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    WHEATLAND AND ADJACENT DISTRICTS EMERGENCY MEDICAL SERVICES ASSOCIATION APRIL 2015 - MARCH 2018

    COLLECTIVE AGREEMENT MADE THIS 25th DAY OF FEBRUARY, 2016 BETWEEN WHEATLAND and ADJACENT DISTRICTS EMERGENCY MEDICAL SERVICES ASSOCIATION (Hereinafter referred to as the “Employer”) - and- THE HEALTH SCIENCES ASSOCIATION OF ALBERTA (Hereinafter referred to as “The Union”) FOR THE PERIOD April 1,2015 to March 31, 2018

    PREAMBLE

    WHEREAS the parties are mutually desirous of establishing terms and conditions of
    employment, an orderly method of resolving differences, and harmonious relations between the
    Employer and the Union:
    AND WHEREAS the parties agree that the primary purpose of the Employer is to provide the
    Communities with efficient competent Emergency Communicational Emergency Medical
    Services, it is the intent of the parties to;
    1. Ensure the provisions of the best quality service and care at a Basic or Advanced
    Life Support Level (BLS) or (ALS).
    2. Protect the interest of patients, employees and the community.
    3. Maintain harmonious relations between the Employer and the Employees.
    4. Recognize the mutual value of joint discussions and negotiations in all matters of
    mutual concern to the parties.
    5. Ensure the provisions of capable and timely 911 Call Answer/Dispatch service.
    NOW THEREFORE the parties agree as follows;

    ARTICLES

    1.01 Except where specifically provided otherwise, the term of this Collective Agreement
    shall be effective from April 1,2015 up to and including March 31, 2018, and from year
    to year thereafter unless notice in writing, is giver by either party to the other not less
    than sixty (60) calendar days nor more than one hundred and twenty (120) calendar
    days prior to the expiration date of its desire to change or amend this Collective
    Agreement.
    1.02 Where notice is served by either party to commence collective bargaining this
    Collective Agreement shall continue in full force and effect until a new Collective has
    been executed.

    2.01 ‘Association’ shall mean that group of persons appointed by the municipal councils as
    created under pad 15.1 of the Municipal Government Act of Abeda,
    2.02 “Employee’ means any person employed in the bargauiing unit referred to in Article
    4.01 or who performs functions of an ambulance nature. It shall further include any
    person employed in any new classification added to the bargaining unit in the future
    pursuant to Artcle 22.
    2.03 “Code” means the Labour Relations Code as amended from time to time.
    2.04 “Arbitration” shall take meaning from the sectional the Code dealing with the resolution
    of a difference.
    2.05 HSM means “The Union” (the Health Sciences Association of Alberta).
    2.06 “Employer” shall mean Wheatland and Adjacent Districts Emergency Medical Services
    Association.
    2.07 “Basic Rate of Pay” is the step in the salary scale applicable to the Employee as set out
    in the Salaries Appendix exclusive of all allowance and premium payments.
    2.08 “Shift” means a daily work period exclusive of overtime hours.
    2.09 “Month” is the period of time between the date in one month and the preceding date in
    the following month.
    2.10 ‘Mediation’ shall take meaning from the section of the Code dealing with resolution of a
    difference.
    2.11 Where the mascuine gender is used herein it sha!l mean and include the feminine
    gender and similarly tne s,ngular shall mean and include the pura as the context may
    require.
    2.12 Registered Emergency Medical Technologist – Paramedic (EMT-P) is one who has
    successfully completed a course of studies in a recognized training institute and who is
    permanenlly regislered with the Alberta College of Paramedics as per the Health
    Professions Act as an Emergency Medical Technologist – Paramedic (EMT-P).
    2.13 Registered Emergency Medical Technician (EMT) is one who has successfully
    completed a course of studies in a recognized training institute and who is permanently
    registered with the Alberta College of Paramedics as per the Health Professions Act as
    an Emergency Medical Technician (EMT).
    2.14 Communications Specialist
    (a) Communication Specialist (Level I) — is one who is a certified member with the
    National Academy of Emergency Medical Dispatch.
    (b) Communication Specialist (Level II) — is one who has successfully completed a
    course of studies in a recognized training institute and who is permanently
    registered with the Alberta College of Paramedics as per the Health Professions
    Act in the Emergency Medical Technician — Ambulance area of practice and is a
    certified member with the National Academy of Emergency Medical Dispatch.
    2.15 “Vacation” means annual vacation with pay
    2.16 Vacation year” means the twelve (12) month perod commencing on the first day of
    January in each calendar year and concluding on the 31st of December that calendar
    year.
    2.17 All Employees shall be designated as follows:
    (a) A “Regular Employee” shall mean a person who is employed either to work on a
    Full Time or Part Time basis on regularly scheduled shifts of a continuing nature.
    (i) A Full-time Emfroyee is one who is hired to work the full specified hours in
    the Hours of Work Article of this Collective AgreemenL
    (ii) A Part-time Employee is one who works scheduled shifis whose hours of
    work are less than those specified in the Hours of Work Article of this
    Collective Agreement.
    (b) Casual Employee is a person who:
    (i) works on a call-in basis; or
    (U) is regularly scheduled for a period of three (3) months or less for a specific
    job; or
    (iii) relieves for an absence the duration of which is three (3) months or less.
    (c) Temporary Employee is one who is hired on a temporary basis for a full-time or
    part-time position;
    (i) for a specific job of more than three (3) months or less than six (6) months; or
    (U) to replace a full-time or part-time Employee who is on an approved leave of
    absence for a period in excess of three (3) months: or
    (iii) to replace a full-time or part-time Employee who s on a leave of absence due
    to an illness or injury where the Employee on leave has indicated to the
    Employer that the duration of such leave will be in excess of three (3)
    months.

    3.01 The Employer reserves all rights not specifically restricted or abrogated by the
    provisions of 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 and efficiency;
    (b) make, alter, and enforce, from time to time, rules and regulations to be observed
    by an Employee which are not in conflict with any provision of this Collective
    Agreement;
    (c) direct the working force and to create new classifications and work units and to
    determine the number of Employees, if any! needed from time to time in any work
    unit or classification and to determine whether or not a position, work unit, or
    classification will be continued or declared redundant,
    (d) hire! promote, transfer, layoff and recall,
    (e) demote, discipline, suspend or discharge for just cause.

    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” and any amendments thereto.
    4.02 No Employee shall be required or permitted to make any written or verbal agreement
    which may be in conflict with the terms of this Collective Agreement.
    4.03 Except as otherwise specified elsewhere in this Collective Agreement, all
    correspondence between the parties arising out of this Colective Agreement or
    incidental thereto shall pass to and from the Operations Director or cesgnate of the
    Employer and the union with a copy to the Chair of the local unit.
    4.04 An Employee shall not engage Union business during working hours without the prior
    permission of the Employer.
    4.05 Any duly accredited Officer employed by the Union may be permitted on the Employer’s
    premises for the purpose of transacting the Union’s business provided prior permission
    to do so has been granted by the Employer.
    4.06 A representative of the Union shall have the right to make a presentation of up to thirty
    (30) minutes during the probationary period or 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 and, further, that a representative of the Employer may be
    present at such presentation.
    407 The name of the Local Unit Representative shall be supplied in writing by the Union to
    the Employer before he is recognized as the Union Local Unit Representative.

    5.01 There shall be no discrimination, restriction or coercion practiced by either party in
    respect of an Employee by reason of race, colour, creed, national origin, political or
    religious affiliation, sex, sexual preference, marit& status. age, place of resEdence, nor
    by reason of membership or non-membership or lawful activity in the Union nor in
    respect of an Employee or Employer exercising any right conferred under this
    Agreement or any law of Canada or Alberta.

    6.01 Membership in the Union is voluntary;
    (a) Notwithstanding the provisions of Article 601, 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, provided the deduction formula is
    compatible with the accounting system of the Employer. 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 of the Employees from whom deductions have been taken
    and the amount of the deductions. Such list shall indicate newly hired and
    terminated Employees, and, where the existing computer system is capable,
    status of Employees, the increment level and Employees reclassified, promoted or
    transferred outside the scope of this 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.
    6.02 Dues will be deducted from an Employee during sick leave with pay and during a leave
    of absence with pay.
    6.03 The Union shall give not less than thirty (30) days notice of any change in the rate at
    which dues are to be deducted, The Employer will record the amount of the Union dues
    deducted on the T4 forms issued to an Employee for income tax purposes.

    7.01 There shall be no strike, lockout or slowdown during the life of this Collective
    Agreement.
    7.02 If an Emoloyee engages in a strike, slow down, stoppage of work, picketing of an
    Employer’s premises. or refusal to perform work, durng the life of this Collective
    Agreement, the Union shall instruct him to return to work immediately and perform his
    duties faithfully and resort to the grievance procedure established herein for the
    settlement of the difference or grievance. If the Employee does not return and comply
    immediately with such direction, he shall be deemed to have terminated his employment.

    8.01 Definition of Time Periods
    (a) For the purpose of this Article and Article 9, periods of time referred to in days shall
    be deemed to mean such periods of time calculated on consecutive calendar days
    exclusive of Saturdays, Sundays and Named Holidays specified in Article 19.
    (b) Time limits may be extended by mutual agreement, in writing, between the Union
    and the Employer.
    8.02 Resolution of a Difference between an Employee and the Employer
    (a) Formal Discussion
    Ifs difference arises between one or more Employees and the Employer regarding
    the interpretation, application, operation or alleged contravention of this Collective
    Agreement, the Employee(s) shall first seek to settle the difference through
    discussion with his immediate supervisor. If it is not resolved in this manner, the
    Employee(s) shall seek the advice and help of a Union representative. If it
    becomes a grievance, it will be submitted in writing and delivered to Wheatland
    and Adjacent Districts Emergency Medical Services Association through the Union.
    Grievances will indicate:
    (I) the nature of the grievance;
    (ii) the clause or clauses claimed to have been violated:
    (Hi) the redress sought.
    (A) However, the mandatory formal discussion stage set out in Article
    8.02(a)U), shall be oypassed when the Employee has been given a
    letter of discipline pursuant to Article 25.
    (B) In the event that the difference is of a general nature affecting two or
    more Employees, the Employer ard the Union nay agree that the
    grievances shall be batched and dealt with as a group grievance
    commencing at Step 1.
    (b) Step I
    The grievance shall be submitted, in writing, and signed by the Employee,
    indicating the nature of the grievance, the clause or clauses claimed to have been
    violated, and the redress sought to the Operations Director within ten (10) days of
    the act causing the grievance, or within ten (10) days of the time that the
    Employee could reasonably have become aware that a violation of this Collective
    Agreement had occurred. The decision of the Operations Director shall be made
    known to the Employee and the Union within seven (7) days of receipt of the
    written statement of grievance.
    (c) Step 2
    Within seven (7) days of receipt of the decision of the Operations Director, the
    grievance may be advanced to Step 2 by submitting to the Chairman of the
    Association, or his designate, a copy of the original grievance with a letter
    indicating that the grievance has not been resolved. Upon receipt of the grievance
    a meeting, which may be arranged by either party, shall occur.
    The Chairman of the Association or his designate shall render a decision, in
    writing, to be forwarded to the Union and the grievor within seven (1) days of the
    date of the meeting.
    (d) Step 3
    Should a grievance not be resolved at Step 2, the Union may elect to submit the
    grievance to Mediation. In this case, the Union shall notify the Employer in writing
    within seven (7) days of receipt of the decision of the Chairman of the Association
    or his designate, that the Union wishes to proceed to Mediation. By mutual
    agreement between the parties, a mediator may be appointed who shall endeavor
    to mediate a settlement. If the parties cannot agree upon a mediator the grievance
    shall be forwarded to Step 4.
    If the Mediator provides written recommendations, each party shall notify the other
    of their acceptance or rejection of the recommendations. Cost of the Mediator shall
    be shared by the parties.
    (e) Step 4
    Should a grievance not be resolved through Mediation, if chosen, at Step 3 the
    Union may elect to submit the grievance to Arbitration. In this case, the Union shall
    notify the Employer in writing within seven (7) days of receipt of the decision of the
    Chairman of the Association or his desgrate, that the Union wishes to proceed to
    Arbitration, and at the same time the Union shad name its appointee to the
    Arbitration Board. Within seven (7) days of the Chairman of the Association
    receiving such written notice, the Chairman of the Association shall notify the
    Union in writing of the Employer’s appointee to the Arbitration Board. By mutual
    agreement between the parties in writing, a single Arbitrator may be appointed.
    (f) Default
    (i) Should the grievor fail to comply with any time limit in this grievance
    procedure, the grievance will be considered conceded and shall be
    abandoned unless the parties to the ditference have mutually agreed, in
    writing, to extend the time limit.
    (ü) Should the Employer fail to respond within the time limit set out in this
    grievance procedure, the grievance shall automat;cally move to the next step
    or be advanced to Arbitration on the day following the expiry of the particular
    time limit unless the parties have mutually agreed, in writing, to extend the
    time limit.
    8.03 (a) Neither the Employee nor a representative of the local unit of the Union who may
    attend a meeting with the Employer respecting a grievance shah suffer any loss of
    regular earnings calculated at the basic rate of pay for the time spent at such a
    meeting.
    (b) An Employee shall be entitled to have a member of the local unit Executive or any
    duly accredited officer employed by the Union present during any meeting pursuant
    to this grievance procedure.
    8.04 Either party may initiate a meeting for the purpose of resolving a difference prior to the
    filing of a formal grievance or prior to or during grievance or arbitration proceedings.
    8.05 Resolution of a Difference between the Union and the Employer:
    (a) Formal Discussion
    In the event that a difference of a general nature arises regarding interpretation,
    application, operation or alleged contravention of this Collective Agreement, the
    Union shall first attempt to resolve the difference lhrough discussion with the
    Operations Director or with the Chairman of the Association, or his designate, as
    appropriate. If the difference is not resolved in this manner, it may become a policy
    grievance.
    (b) Step I
    A policy grievance shall be submitted, in writing, to the Chairman of the
    Association, or his designate, and shall indicate the nature of the grievance, the
    clause or clauses claimed to have been violated, and the redress sought. Such
    grievance shall be submitted to the Chairman of the Association, or his designate,
    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 had occurred. The decision of the
    Chairman of the Association, or his designate, shall be made known to the Union,
    in writing, within seven (7) days of the receipt of the written statement of the
    grievance.
    (c) Step 2
    Should a grievance not be resolved at Step 1, the Union may elect to submit the
    grievance to Mediation. In this case, the Union shall notify the Employer in writing
    within seven (7) days of receipt of the decision of the Chairman of the Association
    or his designate, that the Union wishes to proceed to Mediation. By mutual
    agreement between the padres, a mediator may be appointed who shall endeavor
    to mediate
    a settlement. If the parties cannot agree upon a Mediator the grievance shall be
    forwarded to Arbitration.
    lithe Mediator provides written recommendations, each party shall notify the other
    of their acceptance or rejection of the recommendations. Cost of the Mediator shall
    be shared by the parties.
    (d) Step 3
    Should a grievance not be resolved through Mediation, if chosen, at Step 3. the
    Union may elect to submit the grievance to Arbitration. In this case, the Union shall
    notify the Employer in writing within seven (7) days of receipt of the decision of the
    Chairman of the Association or his designate, that the Union wishes to proceed to
    Arbitration, and at the same time the Union shall name its appointee to the
    Arbitration Board. Within seven (7) days of the Chairman of the Association
    receiving such written notice, the Chairman of the Association shall notify the
    Union in writing of the Employers appointee to the Arbitration Board. By mutual
    agreement between the parties in writing, a single Arbitrator may be appointed.

