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    ASSOCIATED AMBULANCE & SERVICES (WHITECOURT) LTD., EDSON, HINTON, RIMBEY AND BARRHEAD STATIONS 2014-2017

    To request a paper copy or a flash drive with PDF of the Collective Agreement, please contact Sheena Ruttan.

    ARTICLES OF A COLLECTIVE AGREEMENT BINDING ASSOCIATED AMBULANCE & SERVICES (WHITECOURT), LTD., EDSON, HINTON, RIMBEY AND BARRHEAD STATIONS AND THE HEALTH SCIENCES ASSOCIATION OF ALBERTA (ALL AMBULANCE ATTENDANTS) FOR THE PERIOD APRIL 1, 2014 TO MARCH 31, 2017

    This COLLECTIVE AGREEMENT entered into this day of , 2015, BETWEEN ASSOCIATED AMBULANCE & SERVICES (WHITECOURT), LTD., EDSON, HINTON, RIMBEY AND BARRHEAD STATIONS in the province of Alberta (hereinafter called the “Employer”) of the First Part - and - THE HEALTH SCIENCES ASSOCIATION OF ALBERTA (hereinafter called the “Association”) of the Second Part

    PREAMBLE

    WHEREAS it is the desire of both parties to this Collective Agreement to recognize their mutual obligation to:
    (a) Provide the best possible quality of ambulance service in the service area;
    (b) Maintain a harmonious, satisfactory and productive relationship between the Employer and its Employees;
    (c) Outline in writing all agreements reached through negotiation, in matters relating to working conditions, and;
    (d) Provide an amicable method of settling any grievances which may arise between the parties.
    AND WHEREAS the Employer and the Association have agreed to enter into a Collective Agreement containing the following terms and conditions of employment;
    NOW THEREFORE the Parties agree as follows:

    ARTICLES

    1.01 Except where specifically provided otherwise, the terms of this Collective Agreement shall be effective from the date upon which the Health Sciences Association of Alberta and the Employer exchange notice of ratification by their principals of this Collective Agreement, up to and including March 31, 2017, and from year to year thereafter unless notice, in writing, is given by either party to the other not less than sixty (60) calendar days nor more than one hundred and twenty (120) calendar days prior to the expiration date of its desire to change or amend this Collective Agreement.
    1.02 Where notice is served by either party to commence collective bargaining, this Collective Agreement shall continue in full force and effect until a new Collective Agreement has been executed.
    1.03 The Employer and the Association may agree to Letters of Understanding on specific issues throughout the life of the Collective Agreement

    2.01 ”ACP” shall mean the Alberta College of Paramedics.
    2.02 “Anniversary Date” means date upon which an Employee was awarded to a full-time position or was promoted to a full-time position whichever date is the most recent. Those Employees who do not have a full-time status will be assigned a modified date based on the annual hours of a full-time Employee.
    2.03 “Association” shall mean the Health Sciences Association of Alberta.
    2.04 “Basic rate of pay” is the wage applicable to an Employee exclusive of all allowances and premium payments.
    2.05 A “Casual” is an individual who is regularly scheduled for a period of three (3) months or less for a specific job and/or is hired to work on a nonscheduled basis throughout the year or and who reports to work when called according to the needs of the Employer, and the availability of the Employee. Casual Employees shall fall under the scope of this Collective Agreement, but only as expressly provided under Article 36 of this agreement.
    2.06 “Code” means the Labour Relations Code as amended from time to time.
    2.07 “Emergency Medical Responder” means a registered member who is registered in the Emergency Medical Responder area of practice, pursuant to the Health Disciplines Act and the Emergency Medical Technicians Regulations.
    2.08 “Emergency Medical Technician – Ambulance” means a registered member who is registered in the Emergency Medical Technician – Ambulance area of practice, pursuant to Health Disciplines Act and the Emergency Medical Technicians Regulations.
    2.09 “Emergency Medical Technologist Paramedic” means a registered member who is registered in the Emergency Medical Technologist – Paramedic area of practice, pursuant to Health Disciplines Act and the Emergency Medical Technicians Regulations.
    2.10 “Employee” shall mean a person who performs, on a regular basis, the job functions pertaining to any classification covered herein.
    2.11 “Employer” shall mean Associated Ambulance & Services (Whitecourt), Ltd., Edson, Hinton, Rimbey and Barrhead Stations.
    2.12 The feminine gender shall mean and include the masculine and similarly the singular shall include the plural and vice versa as applicable. Where a specific gender or singular or plural is required, the Article(s) will so indicate.
    2.13 “Full-Time Employee” shall mean one who is regularly scheduled to work the full prescribed hours as specified in Article 9 of this Collective Agreement.
    2.14 “Gross Earnings” shall mean all monies earned by an Employee under the terms of the Collective Agreement.
    2.15 A “month” for purpose of this Collective Agreement has been defined as the period of time between the date in one (1) month and the proceeding date in the following month.
    2.16 “Seniority” is the length of employment from the date the current period of continuous employment commenced.
    2.17 “Shift” means a daily tour of duty as detailed in Article 9 exclusive of overtime hours.
    2.18 “Term appointment” shall mean the appointment of an individual to a position:
    (i) for a specific job of more than three (3) months and less than twelve (12) months; or
    (ii) to replace a full-time or part-time employee who is on an approved leave of absence for a period in excess of three (3) months; or
    (iii) to replace a full-time or part-time employee who is on a leave due to illness or injury where the employee on leave has indicated to the Employer that the duration of such leave will be in excess of three (3) months.
    2.19 “Tour” shall mean a regular shift rotation.
    2.20 “Cost-Sharing” refers to how health plan costs are shared between the Employer and employees.

    3.01 The Employer recognizes the Association as the sole bargaining agent for Employees covered by this Collective Agreement.
    3.02 No Employee shall be required or permitted to make any written or verbal agreement which may be in conflict with the terms of this Collective Agreement.
    3.03 Except as otherwise specified elsewhere in this Collective Agreement, all correspondence between the parties arising out of this Collective Agreement or incidental thereto shall pass to and from the Chief Executive Officer of the Employer or designate and a designate of the Association.
    3.04 An Employee shall not engage in Association business during his working hours without prior approval of the Employer.
    3.05 Any duly accredited Officer of the Association may be permitted on the Employer’s premises for the purpose of transacting Association business providing prior permission to do so has been granted by the Employer.
    3.06 A representative of the Association shall have the right to make a presentation of up to forty-five (45) minutes during the probationary period or at the orientation of new Employees with respect to the structure of the Association, as well as the rights, responsibilities and benefits under the Collective Agreement, provided, however, that attendance at the presentation shall not be compulsory and, further, that a representative of the Employer may be present at such presentation.
    3.07 The name of the Association representatives shall be supplied in writing to the Employer before he is recognized as an Association representative. A representative of the Association shall be entitled to leave work to carry out his functions as provided in this Collective Agreement, provided permission to leave work during working hours, and agreement on the length of time of such leave, shall first be obtained from the Operations Manager or designate. Such permission shall not be unreasonably withheld. Representatives shall suffer no loss of pay for time spent on the Employer’s premises in performing such duties.
    3.08 No persons, other than members of the bargaining unit, shall perform bargaining unit work, except for the purposes of instruction, or in an emergency, and provided it does not reduce the hours of work or pay for any bargaining unit employee.

    4.01 Membership in the Association is voluntary.
    4.02 Notwithstanding the provisions of Article 4.01, the Employer will deduct from the gross earnings (Exclusive of short-term and long-term Disability) of each Employee covered by this Collective Agreement an amount equal to the dues as specified by the Association, provided the deduction formula is compatible with the accounting system of the Employer. Such deductions shall be forwarded to the Association, or its authorized representative, not later than the fifteenth (15th) day of the month following and shall be accompanied by a list showing the name and classification of the Employees from whom deductions have been taken and the amounts of the deductions. Such list shall be sent electronically as per HSAA format whenever possible and shall indicate newly hired and terminated Employees, and where the existing computer system is capable, the increment level.
    4.03 Dues will be deducted from an Employee during sick leave with pay and during a leave of absence with pay.
    4.04 The Association shall give not less than thirty (30) days’ notice of any change in the rate at which dues are to be deducted, or notice of a Special Assessment deduction.
    4.05 The Employer will record the amount of Association dues deducted on the T-4 forms issued to an Employee for income tax purposes.

    5.01 The Employer reserves all rights not specifically restricted or abrogated by the provisions of the Collective Agreement.
    5.02 Without limiting the generality of the foregoing, the Association acknowledges that it shall be the exclusive right of the Employer to operate and manage its business, including the right to:
    (a) maintain order, discipline and efficiency;
    (b) make, alter, and enforce, from time to time, rules and regulations to be observed by an employee which are not in conflict with any provision of this Collective Agreement;
    (c) direct the working force and to create new classifications and work units and to determine the number of employees, if any, needed from time to time in any work unit or classification and to determine whether or not a position, work unit, or classification will be continued or declared redundant;
    (d) hire, promote, transfer, layoff and recall;
    (e) demote, discipline, suspend or discharge for just cause.
    5.03 The Employer shall provide to the Association all amendments and updates to existing policies, procedures and standard operating procedures.

    6.01 There shall be no discrimination, restriction, or coercion exercised or practiced by either party in respect of any Employee by reason of race, colour, creed, national origin, political or religious affiliation, gender, sexual orientation, marital status, place of residence, age, physical disability, mental disability, family status, nor by reason of membership, or non-membership or lawful activity in the Association, nor in respect of an Employee or Employer exercising any right conferred under this Collective Agreement or any law of Canada or Alberta.

    7.01 The Association agrees that during the life of this Collective Agreement, it will not be involved in nor will it condone or authorize a strike, slowdown, stoppage of work, picketing of the Employer’s premises, or refusal to perform work, and no Employee shall be involved in such action.
    7.02 If an Employee engages in any illegal strike, slowdown, or stoppage of work during the life of this Collective Agreement, the Association shall instruct him to return to his work and perform his duties faithfully and resort to the grievance procedure established herein for the settlement of a difference or grievance. If the Employee does not return immediately, he shall then be considered terminated.
    7.03 The Employer agrees that during the life of this Collective Agreement and/or while renewal is being negotiated, it will not sanction or authorize any lockout.

