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, Workplace Violence Or Harassment
- Article 7: No Strike Or Lockout
- Article 8: Bulletin Boards
- Article 9: Probationary Period
- Article 10: Hours Of Work
-
Articles 11-21
- 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
- Article 21: Vacation With Pay
-
Articles 22-32
- 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
- Article 31: Technological Change
- Article 32: Contracting Out
-
Articles 33-43
- Article 33: Leaves Of Absence
- Article 34: In-Service Programs
- Article 35: Court Appearance
- Article 36: Evaluations, Personnel Files And Employee Health Files
- Article 37: Discipline And Dismissal
- Article 38: Resignation/Termination
- Article 39: Job Descriptions
- Article 40: Job Classifications
- Article 41: Employee-Management Advisory Committee
- Article 42: Workplace, Health, Safety And Wellness
- Article 43: Protective Clothing
-
Letters of Understanding
- Letter of Understanding #1 - RE: JOB-SHARING
- Letter of Understanding #2 - RE: SEVERANCE
- Letter of Understanding #3 - RE: MOBILITY
- Letter of Understanding #4 - RE: JOINT COMMITTEE
- Letter of Understanding #5 - RE: JOINT BENEFITS COMMITTEE
- Letter of Understanding #6 - RE: FLEXIBLE SPENDING ACCOUNT (FSA)
- Letter of Understanding #7 - RE: MULTI-SITE POSITIONS
- Letter of Understanding #8 - RE: GUIDELINES FOR DETERMINATION OF REQUIREMENT TO PROVIDE AN AUTOMOBILE
- Letter of Understanding #9 - RE: INCREASING OR DECREASING FULL-TIME EQUIVALENCY
- Letter of Understanding #10 - RE: FLEX HOURS
- Letter of Understanding #11 - RE: BENEFITS ELIGIBLE CASUAL EMPLOYEES (BECE)
- Letter of Understanding #12 - RE: OPTIONAL CONSEQUENTIAL VACANCY PROCESS
- Letter of Understanding #13 - RE: SUPERNUMERARY POSITIONS
- Letter of Understanding #14 - RE: PART-TIME SEASONAL EMPLOYEES
- Letter of Understanding #15 - RE: INTERNAL GRIEVANCE MEDIATION (IGM)
- Letter of Understanding #16 - RE: DEFERRED SALARY LEAVE PLAN
- Letter of Understanding #17 - RE: NORTHERN INCENTIVE PROGRAM
- Letter of Understanding #18 - RE: PORTABILITY BETWEEN APL, AHS, COVENANT HEALTH, BETHANY NURSING HOME OF CAMROSE AND LAMONT HEALTH CENTRE
- Letter of Understanding #19 - RE: DUTY TO ACCOMMODATE
- Letter of Understanding #20 - RE: LEGACY QUALIFICATION DIFFERENTIALS (EDUCATION ALLOWANCES)
- Letter of Understanding #21 - RE: REVISED GRIEVANCE ARBITRATION PROCESS
- Letter of Understanding #22 - RE: EMPLOYEE AND UNION DEVELOPED SHIFT SCHEDULES
- Letter of Understanding #23 - RE: ALTERNATE SCHEDULING OPTION (HOURS BETWEEN SHIFTS)
- Letter of Understanding #24 - RE: TRANSITIONAL PROVISIONS FOR EMPLOYEES MOVING INTO THE HSAA BARGAINING UNIT
- Letter of Understanding #25 - RE: OUT OF SCOPE INCLUSIONS AND EXCLUSIONS OF VARIOUS EMPLOYEES
- Letter of Understanding #26 - RE: TELEWORKING AGREEMENT
- Letter of Understanding #27 - RE: RELOCATION REIMBURSEMENT
- Letter of Understanding #28 - RE: APPEAL PROCESS
- Letter of Understanding #29 - RE: JOINT CLASSIFICATION COMMITTEE
- Letter of Understanding #30 - RE: MEDICAL LABORATORY ASSISTANT I RECRUITMENT
- Letter of Understanding #31 - RE: SUPPLEMENTARY HEALTH PLAN IMPROVEMENTS
- Letter of Understanding #32 - RE: RED-CIRCLED APL EMPLOYEES (DUE TO TRANSITIONAL BARGAINING)
- Salaries Appendix
- Local Conditions Applicable To Central Zone
- Local Conditions Applicable To Edmonton Zone
LETTER OF UNDERSTANDING #15
BETWEEN
ALBERTA PRECISION LABORATORIES
(hereinafter referred to as the Employer)
- and -
HEALTH SCIENCES ASSOCIATION OF ALBERTA
(hereinafter referred to as the Union)
RE: INTERNAL GRIEVANCE MEDIATION (IGM)
Whereas the parties agree it is in their best interests to have grievances resolved expediently, and in an economical manner, and there is benefit in having a full discussion of the issues,
THEREFORE, the parties agree, the basis of the IGM process is as follows:
(a) The purpose of the IGM is to have an open, non-binding discussion in an attempt to reach a resolution satisfactory to both parties.
(b) Prior to a matter being arbitrated, the parties may agree to refer the issue to the IGM. Reference of a matter to the IGM is voluntary and must be agreed to by both parties.
(c) Discussions and proposed resolutions are made on a without prejudice basis and are for the purpose of attempting to achieve a resolution.
(d) Any and all information or documents shared during, or in preparation for the IGM are considered privileged and cannot be used in any further proceedings without proper introduction as evidence.
(e) Both parties shall put forward three (3) names of representatives from their organization(s) who agree to hear disputes. Each IGM will be heard jointly by one (1) representative from the Union and one (1) representative from the Employer(s).
(f) The representatives will make recommendations to resolve the issue. Recommendations can take any form the representatives deem appropriate. Recommendations are non-binding on the parties and are considered privileged and may not be used for any other purpose.
This Letter of Understanding will expire September 30, 2024, or upon the date of ratification of the next Collective Agreement, whichever is later.