Table of contents
- Preamble
-
Articles 1 - 10
- Article 1: Term of Collective Agreement
- Article 2: Definitions
- Article 3: Management Rights
- Article 4: Recognition and Union Business
- Article 5: Dues Deduction and Union Membership
- Article 6: No Discrimination
- Article 7: No Strike or Lockout
- Article 8: Bulletin Boards
- Article 9: Probationary Period
- Article 10: Hours of Work
-
Articles 11 - 20
- Article 11: Work Schedules and Shifts
- Article 12: Overtime
- Article 13: On-Call Duty
- Article 14: Salaries
- Article 15: Recognition of Previous Experience
- Article 16: Shift Differential and Weekend Premium
- Article 17: Responsibility Pay
- Article 18: Temporary Assignments
- Article 19: Not Allocated
- Article 20: Travel Expenses
-
Articles 21 - 30
- Article 21: Vacation With Pay
- Article 22: Named Holidays
- Article 23: Sick Leave
- Article 24: Workers' Compensation
- Article 25: Employee Benefit Plans
- Article 26: Pension Plan
- Article 27: Over/Under Payments
- Article 28: Seniority
- Article 29: Promotions, Transfers and Vacancies
- Article 30: Layoff and Recall
-
Articles 31 - 40
- Article 31: Technological Change
- Article 32: Contracting Out
- Article 33: Leaves of Absence
- Article 34: In-Service Programs
- Article 35: Court Appearance
- Article 36: Evaluations, Personnel Files, and Employee Medical Files
- Article 37: Discipline and Dismissal
- Article 38: Resignation/Termination
- Article 39: Job Descriptions
- Article 40: Job Classifications
-
Articles 41 - 49
- Article 41: Employee-Management Advisory Committee
- Article 42: Workplace Health, Safety and Wellness
- Article 43: Protective Clothing
- Article 44: Part-Time, Temporary and Casual Employees
- Article 45: Professional Responsibility and License/Registration Renewal
- Article 46: Grievance Procedure
- Article 47: Grievance Arbitration
- Article 48: Copies of Collective Agreement
- Article 49: Subrogation
-
Letters of Understanding
- Letter of Understanding #1 - RE: JOB SHARING
- Letter of Understanding #2 - RE: SEVERANCE
- Letter of Understanding #3 - RE: DECREASING OR INCREASING FULL-TIME EQUIVALENCY (FTE)
- Letter of Understanding #4 - RE: EMPLOYEE SELF-DIRECTED FUNDED LEAVE
- Letter of Understanding #5 - RE: ALTERNATE WORK SCHEDULES
- Letter of Understanding #6 - RE: REGULATORY PRACTICE REVIEW PROCEDURE
- Letter of Understanding #7 - RE: ENHANCED BENEFIT SPENDING ACCOUNT (EBSA)
- Letter of Understanding #8 - RE: ARTICLE 25: EMPLOYEE BENEFITS PLAN
- Letter of Understanding #9 - RE: DUTY TO ACCOMODATE
- Letter of Understanding #10 - RE: COACHING PLANS
- Letter of Understanding #11 - RE: JOINT COMMITTEE
- Letter of Understanding #12 - RE: BENEFITS ELIGIBLE CASUAL EMPLOYEES (BECE)
- SALARY APPENDIX
LETTER OF UNDERSTANDING #4
between
CapitalCare
(hereinafter referred to as the Employer)
-and-
HEALTH SCIENCES ASSOCIATION OF ALBERTA
(hereinafter referred to as the Union)
RE: EMPLOYEE SELF-DIRECTED FUNDED LEAVE
The Employer and the Union agree that an Employee may request an Employee Self-Directed Funded Leave.
The Employee shall make the request in writing. Upon receiving a request, the parties will meet to discuss the request.
Approval or denial of such request shall be at the sole discretion of the Employer, based on operational requirements.