    8.01 (a) A Full-time, Part-Time or Temporary Employee shall serve a probationary period equivalent to six (6) months of regular hours of work.  The probationary period will be automatically extended for any leaves of absence in excess of thirty (30) days.
    (b) A Casual Employee who attains a regular position shall be credited with maximum hours equivalent to three (3) months of hours of work, exclusive of overtime, toward the completion of the probationary period.
    (c) If a new Employee is unsatisfactory in the opinion of the Employer, such Employee may be terminated at any time during the probationary period without notice and without recourse to the grievance procedure.
    8.02 The probationary period may be extended by mutual agreement in writing between the Employer and the Association. A probationary period shall not be extended more than once. During the extended period the Employee shall be given feedback monthly regarding his/her performance, and if in the opinion of the Employer, the Employee is found to be unsatisfactory, he/she may be terminated without notice and without recourse to the grievance procedure.
    8.03 The Employer shall provide a written evaluation to each probationary Employee prior to the completion of his/her probationary period. If after fair review, the Employee is found to be unsatisfactory, he/she may be terminated without notice and without recourse to the grievance procedure, provided the decision is made in good faith and is not arbitrary.

    9.01 Regular hours of work for full-time Employees shall be:
    (a) Employees shall work a ten (10) hour shift consisting of a minimum one (1) core hour, nine (9) flex hours, and fourteen (14) on-call hours, with the employee being available for immediate response from within the community during core, flex and on-call hours. An employee shall be compensated for ten (10) hours at his basic rate of pay plus fourteen (14) hours on-call if less than ten (10) hours of active duty including the core hours in a twenty-four hour period.
    (b) Employees shall work a four (4) day on four (4) day of shift rotation
    (c) Annual hours of work for full-time Employees will be one thousand eight hundred and twenty five hours.
    9.02 Core duty hour shall mean the hours of duty in which the employee is required to be on-duty at the work place in a twenty four (24) hour period. Core hours shall be a minimum of one (1) hour. Any change to the scheduled start time of the core hour shall require thirty (30) days notice unless mutually agreed to between the Employer and the employee.
    9.03 Flex hours shall mean the hours on duty in excess of the core duty hour.
    9.04 Active Duty shall mean the hours that an employee is assembled at a station or site, or is in the act of responding to, caring for, transporting a patient, or performing duties as required by the Employer.
    9.05 Paid hours of work will be compensated as set out in the Article 27 (Salaries) and the Salaries Appendix.
    9.06 Employees may exchange shifts, and/or days off, providing that such Employees are qualified to do each others duties; and
    (a) Employees submit the request, giving reasonable notice; and
    (b) the Employer approves the exchange; and
    (c) operational efficiency is not disrupted; and
    (d) there is no increased cost to the Employer; and
    (e) the shift schedule shall be amended by the Employer to reflect the shifts being exchanged; and
    (f) such requests are not open ended; and
    (g) the exchange is completed within three (3) pay periods.
    Such requests shall not be unreasonably denied, as mutually agreed. Should such request be denied, reasons in writing shall be provided upon request.
    9.07 Where an employee, in the act of responding to, caring for, transporting a patient, or performing routine duties required by the Employer, works more than sixteen (16) hours of Active Duty in a twenty-four (24) hour shift period, he shall be entitled to eight (8) consecutive hours of rest, before recommencing active duty, without loss of earnings. Should the Employer be unable to find a replacement, all hours worked above sixteen (16) hours of Active Duty within that same twenty four (24) hours period shall be paid at two times (2X) his basic rate of pay.
    In any event, the Employer shall endeavor to manage fatigue once an employee has worked twelve (12) hours and has identified issues with their supervisor.
    9.08 Schedule Posting and Schedule
    (a) Unless otherwise agreed between the Employer and the Association, shift schedules shall be posted a minimum of twelve (12) weeks in advance. If a shift schedule is changed after being posted, the affected employees shall be provided with fourteen (14) calendar days notice of the new schedule.
    (b) Except in cases of emergency or by mutual agreement between the Employer and the employee:
    (i) Unless an employee is given at least fourteen (14) calendar days notice of a change of his scheduled day(s) off, he shall be paid two times (2X) his basic rate of pay for all hours worked on such day(s) unless the change is at the employee’s request.
    (ii) If, in the course of a posted schedule, the Employer changes the employee’s shift start time by two (2) hours or more, he shall be paid at the rate of two times (2X) his basic rate of pay for all hours worked on this shift unless fourteen (14) calendar days notice has been given.
    9.09 In the event that an employee reports for work as scheduled and is required by the Employer not to commence work, he shall be compensated for that inconvenience by receiving three (3) hours pay at his basic rate of pay.
    9.10 Shift Giveaways
    (a) Shift giveaways may be approved provided that:
    (i) There is no overtime cost to the Employer; and
    (ii) The shift giveaway is within the same classification.
    (b) The employee requesting the shift giveaway will provide the Employer with a minimum of forty-eight (48) hours notice prior to the requested shift give away.
    (c) Employees shall be allowed two (2) shift giveaways per month and up to a maximum of twelve (12) shifts in a calendar year.
    (d) Shift giveaway can only be done once all vacation have been allocated or used and in compliance with Article 15.08.
    (e) Management reserves the right to approve or deny any request for shift giveaway based on operational requirements. Such request shall not be unreasonably denied. Should such request be denied, reasons in writing shall be provided upon request.

    10.01 Overtime is all time authorized by the Employer and worked by an Employee in excess of his regularly scheduled hours in a twenty-four (24) hour shift. Calculation of overtime will be rounded to the nearest fifteen (15) minutes.
    10.02 Overtime will be paid at two times (2X) the Employee’s basic hourly rate. This overtime payment will cease and the Employee’s basic rate will apply at the
    start of his next regularly scheduled shift. If overtime starts prior to shift end and continues past new shift start overtime will cease at the completion of call.
    10.03 Full-Time employees may agree to work shifts outside their normal shift schedule at regular rate of pay. Casuals shall have first priority as per company policy.

    11.01 Ambulance employees shall be required to perform on-call duty.
    11.02 The term “on-call duty” shall be deemed to mean any period during which an employee is not on regular duty and during which the employee is on-call and must remain fit for duty and be available to respond without undue delay to any request to return to duty.
    11.03 For the scheduled on-call as noted in Article 9.01, all employees will be compensated at the rate of three dollars and fifty cents ($3.50) for each hour that they perform on-call duty.
    11.04 An Employee who is called back to duty after completion of hours in accordance with Article 9.01, all hours worked during the call-back will be at two times (2X) the regular rate of pay, for a minimum two (2) hours or for the total hours worked, whichever is greater. Should the Employee receive another call-back within the time-frame of the first call-back, it shall be considered continuous with the first call-back. An employee called back to duty shall be permitted to leave when normal conditions have been restored.
    11.05 When an employee is supplied with a paging device by the Employer for the purpose of on-call duty, there shall be no cost to the employee for the use of the paging device.
    11.06 An employee who is mandated by the Employer to report for duty on a scheduled day off shall be reimbursed for reasonable, necessary and substantiated transportation expenses and, if the employee travels for such purpose by private motor vehicle, reimbursement shall be at the rate of at least fifty four cents ($0.54) or the kilometerage rate paid by the Government of Alberta, whichever is higher, per kilometre from the employee’s residence and return. In those situations where Employer policy requires that the employee use a taxi for call-back purposes, should the employee commence her regular shift during the call-back, the Employer will pay the taxi fare from the site to her place of residence upon completion of the shift providing the employee uses this mode of transportation.

    2.01 The following functions shall be considered as straight time assignments:

    An employee, at the request of the Employer, may volunteer to work at any of the above functions. An employee volunteering to work at any of the above functions shall be compensated at his regular rate of pay, and the overtime Articles shall not apply. Should any employee not wish to volunteer to work at any of the above functions, such wishes shall not be held against them.

