Wheatland & Adjacent Districts Emergency Medical Services Association Collective Agreement 2018-2023

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 Employees” 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 Chief Administrative Officer or designate of the Employer and the union with a copy to the Chair of the local unit.
4. An Employee shall not engage 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 the Union’s business provided prior permission to do so has been granted by the Employer.
6. A representative of the Union shall have the right to make a presentation of up to thirty (30) 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 Representative shall be supplied in writing by the Union to the Employer before he is recognized as the Union Local Unit Representative.
8. Job Steward
   1. The name of a Job Steward shall be supplied to the employer before they are recognized as a Job Steward.
   2. A Job Steward may, at the request of an employee, accompany or represent them at formal investigations, disciplinary meetings or during the processing of a grievance including the grievance hearing.
   3. When it becomes necessary to leave work for these functions, a Job Steward shall obtain permission from their supervisor to leave work and agreement on the length of time of such leave. Such permission shall be requested with as much advance notice as possible and shall not be unreasonably denied. Stewards shall suffer no loss of regular earnings for leave under this Article.
   4. Upon request of the employer, the Union shall provide a list of all Job Stewards and their current level within the HSAA steward program.