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    GOOD SAMARITAN SOCIETY (MILLWOODS CENTRE, SOUTHGATE CARE CENTRE, DR. GERALD ZETTER CARE CENTRE) COLLECTIVE AGREEMENT 2014-2017

    COLLECTIVE AGREEMENT BETWEEN THE GOOD SAMARITAN SOCIETY (A LUTHERAN SOCIAL SERVICES ORGANIZATION) THE GOOD SAMARITAN MILLWOODS CENTRE THE SOUTHGATE CARE CENTRE DR. GERALD ZETTER CARE CENTRE THE CHOICE PROGRAM AND THE HEALTH SCIENCES ASSOCIATION OF ALBERTA (PARAMEDICAL TECHNICAL/PROFESSIONAL) FOR THE PERIOD APRIL 1, 2014 to MARCH 31, 2017

    COLLECTIVE AGREEMENT BETWEEN THE GOOD SAMARITAN SOCIETY (A LUTHERAN SOCIAL SERVICES ORGANIZATION) THE GOOD SAMARITAN MILLWOODS CENTRE THE SOUTHGATE CARE CENTRE DR. GERALD ZETTER CARE CENTRE THE CHOICE PROGRAM AND THE HEALTH SCIENCES ASSOCIATION OF ALBERTA (PARAMEDICAL TECHNICAL/PROFESSIONAL)

    PREAMBLE

    It is jointly agreed between the parties that the primary purpose of the Employer is to provide the Resident with efficient and competent services, and it is the intent of the parties to:
    (a) ensure the provision of the best possible service and quality Resident care;
    (b) protect the interest of Residents, Employees, Employer and the Community;
    (c) maintain harmonious relations between the Employer and the Union;
    (d) recognize the mutual value of joint discussions and negotiations in all matters of mutual concern to the parties.

    ARTICLES

    1.01 The terms of this Collective Agreement shall be effective on and from date of ratification up to and including March 31, 2017, and from year to year thereafter unless notice, in writing, is given to 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 under the Labour Relations Code, provisions of the Collective Agreement shall continue until either:
    (a) a settlement is agreed upon and a new Collective Agreement is signed; or
    (b) if a settlement is not agreed upon, a new Collective Agreement is signed as provided in the Labour Relations Code; or
    (c) a strike or lockout commences.

    2.01 “Employer” shall mean the Good Samaritan Society (A Lutheran Social Services Organization) at the Good Samaritan Millwoods Centre, the Southgate Care Centre or Dr. Gerald Zetter Care Centre, and The CHOICE Program, as applicable and includes such persons as may from time to time be appointed or designated to carry out administration duties in respect of the operation and management of the facility.
    2.02 “Union” means the Health Sciences Association of Alberta.
    2.03 “Employee” shall mean any Employee of the Employer for whom the Union has attained the status of bargaining agent through Certificates 7-95, 384-2001, 6-2002, 87-2006 or 90-2006 issued by the Alberta Labour Relations
    Board (as amended from time to time), and whose employment is designated as:
    (a) “Regular Employee” is one who works on a full-time or part-time basis:
    (i) “Full-time Employee” shall mean an Employee who is regularly scheduled to work the hours specified in Article 10 (Hours of Work);
    (ii) “Part-time Employee” shall mean an Employee who works scheduled shifts specified in the Hours of Work article provided however that such hours worked in any fourteen (14) calendar day period shall be less than those established for full-time employment.
    (b) “Casual Employee” shall mean a person who:
    (i) works on a call-in basis and is not regularly scheduled; or
    (ii) is regularly scheduled for a period of ninety (90) days or less for a specific job; or
    (iii) relieves for an absence the duration of which is ninety (90) days or less.
    (c) “Temporary Employee” shall mean an Employee who is hired for a full-time or a part-time position for a fixed term of from ninety (90) days to eighteen (18) months inclusive.
    2.04 “Basic Rate of Pay” shall mean the step in the scale applicable to the Employee as set out in the Salaries Appendix, exclusive of all allowances and premium payments.
    2.05 “Shift” shall mean a daily tour of duty exclusive of overtime hours. The first shift of the day shall be that shift in which the majority of hours fall between midnight and 0800 hours.
    2.06 For the purposes of applying the terms of this Collective Agreement, time worked shall be deemed to have been worked on the day on which the majority of hours of the shift falls.
    2.07 The feminine gender shall mean and include the masculine and similarly the singular shall mean the plural and vice versa as applicable.
    2.08 “Vacation” means annual vacation with pay.

    3.01 Management reserves all rights not specifically restricted or limited by this Collective Agreement.
    3.02 Without limiting the generality of the foregoing, the Union 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, efficiency and to 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;
    (b) 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;
    (c) hire, promote, transfer, layoff and recall Employees;
    (d) demote, discipline, suspend or discharge for just cause.

    4.01 The Employer recognizes the Union as the exclusive bargaining agent for all Employees employed in the unit as defined by the certificate issued by the Labour Relations Board as:
    “All Employees at the Good Samaritan Millwoods Care Centre when employed in a paramedical technical capacity and any amendments thereto”;
    “All Employees when employed in a paramedical professional capacity at the Southgate Care Centre and any amendments thereto; and”
    “All Employees when employed in a paramedical professional capacity at the Dr. Gerald Zetter Care Centre and any amendments thereto”; and
    “All employees at the Millwoods Centre when employed in a paramedical professional capacity”; and
    “All employees when employed in a paramedical professional capacity in The Good Samaritan Society CHOICE Program”.
    4.02 Membership in the Union is voluntary.
    4.03 (a) Notwithstanding the provisions of Article 4.01, the Employer will deduct from the gross earnings of each Employee covered by this Collective Agreement an amount equal to the dues as specified by the Union. Such deductions shall be forwarded to the Union, 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, site(s), full-time equivalency (FTE) or bi-weekly regular hours of work, and category (regular full-time, regular part-time, temporary, casual) of the Employees from whom deductions have been taken and the amount of the deductions and gross earnings. Such list shall indicate newly hired and terminated Employees, and where the existing computer system is capable, the increment level and Employees reclassified, promoted or transferred outside the scope of the Collective Agreement.
    (b) For the purposes of this article, “gross earnings” shall mean all monies paid by the Employer and earned by an Employee under the terms of this Collective Agreement.
    (c) An electronic copy of monthly dues as outlined above shall be supplied to the Union.
    4.04 The Union shall advise the Employer in writing thirty (30) days in advance of the establishment of, or change in Union dues.
    4.05 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.
    4.06 A representative of the Union shall have the right to make a presentation of up to thirty (30) minutes at the orientation of new Employees with respect to the structure of the Union, as well as the rights, responsibilities and benefits under the Collective Agreement; provided, however, that attendance at the presentation shall not be compulsory, provided further, that a representative of the Employer may be present at such presentation. The Employer shall notify the Union and the Chair one (1) week in advance of the orientation where practicable, with a list of new Employees, their classification, FTE and commencement date.
    4.07 The Employer agrees to recognize a reasonable number of Employees who are designated by the Union as Union Representatives.
    4.08 A list of the names of Union Representatives will be supplied to the Employer by the Union and the Employer will be advised by the Union, in writing, of any changes in that list from time to time.
    4.09 The Employer recognizes that an Union Representative will be entitled to assist an Employee in the processing of any grievance raised under the provisions of this Collective Agreement without loss of pay while on her scheduled shift.
    4.10 The Employer agrees that the Union Representative shall not be hindered, coerced or interfered with in any way in the performance of her function while investigating disputes and presenting adjustments. The Union understands and agrees that each Union Representative is employed to perform work as required by the Employer and that she will not leave her work during working hours except to perform her duties as provided by this Collective Agreement. Therefore, no Union Representative shall leave her work without obtaining the permission of her supervisor, such permission shall not be unreasonably denied.

    5.01 There shall be no discrimination, restriction or coercion exercised or practiced by either party in respect of any Employee by reason of age, race, colour, ancestry, place of origin, political or religious belief, gender, sexual orientation, marital status, family status, physical disability, mental disability, source of income nor in respect of an Employee’s or Employer’s exercising any right conferred under this Collective Agreement or any law of Canada or Alberta, nor by reason of membership or non-membership or lawful activity in trade union organizations or activities.
    5.02 Article 5.01 shall not apply with respect to a refusal, limitation, specification or preference based on a bona fide occupational requirement.

    6.01 Except where a party’s designate for the purpose of notification is specified elsewhere in the Collective Agreement, each party will designate in writing a person or persons and all correspondence between the parties arising out of the Collective Agreement or incidental thereto shall pass to and from such designated persons. Where a party’s designate under the clause has changed, that party will provide the other party with notice in writing within fourteen (14) calendar days of the change.

    7.01 A new Employee shall serve a probationary period of five hundred and three point seven five (503.75) hours worked. If a new Employee is unsuitable 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.
    7.02 The Employer shall provide a written evaluation of each probationary Employee prior to the completion of her probationary period. The written evaluation will notify the Employee of any deficiencies and provide the Employee with an opportunity to correct them during the probationary period. If, in the opinion of the Employer, the Employee is found to be unsatisfactory she may be terminated without notice and without recourse to the grievance procedure.
    7.03 The probationary period may be extended by an additional five hundred and three point seven five (503.75) hours worked or less. However, in no event will an Employee’s total probationary period exceed one thousand and seven point five zero (1,007.50) hours worked.
    7.04 The Employer shall notify the Union in writing of any Employee whose probationary period has been extended.
    7.05 An Employee shall serve only one probationary period with the Employer so long as she remains continuously employed with the Employer.

