privileges of this agreement except where specifically stated otherwise. ARTICLES - UNION SECURITY 5.01 Union Shop All employees covered by the certification who were members of the Union as of October 1, 1974, will continue as members of the Union. All employees covered by the certification and employed by the University prior to October 1, 1974, but who were not members of the Union at that time will not be required to join the Union. All employees covered by the certification shall be required to pay fees and assessments to the Union. 5.02 New Employees As a condition of employment, new employees shall become Union members within thirty (30) calendar days of their date of hire. 5.03 Notification by the University The University agrees to notify the Union in writing within five (5) working days when an employee has been hired, promoted, transferred, recalled or resigns . In the case of layoff or involuntary transfer, Article 34.07 (a) shal l take precedence. In the case of suspension or discharge, the University wil l notify the Union as outlined in Article 33.02 (Suspension) and 33.03 (Discha r ge). - 4 - 5.04 Reductions in the Workforce An employee's workload will not be increased beyond a normal workload expected of an employee in a regular work day as a result of layoff, attrition, suspen- sion, discharge, resignation, vacations, leaves or changes in the University's procedures or methods of operation. 5;05 Contracting Out It is agreed between the University and the Union : (a) that the University shall not contract out services or work where the University has employees that normally provide the work or services; (b) it is further agreed that the University may contract out work or services in situations when: (i) the University does not have the equipment necessary to provide the required work; (ii) the University does not have employees who regularly perform such work or are skilled in such work and where such jobs will not be required on a continuing basis in the future . (c) It is further agreed that the University may contract out work in emergency situations. (d) No employee shall be laid-off, suffer a reduction in classification, or have recall withheld because of contracting out. (e) In all work contracted out, all sub-contractors of the UniversHy sltall provide wages and conditions of employment which are at least equal to the terms of this agreement. 5.06 Bargaining Unit Work Persons not employed within the bargaining unit s hall not do the work of employees within the bargaining unit except when mutually agreed between the University and the Union. It is recognized, however, that both bargaining unit and non-bargain- in unit employees may perform the same tasks in meeting their respective respon- sibilities. ARTICLE 6 - CHECK-OFF 6.01 Authorization All employees on date of hire, will be required to sign an mlth oriz a tion for dues and assessments deductions. A copy of this auth or i zatJ.on s hall he s ent: t o t he Union . 6.02 Deduction of Dues The University shall begin the deduction of monthly Union dues and assessments on the first appropriate pay day following date of hire . - 5 - 6.03 Collection of Dues Before the fifth (5th) working day, 6oUow.utg the 6lnal pay d.o.y aolt. :the ~evlou.6 month, the University will forward the collected dues by cheque to the Treasurer of the Union, together with a detailed list of names of all employees in the bargaining unit and their social insurance numbers, departments and amounts de- ducted with explanation. 6.04 Notification The Union agrees that they will advise the University of all present assessments and dues required by the Union, and of any changes which may arise from time to time in connection with such dues and assessments. ARTICLE 7 - UNION ACTIVITY 7 .01 Contacting at Work The elected full-time organizers and stewards of the Union shall have t he right to contact employees at work on matters respecting this collective agreement and its administration. The Union agrees that there will be no undue disruption of work. 7.02 Full-Time Leave of Absence A leave of absence without pay of up to one (1) year will be granted to ~ny employee who has been elected alt. .6e1.ected to a full-time office or position in the Union olt. the Un.ion' .6 PMvlne,i,.al M.6oCAAtion.. Any employee so elected Olt. .6e1.ected must give one (1) month's notice to the University. Further leave may be granted by mutual consent. Seniority shall accumulate during such em- ployee's leave of absence of up to one (1) year but no longer. The employee shall also be allowed to continue with all the University ' s Benefit Plans and the employee shall pay the full premium of these plans . Upon return to work, the employee shall be placed in her/his former position provided leave has not ex- ceeded one (1) year. 7.03 Short Term Leave of Absence The University agrees to grant representatives of the Union leave of absence without pay for Union functions on the following basis: (a) (b) (c) After thirty (30) days notice in the case of steward seminars at which thirty (30) employees or more are to attend during their regular working hours. After five (5) days notice in the case of emergency situations: It is understood that emergency situations may ar i se in which the Um.on would . be unable to give a full five (5) days notice . A request for leavt , l.o begin after less than five (5) full days notice will only be denied if the grant- ing thereof would, due solely to the shortness of notice result in undue disruption of the department concerned. After ten (10) days notice in all other cases . (d) If , as a direct result of the granting of leave under (b) above , shift - 6 - changes are required, the Union shall assume the premium pay costs required by Article 28.0S (c) (v). The University agrees that, whenever possible, shift changes res ulting from the granting of such leave shall be avoided. 7.04 One Hour Explanation The University agrees that up to two (2) Union representatives shall be allowed one (1) hour to meet and discuss the function of the Union with all new employees. This meeting shall normally take place in conjunction with the induction process at Employee Relations, and shall be during working hours. Both the Union rep- resentative(s) and the employees shall have time off work with pay to attend the meeting. In no case shall a new employee work longer than one (1) week before attending one (1) of the meetings. 7. 05 Pa.y oOlt Uru.on Nego:Uato!Ui The LJru.veJUi.Uy ~ha.U g.ltant tea.ve 06 a.b<\enc.e wi...th pa.y 6oJt. ho!.llt/2 Jtegu1.aJti.y woJtked 60-:-6ouJr. I 4) wuoi: membeJUi who a11.e. emptoye.M ~6 -";he LJru.veJUi,i,ty and who a11.e a.p- po-<.n.te.d by the _LJ1u..on 601t the. puJr.po6e. 06 nego.ua..u.ng the coUecJ:J..ve. a.g11.e.ement be-tween the. LJ1u..ve1Ui.Uy a.nd the. Uru.on. The Uru.on 6ha.U pa.y 6oJt in exce<\6 06 6ouJr. ( 4 l ne.go.ti.a.toM a.t any one. ba.1tga.i.ru.ng 6M6-i.on. ARTICLE 8 - STEWARDS 8.01 Recognition The University recognizes the stewards elected by the Union and shall not discriminate against such stewards for carrying out duties proper to that position. 8.02 Meeting the University When the University wishes to discuss dissatisfaction with the work of an employee which may lead to disciplinary action, the employee shall be ac- companied by a steward. When an employee wishes to initiate discussion with the University regarding a potential grievance, the employee shall be accompanied by a steward. 8.03 No Loss of Pay Stewards shall have the right to investigate and process grievances and to perform other duties proper to their position during regular working hours, without loss of pay. It is further agreed that there will be no undue dj_s-· ruption of work, and the steward shall not leave work during regular working hours without obtaining permission from her/his supervisor. Permission shall not be unreasonably withheld. 8:04 Notification by the Union The Union shall regularly notify the University, in writing, of the names of its Local Executive, Chief Steward, Stewards and Grievance Committee. ARTICLE 9 - NO DISCRIMINATION 9:01 Human Rights - 7 - The University and the Union agree that there will be no discrimination agai nst an employee by reason of age, race, creed, colour, national origin, political or religious affiliation, sex or sexual orientation, marital status, or whether she/he has children, in particular, that there shall be no such discrimination in terms of hiring, promotion, wages, discipline or dismissal. 9.02 Personal Rights The University and its representatives agree that the rules, regulations and requirements shall be limited to matters pertaining to the work required of each employee. Employees will not be required to do any work of a personal nature for the employer or representatives of the employer. The employees agree that they will not act in any way which would interfere ·with the normal work requirements. 9,03 Trade Union Activity The University will not discriminate against any employee because of union membership or union activity or for the exercise of rights provided for in this agreement . ARTICLE 10 - UNION MEETINGS 10.01 The University agrees to allow nine (9) two-hour lunch meetings (12.30 to 2.30) in each twelve (12) month period of the Collective Agreement. The Union may arrange when meetings are to be held provided at least ten (10) days advance notice is given. ARTICLE 11 - MANAGEMENT RIGHTS The management and direction of the working force is vested exclusively in the University subject to the terms of this agreement. ARTICLE 13 - GENERAL 13.01 Official University Closure Should the University, or an area of the University, be officially closed temporarily due to environmental conditions, utility disruptions, road condi- tions, or other reasons beyond the control of the employees covered by this - 8 - Agreement, employees shall receive their regular salary during the closure, (These closures shall not be considered a Special Holiday as in Article 26,05). In the case of an area of the University being closed, and where alternate work is available in another area or department of the University, it is under- stood and agreed that the employee shall be informed if she/he is to be temp- orarily reassigned to that area or department (subject to Article 22.09 - Transfer Outside the Bargaining Unit). 13;02 Employees' Library Card Employees shall be entitled to a free, personal Library Card, renewable yearly, for the duration of their employment with the University. 13 ,·03 Military Leave Employees required to attend Military training courses shall be granted one- half (1/2) the time as a paid leave of absence, the other half to be deducted from their holidays. 13 .04 Campus Patrol Escort After regular working hours (after dark) employees upon request shal l be escorted by Campus Patrol from their place of work to a convenient bus stop, where the Patrol will wait with them until their bus arrives, or some other mutually satisfa:.tory arrangement. It is understood that the University Patrol establishment will not be increased due to this clause nor may the patrol be able to respond immediately to all requests. 13.05 Room Bookings The University shall permit the Union to book University rooms through Space & A/V Services for business meetings of the Union. 13 . 06 Community Facilities Employees and retired employees shall be allowed the use of University facilities such as the switmning pool, tennis courts, bowling alley, etc., during hours scheduled for such purposes or public hours at the same rates as apply to Faculty or for free as required by the University. 13.07 Campus Mail The University agrees to permit the Union the use of campus mail facilities, in order that all members be kept well-informed of Union Meetings and business pertaining to the Union. All postage, however, for out-going mail, must be supplied by the Union. 13.08 Taxi Vouchers Employees will normally be responsible for providing their own transportation to and from the University. - 9 - Whereas women employees may find difficulties in transportation at night, it is agreed that taxi vouchers will be provided, on the individual's request, to women employees required to work after 11 :00 p.m. or before 6:00 a.m. It is further agreed that if special circumstances arise where a male employee has a problem with his normal means of transportation occuring after the time that public transportation is available, the employee may request a taxi voucher from the Department Head or her/his designate who will determine the appropriate- ness of the request. 13.09 Staff Rooms and Facilities The University and the Union agree that existing staff rooms and facilities will continue to be maintained at the present level of service for the term of this agreement. If existing staff rooms and facilities are required for other purposes because of space requirements, comparable facilities will be made available before such existing staff rooms or facilities are used for other purposes. The University will ensure that the need for staff facilities will be considered in the design of new buildings and additions. 13.10 Citizenship Leave An employee shall be allowed the necessary time off with pay to process her/ his Canadian Citizenship application. 13.11 Vehicle Policy The University shall not require an employee to own or use her/his own vehicle as a condition of employment. ARTICLE 15 - THE UNION LABEL 15 .01 Employees will be permitted to use the Union Label and to wear Union pins, badges and stickers. ARTICLE 16 - COURT DUTY (a) An employee who is called for Jury Duty or as a subpoenaed witness shall continue to receive her/his regular pay oOJt .the datj6 on wh,lch 6he/he would otheJU,O,<,&e hav wo~ked. In the event the employee rece i ves any monies from the Crown for such service, she/he shall retain such portion ·as covers her/ his expenses, and shall turn the remainder over to the University with an accounting of amounts receivedtogether with proof of service. (b) When an employee is to appear as either plaintiff or defendant in a civil suit, she/he shall be granted leave of absence without pay for such purpose under the conditions of Article 30.01 (c), (d) and (e). - 10 - (c) When an employee is charged with an offense and is required to attend a hearing or is held in custody pending hearing of charges, the employee shall be allowed leave of absence without pay under the conditions of Article 30.01 (c), (d) and (e) to attend such hearing or pending results of hearing of charges. If the employee is found to be guilty of the charge the University will consider the nature of the offense in determining , whether the individual shall continue on leave of absence, return to work or be discharged. ARTICLE 17 - PICKET LINES The University and the Union agree that in the event of a strike by members of another union employed by the University or outside employers, employees covered by the Certification of A.U.C.E., Local l shall not be discriminated against nor be subject to dismissal for refusing to cross an established picket line, provided that: (a) the strike is the result of a labour dispute; (b) having been duly authorized by the membership, the Union Executive will inform the University, in writing, as soon as possible that ·they regard the picket line which has been set up as a bona fide picket line; (c) adequate arrangements for essential services in the hospitals are estab- lished. The University agrees that it shall not request, require, or direct employees covered by the collective agreement to perform work resulting from strikes that would normally have been carried out by those employees on strike. ARTICLE 18 - BULLETIN BOARDS .J&:..Q! The University agrees, on re1uest of the Union, to provide bulletin boards in a permanent and prominent location acceptable to the Union. The bulletin boards shall be used by the Union to convey information to its members. The cost and installation shall be borne one half by the University and one half by the Union. ARTICLE 19 - TECHNOLOGICAL, AUTOMATION AND OTHER CHANGES 19.01 Purpose The purpose of the following provisions is to preserve job security and stabilize employment and to protect employees from loss of employment. 19.02 Definition employee shall be considered displaced by technological change when her/ his services become redundant or are no longer required in the same capacity as a result of change in University procedures or equipment, or a change in' process or method of operation which may diminish the total number of employees - 11 - required to operate the department concerned. 19.03 Changes--Not Technological Changes in the demands for services or programmes over which the University has no control and which lead to the displacement of employees, shall not be considered technological changes, but shall be subject to Article 34 (Layoff, Recall and Involuntary Transfer). 19.04 Notice of Intent Before such changes (as outlined in Article 19.02) can come into effect, the University shall provide the Union with at least three (3) months notice of intent to introduce automation, equipment or procedures which might result in displacement of or reduction in employees, or in changes in employees' job classification. 19,05 Retraining (a) (b) Employees who have become redundant, or who have received notice of layoff, due to technological change, shall be eligible for retraining to equip them for the operation of such new equipment and procedures. An employee may choose not to accept such retraining, in which case the involuntary transfer/layoff procedure shall be followed. (c) (1) An employee who has received notice of layoff because of technological change shall, upon request, be placed in any coincidentally vacant position in the same pay grade provided that she/he has the qualifi - cations and skills to meet the requirements of the position after a three (3) month on7 the-job training period. (ii) (iii) (iv) In the event the employee cannot qualify for such a position, or if such a position is temporarily unavailable, upon request, she/he shall be placed in a coincidentally vacant position in the next lower pay grade provided that she/he has the qualifications and skills to ~eet the requirements of the position after a thre.e (3) month on-the-Job training period. An employee who has been placed in a vacant position in a lower pay grade in accordance with Article 19.05 (c) (ii) shall be eligible for retraining, both on and off the job, in order to acquire the skills necessary for eventual r~turn to positions in the original pay grade, provided that such retraining shall only take place when the employee's original job classification has been, or is being, totally discontinued at the University. The form of this retraining shall be agreed upon • between the Union and the University, and the cost borne by thP. University. Where an employee can meet the qualifications and requirements of a position in her/his original pay grade, she/he shall have the right of automatic return to any vacant position in the original pay grade, provided that there is no employee on the recall list with more seniority who is eligible for recall to a position of that classifi- cation. - 12 - (d) Notwithstanding the operation of Article 19.05 (c), the employee shall remain on the recall list for her/his original classification for one (1) year, (provided that the classification has not been discontinued at the University). 19:06 Notice of Layoff or Involuntary Transfer due to Technological Change Employees laid-off or involuntarily transferred due to conditions of this Article shall receive three (3) months notice or pay in lieu of notice. Severance pay will be paid out twice monthly, equivalent to the salary re- ceived prior to layoff. ARTICLE 20 - POLICY re: COURSES (SKILL UPGRADING) The Parties to this collective agreement recognize the principle of human resource development through skill-upgrading in line with career development as it relates to opportunity for advancement in the service of a department or division of the University. Where it is possible to foresee the future utilization of such skill-upgrading, the Department Head may request a member of her or his staff to take a course related to skill-upgrading or the employee may submit a request to the Depart- ment Head to take a course related to skill-upgrading. Each case will be considered on its -individual merits and must be approved by the Dean or Administrative Head. If the request is approved, where required the University shall allow time off with pay and pay for fees and costs incurred. ARTICLE 21 - PERSONAL STUDY BENEFITS 21.01 Tuition Waiver On completion of the probationary period, a continuing full-time employee shall be entitled to tuition waiver to :take o~ au.dJ;t one (1) credit course per session to a maximum of six (6) units per year (12 months). One (1) non-credit course at any one time may be taken up to the equivalent in fees for credit courses over a year. To determine the equivalent value in fees, reference should be made to the fee for three(3) unit courses in the University Calendar under the heading "Fees, Summer Session". Tuition fees shall be waived, but the employee shall pay the cost of materials, equipment or travel associated with the course. This benefit shall also be available to a continuing part-time employee who works more than seventeen and one-half (17 1/2) hours per week . 2L02 Location Courses may be taken on or off the Point Gray Campus . 2i.03 Credit/Non-Credit Courses Both Credit and Non-Credit courses may be taken . - 13 - 21.04 Courses During Working Hours An employee may take one (1) University of B. C. course per year during working hours if the Department Head agrees to the required time off and make-up time arrangements. Permission for such arrangements shall not be unreasonably denied. 21.05 Procedure An employee eligible for study benefits as outlined in Article 21.01 (Tuition Waiver) must first complete the APPLICATION FOR TUITION WAIVER, available from the Employee Relations office, and return the form to the Employee Relations office for authorization. The Employee Relations office will verify the employee's eligibility for tuition waiver, complete the AUTHORIZATION section and return the necessary copies to the employee. 21.06 Graduate Studies This benefit does not apply to Graduate Studies courses. 21.07 Minimum Enrollment Requirements It is understood and agreed that courses will not be scheduled on the basis of staff requests; minimum enrollment requirements are to be met by paying regis- trants . ARTICLE 22 - FROMOTJON, TRANSFER, JOB POSTINGS AND SELECTION 22.01 Job Posting~ All vacancies for continuing and sessional positions shall be posted on all Union bulletin boards and such other places as may be agreed upon between the University and the Union, for at least five (5) working days . AU. vac.anc-i.u 06 :tlvtee (3) mon.tM o~ mo~e du/La.ti.on -0ha.li. be 'f?0.6ted, wUh _the exc.ep.tlon 06 Leave 06 Ab-0enc.e, .i.nc1.u.d-lng Ma:t~nLt.y Le.ave, whlc.h may be 6ill..ed by tempo!UVl.y pMmo.tlon wtd~ Alt..tlde 22 · 01. Thue po.6iliOYl.6 wlU be po.6.te.d l6 ,the employee on Leave 06 Ab-0enc.e 6a.i.h to 11.e..twm 6Jtom Leave 06 Ab.6enc.e, Le., te/1111.lnatu emplotJITle.11.t. No po.6ilion o 6 ov~ thll.ee. ( 3) mon.th.6 du/La.ti.on .6hail. ~e 6-ill;ed 6~~m ou:u.i.de t.he baJl.fltu..nbtg u.nLt. wUhout bung po.6ted .i.n ac.c.Olldanc.e wUh th,U alt.tlde. A copy 06 ail. job po.6.ti.ng-0 shall be sent to the Union office and to all employees on either recall list. All postings shall include the specific job title, a summary of the position specifications outlining the job duties, minimum qualifica t:Lons and pay grade. Each notice shall state: "both males and females are encouraged to apply" . 22.02 Right to Apply (a) Any employee shall have the right to apply for any posted vacancy. (b) Upon request, unsuccessful applicants to posted vacancies shall be notified in writing of the reasons they were unsuccessful. 22.03 Hiring Policy - 14 - (a) The University shall fill vacancies from within the bar 0 aining unit, pro- viding employees are available with the required minimum qualifications, before hiring new employees . (b) Applicants for posted vacancies shall be appointed on the basis of ability, qualifications and seniority. 22 . 04 Promotion (a) Definition: The movement of an employee from one position to another in a higher pay grade . (b) Sal~ry Adjustment: If an employee 1s salary is below the minimum of the pay grade to which she/he is promoted, it will be adjusted to the m;l.nimum. If the employee's salary is at or above the minimum of the new pay grad e , it will be moved to the next step in the new pay grade which provides an increase. 22.05 Tra nsfer (a) Definitions: (i) Transfer - a change from an employee's position to another jn the same pay grade which results from the employee applying and being selected for a posted vacancy. (ii) Involuntary Transfer - The movement of an employee from a discontinued position to another position in the same classification. Reassignment of an employee to duties in the same classification within a department shall nc~ -te considered involuntary transfer. (b) No empl oyee shall be involuntarily transferred except where her/his position is discontinued. (c) Transfer, involuntary transfer and reassignment shall not alter an employee's salary. 22.06 Reduction of Classification (a) Definition: A change in an empl oyee's position to another in a lower pay grade other than as provided for in Article 22.08 (Trial Period for Transfer and Promotion). (b) Salary Adjustment : If an employee's salary is above the maximum of the pay grade to which she/he moves, it will be adjusted to the maximum. I f the empl oyee's salary is at or below the maximum of the new pay gra de, it will be adjusted to the next step in the new pay grade which is l ess than her/ his previo us salary. In. the CMe 06 tempo1ta1ty empf.oyeu, i6 the dow1m:aJtd pM-<.tion movement. ,u., vof.un.:ta.lt.y, .the employee tuilf. 11.e.main at heJ!/ h.u.. p,'t.eM .n..t Step wlu:.te. moving down. in pay 911.a.de. 22 .07 Temporary Promotion An employee who, on the request of the department head, a grees to temporarily assume any of t he duties specific to a higher classification, or temporarily replaces another employee in such higher classification, shall be paid at the minimum of ·t he pay grade for the appropriate classif i cation or the next higher step in the pay grade for the appropriate classification which provides an increase. - 15 - The higher pay rate shall apply for the period so worked, providing this period is at least one (1) complete shift of seven (7) hours . Suc.h .teinpoJt.a/1.y p1t.omo:Uon oha.U be 6011. a peJt.iod o~ no ion_qe/1. .than .riix (6) mon..thll duJt.a:ti.on tult.lt the exc.ep.tlon 06 leave 06 abllen.c.e, in.c.iudhig ma:teJtn.i.ty leave. To accept or to refuse a temporary promotion shall be the employee's choice . 22.08 Trial Period for Transfer and Promotion When promoted or transferred, the employee shall be on a training period for two (2) months. If the employee finds the job unsatisfactory or is unable to meet the basic job requirements, she/he shall be returned to her/his former position, or to one of equal salary range . 22.09 Transfer Outside the Bargaining Unit No employee shall be transferred to a position outside the bargaining unit without her/his consent. If the employee is tranferred back to a posi t ion in the bargaining unit within six (6) months , she/he shall begin accruing senior- ity from the level in effect before the transfer out of the bargaining unit took place, i . e . , no seniority shall accrue during the period the employee is outside the bargaining unit. ARTICLE 23 - EMPLOYEE FILES "Document" refers to any document, letter, report, etc. Each ei;.ployee shall have access to all her/his personal files . The employee sha l l have the right to insert written comment to any document. On written request the employee shall be provided with copies of any such personal material providing she/he pays the cost of copying. The University shall inform an employee of any reports received which cause or may ca use the employee to suffer: (a) termination of employment, (b) restriction of opportunity of promotion , OR (c) restriction of opportunity of future employment. Any employee so affected shall be given the opportunity to reply in writing , and/or have recourse through the grievance procedure. Should the accuracy of an entire document or part thereof be disputed and successfully grieved, said document, or part thereof, shall be removed from all fi l es and destroyed by the employee conc ern ed in th f: J?r<'r;ence of hoth parties. ARTICLE 24 - WORKING CONDITIONS The University agrees to maintain good working conditions in the employees' work areas. It is understood that adequate heat control (including air i:on- - 16 - ditioning where adequate natural ventilation does not exist), noise contro l , washroom facilities, lighting and space between employees are necessary to the well-being and health of employees. The Workers' Compensation Board regulations shall constitute the minimum standards for safe working conditions and it is understood that changes beyond such minimum standards may be req uested . 24.02 Working Conditions If, in the opinion of the majority of staff members (i.e. employees and non- bargaining unit staff) in a particular work area, conditions are believed to be dangerous to the employees ' health or safety, the employees shall be re- located, reassigned in the same department or granted time off without loss of pay until such conditions are corrected. The employees shall be returned to their original positions. If the operations of a department are suspended due to the application of this article, employees may be temporarily reassigned outside the department with- out loss of pay, provided no other employee is displaced as a result. The employees shall be returned to their original positions when the department resumes operations. 24.03 Working Conditions Committee The Union shall establish a Working Conditions Conunittee and inform the University of its members. The University shal l recognize this Committee and shall communicate -with it in regard to any problems in employees' working conditions that the Committee wishes to draw to the University ' s attention. Upon request, the University shall provide the committee with such statistical and other information at its disposal relevant to the particular problem raised. 24.04 Union Representation The University and the Working Conditions Committee will not delay in working out a mechanism for staff representation on building design committees. Any agreement between the University and the Working Conditions Committee shall become mutually acceptable after approval by the Union and shall then become official University procedure. Until a mutually acceptable mechanism has been established, and where provisions have not been made for staff representation, each building design committee shall include one (1) member from the Working Conditions Committee as a representative of the employees. 24.~5 Consultation (a) Where new or additional equipment is required, affected employecis must be consulted prior to purchase or rental . (b) Where renovations (which may affect the working area of the employees) are planned for an existing bui l ding, employees from the working areas concerned shall be consulted regarding such renovations, before renovating may begin. (c) Where a permanent change is considered in the location of work areas or - 17 - in working procedures, the employees concerned must be consulted before any changes may begin. 24 :06 Lighting Wherever reasonably possible, employees will be seated in working areas close to windows at eye level. In this regard, where it is necessary to rearrange the work area, there shall be mutual agreement between the ·university and the employees affected. The degree of light intensity and the quality of lighting in a given first and foremost be quided by the practical aspects of the work to in that area and not solely by aesthetic/cosmetic consideration. area shall be done With the understanding that "brightness" is a subjective phenomenon, any employee shall be entitled to have a supplementary light source for her/his work area if she/he requests. 24.07 Protective Clothing The University shall provide and maintain, at no cost to the employees, protective apparel and equipment where such is required by the Workers' Compensation Board or where the Department of Health or the University Safety Committee has determined them ~ecessary for the personal safety of employees. At the employees' request, the Uni versity shall provide and maintain, at no cost to the employees, protective clothing such as smocks, shop coats, and cuff protectors where these are required to protect clothing of employees. ARTICLE 25 - PERNANENT LIBRARY CARD 25.01 All employees, upon retirement from the University shall receive a lifetime University Library card, renewable yearly. ARTICLE 26 - STATUTORY HOLIDAYS 26.01 Definition A statutory holiday is any holiday recognized in the University Calen dar as a day on which the University is officially closed. The rate of _pay for Statu- tory Holidays shall be that which the employee would have received if she/he had worked. 26 .02 List of Statutory Holidays The following paid statutory hol i.days for all employees are t,o bP. r.ecogn57.ed: New Year's Day Good Friday Easter Monday Victoria Day Dominion Day. (Canada Day) B.C. Day Labour Day Thanksgiving Day Remembrance Day Christmas Day Boxing Day - 18 - In addition any other day proclaimed by the Federal or Provincial Governments or any other day in lieu of a Statutory Holiday shall be recognized. 26 . 03 Compensation for Statutory Holidays Falling on Scheduled Days Off When a statutory holiday falls on the regular day off of an employee, she/he shall choose to be granted an equivalent time off without loss of pay or to be paid at regular rates. The time at which the time off is taken is to be de t ermined by mutual agreement between the Department and the individual employees. 26.04 Pay for Work on Statutory Holidays An employee who works on a Statutory Holiday shall choose either to be paid at the rate of double time plus a day off with pay at the regular rate for her/his regular hours of work, as defined in Article 28 (Hours of Work), or to receive an equivalent time off with pay or equivalent pay (e.g . , 3 working days off or triple time pay). 26.05 Special Holidays (a) Speci.af. HoU,dcuj,6: A .6pe.ci.af. holiday -U> a holiday declall.ed a holido.tj btJ the Uruve/1.,6,<..:ttj oOJt U:-6 employeu otheJt than a Satwr.day, Sunday, Gene1taf. (Sta-tuto1ty) Holiday 011. day decl.Med by the Uruve/1.,6,Uy to be -ln lieu. 06 a. S:ta:od:01ty Holiday. The rate of pay for the Speci.al. Holiday shall be that which th:e ' employee would have received if she/he had worked . (b) An employee who works on a -0peCA.111. ho.Uda.y shall choose either to re- ceive an extra day's pay at the regular rate for her/his regular hours of work as defined in Article 28 (Hours of Work), or to take one (1) day off with pay at the regular rate for her/his regular hours of work at a mutually convenient time. (c.) When a.n employee'<> da.y 066 6af.U on a .6peci.af. holiday, .she/he wlU Jte- c.e-lve a.no.th€/!. da.y 066 wilJi. pay at a mutua.Uy c.onve.ruen:t time.. 26.06 Effect of Modified Work Week The University and the Union agree that the number of hours worked by an employee during a year should be unaffected by the type of work week chosen under Article 28 . If the total number of statutory a~1d Special holidays exceeds eleven (11) per year, employees working the three-day (3) weeks shall schedule an extra 4 2/3 hours work for each such holiday taken in excess of eleven (11), to compensate for the extra time off. This make-up time shall be scheduled by advance arrangement with the Department Head. Alternatiy cly, the employee may elect to have an equivalent pay deduction based on her/his rate of pay excluding shift differential. - 19 - ARTICLE 27 - VACATIONS 27.01 Definition of Terms . For the purpose of this Article, the calendar year shall mean the twelve (12) month period from January 1st to December 31st inclusive. For the purposes of this Article, day shall mean seven (7) working hours. 27.02 Vacation Schedule for First Incomplete Year Each employee shall receive during the first incomplete year (first calendar year) of service one and one-quarter (1 1/4) working days for each month worked prior to December 31st with the right to take days as they are accumulated. 27.03 Vacation Schedule for Second Calendar Year Employees in their second calendar year may take their vacation entitlement of 1 1/4 days per month as it is accrued. Alternatively, such employees may take their full annual vacation entitlement of 3 weeks, or portion thereof, at any time in the 2nd calendar year. In this event the employee shall receive vacation pay only for entitlement already accrued. Payment for vacation entitlement un- earned at the time of vacation will be paid monthly as it is accrued. Employe.e<> who ha.ve. c.omple.ted .the-<.Jt 6Vt.6.t A111u.vell.,6M!f ye.AA 06 employmen-t 6haU. not be .6ubjec.t to :tlie. 6Megohig. 27:04 Vacation Schedule (a) Employees shall raceive an annual vacation with pay on the following basis: Three (3) weeks during the second (2nd) calendar year. Four (4) weeks during the fifth (5th) calendar year. Five (5) weeks during the eighth (8th) calendar year. Commencing with their fourteenth (14th) calendar year of service, employees shall receive one (1) additional day of annual vacation with pay for each additional year of service, to a maximum of five (5) additional days. Rates of pay in each of the above cases shall be those which the employee would have received if she/he had worked (excluding shift differential). For computation of vacation entitlement, employees shall be deemed to be in their second (2nd) calendar year on January 1st if they have had service immediately preceding that date. (b) Where an employee's vacation entitlement incr eases as a result of tbis Article, the employee shall be entitled to carry ove r s uch tn cr~a ~~ t o the following year . 27.05 (a) Accumulation or Carry-Over of Vacations Employees with less than three (3) weeks vacation entitl ement shall be entitled to carry over one (1) week of vacat i on entitlement to take the - 20 - following year. However, arrangements may be made to carry over up to a maximum of two (2) weeks vacation entitlement by mutual consent between the department and the employee concerned. (b) Employees with three (3) weeks vacation entitlement or more shall be entitled to bank up to a maxi.mum of two (2) weeks vacation to be taken in the following year. 27.06 Vacation Flexibility Other than in the first (1st) incomplete year, as of January 1st, each employee shall have one (1) full calendar year's entitlement available to her/him to take any time within that calendar year, subject to Article 27.03. The time of vaca- tion is to be determined by mutual agreement between the Department and the in- dividual employee. 27.07 Vacation Scheduling Prior to the preparation of vacation schedules employees may submit their preferences to the Department Head. Department Heads shall post a vacation schedule by March 1st of each calendar year. The schedule can be changed there- after at the request of the employee if the alternative scheduling arrangements meet the work requirements of the Department. Such requests shall not be unreasonably refused. Employees who so desire must be allowed to take their vacation by the end of August. 27.08 Conflict in Vacation Schedule Scheduling of vacations shall be on the basis of seniority where there is a conflict of scheduling between employees. Employees desiring to take holidays in broken periods shall be entitled to do so by mutual agreement between the Department Head and the employ ee concerned. 2 7. 09 Term.ina tion An employee terminating her/his employment shall receive her/his vacation entitlement less any actual vacation time taken, subject to Article 33.07, 27.10 Compensation for Holidays Falling within Vacations Should a Statutory Holiday or Special Holiday occur during an employee 's annual vacation, she/he shall be granted an additional day's vacation without loss of pay for each Holiday so oc~urring in addition to her/his vacation time. 27.11 Vacation Pay on Retirement On retirement (Article 3. 07), each employee shall be entitled r.o th e same vacation which she/he would have had if she/he conti.nued working to the end of t:he calendar year. 27 . 12 Paychegues Employees may receive any cheque which would normally fall due during a period of vacation or leave of absence, up to five (5) days preceding commencement of the vacation or leave of absence. Fifteen (15) calendar days notice must be ,.. 21 - given before the date the cheque is to be issued. 27.13 No Loss of Vacation Entitlement Due to Illness or Injury When an employee is eligible for sick leave while she/he is on vacation, illness or injury during such time shall be tabulated against the employee's sick leave, subject to presentation of supporting medical certificate or other proof of ill- ness or injury. 27.14 No Termination, Layoff or Loss of Seniority No employee shall be terminated, laid-off, or lose seniority while she/he is on vacation. The intention of this section is that vacation time shall not be construed as part of the required notice of termination or layoff . ARTICLE 28 - HOURS OF WORK 28;01 Terms (a) The week shall be understood to begin at 12:01 a.m. Sunday and shall end at 12:00 midnight the Saturday following . (b) "Month" shall mean the calendar month. (c) "Standard Work Week" shall mean a five (5) day work week from Monday through Friday, seven (7) working hours per day approximately coinciding with the hours of 8:00 a.m. to 5:00 p.m. (d) "Regular Work Week" shall mean an employee's r egularly scheduled work week. (e) "Regular Work Day" shall mean an employee's regularly scheduled work day and/.or hours of work . 28.02 Work Day and Work Week (a) The normal hours of work for all full-time employees shall be thirty-five (35) hours per week, or seventy (70) hours per two consecutive weeks. (b) The employees in each department this Article, shall decide which approval of the Department Head. reasonably withheld. or library division, under guidelines of form of week they will work, subject to Departmental approval shall not be un- (c) The four basic forms of work week shall be: (1) Seven (7) hours per day, five (5) days per week; (11) Eight and three-quarters (8 3/4) hours per day, fo ur (4) days per week; (iii) Seven and three-quarters (7 3/4) hours per day , nine (9) days · per two- week period; (iv) Eleven and two-thirds (11 2/3) hours per day, three (3) days per week . - 22 - This form shall be available only for shift workers on a twenty-four (24) hour per day operation. (a) Meal Periods - Employees shall have the right to take one (1) continuous period for meals approximately in the middle of any shift of not less than thirty (30) minutes and not more than one (1) hour. However, the time and duration of the meal period shall be the employee's decision providing that departmental requirements are met. In departments where complex scheduling is required, the department head or designate will make up the schedule after the employees have submitted their preferences, which will be met where reasonably possible. It is to be further understood that this is an unpaid meal period and the University shall recognize the employee's right to enjoy this period with- out interruption. (b) Relief Periods - Employees shall be entitled to two (2) paid relief periods of fifteen (15) minutes each, one (1) normally to be taken during the first half of any shift, and the other normally to be taken during the second half of any shift. 28.04 Split Shifts There shall be no ~?lit shifts. 28.05 Shift Work (a) Definition of Shift Hours Day Shift shall be defined as those shifts where more than one-half of the scheduled hours fall between 8:00 a.m. and 4:00 p.m. Evening Shift shall be defined as those shifts where more than one-half of the scheduled hours fall between 4:00 p.m. and 12:00 midnight. Night Shift shall be defined as those shifts where more than one-half of the scheduled hours fall between 12:00 midnight and 8:00 a.m. (b) Shift Differential (Inconvenience Pay) Employees working on a shift basis shall receive a pay differential as follows: Thirty three (33) cents per hour for each hour worked on the evening shift. Fifty (SO) cents per hour for each hour worked on the night shift. (c) Scheduling Provisions (i) Prior to the preparation of shift schedules by the Department Head or her/his delegate, employees may submit lists of their schedule prefer- ences for consideration . Department Heads may delegate the preparation of shift schedules to employees where appropriate but employees may not be required to accept this responsibility unless it is part of their - 23 - duties. Shift schedules must be posted no less than two (2) weeks in advance. (ii) Each employee working on a shift basis shall be entitled to three week- ends off in every four weekends. This may vary upon mutual consent of the employee and the Department Head concerned. (iii) There will be a minimum of twelve consecutive hours off-duty between the completion of one work shift and the beginning of the next. This may vary upon the mutual consent of the employee and the supervisor concerned . (iv) All shifts shall be rotated on an equal basis, insofar as possible, amongst the employees who are involved in the shift work. Employees may, voluntarily, work on a speci(ic shift. Such an arrange- ment may be made with the mutual consent of the employees concerned and the Department Head. (v) Any employee given less than one (1) week's notice of a shift change shall be paid at overtime rates (as per Article 29) for all hours worked on the changed shift, up to one week from the date of notice. However, no employee shall receive overtime rates for more than three (3) days on the changed shift. Shift changes shall include any change in hours of work, including changes within any given shift category (e . g., a oi1ange from 2:00 p .m./10:00 p.m. to 3:00 p.m . /11:00 p.m. shall constitute a shift change.) The employee shall choose whether to take the pay or time off in lieu of pay. The time at which the time off is taken is to be determined by mutual agreement between the Department Head and the individual employee. (d) Overtime for Shift Workers Employees working on a shift basis will be paid overtime according to Article 29. Where such overtime runs contiguous with evening or night shift, the hourly rate for computation of overtime will be used, and, the proper shift differential for the number of hours worked will be added after the calculation of overtime pay is made. (e) Split Shifts for Shift Workers There will be no split shifts for shift workers. ARTICLE 29 - OVERTIME 29.01 Definition (a) Overtime for full-time employees is that time worked in excess of each employee's regular work day or work week as defined in Article 28. (b) Overtime for part-time employees is that time worked in excess of seven (7) hours per day or thirty-five (35) hours per standard work week, •. 24 - 29.02 Overtime Premium Compensation for overtime shall be paid at two (2) times the employee's regular hourly rate for hours worked to the next one-half hour. 29;03 Overtime Worked on a Weekend Compensation for overtime worked on a weekend shall be paid at double an employee's hourly rate. 29;04 Overtime Worked on a Statutory Holiday Where an employee works more than her/his regular work day on a statutory holiday or a day granted in lieu thereof, that employee shall be paid ac- cording to Article 26:04, for the regular work day , and double that rate thereafter. 29.05 Time Off in Lieu of overtime Employees who.work overtime may request time off in lieu of overtime pay. An employee who is to receive compensating time off sha ll be given compensating time off equivalent to the number of hours for which she/he would have been paid for the overtime so worked. Time off will be taken at a time mutually agreeable to the employee and the Department Head. Upon mutual agreement with the Department Head, the employee may have accumulated time off reconverted into the corrected bvertime pay. 29.06 Paid Meal Period (Overtime) All employees requested to work overtime beyond their regular work day shall be allowed a one-half (1/2) hour meal period which shall be paid at overtime rates pro .v~ded such overtime is in excess of two (2) hours work and providing that not more than one (1) hour has elapsed between -the end of the regular working hours and the time overtime commences. The meal period may be taken before, during or after the overtime. 29.07 Call Back An employee called back to work after completing a regular work day or from a regular day off or vacation, shall be paid overtime rates for a minumum of four (4) hours. 