ARTICLE 22: PAID HOLIDAYS

22.01 The following shall be paid holidays:

New Year's Day
Heritage Day (Civic Holiday)
Alberta Family Day
Labour Day
Good Friday
Thanksgiving Day
Easter Monday
Remembrance Day
Victoria Day
Christmas Day
Canada Day

22.02 Where a paid holiday under Clause 22.01 falls on a Saturday or a Sunday, the paid holiday shall be observed on the following Monday.

22.03 Where an employee is not required to work on a paid holiday, his/her pay for that holiday shall be the pay which s/he regularly receives for his/her normal day's work.

22.04 To be eligible for paid holidays, an employee must be at work (or on approved leave with pay) his/her last normal working day before the paid holiday, and his/her first normal working day after.

22.05 When a paid holiday falls on one of an employee's normal rest days, s/he shall be given some other day of paid leave in lieu of the day of rest. For purposes of Clause 22.07, an employee shall only be considered to have worked on a paid holiday when s/he works on one of the specific days set out in Clause 22.01.

22.06 When provision of a lieu day cannot be arranged due to operational requirements, the employee shall receive a day's pay not later than the end of the month following the month in which the paid holiday occurs.

22.07 (a) When an employee is required to work on a paid holiday, s/he shall be paid at double time for all hours worked, and in addition shall be given some other day off with pay in lieu of the paid holiday at a mutually agreeable time. Where this provision applies, Clause 22.03, shall not apply.

(b) Where the employee works less than his/her regular daily hours, s/he shall be paid at straight time for the balance of those hours s/he was not required to work.

(c) Where a minimum time payment applies, the straight time pay will be for the difference between that minimum and his/her regular hours.

(d) The minimum payment for working on a paid holiday is two (2) hours at applicable overtime rates.

22.08 Notwithstanding Clause 22.06, an employee working in continuous operations shall have the opportunity to schedule the lieu day in conjunction with his/her normal rest days, or with his/her next period of vacation leave. Not more than five (5) of these days may be taken in conjunction with vacation leave. Where an employee elects, in advance, to schedule the alternate day off, it shall not be changed except by mutual agreement.

(a) If the paid holiday falls on a day when a part-time or temporary employee is normally scheduled to work, this Article shall apply as written.

(b) If the paid holiday falls on a day when a part-time or temporary employee is normally scheduled not to work, this Article shall not apply to that employee.

This Article will not apply, however, the apprentice will receive as holiday pay the sum equivalent to that which s/he receives for his/her normal day’s work; or if s/he is required to work on such a holiday, s/he will receive pay for the said holiday, plus two times his/her normal rate for the hours worked.

ARTICLE 23: ANNUAL VACATION LEAVE

23.01 Vacation Year

The vacation year is the fiscal year (April 1 through March 31).

Vacation credits for a full-time employee will be earned on the basis of each calendar month of service as follows:

(a) starting with his/her appointment - one and one quarter (1¼) work days per calendar month of service (i.e. fifteen (15) work days every twelve (12) calendar months of service);

(b) upon completion of sixty (60) calendar months of service - one and two-thirds (1 2/3) work days per calendar month of service (i.e. twenty (20) work days every twelve (12) calendar months of service);

(c) upon completion of one hundred and ninety-two (192) calendar months of service - two and one-twelfth (2 1/12) work days per calendar month of service (i.e. twenty five (25) work days every twelve (12) calendar months of service); and

(d) upon completion of two hundred and seventy six (276) calendar months of service - two and one-half (2½) work days per calendar month of service (i.e. thirty (30) work days every twelve (12) calendar months of service).

An employee will continue to earn vacation credits for the first two months of approved leave with pay, W.C.B. leave, illness leave and maternity/parental leave. An employee will not earn vacation credits for any other leaves in excess of a month. Where an employee works while on part-time illness leave or returns in a rehabilitation position, either full-time or part-time, vacation credits will accrue at the appropriate level of entitlement and will be pro-rated based on the time at work.

23.03 Clause 23.02 will also apply to a part-time employee except that his/her vacation pay will be pro-rated in accordance with his/her actual hours worked or paid for (exclusive of overtime and call-back).

23.04 Where a part-time employee becomes a full-time employee, his/her former part-time service shall, without pro-rating, be considered full-time service for the purpose of earning future vacation credits pursuant to Clause 23.02. However, vacation pay for vacation credits, if any, while s/he was a part-time employee will remain governed by Clause 23.03.