    8.01 (a) A regular full-time Employee shall be entitled to an increment on the anniversary of the date the Employee commenced employment within the bargaining unit.
    (b) A regular part-time, casual or temporary Employee shall be entitled to an increment on the satisfactory completion of two thousand and twenty-two point seven five (2,022.75) hours of work and a further increment on the satisfactory completion of each period of one thousand nine hundred and twenty-nine point seventy-five (1,929.75) hours of work thereafter until the maximum rate is attained.
    8.02 (a) Where applicable, an Employee who has completed the required training in any of the Technologies covered by this Collective Agreement and who is awaiting licensing/certification examinations or results of same shall be paid ninety percent (90%) of the starting rate for the Level 1 classification. Upon proof of having passed the licensing/certifying examination, the salary of such Employee shall be adjusted to the full rate retroactive to the date of successful completion of the examination, or commencement of employment, whichever is later.
    (b) An Employee covered by this Collective Agreement who has not successfully completed a recognized course of training or certification examinations normally required for the classification in which she is employed shall be paid ninety percent (90%) of the applicable rate in the salary scale according to length of service.
    (c) Where applicable, an employee who has completed the required educational requirements of any of the paramedical professional classifications covered by this Collective Agreement and who has not yet fulfilled the requirements for licensure shall be paid ninety percent (90%) of the starting rate for the applicable classification.
    Upon providing proof of having completed licensing requirements, the salary of such employee shall be adjusted to the full rate retroactive to the date of successful completion of the licensing requirements.

    9.01 When an Employee has experience satisfactory to the Employer, her starting salary shall be adjusted by applying the following rule governing the recognition of previous experience, provided that not more than five (5) years have elapsed since such experience was obtained:
    (a) All experience satisfactory to the Employer shall be recognized on a one-for-one basis, up to the top increment in the salary scale.
    9.02 Increments based on previous experience recognized by the Employer shall be paid from the date on which the Employee provides supporting documentation of previous experience. Such documentation shall be provided to the Employer by the Employee within the first three (3) months of employment for recognition to be applicable. The Employer shall advise employees in writing as to the applicable step in the Salary Appendix, including reference to the recognition of previous experience.
    9.03 This Article shall be applicable only to employees whose date of hire is on or after the date of exchange of ratification of this Collective Agreement.

    10.01 Regular hours of work for a full-time Employee, exclusive of meal periods, shall be:
    (a) seven point seven five (7.75) work hours per day, and
    (b) seventy-seven point five (77.5) work hours in a fourteen (14) day calendar period.
    10.02 Regular hours of work shall be deemed to:
    (a) include, as scheduled by the Employer, two (2) rest periods of fifteen (15) minutes during each full working shift of seven and three- quarters (7 3/4) hours; or
    (b) include, as scheduled by the Employer, one (1) rest period of fifteen (15) minutes during each half shift of not less than five (5) hours; and
    (c) exclude a meal period of thirty (30) minutes to be scheduled by the Employer during each working day on which the Employee works in excess of five (5) hours.
    10.03 If an Employee is recalled to duty by the Employer during her rest period, she shall be given a full rest period later in her shift or she shall receive pay at the applicable overtime rate.
    10.04 (a) If an Employee is recalled to duty by the Employer during her meal period, she shall be given a full meal period later in her shift or she shall receive pay at the applicable overtime rate.
    (b) If an Employee is required to be available during her meal period, she shall be paid at her basic rate of pay.
    10.05 Except in cases of emergency or by mutual agreement between an Employee and the Employer, shift schedules shall provide for:
    (a) at least fifteen and one-half (15 1/2) hours off duty between shifts;
    (b) at least two (2) consecutive days of rest;
    (c) days of rest on two (2) weekends in a five (5) week period. “Weekend” shall mean a Saturday and the following Sunday, assuring a minimum of fifty-six (56) hours off duty;
    (d) not more than six (6) consecutive scheduled days of work.
    10.06 Shift schedules shall be posted not less than eight (8) weeks in advance.
    10.07 Modified hours of work may be implemented where mutually agreed between the Employer and the Union.
    10.08 (a) Where the Employer is unable to provide the provisions of Article 10.05 and an emergency has not occurred, nor has it been mutually agreed otherwise, the following conditions shall apply:
    (i) failure to provide days off in accordance with Article 10.05(b) shall result in the payment to each affected Employee of two times (2X) her basic rate of pay for one (1) regular shift worked during the two (2) week period;
    (ii) failure to provide both of the required two (2) weekends off duty in accordance with Article 10.05(c) shall result in payment to each affected Employee of two times (2X) her basic rate of pay for each of four (4) regular shifts worked during the five (5) week period;
    (iii) failure to provide one (1) of the required two (2) weekends off duty in accordance with Article 10.05(c) shall result in payment to each affected Employee of two times (2X) her basic rate of pay for each of two (2) regular shifts worked during the five (5) week period; and
    (iv) failure to provide fifteen and one-half (15 1/2) hours off duty in accordance with Article 10.05(a) shall result in payment of two times (2X) the basic rate of pay for all hours worked on that next shift.
    (b) An Employee required to rotate shifts shall be assigned day duty approximately one-third (1/3) of the time unless mutually agreed to by the Employer and the Employee provided that, in the event of an emergency or where unusual circumstances exist, the Employee may be assigned to such shift as deemed necessary by the Employer.
    For the purpose of applying this provision:
    (i) scheduled days off shall not be considered as day duty, and
    (ii) time off on vacation shall only be considered as day duty if day duty would have been worked by the Employee according to the shift schedule save and except for the vacation.

    11.01 On the date fixed by proclamation in accordance with the Daylight Saving Time Act of conversion to Mountain Standard Time, regular hours of work shall be extended to include the resultant additional hour with additional payment due therefore at the applicable overtime rate. On the date fixed by said Act for the resumption of Daylight Saving Time, the resultant reduction of one (1) hour in the shift involved shall be effected with the appropriate deduction in regular earnings.

    12.01 Overtime is all time authorized by the Employer and worked by an Employee in excess of seven and three-quarter (7 3/4) hours per day or on scheduled days of rest.
    12.02 The overtime rate of two times (2X) the applicable basic hourly rate shall be paid for overtime worked:
    (a) during all hours worked in excess of seven and three quarters (7 3/4) hours in a day; and
    (b) for all hours worked on a scheduled day of rest.
    12.03 Where mutually agreed by the Employer and the Employee, the Employee may receive time off in lieu of overtime. Such time off shall be equivalent to the actual time worked adjusted by the applicable overtime rate and taken at a time mutually agreed by the Employer and the Employee.
    12.04 The Employer shall designate a manager at the Site who may authorize overtime. Authorization of overtime arising as a result of unforeseeable circumstances shall not be unreasonably denied by the Employer.

    13.01 For an Employee working a shift where the majority of hours fall within the period of fifteen hundred (1500) hours and zero seven hundred (0700) hours, a shift premium shall be paid as follows:
    (a) two dollars and seventy-five cents ($2.75) per hour for all hours worked between the period of fifteen hundred (1500) hours to zero seven hundred (0700) hours provided that greater than two (2) hours are worked; and
    (b) shift premium shall be paid in addition to the overtime rate, for overtime worked in conjunction with the shift worked in (a) above.
    13.02 Where applicable, shift premium and weekend premium will be stacked.

    14.01 A weekend premium of three dollars and twenty-five cents ($3.25) per hour shall be paid to an Employee working a shift whereby the major portion of such shift is worked during a sixty-four (64) hour period commencing at fifteen hundred (1500) hours on a Friday.

    15.01 An Employee who normally travels from the facility to her place of residence by means of public transportation following the completion of her shift but who is prevented from doing so by being required to remain on duty longer than her regular shift and past the time when normal public transportation is available shall be reimbursed for the cost of reasonable, necessary and substantiated transportation expense from the facility to the place of her residence.
    15.02 When an Employee is assigned duties necessitating the use of her private automobile, she shall be reimbursed at the highest Canada Revenue Agency non-taxable amount per kilometer.
    15.03 The parties agree to meet and discuss transportation allowance matters annually, including the general liability insurance policy and kilometrage rates.

    16.01 An Employee shall be granted the vacation period preferred by them at such time as may be mutually agreed upon by the Employer and the Employee. When the number of Employees indicating a preference for a specific period exceeds the number of Employees as determined by the Employer that can be allocated vacation during that period, seniority shall be the deciding factor.
    16.02 An Employee shall be entitled to an unbroken period of vacation equal to her entire vacation entitlement unless otherwise mutually agreed between the Employer and the Employee.
    16.03 An Employee who chooses to take her vacation in broken periods shall be allowed to exercise her preference as to choice of vacation dates for only one (1) vacation period which falls in whole or in part during the period June
    1 to August 31 inclusive, except where such vacation periods are not requested by other Employees.
    16.04 Vacation periods shall not be less than one (1) day except where mutually agreed between the Employee and the Employer.
    16.05 No Employee may continue to work and draw vacation pay in lieu of taking her vacation.
    16.06 (a) Employees will be entitled to accrue up to a maximum of six (6) weeks’ worth of vacation hours. At such time as the Employee accrues the maximum of six (6) weeks, the Employer will require the Employee to utilize at least two (2) weeks of the accrued banks.
    (b) At the discretion of the Employer, utilization of accruals may be discussed with the Employee, prior to the maximum accrual being attained, where individual circumstances warrant.
    (c) Where unusual circumstances exist, an Employee may request to accumulate vacation over the established limit. Such request shall not be unreasonably denied.
    16.07 Vacation Pay on Resignation
    (a) If an Employee resigns, the Employee shall receive vacation pay representative of all vacation credits accumulated up to the date of resignation.
    (b) When an Employee has provided notice of resignation to the Employer under Article 34.01, all monies due shall be paid on the pay period next following the last day of employment.
    16.08 Vacation Entitlement
    During each year of continuous service in the employ of the Employer, an Employee shall earn entitlement to a vacation with pay and the rate at which such entitlement is earned shall be governed by the position held by the Employee and the total length of such service as follows:
    (a) during the first (1st) year of such employment, an Employee earns a vacation of fifteen (15) working days;
    (b) during the second (2nd) to ninth (9th) years of such employment, an
    Employee earns a vacation of twenty (20) working days;
    (c) during the tenth (10th) to nineteenth (19th) years of such employment, an Employee earns a vacation of twenty-five (25) working days;
    (d) during each of the twentieth (20th) and subsequent years of employment, an Employee earns a vacation of thirty (30) working days.
    (e) Supplementary Vacation
    The supplementary vacations as set out below are to be banked on the outlined supplementary vacation employment anniversary date and taken at a mutually agreeable time subsequent to the current supplementary vacation employment anniversary date but prior to the next supplementary vacation employment anniversary date.
    (i) Upon reaching the employment anniversary of twenty-five (25) years of continuous service, employees shall have earned an additional five (5) work days vacation with pay.
    (ii) Upon reaching the employment anniversary of thirty (30) years of continuous service, employees shall have earned an additional five (5) work days vacation with pay.
    (iii) Upon reaching the employment anniversary of thirty-five (35) years of continuous service, employees shall have earned an additional five (5) work days vacation with pay.
    (iv) Upon reaching the employment anniversary of forty (40) years of continuous service, employees shall have earned an additional five (5) work days vacation with pay.
    (v) Upon reaching the employment anniversary of forty-five (45) years of continuous service, employees shall have earned an additional five (5) work days vacation with pay.
    16.09 Only those hours of work paid at the basic rate and on a Named Holiday to a maximum of seven and three-quarter (7 3/4) hours will be recognized for the purpose of determining vacation pay.
    16.10 (a) Where a voluntarily terminated Employee commences employment within six (6) months of date of termination of employment with another Employer signatory to an Union Collective Agreement containing identical provisions for entitlement to vacation as this Collective Agreement, such Employee shall retain the level of entitlement to vacation accrued with the former Employer.
    (b) Where an Employee is voluntarily terminating her employment, the Employer shall provide the employee with a written statement of her vacation entitlement upon termination.
    16.11 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.