29.08 Voluntary Overtime The employer shall endeavour to keep overtime to a minimum and to meet require- ments on a voluntary basis. Overtime work shall be divided equally, insofar as possible, among the employees in the department or J.ibr a1:y <1:iv:i.sicm who an ~ willing and able to perform the work that is available wiLhin a reasonable time. In the event an employee who has been directed to work overtime demon- strates an urgent personal emergency, that employee shall be excused the necessity of working overtime on that occasion. - 25 - 29.09 Make-Up Time Make-up time is time worked in lieu of time missed from work which would other- wise be deducted from an employee's pay. Make-up time shall be kept to a minimum and may only be worked with the Department Head's consent. Such time worked in excess of the regular work day or work week shall not be computed as overtime. ARTICLE 30 - BENEFITS 30.01 Leave of Absence Without Pay (a) An employee may apply for and receive a leave of absence without pay. (b) Every effort shall be made by the employer to comply with an employee's request for such leave. Permission shall be obtained in writing from the Department Head. Refusals for such leave must be given in writing to the employee with reasons for refusal stated. (c) Upon return to work the employee shall be placed i n her/his former position. (d) During leave of absence without pay employees shall accrue seniority for up to one (1) month. The University agrees to maintain employees on the Medical and Dental Plan during a leave of absence without pay for up to one (1) month, subject to Article 30 .05 (a). (e) Where a Statutory Holiday falls within a period of leave of absence without pay, the employee shall receive pay for that holiday provided the employee has earned wages for at least three (3) working weeks during the last thirty (30) calenda~ days. 30.02 Compassionate Leave (a) In the case of death in the immediate family, an employee shall be entitled to three (3) full working days with pay upon notification to the depart- ment head . This leave may be extended up to a further three (3) days with pay by the Director of Employee Relations. Such leave will not be charged to other accrued time off. Immediate family shall include, an employ ee 's parent, grandparent, husband, common-law husband, wife, co~mon-law wife, child or ward, brother, sister, father-in-law, mother-in-law. (b) An employee shall be entitled to one-half (1/2) day leave of absence with pay to attend a f.uneral upon notificati.on to the depa r t ment: head . (c) If longer leave is required under (a) or (b) above, it shall be applied for under Article 30.01 (a). - 26 - 30.03 Pension Plan Upon request, the University agrees to provide the Union any statistical and other relevant information at its disposal pertaining to the Pension Plan, Group Life Insurance and Disability Insurance. 30.04 Daycare The University agrees to do all that is reasonably possible to assist the Union in securing suitable daycare facilities for employees of the University of British Columbia, with particular reference to the recommendations of the President's Ad Hoc Committee on Daycare . 30.05 Medical and Dental Plan . (a) The employer shall pay fifty percent (50%) of the monthly contribution to the Medical and Dental Plan. (b) Upon appointment to employment all continuing and sessional employees shall be eligible to participate in the Medical Plan as outlined in _ (a) above. (c) After three (3) months of employment all continuing and sessional employees shall be eligible to participate in the Dental Plan as outlined in (a) above, provided she/he works a minimum of twenty (20) hours per week. (d) After sixty-six ··(66) days of accumulated service temporary employees shall be eligible to participat e in the Medical Plan as ·outlined in (a) above. 30.06 Sick Leave For the purposes of this Article, day shall mean seven (7) working hours. (a) No employee shall be severed or lose seniority because of illness. (b) Proof of Illness (i) Where an employee is absent through illness, she/he must report by telephone or otherwise to the University department where she/he works. (ii) On return after absence, a proof of illness must be provided on the standard form provided. (iii) In case of illness exceeding six (6) days, report by telephone or otherwise must be made to the Department concerned each week whenever possible. (iv) A medical certificate may be requested from an employee where there would appear to be excessive use of sick leave or where there i s a return to work after a prolonged illness. (c) Absence of one-half day for medical or dental appointments shall not be deducted from an employee ' s sick leave credits nor shall any pay be de- ducted . There shall not normal1y be more than an average of one-half (1/2) day per month for this purpose . Excessive use of medical or dental appoint- - 27 - ments may require medical or dental certificates. (d) Employees shall have access to sick leave credit records on request. (e) (i) Sick Leave Allotment (f) (g) The employer will allow one and one-quarter (1 1/4) days per month sick leave with full pay up to 152 days maximum. When an employee has worked eleven (11) of the days in any given calendar month, she/he will be entitled to full sick leave credit for that month . (ii) Extended Sick Leave For those employees with three (3), or mo;r;:_e year~ of service, where there is no unexpended sick lea ve or unexpended Unemployment Insurance Sick Leave Benefits, ,they may borrow at one-half pay against future sick leave credits to a maximum of twenty-two (22) working days. In cases of extreme difficulty the Union and the Universi;y may jointly agree to an extension at one-half pay for a further twenty-two (22)" working days. Employees with sick leave to their credit shall turn over or cause to be turned over to the University any monies paid or payable to them by the Workers' Compensation Board and upon so doing shall receive full pay up to the value of their sick leave. If there is no credit of sick leave, em- ployees shal ·l · retain their Workers' Compensation Board cheques. When a statutory or Spec i al holiday falls within, or contiguous to a period of paid sick leave, the holiday shall not be assessed against the employee's sick leave. (h) Should an employee be placed on quarantine due to the illness of others, benefits shall be paid as sick leave. (i) All employees returning from sick leave shall return to their original positions ,. (j) Medical Examinations and Certificates Should the University require an employee to submit to a medical examina- tion as a condition of employment the employee may have the examination done by the University at no cost to the individual, or by her/his own doctor at the individual's o;m expense. The employee shall be provided with a copy of any written report provided by the doctor. (k) Sick Leave Study Committee The University and the Union agree that a j oi nt investigation of the Sick Leave Plan presently in effect at Simon Fraser University, sick leave insurance plans, and other si ck l eave plans will begin within one (1) month of the signing of this contract and that the report and recom- mendations will be presented to the University and the Union within three (3) months for consideration. It is understood that such a study will in- volve reviewing the statistical in f ormation available on the present plans in effect at the University of British Columbia and comparison with other - 28 - plans in so far as benefits to employees are concerned, as well as costs. Long term benefits in the case of extended illness will also be one of the terms of reference. 30.07 ~faternity Leave (a) In case of pregnancy, a continuing or sessional employee shall not lose seniority entitlements. She shall receive the benefits of the Maternities Provision of the Unemployment Insurance Act. Upon return to work, the employee shall be reinstated in her former position . S.i.x (6) month.I, 6oUoW-Utg he1t 11.etwut t:.o ,ooltk., t:.he. emp.toyee t.hail. be pa,i.d by the Un.i.ve.11.t.Uy the c:U.6- 6e1te.nce 06 t:.he bene.6,U:6 11.ecuve.d and t:.he empl.oyee't. mont:.hl.y t.ai.aJuJ. (b) Upon request, the employee shall be granted up to three (3) months leave of absence without pay (Article 30.01), subject to extension upon appli- cation to the Employee Relations Department. Upon return to work the employee shall be reinstated in her former position according to Article 30:01. 30.08 Continuing Part-Time Employee Benefits Continuing Part-Time Employees shall receive all the rights and privileges of this Agreement except as noted below: (a) Sick Leave (Article 30.06) The continuing part-time employee shall receive sick leave on a pro rata basis, according to the number of hours worked in the previous month. (b) Statutory Holidays (Article 26) The continuing part-time employee who has worked less than fifteen (15) full days in the previous month shall receive pay for statutory holidays on a pro rata basis, according to the number of hours worked in the previous month. The continuing part-time employee who has worked fifteen (15) or more full days in the previous month shall receive full pay for the statu- tory holiday. (c) Medical and Dental Appointments (Article 30;06 (c)) Continuing part-time employees shall be exempt from this benefit . (d) Compassionate Leave (Article 30.02) The continuing part-time employees shall receive pay for compassionate leave on a pro rata basis, according to the · number of hours worked in t he prev i ous month . (e) Vacation Entitlement (Article 27) Continuing part-time employees shall accumulate and receive vacation entitlement on a pro rata basis according to the number of hours worked in each month. - 29 - (f) Maternity Leave (Article 30.07) Continuing part-time employees who are paid by the month shall receive pay for ~!aternity Leave according to Article 30.07. Continuing part-time employees who are paid by the hour shall receive pay for Maternity Leave according to the average number of hours worked per month worked in the previous year. 30 .09 Temporary Employee Benefits Temporary employees shall receive all the rights and privileges of this agree- ment except aa noted below: (a) Discharge (Article 33.03) The temporary employee shall receive two (2) weeks notice of discharge. (b) Statutory Holidays (Article 26) Temporary employees shall receive pay for statutory holidays on a pro rata basis according to the number of hours worked in the previous month, provided that the employee has not been severed and has worked twenty - two (22) working days in the last twelve (12) months. Any temporary employee who works fifteen (15) full working days in the previous month shall re- ceive full pat for the statutory holiday. (c) Medical and Dental Appointments (Article 30.06 (c)) Temporary employees shall be exempt from this benefit. (d) Maternity Leave (Article 30.07) Temporary employees shall be exempt from this benefit. (e) Compassionate Leave (Article 30.02) Temporary employees shall receive pay for compassionate leave on a pro rata basis according to the number of hours worked in the previous month and provided the employee has not been severed and has worked twenty-two (22) working days in the last twelve months. (f) Vacation Entitlement (Article 27) Temporary employees shall accumulate and receive vacation entitlements according to the number of hours ·worked each month. (g) Layoff (Article 34) Temporary employees shall receive two (2) weeks notice or two (2) weeks pay in lieu of notice provided that the employee has worked twenty-two (22) working days in the last twelve (12) months. (h) Sick Leave (Article 30.06) The temporary employee shall be exempt from thi .s benefit. - 30 - ARTICLE 31 - JOB DESCRIPTIONS, JOB EVALUATION AND RECLASSIFICATION 31.01 Job Descriptions The current approved Job Descriptions shall be the recognized standard des- criptions of each classification. Revised or new Job Descriptions and/or Pay Grades will not be implemented until accepted by the Union. Written notice of objection must be given by the Union within sixty (60) days of receipt, or such descriptions shall be considered accepted. 31.02 List of Job Duties (a) (b) (c) Each Department Head is responsible for drawing up a position- description t4entifying a list of tasks or duties for each position in the department. This list shall serve as an outline of the work to be performed by the incumbent. The employee shall be requested to draft her/his list of tasks or duties for the assistance of the Department Head in establishing the requirements of each position. Before such list (or amended list) is established as complete, the employee shall sign it, to signify that she/he has been given the opportunity to read the li~t and make final suggestions. When signed by the Department Head or designate, the list (or a~ended list) shall become ~fficial. Lists of tasks or duties may not be all inclusive, but all work performed within an individual position must be consistent with the terms of the standard Job .. l)escription of the classification. (d) The Official List of Job Duties shall not include "preferred qualifica- tions" or sich phrases as: "all other duties as required", and "assists with more advanced clerical duties", and "to act as a deputy for more senior staff members". (However, the phrase "performs duties -related to the qualifications and requirements of the job" is permissible). Nor shall they conflict with any terms of this agreement. The Union, the University Employee Relations Office and the employee concerned shall each receive one (1) copy of the Official list or Official amended list. 31.03 Job Evaluation Committee The Union shall establish a Job Evaluation Committee and inform the University of its members. The University shall recognize this Committee and shall communicate with it in regard to any problems and proposals concerning job evaluation and classification that the Committee wishes to draw to the Uni- versity's attention. Upon request, the University will provide the Union with all information relevant to the review of a classification and its evaluation. 31.04 Reclassification Procedure (a) Request for reclassification may originate with the employee, the Union or the department head. A minimum of six (6) months must elapse between each application on an employee's behalf . These requests must be made in writing to the Employee Relations Department, with one (1) copy of such requests sent to both the VepM;tment Head and the Union. (b) The Department of Employee Relations shall have the case reviewed with the employee . The Reclassification procedure must include the following: (c) (d) (e) (1) (ii) - 31 - The employee shall complete a reclassification form, a copy of which shall be sent to the Union office . This form shall be designed to obtain all relevant information related to the request, including: (1) (2) the duties and .responsibilities the employee is fulfilling which she/he thinks justify a change in classification, and the amount of retroactivity (if any) to which the employee feels she/he is entitled in accordance with Article 31.05. The employee shall be interviewed by a job analyst . At the request of the employee, a steward shall be present at "this interview. The employee shall be notified by letter, within eight (8) weeks of the date of the request, of the decision regarding the request. If the re- classification is not recommended, the letter shall contain the reasons for not recommending the reclassification. A copy of the aforementioned letter shall be forwarded to the Union. If the employee is not satisfied with the decision, she/he shall have the right to the established grievance procedure, beginning with Step 3, If an employee's position is reclassified, that employee shall not be placed on probation or be considered to be on a training period . 31.05 Wage Increase Awarded Through Reclassification (a) (b) A wage increase awarded as a result of reclassification shall be retro- active to the date of change of job duties or, when no date can be established, retroactive to the date of written request for reclassifi- cation . The employee shall be placed on the step in the classification which ensures an increase in salary. Where the position does not entail new job duties and has in fact been misclassified since date of hire, the employee shall be placed on the same seniority step in the appropriate classification as she/he was on in the original job classification, and shall receive full pay rate adjust- ment retroactive to date of hire, except where date of hire is prior to Jul.y 1, 1977, in which case, pay rate adjustment shall be retroactive to Jul.y 1, 1977. ARTICLE 32 - SENIORITY 32.01 Definition Seniority shall mean length of service with the University, withi~ ~he bar- gaining unit, and shall be credited for all service prior. to cert~f~cation of the bargaining unit as designated in Article 32.03. 32.02 Computation of Seniority - Part Time and Temporary Employees Seniority of part-time basis of the number of equals one (1) month. and temporary employees shal l be determined on the months worked, i.e . , one hundred fifty-two (152) hours (Months are determined by multiplying the number of - 32 - hours in the work week by fifty-two (52) and dividing by twelve (12). This definition of month to apply to the computation of seniority only). 32.03 Accrual of Seniority (a) Seniority shall accrue from the first day of employment, and shall continue to accrue except as stated otherwise in Articles 32,04 and 32.06. (b) Seniority shall continue to accrue during any employee's absence from work due to illness, accident or unjust discharge. 32.04 Maintenance of Seniority (a) Seniority shall continue to be accrued during the first (1st) month of leave of absence without pay and thereafter shall be maintained but not accrued (except as provided in Article 7 .02). (b) Seniority shall continue to be accrued during the first month of layoff, and thereafter shall be maintained, but not accrued, for a period of up to one (1) year. (c) Seniority for Winter Sessional employees shall be maintained but not accrued during the Inter/Summer Session. Seniority for Inter/Summer Sessional employees shall be maintained but not accrued during the Winter Session. 32.05 No Loss of Seniority An employee shall not suffer loss of seniority for any of the following reasons: unjust discharge, layoff, promotion, demotion, transfer, reclassification, com- pulsory military service, vacation or any recognized leave, 32.06 Loss of Seniority An employee will lose seniority rights if she/he fails or refuses, without good cause, to return to work within five (5) working days of recall after layoff, or if she/he resigns, retires, or is discharged for just cause. 32.07 Seniority List A current seniority list for December 31st and June 30th of each year shall be sent to the Union within fifteen (15) working days of those dates. ARTICLE 33 - DISCHARGE, SUSPENSION, DISCIPLINARY ACTION AND RESIGNATION 33.01 Definitions (for the purposes of this Article) (a) Discharge - an employee's involuntary end i ng of empJ <,yment. (b) Suspension - a disciplinary action on the part of the University. (c) Resignation - an employee's voluntary ending of employment. - 33 - 33.02 Suspension The University may suspend any employee for just cause subject to Article 35 (Adjustment of Complaints). Upon taking of its decision, the University will immediately send to the employee concerned, with a copy to the Union, a letter giving written notification of and reasons for the suspension . Suspension shall not exceed five (5) working days . All suspended employees shall be returned to their former positions. 33 .03 Discharge (a) (b) (c) (d) The University may discharge any employee for just cause, subject to Article 35 (Adjustment of Complaints). All probationary employees, in the case of discharge, shall receive two (2) weeks written notice with a copy to the Union on the same date, or two (2) weeks pay in lieu of notice. All other employees shall recei1e one (1) month written notice with a copy to the Union on the same date, or one (1) month pay in lieu of notice. A written list of all reasons for discharge must accompany notification of discharge to the employee and the Union. Grievances arising out of discharges when pay in lieu of notice is given shall begin at Step 3 of the Grievance Procedure. 33.04 Proof of Just Cause In all cases of suspension or discharge or other disciplinary actions, the burden of proof of just ca use shall rest with the University. In the case of a probationary employee, just cause shall include failure to display sufficient ability to perform the job satisfactorily. 33.05 Reinstatement for Unjust Discharge If, as a result of the grievance procedure, it is found that an employee has been discharged for unjust cause, that employee will be reinstated to her/his former position, or one of equal salary range, without loss of seniority or benefits, and shall be compensated by the University for all time lost retro- active to the date of discharge or suspension. 33.06 Disciplinary Action/Employee Files Any written censures, letters of reprimand and adverse reports, other than official evaluation reports, shall be removed from the employee's files and destroyed by the employee concerned in the presence of both parties after the expiration of twenty-four (24) months from the date it was 1.ssued, provlded there has been no further infr a ction. The University agr ees 11ot ·to introdu, ;e as evidence in any hearing any document from any file of an employee, the existence of which the employee was unaware at the time of filing. 33.07 Notice of Resignation If an employee resigns, fifteen (15) working days notice will be given in - 34 - writing prior to the date of termination . In the event that less than ten (10) working days notice is given, the employee will be entitled to her/h~s vacation pay of 4% of gross earnings less any actual vacation she/he has taken. Vacation entitlements banked from the previous year shall be paid at the employee's full rates. An employee may rescind her/his resignation without penalty up to three (3) working days after giving notice. 33.08 Vacation Entitlements In case of discharge or resignation, the employee shall receive all vacation entitlements and salary due to the date of termination except as provided in Article 33.05 and 33.07 . ' ARTICLE 34 - LAYOFF, RECALL AND INVOLUNTARY TRANSFER 34.01 Definitons (a) Layoff - An involuntary cessation of employment due to : lack of work; reduction in or discontinuation of a function or programme; or a change in a process or method of operation thereby diminishing the total number of employees required to operate the department. (b) Recall - The calling back of a laid-off employee to fill a vacant position within the bar&aining unit. (c) Involuntary Transfer - The movement of an employee from a discontinued position to another position in the same classification. (d) No provision of Article 34 shall be construed to prevent any employee from changing her/his status (continuing, sessional or temporary: part-time or full-time) by applying for and receiving a posted vacancy. 34.02 Reduction of Staff If a reduction of staff is necessary as a result of a layoff, the department concerned shall notify Employee Relations who will notify the Union immediately. At the request of either the Union or the University a meeting shall be held . .34. 03 Termination Dates (a) A sessional employee shall, at date of hire or recall, be assigned a term- ination date approximately corresponding to the end of the appropriate session in accordance with Article 3.03. (b) A temporary employee shall, at date of hi r e or recall , be assigned a termination date which is less than three (3) calend ar months from date of hire or recall. (c) A continuing employee may be assigned a termination date when hired into - 35 - a position which is financed directly by sources outside the University ( this does not include financially self-supporting functions of the University). (d) No termination date shall apply to a continuing employee with more than one (1) year of seniority. 34.04 Involuntary Transfer Procedure (a) No layoff shall take place when it can be avoided by transferring the displaced employee to a position in the same classification which is coincidentally vacant during the ,period of notice of involuntary transfer. (b) If more than one vacant position is available at the same time, the employee shall have the choice of those available positions. (c) If, within a year a discontinued position is reinstated, the employee who was involuntarily transferred shall, upon request, be granted automatic transfer to that position, In this case, Article 22 .08 (Trial Period for Transfer and Promotion) shall not apply. (d) In the case of involuntary transfer, employees within the same classification in the department or library division where the coincidental vacancy occurs shall have priority, in order of seniority, to this position and subsequent positions. The employee being involuntarily transferred shall fill the position remaining. No posting of the vacancy shall be required. 34.05 Layoff Procedure (a) Continuing Employees (i) When the position of a continuing employee i s discontinued and no coincidental vacancy occurs during the period of notice of involuntary transfer, the employee with the least amount of seniority in the classification shall be laid-off and the incumbent of the position discontinued shall be involuntarily transferred to the resulting vacancy. (ii) When a continuing employee reaches a termination date assigned in ac- cordance with Article 34.03 (c) and (d) and no coincidental vacancy occurs in the preceding thirty (30) calendar days, the employee con- cerned shall be laid-off and placed on the recall list. (iii) When involuntary transfer or recall causes a sessional position to be filled by a continuing employee, that employee shall retain her/his continuing status and the involuntary transfer and layoff procedures shall be applied at the end of the session . (b) Sessional Employees (i) Sessional employees shall be laid-off at termination date. (ii) (iii) (iv) (v) - 36 - 'When the position of a sessional employee is discontinued before termination date, she/he shall be involuntarily transferred to a coincidental vacancy among sessional positions. Failing such a vacancy, she/he shall be transferred to a continuing or temporary vacancy in the same classification. Failing any vacancy, theses- sional employee with the least seniority in the same classification shall be laid-off and the displaced employee shall be transferred to the resulting vacancy. It is understood that in the event the University wants to extend the termination date of a sessional employee, the employee 111USt volun- tarily agree in writing to the extension. In no circumstances may the terlllination date be extended beyond May in the case of a Winter Sessional employee and September in the case of an Inter/Summer Ses- sional employee. 'When involuntary transfer or recall causes a continuing or temporary position to be filled by a sessional employee, that employee shall retain her/his sessional status and shall be considered laid-off automatically at the end of the session in which she/he normally works. In the event the University decides to discontinue a sessional position effective with the beginning of the following session, it shall inform the Union at the time the decision is taken . In the case of Winter Sessional positions, this notice shall be given at least one (1) month prior to the beginning of the session. (c) Temporary Employees When a temporary employee reaches her/his termination date and no coinci- dental vacancy is immediately available, the employee shall be laid-off and placed on the recall list. 34.06 Recall Procedure (a) (b) (c) (d) A full-time employees' recall list and part-time employees' recall list shall be maintained by the University. A full-time employee shall, upon request, be listed on both lists. A copy of the current recall lists shall be sent to the Union office on the first working day of each month. When a layoff occurs, the affected employee shall automatically be placed on the recall list effective the first (1st) day after her/his last day of employment. Laid-off Employees shall be recalled from the recall list in order of seniority withJn each classification . Laid-off employees shall remain on the recall list for a period of twelve (12) months, or until: (i} recalled by the University, or (ii) she/he fails without good cause to report to work within five (5) working days of recall. (e) (f) (g) (h) (i) (j) (k) 34.07 (a) - 37 - "Good cause" for refusal of recall shall include objection to the tempor- ary or permanent nature of the particular appointment . The employee shall notify the University of such objection before the effective date of lay- off. Notice of recall shall normally be made by telephone. made, notice shall be given by registered mail to the employee known to the University . The Un.ion shall be of any recall. If no contact is last address of the notified by telephone If telephone recall to a temporary position of ten (10) working days or less duration is not successful, an external applicant may be hired . In such case the Union shall be immediately notified by telephone. The termination date of a position so filled may not be extended. It shall be the responsibility of the employee on the recall list to keep the University Employee Relations Department informed of her/his address and telephone number. Recalled employees shall receive no less than their former salary plus any increments to which the employee has become entitled during the period on the recall list or by any change in the rate for that classification. Employees recalled to a position other than that which they held prior to layoff shall be on a training period for two (2) months. If the employee finds the job unsatisfactory or is unable to meet the basic job require- ments, she/he shall be returned to the recall list. If, while awaiting recall, an employee chooses to apply for and obtains a position in another classification, she/he shall, upon request, remain on the recall list and shall be recalled, in turn, to a position in her/his original classification. Sessional Employee Recall At the beginning of their session, sessional employees shall be recalled on the basis of seniority. Sessional employees shall be recalled to their original positions, providing they have sufficient seniority. In the event an employee's former position has been discontinued, she/he shall be recalled to another vacant position in the same classification. Sessional employees not recalled as a result of insufficient seniority shall be placed on the recall list. Notice All employees will receive one (1) month's written notice of layoff or. one (1) month's pay in li eu of not i ce, except temporary empJ.oyee!l who will receive two (2) weeks notice or two (2) weeks pay in lieu of noti ce. In any case the Union shall be notified in writing at the same time as the employee concerned. (b) All employees will receive one (1) month's written notice of involuntary - 38 - transfer, Involuntary transfer may take place before expiration ·of notice if a position becomes coincidentally vacant during the period of notice. (c) When a position is to be discontinued within one (1) month of filling, written notice at the time of filling shall be considered adequate notice of layoff or involuntary transfer. (d) When a layoff becomes unnecessary due to a coincidental vacancy the University shall illDllediately notify the employee and the Union.' 34.08 Full-Time and Part-Time Employees (a) A part-time employee shall not be involuntarily transferred or recalled to a full-time position. (b) A full-time employee shall not be involuntarily transferred to a part-time position or recalled to a part-time position unless she/he has requested to be listed on the part-time employees' recall list. (c) A full-time employee who has exercised her/his right to be listed on the part-time employees' recall list and is recalled to a part - time position shall remain on the full-time employees' recall list and shall be recalled in turn to a full-time position. ARTICLE 35 - ADJUSTMENT OF COMPLAINTS 35.01 Grievance Committee and Labour Committee The University shall appoint and maintain a committee to be cal l ed the Labour Committee, one member of which shall be designated as Chairperson. The Univ- ersity shall, at all times, keep the Union informed of the individual member- ship of the CollDllittee. The Union shall maintain a Grievance Committee, comprised of members of Local 1, one member of which shall be designated as Chairperson. The Union shall, at all times, keep the University informed as to the individual membership of the committee. The Grievance Committee or its representative shall, as the occasion warrants, meet with the Labour Committee or its representative for the purpose of dis - cussing and negotiating a settlement of any grievance arising between the University and an employee or any dispute arising between ·the Uni versity and the Union. 35.02 Definition of Grievance For the purpose of this Agreement, grievance shall mean any difference or dispute arising between the parties to this Agreemen t conce r ni ng th e i nt er· ·· pretation, application, administration, operation or all eged violation of this collective agreement, including any question as to whether a matter is arbitrable, whether between the University and any employee bound by this Agreement or between the University and the Union. Such question or difference shall be settled conclusively in the following manner, except that: ... 39 - (a) A grievance involving more than one employee within a department shall go directly to Step 2. (b) A policy grievance, a grievance of discharge where salary is given in lieu of notice, a grievance involving reclassification request, or a grievance involving more than one department shall go directly to Step 3. 35.03 Grievance Procedure (a) lli£....l: An employee who has a grievance shall first go to her/his supervisor or designate. The employee must be accompanied or represented by her/his steward or other Union representative. The supervisor shall be given an opportunity to answer the compl~int verbally. Failing resolution, the grievor and her/his steward shall present the grievance to the supervisor in writing. After receipt of a written griev - ance the supervisor shall have three (3) working days in which to present her/his written reply to the steward. Failing settlement, the grievance shall be processed to the next step within the five (5) working days following either receipt of the supervisor's reply or expiry of the above time limit, whichever comes first. If the supervisor is the department head, step 2 shall be omitted and the grievance with the supervisor's written reply shall proceed directly to Step 3. (b) ~: Step 2 shall commence upon presentation of the grievance to the department head or designate. The department head shall meet with the grievor, the steward and the division steward (or other union representative) in an effort to resolve the grievance. Within five (5) working days after commencement of this step, the department head shall deliver her/his written reply to the steward. Failing settlement, the grievance shall be processed to the next step within the ten (10) working days following either receipt of the department head's reply or expiry of the above time limit, whichever comes first. (c) ~: Step 3 shall commence upon notification to the University Labour Committee or its representative. The University Labour Committee and the Union Grievance Committee shall then have fifteen (15) working days in which to meet and attempt to resolve the grievance. If the grievance is resolved, a memorandum shall be made of the agreement reached and signed by the Chairperson of each committee with a copy for each p.ir ty to t he agreement , If the grievance cannot be resolved, the Union shall, not later than the five (5) working days following expiration of the fifteen (15) working day time limit, signify in writing to the University its intention to invoke - 40 - arbitration procedure as hereinafter set out. (d) Absence from Work By arrangement with her/his supervisor, an employee shall be permitted the necessary time off without loss of pay and benefits to attend to the adjustment of a grievance and may be present at any step in the grievance procedure if so requested by either party. 35 . 04 Arbitration (a) Upon the request of either party, the Grievance Committee and the Labour Committee shall meet and attempt to agree upon a list of impartial arbitrators. If the committees are unable to agree on a list, they shall request the Minister of Labour to supply a list. ln either case, fifty percent (50%) of those on the list shall be women. The arbitrators shall serve on a rotating basis, or as otherwise determined by mutual agreement of the parties at the time the list is established. (b) The parties shall make every effort to ensure the speedy dispatch of arbitrat:f.on cases . (c) The Arbitrator shall issue her/his award within fifteen (15) working days of the hearing . (d) The Arbitrator shall conclusively settle the dispute, and her/his decision shall be binding on both parties. (e) Both parties to the Arbitration shall pay for all their own expenses and one-half of the expenses of the Arbitrator. (f) The Arbitrator shall not make any award or decision contrary to the condi- tions or articles of this Agreement, or in amendment to this Agreement. 35.05 Time Limits The time limits prescribed for the performance of any act in this Article may be extended by mutual consent of the parties and it is understood that all periods prescribed fall within the working week. 35.06 Previous Collective Agreements All grievances which, at the date of signing of this Collective Agreement, are in process under the Grievance Procedure set out in a previous Collective Agreement, shall continue to be processed without interruption under the terms of said Grievance Procedure, with the understanding that such grievances continue to be grievances of alleged violation!' of such pr!?.v.i.oui,; Col] ectfve Agreement . ARTICLE 36 - WAGES 36.01 Pay Grades Pay Grade I Pay Grade I Intermediate Pay Grade II Pay Grade II Intermediate Pay Grade III Pay Grade III Intermediate Pay Grade IV Pay Grade V Pay Grade VI Pay Grade VII - 41 - Clerk I Library Assistant I Data Control Clerk I Control Room Assistant Stenographer I Keypunch Trainee Clerk II Library Assistant II Staff Room Attendant Data Contro~ Clerk II Steno/Secretary II Keypunch Operator Equipment Operator Junior Theatre Assistant Clerk III Secretary III Senior Data Control Clerk Senior Keypunch Operator Stack Attendant Library Assistant III Computer Operator Trainee Work Room Assistant Theatre Assistant Senior Equipment Operator Stack Supervisor Library Assistant IV Secretary IV Program Assistant Keypunch Supervisor Senior Theatre Assistant Administrative Clerk Buyer Data Control Supervisor Library Assistant V Assistant Programmer Computer Oper.t• t·or Senior Computer Operator Senior Buyer Assistant Supervisor Operations Chief Computer Operator 36.02 Wage Rates Ap:ul 1, 1978 Monthly Pay Grade I I (Intermediate) II II (Intermediate) Ill Ill (Intermediate) IV V VI VII 832 872 912 952 1012 1052 1112 1194 1282 1370 Oc;tobe/1. 1, 1978 - Monthly Pay Grade I I (Intermediate) 11 II (Intermediate) Ill Ill (Intermediate) IV V VI VII 877 917 957 997 1057 1097 1157 12 39 7 327 1415 Ap,ul 1, 1978 - Hourly Pay Grade I I (Intermediate) 11 II (Intermediate) Ill III (Intermediate) IV V VI VII 5. 47 5.74 6.00 6.26 6.66 6.92 7.32 7.86 8.43 9.01 852 892 932 972 1032 1072 1132 1216 1304 7 392 897 937 977 1017 1077 1117 1177 1261 1349 1437 Step 2 1 Year 5.61 5.87 6. 13 6.31 6. 79 7.05 7.45 8.00 8.58 9. 16 - 42 - 2 Years 872 972 952 992 1052 1092 1152 1238 7326 1414 917 957 997 1037 1097 1137 1197 1283 1371 1459 2 Years 5.74 6.00 6.26 6.53 6.92 7. 18 7.58 8. 14 8.72 9.30 3 Years 892 932 972 1012 1072 1112 1172 1260 1348 1436 Step 4 3 Years 937 977 1017 1057 1117 1157 7277 1305 1393 1481 lli.JLl!.. 3 Years 5. 87 6. 13 6. 39 6.66 7.05 7.32 7. 71 8.29 8.87 9.45 lliLl 4 Years 912 952 992 1032 1092 1132 1194 1282 1370 1458 4 Years 957 997 1037 1077 1137 1177 1239 1327 1415 1503 Step 5 4 Years 6.00 6.26 6.53 6.79 7. 18 7 .45 7.86 [;. 43 9.01 9.59 Step 6 5 Years 932 972 1012 1052 1112 1152 1216 1304 1392 1480 5 Years 977 1017 1057 1097 1157 1197 1261 1349 1437 1525 Step 6 5 Years 6 .13 6. 39 6.66 6.92 7.32 7.58 8.00 8.S8 9. 16 9.74 Oc;tobe11. , 1978 - Hourly Pay Grade I I (Intermediate) II II (Intermediate) III III (Intermediate) IV V VI VII Increment Policy 5.77 6.03 6.30 6. 56 6.95 7.22 7.61 8. 15 8. 73 9.31 5.90 6.16 6.43 6.69 7.09 7.35 7.74 8.30 8.88 9.45 - 43 - Step 3 2 Years 6.03 6.30 6.56 6.82 7.22 7. 48 7.88 8.44 9.02 9.60 3 Years 6 . . 16 6.43 6.69 6.95 7.35 7.61 8. 01 8. 59 9. 16 9. 74 4 Years 6.3() 6.56 6.82 7.09 7.48 7.14 8.15 8.73 9.31 9.89 Step 6 5 Years 6.43 6.69 6.95 7.22 7 .61 7 .88 8.30 8.88 9.45 10.03 (a) The service periods in the headings of the tables refer to service in the pay grade, except for employees who move to new pay grades by pro- motion or reclassification. Such employees will be treated as if they had the service indicated by the step at which they enter the grade. (b) Increments will be paid automatically on July 1st of each year. An employee must have completed three (3) months' service at the University to qualify for an incremgnt. (It is understood that hourly rates shall be 1/152 of monthly rates). ERRORS AND OMISSIONS EXCEPTED ARTICLE 37 - DURATION OF THE CONTRACT This Agreement shall be in force effective from April 1, 1978 until March 31, 1979. Either party to this Agreement may, not more than three (3) months, and not less than one (1) month, prior to March 31, 1979, present to the other party, in writing, proposed terms of a new, or further agreement and/or amendments to this agreement . Failing agreement by March 31, 1979 this agreement will continue in force until: (a} commencement of a strike by the Union or a lockout by the University, as defined in the Labour Code of British Columbia, or (b) a new agreement is reached. IN WITNESS WHEREOF, the University and the Union have executed this Agreement in duplicate by their respective officers,hereunto duly authorized this third day of October , 1978 . ON BEHALF OF THE UNIVERSITY OF BRITISH COLUMBIA "Ian F. Greenwood" Ian F . Greenwood, Chairman Board of Governors "W. White" w. White, Vice President & Bursar "R, A, Grant" R. A. Grant, Director Employee Relations - 44 - ON BEHALF OF ASSOCIATION OF UNIVERSTIY AND COLLEGE MPLOYEES, LOCAL 1 "Michelle McCaughran" Chairperson "Ray Galbraith" "Jay Hirabayashi" "Ann Hutchison" President "F. E. Finnsson" - 45 - LETTER OF AGREEMENT RE: ARMORIES TAFF ROOM The University agrees that the Staff Lunch Room in the Armories shall be made available to all University Staff at lunch time, and at times other than l unch time for the purpose of staff gatherings and a meeting place. For the University of British Columbia: "W. L. CLARK" Date: December 23, 1975. For the Association of University and College Employees, Local 01 (U.B.C.): "IAN MACKENZIE" LETTER OF AGREEMENT RE: ARTICLE 22.06 REDUCTION IN CLASSIFICATION It is understood and agreed that the change to Article 22.06 (Reductio n in Classification) of the collective agreement shall take effect the ...1!!! day of October 1978. For the UNIVERSITY OF BRITISH COLUMBIA "Jane Strudwick" For the ASSOCIATION OF UNIVERSITY AND COLLEGE MPLOYEES, LOCAL 1 "Michelle McCaughran" - 46 - LETTER OF AGREEMENT RE: SHIFT DIFFERENTIAL The University agrees that employees who, as of the date of signing of the collective agreement, are receiving shift differential based on 5% pre- mium for evening shift and 10% premium for night shift will continue to re- ceive, where this would result in a higher differential, shift differential on the same basis for the duration of the new collective agreement (April 1, 1978 - March 31 , 1979) providing they remain in their present paygrades. For the University of British Columbia: "W. L. CLARK" Date: December 23, 1975. For the Association of University and College Employees, Local Ul (U.B.C.): "IAN MACKENZIE" INDEX Absence from work, grievance processing (35.03(d)) ----------------------- 40 stewards (8.03) ---------- - ----------------------------------------- 6 Adjustment of Complaints (Article 35) ------------------------------------ 38 Agreements conflicting with Contract (1.01) - ---------------------------- 1 Application for Posted Vacancy, Hiring Plicy (22.03) --------------------- 14 Notification if unsuccessful (22.02) ------------------------------ 13 Right to Apply (22.02) --------------------------------------------- 13 Appointments. Medical and Dental (30.06(c)) ------------------------------ 26 Part-Time Employee (30.08(c)) -------------------------------------- 28 Temporary Employee (30.09(c)) -------------------------------------- 29 Arbitration (35.04) ------------------------------------------ - ----------- 40 Armouries Staff Room (Letter of Agreement)------------------------------ 45 Automation, displacememt by (Article 19) ------------------------------- 10 Bargaining Unit Work (5·. 06) Benefits (Article 30) --------------------------------------------------- Part-Time Employees (30 .08) --------------------------------------- Temporary Employees (30.09) ---------------------------------------- 4 25 28 29 Bulletin Boards (Article 18) ------------------------------------------- 10 Bumping see Involuntary Transfer 34 Call Back after work or from day off or vacation (29.07) ---------------- 24 Campus Mail (13.07) ----------------------------------------------------- Campus Patrol Escort (13.04) ------------------------------------------- Carry-Over of Vacations (27.05) ---------------------------------------- Check-Off, Union Dues (Article 6) ------------------------------------- Citizenship Leave (13.10) ---------------------------------------------- Closure of University (13.01) ------------------------------------------- Coffee Breaks (28.03(b)) ------------------------------------------------ Conunittees, Building Design (24.04) ------------------------------------ Grievance (35.01) ------------------------------------------------ Job Evaluation (31.03) --------------------------------------------- Labour (35.01) ----------------------------------------------------- Sick Leave Study (30.06(k)) --------------------------------------- Working Conditions (24.03) ----------------------------------------- Community Facilities (13 .06) -------------------------------------------- 8 8 19 4 9 22 22 16 38 30 38 27 16 8 Compassionate Leave (30 . 02) ~---------------------------- -- ------------- Part-Time Employees (30.08(d)) ------------------------------------ Temporary Employees (.30. 09 (e)) --------- -- ------------------·· -- -- Conflicting Agreements (1.01) Consultation re: changes in working conditions (24.05) ---------------- Contacting at Work (7.01) Continuing Employees, definftion (3.02) -------------------------------- layoff (34.0S(a)) ------------------------------------- - ------- termination date (34.03(c)&(d)) ------------- - --------------------- Contracting Out (5 . 05) ----- ------------------------------------------- Courses, During Working Hours (21.04) ---------------------------------- Graduate Studies (21.06) -------------------------------------- - --- Skill-Upgrading (20 .01) -------------------- - ---------------------- Study Benefits (Article 21) ------------- -- ------------------------ Court Duty (16.01) --------------------------- - ------------------------- Daycare (30.04) Definition of Employee (Article 3) Definitions, Continuing Employee (3.02) -------------------------------- Discharge (33.0l(a)) --------------------------------- ·---------- Employee (3.01) -------------- - ------------------------ - ------- Full-Time Employee (3.05(a)) -------- - ----------------------------- Grievance (35.02) ---------------------------- - -------------------- Hours of Work, Terms re. (.28.01) ---------------------------------- Involuntary Transfer (22.05(a)(,ii), (.34.0l(c)) -------------------- Layoff (34.0l(a)) ------------------------------------------ - ---- Overtime (29.01) --------------------------- -- --------------------- Part-Time Employee (3 . 05(b)) -------------------------------------- Probationary Employee (4.01) ------------- -- ----------------------- Promotion (22.04) ------------------------------------------------- Recall (34.0l(b)) ---------------------------------------------- - -- Reduction of Classification (22.06) ------------------------------- Resignation (33.0l(c)) -------------------------------------------- Seniority (32.01) -------------- - ------------------------------- Sessional Employee (3.03) ---------------------------------------- Shift Hours (28.0S(a)) -- - ------------------------------------ Special Holidays (26.05(a)) --------------------------------------- Statutory Holidays (26 . 