23.05 Notwithstanding Clause 23.01, but subject to Clause 23.07, an employee will have the right, in any vacation year, to use all the vacation credits s/he has earned up to the commencement date of his/her scheduled vacation time.

23.06 In each vacation year, an employee will have the right to take his/her vacation in one (1) unbroken period or to split his/her vacation subject to Clause 23.07.

23.07 Vacation will be scheduled by mutual agreement between the employee and his/her Department Head. The Department Head will accommodate the employee's choice of vacation time(s), subject to operational requirements. Where operational requirements prevent two (2) or more employees within the same seniority unit from taking their vacation at the same time, their seniority will be the determinant. However, an employee who chooses to take his/her vacation in one (1) unbroken period will have prior claim to vacation time over an employee who chooses to split his/her vacation.

23.08 Once vacations are authorized, they will not be changed other than in cases of emergency, except by mutual agreement.

23.09 Where one (1) or more paid holidays fall within an employee's vacation, such paid holidays will not be counted as part of the employee's vacation.

23.10 Where an employee is hospitalized during his/her vacation, the duration of his/her hospitalization will be charged against his/her illness entitlement and will not be counted as part of his/her vacation, provided s/he can demonstrate his/her hospitalization to the satisfaction of the Department Head.

23.11 Where an employee has exhausted his/her illness leave entitlement, s/he will have the right to use his/her vacation credits, if any, to cover his/her absence due to illness.

23.12 The Department Head may approve an employee's request for carryover of his/her vacation credits to the next vacation year. However, no employee will lose any of his/her vacation credits under any circumstances.

23.13 An employee will have the right to receive part or all of his/her vacation pay prior to the commencement of his/her vacation, provided s/he submits such request to his/her Department Head at least ten (10) work days prior to the commencement of his/her vacation.

23.14 Vacation credits, if any, will be paid out to an employee on the date of his/her cessation of employment with the University.

This Article will not apply to temporary employees twelve (12) months or less, nor will it apply to apprentices. Instead, such employees will receive vacation pay at the rate of six percent (6%) of their total earnings (exclusive of overtime and call-back compensation) for each pay period. For temporary employees who have not worked in excess of twelve (12) months, approved vacation leave, if any, will be without pay. Such employees will also be entitled to take up to three (3) weeks of time off without pay as vacation following their first twelve months worked. This period will not be considered a break in service.

23.16 Effective April 1, 1992, new-hired temporary employees will receive vacation pay at the rate of four percent (4%) of their total earnings (exclusive of overtime and callback compensation) for each pay period.

ARTICLE 24: ILLNESS AND PROOF OF ILLNESS

24.01 The Employer and NASA jointly acknowledge their commitment to promoting wellness, encouraging the legitimate use of illness leave, and being proactive in returning employees to work.

24.02 "Illness" means illness, injury or quarantine affecting an employee, but does not include pregnancy, subject to Clause 24.11.

24.03 "Casual illness" means an illness which causes an employee to be absent from duty for a period of three (3) consecutive work days or less for which no medical certificate is required. Where an employee has used his/her casual illness entitlement in any one (1) service year, s/he may provide a medical certificate for additional absences of three (3) work days or less, and the absence will be considered as general illness.

24.04 "General illness" means certified illness which causes an employee to be absent from duty for a period of more than three (3) consecutive work days.

24.05 "Service year" begins with the initial date of service and continues with each full year of service thereafter, subject to Clause 18.04.

Leave of absence with pay is allowable on account of illness from the initial date of service for twenty-six (26) weeks, i.e. one hundred and thirty (130) work days, per service year, of which two (2) weeks, i.e. ten (10) work days, may be used as casual illness.

Illness entitlement is reinstated at the beginning of each year of continuous service (i.e., reinstatement of entitlement will be based upon a twelve (12) month period related to an employee’s service date), subject to the following provisions:

(a) When an absence on account of illness continues from one service year to the next, the period of leave with pay allowable in respect of that absence is determined according to the year of service in which the absence commenced. The portion of such period of leave which is taken in the succeeding year does not reduce the employee's illness entitlement for that year.

(b) After an employee uses his/her illness entitlement in any one service year, s/he is not entitled to further illness entitlement in the next service year until s/he has completed ten (10) consecutive work days of service from the date of his/her return to work.