    13.01 Vacancies
    (a) The Employer shall post all vacancies in a manner that is accessible to all employees for not less than eight (8) calendar days.
    (b) When circumstances require the Employer to fill a vacancy before the expiration of eight (8) calendar days, the appointment shall always be made on a relief basis only.
    (c) Subject to Article 13.04 where vacancies are filled, first consideration shall be given to Employees who are already members of the bargaining unit.
    (d) The notice of posting referred to in Article 13.01 (a) shall contain the following information:
    (i) duties of the position; (ii) qualifications required; (iii) hours of work;
    (iv) status of position, and expected term if a temporary position.
    (e) The Employer shall forward to the Local Unit Chair copies of the posting of vacancies of all positions within the bargaining unit as outlined in Article 13.01 (a) within three (3) calendar days of the posting.
    (f) The name of the successful applicant shall be given to the Local Unit Chair in writing within three (3) calendar days of the appointment.
    13.02 All applications for transfer or promotion shall be made in writing to the Employer in accordance with established practices.
    13.03 Applicants for transfer and/or promotion shall be informed in writing of their acceptance or rejection within seven (7) calendar days of the date of the appointment.
    13.04 In making promotions and filling vacancies seniority within the Bargaining Unit shall be the determining factor providing that the following conditions are met:
    (a) the applicant has an employment record free of any discipline and;
    (b) has an acceptable attendance record as per the employer policy;
    (c) has all the required and mandatory clinical competencies related to the position;
    (d) has an acceptable driving record as per the employer policy;
    (e) the applicant’s performance for the previous 12 months has been adjudged satisfactory by the Employer.
    13.05 Upon request, the Employer shall provide unsuccessful candidates the reasons why they were not successful.
    13.06 All transfers and promotions shall be on a trial basis. The transferred or promoted Employee will be given a trial period equivalent to three (3) months of regular hours of work in which to demonstrate his ability to perform the new task to the satisfaction of the Employer. Should such Employee fail to succeed during the above mentioned trial period, or choose to leave the new task, the Employer will make a sincere effort to reinstate the Employee in his former position without loss of seniority or, if such reinstatement is not possible, place the Employee in another suitable position at the same location, unless mutually agreed without loss of seniority and at a rate of pay equivalent to that of his former position.
    13.07 When an Employee is promoted to a classification to which is assigned a higher salary scale, the salary of such promoted Employee shall be advanced to that step in the new scale which is next higher than his current rate or to the step which is next higher again, if such salary increase is less than the Employee’s next normal increment on the former salary scale, with a minimum move to Step 1. In the event that a promoted Employee is at the last increment in the scale for the classification held prior to the promotion, his salary shall be advanced to that step in the scale which is next higher than his current rate or, if such salary increase is less than the Employee’s last normal annual increase, he shall be advanced to the step which is next higher again in the scale.
    13.08 An Employee’s anniversary date for the purpose of an annual increment shall not be changed as a result of a promotion.
    13.09 When, because of inability to perform the functions of a position, or because of ill health or by request, an Employee is transferred to a lower-rated classification, his rate will be adjusted immediately to that step in the scale where he would have been positioned had he been retained in the lower-rated classification from commencement of employment.
    13.10 Term Positions
    (a) When a full-time employee accepts a term position, he will be eligible to return to his former position upon completion of the term appointment.
    (b) Term positions may end before their initial anticipated ending date. In such case, the incumbent he will be eligible to return to his former position upon completion of the term appointment.
    (c) Term positions may be extended by mutual agreement between the Employer and the Association. Such agreement shall not be unreasonably withheld.
    (d) During the term of the temporary position, the incumbent employee shall not be eligible to apply for other temporary positions that commence before the current temporary position ends unless otherwise mutually agreed between the employee and the Employer.
    (e) Where a full-time or casual employee is in a term position of twelve (12) months or greater and should this position becomes permanent, the permanent position shall be offered to the current incumbent without requirements under Article 13.01. If the incumbent refuses the position, it shall be posted and the incumbent shall return to his former position.
    13.11 Permanent EMTs shall be allowed to change status to casual upon written request and shall remain at their current step on the Salary Scale.
    13.12 Notwithstanding Article 27.02 (c), permanent EMT-Paramedics shall be allowed to change status to casual upon written request and shall be placed on the Casual EMT-Paramedic of the Salary Scale. Should they already be above that pay step, their wage shall be Red Circled.
    13.13 Notwithstanding Article 13.06, permanent employees must remain a minimum of twelve (12) months in their current permanent position before they can obtain a lateral transfer into another position within the Bargaining Unit, unless mutually agreed.
    13.14 Where a vacancy for a temporary position has been filled by the appointment of a Casual Employee, and, where, at the completion of the expected term of the temporary position, the Employer decides that the employee is no longer required in that position, she shall be reinstated to casual status and shall remain at her current step on the Salary Scale in accordance with Article 13.11 and 13.12.
    13.15 Where a casual EMT-Paramedic accepts a Temporary position, he shall be put on the appropriate step of the EMT-Paramedic salary scale in accordance with Articles 27.02(b) and 27.05, for the duration of the temporary position.

    14.01 When an Employee agrees to be assigned duties as Acting Supervisor the Employee shall be paid an additional two dollars ($2.00) per hour.

    15.01 Vacation Entitlement
    The rate at which vacation is earned shall be governed by the total length of such employment as follows:
    (a) during the first and second year of employment, Employee shall earn a vacation entitlement of one hundred (100) paid hours per year;
    (b) during the third and fourth year of employment, Employee shall earn a vacation entitlement of one hundred and twenty (120) paid hours per year;
    (c) during the fifth and sixth year of employment, Employee shall earn a vacation entitlement of one hundred and fifty (150) paid hours per year;
    (d) during the seventh and ninth year of employment, Employee shall earn a vacation entitlement of one hundred and eighty (180) paid hours per year;
    (e) during the tenth and subsequent years of employment, Employee shall earn a vacation entitlement of two hundred (200) paid hours per year.
    15.02 Employees shall receive their vacation entitlement April 1st every year and such entitlement shall be based upon the length of service on the preceding year. If length of service is less than 1 (one) full calendar year such entitlement shall be prorated.
    15.03 (a) The Employer shall post a notice of entitlement in January of each year that includes the employees’ vacation entitlement and a deadline for submission of vacation requests.
    (b) The Employer shall approve or deny all vacation requests no later than 4 weeks following the deadline for submission.
    (c) All vacation requests shall be approved to the extent that operational requirements permit and shall not be unreasonably denied.
    (d) Seniority shall be considered when there is a dispute regarding preference for the time that vacation is to be taken.
    (e) In expressing their vacation preferences between December 15 and January 2, employees will have the right to exercise their seniority rights only every other year as per Article 15.03(a).
    15.04 All other requests for vacation submitted after the submission deadline will be considered on a first come first serve basis. These requests will be approved or denied within four (4) weeks of the request being submitted.
    15.05 Once an Employee has committed to use one complete tour of vacation, the Employer may grant an employee’s request to divide the employee’s vacation. Such request shall not be unreasonably denied.
    15.06 Unless given four (4) weeks advance notice of an alteration to her scheduled vacation period, an employee required by the Employer to work during her vacation period will receive two times (2X) her basic rate of pay for all hours worked. This premium payment will cease and the employee’s basic rate of pay will apply at the start of her next regularly scheduled shift. The time so worked will be rescheduled as vacation leave with pay to be added to the vacation period, at a mutually agreed later date.
    15.07 When an employee’s approved vacation is cancelled by the Employer, the Employer shall be responsible for all non-refundable costs related to the cancellation of the vacation. Employees shall make every effort in order to mitigate losses.
    15.08 Employees may request to carry forward a maximum of (1) one tour of vacation. Such request shall not be unreasonably denied. All remaining vacation hours not utilized in a vacation year will be paid out in the first two (2) pay period following the end of the fiscal year.
    15.09 Once vacation has been approved, the employee cannot cancel with less than thirty (30) days’ notice unless extenuating circumstances.

    16.01 (a) Permanent and Temporary Employees shall be compensated for the following Named Holidays based on basic rate of pay:

    New Year’s Day
    August Civic Day
    Family Day
    Labour Day
    Good Friday
    Thanksgiving Day
    Victoria Day
    Remembrance Day
    Canada Day
    Christmas Day
    Boxing Day

    (b) And all general holidays proclaimed by any of the following: a Municipal Government, the Province of Alberta, or the Government of Canada.
    16.02 To qualify for a named holiday with pay, the Employee must:
    (a) Work his scheduled shift immediately prior to and immediately following the holiday except where the Employee is absent due to illness or other reasons acceptable to the Employer; and
    (b) Work on the holiday when scheduled or required to do so.
    (c) Refrain from using Article 9.10 immediately proceeding, on the day or following a named Holiday.
    16.03 An Employee obliged in the course of duty to work on a named holiday shall be paid for all core and flex hours on a named holiday at two times (2X) his basic rate in addition to Article 16.01 and subject to Article 16.02.
    16.04 (a) Where the major portion of the shift falls within the named holiday the shift in its entirety will be deemed to be paid in accordance with Article 16.03.
    (b) Where the shift starts at noon, the Named Holiday pay shall be paid on the day the shift starts.
    16.05 When a named holiday falls during an Employee’s annual vacation:
    (a) Such holiday(s) shall be considered day(s) in lieu and such day(s) shall not be debited from the Employees vacation bank and;
    (d) Shall be used on the first scheduled shift preceding or following the vacation.
    16.06 No payment shall be due for a named holiday which occurs during:
    (a) a layoff; or
    (b) all forms of leave during which an Employee is not paid; or
    (c) an Employee is receiving paid sick leave, Workers’ Compensation benefits, short term disability, or long term disability income.
    16.07 In addition to Named Holidays in Article 16.01 each Full-Time Employee shall have one (1) Floater Day that may be utilized as a day in lieu. The Floater Day will be made available January 1st of each year and if not used will be paid out after December 31 of that same year.

    17.01 (a) Sick leave is provided by the Employer for any illness, quarantine by a Medical Officer, or because of an accident for which compensation is not payable under The Workers’ Compensation Act.
    (b) The Employer recognizes that alcoholism, drug addiction and mental illness, are illnesses which can respond to therapy and treatment, and that absence from work due to such therapy shall be considered sick leave.
    17.02 When an Employee has completed his probationary period he shall be allowed a credit for sick leave computed from the date of employment at the rate of one (1) day for each full month of employment up to a maximum credit of twelve (12) days provided however, that an Employee shall not be entitled to apply sick leave credits prior to completion of his probationary period.
    17.03 An Employee granted sick leave shall be paid for the period of such leave at his basic rate of pay, and the number of hours thus paid shall be deducted from his accumulated sick leave credits up to the total amount of the Employee’s accumulated credits at the time sick leave commenced.
    For the purpose of this Article, access to sick time during a 24 hours period shall be considered the 24 hours entire shift.
    17.04 Subject to the requirement of the benefit provider, the eligibility for Short Term Benefits will be no less than (5) five calendar days.
    17.05 In the event that a Short Term Disability claim is denied despite the sick leave being supported by a Physician, the Employee shall be credited sick time for up to the maximum available within the employee’s sick bank as per Article 17.02.
    17.06 Employees may be required to submit satisfactory proof to the Employer of any illness, non-occupational accident, or quarantine for valid reasons. The Employer shall be responsible to reimburse the cost of such proof of illness except in cases when the employee is absent due to illness for (4) four consecutive scheduled days or more.
    17.07 When an Employee has accrued the maximum sick leave credit of twelve (12) days, he shall no longer accrue sick leave credits until such time as his total accumulation is reduced below the maximum. At that time he shall recommence accumulating sick leave credits.
    17.08 (a) Sick leave pay shall not be granted during any unpaid leave of absence, any period for which the Employee is entitled to short or long term disability coverage. Sick leave pay shall be granted for complications which may arise from a pregnancy before and after completion of maternity leave.
    (b) Notwithstanding the provisions of Article 17.06(a), should an employee demonstrate to the satisfaction of the Employer that the Employee was admitted to hospital as an “in patient,” during the course of her vacation, she shall be considered to be on sick leave for the period of hospitalization and subsequent period of recovery provided she notifies her Employer upon return from vacation and provides satisfactory proof of her hospitalization. Vacation time not taken as a result of such stay in the hospital shall be rescheduled to a mutually agreeable time.
    (c) Should an employee become eligible for short term or long term disability benefit and such leave encroaches upon the employee’s scheduled vacation, the employee’s vacation shall be rescheduled at a later mutually agreeable time.
    17.09 Upon termination of employment or transfer to casual status, all sick leave credits shall be cancelled and no payment shall be due.
    17.10 Sick leave credits shall not accrue during periods of illness, injury, and/or unpaid leaves of absence in excess of thirty (30) days.
    17.11 (a) Employees are encouraged to schedule routine personal medical appointments outside of working hours. When this is not possible, the employee shall obtain prior authorization at least twenty-four (24) hours in advance of the appointment. Such request shall be granted when operationally feasible. Such absence shall be charged against his accumulated special leave credits.
    (b) When an employee must attend a non-routine, unforeseen and emergent qualifying appointment which include dental, chiropractic, or medical appointments which can’t be booked on personal time, the employee shall endeavor to obtain prior authorization at least twenty-four (24) hours in advance of the appointment. Requests for authorization to attend a qualifying appointment less than twenty-four (24) hours notice shall not be unreasonably denied.
    Such absence shall be neither charged against her accumulated sick leave, nor shall she suffer any loss of income provided such absence does not exceed two (2) hours during one (1) work day. If the absence is longer than two (2) hours, the whole period of absence shall be charged against her accumulated sick leave.
    Employees may be required to submit satisfactory proof of such appointment.
    17.12 Employees shall be permitted to use up to one half (1/2) of their available sick days for Special leave to a maximum of six (6) days per calendar year. Under extenuating circumstances, Employees can use the totality of their current sick day bank.
    17.13 Access to Special Leave shall apply when an employee is unable to report to work as a result of:
    (a) illness or appointments that cannot be scheduled on a day off for anyone that the employee is considered to be in a caregiver role of; or
    (b) unanticipated or emergent circumstances, not foreseeable by or beyond the control of the employee.
    In these circumstances, the Employer shall approve Special Leave requests to the extent that operational requirements permit. Such requests shall not be unreasonably denied. Where approval is denied, the Employer will respond in writing and reasons shall be given.
    Any request for leave that exceed what is available in the employee sick bank shall be subject to the provisions of Article 20.01.
    Special Leave shall not be used for time off due to illness or workplace injuries and will not be permitted for the extension of time off.