01) -------------- ---- ---------------------- Student Assistant (3.06) ------------------- - --------------------- Suspension (33.0l(b)) --------------------------------------------- Technological Change (19.02) -- ------------------------------------ Temporary Employee (3.04) ------------ -- --------------------------- Transfer (22.05(a)(i)) -------------------------------------------- Vacations, Terms re. (27.01) ------------------- - ------------------ Demotion see Reduction of Classification Page 25 28 29 1 16 5 1 35 33 4 13 13 12 12 9 26 1 1 32 1 2 38 21 14, 34 34 23 2 3 14 34 14 32 31 1 22 18 17 2 32 10 2 14 19 14 Dental Appointments (30.06(c)) ----------------------------------------- Part-Time Employees (30.08(c)) ---------------- - ------------------ Temporary Employees (3o:o9(c)) ----------------------------------- Dental Plan (30.05) ------------------------------ - --------------------- Discharge (33.03) ------------------------------------------------- - ---- Definition (33.01) ------------------------------------------------ Proof of Cause (33 .04) ------------------------------------------- Seniority (32.06) ------------------------------------------------- Temporary Employee (30.09(a)) ------------------------------------- Vacation Entitlement (33.08) -------------------------------------- Discharge, see Unjust Discharge------------------------------------- - - - Disciplinary Action (33.06) --- - --------------------------------------- Discharge (33.03) ------------------------------------------------ Potential (8.02) -------------------------------------------------- Suspension (33.02) ------------------------------------------------ Discrimination (Article 9) -------- - --- ---- ---------------------------- Dues, Union, Check-off (Article 6) ---- - --------------- - --------------- .- -- Union Shop (5.01) ------------------------------------------------- Duration of Contract (37.01) ---------- - -------------------------------- Employee, Definition of (Article 3) ------------------------------------ Employee Files (23.01), (33.09} ---------------------------------------- Sick Leave Records (30.06(d)) -- --------------------------- -- ----- Equipment, consultation about (24.05) --------------------------- - ----- Expiry Date of Contract (37.01) ---------------------------------------- Explanation of Union to New Members (7.04) ----------------------------- Extended Sick Leave (30.06(e)(ii) ------------------------------ - ------ - Files, Employee (23 . 01), (33 .06) ------------------------------- - -------- Flexible Hours (28.02) -------------------------------------------- - ----- Full-Time Employee, definition (3.05(a)) ---------------- -- -------- ------ Layoff, recall (34.08(b}&(c)) ------------------------------------- Funeral Leave (30.02(b)&(c)) --------------------------------------- - ---- General Purpose of Contract (1.01) -------------------------- - ----- - --~- Grievance (Article 35) ----- - -------------------------------------- - ---- No loss of pay, stewards (8.03) ------------------------------------ Potential (8.02) --- - ------------ - ---------------------- ----- ------ Procedure (35.03) ------------ - -------------- - ----------- - ------ ---- Time off Work (35 . 03(d)) ----------------------------------------- - Page 26 28 29 26 33 32 33 32 29 33 33 33 33 6 33 7 4 3 43 1 15, 33 27 16 43 6 27 15, 33 21 2 38 25 1 38 6 6 39 40 Hiring Policy (22.03) -------------------------------------------------- Holidays, Annual Vacation see Vacations During Sick Leave (30.06(g)) -------------------------------------- Falling during Vacation (27.10) --------------------------------- Modified Work Week (26.06) -------------------------- -- ----------- Overtime on (29.04) ----------------------------------------------- Part-Time Employee (30 .08(b)) ------------- - ---------------------- Pay for work on (26.04) -- -- -- - ----------------------------------- Statutory (Article 26) ----------- - ---- - --------------------------- Temporary Employee (30.09(b)) ------------------------ - ----------- Special (26.05) -------------------------------------------------- Hours of Work (Article 28) ------- -------------------------------------- Human Rights (9 . 01) -------------------------------·-----------·----- Increment Policy (36.02) ------------ -- -------------------------------- Involuntary Transfer, definition (22.05(a)(ii), (34.0l(b)) ------------- Due to Technological Change (19.06) ------------ -- ----------------- Procedure (34,04) ----------------------------------------------- Job Descriptions (31.01) -- -- ------------------------------------------- Job Duties, List of (31 . 02) -------------------------------------------- Job Evaluation Committee (31.03) --------------------------------------- Job Postings (22.01) -------------------------------------------------- Job Training, Retraining (19.05) --------------------------------------- Jury Duty (Article 16) ----- ------------------------------------------- Layoff, Due to Technological Change (19.06) --------------------------- Procedure (34.05) - ----------------------------------------------- and Seniority (32.04(b)), (32.05), (32.06) ----------------------- Temporary Employee (30.09(g)) ------------------------------------ Leave, Citizenship (13.10) ----- - -------------------------------------- Compassionate (30.02) -------------------------------------------- Court Duty (16.01) ----------------------------------------------- Funeral (30.02(b)&(c) ----------------- ---- ----------------------- Maternity (30 . 07) ------------------------------------------ --- Military (13 .03) ------------------------------- - ----------------- and Seniority (32.05) -------------------------------------------- Union Activity (7.02), (7.03) ------ - ----------------------------- Without Pay (30.01) -------------------------------~-------------- Leave of Absence, Union Activity, Full-Time (7.02) -------------------- Short Term (7.03) ------------------------------------------------ Leave of Absence Without Pay (30.01) - ------------------------ - -- - ----- and Seniority (32.04(a)) ----------------------------------------- Page 14 27 20 18 24 28 18 17 29 18 21 7 43 14, 34 12 35 30 30 30 13 11 9 12 35 32 29 9 25 9 25 28 8 32 5 25 5 5 25 32 Library Card, Employees' (13.02) ---- -- --------------------------------- Retired Employees' (25.01) ---------------------------------------- Lighting (24.06) ----------------------------------------------------- List of Job Duties (31. 02) --- -- -------- - -----------------··------------ Lunch Breaks (28.03(a)) ---------- -- -----------------------------------_____________________ , ______________________ Make-Up Time (29.09) Management Rights (11.01) -------------------------------------------- Maternity Leave (30.07) ------------------- - ------- - --------- - ---------- Part-Time Employee (30.08(f)) ------------------------------------- Temporary Employee (30.09(d)) ------------------- --- --------------- Meal Periods (28.03(a)) --------------------------------- - ------------ Overtime (29.06) ----------------------- -- ---------------- -- ------- Medical Appointments (30.06(c)) ---------------------------------------- Part-Time Employee (30.08(c)) ------ - ------------------------------ Temporary Employee (30.09(c)) ------------------------------------ Medical Examinations and Certificates (30.06(j) -------------------- -- -- Medical Plan (30.05) - -------------------------------------------------- Meeting With Management (8.02) --------------- -- ------------------------ Meetings, Union (10.01) ------------------------------------------------ Membership in Union (5.01), (5.02) ------------------------------------ Military Leave (13 . 03) - - ---------------------------- - ------------------ and Seniority (32.05) ----- - ------- --- ------------------------- - Misclassification (31.0S(b)) ------------------------- - ----------------- Modified Work Week (28.02) --------- --- --------------------------------- Effect on Holidays (26.06) ------------- -- ------------------------- New Employees, Explanation of Union to (7.04) ------------- - -------- - --- Union Membership (5.02) ---------------- - -------------------------- Notice of Resignation (33.07) ------------------------------------------ Notification by the Union, Dues, etc. (6.04) --- -- ---------------------- Executive, Stewards, etc. (8.04) ------ -- ------- ---- -------------- Union Meetings (10.01) ---------- --- ------------------ - ------------ Notification by the University, Applicants for Posted Vacancy (22.02) --- Discharge (33.03) - - ------ - ------- --- --------- - --------------------- Hiring, Promotion, Resignation, etc. (5.03) -- - --------------------- Involuntary Transfer (34.07) - ------- - --------- - -------------------- 8 17 17 30 22 25 7 28 29 29 22 24 26 28 29 27 26 6 7 3 8 32 31 21 18 6 3 33 5 6 7 13 33 3 37 Layoff (34.07) -- -- ----- -- - --- ---- ----- ---- -- - - - - - ------ --- ------- Layoff due t o Technol ogi cal Change (19. 06) --- --- ----- ----- ---- ---- Recall (34.06( e )&(f )) --- ---- ----- ---- --- - --- -- ----- ----- -- - - ----- -- Reduction of Staf f (34.02) -- ---- ----- ---- ----- --- ------ ---- ---- --- Technological Change (19.0 4) --- ----- --- ----- ---- ------ --- --- - -- --- One Hour Expl ana t ion (7 .04) -------------------------------------------- Overtime (Art i cl e 29) --- ---- ---- ------ ---- ------ ---- ----- ----- ----- - Part-Time Employee (29.0 l (b)) -- --- ------- --- ------ ---- ------ ----- Shi f t Work ers (28.0 5 (d)) ----- ---- ------- --- ------- . -- ----- Ti me Off in Lieu of (29.0S) --- ------ -- - ---- ------ ----- ----- -- -- Part-T i me Employee, defini t i on (3. 05 (b)) - ------ --- ------ ------ ------- -- Part-Time Empl oyee Benef i t s, etc ., Compassionate Leave, Mater nity Leave, Medical and Denta l Appoin t ment s, Sic k Leave , Stat ut ory Holi days, Vacation Ent i tl ement (30.08) - ---- --- - -- ------ ----- ------- - - - - - ---- Discha r ge (33.03) --- - ------ ------ ---- - -- ------ ----- ---- - - ------ -- Layoff, Recall (34.08(a)) - -- ---- -------- ------ ------ ------ --- - -- -- Medica l and Dent al Plan (JO.OS) ---- ----- -------- ----- ----- ------- - Overtime (29 . 0l (b)) --- - --- -- ----- -------- ------ -------- ------ -- - - - Seniorit y (32.02) --------- - -- --- -------- ------ - - ------ -- - --- ------ Pay for Union Negotiato rs (7.05 ) Pay Grades (36.01) ----------------------------------------------------- Payche ques in adv ance of · vacation or leave (27. 12) - ----------- - - --- ---- Pension Plan (30 . 03~ ---- -- - --- -------- ------------ -- -------- --- - --- -- -- Personal Rights (9.02) --------- --------- --------- ---------- ------ ------ Picket Lines ( 17.01) ---- - - -- - - ------ -------------- ----------- --- - --- --- Probationary Empl oyee , de fin iti on (4.0 1) -- ---------- ---------- ----- - - -- Rights (4.02) ---------- - -- - - - ------------ - - ------------ -------- --- 37 12 37 34 11 6 23 23 23 24 2 28 33 38 26 23 31 6 41 20 26 7 10 3 3 Probationary Period (4.0 1) ------ ---- - ---------- - - ------------ ---- - --- -- 3 Promotion (22.04) ----------- - --- - ----------------- --------------- ------ Seniority (32.05) --- - - -- --------------- - --- -------------- ------- -- Temporary Pr omoti on (22.0 7) - - - ----------------- - - - -- ------- ------- Tria l Period (22.08) ----- ------------------------------ --- - ---- --- Proof of Il l ness (30.06( b)) Protective Cl oth i ng (24.0 7) Quarantine (30.06(h)) - ----- - - ------------- - --- -- - - - - ---------------- --- Reassignment (22.05( a )(ii)) -- - ------ - -------------- - ----------- -- -- - - -- University Closu r e (13.0 1) - --------------- ----------------- ------- Working Condi t i ons (24. 02) ------------------- - - -- -- --- ----------- - 14 33 14 15 26 17 27 14 7 16 Recall, definition (34.01) --------------------------------------------- ---Procedure (34.06) ------------------------------- - ----------------- and Seniority (32.04), (32.06) --------------------------- - --- - --- Reclassification, Procedure (31.04) ---------------- - ---- - ------------- and Seniority (32.05) ------ - ---------------------------- - --- - ----- Wage Increase (31.05) -- - ---------------------------------------- Recognition, of Stewards (8.01) -------------------------- - ------- - ---- of Union (2.01) ------- - ------------------------------------------- Reduction of Classifi cation (22.06) ---------------------- - -------- - ---- and Seniority (32.0S) --------------------------------------------- (Letter of Agreement)---------------- - --- - ------------------------ Reduction of Staff (34.02) ---------------- - - - ------------- - ---------- Reductions in the Workforce (5.04) --------- - -------------------------- Reinstatement for Unjust Discharge (33.0S) -------- - --- - --------------- Relief Periods (28.03(b)) ---------------------------------- -- ---------- Representation, Building Committees (24.04) ------ - ----- - ---- - ---------- Resignation, definition (33.01) ------------- --- - - - --------------------- Notice (33.07) ---------------------------------------------------- Vacation Entit l ement (33.07), (33 .08) --------- - ------------------ Retirement (3.07) ---------------------------- - ---- - -------------------- Library Card (25.01) --------------------- - - - ---------------------- Vacation Pay (27 . 11) --------------------------------------- - ------ Retraining (19.05) ---------------------------------------- - ----- - --- --- Skill-Upgrading (20.01) -------------------------------------- - ---- Rights, Human (9 .01) - - -- - ---------- - - - -- - - - --------------------------- Personal (9.02) --------------------------------- - ------------ - - - -- Union Activity (9.03) ----------------------- - -- - ----- ~---------- - Rights of Probationa r y Employee (4 . 02) -------------------------------- Room Booki ngs (13.05) ------ -- ---------- - -------- - - - ---------------- - -- Salary Adjustment, Increment Policy (36.02) - - -------------- - -- -- --- - --- Promotion (22.04(b)) ---------------------------------------------- Reduction of Cl assificat i on (22.06(b)) ---- - ---------- - ------------ Reclassification (31.05) ------------------------------------------ Temporary Promotion (22.07) --------------------------------------- Seniority (Article 32) ------ --- --- - ---- -- - -- -- - - --- -- - --- --- -------- - -- During Leave of Absence Without Pay (30.0l(d)) -------------------- Hiring Policy (22.03) --------------------------------------------- Seniority List (32.07) --- -- ------------------------------------------- Page 34 36 32 30 32 31 6 1 14 32 45 34 4 33 22 16 32 33 33, 34 2 17 20 11 12 7 7 7 3 8 42 14 14 31 14 31 25 14 32 Sessional Employee, definition (3.03) ---- -- -------------------------- -- Layoff (34.0S(b)) ------------------- -- ---------------------------- Recall (34.06(k)) --------------------------- --- ----------- - --- - - Seniority (32.04(c)) ---- -- ------ -- ----------------- - ------------- Termination Date (34 .03(a)) --------------------------------------- Shift Differential (28.05(b)), (Letter of Agreement) -- - ----------- - ---- Shift Work (28 . 05) ------------------------------ - -------------- ----- - Sick Leave (30 . 06) -------------------- - ------------- ----- -------------- During Vacation (27.13) --------------------- - --------------------- Part-Time Employee (30.08(a)) ---- - --------- ------ ----------------- Records (30.06(d)) ------------------------ ---- -------------------- and Seniority (32.03(b)) - -- ----------- ---- - - ---------------- -- --- Study Committee (30.06(k)) ----------------------------------- - ---- Temporary Employee (30.09(h)) ------- --- --------------- -- --- ------- Special Holidays (26.05) Split Shifts (28.04) --------------------------------------------------- for Shift Workers (28.05(e)) ---------- ------ ---------------------- Staff Rooms and Facilities (13.09) -- - --------------------------------- - Armouries (Letter of Agreement)----------- ---- -------------------- Statutory Holidays (Article 26) --- ------------------------------------- During Sick Leave (30.06(g)) ------------------------------ -------- Falling During Vacation (27.10) ----------------------------------- Modified Work Week (26.06) ---- - --- - --- ----------------- ----------- Overtime on (29.04) ----------------------------------------------- Part-Time Employee (30.08(b)) ---- - ---- - ------------------------ -- - Pay for Work on (26.04) ------------------------------------------- Temporary Employee (30.09(b)) ---- - -------------------------------- Stewards (Article 8) ------------------------------------------ - -------- Contacting at Work (7.01) ----------------------------------------- Strikes by Other Unions (17.01) ------------ -- -------------------------- Student Assistants (3.06) ----------------------------- ---- ------------ - Study Benefits (Article 21) -------------- -- -------------- ------- -- ----- Suspension (33.02) ----------------------------------------------------- definition (33 .01) ------------------------ - ------------- -- -------- Taxi Vouchers (13.08) -------------------------------------------------- Technological Change (Article 19) -------------------------------------- Temporary Employee, definition (3.04) -- ---- ------- --- ------------------ Termination Date (34.03(b)) --- ------------------------------~---- - Page 1 35 37 32 34 22, 46 22 26 21 28 29 32 27 29 18 22 23 9 45 17 27 20 18 24 28 18 29 6 5 10 2 12 33 32 8 10 2 34 Temporary Employee Benefits, Compassionate Leave, Maternity Leave, Medial and Dental Appointments, Sick Leave, Statutory Holidays, Vacation Entitlement (30.09) ---- --------------------------------- Discharge (30.09(a)) - ------------------------------- - ------------ Layoff (30.09(g)), (34.05(c)) ------------------------------------ Seniority (32.02) --- -- ------------------------------------------- Temporary Promotion (22.07) ------------------------------------------- Termination, Discharge (33.03) ------ - --------------------------------- and Seniority (32.06) -------------------------------------------- Vacation Pay upon (27.09) --------------------------------------- Termination Date (34.03) ---------------------------------------------- Sessional Employee (3 . 03) ---------------------------------------- Temporary Employee (3.04) ---------------------------------------- Time Off in Lieu of Overtime (29.05) ---------------------------------- Training Period for Transfer and Promotion (22.08) -------------------- Transfer (22.05) ------------------------------------------------------ Outside the Bargaining Unit (22.09) ------------------------------ and Seniority (32.05) ---------------------------------------- Trial Period (22.08) --------------------------------------------- Trial Period for Transfer and Promotion (22.08) ----------------------- Tuition Waiver (21.01) ------------------------------------------------ Union, Recognition of (2.01) ------------------------------------------ Union Activity (Article 7) -------------------------------------------- No Discrimination (9.03) ----------------------------------------- Union Label, pins, badges and stickers (15.01) ------------------------ Union Meetings (10.01) --------- -- ------------------------------------- Union Organizer, Contacting at Work (7.01) ---------------------------- Leave of Absence (7.02) ---------------------------------------- Union Security (Article 5) -------------------------------------------- Union Shop (5.01) ----------------------------------------------------- University Facilities (13.06) ---------------------------------------- Unjust Discharge (33.05) ----------------------------------------------- and Seniority (32.03(b)), (32 . 05) ---------------------------------- Vacations (Article 27) ------------------------------------------------- Part - Time Employee (30.08(e)) --------------- - --------------------- and Seniority (32.05) --------------------------- -- ---------------- Temporary Employee (30.09(f)) ------------------------------------- f.~ 29 29 29, 36 31 14 33 32 20 34 l 2 24 15 14 15 32 15 15 12 1 5 7 9 7 5 5 3 3 8 33 32 19 28 32 29 Vehicle Policy (13.11) - - --- - ----------- - ----------------------- 9 Voluntary Overtime (29.08) -- - ----------- - --------- - ---------- 24 Wages (Article 36) _ _ _________________ ___ ,____ ___ __ ___________ 41 Weekend, Work on, Overtime (29.03) ---- - -- - ----------- --- ----------- - 24 Shift Work (28 . 05(c) (11) ____ ,_ _ ____ ______________ __________ 23 Work Day and Work Week (28.02) -- - ------ - ------------------------ 21 Workers' Co1Dpensation Boar d, Cheques (30. 06(f)) -------------- - ------- 27 Standards (24.01) - - --- - ----- -- -------------------------- - - 15 Working Conditions (Article 24) --- - ---- - -------..-- - - - -------- - - 15 Commit t ee (24 . 03) _____ ___ ________________ __ ______ ,________ 6 Dangerous (24 . 02) -- - ---- -- - --------------- - -- - ------ - ---- 16 COLLECTIVE AGREEMENT BETWEEN THE UNIVERSITY OF BRITISH COLUMBIA AND THE ASSOCIATION OF UNIVERSITY & COLLEGE EMPLOYEES, LOCAL 1 (U.B.C.) April 1 , 1979 - March 31 , 1980 Covering Clerical and Library Workers at U.B.C . COLECTIVE AGREEMENT BETWEEN THE UNIVERSITY OFBRITISH COLUMBIA AND THE ASSOCIATION F UNIVERSITY AND COLLEGE EMPLOYEES, LOCAL l (U.B.C.) Apri ll , 1979 - March 31, 1980 Covering Clerical and Library Workers at U.B.C. YOUR UNION CONTRACT This is the collective agreement between Local l of the Association of University and College Employees (AUCE) and the Univers:l.ty of British Columbia. It establishes wages and wo;rking conditions for clerical and library employees of UBC who are covered by AUCE's certification. This booklet outlines the rights and benefits that you are entitled to under the contract. Read it carefu_lli - observe it and enforce it. If you have any questions or problems concerning the contract or its interpretation, contact your steward or the AUCE office. The Union Office is located at 2162 Western Parkway in the Village (above the Earth Harvest Health Food Store), phone 224-2308. TABLE OF CONTENTS Article -- - 1 General Purpose---------------------------------- 1 2 Recognition-------------------------------------- 1 3 Definition of Employees ------------- ------------- 1 3. 01 Employee----------------------------------- 1 3.02 Continuin g Employee- ---- - ------ - --- -------- 1 3.03 Sessional Employee---- - ----- ------------ - - - 1 3.04 Temporary Employee------------- ---- - ----- -- 2 3.05 Full-Time and Part -Ii.me Employee----------- 2 3.06 Student Assistant----------- - ---------- --- 2 3.07 Retirement--------- - ---------- ------------- 2 4 Probationary Employee----------------- ---------- 3 5 Union S~curity -------- - ------------- ------------ 3 6 Check-Off -- -------- -- --------------· · ·· --- ------- 4 7 Union Activity----------------------------------- 5 8 Stewards----------------------------------------- 6 9 No Discrimination------------- - ---- - - - -- --------- 7 10 Union Meetings-------------------------------- - -- 7 11 Management Rights------------------------------- 7 12 (deleted) 13 General---------------- - ----- ------------ -------- 7 13.01 Official University Closure----- - ----- ---- 7 13.02 Employees ' Libary Card--- ---- ------- - ----- 8 13 . 03 Military Leave------------ --- - --- --------- 8 13.04 Campus Patrol Escort-- - ------------ - ----- 8 13.05 Room Bookings --------- ------------------- - 8 13 . 06 Community Facilities-------------- - ------- 8 13 .07 Campus Mail------------------------------ 8 13.08 Taxi Vouchers----------------------------- 8 13.0 9 Staff Rooms and Facilities------------- - -- 9 13.10 Citizenship Leave ----------- -- -- ---------- 9 13.11 Vehicle Policy---------------------------- 9 14 (delet ed) 15 The Union Label---------------------------------- 9 16 Court Duty ----------------- --- ··-- -- - ------------- 9 17 Picket Lines-------------- ------ ----------------- 10 18 Bulletin Boards---------------------------------- 10 19 Technological, Automation and Other Changes------ 10 20 Policy re: Courses (Skill-Upgrading)------------ 12 21 Personal Study Benefit - --------- ------- ---------- 12 22 Promotion, Transfer, Job Postings and Selection -- 13 22. 01 Job Postings -------------------- --- - -- ··--- 13 22.0 2 Right to Apply-------------- - ----- -------- 13 22. 03 Iii ring Policy --------· ·--------------- - --- - 13 22.04 Pro:noti.on ----------------------- -- ------ -- 14 22. 05 Transfer --------------- -- -- ----- ---------- 1/1 22.06 Reduction in Cl.tssific<1tion --- ----------- - 11, 22.07 Temporary Promotion----------------- ------ 14 22.08 Orientation Period for Transfer and Promo ti.on - --- - -------- ------- ------------ - 15 22.0 9 Transfer Outside the Baq ;aining Unit ----- - 15 2 3 Employee }:ilc:~ -------- - -- ---------- ------------- - 15 24 Working Conditions ---··------------ - - -------- - ·---- 15 Article 25 26 27 28 29 30 31 32 33 34 35 36 37 Permanent Library Card -- - - ----- - ---- - -- --- - -- --- - Statutory Holidays --- ---------- - -------- - -- - ---- - Vacations ------ - --------------- -- ------- - -- - ----- Hours of Work - -------- --- ----------------- - - -- - - - 28.0l Terms--------------------- --- ------- -- ---- 28.02 Work Day and Work Week--------- - ------ - - - - 28.03 Meal Periods and Relief Periods------- - --- 28.04 Split Shifts---------- -- -------- -- ----- -- - 28.05 Shift Work--------------- --- ------ ------ - - Overtime --------- - ------- ---- ------ -- ----- - --- -- - Benefits ---- --- ------------ - ---------------- - --- 30.0l Leave of Absen ce Without Pay----- - --- --- -- 30.02 Compassion a te Leave-------- --- ------ ----- - 30 . 03 Pension Plan----------------- --- ------- -- - 30.04 Daycare----- --- ---------------- - --------- - 30.05 Medical and Dental Plan --- -------- ---- - -- - 30 . 06 Sick Leave-------------------------------- 30.07 Maternity Leave ----------------r---------- 30.08 Continuing Part-Time Employee Benef i ts-- -- 30 . 09 Temporary Employee Benefits----- -- -------- Job Description, Job Evaluation and Reclassif i catio 1i Seniority------------------- - ------- -- ------ - -- -- Discharge, Suspension, Disciplin11ry Action and Resignation-------------------------------------- Layoff, Recall and Involuntary Tran sf er - --------- Adjustment of Complaints----- - -- - -- - --- --- ------- Wages ---- - ------- --- ---------------- --- -------- - Duration of Contract-------- --- ----------------- Letters of Agreement Armouries Staff Room-- - - -- --------- -- --------- - -- Reduc tion in Class if ication- -- -- - - ---- ----------- Shift Different i al--------------------- - --------- Notice (34.07 (a))---- --- ---------- - --------- - --- 17 17 19 21 21 21 22 22 22 23 25 25 25 26 26 26 26 28 28 29 30 31 32 34 38 41 43 44 44 45 46 THI S AGREEMENT made and c-nte r ed into hy and s1mmEN: THr- UNIVF.RSI'fY OF BRlTt SH COLUMBIA (He r ei na ft e r r efer r ed to as t he Uni versit y) AND Tim ASSOCIATION OF UNI VERSITY AND COU.EC.E EMPLOYEF.S, LOCAL 1 (U.R. C.) (He r ei nafter r eferred t o as t he Uni on) ARTICLE 1 - GENERAL PURPOSE 1. 01 The purpose of th is ai;reemenc is t o se t f or t h and est abl ish t he t er zns and con- di t i ons of employment so t hat efficie nt oper ati ons ;ind ha rmoni ous r elati onsh i ps may be m;,int ·ai ned between t.he University and th e empl oyees to t he benefit to bot h par ti ,es and t he community they serve . No employee sha l l be req uired or permitted t o make writte n or ver bnJ ;,gre ement wit h the, Uni versit y or i ts r eprese nt;itives whi ch m.iy conflict with the te r ms of t hif- agree ment . ARTICLE 2 - RECOGNITION .?..:.fil_ The Union. is the sole bargaini ng author i ty for a ll er.tplo yces of th e, Univers i ty f or ~!hom th e Uni on is certified unde r the Labour Code of Br5 t1sh Colu mbia . ARTICLE 3 - DEFINITION 01" EMl'LOYEE 3 .0J Employee An empl oyee s hall mean any perso n employed by the University who is covered by th e ce r tifica t i on gr ante d th e 'union by the Labour Rel::itions Board o( Briti s h Col umbia on April 11, 1974 and varie d on May 21 , 1974 . The Unive 1·sity hires empl oyees i n t he f ollowing catei;oriE•s : conti .nuinr., sessional or t emporary on either a full- t i me or part - ti me b:isis . 3. 02 Cont i.nuing F.mpl oye C?_ A contin uing employee i;haJl me.in an e1nployt>e who i s hire d to (ill a position of more th an three (3) month s duration or as provided in Article 3. 04. Such cmpJ oyccs m::iy be hired to wor k either full - time or part -t in,,,. Continuing ( ull.-timc employe es sh all be pai d by th e month ; pnrt - Lime e-r.,ployc ,es m~,y be pai<l eit her by th e month or the- hour .. A sess l on;,l empl oy<'<' shall n,c-nn an c·mploy<'<' who i~ hi·,c·d to f i ll a r ecu rrin i; posi t ion whi.ch a ppl'oxi11•at<'ly coincicl cs wit h t he Univ ersi Ly Wi nt er S(,s sion or t he Uni vet·s ·: ty Jntcr/Su mir.c,r S,,ssio u. I n the c as<' of th e- Wjnte r Session , a s esFdoual pos it ion ,:h;:11 not h<:-1;in l.i<:e r than Sc:ptc,1nhc:r 30t h nnr end c-.1r lic- 1· th ;111 ,\ prj] 1st . - 2 - Such employees may be hired to work ei ther full-time or part-t ime . Such employ ees shall be paid by t he month or the hour . Sessional employees shall be enti tl ed to all the right s accord ed continuing em- ploy ee s, except where otherwise specifie d. 3 .04 Temporary Employee (a) A temporary employee shall mean an employee who i s hire d to fill a short-term, non-recurring position of less than t hree (3) mon ths dur ation . (b) Such employees sha l l , at date of hi r e , be assig ned a t ermi nat i on date under the cond iti ons of Article 34 : 03 . (c) Such employe es may work either full- t ime or part - ti me and shall be pai d by the hour . (d) Upon completion of three (3) calendar months or s i xt y-s ix (66) days of ac- cumulated service, t he employee sha ll become a conti nuing empl oyee as defined in Article 3 :02. 3 . 05 J<ull -Tim e and Part-Tim e F.mployees (a) Full-Time Employee - A full - t ime empl oyee shal l mean any employ ee who normally works a regular work week of thirty - f i ve (35) hours per week or sev enty (70) nours per two week period as defined i n Ar t i cle 28 (Hours of Work). (b) Part-Time Employee - A part-time employee shall mean a ny employ ee who nor mally works less than t hirty-five (35 ) hours per week or s eventy (70) hours per two consecutive weeks , as defined i n Arti cl e 28 (Hours of Work). 3 .06 Student Assistant The term "student assistant" shall mean any f ull - time st udent who is enr olled at the Uni versi ty and works no more than te n (10) schedule d hours in any one week. Such student assistants may work more th an t en (10) hours in any one week if they repla ce other student assistants who ar e unab l e to re por t f or their scheduled hour s . The term "replac ement" shall not apply to te r minati ons or se ver anc es. Such student assistants are outside th e certificat io n . A student who is hired to regu l arly work more t han t en (10) schedul ed hours per week shall be consider ed an employee as defi ned in Art i cle 3.01. Stud ent assistants performing duties norma ll y done by employee s bound by thi s agr eement shall be paid at th e base hourly rate as ou tlin ed in th i s agr eement. 3 . 07 RC'tir emcrnt Employe es shall norni::tll y retire on the last working day of th e mont h in which th eir sixty-fifth (65th) birthday occ urs, however , r et ir ement shall be option al at any ti me after the fifty-fiCth ( 55t h) birthday . - 3 - All employees, upon r e tir ement from the University : (a) sh a ll receive a li fet i me University Li brary card, r enewable yearl y ; (b) shall be entitled t o th e sa me vacatio n which she/he would have had if she/ he continue d work i ng t o the end of th e calendar year ; (c) shall be entit le d to th e use of Univers i ty facilities as per Article 13 .06. Prov i di ng there is mutu al agreemen t bet ween the employee and the University , employees may cont i nu e in th eir position with t he Univer si ty after the age of sixty-five (65) subj ec t to ann ual review with a t est of competence which would indicate su ffi ci ent ability to perform t he job sa t isfactorily, and shall con- tinu e to receive all th e rights and privileges provided for in this agreement . ARTICLE 4 - PROBATIONARY E~!PLOYEE 4.01 Probation a ry F.mpl oyee A probationa r y employe e sh all mean a new employee serving a tr:inl pe riod to determin e s ui tabili t y. 1'his probat i onary period shall be thre e (3) calendar mont hs or sixty - six (66) days of accumulated se r vice . 4.02 Rights 1'he probationary employ ee s ha ll be entit l ed t o all the rights and pr :i.vilegcs of this agreement excep t wher e specifica ll y stated otherwise . ARTICLE 5 - UNI ON SECURI'fY 5.01 Union Shop All employ ee s cover ed by t he cert i fication who were members of the Union as of Oc tober 1, 1974, will continue as members of the Union . All emplo yees cov ered by t he cer t ification and employed by the University prior t o Octo her 1, 1974 , but who were not members of the Union at that time will not be requir ed t o j oin t he Union . All employ ees cove r ed by th e certification shall be required to pay fees and assessmen t s to th e Union. 5.02 New F.mplo yees As a conditi on of empl oyment , new employees shall become Union members within thirty (30) ca l endar days of t heir date of hire . 5.03 Notifica tion by th e University The Uni ver s ity agrees t o notify t he Union in writin g wjthin fjve (5) working days when an emplo yee has hcen hi r ed , promot ed , tr ansferred , recallc-d or resigns . In t he, case of layoff or i nvoluntary t ransfer , Art icle 34 .07 (a) shall t.'lke pr ece dence. In the case of suspension or discharge , the Unlvcr slty will notify the Uni on as out li ned i n Art icle 33 .02 (Susp ens ion) and 33 .03 (Discharge ). - 4 - 5.04 Reductions in the Workforce An employee ' s workload will 11ot be incrC'ased beyond a norma::. workload expec ted o~ an employee in a regular work day as a result of layoff, attrition, suspen- sion, discharge, resignation, vacati ons, leaves or changes in the University's procedures or methods of operat io n. 5;05 Contracting Out It is agreed between the Unive rsity and the Union: (a) that the Uni versity shall not contract out services or work where th e University has employees th at norm11ly provide the work or servi ces ; (b) it is further agr ee d that the University may contract out work on services in situations when: (i) the University does not hav e the equip ment ncc-cssary to provide the required work; (ii) the University does nQt hnve employees w!io r egula rly perfo r m such work or are skilled in such work and where such jobs will not be required on a continuing bas is in the futur<' . (c) It is further agreed that the Universit y may contract out work in emer gency si. tu ati ons. (d) No employee shall be lnid-off, suffor a r <'.duction in classHic;:tion, or have recall withheld because of contracting out. (e) In all work contracted out, all sub-contr ac tors of the Uni vers i ty shall prov i de wages and cond itions of employm~nt which a rc al Jc:,:1st equal t o the. ter ms of this agreement. 5 .06 Bargainini; Unit Work Persons not employed with jn the bargaining unit shall not do the work of employe es within the barga ini ng unit excep t ,;h('n mutually aer<'ed between the University and the · Union. It is recognized, howC'ver, that both bo.rgaining unit and non-harg ain- in unit employees may pe rform the s11mc tasks in mcC'ting thei.r r cs pcc t i.ve rcspon- s ibil:it i cs. ARTICJ.E 6 - CHECK-OF!' 6.01 Auth ori:rnt io n All employe es on date of hir e , will bC' required to sien an nuthoriKarinn fo r dues and asscss n,ents <le,1uctions . A copy of thj s 11uL!,or i ?.at i on shall be SC'll t to th e Union . 6.0?. Deduction o( Dues Tl,c Unjvcirs i ty sh.111 heni n t hi? dc duc-.tion o( 11:onthlv Uni.on duc-s and asscssm,~nn : on th, · fir;;t appropriarc pay day io ll owin& dill<· of hi~C'. - 5 - 6,03 Collection of Dues Before the fifth (5th) work ing d.iy, followinf the fina l pay day for the pr evious month, the University will forw.ird the collected dues by cheque to the Treasurer of the Union, together with a detailed list of names of all employees in the bargaining unit and their social insurance numbers, departments and amounts de- ducted with explanation. 6.04 Notification The Union agrees that they will advise the University of all present assessments and dues required by the Union, .ind of any changes which may arise from time to time in connection with such due s and assessments. ARTICLE 7 - UNION ACTIVITY 7.01 Contacting at Work The c-lected full-time organizers and stewards of the Union shall have the rieht to contact employees at work on matters respecting this collective agreement and its administration. The Union agrees that there will be no undue disruption of work. 7.02 Full-Time Leave of Absence A leave of absence without pay of up to one (1) year will be granted to any employee who has been elected or selected to a full - time office or position in the Union or the Union 's Provincial Association. Any employee so elected or selected must give one (1) month's notice to th e University. Further leave may be granted by mutual consent. Seniority shall accumulate during such em- ployee's leave of absence of up to one (1) year but no longer. The employee shall also be allowed to continue with all the University's Benefit Plans and the employee shall pay the ful l premium of these plans. Upon return to work, the employee shall be placed in her/his former position provided leave has not ex- ceeded one (1) year . 7 .03 Short Term I.cave of Ab.~~ The University agrees to grant representatives of the Union leave of absence without pay for Union functio ns on the following basis: (a) After thirty (30) days noti ce in the case of steward scminnrs at whkh thirty (30) employec:s or more are to attend dudng their rc,gular working hours. (b) After five (5) days notice in the case of emergency situations. It is understood that c•mergency situations may nr i se in which the Union woul<! be unable to nive a full fi .ve (5) days notice. A request for leave to begin after less than five (5) full days notice will only be denied if the r,rant- ing thereof ,-:ould, due solely to the shortness of notice result in undue disruption of the d<.!part111ent concern<>d . (c) After ten (10) days noti ce in nll o t he r cas es . (d) H, os a direet re!;u}t of tit,:,, grnntlng of lenvc under (h) above, shift - 6 - changes are required, the Union shall assume the premium pay costs required by Article 28.05 (c) (v) . The University agrees that, whenever possibl e , shift changes resulting from the granting of such leave shall be avoided . 7 .04 One Hour Explanation The University agrees that up to two (2) Union representatives shall be allowed one (1) hour to meet and discuss the function of the Union with all new employees. This meeting shall normally take place in conjunction with the induction process at Employee Relations, and shall be during working hours. Both the Union rep - resentative(s) and the employees shall have time off work with pay to attend the meeting. In no case shall a new employee work longer than one (1) week before attending one (1) of the meetings . 7,05 Pay for Union Negotiators The Univ ersity ~hall grant leave of absence with pay for hours regularly worked for four (4) unio~ members who are employees of the University and who are a _ pointed by the Umon for the purpose of negotiating the collective agreemen/ between the University and th e Union. The Union shall pay for in excess of four (4) negotiators at any one bargaintne session. ARTICLE 8 - STEWARDS 8. 01 Recognition The University recognizes the stewards elected by the Union and shall not discriminate against such stewai ·ds for carry:i,ng out duties proper to that position. 8.02 Meeting the University When the University wishes to discuss dissatisfaction with the work of an employee which may lead to disciplinary action, the employee shall be ac- companied by a steward . When an employee wishes to f nitiate discussion wi th the University regarding a potential grievance, the employee shall be acco mpanied by a steward. 8 . 03 No Loss of Pay Stewards shall have the right to investigate :ind process gricvancer. and to perform other duties prop er to th e ir position <luri ng rer,ular working hours, without loss of pay. It is furthe r agret?.d that th e re will be no undue dis- ruption of work, and the s teward sh:ill not leave work during rei;ular working hours without obta i ning permi ssion from •her/his sup ervisor . Permission shall not be unr easonably withheld. 8.04 Not i ficat i on by the Uni0n The Union shall r c,:ularly notify the Untvcrsi ty, in wri ting, of the names o( its Local. Exc-cutiv e , Chie f St, ,w,1ru, Stew ards and Gri evan c e Committc-e . - 7 - ARTICLE 9 - NO DISCRlM:r:NA'flON 9.0 1 Human Ri ghts The Universit y and the Union ag r ee Lhat there will be no discr.i.minatfon against an empl oyee by reason of age , race, creed , colour , national origin, political or r el igio us affiliatio n, sex or sexu.:il orientation, marital status, or whether sh e/h e has child r en , i n particu l ar, t hat there shall be no such di .sc r imina t ion in t erms of hi r i ng , promotion , wages , discipline or dis1nissal . The Parties fu r ther agree to abide by the Human Rii(hts Code , Us spi r it and i ntent , as it specifically r elates t o employees with medical/physical handicaps . 9. 02 Per sona l Rights The Uni ver s i ty and it s r epresentatives aeree that th<.> ru l es , regulations and r equire,nents s hall be li mi ted to matters pert.ai1dn& to the work required of each employee . Employees 1dll not be required to do any work of a personal nat ur e for the employer or r epresentatives of the employer . The employees agr ee t hat they will no t ac t in any way which would interfere with the nor mal work r equirements . p. 03 Tr ade Union Activitv The Univ er sity will no t <liscr.Lminatc against any employee because of union niembership or uni on ac t ivity or for the exer c ise of rights p1·ovided for in th is agreeme nt. ARTICLE 10 - UNION MEl::TINGS The University :igrees to allow nine (9) two-hour J unch meet i ngs (12 : 30 to 2: 30) i n each t wel ve (12 ) month period of the Collectiv e Agreement . The Union may ar r ange when meetings are to be held provid ed at least ten (10) days advance noti ce i s giv en. ARTlCI.E 11 - NANAGDIENT RIGHTS The managemt?.nt and dtrection of the working for ce- is vested exclusively in the Universi t y subj ect to the letms of thi.s agri,cment . ARTl CLE 13 - GENERAL Should Lhe University , or an arc:i of the UniverHily, be officially closed te mpor a rily <lut?. to (•nvironmenLal condiLions, ut ili.ty cllsrupLions, ro:id condi- t ions, or other reasons hcyond Lhe c,ontrol of the employees cove r ed by t his - 8 - Agreement, employees shall receive their regul ar salary during t he closure. (These closures shall not be considered a Special Holi day as in Arti clc 26). In the case of an ar ea of the University being closed, and where alternate work is available jn another area or depart ment of the University, it is under- stood and agreed that the employee shall be informed if she/he is to be temp- orarily r eassigned to that area or department {subject to Article 22.09 - Transfer Outside the Bargaining Unit). 13:02 Employees' Library Card Employees shall be entitled to a free, person al Library Card, renew able yearly, for the duration of their employment with th e University. 13.03 Military Leav~ Employees required to attend Military training courses shall be granted one- half (1/2) the time as a paid leav e of absence, the othe r half to be deducted from their holidays. 13.04 Campus Patrol Escoi:t After regular working hours (after dark) employees upon reques t shall be escorted by Campus Patrol from their place of work to a convenient bus stop, where t he Patrol will wait with them until t heir bus arrives, or some ot her mutually satisfactory arrange ment. It is understood th at the University Patrol esta blish ment will not be increased due to this clause nor may the patrol be able to respond immediately to all requests. 13.05 Room Bookings The University shall permit the Union to book University rooms thr ough Space l A/V Services for business meetings of the Union. 13.06 Community Facilities Employees and reti r ed employees shall be allowc-d the use of University facilities s uch as the swimmin& pool, tenn is cour t s , bowling alley, etc. , during hours schedu l ed for such purpo ses or public hours at the same rates ns apply to ~·ac11l ty or for fr ee as requlr ed by the University . 13.07 Campus Mail l'he University ogre es to per mit the Unio n the use of campus mail facilities, in order th at all memb<'rs be kept well-informed of Union Meetings and h11siness pertaining to the Unlnn. All postn&e, however, for out-going mail, Must be supplied by the Union . 13. 08 Taxi VouchC'rs Employees wlll normally he responsible for providing their own tran sport:ition to a1\d from the University. - 9 - Whereas women employee s may find difficulties in transportation at night, it is agreed that taxi vouchers will be provided, on the individual's request, to women employees required to work after 11:00 p.m. or before 6:00 a.m. It is further agre ed th.it if specia l circumstances ari.se where a male employee has a problem with his normal means of transportation occurring after the time that public transportation is avai labl e , the employc-c may request a taxi voucher from the Department Head or her/his designate who will de te rmine the appropriate - ness of the request. 13.09 Staff Rooms and Facilit ies The University and the Union agre e th at existing s t aff rooms and facilities will continue to be maintained at the present level of service for the term of this agreement . If existing staff rooms and facilities arc rcq11ired for other purposes because of space require ments, comparable facilities will be made available before such existing staff r ooms or facilities are used for other purposes. The Universit y will ensure that the need for staff focilities will be considered in th e desig n of new buildin gs and additions. 13.10 Citizenship Leave An employee shall be allowed the necessary time off with pay to process her/ his Canadian Citi zenshi p application. 13.11 Vehicle Policy The University shall not require an employee to own or use her/hts own vehicle as a condition -of employment . ARTICLE 15 - THE UNION LAnEL Employees will be permitted lo use th e Union Label and to wear Union pins, badges and stickers . ARTICI.E 16 - COURT DUTY (a) An C'mpl oye e who is c.~llf'd for Jury Ou ty or ns a subpoenaed witness sh.ill continue to r ecei ve her/his regul a r pay for th,, days on whic-h she/he 1.'0uld othcr-,isc havt· work~d. Jo the event the employee rc,ceivcs any monies from th e Crown for such servjcc•, sh<'/he shnll retain such portion as covers her/ his expensc·i: , and shall turn the remnJnder over to the University with 110 acc.-c,untlng of amounts recc-ive tog et her with pro of of servic e . (b) \!hen an c•mployee is to appc-ar as C'ithC?r plaintH f or defcndnnt in a civil suil, she/h e shnll be granted leave of absence without p:iy for such putpose under the conditions of Article 30 .01 (c), (d) and (c). - 10 - (c) l~1en an employee is charged with an offense and is required to attend a hearinc or is held in custody pendinc hearing of char ges, the employee shal l be allowed l eave of abse nce without pay under the conditioni. of Arti cle 30 . 01 (c), ( cl) and (e) to atten d such hearing or pending results of hearing of charges . If the employee is foun d to be guilty of the charge, l he University will consider the na ture of the offense in determining wheth er the indivj_du al shall contin11e on leave of nbsence, return to work or be disc harged . ARTICLE 17 - PICKET LINES The University and the Union agree that in the event of a strike by members of another uni on employe d by t he Univer sity or out side emplo yers, employees covered by the Certification of A.U.C.E., Local l shall not be discriminated against nor be subject to dismissal for refusing to cro ss an established picket lin e , prov i ded th at : (a) the strike is the re sul t of a labour dispute; (b) havin g been duly authorized by the mPmbership, the Union Executive will inform the University, in writing, as soon as poss ible that they reg ard the picket line which has been set up as a bona fide picket lin e ; (c) adequate arrangements for essential se rvi ces in th e hospitals ar e estab-lished . The University agrees th at it shall not request, require, or direct employees cov ered by the collective agreement to perform work r esulti ng from strikes th:it would normally have been carried out by those c-mployees on str ike . ARTICLE 18 - BULLE'rIN BOARDS The University agrees , on request of th e Union , to provide bulletin boards in a permanent and pro,ninent location acceptabl e to the Union . The bul letin boards shall be used by the Union to conv ey information to its members . The cost and installation shall be borne one half by the University and one half by the Union . ARTICLE 19 - TECHNOLOGICAL, AUTOMATION AND OTHER CHA..'lGES 19. 