Table of contents
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Articles 1 - 10
- Article 1: Term of Collective Agreement
- Article 2: Definitions
- Article 3: Management Rights
- Article 4: Recognition
- Article 5: Non-Discrimination, Harassment or Bullying
- Article 6: Union Security and Checkoff of Union Dues
- Article 7: No Strike or Lock Out
- Article 8: Grievance Procedure
- Article 9: Arbitration
- Article 10: Bulletin Boards
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Articles 11 - 20
- Article 11: Probationary Period
- Article 12: Hours of Work
- Article 13: Overtime
- Article 14: Core Flex On-Call Duty
- Article 15: Weekend Premium
- Article 16: Seniority
- Article 17: Layoff and Recall
- Article 18: Promotions Vacancies and Transfers
- Article 19: Named Holidays for Full-Time & Temporary Full-Time Employees
- Article 20: Annual Vacation
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Articles 21 - 30
- Article 21: Leaves of Absence
- Article 22: Job Classifications
- Article 23: Job Descriptions
- Article 24: Sick Leave
- Article 25: Discipline and Dismissal
- Article 26: Resignation/Termination
- Article 27: Wages
- Article 28: Recognition of Previous Experience
- Article 29: Uniform and Clothing Issue
- Article 30: Duty-Incurred Expenses
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Articles 31 - 40
- Article 31: Temporary Assignments
- Article 32: Workers' Compensation
- Article 33 - Employee Benefit Plans
- Article 34 - Group RRSP Plan
- Article 35 - Over/Under Payments
- Article 36 - Contracting Out
- Article 37: Employee-Management Advisory Committee
- Article 38 - Court Appearance
- Article 39: Part-Time, Temporary and Casual Employees
- Article 40: Evaluation and Personnel Files
- Salary Scale
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Letters of Understanding
- Letter of Understanding #1 - RE: JOB-SHARING
- Letter of Understanding #2 - RE: POWER LIFT STRETCHERS
- Letter of Understanding #3 - RE: INSURED BENEFITS
- Letter of Understanding #4 - RE: GROUP RRSP PLAN ADMINISTRATION
- Letter of Understanding #5 - RE: HIRING OF FORMER WPD AMBULANCE, DUTCHACK HOLDINGS LTD EMPLOYEES - LLOYDMINSTER
- Letter of Understanding #6 - RE: COVID SERVICE RECOGNITION ALLOWANCE
LETTER OF UNDERSTANDING #5
BETWEEN
PRAIRIE EMERGENCY MEDICAL SYSTEMS INC.
(MEDAVIE HEALTH SERVICES WEST,
NE Alberta Division)
(hereinafter referred to as “the Employer”)
AND
HEALTH SCIENCES ASSOCIATION OF ALBERTA
(hereinafter referred to as “the Union”)
RE: HIRING OF FORMER WPD AMBULANCE , DUTCHACK HOLDINGS LTD EMPLOYEES - LLOYDMINSTER
The parties agree, without prejudice or precedent to similar and/or identical matters, to the following items as related to the hiring of former WPD Ambulance Employees (Lloydminster).
Any former WPD Ambulance Employees (Lloydminster) hired who currently have a wage rate greater than the current collective agreement between Prairie Emergency Medical Systems Inc. (PEMS) and the Health Sciences Association of Alberta (HSAA)shall be grandfathered at their current rate of pay until they reach the appropriate HSAA agreement wage rate at which time that new wage rate shall apply.
Former WPD Ambulance Employees (Lloydminster) shall not be required to serve the probationary period as set out in the HSAA collective agreement.
Former WPD Ambulance Employees (Lloydminster) shall not be required to serve a waiting period for the purposes of any benefits as set out in the HSAA collective agreement or Employer benefit plans in regard to the job postings that closed on September 07, 2021.
Former WPD Ambulance Employees (Lloydminster) shall when hired, and if possible, be end tailed at the bottom of the current seniority list as new Employees but shall be identified on such seniority list in their former seniority order. This list order may change dependent on the rules as outlined in the HSAA collective agreement.
Former WPD Ambulance Employees (Lloydminster) employees shall be entitled to annual vacation based on their length of service at their former Employer but selection for such vacation shall be based on their HSAA seniority date.