    18.01 (a) An employee who is incapacitated and unable to work as a result of an accident sustained while on duty in the service of the Employer within the meaning of the Worker’s Compensation Act shall apply for Worker’s Compensation benefits.
    (b) An employee in receipt of such benefits shall keep the Employer informed regarding the status of his WCB claim and shall provide any medical or claim information that may be required by the Employer.
    (c) An employee in receipt of Worker’s Compensation Benefits shall be deemed to be on a leave of absence without pay.
    (d) An employee in receipt of Worker’s Compensation Benefits shall:
    (i) be deemed to remain in the continuous service of the Employer for purposes of prepaid health benefits and salary increments Employee will be responsible for the Employee portion of Benefit Premiums;
    (ii) accrue vacation credits and sick leave for the first (1st) month of such absence.
    18.02 (a) An employee who has been on Worker’s Compensation and who is certified by the Worker’s Compensation Board to be fit to return to work and who is:
    (i) capable of performing the duties of his former position shall provide the Employer with two (2) weeks written notice, when possible, of readiness to return to work. The Employer shall reinstate the employee in the same classification held by him immediately prior to the disability with benefits that accrued to him prior to the disability;
    (ii) incapable of performing the duties of his former position, shall be entitled to benefits he is eligible for under Sick Leave or Short Term Disability or Long Term Disability, in accordance with Article 17 or Article 19.

    19.01 Full-time or other eligible Employees, shall be entitled to the following benefits in this Article which shall be compulsory for all eligible Employees. Eligibility for benefits will commence once an Employee has completed three (3) months and have completed/submitted the paperwork.
    19.02 In addition to the Canada Pension Plan, every Permanent Employee is eligible to join the Group RRSP-DPSP Plan and the Employer shall make contributions to such Plan in accordance with the provisions of the Plan. Eligibility for the Group RRSP-DPSP Plan is completion of six (6) months. The ratio of matched contribution is dependent on length of service and each ratio is mandatory.

    2 % of regular base salary – 6 months to 5 years of service
    3 % of regular base salary – 5 years to 8 years of service
    4 % of regular base salary – Over 8 years of service

    Employees can contribute more than their percentage for RRSP contributions, but it is not matched by the Employer. The DPSP contributions are vested for 1 year. After this time the employee has no access to the DPSP contributions as it is a pension.
    19.03 The Employer shall pay seventy-five (75%) percent of all premiums and the Employee shall pay twenty-five (25%) percent of all premiums:
    a) Short Term Disability (weekly indemnity) Benefit Plan;
    b) Dental Plan;
    c) Alberta Health Care Plan, where applicable – if the Plan should be reinstated, will be funded at the former rates of $44 for single and
    $88 for family;
    d) Group Life Insurance Plan;
    e) Extended Health Care Plan;
    f) Employee Assistance Plan;
    g) Long Term Disability Plan;
    h) Dependent Life Insurance Plan.
    19.04 The Employer reserves the right to change plans and insurers provided the level of coverage does not fall below current levels. HSAA shall be consulted before such changes are implemented.
    19.05 The decision to extend coverage for any particular claim rests exclusively with the benefit provider and, where the Employer has complied with all of their requirements regarding a claim, such decision will not be the subject of the Grievance Arbitration process.

    20.01 General Policies Covering Leaves of Absence
    (a) An application for leave of absence shall be made, in writing, to the Employer as early as possible. The application shall indicate the desired dates for departure and return from the leave of absence. The Employer will notify employees within ten (10) business days from receipt of their application, as to the status of their request. Where approval is denied for any Leave of Absence, the Employer will respond in writing and reasons shall be given.
    (b) An employee who has been granted leave of absence of any kind and who overstays such leave without permission of the Employer shall be deemed to have terminated his employment unless a justifiable reason can be established by the employee.
    (c) Except as provided in Article 20.01(d), where an employee is granted a leave of absence of more than a month’s duration, and that employee is covered by any or all of the plans specified in Article 19, that employee may, subject to the Insurer’s requirements, make prior arrangement for the prepayment of both the employer and employee premiums for the applicable plans at least one (1) pay period in advance. The time limits as provided for in this Article may be waived in extenuating circumstances.
    (d) For the portion of Maternity Leave during which an employee has a valid health-related reason for being absent from work and who is in receipt of sick leave, STD or LTD, benefit plan premium payments shall be administered in the same fashion as an employee absent due to illness.
    (e) The employee shall continue to accrue sick leave and vacation entitlement during the leave of absence to the end of the month in which the leave begins.
    (f) Leave of absence with or without pay may be granted to an employee at the discretion of the Employer and the employee shall not work for gain during the period of leave of absence except with the express consent of the Employer.
    (g) An employee absent on any approved leave shall be reinstated by the Employer in the same position, classification, salary and location held immediately prior to taking such leave or be provided with alternate work of a comparable nature.
    This Article does not apply to employees changing their scope of practice such as from EMT to EMT-Paramedic. In such case, the employee shall be offered a casual position in the new classification in accordance with Article 13.12.
    (h) Where any leave of absence including LTD, STD and WCB exceeds one (1) month, an employee’s increment date shall be adjusted by the amount of time that the leave of absence exceeds thirty (30) days, and the new increment date shall prevail thereafter.
    20.02 Association Business
    (a) Insofar as the regular operation of the Employer will permit, employees may, upon not less than fourteen (14) calendar days’ notice, be granted a leave of absence without pay, to attend business meetings, schools, seminars and conventions in connection with Association affairs.
    (b) A maximum of four (4) representatives of the Association shall be granted time off without pay in order to participate in Collective Bargaining with the Employer or its Bargaining Agent. The Association shall give consideration to the Employer’s operations when appointing bargaining committee members.
    (c) The local unit representative or his alternate shall, subject to operational requirements, be allowed time away from assigned duties without loss of regular pay to carry out his functions as provided in this Collective Agreement. The local unit representative shall obtain permission for such leave from the Operations Manager or his designate.
    20.03 (a) Parental Leave
    An employee who has completed her probationary period shall, upon her written request, be granted Maternity Leave to become effective six (6) weeks immediately preceding the date of delivery or such shorter period as may be requested by the employee, provided that she commences Maternity Leave no later than the date of delivery. The employee shall provide the written request six (6) weeks prior to the requested commencement date of Maternity Leave, understanding that in some circumstances the full six (6) week requirement cannot be fulfilled. Maternity Leave shall be without pay and benefits except for the portion of Maternity Leave during which the employee has a valid health-related reason for being absent from work and is also in receipt of sick leave, STD, or LTD. Maternity Leave shall not exceed twelve (12) months unless an extension is granted by the Employer. Request for an extension due to ill health of the mother or the child shall not be unreasonably denied. Such extension, when granted, shall not exceed an additional six (6) months.
    (b) A pregnant employee, whose continued employment in her position may be hazardous to herself or to her unborn child in the written opinion of her physician, may request a transfer to a more suitable position if one is available. Where no suitable position is available, the employee may request Maternity Leave as provided by Article 19.04(a) if the employee is eligible for such leave. In the event that such Maternity Leave must commence in the early stages of pregnancy which results in the need for an absence from work longer than nine (9) months, the employee may request further leave without pay as provided by Article 19.01.
    (c) A father-to-be who has completed his probationary period shall, upon his written request, be granted an unpaid leave to commence two (2) weeks prior to the delivery or such shorter period as may be mutually agreed between the employee and the Employer. Such leave shall be without pay and benefits and shall not exceed thirty-five (35) weeks. The father-to-be shall provide the written request six (6) weeks prior to the requested date of commencement of the Leave of Absence.
    (d) An employee absent on Parental Leave or Maternity Leave shall provide the Employer with four (4) weeks’ written advance notice of her readiness to return to work following which the Employer will reinstate her in the same position held by her immediately prior to taking such leave and at the same step in the salary scale or provide her with alternate work of a comparable nature at not less than the same step in the salary scale and other benefits that accrued to her up to the date she commenced the leave.
    (e) Notwithstanding the provisions of Article 20.04 (a), an employee may make prior arrangements with the Employer to prepay the full cost of benefits premiums (employer and employee portion) as per Article 19.01(c) of the Collective Agreement.
    (f) Adoptive Parent Leave
    An employee who has completed the probationary period shall be granted leave of absence without pay and benefits for a period of up to twelve (12) months in duration for the purpose of adopting a child provided that:
    (i) he makes written request for such leave at the time the application for adoption is approved and keeps the Employer advised of the status of such application; and
    (ii) he provides the Employer with at least one (1) day’s notice that such leave is to commence.
    (g) Paternity and Adoptive Paternity Leave
    Paternity leave of up to two (2) consecutive working days with pay may be granted upon the written request of an employee to enable such employee to attend to matters directly related to the birth or adoption of his child. In extenuating circumstances, additional paternity leave may be granted.
    20.04 Educational Leave
    An employee may request an educational leave with or without pay. All educational leave granted with pay by the Employer must demonstrate a benefit to the organization.
    (a) The parties to this Collective Agreement recognize the value of continuing education for each employee and recognize that continuing education may be deemed necessary for employees covered by this Collective Agreement and recognize that the responsibility for such continuing education lies not only with the individual but also with the Employer.
    (b) A paid leave of absence and/or reasonable expenses may be granted to an employee at the discretion of the Employer to enable the employee to participate in education programs.
    (c) Should the Employer direct an employee to participate in a specific program, such employee shall be compensated in accordance with the following:
    (i) For program attendance on regularly scheduled working days, the employee shall suffer no loss of regular earnings.
    (ii) For hours in attendance at such program on regularly scheduled days off, the employee shall be paid at his basic rate of pay to a maximum of ten (10) hours per day.
    (iii) Travel time and mileage outside of normal travel to work, shall be paid at the applicable rate of pay, should the distance be greater than 50km one way.
    (iv) The Employer will pay the cost of the course including tuition fees, reasonable travel and subsistence expenses as per Article 31 subject to prior approval.
    (d) While on educational leave without pay,
    (i) An employee shall not accrue sick leave or vacation credits unless such leave is less than thirty (30) days;
    (e) The Employer may enter into a Return of Service Agreement with an employee for the purposes of sponsoring educational opportunities in exchange for a defined period of return of service by the employee. Such Agreement shall be approved by the Association prior to employee sign-off and the Association shall make all reasonable efforts to support these initiatives.
    20.05 Bereavement Leave
    (a) Bereavement leave with pay of:
    (i) five (5) consecutive working days shall be granted in the event of the death of a member of the employee’s immediate family. Upon request, the employee may be granted additional leave of absence without pay. Immediate family of the employee is defined as spouse, parent, child, brother, sister, grandchild, fiancé. Step- parent, step-children, step-brother, and step-sister, shall be considered as members of the employee’s immediate family. “Spouse” shall include common-law or same-sex relationship and shall be deemed to mean a man or woman who resided with the employee and who was held out publicly as his/her spouse for a period of at least one (1) year before the death.
    (ii) three (3) consecutive working days shall be granted in the event of the death of the following members of the employee’s family (i.e. mother-in-law, father-in-law, son-in-law, daughter-in-law, grandparent-in-law, brother-in-law, sister-in-law, legal guardian and grandparent).
    (b) Bereavement leave (unpaid) shall be extended for travel at the following rate:
    200 km to 500 km each way – 1 day
    501 km and over each way – 2 days
    (c) Notwithstanding the provisions of Article 20.05 (a) and (b), where special circumstances exist, an employee may request that bereavement leave be divided into two periods. Such request is subject to the approval of the Employer. In no circumstances however shall an employee be eligible for more days off with pay than he would have been eligible to receive had bereavement leave been taken in one undivided period.
    (d) In the event of the death of another relative or friend, the Employer may grant time off without pay to attend the funeral service.
    20.08 Terminal Care Leave
    (a) An employee with a qualified relative in the end stage of life shall be entitled to a leave of absence without pay but with benefits at the normal cost sharing, for a period of up to six (6) months. Qualified relative means a person in a relationship to the employee for whom the employee would be eligible for the compassionate care benefit under Employment Insurance legislation.
    The term “cost-sharing” refers to how health plan costs are shared between employer and employees as per Article 19.03.
    (b) Employees may be required to submit to the Employer satisfactory proof demonstrating the need for terminal care leave.
    20.09 Critical Illness Leave
    (a) In the event of a critical illness to an employee’s parent, spouse or child, a paid leave will be granted up to a maximum of four (4) days. These days would be in addition to the days available to the employee under Article
    17.11. The days available under Article 17.11 must be utilized prior to the employee being granted access to extra Critical Illness Leave under this Article. Such request shall be approved to the extent of operational requirements permit and shall not be unreasonably denied however, the onus shall be on the employee to provide sufficient justification to the Employer for access to these extra days prior to approval being granted. Should such request be denied, reasons in writing shall be provided upon request.
    (b) Where the employee must pay a fee for such proof, the full fee shall be reimbursed by the Employer.
    20.10 An employee who has been on any extended Leave of Absence for a period of six months or longer shall be provided with a minimum of two (2) shifts for re- orientation, and re-familiarization.