01 Purpose The purpose of th e following provl sio ns is to pr ese rve job secui:ity and stabilize employment and to protect employees fr om l oss of employment. 19 . 02 Definiti..<!!l An c,mployee shall be considered displaced by technological chance when her/ his services become redundan t or arc no longer requi r ed in the sar: -~ cap:ici ty, as a result of chanr,e in t:nlvexsiLy procedur es or equipm ent, or a change in process or method of operation which m."ly diminish the t ota l number of employees - 11 - required to operate the department concc-rned. 19.03 Changes--Not Technological Changes in the demands for services or progra mmes over which the University has no control and which lead to the displacement of employees, shall not be considered technological changes, but shall be subject to Article 34 (Layoff, Recall and Involuntary Transfer). 19.04 Notice of Intent Before such changes (as outlined in Article 19.02) can come into effect, the University shall provide the Union with at least three (3) months notice of intc.,nt to introduce automation, equipment or procedures which might result in displacement of or reduction in employees, or in changes in employees' job classification. 19.05 Retraining (a) Employees who have hecome redundant, or who have received notice of layoff, due to technological change, shall be eligible for retraining to equip them for the operation of such new equipment and procedures. (b) An employee may choose not to accept such retraining, in which case the involuntai·y transfer/layoff procedure shall be followed. (c) (i) An employee who has received notice of layoff because of technological change shall , upon request , be placed in any coincidentally vacant position in the same pay grade provided that she/he has the qualifi-cations and skills to meet the requirements of the position aft er a three (3) month on-the-job training period. (ii) In the event the employee cannot qua lify for such a positi on, or if such a position is temporarily unavai lable, upon request, she/he shall be placed in a coincidentally vacant position in the next lower pay grade provided that she/he hrts the qualifications and skills to meet the requirements of the position after a three (3) month on-the-job training period. (iii) An employee who has been placed in a vacanl position in a lower pay grade in accordance with Article 19.05 (c) (ii) shall be eligibl e for retraining, both on 11nd off the job, in order to acquire the skills necessary for eventual return to positions in the original pay grade, provided that such retraining shall only take place when the employee ' s original job classification has been, or is beini;, totally discontinued at the University. The form of this retrnining shall be agreed upon between the Union and the University, and the cost borne by the Univer sit y. (iv) Where an employee can meet the qualHications and requirements of a position in her/his original pay grnde, she/he shall h:ivc- the right of aulo mntic re-turn to any vacant position in the original pay grade, provided that there is no employee on the recall list with morn seniority who is eligible for recall to a position of lhat classifi- cation. - 12 - (d) Notwithstanding the operat ion of Article 19.05 (c), th e employee shall remain on the r ecall list for her/lt ;ls original classification for one (1) year, (provided that the classification has not been discontinued at t he University). 19:06 Notice of Layoff or Involuntary Transfez: due to Technolosical Change Employees laid - off or involuntarily transferred due to conditions of this Article shall receive three (3) months notice or pay in lieu of notice. Severance pay will be paid out twice monthly, equivalen t to th e salary re- ceived prior to layoff. ARTICLE 20 - POLICY re: COURSES (SKILL UPGRAUING) The Parties to this collective agreement recogniz e th e principle of human resource development through skill-upgrading i n line wit h career development as it relates to opportunity for advancement i n t he service of a department or division of the University. Where it is possible to foresee the fu ture utili.!:ation of such skill-upgrading, the Depart ment Head may request a member of her or his staff to take a course related to skill-upgrading or the employee may sub mit a re .quest t o the Depart- ment Head to take a cours e related to skill - upgradin g . Each case wil l be considered on its individual merit s and must be appr oved by th e Dean or Administrative Head. If th e r equest i s approved, where required the Univers;.ry shall allow time off with pay and pay for fees and costs incurred. ARTICLE 21 - PERSONAL STUDY BENEFITS 21.01 Tuition Wai ver On completion of the proba ti onar y peri od, a con ti nuing full -time empl oyee shall be entitled to tuition wai ver to take or audit one (1) credit course per session to a maximum of six (6) units per year (12 months ). One (1) non- credit course at any one time may be taken up to the equivalent in fees for credit courses over a year. To determine the equivalent valu e in fees, reference shou ld be made to the fee for thre e (3) unit courses in th e University Calendar under th e heading "Pees, Summer Ses s ion". Tuition fees shall be waiv ed , but the employee shall pay the cost of materinls, equipment or travel associated ~ith the course . This benefit shall also be av(lifo ble t o a continuing part-time employee who works more than seventeen and one - half (17 1/2) hours per week . 21:02 Location Courses may be taken on or off the Point Gray Campus. _21.03 Credit/Non-C-r:_<idit Coun:cs Both Credit and Non- Credit courses may be tal:en. - .LJ - 21.04 Courses During Working Hours An employee may take one (1) University of B. C. course per year during working hours if the Department !lead agrees to the required time off and make- up time arrangements . Permission for such arrangements shall not be unreasonably denied. 21.05 Procedure An employee eligible for study benefits as outlined in Article 21.01 (Tuition Waiver) must first complete the APPLICATION FOR TUITION WAIVER, available from the Employee Relations office, and return the form to the Employee Relations office for authorization. The Employee Relations office will verify the employee's eligibility for tuition waiver, complete the AUTHORIZATION section and return the necessary copies to the employee. 21 .06 Graduate Studies This benefit does not apply to Graduate Studies courses. 21.07 Minimum Enrollment Requirements It is understood and agreed that courses will not be scheduled on the basis of staff requests; minimum enrollment requirements are to be met by paying regis- trants. ARTICLE 22 - PROMOTION, TRANSFER, JOB POSTINGS AND SELECTION 22.01 Job Postings All vacancies for continuing and sessional positions shall be posted on all Union bulletin boards and such other places as may be agreed upon between the University and the Union, for at least five (S) working days . All vacancies of three (3) months or more duration shall be posted, with the exception of Leave of Absenc e , includinr. Maternity Leave, which may be filled by temporary promotion under Article 22.07 . These positions will be posted if the employee on Leave of Absence fails to return from Leave of Absence, i.e., terminates employment. No posi .tion of over three (3) months duration shall be filled from outside the bargaining unit without bei ng. posted in accordance with this article. A copy of all job postings shall be sent to the Union office and to all employees on eith er recall list. All postings shall include the specific job title, a summary of the position specifications outlining the job duties, minimum qualifications and pay grade. Each notJce shall state: "both males and females are encouraged to apply". 22.02 Right to Apply (a) Any employee shall have the right to apply for any posted vacancy. (b) Upon request, unsuccessful applicants to posted vacancies shall be notified in writing of the reasons they were unsuccessful. 22.02-.J!Lring Policy (,1) The University shall fill vacancies from within t-he bargain i ng unit, pro- viding employees are available with the required mi nimum qualifications before hlr i ue new c,nploye.cs. - 14 - (b) Applicants for posted vncancies shall be appointed on the basis of ability, qualifications and seniority. When the University is making its selection and no applicant is clearly superior in ability and quatifiaat-ions, seniority shaZZ be the deternrining factor. 22.04 Promotion (a) Definition: The movement of an employee from one posit ion to another in a higher pay grade. (b) Salary Adjustment: If an employee's salary is below the minimum of the pay grade to which she/he is promoted, it will he adju sted to th e minimum. If the employee ' s salary is at or above the minimum of the pay grade, it will be moved to the next step in the new pay grade which provides an increase. 22.05 Transfer (a) Definitions: (i) Transfer - a change from an employee' s position to another in t he same pay grade which results from the employee applying and being sele cted for a posted vacancy. (ii) Involuntary Tran sfer - The movement of an employee from a discontinued position to another position in the same classification. Reassignment of an employee to duties in the same classification within a depa rtment shall not be considered involuntary transfer. (b) No en1ployee shall be involuntarily transferred except where her/his position is discontinued. (c) Transfer, involuntary transfer and reassignm en t sh all not al ter an employee's salary. 12 , 06 Reduction of Classification (a) Definition: A change in an employee's positio n to another in a lower pay grade other than as provided for in Arti cle 22.08 (Trial Period for Transfer and Promotion). (b) Salary Ad1ustment: If an employee's sal11ry is above the maxi mum of the pay grade to which she/he moves, it will be adjusted t o the maximum. If the employee's sal11ry is at or belo w the maximum of the new pay grade, it will be adjusted to the next step in the new pay grade which is less than her/ his previous salary . In the case of tempora ry employec-s, if the do1,•nward posi t ion movement is volun tar y, th e employee ~111 r emain at her/his present Step while movin~ down in pay irade . 22.07 Temporar y Pr omotion An employ ee who, on the reques t of the department head, agrees to tempor arily assume any of th e duties specific to a higher clnssification, or temporarily replaces another employee in such high er classification, s hall be paid at the minimum o! the pny grade for th e appropriate classificntion or the next higher step in the pny gr ade for the approp r iale classificatio n which provides an incr ease . - 15 - The higher pay rate shall apply for the period so worked, providing this period is at least one (1) complete s hift of se ven (7) hours . Such temporary promotion shall be for a period of no longer than six (6) months duration with the exception of leave of absence, including maternity l eave . To accept or to refuse a temporary promotion shall be the employ ee ' s choi ce. 22.08 Orientation Period for Transfer and Promotion When promoted or transferred, the employee shall be on an orientation period for three (3) months. If an employee finds the job unsatisfactory or is unable to meet the basic job requirements , she/he shall be returned to her/his former position, or to one of equal salary range. 22 .09 Transfer Oucs:l.de the Bargaining Unit No empl oyee shall be transferred to a position outside the bargaining unit without her/his consent . If the employee is tranferred back t o a position in the barg aini ng unit within six (6) months, she/he shall begin accruing s enior- ity fr om the l evel in effect before the transf er out of the barg aining un it took pl ace, i.e., no seniority shall accrue during the period the employee is outside the bargaining unit. ARTICLE 23 - EMPLOYEE FILES "Document" refer s to any document, letter, report, etc. Each employee shall hav e access to all her/his personal files . The employee sha ll have the right to insert written comment to any document . On written request the employee shall be provided with copies of any such personal malerial pro vidin g she/he pays the cost of copying . The Universit y shall inform an employee of any reports received which cause or may cause the employee to suffer: (a) termination of employment , {b) restriction of opportunity of promotion, OR (c) restriction of opportunity of future employment. Any employee so affected shall be given the opportunity to reply in writing, and/or have recourse thro ugh the grievance procedure. Should the accuracy of an entire document or part thereof be disputed and s ucces sfull y gri eved , said document, or part thereo f, shall be removed from all files and de st royed by the employee concerned in the presence of both pnrties. ARTICLE 24 - WORKING CONDITIONS 21, .01 The University agrees to maintain good working conditions in the employees ' work areas. It is understood th.:it adequate heot contr ol (including air con- - 16 - ditioning where adequate natural ventilation does not exist), noise control, washroom facilities, lighting and space between employees Arc necessary to the well-being and health of employees. The Workers' Compensation Board regulations shall constitute the minimum standards for safe working conditions and it is understood that changes beyond such minimum standards may be requested. 24,02 Working Conditions If, in the opinion of the majority of staff members (i.e. employees and non- bargaining unit staff) in a particular work area, conditions are believed to be dangerous to the employees ' health or safety, the employees shall be re- located, reassigned in the same departm ent or granted time off without loss of pAy until such conditions are corrected. The employees shall be returned to their original positions. If the oper.,: tions of a department are suspendC'd due to the npplicntion of tM s article, employees may be temporarily reassigned outside the department with-out loss of pay, provided no other employee is displaced as a result. The employees shall be returned to their original positions when the department resumes operations. 24.03 Working Conditions Committee The Union shall establish a Working Conditions Committee and inform the University of its members. The University shall recognize this Committee and shall communicate with it in regard to any problems in employees I working conditions that the Committee wishes to draw to the University's attention. Upon requ est , the University shall provide the committee with such statistical and other information at its disposal relevant to the part ic ular prohlem raised. 24.04 Union Representation The University and the Working Conditions Committee will not delay in working out a mechanism for staff representation on building design committees. Any agreement between the University and the Workin g Conditions Committe e shall become mutually acceptable after approval by the Union and shall then become official University procedure. Until a mutually acceptable mechanism has been e1>tablished, and where provi sio ns have not been made for staff representation, each building design committee shall include one (1) memher fro1n the Working Conditions Committee as a representative o{ the employees. 24.JS Consultation (a) Where new or additional equipment is req uired, affected employees must be consulted prlor to purchase or rental. (b) Where renovations {which m1<y affect the working area of the employeei,) arc planned for an existing building, employees from the working areas conc~rned shall be consulted regarding such renovations, before renovatin g may begin. (c) Where a permanent change is considered in the location of work areas or - 17 - in working procedures, the employees concerned must be consulted before any changes may begin. 24. 06 Ugh ting Wherever reasonably possibl e, employees will be seated in working areas close to windows at eye level. In this regard, where it is necessary to rearrange the work area, there shall be mutual agreement between the University and the employees affected. The degree of light intensity and the quality of lighting in a given first and foremost be quided by the practical aspects of the work to in that area and not solely by aesthetic/cosmetic consideration. area shall be done With the understanding that "brightness" is a subjective phenomenon, any employee sha ll be ent itl ed to have a sup ple mentary light source for her/his work area if she/he requests. 24.07 Protective Clothin& The University shall provide and maintain, at no cost to the employees, protective apparel and equipment where such is required by the Workers', Compensation Board or where the Department of Health or the University Safety Committee has determined them necessary for the personal safety of employees. AL the employees' request, the University shall provide and mai ntain, at no cost to the employees , protective clothing such as smocks, shop coats, and cuff protectors where these are required to protect clothing of employees. AR1'ICLE 25 - PERMANENT LIBRARY CARD 25 .01 All employees, upon retirement from the University shall receive a lifeti me University Librnry card, renewable yearly. ARTICLE 26 - STATUTORY HOLIDAYS 26.01 Definition A statutory holiday is any holiday recognized in the University Calendar as a day on whkh the University is officially closed . The rate of _pay ~or Statu- tory Holidays shall be that which the employee would have received if she/he had worked. 26.02 List of Statutory Holidays The following paid statutory holidays for all employees are to be recognized: New Year's Day Good Friday Easter Monday Victoria Day Dond 11io11 Day (Cann<la Duy) B.C. Day Labour Day Thanksgiving Day Re,nembrance Day Christmas Day Boxing Day - 18 .,. In addition any other day proclaimed by the Federal or Provincial Governments or any other day in lie.u of a Statutory Holiday shall be rec-ogni-:ed. 26. 03 Compensation for Statutory Holidays Falling on Scheduled Days Off \.'hen a statutory holiday falls on the regular day off of an employee, she/he shall choose to be granted an equivalent time off without loss of pay or to be paid at regular rates. The time at which the time off i s taken is to be determined by mutual agreement between the llepartment and the indi vidual employees. 26,04 Pay for Work on Statutory Holidays An employee who works on a Statutory Holiday shall choose either to be pajd at the rate of double time plus a day off with pay at the regular rate for her/his regular hours of work, as defined in Article 28 (Hours of Work), or to receive an equivalent time off with pay or equivalent pay (e.g., 3 working days off or tripl e time pay). 26.05 Special Holidays (a) Special Holidays: A special holiday is a holiday declared a holiday by the University for its employees other than a Saturday, Sunday, General (Statutory) Holiday or day declared by the University to be in lieu of a Statutory Holiday. The rate of pay for the Special Holiday shall be that which the employee would have rec-eived if she/he had worked. (b) An employee who works on a special holiday shall choose either to re- ceive an extra day's pay at the regular rate for her/his regul:ir hours of work as defined in Articl e 28 (Hours of Work), or to take one (1) day off with pay at the regular rate for her/his regular hours of work at a mutual ly convenient time. (c) When an employee's day off falls on a special holiday, she/he will re- ceive another day off with pay at a mutually convenient . time . 26 .06_ Effect of Modi.fied Work Week The University and the Union agree that the nu1nber of hours worked by an employee during a year should be unaffected by the type of work week chosen under Ai-ticle 28. If the total number of statutory and Special holidays exceedis eleven (11) per year, employees working the three-day (3) weeks shall schedule an extra 4 2/3 hours work for each such holiday taken in excess of eleven (11), to compensate for the extra time off. This make- up time shall be scheduled by advance nrraneement with the llepartmcnt Head. Alternatively , the employe<" may elect to hnve an equivalent pay deduction based on her/his rate of pay excluding shift differential. - 19 - ARTICLE 27 - VACATIONS 27 ,01 Definition of Terms For the purpose of this Artkle, the cnleodar year sh<1ll mean the twelve (12) month period from January 1s t to December 31st inclusive. For the purposes of this Article, day sh:ill mean seven (7) working hours. 27 .02 Vacation Schedule for Fhst lncompl~ete Year Each employee shall receiv e during the first incomplete year (first calendar year) of service one and one-quarter (1 1/4) working days for eac h month worked prior to December 31st with the rieht to take days as they are accumulated. 27.03 Vacation Schedule for Second Calendar Year Employees in their second calendar year may take their vacation entitlement of 1 1/4 days per month as it is accru ed. Alternatively, such employees m:iy tak e their full annual vacation entitlement of 3 weeks, or portion thereof, at any time in the 2nd calendar year. In this event the employee shall receive vacation pay only for entitlement already accrued. Payment for vacation entitlement un- earned at the time of vacation will be paid monthly as it is accrued . Employees who have completed thc-ir first Anniversary year of employme nt shall not be subject to the fore1toinf.. 27 . 04 Vacation Schedule (a) Employees shall receive an annual vacation with pay on the following basis : (b) Three (3) weeks during the second (2nd) calendar year. Four (l1) weeks during the fifth (5th) calendar yenr. Five (5) weeks during the e.ighth (8th) calendar year. Commencing with theit· fourteenth (111th) calendar year of service, employees shall receive one (1) additional day of annunl vacation with pay for each additional year of service, to a maximum of five (5) additional days. Rates of pny in each of the above cases shall he those which the employee would have received if she/he had worked (excluding sill ft differential) · For computation of vacation entitlement, employees shall be dee med to be in their second (2nd) calendar year on January 1st if lhey have had service itnmediatc,Jy precedine that date. Where an employee's vacation entitlement increases as a result of this Article, the employee shall be entit l ed to carry over such increase to the followi .ng yenr. , 27 .05 Acc11mul<1tion or Carry-Over of Vac:,ti.ons (a) Emi>loyees wit ·h less than three (3) ,,eeks vacation entitlement sh11ll be entitled to c:irry ov«r one (1) week of vac ,itio n entitlement to t.ake the - 20 - following year. However, arrangements may be made to carry over up to a maximum of two (2) weeks vacation entitlement by mutual consent between the department and tloc employee concerned. (b) Employees with three (3) weeks vacat ion entitlement or more- shall be entitl~d to bank up to a maximum of two (2) weeks vacation to be taken in the following year. 27.06 Vacation Flexibility Other than in the first (1st) incomplete year, as of January 1st, each employee shall have one (1) full calendar yea r ' s entitlement available to her/him to take any time within that calendar year, s ubj c-ct to Article 27.03. The time of v:ica-tion is to be determ ined by mutual agreement between the Department and the in-dividual employee . 27.07 Vaca tion Scheduli ng Prior to the preparation of vacation schedules employees may submit th eir preferences to the Depa rtm ent Head. Department Heads shall post a vacation schedule by March 1st of each calendar year. The schedule can be changed th ere-after at the request of the employee if the altern at ive scheduling arrangemencs meet the work requirements of the Department. Such requ ests shall not be unreasonably refused. Employees who so desire must be allowed to take their vacation by the end of Augus t. 27.08 Conflict in Vacation Schedule Scheduling of vacations shall be on the basis of seniority whet·e ther e is a conflict of scheduling betw een employ ee s. F.mployc-es desiring to take holidays in broken periods shall be entitled to do so by mutual agrc-ement between the Department Head and the employee concerned. 27.09 Termination An employee terminating her/his employment shall r ece iv e her/h is vac ation enti.tlement less any actual vacation time tdken, subject to Article 33 .07. 27 .10 Compensation for Holid ays Falling within Vac-ations Should a Statutory Holiday or SpecfaJ llol idar occur during an c-ciplorec-• 8 annual vacation, shc-/he shall be granted an additional day's vac-ation without loss of pay for each Holid ay so occurring in addition to hc>t-/hl s vacation ti .me. 27.ll Vacation Pay on Retir ement On retirement (Arti.c-le 3.07), el'lch employC'e shall be entitkd r o the sar.:e vacation which !':he/he would hnve had if sh e/he continued 1,orking to the end of th!' c-aknd _.r year. 27.12 Paychcques EmployN'!': may receiv e any chc-que which would norm:illy fall due during a period of vacation or leave o( absence, up to five (5) days prec(•cling cornmc11cemc-nt of the vacation or l ea ve of absence. FHtec:11 (15) calendar dnys notice must be - 21 - given before the date the cheque is to be issued. 27 . 13 No Loss o{ Vacation Entitlement Due to Illness or In1ur.Y When an employee is eligible for sick leave while she/he is on vac~tio~, illness or injury during such time shall be tahulated against the employees s1.ck le.ive, subject to presentation of support i ng medical certificate or other proof of ill- ness or injury. 27.14 No Termination, Layoff or Loss of Seniority No employee shall be terminated, laid-off, or lose seniority while she/he is on vacation . The intention of this section is that vacation time shall not be construed as part of the requi\·ed notice of tennination or layoff. ARTICLE 28 - HOURS OF WORK 28.01 Terms (a} (b} (c} {d) (e) The week shall be understood to begin at 12 :01 a.m. Sunday and shall end at 12 :00 midnight the Saturday following. "Month" shall mean the calendar month. "Standard Work Weck" shall mean a fi ve (5) day work week from Monday through Friday, seven (7) working hours per day approximately coinciding with the hours of 8:00 a.m. to 5:00 p.m. "Regular work week" shall mean an employee ' s regularly scheduled work week. "Regular work Day" shall mean an employee ' s regularly scheduled work day and/or hours of work. 28.02 Work D3Y and Work Week (a} (b) The normal hours of work for all full-time employees shall be thirty-five (35) hours per week, or seventy (70) hours per two consecutive weeks. The employees in each department this Article, shall decide which approval of the Dcpartment Head. r easo nably withh el d . or library division, under guidelines of form of week they will work, subject to Departmental approval shall not be un- (c} The four basic forms of work week shall be:: (i} Seven (7) hours per day, five (5) days per week; (ii} (iii) Eight and thr ee -qu ar ters Seven and three - quarters week period; (8 3/4) (7 3/ 4) hours per day, hours per day, four (4) days per week; nine (9) days per two- (iv) Eleven and two-thirds (11 2/3) hours per day, three (3) days per week. - 22 - This form shall be available only for shift workers on a twenty-four (24) hour per day operation. (a) Meal Periods - Employees shall have the right to take one (1) continuous period for meals approximately in the middle of any shift of not less than thirty (30) minutes and not more than one (1) hour. However, the time and duration of the meal period shall be the employee's decision providing that departmental requirements are met. In departments where complex scheduling is required, the department head or designate will make up the schedule after the employees have submitted their preferences, which will be met where reasonably possible. It is to be further understood that this is an unpaid meal period and the University shall recognize the employee's right to enjoy th is period with- out interruption. (b) Relief Periods - Employees shall be entitled to two (2) paid relief periods of fifteen (15) minutes each, one (1) normally to be taken during the first half of any shift, and the other normally to be taken during the second half of any sh ift . 28.04 Split Shifts There shall be no split shifts. 28.05 Shift Work (a) Definition of Shift Hours Day Shift shall be def ined as those shifts where more than one-half of the scheduled hours fall between 8:00 a.m. and 4:00 p.m. Evening Shift shall be defined as those shifts where more than one-half of the scheduled hours fall between 4:00 p.m. and 12:00 midnight. Night Shift shall be defined as those shifts where more than one-half of the scheduled hours fall between 12:00 midnight and 8:00 a.m. (b) Shift Differential (Inconv enience Pav) (c) Employees working on a shift basis shall receive a pay differential as follows: 'l'hirty-five cents (. 35) per hour for each hour 1-:orked on the evening shift . FiftiJ-five cen ;.s (.55) per hour for each hour worked on the night shift . Scheduling Provisions (i) Prior to the preparation of shift schedules by the Department Head or her/his delegate, employees may submit lists of their schedule prefer- ences for consideration. Department Heads may delegate the preparation of shift schedules to employees where appropriate but employees~ not be required to accept this responsibility unless it is part of their (ii) - 23 - duties. Shift schedules must he posted no less than two (2) weeks in advance. Each employee working on a shift basis shall be entitled to three week- ends off in every four weekends. This may vary upon mutual consent of the employee and the Department Head concerned. (iii) There will be a minimum of twelve consecutive hours off-duty between the completion of one work shift and the beginning of the next. This may vary upon the mutual consent of the employee and the Gupervisor concerned . (iv) (v) All shifts shall be rotated on an equal basis, insofar as possible, amongst the employees who are involved in the shift work. Employees may, voluntarily, work on a specific shift. Such an arrange- ment may be made with the mutual consent of the employees concerned and the Department Head. Any employee given less than one (1) week's notice of a shift change shall be paid at overtime rates (as per Article 29) for all hours worked on the changed shift, up to one week from the date of notice. However, no employee shall receive overtime rates for more than three (3) days on the changed shift. Shift changes shall include any change in hours of work, including changes within any given shift category (e.g., a change from 2:00 p.m./10:00 p.m. to 3 : 00 p.m./11:00 p.m. shall constitute a shift change.) The employee shall choose whether to take the pay or time off in lieu of pay. The time at which the time off is taken is to be determined by mutual agreement between the Department Head and the individual employee. (d) Overtime for Shift Workers Employees working on a shift basis will be paid overtime according to Article 29. Where such overtime runs contiguous with evening or night shift, the hourly rate for computation of oven·:1e will be used, and, the proper shift differential for the number of hours worked will be added after the calculation of overtime pay is made. (c} Split Shifts for Shift Workers There will be no split shifts for shift workers. ARTICLE 29 - OVERTIME 29.01 (a) (b) Definition overtime for full-time employees i.s that time worked in excess of each employee's regular work day or work week as defined in Arti cle 28. Overtime for part-tim'? employees is that time worked in excess of seven (7) hours per day or thirty-five (35) hours per standard work week. 2l, .,. 29 .02 Over time Premium Compensation for overtim e shall be paid at two (2) tim es th~ employee ' s regular hourly rate for hours worked to the next one-half hour , 29:03 Overt i me Worked on a Weekend Compensation for overtime worked on a weekend shall be paid at double an employee ' s hourly rate, 29 .04 Overtim e Worked on a Statutory Holiday Where an employee works more th an her/his r egul ar work day on a stat utor y holid ay or a day granted in lieu thereof, that employee sh al l be pa id ac- cord i ng to Article 26.04 , for the regular work day, and double th at rat e thereafter. 29.05 Time Off in Lieu of Overtime Employees who work overt ime may requ est t ime off in li eu of overtime pay. An employee who is to receive compensat i ng tim e off shall be given compensating time off equivalent to the number of hours for which she/he would have been pai d for the overtime so worked. Time off will be taken at a time mutu all y agreeable to the employee and th e Depart ment Head. Upon mutual agr eement with the Department Head, the employee may hav e accumulat ed ti me off reconverted into the corrected overti me pay. 29 .06 Paid Meal Period (Overtime) All employees requested to work overt ime beyond their regular work day shall be a llowed a one - half (1/2) hour meal period which shall be paid at overtime rates prov ;l,ded such overtime is in excess of two (2) hours work and providing that not more th;m one (1) hour has elapsed between the end of the regular working hours and the time overtime commences. The meal per iod may be t~ken before, during or after the overtime. 29.07 Call Back An employee called back to work after completing a regular work day or from a regular day off or vacation, , shall be paid overtime rates for a minumum of four (t,) hours. 29.08 Voluntary Overtime The employer shall endeavour to keep overtime to a minimum and to meet requ:fre- ment~ on a voluntary basis. Overtim e w"rk shall be div ide d equally, insofar as possible, among the employees in the depart ment or library division who arc willing and able to perform the work that is available l'ithin a reasonable time. In the event an employee who hns been directed to wot·k ov<:rti m:, demon- str;,t ·es an urgent personal emergency, tha t employc~ shall be excused the necessity of working overtime on th at occasion. - 25 - 29 .0 9 Make-Up Time Hake-up tim e is time worked in lieu of time r.d ssed fro m work which would other- wise be dedu cted from an employee 's pay . Make-up time shall he kept to a minimum and may only he worl:ed with the Departm ent !lead I s consent. Such time worked in excess of the regular work day or work week shall not be comput ed as overti me. ARTICU: 30 - BENEFITS 30.01 Leave of Abse nce Wi thout Pay (a) An employee may apply f or and r ecei ve a leave of absence without pay . (b) Every effort shall be made by the employe r to comply with an employee's request for such leave . Permission shall be obtained in writing fror:1 th e Department Head . Refusals fo r such leave must be given in writing to the employee with r easo ns for refusal stated . (c) Upon return to work th e employee shall be placed in her/his for mer po$ition. (d) During le ave of absence without pay employe es shall accrue senio rity for up to one (1) month . The University agre es to mainta i n employees on the Hedica l and Dental Plan during a leave of absence without pay for up to one (1) month, s ubj ect to Article 30 .05 (a). ( e) Where a Statutory Holida y falls within a period of leave of absence without pay, th e employee shall receive p:iy for that holiday provj ded the er.ployee has earne d wages for· at least three (3) working weeks dul"ing the last thirty (30) calendar days . 30.02 Compassion ate Leave (a) In th e cas e of death i n the immedi11te family , an employee shall be entitled to three (3) foll working days with pny upon notificatio n to the depart- ment hend . Thi s leave may be extended up to a f urt her three (3) days with pay by the Dlrc ctor of Employee RC'lations . Such leave wi ll not be charged to other accrued time off. lrrunc-djnt e family sha ll include, an employee ' s parent , grandparent , husband, common- l aw husband, w.i.fe , common-Jaw wif e , chi.ld or 1·1an l, brother, sister, father - in - lm~, mothe r - in -lat> . (b) An employee shall be entit l ed to one - hnlf (1/2) day leave of absenc<' with pay co attend a fun e ral upon notifi. caLion to th e depar t ment head. (c) If lon ger. leav e is r equired under (a) or (b) above, it shAl.l be appUed for under Artic l e 30.01 (a) . - 26 - 30.03 Pension Plan Upon request, the University agrees to provide the Union any stati stic al and other relevant information at its disposal pertaining to the Pension Plan, Group Life Insurance and Disability Insuranc e. 30.04 Daycare The University agrees to do all that is reasonably possible to assist the Union in securing suitable daycare facilities for employees of the University of British Columbia, with particular reference to the recommendations of the President's Ad Hoc Committee on Daycare . 30.05 Medical and Dental Plan (a) The employer shall pay fifty perc ent (50¾) of the monthly contribution to the Medical and Dental Plan. (b) Upon appointment to employment all continuing and sessional employees shall be eligible to participate in the Medical Plan as outlined in (a) above . (c) After three (3) months of employment all continuing and sessional employees shall be eligible to participate in the Dental Plan as outlined in (a) above , provided she/he works a minimum of scve;iteen ar.d one-ha7J (17-',J hours per week. • ' (d) After sixty-six (66) days of accun1ulated service temporary employees shall be eligible, to participat(-: in the Medical Plan as eutlined in (a) above. 30.06 Sick Leave For the purposes of this Article, day shall mean seven (7) working hours. (a) No employee shall be severed or lose senioi·ity becttuse of illness. (b) Proof of Illness (i) Where an employee is abs ent through illness, she/he must report by t~lephone or otherwise to the Univ e rsity department where she/he works . (ii) On retu r n after absence, n proof of illn<:ss must be provid ed on the st ,indard form provided. (iii) In case of illness exceeding six (6) days, report by tel e phon e or otherwise must be made to the Departm ent concerned each week whenever possible:. (iv) A medical cei·tificate may be requc ,stcd from ;,n employee where there would appear to be excessive use of sick leave, or when· th ere is a return to work after a prolonged illness . (c) Absence of one-half dAy for medical or dent.il Appointments shall not be deducted from an employ,:,e's sick leave credits nor sh:111 nny pay be de- ducted . Thcre shall not norm a l 1 y br mon~ th an an average of one-half (1/2) di,y per month for thi.s i,urpose. Excessive us e of medical or dr.-ntal llJ\point - ( \ - 27 - ments may require medical or dental certificates. (d) Emplo yees shall have access to sick leave credit records on request. (e) (i) Sick Leave Allot ment The employer will a llow one and one-quarter (1 1/11) days per mont h sick leave with full pay up to J.52 days maxin ,um. When an emplo y ee has worked eleven (11) o f the days in any given calendar montlt, she/he will be ent itle d to full sick leave credit for that month. (ii) Extended Sick Leave For those employees with thrce (3) or more years of service, where there i.s no unexpended sick leave or uncxpendc,d Unemploym ent Insurance Sick Leave Benefits, th ey may borrow at one-h alf pay against future sick leave credits to a maximum of twenty-two (22) working day s . In cas es of extreme difficulty the-. Union and the University may jointly agree to an extension at one-half pay for a further twcnty-two (22) working days. (f) Employees with sick leave to their credit shall turn over 01: cause to be turned over to the University any u1onies paid or payable to them by the Workers' Compensation Board and upon so doin g shall receive full pay up to the valu e of their sick leave. If there is no c1edit of sick leave, em- ployees shall retain their Workers' Compensation Bonni cheques . (g) When a statutory or Spe<'.ial holiday falls within, or contiguous to a period of paid sick leave, the ho liday shall not be assessed against the employee's sick leave. (h) Should an employee b e plnced 0,1 quarantine due to the illness of others, benefits shall be paid as si.ck leave . (i) All employees returning from si.ck leave shall return to their original position s . (j) Medical ~:x11m'inatj ons and Ccr t i f:\cat.£:!_ Should the University require nn employee to submit to a me dical examina- tion as a condition of employm c·nt the c,Nploy¢c may have the exnmin.ition done by the Univen<ity at no cost. to the individual, or by her/his 01-:n doc:-.tor at the indi vid ual 's own expense. The employee shall he provid ed wi.th;, copy of an y written report provided by rhe doer.or. (k) Sick J.enve Study Commit.~~ The Universi.ty and the Union :ir,reia th.it a joint inv esti g:1c:ion of rh e Sick Le:ive Pl:u, pr·asently in effe<'.t ;, t Si.n,on Fraser Uni.vc·rs ·Jty, sick lel\vc im:urance pl nns, and oth~·r sic:-k lc,avc plans wj 11 begin within one (1) month of thC' signine of this coutract and that the 1·eport and recom- mendationf. w·il l be pi·es cn t e d to th e Univ ersity and the Union witliin thr e<.=> (3) months for consickration . lt is understood thnt such a study will in- volv e rt ' vlcwing the stntj_stic-.>l information av,dl:ible on thC' present pl:ins in effect at th n Univcrsiry of »ricish C<>lumbia .ind co~parison with och~r - 28 - plans in so far as benefits to employees are concerned, as well as costs. Long term benefits in the case of extended illness will also be one of the terms of reference. 30. 07 Maternity Leave (a) In case of pregnancy, a continuing or sessional employee shall not lose seniority entitlements. She shall receive the benefits of the Mnti,rnitics Provision of the Unemploytnent lnsurance Act. Upon return to work, the employee shall be reinstated in her former pos1tion . Six (6) months following her return to work, the employee shall be paid by the University the di f- ference of the benefits received and the employee ' s monthly salai:y. (b) Upon request, the employee shall be granted up to three (3) months leav e of absence without pay (Article 30 .01), subject to extension upon appli- cation to the Employee Relations Departm ent. Upon return to work the employee shall be reinstated in her former position according to Article 30.01. 30. 08 Continuing Part - Time Employee Benefits Continuing Part - Time Employees shall receive all the rights and privileges of this Agreement except as noted below: (a) Sick Leave (Article 30.06) The continuing part-time employee shall receive sick lenve on a pro rata basis, according to the number of hours wot"ked in the previous month. (b) Statutory lloli .~~ -'"- (Article ill The continuing part-time employee who has worked less than fifteen (15) full days in the previous month shall receive pay for statutory holidays on a pro rata basis, 11ccording to the numbet" of hours wot"ked in tlle pr. ·viou s month. The continuing part-time employee who has workc>d fift een (15) or more full days in the pn,vious month shall t"eceive full pay for the statu- tory holiday. (c), Hedi cal and Dent .al Appointments (At"ticle 30 .06_(ill_ Continuing part-time empl cryees shall be ex(tmpt from this benefit . (d) Compassionate Leave (Article 30.fil The continuinc part-time employees shall receive pay for cor.,passionate le,ivc> on a pro rat;i basis, acconl'lng to the n\lmbet" of hours workc-d in t hP prev:i,ous month . (e) V:ication F.nt:i.tlement (J\rti<"k 27) Continuing part-time employee:-: shall accumulate and receive vac11tion entitlement on a pro rata t,:isis ac<"ording to the number of hours 1<orkcd in each month. - 29 - (f ) Maternity Leave (Article 30. 07) Continuing pat"t-time employees who are paid by the month shall rc,ceive pay for Maternity Leave acco-rding to Article 30.07. Continuing part - time employees who are paid by the hour shall receive pay for Matet"nity Leave according to the average number of hours worked per month wot"ked in the previous year. 30.09 Temporary Employee Benefits Temporary employees shall receive all the rights and privileges of this agree- ment except as noted below: (a) Discharge (Article 33.03) The tempot"ary employee shall receive two (2) weeks notice of discharge . (b) Statutory llol.ictays (Article 26) ( c) Temporary employees sha l l receive pay for statutory holidays on a pro rata basis according to the number of hours wot"ked in the previous month, provided that the employee has not been severed 11nd has worked twenty-two (22) working days in the last twelve (12) oionths . Any temporary employee who works fifteen (15) full working days in the previous month shall t"e- ceive full pay for the statutot"y holiday. Nedjca l and Dental Appointm ents (Article 30 . 06 (c)) Tempot"ary employees shall be exempt from this benefit . (d) Maternity Leave (Article 30.07) Temporary employees shall be exempt ft"om this benefit . (e ) CompassionatC). Leave (At"ticle 30.02) Temporary employees shall receive pay for compass"i.onate leave on a pro rata basis according to the number of hours worked in the> previous month and provi .dcd the employee hai; not been severed and has work ed twen t y- two (22) working d:1ys in the last twelve months. (f) Vaca ti on Enti tlC).l]l_ent (Article 27) Tempoi·ary employees sh11ll accumulate and receive vacation cnti tlements according to Lhe number of hours worked each month . (c) .!:!!.Y..o..tLJArticJe 34t (h) Temporary employees sh11ll receive two (2) weeks notice or two (2) weeks pay in lieu of notice provided that the cmplo)·ce has workc-d twenty-two (22) working dnys in th<:> last twelve (12) months . Sick l.MV<' (Article, 30.06) The tempor11ry cmployc,c shall be c,xc,mpt from th-is bene(lt . - 30 - ARTICLE 31 - JOB DESCRIPTIONS, JOB EVALUATION AND RECLASS!FICATION 31.01 Job Descriptions The current approved Job Descriptions shall be the recognized standard des- criptions of each classification . Revised or new Job Descriptions and/or Pay Grades will not be implemented until accepted by the Union . Written notice of objection must be given by the U11ion within sixty (60) days of receipt, or such descriptions shall be considered accepted. 31.02 List of Job Duties (a) Each Department Head is responsible for drawing up a position description identifying a list of tasks or duties for each position in the department . This list shall serve as an outline of the work to be performed by the incumbent. (b) The employee shall be requested to draft her /his list of tasks or duties for the assistance of the Department Bead in establishing the requirement,; of each position. Before such list (or amended list) is established as complete, the employee shall sign it, to signify that she/he has been given the opportunity to read the list and make final suggestions. 1·:hen signed by the Department Head or designate, the list (or ammended list) shall become official. (c) Lists of tasks or duties may not be all inclusive, but all work performed within an individual position must be consistent with the terms of the standard Job Description of the classification. (d) The Official List of Job Duties shall not include "preferred qualifica- tions" or s,ch phrases as: "all other duties as required" , and "assists with more advanced clerical duties", and "to act as a deputy for more senior staff members". (However, the phrase "perfor ms duties related to the qualifications and require ments of the job" is permissible). Nor shall they confl:ict wit)l any terms of this agreement. The Union, the University Employee Relations Office and the employee concerned shall each receive one (1) copy of the Official list or Official amended list. 31.03 Job Evaluation Committee The. Union shall establish a Job Evflluation Committee and inform the University of its members. The UniversHy shall recognize this Co1nmittee and shall communicate with it in regar'd to any problems and proposals concerning job evaluation and classification that the Com.11ittee wishes to draw to the Uni- versity's attention. Upon request, the University will provide the Union with all informlltion relev:mt to the review of a classification and its evaluation. 