    17.01 Full-time Employees shall be eligible to receive a day off with pay on or for the following Named Holidays:

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

    and all general holidays proclaimed to be a Statutory Holiday by any of the following levels of Government authority:

    (a) the Province of Alberta, and
    (b) the Government of Canada. In addition to the foregoing Named Holidays, full-time Employees who are in the employ of the Employer on January 1st of each calendar year shall be granted an additional “floater” holiday in that calendar year. The “floater” holiday shall be taken at a time to be mutually agreed upon by the Employer and the Employee.
    17.02 No payment shall be due for the Named Holiday which occurs during a leave of absence during which an Employee is not paid.
    17.03 To qualify for a Named Holiday with pay, the Employee must:
    (a) work her 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;
    (b) work on the Named Holiday when scheduled to do so.
    17.04 An Employee obliged to work on a Named Holiday shall be paid for all hours worked on the Named Holiday at time and one half (1 1/2X) her basic rate of pay plus:
    (a) an alternate day off at a mutually agreed time; or
    (b) by mutual agreement, a day added to her next annual vacation; or
    (c) by mutual agreement, the Employee may receive payment for such day at her basic rate of pay.
    17.05 When a Named Holiday falls during an Employee’s annual vacation, such holiday may, by mutual agreement, be added to the vacation period, or the alternate day off shall be dealt with as set out in Article 17.04.
    17.06 When a Named Holiday falls on a day that would otherwise be an Employee’s regularly scheduled day of rest, the Employee shall receive an alternate day off as outlined in Article 17.04.

    18.01 Sick Leave is provided by the Employer for an illness, quarantine by a Medical Officer of Health, or because of an accident for which compensation is not payable under the Workers’ Compensation Act.
    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.
    18.02 After an Employee has completed her probationary period, she shall be allowed a credit for sick leave from the date of employment provided however that an Employee shall not be entitled to apply sick leave credits to the completion of her probationary period. Sick leave credits shall not accrue during any period of sick leave in excess of one (1) month.
    18.03 An Employee granted sick leave shall be paid for the period of such leave at her basic rate, and the number of days thus paid shall be deducted from her accumulated sick leave credits up to the total amount of the regular Employee’s accumulated credits at the time sick leave commenced.
    18.04 From time to time, an Employee may require a short period of absence from work with pay to attend to medical/dental/therapy services and/or appointments, immediate spousal and/or child illness, which cannot be undertaken after working hours.
    Provided she has been given prior authorization by the Employer, such absence shall neither be 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.
    18.05 Employees may be required to submit satisfactory proof to the Employer of any illness, non-occupational accident or quarantine, or proof of appointment. Where the Employee must pay a fee for such proof, the full fee shall be reimbursed by the Employer.
    18.06 When an Employee has accrued the maximum sick leave credits, she shall no longer accrue sick leave credits until such time as her total accumulation is reduced below the maximum. At that time, she shall recommence accumulating sick leave credits.
    18.07 An Employee reporting sick shall do so to the Employer as soon as possible in order that a replacement may be arranged for or duties redistributed.
    18.08 Sick leave credits for a full-time Employee shall be earned and computed at the rate of one and one half (1 1/2) working days for each full month of employment up to a maximum credit of one hundred and twenty (120) days.
    18.09 (a) No sick leave shall be granted for any illness which is incurred once an Employee commences her vacation; in this event, the Employee will be receiving vacation pay.
    (b) Sick leave shall be granted:
    (i) if an Employee becomes ill during her vacation period as stated in Article 18.09 above, only after the expiry of the Employee’s vacation and provided the illness continues beyond the vacation;
    (ii) for the period of sick time falling within a scheduled vacation period provided that the Employee becomes ill prior to the commencement of the scheduled vacation. If the Employee so wishes, the number of sick days paid within the scheduled vacation period shall be considered as vacation days not taken and may be rescheduled to a later date.
    (c) Notwithstanding the provision of Article 18.09 (a), should an Employee be admitted to hospital on an “in-patient” or “out-patient” basis during the course of her vacation, she shall be considered as being 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 hospital shall be rescheduled to a mutually agreeable time.
    18.10 (a) An Employee who has been receiving Long Term Disability benefits and who is able to return to work and who is capable of performing the duties of her former position, shall provide the Employer with two (2) weeks’ written notice of readiness to return to work. The Employer shall then reinstate her in the same position held by her immediately prior to her disability at not less than the same step in the pay scale and other benefits that accrued to her prior to disability.
    (b) An Employee who does not qualify for Long Term Disability benefits and who exhausts her sick leave credits during the course of an illness shall be considered as remaining on sick leave without pay or benefits for the duration of the illness or up to a further eighteen (18) months, whichever is the lesser. Upon the Employee’s readiness to return to work following such leave, she shall provide the Employer with one (1) month’s notice of her intention to return to work.
    18.11 Upon termination of employment, all sick leave credits shall be cancelled and no payment shall be due therefor.
    18.12 Information on an Employee’s sick leave shall be confidential unless the Employee consents in writing to such release.
    18.13 An Employee who commences employment within six (6) months of the date that she voluntarily terminated employment with either the same Employer or an Employer signatory to a Collective Agreement containing identical sick leave provisions shall retain to her benefit, in accordance with the provisions of this Article, entitlement to the balance of accumulated sick leave credits at the time of said termination. Otherwise, sick leave credits will be cancelled and no payment will be due therefor. The Employee shall be provided with a written statement of such entitlement upon her termination.

    19.01 Workers’ Compensation Board (“WCB”) coverage will be provided by the Employer for an Employee.
    19.02 An Employee who sustains an injury in the course of her duties with the Employer and is on an approved Workers’ Compensation claim as a result shall be paid her benefits directly by the Workers’ Compensation Board for the duration of her WCB claim.
    19.03 Employees shall not be paid sick leave benefits when they are absent from work and drawing Workers’ Compensation. An Employee absent on Workers’ Compensation for a period in excess of thirty (30) calendar days shall not accumulate sick leave credits or vacation entitlement during the period of absence.
    19.04 Employees shall not be entitled to a compensating day off in lieu of a Named Holiday from the Employer while receiving benefits from Workers’ Compensation.
    19.05 An Employee who has been on Workers’ Compensation and who is certified by the Workers’ Compensation Board to be fit to return to work and who is capable of performing the duties of her former position, shall provide the Employer with two (2) weeks’ written notice of readiness to return to work.
    19.06 The parties recognize that the Employer may be required to reconcile payments to the Employee with subsequent assigned payments from the Workers’ Compensation Board.
    19.07 The Employee shall keep the Employer informed regarding the status of her WCB claim and provide any medical or claim information that may be required by the Employer.

    20.01 The parties to this Collective Agreement will co-operate to the fullest extent in the matter of occupational health, safety and accident prevention, and the Employer agrees to provide safety equipment when required and to install devices where necessary. The Employer and Employees will take reasonable steps to reduce or minimize all workplace safety hazards.
    20.02 A site Occupational Health and Safety Committee will be established and the Union will have the right to designate one (1) member of the bargaining unit as a member of this Committee. This Committee may include representatives from other Employee groups. The number of Employer representatives on the Committee shall not exceed the number of representatives from the Union and other Employee groups.
    20.03 The basic rate of pay will be paid to such Employee for time spent in attendance at a meeting of this Committee.
    20.04 The Committee shall meet at least quarterly at a mutually acceptable hour and date. The Co-chair persons may call a special meeting of this Committee to deal with urgent matters.
    20.05 The Co-chair persons of the Committee will be determined in accordance with its terms of reference.
    20.06 The Employer will co-operate with the Committee by providing:
    (a) materials and equipment necessary to carry out its functions in accordance with its terms of reference;
    (b) data pertaining to workplace health and safety conditions;
    (c) access to information pertaining to accidents, incidents, or occupational diseases that occur at the work site.
    20.07 The Committee shall assist the Employer:
    (a) by identifying situations which may be unhealthy or unsafe in respect of the work site and make appropriate recommendations;
    (b) in the development and promotion of measures to protect the safety and health of Employees in the facility and to check the effectiveness of such measures.
    20.08 The Health and Safety Committee shall also consider measures necessary to ensure the safety of each Employee on the Employer’s premises and may make recommendations to the Employer in that regard. Should adequate steps not taken within twenty eight (28) calendar days from the date the recommendation is made, the Health and Safety Committee may request and shall have the right to have their recommendations presented to the Manager (or designate), Occupational Health, Safety, and Wellness.
    20.09 An Employee’s rights shall be respected in accordance with The Occupational Health and Safety Act.
    20.10 The Employer shall not unreasonably deny Committee Members access to the workplace to conduct safety inspections, including monitoring.
    20.11 Where appropriate, the Shared Leadership Committee may consider matters of Occupational Health and Safety.
    20.12 Employer policies related to harassment, personal protective equipment and working alone shall be reviewed annually by the Committee.
    20.13 Where the Employer requires that the Employee receive specific immunization and titre as a result of or related to her work, it shall be provided at no cost.