    9.01 The party requesting Arbitration shall notify the other party of the name of their
    appointee to an Arbitration Board. Within seven (7) calendar days of receipt of such
    written notice, the party so notified will notify the other party of his appointee to the
    Arbitration Board. The two appointees shall meet as soon as practical: but unless
    otherwise agreed between the Employer and the Union, within a period of seven (7)
    calendar days after the appointment of the second of them and jointly select a
    Chairman.
    9.02 Where the parties have agreed to have a single Arbitrator act in the place of an
    Arbitration Board, the party requesting Arbitration shall notify the other party of the
    name of their proposed Arbitrator. Within seven (7) calendar days of receipt of such
    written notice, the party so notified will respond and attempt to agree upon an Arbitrator.
    9.03 lithe appointees cannot agree upon a Chairman or the parties cannot agree to a single
    Arbitrator, or fail to do so, they shall jointly request the Minister of Human Resources
    and Emp’oyment to appoint a qualified person to act as Chairman of the Arbitration
    Board, or single Arbitrator.
    904 The Arbitration Board or single Arbitrator shall not have jurisdiction to alter, add to,
    subtract from this Agreement or to substitute any new provisions in lieu thereof or to
    give any decision inconsistent with the terms of this Agreement or to deal with any
    matter not covered by this Agreement. In the event that the Arbitration Board or an
    Arbitrator, by way of an award, determines that an Employee has been discharged or
    otherwise disciplined by an Employer for just cause and the Collective Agreement does
    not contain a specific penalty for the infraction that is the subject matter of the
    Arbitration, the Arbitrator may substitute any penalty for the discharge or discipline that
    to him seems just and reasonable in all circumstances.
    9.05 The decision of the Arbitration Board or single Arbitrator shall be final and binding on
    both parties. Each party shall bear the expenses of its Appointee and the Employer and
    the Union shall equaly bear the fee and expense of the Chairman.
    9.06 The Arbitration Board or the single Arbitrator shall hold a hearing of the grievance to
    determine the difference and shall render an award in writing as soon as possible after
    the hearing. The Chairman of the Arbitration Board shall have the authority to render an
    award with or without the concurrence of either of the other members. Any of the
    time limits herein contained in Arbitration proceedings may be extended if mutually
    agreed to in writing by the parties.

    10.01 The Employer shall provide a bulletin board for ambulance employees which shall be
    placed in a reasonably accessible location in the Communications Center for the
    exclusive use of the Union’s business. In addition and where requested by the Union,
    space may be provided on other existing bulletin boards.
    The Union may post on such bulletin boards notices of meetings and other notices
    which may be of interest to employees.
    The Employer reserves the right to require that posted material objectionable to the
    Employer be removed from bulletin boards.

    11.01 A newly hired regular or temporary Employee shall serve a probationary period of one
    thousand ninety five (1,095) hours worked, exclusive of overtime, immediately following
    the date on which the current period of continuous employment commences.
    11.02 A newly hired casual Employee shall be considered as contributing up to five hundred
    and forty seven point five (547.5) hours of time worked as a casual, excluding overtime,
    towards the completion of the one thousand ninety five (1,095) hours worked, exclusive
    of overtime, when hired as, or promoted to, a regular Employee position in the same
    classification. This clause shall apply providing no more than three (3) months have
    elapsed since he has worked for the Employer.
    1103 If, in the opinion of the Employer, the Employee is found to be unsatisfactory, the
    Employee’s probationary period may be extended if mutually agreed upon by the Union
    and the Employer. During the extended period, the Employee shall be given monthly
    feedback regarding his performance; however, if in the opinion of the Employer, the
    Employee is found to be unsatisfactory, he may be terminated without notice and
    without recourse to the grievance procedure.
    11.04 If, in the opinion of the Employer, the Employee is found to be unsatisfactory, he may
    be terminated without notice and without recourse to the grievance procedure during
    the probationary period.
    11.05 The Employer shall provide a written evaluation to each probationary Employee prior to
    the completion of this probationary period.
    11.06 An Employee who has completed his probationary period and remains in the
    Employer’s employ shall not subsequently be placed on probation.
    11.07 Further to Article 11.01, part-time Employees will have completed their probationary
    period after one thousand ninety five (1,095) hours or one (1) year of employment,
    whichever is the lesser.

    12.01 Hours of work shall consist of the following shift structures and shift rotations:
    (a) EMT-P Shift Structure
    (i) ALPHA shift rotation
    (b) EMT-Shift Structure
    (i) ALPHA shift rotation
    (H) BRAVO/DELTA Shift Rotation
    (c) Dispatch Shift Structure
    (i) Dispatch Shift Rotation
    12.02 EMT-P Shift Structure shall:
    (a) Operate on the basis of two (2) twelve (12) hour day shifts followed by two (2)
    twelve (12) hour night shifts, followed by four (4) days off (ALPHA Shift Rotation)
    (b) Consist of an average of forty-two (42) hours per week over one (1) complete cycle
    of the shift schedule.
    (c) Annual Hours of Work for an EMT-P Employee shall consist of two thousand one
    hundred ninety (2.190) in each year of ful-time employment
    12.03 EMT Shift Structure shall consist of ALPHA Shift Rotation and BRAVO/DELTA Shift
    Rotation.
    (a) The ALPHA Shift Rotation shall consist of:
    (I) Two (2) twelve (12) hour day shifts followed by two (2) twelve (12) hour night
    shifts, followed by four (4) days off.
    (ii) Consist of an average of forty-two (42) hours per week over one (1) complete
    cycle of the shift schedule.
    (b) The BRAVO/DELTA Shift Rotation shall consist of a continuous rotation of four (4)
    consecutive twenty four (24) hour shifts comprised of Shift Core hours, Shift
    Floating Core hours, and Shift Standby hours, followed by four (4) consecutive
    twenty four (24) hour shifts off.
    Each twenty four (24) hour BRAVO/DELTA Shift in this BRAVO/DELTA Car
    Coverage Rotation shall consist of:
    (i) four point five (4.5) Designated Core Hours — consisting of office/work time
    (normally 0800-1230)
    (ii) seven point five (7.5) Floating Core Hours — consisting of office/work time
    which may float anywhere during the twenty four (24) hour BRAVO/DELTA
    Shift
    (ih) BRAVO/DELTA Shill Regular Core Hours — are the twelve (12) hours
    combining Designated Core Hours and Floating Core Hours which shall be
    paid at the EMT—As regular rate of pay in each twenty four (24) hour
    BRAVO/DELTA Shift.
    (iv) BRAVO/DELTA Shift Standby Hours — shall comprise twelve (12) hours in
    each twenty four (24) hour BRAVO/DELTA Shift which are compensated at
    the applicable shift standby rate of pay. During lhe shift standby hours the
    EMT-A must be available to respond to any Employer request for duty.
    (c) A full-time EMT shall work two thousand one hundred and ninety (2,190) regular
    hours of work in each year of full-time employment.
    (d) EMT’s are required to report for their tour of duty at 2000 hours the evening of their
    scheduled shift.
    (e) EMT’s on duty during BRAVO/DELTA Regular Core Hours shall perform
    duties/functions as required and as stated in their job description.
    12.04 Dispatch Shift Rotation:
    (a) shall consist of two (2) ten (10) hour day shifts commencing at 0730 hours and
    finishing at 1730 hours, followed by two (2) fourteen (14) hour night shifts
    commencing at 1730 hours and finishing at 0730. followed by four (4) consecutive
    days off.
    (b) fuN-time hours of work for EMT/EMD Employees shall consist of two thousand one
    hundred and ninety (2,190) hours in each year of full-time employment and which
    are paid at the Employee’s regular rate of pay.
    (c) shall average a maximum of forty eight (48) hours per week over one complete
    cycle of the shift schedule (i.e. eight (8) weeks).
    12.05 Employees may exchange shifts, partial shifts and/or days off with Employees in the
    same classification and the same employment status (i.e. regular Employee to regular
    Employee, or casual Employee to casual Employee) provided that:
    (a) both affected Employees submit the request in writing, giving reasonable notice
    and;
    (b) the Employer approves the exchange; and
    (c) operational efficiency is not disrupted; and
    (d) there is no increased cost to the Employer; and
    (e) the shift schedule shall be amended by the Employer to reflect the shifts being
    exchanged.
    (1) partial shift exchanges shall be limited to personal exchange of shift that does not
    require any change in pay administration
    Such approval shall not be unreasonably withheld.
    12.06 Employees called in to work and not required to commence work and/or who work two
    (2) hours or less shall receive a minimum of three (3) hours at their Basic Rate of Pay.
    12.07 Where an Employee, in the act of responding to, caring for, transporting a patient or
    performing routine duties required by the Employer, works more than sixteen (16) hours
    of Active Duty in a twenty four (24) hour shift, or more than sixteen hours of combined
    BRAVO/DELTA Core Hours plus Shift Standby duty shall be entitled to eight (8)
    consecutive hours of rest wherever operationally feasible before commencing his next
    scheduled shift, without loss of earnings.
    12.08 Hours of Work for a Casual Employee
    (a) A casual Employee may work any of the work shifts and rotations as described
    above at the applicable rates of pay for casual Employees.
    (b) Overtime rates of pay shall apply to a casual Employee as applicable to the shift
    structure worked by the casual Employee when the overtime occurs.
    (c) On-call rates of pay shall apply to casual Employees when applicable to the shift
    structure being worked by the casual Employee.
    1209 Schedule Posting and Schedule Changes (not applicable to Casual employees)
    (a) Unless otherwise agreed between the Association and the Employer, shift
    schedules shall be posted four (4) weeks in advance. If a shift schedule is changed
    after being posted, the affected Employees shall be provided with fourteen (14)
    days notice of the new schedule. In the event that an Employee’s schedule is
    changed in the new shift schedule and he is not provided with fourteen (14)
    calendar days notice, he shall be entitled to premium payment subject to the
    provisions of Article 12.09(b), (c), and (d).
    (b) Unless an Employee is given at least Fourteen (14) calendar days notice of a
    change of his scheduled days off he shall be paid two times (2.OX) his basic rate of
    pay for all hours worked on such day(s) unless such change is at the Employee’s
    request.
    (c) If, in the course of a posted schedule, the Employer changes the Employee’s
    scheduled shift (i.e. days to evenings, days to nights or evenings to nights) but not
    his day off he shall be paid at the rate of two times (2.OX) his basic rate of pay for
    all hours worked on the first shift of the changed schedule unless fourteen (14)
    calendar days notice of such change has been provided,
    (d) If, in the course of a posted schedule, the Employer changes the Employee’s shift
    start time by two (2) hours or more he shall be paid at the raLe of two times (2.OX)
    his basic rate of pay for those hours which constitute the change in the shift start
    time unless fourteen (14) calendar days notice of such change has been given.
    12.10 In the event that an Employee reports for work as scheduled and be-required by the
    Employer not to commence work but to return to duty at a later hour, he shall be
    compensated for that inconvenience by receiving three (3) hours pay at his basic rate of
    pay.
    12.11 Should an Employee report and commence work as scheduled and be required by the
    Employer to cease work prior to the completion of his scheduled shift and return to work
    at a later hour, he shall receive his basic hourly rate of pay for all hours worked with an
    addition of three (3) hours at his basic rate of pay for that inconvenience.
    12.12 Voluntary Additional Shifts
    (a) A “Voluntary List” shall be maintained of regular Employees who are available to
    perform such assignments which may consist of coverage for regular shifts, relief
    shifts, standbys or public relations work. Employees from the Voluntary list will be
    offered this work at their applicable rate of pay. Where the assignment of the
    additional shift results in the Employee exceeding sixty (60) hours of work in a
    week, averaged over a four week shift cycle, the overtime rate of pay shall apply.
    (b) The following functions are examples of standby and public relations work:
    Municipal Parades Local School Events
    Teaching Trade/Education Fairs
    Committee Work Concerts
    Mall Displays Rodeos/Equestrian Events
    Auto Races Car Seat Clinic