31.04 Reclassification Procedure (a) Request for recfossification may originate with the employee, th e Union or the department head . A minimum of s ix (6) months must elapse between each application on an employee's bchalf. These requests must be made in writing to the Employee Relations Deplll'tmcnt, with one (1) copy of such requests sent to both the Departmt'nt Pead and the Union. (b) The Department of l:.'mployee Rebtions shall h:ive the case revic,wed ,..ith the en,ployec,. The Reclassification procedure must include the following: - 31 - (i) The employee shall complete a reclassification form, a copy of which shall be sent to the Union office. This for m shall be designed to obtain all relevant information related to the request, including: (1) the duties and responsibilities the employee is fulfilling which she/he thinks justify a change in classification, and (2) the amount of retroactivity (if any) to which the employee feels she/he is entitled in accordance with Article 31.05. (i i) The employee shall be interviewed by a job analyst. At the request of the employee, a steward sha ll be present at this interview. (c) The employee shall be notified by letter, within eight (8) weeks of the date of the request, of the decision regarding the request. If the re- classification is not recommended, the letter shall contain the reasons for not recommending the reclassification. A copy of the aforementioned letter shall be forwarded to the Union. (d) If the employee is not satisfied with the decision, she/he shall have the right to the established grievance procedure, beginning with Step 3. (e) If an employee's position is reclassified, that employee shall not be placed on probation or be considered to be on a training period. n.os Wage Increase Awarded Through P..eclassification (a) A wage increase awarded as a result of reclassification shall be retro- active to the date of change of job duties or, when no date can be established, retroactive to the date of written request for reclassifi- cation. The employee shall be placed on the step in the classification which ensures an increase in salary. (b) Where the position does not entail new job duUes and has in fact been misclassified since date of hire, the employee shall be pl.teed on the same seniority step in the appropriate classification as she/he was on in the original job classification, and shall receive full pay rate adjust- ment retroactive to date of hire, except where date of hire is prior to Jtd.tj 1, 1978, in which case, pay rate adjustment shall be retroactive to Jtd.y 1, 1978. ARTICLE 32 - SENIORITY 32.01 Definition Seniority shall mean length of service with the University , within the bar- gaining unit, and shall be cro.clited {or all service prior to ccrtificatJon of the bargaining unit as designated in Article 32.03. 32. 02 Cooiput11tion of Seniority - l'art-1)rne ancl Temporary Employees Seniority of part-Lime and temporary employees shall bc determined on the basis of the number of months worked, i.e., one hundre<l fifty - two (152) hours equals one (1) month. (Months .:11.·c dc,tern rined by multlplying the number of - 32 - hours in the work week by fifty-two (52) and divid i ng by twelve (12), This definition of mortth to apply to the computation of s enior i ty only). _32. 03 Accrual of Seniority (a) Seni ority shall accrue from the fi r st day of employment, and shall continu e to accrue except as stated otherwise in Articles 32 .04 and 32.06. (b) Seniority shall continue to accrue during any employ ee 's abse nce from work due to illn ess , accident or unjust discharge. 32.04 Maint ena nce of Seniority (a) Seniority shall continue to be accrued during the first (1st) month of leave of absence without pay and the .reaft e r shall be maintained but not accrued (except as provided in Article 7.02). (b) Seniority shall continue to be accrued during the first month of layoff, and thereafter shall be maintained, but not accrued, for a period of up to one (1) year. (c) Seniority for Winter Sessfonal employees shall be maintain ed but not accrued during the Inter/Summer Session. Seniority for Int er /Summer Sessional employees shall be maintained but not accrued during the Winter Session. 32.05 No Loss of Seniority An employe e shall not suffer loss of senio rit y for any of the following reasons: unjust discharge, layoff, promotion, demotion, transfer, reclassification, com- pulsory military service, vacation or any recognized leave. 32.06 Loss of Senior it y An employee will lose seniority rights if sh e/h e fails or r efuses, without good cause, to r et urn to work withi.n five (5) working days of recall after layoff, or if she/h e resigns, retir es, or is disc harged for just cause. 32 .07 Seni or it y Li·st A current seni ority list for ' December 31st and June 30th of each year shall be sent to the Union with i n fifteen (15) wor king days of those dat es. ARTICLE 33 - DISCHARGE, SUSPlcNSION, »ISCI PLINARY ACTION AND RESIGNATION 33. 01 Definitions Cf.or the purpos es of this Articlel_ (a) Discharg e - an employee's involuntary end i ng of employment. (b) Sus pension - a disciplinary actic>n on the part of the Unive rs it )', (c) Resig nation - an employee's voluntary ending of emplormcnt. - 33 - 33.02 Suspensi on The University may s uspend any employee for just cause subje ct to Art icle 35 (Adju stment of Cc•mplaints). Upon tak i ng of its decision, th e Univc,rsit y will immediate ly send to the employee concerned, with a copy to t he Union a l etter giving writt~n notification of and reasons fo r th e suspension. Susp;nsion sh all not exc eed five (5) working days. All suspended employees s hall be returned to t heir fo rmer positions . 33. 03 Dischar~~ (a ) The University may discharge any employee for just cause, subject to Article 35 (Adj ustment of Compfoints). (b) All probatio na ry employees, in the case of disch a r ge , shall receive two (2) weeks written not ice with a copy to the Union on th e same d.ite, or t,~o ( 2) weeks pay in lieu of notic e . All other employees shall receive one (1) month written notice wit h a copy to the Union on the same date , or one ( J.) month pay in lieu of notice . (c) A written list of all re asons for discharge must accompany notification of dis charge to th e e1nployee and the Unio n. (d) Grievances a ris ing out of discharges ,.,hen pay in lieu of not ice is gi ven shall begin at Step 3 of the Gri evance Pro cedure . 33 .0 (, Proof of Ju st Cause In all cases of suspens ion or discharge or other discip lin ary act ions, the burden of proof of just ca use shall rest with th e University . In th e case of a probation a ry employee , ju st C(ll1Se shall includ e f ailure to display suffic ient ability to perform the job satisfacto rily. }3.05 Reinstatement for Unjust Di.sc-harge If, as a result of the grievance proc<!dure, it is found that an cn,ployec has been discharged fo r unjust cause, that employce will be reinstated to her/his for .-,er pos .itio n, or one of equal salary range, without l oss of seniority or benefits , and sha ll he compensated by Che Univ ersity for all time lost retro- active to the date of discharge or suspension . 33. 06 Dlsc~£_1J.~....A£!:ion/Emplcwcc fj les Any writ ten censures , lnt ters of re-pr imand and adverse reports ( ina!.i,di ?![! official evaluation rcports) , shall be removed from th e employee ' s files and des t royed by the employee concc:rned in th e prc-scmcc, of both part ies af t c,r th e cxpiratjon o f Lwenty- four (2 li) months fro: n the date it was issued , provided there · has been no further i 1lfn1ction . lhe Uni versi ty agrees not to int r oduce as evidcncc in any hearing a ny doc-ument fro .. ; any file of :in employ ee , the existence of whic h Lhe employee was unaware at the t ime of f:i li.ng . 33 .07 Nol'.ic,, of Rc~l_gnnt:i.£!1_ I f an cmplcyc-e resiguu, fiftec-n (15) working days notice will be glvcn in - 34 - writing prior to the date of termination . In the cwent that less than ten (10) working days notice is given, the employee will be entitled to her/his vacation pay of 4% of gross earnings less any actual vacation she/he has taken . Vacation entitlements banked from the previous year shall be paid at the employee's full rates . An employee may rescind her/his resignation, in 1,rriting, without penalty up to three (3) workin!:( days after gi.ving notice. 33.08 Vacation Entitlem~nt~ In case of discharge or resignation , the employee shall receive all vacation entitlements and salary due to the date of termination, except as provided in Article 33.05 and 33 .07 . ARTICLE 34 - LAYOFF, RECALL AND INVOLUNTARY TRANSFER 34.01 Definitons (a) Layoff - An involuntary Ct'ssation of employment due to: lack of work; reduction in or discontjnuation of a function or programme; or a change in a process or method of operation thereby diminishing the total number of employees required to operate the department. (b) Recall - The calling back of a laid-off employee to fill a vacant position within the bargaining unit. (c) Involuntary Transfer - The movement of an employe€! from a discontinued position to another position in the same classification. (d) No provision of Article 34 shall be constt"ued to prevent any employee from changinr, her/his status (continuing, sessional or temporary: part-elm~ or full-time) by applyinr, for and receiving a posted vacancy. 34.02 Reduction of Staff If a reduction of staff is necessary as a result of a layoff, th e departm ent con~erned shall notify Employee Relations who will notify the Union immediately. At the request of either the Union or the University a meeting shall be held. 34.03 Termination Dates (a) A sessional c-mployee sh;ill, at date of hire or recall, be a!\slgned a term- ination date approximn t cly corresponding to ti~ end of the appropriate session in accordance with Article 3 .03. (b) A temporary employee sh all, at date of hire or r ecall, be assigned a term:I nation date which is less than th1·ee (3) cal c-ndar months fr.01:1 dnte of hire or recall. (c) A continuing employr,,<> n,ay be ;issir,ncd a termination d11te when hir<>cl into - 35 - a position which is financed directly by sources outside the University ( this does not include financially self-supporting functions of the University). (d) No termination date shall apply to a continuing employee with more than one (1) year of seniority. 34.04 l.nvoluntary Transfer Procedure (a) No layoff shall take place when it can be avoided by transferring the displaced employee to a position in the same classification which is coincidentally vacant durins the period of notice of involuntary transfer. (b) If more than one vacant position is available at the same time, the employee shall have the choice of those availahle position s. (c) If, within a year a discontinued position is re:l,nstated, the employee who was involuntarily transferred shall, upon request, be granted automatic transfer to that position. In this case, Article 22.08 (01'ientation Period for Transfer and Promotion) shall not apply. (d) In the case of :l.nvoluntary transfer, employees within the same classification in the department or library division where the coincidental vacancy occurs shall have priority, in order of seniority, to this position and subsequent positions. The employee heing involuntarily transferred shall fill the position remaining. No posting of the vacancy shall be required . 34.05 J,ayoff Procedure (a) Continuing Employees (i) When the position of a continuing employee is discontinued and no coincidental vacancy occurs durins the period of notice of involt1ntary transfer, the employee with the least amount of sc:niority in the classHica tion shall be laid-off and the incumbent of the position discontinued shall he involuntarily transferred to the resulting vacancy. (ii) When a continuing employee reaches a termination date assigned in ac- cordance with Ar.ticle 3~.03 (c) and (d) and no coincidental vacancy occurs in the preceding thirty (30) calendar days, the: employee con- cerned shall be laid-off and placed on the recall list. (iii) When involuntary transfer or recall causes a sessional positi.on to be filled by a continu1ng employee, that emplO)'ee shall retain hn/liis cont.i ,nuing status and the involun tary transfer and layoff procedures shc\11 be applied at the end of the se1,sion . (h) Sessional Enml oyces (i) Sessional employeei; shall b<.: laid-off at tcrmi.nation d;ite. (ii) (iii) (iv) - 36 - When the position of a sessional employee is discontinued before termination datP., she/he shall be involuntarily transferred to a coincidental vacancy among sessional positions . Failing such a vacancy, she/he shall be trnnsfern,d to a continuing or temporary vacancy in the same classification . Failing any vac~ncy, the scs- sional employee with the least seniority in the s;,me classification shall be laid-off and the displaced employee shall be transf erred to the resulting vacancy. It is understood that in the event the University wants to extend the term:f.nation date of a sessional employee, the employee must volun - tarily agree in writing to the extension. In no circumstances may the termination date be extended beyond Nay in the cas e of a WinLer Sessional employee and September in the case of an Inter/Summer Ses- sional employee. When involuntary transfer or recall c-.auses a continuing or temporary position to be filled by a sessional employee, that employee shall retain her/his sessional status and shall be considered laid-off autom;,tically at the end of the session in which she/he normally works. (v) In the event the University decides to discontinuP. a sessional posit i on effective with the beginninr, of the following session, it sh;,11 inform the Union at the time the decision is taken. In the case of Hinter Session ·a1 positions, this notice shall be given at least one (1) month prior to the beginning of the session. (c) Temporary Employees When a temporary employee reaches her /his termination date and no coj.nci- dental vacancy is immediately available, the employee shall be laid-off and placed on the recall list. 34 .06 Recall Procedure (a) (b) A full-timP. employees' rec;,11 list and part-time employees' recall list shall be maintained by the University . A full-tinie employee sh a ll, upon request, be listed on both lists. A copy of the current recall lists shall be sent to the Union office on the first working day of e;,ch month. Whc•n a layoff occurs, the affected employee shall autom;itic-al)y be plac ed on the recall list effective the first (1st) day after her/his last day of employment. (c) Laid-off Employees shall be recalled from the recall list in order of seniority within each classification. (d) Laid-off employcefl shall remain on the recall list for a period of twelve (12) months, or until: (i) recalled by "the Univcrsit.y, or (ii) she/he fails without good cause, to report to work wiLhin fiv e (5) working days of rec 11.1. (e) (f) (g) (h) (i) (j) (k) - 37 - "Good cause " for refusnl of recall shall include objection to the tempor- ary or permanent nature of the p;,rticular appointment . The employee shall notify the University of such objection before the effective date of lay- off. Notice of recall shall notmally be made by telephone. made, notice shall be given by registered mail to the employee known to the University. The Union shall be of any recall. If no contact is last address of the notified by telephone Jf telephone recall to a temporary position of ten (10) ,~orking days or less duration is not successful, an external applicant may be hired. In such case the Union shall be immediately notified by telephone. The termination date of a position so filled m;,y not be extended. It shall be the responsibility of the employee on the recall list to keep the University Employee Relations Department informed of her/his address and telephone number. Recalled employees shall receive no less than their former slllary plus any increments to which the employee has become entitled during the period on the recall list or by any change in the rate for that classification. Employees recalled to a position other than that which they held prior to layoff shall be on a training period for two (2) months. If the employee finds the job unsatisfactory or is unable to meet the basic job require - ments, she/he .shl\ll be returned to the recall list. If, while awaiting recall, an employee chooses to apply for and obtains a position in another classificl\tion, she/he shall, upon request, remain on the recall list and shall be recalled, in turn, to a position in her/his o~iginal classification. Scssional Employee Recall At the beginning of their session, sessional employees shall be recalled on the basis of seniority. Sessional employees shall be recalled to their original positions, providing they have sufficient seniority. In the event an employee's for.mer position has been discontinued, she/he shall be recalled to another vacant position in the same classification. Sessional employees not recalled as a re::;ult of insufficient seniority shall be placed on the recall list. 34.07 Notice (a) All employees will receive one (1) month's written notice of layoff or one (1) month's pay in lieu of notice, except temporary employees who will receive two (2) weeks notice or two (2) weeks pay in lieu of notice. In any case the Union shAll be notified in writing at the same time as the employee concerned. (b) All em11loyees will receive one (1) month's written notice of involuntary - 38 - transfer. Involuntary transfer may take place before expiration of notice if a position becomes coinci "dentally vacant during the period of notice. (c) When a position is to be discontinued within one (1) month of filling, written notice at the time of filling shall be considered adequate notice of layoff or involuntary transfer . (d) When a layoff becomes unnecessary due to a coincidental vacancy, the University shall i mmediately notify the employee and the Union. 34.08 Full -T ime and Part-Time Employees (a) A part-time employee shall not be involuntarily transferred or recalled to a full-time position. (b) A full-time employee shall not be involuntari ly transferred to a part-time position or recalled to a part-time position unless she/he has requested to be listed on the part-time employees' recall list . (c) A full-time employee who has exercised her/his right to be listed on the part-time employees' recall list and is recalled to a part-time position shall remain on the full-time employees' recall list and shall be recalled in turn to a full-time position. ARTICLE 35 - ADJUSTMENT pF C0NPI..AINTS 35 .01 Grievance Committee and Labour Committee 'fhe University shall appoint and maintain a committee to be called the Labour Committee, one member of which shall be designated as Chairperson. The Univ- ersity shall, at all times, keep the Union informed of the individual member- ship of the Committee. The Union shall maintain a Grievance Committee, comprised of members of Local 1, one member of which shall be designated as Chairperson . The Union ~hall, at all times, keep th e University informed as to the individual membership of the committee. The Grievance Committee or its representative shall, as the occasion warrants, meet with the Labour Committee or its representative for the purpose of dis- cussing and negotiating a settlement of any grievance arising betwP.en the University and an employee or any dispute arising between the University and the Union. 35.02 Definition of Grievance For the purpose of this Agreement, grievance shall mean any difference or dispute arising between the parties to this Agreement concerning the inter- pretation , application, administration , operation or alleged violation of this collective agreement , includinp any question as to whether a matter is arbitrable, whether between the University and any employee bound by this Agreement or between the University and the Union . Such question or difference shall be settled conclusively in the following manner, except that: 39 - (a) A r,rjevance involving more thnn one employee within a department shall go directly to Step 2. (b) A policy grievance, a grievance of discharge where salary is given in lieu of notice, a grievance involving r eclassification request, or a grievance involving more than one department shall go directly to Step 3. 35 .03 Grievance Procedure (a) Step 1: An employee who has a grievance shall first go to her/his supervisor or designate. The employee must be accompanied or represented by her/his steward or other Union representative. The supervisor shall be given an opportunity to answer the complaint verbally . Failing resolution, the grievor and her/his steward shall present the grievance to the supervisor in writing. After receipt of a written griev- ance the supervisor shall have three (3) working days in which to present her/his written reply to the steward. faiHng settlement, the grievance shall be processed to the next step within the fiv e (5) working days following either receipt of the supervisor ' s reply or expiry of the above time limit, whichever comes first. If the supervisor is the department head, step 2 shall be omitted and the grievance with the supervisor's written reply shall proceed directly to Step 3. ( b) lli.P..1.: Step ·2 shall commence upon presentation of the grievance to the department head or designate. The department head shall meet with the grievor, the steward and the division steward (or other union repr esentative ) in an effort to resolve the grievance. Within five (S) working days after commencement of this step, the department head shall deliver her/his written reply to the steward. Failing settlement, the grievance shall be processed to the next step within the ten (10) working days following either receipt of the d(>partment head ' s reply or expiry of the above tim e limit, whichever comes first . (c) Step 3: Step 3 shall. commence upon notification to the University l.abour Committee or its representative. The University Labour Committee and the Union Grievance Committee· shall then have fifteen (15) working days in which to meet and attempt to resolve th e grievance. If the grievance is resolved, a mcmor.:ndum shall be made of the agreement reriched and signed by the Chairperson of each committee with a copy for each party to the agreement. If tile r,rievanc.e cannot be resolve d, the Union sh{lll, not later th.1n the five (5) working days followinii expiration of the fifteen ·(15) working day time limit , signify in writing to the Unjversity its intention to invoke - 40 - arbitration procedure as hereinafter set out. (d) Absence from Work lly arrangement with her/his supervisor, an employee shall be permitted the necessary time off without loss of pay and benefits to attend to the adjustment of a grievance and may be present at any step in the grievance procedure if so requested by either party . 35. 04 Arhi trat.ion (a) Upon the request of either party, the Grievance Committee and the Labour Committee shall meet and attempt to agree upon a list of impartial arbitrators. If the committees are unable to agree on a list, they shall request the Minister of Labour to supply a list. In either case, fifty percent (50%) of those on the list shall be women. The arbitrators shall serve on a rota ting basis, or as otherwise determined by mutual agrc:ement of the parties at the time the list is established. (b) The parties shall make every effort to ensure the speedy dispatch of arbitration cases . (c) The Arbitrator shall issue her /his award within fHteen (15) working da)·s of the hearing. (d) The Arbitrator shall conclusively settle the dispute, and her/his decision shall be binding on both parties . (e) Both parties to the Arbitration shall pay for all their own expenses and one-half of the expenses of the Arbitrator. (f.) The Arbitrator shall not make any award or decision contrary to the condi- tions or articles of this Agreement, or in amendment to this Agreement . 35.05 Time Limits The time limits prescribed for the performance of any act in thi .s Article may be extended by mutual consent of the parties and it is understood that all periods prescribed fall within the working week. 35.06 Previous Collectjve Ag_~~ All gricvan<-.es whj cit, at the date of signinr, of this Coll c<-tive Ar,rccmcnt, arc: in process under the Grievancc Procedure set out in a previous Collective Agreement, sh11ll continue to be processed 1dthout interruption under the terms of said Grievance Procedure, with the understanding that such grievances continue to be grievances of alleged violations of such previous Collective Agreement . ARTICLE 36 - WAGES 36.01 Pay Grades Pay Grade I Pay Grade I Intermediate Pay Grade II PAy Gracie II Intermediate Pay Grade III Pay Grade Ill Intermediate Pay Grade IV Pay Grade V Pay Grade Vl Pay Grade VII - 41 - Clerk I Library Assistant I Data Control Clerk l Control, Room Assistant Stenographer I Keypunch Trainee Clerk II Library Assistant II Staff Room Attendant Data Control Clerk II Steno/Secretary II Keypunch Operator Equipment Operator Junior Theatre Assistant Clerk III Secretary III Senior Data Control Clerk Senior Keypunch Operator Stack Attendant Library Assistant lII Computer Operator Trainee Work Room Assistant Theatre Assistant Senior Equipment Operator Stack Supervisor Library Assistant IV Secretar>' IV Pror,ram Assistant Keypunch Supervisor Senior Theatre Assistant Administrative Clerk Buyer Data Control Supervisor Library Assistant V Assistant Programmer Computer Opc, ra tor Senior Computer Opt<rntor Senior Buyer Assistant Sup~rvisor Operations Chief Computer Opcr:ator - 42 - 36 . 02. Wnse Rates AE?.1'i l 1, 1979 - Monthly Pai Cradc Step !_ ~~-.1. Step ,1 St~ Start 1 YC'ar 2 YN1rs 3 Years 4 Years 5 Years I 938 960 981 1003 1024 10t!S I (Iur ermcdiate) 981 1003 1021 1045 1067 1089 II 1024 104S 1067 1088 1110 1131 II (Inte rmediate) 1067 1088 1110 1131 1152 1171 III 1131 11S2 1174 lW S 1217 1238 Ill (Intermediate) 1174 1195 1217 1238 1259 1281 IV 1238 1259 1281 1302 1326 1319 V 1326 1319 1373 1396 1420 1113 VI 1120 1143 1167 1191 151'1 1E3:I VII 1S14 1538 1561 1585 1(j08 1632 AE?.1'il l, 1979 - Hourly Pax Grad e ~l. .llir..1. .lliQ...1 St~..!!_ Step 5 Step 6 Start 1 Yeo.!. 2 Years 3 Y<>ars 4 Year s I 6 . 17 6.32 6.45 6.60 6 . 74 6.88 T ( Inte rmediate ) 6 . 45 6 . 60 6.74 6. 88 7.0 2 7.15 11 6.74 6.88 7.0 2 7.1 6 7.30 7. 44 II (Interm edia te) 7.02 7.16 7.30 7.44 7.58 7.72 III 7.44 7. 58 7. 72 7. 86 8.01 8 . 11 Ill (Intermediate) 7. 72 7.86 8.01 8. 14 8 . 28 8 .43 IV 8.14 8. 28 8.43 8.57 8.72 8.88 V 8.72 8 . 88 9.03 9.18 9.31 9.4P VI 9.34 9.49 9.65 9. 81 9.96 10. 12 VII 9.96 10.12 10. 27 10.43 JO.SB 10. 74 Jn cr c,mcm t Policy (a) ThE> service periods in the hcacli nes of the:: tablc-s refer to service in the pay grade , except for C'mployees who move to new pay grodes by pro- motion or reclassific-ation. Such emplo) •e<>i: will be treated as if they had the serv i ce indicate d by the step 11t which they en t er the grade . (b) lncrt'mcnts will be paid auto:natica] ly on July 1st of each ycnr. An er.!ployc<> i:-.ust have coin1>leted three (3) months' serviC<' at the Univeri:i ty to c:uel i fy fo r an increment. (I t is undc1·stood thnt hourly rntes shall be 1/ 152 of monthl>· rates). ERRORS AND OMTSSIONS t:XCl.\l'TED - 43 - ARTICLE 37 - DURATION OF THE CONTRACT This Agr eement shall be in force effec t ive from April 1, 1979 until Mnrch 31, 1980. Either party to th is Ar.reement may, not mor e than three (3) months, and not less than one (1) month, pr ior to March 31, 1980, pr esen t to th e other party, in writing, proposC'd ter n,s of a new, or further agreement and/or amendments to th is ogrc-ement . Failing agrec1nent by March 31, 1981) this agreement will continue in fo r ce until: ( a ) commencement of a strike by the Union or a lockout by the University, as defined in the Labour Code of British Columbia, or (b) a n ew agreement is reached. IN IHTNESS lnlP.REOF, the University and the Union have execute d this Agr.cerncnt in duplicate by their respective officers, her eun to duly authorized this 26th day of April , 1979. ON BEHALF OF THE UNIVERSITY OF BRITISH COLUMBIA "Ian F. Greenwood" I an F. Crcenwo:,d , Chairm an Boord of Govern ors "W. Whit e" W. White , Vice President & Rursnr "R. A. Grant" ·----- R. A. Grant, Director r:mployce Rc,lntj 011s ON BEHAT.F OF ASSOCIATIOl\ OF l.iliI\'ERSTIY AND COLLEGE E}IPLOYEES, LOCAi. 1 "Michelle McCaughran" "Ray Galbraith " "Ann Hutchison" "Shelly - Anne Tegarc" "C. (Cathy) Kelly Mooney" "M. Dionne" LETTER OF AGREEMENT RE: ARMORIES STAFF ROOM The University agrees that the Staff l.unch Room in the Armories shall be made available to al l University Staff at lunch tim e, and at times oth er than lunch time for the purpose of staff gatherings and a mee ting place . For the University of J!ritish Columbia: "W. L. CLARK'' Date: Decc1nber 23, 1975. For the Associ:ltion of Univ e rsi.ty and College Employees , Local n (U.B.C.): "IAN MACKENZIE" ·----- ---- - - LE:rTER OF AGREEMF.llT RE: AR'tlCLE 22 .06 Rl'Dl!CTION IN CI.ASSIFICA'tION lt is understood and agreed that the chan~(' to Arti cle 22.06 (Redu cti on in Classification) of the collective agreem ent shall take effecL the .].!i_ day of Oc tohcr, 1978. For the UNJ.VF.RSJ1'Y OF BRlTTSll COLUMll!A ",lANF. S'fl(Uf)I•! I CK" ------ ------ --- ·-- -- For the ASSOCIATION 0 1' UlllVERSXTY AND COl,LECE ENL'I.OYF.ES, 1.or~\L l "~!TCflEU.C NcC,'\llCllR,\N" ----·------- - 45 - LETTER OF AGREENE:'lT RE: SHIFT Dil-'Fl::Rl::NTIAL The University agrees that employees who, as of t he date of signing of the collective agreement, arc receiving shift differential based on 5% pre- mium for evening shift and 107. premium for night shift will conLinue to re - ceive , where this woul d result in a hig her different ial , shift diff erenl ial on the same basis for the dur11tion of th e new collective ai;rec ment (Aprill, 1978 - March 31, 1979) providing they re main in their pr esent paygra clcs . ~·or the University of British Columbia : "W. L . Cl.ARK" Date: Dl'cember 23, 1975. For th e Assc:,ciation of University and College EmpJ oyees, Local n (U. B.C.): "IAN MACKENZJE" - 46 - l.ETTER OJ> AC:Rf:EMENT RE: ARTICLE Jt, . 07 (a) The Univ e rsity airces that Article 34 .07 ( a ) will not ap pl y to th ose employees who work from the part - time recall list who wish to wor k for i rr ei ul ar periods and have indicated their wishes in writinp. to Empl oyee Re l a ti ons . A car bon copy of the employees' requests shnll he sent to the Union Off i ce by Employc,e Relations within five (5) workinr, days of rnc ei pt of such req ues ts. For the University of British Col umbin : "Jane Strudwick" D:ite: 26th Apr i l, 1979 For th e Ass oc ia tion of Universi t y and Coll e r.e Employ ee s, Loca l Ill (U . B.C.): "Mic helle Mc Caughran " INOEX Page Absence from work, grievance processing (35.03(d)) --- - -------- - ---- 40 St ewards (8.03) ------ - ------- - ------------------ -- -------- - --- 6 Adjustment of Complaints (Article 35) --------- - --··----------------- 38 Agreements conflicting with Contract (1.01) --- - -------------------- 1 Application for Posted Vacancy, Hiring Policy (22.03) -------- - ----- Notification if unsuccessful (22. 02(b) )--- ····-- --------- - ------- Right to Apply (22 . 02) ---- - ----------------------------------- Appointments, Medical and Dental (30.06(c)) ------------ - ----------- Part-Time Employee (30.0B(c)) - --------- - ---------- -- - --------- Temporary Employee (30.09(c)) - ---------- - --------------------- Arbitration (35.04) ----- - ------------- - -- - ------------------------- Armouries Staff Room (Lett er of Agree ment) ----- - ------------------- Automation , displacement by (Article 19) - - ------------ - ------------ Bargaining Unit Work (5.06) - - --------------------- - ---------------- 13 13 13 26 28 29 40 44 10 4 Benefits (Article 30) - - ------------------- - - - ---------------------- 25 Part-time Employees (30.08) - -- ----------- - -------------------- 28 Temporary Employees (30.09) ---- - -------------------- - --------- 29 Bulletin Boards (Article 18) ----- ------ - --------------------------- 10 Bumping see Involuntary Transfer---- --- ---------------------------- 34 Call Back after work or from day off or vacat i on (29.07) ---- - ------ 24 Campus Nail (13.07) --------- --- ------- - ----- - ---------------------- 8 Campus Patrol Escort (13.0 4) -- --- ------- - --------- -- ---------- - ---- 8 Carry-Over of Vacations (27.05) - ----------- -- ---------------------- 19 Check-Off, Union Dues (Article 6) ------------ - -------------------- - 4 Citizenship Leave (13.10) ---- -- -- ---- ------------------------------- 9 Closure 'of University (13.01) - - - - --------- -- ------------------------ 22 Coffee Breaks (28.03(b)) ---- - --------------------------------------- 22 Committee~, Buildin g Desi gn (24.04) ---------- - - - --------- - ------- - -- 16 Crievnncc (35 . 01) - - ---- - ----------------------------- - --------- 38 Job Evaluation (31.03) - -- ----- - --- --- ------ - --------- - ----- - - - - 30 Labour (35. 01) ---------- -- ----- - ----- -·------ - -------- -- -------- 38 Sick Leave Study (30 . 0G(k)) ------ - ------------ - ---------------- 27 Working Conditions (24.03) -------- - ---------------------------- 16 _Co~mu!l1,~_I ac ili ti<>s (13. 06) -- -- --------··-------- - - - -------- - ------- (I _con,passi9}ill~Lea_y_!: (30.02) ------ --- -- -- -- -------- --- - -------- - - Part -Ti me Employees (30. 0B(d)) -------- -- --- -- ---- ------- --- Temporar y Empl oyees (JO. 09 (e)) - ---· ·-- ------- -------- ------- -~i£. tinLlgn,e,nents ( 1 . 01) -------- ----- --- -- ----------------- Consultation re : changes in workine conditions (211.05) ----- ---- Contac ti ng at Work (7. 01) ---- - ------- -- - -- -------- ------ ------ -- ContinuiE.K....Etnploy(,c,s, defin it1. on (J. 02) -- --- -- ----------------- Layoff ( Jt, . 0.5 (a) ) - - -- -··------ ---- - - ------ ---- - ----- ---- ---- Termination date (34.0 3(c )&(d)) -------------------- ----- --- Cont rac tin& . .2.!!l (5. 05) -- - - -------- - -- ---------------- ----- ---- - fg~trSC1!_, During \forki ng Hours (21. Ot,) - --- - -- - - ---------- - - --- --- Graduate Studies ( 21.06 ) -- - - - - - ------- -- ---- --------- --- --- Ski ll-Upgrading ( 20. 01) ------ - - ---- ----- - - - -- ---- -----·-- - - - Study Benefits (Article 21) ------ -- -- -- ------- ----- - - ------ -~l.!.!}'_ (16 . 01) ------- ---- ------ ---- --------- - ------ ------- - - ~..£.3.!:.~ (30. 04) - --- ---------- -- - - ----- ------------------------ -- Def.!n!_tion_Q_~.P.!2~ (Article 3) ---- ---- -- ------------ --- -··-- Definitions, Continuing Employee (3. 02) ------ - - --- -------- - - -- Discharge (33.0 l (a )) - ---------- ----- --- -------- -------- ---- Employee (3 . 01) ----- ·-- - --- ----- ------- ---- -------- ------- -- Full-Time Employee (3. OS (a)) --- -- -- ---- --··---- -- -- - -------- Gr ievance (35.02) ------- - --- ------ -- - --------------------- !lours of Work, Terms re. ( 28. 01) ----- - --- ----- - - -----··- ---- Involuntary Transfer (22.0S(a)(ii), (34 . 0l(c)) ---- - - --- ---- Layoff (JI, . 01 (a)) --------- ---- ------ -- - --- ------- ---- - - ---- Over time (29 . 01) ---- -------- -- -------- ··-- - -· ·------ ------ --- Part-Time Employee ( 3. OS (b)) -- --------- ----- ------ ---- ----- - Proba tionr,ry R,nple>ycc (I,. 01) --- - ---- ------- - - - ----------- -- Promotion (22.04) ------- ---- ---- --- - - -------- - - ---- -------- Recall (34.0l(b)) ---------- --- ----- ------ --------- -- ------- Reducti.on of Classification (22 .06) --- ------- --------- - -- -- Resienntion ( JJ . Ol(c)) ------- ----- - ----- -------- ----------- Seniority (32 . 01) ------ -- ------ - -- -- --------- ----- ------- -- Scssi onal Er.iployc<-(J . 03) -··--- ------- ------ ---------- -- ---- Shift Hours (28.0S(a)) -------- ------- ---- -- - -- --------- -- - - Spec j al lloJ; da>·s (26. 05 (a)) ------ --- - -·--------- ---- - ------- Statutory lie> li days (26 . 01) --·- --- --- -- - - ---------- --- ------- Studl'n t Assis ta,1 t ( 3 . 06) --- ---·--- ------- -- - ----- ---- ------- Sunponsi on (33 . 0l(b ) ) -------- ------------------ ------ --- --- Techno) or, i.<-al Chnnge (19. 02) ----··- -- ------- -- ··----··------- - Tc,mporary t:111p l Oyee (3 . Ot,) - -- --- - ------- ------- -· ·- - ------- - - Trans fer (22 . 0S(a)(i)) ------- ----- ------- ------ -- - ·-------- Vnca ti ons, l'enns re. (27 . 0 l) ··--------- -- - ··- - - ---- -·-------- - _f?C':'!ot_i o_:i !'Cl' l<<'c!11c·t io~ of C:ln!:,:i f i c:i t ·i on (~2 .OG) ··-- ------ - ----- ·· 25 28 29 l 16 5 l 35 JJ 4 13 13 12 12 9 26 l l 32 l 2 38 21 ll,, 34 34 23 2 3 1/1 31, l /1 32 31 l 22 )8 17 2 n 10 2 14 19 14 Dental Appointa.eats (30.06(c)) --------- ----- ----------- - - - - ---- Part-Tice £.ploy ees (JO. 08(c)) ---------- - ----------------- Te...porar-y Employees (J0.09(c)) ----------- ------ --------- - - - Deatal Plaa {30.05) -- --- --- - ---- - - -------------------- --- ---- Discharge (33. 03) --- --------------------------- --- - - -- -- Def initioa (33 .01) ---- --- ------ - --- ------- --- - ---- ------- - Proof of Cause (33 . 04) ------ --- - - ------------------------- Seniority (32.06) ---- ---- ------- - -- ------------ - - -- ------ Tei,,porar-y Employee (30 .09(a)) -------- --- -------- ----- ----- Vacation £nt i tlellleo t (33.08) --- -------- -- ----------------- Discharge, see Unjust Discharge ---- - -- --------- -- -------- ----- - Disciplinary Action (33 .06 ) --- ----- ---- ------- --- -------- ---- - Discharge (33 . 03) - -- -- - ---- --- --- ------ --- ------ ------- Potential (8 . 02) ------- - ----- ---- ------- - -------- ---- ---- Sus~nsion (33 .02) ---- ----- ------------- --- --- ------- ----- - Discricrlnation (Article 9) ----- - - --- ------- -- ------ - -- -------- -- Dues., Union, Check-off (Artic le 6) ------- --- ------ ------ --- ---- - - - Union Shop (5.01) -------------------- -- ------ ---- ------ --- Duration of Contrac t (37 . 01) ----- -- -------------------------- -- - f:Qployee1 Definition of (Art icle 3) --------------- - ------ - ----- Ei:iployee Piles (23.01), (33 .06) ------- - ---- - ------ -- ----------- Sick Leave Records (30.06(d)) ----- -- ---- --- ---- ----- ---- --- Equip:ient, consultation about (24.05) - ----- ---- --- ----- --- ---- -- .Expiry Date of Contract (37.01) --- ------ --- --- ---- ----- -------- Explanation of Union to Ne\." Members (7. 04) - ------ -- ---- ----- --- Extended Sick Leave (30 . 06(e)(ii) ) --- --- ---- ---- ----- -- ----- --- - Files, Ei;iployee (23 . 01), (33 . 06) - ------ --- ---- -- ----- - ------ -- - - Flexible !lours (28 . 02) ------- - -- ------ -- ------------ - ----- ---- foll -Time Ecployec, definition (3.05(a)) - ------- - ------ - ----- --- Layoff, recall (34.08(b)&{c)) --- ------ - ---- - ------------- - funeral Leave (30 .02(b)&(c)) ---- --- ------------------------- -- - Gene~al Purpose of Contract (1 .01) - ----------------------------- Grievance (Article 35) ---- ---- ------ --- ---------- - ------------- - -N.;-foss of pay, stewards (8.03) ---------------- - ---- - ------ Potential (8.02) - -- - --- -- - · ----- --- ------- - ---------------- Procedure (35.03) --- -- --- -- --- . -- - -------- - ---------- - -- Time off Work (35.0J(d)) - ------------ - ----- ----- -- -- ------- Page 26 28 29 26 33 32 33 32 29 33 33 33 33 6 33 7 4 3 43 1 15, 27 16 43 6 27 15, 21 2 38 25 1 38 6 6 39 40 33 3:; Hiring Polic.1, (22.03) -- ------- - ------- - ------- --- ------ --- ------ Holidays, Annual Vacation see Vacations During Si ck Leave (30.06(g)) ------------- - - --------------- - Falling during Vacation (27.10) ------------ - ------- --- -·---- Modifi ed Work Week (26.06) ------- - - -------- - -- ----- ---- - --- Overtime on (29 . 04) ---------------- - ------------------- - - - - Part-Time Employee (30.08(b)) --------- - --------- -- -------- - Pay for work on (26.04) ------------------------------------ Statutory (Article 26) -------- -- ------ ··- -- ------- - --------- Temporary Employee (30.09(b)) -- ---------- - --------- -- ------ Special (26.05) ----------- ---- - - -- -------- -- --------- - ----- Hours of Work (Article 28) - - - --- ------ -- - --------- -- - -------- -- - Human Rights (9.01) ------------ - -------------------- - ----------- Increment Policy (36.02) ------ - --- ------- - -- ---------- - --------- Involuntary Transfer, definition (22.05(a)(ii), 34.0l(b)) ------- Due to Technological Change (19.06) ------------ ----- ------- Procedure (34.04) ---------------------------------- - ------- Job Descriptions (31.01) ----------------------- -- ------------ -- Job Duties, List of (31.02) ------ -- ----------------- - -----··---- Job Evaluation Committee (31.03) ------- -- - ------------- ---- ----- Job Postings (22.01) -- ----- - ------------- -- --------------------- Job Training, Retraining _ (19.05) -------------------------------- Jury Duty (Article 16) -------------- - --- ------------------ -- ---- Layoff , Due to Technological Change (19.06) --- ---------------- -- Procedure (34.05) - --- - ---------------- -- ----------------- - - and Seniority (32.04(b), 32. 05, 32.06) - - - ------------------ Temporary Employee (30.09(g)) ----- ------ ------ ------------- ~. Citizenship (13.10) --------- ---------------- -- ----------- Compassionate (30.02) --------------------- -- - -------------- Court Duty (16.01) --- - - --- --------------- - ---- --- - - -------- Funeral (30.02(b)&(c)) ----- - -------------- - -- - - --- --------- Maternity ( 30. 07) ------------------------------ - ----·------- Military (13.03) ----------------------------- --- - - -- ------- and Seniority (32.05) --------------------------- - ------ ---- Union Activity (7.02), (7.03) ----------------- -------- ----- Without Pay (30.01) ---------------------------- - ----- --- --- Leave of Absenc:,0., Union Activit >7., Full-Ti me (7 .02) --------- ----- Short Term (7.03) -------- ------- ----- --- ---------------- --- Leave of _Absencc Without P~Y.. (30.01) -- - ---- ----------- ---------- and Seniority (32.04(a)) ------ - --- - - - ------ - ---- ----------- Page 13 27 20 18 24 28 18 17 29 18 21 7 43 1!1, 34 12 35 30 30 30 13 11 9 12 35 32 29 9 25 9 25 28 8 32 5 25 5 5 25 32 Library _Card, F.mployecs' (13. 02) ------ - -- - ----- --- - -- - - --- ------ Retired Employees' (25.01) ---- - ---- ----- -- - - - ---- ------ - Lighting (24.06) List of Job Duties (31.02) ------- -- ------ - ----- - -- -- --- --- -- - - - - Lunch Breaks (28.03(a)) Make-Up Time (29 .0 9) Management Right s (11.01) Maternity Leave (30.07) ------------ -- -------------- ----- -- ---- - Part-Time Employee (30.08(£)) ------- ---- --- --- --- --- - ------ Temporary Employee (30.09(d)) --- - ----- ---- -- - ---------- - - - -- Meal Periods (28.03(a)) ----------------------------- ---- -- - -- - Overtime (29.06) ------------- - - ------ - -- -------- ------- Medical Appointments (30.06(c)) ---- -- ----- ----- -- - -------- ---- -- Part-Time Employee (30.08( c )) -- ----- - ------- - -- - ---- - --- - -- - Temporary Employe e (30.0 9(c )) - ------- --- --- - ------ - - --- --- Medical Examinations and Certificates (30.06(j)) ------- ------- Medical Pl.an (30.05) ~~th Manaacment (8. 02) ----- - - - -- - -- --- - --- - - - - Meetincs, Union (10.01) Membership in Union (5.01.), (5.02) --- -- - - ----- --- ----- ----- ·Military I.eave (13.03) -- - ---- ------- - -- -- -- - --- -- - - -- ---- ------ - and Senjority (32.05) ------ --- ------ - -- --- --- --- ---- ----- - Misclas s ification (31. 05(h)) -- ---- - --- - -· ·--- - -- --- - - - - --- --- - Modified Work l~cek (28. 02) -- - ----- - --- - -- -- - - -- - - -- --- -- -- ------ Effect on ilolidays (26.06) ------- - ---- ----- - - -- ------ ------- ~..Pl~~ !! • Explanation of Union to (7 . 0t,) ----- - --- - - -- Union Mcmbcrship (5.02) ------- -- - -- --- -- - --- - --- ------ - -- - - - Notice of Rcs~~nntJo n (33.07) Notill..£_.!!_:l_o_!!_jry_ !h£ Union, Dues , etc. (6.04) --- -- - - --------- --- -- Executiv e , Stewards, etc. (8.04) ---- - ---- - - - - --- ----- --- - -- - Union Mcetjncs (10.01) - - ----------- - ------- -··- - - ------- --- 8 17 17 30 22 25 7 28 29 29 22 24 26 28 29 27 26 6 7 3 8 32 31 21 18 6 3 33 5 6 7 NotiJ. icnt _i.on b)'.__t l!.!:_ll.!!_ivcrn_:i,_!)-, Applicants for Postc-d Vacancy (22.0 2) 13 Discharg e (33.03) ------- - - --- ------------ - -- -- - - - ---- - ---- -- 33 llirinc, Promotion, l<cs ii;nation, etc. (5 . 03) - --- ----- ------ --- 3 Jnvoluntary Transfer (34.07) -- - - -- - -- ------ --- --- ---- -- ---- - 37 Layoff (34.07), Letter of Agreement (34.07(a)) --- ------ --- --- Layoff due to Technolo gical Change (19.06) ------------------- Recall (34.06(e)&(f)) ---------------------------------------- Reduction of Staff (34,02) ------ ---- ------- ----- ----- ------- - Technological Change (19.04) ---- ---- ------- ------ ----- ------ - One Hour Explanation (7.04) --- -- - - ---- ----- - - ---- ----- ------ ------ Orientation Period for Tran sf er and Promotion (22.0 8) -- - --- ------ Overtime (Article 29) - ---------------- ---- ------ ------ ------ ------ Part-Time Employee (29.0l(b)) ---- ----- ------- ----- ------ ----- Shift Workers (28.05(d)) ------------------------------------ Ti.111e-Off in Lieu of (29.05) ---- ----- -------- --- ------- ------ - Part-T i me Employee, definition (3.05(b)) --- --- ------------------- Part-T :lme Employee Benefits, etc ., Compassionate Leave, Maternity Leave, Medica l and Dental Appointments-, Sick Leave, Statutory Holidays, Vacation Entitlement (30.0S) - - ---- ------ -- - --- ----- Discharge (33.03) ---- ----- ------- ------- ---- ----- ------ ------ Layoff, Recall (34.08(a)) -------- ----- ------ ---- ------- ----- - Medical and Dental Pl an (30.05) -------- - --- ------- -- --- ------ Overtime (29.0l(b)) - -------- - - ---- --- --------- ----- --- ------ Seniority (32,03) --- ------ ----- ------ ------ ------ ----- ----- Pay for Union Negotiators (7.05) --------------------------------- Pay Grades (36.01) --- - ---- ----- ----- ------ ------- ---- - - --- ------ - Paycheg ues 1n advence of vacation or le ave (27.12) ---- - - ---- ------ ~n .. Plan (30, 03) ------------- - ----------------- ---- ----------- Personal Right ~ (9.02) --- ------ --- - ------------------------------- Pick et Lines (17.01) ---------------------------------------------- Probationary Employee, definition (4.01) -------------------------- Rights (4.02) ------------------------------------------------ Probation ary Period (4.01) ------ - ---- ------ - - -- ------- -- - --------- Promotion (22 . 04) ------------------------------------------------- Or:l.cntatiori Peri od (22. OS) ----- -------- ----- ------- ----- ----- Seniority (3 2.05 ) ---- ---- -------- ------------------ ---- ------ Temporary Promotion (22.0 7) - -- --------- -- -------------------- Proof of Illnes s (30.06(b)) --------------------------------------- Prote cti v~ ClotMn& (21, . 07) --------------------------------------- Quarantine (30. 06(h)) -------- ---- - - --- ----- ------- ------ - - -------- ~!A.'!.'!:£1'.'£ (7.2. 05 (a) (ii)) ---- ------- - - ---- ------ ----- - - - -------- Uni vcrsity Closure (13. 01) ---------- ---····-------------------- Working Cond:ltlons (24.02) --- - ----- ---- ----- ------- ---- ------ Pace 37, 46 12 37 34 11 6 15 23 23 23 24 2 28 33 38 26 23 31 6 41 20 26 7 10 3 3 3 14 15 33 14 26 17 27 ll, 7 16 Recall, definition (34.01) ------------------------------------------ ---Procedure (34.06) ------- - -------------------- -- ------------------- ·and Seniority (32.04), (32.06) --------------- - -------------------- Reclassification, Procedure (31,04) ----------------------------------- and Seniority (32.05) ---------------------------------------------- Wage Increase (31.05) -------------------------------------------- Recognition, of Stewards (8.01) ----------------------------------------- of Union (2.01) ---------- - ---------------------------------------- Reduction of Classification (22 . 06) ------------ ----- ------------------- - and Seniority (32.05) -------------- ---- --- ------ -------- ----- - ----- (Letter of Agreement) --------- - ---- -- --- -- -------- - ---- ---- --- -- -- Reduction of Staff (34.02) --------------------------------------------- Reductions in the Workforce (5.04) -------------------------------------- Reinstatement for Unjust Discharge _(33.05) ------------------------------ Relief Periods {28.03(b)) -------------------------------------------- --- Representation, Building Committees (24.04) ----------------------------- Resignation , definition (33.01) ---------------------------------------- Notice (33 .07) ---------------------------------------------------- Vacation Entitlement (33.07, (33.08) -- -------- -- -- - ··-- - - - - --------- Retirement (3.07) ---------------------------------------- --- ----------- Library Card (25.01) -------------------------------------------- Vacation Pay (27.11) ------------------------ -- - - ----------- - ----- - - Retraining (19.05) ----------------------------------------------------- Skill-Upgrading (20.01) ----------------------------------~--------- Rights, Human (9.01) ------------------------------------------------- -- - Personal (9.02) ------------------------- -- -- - ----------- ----- - -- Union Activity (9.03) ------------------------ ---- -------- - --------- Rights of Probationary Employee (4.02) ---------------------------------- Rvom Bookings (13.05) --------------------------------------------------- Salarx__A_&~, Increment Policy (36.02) ----- - ----------------------- Promotion (22.04(b)) --------- - ------------------------------------- Reduction of Classification (22.06(b)) ------ - ---- --- --------------- Reclassification (31.05) ------------------------------------------- Temporary Promotion (22 .07) ---------------~------------------------ SenioritY, (Article 32) ------------ -- -------------- -- ---------------- During Leave of Absence Without Pay (30.0l(d)) --- -- ---------------- Hiring Policy (22.03) ---------------------------------------------- Seniority List (32.07) ---------------------------------- - --------------- !.~s.£ 34 36 32 30 32 31 6 1 14 32 44 34 4 33 22 16 32 33 33, 34 2 17 20 11 12 7 7 7 3 8 42 14 14 31 14 31 25 14 32 Sessional Employee, definition (3.03) -------------- -------- ------------ Layoff ( 34. OS (b)) ---- ----------··------- --------------------------- Recall (34.06(k)) ----- - -------------- - ------------- ---------- -- --- Seniority (32.04(c)) -- ----- --- ----- ----- -- - ---- -------------------- Termination Date (34 .03( a)) ----- --- ~------------- -- ---------------- Shift Differential (28.0S(b)), (Letter of Agreement) ----- -------------- Shift Work (28.05) --- - -- - ---------------- --- ---------------- ------ ------ Sick Leave (30 . 