Five Days of Education Leave for work on a degree

Written advance notice required Employees must be granted up to five days of leave without loss of pay for work on a postsecondary education course as part of a degree relevant to nursing practice. To utilize the five days of leave, Employees should inform the Employer in writing with as much advance notice as possible. Failing to do so could result in not being granted the five days of leave. Article 22.06 of UNA’s Provincial Collective Agreement states: (b) An Employee registered at a university or college pursuing a degree relevant to nursing on the Employee’s own time who consequently is required to fulfill requirements established by the university or college, may be granted up to five days leave without loss of regular earnings per year to fulfill such attendance requirements. Prior to commencement of such studies, the Employee shall advise the Employer in writing of such program requirements.

Benefits part-time and temporary employees

Benefits are restricted only for Employees who work less than 15 hours a week, or who are in a temporary position of less than six months. All Employees who work more than this are eligible for all benefits. Employees whose benefits are restricted are still eligible for: Œ the Supplementary Health Benefits including vision care and 80 per cent of all prescriptions Œ Dental Plan, They are not eligible for other pre-paid health benefits, life insurance, accidental death and disability insurance and short-term and long-term disability insurance. Article 21.06 of UNA’s Provincial Collective Agreement states: 21.06 Such coverage shall be provided to regular and Temporary Employees, except for: (a) Part-time Employees, whose regularly scheduled hours of work are fewer than 15 hours per week averaged over one (1) complete Cycle of the Shift Schedule; and (b) Temporary Employees, who are hired to work for a position of less than six (6) months;

Employers must pay costs for Physician’s note

If an Employer requires an Employee to provide proof of illness, such as a physician’s note, the Employer must reimburse the Employee for any costs for that information. Some physicians charge administrative fees for providing a note for sick leave. If an Employer asks an Employee for a physician’s note, the Employer must pay the fee. Employees should be cautious about providing the Employer with access to personal medical information. The Employer could attempt to use the information to limit sick leave. An Employee is not obligated to sign any medical information release form for the Employer.

Employers cannot just pay out named holidays

An Employee working on a Named Holiday is entitled to an alternate day off at “a mutually agreed time.” The “day in lieu” can be added to the Employee’s vacation, or the Employee can ask to take it at any time, with the Employer’s agreement. The day can also be “paid out” but ONLY if the Employee agrees. A full-time Employee changing to part-time retains her alternate days off until there is an agreed time off or until she agrees to take payment in lieu of a day off.

Employees can carry over Stat banks

Employees who have accumulated Named Holiday days-in-lieu in a “stat bank” are normally able to choose when they take those days off. The Employer CANNOT unilaterally pay out a stat bank. According to Article 18.03 (a) and (c) of UNA’s Provincial Collective Agreement, if the Employer and Employee cannot agree on the days to be taken off, the Employer can schedule the day off adjacent to a scheduled day of rest.

Overtime and Call Back worked on a Named Holiday

The UNA Collective Agreement applies the following provisions to situations where Employees work overtime or are called back on a Named Holiday: SITUATION PAYMENT AND CALCULATION Overtime worked on a regular Named Holiday 2 1/2x Basic Rate of Pay for overtime hours worked (1x for working +1x overtime + 1/2x Named Holiday) Overtime worked on a “Super Stat” (ie: Christmas Day or August Civic Holiday 3x Basic Rate of Pay for overtime hours worked (1x for working + 1x overtime + 1x Named Holiday) Call Back on a regular Named Holiday 2 1/2x Basic Rate of Pay for hours actually worked on the Call Back (1x for working + 1x overtime + 1/2 Named Holiday) Call Back on a “Super Stat” 3x Basic Rate of Pay for hours actually worked on the Call Back (1x for working + 1x overtime + 1x Named Holiday) Under Article 18, the following days are Named Holidays: New Year’s Day, Alberta Family Day, Good Friday, Victoria Day, Canada Day, Labour Day, Thanksgiving Day, Remembrance Day, Boxing Day. “Super Stats” are named as Christmas Day and August Civic Holiday

Vacation approval delayed or pending

At most UNA sites, the Employer must inform the Employee of approval or denial of her requests on the vacation planner by April 30. If there is a delay in the approval beyond the deadline, or if the Employer says it is pending, the Employee should consider her vacation denied and initiate a grievance immediately. If an Employee believes vacation time has been inappropriately assigned, she may also seek to file a grievance. For example, if an Employee has applied for a week block vacation and the Employer approves Monday and Tuesday, but not Wednesday, and approves Thursday and Saturday, but not Friday, that is effectively a denial of her vacation. The Employee should grieve this type of denial. The grievances should be filed within 10 days (excluding weekends and named holidays) of April 30 or from the day you were informed of vacation decisions, whichever is earlier. The UNA Provincial Collective Agreement does not provide for a standing, or pending vacation request. If circumstances change such that a previously denied vacation period becomes available, the Employee will need to submit a new vacation request for consideration.

Preceptor Allowance

An Employee assigned by her Employer to a Preceptor role is entitled to receive a 65 cents an hour allowance when working with Registered Student Nurses. Article 16.06 of the UNA Collective Agreement states: (a.) The Employer shall establish a roster on which Employees may indicate their interest in performing preceptor duties. In assigning preceptor duties, the Employer shall first consider the Employees on the roster. (b.) A Registered Nurse of Registered Psychiatric Nurse assigned by the Employer as a preceptor shall receive an additional 65¢ per hour. (c.) “Preceptor” shall mean a Registered Nurse or Registered Psychiatric Nurse who is assigned to supervise, educate or evaluate students.