    13.01 (A) Overtime is all time authorized by the employer and worked by an employee
    in excess of his regularly scheduled shift, either immediately following or immediately
    preceding the normally scheduled shift, such hours shall be paid at two times (2x) the
    employee’s basic rate of pay, for all hours worked, this overtime payment wiV cease and
    the employee’s basic rate of pay will appy at the start of his next regularly scheduled
    shift.
    (b) In addition to overtime as described above, overtime rates of pay shall apply to
    hours worked in excess of the hours as described in Article 12.03 (b) (iii).
    13.02 Unless given fourteen (14) calendar days notice of the change, an Employee required
    by the Employer to work a scheduled day off will receive two times (2.OX) his basic rate
    of pay for all hours worked. This payment will cease and the Employee’s basic rate of
    pay will apply at the start of his next regularly scheduled shift.
    13.03 An Employee shall be allowed to bank overtime, to be taken as time off in lieu of
    payment for overtime. One (1) hour of overtime shall equal two (2) hours lieu time. This
    time off shall be taken at a time mutually agreed between the Employer and Employee.
    Banked overtime may be taken in conjunction with scheduled vacation. The hours
    banked would be reviewed on a bi-annual basis and if not used as time off by the bi
    annual review dates, the banked lieu time would be paid out at the applicable rate of
    pay. Overtime banking shall be subject to a maximum of forty eight (48) hours. If an
    Employee already has forty eight (48) hours in their bank, any additional overtime shall
    be paid in accordance with 13.01 (a). If an Employee has less than forty eight (48)
    hours in their overtime bank, they may bank overtime up to the forty eight (48) hour
    maximum.
    13.04 Notwithstanding the provisions of Article 13.03 the Employer requires fifteen (15) days
    notice when an Employee is requesting to use banked overtime hours as time off. This
    time off shall be taken at a time mutually agreed between the Employer and Employee.
    Employee requests received with less than fifteen (15) days notice shall be considered
    at the discretion of the Operations Director.
    14.01 The term Shift Standby” shall be deemed to mean any period during which an
    Employee is not working a regularly assigned shift, and during which time the Employee
    is placed on Shift Standby and must be available to respond without undue delay to any
    request to return to duty.
    (a) BRAVO/DELTA Shift Standby Hours as referenced in Article 12.03(b) (iv) are
    considered as Shift Standby for the purpose of this article
    14.02 Employer agrees to orovide compensation for “Shift Standby” at rate of three dollars
    and thirty cents ($3.30) aer hour for Employees working a BRAVO/DELTA Shift
    Rotation.
    14.03 Employer agrees to provide compensation for “Shift Standby” on all Named Holidays at
    the rate of four dollars and fifty cents ($4.50) per hour for Employees working a
    BRAVO/DELTA Shift Rotation.
    14.04 An Employee who is required to be called in during Shift Standby or called back outside
    of regular scheduled hours of work for emergency coverage (i.e. work assignments
    which occur after twelve (12) hours of “active duty” has been performed), shall be paid
    for all hours worked during the call back, at two (2X) times the Employee’s regular rate
    of pay.

    1501 WEEKEND PREMIUM
    (a) A weekend premium of three dollars and twenty five cents ($325) per hour shall
    be paid effective date of ratification to Employees working any hours between
    twenty hundred (2000) hours on Friday to eight hundred (0800) hours on Monday
    morning.
    (b) Effective date of ratification, Weekend Premium will apply to:
    (i) All hours worked in accordance with Article 12.02 (a), 1203 (a) (i), 12.03 (b)
    (Hi), and 12.04 (a)
    (H) All Overtime Hours in accordance with Article 13.01 (a) and (b)
    (iii) All Hours worked in accordance with Article 14.05
    15.02 NIGHT SHIFT PREMIUM
    Effective date of ratification, a night shift premium of five ($5.00) dollars per hour shall be
    paid to:
    (i) Employees on an ALPHA Shift Rotation for all hours between twenty-hundred
    (2000) and zero eight hundred (0800) during a scheduled shift
    (U) Employees on a Dispatch Shift Rotation for all hours between twenty-hundred
    (2000) and zero eight hundred (0800) during a scheduled shift
    (iH) Employees on a BRAVO/DELTA Shift Rotation for actual hours worked
    between twenty-hundred (2000) and zero eight hundred (0600) during a
    scheduled shift
    (iv) Employees working overtime hours which fall between twenty-hundred (2000)
    hours to zero eight hundred (0800) hours.
    15.03 (a) Night Shift and Weekend Premium shall not be considered part of the basic
    hourly rate of pay.
    (b) Night Shift and Weekend Premium shall be paid in addition to the overtime rate.
    (c) Where applicable, Night Shift Premium and Weekend Premium will be stacked.

    16.01 (a) The Employer shall provide the Union, within two months of the signing of this
    Collective Agreement, and in January and July of each year thereafter, a listing of
    Employees in order of seniority. For the purposes of this first Collective Agreement
    this list will be established based on the Employee’s original date of hire with
    WADEMSA, or its successor organizations, as a regular Employee.
    (b) For newly hired regular or temporary Employees, seniority with the Employer starts
    on the date on which the Employee commences employment in the bargaining
    unit.
    (c) For casual Employees whose status changes to regular or temporary or someone
    subsequently determined by the Labour Relations Board or agreed to by the
    parties as being in the bargaining unit, the seniority date” shall be established by
    dividing their continuous hours worked with the Employer by two thousand one
    hundred ninety (2,190).
    16.02 Seniority shall not apply during the probationary period; however, once the probationary
    period has been completed seniority shall be credited as provided in Article 16.01.
    16.03 Seniority shall be the determining factor in:
    (a) preference of vacation time;
    (b) layoffs and recalls, subject to the qualifications specified in Article 17;
    (c) promotions and transfers within the bargaining unit subject to the qualifications
    specified in Article 18.
    16.04 Seniority shall be considered broken, all rights forfeited, and there shall be no obligation
    to rehire:
    (a) when an Employee resigns or is terminated from his position with the Employer; or
    (b) upon the expiry of twelve (12) months following layoff during which time the
    Employee has not been recalled to work: or
    (c) if an Employee does not return to work on recall to his former classification and full-time
    equivalency.

    17.01 (a) In case it becomes necessary to reduce the work force by
    (i) reduction in the number of Employees; or
    (h) reduction in the number of regularly scheduled hours available to one (1) or
    more Employees,
    the Employer will notify the Union and all Employees who are to be laid off at least
    fourteen (14) calendar days prior to layoff, except that the fourteen (14) calendar
    days notice shall not apply where the layoff results from an Act of God, fire, or
    flood. If the Employee laid off has not been provided with an opportunity to work his
    regularly scheduled hours during fourteen (14) calendar days after notice of layoff,
    the Employee shall be paid in lieu of such work for that portion of the fourteen (14)
    calendar days during which work was not made available.
    (b) If the Employer proposes to layoff an Employee while he is on leave of absence,
    Workers’ Compensation or absent due to illness or injury he shall not be served
    with notice under sub-article 17.01(a) untfl he has advised the Employer of his
    readiness to return to work,
    (c) When nolice of layoff is delivered to an Employee in person, the Employee may be
    accompanied by a representative of the Union, if one is available,
    17.02 (a) Layoff shall be in reverse order of seniority, however the Employer shall have the
    right to retain Employees who would otherwise be laid off when layoff in
    accordance with this Article would result in retaining Employees who are not
    capable and quaHfied of performing the work required.
    (b) The parties shall discuss the appropriate application of the above clause.
    17.03 Recall
    (a) When increasing the work force, recalls shall be carried out in order of seniority
    provided the Employee is capable and qualified of performing the work required.
    (b) The method of recall shall be by telephone and, if such is not possible, by double
    registered letter sent to the Employe&s last known place of residence. The
    Employee so notified will return to work as soon as possible but, in any event, not
    later than five (5) days following either the date of the telephone call or the date the
    letter was registered.
    (c) (i) The Employer shall endeavor to offer opportunities for casual work to laid off
    Employees in order of their seniority before assigning the work to a casual
    Employee, providing the laid off Employee is qualified and capable of
    performing the work required.
    (ñ) Notwithstanding the provisions of Article 17.03(c)O), where the Employer has
    a multi-site facility, casual work shall first be made available to laid off
    Employees of the specific location from which the Employee was laid off.
    (iii) A laid off Employee may refuse an offer of casual work without adversely
    affecting his recall status.
    (iv) An Employee who accepts an offer of casual work shall be governed by the
    Collective Agreement provisions applicable to a casual Employee, however,
    such Employee’s recall status and seniority standing upon recall sna!l not be
    affected by the period of casual employment.
    (d) For the purpose of this clause “Casual Work’ shall mean:
    (i) work on a call-basis which is not regularly scheduled;
    (ii) regularly scheduled work for a period of three (3) months or less for a specific job: or
    (iii) work to relieve for an absence the duration of which is anticipated to be three
    (3) months or less.
    (e) Notwithstanding the provisions of Article 16.04, ii an Employee is recalled for any length of time, other than for Casual Work, then that Employee’s period of recall
    rights starts anew.
    1704 No new regular or temporary Employees will be hired while there are other Employees within the local unit on layoff as long as laid oft Employees are qualified and capable of performing the work required.
    17.05 In the case of layoff, the Employee shall accrue sick leave and earned vacation for the
    first (1) month The Employee’s increment date shall also be adjusted by the same
    amount of time as the layoff and the new increment date shall prevail thereafter.
    Employees shall not be entitled to Named Holidays with pay which may fall during the period of layoff.