06) ------- -- --- -- - - -------------- ------------------------ During Vacation (27.13) ------- ----------- ---------- -------------- Part-Time Employee (30.08(a)) --------------------- -- --------------- Record s (30.06(d)) ----- - ------ -- ----------- - ---- --- -- --- ----------- and Seniori ty (32 . 03(b)) - -- - --------------------------------------- Study Committee (30.06(k)) -- -- - - ------------------ - - --- ----------- Temporary Er.,ploy ee (30. 09 (h)) ------------------------------------ Special Holidays (26.0 5) - - -- -- -- ------------- -- - -- ------------------- -- - Split Shifts (28.04) -- - -- ------- --------- ------ -------- --------------- for Shift Workers (28.0S(e)) ------------ ------------- ------ -------- Staff Rooms and Facilities (13.09) ---- -- ------ - --- --------------------- Armouries (Letter of Agreement) --------- --- - -- --------------- - --- - Statutory Holi~s (Article 26) - ----- ---- -· ------- - -- -- - - - - --------- During Sick Lea ve (39.06(g)) ----- --- ----------- - -- ---------------- Falli ng Durinz Vacation (27.10) --------- ---- -- -- ------------- - ---- Modified Work Week (26. 06) --------------------------------------- Overtime on (29. 04) - ----- - - - ----- - ----------------- , ---- ---------- Part-Time Employee(20.08(b)) ---- -- --- - ----------------------------- Pay for Work on (26. Ot,) ------------------- -- --------------------- Temporary Employee (30.09(b)) -------------- - -------------------·· -- Stewards (Article 8) ----- - ------- - --- ------- ----------- ---------------- Contactin g at Work (7. 01) --- ---- ---- ----- ------------- - - - ---------- Strikes by Other Unions (17.01) ---------- ---- -------------------------- Student Assist/.\nts (3 . 06) ------- ------------ ------ --------------------- Study Benef it s (Arti cl e 21) ------------- - ----------------------------- - Suspension (33 . 02) - -- - ----- ---------- ------------------------ --------- definition (33.0 1) - ------------ -------- --------- --------- -------- Taxi Vouchers (13.0 8) - - ------------ - -- -- -------- -- ------- ----- ---------- Technolo gical Chan~ (Article 19) --- - --------- - ------ --- - - ----------- - -- Temporary Employee, definition (3.0 4) -- --- -- ---------------------------- Terminatio n Date (34 .03 (b )) - -- --------- ---- ------ --- ------ - -------- Page 1 35 37 32 34 22, 45 22 26 21 28 29 32 27 29 18 22 23 9 44 17 27 20 18 24 28 18 29 6 5 10 2 12 33 32 8 10 2 34 Temporary Employee Benefits, Compassionate Leave , Maternity Leave, Medical and Dental Appointment!!, Sick Leave, Statutory Holidays, Vaca tion Entitlement (30 . 09) --- ------ --- ----------- -- ----------- --- Disc har ge (30.09( a)) ---- - ------------------------------------------ Layoff (30.09(g)), (34.05(c)) -- --- - ------ ---- ----- - -- -- ----- --- ----Seniority ( 32. 02) ___________ _____________ , ________________________ _ Temporary Promotio n (22.07) Termination, Discharge (33.03) ----- ------ ---- ----- ------ ---- ---- -- -- ---- and Seniority (32.06) ------------ - - ------ - - --- ----- ------ --- - - --- -- Vacation Pay upon (27.09) ------ ---- ----- - -- --- ----- ---- ----- - - ----- Termination Date (34.03) ---- - ------------------ -- ------- - --------------- Sessional Employee (3.03) - -------------- --- ------- -- ------- ----- -- Temporary Employ ee (3.04) - ---------------- -- ----- - --- -- ----- --- ---- Time Off in Lieu of Overtime (29.0 5) ------------------- -- - - - ---- ----- --- Training Period for Transfer and Promot ion (22.08) ---- ----- ------ -- - -- -- Tran sfer (22.0 5) ----------- --- ----- ----- ---- --- - ----------- ------- - --- --Orientation Period (22.08) ---- -- - --- ---- -- - --------- - ----------- --- Outside the Bargaining Unit (22.09) ---- -- -- --- --- --- - - ------- -- - - -- and Seniority (32.05) -- - -- ----- ----- ---- ---- -- ---- ----- ----- ----- - Tui t io n Waiver (21 . 01) ----·- - -- ------ --- ------ ------ ---- - --- -- ---- ------ - Union , Recognition of (2 .01) -------------------------------------------- Union Activity (Article 7) -- -- ------- -- --------------------------------- ---No Dis crimina tion (9 .03 ) ------- ---- --------------- ---- ------ - - ---- - Union Label, pins, badges and stickers (15.01) -------------------------- Union Mee tin gs (10.01) --- ----- ------- ---- ----- --- ------ ---- ----- -- -- -- -- Union Organizer, Cont acting at Work &7.01) ------- - --------------- ----- -- Leave of Absence (7.02) - - ------- -- -------- --- --- -- -- --- ----- --- --- Union Security (Article 5) -------------------- -- - ------ - - --------------- Union Shop (5 .01) -- -- --------------- - - -- ---------------- - ------- -- - -- --- University Facilitie~ (13 . 06) - ----- -- - -- --------------- ------ --- - --- ---- Unjust Dischara~ (33.05) --- - -- - ----- - - -- ---------------- --- ----- -- - -- --- and Seniority (32.03(h)), (32.05) ------------------------- - - --- --- Vacations (Article 27) ----- - - --- ---- - - - ------------------ --- ---- ------- -- - Part-·Umc Empl oyce (30. 08(e)) -- --- ------- ---- ---- ------ ----- ·-- ----- and Seniority (32.05) ---- ---------------- - - - ----- - -- -- ------ -- -- --- Temporary Employee (30 .09(0) ------------ ----- ---- --- --- ----- ---- -- f.aM 29 29 29, 31 14 33 32 20 34 1 2 24 15 14 15 15 32 12 1 5 7 9 7 5 5 3 3 8 33 32 19 28 32 29 36 Page Vehicle Policy (13.11) - --- ---- ----- --- -- - -- ---- ------- --- ----- --- --- 9 Voluntary Overtime (29.08) ------ --- ------- -- -- ----- - -- ------------------ 24 Wages (Arti cle 36) ----- -- -------- -- -------------------- --- ----- --- 41 Weekend, Work on, Overtime (29.03) ----- - ----- ----- ------- - -------- -- --- - Shift Work (28.05(c)(ii) --- ----- ----- ---- ------ ---- ---- ----- --- - -- 24 23 Work Day and Work Week (28. 02) ------------------- - -- ----- - -- --- ----- - 21 Workers ' Compensation Board, Cheques (30 .06(f)) --- -- - --- ---- ----- ----- -- 27 Standards (24.01) --------- - --- --- ------ --- ----- ---- -- -- --- -- -- - 15 Working Conditions (Article 24) ---------- --- --------- ----- --- - -------- - 15 Committee (24.03) ---------- - - ------- ---- ---- -- - --- ---- -- -- ------- - 16 Dangerous (24.02) --------- - --------- -- -------- - --- ---- - --- --- -- - - 16 COLLECTIVE AGREEMENT BETWEEN THE ASSOCIATION OF UNIVE~SITY AND COLLEGE EMPLOYEES, LOCAL 1 (U.B.C.) AND THE UNIVERSITY OF BRITISH COLUMBIA April 1, 1980- March 31, 1982 Covering Clerical and Library Workers at U.B.C. YOUR UNION CONTRACT This is the collective agreement between Local 1 of the Association of University and College Employees (AUC E) and the Univers ity of British Columbia. It establishes wages and working conditions for clerical and library employees of UBC who are covered by AUCE 's certification. This booklet outl ines the rights and benefits that you are entitled to under the contract. Read it carefully - observe it and enforce it. If you have any questions or problems concerning the contract or its interpretation , contact your stewa rd or the AUCE office. The Union Office is located at The Armory, corner of West Mall & Memorial Road, UBC (after Dec. 1st, 19801, phone 224·2308. Article 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 TABLE OF CONTENTS General Purpose ... . . .. . ... . . . . . ... . . . . . . . . . . ... . Recognition . . .......... . ........... . ... . ... . ... . Definition of Employees ..... . ... . ... . . . ..... . . .. . . 3.01 Employee ...... . .. . ....... . . . ......... . ... . 3.02 Continuing Employee ..... . . ...... . . . .. . ... . . 3 .03 Sessional Employee . . . .. ... . .... . ... . .... . . . 3 .04 Temporary Employee ....... .... .... . . . .. . . . . 3.05 Full-Time and Part-Time Employee ... . .... . . . . 3 .06 Student Assistant ... . . . . . . . ... . ............ . 3 .07 Retirement . . . ... .. . . . . . . . . . . ... . ... . . .. . . . . Probationary Employee ......... . . . ... . ... . ..... . . Union Security . ... . . . . . .... . ... . . . . . . . . . . . . .. . . . . Check-Off ..... . . . .. . ..... . .... . . . . . . . ..... . .... . Union Activity .................... . . . . . ..... . ... . . Stewards . .. .. . . .... . . ... . . . . .. . . . . . . .. . . .. . .. . . No Discrimination . .... . . . . ... . . .. . . . . ... . ...... . . Union Meetings ....... . .......... . ... . ... . ..... . . Management Rights ... . . . ..... . .. . . . .. . . . ....... . (deleted) General .................. . . . ......... . . . . . . . .. . . 13.01 Officia l University Closure . .. . .... . . . . . . .. . . . 13.02 Employees ' Library Card ........... . ....... . 13.03 Military Leave ...... . ... . .. . ...... .. .. . ... . 13.04 Campus Patrol Escort ..... . .. . .... . . . . . .. . . 13.05 Room Bookings .... . ..... . ..... . ... . .. . . . . 13.06 Community Facilities .... . . . ... . . . ... . .... . . 13.07 Campus Mail ....... . ... . . . ... . ..... . ..... . 13.08 Taxi Vouchers . .... . . ... . . . . . . . ... . . . . . . . . . 13.09 Staff Rooms and Facilities .... . . . ... . ... . .. . 13.10 Citizenship Leave ......... . ... . ........... . 13.11 Vehicle Policy . .. . . . . . . ... ... . .. .. . . . . . . . . . (deleted) The Union Label ................ . . . ....... . . . . . . . Court Duty . . . . .. ... .. .. . . .... . .... . . . . . . . ..... . . Picket Lines .... . ................. . ...... . .. . . . . . Bulletin Boards ..... . ........ . ...... . ....... . . . . . Technological , Automation and Other Changes . . . . . . Policy re: Courses (Skill-Upgrading) ......... . ... . . . Personal Study Benefits ... . ....... . . . . . ....... . . . Promotion, Transfer , Job Postings and Selection .. . . . 22.01 Job Postings . .. . . . . ..... .. . . .. . .......... . 22.02 Right to Apply . ...... . . . .................. . 22.03 Hiring Policy . . .......... . .......... . ... . . . 22.04 Promotion . . . . .. . . .. .. ... . . ........ . ... . . . 22.05 Transfer ...... . . . ................. . .. . . . . . 22.06 Reduction in Classification . . .... . .. . . . . .... . Page 1 1 1 1 1 2 2 2 2 3 3 3 5 5 6 7 8 8 8 8 8 8 8 8 9 9 9 9 9 9 10 10 10 11 11 13 13 14 14 14 14 15 15 15 Article 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 22.07 Temporary Promotion ........ . ............ . 22.08 Orientation Period for Transfer and Promotion . 22.09 Transfer Outside the Bargaining Unit ........ . Employee Files ................................. . Working Conditions ............. . ............... . Permanent Library Card ......... • ................ Statutory Holidays . . ..... . ...... . ............... . Vacations ...... .. ............. . . ............... . Hottrs of Work ....... .. .. . ...................... . 28.01 Terms .......... . . . . . .. . ............ . .... . 28.02 Work Day and Work Week ................. . 28.03 Meal Periods and Relief Periods ........... . . 28.04 Split Shifts .... . ................. . ..... . .. . 28.05 Shift work ..... • ................ . ... . . . . . . . Overtime ....................................... . Benefits ....................................... . 30.01 Leave of Absence Without Pay ............. . 30.02 Compassionate Leave ........... ...... . ... . 30.03 Pension Plan ................... .. ........ . 30.04 Daycare ................................. . 30.05 Medical and Dental Plan ................... . 30.06 Sick Leave ...... . ................. ....... . 30.07 Maternity Leave .......................... . 30.08 Continuing Part-Time Employee Benefits .... . 30.09 Temporary Employee Benefits .............. . Job Description, Job Evaluation, Reclassification and Misclassification ............... ... . ... .. .... . Seniority . . ........................ ... . ...... ... . Discharge, Suspension, Disciplinary Action and Resignation ......... . ........................ .. . Layoff, Recall and Involuntary Transfer .. . ......... . Adjustment of Complaints ........ . ..... . ......... . Wages ............................... . ......... . Duration of Contract ............................. . Letters of Agreement Armouries Staff Room ................. . ......... . Reduction in Classification ............. . ......... . Shift Differential ................................. . Joint Committee to Review Benefit Plans ........... . Bi-Weekly Pay System ................. . ......... . Signing Bonus ................ . .......... . ...... . Page 15 16 16 16 17 18 18 20 22 22 22 23 23 23 24 26 26 26 26 26 27 27 28 29 30 31 32 32 35 39 42 45 46 46 47 48 49 50 -1- THIS AGREEMENT made and entered into by and BETWEEN: THE UNIVERSITY OF BRITISH COLUMBIA (Hereinafter referred to as the University) AND THE ASSOCIATION OF UNIVERSITY AND COLLEGE EMPLOYEES, LOCAL 1 (U.B.C.) (Hereinafter referred to as the Union) ARTICLE 1 - GENERAL PURPOSE 1.01 The purpose of this agreement is to set forth and establish the terms and conditions of employment so that efficien t operations and harmonious relationships may be main- tained between the University and the employees to the benefit of both parties and the community they serve. No employee shall be required or permitted to make written or verbal agreement with the University or its representatives which may conflict with the terms of this Agreement. ARTICLE 2 - RECOGN ITION 2.01 The Union is the sole bargaining authority for all employees of the University for whom the Union is certified under the Labour Code of British Columbia. ARTICLE 3 - DEFINITION OF EMPLOYEE 3.01 Employee An employee shall mean any person employed by the University who is covered by the certification granted the Union by the Labour Relations Board of British Columbia on April 11, 1974 and varied on May 21, 1974. The University hires employees in the following categories: continuing, sessional or temporary on either a full-time or part-time basis. 3.02 Continuing Employee A continuing employee shall mean an employee who is hired to fill a position of more than three (3) months duration or as provided in Article 3.04. Such employees may be hired to work either full-time or part-time. -2- Continuing full-time employees shall be paid by the month; part-time employees may be paid either by the month or the hour. Part- Time employees who work regularly scheduled hours may elect to be paid by the month . 3.03 Sessional Employee A sessional employee shall mean an employee who is hired to fill a recurring position which .approximately coincides with the University Winter Session or the University Inter / Summer Session. In the case of the Winter Session, a sessional position shall not begin later than September 30th nor end earlier than April 1st. Such employees may be hired to work either full-time or part-time. Such employees shall be paid by the month or the hour. Sessional employees shall be entitled to all the rights accorded continuing employees, except where otherwise specified. 3.04 Temporary Employee (a) A Temporary employee shall mean an employee who is hired to fill a short term, non-recurring position of less than three (3) months duration. (b) Such employees shall, at date of hire, be assigned a termination date under the conditions of Article 34:03 (c) Such employees may work either Full-Time or Part-Time and shall be paid by the hour. (d) Upon completion of three (3) calendar months or sixty-six (66) days of accumu- lated service, the employee shall become a continuing employee as defined in Article 3.02 3.05 Full-Time and Part-Time Employee (a) Full-Time Employee - A Full-Time employee shall mean any employee who normally works a regular work week of thirty-five (35) hours per week or seventy (70) hours per two week period as defined in Article 28 (Hours of Work). (b) Part-Time Employee - A Part-Time employee shall mean any employee who normally works less than thirty-five (35) hours per week or seventy (70) hours per two consecutive weeks, as defined in Article 28 (Hours of Work). 3.06 Student Assistant The term "student assistant " shall mean any full-time student who is enrolled at the University and works no more than ten (10) scheduled hours in any one week. Such student assistants may work more than ten (10) hours in any one week if they replace other student assistants who are unable to report for their scheduled hours. The term "replacement" shall not apply to terminations or severances . -3- Such student assistants are outside the certification. A student who is hired to regularly work more than ten (10) scheduled hours per week shall be considered an employee as defined in Article 3.01. Student assistants performing duties normally done by employees bound by this agreement shall be paid at the base hourly rate as outlined in this agreement. 3.07 Retirement Employees shall normally retire on the fast working ctay of the month in which their sixty-fifth (65th) birthday occurs, however, retirement shall be optional at any time after the fifty-fifth (55th) birthday. Alf employees, upon retirement from the University: (a) shall receive a lifetime University Library card, renewable yearly; (b) shall be entitled to the same vacation which she/he would have had if she/he continued working to the end of the calendar year. (c) shall be entitled to the the use of University facilities as per Article 13.06. Providing there is mutual agreement between the employee and the University, employees may continue in their position with the University after the age of sixty-five (65) subject to annual review with a test of competence which would indicate sufficient ability to perform the job satisfactorily, and shall continue to receive all the rights and privileges provided for in this agreement. ARTICLE 4 - PROBATIONARY ~MPLOYEE 4.01 Probationary Employee A probationary employee shall mean a new employee serving a trial period to determine suitability. This probationary period shall be three (3) calendar months or sixty-six (66) days of accumulated service. 4.02 Rights The probationary employee shall be entitled to all the rights and privileges of this agreement except where specifically stated otherwise. ARTICLE 5 - UNION SECURITY 5.01 Union Shop All employees covered by the certification who were members of the Union as of October 1, 1974, will continue as members of the Union. All employees covered by the certification and employed by the University prior to October 1, 1974, but who were not members of the Union at that time will not be required to join the Union. -4- All employees covered by the certification shall be required to pay fees and assess- ments to the Union. 5.02 New Employees As a condition of employment, new employees shall become Union members within thirty (30) calendar days of their date of hire. · 5.03 Notification by the University The University agrees ~o notify the Union in writing within five (5) working days when an employee has been hired, promoted, transferred, recalled or resigns. In the case of layoff or involuntary transfer, Article 34.07 (a) shall take precedence. In the case of suspension or discharge, the University will notify the Union as outlined in Article 33.02 (Suspension) and 33.03 (Discharge). 5.04 Reductions In the Workforce An employ~e·s workload will not be increased beyond a normal workload expected of an employ~e in a re~ular work day as a result of layoff, attrition, suspension, discharge, res1gnat1on, vacations, leaves or changes in the University's procedures or methods of operation. 5.05 Contracting Out It is agreed between the University and the Union; (a) that the University shall not contract out services or work where the University has employees that normally provide the work or services; (b) it is further agreed that the University may contract out work or services in situations when: (i) the University does not have the equipment necessary to provide the re- quired work; (ii) the University does not have employees who regularly perform such work or are skilled in such work and where such jobs will not be required on a continuing basis in the future. (c) It is further agreed that the University may contract out work in emergency situations. (d) No employee shall be laid-off, suffer a reduction in classification or have recall withheld because of contracting out. ' (e) In all work contracted out, all sub-contractors of the University shall provide wages and conditions of employment which are at least equal to the terms of this agreement. -5- 5.06 Bargaining Unit Work Persons not employed within the bargaining unit shall not do the work of employees within the bargaining unit except when mutually agreed between the University and the Union. It is recognized, however, that both bargaining unit and non-bargaining unit employees may perform the same tasks in meeting their respective responsibilties. ARTICLE 6 - CHECK-OFF 6.01 Authorization All employees on date of hire, will be required to sign an authorization for dues and assessments deductions. A copy of this authorization shall be sent to the Union. 6.02 Deduction of Dues The University shall begin the deduction of monthly Union dues and assessments on the first appropriate pay day following date of hire. 6.03 Collection of Dues Before the fifth (5th) working day, following the final pay day for the previous month, the University will forward the collected dues by cheque to the Treasurer of the Union, together with a detailed list of names of·all employees in the bargaining unit and their social insurance numbers, departments and amounts deducted with explanation. 6.04 Notification The Union agrees that they will advise the University of all present assessments and dues required by the Union, and of any changes which may arise from time to time in connection with such dues and assessments. ARTICLE 7 - UNION ACTIVITY 7.01 Contacting at Work The elected full-time organizers and stewards of the Union shall have the right to contact employees at work on matters respecting this collective agreement and its administra- tion . The Union agrees that there will no undue disruption of work. 7.02 Full-Time Leave of Absence A leave of absence without pay shall be granted upon request to any employee who has been elected or selected to a full-time office or position in the Union, in the Union's Provincial Association or in any other body in which the Union maintains membership or affiliate status. Any employee so elected or selected must give one (1) month's notice to the University. Seniority shall accumulate during such employee's leave of absence of up to one ( 1) year but not longer. The employee shall also be allowed to continue with all the University's Benefit Plans and the employee shall pay the full premium of these plans. When the leave of absence has a term of one (1) year or less, the employee shall be returned to her/his former position with the University. When the leave of absence -6- exceeds one (1) year, the employee shall be placed in the coincidental vacancy of her /his choice in her /his former classification , or where no coincidental vacancy exists, shall invoke the provisions for involuntary transfer. 7.03 ·Short Term Leave of Absence The University agrees to grant representatives of the Union leave of absence without pay for Union functions on the following basis: (a) After thirty (30) days notice in the case of steward seminars at which thirty (30) employees or more are to attend during their regular working hours. (b) After five (5) days notice in the case of emergency situations. It is understood that emergency situations may arise in which the Union would be unable to give a full five (5) days notice. A request for leave to begin after less than five (5) full days notice will only be denied if the granting thereof would , due solely to the shortness of notice, result in undue disruption of the department concerned. (c) After ten (10) days notice in all other cases. (d) If, as a direct result of the granting of leave under (b) above , shift changes are required , the Union shall assume the premium pay costs required by Article 28.05 (c) (v). The University agrees that, whenever possible , shift changes resulting from the granting of such leave shall be avoided. 7.04 One Hour Explanation The University agrees that up to two (2) Union representatives shall be allowed one (1) hour to meet and discuss the function of the Union with all new employees. This meeting shall normally take place in conjunction with the induction process at Employee Rela- tions , and shall be during working hours . Both the Union representative(s) and the employee shall have time off work with pay to attend the meeting . In no case shall a new employee work longer than one (1) week before attending one (1) of the meetings . 7.05 Pay for Union Negotiators The University shall grant leave of absence with pay for hours regularly worked for four ( 4) Union members who are employees of the University and who are appointed by the Union for the purpose of negotiating the collective agreement between the University and the Union. the Union shall pay for in excess of four (4) negotiators at any one bargaining session. ARTICLE 8 - STEWARDS 8.01 Recognition The University recognizes the stewards elected by the Union and shall not discrim inate against such stewards for carrying out duties proper to that position. -7- 8.02 Meeting the University When the University wishes to discuss dissatisfaction with the work of an employee which may lead to disciplinary action, the employee shall be accompanied by a steward . When an employee wishes to initiate discussion with the University regarding a poten- tial grievance , the employee shall be accompanied by a steward. 8.03 No Loss of Pay Stewards shall have the right to investigate and process grievances and to perform other duties proper to their position during regular working hours , without loss of pay. It is further agreed that there will be no undue disruption of work, and the steward shall not leave work during regular working hours without obtaining permission from her/ his supervisor. Permission shall not be unreasonably withheld . 8.04 Notification by the Union The Union shall regularly notify the University, in writing , of the names of its Local Executive, Chief Steward, Stewards and Grievance Committee. ARTICLE 9 - NO DISCRIMINATION 9.01 Human Rights The University and the Union agree that there will be no discrimination against an employee by reason of age, race , creed, colour, national origin , political or religious affiliat ion, sex or sexual orientation , marital status, or whether she/he has childrel'), in particular, that there shall be no such discrimination in terms of hiring , promotion , wages, discipline or dismissal. The Parties further agree to abide by the Human Rights Code, its spirit and intent, as it specifically relates to employees with medical/physical handicaps. 9.02 Personal Rights The University and its representatives agree that the rules , regulations and require- ments shall be limited to matters pertain ing to the work required of each employee. Employees will not be required to do any work of a personal nature for the employer or representatives of the employer. The employees agree that they will not act in any way which would interfere with the normal work requirements. 9.03 Trade Union Activity The University will not discriminate against any employee because of union member- ship or union activity or for the exercise of rights provided for in this agreement. -8- ARTICLE 10 - UNION MEETINGS 10.01 The University agrees to allow nine (9) two-hour lunch meetings (12 :30 to 2:30) in each twelve ·(12) month period of the Collective Agreement. The Union may arrrange when meetings are to be held provided at least ten (10) days advance notice is given. ARTICLE 11 - MANAGEMENT RIGHTS 11.01 The Management and direction of the working force is vested exclusively in the Univer- sity subject to the terms of this agreement. ARTICLE 13 - GENERAL 13.01 Official University Closure Should the University , or an area of the University , be officially closed temporarily due to environmental conditions , utility disruptions , road conditions , or other reasons beyond the control of the employees covered by this Agreement, employees shall receive their regular salary during the closure . (These closures shall not be considered a Special Holiday as in Article 26). In the case of an area of the University being closed , and where alternate work is available in another area or department of the University, it is understood and agreed that the employee shall be informed if she/he is to be temporarily reassigned to that area or department (subject to Article 22.09 - Transfer Outside the Bargaining Unit). 13.02 Employees' Library Card Employees shall be entitled to a free, personal Library Card, renewable yearly , for the duration of their employment with the University. 13.03 MIiitary Leave Employees required to attend Military training courses shall be granted one-half (1 /2) the time as a paid leave of absence, the other half to be deducted from their holidays. 13.04 Campus Patrol Escort After regular working hours (after dark) employees upon request shall be escorted by Campus Patrol from their place of work to a convenient bus stop , where the Patrol will wait with them until their bus arrives , or some other mutually satisfactory arrangement. It is understood that the University Patrol establishment will not be increased due to this clause nor may the patrol be able to respona immediately to all requests . 13.05 Room Bookings The University shall permit the Union to book University rooms through Space & AN Services for business meetings of the Union . -9- 13.06 Community Facilities Employees and retired employees shall be allowed the use of University facilities such as the swimming pools , tennis courts , bowling alley etc., during hours scheduled for such purposes or public hours at the same rates as apply to Faculty or for free as required by the University. 13.07 Campus Mail The University agrees to permit the Union the use of campus mail facilities, in order that all members be kept well-informed of Union Meetings and business pertaining to the Union. All postage , however , for out-going mail, must be supplied by the Union. 13.08 Taxi Vouchers Employees will normally be responsible for providing their own transportation to and from the University. Whereas women employees may find difficulties in transportation at night , it is agreed that taxi vouchers will be provided, on the individual's request, to women employees required to work after 11 :00 p.m. or before 6:00 a.m. It is further agreed that if special circumstances arise where a male employee has a problem with his normal means of transportation occurring after the time that public transportation is available, the employee may request a taxi voucher from the Depart- ment Head or her /his designate who will determine the appropriateness of the request. 13.09 Staff Rooms and Facllltles The University and the Union agree that existing staff rooms and facilities will continue to be maintained at the present level of service for the term of this agreement. If existing staff rooms and facilities are required for other purposes because of space requirements , comparable facilities will be made available before such existing staff rooms or facilities are used for other purposes. The University will ensure that the need for staff facilities will be considered in the design of new buildings and additions. 13.10 Citizenship Leave An employee shall be allowed the necessary time off with pay to process her/his Canadian Citizenship application . 13.11 Vehicle Policy The University shall not require an employee to own or use her/his own vehicle as a condition of employment. -10- ARTICLE 15 - THE UNION LABEL 15.01 Empl9yees will be permitted to use the Union Label and to wear Union pins, badges and stickers . ARTICLE 16 - COURT DUTY 16.01 (a) An employee who is called for Jury Duty or as a subpoenaed witness shall continue to receive her/his regular pay for the days on which she/he would otherwise have worked . In the event the employee receives any monies from the Crown for such service, she/he shall retain such portion as covers her/his ex- penses , and shall turn the remainder over to the University with an accounting of amounts received together with proof of amounts received together with proof of service. (b) When an employee is to appear as either plaintiff or defendant in a civil suit , she/he shall be granted leave of absence without pay for such purpose under the condi- tions of Article 30.01 (c) , (d) and (e). (c) When an employee is charged with an offense and is required to attend a hearing or is held in custody pending hearing of charges , the employee shall be allowed leave of absence without pay under the conditions of Article 30.01 (c), (d) and (e) to attend such hearing or pending results of hearing of charges. If the employee is found to be guilty of the charge, the University will consider the nature of the offense in determining whether the individual shall continue on leave of absence , return to work or be discharged. ARTICLE 17 - PICKET LINES 17.01 The University and the Union agree that in the event of a strike by members of another union employed by the University or outside employers , employees covered by the Certification of A.U.C.E ., Local 1 shall not be discriminated against nor be subject to dismissal for refusing to cross an established picket line, provided that: (a) the strike is the result of a labour dispute ; (b) the Union Executive shall inform the University, in writing, as soon as possible that they regard the picket line which has been set up as a bona fide picket line; (c) adequate arrangements for essential services in the hospitals are established. The University agrees that it shall not request, require , or direct employees covered by the collective agreement to perform work resulting from strikes that would normally have been carried out by those employees on strike. -11- ARTICLE 18 - BULLETIN BOARDS 18.01 The University agrees, on request of the Union, to provide bulletin boards in a perma- nent and prominent location acceptable to the Union. The bulletin boards shall be used by the Union to convey information to its members. The cost and installation shall be borne one half by the University and one half by the Union. ARTICLE 19 - TECHNOLOGICAL, AUTOMATION AND OTHER CHANGES 19.01 Purpose The purpose of the following provisions is to preserve job security and stabilize employment and to protect employees from loss of employment. 19.02 Definition An employee shall be cons idered displaced by technological change when her/his services become redundant or are no longer required in the same capacity , as a result of change in University procedures or equipment, or a change in process or method of operation which may diminish the total number of employees required to operate the department concerned. 19.03 Changes - Not Technological Changes in the demands for services or programmes over which the University has ·no control and which lead to the displacement of employees , shall not be considered technological changes, but shall be subject to Article 34 (Layoff , Recall and Involuntary Transfer). 19.04 Notice of Intent Before such changes (as outlined in Article 19.02) can come into effect , the University shall provide the Union and the employee(s) affected with at least three (3) months notice of intent to introduce automation , equipment or procedures whic h might result in displacment of or a reduction ih employees or in changes in employees' job classifica- tion. Such notice of Intent will include details pertinent to such changes . After expiry of the three (3) months' notice period, the University shall implement the proposed changes. If at the end of three (3) months these changes have not been implemented, the University shall submit to the Union and the employee(s) affected, a progress report on the status of such changes , with further update reports at three (3) month intervals . -12- 19.05 Retraining (a) Employees who have become redundant, displaced (as described in Article 19.02), or who have received notice of layoff due to technological change, shall be eligible for retraining to equip them for the operation of such new equipment and procedures. Such retraining shall occur during working hours at the University's expense. (b) An employee may choose not to accept such retraining, in which case the involun- tary transfer/layoff procedure shall be followed. (c) (i) An employee who has received notice of layoff because of technolcgical change shall, upon request, be placed in any coincidentally vacant position in the same pay grade provided that she/he has the qualifications and skills to meet the requirements of the position after a three (3) month on-the-job training period. (ii) In the event the employee cannot qualify for such a position, or if such a position is temporarily unavailable, upon request , she/he shall be placed in a coincidentally vacant position in the next lower pay grade provided that she/he has the qualifications and skills to meet the requirements of the position after a three (3) month on-the-job training period. (iii) An employee who has been placed in a vacant position in a lower pay grade in accordance with Article 19.05 (c) (ii) shall be eligible for retraining, both on and off the job, in order to acquire the skills necessary for eventual return to positions in the original pay grade, provided that such retraining shall only take place when the employee's original job classification has been, or is being, totally discontinued at the University. The form of this retraining shall be agreed upon between the Union and the University, and the cost borne by the University. (iv) Where an employee can meet the qualifications and requirements of a position in her /his original pay grade, she/he shall have the right of automatic return to any vacant position in the original pay grade, provided that there is no employee on the recall list with more seniority who is eligible for recall to a position of that classification. (d) Notwithstanding the operation of Article 19.05 (c), the employee shall remain on the recall list for her/his original classification for one (1) year, (provided that the classification has not been discontinued at the University.) 19.06 Notice of Layoff or Involuntary Transfer Due to Technological Change Employees laid-off or involuntarily transferred due to conditions of this Article shall receive three (3) months notice or pay in lieu of notice. Severance pay will be paid out twice monthly, eq!,livalent to the salary received prior to layoff. -13- ARTICLE 20 - POLICY re: COURSES (SKILL UPGRADING) 20.01 The Parties to this collective agreement recognize the principle of human resource development through skill-upgrading in line with career development as it relates to opportunity for advancement in the service of a department or division of the University. Where it is possible to foresee the future utilization of such skill-upgrading , the Depart- ment Head may request a member of her or his staff to take a course related to skill-grading or the employee may submit a request to the Department Head to take a course related to skill-upgrading. Each case will be considered on its individual merits and must be approved by the Dean or Administrative Head. If the request is approved, where required the University shall allow time off with pay and pay for fees and costs incurred. ARTICLE 21 - PERSONAL STUDY BENEFITS 21.01 Tuition Waiver On completion of the probationary period, a continuing full-time employee , excluding sessional employees, shall be entitled to tuition waiver to take or audit credit courses to a maximum of six (6) units per year (12 months) . Non-credit courses may be taken to the equivalent in fees over a year. To determine the equivalent value in fees , reference should be made to the fee for three (3) unit courses in the University Calendar under the heading, "Fees, Summer Session ". Tuition fees shall be waived, but the employee shall pay the cost of materials, equipment or travel associated with the course. This benefit shall also be available to a continuing part-time employee who works more than seventeen and one-half ( 17 1 /2) hours per week. 21.02 Location Courses may be taken on or off the Point Grey Campus. 21.03 Credit/Non-Credit Courses Both Credit and Non-Credit courses may be taken. 21.04 Courses During Working Hours An employee may take one ( 1) University of B. C. course per year during working hours if the Department Head agrees to the required time off and make-up time arrangements . Permission for such arrangements shall not be unreasonably denied. 21.05 Procedure An employee eligible for study benefits as outlined in Article 21.01 (Tuition Waiver) must first complete the APPLICATION FOR TUITION WAIVER, available from the Employee Relations office, and return the forl'T) to!he Employee Relations office for authorization. The Employee Relations office will verify the employee 's eligibility for tuition waiver , complete the AUTHORIZATION section and return the necessary copies to the employee. -14- 21.06 Graduate Studies This benefit does not apply to Graduate Studies courses. 21.07 Minimum Enrollment Requirements It is understood and agreed that courses will not be scheduled on the basis of staff requests ; minimum enrollment requirements are to be met by paying registrants. ARTICLE 22 - PROMOTION , TRANSFER, JOB POSTINGS AND SELECTION 22.01 Job Postings All vacancies for continuing and sessional positions shall be posted on all Union bulletin boards and such other places as may be agreed upon between the University ·and the Union, for at least five (5) working days. All vacancies of three (3) months or more duration shall be posted, with the exception of Leave of Absence, including Maternity Leave, which may be filled by temporary promo- tion under Article 22.07. These positions will be posted if the employee on Leave of Absence fails to return from Leave of Absence, i.e., terminates employment. No position of over three (3) months duration shall be filled from outside the bargaining unit without being posted in accordance with this article. A copy of all job postings shall be sent to the Union office and to all employees on either recall list. All postings shall include the specific job title, a summary of the position specifications outlining the job duties, minimum qualifications and pay grade. Each notice shall state: "both males and females are encouraged to apply". 22.02 Right to Apply (a) Any employee shall have the right to apply for any posted vancancy. (b) Upon request, unsuccessful applicants to posted vacancies shall be notified in writing of the reasons they were unsuccessful. 22.03 Hiring Polley (a) The University shall fill vacancies from within the bargaining unit, providing employees are available with the required minimum qualifications before hiring new employees. (b) Applicants tor posted vacancies shall be appointed on the basis of ability, qualifica- tions and seniority. When the University is making its selection and no applicant is clearly superior in ability and qualifications, seniority shall be the determining factor. -15- 22.04 Promotion (a) Definition: The movement of an employee from one position to another in a higher pay grade. (b) Salary Adjustment: If an employee 's salary is below the minimum of the pay grade to which she/he is promoted, it will be adjusted to the minimum. If the employee 's salary is at or above the minimum of the pay grade, it will be moved to the next step in the new pay grade which provides an increase. 22.05 Transfer (a) Definitions: (i) Transfer - a change from an employee's position to another in the same pay grade which results from the employee applying at1d being selected for a posted vacancy. (ii) Involuntary Transfer - the movement of an employee from a discontinued position to another position in the same classification. Reassignement of an employee to duties in the same classification within the department shall not be considered involuntary transfer. (b) No employee shall be involuntarily transferred except where her/ his position is discontinued. (c) Transfer, involuntary transfer and reassignment shall not alter an employee's salary. 22.06 Reduction of Classification (a) Definition : A change in an employee 's position to another in a lower pay wade other than as provided for in Article 22.08 (Trial Period f9r Transfer and Promotion) (b) Salary Adjustment: If an employee's salary is above the maximum of the pay grade to which she/he moves, it will be adjusted to the maximum. If the employee 's salary is at or below the maximum of the new pay grade , it will be adjusted to the next step in the new pay grade which is less than her/his previous salary. In the case of temporary employees , if the downward position movement is voluntary, the employee will remain at her/his present Step while moving down in pay grade. 22.07 Temporary Promotion An employee who, on the request of the department head, agrees to _temporarily assume any of the duties specific to a higher classificaUon, or temp_oranly replaces another employee in such higher classification, shall be paid at the minimum of the pay grade for the appropriate classification or the next higher step in the pay grade for the appropriate classification which provides an increase. The higher pay rate shall apply for the period so worked , providing this period is at least one ( 1) complete shift of seven (7) hours. -16- Such temporary promotion shall be for a period of no longer than six (6) months duration with the exception of leave of absence, including maternity leave. To accept or to refuse a temporary promotion shall be the employee 's choice. 22.08. Orientation Period for Transfer and Promotion When promoted or transferred, the employee shall be on an orientation period for three (3) ~onths. If an employee finds the job unsatisfaGtory or is unable to meet the basic job requirements , she/he shall be returned to a vacant position of her/his choice in her/his former salary range. If such a position is not available , she/he shall be returned to her/his former position . 22.09 Transfer Outside the Bargaining Unit No e,:nployee shall be transferred to a position outside the bargaining unit without her( his_consent. If the employee is transferred back to a position in the bargaining unit within six (6) months , she/ he shall begin accruing seniority from the level in effect before the _transfer out of the ~argai~ing unit took place, i.e., no seniority shall accrue during the period the employee 1s outside the bargaining unit. ARTICLE 23 - EMPLOYEE FILES 23.01 "Document " refers to any document , letter, report, etc. Each empl~yee shal! have access to all her /his persoral files. The employee shall have the right to msert W~ltten C?mment to any document. On written request the employee shall be pro~1ded with copies of any such personal material providing she/he pays the cost of copying. The University shall inform an employee of any reports received which cause or may cause the employee to suffer: (a) terminat ion of employment , (b) restriction of opportunity of promotion , OR (c) restriction of opportunity of future employment. Any employee so affected sh~II be given the opportunity to reply in writing, and/or have recourse through the grievance procedure. Should the accuracy of an entire document or part thereof be disputed and successfully grieved , said document, or part thereof, shall be removed from all files and destroyed by the employee concerned in the presence of both parties. -17- ARTICLE 24 - WORKING CONDITIONS 24.01 The University agrees to maintain good working conditions in the employees ' work areas . It is understood that adequate heat control (including air conditioning where adequate natural ventilation does not exist), noise control, washroom facilities, lighting and space between employees are necessary to the well-being and health of employees. The Workers' Compensation Board regulations shall constitute the minimum standards for safe working conditions and it is understood that changes beyond such minimum standards may be requested. 24.02 Working Conditions If, in the opinion of the majority of staff members (i.e. employees and non-bargaining unit staff) in a particular work area, conditions are believed to be dangerous to the employees' health or safety, the employees shall be relocated, reassigned in the same department or granted time off without loss of pay until such conditions are corrected. The employees shall be returned to their original positions. If the operations of a department are suspended due to the application of this article , employees may be temporarily reassigned outside the department without loss of pay, provided no other employee is displaced as a result. The employees shall be returned to their original positions when the department resumes operations. 