    1.01 When the enrollment and other requirements of the benefit carriers have been met, the Employer shall take steps to contract for and implement the following group plans:
    (a) Alberta Health Care Insurance Plan;
    (b) an Allied Health Plan which provides one hundred percent (100%) reimbursement of eligible expenses up to the established maximums provided for within the benefit carrier contract;
    (c) a Prescription Drug Plan which provides eighty percent (80%) reimbursement of eligible expenses up to the established maximums provided for within the benefit carrier contract and in accordance with the current Alberta Health Drug Benefit List;
    (d) a Dental Plan which provides eighty percent (80%) reimbursement of eligible basic services; fifty percent (50%) reimbursement of eligible extensive services; and fifty percent (50%) reimbursement of eligible orthodontic services up to the established maximums provided for within the benefit carrier contract and in accordance with the current Alberta Dental Association Fee Guide;
    (e) at the Employer’s option, a “Supplementary Unemployment Benefit (SUB) Plan” to supplement an eligible Employee’s Employment Insurance to meet the Employer’s obligation to provide benefit payments to an Employee during the valid health-related period for being absent from work due to pregnancy for which she has provided satisfactory medical proof; and
    (f) a Group Insurance Plan, inclusive of:
    (i) Basic Life Insurance;
    (ii) Basic Accidental Death and Dismemberment Insurance;
    (iii) Long Term Disability Insurance (income replacement during qualifying disability equal to sixty percent (60%) of basic monthly earnings at the basic rate of pay to the established maximum following a one hundred and twenty (120) working day elimination period).
    21.02 Such coverage shall be provided to:
    (a) a regular full-time Employee; and
    (b) a regular part-time Employee whose hours of work are equal to or greater than fifteen (15) hours per week averaged over one (1) complete cycle of the shift schedule; and
    (c) a temporary Employee whose hours of work are equal to or greater than fifteen (15) hours per week averaged over one (1) complete cycle of the shift cycle after six (6) months of employment.
    21.03 The implementation and operation of the Benefit Plan referred to above shall, at all times, be subject to and governed by the terms and conditions outlined in the Benefit Plan Information Brochures and the terms and conditions of the policies or contracts entered into with the benefit carriers. The Employer shall make available to all Employees participating in these plans copies of information booklets of these plans.
    21.04 The Employer shall implement these plans with the premium costs being shared. The premiums will be cost-shared seventy-five percent (75%) by the Employer and twenty-five percent (25%) by the Employee.
    21.05 The Employer shall advise Employees of all rate changes pursuant to Article 21.
    21.06 On approval of an unpaid leave of absence of more than one (1) month’s duration, an Employee shall make arrangements for the prepayment of the full premiums due for the duration of the leave of absence, for the aforementioned benefit plans, prior to the leave of absence commencing.

    22.01 When enrollment and other legal requirements have been met, the Employer shall take steps to contract for and implement a Defined Contribution Pension Plan.
    22.02 The Pension Plan shall be open to all Regular Employees, subject to enrollment requirement, other than those Employees who are already members of another pension plan with the Employer.
    22.03 The Employee and the Employer shall make matching biweekly contributions of four percent (4%) of her basic rate of pay.
    22.04 The implementation and operation of the Pension Plan referred to above shall, at all times, be subject to and governed by the terms and conditions outlined in the pension plan information brochures and the terms and conditions of the policies or contracts entered into with the pension carrier. The Employer shall make available to all Employees participating in these plans copies of information brochures.

    23.01 General Policies Governing All Leaves of Absence
    (a) Applications for leave of absence shall be submitted, in writing, to the Employer as early as possible. Applications shall indicate the date of commencement of leave and the date of return from the leave. The Employer shall indicate approval or disapproval in writing within fourteen (14) days of the request for any leave of absence.
    (b) A leave of absence without pay may be granted to an Employee at the discretion of the Employer. Permission for leave of absence will not be unfairly withheld and, where permission is denied, reasons will be given. The Employee shall not work for gain during the period of leave of absence except with the express consent of the Employer.
    (c) In the case of a leave of absence in excess of one (1) month, Employees shall cease to accrue sick credits, vacation entitlement and credit towards salary increments.
    (d) Employees shall not be entitled to Named Holidays with pay which may fall during the period of leave of absence.
    (e) When an Employee is on leave of absence without pay and is receiving Long Term Disability benefits, the Employer will continue to pay the Employer’s share of Alberta Health Care premiums for a period not exceeding twenty-four (24) months from the beginning of Long Term Disability provided that the Employee makes prior arrangements with the Employer for the payment of the Employee’s share of Alberta Health Care premiums. Failure by an Employee to submit her portion of applicable premiums will result in the Employer discontinuing premium payments for that Employee.
    (f) Applications for Leaves of Absence for more than a period of twelve (12) months require approval by a Director of Operations.
    23.02 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, fiancé, step-parent, step-children, step-brother, step-sister, grandchild 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, brother-in-law, sister-in-law and legal guardian and grandparent).
    (iii) In calculating paid bereavement leave entitlement for part- time employees, the provisions of this Article shall apply only to regularly scheduled working days which fall during a ten (10) calendar day period, commencing with the date of death.
    (b) In the event of the death of another relative or friend, the Employer may grant time off with pay to attend the funeral service.
    (c) Bereavement leave shall be extended by up to two (2) days if travel in excess of three hundred and twenty-two (322) kilometres one way from the Employee’s residence is necessary.
    23.03 Maternity Leave
    (a) An Employee who has six (6) months of continuous service shall, upon her written request, be granted Maternity Leave to become effective eight (8) 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. 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, Supplementary Unemployment Benefits or Long Term Disability benefits. Maternity Leave shall not exceed twelve (12) months unless an extension is granted by the Employer. Request for an extension due to 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 above, 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 a need for an absence from work longer than twelve (12) months, the Employee may request further leave without pay and benefits as provided by the General Leave Article.
    (c) An Employee absent on Parental Leave shall provide the Employer with three (3) 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.
    (d) A parent-to-be who has completed six (6) months of continuous service shall, upon his written request, be granted an unpaid leave of absence for the purpose of parenting duties, provided that the initial application for such leave is made four (4) weeks prior to the expected commencement of the leave. Such leave shall be without pay and benefits and shall not exceed twelve (12) months.
    23.04 Adoption Leave
    An Employee who has completed six (6) months of continuous service shall, upon written request, be granted leave without pay for up to twelve (12) months for the purpose of adopting a child or for parenting duties following the birth of a child and upon one (1) month’s written notice of intent to return to work at which time the Employer will reinstate her in the same position held by her immediately prior to taking Adoption Leave and at the same basic rate of pay.
    23.05 Educational Leave
    The Employer makes available to the Employee an opportunity to participate in educational programs. Employees are encouraged to improve their educational qualifications and training in order to increase their competence in their present position and to prepare themselves for future advancement.
    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
    23.06 Leave of Absence for Union Business
    (a) Provided the efficiency of operations shall not in any case be disrupted, leave of absence without pay and without loss of seniority shall be granted by the Employer to regular Employees elected or appointed to represent the Union at Union business.
    (b) Regular Employees who are elected or selected for a full-time position with the Union shall be granted leave of absence without pay but with no loss of seniority for a period of one (1) year. Extension of such leave may be granted, if submitted in writing and approved by a Director of Operations. Approval of an extension will be dependent on operational requirements and will not be unreasonably withheld.
    (c) Should the Employer not grant a leave requested in Article 23.06 (a) or (b), the Employer will provide to the Employee the reasons in writing for the request not being granted.
    (d) Members of the Board of Directors of the Union shall be granted a leave of absence without pay to attend meetings of the Board of Directors of the Union. Such member shall provide the Employer with such request in writing with as much advance notice as possible.
    23.07 Representatives of the Union shall be granted time off without loss of seniority or pay in order to participate in negotiations with the Employer. Members granted Leave of Absence (LOA) for Union business will continue to be paid by the Employer who will invoice HSAA for reimbursement of those costs plus a fifteen (15) percent administration fee.
    23.08 Court Appearance
    An Employee required by law to appear in Court for jury selection, as a member of a jury or a witness in a matter arising out of her employment shall be allowed time off without loss of regular earnings which the Employee would have normally received based on her regular hours of work. Any fee received as such juror or witness shall be paid to the Employer. An Employee acting as a voluntary witness shall not be paid for such absence.
    23.09 Where an Employee is required by law to appear before a court of law for reasons other than those stated above, she shall be granted a leave of absence without pay.
    23.10 Special Leave
    The parties recognize that an Employee may be unable to report to work due to unanticipated circumstances of pressing necessity which requires the Employee’s personal attention, which may include illness in the Employee’s immediate family. The Employer shall approve special leave in such circumstances to a maximum of four (4) days without loss of pay in each calendar year.
    23.11 Terminal Care Leave
    An employee with a qualified relative in the end-stage of life shall be entitled to leave of absence without pay 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.
    23.12 Leave for Public Office
    (a) The Employer recognizes the right of an employee to participate in public affairs. Therefore, upon written request, the Employer shall allow a leave of absence without pay to permit them to fulfill the duties of that office.
    (b) Regular employees who are elected to public office shall be allowed a leave of absence without pay, but with no loss of seniority, for a period of time not to exceed four years.
    (c) An Employee who has been on public office leave shall be reinstated by the Employer in the same position and classification held by her immediately prior to taking such leave or be provided with alternate work of a comparable nature.