    18.01 Where the employer decides to fill a vacant bargaining unit position on a permanent basis, such a
    vacancy shall be posted a minimum of eight (8) calendar days prior to fUifrig the position.
    18.02 Where circumstances require the Employer to fill a posted vacancy before the expiry of the eight (8) calendar days, the appointment shall be made on a temporary or relief basis only.
    18.03 Promotion and the filling of vacancies within the bargaining unit shall be based upon qualifications established by the Employer. Employees shall be entitled to bid for posted vacancies by means of written application submitted as directed before the deadline
    date and time.
    18.04 (a) In making promotions and transfers, experience, performance and qualifications applicable to the position shall be the primary consideration. Where these factors
    are adjudged by the Employer to be relatively equal, seniority shall be the deciding factor.
    (b) First consideration in filling vacancies shall be given to Employees who are already members of the bargaining unit, provided the employee is capable and qualified of performng the work required.
    18.05 Where, in the Employer’s coinion, there is no bargaining unit applicant who satisfactorUy
    meets the level of qualifications establisned for the position, the Employer may hire from
    any source.
    1806 The notice of posting referred loin Article 18.01 shall contain the following information.
    (a) duties of the position;
    (b) qualifications required;
    (c) hours of work;
    (d) status of position, and expected term if a temporary position; and
    18.07 (a) Where a vacancy for a temporary position has been filled by the appointment of a
    regular full-time or part-time Employee, and where, at the completion of the
    expected term of the temporary position, the Employer decides that the Employee
    is no longer required in that position, he shall be reinstated in his former position. If
    such reinstatement is not possible, the Employee shall be placea in another
    suitable position. Such reinstatement or placement shall be without loss of seniority
    and at not less than the same rate of pay to which the Employee would be entitled
    had he remained n his former position.
    The reinstatement or placement of an Employee in accordance with this article or
    with Article 18.08 shall not be construed as a violation of the posting provisions of
    Article 18.01.
    (b) Where a vacancy for a temporary position has been filled by the appointment of a
    casual Employee, and, where, at the completion of the expected term of the
    temporary position, the Employer decides that the Employee is no longer required
    in that position, he shall be reinstated to casual status.
    18.08 Al! transfers and promotions shall be on a trial basis. The transferred or promoted
    Employee will be given a trial period of up to one thousand and ninety five (1,095) hours
    in which to demonstrate his ability to perform the new tasks to the satisfaction of the
    Employer. Should such an Employee fail to succeed or request a transfer back to her
    former position during the aforementioned trial period, the Employer will make sincere
    efforts to reinstate the Empioyee into his former position, or, if such reinstatement is not
    possible shall attempt to place the Employee in another suitable position. Such
    reinstatement or placement shall be without loss of seniority, and at not Tess than the
    same rate of pay to which the Employee would be entitled had he remained in his
    former position.
    18.09 When, because of inability to perform the functions of a position or because of ill health,
    an Employee is transferred to a classification to which is assigned a lower salary scale,
    his rate will be adjusted immediately to the step in the lower scale that will result in the
    recognition of service from the date the current period of continuous employment
    commenced.
    1810 When an Employee is promoted to a classification to which is assigned a higher salary
    scale, the salary of such promoted employee shall be advanced to that step in the new
    scale which is next higher than his current rate or to the step which is next higher again
    if such salary ncrease is less than the Employee’s next normal increment on the former
    salary scale. In the event that a promoted Employee is at the last increment in the scale
    for the classification held prior to the promotion, his salary shall be advanced to that
    step in the scale which is next higher than his current rate, or if such salary increase is
    less than the Employee’s last normal annual increase, he shall be advanced to the step
    which is next higher again in the scale.
    18.11 An Employee’s anniversary date for the purpose of qualifying for an annual increment
    shall not be changed as a result of a promotion.
    18.12 The Employer shall forward copies of the posting of vacancies of all positions within the
    bargaining unit as outlired in Article 18.01 to the Union local unit Chair within seven (7)
    calendar days of the posting.
    18.13 The Union’s Local Unit Chair and the Labour Relations Officer responsible for servicing
    the bargaining unit 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.

    19.01 Full-time Employees shall be entitled to 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:
    (a) the Province of Alberta; or
    (b) the Government of Canada.
    19.02 To qualify for a Named Holiday with pay the Employee must:
    (a) work the scheduled shift immediately prior to and immediately following each
    holiday, except where the Employee is absent de to illness or other reasons
    acceptable to the Employer;
    (b) work on the Named Holiday when scheduled or required to do so.
    1903 Day” as referenced in this article shall be defined as the applicable hours paid at the
    regular rate of pay for the shift worked on the Named Holiday.
    19.04 An Employee obliged, in the course of duty to work on a Named Holiday shall be paid
    for all hours worked on a Named Holiday at two and one-half times (2 14 X) his basic
    rate of pay.
    1905 An Employee obliged, in the course of duty to work on Christmas and the August Civic
    Holiday shall be paid for all hours worked on the Named Holiday at two and one half (2
    1/2 X) at his basic rate of pay plus an alternate day to be taken as follows:
    (i) one (1) days’ pay; or
    (U) an alternate day off at a mutually agreed time; or
    (iii) by mutual agreement, a day added to her next annual vacation; or
    (iv) failing mutual agreement within thirty (30) calendar days as to the option
    to be aophed, it shall be deemed that payment of one (1) days’ pay at the
    basic rate of pay is desired;
    1906 When a Named Holiday falls during an Employee’s annual vacation, the Employee shall
    receive:
    (a) at the written request of the Employee, payment of one (1) day’s pay; or
    (b) an alternate day off at a mutually agreed time, to be booked within thirty (30)
    calendar days of each named holiday’s accrual; or
    (c) by mutual agreement, a day added to his annual vacation; or
    19.07 (a) No payment shall be due for a Named Holiday which occurs during
    (i) a layoff, or
    (ii) all forms of leave during which an Employee is not paid.
    (c) No additional payment shall be due for a Named Holiday which occurs during a
    period when an Employee is receiving Long Term Disability or Workers’
    Compensation benefits.

    20,01 ‘Date of Employment” shall mean;
    (a) in the case of an Employee whose employment commenced between the first (1M)
    and fifteenth (15t9) days inclusive of any month, the first day of that calendar
    month; or
    (b) in the case of an Employee whose employment commenced between the sixteenth (161h) and the last day inclusive of any calendar month the first (?‘) day of the
    following calendar month.
    (c) Subject to Article 21.01(e), during each year of continuous service in the employ of
    the Employer, an Employee shall earn vacation with pay in proportion to the
    number of months worked during the vacation year, lo be taken in the following
    vacation year except as provided in Art,cle 20.06. For Part-time Employees
    ‘months worked” shall be based on hours compensated at the regular rate of pay.
    The rate at which vacation is earned shall be governed by the total length of
    employment as follows:
    20.02 Vacation Entitlements:
    (a) during the first year of continuous full-time employment, an Employee shall earn
    entitlement to vacation based on one hundred and forty four (144) hours
    (b) during each of the second (2r4) to ninth (gth) years of continuous full-time employment
    an Employee shall earn entiflement to vacation based on one hundred and ninety-two
    (192) hours.
    (c) during each of the tenth (101) to nineteenth (19th) years of continuous full-time
    employment an Employee shall earn vacation based on two hundred and forty (240)
    hours
    (d) during each of the twentieth (20th) and subsequent years of full-time employment an
    Employee shall earn vacation based on two hundred and forty (240) hours.
    (e) for the purpose of determining compensation for vacation taken on ALPHA work shifts,
    a full ALPHA work shift is treated as twelve (12) hours of vacation time from the
    Employee’s vacation bank which shall be compensated at the Employee’s basic rate
    of pay.
    (fl for the purpose of determining compensation for vacation taken on the BRAVO/DELTA Shift Rotation is treated as twelve (12) hours of vacation time from the
    Employee’s vacation bank which shall be compensated based on twelve hours (12)
    paid at the Employee’s basic rate of pay.
    20.03 An Employee leaving the service of the Employer at any time before he has exhausted the
    vacation credits to which he is entitled, shall receive a proportionate payment of salary in
    heu of such eamed vacation.
    20.04 All Employees shall submit their vacation requests to the Employer prior to April 1, and prior
    to October 1, of each year and approval of vacation time requested shall be made or denied
    by the Operations Director no later than thirty days after the deadline date of request.
    (a) Seniority shall be considered when there is a dispute regarding a preference for the
    time that vacation is to be taken. Employees failing to exercise seniority rights within
    two (2) weeks of the deadline dates that Employees are asked to choose a vacation
    time shall not be entitled to exercise their seniority rights in respect to any vacation
    time previously selected by an Employee with less seniority.
    (b) An Employee may submit a vacation request after the deadline dates. Approval or
    denial shall be based on a first come, first served basis and shall be subject to
    approval of the Operations Director based on operational feasibility,
    20.05 No Employee may continue to work and draw vacation pay in lieu of taking their vacation.
    20.06 All vacation eamed in one vacation year shall be taken during the next year following, at a mutually agreeable time, except that an Employee may be permitted to carry forward a
    portion of vacation entitlement to the next vacation year.
    20.07 Notwithstanding Article 20.06 above an Employee shall have the right to utilize vacation
    credits during the vacation year in which they are earned provided the following conditions
    are met;
    (a) such utilization does not exceed the total credits earned by an Employee at the time of
    taking vacation; and
    (b) such vacation is taken at a mutually agreeable time
    20.08 An Employee may request vacation leave during any period of the year.
    20.09 Upon the request of the Employee earned vacation credits may be divided into more than
    one vacation period if approved by the Operations Director. The periods may be divided into blocks as small as one day at a time unless otherwise mutually agreed.
    20.10 Unless given four (4) weeks notice of an alteration to his scheduled vacation period, an Employee required by the Employer to work during his vacation period will receive the
    applicable overtime 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 his next regularly scheduled shift. The time so worked will be rescheduled as vacation leave with pay to be added to the
    vacation period, when possible, or the Employee will be granted equivalent time off in
    lieu thereof at a mutually agreed later date. With the approval of the Employer, an Employee may elect to receive payment at the basic rate of pay in lieu of the
    aforementioned time off.
    20.11 Vacation for Casual Employees:
    (a) A Casual Employee shall be paid, in addition to his basic rate of pay, six percent
    (6%), eight percent (8%), ten percent (10%) or twelve percent (12%) 01 his regular
    earnings in lieu of vacation, whichever is applicable to years of service as per
    Article 20.02 (6).
    (b) A Casual Employee shall not be scheduled to work or be placed on call for three
    (3) weeks during each vacation year. Such vacation may be applied for during any
    period of the year, but shall be taken at a mutually agreeable time. Additional leave
    will be granted during each vacation year as applicable depending on vacation
    entitlements.
    (c) Only those regularly scheduled hours and additional hours paid at the basic rate of
    pay and on a Named Holiday, and periods of sick leave with pay will be recognized
    as regular earnings for the purpose of determining vacation pay.