24.03 Working Conditions Committee !he Union shall establish a Working Conditions Committee and inform the University of its members. The University shall recognize this Committee and shall communicate with it in regard to any problems in employees ' working conditions that the Committee wishes to draw to the University 's attention. Upon request , the University shall provide the committee with such statistical and other information at its disposal relevant to the particular problem raised. 24.04 Union Representation The Uni~ersity and the Working Conditions Committee will not delay in working out a mechanism for staff representation on building design committees. Any agreement between the University and the Working Conditions Committee shall become mutually acceptable after approval by the Union and shall then become official University procedure. Until a mutually acceptable mechanism has been established, and where provisions have not been made for staff representation, each building design committee shall include one (1) member from the Working Conditions Committee as a representative of the employees. 24.05 Consultation (a) Where new or additional equipment is required , affected employees must be consulted prior to purchase or rental. -18- (b) Where renovations (which may affect the working area of the employees) are planned for an existing building, employees from the working areas concerned shall be consulted regarding such renovations, before renovating may begin. (c) Where a permanent change is considered in the location of work areas or in '!VOrking procedures, the employees concerned must be consulted before any changes may begin. 24.06 Lighting Wherever reasonably possible, employees will be seated in working areas close to windows at eye level. In this regard, where it is necessary to rearrange the work area, there shall be mutual agreement between the University and the employees affected. The degree of light intensity and the quality of lighting in a given area shall first and foremost be guided by the practical aspects of the work to be done in that area and not solely by aesthetic/cosmetic consideration. With the understanding that "brightness" is a subjective phenomenon, any employee shall be entitled to have a supplementary light source for his/her work area if she/he requests. 24.07 Protective Clothing The University shall provide and maintain, at no cost to the employees, protective apparel and equipment where such is required by the Workers' Compensation Board or where the Department of Health or the University Safety Committee has determined them necessary for the personal safety of employees. At the employees' request, the University shall provide and maintain, at no cost to the employees, protective clothing such as smocks, shop coats, and cuff protectors where these are required to protect clothing of employees. ARTICLE 25 - PERMANENT LIBRARY CARD 25.01 All employees, upon retirement from the University shall receive a lifetime University Library card, renewable yearly. ARTICLE 26 - STATUTORY HOLIDAYS 26.01 Definition A statutory holiday is any holiday recognized in the University Calendar as a day on which the University is offically closed. The rate of pay for Statutory Holidays shall be that which the employee would have received if she/he had worked. -19- 26.02 List of Statutory Holidays The following paid statutory holidays for all employees are to be recognized: New Year's Day B.C. Day Good Friday Labour Day Easter Monday Thanksgiving Day Victoria Day Remembrance Day Dominion Day (Canada Day) Christmas Day Boxing Day In addition any other day proclaimed by the Federal or Provincial Governments or any other day in lieu of a Statutory Holiday shall be recognized. 26.03 Compensation for Statutory Holidays Falling on Scheduled Days Off When a statutory holiday falls on the regular day off of an employee, she/he shall choose to be granted an equivalent time off without loss of pay or to be paid at regular rates. The time at which the time off is taken is to determined by mutual agreement between the Department and the individual employees. 26.04 Pay for Work on Statutory Holidays An employee who works on a Statutory Holiday shall choose either to be paid at the rate of double time plus a day off with pay at the regular rate for her /his regular hours of work, as defined in Article 28 (Hours of Work), or to receive an equivalent time off with pay or equivalent pay (e.g., 3 working days off or triple time pay). 26.05 Special Holidays (a) Special Holidays: A special holiday is a holiday declared a holiday by the Univer- sity for its employees other than a Saturday, Sunday, General (Statutory) Holiday or day declared by the University to be in lieu of a Statutory Holiday. The rate of pay for the Special Holiday shall be that which the employee would have received if she/he had worked. (b) An employee who works on a special holiday shall choose either to receive an extra day's pay at the regular rate for her/his regular hours of work as defined in Article 28 (Hours of Work), or take one (1) day off with pay at the regular rate tor her/his regular hours of work at a mutually convenient time. (c) When an employee's day off falls on a special holiday, she/he will will receive another day off with pay at a mutually convenient time. 26.06 Effect of Modified Work Week The University and the Union agree that the number of hours worked by an employee during a year should be unaffected by the type of work week chosen under Article 28. If the total number of statutory and Special holidays exceeds eleven (11) per year, employees working the three-day (3) weeks shall schedule an extra 4 2/3 hours work for -20- each such holiday taken in excess of eleven (11 ), to compensate for the extra time off . This make-up time shall be scheduled by advance arrangement with the Department Head . Alternatively , the employee may elect to have an equivalent pay deduction based on her/ his rate of pay excluding shift differential. ARTICLE 27 - VACATIONS 27.01 Definition of Terms For the. purpose of this Article , the calendar year shall mean the twelve (12) month ' period from January 1st to December 31st inclusive. For the purposes of this Artic le, day shall mean seven (7) working hours. 27.02 Vacation Schedule for First Incomplete Year Each employee shall receive during the first incomplete year (first calendar year) of service one and one-quarter (1 1/4) working days for each month worked prior to December 31st with the right to take days as they are accumulated . 27.03 Vacation Schedule for Second Calendar Year Employees in their second calendar year may take their vacation entitlement of 1 1/4 days per month as it is accrued. Alternatively , such employees may take their full annual vacation entitlement of 3 weeks , or portion thereof, at any time in the 2nd annual calendar year. In this event the employee shall receive vacation pay only for entitlement already accrued. Payment for vacation entitlement unearned at the time of vacation will be paid monthly as it is accrued. Employees who have completed their first Anniversary year of employment shall not be subject to the foregoing. 27.04 Vacation Schedule (a) Employees shall receive an annual vacation with pay on the following basis: Three (3) weeks during the second (2nd) calendar year. Four (4) weeks during the fifth (5th) calendar year . Five (5) weeks during the eighth (8th) calendar year. Commencing with their fourteenth (14th) calendar year of service, employees shall receive one (1) additional day of annual vacation with pay for each additional year of service , to a maximum of five (5) additional days. Rates of pay in each of the above cases shall be those which the employee would have received if she/he had worked (excluding shift differential). For computation of vacation entitlement , employees shall be deemed to be in their second (2nd) calendar year on January 1st if they have had service immediately preceding that date. -21- (b) Where an employee's vacation entitlement increases as a result of this Article, the employee shall be entitled to carry over such increase to the following year. 27.05 Accumulation or Carry-Over of Vacations (a) Employees with less than three (3) weeks vacation entitlement shall be entitled to carry over one (1) week of vacation entitlement to take the following year . How- ever, arrangements may be made to carry over up to a maximum of two (2) weeks vacation entitlement by mutual consent between the department and the employee concerned. (b) Employees with three (3) weeks vacation entitlement or more shall be entitled to bank up to a maximum of two (2) weeks vacation to be taken in the following year. 27.06 Vacation Flexibility Other than in the first (1st) incomplete year, as of January 1st, each employee shall have one (1) full calendar year 's entitlement available to her/him to take any time within that calendar year, subject to Article 27.03. The time of vacation is to be oetermined by mutual agreement between the Department and the individual employee. 27.07 Vacation Scheduling Prior to the preparation of vacation schedules employees may submit their preferences to the Department Head. Department Heads shall post a vacation schedule by March 1st of each calendar year. The schedule can be changed thereafter at the request of the employee if the alternative scheduling arrangements meet the work requirements of the Department. Such requests shall not be unreasonably refused . Employees who so desire must be allowed to take their vacation by the end of August. 27.08 Conflict in Vacation Schedule Scheduling of vacations shall be on the basis of seniority where there is a conflict of scheduling between employees. Employees desiring to take holidays in broken periods shall be entitled to do so by mutual agreement between the Department Head and the employee concerned. 27.09 Termination An employee terminating her/his employment shall receive her/her vacation entitle- ment less any actual vacation time taken, subject to Article 33.07 . 27.10 Compensation for Holidays Falling Within Vacations Should a Statutory Holiday or Special Holiday occur during an employee 's annual vacation , she/he shall be granted an additional day's vacat ion without loss of pay for each Holiday so occurring in addition to her/his vacation time. 27.11 Vacation Pay on Retirement On retirement (Article 3.07) , each employee shall be entitled to the same vacati~n which she/he would have had if she/he continued working to the end of the calendar year. -22- 27 .12 Paycheques Employees may receive any cheque which would normally fall due during a period of vacation or leave of absence, up to five (5) days preceding commencement of the vacation or leave of absence. Fifteen (15) calendar days notice must be given before the date ttl ~ cheque is to be issued . 27 .13 No Loss of Vacation Entitlement Due to Illness or Injury When an employee is eligible for sick leave while she/he is on vacation , illness or injury during such time shall be tabulated against the employee 's sick leave, subject to presentat ion of supporting medical certificate or other proof of illness or injury. 27 .14 No Termination, Layoff or Loss of Seniority No employee shall be terminated , laid-off, or lose seniority while she/he is on vacation . The intention of this section is that vacation time shall not be construed as part of the required notice of termination or layoff. · ARTICLE 28 - HOURS OF WORK 28.01 Terms (a) The week shall be understood to begin at 12:01 a.m. Sunday and shall end at 12:00 midnight the Saturday following . (b) "Month" shall mean the calendar month. (c) "Standard Work Week" shall mean a five (5) day work week from Monday through Friday, seven (7) working hours per day approximate ly coinciding with the hours of 8:00 a.m. to 5:00 p.m. (d) "Regular Work Week" shall mean an employee's regularly scheduled work week. (e) "Regular Work Day" shall mean an employee's regularly scheduled work day and/ or hours of work. 28.02 Work Day and Work Week (a) The normal hours of work for all full-time employees shall be thirty-five (35) hours per week , or seventy (70) hours per two consecutive weeks. (b) The employees in each department or library division, under guidelines of this Article, shall decide which form of week they they will work, subject to approval of the Department Head. Departmental approval shall not be unreasonably withheld . (c) The four basic forms of work week shall be: (i) Seven (7) hours per day, five (5) days per week; (ii) Eight and three-quarters (8 3/4) hours per day, four (4) days per week; -23- (iii) Seven and three-quarters (7 3/4) hours per day, nine (9) days per two-week period; (iv) Eleven and two-thirds (11 2/3) hours per day, three (3) days per week . 28.03 This form shall be avai lable only for shift workers on a twenty-four (24) hour per day operation . (a) Meal Periods - Employees shall have the right to take one (1) continuous period for meals approximately in the middle of any shift of not less than thirty (30) minutes and not more than one (1) hour. However, the time and duration of the meal period shall be the employee's decision providing that departmental re- quirements are met. In departments where complex scheduling is required, the department head or designate will make up the schedule after the employees have submitted their preferences, which will be met where reasonably possible. It is to be further understood that this is an unpaid meal period and the University shall recognize the employee's right to enjoy this period without interruption. (b) Relief Periods - Employees shall be entitled to two (2) paid relief periods of fifteen ( 15) minutes each, one ( 1) normally to be taken during the first half of any shift, and the other normally to be taken during the second half of any shift. 28.04 Split Shifts There shall be no split shifts. 28.05 Shift Work (a) Definition of Shift Hours Day Shift shall be defined as those shifts where more than one-half of the scheduled hours fall between 8:00 a.m. and 4:00 p.m. Evening Shift shall be defined as those shifts where more than one-half of the scheduled hours fall between 4:00 p.m. and 12:00 p.m. midnight. Night Shift shall be defined as those shifts where more than one-half of the scheduled hours fall between 12:00 midnight and 8:00 am .. (b) Shift Differential (Inconvenience Pay) Employees working on a shift basis shall receive a pay differential as follows: Thirty-five cents (.35) per hour for each hour worked on the evening shift . Fifty-five cents (.55) per hour for each hour worked on the night shift. (c) Scheduling Provisions (i) Prior to the preparation of shift schedules by the Department Head or her / his delegate, employees may submit lists of their schedule preferences for consideration. Department Heads may delegate the preparation of shift -24- schedules to employees where appropriate but employees may not be re- quired to accept this responsibility unless it is part of their duties. Shift schedules must be posted no less than two (2) weeks in advance. (ii) Each employee working on a shift basis shall be entitled to three weekends off in every four weekends. This may vary upon mutual consent of the employee and the Department Head concerned . (iii) There will be a minimum of twelve consecutive hours off-duty between the completion of one work shift and the beginning of the next. This may vary upon the mutual consent of the employee and the supervisor concerned . (iv) All shifts shall be rotated on an equal basis, insofar as possible , amongst the employees who are involved in the shift work. Employees may , voluntarily , work on a specific shift. Such an arrangement may be made with the mutual consent of the employees concerned and the Department Head . (v) Any employee given less than one (1) week 's notice of a shift change shall be paid at overtime rates (as per Article 29) for all hours worked on the changed shift , up to one week from the date of notice. However , no employee shall receive overtime rates for more than three (3) days on the changed shift. Shift changes shall include any change in hours of work, including changes within any given shift category (e.g ., a change from 2:00 p.m./ 10:00 p.m. to 3:00 p.m./ 11 :00 p.m. shall constitute a shift change .) The employee shall choose whether to take the pay or time off in lieu of pay . The time at which the time off is taken is to be determined by mutual agreement between the Department Head and the individual employee. (d) Overtime for Shift Workers Employees working on a shift basis will be paid overtime according to Article 29. Where such overtime runs contiguous with evening or night shift , the hourly rate for computation of overtime will be used , and, the proper shift differential for the number of hours worked will be added after the calculation of overtime pay is made . (e) Split Shifts for Shift Workers There will be no split shifts for shift workers . ARTICLE 29 - OVERTIME 29.01 Definition (a) Overtime for Full-Time employees is that time worked in excess of each employee's regular work day or work ·week as defined in Article 28. (b) · Overtime for Part-Time employees is that time worked in excess of seven (7) hours per day or thirty-five (35) hours per standard work week . -25- 29.02 Overtime Premium Compensation for overtime shall be paid at two (2) times the employee 's regular hourly rate for hours worked to the next one-half hour . 29.03 Overtime Worked on a Weekend Compensation for overtime worked on a weekend shall be paid at double an employee 's hourly rate. 29.04 Overtime Worked on a Statutory Holiday Where an employee works more than her /his regular work day on a statutory holiday or a day granted in lieu thereof, that employee shall be paid according to Article 26.04 , for the regular work day , and double that rate thereafter. 29.05 Time Off in Lieu of Overtime Employees who work overtime may request time off in leiu of overtime pay. An employee who is to receive compensating time off shall be given compensating time off equivalent to the number of hours for which she/he would have been paid for the overtime so worked. Time off will be taken at a time mutually agreeable to the employee and the Department Head. Upon mutual agreement with the Department Head, the employee may have accumulated time off reconverted into the corrected overtime pay . 29.06 Paid Meal Period (Overtime) All employees requested to work overtime beyond their regular work day shall be allowed a one-half (1 /2) hour meal period which shall be paid at overtime rates provided such overtime is in excess of two (2) hours work and providing that not more than one ( 1) hour has elapsed between the end of the regular working hours and the time overtime commences. The meal period may be taken before , during or after the overtime. 29.07 Call Back An employee called back to work after completing a regular work day or from a regular day off or vacation, shall be paid overtime rates for a minimum of four (4) hours . 29.08 Voluntary Overtime The employer shall endeavour to keep overtime to a minimum and to meet require - ments on a voluntary basis. Overtime work shall be divided equally , insofar as possible , among the employees in the department or library division who are willing and able to perform the work that is available within a reasonable time. In the event an employee who has been directed to work overtime demonstrates an urgent personal emergency , that employee shall be excused the necessity of working overtime on that occasion. 29.09 Make-up Time Make-up time is time worked in lieu of time missed from work which would otherwise be deducted from an employee's pay. Make-up time shall be kept to a minimum and may only be worked with the Department Head 's consent. Such time worked in excess of the regular work day or work week shall not be computed as overtime. -26- ARTICLE 30 - BENEFITS 30.01 Leave of Absence Without Pay (a) An employee may apply for and receive a leave of absence without pay. (b) Every effort shall be made by the employer to comply with an employee's request ·tor such leave. Permission shall be obtained in writing from the Department Head. Refusals for such leave must be given in writing to the employee with reasons for refusal stated. (c) Upon return to work the employee shall be placed in her/his former position provided the leave has not exceeded one (1) year. If leave has exceeded one (1) year, the employee shall be placed in a coincidentally vacant position of her/his choice. If no vacancy exists she/he shall be placed on the recall list. ( d) During leave of absence without pay employees shall accrue seniority for up to one (1) month. The Univerity agrees to maintain employees on the Medical and Dental Plans during a leave of absence without pay for up to one (1) month, subject to Article 30.05 (a). (e) Where a Statutory Holiday falls within a period of leave of absence without pay, the employee shall receive pay for that holiday provided the employee has earned wages for at least three (3) working weeks during the last thirty (30) calendar days. 30.02 Compassionate Leave (a) In the case of death in the immediate family, an employee shall be entitled to three (3) fu ll working days with pay upon notification to the department head . This leave may be extended up to a further three (3) days with pay by the Director of Employee Relations. Such leave will not be charged to other accrued time off. Immediate family shall include , an employee 's parent, grandparent , husband , common-law husband , wife, common-law wife, child or ward , brother , sister, father-in-law , mother-in-law . (b) An employee shall be entitled to one-half (1/2) day leave of absence with pay to attend a funeral upon notification to the department head . (c) If longer leave is required under (a) or (b) above, it shall be applied for under Artic le 30.01 (a). 30.03 Pension Plan Upon request, the University agrees to provide the Union with any statistical and other relevant information at its disposal pertaining .to the Pension Plan, Group Life Insurance and Disability Insurance. 30.04 Daycare . The University agrees to do all that is reasonab ly possible to assist the Union in securing suitable daycare facilities for employees of the University of British Columbia, with -27- particular reference to the recommendations of the President's Ad Hoc Committee on Day Care. 30.05 Medical and Dental Plans (a) The employer shall pay fifty percent (50%) of the monthly contribution to the Medical and Dental Plans. The University shall pay one hundred percent (100%) of the Medical Services Association Extended Health Benefits premium as of the first of the month following the signing of this Agreement. (b) Upon appoin tment to employment all continuing and sessional employees shall be eligible to participate in the Medical Plan as outlined in (a) above . (c) After three (3) months of employment all continuing and sessional employees shall be eligible to participate in the Dental Plan as outlined in (a) above, provided she/he-works a minimum of seventeen and one-half (17 1 /2) hours per week. (d) After sixty-six (66) days of accumulated service temporary employees shall be eligible to participate in the Medical Plan as ou)lined in (a) above . 30.06 Sick Leave For the purposes of this Article, day shall mean seven (7) working hours. (a) No employee shall be severed or lose seniority because of illness. (b) Proof of Illness (i) Where an employee is absent through illness, she/he must report by tele- phone or otherwise to the University department where she/he works. (ii) On return after absence, a proof of illness must be provided on the standard form provided. (iii) In case of illness exceeding six (6) days , report by telephone or otherwise must be made to the Department concerned each week whenever possible. (iv) A medical certificate may be requested from an employee where there would appear to be excessive use of sick leave or where there is a return to work after a prolonged illness. (c) Absence of one-half (1 /2) day for medical or dental appointments shall not be deducted from an employee's sick leave credits nor shall any pay be deducted. There shall not normally be more than an average of one-half (1 /2) day per month for this purpose . Excessive use of medical or dental appointments may require medical or dental certificates. (d) Employees shall have access to sick leave credit records on request. (e) (i) Sick Leave Allotment The employer will allow one and one-quarter (1 1/4) days per month sick leave with full pay up to 152 days maximum. When an employee has worked -28- eleven (11) of the days in any given calendar month , she/he will be entitled to full sick leave credit for that month. (ii) Extended Sick Leave For those employees with three (3) or more years of service , where there is no unexpended sick leave or unexpended Unemployment Insurance Sick Leave Benefits, they may borrow at one-half pay against future sick leave credits to a maximum of twenty-two (22) working days. In cases of extreme difficulty the Union and the University may jointly agree to an extension at one-half pay for a further twenty-two (22) working days . (f) Employees with sick leave to their credit shall turn over or cause to be turned over to the University any monies paid or payable to them by the Workers ' Compensa- tion Board and upon so doing shall receive full pay up to the value of their sick leave. If there is no credit of sick leave, employees shall shall retain their Workers' Compensation Board cheques. (g) When a statutory or Special holiday falls within , or contiguous to a period of paid sick leave, the holiday shal l not be assessed against the employee 's sick leave. (h) Should an employee be placed on quarantine due to the illness of others , benefits shall be paid as sick leave . (i) All employees returning from sick leave shall return to their original positions. U) Medical Examinations and Certificates Should the University require an employee to submit to a medical examination as a condition of employment the employee may have the examination done by the University at no cost to the individual , or by her/his own doctor at the individual's own expense . The employee shall be provided with a copy of any written report provided by the doctor. (k) Sick Leave Study Committee The University and the Union agree that a joint investigation of the Sick Leave Plan presently in effect at Simon Fraser University , sick leave insurance plans, and other sick leave plans will begin within one ( 1) month of the signing of this contract and that the report and recommendations will be presented to the University and the Union within three (3) months for consideration. It is understood that such a study will involve reviewing the statistical information available on the present plans in effect at the University of British Columbia and comparison with other plans insofar as benefits to employees are concerned, as wel l as costs. Long term benefits in the case of extended illness will also be one of the terms of reference. 30.07 Maternity Leave (a) In case of pregnancy , a continuing orsessional.employee shall not lose senior ity -29- entitlements. She shall receive the benefits of the Maternities Provision of the . Unemployment Insurance Act. Upon return to work, the employee shall be reinstated in her former position . Six (6) months following her return to work, the employee shall be paid by the University the difference of the benefits received and the employee 's monthly salary. (b) Upon request, the employee shall be granted up to three (3) months leave of absence without pay (Article 30.01), subject to extension upon applicatiqn to the Employee Relations Department. Upon return to work the employee shall be reinstated in her former position according to Article 30.01. 30.08 Continuing Part-Time Employee Benefits Continuing Part-Time Employees shall receive all the rights and privileges of this Agreement except as noted below: (a) Sick Leave (Article 30.06) The continuing part-time employee shall receive sick leave on a pro rata basis, according to the number Qf hours worked in the previous month. (b) Statutory Holidays (Article 26) The continuing part-time employee who has worked less than fifteen (15) full days in the previous month shall receive pay for statutory holidays on a pro rata basis, according to the number of hours wor_ked in the previous month. !he contin~ing part-time employee who has worked fifteen (15) or more full days in the previous month shall receive full pay for the statutory holiday. (c) Medical and Dental Appointments (Article 30.06 (c)) Continuing part-time employees shall be exempt from this benefit. (d) Compassionate Leave (Article 30.02) The continuing part-time employees shall·rec~ive pay for compassionate leave on a pro rata basis, according to the number of hours worked in the preYiOIJS month. (e) Vacation Entitlement (Article 27~ Continuing part-time employees shall accumulate and receive vacation entitle- ment on a pro rata basis according to tlole number of hours worked in each month . (t) Maternity Leave (Article 30.07) Continuing part-time employees who are paid by the month shall receive pay for Maternity Leave according to Article 30.07. Continuing part-time emplo9ees who are paid by the hour shall receive pay f?r Maternity Leave according to the average number of hours worked per month in the previous year. -30- 30.09 Temporary Employee Benefits Temporary employees shall receive all the rights and privileges of this ag' t except as noted below: reemen (a) Discharge (Article 33.03) The temporary employee shall receive two (2) weeks notice of discharge. (b) Statutory Holidays (Article 26) !~=i~~;~ployee; sh~l~receive pay f?r statutory holidays on a pro rata basis ~:~~~=,: f1F.£~~:.·!;: ;!~1.~~:::~i£~J!~!.~i::; working days m the previous month shall receive full pay for the statutory ho~i~~:ull (c) Medical and Dental Appointments (Article 30_06 (c)) Temporary employees shall be exempt from this benefit. (d) Maternity Leave (Article 30.07) Temporary employees shall be exempt from this benefit. (e) Compassionate Leave (Article 30.02) i~E~:~;.;!;~1:~~!~~rf:~!~~EZ:~:tyi~~;~(Irh)~~:k;~~di~~~ m the last twelve months. wor mg ays (f) Vacation Entitlement (Article 27) ~~~ingr~ryt;emtulomybees sfhhall accumulate and receive vacation entitlements ac- er o ours worked each month. (g) Layoff (Article 34) lem~ora,:y empl~yees shall receive two (2) weeks notice or two (2) weeks p · _ 1eu o notice provided that the employee has worked twenty-two (22) rk' day ,n rn the last twelve (12) months. wo mg ays (h) Sick Leave (Article 30.06) The temporary employee shall be exempt from this benefit. -31- ARTICLE 31 - JOB DESCRIPTIONS, JOB EVALUATION AND RECLASSIFICATION 31.01 Job Descriptions The current approved Job Descriptions shall be the recognized standard descriptions of each classificat ion. Revised or new Job Descriptions and/or Pay Grades will not be implemented until accepted by the Union. Written notice of objection must be given by the Union within sixty (60) days of receipt, or such descr iptions shall be considered accepted . 31.02 List of Job Duties (a) Each Department Head is responsible for drawing up a position description identifying a list of tasks or duties for each position in the department. This list shall serve as an outline of the work to be performed by the incumbent. (b) The employee shall be requested to draft her/his list of tasks or duties for the assistance of the Department Head in establishing the requirements of each position . Before such list or amended list) is established as complete , the employee shall sign it, to signify that she/he has been given the opportunity to read the list and make final suggestions. When signed by the Department Head or designate, the list (or amended list) shall become official. (c) Lists of tasks or duties may not be all inclusive , but all work performed within an individual position must be consistent with the terms of the standard Job Descrip- tion of the classification . (d) The Offic ial List of Job Duties shall not include "preferred qualifications " or such phrases as: "all other duties as required ", and "assists with more advanced clerical duties" , and "to act as a deputy for more senior staff members" . (However , the phrase "performs duties related to the qualifications and requirements of the job " is permissible). Nor shall they conflict with any terms of this agreement. The Union , the University Employee Relations Office and the employee concerned shall each receive one (1) copy of the Official list or Official amended list. 31.03 Job Evaluation Committee The Union shall establish a Job Evaluation Committee and inform the University of its members . The Univers ity shall recognize this Committee and shall communicate with it in regard to any problems and proposals concerning job evaluation and classification t~at the Committee wishes to draw to the University's attention. Upon request , the University will provide the Union with all information relevant to the review of a .classification and its evaluation. 31.04 Reclassification Procedure (a) Request for reclassification may orginate with the employee, the Union or the department head. A minimum of six (6) months must elapse between each applicat ion on an employee 's behalf. These requests must be made in writing to -32- the Employee Relations Department , with one (1) copy of such requests sent to both the Department Head and the Union. (b) The Dep~rtment of Employee Relations shall have the case reviewed with the employee . The Reclassification procedure must include the following: (i) The employee shall complete a reclassification form, a copy of which shall be sent to the Union office. This form shall be designed to obtain all relevant information related to the request , including: (1) the duties and responsibilities the employee is fulfilling which she/he thinks justify a change in classification, and (2) the amount of retroactivity (if any) to which the employee feels she/he is entitled in accordance with Article 31.05 (ii) The employee shall be interviewed by a job analyst. At the request of the employee , a steward shall be present at this interview. (c) The employee shall be notified by letter, within eight (8) weeks of the date Employee Relations receives the employee's completed reclassification form referred to in (b) (i) above, of the decision regarding the request. If the reclassifica- tion is not recommended , the letter shall contain the reasons for not recommend- ing the reclassification. A copy of the aforementioned letter shall be forwarded to the Union. (d) If the employee is not satisfied with the decision, she/he shall have the right to the established grievance procedure , beginning with Step 3. (e) If an employee 's position is reclassified , that employee shall not be placed on probation or be considered to be on a training period. 31.05 Wage Increase Awarded Through Reclassification A wage increase awarded as a result of reclassification shall be retroactive to the date of change of job duties or, when no date can be established , retroactive to the date of written request for reclassification. The employee shall be placed on the step in the classification which ensures an increase in salary . 31.06 Wage Increase Awarded Through Misclassification Where the position does not entail new job duties and has in fact been misclassified since date of hire, the employee shall be placed on the same seniority step in the appropriate classification as she/he was on in the original job classification , and shall receive full pay rate adjustment retroactive to date of hire, except where date of hire Is prior to July 1, 1979, in which case, pay rate adjustment shall be retroactive to July 1, 1979. On April 1, 1981 this date shall read July 1, 1980. ARTICLE 32 - SENIORITY 32.01 Definition Seniority shall mean length of service with the University , within the bargaining unit, and -33- shall be credited for all service prior to certification of the bargaining unit as designated in Article 32.03. 32.02 Computation of Seniority - Part-Time and Temporary Employees Seniority of part-time and temporary employees shall be determined on the basis of the number of months worked , i.e., one hundred fifty-two (152) ~ours equals one (1) _month. (Months are determined by multiplying the number of hours tn the work week by f1tty-two (52) and dividing by twelve (12). This definition of month to apply to the computation of seniority only). 32.03 Accrual of Seniority (a) Seniority shall accrue from the first day of employment, and shall continue to accrue except as stated otherwise in Articles 32.04 and 32.06 . (b) Seniority shall continue to accrue during any employee 's absence from work due to illness, accident or unjust discharge. 32.04 Maintenance of Seniority (a) Seniority shall continue to be accrued during the first (1st) month of leave of absence without pay and thereafter shall be maintained but not accrued (except as provided in Article 7.02). {b) Seniority shall continue to be accrued during the fi~st month of layoff, and thereaf- ter shall be maintained, but not accrued , for a period of up to one (1) year. (c) Seniority for Winter Sessional employees shall be maintained but not ac~rued during the Inter/Summer Session. Seniority f~r lnter-S_ummer Sess1onal employees shall be maintained but not accrued dunng the Winter Season. 32.05 No Loss of Seniority An employee shall not suffer loss of seniority for any of f?llowing reasons: ~~just discharge , layoff , promotion , demotion , transfer , reclass1flcat1on, compulsory military service , vacation or any recognized leave. 32.06 Loss of Seniority An employee will lose seniority rights if she/he fails or refuses , with~ut good cau~e, to return to work within five (5) working days of recall after layoff , or 1f she/he resigns, retires , or is discharged for just cause. 32.07 Seniority List A current seniority list for December 31st and June 30th of each year shall be sent to the Union within fifteen (15) days of those dates . -34- ARTICLE 33 - DISCHARGE, SUSPENSION, DISCIPLINARY ACTION AND RESIGNATION 33.01 Definitions (for the purposes of this Article) (a) Discharge - an employee's involuntary ending of employment. (b) Suspension - a disciplinary action on the part of the University. (c) Resignation - an employee's voluntary ending of employment. 33.02 Suspension The University may suspend any employee for just cause subject to Article 35 (Adjust- ment of Complaints). Upon taking of its decision, the University will immediately send to the employee concerned, with a copy to the Union, a letter giving written notification of and reasons for the suspension. Suspension shall not exceed five (5) working days. All suspended employees shall be returned to their former positions. 33.03 Discharge (a) The University may discharge any employee for just cause, subject to Article 35 (Adjustment of Complaints). (b) All probationary employees, in the case of discharge, shall receive two (2) weeks written notice with a copy to the Union on the same date, or two (2) weeks pay in lieu of notice. All other employees shall receive one (1) month written notice with a copy to the Union on the same date, or one (1) month pay in lieu of notice. (c) A written list of all reasons for discharge must accompany notifications of dis- charge to the employee and the Union. (d) Grievances arising out of discharges when pay in lieu of notice is given shall begin at Step 3 of the Grievance Procedure. 33.04 Proof of Just Cause In all cases of suspension or discharge or other disciplinary actions, the burden of proof of just cause shall rest with the University. In the cas~ of a probationary employee, just cause shall include failure to display sufficient ability to perform the job satisfactorily. ~3.05 Reinstatement for Unjust Discharge If, as a result of the grievance procedure, it is found that an employee has been discharged for unjust cause, that employee will be reinstated to his/her former position, or one of equal salary range, without loss of seniority or benefits, and shall be compen- s~ted by the University for all time lost retroactive to the date of discharge or suspen- sion. 33.06 Disciplinary Action /Employee Files Any written censures, letters of reprimand and adverse reports shall be removed from the employee's files and destroyed by the employee concerned in the presence of both -35- parties after the expiriation of twenty-four (24) months from the date it was issued, provided there has been no further infraction. The University agrees not to introduce as evidence in any hearing any document from any file of an employee , the existence of which the employee was unaware at the time of filing. 33.07 Notice of Resignation If an employee resigns, fifteen (15) working days notice will be given in writing prior to the date of termination. In the event that less than ten (10) working days is given, the employee will be entitled to his/her vacation pay of 4 % of gross earnings less any actual vacation she/he has taken. Vacation entitlements banked from the previous year shall be paid at the employee's full rates . An employee may rescind her/his resignation, in writing, without penalty up to three (3) working days after giving notice. 33.08 Vacation Entitlements In case of discharge or resignation, the employee shall receive all vacation entitlements and salary due to the date of termination, except as provided in Article 33.05 and 33.07. ARTICLE 34 - LAYOFF, RECALL AND INVOLUNTARY TRANSFER 34.01 Definitions (a) Layoff - An involuntary cessation of employment due to: lack of work; reduction in or discontinuation of a function or program; or a change in a process or method of operation thereby diminishing the total number of employees required to oper- ate the department. (b) Recall - The calling back of a laid-off employee to fill a vacant position within the bargaining unit. (c) Involuntary Transfer - The movement of an employee from a discontinued position to another position in the same classification. ( d) No provision of Article 34 shall be construed to prevent any employee from changing her/his status (continuing, sessional or temporary: part-time or full-time) by applying for and receiving a posted vacancy. 34.02 Reduction of Staff If a reduct ion of staff is necessary as a result of a layoff , the department concerned shall notify Employee Relations who will notify the Union immediately. At the request of either the Union or the University a meeting shall be held. 34.03 Termination Dates ( a) A sessional employee shall, at date of hire or recall, be assigned a termination date approximately corresponding to the end of the appropriate session in accordance with Article 3.03. -36- (b) A temporary employee shall, at date of hire or recall, be assigned a termination date which is less than three (3) calendar months from date of hire or recall. (c) A continuing employee may be assigned a termination date when hired into a position which is financed directly by sources outside the University (this does not include financially self-supporting functions of the University). (d) No termination date shall apply to a continuing employee with more than one (1) year of seniority. 34.04 Involuntary Transfer Procedure (a) No layoff shall take place when it can be avoided by transferring the displaced employee to a position in the same classification which is coincidentally vacant during the period of notice of involuntary transfer. (b) If more than one vacant position is available at the same time , the employee shall have the choice of those available positions . (c) If, within a year a discontinued position is reinstated , the employee who was involuntarily transferred shall, upon request, be granted automatic transfer to that position. In this case, Article 22.08 (Orientation Period for Transfer and Promotion) shall not apply. ( d) In the case of involuntary transfer, employees within the same classif ication in the department or library division where the coincidental vacancy occurs shall have priority, in order of seniority, to this position and subsequent positions. The employee being involuntarily transferred shall fill the position remaining . No post- ing of the vacancy shall be required. 34.05 Layoff Procedure (a) Continuing Employees (i) When the position of a continuing employee is discontinued and no coinci- dental vacancy occurs during the period of notice of involuntary transfer, the employee with the least amount of seniority in the classification shall be laid-off and the incumbent of the position discontinued shall be involuntarily transferred to the resulting vacancy . (ii) When a continuing employee reaches a termination date ass igned in accor- dance with Article 34.03 (c) and (d) and no coincidental vacancy occurs in the preceding thirty (30) calendar days , the employee concerned shall be laid-off and placed on the recall list. (iii) When involuntary transfer or recall causes a sessional position to be filled by a continuing employee, that employee shall retain her/his continuing status and the involuntary transfer and layoff procedures shall be applied at the end of the session . (b) Sessional Employees (i) Sessional employees shall be laid-off at termination date. -37- (ii) When the position of a sessional employee is discontir:iued before termina- tion date, she/he shall be involuntarily transferred to a coincidental vacancy among sessional _Positions. Failing such a ~acancy, she/he s~~II ~e tran~~er- red to a continuing or temporary vacancy in the same class1f1cat1on. Fa1hng any vacancy , the sessional employee with the least seniority in the same classification shall be laid-off and the displaced employee shall be transfer- red to the resulting vacancy. (iii) It is understood that in the event the University wants to extend the termina- tion date of a sessional employee, the employee must voluntarily agree in writing to the extension. In no circumstances may the termination date be extended beyond May in the case of a Winter Sessional employee and September in the case of an Inter-Summer Sessional employee. (iv) When involuntary transfer or recall causes a continuing or tempora~ positi~n to be filled by a sessional employee, that employee shall retain her/his sessional status and shall be considered laid-off automatically at the end of the session in which she/he normally works. (v) In the event the University decides to discontinue a sessional position effec- tive with the beginning of the following session, it shall inform the Union at the time the decision is taken . In the case of Winter Sessional positions, this notice shall be given at least one (1) month prior to the beginning of the session. (c) Temporary Employees When a temporary employee reaches her/his termination date and no coinciden- tal vacancy is immediately available, the employee shall be laid-off and placed on the recall list. 34.06 Recall Procedure (a) A full-time employees' recall list and part-time employees' recall list ~hall be maintained by the University. A full-time employee shall, upon request, be fisted on both lists. A copy of the current recall lists shall be sent to the Union office on the first working day of each month. (b) When a layoff occurs, the affected employee shall automatically be placed on the recall list effect ive the first (1st) day after her/his last day of employment. (c) Laid-off employees shall be recalled from the recall list in order of seniority within each classification. (d) Laid-off employees shall remain on the recall list for a period of twelve (12) months, or until: (i) recalled by the University , or (ii) she/he fails without good cause to report to work within five (5) working days of recall. -38- "Good cause" for refusal of recall shall include objection to the temporary or permanent nature of the particular appointment. The employee shall notify the University of such objection before the effective date of layoff . (e) Notice of recall shall normally be made by telephone. If no contact is made, notice shall be given by registered mail to the last address of the employee known to the University. The Union shall be notified by telephone of any recall. (f) If telephone recall to a temporary position of ten (10) working days or less duration is not successful, an external applicant may be hired. In such case the Union shall be immediately notified by telephone. The termination date of a position so filled may not be extended. (g) It shall be the responsibility of the employee on the recall list to keep the University Employee Relations Department informed of her/his address and telephone number. (h) Recalled employees shall receive no less than their former salary plus any incre- ments to which the employee has become entitled during the period on the recall list or by any change in the rate for that classification. (i) Employees recalled to a position other than that which they held prior to layoff shall be on an orientation period of three (3) months. If the employeE! finds the job unsatisfactory or is unable to meet the basic job requirements, she/he shall be returned to the recall list. 0) If, while awaiting recall , an employee chooses to apply for and obtains a position in another classification, she/he shall, upon request, remain on the recall list and shall be recalled, in turn, to a position in her/his original classification. (k) Sessional Employee Recall At the beginning of their session, sessional employees shall be recalled on the basis of seniority. Sessional employees shall be recalled to their original positions, providing they have sufficient seniority. In the event an employee 's former position has been discontinued, she/he shall be recalled to another vacant position in the same classification. Sessional employees not recalled as a result of insufficient seniority shall be placed on the recall list. (I) Part-time, tu/I-time or sessional employees who have been laid-off may, in addi- tion to being listed on the part-time, full-time or sessional recall lists respectively, submit their names in writing to: Employee Relations Department for work on an • irregular basis. A copy of each request shall be sent to the Union office within five (5) working days of receipt of such request. Article 34.07 (a) - Notice shall not apply to employees 'NOrking under Article 34.06 (/) due to the short duration of each job. -39- 34.07 Notice (a) All employees will receive one (1) month's written notice of_layoff ?r one (1) month's pay in lieu of notice, except temporary employees who will rec_e1ve two (2) w~~ks notice or two (2) weeks pay in lieu of notice. In any case the Union shall be notified in writing at the same time as the employee concerned. (b} All employees will receive one (1) month's written notice of i~vo~untary !r~nsfer. Involuntary transfer may take place before expiration of notice 1f a pos1t1on be- comes coincidentally vacant during the period of notice. (c) When a position is to be discontinued within one (1) m~nth of filling, wr!tten notice at the time of filling shall be considered adequate notice of layoff or involuntary transfer . ( d) When a layoff becomes unnecessary due to a coin~idental vacancy, the University shall immediately notify the employee and the Union. 