    24.01 An Employee who is required by the Employer to attend meetings with the Employer and who is available and attends such meetings shall be paid at her Basic Rate of Pay for all hours of attendance at these meetings.

    25.01 When a new position is created or when a vacancy occurs in any classification covered by this Collective Agreement, such position or vacancy shall be posted for not less than seven (7) calendar days in advance of making an appointment.
    25.02 The appropriate Union office shall be advised of the name of the successful applicant of a posting for a position in the bargaining unit within seven (7) calendar days of the appointment. Where an Employee in the bargaining unit has applied on the posting, the name of the successful applicant shall be communicated in writing to the applicants in the bargaining unit within seven (7) calendar days of the appointment.
    25.03 Applicants for transfer and/or promotion shall be informed in writing of their acceptance or rejection within seven (7) days of the date of the appointment.
    25.04 (a) In making promotions and transfers, the determining factors shall be skill, knowledge, efficiency, experience and other relevant attributes, and where these factors are considered to be relatively equal, seniority shall be the deciding factor.
    (b) Subject to Article 25.04 (a) where vacancies are filled, first consideration shall be given to Employees who are already members of the bargaining unit.
    25.05 (a) The transferred or promoted Employee will be given a trial period of three hundred and twenty-five and one-half (325 1/2) hours worked in which to demonstrate her ability to perform the new assignment satisfactorily. During this trial period, the Employee may choose to return or the Employer may direct the Employee to return to her former position and basic rate of pay without loss of seniority.
    (b) The Employer shall provide an evaluation of the Employee prior to the completion of the trial period.
    25.06 Requests for transfer or applications for vacancies shall be in accordance with the Employer’s online process.
    25.07 An Employee’s anniversary date for the purpose of an annual increment shall not be changed as a result of promotion.

    26.01 (a) In the event of a proposed layoff or elimination of positions, the Employer will advise the Union with as much advance notice as possible, and prior to any Employee being notified.
    (b) In case it becomes necessary to reduce the working force, the Employer will notify the Employees who are to be laid off twenty eight (28) calendar days prior to the layoff, except that the twenty eight (28) days’ notice shall not apply where the layoff results from an act of God, fire, flood, or a work stoppage by Employees not covered by this Collective Agreement. A copy of the notice of any layoff shall be sent to the Union forthwith.
    26.02 Layoff shall occur in reverse order of seniority.
    26.03 (a) When increasing the workforce, recalls shall be carried out in order of seniority provided the Employee can perform the required work satisfactorily. Such recall shall apply only to work periods of fourteen (14) calendar days duration or longer.
    (b) The method of recall shall be by telephone and, if such is not possible, by double registered letter sent to the Employee’s last known place of residence. The Employee so notified shall return to work as soon as possible not later than five (5) calendar days following the date of the telephone call or the date the letter was registered.
    26.04 No new Employees shall be hired while there are other Employees on layoff as long as laid off Employees can perform the required work satisfactorily.
    26.05 (a) When relief hours are available for a duration of less than fourteen (14) days, and Employees covered by the Collective Agreement are on layoff as per Article 26, the Employer shall offer such work to laid off Employees in order of their seniority before offering the work to a relief Employee.
    (b) The Employer shall not alter an Employee’s initial dates of layoff and recall should the Employee accept relief hours under Article 26.05(a).
    (c) An Employee on layoff under Article 26 shall have the right to refuse an offer of any hours for periods of less than fourteen (14) calendar days without adversely affecting her recall status.
    26.06 Employees laid off may, with the assistance of or through the Employer, make arrangements for payment of the full premiums of benefits coverage during the layoff period.
    26.07 Other than for the continuance of seniority, discipline, grievance and arbitration rights and rights and benefits arising under this Article, an Employee’s rights while on layoff shall be limited to the right of recall.
    26.08 The employment of an Employee shall be considered terminated when she does not return from layoff as required, or has not changed her status to relief prior to the layoff end date, or has been on layoff for twelve (12)
    months without being recalled.

    27.01 No Employee shall be disciplined without just cause. The procedure stated in Article 27.02 does not prevent immediate discipline or dismissal for just cause or for the dismissal of an Employee serving a probation period.
    27.02 (a) Unsatisfactory conduct and/or performance 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, given to the Employee within fifteen (15) calendar days of the act becoming known to the Employer, with a copy to the Union. It shall state a definite period in which improvement or correction is expected.
    (b) Employees shall be given the opportunity to sign disciplinary notices as having been read.
    (c) An Employee shall have the right to have an Union Representative present at a disciplinary meeting.
    27.03 The Employee shall be evaluated at the end of the stated period and, if improvement or correction satisfactory to the Employer has not occurred, the Employee may be suspended or dismissed subject to the grievance procedure. A written warning that is grieved and determined to be unjustified shall be removed from her personnel file.
    27.04 An Employee, who has been subject to disciplinary action, shall after two (2) years from the date the disciplinary measure was initiated, request in writing that her record be cleared of that disciplinary action.
    The Employer shall confirm in writing to the Employee that such action has been effected.

    28.01 (a) Seniority is determined by continuous service in the bargaining unit.
    (b) Seniority shall not apply during the probationary period; however; once the probationary period has been completed, seniority shall be credited from the seniority date established pursuant to clause (a) in this Article.
    28.02 Seniority shall be the determining factor in:
    (a) preference of vacation time; and
    (b) layoff and recall.
    28.03 Hours accumulated while an Employee is employed as a Casual or Temporary Employee will be recognized should the Employee become a regular full-time or part-time Employee.

    29.01 A grievance shall be defined as a difference between the Employer and either the Employee or the Union as to the interpretation, application, operation or any contravention or alleged contravention of this Collective Agreement.
    29.02 Communication
    (a) Any notice of advice which the Employer or members or its administration staff; or
    (b) Any notice of advice which the Union or the Employee is required to give in respect of any matter referred to in this Article shall be sufficient if delivered to the applicable person as identified in Article
    6 (Notification).
    29.03 Time Periods
    (a) For the purpose of this Article, periods of time shall mean consecutive calendar days exclusive of Saturdays, Sundays and the Named Holidays named in this Collective Agreement.
    (b) Should the Employee or the Union fail to comply with any time limits in the grievance procedure, the grievance shall be considered conceded and shall be abandoned unless the parties have mutually agreed, in writing, to extend the time limits.
    (c) Should the Employer fail to comply with any time limits in the grievance procedure, the grievance shall automatically move to the next step on the day following the expiry of the particular time limit, unless the parties have mutually agreed, in writing, to extend the time limits.
    29.04 An Employee shall have the right at any time to have the assistance of an Union Representative.
    29.05 Replies to grievances shall be in writing at all stages.
    29.06 The Employer shall supply the necessary facilities for joint grievance meetings.
    29.07 Time limits may be extended by mutual agreement, in writing, between the Union and the Employer.
    29.08 Policy Grievance
    (a) In the event that a difference of a general nature arises regarding interpretation, application, operation or alleged contravention of this Collective Agreement, the Union shall first attempt to resolve the difference through discussion with the Director of Operations. If the difference is not resolved in this manner, it may become a policy grievance.
    (b) A policy grievance shall be submitted in writing to the Director of Labour and Employees Relations, or 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 within twenty (20) days of the occurrence of the act causing the grievance or within twenty (20) days of the time that the Union could reasonably have become aware that a violation of this Collective Agreement occurred. The parties will arrange a grievance meeting within ten (10) days of receipt of the grievance by the Employer. The decision of the Employer shall be made known to the Union, in writing, within seven (7) days of the grievance meeting.
    (c) Should the Union elect to submit a policy grievance as defined herein to Arbitration, it shall notify the Employer, in writing, within seven (7) days of the receipt of the decision and name its appointee to an Arbitration Board at the same time. By mutual agreement, in writing, between the parties, a single Arbitrator may be appointed.
    29.09 Grievance Procedure
    (a) Formal Discussion
    If a difference arises between one (1) 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 her/their immediate supervisor. If it is not resolved in this manner, it may become a grievance and be advanced to Step 1.
    (b) Step 1 (Site Manager)
    A grievance advanced to step 1 shall be submitted in writing by the Union to the Site Manager or designate within ten (10) days of the act giving rise to the grievance, or within ten (10) days of the time that the employee could reasonably have become aware of the alleged violation of this Collective Agreement. The grievance shall state the nature of the grievance, the clause or clauses claimed to have been violated, and the redress sought and shall be signed by the employee. The parties will arrange a grievance meeting within ten (10) days of receipt of the grievance by the Employer at step 1. The Site Manager or designate shall respond to the grievance in writing within seven (7) days of the grievance meeting.
    (c) Step 2 (Director of Operations)
    A grievance advanced to step 2 shall be submitted by the Union in writing, along with a copy of the original grievance, to the Director of Operations or designate within seven (7) days of receipt of the Site Manager’s written decision at step 1. The parties will arrange a grievance meeting within ten (10) days of receipt of the grievance by the Employer at step 2. The Director of Operations or designate shall respond to the grievance in writing within seven (7) days of the grievance meeting.
    (d) Step 3 – Arbitration
    (i) If the grievance is not settled under Step 2 above, the Union shall, within ten (10) days of receiving the decision of the Director of Operations or designate, notify the Employer in writing of its intention to submit the grievance to arbitration; and
    (aa) shall inform the Employer of the Union’s nominee to the Arbitration Board; and
    (bb) state its desire to meet to consider the appointment of a single Arbitrator.
    (ii) The Employer shall, within ten (10) days of receipt of such notice:
    (aa) inform the Union of the Employer’s nominee to the Arbitration Board; or
    (bb) arrange to meet with the Union in an effort to select a single Arbitrator.
    (iii) Where nominees to a Board have been named by the parties, they shall, within ten (10) days, attempt to select a mutually acceptable Chairperson for the Arbitration Board.
    (iv) If the two (2) members fail to appoint a third person within the time limits, or if the parties are unable to select a mutually agreed upon single Arbitrator, the Director of Mediation Services shall be requested to appoint a third member who shall be Chairperson of the Arbitration Board or appoint a single person to act as the single Arbitrator.
    (v) The Arbitration Board or single Arbitrator shall hear and determine the difference and shall issue an award in writing, and the decision is final and binding upon the parties and upon the Employee(s) affected by it. The decision of a majority of an Arbitration Board is the award of the Arbitration Board. When there is no majority decision, the decision of the Chairperson shall be the decision of the Arbitration Board.
    (vi) Each party to the difference shall bear the expense of its respective appointee to the Arbitration Board. The two (2) parties shall bear equally the expenses of the Chairperson or the single Arbitrator.
    (vii) The Arbitration decision shall not alter, amend or change the provisions of this Collective Agreement.
    29.10 Except in the cases of suspension or dismissal, both of which may be submitted to grievance, the Employee shall continue to perform her duties during any and all proceedings outlined in this Article.