    21.01 General Policies Covering Leaves of Absence
    (a) An application for leave of absence shall be made, in writing, to the Employer as
    early as possible. The application shall indicate the desired dates for departure and
    return from the leave of absence.
    (b) The Employer will respond to such request no later than 30 days from the date the
    request was received.
    (c) An Employee who has been granted leave of absence of any kind and who
    overstays such leave without permission of the Employer shall be deemed to have
    terminated his employment unless a justifiable reason can be established by the
    Employee.
    (d) Except as provided in Article 21.01(d), where an Employee is granted a leave of
    absence of more than a month’s duration, and that Employee is covered by any or
    all of the plans specified in Artcle 34, that Employee may, subject to the Insurer’s
    requirements, make prior arrangement for the prepayment of the full premiums for
    the applicable plans at least one (1) pay period in advance. The time limits as
    provided for in this Article may be waived in extenuating circumstances.
    (e) For the portion of Maternity Leave during which an Employee has a valid health
    relates reason for being absent from work and who is in receipt of sick leave or
    LTD. benefit plan premium payments shall be administered in the same fashion as
    an Employee absent due to illness.
    (f) The Employee shall continue to accrue sick leave and vacation entitlement during
    the first thirty (30) days of the leave of absence.
    (g) Leave of absence without pay may be granted to an employee at the discretion of
    the Employer and the Employee shall not work for gain during the period of leave
    of absence except with the express consent of the Employer. Where approval is
    denied, the Employer will respond in writing and reasons shall be given.
    h) An Employee’s anniversary date for salary increment purposes shall not change
    unless the duration of the leave exceeds thirty (30) days.
    21.02 Special Personal Leave
    (a) If an Employee is unable to report to work as the result of:
    (i) illness or appointments in the immediate family requiring the Employee’s
    personal attention, or;
    (U) immediate or urgent family circumstances, not foreseeable by or beyond the
    control of the Employee, that can only be resolved by the Employee’s
    personal attention, or;
    (iii) providing palliative care to a member of the immediate family who requires it.
    (b) The Employer shall approve Special Personal Leave in such circumstances to a
    maximum of four (4) days without loss of pay in each calendar year: any requests
    for additional leave shall be subject to the provisions of Article 21.01. The
    Employee may be required to submit satisfactory proof of the illness, appointment
    or important family circumstance, and the family relationship. For the purpose of
    this article, immediate family shall be as per Article 21.08 (a)().
    21.03 Union Business
    (a) Insofar as the regular operation of the Employer will permit, Employees may, upon
    not less than fourteen (14) calendar days notice, be granted a leave of absence
    without pay, to attend business meetings, schools, seminars and conventions in
    connection with the Union’s affairs.
    (b) A maximum of two representatives of the Union shall be granted time off without
    pay in order to participate in Collective Bargaining with the Employer or its
    Bargaining Agent.
    (c) The local unit representative or his alternate shall, subject to operational
    requirements, be allowed time away from assigned duties without loss of regular
    pay to carry out his functions as provided in this Collective Agreement. The local
    unit representative shall obtain permission for such leave from the Operations
    Director or his designate.
    (d) The Union agrees to reimburse WADEMSA for actual salary paid to the employee
    whi1e on leave plus an administrative charge of fifteen percent (15%).
    21.04 Parental Leave
    (a) An Employee who has completed her probationary period shall, upon her written
    request, be granted Maternity Leave to become effective six (6) weeks immediately
    preceding the date of delivery or such shorter period as may be requested by the
    Employee, provided that she commences Maternity Leave no later than the date of
    delivery. 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 or LTD (see Article
    21.04(e). Maternity Leave shall not exceed twelve (12) months unless an extension
    is granted by the Employer. Request for an extension due to ill health of the mother
    or the child shall not be unreasonably denied. Such extension, when granted, shall
    not exceed an additional six (6) months.
    (b) A pregnant Employee, whose continued employment in her position may be
    hazardous to herself or to her unborn child in the written opinion of her physician,
    may request a transfer to a more suitable position if one is available. Where no
    suitable position is available, the Employee may request Maternity Leave as
    provided by Article 2104(a) if the Employee is eligible for such leave. In the event
    that such Maternity Leave must commence in the early stages of pregnancy which
    results in the need for an absence from work longer than nine (9) months, the
    Employee may request further leave without pay as provided by Article 21.01.
    (c) A father-to-be who has completed his probationary period shall, upon his written
    request, be granted an unpaid leave to commence two (2) weeks prior to the
    delivery or such shorter period as may be mutually agreed between the Employee
    and the Employer. Such leave shall be without pay and benefits and shall not
    exceed twelve (12) months.
    (d) An Employee absent on Parental Leave shall provide the Employer with six (6)
    weeks written advance notice of her readiness to return to work following which the
    Employer will reinstate her in the same position held by her immediately prior to
    taking such leave and at the same step in the salary scale or provide her with
    alternate work of a comparable nature at not less than the same step in the salary
    scale and other benefits that accrued to her up to the date she commenced the
    leave.
    (e) Notwithstanding the provisions of Article 21.04(a) an Employee may make prior
    arrangements with the Employer to prepay the full cost of benefits premiums
    (Employer and Employee portion) as per Article 2101(c) of the Collective
    Agreement.
    21.05 Adoptive Parent Leave
    An Employee who has completed the probationary period shall be granted leave of
    absence without pay and benefits for a period of up to twelve (12) months in duration for
    the purpose of adopting a child provided that:
    (a) he makes written request for such leave at the time the application for adoption is
    approved and keeps the Employer advised of the status of such application; and
    (b) he provides the Employer with at least one (1) days notice that such leave is to
    commence.
    21.06 Paternity Leave
    Paternity leave of one (1) working day with pay shall be granted upon the written
    request of a male employee to enable such Employee to attend to matters directly
    related to the birth of his child. In extenuating circumstances, additional paternity leave
    may be granted.
    21.07 Educational Leave
    All educational leave granted with pay by the Employer must demonstrate a benefit to
    the organization.
    (a) The parties to this Collective Agreement recognize the value of continuing
    education for each Employee and recognize that continuing education may be
    deemed necessary for Employees covered by this Collective Agreement and
    recognize lhat the responsibility for such continuing education lies not only with the
    individual but also with the Employer.
    (b) A paid leave of absence and/or reasonable expenses may be granted to an
    Employee at the discretion of the Employer to enable the Employee to participate in education programs.
    (c) Should the Employer direct an Employee to participate in a specific program, such
    Employee shall be compensated in accordance with the following:
    (i) For program attendance on regularly scheduled working days, the Employee
    shall suffer no loss of regular earnings.
    (H) For hours in attendance at such program on regularly scheduled days off, the
    Employee shall be paid at his basic rate of pay to a maximum of twelve (12)
    hours per day.
    The Employer will pay the cost of the course including tuition fees,
    reasonable travel and subsistence expenses subject to prior approval.
    (d) Whie on educational leave without pay:
    (i) an Employee shall not accrje sick leave or vacation credits unless such
    leave is less than tnirty (30) days:
    (ii) an Employee’s anniversary date for salary increment purposes shall not
    change unless the duration of the leave exceeds twelve (12) months, in which
    case the anniversary dale shall be delayed by the amount of time by which
    the leave exceeds twelve (12) months, and the newly established
    anniversary date shall prevail thereafter,
    (iii) An Employee absent on approved education leave shall be reinstated by the
    Employer in the same position and classification held by him immediately
    prior to taking such leave or be provided with alternate work of a comparable
    nature.
    2108 Bereavement Leave
    (a) Bereavement leave with pay of:
    (i) seven (7) consecutive calendar 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 and step-sister
    shall be considered as members of the Employee’s immediate family. 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 year before the death,
    (H) seven (7) consecutive calendar 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, legal
    guardian, grandparent, and grandchild).
    (b) In extenuating circumstances Bereavement Leave may be extended upon written
    request by the Employee to the Employer, and it shaH be at the Employer’s
    discretion to grant additional Bereavement Leave.
    (c) Notwithstanding the provisions of Article 21.08(a) and (b), where special
    circumstances exist, an Employee may request that bereavement leave be divided
    into two periods. Such request is subject to the approval of the Employer. In no
    circumstances however shall an Employee be eligible for more days off with pay
    than he would have been eligible to receive had the bereavement leave been taken
    in one undivided period.
    (d) In the event of the death of another relative or friend, the Employer may grant time
    off with pay to attend the funeral service.
    21.09 Bereavement Leave – Part-Time Employees
    In calculating paid bereavement leave entitlement for part-time Employees, the
    provisions of Article 21.08 shail apply only to regularly scheduled working days which
    fall durng a seven (1) calendar day period, commencing with the date of deatn.
    21.10 Professional Development Leave
    (a) Upon written application to the Employer, a regular Employee may request a leave
    of absence without pay for reasons of professional development which the
    Employer views as beneficial to the organization. A regular Employee shall be
    eligible for consideration of professLonal development leave after completing two
    (2) years of continuous lull-time service, or equivalent hours based on two
    thousand one hundred and ninety (2,190) hours per year exclusive of overtime
    hours worked. Such leave shall not exceed twelve (12) consecutive calendar
    months in an unbroken manner.
    (b) Where a regular Employee has received a professional development leave, such a
    regular Employee will not be eligible for another professional development leave
    until they have completed three (3) consecutive years of lull-time employment from
    the date they returned from the previous prolessonal development leave.
    (c) During such profess;onal leave the Employee shall be accountable for both
    Employer and Emoloyee portions of all benefits should the employee choose to
    continue his benefits. Sick time and vacation shall not be accrued during the
    approved professional leave of absence.
    (d) An Employee absent on approved professional development leave shall be
    reinstated by the Employer in the same position and classification held by him
    immediately prior to taking such leave or be provided with alternate work of a
    comparable nature.
    2111 Military Leave
    (a) The Employer shall grant unoaid leave to an Employee to participate in required
    military training, or active military duty. Such leave will be govemed by Article
    21.01, except that pay associated with military duty shall not be seen as a violation
    of Article 21.01 (g).
    21.12 Public Office Leave
    (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 so that an Employee may be a candidate in federal, provincial or
    municipal elections. Such leave will be governed by Article 21,01.
    (b) Employees who successfully attain public office shall be granted a further leave of
    absence without pay to permit them to fulfill the duties of that office.
    (c) An Employee who has been on public office eave shall be reinstated by the
    Employer in the same posit1on and classification held by her immediately prior to
    taking such leave or be provided with aternate work of a comparable nature.
    21.13 PersonalDay
    Full-time employees who are in the employ of the Employer on April 1 shall be
    granted one (1) Personal Day in that year. The Personal Day shall be scheduled
    at a time mutually agreed upon between the Employer and the employee, lithe
    Personal Day is not taken by the last day of March in the following year, it shall be
    paid out at the employee’s basic rate of pay.

    22.01 New Classifications
    If the Employer creates a new classification within the scope of the bargaining unit, or if
    an existing classification is added to the bargaining unit, the following shall apply:
    (a) The Employer shall provide written notice to the Union of the classification title and
    proposed pay rates for the classification.
    (b) If the Union does not agree with the proposed pay rates the parties shall, within
    thirty (30) days of the creation or inclusion of the classification, meet and attempt to
    agree upon a pay scale for the classification.
    (c) lithe parties are unable to agree upon a pay scale, the Union may refer the matter
    to mediation/arbitration at Step 3/4 of the Grievance ProcedureS
    (d) During the conduct of the processes described above, the Employer may establish
    an interim rate of pay and fill positions within the classification pending the
    outcome of the processes, on the understanding that the ultimate pay rate shall be
    retroactive to the date of creation of the classification
    22.02 Position Classification Review
    (a) An Employee who feels his position is improperly classified may apply to the
    Operations Director to have the classification reviewed.
    (b) (i) Where the review concerns an Employee-initiated request for reclassification,
    the Operations Director’s decision is final.
    (ii) The Operations Director’s decision shall be rendered within thirty (30) days of
    the request.
    (iii) An Employee who initiates a request under this clause is entitled to the
    assistance of a Union Representalive.
    (iv) Where the review concerns an Employer-initiated downgrading of
    classification, the affected Employee may appeal the Operations Director’s
    decision within thirty (30) days through the Grievance Procedure, including
    Arbitration, if necessary.

    23,01 The Employer agrees to draw up job descriptions for all classifications within the scope
    of Ibis Agreement. These job descriptions and any changes thereto shall be provided to
    the Union and to the Employee.

    24.01 (a) Sick leave is provided by the Employer for any illness, quarantine by a Medical Off cer
    of Health, or because of an accident for which compensation s not payable under The
    Workers Compensation Act.
    (b) The Employer recognizes that alcoholism! drug addiction and mental illness are
    illnesses which can respond to therapy and treatment, and that absence from work
    due to such therapy shall be considered sick leave.
    24.02 An Employee shall be allowed a credit for sick leave computed from the date of
    employment at the rate of twelve (12) hours for each full month of employment up to a
    maximum credit of four hundred and thirty two hours (432) hours.
    24.03 An Employee granted sick leave shall be paid for the period of such leave at his basic rate
    of pay, and the number of hours thus paid shall be deducted from his accumulated sick
    leave credits up to the total amount of the Employee’s accumulated credits at the time sick
    leave commenced.
    24.04 Employees may be required to submit satisfactory proof to the Employer of any illness,
    non-occupational accident, or quarantine.
    24.05 When an Employee has accrued the maximum sick leave credits of four hundred thirty-two
    (432) hours, he shall no longer accrue sick leave credits until such time as his total
    accumulation is reduced below the maximum. At that time he shall recommence
    accumulating sick leave credits.
    24.06 Except as otherwise specifically provided in this Collective Agreement sick leave pay shall
    not be granted during any leave of absence.
    24.07 Sick leave credits shall accrue for the first 30 days during periods of illness, injury, layoff,
    and/or leaves of absence in excess of 30 days.
    24.08 (a) No sick leave shall be granted for any illness which is incurred once an employee
    commences his vacation; in this event, the Employee will be receiving vacation pay.
    For the purpose of this Article, vacation is deemed to have commenced on the
    completion of the last regularly scheduled shift worked prior to the vacation period
    inclusive of scheduled days off.
    (b) Sick leave shall be granted:
    (i) if an Employee becomes ill during his vacation as stated in Article 24.08(a)
    above, only after the expry of the Employee’s vacation and provided the illness
    continues beyond his vacaton;
    (H) 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 hours paid within the scheduled
    vacation period shall be considered as vacation hours not taken and may be
    rescheduled lo a later date.
    (0) Notwithstanding the provision of Article 24.08(a), should an Employee demonstrate to
    the satisfaction of the Employer that he was admitted to hospital as an ‘in patient”
    during the course of his vacation, he shall be considered to be on sick leave for the
    period of hospitalization and subsequent period of recovery provided he notifies his
    Employer upon return from vacation and provides satisfactory proof of his
    hospitalization. Vacation time not taken as a result of such stay in the hospital shall be
    rescheduled to a mutually agreeable time.
    24.09 An Employee may request in writing once a year the status of his sick leave entitlement.
    24.10 Sick Leave — Part-Time and Temporary Employees
    Amend Article 24.02 to read:
    Part-time and Temporary Employees shall be allowed a credit for sick leave computed from
    the date of employment at the rate of twelve (12) hours for each full month of employment,
    pro-rated to the regularly scheduled hours he works each month, up to a maximum credit of
    four hundred and thirty two hours (432) hours.

