CapitalCare Collective Agreement 2020-2024

LETTER OF UNDERSTANDING #12

between

CapitalCare
(hereinafter referred to as the Employer)

-and-

HEALTH SCIENCES ASSOCIATION OF ALBERTA 
(hereinafter referred to as the Union)

RE: BENEFITS ELIGIBLE CASUAL EMPLOYEES (BECE)
 

WHEREAS the Parties agree that more effective retention and recruitment strategies for Casual Employees are desirable to address replacement needs and that certain Casual Employees desire flexible employment options;

NOW THEREFORE the Parties agree as follows:

1. A BECE is a Casual Employee with a guaranteed FTE of at least zero point four (0.4) and no specified hours per shift or shifts per shift cycle. A BECE shall be eligible for sick leave pursuant to Article 23, prepaid health benefits pursuant to Article 25.01(a) and (b)(v) and (vi), and the pension plan pursuant to Article 26, as amended below. Unless otherwise specified below, the provisions for Casual Employees in Article 44 shall apply.

2.  

   1. BECE Implementation

      1. A Casual Employee may request to become a BECE of at least a zero  point four (0.4) FTE.

      2. An Employer may post a BECE. The posting shall indicate that the position is a BECE with a specified guaranteed FTE of at least zero point four (0.4) FTE.

      3. Prior to implementing a BECE, the Employer will provide the parameters of required shift availability.

   2. BECE Termination

      1. A BECE may revert to casual status by providing the Employer with twenty-eight (28) days written notice of their intention to revert to casual status; or

      2. The Employer may terminate these positions by providing twenty-eight (28) days written notice, in which case the BECE shall revert to casual status.

3. Scheduling of BECE Shifts

   1. Except for the vacation period, the BECE will provide the Employer with their shift availability and shift choices, which exceed their guaranteed FTE, over a four (4) week period. 

   2. The Employer shall confirm assigned shifts with the BECE. The Employee shall be assigned shifts in accordance with the availability provided by the Employee. 

   3. Where possible, the Employer shall confirm the Employee’s shifts (based on the Employee’s stated availability) at least twenty-four (24) hours in advance. Such shifts shall be paid at the applicable rate of pay.

   4. The Employer will not require an Employee to work shifts which provide less than fifteen (15) hours off between shifts.

   5. Where an Employee works a shift(s) over and above their assigned FTE, Article 44.01 shall apply.

4. Sick leave will be accrued based upon the BECE’s FTE.

   1. Sick leave may be taken up to the BECE’s FTE, for pre-booked shifts where the BECE cannot work due to illness or injury.
   2. If, as a result of illness or injury, a BECE is unable to report for a shift that has not yet been pre-booked, the Employee shall be paid sick leave for that shift provided that they were unable to achieve the guaranteed FTE by the end of the four (4) week period.
5. Vacation pay and entitlement for BECE’s shall be in accordance with the provisions of Article 44.08(B).
6. Named Holiday entitlement for BECE’s shall be in accordance with the provisions of Article 44.09.
7. If a request for a BECE is denied, the Employer will provide to the Employee the rationale for the decision within twenty-eight (28) days.

This Letter of Understanding will expire March 31, 2024, or upon the date of ratification of the next Collective Agreement, whichever is later.