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UNW Collective Agreement

Appendix A10 – Health Care Practitioners

All of the provisions of the Collective Agreement shall apply to the employees of Government hospitals and health care facilities except as modified by this Appendix. In any case where a provision contained in this Appendix conflicts with a provision of the Collective Agreement, the provision contained in this Appendix shall prevail.

The following Articles of the Agreement are modified:
 

ARTICLE 2
DEFINITIONS

2.01(e)is amended by adding the following:

Also included is prior service in Stanton Yellowknife Hospital provided a person was an employee at the Hospital on April 1, 1979.

2.04“Health Care Practitioner” means an employee in a profession that requires specialized knowledge, skills and abilities and exercises the knowledge, skills and abilities to provide a service related to:
  (a)the preservation or improvement of the health of individuals; or
  (b)the treatment or care of individuals who are injured, sick, disabled or infirm;
 but does not include an employee in a profession that requires specialized knowledge, skills and abilities in the social science field.
 

ARTICLE 16
DESIGNATED PAID HOLIDAYS

16.09a)(i)On April 1 of each year a full-time employee scheduled to work outside the standard hours of work shall be entitled to a designated paid holiday bank equivalent to the number of designated paid holidays as specified in Article 16 in the current fiscal year multiplied by 7.5 hours.
  (ii)Banked hours shall be taken at a time mutually agreeable to the Employer and the employee.  At the end of the fiscal year any unused banked hours shall be carried over to the next fiscal year.
  (iii)When more than one (1) employee requests time off with pay for these purposes and for operational reasons not all employees are granted the leave, length of service with the Employer shall be the sole deciding factor.
  (iv)

When one employee applies for vacation leave and another
employee(s) applies for banked hours off under this article, the request of the employee applying for vacation leave shall receive first preference.

 b)When an employee is required to work on a designated paid holiday as part of the employee's regularly scheduled hours of duty or as overtime when the employee is not scheduled to work, the employee shall be paid in addition to the hours the employee has banked had the employee not worked on the holiday twice (2X) the employee's straight time rate for all hours worked.
 c)

An employee scheduled to work on a designated paid holiday shall be paid at the applicable overtime rate for all hours worked from 00:01 to 24:00 on the designated paid holiday.

 

ARTICLE 22
HOURS OF WORK

22.02

Except for employees working a modified work week, employees shall be entitled to two (2) rest periods, with pay, of fifteen (15) minutes duration each, commencing on or about mid-morning and mid-afternoon, or the middle of the first half and the last half of a shift.  The time of commencement of such rest periods shall be determined by the Deputy Head or the employee's immediate supervisor.

 

SHIFT SCHEDULES

22.03(a)(ii)(a)Except by mutual agreement, between the Employer and the employee, when an employee’s work schedule is revised without five (5) calendar days notice, the employee shall be compensated at the rate of time and one-half (1 1/2) for the first full shift worked on the new schedule. Subsequent shifts worked on the new schedule shall be paid for at the straight time rate.
  (b)

Employees shall not be required to work more than seven (7) consecutive shifts of work between days off and it shall be the intent to assign less than the maximum.

The above arrangements shall not prohibit permanent evening or night shift arrangements as may be agreed upon by the Hospital or Health Care Facility the employees affected and the local of the Union.

 

ARTICLE 32
SEVERANCE PAY

 

The provisions of Article 32 will apply to all employees of Stanton Yellowknife Hospital who were on strength on April 1, 1979, and for this purpose the initial appointment date of employees will be considered to be the employee's taken-on-strength date at Stanton Yellowknife Hospital prior to April 1, 1979.   These employees are identified in a list provided by the Hospital to the Union dated October 16, 1979.  Employees hired after April 1, 1979 will qualify from their initial appointment date as specified in the Collective Agreement.