34.08 Full-Time and Part-Time Employees (a) A part-time employee shall not be involuntarily transferred or recalled to a full-time position. (b) A full-time employee shall not be involuntarily transferred to a part-tim~ position or recalled to a part-time position unless she/he has requested to be hsted on the part-time employee's recall list. (c) A full-time employee who has exercised her/his right to be listed on the part-time employees ' recall list and is recalled to a part-time _position shall r~main o~_the full-time employees' recall list and shall be recalled in turn to a full-time pos1t1on. ARTICLE 35 - ADJUSTMENT OF COMPLAINTS 35.01 Grievance Committee and Labour Committee The University shall appoint and maintain a committee_to be called the ~abo~r Commit- tee, one member of which shall be designated as Cha1rperson._The Un1vers1ty ~hall, at all times, keep the Union informed of the individual membership of the Committee. The Union shall maintain a Grievance Committee, comprised of members of Local 1, one member of which shall be designated as Chairperson. The Union shall, at all times, keep the University informed as to the individual membership of the committee. The Grievance Committee or its representative shall , as the occasion warrants, meet with the Labour Committee or its representative for the purpose of discussing and negotiating a settlement of any grievance aris~ng ~etween the ~niversity and an employee or any dispute arising between the University and the Union. 35.02 Definition of Grievance For the purpose of this Agreement, grievance shall _ mean _any differ~nce or ~is~ute arising between the parties to this Agreement concerning the interpretation , apphcat1on, -40- admin.istration, operation or alleged violation of this collective agreement, including any question as to whether a matter is arbitrable, whether between the University and any employee bound by this Agreement or between the University and the Union. Such question or difference shall be settled conclusively in the following manner, except that (a) A grievance involving more than one employee within a department shall go directly to Step 2. (b) A policy grievance, a grievance of discharge where salary is given in lieu of notice, a grievance involving reclassification request , or a grievance involving more than one department shall go directly to Step 3. 35.03 Grievance Procedure (a) Step 1: An employee who has a grievance shall first go to her /his supervisor or designate. The employee must be accompanied or represented by her/his steward or other Union representative. The supervisor shall be given an opportunity to answer the complaint verbally. Failing resolution, the grievor and her/ his steward shall present the grievance to the supervisor in writing. After receipt of a written grievance the supervisor shall have three (3) working days in which to present her/his written reply to the steward. Failing settlement , the grievance shall be processed to the next step within the five (5) working days following either receipt of the supervisor 's reply or expiry of the above time limit, whichever comes first. If the supervisor is the department head, Step 2 shall be omitted and the grievance with the supervisor's written reply shall proceed directly to Step 3. (b) Step 2: Step 2 shall commence upon presentation of the grievance to the department head or designate. The department head shall meet with the grievor , the steward and the division steward (or other union representative) in an effort to resolve the grievance . Within five (5) working days after commencement of this step, the department head shall deliver her/his written reply to the steward. Failing settle- ment, the grievance shall be processed to the next step within the ten (10) working days following either receipt of the department h·ead's reply or expiry of the above time limit, whichever comes first. (c) Step 3: Step 3 shall commence upon notification to the University Labour Committee or its representative. The University Labour Committee and the Union Grievance Committee shall then have fifteen (15) working days in which to meet and attempt to resolve the grievance. If the grievance is resolved, a memorandum shall be made of the agreement reached and signed by the Chairperson of each committee with a copy for each party to the agreement. If the grievance cannot be resolved, the Union shall, not later than the five (5) working days following expiration of the fifteen (15) working day time limit, signify in writing to the University its intention to invoke arbitration procedure as hereinafter set out. -41- ( d) Absence from Work By arrangement with her/his supervisor , an employee shall be p_ermitted the necessary time off without loss of pay and benefits to attend to the ad1ustmen! of a grievance and may be present at any step in the grievance procedure if so requested by either party. 35.04 Arbitration ( ) Upon the request of either party , the Grievance Committe~ and_ the Labour a Committee shall meet and attempt to agree upon a list of impartial ~r_b1trators. If the committees are unable to agree on a list, they shall request the M1nist~r of Labour to supply a list. In either case , fifty percent (50%) of those on t~e hst sha(I be women. The arbitrators shall serve on a rota_ting basis, or as oth~rw1se determined by mutua l agreement of the parties at the time the hst 1s established. (b) The parties shall make every effort to ensure the speedy dispatch of arbitration cases. (c) The Arbitrator shall issue her/his award within fifteen (15) working days of the hearing. (d) The Arbitrator shall conclusively settle the dispute, and her/his decision shall be binding on both parties. (e) Both parties to the Arbitration shall pay for all thei r own expenses and one-half of the expenses of the Arbitrator. (f) The Arbitrator shall not make any award or decision contrary to the conditions or articles of this Agreement , or in amendment to this Agreement. 35.05 Time Limits The time limits prescribed for the performance of any act in this Artic)e may be e~tended by mutual consent of the parties and it is understood that all periods prescribed fall within the working week. 35.06 Previous Collective Agreements All grievances which , at the date of signing of this Co(lective Agre~ment , are in process under the Grievance Procedure set out in a previous Collective Agr~eme~t , shall continue to be processed without interruption_ under the t~rms of said_ Grievance Procedure with the understanding that such grievances continue to be grievances of alleged vi~lations of such previous Collective Agreement. -42- -43- ARTICLE 36 - WAGES 36.02 Wage Rates 36.01 Pay Grades April 1, 1980 - Monthly Pay Grade 1 Clerk Pay Grade Step 1 Step 2 'Step 3 Step4 Steps Step6 Library Assistant 1 Start 1 Year 2 Years 3 Years 4 Years s Years Data Control Clerk 1 1 1032 1056 1079 1103 1126 1150 Control Room Assistant 1 Intermediate 1079 1103 1126 1150 1174 1197 Pay Grade 1 Intermediate Stenographer 1 2 1126 1150 1174 1197 1221 1244 Keypunch Trainee 2 Intermediate 1174 1197 1221 1244 1267 1291 3 1244 1267 1291 1315 1339 1362 Pay Grade 2 Clerk 2 3 Intermediate 1291 1315 1339 1362 1385 1409 Library Assistant 2 4 1362 1385 1409 1432 1459 1484 Staff Room Attendant 5 1459 1484 1510 1536 1562 1587 Data Control Clerk 2 6 1562 1587 1614 1640 1665 1692 Pay Grade Intermediate Steno/Secretary 2 7 1665 1692 1717 -1744 1769 1795 Keypunch Operator Equipment Operator April 1, 1980 - Hourly Junior Theatre Assistant Step3 Step4 Step S Step6 Pay Grade Step 1 Step2 Pay Grade 3 Clerk 3 Start 1 Year 2 Years 3 Years 4 Years S Years Secretary 3 1 6.79 6.95 7.10 7.26 7.40 7.57 Senior Data Control Clerk 1 Intermediate 7.10 7.26 7.41 7.57 7.72 7.88 Senior Keypunch Operator 2 7.41 7.57 7.72 7.88 8.03 8.18 Stack Attendant 2 Intermediate 7.72 7.88 8.03 8.18 8.34 8.49 Library Assista11t 3 3 8.18 8.34 8.49 8.65 8.81 8.96 Computer Operator Trainee 3 Intermediate 8.49 8.65 8.81 8.96 9.11 9.27 Work Room Assistant 4 8.96 9.11 9.27 9.4~ 9.60 9.76 Pay Grade 3 Intermediate Theatre Assistant 5 9.60 9.76 9.94 10.11 10.28 10.44 6 10.28 10.44 10.62 10.79 10.95 11.13 Senior Equipment Operator 7 10.95 11.13 11.30 11.47 11.64 11.81 Pay Grade 4 Stack Supervisor Library Assistant 4 April 1, 1981 - Monthly Secretary 4 Program Assistant Pay Grade Step 1 Step2 Step3 Step4 Steps Step 6 Keypunch Superv isor Start 1 Year 2 Years 3 Years 4 Years S Years Senior Theatre Assistant 1 1130 1156 1182 1208 1233 1259 Administrative Clerk 1 Intermediate 1182 1208 1233 1259 1286 1311 Buyer 2 1233 1259 1286 1311 1337 1362 Data Control Supervisor 2 Intermediate 1286 1311 1337 1362 1387 1414 Pay Grade 5 Library Assistant 5 3 1362 1387 1414 1440 1466 1491 3 Intermediate 1414 1440 1466 1491 1517 1543 Assistant Programmer 4 1491 1517 1543 1568 1598 1625 Computer Operator 5 1598 1625 1653 1682 1710 1738 Pay Grade 6 Senior Computer Operator 6 1710 1738 1767 1796 1823 1853 Senior Buyer 7 1823. 1853 1880 1910 1937 1966 Pay Grade 7 Assistant Supervisor Operations Chief Computer Operator -44- 36.02 Wage Rates April 1, 1981 - Hourly Pay Grade Step 1 Step2 Step3 Step4 Steps Step6 Start 1 Year 2 Years 3 Years 4 Years 5 Years 1 7.43 7.61 7.78 7.95 8.11 8.28 1 Intermediate 7.78 7.95 8.11 8.28 8.46 8.63 2 8.11 8.28 8.46 8.63 8.80 8.96 2 Intermediate 8.46 8.63 8.80 8.96 9.13 9.30 3 8.96 9.13 9.30 9.47 9.64 9.81 3 Intermediate 9.30 9.47 9.64 9.81 9.98 10.15 4 9.81 9.98 10.15 10.32 10.51 10.69 5 10.51 10.69 10.88 11.07 11.25 11.43 6 11.25 11.43 11.63 11.82 11.99 12.19 7 11.99 12.19 12.37 12.57 12.74 12.93 Increment Polley (a) The service periods in the headings of the tables refer to service in the pay grade , except for employees who move to new pay grades by promotion or reclassifica- tion. Such employees will be treated as if they had the service indicated by the step at which they enter the grade. (b) Increments will be paid automatically on July 1st of each year . An employee must have completed three (3) months' service at the University to qual ify for an increment. (It is understood that hourly rates shall be 1 /152 of monthly rates). ERRORS AND OMISSIONS EXCEPTED -45- ARTICLE 37 - DURATION OF THE CONTRACT 37.01 This Agreement shall be in force effecfive from April 1, 1980 until March 31, 1982. Either party to this Agreement may, not more than three ($) month~. an~. not less than two (2) months, prior to March 31, 1982, present to the other party, m wntmg, proposed terms of a new, or further agreement and/or amendments to this agreement. Failing agreement by March 31, 1982 this agreement will continue in force until: (a) commencement of a strike by the Union or a lockout by the University, as defined in the Labour Code of British Columbia, or (b) a new agreement is reached. IN WITNESS WHEREOF the University and the Union have executed this Ag- reement in duplicate by th~ir respective officers, hereunto duly authorized this 17th day of June, 1980. ON BEHALF OF THE UNIVERSITY OF BRITISH COLUMBIA "L.R. Peterson" LR. Peterson, Chairman Board of Governors "W White" W. White, Vice-President & Bursar "R.A. Grant" R.A. Grant, Director Employee Relations ON BEHALF OF THE ASSOCIATION OF UNIVERSITY ANO COLLEGE EMPLOYEES , LOCAL 1 "Nancy Wiggs" "Marcel Dionne" "Neil Boucher " "C. Kelly (Cathy) Mooney" "Ann Hutchinson" "Judy Blair" "Wendy Bice" "Suzan Zagar " -46- LETTER OF AGREEMENT RE: ARMORIES STAFF ROOM The University agrees that the Staff Lunch Room in the Armories shall be made available to all University Staff at lunch time, and at times other than lunch time for the purpose of staff gatherings and a meeting place. For the University of British Columbia "W L. ClarkH Date: December 23, 1975 For the Association of University and College l:mployees, Local 1, (U.B.C.) "Ian Mackenzie" LET1"ER OF AGREEMENt RE: ARtlCLE 22.06 REDUCTION IN CLASSIFICAtlON It is undetstood and agreed that the change to Article 22.06 (Reduction in Classification) of the collective agreement shall take effect the 3rd day of October, 1978. For the UNIVERSITY OF BRITISH COLUMBIA "Jane Strudwick" For the ASSOCIATION OF UNIVERSITY ANp COLLEGE EMPLOYEES, LOCAL 1 "Michelle McCaughran" -47- LETTER OF AGREEMENT RE: SHIFT DIFFERENTIAL The University agrees that employees who, as of the date of signing of the collective agreement, are receiving shift differential based on 5% premium for evenin~ shi~ and 10% premium for night shift will continue to receive, where this would result ma higher differential, shift differential on the same basis for the duration of the new collective agreement (April 1, 1980 - March 31, 1982) providing they remain in their present pay grades. For the UNIVERSITY OF BRITISH COLUMBIA "W L. Clark" Date: December 23, 1975 For the ASSOCIATION OF UNIVERSITY AND COLLEGE EMPLOYEES, LOCAL 1 (U.B.C.) "fan Mackenzie" -48- LETTER OF AGREEMENT RE: JOINT COMMITTEE TO REVIEW BENEFIT PLANS It is agreed that a Joint Committee shall be established to study and review the present Group Ufe and Disability (which may include alternatives to sick leave), Medical and Dental, and Pension Plans. The Committee shall be made up of equal representatives of the University and the Union. The Committee shall make its recommendations by March 31, 1981. It is agreed that those other parties to the above mentioned Plans who are not parties to this Agreement shall have representation on the Joint Committee If agreement is reached by the University and the Union on changes to the above mentioned Plans, such changes will be implemented as soon as possible and shall not be delayed until this Agreement expires and a new collective agreement is reached. SIGNED ON BEHALF OF THE UNIVERSITY OF BRITISH COLUMBIA "R. A. Granr' Dated: June 17, 1980 SIGNED ON BEHALF OF THE ASSOCIATION OF UNIVERSITY AND COLLEGE EMPLOYEES, LOCAL 1 (U.B.C.) "Nancy Wiggs" -49- LETTER OF AGREEMENT RE: Bl-WEEKLY PAY SYSTEM The University agrees to initiate a committee. which s~all include representatives of support staff groups on this campus to investigate a bi-weekly pay system. The commmee shall be formed no later than July 1, 1980 and shall make its recom- mendation by December 31, 1980. If such a bi-weekly pay system is implemented, an addendum to l!7is Collective Agreement shall be executed . Pay rates shall be translated as follows. Hourly Rates - No change Monthly Rate x 12 = Bi-weekly Rates 26 All language in the collective agreement that pertains to this pay change shall be reviewed if and when such a change is implemented. SIGNED ON BEHALF OF THE UNIVERSITY OF BRITISH COLUMB IA "R.A. Grant" Dated: June 17, 1980 SIGNED ON BEHALF OF THE ASSOCIATION OF UNIVERSITY AND COLLEGE EMPLOYEES, LOCAL 1, (U.B.C.) "Nancy Wiggs" -50- LETTER OF AGREEMENT RE: SIGNING BONUS On_ the tirst pay period following the signing of the new Collective Agreement , the University shall pay those employees who are on the registers, a single payment of one hundred dollars ($100.00) in addition to their regular salary. SIGNED ON BEHALF OF THE UNIVERSITY OF BRITISH COLUMBIA "R. A Grant" Dated : June 17, 1980 SIGNED ON BEHALF OF THE ASSOCIATION OF UNIVERSITY AND COLLEGE EMPLOYEES , LOCAL 1, (U.B.C.) "Nancy Wiggs" -51- INDEX Absence from work, grievance processing (35.03 (d)) .. . . . . ... .... . . .. . . . Stewards (8.03) .... ... . . .... .. . . . . ... .... ....... . . .. . . . . . . . . - · · · · · Adjustment of Complaints (Article 35) . . ... .. . . . . . . . .. .. .. . . ... .... ... · . Agreements conflicting with Contract (1.01) .... ... . . .... ...... . . . .. . . . Application for Posted Vacancy , Hiring Policy (22.03) . ... .. . . ... . . .... . . . Notification if unsuccessful (22.02 (b)) .... ... . . . . . .... ... . . .. . . ..... . Right to Apply (22.02) ... . . . .. . . .... . . ... ... .. . .... · · · · · · · · · · · · · · · · Appointments, Medical and Dental (30.06 (c)) . . . ... . . .. . . . . . .... . . ... . · Part-Time Employee (30.08 (c)) .. . ..... .. . . .... ..... .... ..... . . .. . · · · Temporary Employee (30.09 (c)) ..... .... ... . . . . . . . .. . . ... .... · · · · · · Arbitration (35 .04) .. ...... . . . .... ..... .... . . . ...... ... ...... ... .... . . · Armouries Staff Room (Letter of Agreement) .... . . ... . . .... ... . . .. . . . . . . Automation, displacement by (Article 19) .... . . . ... . . . . .. ... . . ... .... ... . Bargaining Unit Work (5.06) . . . . . .... ...... ..... ...... . . . · · . . . · · · · · · · · · Benefits (Article 30) . .. . . . . . ... .. . . .... . . ... .... ..... . . .. · · . . . . · · · · · · · · Part-time Employees (30 .08) .. ... . .... .... ... . . ... .. . . · ... . · · · · · · · · · Temporary Employees (30 .09) . .. . . ....... .. . . ... . . . .... . . . . . · · · · · · · Bi-weekly Pay System (Letter of Agreemen t) ... ... . . . . .. . . . . . ... .... . . · · Bulletin Boards (Article 18) . . . . .... . . . .... . . ... ....... .. · · · .. . · · · · · · · · · Bumping see Involuntary Transfer .... ..... .... . . ... ... . .. .. .. . . . .. · · · · · Call Back after wo rk or from day off or vacation (29.07) .. .. ..... . . . .. . . . . . . Campus Mail (13.07) .... ..... .. . . ... . . .... . . . ..... .... .... . ... . .... . · Campus Patrol Escort (13 .04) .. ..... .... .... ... ..... . . .. . . . ...... . . .. . Carry Over of Vacations (27.05) . .. . . . . . ... .. . ... ... ...... ... ...... .. . . Check-off , Union Dues (Article 6) . . . .... ... . . .... .... .... ....... .. . . .. . . Citizenship Leave (13.10) ... .... . . .. . . ... .. . . . . ... ..... . . .. . . . . . .... . . Closure of University (13.01) .. ..... ..... .. . . . . . ... . . .... . . . . . .. . . .... . Coffee Breaks (28 .03 (b)) . ... . . .. .... ..... . . ..... . . . .. . . ... ...... .. . · · Committees, Benef it Plans Review (letter of Agreement) .. ... . . . . . .... ... . Bi-weekly Pay System Study (Letter of Agreement) ... .. . . ...... . . . ... . Building Design (24.04) . .. . . . . .. . . . . . . . .. . . . ..... . . . .... . . . . . · · · · · · Grievance (35.01) . . . ... . . ... .... ...... . . ... .. ..... · · · · · · · · · · · · · · · · Job Evaluation (31 .03) . ..... .. ... . . . . . . . .. . . ..... .... ... . . . . .. . . .. . Labour (35.01) .. .... .... ..... . . .. . . ... ...... .. .... · . · ... · . · · · · · · · · Sick Leave Study (30 .06 (k)) .... . . ... . . .. . . ... ..... .. . . ... . . . · · · · · · Working Conditions (24 .03) .... ..... .. . . ..... ... .... . . .. ..... . . . · · · · Community Facilities (13 .06) . . .. .... . . . . . .. . .. .... . . .... . . . . . . . . ·. · · · · Page 41 7 39 14 14 14 27 29 30 41 46 11 5 26 29 30 49 11 35 25 9 8 21 5 9 8 23 48 49 17 39 31 39 28 17 9 -52· Compassionate Leave (30.02) .... . ..... . .. ..... . ... ... . . . ..... . .. . . . .. Part-Time Employees (30.08 (d)) .... . . . . . . ... . . . . . . . . .... . ... . . .... . Temporary Employees (30.09 (e)) .. . ..... ..... . ... . .... . . . . ... .... . . Conflicting Agreements {1.01) .. .. . . . ... . .... ........... . . . : ...... . . . . Consultation re: changes in working conditions (24.05) .... . . ... . .... . . .. . Contacting at Work (7 .01) ...... .......... ......... . . . . .......... ..... . Continuing Employees, definition (3.02) . . . . . . .. . ......... . . . . . . . . .. . .. . layoff (34 .05 (a)) . . . . . . . . . . .. . . . . . . . .. . . . ...... .... . ... . . . . .... . . . Termination date (34.03 (c)&(d)) . ... . .... . . . . ....... . . ... . ........ . . Contracting Out (5 .05) ... . ..... . .... . . . . . . . . ..... . . . . ........ . . ...... . Courses, During Working Hours (21.04) . . . . ... ... . ...... . . . . . . ... . ..... . Graduate Studies (21.06) ...... . . . . . . . . . . ..... . . .... . ... . . . . .. . ... . Skill-Upgrading (20.01) .... ............. . . . ... . .. .. . . ..... . .... . .. . Study Benefits (Article 21) .... . .. .. .. ......... . . ... . ...... .. .. ..... . Court Duty (16 .01) .... . . ....... .. . . . . .. ........ . . . . ...... . ... . . ... . . . Daycare (30 .04) . . .... . . . . . . ... . .. . . . ... . .. . . ...... . .. . . ... . .... . . . . . . Definition of Employee (Article 3) . . ..... ...... . . . . ..... . ... . . ......... . Definitions, Continuing Employee (3.02) . .. . ....... . . . ... .. . ..... . .... .. Discharge (33.01 (a)) . . . .. . ..... . . ......... . .. .... .. ....... . . .. . .. . Employee (3.01) ...... . . . . .. . . . ... . . . .. . . ......... . . ... . . . . . . . .. . . Full-Time Employee (3.05 (a)) . ..... . .... .. .. . . . . . . . . . ..... . . . .. . . . . Grievance (35.02) . . . . . ... . ...... . . ......... . . ............. .. . .... . Hours of Work , Terms re: (28.01) .... . . . . ....... . . . . .... . ....... .... . Involuntary Transfer (22.05 {a)(ii) , (34 .01 (c)) .... .. .. .. . . . ..... .. . ... . layoff (34.01 (a)) .. . . ........... ......... . ... ..... . ............ . . . Overtime (29.01) . . .. ... . ...... . . ..... . . . . . . . . ... . . . ....... . .. .... . Part-Time Employee (3.05 (b)) .. . ... . . . . . . . ... . . . . ......... .. . . . ... . Probationary Employee (4 .01) . ... . ... ......... ...... . ... . . . .... ... . Promotion (22.04) .... . . . . ........ ... . .. . ........ .... . ........ ... . . Recall (34.01 (b)) .... ... . .. . . .......... . . . . ... ... . . . .......... . . . . Reduction of Classification (22.06) .. ........... . . ........... .. . .... . Resignation (33.01 (c)) . . . . . .. . ... . .... ... . .. ...... ... . . ... . .... .. . Seniority (32 .01) ... . . . ...... . . . . ... . .... . . .. . ...... . . ..... . ...... . Sessional Employee (3 .03) .. . . . ...... ......... . . . . ....... . .... . . . . . Shift Hours (28.05 (a)) . . . . . .... . . . . . . . . ....... . . . . . . ........ . . .... . Special Holidays (26.05 (a)) . ..... . .. . . . . ....... . . .. . . . . . ... ... . ... . Statutory Holidays (26 .01) . . .......... .. . . . ........ .. . ..... . .... . . . . Student Assistant (3.06) . . . . ........ . . . . ......... . . . . ........ . . . . . . Suspension (33.01 (b)) . .. . . .. . ... . ... . ... . . . . ... . .... ....... . ... . . Technological Change (19.02) . . . . . . . ... . ..... . . . . .... . . . . . . . . . .... . Temporary Employee (3.04) ... ... . ... . . .. . . . ......... . . . . . . . . .... . . Transfer (22.05 (a)(i)) .. .... . .... ... . ..... . . ... . ....... .......... . . . Vacations, Terms re : (27 .01) . . ........ . . . . ....... . . . . ........ . . . . .. . Demotion see Reduction of Classification (22 .06) . ... ........ . ..... . . .... . 26 29 30 1 17 5 1 36 36 4 13 14 13 13 10 26 1 1 34 1 2 39 22 15,35 35 24 2 3 15 35 15 34 32 2 23 19 18 2 34 11 2 15 20 15 .53. Dental Appointments (30.06 (c)) .. . . . . . . . ...... . . . .. .. .... . ...... ..... . Part-Time Employees (30.08 (c)) . ... ... . ...... .... .. . ...... . ... .. . .. Temporary Employees (30.09 (c)) .... . . . . .. . . ......... . . . . . . . ...... . Dental Plan (30.05) . • .... . . . . ...... . . . . . . .... . . . .. .. . . . .. . . . . . . . .... . . Discharge (33.03) ....... . . . . .. . .... . . . . .. . . . . ......... . . .. . . . . . . .. . . . Definit ion (33.01) .... . . ...... . . . .. . . . . . . . ..... . . . .. . . ... . . .... ... . Proof of Cause (33.04) . . . . . . .. . . . . . . . .. . . . . . . . . . • . . .. . ..... . . .. . . . Seniority (32.06) . . .... . . . ...... . . . . . ... .. ...... . .. . . ...... . . .. . . . . Temporary Employee (30.09 (a)) .. . . ... . . . ..... . ... .. . . . . ..... .. . .. . Vacation Entitlement (33.08) . .. . . . . ... . .. . . . . . ..... . .... . . . . . .. . . . . . Discharge, see Unjust Discharge . .... . . . . .... . . . . . . ......... . .. ... .... . Disciplinary Action (33 .06) . . . .. . ............. .... ........ ... .... . .... . Discharge (33 .03) . . . . . . . . . . .. .... ..... . ... . . . . ... . .. . . ..... . .. ... . Potential (8.02) ..... . ... . . . .. . . . . . .... . . . . . ... . . . . . ........ . . .. . . . Suspension (33 .02) .... . ... .... . . . ... . . .. .. . ... .. . . ..... . . .. . . ... . Discrimination (Article 9) . . . . . . . .. . .. ....... . ... . ... . . . .. . . . . . . . . ..... . Dues, Union , Check -off (Article 6) ... . ...... ... ... .... .. . ...... ..... .... . Union Shop (5 .01) ....... .. . ...... . . . . .. . ..... ..... . ... . . . . .. .... . Duration of Contract (37.01) ...... .............. ..... ...... . . ........ . Employee, Definition of (Article 3) . . . . . . .. . . . . . . ..... . . .... . . ... . .... . . Employee Flies (23 .01 ), (33.06) . ...... . . . . . . .. . . ....... . . . . . . . . .. . . . . . . Sick Leave Records (30 .06 {d)) .... . . . . . . ... . . . . . . .... . . ..... . . .... . Equipment, consultation about (24 .05) . . . . . .. . ... . ... . . . . .. .......... .. . Expiry Date of Contract (37.D1) . ...... ... . .......... ..... .. .. ...... .. . . Explanation of Union to New Members (7.04) .. . . . . . . . .. . . . . . . . . .. ... . . Extended Sick Leave (30.06 (e)(ii)) .. . . . . . . .. . . . . . . ..... . .. . . . .. .. . . ... . Extended Health Benefits (30.05 (a)) .. . . . .. ...... ... . .... . . . . . . . .. . . . . . Flies, Employee (23.01), (33 .06) . . ....... .. . . . . . . . . . . . . .. . . ... . ... .. . . . Flexible Hours (28.02) . . ....... . .. . . . . . . . .............. ... ...... . ... . . Full-Time Employee, definition (3.05 (a)) . ... . . ... . . . . . . .. . . . ... .... . ... . Layoff , recall (34.08 (b)&(c)), (34.06(1)) . . .. ... . ..... . . . ... .... . . ..... . Funeral Leave (30.02 (b)&(c)) . . .. . ... ... . . . .... .. . . . . .. . .......... .... . General Purpose of Contract (1 .01) ..... ... .... .. ... . .. . . . .. ...... .. . . . Grievance (Article 35) ... . . . . . . .. . ..... .... ... . . . . . . . . . .. . . . . ... .. ... . . No loss of pay , stewards (8.03) .... ... . .. . ... .. .. ... .... . .......... . Potential (8.02) . . .......... . .. . . . . . . . . . ... . ... . .. . . ........ . . .... . Procedure (35 .03) . ......... .. . .... . ... . . . . . . . . • . . .. . ... . .... . ... . . Time off Work (35 .03 (d)) . . . .. . . . ... . .. . . . . . . . . . . . .... . . . . . . ..... . . Hiring Polley (22.03) . .. ....... . .. . . . . . . ... . .. . .. .... . . . . .... .. .. . . . . . . 27 29 30 27 34 34 34 33 30 35 34 34 34 7 34 7 5 3 45 1 16,34 27 17 45 6 28 27 16,34 22 2 39,38 26 1 39 7 7 40 41 14 -54- Holidays, Annu al Vacatio n (See Vacations) During Sick Leave (30 .06 (g)) ... . . .. ....... . . ... ... . .. . . .. ....... .. . Falling during Vacation (27 .1 O) . .. . . . . ........ . . . •.. . .. . . . ..•... . . . . . ~ odif!ed Work Week (26.0 6) ... ... .. .... . .. . . . ... . . .. . .. . . . . . .. ... . . vert 1~~ on (29.04) .. . . . .... . .... . . . ...... . . . . . .. . . . . . .. . . . .. . ... . Part-Time Employee (30.08 (b)) .. ... . . .... ... . .. .... . . . . ... . . .... . . . Pay for Work on (26.04) . . . .... .. ........ . . . .......... .. . . ......... . ~!:~iz (A;~ 1~o2~e ·so:09. b .. :: ................................. . s ry p y ( ( )) ...... ... .. . .. .... ... ... . .. .... . . . peci al (26.05) .. . . . . . .. . . .. . . . . . . . . ... ..... . . . . . .. . ..... ...... . . . Hours of Work (Article 28) . .. .. . .... ... . . .... .. .. ... . . ... ..... .... . . .. . Human Rights (9.01) .... . . . ...... .. ....... . . . . . ........ . . . . . . . .. . ... . Increment Policy (36.02) . ... ....... . . . . . . . . ... . . . .... . . . .. . . ...... . . . . Involuntary Transfer, defin ition (22.05 (a)(ii) , (34.01 (b)) . .... . ........... . Due to Technologic al Change (19 .06) .. ...... .... ........ ... ........ . ~ue to Union Leave (7 .02) . .... .. . .. .. . .. .. . . . . . . .. . . . . . .. . . . .. . . . . rocedure (34.04) ... . ... . .. . ...... .... .. . . . . .. . ... . .. . .. .. ... .. . . . Job Descriptions (31.01) . . .. .. . ...... . . . . . . .. . . . ... ..... .... .. .. .... . . Job Duties, List of (31 .02) . . .......... . ........ . ........... .. ......... . Job Evaluation Committee (31.03) ... . . . .... . ... ..... .... ..... . . . . .. . . . Job Postings (22.01) . . . . . .. . .. . . . . . . . .. .. . .. . ...... .. . . . . . . ... ... .. . . Job Training, Retraining (19.05) . . . .. . . . ..... . . . ..... . . . . . ..... . .. ... . . . Joint Committee to Review Benefit Plans (Letter of Ag reement) ........ . . Jury Duty (Artic le 16) . ... ... . . . . .... .. ..... . . . . . .. . . .... .... . .. . ..... . Layo: , Due to Technologic al Change (19.06) .... .. .. . . . .. . . . ... . . . .. . . . . rocedu re (34 .05) ..... . .......... . . . . .. ... ....... . . .. .... . . .... . ;nd Seniority (32 .04 (b) , 32.05 , 32 .06) . . . ...... .. . . ...... . ........ . : : empo rary Employee (30 .09 (g)) .... . . .... .. . .. .... . . .. . .. ....... . . . Leav;, Citize~s hip (13 .1 O) . . . ... . ... . . . .... . .... . . . . . . .. . . . . .. . . . ..... . C orr;.f ass1onate (30.02) . . . .... . ... . . . ...... . .. . ...... . ... . .... . ... . F ou Duty (16 .01) .. ..... ..... .... . . . . .. ...... ...... .. . . ....... . . . uneral (30.02 (b)&(c)) . . . . .. . . .. . . . . ..... . . . . . ...... ...... ..... . ~ ~i~ n it(~ (~0.0)7) . . . . . .. . ... . . . ........ . .... . . . .. . .... . . .. . . . .... : : ry 3 03 . .. ......... . . . ... . . . . ...... . ....... . .. . ....... . . and Senio rity (32.05) . . . . . . . . . . . . . . . . . . . . . . . . . . · · U . A f . . .. .. . . .... . ....... . w~1~n ~ 1v1ty (7.02) , (7.03) ..... . . .. ... . ..... . ......... . .......... . 1t out ay (30 .01) .. . . . . . . . .. ...... . . . . . . . . . ... . . . .. . ... ..... .. . . Leav;hof ~bsence, Union Activ ity, Full-Ti me (7.02) ... . ... . ....... . . . ... . ort erm (7.03) .. . . .... .... . . . ... . .. . . . . . . . . . . .... . . ..... . .. . .. . Leave ~ft b~e~ce Without Pay (30.01) . . . ...... . ...................... . an enionty (32 .04 (a)) ....... . . .. ..... . .... .. . . . . ... . .. . ..... . .. . Library Card, Employees' (13.02) ..... .... . ... .. . . .... ... . . .. . . .. . . ... . Retired Employees ' (25.01) . . . .. .. . .. . . .. ... . .. . . .. . . .. . .. . . .. . . .. . 28 21 19 25 29 19 18 30 19 22 7 43 15, 35 12 5 36 31 31 31 14 12 48 10 12 36 33 30 9 26 10 26 28 8 33 5, 6 26 5 6 26 33 8 18 -55- Lighting (24.06) ...... .. . .. .. .. .. . . . . . .... . .. .. . . . . .. . .. ..... ...... .. . List of Job Duties (31 .02) ... ......... . .. ........ ... ......... . .... . ... . Lunch Breaks (28.03 (a)) . .. .. . . . .. . . ...... ... .......... .. . .. . ... .. ... . Make-up Time (29 .09) . . ..... . .. . . . . . .. . . . .. .. . ... . . . .. . .. . . . ... . .. . . . Management Rights ( 11.01) ........ ... ........ .... .... . .... .... . . .... . Maternity Leave (30 .07) . . . ... . ..... . . . ... .. . . . . . . . . .... . . ... .. . .... . . . Part-Time Employee (30 .08 (f)) ..... . .. .. ... . ..... .. .... . . . . .. . . ... . Temporary Employee (30 .09 (d)) .. . . . .. . .. . . . . ... .. .. ... .. . .. .. .. . . . Meal Periods (28.03 (a)) .. .. . . ... . ..... . .... . . . . . . . . .. . . . .. ... . ...... . Overtime (29.06 ) .... . . .. ....... .. . . ....... .. . . .......... .. ....... . Medical Appointmen ts (30.06 (c)) . . ... . .. . . . ...... . . . . . .. . ....... .. ... . Part-Time Employee (30 .08 (c)) .... . . . .. . . . . . . .. . .. . . . . ... .. . .. . .. . . Temporary Employee (30 .09 (c)) . .. . . ... . ... .... ... . .. . . . . . .... . .. . . Medical Examinations and Certificates (30 .06 0)) .. . . . .. . ... . .. .. ..... . . Medical Plan (30.05) . ... . . . ... .... .. . . ... . .. .. . .. . . . . .. .. . .. . .. . . .. . . . Meeting With Management (8.02) .. . . . .. . .. ... . . . . . .. ..... ... .... .... . . Meetings, Union (10.01) . .. ......... .. ......... .. .. . ... .. . ... . . .. ... . . Membership In Union (5 .01) , (5 .02) .... .... . .. . . . ......... .... .... . . . . . Military Leave (13.03) . ... ... . ... . . ... . . . . .. . . . ...... ... . . . . ... .. ... .. . and Seniority (32.05) .. . . . . .. ...... .. .. ... .. . ... .. .... . . . .. . .. ... . . Mlsclasslflcatlon (31 .06) . ... ..... . .. . ... . ... . .......... .... ........ .. . Modified Work Week (28 .02) . .... .. . . ... . .... . . . ........ ... .... . .... . . Effect on Holid ays (26.06) .. .. .. . .. . ... . ... . . . ... ... . . ....... . .. . . . . New Employees, Explan ation of Union to (7 .04) ... ... .... . .. ... . . .. ..... . Union Membership (5.02) ..... .. ... . ..... ... ... . ... . . ... ........ .. . Notice of Resignation (33.07) ...... ..... .... . .. .. . . .... .. .......... .. . Notification by the Union, Dues, etc . {6 .04) .. ... .. .. .. . . .. . ... . ..... . .. . Executiv e, Stewards, etc. (8 .04) . . ... .. . . . .. .. . . .... . . .. . .... ... .. . . Union Meetings {10.01) ........ . . .. ..... . ... . . . .... ... . . ......... . . Notification by the University , Applic ants for Posted Vacancy {22 .02) .... . . Discharge (33 .03) ... . . ... .. ..... .. . . . .... .. . .. ... . .... . . . ... ... . . . Hir ing, Promotion, Resignat ion, etc. (5 .03) .. . ... . .. . .. . . .. . ... .. . ... . Involuntary Transfer (34.07) . .... . . . . . .... . . .. .. . ..... ..... ... . .... . Layoff (34.07) , (34 .07(a)) ........ . ........ ... ........ . . . . . ........ . Layoff due to Technolog ical Change (19.06) .... . ..... .... .......... . . Recall (34.06 {e)&{f)&{I)) . . . . . . ... . .. .. . . . . ..... .. . . . . .. ... .... . .. . . Reductio n of Staff (34.02) .... . ... . . . . . . .. . . ... .. . . .. . .. . .. .... . . .. . Technological Chang e (19 .04) ..... ......... .... ..... .. ..... . ... ... . One Hour Explanation (7 .04) ............................ .... .. . .... .. . Orientation Period for Transfer and Promotion {22 .08) . . . ..... . .. ... ... . 18 31 23 25 8 28 29 30 23 25 27 29 30 28 27 7 8 3 , 4 8 33 32 22 19 6 4 35 5 7 8 14 34 4 39 39 12 38 35 11 6 16 -56- Overtime (Article 29) ................................................. . Part-Time Employee (29.01 (b)) .................................... . Shift Workers (28.05 (d)) .......................................... . Time-Off in Lieu of (29.05) ........................................ . Part-Time Employee, definition (3.05 (b)) ............................... . Part-Tim_e Employee Benefits, etc. , Compassionate Leave, Maternity Leave, Medical and Dental Appointments, Sick Leave, Statutory Holidays 6~ca~ion Entitlement (30.08) .......... .. ...... . ............. _'_ ..... . 1sc arge (33.03) ................................................ . Layoff, Recall (34.06 (I), 34.08 (a)) .......... . . . .................... . Medical and Dental Plan (30.05) .............. ................ ..... . Method of Payment (3.02) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Overtime (29.01 (b)) ............. . ............................... : . Seniority (32.03) ................................................. . Pay for Union Negotiators (7.05) ............................. . ....... . Pay Grades (36.01) ................. ... ... .......... ... .. ............ . Paycheques in advance of vacation or leave (27.12) ........ ... .......... . Pension Plan (30.03) ................................................ . Personal Rights (9.02) ............................ . .................. . Picket Lines (17.01) ............................ .. .... .... ........... . Probationary Employee, definition (4.01) .............................. . Rights (4.02) .................................................... . Probationary Period (4.01) .......... ... ... .. ..... ... . ................ . Promotion (22.04) ................................................... . Orientation Period (22.08) ......................................... . Seniority (32.05) ................................................. . Temporary Promotion (22.07) ...................................... . Proof of Illness (30.06 (b)) .......... . ........ ................ . .... ... . Protective Clothing (24.07) ......... ... ... .... .................... . .. . Quarantine (30.06 (h)) ... .. ... ......... .. ............................ . Reassignment (22.05 (a)(ii)) ... .......... .. ... ..... .. .............. .. . University Closure (13.01) ........................................ · Working Condi tions (24.02) .......... ........ ..................... : : Rec~ I, definition (34.01) .............................................. . rocedure (34.06) ............... . ..... . .......................... . and Seniority (32.04), (32.06) ...................................... . Reclassification, Procedure (31.04) ................................ . .. . and Seniority (32.05) ............................................. . Wage Increase (31.05) .......................... . ................ . Recognition , of Stewards (8.01) ... .... ... .... ....... ......... .. ...... . of Union (2.01) .................................. .... ............ : 24 24 24 25 2 29 34 38,39 27 1 24 33 6 42 22 26 7 10 3 3 3 15 16 33 15 27 18 28 15 8 17 35 37 33 31 33 32 6 1 -57- Reduction of Classificat ion (22.06) ................................... . and Seniority (32.05) ............................................. . (Letter of Agreement) .... ........ .......... ..... .. . ............ .. . . Reduction of Staff (34.02) ............................................ . Reductions in the Workforce (5.04) .... .. .... ........ .... ............. . Reinstatement for Unjust Discharg e (33.05) ........................... . Relief Periods (28.03 (b)) ............................................ . Representat ion, Building Committees (24.04) ..................•......... Resignation, definition (33.01) ........................................ . Notice (33.07) ................................................... . Vacation Entitlement (33.07, 33.08) ................ . ............... . Retirement (3.07) ................................................... . Library Card (25.01) ..... . ........................................ . Vacation Pay (27.11) .... ... ..................... . .... ... ......... . Retraining (19.05) ..... .. ...... .... . ................................. . Skill-Upgrading (20.01) ........................................... . Rights, Human (9.01) ................................................ . Personal (9.02) ..................... . ........ . .......... . ........ . Union Activity (9.03) .............................................. . Rights of Probationary Employee (4.02) ..................... .... . .... . Room Bookings (13.05) .......... ....... ............................ . Salary Adjustment , Increment Policy (36.02) ........................... . Promotion (22.04 (b)) ... ........... ............. .... ... . ..... ... .. . Reduction of Classification (22.06 (b)) ......................... . .... . Reclassification (31.05) .............. . ......... . .................. . Temporary Promotion (22.07) ........................... . ..... .. ... . Seniority (Article 32) ................ ... .... . ......... ... .... ... ... . .. . During Leave of Absence Without Pay (30.01 (d)) ........ .... ........ . Hiring Policy (22.03) ............................. . .... ... ......... . Seniority List (32.07) .... ..................... ....................... . Sessional Employee, definition (3.03) ................................. . Layoff (34.05 (b)) .................. . .. . .......................... . Recall (34.06 (k), (1)) ..........................................•... Seniority (32.04 (c)) .............................................. . Termination Date (34.03 (a)) ......... . .............. ... .. .... ...... . Shift Differential (28.05 (b)), (Letter of Agreement) ...................... . Shift Work (28.05) ................................................... . 15 33 46 35 4 34 23 17 34 35 35 3 18 21 12 13 7 7 7 3 8 43 15 15 32 15 32 26 14 33 2 36 38 33 35 23,47 23 -58- Sick Leave (30.06) ... .. ................ .. .... ..... ......... . . . ...... . During Vacation (27 .13) ........... . ................... ... ..... .. .. . Part-Time Employee (30.08 (a)) ...... . ...... ·.· ..................... . Records (30.06 (d)) .............................................. . and Seniority (32.03 (b)) ............. . ....... . .... ...... . ......... . Signing Bonus (Letter of Agreement) ..... ... ...... .... .. ........... . Study Committee (30.06 (k)) ................. .. .................... . Temporary Employee (30.09 (~)) ..... ..... ... ... .. .... ...... ... ... . . Special Holidays (26.05) ............................................. . Split Shifts (28.04) ............. ... .... ... ........................... . for Shift Workers (28.05 (e)) . .... ....... ....... . . .... ..... . ...... .. . Staff Rooms and Facilities ( 13.09) .................................... . Armouries (Letter of Agreement) ............. .. .................... . Statutory Holidays (Article 26) .. . ..... .... ..... ... ..... .... . ...... .. .. . During Sick Leave (30.06 (g)) ... ..... ..... . ....... . . . .. ..... ... .... . Falling During Vacation (27.10) .................................... . Modified Work Week (26.06) ....................................... . Overtime on (29.04) . ... .... ... ...... : . ........................... . Part-Time Employee (30.08 (b)) ..... ... ............................ . Pay for Work on (26.04) ....................... . ................... . Temporary Employee (30.09 (b)) ........................ . ....... . .. . Stewards (Article 8) ... ........... ....... . ............................ . Contacting at Work (7.01} .. ... ...... . ...................... . ...... . Strikes by Other Unions (17.01) ... .. ....... · ... .... . .................. . Student Assistants (3.06) ............................................ . Study Benefits (Article 21) ............. ... .... ... .... ... ... . .. . . . .... . Suspension (33.02) ... ...... .. . . .. .... ... ..... . ........ ..... . .... ... . definition (33.01) ................................................. . Taxi Vouchers (13.08) ...... . ...... . ............... .... .......... ... . . Technological Change (Article 19) .................................... . Temporary Employee , definition (3.04) ........................... . ..... . Termination Date (34.03 (b)) .... ... ..... ...... ..................... . Temporary Employee Benefits, Compassionate Leave , Maternity Leave , Medi~al and Dental Appointments , Sick Leave, Statutory Holidays , Vacation Entitlement (30.09) .... .... ............ .... .... . .......... . Discharge (30.09 (a)) ............................................. . Layoff (30.09 (g)); (34.05 (c)) ...................................... . Senority (32.02) .. ... ... .. . .. ...... .. ............. ... ..... ... .... . Temporary Promotion (22.07) ..... ..... .... .. ... ...... . ...... .... .... . Termination , Discharge (33.03) ....................................... . and Seniority (32.06) . ...... .. . ...... ...... ......... ............. . . Vacation .Pay upon (27.09) .... ..... .. . .. ... .... .... ... .......... .. . 27 22 29 27 33 50 28 30 19 23 24 9 46 18 28 21 19 25 29 19 30 6 5 10 2 13 34 34 9 11 2 36 30 30 30,37 33 15 34 33 21 -59- Termination Date (34.03) .. .... ....... ... .... ... . ......... · . . · · · · · · · · · · Sessional Employee (3.03) .......................... · · · . · · · · · · · · · · · Temporary Employee (3.04) ........... .. ... ..... .... .. ..... · · · · · .. · Time Off in Lieu of Overtime (29.05) .... . ......................... · . · · · Training Period for Transfer and Promotion (22.08) ............. .... .. · · Transfer (22.05) .. ............. .... ... .... . · .. · · · · · · · · · · · · · · · · · · · · · · · · Orientation Period (22.08) .......... . ............... · ... · · · · · · · · · · · · Outside the Bargaining Unit (22.09) ................................ . and Seniority (32.05) ... .. .... .............. ... ... . · ... · · .. · · · · · .. · Tuition Waiver (21.01) ................. . .... . .. ........... . . . . . . · · . . · · Union, Recognition of(2.01) .... .. ............. .. ..... .... .... · ... ·. · · · Union Activity (Article 7) . . ... ..... .................. · · · . · · · · · · · · · · · · · · No Discrimination (9.03) ............... .... . . ... . . .... . . . . .... ... . . - Union Label, pins, badges and stickers (15.01) .. ..... ... ... ..... ...... .. . Union Meetings (10.01) ..................................... · · .. · · · · · · Union Organizer, Contacting at Work (7.01) . . .. ......... ..... . ... .. ... · · Leave of Absence (7.02) ... .... ............ ... ........... · · · · · · · .. · Union Security (Article 5) ....... ... .. ... .... . . ... .... · ... · · · · · · · · · · · · · Union Shop (5.01) .................................. · · ... · · · · · · · · · · · · · University Facilities (13.06) ..... .. ..... ... ..... - ..... · ... · · · · · · .. · · · · · Unjust Discharge (33.05) ................... .. · · · .. · · · · · · · · · · · · · · · · · · · and Seniority (32.03 (b)), (32.05) . ... .......... ... . . . . ... ... .... . . .. · Vacations (Article 27) .......... ... ... .. ............. · · ... · · · · · · · · · · · · · Part-Time Employee (30.08 (e)) ............... . .... ... .. · . . · · · · · · · · · and Seniority (32.05) . ..................... . .................. · .. · · Temporary Employee (30.09 (f)) ................................... . Vehicle Polley ( 13.11) ............ . . . ...... . ........ · · . · · · · · · · · · · · · · · · Voluntary Overtime (29.08) ......................... · · .. · · · · · · · · · · · · · · Wages (Article 36) .............................................. · ... · · Weekend, Work on, Overtime (29.03) .. ..... . ..... . . ... .... . ....... . ... · Shift Work (28.05 (c)(ii)) .......................................... · · Work Day and Work Week (28.02) . . ... ...... . ..... ...... . ..... ... .. · · · Workers' Compensation Board, Cheques (30.06(f)) . . ....... .. . . ... .. . .. . Standards (24.01) ....................................... · ..... · · · · Working Conditio11s (Article 24) .......... ...... . ..... .... ..... . ...... · · Committee (24.03) ............................. · · .... · · · · · · · · · · · · · Dangerous (24.02) ... .... . ........ . ..... ... ............. · .. . · .. · · · 35 2 2 25 16 15 16 16 33 13 1 5 7 10 8 5 5 3 3 9 34 33 20 29 33 30 9 25 42 25 24 22 28 17 17 17 17 -60-
Contracts
Vancouver : University of British Columbia Library
Image provided for research and reference use only. Permission to publish, copy, or otherwise use these images must be obtained from Rare Books and Special Collections http://rbsc.library.ubc.ca
Researchers must complete the RBSC Research Agreement to access material in the fonds. Additional restrictions apply to select files in the Committee series, which are closed until 2086. Permission to access the closed files may be obtained from CUPE 2950. See archivist for details.
University of British Columbia Library Rare Books and Special Collections
Labor unions--Canada (AUCE)
Labor unions--Organizing (AUCE)
Collective labor agreements (AUCE)
[Local 1 union contracts]
Text