    21.01 The Employer shall provide a bulletin board to be placed in a reasonably accessible location upon which space shall be provided where the Association may be permitted to post notices of meetings and other such notices which may be of interest to Employees. The Employer reserves the right to require that posted material objectionable to the Employer be removed from bulletin boards.

    22.01 Performance evaluations may be conducted as per the Employer’s policy.
    22.02 All such evaluations shall be in writing.
    22.03 Meetings for the purpose of the evaluation interview shall be scheduled by the Employer with at least forty-eight (48) hours’ notice. The Employee shall sign his evaluation for the sole purpose of indicating that he is aware of its contents. The Employee shall be given a copy of his evaluation document. The Employee shall have the right to respond, in writing, within seven (7) calendar days of the interview and his reply shall be placed in his personnel file.
    22.04 An Employee’s evaluation shall be considered confidential and shall not be released by the Employer to any person, except a Board of Arbitration, the Employer’s counsel or as required by law, without the written consent of the Employee.
    22.05 By appointment made in writing at least one (1) working day in advance an Employee may view his personnel file once each calendar year or when the Employee has filed a grievance. An Employee shall be entitled to be accompanied by an Association representative when viewing his personnel file.
    22.06 The Employee shall be given a copy of requested documents from his file provided that he first pays to the Employer a fee to cover the cost of copying which fee shall be established by the Employer.

    23.01 Except for the dismissal of an Employee serving a probationary period, there shall be no dismissal or discipline except for just cause.
    23.02 Unsatisfactory conduct by an Employee which is not considered by the Employer to be serious enough to warrant suspension or dismissal shall result in a written warning to the Employee with a copy to the Association’s office within five (5) working days of the disciplinary action. The written warning shall indicate that it is disciplinary action.
    23.03 Unsatisfactory performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee’s record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Association’s office within five (5) working days of the disciplinary action. The written warning shall indicate that it is disciplinary action. It shall state a definite period in which improvement or correction is expected and, at the conclusion of such time, the Employee’s performance shall be reviewed with respect to the discipline. The Employee shall be informed, in writing, of the results of the review. The assignment of an improvement or correction period shall not act to restrict the Employer’s right to take further action during said period should the Employee’s performance so warrant.
    23.04 The Employer may place a coach and counsel document to reflect a verbal warning on the employee’s file. This is non-disciplinary and will be considered null and void after one (1) year and will be removed if no further record of disciplinary action occurred during that period.
    23.05 The procedure stated in Articles 23.02 and 23.03 does not prevent immediate suspension or dismissal for just cause.
    23.06 An Employee who has been suspended or dismissed shall receive from the Employer, in writing, the reason(s) for suspension or dismissal, and a copy of the letter shall be sent to the Association’s office within two (2) working days.
    23.07 All written documents pertaining to disciplinary action or dismissal shall be removed from the Employee’s file when such disciplinary action or dismissal has been grieved and determined to be unjustified.
    23.08 An Employee who is dismissed shall receive his termination entitlements at the time he leaves.
    23.09 (a) An Employee who has been subject to written warning may, after one (1) years from the date the disciplinary action was initiated request in writing that his record be cleared of that disciplinary action. Such request shall be granted provided the Employee’s file does not contain any further record of disciplinary action during the above period.
    (b) An Employee who has been subject to paid or unpaid suspension may, after two (2) years from the date the disciplinary action was initiated request in writing that his record be cleared of that disciplinary action. Such request shall be granted provided the Employee’s file does not contain any further record of disciplinary action during the above period.
    23.10 For purposes of this Article, a working day shall mean consecutive calendar days exclusive of Saturdays, Sundays, and Named Holidays specified in Article 16.
    23.11 When circumstances permit, the Employer shall endeavor to provide at least forty eight (48) but not less than twenty four (24) hours advance notice to an employee required to meet with the Employer for the purposes of disciplinary investigation or issuing discipline. The Employer shall advise the employee of the nature of the meeting and that they may be accompanied by a representative of the Association at such meeting(s). The employee shall be compensated at their regular rate of pay for the duration of such meeting(s).
    This Article is not intended for non-disciplinary meetings and discussions including and not limited to Performance Management and Appraisals.

    24.01 An employee shall make every reasonable effort to provide the employer twenty-eight (28) calendar days notice, where possible, and shall, in any case, provide the employer with fourteen (14) calendar days notice of her desire to terminate her employment.
    24.02 If the required notice is given, and employee who voluntarily leaves the employ of the employer shall receive wages and vacation pay to which she is entitled, within three (3) business days, providing the employee has properly completed a final timesheet and has returned all required company property.
    If the Employee fails to return the required company property; reasonable cost considering depreciation will be deducted from his last pay.
    24.03 Vacation Pay on termination
    (a) Unused vacation earned within the previous vacation year will be paid at the basic rate of pay, together with;
    (b) Vacation accrued at the employees’ applicable accrual rate for the current vacation year.
    24.04 An employee shall be deemed to have terminated her employment when:
    (a) She is absent from work without good and proper reason and/or the approval of the Employer.
    (b) She does not return from layoff as required, or upon expiry of twelve (12) months following layoff during which time the employee has not been recalled to work.

    24.01 Copies of job descriptions for all positions in this bargaining unit shall be available for Employees upon request.
    24.02 Upon request, the Employer will provide the Association with a copy of a job description for any classification in the bargaining unit provided that a request for a particular job description is not made more than once in a calendar year.