(c) Where the AVP(HRS) disputes the validity of the medical certificate submitted by the employee with respect to (b) above, the AVP(HRS) may require the employee to undergo a medical examination by another medical doctor who is not in the employ of the Board. Should the two medical doctors disagree on the medical status of the employee, the dispute will be settled by a third medical doctor to be selected by mutual agreement of the two medical doctors.

Should an employee demonstrate, to the satisfaction of the Department Head, that s/he was admitted to a hospital as an in-patient during the course of his/her vacation, s/he will be considered to be on sick leave for the period of stay in hospital subject to the other provisions of this Article. Vacation time not taken as a result of such stay in hospital, will be taken at a mutually agreeable later date.

(a) Medical certificates will be provided to the Employer, with a copy forwarded to the Health Recovery Support Unit, for any absence due to illness in excess of three (3) work days. The medical certificate will specify:

(1) that the employee was unable to attend work and perform his/her regular duties due to illness, and

(2) the duration of the illness.

(b) Medical certificates for absence due to casual illness of three (3) work days or less will not be required except where the employee has had a maximum of ten (10) work days of uncertified absence due to illness in a service year.

(c) Medical certificates will be provided for any absence due to illness immediately preceding or following a vacation period or a paid holiday.

(d) For an absence due to illness that continues beyond ten (10) work days or where there is a discernable pattern of shorter duration absences as determined by the Employer, the employee will be required to submit a medical certificate to the Health Recovery Support Unit. The certificate will specify the nature of the illness, the duration or expected duration of the illness and a prognosis on recovery. The employee will also advise his/her supervisor of his/her continued absence. If the employee does not return to work on the specified return date(s), further medical certificates will be required.

Notwithstanding Clause 24.02 a pregnant employee who is absent from work due to a medical condition which is medically certified as an illness, will be eligible for illness benefits. The application of illness benefits will be suspended during pregnancy from the date on which maternity leave is scheduled to commence pursuant to Clause 28.01, or the actual date of confinement, whichever is earlier, to the date on which the employee is scheduled to return to work pursuant to Clause 28.02, or the date on which the employee actually returns to work, whichever is earlier.

Notwithstanding the above provisions, an employee, whose employment is being continued after s/he has reached retirement age and who suffers any illness that causes him/her to be absent from duty for more than one (1) calendar month, is entitled to leave with pay for the first calendar month of absence only.

In a case of prolonged absence caused by illness or where chronic illness is believed to be adversely affecting an employee's work, Human Resource Services may require that the employee be examined by a medical board consisting of one or more doctors selected by Human Resource Services. The employee is entitled to designate one member of the Board. The medical board will submit a medical report as to the condition of the employee and the amount of time considered necessary for his/her complete recovery, an opinion on the employee's ability to continue in his/her present position and whether or not his/her condition can be reversed through treatment.

For part-time regular employees, this Article will apply except that the pay for absence due to illness will be based on the employee's normally scheduled work hours.

Clause 24.07 will not apply to temporary employees. Instead, temporary employees will earn illness leave at the rate of one (1) work day for each complete month of employment, except that in the case of temporary part-time employees the entitlement will be pro-rated on the basis of their total number of hours worked or paid for (excluding overtime) per month.

24.16 This Article will have application only to days on which the employee would otherwise normally be scheduled to work.

ARTICLE 25: WORKERS' COMPENSATION SUPPLEMENT

25.01 When an employee sustains an injury in the course of his/her duties and is eligible for Workers' Compensation, s/he shall be paid that amount necessary to make up the difference in pay between what s/he receives from the Workers' Compensation Board and what s/he would have received had s/he been on leave because of general illness as provided for in Article 24. Payment under this provision shall be made only for that period of time during which s/he would have received full base pay pursuant to Article 24, but such payments shall not reduce his/her general illness entitlement for that year.

25.02 An employee who sustains an injury while in the employ of another employer and who is eligible for Workers' Compensation shall not be covered by the Workers' Compensation Supplement (Clause 25.01) and General Illness (Clause 24.04) provisions. Such absence shall be considered authorized leave without pay.

ARTICLE 26: SPECIAL LEAVE

26.01 This Article will have application only to days on which the employee would otherwise normally be scheduled to work.

26.02 Upon receiving authorization from the Employer, an Employee will be granted leave with pay for the following reasons up to the maximum time indicated.

(a) In the event of death of a son, daughter, brother, sister, spouse (including common-law spouse), parent, parent-in-law, grandparent, or the husband or wife of any of these; an employee will be allowed leave with pay up to three (3) working days together with any necessary travelling time, not exceeding two (2) working days with pay.

(b) An Employee will be allowed up to one (1) day with pay to attend the funeral of persons other than those specified above.

(c) Leave with pay up to two (2) working days will be allowed for sudden or serious illness within the immediate family (spouse, child, mother or father):

(1) to make arrangements for the care of the person who is ill;

(2) to make arrangements for the care of the children of the person who is ill;

(3) to care for the person who is ill; or

(4) to care for the children of the person who is ill.

(d) The Employer may authorize leave under warranted conditions on the same terms as provided above in the event of a death or serious illness of persons other than those specified above.

(e) Should an Employee demonstrate to the satisfaction of the Employer that during a period of vacation a bereavement as described above occurred and provided the Employee attended the funeral, s/he will be allowed compassionate leave and his/her vacation will be credited accordingly.

(f) If an Employee is required to be absent from duty by reason of grave illness of a son, daughter, brother, sister, spouse (including common-law spouse), parent, parent-in-law or grandparent or the husband or wife of any of these - s/he may be allowed compassionate leave in respect of such absence, normally to the extent provided above, at the discretion of the Employer.

Leave with pay for up to one (1) working day will be allowed for emergencies or disasters, demanding the immediate personal attention of the employee or preventing the employee from attending his/her place of employment.

Leave with pay for one (1) working day or less will be allowed for attendance at birth or adoption proceedings of an Employee's child.

Leave with pay for up to one (1) working day will be allowed for moving household effects when changing place of residence (not to exceed one (1) working day per fiscal year). This provision will not apply to employees who have formally submitted their resignations.

Leave with pay for up to one (1) working day will be allowed for employees to attend the formal Canadian Citizenship Hearing to become a Canadian citizen.

The maximum length specified for each circumstance requiring use of leave with pay will not be exceeded, however, such leave may be granted more than once for the same circumstances within a fiscal year, provided the total leave does not exceed ten (10) working days per fiscal year. Additional compassionate leave (Clause 26.03) will be granted when ten (10) days leave with pay has already been utilized within a fiscal year.

For temporary Employees, this Article will not apply.

A part-time regular Employee will be entitled to all leaves under this Article. However, pay for such leaves will be prorated in accordance with his/her regularly scheduled hours of work relative to the daily hours of a full-time established position in the same job title.

ARTICLE 27: WITNESS OR JURY DUTY

27.01 An Employee who is required by law to serve jury duty or act as a witness will be granted leave with pay. Any fee received by him/her for such duty will be remitted to the Employer. However, this Article will not apply to any personal action where the Employee is the plaintiff or defendant.

27.02 The Employee will submit to his/her supervisor the document which requires him/her to appear as a witness or juror before being granted leave under this Article.

27.02 The Employee scheduled to work day shift will work during those working hours that s/he is not required to attend the court proceedings. However, an Employee, who is scheduled to work afternoon, evening or night shifts during the period of jury or witness duty, will be granted a leave with pay for an equivalent number of scheduled shifts during the period.

ARTICLE 28: MATERNITY AND PARENTAL LEAVE

Maternity Leave

28.01 Following one (1) year of service, leave of absence without pay for more than four (4) weeks to a maximum of seventeen (17) weeks for maternity reasons will be granted by the Employer with written notification to the supervisor and Human Resource Services and subject to the following conditions:

(a) The Employee will apply for maternity leave a minimum of three (3) months prior to the expected date of birth.

(b) The date on which maternity leave will commence will be determined by the employee, in consultation with her physician, unless the pregnancy interferes with the performance of the duties of her position.

(c) The Employee will advise of the anticipated return date.

28.02 An Employee on approved maternity leave is entitled to return to the position she held immediately prior to going on leave. If her position no longer exists, she will be placed in alternate work of a comparable nature at the same rate of pay and benefits. An Employee who wishes to resume her employment on expiration of her approved maternity leave will provide at least two (2) weeks' notice in writing of the day she intends to resume employment. In the event the Employee wishes to resume employment earlier than her intended date of return, she may do so under the following conditions:

(a) one (1) month following the birth of her baby if a medical certificate is provided; or

(b) six (6) weeks following the birth of her baby if a medical certificate is not provided.

28.03 The Employee is required to advise Human Resource Services prior to the commencement of maternity leave regarding the continuation of benefit coverage for the duration of the leave. Benefit coverage will be provided for any health related portion of her absence. The Employee will provide medical evidence from her physician specifying the portion of her maternity leave attributable for any health related absence. If an Employee opts to continue her benefit coverage with the University beyond the illness related portion of her leave, she must pre-pay her premiums for the non-medical portion of her leave.

28.04 Where an Employee has resigned because of pregnancy and is re-employed within twenty-four (24) months, the Employee will have her previous unbroken period of service reinstated for the purposes of administering the terms and conditions of this Agreement including all leave entitlements.

28.05 A pregnant Employee who satisfies the Employer, through medical evidence from her physician, that continued employment in her present position may be hazardous to her health or to her unborn child, may request a transfer to a more suitable position if one is available. The Employee will be paid within the range for the new position. If no suitable position is available and/or the employee is not transferred, she may request maternity leave, if eligible, under this Article. In the event that such leave commences within the first four (4) months of pregnancy, which necessitates an absence of longer than twelve (12) months, the Employee may request further leave without pay.

28.06 Top Up Benefits

The Employer will provide top up benefits to eligible Employees on maternity leave in accordance with the Employment Insurance Regulations and subject to the following conditions:

(a) an Employee may apply for top up benefits during the illness related portion of her maternity leave provided:

(i) she is receiving employment insurance maternity benefits, and

(ii) she has sufficient illness entitlement in accordance with Clause 24.07

(iii) the Employee provides medical evidence from her physician specifying the portion of her maternity leave attributable for any health related absence.

(b) Evidence of payment of Employment Insurance maternity benefits (cheque stub) must be presented to Human Resource Services in order to receive the maternity top up benefit.

(c) The maternity top up benefit will provide the Employee with ninety-five percent (95%) of gross earnings less deductions.

(d) An Employee who wishes to receive top up benefits will apply for Employment Insurance maternity benefits as soon as eligible.

Parental Leave

28.07 Following one (1) year of service, leave of absence without pay to a maximum of thirty-seven (37) weeks will be granted to an Employee for parental leave for his/her newborn or adopted child, with written notification to the supervisor and Human Resource Services and subject to the following conditions:

(a) the Employee will apply for leave a minimum of one (1) month prior to the anticipated birth or adoption date, or provide as much notice as possible;

(b) such leave will commence no sooner than the actual birth or adoption date;

(c) such leave will commence no later than fifty-two (52) weeks after the actual birth or adoption date;

(d) an Employee is required to advise Human Resource Services prior to the commencement of parental leave regarding continuation of benefit coverage for the duration of the leave. If the Employee opts to continue benefit coverage with the University during his/her parental leave, s/he must prepay the premiums.

General

28.08 If an Employee decides not to return to work and so advises the supervisor and Human Resource Services, benefit coverage as above will be maintained for the duration of the approved leave.

28.08 No employee will be eligible for leave under this article that is in excess of twelve (12) months, per birth or adoption, unless otherwise approved.

28.10 Temporary Employees

This Article will not apply to Temporary employees 12 months or less; however, a Temporary employee 12 months or less will be entitled to apply her accumulated illness entitlement during the illness related portion of her pregnancy.

ARTICLE 29: LEAVE WITHOUT PAY

29.01 Where an Employee applies for a leave of absence without pay, it will be granted subject to the approval of the Employer.

29.02 An Employee may be granted leave of absence without pay to seek election for political office at the local, provincial or federal level. The leave period and other leave arrangements will be appropriate to the circumstances as approved by the Employer.

29.03 Upon written request, an elected Union official will be granted a leave of absence without pay. The Employer will continue all salary and benefits during the period of leave and will invoice the Union.

ARTICLE 31: BENEFIT PLANS

31.01 This Article became effective on January 1, 1990.

The Employer will pay one hundred percent (100%) of the premium cost of the Alberta Health Care Plan for each participating employee, for either single or family coverage.

(a) The Employer will pay one hundred percent (100%) of the premium cost of a Supplementary Health Care Plan for regular employees.

(b) The details of benefits and eligibility will be governed by the Master Policy.

(a) The Employer will pay one hundred percent (100%) of the premium cost of a dental insurance plan for regular employees.

(b) The details of benefits and eligibility will be governed by the Master Policy.

(a) The Employer will pay one hundred percent (100%) of the premium cost of a Basic Group Life Insurance Plan for regular employees.

(b) The amount of coverage will be one times the employee's annual earnings, rounded up to the next highest one hundred dollars ($100), with a minimum of fifteen thousand dollars ($15,000).