    30.01 Each Employee shall receive a yearly evaluation in accordance with editation guidelines.
    30.02 (a) Meetings for the purpose of discussing performance appraisals shall be scheduled by the Employer with reasonable notice, which shall not be less than twenty-four (24) hours.
    (b) All performance appraisals shall be in writing.
    (c) An Employee receiving a performance appraisal shall sign such performance appraisal for the sole purpose of indicating that she is aware of the contents, and shall have the right to add comments, in writing, within seven (7) calendar days of the performance appraisal to be attached to her performance appraisal and placed in her personnel file.
    (d) An Employee shall be given a copy of the performance appraisal and her comments, if any.

    31.01 With at least one (1) day’s notice, an Employee shall have the right to view her personnel file once each year or when the Employee has filed a grievance. The Employee may be accompanied by an Union Representative if the Employee so desires.
    31.02 An Employee shall be given a copy of the contents of her personnel file provided that she first pays to the Employer a reasonable fee to cover the costs of the copying, such fee to be determined by the Employer.

    32.01 The Employer shall provide a paid orientation period for all new Employees.
    The form and duration of such orientation shall be determined in consultation between the Employee and the Employer. All such orientation programs may include facility orientation, area orientation and the standard Employer orientation, as well as the opportunity for Union orientation described in Article 4.06.

    33.01 The Employer reserves the right to identify specific in-service sessions as being mandatory for employees and those required to attend such sessions shall be paid at the applicable rate of pay for attendance.

    34.01 An Employee shall provide to the Employer twenty-eight (28) calendar days’ notice, where possible, and shall, in any case, provide the Employer with fourteen (14) days’ notice of her desire to terminate her employment.
    34.02 Where notice has been given in accordance with 34.01, the Employer shall provide to the employee a letter of portability and, if requested by the employee in writing, shall arrange for exit interview on or before the employee’s last scheduled day of work.
    34.03 An Employee who has resigned shall be eligible to receive retroactive any increase in salary which would have been received but for the resignation of employment, provided that the Employee submits to the Employer a written application for such retroactive salary within thirty (30) calendar days of the date the approved salary increase is implemented.
    34.04 If the required notice of termination is given, an Employee who voluntarily leaves the employ of the Employer shall receive the wages and vacation pay to which she is entitled to within three (3) days of the day on which she terminates her employment.

    35.01 The Employer shall provide bulletin boards which shall be placed so that all Employees shall have access to them and upon which the Union shall have the right to post notices of meetings and such other notices as may be of interest to the Employees.
    35.02 The Employer reserves the right to require that posted material objectionable to the Employer be removed from bulletin boards.

    36.01 The Employer maintains the right to have in place policies and procedures that are relevant to the workplace; the provision of service to residents and conduct acceptable to the organization. The Employer shall ensure that these policies are located in the facility and accessible to all Employees. Copies of relevant policies will be provided to the Union upon request.

    37.01 A temporary full-time or temporary part-time Employee shall be covered by the applicable provisions of this Collective Agreement.

    Except as modified by this Article, all provisions of this Collective Agreement shall apply to part-time Employees.
    38.01 Part-time Employees shall be paid, in addition to their regular salary, four point eight percent (4.8%) of their earnings in lieu of Named Holidays.
    38.02 A part-time Employee required to work on a Named Holiday shall be paid at one and one half times (1 1/2X) her basic rate of pay for work performed up to seven and three-quarters (7 3/4) hours. Two times (2X) her basic rate of pay shall be paid for work in excess of seven and three-quarters (7 3/4) hours on such day.
    38.03 Vacation accrual rates shall be pro-rated on the basis of the regularly scheduled hours worked by the part-time Employee in relation to the regularly scheduled hours for a full-time Employee.
    38.04 A part-time Employee shall accumulate sick leave credits on the basis of one and one-half (1 1/2) days per month, pro-rated on the basis of the regularly scheduled hours worked by the part-time Employee in relation to the regularly scheduled hours for a full-time Employee.
    38.05 The basic rate of pay will prevail for additional hours worked by a regular part-time Employee beyond her scheduled hours provided:
    (a) the hours worked do not exceed seven and three-quarter (7 3/4) hours per day;
    (b) the hours worked do not exceed seventy-seven and one-half (77 1/2) hours over a period of fourteen (14) calendar days;
    (c) the part-time Employee does not work in excess of six (6) consecutive days without a day off;
    (d) the part-time Employee does not work in excess of ten (10) days in a fourteen (14) day period.
    38.06 Overtime shall be shared as equally as possible amongst part-time Employees who perform the work involved.

    39.01 Except as modified in this Article, all provisions of this Collective Agreement shall apply to Casual Employees except that Articles 10, 18, 21, 22, 23, 24, 28 and 34 have no application to Casual Employees.
    39.02 Casual Employees shall be paid, in addition to their regular salary, four point eight per cent (4.8%) of their earnings in lieu of Named Holidays.
    39.03 In lieu of vacation, Casual Employees shall be paid in accordance with the following.
    (a) during the first (1st) year of such employment, six percent (6%) of her regular earnings; or
    (b) during the second (2nd) to ninth (9th) years of such employment, eight percent (8%) of her regular earnings; or
    (c) during the tenth (10th) to nineteenth (19th) years of such employment, ten percent (10%) of her regular earnings; or
    (d) during each of the twentieth (20th) and subsequent years of employment, twelve percent (12%) of her regular earnings.
    39.04 Casual Employees required to work on a Named Holiday shall be paid at one and one-half times (1 1/2X) their basic rate of pay for work performed up to seven and three-quarters (7 3/4) hours. Two times (2X) their basic rate of pay shall be paid for work in excess of seven and three-quarters (7 3/4) hours on such day.

    40.01 Copies of the Collective Agreement shall be made available to each Employee as soon as possible after ratification and signing.
    40.02 Copies of this Collective Agreement shall be made available to each new Employee at commencement of employment.
    40.03 The size, format and number of copies of the Collective Agreement will be mutually decided upon. The cost of printing shall be shared equally between the Union and the Employer.

    41.01 Copies of job descriptions shall be on hand within the appropriate department(s) and shall be available to each Employee upon request.
    41.02 Upon request, the Employer will provide the Union 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.

    42.01 New Classifications
    If the Employer creates a new classification which belongs in the bargaining unit and which is not now designated in this Collective Agreement, or if a new classification is included in the bargaining unit by the Labour Relations Board, the following provisions shall apply:
    (a) The Employer shall establish a position title and a salary scale and give written notice of same to the Health Sciences Association of Alberta.
    (b) If the Union does not agree with the position title and/or the salary scale, representatives of the Employer and the Union, shall, within thirty (30) days of the creation of the new classification or the inclusion of a new classification in the bargaining unit, meet for the purpose of establishing a position title and salary scale for the new classification.
    (c) Should the Parties, through discussion and negotiation, agree in regard to a salary scale for the new classification, the salary scale shall be retroactive to the date that the new classification was implemented.
    (d) Should the Parties through discussion and negotiation not be able to agree to a position title, it is understood that the Employer’s decision in respect to the position title shall not be subject to the Grievance and Arbitration procedure contained in this Collective Agreement or in the Code.
    (e) Should the Parties not be able to agree, the Union may, within sixty (60) days of the date the new classification was created or included in the bargaining unit, refer the salary scale to Arbitration. Should the Union not refer the matter to Arbitration within the stated time limit, the final position of the Employer, as stated in negotiations, shall be implemented.

    43.01 Where the Employer finds it becomes necessary to transfer, assign, sub- contract or contract out any work or functions performed by Regular Employees covered by this Collective Agreement, the Employer shall notify the Union sixty (60) days in advance of such change, and will meet and discuss reasonable measures to protect the interests of affected employees.

    HEALTH SCIENCES ASSOCIATION OF ALBERTA AND THE GOOD SAMARITAN SOCIETY SALARIES APPENDIX

    LETTERS OF UNDERSTANDING

    BETWEEN
    THE GOOD SAMARITAN SOCIETY
    (A Lutheran Social Service Organization)
    (hereinafter referred to as the Employer)
    AND
    HEALTH SCIENCES ASSOCIATION OF ALBERTA
    (hereinafter referred to as the Union)

    RE: SEVERANCE

    Purpose:
    1. The parties agree that the primary purposes of the Severance Program (the Program) are to recognize the contribution of Employees, to allow Employees to leave the system with dignity, to minimize disruption, and to ensure quality and continuity of services. Severance is one of many human resource management tools to assist with restructuring the organization.
    Severance Offering and Eligibility:
    2. The Program will be offered in accordance with the provisions of this Letter of Understanding, over a period of time beginning the date on which the parties exchange notice of ratification for this Collective Agreement and ending March 31, 2017, or upon ratification of a new Collective Agreement, whichever is later.
    3. (a) Severance will be offered only as a result of organizational changes that result in the permanent elimination of regular positions occupied by Regular Employees.
    (b) The timing and extent of application periods and of the offering of severance will be determined by the Employer.
    (c) Program transfers affecting other bargaining units may be taken into account when assessing the extent of the permanent reduction of regular positions occupied by the Union certified regular Employees.
    4. The Program, when offered by the Employer, will be open to all eligible Regular Part-time and Full-time Employees employed and working in a regular position as of the date of the Program offering.
    Severance Calculation
    5. Where the Employer offers severance, it will be calculated as follows:
    (a) The equivalent of two (2) weeks’ regular salary for each full year of continuous service to a maximum payout of forty (40) weeks.
    (b) For the purposes of the Program, “regular salary” shall be calculated as follows.