    26.01 Should it become necessary to reduce the work force or the hours of work, the Employer will notify the Association and Employees who are to be laid-off twenty-eight (28) calendar days prior to layoff. The twenty-eight (28) calendar days notice shall not apply where the layoff results from an Act of God, fire or flood.
    26.02 Payment of normal wages may be paid in lieu of all or part of the required notice period.
    26.03 Layoff shall be in reverse order of seniority, however the Employer shall have the right to retain Employees who would otherwise be laid-off when layoff in accordance with this Article would result in retaining Employees who are not capable and/or qualified of performing the work required.
    26.04 In the case of layoff that is expected to be in excess of one month’s duration, the Employer shall inform the Employee that the Employee may make arrangements for the payment of the full premiums for applicable Employee benefit plans subject to the insurer’s requirements.
    26.05 When recalling Employees, recalls shall be carried out in order of seniority provided the Employee eligible for recall is qualified and capable of performing required work.
    26.06 The method of recall shall be by telephone, or if such is not possible, by registered letter sent to the Employee’s last known place of residence.
    26.07 The Employee so notified shall return to work as requested, or within five (5) days following either the date of the telephone call or the date the letter was registered.
    26.08 In the event the Employer is unable to contact the Employee personally, recall shall be deemed to have been carried out five (5) days after the return of the registered letter.
    26.09 An Employee may refuse recall to a lower paying classification, or lower full- time equivalence than she was employed in at the time of layoff without adversely affecting her recall status.
    26.10 The Employer shall endeavour to offer casual work in order of their seniority to qualified and capable laid-off Employees. A laid-off Employee may refuse an offer of casual work without adversely affecting his recall status.
    26.11 No new permanent or casual Employees will be hired until all qualified and capable Employees on layoff have been offered recall.
    26.12 If an employee accepts a position at a different location and should a position become available at the initial location within 24 months, the employee shall be offered the position notwithstanding Article 13.
    26.13 An Employee shall, when laid off and thereafter provide the Employer with his most recent address. Failure to do this may result in the failure of a recall request.
    26.14 Except as provided under 26.09 above an Employee who does not respond to a recall request shall be considered to have abandoned his right to additional recall and to have resigned his employment with no recourse to the grievance procedure or to any termination benefits.

    27.01 Both parties to this Collective Agreement recognize that Employees normally improve in skill and ability relative to experience. To the extent practical, the Employer will offer a new Employee a wage that reflects the skill and experience the Employee brings to the position.
    27.02 (a) All permanent employees will be moved an additional step in the salary scale on their anniversary date, in compliance with Article 20.01(h).
    (b) All casual and Temporary EMTs will be moved an additional step in the salary scale upon completion of one thousand eight hundred and twenty five (1825) hours.
    (c) All casual EMT-Paramedics shall be placed on the Casual EMT- Paramedic as per the Salary Scale.
    27.03 Employees appointed at a rate higher than Step 1 will have to complete the prescribed probationary period and will be eligible for an increase one year following their appointment date subject to Article 27.02.
    27.04 Upon hire a new Employee will have thirty (30) days to submit proof of previous experience. The Employer upon verification that a new Employee has job specific and relevant experience of at least twelve (12) months immediately preceding employment with the Employer, they may be placed on the wage grid in relation to their experience.

    28.01 An Employee required by law to appear in court as a member of a jury or jury selection, shall be paid the difference between the pay received for such court service and the pay the Employee would have normally received if he had been working based on his basic rate of pay.
    28.02 It is agreed that where an Employee is subpoenaed as a witness as a direct result of his regular duties, he shall not suffer any loss of pay while so serving when the witness duty coincides with a regularly scheduled on duty shift. Should any Employee be required to serve as a witness in any case arising as a result of his regular duties on his scheduled day(s) off he shall be paid at the rate of two times (2X) his basic rate for all hours associated with court appearance including mileage not covered by the court.
    28.03 Where an employee is required by law to appear before a Court of Law for reasons other than those stated above, he shall be granted a leave of absence without pay.

    29.01 The Employer shall provide uniforms to each Employee as listed below:
    a) four (4) Shirts
    b) two (2) pair of uniform pants
    c) one (1) high visibility jacket
    d) crests or epaulettes as required

    Casual staff – a minimum of:
    a) two (2) shirt
    b) one (1) pair of uniform pants
    29.02 The purchase of uniform clothing shall be responsibility of the Employer. Initial cresting and hemming is covered by the Employer. Alterations are covered, unless they are solely cosmetic. Employees shall obtain preapproval from the Employer.
    29.03 Uniform clothing provided to Employees shall remain the property of the Employer.
    29.04 Should the uniform be mutilated, destroyed, or damaged in the course of being on-duty or from excess wear, the same shall be replaced or repaired by the Employer after inspection and approval by the Employer.
    29.05 Uniform clothing is to be worn only when Employees are on duty.
    29.06 The responsibility of maintaining and cleaning uniform clothing is the responsibility of the Employee.
    29.07 After completion of probation in accordance with Article 8, each Employee shall receive the following:
    (a) After completion of probation in accordance with Article 8, each full time Employee shall receive on their anniversary date one hundred and fifty dollars ($150.00) allowance to be utilized as a boot/uniform allowance. Application for the allowance will be made on the Employees time sheet or by another method as determined by the Employer.

    30.01 The parties to this Collective Agreement will cooperate to the fullest extent in the matter of occupational health, safety and accident prevention. Required safety equipment and devices will be provided where necessary by the Employer.
    30.02 The Employer shall establish a Health and Safety Committee which shall be composed of representatives of the Employer and at least one (1) employee representative of the Association and may include representative of other employee groups. This Committee shall meet at least once per quarter. HSAA Labour Relations Officers are permitted to attend such meetings providing they inform the Employer in advance.
    30.03 The basic rate of pay shall be paid to an employee representative for time spent in attendance at a meeting of this Committee.
    30.04 The Committee shall consider such matters as occupational health and safety.
    30.05 The Health and Safety Committee shall also consider measures necessary to protect the security of each employee on the Employer’s premises and may make recommendations to the Employer in that regard.
    30.06 Where the Employer requires that the employee receive specific immunization and titre, as a result of or related to his work, it shall be provided at no cost.
    30.07 No employee shall be expected to operate equipment, administer drugs or use any new technique until trained in that particular procedure or technique. An employee may, during the training period, administer, use or operate as stated above under direct supervision of a qualified employee.
    30.08 The Employer shall pay for the medical fee on behalf of all employees when such medical examination is requested by the Employer. Such examinations shall be arranged through the employer, and shall be on the form presented by the Employer.
    30.09 The Employer shall have the right to obtain a current driver’s abstract for each employee. The Employer shall provide each employee with a consent form authorizing the Employer to obtain the abstract at the Employer’s cost. If an employee chooses not to sign a consent form, the employee shall be responsible for all cost related to obtaining the abstract and shall be obligated to submit a current copy to the Employer within (5) business days of the Employer’s request.

    31.01 An Employee who is tasked to an event which takes him away from his site shall, upon request receive a meal allowance as follows:

    (a) 5 hours to less than 6 hours – 1 meal ($10)
    6 hours less than 10 hours – 2 meals ($20)
    Greater than 10 hours – 3 meals ($30)
    Daily maximum is $30
    No receipt required.

    For the administration of Article 31.01, hours shall reset once the employee is back at the station.
    Expenses for sit down meals that extend time on task and/or alcoholic beverages are disallowed.
    31.02 When an employee is mandated to travel on authorized company business and should an Employer vehicle not be available, the employer shall reimburse at the rate of fifty-four cents ($0.54) per kilometer or the kilometerage rate paid by the Government of Alberta, whichever is higher.
    31.03 Travel to another station:
    (a) When an employee reports to his station and is mandated to travel to another station, there shall be no loss of pay and kilometrage shall be subject to Article 31.02.
    (b) When a permanent or temporary employee is informed of a change of station prior to reporting to his station and should it cause a greater commute, kilometrage and travel time shall be paid at the applicable rate of pay but only for the increased commute time and distance.
    This Article does not apply to casuals. Casuals can refuse the new assignment without repercussions.
    31.04 Where it is necessary to use taxis or other transportation for travel on Employer business, the incurred costs shall be reimbursed by the Employer upon submission of receipts.
    31.05 Parking charges incurred while on Employer business shall be reimbursed upon submission of receipts.
    31.06 Claims must be submitted on the proper forms as provided by the Employer.

