Prairie Emergency Medical Services Inc. Collective Agreement 2020-2025

Article 4: Recognition

1. 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 Ambulance Attendants” and any amendments thereto.
2. 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.
3. Except as otherwise specified elsewhere in this Collective Agreement, all correspondence between the parties arising out of this Collective Agreement or incidental thereto shall pass to and from the G.M. or designate of the Employer and the Union.
4. An Employee shall not engage in Union business during working hours without the prior permission of the Employer.
5. Any duly accredited Officer employed by the Union may be permitted on the Employer’s premises for the purpose of transacting Union business provided prior permission to do so is granted by the Employer.
6. A representative of the Union shall have the right to make a presentation of up to forty-five (45) 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.
7. The name of the Local Unit Representatives shall be supplied in writing by the Union to the Employer before they are recognized as the Union Local Unit Representative.  A representative of the Union shall be entitled to leave work to carry out their functions at their site as provided in this Collective Agreement, provided permission to leave work during working hours, and agreement on the length of time of such leave, shall first be obtained from the Employer. Such permission shall not be unreasonably withheld. Representatives shall suffer no loss of pay for time spent on the Employer’s premises in performing such duties.
8. No persons, other than members of the bargaining unit, shall perform bargaining unit work, except for the purposes of instruction, when bargaining unit employees are not available, or in emergency scheduling, and provided it does not reduce the hours of work or pay for any bargaining unit Employee. For the purposes of Article 4.08 if a shift is unfilled fourteen (14) days prior to the start of the shift such shift may be filled by a non-bargaining unit Employee, however, if a member becomes available within fourteen (14) days, they shall be granted that shift at applicable rate of pay.
9. Steward
   1. The Employer agrees to recognize Employees who are assigned as Stewards. Steward may, at the request of an Employee, accompany or represent them at formal investigations, disciplinary meetings or in the processing of a grievance with the Employer at their site. When it becomes necessary for a Steward to leave their job for this purpose they will request time off from their Employer who is not within the scope of this Collective Agreement providing them with as much advance notice as possible. Arrangements will be made by the Supervisor to permit the Steward to leave their job for this purpose with no loss of regular earnings, as soon as reasonably possible. Such time off shall be granted only upon the approval of the Supervisor or authorized alternate, such approval shall not be unreasonably withheld. When withheld, reasons shall be provided in writing.
   2. The Local agrees that Stewards and Employees alike shall not enter into discussions concerning Union business during working time. The Union reserves the right to assign a Steward to represent a work area that has no Stewards.
   3. A list of Stewards shall be supplied by the Union to the General Manager’s Office which shall be advised in writing of any change in this list.
   4. The Employees shall have the right at any time to the assistance of Union Representation when dealing or negotiating with the Employer and when processing a grievance. Such representatives shall approach members at work only when engaged in such activities and provided they and the Employee have received the approval of the General Manager. Such approval shall not be unreasonably denied. When denied, reasons shall be provided in writing.