    (c) For the purposes of the Program, “continuous service” will be calculated from Employee’s the last date of hire recognized by the Employer.
    6. The Employee will have the option of receiving an approved severance through a payout of monies described in point 5 or working notice equivalent to two (2) weeks for each full year of continuous service to a maximum notice period of forty (40) weeks. If the Employee chooses notice rather than a severance payout, the Employee will be entitled to take reasonable time off without loss of earnings during the notice period to attend job interviews and to pursue retraining opportunities.
    Severance Approval:
    7. (a) The Employer shall have the right to accept or reject any application for severance based on operational requirements. If there are more Employees wishing to take severance than there are positions to be eliminated, severance will be granted in order of seniority where operationally possible.
    (b) Severance will not be approved if termination of the Employee does not directly result in the permanent elimination of the Employee’s full time equivalency.
    (c) The Employer reserves the right to determine the date of termination, and once approved, the decision to take severance and terminate employment is irrevocable.
    8. The Employer will only consider a severance application from an Employee on sick leave, WCB, or LTD where the Employee has provided medical evidence to the Employer that they are fit to return to work.
    Operation of the Program:
    9. (a) Employees whose applications for severance are approved will terminate their employment and shall have no right to recall under Article 26: Layoff and Recall.
    (b) Employees whose application for severance are approved will not be eligible for rehire by the Employer or any employer who is party to an agreement containing a similar provision regarding severance, or any employer or agency funded directly or indirectly by Alberta Health Services, or Alberta Health Services itself, for the period of the severance. Employees who are co-employed by an employer funded directly or indirectly by the Alberta Health Services, or Alberta Health Services itself, at the time of the severance approval will not have their severance reduced.
    (c) The Employee may be considered for re-hire by the Employer or by an employer referred to in point 9(b) provided they repay to the Employer the difference, if any, between the time they were unemployed and the length of time for which the severance was paid.
    10. Severance paid under this Letter of Understanding shall be deemed to be inclusive all legislative requirements for termination notice.
    This Letter of Understanding shall expire on March 31, 2017, or upon the date of ratification of the next Collective Agreement, whichever is later.

    SIGNED ON BEHALF OF THE EMPLOYER

    SIGNED ON BEHALF OF THE UNION

    Date:

    Date:

    BETWEEN
    THE GOOD SAMARITAN SOCIETY
    (A Lutheran Social Service Organization)
    (hereinafter referred to as the Employer)
    AND
    HEALTH SCIENCES ASSOCIATION OF ALBERTA
    (hereinafter referred to as the Union)

    RE: PROGRAM TRANSFERS

    The parties agree that in the event a program(s) or a service(s) are transferred by the Employer from one Facility to another Facility, both of which have bargaining units represented by the Union, the parties will meet prior to the transfer taking place to discuss the process to be followed and the transfer of the affected Employees into regular positions established at the new program or service location.
    For the purposes of this Letter of Understanding, “Facility” shall mean a service delivery location of the Employer and identified at clause 2.01 of the Collective Agreement.
    This Letter of Understanding shall expire on March 31, 2017 or upon the date of ratification of the next Collective Agreement, whichever is later.

    SIGNED ON BEHALF OF THE EMPLOYER

    SIGNED ON BEHALF OF THE UNION

    Date:

    Date:

    BETWEEN
    THE GOOD SAMARITAN SOCIETY
    (A Lutheran Social Service Organization)
    (hereinafter referred to as the Employer)
    AND
    HEALTH SCIENCES ASSOCIATION OF ALBERTA
    (hereinafter referred to as the Union)

    RE: ZETTER CENTRE EMPLOYEES

    The Parties agree that notwithstanding Article 22: Pension Plan, eligible Employees employed at the Dr. Gerald Zetter Care Centre shall participate in the Local Authorities Pension Plan.
    This Letter of Understanding shall expire on March 31, 2017, or upon the date of ratification of the next Collective Agreement, whichever is later.

    SIGNED ON BEHALF OF THE EMPLOYER

    SIGNED ON BEHALF OF THE UNION

    Date:

    Date:

    BETWEEN
    THE GOOD SAMARITAN SOCIETY
    (A Lutheran Social Service Organization)
    (hereinafter referred to as the Employer)
    AND
    HEALTH SCIENCES ASSOCIATION OF ALBERTA
    (hereinafter referred to as the Union)

    RE: EMPLOYMENT IN MULTIPLE POSITIONS

    The Parties agree that this Letter of Understanding applies to Employees who hold more than one (1) position under the Collective Agreement as of the date of its signing or to Employees who subsequently attain more than one (1) position.
    1. An Employee is responsible for notifying his or her supervisor that he or she is employed in multiple positions with the Employer.
    2. (a) Employees shall not be employed with the Employer in greater than full- time capacity. Employees currently employed in greater than a full-time capacity shall be given three (3) months’ notice of this requirement. In extenuating circumstances, the three (3) months’ notice may be extended.
    (b) Notwithstanding the above, an Employee who holds a part-time position(s) may work additional shifts, however, it is intended that the total hours will not normally exceed full-time hours, and in any case shall not contravene this Collective Agreement.
    3. Subject to the Employer’s operational ability to do so, the Employer agrees to combine the regular hours of work of multiple positions held by an Employee for the purpose of benefit eligibility, pension, vacation accrual, sick leave accrual, named holiday pay, increments, placement on the salary appendix and seniority, provided that the following conditions are met:
    (a) The total hours of the positions do not exceed full-time employment as defined in this Collective Agreement; and
    (b) The regular hours of work to be combined are associated with regular part- time positions; and
    (c) The positions are in the same classification and their schedules can be merged or the Employer and Employee mutually agree to waive the scheduling provision of Article 10 in the Collective Agreement; and
    (d) The Employee, where possible, and subject to the approval of the Employer, will distribute her banked time such as vacation and named holidays between work sites according to the FTEs of the Employee’s position.
    4. Where the regular hours of work of multiple positions cannot be combined in accordance with point 3 above because they are in different classifications, they may be combined for the purposes of determining benefit eligibility only.
    5. An Employee who holds multiple positions would have his or her salary adjusted to the highest increment level achieved in any of the positions currently held, providing that the positions are the same classification. The time period for any further increment advancement would include any regular hours already worked and not credited towards the next increment level.
    6. An Employee who holds multiple positions would have the earliest “seniority date” recognized for the purpose of Article 28.
    7. Probation and Trial Periods:
    (a) Pursuant to clause 7.05 of the Collective Agreement, an Employee shall serve only one probationary period with Employer so long as she remains continuously employed with the Employer.
    (b) The trial period will apply to each component of the multiple positions.
    8. Layoff and recall provisions shall apply individually to each position.
    9. An Employee who holds multiple positions, and who fails to report for work as scheduled due to a conflict in schedules, may be required to relinquish one of the positions.
    10. An Employee who accepts multiple positions acknowledges the Employer’s requirement to manage shift scheduling based on operational need. If a schedule changes as a result of operational requirements, then an Employee may be required to resign one or more of their positions. Should an Employee be required to resign from a position(s) under these circumstances, she shall be given twenty- eight (28) days’ notice of such requirement or such lesser time as may be agreed between the Employer and the Union.
    11. The Employer reserves the right to deny or terminate multiple position situations based on operational requirements or health and safety factors, subject to all provisions of the Collective Agreement.
    This Letter of Understanding shall expire on March 31, 2017, or upon the date of ratification of the next Collective Agreement, whichever is later.

    SIGNED ON BEHALF OF THE EMPLOYER

    SIGNED ON BEHALF OF THE UNION

    Date:

    Date:

    BETWEEN
    THE GOOD SAMARITAN SOCIETY
    (A Lutheran Social Service Organization)
    (hereinafter referred to as the Employer)
    AND
    HEALTH SCIENCES ASSOCIATION OF ALBERTA
    (hereinafter referred to as the Union)

    RE: PROFESSIONAL DEVELOPMENT ALLOCATION (PDA)