    32.01 Definition of Time Periods
    (a) For the purpose of this Article and Article 33, periods of time referred to in days shall be deemed to mean such periods of time calculated on consecutive calendar days exclusive of Saturdays, Sundays, and Named Holidays specified in Article 16.
    (b) Time limits may be extended by mutual agreement, in writing between the Association and the Employer.
    (c) Grievance hearings shall occur when the employee is on a scheduled working day. If the Employer chooses to schedule a meeting on a scheduled day off, the employee shall be eligible to be compensated at their basic rate of pay.
    32.02 Resolution of a Difference Between an Employee and the Employer
    (a) Formal Discussion
    (i) If a difference arises between one or more Employees and the Employer regarding the interpretation, application, operation, or alleged contravention of this Collective Agreement, the Employee(s) shall first seek to settle the difference through discussion with his (their) immediate Supervisor. If it is not resolved in this manner, it may become a grievance and be advanced to Step 1.
    (ii) In the event that the difference is of a general nature affecting two or more Employees, those so affected may have the Association, on their behalf, make written request to the Director of Operations or Designate that the grievance be batched and dealt with as a group grievance commencing at Step 1. A request to batch such grievances will not be unreasonably denied.
    (b) Step 1
    The grievance shall be submitted in writing, and signed by the Employee, indicating the nature of the grievance, the clause or clauses claimed to have been violated, and the redress sought to the Operations Managers, within ten (10) days of the act causing the grievance, or within ten (10) days of the time that the Employee could reasonably have become aware that a violation of this Collective Agreement had occurred. The decision of the Operations Managers shall be made known to the Employee and the Association within ten (10) days of receipt of the written statement of grievance.
    (c) Step 2
    Within ten (10) days of receipt of the decision of the Operations Managers, the grievance may be advanced to Step 2 by submitting to the Director of Operations, or his designate, a copy of the original grievance with a letter indicating that the grievance has not been resolved. Upon receipt of this grievance, the representative of the Association shall arrange to meet with the Director of Operations or his designate to hear the details concerning the grievance. The Director of Operations, or his designate, shall render his decision, in writing, to the Association and the grievor within ten (10) days of receipt of the written statement of grievance.
    (d) Step 3
    Should the grievance not be resolved at Step 2, the Association may elect to submit the grievance to Arbitration. In this case, the Association shall notify the Employer, in writing, within ten (10) days of the receipt of the decision of the Director of Operations or his designate, that the Association wishes to proceed to Arbitration, and at the same time, the Association shall name its recommendation for a single Arbitrator.
    (e) Neither the Employee nor a representative of the Local Unit of the Association who may attend a meeting with the Employer respecting a grievance shall suffer any loss of regular earnings calculated at the basic rate of pay for the time spent at such a meeting.
    (f) An Employee shall be entitled to have a representative of the Local Unit or any duly accredited Officer of the Association present during any meeting pursuant to this grievance procedure.
    (g) A dismissal grievance shall commence at Step 2.
    32.03 Resolution of a Difference Between the Association and the Employer
    (a) Formal Discussion
    In the event that a difference of a general nature arises regarding interpretation, application, operation, or alleged contravention of this Collective Agreement, the Association shall first attempt to resolve the difference through discussion with the Operations Managers or designate of the Ambulance Service, as appropriate. If the difference is not resolved in this manner, it may become a policy grievance.
    (b) Step 1
    A “policy grievance” is a dispute between the parties which, due to its nature, is not properly the subject of an individual or group grievance. A policy grievance shall be submitted, in writing, to the Director of Operations or his designate and shall indicate the nature of the grievance, the clause or clauses claimed to have been violated, and the redress sought. Such grievance shall be submitted to the Director of Operations or his designate within ten (10) days of the occurrence of the act causing the grievance or within ten (10) days of the time that the Association could reasonably have become aware that a violation of this Collective Agreement had occurred. The decision of the Director of Operations or his designate shall be made known to the Association, in writing, within ten (10) days of the receipt of the written statement of grievance.
    (c) Step 2
    Should the Association elect to submit a policy grievance as defined herein for Arbitration, it shall notify the Employer, in writing, within ten (10) days of the receipt of the decision of the Director of Operations or his designate and name its recommendation for a single Arbitrator.
    32.04 Default
    (a) Should the grievor fail to comply with any time limit in this grievance procedure, the grievance will be considered conceded and shall be abandoned, unless the parties to the difference have mutually agreed, in writing, to extend the time limit.
    (b) Should the Employer fail to respond within the time limit set out in this grievance procedure, the grievance shall automatically move to the next step or be advanced to Arbitration on the day following the expiry of the particular time limit unless parties have mutually agreed, in writing, to extend the time limit.
    32.05 At any time during the grievance process, the parties may agree to alternate dispute mechanisms including mediation to resolve the issue(s). If a Mediator provides written recommendations, each party shall notify the other of their acceptance or rejection of the recommendations. Cost of the Mediator shall be shared by the parties.

    33.01 Within ten (10) days following receipt of notification pursuant to Article 32.02 (d) or 32.03 (c) that a grievance has been advanced to Arbitration, the Employer shall advise the Association of its counsel to the Arbitration Board. The counsel’s from both parties shall, within ten (10) days, endeavour to select a mutually acceptable single Arbitrator. If they fail to agree, the Director of Mediation Services of Human Resources and Employment of Alberta shall be requested to appoint a single Arbitrator pursuant to the Code.
    33.02 The single Arbitrator shall hold a hearing of the grievance to determine the difference and, shall render an award in writing as soon as possible after the hearing. The Arbitrator shall have authority to render an award. The award is final and binding upon the parties and upon any Employee affected by it and is enforceable pursuant to the Code.
    33.03 The award shall be governed by the terms of this Collective Agreement and shall not alter, amend, or change the terms of this Collective Agreement; however, where an Arbitrator, by way of an award, determines that an Employee has been discharged or otherwise disciplined by an Employer for cause and the Collective Agreement does not contain a specific penalty for the infraction that is the subject matter of the Arbitration, the Arbitrator may substitute any penalty for the discharge or discipline that to him seems just and reasonable in all circumstances.
    33.04 The fees and expenses of the Arbitrator shall be borne equally by the parties.
    33.05 Any of the time limits herein contained in Arbitration proceedings may be extended if mutually agreed to in writing by both parties.
    33.06 The employee attending any Arbitration Proceeding(s) related to Article 33 shall be compensated at their applicable rate of pay for the duration of such Arbitration Proceeding(s), providing that the employee is still employed by the Employer.

    34.01 If the Employer creates a new classification which belongs in the Bargaining Unit and which may not be included in the Wage Schedule in the Collective Agreement, it shall establish the salary structure and then give written notice to the Association.
    34.02 If the Association fails to object in writing within thirty (30) calendar days of receipt of the notice from the Employer, the salary structure shall be considered as established.
    34.03 If the Association objects to the salary structure established by the Employer, and by negotiation succeeds in revising the salary structure, the revised salary structure shall be retroactive to the date the new position was implemented.
    34.04 Failing resolution of the matter by negotiation, within further thirty (30) calendar days of receipt of the notice from the Employer, it may be referred to Arbitration.

    35.01 Employment of Casual Employees
    (a) Casual Employees will normally be hired to cover a full twenty-four (24) hour shift, except in cases where the Employer determines that a shorter period of time is appropriate.
    (b) Casual Employees will be paid for the actual hours worked if they are employed for a period of less than one (1) full shift.
    (c) Should a Casual Employee be required for a period of less than three (3)
    hours the Employee will be paid for a minimum of three (3) hours.
    (d) In the event that a casual reports for work as scheduled and is required by the Employer not to commence work, or is required to cease work prior to completion of the end of his scheduled shift, he shall be compensated for that inconvenience for a minimum of three (3) hours pay at his basic rate of pay.
    35.02 Wages for Casual Employees
    (a) Emergency Medical Technologist – Paramedic employees hired as casual employees shall be paid at a flat hourly rate as laid out in the salary scale.
    (b) Emergency Medical Technician – Ambulance employees hired as casual employees shall be paid at the appropriate hourly rate as laid out in the salary scale.
    (c) Emergency Medical Responder employees hired as casual employees shall be paid at Step 1 as laid out in the salary scale.
    35.03 Vacation Pay
    The rate at which vacation pay is earned shall be governed by the total number of regular hours the Employee has worked.
    For every one thousand eight hundred and twenty five hours (1825) hours of employment, an Employee shall earn vacation pay calculated on the basis of Alberta Employment Standards, this will be paid out bi-annually.
    35.04 Except as modified by this Article, all Articles of the collective agreement apply to casual Employees except for the following:

    Article 2.16
    Article 17
    Article 19
    Article 20
    Article 36
    Article 39

    36.01 Permanent full –time employees who have successfully completed their probationary period as of April first shall be eligible to be reimbursed for the cost of their current annual registration and any subsequent years. Reimbursement will occur on the first pay period after April 1st of each year. All employees shall be required to submit to the Employer on or before December 15th of each year proof of registration for the following year. Employees who have not provided proof of registration by December 31st will be removed from
    the schedule and placed on an unpaid leave of absence until proof of registration has been provided except in extenuating circumstances, Employees who fail to submit proof of current registration by December 15th of each year shall not be eligible for reimbursement of registration fees.

    37.01 In the event that an employee is over or under-compensated by error on the part of the Employer, the Employer shall correct the compensation error no later than the second pay period following the date on which the party/Parties discovering the error knew, or ought to have known of the error.
    The Employer is permitted to recover from the employee up to 6 months’ overpayment from the date the mistake occurred. This parallels the ability of the employee to recover under-compensation error for a similar period.
    In the case of an underpayment, where the Employer discovers the error, the Employer will notify the employee in writing that an underpayment has been made. Such written notice shall include all calculations. If an under payment mistake is not corrected by the second pay day, the employee shall have ten (10) days to file a grievance as outlined in Article 32.
    In the case of an overpayment, the Employer shall notify the employee in writing immediately following its discovery. All calculations shall be provided to the employee and discussion about repayment options shall occur. By mutual agreement between the Employer and the employee, repayment arrangements shall be made. In the event mutual agreement cannot be reached, the Employer shall recover the overpayment by deducting up to ten percent (10%) of the employee’s gross earnings per pay period, until the entire amount has been repaid.
    37.02 In the event of an overpayment affecting more than fifty percent (50%) of all employees and totaling more than fifty percent (50%) of employees’ gross earnings is discovered within twenty four (24) hours and providing that all affected employees were notified as per Article 37.01 and within that timeframe, employees will be requested to repay all amounts owed immediately. If this isn’t possible or should there be a disagreement, the Employer shall recover the overpayment by deducting up to fifty percent (50%) of the employee’s gross earnings per pay period, until the entire amount has been repaid.
    37.03 In the event of an overpayment or underpayment not totaling more than ten (10) percent of the employee’s gross earnings is discovered within the current pay period, the mistake shall be corrected immediately.

    38.01 Weekend Premium
    Effective date of ratification a weekend premium of three dollars ($3.00) per hour shall be paid to an employee for all paid hours (exclusive of vacation leave, sick leave, bereavement leave, education leave and any other paid leave), to a maximum of twenty (20) hours. Weekend premium hours will only be applied to those shifts where the majority of scheduled hours fall between midnight (2400 hours) Saturday to zero seven hundred (0700) hours Monday. Shifts that are scheduled to begin at noon shall only be eligible for weekend premium when the shift begins in Saturday or Sunday.

    39.01 Taxable Spending Account
    (a) A Taxable Spending Account shall be implemented for all Employees eligible for benefits in accordance with Article 19.
    (b) On January 1st each year the sum of one thousand dollars ($1000) for every regular full-time Employee shall be allocated by the Employer to a Taxable Spending Account.
    (c) Any unused allocation in an Employee’s Taxable Spending Account as of December 31 of each year shall not be carried forward to the next calendar year. Providing the Employee has an existing Group RRSP account all unused amounts will be transferred to their RRSP account prior to March 1st.
    (d) Where the Employer chooses to contract with an insurer for the administration of the Taxable Spending Account, the administration of the Account shall be subject to and governed by the terms and conditions of the applicable contract. The Employer will ensure that all eligible Employees are provided access to the information regarding utilization.
    (e) The Taxable Spending Account shall be implemented and administered in accordance with the Income Tax Act and applicable Regulations in effect at the time of implementation and during the course of operation of the Taxable Spending Account.