    25.01 Except for the dismissal of an Employee serving a probationary period, there shall be
    no dismissal or discipline except for just cause.
    25.02 Unsatisfactory conduct by an Employee which is not considered by the Employer to be
    serious enough to warrant suspension or dismissal may result in a written warning to
    the Employee with a fax or e-mail copy, where possible, to the Union’s office within two
    (2) working days, and a copy of the original letter to the Union office within five (5)
    working days of the disciplinary action. The written warning shall indicate that it is
    disciplinary action.
    25.03 Unsatisfactory performance by an Employee which is considered by the Employer to be
    serious enough to be entered on the Employee’s record, but not serious enough to
    warrant suspension or dismissal, may result in a written warning to the Employee with a
    fax or e-mail copy, where possible, to the Union’s office within two (2) working days, and
    a copy of the original letter to the Union’s office within five (5) working days of the
    disciplinary action. The written warning shall indicate that it is disciplinary action. It shall
    state a definite period in which improvement or correction is expected and, at the
    conclusion of such time, the Employee’s performance shall be reviewed with respect to
    the discipline. The Employee shall be informed in writing of the results of the review. The
    assignment of an improvement or correction period shall not act to restrict the
    Emoloyer’s right to take further action during said period should the Employee’s
    performance so warrant,
    25.04 The procedures stated in Articles 25.02, 25.03 and 25.10 do not prevent immediate
    suspension or dismissal for just cause.
    2505 An Employee who has been suspended or dismissed shall receive from the Employer,
    in writing, the reason(s) for suspension or dismissal, and a copy of the letter shall be
    sent to the Union within two (2) working days.
    25.06 Any written documents pertaining to disciplinary action or dismissal shall be removed
    from the Employee’s file when such disciplinary action or dismissal has been grieved
    and determined to be unjustified.
    25.07 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 his record be
    cleared of that disciplinary action. The Employer shall confirm in writing to the Employee
    that such action has been effected, subject to the Employee having no further instances
    of similar conduct during the two year period.
    25.08 An Employee who is dismissed shall receive his termination entitlements at the time he
    leaves, subject to return of Employer property within seven (7) days of date of
    termination.
    2509 For purposes of this Article, a working day shall mean consecutive calendar days
    exclusive of Saturdays, Sundays and Named Holidays specified in Article 19.
    25.10 When circumstances permit, the Employer shall provide at least twenty four (24) hours advance notice to an Employee required to meet with the Employer for the purposes of
    discussing or issuing discipline. The Employee may be accompanied by a representative of the Union at such meeting.

    26.01 An Employee shall provide to the Employer twenty eight (28) calendar days notice,
    where possible, and at any rate shall, provide the Employer with a minimum of fourteen
    (14) calendar-days notice of his desire to terminate his employment under any
    circumstance.
    26.02 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 he is entitled
    on the day on which he terminates his employment, subject to return of Employer
    property within seven (7) days of the date of termination.
    26.03 Pro rata vacation pay on termination of employment will be paid in accordance with
    service rendered 1 proper notification is given. If proper notification (minimum fourteen
    (14) days) is not given, the Employee will be paid in accordance with the Employment
    Standards Code.
    26.04 An Employee shall be deemed to have terminated his employment when:
    (a) he is absent from work without good and proper reason and/or the approval of the
    Employer; or
    (b) he does not return from leave of absence or vacation as scheduled; or
    (c) he does not return from layoff as required, or upon the expiry of twelve (12) months
    following layoff during which time the Employee has not been recalled to work.
    26.05 If the required notice of termination is given, an exit interview with the Employer shall be granted at the Employees request prior to termination.

    2701 Basic salary scales and increments shall be as set out in the Salaries Appendix and
    shall:
    (a) be effective on the dates specified therein;
    (b) be applicable to an Employee employed in a designated classification only when
    such classification has been created within the work force of the Employer and falls
    within the scope of this bargaining unit;
    (c) form a part of this Collective Agreement.
    27.02 (a) Unless otherwise changed by the operation of this Collective Agreement, salary
    increments for regular full-time Employees shall be applied on the appropriate
    anniversary of the date the Employee commenced employment with the Wheatland
    and Adjacent Districts Emergency Medical Service Association as a regular fulltime
    Employee.
    (b) Unless otherwise changed by the operation of this Collective Agreement, a regular
    part-time Employee who has had a change in status to a regular full-time
    Employee shall have his anniversary date established based on hours paid at the
    basic rate of pay with the Employer at the increment level such Employee was
    entitled to receive immediately prior to his change in status.
    27.03 When determining the equivalent monthly rate, the following equation shall be used:
    Basic Hourly Rate X 2,190 = Monthly Salary
    12
    27.04 Part-time, Temporary and Casual – Increment
    Notwithstanding the time periods stated for increment advancement in the Salaries
    Appendx, Regular Part-time, Temporary and Casual Employees to whom these
    provisions appy shall be entitled to an increment on the satisfactory completion of two
    thousand one hundred and ninety (2,190) hours of work and further increments on the
    satisfactory completion of each period of two thousand one hundred and ninety (2,190)
    regular hours of work thereafter until the maximum rate is attained.
    27.05 Temporary and Casual Employees – Change of Status
    (a) A temporary or casual Employee who transfers to regular full-time or regular parttime
    employment with the Employer shall be credited with the following
    entitlements earned during his period of employment, provided not more than six
    (6) months have elapsed since he last worked for the Employer
    (i) salary increments;
    (ii) vacation entitlements; and
    (iii) seniority.
    (d) A temporary Employee shall also be credited with sick leave earned and not taken
    during his period of temporary employment.
    27.06 Regular Employees — Change of Status
    (a) A Regular Employee who transfers to casual employment with the Employer shall
    remain at his current pay step and shall maintain all hours worked towards his next
    increment.
    (b) A Regular Employee who transfers to casual employment will remain at his allotted
    rate of vacation applicable to his years of service,
    27.07 Pay days shall be established by the Employer who shall endeavor to pay Employees
    no less frequently than monthly, by direct bank deposit.
    27.08 Any Employee whose employment has terminated prior to the date upon this
    Agreement is signed by the Parties, would be eligible to receive retroactively, any increase in salary which he would have received but for the termination of
    employment, only upon submitting to the Employer during the period between the start
    date of the term of this Collective Agreement and ninety (9D) calendar days after the
    signing of this Collective Agreement, a written application for such retroactive salary.
    27.09 When an Employee is assigned to a job on a temporary basis, at a lower rate of pay,
    the Employee shall be paid at the rate of the classification of their permanent position.
    This shall only apply to the Emergency Medical Technician -Paramedic and Emergency
    Medical Technician classifications.

    28.01 Salary recognition shall be granted for all regular Employees’ work experience satisfactory to the Employer, (including experience in the private sector) provided not more than two (2) years have elapsed since such experience was obtained as outlined in the following guidelines: (a) one (1) annual increment for one (1) years experience within :he last three (3) years; (b) two (2) annual norements for two (2) years experience withr the last four (4) years; (c) three (3) annual increments for three (3) years experience within the last five (5) years; (d) four (4) annual increments for four (4) years experience within the last six (6) years; (e) five (5) annual increments for five (5) years experience within the last seven (7) years; (f) six (6) annual increments for six (6) years experience within the last eight (8) years; (g) seven (7) annual increments for seven (7) years experience within the last nine (9) years; (h) eight (8) annual increments for eight (8) years experience within the last ten (10) years; (I) nine (9) annual increments for nine (9) years experience within the last eleven (11) years; 28.02 Additional time worked, measured in monthly units, and not credited for purposes of initial placement on the salary scale shall be applied towards the calculation of the next increment, 28.03 The Employer shall advise all Employees in writing at the time of hire as to the pay grade and step in the Salaries Appendix. 28.04 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. 28.05 A casual Employee who subsequently achieves a regular full-time or regular part-time position shall be granted salary recognition in accordance with Article 28.01 at that time. (i) Casual Employees shall be entitled to wage increments based on the satisfactory completion of two thousand one hundred and ninety (2190) regular hours of service with WADEMSA. This calculation is based on hours of work beginning January 1,2009. (ii) All casual Employees will be placed at Step 1 of the wage grid appropriate for their classification at date of hire. No prior outside service will be considered at time of hire.

    29.01 All regular Employees shall be issued the following at the time of hire:
    (a) 4 blue uniform shirts
    (b) 2 pairs of uniform pants
    (c) I patrol coat
    (d) 1 winter parka
    (e) crests as required
    (1) 1 white dress shirt and tie
    (g) 1 pair of gloves
    (h) 1 winter hat
    (i) 1 pair of boots, with prior approval of the Operations Director
    (j) 1 rain coat
    (k) 4 T-shirts
    (I) 1 sweater
    29.02 Uniform Issue – Casual Employees
    (a) 2 navy shirts with crests (either long sleeved or short sleeved).
    (b) 2 navy blue pants
    (c) 1 pair Boots, with prior approval of the Operations Director
    (d) 1 sweater
    (e) 2 T-Shirts
    (f) 1 winter hat
    (g) 1 pair of gloves
    29.03 Clothing Issue Conditions
    (a) After receiving an initial Uniform Issue, clothing shall be issued TMas required’, but
    only at the discretion of the Operations Director, and upon return of the previously
    issued items.
    (b) When an Employee resigns or is dismissed, all uniform issue shall be returned to
    the Association in good order.
    (c) Repairs, alterations and cresting as applicable to uniform issue shall be paid for by
    the Association, provided damages occur while in the course of duty on behalf of
    the Association. Requests for such repairs shall be submitted to the Operations
    Director.
    (d) Requests for addition& uniform issue shall be made to the Operatons Director.
    (e) Personal clothing must be appropriate and fall within uniform standards.

    3001 When an Employee is required to travel for employment reasons, he shall be
    reimbursed for all reasonable expenses supported by receipts.
    30 02 When an Employee is required by the Employer to drive a motor vehicle other than a
    motor vehicle supplied by the Employer for the purposes of attending meetings,
    educational sessions, or other such Employer business, a transportation allowance
    equivalent to the Association’s current Travel and Subsistence Policy shall be paid.

    31.01 Where an Employee is directed to substitute on another job outside the scope of the
    bargaining unit, the Employee shall receive no less than the starting rate of pay for the
    out-of-scope position. If the start rate of the out-of-scope position is less than the
    Employees current Basic Rate of Pay the Employee shall receive an increase in pay no
    less than a normal increment advance on his wage scale. An Employee so assigned
    shall continue to be covered by the Terms and Conditions of this Collective Agreement.
    31.02 During periods of Temporary Assignment an Employee so assigned will receive
    overtime and call-back premiums based on the Temporary Assignment hourly rate.

    32.01 When critical incident stress debriefing is requested by an employee, then the
    employee will suffer no loss of earnings for the duration of the shift.