(c) The details of benefits and eligibility will be governed by the Master Policy.

(a) The Employer will pay one hundred percent (100%) of the premium cost of a Long-term Disability Plan for regular employees.

(b) The Plan will provide for benefits of seventy percent (70%) of the employee's pre-disability gross salary. It will have an elimination period of twenty-six (26) weeks, i.e. one hundred and thirty (130) working days.

(c) While an employee is receiving LTD benefits, the Plan will pay, on behalf of the employee, the Employer's and the employee's pension contributions directly to the Public Service Pension Plan.

(d) Where the employee receives LTD benefits, the following conditions will apply regarding return to work.

(1) The employee will be returned to the same or a similar position (job title) provided s/he is medically certified as capable of performing the normal job functions of the position (job title) within a twenty-four (24) month period from the date the employee started receiving LTD benefits.

(2) Consistent with the rehabilitative employment provisions of the LTD Plan, the Employer will provide rehabilitative employment, wherever possible. An employee offered such rehabilitative employment will have an obligation to accept it. Where a Department Head agrees to participate in a plan of rehabilitation for an employee, either in the employee's regular occupation or in another occupation, the department accepting such an employee who is not fully qualified will be reimbursed for the cost of salary and benefits up to a maximum of six (6) months (LTD Plan 50% and Human Resources Development Fund 50%); thereafter the cost of salary and benefits will be the responsibility of the department.

(3) After the twenty-four (24) month period, the Employer will consider the likelihood of the employee being able to return to work within the foreseeable future. If it is likely the Employee will be capable of returning to work, the Employer will endeavour to return the Employee to his/her former position or to a position s/he is medically certified as capable of performing.

(e) Participating employees are eligible for coverage on the later of their date of hire or January 1, 1990. No benefit is payable for disabilities arising from a condition which existed prior to the effective date of the employee's coverage and for which s/he received treatment during the six (6) month period prior to such date. This limitation of coverage no longer applies after the employee has been actively at work and continuously covered for a period of twelve (12) consecutive months.

(f) The parties agree that recipients of long term disability insurance benefits will receive an increase in such benefits equivalent to any negotiated general salary increase and effective on the same date as that of the general salary increase.

(a) The Employer will pay one hundred percent (100%) of the premium cost of an Occupational Accidental Death and Dismemberment Insurance Plan for all employees. The amount of coverage will be twenty-five thousand dollars ($25,000) for accidental death and various percentages of that amount for dismemberment as follows:

Loss of, or permanent and total loss of use of:

Both hands 100%

Both feet 100%

Sight of both eyes 100%

One foot and sight of one eye 100%

One hand and one foot 100%

One hand and sight of one eye 100%

Speech and hearing 100%

Use of both arms 100%

Paralysis  100%

One arm or one leg 75%

One hand or one foot 66 2/3%

Sight of one eye 66 2/3%

Speech or hearing 50%

Thumb and index finger of either hand 33 1/3%

Hearing in one ear 16 2/3%

(b) The Plan under Sub-clause (a) will cover death or dismemberment sustained by an employee while performing Employer business. The coverage is in effect from the time the employee arrives at work until s/he leaves work.

(c) The amount of coverage under Sub-clause (a) will be increased to one hundred thousand dollars ($100,000) where death or dismemberment is sustained by an employee who is away from his/her normal place(s) of business and is travelling on Employer business. Such coverage is in effect twenty-four (24) hours a day during the duration of travel.

(d) The existing Employer regulations relating to reimbursement of expenses incurred while travelling on Employer business will remain in force for the duration of this Agreement.

The Employer will provide for regular employees an Optional Group Life Insurance Plan, of which one hundred percent (100%) of the premium cost will be paid by each participating employee.

The Employer will provide for regular employees an Optional Group Dependent Life Insurance Plan, of which one hundred percent (100%) of the premium cost will be paid by each participating employee.

The Employer will provide for regular employees an Optional Accidental Death and Dismemberment Insurance Plan, of which one hundred percent (100%) of the premium cost will be paid by each participating employee.

The Employer and NASA have, through negotiations, provided various benefit programs for employees. A Benefits Guide will be published from time to time by the Employer and NASA to provide detailed information about these programs. Insured benefit programs are subject to the contracts between the Employer and the carriers, and self-insured programs are subject to the Employer's plan documents. Both contracts and plan documents are referred to as the Master Policy in this Agreement. NASA will, however, be consulted on changes to the carriers of such contracts and plan documents. There must be mutual agreement to changes to the level of benefits contained in the plan documents.