    40.01 Where critical incident or stress debriefing is requested by an employee, it shall be provided as soon as practicably possible, and the employee will suffer no loss of earnings for the duration of the shift.

    41.01 The Parties to this Collective Agreement agree to establish an Employee – Management Advisory Committee or the equivalent for promoting harmonious relationships and discussing topics of mutual concern between the employees and the Employer.

    42.01 (a) The Employer shall provide the Association, within two months of the signing of this Collective Agreement, and in January and July of each year thereafter, a listing of employees in order of seniority. Such seniority list shall include the employee names, classification, status, site and seniority date. The Employer shall make the list available to all employees. This listing shall be provided monthly if there are employees on layoff.
    (b) For newly hired regular or temporary employees, seniority with the Employer starts on the date on which the employee commences employment in the bargaining unit.
    (c) For casual employees whose status changes to regular or temporary or someone subsequently determined by the Labour Relations Board or agreed to by the parties as being in the bargaining unit, the “seniority date” shall be established by dividing their continuous hours worked with the Employer by the yearly hours of work for the full time position.
    42.02 Seniority shall not apply during the probationary period; however, once the probationary period has been completed seniority shall be credited as provided in Article 42.01
    42.03 Seniority shall be the determining factor in: (a) preference of vacation time;
    (b) layoffs and recalls, subject to the qualifications specified in Article 25;
    (c) promotions and transfers within the bargaining unit subject to the qualifications specified in Article 13.
    42.04 Seniority shall be considered broken, all rights forfeited, and there shall be no obligation to rehire:
    (a) when an employee resigns or is terminated from his position with the
    Employer; or
    (b) upon the expiry of twenty four (24) months following layoff during which time the employee has not been recalled to work; or
    (c) if an employee does not return to work on recall to his former classification and full-time equivalency.

    43.01 (a) Severance will be offered as a result of organizational changes that result in the permanent reduction in the number of Regular Employees in the bargaining unit.
    (b) Notwithstanding paragraph 43.01(a) above, severance shall not be offered where the permanent reduction in the number of Regular Employees in the bargaining unit occurs as a result of a Regular Employee’s position moving or being moved into a different functional bargaining unit.
    (c) A Regular Full-time Employee shall be eligible for severance pay in the amount of two (2) weeks regular pay for each full year of continuous employment to a maximum of forty (40) weeks’ pay, unless the employer provides one hundred eighty (180) days’ notice.
    (d) Regular pay shall be defined as regularly scheduled hours of work as at the date on which notice of layoff is issued (which for the purpose of clarity means regularly scheduled hours of work exclusive of overtime hours, call-back hours) X basic rate of pay (which for the purpose of clarity means basic rate of pay exclusive of overtime payments and premium payments).
    (e) For purposes of severance, continuous employment will be calculated from the last date of hire recognized with the employee’s current Employer.
    43.02 A Regular Employee who has received layoff notice in accordance with Article 26.01 and for whom no alternate vacant position is available, shall have the option to select either of:
    (a) layoff with recall rights as specified in Article 26 of the Collective Agreement; or
    (b) severance as offered by the Employer in accordance with Article 43.01.
    43.03 A Regular Employee who accepts severance pay shall have terminated their employment, with no further rights to recall.
    43.04 An employee who has been terminated for just cause or who has resigned or retired shall not be eligible for severance.
    43.05 A Regular Employee who receives notice of layoff shall have fourteen (14) calendar days from the date the notice of layoff is issued to advise the Employer, in writing, that the employee wishes to take the Severance Option offered by the Employer. Any employee who does not advise the Employer, in writing of the employee’s decision to accept severance shall be deemed to have selected layoff in accordance with Article 26 of this Collective Agreement.
    43.06 (a) Employees who select severance will not be eligible for:
    (i) continued employment with the Employer, or
    (ii) rehire by any Employer or agency funded directly or indirectly by the Employer paying the severance.
    For the period of the severance (which for the purpose of clarity means the period of time equal to the number of weeks of severance paid to the employee).
    (b) The employee may be considered for hire by an Employer referred to in this Article provided they repay the Employer from whom severance was received, the difference, if any, between the time they were unemployed and the length of time for which the severance was paid.
    43.07 Severance pay provided under this Article shall be deemed to be inclusive of any and all legislative requirements for termination notice.

    44.01 The Employer shall provide a copy of the Collective Agreement to each new employee upon appointment.
    44.02 The Collective Agreement shall be printed in pocket size form by the Association, and the cost shall be shared equally between parties.
    44.03 The Collective Agreement shall be printed and distributed to each employee within ninety (90) days of signing.

    LETTERS OF UNDERSTANDING

    BETWEEN
    ASSOCIATED AMBULANCE & SERVICES (WHITECOURT), LTD., EDSON, HINTON, RIMBEY AND BARRHEAD
    (hereinafter called the “Employer”)
    AND
    HEALTH SCIENCES ASSOCIATION OF ALBERTA
    (hereinafter called the “Association”)

    RE: JOB-SHARING

    The parties agree to enter a process to review the possibility of allowing a permanent full time and a casual employee to a Job-Share. The process will include:
    1. The parties will each appoint two (2) members to serve on a committee to review the possibility of implementing a Job-Sharing system.
    2. The committee shall be formed no later than 30 days following ratification of this Collective Agreement.
    3. There shall be no loss of pay for the participating committee members.
    4. An outcome supported by at least three (3) committee members shall constitute agreement on the part of the committee.
    5. An HSAA Labour Relations Officer may attend committee meetings but only in a supporting capacity.
    6. If no decision supported by at least three (3) committee members is reached within six (6) months following ratification of this Collective Agreement, either party may apply to the Alberta Ministry of Human Services, Office of the Director of Mediation Services, to have the office appoint a Mediator from the designated Mediator roster. Both parties may also select a Mediator using the same process of selection used to appoint arbitrators to decide grievances under this Collective Agreement.
    7. Should Mediation fail, HSAA may resort to Article 33 of this Collective Agreement.
    8. Should HSAA resort to Article 32, an Arbitrator will consider the arguments of both parties and shall measure the impact on the Employer against the interests of HSAA members. The Arbitrator’s decision shall be binding and final.
    ON THE BEHALF OF THE EMPLOYER
    ON THE BEHALF OF THE ASSOCIATION
    Date:
    Date:

    BETWEEN
    ASSOCIATED AMBULANCE & SERVICES (WHITECOURT), LTD., EDSON, HINTON, RIMBEY AND BARRHEAD DIVISIONS
    (hereinafter called the “Employer”)
    AND
    HEALTH SCIENCES ASSOCIATION OF ALBERTA
    (hereinafter called the “Association”)
    RE: BENEFITS ELIGIBLE CASUAL EMPLOYEES (BECE)

    WHEREAS the Parties agree that more effective retention and recruitment strategies for Casual Employees are desirable and that certain Casual Employees desire flexible employment options;
    NOW THEREFORE the Parties agree as follows:
    1. The parties will each appoint two (2) members to serve on a committee to review the possibility of implementing a Benefit Eligible Casual Employee (BECE) system.
    2. The committee shall be formed no later than 30 days following ratification of this Collective Agreement.
    3. There shall be no loss of pay for the participating committee members.
    4. An outcome supported by at least three (3) committee members shall constitute agreement on the part of the committee.
    5. An HSAA Labour Relations Officer and / or An Employer’s Human Resources Representative may attend committee meetings but only in a supporting capacity,
    6. If no decision supported by at least three (3) committee members is reached within six (6) months following ratification of this Collective Agreement, unless mutual agreement on an extension, either party may apply to the Alberta Ministry of Human Services, Office of the Director of Mediation Services, to have the office appoint a Mediator from the designated Mediator roster. Both parties may also select a Mediator using the same process of selection used to appoint arbitrators to decide grievances under this Collective Agreement,
    7. Should Mediation fail, HSAA may resort to Article 33 of this Collective Agreement.
    8. Should HSAA resort to Article 33, an Arbitrator will consider the arguments of both parties and shall measure the impact on the Employer against the interests of HSAA members. The Arbitrator’s decision shall be binding and final.

    ON THE BEHALF OF THE EMPLOYER
    ON THE BEHALF OF THE ASSOCIATION
    Date:
    Date:

    BETWEEN
    ASSOCIATED AMBULANCE & SERVICES (WHITECOURT), LTD., EDSON, HINTON, RIMBEY AND BARRHEAD DIVISIONS
    (hereinafter called the “Employer”)
    AND
    HEALTH SCIENCES ASSOCIATION OF ALBERTA
    (hereinafter called the “Association”)

    RE: CONVERSION OF HOURLY RATES FOR HINTON AND EDSON EMPLOYEES

    WHEREAS the Parties agree that fulltime employees assigned to the Hinton and Edson stations shall be converted to a scheduled shift consisting of ten (10) paid hours (core and flex hours) plus fourteen hours on call duty;
    NOW THEREFORE the Parties agree as follows:
    1. Annual regular paid hours shall be one thousand eight hundred and twenty five hours per full time employee;
    2. Employees whose regular hourly rate of pay is adjusted shall not suffer any loss of gross earnings as a result of the conversion;
    3. Current fulltime employees assigned to positions at the Edson and Hinton stations shall have their regular hourly rate of pay adjusted to a corresponding level on the wage grid as follows:

    4. Standby rates of pay shall be adjusted in accordance with Articles 11.03;
    5. Overtime rates of pay shall be adjusted in accordance with Articles 10.02;
    6. Employees shall continue to advance on the grid in accordance with Article 26.02

    ON THE BEHALF OF THE EMPLOYER
    ON THE BEHALF OF THE ASSOCIATION
    Date:
    Date:

    SALARY SCALE

    IN WITNESS WHEREOF THE PARTIES HAVE EXECUTED THIS COLLECTIVE AGREEMENT BY AFFIXING HERETO THE SIGNATURES OF THEIR PROPER OFFICERS IN THAT BEHALF.

    ASSOCIATED AMBULANCE & SERVICES (WHITECOURT), LTD., EDSON, HINTON, RIMBEY AND BARRHEAD DIVISIONS
    ON BEHALF OF THE HEALTH SCIENCES ASSOCIATION OF ALBERTA
    Date:
    Date: