Smiths Falls Collective Agreement

This award has a significant precedent. In order to avoid reporting on changes in working hours, many hospitals have adopted the practice of describing shift work schedules too broadly. This case should put an end to this practice. In general, the award recognizes the importance of the schedule for employees` personal circumstances and the value of seniority as a “basic right of collective agreements” that workers trust “to provide more comfortable positions for their families and other needs.” The Arbitration Chamber chaired by Christopher Albertyn authorized the complaint. It found that “simple reading of section 9.05 (b) requires that the job to be reserved.” In addition, the hospital has deprived staff of the right to use their seniority to make an informed decision about applying for a position by not publishing any information about the position to be worked. To quote the award, “seniority is a basic right of collective agreements” and “what is the postponement of a vacancy notice, ensuring that all employees of the collective agreement unit have the same opportunity to use their ladder to make informed decisions about whether or not to apply.” Accordingly, the board stated that Article 9.0S (b) of the collective agreement requires the hospital to specify the actual position to be performed in its recruitment notices and has instiled in the hospital the obligation to reserve the actual shift work periods of the vacancy. In this case, it was a challenge to the hospital`s practice when notifying a vacancy, the reference to “day/evening/night” or “days/evenings/weekends” as a position for a position, rather than indicating the actual position to be dealt with. The Union argued that this provision was contrary to Article 9.05, point b), of the collective agreement, which provides that the notice of vacancy “… layer. »

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