are the subject of negotiations between the parties. If no agreement is reached, an arbitration hearing will be held to determine whether a new and unique occupational group/classification/position or reclassification of an existing occupational group/classification/position has been established to the most appropriate salary range. The parties support the concept of an employee and family support program and recognize that if a program is to be implemented or modified, a joint consultation and agreement must take place between the employer and the union. The program must be voluntary and confidential, cannot be used as a disciplinary procedure and will be deployed outside the construction site. The program includes consulting services including, but not limited to: The retroactive payment will be paid within ninety (90) days of signing the collective agreement and will be issued as a separate cheque. On-call hours are credited monthly on days called the end of the billing month. Employees who use seniority in a calendar month have access to credited waiting hours before the end of the previous month, as permitted by the collective agreement. 6.2 By mutual agreement between the employer and the participant, the start of the leave may be postponed subject to the restrictions provided for in the agreement and the maximum permitted deferral period. LETTER OF AGREEMENT #20 SUBJECT: Conditions of Employment of Midwives Effective Date/Signature: November 20, 2016 The Parties agree that the Professional Classification of Midwives is recognized as a health profession under the Health Sciences Association of Saskatchewan (HSAS). The parties agree that the terms of the current collective agreement between HSAS and SAHO apply to the professional classification of midwives, with the exception of the following conditions: 1. At the time of signature, employees working as midwives will be credited with seniority in accordance with Article 10 of the collective agreement. Seniority is determined from the last date of recruitment in the midwifery classification or any other classification within the HSAS bargaining unit. The determination of the number of hours of seniority is determined on the basis of full-time hours equivalent to 1948.8 hours (i.e.
a midwife who performs full-time work is credited with a maximum of 1948.8 hours of service per year of employment) 2. Midwives are on sick leave from the last date of recruitment they would have reached if all their time were covered by the collective agreement, less the sick leave taken during that period. According to this first determination of rights, Article 12 of the collective agreement applies. 3. Leave entitlements for midwives shall remain in force at the time of signature of this LETTER at their current rate of delimitation until an increase is justified in accordance with Article 13.07(c) and (d) of the Collective Agreement. For all new midwives recruited after the signing of this LOU, the leave shall be determined in accordance with Article 13.07 4. The employer and HSAS recognize the uniqueness of the services that midwives provide to their clients and the flexibility required to provide these services to their clients. In order to obtain this flexibility, the parties agree that the following provisions of the collective agreement do not apply to midwives: unless mutually agreed between the employer and the union, employees who accept a position through mediation (Article 26.07) or transfer (Article 26.09) or resumption of work (Article 26.10) will be examined before the courts in accordance with Article 21.08. During this trial period, employees should receive orientation and the existing internal training required to perform their new duties. If the existing internal training program exceeds three (3) months, this probationary period may be extended by mutual agreement. During this trial period, the employee may be dismissed for dismissal if he is not deemed capable, or he may make the request without further recourse to the bumping procedure.
(c) A casual EMS employee is entitled to a full increase after 10,000 hours of waiting time as an alternative to paragraph (b) of 18.06. Paid hours are not included in this calculation. (3) The hourly market adjustment rate shall be added to the maximum rate (level 5) of the collective agreement. Hourly rates for the first and second stages, etc., are calculated by maintaining the same percentage ratio between the first and second stages, and between the second and third stages, etc., as in the collective bargaining plan. If a classification receives a market supplement under the contract supplement agreement, the market adjustment is added after the market supplement. Severance pay does not apply to part-time, temporary and casual employees. By mutual agreement between the union and the employer, an extension of the probationary period may be granted. The circumstances justifying the extension must be communicated in writing to the employee, including the improvement expected by the employer and the duration of the probationary extension.
(e) is employed on a case-by-case basis and has not worked for a period of two hundred and seventy-four (274) calendar days without leave, sick leave, TAC or DIP; (f) Temporary posts may not exceed one year, except in the cases provided for in Article 1.23 or by mutual agreement between the Union and the employer. .