A10.A

LAUNDRY POLICY

 Special wearing apparel required by the Employer to be worn by employees while on duty will be provided and laundered by the Employer free of charge to the employee.  It being understood that such special apparel shall remain the property of the Employer.Uniforms and clothing purchased by the employee will not be laundered by the Employer.  However, each employee who is required to wear a uniform shall be paid an allowance of thirty-five dollars ($35.00) per month to assist in the purchase and cleaning of the uniforms.


A10.B

MODIFIED WORK WEEK

 The parties to this Collective Agreement, the Government of the Northwest Territories and the Union, in order to make possible the compressed work week, do hereby mutually agree to interpret all Articles of the Collective Agreement in such a manner as to take into account the effect of the extended work day and the resultant compressed work week.
 A10.B1.It is recognized that the primary intent of the Modified Work Week (M.W.W.) is to provide personnel working it a compressed work period with no increased cost to the Employer.
 A10.B2.There must be mutual agreement to implement and/or continue with the M.W.W., otherwise the contract provisions of hours of work or some other mutually agreeable variation shall be implemented.
 A10.B3.

HOURS OF WORK

  (1)Regular hours of work for full-time employees exclusive of meal periods shall be:
   (a)twelve (12) consecutive hours per day.
   (b)one thousand, nine hundred and fifty (1,950) hours per year.
   (c)a maximum of four (4) consecutive shifts.
  (2)Regular hours shall be deemed to:
   (a)include as scheduled by the Employer, three (3) rest periods with pay totaling forty-five (45) minutes during each full working shift of twelve (12) hours; commencing on or about mid-way between starting time and the first meal break, and mid-way between the first and second meal break and mid-way between the second meal break and the end of the shift, or
   (b)include, as scheduled by the Employer, one rest period, with pay, of fifteen (15) minutes during each partial shift of four (4) hours, or two (2) rest periods, with pay, of fifteen (15) minutes during each partial shift of 7.5 hours, commencing on or about mid-way between starting time and the meal break and mid-way between the meal break and the end of the shift.
   (c)exclude one meal period of thirty (30) minutes which shall be scheduled by the Employer in a full shift of twelve (12) hours. An employee shall be entitled to one scheduled meal period if the employee works 7.5 hours.
 

 

A10.B4.

 

OVERTIME

  (1)Overtime is all time required by the Employer and worked by an employee in excess of twelve (12) hours per day on twelve (12) hour shifts. Overtime worked immediately following or immediately preceding an employee's scheduled shift shall be paid at double time (2T). The Employer will designate an individual who may authorize overtime in all circumstances.
  (2)Overtime shall be paid for all authorized hours worked on scheduled days off in accordance with Article 23 - Overtime.
 

 

A10.B5.

 

VACATION LEAVE

  (1)An employee working an extended work day and compressed work week shall be entitled to vacation time off equivalent to that of other employees working the 7.5 hour work day. Upon termination, vacation leave credits shall be paid out on the basis of 7.5 hour days.
  (2)Earned leave will be converted into hours owed and utilized according to the scheduled shift pattern.
 

 

A10.B6.

 

DESIGNATED PAID HOLIDAYS

  (1)On April 1 of each year a full-time employee working an extended work day and compressed work week shall be entitled to a designated paid holiday bank equivalent to the number of designated paid holidays as specified in Article 16 in the current fiscal year multiplied by 7.5 hours.
  (2)Banked hours shall be taken at a time mutually agreeable to the Employer and the employee.  At the end of the fiscal year any unused banked hours shall be carried over to the next fiscal year.
  (3)When more than one (1) employee requests time off with pay for these purposes and for operational reasons not all employees are granted the leave, length of service with the Employer shall be the sole deciding factor.
  (4)When one employee(s) applies for vacation leave and another employee(s) applies for banked hours off under this article, the request of the employee applying for vacation leave shall receive first preference.
  (5)

When an employee is required to work on a designated paid holiday as part of the employee's regularly scheduled hours of duty or as overtime when the employee is not scheduled to work, the employee shall be paid in addition to the hours the employee has banked had the employee not worked on the holiday twice (2) the employee's straight time rate for all hours worked;

  (6)

An employee scheduled to work on a designated paid holiday shall be paid at the applicable overtime rate for all hours worked from 00:01 to 24:00 on the designated holiday.