    1. A Regular Employee who on April 1st of a given fiscal year is employed in a position of zero point three nine (0.39) FTE or greater and who has seven hundred and sixty-eight (768) paid hours with the Employer in the previous fiscal year shall be entitled to a professional development allocation (PDA) of up to fifteen hundred dollars ($1500.00) in the current fiscal year. The actual PDA amount shall be prorated to the FTE of the Employee’s position
    as of April 1st of the fiscal year in which the PDA amount will be available.
    2. For the purposes of this Letter of Understanding, “fiscal year” shall mean the pay periods of the Employer’s fiscal year, starting with the first pay period commencing in April of one year and ending with the last pay period commencing in March of the following year.
    3. Eligible expenses (see point 4) incurred within the fiscal year shall be paid from the PDA for that same fiscal year, with the exception of licensing fees which allows for the claim of unclaimed licensing fees for the prior fiscal year.
    4. Eligible Expenditures
    The PDA may be used for the following purposes during the entitlement year:
    (a) Time off without loss of pay to attend a course relevant to the Employee’s job classification. Reimbursement for such time off will be based on the number of hours absent from regular hours of work due to the course attendance multiplied by the Employee’s basic rate of pay at the time the course is taken.
    (b) Reimbursement for the cost of professional licensing fees required as a condition of employment or practice.
    (c) Reimbursement of tuition costs or course registration fees for courses that are related to an Employee’s job classification.
    (d) Reimbursement of travel costs associated with course attendance pursuant to point 4(a).
    (e) Reimbursement for purchase of professional journals, books or publications related to an Employee’s job classification.
    5. PDA funds allocated for the current fiscal year which are not used by March 31 of the same fiscal year shall be carried forward into subsequent fiscal year. PDA funds carried forward which are not used by the conclusion of the subsequent fiscal year shall be forfeited by the Employee. For accounting of the use of PDA funds, eligible expenditures will be first applied against PDA funds carried forward, then PDA funds allocated to the current fiscal year.
    6. Regular Employees who are laid off after April 1st of the fiscal year in which the funds are available to Regular Employees shall maintain access to the fund for the balance of that fiscal year. Any PDA funds not used by the conclusion of the fiscal year shall be forfeited by the Employee.
    7. Regular Employees who are on approved leave of absence after April 1st of the fiscal year in which the funds are available to Regular Employees shall maintain access to the fund for the balance of that fiscal year.
    8. Reimbursement will be provided by the Employer upon submission of a receipt from the appropriate organization that has provided the service to the Regular Employee.
    9. Regular Employee who terminates employment voluntarily and who within six (6) months of termination re-commences employment with the Employer as a Regular Employee shall maintain her PDA. For the purposes of calculating her PDA entitlement, regular hours worked by the Regular Employee in the previous fiscal will be used in respect of point #1.
    10. Time off requested by a Regular Employee for professional development shall be in accordance with the provisions of Article 23: Leave of Absence.
    11. A Regular Employee who is employed in more than one position with the Employer will receive one PDA based upon the combined total of the full- time equivalencies (FTEs) of her positions.
    12. Regular Employees will be given a quarterly update of their PDA balance or upon request.
    This Letter of Understanding shall expire on March 31, 2017, or upon the date of ratification of the next Collective Agreement, whichever is later.

    SIGNED ON BEHALF OF THE EMPLOYER

    SIGNED ON BEHALF OF THE UNION

    Date:

    Date:

    BETWEEN
    THE GOOD SAMARITAN SOCIETY
    (A Lutheran Social Service Organization)
    (hereinafter referred to as the Employer)
    – and –
    HEALTH SCIENCES ASSOCIATION OF ALBERTA
    (hereinafter referred to as the Union)

    RE: FLEXIBLE HEALTH SPENDING ACCOUNT

    1. Effective January 1, 2013, a Flexible Health Spending Account (FHSA) will be implemented for all Employees eligible for benefits in accordance to Article 21.02.
    2. The sum of six hundred ($600) for each benefit-eligible Employee shall be allocated to her FHSA on January 1 of each year. Proration of the allocated amount shall apply to Employees who become benefit-eligible during the calendar year with pro-ration calculated on the basis of full months remaining in the calendar year following the date the Employee becomes benefit eligible.
    Employees who cease to be benefit-eligible shall forfeit the balance of their FHSA allocation.
    3. Any unused allocation in an Employee’s FHSA as of December 31st of each year may be carried forward to the following calendar year for a maximum of one (1) calendar year.
    4. The FHSA may be utilized by Employees for purposes of receiving reimbursement for health and dental expenses that are eligible medical expenses in accordance with The Income Tax Act.
    5. The administration of the FHSA shall be subject to and governed by the terms and conditions of the applicable contract between the Employer and the benefit plan carrier.
    6. The FHSA 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 FHSA.
    This Letter of Understanding shall expire on March 31, 2017, or upon the date of ratification of the next Collective Agreement, whichever is later.

    SIGNED ON BEHALF OF THE EMPLOYER

    SIGNED ON BEHALF OF THE UNION

    Date:

    Date:

    BETWEEN
    THE GOOD SAMARITAN SOCIETY
    (A Lutheran Social Service Organization)
    (hereinafter referred to as the Employer)
    AND
    HEALTH SCIENCES ASSOCIATION OF ALBERTA
    (hereinafter referred to as the Union)

    RE: PENSION AND RETIREMENT PLAN PARTICIPATION

    Within thirty (30) calendar days of the date of exchange of written notice of ratification, the Parties agree to commence discussions regarding the modification of clause 22.02 to read as follows.
    22.02 The Pension Plan shall be open to all Regular Employees, subject to enrollment requirements of the Pension Plan and other terms set out in this Collective Agreement.
    For these discussions, the Parties understand and agree that a Regular Employee’s eligibility to enroll in more than one pension or retirement plan available through the Employer shall be subject to the following.
    (a) The terms and conditions of the specific pension or retirement plan itself; and,
    (b) Legislation, federal or provincial, governing pension and/or retirement plans; and,
    (c) Eligibility requirements fulfilled for one pension or retirement plan shall not contribute to the fulfillment of eligibility requirements for a separate pension or retirement plan; without limiting the generality of the foregoing, the Regular Employee shall have to meet the eligibility requirements of a said pension or retirement plan per the plan-specific provisions at the Employer Site(s) where the said pension or retirement plan is offered; and,
    (d) Contributions, contribution rates, earnings and hours on which earnings are based for a specific pension or retirement plan as well as other plan-specific provisions shall apply only to that pension or retirement plan; without limiting the generality of the foregoing, the terms and conditions of one pension or retirement plan shall never apply to any other pension or retirement plan; and,
    (e) The availability of a given pension or retirement plan at a specific Employer Site(s) as determined by the Employer or the collective agreement between the Parties shall at all times be limited to the specified Employer Site(s); without limiting the generality of the foregoing, that a Regular Employee is eligible to enroll and elects to enroll in different pension or retirement plans offered at different Employer Sites shall not alter the availability of the specific pension or retirement plan where it is otherwise not available.
    This Letter of Understanding shall expire on March 31, 2017, or upon the date of ratification of the next Collective Agreement, whichever is later.

    SIGNED ON BEHALF OF THE EMPLOYER

    SIGNED ON BEHALF OF THE UNION

    Date:

    Date:

    BETWEEN
    THE GOOD SAMARITAN SOCIETY
    (A Lutheran Social Service Organization)
    (hereinafter referred to as the Employer)
    AND
    HEALTH SCIENCES ASSOCIATION OF ALBERTA
    (hereinafter referred to as the Union)

    RE: CONVERSION OF DEFINED CONTRIBUTION PENSION PLAN TO A REGISTERED RETIREMENT SAVINGS PLAN
    Within ninety (90) calendar days of the date of exchange of written notice of ratification, the Parties agree to meet to discuss converting the Defined Contribution Pension Plan (DCPP) to a registered retirement savings plan (RRSP).
    This Letter of Understanding shall expire on March 31, 2017, or upon the date of ratification of the next Collective Agreement, whichever is later.

    SIGNED ON BEHALF OF THE EMPLOYER

    SIGNED ON BEHALF OF THE UNION

    Date:

    Date:

    BETWEEN
    THE GOOD SAMARITAN SOCIETY
    (A Lutheran Social Service Organization)
    (hereinafter referred to as the Employer)
    AND
    HEALTH SCIENCES ASSOCIATION OF ALBERTA
    (hereinafter referred to as the Union)

    RE: LUMP SUM #1

    The Parties agree that Employees shall receive a lump sum payment as follows.
    1. Full-time Employees on staff as of the date of exchange of written notice of ratification shall receive a lump sum of one thousand dollars ($1000).
    2. Part-time and Casual Employees on staff as of the date of exchange of written notice of ratification shall receive a lump sum of up to one thousand dollars ($1000). The actual amount of a Part-time or Casual Employee’s lump sum payment shall be calculated as follows.

    3. For the purposes of this Letter of Understanding, “regular hours actually worked”
    includes:
    (a) Leaves of absence for Union business,
    (b) Other leaves of absence of one month or less,
    (c) Absences while receiving Workers’ Compensation, and
    (d) Educational leave up to 24 months.
    4. The lump sum payment shall not be pensionable and, therefore, shall not be subject to pension contributions.
    5. The lump sum payment shall be subject to deductions required by law.
    6. The Employer will process the lump sum payment to individual employees within ninety (90) calendar days of the date of exchange of written notice of ratification.
    7. On payment of the lump sum payment, this Letter of Understanding shall cease to exist.

    SIGNED ON BEHALF OF THE EMPLOYER

    SIGNED ON BEHALF OF THE UNION

    Date:

    Date:

    BETWEEN
    THE GOOD SAMARITAN SOCIETY
    (A Lutheran Social Service Organization)
    (hereinafter referred to as the Employer)
    AND
    HEALTH SCIENCES ASSOCIATION OF ALBERTA
    (hereinafter referred to as the Union)

    RE: LUMP SUM #2

    The Parties agree that Employees shall receive a lump sum payment as follows.
    1. Full-time Employees on staff as of the start of the first full pay period after April 1, 2016 shall receive a lump sum of seven hundred and fifty dollars ($750).
    2. Part-time and Casual Employees on staff as of the start of the first full pay period after April 1, 2016 shall receive a lump sum of up to seven hundred and fifty dollars ($750). The actual amount of a Part-time or Casual Employee’s lump sum payment shall be calculated as follows.

    3. For the purposes of this Letter of Understanding, “regular hours actually worked” includes:
    (a) Leaves of absence for Union business,
    (b) Other leaves of absence of one month or less,
    (c) Absences while receiving Workers’ Compensation, and
    (d) Educational leave up to 24 months.
    4. The lump sum payment shall not be pensionable and, therefore, shall not be subject to pension contributions.
    5. The lump sum payment shall be subject to deductions required by law.
    6. The Employer will process the lump sum payment to individual employees within ninety (90) calendar days of the start of the first full pay period after April 1, 2016.
    7. On payment of the lump sum payment, this Letter of Understanding shall cease to exist.

    SIGNED ON BEHALF OF THE EMPLOYER

    SIGNED ON BEHALF OF THE UNION

    Date:

    Date:

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

    ON BEHALF OF THE GOOD SAMARITAN SOCIETY

    ON BEHALF OF THE HEALTH SCIENCES ASSOCIATION OF ALBERTA

    Date:

    Date: