House Next Door Society Collective Agreement 2012-2026

Article 21: Seniority

1. Seniority shall be bargaining-unit-wide.
2. 1. For regular or temporary Employees, seniority with the Employer starts on the date on which the Employee commenced employment with the Employer.
   2. Effective April 1, 1998, for casual Employees whose status changes to regular or temporary; or someone 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 contiguous hours worked with the Employer from the date the Employee commenced performing work in the bargaining unit by two thousand eighty eight (2088) and converting the result to a seniority date.
   3. A casual or temporary Employee who changes status to regular full-time or regular part-time employment shall be credited with the following entitlements earned during their period of casual or temporary employment provided not more than six (6) months have elapsed since they last worked for the Employer:
      1. hours worked towards salary increments;
      2. hours worked towards vacation accrual;
      3. hours worked towards the benefit plan waiting period.
   4. A temporary full-time Employee who qualifies for sick leave shall also be credited with sick leave earned and not taken during their period of temporary employment as stated in Article 13.02(a).
   5. An Employee who has had a change in status or who achieves a position in another classification shall retain their anniversary date or hours worked in their former classification for future moves on the pay scale, if any.
3. Seniority shall be the determining factor in:
   1. preference of vacation time;
   2. layoffs and recalls, subject to the qualifications specified in Article 17;
   3. promotions and transfers within the bargaining unit subject to the qualifications specified in Article 20.
4. An Employee shall lose all seniority and shall be deemed to have terminated employment with the Employer if they:
   1. is laid off in excess of one (1) year; or
   2. resigns from the employ of the Employer; or
   3. is discharged for just cause and not reinstated; or
   4. overstays a leave of absence (including following a compensable accident) without good and proper reason and or written permission; or
   5. fails to reply to a recall notice within seven (7) days of its mailing by registered mail to the last address on the company’s records and/or failing to return to work within seven (7) days of receiving such notice.  If an Employee is recalled to casual work, the Employee may elect to remain on lay-off with recall rights; or
   6. is absent for three (3) consecutive days without notifying the Employer.