 A10.B7.

SICK LEAVE

  (1)Sick leave credits shall be earned at the rate specified in Article 20 of the Agreement.
  (2)Earned leave shall be converted into hours owed and utilized according to the scheduled shift pattern.
 A10.B8. SPECIAL CLINICAL PREPERATION
  (1)An indeterminate, term or part-time Registered Nurse with special preparation of not less than six (6) months approved by the Employer and who is employed in the special service for which  he/she  is qualified, will be paid an additional forty ($40) dollars per month if he/she has utilized the course within four (4) years prior to employment.
  (2)An employee may not qualify for more than one payment under categories in the following Clauses (3), (4), and (5).
  (3)CHA/CNA COURSES
   An indeterminate, term or part-time Registered Nurse who has successfully completed the CHA/CNA course Nursing Unit Administration and/or Midwifery course and is employed in a capacity utilizing the course(s) will be paid an additional twenty-five dollars ($25.00) per month.
  (4)UNIVERSITY PREPARATION
   An indeterminate, term or part-time employee who has passed an accredited one year university course approved by the Deputy Head and is employed in a capacity utilizing this course will receive an additional $50 per month.
  (5)An indeterminate, term or part-time employee who has received a baccalaureate or higher degree approved by the Deputy Head will receive an additional $100 per month.
 

 

A10.C

 

MEDIVAC/RESCUE/SURVIVAL TRAINING AND EQUIPMENT

All personnel who may take medical rescue and evacuation flights have made available to them through paid education leave survival training and medivacuation training skills.

 

A10.D

ANNUAL SPECIAL ALLOWANCE

  (a)The annual special allowance for Nurses in nursing positions in one-Nurse nursing stations will be $9,000.
  (b)The annual special allowance for Nurses in nursing positions in two-Nurse nursing stations will be $6,000, but will be increased to the rates in (a) for such temporary periods exceeding fourteen calendar days, as the stations are operating with only one Nurse due to staff shortage.
  (c)The annual special allowance for Nurses in nursing positions in three-Nurse nursing stations will be $4,500.00 but will be increased to the rates in (a) and (b) above for such temporary periods exceeding fourteen (14) calendar days, as the stations are operating with only one or two Nurses respectively, due to staff shortage.
 

 

A10.E

 

MEDIVAC ROSTER

  (1)The Employer shall post a medivac sign-up sheet in a visible location accessible to staff where trained employees may sign up for medivac assignments (medical evacuations and medical escorts).
  (2)The Employer shall establish a roster of trained employees willing to perform medivac assignments.
  (3)

When a medivac assignment is necessary and there is no designated medivac nurse available the Employer shall:

   (a)first, endeavor to assign the assignment to employees on the roster who are on shift, in the order in which they appear on the roster;
   (b)second, endeavor to assign the assignment to employees on the roster who are not on shift in the order in which they appear on the roster;
   (c)finally, assign the assignment to employees who are not on the roster.
  (4)The Employer may pass over an employee on the roster if the employee is not qualified for the particular medivac assignment.  If an employee is passed over he/she shall remain eligible for the next assignment for which he/she is qualified, and will maintain his/her place on the roster.
  (5)When an employee on the roster takes a medivac assignment this shall be noted on the roster, together with the date of the assignment.  If an employee on the roster refuses an assignment this shall also be noted on the roster, and the employee will be treated, for purposes for future entitlement to assignments from the roster, as if he/she had taken the assignment.
  (6)The purpose of the medivac roster is to ensure, as far as practicable, that medivac assignments are distributed equitably amongst staff on the roster who are available for such assignments, subject only to them being qualified for the assignment.