1. Alternative hours The employer may require workers to work alternative hours and overtime for which they are compensated under their collective agreement. The employer will endeavour to share them with as many amendments as possible and will endeavour to publish them as much as possible. The parties agree that the terms of this agreement apply to union bargaining units, on the employer`s sites, locations and institutions, or for other purposes defined by the employer. This contract ends with written notification from the employer. Such a written notification will not be made more than twenty-one (21) days after the end of the declared state of emergency. This agreement may be extended by mutual agreement between the parties. Employees who work on a site, site or establishment affected by this agreement and who are asymptomatic, but recommended for self-isolation or self-isolation, are placed on special leave with a salary for all hours of work omitted up to a maximum of seventy-five hours (75) hours. Permanent workers are paid up to 75 (75) hours for all scheduled positions. If workers do not have symptoms and can work from home, the employer may require workers to do so during the period of self-isolation. Otherwise, workers with wages remain on special leave.
If the individual has acute respiratory symptoms, special leave with pay will be reduced to sick leave, annual leave or sabbatical, instead of sick leave exhaustion. Because some collective agreements allow the use of advance lines, workers may benefit from this benefit under these collective agreements. The agreement also includes provisions for waiving deadlines for collective agreements and continuing workers` compensation benefits. In addition to CUPE, the agreement was signed by NAPE, RNU and AAHP. The interim agreement extends the union`s current collective agreement for an additional two years and remains unchanged, with the exception of a salary increase and changes to pension benefits. “RNU welcomes an interim agreement that renews our current contract,” said Debbie Forward, President of the UNR. “We believe this agreement is the best option for our members, and we recommend its adoption.” “We believe this agreement is the best option for our members and we recommend adoption,” Forward said. The union says the two-year contract extension involves pay increases and the renewal of the No-Lays clause for budgetary reasons.
The rest of the agreement remains unchanged. In the coming weeks, the union will submit the interim agreement to its 5,200 members across the province for ratification of the agreement. 4. The redeployment of staff may be modified as required and, if possible, on a voluntary basis and/or in accordance with the provisions of their collective agreement. In order to facilitate the redistribution of staff between construction sites, qualified staff have the opportunity to work on a voluntary basis on site, on site or in the establishment, where additional staff are needed. If an insufficient number of workers are voluntarily made available, the employer may, if necessary, re-employ the staff. If travel and accommodation are required, employees are compensated in accordance with their collective agreements. This agreement will ensure a planned and timely response to the COVID 19 pandemic in our health care system. “The extension of this agreement supports the union, employers and workers.” I encourage you to read the agreement below. Here are some highlights: the vote took place online from June 9 to 11. Of the 2,726 votes obtained, 85.7% voted in favour of the new agreement.
Members of the Registered Nurses` Union Newfoundland-Labrador (RNU) have ratified an agreement to renew their contract with the provincial government for a further two years. EU President Debbie Forward said she welcomed the interim agreement. The agreement has yet to be ratified by the union`s 5,200 members.