In announcing an agreement, the province said it has achieved significant results in collective bargaining over the past 12 months and has achieved 25 ratified collective agreements in addition to this interim agreement. Union president Debbie Forward said she was pleased with the preliminary agreement. We are all together. This agreement shows that all parties involved are focused on one goal: defeating this virus. Stay safe and be healthy. I encourage you to read the agreement below. Here are some highlights: 4. Employee redeployment can be reassigned on an as-needed basis and, if possible, on a voluntary basis and/or in accordance with the provisions of their collective agreement. In order to facilitate the redeployment of staff between construction sites, qualified personnel are offered to work voluntarily on the site, on the site or in the establishment in case of need for additional staff.
If a sufficient number of workers do not register voluntarily, the employer may, if necessary, relocate the workers. If travel and accommodation needs are required, employees are compensated in accordance with the collective agreement. Most NAPE residents ratified a similar two-year extension in February. There was a 4 percent pay rise over 18 months. CUPE management and the Allied Health Professionals Association opposed the two-year extension and called for negotiations on new four-year collective agreements. In April and October 2018, the Newfoundland and Labrador Association of Public and Private Employees (PANE) ratified 16 collective agreements, while in December 2018, the Canadian Public Employment Union (CUPE) ratified seven collective agreements. In January 2019, the government secured a ratified collective agreement with the Allied Health Professionals Association (AAHP), while the Newfoundland and Labrador Teachers` Association (NLTA) ratified its collective agreement on March 4. The Parties agree that the terms of this Agreement apply to the union bargaining units, sites, sites and facilities of the Employer or, as specified by the Employer. This agreement terminates upon written notification from the employer. Such written notification shall not exceed twenty-one (21) days after the end date of the declared emergency. This Agreement may be renewed by mutual agreement between the Parties. 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.
Temporary call-in employees who are not scheduled in advance may take special leave with payment if it is necessary to self-isolate on the basis of positions they would have received under normal circumstances (compared to the next Junior Temporary Call-In). In the event of confirmation of an acute respiratory illness, workers may access sick leave, annual leave or temporary work, in accordance with their collective agreements. In certain collective agreements providing for the use of early leave, workers subject to these collective agreements may benefit from this benefit. The provincial government and the Registered Nurses` Union of Newfoundland and Labrador have reached an interim agreement on contract renewal. This agreement will ensure a planned and timely response to the COVID-19 pandemic in our healthcare system. Personnel employed in a place, site or establishment affected by this Agreement and asymptomatic, but recommended or advised to self-isolation, shall be placed on special leave, with all hours of work missed being paid up to a maximum of seventy-five hours (75) hours. Permanent part-time employees are paid for all scheduled positions up to a maximum of seventy-five hours (75). If employees have no symptoms and can work from home, the employer may ask employees to do so during the self-isolation period. Otherwise, staff remain on special paid leave. . .