This Article will apply to regular recurring employees during the inactive period provided they prepay the premiums as indicated below. Failure to prepay premiums will result in a loss of coverage.

(a) a full-time regular recurring employee will, prior to the inactive period, prepay the following premiums:

• fifty percent (50%) of the premium cost under Clause 31.02, Alberta Health Care
• one hundred percent (100%) of the premium costs under:

Clause 31.03 - Supplementary Health Care

Clause 31.08 - Optional Group Life Insurance

Clause 31.09 - Optional Group Dependent Life Insurance

Clause 31.10 - Optional Accidental Death and Dismemberment Insurance

The Employer will continue to pay one hundred percent (100%) of the premiums for the following benefits:

Clause 31.04 - Dental Insurance

Clause 31.05 - Basic Group Life Insurance

Clause 31.06 - Long Term Disability

(b) a part-time regular recurring employee will, prior to the inactive period, prepay the following premiums:

• one hundred percent (100%) of the premium costs under:

Clause 31.02 - Alberta Health Care

Clause 31.03 - Supplementary Health Care

Clause 31.04 - Dental Insurance

Clause 31.05 - Basic Group Life Insurance

Clause 31.06 - Long Term Disability

Clause 31.08 - Optional Group Life Insurance

Clause 31.09 - Optional Group Dependent Life Insurance

Clause 31.10 - Optional Accidental Death and Dismemberment Insurance

For temporary employees only Clauses 31.07 and 31.11 will apply. The Employer undertakes to make available a group Alberta Health Care Plan, of which one hundred percent (100%) of the premium cost will be paid by each participating temporary employee.

ARTICLE 32: UNIVERSITY CREDIT COURSES

32.01 After one (1) year of service, and on the recommendation of the Department Head, full-time employees will have tuition fees remitted for University of Alberta credit courses on the following basis:

(a) The Employer will remit fees to a maximum of 18 units of course weight in a calendar year of which up to 12 units of course weight can be taken in the Fall and Winter terms.

(b) Remission of fees will include only instructional fees and will not cover books, supplies and other costs. An employee approved for tuition fees is not required to prepay the fees.

(c) A maximum of 3 units of course weight per Term (Fall, Winter, Spring, Summer) may be taken during the employee’s regular hours of work on the recommendation of the Department Head and on the mutual understanding that the employee’s job requirements are fully met. Make up time arrangements between the Department Head and the employee will be finalized before approval will be granted. An employee on approved absence during regular hours of work to attend a course is not eligible for overtime compensation until the equivalent of working time missed has been made up.

(d) A separate request for remission must be provided for each academic session.

(e) Employees are responsible for registration and providing proof of registration.

(f) Approval of subsequent credit courses is contingent upon evidence of completion being submitted to the Department Head.

The provisions of this Article will apply, however, clauses 32.01 (a) and (c) will be amended as follows:

(a) a part-time employee will have tuition fees remitted for 3 units of course weight in a calendar year, and

(b) course(s) will be taken outside a part-time employee’s normally scheduled hours of work.

32.03 This Article will also apply to employees at locations other than Edmonton.

ARTICLE 33: HUMAN RESOURCES DEVELOPMENT FUND

33.01 The Employer and NASA are committed to learning and development for Support Staff. As part of this commitment, the University has established a Human Resources Development Fund ("the Fund"). As of April 1st of each year, the Fund will be allocated $400,000 to be administered by the Director, Individual and Organizational Effectiveness.

33.02 The purpose of the Fund is to enable Employees to:

(a) access learning opportunities (courses, workshops or seminars, excluding University credit courses under Article 32) that will improve the Employee’s performance in his/her current position or develop future job related skills,

(b) access development opportunities when participating in rehabilitative employment as described in clause 31.06(d)(2), or

(c) access non-credit University of Alberta courses that enhance employee wellness (e.g. physical education, stress management).

33.03 The parties encourage discussion between the Employee and his/her supervisor to identify learning and development plans and potential learning opportunities where the Fund may apply, as part of the on-going performance management process. However, the cost of job-specific training required by the Employer or legislation cannot be charged to the Fund.

33.04 (a) A Regular Employee will be entitled to a maximum of $750 per fiscal year to fund learning opportunities which meet the criteria outlined in clause 33.02.