    33.01 (a) An Employee who is incapacitated and unable to work as a result of an accident
    sustained while on duty in the service of the Employer within the meaning of the
    Worker’s Compensation Act shall apply for Worker’s Compensation benefits.
    (b) An Employee in receipt of such benefits shall keep the Employer informed
    regarding the status of his WCB claim and shall provide any medical or claim
    information that may be required by the Employer.
    (c) An Employee in receipt of Worker’s Compensation Benefits shall be deemed to be
    on a leave of absence without pay.
    Cd) An Employee in receipt of Worker’s Compensation Benefits shall:
    () be deemed to remain in the continuous service of the Employer for purposes
    of prepaid health benefits and salary increments.
    (iii) accrue vacation credits and sick leave for the first thirty (30) days of such
    absence.
    33.02 (a) An Employee who has been on Worker’s Compensation and who is certified by the
    Worker’s Compensation Board to be fit to return to work and who is:
    (i) capable of performing the duties of
    Employer with two (2) weeks written
    return to work. The Employer shall
    classification held by him immediately
    accrued to him prior to the disability.
    his former position shall
    notice, when possible, of
    reinstate the Employee
    prior to the disability with
    provide the
    readiness to
    in the same
    benefits that
    (ii) incapable of performing the duties of his former position, shall be entitled to
    benefits he is eligible for under Sick Leave or Short Term Disability or Long
    Term Disability, in accordance with Article 24 or Article 34

    34.01 The Employer shall continue the following group plans for all eligible Employees where
    such plans are currently in effect or shall implement the following group plans where
    enrollments and other requirements of the insurer has been met.
    Prepaid Health Benefits
    (a) The Employer shall provide the following group plans to eligible employees:
    (i) Wheatland EMS Benefit Plan.
    (b) The Wheatland EMS Benefit Plan includes
    (i) Group Insurance — two (2) times annual earnings, maximum coverage is
    $350,000,
    (H) Accidental Death and Dismemberments — two (2) times annual eamings,
    maximum coverage is $350,000.
    (iii) Dependent Life Insurance
    Spouse
    Dependent Children
    $10,000
    $ 5,000
    (A) Short Term Disability (weekly indemnity) — income replacement for a
    period of up to thirteen (13) weeks in the event that a prolonged illness or
    injury prevents an Employee from working, provided at seventy percent
    (70%) sixty-six and two thirds percent (66 2/3%) of weekly pre-disability
    earnings.
    (B) Long Term Disability (income replacement during a qualifying disability
    equal to sixty-six and two seven percent (66.7%) of basic monthly
    earning to the established maximum following a ninety (90) day
    elimination period.
    (iv) Extended Health Benefits — Reimbursed atone hundred percent (100%).
    (v) Dental Care — Reimbursed at one hundred percent (100%) for Basic and
    Diagnostic Services, reimbursed at lilly percent (50%) for Major Restorative
    and Orthodontics. Maximum of one thousand five hundred dollars ($1500)
    per insured per calendar year with the exception of orthodontics for which
    there is a lifetime maximum of two thousand dollars ($2000).
    3402 Where the benefits specified in Article 34.01 are provided through insurance obtained
    by the Employer, the administration of such plans shall be subject to and governed by
    the terms and conditions of the applicable benefits policies or contracts.
    34.03 (a) Premiums shall be cost shared by the Employer and Employees as follows:
    (i) The Employer shall pay premiums for Extended Health Care! Dental and
    Vision.
    (U) The Employees shall pay premiums for Short Term Disability, Long Term
    Disability and Life Insurance.
    (iii) On April 1st each year the Employer will pay seventy-five (75%) percent of a
    benefits eligible employee’s previous year’s Life Insurance premiums into a
    Registered Retirement Savings Plan to off-set the cost of the Life Insurance
    Premiums.
    (b) When an Employee is in receipt of STD the Employer agrees to pay one hundred
    percent (100%) of health benefits premiums.
    34.04 An Employee shall cease to earn sick leave and vacation credits while on STD or LTD.
    34.05 The Employer shall distribute to all Employees brochures end other relevant information
    concerning the above plans upon hiring, or at the specific request of the Union, and
    when there are changes to the plan.
    34.06 (a) Such coverage shall be provided to:
    (i) a regular full time Employee
    (ii) regular Employees scheduled to work a minimum of 0.5 F.T.E. averaged
    over one (1) complete cycle of the shift schedule.
    (iv) a Temporary Employee who is hired to work for a 0.5 F.T.E. or greater for a
    position of six (6) months duration or longer.
    (b) Temporary Employees hired for a position of less than six (6) months duration, and
    casual Employees, are not eligible to participate in the Employee Benefits Plan.
    However, such individuals covered by the Collective Agreement who were enrofled
    for such benefits on the day prior to the commencement date of this Collective
    Agreement shall not have benefits discontinued solely due to the application of this
    provision.
    34.07 (a) The Employer shall provide one (1) copy ol each of the plans to the Union.
    (b) The Employer shall advise, as applicable, the Union of all premium rate changes
    pursuant to Article 34.

    35.01 The Employer shall contribute to the Local Authorities Pension Plan, or an alternate
    plan agreed to by the Employer and, the Union to provide benefits for particpating
    Employees, and in accordance with the terms and conditions of the applicable plan.
    Eligible Employees shall be as referenced in Article 34.6 of this Collective Agreement.

    36.01 In the event that an Employee is over or under compensated by error on the part of the
    Employer by reason of salary payment for:
    (a) vacation benefits; or
    (b) sick leave benefits; or
    (c) salary;
    36.02 The Employer shall correct such compensation error not later than the second following
    pay day. If an under payment is not corrected by the second following pay day, the
    Employee shall have ten (10) days to file a grievance as outlined in Article 8.
    36.03 In the case of an overpayment, the Employer shall notify the Employee in writing that an
    overpayment has been made and discuss repayment options. By mutual agreement
    between the Employer and the Employee, repayment arrangements shall be made. In
    the event mutual agreement cannot be reached, the Employer shall recover the
    overpayment by deducting up to twenty percent (20%) of the Employees gross
    earnings per pay period.

    37.01 Where the Employer finds it becomes necessary to transfer, assign, sub-contract or
    contract ou: any work or functions performed by regular Employees covered by this
    Collective Agreement, the Employer shall notify the Un:on two (2) mon:hs in advance of
    such change. and will meet and discuss reasonable measures to protect the interests of
    affected Employees.

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

    39.01 (a) An Employee required by law to appear in court, as a witness, as a direct resuft of
    his regular duties, shall not suffer any loss in earnings from the Employer. The
    Employee shall sign over to the Employer, on the proper forms, any and all monies
    paid to him from the courts for witness duty
    (b) It is agreed that when an Employee is subpoenaed as a witness as a direct result
    of his regular duties, he shall not suffer any loss of pay while so serving when the
    witness duty coincides with a regularly scheduled on-duty shift. Should an
    Employee be required to serve as a witness in any case arising as a result of his
    regular duties on his scheduled day(s) off, he shall be paid in accordance with the
    provisions of Article 13.01.
    39.02 (a) In the event that an Emoloyee is scheduled to work on a night shift before or after a
    day that he is called as a witness in matters arising as a direct result of his regular
    duties with the Employer, he shall be granted a leave of absence with pay for a
    period of eight (8) hours on the night shift immediately prior to, or immediately
    after, each court appearance day. Should the Employee’s required court time each
    day exceed greater than the eight (8) hours leave of absence provided, the
    difference shall be paid to the Employee according to other provisions of the
    Collective Agreement.
    (b) No Employee shall suffer a loss in regular earnings for a court appearance,
    regardless of the amount of time required to be in court.
    39.03 Where an Employee is required by law to appear before a Court of Law for reasons
    other than those stated above, he shall be granted a leave of absence without pay.

    40.01 (a) The parties to this Collective Agreement recognize the desirability of Employee
    evaluations. Evaluations shall be conducted at least on an annual basis.
    (b) Evaluations shall be for the constructve review of the performance of the
    Emp!oyee.
    40.02 All such evaluations shall be in writing.
    40.03 (a) Meetings for the nurpose of the evaluation interview shall be schedued by the
    Employer with reasonaule advance notice, which shalt not be less than forty eght
    (48) hours. The Employee may review his personnel file priDr to the interview upon
    his written request.
    (b) The Employee shall be given a copy of his completed evaluation at the conclusion
    of the interview or no later than seven (7) calendar days from the interview date.
    The Employee shall sign the completed evaluation document upon receipt for the
    sole purpose of indicating that he is aware of the evaluation. He shall have the right
    to respond in writing within seven (7) calendar days of receipt of the evaluation
    document, and his reply shall be placed in his file.
    (c) If an evaluation interview is scheduled on an Employee’s off duty hours or on days
    of rest, the Employee shall be compensated according to the provisions of Article
    13.
    40.04 An Employee’s evaluation shall be considered confidential and shall not be released by
    the Employer to any person, except a Board of Arbitration, the Employer’s counsel, or
    as required by law, without the written consent of the Employee.
    40.05 By appointment made in writing at least one (1) working day in advance, an Employee
    may view his personnel file. Upon request, an Employee shall be given a copy of
    requested documents from his file.

    41.01 The parties to this Collective Agreement will cooperate to the fullest extent in the matter
    of occupational health, safety and accident prevention. Required safety equipment and
    devices will be provided where necessary by the Employer.
    41.02 Wheatland and Adjacent Emergency Medical Services Association shall establish a
    Health and Safety Committee which shall be composed of representatives of the
    Employer and at least one (1) Employee representative of the Union and may include
    representatives of other Employee groups. This Committee shall meet at least once per
    quarter.
    41.03 The basic rate of pay shall be paid to an Employee representative for time spent in
    attendance at a meeting of this Committee.
    41.04 The Committee shall consder such matters as occupational health and safety.
    41.05 The Health and Safety Committee shall also consider measures necessary to protect
    the security of each Employee on the Employer’s premises and may make
    recommendations to the Employer in that regard. Should the recommendations not be
    implemented and adequate steps taken towards implementation within two (2) months
    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
    Association Board. The Board will reply n writing to the Heaith and Safety Committee
    within thdy (30) days of the receipt of the recommendatio9.
    41.06 Where the Employer requires that the Employee receive specift immunization and titre,
    as a result of or related to his work, it shall be provided at no cost.
    41.07 No Employee shall be expected to operate equipment, administer drugs or use any new
    technique until trained in that particular procedure or technique. An Employee may, during the training period, administer, use or operate as stated above under direct
    supervision of a qualified Employee.
    41.08 The Employer shall pay for the medical fee on behalf of all Employees when such
    medical examination is requested by the Employer. Such examinations shall be
    arranged through the Operations Director, and shall be on the form presented by the
    Employer.

    42.01 When an Employee is required to wear protective clothing in the course of duty, it shall
    be the responsibility of the Employer to provide and launder such cothing.
    42.02 Employees who desire a ballistic vest may make arrangements with Employer to
    purchase one through the Employer and pay the full cost in equal monthly installments
    over a period of twelve (12) months.

    43.01 Except as modified by this Article, all provisions of this Collective Agreement apply to part-time, temporary and casual Employees, except that casual Employees shall not be entitled to benefits provided for in: Article 11 Probationary Period Article 16 Seniority Article 17 Layoff and Recalls Article 21 Leaves of Absence Article 24 Sick Leave Article 26 Resignation/Termination Article 34 Employee Benefit Plans 43.02 (a) A temporary full-time or temporary part-time Employee shall be covered by the terms and conditions of this Collective Agreement, applicable to full-lime or part- time Employees as the case may be. (b) At the time of hire, the Employer shall state in writing the expected term of employment. (c) A temporary Employee shall not have the right to grieve the termination of his employment when no longer required in that position or on completion of the expected term of the position nor placement pursuant to Article 18.07(b).

    44.01 The Employer shall provide a copy of the Collective Agreement to each new Employee
    upon appointment.
    44.02 The Collective Agreement shall be printed in pocket size form by the Union, and the cost
    shall be shared equally between the parties.
    ON BEHALF OF THE EMPLOYER

    ON BEHALF OF THE UNION
    DATE:
    DATE:

    LETTERS OF UNDERSTANDING

    BETWEEN WHEATLAND AND ADJACENT DISTRICTS EMERGENCY MEDICAL SERVICES ASSOCIATION -and- HEALTH SCIENCES ASSOCIATION OF ALBERTA RE: JOB SHARING

    The Employee or Employer may request a ‘job-share” arrangement. When a request for a ob share has been mutually agreed upon between the Employees and the Employer, the terms and conditions shall be confirmed in a written agreement and signed by the Employer and the Association. Such terms and conditions shall include the applicable eligibility for Employee benefits as found in Article 34 of the Collective Agreement. For the purpose of calculating the Flexible Spending Account, Employees who have entered a ‘ob-share’ arrangement shall receive a pro-rated amount based on their specific FTE.