(b) A Regular Employee may request permission to use his/her future annual entitlements to a maximum of $2,250 for a specific program of studies offered by an approved post-secondary institution where the program is part of a long term learning plan that, in the judgement of the Employee in consultation with his/her supervisor, meets the criteria outlined in clause 33.02.

Where the identical program of studies referred to in this clause is available at the University of Alberta, the Employee will access that program.

Where such a program is approved under this Article, the Employee will not be eligible for funding in the following 2 fiscal years.

(c) A Temporary Employee will be entitled to a maximum of $500 per fiscal year to fund learning opportunities which meet the criteria outlined in clause 33.02.

(d) Funding will include reimbursement for registration and course fees, course materials, examination fees and, where applicable, reasonable out-of-town expenses for travel, meals and accommodation, but will not cover membership fees.

(e) There will be no carry over of any unused portion of an Employee’s maximum entitlement to a subsequent fiscal year.

33.05 Learning opportunities under this Article may be accessed during an Employee’s regular hours of work, subject to the approval of his/her supervisor. Where the learning opportunity is of mutual benefit to the Employee and the Department, the time off will be with pay. In other cases, make up time arrangements between the Employee and the Department will be finalized prior to approval being granted. An Employee on an approved absence during regular hours of work is not eligible for overtime compensation until the equivalent of working hours missed have been made up.

33.06 (a) The Department will pay course fees on behalf of the Employee directly to the institution concerned and be reimbursed through the Fund upon providing proof of payment.

(b) When an Employee cancels, fails to attend or complete an approved learning opportunity without legitimate reasons, s/he will be fully responsible to reimburse the Fund for all costs associated with the cancellation.

33.07 (a) When funding has been approved and the Employee is then advised that s/he is to be laid off, s/he will have the right to proceed with the learning opportunity regardless of its commencement date and the Employer will honour all approved reimbursement.

(b) Subject to mutual agreement between the parties, individual limits for this funding may be waived for Employees on layoff status or about to be laid off.

33.08 (a) No Employee will have access to the Fund once s/he has left the employ of the Employer, subject to clauses 33.06(a) and 33.07(b).

(b) When an approved learning opportunity has commenced prior to the effective date of an Employee's resignation or dismissal, the Employee will not be required to repay any portion of the approved reimbursement to the Employer.

(c) When an approved learning opportunity is to commence on or after the effective date of an Employee's resignation or dismissal, the Employee will either cancel the training or fully repay to the Employer all monies already paid on his/her behalf. The Employee will be fully responsible for all costs associated with the cancellation.

33.09 Where, by no later than February 1, utilization figures indicate that there will likely be an unused portion of the Fund in that fiscal year, the Director of Individual and Organizational Effectiveness and NASA will jointly agree to:

(a) adjust individual maximum entitlements for that fiscal year up to a maximum entitlement of $1,500, and/or

(b) use the unused portion to fund the development of learning opportunities for Employees.

Upon completion of twelve (12) months of service, apprentices will be entitled to the provisions of this Article.

ARTICLE 34: WINTER CLOSURE

34.01 Employees will normally be entitled to four (4) days off, during the regular work week period, December 26 to December 31 inclusive, as follows:

(a) The regularly scheduled work days will be designated as days off with pay (i.e., paid but not worked) and employees will receive the base pay they regularly receive for their normal day’s work.

(b) Where an employee is scheduled and required to work on one or more of these days off, s/he will receive straight time pay and an alternative day off with pay. This day will be scheduled for a mutually agreeable time within six (6) months. Failing mutual agreement, the employee’s supervisor may schedule the employee off or pay the employee for time off in lieu.

(c) An employee on stand-by and/or called back during a designated day off with pay will be treated as if s/he were on standby or call back on a day of rest and will also receive their regular day’s pay.

(d) To be eligible for these designated days off with pay, an eligible employee must be at work (or be on approved leave with pay) his/her last normal working day before these designated paid days off, and his/her first normal working day after.

(e) Eligible employees covered by clause 9.03 will be entitled, at a mutually agreeable time (no more than six (6) months later), to equivalent time off to a maximum of seven (7), seven and one-half (7.5) or eight (8) hours, as appropriate, for each designated day off with pay scheduled and worked; failing mutual agreement, the employee’s supervisor may schedule the employee off or pay the employee for time off in lieu.

Upon completion of twelve (12) months of service, apprentices will be entitled to the provisions of this Article.