    ON BEHALF OF THE EMPLOYER

    ON BEHALF OF THE UNION

    Date:

    Date:

    BETWEEN WHEATLAND AND ADJACENT DISTRICTS EMERGENCY MEDICAL SERVICES ASSOCIATION – and – HEALTH SCIENCES ASSOCIATION OF ALBERTA
    RE: SEVERANCE

    Severance will be offered as a result of organizational changes that result in the
    permanent reduction in the number of regular employees in the bargaining unit.
    2. (a) A Regular Full-Time Employee shall be eligible for severance pay in the amount
    of two (2) weeks regular pay for each full year of continuous employment to a
    maximum of forty (40) weeks pay.
    (b) A Regular Part-Time Employee shall be eligible for severance pay in the amount
    of two (2) week’s full-time pay for each full period of two thousand one hundred
    ninety (2190) hours worked at the basic rate of pay to a maximum of forty (40)
    weeks pay.
    (c) Regular pay shall be defined as regularly scheduled hours of work as at the date
    on which notice of layoff is issued (which for the purpose of clarity means
    regularly scheduled hours of work exclusive of overtime hours, call back hours
    and additional hours for part-time employees) X Basic Rate of Pay (which for the
    purpose of clarity means Basic Rate of Pay exclusive of overtime payments and
    premium payments).
    (d) For purposes of severance, continuous employment will be calculated from the
    last date of hire recognized with the Employee’s current Employer
    3. A Regular Employee who has received layoff notice in accordance with Article 17 and for
    whom no alternate vacant position is available, shall have the option to select either of:
    (a) Layoff with recall rights as specified in Article 17 of the Collective Agreement; or
    (b) Severance as offered by the Employer in accordance with this Letter of
    Understanding.
    4. A Regular Employee who accepts severance pay, shall have terminated their
    employment, with no further rights to recall.
    5. An Employee who has been terminated for just cause or who has resigned or retired
    shall not be eligible for severance.
    6. A Regular Employee who receives notice of layoff shall have fourteen (14) calendar
    days from the date the notice of layoff is issued to advise the Employer, in writing, that
    the Employee wishes to take the Severance Option offered by the Employer. Any
    Employee who does not advise the Employer, in writing of the Employee’s decision to
    accept severance shall be deemed to have selected layoff in accordance with Article 30
    of this Collective Agreement.
    7. (a) Employees who select severance will not be eligible for rehire by any Employer
    who is a party to a Collective Agreement containing this provision, or any
    Employer or agency funded directly or indirectly by the Employer paying the
    severance, for the period of the severance (which for the purpose of clarity
    means the period of time equal to the number of weeks of severance paid to the
    Employee).
    (b) The Employee may be considered for hire by an Employer referred to in (a)
    provided they repay the Employer from whom severance was received, the
    difference, if any, between the time they were unemployed and the length of time
    for which the severance was paid.
    8. Severance pay provided under this Letter of Understanding shall be deemed to be
    inclusive of any and all legislative requirements for termination notice.
    This Letter of Understanding shall apply over a oeriod of time beginning the date on which the
    Parties exchange notice of ratification for this Collective Agreement and March 31, 2015, or
    upon the date of ratification of the next Collective Agreement, whichever is later.

    ON BEHALF OF THE EMPLOYER

    ON BEHALF OF THE UNION

    DATE:

    DATE:

     

    BETWEEN Wheatland and Adjacent Districts Emergency Medical Services Association
    – and – HEALTH SCIENCES ASSOCIATION OF ALBERTA RE: FLEXIBLE SPENDING ACCOUNT (FSA) FLEXIBLE HEALTH SPENDING

    Establishment of Flexible Spending Account (FSA)
    The Employer agrees to establish an FSA effective January 1, 2011. Such account replaces the current provisions of Article 34.08, 34.09 and 34.10 effective January 1, 2011.
    2. Eligibility
    (a) An FSA shall be implemented for all employees eligible for benefits in
    accordance with Article 34.06 (a) (i) and (ii).
    (b) A Regular Employee who is employed in more than one (1) position with the Employer will receive one (1) FSA based upon the combined total of their fulltime
    equivalencies. (FTE’s)
    (c) The ESA shall be pro-rated for each eligible employee! except that there will be
    no pro-rating of the FSA for absences due to WGS or AccidenUlllness or
    Maternity Leave. Employees will earn their FSA based on two thousand one
    hundred ninety (2190) hours worked in the calendar year January l’ to
    December 3V’.
    3. Calculation
    The ESA will be calculated as follows:
    (a) Two thousand seven hundred and fifty dollars ($2750) to be allocated to each
    eligible regular fult-time Employee.
    (b) Two thousand seven hundred and fifty dolars ($2,750), prorated based on fulltime
    equivalency! to be allocated to each eligible regular part-time Employee.
    (c) Employees who commence employment part way through a calendar year, or
    who becomes benefits-eligible part way through a calendar year, shall have their
    FSA calculated based on 3 (a) and (b) above, pro-rated based on the number of
    months in the year that remain in the year at the time of benefits-eligibility.
    4. Utilization
    The FSA may be used for the following purposes:
    (a) Reimbursement for expenses associated with professional development
    including:
    (i) tuition costs or course registration fees;
    (ii) travel costs associated with course attendance;
    (UI) professional journals;
    (iv) books or publications; and
    (v) software
    (b) Reimbursement for the cost of professional registration or voluntary association
    fees related to the employee’s disciphne.
    (c) Reimbursement for health and dental expenses that are eh9ibe medical
    expenses in accordance with the Income Tax Act and are not covered by the
    benefit plans specified in 3401 (a) and 34.01 (b) of the Collective Agreement.
    (d) Contribution to a Registered Retirement Savings Plan.
    (e) Expenses for health, fitness or recreation, as approved by the Operations
    Director.
    (1) Family care, including day care and elder care.
    5. Allocation
    (a) By December 1st (allocation date) of each year, employees who are eligible for
    the FSA will make an allocation for utilization of their FSA for the subsequent
    calendar year between three (3) available categories:
    (i) Section 4(c);
    (ii) Section 4(d); and
    (Hi) Sections 4(a), (b), (e) and (f).
    (b) Reimbursement will be provided by the Employer upon submission of an origina
    receipt and on approval by the Operations Director.
    (c) Any unused allocation in an employee’s FSA as of December 3l of each
    calendar year will not be carried forward
    6. Implementation
    (a) Where the Employer is the administrator of the account, it shall determine the
    terms and conditions governing the FSA. A copy of these terms and conditions
    shall be provided to the Association.
    (b) Where the Employer chooses to contract with an insurer for the administration of
    the ESA, the administration of the Account shall be subject to and governed by the terms and conditions of the applicable contract. A copy of this contract shall
    be provided to the Association.
    (a) The FSA 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 FSA.
    7. It is understood that an Employee shall only have one (1) FSA allocation per year.

    ON BEHALF OF THE EMPLOYER

    ON BEHALF OF THE UNION

    DATE:

    DATE:

    BETWEEN Wheatland and Adjacent Districts Emergency Medical Services Association – and – HEALTH SCIENCES ASSOCIATION OF ALBERTA RE: HOURS OF WORK COMMITTEE

    The Parties agree to form a Joint Committee to deal with issues related to Article 12— Hours of
    Work. This Joint Committee will meet within forty-five (45) days of ratification of this Collective
    Agreement.
    The Joint Committee will consist of two (2) employee representatives, an Association Labour
    Relations Officer, and an equa! number of Employer representatives.
    The Joint Committee will address such issues as:
    (a) Safety and rest issues, as well as call volume monitoring within the organization.
    (b) Potential modifications to the existing shift structure and alternative future approaches.
    (c) Rotation of BRAVO and DELTA employees through the ALPHA shifts.
    The Joint Committee will make recommendations: however, the final decision of the Employer
    shall not be subject to the grievance and arbitration process, unless the decision of the
    Employer constitutes a violation of the Collective Agreement.
    The Parties agree that this Letter of Understanding will continue for the life of this Collective
    Agreement or upon ratification of the next Collective Agreement.

    ON BEHALF OF THE EMPLOYER

    ON BEHALF OF THE UNION

    DATE:

    DATE:

    BETWEEN Wheatland and Adjacent Districts Emergency Medical Services Association – and – HEALTH SCIENCES ASSOCIATION OF ALBERTA RE: ONE-TIME PAYMENT OF $1,000

    The employer will make a lump sum payment of $1000 to lull-time employees (pro rata where
    appropriate) with pro rata payments to part-time employees to be paid before the end of April 2016.

    ON BEHALF OF THE EMPLOYER

    ON BEHALF OF THE UNION

    DATE:

    DATE:

    BETWEEN Wheatland and Adjacent Districts Emergency Medical Services Association – and – HEALTH SCIENCES ASSOCIATION OF ALBERTA PROVISION OF EFAP AND CRITICAL INCIDENT STRESS MANAGEMENT (CISM)

    Whereas the parties have a shared concern for the health and welfare of members of the
    bargaining unit and recognizing the need to ensure resources are available to maintain
    that health and welfare:
    And whereas the parties recognize that employees in the bargaining unit are more
    susceptible to mental illness than the population at large:
    It is agreed that it is necessary to establish a working committee to investigate what resources
    can be provided to members to ensure the maintenance of good mental health.
    The terms of reference of the committee will be established at the first meeting of the committee
    which will take place not more than 60 days after the ratification of this agreement. The initial
    committee, which may be expended under the terms of reference, will consist of at least two
    representatives from management! two representatives from the Union and the Labour
    Relations Officer responsible for the bargaining unit,
    The committee will have particular reference to the Canadian Standard for Mental Health (2013)
    in order to establish the most effective method of providing critical incident stress management
    and the establishment of an Employee Assistance Program.
    The committee shall have specific, but not exclusive regard to:
    i. Training of members in CISM.
    ii. Use of outside resources.
    ii. Maintaining training of members in CISM.
    iv, Education of all members of the bargaining unit and management in the resources
    available arising from the work of the committee.
    v. Steps to be taken in restoring employees to work after an absence.
    Such other matters which appear relevant

    ON BEHALF OF THE EMPLOYER

    ON BEHALF OF THE UNION

    DATE:

    DATE:

    Salary Appendix All Employees

    Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9
    Emergency Medical Technician – Paramedic
    April 1 2014 (3%) $33.57 $34.75 $36.00 $37.28 $38.59 $39.96 $41.39 $42.70 $44.19
    April 1, 2015 (1.5%) $34.07 $35.27 $36.54 $37.84 $39.17 $40.56 $42.01 $4134 $44.85
    April 1. 2016 (2%) $34.75 $35.98 $37.27 $38.60 $3995 $41.37 $42.85 $44.21 $45.75
    April 1,2017*
    Emergency Medical Technician -Ambulance
    April 1, 2014 (3%) $26.90 $27.62 $28.57 $29.59 $30.69 $31.71 $32.82 $33.97
    April 1, 2015 (1.5%) $27.30 $28.03 $29.00 $30.03 $31.15 $32.19 $33.31 $34.48
    April 1, 2016 (2%) $27.85 $28.59 $29.58 $30.63 $31.77 $32.83 $33.98 $35.17
    April 1, 2017
    Communications Specialist II
    April 1 2014 (3%) $26.90 $27.62 $28.57 $29.59 $30.69 $31.71 $32.82 $33.97
    April 1,2015(1.5%) $27.30 $28.03 $29.00 $30.03 $31.15 $32.19$33.31 $34.48
    April 1. 2016 (2%) $27.85 $28.59 $29.58 $30.63 $31.77 $32.83 $33.98 $35.17
    April 1.2017*
    Communicabons Specialist I
    April 1,2014 $18.57 $18.99 $19.50 $20.09 $20.55 $21.09 $21.65 $22.30
    April 1,2015(1.5%) $18.85$19.27$19.79S20.39$20.86$21.41 $21.97$22.63
    April 1, 2016 (2%) $19.23 $19.66 $20.19 $20.80 $21.28 $21.84 $22.41 $23.08
    April 1,2017*
    The Parties have agreed to a wage reopener to discuss wages within 60 days of the ratification
    of the next Collective Agreement between HSM and AHS.

    ON BEHALF OF THE EMPLOYER

    ON BEHALF OF THE UNION

    DATE:

    DATE: