IN THE MATTER OF A MEDIATION – ARBITRATION  
BETWEEN:  
Nova Scotia Health Authority & Izaak Walton Killam Health Centre  
(“the Employers”)  
And  
The Nova Scotia Council of Nursing Unions  
“the Council”)  
(
Before:  
William Kaplan  
Mediator/Arbitrator  
Appearances  
For the Employers: Jack Graham, Q.C.  
Michael Murphy  
McInnes Cooper  
Barristers and Solicitors  
Tracy MacPhee  
Kara Burry  
Health Association Nova Scotia  
For the Council:  
Raymond Larkin, Q.C.  
David Roberts  
Pink Larkin  
Barristers and Solicitors  
Introduction  
1
.
In May of 2018, the employee members of the Constituent Unions of the Nova Scotia  
Council of Nursing Unions, the Nova Scotia Council of Healthcare Unions, the Nova Scotia Council  
of Administrative Professional Unions and the Nova Scotia Council of Health Support Unions (“the  
Council”) ratified an agreement earlier reached with the Nova Scotia Health Authority and the  
Izaak Walton Killam Health Centre (“the Employers”) to refer all outstanding collective  
agreement issues in dispute to binding mediation/arbitration process.  
2
.
Phase three of that process involved the resolution of the collective agreement between  
the Employers and the Nursing Unions.  
3
.
On November 30, 2018, I issued an award resolving the outstanding issues between the  
parties. At the request of the parties, I reserved jurisdiction with respect to the implementation  
of my award.  
4
.
Following the issuance of the award, the parties met and concluded an agreement on the  
final text to give effect to the award.  
Award  
5
.
I order new collective agreements on terms set out in Tab 1 (NSHA) and Tab 2 (Izaak  
Walton Killam Health Centre) as attached to this award.  
rd  
Dated at Toronto, Ontario this 3 day of December, 2019  
“William Kaplan“  
William Kaplan, Mediator/Arbitrator  
COLLECTIVE AGREEMENT  
between  
Nova Scotia Health Authority  
and  
The Nova Scotia Council of Nursing Unions  
November 1, 2014 – October 31, 2020  
TABLE OF CONTENTS  
ARTICLE 1: PREAMBLE .......................................................................................................... 1  
1
.00  
.01  
................................................................................................................................. 1  
................................................................................................................................. 1  
1
ARTICLE 2: RECOGNITION ..................................................................................................... 1  
2
.00  
.01  
................................................................................................................................ 1  
Bargaining Agent Recognition .................................................................................. 2  
2
ARTICLE 3: MANAGEMENT RIGHTS ...................................................................................... 2  
.00 ................................................................................................................................. 2  
3
ARTICLE 4: DEFINITIONS........................................................................................................ 2  
4.00  
4.01  
4.02  
4.03  
4.04  
4.05  
4.06  
4.07  
4.08  
4.09  
4.10  
4.11  
4.12  
4.13  
4.14  
4.15  
4.16  
4.17  
4.18  
4.19  
Casual Nurse ........................................................................................................... 2  
Council..................................................................................................................... 2  
Day........................................................................................................................... 2  
Employer.................................................................................................................. 3  
Fiscal Year ............................................................................................................... 3  
Full-Time Nurse........................................................................................................ 3  
Graduate Practising License..................................................................................... 3  
Headings.................................................................................................................. 3  
Holiday..................................................................................................................... 3  
Immediate Family..................................................................................................... 4  
Leave of Absence..................................................................................................... 4  
Licensed Practical Nurse.......................................................................................... 4  
Local Union .............................................................................................................. 4  
Lockout .................................................................................................................... 4  
Nurse ....................................................................................................................... 5  
Nurse Practitioner..................................................................................................... 5  
Part-Time Nurse....................................................................................................... 5  
Permanent Nurse ..................................................................................................... 5  
Permanent Resource Nurse..................................................................................... 5  
Position .................................................................................................................... 6  
i
4.20  
4.21  
4.22  
4.23  
4.24  
4.25  
4.26  
4.27  
4.28  
4.29  
4.30  
4.31  
4.32  
4.33  
Predecessor Employer ............................................................................................. 6  
Probationary Period.................................................................................................. 6  
Promotion................................................................................................................. 7  
Registered Nurse ..................................................................................................... 7  
Service..................................................................................................................... 7  
Shift Duration ........................................................................................................... 8  
Spouse..................................................................................................................... 8  
Strike........................................................................................................................ 8  
Temporary License and Transitional License ........................................................... 8  
Union........................................................................................................................ 8  
Weekend.................................................................................................................. 8  
Work Location .......................................................................................................... 9  
Working Day............................................................................................................. 9  
Zone Labour Management Committee (ZLMC) ........................................................ 9  
ARTICLE 5 – UNION REPRESENTATION ............................................................................... 9  
5.00  
5.01  
5.02  
5.03  
5.04  
5.05  
5.06  
5.07  
5.08  
5.09  
5.10  
5.11  
5.12  
Union Representatives ............................................................................................. 9  
Collective Agreement Administration........................................................................ 9  
Assistance of Constituent Union Representative .....................................................10  
Notice of Participants...............................................................................................10  
Contract Negotiations..............................................................................................10  
Copies of Agreement...............................................................................................10  
Paid Union Leave....................................................................................................10  
Unpaid Union Leave................................................................................................11  
No Loss of Service/ Seniority...................................................................................12  
Salary Continuance .................................................................................................12  
Leave of Absence for the Full-Time President .........................................................12  
Acquaint Newly Hired Nurses..................................................................................13  
Distribution of Union Literature ................................................................................13  
(
c)  
Computer Access .........................................................................................14  
5
.13  
.14  
Bulletin Boards........................................................................................................14  
No Other Agreements...........................................................................................14  
5
ARTICLE 6: UNION DUES AND UNION SECURITY .............................................................14  
6
.00  
.01  
Mandatory Membership...........................................................................................14  
Union Dues Deductions...........................................................................................15  
6
ii  
6.02  
6.03  
6.04  
6.05  
6.06  
Union Information....................................................................................................15  
................................................................................................................................15  
Licensing Body Dues Deduction..............................................................................15  
Bargaining Unit Information .....................................................................................15  
Liability....................................................................................................................15  
ARTICLE 7: HOURS OF WORK ..............................................................................................16  
7.00  
7.02  
7.03  
7.04  
7.05  
7.06  
7.07  
7.08  
7.09  
7.10  
7.11  
7.12  
7.13  
7.14  
7.15  
7.16  
Hours of Work .........................................................................................................16  
Shift Starting and Stopping Times ...........................................................................16  
Scheduling Model....................................................................................................17  
Shift Duration and Rotation Changes ......................................................................17  
Flexible Working Hours ...........................................................................................19  
Meal and Rest Breaks .............................................................................................19  
Maximum Hours of Work.........................................................................................20  
Posted Schedules ...................................................................................................20  
Changed Schedules................................................................................................20  
Guaranteed Work....................................................................................................21  
Consecutive Shifts...................................................................................................21  
Rotating Shifts.........................................................................................................22  
Minimum Hours Between Shifts...............................................................................22  
Days Off ..................................................................................................................22  
Weekends Off .........................................................................................................22  
Smoothing...............................................................................................................23  
(
(
B) Smoothing Reconciliation ........................................................................................23  
C) Termination of Employment.....................................................................................24  
7.17  
7.18  
7.19  
7.20  
7.21  
Nursing Coverage ...................................................................................................24  
Overtime Provisions ................................................................................................24  
Overtime Payout......................................................................................................24  
Meal Allowance .......................................................................................................25  
Work Area Specific Casual Lists..............................................................................25  
(
(
(
(
a) Casual Availability List......................................................................................25  
b) Nurse(s) on Recall List.....................................................................................25  
i) Permanent Part-time Nurses ............................................................................26  
j) Casual Nurses..................................................................................................27  
7
.22  
.23  
Part-Time and Casual Nurses Availability Forms.....................................................27  
7
“Prior to Posting” - Extra Shifts ................................................................................27  
iii  
7.24  
7.25  
7.26  
7.27  
7.28  
7.29  
7.30  
7.31  
7.32  
7.33  
7.34  
Relief Shift Assignments..........................................................................................28  
Overtime Restrictions ..............................................................................................29  
Cancelled Shifts ......................................................................................................29  
Stand-By Provisions ................................................................................................29  
Voluntary Stand-By .................................................................................................30  
Call Back while on Stand-By....................................................................................30  
Rest Interval After Call Back....................................................................................31  
Compensation Where Rest Interval Not Taken........................................................31  
Remote Consulting on Stand-by..............................................................................32  
Communication Devices..........................................................................................32  
Semi-Annual Time Change .....................................................................................32  
ARTICLE 8: SALARIES, INCREMENTS, PREMIUMS.............................................................32  
8
.00  
.01  
................................................................................................................................32  
A. Recognition of Previous Experience / Placement on the Salary Scale.................32  
B. Recruitment and Retention Incentive for LPNs....................................................33  
Movement on Increment Scale - Permanent Nurses ...............................................33  
Anniversary Date - Permanent Nurses: ...................................................................34  
Pay Day...................................................................................................................34  
Pay Practices ..........................................................................................................34  
Education and Educational Premiums.....................................................................35  
Shift Premium..........................................................................................................35  
Weekend Premium..................................................................................................35  
Acting Pay...............................................................................................................36  
Responsibility Pay...................................................................................................36  
Patient Care Charge Pay.........................................................................................36  
Charge Nurse..........................................................................................................37  
Permanent Resource Nurse....................................................................................37  
Nurse Identity..........................................................................................................38  
Preceptor Pool.........................................................................................................38  
A. New Classification..............................................................................................39  
B. Classification Appeal Procedure.........................................................................40  
C. Classification Appeal Tribunal............................................................................41  
Retroactivity ............................................................................................................42  
Registered Mail Letter .............................................................................................43  
8
8.02  
8.03  
8.04  
8.05  
8.06  
8.07  
8.08  
8.09  
8.10  
8.11  
8.12  
8.13  
8.14  
8.15  
8
.16  
.17  
8
iv  
ARTICLE 9: LEAVE OF ABSENCES.......................................................................................43  
9
9
9
9
9
.00  
.01  
.02  
.03  
.04  
Leave Without Pay ..................................................................................................43  
Working During Leave of Absence ..........................................................................43  
Return From Leave of Absence...............................................................................44  
Leave for Storm or Hazardous Conditions...............................................................44  
Bereavement Leave ................................................................................................45  
Immediate Family ....................................................................................................45  
Compassionate Care Leave ....................................................................................46  
Court Leave.............................................................................................................48  
Public Office Leave .................................................................................................49  
Deferred Salary Leave.............................................................................................50  
Education Leave......................................................................................................50  
Return of Service.....................................................................................................50  
Nurse Educators/Nursing Instructors (Post RN Faculty)/Clinical Nurse..................51  
Educators’ Sabbatical Leave ...................................................................................51  
Secondment............................................................................................................51  
Military Leave ..........................................................................................................51  
Leave for Parent of a Critically Ill Child ....................................................................52  
Domestic Violence, Intimate Partner Violence or Sexual Violence Leave ................52  
9.05  
9.06  
9.07  
9.08  
9.09  
9.10  
9.11  
9.12  
9.13  
9.14  
9.15  
ARTICLE 10: VACATIONS AND HOLIDAYS...........................................................................52  
10.00 Annual Vacation Entitlement....................................................................................52  
10.01 Vacation Year..........................................................................................................53  
10.02 Authorization ...........................................................................................................53  
10.03 Vacation Scheduling................................................................................................53  
10.04 Vacation Request Approval .....................................................................................53  
10.05 Restriction on Numbers of Nurses on Vacation .......................................................54  
10.06 Unbroken Vacation..................................................................................................54  
10.07 Vacation Carry Over................................................................................................54  
10.08 Accumulative Vacation Carry Over..........................................................................55  
10.09 Use of Accumulated Vacation Carry Over ...............................................................55  
10.10 Borrowing of Unearned Vacation Credits.................................................................55  
10.11 Nurse Compensation Upon Separation ...................................................................55  
10.12 Employer Compensation Upon Separation..............................................................55  
10.13 Vacation Credits Upon Death ..................................................................................56  
10.14 Recall from Vacation ...............................................................................................56  
v
10.15 Reimbursement of Expenses upon Recall...............................................................56  
10.16 Reinstatement of Vacation Upon Recall ..................................................................56  
10.17 Illness During Vacation............................................................................................56  
10.18 Holidays ..................................................................................................................57  
10.19 Exception ................................................................................................................58  
10.20 “Holiday” means: .....................................................................................................58  
10.21 Holiday Falling on a Day of Rest .............................................................................59  
10.22 Holidays - Christmas/New Years .............................................................................59  
10.23 Compensation for Work on a Holiday ......................................................................59  
10.24 Overtime on a Holiday.............................................................................................60  
10.25 ................................................................................................................................60  
10.26 Illness on a Paid Holiday .........................................................................................60  
10.27 Time Off in Lieu of Holiday ......................................................................................61  
10.28 Time Off in Lieu for Part-time and Job Share Nurses ..............................................61  
10.29 Religious Day in Lieu...............................................................................................61  
10.30 Carry Over Bank Holiday Time................................................................................62  
10.31 ................................................................................................................................62  
ARTICLE 11: SENIORITY .......................................................................................................62  
A. Seniority....................................................................................................................62  
1.00 (a) Permanent Seniority...........................................................................................62  
1
(
(
b) Casual Seniority.................................................................................................62  
d) Same Date Seniority ..........................................................................................63  
(
i) Permanent Nurses.......................................................................................63  
(
(
ii) Casual Nurses.............................................................................................63  
iii) Transfer of Seniority.....................................................................................63  
1
1.01 Seniority Bypass......................................................................................................64  
1.02 Seniority Conversion ...............................................................................................64  
1
(
d) Conversion of Casual Seniority to Permanent Seniority ...................................64  
1
1
1
1.03  
Seniority Lists.........................................................................................................65  
Loss of Seniority and Employment .........................................................................66  
1.04  
1.05 Temporarily Working in a Position Outside the Bargaining Unit ...............................66  
ARTICLE 12: JOB POSTINGS.................................................................................................67  
1
2.00 Determining Vacancies............................................................................................67  
2.01 - 12.07 Job Posting.....................................................................................................67  
1
vi  
12.08 Notification of Successful Applicant.........................................................................69  
12.09 Filling Vacancies .....................................................................................................69  
12.10 Placement in a New Position...................................................................................70  
12.11 Trial Period..............................................................................................................70  
12.12 Unsuccessful Candidate..........................................................................................71  
12.13 Grievance/Arbitration...............................................................................................71  
12.14 Conditional Appointment..........................................................................................71  
12.15 Multi-Unit/Multi-Site Positions..................................................................................71  
ARTICLE 13: PREGNANCY, PARENTAL and ADOPTION LEAVE.......................................72  
13.00 Pregnancy/Birth Leave ............................................................................................72  
13.01 Pregnancy Leave Notice .........................................................................................73  
13.02 Pregnancy Leave - Employer Requirement .............................................................74  
13.03 Pregnancy Sick Leave.............................................................................................74  
13.04 Pregnancy/Birth Allowance......................................................................................74  
13.05 Parental and Adoption Leave ..................................................................................76  
13.06 Parental and Adoption Leave Allowance .................................................................77  
13.07 Pregnancy/Birth and Parental and Adoption Leave Deferral....................................78  
13.08 Return to Work ........................................................................................................79  
13.09 Service and Seniority Continuation..........................................................................79  
13.10 Group Benefit Plan Continuation .............................................................................79  
13.11 Special Leave – Birth...............................................................................................80  
13.12 Special Leave - Adopted Child ................................................................................80  
13.13 Bridging of Service ..................................................................................................80  
ARTICLE 14: GRIEVANCE AND ARBITRATION PROCEDURE.............................................81  
1
1
1
4.00 Grievances ..............................................................................................................81  
4.01 Union Approval........................................................................................................82  
4.02 Grievance Procedure:..............................................................................................82  
Step 1.....................................................................................................................82  
Step 2.....................................................................................................................82  
Step 3.....................................................................................................................82  
4.03 Grievance Mediation................................................................................................82  
4.04 Union Referral to Arbitration.....................................................................................83  
4.05 Union Representation..............................................................................................83  
4.06 Time Limits..............................................................................................................83  
1
1
1
1
vii  
14.07 Amending of Time Limits .........................................................................................83  
14.08 Termination of Employment.....................................................................................83  
14.09 Policy Grievance......................................................................................................83  
14.10 Sexual Harassment and Personal Harassment........................................................84  
14.11 Pre-Hearing Disclosure ...........................................................................................84  
14.12 Notification of Referral to Arbitration........................................................................84  
14.13 Referral to Arbitration...............................................................................................84  
14.14 Relief Against Time Limits .......................................................................................84  
14.15 Regular Arbitration Procedure..................................................................................84  
(
a) Single Arbitrator................................................................................................85  
b) Arbitration Board...............................................................................................85  
c) Arbitration Procedure........................................................................................85  
4.16 Expedited Arbitration Procedure ..............................................................................85  
a) Eligibility For Utilization ....................................................................................85  
b) Rules of Procedure...........................................................................................85  
(
(
1
(
(
1
4.17 Arbitration Award.....................................................................................................85  
4.18 Arbitration Expenses................................................................................................86  
1
ARTICLE 15: STAFF DEVELOPMENT....................................................................................86  
15.00 Letter of Appointment ..............................................................................................86  
15.01 Position Descriptions...............................................................................................86  
15.02 Orientation...............................................................................................................86  
15.03 Voluntary Continuous Learning ...............................................................................87  
ARTICLE 16: HEALTH AND SAFETY .....................................................................................87  
16.00 Health and Safety Provisions...................................................................................87  
16.01 Occupational Health and Safety Act.........................................................................87  
16.02 Joint Occupational Health and Safety Committee ....................................................87  
16.03 Right to Refuse Work and Consequences of Refusal...............................................90  
16.04 Restriction on Assignment of Work Where Refusal .................................................92  
16.05 First-Aid Kits............................................................................................................92  
16.06 Protection of Pregnant Nurses.................................................................................92  
16.07 Protective Clothing...................................................................................................92  
16.08 Nurse Safety and Security Measures ......................................................................92  
ARTICLE 17: WORKLOAD......................................................................................................93  
viii  
ARTICLE 18: PROHIBITION OF DISCRIMINATION................................................................94  
ARTICLE 19: RETIREMENT ALLOWANCE ............................................................................94  
19.00  
19.01  
19.02  
19.03  
19.04  
19.05  
19.06  
19.07  
19.08  
19.09  
...............................................................................................................................95  
...............................................................................................................................95  
..............................................................................................................................95  
..............................................................................................................................95  
..............................................................................................................................95  
Work After Retirement...........................................................................................95  
Nurse Retention Bonus .........................................................................................96  
Retiree Recruitment Incentive ...............................................................................96  
Retiree Benefits.....................................................................................................96  
Public Services Sustainability (2015) Act...............................................................96  
ARTICLE 20: SICK LEAVE and LONG TERM DISABILITY...................................................97  
0.00 Present Sick Benefits Continued ...........................................................................97  
2
ARTICLE 21: SUCCESSOR RIGHTS ......................................................................................98  
ARTICLE 22: TERMINATION OF EMPLOYMENT...................................................................98  
A.  
RESIGNATION .......................................................................................................98  
22.01 Absence Without Permission ...................................................................................99  
22.02 Acknowledgment of Letters of Resignation..............................................................99  
22.03 Withdrawal of Resignation .......................................................................................99  
22.04 Just Cause ..............................................................................................................99  
B.  
DISCIPLINE............................................................................................................99  
22.05 ................................................................................................................................99  
22.06 ..............................................................................................................................100  
22.07 - 22.08 Disciplinary Record .......................................................................................100  
ARTICLE 23 – TRANSPORTATION, AMBULANCE ESCORT, AND AIR TRANSPORT.......101  
23.00 Employer’s Travel Policy .......................................................................................101  
23.01 Kilometrage Allowance..........................................................................................101  
23.02 Other Expenses.....................................................................................................102  
23.03 Transportation To/From Work................................................................................102  
ix  
23.04 Ambulance/Air Transfer.........................................................................................103  
Expenses ..............................................................................................................103  
ARTICLE 24: ALCOHOL AND DRUG DEPENDENCY ..........................................................104  
ARTICLE 25: PERFORMANCE REVIEWS AND EMPLOYEE FILES....................................104  
ARTICLE 26: NURSING SERVICES - OFF SITE..................................................................105  
26.00 Nursing Services - Off Site ....................................................................................105  
ARTICLE 27: JOB SHARING.................................................................................................105  
ARTICLE 28: ZONE LABOUR MANAGEMENT COMMITTEES ..........................................108  
28.00 ..............................................................................................................................108  
28.01 Composition ..........................................................................................................108  
28.02 Role.......................................................................................................................108  
28.03 Responsibilities .....................................................................................................109  
28.04 Meetings................................................................................................................109  
28.05 Travel Allowance...................................................................................................110  
28.06 Work Site Labour Management.............................................................................110  
28.07 No Loss of Pay for Meetings during Working Hours ..............................................110  
ARTICLE 29: WEEKEND NURSE..........................................................................................110  
ARTICLE 30: CASUAL NURSES..........................................................................................112  
3
3
3
3
3
3
0.06 Service..................................................................................................................113  
0.07 Pay in Lieu of Benefits...........................................................................................113  
0.08 Overtime................................................................................................................113  
0.09 Holiday Pay...........................................................................................................113  
0.10 Overtime on a Holiday...........................................................................................113  
0.11 Movement on the Increment Scale - Casual Nurses..............................................114  
Anniversary Date - Casual Nurse ..........................................................................114  
0.12 Casual Nurses appointed to Permanent Positions.................................................114  
0.13 Casual Nurses Appointed to Long and Short Assignments....................................115  
0.14 Leaves ..................................................................................................................115  
0.15 Exceptions.............................................................................................................116  
3
3
3
3
x
30.16 No Avoidance........................................................................................................117  
ARTICLE 31: REDUCTION IN APPOINTMENT STATUS.....................................................117  
ARTICLE 32: JOB SECURITY...............................................................................................119  
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
2.00  
Definitions ............................................................................................................119  
2.01 Joint Committee on Technological Change ...........................................................119  
2.02 Definition...............................................................................................................119  
2.03 Introduction ...........................................................................................................120  
2.04 Notice to Union......................................................................................................120  
2.05 Training and Retraining .........................................................................................120  
2.06 Application.............................................................................................................120  
2.07 Union Consultation................................................................................................120  
2.08 Transition Support Program...................................................................................121  
2.09 Nurse Placement Rights........................................................................................121  
2.10 Volunteers.............................................................................................................122  
2.11 Insufficient Volunteers ...........................................................................................122  
2.12 Layoff Notice .........................................................................................................122  
2.13 Layoff ....................................................................................................................122  
2.14 Layoff Procedure...................................................................................................123  
2.15 Notice of Layoff .....................................................................................................123  
2.16 Pay in Lieu of Notice .............................................................................................124  
2.17 Displacement Procedure .......................................................................................124  
2.18 Recall Procedures.................................................................................................125  
2.19 Termination of Recall Rights..................................................................................126  
2.20 No New Nurses .....................................................................................................126  
2.21 Transition Support Program...................................................................................126  
2.22 Layoff Exception....................................................................................................126  
2.23 Contracting Out .....................................................................................................127  
2.24 Relocation of Positions:.........................................................................................130  
ARTICLE 33: TRANSITION SUPPORT PROGRAM ..............................................................131  
3
1
1
1
1
3.00 ..............................................................................................................................131  
.1  
.2  
.3  
.4  
Voluntary Resignation and Seniority......................................................................131  
Joint Committee on Technological Change ...........................................................131  
TSP.......................................................................................................................132  
Displacement Process...........................................................................................132  
xi  
1
1
1
1
1
1
1
1
1
1
1
1
.5  
Salary Protection...................................................................................................133  
Reduced Hours and TSP Payment........................................................................134  
Release Form........................................................................................................134  
Casual Shifts.........................................................................................................134  
TSP Severance Payment ......................................................................................134  
Formula for Part-time Hours ..................................................................................135  
Continuation of Benefits ........................................................................................135  
Re-employment Considerations ............................................................................135  
Number of Nurses .................................................................................................135  
Severance Payment Method .................................................................................135  
Transition Services / EAP......................................................................................136  
Transition Allowance .............................................................................................136  
.6  
.7  
.8  
.9  
.10  
.11  
.12  
.13  
.14  
.15  
.16  
ARTICLE 34: THE PENSIONS...............................................................................................136  
4.00 Coverage of Employees ........................................................................................136  
3
ARTICLE 35: NURSE PRACTITIONERS...............................................................................137  
35.00 ..............................................................................................................................137  
35.01 Hours of Work .......................................................................................................137  
35.02 Nurse Practitioner - Overtime ................................................................................137  
35.03 Nurse Practitioner Permanent Transfer .................................................................138  
35.04 Nurse Practitioner Position....................................................................................138  
35.05 Nurse Practitioner - Recognition of Previous Experience.......................................138  
35.06 Holiday Premium Pay............................................................................................138  
35.07 Required Education...............................................................................................139  
35.08 Nurse Practitioner Work Location..........................................................................139  
35.09 Security Measures.................................................................................................139  
35.10 Nurse Practitioner Vacation Scheduling.................................................................139  
35.11 Maximum Hours of Work.......................................................................................140  
35.12 Nurse Practitioner Work Location..........................................................................140  
35.13 Nurse Practitioner Trial Period...............................................................................140  
35.14 Nurse Practitioner Resignation..............................................................................140  
35.15 ..............................................................................................................................141  
35.16 Exceptions.............................................................................................................141  
ARTICLE 36: EMPLOYER’S LIABILITY ................................................................................142  
xii  
36.00 Employer’s Liability................................................................................................142  
ARTICLE 37: TEMPORARY REASSIGNMENT .....................................................................142  
3
7.00 ..............................................................................................................................142  
7.01 Temporary Reassignment ....................................................................................143  
h) Voluntary Reassignment Outside Reassignment Area .................................144  
3
(
37.02 Emergencies .........................................................................................................144  
37.03 Job Postings..........................................................................................................144  
37.04 Grievances............................................................................................................144  
37.05 Notification to the Union ........................................................................................144  
ARTICLE 38: LONG AND SHORT ASSIGNMENT.................................................................145  
38.00 Casual Availability List...........................................................................................145  
38.01 Nurse(s) on Recall List ..........................................................................................145  
38.02 Long Assignments.................................................................................................145  
38.03 Short Assignments ................................................................................................147  
38.04 Part-time Nurses Accepting Assignments of Full-time Hours.................................149  
38.05 Termination of Assignments ..................................................................................149  
38.06 Pay in Lieu of Notice .............................................................................................149  
38.07 Completion of Assignments...................................................................................149  
38.08 Casuals Placed in Assignments ............................................................................149  
ARTICLE 39: PART-TIME NURSES ......................................................................................150  
39.00 Application of Collective Agreement ......................................................................150  
39.01 Entitlement to Benefits...........................................................................................150  
39.02 Hours Worked .......................................................................................................150  
(
c) Part-Time Smoothing.....................................................................................150  
39.03 Earning Entitlements .............................................................................................151  
39.04 Unpaid Leave........................................................................................................151  
39.05 Bereavement Leave ..............................................................................................151  
39.06 Service..................................................................................................................151  
39.07 Overtime................................................................................................................151  
39.08 Group Insurance....................................................................................................152  
39.09 Pension.................................................................................................................152  
ARTICLE 40: GROUP INSURANCE .....................................................................................152  
xiii  
4
4
4
4
4
4
4
4
4
0.00 Group Life and Medical Plans................................................................................152  
0.01 Long Term Disability Plans....................................................................................153  
0.02  
Provincial Group Benefits Committee...................................................................153  
0.03 Committee Composition ........................................................................................153  
0.04 Purpose of Committee...........................................................................................153  
0.05 Amendment of Benefit Coverage...........................................................................153  
0.06 Additional Responsibilities of Committee...............................................................154  
0.07 Limitations on Powers of Committee .....................................................................154  
0.08 Terms of Reference...............................................................................................154  
ARTICLE 41: LETTERS OF AGREEMENT AND MEMORANDA OF AGREEMENT............154  
ARTICLE 42: TERM OF AGREEMENT..................................................................................155  
Appendix “A” Classifications and Pay Scales...................................................................156  
APPENDIX “A-1” NSNU CLASSIFICATIONS AND PAY SCALES .....................................157  
November 1, 2014 to November 1, 2017.............................................................................157  
October 31, 2018 October 31, 2020 ....................................................................................163  
NSNU LIST OF POSITIONS BY FORMER DHA....................................................................169  
APPENDIX “A-2” NSGEU, Local 101- ALPHABETICAL INDEX OF CLASSIFICATIONS  
&
CORRESPONDING PAY PLAN ...........................................................178  
APPENDIX “A-2” NSGEU, Local 101 - PAY PLAN..............................................................180  
RATES OF PAY - November 1, 2014 to November 1, 2017.........................................180  
RATES OF PAY - October 1, 2018 to October 1, 2020 ................................................194  
APPENDIX “A-3”NSGEU, Local 100 - PAY PLAN................................................................210  
RATES OF PAY - November 1, 2014 to November 1, 2017........................................210  
RATES OF PAY - October 31, 2018 to October 31, 2020............................................213  
APPENDIX “A-4” NSGEU, Locals 193, 104, 195 PHACC - PAY PLAN................................215  
RATES OF PAY - April 1, 2015 to April 1, 2018 ..........................................................215  
RATES OF PAY - March 31, 2019 to March 31, 2021.................................................220  
xiv  
APPENDIX “A-5” CUPE, Local 8920 - PAY PLAN...............................................................225  
RATES OF PAY - November 1, 2014 to November 1, 2017........................................225  
RATES OF PAY - October 31, 2018 to October 21, 2020............................................226  
APPENDIX “A-6” UNIFOR, Local 4600 - PAY PLAN...........................................................228  
RATES OF PAY - November 1, 2014 to November 1, 2017........................................228  
RATES OF PAY - October 31, 2018 to October 21, 2020............................................230  
APPENDIX “A-7” CUPE, Local 1933 ADDICTION SERVICES - PAY PLAN .......................232  
RATES OF PAY - April 1, 2015 to April 1, 2018 ..........................................................232  
RATES OF PAY - March 31, 2019 to March 31, 2021.................................................233  
APPENDIX “B” EDUCATION and EDUCATION PREMIUMS ..............................................234  
Appendix “B1” NSNU in Central, Eastern, Western and Northern Zones  
(
former DHAs 1-9), and IWK.......................................................................234  
5.05 Required Education.............................................................................................234  
NSNU MEMORANDUM OF AGREEMENT EDUCATION PREMIUMS .........................235  
1
A.  
EDUCATION PREMIUMS .....................................................................................235  
(
a) Post-Graduate Program (Between 450 hours and 900 hours) ........................235  
b) Post-Graduate Program (In excess of 900 hours)...........................................235  
c) B.N. or B.Sc.N. ...............................................................................................236  
d) Masters Degree in Nursing.............................................................................236  
(
(
(
B.  
C.  
CANADIAN NURSE ASSOCIATION CERTIFICATION PREMIUM........................236  
NURSING PRACTICE AND NURSING LEADERSHIP PREMIUMS .....................237  
EXPLANATION OF NURSING PRACTICE PREMIUM CATEGORIES..............239  
EXPLANATION OF NURSING LEADERSHIP PREMIUM CATEGORIES .........244  
Appendix “B2” NSGEU Registered Nurses in Central Zone (former DHA 9)...................249  
19.12 In-Service Conferences .......................................................................................249  
19.17 Education Leave..................................................................................................249  
34.21 Educational Premiums - Post-Graduate Training - 3 Months ...............................249  
34.22 Post-Graduate Training - 6 Months......................................................................249  
34.23 Baccalaureate Degree.........................................................................................250  
34.24 Masters Degree...................................................................................................250  
xv  
34.25 No Pyramiding of Benefits ...................................................................................250  
34.26 Discontinuation of Premium.................................................................................250  
34.27 Employer Conducted Post-Graduate Training .....................................................250  
34.28 CNA Certification.................................................................................................251  
Appendix “B3” NSGEU Licensed Practical Nurses in Central Zone (former DHA 9) .....252  
9.12 In-Services Conferences..................................................................................252  
1
Appendix “B4” NSGEU Nurses in PHACC Eastern, Western and Northern Zones  
former DHAs 1-8).......................................................................................253  
Education Leaves and Premiums PHACC...........................................................................253  
0.26 Education ..........................................................................................................253  
a) Education Leaves.................................................................................................253  
5.17 Education Premiums for Nurses PHACC.........................................................254  
(
2
(
3
(a) University Diploma ................................................................................................254  
(b) Post Graduate Training - 3 Months........................................................................255  
(c) Post-Graduate Training - 6 Months........................................................................255  
(d) Baccalaureate Degree...........................................................................................255  
(e) Masters Degree.....................................................................................................255  
(f) CNA Premium .......................................................................................................255  
(g) No Pyramiding of Premiums..................................................................................255  
(h) Discontinuance of Premiums.................................................................................256  
APPENDIX “B5” CUPE LPNs in Western Zone (former DHAs 1-3) ..................................257  
4.16 Leave for Education ..............................................................................................257  
2
CUPE MEMORANDUM OF AGREEMENT #8 LPN PRACTICE PREMIUM.......................257  
EXPLANATION OF LPN PRACTICE PREMIUM CATEGORIES.........................................258  
CUPE CLAIM FORM FOR LPN PRACTICE PREMIUMS....................................................260  
APPENDIX “B6” Unifor in Eastern Zone (former DHAs 7 and 8)......................................261  
UNIFOR MEMORANDUM OF AGREEMENT RE: LPN PRACTICE PREMIUM ...............261  
EXPLANATION OF LPN PRACTICE PREMIUM CATEGORIES.........................................262  
UNIFOR CLAIM FORM FOR LPN PRACTICE PREMIUMS.....................................................  
APPENDIX “C” NSNU NLPP CLAIMS FORMS....................................................................282  
xvi  
APPENDIX “D” DEFERRED SALARY LEAVE PLAN ..........................................................292  
DEFERRED SALARY PLAN APPLICATION AND CONTRACT ....................298  
APPENDIX “E” LAID-OFF NURSE AVAILABILITY FORM ..................................................300  
APPENDIX “F” CLINICAL CAPACITY REPORT.................................................................302  
Clinical Capacity Follow- Up Report.............................................................306  
APPENDIX “G” Portability of Benefits Form......................................................................308  
APPENDIX “H” LEGAL SUPPORT FOR NURSES AND INSURANCE................................310  
APPENDIX “I” and APPENDIX "J" NSHA Part Time Employees and Casual Employees  
-
Availability Form - Nursing Bargaining Unit .....................312  
APPENDIX “K” NSNU ACUTE CARE (DHA’s1-9, IWK) ......................................................313  
NU16.02 Injury on Duty - WCB..........................................................................................313  
NU16.03 Sick Leave While Waiting for Workers’ Compensation Benefits..........................313  
NU16.04 WCB and Return to Work...................................................................................314  
NU16.05 Casual Nurses....................................................................................................314  
NU20.00 Sick Leave Benefits............................................................................................314  
NU20.01 Sick Leave Pay ..................................................................................................315  
NU20.02 Sick Leave Accrual.............................................................................................315  
NU20.03 Sick Leave Maximum Accumulation ...................................................................315  
NU20.04 Sick Leave Claim ...............................................................................................315  
NU20.05 Union Representation........................................................................................315  
NU20.06 Sick Leave and LTD..........................................................................................315  
NU20.07 Sick Leave Statement .......................................................................................316  
NU20.08 Advance of Paid Sick Leave Credits..................................................................316  
NU20.09 Return to Work from Sick Leave........................................................................317  
NU20.10 Confidentiality Of Health Information .................................................................317  
NU20.11 Payment For Certificates And Examinations......................................................318  
NU20.12 ........................................................................................................................................ 318  
NU20.13 Sick Leave Medical/Dental; Family; Emergency................................................318  
NU20.15 NSAHO LTD Benefits Plan................................................................................319  
NU20.16 LTD Program.....................................................................................................319  
xvii  
NU20.17 Termination of LTD Plan....................................................................................320  
APPENDIX “L” NSGEU in former Capital District Health Authority (DHA 9)....................321  
NS19.11 General Leave.....................................................................................................321  
NS21 - ILLNESS/INJURY BENEFIT....................................................................................322  
NS21.01 Short-Term Illness Leave Benefit..........................................................................322  
NS21.02 Joint Rehabilitation Advisory Committee...............................................................322  
NS21.03 Recurring Disabilities............................................................................................322  
NS21.04 Benefits Not Paid During Certain Periods.............................................................323  
NS21.05 Benefits/Layoff......................................................................................................323  
NS21.06 Long-Term Disability............................................................................................324  
NS21.07 Deemed Salary....................................................................................................324  
NS21.08 Proof of Illness.....................................................................................................324  
NS21.09 Sick Leave Application ........................................................................................324  
NS21.10 Unearned Credits ................................................................................................324  
NS21.11 Sick Leave Records.............................................................................................325  
NS21.12 Employer Approval ..............................................................................................325  
NS21.13 Alcohol, Drug and Gambling Dependency...........................................................325  
NS21.14 Confidentiality of Health Information....................................................................325  
NS21.15 Report of Injuries.................................................................................................326  
NS21.16 Employee Entitlement..........................................................................................326  
NS21.17 Recurring Disability..............................................................................................327  
NS21.18 Alternate Medical Practitioner..............................................................................327  
NS21.19 Ongoing Therapy.................................................................................................327  
MEMORANDUM OF AGREEMENT NS1 Sick Leave Banks*..........................................327  
APPENDIX “M” NSGEU PUBLIC HEALTH, ADDICTION SERVICES and  
CONTINUING CARE in Eastern, Western and Northern Zones (former DHAs 1-8)..331  
PH20.06 Leave for Family Illness......................................................................................331  
PH20.19 Leave for Emergency .........................................................................................331  
PH20.20 Leave for Personal Preventive Care...................................................................331  
PH22.01 General Illness Leave Benefit.............................................................................331  
PH22.02 Short-Term Illness Leave Benefit........................................................................332  
PH22.03 Recurring Disabilities..........................................................................................332  
PH22.04 Benefits Not Paid During Certain Periods...........................................................333  
PH22.05 Benefits/Layoff....................................................................................................333  
xviii  
PH22.06 Long-Term Disability...........................................................................................334  
PH22.07 Deemed Salary...................................................................................................334  
PH22.08 Proof of Illness....................................................................................................334  
PH22.09 Unearned Credits Upon Death............................................................................335  
PH22.10 Sick Leave Records............................................................................................335  
PH22.11 Alternate Medical Practitioner.............................................................................335  
PH22.12 Alcohol, Drug, Nicotine and/or Gambling Addiction.............................................335  
PH22.13 Ongoing Therapy................................................................................................335  
PH36  
Compensation for Injury on Duty.........................................................................336  
PH36.01 Reporting of Injuries ...........................................................................................336  
PH36.02 Injury Pay Provisions..........................................................................................336  
PH36.03 WCB and Return to Work ...................................................................................336  
APPENDIX “N” CUPE in Eastern, Western and Northern Zones (former DHAs 1-8).......337  
CU23 Sick Leave ................................................................................................................337  
CU23.01 Sick Leave Defined ..............................................................................................337  
CU23.02 Paid Sick Leave Accrual.......................................................................................337  
CU23.03 Total Sick Leave Accumulation ............................................................................337  
CU23.04 Sick Leave Deductions.........................................................................................338  
CU23.05..............................................................................................................................338  
(
(
(
a)  
b)  
c)  
Sick Leave Claims.................................................................................................338  
Confidentiality of Health Information......................................................................338  
Sick Leave and Probation......................................................................................339  
CU23.06 Sick Leave Statement ..........................................................................................339  
CU23.07 Workers’ Compensation.......................................................................................339  
(
b)  
Injury on Duty – WCB............................................................................................340  
Accumulation of Vacation Credits....................................................................................340  
NSHEPP Pension Plan, Group Health and Group Life Benefit Plans ..............................340  
WCB and Return to Work................................................................................................341  
CU23.08 Unpaid Leave.....................................................................................................341  
CU24 Leave of Absence ....................................................................................................341  
CU24.17 Sick Leave for Medical/Dental; Family; Emergency............................................341  
CU26.04 LTD Program......................................................................................................342  
APPENDIX “O” Unifor in Eastern Zone (former DHAs 7 & 8)...........................................344  
UN11 Sick Leave ................................................................................................................344  
xix  
UN33 Workers’ Compensation ........................................................................................345  
UN33.01 Workers’ Compensation.......................................................................................345  
(
b)  
Injury on Duty - WCB.............................................................................................346  
Accumulation of Vacation Credits....................................................................................346  
Group Health and Group Life Benefit Plans.....................................................................346  
WCB and Return to Work................................................................................................346  
APPENDIX “P” REST INTERVAL.........................................................................................348  
NSGEU Registered Nurses employed in the Central Zone (former CDHA) .........................348  
1
6.06 Rest Interval After Callback ......................................................................................348  
6.07 Compensation Where Rest Interval Not Taken.........................................................348  
1
Appendix “Q” Modified Work Week....................................................................................349  
NSGEU Nurses...................................................................................................................349  
14.05 Modified Work Week .............................................................................................349  
14.06 Return to Regular Times of Work ..........................................................................349  
15.13 Modified Work Week .............................................................................................349  
15.15 Return to Regular Times of Work ..........................................................................350  
APPENDIX “R” EXPEDITED ARBITRATION - RULES OF PROCEDURE...........................351  
APPENDIX “S” Letters of Agreement and Memoranda of Agreement .............................354  
Memorandum of Agreement #1 Nova Scotia Nurses Union Nurse Mobility ..................357  
Memorandum of Agreement #2 Pay Plan Review Transition..........................................358  
Memorandum of Agreement #3 80/20 Positions ..............................................................359  
Memorandum of Agreement #4 Restricted Postings.......................................................360  
Memorandum of Agreement #5 UNIFOR Paid Education Leaves (PEL) ........................361  
Memorandum of Agreement #6 New Arbitration Process for S.T.I. Benefit Grievance.363  
Memorandum of Agreement #7 Attendance Support – Expedited Procedure...............364  
Memorandum of Agreement #8 Occupational Health and Safety  
Audit Process and Training..........................................367  
Memorandum of Agreement #9 Establishing a Single Group Insurance Plan  
for All Employees of the NSHA and IWK .....................369  
Memorandum of Agreement #10 Legacy Vacation Carry-Over Banks.............................371  
Memorandum of Agreement #11 Nurses transferring between positions within  
xx  
NSHA and between NSHA and IWK. ............................372  
Memorandum of Agreement #12 Transitional Agreement  
Re: Job sharing and Deferred Leave .........................374  
Memorandum of Agreement #13 GRANDPARENTING OF CUPE ARTICLE 17.02(a)(i)  
AND UNIFOR ARTICLE 9.02(a)....................................375  
Memorandum of Agreement #14 Addiction Services Hours of Work..............................376  
Memorandum of Agreement #15 DEVOLUTION OF CONTINUING CARE FROM THE  
DEPARTMENT OF HEALTH TO THE FORMER  
DISTRICT HEALTH AUTHORITIES ..............................377  
Memorandum of Agreement #16 RE: Devolution of Continuing Care from the  
Department of Health to the District Health  
Authorities – June 5, 2009...........................................379  
Memorandum of Agreement #17 RE: DEVOLUTION OF CONTINUING CARE FROM  
THE DEPARTMENT OF HEALTH TO THE FORMER  
DISTRICT HEALTH AUTHORITIES  
–
SEPTEMBER 26, 2011...............................................381  
Memorandum of Agreement #18 RE: DEVOLUTION OF CCRAS .....................................383  
Memorandum of Agreement #19 Grandparented Car Allowance for  
Certain Nurses(new HC) ..............................................386  
Memorandum of Agreement #20 TRANSITION .................................................................388  
Letter of Understanding  
Secondments................................................................390  
APPENDIX “T” Designated Units......................................................................................391  
NSGEU Registered Nurses in Central Zone (former DHA9)................................................391  
34.17 Unit Premium ..........................................................................................................391  
34.18 Transfers between Units..........................................................................................391  
34.19 Designated Units*....................................................................................................391  
34.20 Discontinuance of Premium.....................................................................................392  
ALPHABETICAL INDEX ........................................................................................................393  
xxi  
ARTICLE 1: PREAMBLE  
1.00 Whereas it is the desire of the Union and the Employer:  
To maintain and improve the harmonious relationship between the Employer and  
the Union;  
To recognize the value of joint discussions and negotiations in matters pertaining  
to working conditions and employment services;  
To set forth certain terms and conditions of employment;  
To encourage efficiency in operation;  
To promote morale, well-being and security of Nurses;  
To ensure uninterrupted service to the Employer;  
1
.01 All parties to the Agreement share a responsibility and accountability to provide quality  
and safe health care in Nova Scotia; to maintain professional nursing practice standards;  
and to promote the healthy workplaces so that the people of Nova Scotia are well and  
effectively served.  
Therefore the Parties agree as follows:  
ARTICLE 2: RECOGNITION  
2
.00 The Bargaining Unit consists of: all Full-Time, Part-Time and Casual Registered Nurses,  
Nurse Practitioners, Licensed Practical Nurses, Graduate Nurses, and Graduate Practical  
Nurses of the Employer described in paragraph 80B(1)(a) and subs. 80B(2) of the Health  
Authorities Act, as amended, but excluding persons excluded by Order of the Labour  
Relations Board and those persons described in paragraphs (a) and (b) of subsection 2  
of Section 2 of the Trade Union Act and employees included in another Bargaining Unit.  
1
2.01 Bargaining Agent Recognition  
(
a)  
The Employer recognizes the Nova Scotia Council of Nursing Unions as the  
exclusive Bargaining Agent of the Nurses in the bargaining unit for the purposes  
of sections 33 to 37, subsections 38(1) and (2) and sections 39, 40, 47 to 52 and  
61 to 75 of the Trade Union Act, as amended.  
(
b)  
The Employer recognizes the Union as the exclusive Bargaining Agent on behalf  
of all Nurses of the Employer who occupy positions in the bargaining unit described  
in paragraph (a) for which the Union was certified or voluntarily recognized as  
bargaining agent before April 1, 2015 for all purposes other than those listed in  
paragraph (a).  
ARTICLE 3: MANAGEMENT RIGHTS  
3
.00 The Employer reserves and retains, solely and exclusively, all rights to manage the  
business including the right to direct the work force and to make reasonable rules provided  
that such rights are exercised in accordance with the terms and conditions of this  
Collective Agreement. All the functions, rights, power, and authority which the Employer  
has not specifically abridged, deleted or modified by this Agreement are recognized by  
the Union as being retained by the Employer.  
ARTICLE 4: DEFINITIONS  
4.00 Casual Nurse  
A Casual Nurse is a non-permanent Employee.  
.01 Council  
4
Means the Nova Scotia Council of Nursing Unions.  
.02 Day  
4
Means Monday through Friday, excluding holidays, except where otherwise provided.  
2
4.03 Employer  
Is the Nova Scotia Health Authority.  
4.04 Fiscal Year  
st  
st  
(
(
a)  
b)  
Means the twelve (12) month calendar period, April 1 to March 31 . Benefits  
stated in terms of yearly maximum amounts shall be determined in accordance  
with this fiscal year (eg. leave for Medical, Dental, Emergency).  
In the event that the Employer intends to change the Fiscal Year, it will notify the  
Union as early as reasonably possible. The Employer will discuss with the Union  
its plans for the implementation of such a change as it relates to the accumulation  
of benefits with an opportunity for feedback on its plans.  
4.05 Full-Time Nurse  
Is a Nurse who is hired to a position on a permanent or temporary basis to work the work  
period described in Article 7.00 of this Agreement.  
4.06 Graduate Practising License  
A Nurse who holds a “graduate practising license” as that term is defined under the  
Licensed Practical Nurses Act, S.N.S. 2006 c.17 and Regulations made thereunder, shall  
be paid at the rate as determined by the predecessor collective agreement and contained  
in the applicable pay table.  
4.07 Headings  
The headings in this agreement are for ease of reference and shall not be taken into  
account in the construction or interpretation of any provision to which they refer.  
4.08 Holiday  
3
(
(
a)  
b)  
In the case of a shift that does not commence and end in the same day, the twenty-  
four (24) hour period commencing from the time at which the shift commenced if  
more than one-half of the shift falls on a day designated as a holiday in this  
Agreement.  
In any other case, the twenty-four (24) hour period commencing 0001 hours of a  
day designated as a holiday in this agreement.  
4.09 Immediate Family  
Includes the Nurse’s father, mother, step-mother, step-father, guardian, brother, sister,  
step-brother, step-sister, spouse, child, father-in-law, mother-in-law, son-in-law, daughter-  
in-law, step child, or ward of the Nurse, grandparent, step-grandparent, or grandchild or  
step-grandchild of the Nurse and a relative permanently residing in the Nurse’s household  
or with whom the Nurse permanently resides. The “in-law” and “step-relative” relationships  
referred to in this provision will only be considered “immediate family” in cases where it is  
a current relationship at the time the benefit is claimed.  
4.10 Leave of Absence  
Means absent from work with permission.  
4.11 Licensed Practical Nurse  
Is an employee who has a current license to practice as a Licensed Practical Nurse, issued  
by the College of Licensed Practical Nurses of Nova Scotia.  
4.12 Local Union  
Means the structure or organization of the Constituent Union as applicable.  
4.13 Lockout  
Includes the closing of a place of employment, a suspension of work or a refusal by the  
Employer to continue to employ a number of Nurses done to compel the Nurses, or to aid  
another employer to compel its Employees, to agree to terms or conditions of employment.  
4
4.14 Nurse  
Is an employee included in the Bargaining Unit described in Article 2.00.  
4.15 Nurse Practitioner  
Is an employee who has a current license to practice as a Nurse Practitioner or Specialty  
Nurse Practitioner issued by the College of Registered Nurses of Nova Scotia.  
4
4
4
.16 Part-Time Nurse  
Is a Nurse hired to a position to work on a permanent or temporary basis that is less  
than the work period of a Full-Time Nurse.  
.17 Permanent Nurse  
Is a Nurse who occupies a permanent Part-Time or Full-Time position as an employee of  
the Employer.  
.18 Permanent Resource Nurse  
Is a permanent Nurse hired to work at various locations with defined patient care units or  
service areas.  
A Permanent Resource Nurse shall be used for the purpose of meeting unpredictable  
operational requirements, or replacing other Nurses who are absent for periods not  
exceeding two months. Except for these circumstances, Permanent Resource Nurses  
shall not be utilized as an alternative to permanent full-time and permanent part-time  
Nurses.  
Vacancies for the position of Permanent Resource Nurse shall be filled in accordance with  
the procedures set out in Article 12 (Job Postings), Article 38 (Long or Short Assignment)  
or, where applicable, Article 32 (Job Security) of the collective agreement. Where the  
position is posted the notice shall indicate the applicable unit groupings.  
5
4.19 Position  
Means an individual Nurse’s job defined by work location, patient care unit or work unit  
and percentage of full-time hours.  
4.20 Predecessor Employer  
Means South Shore District Health Authority, South West Nova District Health Authority,  
Annapolis Valley District Health Authority, Colchester East Hants Health Authority,  
Cumberland Health Authority, Pictou County Health Authority, Guysborough Antigonish  
Strait Health Authority, Cape Breton District Health Authority, and Capital District Health  
Authority.  
4.21 Probationary Period  
(
a)  
Means that period for newly hired Permanent or Casual Nurses up to nine hundred  
and ninety (990) hours. Employment may be confirmed or terminated at any time  
during this period. Operational requirements permitting, the Employer shall  
conduct an appraisal of the Nurse while on a probationary period at approximately  
the midpoint of the probationary period and at the completion of the period. This  
probationary period may be extended by mutual agreement between the Employer  
and the Union.  
(
b)  
An Arbitrator’s jurisdiction in any grievance filed relating to the termination of  
employment of a probationary Nurse shall be restricted to a determination of  
whether the Employer’s exercise of its discretion to terminate was arbitrary,  
discriminatory or in bad faith.  
(
(
c)  
d)  
A Nurse whose status changes from Casual to Permanent shall not be required to  
serve a new probationary period, but shall be subject to the applicable trial period  
for the new position in accordance with Article 12.11.  
Any Nurse who resigns or was terminated after completing the Nurse’s  
probationary period but who is rehired by the same Employer within six (6) months  
of the Nurse’s resignation or termination shall be required to serve a probationary  
period of up to four hundred and ninety-five (495) hours of work. This probationary  
period may be extended by mutual agreement between the Employer and a Union  
representative of the ZLMC Committee.  
6
4.22 Promotion  
Means a permanent appointment to a different classification with a higher pay scale as  
set out in Appendix “A” of this Agreement, or as may be created throughout the term of  
this Agreement.  
4.23 Registered Nurse  
Is an employee who has a current license to practice as a Registered Nurse, issued by  
the College of Registered Nurses of Nova Scotia.  
4.24 Service  
For the purposes of this Agreement, “service” means:  
(
a)  
(i)  
service with which a Nurse was credited as an Employee of a predecessor  
Employer on March 31, 2015;  
(
(
ii)  
total accumulated months of employment with the Employer.  
iii)  
A month shall be a calendar month or any portion thereof in which a Nurse  
was employed with the Employer.  
(
b)  
Notwithstanding Article 4.24(a), except as otherwise provided in this Agreement, a  
Nurse who does not receive salary in excess of ten (10) days during that calendar  
month shall not accrue service related benefits or credits for that month; however,  
there shall be no adjustment to that Nurse’s service date.  
(
(
c)  
d)  
A Nurse being compensated under the Workers’ Compensation Act shall  
accumulate vacation credits to a maximum of one year’s vacation credits.  
Any IWK Nurse who successfully applies to work at the NSHA will retain the service  
they were credited with at the IWK.  
7
4.25 Shift Duration  
Means the length of a shift.  
4.26 Spouse  
Means husband, wife, and common-law spouse. Common-law spouse includes a same  
sex partner in a common-law relationship except for purposes of a pension plan where the  
pension plan contemplates otherwise.  
4.27 Strike  
Includes a cessation of work, or refusal to work or continue to work by Nurses in  
combination or in concert or in accordance with a common understanding, for the purpose  
of compelling their Employer to agree to terms or conditions of employment or to aid other  
Employees in compelling their Employer to agree to terms or conditions of employment.  
4.28 Temporary License and Transitional License  
A Nurse who holds a “temporary license” as that term is defined under the Registered  
Nurses Act S.N.S. 2006, c.21 and Regulations made thereunder, shall be paid at the rate  
of RN 1/NUR 1, until such time as the individual obtains an active practising license, when  
she or he will move to the appropriate classification for the position. The Anniversary Date  
will be the original date of employment as a Nurse with a “temporary license”. A Nurse  
who holds a “transitional license” will be placed at the appropriate level on the increment  
scale for the appropriate classification for the position.  
4.29 Union  
Means a Constituent Union of the Council.  
.30 Weekend  
4
Means that time period commencing at 0001 hours Saturday to 0700 hours Monday.  
8
4.31 Work Location  
Means the Work Site where the Nurse normally reports to work. “Work Location” and  
Work Site” are used interchangeably through the Collective Agreement. It does not mean  
“
the same as “patient care unit” or “work unit” which terms are used interchangeably with  
each other through the Collective Agreement.  
4.32 Working Day  
Means any calendar day on which a Nurse is scheduled to work.  
4.33 Zone Labour Management Committee (ZLMC)  
Means the Committee established in Article 28 of the Collective Agreement.  
ARTICLE 5 – UNION REPRESENTATION  
5.00 Union Representatives  
The Constituent Unions shall provide the Employer with a list of the Nurses designated as  
representatives of the Union which will include members of the Board of Directors or  
Standing Committees (if applicable), the members of the Local Executive, shop stewards,  
Council Committee members and the Union Representatives of the Zone Labour  
Management Committees. The list will indicate the usual Work Location of the Nurse, the  
title of the Union position, the general role of the designation and the duration of  
appointment.  
5.01 Collective Agreement Administration  
(
(
a)  
b)  
The Employer recognizes the right of the Local Union to elect representatives who  
shall be responsible for the day to day administration of the Collective Agreement.  
A Nurse who is so designated by the Local Union shall be allowed a reasonable  
amount of time, without loss of regular pay or benefits, to attend meetings with the  
Employer during normal working hours to assist in matters relating to the  
Agreement.  
9
(
c)  
Such a representative must request as soon as possible upon being made aware  
that their presence is required and obtain permission from the Nurse’s immediate  
management supervisor prior to leaving and report to the supervisor immediately  
upon return. Such permission shall not be unreasonably withheld.  
5.02 Assistance of Constituent Union Representative  
The Local Union may have the assistance of a representative from the Constituent Union  
in all meetings relating to labour relations between the Union and the Employer. These  
meetings will not be unreasonably delayed if a representative from the Constituent Union  
is required by the Local Union.  
5.03 Notice of Participants  
In any meeting between the Employer and representatives of the Bargaining Unit, where  
either Party will have persons from outside the Bargaining Unit or Employer in attendance,  
advance notice will be provided.  
5.04 Contract Negotiations  
Where operational requirements permit, and where reasonable notice is given, the  
Employer shall grant leave with pay for not more than 20 (twenty) Council negotiating  
committee members in total between NSHA and IWK for the purpose of attending  
contract negotiation meetings with the Employer.  
5.05 Copies of Agreement  
The Employer agrees to post a copy of the Agreement on the Employer’s web site and  
intranet. Upon request by a Nurse, the Employer will provide a bound copy of the  
agreement to the Nurse within one calendar week. Upon request by the Union, the  
Employer agrees to provide a reasonable number of bound booklets for use by Union  
representatives and Stewards.  
5.06 Paid Union Leave  
(
a)  
Subject to operational requirements such as the Employer’s ability to obtain a  
replacement and at no additional cost in premium pay and provided the Nurse has  
given a minimum of four (4) weeks written advance notice of the request, the  
10  
Employer shall grant leaves of absence without loss of regular pay and benefits  
for a period not exceeding three (3) days for Nurses chosen to represent:  
(
i)  
NSNU at the Annual and/or Provincial Meetings:  
Nine (9) representatives from the NSHA Western Zone  
Nine (9) representatives from the NSHA Northern Zone  
Twelve (12) representatives from the NSHA Eastern Zone  
Six (6) representatives from the NSHA Central Zone  
(
(
(
ii)  
Unifor Local 4600 at the Annual Unifor Healthcare Conference: four (4)  
Nurses  
iii)  
iv)  
CUPE Local 8920 at the Annual Meeting/Collective Bargaining Workshop:  
four (4) Nurses  
NSGEU at the Annual Meeting/Collective Bargaining Workshop:  
The number of Nurses eligible for special leave provisions under Article  
5.06 shall be in accordance with the numbers laid down in the Nova Scotia  
Government and General Employees Union Constitution.  
(
(
b)  
c)  
Additional Nurses may request an unpaid leave of absence to attend the Annual  
and/or Provincial Meetings of the Union, and such request shall be granted subject  
to operational requirements such as the Employer’s ability to obtain a replacement  
and at no additional cost in premium pay and provided the Nurse has given a  
minimum of four (4) weeks written advance notice of the request.  
Subject to operational requirements such as the Employer’s ability to obtain a  
replacement and at no additional cost in premium pay, the Employer will make  
every reasonable effort not to cancel Paid Union Leave once it has been approved.  
5.07 Unpaid Union Leave  
(
a)  
Subject to operational requirements such as the Employer’s ability to obtain a  
replacement and at no additional cost in premium pay and provided the Nurse has  
given reasonable advance notice of the request, the Employer shall grant leaves  
of absence without pay for Union Business Leaves as follows:  
11  
(
(
i)  
as members of the Board of Directors of the NSGEU and NSNU, or, in the  
case of CUPE, the Local Executive of CUPE 8920, or in the case of Unifor,  
the Local Executive of Unifor 4600, for the attendance at Board meetings  
or, in the case of CUPE Local 8920 and Unifor 4600, for attendance at  
executive meetings;  
ii)  
any other Union business.  
(
b)  
Subject to operational requirements such as the Employer’s ability to obtain a  
replacement and at no additional cost in premium pay, the Employer will make  
every reasonable effort not to cancel Unpaid Union Leave once it has been  
approved.  
5.08 No Loss of Service/ Seniority  
While on leave for Union business pursuant to this Article, a Nurse shall continue to  
accrue and accumulate service and seniority credits for the duration of the leave, and  
the Nurse’s service and seniority shall be deemed to be continuous.  
5.09 Salary Continuance  
The Employer will continue the salary and benefits coverage of a Nurse who is granted  
leave without pay in accordance with Article 5.07 and will bill the relevant Union for the  
Nurse’s salary. If the leave extends beyond three calendar months, the Employer  
will, from that point, bill the relevant Union 1.2 times the Nurse’s salary until the leave  
is concluded.  
5.10 Leave of Absence for the Full-Time President  
Leave of absence for the Full-Time President of the Union shall be granted in accordance  
with the following:  
(
a)  
Upon reasonable notice, a Nurse elected or appointed as President of the Union  
shall be given a leave of absence without pay for the term(s) she or he is to serve,  
commencement and termination dates, as determined by the Union.  
12  
(
b)  
All benefits of the Nurse shall continue in effect while the Nurse is serving as  
President, and, for such purposes, the Nurse shall be deemed to be in the employ  
of the Employer and Service and Seniority will continue to accrue. The Union will  
provide the Employer with an accounting of benefit use such as paid sick leave,  
vacation and holiday pay on a basis to be agreed upon by the Employer and the  
Union. The Employer will adjust the records of the Nurse accordingly.  
(
c)  
The gross salary of the President shall be determined by the Union and paid to the  
President by the Employer on a bi-weekly basis, and the amount of this gross  
salary shall be reimbursed to the Employer by the Union on a basis to be agreed  
upon by the Employer and the Union.  
(d)  
(e)  
(f)  
The Union shall reimburse the Employer its share of contributions for E.I.  
premiums, Canada Pension Plan, other pension and group insurance premiums  
made on behalf of the Nurse during the period of leave of absence.  
Upon expiration of her or his term of office, the Nurse shall be reinstated in the  
position she or he held immediately prior to the commencement of leave, or if the  
position no longer exists, to another equivalent position.  
Notwithstanding the provisions of the Agreement, vacation earned but not used  
prior to taking office shall be carried over to be taken in the fiscal year in which the  
Nurse returns from leave of absence.  
5.11 Acquaint Newly Hired Nurses  
(
(
a)  
b)  
During orientation, the Employer will provide each new Nurse with a link to an  
electronic package prepared by the Union along with a link to a copy of the  
collective agreement. The Employer will update the link as required by the Union.  
During orientation of newly hired Nurses, the Employer will allow thirty (30) minutes  
for a representative of the Local Union to communicate with the newly hired  
Nurses.  
5.12 Distribution of Union Literature  
(
a)  
The Employer will provide space to the Union during Employee orientation to allow  
the Union to distribute Union literature related to the orientation of new Union  
members.  
13  
(
(
b)  
c)  
The Employer shall, where facilities permit, make available to the Union specific  
locations on its premises for the placement of bulk quantities of literature of the  
Union.  
Computer Access  
Where possible, providing no additional costs are incurred by the Employer, one  
(
1) authorized representative of each Union shall be entitled to submit for posting  
on the Employer's electronic communication system one electronic Union notice  
per month for members of the Bargaining Unit. The Employer shall determine the  
method of distribution. The Employer shall review all proposed notices and retain  
a discretion not to post any notice that it deems unlawful or contrary to the  
Employer’s interests, which discretion shall not be unreasonably exercised. The  
Union agrees to indemnify the Employer for any liability arising out of offensive or  
otherwise unlawful notices posted by the Union. Nothing in this Article requires a  
change to distribution practices that existed prior to April 1, 2015.  
5.13 Bulletin Boards  
The Employer shall provide the Union with bulletin board space for the exclusive posting  
of notices by the Union pertaining to Union elections, appointments, meeting dates, news  
items, social and recreational affairs.  
5.14 No Other Agreements  
No Nurse(s) shall be required or permitted to make any written or verbal agreement  
with the Employer or its representatives, which conflict with the terms of this  
Agreement.  
ARTICLE 6: UNION DUES AND UNION SECURITY  
6.00 Mandatory Membership  
All Nurses shall become and remain members of the appropriate Constituent Union in  
accordance with that Union’s bylaws and constitution. Notwithstanding the foregoing, a  
Nurse’s loss of membership in the appropriate Constituent Union shall not result in the  
termination of the Nurse’s employment with the Employer.  
14  
6.01 Union Dues Deductions  
(
a)  
It shall be a condition of employment for all Nurses employed by the Employer to  
have the dues deducted from their salary bi-weekly in the amount determined by  
each Constituent Union. The deductions for newly employed Nurses shall be in the  
first pay period of employment.  
(
b)  
The amounts deducted in accordance with Article 6.01 (a) shall be remitted  
separately by cheque or direct deposit to each of the Unions, to a person  
identified by each of the Unions, within a reasonable time after deductions are  
made; and shall be accompanied by particulars identifying each Nurse, and the  
deductions made on the Nurse’s behalf.  
6.02 Union Information  
On a quarterly basis, the Employer shall provide the Union with the name, address,  
telephone number, hire date, classification, employment status, pay rate, of bargaining  
unit members.  
6.03 Upon request by the Union, the Employer shall supply the Union with a list of each Nurse’s  
biweekly earnings.  
6.04 Licensing Body Dues Deduction  
The Employer shall deduct the annual professional registration dues payable by Nurses  
from the salaries of Nurses. Nurses will have the option to opt out of the annual  
professional dues deduction annually by giving written notice prior to a date determined  
by the Employer. It is the responsibility of the Nurse to provide the Employer with the  
required information regarding licensing in a timely manner. Nothing in this Article requires  
a change to submission of licensing body dues that existed prior to October 31, 2018.  
6.05 Bargaining Unit Information  
The Employer agrees to provide the Union such information relating to Nurses in the  
bargaining unit as may be required by the Union for the purpose of collective bargaining.  
6.06 Liability  
15  
The Union agrees to indemnify and save the Employer harmless against any claims  
arising out of the application of this Article except for any claim or liability arising out of an  
error committed by the Employer.  
ARTICLE 7: HOURS OF WORK  
7.00 Hours of Work  
Except as otherwise specified in this Agreement, the hours of work for a Full-Time Nurse  
shall be seventy-five (75) hours per biweekly pay period consisting of shifts that are:  
(
(
a)  
b)  
Seven and one-half (7-1/2) hour shifts, exclusive of a one-half (½) hour designated  
meal break and inclusive of two (2) designated fifteen (15) minute rest breaks;  
and/or  
Eleven and one-quarter (11-1/4) hour shifts, exclusive of forty-five (45) minutes,  
one third of which shall be used in conjunction with a paid fifteen (15) minute period  
to become a second designated meal break and inclusive of two (2) designated  
fifteen (15) minute rest breaks.  
(
(
c)  
d)  
Nine and three-eight (9-3/8) hour shifts. Paid meal and rest breaks will comprise  
of two (2) fifteen (15) minute paid breaks; one (1) forty-five (45) minute meal break,  
consisting of thirty-seven (37) minutes unpaid and eight minutes (8) paid.  
The hours of work for Nurses who work seventy (70) hours per biweekly pay period  
shall normally consist of ten (10) seven (7) hour shifts.  
7.01 A Memorandum of Agreement between the Constituent Union and the Employer shall be  
concluded in advance of any agreed upon changes in regular shift length from the usual  
7.5 hours, 9.375 hours or 11.25 hours shifts.  
7.02 Shift Starting and Stopping Times  
If the starting and stopping times for the regular shifts are to change, the Nurse or Nurses  
involved and the Union shall be given at least one (1) month's notice except in emergency  
or unforeseen situations. In such situations as much notice as possible shall be given.  
The Employer agrees to discuss the reason for such changes with the Union.  
16  
7.03 Scheduling Model  
The Employer may authorize a scheduling model provided that 66% of the Nurses in the  
affected unit agree, operational requirements permit, the provision of services are not  
affected, costs are not increased, and the schedule is completed within the timelines in  
the Collective Agreement for posting schedules. All schedules are subject to review by the  
Union and final approval and/or amendment by the Manager.  
The model adopted will be periodically reviewed and evaluated and the Employer reserves  
the right to discontinue it if it determines that the above preconditions are no longer being  
met.  
The Union and the Nurses affected will be given reasonable notice of discontinuance, no  
less than the length of any schedule posting period in effect. The Parties shall meet within  
twenty (20) days of the notice being given to discuss the reasons for the change. The  
Parties will attempt to develop an alternative rotation. If no alternative can be agreed upon,  
the provisions of Article 7.04 will apply.  
7.04 Shift Duration and Rotation Changes  
Shift rotations shall normally consist of:  
(
(
(
(
a)  
b)  
c)  
d)  
Six (6) shifts of 11.25 hours and one (1) shift of 7.5 hours, or  
Ten (10) shifts of 7.5 hours, or  
Eight (8) shifts of 9.375 hours, or  
Such other combinations of shifts agreed to by the Union and the Employer that  
result in a total of seventy-five (75) hours worked in a two (2) week period, or  
(
e)  
Such other combinations of shifts agreed to by the Union and the Employer that  
result in an average of seventy-five (75) hours worked in a two (2) week period as  
averaged over the duration of the rotation.  
17  
(f)  
In the event that an existing shift duration  
(
(
i)  
does not result in the provision of satisfactory service to the public; or  
is operationally impractical for other reasons;  
ii)  
the Employer will consult with the Union, with the view to minimizing any adverse  
effects that a change to existing shift duration may have on Nurses.  
(
(
g)  
h)  
The Employer will give the Nurses sixty (60) calendar days advance notice of the  
shift requirement; and if less than the whole unit is impacted, invite expressions of  
interest.  
The expression of interest notice shall include the required:  
(
(
(
i)  
number of Nurses;  
classification;  
ii)  
iii)  
abilities, experience, qualifications, special skills and physical fitness,  
where applicable, reflecting the functions of the job concerned; and  
(
iv)  
shift duration.  
(
(
(
i)  
If there are more qualified volunteers than required, preference in filling the  
positions shall be given to the Nurses with the greatest length of seniority.  
j)  
If there are fewer qualified volunteers than required, the Employer shall staff the  
shifts with qualified Nurses, in reverse order of seniority.  
k)  
Nothing in this Article precludes the Employer from:  
(
(
i)  
maintaining any and all shift arrangements in effect prior to the signing of  
this Agreement;  
ii)  
hiring Nurses to staff a specific shift duration;  
18  
(
iii)  
continuously assigning a Nurse to a specific shift duration at the Nurse’s  
request, where such continuing assignment is acceptable to the Employer.  
7.05 Flexible Working Hours  
The Employer will, where operational requirements and efficiency of the service permit,  
authorize experiments with flexible working hours if the Employer is satisfied that an  
adequate number of Nurses have requested and wish to participate in such an experiment.  
Such a request must be submitted in writing.  
The introduction of flexible working hours will require review by the Union.  
7.06 Meal and Rest Breaks  
(
a)  
The Employer shall make every reasonable effort to organize the work assignment  
on a shift in such a way as to allow the Nurse to have designated meal and rest  
break(s) at regular intervals during the shifts.  
(
(
(
(
b)  
c)  
d)  
e)  
The Employer shall make every reasonable effort to ensure that no Nurse will work  
longer than five (5) consecutive hours without a break.  
Nurses shall be permitted to combine meal and/or rest break(s) where  
operationally possible.  
Operational requirements may require that Nurses remain on the nursing unit or  
within the facility for their designated meal and rest break(s).  
Where operational requirements prevent a Nurse from having an uninterrupted  
meal or rest break(s) and it is not possible to reschedule the missed break(s) or a  
portion of the break(s) during the remainder of the shift, the Nurse shall be  
compensated for the portion of the missed meal period or rest period at a rate of  
one and one-half times (1.5x) the Nurse’s hourly rate for the period of the rest and  
meal break(s) missed.  
(f)  
The Nurse may elect to take her or his compensation for missed meal or rest  
breaks in time rather than pay. Where the Nurse elects time off, it shall be  
scheduled at a mutually agreed upon time.  
19  
7.07 Maximum Hours of Work  
(
a)  
Unless mutually agreed otherwise, Nurses shall not be required to work more than  
a total of sixteen (16) hours (inclusive of regular and overtime hours) in a twenty-  
four (24) hour period beginning at the first (1 ) hour the Nurse reports to work,  
st  
except in emergency situations and as set out in Article 7.17.  
(
b)  
A Nurse who works more than sixteen (16) hours as set out in Article 7.07 (a), shall  
be entitled to a rest interval of eight (8) hours before the commencement of her or  
his next shift. The rest interval shall not cause a loss of regular pay for the hours  
not worked on that shift. If mutually agreeable between the Nurse and the  
Employer, arrangements in variance to the foregoing will be acceptable and will  
not constitute a violation of this Article.  
7.08 Posted Schedules  
Shift and standby schedules shall be posted four (4) weeks in advance of the schedule to  
be worked. The schedule will cover a period of not less than two (2) weeks and not more  
than twelve (12) weeks unless a longer period is mutually agreed between the Constituent  
Union and the Employer.  
st  
(
(
a)  
b)  
However, the Employer shall post the schedule for the period of July 1 to August  
3
November 15 of each year.  
st st th nd  
1 by June 1 of each year and for the period of December 15 to January 2 by  
th  
A Nurse may request specific days off or to exchange days off with another Nurse  
within the period of the posted schedule unless otherwise approved by the  
Employer. The Employer may require the request to be in writing. Consent shall  
not be unreasonably withheld by the Employer provided that the Nurse has given  
reasonable notice of the change requested, it is operationally feasible and there is  
no financial cost to the Employer.  
7.09 Changed Schedules  
The Employer shall make every reasonable effort not to change schedules once posted.  
The Employer shall advise any Nurse of an intended change in the Nurse’s schedule as  
soon as it is known by the Employer.  
(
a)  
A minimum of forty-eight (48) hours notice in advance of a scheduled shift shall  
normally be given when the shift to be worked is changed. A change of shift occurs  
20  
when both the scheduled start time and end time for a scheduled shift are changed  
or the calendar date of the shift is changed.  
(
b)  
Except where the change is by mutual agreement between the Nurse and the  
Employer, if the schedule is changed by the Employer without the minimum forty-  
eight (48) hours notice prior to the start of the original shift the Nurse shall be  
compensated at the overtime rate for the shift worked as a result of the changed  
schedule.  
(
(
c)  
d)  
The requirement to work additional hours continuous to an assigned shift (whether  
before the shift or after the shift) is not a change of schedule and the Nurse shall  
be compensated for the additional hours in accordance with the overtime provision  
of Article 7.18 (a), except as specified in Articles 7.17, 7.18 (b) and 7.24 (d).  
Working a relief shift by the Part-Time Nurse and Casual Nurse is not a change of  
schedule.  
7.10 Guaranteed Work  
Nurses who report for work as scheduled by the Employer will be guaranteed work for that  
shift.  
7.11 Consecutive Shifts  
(
(
a)  
b)  
Nurses shall not be required to work more than seven (7) consecutive seven and  
one-half (7.5) hour shifts or five (5) consecutive night or evening shifts between  
days off, unless mutually agreed otherwise.  
Nurses shall not be required to work more than four (4) consecutive eleven and  
one-quarter (11.25) hour shifts between days off unless mutually agreed  
otherwise.  
(
(
c)  
d)  
Nurses shall not be required to work more than four (4) consecutive nine and three  
eighths (9.375) hour shifts between days off unless mutually agreed otherwise.  
The Employer will make every effort to limit the number of consecutive shifts  
worked.  
21  
7.12 Rotating Shifts  
Nurses required to work rotating shifts (days, evenings and nights) shall be scheduled in  
such a way as to equitably as possible assign the rotation. This does not preclude a Nurse  
from being continuously assigned to an evening or night shift if the Nurse and the  
Employer mutually agree to such an arrangement.  
7.13 Minimum Hours Between Shifts  
(
(
(
a)  
b)  
c)  
There shall be a minimum of sixteen (16) hours between regularly scheduled shifts,  
when the shift consists of seven and one-half (7.5) hours, unless mutually agreed  
upon otherwise.  
There shall be a minimum of twelve (12) hours between regularly scheduled shifts,  
when the shift consists of eleven and one-quarter (11.25) hours, unless mutually  
agreed otherwise.  
There shall be a minimum of fourteen (14) hours between regularly scheduled  
shifts, when the shift consists of nine and three eighths (9.375) hours, unless  
mutually agreed otherwise.  
7.14 Days Off  
(
a)  
Nurses shall receive days off in accordance with the rotations as agreed to  
between the Employer and the Union.  
(
b)  
During the two (2) week period Nurses shall, whenever possible, receive two (2)  
days off in each calendar week or four (4) days off in each two (2) week period. At  
least two (2) of the days off in the two (2) week period shall be consecutive days  
off.  
7.15 Weekends Off  
(
a)  
Each Nurse working seven and one-half (7.5) hour shifts shall have one (1)  
weekend off in each three (3) week period or at least sixteen (16) weekends off  
per year unless mutually agreed upon otherwise. The Employer will make every  
effort to maximize the number of weekends off per year for each Nurse.  
(
b)  
Nurses who work rotations, shall receive the weekends off provided by the  
rotations agreed to between the Employer and the Union.  
22  
7.16 Smoothing  
(
A)  
Where during a regular scheduled shift rotation, a fulltime Nurse may be required  
to work in excess of seventy-five (75) hours in a two (2) week period, additional  
hours shall not constitute overtime in that two (2) week period, provided the hours  
of work average seventy-five (75) hours per two (2) weeks of each complete cycle  
of the shift schedule.  
(
B)  
Smoothing Reconciliation  
(
a)  
When a Nurse’s scheduled rotation changes but the Nurse remains an  
employee, and has worked more time than the Nurse has been paid for,  
the Employer shall compensate the Nurse as follows:  
(
(
i)  
Give the Nurse time off on shift(s) the Nurse would otherwise be  
scheduled to work; or  
ii)  
Pay the Nurse at the Nurse’s straight time rate of pay for all hours  
worked in excess of hours paid.  
(
b)  
When a Nurse’s scheduled rotation changes but the Nurse remains an  
employee, and the Nurse owes the Employer time, the Employer shall with  
prior notice to the Nurse:  
(
(
i)  
Reduce the Nurse’s regular earnings to eliminate the debt; or  
ii)  
By mutual agreement with the Nurse, reduce the Nurse’s vacation  
earned by the amount owed to the Employer; or  
(
(
(
iii)  
iv)  
v)  
Reduce the Nurse’s accumulated overtime earnings to eliminate  
the debt; or  
By mutual agreement with the Nurse, schedule the Nurse to work  
additional shifts to eliminate the time owed; or  
Any combination of the above.  
23  
(
C)  
Termination of Employment  
A Nurse who resigns or is otherwise terminated, and who has received more paid  
hours than time actually worked shall agree to have the final pay reduced by the  
amount owed by the Nurse to the Employer, or if the Nurse had more time worked  
than pay, the Nurse shall be paid the amount owed upon such resignation or  
termination.  
7.17 Nursing Coverage  
Nurses agree to maintain nursing coverage for all units during the shift change subject to  
provisions of Article 7.18.  
7.18 Overtime Provisions  
(
a)  
Time worked as an extension to the regular scheduled shift or time worked in a bi-  
weekly pay period that is in excess of seventy-five (75) hours shall be  
compensated at a rate of one and one-half times (1½ x) the Nurse’s regular hourly  
rate for the overtime worked. A Nurse who works in excess of four (4) hours  
overtime in any one day shall be compensated at a rate of two times (2 x) the  
Nurse’s regular hourly rate for the overtime worked.  
(
(
b)  
c)  
Overtime shall not be claimed for less than fifteen (15) minutes at the end of a shift,  
but if overtime amounts to fifteen (15) minutes or more, the overtime rates shall  
apply to the total period in excess of the shift.  
In computing overtime a period of thirty (30) minutes or less shall be counted as  
one-half (½) hour and a period of more than thirty (30) minutes but less than  
sixty (60) minutes shall be counted as one (1) hour.  
7.19 Overtime Payout  
(
a)  
A Nurse may take time off in lieu of pay for overtime worked. Such time off shall  
occur at a mutually agreed time. Where the Nurse chooses to take pay for overtime  
worked, such pay shall be paid within two (2) pay periods of the written request of  
the Nurse.  
(
b)  
Nurses may be permitted to continuously carry an accumulation of up to seventy-  
five (75) hours. The Employer shall divide the year into four (4) quarters. At the  
24  
end of each quarter, the Employer may pay out any unused overtime down to  
seventy-five (75) hours.  
7.20 Meal Allowance  
(
a)  
Nurses will be provided with a meal allowance of fifteen dollars ($15) after having  
worked overtime in excess of three (3) continuous hours beyond a regularly  
scheduled shift.  
(
b)  
Where it is known to the Employer that an overtime assignment is to be in excess  
of three (3) hours, the Nurse who is required to work the overtime beyond her or  
his scheduled hours of work shall be granted a fifteen (15) minute paid break prior  
to the commencement of the overtime.  
7.21 Work Area Specific Casual Lists  
(
a)  
Casual Availability List  
The Employer shall maintain a Casual Availability List, which shall list all eligible  
Nurses who have indicated a desire to be assigned casual work. Only Nurses on  
the recall list, permanent part-time Nurses, and casual Nurses are eligible to be on  
the Casual Availability List.  
(
b)  
Nurse(s) on Recall List  
Notwithstanding any provision of this Article, all available casual work shall be first  
offered to a Nurse who has recall rights provided she possesses the necessary  
qualifications, skills, and abilities, as determined by the Employer, reflecting the  
functions of the job concerned. A Nurse on the Recall List may instruct the  
Employer to remove the Nurse’s name from a Work Area Specific Casual List at  
the time of layoff notice or any time during the recall period as specified in Article  
32.  
(
(
c)  
d)  
The Casual Availability List shall be broken down into Work Area Specific Casual  
Lists. The Employer reserves the right to limit the number of Nurses on a Work  
Area Specific Casual List and decline to add additional Nurses to the list except  
that a Nurse is permitted to be placed on the Work Area Specific Casual List for  
the Nurse’s home unit.  
Provided a Nurse possesses the necessary qualifications, skills, and abilities  
reflecting the functions of the job concerned, as determined by the Employer, a  
25  
Nurse may have the Nurse’s name placed on a Work Area Specific Casual List  
subject to Article 7.21(c).  
(
(
e)  
Notwithstanding Article 7.21 (d) and that the Nurse is on the Work Area Specific  
Casual List for a Work Area, the Employer can bypass Nurses if it can demonstrate  
that the Nurse lacks the necessary qualifications, skills or abilities for a specific  
assignment within the Work Area. Nurses may also have their name placed on  
other Work Area Specific Casual Lists in accordance with (i) and (j) below.  
f)  
A Nurse on a Work Area Specific Casual List is not obliged to accept an  
assignment when offered. However, if a Nurse is consistently unavailable when  
called for work on a unit, she shall be struck from that Work Area Specific Casual  
List unless the Nurse has notified the Employer that she shall be unavailable for  
work for a specific period of time or if the offered shifts that were declined were of  
three (3) hours or less.  
(
(
g)  
h)  
It is the responsibility of the Nurse to keep the Employer informed of any changes  
in desire to be assigned casual work.  
The assigning order for placement on a Work Area Specific Casual List is:  
(
(
(
i)  
Nurses on the recall list in order of their seniority;  
permanent part-time Nurses in order of their seniority; and  
casual Nurses in order of their seniority;  
ii)  
iii)  
(
i)  
Permanent Part-time Nurses  
(
(
i)  
A permanent part-time Nurse may place her name on the Work Area  
Specific Casual List of her work area if she wishes to be offered casual  
work. Such Nurse must indicate whether she wants to be offered short  
assignments and/or extra shifts and/or relief shift assignments.  
ii)  
A permanent part-time Nurse may request that her name be placed on  
additional Work Area Specific Casual Lists. Such a request shall be  
considered by the Employer and the decision will be made based on  
operational requirements. The Nurse must notify the Manager of her  
home unit.  
26  
(
(
j)  
Casual Nurses  
A Casual Nurse is hired to a home unit. A casual Nurse may request to be placed  
on any Work Area Specific Casual List(s) subject to Article 7.21 (c).  
k)  
The Employer may determine that a Nurse on the Work Area Specific Casual List  
no longer possesses the necessary qualifications, skills, and abilities as  
determined by the Employer, reflecting the functions of the job concerned. If the  
Employer determines that the Nurse is no longer qualified, the Nurse shall be  
struck from that Work Area Specific Casual List, in which case written notification  
shall be given to the Union and the Nurse.  
(
l)  
In unusual situations, the Employer may request a Nurse who is not on a particular  
Work Area Specific Casual List to work in that work area. Such an assignment  
does not result in the Nurse being deemed qualified for the work area list.  
7.22 Part-Time and Casual Nurses Availability Forms  
(
(
i)  
All Part-Time and Casual Nurses shall indicate to the Immediate Management  
Supervisor (on the Part-Time and Casual Nurse Availability Form – Appendix I and  
J) whether or not the Nurse is interested in the assignment of shifts that are known  
prior to posting (extra shifts) and that are beyond the Nurse’s designation as a  
percentage of Full-Time hours.  
ii)  
Part-Time and Casual Nurses are permitted to submit a revised Availability Form  
st  
st  
indicating availability by February 1 (for April to June); by May 1 (for July to  
st  
st  
September); by August 1 (for October to December); and by November 1 (for  
January to March). A revised Part-Time Nurse Availability Form may be submitted  
more often where mutually agreed with the Employer. Such agreement shall not  
be unreasonably withheld.  
(
iii)  
When the Nurse’s availability changes after the schedule is posted, a Part-Time  
Nurse may change noted availability and is responsible for advising the Employer  
as soon as possible.  
7.23 “Prior to Posting” - Extra Shifts  
Deficiencies in the work schedule which are known to the Employer prior to the posting of  
a schedule shall be considered “extra shifts”.  
27  
(
(
a)  
b)  
The Employer will first grant extra shifts to Permanent Part-time and Part-Time  
Nurses in a Long/Short Assignment within their home unit as equitably as possible  
on the basis of availability as indicated on the availability form pursuant to Article  
7.22.  
If extra shifts still exist on a work schedule after the process in Article 7.23 (a) is  
complete, the Employer may grant extra shifts to Permanent Part-time Nurses and  
Part-Time Nurses in a Long/Short Assignment and Casual Nurses on the Work  
Area Specific Casual List as equitably as possible. Nurses on the Work Area  
Specific Casual List may be assigned extra shifts up to the point of the Nurse’s  
indicated willingness to work extra shifts as indicated on the availability form  
pursuant to Article 7.22.  
(
c)  
Extra shifts up to the point of the Nurse’s indicated willingness to work shall be  
compensated at the Nurse’s regular hourly rate for the hours worked except when  
the Nurse works overtime in accordance with Article 7.18.  
7.24  
Relief Shift Assignments  
(
a)  
A Relief Shift Assignment becomes available after a shift schedule has been  
posted and does not exceed two (2) months. A Relief Shift Assignment shall be  
offered on a rotating basis to Nurses on the Work Area Specific Casual List. Where  
operational requirements permit, a Nurse may be assigned up to a maximum of  
five (5) shifts. In the event that a Nurse is missed in the rotation, the Nurse shall  
be offered the next available shift of the same duration.  
(
b)  
A Nurse offered a relief shift is not required to accept the relief shift. Once a relief  
shift is accepted, the Nurse is obligated to work. The Nurse who does not report  
for work on the relief shift as offered and accepted shall not be entitled to any  
compensation for the relief shift, except a Part-Time Nurse on a paid leave of  
absence (ie. authorized sick leave, bereavement leave).  
(
(
c)  
d)  
Accepting a relief shift shall not increase the designation of Permanent Part-time  
Nurse.  
For clarification, a relief shift of four (4) hours or more worked by a Permanent Part-  
Time Nurse, a Part-time Nurse in a long/short assignment or a Casual Nurse  
contiguous to another regular shift worked is not considered an extension of a shift  
and will not attract overtime in accordance with Article 7.18(a).  
28  
7.25 Overtime Restrictions  
The Employer is not obliged to offer extra or relief shifts to a Nurse when she becomes  
eligible for overtime compensation.  
7.26 Cancelled Shifts  
(
(
a)  
b)  
Once a Permanent Nurse has accepted an extra or relief shift as set out in Article  
.23 or Article 7.24, the Employer may not cancel the shift without the mutual  
agreement of the Permanent Nurse.  
7
Casual Nurses may have relief shifts cancelled with three (3) hours advance notice  
and there shall be no financial penalty on the Employer. In the event less notice  
is given for a cancelled relief shift, the Casual Nurse shall be provided with work  
or be paid for the cancelled relief shift.  
7.27 Stand-By Provisions  
(
a)  
Stand-By is defined as an assignment by the Employer requiring a Nurse to be  
readily available for work when required. The Zone Labour Management  
Committee (with consultation from the Nurses affected) will meet and agree to  
procedure(s) for assigning Stand-By in an equitable manner, subject to Article 7.28  
below.  
(
(
(
(
b)  
c)  
d)  
e)  
A Permanent Nurse may only be placed on “Stand-By” for a patient care unit for  
which she or he holds a position.  
The Employer shall pay a Nurse who is on Stand-By on a regular day twenty dollars  
(
$20) for each Stand-By period of eight (8) hours or less.  
The Employer shall pay a Nurse who is on Stand-By on a named holiday forty  
dollars ($40.00) for each Stand-By period of eight (8) hours or less.  
A Nurse may be required to be on Stand-By on a day not scheduled to be at work  
and this assignment shall not be deemed to interrupt a day off as set out in Article  
7.14.  
29  
(f)  
Nurses shall not be assigned to Stand-By for more than two (2) weekends in a four  
4) week period or for more than seven (7) consecutive days; unless mutually  
(
agreed otherwise.  
(
(
g)  
h)  
A Nurse shall not be required to be on Stand-By while on paid vacation leave.  
A Casual Nurse who accepts a Stand-By assignment is required to report for work  
if Called Back during the Stand-By assignment.  
7.28 Voluntary Stand-By  
(
(
a)  
b)  
Where the Employer intends to introduce Voluntary Stand-By to a patient care unit  
where it is not already a designated requirement, the Employer shall provide the  
Constituent Union with at least five (5) working days notice of its’ intention to do  
so, unless otherwise mutually agreed by the Parties.  
Voluntary Stand-By will only be used by the Employer as a last resort and when it  
is not able to fill a shift(s) with a Permanent or Casual Nurse on a straight time  
basis.  
(
(
c)  
d)  
Voluntary Stand-By shall not normally exceed a period of ninety (90) days.  
Only those Nurses who volunteer will be part of a Stand-By rotation for this limited  
period of time. Each such Nurse will be given the opportunity to select shifts for  
Stand-By on an equitable basis. The Employer will grant the selected Stand-By  
shifts as equitably as possible on the basis of the indicated selections.  
(
e)  
The Employer shall pay a Nurse on Voluntary Stand-By in accordance with Article  
7.27, 7.29, and 7.30.  
7.29 Call Back while on Stand-By  
(
a)  
Call Back is defined as the requirement for a Nurse to report to the Unit while on a  
period of Stand-By as set out in Article 7.27.  
(
b)  
The shift differential premium and the weekend premium shall be paid for each  
applicable hour worked on a Call Back while on Stand-By.  
30  
(
c)  
Nurses reporting for work on a Call Back shall be granted a minimum of four (4)  
hours pay at the Nurse’s straight time rates or compensation at the overtime rate  
for the hours worked, or at the applicable rate for the day (i.e. Holidays as set out  
in Article 10), whichever is greater.  
(
(
d)  
e)  
A Nurse may take time off in lieu of pay for reporting for work on a Call Back. Such  
time off shall occur at a mutually agreed time.  
Nurses called back shall be reimbursed for transportation to and from the work  
place to a maximum of ten dollars ($10.00) per call each way. When Nurses are  
called back to work at a site which is not their home base, they will receive the  
kilometer rate or ten dollars ($10.00) each way, whichever is greater. A Nurse who  
is called back to work and who reports for work shall be reimbursed for parking  
costs.  
7.30 Rest Interval After Call Back  
The Nurse shall be entitled to a rest interval of six (6) hours between the time a Nurse on  
Stand-By, working on a Call Back, completes a period of Call Back and the  
commencement of the Nurse’s next scheduled shift except when the Call Back is within  
two (2) hours of the commencement of the next scheduled shift in which case the Nurse  
shall not be entitled to a six (6) hour rest interval. In situations where the Call Back begins  
within two (2) hours of the commencement of the next scheduled shift, the Nurse shall  
complete her scheduled shift. The rest interval shall not cause a loss of regular pay for the  
hours not worked on the previously scheduled shift.  
NSGEU Registered Nurses employed at the Central Zone (former Capital District Health  
Authority) will be entitled to rest intervals according to the terms set out in Appendix P.  
If mutually agreeable between the Nurse and the Employer, arrangements in variance to  
the foregoing will be acceptable and will not constitute a violation of this Article.  
7.31 Compensation Where Rest Interval Not Taken  
Subject to Article 7.30, where, because operational requirements do not permit or where  
mutually agreeable variations between the Nurse and the Employer are not acceptable,  
the rest period, pursuant to Article 7.30, cannot be accommodated, the hours worked from  
the commencement of the regular shift to the end of the period on which the rest period  
would normally end shall be compensated at the rate of time and one-half (1 ½T).  
31  
7.32 Remote Consulting on Stand-by  
Nurses on Stand-by who provide telephone and/or online consulting support shall, in  
addition to the Standby pay set out in Article 7.27, be paid the greater of:  
(
a)  
the total actual time spent on the phone or online consulting during the Standby  
period at the applicable overtime rate or  
(
b)  
thirty (30) minutes per incident at the Nurse’s regular hourly rate.  
7.33 Communication Devices  
The Employer will provide sufficient numbers of pagers or other communication devices  
for Nurses assigned to be on Stand-By. Such devices will be provided to the Nurse while  
at work for his or her scheduled shift prior to the period of Stand-By. The Nurse shall return  
such devices on his or her next scheduled shift, or within seventy-two (72) hours,  
whichever occurs first.  
7.34 Semi-Annual Time Change  
The changing of daylight saving time to standard time, or vice versa, shall not result in  
Nurses being paid more or less than their normal scheduled daily hours. The hour  
difference shall be split between the Nurses completing their shift and those commencing  
their shift.  
ARTICLE 8: SALARIES, INCREMENTS, PREMIUMS  
8.00 The rates of pay set out in Appendix “A” shall form part of this agreement.  
8.01 A. Recognition of Previous Experience / Placement on the Salary Scale  
When a Nurse has produced proof or evidence of his/her previous satisfactory recent  
nursing experience, placement on the salary scale in Appendix "A" shall be in accordance  
with the following provisions. Recognition of previous experience will only be deemed as  
satisfactory and recent where the Nurse has not been away from active nursing for more  
five (5) years.  
32  
One year of satisfactory recent nursing experience for the purpose of initial placement of  
a Nurse on the salary scale shall be equivalent to 1950 regular hours paid.  
(
(
(
(
a)  
b)  
c)  
d)  
A Nurse with less than one (1) year of satisfactory recent nursing experience shall  
be placed at the start rate of the salary scale of Appendix "A".  
A Nurse with a minimum of one (1) year of satisfactory recent nursing experience  
shall be placed at the one (1) year rate of the salary scale of Appendix "A".  
A Nurse with a minimum of two (2) years of satisfactory recent nursing experience  
shall be placed at the two (2) year rate of the salary scale of Appendix "A".  
A Nurse with a minimum of three (3) years of satisfactory recent nursing  
experience shall be placed at the three (3) year rate of the salary scale of Appendix  
"
A".  
(
e)  
f)  
A Nurse with a minimum of four (4) years of satisfactory recent nursing experience  
shall be placed at the four (4) year rate of the salary scale of Appendix "A".  
(
A Nurse with a minimum of five (5) years or more of satisfactory recent nursing  
experience shall be placed at the five (5) year rate of the salary scale of Appendix  
"
A".  
(
g)  
A Registered Nurse with twenty-five (25) years or more of satisfactory recent  
nursing experience shall be placed at the twenty-five (25) year rate of the salary  
scale of Appendix “A”.  
B. Recruitment and Retention Incentive for LPNs  
Upon completion of twenty-five (25) years of service in the LPN classification with the  
Employer, LPNs will receive an additional salary increment of 3.5% greater than the  
highest rate in effect for the classification.  
8.02 Movement on Increment Scale - Permanent Nurses  
33  
Anniversary Date - Permanent Nurses: The date of the first shift worked in a Permanent  
Position. Anniversary Date may change based on the provisions of Article 8.02 of the  
Collective Agreement.  
(
(
a)  
b)  
On a year to year basis following the original Anniversary Date, the Nurse shall be  
advanced to the next level on the increment scale within the Nurse's classification  
as listed in Appendix "A".  
The original Anniversary Date shall not be altered except where the Nurse has an  
unpaid leave of absence in excess of one (1) month, except as set out below, in  
which case the Anniversary Date will be altered to reflect the length of the unpaid  
leave of absence. This shall become the new Anniversary Date. The original  
Anniversary Date shall not be altered for unpaid leaves of absence in excess of  
one (1) month due to Union Leave (Article 5.06 (b), 5.07, 5.10), Education Leave  
(
Article 9.09), Compassionate Care Leave (Article 9.05), Pregnancy/Birth, Parental  
and Adoption Leaves as set out in Article(s) 13.00 and 13.05 or reasons due to  
illness or injury as contemplated by Article 20.00.  
(
(
c)  
d)  
When a Nurse is appointed to a position with a higher classification and pay scale,  
the original Anniversary Date does not change. The Nurse is appointed to the level  
on the increment scale appropriate to his or her Anniversary Date.  
A Nurse must commence a new Anniversary Date if she or he assumes a new  
professional designation which includes Licensed Practical Nurse, Registered  
Nurse or Nurse Practitioner.  
8.03 Pay Day  
The Employer shall pay each Nurse every two (2) weeks. The amount shall be in  
accordance with the applicable hourly rate for the Nurse’s classification and increment  
level listed in Appendix “A”. Payment will include regular pay and will include any other  
income earned during the preceding pay period. Every effort will be made to supply  
requested information to a Nurse as to the amount paid on or before pay day.  
8.04 Pay Practices  
The Constituent Unions and the Nurses will be notified in writing by the Employer not less  
than sixty (60) days in advance of a change to the pay practices.  
34  
8.05 Education and Educational Premiums  
Education and Educational Premiums are detailed in Appendix “B” for each Constituent  
Union.  
B1 – NSNU Nurses NSHA (former DHA 1 - 9)  
B2 – NSGEU Registered Nurses Central Zone (former DHA 9)  
B3 – NSGEU Licensed Practical Nurses Central Zone (former DHA 9)  
B4 – NSGEU Nurses in PHACC  
B5 – CUPE Licensed Practical Nurses Western Zone (former DHA 1 – 3)  
B6 – Unifor Licensed Practical Nurses in Eastern Zone (former DHA 8)  
8.06 Shift Premium  
A shift differential premium shall be paid to a Nurse for each hour worked between 19 00  
hours and 07 00 hours. Nurses shall continue to receive the hourly shift premium rate they  
received prior to the effective date of this Agreement, subject to the following increases:  
(
(
(
a)  
b)  
c)  
Increase of fifteen (15) cents ($0.15) effective the date of this Agreement;  
Increase of fifteen (15) cents ($0.15) effective August 1, 2019;  
Increase of twenty (20) cents ($0.20) effective October 31, 2020.  
8.07 Weekend Premium  
A weekend premium shall be paid to a Nurse for each hour worked between 00 01  
Saturday and 07 00 Monday. The weekend premium shall be paid in addition to the shift  
differential premium. Nurses shall continue to receive the hourly shift premium rate they  
received prior to the effective date of this Agreement, subject to the following increases:  
(
(
a)  
b)  
Increase of fifteen (15) cents ($0.15) effective the date of this Agreement;  
Increase of fifteen (15) cents ($0.15) effective August 1, 2019;  
35  
(
c) Increase of twenty (20) cents ($0.20) effective October 31, 2020.  
8.08 Acting Pay  
(
a)  
Where a Nurse is designated to perform for a temporary period of three (3) or more  
consecutive days, the principal duties of a higher position, the Nurse shall receive  
the rate for that classification. Where the classification rate is on an increment  
scale, the Nurse shall receive an increase in pay that approximates one increment  
step (based on the Nurse’s current scale) increase over the Nurse’s current  
increment rate or the maximum for the position; whichever is less.  
(
b)  
Acting pay shall not be paid to the Nurse where the Nurse’s current position  
normally requires periodic substitution in the higher position, as defined by the  
position specification, title, and salary range.  
(
(
c)  
d)  
Acting pay provisions shall not apply in series classifications of positions.  
Acting pay provisions do not preclude the right of the Employer to assign duties of  
any Nurse among remaining Nurses of the work unit where temporary absences  
occur.  
(
e)  
In the event that a Nurse remains in an acting capacity in a position excluded from  
the bargaining unit for a period in excess of eighteen (18) months the provisions  
of 11.05 (d) shall apply.  
8.09 Responsibility Pay  
In the event that the Employer designates a Nurse to be in charge of a facility where the  
Nurse is not ordinarily in charge by virtue of his or her classification and position title, the  
Nurse shall be paid a premium of ninety-three cents ($0.93) per hour.  
8.10 Patient Care Charge Pay  
(
a)  
A Nurse designated as being “in charge” of a patient care unit in the absence of a  
Manager, Charge Nurse, Permanent RN-3 or RN-4 position with responsibility for  
the patient care unit, shall be paid a premium of seventy cents (70¢) per hour. This  
36  
premium is in addition to her or his regular rate of pay and any other premium pay  
that she/he is entitled to under other terms of this Collective Agreement.  
(
b)  
The “in-charge” Nurse has responsibility to direct, supervise or oversee patient  
care assignments of other Nurses, or has overall responsibility for patient care on  
a unit for a shift.  
8.11 Charge Nurse  
(
(
a)  
b)  
During the on-duty hours of the Manager, a Nurse designated to be a Charge  
Nurse shall receive pay equivalent to eight percent (8%) higher than her existing  
rate of pay.  
When the Employer identifies a need for a Charge Nurse that it anticipates shall  
last at least 30 days, and not exceeding 18 months, the Employer may appoint  
from within the unit where the need has been identified. The Employer shall not  
appoint a Charge Nurse to consecutive terms unless there is no other qualified  
Nurse on the Unit.  
8.12 Permanent Resource Nurse  
(
a)  
A Nurse appointed by the Employer to a position as a Permanent Resource Nurse  
shall be compensated with a premium in addition to the Nurse’s regular hourly rate  
and in addition to other applicable premiums (eg. education; shift) and is only  
payable during such time as the Nurse is assigned to and performing the duties of  
Permanent Resource Nurse.  
The number of Permanent Resource Nurse positions shall be as determined by  
the Employer, but in no case shall exceed a total of ten (10%) per cent of members  
of the Constituent Union. This number may be increased by mutual agreement of  
the Employer and the Union.  
(
b)  
The hourly rate of pay shall be based on the regular rate for the Nurse’s  
classification as set out in Appendix “A” and the applicable (one only) supplement  
shall be paid as follows:  
(
i)  
During the first six (6) months worked in the position - an additional $0.50  
per hour to the Nurse’s regular rate;  
37  
(
(
(
ii)  
Between six (6) months worked and twelve (12) months worked in the  
position - an additional $0.75 per hour to the Nurse’s regular rate;  
iii)  
iv)  
Between twelve (12) months worked and twenty-four (24) months worked  
in the position - an additional $1.00 per hour to the Nurse’s regular rate;  
After twenty-four (24) months worked in the position - an additional $1.25  
per hour to the Nurse’s regular rate.  
8.13 Nurse Identity  
Effective April 1, 2019, each Nurse shall be entitled to an annual sum of one hundred and  
twenty dollars ($120) for the purchase of black and white uniforms, as per the Employers’  
“
Standardized Nurse Uniform” Policy.  
NSGEU Nurses are exempt from this Article.  
8.14 Preceptor Pool  
The Parties recognize and acknowledge that every Nurse has a professional responsibility  
to participate in preceptor duties, subject to the following:  
(
(
a)  
b)  
“Preceptor” shall mean a Nurse who is assigned to supervise, educate, and  
evaluate Preceptees.  
Nurses may be required, as part of their duties, to act as Preceptors in supervising  
activities of students, New Graduates and new staff in accordance with current  
guidelines. Nurses will be informed in writing of their responsibilities in relation to  
these preceptees and will be provided with appropriate training as determined by  
the Employer.  
(
c)  
In the case of students and New Graduates, any relevant information that is  
provided to the Employer by the educational institution with respect to skill level of  
preceptees will be made available to the Nurses supervising the preceptees.  
38  
(
d)  
The Employer will call for expressions of interest on at least an annual basis.  
Subject to the approval of the Employer, Nurses who express interest will be  
placed in the Pool.  
(
e)  
f)  
A Nurse accepted in the Preceptor Pool may be removed from the Pool by the  
Employer if the Nurse is not capable of performing preceptor duties.  
(
The Employer will consider assigning a Nurse from the Preceptor Pool when a  
Preceptor is required. However, a Nurse who is not currently in the Pool may be  
assigned Preceptor duties when required.  
(
(
(
(
g)  
h)  
i)  
When operationally possible, a Preceptor shall not be assigned any patients on  
the first day of the preceptorship for a newly appointed Nurse to the Patient Care  
Unit.  
When operationally possible, a Preceptor shall be assigned a patient care  
assignment that is reasonable for the needs of the Preceptees for those shifts for  
which she has Preceptor duties.  
The Employer will endeavour to provide preceptor training to interested Nurses.  
Those Nurses accepted to the Pool shall be given first consideration for such  
training if needed.  
j)  
The Employer may permit a Nurse to opt out of a preceptor assignment if it is  
determined that the relationship is not beneficial to both parties.  
8.15 A. New Classification  
(
(
a)  
b)  
When a new classification covered by this Agreement is introduced, the rate of  
pay shall be subject to negotiations between the Employer and the Union. The  
Employer may implement a new classification and attach a salary to it,  
providing that the Union is given ten (10) days' written notice in advance.  
If the parties are unable to agree on the rate of pay for the new  
classification, the Union may refer the matter to a single Arbitrator who shall  
determine the new rate of pay.  
39  
(
c)  
The new rate of pay shall be effective on the date agreed to by the parties or  
the date set by the Arbitrator but, in any event, not earlier than the date of  
implementation of the classification.  
B. Classification Appeal Procedure  
A Nurse shall have the right to appeal the classification of the position the Nurse  
occupies. Such an appeal shall be in accordance with the provisions of this Article  
and shall not be considered a grievance under the Agreement. The provisions of Article  
9.06 shall apply in respect to the appeal procedures set out in this Article. Where  
operational requirements permit and on reasonable notice, the Employer shall grant  
leave with pay to a Nurse for the purpose of attending meetings regarding the appeal  
process.  
(
a)  
If the Nurse believes that the position the Nurse occupies is improperly classified  
because the Nurse believes the duties and/or responsibilities of the Nurse’s  
position have substantially altered during the term of the collective agreement,  
the Nurse shall notify the Nurse’s immediate management supervisor, in writing,  
of such.  
(
b)  
c)  
The Employer shall, upon request, provide the Nurse with a written statement  
of duties and responsibilities within thirty (30) days of the request.  
(
If there is a dispute between the immediate management supervisor and the  
Nurse concerning the classification of the position the Nurse occupies, or if the  
Nurse believes there is a conflict between the classification standards or position  
description and the statement of duties, the Nurse may initiate a formal appeal  
in writing to Human Resources – Compensation. Human Resources-  
Compensation shall respond in writing to the Nurse within thirty (30) days of the  
receipt of such appeal.  
(
(
d)  
e)  
If the foregoing procedure does not lead to a satisfactory resolution, within sixty  
(
60) days of receipt of the reply, the matter may be submitted to the Classification  
Appeal Tribunal which shall make a final binding decision in accordance with the  
procedures set out in this Article.  
A Nurse shall have the right of Union representation in respect to any appeal  
submitted to or proceeding before the Tribunal.  
40  
(f)  
The effective date of any resulting upward revision in classification shall be  
the first day of the bi-weekly period immediately following the date of receipt by  
the Employer of the Nurse's written appeal submitted pursuant to 8.15 B. (c).  
C. Classification Appeal Tribunal  
(
(
a)  
b)  
A Classification Appeal Tribunal shall be established to make final and  
binding decisions on a dispute concerning the classification of the position a  
Nurse occupies.  
The Classification Appeal Tribunal shall be comprised of three (3) members.  
One member of the Tribunal shall be nominated by the Employer, and one  
member shall be nominated by the Union. The third member, who shall be  
the chairperson, shall be appointed on the mutual agreement of the parties. If  
the parties fail to appoint a member or if the parties fail to agree upon the  
chairperson within thirty (30) days, the chairperson shall be appointed by the  
Department of Labour and Advanced Education.  
(
c)  
The Tribunal shall, within thirty (30) days of the receipt of an appeal,  
review the appeal and may hold a hearing on the appeal. If either party to the  
Agreement requests a hearing, such hearing shall take place in accordance with  
the procedure set out in this Article.  
(
(
d)  
e)  
The Tribunal shall decide the issue of the proper classification for the  
position in question based on the existing classification systems.  
The Tribunal may determine its own procedure and shall have the power to  
issue such orders, notices, directives, declarations as it considers necessary,  
and such other powers conferred upon an arbitrator under the provisions of the  
Arbitration Act.  
(f)  
The Tribunal shall not:  
(
(
1)  
2)  
alter any position descriptions and/or classification standards determined  
by the Employer;  
entertain an appeal based solely on the grounds of the inadequacy of the  
41  
pay rates negotiated for the classification assigned to the position  
occupied by the appellant Nurse;  
(
3)  
entertain an appeal in respect to a position that has been considered  
by it within the previous twelve (12) months.  
(
g)  
h)  
A decision of the majority shall be the decision of the Tribunal. Where there  
is no majority decision, the decision of the chairperson shall be the decision of the  
Tribunal.  
(
The Tribunal shall render its decision on a dispute under this Article within sixty  
(
60) days of the matter being submitted to it, or at such later time as may be  
mutually agreed by the parties.  
(
(
(
i)  
The Tribunal shall communicate its decision and reasons therefore in respect to  
the appeal in writing to the Nurse, the Employer and the Union.  
j)  
The decision of the Tribunal is final and binding on all parties and no Nurse  
shall have grievance rights in respect of a decision of the Tribunal.  
k)  
The Employer and the Union shall each pay the cost of their Classification Appeal  
Tribunal nominee, nominated pursuant to Article 8.15 C. (b), and the Employer  
and the Union shall share equally in all other costs of the Classification Appeal  
Tribunal, including the cost of the Chairperson.  
8.16 Retroactivity  
Retroactivity shall only apply to provisions of the salary adjustment in Appendix “A”,  
annexed hereto. The Employer endeavours to compute and pay the salary adjustments  
for each Nurse as expeditiously as reasonably possible. Otherwise the provisions become  
effective on the date of signing of the Collective Agreement or as expressly stated in the  
Collective Agreement.  
42  
8.17 Registered Mail Letter  
The Employer shall send a registered mail letter to the last known address of each Nurse  
who has left the employ of the Employer between November 01, 2014 and the date of  
signing the renewal Collective Agreement advising such Nurses of their right to apply to  
the Employer for all retroactive pay and benefits to which they are entitled to under the  
terms of the renewed Collective Agreement. Such an application must be made within  
thirty (30) days of the date of the registered mail letter.  
ARTICLE 9: LEAVE OF ABSENCES  
9.00 Leave Without Pay  
(
a)  
Subject to operational requirements, the Employer shall grant a leave of absence  
without pay for personal reasons. The request will not be unreasonably denied. A  
request by a Nurse for a leave of absence without pay for personal reasons in  
order to pursue alternate employment with another employer may be denied by  
the Employer or granted by the Employer at its sole discretion.  
(
(
b)  
c)  
Nurses shall be entitled, during the unpaid LOA, to continue participation in the  
Benefit Plans, subject to eligibility provisions within the specific Benefit Plans,  
provided the Nurse pays 100% of the cost of the participation (both the Employer  
and Nurse portion) in the Benefit Plans.  
Nurses who, prior to the unpaid LOA, were participating in payroll deductions, at  
the commencement of the unpaid LOA shall be responsible for making specific  
arrangements with the Employer for continued participation.  
9.01 Working During Leave of Absence  
(
a)  
A Permanent Nurse may choose to work for the Employer while on a Leave of  
Absence. Whether a Permanent Nurse on an approved Leave of Absence works  
any shifts at all for the Employer during such Leave of Absence will be entirely at  
the discretion of such Nurse. The granting of the Leave of Absence will not be  
dependent on the Nurse agreeing to work during the Leave of Absence.  
(
b)  
When a Permanent Nurse agrees to work while on an approved Leave, the Nurse  
maintains the status of a Permanent Nurse on Leave. Any rights or protections he  
or she would have while on the Leave are maintained.  
43  
(
c)  
When a Permanent Nurse agrees to work while on an approved Leave, the Nurse  
is treated as a Casual Nurse for the purpose of determining pay and benefits,  
excluding provisions for accumulation of Seniority and movement along the  
increment scale.  
9.02 Return From Leave of Absence  
(
(
a)  
b)  
Before a Nurse may return to work from a Leave granted under Article 9.00, she  
or he must provide a minimum of four (4) weeks written notice of the specific date  
of his or her return to work, or such shorter time as mutually agreed.  
Upon return from an approved Unpaid Leave of Absence, a Nurse shall be  
reinstated to her or his former position unless the position has been discontinued,  
in which case the Nurse shall be appointed to an equivalent position. A Casual  
Nurse shall be returned to the Nurse’s previous Casual Status.  
(
c)  
This clause requiring four (4) weeks written notice, does not apply to other leaves  
granted by an express provision of this Collective Agreement with different  
requirements for written notice.  
9.03 Leave for Storm or Hazardous Conditions  
(
a)  
It is the responsibility of the Nurse to make every reasonable effort to arrive at their  
work location as scheduled, however, during storm conditions, when such arrival  
is impossible, or delayed, or because a Nurse finds it necessary to seek  
permission to leave prior to the end of the regular shift all absent time will be  
deemed to be leave, and the Nurse has the option to:  
(
(
i)  
take the absent time as unpaid; or  
ii)  
deduct the absent time from accumulated overtime, holiday time or  
vacation; or  
44  
(
iii)  
when the Nurse has no entitlement to accumulated paid leave, the Nurse  
may, with prior approval of the Employer, make up the absent time as the  
scheduling allows.  
(
b)  
Nurses assigned to work outside of the facility, shall not be required to perform  
assignments during hazardous weather conditions and shall report to the facility if  
possible for reassignment.  
(
(
c)  
d)  
Notwithstanding Article 9.03(a) lateness beyond the beginning of a Nurse’s regular  
shift starting time shall not be subject to the provisions of Article 9.03 (a)(i), (ii), or  
(
iii), where the lateness is justified by the Nurse being able to establish to the  
satisfaction of the immediate management supervisor that every reasonable effort  
has been made by the Nurse to arrive at her work station at the scheduled time.  
In determining reasonable effort pursuant to Article 9.03 (c) the Employer shall  
have regard to the personal circumstances of the Nurse (e.g. place of residence,  
family responsibilities, transportation problems, car pools).  
9.04 Bereavement Leave  
Immediate Family is defined in Article 4.09 and repeated here for convenience:  
includes the Nurse’s father, mother, step-mother, step-father, guardian, brother,  
sister, step-brother, step-sister, spouse, child, father-in-law, mother-in-law, son-in-  
law, daughter-in-law, step child, or ward of the Nurse, grandparent, step-  
grandparent or grandchild or step-grandchild of the Nurse and a relative  
permanently residing in the Nurse’s household or with whom the Nurse  
permanently resides. The “in-law” and “step-relative” relationships referred to in  
this provision will only be considered “immediate family” in cases where it is a  
current relationship at the time of the benefit is claimed.  
(
(
a)  
b)  
If a death occurs in the Nurse’s Immediate Family on a day when the Nurse is at  
work or scheduled to work, then said Nurse shall be granted bereavement leave  
with pay for her or his scheduled shift or the remainder of the scheduled shift.  
The Full-Time Nurse shall also be granted seven (7) calendar days leave of  
absence effective midnight following the death and shall be paid for all shifts the  
Nurse is scheduled to work during the seven (7) calendar day period. In any event,  
45  
the Nurse shall be entitled to thirty-seven and one-half (37.5) consecutive hours  
paid leave even if this extends past the seven (7) calendar days leave.  
(
c)  
A Part-Time Nurse who has a death in her or his immediate family shall receive  
seven (7) calendar days leave pursuant to Article 9.04, however, the minimum  
hours of paid leave shall be pro-rated based on the Part-Time Nurse’s regular  
hours paid in the previous fiscal year of the Employer or their current appointment  
status, whichever is greater. Part-Time Nurses in their first year of employment  
shall have the minimum hours of paid leave pro-rated on their appointment status  
as a percentage of equivalent full-time hours. All other bereavement leaves  
pursuant to Article 9.04 shall not be pro-rated.  
(
d)  
Every Nurse shall be entitled to leave with pay up to a maximum of three (3) days  
in the event of death of the Nurse’s brother-in-law or sister-in-law where the  
relationship is current at the time of death.  
(
e)  
Every Nurse shall be entitled to one (1) day leave without pay, for the purpose of  
attending the funeral of a Nurse’s aunt or uncle, niece or nephew, or the  
grandparents of the spouse of the Nurse. A Nurse may be granted up to two (2)  
days for travel without pay for the purposes of attending the funeral. The Nurse  
may elect that such bereavement leave be paid by charging the time to the Nurse’s  
accumulated vacation, accumulated holiday, or accumulated overtime.  
(f)  
The above entitlements are subject to the proviso that proper notification is made  
to the Employer.  
(
g)  
If a Nurse is in receipt of paid holiday, vacation or sick leave credits at the time of  
bereavement, the Nurse shall be granted bereavement leave and be credited the  
appropriate number of days to her or his holiday, vacation, or sick leave credits.  
(
h)  
In the event that the funeral or internment for any of the Immediate Family does  
not take place within the period of bereavement leave provided but occurs later,  
the Nurse may defer the final day of his or her bereavement leave without loss of  
regular pay until the day of the funeral or internment. The Nurse shall notify the  
Employer of this deferment at the time of the bereavement leave.  
9.05 Compassionate Care Leave  
46  
(
a)  
A Nurse who has been employed by the Employer for a period of at least three (3)  
months is entitled to an unpaid leave of absence of in accordance with the Labour  
Standards Code, to provide care or support to:  
-
-
-
-
-
-
-
-
-
-
-
the spouse of the Nurse,  
a child or step-child of the Nurse,  
a child or step-child of the Nurse’s spouse,  
a parent or step-parent of the Nurse,  
the spouse of a parent of the Nurse,  
the sibling or step-sibling of the Nurse,  
the grandparent or step-grandparent of the Nurse,  
the grandchild or step-grandchild of the Nurse,  
the guardian of the Nurse,  
the ward of the Nurse,  
a relative of the Nurse permanently residing in the household of the Nurse  
or with whom the Nurse permanently resides,  
-
-
-
the father-in-law or mother-in-law of the Nurse,  
the son-in-law or daughter-in-law of the Nurse, or  
any other person defined as “family member” by Regulations made  
pursuant to the Labour Standards Code, as amended from time to time.  
where a legally qualified medical practitioner issues a certificate stating that the  
above noted recipient of the care or support has a serious medical condition with  
a significant risk of death within twenty-six (26) weeks from the day the certificate  
was issued or, in the case where the Nurse began a leave before the certificate  
was issued, the day the leave was begun. Where requested in writing by the  
Employer, the Nurse must provide the Employer with a copy of the certificate. The  
“
in-law” and “step-relative” relationships referred to in this provision will only be  
considered “Immediate Family” in cases where it is a current relationship at the  
time of the request for leave.  
(
b)  
The Employer shall grant to the Nurse the option of maintaining membership in the  
benefit plans in which the Nurse participated before the beginning of the leave  
(
subject to the eligibility requirements of the plan(s)) and shall notify the Nurse in  
writing of the option and the date beyond which the option may no longer be  
exercised at least ten (10) days before the last day on which the option could be  
exercised to avoid an interruption in benefits.  
47  
(
c)  
Where the Nurse opts in writing to maintain membership in the benefit plans, the  
Nurse shall enter into an arrangement with the Employer to pay the cost required  
to maintain membership, including the Employer’s share thereof, and the Employer  
shall process the documentation and payments as arranged.  
9.06 Court Leave  
Leave of absence without loss of regular pay shall be given to a Nurse, other than a Nurse  
on leave of absence without pay or under suspension, who is required:  
(
(
a)  
b)  
to serve on a jury (including the time spent in the jury selection process); or  
by subpoena or summons to attend as a witness in any proceedings for an  
employment related matter held:  
(
(
i)  
in or under the authority of a court or tribunal; or  
ii)  
before an Arbitrator or person or persons authorized by law to make an  
inquiry to compel the attendance of witnesses before it.  
(
c)  
by the Employer to appear as a witness in a legal proceeding, in which case the  
time involved shall be considered time worked.  
This provision (c) is applicable to a Casual Nurse provided the Casual Nurse is  
appearing as a witness for the Employer.  
(
(
d)  
e)  
The leave of absence shall be sufficient in duration to permit the Nurse to fulfill the  
witness or jury obligation.  
A Nurse given Court leave of absence without loss of regular pay shall pay to the  
Employer the amount that the Nurse receives for this duty.  
48  
(f)  
The Nurse shall advise the Employer as soon as possible after receipt of a jury  
notice or subpoena.  
9.07 Public Office Leave  
(
a)  
An Employer shall grant a leave of absence without pay upon the request of any  
Nurse to run as a candidate in a Federal, Provincial, or Municipal election. If the  
Nurse withdraws as a candidate or is an unsuccessful candidate, she/he is entitled  
to return to her or his former position without loss of benefits provided that the  
Nurse gives two (2) weeks notice to the Employer of her/his intent to return unless  
mutually agreed to a shorter notice period.  
(
(
b)  
c)  
In this Article “Candidate” means a person who has been officially nominated as a  
candidate, or is declared to be a candidate by that person, or by others, with that  
person’s consent, in a Federal or Provincial or Municipal election.  
A Nurse’s leave of absence to be a candidate shall terminate on the day the  
successful candidate in the election is declared elected unless, on or before the  
day immediately after ordinary polling day, the Nurse notifies the Employer that the  
Nurse wishes the leave of absence to be extended for such number of days, not  
exceeding ninety (90), as the Nurse states in the notice and in such case the leave  
of absence shall terminate as stated in the notice.  
(
(
d)  
e)  
Any Nurse in the Bargaining Unit who is elected to full-time office in the Federal,  
Provincial, or Municipal level of Government shall be granted a leave of absence  
without pay, for a term not exceeding five (5) years.  
Upon return, the Nurse will be placed in a position in accordance with Article  
9.02(b) The Nurse shall be placed on the same level of the increment scale the  
Nurse formerly occupied prior to commencing the leave of absence. The Nurse  
shall retain all benefits which accrued up to the time the Nurse commenced the  
leave of absence, including Service. The Nurse shall continue to accrue Seniority  
during the leave of absence.  
(f)  
During the Nurse’s leave of absence to be a Candidate, the Nurse shall not be paid  
but the Nurse, upon application to the Employer at any time before the leave of  
absence, is entitled to pension credit for service as if the Nurse were not on a leave  
of absence and to medical and health benefits, long term disability coverage and  
life insurance coverage, or any one or more of them, if the Nurse pays both the  
Nurse’s and Employer’s share of the cost.  
49  
9.08 Deferred Salary Leave  
The terms of the Deferred Salary Leave Plan are detailed in Appendix “D”.  
.09 Education Leave  
9
(
a)  
The Employer may grant a leave of absence without pay for educational purposes  
to a Nurse who has been employed for a minimum of one (1) year. Such leave  
must be requested at least three (3) months in advance of the requested  
commencement date and the nature of the educational program must be directly  
related to the skills and requirements of the Employer.  
(
b)  
A Nurse on Education Leave shall retain those benefits which accrued up to the  
time the Nurse commenced the leave of absence. The Nurse shall continue to  
accrue Service and Seniority during the leave of absence.  
(
c)  
On return, the Nurse shall be placed in a nursing position in accordance with Article  
9.02 (b) and with the same appointment status (i.e. Full-Time or Part-Time or  
Casual) that the Nurse had prior to commencing the leave, unless mutually agreed  
upon otherwise. Upon return, the Nurse shall be placed on the appropriate level of  
the increment scale as determined by her or his Anniversary Date in accordance  
with Article 8.02.  
(
(
d)  
e)  
A Nurse on Education Leave may be permitted to work for the Employer while on  
Education Leave subject to the principles set out in Article 9.01.  
Subject to the provisions of the pension, LTD and benefit plans, a Nurse on an  
educational leave of absence may maintain membership in the plans if the Nurse  
agrees to pay both the Employer and Employee share of the contributions.  
9.10 Return of Service  
(
a)  
The Employer may enter into individual return of service agreements with Nurses  
in relation to educational programs which extend for a period of three (3)  
calendar months or more and where participation in the program by the Nurse is  
voluntary. The Union shall be a party to all such agreements.  
50  
(
b)  
The Union will be advised of any default or breach in respect of any return of service  
agreement which they have been provided a copy of. The Union may file a grievance  
in respect of a return of services agreement if it feels that there is a violation of the  
collective agreement. Notwithstanding the foregoing, the Employer may pursue  
collection of any amounts owing through whatever means it deems appropriate  
including but not limited to authorized deductions and small claims.  
9.11 Nurse Educators/Nursing Instructors (Post RN Faculty) /Clinical Nurse  
Educators’ Sabbatical Leave  
(
a)  
A Nurse Educator, Nursing Instructor (Post RN Faculty) or a Clinical Nurse  
Educator who has completed seven (7) years’ service in that position or its  
predecessor may be granted Sabbatical Leave for a period of up to ten (10)  
months for the purpose of undertaking research or projects of a developmental  
nature which, in the opinion of the Employer, relate to the Nurse’s field of  
teaching or will improve the Nurse’s competence.  
(
(
b)  
c)  
The Nurse shall make application in writing for Sabbatical Leave to the Employer  
no later than December 15, prior to the normal teaching year for which the leave  
is required. The Employer shall advise the Nurse of the decision no later than  
March 15 following the date of the Nurse’s application.  
Leaves of absence for sabbatical purposes shall not be unreasonably  
denied.  
9.12 Secondment  
Where a Nurse is being seconded from the Employer to a position involving the Health  
Sector of the Broader Public Sector, the terms and conditions of the secondment  
agreement will be established by agreement of the Employer and the Union.  
9.13 Military Leave  
(
(
a)  
b)  
Where operational requirements permit, a Nurse may be granted leave of absence  
with pay to a maximum of two (2) weeks for the purpose of taking military training  
or serving military duty.  
A Nurse who is given leave of absence with pay pursuant to this Article shall have  
deducted from the Nurse’s salary an amount equal to the amount paid by the  
Department of National Defence to the Nurse as salary.  
51  
(
c)  
Where a Nurse uses vacation entitlement for the purpose of taking military training  
or serving military duty pursuant to this Article, the Nurse shall receive full salary  
from the Employer notwithstanding amounts paid to the Nurse by the Department  
of National Defence.  
9.14 Leave for Parent of a Critically Ill Child  
Nurses shall be granted Leave for Parent of a Critically Ill Child in accordance with the  
Labour Standards Code of Nova Scotia.  
9.15 Domestic Violence, Intimate Partner Violence or Sexual Violence Leave  
Nurses shall be granted Domestic Violence Leave in accordance with the Labour  
Standards Code of Nova Scotia.  
ARTICLE 10: VACATIONS AND HOLIDAYS  
0.00 Annual Vacation Entitlement  
1
(
a)  
A Nurse shall be entitled to receive annual vacation leave with pay:  
(
(
(
(
i)  
each year during her first forty-eight (48) months of service at the rate of  
one and one-quarter (1 1/4) days for each month of service; and  
ii)  
iii)  
iv)  
each year after forty-eight (48) months of service at the rate of one and  
two-thirds (1 2/3) days for each month of service; and  
each year after one hundred and sixty-eight (168) months of service at the  
rate of two and one-twelfth (2-1/12) days for each month of service; and  
each year after two hundred and eighty-eight (288) months of service at  
the rate of two and one half (2 ½) days for each month of service.  
(
b)  
A Nurse who, as of February 19, 2001, has earned entitlement to more vacation  
than provided for in Article 10.00(a) of the collective agreement by virtue of her  
terms and conditions of employment with a predecessor employer shall retain that  
entitlement. Any future increase in vacation entitlement for such Nurses shall be  
pursuant to Article 10.00(a).  
52  
10.01 Vacation Year  
The vacation year shall be April 1 to March 31, inclusive.  
0.02 Authorization  
1
A Nurse shall be granted vacation leave at such time during the year as the immediate  
management supervisor determines.  
10.03 Vacation Scheduling  
(
a)  
Except as otherwise provided in the Agreement, vacation leave entitlement shall  
be used within the year in which it is earned. The Nurse shall advise the immediate  
management supervisor in writing of three (3) or more choices of vacation  
preference listed in order of priority as soon as possible for the following vacation  
year but by February 1 for vacations in the period April 1 to September 30 and  
shall include requests for vacations during the December holiday period  
st  
st  
th  
(
December 16 to January 4) and/or March Break (the second and third calendar  
st  
weeks of March) vacations for the following year, and by August 1 for vacations  
in the period October 1 to March 31 . The Employer will post approved vacations  
in writing by March 15 and September 15 respectively.  
st  
st  
th  
th  
(
(
b)  
c)  
Preference in vacation schedule shall be given to those Nurses with greater length  
of seniority.  
After the vacation schedule is posted, if operational requirements permit additional  
Nurse(s) to be on vacation leave, such leave shall be offered to Nurses on a work  
unit by seniority to those Nurses who may have requested the leave but were  
st  
st  
denied the leave for their request submitted before February 1 or August 1 . Any  
additional vacation shall be granted on a first come, first serve basis.  
10.04 Vacation Request Approval  
Subject to the operational requirements of the service, the Employer shall make every  
reasonable effort to ensure that a Nurse’s written request for vacation leave is approved.  
Where, in scheduling vacation leave, the Employer is unable to comply with the Nurse’s  
written request, the immediate management supervisor shall:  
(
a)  
give the reason for disapproval; and  
53  
(
b)  
make every reasonable effort to grant a Nurse's vacation leave in the  
amount and at such time as the Nurse may request in an alternative  
request.  
Where operational requirements necessitate a decision by the Employer to place a  
restriction on the number of Nurses on vacation leave at any one time, preference shall  
be given to the Nurses with the greatest length of seniority.  
10.05 Restriction on Numbers of Nurses on Vacation  
(
(
(
a)  
b)  
c)  
During the peak vacation period, commencing the second full week of June and  
ending after the second full week of September of each year, preference for a  
period of up to four (4) complete weeks of unbroken vacation or any part of a week  
shall be given to Nurses with the greatest length of seniority. To exercise this  
preference, a Nurse need not pick consecutive weeks.  
After each Nurse has been granted vacation in accordance with Article 10.05(a),  
all remaining vacation entitlement shall be granted in accordance with seniority.  
Once seniority has been exercised for the period of up to four (4) complete weeks  
or any part of a week, remaining requests will be granted by seniority, i.e. all  
second requests and then all third requests.  
After the vacation schedule is posted, if operational requirements permit additional  
Nurses to be on vacation leave, such leave shall be offered by seniority to Nurses  
provided the Nurses requested that time in accordance with Article 10.03(a).  
10.06 Unbroken Vacation  
Except during the period of time referred to in Article 10.05, where operational  
requirements permit, the Employer shall make every reasonable effort to grant to a Nurse  
her request to enjoy her vacation entitlement in a single unbroken period of leave.  
10.07 Vacation Carry Over  
(
a)  
Except as otherwise provided in this Agreement, vacation leave for a period of not  
more than five (5) days may, with the consent of the immediate management  
supervisor, be carried over to the following year, but shall lapse if not used before  
the close of that year. Request for vacation carry over entitlement shall be made  
in writing by the Nurse to the immediate management supervisor not later than  
January 31st of the year in which the vacation is earned, provided however that  
the immediate management supervisor may accept a shorter period of notice of  
54  
the request. The immediate management supervisor shall respond in writing within  
one (1) calendar month of receiving a Nurse’s request.  
(
b)  
A Nurse scheduled to take vacation and who is unable to do so within the vacation  
year due to illness, injury, or where operational requirements prevent the  
immediate management supervisor from scheduling vacation shall be entitled to  
carry over this unused vacation to the subsequent year.  
10.08 Accumulative Vacation Carry Over  
A Nurse, on the recommendation of the immediate management supervisor and with the  
approval of the Employer, may be granted permission to carry over five (5) days of her  
vacation leave each year to a maximum of twenty (20) days, if in the opinion of the  
immediate management supervisor, it will not interfere with the efficient operation of the  
Department.  
10.09 Use of Accumulated Vacation Carry Over  
The vacation leave approved pursuant to Article 10.08 shall be used within five (5) years  
subsequent to the date on which it was approved and shall lapse if not used within that  
period unless the immediate management supervisor recommends that the time be  
extended and the recommendation is approved by the Employer.  
10.10 Borrowing of Unearned Vacation Credits  
With the approval of the Employer, a Nurse who has been employed for a period of five  
(
5) or more years may be granted five (5) days from the vacation leave of the next  
subsequent year.  
10.11 Nurse Compensation Upon Separation  
A Nurse, upon separation from employment, shall be compensated for vacation leave to  
which the Nurse is entitled.  
10.12 Employer Compensation Upon Separation  
A Nurse, upon separation from employment, shall compensate the Employer for vacation  
which was taken but to which the Nurse was not entitled.  
55  
10.13 Vacation Credits Upon Death  
When the employment of a Nurse who has been granted more vacation with pay than the  
Nurse has earned is terminated by death, the Nurse is considered to have earned the  
amount of leave with pay granted to the Nurse.  
10.14 Recall from Vacation  
The Employer will make every reasonable effort not to recall a Nurse to duty after the  
Nurse has commenced vacation leave or to cancel vacation once it has been approved.  
10.15 Reimbursement of Expenses upon Recall  
Where, during any period of approved vacation, a Nurse is recalled to duty, the Nurse  
shall be reimbursed for reasonable expenses, subject to the provisions of Article 23, that  
the Nurse incurs:  
(
(
a)  
b)  
in proceeding to the Nurse’s place of duty;  
in returning to the place from which the Nurse was recalled if the Nurse  
immediately resumes vacation leave upon completing the assignment for which  
she or he was recalled; and  
(
c)  
If a Nurse’s vacation is approved and then cancelled by the Employer causing the  
Nurse to lose a monetary deposit on vacation accommodations and/or travel, and  
providing the Nurse does everything reasonably possible to mitigate the loss, and  
providing the Nurse notifies the Employer that the monetary deposit will be  
forfeited, the Employer will reimburse the Nurse for the monetary deposit.  
In addition to the above, a Nurse shall be compensated at two (2) times her regular rate  
of pay for time worked during the period of recall from vacation.  
10.16 Reinstatement of Vacation Upon Recall  
The period of vacation leave so displaced resulting from recall and transportation time in  
accordance with Articles 10.14 and 10.15 shall either be added to the vacation period, if  
requested by the Nurse and approved by the Employer, or reinstated for use at a later  
date.  
10.17 Illness During Vacation  
56  
If a Nurse becomes ill during a period of vacation and the illness is for a period of three  
3) or more consecutive days during vacation, and such illness is supported by a medical  
(
certificate from a legally qualified medical practitioner on such form as the Employer may  
from time to time prescribe, the Nurse will be granted sick leave and her vacation credits  
restored to the extent of the sick leave. The form is to be provided to the Employer  
immediately upon the return of the Nurse. If the Nurse does not have access to the  
Employer’s form, the Nurse shall provide the Employer with a medical certificate from a  
legally qualified medical practitioner with the following information:  
(
(
(
(
a)  
b)  
c)  
d)  
the date the Nurse saw the physician;  
the date the Nurse became ill;  
the nature of the illness; and  
the duration, or the expected duration of the illness.  
Upon the Nurse’s return, she shall sign an authorization if requested by Occupational  
Health Services, permitting the physician to clarify or elaborate on the nature of the  
Nurse’s illness or injury, as it relates to this claim, to Occupational Health Services in  
accordance with the applicable Sick Leave Appendix.  
APPENDIX “K”  
APPENDIX “L”  
APPENDIX “M”  
NSNU NSHA (DHA’s 1-9)  
NSGEU in Central Zone (former DHA 9)  
NSGEU PUBLIC HEALTH, ADDICTION SERVICES and  
CONTINUING CARE in Eastern, Western and Northern Zones  
(former DHAs 1-8)  
APPENDIX “N”  
APPENDIX “O”  
CUPE in Western Zone (former DHAs 1-3)  
Unifor in Eastern Zone (former DHA 8)  
10.18 Holidays  
The holidays designated for Nurses shall be:  
57  
1. New Year's Day  
2. Heritage Day  
3. Good Friday  
4. Easter Sunday  
5. Victoria Day  
6
. July 1st  
7. 1st Monday in August  
8. Labour Day  
9. Thanksgiving Day  
10. Remembrance Day  
11. Christmas Day  
12. Boxing Day  
13. one-half (½) day beginning at 12:00 noon on  
Christmas Eve Day  
If the Government of Canada or the Province of Nova Scotia officially proclaims an  
additional holiday(s), such shall be added as a recognized holiday.  
Davis Day - The parties recognize the significance of Davis Day for Unifor members in  
th  
Cape Breton. When a Unifor member requests the day of June 11 off in accordance with  
Article 7 the Employer will schedule the Nurse accordingly, subject to operational  
requirements. Davis Day is not a recognized paid holiday and premium pay for that day  
will not apply.  
10.19 Exception  
Article 10.18 does not apply to a Nurse who is absent without pay on both the working day  
immediately preceding and the working day following the designated holiday.  
10.20 “Holiday” means:  
(
(
a)  
b)  
In the case of a shift that does not commence and end in the same day, the twenty-  
four (24) hour period commencing from the time at which the shift commenced if  
more than one-half of the shift falls on a day designated as a holiday in this  
Agreement.  
in any other case, the 24-hour period commencing at 00 01 hours of a day  
designated as a holiday in this agreement.  
58  
10.21 Holiday Falling on a Day of Rest  
When a day designated as a holiday coincides with the Nurse’s day of rest, the Employer  
shall grant the holiday with pay on either:  
(
(
(
a)  
b)  
c)  
the working day immediately following her day of rest; or  
the day following the Nurse’s annual vacation; or  
another mutually acceptable day between the Employer and the Nurse.  
If the holiday is not scheduled in accordance with (a) or (b) or (c), above, it will be paid.  
10.22 Holidays - Christmas/New Years  
(
a)  
Each Nurse shall receive either Christmas Day or New Year's Day off on the actual  
day, unless mutually agreed otherwise between the Nurse and the Employer, and  
every effort will be made to give at least two (2) other holidays off on the actual  
day of the holiday. In addition, the Employer will make every reasonable effort to  
schedule a Nurse in such a manner that they do not work the same holiday  
(
Christmas Day or New Year’s Day) that they worked on the unit the previous year,  
unless otherwise mutually agreed.  
(
b)  
A Nurse who is scheduled to work Christmas Day shall not be scheduled to work  
st  
st  
on December 31 and January 1 . A Nurse who is scheduled to work on New  
th  
th  
Year’s Day shall not be scheduled to work on December 24 and December 25 ,  
unless mutually agreed otherwise. For the purpose of this Article, shifts that  
rd  
commence on December 23 shall not be considered to be working on December  
th th  
4 and shifts that commence on December 30 shall not be considered to be  
st  
2
working on December 31 .  
10.23 Compensation for Work on a Holiday  
(
a)  
Where a Nurse is regularly scheduled to work, in accordance with Article 7, and  
the Nurse’s regularly scheduled day of work falls on a paid holiday, as defined in  
Article 10.18, the Nurse shall receive compensation equal to two and one-half (2  
½
) times the Nurse’s regular rate of pay as follows:  
59  
(
(
i)  
compensation at one and one-half (1½) times the Nurse’s regular rate of  
pay, including the holiday pay, for the hours worked on the holiday; and  
ii)  
time off with pay in lieu of the holiday on an hour-for-hour basis at a  
mutually acceptable time subject to Article 10.30.  
(
b)  
Where time off with pay in lieu of the holiday has not been granted in accordance  
with Article 10.23(a)(ii), compensation shall be granted at the Nurse’s regular rate  
of pay for those hours worked on the holiday.  
10.24 Overtime on a Holiday  
(
a)  
Where a Nurse is required to work overtime on a paid holiday, as defined in Article  
0.18, the Nurse will receive compensation equal to 3.33 times the Nurse’s regular  
rate as follows:  
1
(
(
i)  
compensation at 2.33 times the Nurse’s regular rate of pay, including the  
holiday pay, for the hours worked on the holiday; and  
ii)  
time off with pay in lieu of the holiday on an hour for hour basis at a mutually  
acceptable time subject to Article 10.30.  
(
b)  
Where time off with pay in lieu of the holiday has not been granted in accordance  
with Article 10.24 (a)(ii), compensation shall be granted at the Nurse’s regular rate  
of pay for those hours worked on the holiday.  
1
0.25 If a permanent Nurse or a Nurse in a long/short assignment had booked any paid Holiday  
Leave credits for use on a recognized Holiday where the Nurse ended up working on that  
recognized Holiday, the Nurse is entitled to reschedule the paid holiday leave credits for  
use at a later time in accordance with Article 10.24.  
10.26 Illness on a Paid Holiday  
(
a)  
A Nurse who is scheduled to work on a paid holiday, as defined in Article 10.18,  
and who is unable to report for work due to a reason covered by the applicable  
Sick Leave Appendix shall receive sick leave for that day, and shall be granted  
60  
time off in lieu of the holiday at a mutually acceptable time in accordance with  
Article 10.23.  
(
(
b)  
c)  
Where time off with pay in lieu of the holiday has not been granted in accordance  
with Article 10.26 (a), compensation shall be granted at the Employee’s regular  
rate of pay for those hours.  
A Nurse who is on a period of Sick Leave and not scheduled to work on the holiday  
or is on Short Term Illness pursuant to the applicable Sick Leave Appendix shall  
be deemed to have received the holiday pay on the day designated as a holiday.  
APPENDIX “K”  
APPENDIX “L”  
APPENDIX “M”  
NSNU (former DHAs 1 - 9)  
NSGEU in Central Zone (former DHA 9)  
NSGEU PUBLIC HEALTH, ADDICTION SERVICES and  
CONTINUING CARE in Eastern, Western and Northern  
Zones (former DHAs 1-8)  
APPENDIX “N”  
APPENDIX “O”  
CUPE in Western Zone (former DHAs 1-3)  
Unifor in Eastern Zone (former DHA 8)  
10.27 Time Off in Lieu of Holiday  
In no case shall the total time off in lieu of a holiday referred to in Articles 10.23 (a) (ii),  
0.24 (a) (ii) and 10.29 exceed the equivalent of one complete shift.  
1
10.28 Time Off in Lieu for Part-time and Job Share Nurses  
Where a part-time Nurse or a Nurse in a job sharing arrangement works on a holiday, in  
addition to compensation at the applicable rate, the Nurse will receive time off with pay in  
lieu of the holiday, on an hour for hour basis, at a mutually acceptable time in accordance  
with Article 10.23.  
For purposes of clarity it is understood that a part-time Nurse or a Nurse in a job sharing  
arrangement would receive time off in lieu of the holiday in the amount of 7 hours for 7  
hours worked, 7.5 hours for 7.5 hours worked, 9.375 hours for 9.375 hours worked, and  
11.25 hours for 11.25 hours worked.  
10.29 Religious Day in Lieu  
61  
A Nurse who is entitled to time off with pay in lieu of Good Friday, Easter Sunday,  
Christmas and/or Boxing Day pursuant to Article 10.21 (c), 10.23 (a) (ii) and/or 10.24 (a)  
(
ii) may take such time with pay in lieu at a time that permits the Nurse to observe a holy  
day of the Nurse’s own faith. The Nurse shall advise the Nurse’s immediate management  
supervisor in writing of the Nurse’s desire to take such day(s) off in lieu as soon as possible  
st  
but before March 1 in each year and the immediate management supervisor will  
endeavour to grant the request where operational requirements permit.  
10.30 Carry Over Bank Holiday Time  
Nurses may be permitted to continuously carry an accumulation of up to 22.5 hours. The  
Employer shall divide the year into four (4) quarters. Banked Holiday Time may be taken  
at a mutually agreed time between the Nurse and Employer. At the end of each quarter,  
the Employer may pay out any unscheduled holiday leave down to 22.5 hours.  
1
0.31 When a Holiday occurs during a period scheduled as approved vacation for a Full-Time  
Nurse, the Full-Time Nurse shall be paid for the holiday from the Nurse’s paid accumulated  
holiday credits. Paid vacation credits shall not be reduced for those hours.  
ARTICLE 11: SENIORITY  
A.  
Seniority  
11.00 (a) Permanent Seniority  
Permanent Seniority shall be the seniority date with which a Nurse was credited  
as an Employee at April 1, 2015 in the Bargaining Unit. Subject to 11.00(c),  
permanent seniority for those hired after April 1, 2015 will be defined as the most  
recent date of hire into a permanent position in the Bargaining Unit.  
(
b)  
Casual Seniority  
Casual Seniority shall be the seniority with which a Nurse was credited as an  
Employee as of April 1, 2015 in the Bargaining Unit plus hours worked on and after  
April 1, 2015. Subject to 11.02(d) Casual Seniority will be defined as the accrual  
62  
of hours worked since the most recent date of hire into a casual position in the  
Bargaining Unit.  
(
c)  
Nurses Seniority shall be transferrable as follows:  
(
i)  
Should a member of any bargaining unit at the NSHA be the successful  
candidate for a permanent position in the NSHA Nursing Bargaining Unit,  
that Nurse shall keep and transfer their seniority to their new Nursing  
Bargaining Unit position at the NSHA.  
(
ii)  
Should a member of any bargaining unit at the IWK be the successful  
external candidate for a permanent position in the NSHA Nursing  
Bargaining Unit, that Nurse shall keep and transfer their seniority to their  
new Nursing Bargaining Unit position at the NSHA.  
(
d)  
Same Date Seniority  
(
i)  
Permanent Nurses  
In the event that two or more Permanent Nurses commence work in the Bargaining  
Unit on the same date, the Nurses’ placement on the Seniority list shall be  
determined by random draw.  
(
ii)  
Casual Nurses  
In the event that a Casual Nurse becomes a Permanent Nurse and the subsequent  
conversion of hours as per Article 11.02 results in the same Seniority date as a  
current Bargaining Unit member(s), the Casual Nurse who has converted his/her  
hours shall be placed on the Seniority list below the other pre-established  
Bargaining Unit member(s) with the same Seniority date.  
(
iii)  
Transfer of Seniority  
In the event that a Nurse who transfers seniority as per Article 11.00(c) has the  
same Seniority date as a current Bargaining Unit member(s), the Nurse who  
63  
transfers shall be placed on the Seniority list below the other pre-established  
Bargaining Unit member(s) with the same seniority date.  
11.01 Seniority Bypass  
Seniority may only be bypassed where the Employer establishes the need for special skills  
and qualifications.  
11.02 Seniority Conversion  
(
a)  
When a Nurse transfers from a permanent position to a casual position, the  
Nurse’s hours worked shall be used to establish Nurse’s accrual of hours for the  
Nurse’s date of hire in the casual position. In no case will any Nurse accrue more  
than 1950 hours seniority per year for the purposes of the above.  
(
(
b)  
c)  
A Casual Nurse while working in a long/short assignment shall have hours worked  
while in the long/short assignment accumulate on the Casual Seniority list.  
A Nurse hired directly to a long/short assignment shall be a Casual Nurse and  
accumulate Casual Seniority for the hours worked in the long/short assignment. In  
the event the Nurse becomes a Casual Nurse and continues in an employment  
relationship at the completion of the long/short assignment the Casual Seniority  
shall continue to accumulate.  
(
d)  
Conversion of Casual Seniority to Permanent Seniority  
When a Nurse transfers from a casual to a permanent position, the Nurse’s Casual  
seniority hours will be divided by 1950 and assigned a calendar value which will  
determine the Nurse’s permanent seniority date, which will be prior to the date of  
hire into a permanent position.  
(
e)  
Seniority will be calculated in the same fashion for Nurses whose full time hours  
are 1820 or 2080 hours per year, except 1820 or 2080 hours will be substituted for  
1950 in the calculations set out herein.  
64  
11.03 Seniority Lists  
(
a)  
The Employer shall post a current Permanent Seniority List for Permanent Nurses  
with separate lists for Registered Nurses (including Nurse Practitioners) and  
(
Licensed Practical Nurses) and a Casual Seniority List for Casual Nurses (with  
separate lists for Registered Nurses (including Nurse Practitioners) and Licensed  
Practical Nurses) annually in February for sixty (60) days and provide a copy to  
the Union.  
(
(
b)  
c)  
Should the Union or any Nurse allege an error in a Seniority List, a written objection  
must be sent to the Employer within sixty (60) days of the date the Seniority List in  
question was first posted by the Employer. All corrected, or final Seniority Lists will  
be provided by the Employer to the Union and shall be deemed to be correct and  
accurate in all respects.  
A Nurse who is absent from work for any part of the sixty (60) day posting period  
shall have thirty (30) days from the date of the Nurse’s return to work to object in  
writing to the seniority date. However, until and unless such written objection is  
received by the Employer, and in any event no later than thirty (30) days from the  
Nurse’s return to work, the posted seniority date for the Nurse will be considered  
to be the Nurse’s seniority date for all purposes.  
(
(
d)  
e)  
A record as to the hours worked by a Casual Nurse shall be maintained by the  
Employer and be made available to a Labour Relations Representative of the  
Union. This record shall constitute the Casual Seniority lists.  
The Permanent Seniority List for Permanent Nurses shall include:  
1
2
)
)
Name  
Appointment designation [ie: FT, PT] [for PT indicate as percentage  
of Full-Time hours]  
3)  
4)  
5)  
Job title  
Work Site(s) and usual Patient Care Unit/or Program (if applicable)  
Seniority Date  
The Casual Seniority List for Casual Nurses shall include:  
65  
1)  
2)  
3)  
4)  
Name  
Job title  
Work Site(s)  
Hours worked in the Bargaining Unit  
11.04 Loss of Seniority and Employment  
A Nurse shall lose both Seniority and employment in the event that:  
(
(
(
(
a)  
b)  
c)  
d)  
The Nurse is discharged for just cause and is not reinstated.  
The Nurse resigns from employment.  
The Nurse retires from employment subject to Article 11.04(f).  
After recall, the Nurse fails to notify the Employer as set out in Article 11.32 unless  
such notice was not reasonably possible.  
(
e)  
f)  
The Nurse is laid-off for more than fifteen (15) months without recall as per Article  
32.18.  
(
A Nurse who retires from employment loses employment and Service, but if within  
six (6) months of the retirement, the Nurse returns to work at the NSHA or IWK the  
Nurse will maintain the Seniority the Nurse had prior to retirement and may  
accumulate additional Seniority on either a Casual or permanent basis depending  
on the status of the appointment after retirement.  
11.05 Temporarily Working in a Position Outside the Bargaining Unit  
(
a)  
A Nurse shall lose Seniority in the event that the Nurse has accepted a temporary  
position with the Employer outside of the Bargaining Unit, or has been granted a  
leave of absence from the Nurse’s Bargaining Unit position to accept a permanent  
position with the Employer and remains outside of the Bargaining Unit for more  
than eighteen (18) months.  
66  
(
b)  
In the event that an appointment to a position, as described in Article 11.05 (a),  
outside the Bargaining Unit is to be longer than specified above, extensions shall  
only be permissible with the agreement of the Bargaining Unit representatives of  
the Zone Labour Management Committee. Such agreement shall not be  
unreasonably denied.  
(
(
c)  
d)  
A Nurse must return to and remain in the Bargaining Unit for a period of at least  
one (1) month before being employed by the Employer in a position outside of the  
Bargaining Unit again or she/he will lose all Seniority held at the time of the  
subsequent transfer.  
In order to maintain and to continue to accrue Seniority under this provision, the  
Nurse must agree to pay Union dues for each month she or he is appointed to a  
position, as described in Article 11.05 (a), with the Employer outside of the  
Bargaining Unit following a period of eighteen (18) months.  
ARTICLE 12: JOB POSTINGS  
12.00 Determining Vacancies  
Where:  
(
(
(
i)  
A permanent vacancy exists; or  
A new position is created; or  
A Long Assignment is created  
ii)  
iii)  
and the Employer determines that the position is to be filled, subject first to the overriding  
duty to accommodate disabled Nurses and then any recall rights under Article 32, a notice  
shall be posted.  
12.01 Job Posting  
(
a)  
When a new permanent position, a permanent vacancy, or a Long Assignment is  
created within the bargaining unit, the Employer shall post an electronic notice of  
67  
such position. In work locations where electronic job postings are not possible or  
practical, a list of job postings will be placed in a visible location.  
(
b)  
(i)  
The posting of a permanent position or vacancy, shall be for a minimum  
of ten (10) calendar days.  
(
ii)  
The posting of a Long Assignment shall be for a minimum of five (5)  
calendar days  
(
(
c)  
d)  
Should a Short Assignment not be able to be filled in accordance with Article  
8.03, the posting of a Short Assignment shall be for a minimum of five (5)  
calendar days.  
3
The notice posted shall indicate:  
(i)  
the classification and work area;  
(ii)  
whether the posting is for a permanent position, or a Long or  
Short Assignment (if necessary);  
(iii)  
the expected duration of the Assignment; and  
(iv)  
whether the appointment is full-time or part-time, and any applicable  
part time designation;  
(
v)  
an overview of the skills, abilities and qualifications required.  
12.02 Should a Long or Short Assignment subsequently become a permanent position, it shall  
be posted and filled in accordance with Article 12.00.  
12.03 If the Employer does not intend to fill a vacancy it shall notify a Representative of the  
Constituent Union.  
12.04 The Employer shall make every effort to maximize the number of Permanent Positions  
and minimize the number of Long/Short Assignments.  
12.05 Notwithstanding Article 38.07, a Nurse filling a Long/Short assignment may apply for or  
commence a Permanent Position.  
68  
12.06 (a)  
A Permanent Nurse who fills any type of Long/Short Assignment shall maintain  
their status and has the right to return to their Permanent Position upon completion  
of the Long/Short Assignment.  
(
b)  
In the event that a Long/Short Assignment is to be extended from the original  
duration as posted, the Nurse filling the position will be given the option of  
remaining for the extended period or returning to her previous position or casual  
status, where applicable, and salary, without loss of Seniority, and any other Nurse  
promoted or transferred because of the re-arrangement of positions shall be  
returned to their former position or Casual status, where applicable, and salary,  
without loss of Seniority.  
(
c)  
In the event a Nurse chooses to return to the Nurse’s previous position or casual  
status, in accordance with Article 12.06 (b) the Nurse may, with mutual agreement,  
continue in the position for a maximum of sixty (60) days, while a replacement is  
found.  
12.07 The Employer shall only consider applications received by Human Resources by the  
closing date and time indicated on the posting.  
12.08 Notification of Successful Applicant  
The name of the successful applicant shall normally be provided to the Union Chairperson  
of Zone Labour Management Committee within fourteen (14) calendar days of the  
appointment to the position.  
12.09 Filling Vacancies  
(
(
a)  
b)  
Subject to the displacement, lay off and recall provisions of this Agreement, in  
determining the successful candidate when filling a Permanent position,  
Permanent Seniority shall be the determining factor where two or more candidates  
are relatively equal in skills, ability and qualifications to perform the required duties  
of the position.  
The job process used by the Employer may result in the awarding of the position  
to the most Senior qualified applicant without an interview being conducted.  
69  
(
(
c)  
d)  
Where two or more candidates are relatively equal, Permanent Seniority takes  
precedence over Casual Seniority.  
Job posting decisions premised on a Casual Nurse’s seniority will be based on the  
Casual Nurse’s seniority on the last day of the pay period prior to the day of the  
posting deadline.  
(
e)  
Only those postings which cannot be filled with a qualified Nurse from the  
Bargaining Unit will be available for filling from outside the Bargaining Unit.  
(f)  
Positions will be awarded to the successful candidate as soon as is reasonably  
possible following the closing date for the job posting.  
12.10 Placement in a New Position  
Should the successful candidate be chosen from the existing staff, the candidate shall  
normally be placed in the new position within sixty (60) days of her or his successful  
appointment or effective date, whichever is later, regardless of her or his current position.  
In the event that the successful candidate is not able to be placed in the new position  
within this sixty (60) day period due to operational requirements, the Nurse shall receive  
th  
the higher rate of pay, if any, for the new position, commencing on the forty-sixth (46 )  
day.  
12.11 Trial Period  
(
a)  
Should the successful candidate be chosen from the existing staff, the candidate  
shall be placed on a trial period for four hundred and ninety-five (495) hours worked  
in the new position. If the Nurse proves unsatisfactory in the new position, or  
chooses to return to the Nurse’s former position or Casual status, where  
applicable, during the aforementioned trial period, the Nurse shall be returned to  
the Nurse’s former position or Casual status, where applicable, and salary, without  
loss of Seniority, and any other Nurse promoted or transferred because of the re-  
arrangement of positions shall be returned to their former position or Casual  
status, where applicable, and salary without loss of Seniority.  
(
b)  
Conditional on satisfactory performance of duties, such trial appointments shall  
become permanent after the period of four hundred and ninety-five (495) hours  
worked. The Employer may not extend the trial period for a period greater than two  
hundred and forty-five (245) hours worked. In such case the Employer will provide  
written notice to the Nurse affected by the extension, a Labour Relations  
70  
Representative of the Union and any other Nurse(s) originally promoted or  
transferred in this appointment process.  
12.12 Unsuccessful Candidate  
An unsuccessful applicant from the Bargaining Unit may, within 10 days of notification of  
the awarding of the position, make a request for an explanation as to why the Nurse was  
not granted the position. The Employer shall provide an explanation to the Nurse as  
soon as practicable after receipt of the request. The time limit for the filing of a grievance  
under Step One of the Grievance Procedure shall run from the date the Nurse receives  
the explanation from the Employer.  
12.13 Grievance/Arbitration  
Notwithstanding any other provision of this Agreement, for the purposes of this Article, a  
Nurse has the right to grieve any filling of a vacancy or Assignment in the Bargaining  
Unit.  
12.14 Conditional Appointment  
Where the Employer deems it necessary to recruit Nurses from within the bargaining unit  
who do not meet the qualifications of the position but are currently enrolled in a program  
leading to meeting the qualifications in a reasonable time period as determined by the  
Employer, such Nurses may be appointed to the position on a training basis with the  
condition that the Nurse obtain the required qualifications within that time period. Failure  
of the Nurse to achieve the required qualifications within the agreed time period or any  
mutually agreed extension to such time period will result in the Nurse being returned to  
their former position or to an equivalent position where their former position is not  
available. Notwithstanding any other provisions of this agreement, the Employer shall not  
be responsible for providing any financial assistance to the Nurse to complete the  
program or obtain qualifications.  
12.15 Multi-Unit/Multi-Site Positions  
(
a)  
The Employer may create Multi-Unit/Multi-Site Positions within the Bargaining Unit  
which will comprise a maximum of three (3) patient care units where a Nurse will  
be regularly assigned. The combination of units created in accordance with this  
Article must be organized within the same service. The units will be identified in  
the job posting.  
71  
(
b)  
For the purposes of Article 12.15 (a), “same service” refers to an established  
division within a healthcare organization that serves an identified patient population  
with similar nursing care needs.  
(
(
(
c)  
d)  
e)  
Multi-Unit/Multi-Site positions in the Halifax Regional Municipality will be within a  
driving distance of fifty (50) km and for all other Multi Unit/Multi Site positions within  
a driving distance of seventy-five (75) km.  
Only Nurses who apply for or seek placement, displacement or recall to a Multi-  
Unit or Multi-Site position can be assigned to work in such a position on a  
permanent basis.  
When posting a Multi-Unit/Multi-Site Position the Employer shall designate the site  
where the Nurse will spend the majority of their work time as the Nurse’s home  
unit for the logistical purposes of:  
(
i)  
Request, approval and scheduling of all time off requests including  
vacation and holidays;  
(
(
ii)  
iii)  
Displacement, layoff and recall; and  
Request and approval of all leaves; and  
(
iv)  
Determining Constituent Union and entitlements that are specific to  
a Constituent Union (e.g. sick leave, retiree benefits)  
(f)  
Travel for Nurses in a Multi-Unit/Multi-Site position shall be reimbursed in  
accordance with the Employer’s travel policy. Time spent travelling between units  
that occurs during a scheduled shift will be considered time worked.  
ARTICLE 13: PREGNANCY, PARENTAL and ADOPTION LEAVE  
13.00 Pregnancy/Birth Leave  
(
(
a)  
b)  
A pregnant Nurse is entitled to an unpaid leave of absence, which when combined  
with parental leave, is a maximum of up to seventy- eight (78) weeks.  
A pregnant Nurse shall, no later than the fifth (5th) month of pregnancy, forward to  
the Employer a written request for pregnancy leave.  
72  
(
(
(
c)  
d)  
e)  
The Employer may, prior to approving such leave, request a certificate from a  
legally qualified medical practitioner stating that the Nurse is pregnant and  
specifying the expected date of delivery.  
Pregnancy leave shall begin on such date as the Nurse determines, but not sooner  
than sixteen (16) weeks preceding the expected date of delivery nor later than the  
date of delivery.  
Pregnancy leave shall end on such date as the Nurse determines, but not later  
than seventy-eight (78) weeks following the date of delivery, nor sooner than one  
(
1) week after the date of delivery.  
13.01 Pregnancy Leave Notice  
(
a)  
A pregnant Nurse shall provide the Employer with at least four (4) weeks notice of  
the date the Nurse intends to begin pregnancy leave. Such notice and start date  
of the leave may be amended:  
(
i)  
by changing the date in the notice to an earlier date for medical reasons as  
verified by the Nurse’s attending physician. In such cases the Nurse will  
provide as much advance notice of the revised start date of the leave as is  
possible; or,  
(
(
ii)  
by changing the date in the notice to an earlier date for personal reasons  
if the notice is amended at least four (4) weeks before the originally  
selected date; or,  
iii)  
by changing the date in the notice to a later date if the notice is amended  
at least four (4) weeks before the original date.  
(
b)  
Where notice as required under Article 13.01(a) is not possible due to  
circumstances beyond the control of the Nurse, the Nurse will provide the  
Employer as much notice as reasonably practicable of the commencement of the  
Nurse’s leave or return to work.  
73  
(
c)  
The Employer shall not terminate the employment of a Nurse because of the  
Nurse’s pregnancy.  
13.02 Pregnancy Leave - Employer Requirement  
The Employer may require a pregnant Nurse to commence a leave of absence without  
pay where the Nurse’s position cannot be reasonably performed by a pregnant woman or  
the performance of the Nurse’s work is materially affected by the pregnancy. Such action  
shall not be taken until the Nurse has been advised of the Employer’s concerns and is  
provided with the opportunity to furnish medical evidence establishing the Nurse’s ability  
to work.  
13.03 Pregnancy Sick Leave  
Leave for illness of a Nurse arising out of or associated with a Nurse’s pregnancy prior to  
the commencement of, or the ending of, pregnancy leave granted in accordance with  
Article 13.00, may be granted sick leave in accordance with the provisions of the  
applicable Sick Leave Appendix.  
APPENDIX “K”  
APPENDIX “L”  
APPENDIX “M”  
NSNU NSHA (former DHAs1-9)  
NSGEU in Central Zone (former DHA 9)  
NSGEU PUBLIC HEALTH, ADDICTION SERVICES and  
CONTINUING CARE in Eastern, Western and Northern Zones  
(former DHAs 1-8)  
APPENDIX “N”  
APPENDIX “O”  
CUPE in Western Zone (former DHAs 1-3)  
Unifor in Eastern Zone (former DHA 8)  
13.04 Pregnancy/Birth Allowance  
(
a)  
A Nurse entitled to pregnancy leave under the provisions of this Agreement, who  
provides the Employer with proof that she has applied for, and is eligible to receive  
employment insurance (E.I.) benefits pursuant to Section 22, Employment  
Insurance Act, S.C. 1996, c.23, shall be paid an allowance in accordance with the  
Supplementary Employment Benefit (S.E.B.).  
74  
(
b)  
In respect to the period of pregnancy leave, payments made according to the  
S.E.B. Plan will consist of the following:  
(
i)  
Where the Nurse is subject to a waiting period of one (1) week before  
receiving E.I. benefits, payments equivalent to seventy-five per cent (75%)  
of her weekly rate of pay for each week of the one (1) week waiting period,  
less any other deductions received by the Nurse during the benefit period;  
(
ii)  
Where the Nurse has served the one (1) week waiting period in Article  
13.04 (b) (i) one (1) additional payment equivalent to the difference between  
the weekly E.I. benefit, the Nurse is eligible to receive and ninety-three  
percent (93%) of their weekly rate of pay, less any other earnings received  
by the Nurse during the benefit period which may result in a decrease in  
the E.I. benefits to which the Nurse would have been eligible if no other  
earnings had been received during that period.  
(
iii)  
Up to a maximum of five (5) additional weeks, payments equivalent to the  
difference between the weekly E.I. benefits the Nurse is eligible to receive  
and ninety-three per cent (93%) of her weekly rate of pay, less any other  
earnings received by the Nurse during the benefit period which may result  
in a decrease in the E.I. benefits to which the Nurse would have been  
eligible if no other earnings had been received during the period.  
(
c)  
For the purpose of this allowance, a Nurse’s weekly rate of pay will be one-half (½)  
the bi-weekly rate of pay to which the Nurse is entitled for her level on the  
increment scale and her position or classification on the day immediately preceding  
the commencement of the pregnancy leave. In the case of a Part-Time Nurse,  
such weekly rate of pay will be multiplied by the fraction obtained from dividing the  
Nurse’s hours paid averaged over the preceding twenty-six (26) weeks by the  
regularly scheduled full-time hours of work for the Nurse’s classification. For the  
purposes of this calculation the hours used for a Part-Time Nurse shall be the  
actual hours paid, or the hours based on the current appointment status of the  
Part-Time Nurse as a percentage of full-time hours, whichever is greater.  
(
(
d)  
e)  
Where a Nurse becomes eligible for a salary increment or pay increase during the  
benefit period, benefits under the S.E.B. plan will be adjusted accordingly.  
The Employer will not reimburse the Nurse for any amount she is required to remit  
to Human Resources Development Canada, where her annual income exceeds  
one and one-half (1½) times the maximum yearly insurable earnings under the  
Employment Insurance Act.  
75  
13.05 Parental and Adoption Leave  
Shall refer to the following leaves which include female biological parents, male biological  
parents, male adoptive parents and female adoptive parents:  
(
a)  
The parental leave of a Nurse who has taken pregnancy/birth leave and whose  
newborn child or children arrive in the Nurse’s home during pregnancy/birth leave,  
(
i)  
shall begin immediately upon the exhaustion of the pregnancy/birth  
allowance without the Nurse’s returning to work; and  
(
(
ii)  
shall end not later than sixty one (61) weeks after the parental leave began  
as determined by the Nurse.  
iii)  
In no case shall the combined pregnancy/birth and parental/adoption  
leaves to which Nurse is entitled exceed a maximum of seventy eight (78)  
weeks.  
(
b)  
The parental leave for a Nurse who becomes a parent of one or more children  
through the birth of the child or children, other than a parent for whom provision is  
made in Article 13.05(a),  
(
(
i)  
shall begin on such date coinciding with or after the birth of the child as the  
Nurse determines; and  
ii)  
shall end not later than seventy eight (78) weeks after the child or children  
first arrive in the Nurse’s home.  
(
c)  
A Nurse who becomes a parent of one or more children through the placement of  
the child or children in the care of the Nurse for the purpose of adoption of the child  
or children is entitled to a leave of absence of up to seventy eight (78) weeks. This  
leave:  
76  
(
(
i)  
shall begin on a date coinciding with the arrival of the child or children in  
the Nurse’s home; and  
ii)  
shall end not later than seventy eight (78) weeks after the leave began.  
13.06 Parental and Adoption Leave Allowance  
(
a)  
A Nurse entitled to parental or adoption leave under the provisions of this  
Agreement, who provides the Employer with proof that she/he has applied for and  
is eligible to receive employment insurance (E. I.) benefits pursuant to the  
Employment Insurance Act, 1996, shall be paid an allowance in accordance with  
the Supplementary Employment Benefit (S.E.B.) Plan.  
(
b)  
In respect to the period of parental or adoption leave, payments made according  
to the S.E.B. Plan will consist of the following:  
(
ii) Where the Nurse is subject to a waiting period of one (1) week before  
receiving E.I. benefits, payments equivalent to seventy-five percent (75%)  
of her/his weekly rate of pay for each week of the one (1) week waiting  
period, less any other earnings received by the Nurse during the benefit  
period;  
(
ii) Where the Nurse has served the one (1) week waiting period in Article  
1
3.06 (b) (i) one (1) additional payment equivalent to the difference between  
the weekly E.I. benefit, the Nurse is eligible to receive and ninety-three  
percent (93%) of their weekly rate of pay, less any other earnings received  
by the Nurse during the benefit period which may result in a decrease in  
the E.I. benefits to which the Nurse would have been eligible if no other  
earnings had been received during that period; and  
(
iii)  
Up to a maximum of ten (10) additional weeks,  
a. where the Nurse is in receipt of Standard E.I. Parental Benefits,  
the payments will be equivalent to the difference between the  
weekly Standard E.I. Parental Benefits the Nurse is eligible to  
receive and ninety-three per cent (93%) of the Nurse’s weekly  
rate of pay;  
77  
b. where the Nurse is in receipt of Extended E.I. Parental Benefits,  
the payments will be equivalent to the difference between the  
Weekly Standard E.I. Benefits the Nurse would have been  
eligible to receive and ninety-three percent (93%) of the Nurse’s  
weekly rate of pay;  
(
(
c)  
d)  
For the purposes of this article, “Standard E.I. Parental Benefits” means the E.I.  
benefits paid to a Nurse who is taking a parental leave of up to thirty-five (35)  
weeks and “Extended E.I. Parental Benefits” means the E.I. benefits paid to a  
Nurse who is taking a parental leave greater than thirty-five (35) weeks.  
For the purposes of this allowance, a Nurse’s weekly rate of pay will be one-half  
(
½) the bi-weekly rate of pay to which the Nurse is entitled for her level on the  
increment scale and her position or classification on the day immediately preceding  
the commencement of the adoption leave. In the case of a Part-Time Nurse, such  
weekly rate of pay will be multiplied by the fraction obtained from dividing the  
Nurse’s hours paid averaged over the preceding twenty-six (26) weeks by the  
regularly scheduled full-time hours of work for the Nurse’s classification. For the  
purposes of this calculation the hours used for a Part-Time Nurse shall be the  
actual hours paid, or the hours based on the current appointment status of the  
Part-Time Nurse as a percentage of full-time hours, whichever is greater.  
(
e)  
f)  
Where a Nurse becomes eligible for a salary increment or pay increase during the  
benefit period, payments under the S.E.B. Plan will be adjusted accordingly.  
(
The Employer will not reimburse the Nurse for any amount she/he is required to  
remit to Human Resources Development Canada where her/his annual income  
exceeds one and one-half (1½) times the maximum yearly insurable earnings  
under the Employment Insurance Act.  
13.07 Pregnancy/Birth and Parental and Adoption Leave Deferral  
If a Nurse is entitled to pregnancy/birth or parental, or adoption leave and the child to  
whom the leave relates is hospitalized for a period exceeding or likely to exceed one (1)  
week, the Nurse is entitled to return to and resume work and defer the unused portion of  
leave until the child is discharged from the hospital, upon giving the Employer reasonable  
notice.  
78  
13.08 Return to Work  
A Nurse on pregnancy/birth or parental, or adoption leave must provide a minimum of four  
4) weeks notice of his or her intended date to return to work, or such shorter period of  
(
notice as mutually agreed between the Employer and the Nurse. When a Permanent  
Nurse reports for work upon the expiration of pregnancy/birth or parental, or adoption  
leave, the Permanent Nurse shall resume work in the position held by the Nurse  
immediately before the leave began or where that position is eliminated in a comparable  
position within the site. When a Casual Nurse reports for work upon the expiration of  
pregnancy/birth or parental, or adoption leave, the Casual Nurse shall return to Casual  
status. A Nurse shall be entitled to the appropriate level on the increment scale and  
benefits, with no loss of benefits accrued to the commencement of the leave.  
13.09 Service and Seniority Continuation  
While on pregnancy/birth or parental, or adoption leave, a Nurse shall continue to accrue  
and accumulate Service and Seniority credits at the same rate as before the leave for the  
duration of the leave and the Nurse’s Service and Seniority shall be deemed to be  
continuous. This provision is not applicable to a Casual Nurse.  
13.10 Group Benefit Plan Continuation  
While a Nurse is on pregnancy/birth or parental, or adoption leave, the Employer shall  
permit the Nurse to continue participation in the Medical, Extended Health, Group Life and  
any other Employee benefit plan including LTD and Pension Plans (subject to the eligibility  
provisions of the Plans) provided the Nurse agrees to pay the Nurse’s share of the benefit  
premium contribution.  
In this circumstance, the Employer shall continue to pay the Employer share of the  
premium contribution for the seven (7) week period of the Pregnancy/Birth Leave and/or  
the ten (10) week period of the Parental or Adoption Leave. In no case will the Employer  
be responsible for cost-sharing of premiums beyond seventeen (17) weeks.  
Following this period, the Nurse shall be responsible to pay both the Employer and the  
Nurse’s shares of the premium costs to maintaining such coverage for the remainder of  
the Leave of Absence.  
79  
The Employer shall notify the Nurse of the option and the date beyond which the option  
referred to in this Article may no longer be exercised at least ten (10) days prior to the last  
day on which the option could be exercised to avoid an interruption of benefits.  
Where the Nurse opts in writing to maintain the benefit plans referred to in this Article, the  
Nurse shall enter into an arrangement with the Employer to pay the cost required to  
maintain the benefit plans, including the Employer’s share thereof, and the Employer shall  
process the documentation and payments as arranged.  
13.11 Special Leave – Birth  
Where a Nurse’s spouse gives birth to a child, the Nurse shall be granted special leave  
without loss of regular pay up to a maximum of fifteen (15) scheduled hours during the  
confinement of the mother. This leave may be divided into periods and granted on  
separate days.  
13.12 Special Leave – Adopted Child  
Special leave with pay up to a maximum of fifteen (15) scheduled hours shall be granted  
to a Nurse when an adopted child arrives in the Nurse’s home. This leave may be divided  
into periods and granted on separate days.  
13.13 Bridging of Service  
A Permanent Nurse with more than three (3) years Service may terminate her or his  
employment as a result of a decision to raise a child and if re-employed with the Employer  
shall retain Service recognition provided that:  
(
(
a)  
b)  
The Nurse must advise the Employer in writing that the reason for the termination  
of employment is to raise a child.  
If the Nurse is re-employed as a Permanent Nurse within two (2) years of her or  
his termination date, she or he will have the previous Service with the Employer  
recognized as at the date of termination for the purposes of placement on the  
80  
appropriate level on the increment scale as set out in Article 8.00 and vacation  
accrual rate as set out in Article 10.00.  
(
(
c)  
d)  
No Service, Seniority, or benefits will accumulate during the period of termination  
to raise a child. Seniority shall be counted up to the leave and after the leave.  
The Nurse cannot have been employed by any other employer for anytime during  
this period. If so employed the Nurse shall not be entitled to the benefits of this  
provision.  
ARTICLE 14: GRIEVANCE AND ARBITRATION PROCEDURE  
4.00 Grievances  
1
(
a)  
A Nurse(s) who feels treated unjustly or feels aggrieved by any action or lack  
of action by the Employer shall first discuss the matter with the Nurse’s  
immediate management supervisor no later than twenty-five (25) days after the  
date on which the Nurse became aware of the action or circumstance. The  
Nurse(s) may have a Steward present if so desired.  
(b)  
(c)  
(d)  
The supervisor shall answer the dispute within five (5) days of the discussions  
unless the Union agrees to extend this time limit.  
When any dispute cannot be settled by the foregoing informal procedure, it shall  
be deemed to be a "grievance" and the supervisor shall be notified accordingly.  
In each of the following steps of the grievance procedure, a meeting or meetings  
with the Union representative named in the grievance and the Employer’s  
designated representative, shall be arranged at the earliest mutually agreeable  
time, and not later than the time limit provided for in the applicable step of the  
grievance procedure, if requested by either party. Where a meeting or  
meetings are not requested by either party, the Employer shall provide a  
response to the grievance, as outlined in the grievance procedure below.  
81  
14.01 Union Approval  
Where the grievance relates to the interpretation or application of this Collective  
Agreement, the Nurse is not entitled to present the grievance unless the Nurse  
has the approval in writing of the Union or is represented by the Union.  
14.02 Grievance Procedure:  
The following grievance procedure shall apply:  
Step 1  
If the Nurse(s) or the Union is not satisfied with the decision of the immediate  
management supervisor, the Nurse(s) may within ten (10) days of having received  
the supervisor's answer, present the grievance in writing to the supervisor. Failing  
satisfactory settlement within five (5) days from the date on which the grievance  
was submitted at Step 1 of the grievance procedure, the grievance may be submitted  
to Step 2.  
Step 2  
Within five (5) days from the expiration of the five (5) day period referred to in Step  
1, the grievance may be submitted in writing either by personal service or by registered  
or certified mail to Employer’s designate at Step 2 of the grievance procedure.  
Failing satisfactory settlement within ten (10) days from the date on which the  
grievance was received at Step 2, the grievance may be submitted to Step 3.  
Step 3  
Within five (5) days from the expiration of the ten (10) day period referred to in Step 2, the  
grievance may be submitted in writing to the Employer’s Senior Director or Executive  
Director for the area in which the grievance arose accompanied by any proposed  
settlement of the grievance and any replies at Step 1 and Step 2. The Senior Director or  
Executive Director for the area in which the grievance arose shall attend, either in person  
or electronically, at the grievance meeting, unless mutually agreed otherwise, and  
shall reply to the grievance in writing within fifteen (15) days from the date the  
grievance was submitted to Step 3.  
14.03 Grievance Mediation  
Where the parties have been unsuccessful in resolving the matter through the  
grievance procedure, the parties may jointly submit the matter to the Department of  
Labour and Advanced Education’s Grievance Mediation Program or such other  
82  
mediation option as is agreeable to the parties. It is understood that grievance  
mediation is a voluntary program and that arbitration remains an option should the  
grievance remain unresolved after grievance mediation.  
1
1
1
4.04 Union Referral to Arbitration  
Failing satisfactory settlement at Step 3 or upon expiration of the fifteen (15) day period  
referred to in Step 3 of the grievance procedure, the Union may refer the grievance  
to arbitration under Article 14.12.  
4.05 Union Representation  
In any case where the Nurse(s) presents their grievance in person or in any case in which  
a hearing is held on a grievance at any level, the Nurse(s) shall be accompanied by a  
representative of the Union.  
4.06 Time Limits  
In determining the time in which anystep under the foregoing proceedings or under Article  
14.12 is to be taken, Saturdays, Sundays, and recognized holidays shall be excluded.  
14.07 Amending of Time Limits  
The time limits set out in the grievance procedure or under Article 14.12 may be extended  
by mutual consent of the parties to this Agreement.  
14.08 Termination of Employment  
A Nurse who has been dismissed, may file a grievance, supported by the Union at Step 3  
of the process to the Senior Director or Executive Director within ten (10) working days of  
the notification to a Representative of the Union of the dismissal.  
14.09 Policy Grievance  
Where either party disputes the general application or interpretation of this Agreement,  
the dispute may be discussed with the Employer’s Vice-President responsible for  
Human Resources, or such person designated by that individual, or the Union, as the  
case may be. Where no satisfactory agreement is reached, the dispute may be  
resolved pursuant to Article 14.12. This section shall not apply in cases of individual  
83  
grievances.  
14.10 Sexual Harassment and Personal Harassment  
Cases of sexual harassment and personal harassment as defined by the protected  
characteristics set out in Article 18 shall be considered as discrimination and a matter for  
grievance and arbitration. Such grievances may be filed by the aggrieved Nurse and/or  
the Union at Step 3 of the grievance procedure and shall be treated in strict confidence  
by both the Union and the Employer.  
14.11 Pre-Hearing Disclosure  
The Arbitrator or Arbitration Board has the power to order pre-hearing disclosure of  
relevant documents at the request of one party to the Arbitration with notice to the other  
affected party.  
14.12 Notification of Referral to Arbitration  
Either of the parties may, after exhausting the grievance procedure, notify the other  
party within ninety (90) days of the receipt of the reply at Step 3 or such reply being  
due, of its desire to refer the grievance to arbitration pursuant to the provisions of the  
Trade Union Act and this Agreement.  
14.13 Referral to Arbitration  
Such notification shall specify the party’s choice of whether it wishes to utilize the  
regular arbitration procedure or the expedited arbitration procedure, as provided for  
within this Article. In the event that a grievance is submitted to the regular arbitration  
process, it shall be heard by a single arbitrator, unless either party requests that it be  
heard by a three-member arbitration board.  
14.14 Relief Against Time Limits  
The time limit for the initial submission of the written grievance under Article 14.02  
is mandatory. Subsequent time limits are directory and the arbitration board or single  
arbitrator shall be able to overrule a preliminary objection that the time limits are missed  
from Step 2 onward, providing that the board or arbitrator is satisfied that the grievance  
has been handled with reasonable dispatch and the Employer’s position is not  
significantly prejudiced by the delay.  
14.15 Regular Arbitration Procedure  
84  
(
a)  
Single Arbitrator  
If the grievance is to be heard by a single arbitrator and the Union and the  
Employer fail to agree upon the appointment of the arbitrator within five (5) days of  
notice of arbitration in accordance with Article 14.12, the appointment shall be made by  
the Minister of Labour for Nova Scotia.  
(
b)  
Arbitration Board  
If the grievance is to be heard by a three-member arbitration board, the Union and the  
Employer shall each appoint a member of the arbitration board within five (5) days of  
notice of arbitration in accordance with Article 14.12. Should the appointed members  
fail to agree upon the appointment of a chair within five (5) days of their appointment,  
the Minister of Labour for Nova Scotia shall appoint the chair.  
(
c)  
Arbitration Procedure  
The arbitration board or single arbitrator shall render a decision in as short a time as  
possible. With due regard to the wishes of the parties, the decision shall, in the normal  
course be handed down within a maximum of fourteen (14) days from the appointment  
of the chair or single arbitrator.  
14.16 Expedited Arbitration Procedure  
(
a)  
Eligibility For Utilization  
By mutual agreement, the parties may agree to have any grievance referred to  
expedited arbitration in accordance with the procedures set out herein.  
(
b)  
Rules of Procedure  
By referring any specific grievance to be dealt with in the expedited arbitration  
procedure it is understood and agreed that the matter is to be dealt with in accordance  
with the Rules of Procedure attached to this Agreement as Appendix “R”.  
14.17 Arbitration Award  
All arbitration awards shall be final and binding as provided by Section 42 of the Trade  
Union Act. An arbitrator may not alter, modify or amend any part of this Agreement, but  
shall have the power to modify or set aside any unjust penalty of discharge, suspension  
85  
or discipline imposed by the Employer on a Nurse.  
14.18 Arbitration Expenses  
Each party shall pay the fees and expenses of its appointed member and one-half the  
fees and expenses of the chair or single arbitrator.  
ARTICLE 15: STAFF DEVELOPMENT  
15.00 Letter of Appointment  
A Nurse, upon hiring or change of status, shall be provided with an electronic  
statement of the Nurse’s classification and employment status, including designation  
as to the percentage of full-time hours, and pay scale applicable to the Nurse’s position.  
A Nurse may request a paper copy in the event the Nurse does not have regular computer  
access.  
15.01 Position Descriptions  
(
(
a)  
b)  
A Nurse shall have access to a copy of her or his current position descriptions.  
Copies of all current position descriptions shall be forwarded to the Union upon  
signing of this agreement. Thereafter, all new and revised position descriptions  
shall be provided to the Union within fifteen (15) days of revision.  
15.02 Orientation  
The Employer shall provide planned and paid Orientation Programs of such content and  
duration as it deems appropriate taking into consideration the needs of the Employer and  
the Nurses involved.  
Such Nurses will not be considered part of core staffing during their Orientation Program  
nor will they be provided with primary assignments.  
86  
15.03 Voluntary Continuous Learning  
(
a)  
The Employer and the Nurses recognize the importance of continuous learning  
and to that end, education programs shall be identified by the Employer in  
consultation with the Nurses and the Nurses will make every reasonable attempt  
to participate in these voluntary education programs.  
(
b)  
The Employer will arrange for the presentation of the voluntary education programs  
in such a way as to maximize availability to the Nurses and minimize cost and  
disruption to the Nurse and the Employer.  
ARTICLE 16: HEALTH AND SAFETY  
16.00 Health and Safety Provisions  
The Employer shall continue to make and enforce provisions for the  
occupational  
health, safety, and security of Nurses. The Employer will respond to suggestions on  
the subject from the Union and the parties undertake to consult with a view to adopting  
and expeditiously carrying out reasonable procedures and techniques designed or  
intended to prevent or reduce the risk of employment injury and employment-related  
chronic illness.  
16.01 Occupational Health and Safety Act  
The Employer, the Union, and the Nurses recognize they are bound by the provisions of  
the Occupational Health and Safety Act, S.N.S. 1996, c.7, and appropriate federal acts  
and regulations. Any breach of these obligations may be grieved pursuant to this  
Agreement.  
16.02 Joint Occupational Health and Safety Committee  
(
(
a)  
b)  
The Employer shall establish and maintain one (or more) Joint Occupational  
Health and Safety Committee(s) as provided for in the Occupational Health and  
Safety Act.  
The committee(s) shall consist of such number of persons as may be agreed to  
by the Employer and the Union.  
87  
(
c)  
At least one-half of the members of the committee shall be Nurses at the  
workplace who are not connected with the management of the workplace and  
the Employer may choose up to one-half of the members of the committee  
if the Employer wishes to do so.  
(
(
d)  
e)  
The Nurses on the committee are to be determined by the Nurses they  
represent or designated by the Union that represents the Nurses.  
The committee shall meet at least once each month unless:  
(
(
i)  
ii)  
a different frequency is prescribed by the regulation; or  
the committee alters the required frequency of meetings in its rules  
of procedure.  
(f)  
Where the committee alters the required frequency of meetings by its rules  
of procedure and the Director of Occupational Health and Safety Division of  
the Nova Scotia Department of Labour (hereinafter in this Article referred to as  
the “Director”) is not satisfied that the frequency of meetings is sufficient to  
enable the committee to effectively perform its functions, the frequency of the  
meetings shall be as determined by the Director.  
(g)  
A Nurse who is a member of the committee is entitled to such time off from work  
as is necessary to attend meetings of the committee, to take any training  
prescribed by the regulations and to carry out the Nurse’s functions as a  
member of the committee, and such time off is deemed to be work time for which  
the Nurse shall be paid by the Employer at the applicable rate.  
(
(
h)  
i)  
The committee shall establish its own rules of procedure and shall adhere to  
the applicable regulations.  
Unless the committee determines another arrangement for chairing the  
committee in its rules of procedure, two of the members of the committee shall  
co-chair the committee, one of whom shall be selected by the members who  
represent Nurses and the other of whom shall be selected by the other members.  
(j)  
The rules of procedure established pursuant to Article 16.02 (h) shall include  
an annual determination of the method of selecting the person or persons who  
shall:  
(
(
i)  
ii)  
chair the committee; and  
hold the position of the chair for the coming year.  
(k)  
Where agreement is not reached on:  
88  
(
(
(
i)  
ii)  
iii)  
the size of the committee;  
the designation of Nurses to be members; or  
rules of procedure;  
the Director shall determine the matter.  
(
l)  
It is the function of the committee to involve the Employer and Nurses together  
in occupational health and safety in the workplace, and without restricting the  
generality of the foregoing, includes:  
(
(
(
(
i)  
the cooperative identification of hazards to health and safety and effective  
system to respond to the hazards;  
ii)  
iii)  
iv)  
the cooperative auditing of compliance with health and  
safety requirements in the workplace;  
receipt, investigation, and prompt disposition of matters and complaints  
with respect to workplace health and safety;  
participation in inspections, inquiries and investigations concerning the  
occupational health and safety of the Nurses and, in particular,  
participation in an inspection referred to in Section 50 of the Occupational  
Health and Safety Act;  
(
(
v)  
advising on individual protective devices, equipment, and clothing that,  
complying with the Occupational Health and Safety Act and the  
Regulations, are best adapted to the needs of the Nurses;  
vi)  
advising the Employer regarding a policy or program required pursuant  
to the Occupational Health and Safety Act or the Regulations and  
making recommendations to the Employer, the Nurses, and any person  
for the improvement of the health and safety of persons at the workplace;  
(
(
vii)  
maintaining records and minutes of committee meetings in a form and  
manner approved by the Director and providing committee members with  
a copy of these minutes and providing an officer with a copy of these  
records or minutes on request. Both chairpersons will sign the minutes  
unless there is a dispute over their contents, in which case the dissenting  
co-chairperson will indicate in writing the source of this disagreement; and  
viii) performing any other duties assigned to it:  
89  
(
(
1)  
2)  
by the Director;  
by agreement between the Employer and the Nurses or the  
Union; or  
(
3)  
as are established by the Regulations of the Occupational  
Health and Safety Act.  
16.03 Right to Refuse Work and Consequences of Refusal  
(
a)  
Any Nurse may refuse to do any act at the Nurse’s place of employment where  
the Nurse has reasonable grounds for believing that the act is likely to endanger  
the Nurse’s health or safety or the health or safety of any other person until:  
(
(
(
i)  
the Employer has taken remedial action to the satisfaction of the  
Nurse;  
ii)  
iii)  
the committee has investigated the matter and unanimously advised  
the Nurse to return to work; or  
an officer appointed under the Occupational Health and Safety Act has  
investigated the matter and has advised the Nurse to return to work.  
(
b)  
Where a Nurse exercises the Nurse’s right to refuse to work pursuant to Article  
6.03(a), the Nurse shall:  
1
(
(
i)  
immediately report it to the supervisor;  
ii)  
where the matter is not remedied to the Nurse’s satisfaction, report it to  
the committee or the representative, if any; and  
(
iii)  
where the matter is not remedied to the Nurse’s satisfaction after the  
Nurse has reported pursuant to Article 16.03(b)(i) and (ii), report it to the  
Occupational Health and Safety Division of the Department of Labour.  
(
c)  
At the option of the Nurse, the Nurse who refuses to do any act pursuant to  
Article 16.03(a) may accompany an Occupational Health and Safety officer or  
the committee or representative, if any, on a physical inspection of the workplace,  
or part thereof, being carried out for the purpose of ensuring others understand  
90  
the reasons for the refusal.  
(
d)  
Notwithstanding Subsection 50 (8) of the Occupational Health and Safety Act, a  
Nurse who accompanies an Occupational Health and Safety officer of the  
Department of Labour, the committee or a representative, as provided in Article  
16.03(c), shall be compensated in accordance with Article 16.03(g), but the  
compensation shall not exceed that which would otherwise have been payable  
for the Nurse’s regular or scheduled working hours.  
(
(
(
e)  
Subject to this Agreement, and Article 16.03(c), where a Nurse refuses to do work  
pursuant to Article 16.03(a), the Employer may reassign the Nurse to other  
work and the Nurse shall accept the reassignment until the Nurse is able to  
return to work pursuant to Article 16.03(a).  
f)  
Where a Nurse is reassigned to other work pursuant to Article 16.03 (e), the  
Employer shall pay the Nurse the same wages or salary and grant the Nurse  
the same benefits as would have been received had the Nurse continued  
in the Nurse’s normal work.  
g)  
Where a Nurse has refused to work pursuant to Article 16.03(a) and has not  
been reassigned to other work pursuant to Article 16.03 (e), the Employer shall,  
until Article 16.03 (a)(i), (ii) or (iii) is met, pay the Nurse the same wages or  
salary and grant the Nurse the same benefits as would have been received had  
the Nurse continued to work.  
(
(
h)  
i)  
A reassignment of work pursuant to Article 16.03(e) is not a discriminatory act  
pursuant to Section 45 of the Occupational Health and Safety Act.  
A Nurse may not, pursuant to this Article, refuse to use or operate a machine or  
thing or to work in a place where:  
(
(
i)  
the refusal puts the life, health or safety of another person directly  
in danger; or  
ii)  
the danger referred to in Article 16.03 (a) is inherent in the work of the  
Nurse.  
91  
16.04 Restriction on Assignment of Work Where Refusal  
Where a Nurse exercises the Nurse’s right to refuse to work pursuant to Article 16.03(a),  
no Nurse shall be assigned to do that work until the matter has been dealt with under  
that Article, unless the Nurse to be so assigned has been advised of:  
(
(
(
a)  
b)  
c)  
the refusal by another Nurse;  
the reason for the refusal; and  
the Nurse’s rights pursuant to Article 16.03.  
16.05 First-Aid Kits  
The Employer shall provide an area, equipped with a first-aid kit, for the use  
of Nurses taken ill during working hours.  
16.06 Protection of Pregnant Nurses  
A pregnant Nurse who works with machinery or equipment which may pose a threat to  
the health of either the pregnant Nurse or her unborn child, may request a job  
reassignment for that period by forwarding a written request to the Nurse’s  
immediate management supervisor along with a satisfactory certificate from a duly  
qualified medical practitioner justifying the need for such reassignment. Upon receipt of  
the request, the Employer, where possible, will reassign the pregnant Nurse to an  
alternate position and/or classification or to alternate duties with the Employer.  
16.07 Protective Clothing  
Where conditions of employment are such that a Nurse’s clothing may be contaminated,  
or where a Nurse’s clothing may be damaged, the Employer shall provide protective  
clothing (smocks, coveralls, lab coats, or similar overdress) and shall pay for their  
laundering.  
16.08 Nurse Safety and Security Measures  
(
(
a)  
b)  
No form of abuse of a Nurse will be condoned. Every reasonable effort will be  
made to rectify an abusive situation.  
The Employer shall provide security measures at the Emergency Department  
during the evening, night and weekend shifts.  
92  
(
c)  
Further, no Nurse shall be assigned to work without another Nurse or employee  
present in the Work Site. This provision is not applicable to a Primary Health Care  
Nurse Practitioner. However, the Parties recognize the importance of on the job  
safety. All Primary Health Care Nurse Practitioners are encouraged to bring any  
safety and/or security issues to the attention of the Employer and, if not resolved,  
to the Joint Occupational Health and Safety Committee.  
ARTICLE 17: WORKLOAD  
17.00 (a)  
The Employer agrees to make every effort to maintain or improve safe standards  
of patient care.  
(
b)  
Nurses assess acuity and status of their patient assignments.  
17.01 (a)  
A Nurse who believes that adequate and safe care of patients cannot be provided  
because of that Nurse’s workload, shall bring the matter to the attention of the  
immediate Supervisor, or where appropriate, the Supervisor’s Designate. If the  
matter is not satisfactorily resolved, the Nurse may file a written report (Clinical  
Capacity Report) which is attached at Appendix “F” which shall be submitted to the  
Nurse’s Manager within 72 hours of the Nurse identifying the concern.  
The Manager will meet with the Nurse to discuss the matter within five (5) working  
days of receiving the Clinical Capacity Report. The Manager will provide a written  
response (Clinical Capacity Follow-up Report) to the Nurse within ten (10) working  
days of receiving the Nurse’s Report.  
After full completion, the form shall be distributed to the listed parties.  
(
(
b)  
c)  
Failing resolution of the complaint by the Manager, the Nurse may then refer the  
matter to the Zone Labour Management Committee as set out in Article 28.  
The Zone Labour Management Committee shall meet as soon as possible to hear  
and attempt to resolve the complaint to the satisfaction of both Parties. The ZLMC  
shall provide a written response to the Nurse within ten (10) working days of the  
meeting.  
93  
(
(
d)  
e)  
Where the matter is not satisfactorily resolved under (c) above, or the ZLMC has  
received more than ten (10) Clinical Capacity Reports related to separate incidents  
from a unit in one month, a report with a recommendation shall be forwarded by  
the Zone Labour Management Committee to the Employer’s senior management  
team. The CEO/designate shall provide a written response as quickly as possible.  
If the response of the CEO/Designate is not satisfactory to the ZLMC, the matter  
shall be referred to an Independent Assessment Committee (I.A.C.) comprised of  
equal members from the Employer and the Union.  
The I.A.C. will review the matter and make recommendations to the Employer,  
copied to the Union.  
ARTICLE 18: PROHIBITION OF DISCRIMINATION  
1
8.00 The Employer and the Union agree that all Nurses will be protected against discrimination  
respecting their human rights and employment in all matters including age, race, colour,  
religion, creed, sex, sexual orientation, pregnancy, physical disability, mental disability,  
illness or disease, ethnic, national or aboriginal origin, family status, marital status, source  
of income, political belief, affiliation or activity, membership in a professional association,  
business or trade association, Employers' organization or Employees' organization,  
physical appearance, residence, or, the association with others similarly protected, or any  
other prohibition of the Human Rights Act of Nova Scotia.  
1
8.01 The Employer and the Union recognize their respective obligations to accommodate a  
disabled Nurse to the point where it is impossible to do so without undue hardship. A  
disabled Nurse has a duty to cooperate and assist the Employer and the Union in  
developing a suitable accommodation.  
ARTICLE 19: RETIREMENT ALLOWANCE  
94  
1
9.00 A Nurse who retires because of age, or mental or physical incapacity, in accordance with  
the terms of the Canada Pension Plan or the NSHEPP Pension or the Provincial or Federal  
Superannuation Pension Plan, shall be granted a Retirement Allowance the equivalent of  
one (1) week of pay for each complete year of Service (as defined in Article 4.24) to a  
maximum of twenty-six (26) weeks pay.  
1
9.01 The hourly rate which shall be used to calculate the amount of Retirement Allowance in  
accordance with this Article shall be the highest regular hourly rate of the regular  
classification held by the Nurse prior to the termination of employment. In the event of the  
death of a Nurse, the retirement allowance shall be calculated as if he/she had retired on  
his/her date of death and it shall be paid:  
(
(
a)  
b)  
To the Nurse’s named beneficiary or beneficiaries under the Group Life Insurance  
plan; or  
To his/her estate if there is no such beneficiary.  
1
9.02 A complete year shall mean 1950 regular hours paid. Nurses working less than Full-Time  
during their employment shall have their retirement allowance calculated in accordance  
with Article 19.00. However, years of service for the purpose of this calculation only, will  
be deemed to be to the total of the regular hours paid during their employment divided by  
1950. Only completed years will be used to determine the Retirement Allowance. If the  
Nurse is working 70 hours bi-weekly the completed year shall be 1820.  
1
1
1
9.03 Full-Time Nurses who were under the Civil Service prior to the amalgamation and who  
remained with the superannuation pension plan, shall remain in the Plan until retirement  
or voluntary withdrawal or upon leaving their Full-Time employment with the Employer.  
9.04 The Employer shall request on an annual basis that representatives of the applicable  
Pension Plan are available in person or through alternative communication methods for  
Nurses to obtain information about the terms of the Pension Plan.  
9.05 Work After Retirement  
The Employer shall advise all Nurses who are seeking retirement about the possibility of  
returning to work as a Casual Nurse or a permanent Part-Time Nurse while at the same  
95  
time being in receipt of pension benefits in accordance with the provisions of the applicable  
Pension Plan.  
19.06 Nurse Retention Bonus  
The Employer will provide a Retention Bonus to eligible Nurses who agree to remain  
employed for the following twelve (12) months. The Retention Bonus shall be equal to two  
percent (2%) of the gross annual base earnings (exclusive of any premiums). The  
Retention Bonus will be paid following the completion of the twelve (12) month  
employment period. To be eligible a Nurse must be able to retire with an unreduced  
pension under the terms of the NSHEPP Pension Plan or the Provincial or Federal  
Superannuation Pension. The Nurse must apply in writing to participate in the Retention  
Bonus. A Nurse may apply for and participate in second and subsequent years.  
19.07 Retiree Recruitment Incentive  
The Employer will provide a Recruitment Incentive of $500 per year to any retired Nurse  
who, after retirement, agrees to return to work for at least twenty-four (24) “relief” shifts in  
a 12 month period. The Casual Nurse must re-apply in writing in order to participate in  
the Incentive. The $500 will be paid to the Nurse after the completion of the minimum  
twenty-four (24) “relief” shifts. For clarity, the “relief” shifts must be shifts worked on a  
casual basis and does not include any “relief” shifts worked while holding a regular or  
temporary position with the Employer.  
19.08 Retiree Benefits  
Retired Nurses shall receive retiree benefits in accordance with the provisions established  
for their work location under the predecessor collective agreements entered into between  
the Predecessor Employers and the Constituent Unions of the Council.  
19.09 Public Services Sustainability (2015) Act  
(
(
a)  
b)  
Notwithstanding Article 19.00, the Public Services Sustainability (2015) Act  
requires the Employer to freeze the years of service used to calculate the amount  
of the Retirement Allowance, which shall be the years up to March 31, 2015.  
Nurses will have the option to obtain an early payout of their Retirement Allowance  
accrued up to March 31, 2015, or receive payout on death or retirement in  
accordance with the provisions of the collective agreement which applied to them  
as of March 31, 2015. If Nurses receive an early payout, the salary used to  
calculate the amount of the Retirement Allowance shall be the salary at October  
96  
31, 2017. Otherwise, the salary will be based on the salary the Nurse is receiving  
at retirement or death. Nurses who wish to choose an early payout must opt to do  
so, in writing to the Employer, no later than one month after the Employer sends  
them notice of their eligibility for an early payout.  
ARTICLE 20: SICK LEAVE and LONG TERM DISABILITY  
20.00 Present Sick Benefits Continued  
Appendix A to the Mediation/Arbitration Agreement provides in part as follows:  
The parties agree that in the event they are unable to agree on terms for  
sick benefits and retiree benefits for Employees, the mediator/arbitrator  
shall award income protection for Employees who are unable to perform  
their duties of illness or injury and retiree benefits on the following basis:  
STATUS QUO for sick benefits and retiree benefits:  
a) “Employees who are unable to perform their duties because of illness or injury  
shall be granted sick leave with pay or general leave for sickness and short-  
term illness benefits in accordance with the provisions established for their  
work location under the predecessor collective agreements entered into  
between the District Health Authorities or IWK with the constituent Unions of  
the Councils.”  
Accordingly, the income protection for Nurses who are unable to perform their duties  
because of illness or injury are contained in the following:  
APPENDIX “K”  
APPENDIX “L”  
APPENDIX “M”  
NSNU NSHA (former DHA 1-9)  
NSGEU in Central Zone (former DHA 9)  
NSGEU PUBLIC HEALTH, ADDICTION SERVICES and  
CONTINUING CARE in Eastern, Western and Northern Zones  
(former DHAs 1-8)  
APPENDIX “N”  
APPENDIX “O”  
CUPE in Western Zone (former DHAs 1-3)  
Unifor in Eastern Zone (former DHA 8)  
97  
ARTICLE 21: SUCCESSOR RIGHTS  
2
1.00 The provisions of Section 31 of the Trade Union Act of Nova Scotia shall apply where the  
employer sells or transfers its business or part of its business and the employer shall make  
best efforts:  
(
(
a)  
b)  
to continue the employment of all Nurses in the Bargaining Unit with the successor  
employer without break or interruption;  
to have all periods of employment recognized as Service with the successor  
employer and for all purposes to have Seniority rights of Nurses preserved and  
continued unaffected by the transfer or sale;  
(
(
c)  
d)  
to have the successor employer bound by all accrued rights or other rights of  
Nurses arising under the Agreement prior to the sale or transfer;  
to have the Collective Agreement continue in force.  
2
1.01 In the event any services are transferred from one employer to another employer and such  
a transfer of services is not subject to the Transfer of Business and Successor Rights  
provisions of the Trade Union Act of Nova Scotia; the employer, the successor employer  
and the Union will meet on behalf of the affected Nurses to provide information as to the  
impact of the transfer or sale on such Nurses.  
ARTICLE 22: TERMINATION OF EMPLOYMENT  
A. RESIGNATION  
22.00 Notice of Resignation  
(
a)  
If a Nurse desires to terminate employment, the Nurse shall endeavour to forward  
a letter of resignation to the Employer four (4) weeks prior to the effective date of  
termination, and in any event, not less than two (2) weeks prior to the effective  
date of termination, provided however the Employer may accept a shorter period  
of notice.  
(
b)  
When a Nurse resigns, is discharged, retires or dies, the Nurse or the estate shall  
98  
receive payment in proportion to any unused vacation leave credits, holiday leave  
credits and overtime lieu time credits, computed as of the last day of employment.  
The Employer is entitled to withhold any monies owed to the Employer from any  
accrued benefits.  
22.01 Absence Without Permission  
(
(
a)  
b)  
A Nurse who is absent from employment without permission for ten (10)  
consecutive days, shall be deemed to have resigned the Nurse’s position  
effective the first day of the absence.  
The Nurse may be reinstated if the Nurse establishes to the satisfaction of the  
Employer, that the absence arose from a cause beyond the Nurse’s control and  
it was not possible for the Nurse to notify the Employer of the reason for the  
absence.  
22.02 Acknowledgment of Letters of Resignation  
Receipt of letters of resignation shall be acknowledged by the Employer in writing.  
22.03 Withdrawal of Resignation  
A Nurse who has terminated employment through resignation, may withdraw the  
resignation within three (3) days of the time it was submitted to the Employer.  
22.04 Just Cause  
A Nurse who has completed the probationary period may be disciplined or dismissed, but  
only for just cause except that a Casual Nurse may also be dismissed where the Employer  
determines there is a lack of work or an unreasonable lack of availability on the part of the  
Casual Nurse.  
B.  
DISCIPLINE  
22.05 (a)  
If a Nurse is disciplined by the Employer, the Nurse shall be advised  
in writing of the reason(s) for the disciplinary action.  
(
b)  
If the Nurse is to be suspended or dismissed for cause by the Employer, the Nurse,  
a Labour Relations Representative of the Union and the President of the Local  
Union shall be advised in writing of the reason(s) for the action.  
99  
(
c)  
The discontinuance of the assignment of shifts to a Casual Nurse shall not be  
deemed disciplinary.  
22.06 (a)  
Should the Employer determine that a Nurse is to be advised in person of a  
disciplinary action (not including a suspension or termination) then the Nurse may  
have a representative of the Local Union present.  
(
(
(
(
b)  
c)  
d)  
e)  
The Employer will give the Nurse and a representative of the Local Union  
reasonable advance notice of the meeting.  
The Employer will be notified prior to the meeting, of the Nurse’s intention to be  
accompanied by a representative of the Local Union.  
Where circumstances warrant an immediate meeting, the meeting may proceed  
should a representative from the Local Union not be readily available.  
In the case of a suspension or termination, the Nurse may elect to have a  
representative of the Union present provided it is in accordance with the above  
noted process and corresponding stipulations.  
Disciplinary Record  
2
2.07 A Nurse who has been subject to disciplinary action other than suspension may, after  
twenty-four (24) months of continuous service from the date the disciplinary measure was  
invoked, request in writing that the performance file be cleared of any record of the  
disciplinary action. Such request shall be granted provided the Nurse’s file does not  
contain any further record of disciplinary action during the twenty-four (24) month period,  
of which the Nurse is aware. The Employer shall confirm in writing to the Nurse that such  
action has been effected.  
2
2.08 A Nurse who has been subject to a period of paid or unpaid suspension, may after five (5)  
years of continuous Service from the date of the suspension request in writing that the  
performance file be cleared of any record of suspension. Such request shall be granted  
provided the Nurse’s file does not contain any further record of disciplinary action during  
the five (5) year period, of which the Nurse is aware. The Employer shall confirm in writing  
to the Nurse that such action has been effected.  
100  
ARTICLE 23 – TRANSPORTATION, AMBULANCE ESCORT, AND AIR TRANSPORT  
23.00 Employer’s Travel Policy  
(
a)  
The Employer’s travel policy shall apply to all Nurses covered by this Agreement  
and the Employer shall not amend the travel policy during the term of this collective  
agreement.  
(
(
b)  
c)  
The rates in this Article shall prevail in the event of conflict with the travel policy.  
The Employer and the Council will form a committee to decide the Travel Policy  
provisions dealing with kilometrage for Nurses regularly scheduled to work at more  
than one (1) work site. The committee will consist of four members nominated by  
the Council (one (1) from NSGEU, one (1) from CUPE, one (1) from NSNU and  
one (1) from Unifor) and four members nominated by the Employer and will meet  
no later than sixty (60) days from the effective date of the award. If the committee  
is unable to come to a resolution within six (6) months of the effective date of the  
award, the matter will be referred to binding interest arbitration before Arbitrator  
Kaplan and will be decided on the basis of written submissions. In the meantime,  
the status quo prevails.  
(
d)  
NSGEU members employed in Public Health Addictions and Continuing Care in  
the Eastern, Western and Northern Zones currently in receipt of a car allowance  
on the effective day of this collective agreement shall be grandparented and will  
be eligible for a car allowance in accordance with the provisions of Memorandum  
of Agreement #19.  
(
e)  
NSGEU members employed in Public Health Addictions and Continuing Care in  
the Central Zone currently in receipt of a car allowance on the effective day of this  
collective agreement shall be grandparented and will be eligible for a car allowance  
in accordance with the provisions of Memorandum of Agreement #20.  
23.01 Kilometrage Allowance  
A Nurse who is authorized to use a privately owned automobile on the Employer’s  
business shall be paid a kilometrage allowance of $0.4415 cents per kilometre.  
The Employer will adopt the civil service kilometrage rate effective the date of a tentative  
agreement being reached between the parties, provided that such agreement is  
101  
subsequently ratified. Thereafter adjustments will be made in accordance with, and on the  
same effective dates as adjustments to the civil service rate.  
23.02 Other Expenses  
(
a)  
Reasonable expenses incurred by Nurses for approved business or education  
travel for the Employer shall be reimbursed by the Employer to the following  
maximums:  
Breakfast  
Lunch  
$8.00  
$15.00  
$20.00  
$5.00  
Dinner  
Incidentals  
With the express approval of management, a Nurse may, upon the provision of  
receipts, be reimbursed for actual cost of meal expenses.  
Reimbursement for Accommodations shall not be less than the actual cost to the  
Nurse.  
(
(
b)  
c)  
Article 23.02(a) does not include meal, accommodations, and other routine  
expenses normally incurred in the course of the Nurse’s work day. In the event the  
Nurse’s work requires the Nurse to be beyond a sixteen (16) kilometer radius of  
the Employer’s premises during the Nurse’s recognized lunch meal period, the  
Nurse is entitled to the $15.00 lunch allowance pursuant to Article 23.02(a).  
Reasonable expenses incurred by Nurses on the business of the Employer shall  
be reimbursed by the Employer, provided approval for the expenditure has been  
obtained.  
(
d)  
Each Employer will make available vehicle emergency kits for Nurses authorized  
by the Employer to use their personal vehicle for travel outside of a Work Site.  
23.03 Transportation To/From Work  
A Nurse who is required to travel to or from work between the hours of 2400 and 0600  
shall be entitled to be reimbursed for actual transportation expenses incurred to a  
102  
maximum of $10.00 each way per shift or $0.4415 per kilometre to the above-mentioned  
maximum.  
Ambulance/Air Transfer  
23.04 Where a Nurse is assigned to accompany a patient on an ambulance or air transfer, all  
time until return shall be considered time worked and the following provisions shall apply:  
(
a)  
Where an ambulance or air transfer requires the Nurse to work beyond the Nurse’s  
regular shift, the Employer will not require a Nurse to return to regular duties  
without eight (8) continuous hours of time off. Where such time off extends into the  
Nurse’s next regularly scheduled shift, the Nurse will maintain regular earnings for  
that next full shift providing the Nurse returns to work at the conclusion of such  
eight (8) hours.  
Expenses  
(
b)  
The Nurse shall be reimbursed for all reasonable out of pocket expenses including  
but not limited to the costs of food and lodging and return transportation.  
A Nurse may request, and if she or he does, an Employer shall provide before the  
commencement of the ambulance or air transfer, a travel advance for all  
anticipated travel expenses. The Nurse will provide an accounting of her or his  
expenses to the Employer.  
(
(
c)  
d)  
In the event the ambulance does not return directly to the originating facility, the  
Nurse will be provided with adequate return transportation, the cost of which to be  
paid by the Employer.  
In the event the ambulance or air transport is redirected to transport another patient  
or to another facility, the Nurse originally assigned has no obligation or  
responsibility to provide nursing services unless subsequently assigned by the  
Nurse’s Employer. If not so assigned, the Nurse will be returned to the originating  
facility in accordance with (b) and (c) above.  
103  
ARTICLE 24: ALCOHOL AND DRUG DEPENDENCY  
2
4.00 Without detracting from the existing rights and obligations of the Parties recognized in  
other provisions of this Agreement, the Employer and the Union agree to cooperate in  
encouraging Nurses afflicted with alcoholism or drug dependency to undergo a  
coordinated program directed to the objective of their rehabilitation. If required, the sick  
leave provisions of the Agreement shall apply.  
2
4.01 When a Nurse is required to submit to random body fluid testing as a part of a settlement  
agreement between the Employer, the Union and a Nurse, the Employer shall pay the  
costs of such testing, where not available through long term disability coverage.  
ARTICLE 25: PERFORMANCE REVIEWS AND EMPLOYEE FILES  
25.00 Performance Appraisal  
Where the Employer maintains a performance appraisal program, such appraisals shall  
be discussed with the Nurse. The Nurse shall have twenty-four (24) hours to assess the  
evaluation and shall have the opportunity to sign and comment on the evaluation.  
25.01 Peer Review  
Nurses may agree to participate in peer review programs and “performance development”  
programs.  
25.02 Evidence  
The Employer agrees not to introduce as evidence in a hearing relating to a disciplinary  
action any document from the file of a Nurse the existence of which the Nurse was not  
made aware of at the time of filing.  
25.03 Each Nurse is entitled to have access to the Nurse’s personnel file during normal business  
hours. In such case the Nurse shall make an appointment with the Employer. The Nurse  
104  
shall have the right to make copies of all materials on the Nurse’s file, except that the  
Nurse shall not be entitled to have access to personal references.  
ARTICLE 26: NURSING SERVICES - OFF SITE  
26.00 Nursing Services - Off Site  
Nurses who provide services outside of acute care facilities shall be governed by the  
provisions of this Agreement. A Memorandum of Agreement shall be negotiated between  
the Union and the Employer to deal with terms and conditions of employment of such  
Nurses including terms related to the expenses incurred by such Nurses.  
ARTICLE 27: JOB SHARING  
2
7.00 Nurses may be permitted to enter into a job sharing arrangement of a Full-Time position  
with the Employer, whereby the job sharing partners combine regular hours of work to  
fulfill the requirements of the position. Casual Nurses shall be permitted to participate in a  
job share arrangement but not be permitted to initiate the proposal for a job share  
arrangement.  
27.01 Job sharing partners shall be classified as Part-Time Nurses in a long assignment  
pursuant to the terms and conditions of the Agreement.  
Originating of Job Sharing Request  
2
7.02 A Full-Time Nurse must complete a written job sharing schedule application and submit  
this to the Nurse’s Immediate Manager for approval. This proposal shall include, but not  
be limited to, the following:  
(
a)  
Duration - for a specified duration (not to exceed one (1) year).  
105  
(
(
b)  
c)  
A description of the requested work/schedule allocation and the arrangement of  
hours of work and the full-time equivalent designation to fulfill the requirements of  
the shared position.  
Where operational requirements permit, a job sharing proposal shall not be  
unreasonably denied. In the event the Employer has certain concerns about a job  
sharing proposal, an Employer Representative shall discuss the concerns with the  
job sharing applicant. As a result of the discussion, the job share applicant may  
choose to revise the application for job sharing.  
Recruitment for Job Sharing Partner  
2
7.03 All specifics associated with the job sharing opportunity shall be posted at the site where  
the job sharing opportunity is originating, in accordance with Article 12.00. If there is no  
Nurse from the site interested in the job sharing opportunity, it shall be posted on a  
Bargaining Unit wide basis.  
27.04 Where more than one Nurse is interested in the job opportunity, the job sharing partner  
shall be chosen in accordance with Article 12.09.  
2
7.05 Should no Bargaining Unit Nurse be interested in the job sharing partner opportunity, the  
Employer will assess the practicality of recruitment outside of the Bargaining Unit. Only  
those positions which cannot be filled by a Bargaining Unit Nurse possessing the required  
skills, abilities and qualifications will be filled by a candidate from outside of the Bargaining  
Unit.  
2
7.06 If no suitable job sharing partner is found, the applicant Full-Time Nurse (the Nurse who  
originated the job sharing request) will remain in the Nurse’s previous position and the  
recruitment process concludes.  
Notice to Discontinue  
27.07 Upon the expiry of a job sharing arrangement, the Nurses will be returned to the same or  
equivalent Positions as held prior to the job share arrangement.  
106  
2
7.08 Each job sharing arrangement shall remain in effect for the specified term or until the  
Employer or one or more of the job sharing partners provides thirty (30) days notice of  
their request to discontinue the job sharing arrangement or the Parties mutually agree to  
extend the arrangement. In the event that the Nurses and the Immediate Manager agree  
to extend the term of a Temporary Job Share for a further specified duration (not to exceed  
one (1) year), the Union members of the Zone Labour Management will be so informed.  
2
7.09 Should a job sharing partner wish to discontinue the arrangement, the Employer shall  
replace the job sharing partner in accordance with Articles 27.03 and 27.04 above. Where  
no replacement job sharing partner is found, then the Nurse will be returned to the same  
or equivalent position held prior to the job share arrangement.  
Terms of Job Sharing Arrangements  
2
7.10 The job sharing partners shall propose the arrangement of hours of work to fulfill the  
requirements of the shared Full-Time position in accordance with the terms of the  
Agreement. These terms may change throughout the period of the job sharing  
arrangement and will be subject to Employer approval. The Employer shall not  
unreasonably deny such changes.  
27.11 Job sharing Nurses will be paid for hours worked during the pay period.  
2
7.12 A job sharing partner, including those who have not indicated an increase in availability  
under Article 7.22, may be required to be available on forty-eight (48) hours notice, to work  
any absences of their partner when a qualified alternate replacement is not available.  
Such time worked after the forty-eight (48) hours notice period shall not constitute  
overtime.  
Applicability  
27.13 This Article shall apply to all Nurses currently in job sharing arrangements.  
27.14 However, permanent Part-Time Nurses currently filling permanent job sharing  
arrangement shall abide by the following:  
107  
(
(
a)  
b)  
With thirty (30) days notice, the Employer may discontinue a permanent job  
sharing arrangement. In this event, the permanent Part-Time Nurse(s) in the job  
sharing arrangement on a permanent basis will maintain part-time status and be  
assigned to a position(s) of equivalent hours. The Employer will make every  
reasonable effort to continue job sharing arrangements.  
A job sharing Nurse shall provide thirty (30) days notice of the intention to leave  
the job sharing arrangement. The Employer shall attempt to replace the departing  
job sharing partner(s). Where no replacement job sharing partner is available, the  
Employer will provide the remaining job sharing partner(s) with a part-time position  
of equivalent hours.  
ARTICLE 28: ZONE LABOUR MANAGEMENT COMMITTEES  
2
8.00 The Employer and the Unions agree to establish Zone Labour Management Committees  
ZLMC) whose duties are referred to throughout various provisions of the Collective  
Agreement and in this Article.  
(
28.01 Composition  
The ZLMC shall be comprised of representatives of the Unions as set out below and up  
to an equal number of Employer representatives. A person designated by the Union and  
the Employer shall alternate as the Chairperson.  
The Unions may select up to:  
Sixteen (16) representatives from the NSHA Central Zone (6 NSNU, 10 NSGEU),  
Fourteen (14) representatives from the NSHA Eastern Zone (12 NSNU, 1 Unifor,  
1
NSGEU)  
Twelve (12) representatives from the NSHA Northern Zone (11 NSNU, 1 NSGEU),  
Thirteen (13 ) representatives from the NSHA Western Zone (9 NSNU, 3 CUPE, 1  
NSGEU)  
for the ZLMC.  
28.02 Role  
108  
The ZLMC shall meet to discuss matters of concern between the Parties and shall make  
particular reference to the following:  
1.  
2.  
3.  
4.  
5.  
6.  
7.  
8.  
9.  
Staffing  
Orientation  
Workload  
Scheduling  
Transfers  
Reassignment  
Scheduling difficulties created by short-term and long-term absences  
Duty to accommodate process  
Clinical Capacity Reports as per Article 17  
10.  
Once a calendar year, the Employer will endeavour to provide to the Union  
members of the ZLMC a list which contains all of the Long/Short  
Assignments as of a certain date, with the name of the current incumbent,  
or if none, identifies the position as vacant, the patient care unit, and the  
commencement date of the Long/Short Assignment.  
28.03 Responsibilities  
This Committee shall be responsible for:  
(
(
(
a)  
b)  
c)  
defining problems  
developing viable solutions to such problems  
recommending the proposed solutions to the appropriate Employer authority.  
28.04 Meetings  
The ZLMC shall be appointed as soon as possible following the signing of the Collective  
Agreement and shall meet on no less than four (4) occasions and not more than ten (10)  
occasions in a year, unless mutually agreed otherwise.  
109  
28.05 Travel Allowance  
Nurses required to travel from their usual Work Location to attend ZLMC meetings shall  
be paid the kilometre allowance as specified in Article 23.01. All reasonable efforts will be  
made to utilized technology to reduce travel time.  
28.06 Work Site Labour Management  
The Employer and a Constituent Union may agree to maintain or create a subcommittee  
comprised of Work Site specific Employer and Local Union representatives for the purpose  
of dealing with matters of concern between the Parties which are limited to that Work Site.  
28.07 No Loss of Pay for Meetings during Working Hours  
(
(
a)  
b)  
The Nurses shall have no loss of regular pay and group benefits while involved in  
ZLMC or Joint subcommittee activities.  
It is agreed that meetings will be scheduled in such a way as to give due  
consideration to the normal operation of the Employer, the schedule of the Nurses  
and the convenience of the Parties.  
ARTICLE 29: WEEKEND NURSE  
2
9.00 Where the Employer determines that a permanent Weekend Nurse position is to be filled,  
the position is to be posted in accordance with Article 12. The trial period provision of the  
Collective Agreement as set out in Article 12.11 shall apply. If the Nurse’s trial period or  
the Weekend Nurse Trial does not work out the Nurse will revert to pre-trial status as  
indicated in the Article 12.11.  
29.01 The Weekend Nurse position will be integrated into the unit schedule planning (core  
staffing).  
29.02 The Weekend Nurse shall be a Full-Time Nurse position.  
110  
2
9.03 The rotation of a Weekend Nurse shall normally be comprised of two (2) shifts of 11.25  
hours and one (1) shift of 7.5 hours per week. However an option to scheduling and  
rotations may include a six (6) week cycle of two (2) weekends of three (3) shifts of 11.25  
hours and one (1) weekend of two (2) shifts of 11.25 hours. In any rotation the combination  
of weekend hours worked will provide an average of thirty (30) hours worked (excluding  
meal breaks) each weekend.  
29.04 Weekend Nurses shall be scheduled to attend work (on average) for thirty-two (32) hours  
(
including meal and rest breaks) on a weekend; (30 hours excluding meal breaks) and be  
paid for 37.5 hours (work 80% of the hours of a Full-Time Nurse and be paid 100% pay of  
a Full-Time Nurse.)  
29.05 For the purposes of the Weekend Nurse rotation only the weekend period shall be 07 00  
hrs. Friday to 19 00 hrs. Monday.  
29.06 (a)  
The concept of “method of pay” is to be examined by the Employer to determine  
the options. The option of paying an adjusted hourly rate for the hours worked (ie.  
125% of the regular rate) or permitting an “automatic assumption” where the Nurse  
works thirty (30) hours and is deemed for the purpose of pay to have worked 37.5  
hours, will be decided by the Employer.  
(
b)  
It is recognized that in the case of an adjusted hourly rate as above, the benefits  
of the Collective Agreement that accumulate on the basis of regular hours paid will  
be accrued at an accelerated rate for each hour worked so that the benefits  
accumulated by the Full-Time Weekend Nurse shall equal the benefits  
accumulated by the Permanent Full-Time Nurse. Similarly the Weekend Nurse  
that accesses such accumulated benefits shall have the rate of utilization equally  
accelerated so that the time off periods for the Full-Time Weekend Nurse shall  
equal that of the Permanent Full-Time Nurse.  
29.07 Weekend Nurses shall be eligible for all applicable premiums except weekend premiums.  
29.08 The Weekend Nurse shall be entitled to participate in the Benefit Plans (subject to the  
eligibility provisions of the respective Benefit Plan) on the basis of a Full-Time Nurse.  
2
9.09 Should a Weekend Nurse work beyond the scheduled shift on the weekend, the Weekend  
Nurse will be entitled to be paid overtime as set out in Article 7.18 and the hourly rate shall  
be based on the Permanent Nurse’s applicable hourly rate. [note: this hourly rate may be  
111  
the Weekend Nurse hourly rate depending on the method of compensation under Article  
9.06 (a) above].  
2
2
9.10 A Weekend Nurse who works shifts beyond his or her regular schedule shall be  
compensated at the overtime rate of pay based on the applicable hourly rate for a  
Permanent Full-Time Nurse (not a Weekend Nurse).  
29.11 Ordinarily a Weekend Nurse shall only be entitled to switch shifts with another Weekend  
Nurse, in accordance with Article 7.08 (b).  
2
9.12 When Christmas and New Year’s Day falls on a weekend, the Nurse shall be scheduled  
to work one of the weekends and shall be required to use Holiday time for the other. Other  
arrangements may be made between the Nurse and the Employer by mutual agreement.  
2
9.13 A Weekend Nurse who works on a holiday shall be compensated at the applicable  
Weekend Nurse rate for all hours worked on the holiday. The premium portion of the pay  
for the holiday shall be at the applicable regular hourly rate of pay for a permanent (nor  
Weekend) Nurse.  
ARTICLE 30: CASUAL NURSES  
3
3
3
0.00 Except where specifically provided herein, the provisions of the Collective Agreement  
apply to a Casual Nurse as defined in Article 4.00.  
0.01 The Employer may offer work to a Casual Nurse subject to the provisions of Article 7 and  
Article 38.  
0.02 Once a Casual Nurse accepts a work assignment including a scheduled extra shift, a relief  
shift, a long or short assignment, a period of Stand-by or a Call Back during a Stand-by,  
the Casual Nurse is obligated to work.  
3
0.03 A Casual Nurse who has completed the probationary period, as per Article 4.21, may be  
disciplined or dismissed but only for just cause except that a Casual Nurse may also be  
dismissed where the Employer determines there is a lack of work or an unreasonable lack  
of availability on the part of the Casual Nurse in accordance with Article 7.21 (f).  
112  
3
0.04 Where the Employer has determined, as per Article 30.03, that it will no longer offer work  
to a Casual Nurse, it shall provide the Casual Nurse with a letter so advising within ten(10)  
working days of its decision. The discontinuance of the assignment of shifts to a Casual  
Nurse shall not be deemed disciplinary.  
3
0.05 In the event that a Casual Nurse does not work any shifts for a period of six (6) months,  
excluding approved periods of unavailability, the employment of the Casual Nurse may be  
terminated at the discretion of the Employer. A casual Nurse who refuses to accept an  
offered shift of three (3) hours or less shall not be deemed to have been unavailable to  
work that shift.  
30.06 Service  
A Casual Nurse who becomes a Permanent Nurse shall have time worked in any position  
with the Employer commencing on the first shift worked in the most recent employment  
relationship with the Employer, converted to Service, for the purpose of vacation  
accumulation only, on the basis of 1950 hours equaling one (1) year of Service.  
30.07 Pay in Lieu of Benefits  
A Casual Nurse shall receive an additional eleven (11%) per cent of the Nurse’s straight  
time pay in lieu of benefits (e.g., vacation, holidays, etc.) under this Agreement. This shall  
be paid to the Nurse with each bi-weekly pay.  
30.08 Overtime  
A Casual Nurse will not be entitled to overtime until they have worked in excess of seventy-  
five (75) hours in a bi-weekly pay period except as outlined in Article 7.18 (a).  
30.09 Holiday Pay  
A Casual Nurse who works on a designated holiday defined in Article 10.18 shall be paid  
two (2) times the Nurse’s regular rate for all hours worked on Christmas Day, and one and  
one-half (1 ½) times the Nurse’s regular rate for all hours worked on any other designated  
holiday.  
30.10 Overtime on a Holiday  
113  
A Casual Nurse who works overtime on a designated holiday as defined in Article 10.18  
shall be paid two and one-half (2 ½) times the Nurse’s regular rate for all overtime hours  
worked on Christmas Day and two (2) times the Nurse’s regular rate of pay for all overtime  
hours worked on any other designated holidays.  
30.11 Movement on the Increment Scale - Casual Nurses  
Anniversary Date - Casual Nurse: The date of the first shift worked as a Casual.  
Anniversary Date may change based on the provisions of Article 30.11 (b) of the Collective  
Agreement.  
(
(
a)  
b)  
Casual Nurses who have worked one thousand (1000) regular hours or more  
within one (1) calendar year of their Anniversary Date shall move to the next level  
on the increment scale.  
Casual Nurses who have worked less than one thousand (1000) regular hours  
within one (1) calendar year of their Anniversary Date shall move to the next level  
on the increment scale when one thousand (1000) hours are achieved. This date  
shall become the Nurse’s Anniversary Date for the purposes of movement through  
the increment scale only. The Service and Seniority of the Casual Nurse are not  
affected by the change to the Anniversary Date.  
(
c)  
Casual Nurses cannot advance more than one level on the increment scale in any  
twelve (12) month period.  
30.12 Casual Nurses appointed to Permanent Positions  
(
a)  
If a Casual Nurse is appointed to a Permanent Full-Time or Permanent Part-Time  
Position within 250 hours of the 1000 hour threshold for movement to the next level  
of the increment scale, the Nurse shall advance to the next level on the increment  
scale on the date of appointment to the Permanent Position. This date shall  
become the Nurse’s Anniversary Date for the purposes of movement through the  
increment scale only. The Service and Seniority of the Casual Nurse are not  
affected by the change to the Anniversary Date.  
(
b)  
A Casual Nurse who is appointed to a Permanent Position may use all hours  
worked as a Nurse in Nova Scotia regardless of the Employer for the purpose of  
being placed on the increment scale for the Permanent Position. Such Casual  
114  
Nurse must provide satisfactory evidence of all hours worked with other Employers  
within thirty (30) days of the appointment and the Nurse’s higher placement on the  
increment scale shall be effective upon the provision of the satisfactory evidence.  
30.13 Casual Nurses Appointed to Long and Short Assignments  
(
(
(
a)  
b)  
c)  
Where a Casual Nurse fills a long/short assignment, the hours worked in the  
long/short assignment are casual hours and movement through the increment  
scale remains in accordance with Article 30.11.  
When a Casual Nurse fills a long/short assignment on a rotation that is smoothing,  
no entitlement to overtime will exist for regularly scheduled hours within a Casual  
Nurse in a long/short assignments smoothed schedule pursuant to Article 7.04 (e).  
Exclusions for Casuals who accept a long assignment are in Article 38.02(f) and  
exclusions for Casuals who accept a short assignment in Article 38.03 (f).  
30.14 Leaves  
(
a)  
A Casual Nurse filling Relief Assignments shall be entitled to the following leaves:  
(
(
i)  
Bereavement Leave (Article 9.04);  
ii)  
Pregnancy/Birth Leave (Article 13.00-13.02) but without Pregnancy/Birth  
Allowance (Article 13.04);  
(
(
(
iii)  
iv)  
v)  
Parental/Adoption Leave (Article 13.05) but without 13.06  
Leave for Birth of Child (Article 13.11);  
Leave for Birth of Adopted Child (Article 13.12)  
(
b)  
To obtain paid leave for any of the above, the Nurse must be scheduled to work  
on the day the leave is required. In the case of bereavement leave pursuant to  
Article 9.04(a), the Casual Nurse shall receive paid leave only for those shifts  
previously scheduled within the said seven (7) calendar days.  
115  
30.15 Exceptions  
The articles not applicable to Casual Nurses, except as provided in Article 30, are:  
(
(
a)  
b)  
Position (Article 4.19)  
Hours of Work and Overtime (Article 7) except for 7.21 - 7.24 and 7.25, 7.26, 7.27,  
7.28  
(
(
(
c)  
d)  
e)  
Leaves of Absence (Article 9)  
Vacations and Holidays (Article 10)  
Pregnancy, Parental and Adoption Leave (Article 13): Pregnancy Sick Leave  
(
13.03); Pregnancy/Birth Allowance (13.04); Parental and Adoption Leave  
Allowance (13.06); Service and Seniority Continuation (13.09); Group Benefit Plan  
Continuation (13.10)  
(
(
(
(
f)  
Retirement Allowance (Article 19)  
Sick Leave and Long Term Disability (Article 20)  
Reduction of Appointment Status (Article 31)  
Job Security (Article 32)  
g)  
h)  
i)  
(
j)  
Transitional Support Program (Article 33)  
Part Time Nurses (Article 39)  
(
k)  
l)  
(
Group Insurance (Article 40)  
116  
(
m)  
Education premiums (except as otherwise indicated in the applicable Appendix B):  
B1 – NSNU Nurses NSHA (former DHA 1 - 9)  
B2 – NSGEU Registered Nurses Central Zone (former DHA 9)  
B3 – NSGEU Licensed Practical Nurses Central Zone (former DHA 9)  
B4 – NSGEU Nurses in PHACC  
B5 – CUPE Licensed Practical Nurses Western Zone (former DHA 1 – 3)  
B6 – Unifor Licensed Practical Nurses in Eastern Zone (former DHA 8)  
30.16 No Avoidance  
A Casual Nurse shall not be used for the purpose of avoiding filling permanent vacancies.  
ARTICLE 31: REDUCTION IN APPOINTMENT STATUS  
3
1.00 The Union and the Employer recognize that Nurses, may, at various points in their  
employment request a temporary or permanent reduction in hours of work and  
appointment status.  
31.01 The Union and the Employer also recognize that requests for voluntary reductions in hours  
of work and appointment status may impact operational requirements.  
3
1.02 Accordingly, a Permanent Nurse who seeks a temporary or permanent reduction in hours  
of work and appointment status will seek the approval of her immediate manager by  
indicating the amount of reduced hours the Nurse seeks and the duration of such reduced  
hours. The duration of a temporary reduction in hours must be specified and must not  
exceed one (1) year.  
3
1.03 The immediate manager shall not unreasonably deny such a request. Approval by the  
immediate manager shall be discretionary and will ensure that the request will not  
adversely impact operational requirements.  
31.04 The Employer will notify the Union Representatives of the ZLMC Committee, as  
designated, of an approved request. In addition, the Employer will advise the Union  
117  
Representatives of the ZLMC Committee of either its intention to post the reduced hours  
or part-time equivalent of full-time hours within a reasonable time frame, pursuant to the  
provisions of Article 12, or to hold the posting. If the Employer intends to hold the posting,  
it shall also provide the reason(s) for doing so.  
31.05 The Union and the Employer will keep track of the full time equivalent positions that may  
arise through this process.  
3
1.06 The immediate manager may consider a request for an extension of the temporary  
reduction of hours and appointment status subject to the above noted considerations of  
operational requirements. The Employer will advise the Union Representatives of the  
ZLMC Committee if an extension is approved.  
3
1.07 A Permanent Nurse who has requested a temporary or permanent reduction in her hours  
of work and appointment status has status as a Part-Time Nurse. As such, they may  
submit availability for extra and relief shifts in accordance with Articles 7.21 - 7.24.  
3
1.08 On the date of the return to work from a temporary reduction in hours, or at such earlier  
or later time as mutually agreed between the requesting Nurse and the immediate  
manager, the requesting Nurse is able to return to her previous position and salary without  
loss of Seniority or Service. Any other Nurse promoted or transferred because of the  
temporary reduction in hours of work and appointment status shall be returned to their  
former or Casual status, where applicable, and salary without loss of Seniority or Service.  
3
1.09 In extraordinary circumstances, the Employer may cancel a temporary reduction in hours  
with thirty (30) days’ notice. In the event a temporary reduction is cancelled, the Permanent  
Nurse is able to return to her previous position and salary without loss of Seniority or  
Service. Any other Nurse promoted or transferred because of the temporary reduction in  
hours of work and appointment status shall be returned to their former position or Casual  
status, where applicable, and salary without loss of Seniority or Service. The Employer  
will advise the Union Representatives of the ZLMC Committee of the reason(s) for the  
cancellation.  
118  
ARTICLE 32: JOB SECURITY  
32.00 Definitions  
(
(
a)  
b)  
“work location” means the work location as defined in Article 4.31 except that the  
Queen Elizabeth II Health Sciences Centre is deemed to be a single work location  
for the purposes of Article 32.  
“geographic location” means the area within a driving distance of 60 km of the  
actual building or other regular place of employment of a Nurse; except that, within  
the Halifax Regional Municipality, “geographic location” is that area within a driving  
distance of 50 km of the actual building or other regular place of employment of  
the Nurse.  
32.01 Joint Committee on Technological Change  
(
a)  
Within sixty (60) days of the signing of this Agreement, the parties are to establish  
a Joint Committee on Technological Change of equal representation of the Union  
and the Employer for the purpose of maintaining continuing cooperation and  
consultation on technological change and job security. The committee shall  
appoint additional representatives as required.  
(
(
b)  
c)  
The Joint Committee on Technological Change shall consult as required to discuss  
matters of concern between the parties related to technological change and  
circumstances identified in Article 32.07, and 32.13. The parties may agree to  
consult by telephone.  
The Joint Committee on Technological Change shall be responsible for:  
(
(
(
1)  
2)  
3)  
defining problems;  
developing viable solutions to such problems;  
recommending the proposed solution to the employer.  
(
(
d)  
e)  
The Employer will provide the Joint Committee on Technological Change with as  
much notice as reasonably possible of expected redundancies, relocations, re-  
organizational plans, technological change and proposed contracting out of work.  
It is understood that the Joint Committee on Technological Change provided for  
herein shall be a single committee to cover all bargaining units represented by the  
Union.  
32.02 Definition  
119  
For the purposes of this Article, "technological change" means the introduction of  
equipment or material by the Employer into its operations, which is likely to affect the job  
security of Nurses.  
3
3
3
2.03 Introduction  
The Employer agrees that it will endeavour to introduce technological change in a manner  
which, as much as is practicable, will minimize the disruptive effects on Nurses and  
services to the public.  
2.04 Notice to Union  
The Employer will give the Union written notice of technological change at least three (3)  
months prior to the date the change is to be effected. During this period the parties will  
meet to discuss the steps to be taken to assist Nurses who could be affected.  
2.05 Training and Retraining  
(
(
a)  
b)  
Where retraining of Nurses is necessary, it shall be provided during normal working  
hours where possible.  
Where the Employer determines a need exists, and where operational  
requirements permit, the Employer shall continue to make available appropriate  
training programs to enable Nurses to perform present and future duties more  
effectively.  
(
c)  
The duration of the training/retraining under this Article shall be determined by the  
Employer and does not include courses or programs offered by a party other than  
the Employer.  
32.06 Application  
For the purposes of this Article "Nurse" means a permanent Nurse, or a casual Nurse  
who, pursuant to Article 38.02 (m), has the rights of a permanent Nurse.  
32.07 Union Consultation  
Where positions are to be declared redundant because of technological change, shortage  
of work or funds or because of discontinuance of work or the reorganization of work within  
a classification, the Employer will advise and consult with the Union as soon as reasonably  
possible after the change appears probable, with a view to minimizing the adverse effects  
of the decision to declare redundancies.  
120  
32.08 Transition Support Program  
(
a)  
All references within this Article to the Transition Support Program relate to the  
Program outlined in Article 33. The availability of any payment or other entitlement  
under that document, and any obligation on the part of the Employer to provide  
such, pursuant to this Article or any other part of the collective agreement, shall  
only exist during the effective term of the Program, as expressly specified in that  
document. This limitation exists notwithstanding any other provision of this Article  
or any other part of the collective agreement.  
(
b)  
The term of the Transition Support Program may be extended by mutual  
agreement between the parties.  
32.09 Nurse Placement Rights  
(
a)  
Subject to consideration of ability, experience, qualifications, or where the  
Employer establishes that special skills or qualifications are required according to  
objective tests of standards reflecting the functions of the job concerned, a Nurse  
whose position has become redundant, shall, have the right to be placed in a  
vacancy in the following manner and sequence:  
(
1) A position in the Nurse’s same position classification/ classification grouping  
at the Nurse’s work location;  
(
2) If a vacancy is not available under (1) above, then any bargaining unit  
position for which the Nurse is qualified;  
At each of the foregoing steps, all applicable vacancies shall be identified and the  
Nurses shall be assigned to the position of their choice, subject to consideration of  
the provisions herein. If there is more than one Nurse affected, their order or  
preference shall be determined by their order of seniority.  
(
(
b)  
c)  
A Nurse whose position is redundant or who is in receipt of layoff notice and who  
has refused a payment pursuant to the Transition Support Program (“TSP  
payment”) must accept a placement within the same position classification /  
classification grouping within his or her own geographic location in accordance  
with Article 32 provided that the placement is to a position that has the same  
designated percentage of full-time employment or resign without severance.  
A Nurse will have a maximum of two (2) full days to exercise her placement rights  
in this step of the placement process.  
121  
(
d)  
Where a Nurse accepts a position in a classification, the maximum salary of which  
is less than the maximum salary of the Nurse’s current classification, the Nurse  
shall be granted salary protection in accordance with Item 1.5 of Article 33.  
32.10 Volunteers  
(
a)  
When the Employer determines after placement pursuant to Article 32.09, there  
are still redundancies, the Employer shall ask for volunteers from that  
classification/classification grouping within the geographic location of the  
remaining redundancies who wish to be offered a TSP payment according to  
Article 33.  
(
(
b)  
c)  
If there are more volunteers than redundancies, then the most senior volunteers  
shall be offered the TSP payment.  
32.11 Insufficient Volunteers  
If there are insufficient volunteers pursuant to Article 32.10, the Employer shall identify  
remaining redundant Nurses and these Nurses shall have placement rights pursuant to  
Article 32.09 or, where available, they shall be entitled to receive a TSP payment.  
32.12 Layoff Notice  
(
a)  
If there are remaining redundant Nurses after Article 32.10 and 32.11, the  
Employer shall give layoff notice to the most junior Nurse(s) pursuant to Article  
32.14 in the classification/classification grouping from which the Employer  
requested volunteers for the Transition Support Program.  
(
b)  
The Nurses in receipt of layoff notice shall have the rights of a Nurse in receipt of  
layoff notice pursuant to this Article.  
32.13 Layoff  
A Nurse(s) may be laid off because of technological change, shortage of work or funds,  
or because of the discontinuance of work or the reorganization of work.  
122  
32.14 Layoff Procedure  
Where the layoff of a bargaining unit member is necessary, and provided ability, skill, and  
qualifications are sufficient to perform the job, Nurses shall be laid off in reverse order of  
seniority.  
32.15 Notice of Layoff  
(
(
a)  
b)  
Forty (40) days notice of layoff shall be sent by the Employer to the Union and the  
Nurse(s) who is/are to be laid off, except where a greater period of notice if  
provided for under (b) below.  
When the Employer lays off ten (10) or more persons within any period of four (4)  
weeks or less, notice of layoff shall be sent by the Employer to the Union and  
Nurses who are to be laid off, in accordance with the following:  
(
(
(
i)  
eight (8) weeks if ten (10) or more persons and fewer than one hundred  
100) persons are to be laid off;  
(
ii)  
iii)  
twelve (12) weeks if one hundred (100) or more persons and fewer than  
three hundred (300) are to be laid off;  
sixteen (16) weeks if three hundred (300) or more persons are to be laid  
off;  
(
(
c)  
d)  
Notices pursuant to this Section shall include the effective date of layoff and the  
reasons therefor.  
A Nurse in receipt of layoff notice shall be entitled to exercise any of the following  
options:  
(
i)  
to exercise placement/displacement rights in accordance with the  
procedure set out in this Article;  
(
(
ii)  
to accept layoff and be entitled to recall in accordance with Article 32.18;  
to accept the Transition Support Program.  
iii)  
123  
A Nurse who intends to exercise placement/displacement rights pursuant to (d) (i) above  
will indicate such intent to the Employer within two (2) full days following receipt of the  
layoff notice. If the Nurse does not indicate such intent within this period, she will be  
deemed to have opted to accept layoff in accordance with (d) (ii) above.  
32.16 Pay in Lieu of Notice  
Where the notice required by Article 32.15 is not given, the Nurse shall receive pay, in lieu  
thereof, for the amount of notice to which the Nurse is entitled.  
32.17 Displacement Procedure  
(
a)  
Subject to consideration of ability, experience, qualifications, or where the  
Employer establishes that special skills or qualification are required, according to  
objective tests or standards reflecting the functions of the job concerned, a Nurse  
in receipt of layoff notice has the right to displace another Nurse. The Nurse to be  
displaced shall be a Nurse with lesser seniority who:  
(
i) Is the least senior Nurse in the displacing Nurse’s classification /  
classification grouping who has the same designated percentage of full-time  
employment at the Nurse’s work location or  
(
(
ii) Where no such junior Nurse exits, the least senior Nurse in the displacing  
Nurse’s classification / classification grouping who has the same designated  
percentage of full-time employment within the displacing Nurse’s geographic  
location; or  
iii) Where no such junior Nurse exists, the least senior Nurse in any  
classification / classification grouping who has the same designated  
percentage of full-time employment within the displacing Nurse’s geographic  
location; or  
(
iv) Where no such junior Nurse exists, the least senior Nurse in any  
classification / classification grouping who has the same designated  
percentage of full-time employment in the bargaining unit.  
(
v) At each of the above steps, the displacing Nurse may elect to displace the  
least senior Nurse with a lower designation of full-time employment.  
124  
(
b)  
A Nurse who chooses to exercise rights in accordance with Article 32.17 may elect  
at any step, beginning with Article 32.15, to accept layoff and be placed on the  
Recall List or to resign with severance pay in accordance with Article 32.23(g)(ii).  
(
c)  
A Nurse who is displaced pursuant to Article 32 shall be entitled to:  
(
(
i)  
take the Transition Support Program, or  
go on the Recall List, or  
ii)  
(
iii)  
subject to consideration of ability, experience, qualifications, or where the  
Employer establishes that special skills or qualifications are required,  
according to objective test or standards reflecting the functions of the job  
concerned be placed in any vacancy in any bargaining unit.  
(
(
d)  
e)  
A Nurse will have a maximum of two (2) full days to exercise her rights at any of  
the foregoing steps of the displacement procedures provided for herein.  
Where a Nurse accepts a position in a classification, the maximum salary of which  
is less than the maximum salary of the Nurse’s current classification, the Nurse  
shall be paid the salary of the classification of the Nurse’s new position.  
32.18 Recall Procedures  
(
(
a)  
b)  
Nurses who are laid off shall be placed on a Recall List. Laid off Nurses shall fill  
out the Laid Off Nurse availability form in Appendix E.  
Subject to consideration of ability, experience, qualifications, or where the  
Employer establishes that special skills or qualifications are required, according to  
objective tests or standards reflecting the functions of the job concerned, Nurses  
placed on the Recall List shall be recalled by order of seniority to any position for  
which the Nurse is deemed to be qualified. Positions pursuant to this section shall  
include all positions in all bargaining units.  
(
(
c)  
d)  
The Employer shall give notice of recall by registered mail to the Nurse’s last  
recorded address. Nurses are responsible for keeping the Employer informed of  
their current address.  
A Nurse entitled to recall shall return to the service of the Employer within two (2)  
weeks of notice of recall, unless on reasonable grounds she is unable to do so. A  
Nurse who has been given notice of recall may refuse to exercise such right without  
prejudicing the right of any future recall, except in the case of recall to the Nurse’s  
same position classification title or position classification title series within the  
Nurse’s geographic location in which event she will be struck from the Recall List.  
However, a Nurse’s refusal to accept recall to her same position classification title  
or position classification title series at the time of layoff will not result in loss of  
recall rights in the case of recall for occasional work or for employment of short  
125  
duration of time during which she is employed elsewhere or for a recall to a position  
with a lower designated percentage of full-time employment.  
(
e)  
f)  
Nurses on the Recall List shall be given first option of filling vacancies normally  
filled by casual workers, providing they possess the necessary qualifications, skills,  
and abilities, as determined by the Employer, reflecting the functions of the job  
concerned. A permanent Nurse who accepts such casual work retains her  
permanent status.  
(
Where a Nurse accepts a recall to a position that has a lower maximum salary or  
a lower designated percentage of full-time employment or is in a different  
geographic location than the Nurse’s position before their lay off, the Nurse shall  
remain eligible for recall to a vacant position with the Nurse’s previous maximum  
salary or designated percentage of full-time employment or geographic location;  
the rights under this clause expire fifteen (15) months after the date of layoff.  
32.19 Termination of Recall Rights  
The layoff shall be a termination of employment and recall rights shall lapse if the layoff  
lasts more than fifteen (15) months.  
32.20 No New Nurses  
No new Nurses shall be hired unless all Nurses on the Recall List who are able to perform  
the work required have had an opportunity to be recalled, subject to consideration of  
ability, experience, qualifications, or where the Employer establishes that special skills or  
qualifications are required, as determined by the Employer, according to objective tests  
and standards reflecting the functions of the job concerned.  
32.21 Transition Support Program  
Notwithstanding anything in this Agreement, the Employer is only required to make a TSP  
payment to the same number of Nurses as the Employer has reduced its complement.  
32.22 Layoff Exception  
Notwithstanding Article 32.23 (Contracting Out), a Nurse who has eight (8) years’ seniority  
shall not be laid off except where the reason for layoff is beyond the control of the  
Employer including, but not limited to, complete or partial destruction of plant, destruction  
or breakdown of machinery or equipment, unavailability of supplies and materials, fire,  
126  
explosion, accident, labour disputes, etc., if the Employer has exercised due diligence to  
foresee and avoid the cause of layoff.  
32.23 Contracting Out  
(
a)  
Notice  
The Employer shall provide the Union with sixteen (16) weeks notice of the  
implementation of the decision to contract out work normally performed by  
members of the bargaining unit. At the time that the Employer gives notice to the  
Union of its intention to contract out, the Employer shall make a conditional TSP  
payment offer in Article 33 to those Nurses directly affected by the contracting out.  
Final acceptance by the Employer of Nurses wishing to take advantage of the TSP  
payment offer will be conditional on the Employer reaching an agreement with a  
Contractor.  
(
(
b)  
c)  
Employer Disclosure  
The Employer shall disclose its reasons for contracting out when notice is provided  
pursuant to Article 32.23(a).  
Union Response  
The Union shall be entitled to make proposals, including proposals on ways to  
avoid contracting out, within four (4) weeks of receiving notice pursuant to Article  
32.23(a). The Union’s suggestions should specifically address the reasons for the  
contracting out.  
(
d)  
Employer Response  
After receipt of proposals or suggestions from the Union pursuant to Article  
32.23(c), the Employer shall consider these proposals. The Employer shall either  
accept or reject, in whole or in part, such proposals. At this time, the Employer  
shall either make the TSP payment offer unconditional or retract the TSP payment  
offer.  
127  
(
e)  
Hiring Preference  
The Employer will make every reasonable effort, where work normally performed  
by members of the bargaining unit is contracted out, to obtain jobs for Nurses who  
have not exercised their rights under Article 32.23(d) and who are directly affected  
by the contracting out with the Contractor. The Employer will have made  
reasonable efforts when the Employer has:  
(
(
(
i)  
required bidders to give Nurses a preference in hiring for job opportunities  
that will arise if they are successful in their bid;  
ii)  
iii)  
met with the Union to give the Union an opportunity to put forward its views  
on how the Nurse can try to obtain employment with the Contractor; and,  
met with the successful bidder and sought to make it a term of the contract  
with the Contractor that the Contractor must:  
(
(
(
1)  
2)  
3)  
interview Nurses for job opportunities available with the Contractor  
to perform the contracted out work;  
where the hiring to perform the contracted out work is subject to  
appropriate skills testing, offer to test Nurses;  
extend job offers to Nurses who are qualified for available job  
opportunities with the Contractor to perform contracted out work;  
and  
(
4)  
where there are more qualified Nurses than the Contractor has  
opportunities due to the contracted out work, to extend job offers on  
the basis of seniority.  
(f)  
TSP Payment Offers  
(
i)  
Where the Employer determines that there will be redundant positions as  
a result of a contracting out, the classification(s) / classification groupings  
128  
to which TSP payment offers will be made will be mutually agreed between  
the Employer and the Union.  
(
ii)  
The Employer will offer a TSP payment to the agreed upon classification(s)  
/
classification groupings. In any event, the classification grouping shall  
include, as a minimum, the classification(s) of the Nurses affected in the  
work area by the contracting out of services.  
(
g)  
Placement Procedure  
(
i)  
If a sufficient number of Nurses accept the TSP payment offer, the  
Employer will place the remaining Nurses whose positions were declared  
redundant in the vacancies created by the Nurses accepting the TSP  
payment offer or other appropriate vacancies. This placement will be by  
seniority, subject to consideration of ability, experience, qualifications, or  
the Employer establishing that special skills or qualifications are required  
according to objective tests or standards reflecting the functions of the job  
concerned.  
(
ii)  
Where the Nurse refuse a placement, the salary of which is at least  
seventy-five percent (75%) of the present salary of the Nurse’s current  
position, the Nurse is deemed laid off. The Nurse will be entitled to  
severance as follows:  
(
1)  
One-half (1/2) month’s pay if she has been employed for three (3)  
years, but less than ten (10) years;  
One (1) month’s pay if she has been employed for ten (10) years,  
but less than fifteen (15) years;  
Two months’ pay if she has been employed for fifteen (15) years,  
but less than twenty (20) years.  
Three (3) months’ pay if she has been employed for twenty (20)  
years, but less than twenty-five (25) years;  
Four months’ pay if she has been employed for twenty-five (25)  
years, but less than thirty (30) years;  
Five months’ pay if she has been employed for thirty (30) or more  
years.  
129  
(
2)  
The amount of severance pay provided herein shall be calculated  
by the formula:  
Bi-weekly rate X 26 = one (1) month  
12  
(
3)  
The entitlement of a Nurse to severance pay shall be based upon  
the Nurse’s total service as defined in this Agreement.  
(
iii)  
A Nurse may decline to accept a vacant position in a different geographic  
location.  
(
h)  
Second TSP Payment Offer  
If, after the first offer of TSP Payment, there are Nurses remaining in positions  
which have been declared redundant, a second offer of a TSP payment will be  
made to broader classification(s)/classification groupings. The Employer will place  
the remaining redundant Nurses in the vacancies created by the Nurses accepting  
the TSP payment offer, or other appropriate vacancies, in the same manner as  
stated in Article 32.24(g).  
(
i)  
Further TSP Payment Offers  
The process of expanding the offer of TSP payment to other  
classification(s)/classification groupings and areas will be repeated until all those  
Nurses whose positions have been declared redundant as a direct effect of the  
contracting out are placed.  
32.24 Relocation of Positions:  
(
a)  
Where a Nurse’s position is relocated outside of their geographic location:  
(
i)  
The Nurse shall be offered the position in the new location;  
(ii)  
The Nurse may decline the offer, in which case the Nurse shall have the  
rights of a Nurse whose position has become redundant.  
130  
(iii)  
A Nurse who has accepted a transfer outside of their geographic location  
because their position has been relocated or has become redundant shall  
be reimbursed for the reasonable relocation costs incurred by the Nurse  
to a maximum of $4,000.  
ARTICLE 33: TRANSITION SUPPORT PROGRAM  
3
3.00 In order to avoid layoffs, Nurses selected in accordance with TSP shall receive a  
severance payment in return for their voluntary resignation. TSP requires that a reduction  
in the staff complement occurs as a result of each TSP severance payment offered.  
1.1  
Voluntary Resignation and Seniority  
Where the Employer intends to reduce the number of Nurses within a classification or  
classification group, and where the Employer has been unable to place Nurses whose  
positions have become redundant, the Employer will offer to Nurses in the affected  
classification or classification group the opportunity to resign with a TSP payment in order  
to avoid the need for layoff(s).  
Where an offer to a classification of Nurses (or classification grouping) for resignation  
results in more volunteers than is required to meet the need, the decision as to who  
receives severance will be determined on the basis of seniority.  
Where the Employer can demonstrate to the Joint Committee on Technological Change  
that the Employer cannot accommodate the resignation of that number of Nurses  
volunteering to resign or that other operational considerations are necessary, the  
Employer reserves the right to restrict the TSP offer. For example, where too many  
volunteers within a classification are from within a single work area, it may not be possible  
to permit all to resign at once. A phase-out procedure may be utilized to maximize the  
number of volunteers who actually resign.  
1.2  
Joint Committee on Technological Change  
The Joint Committee established in accordance with the Agreement will be responsible:  
(
i)  
to determine the classifications within a bargaining unit that are able to be  
considered a classification group for the purposes of this Program. A  
classification group may only include the Classifications requiring the same  
threshold qualifications and abilities.  
Where there are different  
requirements in a classification such as license, registration, certification,  
special skills or supervisory responsibilities, the classifications would not  
normally be grouped.  
131  
(
ii)  
to assess the operational requirements surrounding the Employer’s  
requirement to limit the number of the Nurses to receive voluntary  
resignation offers;  
(
(
iii)  
iv)  
to review and clarify the impact of resignations on service delivery;  
to participate in the process of notifying displaced and laid off Nurses of  
their options under this Program; and  
to address issues that may arise in respect of the interpretation and application of this  
Program.  
1.3  
TSP  
The TSP shall be presented to Nurses on a “window-period” basis, as determined by the  
Employer.  
1.4  
Displacement Process  
Step 1:  
At the point where the Employer decides the number of Nurses within  
a classification or classification group to be reduced, notification will  
be given to the Joint Committee on Technological Change. Following  
Joint Committee consultation, this information shall be made known to  
Nurses within that classification or classification group accompanied  
by a request for indications in writing of interest in voluntary  
resignation.  
Step 2:  
Step 3:  
Nurses shall have seventy-two (72) hours following receipt of the  
notice to submit their Expression of Interest form.  
The Employer will assess the level of interest and determine  
provisional acceptance subject to operational requirements, in  
accordance with item 1.1 of this Program. This determination will be  
made in consultation with the Joint Committee On Technological  
Change and as soon as is reasonably possible following the seventy-  
two (72) hour response time.  
132  
Step 4:  
Nurses shall, within seven (7) days following a meeting with a  
representative of Human Resources, indicate their decision with  
respect to voluntary resignation. The actual date of resignation will  
occur with the agreement of the Employer. Upon resignation, the Nurse  
will be entitled to the TSP payment in accordance with this Program.  
Step 5: (a) Article 32 of the Collective Agreement applies to Nurses whose  
positions are eliminated due to the reduction of the number of  
Nurses in a classification or classification group. These Nurses shall  
be considered to be redundant pursuant to Article 32.12 of the  
Collective Agreement and shall have the rights of a redundant  
Nurse.  
(
b) Any Nurse displaced in accordance with the provisions of the  
Agreement shall be given seventy-two (72) hours to express their  
interest in TSP in accordance with Step 2 above. Those expressing  
an interest will have their application processed in accordance with  
Step 4 above. Where a Nurse declines the TSP opportunity, the  
Layoff and Recall provisions of the Agreement shall apply.  
Step 6: (a) Where the Employer reaches its reduction target through this  
voluntary method, the process would end.  
(
b) Where the number of voluntary resignations with TSP payment is  
less than the number of Nurses in the classification or classification  
group to be reduced, the Employer shall identify those Nurses who  
are subject to layoff. Before any Nurse receives a notice of layoff,  
the employer will notify the Nurse who will have seventy-two (72)  
hours to express an interest in TSP in accordance with Step 2  
above. Those expressing an interest will have their application  
processed in accordance with Step 4 above. Nurses who decline  
the TSP opportunity shall be issued layoff notice in accordance with  
the provisions of the Agreement.  
1.5  
Salary Protection  
Nurse who accept placement in a position at a lower rate of pay, shall have their previous  
rate of pay maintained for such period as set out under this item.  
133  
Where the Nurse’s previous rate of pay exceeds the rate of forty thousand ($40,000) per  
year, that rate of pay shall be maintained for a period of six (6) months from the date of  
placement in the lower-paying position. Thereafter, the Nurse’s protected rate of pay shall  
be reduced by ten (10) percent or the maximum rate of the new classification, or the rate  
of forty thousand ($40,000) per year, whichever is the greater rate. The rate of pay will  
remain at this reduced level (subject to any regular Collective Agreement regulated  
changes) for a further period of twelve (12) months, after which the rate of pay will be  
reduced to the maximum of the lower-paying position.  
Where the Nurse’s previous rate of pay is equal to or less than the rate of forty thousand  
(
$40,000) per year, or less, that rate of pay shall be maintained (subject to any regular  
Collective Agreement regulated changes) for a period of eighteen (18) months, after which  
the rate of pay will be reduced to the maximum of the lower-paying position.  
1.6  
Reduced Hours and TSP Payment  
Nurses who accept an alternate position under this Program and as a result have a  
reduction of hours shall not qualify for a TSP payment.  
1.7  
Release Form  
Nurses accepting voluntary resignation will be required to sign a release statement  
verifying their resignation and agreement to sever any future claim for compensation from  
the Employer or obligation by the Union for further services except as provided in this  
Program in exchange for the TSP payment.  
1.8  
Casual Shifts  
It shall only be for extraordinary operational needs that the Employer will utilize on a casual  
basis, a Nurse who has resigned with a TSP payment under this Program during the period  
covered by the applicable notice payment period.  
1.9  
TSP Severance Payment  
The amount of TSP payment shall be equivalent to four (4) weeks’ regular (i.e. excluding  
overtime) pay for each year of service to a maximum payment of fifty-two (52) weeks’ pay  
and for a minimum payment of eight (8) weeks’ pay. Where there is a partial year of  
service, the TSP payment will be pro-rated on the basis of the number of months of  
service. A Nurse who resigns in accordance with these provisions and is eligible to receive  
a pension under the NSHEPP Pension Plan, the Provincial Superannuation Pension Plan  
or the Canada Pension Plan and commences receiving the pension immediately following  
134  
the completion of the TSP payment, shall also be entitled to receive the Retirement  
Allowance under Article 19 of the Collective Agreement. The maximum combined TSP  
and Retirement allowance payment shall not exceed fifty-two (52) weeks. The retirement  
allowance will be paid to the Nurse at the earliest opportunity in accordance with the  
provisions of the Income Tax Act of Canada.  
1.10 Formula for Part-time Hours  
In determining the extent of the existing part-time relationship of a Nurse at the time of  
resignation, layoff or other application of this program where the hours worked are not  
regular due to working additional shifts, the average of the Nurse’s hours worked during  
the six (6) month period preceding the severance (or average over the preceding period  
of part-time employment where that period is less than six (6) months) will be used.  
1.11 Continuation of Benefits  
Nurses in receipt of a TSP payment will be entitled to continue participation in the  
applicable group insurance and benefit plans for the length of the TSP payment period.  
During such period the contributions will be cost shared in accordance with Article 40.00  
of the collective agreement. It is understood that the Employer’s obligations in this respect  
do not apply to plans for which the Nurse is currently responsible for the full cost of  
contributions.  
1.12 Re-employment Considerations  
It is intended that TSP participants not be re-employed by an acute care employer during  
their TSP payment period. For purposes of this program, acute care employer includes  
the following employers: Nova Scotia Health Authority and Izaak Walton Killam Health  
Centre. A Nurse in receipt of a TSP payment who is re-employed with an acute care  
employer will be required to repay an amount equal to the remaining portion of the TSP  
payment period. The repayment may be achieved through a payroll deduction plan that  
provides for full recovery over a period that is no more than twice the length of the  
remaining TSP payment period or through a lump sum payment. The Nurse has the right  
to determine the method of repayment.  
1.13 Number of Nurses  
Notwithstanding anything in this Agreement, the Employer is only required to provide a  
TSP payment to the same number of Nurses as the Employer has reduced its  
complement.  
1.14 Severance Payment Method  
135  
It is understood that the method of payment of the severance (for example, lump sum or  
incremental payment schemes) shall be determined by the Nurse, provided that the total  
amount of payment is fully paid within the applicable notice payment period (not greater  
than fifty-two (52) weeks). That is, lump sum payments or other incremental payment  
schemes are possible.  
1.15 Transition Services / EAP  
Nurses covered under this program will be allowed to participate in any Regional  
Transition or EAP programs available to health sector Nurses in the province.  
1.16 Transition Allowance  
Nurses who resign with a TSP payment will be eligible for a transition allowance up to a  
maximum of $2,500. This sum may be utilized for one or a combination of the following:  
to assist in offsetting the costs in moving to accept a position with another  
employer, which is located a distance of 50 kilometers or more from the site of  
their previous usual workplace; and  
to cover the cost of participation in employer-approved retraining programs.  
The Employer will not unreasonably withhold such approval.  
In all cases Nurses will require receipts for recovery of expenses. Only expenses incurred  
during the TSP severance payment period following the date of resignation are eligible for  
reimbursement under this Program.  
ARTICLE 34: THE PENSIONS  
34.00 Coverage of Employees  
(
(
a)  
b)  
Nurses who are presently covered by a pension plan shall continue to be covered  
by the terms of that plan, subject to any mutual agreement to the contrary. For  
greater clarity, Nurses shall remain in their current pension plan in the event they  
change positions within the NSHA.  
Nurses newly hired in Public Health Addiction and Continuing Care in the Eastern,  
Northern and Western zones of the NSHA shall be brought under the terms of the  
Nova Scotia Superannuation Pension Plan.  
136  
(
c)  
All other Nurses not presently covered by a pension plan shall be brought under  
the terms of the NSHEPP unless altered by mutual agreement of the parties.  
ARTICLE 35: NURSE PRACTITIONERS  
35.00 Except where specifically provided herein, the provisions of the Collective Agreement  
apply to a Nurse Practitioner as defined in Article 4.15.  
For the purposes of this article, a Nurse Practitioner who works shift work is an NP who is  
scheduled on a work rotation of days, evenings, and night shifts or combinations thereof  
to meet operational requirements.  
35.01 Hours of Work  
(
a)  
A Nurse Practitioner is responsible, through a collaborative scheduling process,  
subject to approval by the Employer, to meet operational requirements which, for  
such Full-Time Nurse Practitioner shall be seventy-five (75) hours over a two (2)  
week period when averaged over a longer period of time (pro-rated for Part-Time).  
The longer period of time used to determine the averaging shall, after consultation  
with the Nurse Practitioner, be defined by the Employer and communicated to the  
Nurse Practitioner.  
(
b)  
Nurse Practitioners who work shift work shall receive the weekends off provided  
by the rotations agreed to between the Employer and the Nurse Practitioner.  
35.02 Nurse Practitioner - Overtime  
A Nurse Practitioner shall be entitled to thirty-seven and one-half (37.5) hours leave with  
pay each fiscal year to recognize occasions where such Nurse Practitioner works in  
excess of seventy-five (75) hours biweekly. Any authorized overtime hours which may  
exceed thirty-seven and one-half (37.5) hours in a fiscal year will be in accordance with  
Article 7.18.  
At such point as the hours may exceed thirty-seven and one-half (37.5), the Nurse  
Practitioner will be responsible to provide an accounting of hours to the Nurse  
Practitioner’s immediate management supervisor.  
137  
This provision is pro-rated for part-time Nurse Practitioners.  
35.03 Nurse Practitioner Permanent Transfer  
A Nurse Practitioner is expected to work within and throughout the community and/or  
population served as defined by the Employer in consultation with the individual Nurse  
Practitioner, none of which is considered a transfer. A transfer occurs for a Nurse  
Practitioner where the Nurse Practitioner changes on a permanent basis the community  
and/or population served. Nurse Practitioners shall only be transferred with the Nurse  
Practitioner’s consent.  
35.04 Nurse Practitioner Position  
Means an individual Nurse Practitioner’s job defined by the Employer in consultation with  
the individual Nurse Practitioner and will include the percentage of full-time hours.  
35.05 Nurse Practitioner - Recognition of Previous Experience  
When a Nurse Practitioner has produced proof or evidence of the Nurse Practitioner’s  
previous satisfactory recent experience as a Nurse Practitioner, placement on the salary  
scale in Appendix “A” shall be in accordance with Article 8.00 A. Recognition of previous  
experience will only be deemed as satisfactory and recent where the Nurse has not been  
away from active nursing in the role of Nurse Practitioner for more than five (5) years.  
One year of satisfactory recent nursing experience in the role of Nurse Practitioner for the  
purpose of initial placement on the salary scale shall be equivalent to 1950 regular hours  
paid.  
Upon completion of the increments from start to year 5, a Nurse Practitioner who provided  
satisfactory proof of a combined total of 25 years of recent Registered Nurse and Nurse  
Practitioner experience will be placed at the 25 year rate for Nurse Practitioners on the  
anniversary date one year after the 5 year rate.  
35.06 Holiday Premium Pay  
A Nurse Practitioner is expected to organize the Nurse Practitioner’s work to provide for  
holidays off. However, if the Employer requires such Nurse Practitioner to work on a  
holiday, Article 10.23 or 10.24, whichever is applicable would apply.  
138  
35.07 Required Education  
When a Nurse Practitioner is required by the Employer to attend courses, the Nurse  
Practitioner shall endeavour to schedule such course(s) into the Nurse Practitioner’s  
regular hours of work.  
Where it is not possible to schedule such required education into the Nurse Practitioner’s  
regular hours of work, the Nurse Practitioner shall be paid in accordance with the  
applicable Appendix “B”:  
B1 – NSNU Nurses NSHA (former DHA 1 - 9)  
B2 – NSGEU Registered Nurses Central Zone (former DHA 9)  
35.08 Nurse Practitioner Work Location  
Means the community and/or population served as defined by the Employer in  
consultation with the individual Nurse Practitioner.  
35.09 Security Measures  
Where a Nurse Practitioner is required to work alone, the Nurse Practitioner shall be  
provided a copy of the Employer’s Working Alone Safety Plan. Such Nurse Practitioners  
shall be provided with a communication device with direct access to 911 for emergency  
situations.  
35.10 Nurse Practitioner Vacation Scheduling  
(
a)  
A Nurse Practitioner is expected to organize and take vacation(s) in collaboration  
with other Nurse Practitioner colleague(s) and/or other care providers in order to  
accommodate coverage for the vacation period. (The coverage must be  
acceptable to the Employer and operational requirements must be met). The Nurse  
Practitioner shall forward the vacation schedule and plan for coverage to the  
Employer at least two (2) months prior to the planned first day of the vacation  
period.  
(
b)  
Where the Nurse Practitioner has not forwarded all vacation periods to the  
Employer by December 1st of a given Fiscal Year, the Employer, in consultation  
with the Nurse Practitioner, may schedule the vacation of a Nurse Practitioner in  
accordance with the operational needs of the Employer.  
139  
35.11 Maximum Hours of Work  
(
(
a)  
b)  
Unless mutually agreed otherwise Nurse Practitioners who work shift work shall  
not be required to work more than a total of sixteen (16) hours (inclusive of regular  
and overtime hours) in a twenty-four (24) hour period beginning at the first (1 )  
st  
hour the Nurse Practitioner reports to work, except in emergency situations.  
A Nurse Practitioner who works more than sixteen (16) hours as set out in Article  
35.11(a), shall be entitled to a rest interval of eight (8) hours before the  
commencement of her or his next shift. The rest interval shall not cause a loss of  
regular pay for the hours not worked on that shift. If mutually agreeable between  
the Nurse Practitioner and the Employer, arrangements in variance to the  
foregoing will be acceptable and will not constitute a violation of this Article.  
35.12 Nurse Practitioner Work Location  
Means the community and/or population served as defined by the Employer in  
consultation with the individual Nurse Practitioner.  
35.13 Nurse Practitioner Trial Period  
Should the successful candidate for a Nurse Practitioner position be chosen from the  
existing staff, the candidate shall be placed on a trial period for four hundred and ninety  
five (495) hours worked in the new position. Following discussion with the Nurse  
Practitioner and the Union, the Employer, with written notice to the Nurse Practitioner  
affected and the Union, may extend the trial period for a total period of up to one thousand  
nine hundred and fifty (1950) hours worked in the position.  
If the Nurse Practitioner proved unsatisfactory in the new position, or chooses to return to  
the Nurse Practitioner’s former position or Casual status, where applicable, during the  
aforementioned trial period, the Nurse Practitioner shall be returned to the Nurse  
Practitioner’s former position or Casual status, where applicable, and salary, without loss  
of Seniority, and any other Nurse (including Nurse Practitioners) promoted or transferred  
because of the rearrangement of positions shall be returned to their former position or  
Casual status, where applicable, and salary without loss of Seniority.  
35.14 Nurse Practitioner Resignation  
A Nurse Practitioner, who does not work shift work as defined in Article 35, shall provide  
a minimum of three (3) months written notice of resignation unless mutually satisfactory  
arrangements are made otherwise. Accrued vacation and holiday shall be paid on the day  
140  
of resignation or on the next regular pay day where the resignation day and pay day are  
not the same.  
35.15 Notwithstanding Article 35.16 (below), the following articles are applicable to Nurse  
Practitioners who work shift work:  
Article 7.00  
Article 7.01  
Article 7.02  
Article 7.16  
Hours of Work  
MOA re: shift length  
Shift start and stop times  
Smoothing  
Article 7.20  
Article 8.06  
Article 8.07  
Meal Allowance  
Shift Premium  
Weekend Premium  
35.16 Exceptions  
The articles not applicable to Nurse Practitioners, except as provided in Article 35 are:  
Article 7.00  
Article 7.01  
Article 7.02  
Article 7.03  
Article 7.04  
Article 7.06  
Article 7.07  
Article 7.08  
Article 7.09  
Article 7.11  
Article 7.12  
Article 7.13  
Article 7.14  
Article 7.15  
Article 7.16  
Article 7.17  
Hours of Work  
MOA for changes in shift length  
Shift start and stop times  
Scheduling Model  
Shift Duration and Rotation changes  
Meal and Rest Breaks  
Maximum Hours of Work  
Posted Schedules  
Changed Schedules  
Consecutive Shifts  
Rotating Shifts  
Minimum hours between shifts  
Days Off  
Weekends Off  
Smoothing  
Nursing Coverage  
141  
Article 7.18  
Article 7.20  
Article 7.21  
Article 7.22  
Article 7.23  
Article 7.24  
Article 7.26  
Article 7.27  
Article 7.29  
Article 7.30  
Article 7.31  
Article 7.32  
Article 7.33  
Article 8.06  
Article 8.07  
Overtime Provisions  
Meal Allowance  
Work Area Specific Casual Lists  
Part-time and Casual Nurse Availability Forms  
“Prior to Posting” – Extra shifts  
Relief Shifts  
Cancelled shifts  
Standby  
Call back while on Standby  
Rest Interval After Call Back  
Compensation when Rest Interval Not Taken  
Remote Consulting on Standby  
Communication Devices  
Shift Premium  
Weekend premium  
Article 10.03 Vacation Scheduling  
Article 10.04 Vacation Request Approval  
Article 10.05 Restriction on Numbers of Nurses on Vacation  
Article 10.06 Unbroken Vacation  
Article 10.22 Holidays – Christmas/New Years  
Article 23.03 Transportation to/from Work  
Article 30  
Article 38  
Casual Nurses  
Long and Short Assignments  
Article 39.07 Overtime for Part Timers  
ARTICLE 36: EMPLOYER’S LIABILITY  
36.00 Employer’s Liability  
The Employer, the Union, and the Nurses agree to be bound by Appendix H.  
ARTICLE 37: TEMPORARY REASSIGNMENT  
3
7.00 In circumstances where there is a staff need in a work area and the capacity to assign  
Nurses from another work area, and the Employer deems the Nurse to be capable of  
performing the required duties, the Employer may in accordance with this Article  
temporarily reassign a Nurse.  
142  
37.01 Temporary Reassignment  
(
a)  
occurs when a Nurse is temporarily assigned by the Employer within the  
Reassignment area:  
(
(
(
i)  
to a different classification and position title; or  
ii)  
iii)  
to a Work Location other than the Nurse’s usual Work Location; or  
to a patient care unit other than a Nurse’s usual patient care unit.  
For the purposes of the Article, “Reassignment Area” means, for a Nurse whose  
worksite is within Halifax Regional Municipality, a driving distance of fifty (50) km from  
the Nurse’s worksite, and for all other Nurses, a driving distance of seventy-five (75) km  
from the Nurse’s worksite.  
(
(
b)  
c)  
Nurses shall only be reassigned for the purpose of meeting operational needs.  
When assigned to a different Work Location, the Nurse shall receive pay for  
traveling time from one Work Location to the other Work Location and be  
reimbursed for approved expenses in accordance with the applicable travel policy  
(
d)  
A Nurse who is temporarily assigned will retain her or his regular hourly rate unless  
she or he is temporarily assigned to a different classification and position title which  
has a pay scale which provides for a higher rate of pay, in which case she or he  
shall receive that higher rate of pay for the duration of the temporary assignment.  
(
e)  
f)  
Any reassignment pursuant to this Article will not affect the Constituent Union of  
the Nurses. The Employer will endeavor to reassign Nurses within the same  
Constituent Union.  
(
The Nurse shall only be reassigned to work where the Employer deems the Nurse  
to be capable of performing the required duties. The Nurse may require orientation  
to the assignment.  
143  
(
(
g)  
h)  
If a situation requires a temporary reassignment, an Employer shall first request  
volunteers for the temporary reassignment. In the event of multiple volunteers, the  
Employer will give preference to seniority provided that the Nurses are of equal  
merit. If no Nurse volunteers, the Employer shall reassign in an equitable manner.  
Voluntary Reassignment Outside Reassignment Area  
Notwithstanding Article 37.01(a), a Nurse may volunteer to accept a  
reassignment outside the Reassignment Area. In that event, the Employer must  
consult with the relevant Union(s) and advise the Nurse of the length of time of  
the reassignment and cover those expenses identified in Article 37.01(c) and  
other travel expenses pursuant to the applicable travel policy. Any extension or  
change in the reassignment must be agreed to by the Nurse with further  
consultation with the Union(s).  
37.02 Emergencies  
If the circumstances are of an urgent nature or an emergency, the Employer may  
reassign Nurses within the same classification or position classification title series,  
pending the completion of the reassignment process as outlined in Article 37.01.  
37.03 Job Postings  
The Employer’s right to fill vacancies in accordance with this provision shall not be used  
to avoid the posting of vacancies in accordance with Article 12. The Employer shall not  
exercise the right to reassign in an unreasonable or arbitrary manner. The Employer may  
post a position in any circumstances in which the Employer deems this warranted.  
37.04 Grievances  
Before a grievance on reassignment is referred to arbitration, the circumstances are to  
be reviewed by the Joint Committee on Technological Change or Zone Labour  
Management Committee (NSHA).  
37.05 Notification to the Union  
The Employer will notify the Zone Labour Management Committee of Nurses reassigned  
pursuant to Article 37.  
144  
ARTICLE 38: LONG AND SHORT ASSIGNMENT  
38.00 Casual Availability List  
The Employer shall maintain a Casual Availability List in accordance with Article 7.21.  
38.01 Nurse(s) on Recall List  
Notwithstanding any provision of this Article, all available casual work shall be first offered  
to a Nurse who has recall rights provided she possesses the necessary qualifications,  
skills, and abilities, as determined by the Employer, reflecting the functions of the job  
concerned. A Nurse on the Recall List may instruct the Employer to remove the Nurse’s  
name from a Work Area Specific Casual List at the time of layoff notice or any time during  
the recall period as specified in Article 32.  
38.02 Long Assignments  
(
a)  
A Long Assignment is non-permanent work of a duration greater than nine (9)  
months and shall be used for the purpose of filling vacancies temporarily vacated  
as a result of long term disability, job-share arrangements, Workers’ Compensation  
leave, and approved leaves of greater than nine (9) months; and for staffing special  
projects.  
(
(
b)  
c)  
Except in the circumstances outlined in paragraph (c) below Long Assignments  
shall be posted in accordance with Article 12.  
Where the Long Assignment is being used to temporarily replace a Nurse on a  
pregnancy-related absence for a continuous period in excess of nine (9) months,  
which includes the total pregnancy leave combined with a Nurse’s parental leave  
and any other related leave, the assignment may be filled in accordance with the  
procedure in Article 38.03. A Nurse on such long assignment shall in all other  
respects be treated as a Nurse on Long Assignment.  
(
(
d)  
e)  
A Permanent Nurse who applies for and accepts a Long Assignment shall maintain  
the Nurse’s permanent status for the duration of that Assignment. Benefits shall  
be pro-rated in accordance with the designation of the Assignment.  
A Casual Nurse who accepts a Long Assignment shall receive fifteen (15) days  
paid vacation leave pro-rated for the designation and the duration of the Nurse’s  
assignment.  
145  
(f)  
Notwithstanding Article 30.15, a Casual Nurse who accepts a Long Assignment  
shall only be excluded from the following benefits:  
(
(
(
(
(
(
(
(
(
(
(
i)  
Leave of Absence for Political Office (Article 9.07)  
Education Leave (Article 9.09)  
ii)  
iii)  
iv)  
v)  
Military Leave (Article 9.14)  
Vacation (Article 10)  
Pregnancy Leave Allowance (Article 13.04)  
Adoption Leave Allowance (Article 13.06)  
Retirement Allowance (Article 19)  
vi)  
vii)  
viii) Long Term Disability (Article 20.00)  
ix)  
x)  
Job Sharing (Article 27)  
Job Security (Article 32)  
Deferred Leave (Appendix D)  
xi)  
(
(
g)  
h)  
All benefits enjoyed by a Casual Nurse in a Long Assignment shall be pro-rated, if  
appropriate, for the designation and duration of the Assignment.  
A Casual Nurse who accepts a Long Assignment shall be entitled to:  
(
(
i)  
Group Insurance (Article 40), Medical Benefits, and at the Casual Nurse’s  
option, Pension (Article 34), so long as the Nurse meets the eligibility  
requirements of the applicable plan, pro-rated for the designation of the  
Long Assignment if the designation of the Long Assignment is .4 FTE but  
less than full time;  
ii)  
Group Insurance (Article 40), Medical/Dental Benefits, and, at the Casual  
Nurse’s option, Pension (Article 34) so long as the Nurse meets the  
eligibility requirements of the applicable plan, if the designation is full time;  
(
i)  
A Casual Nurse who accepts a Long Assignment will be scheduled in accordance  
with Article 7 of this Agreement.  
146  
(
(
j)  
Overtime shall be granted in accordance with Article 7 or Article 39, whichever is  
applicable to the Assignment.  
k)  
When the Long Assignment ends, a Permanent Nurse shall return to the Nurse’s  
former position, or if that position no longer exists, the matter shall be referred to  
the Joint Committee on Technological Change.  
(
(
l)  
When a Long Assignment ends, a Casual Nurse shall return to the Work Area  
Specific Casual List(s).  
m)  
If a Long Assignment or consecutive Long Assignment(s) extends beyond four (4)  
years, a Casual Nurse in such Assignment(s) shall receive all benefits a  
Permanent Nurse would receive.  
38.03 Short Assignments  
(
(
a)  
b)  
A Short Assignment is non-permanent work of a duration of greater than two (2)  
months but not exceeding nine (9) months.  
Short Assignments shall be filled from the Work Area Specific Casual List as  
follows:  
(
(
(
i)  
Nurses on the recall list in order of their seniority;  
Permanent Part-time Nurses in order of their seniority;  
Casual Nurses in order of their seniority.  
ii)  
iii)  
Notwithstanding this language and that the Nurse is on the WASCL, the Employer  
can bypass seniority if it can be demonstrated that the Nurse lacks necessary  
skills, qualifications or abilities for a short assignment.  
(
c)  
If a Short Assignment is not able to be filled in accordance with Article 38.03 it shall  
be posted in accordance with Article 12.  
147  
(
(
d)  
e)  
A Nurse offered a Short Assignment is not required to accept the Assignment.  
A Permanent Nurse who accepts a Short Assignment shall maintain the Nurse’s  
permanent status for the duration of that Assignment. Benefits shall be pro-rated  
for the designation of the Assignment, if applicable.  
(f)  
A Casual Nurse who accepts a Short Assignment shall receive the following  
benefits, prorated, if applicable for the designation of the Assignment:  
(
(
(
i)  
fifteen (15) days’ unpaid vacation per year;  
ii)  
iii)  
Leave for Union Business (Article 5);  
Leaves (Article 9), excluding Pregnancy Leave Allowance, Adoption Leave  
Allowance, General Leave, Leave of Absence for Political Office, Prepaid  
Leave, Military Leave, Education Leave;  
(
(
iv)  
v)  
Sick Leave as applicable under Appendices K - O. For General Leave  
under Appendix L and M, leave for personal illnesses or injuries shall not  
be limited to periods of three (3) days or less (Appendix L, Article NS19.11,  
Appendix M, Article PH22.01, PH20.06, PH20.20);  
Eleven percent (11%) in lieu of benefits.  
(
(
(
g)  
h)  
i)  
A Casual Nurse who accepts a Short Assignment will be scheduled in accordance  
with Article 7 of this Agreement.  
Overtime shall be granted in accordance with Article 7 or Article 39, whichever is  
applicable to the Assignment.  
When a Short Assignment ends, a Permanent Nurse shall return to the Nurse’s  
previous position, or if that position no longer exists, the matter shall be referred to  
the Joint Committee on Technological Change.  
(
j)  
When the Short Assignment ends, a Casual Nurse shall return to the Work Area  
Specific Casual List(s).  
148  
38.04 Part-time Nurses Accepting Assignments of Full-time Hours  
Any part-time Nurse whose name is on a Work Area Specific Casual List(s) shall have the  
Nurse’s name removed from the list(s) during the assignment of full-time hours.  
38.05 Termination of Assignments  
(
(
a)  
b)  
The Employer may terminate a Long Assignment or a Short Assignment, at any  
time.  
If a Long Assignment or a Short Assignment is to be discontinued, the Employer  
shall advise the Nurse in writing not less than ten (10) days prior to the date of  
discontinuance.  
(
c)  
The Employer will notify the Union when a Long Assignment or Short Assignment  
is discontinued.  
38.06 Pay in Lieu of Notice  
Where less notice in writing is given than required in Article 38.05(b), a Nurse shall  
continue to receive pay for the number of days for which the notice was not given.  
38.07 Completion of Assignments  
(
(
a)  
b)  
Subject to paragraph (b), a Nurse who accepts a Long or Short Assignment cannot  
commence another such assignment until the Nurse’s existing assignment is  
completed.  
The restriction above in paragraph (a) will not apply in cases where a subsequent  
assignment arises in the same classification and on the same unit or on a work  
unit where the Nurse would not require additional training or orientation to perform  
the duties of the subsequent assignment.  
38.08 Casuals Placed in Assignments  
(
a)  
A casual Nurse on a full-time Long or Short Assignment shall have the Nurse’s  
name temporarily removed from all Work Area Specific Casual Lists for the  
duration of the Assignment.  
(
b)  
A casual Nurse on a part-time assignment shall be restricted in accordance  
with Article 7.21 (f).  
149  
ARTICLE 39: PART-TIME NURSES  
3
3
3
9.00 Application of Collective Agreement  
Except as specifically provided herein, the provisions of this Agreement shall apply to part-  
time Nurses as defined in Article 4.  
9.01 Entitlement to Benefits  
Part time Nurses will be covered by this Agreement and shall be entitled to benefits pro-  
rated on the basis of hours worked, except as otherwise agreed to by the Parties.  
9.02 Hours Worked  
(
(
a)  
b)  
“Hours worked” for a part-time Nurse shall mean the Nurse’s designated hours of  
work.  
Although not “hours worked” as applicable in this Article, when a part-time Nurses  
works an extra shift or relief shift assignment, she shall receive an additional  
amount over and above her current rate of pay in lieu of benefits.  
i.  
A Part-time Nurse who accrues sick leave credits shall receive an  
additional eleven percent (11%) over and above her current rate of pay in  
lieu of benefits for an extra shift or a relief shift. In addition, she shall accrue  
sick leave credits for the extra shift or relief shift.  
ii.  
A Part-time Nurse who is covered under General Leave and Short Term  
Illness provisions shall receive eleven percent (11%) over and above her  
current rate of pay in lieu of benefits for an extra shift or a relief shift.  
(
c)  
Part-Time Smoothing  
The provisions of Article 7.16 also apply to a “smoothed” Part-Time Nurse. If a  
permanent Part-Time Nurse or part time nurse in a long/short assignment requests,  
and if the Employer agrees, and with no less than thirty (30) days notice to the  
Employer, the Employer shall average (“smooth”) the regular bi-weekly earnings of the  
Nurse based on her designated appointment status. The Nurse shall be scheduled  
over the designated rotation period to average his or her designated appointment.  
Such request shall not be unreasonably denied.  
This provision does not alter the application of Articles 7.21, 7.22, 7.23, or 7.24 to  
a “smoothed” Part-Time Nurse, nor does it remove the right of a “smoothed” Part-  
150  
Time Nurse to overtime compensation for extra or relief shifts, based on actual  
hours worked (rather than hours “smoothed”). No entitlement to overtime will exist  
for regularly scheduled hours within a Part Time Nurse’s smoothed schedule  
pursuant to article 7.04 (e).  
3
3
3
9.03 Earning Entitlements  
For the purposes of earning entitlement to a benefit (e.g., vacation increment, merit  
increments, pregnancy leave, etc.), calendar time of employment will be applicable.  
9.04 Unpaid Leave  
Unpaid leave, such as pregnancy leave, will not be pro-rated as to the length of time  
granted.  
9.05 Bereavement Leave  
A Nurse who has a death in her immediate family shall receive seven (7) calendar days  
leave pursuant to Article 9.04, however, the minimum hours of paid leave shall be pro-  
rated as to the Nurse’s designation. All other bereavement leaves pursuant to Article 9.04  
shall not be pro-rated.  
39.06 Service  
Service of a Part Time Nurse shall be in accordance with Article 4.24.  
39.07 Overtime  
(
(
(
a)  
b)  
c)  
Part-time Nurses will be entitled to overtime compensation in accordance with this  
Agreement when they work in excess of the normal full-time bi-weekly hours.  
Part-time Nurses who are scheduled for a shift of seven (7) or more hours will be  
entitled to overtime compensation for time worked beyond the scheduled hours.  
Part-time Nurses who are scheduled to work a shorter period than the full-time shift  
will be entitled to overtime compensation after they have worked the equivalent of  
a full shift.  
(
d)  
Where part-time Nurses are scheduled to work less than the normal hours per bi-  
weekly period of full-time Nurses in the work unit, straight time rates will be paid  
151  
up to and including the normal work hours in the bi-weekly period of the full-time  
Nurses and overtime rates will be paid for hours worked in excess thereof.  
39.08 Group Insurance  
(
(
(
a)  
b)  
c)  
Part-time Nurses (.4 FTE or greater) will be covered by a medical plan which is  
equivalent in coverage to the health care plan covering full-time Nurses. The  
Employer will pay 65% of the total premium cost for such health care coverage.  
The Nurse agrees to pay 35% of her total premium cost.  
Part-time Nurses (.4 FTE or greater) will be covered by group life insurance with  
benefit entitlement prorated on the basis of hours worked. For example, fifty per  
cent (50%) of the full-time hours in a position with an annual (full-time) salary of  
$30,000 will have her insurance coverage based on $15,000 per annum salary.  
Part-time Nurses are entitled to coverage pursuant to the Long Term Disability  
Plan applicable to full-time Nurses covered by this collective agreement.  
39.09 Pension  
(
(
a)  
b)  
Part-time Nurses who are presently covered by a pension plan shall continue to  
be covered by the terms of that plan.  
Part-time Nurses not presently covered by a pension plan shall be brought under  
the terms of one of the existing plans, as determined by mutual agreement of the  
parties.  
ARTICLE 40: GROUP INSURANCE  
40.00 Group Life and Medical Plans  
The Employer will continue to participate with employees in the provision of group life and  
medical plans as exist at the coming into force of this Agreement unless amended in  
accordance with the rest of this Article. The Employer agrees to pay 65% of the total  
premium cost for all Nurses covered by the health and dental care plans attached hereto  
and forming part of this Agreement.  
152  
40.01 Long Term Disability Plans  
The terms of the long term disability plans, including those changes adopted from time to  
time, shall be deemed incorporated by reference into this collective agreement and shall  
be considered enforceable in the same way as all other provisions of this collective  
agreement. This provision applies to all of the plans in effect as of the signing date of this  
collective agreement, unless otherwise agreed by the parties.  
40.02 Provincial Group Benefits Committee  
A Provincial Group Benefits Committee will provide advice and make recommendations  
regarding the group benefit plan administered by HANS. This includes Basic Life, Health  
and Dental, and Optional Benefits. This does not include the LTD plans or the pension  
plans.  
40.03 Committee Composition  
The Committee shall be comprised of representatives of the unions and employers, as  
follows:  
Four union representatives – each of the four major Unions (CUPE, Unifor, NSNU  
and NSGEU) will select a representative;  
Four employer representatives – these will be selected from both NSHA and IWK  
and employers represented by HANS;  
A representative from the HANS Group Benefits Service will participate in the  
committee on a non-voting, ex-officio basis.  
40.04 Purpose of Committee  
The purpose of the committee is to provide a forum for constructive engagement amongst  
representatives of plan participants, employers and the plan sponsor on issues of  
importance to the group benefits plan, including plan design, administration, and  
communication.  
40.05 Amendment of Benefit Coverage  
The Committee will be consulted on all proposed changes to the content and coverages  
offered under the applicable group benefit plan. Such changes will not be made without  
agreement of the majority of the Committee. The Committee, upon reaching a majority  
153  
position, will forward its recommendation to the HANS Board of Directors for  
implementation.  
4
4
4
0.06 Additional Responsibilities of Committee  
Where in any given fiscal year the plan administrator determines that an ongoing surplus  
has arisen in the plan which is of sufficient magnitude to allow an adjustment of benefits  
the matter will be referred to the Committee for determination.  
0.07 Limitations on Powers of Committee  
The Committee shall not be authorized to make any adjustment to benefits that would  
have the effect of increasing the overall ongoing cost of the plan to employers and  
Employees.  
0.08 Terms of Reference  
The Committee shall operate in accordance with its terms of reference which shall include  
a process to be used to resolve issues which cannot be resolved through consensus  
among the members of the Committee.  
ARTICLE 41: LETTERS OF AGREEMENT AND MEMORANDA OF AGREEMENT  
4
4
4
1.00 Letters of Agreement and Memoranda of Agreement that were in effect between the  
Parties on the date of signing and which are not appended and signed within six (6)  
months of the signing of the Collective Agreement are deemed replaced and therefore  
redundant following the signing of the Collective Agreement.  
1.01 The Union and the Employer agree to work together in the development of a partnership  
for Aboriginal employment similar to the agreement signed between the Union and the  
Government of Canada, and the Government of Nova Scotia pursuant to the Aboriginal  
Workforce Participation Initiative dated November 26, 2006.  
1.02 Letters of Agreement and Memoranda of Agreement that remain in effect, are detailed in  
Appendix “S”.  
154  
ARTICLE 42: TERM OF AGREEMENT  
4
2.00 This Collective Agreement shall be for the period commencing November 1, 2014, and  
ending October 31, 2020, and shall remain in effect from year to year thereafter unless  
one of the Parties hereto notifies the other in writing within a period of not less than sixty  
(
60) working days prior to the automatic renewal date of its intention to revise or amend  
this Agreement or to conclude a new Agreement.  
155  
Appendix “A”  
Classifications and Pay Scales  
156  
APPENDIX “A-1”  
NSNU CLASSIFICATIONS AND PAY SCALES  
Hourly Rates (Approximate Annual Equivalents for Full-Time)  
November 1, 2014 to November 1, 2017  
%
Increase:  
0.00%  
% Increase:  
0.00%  
% Increase:  
1.00%  
% Increase:  
1.50%  
Expired  
Approx.  
Annual Rate  
Nov.01-14  
Approx.  
Annual Rate  
Nov.01-15  
Approx.  
Annual Rate  
Nov.01-16  
Approx.  
Annual Rate  
Nov.01-17  
Approx.  
Annual Rate  
Expired  
Hourly Rate  
Nov.01-14  
Hourly Rate  
Nov.01-15  
Hourly Rate  
Nov.01-16  
Hourly Rate  
Nov.01-17  
Hourly Rate  
Pay Grade  
LPN01  
Classification  
Steps  
LPN-1 (Graduate Practical Nurse)  
Start  
$20.1480  
$39,289  
$20.1480  
$39,289  
$20.1480  
$39,289  
$20.3495  
$39,682  
$20.6547  
$40,277  
LPN02  
LPN-2 (Licensed Practical Nurse)  
Start  
Year 1  
Year 2  
Year 3  
Year 25*  
$23.5918  
$24.1324  
$24.6539  
$25.3373  
$26.2241  
$46,004  
$47,058  
$48,075  
$49,408  
$51,137  
$23.5918  
$24.1324  
$24.6539  
$25.3373  
$26.2241  
$46,004  
$47,058  
$48,075  
$49,408  
$51,137  
$23.5918  
$24.1324  
$24.6539  
$25.3373  
$26.2241  
$46,004  
$47,058  
$48,075  
$49,408  
$51,137  
$23.8277  
$24.3737  
$24.9004  
$25.5907  
$26.4863  
$46,464  
$47,529  
$48,555  
$49,902  
$51,648  
$24.1851  
$24.7393  
$25.2739  
$25.9746  
$26.8836  
$47,161  
$48,241  
$49,284  
$50,651  
$52,423  
Note: * For the Recruitment and Retention Incentive for LPNs,  
entitlement is subject to Article 8.00 C.  
157  
%
Increase:  
0.00%  
% Increase:  
0.00%  
% Increase:  
1.00%  
% Increase:  
1.50%  
Expired  
Approx.  
Annual Rate  
Nov.01-14  
Approx.  
Annual Rate  
Nov.01-15  
Approx.  
Annual Rate  
Nov.01-16  
Approx.  
Annual Rate  
Nov.01-17  
Approx.  
Annual Rate  
Expired  
Hourly Rate  
Nov.01-14  
Hourly Rate  
Nov.01-15  
Hourly Rate  
Nov.01-16  
Hourly Rate  
Nov.01-17  
Hourly Rate  
Pay Grade  
RN01  
Classification  
RN-1  
Steps  
Start  
$29.1852  
$56,911  
$29.1852  
$56,911  
$29.1852  
$56,911  
$29.4771  
$57,480  
$29.9193  
$58,342  
RN02  
RN-2  
Start  
Year 1  
Year 2  
Year 3  
Year 4  
Year 5  
Year 25  
$32.8441  
$33.8169  
$34.9115  
$36.1285  
$37.3878  
$38.6964  
$40.0507  
$64,046  
$65,943  
$68,077  
$70,451  
$72,906  
$75,458  
$78,099  
$32.8441  
$33.8169  
$34.9115  
$36.1285  
$37.3878  
$38.6964  
$40.0507  
$64,046  
$65,943  
$68,077  
$70,451  
$72,906  
$75,458  
$78,099  
$32.8441  
$33.8169  
$34.9115  
$36.1285  
$37.3878  
$38.6964  
$40.0507  
$64,046  
$65,943  
$68,077  
$70,451  
$72,906  
$75,458  
$78,099  
$33.1725  
$34.1551  
$35.2606  
$36.4898  
$37.7617  
$39.0834  
$40.4512  
$64,686  
$66,602  
$68,758  
$71,155  
$73,635  
$76,212  
$78,880  
$33.6701  
$34.6674  
$35.7895  
$37.0371  
$38.3281  
$39.6697  
$41.0580  
$65,657  
$67,601  
$69,790  
$72,222  
$74,740  
$77,356  
$80,063  
RN03  
RN-3  
Start  
Year 1  
Year 2  
Year 3  
Year 4  
Year 5  
Year 25  
$33.7016  
$34.6743  
$35.7689  
$36.9859  
$38.2452  
$39.5837  
$40.9692  
$65,718  
$67,615  
$69,749  
$72,122  
$74,578  
$77,188  
$79,890  
$33.7016  
$34.6743  
$35.7689  
$36.9859  
$38.2452  
$39.5837  
$40.9692  
$65,718  
$67,615  
$69,749  
$72,122  
$74,578  
$77,188  
$79,890  
$33.7016  
$34.6743  
$35.7689  
$36.9859  
$38.2452  
$39.5837  
$40.9692  
$65,718  
$67,615  
$69,749  
$72,122  
$74,578  
$77,188  
$79,890  
$34.0386  
$35.0210  
$36.1266  
$37.3558  
$38.6277  
$39.9795  
$41.3789  
$66,375  
$68,291  
$70,447  
$72,844  
$75,324  
$77,960  
$80,689  
$34.5492  
$35.5463  
$36.6685  
$37.9161  
$39.2071  
$40.5792  
$41.9996  
$67,371  
$69,315  
$71,503  
$73,936  
$76,454  
$79,130  
$81,899  
158  
%
Increase:  
0.00%  
% Increase:  
0.00%  
% Increase:  
1.00%  
% Increase:  
1.50%  
Expired  
Approx.  
Annual Rate  
Nov.01-14  
Approx.  
Annual Rate  
Nov.01-15  
Approx.  
Annual Rate  
Nov.01-16  
Approx.  
Annual Rate  
Nov.01-17  
Approx.  
Annual Rate  
Expired  
Hourly Rate  
Nov.01-14  
Hourly Rate  
Nov.01-15  
Hourly Rate  
Nov.01-16  
Hourly Rate  
Nov.01-17  
Hourly Rate  
Pay Grade  
RN04  
Classification  
RN-4  
Steps  
Start  
Year 1  
Year 2  
Year 3  
Year 4  
Year 5  
Year 25  
$34.5590  
$35.5318  
$36.6263  
$37.8435  
$39.1027  
$40.4713  
$41.8878  
$67,390  
$69,287  
$71,421  
$73,795  
$76,250  
$78,919  
$81,681  
$34.5590  
$35.5318  
$36.6263  
$37.8435  
$39.1027  
$40.4713  
$41.8878  
$67,390  
$69,287  
$71,421  
$73,795  
$76,250  
$78,919  
$81,681  
$34.5590  
$35.5318  
$36.6263  
$37.8435  
$39.1027  
$40.4713  
$41.8878  
$67,390  
$69,287  
$71,421  
$73,795  
$76,250  
$78,919  
$81,681  
$34.9046  
$35.8871  
$36.9926  
$38.2219  
$39.4937  
$40.8760  
$42.3067  
$68,064  
$69,980  
$72,136  
$74,533  
$77,013  
$79,708  
$82,498  
$35.4282  
$36.4254  
$37.5475  
$38.7952  
$40.0861  
$41.4891  
$42.9413  
$69,085  
$71,030  
$73,218  
$75,651  
$78,168  
$80,904  
$83,736  
RN05  
RN-5  
Start  
Year 1  
Year 2  
Year 3  
Year 4  
Year 25  
$38.6111  
$39.9897  
$41.3745  
$42.7588  
$44.2554  
$45.8043  
$75,292  
$77,980  
$80,680  
$83,380  
$86,298  
$89,318  
$38.6111  
$39.9897  
$41.3745  
$42.7588  
$44.2554  
$45.8043  
$75,292  
$77,980  
$80,680  
$83,380  
$86,298  
$89,318  
$38.6111  
$39.9897  
$41.3745  
$42.7588  
$44.2554  
$45.8043  
$75,292  
$77,980  
$80,680  
$83,380  
$86,298  
$89,318  
$38.9972  
$40.3896  
$41.7882  
$43.1864  
$44.6980  
$46.2623  
$76,045  
$78,760  
$81,487  
$84,214  
$87,161  
$90,212  
$39.5822  
$40.9954  
$42.4150  
$43.8342  
$45.3685  
$46.9562  
$77,185  
$79,941  
$82,709  
$85,477  
$88,468  
$91,565  
(
Community Health Nurse)  
159  
%
Increase:  
0.00%  
% Increase:  
0.00%  
% Increase:  
1.00%  
% Increase:  
1.50%  
Expired  
Approx.  
Annual Rate  
Nov.01-14  
Approx.  
Annual Rate  
Nov.01-15  
Approx.  
Annual Rate  
Nov.01-16  
Approx.  
Annual Rate  
Nov.01-17  
Approx.  
Annual Rate  
Expired  
Hourly Rate  
Nov.01-14  
Hourly Rate  
Nov.01-15  
Hourly Rate  
Nov.01-16  
Hourly Rate  
Nov.01-17  
Hourly Rate  
Pay Grade  
RN06  
Classification  
Steps  
RN-6  
Start  
Year 1  
Year 2  
Year 3  
Year 4  
Year 25  
$41.3746  
$42.7588  
$44.1435  
$45.5297  
$47.1232  
$48.7725  
$80,680  
$83,380  
$86,080  
$88,783  
$91,890  
$95,106  
$41.3746  
$42.7588  
$44.1435  
$45.5297  
$47.1232  
$48.7725  
$80,680  
$83,380  
$86,080  
$88,783  
$91,890  
$95,106  
$41.3746  
$42.7588  
$44.1435  
$45.5297  
$47.1232  
$48.7725  
$80,680  
$83,380  
$86,080  
$88,783  
$91,890  
$95,106  
$41.7883  
$43.1864  
$44.5849  
$45.9850  
$47.5944  
$49.2602  
$81,487  
$84,214  
$86,941  
$89,671  
$92,809  
$96,058  
$42.4151  
$43.8342  
$45.2537  
$46.6748  
$48.3083  
$49.9991  
$82,710  
$85,477  
$88,245  
$91,016  
$94,201  
$97,498  
(
Clinical Nurse Educator)  
RN08  
RN-8  
Start  
$37.3240  
$72,782  
$37.3240  
$72,782  
$37.3240  
$72,782  
$37.6972  
$73,510  
$38.2627  
$74,612  
(
Occupational Health Nurse)  
Year 1  
Year 2  
Year 3  
Year 4  
Year 25  
$38.6163  
$39.9084  
$41.2006  
$42.6426  
$44.1351  
$75,302  
$77,821  
$80,341  
$83,153  
$86,063  
$38.6163  
$39.9084  
$41.2006  
$42.6426  
$44.1351  
$75,302  
$77,821  
$80,341  
$83,153  
$86,063  
$38.6163  
$39.9084  
$41.2006  
$42.6426  
$44.1351  
$75,302  
$77,821  
$80,341  
$83,153  
$86,063  
$39.0025  
$40.3075  
$41.6126  
$43.0690  
$44.5765  
$76,055  
$78,600  
$81,145  
$83,985  
$86,924  
$39.5875  
$40.9121  
$42.2368  
$43.7150  
$45.2451  
$77,196  
$79,779  
$82,362  
$85,244  
$88,228  
160  
%
Increase:  
0.00%  
% Increase:  
0.00%  
% Increase:  
1.00%  
% Increase:  
1.50%  
Expired  
Approx.  
Annual Rate  
Nov.01-14  
Approx.  
Annual Rate  
Nov.01-15  
Approx.  
Annual Rate  
Nov.01-16  
Approx.  
Annual Rate  
Nov.01-17  
Approx.  
Annual Rate  
Expired  
Hourly Rate  
Nov.01-14  
Hourly Rate  
Nov.01-15  
Hourly Rate  
Nov.01-16  
Hourly Rate  
Nov.01-17  
Hourly Rate  
Pay Grade  
RN09  
Classification  
Steps  
RN-9  
Start  
Year 1  
Year 2  
Year 3  
Year 4  
Year 25  
$38.6164  
$39.9084  
$41.2006  
$42.4943  
$43.9816  
$45.5210  
$75,302  
$77,821  
$80,341  
$82,864  
$85,764  
$88,766  
$38.6164  
$39.9084  
$41.2006  
$42.4943  
$43.9816  
$45.5210  
$75,302  
$77,821  
$80,341  
$82,864  
$85,764  
$88,766  
$38.6164  
$39.9084  
$41.2006  
$42.4943  
$43.9816  
$45.5210  
$75,302  
$77,821  
$80,341  
$82,864  
$85,764  
$88,766  
$39.0026  
$40.3075  
$41.6126  
$42.9192  
$44.4214  
$45.9762  
$76,055  
$78,600  
$81,145  
$83,693  
$86,622  
$89,654  
$39.5876  
$40.9121  
$42.2368  
$43.5630  
$45.0877  
$46.6658  
$77,196  
$79,779  
$82,362  
$84,948  
$87,921  
$90,998  
(
Enterostomal Therapist;  
Infection Control Nurse)  
NP01  
NP-1  
Start  
$45.8417  
$89,391  
$45.8417  
$89,391  
$45.8417  
$89,391  
$46.3001  
$90,285  
$46.9946  
$91,640  
(
Specialty Nurse Practitioner and  
Primary Health Care Nurse Practitioner)  
Year 1  
Year 2  
Year 3  
Year 4  
Year 5  
Year 25  
$47.2594  
$48.7212  
$50.2280  
$51.7815  
$53.5938  
$55.4696  
$92,156  
$95,006  
$97,945  
$100,974  
$104,508  
$108,166  
$47.2594  
$48.7212  
$50.2280  
$51.7815  
$53.5938  
$55.4696  
$92,156  
$95,006  
$97,945  
$100,974  
$104,508  
$108,166  
$47.2594  
$48.7212  
$50.2280  
$51.7815  
$53.5938  
$55.4696  
$92,156  
$95,006  
$97,945  
$100,974  
$104,508  
$108,166  
$47.7320  
$49.2084  
$50.7303  
$52.2993  
$54.1297  
$56.0243  
$93,077  
$95,956  
$98,924  
$101,984  
$105,553  
$109,247  
$48.4480  
$49.9465  
$51.4913  
$53.0838  
$54.9416  
$56.8647  
$94,474  
$97,396  
$100,408  
$103,513  
$107,136  
$110,886  
161  
162  
APPENDIX “A-1”  
NSNU CLASSIFICATIONS AND PAY SCALES  
Hourly Rates (Approximate Annual Equivalents for Full-Time)  
October 31, 2018 October 31, 2020  
%
Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
Oct.31-18  
Approx.  
Annual Rate  
Nov.1-18  
Approx.  
Annual Rate  
Oct.31-19  
Approx.  
Annual Rate  
Nov.1-19  
Approx.  
Annual Rate  
Oct.31-20  
Approx.  
Annual Rate  
Oct.31-18  
Hourly Rate  
Nov.1-18  
Hourly Rate  
Oct.31-19  
Hourly Rate  
Nov.1-19  
Hourly Rate  
Oct.31-20  
Hourly Rate  
Pay Grade  
LPN01  
Classification  
Steps  
LPN-1 (Graduate Practical Nurse)  
Start  
$20.7580  
$40,478  
$21.0694  
$41,085  
$21.1747  
$41,291  
$21.4923  
$41,910  
$21.5998  
$42,120  
LPN02  
LPN-2 (Licensed Practical Nurse)  
Start  
Year 1  
Year 2  
Year 3  
Year 25*  
$24.3060  
$24.8630  
$25.4003  
$26.1045  
$27.0180  
$47,397  
$48,483  
$49,530  
$50,904  
$52,685  
$24.6706  
$25.2359  
$25.7813  
$26.4961  
$27.4233  
$48,108  
$49,210  
$50,273  
$51,667  
$53,475  
$24.7940  
$25.3621  
$25.9102  
$26.6286  
$27.5604  
$48,349  
$49,456  
$50,524  
$51,926  
$53,743  
$25.1659  
$25.7425  
$26.2989  
$27.0280  
$27.9738  
$49,074  
$50,198  
$51,282  
$52,705  
$54,549  
$25.2917  
$25.8712  
$26.4304  
$27.1631  
$28.1137  
$49,319  
$50,449  
$51,539  
$52,968  
$54,822  
Note: * For the Recruitment and Retention Incentive for LPNs,  
entitlement is subject to Article 8.00 C.  
163  
%
Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
Oct.31-18  
Approx.  
Annual Rate  
Nov.1-18  
Approx.  
Annual Rate  
Oct.31-19  
Approx.  
Annual Rate  
Nov.1-19  
Approx.  
Annual Rate  
Oct.31-20  
Approx.  
Annual Rate  
Oct.31-18  
Hourly Rate  
Nov.1-18  
Hourly Rate  
Oct.31-19  
Hourly Rate  
Nov.1-19  
Hourly Rate  
Oct.31-20  
Hourly Rate  
Pay Grade  
RN01  
Classification  
RN-1  
Steps  
Start  
$30.0689  
$58,634  
$30.5199  
$59,514  
$30.6725  
$59,811  
$31.1326  
$60,708  
$31.2883  
$61,012  
RN02  
RN-2  
Start  
Year 1  
Year 2  
Year 3  
Year 4  
Year 5  
Year 25  
$33.8385  
$34.8407  
$35.9684  
$37.2223  
$38.5197  
$39.8680  
$41.2633  
$65,985  
$67,939  
$70,139  
$72,584  
$75,113  
$77,742  
$80,463  
$34.3461  
$35.3633  
$36.5079  
$37.7806  
$39.0975  
$40.4660  
$41.8822  
$66,975  
$68,958  
$71,191  
$73,672  
$76,240  
$78,909  
$81,670  
$34.5178  
$35.5401  
$36.6904  
$37.9695  
$39.2930  
$40.6683  
$42.0916  
$67,310  
$69,303  
$71,547  
$74,041  
$76,621  
$79,303  
$82,079  
$35.0356  
$36.0732  
$37.2408  
$38.5390  
$39.8824  
$41.2783  
$42.7230  
$68,319  
$70,343  
$72,620  
$75,151  
$77,771  
$80,493  
$83,310  
$35.2108  
$36.2536  
$37.4270  
$38.7317  
$40.0818  
$41.4847  
$42.9366  
$68,661  
$70,694  
$72,983  
$75,527  
$78,160  
$80,895  
$83,726  
RN03  
RN-3  
Start  
Year 1  
Year 2  
Year 3  
Year 4  
Year 5  
Year 25  
$34.7219  
$35.7240  
$36.8518  
$38.1057  
$39.4031  
$40.7821  
$42.2096  
$67,708  
$69,662  
$71,861  
$74,306  
$76,836  
$79,525  
$82,309  
$35.2427  
$36.2599  
$37.4046  
$38.6773  
$39.9941  
$41.3938  
$42.8427  
$68,723  
$70,707  
$72,939  
$75,421  
$77,989  
$80,718  
$83,543  
$35.4189  
$36.4412  
$37.5916  
$38.8707  
$40.1941  
$41.6008  
$43.0569  
$69,067  
$71,061  
$73,304  
$75,798  
$78,378  
$81,122  
$83,961  
$35.9502  
$36.9878  
$38.1555  
$39.4538  
$40.7970  
$42.2248  
$43.7028  
$70,103  
$72,126  
$74,403  
$76,935  
$79,554  
$82,339  
$85,220  
$36.1300  
$37.1727  
$38.3463  
$39.6511  
$41.0010  
$42.4359  
$43.9213  
$70,453  
$72,487  
$74,775  
$77,319  
$79,952  
$82,750  
$85,646  
164  
%
Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
Oct.31-18  
Approx.  
Annual Rate  
Nov.1-18  
Approx.  
Annual Rate  
Oct.31-19  
Approx.  
Annual Rate  
Nov.1-19  
Approx.  
Annual Rate  
Oct.31-20  
Approx.  
Annual Rate  
Oct.31-18  
Hourly Rate  
Nov.1-18  
Hourly Rate  
Oct.31-19  
Hourly Rate  
Nov.1-19  
Hourly Rate  
Oct.31-20  
Hourly Rate  
Pay Grade  
RN04  
Classification  
RN-4  
Steps  
Start  
Year 1  
Year 2  
Year 3  
Year 4  
Year 5  
Year 25  
$35.6053  
$36.6075  
$37.7352  
$38.9892  
$40.2865  
$41.6965  
$43.1560  
$69,430  
$71,385  
$73,584  
$76,029  
$78,559  
$81,308  
$84,154  
$36.1394  
$37.1566  
$38.3012  
$39.5740  
$40.8908  
$42.3219  
$43.8033  
$70,472  
$72,456  
$74,687  
$77,169  
$79,737  
$82,528  
$85,417  
$36.3201  
$37.3424  
$38.4927  
$39.7719  
$41.0953  
$42.5335  
$44.0223  
$70,824  
$72,818  
$75,061  
$77,555  
$80,136  
$82,941  
$85,844  
$36.8649  
$37.9025  
$39.0701  
$40.3685  
$41.7117  
$43.1715  
$44.6826  
$71,887  
$73,910  
$76,187  
$78,719  
$81,338  
$84,185  
$87,131  
$37.0492  
$38.0920  
$39.2655  
$40.5703  
$41.9203  
$43.3874  
$44.9060  
$72,246  
$74,280  
$76,568  
$79,112  
$81,745  
$84,606  
$87,567  
RN05  
RN-5  
Start  
Year 1  
Year 2  
Year 3  
Year 4  
Year 25  
$39.7801  
$41.2004  
$42.6271  
$44.0534  
$45.5953  
$47.1910  
$77,571  
$80,341  
$83,123  
$85,904  
$88,911  
$92,023  
$40.3768  
$41.8184  
$43.2665  
$44.7142  
$46.2792  
$47.8989  
$78,735  
$81,546  
$84,370  
$87,193  
$90,244  
$93,403  
$40.5787  
$42.0275  
$43.4828  
$44.9378  
$46.5106  
$48.1384  
$79,128  
$81,954  
$84,792  
$87,629  
$90,696  
$93,870  
$41.1874  
$42.6579  
$44.1350  
$45.6119  
$47.2083  
$48.8605  
$80,315  
$83,183  
$86,063  
$88,943  
$92,056  
$95,278  
$41.3933  
$42.8712  
$44.3557  
$45.8400  
$47.4443  
$49.1048  
$80,717  
$83,599  
$86,494  
$89,388  
$92,516  
$95,754  
(
Community Health Nurse)  
165  
166  
%
Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
Oct.31-18  
Approx.  
Annual Rate  
Nov.1-18  
Approx.  
Annual Rate  
Oct.31-19  
Approx.  
Annual Rate  
Nov.1-19  
Approx.  
Annual Rate  
Oct.31-20  
Approx.  
Annual Rate  
Oct.31-18  
Hourly Rate  
Nov.1-18  
Hourly Rate  
Oct.31-19  
Hourly Rate  
Nov.1-19  
Hourly Rate  
Oct.31-20  
Hourly Rate  
Pay Grade  
RN06  
Classification  
Steps  
RN-6  
Start  
Year 1  
Year 2  
Year 3  
Year 4  
Year 25  
$42.6272  
$44.0534  
$45.4800  
$46.9082  
$48.5498  
$50.2491  
$83,123  
$85,904  
$88,686  
$91,471  
$94,672  
$97,986  
$43.2666  
$44.7142  
$46.1622  
$47.6118  
$49.2780  
$51.0028  
$84,370  
$87,193  
$90,016  
$92,843  
$96,092  
$99,456  
$43.4829  
$44.9378  
$46.3930  
$47.8499  
$49.5244  
$51.2578  
$84,792  
$87,629  
$90,466  
$93,307  
$96,573  
$99,953  
$44.1351  
$45.6119  
$47.0889  
$48.5676  
$50.2673  
$52.0267  
$86,064  
$88,943  
$91,823  
$94,707  
$98,021  
$101,452  
$44.3558  
$45.8400  
$47.3243  
$48.8104  
$50.5186  
$52.2868  
$86,494  
$89,388  
$92,282  
$95,180  
$98,512  
$101,959  
(
Clinical Nurse Educator)  
RN08  
RN-8  
Start  
$38.4540  
$74,985  
$39.0308  
$76,110  
$39.2260  
$76,491  
$39.8144  
$77,638  
$40.0135  
$78,026  
(
Occupational Health Nurse)  
Year 1  
Year 2  
Year 3  
Year 4  
Year 25  
$39.7854  
$41.1167  
$42.4480  
$43.9336  
$45.4713  
$77,582  
$80,177  
$82,774  
$85,671  
$88,669  
$40.3822  
$41.7335  
$43.0847  
$44.5926  
$46.1534  
$78,745  
$81,380  
$84,015  
$86,956  
$89,999  
$40.5841  
$41.9422  
$43.3001  
$44.8156  
$46.3842  
$79,139  
$81,787  
$84,435  
$87,390  
$90,449  
$41.1929  
$42.5713  
$43.9496  
$45.4878  
$47.0800  
$80,326  
$83,014  
$85,702  
$88,701  
$91,806  
$41.3989  
$42.7842  
$44.1693  
$45.7152  
$47.3154  
$80,728  
$83,429  
$86,130  
$89,145  
$92,265  
167  
%
Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
Oct.31-18  
Approx.  
Annual Rate  
Nov.1-18  
Approx.  
Annual Rate  
Oct.31-19  
Approx.  
Annual Rate  
Nov.1-19  
Approx.  
Annual Rate  
Oct.31-20  
Approx.  
Annual Rate  
Oct.31-18  
Hourly Rate  
Nov.1-18  
Hourly Rate  
Oct.31-19  
Hourly Rate  
Nov.1-19  
Hourly Rate  
Oct.31-20  
Hourly Rate  
Pay Grade  
RN09  
Classification  
Steps  
RN-9  
Start  
Year 1  
Year 2  
Year 3  
Year 4  
Year 25  
$39.7855  
$41.1167  
$42.4480  
$43.7808  
$45.3131  
$46.8991  
$77,582  
$80,177  
$82,774  
$85,373  
$88,361  
$91,453  
$40.3823  
$41.7335  
$43.0847  
$44.4375  
$45.9928  
$47.6026  
$78,746  
$81,380  
$84,015  
$86,653  
$89,686  
$92,825  
$40.5842  
$41.9422  
$43.3001  
$44.6597  
$46.2228  
$47.8406  
$79,139  
$81,787  
$84,435  
$87,087  
$90,135  
$93,289  
$41.1930  
$42.5713  
$43.9496  
$45.3296  
$46.9161  
$48.5582  
$80,326  
$83,014  
$85,702  
$88,393  
$91,487  
$94,689  
$41.3990  
$42.7842  
$44.1693  
$45.5562  
$47.1507  
$48.8010  
$80,728  
$83,429  
$86,130  
$88,835  
$91,944  
$95,162  
(
Enterostomal Therapist;  
Infection Control Nurse)  
NP01  
NP-1  
Start  
$47.2296  
$92,098  
$47.9380  
$93,479  
$48.1777  
$93,947  
$48.9004  
$95,356  
$49.1449  
$95,833  
(
Specialty Nurse Practitioner and  
Primary Health Care Nurse Practitioner)  
Year 1  
Year 2  
Year 3  
Year 4  
Year 5  
Year 25  
$48.6902  
$50.1962  
$51.7488  
$53.3492  
$55.2163  
$57.1490  
$94,946  
$97,883  
$49.4206  
$50.9491  
$52.5250  
$54.1494  
$56.0445  
$58.0062  
$96,370  
$99,351  
$49.6677  
$51.2038  
$52.7876  
$54.4201  
$56.3247  
$58.2962  
$96,852  
$99,848  
$50.4127  
$51.9719  
$53.5794  
$55.2364  
$57.1696  
$59.1706  
$98,305  
$101,345  
$104,480  
$107,711  
$111,481  
$115,383  
$50.6648  
$52.2318  
$53.8473  
$55.5126  
$57.4554  
$59.4665  
$98,796  
$101,852  
$105,002  
$108,250  
$112,038  
$115,960  
$100,910  
$104,031  
$107,672  
$111,441  
$102,424  
$105,591  
$109,287  
$113,112  
$102,936  
$106,119  
$109,834  
$113,678  
168  
NSNU LIST OF POSITIONS BY FORMER DHA  
Note: This list is not exhaustive and may not include new positions and/or new pay classifications  
for positions approved by BUGLM through a Memorandum of Agreement. The Parties  
acknowledge that there may be positions excluded from this list that have not been negotiated by  
the Parties as per Article 8.16.  
Former South Shore District Health Authority  
Graduate Nurse  
RN-1  
RN-2  
RN-2  
RN-2  
RN-2  
RN-2  
RN-2  
RN-2  
RN-2  
RN-2  
RN-3  
RN-3  
RN-3  
RN-3  
RN-3  
RN-3  
RN-4  
RN-4  
RN-4  
RN-5  
RN-6  
RN-9  
Cardiovascular Health Coordinator  
Colorectal Screening Nurse  
Family Practice Nurse  
Palliative Care Consultation Nurse  
Registered Nurse  
RN Case Manager  
Stroke Program Coordinator  
Team Leader  
TIA Rapid Access Clinic RN  
Cancer Care Patient Navigator  
Clinical Leader  
Community Mental Health Nurse  
Diabetes Educator  
Discharge Planner  
RN Team Leader  
Critical Care Resource Nurse  
Patient Safety Coordinator  
Shift Supervisor  
Clinical Nurse Therapist  
Clinical Educator  
RN-Enterostomal Therapist  
169  
Nurse Practitioner  
NP-1  
Former South West Nova District Health Authority  
Graduate Nurse  
RN-1  
RN-2  
RN-2  
RN-2  
RN-2  
RN-2  
RN-3  
RN-3  
RN-3  
RN-3  
RN-3  
RN-3  
RN-3  
RN-4  
RN-4  
RN-4  
RN-5  
RN-6  
RN-9  
NP-1  
Cardiovascular Program Coordinator  
Chronic Kidney Disease Coordinator  
Family Practice Nurse  
Organ and Tissue Coordinator  
Registered Nurse  
Cancer Care Patient Navigator  
Community Mental Health I  
Diabetes Education Nurse  
District Access Coordinator  
Pain Clinic Coordinator  
Registered Nurse Team Leader  
Unit Team Leader  
Clinical Leader  
Community Mental Health II  
Shift Coordinator, Roseway  
Community Mental Health Nurse  
Clinical Resource Nurse  
Enterostomal Therapist  
Nurse Practitioner  
Former Annapolis Valley District Health Authority  
Graduate Nurse  
RN-1  
RN-2  
RN-2  
Clinical Products and Equipment RN  
District Cardiovascular Health Coordinator  
170  
District Organ & Tissue Donation Resource  
Family Practice Nurse  
RN-2  
RN-2  
RN-2  
RN-2  
RN-2  
RN-2  
RN-2  
RN-2  
RN-3  
RN-3  
RN-3  
RN-3  
RN-4  
RN-4  
RN-6  
RN-9  
NP-1  
Pain Clinic Nurse  
Palliative Care Consultation Nurse  
Prenatal Clinic Nurse  
Registered Nurse  
Student Health Nurse  
Unit Coordinator Head Nurse  
Community Mental Health Nurse I  
Diabetes Educator  
District Access Coordinator  
Patient Flow Navigator  
Surgical Information Systems Coordinator  
Community Mental Health Nurse II  
Clinical Resource Nurse  
Enterostomal Therapist  
Nurse Practitioner  
171  
Former Colchester East Hants Health Authority  
Graduate Practical Nurse  
Licensed Practical Nurse  
Graduate Nurse  
LPN-1  
LPN-2  
RN-1  
RN-2  
RN-2  
RN-2  
RN-2  
RN-2  
RN-3  
RN-3  
RN-4  
RN-4  
RN-4  
RN-4  
RN-4  
RN-6  
RN-9  
NP-1  
Family Practice Nurse  
Geriatric Consultation Nurse  
Palliative Care Consultation Nurse  
Registered Nurse  
Telehealth Nurse  
Cancer Patient Navigator  
Urology Clinic Nurse  
Clinical Leader  
Clinical Practice Leader  
Community Mental Health  
Mental Health Clinical Nurse  
Patient Care Leader  
Clinical Nurse Educator  
Enterostomal Therapist  
Nurse Practitioner  
Former Cumberland Health Authority  
Graduate Practical Nurse  
Licensed Practical Nurse  
Certified Grad Nurse (PIO)  
Graduate Nurse  
LPN-1  
LPN-2  
LPN-2  
RN-1  
RN-2  
RN-2  
RN-2  
Cardiovascular Health Coordinator  
Diabetes Educator Unit  
Geriatric Assessor (RN Seniors Health)  
172  
Organ Tissue Coordinator  
Palliative Care Consult Nurse  
Primary Health Practice Register Nurse  
Registered Nurse  
RN-2  
RN-2  
RN-2  
RN-2  
RN-3  
RN-3  
RN-4  
RN-4  
RN-8  
NP-1  
Diabetes Education Coordinator  
District Access Coordinator  
Community Mental Health Nurse  
Patient Care Leader  
Employee Health Nurse  
Nurse Practitioner  
173  
Former Pictou County Health Authority  
Graduate Practical Nurse  
Licensed Practical Nurse  
Graduate Nurse  
LPN-1  
LPN-2  
RN-1  
RN-2  
RN-2  
RN-2  
RN-3  
RN-3  
RN-3  
RN-4  
RN-4  
RN-6  
RN-9  
RN-9  
NP-1  
Chronic Disease Nurse  
OR Utilization Coordinator  
Registered Nurse  
Diabetes Satellite Clinic Nurse  
Patient Navigator (Oncology)  
Urgent Psychiatric Clinic Nurse (UPC)  
Community Mental Health  
Patient Care Leader  
Clinical Educator  
Enterostomal Therapist  
RN – Infection Control  
Nurse Practitioner  
Former Guysborough Antigonish Strait Health Authority  
Graduate Practical Nurse  
Licensed Practical Nurse  
Graduate Nurse  
LPN-1  
LPN-2  
RN-1  
RN-2  
RN-2  
RN-2  
RN-3  
RN-3  
RN-3  
RN-3  
Chronic Disease Nurse  
Family Practice Nurse  
Registered Nurse  
Cancer Care Patient Navigator  
Challenging Behaviour Resource Consultant  
Community Mental Health  
Coordinator, Inpatient Mental Health  
174  
Diabetes Nurse  
RN-3  
RN-3  
RN-3  
RN-3  
RN-3  
RN-4  
RN-4  
RN-4  
RN-4  
RN-4  
RN-9  
NP-1  
Intake/Care Coordinator – Mental Health Services  
Oncology Patient Care Coordinator  
Satellite Dialysis Coordinator  
Telehealth Coordinator –SMRH / Policy Coordinator GASHA  
Clinical Leader (Strait Richmond Site)  
Clinical Leader II  
Crisis Team Coordinator  
District Utilization Coordinator  
Nurse Educator  
RN – Infection Control  
Nurse Practitioner  
Former Cape Breton District Health Authority  
Graduate Nurse  
RN-1  
RN-2  
RN-2  
RN-2  
RN-2  
RN-2  
RN-2  
RN-2  
RN-2  
RN-2  
RN-2  
RN-2  
RN-3  
RN-3  
RN-3  
RN-3  
Cardiovascular Program Coordinator  
Clinical Nurse Trainer  
Family Practice Nurse  
Intake Nurse  
Nursing Clinical Informatics Trainer  
Organ Tissue Donation Resource Nurse  
Pain Clinic Nurse  
Palliative Care Consultation Nurse  
Policy / Procedure Global Trigger Coordinator  
Registered Nurse  
Rural Resource Nurse  
Challenging Behavior Consultant  
Community Mental Health I  
Diabetes Educator  
District Coordinator Cardiovascular Health  
175  
Optimal Care Coordinator RDU  
Organ Tissue Resource Nurse  
Clinical Nurse Leader  
RN-3  
RN-3  
RN-4  
RN-4  
RN-4  
RN-4  
RN-4  
RN-4  
RN-4  
RN-4  
RN-6  
RN-8  
RN-9  
RN-9  
RN-9  
RN-9  
NP-1  
Clinical Resource Nurse  
Community Mental Health II  
Head Nurse LTC  
Nursing Clinical Informatic Specialist  
Pressure Ulcer Awareness  
Registered Nurse Endocrinology  
RN – YHC  
Maternal Child Clinical Nurse Educator  
Occupational Health Nurse  
Clinical Nurse Specialist Mental Health  
Clinical Nurse Specialist Stroke Health  
Enterostomal Therapy Nurse  
RN – Infection Control  
Nurse Practitioner  
176  
Former Capital District Health Authority  
Graduate Practical Nurse  
Licensed Practical Nurse  
Graduate Nurse  
LPN-1  
LPN-2  
RN-1  
RN-2  
RN-2  
RN-3  
RN-3  
RN-4  
RN-4  
RN-5  
RN-6  
RN-9  
NP-1  
Registered Nurse  
Staff Nurse  
Diabetes Educator  
Head Nurse  
Clinical Leader  
Head Nurse  
Community Mental Health Nurse  
Clinical Nurse Educator  
Infection Control  
Nurse Practitioner  
177  
APPENDIX “A-2”  
NSGEU, LOCAL 101  
ALPHABETICAL INDEX OF CLASSIFICATIONS & CORRESPONDING PAY PLAN  
Classification  
Pay Grade  
Cardiovascular Associate  
Clinical Nurse Educator  
NUR 16  
NUR 15  
NUR 11  
Community Mental Health Nurse  
Day Treatment Case Coordinator  
Diabetes Nurse Educator  
Entersotomal Therapist  
NUR  
NUR  
8
7
NUR 12  
NUR  
Grad Nurse non registered  
Group Leader / Critical Care Program  
HIV Infection Control Nurse  
Infection Control Officer  
Nurse Educator (Collaborative)  
Nurse Practitioner  
1
NUR 14  
NUR 12  
NUR 12  
NUR 17  
NUR 19  
NUR 16  
Nurse Practitioner Reentry  
Nurse Rehabilitation Counsellor  
Nursing Informatics Coordinator  
Nursing Informatics Trainer  
Nursing Instructor 1/2  
NUR  
6
NUR 16  
NUR  
NUR  
8
9
Nursing Instructor 3  
NUR 11  
NUR 15  
NUR 10  
Nursing Instructor 4  
Occupational Health Nurse  
Program Unit Nurse 1  
NUR  
NUR  
7
9
Program Unit Nurse 1  
Program Unit Nurse 2  
NUR 10  
178  
Program Unit Nurse 2  
Project Nurse  
NUR 13  
NUR 10  
Public Health Nurse  
Registered Nurse  
NUR  
NUR  
NUR  
NUR  
9
6
7
8
Staffing/MIS Manager  
Transplant Coordinator  
Trauma Registrar  
NUR 10  
179  
APPENDIX “A-2”  
NSGEU, LOCAL 101 - PAY PLAN  
RATES OF PAY - NOVEMBER 1, 2014 to November 1, 2017  
180  
%
Increase:  
0.00%  
% Increase:  
0.00%  
% Increase:  
1.00%  
% Increase:  
1.50%  
Expired  
Approx.  
Annual Rate  
Nov.01-14  
Approx.  
Annual Rate  
Nov.01-15  
Approx.  
Annual Rate  
Nov.01-16  
Approx.  
Annual Rate  
Nov.01-17  
Approx.  
Annual Rate  
Expired  
Hourly Rate  
Nov.01-14  
Hourly Rate  
Nov.01-15  
Hourly Rate  
Nov.01-16  
Hourly Rate  
Nov.01-17  
Hourly Rate  
Pay Grade  
NUR 1  
Classification  
Steps  
Grad Nurse non registered  
1
2
3
4
5
6
$29.1852  
$30.0547  
$31.0492  
$32.1679  
$33.4095  
$34.5789  
$35.7891  
$56,911.13  
$58,606.61  
$60,545.99  
$62,727.41  
$65,148.68  
$67,428.88  
$69,788.71  
$29.1852  
$30.0547  
$31.0492  
$32.1679  
$33.4095  
$34.5789  
$35.7891  
$56,911  
$58,607  
$60,546  
$62,727  
$65,149  
$67,429  
$69,789  
$29.1852  
$30.0547  
$31.0492  
$32.1679  
$33.4095  
$34.5789  
$35.7891  
$56,911  
$58,607  
$60,546  
$62,727  
$65,149  
$67,429  
$69,789  
$29.4771  
$30.3552  
$31.3597  
$32.4896  
$33.7436  
$34.9247  
$36.1470  
$57,480  
$59,193  
$61,151  
$63,355  
$65,800  
$68,103  
$70,487  
$29.9193  
$30.8105  
$31.8301  
$32.9769  
$34.2498  
$35.4486  
$36.6892  
$58,342  
$60,081  
$62,069  
$64,305  
$66,787  
$69,125  
$71,544  
2
5 yr  
NUR 2  
1
2
$29.5745  
$30.4430  
$31.4389  
$32.5566  
$33.7991  
$34.9821  
$36.2064  
$57,670.29  
$59,363.90  
$61,305.78  
$63,485.32  
$65,908.15  
$68,214.93  
$70,602.46  
$29.5745  
$30.4430  
$31.4389  
$32.5566  
$33.7991  
$34.9821  
$36.2064  
$57,670  
$59,364  
$61,306  
$63,485  
$65,908  
$68,215  
$70,602  
$29.5745  
$30.4430  
$31.4389  
$32.5566  
$33.7991  
$34.9821  
$36.2064  
$57,670  
$59,364  
$61,306  
$63,485  
$65,908  
$68,215  
$70,602  
$29.8702  
$30.7474  
$31.7533  
$32.8822  
$34.1371  
$35.3319  
$36.5685  
$58,247  
$59,958  
$61,919  
$64,120  
$66,567  
$68,897  
$71,308  
$30.3183  
$31.2086  
$32.2296  
$33.3754  
$34.6492  
$35.8619  
$37.1170  
$59,121  
$60,857  
$62,848  
$65,082  
$67,566  
$69,931  
$72,378  
3
4
5
6
2
5 yr  
181  
%
Increase:  
0.00%  
% Increase:  
0.00%  
% Increase:  
1.00%  
% Increase:  
1.50%  
Expired  
Approx.  
Annual Rate  
Nov.01-14  
Approx.  
Annual Rate  
Nov.01-15  
Approx.  
Annual Rate  
Nov.01-16  
Approx.  
Annual Rate  
Nov.01-17  
Approx.  
Annual Rate  
Expired  
Hourly Rate  
Nov.01-14  
Hourly Rate  
Nov.01-15  
Hourly Rate  
Nov.01-16  
Hourly Rate  
Nov.01-17  
Hourly Rate  
Pay Grade  
NUR 3  
Classification  
Steps  
1
2
3
4
5
$30.9282  
$31.9239  
$33.0408  
$34.2831  
$35.4830  
$36.7249  
$60,309.89  
$62,251.45  
$64,429.44  
$66,851.95  
$69,191.89  
$71,613.48  
$30.9282  
$31.9239  
$33.0408  
$34.2831  
$35.4830  
$36.7249  
$60,310  
$62,251  
$64,429  
$66,852  
$69,192  
$71,613  
$30.9282  
$31.9239  
$33.0408  
$34.2831  
$35.4830  
$36.7249  
$60,310  
$62,251  
$64,429  
$66,852  
$69,192  
$71,613  
$31.2375  
$32.2431  
$33.3712  
$34.6259  
$35.8378  
$37.0921  
$60,913  
$62,874  
$65,074  
$67,520  
$69,884  
$72,330  
$31.7061  
$32.7267  
$33.8718  
$35.1453  
$36.3754  
$37.6485  
$61,827  
$63,817  
$66,050  
$68,533  
$70,932  
$73,415  
2
5 yr  
NUR 4  
1
2
$31.8112  
$32.6817  
$33.6754  
$34.7937  
$36.0115  
$37.2720  
$62,031.88  
$63,729.23  
$65,667.05  
$67,847.84  
$70,222.52  
$72,680.30  
$31.8112  
$32.6817  
$33.6754  
$34.7937  
$36.0115  
$37.2720  
$62,032  
$63,729  
$65,667  
$67,848  
$70,223  
$72,680  
$31.8112  
$32.6817  
$33.6754  
$34.7937  
$36.0115  
$37.2720  
$62,032  
$63,729  
$65,667  
$67,848  
$70,223  
$72,680  
$32.1293  
$33.0085  
$34.0122  
$35.1416  
$36.3716  
$37.6447  
$62,652  
$64,367  
$66,324  
$68,526  
$70,925  
$73,407  
$32.6112  
$33.5036  
$34.5224  
$35.6687  
$36.9172  
$38.2094  
$63,592  
$65,332  
$67,319  
$69,554  
$71,989  
$74,508  
3
4
5
2
5 yr  
182  
%
Increase:  
0.00%  
% Increase:  
0.00%  
% Increase:  
1.00%  
% Increase:  
1.50%  
Expired  
Approx.  
Annual Rate  
Nov.01-14  
Approx.  
Annual Rate  
Nov.01-15  
Approx.  
Annual Rate  
Nov.01-16  
Approx.  
Annual Rate  
Nov.01-17  
Approx.  
Annual Rate  
Expired  
Hourly Rate  
Nov.01-14  
Hourly Rate  
Nov.01-15  
Hourly Rate  
Nov.01-16  
Hourly Rate  
Nov.01-17  
Hourly Rate  
Pay Grade  
NUR 5  
Classification  
Steps  
1
2
3
4
5
6
$31.8112  
$32.6817  
$33.6754  
$34.7937  
$36.0372  
$37.2985  
$38.6039  
$62,031.88  
$63,729.23  
$65,667.05  
$67,847.84  
$70,272.54  
$72,732.08  
$75,277.70  
$31.8112  
$32.6817  
$33.6754  
$34.7937  
$36.0372  
$37.2985  
$38.6039  
$62,032  
$63,729  
$65,667  
$67,848  
$70,273  
$72,732  
$75,278  
$31.8112  
$32.6817  
$33.6754  
$34.7937  
$36.0372  
$37.2985  
$38.6039  
$62,032  
$63,729  
$65,667  
$67,848  
$70,273  
$72,732  
$75,278  
$32.1293  
$33.0085  
$34.0122  
$35.1416  
$36.3976  
$37.6715  
$38.9899  
$62,652  
$64,367  
$66,324  
$68,526  
$70,975  
$73,459  
$76,030  
$32.6112  
$33.5036  
$34.5224  
$35.6687  
$36.9436  
$38.2366  
$39.5747  
$63,592  
$65,332  
$67,319  
$69,554  
$72,040  
$74,561  
$77,171  
2
5 yr  
1
NUR 6  
Registered Nurse  
Nurse Rehabilitation Counsellor  
$32.6817  
$63,729.23  
$32.6817  
$63,729  
$32.6817  
$63,729  
$33.0085  
$64,367  
$33.5036  
$65,332  
2
3
$33.6754  
$34.7937  
$36.0372  
$37.3239  
$38.6303  
$39.9824  
$65,667.05  
$67,847.84  
$70,272.54  
$72,781.76  
$75,329.12  
$77,965.64  
$33.6754  
$34.7937  
$36.0372  
$37.3239  
$38.6303  
$39.9824  
$65,667  
$67,848  
$70,273  
$72,782  
$75,329  
$77,966  
$33.6754  
$34.7937  
$36.0372  
$37.3239  
$38.6303  
$39.9824  
$65,667  
$67,848  
$70,273  
$72,782  
$75,329  
$77,966  
$34.0122  
$35.1416  
$36.3976  
$37.6971  
$39.0166  
$40.3822  
$66,324  
$68,526  
$70,975  
$73,510  
$76,082  
$78,745  
$34.5224  
$35.6687  
$36.9436  
$38.2626  
$39.6018  
$40.9879  
$67,319  
$69,554  
$72,040  
$74,612  
$77,224  
$79,926  
4
5
6
2
5 yr  
183  
184  
%
Increase:  
0.00%  
% Increase:  
0.00%  
% Increase:  
1.00%  
% Increase:  
1.50%  
Expired  
Approx.  
Annual Rate  
Nov.01-14  
Approx.  
Annual Rate  
Nov.01-15  
Approx.  
Annual Rate  
Nov.01-16  
Approx.  
Annual Rate  
Nov.01-17  
Approx.  
Annual Rate  
Expired  
Hourly Rate  
Nov.01-14  
Hourly Rate  
Nov.01-15  
Hourly Rate  
Nov.01-16  
Hourly Rate  
Nov.01-17  
Hourly Rate  
Pay Grade  
NUR 7  
Classification  
Steps  
Staffing/MIS Manager  
1
2
3
4
5
6
$33.6754  
$34.7937  
$36.0377  
$37.3238  
$38.6162  
$39.9677  
$41.3666  
$65,667.03  
$67,847.72  
$70,273.52  
$72,781.41  
$75,301.59  
$77,937.02  
$80,664.87  
$33.6754  
$34.7937  
$36.0377  
$37.3238  
$38.6162  
$39.9677  
$41.3666  
$65,667  
$67,848  
$70,274  
$72,781  
$75,302  
$77,937  
$80,665  
$33.6754  
$34.7937  
$36.0377  
$37.3238  
$38.6162  
$39.9677  
$41.3666  
$65,667  
$67,848  
$70,274  
$72,781  
$75,302  
$77,937  
$80,665  
$34.0122  
$35.1416  
$36.3981  
$37.6970  
$39.0024  
$40.3674  
$41.7803  
$66,324  
$68,526  
$70,976  
$73,509  
$76,055  
$78,716  
$81,472  
$34.5224  
$35.6687  
$36.9441  
$38.2625  
$39.5874  
$40.9729  
$42.4070  
$67,319  
$69,554  
$72,041  
$74,612  
$77,195  
$79,897  
$82,694  
Diabetes Nurse Educator  
Program Unit Nurse 1  
2
5 yr  
NUR 8  
Transplant Coordinator  
1
2
$36.0372  
$37.3239  
$38.6162  
$39.9084  
$41.3052  
$42.7509  
$70,272.54  
$72,781.76  
$75,301.59  
$77,821.41  
$80,545.16  
$83,364.27  
$36.0372  
$37.3239  
$38.6162  
$39.9084  
$41.3052  
$42.7509  
$70,273  
$72,782  
$75,302  
$77,821  
$80,545  
$83,364  
$36.0372  
$37.3239  
$38.6162  
$39.9084  
$41.3052  
$42.7509  
$70,273  
$72,782  
$75,302  
$77,821  
$80,545  
$83,364  
$36.3976  
$37.6971  
$39.0024  
$40.3075  
$41.7183  
$43.1784  
$70,975  
$73,510  
$76,055  
$78,600  
$81,351  
$84,198  
$36.9436  
$38.2626  
$39.5874  
$40.9121  
$42.3441  
$43.8261  
$72,040  
$74,612  
$77,195  
$79,779  
$82,571  
$85,461  
Nursing Informatics Trainer  
Day Treatment Case Coordinator  
3
4
5
2
5 yr  
185  
186  
%
Increase:  
0.00%  
% Increase:  
0.00%  
% Increase:  
1.00%  
% Increase:  
1.50%  
Expired  
Approx.  
Annual Rate  
Nov.01-14  
Approx.  
Annual Rate  
Nov.01-15  
Approx.  
Annual Rate  
Nov.01-16  
Approx.  
Annual Rate  
Nov.01-17  
Approx.  
Annual Rate  
Expired  
Hourly Rate  
Nov.01-14  
Hourly Rate  
Nov.01-15  
Hourly Rate  
Nov.01-16  
Hourly Rate  
Nov.01-17  
Hourly Rate  
Pay Grade  
NUR 9  
Classification  
Steps  
1
Public Health Nurse  
$36.0809 $65,667.17  
$36.0809  
$37.2791  
$65,667  
$36.0809  
$37.2791  
$65,667  
$36.4417  
$37.6519  
$66,324  
$36.9883  
$38.2167  
$67,319  
Program Unit Nurse 1  
Nursing Instructor 1/2  
$70,357.69  
$70,358  
$70,358  
$71,061  
$72,127  
2
3
$37.2791 $67,847.84  
$67,848  
$67,848  
$68,526  
$69,554  
$
72,694.12  
$72,694  
$72,694  
$73,421  
$74,522  
Annual Salary based upon 1950 hours  
$38.6118 $70,273.62  
$38.6118  
$70,274  
$38.6118  
$70,274  
$38.9979  
$70,976  
$39.5829  
$72,041  
Annual Salary based upon 1820 hours  
$75,293.16  
$75,293  
$75,293  
$76,046  
$77,187  
4
5
6
$39.9897 $72,781.20  
$39.9897  
$41.3745  
$42.8226  
$44.3214  
$72,781  
$39.9897  
$41.3745  
$42.8226  
$44.3214  
$72,781  
$40.3896  
$41.7882  
$43.2508  
$44.7646  
$73,509  
$40.9954  
$42.4150  
$43.8996  
$45.4361  
$74,612  
$
77,979.86  
$77,980  
$77,980  
$78,760  
$79,941  
$41.3745 $75,301.62  
80,680.31  
$75,302  
$75,302  
$76,055  
$77,195  
$
$80,680  
$80,680  
$81,487  
$82,709  
$42.8226 $77,937.18  
83,504.12  
$77,937  
$77,937  
$78,717  
$79,897  
$
$83,504  
$83,504  
$84,339  
$85,604  
2
5 yrs.  
$44.3214 $80,665.02  
86,426.81  
$80,665  
$80,665  
$81,472  
$82,694  
$
$86,427  
$86,427  
$87,291  
$88,600  
NUR 10  
Occupational Health Nurse  
Trauma Registrar  
1
2
3
4
5
$37.3239 $72,781.76  
$38.6162 $75,301.59  
$39.9084 $77,821.41  
$41.2006 $80,341.24  
$37.3239  
$38.6162  
$39.9084  
$41.2006  
$42.6427  
$44.1351  
$72,782  
$75,302  
$77,821  
$80,341  
$83,153  
$86,064  
$37.3239  
$38.6162  
$39.9084  
$41.2006  
$42.6427  
$44.1351  
$72,782  
$75,302  
$77,821  
$80,341  
$83,153  
$86,064  
$37.6971  
$39.0024  
$40.3075  
$41.6126  
$43.0691  
$44.5765  
$73,510  
$76,055  
$78,600  
$81,145  
$83,985  
$86,924  
$38.2626  
$39.5874  
$40.9121  
$42.2368  
$43.7151  
$45.2451  
$74,612  
$77,195  
$79,779  
$82,362  
$85,244  
$88,228  
Program Unit Nurse 2  
Project Nurse  
$42.6427  
$44.1351  
$83,153.18  
$86,063.54  
2
5 yr  
187  
%
Increase:  
0.00%  
% Increase:  
0.00%  
% Increase:  
1.00%  
% Increase:  
1.50%  
Expired  
Approx.  
Annual Rate  
Nov.01-14  
Approx.  
Annual Rate  
Nov.01-15  
Approx.  
Annual Rate  
Nov.01-16  
Approx.  
Annual Rate  
Nov.01-17  
Approx.  
Annual Rate  
Expired  
Hourly Rate  
Nov.01-14  
Hourly Rate  
Nov.01-15  
Hourly Rate  
Nov.01-16  
Hourly Rate  
Nov.01-17  
Hourly Rate  
Pay Grade  
NUR 11  
Classification  
Steps  
Community Mental Health Nurse  
Nursing Instructor 3  
1
2
3
4
5
$38.6111  
$39.9897  
$41.3745  
$42.7588  
$44.2555  
$45.8045  
$75,291.61  
$77,979.86  
$80,680.27  
$83,379.75  
$86,298.04  
$89,318.68  
$38.6111  
$39.9897  
$41.3745  
$42.7588  
$44.2555  
$45.8045  
$75,292  
$77,980  
$80,680  
$83,380  
$86,298  
$89,319  
$38.6111  
$39.9897  
$41.3745  
$42.7588  
$44.2555  
$45.8045  
$75,292  
$77,980  
$80,680  
$83,380  
$86,298  
$89,319  
$38.9972  
$40.3896  
$41.7882  
$43.1864  
$44.6981  
$46.2625  
$76,045  
$78,760  
$81,487  
$84,214  
$87,161  
$90,212  
$39.5822  
$40.9954  
$42.4150  
$43.8342  
$45.3686  
$46.9564  
$77,185  
$79,941  
$82,709  
$85,477  
$88,468  
$91,565  
2
5 yr  
1
NUR 12  
Infection Control Officer  
HIV Infection Control Nurse  
Entersotomal Therapist  
$38.6164 $70,281.77  
$38.6164  
$39.9084  
$70,282  
$38.6164  
$39.9084  
$70,282  
$39.0026  
$40.3075  
$70,985  
$39.5876  
$40.9121  
$72,049  
$75,301.90  
$75,302  
$75,302  
$76,055  
$77,196  
2
$39.9084 $72,633.32  
$72,633  
$72,633  
$73,360  
$74,460  
$
77,821.41  
$77,821  
$77,821  
$78,600  
$79,779  
Annual Salary based upon 1950 hours  
3
$41.2006 $74,985.15  
$41.2006  
$74,985  
$41.2006  
$74,985  
$41.6126  
$75,735  
$42.2368  
$76,871  
Annual Salary based upon 1820 hours  
$80,341.24  
$80,341  
$80,341  
$81,145  
$82,362  
4
5
$42.4943 $77,339.61  
$42.4943  
$43.9816  
$45.5209  
$77,340  
$42.4943  
$43.9816  
$45.5209  
$77,340  
$42.9192  
$44.4214  
$45.9761  
$78,113  
$43.5630  
$45.0877  
$46.6657  
$79,285  
$
82,863.87  
$82,864  
$82,864  
$83,693  
$84,948  
$43.9816 $80,046.50  
85,764.11  
$80,046  
$80,046  
$80,847  
$82,060  
$
$85,764  
$85,764  
$86,622  
$87,921  
2
5 yrs.  
$45.5209 $82,848.00  
88,765.71  
$82,848  
$82,848  
$83,676  
$84,932  
$
$88,766  
$88,766  
$89,653  
$90,998  
188  
%
Increase:  
0.00%  
% Increase:  
0.00%  
% Increase:  
1.00%  
% Increase:  
1.50%  
Expired  
Approx.  
Annual Rate  
Nov.01-14  
Approx.  
Annual Rate  
Nov.01-15  
Approx.  
Annual Rate  
Nov.01-16  
Approx.  
Annual Rate  
Nov.01-17  
Approx.  
Annual Rate  
Expired  
Hourly Rate  
Nov.01-14  
Hourly Rate  
Nov.01-15  
Hourly Rate  
Nov.01-16  
Hourly Rate  
Nov.01-17  
Hourly Rate  
Pay Grade  
NUR 13  
Classification  
Steps  
Program Unit Nurse 2  
1
2
$39.9897 $72,781.20  
$39.9897  
$41.3745  
$72,781  
$75,302  
$39.9897  
$41.3745  
$72,781  
$75,302  
$40.3896  
$41.7882  
$73,509  
$76,055  
$40.9954  
$42.4150  
$74,612  
$77,195  
Annual Salary based upon 1820 hours  
$
41.3745 $75,301.59  
3
4
5
$42.7588 $77,821.10  
$44.1435 $80,341.20  
$42.7588  
$44.1435  
$45.6885  
$47.2877  
$77,821  
$80,341  
$83,153  
$86,063  
$42.7588  
$44.1435  
$45.6885  
$47.2877  
$77,821  
$80,341  
$83,153  
$86,063  
$43.1864  
$44.5849  
$46.1454  
$47.7606  
$78,599  
$81,145  
$83,985  
$86,924  
$43.8342  
$45.2537  
$46.8376  
$48.4770  
$79,778  
$82,362  
$85,244  
$88,228  
$45.6885  
$47.2877  
$83,153.14  
$86,063.50  
2
5 yr  
NUR 14  
Group Leader / Critical Care Program  
1
2
$39.9084 $77,821.41  
$41.2006 $80,341.24  
$42.4945 $82,864.18  
$44.4493 $86,676.20  
$39.9084  
$41.2006  
$42.4945  
$44.4493  
$46.0052  
$47.6153  
$77,821  
$80,341  
$82,864  
$86,676  
$89,710  
$92,850  
$39.9084  
$41.2006  
$42.4945  
$44.4493  
$46.0052  
$47.6153  
$77,821  
$80,341  
$82,864  
$86,676  
$89,710  
$92,850  
$40.3075  
$41.6126  
$42.9194  
$44.8938  
$46.4653  
$48.0915  
$78,600  
$81,145  
$83,693  
$87,543  
$90,607  
$93,778  
$40.9121  
$42.2368  
$43.5632  
$45.5672  
$47.1623  
$48.8129  
$79,779  
$82,362  
$84,948  
$88,856  
$91,966  
$95,185  
3
4
5
$46.0052  
$47.6153  
$89,710.04  
$92,849.71  
2
5 yr  
189  
%
Increase:  
0.00%  
% Increase:  
0.00%  
% Increase:  
1.00%  
% Increase:  
1.50%  
Expired  
Approx.  
Annual Rate  
Nov.01-14  
Approx.  
Annual Rate  
Nov.01-15  
Approx.  
Annual Rate  
Nov.01-16  
Approx.  
Annual Rate  
Nov.01-17  
Approx.  
Annual Rate  
Expired  
Hourly Rate  
Nov.01-14  
Hourly Rate  
Nov.01-15  
Hourly Rate  
Nov.01-16  
Hourly Rate  
Nov.01-17  
Hourly Rate  
Pay Grade  
NUR 15  
Classification  
Steps  
1
Clinical Nurse Educator  
$41.3747 $75,302.02  
$41.3747  
$42.7588  
$75,302  
$41.3747  
$42.7588  
$75,302  
$41.7884  
$43.1864  
$76,055  
$42.4152  
$43.8342  
$77,196  
Nursing Instructor 4  
$80,680.74  
$80,681  
$80,681  
$81,488  
$82,710  
2
3
$42.7588 $77,821.06  
$77,821  
$77,821  
$78,599  
$79,778  
$
83,379.71  
$83,380  
$83,380  
$84,214  
$85,477  
Annual Salary based upon 1950 hours  
$44.1435 $80,341.26  
$44.1435  
$80,341  
$44.1435  
$80,341  
$44.5849  
$81,145  
$45.2537  
$82,362  
Annual Salary based upon 1820 hours  
$86,079.92  
$86,080  
$86,080  
$86,941  
$88,245  
4
5
$45.5296 $82,863.95  
$45.5296  
$47.1233  
$48.7726  
$82,864  
$45.5296  
$47.1233  
$48.7726  
$82,864  
$45.9849  
$47.5945  
$49.2603  
$83,693  
$46.6747  
$48.3084  
$49.9992  
$84,948  
$
88,782.80  
$88,783  
$88,783  
$89,671  
$91,016  
$47.1233 $85,764.40  
91,890.43  
$85,764  
$85,764  
$86,622  
$87,921  
$
$91,890  
$91,890  
$92,809  
$94,201  
2
5 yrs.  
$48.7726 $88,766.11  
95,106.55  
$88,766  
$88,766  
$89,654  
$90,999  
$
$95,107  
$95,107  
$96,058  
$97,498  
NUR 16  
Nurse Practitioner Reentry  
Nursing Informatics Coordinator  
Cardiovascular Associate  
1
2
3
4
5
6
$41.7638 $81,439.43  
$42.7579 $83,377.88  
$43.8751 $85,556.49  
$45.1188 $87,981.81  
$46.4055 $90,490.72  
$48.0297 $93,657.89  
$41.7638  
$42.7579  
$43.8751  
$45.1188  
$46.4055  
$48.0297  
$49.7107  
$81,439  
$83,378  
$85,556  
$87,982  
$90,491  
$93,658  
$96,936  
$41.7638  
$42.7579  
$43.8751  
$45.1188  
$46.4055  
$48.0297  
$49.7107  
$81,439  
$83,378  
$85,556  
$87,982  
$90,491  
$93,658  
$96,936  
$42.1814  
$43.1855  
$44.3139  
$45.5700  
$46.8696  
$48.5100  
$50.2078  
$82,254  
$84,212  
$86,412  
$88,862  
$91,396  
$94,594  
$97,905  
$42.8141  
$43.8333  
$44.9786  
$46.2536  
$47.5726  
$49.2377  
$50.9609  
$83,488  
$85,475  
$87,708  
$90,195  
$92,767  
$96,013  
$99,374  
2
5 yr  
$49.7107  
$96,935.92  
190  
191  
%
Increase:  
0.00%  
% Increase:  
0.00%  
% Increase:  
1.00%  
% Increase:  
1.50%  
Expired  
Approx.  
Annual Rate  
Nov.01-14  
Approx.  
Annual Rate  
Nov.01-15  
Approx.  
Annual Rate  
Nov.01-16  
Approx.  
Annual Rate  
Nov.01-17  
Approx.  
Annual Rate  
Expired  
Hourly Rate  
Nov.01-14  
Hourly Rate  
Nov.01-15  
Hourly Rate  
Nov.01-16  
Hourly Rate  
Nov.01-17  
Hourly Rate  
Pay Grade  
NUR 17  
Classification  
Steps  
1
Nurse Educator (Collaborative)  
$42.7589 $77,821.20  
83,379.86  
$42.7589  
$44.1435  
$77,821  
$42.7589  
$44.1435  
$77,821  
$43.1865  
$44.5849  
$78,599  
$43.8343  
$45.2537  
$79,778  
$
$83,380  
$83,380  
$84,214  
$85,477  
Annual Salary based upon 1950 hours  
2
$44.1435 $80,341.18  
$80,341  
$80,341  
$81,145  
$82,362  
Annual Salary based upon 1820 hours  
$86,079.83  
$86,080  
$86,080  
$86,941  
$88,245  
3
4
5
$45.5296 $82,863.95  
$45.5296  
$47.6244  
$49.2913  
$51.0165  
$82,864  
$45.5296  
$47.6244  
$49.2913  
$51.0165  
$82,864  
$45.9849  
$48.1006  
$49.7842  
$51.5267  
$83,693  
$46.6747  
$48.8221  
$50.5310  
$52.2996  
$84,948  
$
88,782.80  
$88,783  
$88,783  
$89,671  
$91,016  
$47.6244 $86,676.37  
92,867.54  
$86,676  
$86,676  
$87,543  
$88,856  
$
$92,868  
$92,868  
$93,796  
$95,203  
$49.2913 $89,710.05  
96,117.91  
$89,710  
$89,710  
$90,607  
$91,966  
$
$96,118  
$96,118  
$97,079  
$98,535  
2
5 yrs.  
$51.0165 $92,849.90  
99,482.03  
$92,850  
$92,850  
$93,778  
$95,185  
$
$99,482  
$99,482  
$100,477  
$101,984  
NUR 18  
1
2
$44.7467 $81,438.95  
$44.7467  
$45.8119  
$81,439  
$83,378  
$44.7467  
$45.8119  
$81,439  
$83,378  
$45.1942  
$46.2700  
$82,253  
$84,211  
$45.8721  
$46.9641  
$83,487  
$85,475  
Annual Salary based upon 1820 hours  
$45.8119 $83,377.71  
$47.0090 $85,556.34  
$48.3418 $87,982.12  
$49.7201 $90,490.57  
$51.4603 $93,657.74  
3
4
5
6
$47.0090  
$48.3418  
$49.7201  
$51.4603  
$53.2614  
$85,556  
$87,982  
$90,491  
$93,658  
$96,936  
$47.0090  
$48.3418  
$49.7201  
$51.4603  
$53.2614  
$85,556  
$87,982  
$90,491  
$93,658  
$96,936  
$47.4791  
$48.8252  
$50.2173  
$51.9749  
$53.7940  
$86,412  
$88,862  
$91,395  
$94,594  
$97,905  
$48.1913  
$49.5576  
$50.9706  
$52.7545  
$54.6009  
$87,708  
$90,195  
$92,766  
$96,013  
$99,374  
2
5 yr  
$53.2614  
$96,935.76  
192  
%
Increase:  
0.00%  
% Increase:  
0.00%  
% Increase:  
1.00%  
% Increase:  
1.50%  
Expired  
Approx.  
Annual Rate  
Nov.01-14  
Approx.  
Annual Rate  
Nov.01-15  
Approx.  
Annual Rate  
Nov.01-16  
Approx.  
Annual Rate  
Nov.01-17  
Approx.  
Annual Rate  
Expired  
Hourly Rate  
Nov.01-14  
Hourly Rate  
Nov.01-15  
Hourly Rate  
Nov.01-16  
Hourly Rate  
Nov.01-17  
Hourly Rate  
Pay Grade  
NUR 19  
Classification  
Steps  
Nurse Practitioner  
1
2
3
4
5
6
$45.8417  
$47.2594  
$48.7214  
$50.2282  
$89,391.43  
$92,155.70  
$95,006.61  
$97,944.86  
$45.8417  
$47.2594  
$48.7214  
$50.2282  
$51.7812  
$53.5936  
$55.4693  
$89,391  
$92,156  
$95,007  
$97,945  
$100,973  
$104,507  
$108,165  
$45.8417  
$47.2594  
$48.7214  
$50.2282  
$51.7812  
$53.5936  
$55.4693  
$89,391  
$92,156  
$95,007  
$97,945  
$100,973  
$104,507  
$108,165  
$46.3001  
$47.7320  
$49.2086  
$50.7305  
$52.2990  
$54.1295  
$56.0240  
$90,285  
$93,077  
$95,957  
$98,924  
$101,983  
$105,552  
$109,247  
$46.9946  
$48.4480  
$49.9467  
$51.4915  
$53.0835  
$54.9414  
$56.8644  
$91,640  
$94,473  
$97,396  
$100,408  
$103,513  
$107,136  
$110,885  
$51.7812 $100,973.31  
$53.5936 $104,507.38  
$55.4693 $108,165.14  
2
5 yr  
193  
APPENDIX “A-2”  
NSGEU, LOCAL 101 - PAY PLAN  
RATES OF PAY - October 1, 2018 to October 1, 2020  
194  
%
Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
Oct.31-18  
Approx.  
Annual Rate  
Nov.1-18  
Approx.  
Annual Rate  
Oct.31-19  
Approx.  
Annual Rate  
Nov.1-19  
Approx.  
Annual Rate  
Oct.31-20  
Approx.  
Annual Rate  
Oct.31-18  
Hourly Rate  
Nov.1-18  
Hourly Rate  
Oct.31-19  
Hourly Rate  
Nov.1-19  
Hourly Rate  
Oct.31-20  
Hourly Rate  
Pay Grade  
NUR 1  
Classification  
Steps  
Grad Nurse non registered  
1
2
3
4
5
6
$30.0689  
$30.9646  
$31.9893  
$33.1418  
$34.4210  
$35.6258  
$36.8726  
$58,634  
$60,381  
$62,379  
$64,627  
$67,121  
$69,470  
$71,902  
$30.5199  
$31.4291  
$32.4691  
$33.6389  
$34.9373  
$36.1602  
$37.4257  
$59,514  
$61,287  
$63,315  
$65,596  
$68,128  
$70,512  
$72,980  
$30.6725  
$31.5862  
$32.6314  
$33.8071  
$35.1120  
$36.3410  
$37.6128  
$59,811  
$61,593  
$63,631  
$65,924  
$68,469  
$70,865  
$73,345  
$31.1326  
$32.0600  
$33.1209  
$34.3142  
$35.6387  
$36.8861  
$38.1770  
$60,708  
$62,517  
$64,586  
$66,913  
$69,496  
$71,928  
$74,445  
$31.2883  
$32.2203  
$33.2865  
$34.4858  
$35.8169  
$37.0705  
$38.3679  
$61,012  
$62,830  
$64,909  
$67,247  
$69,843  
$72,288  
$74,817  
2
5 yr  
NUR 2  
1
2
$30.4699  
$31.3646  
$32.3907  
$33.5423  
$34.8224  
$36.0412  
$37.3026  
$59,416  
$61,161  
$63,162  
$65,407  
$67,904  
$70,280  
$72,740  
$30.9269  
$31.8351  
$32.8766  
$34.0454  
$35.3447  
$36.5818  
$37.8621  
$60,308  
$62,079  
$64,109  
$66,388  
$68,922  
$71,334  
$73,831  
$31.0815  
$31.9943  
$33.0410  
$34.2156  
$35.5214  
$36.7647  
$38.0514  
$60,609  
$62,389  
$64,430  
$66,720  
$69,267  
$71,691  
$74,200  
$31.5477  
$32.4742  
$33.5366  
$34.7288  
$36.0542  
$37.3162  
$38.6222  
$61,518  
$63,325  
$65,396  
$67,721  
$70,306  
$72,766  
$75,313  
$31.7054  
$32.6366  
$33.7043  
$34.9024  
$36.2345  
$37.5028  
$38.8153  
$61,826  
$63,641  
$65,723  
$68,060  
$70,657  
$73,130  
$75,690  
3
4
5
6
2
5 yr  
195  
%
Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
Oct.31-18  
Approx.  
Annual Rate  
Nov.1-18  
Approx.  
Annual Rate  
Oct.31-19  
Approx.  
Annual Rate  
Nov.1-19  
Approx.  
Annual Rate  
Oct.31-20  
Approx.  
Annual Rate  
Oct.31-18  
Hourly Rate  
Nov.1-18  
Hourly Rate  
Oct.31-19  
Hourly Rate  
Nov.1-19  
Hourly Rate  
Oct.31-20  
Hourly Rate  
Pay Grade  
NUR 3  
Classification  
Steps  
1
2
3
4
5
$31.8646  
$32.8903  
$34.0412  
$35.3210  
$36.5573  
$37.8367  
$62,136  
$64,136  
$66,380  
$68,876  
$71,287  
$73,782  
$32.3426  
$33.3837  
$34.5518  
$35.8508  
$37.1057  
$38.4043  
$63,068  
$65,098  
$67,376  
$69,909  
$72,356  
$74,888  
$32.5043  
$33.5506  
$34.7246  
$36.0301  
$37.2912  
$38.5963  
$63,383  
$65,424  
$67,713  
$70,259  
$72,718  
$75,263  
$32.9919  
$34.0539  
$35.2455  
$36.5706  
$37.8506  
$39.1752  
$64,334  
$66,405  
$68,728  
$71,313  
$73,809  
$76,392  
$33.1569  
$34.2242  
$35.4217  
$36.7535  
$38.0399  
$39.3711  
$64,656  
$66,737  
$69,072  
$71,669  
$74,178  
$76,774  
2
5 yr  
NUR 4  
1
2
$32.7743  
$33.6711  
$34.6950  
$35.8470  
$37.1018  
$38.4004  
$63,910  
$65,659  
$67,655  
$69,902  
$72,349  
$74,881  
$33.2659  
$34.1762  
$35.2154  
$36.3847  
$37.6583  
$38.9764  
$64,869  
$66,644  
$68,670  
$70,951  
$73,434  
$76,004  
$33.4322  
$34.3471  
$35.3915  
$36.5666  
$37.8466  
$39.1713  
$65,193  
$66,977  
$69,013  
$71,305  
$73,801  
$76,384  
$33.9337  
$34.8623  
$35.9224  
$37.1151  
$38.4143  
$39.7589  
$66,171  
$67,981  
$70,049  
$72,375  
$74,908  
$77,530  
$34.1034  
$35.0366  
$36.1020  
$37.3007  
$38.6064  
$39.9577  
$66,502  
$68,321  
$70,399  
$72,737  
$75,283  
$77,917  
3
4
5
2
5 yr  
196  
%
Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
Oct.31-18  
Approx.  
Annual Rate  
Nov.1-18  
Approx.  
Annual Rate  
Oct.31-19  
Approx.  
Annual Rate  
Nov.1-19  
Approx.  
Annual Rate  
Oct.31-20  
Approx.  
Annual Rate  
Oct.31-18  
Hourly Rate  
Nov.1-18  
Hourly Rate  
Oct.31-19  
Hourly Rate  
Nov.1-19  
Hourly Rate  
Oct.31-20  
Hourly Rate  
Pay Grade  
NUR 5  
Classification  
Steps  
1
2
3
4
5
6
$32.7743  
$33.6711  
$34.6950  
$35.8470  
$37.1283  
$38.4278  
$39.7726  
$63,910  
$65,659  
$67,655  
$69,902  
$72,400  
$74,934  
$77,557  
$33.2659  
$34.1762  
$35.2154  
$36.3847  
$37.6852  
$39.0042  
$40.3692  
$64,869  
$66,644  
$68,670  
$70,951  
$73,486  
$76,058  
$78,720  
$33.4322  
$34.3471  
$35.3915  
$36.5666  
$37.8736  
$39.1992  
$40.5710  
$65,193  
$66,977  
$69,013  
$71,305  
$73,854  
$76,438  
$79,114  
$33.9337  
$34.8623  
$35.9224  
$37.1151  
$38.4417  
$39.7872  
$41.1796  
$66,171  
$67,981  
$70,049  
$72,375  
$74,961  
$77,585  
$80,300  
$34.1034  
$35.0366  
$36.1020  
$37.3007  
$38.6339  
$39.9861  
$41.3855  
$66,502  
$68,321  
$70,399  
$72,737  
$75,336  
$77,973  
$80,702  
2
5 yr  
1
NUR 6  
Registered Nurse  
Nurse Rehabilitation Counsellor  
$33.6711  
$65,659  
$34.1762  
$66,644  
$34.3471  
$66,977  
$34.8623  
$67,981  
$35.0366  
$68,321  
2
3
$34.6950  
$35.8470  
$37.1283  
$38.4539  
$39.7998  
$41.1928  
$67,655  
$69,902  
$72,400  
$74,985  
$77,610  
$80,326  
$35.2154  
$36.3847  
$37.6852  
$39.0307  
$40.3968  
$41.8107  
$68,670  
$70,951  
$73,486  
$76,110  
$78,774  
$81,531  
$35.3915  
$36.5666  
$37.8736  
$39.2259  
$40.5988  
$42.0198  
$69,013  
$71,305  
$73,854  
$76,491  
$79,168  
$81,939  
$35.9224  
$37.1151  
$38.4417  
$39.8143  
$41.2078  
$42.6501  
$70,049  
$72,375  
$74,961  
$77,638  
$80,355  
$83,168  
$36.1020  
$37.3007  
$38.6339  
$40.0134  
$41.4138  
$42.8634  
$70,399  
$72,737  
$75,336  
$78,026  
$80,757  
$83,584  
4
5
6
2
5 yr  
197  
198  
%
Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
Oct.31-18  
Approx.  
Annual Rate  
Nov.1-18  
Approx.  
Annual Rate  
Oct.31-19  
Approx.  
Annual Rate  
Nov.1-19  
Approx.  
Annual Rate  
Oct.31-20  
Approx.  
Annual Rate  
Oct.31-18  
Hourly Rate  
Nov.1-18  
Hourly Rate  
Oct.31-19  
Hourly Rate  
Nov.1-19  
Hourly Rate  
Oct.31-20  
Hourly Rate  
Pay Grade  
NUR 7  
Classification  
Steps  
Staffing/MIS Manager  
1
2
3
4
5
6
$34.6950  
$35.8470  
$37.1288  
$38.4538  
$39.7853  
$41.1778  
$42.6190  
$67,655  
$69,902  
$72,401  
$74,985  
$77,581  
$80,297  
$83,107  
$35.2154  
$36.3847  
$37.6857  
$39.0306  
$40.3821  
$41.7955  
$43.2583  
$68,670  
$70,950  
$73,487  
$76,110  
$78,745  
$81,501  
$84,354  
$35.3915  
$36.5666  
$37.8741  
$39.2258  
$40.5840  
$42.0045  
$43.4746  
$69,013  
$71,305  
$73,855  
$76,490  
$79,139  
$81,909  
$84,775  
$35.9224  
$37.1151  
$38.4422  
$39.8142  
$41.1928  
$42.6346  
$44.1267  
$70,049  
$72,375  
$74,962  
$77,638  
$80,326  
$83,137  
$86,047  
$36.1020  
$37.3007  
$38.6344  
$40.0133  
$41.3988  
$42.8478  
$44.3473  
$70,399  
$72,737  
$75,337  
$78,026  
$80,728  
$83,553  
$86,477  
Diabetes Nurse Educator  
Program Unit Nurse 1  
2
5 yr  
NUR 8  
Transplant Coordinator  
1
2
$37.1283  
$38.4539  
$39.7853  
$41.1167  
$42.5558  
$44.0452  
$72,400  
$74,985  
$77,581  
$80,178  
$82,984  
$85,888  
$37.6852  
$39.0307  
$40.3821  
$41.7335  
$43.1941  
$44.7059  
$73,486  
$76,110  
$78,745  
$81,380  
$84,228  
$87,177  
$37.8736  
$39.2259  
$40.5840  
$41.9422  
$43.4101  
$44.9294  
$73,854  
$76,491  
$79,139  
$81,787  
$84,650  
$87,612  
$38.4417  
$39.8143  
$41.1928  
$42.5713  
$44.0613  
$45.6033  
$74,961  
$77,638  
$80,326  
$83,014  
$85,919  
$88,927  
$38.6339  
$40.0134  
$41.3988  
$42.7842  
$44.2816  
$45.8313  
$75,336  
$78,026  
$80,728  
$83,429  
$86,349  
$89,371  
Nursing Informatics Trainer  
Day Treatment Case Coordinator  
3
4
5
2
5 yr  
199  
200  
%
Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
Oct.31-18  
Approx.  
Annual Rate  
Nov.1-18  
Approx.  
Annual Rate  
Oct.31-19  
Approx.  
Annual Rate  
Nov.1-19  
Approx.  
Annual Rate  
Oct.31-20  
Approx.  
Annual Rate  
Oct.31-18  
Hourly Rate  
Nov.1-18  
Hourly Rate  
Oct.31-19  
Hourly Rate  
Nov.1-19  
Hourly Rate  
Oct.31-20  
Hourly Rate  
Pay Grade  
NUR 9  
Classification  
Steps  
1
Public Health Nurse  
$37.1732  
$38.4078  
$67,655  
$37.7308  
$38.9839  
$68,670  
$37.9195  
$39.1788  
$69,013  
$38.4883  
$39.7665  
$70,049  
$38.6807  
$39.9653  
$70,399  
Program Unit Nurse 1  
Nursing Instructor 1/2  
$72,488  
$73,575  
$73,943  
$75,052  
$75,427  
2
3
$69,902  
$70,951  
$71,305  
$72,375  
$72,737  
$
74,895  
$76,018  
$76,399  
$77,544  
$77,932  
Annual Salary based upon 1950 hours  
$39.7808  
$72,401  
$40.3775  
$73,487  
$40.5794  
$73,855  
$41.1881  
$74,962  
$41.3940  
$75,337  
Annual Salary based upon 1820 hours  
$77,573  
$78,736  
$79,130  
$80,317  
$80,719  
4
5
6
$41.2004  
$42.6271  
$44.1191  
$45.6633  
$74,985  
$41.8184  
$43.2665  
$44.7809  
$46.3482  
$76,109  
$42.0275  
$43.4828  
$45.0048  
$46.5799  
$76,490  
$42.6579  
$44.1350  
$45.6799  
$47.2786  
$77,637  
$42.8712  
$44.3557  
$45.9083  
$47.5150  
$78,026  
$
80,341  
$81,546  
$81,954  
$83,183  
$83,599  
$77,581  
83,123  
$78,745  
$79,139  
$80,326  
$80,728  
$
$84,370  
$84,792  
$86,064  
$86,494  
$80,297  
86,032  
$81,501  
$81,909  
$83,137  
$83,553  
$
$87,323  
$87,759  
$89,076  
$89,521  
2
5 yrs.  
$83,107  
89,043  
$84,354  
$84,776  
$86,047  
$86,477  
$
$90,379  
$90,831  
$92,193  
$92,654  
NUR 10  
Occupational Health Nurse  
Trauma Registrar  
1
2
3
4
5
$38.4539  
$39.7853  
$41.1167  
$42.4480  
$43.9337  
$45.4713  
$74,985  
$77,581  
$80,178  
$82,774  
$85,671  
$88,669  
$39.0307  
$40.3821  
$41.7335  
$43.0847  
$44.5927  
$46.1534  
$76,110  
$78,745  
$81,380  
$84,015  
$86,956  
$89,999  
$39.2259  
$40.5840  
$41.9422  
$43.3001  
$44.8157  
$46.3842  
$76,491  
$79,139  
$81,787  
$84,435  
$87,391  
$90,449  
$39.8143  
$41.1928  
$42.5713  
$43.9496  
$45.4879  
$47.0800  
$77,638  
$80,326  
$83,014  
$85,702  
$88,701  
$91,806  
$40.0134  
$41.3988  
$42.7842  
$44.1693  
$45.7153  
$47.3154  
$78,026  
$80,728  
$83,429  
$86,130  
$89,145  
$92,265  
Program Unit Nurse 2  
Project Nurse  
2
5 yr  
201  
202  
%
Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
Oct.31-18  
Approx.  
Annual Rate  
Nov.1-18  
Approx.  
Annual Rate  
Oct.31-19  
Approx.  
Annual Rate  
Nov.1-19  
Approx.  
Annual Rate  
Oct.31-20  
Approx.  
Annual Rate  
Oct.31-18  
Hourly Rate  
Nov.1-18  
Hourly Rate  
Oct.31-19  
Hourly Rate  
Nov.1-19  
Hourly Rate  
Oct.31-20  
Hourly Rate  
Pay Grade  
NUR 11  
Classification  
Steps  
Community Mental Health Nurse  
Nursing Instructor 3  
1
2
3
4
5
$39.7801  
$41.2004  
$42.6271  
$44.0534  
$45.5954  
$47.1912  
$77,571  
$80,341  
$83,123  
$85,904  
$88,911  
$92,023  
$40.3768  
$41.8184  
$43.2665  
$44.7142  
$46.2793  
$47.8991  
$78,735  
$81,546  
$84,370  
$87,193  
$90,244  
$93,403  
$40.5787  
$42.0275  
$43.4828  
$44.9378  
$46.5107  
$48.1386  
$79,128  
$81,954  
$84,792  
$87,629  
$90,696  
$93,870  
$41.1874  
$42.6579  
$44.1350  
$45.6119  
$47.2084  
$48.8607  
$80,315  
$83,183  
$86,063  
$88,943  
$92,056  
$95,278  
$41.3933  
$42.8712  
$44.3557  
$45.8400  
$47.4444  
$49.1050  
$80,717  
$83,599  
$86,494  
$89,388  
$92,516  
$95,755  
2
5 yr  
1
NUR 12  
Infection Control Officer  
HIV Infection Control Nurse  
Entersotomal Therapist  
$39.7855  
$41.1167  
$72,410  
$40.3823  
$41.7335  
$73,496  
$40.5842  
$41.9422  
$73,863  
$41.1930  
$42.5713  
$74,971  
$41.3990  
$42.7842  
$75,346  
$77,582  
$78,745  
$79,139  
$80,326  
$80,728  
2
$74,832  
$75,955  
$76,335  
$77,480  
$77,867  
$
80,178  
$81,380  
$81,787  
$83,014  
$83,429  
Annual Salary based upon 1950 hours  
3
$42.4480  
$77,255  
$43.0847  
$78,414  
$43.3001  
$78,806  
$43.9496  
$79,988  
$44.1693  
$80,388  
Annual Salary based upon 1820 hours  
$82,774  
$84,015  
$84,435  
$85,702  
$86,130  
4
5
$43.7808  
$45.3131  
$46.8990  
$79,681  
$44.4375  
$45.9928  
$47.6025  
$80,876  
$44.6597  
$46.2228  
$47.8405  
$81,281  
$45.3296  
$46.9161  
$48.5581  
$82,500  
$45.5562  
$47.1507  
$48.8009  
$82,912  
$
85,373  
$86,653  
$87,086  
$88,393  
$88,835  
$82,470  
88,361  
$83,707  
$84,126  
$85,387  
$85,814  
$
$89,686  
$90,135  
$91,487  
$91,944  
2
5 yrs.  
$85,356  
91,453  
$86,637  
$87,070  
$88,376  
$88,818  
$
$92,825  
$93,289  
$94,688  
$95,162  
203  
%
Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
Oct.31-18  
Approx.  
Annual Rate  
Nov.1-18  
Approx.  
Annual Rate  
Oct.31-19  
Approx.  
Annual Rate  
Nov.1-19  
Approx.  
Annual Rate  
Oct.31-20  
Approx.  
Annual Rate  
Oct.31-18  
Hourly Rate  
Nov.1-18  
Hourly Rate  
Oct.31-19  
Hourly Rate  
Nov.1-19  
Hourly Rate  
Oct.31-20  
Hourly Rate  
Pay Grade  
NUR 13  
Classification  
Steps  
Program Unit Nurse 2  
1
2
$41.2004  
$42.6271  
$74,985  
$77,581  
$41.8184  
$43.2665  
$76,109  
$78,745  
$42.0275  
$43.4828  
$76,490  
$79,139  
$42.6579  
$44.1350  
$77,637  
$80,326  
$42.8712  
$44.3557  
$78,026  
$80,728  
Annual Salary based upon 1820 hours  
3
4
5
$44.0534  
$45.4800  
$47.0718  
$48.7194  
$80,177  
$82,774  
$85,671  
$88,669  
$44.7142  
$46.1622  
$47.7779  
$49.4502  
$81,380  
$84,015  
$86,956  
$89,999  
$44.9378  
$46.3930  
$48.0168  
$49.6975  
$81,787  
$84,435  
$87,390  
$90,449  
$45.6119  
$47.0889  
$48.7371  
$50.4430  
$83,014  
$85,702  
$88,701  
$91,806  
$45.8400  
$47.3243  
$48.9808  
$50.6952  
$83,429  
$86,130  
$89,145  
$92,265  
2
5 yr  
NUR 14  
Group Leader / Critical Care Program  
1
2
$41.1167  
$42.4480  
$43.7810  
$45.7950  
$47.3981  
$49.0570  
$80,178  
$82,774  
$85,373  
$89,300  
$92,426  
$95,661  
$41.7335  
$43.0847  
$44.4377  
$46.4819  
$48.1091  
$49.7929  
$81,380  
$84,015  
$86,654  
$90,640  
$93,812  
$97,096  
$41.9422  
$43.3001  
$44.6599  
$46.7143  
$48.3496  
$50.0419  
$81,787  
$84,435  
$87,087  
$91,093  
$94,282  
$97,581  
$42.5713  
$43.9496  
$45.3298  
$47.4150  
$49.0748  
$50.7925  
$83,014  
$85,702  
$88,393  
$92,459  
$95,696  
$99,045  
$42.7842  
$44.1693  
$45.5564  
$47.6521  
$49.3202  
$51.0465  
$83,429  
$86,130  
$88,835  
$92,922  
$96,174  
$99,540  
3
4
5
2
5 yr  
204  
205  
206  
%
Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
Oct.31-18  
Approx.  
Annual Rate  
Nov.1-18  
Approx.  
Annual Rate  
Oct.31-19  
Approx.  
Annual Rate  
Nov.1-19  
Approx.  
Annual Rate  
Oct.31-20  
Approx.  
Annual Rate  
Oct.31-18  
Hourly Rate  
Nov.1-18  
Hourly Rate  
Oct.31-19  
Hourly Rate  
Nov.1-19  
Hourly Rate  
Oct.31-20  
Hourly Rate  
Pay Grade  
NUR 15  
Classification  
Steps  
1
Clinical Nurse Educator  
$42.6273  
$44.0534  
$77,582  
$43.2667  
$44.7142  
$78,746  
$43.4830  
$44.9378  
$79,139  
$44.1352  
$45.6119  
$80,326  
$44.3559  
$45.8400  
$80,728  
Nursing Instructor 4  
$83,123  
$84,370  
$84,792  
$86,064  
$86,494  
2
3
$80,177  
$81,380  
$81,787  
$83,014  
$83,429  
$
85,904  
$87,193  
$87,629  
$88,943  
$89,388  
Annual Salary based upon 1950 hours  
$45.4800  
$82,774  
$46.1622  
$84,015  
$46.3930  
$84,435  
$47.0889  
$85,702  
$47.3243  
$86,130  
Annual Salary based upon 1820 hours  
$88,686  
$90,016  
$90,466  
$91,823  
$92,283  
4
5
$46.9081  
$48.5499  
$50.2492  
$85,373  
$47.6117  
$49.2781  
$51.0029  
$86,653  
$47.8498  
$49.5245  
$51.2579  
$87,087  
$48.5675  
$50.2674  
$52.0268  
$88,393  
$48.8103  
$50.5187  
$52.2869  
$88,835  
$
91,471  
$92,843  
$93,307  
$94,707  
$95,180  
$88,361  
94,672  
$89,686  
$90,135  
$91,487  
$91,944  
$
$96,093  
$96,573  
$98,022  
$98,512  
2
5 yrs.  
$91,454  
97,986  
$92,825  
$93,290  
$94,689  
$95,162  
$
$99,456  
$99,953  
$101,452  
$101,960  
NUR 16  
Nurse Practitioner Reentry  
Nursing Informatics Coordinator  
Cardiovascular Associate  
1
2
3
4
5
6
$43.0282  
$44.0525  
$45.2035  
$46.4849  
$47.8105  
$49.4839  
$51.2157  
$83,905  
$85,902  
$88,147  
$90,646  
$93,230  
$96,493  
$99,871  
$43.6736  
$44.7133  
$45.8816  
$47.1822  
$48.5277  
$50.2262  
$51.9839  
$85,164  
$87,191  
$89,469  
$92,005  
$94,629  
$97,941  
$101,369  
$43.8920  
$44.9369  
$46.1110  
$47.4181  
$48.7703  
$50.4773  
$52.2438  
$85,589  
$87,627  
$89,916  
$92,465  
$95,102  
$98,431  
$101,876  
$44.5504  
$45.6110  
$46.8027  
$48.1294  
$49.5019  
$51.2345  
$53.0275  
$86,873  
$88,941  
$91,265  
$93,852  
$96,529  
$99,907  
$103,404  
$44.7732  
$45.8391  
$47.0367  
$48.3700  
$49.7494  
$51.4907  
$53.2926  
$87,308  
$89,386  
$91,721  
$94,321  
$97,011  
$100,407  
$103,921  
2
5 yr  
207  
%
Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
Oct.31-18  
Approx.  
Annual Rate  
Nov.1-18  
Approx.  
Annual Rate  
Oct.31-19  
Approx.  
Annual Rate  
Nov.1-19  
Approx.  
Annual Rate  
Oct.31-20  
Approx.  
Annual Rate  
Oct.31-18  
Hourly Rate  
Nov.1-18  
Hourly Rate  
Oct.31-19  
Hourly Rate  
Nov.1-19  
Hourly Rate  
Oct.31-20  
Hourly Rate  
Pay Grade  
NUR 17  
Classification  
Steps  
1
Nurse Educator (Collaborative)  
$44.0535  
$45.4800  
$80,177  
$44.7143  
$46.1622  
$81,380  
$44.9379  
$46.3930  
$81,787  
$45.6120  
$47.0889  
$83,014  
$45.8401  
$47.3243  
$83,429  
$
85,904  
$87,193  
$87,629  
$88,943  
$89,388  
Annual Salary based upon 1950 hours  
2
$82,774  
$84,015  
$84,435  
$85,702  
$86,130  
Annual Salary based upon 1820 hours  
$88,686  
$90,016  
$90,466  
$91,823  
$92,282  
3
4
5
$46.9081  
$49.0662  
$50.7837  
$52.5611  
$85,373  
$47.6117  
$49.8022  
$51.5455  
$53.3495  
$86,653  
$47.8498  
$50.0512  
$51.8032  
$53.6162  
$87,087  
$48.5675  
$50.8020  
$52.5802  
$54.4204  
$88,393  
$48.8103  
$51.0560  
$52.8431  
$54.6925  
$88,835  
$
91,471  
$92,843  
$93,307  
$94,707  
$95,180  
$89,301  
95,679  
$90,640  
$91,093  
$92,460  
$92,922  
$
$97,114  
$97,600  
$99,064  
$99,559  
$92,426  
99,028  
$93,812  
$94,282  
$95,696  
$96,174  
$
$100,513  
$101,016  
$102,531  
$103,044  
2
5 yrs.  
$95,661  
$97,096  
$97,581  
$99,045  
$99,540  
$
102,494  
$104,031  
$104,551  
$106,120  
$106,650  
NUR 18  
1
2
$46.1015  
$47.1989  
$83,905  
$85,902  
$46.7930  
$47.9069  
$85,163  
$87,191  
$47.0270  
$48.1464  
$85,589  
$87,627  
$47.7324  
$48.8686  
$86,873  
$88,941  
$47.9711  
$49.1129  
$87,307  
$89,386  
Annual Salary based upon 1820 hours  
3
4
5
6
$48.4323  
$49.8054  
$51.2255  
$53.0183  
$54.8739  
$88,147  
$90,646  
$93,230  
$96,493  
$99,871  
$49.1588  
$50.5525  
$51.9939  
$53.8136  
$55.6970  
$89,469  
$92,006  
$94,629  
$97,941  
$101,369  
$49.4046  
$50.8053  
$52.2539  
$54.0827  
$55.9755  
$89,916  
$92,466  
$95,102  
$98,430  
$101,875  
$50.1457  
$51.5674  
$53.0377  
$54.8939  
$56.8151  
$91,265  
$93,853  
$96,528  
$99,907  
$103,404  
$50.3964  
$51.8252  
$53.3029  
$55.1684  
$57.0992  
$91,721  
$94,322  
$97,011  
$100,406  
$103,921  
2
5 yr  
208  
%
Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
Oct.31-18  
Approx.  
Annual Rate  
Nov.1-18  
Approx.  
Annual Rate  
Oct.31-19  
Approx.  
Annual Rate  
Nov.1-19  
Approx.  
Annual Rate  
Oct.31-20  
Approx.  
Annual Rate  
Oct.31-18  
Hourly Rate  
Nov.1-18  
Hourly Rate  
Oct.31-19  
Hourly Rate  
Nov.1-19  
Hourly Rate  
Oct.31-20  
Hourly Rate  
Pay Grade  
NUR 19  
Classification  
Steps  
Nurse Practitioner  
1
2
3
4
5
6
$47.2296  
$48.6902  
$50.1964  
$51.7490  
$53.3489  
$55.2161  
$57.1487  
$92,098  
$94,946  
$97,883  
$100,910  
$104,030  
$107,671  
$111,440  
$47.9380  
$49.4206  
$50.9493  
$52.5252  
$54.1491  
$56.0443  
$58.0059  
$93,479  
$96,370  
$99,351  
$102,424  
$105,591  
$109,286  
$113,112  
$48.1777  
$49.6677  
$51.2040  
$52.7878  
$54.4198  
$56.3245  
$58.2959  
$93,947  
$96,852  
$99,848  
$102,936  
$106,119  
$109,833  
$113,677  
$48.9004  
$50.4127  
$51.9721  
$53.5796  
$55.2361  
$57.1694  
$59.1703  
$95,356  
$98,305  
$49.1449  
$50.6648  
$52.2320  
$53.8475  
$55.5123  
$57.4552  
$59.4662  
$95,833  
$98,796  
$101,346  
$104,480  
$107,711  
$111,480  
$115,382  
$101,852  
$105,002  
$108,249  
$112,038  
$115,959  
2
5 yr  
209  
APPENDIX “A-3”  
NSGEU, LOCAL 100 - PAY PLAN  
RATES OF PAY - November 1, 2014 to November 1, 2017  
210  
%
Increase:  
0.00%  
% Increase:  
0.00%  
% Increase:  
1.00%  
% Increase:  
1.50%  
Expired  
Approx.  
Annual Rate  
Nov.01-14  
Approx.  
Annual Rate  
Nov.01-15  
Approx.  
Annual Rate  
Nov.01-16  
Approx.  
Annual Rate  
Nov.01-17  
Approx.  
Annual Rate  
Expired  
Hourly Rate  
Nov.01-14  
Hourly Rate  
Nov.01-15  
Hourly Rate  
Nov.01-16  
Hourly Rate  
Nov.01-17  
Hourly Rate  
Pay Grade  
Classification  
Steps  
HTH108 Graduate Practical Nurse  
1
2
3
4
5
$19.0553  
$19.6434  
$20.2911  
$20.9386  
$21.5863  
$22.3418  
$37,157.92  
$38,304.66  
$39,567.54  
$40,830.20  
$42,093.28  
$43,566.54  
$19.0553  
$19.6434  
$20.2911  
$20.9386  
$21.5863  
$22.3418  
$37,158  
$38,305  
$39,568  
$40,830  
$42,093  
$43,567  
$19.0553  
$19.6434  
$20.2911  
$20.9386  
$21.5863  
$22.3418  
$37,158  
$38,305  
$39,568  
$40,830  
$42,093  
$43,567  
$19.2459  
$19.8398  
$20.4940  
$21.1480  
$21.8022  
$22.5652  
$37,529  
$38,688  
$39,963  
$41,239  
$42,514  
$44,002  
$19.5346  
$20.1374  
$20.8014  
$21.4652  
$22.1292  
$22.9037  
$38,092  
$39,268  
$40,563  
$41,857  
$43,152  
$44,662  
2
5 yrs.  
HTH311 Continuing Care Referral Assistant  
1
2
$22.1030  
$22.8492  
$40,227.42  
$41,585.54  
$22.1030  
$22.8492  
$40,227  
$41,586  
$22.1030  
$22.8492  
$40,227  
$41,586  
$22.3240  
$23.0777  
$40,630  
$42,001  
$22.6589  
$23.4239  
$41,239  
$42,631  
Annual Salary based upon 1820 hours  
3
4
$23.4158  
$24.0763  
$24.8320  
$25.7011  
$42,616.73  
$43,818.87  
$45,194.18  
$46,775.98  
$23.4158  
$24.0763  
$24.8320  
$25.7011  
$42,617  
$43,819  
$45,194  
$46,776  
$23.4158  
$24.0763  
$24.8320  
$25.7011  
$42,617  
$43,819  
$45,194  
$46,776  
$23.6500  
$24.3171  
$25.0803  
$25.9581  
$43,043  
$44,257  
$45,646  
$47,244  
$24.0048  
$24.6819  
$25.4565  
$26.3475  
$43,689  
$44,921  
$46,331  
$47,952  
5
2
5 yrs.  
211  
%
Increase:  
0.00%  
% Increase:  
0.00%  
% Increase:  
1.00%  
% Increase:  
1.50%  
Expired  
Approx.  
Annual Rate  
Nov.01-14  
Approx.  
Annual Rate  
Nov.01-15  
Approx.  
Annual Rate  
Nov.01-16  
Approx.  
Annual Rate  
Nov.01-17  
Approx.  
Annual Rate  
Expired  
Hourly Rate  
Nov.01-14  
Hourly Rate  
Nov.01-15  
Hourly Rate  
Nov.01-16  
Hourly Rate  
Nov.01-17  
Hourly Rate  
Pay Grade  
Classification  
Steps  
HTH113 Licensed Practical Nurse  
1
2
3
4
$23.5919  
$24.1325  
$24.6539  
$25.3375  
$26.2243  
$46,004.11  
$47,058.25  
$48,075.02  
$49,408.03  
$51,137.31  
$23.5919  
$24.1325  
$24.6539  
$25.3375  
$26.2243  
$46,004  
$47,058  
$48,075  
$49,408  
$51,137  
$23.5919  
$24.1325  
$24.6539  
$25.3375  
$26.2243  
$46,004  
$47,058  
$48,075  
$49,408  
$51,137  
$23.8278  
$24.3738  
$24.9004  
$25.5909  
$26.4865  
$46,464  
$47,529  
$48,556  
$49,902  
$51,649  
$24.1852  
$24.7394  
$25.2739  
$25.9748  
$26.8838  
$47,161  
$48,242  
$49,284  
$50,651  
$52,423  
2
5 yrs.  
HTH413 Operating Room Technician  
1
$24.0651  
$24.6057  
$25.1271  
$25.8107  
$26.7141  
$46,927.01  
$47,980.99  
$48,997.71  
$50,330.72  
$52,092.29  
$24.0651  
$24.6057  
$25.1271  
$25.8107  
$26.7141  
$46,927  
$47,981  
$48,998  
$50,331  
$52,092  
$24.0651  
$24.6057  
$25.1271  
$25.8107  
$26.7141  
$46,927  
$47,981  
$48,998  
$50,331  
$52,092  
$24.3058  
$24.8518  
$25.3784  
$26.0688  
$26.9812  
$47,396  
$48,461  
$49,488  
$50,834  
$52,613  
$24.6704  
$25.2246  
$25.7591  
$26.4598  
$27.3859  
$48,107  
$49,188  
$50,230  
$51,597  
$53,402  
2
3
4
2
5 yrs.  
212  
APPENDIX “A-3”  
NSGEU, LOCAL 100 - PAY PLAN  
RATES OF PAY - October 31, 2018 to October 31, 2020  
%
Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
Oct.31-18  
Approx.  
Annual Rate  
Nov.1-18  
Approx.  
Annual Rate  
Oct.31-19  
Approx.  
Annual Rate  
Nov.1-19  
Approx.  
Annual Rate  
Oct.31-20  
Approx.  
Annual Rate  
Oct.31-18  
Hourly Rate  
Nov.1-18  
Hourly Rate  
Oct.31-19  
Hourly Rate  
Nov.1-19  
Hourly Rate  
Oct.31-20  
Hourly Rate  
Pay Grade  
Classification  
Steps  
HTH108 Graduate Practical Nurse  
1
2
3
4
5
$19.6323  
$20.2381  
$20.9054  
$21.5725  
$22.2398  
$23.0182  
$38,283  
$39,464  
$40,765  
$42,066  
$43,368  
$44,886  
$19.9268  
$20.5417  
$21.2190  
$21.8961  
$22.5734  
$23.3635  
$38,857  
$40,056  
$41,377  
$42,697  
$44,018  
$45,559  
$20.0264  
$20.6444  
$21.3251  
$22.0056  
$22.6863  
$23.4803  
$39,051  
$40,257  
$41,584  
$42,911  
$44,238  
$45,787  
$20.3268  
$20.9541  
$21.6450  
$22.3357  
$23.0266  
$23.8325  
$39,637  
$40,860  
$42,208  
$43,555  
$44,902  
$46,473  
$20.4284  
$21.0589  
$21.7532  
$22.4474  
$23.1417  
$23.9517  
$39,835  
$41,065  
$42,419  
$43,772  
$45,126  
$46,706  
2
5 yrs.  
HTH311 Continuing Care Referral Assistant  
1
2
$22.7722  
$23.5410  
$41,445  
$42,845  
$23.1138  
$23.8941  
$42,067  
$43,487  
$23.2294  
$24.0136  
$42,277  
$43,705  
$23.5778  
$24.3738  
$42,912  
$44,360  
$23.6957  
$24.4957  
$43,126  
$44,582  
Annual Salary based upon 1820 hours  
3
4
$24.1248  
$24.8053  
$25.5838  
$26.4792  
$43,907  
$45,146  
$46,562  
$48,192  
$24.4867  
$25.1774  
$25.9676  
$26.8764  
$44,566  
$45,823  
$47,261  
$48,915  
$24.6091  
$25.3033  
$26.0974  
$27.0108  
$44,788  
$46,052  
$47,497  
$49,160  
$24.9782  
$25.6828  
$26.4889  
$27.4160  
$45,460  
$46,743  
$48,210  
$49,897  
$25.1031  
$25.8112  
$26.6213  
$27.5531  
$45,688  
$46,976  
$48,451  
$50,146  
5
2
5 yrs.  
213  
%
Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
Oct.31-18  
Approx.  
Annual Rate  
Nov.1-18  
Approx.  
Annual Rate  
Oct.31-19  
Approx.  
Annual Rate  
Nov.1-19  
Approx.  
Annual Rate  
Oct.31-20  
Approx.  
Annual Rate  
Oct.31-18  
Hourly Rate  
Nov.1-18  
Hourly Rate  
Oct.31-19  
Hourly Rate  
Nov.1-19  
Hourly Rate  
Oct.31-20  
Hourly Rate  
Pay Grade  
Classification  
Steps  
HTH113 Licensed Practical Nurse  
1
2
3
4
$24.3061  
$24.8631  
$25.4003  
$26.1047  
$27.0182  
$47,397  
$48,483  
$49,531  
$50,904  
$52,686  
$24.6707  
$25.2360  
$25.7813  
$26.4963  
$27.4235  
$48,108  
$49,210  
$50,273  
$51,667  
$53,476  
$24.7941  
$25.3622  
$25.9102  
$26.6288  
$27.5606  
$48,348  
$49,456  
$50,525  
$51,926  
$53,743  
$25.1660  
$25.7426  
$26.2989  
$27.0282  
$27.9740  
$49,074  
$50,198  
$51,283  
$52,705  
$54,549  
$25.2918  
$25.8713  
$26.4304  
$27.1633  
$28.1139  
$49,319  
$50,449  
$51,539  
$52,968  
$54,822  
2
5 yrs.  
HTH413 Operating Room Technician  
1
$24.7938  
$25.3507  
$25.8879  
$26.5921  
$27.5228  
$48,348  
$49,434  
$50,481  
$51,855  
$53,669  
$25.1657  
$25.7310  
$26.2762  
$26.9910  
$27.9356  
$49,073  
$50,175  
$51,238  
$52,632  
$54,474  
$25.2915  
$25.8597  
$26.4076  
$27.1260  
$28.0753  
$49,318  
$50,426  
$51,495  
$52,895  
$54,747  
$25.6709  
$26.2476  
$26.8037  
$27.5329  
$28.4964  
$50,058  
$51,182  
$52,267  
$53,689  
$55,568  
$25.7993  
$26.3788  
$26.9377  
$27.6706  
$28.6389  
$50,308  
$51,438  
$52,528  
$53,957  
$55,846  
2
3
4
2
5 yrs.  
214  
APPENDIX “A-4”  
PH/AS/CC - NSGEU, LOCALs 193, 104, 195 - PAY PLAN  
RATES OF PAY - April 1, 2015 to April 1, 2018  
%
Increase:  
0.00%  
% Increase:  
0.00%  
% Increase:  
1.00%  
% Increase:  
1.50%  
Expired  
Approx.  
Annual Rate  
Apr.01-15  
Approx.  
Annual Rate  
Apr.01-16  
Approx.  
Annual Rate  
Apr.01-17  
Approx.  
Annual Rate  
Apr.01-18  
Approx.  
Annual Rate  
former  
DHA  
Expired Hourly  
Rate  
Apr.01-15  
Hourly Rate  
Apr.01-16  
Hourly Rate  
Apr.01-17  
Hourly Rate  
Apr.01-18  
Hourly Rate  
Pay Grade  
NUR001  
Classification  
Intake Nurse  
Steps  
Start  
$32.6817  
$33.6754  
$34.7938  
$36.0372  
$37.3240  
$38.6303  
$39.9824  
$63,729  
$65,667  
$67,848  
$70,273  
$72,782  
$75,329  
$77,966  
$32.6817  
$33.6754  
$34.7938  
$36.0372  
$37.3240  
$38.6303  
$39.9824  
$63,729  
$65,667  
$67,848  
$70,273  
$72,782  
$75,329  
$77,966  
$32.6817  
$33.6754  
$34.7938  
$36.0372  
$37.3240  
$38.6303  
$39.9824  
$63,729  
$65,667  
$67,848  
$70,273  
$72,782  
$75,329  
$77,966  
$33.0085  
$34.0122  
$35.1417  
$36.3976  
$37.6972  
$39.0166  
$40.3822  
$64,367  
$66,324  
$68,526  
$70,975  
$73,510  
$76,082  
$78,745  
$33.5036  
$34.5224  
$35.6688  
$36.9436  
$38.2627  
$39.6018  
$40.9879  
$65,332  
$67,319  
$69,554  
$72,040  
$74,612  
$77,224  
$79,927  
Nurse Rehabilitation Counsellor  
Annual Salary based upon 1950 hours  
Step 1  
Step 2  
Step 3  
Step 4  
Step 5  
2
5 Years  
215  
%
Increase:  
0.00%  
% Increase:  
0.00%  
% Increase:  
1.00%  
% Increase:  
1.50%  
Expired  
Approx.  
Annual Rate  
Apr.01-15  
Approx.  
Annual Rate  
Apr.01-16  
Approx.  
Annual Rate  
Apr.01-17  
Approx.  
Annual Rate  
Apr.01-18  
Approx.  
Annual Rate  
former  
DHA  
Expired Hourly  
Rate  
Apr.01-15  
Hourly Rate  
Apr.01-16  
Hourly Rate  
Apr.01-17  
Hourly Rate  
Apr.01-18  
Hourly Rate  
Pay Grade  
NUR002  
Classification  
Steps  
Start  
Public Health Nurse  
$36.0809  
$37.2790  
$65,667  
$36.0809  
$37.2790  
$65,667  
$36.0809  
$37.2790  
$65,667  
$36.4417  
$37.6518  
$66,324  
$36.9883  
$38.2166  
$67,319  
School Health Partnership Nurse  
Step 1  
$67,848  
$67,848  
$67,848  
$68,526  
$69,554  
Communicable Disease & Immunization  
Coordinator  
Step 2  
Step 3  
$38.6119  
$39.9897  
$70,274  
$72,781  
$38.6119  
$39.9897  
$70,274  
$72,781  
$38.6119  
$39.9897  
$70,274  
$72,781  
$38.9980  
$40.3896  
$70,976  
$73,509  
$39.5830  
$40.9954  
$72,041  
$74,612  
Youth Health Centre Nurse  
Step 4  
Step 5  
$41.3746  
$42.8227  
$44.3215  
$75,302  
$77,937  
$80,665  
$41.3746  
$42.8227  
$44.3215  
$75,302  
$77,937  
$80,665  
$41.3746  
$42.8227  
$44.3215  
$75,302  
$77,937  
$80,665  
$41.7883  
$43.2509  
$44.7647  
$76,055  
$78,717  
$81,472  
$42.4151  
$43.8997  
$45.4362  
$77,196  
$79,898  
$82,694  
Annual Salary based upon 1820 hours  
25 Years  
NUR003  
Detox/Inpatient Team Leader  
Public Health Team Lead  
Start  
$37.1018  
$38.5115  
$41.4940  
$43.0707  
$44.5782  
$46.1385  
$67,525  
$70,091  
$75,519  
$78,389  
$81,132  
$83,972  
$37.1018  
$38.5115  
$41.4940  
$43.0707  
$44.5782  
$46.1385  
$67,525  
$70,091  
$75,519  
$78,389  
$81,132  
$83,972  
$37.1018  
$38.5115  
$41.4940  
$43.0707  
$44.5782  
$46.1385  
$67,525  
$70,091  
$75,519  
$78,389  
$81,132  
$83,972  
$37.4728  
$38.8966  
$41.9089  
$43.5014  
$45.0240  
$46.5999  
$68,200  
$70,792  
$76,274  
$79,173  
$81,944  
$84,812  
$38.0349  
$39.4800  
$42.5375  
$44.1539  
$45.6994  
$47.2989  
$69,223  
$71,854  
$77,418  
$80,360  
$83,173  
$86,084  
Step 1  
Step 2  
Step 3  
Step 4  
Annual Salary based upon 1820 hours  
2
5 Years  
216  
%
Increase:  
0.00%  
% Increase:  
0.00%  
% Increase:  
1.00%  
% Increase:  
1.50%  
Expired  
Approx.  
Annual Rate  
Apr.01-15  
Approx.  
Annual Rate  
Apr.01-16  
Approx.  
Annual Rate  
Apr.01-17  
Approx.  
Annual Rate  
Apr.01-18  
Approx.  
Annual Rate  
former  
DHA  
Expired Hourly  
Rate  
Apr.01-15  
Hourly Rate  
Apr.01-16  
Hourly Rate  
Apr.01-17  
Hourly Rate  
Apr.01-18  
Hourly Rate  
Pay Grade  
HSN025B  
Classification  
Steps  
GASHA  
CBDHA  
Staff Nurse CC  
Step 1  
$32.6816  
$33.6754  
$34.7938  
$36.0372  
$37.3240  
$38.6303  
$39.9824  
$59,481  
$61,289  
$63,325  
$65,588  
$67,930  
$70,307  
$72,768  
$32.6816  
$59,481  
$32.6816  
$59,481  
$33.0084  
$60,075  
$33.5035  
$60,976  
Annual Salary based upon 1820 hours  
Step 2  
Step 3  
Step 4  
Step 5  
Step 6  
$33.6754  
$34.7938  
$36.0372  
$37.3240  
$38.6303  
$39.9824  
$61,289  
$63,325  
$65,588  
$67,930  
$70,307  
$72,768  
$33.6754  
$34.7938  
$36.0372  
$37.3240  
$38.6303  
$39.9824  
$61,289  
$63,325  
$65,588  
$67,930  
$70,307  
$72,768  
$34.0122  
$35.1417  
$36.3976  
$37.6972  
$39.0166  
$40.3822  
$61,902  
$63,958  
$66,244  
$68,609  
$71,010  
$73,496  
$34.5224  
$35.6688  
$36.9436  
$38.2627  
$39.6018  
$40.9879  
$62,831  
$64,917  
$67,237  
$69,638  
$72,075  
$74,598  
2
5 Years  
Step 1  
Step 2  
Step 3  
Step 4  
NUR050  
SSDHA  
SWNDHA  
AVDHA  
CEHHA  
PCHA  
Licensed Practical Nurse  
$23.5918  
$24.1335  
$24.6539  
$25.3374  
$42,937  
$23.5918  
$24.1335  
$24.6539  
$25.3374  
$42,937  
$23.5918  
$24.1335  
$24.6539  
$25.3374  
$42,937  
$23.8277  
$24.3748  
$24.9004  
$25.5908  
$43,366  
$24.1851  
$24.7404  
$25.2739  
$25.9747  
$44,017  
Annual Salary based upon 1820 hours  
Annual Salary based upon 1950 hours  
$46,004  
$46,004  
$46,004  
$46,464  
$47,161  
$43,923  
$43,923  
$43,923  
$44,362  
$45,028  
$47,060  
$47,060  
$47,060  
$47,531  
$48,244  
GASHA  
CBDHA  
$44,870  
$44,870  
$44,870  
$45,319  
$45,999  
$
48,075  
$48,075  
$48,075  
$48,556  
$49,284  
$46,114  
49,408  
$46,114  
$46,114  
$46,575  
$47,274  
$
$49,408  
$49,408  
$49,902  
$50,650  
217  
218  
%
Increase:  
0.00%  
% Increase:  
0.00%  
% Increase:  
1.00%  
% Increase:  
1.50%  
Expired  
Approx.  
Annual Rate  
Apr.01-15  
Approx.  
Annual Rate  
Apr.01-16  
Approx.  
Annual Rate  
Apr.01-17  
Approx.  
Annual Rate  
Apr.01-18  
Approx.  
Annual Rate  
former  
DHA  
Expired Hourly  
Rate  
Apr.01-15  
Hourly Rate  
Apr.01-16  
Hourly Rate  
Apr.01-17  
Hourly Rate  
Apr.01-18  
Hourly Rate  
Pay Grade  
HTH012  
Classification  
Steps  
Step 1  
Step 2  
Communicable Disease Prevention Lead  
$38.7596  
$40.2573  
$70,542  
$73,269  
$38.7596  
$40.2573  
$70,542  
$73,269  
$38.7596  
$40.2573  
$70,542  
$73,269  
$39.1472  
$40.6599  
$71,248  
$74,002  
$39.7344  
$41.2698  
$72,316  
$75,112  
Communicable Disease Prevention & Control Team  
Lead  
GASHA  
Step 3  
Step 4  
Step 5  
$41.8797  
$43.6281  
$45.3753  
$46.9635  
$76,222  
$79,403  
$82,583  
$85,473  
$41.8797  
$43.6281  
$45.3753  
$46.9635  
$76,222  
$79,403  
$82,583  
$85,473  
$41.8797  
$43.6281  
$45.3753  
$46.9635  
$76,222  
$79,403  
$82,583  
$85,473  
$42.2985  
$44.0644  
$45.8291  
$47.4331  
$76,984  
$80,197  
$83,408  
$86,328  
$42.9330  
$44.7254  
$46.5165  
$48.1446  
$78,139  
$81,400  
$84,660  
$87,623  
2
5 Years  
Annual Salary based upon 1820 hours  
HSA015 SWNDHA  
Continuing Care Referral Assistant  
Step 1  
Step 2  
Step 3  
Step 4  
Step 5  
$22.1808  
$22.9296  
$23.4982  
$24.1611  
$24.9195  
$40,369  
$41,732  
$42,767  
$43,973  
$45,353  
$22.1808  
$22.9296  
$23.4982  
$24.1611  
$24.9195  
$40,369  
$41,732  
$42,767  
$43,973  
$45,353  
$22.1808  
$22.9296  
$23.4982  
$24.1611  
$24.9195  
$40,369  
$41,732  
$42,767  
$43,973  
$45,353  
$22.4026  
$23.1589  
$23.7332  
$24.4027  
$25.1687  
$40,773  
$42,149  
$43,194  
$44,413  
$45,807  
$22.7386  
$23.5063  
$24.0892  
$24.7687  
$25.5462  
$41,384  
$42,782  
$43,842  
$45,079  
$46,494  
GASHA  
Annual Salary based upon 1820 hours  
219  
APPENDIX “A-4”  
PH/AS/CC - NSGEU, LOCALs 193, 104, 195 - PAY PLAN  
RATES OF PAY - March 31, 2019 to March 31, 2021  
%
Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
Mar.31-19  
Approx.  
Annual Rate  
Apr.01-19  
Approx.  
Annual Rate  
Mar.31-20  
Approx.  
Annual Rate  
Apr.01-20  
Approx.  
Annual Rate  
Mar.31-21  
Approx.  
Annual Rate  
former  
DHA  
Mar.31-19  
Hourly Rate  
Apr.01-19  
Hourly Rate  
Mar.31-20  
Hourly Rate  
Apr.01-20  
Hourly Rate  
Mar.31-21  
Hourly Rate  
Pay Grade  
NUR001  
Classification  
Intake Nurse  
Steps  
Start  
$33.6711  
$34.6950  
$35.8471  
$37.1283  
$38.4540  
$39.7998  
$41.1928  
$65,659  
$67,655  
$69,902  
$72,400  
$74,985  
$77,610  
$80,326  
$34.1762  
$35.2154  
$36.3848  
$37.6852  
$39.0308  
$40.3968  
$41.8107  
$66,644  
$68,670  
$70,951  
$73,486  
$76,110  
$78,774  
$81,531  
$34.3471  
$35.3915  
$36.5667  
$37.8736  
$39.2260  
$40.5988  
$42.0198  
$66,977  
$69,013  
$71,305  
$73,854  
$76,491  
$79,168  
$81,939  
$34.8623  
$35.9224  
$37.1152  
$38.4417  
$39.8144  
$41.2078  
$42.6501  
$67,982  
$70,048  
$72,375  
$74,961  
$77,638  
$80,355  
$83,168  
$35.0366  
$36.1020  
$37.3008  
$38.6339  
$40.0135  
$41.4138  
$42.8634  
$68,322  
$70,399  
$72,737  
$75,336  
$78,026  
$80,757  
$83,584  
Nurse Rehabilitation Counsellor  
Annual Salary based upon 1950 hours  
Step 1  
Step 2  
Step 3  
Step 4  
Step 5  
2
5 Years  
220  
%
Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
Mar.31-19  
Approx.  
Annual Rate  
Apr.01-19  
Approx.  
Annual Rate  
Mar.31-20  
Approx.  
Annual Rate  
Apr.01-20  
Approx.  
Annual Rate  
Mar.31-21  
Approx.  
Annual Rate  
former  
DHA  
Mar.31-19  
Hourly Rate  
Apr.01-19  
Hourly Rate  
Mar.31-20  
Hourly Rate  
Apr.01-20  
Hourly Rate  
Mar.31-21  
Hourly Rate  
Pay Grade  
NUR002  
Classification  
Steps  
Start  
Public Health Nurse  
$37.1732  
$38.4077  
$67,655  
$37.7308  
$38.9838  
$68,670  
$37.9195  
$39.1787  
$69,013  
$38.4883  
$39.7664  
$70,049  
$38.6807  
$39.9652  
$70,399  
School Health Partnership Nurse  
Step 1  
$69,902  
$70,951  
$71,305  
$72,375  
$72,737  
Communicable Disease & Immunization  
Coordinator  
Step 2  
Step 3  
$39.7809  
$41.2004  
$72,401  
$74,985  
$40.3776  
$41.8184  
$73,487  
$76,110  
$40.5795  
$42.0275  
$73,855  
$76,490  
$41.1882  
$42.6579  
$74,962  
$77,637  
$41.3941  
$42.8712  
$75,337  
$78,026  
Youth Health Centre Nurse  
Step 4  
Step 5  
$42.6272  
$44.1192  
$45.6634  
$77,582  
$80,297  
$83,107  
$43.2666  
$44.7810  
$46.3484  
$78,745  
$81,501  
$84,354  
$43.4829  
$45.0049  
$46.5801  
$79,139  
$81,909  
$84,776  
$44.1351  
$45.6800  
$47.2788  
$80,326  
$83,138  
$86,047  
$44.3558  
$45.9084  
$47.5152  
$80,728  
$83,553  
$86,478  
Annual Salary based upon 1820 hours  
25 Years  
NUR003  
Detox/Inpatient Team Leader  
Public Health Team Lead  
Start  
$38.2251  
$39.6774  
$42.7502  
$44.3747  
$45.9279  
$47.5354  
$69,570  
$72,213  
$77,805  
$80,762  
$83,589  
$86,514  
$38.7985  
$40.2726  
$43.3915  
$45.0403  
$46.6168  
$48.2484  
$70,613  
$73,296  
$78,973  
$81,973  
$84,843  
$87,812  
$38.9925  
$40.4740  
$43.6085  
$45.2655  
$46.8499  
$48.4896  
$70,966  
$73,663  
$79,367  
$82,383  
$85,267  
$88,251  
$39.5774  
$41.0811  
$44.2626  
$45.9445  
$47.5526  
$49.2169  
$72,031  
$74,768  
$80,558  
$83,619  
$86,546  
$89,575  
$39.7753  
$41.2865  
$44.4839  
$46.1742  
$47.7904  
$49.4630  
$72,391  
$75,142  
$80,961  
$84,037  
$86,978  
$90,023  
Step 1  
Step 2  
Step 3  
Step 4  
Annual Salary based upon 1820 hours  
2
5 Years  
221  
%
Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
Mar.31-19  
Approx.  
Annual Rate  
Apr.01-19  
Approx.  
Annual Rate  
Mar.31-20  
Approx.  
Annual Rate  
Apr.01-20  
Approx.  
Annual Rate  
Mar.31-21  
Approx.  
Annual Rate  
former  
DHA  
Mar.31-19  
Hourly Rate  
Apr.01-19  
Hourly Rate  
Mar.31-20  
Hourly Rate  
Apr.01-20  
Hourly Rate  
Mar.31-21  
Hourly Rate  
Pay Grade  
HSN025B  
Classification  
Steps  
GASHA  
CBDHA  
Staff Nurse CC  
Step 1  
$33.6710  
$61,281  
$34.1761  
$62,201  
$34.3470  
$62,512  
$34.8622  
$63,449  
$35.0365  
$63,767  
Annual Salary based upon 1820 hours  
Step 2  
Step 3  
Step 4  
Step 5  
Step 6  
$34.6950  
$35.8471  
$37.1283  
$38.4540  
$39.7998  
$41.1928  
$63,145  
$65,242  
$67,573  
$69,986  
$72,436  
$74,971  
$35.2154  
$36.3848  
$37.6852  
$39.0308  
$40.3968  
$41.8107  
$64,092  
$66,220  
$68,587  
$71,036  
$73,522  
$76,096  
$35.3915  
$36.5667  
$37.8736  
$39.2260  
$40.5988  
$42.0198  
$64,412  
$66,552  
$68,930  
$71,391  
$73,890  
$76,476  
$35.9224  
$37.1152  
$38.4417  
$39.8144  
$41.2078  
$42.6501  
$65,379  
$67,550  
$69,964  
$72,462  
$74,998  
$77,623  
$36.1020  
$37.3008  
$38.6339  
$40.0135  
$41.4138  
$42.8634  
$65,705  
$67,888  
$70,314  
$72,824  
$75,373  
$78,011  
2
5 Years  
Step 1  
Step 2  
Step 3  
Step 4  
NUR050  
SSDHA  
SWNDHA  
AVDHA  
CEHHA  
PCHA  
Licensed Practical Nurse  
$24.3060  
$24.8641  
$25.4003  
$26.1046  
$44,237  
$24.6706  
$25.2371  
$25.7813  
$26.4962  
$44,901  
$24.7940  
$25.3633  
$25.9102  
$26.6287  
$45,125  
$25.1659  
$25.7437  
$26.2989  
$27.0281  
$45,802  
$25.2917  
$25.8724  
$26.4304  
$27.1632  
$46,031  
Annual Salary based upon 1820 hours  
Annual Salary based upon 1950 hours  
$47,397  
$48,108  
$48,348  
$49,074  
$49,319  
$45,253  
$45,932  
$46,161  
$46,854  
$47,088  
$48,485  
$49,212  
$49,458  
$50,200  
$50,451  
GASHA  
CBDHA  
$46,228  
$46,922  
$47,157  
$47,864  
$48,103  
$
49,531  
$50,273  
$50,525  
$51,283  
$51,539  
$47,510  
50,904  
$48,223  
$48,464  
$49,191  
$49,437  
$
$51,667  
$51,926  
$52,704  
$52,968  
222  
223  
%
Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
Mar.31-19  
Approx.  
Annual Rate  
Apr.01-19  
Approx.  
Annual Rate  
Mar.31-20  
Approx.  
Annual Rate  
Apr.01-20  
Approx.  
Annual Rate  
Mar.31-21  
Approx.  
Annual Rate  
former  
DHA  
Mar.31-19  
Hourly Rate  
Apr.01-19  
Hourly Rate  
Mar.31-20  
Hourly Rate  
Apr.01-20  
Hourly Rate  
Mar.31-21  
Hourly Rate  
Pay Grade  
HTH012  
Classification  
Steps  
Step 1  
Step 2  
Communicable Disease Prevention Lead  
$39.9331  
$41.4761  
$72,678  
$75,487  
$40.5321  
$42.0982  
$73,768  
$76,619  
$40.7348  
$42.3087  
$74,137  
$77,002  
$41.3458  
$42.9433  
$75,249  
$78,158  
$41.5525  
$43.1580  
$75,625  
$78,548  
Communicable Disease Prevention & Control Team  
Lead  
GASHA  
Step 3  
Step 4  
Step 5  
$43.1477  
$44.9490  
$46.7491  
$48.3853  
$78,529  
$81,807  
$85,083  
$88,061  
$43.7949  
$45.6232  
$47.4503  
$49.1111  
$79,707  
$83,034  
$86,359  
$89,382  
$44.0139  
$45.8513  
$47.6876  
$49.3567  
$80,106  
$83,449  
$86,791  
$89,829  
$44.6741  
$46.5391  
$48.4029  
$50.0971  
$81,307  
$84,701  
$88,093  
$91,177  
$44.8975  
$46.7718  
$48.6449  
$50.3476  
$81,714  
$85,124  
$88,533  
$91,632  
2
5 Years  
Annual Salary based upon 1820 hours  
HSA015 SWNDHA  
Continuing Care Referral Assistant  
Step 1  
Step 2  
Step 3  
Step 4  
Step 5  
$22.8523  
$23.6238  
$24.2096  
$24.8925  
$25.6739  
$41,591  
$42,995  
$44,062  
$45,304  
$46,727  
$23.1951  
$23.9782  
$24.5727  
$25.2659  
$26.0590  
$42,215  
$43,640  
$44,722  
$45,984  
$47,427  
$23.3111  
$24.0981  
$24.6956  
$25.3922  
$26.1893  
$42,426  
$43,859  
$44,946  
$46,214  
$47,665  
$23.6608  
$24.4596  
$25.0660  
$25.7731  
$26.5821  
$43,063  
$44,516  
$45,620  
$46,907  
$48,380  
$23.7791  
$24.5819  
$25.1913  
$25.9020  
$26.7150  
$43,278  
$44,739  
$45,848  
$47,142  
$48,621  
GASHA  
Annual Salary based upon 1820 hours  
224  
APPENDIX “A-5”  
CUPE, Local 8920 - PAY PLAN  
RATES OF PAY - November 1, 2014 to November 1, 2017  
%
Increase:  
0.00%  
% Increase:  
0.00%  
% Increase:  
1.00%  
% Increase:  
1.50%  
Expired  
Approx.  
Annual  
Rate  
Expired  
Hourly  
Rate  
Nov.01-14  
Approx.  
Annual Rate  
Nov.01-15  
Approx.  
Annual Rate  
Nov.01-16  
Approx.  
Annual Rate  
Nov.01-17  
Approx.  
Annual Rate  
Nov.01-14  
Hourly Rate  
Nov.01-15  
Hourly Rate  
Nov.01-16  
Hourly Rate  
Nov.01-17  
Hourly Rate  
Pay Grade  
HC 4  
former DHA  
Classification  
Steps  
SSDHA  
AVDHA  
Grad Practical Nurse  
Start  
$19.0552 $37,158  
$19.6435 $38,305  
$20.2912 $39,568  
$20.9387 $40,830  
$21.5863 $42,093  
$22.3418 $43,567  
$19.0552  
$19.6435  
$20.2912  
$20.9387  
$21.5863  
$22.3418  
$37,158  
$38,305  
$39,568  
$40,830  
$42,093  
$43,567  
$19.0552  
$19.6435  
$20.2912  
$20.9387  
$21.5863  
$22.3418  
$37,158  
$38,305  
$39,568  
$40,830  
$42,093  
$43,567  
$19.2458  
$19.8399  
$20.4941  
$21.1481  
$21.8022  
$22.5652  
$37,529  
$38,688  
$39,963  
$41,239  
$42,514  
$44,002  
$19.5345  
$20.1375  
$20.8015  
$21.4653  
$22.1292  
$22.9037  
$38,092  
$39,268  
$40,563  
$41,857  
$43,152  
$44,662  
After 1 year  
After 2 years  
After 3 years  
After 4 years  
After 25 years  
HC 25  
SSDHA  
LPN  
Start  
$23.5919 $46,004  
$24.1324 $47,058  
$24.6539 $48,075  
$25.3373 $49,408  
$26.2241 $51,137  
$23.5919  
$24.1324  
$24.6539  
$25.3373  
$26.2241  
$46,004  
$47,058  
$48,075  
$49,408  
$51,137  
$23.5919  
$24.1324  
$24.6539  
$25.3373  
$26.2241  
$46,004  
$47,058  
$48,075  
$49,408  
$51,137  
$23.8278  
$24.3737  
$24.9004  
$25.5907  
$26.4863  
$46,464  
$47,529  
$48,556  
$49,902  
$51,648  
$24.1852  
$24.7393  
$25.2739  
$25.9746  
$26.8836  
$47,161  
$48,242  
$49,284  
$50,650  
$52,423  
Access Navigator (LPN)  
After 1 year  
After 2 years  
After 3 years  
After 25 years  
HC 25  
SSDHA  
SWNDHA  
AVDHA  
Licensed Practical Nurse  
Start  
$23.5919 $46,004  
$24.1324 $47,058  
$24.6539 $48,075  
$25.3373 $49,408  
$26.2241 $51,137  
$23.5919  
$24.1324  
$24.6539  
$25.3373  
$26.2241  
$46,004  
$47,058  
$48,075  
$49,408  
$51,137  
$23.5919  
$24.1324  
$24.6539  
$25.3373  
$26.2241  
$46,004  
$47,058  
$48,075  
$49,408  
$51,137  
$23.8278  
$24.3737  
$24.9004  
$25.5907  
$26.4863  
$46,464  
$47,529  
$48,556  
$49,902  
$51,648  
$24.1852  
$24.7393  
$25.2739  
$25.9746  
$26.8836  
$47,161  
$48,242  
$49,284  
$50,650  
$52,423  
After 1 year  
After 2 years  
After 3 years  
After 25 years  
225  
APPENDIX “A-5”  
CUPE, Local 8920 - PAY PLAN  
RATES OF PAY - October 31, 2018 to October 21, 2020  
226  
%
Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
Oct.31-18  
Approx.  
Annual Rate  
Nov.1-18  
Approx.  
Annual Rate  
Oct.31-19  
Approx.  
Annual Rate  
Nov.1-19  
Approx.  
Annual Rate  
Oct.31-20  
Approx.  
Annual Rate  
Oct.31-18  
Hourly Rate  
Nov.1-18  
Hourly Rate  
Oct.31-19  
Hourly Rate  
Nov.1-19  
Hourly Rate  
Oct.31-20  
Hourly Rate  
Pay Grade  
HC 4  
former DHA  
Classification  
Steps  
SSDHA  
AVDHA  
Grad Practical Nurse  
Start  
$19.6322  
$20.2382  
$20.9055  
$21.5726  
$22.2398  
$23.0182  
$38,283  
$39,465  
$40,766  
$42,067  
$43,368  
$44,886  
$19.9267  
$20.5418  
$21.2191  
$21.8962  
$22.5734  
$23.3635  
$38,857  
$40,057  
$41,377  
$42,698  
$44,018  
$45,559  
$20.0263  
$20.6445  
$21.3252  
$22.0057  
$22.6863  
$23.4803  
$39,051  
$40,257  
$41,584  
$42,911  
$44,238  
$45,787  
$20.3267  
$20.9542  
$21.6451  
$22.3358  
$23.0266  
$23.8325  
$39,637  
$40,861  
$42,208  
$43,555  
$44,902  
$46,473  
$20.4283  
$21.0590  
$21.7533  
$22.4475  
$23.1417  
$23.9517  
$39,835  
$41,065  
$42,419  
$43,773  
$45,126  
$46,706  
After 1 year  
After 2 years  
After 3 years  
After 4 years  
After 25 years  
HC 25  
SSDHA  
LPN  
Start  
$24.3061  
$24.8630  
$25.4003  
$26.1045  
$27.0180  
$47,397  
$48,483  
$49,531  
$50,904  
$52,685  
$24.6707  
$25.2359  
$25.7813  
$26.4961  
$27.4233  
$48,108  
$49,210  
$50,273  
$51,667  
$53,476  
$24.7941  
$25.3621  
$25.9102  
$26.6286  
$27.5604  
$48,348  
$49,456  
$50,525  
$51,926  
$53,743  
$25.1660  
$25.7425  
$26.2989  
$27.0280  
$27.9738  
$49,074  
$50,198  
$51,283  
$52,704  
$54,549  
$25.2918  
$25.8712  
$26.4304  
$27.1631  
$28.1137  
$49,319  
$50,449  
$51,539  
$52,968  
$54,822  
Access Navigator (LPN)  
After 1 year  
After 2 years  
After 3 years  
After 25 years  
HC 25  
SSDHA  
SWNDHA  
AVDHA  
Licensed Practical Nurse  
Start  
$24.3061  
$24.8630  
$25.4003  
$26.1045  
$27.0180  
$47,397  
$48,483  
$49,531  
$50,904  
$52,685  
$24.6707  
$25.2359  
$25.7813  
$26.4961  
$27.4233  
$48,108  
$49,210  
$50,273  
$51,667  
$53,476  
$24.7941  
$25.3621  
$25.9102  
$26.6286  
$27.5604  
$48,348  
$49,456  
$50,525  
$51,926  
$53,743  
$25.1660  
$25.7425  
$26.2989  
$27.0280  
$27.9738  
$49,074  
$50,198  
$51,283  
$52,704  
$54,549  
$25.2918  
$25.8712  
$26.4304  
$27.1631  
$28.1137  
$49,319  
$50,449  
$51,539  
$52,968  
$54,822  
After 1 year  
After 2 years  
After 3 years  
After 25 years  
227  
APPENDIX “A-6”  
UNIFOR, Local 4600 - PAY PLAN  
RATES OF PAY - November 1, 2014 to November 1, 2017  
228  
%
Increase:  
0.00%  
% Increase:  
0.00%  
% Increase:  
1.00%  
% Increase:  
1.50%  
Expired  
Approx.  
Annual Rate  
Nov.01-14  
Approx.  
Annual Rate  
Nov.01-15  
Approx. Annual  
Rate  
Nov.01-16  
Approx.  
Annual Rate  
Nov.01-17  
Approx.  
Annual Rate  
Expired  
Hourly Rate  
Nov.01-14  
Hourly Rate  
Nov.01-15  
Hourly Rate  
Nov.01-16  
Hourly Rate  
Nov.01-17  
Hourly Rate  
Pay Grade  
HTH014  
Classification  
Steps  
Licensed Practical Nurse  
Start  
$23.5919  
$24.1324  
$24.6539  
$25.3373  
$26.2241  
$46,004  
$47,058  
$48,075  
$49,408  
$51,137  
$23.5919  
$24.1324  
$24.6539  
$25.3373  
$26.2241  
$46,004  
$47,058  
$48,075  
$49,408  
$51,137  
$23.5919  
$24.1324  
$24.6539  
$25.3373  
$26.2241  
$46,004  
$47,058  
$48,075  
$49,408  
$51,137  
$23.8278  
$24.3737  
$24.9004  
$25.5907  
$26.4863  
$46,464  
$47,529  
$48,556  
$49,902  
$51,648  
$24.1852  
$24.7393  
$25.2739  
$25.9746  
$26.8836  
$47,161  
$48,242  
$49,284  
$50,650  
$52,423  
After 1 Year  
After 2 Years  
After 3 Years  
After 25 Years  
HTH014B  
Licensed Practical Nurse  
Start  
$23.7610  
$24.3013  
$24.8229  
$25.5063  
$26.3990  
$46,334  
$47,388  
$48,405  
$49,737  
$51,478  
$23.7610  
$24.3013  
$24.8229  
$25.5063  
$26.3990  
$46,334  
$47,388  
$48,405  
$49,737  
$51,478  
$23.7610  
$24.3013  
$24.8229  
$25.5063  
$26.3990  
$46,334  
$47,388  
$48,405  
$49,737  
$51,478  
$23.9986  
$24.5443  
$25.0711  
$25.7614  
$26.6630  
$46,797  
$47,861  
$48,889  
$50,235  
$51,993  
$24.3586  
$24.9125  
$25.4472  
$26.1478  
$27.0629  
$47,499  
$48,579  
$49,622  
$50,988  
$52,773  
(
PG Psychiatry)  
After 1 Year  
After 2 Years  
After 3 Years  
After 25 Years  
HTH015  
Operating Room Technician  
Start  
$24.0651  
$24.6056  
$25.1270  
$25.8106  
$26.7140  
$46,927  
$47,981  
$48,998  
$50,331  
$52,092  
$24.0651  
$24.6056  
$25.1270  
$25.8106  
$26.7140  
$46,927  
$47,981  
$48,998  
$50,331  
$52,092  
$24.0651  
$24.6056  
$25.1270  
$25.8106  
$26.7140  
$46,927  
$47,981  
$48,998  
$50,331  
$52,092  
$24.3058  
$24.8517  
$25.3783  
$26.0687  
$26.9811  
$47,396  
$48,461  
$49,488  
$50,834  
$52,613  
$24.6704  
$25.2245  
$25.7590  
$26.4597  
$27.3858  
$48,107  
$49,188  
$50,230  
$51,597  
$53,402  
After 1 Year  
After 2 Years  
After 3 Years  
After 25 Years  
229  
APPENDIX “A-6”  
UNIFOR, Local 4600 - PAY PLAN  
RATES OF PAY - October 31, 2018 to October 21, 2020  
230  
%
Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
Oct.31-18  
Approx.  
Annual Rate  
Nov.1-18  
Approx.  
Annual Rate  
Oct.31-19  
Approx.  
Annual Rate  
Nov.1-19  
Approx.  
Annual Rate  
Oct.31-20  
Approx.  
Annual Rate  
Oct.31-18  
Hourly Rate  
Nov.1-18  
Hourly Rate  
Oct.31-19  
Hourly Rate  
Nov.1-19  
Hourly Rate  
Oct.31-20  
Hourly Rate  
Pay Grade  
HTH014  
Classification  
Steps  
Licensed Practical Nurse  
Start  
$24.3061  
$24.8630  
$25.4003  
$26.1045  
$27.0180  
$47,397  
$48,483  
$49,531  
$50,904  
$52,685  
$24.6707  
$25.2359  
$25.7813  
$26.4961  
$27.4233  
$48,108  
$49,210  
$50,273  
$51,667  
$53,476  
$24.7941  
$25.3621  
$25.9102  
$26.6286  
$27.5604  
$48,348  
$49,456  
$50,525  
$51,926  
$53,743  
$25.1660  
$25.7425  
$26.2989  
$27.0280  
$27.9738  
$49,074  
$50,198  
$51,283  
$52,704  
$54,549  
$25.2918  
$25.8712  
$26.4304  
$27.1631  
$28.1137  
$49,319  
$50,449  
$51,539  
$52,968  
$54,822  
After 1 Year  
After 2 Years  
After 3 Years  
After 25 Years  
HTH014B  
Licensed Practical Nurse  
Start  
$24.4804  
$25.0371  
$25.5744  
$26.2785  
$27.1982  
$47,737  
$48,822  
$49,870  
$51,243  
$53,037  
$24.8476  
$25.4127  
$25.9580  
$26.6727  
$27.6062  
$48,453  
$49,555  
$50,618  
$52,012  
$53,832  
$24.9718  
$25.5398  
$26.0878  
$26.8061  
$27.7442  
$48,695  
$49,802  
$50,871  
$52,272  
$54,101  
$25.3464  
$25.9229  
$26.4791  
$27.2082  
$28.1604  
$49,426  
$50,549  
$51,634  
$53,056  
$54,913  
$25.4731  
$26.0525  
$26.6115  
$27.3442  
$28.3012  
$49,673  
$50,802  
$51,893  
$53,321  
$55,187  
(
PG Psychiatry)  
After 1 Year  
After 2 Years  
After 3 Years  
After 25 Years  
HTH015  
Operating Room Technician  
Start  
$24.7938  
$25.3506  
$25.8878  
$26.5920  
$27.5227  
$48,348  
$49,434  
$50,481  
$51,855  
$53,669  
$25.1657  
$25.7309  
$26.2761  
$26.9909  
$27.9355  
$49,073  
$50,175  
$51,238  
$52,632  
$54,474  
$25.2915  
$25.8596  
$26.4075  
$27.1259  
$28.0752  
$49,318  
$50,426  
$51,495  
$52,895  
$54,747  
$25.6709  
$26.2475  
$26.8036  
$27.5328  
$28.4963  
$50,058  
$51,182  
$52,267  
$53,689  
$55,568  
$25.7993  
$26.3787  
$26.9376  
$27.6705  
$28.6388  
$50,308  
$51,438  
$52,528  
$53,957  
$55,846  
After 1 Year  
After 2 Years  
After 3 Years  
After 25 Years  
231  
APPENDIX “A-7”  
CUPE, Local 1933, ADDICTION SERVICES - PAY PLAN  
RATES OF PAY - April 1, 2015 to April 1, 2018  
%
Increase:  
0.00%  
% Increase:  
0.00%  
% Increase:  
1.00%  
% Increase:  
1.50%  
Expired  
Approx.  
Annual Rate  
Apr.01-15  
Approx.  
Annual Rate  
Apr.01-16  
Approx.  
Annual Rate  
Apr.01-17  
Approx.  
Annual Rate  
Apr.01-18  
Approx.  
Annual Rate  
Expired  
Hourly Rate  
Apr.01-15  
Hourly Rate  
Apr.01-16  
Hourly Rate  
Apr.01-17  
Hourly Rate  
Apr.01-18  
Hourly Rate  
Pay Grade  
NUR001  
Classification  
Steps  
Nurse Rehabilitation Counsellor  
Start  
$32.6817  
$33.6754  
$63,729  
$65,667  
$32.6817  
$33.6754  
$63,729  
$65,667  
$32.6817  
$33.6754  
$63,729  
$65,667  
$33.0085  
$34.0122  
$64,367  
$66,324  
$33.5036  
$34.5224  
$65,332  
$67,319  
(
Group "C")  
Step 1  
Annual Salary based upon 1950  
hours  
Step 2  
Step 3  
Step 4  
Step 5  
$34.7938  
$36.0372  
$37.3240  
$38.6303  
$39.9824  
$67,848  
$70,273  
$72,782  
$75,329  
$77,966  
$34.7938  
$36.0372  
$37.3240  
$38.6303  
$39.9824  
$67,848  
$70,273  
$72,782  
$75,329  
$77,966  
$34.7938  
$36.0372  
$37.3240  
$38.6303  
$39.9824  
$67,848  
$70,273  
$72,782  
$75,329  
$77,966  
$35.1417  
$36.3976  
$37.6972  
$39.0166  
$40.3822  
$68,526  
$70,975  
$73,510  
$76,082  
$78,745  
$35.6688  
$36.9436  
$38.2627  
$39.6018  
$40.9879  
$69,554  
$72,040  
$74,612  
$77,224  
$79,927  
2
5 Years  
232  
APPENDIX “A-7”  
CUPE, Local 1933, ADDICTION SERVICES - PAY PLAN  
RATES OF PAY - March 31, 2019 to March 31, 2021  
%
Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
Mar.31-19  
Approx.  
Annual Rate  
Apr.01-19  
Approx.  
Annual Rate  
Mar.31-20  
Approx.  
Annual Rate  
Apr.01-20  
Approx.  
Annual Rate  
Mar.31-21  
Approx.  
Annual Rate  
Mar.31-19  
Hourly Rate  
Apr.01-19  
Hourly Rate  
Mar.31-20  
Hourly Rate  
Apr.01-20  
Hourly Rate  
Mar.31-21  
Hourly Rate  
Pay Grade  
NUR001  
Classification  
Steps  
Nurse Rehabilitation Counsellor  
Start  
$33.6711  
$34.6950  
$65,659  
$67,655  
$34.1762  
$35.2154  
$66,644  
$68,670  
$34.3471  
$35.3915  
$66,977  
$69,013  
$34.8623  
$35.9224  
$67,982  
$70,048  
$35.0366  
$36.1020  
$68,322  
$70,399  
(
Group "C")  
Step 1  
Annual Salary based upon 1950  
hours  
Step 2  
Step 3  
Step 4  
Step 5  
$35.8471  
$37.1283  
$38.4540  
$39.7998  
$41.1928  
$69,902  
$72,400  
$74,985  
$77,610  
$80,326  
$36.3848  
$37.6852  
$39.0308  
$40.3968  
$41.8107  
$70,951  
$73,486  
$76,110  
$78,774  
$81,531  
$36.5667  
$37.8736  
$39.2260  
$40.5988  
$42.0198  
$71,305  
$73,854  
$76,491  
$79,168  
$81,939  
$37.1152  
$38.4417  
$39.8144  
$41.2078  
$42.6501  
$72,375  
$74,961  
$77,638  
$80,355  
$83,168  
$37.3008  
$38.6339  
$40.0135  
$41.4138  
$42.8634  
$72,737  
$75,336  
$78,026  
$80,757  
$83,584  
2
5 Years  
233  
APPENDIX “B”  
EDUCATION and EDUCATION PREMIUMS  
Appendix “B1”  
NSNU in Central, Eastern, Western and Northern Zones (former DHAs 1-9)  
15.05 Required Education  
(
(
(
a)  
b)  
c)  
The Employer shall provide and fund any Employer required training/education  
for a Nurse.  
The Employer will make every effort to arrange for the presentation of the required  
training/education during a Nurse’s scheduled hours of work.  
Any time spent in such training or educational sessions shall be considered time  
worked but will be paid at the regular hourly rate of the Nurse. For the purposes of  
this Article, time spent travelling to an education session at a distance in excess of  
two hundred and fifty (250) kilometres round trip from the Nurse’s home site will  
be considered time worked and will be compensated on the following conditions.  
Travel time will be calculated at the rate of one (1) hour for each one hundred (100)  
kilometres traveled. A Nurse will only be compensated for travel time for required  
education if the total travel time plus the time spent in the education session  
exceeds the normal shift length of the Nurse and for which the Nurse is already  
being compensated.  
(d)  
(e)  
(f)  
A Nurse may take the time in lieu at a mutually agreed time. A Casual Nurse  
(
except a Casual Nurse while in a Temporary Position) shall be entitled to  
compensation as pay only.  
When a Nurse Practitioner is required by the Employer to attend courses, the  
Nurse Practitioner is required to schedule such course(s) into his or her regular  
hours of work.  
The Nurse (including Casual Nurses) shall be reimbursed for authorized costs  
related to registration fees, textbook costs and course fees. Other related costs  
234  
for travel, lodging and meals will be reimbursed in accordance with the Employer’s  
travel policy.  
(
g)  
A Nurse may use these required education hours to qualify for Education  
Premiums in Appendix “B”.  
NSNU MEMORANDUM OF AGREEMENT  
EDUCATION PREMIUMS  
A Nurse who is qualified for more than one education premium shall only receive the  
highest education premium for which the Nurse qualifies in Group A. A Nurse may also  
qualify for a premium in Group B. A Nurse may also qualify for either or both of the  
premiums in Group C.  
Education premiums shall be pro-rated for Part-Time and Casual Nurses based on regular  
hours paid. That is to say that the annual amount will be divided by 1950 hours and will  
be payable on each bi-weekly pay based on regular hours paid which shall include the  
straight time hourly equivalent of overtime hours worked to a maximum of the Education  
Premium entitlement for a Full-Time Position.  
A. EDUCATION PREMIUMS  
(
a)  
Post-Graduate Program (Between 450 hours and 900 hours)  
Upon the Employer’s receipt of proof of a Nurse’s successful completion of a recognized  
program which has been established by the Nurse to be a minimum of 450 hours (as per  
the official course description which may include course hours, lab hours, clinical hours  
and/or independent study hours) and where the course content is directly related to the  
Nurse’s position, the following premium will be added to the Nurse’s regular annual rate  
of pay:  
:
(
three hundred thirty-three dollars ($333.00)  
b)  
Post-Graduate Program (In excess of 900 hours)  
Upon the Employer’s receipt of proof of a Nurse’s successful completion of a recognized  
program which has been established by the Nurse to be in excess of 900 hours (as per  
the official course description which may include course hours, lab hours, clinical hours  
235  
and/or independent study hours) and where the course content is directly related to the  
Nurse’s position, the following premium will be added to the Nurse’s regular annual rate  
of pay:  
:
six hundred sixty-seven dollars ($667.00)  
(
c)  
B.N. or B.Sc.N.  
For any Registered Nurse in the bargaining unit who holds a B.N. or B.Sc.N., the following  
premium will be added to the Nurse’s regular annual rate of pay:  
:
one thousand four hundred forty-five dollars ($1445.00)  
(
d)  
Masters Degree in Nursing  
For any Registered Nurse in the bargaining unit who holds a Masters Degree in Nursing,  
the following premium will be added to the Nurse’s regular annual rate of pay:  
:
one thousand nine hundred sixty-one dollars ($1961.00)  
B. CANADIAN NURSE ASSOCIATION CERTIFICATION PREMIUM  
The following premium will be added to the regular annual pay for any Registered Nurse  
in the Bargaining Unit who is in receipt of a current certification under the Canadian Nurse  
Association Certification program and who is employed in a capacity utilizing this training,  
who submits proof of the certification to the Employer, payable each year the certification  
is current:  
:
nine hundred ninety-six dollars ($996.00)  
236  
C. NURSING PRACTICE AND NURSING LEADERSHIP PREMIUMS  
Nursing Practice and Nursing Leadership premiums are offered to qualifying Nurses.  
These premiums are intended to recognize and encourage Nursing leadership activities  
and are provided as an alternative to former “Special Units”.  
Effective October 31, 2011, the annual supplement is eight hundred fifty dollars ($850.00).  
To be eligible for a premium for a twelve (12) month period commencing November 1 of  
each year, a Nurse must earn seventy (70) points for the Nursing Practice Premium and  
sixty (60) points for the Nursing Leadership Premium by participating in Employer  
approved activities. The initial list of these activities along with the relative weight for each  
is included in this Appendix for illustrative purposes. It is understood that these initial lists  
are not exhaustive but will guide the Employer in determining relative point values for other  
approved activities.  
In order for a Nurse to qualify for either premiums s/he must attain the required points  
based on the relative weights assigned to the approved activities. The Nurse must  
maintain a record of recognized educational or leadership activities completed in the  
previous 12 month period. The Nurse must submit written proof of these activities on the  
st  
form provided as Appendix “C” to the Employer by October 31 each year. The premium  
shall be effective following proof for the twelve (12) month period from November 1 to the  
st  
following October 31 . Effective October 31, 2011 these premiums shall be paid in full in  
th  
a lump sum on or before December 15 in the year to Nurses who achieve eligibility for  
them in accordance with this Appendix. These premiums shall be prorated for Part-time  
and Casual Nurses based on the regular hours paid in the twelve (12) month period from  
the previous November 1 to October 31 for the year of eligibility.  
In order to qualify for the Nursing Practice premium a Nurse must claim points in at least  
two categories. A Nurse who qualifies for either premium shall be paid an annual  
supplement of $850.  
A Nurse may qualify for one of the education premiums from Category A, the premium  
from Category B and either or both of the Nursing Practice and Nursing Leadership  
Premiums from Category C.  
Points earned in one NSNU bargaining unit will be recognized by a subsequent Employer  
for the purposes of qualifying for these premiums. The activities must be relevant to the  
237  
subsequent Employer. The Nurse must meet the Portability criteria in accordance with  
Memorandum of Agreement #1 Nova Scotia Nurses Union Nurse Mobility.  
If a disagreement arises concerning a Nurse’s eligibility for a Nursing Practice or Nursing  
Leadership Premium, the matter shall be submitted to ZLMC for resolution. If ZLMC is  
unable to resolve the matter, the Union may refer the matter to arbitration. An Arbitrator’s  
jurisdiction in any grievance filed under this provision shall be restricted to a determination  
of whether the Employer’s discretion was exercised in a reasonable manner.  
238  
EXPLANATION OF NURSING PRACTICE PREMIUM CATEGORIES  
POINTS CLAIMED MUST COME FROM A MINUMUM OF TWO CATEGORIES  
Practice premiums are intended to recognize the additional “value added” education the Nurse is  
either required to take because of the location or service in which she works or may choose to  
take voluntarily regardless of the location or service she works. Orientation education DOES NOT  
qualify towards this premium. The following lists are not exhaustive and are provided for  
illustrative purposes only.  
A. CERTIFICATION IN A SPECIALITY (40 POINTS)  
This is defined as a course of study which includes an evaluation component and which leads  
to a specialty certification status/or specialty certificate for the RN. (NOTE THIS DOES NOT  
INCLUDE THE CANADIAN NURSES ASSOCIATION specialty certifications which are  
already covered by a separate premium rate under Appendix B (Category B). Nurses who are  
paid in a separate (higher) classification because they have certification cannot also claim for  
these points.  
Effective October 31, 2011 these points can only be claimed in the year the certification is  
awarded.  
Some examples of certifications that apply:  
Lactation Consultant  
Infection Control Certification  
Palliative Care Certificate  
Critical Care Nursing Program (CCNP)-this may be in Intensive Care or Emergency  
Care  
Perioperative Care Nursing Program (PCNP)  
Neonatal Intensive Care Nursing Course  
Perinatal (PEPP) Certificate Course  
Registered Diagnostic Cardiac Sonographer  
Certified Asthma Educator  
Certified Specialist in Poison Information (CSPI)  
Registered Diagnostic Obstetrics Sonographer  
Diabetes Educator Certification  
Enterostomal Therapist Certification  
B. COURSE IN A SPECIALITY Requiring an evaluation component (20 POINTS)  
39  
2
This is defined as a course in a nursing specialty for which there is a required evaluation  
component to “pass.” These points can only be claimed in the year the course is taken. For  
those courses that require re-certification, 5 points for subsequent years while the course  
certification remains valid.  
Some examples of the courses that apply:  
Advanced Cardiac Life Support (ACLS)  
Pediatric Advanced Life Support (PALS)  
Advanced Trauma Life Support (ATLS)  
Advanced Life Support, Obstetrics (ALSO)  
Acute Care of the at-Risk Newborn (ACORN)  
Advanced Pediatric Life Support (APLS)  
AWHON Fetal Monitoring Course  
Chemotherapy/Biotherapy Provider Course  
APON Certified Pediatric Palliative Care Trainer Course  
AMRM (Transport Team Radio Course)  
Sugar, Temperature, Artificial breathing, Blood pressure and Emotional Support  
(
STABLE)  
Cardiac: Sugar, Temperature, Artificial breathing, Blood pressure and Emotional  
Support (Cardiac STABLE)  
Neonatal Resuscitation Program (NRP)  
IMCU Course (Immediate Care Unit Course)  
ENPC (Emergency Nursing Pediatric Course)  
TNCC (Trauma Nursing Core Course)  
C. COURSE IN A SPECIALITY Not requiring an evaluation component  
15 OR 10 POINTS)  
(
This is defined as a course in a nursing specialty that may be internally or externally developed  
but does not include an evaluation component. Although the Nurse may receive a certificate  
of completion/attendance for taking such a course, the Nurse is not considered “certified.”  
Attendance or completion of such a course may only be claimed in the year in which it was  
taken (i.e. one time only). If the course is a minimum of 3.5 hours in duration, the Nurse will  
receive 10 points. If the course is a minimum of 7.5 hours in duration the Nurse will receive  
15 points.  
Some examples of courses or workshops that apply:  
Family-centred care course  
240  
Transport Team course (if not a member of the Transport team where the course is  
part of orientation)  
Extra Corporeal Life Support Course/Training (ECLS)  
Neonatal E-Team Course  
PICC Line Course  
D. COURSE, WORKSHOP or CONFERENCE in a GENERAL or SPECIALTY  
SKILL/THEORY or PROFESSIONAL/PERSONAL DEVELOPMENT  
(
15 OR 10 POINTS)  
This is defined as a course or attendance at a learning session, workshop or conference that  
may or may not be directly nursing-related but the skills/theory are applicable to the nursing  
practice environment in which the Nurse works. If the course or workshop is a minimum of  
3.5 hours in duration, the Nurse will receive 10 points. If the course or workshop is a minimum  
of 7.5 hours in duration the Nurse will receive 15 points. If attending a conference, the Nurse  
can only claim the conference as a whole.  
Some examples of courses that apply:  
Non-Violent Crisis Intervention (in the year in which the course is taken)  
Team Building  
Conflict Resolution  
Program Planning and Evaluation  
Palliative Care Workshop/Conference  
Any Nursing Specialty Nursing Conference  
Bereavement Follow-Up Workshop  
Telehealth Session  
Attendance at the Education Day of the NSNU AGM  
NSNU Labour School (in the year you attend only)  
Delegated Medical Functions  
Post Entry Level Competencies  
CFNU Biennium  
E. INSERVICE/HOSPITAL BASED EDUCATION SESSIONS (5 POINTS)  
This category is applicable when the Nurse attends an education event which is minimally 1  
hour in duration and may be considered an “in-service” either scheduled or ad hoc in nature.  
Nurses are required to receive authorization from their manager prior to claiming a  
webinar. Such Authorization shall not be unreasonably denied.  
241  
If the learning is required to fulfill your role or if it is a general employee expectation, the points  
cannot be claimed. For example education on ROP’s on a non-Nursing subject, new  
equipment, policies or basic nursing competencies does not apply.  
Some examples that apply:  
Numerous topics –must indicate the date and the topic  
Attendance at Grand Rounds  
Journal Club attendance  
Lunch and Learn Sessions  
Attendance at a Telehealth Session  
F. E-LEARNING (5 POINTS)  
There are many examples of learning delivered via electronic education modules that may be  
hospital developed or they may be offered through the public domain. The Nurse must provide  
proof of having participated and completed the modules.  
The e-learning must be a minimum of one (1) hour in duration (estimated time of completion),  
however the Nurse may accumulate time from several e-learning modules to obtain the one  
(
1) hour requirement. Only modules having a test component will be considered (if there  
is no test component the learning may be considered a webinar pursuant to E).  
If the learning is required to fulfill your role or if it is a general employee expectation, the points  
cannot be claimed. For example education on ROP’s on a non-Nursing subject, new  
equipment, policies or basic nursing competencies (competencies acquired in entry nursing  
training program) does not apply.  
Some examples that apply:  
Paramedic (S76 module/test) (Transport team)  
Winter Survival e-learning module  
Problematic Substance Abuse in the workplace  
Self Regulation  
Violence in the Workplace  
G. EDUCATION (10-25 POINTS AS SPECIFIED)  
242  
If the Nurse is enrolled in University within the 12 months claim period and then graduates  
within that same 12 month period, s/he will now receive the appropriate premium under  
Appendix “B” Category A. I or (d) and s/he cannot also claim for points under this section.  
Instructor-Level Status for designated courses includes CPR.  
Some examples that apply:  
Enrolled in PhD in Nursing Program (minimally completing 2 courses per year-25  
points)  
Enrolled in Masters Nursing program (minimally completing 2 courses per year-20  
points)  
Enrolled in Nursing Degree Program (minimally completing 2 courses per year-15  
points)  
Instructor-Level Achievement for designated courses (e.g CPR, ACLS, PALS, NRP,  
ATLS, ACORN, ALSO-10 points)  
For greater clarity, the following are not considered eligible for Practice Premiums (this  
list is not exhaustive):  
CRNNS requirements for licensure (i.e. mandatory education or development of personal  
learning plans)  
CPR & CPR recertification  
WHMIS  
Emergency Preparedness (Code procedures)  
Emerald Education  
SIMS orientation / continuing competency  
Fit mask testing  
In-service on accreditation process/results  
Town halls  
Respectful Workplace Sessions  
Shop Steward workshops pertaining to orientation to the role  
Shop Steward sessions on new collective agreements  
Retirement planning session  
243  
EXPLANATION OF NURSING LEADERSHIP PREMIUM CATEGORIES  
The Nursing Leadership Premium is intended to recognize and reward those Nurses who  
demonstrate additional leadership contributions beyond what is merely expected of them in the  
course of their work, either through their individual involvement in activities in their workplace or  
their personal commitment to professional development of themselves through formal education  
or others (through mentoring) and/or advancement of the nursing profession and nursing practice  
in a variety of ways. The following lists are not exhaustive and are provided for illustrative  
purposes only.  
A. COMMITTEE/TASK FORCE INVOLVEMENT (for Hospital, District, Province, Union,  
Professional Organization or Association or Agency  
Many nurses sit on various committees that meet regularly throughout the year. In order to  
claim for the correct number of points the Nurse must indicate the number of times she has  
been present at the Committee. For example: A committee may meet 9-12 times per year  
but the Nurse has only been able to be present 4 times. The nurse will check off that s/he is  
part of a committee that meets 9-12 times a year, but will fill in the claim form indicating the  
number of meetings she has attended. Points will be awarded based on the meetings attended  
by the nurse. Please note we have a gap in the times that can be claimed…so if the committee  
meets 7-8 times, check off 9-12 times. The points will be awarded based on 9-12. If the Nurse  
is required to participate on a committee as part of her position responsibilities points cannot  
be claimed for the committee work.  
Chair of a committee/task force that meets 9-12 times per year (20 points)  
Member of a committee/task force that meets 9-12 times per year (15 points)  
Chair of a committee/task force that meets 4-6 times per year (15 points)  
Member of a committee/task force that meets 4-6 times per year (10 points)  
Chair of a committee/task force that meets 1-3 times per year (10 points)  
Member of a committee/task force that meets 1-3 times per year (5 points)  
Attends the “business portion” of the NSNU Annual General Meeting, the CFNU  
biennium and an annual meeting of a Nursing College (5 points)  
B. PROFESSIONAL ASSOCIATION INVOLVEMENT  
Member- This category can only be claimed if you are currently a member in good standing  
st  
with your Professional Association on Oct 1 each year. If your membership has expired at  
the time of the submission, you cannot claim for this. Please note if you are member of a  
National or Provincial organization that automatically makes you a member of a local  
association then you can only claim for the “parent” organization. E.g. When you join the  
Canadian Association of Critical Care Nurses you are automatically a member of the NS  
Chapter. You only claim for being a member at the National level.  
244  
Executive Member: You would claim this according to the office you hold within your  
Professional Association (including NSNU Provincially and at the Local Union Level). If you  
claim for this, you do not also claim for being a member as higher points are awarded to  
recognize the fact you are a member who holds an office with that Association.  
Maintains an active membership in a Professional Association Special Interest  
Group (eg Canadian Association of Critical Care Nurses; National Emergency  
Nurses Association etc)  
Holds office in a professional nursing organization or special interest: with  
subheadings for National, Provincial or Local level and further subdivided to  
recognize if you are President vs a Member of the Executive.  
President  
25 points  
20 points  
Executive  
20 points  
15 points  
Member  
10 points  
10 points  
National  
Provincial/Local  
The following things can also be included:  
Board member of a National or Provincial level Board (15 points)  
Chief Shop Steward for Local of NSNU (15 points)  
Shop Steward for Local of NSNU (10 points)  
The following things DO NOT qualify:  
College of Registered Nurses of Nova Scotia  
NSNU Membership  
Canadian Federation of Nurses Unions (CFNU)  
Canadian Nurses Association  
North American Association of Poison Control Centres  
Member of BUGLM (you can claim for this as a Committee you participate on under  
Section A though).  
C. PUBLICATIONS/PRESENTATIONS  
To claim for publication, you must have been published in the past 12 months of the claim  
period. You need to also provide information on where, when and the name of the conference  
you presented at. Nurses can only claim once for the same publication.  
245  
Publication in a peer-reviewed professional journal or textbook (25 points)  
Publication in a non-peer-reviewed journal (eg. Hospital newsletter, Union  
newsletter, local paper or publication) (10 points)  
Speaker at a National Conference (25 points)  
Speaker at a Provincial Conference (20 points)  
Speaker at a Local Conference (20 points)  
Speaker at a hospital-based in-service session (10 points)  
Poster Board Presenter at a National Conference (20 points)  
Poster Board Presenter at a Provincial Conference (15 points)  
Poster Board Presenter at a Local Conference (15 Points)  
Poster Board Presenter at a hospital-based Conference (10 points)  
If a Nurse claims points for speaking at a Conference, the Nurse cannot also claim Practice  
Premium points for attending the Conference, unless the Nurse attended the conference  
in full (not just the time spent speaking).  
In addition the following qualifies:  
Presents info to colleagues from a conference you attended (10 pts) (must be at  
least one hour in duration)  
Member of a panel speaking on a topic is half the value of being a speaker on your  
own to a minimum of 5 points.  
D. RESEARCH  
To claim for anything in this category the research must be in progress, or started or completed  
at any time within the 12 month claim period. You can claim for it one year only even if the  
study overlaps into a subsequent year. I.e. if the same research study overlaps into the next  
year then it cannot be claimed again. Each study you are involved in may be claimed  
individually for points. You must be “officially” listed as either a Principal Investigator or a Co-  
Investigator. If your involvement is a requirement of your job this does not qualify for points.  
Primary Investigator as part of a multi-site study (25 points)  
Co-Investigator as part of a multi-site study (20 points)  
Primary Investigator of a hospital/unit based research study (15 points)  
Co-Investigator of a hospital/unit based research study (10 points)  
Develops a unit specific research proposal (5 points)  
Conducts a literature review as part of a research study (5 points)  
E. UNIT RESOURCE/SKILL/CONTENT EXPERT PERSON (20 points)  
246  
Points are awarded in consultation with your Manager. This category is intended to reward  
those individuals who take on “additional” duties and a leadership role related to additional  
support/expertise/oversight needed by colleagues within your unit or work area around  
implementation or ongoing support for something of which your expertise is specifically being  
designated for that support. (e.g. is a content expert for implementation of medication  
reconciliation project, central line expert, elder-friendly, Family-centred care.  
Some examples that apply:  
Member of the E-Team in NICU  
Member of the ECMO Team in PICU  
Breast Feeding Champion  
Member of PICC Line Team  
HSM Resource (Computer program in peri-op Units)  
F. ACCEPTS ADDITIONAL LEADERSHIP RESPONSIBILITIES  
There are a variety of opportunities to take on additional leadership responsibilities and earn  
points in this category.  
Project Lead for new product – Requires dialogue with your Manager to claim.  
(
10 points)  
Charge Nurse/Team Lead – 10 shifts a year minimum to claim.  
10 points) Cannot be claimed if already being paid a premium for this role.  
(
Researches/bench marks new procedures (you need to identify the procedure)  
5 points)  
(
Plans and conducts a patient care conference- This is intended to recognize and reward  
the nurse who would not normally in the course of her work plan and conduct a patient care  
conference as a bedside nurse. It would be rare for a Clinical Leader to be able to claim for  
this as this would be an expectation of Care Coordination already embedded in the CL role.  
There are also many specialty services where nurses regularly do this as part of their job  
duties. To claim for any points in this category, consultation with your Manager is required. (5  
points)  
247  
Develops/Revises a new policy/procedure – May be claimed for each new policy/procedure  
the nurse develops. Note: If you are the Policy Person for your Unit and/or on a Policy  
Committee and your work is to develop/update policies and procedures then you have been  
awarded points under the Committee section to recognize this and you cannot also claim for  
points in this section. This section is intended to recognize and reward the nurse who takes  
the initiative to develop policies above and beyond what is expected of her/him in her role.  
(
5 points)  
Serves as a Preceptor- varying lengths of time- The period of time that can be claimed is  
only the weeks that are designated formally for the Preceptor to be working with the Preceptee  
who is new to your Unit or a student. If you have more than one person you precept in a year,  
add them together to determine the number of weeks (months) and claim for the appropriate  
timeframe. Identify who you have precepted and the exact time frame. Points are either 15 or  
25 depending on length of time you precepted.  
Serves as a preceptor for 1-3 months – 15points  
Serves as a preceptor for 4-6 months – 25 points  
Note: Precepting a student nurse or other allied health professional is recognized as well,  
but with a different amount of points awarded (see below).  
Serves as a Preceptor to a Nursing or other Allied Health Student for 1 – 3 months (10  
points)  
Instructs a designated course at least once per year (10 points)  
G. SPECIAL PROJECTS (10-20 points)  
Points may be claimed if a Nurse is involved in a planned endeavour designed and  
implemented to address a patient, nursing, hospital or community health care concern or  
need. There is a range of points (10, 15, 20) that the Nurse in consultation with her/his  
Manager may be awarded for an activity within this category.  
Some examples of things that may qualify:  
Developed SBAR tool for communication for inter-facility transfers  
QI project to improve patient outcomes  
Teaching in the school for classmates of a burned patient  
248  
Volunteer for social activities of any kind do not qualify for Leadership Premiums.  
Appendix “B2”  
NSGEU Registered Nurses in Central Zone (former DHA 9)  
19.12 In-Service Conferences  
(
(
a)  
b)  
The Employer may grant permission to an employee to attend in-service  
conference(s), where in the opinion of the Employer, such a conference is relevant  
to the employee’s respective field and where such attendance will not interfere with  
efficient operation. Such permission shall not be unreasonably withheld.  
Where an in-service conference(s) is not held during the employee’s scheduled  
hours of work, the employee shall be paid for all hours of attendance in accordance  
with Article 15 or Article 39, whichever is applicable.  
19.17 Education Leave  
(
b)  
Where the Employer requires and authorizes in writing an employee to pursue an  
educational program which specifically relates to job requirements, a full or partial  
leave of absence with pay may be granted to the employee. Where leave is  
granted, the Employer will pay for tuition and books.  
(
c)  
Upon completion of education leave pursuant to this Article, an employee shall be  
entitled to return to her former position. Where the position no longer exists, the  
matter shall be referred to the Joint Committee on Technological Change.  
(
e) Upon completion of education leave pursuant to this Article, an employee shall be  
entitled to return to her former position. Where the position no longer exists, the  
matter shall be referred to the Joint Committee on Technological Change.  
34.21 Educational Premiums - Post-Graduate Training - 3 Months  
A Registered Nurse, with post graduate training of three (3) months, but less than six (6)  
months and who is utilizing this course, shall be paid, effective on April 1, 2008, an  
additional $27.82 per month, provided that she has utilized this course within four (4) years  
prior to employment. Recognition of clinical courses of two months’ duration provided by  
the former Victoria General Hospital shall be given for the purpose of this Article.  
34.22 Post-Graduate Training - 6 Months  
249  
A Registered Nurse with post-graduate training of six (6) months or more, and who is  
employed in a capacity utilizing this course, shall be paid, effective on April 1, 2008, an  
additional $55.65 per month, provided that she has utilized the course within four (4) years  
prior to employment.  
34.23 Baccalaureate Degree  
A Registered Nurse who has received a Baccalaureate Degree in Nursing and has  
completed four (4) months’ continuous service shall be paid, effective on April 1, 2008, an  
additional $120.57 per month.  
34.24 Masters Degree  
A Registered Nurse who has received a Masters Degree in Nursing and has completed  
four (4) months’ continuous service shall be paid, effective on April 1, 2008, an additional  
$163.42 per month.  
34.25 No Pyramiding of Benefits  
An employee may not qualify for more than one (1) payment under Articles 34.21, 34.22,  
34.23, and 34.24.  
34.26 Discontinuation of Premium  
Notwithstanding Article 34.27, Education Premium shall be discontinued where:  
(
(
a)  
b)  
the employee is on leave of absence with pay or part pay in excess of thirty (30)  
days, or without pay. An employee on leave of absence with  
part pay for thirty (30) days or less shall have the premium reduced on a pro-rata  
basis.  
the premium is not contingent upon the requirement that the additional training  
be utilized in the performance of the employee’s functions.  
34.27 Employer Conducted Post-Graduate Training  
An employee enrolled in post-graduate training courses, pursuant to Article 34.21 and  
34.22, conducted by the Queen Elizabeth II Health Sciences Centre shall continue to  
250  
receive an Education Premium which she is in receipt of prior to the commencement of  
the course of study.  
34.28 CNA Certification  
A Registered Nurse who is in receipt of a current certification under the Canadian Nurse  
Association Certification program and who is employed in a capacity utilizing this training  
shall be paid an additional $83.00 per month commencing on the first calendar day of the  
new month after she has submitted proof of the certification to the employer.  
251  
Appendix “B3”  
NSGEU Licensed Practical Nurses in Central Zone (former DHA 9)  
19.12 In-Services Conferences  
(
(
a)  
b)  
The Employer may grant permission to an Employee to attend in-service  
conference(s), where in the opinion of the Employer, such a conference is relevant  
to the Employee’s respective field and where such attendance will not interfere  
with efficient operation. Such permission shall not be unreasonably withheld.  
Where an in-service conference(s) is not held during the Employee’s scheduled  
hours of work, the Employee shall be paid for all hours of attendance in accordance  
with Article 15 or Article 39, whichever is applicable.  
252  
Appendix “B4”  
NSGEU Nurses in PHACC Eastern, Western and Northern Zones (former DHAs 1-8)  
Education Leaves and Premiums PHACC  
20.26 Education  
(
a)  
Education Leaves  
(
(
(
i)  
At the Employer’s discretion, the Employer may grant a leave of absence for an  
educational leave which may be fully subsidized, partially subsidized, or granted  
with no financial assistance.  
ii)  
iii)  
Subject to operational requirements, leave of absence with pay shall be granted to  
allow an employee to write examinations for courses approved by the Employer  
prior thereto.  
It is understood and agreed that if training and/or educational leave is required by  
the employer it is considered work time in accordance with the applicable  
provisions of this agreement. The Employer will pay for any required tuition and  
books.  
(
(
iv)  
v)  
Leaves of absence for education purposes shall not be unreasonably denied.  
Subject to the terms of individual benefit plans, while an employee is on Education  
Leave, the Employer shall allow participation in medical, disability, group life and  
pension benefit plans. The employee and the Employer will each continue to pay  
their share of the premium costs for maintaining coverage during the period of  
Leave.  
(
vi)  
When an Employee reports for work upon the expiration of an Education Leave,  
the Employee shall resume work in the position held by the Employee immediately  
before the leave began or where that position is eliminated in a comparable  
position with not less than the same wages and benefits, with no loss of seniority  
or benefits accrued to the commencement of the leave.  
(
b)  
Roles and Responsibilities  
253  
The following is an outline of the roles and responsibilities of the Employer and employees for  
staff training and development.  
(
i)  
The Employer is responsible for:  
•
providing advice and consulting services in identification of needs, and  
selection, design, conduct and evaluation of training and development  
programs;  
•
•
•
•
•
coordinating, developing, and contracting training and development  
programs to meet service-wide needs;  
developing comprehensive human resource development policies which  
meet the requirements of the Employer;  
developing service-wide systems for the planning, control, delivery and  
evaluation of training and development;  
identifying the training requirement of employees in order to meet  
operational needs and policy objectives; and  
making arrangements and providing training and education to meet  
identified needs.  
(
ii)  
The employees are responsible for:  
•
•
•
acquiring the knowledge and skills necessary to perform their present jobs  
effectively;  
identifying, in conjunction with the Employer, areas in which their  
knowledge and skills are, or may be, deficient;  
participating in training activities provided by the Employer (which may  
include formal training programs and/or on-the-job training and  
experience); and  
•
ensuring that job knowledge and skills once outlined are maintained.  
35.17 Education Premiums for Nurses PHACC  
(
a)  
University Diploma  
A Registered Nurse with one (1) year University Diploma in Nursing Service and  
Administration shall be paid an additional thirty-six ($36.00) dollars per month,  
provided that she has utilized the course within four (4) years prior to employment.  
254  
(
b)  
Post Graduate Training - 3 Months  
A Registered Nurse with post graduate training of three (3) months, but less than  
six (6) months and who is utilizing this course shall be paid $27.82 per month,  
effective September 1, 2008 provided that she has utilized this course within four  
(
4) years prior to employment. Recognition of clinical courses of two (2) months  
duration shall be given for the purpose of this Article.  
This premium shall apply to Nurses who receive a Canadian Nurses' Association specialty  
certification.  
(
c)  
Post-Graduate Training - 6 Months  
A Registered Nurse with post-graduate training of six (6) months or more, and who  
is employed in a capacity utilizing this course, shall be paid $55.65 per month,  
effective September 1, 2008 provided that she has utilized the course within four  
(
4) years prior to employment.  
(
(
(
d)  
e)  
f)  
Baccalaureate Degree  
A Registered Nurse who has received a Baccalaureate Degree in Nursing and has  
completed four (4) months' continuous service shall be paid $120.57 per month,  
effective September 1, 2008.  
Masters Degree  
A Registered Nurse who has received a Masters Degree in Nursing and has  
completed four (4) months' continuous service shall be paid $163.42 per month,  
effective September 1, 2008.  
CNA Premium  
Effective September 1, 2008, a Registered Nurse who is in receipt of a current  
certification under the Canadian Nurse Association Certification program and who  
is employed in a capacity utilizing this training shall be paid an additional $83.00  
per month commencing on the first calendar day of the new month after she has  
submitted proof of the certification to the Employer. Nurses will be entitled to  
receive this premium in addition to any existing education premium that they may  
be in receipt of.  
(
g)  
No Pyramiding of Premiums  
An employee may not qualify for more than one (1) payment under Articles  
35.17(a) through (f).  
255  
(
h)  
Discontinuance of Premiums  
An Education Premium shall be discontinued where:  
(
(
i)  
the Nurse is on leave of absence with pay or part-pay in excess of thirty  
30) days, or without pay. An employee on leave of absence with part-pay  
for thirty (30) days or less shall have the premium reduced on a pro-rata  
basis.  
(
ii)  
the premium is not contingent upon the requirement that the additional  
training be utilized in the performance of the employee’s functions.  
256  
APPENDIX “B5”  
CUPE LPNs in Western Zone (former DHAs 1-3)  
24.16 Leave for Education  
When an Employee is on duty and authorized to attend an education program during the  
Employee’s regularly scheduled working hours, the Employee shall suffer no loss of  
regular pay.  
When an Employee is required by the Employer to attend courses outside of the Employee’s  
regularly scheduled working hours, the Employee shall be compensated with time off or pay on  
an hour for hour basis for time spent in attendance on such courses. A Casual Employee shall  
be entitled to compensation as pay only. Furthermore, the Employee shall be reimbursed for  
authorized costs related to registration fees, textbook costs and course fees. Other related costs  
for travel, lodging and meals will be reimbursed in accordance with the Employer’s travel policy.  
Wherever possible the Employer will make every effort to arrange for the presentation of the  
required training / education during an Employees scheduled hours of work.  
CUPE MEMORANDUM OF AGREEMENT #8  
LPN PRACTICE PREMIUM  
LPN Practice premiums are offered to qualifying LPNs. These premiums are intended to  
recognize and encourage practice activities.  
To be eligible for a premium for a twelve (12) month period commencing November 1, 2012, and  
st  
November 1 of each year thereafter, an LPN must earn seventy (70) points by participating in  
Employer approved activities.  
In order for an LPN to qualify s/he must attain the required points based on the relative weights  
assigned to the approved activities. The LPN must maintain a record of recognized practice  
activities completed in the previous 12 month period. The LPN must submit written proof of these  
st  
st  
activities on the form provided to the Employer by October 1 , 2013 and by October 1 each year  
thereafter. The premium shall be effective following proof for the twelve (12) month period from  
November 1, 2012 to October 31, 2013 and from November 1 to the following October 31  
th  
thereafter. This premium shall be paid in full in a lump sum on or before December 15 , 2013 and  
th  
on or before December 15 of each year thereafter to LPNs who achieve eligibility for them in  
accordance with this MOA. This premium shall be prorated for Part-time and Casual LPNs based  
ontheregular hourspaid in thetwelve(12) monthperiodfrom theprevious November 1toOctober  
31 for the year of eligibility.  
257  
In order to qualify for this premium an LPN must claim points in at least two categories.  
An LPN who qualifies for the premium shall be paid an annual supplement of $850.  
If a disagreement arises concerning an LPN’s eligibility for this premium, the Union may file a  
grievanceand,ifthegrievanceisnotresolvedtotheUnion’ssatisfaction,referthemattertoarbitration.  
An Arbitrator’s jurisdiction in any grievance filed under this provision shall be restricted to a  
determination of whether the Employer’s discretion was exercised in a reasonable manner.  
EXPLANATION OF LPN PRACTICE PREMIUM CATEGORIES  
POINTS CLAIMED MUST COME FROM A MINUMUM OF TWO CATEGORIES  
Practice premiums are intended to recognize the additional “value added” education the LPN is either  
required to take because of the location or service in which she works or may choose to take voluntarily  
regardless of the location or service she works. Orientation education DOES NOT qualify towards this  
premium.  
A. CERTIFICATION IN A SPECIALTY (40 POINTS)  
This is defined as a course of study which includes an evaluation component and which leads  
to a specialty certification status/or specialty certificate for the LPN.  
These points can only be claimed in the year the certification is awarded.  
B. COURSE IN A SPECIALTY Requiring an evaluation component (20 POINTS)  
This is defined as a course in a nursing specialty for which there is a required evaluation  
component to “pass.” These points can only be claimed in the year the course is taken. For  
those courses that require re-certification, 5 points for subsequent years while the course  
certification remains valid.  
C. COURSE IN A SPECIALTY Not requiring an evaluation component (15  
OR 10 POINTS)  
This is defined as a course in a nursing specialty that may be internally or externally developed but  
does not include an evaluation component. Although the LPN may receive a certificate of  
completion/attendance for taking such a course, the LPN is not considered “certified.” Attendance or  
completion of such a course mayonlybe claimed in the year in which it was taken(i.e. onetime only).  
If the course is a minimum of 3.5 hours in duration, the LPN will receive 10 points. If the course is a  
minimum of 7.5 hours in duration the LPN will receive 15 points.  
D. COURSE, WORKSHOP or CONFERENCE in a GENERAL or SPECIALTY  
SKILL/THEORY or PROFESSIONAL/PERSONAL DEVELOPMENT (15 OR 10  
POINTS)  
This is defined as a course or attendance at a learning session, workshop or conference that  
may or may not be directly nursing-related but the skills/theory are applicable to the nursing  
258  
practice environment in which the LPN works. If the course or workshop is a minimum of 3.5  
hours in duration, the LPN will receive 10 points. If the course or workshop is a minimum of  
7.5 hours in duration the LPN will receive 15 points.  
E. INSERVICE/HOSPITAL BASED EDUCATION SESSIONS (5 POINTS)  
This category is applicable when the LPN attends an education event which is minimally 1 hour in  
duration and may be considered an “in-service” either scheduled or ad hoc in nature.  
If the learning is required to fulfill the LPN’s role or if it is a general employee expectation, the  
points cannot be claimed.  
F. E-LEARNING (5 POINTS)  
There are many examples of learning delivered via electronic education modules that may be  
hospital developed or they may be offered through the public domain. The LPN must provide proof  
of having participated and completed the modules.  
The e-learning must be a minimum of one (1) hour in duration (estimated time of completion);  
however, the LPN may accumulate time from several e-learning modules to obtain the one  
(
1) hour requirement.  
If the learning is required to fulfill the LPN’s role or if it is a general employee expectation, the  
points cannot be claimed.  
259  
CUPE CLAIM FORM FOR LPN PRACTICE PREMIUMS  
To be Completed and Submitted by LPN by October 1st:  
Eligible 12 Month  
November 1, 20 to October 31, 20  
_____  
Period  
_
Name  
FTE Status  
(
FT/PT/Casual)  
Job Title  
Personal Information  
Classification  
Unit/Dept/Area worked  
Manager’s Name  
** Points must be claimed in a minimum of TWO Categories  
A
B
C
D
E
F
G
Total/  
/70  
Points Claimed by  
Category (Details  
Attached)  
Signed  
Date:  
For Internal Use by Management:  
Points Approved by  
Category (Details  
Attached)  
A
B
C
D
E
F
G
T
/
70  
Premium Approval  
Rationale  
Premium Approved  
Premium Not Approved  
*
*Regular Hours Paid:  
Amount of Prorated Premium:  
Proration for  
PT/Casual  
**from the previous Nov 1 to Oct 31 for the year of eligibility:  
Signed  
Date:  
260  
APPENDIX “B6”  
Unifor in Eastern Zone (former DHAs 7 and 8)  
The provisions of Article 25 are not applicable to a Casual Employee.  
25.01 (d)  
The parties to this Agreement recognize the value of providing ongoing training  
and development to all employees.  
The Employer may determine that a particular course or training opportunity would  
be of value to a particular employee or group of employees for reasons such as  
workplace needs, employee requirements, and to maintain and improve employee  
proficiency. The Employer may direct one or more employees to attend such  
training as it deems necessary.  
Other training opportunities for employees in a particular unit or department will  
arise from time to time. Where such opportunities arise, if the Employer does not  
identify one or more employees to attend for reasons as outlined above, the  
Employer will offer such opportunities to all relevant employees in the unit or  
department. Approval to attend such opportunities will be based on eligibility to  
attend, relevance and equity of training opportunities.  
Unifor MEMORANDUM OF AGREEMENT  
RE: LPN PRACTICE PREMIUM  
LPN Practice premiums are offered to qualifying LPNs. These premiums are intended to  
recognize and encourage practice activities.  
To be eligible for a premium for a twelve (12) month period commencing November 1,  
st  
2
012, and November 1 of each year thereafter, an LPN must earn seventy (70) points by  
participating in Employer approved activities.  
In order for an LPN to qualify s/he must attain the required points based on the relative  
weights assigned to the approved activities. The LPN must maintain a record of recognized  
practice activities completed in the previous 12 month period. The LPN must submit written  
proof of these activities on the form provided as Appendix “Q” to the Employer by October  
st  
1
, 2012 and by October 1st each year thereafter. The premium shall be effective following  
proof for the twelve (12) month period from November 1, 2012 to October 31, 2013 and from  
November 1 to the following October 31 thereafter. This premium shall be paid in full in a  
th  
th  
lump sum on or before December 15 , 2013 and on or before December 15 of each year  
thereafter to LPNs who achieve eligibility for them in accordance with this MOA. This  
premium shall be prorated for Part-time and Casual LPNs based on the regular hours paid  
in the twelve (12) month period from the previous November 1 to October 31 for the year of  
eligibility.  
261  
In order to qualify for this premium an LPN must claim points in at least two categories.  
An LPN who qualifies for the premium shall be paid an annual supplement of $850.  
Points earned in one CAW bargaining unit will be recognized by a subsequent Employer  
for the purposes of qualifying for this premium. The activities must be relevant to the  
subsequent Employer.  
If a disagreement arises concerning an LPN’s eligibility for this premium, the Union may  
file a grievance and, if the grievance is not resolved to the Union’s satisfaction, refer the  
matter to arbitration. An Arbitrator’s jurisdiction in any grievance filed under this provision  
shall be restricted to a determination of whether the Employer’s discretion was exercised  
in a reasonable manner.  
EXPLANATION OF LPN PRACTICE PREMIUM CATEGORIES  
POINTS CLAIMED MUST COME FROM A MINUMUM OF TWO CATEGORIES.  
Practice premiums are intended to recognize the additional “value added” education the  
LPN is either required to take because of the location or service in which she works or  
may choose to take voluntarily regardless of the location or service she works. Orientation  
education DOES NOT qualify towards this premium.  
A. CERTIFICATION IN A SPECIALITY (40 POINTS)  
This is defined as a course of study which includes an evaluation component and which leads  
to a specialty certification status/or specialty certificate for the LPN.  
These points can only be claimed in the year the certification is awarded.  
B. COURSE IN A SPECIALITY requiring an evaluation component (20 POINTS)  
This is defined as a course in a nursing specialty for which there is a required evaluation  
component to “pass.” These points can only be claimed in the year the course is taken.  
For those courses that require re-certification, 5 points for subsequent years while the  
course certification remains valid.  
C. COURSE IN A SPECIALITY not requiring an evaluation component (15 OR 10  
POINTS)  
This is defined as a course in a nursing specialty that may be internally or externally  
developed but does not include an evaluation component. Although the LPN may receive  
a certificate of completion/attendance for taking such a course, the LPN is not considered  
“
certified.” Attendance or completion of such a course may only be claimed in the year in  
which it was taken (i.e. one time only). If the course is a minimum of 3.5 hours in duration,  
the LPN will receive 10 points. If the course is a minimum of 7.5 hours in duration the  
LPN will receive 15 points.  
262  
D. COURSE, WORKSHOP or CONFERENCE in a GENERAL or SPECIALTY  
SKILL/THEORY or PROFESSIONAL/PERSONAL DEVELOPMENT (15 OR 10  
POINTS)  
This is defined as a course or attendance at a learning session, workshop or conference  
that may or may not be directly nursing-related but the skills/theory are applicable to the  
nursing practice environment in which the LPN works. If the course or workshop is a  
minimum of 3.5 hours in duration, the LPN will receive 10 points. If the course or workshop  
is a minimum of 7.5 hours in duration the LPN will receive 15 points.  
E. INSERVICE/HOSPITAL BASED EDUCATION SESSIONS (5 POINTS)  
This category is applicable when the LPN attends an education event which is minimally 1  
hour in duration and may be considered an “in-service” either scheduled or ad hoc in  
nature.  
If the learning is required to fulfill the LPN’s role or if it is a general employee expectation,  
the points cannot be claimed.  
F. E-LEARNING (5 POINTS)  
There are many examples of learning delivered via electronic education modules that may  
be hospital developed or they may be offered through the public domain. The LPN must  
provide proof of having participated and completed the modules.  
The e-learning must be a minimum of one (1) hour in duration (estimated time of  
completion); however, the LPN may accumulate time from several e-learning modules to  
obtain the one (1) hour requirement.  
If the learning is required to fulfill the LPN’s role or if it is a general employee expectation,  
the points cannot be claimed.  
263  
UNIFOR CLAIM FORM FOR LPN PRACTICE PREMIUMS  
To be Completed and Submitted by LPN by October 1st:  
For Internal Use by Management:  
Points Approved by  
Category (Details  
Attached)  
A
B
C
D
E
F
G
Total/70  
70  
/
Premium Approval  
Rationale  
Premium Approved ___________  
Premium Not Approved__________  
**Regular Hours Paid: Amount of Prorated Premium:  
Proration for  
PT/Casual  
**from the previous Nov 1 to Oct 31 for the year of eligibility:  
Signed_______________________________  
Date:_____________________  
264  
265  
Appendix “C”  
NSNU NLPP Claims forms  
NSNU Application Form for Nursing Practice Premiums  
To be completed by Applicant and submitted to Manager by October 31st  
Eligible 12 Month  
November 1, 20____ to October 31, 20_____  
Period  
Name  
FTE Status  
(
FT/PT/Casual)  
Job Title  
Classification  
Personal Information  
(
RN 2, etc.)  
Unit/Dept./Area worked  
Manager’s Name  
Points must be claimed in a minimum of TWO Categories  
A
B
C
D
E
F
G
Total/70  
Points Claimed by  
Category (Details  
Attached)  
/70  
Applicant Signature: ________________________  
For Internal Use by Management:  
Date: ___________________________  
266  
Points Approved by  
Category (Details  
Attached)  
A
B
C
D
E
F
G
Total/70  
/70  
Premium Approval  
Premium Approved ___________  
Premium Not Approved _____________  
Rationale/Comments  
**Regular Hours Paid: _____________  
Amount of Prorated Premium: ________________  
Proration for  
PT/Casual  
**from the previous Nov 1 to Oct 31 for the year of eligibility  
Manager Signature: _____________________________________  
Reviewer Signature: _____________________________________  
Date: _______________________________  
Date: _______________________________  
267  
Nursing Practice Points  
Description of Nursing Practice Points Claimed  
NOTE: A Nurse MUST claim points in at least TWO CATEGORIES  
For a more detailed description of types of education and points which can be claimed, see  
Appendix “B” of the Collective Agreement (Explanation of Nursing Practice Premium Categories).  
If any discrepancy is noted between the explanations below and the explanation in the Collective  
Agreement, the language in the Collective Agreement prevails.  
Additional details required to claim points for any of the claimed activities should be  
attached to this form.  
Category A  
Certification Obtained  
Date  
Points  
Claimed  
For Internal  
Use: Points  
Approved  
CERTIFICATION IN A  
SPECIALTY  
This is a defined as a  
course of study which  
includes an evaluation  
component, and which  
leads to a specialty  
certification status/or  
specialty certificate for the  
Nurse. (Note this does not  
include the CNA specialty  
certifications which are  
already covered by a  
separate premium rate  
under Category B below.  
Nurses who are paid in a  
separate (higher)  
classification because they  
have certification cannot  
also claim for these points.  
These points can only be  
claimed in the year the  
certification is awarded.  
268  
Nursing Practice Points  
Examples of certifications  
that apply:  
Lactation Consultation  
Infection Control  
Certification  
Palliative Care Certificate  
Critical Care Nursing  
Program (CCNP) this may  
be in Intensive Care or  
Emergency Care  
Perioperative Care  
Nursing Program (PCNP)  
Neonatal Intensive Care  
Nursing Program  
Perinatal (PEPP)  
Certificate Course  
Registered Diagnostic  
Cardiac Sonographer  
Certified Asthma  
Educator  
Certified Specialist in  
Poison Information (CSPI)  
Registered Diagnostic  
Obstetrics Sonographer  
Diabetes Educator  
Certification  
Enterostomal Therapist  
Certification  
40 points  
TOTAL:  
Category B  
Course Completed  
Date  
Points  
For Internal  
Claimed  
Use: Points  
Approved  
COURSE IN A SPECIALTY  
Requiring an evaluation  
component)  
(
269  
Nursing Practice Points  
This is a defined as a course in a  
nursing specialty for which there  
is a required component to  
“
pass”. These points can only be  
claimed in the year the course is  
taken. For those courses that  
require re-certification, the nurse  
is eligible for 5 points for  
subsequent years while the  
course certification remains valid.  
Examples of courses that apply:  
Advanced Cardiac Life  
Support (ACLS)  
Pediatric Advanced Life  
Support (PALS)  
Advanced Trauma Life  
Support (ATLS)  
Advanced Life Support,  
Obstetrics (ALSO)  
Acute Care of the at-Risk  
Newborn (ACORN)  
Advanced Pediatric Life  
Support (APLS)  
AWHON Fetal Monitoring  
Course  
Chemotherapy/Biotherapy  
Provider Course  
APON Certified Pediatric  
Palliative Care Trainer Course  
AMRM (Transport Team Radio  
Course)  
Sugar, Temperature, Artificial  
Breathing, Blood Pressure &  
Emotional Support (STABLE)  
Cardiac: Sugar, Temperature,  
Artificial Breathing, Blood  
Pressure & Emotional Support  
(
Cardiac STABLE)  
Neonatal Resuscitation  
Program (NRP)  
Immediate Care Unit Course  
(
IMCU)  
Emergency Nursing Pediatric  
Course (ENPC)  
Trauma Nursing Core Course  
(
TNCC  
270  
Nursing Practice Points  
20 points for course  
5
points for subsequent years  
while course certification  
remains valid  
TOTAL:  
271  
Nursing Practice Points  
Category C  
Course Completed and Time  
Duration  
Date  
Points  
Claimed  
For Internal  
Use: Points  
Approved  
COURSE IN A SPECIALTY  
(
not requiring an  
evaluation component)  
This is a defined as a  
course in a nursing  
specialty that may be  
internally or externally  
developed but does not  
include an evaluation  
component. Although the  
Nurse may receive a  
certificate of  
completion/attendance for  
taking such a course, the  
Nurse is not considered  
‘certified”. Attendance or  
completion of such a course  
may only be claimed in the  
year in which it was taken  
(
i.e. one time only). If the  
course is a minimum of 3.5  
hours in duration, the Nurse  
will receive 10 points. If the  
course is a minimum of 7.5  
hours in duration the Nurse  
will receive 15 points.  
Examples of courses or  
workshop that apply:  
Family-centre Care  
Course  
Transport Team Course  
(
if not a member of the  
Transport team where  
the course is part of  
orientation)  
Extra Corporeal Life  
Support  
Course/Training (ECLS)  
Neonatal E-Team  
Course  
PICC Line Course  
272  
Nursing Practice Points  
10 points - minimum 3.5  
hrs.  
15 points - minimum 7.5  
hrs.  
TOTAL:  
Date  
Category D  
Course Completed and Time  
Duration  
Points  
Claimed  
For Internal  
Use: Points  
Approved  
COURSE, WORKSHIOP or  
CONFERENCE in a GENERAL  
or SPECIALTY SKILL/THEORY  
or PROFESSIONAL/  
PERSONAL DEVELOPMENT  
This is defined as a course or  
attendance at a learning session,  
workshop or conference that may  
or may not be directly nursing-  
related, but the skills/theory are  
applicable to the nursing practice  
environment in which the Nurse  
works. If the course or workshop  
is a minimum of 3.5 hours in  
duration, the Nurse will receive  
10 points. If the course or  
workshop is a minimum of 705  
hours in duration the Nurse will  
receive 15 points. If attending a  
conference, the Nurse can only  
claim the conference as a whole.  
Examples of courses that apply:  
TOTAL:  
Non-violent Crisis Intervention  
in the year in which the course  
(
is taken)  
Team Building  
Conflict Resolution  
Program Planning & Evaluation  
Palliative Care  
Workshop/Conference  
273  
Nursing Practice Points  
Any Nursing Specialty Nursing  
Conference  
Bereavement Follow-Up  
Workshop  
Telehealth Session  
Attendance at the Education  
Day of the NSNU AGM  
NSNU Labour School (in the  
year attend only)  
Delegated Medical Functions  
Post Entry Level Competencies  
CFNU Biennium  
1
0 points - minimum 3.5 hrs.  
5 points - minimum 7.5 hrs.  
1
274  
Nursing Practice Points  
Category E  
In-service Completed and Time  
Duration  
Date  
Points  
Claimed  
For Internal  
Use: Points  
Approved  
INSERVICE/HOSPITAL  
BASED EDUCATION  
SESSIONS  
This category is applicable  
when the Nurse attends an  
education event which is  
minimally 1 hour in duration  
and may be considered an  
“
in-service” either  
scheduled or ad hoc in  
nature.  
If the learning is required to  
fulfill the role or if it is a  
general employee  
expectation, the points  
cannot be claimed. For  
example, education on  
ROP’s on a non-Nursing  
subject, new equipment,  
policies or basic nursing  
competencies does not  
apply.  
Nurses are required to  
receive authorization from  
their manager prior to  
claiming a webinar.  
Examples that apply:  
Numerous topics – must  
indicate the date & topic  
Attendance at Grand  
Rounds  
Journal Club attendance  
Lunch & Learn sessions  
Attendance at a  
Telehealth session  
275  
Nursing Practice Points  
5
points - minimum 1 hr.  
TOTAL:  
276  
Nursing Practice Points  
Category F  
E-Learning Completed and Time  
Duration  
Date  
Points  
Claimed  
For Internal  
Use: Points  
Approved  
E-LEARNING  
There are many examples  
of learning delivered via  
electronic education  
modules that may be  
hospital developed or they  
may be offered through the  
public domain. The Nurse  
must provide proof of  
having participated and  
completed the modules.  
The eLearning must be a  
minimum of one (1) hour in  
duration (estimated time of  
completion) and must  
include a test component.  
The Nurse may accumulate  
time from several eLearning  
modules to obtain the one  
(
1) hour required.  
If the learning is required to  
fulfill your role or if it is a  
general employee  
TOTAL:  
expectation, the points  
cannot be claimed. For  
example: education on  
ROP’s on a non-Nursing  
subject, new equipment,  
policies or basic nursing  
competencies  
(
competencies acquired in  
entry nursing training  
program) does not apply.  
Examples that apply:  
277  
Nursing Practice Points  
Paramedic (S76  
module/test) (Transport  
team)  
Winter Survival eLearning  
module  
Problematic Substance  
Abuse in the workplace  
Self-Regulation  
Violence in the Workplace  
5
points - minimum (1)  
hour  
Category G  
Education Completed  
Date  
Points  
For Internal  
Claimed  
Use: Points  
Approved  
EDUCATION  
If the Nurse is enrolled in  
university within the 12  
months claim period and  
then graduates within that  
same 12-month period, the  
nurse will now receive the  
appropriate premium under  
Appendix “B”: Category A. I  
or (d) and the nurse cannot  
also claim for points under  
this section. Instructor-Level  
Status for designated  
courses includes CPR.  
Examples that apply:  
Enrolled in PhD in  
Nursing Program  
(
minimally completing 2  
courses per year – 25  
points)  
Enrolled in masters  
Nursing Program  
(
minimally completing 2  
courses per year – 20  
points)  
278  
Nursing Practice Points  
Enrolled in Nursing  
Degree Program  
(Minimally completing 2  
courses per year – 15  
points)  
Instructor-Level  
Achievement for  
designated courses (e.g.  
CPR, ACLS, PALS, NRP,  
ATLS, ACORN, ALSO –  
10 points)  
10 to 25 points  
TOTAL:  
279  
Nursing Practice Points  
Applicant Comments:  
____________________________________________________________________________  
____________________________________________________________________________  
____________________________________________________________________________  
____________________________________________________________________________  
____________________________________________________________________________  
____________________________________________________________________________  
Manager Comments:  
____________________________________________________________________________  
____________________________________________________________________________  
____________________________________________________________________________  
____________________________________________________________________________  
____________________________________________________________________________  
280  
Nursing Practice Points  
____________________________________________________________________________  
281  
APPENDIX “C”  
NSNU NLPP CLAIMS FORMS  
NSNU Application Form for Nursing Leadership Premiums  
To be completed by Nurse and submitted to Manager by October 31  
Eligible 12 Month  
Period  
November 1, 20______ to October 31, 20______  
Name  
FTE Status  
(
FT/PT/Casual)  
Job Title  
Personal Information Classification (RN 2,  
etc)  
Unit/Dept/Area worked  
Manager’s Name  
A
B
C
D
E
F
G
Total/60  
Points Claimed by  
Category (Details  
Attached)  
/60  
Applicant Signature: ________________________  
Date:___________________________  
For Internal Use by Management:  
282  
Points Approved by  
Category (Details  
Attached)  
A
B
C
D
E
F
G
Total/60  
/60  
Premium Approval  
Premium Approved ___________  
Premium Not Approved _____________  
Rationale  
**Regular Hours Paid: ______________  
Amount of Prorated Premium: ________________  
Proration for  
PT/Casual  
**from the previous Nov 1 to Oct 31 for the year of eligibility  
Manager Signature: _____________________________________  
Reviewer Signature: _____________________________________  
Date: _______________________________  
Date: _______________________________  
283  
Nursing Leadership Points  
Description of Nursing Leadership Points Claimed  
For a more detailed description of types of leadership activities and points which can be claimed, see  
Appendix “B” of the Collective Agreement (Explanation of Nursing Leadership Premiums Categories). If any  
discrepancy is noted between the explanations below and the explanation in the Collective Agreement, the  
language in the Collective Agreement prevails. Volunteering for social activities of any kind are not eligible  
for leadership premiums.  
Additional details required to claim points for any of the claimed activities should be attached to  
this form.  
Category A  
Name of Committee/Task Force  
and Position Held  
Number of  
Meetings  
Attended  
Points  
Claimed  
For Internal  
Use: Points  
Approved  
COMMITTEE/TASK  
FORCE INVOLVEMENT  
Hospital, Zone, Province,  
Union, Professional  
Organization or  
Association or Agency  
Many nurses sit on various  
committees that meet  
regularly throughout the  
year. In order to claim for  
the correct number of points  
the nurse must indicate the  
number committee  
meetings the nurse has  
been present. If the nurse is  
required to participate on a  
committee as part of their  
position responsibilities,  
points cannot be claimed  
for the committee work.  
5
to 20 points  
284  
Nursing Leadership Points  
TOTAL:  
Category B  
Points  
For Internal  
Claimed  
Use: Points  
Approved  
Name of Association  
Position Held  
PROFESSIONAL  
ASSOCIATION  
INVOLVEMENT  
Member: This category can  
only be claimed if the nurse  
285  
Nursing Leadership Points  
is currently a member in  
good  
standing (not expired) with  
their Professional  
Association on Oct 1st each  
year. If the nurse is a  
member of a national or  
provincial organization that  
automatically makes them a  
member of the local  
association, the nurse can  
claim only for the “parent”  
organization.  
Executive Member:  
Nurses must claim  
according to the office held  
within the Professional  
Association (including  
NSNU Provincially and at  
the Local Union Level).  
Nurses do not claim for  
being a member as higher  
points are awarded to  
recognize the fact that the  
nurse is a member who  
holds office within the  
Association.  
10 to 25 points  
286  
Nursing Leadership Points  
Category C  
Publication/Presentation Details  
where, when, name of conference  
presented at)  
Date  
Points  
Claimed  
For Internal  
Use: Points  
Approved  
(
PUBLICATIONS/  
PRESENTATIONS  
To claim for publication, the  
nurse must have been  
published in the past 12  
months of the claim period.  
The nurse needs to provide  
information on where, when  
and the name of the  
conference presented at.  
Nurses can only claim once  
for the same publication. If  
a claim is made for  
speaking at the conference,  
the Nurse cannot also claim  
Practice Premium points for  
attending the Conference  
unless the Conference was  
attended in full.  
10 to 25 points  
TOTAL:  
Category D  
Research Details and Role  
Date (started/  
completed)  
Points  
Claimed  
For Internal  
Use: Points  
Approved  
RESEARCH  
To claim in this category the  
nurse’s research must be in  
progress, or started or  
completed at any time  
within the 12 month claim  
287  
Nursing Leadership Points  
period. Claims are for one  
year only even if the study  
overlaps into a subsequent  
year. Each study with the  
nurse’s involvement may be  
claimed individually for  
points. A Nurse must be  
“
officially” listed as either a  
Principal Investigator or a  
Co-Investigator. If the  
nurse’s involvement is a  
requirement of their job this  
does not qualify for points.  
5
to 25 points  
TOTAL:  
Category E  
Details of Additional  
Date  
Points  
For Internal  
Duties/Leadership Role Taken On  
Claimed  
Use: Points  
Approved  
UNIT RESOURCE/ SKILL /  
CONTENT EXPERT  
PERSON  
Points are awarded in  
consultation with the  
nurses’ Manager. This  
category rewards those  
nurses who take on  
“
additional” duties and a  
leadership role related to  
additional support,  
expertise, oversight needed  
by colleagues within their  
unit or work area around  
implementation or ongoing  
support for something of  
288  
Nursing Leadership Points  
which the nurse’s expertise  
is specifically being  
designated for that support.  
20 points  
TOTAL:  
Date  
Category F  
Description of Additional  
Points  
For Internal  
Leadership Responsibilities  
Claimed  
Use: Points  
Approved  
ACCEPTS ADDITIONAL  
LEADERSHIP  
RESPONSIBILITIES  
There are a variety of  
opportunities to take on  
additional leadership  
responsibilities and earn  
points in this category.  
Project Lead for new  
product  
Charge Nurse/Team  
Lead  
Researches/bench  
marks new procedures  
Plans and conducts a  
patient care conference  
Develops/Revises a new  
policy/procedure  
Serves as a Preceptor-  
varying lengths of time  
5
to 25 points  
TOTAL:  
289  
Nursing Leadership Points  
Category G  
Description of Project  
Date  
Points  
For Internal  
Claimed  
Use: Points  
Approved  
SPECIAL PROJECTS  
Points are awarded in  
consultation with the  
nurses’ Manager. Points  
may be claimed if the nurse  
is involved in a planned  
endeavor, designed and  
implemented to address a  
patient, nursing, hospital or  
community health care  
concern or need.  
10 to 20 points  
TOTAL:  
Applicant Comments:  
_
__________________________________________________________________________________  
__________________________________________________________________________________  
_
290  
Nursing Leadership Points  
_
_
_
_
__________________________________________________________________________________  
__________________________________________________________________________________  
__________________________________________________________________________________  
__________________________________________________________________________________  
Manager Comments:  
___________________________________________________________________________________  
___________________________________________________________________________________  
___________________________________________________________________________________  
___________________________________________________________________________________  
___________________________________________________________________________________  
___________________________________________________________________________________  
291  
APPENDIX “D”  
DEFERRED SALARY LEAVE PLAN  
(
a)  
Purpose  
(
(
i)  
The Deferred Salary Leave Plan is established to afford Nurses the opportunity of  
taking a self-funded leave of absence not to exceed twelve (12) consecutive  
months.  
ii)  
When the leave of absence is taken for the purpose of permitting the full-time  
attendance of the Nurse at a designated educational institution (within the meaning  
of subsection 118.6 (i) of the Income Tax Act) the leave shall not be for less than  
three (3) consecutive months and in any other case not less than six (6)  
consecutive months.  
(
b)  
Terms of Reference  
(
(
i)  
It is the intent of both the Union and the Employer that the quality and delivery of  
service to the public be maintained.  
ii)  
A suitable replacement for the Nurse on leave will be obtained where required, and  
the incumbents filling any position(s) temporarily vacated as a result of such leave  
will be subject to the provisions of the collective agreement.  
(
iii)  
Approval of applications under this Plan is subject to operational requirements and  
will not be unreasonably denied. Any permitted discretion allowed under this Plan  
will not be unreasonably exercised.  
(
(
c)  
d)  
Eligibility  
Any Permanent (i.e., not applicable to a Casual Nurse) Nurse is eligible to participate in  
the Plan.  
Application  
292  
(
i)  
A Nurse must make written application to his/her Chief Executive Officer or his/her  
delegate at least three (3) calendar months in advance, requesting permission to  
participate in the Plan. A shorter period of notice may be accepted if deemed  
appropriate by the CEO or his/her delegate. Entry date into the Plan for deductions  
must commence at the beginning of a pay period.  
(
(
ii)  
Written acceptance or denial of the request, with explanation, shall be forwarded to  
the Nurse within two (2) calendar months of receipt of the written application.  
iii)  
If after operational requirements are considered there is a conflict between two or  
more Nurses, that conflict will be resolved on the basis of Seniority.  
(
e)  
Leave  
(
(
i)  
The period of leave as provided in the Income Tax Regulations will be a period from  
six (6) to twelve (12) consecutive months except in the case of educational leave  
where the minimum period is three (3) months.  
ii)  
On return from leave, the Nurse will be assigned to his/her same position unless:  
(
(
a)  
b)  
such position no longer exists, in which case, the Nurse will be governed  
by the appropriate provisions of the collective agreement, or  
the Nurse has accepted alternate employment with the employer (eg. A  
promotion).  
(
iii)  
Sub-section 6801 (i) (v) of the Income Tax Regulations states that after the leave  
the Nurse “is to return to his/her regular employment with the employer or an  
employer that participates in the same or a similar arrangement after the leave of  
absence for a period that is not less than the period of the leave of absence.”  
(
f)  
Payment Formula and Leave of Absence  
The payment of salary, benefits and the timing of the period of leave shall be as follows:  
293  
(
(
(
i)  
During the deferral period of the Plan, preceding the period of the leave, the Nurse  
will be paid a reduced percentage of his/her salary. The remaining percentage of  
salary will be deferred and placed in a trust account. The accumulated amount plus  
the interest earned shall be retained for the Nurse in trust by the Employer to finance  
the period of leave. The money will not be accessible to the Nurse until the leave  
period except as provided in Section (h).  
ii)  
Income Tax and Canada Pension Plan contributions are to be withheld from the  
gross salary less the deferred amounts during the deferral period and from the  
deferred amounts when paid to the Nurse during the period of leave. Employment  
Insurance premiums are to be based on the Nurse’s gross salary during the period  
of the deferral and no premiums are to be withheld from the deferred amounts when  
paid.  
iii)  
The calculation of interest under the terms of this Plan shall be done monthly (not  
in advance). The Employer will consult with the financial institution maintaining the  
trust account to provide a rate of interest which is reflective of the nature of this  
plan. (eg. Averaging the interest rates in effect on the last day of each calendar  
month for: a true savings account, a one (1) year term deposit, a three (3) year term  
deposit and a five (5) year term deposit). The rates for each of the accounts  
identified shall be those quoted by the financial institution maintaining the trust  
account. Interest shall be based upon the average daily balance of the account and  
credited to the Nurse’s account on the first day of the following calendar month).  
Even though the interest is accrued and is not paid to the Nurse until the period of  
leave, it must be reported as income on the Nurses’s T4 and is subject to tax  
withholdings in the taxation year it is earned during the deferral period.  
(
(
iv) A yearly statement of the value of the Nurse’s trust account specifying the deferred  
amount and interest earned will be sent to the Nurse, by the employer.  
v)  
The maximum length of the deferral period (the term during which the Nurse has  
pay withheld to fund the leave period) will be six (6) years and the maximum  
deferred amount will be 33 1/3% of annual salary. The maximum length of any  
contract under the Plan will be seven (7) years.  
(
vi) The Nurse may arrange for any length of deferral period in accordance with the  
provisions set out under (f)(v).  
294  
(
vii) All deferred salary plus accrued interest shall be paid to the Nurse at the  
commencement of the leave or in accordance with such other payment schedule  
as may be agreed upon between the Nurse and the Employer.  
(
g)  
Benefits  
(
i)  
Deferral of salary will not alter the Nurse’s employment status. While the Nurse is  
enrolled in the Plan prior to the period of leave, any benefits related to salary level  
shall be structured according to the salary the Nurse would have received had  
he/she not been enrolled in the Plan.  
(
ii)  
iii)  
A Nurse’s benefits will, at his/her option, and subject to the specific provisions of  
the Plan(s) text, be maintained by the Employer during the Nurse’s leave of  
absence, however, all premium costs for such benefits shall be paid by the Nurse  
during the leave.  
(
(
While on leave, any benefits related to salary level shall be structured according to  
the salary the Nurse would have received in the year prior to taking the leave had  
he/she not been enrolled in the Plan.  
iv) Subject to the provisions of the Pension Plan text, Pension Plan contributions shall  
continue during the leave period with the Nurse and Employer each contributing its  
share and the period of leave shall be a period of pensionable Service.  
(
(
v)  
Pension Plan deductions shall be made on the salary the Nurse would have  
received had he/she not entered the Plan or gone on leave.  
vi) Sick leave will not be earned during the period of leave, however, accumulated sick  
leave to the commencement of the leave period will accrue to the Nurse upon  
his/her return from the leave.  
(
(
vii) The period of leave will be a period of Service for the accumulation rate for  
retirement allowance and vacation.  
viii) Vacation credits will not be earned during the period of leave; however, vacation  
earned up to the date of the deferred leave but unable to be taken prior to the date  
295  
of the commencement of the leave period, will accrue to the Nurse upon the Nurses’  
return from the leave.  
(
ix) Throughout the period of the leave of absence the Nurse shall not receive any  
salary or wages from the Employer, or from any other person or partnership with  
whom the Employer does not deal at arm’s length, other than  
(
(
A)  
B)  
the amount by which the Nurse’s salary or wage under the arrangement  
was deferred;  
the reasonable fringe benefits that the Employer usually pays into or on  
behalf of the Nurse.  
(
h)  
Withdrawal  
(
i)  
A Nurse may withdraw from the Plan in unusual or extenuating circumstances, such  
as, but not limited to, financial hardship, serious illness or disability, family death or  
serious illness, or termination of employment. Withdrawal must be submitted in  
writing, detailing the reason(s) therefore, as soon as possible prior to the  
commencement of the leave.  
(
ii)  
iii)  
A Nurse who is laid-off or has his/her employment terminated during the deferral  
period may withdraw from the Plan or leave the accumulated contributions plus  
interest in the fund pending the exhaustion of recall rights or possibility of  
reinstatement. In such case the employer will continue as trustee for the deferred  
fund notwithstanding any termination of the employment relationship.  
(
(
In the event of withdrawal, the Nurse shall be paid a lump sum equal to any monies  
deferred plus accrued interest. Repayment shall be made as soon as possible but  
not later than sixty (60) calendar days of withdrawal from the Plan.  
iv) Should a Nurse die while participating in the Plan, any monies accumulated plus  
interest accrued at the time of death shall be paid to the Nurse’s estate as soon as  
possible, but not later than two pay periods following notice being given to the  
employer.  
296  
(
i)  
Written Contract  
(
(
i)  
All Nurses will be required to sign the approved contract (annexed hereto) before  
enrolling in the Plan. The contract will set out all other terms of the Plan in  
accordance with the provisions set out herein.  
ii)  
Once entered into, the contract provisions concerning the percentage of salary  
deferred and the period of leave may be amended by mutual agreement between  
the Nurse and Employer subject to the section f (v) of this Plan.  
297  
APPENDIX “D”  
DEFERRED SALARY PLAN APPLICATION AND CONTRACT  
NURSE NAME: _________________________________________________________________  
ORGANIZATION: ___________________________________________________________________  
NURSE I.D.:  
__________________________________________________________________  
JOB TITLE/CLASS AND STEP/BIWEEKLY SALARY: _______________________________________  
I have read the terms and conditions of the Deferred Salary Plan and hereby agree to enter the Plan  
subject to said terms and conditions.  
APPLICATION  
i)  
I wish to enrol in the Deferred Salary Plan with salary deferral commencing with the  
_____________ to ______________ pay period and continue for a ____ year period.  
_
(
y/m/d) (y/m/d)  
ii)  
I shall take my leave of absence from ___________________ to __________________.  
y/m/d) (y/m/d)  
(
FINANCIAL ARRANGEMENTS  
The financing of my participation in the Deferred Salary Plan shall be according to the following schedule:  
i)  
I wish to defer a percentage of each of my salary payments for the next ____ years in accordance  
with this schedule:  
Months _______%  
Months ________%  
Months ________%  
298  
Months _______%  
Months ________%  
Months ________%.  
ii)  
Annually, the Employer shall provide me with a statement of the status of my account.  
iii)  
All deferred salary plus interest held in trust shall be paid to the Nurse at the commencement of  
the leave or in accordance with such other payment schedule as may be agreed upon between  
the Nurse and the Employer.  
ADDITIONAL COMMENTS  
CONTRACT APPROVAL  
_
____________________________________  
____________________________  
Witness  
Nurse’s Signature  
_
____________________________________  
____________________________  
Date  
CEO or Delegate  
_
_____________________________________  
____________________________  
Date  
Department of Human Resources  
299  
APPENDIX “E”  
LAID-OFF NURSE AVAILABILITY FORM  
NAME :  
______________________________________DATE:_______________  
(
(
a)  
b)  
Prior to lay off, I was working at ____________________________________, site(s).  
Prior to lay off, I was working in ___________________________________, patient care  
unit(s).  
(
(
c)  
d)  
Prior to lay off, my designation as a percentage of Full-Time hours was  
I am interested in being recalled to a Permanent Position. YES  
____%.  
NO  
If yes, other than my previous work site(s), I would accept recall to a position at:  
name sites_______________________________________________________.  
Other than recall to a Permanent Position, I am interested in working additional shifts  
(
e)  
(
which may include a long/short assignment, extra shifts, and relief shifts)  
YES  
NO  
If yes, I may be assigned to work up to my (prior to lay off) designation as a percentage of  
Full-Time hours (and have priority for extra shifts due to lay off status).  
(f)  
I am interested in working beyond my prior to lay off designation as a percentage of Full-  
Time hours.  
YES  
NO  
300  
If yes, I am interested in working ________% (as a percentage of Full-Time hours) and  
shall be treated as a Part-Time Nurse for the purposes of Articles 7.20 and 7.21 through  
7.23, inclusive.  
Once submitted, the Employer is entitled to rely on the Laid-off Nurse Availability Form until a new  
form is implemented according to the following process. A Laid-off Nurse is permitted to submit  
st  
a revised Laid-off Nurse Availability Form indicating availability by February 1 (for April to June);  
st  
st  
by May 1 (for July to September); by August 1 (for October to December); and by November  
1
st  
(for January to March). A revised Laid-off Nurse Availability Form may be submitted more  
often where mutually agreed with the Employer. Such agreement shall not be unreasonably  
withheld.  
_
________________________________  
Date: _____________________  
Date: _____________________  
Nurse  
_________________________________  
301  
APPENDIX “F”  
CLINICAL CAPACITY REPORT  
EMPLOYER NAME:  
SITE:  
_________________________________________________________________  
__________________________________________________________________  
(1)  
NAME: __________________________________ DATE: (YYYY/MM/DD): ____________________  
PATIENT UNIT: ___________________________  
STAFFING (NUMBERS) SCHEDULED:  
SHIFT/TIME OF OCCURRENCE: _____________  
THIS SHIFT:  
(2)  
RN’s  
____________________________  
_________________________  
_________________________  
_________________________  
LPN’s  
OTHER  
____________________________  
____________________________  
Number of patients in isolation: ____________________________  
(
3)  
4)  
NUMBER OF PATIENTS ON UNIT: ___________________________________________________  
Describe workload situation, including acuity of patients:  
(
_
_
_
_
_
_
__________________________________________________________________________________  
__________________________________________________________________________________  
__________________________________________________________________________________  
__________________________________________________________________________________  
_________________________________________________________________________________  
_________________________________________________________________________________  
302  
(5)  
Detail actions you took in response to the workload situation to address patient needs:  
_
_
_
_
_
_
__________________________________________________________________________________  
__________________________________________________________________________________  
__________________________________________________________________________________  
__________________________________________________________________________________  
_________________________________________________________________________________  
_________________________________________________________________________________  
(
6)  
Name of Manager/Supervisor/Designate Contacted: ____________________________________  
Time Contacted: ____________________________  
303  
(
7)  
Describe action/response given by Manager/Supervisor/Designate:  
_
_
_
__________________________________________________________________________________  
__________________________________________________________________________________  
__________________________________________________________________________________  
(
8)  
Describe your response: _______________________________________________________  
_
_
_
__________________________________________________________________________________  
__________________________________________________________________________________  
__________________________________________________________________________________  
(
9)  
What other options might have been considered:  
_
_
_
__________________________________________________________________________________  
__________________________________________________________________________________  
__________________________________________________________________________________  
_
_______________________________________  
_________________________________  
Signature  
Date: (YYYY/MM/DD) & Time of Submission  
Copies to:  
Constituent Union; Employer, Nurse  
GUIDELINES FOR USE  
(1)  
A Nurse who believes that adequate and safe care of patients cannot be provided because of that Nurse’s  
workload should bring the matter to the attention of the immediate Supervisor, or where appropriate, the  
Supervisor’s Designate. Where the issue has not been satisfactorily resolved, the Nurse may complete this  
form.  
304  
(2)  
Briefly outline:  
(
a)  
b)  
the work situation; and  
(
identify specific problem(s). If the form does not provide sufficient space, please add further  
information on a separate sheet.  
(
3)  
4)  
DO NOT identify clients/residents or doctors involved in the incident described, use Dr. X or client/resident A.  
(
Clinical Capacity Reports are not intended to replace any incident report form or other internal documentation  
required under Employer Policies.  
305  
Clinical Capacity Follow- Up Report  
REPLY OF THE MANAGER  
(
1) Date of Reply: __________________ (2) Completed by: ____________________  
SITE:_________________________________________________________________  
Describe findings:  
____________________________________________________________________________________  
____________________________________________________________________________________  
____________________________________________________________________________________  
____________________________________________________________________________________  
____________________________________________________________________________________  
______________________________________________________________________  
Describe action/response:  
____________________________________________________________________________________  
____________________________________________________________________________________  
____________________________________________________________________________________  
____________________________________________________________________________________  
____________________________________________________________________________________  
______________________________________________________________________  
Recommendations:  
_________________________________________________________________  
_________________________________________________________________  
_________________________________________________________________  
_________________________________________________________________  
306  
_
________________  
__________________________  
Signature  
Date (YY/MM/DD)  
Copies to:  
Nurse; Constituent Union; Employer  
307  
APPENDIX “G”  
NSNU Portability of Benefits Form  
LAST NAME  
FIRST NAME  
MID.  
As per Memorandum of Agreement #1 of the Collective Agreement of the Council of Nursing Unions  
“
The provisions of this Article apply to NSNU member only. In the event an Employer rehires a Nurse to a  
Permanent Position within six (6) months of the Nurse leaving or an Employer hires a Nurse to a Permanent  
Position to commence work within six (6) months of the Nurse leaving employment from a position in any  
other bargaining unit represented by the Nova Scotia Nurses’ Union in the Province of Nova Scotia, the  
Nurse shall have Service with the previous Employer recognized for sick leave entitlement, vacation  
entitlement, retirement allowance, and placement on the increment scale (and advancement). Accumulated  
sick leave credits shall be recognized by the hiring Employer. Qualifying periods under the Benefit Plans of  
the hiring Employer will be set out as in the Plans. This provision is not applicable if the Nurse has been  
terminated for cause or retired in accordance with the NSHEPP Pension Plan. This provision is not  
applicable to a Casual Nurse.  
Name of previous Employer:  
Last Date of Employment:  
Classification (FT/PT):  
Salary scale placement:  
$
.
/hr.  
RN __ $ , / annum Year  
Increment date:  
/
last increment  
Vacation entitlement:  
Sick Leave Balance:  
hours  
Date of Hire – Retirement Allowance:  
Hours Paid (Retirement Allowance):  
308  
Did you receive an Early Payout of Retirement  
Allowance / 2018 Long Service Award? :  
Applicable Education Premiums:  
_
__________________________________________  
____________________  
Date  
Employee Signature  
_
__________________________________________  
Organization & Representative Signature  
Previous Employer)  
____________________  
Date  
(
309  
APPENDIX “H”  
LEGAL SUPPORT FOR NURSES AND INSURANCE  
The Employer shall provide the following legal support to Nurses who are not otherwise covered  
through licensing requirements:  
A.  
Allegations of Negligence  
(
(
a)  
b)  
All Nurses who are witnesses or potential witnesses in any legal action which is  
based on a claim that a patient suffered harm as a result of negligent treatment  
received at the Nova Scotia Health Authority; and  
Nurses who are named parties (defendants) in a legal action based on a claim that  
a patient suffered harm as a result of negligent treatment received at the Nova  
Scotia Health Authority, so long as the Nurse was acting without criminal intent.  
B.  
Other Legal Matters Arising from Employment  
In addition, legal support to Nurses may be provided in certain other circumstances where  
the Nurse has become involved in a legal matter as a result of the Nurse’s employment at  
the Nova Scotia Health Authority. The decision as to whether to provide legal support in  
such circumstances, and the extent of such support, will be determined by the Employer  
on a case by case basis.  
PROCEDURE  
1.  
All subpoenas and legal notices for Nurses of the Nova Scotia Health Authority are to be  
coordinated in accordance with any applicable policies or guidelines in place at the time  
by a person(s) designated for this purpose by the Employer. Process servers serving  
subpoenas and notices should be directed to such person(s).  
2.  
Any Nurse who:  
(
a)  
has been contacted by a lawyer about a negligence claim, or has been personally  
served with a subpoena or an originating notice/action (documents commencing a  
law suit) is required to notify the Supervisor/Manager and to contact the person  
310  
designated who will communicate appropriately with the Nurse/Management and  
coordinate contact with legal counsel, as deemed appropriate; or  
(
b)  
has a request for the provision of legal support as outlined in Section B above must  
contact the person(s) designated who will determine whether legal support will be  
provided and the level of such support.  
3
.
.
Nurses are free to obtain their own legal counsel, but will do so at their own expense.  
4
The Nova Scotia Health Authority has an insurance policy which insures Nurses against  
damages arising from negligence which causes a patient bodily injury, sickness/disease  
or death so long as the Nurse was acting within the scope of the Nurse’s employment.  
5.  
If a Nurse is required to pay a monetary amount or judgment to any other party because  
of:  
(
(
a)  
b)  
a patient suffering injury as the result of a Nurse acting beyond the scope of the  
Nurse’s employment or with criminal intent; or  
the outcome of a legal matter arising from employment as outlined in Section B  
above;  
this Appendix H shall not constitute an obligation on the part of the Employer to pay such  
monetary amount or judgment on behalf of the Nurse, or to reimburse the Nurse for  
payment of same, even if legal support was provided to the Nurse.  
311  
APPENDIX “I” and APPENDIX “J”  
NSHA  
Part Time Employees and Casual Employees - Availability Form  
312  
APPENDIX “K”  
NSNU ACUTE CARE (DHA’s1-9, IWK)  
NSNU in former District Health Authorities 1-9 and IWK - “NU” has been used to  
distinguish the original article numbers as applicable to the NSNU Acute Care Agreement  
for former District Health Authorities 1- 9 and IWK).  
NU16.02  
Injury on Duty - WCB  
(
a)  
Unless a Nurse, at the time the WCB claim is approved, specifically asks the  
Employer in writing not to pay him or her any supplement amount from the  
accumulated sick leave credits of the Nurse, where a Nurse is being compensated  
under the Workers’ Compensation Act, pay an Employer WCB payment  
supplement to the Nurse to the extent of the pre injury biweekly pay of the Nurse  
while maximizing the amount payable from the WCB. It is the intent of the Parties  
that in no circumstance shall the Nurse receive an increase of income while in  
receipt of WCB with the exception of increments and pay increases. When this  
Employer supplement is being paid, the Employer shall deduct from the Nurse’s  
sick leave credits an equivalent number of sick leave hours as were paid in the  
supplement. When a Nurse’s sick leave credits are exhausted, the Nurse shall be  
paid only the Workers’ Compensation Benefits Allowance;  
(
(
b)  
c)  
Where a Nurse is being compensated under the Workers’ Compensation Act, the  
Nurse shall accumulate vacation credits for the Nurse to a maximum of one year’s  
vacation credits;  
Where a Nurse is being compensated under the Workers’ Compensation Act, and  
where the Nurse agrees to continue to pay her or his usual cost share, continue  
the eligibility of the Nurse and the Employers’ cost sharing relationship with the  
Nurse so as to allow for the Nurse to continue participation in the Benefit Plans,  
subject to eligibility provisions within the specific Plans. In no case shall the  
Employer be required to cost share the benefits for a period longer than 18 months  
following the onset of the WCB period.  
NU16.03  
Sick Leave While Waiting for Workers’ Compensation Benefits  
An illness or injury for which Workers’ Compensation is payable shall not be deemed to be  
sick leave except for the supplement as provided in Article 16.02 (a).  
313  
A Regular Full-Time or Part-Time Nurse who is unable to attend work for greater than one  
pay period due to workplace illness or injury and who is awaiting approval of a claim for  
Workers’ Compensation benefits may have the Employer provide payment equivalent to  
the benefits she/he would earn under the Workers Compensation Act providing the Nurse  
is able to establish, satisfactory to the Employer, that the illness or injury prevents the Nurse  
from working and the Nurse has sufficient sick leave credits.  
In such case, the Nurse must provide a written undertaking to the Employer and the  
required notification to the WCB that the initial payment(s) from the WCB is to be provided  
directly to the Employer on behalf of the Nurse, up to the level of the payment advanced  
by the Employer.  
NU16.04 WCB and Return to Work  
Where a Nurse has returned to work after being absent for injury on duty for which  
Worker’s Compensation Benefits are not payable, and where the absence due to injury  
on duty was for two days or less after the day of the injury, the Nurse shall receive an  
amount equal to regular pay from accumulated sick leave credits for the period in which  
the Nurse was unable to work as a result of the Nurse’s injury on duty.  
NU16.05 Casual Nurses  
Provisions 16.02, 16.03 and 16.04 are not applicable to a Casual Nurse (except a Casual  
Nurse while in a Temporary Position). However, a Casual Nurse may otherwise be eligible  
for Worker’s Compensation Benefits.  
NU20.00 Sick Leave Benefits  
(
a)  
Sick leave is an indemnity benefit and not an acquired right. A Nurse who is absent  
from a scheduled shift on approved sick leave shall only be entitled to sick leave  
pay if the Nurse is not otherwise receiving pay for that day, and providing the Nurse  
has sufficient sick leave credits.  
(
b)  
A Casual Nurse (except a Casual Nurse while in a Temporary Position) is not  
entitled to sick leave which means the Casual Nurse is expressly excluded from  
provisions NU20.00 (a), NU20.01 through NU20.08 (inclusive), and NU20.13.  
314  
NU20.01  
Sick Leave Pay  
A Nurse granted sick leave shall be paid for the period of such leave at her or his regular  
hourly rate of pay and the number of hours thus paid shall be deducted from the  
accumulated sick leave credits of the Nurse.  
NU20.02  
Sick Leave Accrual  
Paid sick leave credits shall accumulate at the rate of eleven and one-quarter (11.25)  
hours for each one hundred sixty-two and one-half (162.5) regular hours paid which shall  
include the straight time hourly equivalent of overtime hours worked to a maximum of the  
entitlement for a Full-Time Position. Accrual is effective the first day of employment. The  
maximum amount of accumulated sick leave credits shall be eleven hundred and twenty-  
five (1125) hours.  
NU20.03  
Sick Leave Maximum Accumulation  
A Nurse who, under a previous plan, had already accumulated in excess of eleven  
hundred and twenty-five (1125) hours of sick leave credits shall retain those credits but  
shall not accumulate any further sick leave credits until the total falls below eleven hundred  
and twenty-five (1125) hours.  
NU20.04  
Sick Leave Claim  
A Nurse may claim sick leave when unable to attend work due to personal illness or injury  
providing the Nurse is able to satisfactorily establish that the illness or injury prevents the  
Nurse from working. The Nurse shall be entitled to paid sick leave where the Nurse has  
sufficient sick leave credits.  
NU20.05  
Union Representation  
A Nurse has the right to be accompanied by a representative of the Union in a meeting  
with an Employer to discuss her or his ability to attend work regularly due to their health.  
The Nurse shall be advised of this right prior to the scheduling of a meeting.  
NU20.06  
Sick Leave and LTD  
315  
Nurses on Long Term Disability benefits who have sick leave credits at the time the Nurse  
ceases to be in receipt of Long Term Disability benefits shall retain such sick leave credits  
for their use in the event the Nurse returns to work with the Employer.  
NU20.07  
Sick Leave Statement  
The Employer shall endeavor to provide the Nurse with a statement of the Nurse’s sick  
leave credits every two (2) weeks with his or her pay statement.  
NU20.08  
Advance of Paid Sick Leave Credits  
(
a)  
A Nurse who has used her or his accumulated sick leave credits may in extreme  
and extraordinary circumstances be granted up to thirty-seven point five (37.5)  
hours of sick leave credits in any twenty-four (24) month period, upon request by  
the Nurse, when the Nurse is unable to attend work due to personal illness or injury  
providing that the Nurse is able to satisfactorily establish that the illness or injury  
prevents the Nurse from working. This benefit applies to a Part-Time Nurse on a  
pro-rata basis.  
(
(
b)  
c)  
This advance of paid sick leave credits may not be granted when the Nurse has  
suffered a workplace injury for which benefits are payable under the Workers’  
Compensation Act.  
This advance of paid sick leave credits may not be granted when the Nurse is able  
to access any accumulation in his or her paid vacation leave credits, paid holiday  
leave credits, and/or lieu time.  
(d)  
(e)  
(f)  
The advanced paid sick leave credits shall be paid back through accumulated sick  
leave earned upon return to employment by the Nurse.  
A Nurse will not be permitted to borrow sick leave credits again until all previously  
borrowed credits have been repaid in accordance with this Article.  
A Nurse who has been granted advanced sick leave credits shall, (upon ceasing  
to employed) compensate the Employer for advanced sick leave granted which  
has not been paid back in accordance with this Article, calculated at the Nurse’s  
daily rate of compensation at the time she or he ceased to be employed, and may  
be subject to legal proceedings if monies remain outstanding.  
316  
(
g)  
The Employer is entitled to withhold any wages or other monetary benefits,  
including Retirement Allowance, in an amount sufficient to reimburse the Employer  
the amount owing.  
NU20.09  
Return to Work from Sick Leave  
A Nurse is expected to report to work for all scheduled shifts unless he or she is on an  
authorized leave. Where a Nurse has been on an authorized sick leave for a period of  
two (2) consecutive months or longer, the Nurse must provide a minimum of two (2) weeks’  
notice of his or her intended date to return to work, except where a shorter period of notice  
is mutually agreed between the Nurse and the Employer.  
NU20.10  
Confidentiality Of Health Information  
(
(
(
a)  
b)  
c)  
A Nurse shall not be required to provide her or his manager/supervisor specific  
information regarding the nature of her or his illness or injury during a period of  
absence. However, the Employer may require the Nurse to provide such  
information to persons responsible for occupational health.  
These persons shall not release any information to the manager/supervisor of the  
Nurse except the duration or expected duration of the absence, the fitness of the  
Nurse to return to work, any limitations associated with the fitness of the Nurse to  
return to work, and whether the illness or injury is bona fide.  
As an exception, where the person responsible for occupational health is also the  
Nurse’s manager/supervisor, the specific information regarding the nature of her  
or his illness or injury during a period of absence shall be provided and may only  
be used in accordance with the occupational health responsibilities of the  
manager/supervisor. Information regarding the duration or expected duration of  
the absence, the fitness of the Nurse to return to work, any limitations associated  
with the fitness of the Nurse to return to work, and whether the illness or injury is  
bona fide may be relied on by the manager/supervisor with the administrative  
responsibilities of the position.  
(
d)  
The Employer shall store health information separately and access thereto shall  
be given only to the persons directly responsible for the administration of  
occupational health.  
317  
NU20.11 Payment For Certificates And Examinations  
Where a Nurse is required by the Employer to submit detailed medical certificates or  
reports pursuant to a required medical examination, the Employer shall be responsible for  
paying the direct cost of any such examinations, medical certification forms or reports.  
NU20.12 Where a Nurse has submitted a medical form to the Employer which indicates that the  
Nurse is able to return to work on a specific date and the Employer requires further medical  
documentation which delays the Nurse’s return to work, the Employer will pay the Nurse  
for all regular shifts that the Nurse is or would have normally been scheduled to work,  
should the subsequent medical documentation confirm the original documentation that the  
Nurse was able to return to work. No deductions will be made from her or his sick leave  
credits for this time.  
For the purposes of this Article, “regular shifts that a Part Time Nurse is or would have  
normally been scheduled to work” shall be the actual hours scheduled, or if the Nurse  
does not have a regular rotation, the hours based on the current appointment status of the  
Part Time Nurse as a percentage of full time hours.  
NU20.13  
Sick Leave Medical/Dental; Family; Emergency  
Nurses with sufficient sick leave credits shall be allowed paid leave of absence of up to a  
total of thirty-seven and one-half (37.5) hours per fiscal year (pro-rated for Part-Time  
Nurses based on regular hours paid) debited against sick leave credits in order to:  
(
a)  
engage in and facilitate the Nurse’s personal preventative medical or dental care.  
Nurses shall advise their immediate supervisor as soon as possible when they  
become aware of their need for personal medical, dental care for a shift the Nurse  
is scheduled to work. Further, a Nurse shall notify their immediate supervisor as  
soon as they are placed on a waiting list for medical or dental care. The Nurse  
must provide at least forty-eight (48) hours’ notice in order to be eligible for this  
leave, except where the appointment is offered to the Nurse on short notice in  
which case as much notice as possible shall be provided. Such leave shall not be  
unreasonably denied.  
(
b)  
attend to emergencies where:  
(
i)  
the Nurse’s own medical or dental health is at an immediate and serious  
risk;  
318  
(
(
ii)  
a member of the Nurse’s immediate family, as defined in Article 4.07 who  
has become ill or disabled, in order to make alternate care arrangements  
where the Nurse’s personal attention is required and which could not be  
serviced by others or attended to by the Nurse outside of his/her assigned  
shifts;  
iii)  
there is a critical condition (fire, flood, or other natural disaster excluding  
conditions included in Article 9.03) which requires the Nurse’s personal  
attention which could not be serviced by others or attended to by the Nurse  
outside of his/her assigned shifts.  
The Employer may require verification of the condition claimed.  
(
c)  
A Nurse will be permitted to use up to fifteen (15) of the hours referred to in Article  
NU20.13 (pro-rated for Part-Time Nurses based on regular hours paid) to attend  
to Medical and Dental appointments for the Immediate Family. Nurses shall  
endeavour to arrange for such appointments during off duty hours. Further, a  
Nurse shall notify their immediate supervisor as soon as the family member is  
placed on a waiting list for medical or dental care. The Nurse must provide at least  
forty-eight (48) hours’ notice in order to be eligible for this leave, except where the  
appointment is offered to the Nurse on short notice in which case as much notice  
as possible shall be provided.  
NU20.15  
NSAHO LTD Benefits Plan  
All members of each Bargaining Unit represented by the Nova Scotia Nurses’  
Union shall be members of the NSAHO LTD Plan, subject to the eligibility  
provisions of the NSAHO LTD Plan.  
NU20.16  
LTD Program  
(
(
a)  
Terms and conditions for participation in the LTD Program as well as the payment  
of benefits shall be as determined by the LTD Program.  
b)  
Should a Nurse in receipt of Long Term Disability benefits cease to be disabled,  
upon providing reasonable notice of the Nurse’s intended date to return to work,  
the Nurse shall have a right to return to the Nurse’s former or equivalent position  
with the Employer at not less than the same level on the increment scale. The  
319  
Employer reserves the right to require a medical evaluation by a qualified medical  
practitioner in order to assist in determining the Nurse’s suitability for  
reinstatement.  
(
c)  
Nurses in receipt of Long Term Disability benefits shall not be entitled to continue  
accumulation of paid sick leave benefits, paid vacation benefits or paid holiday  
benefits under this Collective Agreement but shall retain any previously  
accumulated sick leave credits for their use in the event they return to work. Such  
Nurses may claim accumulated paid vacation and holiday benefits at any time.  
(d)  
(e)  
(f)  
During the elimination period and while in receipt of Long Term Disability benefits,  
the Nurse may continue to participate in the Benefit Plans provided the Nurse  
agrees to pay the employee share of the benefit premium contribution.  
The Employer shall only provide the Employer share of the premium contribution  
for a period of not longer than thirty (30) months following the commencement of  
the absence.  
If the Nurse remains in receipt of Long Term Disability benefits after the thirty (30)  
months the Nurse may continue to participate in the Benefit Plans, provided the  
Nurse pays 100% of the cost of the participation (both the Employer and Nurse  
portion). Continued participation shall be subject to the eligibility provisions of the  
respective Benefit Plans.  
(
g)  
The Employer and the Union have a continuing duty to accommodate a disabled  
Nurse and are obligated to consider employment opportunities that meet the  
Nurse’s capabilities as established through sufficient medical evidence.  
NU20.17  
Termination of LTD Plan  
The Employer and the Union agree that should the LTD Program be terminated, for any  
reason, the Parties agree to negotiate the terms of a replacement plan, and failing  
agreement on the terms of a replacement plan, agree to reinstate those terms and  
conditions of employment which existed immediately prior to the LTD Program coming  
into effect. The job protection features for LTD claimants would be deleted as well as any  
other changes to the Agreement which were incorporated as part of the Agreement to  
adopt an LTD program. The replacement plan for sick leave accrual will revert to two and  
one-half (2.5) days per month.  
320  
APPENDIX “L”  
NSGEU in former Capital District Health Authority (DHA 9)  
NSGEU in former Capital District Health Authority (DHA 9) “NS” has been used to  
distinguish the original article numbers as applicable to NSGEU for former Capital District  
Health Authority (DHA 9).  
NS19.11 General Leave  
(
(
(
a)  
b)  
c)  
Employees shall be entitled to leave with pay for General Leave. The combined  
use of General Leave shall not exceed fifteen (15) days per fiscal year.  
The immediate management supervisor may require proof of the need for such  
leave as she considers necessary.  
General Leave consists of:  
(
i)  
Personal Illness and Injury  
An Employee who is unable to perform her duties because of illness or  
injury for a period not exceeding three (3) consecutive working days, may  
be granted leave with pay up to a maximum of fifteen (15) working days  
per fiscal year.  
(
ii)  
Leave for Family Illness  
In the case of illness of a member of an Employee’s immediate family,  
meaning spouse, son, daughter, father, mother, or person to whom the  
Employee is legal guardian, when no one at home other than the Employee  
can provide for the needs of the ill person, the Employee may be granted,  
after notifying her immediate management supervisor, leave with pay up to  
five (5) working days per fiscal year, for the purpose of making such  
arrangements as are necessary to permit the Employee’s return to work.  
The immediate management supervisor may require proof of the need for  
such leave as she considers necessary.  
(
(
iii)  
iv)  
Leave for Emergency  
An Employee shall be granted leave of absence with pay up to two (2)  
working days per fiscal year for a critical condition which requires her  
personal attention resulting from an emergency which cannot be served by  
others or attended to by the Employee at a time when she is normally off  
duty.  
Leave for Medical and Dental Appointments  
Employees shall be allowed paid leave of absence up to three (3) working  
days per fiscal year, in order to engage in personal preventative medical  
and dental care.  
321  
(
d)  
For clarification, the combined use of General Leave shall not exceed fifteen (15)  
days per fiscal year, and within the fifteen (15) days:  
(
(
(
i)  
leave for family illness shall not exceed five (5) days per fiscal year;  
leave for emergency shall not exceed two (2) days per fiscal year;  
ii)  
ii)  
leave for medical and dental appointments shall not exceed three (3) days  
per fiscal year; and  
(
iv)  
leave for personal illness and injury shall not exceed fifteen (15) days per  
fiscal year.  
(
e)  
f)  
The first three days of any absence taken pursuant to Article NS21, Illness/Injury  
Benefit, shall be counted as three (3) days of General Leave.  
(
A new Employee who is appointed subsequent to April 1 shall have her maximum  
leave entitlement for the first fiscal year pro-rated in accordance with the number  
of months of service she will accumulate in the fiscal year of appointment.  
(
g)  
Employees who exhaust all or part of their fifteen (15) days’ entitlement in one  
fiscal year will have it reinstated on April 1 of the following fiscal year.  
NS21 - ILLNESS/INJURY BENEFIT  
NS21.01 Short-Term Illness Leave Benefit  
An Employee who is unable to perform her duties because of illness or injury for a period  
of absence exceeding three (3) consecutive working days may be granted leave of  
absence at seventy-five per cent (75%) normal salary for those days in excess of the three  
(
3) consecutive working days for each incidence of short-term illness for a maximum of  
one-hundred (100) days. The first three (3) days of such absence shall be deducted from  
the General Leave provided for in Article NS19.11.  
NS21.02 Joint Rehabilitation Advisory Committee  
Within sixty (60) days of the signing of this Agreement, the parties are to establish a Joint  
Rehabilitation Advisory Committee. This committee will support the Union and the  
Employer to:  
(
(
a)  
b)  
achieve a safe and timely return to work for Employees absent due to illness/injury;  
develop a continuum of return to work for Employees absent due to illness/injury;  
and  
(
c)  
advise on the process of rehabilitation.  
NS21.03 Recurring Disabilities  
(
a)  
An Employee who returns to work after a period of short-term illness leave and  
within thirty (30) consecutive work days again becomes unable to work because  
322  
of the same illness or injury will be considered to be within the original short-term  
leave period as defined in Article NS21.01.  
(
(
b)  
c)  
An Employee who returns to work after a period of short-term illness leave and  
after working thirty (30) or more consecutive work days, again becomes unable to  
work because of the same illness or injury, will be considered to be in a new illness  
leave period and entitled to the full benefits of Article NS21.01.  
An Employee who returns to work after a period of short-term illness leave and  
within thirty (30) consecutive work days subsequently becomes unable to work  
because of an illness or injury unrelated to the illness or injury that caused the  
previous absence will be considered to be in a new illness leave period and entitled  
to the full benefits of Article NS21.01.  
(
(
d)  
e)  
The provisions of Article NS21.03(c) shall not apply to an Employee who has  
returned to work for a trial period. In such a case, the Employee will be considered  
to be within the original short-term leave period as defined in Article NS21.01.  
The Employer may require a trial period for any Employee who returns to work  
after short term illness.  
NS21.04 Benefits Not Paid During Certain Periods  
General Leave and Short-term illness leave benefits will not be paid when an Employee  
is:  
(
(
(
a)  
b)  
c)  
receiving designated paid holiday pay;  
on suspension without pay;  
on a leave of absence without pay, other than leave of absence for union business  
pursuant to Article 5 or in the case of circumstances covered under Article  
NS21.05.  
NS21.05 Benefits/Layoff  
(
(
a)  
b)  
When an Employee is on short term illness and is deemed eligible for long term  
disability and is laid off, she shall be covered by both short term and long term  
benefits until termination of illness or disability entitlement. When such an  
Employee has recovered or is capable of returning to work, she shall be covered  
by the provisions of Article 32.  
During the period an Employee is on layoff status, she shall not be entitled to  
benefits under Article NS21 for an illness or disability which commenced after the  
effective date of layoff. When such an Employee is recalled and returns to work,  
she shall be eligible for participation in all benefits.  
323  
(
c)  
The continuation of benefits payable pursuant to Article NS21.05 shall include any  
benefits payable in accordance with the Long Term Disability Plan.  
NS21.06 Long-Term Disability  
Employees shall be covered for Long Term Disability in accordance with Article 20.02.  
The agreed upon terms and conditions of the Long-Term Disability Plan shall be subject  
to negotiations between the parties in accordance with the provisions of the Collective  
Agreement. Employees covered by either the Health Association Nova Scotia or the Public  
Service LTD Plan, will continue to participate in those plans unless otherwise mutually  
agreed between the Union and the Employer. Employees not covered by an LTD plan  
shall be covered by an LTD plan agreed to by the Employer and Union.  
NS21.07 Deemed Salary  
For the purposes of calculating any salary-related benefits, including any salary based  
contributions required by this Agreement, any Employee on illness leave under Article  
NS21 shall be deemed to be on 100% salary during such leave, or in accordance with  
Federal or Provincial Statutes.  
NS21.08 Proof of Illness  
An Employee may be required by the Employer to produce a certificate from a legally  
qualified medical practitioner for any period of absence for which sick leave is claimed by  
an Employee and if a certificate is not produced after such a request, the time absent from  
work will be deducted from the Employee’s pay. Where the Employer has reason to  
believe an Employee is misusing sick leave privileges, the Employer may issue to the  
Employee a standing directive that requires the Employee to submit a medical certificate  
for any period of absence for which sick leave is claimed.  
NS21.09 Sick Leave Application  
Application for sick leave for a period of more than three (3) consecutive working days,  
but not more than five (5) consecutive working days, shall be made in such manner as the  
Employer may from time to time prescribe and when the application for sick leave is for a  
period of more than five (5) consecutive working days, it shall be supported by a certificate  
from a medical practitioner.  
NS21.10 Unearned Credits  
324  
Upon Death When the employment of an Employee who has been granted more sick  
leave with pay than she has earned is terminated by death, the Employee is considered  
to have earned the amount of leave with pay granted to her.  
NS21.11 Sick Leave Records  
An Employee is entitled once each fiscal year to be informed, upon request, of the balance  
of her sick leave with pay credits.  
NS21.12 Employer Approval  
An Employee may be granted sick leave with pay when she is unable to perform her duties  
because of illness or injury provided that she satisfies the Employer of this condition in  
such manner and at such time as may be determined by the Employer, and provided she  
has the necessary sick leave credits.  
NS21.13 Alcohol, Drug and Gambling Dependency  
Without detracting from the existing rights and obligations of the parties recognized in  
other provisions of this Agreement, the Employer and the Union agree to cooperate in  
encouraging Employees afflicted with alcoholism, drug dependency or gambling  
dependency, to undergo a coordinated program directed to the objective of their  
rehabilitation.  
NS21.14 Confidentiality of Health Information  
(
a)  
An Employee shall not be required to provide her management supervisor specific  
information relative to an illness during a period of absence. However, such  
information shall be provided to Occupational Health Services, if required by the  
Employer. Occupational Health Services shall only release such necessary  
information to the Employee’s immediate management supervisor, such as the  
duration or expected duration of the illness, the Employee’s fitness to return to  
work, any limitations associated with the Employee’s fitness to work, and whether  
the illness is bona fide.  
(
b)  
All Employee health information shall be treated as confidential and access to such  
information shall only be given in accordance with this collective agreement or as  
authorized by law. The Employer shall store Employee health information  
separately and access thereto shall be given only to the persons in Occupational  
325  
Health Services who are directly involved in administering that information or to  
qualified health care professionals retained by Occupational Health Services.  
(
c)  
The Employer shall provide access to health information held in its Occupational  
Health Department relating to an Employee upon a request, in writing, from that  
Employee. Where an Employee requests health information about an issue that  
has become the subject of a grievance, the Employee shall promptly provide the  
Employer with all health information obtained from the Employer’s Occupational  
Health Department which is arguably relevant to the grievance. All information  
provided through this process shall be treated as confidential by the Employer and  
shall be used exclusively for the purpose of reaching a resolution of the grievance  
in question or, where applicable, adjudicating issues in dispute through the  
arbitration process.  
NS21.15 Report of Injuries  
An Employee who is injured on duty shall immediately report or cause to have reported  
any injury sustained in the performance of her duties to her immediate supervisor in such  
manner or on such form as the Employer may from time to time prescribe.  
NS21.16 Employee Entitlement  
(
(
a)  
b)  
Except as provided for in Memorandum of Agreement NS1, an Employee whose  
illness or injury is one which is covered by the terms of the Nova Scotia Workers’  
Compensation Act is not entitled to receive any benefits pursuant to Article  
NS19.11, General Leave, and/or Article NS21.01, Short-term Illness Leave  
Benefit, for the illness or injury which is covered by the Workers’ Compensation  
Act.  
Where the Employee has exhausted credits under Article NS21.16 (including  
Grandfather Sick Leave Bank credits) an Employee may receive a Workers’  
Compensation Board (WCB) equivalent payment in accordance with the following:  
(
(
(
(
i)  
The payment will be an amount approximately equal to the payment that  
WCB may approve.  
ii)  
iii)  
iv)  
The Employee agrees that if WCB benefits are approved, such benefits will  
be reimbursed directly to NSHA.  
The Employee agrees that if WCB is not approved the Employee will be  
required to file a claim for STI benefits under the provisions of Article NS21.  
The Employee agrees that any period of STI that may be approved  
subsequent to the denial of WCB benefits will be reconciled against WCB  
equivalent for that same period.  
(
v)  
The Employee agrees that any period for which an Employee is paid WCB  
equivalent payment for which neither WCB or STI is granted, such payment  
will be fully recovered from the Employee. A signed promissory note  
326  
indicating the agreement to re-pay these funds will be required prior to  
receiving the WCB equivalent payment.  
(
(
c)  
d)  
WCB equivalent payment will not exceed one hundred days.  
WCB equivalent payment will commence for any pay period for which no pay or  
WCB benefit is received.  
(
e)  
WCB equivalent payment will cease in the event that either STI or WCB is  
approved, if STI and WCB are declined or one hundred days from date of absence,  
whichever is earliest.  
NS21.17 Recurring Disability  
An Employee who ceases to be an Employee and suffers a recurrence of a disability  
resulting from an injury on the job while in the employ of the Employer will receive benefits  
in accordance with the provisions of the Workers’ Compensation Act.  
NS21.18 Alternate Medical Practitioner  
For the purpose of this Article,  
(
a)  
The Employer may require that the Employee be examined by an alternate medical  
practitioner. If the Employee is dissatisfied with the alternate medical practitioner  
selected by the Employer, the Employee shall advise the Employer accordingly, in  
which case the Employer will provide the Employee with the names of three (3)  
practitioners and the Employee will select one (1) of the three.  
(
b)  
Where the Employer refers an Employee to an alternative medical practitioner  
pursuant to this Article, and where medical fees in excess of those covered by  
Medical Services Insurance are incurred by the Employee, the Employer shall pay  
the cost of these fees.  
NS21.19 Ongoing Therapy  
An Employee who is participating in a scheduled ongoing series of treatments or therapy  
shall be eligible to accumulate time off for such purposes in order that it may be credited  
under the provisions of Short Term Illness Leave. In order to be deemed as ongoing  
treatment or therapy, the time between successive sessions shall not exceed thirty (30)  
days.  
MEMORANDUM OF AGREEMENT  
(
Nursing)  
NS1 Sick Leave Banks*  
327  
1
.
.
Pre-existing Sick Leave Banks  
Employees who have credits in their sick leave banks as of the signing date of this  
Agreement shall be entitled to maintain those sick leave banks for use in accordance with  
this Memorandum of Agreement.  
2
New and Existing Sick Leave Banks  
Continuing Accumulation in the Banks*  
Effective on April 1 in each year, any permanent employee who has used seven (7) or  
fewer days of General Leave in the preceding twelve month period, as provided for in  
Article 19.11, will be credited with five (5) days to their sick leave bank. The amounts  
credited to the banks of permanent employees on job share, permanent part time  
employees, employee on leaves of absence, new hires and employees who change  
their hourly designation will be credited on a pro-rated basis based on their hours  
worked during the preceding twelve month period.  
3.  
Use of Credits in Sick Leave Banks  
Employees who have sick leave credits in their banks can utilize them for the following  
purposes:  
(
a)  
To Cover STI/LTD Gap Employees may use any sick bank credits to cover off  
any period between the end of Short-Term Illness Leave (“STI”) entitlement and  
the date on which they would normally become eligible for LTD. Employees who  
are not covered by a long term disability plan or who have time in their sick leave  
bank may use their sick leave banks for the period for which they are sick after the  
one hundred (100) days for Short-Term Illness has been used, until their sick bank  
is exhausted. The employee’s sick bank shall be reduced by one day for each day  
of entitlement under this section.  
(
(
b)  
c)  
To “Top Up” STI Employees may use these credits to top up Short-Term Illness  
benefits. For each day on which the employee is in receipt of Short-Term Illness  
the employee may use her sick bank to “top up” her Short-Term Illness benefit to  
one hundred per cent (100%) of salary. Twenty-five (25%) percent of the day shall  
be deducted from the sick bank for each twenty-five per cent (25%) “top-up”.  
WCB Earnings Replacement Supplement  
Employees may use these credits to supplement the earnings replacement benefit  
paid by the Workers’ Compensation Board equal to the difference between the  
earnings replacement benefit received by the employee under the Act and the  
employee’s net pre-accident earnings. The percentage amount required to achieve  
the top-up to pre-net accident earnings shall be deducted from the sick bank for  
each day of the supplement.  
328  
MEMORANDUM OF AGREEMENT  
Health Care)  
(
NS1 Sick Leave Banks*  
1.  
Pre-existing Sick Leave Banks  
Employees who have credits in their sick leave banks as of the signing date of this  
Agreement shall be entitled to maintain those sick leave banks for use in accordance with  
this Memorandum of Agreement.  
2.  
New and Existing Sick Leave Banks  
Effective upon the date of signing of the collective agreement, the Employer will create  
new sick leave banks and/or allow additional amounts to be credited to the existing sick  
leave banks of Employees in accordance with the following: Continuing Accumulation in  
the Banks During the life of this agreement, effective on April 1 in each year, any  
permanent Employee who has used seven (7) or fewer days of General Leave in the  
preceding twelve month period, as provided for in Article NS19.11, will be credited with  
five (5) days to their sick leave bank. The amounts credited to the banks of permanent  
Employees on job share and permanent part-time Employees will be credited on a pro-  
rated basis based on their status on April 1 in each year.  
3.  
Use of Credits in Sick Leave Banks  
Employees who have sick leave credits in their banks can utilize them for the following  
purposes:  
(
a)  
To Cover STI/LTD Gap Employees may use any sick bank credits to cover off any  
period between the end of Short-Term Illness Leave (“STI”) entitlement and the  
date on which they would normally become eligible for LTD. Employees who are  
not covered by a long term disability plan or who have time in their sick leave bank  
may use their sick leave banks for the period for which they are sick after the one  
hundred (100) days for Short-Term Illness has been used, until their sick bank is  
exhausted. The Employee’s sick bank shall be reduced by one day for each day  
of entitlement under this section.  
(
b)  
To “Top Up” STI Employees may use these credits to top up Short-Term Illness  
benefits. For each day on which the Employee is in receipt of Short-Term Illness  
the Employee may use her sick bank to “top up” her Short-Term Illness benefit to  
329  
one hundred per cent (100%) of salary. Twenty-five (25%) percent of the day shall  
be deducted from the sick bank for each twenty-five per cent (25%) “top-up”.  
(
c)  
WCB Earnings Replacement Supplement  
Employees may use these credits to supplement the earnings replacement benefit  
paid by the Workers’ Compensation Board equal to the difference between the  
earnings replacement benefit received by the Employee under the Act and the  
Employee’s net pre-accident earnings. The percentage amount required to  
achieve the top-up to pre-net accident earnings shall be deducted from the sick  
bank for each day of the supplement.  
330  
APPENDIX “M”  
NSGEU PUBLIC HEALTH, ADDICTION SERVICES and CONTINUING CARE in Eastern,  
Western and Northern Zones (former DHAs 1-8)  
“PH” has been used to distinguish the original article numbers as applicable to Public  
Health, Addiction Services and Continuing Care for Eastern, Western and Northern Zones  
former DHAs 1-8).  
(
PH20.06 Leave for Family Illness  
In the case of illness of a member of an Employee’s immediate family, meaning spouse,  
son, daughter, or parent, for whose needs no one except the Employee can provide, the  
Employee may be granted, after notifying the Employer, leave without loss of regular pay  
up to a maximum of five (5) days per annum. This leave is for the Employee to provide for  
the temporary care of the Employee’s immediate family and for reasonable time to make  
alternate care arrangements. The Employer may require proof of the need for such leave  
as he/she considers necessary. Such leave shall not be unreasonably withheld.  
PH20.19  
Leave for Emergency  
An employee shall be granted leave of absence with pay up to two (2) days per annum for  
a critical condition which requires his personal attention resulting from 45 an emergency  
(flood, fire, etc.) which cannot be serviced by others or attended to by the employee at a  
time when the employee is normally off duty.  
PH20.20  
Leave for Personal Preventive Care  
Employees shall be allowed paid leave of absence up to three (3) days per annum, in  
order to engage in personal preventive medical and dental care. Such leave will be debited  
against sick leave credits.  
PH22.01  
General Illness Leave Benefit  
(
a)  
An Employee who is unable to perform her/his duties because of illness or injury  
for a period not exceeding three (3) consecutive work days may be granted leave  
with pay up to a maximum of eighteen (18) work days per fiscal year.  
(
(
b)  
c)  
The fiscal year for the purpose of general illness leave shall be April 1 to March  
31.  
A new Employee who is appointed subsequent to April 1 shall have her/his  
maximum leave entitlement for the first fiscal year pro-rated in accordance with the  
331  
number of months of service she/he will accumulate in the fiscal year of  
appointment.  
(
d)  
Employees who exhaust all or part of their eighteen (18) work days' entitlement in  
one fiscal year will have it reinstated on April 1 of the following fiscal.  
PH22.02  
Short-Term Illness Leave Benefit  
(
a)  
An Employee who is unable to perform her/his duties because of illness or injury  
for a period of absence exceeding three (3) consecutive work days, may be  
granted leave of absence at full or partial pay for each incident of short-term illness  
in accordance with the following:  
(
(
(
i)  
For Employees with less than one (1) year's service, at 100% of normal  
salary for the first twenty (20) days of absence and thereafter at 75% of  
normal salary for the next eighty (80) days of absence;  
ii)  
iii)  
For Employees with one (1) or more years of service, at 100% of normal  
salary for the first forty (40) days of absence and thereafter at 75% of  
normal salary for the next sixty (60) days of absence;  
Employees with credits from accumulated sick leave bank that was  
grandparented in 1985 from previous employment in the civil service, may  
top-up each day of benefits granted at 75% of normal salary on the basis  
of one-half (½) day sick leave bank deduction per day of top-up.  
(
iv)  
The first three (3) days shall be deducted from the General Illness bank of  
eighteen (18) days.  
(
b)  
If an incident of short-term illness continues from one year of employment to the  
following year of employment, the Employee's benefit entitlement for that period of  
short-term illness leave shall be payable in accordance with the provisions of  
Article PH22.02(a) applicable during the year in which the short-term illness  
commenced.  
PH22.03  
Recurring Disabilities  
332  
(
(
(
a)  
b)  
c)  
An Employee who returns to work after a period of short-term illness leave and  
within thirty (30) consecutive work days again becomes unable to work because  
of the same illness or injury will be considered to be within the original short-term  
leave period as defined in Article PH22.02.  
An Employee who returns to work after a period of short-term illness leave and  
after working thirty (30) or more consecutive work days, again becomes unable to  
work because of the same illness or injury, will be considered to be in a new illness  
leave period and entitled to the full benefits of Article PH22.02.  
An Employee who returns to work after a period of short-term illness leave and  
within thirty (30) consecutive work days subsequently becomes unable to work  
because of an illness or injury unrelated to the illness or injury that caused the  
previous absence will be considered to be in a new illness leave period and entitled  
to the full benefits of Article PH22.02.  
(
d)  
The provisions of Article PH22.03(c) shall not apply to an Employee who has  
returned to work for a trial period. In such a case, the Employee will be considered  
to be within the original short-term leave period as defined in Article PH22.02. Trial  
period shall be determined by the Employer in consultation with the Union, but in  
no case shall the trial period exceed three (3) months.  
PH22.04  
Benefits Not Paid During Certain Periods  
General illness leave and short-term illness leave benefits will not be paid when an  
Employee is:  
(
(
(
a)  
b)  
c)  
receiving designated paid holiday pay;  
on suspension without pay;  
on a leave of absence without pay, other than leave of absence for Union business  
pursuant to Article 13 of the Agreement or in the case of circumstances covered  
under Article PH22.05.  
PH22.05  
Benefits/Layoff  
333  
(
a)  
When an Employee is on short term illness and is deemed eligible for long term  
disability and is laid off, she shall be covered by both short term and long term  
benefits until termination of illness or disability entitlement. When such an  
Employee has recovered or is capable of returning to work, she shall be covered  
by the provisions of Article 32.  
(
(
b)  
c)  
During the period an Employee is on layoff status, she shall not be entitled to  
benefits under Article PH22 for an illness or disability which commenced after the  
effective date of layoff. When such an Employee is recalled and returns to work,  
she shall be eligible for participation in all benefits.  
The continuation of benefits payable pursuant to Article PH22.05 shall include any  
benefits payable in accordance with the Long Term Disability Plan.  
PH22.06  
Long-Term Disability  
So long as the plan allows, Employees shall be covered by the terms of the Nova Scotia  
Public Service Long Term Disability Plan, which forms part of this Agreement. The agreed  
upon terms and conditions of the Long-Term Disability Plan shall be subject to  
negotiations between the parties to the plan and may be amended only by mutual  
agreement.  
PH22.07  
Deemed Salary  
For the purposes of calculating any salary-related benefits, including any salary based  
contributions required by this Agreement, any Employee on illness leave under Article  
PH22 shall be deemed to be on 100% salary during such leave, or in accordance with  
Federal or Provincial Statutes.  
PH22.08  
Proof of Illness  
Application for sick leave shall be made in such manner as the Employer may from time  
to time prescribe. An Employee may be required by the Employer to produce a certificate  
from a legally qualified medical practitioner for any period of absence for which sick leave  
is claimed by an Employee and if a certificate is not produced after such a request, the  
time absent from work will be deducted from the Employee's pay. Where the Employer  
has reason to believe an Employee is misusing sick leave privileges, the Employer may  
issue to the Employee a standing directive that requires the Employee to submit a medical  
certificate for any period of absence for which sick leave is claimed.  
334  
PH22.09  
Unearned Credits Upon Death  
When the employment of an Employee who has been granted more sick leave with pay  
than he has earned is terminated by death, the Employee is considered to have earned  
the amount of leave with pay granted to him.  
PH22.10  
Sick Leave Records  
An Employee is entitled to be informed upon request of the balance of his sick leave with  
pay credits.  
PH22.11  
Alternate Medical Practitioner  
For the purpose of this Article, the Employer may require that the Employee be examined  
by an alternate medical practitioner.  
PH22.12  
Alcohol, Drug, Nicotine and/or Gambling Addiction  
Without detracting from the existing rights and obligations of the parties recognized in  
other provisions of this Agreement, the Employer and the Union agree to cooperate in  
encouraging Employees afflicted with alcohol, drug, nicotine and/or gambling addiction, to  
undergo a coordinated program directed to the objective of their rehabilitation.  
PH22.13  
Ongoing Therapy  
Employees who are participating in a scheduled ongoing series of medically required  
treatments or therapy shall be eligible to accumulate time off for such purposes in order  
that it may be credited under the provisions of Short Term Illness Leave. In order to be  
deemed as ongoing treatment or therapy, the time between successive sessions shall not  
exceed thirty (30) days.  
PH22.14  
Confidentiality of Health Information  
(
a)  
Personal health information of Employees shall be kept confidential.  
335  
(
b)  
The Employer will retain health information separately and access shall be given  
only to those persons responsible for occupational health who are directly involved  
in administering that information.  
PH36 Compensation for Injury on Duty  
PH36.01 Reporting of Injuries  
An Employee who is injured on duty shall immediately report or cause to have reported  
an injury sustained in the performance of his duties to his immediate supervisor in such  
manner or on such form as the Employer may from time to time prescribe.  
PH36.02  
Injury Pay Provisions  
Where an Employee is unable to work as a result of an injury on duty and is being  
compensated under the Workers’ Compensation Act, the Employer shall pay a  
supplement to the maximum provided under the Act (ie. The maximum which can be paid  
without reducing the amount paid by the Workers’ Compensation Board).  
PH36.03  
WCB and Return to Work  
Where an Employee has returned to work after being absent for injury on duty for which  
Worker’s Compensation Benefits are not payable, and where the absence due to injury  
on duty was for two days or less after the day of the injury, the Employee shall receive an  
amount equal to regular pay from accumulated sick leave credits for the period in which  
the Employee was unable to work as a result of the Employee’s injury on duty.  
336  
APPENDIX “N”  
CUPE in Eastern, Western and Northern Zones (former DHAs 1-8)  
“CU” has been used to distinguish the original article numbers as applicable to CUPE for  
Eastern, Western and Northern Zones (former DHAs 1-8).  
CU23 Sick Leave  
The provisions of Article CU23 (CU23.01 - CU23.08) are not applicable to a Casual Employee.  
However, a Casual Employee may otherwise be eligible for Worker’s Compensation Benefits  
outside of the provisions of Article CU23.07.  
CU23.01 Sick Leave Defined  
(
(
a)  
b)  
Sick leave means the period of time an Employee is absent from work by virtue of  
being sick or disabled, or because of an accident for which compensation is not  
payable under the Workers’ Compensation Act and shall be payable from the first  
day of illness.  
Sick leave is an indemnity benefit and not an acquired right. An Employee who is  
absent from a scheduled shift on approved sick leave shall only be entitled to sick  
pay if not otherwise receiving pay for that day, and providing the Employee has  
sufficient sick leave credits.  
CU23.02 Paid Sick Leave Accrual  
Paid sick leave credits shall accumulate at the rate of 11.25 hours for each one hundred  
and sixty-two and one-half (162.5) regular hours paid. Accrual is effective the first day of  
employment. Employees shall not be eligible for paid sick leave during his/her  
probationary period but shall be credited with sick leave accrued upon the completion of  
his/her probationary period.  
CU23.03 Total Sick Leave Accumulation  
The unused portion of an Employee’s sick leave accumulation shall be available for future  
sick leave to a maximum of eleven hundred and twenty-five (1125) hours.  
337  
CU23.04 Sick Leave Deductions  
A deduction shall be made from accumulated sick leave of all normal working hours absent  
for illness.  
CU23.05  
(
a)  
Sick Leave Claims  
An Employee may claim sick leave when unable to attend work due to personal  
illness or injury provided the Employee is able to establish with medical  
documentation, where required, that the illness or injury prevents the Employee  
from working. The cost of the medical assessment and related forms, as specified  
by the Employer and associated with the required medical documentation shall be  
borne by the Employer. The Employee shall be entitled to paid sick leave where  
the Employee has sufficient sick leave credits.  
(
b)  
Confidentiality of Health Information  
(
i)  
An Employee shall not be required to provide her management supervisor  
specific information relative to an illness during a period of absence.  
However, such information shall be provided to Occupational Health  
Services, if required by the Employer. Occupational Health Services shall  
only release such necessary information to the Employee’s immediate  
management supervisor, such as the duration or expected duration of the  
illness, the Employee’s fitness to return to work, any limitations associated  
with the Employee’s fitness to work, and whether the illness is bona fide.  
(
ii)  
All Employee health information shall be treated as confidential and access  
to such information shall only be given in accordance with this Collective  
Agreement or as authorized by law. The Employer shall store Employee  
health information separately and access thereto shall be given only to the  
persons in Occupational Health Services who are directly involved in  
administering that information or to qualified health care professionals  
retained by Occupational Health Services.  
(
iii)  
The Employer shall provide access to health information held in its  
Occupational Health Department relating to an Employee upon a request,  
in writing, from that Employee. Where an Employee requests health  
information about an issue that has become the subject of a grievance, the  
Employee shall promptly provide the Employer with all health information  
obtained from the Employer’s Occupational Health Department which is  
338  
arguably relevant to the grievance. All information provided through this  
process shall be treated as confidential by the Employer and shall be used  
exclusively for the purpose of reaching a resolution of the grievance in  
question or, where applicable, adjudicating issues in dispute through the  
arbitration process.  
(
c)  
Sick Leave and Probation  
A newly hired Permanent Employee shall be on probation for a period of four  
hundred and ninety-five (495) regular scheduled hours of work. During the  
probationary period, there shall be no entitlement to paid sick leave. After the first  
four hundred and ninety-five (495) regular scheduled hours of work an  
accumulation of 34.27 hours sick time will be credited to that Employee. During  
the probation period the Employee will be entitled to all rights and benefits of this  
Agreement except for the fact that during the probationary period the Employer  
shall have the right to discipline or dismiss any Employee who, in the opinion of  
the Employer, is unsatisfactory. Any such discipline or dismissal shall not be  
subject to grievance or arbitration.  
CU23.06 Sick Leave Statement  
The Employer shall endeavour to provide the Employee with a statement of the  
Employee’s sick leave credits every two (2) weeks with his or her pay advice.  
CU23.07 Workers’ Compensation  
(
a)  
An illness or injury for which Workers’ Compensation is payable shall not be  
deemed to be sick leave except for the supplement as provided in Article  
CU23.07(b)(i).  
A Permanent Full-Time or Part-Time Employee who is unable to attend work for  
greater than one pay period due to workplace illness or injury and who is awaiting  
approval of a claim for Workers’ Compensation benefits may have the Employer  
provide payment equivalent to the benefits she/he would earn under the Workers’  
Compensation Act providing the Employee is able to establish, satisfactory to the  
Employer, that the illness or injury prevents the Employee from working and the  
Employee has sufficient sick leave credits.  
339  
In such case, the Employee must provide a written undertaking to the Employer  
and the required notification to the WCB that the initial payment(s) from the WCB  
is to be provided directly to the Employer on behalf of the Employee, up to the level  
of the payment advanced by the Employer.  
(
b)  
Injury on Duty – WCB  
Where an Employee is unable to work as a result of an injury on duty, the Employer  
shall;  
(
i)  
where an Employee is being compensated under the Workers’  
Compensation Act, pay an Employer WCB payment supplement to the  
Employee to the extent of the applicable pre-injury bi-weekly pay of the  
Employee while maximizing the amount payable from the WCB. It is the  
intent of the parties that in no circumstance shall the Employee receive an  
increase of income while in receipt of WCB. When this Employer  
supplement is being paid, the Employer shall deduct from the Employee’s  
sick leave credits an equivalent number of sick leave hours as were paid in  
the supplement. When an Employee’s sick leave credits are exhausted, the  
Employee shall be paid only the Workers’ Compensation Benefits  
Allowance.  
Accumulation of Vacation Credits  
(
ii)  
accumulate vacation credits for the Employee to a maximum of one year’s  
vacation credits.  
NSHEPP Pension Plan, Group Health and Group Life Benefit Plans  
(
iii)  
continue the eligibility of the Employee and the Employer’s cost sharing  
relationship with the Employee so as to allow for the Employee to continue  
in the NSHEPP Pension Plan, Group Health and Group Life Plans. The  
Employee must agree to pay the usual cost shared amount (ie. Group  
Health 65/35% and Group Life 50/50%) for participation in the Plans. This  
entitlement shall be reviewed by the Employer on a year-to-year basis. In  
no case shall the Employer be required to cost share the benefits for a  
period longer than eighteen (18) months following the onset of the WCB  
340  
period. This shall not determine the Employee’s eligibility to participate in  
the Plans.  
WCB and Return to Work  
(
iv)  
Where an Employee has returned to work after being absent for injury on  
duty for which Worker’s Compensation Benefits are not payable, and where  
the absence due to injury on duty was for two (2) days or less after the day  
of the injury, the Employee shall receive an amount equal to regular pay  
from accumulated sick leave credits for the period in which the Employee  
was unable to work as a result of the Employee’s injury on duty.  
CU23.08  
Unpaid Leave  
An Employee who has used all her or his sick leave benefits and is still unfit to return to  
work, but intends to return to work, will be granted an unpaid leave of absence. Subject to  
Article CU26.04, continuation of such leave shall be subject to a periodic review by the  
Employer of the Employee’s circumstances and the potential for the Employee to return  
to work.  
CU24 Leave of Absence  
CU24.17 Sick Leave for Medical/Dental; Family; Emergency  
Employees with sufficient sick leave credits shall be allowed paid leave of absence of up  
to a total of thirty-seven and one-half (37½) hours per annum (pro rated for Part-Time  
Employees) debited against sick leave credits in order to:  
(
a)  
engage in and facilitate the Employee’s personal preventative medical or dental  
care. Employees shall advise his/her immediate supervisor when he/she become  
aware of his/her need for personal medical, dental care for a shift the Employee is  
scheduled to work. Such leave shall not be unreasonably denied.  
(
b)  
attend to emergencies where:  
(
(
i)  
the Employee’s own medical or dental health is at an immediate and  
serious risk;  
ii)  
a member of the Employee’s immediate family, as defined in Article 19.02  
341  
(
a) who has become ill or disabled, in order to make alternate care  
arrangements where the Employee’s personal attention is required and  
which could not be serviced by others or attended to by the Employee  
outside of his/her assigned shifts;  
(
iii)  
there is a critical condition (fire, flood, or other natural disaster excluding  
the conditions of Article 19.13) which requires the Employee’s personal  
attention which could not be serviced by others or attended to by the  
Employee outside of his/her assigned shifts.  
The Employer may require verification of the condition claimed. This provision is  
not applicable to a Casual Employee.  
(
c)  
An Employee will be allowed to use up to 15 of the hours referred to in the  
preamble of this Article to attend to the Medical and Dental Care of their Immediate  
Family members.  
CU26.04 LTD Program  
(
(
i)  
Terms and conditions for participation in the LTD Program as well as the payment  
of benefits shall be as determined by the LTD Program.  
ii)  
Should an Employee in receipt of Long Term Disability benefits cease to be  
disabled, upon providing reasonable notice of the Employee’s intended date to  
return to work, the Employee shall have a right to return to the Employee’s former  
or equivalent position with the Employer at not less than the same increment level.  
The Employer reserves the right to require a medical evaluation by a qualified  
medical practitioner in order to assist in determining the Employee’s suitability for  
reinstatement.  
(
(
iii)  
iv)  
Employees in receipt of Long Term Disability benefits shall not be entitled to  
continue accumulation of paid sick leave benefits, paid vacation benefits or paid  
holiday benefits under this Collective Agreement but shall retain any previously  
accumulated sick leave credits for their use in the event they return to work. Such  
Employees may claim accumulated paid vacation and holiday benefits at any time.  
Subject to Article CU26.04 (v), during the elimination period or while in receipt of  
Long Term Disability benefits or during the LTD Appeal Process, the Employee  
may continue to participate in the Benefit Plans provided the Employee agrees to  
pay the Employee share of the benefit premium contribution.  
342  
(
(
v)  
The Employer shall only provide the Employer share of the premium contribution  
for a period of not longer than thirty (30) months following the commencement of  
the absence.  
vi)  
If the Employee remains in receipt of Long Term Disability benefits after the thirty  
(
30) months, the Employee may continue to participate in the Benefit Plans,  
provided the Employee pays 100% of the cost of the participation (both the  
Employer and Employee portion). Continued participation shall be subject to the  
eligibility provisions of the respective Benefit Plans.  
(
vii)  
The Employer and the Union have a continuing duty to accommodate a disabled  
Employee and are obligated to consider employment opportunities that meet the  
Employee’s capabilities as established through sufficient medical evidence.  
343  
APPENDIX “O”  
Unifor in Eastern Zone (former DHAs 7 & 8)  
“UN” has been used to distinguish the original article numbers as applicable to Unifor for  
Eastern Zone (former DHAs 7 & 8).  
UN11 Sick Leave  
A casual Employee (except a casual Employee while in a short or long assignment  
position) is not entitled to sick leave which means the casual Employee is expressly  
excluded from provisions UN11.01 through UN11.07 (inclusive).  
UN11.01 (a) Sick leave is an indemnity benefit and not an acquired right. An Employee who is  
absent from a scheduled shift on approved sick leave shall only be entitled to sick  
leave pay if the Employee is not otherwise receiving pay for that day, and providing  
the Employee has sufficient sick leave credits.  
(
b) Employees shall be entitled to accumulate sick leave credits at the rate of eleven  
and one quarter (11.25) hours for each one hundred and sixty-two point-five (162.5)  
regular hours paid. Employees shall not be entitled to paid sick leave during their  
probationary period. After the probationary period, the sick leave accumulated  
during the probationary period will be credited to the Employee.  
(
c) Sick leave shall accumulate to a maximum of eleven hundred and twenty five (1125)  
hours.  
UN11.03  
The total of regular hours paid by the Employer shall be considered in calculating the  
accrual of sick leave credits.  
UN11.04  
Where possible, the Employer shall provide a statement of sick leave credits on the  
Employee’s bi-weekly pay record or upon request of the Employee.  
UN11.05  
Employees may be required to provide proof of illness for any absence due to illness.  
Where an Employee is required by the Employer to submit detailed medical certificates or  
reports pursuant to a required medical examination, the Employer shall be responsible for  
paying the direct cost of any such examinations, medical certification forms or reports.  
UN11.06  
An Employee who reports for work as scheduled and leaves work due to illness shall be  
paid for actual time worked. Where an Employee has sick leave credits, the Employee  
shall be compensated for the remainder of that shift from accrued sick leave credits.  
UN11.07  
a)  
(
Subject to available sick leave credits, Permanent Employees shall be permitted  
leave of absence without loss of regular pay, for up to twenty-two and one-half  
344  
(
22.5) hours in total per fiscal year to attend to personal preventative medical and  
dental appointments. Employees shall endeavour to arrange for such  
appointments during off duty hours.  
(
(
b)  
c)  
When required to be off duty, Employees shall provide their supervisor with as  
much advance notice as is possible.  
The Employer may require proof of the need for leave for any of the above  
situations. Hours paid for such leaves shall be deducted from accumulated sick  
leave credits.  
UN14.05  
a)  
(
Permanent full-time Employees shall be permitted leave of absence without loss  
of regular pay, for up to fifteen (15) hours in total per fiscal year to attend to the  
following situations:  
(
i)  
in the case of an illness of a member of the Employee's immediate family  
who permanently resides with the Employee and when no one at home  
other than the Employee can provide for the needs of the ill person.  
Immediate family shall be defined as the parent, child or spouse of the  
Employee.  
(
ii)  
in the case of an emergency which requires the Employee's personal  
attention resulting from a situation which cannot reasonably be served by  
others or attended to by the Employee at a time when the Employee is off  
duty.  
UN22.03 Employees on Long Term Disability benefits who have sick leave credits and who are  
subject to a maximum accumulation of one hundred, fifty (150) working days shall not  
be entitled to use such credits as top-up but shall retain any excess credits for their  
use in the event they return to work. Should the Employee not return to work with the  
Employer they shall forfeit all claims to such sick leave.  
UN33 Workers’ Compensation  
Provisions UN33.01 (b) (i) - (iv) are not applicable to a Casual Employee (except a Casual  
Employee while in a short or long assignment position). However, a Casual Employee  
may otherwise be eligible for Workers’ Compensation Benefits.  
UN33.01 Workers’ Compensation  
(
a)  
An illness or injury for which Workers’ Compensation is payable shall not be  
deemed to be sick leave except for the supplement as provided in Article UN33.01  
(
b)(i). A Permanent Full-time or Part-time Employee who is unable to attend work  
for greater than one pay period due to workplace illness or injury and who is  
awaiting approval of a claim for Workers Compensation benefits may have the  
Employer provide payment equivalent to the benefits she/he would earn under the  
Workers Compensation Act providing the Employee is able to establish,  
satisfactory to the Employer, that the illness or injury prevents the Employee from  
working and the Employee has sufficient sick leave credits. In such case, the  
345  
Employee must provide a written undertaking to the Employer and the required  
notification to the WCB that the initial payment(s) from the WCB is to be provided  
directly to the Employer on behalf of the Employee, up to the level of the payment  
advanced by the Employer.  
(
b)  
Injury on Duty - WCB  
Where an Employee is unable to work as a result of an injury on duty, the Employer  
shall;  
(
i)  
where an Employee is being compensated under the Workers’  
Compensation Act, pay an Employer WCB payment supplement to the  
Employee to the extent of the applicable pre injury biweekly pay of the  
Employee while maximizing the amount payable from the WCB. It is the  
intent of the parties that in no circumstance shall the Employee receive an  
increase of income while in receipt of WCB. When this Employer  
supplement is being paid, the Employer shall deduct from the Employee’s  
sick leave credits an equivalent number of sick leave hours as were paid in  
the supplement. When an Employee’s sick leave credits are exhausted, the  
Employee shall be paid only the Workers’ Compensation Benefits  
Allowance;  
Accumulation of Vacation Credits  
(
ii)  
accumulate vacation credits for the Employee to a maximum of one year’s  
vacation credits.  
Group Health and Group Life Benefit Plans  
(
iii)  
continue the eligibility of the Employee and the Employers’ cost sharing  
relationship with the Employee so as to allow for the Employee to continue  
in the Group Health and Group Life Plans. The Employee must agree to  
pay the usual cost shared amount (ie 50/50%) for participation in the Plans.  
This entitlement shall be reviewed by the Employer on a year to year basis.  
In no case shall the Employer be required to cost share the benefits for a  
period longer than 18 months following the onset of the WCB period. This  
shall not determine the Employee’s eligibility to participate in the Plans.  
WCB and Return to Work  
(
iv)  
Where an Employee has returned to work after being absent for injury on  
duty for which Worker’s Compensation Benefits are not payable, and where  
346  
the absence due to injury on duty was for two days or less after the day of  
the injury, the Employee shall receive an amount equal to regular pay from  
accumulated sick leave credits for the period in which the Employee was  
unable to work as a result of the Employee’s injury on duty.  
347  
APPENDIX “P”  
REST INTERVAL  
Notwithstanding Articles 7.30 and 7.31, the rest interval for NSGEU Registered Nurses  
employed in the Central Zone (former CDHA) shall be in accordance with Article 16.06  
and 16.07 of the predecessor collective agreement as below:  
16.06 Rest Interval After Callback  
The Employer shall provide at least eight (8) hours between the time an employee  
completes a period of callback and the commencement of the employee’s next scheduled  
shift. During an eight (8) hour period of standby, if the first callback is within two (2) hours  
of the commencement of the next scheduled shift, the employee shall not be entitled to an  
eight (8) hour rest interval. If mutually agreeable between the employee and the Employer,  
arrangements in variance to the foregoing will be acceptable and will not constitute a  
violation of this Article.  
16.07 Compensation Where Rest Interval Not Taken  
Subject to Article 16.06, where, because operational requirements do not permit or where  
mutually agreeable variations between the employee and the Employer are not  
acceptable, the eight (8) hour rest period, pursuant to Article 16.06, cannot be  
accommodated, the hours worked from the commencement of the regular shift to the end  
of the period on which the rest period would normally end shall be compensated at the  
rate of time and one-half (1 ½T).  
348  
Appendix “Q”  
Modified Work Week  
NSGEU Nurses will be entitled to the Modified Work Week language in accordance with  
the applicable NSGEU predecessor collective agreements.  
The applicable language for NSGEU Nurses in former DHA 9 is as follows:  
14.05 Modified Work Week  
Where employees in a unit have indicated a desire to work a modified work week, the  
Employer may authorize experiments with a modified work week schedule, providing  
operational requirements permit and the provision of services are not adversely affected.  
The averaging period for a modified work week shall not exceed three (3) calendar weeks,  
and the work day shall not exceed ten (10) hours.  
14.06 Return to Regular Times of Work  
In the event that a modified work week or flexible working hours system:  
(
(
(
a) does not result in the provision of a satisfactory service to the public;  
b) incurs an increase in cost to the employing department; or  
c) is operationally impractical for other reasons;  
The Employer may require a return to regular times of work, in which case the employees  
shall be provided with sixty (60) calendar days’ advance notice of such requirement.  
The applicable language for NSGEU Nurses covered by the former Public Health and Addictions  
Collective Agreements is as follows:  
15.13 Modified Work Week  
Where employee(s) in a unit have indicated a desire to work a modified work week the  
Employer may authorize a modified work week schedule, provided operational  
requirements permit and the provision of services are not adversely affected. The  
averaging period for a modified work week shall not exceed three (3) calendar weeks, and  
the work day shall not exceed ten (10) hours.  
349  
15.15 Return to Regular Times of Work  
In the event that a modified work week or flexible working hours systems provided for in  
Articles 15.12 and 15.13:  
(
(
(
a)  
b)  
c)  
does not result in the provision of a satisfactory service to the public;  
incurs an increase in cost to the Employer; or  
is operationally impractical for other reasons;  
the Employer may require a return to regular times of work, in which case the employee  
shall be provided with sixty (60) calendar days’ advance written notice of such  
requirement.  
350  
Appendix “R”  
EXPEDITED ARBITRATION - RULES OF PROCEDURE  
1
.
.
A single arbitrator shall be appointed to decide the grievance.  
The following persons shall serve as a panel of single arbitrators:  
2
Susan Ashley  
Eric Slone  
The above arbitrators shall be contacted in advance and advised of the parties’  
expectations pursuant to these Rules of Procedure. Should any arbitrator not be  
willing to adhere to the requirements of this process their name will be removed  
from the above list and the parties will agree on a substitute in the roster.  
3
.
.
The arbitrators shall be appointed on a rotating basis, in the sequence in which  
their names appear on the above list.  
4
The arbitrator, in consultation with the parties, shall convene a hearing of the  
grievance not later than forty (40) days from being appointed. If the arbitrator is not  
agreeable or available to commence the hearing within this time period, the  
arbitrator whose turn is next in the rotation shall be selected, and so on, until one  
of the arbitrators in the rotation is available.  
5.  
At least ten (10) days prior to the date of the hearing the parties and/or their  
representatives shall meet for the following purposes:  
to exchange copies of any documents that either party intends to rely on in the  
hearing;  
to establish and attempt to agree on the facts relevant to the grievance;  
to exchange copies of any precedents and authorities; and  
to engage in discussions regarding the possible settlement of the grievance.  
6.  
Should a dispute arise between the parties regarding compliance with the  
obligations outlined in paragraph 5 the issue in dispute may be referred for  
351  
immediate and binding resolution to the arbitrator. This may be done by conference  
call between the arbitrator and the parties.  
7
.
.
At least five (5) days before the scheduled hearing date the parties shall forward  
to the arbitrator the collective agreement, a copy of the grievance, any agreed  
statement of facts and any other documents or materials agreed upon by the  
parties.  
8
The arbitration hearing shall be an informal and accelerated process. To this end,  
the following procedures shall be in effect:  
The hearing shall be completed within a single day, within the hours of 8:00am and  
6:00pm. At the commencement of the hearing the parties and the arbitrator shall  
attempt to agree upon the allocation of time and if agreement cannot be reached  
the arbitrator shall decide upon such allocation.  
The parties shall make every reasonable effort to minimize the use of witnesses  
and to limit representations to issues directly related to the substance of the  
individual grievance. Whenever practicable, the parties shall stipulate facts not in  
dispute rather than establishing such facts through the evidence of witnesses.  
Every reasonable effort shall be made to ensure that the grievance is addressed  
on its own merits, within the context of the particular circumstances of the individual  
case.  
The arbitrator shall have the permission of the parties to take an activist role and  
to direct that issues be addressed, or not addressed, in the hearing in accordance  
with his or her determination as to its relevance to the outcome.  
9.  
The decision of the arbitrator on the merits of the grievance may be rendered  
verbally at the immediate conclusion of the hearing, or, in any event, within two (2)  
days following the conclusion of the hearing. The arbitrator may remain seized of  
the grievance to determine any issues arising from the implementation of his or  
her decision.  
1
0.  
1.  
The arbitrator may provide brief written reasons for the decision, however, these  
must be issued within ten (10) days of rendering the decision.  
1
The decision of the arbitrator shall be binding on the parties, however, the parties  
agree that decisions issued through this process apply only to the individual  
grievance decided, have no value as precedent and that they shall not be referred  
to in any other proceedings under this collective agreement or otherwise.  
352  
353  
APPENDIX “S”  
Letters of Agreement and Memoranda of Agreement  
The following represents the Letters of Agreement and Memoranda of Agreement as referenced  
in Article 41.02.  
Note: This list is not exhaustive and may not include new, current or amended Letters of  
Understanding or Memoranda of Agreement which have not been concluded or terminated in  
accordance with the specific terms of the LOU or MOA.  
Employer Name  
Brief Description  
Self Scheduling  
Date Signed  
South Shore District  
Health Authority  
July 6, 2004  
South Shore District  
Health Authority  
Flexible Hours of Work  
Midwives/Second Attendant  
Self Scheduling  
July 6, 2004  
South Shore District  
Health Authority  
October 30, 2015  
September 2, 2004  
September 2, 2004  
April 3, 2008  
South West Nova District  
Health Authority  
South West Nova District  
Health Authority  
Flexible Hours of Work  
Modified Work Week – Mental Health  
Self Scheduling  
South West Nova District  
Health Authority  
Annapolis Valley District  
Health Authority  
June 11, 2004  
June 11, 2004  
Annapolis Valley District  
Health Authority  
Flexible Hours of Work  
Annapolis Valley District  
Health Authority  
Required Hours of Operation for Eastern Kings September 30, 2005  
Annapolis Valley District  
Health Authority  
Hours of Work – OR/Day Surgery (Soldiers)  
December 20, 2006  
May 13, 2013  
Annapolis Valley District  
Health Authority  
Nurse Practitioner, Stroke Program – 30 Hour  
Work Week  
354  
Employer Name  
Brief Description  
Flex Hours  
Date Signed  
Colchester East Hants  
Health Authority  
June 22, 2004  
Colchester East Hants  
Health Authority  
Flex Hours – Palliative Care (LFMH)  
Flex Hours Outpatient Mental Health  
Shift Premium – Renal Dialysis Unit  
June 22, 2004  
Colchester East Hants  
Health Authority  
June 23, 2010  
Colchester East Hants  
Health Authority  
September 16, 2014  
Cumberland Health  
Authority  
Flex Hours – Palliative Care  
June 17, 2004  
Cumberland Health  
Authority  
Four Hour Shifts (NCMH)  
June 17, 2004  
Cumberland Health  
Authority  
10 and 8 Hour Shift Rotations – Ambulatory  
Care – LPNs – CHRCC  
June 22, 2005  
Cumberland Health  
Authority  
10 Hour Shifts for LPNs – Day Surgery –  
CHRCC  
December 5, 2006  
October 23, 2009  
December 15, 2010  
July 29, 2013  
Cumberland Health  
Authority  
Permanent Nights – 0.7 FTE PRN LPNs in  
Emerg.  
Cumberland Health  
Authority  
Permanent Relief Nurse – NCMH  
Cumberland Health  
Authority  
Flex time – Clinical Practice Development  
Nurse  
Cumberland Health  
Authority  
Flex time – Clinic Nurse – Mat / Child  
Cumberland Health  
Authority  
Bursary Program/Return of Service  
March 19, 2014  
September 18, 2008  
November 1, 2012  
Pictou County Health  
Authority  
Flex Hours for Palliative Care Consultation  
Nurses  
Pictou County Health  
Authority  
Geriatric Care Coordinator  
Guysborough Antigonish  
Strait Health Authority  
Permanent Supplementary Nurse  
Professional Practice Committee  
December 7, 2005  
June 10, 2004  
Cape Breton District  
Health Authority  
355  
Employer Name  
Brief Description  
Date Signed  
Cape Breton District  
Health Authority  
Grandparenting of Job Posting Requirements in February 6, 2007  
Emergency Units at Rural Sites  
Capital District Health  
Authority  
Flex Hours – Cobequid Mental Health  
June 21, 2010  
356  
Memorandum of Agreement #1  
Nova Scotia Nurses Union Nurse Mobility  
The provision of this Article apply to NSNU members only .  
In the event an Employer rehires a Nurse to a Permanent Position within six (6)  
months of the Nurse leaving or an Employer hires a Nurse to a Permanent Position  
to commence work within six (6) months of the Nurse leaving employment from a  
position in any other bargaining unit represented by the Nova Scotia Nurses’ Union  
in the Province of Nova Scotia, the Nurse shall have Service with the previous  
Employer recognized for sick leave entitlement, vacation entitlement, retirement  
allowance, and placement on the increment scale (and advancement).  
Accumulated sick leave credits shall be recognized by the hiring Employer.  
Qualifying periods under the Benefits Plans of the hiring Employer will be as set  
out in the Plans.  
This provision is not applicable if the Nurse has been terminated for cause or  
retired in accordance with the NSHEPP Pension Plan.  
This provision is not applicable to a Casual Nurse.  
357  
Memorandum of Agreement #2  
Pay Plan Review Transition  
1
. The parties will establish a Pay Plan Review Committee, composed of four representatives  
each of the Council and the Employers, to review all current Nurse Bargaining Unit  
Classifications. A representative of HANS will also participate on the Committee in a non-  
voting, ex-officio basis, and will act as Chair of the Committee.  
2. The Committee will report its findings to the Employers and the Council of Nursing Unions  
for consideration within one year of the effective date of this collective agreement.  
3. The recommendations from the Pay Plan Review Committee will be referred to the next  
round of bargaining.  
358  
Memorandum of Agreement #3  
80/20 Positions  
The parties agree to enter into a Memorandum of Agreement for the utilization of an 80/20 Position  
for Registered Nurses and Licensed Practical Nurses. The terms of the position along with the  
applicable hours of work and overtime provisions shall be included in this MOA. The MOA will  
expire at the end of this Collective Agreement.  
Where the Employer determines a need for an 80/20 position due to operational needs, or a Nurse  
identifies an opportunity for an 80/20 position, the Employer may post a short assignment within  
the bargaining unit. The short assignment may be no less than one (1) month and no more than  
six (6) months in duration. It shall be filled in accordance with Article 12.  
If approved for such a position, a Nurse will continue to be scheduled for 80% of the regular, full-  
time hours they normally work. The other 20% of the regular, full-time hours will be made up by  
providing mentoring, preceptoring, research, and other types of supporting activities to other  
employees and students, as determined by the Employer. No additional compensation is provided  
to Nurses who work in these positions.  
A Nurse may be appointed to an 80/20 position once in a twelve (12) month period unless the  
applicant is the only qualified applicant to apply for a subsequent position.  
359  
Memorandum of Agreement #4  
Restricted Postings  
Whereas the parties acknowledge that there are some specific areas where staffing is a challenge  
it is agreed that the Employer can make a request to the Union that an internal or external job  
posting in that area be made conditional on the successful applicant being required to remain in  
the position for a fixed period of time not to exceed twenty-four months.  
During the fixed period the successful applicant will not be eligible to make application in an  
internal job posting process for any position that is the same FTE status and same classification  
that commences prior to the end of the fixed period. This would not prevent a Nurse from applying  
for and being awarded a position with a greater FTE status than the “restricted posting”, or a  
position compensated at a higher wage rate.  
The job advertisement for the position will indicate that movement is restricted and the successful  
applicant will be notified in the letter of hire.  
The Employer may waive the restriction on written application from a Nurse to apply for a position  
during the restricted period.  
Consent from the Union to post a restricted internal or external posting will not be unreasonably  
refused where retention concerns, turnover issues or service delivery challenges are  
demonstrated in the requesting work area.  
360  
Memorandum of Agreement #5  
UNIFOR Paid Education Leaves (PEL)  
BETWEEN:  
NOVA SCOTIA HEALTH AUTHORITY  
(
The Employer)  
AND:  
THE NOVA SCOTIA COUNCIL OF HEALTH CARE UNIONS  
(
The Unions)  
Unifor Paid Education Leave (new HC)  
This MOA applies only to Unifor members affected by the collective agreement.  
The Employer agrees to pay into a special fund an amount of one cent ($.01) per hour  
for all regular hours paid for the regular Nurses to provide for a Paid Education Leave  
(
PEL). Such leave will be for upgrading the Nurses’ skills in all aspects of trade union  
functions. Such payment will be remitted on a quarterly basis into a trust fund  
established by the National Union, Unifor, effective from date of ratification and sent by  
the Employer to the following address:  
Unifor Paid Education Leave Program,  
Unifor Family Education Centre  
RR#1 CAW Road 25  
Port Elgin, Ontario, N0H 2CD  
The Employer shall approve an unpaid leave to the members of the bargaining unit  
subject to operational requirements. Candidates for PEL shall be selected by Unifor to  
attend such courses and provide written confirmation to the Employer of such selection.  
Nurses on PEL leave of absence shall continue to accrue seniority. This provision is  
not applicable to casual Nurses.  
361  
362  
Memorandum of Agreement #6  
New Arbitration Process for S.T.I. Benefit Grievance  
The parties agree to create a new arbitration process for S.T.I. benefit grievances, wherein  
grievances are referred to the Occupational Health Department for review by the Manager of  
Occupational Health or designate. If the matter is not resolved following the review, the matter  
may be referred to expedited arbitration pursuant to Appendix 1. For purposes of expedited  
arbitration pursuant to this article only, the following persons shall serve as arbitrator on a rotating  
basis:  
(
(
i)  
ii)  
Bill Kydd,  
Bruce Outhouse.  
In the event neither of these arbitrators is available to hear the matter within a reasonable period  
of time, the parties may agree to an alternate arbitrator.  
363  
Memorandum of Agreement #7  
Attendance Support – Expedited Procedure  
1
.
The terms of this procedure will be applied in any case where the Employer  
proposes a change to the terms of employment of a Nurse through the application of the  
Attendance Support Policy.  
2.  
A change to the terms of employment of a Nurse means:  
a. a termination of employment  
b. a change or reduction in work hours  
c. a change in work location  
d. a transfer to a different position  
e. a modification of duties, or  
f. any other situation specifically agreed upon by both parties.  
3
.
Where such a change is contemplated the Employer shall, at least 30 days in  
advance of the effective date of the change, notify the Union and the Nurse in writing. The  
notification shall specify the nature of the change contemplated and details outlining the  
basis for the Employer’s proposed action.  
4
.
Upon receipt of the notification the Union shall, within 14 days, provide a written  
response indicating whether it will be challenging the proposed Employer action through  
the grievance process. Where the Union proposes to challenge the action through the  
grievance process it will include in its response a brief summary of the reasons for this.  
5.  
Upon receipt of the notification from the Union that it intends to challenge the  
proposed action of the Employer the parties shall, with a further period of 14 days, meet  
to review the case. Where requested by either party, the Nurse and/or a representative of  
Occupational Health Services shall attend the meeting. As part of that meeting each  
participant will provide to the other with full disclosure of any relevant information in its  
possession relating to the specific issues raised by the case in question. This will include  
any information regarding factors or conditions that have been, or could forseeably be,  
affecting the employee’s ability to meet their obligations under the Attendance Support  
Program.  
6
.
All information provided through this process shall be treated as confidential and  
shall be used exclusively for the purpose of reaching a resolution of the Nurse’s case  
under this process or, where applicable, adjudicating issues in dispute through the  
arbitration process as provided for in this Memorandum.  
364  
7
.
Participants shall provide any written consents required to expedite this process.  
Where the required consents cannot be obtained either party may apply to the arbitrator,  
with notice to the other, for an order of disclosure.  
8
.
The purpose of the review meeting will be for the parties to have a full and open  
discussion of the issues arising from the case in question and to attempt to reach a  
resolution on its appropriate disposition.  
9.  
If the parties are unable to reach agreement at this stage the matter shall be  
referred to arbitration in accordance with this process. Where arbitration is requested the  
Employer shall not initiate any of the proposed changes to the terms of employment of the  
employee until after the case has been dealt with through this arbitration process.  
10.  
The arbitration of cases arising through this process shall be done on an expedited  
basis. The parties agree to the standing appointment of as sole arbitrator in all cases  
referred through this process. Only in the event that is unable to convene a hearing within  
the required time frames will the parties then attempt to agree upon a substitute. Where  
the parties are unable to agree upon a substitute within a period of 10 working days after  
learning of unavailability, either may make application to the Nova Scotia Department of  
Labour and Environment for the appointment of a substitute.  
11.  
The arbitrator shall set the case down for hearing within 30 days of the date of the  
referral to arbitration. In any arbitration held pursuant to this Memorandum the procedures  
outlined in paragraphs 7, 8, 9, 10 and 11 of the expedited arbitration process outlined in  
Appendix 1 of the collective agreement shall be followed.  
12.  
An arbitrator appointed through this process shall be empowered to determine only  
issues in dispute involving the case of the particular employee in question, including  
whether any changes to the terms and conditions of employment are appropriate or  
justified in light of the employee’s attendance record and his assessment of the Nurse’s  
ability to meet their obligations under the Attendance Support Program.  
13.  
The parties agree that the Employer’s decision to place a Nurse on the Attendance  
Support Program and/or to move the Nurse through the steps of the Attendance Support  
Program will not be the subject matter of a grievance until such time as there has been a  
“
change to the terms of employment” as defined in Article 2 of this memorandum. Where  
prior steps have been taken under the Attendance Support Program in the case of any  
individual Nurse, the Union’s failure to challenge these actions through grievances at the  
time they were taken shall not preclude the arbitrator from reviewing the circumstances  
surrounding each of these as part of his overall assessment of the employee’s case.  
14. Any award issued through this process shall be binding on the parties and the  
employee.  
365  
15.  
In cases where an arbitrator issues an award that does not involve the termination  
of the employment of the Nurse, he shall retain jurisdiction in the case. Either party may  
at any time following the award request that a hearing that a hearing be convened to  
review the Nurse’s case. Where such a review has taken place arbitrator shall have the  
jurisdiction to revise the terms of his previous orders.  
366  
Memorandum of Agreement #8  
Occupational Health and Safety Audit Process and Training  
BETWEEN:  
NOVA SCOTIA HEALTH AUTHORITY  
(
The Employer)  
AND:  
THE NOVA SCOTIA COUNCIL OF NURSE UNIONS  
(
The Unions)  
Information  
The Unions shall, upon request to the Joint Occupational Health and Safety Committee (the  
Committee”), be provided with a current list of all Team members and their contact information.  
“
The Unions shall, upon request to any Work Place Safety Team (the “Team”), be provided with  
the following:  
1.  
2.  
3.  
A current copy of the Terms of Reference and Rules of Procedure for each Team;  
A copy of any Minutes from the meetings of each Team;  
Notice of the times of any scheduled meetings of the Team.  
Access to Meetings  
A Union staff person and/or a person designated by the Employer shall be permitted to attend  
any meeting of the Joint Occupational Health and Safety Committee (the “Committee”) or Team,  
upon request and with the agreement of the respective body.  
Review of Process  
367  
The parties agree that the Joint Occupational Health and Safety committee for each site will  
conduct a review of the Work Place Safety Teams to assess whether they are functioning  
effectively in the performance of their terms of reference and sections 30 and 31 of the  
Occupational Health and Safety Act. The review will include but not be restricted to the following:  
1
2
.
.
the relationship of each Team of the Committee and vice versa;  
an assessment of the level of training and awareness of each Team member and how to  
have those needs fulfilled; and  
3.  
an assessment of the current resources and training opportunities to identify areas that  
need to be addressed to ensure each Team member can effectively perform their role.  
This review shall be completed within 12 months with reports to the Committee, the Unions, the  
Safety Department and the Director of the portfolios involved on a quarterly basis. Reports shall  
include recommendation for changes to the system or initiatives to be taken.  
Training  
The Employer shall ensure that each existing or new member of a Team or the Committee  
receives adequate training consisting of at least:  
1
.
.
Two days of training, in the first year following the naming of the member of a Team or  
Committee;  
2
One day of training in each of the subsequent years that the member serves on the Team  
or Committee.  
368  
MEMORANDUM OF AGREEMENT #9  
Establishing a Single Group Insurance Plan for All Employees of the NSHA and IWK  
WHEREAS as of the effective date of their collective agreements the NSHA and IWK (the  
“
Employers”) together provide three different Group Insurance plans for their Employees;  
AND WHEREAS the parties have agreed that it is mutually beneficial to move all Employees to  
a single Group Insurance plan;  
AND WHEREAS the parties have agreed that the Provincial Group Benefits Committee (the  
“
Committee”) should review all of the Group Insurance plans currently in place, and make a  
recommendation to the Employers as to which Group Insurance Plan will be adopted for all  
Employees;  
NOW THEREFORE the parties agree as follows:  
1
. The Committee will review all current Group Insurance plans provided by the Employers,  
with the aim of making a recommendation to the Employers as to which single plan will be  
adopted going forward for all Employees.  
2. The parties agree that the adoption of a single plan must be cost-neutral.  
3. The Committee may hire a third party consultant in order to assist with its review, the costs  
of which will be borne by the Employers.  
4
5
6
. The Committee’s recommendation will be made to the Employers within one (1) year of  
the effective date of this collective agreement.  
. The Employers will move all Employees into a single Group Insurance plan within one (1)  
year of receiving the Committee’s recommendation.  
. Until there is a new single Group Insurance plan covering all Employees in the unit, the  
existing Group Insurance plans will remain in place, including current governance  
structures.  
7. Any time limits provided in this MOA may be adjusted on mutual consent of the Employers  
and the Council.  
8. The parties agree that Arbitrator Kaplan retains jurisdiction to resolve any disputes arising  
out of the resolution of this MOA.  
369  
370  
Memorandum of Agreement #10  
Legacy Vacation Carry-Over Banks  
Notwithstanding Articles 10.07, 10.08 & 10.09, Nurses who have, as of the date this  
Collective Agreement is finalized, carried over vacation banks (not including the twenty  
(
20) days permitted to be accumulated pursuant to Article 10.08) (“Legacy Carry-over  
Banks”) will retain their Legacy Carry-over Banks until April 1, 2024, after which any  
vacation from their Legacy Carry-over Banks that has not been used will be paid out.  
For the purposes of this MOA, “Legacy Carry-Over Banks” includes all vacation credits  
earned but not taken under past terms and conditions of employment and collective  
agreements with any of the predecessor Employers.  
371  
Memorandum of Agreement #11  
This Memorandum of Agreement applies to Nurses transferring between positions within  
NSHA and between NSHA and IWK.  
A
Nurses transferring from accrued sick leave to STI  
A Nurse with a position in a location where they accumulate credits for sick leave with pay who  
accepts a position in a location where general leave and short-term illness benefits are provided  
shall be entitled to maintain twenty five percent (25%) of their accumulated sick leave bank;  
Nurses who have sick leave credits in their banks can utilize them for the following purposes:  
To Cover STI/LTD Gap  
Nurses may use any sick bank credits to cover off any period between the end of Short-  
Term Illness Leave (“STI”) entitlement and the date on which they would normally become  
eligible for LTD. Nurses who are not covered by a long term disability plan or who have  
time in their sick leave bank may use their sick leave banks for the period for which they  
are sick after the one hundred (100) days for Short-Term Illness has been used, until their  
sick leave bank is exhausted. The Nurse’s sick bank shall be reduced by one day for each  
day of entitlement under this section.  
To “Top Up” STI  
Nurses may use these credits to top up Short-Term Illness benefits. For each day on  
which the Nurse is in receipt of Short-Term Illness the Nurse may use her sick bank to  
“
top up” the Nurse’s Short-Term Illness benefit to one hundred per cent (100%) of salary.  
Twenty five percent (25%) of the day shall be deducted from the sick bank for each twenty  
five percent (25%) “top up”.  
WCB Earnings Replacement Supplement  
Nurses may use these credits to supplement the earnings replacement benefit paid by the  
Workers’ Compensation Board equal to the difference between the earnings replacement  
benefit received by the Nurse under the Act and the Nurse’s net pre-accident earnings.  
The percentage amount required to achieve the top-up to net pre-accident earnings shall  
be deducted from the sick bank for each day of the supplement.  
B
Nurses transferring from STI to accrued sick leave  
A Nurse with a position where general leave and short-term illness benefits are provided who  
accepts a position in a location where they accumulate credits for sick leave with pay shall be  
credited with a sick leave bank of 11.25 hours for each 162.5 regular hours paid in the 8 years  
before the effective date of accepting the new position less all hours that the Nurse has received  
general leave for illness or injury or short-term illness benefits during the 8 years before the  
effective date of accepting the new position.  
372  
C
Nurses transferring from PH/AS/CC (former DHAs 1 – 8) STI to former CDHA STI  
A Nurse with a position in Public Health, Addiction Services and Continuing Care (PH/AS/CC) in  
former DHAs 1 through 8 where general leave and short-term illness benefits are provided who  
accepts a position in the former CDHA where general leave and short-term illness benefits are  
provided shall be entitled to a sick leave bank of five days or, if the Nurse has been employed in  
their PH/AS/CC position for more than one year at the time the Nurse accepts the position in the  
former CDHA, a sick leave bank of ten days, to be used for the following purposes for a period of  
twelve months from the date of transfer:  
To Cover STI/LTD Gap  
Nurses may use any sick bank credits to cover off any period between the end of Short-  
Term Illness Leave (“STI”) entitlement and the date on which they would normally become  
eligible for LTD. Nurses who are not covered by a long term disability plan or who have  
time in their sick leave bank may use their sick leave banks for the period for which they  
are sick after the one hundred (100) days for Short-Term Illness has been used, until their  
sick leave bank is exhausted. The Nurse’s sick bank shall be reduced by one day for each  
day of entitlement under this section.  
To “Top Up” STI  
Nurses may use these credits to top up Short-Term Illness benefits. For each day on  
which the Nurse is in receipt of Short-Term Illness the Nurse may use her sick bank to  
“
top up” her Short-Term Illness benefit to one hundred per cent (100%) of salary. Twenty  
five percent (25%) of the day shall be deducted from the sick bank for each twenty five  
percent (25%) “top up”.  
WCB Earnings Replacement Supplement  
Nurses may use these credits to supplement the earnings replacement benefit paid by the  
Workers’ Compensation Board equal to the difference between the earnings replacement  
benefit received by the Nurse under the Act and the Nurse’s net pre-accident earnings.  
The percentage amount required to achieve the top-up to net pre-accident earnings shall  
be deducted from the sick bank for each day of the supplement.  
373  
Memorandum of Agreement #12  
TRANSITIONAL AGREEMENT RE: JOB SHARING  
AND DEFERRED LEAVE  
WHEREAS the parties to this Memorandum of Agreement came into existence on April 1, 2015  
as a result of the Health Authorities Act;  
AND WHEREAS the collective agreements then current between the predecessor employers of  
NSHA and the constituent unions of the Council (the Original Collective Agreements) continued  
in force until the settlement of a new collective agreement between NSHA and the Council (the  
New Collective Agreement);  
AND WHEREAS NSHA and the Council have agreed in the New Collective Agreement to articles  
governing job sharing and prepaid leave plans;  
AND WHEREAS there may be Nurses of NSHA who, at the time the New Collective Agreement  
comes into effect (the Effective Date), are in job sharing arrangements or on prepaid leave plans  
(
deferred salary leaves, etc.) governed by provisions of one of the Original Collective Agreements;  
THEREFORE the parties agree that:  
1
. Nurses in job sharing arrangements under the provisions of one of the Original Collective  
Agreements as of the Effective Date shall continue to operate under those job sharing  
provisions of the Original Collective Agreement until the earlier of the conclusion of the  
job sharing arrangement or two calendar years after the Effective Date;  
2
. Nurses enrolled in a deferred salary leave arrangement under the provisions of one of the  
Original Collective Agreements as of the Effective Date shall continue to operate under  
those prepaid leave plan provisions of the Original Collective Agreement until the  
conclusion of that particular prepaid leave;  
3. All new job sharing arrangements and prepaid leave plans which commence after the  
Effective Date will be governed by Article 27 (Job Sharing) or Article 9.08/Appendix “D”  
(
Deferred Leave Plan) of the New Collective Agreement;  
4. This MOA shall lapse upon the expiry of the New Collective Agreement, if not renewed  
by the parties.  
374  
Memorandum of Agreement #13  
GRANDPARENTING OF CUPE ARTICLE 17.02(a)(i) AND UNIFOR ARTICLE 9.02(a)  
Notwithstanding Article 7.13 of the collective agreement, the following provisions will apply in  
those areas which were previously subject to the CUPE and Unifor transitional collective  
agreements:  
During the two (2) week period, Nurses shall, whenever possible, receive two (2) days off  
in each calendar week or four (4) days off in each two week period, given in not more than  
two segments unless mutually agreed otherwise between the Union and the Employer.  
375  
Memorandum of Agreement #14  
Addiction Services Hours of Work  
The parties agree that the normal hours of work of those Nurses providing addictions  
services who currently work 70 hours biweekly will be increased to 75 hours biweekly  
(
prorated for any affected part time Nurses). ( 5RNs and 1LPN)  
376  
Memorandum of Agreement #15  
DEVOLUTION OF CONTINUING CARE  
FROM THE DEPARTMENT OF HEALTH TO THE FORMER DISTRICT HEALTH  
AUTHORITIES  
BETWEEN:  
HER MAJESTY THE QUEEN IN RIGHT OF THE PROVINCE OF NOVA SCOTIA THROUGHT  
HE AGENCY OF THE PUBLIC SERVICE COMMISSSION  
(hereafter the “Province”)  
And  
NOVA SCOTIA HEALTH AUTHORITY (The Employer)  
and  
THE NOVA SCOTIA COUNCIL OF HEALTH CARE UNIONS (The Unions)  
Whereas:  
On January 17, 2008, the Government announced its decision to begin the process of integrating  
continuing care services within the District Health Authorities, and  
This involves a transition of Department of Health’s Continuing Care functions and Employees to  
the former District Health Authorities, and  
In respect of the Employees at the Department of Health who are listed on Schedule A hereto  
and who are represented by the Union and who deliver or support the delivery of continuing care  
programs and the Parties hereto have agreed to transfer their employment from the Province to  
the Employer by way of this agreement.  
Now therefore it is agreed as follows:  
5. Rights and Obligations  
377  
(
c) (ii) Employees in a classification not presently in the Collective Agreements will maintain their  
classification and wage scare in effect as of the Devolution Date.  
(
j) Eligible Employees shall be provided with the following moving/relocation expenses on a  
“
present incumbent only basis” so long as they continue to work in their present classification:  
“Where the Employer requires an Employee to relocate outside the Employee’s geographic  
location, the Employer will reimburse the Employee’s actual and reasonable relocation expenses  
to a maximum amount of $7,500.00.”  
(k) The Employees who have been designated by the Employer as belonging to a class of  
employment where the availability of a motor vehicle is deemed to be a condition of employment  
may opt to receive a monthly car allowance of $314.88, plus 23.23 cents per kilometer adjusted  
st  
annually on April 1 based on the average year-over-year percentage change in the Nova Scotia  
st  
Private Transportation Index for the calendar year preceding the April 1 effective change date,  
as calculated by Statistics Canada on a “present incumbent only” basis so long as they continue  
to work in their present classification, until a new collective agreement takes effect. Once a new  
collective agreement takes effect, the Employees will be subject to the same provision in relation  
to monthly vehicle allowance as other Employees of the Employer who, on a grandfathered basis,  
presently have this allowance.  
(
l) Continuing Care Coordinators who, at the date of Devolution are paid an educational premium,  
shall have that educational premium continued so long as they continue to work in that  
classification.  
8. Work Schedules, Vacation Schedules and Shift Arrangements  
Until changed in accordance with the Collective Agreements all hours of work/vacation schedules/  
and shift arrangements of the Employees in effect immediately before the Devolution Date shall  
continue unaffected by the change in employment after the Devolution Date subject to the terms  
of the Collective Agreements.  
378  
Memorandum of Agreement #16  
RE: Devolution of Continuing Care from the Department of Health to the  
District Health Authorities – June 5, 2009  
BETWEEN:  
NOVA SCOTIA HEALTH AUTHORITY  
The Employer)  
(
And:  
THE NOVA SCOTIA COUNCIL OF HEALTH CARE UNIONS  
The Unions)  
(
This MOA applies to NSGEU Public Health, Addictions, and Continuing Care Employees in  
the Eastern, Western, and Northern Zones.  
Whereas Continuing Care Employees devolved from the Department of Health to the former  
District Health Authorities (DHAs 1 through 8) effective June 5, 2009.  
And Whereas each former District Health Authority (DHA 1 through 8) has its own Memorandum  
of Agreement with respect to the Devolution.  
And Whereas the parties to each Memorandum of Agreement are now the Province of Nova  
Scotia, the Nova Scotia Health Authority respective District Health Authority and the NSGEU.  
And Whereas the content of the Memorandum of Agreement for all former District Health  
Authorities (DHA 1 through 8) is identical.  
And Where as the text of the Memorandum of Agreement is reproduced in this collective  
agreement for historical reference only and does not form part of the collective agreement.  
And Whereas the text of the Memorandum of Agreement is attached hereto.  
MEMORANDUM OF AGREEMENT  
379  
5. Rights and Obligations  
(
c) (ii) Employees in a classification not presently in the Collective Agreement, other that Staff  
Nurses, will maintain their classification and wage scale in effect as of the Devolution Date.  
e) Education Premiums shall apply to those Employees who are Staff Nurses, and on a “present  
incumbent only” basis to Continuing Care Coordinators who are Registered Nurses and presently  
paid the education premiums available to Staff Nurses, so long as they centime to work in their  
present classification.  
f) Any “grandfathered” sick leave banks shall be used by the Employees after the Devolution Date  
only in accordance with the Collective Agreement.  
8. Work Schedules, Vacation Schedules, and Shift Arrangements  
a) Until changed in accordance with the Collective Agreement all hours of work, work schedules,  
vacation schedules and shift arrangement of the Employees in effect immediately before the  
Devolution Date shall continue unaffected by the change in employment form the Province to the  
Employer.  
380  
MEMORANDUM OF AGREEMENT #17  
RE: DEVOLUTION OF CONTINUING CARE FROM THE DEPARTMENT OF HEALTH TO  
THE FORMER DISTRICT HEALTH AUTHORITIES – SEPTEMBER 26, 2011  
BETWEEN:  
NOVA SCOTIA HEALTH AUTHORITY  
(
The Employer)  
AND:  
THE NOVA SCOTIA COUNCIL OF HEALTH CARE UNIONS  
The Unions)  
(
This MOA applies to NSGEU Public Health, Addictions, and Continuing Care Employees in  
the Eastern, Western, and Northern Zones.  
Whereas Continuing Care Employees devolved from the Department of Health to the former  
District Health Authorities (DHAs 3,4, 7, &8) effective September 26, 2011.  
And Whereas former district Health Authorities 3, 4, 7, & 8 has its own Memorandum of  
Agreement with respect to Devolution.  
And Whereas the parties to each Memorandum of Agreement are now the Province of Nova  
Scotia, the respective District Nova Scotia Health Authority and the NSGEU.  
And Whereas the content of the Memorandum of Agreement for the former District Health  
Authorities 3, 4, 7 & 8 is identical.  
And Whereas the text of the Memorandum of Agreement is reproduced in this collective  
agreement for historical reference and does not form part of the collective agreement.  
And Whereas the text of the Memorandum of Agreement is attached hereto.  
381  
MEMORANDUM OF AGREEMENT  
5. Rights and Obligations  
e) Any “grandfathered” sick leave banks shall be used by the Employees after the Devolution  
Date only in accordance with the Collective Agreement.  
8. Work Schedules, Vacation Schedules, and Shift Arrangements  
a) Until changed in accordance with the Collective Agreement all hours of work, work schedules,  
vacation schedules, and shift arrangements of the Employees in effect immediately before the  
Devolution Date shall continue unaffected by the change in employment from the Province to the  
Employer. Existing Modified Work Week arrangements shall continue subject to the terms of the  
Collective Agreements and without prejudice to any reviews presently underway.  
382  
MEMORANDUM OF AGREEMENT #18  
RE: DEVOLUTION OF CCRAS  
BETWEEN:  
NOVA SCOTIA HEALTH AUTHORITY  
(
The Employer)  
AND:  
THE NOVA SCOTIA COUNCIL OF HEALTH CARE UNIONS  
The Unions)  
(
This MOA applies to NSGEU Public Health, Addictions, and Continuing Care Employees in  
the Eastern, Western, and Northern Zones.  
And Whereas former district Health Authorities 2, 4, & 8 has its own Memorandum of Agreement  
with respect to transferred Employees working as of June 5, 2009 as Continuing Care Referral  
Assistants.  
And Whereas the parties to each Memorandum of Agreement are now the Province of Nova  
Scotia, the respective District Nova Scotia Health Authority and the NSGEU.  
And Whereas the content of the Memorandum of Agreement for the former District Health  
Authorities 2, 4, & 8 is identical.  
And Whereas the text of the Memorandum of Agreement is reproduced in this collective  
agreement for historical reference and does not form part of the collective agreement.  
And Whereas the text of the Memorandum of Agreement is attached hereto.  
383  
MEMORANDUM OF AGREEMENT  
RE: DEVOLUTION OF CONTINUING CARE FROM THE DEPARTMENT OF HEALTH TO  
THE DISTRICT HEALTH AUTHORITIES  
Between:  
HER MAJESTY THE QUEEN IN RIGHT OF THE PROVINCE OF NOVA SCOTIA THROUGH  
THE AGENCY OF THE PUBLIC SERVICE COMMISSION  
(
hereafter the “Province”)  
and  
THE EMPLOYER (DISTRICT HEALTH AUTHORITY), A BODY CORPORATE ESTABLISHED  
UNDER THE HEALTH AUTHORITIES ACT S.N.S 2000, C.6  
(
hereafter the “Employer”)  
and  
THE NOVA SCOTIA GOVERNMENT AND GENERAL EMPLOYEES UNION  
hereafter the “Union”)  
(
Whereas:  
On June 5, 2009, a Memorandum of Agreement was signed by the Province of Nova Scotia, the  
Employer and the Union in relation to the transfer of certain Employees from the Provincial civil  
service to the Employer; and  
The parties wish to make further provision for the transferred Employees working as of June 5,  
2009 as Continuing Care Referral Assistants;  
Now therefore it is agreed as follows:  
1. The Employer will establish the Continuing Care Referral Assistant (CCRA) as a classification  
in its collective agreement with the same salary it enjoyed within the Civil Service at the time of  
transfer.  
384  
2
. All CCRAS hired by the Employer after the date of transfer will be paid the CCRA rate.  
. incumbent CCRAs who transferred from the civil service will receive the LPN rate that existed  
3
on the date of transfer, on a PIO’d basis. PIO meaning they will get general economic increases,  
but not any special LPN adjustments or premiums. They will remain classified as CCRAs, with a  
PIO’d rate. Any adjustment would be retroactive to the date of transfer.  
385  
Memorandum of Agreement #19  
Grandparented Car Allowance for Certain Nurses (new HC)  
The following provisions apply only to those Nurses covered by Art. 23.00(d) of the Collective  
Agreement:  
1
. The Employer has the right to determine which Nurse(s), as a condition of employment,  
is/are required to provide an automobile for the purposes of carrying out employment  
functions.  
2. Prior to the beginning of each fiscal year the Employer shall determine which Nurses or  
classes of Nurses shall be eligible for a car allowance.  
3
. A Nurse who moves out of a class of employment during the fiscal year, to a new position  
where provision of an automobile is no longer required, shall revert to straight mileage rates  
on the effective date of the job change if the Nurse has been in receipt of monthly allowance  
provisions.  
4. The Employer shall take such matters as follows into consideration when determining  
eligibility for monthly allowance:  
a. nature of function performed;  
b. can travel be made more economically without substantial impairment of  
efficiency by other means such as rental vehicle, public transportation, etc.;  
c. does the Nurse have control over the demand for transportation;  
d. the normal amounts of kilometres travelled by an incumbent in this position in the  
previous fiscal year;  
e. the incidence of usage.  
5. A Nurse will not be reimbursed for or provided with parking when a vehicle is not required  
in the performance of daily duties.  
6
. When the use of a vehicle is a condition of employment all reasonable parking costs  
associated with the availability and use of the vehicle directly related to the Employer’s  
business will be paid.  
7
. In the event that the Provincial Government rate for a monthly allowance and/or the  
kilometre flat rate increases or decreases, the rate of this agreement will change as well on  
the same effective date as provincial government Nurses. The effective date for this  
agreement will be the date on which the new government rate is announced.  
8. There will be no reduction in monthly allowance if the Nurse is: on vacation; on special leave  
with pay for 30 calendar days or less; on sick leave for 30 calendar days or less.  
386  
9
. Subject to paragraph 8 above, where an Nurse is on special leave without pay, the  
allowance will be reduced in proportion to the number of compensation days in the month  
for which the special leave was granted.  
387  
Memorandum of Agreement #20  
TRANSITION  
BETWEEN:  
AND:  
NOVA SCOTIA HEALTH AUTHORITY  
(
The Employer)  
THE NOVA SCOTIA COUNCIL OF NURSING UNIONS  
The Unions)  
(
The following MOA applies to NSGEU members employed in the Central Zone of the Nova  
Scotia Health Authority.  
1. Incumbency Protection  
Upon implementation of the new pay plan, employees who would otherwise incur a salary  
reduction, shall be granted “PIO” (present incumbent only) status and may advance,  
through the granting of increments in accordance with the collective agreement, to the  
maximum salary for the position and classification applicable immediately prior to the  
implementation of the new classification system.  
2. Car Allowance  
An employee who was previously employed by the Nova Scotia Hospital or Public Health  
Services or Drug Dependency Services and, as of February 19, 2001, was employed in a  
position where she had elected to receive a car allowance pursuant to Article 29.04 of the  
agreement she was then covered by, shall have the option to continue to be reimbursed  
on that basis. This option shall apply only to the incumbent in the position and only for as  
long as the incumbent remains in the position. The option shall terminate if at any time the  
employee in any subsequent year elects to be reimbursed on a straight mileage basis.  
3. Nova Scotia Hospital – Unit Premiums  
a) An employee working at the Nova Scotia Hospital who has been regularly and  
continuously assigned for a period of at least four months in the period immediately  
prior to April 24, 2001 to work in a designated unit shall receive a premium of $48.30  
per month. the designated units under this Article are Emerald Hall and the Forensic  
Unit.  
b) A premium to an employee shall be discontinued where:  
388  
i)  
The employee is on short or long assignment or permanently reassigned to a  
position outside the designated unit;  
ii)  
The employee is granted leave of absence with pay, with part pay, or without  
pay, in excess for thirty (30) consecutive days for such purposed as illness,  
injury, education, pregnancy, etc.; or,  
iii)  
The function performed by the designated unit is discontinued.  
389  
Letter of Understanding  
Secondments  
The Parties agree that the following principles shall apply when a Nurse is seconded, as per  
Article 9.12, to work temporarily for another Employer:  
1
2
3
. The Secondment arrangement shall be made by written agreement between the  
Employer, the Nurse and the borrowing Employer with a copy to the Union;  
. The Union shall be notified of any new secondment agreements during a meeting of  
ZLMC;  
. The Nurse continues to be an employee with the Employer while on secondment however  
day to day direction shall be provided by the Borrowing Employer. The Council of Nursing  
Unions Collective Agreement shall continue to apply to a Nurse while on secondment.  
4. However, nothing will prevent a Nurse from agreeing to terms of employment that differ  
from the Collective Agreement;  
5. The Employer will continue to pay a Nurse while on secondment;  
6. A Nurse on secondment shall continue to accrue service, seniority and benefits while on  
Secondment;  
7. A Nurse on secondment shall continue to pay Union dues;  
8
. Upon expiration of the secondment, the Nurse shall be reinstated in the position she/he  
held immediately prior to the commencement of the secondment, or if the position no  
longer exists to another equivalent position.  
390  
Appendix “T”  
Designated Units  
NSGEU Registered Nurses in Central Zone (former DHA9will be entitled to the following  
Designated Unit language in accordance with the predecessor collective agreement.  
34.17 Unit Premium  
An employee who is regularly and continuously assigned to a unit, pursuant to Article  
34.19, shall, after completing four (4) months’ service in the specified unit, receive a  
premium equivalent to $105.00 per month for each completed month of service in the  
specified unit. Such payment is to commence upon completion of the fourth (4th) month  
of service for the fourth (4th) and subsequent months of service.  
34.18 Transfers between Units  
Time spent in units prior to the date of signing of this Agreement shall be considered for  
the purposes of the qualifying period described in Article 34.17. Employees who are  
transferred by the Employer from one unit to another, as listed in Article 34.19 shall not be  
required to serve the qualifying period described in Article 34.17. Employees who transfer  
from one unit to another, as listed in Article 34.19, at their request, shall be required to  
serve an additional one (1) month’s qualifying period before regaining the premium  
pursuant to Article 34.17.  
34.19 Designated Units  
The following are the units designated in the Capital District Health Authority for the  
purpose of this Article:  
Emergency  
ICU  
-
-
-
Medical/Surgical  
Medical/Surgical/Neuro  
Cardiovascular  
Coronary Care Unit  
391  
Cardiac Catheterization  
Renal Dialysis  
3IMCU-HI  
Nova Scotia Cancer Centre  
Burn Unit  
Operating Room  
Post Anaesthetic Care Unit  
Vascular Unit (Angiography)  
Emerald Hall  
Forensic Unit  
Medical Day Unit  
Chemotherapy Unit  
Offender Health - Cape Breton  
-
Central Nova  
34.20 Discontinuance of Premium  
Unit Premium to an employee shall be discontinued where:  
(
(
a)  
b)  
the employee is permanently reassigned to a position outside the units listed in  
Article 34.19.  
the employee is granted leave of absence with pay, with part pay, or without pay,  
in excess of thirty (30) consecutive days for such purpose as illness, injury,  
education or pregnancy.  
(
c)  
the function provided by a unit pursuant to Article 34.19 is discontinued.  
392  
ALPHABETICAL INDEX  
Bereavement Leave.........................34, 116  
A
Borrowing of Unearned Vacation Credits..42  
Bridging of Service ...................................61  
Bulletin Boards.........................................11  
Accumulative Vacation Carry Over...........42  
Acting Pay................................................27  
Addiction Services Hours of Work..........278  
Advance of Paid Sick Leave Credits ......232  
AIR TRANSPORT....................................77  
ALCOHOL AND DRUG DEPENDENCY ..79  
Alcohol, Drug and Gambling Dependency  
C
Call Back................................. iv, 23, 24, 85  
CANADIAN NURSE ASSOCIATION  
CERTIFICATION PREMIUM ..............176  
Cancelled Shifts .......................................22  
Carry Over Bank Holiday Time.................47  
Casual Availability List........... iii, xiii, 19, 111  
Casual Nurse .. 2, 16, 22, 23, 33, 36, 49, 59,  
.
..........................................................239  
Alcohol, Drug, Nicotine and/or Gambling  
Addiction......................................xix, 246  
Alternate Medical Practitioner .xviii, xix, 241,  
2
46  
60, 73, 76, 85, 86, 87, 88, 175, 217, 231  
AMBULANCE ESCORT...........................77  
Ambulance/Air Transfer ...........................78  
Amendment of Benefit Coverage ...........118  
Anniversary Date - Casual Nurse.............86  
Anniversary Date - Permanent Nurses:....26  
Annual Vacation Entitlement ....................39  
Application ...............................................91  
Arbitration Award......................................65  
Arbitration Expenses ................................65  
articles not applicable to Nurse Practitioners  
..........................................................108  
Assistance of NSNU Representative..........7  
Attendance Support – Expedited Procedure  
..........................................................268  
Authorization............................................40  
Availability Forms.........................iii, 21, 108  
Casual Nurse Availability Form ................21  
Casual Nurses. 5, 20, 21, 22, 48, 49, 50, 80,  
86, 87, 175, 231  
CASUAL NURSES...................................85  
Casual Nurses appointed to Regular  
Positions...............................................86  
Casual Nurses Appointed to Temporary  
Positions...............................................87  
Casual Seniority.......................................47  
Casual Shifts..........................................102  
Casuals Placed in Assignments .............114  
Changed Schedules.................................15  
Charge Nurse...........................................28  
CLAIM FORM FOR LPN PRACTICE  
.
.
PREMIUMS (UNIFOR).......................199  
CLAIM FORM FOR LPN PRACTICE  
PREMIUMS (CUPE)...........................195  
Classification Appeal Procedure...............30  
Classification Appeal Tribunal ..................31  
Classifications........................................119  
Clinical Capacity Follow- Up Report .......225  
Clinical Capacity Report...........................71  
CLINICAL CAPACITY REPORT.............223  
CNA Certification....................................187  
CNA Premium ........................................191  
Collective Agreement Administration......... 7  
Communication Devices...........................24  
Compassionate Care Leave.....................35  
B
B.N. or B.Sc.N........................................176  
Baccalaureate Degree ...................187, 190  
Bargaining Agent Recognition....................1  
Bargaining Unit Grievance and Labour  
Management Committee......................71  
Bargaining Unit Information......................12  
Benefits Not Paid During Certain Periods  
.
.......................................... xviii, 238, 245  
Benefits/Layoff .................xviii, xix, 238, 245  
393  
Compensation for Work on a Holiday.......45  
Completion of Assignments....................114  
Computer Access.....................................10  
Conditional Appointment ..........................54  
Confidentiality of Health Informationxviii, xix,  
Educationiv, v, xii, xv, xvi, xx, 26, 31, 38, 88,  
112, 113, 175, 176, 180, 181, 186, 187,  
189, 190, 191, 206, 209, 281  
EDUCATION..........................................175  
Education Leave ....................................186  
Education Leaves.......................xvi, xx, 189  
EDUCATION PREMIUMS........ xv, 175, 176  
Education Premiums for Nurses.............190  
Educational Premiums .............................26  
Educational Premiums - Post-Graduate  
Training - 3 Months ............................186  
Emergencies..........................................110  
Employee Compensation Upon Separation  
.............................................................42  
EMPLOYEE FILES ..................................79  
Employee Placement Rights ....................92  
Employer................................................... 2  
Employer Compensation Upon Separation  
.............................................................42  
Employer Conducted Post-Graduate  
240, 246, 249  
Confidentiality Of Health Information......233  
Consecutive Shifts ...................................16  
Continuation of Benefits.........................103  
Contract Negotiations.................................8  
Contracting Out........................................96  
Conversion of Casual Seniority to Regular  
Seniority...............................................49  
Copies of Agreement..................................8  
Council.......................................................2  
Court Leave .............................................36  
Coverage of Employees.........................104  
CUPE....xv, xvi, xix, xxi, 8, 9, 27, 44, 46, 56,  
7
1
4, 77, 82, 88, 117, 169, 170, 173, 174,  
92, 248, 277  
CUPE ADDICTION SERVICES .....173, 174  
Training..............................................187  
Employer’s Liability ................................109  
Employer’s Travel Policy..........................77  
Entitlement to Benefits ...........................115  
Evidence ..................................................79  
Exceptions .......................................87, 108  
EXPEDITED ARBITRATION - RULES OF  
PROCEDURE ....................................258  
Expedited Arbitration Procedure ...............65  
Expenses .................................................78  
Extra Shifts...............................................21  
D
Davis Day ................................................44  
Day ............................................................2  
Days Off...................................................17  
DEFERRED LEAVE...............................276  
Deferred Salary Leave .............................37  
DEFERRED SALARY LEAVE PLAN......217  
DEFERRED SALARY PLAN APPLICATION  
AND CONTRACT...............................221  
Definition..................................................90  
DEFINITIONS............................................2  
Designated Units....................................288  
Determining Vacancies ............................51  
DEVOLUTION..........xxi, 279, 282, 283, 284  
Disabled Nurse ........................................72  
Disciplinary Record..................................76  
DISCIPLINE.............................................76  
Discontinuance of Premiums............xvi, 191  
Discontinuation of Premium ...................187  
Displacement Procedure..........................94  
Displacement Process ...........................101  
Domestic Violence Leave.........................39  
F
Filling Vacancies ......................................52  
First-Aid Kits.............................................70  
Fiscal Year................................................ 2  
Flexible Working Hours ............................14  
Formula for Part-time Hours...................103  
Full-Time Nurse. 2, 4, 12, 34, 47, 80, 81, 84,  
105  
Further TSP Payment Offers....................99  
G
General Illness Leave Benefit.........xviii, 243  
General Leave........................................236  
geographic location..................................90  
graduate practising license........................ 2  
Graduate Practising License ..................... 2  
E
Earning Entitlements..............................115  
394  
Grandparented Car Allowance for Certain  
Nurses ...............................................285  
Grievance Mediation ................................62  
Grievance Procedure ...............................62  
Grievance/Arbitration ...............................54  
Grievances.......................................61, 110  
Group Benefit Plan...................................60  
Group Benefit Plan Continuation..............60  
Group Health .................................250, 255  
Group Insurance ....................................116  
GROUP INSURANCE............................117  
Group Life and Medical Plans ................117  
Group Life Benefit Plans ................250, 255  
Guaranteed Work.....................................16  
Just Cause...............................................75  
K
Kilometrage Allowance.............................77  
L
Layoff.......................................................93  
Layoff Exception* .....................................96  
Layoff Notice............................................93  
Layoff Procedure......................................93  
Leave for Education ...............................192  
Leave for Emergency .............xviii, 236, 243  
Leave for Family Illness..........xviii, 236, 243  
Leave for Medical and Dental Appointments  
H
.
..........................................................236  
Headings....................................................3  
HEALTH AND SAFETY ...........................66  
Hiring Preference.....................................97  
Holiday.......................................................3  
Holiday Falling on a Day of Rest ..............45  
Holiday Pay..............................................86  
Holiday Premium Pay.............................106  
Holidays...................................................44  
Holidays - Christmas/New Years..............45  
Hours of Work..........................................12  
Hours Worked........................................115  
Leave for Parent of a Critically Ill Child.....39  
Leave for Personal Preventive Care......xviii,  
2
43  
Leave for Storm Or Hazardous Conditions  
............................................................34  
.
Leave of Absence ..................................... 3  
Leave of Absence for Education...............38  
Leave of Absence for the Full-Time  
President............................................... 9  
Leave Without Pay...................................33  
Leaves .....................................................87  
Legacy Vacation Carry-Over Banks .......273  
LEGAL SUPPORT FOR NURSES AND  
INSURANCE......................................227  
Letter of Appointment...............................65  
Letters of Agreement..............................260  
LETTERS OF AGREEMENT..................118  
Liability.....................................................12  
Licensed Practical Nurse........................... 3  
Licensing Body Dues Deduction...............12  
Local Union..........................3, 7, 76, 82, 83  
Lockout ..................................................... 3  
LONG ASSIGNMENT ............................111  
Long Assignments..................................111  
LONG TERM DISABILITY........................74  
Long Term Disability Plans.....................117  
Long-Term Disability ........xviii, xix, 238, 245  
Loss of Seniority.......................................50  
Loss of Seniority And Employment...........50  
LPN PRACTICE PREMIUM ... xvi, 192, 193,  
I
Illness During Vacation ............................43  
Illness on a Paid Holiday..........................46  
Immediate Family.................................3, 34  
Injury on Duty - WCB .....................230, 255  
Injury on Duty – WCB.............................250  
Injury Pay Provisions........................xix, 247  
In-Service Conferences..................186, 188  
Insufficient Volunteers..............................93  
Intimate Partner Violence Leave ..............39  
Introduction..............................................91  
J
Job Posting..............................................51  
Job Postings ..........................................110  
JOB SECURITY.......................................90  
JOB SHARING.................................80, 276  
Joint Committee on Technological Change  
1
96, 197  
LTD............................ 38, 60, 232, 234, 235  
LTD Program..................................235, 252  
.
............................................ 90, 100, 110  
395  
NSNU... xiv, xv, xvii, 8, 9, 27, 44, 46, 56, 74,  
M
77, 82, 88, 106, 117, 120, 125, 130, 175,  
77, 180, 182, 183, 206, 226, 230, 262  
1
MANAGEMENT RIGHTS...........................2  
Masters Degree .............................187, 191  
Masters Degree in Nursing.....................176  
Maximum Hours of Work..................15, 107  
Meal Allowance........................................19  
Meal and Rest Breaks..............................14  
Medical and Dental appointments for the  
Immediate Family...............................234  
Membership.............................................11  
Memoranda of Agreement .....................260  
MEMORANDA OF AGREEMENT..........118  
Military Leave...........................................39  
Minimum Hours Between Shifts ...............17  
Modified Work Week..............................257  
Movement on Increment Scale -Regular  
Nurses .................................................26  
Movement on the Increment Scale - Casual  
Nurses .................................................86  
Multi Unit Positions ..................................54  
NSNU LAID-OFF NURSE AVAILABILITY  
FORM ................................................222  
NSNU Portability of Benefits Form .........226  
Number of Employees............................103  
Nurse ........................................................ 4  
Nurse Identity...........................................29  
Nurse Mobility ........................................262  
Nurse Practitioner .i, xii, 4, 26, 71, 105, 106,  
107, 108, 175  
Nurse Practitioner - Overtime.................105  
Nurse Practitioner - Recognition of Previous  
Experience .........................................106  
Nurse Practitioner Hours of Work...........105  
Nurse Practitioner Permanent Transfer ..105  
Nurse Practitioner Position.....................106  
Nurse Practitioner Resignation...............108  
Nurse Practitioner Trial Period ...............107  
Nurse Practitioner Vacation Scheduling .107  
Nurse Practitioner Work Location...106, 107  
NURSE PRACTITIONERS.....................105  
Nurse Practitioners who work shift work.108  
Nurse Retention Bonus ............................73  
Nurse Safety ............................................70  
Nurse(s) on Recall List.....................19, 111  
Nursing Coverage ....................................18  
NURSING PRACTICE AND NURSING  
N
New Classification....................................30  
Newly Hired Nurses .................................10  
NLPP Claims forms................................200  
NLPP CLAIMS FORMS ...................xvi, 211  
No Avoidance ..........................................88  
No Loss of Service/ Seniority .....................9  
No New Employees .................................96  
No Pyramiding of Benefits......................187  
No Pyramiding of Premiums.............xvi, 191  
Notice ......................................................96  
Notice of Layoff........................................93  
Notice to Union ........................................91  
Notification of Referral to Arbitration .........64  
Notification of Successful Applicant..........52  
Notification to the Union.........................111  
Nova Scotia Nurses Union Nurse Mobility  
LEADERSHIP PREMIUMS (NSNU) ...177  
Nursing Leadership Premiums - Application  
Form (NSNU) .....................................211  
Nursing Practice Premiums - Application  
Form (NSNU) .....................................200  
Nursing Services - Off Site.......................80  
O
Occupational Health and Safety.............270  
Ongoing Therapy .............xviii, xix, 241, 246  
Orientation ...............................................66  
Other Expenses .......................................77  
Overtime ..................................86, 105, 116  
Overtime on a Holiday........................46, 86  
Overtime Payout ......................................19  
Overtime Provisions .................................18  
Overtime Restrictions...............................22  
.
..........................................................262  
Nova Scotia Nurses’ Union ............234, 262  
NSAHO..................................................234  
NSAHO LTD Benefits Plan.....................234  
NSGEUxiv, xv, xvi, xviii, xx, xxi, 8, 9, 24, 27,  
29, 44, 46, 56, 74, 77, 82, 88, 106, 117,  
136, 137, 147, 157, 159, 161, 165, 186,  
188, 189, 236, 243, 256, 257, 281, 282,  
283, 286, 288  
NSHEPP Pension Plan ..........................250  
396  
Post-Graduate Program (Between 450  
P
hours and 900 hours) .........................176  
Post-Graduate Program (In excess of 900  
hours).................................................176  
Post-Graduate Training - 6 Months 186, 190  
Pre Hearing Disclosure ............................64  
PREAMBLE .............................................. 1  
Preceptees...............................................29  
Preceptor .................................................29  
Preceptor Pool .........................................29  
Predecessor Employer.............................. 4  
Pregnancy Leave Notice ..........................55  
Pregnancy Sick Leave..............................56  
Pregnancy/Birth Allowance.......................56  
Pregnancy/Birth and Parental and Adoption  
Leave Deferral......................................59  
Pregnancy/Birth Leave.............................55  
Prior to Posting - Extra Shifts ...................21  
Probationary Period................................... 5  
PROHIBITION OF DISCRIMINATION......72  
Promotion.................................................. 5  
Proof of Illness .................xviii, xix, 239, 245  
Protection of Pregnant Nurses..................70  
Protective Clothing ...................................70  
Provincial Group Benefits Committee.....117  
Public Office Leave ..................................37  
Public Services Sustainability (2015) Act..73  
Paid Education Leaves (PEL)................266  
Paid Sick Leave Accrual ........................248  
Paid Union Leave.......................................8  
Parental and Adoption Leave...................57  
Parental and Adoption Leave Allowance..58  
Part Time Employees and Casual  
Employees - Availability Form ............229  
Part Time Nurse Availability Form...xvii, 229  
Part-time Employees Accepting  
Assignments of Full-time Hours..........114  
Part-Time Nurse.... 4, 16, 21, 22, 35, 57, 59,  
81, 89, 115, 222, 230, 232  
PART-TIME NURSES............................114  
Part-Time Smoothing .............................115  
Patient Care Charge Pay .........................28  
Pay Day ...................................................26  
Pay in Lieu of Benefits .............................86  
Pay in Lieu of Notice........................94, 114  
Pay Plan Review Transition ...................263  
Pay Practices...........................................26  
Pay Scales.............................................119  
Payment For Certificates And Examinations  
.
..........................................................233  
Peer Review ............................................79  
Pension..................................................116  
Performance Appraisal.............................79  
PERFORMANCE REVIEWS....................79  
Permanent . i, iii, iv, vi, x, xii, 4, 5, 20, 21, 22,  
R
2
8
2
3, 26, 28, 33, 47, 48, 49, 52, 53, 59, 61,  
4, 85, 86, 87, 89, 217, 222, 249, 250,  
53, 254, 262  
random body fluid testing .........................79  
Recall from Vacation ................................42  
Recall List ................................................95  
Recall Procedures....................................95  
RECOGNITION......................................... 1  
Recognition of Previous Experience...25, 26  
Recruitment and Retention Incentive for  
LPNs (where applicable) ......................26  
Recurring Disabilities..............xviii, 237, 244  
Recurring Disability ................................241  
Reduced Hours and TSP Payment.........102  
REDUCTION IN APPOINTMENT STATUS  
.............................................................88  
Re-employment Considerations .............103  
Referral to Arbitration ...............................64  
Registered Mail Letter ..............................32  
Registered Nurse ...................................... 5  
Regular Arbitration Procedure ..................64  
Regular Seniority......................................47  
Reimbursement of Expenses upon Recall43  
Reinstatement of Vacation Upon Recall ...43  
Permanent Nursei, 4, 22, 33, 48, 52, 59, 61,  
4, 85, 89  
8
Permanent Part-Time Nurse ....................73  
Permanent Part-time Nurses....................20  
Permanent Resource Nurse.................4, 28  
Personal Harassment...............................63  
Personal Illness and Injury.....................236  
PHACC ........ xvi, 27, 88, 161, 165, 189, 190  
Placement in a New Position....................53  
Placement on the Salary Scale ................25  
Placement Procedure...............................98  
Policy Grievance ......................................63  
Position......................................................4  
Position Descriptions................................65  
Positions 80/20 ......................................264  
Post Graduate Training - 3 Months ........190  
Posted Schedules....................................15  
397  
Release Form ........................................102  
Relief Shift Assignments ..........................21  
Religious Day in Lieu ...............................47  
Relocation of Positions.............................99  
Remote Consulting ..................................24  
Report of Injuries....................................240  
Reporting of Injuries.........................xix, 247  
Required Education ...............................175  
Required Education ...............................106  
Resignation............................................108  
RESIGNATION ........................................75  
Responsibility Pay....................................28  
REST INTERVAL...................................256  
Rest Interval After Call Back ....................24  
Restricted Postings................................265  
Restriction on Numbers of Nurses on  
Vacation...............................................41  
retiree benefits.........................................74  
Retiree Benefits .......................................73  
Retiree Recruitment Incentive..................73  
Retirement Allowance ......................72, 232  
RETIREMENT ALLOWANCE ..................72  
Retroactivity.............................................32  
Return From Leave of Absence ...............33  
Return of Service .....................................38  
Return to Regular Times of Work...........257  
Return to Work.........................................59  
Return to Work from Sick Leave ............233  
Rotating Shifts..........................................16  
Severance Payment Method ..................104  
Sexual Harassment ..................................63  
Sexual Violence Leave.............................39  
Shift Duration .......................................6, 13  
Shift Premium...........................................27  
Shift Rotations..........................................13  
Shift Starting and Stopping Times ............13  
SHORT ASSIGNMENT..........................111  
Short Assignments.................................112  
Short-Term Illness Leave Benefit ..xviii, 237,  
244  
sick benefits .............................................74  
Sick Leave .... 230, 231, 232, 233, 234, 248,  
253  
SICK LEAVE............................................74  
Sick Leave - Emergency ........................234  
Sick Leave - Family................................234  
Sick Leave Accrual.................................231  
Sick Leave and LTD...............................232  
Sick Leave and Probation ......................249  
Sick Leave Banks...................................242  
Sick Leave Benefits................................231  
Sick Leave Claim ...................................231  
sick leave credits..... 35, 230, 231, 232, 233,  
234, 235, 262  
Sick Leave Deductions...........................248  
Sick Leave Defined ................................248  
Sick Leave for Medical/Dental; Family;  
Emergency.........................................251  
Sick Leave Maximum Accumulation.......231  
Sick Leave Pay ......................................231  
Sick Leave Records .........xviii, xix, 239, 246  
Sick Leave Statement ....................232, 249  
Sick Leave While Waiting for Workers’  
Compensation Benefits ......................230  
Sick Leave-Medical/Dental.....................234  
Single Group Insurance Plan..................272  
Smoothing................................................17  
Smoothing Reconciliation.........................17  
Special Leave - Adopted Child .................60  
Special Leave - Birth................................60  
Spouse...................................................... 6  
STAFF DEVELOPMENT..........................65  
Stand-By Provisions.................................22  
Strike......................................................... 6  
SUCCESSOR RIGHTS............................74  
S
S.T.I. Benefit Grievance.........................267  
Sabbatical Leave .....................................38  
Salary Continuance....................................9  
Salary Protection....................................102  
Same Date Seniority................................48  
same service............................................54  
Second TSP Payment Offer.....................99  
Secondment.............................................39  
Secondments.........................................287  
Security Measures ...........................70, 106  
Semi-Annual Time Change......................25  
Seniority...10, 33, 37, 38, 47, 48, 49, 50, 51,  
52, 53, 60, 61, 86, 87, 89  
Seniority Bypass ......................................48  
Seniority Conversion................................48  
Seniority Lists ..........................................49  
Service.5, 10, 37, 38, 50, 60, 61, 72, 76, 85,  
T
8
6, 87, 89, 116, 262  
temporary license...................................... 6  
Temporary Reassignment ......................109  
Service and Seniority Continuation ..........60  
398  
TERM OF AGREEMENT .......................118  
Termination................................18, 63, 235  
Termination of Assignments...................114  
Termination of Employment .....................18  
Termination of LTD Plan ........................235  
Termination of Recall Rights ....................96  
THE PENSIONS ....................................104  
Time Limits.........................................63, 64  
Time Off in Lieu for Part-time and Job Share  
Nurses .................................................47  
Time Off in Lieu of Holiday.......................46  
Total Sick Leave Accumulation ..............248  
Training and Retraining............................91  
Transfer of Seniority.................................48  
transferring between positions ...............274  
TRANSITION.........................................286  
Transition Allowance..............................104  
Transition Services / EAP ......................104  
Transition Support Program ...............91, 96  
TRANSITION SUPPORT PROGRAM....100  
TRANSITIONAL AGREEMENT .............276  
transitional license .....................................6  
Transportation To/From Work ..................78  
TRANSPORTATION,...............................77  
Trial Period ......................................53, 107  
TSP........................................................101  
TSP payment...........................................92  
TSP Payment Offers................................98  
TSP Severance Payment.......................103  
V
Vacation Carry Over.................................41  
Vacation Credits Upon Death...................42  
Vacation Request Approval......................40  
Vacation Scheduling.........................40, 107  
Vacation Year...........................................40  
Voluntary Continuous Learning ................66  
Voluntary Reassignment Outside  
Reassignment Area............................110  
Voluntary Resignation and Seniority.......100  
Voluntary Stand-By ..................................23  
Volunteers................................................92  
W
WCB and Return to Work...xvii, xix, xx, 231,  
2
47, 251, 255  
WCB Earnings Replacement Supplement  
..........................................................242  
Weekend................................................... 6  
WEEKEND NURSE..................................83  
Weekend Premium...................................27  
Weekends Off ..........................................17  
Work After Retirement..............................73  
Work Area Specific Casual List ...19, 20, 21,  
.
111, 112, 113, 114  
Work Area Specific Casual Lists...............19  
work location............................................90  
Work Location....................................6, 107  
Workers’ Compensation.................250, 254  
Working Day ............................................. 7  
Working During Leave of Absence ...........33  
WORKLOAD............................................71  
U
Unbroken Vacation ..................................41  
Unifor....xvi, xix, 8, 9, 27, 44, 46, 56, 74, 77,  
82, 88, 117, 196, 253, 266, 277  
UNIFOR........xv, xx, xxi, 171, 172, 266, 277  
Union .........................................................6  
Union Approval.........................................62  
Union Consultation...................................91  
Union Dues Deductions ...........................11  
Union Information.....................................11  
Union Literature .......................................10  
Union Referral to Arbitration .....................63  
Union Representation.......................63, 232  
Union Representatives...............................7  
University Diploma.................................190  
Unpaid Leave.................................115, 251  
Unpaid Union Leave ..................................9  
Unsuccessful Candidate...........................53  
Use of Accumulated Vacation Carry Over 42  
Z
ZLMC..................ii, 5, 7, 71, 82, 83, 89, 287  
Zone Labour Management Committee..ii, 7,  
2
2, 50, 52, 71, 110, 111  
Zone Labour Management Committee-  
ZLMC).................................................. 7  
Zone Labour Management Committees  
ZLMC).................................................82  
(
(
399  
COLLECTIVE AGREEMENT  
between  
Izaak Walton Killam Health Centre  
and  
The Nova Scotia Council of Nursing Unions  
November 1, 2014 – October 31, 2020  
TABLE OF CONTENTS  
ARTICLE 1: PREAMBLE .......................................................................................................... 1  
1
.00  
.01  
................................................................................................................................. 1  
................................................................................................................................. 1  
1
ARTICLE 2: RECOGNITION ..................................................................................................... 1  
2
.00  
.01  
................................................................................................................................ 1  
Bargaining Agent Recognition .................................................................................. 1  
2
ARTICLE 3: MANAGEMENT RIGHTS ...................................................................................... 2  
.00 ................................................................................................................................. 2  
3
ARTICLE 4: DEFINITIONS........................................................................................................ 2  
4.00  
4.01  
4.02  
4.03  
4.04  
4.05  
4.06  
4.07  
4.08  
4.09  
4.10  
4.11  
4.12  
4.13  
4.14  
4.15  
4.16  
4.17  
4.18  
4.19  
4.20  
Casual Nurse ........................................................................................................... 2  
Council..................................................................................................................... 2  
Day........................................................................................................................... 2  
Employer.................................................................................................................. 2  
Fiscal Year ............................................................................................................... 3  
Full-Time Nurse........................................................................................................ 3  
Graduate Practising License..................................................................................... 3  
Headings.................................................................................................................. 3  
Holiday..................................................................................................................... 3  
Immediate Family..................................................................................................... 4  
Leave of Absence..................................................................................................... 4  
Licensed Practical Nurse.......................................................................................... 4  
Local Union .............................................................................................................. 4  
Lockout .................................................................................................................... 4  
Nurse ....................................................................................................................... 5  
Nurse Practitioner..................................................................................................... 5  
Part-Time Nurse....................................................................................................... 5  
Permanent Nurse ..................................................................................................... 5  
Permanent Resource Nurse..................................................................................... 5  
Position .................................................................................................................... 6  
Predecessor Employer ............................................................................................. 6  
i
4.21  
4.22  
4.23  
4.24  
4.25  
4.26  
4.27  
4.28  
4.29  
4.30  
4.31  
4.32  
4.33  
Probationary Period.................................................................................................. 6  
Promotion................................................................................................................. 7  
Registered Nurse ..................................................................................................... 7  
Service..................................................................................................................... 7  
Shift Duration ........................................................................................................... 8  
Spouse..................................................................................................................... 8  
Strike........................................................................................................................ 8  
Temporary License and Transitional License ........................................................... 8  
Union....................................................................................................................... 8  
Weekend................................................................................................................. 9  
Work Location .......................................................................................................... 9  
Working Day............................................................................................................. 9  
Labour Management Committee (LMC) ................................................................... 9  
ARTICLE 5: UNION REPRESENTATION ............................................................................. 9  
5.00  
5.01  
5.02  
5.03  
5.04  
5.05  
5.06  
5.07  
5.08  
5.09  
5.10  
5.11  
5.12  
Union Representatives ............................................................................................. 9  
Collective Agreement Administration.......................................................................10  
Assistance of Constituent Union Representative .....................................................10  
Notice of Participants...............................................................................................10  
Contract Negotiations ..............................................................................................10  
Copies of Agreement...............................................................................................10  
Paid Union Leave....................................................................................................11  
Unpaid Union Leave................................................................................................11  
No Loss of Service/ Seniority...................................................................................12  
Salary Continuance .................................................................................................12  
Leave of Absence for the Full-Time President .........................................................12  
Acquaint Newly Hired Nurses..................................................................................13  
Distribution of Union Literature ................................................................................13  
(
c)  
Computer Access..........................................................................................14  
5
.13  
.14  
Bulletin Boards........................................................................................................14  
No Other Agreements............................................................................................14  
5
ARTICLE 6: UNION DUES AND UNION SECURITY .............................................................14  
6.00  
6.01  
6.02  
Mandatory Membership............................................................................................14  
Union Dues Deductions...........................................................................................15  
Union Information....................................................................................................15  
ii  
6.03  
6.04  
6.05  
6.06  
................................................................................................................................15  
Licensing Body Dues Deduction..............................................................................15  
Bargaining Unit Information......................................................................................16  
Liability.....................................................................................................................16  
ARTICLE 7: HOURS OF WORK ..............................................................................................16  
7
7
7
7
7
7
7
7
7
7
7
7
7
7
7
7
7
.00  
.01  
.02  
.03  
.04  
.05  
.06  
.07  
.08  
.09  
.10  
.11  
.12  
.13  
.14  
.15  
.16  
Hours of Work .........................................................................................................16  
................................................................................................................................17  
Shift Starting and Stopping Times ...........................................................................17  
Scheduling Model....................................................................................................17  
Shift Duration and Rotation Changes ......................................................................17  
Flexible Working Hours ...........................................................................................19  
Meal and Rest Breaks .............................................................................................19  
Maximum Hours of Work.........................................................................................20  
Posted Schedules ...................................................................................................20  
Changed Schedules................................................................................................21  
Guaranteed Work....................................................................................................21  
Consecutive Shifts...................................................................................................21  
Rotating Shifts.........................................................................................................22  
Minimum Hours Between Shifts...............................................................................22  
Days Off ..................................................................................................................22  
Weekends Off .........................................................................................................23  
Smoothing...............................................................................................................23  
B) Smoothing Reconciliation .....................................................................................23  
C) Termination of Employment..................................................................................24  
Nursing Coverage ...................................................................................................24  
Overtime Provisions ................................................................................................24  
Overtime Payout......................................................................................................25  
Meal Allowance .......................................................................................................25  
Work Area Specific Casual Lists..............................................................................26  
(
(
7.17  
7.18  
7.19  
7.20  
7.21  
(
(
(
(
a) Casual Availability List.....................................................................................26  
b) Nurse(s) on Recall List ....................................................................................26  
i) Permanent Part-time Nurses ...........................................................................27  
j) Casual Nurses.................................................................................................27  
7
.22  
.23  
Part-Time and Casual Nurses Availability Forms.....................................................28  
7
“Prior to Posting” - Extra Shifts .................................................................................28  
iii  
7.24  
7.25  
7.26  
7.27  
7.28  
7.29  
7.30  
7.31  
7.32  
7.33  
7.34  
Relief Shift Assignments..........................................................................................29  
Overtime Restrictions ..............................................................................................29  
Cancelled Shifts ......................................................................................................29  
Stand-By Provisions ................................................................................................30  
Voluntary Stand-By .................................................................................................31  
Call Back while on Stand-By....................................................................................31  
Rest Interval After Call Back....................................................................................32  
Compensation Where Rest Interval Not Taken........................................................32  
Remote Consulting on Stand-by..............................................................................32  
Communication Devices..........................................................................................33  
Semi-Annual Time Change......................................................................................33  
ARTICLE 8: SALARIES, INCREMENTS, PREMIUMS.............................................................33  
8.00  
................................................................................................................................33  
8.01 A. Recognition of Previous Experience / Placement on the Salary Scale ....................33  
B. Recruitment and Retention Incentive for LPNs (where applicable)..........................34  
8
.02  
Movement on Increment Scale - Permanent Nurses ...............................................34  
Anniversary Date - Permanent Nurses ....................................................................34  
Pay Day...................................................................................................................35  
Pay Practices ..........................................................................................................35  
Education and Educational Premiums.....................................................................36  
Shift Premium..........................................................................................................36  
Weekend Premium..................................................................................................36  
Relief In A Management Classification ....................................................................37  
Responsibility Pay...................................................................................................37  
Patient Care Charge Pay.........................................................................................37  
Charge Nurse..........................................................................................................37  
Permanent Resource Nurse....................................................................................38  
Nurse Identity..........................................................................................................39  
Preceptor Pool.........................................................................................................39  
8
8
8
8
8
8
8
8
8
8
8
8
8
.03  
.04  
.05  
.06  
.07  
.08  
.09  
.10  
.11  
.12  
.13  
.14  
.15 A. New Classification...................................................................................................40  
B. Classification Appeal Procedure..............................................................................40  
8
.16  
.17  
Retroactivity ............................................................................................................41  
Registered Mail Letter .............................................................................................42  
8
ARTICLE 9: LEAVE OF ABSENCES.......................................................................................42  
iv  
9
9
9
9
9
.00  
.01  
.02  
.03  
.04  
Leave Without Pay ..................................................................................................42  
Working During Leave of Absence ..........................................................................42  
Return From Leave of Absence...............................................................................43  
Leave for Storm Or Hazardous Conditions ..............................................................43  
Bereavement Leave ................................................................................................44  
Immediate Family ....................................................................................................44  
Compassionate Care Leave ....................................................................................45  
Court Leave.............................................................................................................47  
Public Office Leave .................................................................................................48  
Deferred Salary Leave.............................................................................................49  
Education Leave......................................................................................................49  
Return of Service.....................................................................................................49  
Nurse Educators/Nursing Instructors (Post RN Faculty)/Clinical Nurse...................50  
Educators’ Sabbatical Leave ...................................................................................50  
Secondment............................................................................................................50  
Military Leave ..........................................................................................................50  
Leave for Parent of a Critically Ill Child ....................................................................51  
Domestic Violence, Intimate Partner Violence or Sexual Violence Leave ................51  
9.05  
9.06  
9.07  
9.08  
9.09  
9.10  
9.11  
9.12  
9.13  
9.14  
9.15  
ARTICLE 10: VACATIONS AND HOLIDAYS...........................................................................51  
10.00 Annual Vacation Entitlement....................................................................................51  
10.01 Vacation Year..........................................................................................................52  
10.02 Authorization ...........................................................................................................52  
10.03 Vacation Scheduling................................................................................................52  
10.04 Vacation Request Approval .....................................................................................53  
10.05 Restriction on Numbers of Nurses on Vacation .......................................................53  
10.06 Unbroken Vacation..................................................................................................54  
10.07 Vacation Carry Over................................................................................................54  
10.08 Accumulative Vacation Carry Over..........................................................................54  
10.09 Use of Accumulated Vacation Carry Over ...............................................................54  
10.10 Borrowing of Unearned Vacation Credits.................................................................55  
10.11 Nurse Compensation Upon Separation ...................................................................55  
10.12 Employer Compensation Upon Separation..............................................................55  
10.13 Vacation Credits Upon Death ..................................................................................55  
10.14 Recall from Vacation ...............................................................................................55  
10.15 Reimbursement of Expenses upon Recall...............................................................55  
v
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
0.16 Reinstatement of Vacation Upon Recall ..................................................................56  
0.17 Illness During Vacation............................................................................................56  
0.18 Holidays ..................................................................................................................57  
0.19 Exception ................................................................................................................57  
0.20 “Holiday”..................................................................................................................57  
0.21  
0.22  
Holiday Falling on a Day of Rest.............................................................................58  
Holidays - Christmas/New Years ............................................................................58  
0.23 Compensation for Work on a Holiday ......................................................................59  
0.24 Overtime on a Holiday.............................................................................................59  
0.25 ................................................................................................................................59  
0.26 Illness on a Paid Holiday .........................................................................................60  
0.27 Time Off in Lieu of Holiday ......................................................................................60  
0.28 Time Off in Lieu for Part-time and Job Share Nurses ..............................................60  
0.29 Religious Day in Lieu...............................................................................................60  
0.30 Carry Over Bank Holiday Time................................................................................61  
0.31  
61  
ARTICLE 11: SENIORITY .......................................................................................................61  
A. Seniority......................................................................................................................61  
1.00 (a) Permanent Seniority..........................................................................................61  
b) Casual Seniority ................................................................................................61  
d) Same Date Seniority .........................................................................................62  
1
(
(
(
(
(
i) Permanent Nurses ....................................................................................62  
ii) Casual Nurses...........................................................................................62  
iii) Transfer of Seniority...................................................................................62  
1
1.01  
1.02  
Seniority Bypass.....................................................................................................62  
Seniority Conversion ..............................................................................................62  
1
(
d) Conversion of Casual Seniority to Permanent Seniority..................................63  
11.03  
11.04  
11.05  
Seniority Lists.........................................................................................................63  
Loss of Seniority And Employment.........................................................................65  
Temporarily Working in a Position Outside the Bargaining Unit ..............................65  
ARTICLE 12: JOB POSTINGS.................................................................................................66  
1
2.00 Determining Vacancies............................................................................................66  
2.01 - 12.07 Job Posting .....................................................................................................66  
1
vi  
12.08 Notification of Successful Applicant.........................................................................68  
12.09 Filling Vacancies .....................................................................................................68  
12.10 Placement in a New Position...................................................................................69  
12.11 Trial Period..............................................................................................................69  
12.12 Unsuccessful Candidate..........................................................................................70  
12.13 Grievance/Arbitration...............................................................................................70  
12.14 Conditional Appointment..........................................................................................70  
12.15 Multi-Unit/Multi-Site Positions..................................................................................70  
ARTICLE 13: PREGNANCY, PARENTAL and ADOPTION LEAVE.......................................71  
13.00 Pregnancy/Birth Leave ............................................................................................71  
13.01 Pregnancy Leave Notice .........................................................................................72  
13.02 Pregnancy Leave - Employer Requirement .............................................................72  
13.03 Pregnancy Sick Leave.............................................................................................73  
13.04 Pregnancy/Birth Allowance......................................................................................73  
13.05 Parental and Adoption Leave ..................................................................................74  
13.06 Parental and Adoption Leave Allowance .................................................................75  
13.07 Pregnancy/Birth and Parental and Adoption Leave Deferral....................................77  
13.08 Return to Work ........................................................................................................77  
13.09 Service and Seniority Continuation..........................................................................77  
13.10 Group Benefit Plan Continuation .............................................................................78  
13.11 Special Leave – Birth...............................................................................................78  
13.12 Special Leave - Adopted Child ................................................................................79  
13.13 Bridging of Service ..................................................................................................79  
ARTICLE 14: GRIEVANCE AND ARBITRATION PROCEDURE.............................................79  
1
1
1
4.00 Grievances ..............................................................................................................79  
4.01 Union Approval........................................................................................................80  
4.02 Grievance Procedure:..............................................................................................80  
Step 1.....................................................................................................................80  
Step 2.....................................................................................................................80  
Step 3.....................................................................................................................81  
4.03 Grievance Mediation................................................................................................81  
4.04 Union Referral to Arbitration.....................................................................................81  
4.05 Union Representation..............................................................................................81  
4.06 Time Limits..............................................................................................................81  
1
1
1
1
vii  
14.07 Amending of Time Limits .........................................................................................82  
14.08 Termination of Employment .....................................................................................82  
14.09 Policy Grievance......................................................................................................82  
14.10 Sexual Harassment and Personal Harassment........................................................82  
14.11 Pre-Hearing Disclosure ...........................................................................................82  
14.12 Notification of Referral to Arbitration.........................................................................82  
14.13 Referral to Arbitration...............................................................................................83  
14.14 Relief Against Time Limits .......................................................................................83  
14.15 Regular Arbitration Procedure..................................................................................83  
(
(
(
a) Single Arbitrator.................................................................................................83  
b) Arbitration Board................................................................................................83  
c) Arbitration Procedure.........................................................................................84  
14.16 Expedited Arbitration Procedure ..............................................................................84  
(
(
a) Eligibility For Utilization......................................................................................84  
b) Rules of Procedure............................................................................................84  
1
4.17 Arbitration Award.....................................................................................................84  
4.18 Arbitration Expenses................................................................................................84  
1
ARTICLE 15: STAFF DEVELOPMENT....................................................................................85  
15.00  
15.01  
15.02  
15.03  
Letter of Appointment .............................................................................................85  
Position Descriptions..............................................................................................85  
Orientation..............................................................................................................85  
Voluntary Continuous Learning ..............................................................................85  
ARTICLE 16: HEALTH AND SAFETY .....................................................................................86  
1
1
1
1
1
1
1
1
1
6.00 Health and Safety Provisions...................................................................................86  
6.01 Occupational Health and Safety Act.........................................................................86  
6.02 Joint Occupational Health and Safety Committee ....................................................86  
6.03 Right to Refuse Work and Consequences of Refusal...............................................89  
6.04 Restriction on Assignment of Work Where Refusal..................................................90  
6.05  
First-Aid Kits...........................................................................................................91  
6.06 Protection of Pregnant Nurses.................................................................................91  
6.07 Protective Clothing ..................................................................................................91  
6.09 Nurse Safety and Security Measures ......................................................................91  
ARTICLE 17: WORKLOAD......................................................................................................92  
viii  
ARTICLE 18: PROHIBITION OF DISCRIMINATION................................................................93  
ARTICLE 19: RETIREMENT ALLOWANCE ............................................................................93  
1
1
1
1
1
1
1
1
1
1
9.00  
9.01  
9.02  
9.03  
9.04  
93  
............................................................................................................................93  
............................................................................................................................94  
............................................................................................................................94  
............................................................................................................................94  
9.05 Work After Retirement.............................................................................................94  
9.06 Nurse Retention Bonus ...........................................................................................94  
9.07 Retiree Recruitment Incentive .................................................................................95  
9.08 Retiree Benefits.......................................................................................................95  
9.09 Public Services Sustainability (2015) Act.................................................................95  
ARTICLE 20: SICK LEAVE and LONG TERM DISABILITY....................................................95  
0.00 Present Sick Benefits Continued .............................................................................95  
2
ARTICLE 21: SUCCESSOR RIGHTS ......................................................................................96  
ARTICLE 22: TERMINATION OF EMPLOYMENT...................................................................97  
A. RESIGNATION ....................................................................................................................97  
22.00 Notice of Resignation...............................................................................................97  
22.01 Absence Without Permission ...................................................................................97  
22.02 Acknowledgment of Letters of Resignation ..............................................................98  
22.03 Withdrawal of Resignation .......................................................................................98  
22.04 Just Cause ..............................................................................................................98  
B. DISCIPLINE .........................................................................................................................98  
2
2
2
2.05 98  
2.06 98  
2.07 - 22.08 Disciplinary Record .........................................................................................99  
ARTICLE 23: TRANSPORTATION, AMBULANCE ESCORT, AND AIR TRANSPORT ..........99  
23.00 Reimbursement for Travel Between 2400 and 0600 ...............................................99  
23.01 Reimbursement for Transportation To and From Meetings......................................99  
23.02 Nurses Providing Own Transportation ..................................................................100  
ix  
23.03 Kilometrage Rate ..................................................................................................100  
23.04 Other Expenses.....................................................................................................100  
23.05 Ambulance/Air Transfer.........................................................................................101  
Expenses ..............................................................................................................101  
ARTICLE 24: ALCOHOL AND DRUG DEPENDENCY ..........................................................102  
ARTICLE 25: PERFORMANCE REVIEWS AND EMPLOYEE FILES....................................102  
ARTICLE 26: NURSING SERVICES - OFF SITE..................................................................103  
26.00 Nursing Services - Off Site ....................................................................................103  
ARTICLE 27: JOB SHARING.................................................................................................103  
ARTICLE 28: LABOUR MANAGEMENT COMMITTEE .......................................................106  
28.00 ..............................................................................................................................106  
28.01 Composition ..........................................................................................................106  
28.02 Role.......................................................................................................................106  
28.03 Responsibilities .....................................................................................................107  
28.04 Meetings................................................................................................................107  
28.05 Travel Allowance...................................................................................................107  
28.06 Work Site Labour Management.............................................................................107  
28.07 No Loss of Pay for Meetings during Working Hours...............................................108  
ARTICLE 29: WEEKEND NURSE..........................................................................................108  
ARTICLE 30: CASUAL NURSES..........................................................................................110  
3
3
3
3
3
3
0.06 Service..................................................................................................................110  
0.07 Pay in Lieu of Benefits...........................................................................................111  
0.08 Overtime................................................................................................................111  
0.09 Holiday Pay...........................................................................................................111  
0.10 Overtime on a Holiday...........................................................................................111  
0.11 Movement on the Increment Scale - Casual Nurses..............................................111  
Anniversary Date - Casual Nurse ..........................................................................111  
0.12 Casual Nurses appointed to Permanent Positions..................................................112  
0.13 Casual Nurses Appointed to Long and Short Assignments....................................112  
3
3
x
30.14 Leaves ..................................................................................................................113  
30.15 Exceptions.............................................................................................................113  
30.16 No Avoidance........................................................................................................114  
ARTICLE 31: REDUCTION IN APPOINTMENT STATUS.....................................................114  
ARTICLE 32 : JOB SECURITY ..............................................................................................116  
32.00 Definitions .............................................................................................................116  
32.01 Joint Committee on Technological Change ...........................................................116  
32.02 Definition...............................................................................................................117  
32.03 Introduction ...........................................................................................................117  
32.04 Notice to Union......................................................................................................117  
32.05 Training and Retraining .........................................................................................117  
32.06 Application.............................................................................................................117  
32.07 Union Consultation................................................................................................117  
32.08 Transition Support Program...................................................................................118  
32.09 Nurse Placement Rights........................................................................................118  
32.10 Volunteers.............................................................................................................119  
32.11 Insufficient Volunteers ...........................................................................................119  
32.12 Layoff Notice .........................................................................................................119  
32.13 Layoff ....................................................................................................................119  
32.14 Layoff Procedure...................................................................................................120  
32.15 Notice of Layoff .....................................................................................................120  
32.16 Pay in Lieu of Notice .............................................................................................121  
32.17 Displacement Procedure .......................................................................................121  
32.18 Recall Procedures.................................................................................................122  
32.19 Termination of Recall Rights..................................................................................123  
32.20 No New Nurses .....................................................................................................123  
32.21 Transition Support Program...................................................................................123  
32.22 Layoff Exception....................................................................................................123  
32.23 Contracting Out .....................................................................................................123  
ARTICLE 33: TRANSITION SUPPORT PROGRAM ..............................................................127  
3
1
1
3.00 ..............................................................................................................................127  
.1  
.2  
Voluntary Resignation and Seniority .....................................................................127  
Joint Committee on Technological Change...........................................................128  
xi  
1
1
1
1
1
1
1
1
1
1
1
1
1
1
.3  
TSP........................................................................................................................128  
Displacement Process ...........................................................................................128  
Salary Protection....................................................................................................130  
Reduced Hours and TSP Payment ........................................................................130  
Release Form ........................................................................................................130  
Casual Shifts..........................................................................................................131  
TSP Severance Payment.......................................................................................131  
Formula for Part-time Hours ..................................................................................131  
Continuation of Benefits ........................................................................................131  
Re-employment Considerations ............................................................................131  
Number of Nurses .................................................................................................132  
Severance Payment Method .................................................................................132  
Transition Services / EAP......................................................................................132  
Transition Allowance .............................................................................................132  
.4  
.5  
.6  
.7  
.8  
.9  
.10  
.11  
.12  
.13  
.14  
.15  
.16  
ARTICLE 34: THE PENSIONS...............................................................................................133  
4.00 Coverage of Employees ........................................................................................133  
3
ARTICLE 35: NURSE PRACTITIONERS...............................................................................133  
35.00 ..............................................................................................................................133  
35.01 Hours of Work .......................................................................................................133  
35.02 Nurse Practitioner - Overtime ................................................................................134  
35.03 Nurse Practitioner Permanent Transfer .................................................................134  
35.04 Nurse Practitioner Position....................................................................................134  
35.05 Nurse Practitioner - Recognition of Previous Experience.......................................134  
35.06 Holiday Premium Pay............................................................................................135  
35.07 Required Education...............................................................................................135  
35.08 Nurse Practitioner Work Location..........................................................................135  
35.09 Security Measures.................................................................................................135  
35.10 Nurse Practitioner Vacation Scheduling.................................................................136  
35.11 Maximum Hours of Work.......................................................................................136  
35.13 Nurse Practitioner Trial Period...............................................................................136  
35.14 Nurse Practitioner Resignation..............................................................................137  
35.16 Exceptions.............................................................................................................137  
ARTICLE 36: EMPLOYER’S LIABILITY ................................................................................139  
xii  
36.00 Professional and General Liability .........................................................................139  
ARTICLE 37: TEMPORARY REASSIGNMENT .....................................................................139  
3
7.00  
7.01  
............................................................................................................................139  
Temporary Reassignment ....................................................................................139  
3
(
h) Voluntary Reassignment Outside Reassignment Area ..................................140  
37.02  
37.03  
37.04  
37.05  
Emergencies ........................................................................................................141  
Job Postings.........................................................................................................141  
Grievances...........................................................................................................141  
Notification to the Union .......................................................................................141  
ARTICLE 38: LONG AND SHORT ASSIGNMENT.................................................................141  
38.00 Casual Availability List...........................................................................................141  
38.01 Nurse(s) on Recall List ..........................................................................................141  
38.02 Long Assignments.................................................................................................142  
38.03 Short Assignments ................................................................................................144  
38.04 Part-time Nurses Accepting Assignments of Full-time Hours.................................145  
38.05 Termination of Assignments ..................................................................................145  
38.06 Pay in Lieu of Notice .............................................................................................146  
38.07 Completion of Assignments...................................................................................146  
38.08 Casuals Placed in Assignments ............................................................................146  
ARTICLE 39: PART-TIME NURSES ......................................................................................147  
39.00 Application of Collective Agreement ......................................................................147  
39.01 Entitlement to Benefits...........................................................................................147  
39.02 Hours Worked .......................................................................................................147  
(
d) Part-Time Smoothing ......................................................................................147  
39.03 Earning Entitlements .............................................................................................148  
39.04 Unpaid Leave........................................................................................................148  
39.05 Bereavement Leave ..............................................................................................148  
39.06 Service..................................................................................................................148  
39.07 Overtime................................................................................................................148  
39.08 Group Insurance....................................................................................................149  
39.09 Pension.................................................................................................................149  
ARTICLE 40: GROUP INSURANCE ......................................................................................149  
xiii  
40.00 Group Life and Medical Plans................................................................................149  
40.01 Long Term Disability Plans....................................................................................150  
40.02 Provincial Group Benefits Committee....................................................................150  
40.03 Committee Composition ........................................................................................150  
40.04 Purpose of Committee...........................................................................................150  
40.05 Amendment of Benefit Coverage...........................................................................151  
40.06 Additional Responsibilities of Committee...............................................................151  
40.07 Limitations on Powers of Committee .....................................................................151  
40.08 Terms of Reference...............................................................................................151  
ARTICLE 41: LETTERS OF AGREEMENT AND MEMORANDA OF AGREEMENT............151  
ARTICLE 42: TERM OF AGREEMENT..................................................................................152  
Appendix “A” Classifications and Pay Scales...................................................................154  
APPENDIX “A-1” NSNU CLASSIFICATIONS AND PAY SCALES  
November 1, 2014 to November 1, 2017.............................................................................154  
APPENDIX “A-1” NSNU CLASSIFICATIONS AND PAY SCALES  
October 31, 2018 October 31, 2020 ....................................................................................159  
NSNU LIST OF POSITIONS – IWK........................................................................................166  
APPENDIX “A-2” NSGEU, LOCAL 122.................................................................................168  
APPENDIX “B” EDUCATION and EDUCATION PREMIUMS .............................................170  
Appendix “B1” NSNU in IWK ..............................................................................................170  
15.05 Required Education...............................................................................................170  
NSNU MEMORANDUM OF AGREEMENT EDUCATION PREMIUMS ..............................171  
A. EDUCATION PREMIUMS................................................................................171  
(a) Post-Graduate Program (Between 450 hours and 900 hours) ...................171  
(b) Post-Graduate Program (In excess of 900 hours)......................................171  
(c) B.N. or B.Sc.N...........................................................................................172  
(d) Masters Degree in Nursing........................................................................172  
B. CANADIAN NURSE ASSOCIATION CERTIFICATION PREMIUM ...................172  
xiv  
C. NURSING PRACTICE AND NURSING LEADERSHIP PREMIUMS .................173  
EXPLANATION OF NURSING PRACTICE PREMIUM CATEGORIES...........175  
EXPLANATION OF NURSING LEADERSHIP PREMIUM CATEGORIES ......180  
Appendix “B2” NSGEU Licensed Practical Nurses in IWK..............................................185  
19.12 In-Services Conferences .......................................................................................185  
Appendix “C” NSNU NLPP Claims forms.........................................................................266  
Appendix “D” DEFERRED SALARY LEAVE PLAN ..........................................................213  
APPENDIX “D” DEFERRED SALARY PLAN APPLICATION AND CONTRACT.................219  
APPENDIX “E” LAID-OFF NURSE AVAILABILITY FORM ..................................................221  
APPENDIX “F” CLINICAL CAPACITY REPORT..................................................................223  
Clinical Capacity Follow- Up Report.............................................................227  
APPENDIX “G” NSNU Portability of Benefits Form...........................................................229  
APPENDIX “H” and APPENDIX “I” IWK Part Time Employees and Casual Employees  
-
Availability Form - Nursing Bargaining Unit .........................231  
APPENDIX “J” NSNU ACUTE CARE (DHA’s1-9, IWK).......................................................232  
NU16.02  
NU16.03  
NU16.04  
NU16.05  
NU20.00  
NU20.01  
NU20.02  
NU20.03  
NU20.04  
NU20.05  
NU20.06  
NU20.07  
NU20.08  
NU20.09  
NU20.10  
NU20.11  
NU20.12  
NU20.13  
NU20.15  
Injury on Duty - WCB......................................................................................232  
Sick Leave While Waiting for Workers’ Compensation Benefits......................233  
WCB and Return to Work...............................................................................233  
Casual Nurses................................................................................................233  
Sick Leave Benefits........................................................................................233  
Sick Leave Pay ..............................................................................................234  
Sick Leave Accrual.........................................................................................234  
Sick Leave Maximum Accumulation...............................................................234  
Sick Leave Claim............................................................................................234  
Union Representation.....................................................................................235  
Sick Leave and LTD.......................................................................................235  
Sick Leave Statement ....................................................................................235  
Advance of Paid Sick Leave Credits...............................................................235  
Return to Work from Sick Leave.....................................................................236  
Confidentiality Of Health Information ..............................................................236  
Payment For Certificates And Examinations...................................................237  
.......................................................................................................................237  
Sick Leave Medical/Dental; Family; Emergency.............................................237  
NSAHO LTD Benefits Plan.............................................................................239  
xv  
NU20.16  
NU20.17  
LTD Program..................................................................................................239  
Termination of LTD Plan.................................................................................240  
Appendix “K” NSGEU - IWK Sick Leave, LTD.....................................................................241  
NSI19.12 Leave for Family Illness and Medical and Dental Appointments....................241  
NSI21.01 Eligibility ...........................................................................................................241  
NSI21.02 Accumulation of Credits...................................................................................241  
NSI21.03 Medical Certificate ...........................................................................................241  
NSI21.04 Employee Entitlement .....................................................................................242  
NSI21.05 Information to Employee..................................................................................242  
NSI21.06 LTD Top Up......................................................................................................242  
NSI21.07 Top Up Limitation .............................................................................................242  
NSI21.08 Return to Work.................................................................................................242  
ARTICLE NSI21A - COMPENSATION FOR INJURY ON DUTY ....................................243  
NSI21A.01 Report of Injuries..............................................................................................243  
NSI21A.02 Benefit Entitlement...........................................................................................243  
APPENDIX “L” EXPEDITED ARBITRATION - RULES OF PROCEDURE...........................244  
APPENDIX “M” Letters of Agreement and Memoranda of Agreement..............................247  
Memorandum of Agreement #1 Nova Scotia Nurses Union Nurse Mobility ..................248  
Memorandum of Agreement #2 Pay Plan Review Transition..........................................249  
Memorandum of Agreement #3 80/20 Positions ..............................................................250  
Memorandum of Agreement #4 Restricted Postings.......................................................251  
Memorandum of Agreement #5 Establishing a Single Group Insurance Plan for  
All Employees of the NSHA and IWK...........................254  
Memorandum of Agreement #6 Legacy Vacation Carry-Over Banks.............................254  
Memorandum of Agreement #7 Nurses transferring between positions within NSHA  
and between NSHA and IWK. .......................................255  
Memorandum of Agreement #8 Transitional Agreement Re: Job Sharing and  
Deferred Leave ..............................................................257  
Memorandum of Agreement #9 LifeFlight........................................................................258  
Letter of Understanding  
Secondments.................................................................259  
ALPHABETICAL INDEX ........................................................................................................261  
xvi  
xvii  
ARTICLE 1: PREAMBLE  
1.00 Whereas it is the desire of the Union and the Employer:  
To maintain and improve the harmonious relationship between the Employer and  
the Union;  
To recognize the value of joint discussions and negotiations in matters pertaining  
to working conditions and employment services;  
To set forth certain terms and conditions of employment;  
To encourage efficiency in operation;  
To promote morale, well-being and security of Nurses;  
To ensure uninterrupted service to the Employer;  
1
.01 All parties to the Agreement share a responsibility and accountability to provide quality  
and safe health care in Nova Scotia; to maintain professional nursing practice standards;  
and to promote the healthy workplaces so that the people of Nova Scotia are well and  
effectively served.  
Therefore the Parties agree as follows:  
ARTICLE 2: RECOGNITION  
2
.00 The Bargaining Unit consists of: all Full-Time, Part-Time and Casual Registered Nurses,  
Nurse Practitioners, Licensed Practical Nurses, Graduate Nurses, and Graduate Practical  
Nurses of the Employer described in paragraph 80B(1)(a) and subs. 80B(2) of the Health  
Authorities Act, as amended, but excluding persons excluded by Order of the Labour  
Relations Board and those persons described in paragraphs (a) and (b) of subsection 2 of  
Section 2 of the Trade Union Act and employees included in another Bargaining Unit.  
2.01 Bargaining Agent Recognition  
1
(
a)  
The Employer recognizes the Nova Scotia Council of Nursing Unions as the  
exclusive Bargaining Agent of the Nurses in the bargaining unit for the purposes  
of sections 33 to 37, subsections 38(1) and (2) and sections 39, 40, 47 to 52 and  
61 to 75 of the Trade Union Act, as amended.  
(
b)  
The Employer recognizes the Union as the exclusive Bargaining Agent on behalf  
of all Nurses of the Employer who occupy positions in the bargaining unit described  
in paragraph (a) for which the Union was certified or voluntarily recognized as  
bargaining agent before April 1, 2015 for all purposes other than those listed in  
paragraph (a).  
ARTICLE 3: MANAGEMENT RIGHTS  
3
.00 The Employer reserves and retains, solely and exclusively, all rights to manage the  
business including the right to direct the work force and to make reasonable rules provided  
that such rights are exercised in accordance with the terms and conditions of this  
Collective Agreement. All the functions, rights, power, and authority which the Employer  
has not specifically abridged, deleted or modified by this Agreement are recognized by  
the Union as being retained by the Employer.  
ARTICLE 4: DEFINITIONS  
4.00 Casual Nurse  
A Casual Nurse is a non-permanent Employee.  
4
4
4
.01 Council  
Means the Nova Scotia Council of Nursing Unions.  
.02 Day  
Means Monday through Friday, excluding holidays, except where otherwise provided.  
.03 Employer  
2
Is the Izaak Walton Killam Health Centre.  
4.04 Fiscal Year  
st st  
Means the twelve (12) month calendar period, April 1 to March 31 . Benefits  
stated in terms of yearly maximum amounts shall be determined in accordance  
with this fiscal year (eg. leave for Medical, Dental, Emergency).  
(
(
a)  
b)  
In the event that the Employer intends to change the Fiscal Year, it will notify the  
Union as early as reasonably possible. The Employer will discuss with the Union  
its plans for the implementation of such a change as it relates to the accumulation  
of benefits with an opportunity for feedback on its plans.  
4.05 Full-Time Nurse  
Is a Nurse who is hired to a position on a permanent or temporary basis to work the work  
period described in Article 7.00 of this Agreement.  
4.06 Graduate Practising License  
Is defined under the Licensed Practical Nurses Act, S.N.S. 2006 c.17 and Regulations  
made thereunder.  
4.07 Headings  
The headings in this agreement are for ease of reference and shall not be taken into  
account in the construction or interpretation of any provision to which they refer.  
4.08 Holiday  
3
(
(
a)  
b)  
In the case of a shift that does not commence and end in the same day, the twenty-  
four (24) hour period commencing from the time at which the shift commenced if  
more than one-half of the shift falls on a day designated as a holiday in this  
Agreement.  
In any other case, the twenty-four (24) hour period commencing 0001 hours  
of a day designated as a holiday in this agreement.  
4.09 Immediate Family  
Includes the Nurse’s father, mother, step-mother, step-father, guardian, brother, sister,  
step-brother, step-sister, spouse, child, father-in-law, mother-in-law, son-in-law, daughter-  
in-law, step child, or ward of the Nurse, grandparent, step-grandparent, or grandchild or  
step-grandchild of the Nurse and a relative permanently residing in the Nurse’s household  
or with whom the Nurse permanently resides. The “in-law” and “step-relative” relationships  
referred to in this provision will only be considered “immediate family” in cases where it is  
a current relationship at the time the benefit is claimed.  
4.10 Leave of Absence  
Means absent from work with permission.  
4.11 Licensed Practical Nurse  
Is an employee who has a current license to practice as a Licensed Practical Nurse, issued  
by the College of Licensed Practical Nurses of Nova Scotia.  
4.12 Local Union  
Means the structure or organization of the Constituent Union as applicable.  
4.13 Lockout  
4
Includes the closing of a place of employment, a suspension of work or a refusal by the  
Employer to continue to employ a number of Nurses done to compel the Nurses, or to aid  
another employer to compel its Employees, to agree to terms or conditions of employment.  
4.14 Nurse  
Is an employee included in the Bargaining Unit described in Article 2.00.  
4.15 Nurse Practitioner  
Is an employee who has a current license to practice as a Nurse Practitioner or Specialty  
Nurse Practitioner issued by the College of Registered Nurses of Nova Scotia.  
4
4
4
.16 Part-Time Nurse  
Is a Nurse hired to a position to work on a permanent or temporary basis that is less than  
the work period of a Full-Time Nurse.  
.17 Permanent Nurse  
Is a Nurse who occupies a permanent Part-Time or Full-Time position as an employee of  
the Employer.  
.18 Permanent Resource Nurse  
Is a permanent Nurse hired to work at various locations with defined patient care units or  
service areas.  
A Permanent Resource Nurse shall be used for the purpose of meeting unpredictable  
operational requirements, or replacing other Nurses who are absent for periods not  
exceeding two months. Except for these circumstances, Permanent Resource Nurses  
shall not be utilized as an alternative to permanent full-time and permanent part-time  
Nurses.  
5
Vacancies for the position of Permanent Resource Nurse shall be filled in accordance  
with the procedures set out in Article 12 (Job Postings), Article 38 (Long or Short  
Assignment) or, where applicable, Article 32 (Job Security) of the collective agreement.  
Where the position is posted the notice shall indicate the applicable unit groupings.  
4.19 Position  
Means an individual Nurse’s job defined by work location, patient care unit or work unit  
and percentage of full-time hours.  
4.20 Predecessor Employer  
Means the Izaak Walton Killam Hospital for Children or the Salvation Army Grace  
Maternity Hospital with respect to Nurses who were employed by either employer as of  
December 20, 1996.  
4.21 Probationary Period  
(
a)  
Means that period for newly hired Permanent or Casual Nurses up to nine hundred  
and ninety (990) hours. Employment may be confirmed or terminated at any time  
during this period. Operational requirements permitting, the Employer shall  
conduct an appraisal of the Nurse while on a probationary period at approximately  
the midpoint of the probationary period and at the completion of the period. This  
probationary period may be extended by mutual agreement between the Employer  
and the Union.  
(
(
b)  
c)  
An Arbitrator’s jurisdiction in any grievance filed relating to the termination of  
employment of a probationary Nurse shall be restricted to a determination of  
whether the Employer’s exercise of its discretion to terminate was arbitrary,  
discriminatory or in bad faith.  
A Nurse whose status changes from Casual to Permanent shall not be required to  
serve a new probationary period, but shall be subject to the applicable trial period  
for the new position in accordance with Article 12.11.  
6
(
d)  
Any Nurse who resigns or was terminated after completing the Nurse’s  
probationary period but who is rehired by the same Employer within six (6) months  
of the Nurse’s resignation or termination shall be required to serve a probationary  
period of up to four hundred and ninety-five (495) hours of work. This probationary  
period may be extended by mutual agreement between the Employer and the  
Union.  
4.22 Promotion  
Means a permanent appointment to a different classification with a higher pay scale as  
set out in Appendix “A” of this Agreement, or as may be created throughout the term of  
this Agreement.  
4.23 Registered Nurse  
Is an employee who has a current license to practice as a Registered Nurse, issued by  
the College of Registered Nurses of Nova Scotia.  
4.24 Service  
For the purposes of this Agreement, “service” means:  
(
a)  
(i)  
service which a Nurse was credited as an Employee of a predecessor  
Employer immediately prior to the establishment of the Employer pursuant  
to the Izaak Walton Killam Health Centre Act;  
(
(
ii)  
total accumulated months of employment with the Employer.  
iii)  
A month shall be a calendar month or any portion thereof in which a Nurse  
was employed with the Employer.  
(
b)  
Notwithstanding Article 4.24(a), except as otherwise provided in this Agreement, a  
Nurse who does not receive salary in excess of ten (10) days during that calendar  
month shall not accrue service related benefits or credits for that month; however,  
there shall be no adjustment to that Nurse’s service date.  
7
(
(
c)  
d)  
A Nurse being compensated under the Workers’ Compensation Act shall  
accumulate vacation credits to a maximum of one year’s vacation credits.  
Any NSHA Nurse who successfully applies to work at the IWK will retain the service  
they were credited with at the NSHA.  
4
.25 Shift Duration  
Means the length of a shift.  
4.26 Spouse  
Means husband, wife, and common-law spouse. Common-law spouse includes a same  
sex partner in a common-law relationship except for purposes of a pension plan where  
the pension plan contemplates otherwise.  
4.27 Strike  
Includes a cessation of work, or refusal to work or continue to work by Nurses in  
combination or in concert or in accordance with a common understanding, for the purpose  
of compelling their Employer to agree to terms or conditions of employment or to aid other  
Employees in compelling their Employer to agree to terms or conditions of employment.  
4.28 Temporary License and Transitional License  
A Nurse who holds a “temporary license” as that term is defined under the Registered  
Nurses Act S.N.S. 2006, c.21 and Regulations made thereunder, shall be paid at the rate  
of RN 1, until such time as the individual obtains an active practising license, when she or  
he will move to the appropriate classification for the position (RN 2, RN 3, etc.). The  
Anniversary Date will be the original date of employment as a Nurse with a “temporary  
license”. A Nurse who holds a “transitional license” will be placed at the appropriate level  
on the increment scale for the appropriate classification for the position (RN 2, RN 3, etc.).  
4.29 Union  
8
Means a Constituent Union of the Council.  
4.30 Weekend  
Means that time period commencing at 0001 hours Saturday to 0700 hours Monday.  
4.31 Work Location  
Means the Work Site where the Nurse normally reports to work. “Work Location” and  
Work Site” are used interchangeably through the Collective Agreement. It does not mean  
“
the same as “patient care unit” or “work unit” which terms are used interchangeably with  
each other through the Collective Agreement.  
4.32 Working Day  
Means any calendar day on which a Nurse is scheduled to work.  
4.33 Labour Management Committee (LMC)  
Means the Committee established in Article 28 of the Collective Agreement.  
ARTICLE 5: UNION REPRESENTATION  
5.00 Union Representatives  
The Constituent Unions shall provide the Employer with a list of the Nurses designated as  
representatives of the Union which will include members of the Board of Directors or  
Standing Committees (if applicable), the members of the Local Executive, shop stewards,  
Council Committee members and the Union Representatives of the Labour Management  
Committee. The list will indicate the usual Work Location of the Nurse, the title of the Union  
position, the general role of the designation and the duration of appointment.  
9
5.01 Collective Agreement Administration  
(
(
a)  
b)  
The Employer recognizes the right of the Local Union to elect representatives who  
shall be responsible for the day to day administration of the Collective Agreement.  
A Nurse who is so designated by the Local Union shall be allowed a reasonable  
amount of time, without loss of regular pay or benefits, to attend meetings with the  
Employer during normal working hours to assist in matters relating to the  
Agreement.  
(
c)  
Such a representative must request as soon as possible upon being made aware  
that their presence is required and obtain permission from the Nurse’s immediate  
management supervisor prior to leaving and report to the supervisor immediately  
upon return. Such permission shall not be unreasonably withheld.  
5.02 Assistance of Constituent Union Representative  
The Local Union may have the assistance of a representative from the Constituent Union  
in all meetings relating to labour relations between the Union and the Employer. These  
meetings will not be unreasonably delayed if a representative from the Constituent Union  
is required by the Local Union.  
5.03 Notice of Participants  
In any meeting between the Employer and representatives of the Bargaining Unit, where  
either Party will have persons from outside the Bargaining Unit or Employer in attendance,  
advance notice will be provided.  
5.04 Contract Negotiations  
Where operational requirements permit, and where reasonable notice is given, the  
Employer shall grant leave with pay for not more than 20 (twenty) Council negotiating  
committee members in total between NSHA and IWK for the purpose of attending  
contract negotiation meetings with the Employer.  
5.05 Copies of Agreement  
10  
The Employer agrees to post a copy of the Agreement on the Employer’s web site  
and intranet. Upon request by a Nurse, the Employer will provide a bound copy of the  
agreement to the Nurse within one calendar week. Upon request by the Union, the  
Employer agrees to provide a reasonable number of bound booklets for use by Union  
representatives and Stewards.  
5.06 Paid Union Leave  
(
a)  
Subject to operational requirements such as the Employer’s ability to obtain a  
replacement and at no additional cost in premium pay and provided the Nurse has  
given a minimum of four (4) weeks written advance notice of the request, the  
Employer shall grant leaves of absence without loss of regular pay and benefits  
for a period not exceeding three (3) days for Nurses chosen to represent:  
(
(
i) NSNU at the Annual Meetings:  
Six (6) representatives from the IWK Health Centre  
ii) NSGEU at the Annual Meeting/Collective Bargaining Workshop:  
•
The number of Nurses eligible for special leave provisions under  
Articles 5.06 shall be in accordance with the numbers laid down in  
the Nova Scotia Government and General Employees Union  
Constitution.  
(
(
b)  
c)  
Additional Nurses may request an unpaid leave of absence to attend the Annual  
and/or Provincial Meetings of the Union, and such request shall be granted subject  
to operational requirements such as the Employer’s ability to obtain a replacement  
and at no additional cost in premium pay and provided the Nurse has given a  
minimum of four (4) weeks written advance notice of the request.  
Subject to operational requirements such as the Employer’s ability to obtain a  
replacement and at no additional cost in premium pay, the Employer will make  
every reasonable effort not to cancel Paid Union Leave once it has been approved.  
5.07 Unpaid Union Leave  
11  
(
a)  
Subject to operational requirements such as the Employer’s ability to obtain a  
replacement and at no additional cost in premium pay and provided the Nurse has  
given reasonable advance notice of the request, the Employer shall grant leaves  
of absence without pay for Union Business Leaves as follows :  
(
(
i)  
as members of the Board of Directors of the NSGEU and NSNU.  
any other Union business.  
ii)  
(
b)  
Subject to operational requirements such as the Employer’s ability to obtain a  
replacement and at no additional cost in premium pay, the Employer will make  
every reasonable effort not to cancel Unpaid Union Leave once it has been  
approved.  
5.08 No Loss of Service/ Seniority  
While on leave for Union business pursuant to this Article, a Nurse shall continue to  
accrue and accumulate service and seniority credits for the duration of the leave, and  
the Nurse’s service and seniority shall be deemed to be continuous.  
5.09 Salary Continuance  
The Employer will continue the salary and benefits coverage of a Nurse who is  
granted leave without pay in accordance with Article 5.07 and will bill the relevant Union  
for the Nurse’s salary. If the leave extends beyond three calendar months, the  
Employer will, from that point, bill the relevant Union 1.2 times the Nurse’s salary  
until the leave is concluded.  
5.10 Leave of Absence for the Full-Time President  
Leave of absence for the Full-Time President of the Union shall be granted in accordance  
with the following:  
(
a)  
Upon reasonable notice, a Nurse elected or appointed as President of the Union  
shall be given a leave of absence without pay for the term(s) she or he is to serve,  
commencement and termination dates, as determined by the Union.  
12  
(
b)  
All benefits of the Nurse shall continue in effect while the Nurse is serving as  
President, and, for such purposes, the Nurse shall be deemed to be in the employ  
of the Employer and Service and Seniority will continue to accrue. The Union will  
provide the Employer with an accounting of benefit use such as paid sick leave,  
vacation and holiday pay on a basis to be agreed upon by the Employer and the  
Union. The Employer will adjust the records of the Nurse accordingly.  
(
c)  
The gross salary of the President shall be determined by the Union and paid to the  
President by the Employer on a bi-weekly basis, and the amount of this gross  
salary shall be reimbursed to the Employer by the Union on a basis to be agreed  
upon by the Employer and the Union.  
(
(
(
d)  
e)  
g)  
The Union shall reimburse the Employer its share of contributions for E.I.  
premiums, Canada Pension Plan, other pension and group insurance premiums  
made on behalf of the Nurse during the period of leave of absence.  
Upon expiration of her or his term of office, the Nurse shall be reinstated in the  
position she or he held immediately prior to the commencement of leave, or if the  
position no longer exists, to another equivalent position.  
Notwithstanding the provisions of the Agreement, vacation earned but not used  
prior to taking office shall be carried over to be taken in the fiscal year in which the  
Nurse returns from leave of absence.  
5.11 Acquaint Newly Hired Nurses  
(
(
a)  
b)  
During orientation, the Employer will provide each new Nurse with a link to an  
electronic package prepared by the Union along with a link to a copy of the  
collective agreement. The Employer will update the link as required by the Union.  
During orientation of newly hired Nurses, the Employer will allow thirty (30) minutes  
for a representative of the Local Union to communicate with the newly hired  
Nurses.  
5.12 Distribution of Union Literature  
13  
(
(
c)  
The Employer will provide space to the Union during Employee orientation to allow  
the Union to distribute Union literature related to the orientation of new Union  
members.  
d) The Employer shall, where facilities permit, make available to the Union specific  
locations on its premises for the placement of bulk quantities of literature of the  
Union.  
(
c)  
Computer Access  
Where possible, providing no additional costs are incurred by the Employer, one  
(
1) authorized representative of each Union shall be entitled to submit for posting  
on the Employer's electronic communication system one electronic Union notice  
per month for members of the Bargaining Unit. The Employer shall determine the  
method of distribution. The Employer shall review all proposed notices and retain  
a discretion not to post any notice that it deems unlawful or contrary to the  
Employer’s interests, which discretion shall not be unreasonably exercised. The  
Union agrees to indemnify the Employer for any liability arising out of offensive or  
otherwise unlawful notices posted by the Union. Nothing in this Article requires a  
change to distribution practices that existed prior to April 1, 2015.  
5.13 Bulletin Boards  
The Employer shall provide the Union with bulletin board space for the exclusive posting  
of notices by the Union pertaining to Union elections, appointments, meeting dates, news  
items, social and recreational affairs.  
5.14 No Other Agreements  
No Nurse(s) shall be required or permitted to make any written or verbal agreement with  
the Employer or its representatives, which conflict with the terms of this Agreement.  
ARTICLE 6: UNION DUES AND UNION SECURITY  
6.00 Mandatory Membership  
14  
All Nurses shall become and remain members of the appropriate Constituent Union in  
accordance with that Union’s bylaws and constitution. Notwithstanding the foregoing, a  
Nurse’s loss of membership in the appropriate Constituent Union shall not result in the  
termination of the Nurse’s employment with the Employer.  
6.01 Union Dues Deductions  
(
a)  
It shall be a condition of employment for all Nurses employed by the Employer to  
have the dues deducted from their salary bi-weekly in the amount determined by  
each Constituent Union. The deductions for newly employed Nurses shall be in the  
first pay period of employment.  
(
b)  
The amounts deducted in accordance with Article 6.01 (a) shall be remitted  
separately by cheque or direct deposit to each of the Unions, to a person  
identified by each of the Unions, within a reasonable time after deductions are  
made; and shall be accompanied by particulars identifying each Nurse, and the  
deductions made on the Nurse’s behalf.  
6.02 Union Information  
On a quarterly basis, the Employer shall provide the Union with the name, address,  
telephone number, hire date, classification, employment status, pay rate, of bargaining  
unit members.  
6.03 Upon request by the Union, the Employer shall supply the Union with a list of each Nurse’s  
biweekly earnings.  
6.04 Licensing Body Dues Deduction  
The Employer shall deduct the annual professional registration dues payable by Nurses  
from the salaries of Nurses. Nurses will have the option to opt out of the annual  
professional dues deduction annually by giving written notice prior to a date determined  
by the Employer. It is the responsibility of the Nurse to provide the Employer with the  
required information regarding licensing in a timely manner. Nothing in this Article requires  
a change to submission of licensing body dues that existed prior to October 31, 2018.  
15  
6.05 Bargaining Unit Information  
The Employer agrees to provide the Union such information relating to Nurses in the  
bargaining unit as may be required by the Union for the purpose of collective bargaining.  
6.06 Liability  
The Union agrees to indemnify and save the Employer harmless against any claims  
arising out of the application of this Article except for any claim or liability arising out of  
an error committed by the Employer.  
ARTICLE 7: HOURS OF WORK  
.00 Hours of Work  
7
Except as otherwise specified in this Agreement, the hours of work for a Full-Time Nurse  
shall be seventy-five (75) hours per biweekly pay period consisting of shifts that are:  
(
(
a)  
b)  
Seven and one-half (7-1/2) hour shifts, exclusive of a one-half (½) hour designated  
meal break and inclusive of two (2) designated fifteen (15) minute rest breaks;  
and/or  
Eleven and one-quarter (11-1/4) hour shifts, exclusive of forty-five (45) minutes,  
one third of which shall be used in conjunction with a paid fifteen (15) minute period  
to become a second designated meal break and inclusive of two (2) designated  
fifteen (15) minute rest breaks.  
(
(
c)  
d)  
Nine and three-eight (9-3/8) hour shifts. Paid meal and rest breaks will comprise  
of two (2) fifteen (15) minute paid breaks; one (1) forty-five (45) minute meal break,  
consisting of thirty-seven (37) minutes unpaid and eight minutes (8) paid.  
The hours of work for Nurses who work seventy (70) hours per biweekly pay period  
shall normally consist of ten (10) seven (7) hour shifts.  
16  
7.01 A Memorandum of Agreement between the Constituent Union and the Employer shall be  
concluded in advance of any agreed upon changes in regular shift length from the usual  
7.5 hours, 9.375 hours or 11.25 hours shifts.  
7.02 Shift Starting and Stopping Times  
If the starting and stopping times for the regular shifts are to change, the Nurse or Nurses  
involved and the Union shall be given at least one (1) month's notice except in emergency  
or unforeseen situations. In such situations as much notice as possible shall be given.  
The Employer agrees to discuss the reason for such changes with the Union.  
7.03 Scheduling Model  
The Employer may authorize a scheduling model provided that 66% of the Nurses in the  
affected unit agree, operational requirements permit, the provision of services are not  
affected, costs are not increased, and the schedule is completed within the timelines in  
the Collective Agreement for posting schedules. All schedules are subject to review by the  
Union and final approval and/or amendment by the Manager.  
The model adopted will be periodically reviewed and evaluated and the Employer reserves  
the right to discontinue it if it determines that the above preconditions are no longer being  
met.  
The Union and the Nurses affected will be given reasonable notice of discontinuance, no  
less than the length of any schedule posting period in effect. The Parties shall meet within  
twenty (20) days of the notice being given to discuss the reasons for the change. The  
Parties will attempt to develop an alternative rotation. If no alternative can be agreed upon,  
the provisions of Article 7.04 will apply.  
7.04 Shift Duration and Rotation Changes  
Shift rotations shall normally consist of:  
(
(
(
a)  
b)  
c)  
Six (6) shifts of 11.25 hours and one (1) shift of 7.5 hours, or  
Ten (10) shifts of 7.5 hours, or  
Eight (8) shifts of 9.375 hours, or  
17  
(
(
d)  
e)  
Such other combinations of shifts agreed to by the Union and the Employer that  
result in a total of seventy-five (75) hours worked in a two (2) week period, or  
Such other combinations of shifts agreed to by the Union and the Employer that  
result in an average of seventy-five (75) hours worked in a two (2) week period as  
averaged over the duration of the rotation.  
(f)  
In the event that an existing shift duration  
(
(
i)  
does not result in the provision of satisfactory service to the public; or  
is operationally impractical for other reasons;  
ii)  
the Employer will consult with the Union, with the view to minimizing any adverse  
effects that a change to existing shift duration may have on Nurses.  
(
(
g)  
h)  
The Employer will give the Nurses sixty (60) calendar days advance notice of the  
shift requirement; and if less than the whole unit is impacted, invite expressions of  
interest.  
The expression of interest notice shall include the required:  
(
(
(
i)  
number of Nurses;  
classification;  
ii)  
iii)  
abilities, experience, qualifications, special skills and physical fitness,  
where applicable, reflecting the functions of the job concerned; and  
(
iv)  
shift duration.  
(
(
i)  
j)  
If there are more qualified volunteers than required, preference in filling the  
positions shall be given to the Nurses with the greatest length of seniority.  
If there are fewer qualified volunteers than required, the Employer shall staff the  
shifts with qualified Nurses, in reverse order of seniority.  
18  
(k)  
Nothing in this Article precludes the Employer from:  
(
i)  
maintaining any and all shift arrangements in effect prior to the signing of  
this Agreement;  
(
(
ii)  
hiring Nurses to staff a specific shift duration;  
iii)  
continuously assigning a Nurse to a specific shift duration at the Nurse’s  
request, where such continuing assignment is acceptable to the Employer.  
7.05 Flexible Working Hours  
The Employer will, where operational requirements and efficiency of the service permit,  
authorize experiments with flexible working hours if the Employer is satisfied that an  
adequate number of Nurses have requested and wish to participate in such an  
experiment. Such a request must be submitted in writing.  
The introduction of flexible working hours will require review by the Union.  
7.06 Meal and Rest Breaks  
(
a)  
The Employer shall make every reasonable effort to organize the work assignment  
on a shift in such a way as to allow the Nurse to have designated meal and rest  
break(s) at regular intervals during the shifts.  
(
(
(
(
b)  
c)  
d)  
e)  
The Employer shall make every reasonable effort to ensure that no Nurse will work  
longer than five (5) consecutive hours without a break.  
Nurses shall be permitted to combine meal and/or rest break(s) where  
operationally possible.  
Operational requirements may require that Nurses remain on the nursing unit or  
within the facility for their designated meal and rest break(s).  
Where operational requirements prevent a Nurse from having an uninterrupted  
meal or rest break(s) and it is not possible to reschedule the missed break(s) or a  
portion of the break(s) during the remainder of the shift, the Nurse shall be  
19  
compensated for the portion of the missed meal period or rest period at a rate of  
one and one-half times (1.5x) the Nurse’s hourly rate for the period of the rest and  
meal break(s) missed.  
(f)  
The Nurse may elect to take her or his compensation for missed meal or rest  
breaks in time rather than pay. Where the Nurse elects time off, it shall be  
scheduled at a mutually agreed upon time.  
7.07 Maximum Hours of Work  
(
a)  
Unless mutually agreed otherwise, Nurses shall not be required to work more than  
a total of sixteen (16) hours (inclusive of regular and overtime hours) in a twenty-  
four (24) hour period beginning at the first (1 ) hour the Nurse reports to work,  
st  
except in emergency situations and as set out in Article 7.17.  
(
b)  
A Nurse who works more than sixteen (16) hours as set out in Article 7.07 (a), shall  
be entitled to a rest interval of eight (8) hours before the commencement of her or  
his next shift. The rest interval shall not cause a loss of regular pay for the hours  
not worked on that shift. If mutually agreeable between the Nurse and the  
Employer, arrangements in variance to the foregoing will be acceptable and will  
not constitute a violation of this Article.  
7.08 Posted Schedules  
Shift and standby schedules shall be posted four (4) weeks in advance of the schedule to  
be worked. The schedule will cover a period of not less than two (2) weeks and not more  
than twelve (12) weeks unless a longer period is mutually agreed between the Constituent  
Union and the Employer.  
st  
(
(
a)  
b)  
However, the Employer shall post the schedule for the period of July 1 to August  
3
November 15 of each year.  
st st th nd  
1 by June 1 of each year and for the period of December 15 to January 2 by  
th  
A Nurse may request specific days off or to exchange days off with another Nurse  
within the period of the posted schedule unless otherwise approved by the  
Employer. The Employer may require the request to be in writing. Consent shall  
not be unreasonably withheld by the Employer provided that the Nurse has given  
20  
reasonable notice of the change requested, it is operationally feasible and there is  
no financial cost to the Employer.  
7.09 Changed Schedules  
The Employer shall make every reasonable effort not to change schedules once posted.  
The Employer shall advise any Nurse of an intended change in the Nurse’s schedule as  
soon as it is known by the Employer.  
(
a)  
A minimum of forty-eight (48) hours notice in advance of a scheduled shift shall  
normally be given when the shift to be worked is changed. A change of shift occurs  
when both the scheduled start time and end time for a scheduled shift are changed  
or the calendar date of the shift is changed.  
(
b)  
Except where the change is by mutual agreement between the Nurse and the  
Employer, if the schedule is changed by the Employer without the minimum forty-  
eight (48) hours notice prior to the start of the original shift the Nurse shall be  
compensated at the overtime rate for the shift worked as a result of the changed  
schedule.  
(
c)  
The requirement to work additional hours continuous to an assigned shift (whether  
before the shift or after the shift) is not a change of schedule and the Nurse shall  
be compensated for the additional hours in accordance with the overtime provision  
of Article 7.18 (a), except as specified in Articles 7.17, 7.18 (b) and 7.24 (d).  
(
d)  
Working a relief shift by the Part-Time Nurse and Casual Nurse is not a change of  
schedule.  
7.10 Guaranteed Work  
Nurses who report for work as scheduled by the Employer will be guaranteed work for that  
shift.  
7.11 Consecutive Shifts  
21  
(
(
a)  
b)  
Nurses shall not be required to work more than seven (7) consecutive seven and  
one-half (7.5) hour shifts or five (5) consecutive night or evening shifts between  
days off, unless mutually agreed otherwise.  
Nurses shall not be required to work more than four (4) consecutive eleven and  
one-quarter (11.25) hour shifts between days off unless mutually agreed  
otherwise.  
(
(
c)  
d)  
Nurses shall not be required to work more than four (4) consecutive nine and three  
eighths (9.375) hour shifts between days off unless mutually agreed otherwise.  
The Employer will make every effort to limit the number of consecutive shifts  
worked.  
7.12 Rotating Shifts  
Nurses required to work rotating shifts (days, evenings and nights) shall be scheduled in  
such a way as to equitably as possible assign the rotation. This does not preclude a Nurse  
from being continuously assigned to an evening or night shift if the Nurse and the Employer  
mutually agree to such an arrangement.  
7.13 Minimum Hours Between Shifts  
(
a)  
There shall be a minimum of sixteen (16) hours between regularly scheduled shifts,  
when the shift consists of seven and one-half (7.5) hours, unless mutually agreed  
upon otherwise.  
(
(
b)  
c)  
There shall be a minimum of twelve (12) hours between regularly scheduled shifts,  
when the shift consists of eleven and one-quarter (11.25) hours, unless mutually  
agreed otherwise.  
There shall be a minimum of fourteen (14) hours between regularly scheduled  
shifts, when the shift consists of nine and three eighths (9.375) hours, unless  
mutually agreed otherwise.  
7.14 Days Off  
22  
(
a)  
Nurses shall receive days off in accordance with the rotations as agreed to  
between the Employer and the Union.  
(
b)  
During the two (2) week period Nurses shall, whenever possible, receive two (2)  
days off in each calendar week or four (4) days off in each two (2) week period. At  
least two (2) of the days off in the two (2) week period shall be consecutive days  
off.  
7.15 Weekends Off  
(
a)  
Each Nurse working seven and one-half (7.5) hour shifts shall have one (1)  
weekend off in each three (3) week period or at least sixteen (16) weekends off  
per year unless mutually agreed upon otherwise. The Employer will make every  
effort to maximize the number of weekends off per year for each Nurse.  
(
b)  
Nurses who work rotations, shall receive the weekends off provided by the  
rotations agreed to between the Employer and the Union.  
7.16 Smoothing  
(
(
A)  
B)  
Where during a regular scheduled shift rotation, a fulltime Nurse may be required  
to work in excess of seventy-five (75) hours in a two (2) week period, additional  
hours shall not constitute overtime in that two (2) week period, provided the hours  
of work average seventy-five (75) hours per two (2) weeks of each complete cycle  
of the shift schedule.  
Smoothing Reconciliation  
(
a)  
When a Nurse’s scheduled rotation changes but the Nurse remains an  
employee, and has worked more time than the Nurse has been paid for,  
the Employer shall compensate the Nurse as follows:  
(
i)  
Give the Nurse time off on shift(s) the Nurse would otherwise be  
scheduled to work; or  
23  
(
ii)  
Pay the Nurse at the Nurse’s straight time rate of pay for all hours  
worked in excess of hours paid.  
(
b)  
When a Nurse’s scheduled rotation changes but the Nurse remains an  
employee, and the Nurse owes the Employer time, the Employer shall with  
prior notice to the Nurse:  
(
(
i)  
Reduce the Nurse’s regular earnings to eliminate the debt; or  
ii)  
By mutual agreement with the Nurse, reduce the Nurse’s vacation  
earned by the amount owed to the Employer; or  
(
(
(
iii)  
iv)  
v)  
Reduce the Nurse’s accumulated overtime earnings to eliminate  
the debt; or  
By mutual agreement with the Nurse, schedule the Nurse to work  
additional shifts to eliminate the time owed; or  
Any combination of the above.  
(
C)  
Termination of Employment  
A Nurse who resigns or is otherwise terminated, and who has received more paid  
hours than time actually worked shall agree to have the final pay reduced by the  
amount owed by the Nurse to the Employer, or if the Nurse had more time worked  
than pay, the Nurse shall be paid the amount owed upon such resignation or  
termination.  
7.17 Nursing Coverage  
Nurses agree to maintain nursing coverage for all units during the shift change subject to  
provisions of Article 7.18.  
7.18 Overtime Provisions  
24  
(
a)  
Time worked as an extension to the regular scheduled shift or time worked in a bi-  
weekly pay period that is in excess of seventy-five (75) hours shall be  
compensated at a rate of one and one-half times (1½ x) the Nurse’s regular hourly  
rate for the overtime worked. A Nurse who works in excess of four (4) hours  
overtime in any one day shall be compensated at a rate of two times (2 x) the  
Nurse’s regular hourly rate for the overtime worked.  
(
b)  
Overtime shall not be claimed for less than fifteen (15) minutes at the end of a shift,  
but if overtime amounts to fifteen (15) minutes or more, the overtime rates shall  
apply to the total period in excess of the shift.  
(
c)  
In computing overtime a period of thirty (30) minutes or less shall be counted as  
one-half (½) hour and a period of more than thirty (30) minutes but less than  
sixty (60) minutes shall be counted as one (1) hour.  
7.19 Overtime Payout  
(
a)  
A Nurse may take time off in lieu of pay for overtime worked. Such time off shall  
occur at a mutually agreed time. Where the Nurse chooses to take pay for overtime  
worked, such pay shall be paid within two (2) pay periods of the written request of  
the Nurse.  
(
b)  
Nurses may be permitted to continuously carry an accumulation of up to seventy-  
five (75) hours. The Employer shall divide the year into four (4) quarters. At the  
end of each quarter, the Employer may pay out any unused overtime down to  
seventy-five (75) hours.  
7.20 Meal Allowance  
(
(
a)  
b)  
Nurses will be provided with a meal allowance of fifteen dollars ($15) after having  
worked overtime in excess of three (3) continuous hours beyond a regularly  
scheduled shift.  
Where it is known to the Employer that an overtime assignment is to be in excess  
of three (3) hours, the Nurse who is required to work the overtime beyond her or  
25  
his scheduled hours of work shall be granted a fifteen (15) minute paid break prior  
to the commencement of the overtime.  
7.21 Work Area Specific Casual Lists  
(
a)  
Casual Availability List  
The Employer shall maintain a Casual Availability List, which shall list all eligible  
Nurses who have indicated a desire to be assigned casual work. Only Nurses on  
the recall list, permanent part-time Nurses, and casual Nurses are eligible to be on  
the Casual Availability List.  
(
b)  
Nurse(s) on Recall List  
Notwithstanding any provision of this Article, all available casual work shall be first  
offered to a Nurse who has recall rights provided she possesses the necessary  
qualifications, skills, and abilities, as determined by the Employer, reflecting the  
functions of the job concerned. A Nurse on the Recall List may instruct the  
Employer to remove the Nurse’s name from a Work Area Specific Casual List at  
the time of layoff notice or any time during the recall period as specified in Article  
32.  
(
c)  
The Casual Availability List shall be broken down into Work Area Specific Casual  
Lists. The Employer reserves the right to limit the number of Nurses on a Work  
Area Specific Casual List and decline to add additional Nurses to the list except  
that a Nurse is permitted to be placed on the Work Area Specific Casual List for  
the Nurse’s home unit.  
(
(
d)  
e)  
Provided a Nurse possesses the necessary qualifications, skills, and abilities  
reflecting the functions of the job concerned, as determined by the Employer, a  
Nurse may have the Nurse’s name placed on a Work Area Specific Casual List  
subject to Article 7.21(c).  
Notwithstanding Article 7.21 (d) and that the Nurse is on the Work Area Specific  
Casual List for a Work Area, the Employer can bypass Nurses if it can demonstrate  
that the Nurse lacks the necessary qualifications, skills or abilities for a specific  
assignment within the Work Area. Nurses may also have their name placed on  
other Work Area Specific Casual Lists in accordance with (i) and (j) below.  
26  
(f)  
A Nurse on a Work Area Specific Casual List is not obliged to accept an  
assignment when offered. However, if a Nurse is consistently unavailable when  
called for work on a unit, she shall be struck from that Work Area Specific Casual  
List unless the Nurse has notified the Employer that she shall be unavailable for  
work for a specific period of time or if the offered shifts that were declined were of  
three (3) hours or less.  
(
(
g)  
h)  
It is the responsibility of the Nurse to keep the Employer informed of any changes  
in desire to be assigned casual work.  
The assigning order for placement on a Work Area Specific Casual List is:  
(
(
(
i)  
Nurses on the recall list in order of their seniority;  
permanent part-time Nurses in order of their seniority; and  
casual Nurses in order of their seniority;  
ii)  
iii)  
(
i)  
Permanent Part-time Nurses  
(
(
i)  
A permanent part-time Nurse may place her name on the Work Area  
Specific Casual Lists of her work area if she wishes to be offered casual  
work. Such Nurse must indicate whether she wants to be offered short  
assignments and/or extra shifts and/or relief shift assignments.  
ii)  
A permanent part-time Nurse may request that her name be placed on  
additional Work Area Specific Casual Lists. Such a request shall be  
considered by the Employer and the decision will be made based on  
operational requirements. The Nurse must notify the Manager of her home  
unit.  
(
(
j)  
Casual Nurses  
A Casual Nurse is hired to a home unit. A casual Nurse may request to be placed  
any Work Area Specific Casual List(s) subject to Article 7.21 (c).  
k)  
The Employer may determine that a Nurse on the Work Area Specific Casual List  
no longer possesses the necessary qualifications, skills, and abilities as  
determined by the Employer, reflecting the functions of the job concerned. If the  
27  
Employer determines that the Nurse is no longer qualified, the Nurse shall be  
struck from that Work Area Specific Casual List, in which case written notification  
shall be given to the Union and the Nurse.  
(
l)  
In unusual situations, the Employer may request a Nurse who is not on a particular  
Work Area Specific Casual List to work in that work area. Such an assignment  
does not result in the Nurse being deemed qualified for the work area list.  
7.22 Part-Time and Casual Nurses Availability Forms  
(
i)  
All Part-Time and Casual Nurses shall indicate to the Immediate Management  
Supervisor (on the Part-Time and Casual Nurse Availability Form – Appendix H  
and I) whether or not the Nurse is interested in the assignment of shifts that are  
known prior to posting (extra shifts) and that are beyond the Nurse’s designation  
as a percentage of Full-Time hours.  
(
ii)  
Part-Time and Casual Nurses are permitted to submit a revised Availability Form  
st  
st  
indicating availability by February 1 (for April to June); by May 1 (for July to  
st  
st  
September); by August 1 (for October to December); and by November 1 (for  
January to March). A revised Part-Time Nurse Availability Form may be submitted  
more often where mutually agreed with the Employer. Such agreement shall not  
be unreasonably withheld.  
(
iii)  
When the Nurse’s availability changes after the schedule is posted, a Part-Time  
Nurse may change noted availability and is responsible for advising the Employer  
as soon as possible.  
7.23 “Prior to Posting” - Extra Shifts  
Deficiencies in the work schedule which are known to the Employer prior to the posting of  
a schedule shall be considered “extra shifts”.  
(
a)  
The Employer will first grant extra shifts to Permanent Part-time and Part-Time  
Nurses in a Long/Short Assignment within their home unit as equitably as possible  
on the basis of availability as indicated on the availability form pursuant to Article  
7.22.  
28  
(
b)  
If extra shifts still exist on a work schedule after the process in Article 7.23 (a) is  
complete, the Employer may grant extra shifts to Permanent Part-time Nurses and  
Part-Time Nurses in a Long/Short Assignment and Casual Nurses on the Work  
Area Specific Casual List as equitably as possible. Nurses on the Work Area  
Specific Casual List may be assigned extra shifts up to the point of the Nurse’s  
indicated willingness to work extra shifts as indicated on the availability form  
pursuant to Article 7.22.  
(
(
d)  
Extra shifts up to the point of the Nurse’s indicated willingness to work shall be  
compensated at the Nurse’s regular hourly rate for the hours worked except when  
the Nurse works overtime in accordance with Article 7.18.  
7.24  
Relief Shift Assignments  
a)  
A Relief Shift Assignment becomes available after a shift schedule has been  
posted and does not exceed two (2) months. A Relief Shift Assignment shall be  
offered on a rotating basis to Nurses on the Work Area Specific Casual List. Where  
operational requirements permit, a Nurse may be assigned up to a maximum of  
five (5) shifts. In the event that a Nurse is missed in the rotation, the Nurse shall  
be offered the next available shift of the same duration.  
(
b)  
A Nurse offered a relief shift is not required to accept the relief shift. Once a relief  
shift is accepted, the Nurse is obligated to work. The Nurse who does not report  
for work on the relief shift as offered and accepted shall not be entitled to any  
compensation for the relief shift, except a Part-Time Nurse on a paid leave of  
absence (ie. authorized sick leave, bereavement leave).  
(
(
c)  
d)  
Accepting a relief shift shall not increase the designation of Permanent Part-time  
Nurse.  
For clarification, a relief shift of four (4) hours or more worked by a Permanent Part-  
Time Nurse, a Part-time Nurse in a long/short assignment or a Casual Nurse  
contiguous to another regular shift worked is not considered an extension of a shift  
and will not attract overtime in accordance with Article 7.18(a).  
7.25 Overtime Restrictions  
The Employer is not obliged to offer extra or relief shifts to a Nurse when she becomes  
eligible for overtime compensation.  
7.26 Cancelled Shifts  
29  
(
(
a)  
b)  
Once a Permanent Nurse has accepted an extra or relief shift as set out in Article  
.23 or Article 7.24, the Employer may not cancel the shift without the mutual  
agreement of the Permanent Nurse.  
7
Casual Nurses may have relief shifts cancelled with three (3) hours advance notice  
and there shall be no financial penalty on the Employer. In the event less notice  
is given for a cancelled relief shift, the Casual Nurse shall be provided with work  
or be paid for the cancelled relief shift.  
7.27 Stand-By Provisions  
(
a)  
Stand-By is defined as an assignment by the Employer requiring a Nurse to be  
readily available for work when required. The Labour Management Committee  
(
with consultation from the Nurses affected) will meet and agree to procedure(s)  
for assigning Stand-By in an equitable manner, subject to Article 7.28 below.  
(
(
(
(
b)  
c)  
d)  
e)  
A Permanent Nurse may only be placed on “Stand-By” for a patient care unit for  
which she or he holds a position.  
The Employer shall pay a Nurse who is on Stand-By on a regular day twenty dollars  
(
$20) for each Stand-By period of eight (8) hours or less.  
The Employer shall pay a Nurse who is on Stand-By on a named holiday forty  
dollars ($40.00) for each Stand-By period of eight (8) hours or less.  
A Nurse may be required to be on Stand-By on a day not scheduled to be at work  
and this assignment shall not be deemed to interrupt a day off as set out in Article  
7.14.  
(f)  
Nurses shall not be assigned to Stand-By for more than two (2) weekends in a four  
4) week period or for more than seven (7) consecutive days; unless mutually  
(
agreed otherwise.  
(
g)  
A Nurse shall not be required to be on Stand-By while on paid vacation leave.  
30  
(
h)  
A Casual Nurse who accepts a Stand-By assignment is required to report for work  
if Called Back during the Stand-By assignment.  
7.28 Voluntary Stand-By  
(
a)  
Where the Employer intends to introduce Voluntary Stand-By to a patient care unit  
where it is not already a designated requirement, the Employer shall provide the  
Constituent Union with at least five (5) working days notice of its’ intention to do  
so, unless otherwise mutually agreed by the Parties.  
(
b)  
Voluntary Stand-By will only be used by the Employer as a last resort and when it  
is not able to fill a shift(s) with a Permanent or Casual Nurse on a straight time  
basis.  
(
(
c)  
d)  
Voluntary Stand-By shall not normally exceed a period of ninety (90) days.  
Only those Nurses who volunteer will be part of a Stand-By rotation for this limited  
period of time. Each such Nurse will be given the opportunity to select shifts for  
Stand-By on an equitable basis. The Employer will grant the selected Stand-By  
shifts as equitably as possible on the basis of the indicated selections.  
(
e)  
The Employer shall pay a Nurse on Voluntary Stand-By in accordance with Article  
7.27, 7.29, and 7.30.  
7.29 Call Back while on Stand-By  
(
a)  
Call Back is defined as the requirement for a Nurse to report to the Unit while on a  
period of Stand-By as set out in Article 7.27.  
(
(
b)  
c)  
The shift differential premium and the weekend premium shall be paid for each  
applicable hour worked on a Call Back while on Stand-By.  
Nurses reporting for work on a Call Back shall be granted a minimum of four (4)  
hours pay at the Nurse’s straight time rates or compensation at the overtime rate  
31  
for the hours worked, or at the applicable rate for the day (i.e. Holidays as set out  
in Article 10), whichever is greater.  
(
(
d)  
e)  
A Nurse may take time off in lieu of pay for reporting for work on a Call Back. Such  
time off shall occur at a mutually agreed time.  
Nurses called back shall be reimbursed for transportation to and from the work  
place to a maximum of ten dollars ($10.00) per call each way. When Nurses are  
called back to work at a site which is not their home base, they will receive the  
kilometer rate or ten dollars ($10.00) each way, whichever is greater. A Nurse who  
is called back to work and who reports for work shall be reimbursed for parking  
costs.  
7.30 Rest Interval After Call Back  
The Nurse shall be entitled to a rest interval of six (6) hours between the time a Nurse on  
Stand-By, working on a Call Back, completes a period of Call Back and the  
commencement of the Nurse’s next scheduled shift except when the Call Back is within  
two (2) hours of the commencement of the next scheduled shift in which case the Nurse  
shall not be entitled to a six (6) hour rest interval. In situations where the Call Back begins  
within two (2) hours of the commencement of the next scheduled shift, the Nurse shall  
complete her scheduled shift. The rest interval shall not cause a loss of regular pay for the  
hours not worked on the previously scheduled shift.  
If mutually agreeable between the Nurse and the Employer, arrangements in variance to  
the foregoing will be acceptable and will not constitute a violation of this Article.  
7.31 Compensation Where Rest Interval Not Taken  
Subject to Article 7.30, where, because operational requirements do not permit or where  
mutually agreeable variations between the Nurse and the Employer are not acceptable,  
the rest period, pursuant to Article 7.30, cannot be accommodated, the hours worked from  
the commencement of the regular shift to the end of the period on which the rest period  
would normally end shall be compensated at the rate of time and one-half (1 ½T).  
7.32 Remote Consulting on Stand-by  
Nurses on Stand-by who provide telephone and/or online consulting support shall, in  
addition to the Standby pay set out in Article 7.27, be paid the greater of:  
32  
(
(
a)  
b)  
the total actual time spent on the phone or online consulting during the Standby  
period at the applicable overtime rate or  
thirty (30) minutes per incident at the Nurse’s regular hourly rate.  
7.33 Communication Devices  
The Employer will provide sufficient numbers of pagers or other communication devices  
for Nurses assigned to be on Stand-By. Such devices will be provided to the Nurse while  
at work for his or her scheduled shift prior to the period of Stand-By. The Nurse shall return  
such devices on his or her next scheduled shift, or within seventy-two (72) hours,  
whichever occurs first.  
7.34 Semi-Annual Time Change  
The changing of daylight saving time to standard time, or vice versa, shall not result in  
Nurses being paid more or less than their normal scheduled daily hours. The hour  
difference shall be split between the Nurses completing their shift and those commencing  
their shift.  
ARTICLE 8: SALARIES, INCREMENTS, PREMIUMS  
8.00 The rates of pay set out in Appendix “A” shall form part of this agreement.  
8.01 A. Recognition of Previous Experience / Placement on the Salary Scale  
When a Nurse has produced proof or evidence of his/her previous satisfactory recent  
nursing experience, placement on the salary scale in Appendix "A" shall be in accordance  
with the following provisions. Recognition of previous experience will only be deemed as  
satisfactory and recent where the Nurse has not been away from active nursing for more  
five (5) years.  
One year of satisfactory recent nursing experience for the purpose of initial placement of  
a Nurse on the salary scale shall be equivalent to 1950 regular hours paid.  
33  
(
(
(
(
a)  
b)  
c)  
d)  
A Nurse with less than one (1) year of satisfactory recent nursing experience shall  
be placed at the start rate of the salary scale of Appendix "A".  
A Nurse with a minimum of one (1) year of satisfactory recent nursing experience  
shall be placed at the one (1) year rate of the salary scale of Appendix "A".  
A Nurse with a minimum of two (2) years of satisfactory recent nursing experience  
shall be placed at the two (2) year rate of the salary scale of Appendix "A".  
A Nurse with a minimum of three (3) years of satisfactory recent nursing  
experience shall be placed at the three (3) year rate of the salary scale of Appendix  
"
A".  
(
e)  
f)  
A Nurse with a minimum of four (4) years of satisfactory recent nursing experience  
shall be placed at the four (4) year rate of the salary scale of Appendix "A".  
(
A Nurse with a minimum of five (5) years or more of satisfactory recent nursing  
experience shall be placed at the five (5) year rate of the salary scale of Appendix  
"
A".  
(
g)  
A Registered Nurse with twenty-five (25) years or more of satisfactory recent  
nursing experience shall be placed at the twenty-five (25) year rate of the salary  
scale of Appendix “A”.  
B. Recruitment and Retention Incentive for LPNs  
Upon completion of twenty-five (25) years of service in the LPN classification with the  
Employer, LPNs will receive an additional salary increment of 3.5% greater than the  
highest rate in effect for the classification.  
8.02 Movement on Increment Scale - Permanent Nurses  
Anniversary Date - Permanent Nurses: The date of the first shift worked in a Permanent  
Position. Anniversary Date may change based on the provisions of Article 8.02 of the  
Collective Agreement.  
34  
(
(
a)  
b)  
On a year to year basis following the original Anniversary Date, the Nurse shall be  
advanced to the next level on the increment scale within the Nurse's classification  
as listed in Appendix "A".  
The original Anniversary Date shall not be altered except where the Nurse has an  
unpaid leave of absence in excess of one (1) month, except as set out below, in  
which case the Anniversary Date will be altered to reflect the length of the unpaid  
leave of absence. This shall become the new Anniversary Date. The original  
Anniversary Date shall not be altered for unpaid leaves of absence in excess of  
one (1) month due to Union Leave (Article 5.06 (b), 5.07, 5.10), Education Leave  
(
Article 9.09), Compassionate Care Leave (Article 9.05), Pregnancy/Birth, Parental  
and Adoption Leaves as set out in Article(s) 13.00 and 13.05 or reasons due to  
illness or injury as contemplated by Article 20.00.  
(
(
c)  
d)  
When a Nurse is appointed to a position with a higher classification and pay scale,  
the original Anniversary Date does not change. The Nurse is appointed to the level  
on the increment scale appropriate to his or her Anniversary Date.  
A Nurse must commence a new Anniversary Date if she or he assumes a new  
professional designation which includes Licensed Practical Nurse, Registered  
Nurse or Nurse Practitioner.  
8.03 Pay Day  
The Employer shall pay each Nurse every two (2) weeks. The amount shall be in  
accordance with the applicable hourly rate for the Nurse’s classification and increment  
level listed in Appendix “A”. Payment will include regular pay and will include any other  
income earned during the preceding pay period. Every effort will be made to supply  
requested information to a Nurse as to the amount paid on or before pay day.  
8.04 Pay Practices  
The Constituent Unions and the Nurses will be notified in writing by the Employer not less  
than sixty (60) days in advance of a change to the pay practices.  
35  
8.05 Education and Educational Premiums  
Education and Educational Premiums are detailed in Appendix “B” for each Constituent  
Union.  
B1 - NSNU  
B2 - NSGEU  
8.06 Shift Premium  
A shift differential premium shall be paid to a Nurse for each hour worked between 19 00  
hours and 07 00 hours. Nurses shall continue to receive the hourly shift premium rate they  
received prior to the effective date of this Agreement, subject to the following increases:  
(
(
(
a)  
b)  
c)  
Increase of fifteen (15) cents ($0.15) effective the date of this Agreement;  
Increase of fifteen (15) cents ($0.15) effective August 1, 2019;  
Increase of twenty (20) cents ($0.20) effective October 31, 2020.  
8.07 Weekend Premium  
A weekend premium shall be paid to a Nurse for each hour worked between 00 01  
Saturday and 07 00 Monday. The weekend premium shall be paid in addition to the shift  
differential premium. Nurses shall continue to receive the hourly shift premium rate they  
received prior to the effective date of this Agreement, subject to the following increases:  
(
(
(
a)  
b)  
c)  
Increase of fifteen (15) cents ($0.15) effective the date of this Agreement;  
Increase of fifteen (15) cents ($0.15) effective August 1, 2019;  
Increase of twenty (20) cents ($0.20) effective October 31, 2020.  
36  
8.08 Relief In A Management Classification  
A Nurse assigned by the Employer to temporarily fulfill selected functions of a  
management position shall be compensated at the rate of seven dollars ($7.00) per seven  
and one-half (7.5) hour shift, in addition to the Nurse’s regular pay rate. The Nurse shall  
be paid from the first day of such assignment.  
8.09 Responsibility Pay  
In the event that the Employer designates a Nurse to be in charge of a facility where the  
Nurse is not ordinarily in charge by virtue of his or her classification and position title, the  
Nurse shall be paid a premium of ninety-three cents ($0.93) per hour.  
8.10 Patient Care Charge Pay  
(
(
a)  
b)  
A Nurse designated as being “in charge” of a patient care unit in the absence of a  
Manager, Charge Nurse, Permanent RN-3 or RN-4 position with responsibility for  
the patient care unit, shall be paid a premium of seventy cents (70¢) per hour. This  
premium is in addition to her or his regular rate of pay and any other premium pay  
that she/he is entitled to under other terms of this Collective Agreement.  
The “in-charge” Nurse has responsibility to direct, supervise or oversee patient  
care assignments of other Nurses, or has overall responsibility for patient care on  
a unit for a shift.  
8.11 Charge Nurse  
(
c)  
During the on-duty hours of the Manager, a Nurse designated to be a Charge  
Nurse shall receive pay equivalent to eight percent (8%) higher than her existing  
rate of pay.  
(
d)  
When the Employer identifies a need for a Charge Nurse that it anticipates shall  
last at least 30 days, and not exceeding 18 months, the Employer may appoint  
from within the unit where the need has been identified. The Employer shall not  
appoint a Charge Nurse to consecutive terms unless there is no other qualified  
Nurse on the Unit.  
37  
8.12 Permanent Resource Nurse  
(
a)  
A Nurse appointed by the Employer to a position as a Permanent Resource Nurse  
shall be compensated with a premium in addition to the Nurse’s regular hourly rate  
and in addition to other applicable premiums (eg. education; shift) and is only  
payable during such time as the Nurse is assigned to and performing the duties of  
Permanent Resource Nurse.  
The number of Permanent Resource Nurse positions shall be as determined by  
the Employer, but in no case shall exceed a total of ten (10%) per cent of members  
of the Constituent Union. This number may be increased by mutual agreement of  
the Employer and the Union.  
(
b)  
The hourly rate of pay shall be based on the regular rate for the Nurse’s  
classification as set out in Appendix “A” and the applicable (one only) supplement  
shall be paid as follows:  
(
(
(
(
i)  
During the first six (6) months worked in the position - an additional $0.50  
per hour to the Nurse’s regular rate;  
ii)  
iii)  
iv)  
Between six (6) months worked and twelve (12) months worked in the  
position - an additional $0.75 per hour to the Nurse’s regular rate;  
Between twelve (12) months worked and twenty-four (24) months worked  
in the position - an additional $1.00 per hour to the Nurse’s regular rate;  
After twenty-four (24) months worked in the position - an additional $1.25  
per hour to the Nurse’s regular rate.  
38  
8.13 Nurse Identity  
Effective April 1, 2019, each Nurse shall be entitled to an annual sum of one hundred and  
twenty dollars ($120) for the purchase of black and white uniforms, as per the Employers’  
Standardized Nurse Uniform” Policy.  
“
NSGEU Nurses are exempt from this Article.  
8.14 Preceptor Pool  
The Parties recognize and acknowledge that every Nurse has a professional responsibility  
to participate in preceptor duties, subject to the following:  
(
(
a)  
b)  
“Preceptor” shall mean a Nurse who is assigned to supervise, educate, and  
evaluate Preceptees.  
Nurses may be required, as part of their duties, to act as Preceptors in supervising  
activities of students, New Graduates and new staff in accordance with current  
guidelines. Nurses will be informed in writing of their responsibilities in relation to  
these preceptees and will be provided with appropriate training as determined by  
the Employer.  
(
(
(
c)  
d)  
e)  
In the case of students and New Graduates, any relevant information that is  
provided to the Employer by the educational institution with respect to skill level of  
preceptees will be made available to the Nurses supervising the preceptees.  
The Employer will call for expressions of interest on at least an annual basis.  
Subject to the approval of the Employer, Nurses who express interest will be  
placed in the Pool.  
A Nurse accepted in the Preceptor Pool may be removed from the Pool by the  
Employer if the Nurse is not capable of performing preceptor duties.  
39  
(
(
(
(
(
f)  
The Employer will consider assigning a Nurse from the Preceptor Pool when a  
Preceptor is required. However, a Nurse who is not currently in the Pool may be  
assigned Preceptor duties when required.  
g)  
h)  
i)  
When operationally possible, a Preceptor shall not be assigned any patients on  
the first day of the preceptorship for a newly appointed Nurse to the Patient Care  
Unit.  
When operationally possible, a Preceptor shall be assigned a patient care  
assignment that is reasonable for the needs of the Preceptees for those shifts for  
which she has Preceptor duties.  
The Employer will endeavour to provide preceptor training to interested Nurses.  
Those Nurses accepted to the Pool shall be given first consideration for such  
training if needed.  
j)  
The Employer may permit a Nurse to opt out of a preceptor assignment if it is  
determined that the relationship is not beneficial to both parties.  
8.15 A. New Classification  
(
a)  
When a new classification is introduced during the life of this Agreement, the rate  
of pay shall be subject to negotiations between the Employer and the Union. The  
Employer may implement a new classification and attach a salary to it, providing  
that the Union is given ten (10) days written notice in advance.  
(
(
b)  
c)  
If the parties are unable to agree on the rate of pay for the new classification, the  
Union may refer the matter to a single Arbitrator who shall determine the new rate  
of pay.  
The new rate of pay shall be effective from the date the Nurse commenced  
employment in the new position  
B. Classification Appeal Procedure  
A Nurse shall have the right to appeal the classification of the position the Nurse occupies  
in accordance with the following:  
40  
(
a)  
If the Nurse believes that the position the Nurse occupies is improperly classified  
because the Nurse believes the duties and/or responsibilities of the Nurse’s  
position have been substantially altered during the term of the collective  
agreement, the Nurse shall notify the immediate management supervisor, in  
writing, of both the fact the Nurse believes the Nurse is improperly classified and  
the basis for that belief.  
(
(
b)  
c)  
The Employer shall, upon request, provide the Nurse with a written statement of  
duties and responsibilities within sixty (60) days of the request.  
If there is a dispute between the immediate management supervisor and the Nurse  
concerning the classification of the position the Nurse occupies, or if the Nurse  
believes there is a conflict between the classification standards or position  
description and the statement of duties, the Nurse may initiate a formal appeal in  
writing to the Director of Human Resources. The Director of Human Resources or  
designate shall respond in writing to the Nurse within sixty (60) days of the receipt  
of such appeal.  
(
d)  
If the foregoing procedure does not lead to a satisfactory resolution, within sixty  
(
60) days of receipt of the reply from the Director of Human Resources or  
designate, the matter may be may be referred to Arbitration in accordance with  
Article 14.  
(
e)  
f)  
A Nurse shall have the right of Union representation in respect to any appeal  
submitted.  
(
The effective date of any resulting upward revision in classification shall be the first  
day of the bi-weekly period immediately following the date of receipt by the  
Employer of the Nurse's written appeal submitted pursuant to 8.15 B (c).  
8.16 Retroactivity  
Retroactivity shall only apply to provisions of the salary adjustment in Appendix “A”,  
annexed hereto. The Employer endeavours to compute and pay the salary adjustments  
for each Nurse as expeditiously as reasonably possible. Otherwise the provisions become  
effective on the date of signing of the Collective Agreement or as expressly stated in the  
Collective Agreement.  
41  
8.17 Registered Mail Letter  
The Employer shall send a registered mail letter to the last known address of each Nurse  
who has left the employ of the Employer between November 01, 2014 and the date of  
signing the renewal Collective Agreement advising such Nurses of their right to apply to  
the Employer for all retroactive pay and benefits to which they are entitled to under the  
terms of the renewed Collective Agreement. Such an application must be made within  
thirty (30) days of the date of the registered mail letter.  
ARTICLE 9: LEAVE OF ABSENCES  
9.00 Leave Without Pay  
(
a)  
Subject to operational requirements, the Employer shall grant a leave of absence  
without pay for personal reasons. The request will not be unreasonably denied. A  
request by a Nurse for a leave of absence without pay for personal reasons in  
order to pursue alternate employment with another employer may be denied by  
the Employer or granted by the Employer at its sole discretion.  
(
(
b)  
c)  
Nurses shall be entitled, during the unpaid LOA, to continue participation in the  
Benefit Plans, subject to eligibility provisions within the specific Benefit Plans,  
provided the Nurse pays 100% of the cost of the participation (both the Employer  
and Nurse portion) in the Benefit Plans.  
Nurses who, prior to the unpaid LOA, were participating in payroll deductions, at  
the commencement of the unpaid LOA shall be responsible for making specific  
arrangements with the Employer for continued participation.  
9.01 Working During Leave of Absence  
(
a)  
A Permanent Nurse may choose to work for the Employer while on a Leave of  
Absence. Whether a Permanent Nurse on an approved Leave of Absence works  
any shifts at all for the Employer during such Leave of Absence will be entirely at  
the discretion of such Nurse. The granting of the Leave of Absence will not be  
dependent on the Nurse agreeing to work during the Leave of Absence.  
42  
(
(
b)  
c)  
When a Permanent Nurse agrees to work while on an approved Leave, the Nurse  
maintains the status of a Permanent Nurse on Leave. Any rights or protections he  
or she would have while on the Leave are maintained.  
When a Permanent Nurse agrees to work while on an approved Leave, the Nurse  
is treated as a Casual Nurse for the purpose of determining pay and benefits,  
excluding provisions for accumulation of Seniority and movement along the  
increment scale.  
9.02 Return From Leave of Absence  
(
(
a)  
b)  
Before a Nurse may return to work from a Leave granted under Article 9.00, she  
or he must provide a minimum of four (4) weeks written notice of the specific date  
of his or her return to work, or such shorter time as mutually agreed.  
Upon return from an approved Unpaid Leave of Absence, a Nurse shall be  
reinstated to her or his former position unless the position has been discontinued,  
in which case the Nurse shall be appointed to an equivalent position. A Casual  
Nurse shall be returned to the Nurse’s previous Casual Status.  
(
c)  
This clause requiring four (4) weeks written notice, does not apply to other leaves  
granted by an express provision of this Collective Agreement with different  
requirements for written notice.  
9.03 Leave for Storm Or Hazardous Conditions  
(
a)  
It is the responsibility of the Nurse to make every reasonable effort to arrive at their  
work location as scheduled, however, during storm conditions, when such arrival  
is impossible, or delayed, or because a Nurse finds it necessary to seek  
permission to leave prior to the end of the regular shift all absent time will be  
deemed to be leave, and the Nurse has the option to:  
(
(
i)  
take the absent time as unpaid; or  
ii)  
deduct the absent time from accumulated overtime, holiday time or  
vacation; or  
43  
(
iii)  
when the Nurse has no entitlement to accumulated paid leave, the Nurse  
may, with prior approval of the Employer, make up the absent time as the  
scheduling allows.  
(
b)  
Nurses assigned to work outside of the facility, shall not be required to perform  
assignments during hazardous weather conditions and shall report to the facility if  
possible for reassignment.  
(
(
c)  
d)  
Notwithstanding Article 9.03(a) lateness beyond the beginning of a Nurse’s regular  
shift starting time shall not be subject to the provisions of Article 9.03 (a)(i), (ii), or  
(
iii), where the lateness is justified by the Nurse being able to establish to the  
satisfaction of the immediate management supervisor that every reasonable effort  
has been made by the Nurse to arrive at her work station at the scheduled time.  
In determining reasonable effort pursuant to Article 9.03 (c) the Employer shall  
have regard to the personal circumstances of the Nurse (e.g. place of residence,  
family responsibilities, transportation problems, car pools).  
9.04 Bereavement Leave  
Immediate Family is defined in Article 4.09 and repeated here for convenience:  
includes the Nurse’s father, mother, step-mother, step-father, guardian, brother,  
sister, step-brother, step-sister, spouse, child, father-in-law, mother-in-law, son-in-  
law, daughter-in-law, step child, or ward of the Nurse, grandparent, step-  
grandparent or grandchild or step-grandchild of the Nurse and a relative  
permanently residing in the Nurse’s household or with whom the Nurse  
permanently resides. The “in-law” and “step-relative” relationships referred to in  
this provision will only be considered “immediate family” in cases where it is a  
current relationship at the time of the benefit is claimed.  
(
(
a)  
b)  
If a death occurs in the Nurse’s Immediate Family on a day when the Nurse is at  
work or scheduled to work, then said Nurse shall be granted bereavement leave  
with pay for her or his scheduled shift or the remainder of the scheduled shift.  
The Full-Time Nurse shall also be granted seven (7) calendar days leave of  
absence effective midnight following the death and shall be paid for all shifts the  
44  
Nurse is scheduled to work during the seven (7) calendar day period. In any event,  
the Nurse shall be entitled to thirty seven and one-half (37.5) consecutive hours  
paid leave even if this extends past the seven (7) calendar days leave.  
(
c)  
A Part-Time Nurse who has a death in her or his immediate family shall receive  
seven (7) calendar days leave pursuant to Article 9.04, however, the minimum  
hours of paid leave shall be pro-rated based on the Part-Time Nurse’s regular  
hours paid in the previous fiscal year of the Employer or their current appointment  
status, whichever is greater. Part-Time Nurses in their first year of employment  
shall have the minimum hours of paid leave pro-rated on their appointment status  
as a percentage of equivalent full-time hours. All other bereavement leaves  
pursuant to Article 9.04 shall not be pro-rated.  
(
d)  
Every Nurse shall be entitled to leave with pay up to a maximum of three (3) days  
in the event of death of the Nurse’s brother-in-law or sister-in-law where the  
relationship is current at the time of death.  
(
e)  
Every Nurse shall be entitled to one (1) day leave without pay, for the purpose of  
attending the funeral of a Nurse’s aunt or uncle, niece or nephew, or the  
grandparents of the spouse of the Nurse. A Nurse may be granted up to two (2)  
days for travel without pay for the purposes of attending the funeral. The Nurse  
may elect that such bereavement leave be paid by charging the time to the Nurse’s  
accumulated vacation, accumulated holiday, or accumulated overtime.  
(f)  
The above entitlements are subject to the proviso that proper notification is made  
to the Employer.  
(
g)  
If a Nurse is in receipt of paid holiday, vacation or sick leave credits at the time of  
bereavement, the Nurse shall be granted bereavement leave and be credited the  
appropriate number of days to her or his holiday, vacation, or sick leave credits.  
(
h)  
In the event that the funeral or internment for any of the Immediate Family does  
not take place within the period of bereavement leave provided but occurs later,  
the Nurse may defer the final day of his or her bereavement leave without loss of  
regular pay until the day of the funeral or internment. The Nurse shall notify the  
Employer of this deferment at the time of the bereavement leave.  
9.05 Compassionate Care Leave  
45  
(
a) A Nurse who has been employed by the Employer for a period of at least three (3)  
months is entitled to an unpaid leave of absence of in accordance with the Labour  
Standards Code, to provide care or support to:  
-
-
-
-
-
-
-
-
-
-
-
the spouse of the Nurse,  
a child or step-child of the Nurse,  
a child or step-child of the Nurse’s spouse,  
a parent or step-parent of the Nurse,  
the spouse of a parent of the Nurse,  
the sibling or step-sibling of the Nurse,  
the grandparent or step-grandparent of the Nurse,  
the grandchild or step-grandchild of the Nurse,  
the guardian of the Nurse,  
the ward of the Nurse,  
a relative of the Nurse permanently residing in the household of the Nurse  
or with whom the Nurse permanently resides,  
-
-
-
the father-in-law or mother-in-law of the Nurse,  
the son-in-law or daughter-in-law of the Nurse, or  
any other person defined as “family member” by Regulations made  
pursuant to the Labour Standards Code, as amended from time to time.  
where a legally qualified medical practitioner issues a certificate stating that the  
above noted recipient of the care or support has a serious medical condition with  
a significant risk of death within twenty-six (26) weeks from the day the certificate  
was issued or, in the case where the Nurse began a leave before the certificate  
was issued, the day the leave was begun. Where requested in writing by the  
Employer, the Nurse must provide the Employer with a copy of the certificate. The  
“
in-law” and “step-relative” relationships referred to in this provision will only be  
considered “Immediate Family” in cases where it is a current relationship at the  
time of the request for leave.  
(
b)  
The Employer shall grant to the Nurse the option of maintaining membership in the  
benefit plans in which the Nurse participated before the beginning of the leave  
(
subject to the eligibility requirements of the plan(s)) and shall notify the Nurse in  
writing of the option and the date beyond which the option may no longer be  
46  
exercised at least ten (10) days before the last day on which the option could be  
exercised to avoid an interruption in benefits.  
(
c)  
Where the Nurse opts in writing to maintain membership in the benefit plans, the  
Nurse shall enter into an arrangement with the Employer to pay the cost required  
to maintain membership, including the Employer’s share thereof, and the Employer  
shall process the documentation and payments as arranged.  
9.06 Court Leave  
Leave of absence without loss of regular pay shall be given to a Nurse, other than a Nurse  
on leave of absence without pay or under suspension, who is required:  
(
(
a)  
b)  
to serve on a jury (including the time spent in the jury selection process); or  
by subpoena or summons to attend as a witness in any proceedings for an  
employment related matter held:  
(
(
i)  
in or under the authority of a court or tribunal; or  
ii)  
before an Arbitrator or person or persons authorized by law to make an  
inquiry to compel the attendance of witnesses before it.  
(
c)  
by the Employer to appear as a witness in a legal proceeding, in which case the  
time involved shall be considered time worked.  
This provision (c) is applicable to a Casual Nurse provided the Casual Nurse is  
appearing as a witness for the Employer.  
(
(
d)  
e)  
The leave of absence shall be sufficient in duration to permit the Nurse to fulfill the  
witness or jury obligation.  
A Nurse given Court leave of absence without loss of regular pay shall pay to the  
Employer the amount that the Nurse receives for this duty.  
47  
(f)  
The Nurse shall advise the Employer as soon as possible after receipt of a jury  
notice or subpoena.  
9.07 Public Office Leave  
(
c)  
An Employer shall grant a leave of absence without pay upon the request of any  
Nurse to run as a candidate in a Federal, Provincial, or Municipal election. If the  
Nurse withdraws as a candidate or is an unsuccessful candidate, she/he is entitled  
to return to her or his former position without loss of benefits provided that the  
Nurse gives two (2) weeks notice to the Employer of her/his intent to return unless  
mutually agreed to a shorter notice period.  
(
(
d)  
c)  
In this Article “Candidate” means a person who has been officially nominated as a  
candidate, or is declared to be a candidate by that person, or by others, with that  
person’s consent, in a Federal or Provincial or Municipal election.  
A Nurse’s leave of absence to be a candidate shall terminate on the day the  
successful candidate in the election is declared elected unless, on or before the  
day immediately after ordinary polling day, the Nurse notifies the Employer that the  
Nurse wishes the leave of absence to be extended for such number of days, not  
exceeding ninety (90), as the Nurse states in the notice and in such case the leave  
of absence shall terminate as stated in the notice.  
(
(
d)  
e)  
Any Nurse in the Bargaining Unit who is elected to full-time office in the Federal,  
Provincial, or Municipal level of Government shall be granted a leave of absence  
without pay, for a term not exceeding five (5) years.  
Upon return, the Nurse will be placed in a position in accordance with Article  
9.02(b) The Nurse shall be placed on the same level of the increment scale the  
Nurse formerly occupied prior to commencing the leave of absence. The Nurse  
shall retain all benefits which accrued up to the time the Nurse commenced the  
leave of absence, including Service. The Nurse shall continue to accrue Seniority  
during the leave of absence.  
(f)  
During the Nurse’s leave of absence to be a Candidate, the Nurse shall not be paid  
but the Nurse, upon application to the Employer at any time before the leave of  
absence, is entitled to pension credit for service as if the Nurse were not on a leave  
of absence and to medical and health benefits, long term disability coverage and  
life insurance coverage, or any one or more of them, if the Nurse pays both the  
Nurse’s and Employer’s share of the cost.  
48  
9.08 Deferred Salary Leave  
The terms of the Deferred Salary Leave Plan are detailed in Appendix “D”.  
.09 Education Leave  
9
(
a)  
The Employer may grant a leave of absence without pay for educational purposes  
to a Nurse who has been employed for a minimum of one (1) year. Such leave  
must be requested at least three (3) months in advance of the requested  
commencement date and the nature of the educational program must be directly  
related to the skills and requirements of the Employer.  
(
b)  
A Nurse on Education Leave shall retain those benefits which accrued up to the  
time the Nurse commenced the leave of absence. The Nurse shall continue to  
accrue Service and Seniority during the leave of absence.  
(
c)  
On return, the Nurse shall be placed in a nursing position in accordance with Article  
9.02 (b) and with the same appointment status (i.e. Full-Time or Part-Time or  
Casual) that the Nurse had prior to commencing the leave, unless mutually agreed  
upon otherwise. Upon return, the Nurse shall be placed on the appropriate level of  
the increment scale as determined by her or his Anniversary Date in accordance  
with Article 8.02.  
(
(
d)  
e)  
A Nurse on Education Leave may be permitted to work for the Employer while on  
Education Leave subject to the principles set out in Article 9.01.  
Subject to the provisions of the pension, LTD and benefit plans, a Nurse on an  
educational leave of absence may maintain membership in the plans if the Nurse  
agrees to pay both the Employer and Employee share of the contributions.  
9.10 Return of Service  
(
a)  
The Employer may enter into individual return of service agreements with Nurses  
in relation to educational programs which extend for a period of three (3)  
49  
calendar months or more and where participation in the program by the Nurse is  
voluntary. The Union shall be a party to all such agreements.  
(
b)  
The Union will be advised of any default or breach in respect of any return of  
service agreement which they have been provided a copy of. The Union may file  
a grievance in respect of a return of services agreement if it feels that there is a  
violation of the collective agreement. Notwithstanding the foregoing, the Employer  
may pursue collection of any amounts owing through whatever means it deems  
appropriate including but not limited to authorized deductions and small claims.  
9.11 Nurse Educators/Nursing Instructors (Post RN Faculty) /Clinical Nurse  
Educators’ Sabbatical Leave  
(
a)  
A Nurse Educator, Nursing Instructor (Post RN Faculty) or a Clinical Nurse  
Educator who has completed seven (7) years’ service in that position or its  
predecessor may be granted Sabbatical Leave for a period of up to ten (10)  
months for the purpose of undertaking research or projects of a developmental  
nature which, in the opinion of the Employer, relate to the Nurse’s field of  
teaching or will improve the Nurse’s competence.  
(
(
b)  
c)  
The Nurse shall make application in writing for Sabbatical Leave to the Employer  
no later than December 15, prior to the normal teaching year for which the leave  
is required. The Employer shall advise the Nurse of the decision no later than  
March 15 following the date of the Nurse’s application.  
Leaves of absence for sabbatical purposes shall not be unreasonably  
denied.  
9
.12 Secondment  
Where a Nurse is being seconded from the Employer to a position involving the Health  
Sector of the Broader Public Sector, the terms and conditions of the secondment  
agreement will be established by agreement of the Employer and the Union.  
9.13 Military Leave  
(
a)  
Where operational requirements permit, a Nurse may be granted leave of absence  
with pay to a maximum of two (2) weeks for the purpose of taking military training  
or serving military duty.  
50  
(
(
b)  
c)  
A Nurse who is given leave of absence with pay pursuant to this Article shall have  
deducted from the Nurse’s salary an amount equal to the amount paid by the  
Department of National Defence to the Nurse as salary.  
Where a Nurse uses vacation entitlement for the purpose of taking military training  
or serving military duty pursuant to this Article, the Nurse shall receive full salary  
from the Employer notwithstanding amounts paid to the Nurse by the Department  
of National Defence.  
9.14 Leave for Parent of a Critically Ill Child  
Nurses shall be granted Leave for Parent of a Critically Ill Child in accordance with the  
Labour Standards Code of Nova Scotia.  
9.15 Domestic Violence, Intimate Partner Violence or Sexual Violence Leave  
Nurses shall be granted Domestic Violence Leave in accordance with the Labour  
Standards Code of Nova Scotia.  
ARTICLE 10: VACATIONS AND HOLIDAYS  
0.00 Annual Vacation Entitlement  
1
(
a)  
A Nurse shall be entitled to receive annual vacation leave with pay:  
(
(
(
i)  
each year during her first forty-eight (48) months of service at the rate of  
one and one-quarter (1 1/4) days for each month of service; and  
ii)  
iii)  
each year after forty-eight (48) months of service at the rate of one and  
two-thirds (1 2/3) days for each month of service; and  
each year after one hundred and sixty-eight (168) months of service at the  
rate of two and one-twelfth (2-1/12) days for each month of service; and  
51  
(
iv)  
each year after two hundred and eighty-eight (288) months of service at  
the rate of two and one half (2 ½) days for each month of service.  
(
b)  
A Nurse who, as of February 19, 2001, has earned entitlement to more vacation  
than provided for in Article 10.00(a) of the collective agreement by virtue of her  
terms and conditions of employment with a predecessor employer shall retain that  
entitlement. Any future increase in vacation entitlement for such Nurses shall be  
pursuant to Article 10.00(a).  
10.01 Vacation Year  
The vacation year shall be April 1 to March 31, inclusive.  
10.02 Authorization  
A Nurse shall be granted vacation leave at such time during the year as the immediate  
management supervisor determines.  
10.03 Vacation Scheduling  
(
a)  
Except as otherwise provided in the Agreement, vacation leave entitlement shall  
be used within the year in which it is earned. The Nurse shall advise the immediate  
management supervisor in writing of three (3) or more choices of vacation  
preference listed in order of priority as soon as possible for the following vacation  
year but by February 1 for vacations in the period April 1 to September 30 and  
shall include requests for vacations during the December holiday period  
st  
st  
th  
(
December 16 to January 4) and/or March Break (the second and third calendar  
st  
weeks of March) vacations for the following year, and by August 1 for vacations  
in the period October 1 to March 31 . The Employer will post approved vacations  
in writing by March 15 and September 15 respectively.  
st  
st  
th  
th  
(
(
b)  
c)  
Preference in vacation schedule shall be given to those Nurses with greater length  
of seniority.  
After the vacation schedule is posted, if operational requirements permit additional  
Nurse(s) to be on vacation leave, such leave shall be offered to Nurses on a work  
unit by seniority to those Nurses who may have requested the leave but were  
52  
st  
st  
denied the leave for their request submitted before February 1 or August 1 . Any  
additional vacation shall be granted on a first come, first serve basis.  
10.04 Vacation Request Approval  
Subject to the operational requirements of the service, the Employer shall make every  
reasonable effort to ensure that a Nurse’s written request for vacation leave is approved.  
Where, in scheduling vacation leave, the Employer is unable to comply with the Nurse’s  
written request, the immediate management supervisor shall:  
(
(
a)  
b)  
give the reason for disapproval; and  
make every reasonable effort to grant a Nurse's vacation leave in the amount and  
at such time as the Nurse may request in an alternative request.  
Where operational requirements necessitate a decision by the Employer to place a  
restriction on the number of Nurses on vacation leave at any one time, preference shall  
be given to the Nurses with the greatest length of seniority.  
10.05 Restriction on Numbers of Nurses on Vacation  
(
a)  
During the peak vacation period, commencing the second full week of June and  
ending after the second full week of September of each year, preference for a  
period of up to four (4) complete weeks of unbroken vacation or any part of a week  
shall be given to Nurses with the greatest length of seniority. To exercise this  
preference, a Nurse need not pick consecutive weeks.  
(
(
b)  
c)  
After each Nurse has been granted vacation in accordance with Article 10.05(a),  
all remaining vacation entitlement shall be granted in accordance with seniority.  
Once seniority has been exercised for the period of up to four (4) complete weeks  
or any part of a week, remaining requests will be granted by seniority, i.e. all  
second requests and then all third requests.  
After the vacation schedule is posted, if operational requirements permit additional  
Nurses to be on vacation leave, such leave shall be offered by seniority to Nurses  
provided the Nurses requested that time in accordance with Article 10.03(a).  
53  
10.06 Unbroken Vacation  
Except during the period of time referred to in Article 10.05, where operational  
requirements permit, the Employer shall make every reasonable effort to grant to a Nurse  
her request to enjoy her vacation entitlement in a single unbroken period of leave.  
10.07 Vacation Carry Over  
(
a)  
Except as otherwise provided in this Agreement, vacation leave for a period of not  
more than five (5) days may, with the consent of the immediate management  
supervisor, be carried over to the following year, but shall lapse if not used before  
the close of that year. Request for vacation carry over entitlement shall be made  
in writing by the Nurse to the immediate management supervisor not later than  
January 31st of the year in which the vacation is earned, provided however that  
the immediate management supervisor may accept a shorter period of notice of  
the request. The immediate management supervisor shall respond in writing within  
one (1) calendar month of receiving a Nurse’s request.  
(
b)  
A Nurse scheduled to take vacation and who is unable to do so within the vacation  
year due to illness, injury, or where operational requirements prevent the  
immediate management supervisor from scheduling vacation shall be entitled to  
carry over this unused vacation to the subsequent year.  
10.08 Accumulative Vacation Carry Over  
A Nurse, on the recommendation of the immediate management supervisor and with the  
approval of the Employer, may be granted permission to carry over five (5) days of her  
vacation leave each year to a maximum of twenty (20) days, if in the opinion of the  
immediate management supervisor, it will not interfere with the efficient operation of the  
Department.  
10.09 Use of Accumulated Vacation Carry Over  
The vacation leave approved pursuant to Article 10.08 shall be used within five (5) years  
subsequent to the date on which it was approved and shall lapse if not used within that  
period unless the immediate management supervisor recommends that the time be  
extended and the recommendation is approved by the Employer.  
54  
10.10 Borrowing of Unearned Vacation Credits  
With the approval of the Employer, a Nurse who has been employed for a period of five  
(
5) or more years may be granted five (5) days from the vacation leave of the next  
subsequent year.  
1
1
1
0.11 Nurse Compensation Upon Separation  
A Nurse, upon separation from employment, shall be compensated for vacation leave to  
which the Nurse is entitled.  
0.12 Employer Compensation Upon Separation  
A Nurse, upon separation from employment, shall compensate the Employer for vacation  
which was taken but to which the Nurse was not entitled.  
0.13 Vacation Credits Upon Death  
When the employment of a Nurse who has been granted more vacation with pay than the  
Nurse has earned is terminated by death, the Nurse is considered to have earned the  
amount of leave with pay granted to the Nurse.  
10.14 Recall from Vacation  
The Employer will make every reasonable effort not to recall a Nurse to duty after the  
Nurse has commenced vacation leave or to cancel vacation once it has been approved.  
10.15 Reimbursement of Expenses upon Recall  
Where, during any period of approved vacation, a Nurse is recalled to duty, the Nurse  
shall be reimbursed for reasonable expenses, subject to the provisions of Article 23, that  
the Nurse incurs:  
(
d)  
in proceeding to the Nurse’s place of duty;  
55  
(
e)  
f)  
in returning to the place from which the Nurse was recalled if the Nurse  
immediately resumes vacation leave upon completing the assignment for which  
she or he was recalled; and  
(
If a Nurse’s vacation is approved and then cancelled by the Employer causing the  
Nurse to lose a monetary deposit on vacation accommodations and/or travel, and  
providing the Nurse does everything reasonably possible to mitigate the loss, and  
providing the Nurse notifies the Employer that the monetary deposit will be  
forfeited, the Employer will reimburse the Nurse for the monetary deposit.  
In addition to the above, a Nurse shall be compensated at two (2) times her regular rate  
of pay for time worked during the period of recall from vacation.  
10.16 Reinstatement of Vacation Upon Recall  
The period of vacation leave so displaced resulting from recall and transportation time in  
accordance with Articles 10.14 and 10.15 shall either be added to the vacation period, if  
requested by the Nurse and approved by the Employer, or reinstated for use at a later  
date.  
10.17 Illness During Vacation  
If a Nurse becomes ill during a period of vacation and the illness is for a period of three  
(
3) or more consecutive days during vacation, and such illness is supported by a medical  
certificate from a legally qualified medical practitioner on such form as the Employer may  
from time to time prescribe, the Nurse will be granted sick leave and her vacation credits  
restored to the extent of the sick leave. The form is to be provided to the Employer  
immediately upon the return of the Nurse. If the Nurse does not have access to the  
Employer’s form, the Nurse shall provide the Employer with a medical certificate from a  
legally qualified medical practitioner with the following information:  
(
(
(
(
a)  
b)  
c)  
d)  
the date the Nurse saw the physician;  
the date the Nurse became ill;  
the nature of the illness; and  
the duration, or the expected duration of the illness.  
56  
Upon the Nurse’s return, she shall sign an authorization if requested by Occupational  
Health Services, permitting the physician to clarify or elaborate on the nature of the  
Nurse’s illness or injury, as it relates to this claim, to Occupational Health Services in  
accordance with the applicable Sick Leave Appendix (Appendix J and Appendix K)  
10.18 Holidays  
The holidays designated for Nurses shall be:  
1. New Year's Day  
2. Heritage Day  
3. Good Friday  
4. Easter Sunday  
5. Victoria Day  
6
. July 1st  
7. 1st Monday in August  
8. Labour Day  
9. Thanksgiving Day  
10. Remembrance Day  
11. Christmas Day  
12. Boxing Day  
13. one-half (½) day beginning at 12:00 noon on  
Christmas Eve Day  
If the Government of Canada or the Province of Nova Scotia officially proclaims an  
additional holiday(s), such shall be added as a recognized holiday.  
10.19 Exception  
Article 10.18 does not apply to a Nurse who is absent without pay on both the working day  
immediately preceding and the working day following the designated holiday.  
10.20 “Holiday” means:  
(
a)  
In the case of a shift that does not commence and end in the same day, the twenty-  
four (24) hour period commencing from the time at which the shift commenced if  
more than one-half of the shift falls on a day designated as a holiday in this  
Agreement.  
57  
(
b)  
in any other case, the 24-hour period commencing at 00 01 hours of a day  
designated as a holiday in this agreement.  
10.21 Holiday Falling on a Day of Rest  
When a day designated as a holiday coincides with the Nurse’s day of rest, the Employer  
shall grant the holiday with pay on either:  
(
(
(
a)  
b)  
c)  
the working day immediately following her day of rest; or  
the day following the Nurse’s annual vacation; or  
another mutually acceptable day between the Employer and the Nurse.  
If the holiday is not scheduled in accordance with (a) or (b) or (c), above, it will be paid.  
10.22 Holidays - Christmas/New Years  
(
a)  
Each Nurse shall receive either Christmas Day or New Year's Day off on the actual  
day, unless mutually agreed otherwise between the Nurse and the Employer, and  
every effort will be made to give at least two (2) other holidays off on the actual  
day of the holiday. In addition, the Employer will make every reasonable effort to  
schedule a Nurse in such a manner that they do not work the same holiday  
(
Christmas Day or New Year’s Day) that they worked on the unit the previous year,  
unless otherwise mutually agreed.  
(
b)  
A Nurse who is scheduled to work Christmas Day shall not be scheduled to work  
st  
st  
on December 31 and January 1 . A Nurse who is scheduled to work on New  
th  
th  
Year’s Day shall not be scheduled to work on December 24 and December 25 ,  
unless mutually agreed otherwise. For the purpose of this Article, shifts that  
rd  
commence on December 23 shall not be considered to be working on December  
th th  
4 and shifts that commence on December 30 shall not be considered to be  
st  
2
working on December 31 .  
58  
10.23 Compensation for Work on a Holiday  
(
a)  
Where a Nurse is regularly scheduled to work, in accordance with Article 7, and  
the Nurse’s regularly scheduled day of work falls on a paid holiday, as defined in  
Article 10.18, the Nurse shall receive compensation equal to two and one-half (2  
½
) times the Nurse’s regular rate of pay as follows:  
(
(
i)  
compensation at one and one-half (1½) times the Nurse’s regular rate of  
pay, including the holiday pay, for the hours worked on the holiday; and  
ii)  
time off with pay in lieu of the holiday on an hour-for-hour basis at a  
mutually acceptable time subject to Article 10.30.  
(
b)  
Where time off with pay in lieu of the holiday has not been granted in accordance  
with Article 10.23(a)(ii), compensation shall be granted at the Nurse’s regular rate  
of pay for those hours worked on the holiday.  
10.24 Overtime on a Holiday  
(
a)  
Where a Nurse is required to work overtime on a paid holiday, as defined in Article  
0.18, the Nurse will receive compensation equal to 3.33 times the Nurse’s regular  
rate as follows:  
1
(
(
i)  
compensation at 2.33 times the Nurse’s regular rate of pay, including the  
holiday pay, for the hours worked on the holiday; and  
ii)  
time off with pay in lieu of the holiday on an hour for hour basis at a mutually  
acceptable time subject to Article 10.30.  
(
b)  
Where time off with pay in lieu of the holiday has not been granted in accordance  
with Article 10.24 (a)(ii), compensation shall be granted at the Nurse’s regular rate  
of pay for those hours worked on the holiday.  
1
0.25 If a permanent Nurse or a Nurse in a long/short assignment had booked any paid Holiday  
Leave credits for use on a recognized Holiday where the Nurse ended up working on that  
recognized Holiday, the Nurse is entitled to reschedule the paid holiday leave credits for  
use at a later time in accordance with Article 10.24.  
59  
10.26 Illness on a Paid Holiday  
(
a)  
A Nurse who is scheduled to work on a paid holiday, as defined in Article 10.18,  
and who is unable to report for work due to a reason covered by the applicable  
Sick Leave Appendix (Appendix J and K), shall receive sick leave for that day, and  
shall be granted time off in lieu of the holiday at a mutually acceptable time in  
accordance with Article 10.23.  
(
(
b)  
c)  
Where time off with pay in lieu of the holiday has not been granted in accordance  
with Article 10.26 (a), compensation shall be granted at the Nurse’s regular rate of  
pay for those hours.  
A Nurse who is on a period of Sick Leave and not scheduled to work on the holiday  
pursuant to the applicable Sick Leave Appendix (Appendix J or K) shall be deemed  
to have received the holiday pay on the day designated as a holiday.  
10.27 Time Off in Lieu of Holiday  
In no case shall the total time off in lieu of a holiday referred to in Articles 10.23 (a) (ii),  
10.24 (a) (ii) and 10.29 above exceed the equivalent of one complete shift.  
10.28 Time Off in Lieu for Part-time and Job Share Nurses  
Where a part-time Nurse or a Nurse in a job sharing arrangement works on a holiday, in  
addition to compensation at the applicable rate, the Nurse will receive time off with pay in  
lieu of the holiday, on an hour for hour basis, at a mutually acceptable time in accordance  
with Article 10.23.  
For purposes of clarity it is understood that a part-time Nurse or a Nurse in a job sharing  
arrangement would receive time off in lieu of the holiday in the amount of 7 hours for 7  
hours worked, 7.5 hours for 7.5 hours worked, 9.375 hours for 9.375 hours worked, and  
11.25 hours for 11.25 hours worked.  
10.29 Religious Day in Lieu  
A Nurse who is entitled to time off with pay in lieu of Good Friday, Easter Sunday,  
Christmas and/or Boxing Day pursuant to Article 10.21 (c), 10.23 (a) (ii) and/or 10.24 (a)  
60  
(
ii) may take such time with pay in lieu at a time that permits the Nurse to observe a holy  
day of the Nurse’s own faith. The Nurse shall advise the Nurse’s immediate management  
supervisor in writing of the Nurse’s desire to take such day(s) off in lieu as soon as possible  
st  
but before March 1 in each year and the immediate management supervisor will  
endeavour to grant the request where operational requirements permit.  
10.30 Carry Over Bank Holiday Time  
Nurses may be permitted to continuously carry an accumulation of up to 22.5 hours. The  
Employer shall divide the year into four (4) quarters. Banked Holiday Time may be taken  
at a mutually agreed time between the Nurse and Employer. At the end of each quarter,  
the Employer may pay out any unscheduled holiday leave down to 22.5 hours.  
1
0.31 When a Holiday occurs during a period scheduled as approved vacation for a Full-Time  
Nurse, the Full-Time Nurse shall be paid for the holiday from the Nurse’s paid accumulated  
holiday credits. Paid vacation credits shall not be reduced for those hours.  
ARTICLE 11: SENIORITY  
A.  
Seniority  
11.00 (a) Permanent Seniority  
Permanent Seniority shall be the seniority date with which a Nurse was credited  
as an Employee at April 1, 2015 in the bargaining unit. Subject to 11.00(c),  
permanent seniority for those hired after April 1, 2015 will be defined as the most  
recent date of hire into a permanent position in the Bargaining Unit.  
(
b)  
Casual Seniority  
Casual Seniority shall be the seniority with which a Nurse was credited as an  
Employee as of April 1, 2015 in the Bargaining Unit plus hours worked on and after  
April 1, 2015. Subject to 11.02(d) Casual Seniority will be defined as the accrual  
of hours worked since the most recent date of hire into a casual position in the  
Bargaining Unit.  
61  
(
c)  
Nurses Seniority shall be transferrable as follows:  
(
i)  
Should a member of any Bargaining Unit at the IWK be the successful  
candidate for a permanent position in the IWK Nursing Bargaining unit, that  
Nurse shall keep and transfer their seniority to their new Nursing Bargaining  
Unit position at the IWK.  
(
ii)  
Should a member of any Bargaining Unit at the NSHA be the successful  
external candidate for a permanent position in the IWK Nursing Bargaining  
Unit, that Nurse shall keep and transfer their seniority to their new Nursing  
Bargaining Unit position at the IWK.  
(
d)  
Same Date Seniority  
i) Permanent Nurses  
(
In the event that two or more Permanent Nurses commence work in the Bargaining  
Unit on the same date, the Nurses’ placement on the Seniority list shall be  
determined by random draw.  
(
ii)  
Casual Nurses  
In the event that a Casual Nurse becomes a Permanent Nurse and the subsequent  
conversion of hours as per Article 11.02 results in the same Seniority date as a  
current Bargaining Unit member(s), the Casual Nurse who has converted his/her  
hours shall be placed on the Seniority list below the other pre-established  
Bargaining Unit member(s) with the same Seniority date.  
(
iii)  
Transfer of Seniority  
In the event that a Nurse who transfers seniority as per Article 11.00(c) has the  
same Seniority date as a current Bargaining Unit member(s), the Nurse who  
transfers shall be placed on the Seniority list below the other pre-established  
Bargaining Unit member(s) with the same seniority date.  
11.01 Seniority Bypass  
Seniority may only be bypassed where the Employer establishes the need for special skills  
and qualifications.  
11.02 Seniority Conversion  
62  
(
a)  
When a Nurse transfers from a permanent position to a casual position, the  
Nurse’s hours worked shall be used to establish Nurse’s accrual of hours for the  
Nurse’s date of hire in the casual position. In no case will any Nurse accrue more  
than 1950 hours seniority per year for the purposes of the above.  
(
b)  
A Casual Nurse while working in a long/short assignment shall have hours worked  
while in the long/short assignment accumulate on the Casual Seniority list.  
(
(
c)  
d)  
A Nurse hired directly to a long/short assignment shall be a Casual Nurse and  
accumulate Casual Seniority for the hours worked in the long/short assignment. In  
the event the Nurse becomes a Casual Nurse and continues in an employment  
relationship at the completion of the long/short assignment the Casual Seniority  
shall continue to accumulate.  
Conversion of Casual Seniority to Permanent Seniority  
When a Nurse transfers from a casual to a permanent position, the Nurse’s  
Casual seniority hours will be divided by 1950 and assigned a calendar value  
which will determine the Nurse’s permanent seniority date, which will be prior to  
the date of hire into a permanent position.  
11.03 Seniority Lists  
(
a)  
The Employer shall post a current Permanent Seniority List for Permanent Nurses  
with separate lists for Registered Nurses (including Nurse Practitioners) and  
(
Licensed Practical Nurses) and a Casual Seniority List for Casual Nurses (with  
separate lists for Registered Nurses (including Nurse Practitioners) and Licensed  
Practical Nurses) annually in February for sixty (60) days and provide a copy of  
the same to the Union members of the Labour Management Committee and a  
Labour Relations Representative of the Union.  
(
b)  
Should the Union or any Nurse allege an error in a Seniority List, a written objection  
must be sent to the Employer within sixty (60) days of the date the Seniority List in  
question was first posted by the Employer. All corrected, or final Seniority Lists will  
be provided by the Employer to the Union members of the Labour Management  
Committee and a Labour Relations Representative of the Union and shall be  
deemed to be correct and accurate in all respects.  
63  
(
c)  
A Nurse who is absent from work for any part of the sixty (60) day posting period  
shall have thirty (30) days from the date of the Nurse’s return to work to object in  
writing to the seniority date. However, until and unless such written objection is  
received by the Employer, and in any event no later than thirty (30) days from the  
Nurse’s return to work, the posted seniority date for the Nurse will be considered  
to be the Nurse’s seniority date for all purposes.  
(
(
d)  
e)  
A record as to the hours worked by a Casual Nurse shall be maintained by the  
Employer and be made available to a Labour Relations Representative of the  
Union. This record shall constitute the Casual Seniority lists.  
The Permanent Seniority List for Permanent Nurses shall include:  
2
2
)
)
Name  
Appointment designation [ie: FT, PT] [for PT indicate as percentage  
of Full-Time hours]  
3)  
4)  
5)  
Job title  
Work Site(s) and usual Patient Care Unit/or Program (if applicable)  
Seniority Date  
The Casual Seniority List for Casual Nurses shall include:  
1)  
2)  
3)  
4)  
Name  
Job title  
Work Site(s)  
Hours worked in the Bargaining Unit  
64  
11.04 Loss of Seniority And Employment  
A Nurse shall lose both Seniority and employment in the event that:  
(
(
(
(
a)  
b)  
c)  
d)  
The Nurse is discharged for just cause and is not reinstated.  
The Nurse resigns from employment.  
The Nurse retires from employment subject to Article 11.04(f).  
After recall, the Nurse fails to notify the Employer as set out in Article 32.18 unless  
such notice was not reasonably possible.  
(
e)  
f)  
The Nurse is laid-off for more than fifteen (15) months without recall as per Article  
32.  
(
A Nurse who retires from employment loses employment and Service, but if within  
six (6) months of the retirement, the Nurse returns to work at the NSHA or IWK the  
Nurse will maintain the Seniority the Nurse had prior to retirement and may  
accumulate additional Seniority on either a Casual or permanent basis depending  
on the status of the appointment after retirement.  
11.05 Temporarily Working in a Position Outside the Bargaining Unit  
(
a)  
A Nurse shall lose Seniority in the event that the Nurse has accepted a temporary  
position with the Employer outside of the Bargaining Unit, or has been granted a  
leave of absence from the Nurse’s Bargaining Unit position to accept a permanent  
position with the Employer and remains outside of the Bargaining Unit for more  
than eighteen (18) months.  
(
b)  
In the event that an appointment to a position, as described in Article 11.05 (a),  
outside the Bargaining Unit is to be longer than specified above, extensions shall  
only be permissible with the agreement of the Bargaining Unit representatives of  
65  
the Labour Management Committee. Such agreement shall not be unreasonably  
denied.  
(
(
c)  
d)  
A Nurse must return to and remain in the Bargaining Unit for a period of at least  
one (1) month before being employed by the Employer in a position outside of the  
Bargaining Unit again or she/he will lose all Seniority held at the time of the  
subsequent transfer.  
In order to maintain and to continue to accrue Seniority under this provision, the  
Nurse must agree to pay Union dues for each month she or he is appointed to a  
position, as described in Article 11.05 (a), with the Employer outside of the  
Bargaining Unit following a period of eighteen (18) months.  
ARTICLE 12: JOB POSTINGS  
12.00 Determining Vacancies  
Where:  
(
(
(
i)  
A permanent vacancy exists; or  
A new position is created; or  
A Long Assignment is created  
ii)  
iii)  
and the Employer determines that the position is to be filled, subject first to the overriding  
duty to accommodate disabled Nurses and then any recall rights under Article 32, a notice  
shall be posted.  
12.01 Job Posting  
(
(
a)  
b)  
When a new permanent position, a permanent vacancy, or a Long Assignment  
is created within the bargaining unit, the Employer shall post an electronic notice  
of such position. In work locations where electronic job postings are not possible  
or practical, a list of job postings will be placed in a visible location.  
(i)  
The posting of a permanent position or vacancy, shall be for a minimum  
66  
of ten (10) calendar days.  
(
ii)  
The posting of a Long Assignment shall be for a minimum of five (5)  
calendar days  
(
(
c)  
d)  
Should a Short Assignment not be able to be filled in accordance with Article  
8.03, the posting of a Short Assignment shall be for a minimum of five (5)  
calendar days.  
3
The notice posted shall indicate:  
(v)  
the classification and work area;  
(vi)  
whether the posting is for a permanent position, or a Long or  
Short Assignment (if necessary);  
(vii)  
the expected duration of the Assignment; and  
(viii)  
whether the appointment is full-time or part-time, and any applicable  
part time designation;  
(
v)  
an overview of the skills, abilities and qualifications required.  
1
1
1
1
1
2.02 Should a Long or Short Assignment subsequently become a permanent position, it shall  
be posted and filled in accordance with Article 12.00.  
2.03 If the Employer does not intend to fill a vacancy it shall notify a Representative of the  
Constituent Union.  
2.04 The Employer shall make every effort to maximize the number of Permanent Positions  
and minimize the number of Long/Short Assignments.  
2.05 Notwithstanding Article 38.07, a Nurse filling a Long/Short assignment may apply for or  
commence a Permanent Position.  
2.06 (a)  
A Permanent Nurse who fills any type of Long/Short Assignment shall maintain  
their status and has the right to return to their Permanent Position upon completion  
of the Long/Short Assignment.  
67  
(
b)  
In the event that a Long/Short Assignment is to be extended from the original  
duration as posted, the Nurse filling the position will be given the option of  
remaining for the extended period or returning to her previous position or casual  
status, where applicable, and salary, without loss of Seniority, and any other Nurse  
promoted or transferred because of the re-arrangement of positions shall be  
returned to their former position or Casual status, where applicable, and salary,  
without loss of Seniority.  
(
c)  
In the event a Nurse chooses to return to the Nurse’s previous position or casual  
status, in accordance with Article 12.06 (b) the Nurse may, with mutual agreement,  
continue in the position for a maximum of sixty (60) days, while a replacement is  
found.  
12.07 The Employer shall only consider applications received by Human Resources by the  
closing date and time indicated on the posting.  
12.08 Notification of Successful Applicant  
The name of the successful applicant shall normally be provided to the the Union  
Chairperson of Labour Management within fourteen (14) calendar days of the appointment  
to the position.  
12.09 Filling Vacancies  
(
a)  
Subject to the displacement, lay off and recall provisions of this Agreement, in  
determining the successful candidate when filling a Permanent position,  
Permanent Seniority shall be the determining factor where two or more candidates  
are relatively equal in skills, ability and qualifications to perform the required duties  
of the position.  
(
(
b)  
c)  
The job process used by the Employer may result in the awarding of the position  
to the most Senior qualified applicant without an interview being conducted.  
Where two or more candidates are relatively equal, Permanent Seniority takes  
precedence over Casual Seniority.  
68  
(
d)  
Job posting decisions premised on a Casual Nurse’s seniority will be based on the  
Casual Nurse’s seniority on the last day of the pay period prior to the day of the  
posting deadline.  
(
e)  
Only those postings which cannot be filled with a qualified Nurse from the  
Bargaining Unit will be available for filling from outside the Bargaining Unit.  
(f) Positions will be awarded to the successful candidate as soon as is reasonably  
possible following the closing date for the job posting.  
12.10 Placement in a New Position  
Should the successful candidate be chosen from the existing staff, the candidate shall  
normally be placed in the new position within sixty (60) days of her or his successful  
appointment or effective date, whichever is later, regardless of her or his current position.  
In the event that the successful candidate is not able to be placed in the new position  
within this sixty (60) day period due to operational requirements, the Nurse shall receive  
th  
the higher rate of pay, if any, for the new position, commencing on the forty-sixth (46 )  
day.  
12.11 Trial Period  
(
a)  
Should the successful candidate be chosen from the existing staff, the candidate  
shall be placed on a trial period for four hundred and ninety-five (495) hours worked  
in the new position. If the Nurse proves unsatisfactory in the new position, or  
chooses to return to the Nurse’s former position or Casual status, where  
applicable, during the aforementioned trial period, the Nurse shall be returned to  
the Nurse’s former position or Casual status, where applicable, and salary, without  
loss of Seniority, and any other Nurse promoted or transferred because of the re-  
arrangement of positions shall be returned to their former position or Casual  
status, where applicable, and salary without loss of Seniority.  
(
b)  
Conditional on satisfactory performance of duties, such trial appointments shall  
become permanent after the period of four hundred and ninety-five (495) hours  
worked. The Employer may not extend the trial period for a period greater than two  
hundred and forty-five (245) hours worked. In such case the Employer will provide  
written notice to the Nurse affected by the extension, a Labour Relations  
Representative of the Union and any other Nurse(s) originally promoted or  
transferred in this appointment process.  
69  
12.12 Unsuccessful Candidate  
An unsuccessful applicant from the Bargaining Unit may, within 10 days of notification of  
the awarding of the position, make a request for an explanation as to why the Nurse was  
not granted the position. The Employer shall provide an explanation to the Nurse as  
soon as practicable after receipt of the request. The time limit for the filing of a grievance  
under Step One of the Grievance Procedure shall run from the date the Nurse receives  
the explanation from the Employer.  
12.13 Grievance/Arbitration  
Notwithstanding any other provision of this Agreement, for the purposes of this Article, a  
Nurse has the right to grieve any filling of a vacancy or Assignment in the Bargaining  
Unit.  
12.14 Conditional Appointment  
Where the Employer deems it necessary to recruit Nurses from within the bargaining unit  
who do not meet the qualifications of the position but are currently enrolled in a program  
leading to meeting the qualifications in a reasonable time period as determined by the  
Employer, such Nurses may be appointed to the position on a training basis with the  
condition that the Nurse obtain the required qualifications within that time period. Failure  
of the Nurse to achieve the required qualifications within the agreed time period or any  
mutually agreed extension to such time period will result in the Nurse being returned to  
their former position or to an equivalent position where their former position is not  
available. Notwithstanding any other provisions of this agreement, the Employer shall not  
be responsible for providing any financial assistance to the Nurse to complete the  
program or obtain qualifications.  
12.15 Multi-Unit/Multi-Site Positions  
(
a)  
The Employer may create Multi-Unit/Multi-Site Positions within the Bargaining Unit  
which will comprise a maximum of three (3) patient care units where a Nurse will  
be regularly assigned. The combination of units created in accordance with this  
Article must be organized within the same service. The units will be identified in  
the job posting.  
(
b)  
For the purposes of Article 12.15(a), “same service” refers to an established  
division within a healthcare organization that serves an identified patient population  
with similar nursing care needs.  
70  
(
(
(
c)  
d)  
e)  
Multi-Unit/Multi-Site positions in the Halifax Regional Municipality will be within a  
driving distance of fifty (50) km and for all other Multi Unit/Multi Site positions within  
a driving distance of seventy-five (75) km.  
Only Nurses who apply for or seek placement, displacement or recall to a Multi-  
Unit or Multi-Site position can be assigned to work in such a position on a  
permanent basis.  
When posting a Multi-Unit/Multi-Site Position the Employer shall designate the site  
where the Nurse will spend the majority of their work time as the Nurse’s home  
unit for the logistical purposes of:  
(
i)  
Request, approval and scheduling of all time off requests including  
vacation and holidays;  
(
(
(
ii)  
iii)  
iv)  
Displacement, layoff and recall; and  
Request and approval of all leaves; and  
Determining Constituent Union and entitlements that are specific to  
a Constituent Union (e.g. sick leave, retiree benefits)  
(f)  
Travel for Nurses in a Multi-Unit/Multi-Site position shall be reimbursed in  
accordance with the Employer’s travel policy. Time spent travelling between units  
that occurs during a scheduled shift will be considered time worked.  
ARTICLE 13: PREGNANCY, PARENTAL and ADOPTION LEAVE  
13.00 Pregnancy/Birth Leave  
(
(
(
a)  
b)  
c)  
A pregnant Nurse is entitled to an unpaid leave of absence, which when combined  
with parental leave, is a maximum of up to seventy- eight (78) weeks.  
A pregnant Nurse shall, no later than the fifth (5th) month of pregnancy, forward to  
the Employer a written request for pregnancy leave.  
The Employer may, prior to approving such leave, request a certificate from a  
legally qualified medical practitioner stating that the Nurse is pregnant and  
specifying the expected date of delivery.  
71  
(
(
d)  
e)  
Pregnancy leave shall begin on such date as the Nurse determines, but not sooner  
than sixteen (16) weeks preceding the expected date of delivery nor later than the  
date of delivery.  
Pregnancy leave shall end on such date as the Nurse determines, but not later  
than seventy-eight (78) weeks following the date of delivery, nor sooner than one  
(
1) week after the date of delivery.  
13.01 Pregnancy Leave Notice  
(
a)  
A pregnant Nurse shall provide the Employer with at least four (4) weeks notice of  
the date the Nurse intends to begin pregnancy leave. Such notice and start date  
of the leave may be amended:  
(
i)  
by changing the date in the notice to an earlier date for medical reasons as  
verified by the Nurse’s attending physician. In such cases the Nurse will  
provide as much advance notice of the revised start date of the leave as is  
possible; or,  
(
(
ii)  
by changing the date in the notice to an earlier date for personal reasons  
if the notice is amended at least four (4) weeks before the originally  
selected date; or,  
iii)  
by changing the date in the notice to a later date if the notice is amended  
at least four (4) weeks before the original date.  
(
(
b)  
c)  
Where notice as required under Article 13.01(a) is not possible due to  
circumstances beyond the control of the Nurse, the Nurse will provide the  
Employer as much notice as reasonably practicable of the commencement of the  
Nurse’s leave or return to work.  
The Employer shall not terminate the employment of a Nurse because of the  
Nurse’s pregnancy.  
13.02 Pregnancy Leave - Employer Requirement  
72  
The Employer may require a pregnant Nurse to commence a leave of absence without  
pay where the Nurse’s position cannot be reasonably performed by a pregnant woman or  
the performance of the Nurse’s work is materially affected by the pregnancy. Such action  
shall not be taken until the Nurse has been advised of the Employer’s concerns and is  
provided with the opportunity to furnish medical evidence establishing the Nurse’s ability  
to work.  
13.03 Pregnancy Sick Leave  
Leave for illness of a Nurse arising out of or associated with a Nurse’s pregnancy prior to  
the commencement of, or the ending of, pregnancy leave granted in accordance with  
Article 13.00, may be granted sick leave in accordance with the provisions of the  
applicable Sick Leave Appendix (Appendix J or K).  
13.04 Pregnancy/Birth Allowance  
(
(
a)  
b)  
A Nurse entitled to pregnancy leave under the provisions of this Agreement, who  
provides the Employer with proof that she has applied for, and is eligible to receive  
employment insurance (E.I.) benefits pursuant to Section 22, Employment  
Insurance Act, S.C. 1996, c.23, shall be paid an allowance in accordance with the  
Supplementary Employment Benefit (S.E.B.).  
In respect to the period of pregnancy leave, payments made according to the  
S.E.B. Plan will consist of the following:  
(
i)  
Where the Nurse is subject to a waiting period of one (1) week before  
receiving E.I. benefits, payments equivalent to seventy-five per cent (75%)  
of her weekly rate of pay for each week of the one (1) week waiting period,  
less any other deductions received by the Nurse during the benefit period;  
(
ii)  
Where the Nurse has served the one (1) week waiting period in Article  
13.04 (b) (i) one (1) additional payment equivalent to the difference between  
the weekly E.I. benefit, the Nurse is eligible to receive and ninety-three  
percent (93%) of their weekly rate of pay, less any other earnings received  
by the Nurse during the benefit period which may result in a decrease in  
the E.I. benefits to which the Nurse would have been eligible if no other  
earnings had been received during that period.  
73  
(
iii)  
Up to a maximum of five (5) additional weeks, payments equivalent to the  
difference between the weekly E.I. benefits the Nurse is eligible to receive  
and ninety-three per cent (93%) of her weekly rate of pay, less any other  
earnings received by the Nurse during the benefit period which may result  
in a decrease in the E.I. benefits to which the Nurse would have been  
eligible if no other earnings had been received during the period.  
(
c)  
For the purpose of this allowance, a Nurse’s weekly rate of pay will be one-half (½)  
the bi-weekly rate of pay to which the Nurse is entitled for her level on the  
increment scale and her position or classification on the day immediately preceding  
the commencement of the pregnancy leave. In the case of a Part-Time Nurse,  
such weekly rate of pay will be multiplied by the fraction obtained from dividing the  
Nurse’s hours paid averaged over the preceding twenty-six (26) weeks by the  
regularly scheduled full-time hours of work for the Nurse’s classification. For the  
purposes of this calculation the hours used for a Part-Time Nurse shall be the  
actual hours paid, or the hours based on the current appointment status of the  
Part-Time Nurse as a percentage of full-time hours, whichever is greater.  
(
(
d)  
e)  
Where a Nurse becomes eligible for a salary increment or pay increase during the  
benefit period, benefits under the S.E.B. plan will be adjusted accordingly.  
The Employer will not reimburse the Nurse for any amount she is required to remit  
to Human Resources Development Canada, where her annual income exceeds  
one and one-half (1½) times the maximum yearly insurable earnings under the  
Employment Insurance Act.  
13.05 Parental and Adoption Leave  
Shall refer to the following leaves which include female biological parents, male biological  
parents, male adoptive parents and female adoptive parents:  
(
a)  
The parental leave of a Nurse who has taken pregnancy/birth leave and whose  
newborn child or children arrive in the Nurse’s home during pregnancy/birth leave,  
(
i)  
shall begin immediately upon the exhaustion of the pregnancy/birth  
allowance without the Nurse’s returning to work; and  
74  
(
(
ii)  
shall end not later than sixty one (61) weeks after the parental leave began  
as determined by the Nurse.  
iii)  
In no case shall the combined pregnancy/birth and parental/adoption  
leaves to which Nurse is entitled exceed a maximum of seventy eight (78)  
weeks.  
(
b)  
The parental leave for a Nurse who becomes a parent of one or more children  
through the birth of the child or children, other than a parent for whom provision is  
made in Article 13.05(a),  
(
(
i)  
shall begin on such date coinciding with or after the birth of the child as the  
Nurse determines; and  
ii)  
shall end not later than seventy eight (78) weeks after the child or children  
first arrive in the Nurse’s home.  
(
c)  
A Nurse who becomes a parent of one or more children through the placement of  
the child or children in the care of the Nurse for the purpose of adoption of the child  
or children is entitled to a leave of absence of up to seventy eight (78) weeks. This  
leave:  
(
(
i)  
shall begin on a date coinciding with the arrival of the child or children in  
the Nurse’s home; and  
ii)  
shall end not later than seventy eight (78) weeks after the leave began.  
13.06 Parental and Adoption Leave Allowance  
(
a)  
A Nurse entitled to parental or adoption leave under the provisions of this  
Agreement, who provides the Employer with proof that she/he has applied for and  
is eligible to receive employment insurance (E.I.) benefits pursuant to the  
Employment Insurance Act, 1996, shall be paid an allowance in accordance with  
the Supplementary Employment Benefit (S.E.B.) Plan.  
75  
(
b)  
In respect to the period of parental or adoption leave, payments made according  
to the S.E.B. Plan will consist of the following:  
(
i)  
Where the Nurse is subject to a waiting period of one (1) week before  
receiving E.I. benefits, payments equivalent to seventy-five percent (75%)  
of her/his weekly rate of pay for each week of the one (1) week waiting  
period, less any other earnings received by the Nurse during the benefit  
period;  
(
ii)  
Where the Nurse has served the one (1) week waiting period in Article  
13.06 (b) (i) one (1) additional payment equivalent to the difference between  
the weekly E.I. benefit, the Nurse is eligible to receive and ninety-three  
percent (93%) of their weekly rate of pay, less any other earnings received  
by the Nurse during the benefit period which may result in a decrease in  
the E.I. benefits to which the Nurse would have been eligible if no other  
earnings had been received during that period; and  
(
iii)  
Up to a maximum of ten (10) additional weeks,  
c.  
d.  
where the Nurse is in receipt of Standard E.I. Parental Benefits, the  
payments will be equivalent to the difference between the weekly  
Standard E.I. Parental Benefits the Nurse is eligible to receive and  
ninety-three per cent (93%) of the Nurse’s weekly rate of pay;  
where the Nurse is in receipt of Extended E.I. Parental Benefits, the  
payments will be equivalent to the difference between the Weekly  
Standard E.I. Benefits the Nurse would have been eligible to  
receive and ninety-three percent (93%) of the Nurse’s weekly rate  
of pay;  
(
(
c)  
d)  
For the purposes of this article, “Standard E.I. Parental Benefits” means the E.I.  
benefits paid to a Nurse who is taking a parental leave of up to thirty-five (35)  
weeks and “Extended E.I. Parental Benefits” means the E.I. benefits paid to a  
Nurse who is taking a parental leave greater than thirty-five (35) weeks.  
For the purposes of this allowance, a Nurse’s weekly rate of pay will be one-half  
(
½) the bi-weekly rate of pay to which the Nurse is entitled for her level on the  
increment scale and her position or classification on the day immediately preceding  
the commencement of the adoption leave. In the case of a Part-Time Nurse, such  
weekly rate of pay will be multiplied by the fraction obtained from dividing the  
Nurse’s hours paid averaged over the preceding twenty-six (26) weeks by the  
regularly scheduled full-time hours of work for the Nurse’s classification. For the  
76  
purposes of this calculation the hours used for a Part-Time Nurse shall be the  
actual hours paid, or the hours based on the current appointment status of the  
Part-Time Nurse as a percentage of full-time hours, whichever is greater.  
(
e)  
f)  
Where a Nurse becomes eligible for a salary increment or pay increase during the  
benefit period, payments under the S.E.B. Plan will be adjusted accordingly.  
(
The Employer will not reimburse the Nurse for any amount she/he is required to  
remit to Human Resources Development Canada where her/his annual income  
exceeds one and one-half (1½) times the maximum yearly insurable earnings  
under the Employment Insurance Act.  
13.07 Pregnancy/Birth and Parental and Adoption Leave Deferral  
If a Nurse is entitled to pregnancy/birth or parental, or adoption leave and the child to  
whom the leave relates is hospitalized for a period exceeding or likely to exceed one (1)  
week, the Nurse is entitled to return to and resume work and defer the unused portion of  
leave until the child is discharged from the hospital, upon giving the Employer reasonable  
notice.  
13.08 Return to Work  
A Nurse on pregnancy/birth or parental, or adoption leave must provide a minimum of four  
(
4) weeks notice of his or her intended date to return to work, or such shorter period of  
notice as mutually agreed between the Employer and the Nurse. When a Permanent  
Nurse reports for work upon the expiration of pregnancy/birth or parental, or adoption  
leave, the Permanent Nurse shall resume work in the position held by the Nurse  
immediately before the leave began or where that position is eliminated in a comparable  
position within the site. When a Casual Nurse reports for work upon the expiration of  
pregnancy/birth or parental, or adoption leave, the Casual Nurse shall return to Casual  
status. A Nurse shall be entitled to the appropriate level on the increment scale and  
benefits, with no loss of benefits accrued to the commencement of the leave.  
13.09 Service and Seniority Continuation  
While on pregnancy/birth or parental, or adoption leave, a Nurse shall continue to accrue  
and accumulate Service and Seniority credits at the same rate as before the leave for the  
77  
duration of the leave and the Nurse’s Service and Seniority shall be deemed to be  
continuous. This provision is not applicable to a Casual Nurse.  
13.10 Group Benefit Plan Continuation  
While a Nurse is on pregnancy/birth or parental, or adoption leave, the Employer shall  
permit the Nurse to continue participation in the Medical, Extended Health, Group Life and  
any other Employee benefit plan including LTD and Pension Plans (subject to the eligibility  
provisions of the Plans) provided the Nurse agrees to pay the Nurse’s share of the benefit  
premium contribution.  
In this circumstance, the Employer shall continue to pay the Employer share of the  
premium contribution for the seven (7) week period of the Pregnancy/Birth Leave and/or  
the ten (10) week period of the Parental or Adoption Leave. In no case will the Employer  
be responsible for cost-sharing of premiums beyond seventeen (17) weeks.  
Following this period, the Nurse shall be responsible to pay both the Employer and the  
Nurse’s shares of the premium costs to maintaining such coverage for the remainder of  
the Leave of Absence.  
The Employer shall notify the Nurse of the option and the date beyond which the option  
referred to in this Article may no longer be exercised at least ten (10) days prior to the last  
day on which the option could be exercised to avoid an interruption of benefits.  
Where the Nurse opts in writing to maintain the benefit plans referred to in this Article, the  
Nurse shall enter into an arrangement with the Employer to pay the cost required to  
maintain the benefit plans, including the Employer’s share thereof, and the Employer shall  
process the documentation and payments as arranged.  
13.11 Special Leave – Birth  
Where a Nurse’s spouse gives birth to a child, the Nurse shall be granted special leave  
without loss of regular pay up to a maximum of fifteen (15) scheduled hours during the  
confinement of the mother. This leave may be divided into periods and granted on  
separate days.  
78  
13.12 Special Leave - Adopted Child  
Special leave with pay up to a maximum of fifteen (15) scheduled hours shall be granted  
to a Nurse when an adopted child arrives in the Nurse’s home. This leave may be divided  
into periods and granted on separate days.  
13.13 Bridging of Service  
A Permanent Nurse with more than three (3) years Service may terminate her or his  
employment as a result of a decision to raise a child and if re-employed with the Employer  
shall retain Service recognition provided that:  
(
(
a)  
b)  
The Nurse must advise the Employer in writing that the reason for the termination  
of employment is to raise a child.  
If the Nurse is re-employed as a Permanent Nurse within two (2) years of her or  
his termination date, she or he will have the previous Service with the Employer  
recognized as at the date of termination for the purposes of placement on the  
appropriate level on the increment scale as set out in Article 8.00 and vacation  
accrual rate as set out in Article 10.00.  
(
(
c)  
d)  
No Service, Seniority, or benefits will accumulate during the period of termination  
to raise a child. Seniority shall be counted up to the leave and after the leave.  
The Nurse cannot have been employed by any other employer for anytime during  
this period. If so employed the Nurse shall not be entitled to the benefits of this  
provision.  
ARTICLE 14: GRIEVANCE AND ARBITRATION PROCEDURE  
14.00 Grievances  
(
a)  
A Nurse(s) who feels treated unjustly or feels aggrieved by any action or lack  
of action by the Employer shall first discuss the matter with the Nurse’s  
immediate management supervisor no later than twenty-five (25) days after the  
date on which the Nurse became aware of the action or circumstance. The  
79  
Nurse(s) may have a Steward present if so desired.  
(b)  
(c)  
(d)  
The supervisor shall answer the dispute within five (5) days of the discussions  
unless the Union agrees to extend this time limit.  
When any dispute cannot be settled by the foregoing informal procedure, it shall  
be deemed to be a "grievance" and the supervisor shall be notified accordingly.  
In each of the following steps of the grievance procedure, a meeting or meetings  
with the Union representative named in the grievance and the Employer’s  
designated representative, shall be arranged at the earliest mutually agreeable  
time, and not later than the time limit provided for in the applicable step of the  
grievance procedure, if requested by either party. Where a meeting or  
meetings are not requested by either party, the Employer shall provide a  
response to the grievance, as outlined in the grievance procedure below.  
14.01 Union Approval  
Where the grievance relates to the interpretation or application of this Collective  
Agreement, the Nurse is not entitled to present the grievance unless the Nurse has  
the approval in writing of the Union or is represented by the Union.  
14.02 Grievance Procedure:  
The following grievance procedure shall apply:  
Step 1  
If the Nurse(s) or the Union is not satisfied with the decision of the immediate  
management supervisor, the Nurse(s) may within ten (10) days of having received  
the supervisor's answer, present the grievance in writing to the supervisor. Failing  
satisfactory settlement within five (5) days from the date on which the grievance  
was submitted at Step 1 of the grievance procedure, the grievance may be submitted  
to Step 2.  
Step 2  
Within five (5) days from the expiration of the five (5) day period referred to in Step  
1, the grievance may be submitted in writing either by personal service, email or by  
80  
registered or certified mail to Employer’s designate at Step 2 of the grievance  
procedure. Failing satisfactory settlement within ten (10) days from the date on which  
the grievance was received at Step 2, the grievance may be submitted to Step 3.  
Step 3  
Within five (5) days from the expiration of the ten (10) day period referred to in Step 2, the  
grievance may be submitted in writing to the Employer’s designate for the area in  
which the grievance arose accompanied by any proposed settlement of the grievance  
and any replies at Step 1 and Step 2. The Employer’s designate for the area in which the  
grievance arose shall attend, either in person or electronically, at the grievance meeting,  
unless mutually agreed otherwise, and shall reply to the grievance in writing within  
fifteen (15) days from the date the grievance was submitted to Step 3.  
14.03 Grievance Mediation  
Where the parties have been unsuccessful in resolving the matter through the grievance  
procedure, the parties may jointly submit the matter to the Department of Labour and  
Advanced Education’s Grievance Mediation Program or such other mediation option as  
is agreeable to the parties. It is understood that grievance mediation is a voluntary  
program and that arbitration remains an option should the grievance remain unresolved  
after grievance mediation.  
14.04 Union Referral to Arbitration  
Failing satisfactory settlement at Step 3 or upon expiration of the fifteen (15) day period  
referred to in Step 3 of the grievance procedure, the Union may refer the grievance  
to arbitration under Article 14.12.  
14.05 Union Representation  
In any case where the Nurse(s) presents their grievance in person or in any case in which  
a hearing is held on a grievance at any level, the Nurse(s) shall be accompanied by a  
representative of the Union.  
14.06 Time Limits  
In determining the time in which anystep under the foregoing proceedings or under Article  
14.12 is to be taken, Saturdays, Sundays, and recognized holidays shall be excluded.  
81  
14.07 Amending of Time Limits  
The time limits set out in the grievance procedure or under Article 14.12 may be extended  
by mutual consent of the parties to this Agreement.  
14.08 Termination of Employment  
A Nurse who has been dismissed, may file a grievance, supported by the Union at Step 3  
of the process to the Employer’s designate within ten (10) working days of the notification  
to a Representative of the Union of the dismissal.  
14.09 Policy Grievance  
Where either party disputes the general application or interpretation of this Agreement,  
the dispute may be discussed with the Employer’s Vice-President responsible for  
Human Resources, or such person designated by that individual, or the Union, as the  
case may be. Where no satisfactory agreement is reached, the dispute may be  
resolved pursuant to Article 14.12. This section shall not apply in cases of individual  
grievances.  
14.10 Sexual Harassment and Personal Harassment  
Cases of sexual harassment and personal harassment as defined by the protected  
characteristics set out in Article 18 shall be considered as discrimination and a matter for  
grievance and arbitration. Such grievances may be filed by the aggrieved Nurse and/or  
the Union at Step 3 of the grievance procedure and shall be treated in strict confidence  
by both the Union and the Employer.  
14.11 Pre-Hearing Disclosure  
The Arbitrator or Arbitration Board has the power to order pre-hearing disclosure of  
relevant documents at the request of one party to the Arbitration with notice to the other  
affected party.  
14.12 Notification of Referral to Arbitration  
82  
Either of the parties may, after exhausting the grievance procedure, notify the other  
party within ninety (90) days of the receipt of the reply at Step 3 or such reply being  
due, of its desire to refer the grievance to arbitration pursuant to the provisions of the  
Trade Union Act and this Agreement.  
14.13 Referral to Arbitration  
Such notification shall specify the party’s choice of whether it wishes to utilize the  
regular arbitration procedure or the expedited arbitration procedure, as provided for  
within this Article. In the event that a grievance is submitted to the regular arbitration  
process, it shall be heard by a single arbitrator, unless either party requests that it be  
heard by a three-member arbitration board.  
14.14 Relief Against Time Limits  
The time limit for the initial submission of the written grievance under Article 14.02  
is mandatory. Subsequent time limits are directory and the arbitration board or single  
arbitrator shall be able to overrule a preliminary objection that the time limits are missed  
from Step 2 onward, providing that the board or arbitrator is satisfied that the grievance  
has been handled with reasonable dispatch and the Employer’s position is not  
significantly prejudiced by the delay.  
14.15 Regular Arbitration Procedure  
(
a)  
Single Arbitrator  
If the grievance is to be heard by a single arbitrator and the Union and the  
Employer fail to agree upon the appointment of the arbitrator within five (5) days of  
notice of arbitration in accordance with Article 14.12, the appointment shall be made by  
the Minister of Labour for Nova Scotia.  
(
b)  
Arbitration Board  
If the grievance is to be heard by a three-member arbitration board, the Union and the  
Employer shall each appoint a member of the arbitration board within five (5) days of  
notice of arbitration in accordance with Article 14.12. Should the appointed members  
fail to agree upon the appointment of a chair within five (5) days of their appointment,  
the Minister of Labour for Nova Scotia shall appoint the chair.  
83  
(
c)  
Arbitration Procedure  
The arbitration board or single arbitrator shall render a decision in as short a time as  
possible. With due regard to the wishes of the parties, the decision shall, in the normal  
course be handed down within a maximum of fourteen (14) days from the appointment  
of the chair or single arbitrator.  
14.16 Expedited Arbitration Procedure  
(
a)  
Eligibility For Utilization  
By mutual agreement, the parties may agree to have any grievance referred to  
expedited arbitration in accordance with the procedures set out herein.  
(
b)  
Rules of Procedure  
By referring any specific grievance to be dealt with in the expedited arbitration  
procedure it is understood and agreed that the matter is to be dealt with in accordance  
with the Rules of Procedure attached to this Agreement as Appendix “ L”.  
14.17 Arbitration Award  
All arbitration awards shall be final and binding as provided by Section 42 of the Trade  
Union Act. An arbitrator may not alter, modify or amend any part of this Agreement, but  
shall have the power to modify or set aside any unjust penalty of discharge, suspension  
or discipline imposed by the Employer on an Nurse.  
14.18 Arbitration Expenses  
Each party shall pay the fees and expenses of its appointed member and one-half the  
fees and expenses of the chair or single arbitrator.  
84  
ARTICLE 15: STAFF DEVELOPMENT  
15.00 Letter of Appointment  
A Nurse, upon hiring or change of status, shall be provided with an electronic  
statement of the Nurse’s classification and employment status, including designation  
as to the percentage of full-time hours, and pay scale applicable to the Nurse’s position.  
A Nurse may request apaper copyintheeventtheNurse does not haveregularcomputer  
access.  
15.01 Position Descriptions  
(
(
a)  
b)  
A Nurse shall have access to a copy of her or his current position descriptions.  
Copies of all current position descriptions shall be forwarded to the Union upon  
signing of this agreement. Thereafter, all new and revised position descriptions  
shall be provided to the Union within fifteen (15) days of revision.  
15.02 Orientation  
The Employer shall provide planned and paid Orientation Programs of such content and  
duration as it deems appropriate taking into consideration the needs of the Employer and  
the Nurses involved.  
Such Nurses will not be considered part of core staffing during their Orientation Program  
nor will they be provided with primary assignments.  
15.03 Voluntary Continuous Learning  
(
a)  
The Employer and the Nurses recognize the importance of continuous learning  
and to that end, education programs shall be identified by the Employer in  
consultation with the Nurses and the Nurses will make every reasonable attempt  
to participate in these voluntary education programs.  
85  
(
a)  
The Employer will arrange for the presentation of the voluntary education programs  
in such a way as to maximize availability to the Nurses and minimize cost and  
disruption to the Nurse and the Employer.  
ARTICLE 16: HEALTH AND SAFETY  
16.00 Health and Safety Provisions  
The Employer shall continue to make and enforce provisions for the occupational health,  
safety, and security of Nurses. The Employer will respond to suggestions on the  
subject from the Union and the parties undertake to consult with a view to adopting and  
expeditiously carrying out reasonable procedures and techniques designed or intended  
to prevent or reduce the risk of employment injury and employment-related chronic  
illness.  
16.01 Occupational Health and Safety Act  
The Employer, the Union, and the Nurses recognize they are bound by the provisions of  
the Occupational Health and Safety Act, S.N.S. 1996, c.7, and appropriate federal acts  
and regulations. Any breach of these obligations may be grieved pursuant to this  
Agreement.  
16.02 Joint Occupational Health and Safety Committee  
(m)  
The Employer shall establish and maintain one (or more) Joint Occupational  
Health and Safety Committee(s) as provided for in the Occupational Health and  
Safety Act.  
(
(
n)  
o)  
The committee(s) shall consist of such number of persons as may be agreed to  
by the Employer and the Union.  
At least one-half of the members of the committee shall be Nurses at the  
workplace who are not connected with the management of the workplace and  
the Employer may choose up to one-half of the members of the committee  
if the Employer wishes to do so.  
(
p)  
The Nurses on the committee are to be determined by the Nurses they  
represent or designated by the Union that represents the Nurses.  
86  
(
q)  
r)  
The committee shall meet at least once each month unless:  
(
(
i)  
ii)  
a different frequency is prescribed by the regulation; or  
the committee alters the required frequency of meetings in its rules  
of procedure.  
(
Where the committee alters the required frequency of meetings by its rules  
of procedure and the Director of Occupational Health and Safety Division of  
the Nova Scotia Department of Labour (hereinafter in this Article referred to as  
the “Director”) is not satisfied that the frequency of meetings is sufficient to  
enable the committee to effectively perform its functions, the frequency of the  
meetings shall be as determined by the Director.  
(
s)  
A Nurse who is a member of the committee is entitled to such time off from work  
as is necessary to attend meetings of the committee, to take any training  
prescribed by the regulations and to carry out the Nurse’s functions as a  
member of the committee, and such time off is deemed to be work time for which  
the Nurse shall be paid by the Employer at the applicable rate.  
(t)  
The committee shall establish its own rules of procedure and shall adhere to  
the applicable regulations.  
(
u)  
Unless the committee determines another arrangement for chairing the  
committee in its rules of procedure, two of the members of the committee shall  
co-chair the committee, one of whom shall be selected by the members who  
represent Nurses and the other of whom shall be selected by the other members.  
(
(
v)  
The rules of procedure established pursuant to Article 16.02(h) shall include  
an annual determination of the method of selecting the person or persons who  
shall:  
(
(
i)  
ii)  
chair the committee; and  
hold the position of the chair for the coming year.  
w)  
Where agreement is not reached on:  
(
(
(
i)  
ii)  
iii)  
the size of the committee;  
the designation of Nurses to be members; or  
rules of procedure;  
the Director shall determine the matter.  
87  
(
x)  
It is the function of the committee to involve the Employer and Nurses together  
in occupational health and safety in the workplace, and without restricting the  
generality of the foregoing, includes:  
(
(
(
(
i)  
the cooperative identification of hazards to health and safety and  
effective system to respond to the hazards;  
ii)  
iii)  
iv)  
the cooperative auditing of compliance with health and  
safety requirements in the workplace;  
receipt, investigation, and prompt disposition of matters and  
complaints with respect to workplace health and safety;  
participation in inspections, inquiries and investigations concerning  
the occupational health and safety of the Nurses and, in particular,  
participation in an inspection referred to in Section 50 of the Occupational  
Health and Safety Act;  
(
(
v)  
advising on individual protective devices, equipment, and clothing that,  
complying with the Occupational Health and Safety Act and the  
Regulations, are best adapted to the needs of the Nurses;  
vi)  
advising the Employer regarding a policy or program required pursuant  
to the Occupational Health and Safety Act or the Regulations and  
making recommendations to the Employer, the Nurses, and any person  
for the improvement of the health and safety of persons at the workplace;  
(
(
vii)  
maintaining records and minutes of committee meetings in a form  
and manner approved by the Director and providing committee  
members with a copy of these minutes and providing an officer with  
a copy of these records or minutes on request. Both chairpersons  
will sign the minutes unless there is a dispute over their contents, in  
which case the dissenting co-chairperson will indicate in writing the  
source of this disagreement; and  
viii) performing any other duties assigned to it:  
(
(
1)  
2)  
by the Director;  
by agreement between the Employer and the Nurses or the  
Union; or  
(
3)  
as are established by the Regulations of the Occupational  
Health and Safety Act.  
88  
16.03 Right to Refuse Work and Consequences of Refusal  
(
a)  
Any Nurse may refuse to do any act at the Nurse’s place of employment where  
the Nurse has reasonable grounds for believing that the act is likely to endanger  
the Nurse’s health or safety or the health or safety of any other person until:  
(
(
(
i)  
the Employer has taken remedial action to the satisfaction of the  
Nurse;  
ii)  
iii)  
the committee has investigated the matter and unanimously advised  
the Nurse to return to work; or  
an officer appointed under the Occupational Health and Safety Act has  
investigated the matter and has advised the Nurse to return to work.  
(
b)  
Where a Nurse exercises the Nurse’s right to refuse to work pursuant to Article  
6.03(a), the Nurse shall:  
1
(
(
i)  
immediately report it to the supervisor;  
ii)  
where the matter is not remedied to the Nurse’s satisfaction, report it to  
the committee or the representative, if any; and  
(
iii)  
where the matter is not remedied to the Nurse’s satisfaction after the  
Nurse has reported pursuant to Article 16.03(b)(i) and (ii), report it to the  
Occupational Health and Safety Division of the Department of Labour.  
(
(
c)  
d)  
At the option of the Nurse, the Nurse who refuses to do any act pursuant to  
Article 16.03(a) may accompany an Occupational Health and Safety officer or  
the committee or representative, if any, on a physical inspection of the workplace,  
or part thereof, being carried out for the purpose of ensuring others understand  
the reasons for the refusal.  
Notwithstanding Subsection 50 (8) of the Occupational Health and Safety Act, a  
Nurse who accompanies an Occupational Health and Safety officer of the  
Department of Labour, the committee or a representative, as provided in Article  
16.03(c), shall be compensated in accordance with Article 16.03(g), but the  
compensation shall not exceed that which would otherwise have been payable  
for the Nurse’s regular or scheduled working hours.  
89  
(
(
(
e)  
Subject to this Agreement, and Article 16.03(c), where a Nurse refuses to do work  
pursuant to Article 16.03(a), the Employer may reassign the Nurse to other  
work and the Nurse shall accept the reassignment until the Nurse is able to  
return to work pursuant to Article 16.03(a).  
f)  
Where a Nurse is reassigned to other work pursuant to Article 16.03 (e), the  
Employer shall pay the Nurse the same wages or salary and grant the Nurse  
the same benefits as would have been received had the Nurse continued  
in the Nurse’s normal work.  
g)  
Where a Nurse has refused to work pursuant to Article 16.03(a) and has not  
been reassigned to other work pursuant to Article 16.03 (e), the Employer shall,  
until Article 16.03 (a)(i), (ii) or (iii) is met, pay the Nurse the same wages or  
salary and grant the Nurse the same benefits as would have been received had  
the Nurse continued to work.  
(
(
h)  
i)  
A reassignment of work pursuant to Article 16.03(e) is not a discriminatory act  
pursuant to Section 45 of the Occupational Health and Safety Act.  
A Nurse may not, pursuant to this Article, refuse to use or operate a machine or  
thing or to work in a place where:  
(
(
i)  
the refusal puts the life, health or safety of another person directly  
in danger; or  
ii)  
the danger referred to in Article 16.03 (a) is inherent in the work of the  
Nurse.  
16.04 Restriction on Assignment of Work Where Refusal  
Where a Nurse exercises the Nurse’s right to refuse to work pursuant to Article 16.03(a),  
no Nurse shall be assigned to do that work until the matter has been dealt with under  
that Article, unless the Nurse to be so assigned has been advised of:  
(
(
a)  
b)  
the refusal by another Nurse;  
the reason for the refusal; and  
90  
(
c)  
the Nurse’s rights pursuant to Article 16.03.  
16.05 First-Aid Kits  
The Employer shall provide an area, equipped with a first-aid kit, for the use of  
Nurses taken ill during working hours.  
16.06 Protection of Pregnant Nurses  
A pregnant Nurse who works with machinery or equipment which may pose a threat to  
the health of either the pregnant Nurse or her unborn child, may request a job  
reassignment for that period by forwarding a written request to the Nurse’s immediate  
management supervisor along with a satisfactory certificate from a duly qualified medical  
practitioner justifying the need for such reassignment. Upon receipt of the request, the  
Employer, where possible, will reassign the pregnant Nurse to an alternate position  
and/or classification or to alternate duties with the Employer.  
16.07 Protective Clothing  
Where conditions of employment are such that a Nurse’s clothing may be contaminated,  
or where a Nurse’s clothing may be damaged, the Employer shall provide protective  
clothing (smocks, coveralls, lab coats, or similar overdress) and shall pay for their  
laundering.  
16.09 Nurse Safety and Security Measures  
(
d)  
No form of abuse of a Nurse will be condoned. Every reasonable effort will be made  
to rectify an abusive situation.  
(
e)  
f)  
The Employer shall provide security measures at the Emergency Department  
during the evening, night and weekend shifts.  
(
Further, no Nurse shall be assigned to work without another Nurse or employee  
present in the Work Site. This provision is not applicable to a Primary Health Care  
Nurse Practitioner. However, the Parties recognize the importance of on the job  
safety. All Primary Health Care Nurse Practitioners are encouraged to bring any  
safety and/or security issues to the attention of the Employer and, if not resolved,  
to the Joint Occupational Health and Safety Committee.  
91  
ARTICLE 17: WORKLOAD  
17.00 (a)  
The Employer agrees to make every effort to maintain or improve safe standards  
of patient care.  
(
b)  
Nurses assess acuity and status of their patient assignments.  
17.01 (a)  
A Nurse who believes that adequate and safe care of patients cannot be provided  
because of that Nurse’s workload, shall bring the matter to the attention of the  
immediate Supervisor, or where appropriate, the Supervisor’s Designate. If the  
matter is not satisfactorily resolved, the Nurse may file a written report (Clinical  
Capacity Report) which is attached at Appendix “F” which shall be submitted to the  
Nurse’s Manager within 72 hours of the Nurse identifying the concern.  
The Manager will meet with the Nurse to discuss the matter within five (5) working  
days of receiving the Clinical Capacity Report. The Manager will provide a written  
response (Clinical Capacity Follow-up Report) to the Nurse within ten (10) working  
days of receiving the Nurse’s Report.  
After full completion, the form shall be distributed to the listed parties.  
(
b)  
Failing resolution of the complaint by the Manager, the Nurse may then refer the  
matter to the Labour Management Committee as set out in Article 28.  
(
c)  
The Labour Management Committee shall meet as soon as possible to hear and  
attempt to resolve the complaint to the satisfaction of both Parties. The LMC shall  
provide a written response to the Nurse within ten (10) working days of the  
meeting.  
(
d)  
Where the matter is not satisfactorily resolved under (c) above, or the LMC has  
received more than ten (10) Clinical Capacity Reports related to separate incidents  
from a unit in one month, a report with a recommendation shall be forwarded by  
the Labour Management Committee to the Employer’s senior management team.  
The CEO/designate shall provide a written response as quickly as possible.  
92  
(
e)  
If the response of the CEO/Designate is not satisfactory to the LMC, the matter  
shall be referred to an Independent Assessment Committee (I.A.C.) comprised of  
equal members from the Employer and the Union.  
The I.A.C. will review the matter and make recommendations to the Employer,  
copied to the Union.  
ARTICLE 18: PROHIBITION OF DISCRIMINATION  
1
8.00 The Employer and the Union agree that all Nurses will be protected against discrimination  
respecting their human rights and employment in all matters including age, race, colour,  
religion, creed, sex, sexual orientation, pregnancy, physical disability, mental disability,  
illness or disease, ethnic, national or aboriginal origin, family status, marital status, source  
of income, political belief, affiliation or activity, membership in a professional association,  
business or trade association, Employers' organization or Employees' organization,  
physical appearance, residence, or, the association with others similarly protected, or any  
other prohibition of the Human Rights Act of Nova Scotia.  
1
8.01 The Employer and the Union recognize their respective obligations to accommodate a  
disabled Nurse to the point where it is impossible to do so without undue hardship. A  
disabled Nurse has a duty to cooperate and assist the Employer and the Union in  
developing a suitable accommodation.  
ARTICLE 19: RETIREMENT ALLOWANCE  
1
9.00 A Nurse who retires because of age, or mental or physical incapacity, in accordance with  
the terms of the Canada Pension Plan or the NSHEPP Pension or the Provincial  
Superannuation Pension Plan, shall be granted a Retirement Allowance the equivalent of  
one (1) week of pay for each complete year of Service (as defined in Article 4.24) to a  
maximum of twenty-six (26) weeks pay.  
1
9.01 The hourly rate which shall be used to calculate the amount of Retirement Allowance in  
accordance with this Article shall be the highest regular hourly rate of the regular  
classification held by the Nurse prior to the termination of employment. In the event of the  
death of a Nurse, the retirement allowance shall be calculated as if he/she had retired on  
his/her date of death and it shall be paid:  
93  
(
(
a)  
b)  
To the Nurse’s named beneficiary or beneficiaries under the Group Life Insurance  
plan; or  
To his/her estate if there is no such beneficiary.  
1
9.02 A complete year shall mean 1950 regular hours paid. Nurses working less than Full-Time  
during their employment shall have their retirement allowance calculated in accordance  
with Article 19.00. However, years of service for the purpose of this calculation only, will  
be deemed to be to the total of the regular hours paid during their employment divided by  
1950. Only completed years will be used to determine the Retirement Allowance. If the  
Nurse is working 70 hours bi-weekly the completed year shall be 1820.  
1
1
1
9.03 Full-Time Nurses who were under the Civil Service prior to the amalgamation and who  
remained with the superannuation pension plan, shall remain in the Plan until retirement  
or voluntary withdrawal or upon leaving their Full-Time employment with the Employer.  
9.04 The Employer shall request on an annual basis that representatives of the applicable  
Pension Plan are available in person or through alternative communication methods for  
Nurses to obtain information about the terms of the Pension Plan.  
9.05 Work After Retirement  
The Employer shall advise all Nurses who are seeking retirement about the possibility of  
returning to work as a Casual Nurse or a Permanent Part-Time Nurse while at the same  
time being in receipt of pension benefits in accordance with the provisions of the applicable  
Pension Plan.  
19.06 Nurse Retention Bonus  
The Employer will provide a Retention Bonus to eligible Nurses who agree to remain  
employed for the following twelve (12) months. The Retention Bonus shall be equal to two  
percent (2%) of the gross annual base earnings (exclusive of any premiums). The  
Retention Bonus will be paid following the completion of the twelve (12) month  
employment period. To be eligible a Nurse must be able to retire with an unreduced  
pension under the terms of the NSHEPP Pension Plan or the Provincial or Federal  
94  
Superannuation Pension. The Nurse must apply in writing to participate in the Retention  
Bonus. A Nurse may apply for and participate in second and subsequent years.  
19.07 Retiree Recruitment Incentive  
The Employer will provide a Recruitment Incentive of $500 per year to any retired Nurse  
who, after retirement, agrees to return to work for at least twenty-four (24) “relief” shifts in  
a 12 month period. The Casual Nurse must re-apply in writing in order to participate in  
the Incentive. The $500 will be paid to the Nurse after the completion of the minimum  
twenty-four (24) “relief” shifts. For clarity, the “relief” shifts must be shifts worked on a  
casual basis and does not include any “relief” shifts worked while holding a regular or  
temporary position with the Employer.  
19.08 Retiree Benefits  
Retired Nurses shall receive retiree benefits in accordance with the provisions of the  
predecessor collective agreements entered into between the Employer and the  
Constituent Unions of the Council.  
19.09 Public Services Sustainability (2015) Act  
(
(
c) Notwithstanding Article 19.00, the Public Services Sustainability (2015) Act  
requires the Employer to freeze the years of service used to calculate the amount  
of the Retirement Allowance, which shall be the years up to March 31, 2015.  
d) Nurses will have the option to obtain an early payout of their Retirement Allowance  
accrued up to March 31, 2015, or receive payout on death or retirement in  
accordance with the provisions of the collective agreement which applied to them  
as of March 31, 2015. If Nurses receive an early payout, the salary used to  
calculate the amount of the Retirement Allowance shall be the salary at October  
31, 2017. Otherwise, the salary will be based on the salary the Nurse is receiving  
at retirement or death. Nurses who wish to choose an early payout must opt to do  
so, in writing to the Employer, no later than one month after the Employer sends  
them notice of their eligibility for an early payout.  
ARTICLE 20: SICK LEAVE and LONG TERM DISABILITY  
20.00 Present Sick Benefits Continued  
Appendix A to the Mediation/Arbitration Agreement provides in part as follows:  
95  
The parties agree that in the event they are unable to agree on terms for sick  
benefits and retiree benefits for Employees, the mediator/arbitrator shall award  
income protection for Employees who are unable to perform their duties of  
illness or injury and retiree benefits on the following basis:  
STATUS QUO for sick benefits and retiree benefits:  
b)  
“Employees who are unable to perform their duties because of  
illness or injury shall be granted sick leave with pay or general  
leave for sickness and short-term illness benefits in accordance  
with the provisions established for their work location under the  
predecessor collective agreements entered into between the  
District Health Authorities or IWK with the constituent Unions of  
the Councils.”  
Accordingly, the income protection for Nurses who are unable to perform their duties  
because of illness or injury are contained in the following:  
APPENDIX “J”  
APPENDIX “K”  
NSNU ACUTE CARE (DHA’s1-9, IWK)  
NSGEU in IWK  
ARTICLE 21: SUCCESSOR RIGHTS  
21.00 The provisions of Section 31 of the Trade Union Act of Nova Scotia shall apply where the  
employer sells or transfers its business or part of its business and the employer shall make  
best efforts:  
(
(
a)  
b)  
to continue the employment of all Nurses in the Bargaining Unit with the successor  
employer without break or interruption;  
to have all periods of employment recognized as Service with the successor  
employer and for all purposes to have Seniority rights of Nurses preserved and  
continued unaffected by the transfer or sale;  
(
c)  
to have the successor employer bound by all accrued rights or other rights of  
Nurses arising under the Agreement prior to the sale or transfer;  
96  
(
d)  
to have the Collective Agreement continue in force.  
2
1.01 In the event any services are transferred from one employer to another employer and such  
a transfer of services is not subject to the Transfer of Business and Successor Rights  
provisions of the Trade Union Act of Nova Scotia; the employer, the successor employer  
and the Union will meet on behalf of the affected Nurses to provide information as to the  
impact of the transfer or sale on such Nurses.  
ARTICLE 22: TERMINATION OF EMPLOYMENT  
A. RESIGNATION  
22.00 Notice of Resignation  
(a)  
If a Nurse desires to terminate employment, the Nurse shall endeavor to forward a  
letter of resignation to the Employer four (4) weeks prior to the effective date of  
termination, and in any event, not less than two (2) weeks prior to the effective  
date of termination, provided however the Employer may accept a shorter period  
of notice.  
(
b)  
When a Nurse resigns, is discharged, retires or dies, the Nurse or the estate shall  
receive payment in proportion to any unused vacation leave credits, holiday leave  
credits and overtime lieu time credits, computed as of the last day of employment.  
The Employer is entitled to withhold any monies owed to the Employer from any  
accrued benefits.  
22.01 Absence Without Permission  
(
c)  
A Nurse who is absent from employment without permission for ten (10)  
consecutive days, shall be deemed to have resigned the Nurse’s position effective  
the first day of the absence.  
(
d)  
The Nurse may be reinstated if the Nurse establishes to the satisfaction of the  
Employer, that the absence arose from a cause beyond the Nurse’s control and  
it was not possible for the Nurse to notify the Employer of the reason for the  
absence.  
97  
22.02 Acknowledgment of Letters of Resignation  
Receipt of letters of resignation shall be acknowledged by the Employer in writing.  
22.03 Withdrawal of Resignation  
A Nurse who has terminated employment through resignation, may withdraw the  
resignation within three (3) days of the time it was submitted to the Employer.  
22.04 Just Cause  
A Nurse who has completed the probationary period may be disciplined or dismissed, but  
only for just cause except that a Casual Nurse may also be dismissed where the Employer  
determines there is a lack of work or an unreasonable lack of availability on the part of the  
Casual Nurse.  
B.  
DISCIPLINE  
22.05 (a)  
If a Nurse is disciplined by the Employer, the Nurse shall be advised  
in writing of the reason(s) for the disciplinary action.  
(
(
b)  
c)  
If the Nurse is to be suspended or dismissed for cause by the Employer, the Nurse,  
a Labour Relations Representative of the Union and the President of the Local  
Union shall be advised in writing of the reason(s) for the action.  
The discontinuance of the assignment of shifts to a Casual Nurse shall not be  
deemed disciplinary.  
22.06 (a)  
Should the Employer determine that a Nurse is to be advised in person of a  
disciplinary action (not including a suspension or termination) then the Nurse may  
have a representative of the Local Union present.  
(
(
b)  
c)  
The Employer will give the Nurse and a representative of the Local Union  
reasonable advance notice of the meeting.  
The Employer will be notified prior to the meeting, of the Nurse’s intention to be  
accompanied by a representative of the Local Union.  
98  
(
(
d)  
e)  
Where circumstances warrant an immediate meeting, the meeting may proceed  
should a representative from the Local Union not be readily available.  
In the case of a suspension or termination, the Nurse may elect to have a  
representative of the Union present provided it is in accordance with the above  
noted process and corresponding stipulations.  
Disciplinary Record  
2
2.07 A Nurse who has been subject to disciplinary action other than suspension may, after  
twenty-four (24) months of continuous service from the date the disciplinary measure was  
invoked, request in writing that the performance file be cleared of any record of the  
disciplinary action. Such request shall be granted provided the Nurse’s file does not  
contain any further record of disciplinary action during the twenty-four (24) month period,  
of which the Nurse is aware. The Employer shall confirm in writing to the Nurse that such  
action has been effected.  
2
2.08 A Nurse who has been subject to a period of paid or unpaid suspension, may after five (5)  
years of continuous Service from the date of the suspension request in writing that the  
performance file be cleared of any record of suspension. Such request shall be granted  
provided the Nurse’s file does not contain any further record of disciplinary action during  
the five (5) year period, of which the Nurse is aware. The Employer shall confirm in writing  
to the Nurse that such action has been effected.  
ARTICLE 23: TRANSPORTATION, AMBULANCE ESCORT, AND AIR TRANSPORT  
23.00 Reimbursement for Travel Between 2400 and 0600  
A Nurse who is required to travel reasonable distances to or from work between 2400 and  
0600 hours shall be entitled to be reimbursed for actual transportation expenses incurred  
to a maximum of Ten Dollars ($10.00) each way per shift, or the kilometreage rate as per  
Article 23.03 to the above mentioned maximum.  
23.01 Reimbursement for Transportation To and From Meetings  
Staff shall be reimbursed for transportation to and from meetings or appointments that  
they are required to attend on the Employer’s business.  
99  
23.02 Nurses Providing Own Transportation  
Nurses providing their own transportation will be reimbursed at the kilometreage rate as  
per Article 23.03 to the above maximum.  
23.03 Kilometrage Rate  
Effective on the date of signing of this Collective Agreement the kilometreage rate shall  
be the base Provincial Civil Service rate as adjusted from time to time effective the date  
of the announcement of such change by government.  
23.04 Other Expenses  
(
a)  
The rates in this Article shall prevail in the event of conflict with the Employer's  
Travel Policy. Reasonable expenses incurred by Nurses for approved business or  
education travel for the Employer shall be reimbursed by the Employer to the  
following maximums:  
Breakfast  
Lunch  
$ 8.00  
$15.00  
$20.00  
$ 5.00  
Dinner  
Incidentals  
With the express approval of management, a Nurse may, upon the provision of  
receipts, be reimbursed for actual cost of meal expenses.  
Reimbursement for Accommodations shall not be less than the actual cost to the  
Nurse.  
(
b)  
Article 23.04(a) does not include meal, accommodations, and other routine Nurse  
expenses normally incurred in the course of the Nurse’s work day. In the event the  
Nurse’s work requires her to be beyond a sixteen (16) kilometer radius of the  
Employer’s premises during the Nurse’s recognized lunch meal period, the Nurse  
is entitled to the $15.00 lunch allowance pursuant to Article 23.04(a).  
100  
(
c)  
Reasonable expenses incurred by Nurses on the business of the Employer shall  
be reimbursed by the Employer, provided approval for the expenditure has been  
obtained.  
Ambulance/Air Transfer  
23.05 Where a Nurse is assigned to accompany a patient on an ambulance or air transfer, all  
time until return shall be considered time worked and the following provisions shall apply:  
(
a)  
Where an ambulance or air transfer requires the Nurse to work beyond the Nurse’s  
regular shift, the Employer will not require a Nurse to return to regular duties  
without eight (8) continuous hours of time off. Where such time off extends into the  
Nurse’s next regularly scheduled shift, the Nurse will maintain regular earnings for  
that next full shift providing the Nurse returns to work at the conclusion of such  
eight (8) hours.  
Expenses  
(
b)  
The Nurse shall be reimbursed for all reasonable out of pocket expenses including  
but not limited to the costs of food and lodging and return transportation.  
A Nurse may request, and if she or he does, an Employer shall provide before the  
commencement of the ambulance or air transfer, a travel advance for all  
anticipated travel expenses. The Nurse will provide an accounting of her or his  
expenses to the Employer.  
(
(
c)  
d)  
In the event the ambulance does not return directly to the originating facility, the  
Nurse will be provided with adequate return transportation, the cost of which to be  
paid by the Employer.  
In the event the ambulance or air transport is redirected to transport another patient  
or to another facility, the Nurse originally assigned has no obligation or  
responsibility to provide nursing services unless subsequently assigned by the  
Nurse’s Employer. If not so assigned, the Nurse will be returned to the originating  
facility in accordance with (b) and (c) above.  
101  
ARTICLE 24: ALCOHOL AND DRUG DEPENDENCY  
2
4.00 Without detracting from the existing rights and obligations of the Parties recognized in  
other provisions of this Agreement, the Employer and the Union agree to cooperate in  
encouraging Nurses afflicted with alcoholism or drug dependency to undergo a  
coordinated program directed to the objective of their rehabilitation. If required, the sick  
leave provisions of the Agreement shall apply.  
2
4.01 When a Nurse is required to submit to random body fluid testing as a part of a settlement  
agreement between the Employer, the Union and a Nurse, the Employer shall pay the  
costs of such testing, where not available through long term disability coverage.  
ARTICLE 25: PERFORMANCE REVIEWS AND EMPLOYEE FILES  
25.00 Performance Appraisal  
Where the Employer maintains a performance appraisal program, such appraisals shall  
be discussed with the Nurse. The Nurse shall have twenty-four (24) hours to assess the  
evaluation and shall have the opportunity to sign and comment on the evaluation.  
25.01 Peer Review  
Nurses may agree to participate in peer review programs and “performance development”  
programs.  
25.02 Evidence  
The Employer agrees not to introduce as evidence in a hearing relating to a disciplinary  
action any document from the file of a Nurse the existence of which the Nurse was not  
made aware of at the time of filing.  
25.03 Each Nurse is entitled to have access to the Nurse’s personnel file during normal business  
hours. In such case the Nurse shall make an appointment with the Employer. The Nurse  
102  
shall have the right to make copies of all materials on the Nurse’s file, except that the  
Nurse shall not be entitled to have access to personal references.  
ARTICLE 26: NURSING SERVICES - OFF SITE  
26.00 Nursing Services - Off Site  
Nurses who provide services outside of acute care facilities shall be governed by the  
provisions of this Agreement. A Memorandum of Agreement shall be negotiated between  
the Union and the Employer to deal with terms and conditions of employment of such  
Nurses including terms related to the expenses incurred by such Nurses.  
ARTICLE 27: JOB SHARING  
2
7.00 Nurses may be permitted to enter into a job sharing arrangement of a Full-Time position  
with the Employer, whereby the job sharing partners combine regular hours of work to  
fulfill the requirements of the position. Casual Nurses shall be permitted to participate in a  
job share arrangement but not be permitted to initiate the proposal for a job share  
arrangement.  
27.01 Job sharing partners shall be classified as Temporary Part-Time Nurses pursuant to the  
terms and conditions of the Agreement.  
Originating of Job Sharing Request  
2
7.02 A Full-Time Nurse must complete a written job sharing schedule application and submit  
this to the Nurse’s Immediate Manager for approval. This proposal shall include, but not  
be limited to, the following:  
(
(
b)  
b)  
Duration - for a specified duration (not to exceed one (1) year).  
A description of the requested work/schedule allocation and the arrangement of  
hours of work and the full-time equivalent designation to fulfill the requirements of  
the shared position.  
103  
(
c)  
Where operational requirements permit, a job sharing proposal shall not be  
unreasonably denied. In the event the Employer has certain concerns about a job  
sharing proposal, an Employer Representative shall discuss the concerns with the  
job sharing applicant. As a result of the discussion, the job share applicant may  
choose to revise the application for job sharing.  
Recruitment for Job Sharing Partner  
2
7.03 All specifics associated with the job sharing opportunity shall be posted at the site where  
the job sharing opportunity is originating, in accordance with Article 12.00. If there is no  
Nurse from the site interested in the job sharing opportunity, it shall be posted on a  
Bargaining Unit wide basis.  
27.04 Where more than one Nurse is interested in the job opportunity, the job sharing partner  
shall be chosen in accordance with Article 12.09.  
2
7.05 Should no Bargaining Unit Nurse be interested in the job sharing partner opportunity, the  
Employer will assess the practicality of recruitment outside of the Bargaining Unit. Only  
those positions which cannot be filled by a Bargaining Unit Nurse possessing the  
required skills, abilities and qualifications will be filled by a candidate from outside of the  
Bargaining Unit.  
2
7.06 If no suitable job sharing partner is found, the applicant Full-Time Nurse (the Nurse who  
originated the job sharing request) will remain in the Nurse’s previous position and the  
recruitment process concludes.  
Notice to Discontinue  
27.07 Upon the expiry of a job sharing arrangement, the Nurses will be returned to the same or  
equivalent Permanent Positions as held prior to the job share arrangement.  
2
7.08 Each job sharing arrangement shall remain in effect for the specified term or until the  
Employer or one or more of the job sharing partners provides thirty (30) days notice of  
their request to discontinue the job sharing arrangement or the Parties mutually agree to  
extend the arrangement. In the event that the Nurses and the Immediate Manager agree  
to extend the term of a Temporary Job Share for a further specified duration (not to exceed  
one (1) year), the Union members of the Labour Management Committee will be so  
informed.  
104  
2
7.09 Should a job sharing partner wish to discontinue the arrangement, the Employer shall  
replace the job sharing partner in accordance with Articles 27.03 and 27.04 above. Where  
no replacement job sharing partner is found, then the Nurse will be returned to the same  
or equivalent position held prior to the job share arrangement.  
Terms of Job Sharing Arrangements  
2
7.10 The job sharing partners shall propose the arrangement of hours of work to fulfill the  
requirements of the shared Full-Time position in accordance with the terms of the  
Agreement. These terms may change throughout the period of the job sharing  
arrangement and will be subject to Employer approval. The Employer shall not  
unreasonably deny such changes.  
27.11 Job sharing Nurses will be paid for hours worked during the pay period.  
2
7.12 A job sharing partner, including those who have not indicated an increase in availability  
under Article 7.22, may be required to be available on forty-eight (48) hours notice, to work  
any absences of their partner when a qualified alternate replacement is not available.  
Such time worked after the forty-eight (48) hours notice period shall not constitute  
overtime.  
Applicability  
27.13 This Article shall apply to all Nurses currently in job sharing arrangements.  
27.14 However, Permanent Part-Time Nurses currently filling permanent job sharing  
arrangement shall abide by the following:  
(
a)  
With thirty (30) days notice, the Employer may discontinue a permanent job  
sharing arrangement. In this event, the Permanent Part-Time Nurse(s) in the job  
sharing arrangement on a permanent basis will maintain part-time status and be  
assigned to a position(s) of equivalent hours. The Employer will make every  
reasonable effort to continue job sharing arrangements.  
105  
(
b)  
A job sharing Nurse shall provide thirty (30) days notice of the intention to leave  
the job sharing arrangement. The Employer shall attempt to replace the departing  
job sharing partner(s). Where no replacement job sharing partner is available, the  
Employer will provide the remaining job sharing partner(s) with a part-time position  
of equivalent hours.  
ARTICLE 28: LABOUR MANAGEMENT COMMITTEE  
2
8.00 The Employer and the Unions agree to establish a Labour Management Committee (LMC)  
whose duties are referred to throughout various provisions of the Collective Agreement  
and in this Article.  
28.01 Composition  
The LMC shall be comprised of representatives of the Unions as set out below and up to  
an equal number of Employer representatives. A person designated by the Union and  
the Employer shall alternate as the Chairperson.  
The Unions may select up to seven (7) representatives from the IWK Health Centre (6  
from NSNU, 1 from NSGEU) for the LMC.  
28.02 Role  
The LMC shall meet to discuss matters of concern between the Parties and shall make  
particular reference to the following:  
1
2
3
4
5
6
7
.
.
.
.
.
.
.
Staffing  
Orientation  
Workload  
Scheduling  
Transfers  
Reassignment  
Scheduling difficulties created by short-term and long-term absences  
Duty to accommodate process  
8
.
106  
9.  
Clinical Capacity Reports as per Article 17  
10.  
Once a calendar year, the Employer will endeavour to provide to the Union  
members of the LMC a list which contains all of the Long/Short Assignments as of  
a certain date, with the name of the current incumbent, or if none, identifies the  
position as vacant, the patient care unit, and the commencement date of the  
Long/Short Assignment.  
28.03 Responsibilities  
This Committee shall be responsible for:  
(
(
(
a)  
b)  
c)  
defining problems  
developing viable solutions to such problems  
recommending the proposed solutions to the appropriate Employer authority.  
28.04 Meetings  
The LMC shall be appointed as soon as possible following the signing of the Collective  
Agreement and shall meet on no less than four (4) occasions and not more than ten (10)  
occasions in a year, unless mutually agreed otherwise.  
28.05 Travel Allowance  
Nurses required to travel from their usual Work Location to attend LMC meetings shall be  
paid the kilometre allowance as specified in Article 23.01. All reasonable efforts will be  
made to utilized technology to reduce travel time.  
28.06 Work Site Labour Management  
The Employer and a Constituent Union may agree to maintain or create a subcommittee  
comprised of Work Site specific Employer and Local Union representatives for the purpose  
of dealing with matters of concern between the Parties which are limited to that Work Site.  
107  
28.07 No Loss of Pay for Meetings during Working Hours  
(
a)  
The Nurses shall have no loss of regular pay and group benefits while involved in  
LMC or Joint subcommittee activities.  
(
b)  
It is agreed that meetings will be scheduled in such a way as to give due  
consideration to the normal operation of the Employer, the schedule of the Nurses  
and the convenience of the Parties.  
ARTICLE 29: WEEKEND NURSE  
2
9.00 Where the Employer determines that a permanent Weekend Nurse position is to be filled,  
the position is to be posted in accordance with Article 12. The trial period provision of the  
Collective Agreement as set out in Article 12.11 shall apply. If the Nurse’s trial period or  
the Weekend Nurse Trial does not work out the Nurse will revert to pre-trial status as  
indicated in the Article 12.11.  
29.01 The Weekend Nurse position will be integrated into the unit schedule planning (core  
staffing).  
29.02 The Weekend Nurse shall be a Full-Time Nurse position.  
2
9.03 The rotation of a Weekend Nurse shall normally be comprised of two (2) shifts of 11.25  
hours and one (1) shift of 7.5 hours per week. However an option to scheduling and  
rotations may include a six (6) week cycle of two (2) weekends of three (3) shifts of 11.25  
hours and one (1) weekend of two (2) shifts of 11.25 hours. In any rotation the  
combination of weekend hours worked will provide an average of thirty (30) hours worked  
(
excluding meal breaks) each weekend.  
2
9.04 Weekend Nurses shall be scheduled to attend work (on average) for thirty-two (32) hours  
including meal and rest breaks) on a weekend; (30 hours excluding meal breaks) and  
(
be paid for 37.5 hours (work 80% of the hours of a Full-Time Nurse and be paid 100%  
pay of a Full-Time Nurse.)  
29.05 For the purposes of the Weekend Nurse rotation only the weekend period shall be 07 00  
hrs. Friday to 19 00 hrs. Monday.  
108  
29.06 (a) The concept of “method of pay” is to be examined by the Employer to determine  
the options. The option of paying an adjusted hourly rate for the hours worked (ie.  
125% of the regular rate) or permitting an “automatic assumption” where the Nurse  
works thirty (30) hours and is deemed for the purpose of pay to have worked 37.5  
hours, will be decided by the Employer.  
(
b) It is recognized that in the case of an adjusted hourly rate as above, the benefits  
of the Collective Agreement that accumulate on the basis of regular hours paid will  
be accrued at an accelerated rate for each hour worked so that the benefits  
accumulated by the Full-Time Weekend Nurse shall equal the benefits  
accumulated by the Permanent Full-Time Nurse. Similarly the Weekend Nurse  
that accesses such accumulated benefits shall have the rate of utilization equally  
accelerated so that the time off periods for the Full-Time Weekend Nurse shall  
equal that of the Permanent Full-Time Nurse.  
29.07 Weekend Nurses shall be eligible for all applicable premiums except weekend premiums.  
29.08 The Weekend Nurse shall be entitled to participate in the Benefit Plans (subject to the  
eligibility provisions of the respective Benefit Plan) on the basis of a Full-Time Nurse.  
2
9.09 Should a Weekend Nurse work beyond the scheduled shift on the weekend, the Weekend  
Nurse will be entitled to be paid overtime as set out in Article 7.18 and the hourly rate shall  
be based on the Permanent Nurse’s applicable hourly rate. [note: this hourly rate may be  
the Weekend Nurse hourly rate depending on the method of compensation under Article  
29.06 (a) above].  
2
9.10 A Weekend Nurse who works shifts beyond his or her regular schedule shall be  
compensated at the overtime rate of pay based on the applicable hourly rate for a  
Permanent Full-Time Nurse (not a Weekend Nurse).  
29.11 Ordinarily a Weekend Nurse shall only be entitled to switch shifts with another Weekend  
Nurse, in accordance with Article 7.08 (b).  
2
9.12 When Christmas and New Year’s Day falls on a weekend, the Nurse shall be scheduled  
to work one of the weekends and shall be required to use Holiday time for the other. Other  
arrangements may be made between the Nurse and the Employer by mutual agreement.  
109  
2
9.13 A Weekend Nurse who works on a holiday shall be compensated at the applicable  
Weekend Nurse rate for all hours worked on the holiday. The premium portion of the pay  
for the holiday shall be at the applicable regular hourly rate of pay for a permanent (nor  
Weekend) Nurse.  
ARTICLE 30: CASUAL NURSES  
3
3
3
0.00 Except where specifically provided herein, the provisions of the Collective Agreement  
apply to a Casual Nurse as defined in Article 4.00.  
0.01 The Employer may offer work to a Casual Nurse subject to the provisions of Article 7 and  
Article 38.  
0.02 Once a Casual Nurse accepts a work assignment including a scheduled extra shift, a relief  
shift, a long or short assignment, a period of Stand-by or a Call Back during a Stand-by,  
the Casual Nurse is obligated to work.  
3
3
3
0.03 A Casual Nurse who has completed the probationary period, as per Article 4.21, may be  
disciplined or dismissed but only for just cause except that a Casual Nurse may also be  
dismissed where the Employer determines there is a lack of work or an unreasonable lack  
of availability on the part of the Casual Nurse in accordance with Article 7.21 (f).  
0.04 Where the Employer has determined, as per Article 30.03, that it will no longer offer work  
to a Casual Nurse, it shall provide the Casual Nurse with a letter so advising within ten(10)  
working days of its decision. The discontinuance of the assignment of shifts to a Casual  
Nurse shall not be deemed disciplinary.  
0.05 In the event that a Casual Nurse does not work any shifts for a period of six (6) months,  
excluding approved periods of unavailability, the employment of the Casual Nurse may be  
terminated at the discretion of the Employer. A casual Nurse who refuses to accept an  
offered shift of three (3) hours or less shall not be deemed to have been unavailable to  
work that shift.  
30.06 Service  
A Casual Nurse who becomes a Permanent Nurse shall have time worked in any position  
with the Employer commencing on the first shift worked in the most recent employment  
relationship with the Employer, converted to Service, for the purpose of vacation  
accumulation only, on the basis of 1950 hours equaling one (1) year of Service.  
110  
30.07 Pay in Lieu of Benefits  
A Casual Nurse shall receive an additional eleven (11%) per cent of the Nurse’s straight  
time pay in lieu of benefits (e.g., vacation, holidays, etc.) under this Agreement. This shall  
be paid to the Nurse with each bi-weekly pay.  
30.08 Overtime  
A Casual Nurse will not be entitled to overtime until they have worked in excess of seventy-  
five (75) hours in a bi-weekly pay period except as outlined in Article 7.18 (a).  
30.09 Holiday Pay  
A Casual Nurse who works on a designated holiday defined in Article 10.18 shall be paid  
two (2) times the Nurse’s regular rate for all hours worked on Christmas Day, and one and  
one-half (1 ½) times the Nurse’s regular rate for all hours worked on any other designated  
holiday.  
30.10 Overtime on a Holiday  
A Casual Nurse who works overtime on a designated holiday as defined in Article 10.18  
shall be paid two and one-half (2 ½) times the Nurse’s regular rate for all overtime hours  
worked on Christmas Day and two (2) times the Nurse’s regular rate of pay for all overtime  
hours worked on any other designated holidays.  
30.11 Movement on the Increment Scale - Casual Nurses  
Anniversary Date - Casual Nurse: The date of the first shift worked as a Casual.  
Anniversary Date may change based on the provisions of Article 30.11 (b) of the Collective  
Agreement.  
(
a)  
Casual Nurses who have worked one thousand (1000) permanent hours or more  
within one (1) calendar year of their Anniversary Date shall move to the next level  
on the increment scale.  
111  
(
b)  
Casual Nurses who have worked less than one thousand (1000) regular hours  
within one (1) calendar year of their Anniversary Date shall move to the next level  
on the increment scale when one thousand (1000) hours are achieved. This date  
shall become the Nurse’s Anniversary Date for the purposes of movement through  
the increment scale only. The Service and Seniority of the Casual Nurse are not  
affected by the change to the Anniversary Date.  
(
c)  
Casual Nurses cannot advance more than one level on the increment scale in any  
twelve (12) month period.  
30.12 Casual Nurses appointed to Permanent Positions  
(
a)  
If a Casual Nurse is appointed to a Permanent Full-Time or Permanent Part-Time  
Position within 250 hours of the 1000 hour threshold for movement to the next level  
of the increment scale, the Nurse shall advance to the next level on the increment  
scale on the date of appointment to the Permanent Position. This date shall  
become the Nurse’s Anniversary Date for the purposes of movement through the  
increment scale only. The Service and Seniority of the Casual Nurse are not  
affected by the change to the Anniversary Date.  
(
b)  
A Casual Nurse who is appointed to a Permanent Position may use all hours  
worked as a Nurse in Nova Scotia regardless of the Employer for the purpose of  
being placed on the increment scale for the Permanent Position. Such Casual  
Nurse must provide satisfactory evidence of all hours worked with other Employers  
within thirty (30) days of the appointment and the Nurse’s higher placement on the  
increment scale shall be effective upon the provision of the satisfactory evidence.  
30.13 Casual Nurses Appointed to Long and Short Assignments  
(d)  
(e)  
(f)  
Where a Casual Nurse fills a long/short assignment, the hours worked in the  
long/short assignment are casual hours and movement through the increment  
scale remains in accordance with Article 30.11.  
When a Casual Nurse fills a long/short assignment on a rotation that is smoothing,  
no entitlement to overtime will exist for regularly scheduled hours within a Casual  
Nurse in a long/short assignments smoothed schedule pursuant to Article 7.04 (e).  
Exclusions for Casuals who accept a long assignment are in Article 38.02(f) and  
exclusions for Casuals who accept a short assignment in Article 38.03 (f).  
112  
30.14 Leaves  
(
a)  
A Casual Nurse filling Relief Assignments shall be entitled to the following leaves:  
(
(
i)  
Bereavement Leave (Article 9.04);  
ii)  
Pregnancy/Birth Leave (Article 13.00-13.02) but without Pregnancy/Birth  
Allowance (Article 13.04);  
(
(
(
iii)  
iv)  
v)  
Parental/Adoption Leave (Article 13.05) but without 13.06  
Leave for Birth of Child (Article 13.11);  
Leave for Birth of Adopted Child (Article 13.12)  
(
b)  
To obtain paid leave for any of the above, the Nurse must be scheduled to work on  
the day the leave is required. In the case of bereavement leave pursuant to Article  
9.04(a), the Casual Nurse shall receive paid leave only for those shifts previously  
scheduled within the said seven (7) calendar days.  
30.15 Exceptions  
The articles not applicable to Casual Nurses, except as provided in Article 30, are:  
(
(
a)  
b)  
Position (Article 4.19)  
Hours of Work and Overtime (Article 7) except for 7.21 - 7.24 and 7.25, 7.26, 7.27,  
7.28  
(
(
c)  
d)  
Leaves of Absence (Article 9)  
Vacations and Holidays (Article 10)  
113  
(
e)  
Pregnancy, Parental and Adoption Leave (Article 13): Pregnancy Sick Leave  
13.03); Pregnancy/Birth Allowance (13.04); Parental and Adoption Leave  
(
Allowance (13.06); Service and Seniority Continuation (13.09); Group Benefit Plan  
Continuation (13.10)  
(
(
(
(
(
(
(
f)  
Retirement Allowance (Article 19)  
Sick Leave and Long Term Disability (Article 20)  
Reduction of Appointment Status (Article 31)  
Job Security (Article 32)  
g)  
h)  
i)  
j)  
Transitional Support Program (Article 33)  
Part Time Nurses (Article 39)  
k)  
l)  
Group Insurance (Article 40)  
30.16 No Avoidance  
A Casual Nurse shall not be used for the purpose of avoiding filling permanent vacancies.  
ARTICLE 31: REDUCTION IN APPOINTMENT STATUS  
3
1.00 The Union and the Employer recognize that Nurses, may, at various points in their  
employment request a temporary or permanent reduction in hours of work and  
appointment status.  
31.01 The Union and the Employer also recognize that requests for voluntary reductions in hours  
of work and appointment status may impact operational requirements.  
114  
3
1.02 Accordingly, a Permanent Nurse who seeks a temporary or permanent reduction in hours  
of work and appointment status will seek the approval of her immediate manager by  
indicating the amount of reduced hours the Nurse seeks and the duration of such reduced  
hours. The duration of a temporary reduction in hours must be specified and must not  
exceed one (1) year.  
3
1.03 The immediate manager shall not unreasonably deny such a request. Approval by the  
immediate manager shall be discretionary and will ensure that the request will not  
adversely impact operational requirements.  
3
1.04 The Employer will notify the Union Representatives of the Labour Management  
Committee, as designated, of an approved request. In addition, the Employer will advise  
the Union Representatives of the Labour Management Committee of either its intention to  
post the reduced hours or part-time equivalent of full-time hours within a reasonable time  
frame, pursuant to the provisions of Article 12, or to hold the posting. If the Employer  
intends to hold the posting, it shall also provide the reason(s) for doing so.  
31.05 The Union and the Employer will keep track of the full time equivalent positions that may  
arise through this process.  
3
1.06 The immediate manager may consider a request for an extension of the temporary  
reduction of hours and appointment status subject to the above noted considerations of  
operational requirements. The Employer will advise the Union Representatives of the  
Labour Management Committee if an extension is approved.  
3
1.07 A Permanent Nurse who has requested a temporary or permanent reduction in her hours  
of work and appointment status has status as a Part-Time Nurse. As such, they may  
submit availability for extra and relief shifts in accordance with Articles 7.21 - 7.24.  
3
1.08 On the date of the return to work from a temporary reduction in hours, or at such earlier  
or later time as mutually agreed between the requesting Nurse and the immediate  
manager, the requesting Nurse is able to return to her previous position and salary without  
loss of Seniority or Service. Any other Nurse promoted or transferred because of the  
temporary reduction in hours of work and appointment status shall be returned to their  
former or Casual status, where applicable, and salary without loss of Seniority or Service.  
3
1.09 In extraordinary circumstances, the Employer may cancel a temporary reduction in hours  
with thirty (30) days’ notice. In the event a temporary reduction is cancelled, the Permanent  
Nurse is able to return to her previous position and salary without loss of Seniority or  
115  
Service. Any other Nurse promoted or transferred because of the temporary reduction in  
hours of work and appointment status shall be returned to their former position or Casual  
status, where applicable, and salary without loss of Seniority or Service. The Employer  
will advise the Union Representatives of the Labour Management Committee of the  
reason(s) for the cancellation.  
ARTICLE 32 : JOB SECURITY  
32.00 Definitions  
Worksite changed to work location  
work location” means the work location as defined in Article 4.31  
“
32.01 Joint Committee on Technological Change  
(f)  
Within sixty (60) days of the signing of this Agreement, the parties are to establish  
a Joint Committee on Technological Change of equal representation of the Union  
and the Employer for the purpose of maintaining continuing cooperation and  
consultation on technological change and job security. The committee shall  
appoint additional representatives as required.  
(
(
g)  
h)  
The Joint Committee on Technological Change shall consult as required to discuss  
matters of concern between the parties related to technological change and  
circumstances identified in Article 32.07, and 32.13. The parties may agree to  
consult by telephone.  
The Joint Committee on Technological Change shall be responsible for:  
(
(
(
1)  
2)  
3)  
defining problems;  
developing viable solutions to such problems;  
recommending the proposed solution to the employer.  
(
(
i)  
j)  
The Employer will provide the Joint Committee on Technological Change with as  
much notice as reasonably possible of expected redundancies, relocations, re-  
organizational plans, technological change and proposed contracting out of work.  
It is understood that the Joint Committee on Technological Change provided for  
herein shall be a single committee to cover all bargaining units represented by the  
Union.  
116  
3
3
3
3
2.02 Definition  
For the purposes of this Article, "technological change" means the introduction of  
equipment or material by the Employer into its operations, which is likely to affect the job  
security of Nurses.  
2.03 Introduction  
The Employer agrees that it will endeavour to introduce technological change in a manner  
which, as much as is practicable, will minimize the disruptive effects on Nurses and  
services to the public.  
2.04 Notice to Union  
The Employer will give the Union written notice of technological change at least three (3)  
months prior to the date the change is to be effected. During this period the parties will  
meet to discuss the steps to be taken to assist Nurses who could be affected.  
2.05 Training and Retraining  
(
(
d)  
e)  
Where retraining of Nurses is necessary, it shall be provided during normal working  
hours where possible.  
Where the Employer determines a need exists, and where operational  
requirements permit, the Employer shall continue to make available appropriate  
training programs to enable Nurses to perform present and future duties more  
effectively.  
(f)  
The duration of the training/retraining under this Article shall be determined by the  
Employer and does not include courses or programs offered by a party other than  
the Employer.  
32.06 Application  
For the purposes of this Article "Nurse" means a permanent Nurse, or a casual Nurse  
who, pursuant to Article 38.02 (m), has the rights of a permanent Nurse.  
32.07 Union Consultation  
117  
Where positions are to be declared redundant because of technological change, shortage  
of work or funds or because of discontinuance of work or the reorganization of work within  
a classification, the Employer will advise and consult with the Union as soon as reasonably  
possible after the change appears probable, with a view to minimizing the adverse effects  
of the decision to declare redundancies.  
32.08 Transition Support Program  
(
c)  
All references within this Article to the Transition Support Program relate to the  
Program outlined in Article 33. The availability of any payment or other entitlement  
under that document, and any obligation on the part of the Employer to provide  
such, pursuant to this Article or any other part of the collective agreement, shall  
only exist during the effective term of the Program, as expressly specified in that  
document. This limitation exists notwithstanding any other provision of this Article  
or any other part of the collective agreement.  
(
d)  
The term of the Transition Support Program may be extended by mutual  
agreement between the parties.  
32.09 Nurse Placement Rights  
(
e)  
Subject to consideration of ability, experience, qualifications, or where the  
Employer establishes that special skills or qualifications are required according to  
objective tests of standards reflecting the functions of the job concerned, a Nurse  
whose position has become redundant, shall, have the right to be placed in a  
vacancy in the following manner and sequence:  
(
(
1) A position in the Nurse’s same position classification/ classification grouping;  
2) If a vacancy is not available under (1) above, then any bargaining unit  
position for which the Nurse is qualified;  
At each of the foregoing steps, all applicable vacancies shall be identified and the  
Nurses shall be assigned to the position of their choice, subject to consideration of  
the provisions herein. If there is more than one Nurse affected, their order or  
preference shall be determined by their order of seniority.  
(f)  
A Nurse whose position is redundant or who is in receipt of layoff notice and who  
has refused a payment pursuant to the Transition Support Program (“TSP  
payment”) must accept a placement within the same position classification /  
classification grouping in accordance with Article 32 provided that the placement  
is to a position that has the same designated percentage of full-time employment  
or resign without severance.  
118  
(
(
g)  
h)  
A Nurse will have a maximum of two (2) full days to exercise her placement rights  
in this step of the placement process.  
Where a Nurse accepts a position in a classification, the maximum salary of which  
is less than the maximum salary of the Nurse’s current classification, the Nurse  
shall be granted salary protection in accordance with Item 1.5 of Article 33.  
32.10 Volunteers  
(
d)  
When the Employer determines after placement pursuant to Article 32.09, there  
are still redundancies, the Employer shall ask for volunteers from that  
classification/classification grouping of the remaining redundancies who wish to be  
offered a TSP payment according to Article 33.  
(
e)  
If there are more volunteers than redundancies, then the most senior volunteers  
shall be offered the TSP payment.  
32.11 Insufficient Volunteers  
If there are insufficient volunteers pursuant to Article 32.10, the Employer shall identify  
remaining redundant Nurses and these Nurses shall have placement rights pursuant to  
Article 32.09 or, where available, they shall be entitled to receive a TSP payment.  
32.12 Layoff Notice  
(
c)  
If there are remaining redundant Nurses after Article 32.10 and 32.11, the  
Employer shall give layoff notice to the most junior Nurse(s) pursuant to Article  
32.14 in the classification/classification grouping from which the Employer  
requested volunteers for the Transition Support Program.  
(
d)  
The Nurses in receipt of layoff notice shall have the rights of a Nurse in receipt of  
layoff notice pursuant to this Article.  
32.13 Layoff  
A Nurse(s) may be laid off because of technological change, shortage of work or funds,  
or because of the discontinuance of work or the reorganization of work.  
119  
32.14 Layoff Procedure  
Where the layoff of a bargaining unit member is necessary, and provided ability, skill, and  
qualifications are sufficient to perform the job, Nurses shall be laid off in reverse order of  
seniority.  
32.15 Notice of Layoff  
(
e)  
Forty (40) days notice of layoff shall be sent by the Employer to the Union and the  
Nurse(s) who is/are to be laid off, except where a greater period of notice if  
provided for under (b) below.  
(f)  
When the Employer lays off ten (10) or more persons within any period of four (4)  
weeks or less, notice of layoff shall be sent by the Employer to the Union and  
Nurses who are to be laid off, in accordance with the following:  
(
(
(
i)  
eight (8) weeks if ten (10) or more persons and fewer than one hundred  
100) persons are to be laid off;  
(
ii)  
iii)  
twelve (12) weeks if one hundred (100) or more persons and fewer than  
three hundred (300) are to be laid off;  
sixteen (16) weeks if three hundred (300) or more persons are to be laid  
off;  
(
(
g)  
h)  
Notices pursuant to this Section shall include the effective date of layoff and the  
reasons therefor.  
A Nurse in receipt of layoff notice shall be entitled to exercise any of the following  
options:  
(
i)  
to exercise placement/displacement rights in accordance with the  
procedure set out in this Article;  
(
(
ii)  
to accept layoff and be entitled to recall in accordance with Article 32.18;  
to accept the Transition Support Program.  
iii)  
120  
A Nurse who intends to exercise placement/displacement rights pursuant to (d) (i) above  
will indicate such intent to the Employer within two (2) full days following receipt of the  
layoff notice. If the Nurse does not indicate such intent within this period, she will be  
deemed to have opted to accept layoff in accordance with (d) (ii) above.  
32.16 Pay in Lieu of Notice  
Where the notice required by Article 32.15 is not given, the Nurse shall receive pay, in lieu  
thereof, for the amount of notice to which the Nurse is entitled.  
32.17 Displacement Procedure  
(f)  
Subject to consideration of ability, experience, qualifications, or where the  
Employer establishes that special skills or qualification are required, according to  
objective tests or standards reflecting the functions of the job concerned, a Nurse  
in receipt of layoff notice has the right to displace another Nurse. The Nurse to be  
displaced shall be a Nurse with lesser seniority who:  
(
i) Is the least senior Nurse in the displacing Nurse’s classification /  
classification grouping who has the same designated percentage of full-time  
employment or  
(
(
ii) Where no such junior Nurse exists, the least senior Nurse in any  
classification / classification grouping who has the same designated  
percentage of full-time employment in the bargaining unit.  
iii) At each of the above steps, the displacing Nurse may elect to displace the  
least senior Nurse with a lower designation of full-time employment.  
(
g)  
A Nurse who chooses to exercise rights in accordance with Article 32.17 may elect  
at any step, beginning with Article 32.15, to accept layoff and be placed on the  
Recall List or to resign with severance pay in accordance with Article 32.23(g)(ii).  
(
h)  
A Nurse who is displaced pursuant to Article 32 shall be entitled to:  
(
(
iii)  
iv)  
take the Transition Support Program, or  
go on the Recall List, or  
121  
(
iii)  
subject to consideration of ability, experience, qualifications, or where the  
Employer establishes that special skills or qualifications are required,  
according to objective test or standards reflecting the functions of the job  
concerned be placed in any vacancy in any bargaining unit.  
(
(
i)  
j)  
A Nurse will have a maximum of two (2) full days to exercise her rights at any of  
the foregoing steps of the displacement procedures provided for herein.  
Where a Nurse accepts a position in a classification, the maximum salary of which  
is less than the maximum salary of the Nurse’s current classification, the Nurse  
shall be paid the salary of the classification of the Nurse’s new position.  
32.18 Recall Procedures  
(
(
g)  
h)  
Nurses who are laid off shall be placed on a Recall List. Laid off Nurses shall fill  
out the Laid Off Nurse availability form in Appendix E.  
Subject to consideration of ability, experience, qualifications, or where the  
Employer establishes that special skills or qualifications are required, according to  
objective tests or standards reflecting the functions of the job concerned, Nurses  
placed on the Recall List shall be recalled by order of seniority to any position for  
which the Nurse is deemed to be qualified. Positions pursuant to this section shall  
include all positions in all bargaining units.  
(
(
i)  
j)  
The Employer shall give notice of recall by registered mail to the Nurse’s last  
recorded address. Nurses are responsible for keeping the Employer informed of  
their current address.  
A Nurse entitled to recall shall return to the service of the Employer within two (2)  
weeks of notice of recall, unless on reasonable grounds she is unable to do so. A  
Nurse who has been given notice of recall may refuse to exercise such right without  
prejudicing the right of any future recall, except in the case of recall to the Nurse’s  
same position classification title or position classification title series in which event  
she will be struck from the Recall List. However, a Nurse’s refusal to accept recall  
to her same position classification title or position classification title series at the  
time of layoff will not result in loss of recall rights in the case of recall for occasional  
work or for employment of short duration of time during which she is employed  
elsewhere or for a recall to a position with a lower designated percentage of full-  
time employment.  
(k)  
Nurses on the Recall List shall be given first option of filling vacancies normally  
filled by casual workers, providing they possess the necessary qualifications, skills,  
and abilities, as determined by the Employer, reflecting the functions of the job  
concerned. A permanent Nurse who accepts such casual work retains her  
permanent status.  
122  
32.19 Termination of Recall Rights  
The layoff shall be a termination of employment and recall rights shall lapse if the layoff  
lasts more than fifteen (15) months.  
32.20 No New Nurses  
No new Nurses shall be hired unless all Nurses on the Recall List who are able to perform  
the work required have had an opportunity to be recalled, subject to consideration of  
ability, experience, qualifications, or where the Employer establishes that special skills or  
qualifications are required, as determined by the Employer, according to objective tests  
and standards reflecting the functions of the job concerned.  
32.21 Transition Support Program  
Notwithstanding anything in this Agreement, the Employer is only required to make a TSP  
payment to the same number of Nurses as the Employer has reduced its complement.  
32.22 Layoff Exception  
Notwithstanding Article 32.23 (Contracting Out), a Nurse who has eight (8) years’ seniority  
shall not be laid off except where the reason for layoff is beyond the control of the  
Employer including, but not limited to, complete or partial destruction of plant, destruction  
or breakdown of machinery or equipment, unavailability of supplies and materials, fire,  
explosion, accident, labour disputes, etc., if the Employer has exercised due diligence to  
foresee and avoid the cause of layoff.  
32.23 Contracting Out  
(
j)  
Notice  
The Employer shall provide the Union with sixteen (16) weeks notice of the  
implementation of the decision to contract out work normally performed by  
members of the bargaining unit. At the time that the Employer gives notice to the  
Union of its intention to contract out, the Employer shall make a conditional TSP  
payment offer in Article 33 to those Nurses directly affected by the contracting out.  
Final acceptance by the Employer of Nurses wishing to take advantage of the TSP  
123  
payment offer will be conditional on the Employer reaching an agreement with a  
Contractor.  
(k)  
Employer Disclosure  
The Employer shall disclose its reasons for contracting out when notice is provided  
pursuant to Article 32.23(a).  
(
l)  
Union Response  
The Union shall be entitled to make proposals, including proposals on ways to  
avoid contracting out, within four (4) weeks of receiving notice pursuant to Article  
32.23(a). The Union’s suggestions should specifically address the reasons for the  
contracting out.  
(
m)  
Employer Response  
After receipt of proposals or suggestions from the Union pursuant to Article  
32.23(c), the Employer shall consider these proposals. The Employer shall either  
accept or reject, in whole or in part, such proposals. At this time, the Employer  
shall either make the TSP payment offer unconditional or retract the TSP payment  
offer.  
(
n)  
Hiring Preference  
The Employer will make every reasonable effort, where work normally performed  
by members of the bargaining unit is contracted out, to obtain jobs for Nurses who  
have not exercised their rights under Article 32.23(d) and who are directly affected  
by the contracting out with the Contractor. The Employer will have made  
reasonable efforts when the Employer has:  
(
(
i)  
required bidders to give Nurses a preference in hiring for job opportunities  
that will arise if they are successful in their bid;  
ii)  
met with the Union to give the Union an opportunity to put forward its views  
on how the Nurse can try to obtain employment with the Contractor; and,  
124  
(
iii)  
met with the successful bidder and sought to make it a term of the contract  
with the Contractor that the Contractor must:  
(
(
(
1)  
2)  
3)  
interview Nurses for job opportunities available with the Contractor  
to perform the contracted out work;  
where the hiring to perform the contracted out work is subject to  
appropriate skills testing, offer to test Nurses;  
extend job offers to Nurses who are qualified for available job  
opportunities with the Contractor to perform contracted out work;  
and  
(
4)  
where there are more qualified Nurses than the Contractor has  
opportunities due to the contracted out work, to extend job offers on  
the basis of seniority.  
(
o)  
TSP Payment Offers  
(
i)  
Where the Employer determines that there will be redundant positions as  
a result of a contracting out, the classification(s) / classification groupings  
to which TSP payment offers will be made will be mutually agreed between  
the Employer and the Union.  
(
ii)  
The Employer will offer a TSP payment to the agreed upon classification(s)  
/
classification groupings. In any event, the classification grouping shall  
include, as a minimum, the classification(s) of the Nurses affected in the  
work area by the contracting out of services.  
(
p)  
Placement Procedure  
(
i)  
If a sufficient number of Nurses accept the TSP payment offer, the  
Employer will place the remaining Nurses whose positions were declared  
redundant in the vacancies created by the Nurses accepting the TSP  
payment offer or other appropriate vacancies. This placement will be by  
seniority, subject to consideration of ability, experience, qualifications, or  
the Employer establishing that special skills or qualifications are required  
125  
according to objective tests or standards reflecting the functions of the job  
concerned.  
(
ii)  
Where the Nurse refuse a placement, the salary of which is at least  
seventy-five percent (75%) of the present salary of the Nurse’s current  
position, the Nurse is deemed laid off. The Nurse will be entitled to  
severance as follows:  
(
1)  
One-half (1/2) month’s pay if she has been employed for three (3)  
years, but less than ten (10) years;  
One (1) month’s pay if she has been employed for ten (10) years,  
but less than fifteen (15) years;  
Two months’ pay if she has been employed for fifteen (15) years,  
but less than twenty (20) years.  
Three (3) months’ pay if she has been employed for twenty (20)  
years, but less than twenty-five (25) years;  
Four months’ pay if she has been employed for twenty-five (25)  
years, but less than thirty (30) years;  
Five months’ pay if she has been employed for thirty (30) or more  
years.  
(
2)  
The amount of severance pay provided herein shall be calculated  
by the formula:  
Bi-weekly rate X 26 = one (1) month  
12  
(
3)  
The entitlement of a Nurse to severance pay shall be based upon  
the Nurse’s total service as defined in this Agreement.  
(
q)  
Second TSP Payment Offer  
If, after the first offer of TSP Payment, there are Nurses remaining in positions  
which have been declared redundant, a second offer of a TSP payment will be  
126  
made to broader classification(s)/classification groupings. The Employer will place  
the remaining redundant Nurses in the vacancies created by the Nurses accepting  
the TSP payment offer, or other appropriate vacancies, in the same manner as  
stated in Article 32.23(g).  
(
r)  
Further TSP Payment Offers  
The process of expanding the offer of TSP payment to other  
classification(s)/classification groupings and areas will be repeated until all those  
Nurses whose positions have been declared redundant as a direct effect of the  
contracting out are placed.  
ARTICLE 33: TRANSITION SUPPORT PROGRAM  
3
3.00 In order to avoid layoffs, Nurses selected in accordance with TSP shall receive a  
severance payment in return for their voluntary resignation. TSP requires that a reduction  
in the staff complement occurs as a result of each TSP severance payment offered.  
1.1  
Voluntary Resignation and Seniority  
Where the Employer intends to reduce the number of Nurses within a classification or  
classification group, and where the Employer has been unable to place Nurses whose  
positions have become redundant, the Employer will offer to Nurses in the affected  
classification or classification group the opportunity to resign with a TSP payment in order  
to avoid the need for layoff(s).  
Where an offer to a classification of Nurses (or classification grouping) for resignation  
results in more volunteers than is required to meet the need, the decision as to who  
receives severance will be determined on the basis of seniority.  
Where the Employer can demonstrate to the Joint Committee on Technological Change  
that the Employer cannot accommodate the resignation of that number of Nurses  
volunteering to resign or that other operational considerations are necessary, the  
Employer reserves the right to restrict the TSP offer. For example, where too many  
volunteers within a classification are from within a single work area, it may not be possible  
to permit all to resign at once. A phase-out procedure may be utilized to maximize the  
number of volunteers who actually resign.  
127  
1.2  
Joint Committee on Technological Change  
The Joint Committee established in accordance with the Agreement will be responsible:  
(
i)  
to determine the classifications within a bargaining unit that are able to be  
considered a classification group for the purposes of this Program. A  
classification group may only include the Classifications requiring the same  
threshold qualifications and abilities.  
Where there are different  
requirements in a classification such as license, registration, certification,  
special skills or supervisory responsibilities, the classifications would not  
normally be grouped.  
(
ii)  
to assess the operational requirements surrounding the Employer’s  
requirement to limit the number of the Nurses to receive voluntary  
resignation offers;  
(
(
iii)  
iv)  
to review and clarify the impact of resignations on service delivery;  
to participate in the process of notifying displaced and laid off Nurses of  
their options under this Program; and  
to address issues that may arise in respect of the interpretation and application of this  
Program.  
1.3  
TSP  
The TSP shall be presented to Nurses on a “window-period” basis, as determined by the  
Employer.  
1.4  
Displacement Process  
Step 1:  
At the point where the Employer decides the number of Nurses within  
a classification or classification group to be reduced, notification will be  
given to the Joint Committee on Technological Change. Following Joint  
Committee consultation, this information shall be made known to  
128  
Nurses within that classification or classification group accompanied by  
a request for indications in writing of interest in voluntary resignation.  
Step 2:  
Step 3:  
Nurses shall have seventy-two (72) hours following receipt of the notice  
to submit their Expression of Interest form.  
The Employer will assess the level of interest and determine provisional  
acceptance subject to operational requirements, in accordance with  
item 1.1 of this Program. This determination will be made in  
consultation with the Joint Committee On Technological Change and  
as soon as is reasonably possible following the seventy-two (72) hour  
response time.  
Step 4:  
Nurses shall, within seven (7) days following a meeting with a  
representative of Human Resources, indicate their decision with  
respect to voluntary resignation. The actual date of resignation will  
occur with the agreement of the Employer. Upon resignation, the Nurse  
will be entitled to the TSP payment in accordance with this Program.  
Step 5: (a) Article 32 of the Collective Agreement applies to Nurses whose  
positions are eliminated due to the reduction of the number of  
Nurses in a classification or classification group. These Nurses shall  
be considered to be redundant pursuant to Article 32.12 of the  
Collective Agreement and shall have the rights of a redundant  
Nurse.  
(
b) Any Nurse displaced in accordance with the provisions of the  
Agreement shall be given seventy-two (72) hours to express their  
interest in TSP in accordance with Step 2 above. Those expressing  
an interest will have their application processed in accordance with  
Step 4 above. Where a Nurse declines the TSP opportunity, the  
Layoff and Recall provisions of the Agreement shall apply.  
Step 6: (a) Where the Employer reaches its reduction target through this  
voluntary method, the process would end.  
(
b) Where the number of voluntary resignations with TSP payment is  
less than the number of Nurses in the classification or classification  
group to be reduced, the Employer shall identify those Nurses who  
129  
are subject to layoff. Before any Nurse receives a notice of layoff,  
the employer will notify the Nurse who will have seventy-two (72)  
hours to express an interest in TSP in accordance with Step 2  
above. Those expressing an interest will have their application  
processed in accordance with Step 4 above. Nurses who decline  
the TSP opportunity shall be issued layoff notice in accordance with  
the provisions of the Agreement.  
1.5  
Salary Protection  
Nurse who accept placement in a position at a lower rate of pay, shall have their previous  
rate of pay maintained for such period as set out under this item.  
Where the Nurse’s previous rate of pay exceeds the rate of forty thousand ($40,000) per  
year, that rate of pay shall be maintained for a period of six (6) months from the date of  
placement in the lower-paying position. Thereafter, the Nurse’s protected rate of pay shall  
be reduced by ten (10) percent or the maximum rate of the new classification, or the rate  
of forty thousand ($40,000) per year, whichever is the greater rate. The rate of pay will  
remain at this reduced level (subject to any regular Collective Agreement regulated  
changes) for a further period of twelve (12) months, after which the rate of pay will be  
reduced to the maximum of the lower-paying position.  
Where the Nurse’s previous rate of pay is equal to or less than the rate of forty thousand  
(
$40,000) per year, or less, that rate of pay shall be maintained (subject to any regular  
Collective Agreement regulated changes) for a period of eighteen (18) months, after which  
the rate of pay will be reduced to the maximum of the lower-paying position.  
1.6  
Reduced Hours and TSP Payment  
Nurses who accept an alternate position under this Program and as a result have a  
reduction of hours shall not qualify for a TSP payment.  
1.7  
Release Form  
Nurses accepting voluntary resignation will be required to sign a release statement  
verifying their resignation and agreement to sever any future claim for compensation from  
the Employer or obligation by the Union for further services except as provided in this  
Program in exchange for the TSP payment.  
130  
1.8  
Casual Shifts  
It shall only be for extraordinary operational needs that the Employer will utilize on a casual  
basis, a Nurse who has resigned with a TSP payment under this Program during the period  
covered by the applicable notice payment period.  
1.9  
TSP Severance Payment  
The amount of TSP payment shall be equivalent to four (4) weeks’ regular (i.e. excluding  
overtime) pay for each year of service to a maximum payment of fifty-two (52) weeks’ pay  
and for a minimum payment of eight (8) weeks’ pay. Where there is a partial year of  
service, the TSP payment will be pro-rated on the basis of the number of months of  
service. A Nurse who resigns in accordance with these provisions and is eligible to receive  
a pension under the NSHEPP Pension Plan or the Canada Pension Plan and commences  
receiving the pension immediately following the completion of the TSP payment, shall also  
be entitled to receive the Retirement Allowance under Article 19 of the Collective  
Agreement. The maximum combined TSP and Retirement allowance payment shall not  
exceed fifty-two (52) weeks. The retirement allowance will be paid to the Nurse at the  
earliest opportunity in accordance with the provisions of the Income Tax Act of Canada.  
1.10 Formula for Part-time Hours  
In determining the extent of the existing part-time relationship of a Nurse at the time of  
resignation, layoff or other application of this program where the hours worked are not  
regular due to working additional shifts, the average of the Nurse’s hours worked during  
the six (6) month period preceding the severance (or average over the preceding period  
of part-time employment where that period is less than six (6) months) will be used.  
1.11 Continuation of Benefits  
Nurses in receipt of a TSP payment will be entitled to continue participation in the  
applicable group insurance and benefit plans for the length of the TSP payment period.  
During such period the contributions will be cost shared in accordance with Article 40.00  
of the collective agreement. It is understood that the Employer’s obligations in this respect  
do not apply to plans for which the Nurse is currently responsible for the full cost of  
contributions.  
1.12 Re-employment Considerations  
131  
It is intended that TSP participants not be re-employed by an acute care employer during  
their TSP payment period. For purposes of this program, acute care employer includes  
the following employers: Nova Scotia Health Authority and Izaak Walton Killam Health  
Centre. A Nurse in receipt of a TSP payment who is re-employed with an acute care  
employer will be required to repay an amount equal to the remaining portion of the TSP  
payment period. The repayment may be achieved through a payroll deduction plan that  
provides for full recovery over a period that is no more than twice the length of the  
remaining TSP payment period or through a lump sum payment. The Nurse has the right  
to determine the method of repayment.  
1.13 Number of Nurses  
Notwithstanding anything in this Agreement, the Employer is only required to provide a  
TSP payment to the same number of Nurses as the Employer has reduced its  
complement.  
1.14 Severance Payment Method  
It is understood that the method of payment of the severance (for example, lump sum or  
incremental payment schemes) shall be determined by the Nurse, provided that the total  
amount of payment is fully paid within the applicable notice payment period (not greater  
than fifty-two (52) weeks). That is, lump sum payments or other incremental payment  
schemes are possible.  
1.15 Transition Services / EAP  
Nurses covered under this program will be allowed to participate in any Regional  
Transition or EAP programs available to health sector Nurses in the province.  
1.16 Transition Allowance  
Nurses who resign with a TSP payment will be eligible for a transition allowance up to a  
maximum of $2,500. This sum may be utilized for one or a combination of the following:  
to assist in offsetting the costs in moving to accept a position with another  
employer, which is located a distance of 50 kilometers or more from the site of  
their previous usual workplace; and  
132  
to cover the cost of participation in employer-approved retraining programs.  
The Employer will not unreasonably withhold such approval.  
In all cases Nurses will require receipts for recovery of expenses. Only expenses incurred  
during the TSP severance payment period following the date of resignation are eligible for  
reimbursement under this Program.  
ARTICLE 34: THE PENSIONS  
34.00 Coverage of Employees  
(
(
d)  
e)  
Nurses who are presently covered by a pension plan shall continue to be covered  
by the terms of that plan, subject to any mutual agreement to the contrary.  
Nurses not presently covered by a pension plan shall be brought under the terms  
of the NSHEPP unless altered by mutual agreement of the parties.  
ARTICLE 35: NURSE PRACTITIONERS  
35.00 Except where specifically provided herein, the provisions of the Collective Agreement  
apply to a Nurse Practitioner as defined in Article 4.15.  
For the purposes of this article, a Nurse Practitioner who works shift work is an NP who is  
scheduled on a work rotation of days, evenings, and night shifts or combinations thereof  
to meet operational requirements.  
35.01 Hours of Work  
(
a)  
A Nurse Practitioner is responsible, through a collaborative scheduling process,  
subject to approval by the Employer, to meet operational requirements which, for  
such Full-Time Nurse Practitioner shall be seventy-five (75) hours over a two (2)  
week period when averaged over a longer period of time (pro-rated for Part-Time).  
The longer period of time used to determine the averaging shall, after consultation  
with the Nurse Practitioner, be defined by the Employer and communicated to the  
Nurse Practitioner.  
(
b)  
Nurse Practitioners who work shift work shall receive the weekends off provided  
by the rotations agreed to between the Employer and the Nurse Practitioner.  
133  
35.02 Nurse Practitioner - Overtime  
A Nurse Practitioner shall be entitled to thirty-seven and one-half (37.5) hours leave with  
pay each fiscal year to recognize occasions where such Nurse Practitioner works in  
excess of seventy-five (75) hours biweekly. Any authorized overtime hours which may  
exceed thirty-seven and one-half (37.5) hours in a fiscal year will be in accordance with  
Article 7.18.  
At such point as the hours may exceed thirty-seven and one-half (37.5), the Nurse  
Practitioner will be responsible to provide an accounting of hours to the Nurse  
Practitioner’s immediate management supervisor.  
This provision is pro-rated for part-time Nurse Practitioners.  
35.03 Nurse Practitioner Permanent Transfer  
A Nurse Practitioner is expected to work within and throughout the community and/or  
population served as defined by the Employer in consultation with the individual Nurse  
Practitioner, none of which is considered a transfer. A transfer occurs for a Nurse  
Practitioner where the Nurse Practitioner changes on a permanent basis the community  
and/or population served. Nurse Practitioners shall only be transferred with the Nurse  
Practitioner’s consent.  
35.04 Nurse Practitioner Position  
Means an individual Nurse Practitioner’s job defined by the Employer in consultation with  
the individual Nurse Practitioner and will include the percentage of full-time hours.  
35.05 Nurse Practitioner - Recognition of Previous Experience  
When a Nurse Practitioner has produced proof or evidence of the Nurse Practitioner’s  
previous satisfactory recent experience as a Nurse Practitioner, placement on the salary  
scale in Appendix “A” shall be in accordance with Article 8.00 A. Recognition of previous  
experience will only be deemed as satisfactory and recent where the Nurse has not been  
away from active nursing in the role of Nurse Practitioner for more than five (5) years.  
134  
One year of satisfactory recent nursing experience in the role of Nurse Practitioner for the  
purpose of initial placement on the salary scale shall be equivalent to 1950 regular hours  
paid.  
Upon completion of the increments from start to year 5, a Nurse Practitioner who provided  
satisfactory proof of a combined total of 25 years of recent Registered Nurse and Nurse  
Practitioner experience will be placed at the 25 year rate for Nurse Practitioners on the  
anniversary date one year after the 5 year rate.  
35.06 Holiday Premium Pay  
A Nurse Practitioner is expected to organize the Nurse Practitioner’s work to provide for  
holidays off. However, if the Employer requires such Nurse Practitioner to work on a  
holiday, Article 10.23 or 10.24, whichever is applicable would apply.  
35.07 Required Education  
When a Nurse Practitioner is required by the Employer to attend courses, the Nurse  
Practitioner shall endeavour to schedule such course(s) into the Nurse Practitioner’s  
regular hours of work.  
Where it is not possible to schedule such required education into the Nurse Practitioner’s  
regular hours of work, the Nurse Practitioner shall be paid in accordance with the  
applicable Appendix B:  
B1 - NSNU  
35.08 Nurse Practitioner Work Location  
Means the community and/or population served as defined by the Employer in  
consultation with the individual Nurse Practitioner.  
35.09 Security Measures  
Where a Nurse Practitioner is required to work alone, the Nurse Practitioner shall be  
provided a copy of the Employer’s Working Alone Safety Plan. Such Nurse Practitioners  
135  
shall be provided with a communication device with direct access to 911 for emergency  
situations.  
35.10 Nurse Practitioner Vacation Scheduling  
(
a)  
A Nurse Practitioner is expected to organize and take vacation(s) in collaboration  
with other Nurse Practitioner colleague(s) and/or other care providers in order to  
accommodate coverage for the vacation period. (The coverage must be  
acceptable to the Employer and operational requirements must be met). The Nurse  
Practitioner shall forward the vacation schedule and plan for coverage to the  
Employer at least two (2) months prior to the planned first day of the vacation  
period.  
(
b)  
Where the Nurse Practitioner has not forwarded all vacation periods to the  
Employer by December 1st of a given Fiscal Year, the Employer, in consultation  
with the Nurse Practitioner, may schedule the vacation of a Nurse Practitioner in  
accordance with the operational needs of the Employer  
35.11 Maximum Hours of Work  
(
c)  
Unless mutually agreed otherwise Nurse Practitioners who work shift work shall  
not be required to work more than a total of sixteen (16) hours (inclusive of regular  
and overtime hours) in a twenty-four (24) hour period beginning at the first (1 )  
st  
hour the Nurse Practitioner reports to work, except in emergency situations.  
(
d)  
A Nurse Practitioner who works more than sixteen (16) hours as set out in Article  
35.11(a), shall be entitled to a rest interval of eight (8) hours before the  
commencement of her or his next shift. The rest interval shall not cause a loss of  
regular pay for the hours not worked on that shift. If mutually agreeable between  
the Nurse Practitioner and the Employer, arrangements in variance to the  
foregoing will be acceptable and will not constitute a violation of this Article.  
35.12 Nurse Practitioner Work Location  
Means the community and/or population served as defined by the Employer in  
consultation with the individual Nurse Practitioner.  
35.13 Nurse Practitioner Trial Period  
Should the successful candidate for a Nurse Practitioner position be chosen from the  
existing staff, the candidate shall be placed on a trial period for four hundred and ninety  
five (495) hours worked in the new position. Following discussion with the Nurse  
136  
Practitioner and the Union, the Employer, with written notice to the Nurse Practitioner  
affected and the Union, may extend the trial period for a total period of up to one thousand  
nine hundred and fifty (1950) hours worked in the position.  
If the Nurse Practitioner proved unsatisfactory in the new position, or chooses to return  
to the Nurse Practitioner’s former position or Casual status, where applicable, during the  
aforementioned trial period, the Nurse Practitioner shall be returned to the Nurse  
Practitioner’s former position or Casual status, where applicable, and salary, without loss  
of Seniority, and any other Nurse (including Nurse Practitioners) promoted or transferred  
because of the rearrangement of positions shall be returned to their former position or  
Casual status, where applicable, and salary without loss of Seniority.  
35.14 Nurse Practitioner Resignation  
A Nurse Practitioner, who does not work shift work as defined in Article 35, shall provide  
a minimum of three (3) months written notice of resignation unless mutually satisfactory  
arrangements are made otherwise. Accrued vacation and holiday shall be paid on the day  
of resignation or on the next regular pay day where the resignation day and pay day are  
not the same.  
35.15 Notwithstanding Article 35.16 (below), the following articles are applicable to Nurse  
Practitioners who work shift work:  
Article 7.00  
Article 7.01  
Article 7.02  
Article 7.16  
Hours of Work  
MOA for changes in shift length  
Shift start and stop times  
Smoothing  
Article 7.20  
Article 8.06  
Article 8.07  
Meal Allowance  
Shift Premium  
Weekend Premium  
35.16 Exceptions  
The articles not applicable to Nurse Practitioners, except as provided in Article 35 are:  
Article 7.00  
Article 7.01  
Hours of Work  
MOA for changes in shift length  
137  
Article 7.02  
Article 7.03  
Article 7.04  
Article 7.06  
Article 7.07  
Article 7.08  
Article 7.09  
Article 7.11  
Article 7.12  
Article 7.13  
Article 7.14  
Article 7.15  
Article 7.16  
Article 7.17  
Shift start and stop times  
Scheduling Model  
Shift Duration and Rotation changes  
Meal and Rest Breaks  
Maximum Hours of Work  
Posted Schedules  
Changed Schedules  
Consecutive Shifts  
Rotating Shifts  
Minimum hours between shifts  
Days Off  
Weekends Off  
Smoothing  
Nursing Coverage  
Article 7.18  
Article 7.20  
Article 7.21  
Article 7.22  
Article 7.23  
Article 7.24  
Article 7.26  
Article 7.27  
Article 7.29  
Article 7.30  
Article 7.31  
Article 7.32  
Article 7.33  
Article 8.06  
Article 8.07  
Overtime Provisions  
Meal Allowance  
Work Area Specific Casual Lists  
Part-time and Casual Nurse Availability Forms  
“Prior to Posting” – Extra shifts  
Relief Shifts  
Cancelled shifts  
Standby  
Call back while on Standby  
Rest Interval After Call Back  
Compensation when Rest Interval Not Taken  
Remote Consulting on Standby  
Communication Devices  
Shift Premium  
Weekend premium  
Article 10.03 Vacation Scheduling  
Article 10.04 Vacation Request Approval  
Article 10.05 Restriction on Numbers of Nurses on Vacation  
Article 10.06 Unbroken Vacation  
Article 10.22 Holidays – Christmas/New Years  
Article 23.03 Transportation to/from Work  
Article 30  
Article 38  
Casual Nurses  
Long and Short Assignments  
138  
Article 39.07 Overtime for Part Timers  
ARTICLE 36: EMPLOYER’S LIABILITY  
36.00 Professional and General Liability  
The Employer, the Union, and the Nurses agree to abide by the Professional and General  
Liability Insurance Policy. For clarification it is understood that this includes providing  
support to:  
(
(
a)  
b)  
all Nurses who are witnesses or potential witnesses in any legal action which is  
based on a claim that a patient suffered bodily injury as a result of an error, mistake  
or malpractice to which insurance applies; and  
Nurses who are named parties (defendants) in legal action based on a claim that  
a patient suffered bodily injury as a result of an error, mistake or malpractice at the  
Izaak Walton Killam Health Centre, so long as the Employee was acting under the  
direction and control of the Named Insured and becomes legally obligated to pay  
because of bodily injury arising out of an error, mistake or malpractice to which this  
insurance applies.  
ARTICLE 37: TEMPORARY REASSIGNMENT  
3
7.00 In circumstances where there is a staff need in a work area and the capacity to assign  
Nurses from another work area, and the Employer deems the Nurse to be capable of  
performing the required duties, the Employer may in accordance with this Article  
temporarily reassign a Nurse.  
37.01 Temporary Reassignment  
(
a)  
occurs when a Nurse is temporarily assigned by the Employer within the  
Reassignment area:  
(
(
i)  
to a different classification and position title; or  
ii)  
to a Work Location other than the Nurse’s usual Work Location; or  
139  
(
iii)  
to a patient care unit other than a Nurse’s usual patient care unit.  
For the purposes of the Article, “Reassignment Area” means, for a Nurse whose  
worksite is within Halifax Regional Municipality, a driving distance of fifty (50) km  
from the Nurse’s worksite, and for all other Nurses, a driving distance of seventy-  
five (75) km from the Nurse’s worksite.  
(
(
b)  
c)  
Nurses shall only be reassigned for the purpose of meeting operational needs.  
When assigned to a different Work Location, the Nurse shall receive pay for  
traveling time from one Work Location to the other Work Location and be  
reimbursed for approved expenses in accordance with the applicable travel policy  
(
d)  
A Nurse who is temporarily assigned will retain her or his regular hourly rate unless  
she or he is temporarily assigned to a different classification and position title which  
has a pay scale which provides for a higher rate of pay, in which case she or he  
shall receive that higher rate of pay for the duration of the temporary assignment.  
(
(
(
e)  
Any reassignment pursuant to this Article will not affect the Constituent Union of  
the Nurses. The Employer will endeavor to reassign Nurses within the same  
Constituent Union.  
f)  
The Nurse shall only be reassigned to work where the Employer deems the Nurse  
to be capable of performing the required duties. The Nurse may require orientation  
to the assignment.  
g)  
If a situation requires a temporary reassignment, an Employer shall first request  
volunteers for the temporary reassignment. In the event of multiple volunteers, the  
Employer will give preference to seniority provided that the Nurses are of equal  
merit. If no Nurse volunteers, the Employer shall reassign in an equitable manner.  
(
h)  
Voluntary Reassignment Outside Reassignment Area  
Notwithstanding Article 37.01(a), a Nurse may volunteer to accept a  
reassignment outside the Reassignment Area. In that event, the Employer must  
consult with the relevant Union(s) and advise the Nurse of the length of time of  
140  
the reassignment and cover those expenses identified in Article 37.01(c) and  
other travel expenses pursuant to the applicable travel policy. Any extension or  
change in the reassignment must be agreed to by the Nurse with further  
consultation with the Union(s).  
37.02 Emergencies  
If the circumstances are of an urgent nature or an emergency, the Employer may  
reassign Nurses within the same classification or position classification title series,  
pending the completion of the reassignment process as outlined in Article 37.01.  
37.03 Job Postings  
The Employer’s right to fill vacancies in accordance with this provision shall not be used  
to avoid the posting of vacancies in accordance with Article 12. The Employer shall not  
exercise the right to reassign in an unreasonable or arbitrary manner. The Employer  
may post a position in any circumstances in which the Employer deems this warranted.  
37.04 Grievances  
Before a grievance on reassignment is referred to arbitration, the circumstances are to  
be reviewed by the Joint Committee on Technological Change or Labour Management  
Committee.  
37.05 Notification to the Union  
The Employer will notify the Labour Management Committee of Nurses reassigned  
pursuant to Article 37.  
ARTICLE 38: LONG AND SHORT ASSIGNMENT  
38.00 Casual Availability List  
The Employer shall maintain a Casual Availability List in accordance with Article 7.21.  
38.01 Nurse(s) on Recall List  
141  
Notwithstanding any provision of this Article, all available casual work shall be first offered  
to a Nurse who has recall rights provided she possesses the necessary qualifications,  
skills, and abilities, as determined by the Employer, reflecting the functions of the job  
concerned. A Nurse on the Recall List may instruct the Employer to remove the Nurse’s  
name from a Work Area Specific Casual List at the time of layoff notice or any time during  
the recall period as specified in Article 32.  
38.02 Long Assignments  
(
a)  
A Long Assignment is non-permanent work of a duration greater than nine (9)  
months and shall be used for the purpose of filling vacancies temporarily vacated  
as a result of long term disability, job-share arrangements, Workers’ Compensation  
leave, and approved leaves of greater than nine (9) months; and for staffing special  
projects.  
(
(
b)  
c)  
Except in the circumstances outlined in paragraph (c) below Long Assignments  
shall be posted in accordance with Article 12.  
Where the Long Assignment is being used to temporarily replace a Nurse on a  
pregnancy-related absence for a continuous period in excess of nine (9) months,  
which includes the total pregnancy leave combined with a Nurse’s parental leave  
and any other related leave, the assignment may be filled in accordance with the  
procedure in Article 38.03. A Nurse on such long assignment shall in all other  
respects be treated as a Nurse on Long Assignment.  
(d)  
(e)  
(f)  
A Permanent Nurse who applies for and accepts a Long Assignment shall maintain  
the Nurse’s permanent status for the duration of that Assignment. Benefits shall  
be pro-rated in accordance with the designation of the Assignment.  
A Casual Nurse who accepts a Long Assignment shall receive fifteen (15) days  
paid vacation leave pro-rated for the designation and the duration of the Nurse’s  
assignment.  
Notwithstanding Article 30.15, a Casual Nurse who accepts a Long Assignment  
shall only be excluded from the following benefits:  
(
(
i)  
Leave of Absence for Political Office (Article 9.07)  
Education Leave (Article 9.09)  
ii)  
142  
(
(
(
(
(
(
(
(
(
iii)  
iv)  
v)  
Vacation (Article 10)  
Military Leave (Article 9.14)  
Pregnancy Leave Allowance (Article 13.04)  
Adoption Leave Allowance (Article 13.06)  
Retirement Allowance (Article 19)  
vi)  
vii)  
viii) Long Term Disability (Article 20.00)  
ix)  
x)  
Job Sharing (Article 27)  
Job Security (Article 32)  
Deferred Leave (Appendix D)  
xi)  
(
(
g)  
h)  
All benefits enjoyed by a Casual Nurse in a Long Assignment shall be pro-rated, if  
appropriate, for the designation and duration of the Assignment.  
A Casual Nurse who accepts a Long Assignment shall be entitled to:  
(
(
i)  
Group Insurance (Article 40), Medical Benefits, and at the Casual Nurse’s  
option, Pension (Article 34), so long as the Nurse meets the eligibility  
requirements of the applicable plan, pro-rated for the designation of the  
Long Assignment if the designation of the Long Assignment is .4 FTE but  
less than full time;  
ii)  
Group Insurance (Article 40), Medical/Dental Benefits, and, at the Casual  
Nurse’s option, Pension (Article 34) so long as the Nurse meets the  
eligibility requirements of the applicable plan, if the designation is full time;  
(
(
(
i)  
A Casual Nurse who accepts a Long Assignment will be scheduled in accordance  
with Article 7 of this Agreement.  
j)  
Overtime shall be granted in accordance with Article 7 or Article 39, whichever is  
applicable to the Assignment.  
k)  
When the Long Assignment ends, a Permanent Nurse shall return to the Nurse’s  
former position, or if that position no longer exists, the matter shall be referred to  
the Joint Committee on Technological Change.  
143  
(
l)  
When a Long Assignment ends, a Casual Nurse shall return to the Work Area  
Specific Casual List(s).  
(
m) If a Long Assignment or consecutive Long Assignment(s) extends beyond four (4)  
years, a Casual Nurse in such Assignment(s) shall receive all benefits a permanent  
Nurse would receive.  
38.03 Short Assignments  
(
a)  
A Short Assignment is non-permanent work of a duration of greater than two (2)  
months but not exceeding nine (9) months.  
(
b)  
Short Assignments shall be filled from the Work Area Specific Casual List as  
follows:  
(
(
(
i)  
Nurses on the recall list in order of their seniority;  
Permanent Part-time Nurses in order of their seniority;  
Casual Nurses in order of their seniority.  
ii)  
iii)  
Notwithstanding this language and that the Nurse is on the WASCL, the Employer  
can bypass seniority if it can be demonstrated that the Nurse lacks necessary  
skills, qualifications or abilities for a short assignment.  
(
c)  
If a Short Assignment is not able to be filled in accordance with Article 38.03, it  
shall be posted in accordance with Article 12.  
(
(
d)  
e)  
A Nurse offered a Short Assignment is not required to accept the Assignment.  
A Permanent Nurse who accepts a Short Assignment shall maintain the Nurse’s  
permanent status for the duration of that Assignment. Benefits shall be pro-rated  
for the designation of the Assignment, if applicable.  
144  
(f)  
A Casual Nurse who accepts a Short Assignment shall receive the following  
benefits, prorated, if applicable for the designation of the Assignment:  
(
(
(
i)  
fifteen (15) days’ unpaid vacation per year;  
ii)  
iii)  
Leave for Union Business (Article 5);  
Leaves (Article 9), excluding Pregnancy Leave Allowance, Adoption  
Leave Allowance, General Leave, Leave of Absence for Political Office,  
Prepaid Leave, Military Leave, Education Leave;  
(
(
iv)  
v)  
Sick Leave as applicable under Appendices (K and L);  
Eleven percent (11%) in lieu of benefits.  
(
(
(
g)  
h)  
i)  
A Casual Nurse who accepts a Short Assignment will be scheduled in accordance  
with Article 7 of this Agreement.  
Overtime shall be granted in accordance with Article 7 or Article 39, whichever is  
applicable to the Assignment.  
When a Short Assignment ends, a Permanent Nurse shall return to the Nurse’s  
previous position, or if that position no longer exists, the matter shall be referred to  
the Joint Committee on Technological Change.  
(
j)  
When the Short Assignment ends, a Casual Nurse shall return to the Work Area  
Specific Casual List(s).  
38.04 Part-time Nurses Accepting Assignments of Full-time Hours  
Any Part-time Nurse whose name is on a Work Area Specific Casual List(s) shall have the  
Nurse’s name removed from the list(s) during the assignment of full-time hours.  
38.05 Termination of Assignments  
(
a)  
The Employer may terminate a Long Assignment or a Short Assignment, at any  
time.  
145  
(
(
b)  
c)  
If a Long Assignment or a Short Assignment is to be discontinued, the Employer  
shall advise the Nurse in writing not less than ten (10) days prior to the date of  
discontinuance.  
The Employer will notify the Union when a Long Assignment or Short Assignment  
is discontinued.  
38.06 Pay in Lieu of Notice  
Where less notice in writing is given than required in Article 38.05(b), a Nurse shall  
continue to receive pay for the number of days for which the notice was not given.  
38.07 Completion of Assignments  
(
c)  
Subject to paragraph (b), a Nurse who accepts a Long or Short Assignment cannot  
commence another such assignment until the Nurse’s existing assignment is  
completed.  
(
d)  
The restriction above in paragraph (a) will not apply in cases where a subsequent  
assignment arises in the same classification and on the same unit.  
38.08 Casuals Placed in Assignments  
(
c)  
A Casual Nurse on a full-time Long or Short Assignment shall have the Nurse’s  
name temporarily removed from all Work Area Specific Casual Lists for the  
duration of the Assignment.  
(
d)  
A Casual Nurse on a part-time assignment shall be restricted in accordance  
with Article 7.21 (f).  
146  
ARTICLE 39: PART-TIME NURSES  
3
3
3
9.00 Application of Collective Agreement  
Except as specifically provided herein, the provisions of this Agreement shall apply to part-  
time Nurses as defined in Article 4.  
9.01 Entitlement to Benefits  
Part time Nurses will be covered by this Agreement and shall be entitled to benefits pro-  
rated on the basis of hours worked, except as otherwise agreed to by the Parties.  
9.02 Hours Worked  
(
c)  
“Hours worked” for a part-time Nurse shall mean the Nurse’s designated hours of  
work.  
(
d)  
Although not “hours worked” as applicable in this Article, when a part-time Nurses  
works an extra shift or relief shift assignment, she shall receive an additional  
amount over and above her current rate of pay in lieu of benefits.  
(
e)  
f)  
A Part-time Nurse who accrues sick leave credits shall receive an additional eleven  
percent (11%) over and above her current rate of pay in lieu of benefits for an extra  
shift or a relief shift. In addition, she shall accrue sick leave credits for the extra  
shift or relief shift.  
(
Part-Time Smoothing  
The provisions of Article 7.16 also apply to a “smoothed” Part-Time Nurse. If a  
permanent Part-Time Nurse or part time nurse in a long/short assignment  
requests, and if the Employer agrees, and with no less than thirty (30) days notice  
to the Employer, the Employer shall average (“smooth”) the regular bi-weekly  
earnings of the Nurse based on her designated appointment status. The Nurse  
shall be scheduled over the designated rotation period to average his or her  
designated appointment. Such request shall not be unreasonably denied.  
This provision does not alter the application of Articles 7.21, 7.22, 7.23, or 7.24 to  
a “smoothed” Part-Time Nurse, nor does it remove the right of a “smoothed” Part-  
Time Nurse to overtime compensation for extra or relief shifts, based on actual  
hours worked (rather than hours “smoothed”). No entitlement to overtime will exist  
for regularly scheduled hours within a Part Time Nurse’s smoothed schedule  
pursuant to Article 7.04 (e).  
147  
3
3
3
9.03 Earning Entitlements  
For the purposes of earning entitlement to a benefit (e.g., vacation increment, merit  
increments, pregnancy leave, etc.), calendar time of employment will be applicable.  
9.04 Unpaid Leave  
Unpaid leave, such as pregnancy leave, will not be pro-rated as to the length of time  
granted.  
9.05 Bereavement Leave  
A Nurse who has a death in her immediate family shall receive seven (7) calendar days  
leave pursuant to Article 9.04, however, the minimum hours of paid leave shall be pro-  
rated as to the Nurse’s designation. All other bereavement leaves pursuant to Article 9.04  
shall not be pro-rated.  
39.06 Service  
Service of a Part-Time Nurse shall be in accordance with Article 4.24.  
39.07 Overtime  
(
(
(
a)  
b)  
c)  
Part-time Nurses will be entitled to overtime compensation in accordance with this  
Agreement when they work in excess of the normal full-time bi-weekly hours.  
Part-time Nurses who are scheduled for a shift of seven (7) or more hours will be  
entitled to overtime compensation for time worked beyond the scheduled hours.  
Part-time Nurses who are scheduled to work a shorter period than the full-time shift  
will be entitled to overtime compensation after they have worked the equivalent of  
a full shift.  
(
d)  
Where part-time Nurses are scheduled to work less than the normal hours per bi-  
weekly period of full-time Nurses in the work unit, straight time rates will be paid  
148  
up to and including the normal work hours in the bi-weekly period of the full-time  
Nurses and overtime rates will be paid for hours worked in excess thereof.  
39.08 Group Insurance  
(
(
(
a)  
b)  
c)  
Part-time Nurses (.4 FTE or greater) will be covered by a medical plan which is  
equivalent in coverage to the health care plan covering full-time Nurses. The  
Employer will pay 65% of the total premium cost for such health care coverage.  
The Nurse agrees to pay 35% of her total premium cost.  
Part-time Nurses (.4 FTE or greater) will be covered by group life insurance with  
benefit entitlement prorated on the basis of hours worked. For example, fifty per  
cent (50%) of the full-time hours in a position with an annual (full-time) salary of  
$30,000 will have her insurance coverage based on $15,000 per annum salary.  
Part-time Nurses are entitled to coverage pursuant to the Long Term Disability  
Plan applicable to full-time Nurses covered by this collective agreement.  
39.09 Pension  
(
a)  
Part-time Nurses who are presently covered by a pension plan shall continue to  
be covered by the terms of that plan.  
(
b)  
Part-time Nurses not presently covered by a pension plan shall be brought under  
the terms of one of the existing plans, as determined by mutual agreement of the  
parties.  
ARTICLE 40: GROUP INSURANCE  
40.00 Group Life and Medical Plans  
The Employer will continue to participate with employees in the provision of group life and  
medical plans as exist at the coming into force of this Agreement unless amended in  
accordance with the rest of this Article. The Employer agrees to pay 65% of the total  
149  
premium cost for all Nurses covered by the health and dental care plans attached hereto  
and forming part of this Agreement.  
40.01 Long Term Disability Plans  
The terms of the long term disability plans, including those changes adopted from time to  
time, shall be deemed incorporated by reference into this collective agreement and shall  
be considered enforceable in the same way as all other provisions of this collective  
agreement. This provision applies to all of the plans in effect as of the signing date of this  
collective agreement, unless otherwise agreed by the parties.  
40.02 Provincial Group Benefits Committee  
A Provincial Group Benefits Committee will provide advice and make recommendations  
regarding the group benefit plan administered by HANS. This includes Basic Life, Health  
and Dental, and Optional Benefits. This does not include the LTD plans or the pension  
plans.  
40.03 Committee Composition  
The Committee shall be comprised of representatives of the unions and employers, as  
follows:  
Four union representatives – each of the four major Unions (CUPE, Unifor, NSNU  
and NSGEU) will select a representative;  
Four employer representatives – these will be selected from both NSHA and IWK  
and employers represented by HANS;  
A representative from the HANS Group Benefits Service will participate in the  
committee on a non-voting, ex-officio basis.  
40.04 Purpose of Committee  
The purpose of the committee is to provide a forum for constructive engagement amongst  
representatives of plan participants, employers and the plan sponsor on issues of  
importance to the group benefits plan, including plan design, administration, and  
communication.  
150  
40.05 Amendment of Benefit Coverage  
The Committee will be consulted on all proposed changes to the content and coverages  
offered under the applicable group benefit plan. Such changes will not be made without  
agreement of the majority of the Committee. The Committee, upon reaching a majority  
position, will forward its recommendation to the HANS Board of Directors for  
implementation.  
4
4
4
0.06 Additional Responsibilities of Committee  
Where in any given fiscal year the plan administrator determines that an ongoing surplus  
has arisen in the plan which is of sufficient magnitude to allow an adjustment of benefits  
the matter will be referred to the Committee for determination.  
0.07 Limitations on Powers of Committee  
The Committee shall not be authorized to make any adjustment to benefits that would  
have the effect of increasing the overall ongoing cost of the plan to employers and  
Employees.  
0.08 Terms of Reference  
The Committee shall operate in accordance with its terms of reference which shall include  
a process to be used to resolve issues which cannot be resolved through consensus  
among the members of the Committee.  
ARTICLE 41: LETTERS OF AGREEMENT AND MEMORANDA OF AGREEMENT  
4
1.00 Letters of Agreement and Memoranda of Agreement that were in effect between the  
Parties on the date of signing and which are not appended and signed within six (6)  
months of the signing of the Collective Agreement are deemed replaced and therefore  
redundant following the signing of the Collective Agreement.  
41.01 The Union and the Employer agree to work together in the development of a partnership  
for Aboriginal employment similar to the agreement signed between the Union and the  
151  
Government of Canada, and the Government of Nova Scotia pursuant to the Aboriginal  
Workforce Participation Initiative dated November 26, 2006.  
41.02 Letters of Agreement and Memoranda of Agreement that remain in effect, are detailed in  
Appendix “M”.  
ARTICLE 42: TERM OF AGREEMENT  
4
2.00 This Collective Agreement shall be for the period commencing November 1, 2014, and  
ending October 31, 2020, and shall remain in effect from year to year thereafter unless  
one of the Parties hereto notifies the other in writing within a period of not less than sixty  
(
60) working days prior to the automatic renewal date of its intention to revise or amend  
this Agreement or to conclude a new Agreement.  
152  
Appendix “A”  
Classifications and Pay Scales  
153  
APPENDIX “A-1”  
NSNU CLASSIFICATIONS AND PAY SCALES  
Hourly Rates (Approximate Annual Equivalents for Full-Time)  
November 1, 2014 to November 1, 2017  
%
Increase:  
0.00%  
% Increase:  
0.00%  
% Increase:  
1.00%  
% Increase:  
1.50%  
Expired  
Approx.  
Annual Rate  
Nov.01-14  
Approx.  
Annual Rate  
Nov.01-15  
Approx.  
Annual Rate  
Nov.01-16  
Approx.  
Annual Rate  
Nov.01-17  
Approx.  
Annual Rate  
Expired  
Hourly Rate  
Nov.01-14  
Hourly Rate  
Nov.01-15  
Hourly Rate  
Nov.01-16  
Hourly Rate  
Nov.01-17  
Hourly Rate  
Pay Grade  
RN01  
Classification  
RN-1  
Steps  
Start  
$29.1852  
$32.8441  
$33.8169  
$34.9115  
$36.1285  
$37.3878  
$38.6964  
$40.0507  
$33.7016  
$34.6743  
$35.7689  
$36.9859  
$38.2452  
$39.5837  
$40.9692  
$56,911  
$64,046  
$65,943  
$68,077  
$70,451  
$72,906  
$75,458  
$78,099  
$65,718  
$67,615  
$69,749  
$72,122  
$74,578  
$77,188  
$79,890  
$29.1852  
$32.8441  
$33.8169  
$34.9115  
$36.1285  
$37.3878  
$38.6964  
$40.0507  
$33.7016  
$34.6743  
$35.7689  
$36.9859  
$38.2452  
$39.5837  
$40.9692  
$56,911  
$64,046  
$65,943  
$68,077  
$70,451  
$72,906  
$75,458  
$78,099  
$65,718  
$67,615  
$69,749  
$72,122  
$74,578  
$77,188  
$79,890  
$29.1852  
$32.8441  
$33.8169  
$34.9115  
$36.1285  
$37.3878  
$38.6964  
$40.0507  
$33.7016  
$34.6743  
$35.7689  
$36.9859  
$38.2452  
$39.5837  
$40.9692  
$56,911  
$64,046  
$65,943  
$68,077  
$70,451  
$72,906  
$75,458  
$78,099  
$65,718  
$67,615  
$69,749  
$72,122  
$74,578  
$77,188  
$79,890  
$29.4771  
$33.1725  
$34.1551  
$35.2606  
$36.4898  
$37.7617  
$39.0834  
$40.4512  
$34.0386  
$35.0210  
$36.1266  
$37.3558  
$38.6277  
$39.9795  
$41.3789  
$57,480  
$64,686  
$66,602  
$68,758  
$71,155  
$73,635  
$76,212  
$78,880  
$66,375  
$68,291  
$70,447  
$72,844  
$75,324  
$77,960  
$80,689  
$29.9193  
$33.6701  
$34.6674  
$35.7895  
$37.0371  
$38.3281  
$39.6697  
$41.0580  
$34.5492  
$35.5463  
$36.6685  
$37.9161  
$39.2071  
$40.5792  
$41.9996  
$58,342  
$65,657  
$67,601  
$69,790  
$72,222  
$74,740  
$77,356  
$80,063  
$67,371  
$69,315  
$71,503  
$73,936  
$76,454  
$79,130  
$81,899  
RN02  
RN-2  
Start  
Year 1  
Year 2  
Year 3  
Year 4  
Year 5  
Year 25  
Start  
RN03  
RN-3  
Year 1  
Year 2  
Year 3  
Year 4  
Year 5  
Year 25  
154  
%
Increase:  
0.00%  
% Increase:  
0.00%  
% Increase:  
1.00%  
% Increase:  
1.50%  
Expired  
Approx.  
Annual Rate  
Nov.01-14  
Approx.  
Annual Rate  
Nov.01-15  
Approx.  
Annual Rate  
Nov.01-16  
Approx.  
Annual Rate  
Nov.01-17  
Approx.  
Annual Rate  
Expired  
Hourly Rate  
Nov.01-14  
Hourly Rate  
Nov.01-15  
Hourly Rate  
Nov.01-16  
Hourly Rate  
Nov.01-17  
Hourly Rate  
Pay Grade  
RN04  
Classification  
RN-4  
Steps  
Start  
$34.5590  
$35.5318  
$36.6263  
$37.8435  
$39.1027  
$40.4713  
$41.8878  
$67,390  
$69,287  
$71,421  
$73,795  
$76,250  
$78,919  
$81,681  
$34.5590  
$35.5318  
$36.6263  
$37.8435  
$39.1027  
$40.4713  
$41.8878  
$67,390  
$69,287  
$71,421  
$73,795  
$76,250  
$78,919  
$81,681  
$34.5590  
$35.5318  
$36.6263  
$37.8435  
$39.1027  
$40.4713  
$41.8878  
$67,390  
$69,287  
$71,421  
$73,795  
$76,250  
$78,919  
$81,681  
$34.9046  
$35.8871  
$36.9926  
$38.2219  
$39.4937  
$40.8760  
$42.3067  
$68,064  
$69,980  
$72,136  
$74,533  
$77,013  
$79,708  
$82,498  
$35.4282  
$36.4254  
$37.5475  
$38.7952  
$40.0861  
$41.4891  
$42.9413  
$69,085  
$71,030  
$73,218  
$75,651  
$78,168  
$80,904  
$83,736  
Year 1  
Year 2  
Year 3  
Year 4  
Year 5  
Year 25  
RN05  
RN-5  
Start  
Year 1  
Year 2  
Year 3  
Year 4  
Year 25  
$38.6111  
$39.9897  
$41.3745  
$42.7588  
$44.2554  
$45.8043  
$75,292  
$77,980  
$80,680  
$83,380  
$86,298  
$89,318  
$38.6111  
$39.9897  
$41.3745  
$42.7588  
$44.2554  
$45.8043  
$75,292  
$77,980  
$80,680  
$83,380  
$86,298  
$89,318  
$38.6111  
$39.9897  
$41.3745  
$42.7588  
$44.2554  
$45.8043  
$75,292  
$77,980  
$80,680  
$83,380  
$86,298  
$89,318  
$38.9972  
$40.3896  
$41.7882  
$43.1864  
$44.6980  
$46.2623  
$76,045  
$78,760  
$81,487  
$84,214  
$87,161  
$90,212  
$39.5822  
$40.9954  
$42.4150  
$43.8342  
$45.3685  
$46.9562  
$77,185  
$79,941  
$82,709  
$85,477  
$88,468  
$91,565  
(
Community Health Nurse)  
155  
156  
%
Increase:  
0.00%  
% Increase:  
0.00%  
% Increase:  
1.00%  
% Increase:  
1.50%  
Expired  
Approx.  
Annual Rate  
Nov.01-14  
Approx.  
Annual Rate  
Nov.01-15  
Approx.  
Annual Rate  
Nov.01-16  
Approx.  
Annual Rate  
Nov.01-17  
Approx.  
Annual Rate  
Expired  
Hourly Rate  
Nov.01-14  
Hourly Rate  
Nov.01-15  
Hourly Rate  
Nov.01-16  
Hourly Rate  
Nov.01-17  
Hourly Rate  
Pay Grade  
RN06  
Classification  
Steps  
Start  
RN-6  
$41.3746  
$42.7588  
$44.1435  
$45.5297  
$47.1232  
$48.7725  
$80,680  
$83,380  
$86,080  
$88,783  
$91,890  
$95,106  
$41.3746  
$42.7588  
$44.1435  
$45.5297  
$47.1232  
$48.7725  
$80,680  
$83,380  
$86,080  
$88,783  
$91,890  
$95,106  
$41.3746  
$42.7588  
$44.1435  
$45.5297  
$47.1232  
$48.7725  
$80,680  
$83,380  
$86,080  
$88,783  
$91,890  
$95,106  
$41.7883  
$43.1864  
$44.5849  
$45.9850  
$47.5944  
$49.2602  
$81,487  
$84,214  
$86,941  
$89,671  
$92,809  
$96,058  
$42.4151  
$43.8342  
$45.2537  
$46.6748  
$48.3083  
$49.9991  
$82,710  
$85,477  
$88,245  
$91,016  
$94,201  
$97,498  
(
Clinical Nurse Educator)  
Year 1  
Year 2  
Year 3  
Year 4  
Year 25  
RN08  
RN-8  
Start  
$37.3240  
$72,782  
$37.3240  
$72,782  
$37.3240  
$72,782  
$37.6972  
$73,510  
$38.2627  
$74,612  
(
Occupational Health Nurse)  
Year 1  
Year 2  
Year 3  
Year 4  
Year 25  
$38.6163  
$39.9084  
$41.2006  
$42.6426  
$44.1351  
$75,302  
$77,821  
$80,341  
$83,153  
$86,063  
$38.6163  
$39.9084  
$41.2006  
$42.6426  
$44.1351  
$75,302  
$77,821  
$80,341  
$83,153  
$86,063  
$38.6163  
$39.9084  
$41.2006  
$42.6426  
$44.1351  
$75,302  
$77,821  
$80,341  
$83,153  
$86,063  
$39.0025  
$40.3075  
$41.6126  
$43.0690  
$44.5765  
$76,055  
$78,600  
$81,145  
$83,985  
$86,924  
$39.5875  
$40.9121  
$42.2368  
$43.7150  
$45.2451  
$77,196  
$79,779  
$82,362  
$85,244  
$88,228  
157  
%
Increase:  
0.00%  
% Increase:  
0.00%  
% Increase:  
1.00%  
% Increase:  
1.50%  
Expired  
Approx.  
Annual Rate  
Nov.01-14  
Approx.  
Annual Rate  
Nov.01-15  
Approx.  
Annual Rate  
Nov.01-16  
Approx.  
Annual Rate  
Nov.01-17  
Approx.  
Annual Rate  
Expired  
Hourly Rate  
Nov.01-14  
Hourly Rate  
Nov.01-15  
Hourly Rate  
Nov.01-16  
Hourly Rate  
Nov.01-17  
Hourly Rate  
Pay Grade  
RN09  
Classification  
Steps  
Start  
RN-9  
$38.6164  
$39.9084  
$41.2006  
$42.4943  
$43.9816  
$45.5210  
$75,302  
$77,821  
$80,341  
$82,864  
$85,764  
$88,766  
$38.6164  
$39.9084  
$41.2006  
$42.4943  
$43.9816  
$45.5210  
$75,302  
$77,821  
$80,341  
$82,864  
$85,764  
$88,766  
$38.6164  
$39.9084  
$41.2006  
$42.4943  
$43.9816  
$45.5210  
$75,302  
$77,821  
$80,341  
$82,864  
$85,764  
$88,766  
$39.0026  
$40.3075  
$41.6126  
$42.9192  
$44.4214  
$45.9762  
$76,055  
$78,600  
$81,145  
$83,693  
$86,622  
$89,654  
$39.5876  
$40.9121  
$42.2368  
$43.5630  
$45.0877  
$46.6658  
$77,196  
$79,779  
$82,362  
$84,948  
$87,921  
$90,998  
(
Enterostomal Therapist;  
Infection Control Nurse)  
Year 1  
Year 2  
Year 3  
Year 4  
Year 25  
NP01  
NP-1  
Start  
$45.8417  
$89,391  
$45.8417  
$89,391  
$45.8417  
$89,391  
$46.3001  
$90,285  
$46.9946  
$91,640  
(
Specialty Nurse Practitioner and  
Primary Health Care Nurse Practitioner)  
Year 1  
Year 2  
Year 3  
Year 4  
Year 5  
Year 25  
$47.2594  
$48.7212  
$50.2280  
$51.7815  
$53.5938  
$55.4696  
$92,156  
$95,006  
$97,945  
$100,974  
$104,508  
$108,166  
$47.2594  
$48.7212  
$50.2280  
$51.7815  
$53.5938  
$55.4696  
$92,156  
$95,006  
$97,945  
$100,974  
$104,508  
$108,166  
$47.2594  
$48.7212  
$50.2280  
$51.7815  
$53.5938  
$55.4696  
$92,156  
$95,006  
$97,945  
$100,974  
$104,508  
$108,166  
$47.7320  
$49.2084  
$50.7303  
$52.2993  
$54.1297  
$56.0243  
$93,077  
$95,956  
$98,924  
$101,984  
$105,553  
$109,247  
$48.4480  
$49.9465  
$51.4913  
$53.0838  
$54.9416  
$56.8647  
$94,474  
$97,396  
$100,408  
$103,513  
$107,136  
$110,886  
158  
APPENDIX “A-1”  
NSNU CLASSIFICATIONS AND PAY SCALES  
Hourly Rates (Approximate Annual Equivalents for Full-Time)  
October 31, 2018 October 31, 2020  
%
Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
Oct.31-18  
Approx.  
Annual Rate  
Nov.1-18  
Approx.  
Annual Rate  
Oct.31-19  
Approx.  
Annual Rate  
Nov.1-19  
Approx.  
Annual Rate  
Oct.31-20  
Approx.  
Annual Rate  
Oct.31-18  
Hourly Rate  
Nov.1-18  
Hourly Rate  
Oct.31-19  
Hourly Rate  
Nov.1-19  
Hourly Rate  
Oct.31-20  
Hourly Rate  
Pay Grade  
RN01  
Classification  
RN-1  
Steps  
Start  
$30.0689  
$33.8385  
$34.8407  
$35.9684  
$37.2223  
$38.5197  
$39.8680  
$41.2633  
$34.7219  
$35.7240  
$36.8518  
$38.1057  
$39.4031  
$40.7821  
$42.2096  
$58,634  
$65,985  
$67,939  
$70,139  
$72,584  
$75,113  
$77,742  
$80,463  
$67,708  
$69,662  
$71,861  
$74,306  
$76,836  
$79,525  
$82,309  
$30.5199  
$34.3461  
$35.3633  
$36.5079  
$37.7806  
$39.0975  
$40.4660  
$41.8822  
$35.2427  
$36.2599  
$37.4046  
$38.6773  
$39.9941  
$41.3938  
$42.8427  
$59,514  
$66,975  
$68,958  
$71,191  
$73,672  
$76,240  
$78,909  
$81,670  
$68,723  
$70,707  
$72,939  
$75,421  
$77,989  
$80,718  
$83,543  
$30.6725  
$34.5178  
$35.5401  
$36.6904  
$37.9695  
$39.2930  
$40.6683  
$42.0916  
$35.4189  
$36.4412  
$37.5916  
$38.8707  
$40.1941  
$41.6008  
$43.0569  
$59,811  
$67,310  
$69,303  
$71,547  
$74,041  
$76,621  
$79,303  
$82,079  
$69,067  
$71,061  
$73,304  
$75,798  
$78,378  
$81,122  
$83,961  
$31.1326  
$35.0356  
$36.0732  
$37.2408  
$38.5390  
$39.8824  
$41.2783  
$42.7230  
$35.9502  
$36.9878  
$38.1555  
$39.4538  
$40.7970  
$42.2248  
$43.7028  
$60,708  
$68,319  
$70,343  
$72,620  
$75,151  
$77,771  
$80,493  
$83,310  
$70,103  
$72,126  
$74,403  
$76,935  
$79,554  
$82,339  
$85,220  
$31.2883  
$35.2108  
$36.2536  
$37.4270  
$38.7317  
$40.0818  
$41.4847  
$42.9366  
$36.1300  
$37.1727  
$38.3463  
$39.6511  
$41.0010  
$42.4359  
$43.9213  
$61,012  
$68,661  
$70,694  
$72,983  
$75,527  
$78,160  
$80,895  
$83,726  
$70,453  
$72,487  
$74,775  
$77,319  
$79,952  
$82,750  
$85,646  
RN02  
RN-2  
Start  
Year 1  
Year 2  
Year 3  
Year 4  
Year 5  
Year 25  
Start  
RN03  
RN-3  
Year 1  
Year 2  
Year 3  
Year 4  
Year 5  
Year 25  
159  
%
Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
Oct.31-18  
Approx.  
Annual Rate  
Nov.1-18  
Approx.  
Annual Rate  
Oct.31-19  
Approx.  
Annual Rate  
Nov.1-19  
Approx.  
Annual Rate  
Oct.31-20  
Approx.  
Annual Rate  
Oct.31-18  
Hourly Rate  
Nov.1-18  
Hourly Rate  
Oct.31-19  
Hourly Rate  
Nov.1-19  
Hourly Rate  
Oct.31-20  
Hourly Rate  
Pay Grade  
RN04  
Classification  
RN-4  
Steps  
Start  
$35.6053  
$36.6075  
$37.7352  
$38.9892  
$40.2865  
$41.6965  
$43.1560  
$69,430  
$71,385  
$73,584  
$76,029  
$78,559  
$81,308  
$84,154  
$36.1394  
$37.1566  
$38.3012  
$39.5740  
$40.8908  
$42.3219  
$43.8033  
$70,472  
$72,456  
$74,687  
$77,169  
$79,737  
$82,528  
$85,417  
$36.3201  
$37.3424  
$38.4927  
$39.7719  
$41.0953  
$42.5335  
$44.0223  
$70,824  
$72,818  
$75,061  
$77,555  
$80,136  
$82,941  
$85,844  
$36.8649  
$37.9025  
$39.0701  
$40.3685  
$41.7117  
$43.1715  
$44.6826  
$71,887  
$73,910  
$76,187  
$78,719  
$81,338  
$84,185  
$87,131  
$37.0492  
$38.0920  
$39.2655  
$40.5703  
$41.9203  
$43.3874  
$44.9060  
$72,246  
$74,280  
$76,568  
$79,112  
$81,745  
$84,606  
$87,567  
Year 1  
Year 2  
Year 3  
Year 4  
Year 5  
Year 25  
RN05  
RN-5  
Start  
Year 1  
Year 2  
Year 3  
Year 4  
Year 25  
$39.7801  
$41.2004  
$42.6271  
$44.0534  
$45.5953  
$47.1910  
$77,571  
$80,341  
$83,123  
$85,904  
$88,911  
$92,023  
$40.3768  
$41.8184  
$43.2665  
$44.7142  
$46.2792  
$47.8989  
$78,735  
$81,546  
$84,370  
$87,193  
$90,244  
$93,403  
$40.5787  
$42.0275  
$43.4828  
$44.9378  
$46.5106  
$48.1384  
$79,128  
$81,954  
$84,792  
$87,629  
$90,696  
$93,870  
$41.1874  
$42.6579  
$44.1350  
$45.6119  
$47.2083  
$48.8605  
$80,315  
$83,183  
$86,063  
$88,943  
$92,056  
$95,278  
$41.3933  
$42.8712  
$44.3557  
$45.8400  
$47.4443  
$49.1048  
$80,717  
$83,599  
$86,494  
$89,388  
$92,516  
$95,754  
(
Community Health Nurse)  
160  
161  
%
Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
Oct.31-18  
Approx.  
Annual Rate  
Nov.1-18  
Approx.  
Annual Rate  
Oct.31-19  
Approx.  
Annual Rate  
Nov.1-19  
Approx.  
Annual Rate  
Oct.31-20  
Approx.  
Annual Rate  
Oct.31-18  
Hourly Rate  
Nov.1-18  
Hourly Rate  
Oct.31-19  
Hourly Rate  
Nov.1-19  
Hourly Rate  
Oct.31-20  
Hourly Rate  
Pay Grade  
RN06  
Classification  
Steps  
Start  
RN-6  
$42.6272  
$44.0534  
$45.4800  
$46.9082  
$48.5498  
$50.2491  
$83,123  
$85,904  
$88,686  
$91,471  
$94,672  
$97,986  
$43.2666  
$44.7142  
$46.1622  
$47.6118  
$49.2780  
$51.0028  
$84,370  
$87,193  
$90,016  
$92,843  
$96,092  
$99,456  
$43.4829  
$44.9378  
$46.3930  
$47.8499  
$49.5244  
$51.2578  
$84,792  
$87,629  
$90,466  
$93,307  
$96,573  
$99,953  
$44.1351  
$45.6119  
$47.0889  
$48.5676  
$50.2673  
$52.0267  
$86,064  
$88,943  
$91,823  
$94,707  
$98,021  
$101,452  
$44.3558  
$45.8400  
$47.3243  
$48.8104  
$50.5186  
$52.2868  
$86,494  
$89,388  
$92,282  
$95,180  
$98,512  
$101,959  
(
Clinical Nurse Educator)  
Year 1  
Year 2  
Year 3  
Year 4  
Year 25  
RN08  
RN-8  
Start  
$38.4540  
$74,985  
$39.0308  
$76,110  
$39.2260  
$76,491  
$39.8144  
$77,638  
$40.0135  
$78,026  
(
Occupational Health Nurse)  
Year 1  
Year 2  
Year 3  
Year 4  
Year 25  
$39.7854  
$41.1167  
$42.4480  
$43.9336  
$45.4713  
$77,582  
$80,177  
$82,774  
$85,671  
$88,669  
$40.3822  
$41.7335  
$43.0847  
$44.5926  
$46.1534  
$78,745  
$81,380  
$84,015  
$86,956  
$89,999  
$40.5841  
$41.9422  
$43.3001  
$44.8156  
$46.3842  
$79,139  
$81,787  
$84,435  
$87,390  
$90,449  
$41.1929  
$42.5713  
$43.9496  
$45.4878  
$47.0800  
$80,326  
$83,014  
$85,702  
$88,701  
$91,806  
$41.3989  
$42.7842  
$44.1693  
$45.7152  
$47.3154  
$80,728  
$83,429  
$86,130  
$89,145  
$92,265  
162  
163  
%
Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
Oct.31-18  
Approx.  
Annual Rate  
Nov.1-18  
Approx.  
Annual Rate  
Oct.31-19  
Approx.  
Annual Rate  
Nov.1-19  
Approx.  
Annual Rate  
Oct.31-20  
Approx.  
Annual Rate  
Oct.31-18  
Hourly Rate  
Nov.1-18  
Hourly Rate  
Oct.31-19  
Hourly Rate  
Nov.1-19  
Hourly Rate  
Oct.31-20  
Hourly Rate  
Pay Grade  
RN09  
Classification  
Steps  
Start  
RN-9  
$39.7855  
$41.1167  
$42.4480  
$43.7808  
$45.3131  
$46.8991  
$77,582  
$80,177  
$82,774  
$85,373  
$88,361  
$91,453  
$40.3823  
$41.7335  
$43.0847  
$44.4375  
$45.9928  
$47.6026  
$78,746  
$81,380  
$84,015  
$86,653  
$89,686  
$92,825  
$40.5842  
$41.9422  
$43.3001  
$44.6597  
$46.2228  
$47.8406  
$79,139  
$81,787  
$84,435  
$87,087  
$90,135  
$93,289  
$41.1930  
$42.5713  
$43.9496  
$45.3296  
$46.9161  
$48.5582  
$80,326  
$83,014  
$85,702  
$88,393  
$91,487  
$94,689  
$41.3990  
$42.7842  
$44.1693  
$45.5562  
$47.1507  
$48.8010  
$80,728  
$83,429  
$86,130  
$88,835  
$91,944  
$95,162  
(
Enterostomal Therapist;  
Infection Control Nurse)  
Year 1  
Year 2  
Year 3  
Year 4  
Year 25  
NP01  
NP-1  
Start  
$47.2296  
$92,098  
$47.9380  
$93,479  
$48.1777  
$93,947  
$48.9004  
$95,356  
$49.1449  
$95,833  
(
Specialty Nurse Practitioner and  
Primary Health Care Nurse Practitioner)  
Year 1  
Year 2  
Year 3  
Year 4  
Year 5  
Year 25  
$48.6902  
$50.1962  
$51.7488  
$53.3492  
$55.2163  
$57.1490  
$94,946  
$97,883  
$49.4206  
$50.9491  
$52.5250  
$54.1494  
$56.0445  
$58.0062  
$96,370  
$99,351  
$49.6677  
$51.2038  
$52.7876  
$54.4201  
$56.3247  
$58.2962  
$96,852  
$99,848  
$50.4127  
$51.9719  
$53.5794  
$55.2364  
$57.1696  
$59.1706  
$98,305  
$101,345  
$104,480  
$107,711  
$111,481  
$115,383  
$50.6648  
$52.2318  
$53.8473  
$55.5126  
$57.4554  
$59.4665  
$98,796  
$101,852  
$105,002  
$108,250  
$112,038  
$115,960  
$100,910  
$104,031  
$107,672  
$111,441  
$102,424  
$105,591  
$109,287  
$113,112  
$102,936  
$106,119  
$109,834  
$113,678  
164  
165  
NSNU LIST OF POSITIONS – IWK  
Note: This list is not exhaustive and may not include new positions and/or new pay classifications  
for positions approved by BUGLM through a Memorandum of Agreement. The Parties  
acknowledge that there may be positions excluded from this list that have not been negotiated by  
the Parties as per Article 8.16.  
Temporary License Holder Nurse  
Registered Nurse  
RN-1  
RN-2  
RN-2  
RN-2  
RN-3  
RN-3  
RN-3  
RN-3  
RN-3  
RN-3  
RN-3  
RN-3  
RN-3  
RN-3  
RN-3  
RN-4  
RN-4  
RN-4  
RN-4  
RN-4  
RN-4  
RN-4  
RN-4  
Reproductive Health Program Nurse  
Lactation Consultant  
Community Care Resource Nurse  
Community Mental Health Nurse  
Bilingual Nurse Coordinator  
Diabetes Educator  
Discharge Planning Nurse  
Reproductive Health Nurse Coordinator  
Resource Coordinator Cancer Surveillance  
School Health Partnership Nurse  
Breast Health Coordinator  
Coordinator, AIS 24/5 Inpatient Unit  
Enteral Device Coordinator  
Cardiac First Assist Nurse  
Clinical Leader, Operations  
Clinical Leader, Development  
Clinical Workload Measurement Coordinator  
Flight Nurse  
Patient Safety Consultant  
Trauma Care Coordinator  
Consultant, Nursing Professional Practice  
166  
Occupational Health Nurse  
Clinical Nurse Specialist  
Enterostomal Therapist  
RN – Infection Control  
Perinatal Nurse Consultant  
Nurse Practitioner  
RN-8  
RN-9  
RN-9  
RN-9  
RN-9  
NP-1  
NP-1  
Neonatal Nurse Practitioner  
167  
APPENDIX “A-2”  
NSGEU, LOCAL 122  
%
Increase:  
0.00%  
% Increase:  
0.00%  
% Increase:  
1.00%  
% Increase:  
1.50%  
Expired  
Approx.  
Annual Rate  
Nov.01-14  
Approx.  
Annual Rate  
Nov.01-15  
Approx.  
Annual Rate  
Nov.01-16  
Approx.  
Annual Rate  
Nov.01-17  
Approx.  
Annual Rate  
Expired  
Hourly Rate  
Nov.01-14  
Hourly Rate  
Nov.01-15  
Hourly Rate  
Nov.01-16  
Hourly Rate  
Nov.01-17  
Hourly Rate  
Pay Grade  
GE 34  
Classification  
Steps  
Licensed Practical Nurse  
Step 1  
Step 2  
Step 3  
Step 4  
Step 25  
$23.5818  
$24.1324  
$24.6539  
$25.3372  
$26.2240  
$45,984  
$47,058  
$48,076  
$49,408  
$51,137  
$23.5818  
$24.1324  
$24.6539  
$25.3372  
$26.2240  
$45,984  
$47,058  
$48,076  
$49,408  
$51,137  
$23.5818  
$24.1324  
$24.6539  
$25.3372  
$26.2240  
$45,984  
$47,058  
$48,076  
$49,408  
$51,137  
$23.8176  
$24.3737  
$24.9004  
$25.5906  
$26.4862  
$46,444  
$47,529  
$48,556  
$49,902  
$51,648  
$24.1749  
$24.7393  
$25.2739  
$25.9745  
$26.8835  
$47,141  
$48,241  
$49,285  
$50,650  
$52,423  
168  
%
Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
% Increase:  
1.50%  
% Increase:  
0.50%  
Oct.31-18  
Approx.  
Annual Rate  
Nov.1-18  
Approx. Annual  
Rate  
Oct.31-19  
Approx.  
Annual Rate  
Nov.1-19  
Approx.  
Annual Rate  
Oct.31-20  
Approx.  
Annual Rate  
Oct.31-18  
Hourly Rate  
Nov.1-18  
Hourly Rate  
Oct.31-19  
Hourly Rate  
Nov.1-19  
Hourly Rate  
Oct.31-20  
Hourly Rate  
Pay Grade  
GE 34  
Classification  
Steps  
Licensed Practical Nurse  
Step 1  
Step 2  
Step 3  
Step 4  
Step 25  
$24.2958  
$24.8630  
$25.4003  
$26.1044  
$27.0179  
$47,376  
$48,483  
$49,531  
$50,903  
$52,685  
$24.6602  
$25.2359  
$25.7813  
$26.4960  
$27.4232  
$48,087  
$49,210  
$50,274  
$51,667  
$53,475  
$24.7835  
$25.3621  
$25.9102  
$26.6285  
$27.5603  
$48,328  
$49,456  
$50,525  
$51,925  
$53,743  
$25.1553  
$25.7425  
$26.2989  
$27.0279  
$27.9737  
$49,052  
$50,198  
$51,283  
$52,704  
$54,549  
$25.2811  
$25.8712  
$26.4304  
$27.1630  
$28.1136  
$49,298  
$50,449  
$51,540  
$52,968  
$54,822  
169  
APPENDIX “B”  
EDUCATION and EDUCATION PREMIUMS  
Appendix “B1”  
NSNU  
15.05 Required Education  
(
(
(
a)  
b)  
c)  
The Employer shall provide and fund any Employer required training/education  
for a Nurse.  
The Employer will make every effort to arrange for the presentation of the required  
training/education during a Nurse’s scheduled hours of work.  
Any time spent in such training or educational sessions shall be considered time  
worked but will be paid at the regular hourly rate of the Nurse. For the purposes of  
this Article, time spent travelling to an education session at a distance in excess of  
two hundred and fifty (250) kilometres round trip from the Nurse’s home site will  
be considered time worked and will be compensated on the following conditions.  
Travel time will be calculated at the rate of one (1) hour for each one hundred (100)  
kilometres traveled. A Nurse will only be compensated for travel time for required  
education if the total travel time plus the time spent in the education session  
exceeds the normal shift length of the Nurse and for which the Nurse is already  
being compensated.  
(d)  
(e)  
(f)  
A Nurse may take the time in lieu at a mutually agreed time. A Casual Nurse  
(
except a Casual Nurse while in a Temporary Position) shall be entitled to  
compensation as pay only.  
When a Nurse Practitioner is required by the Employer to attend courses, the  
Nurse Practitioner is required to schedule such course(s) into his or her regular  
hours of work.  
The Nurse (including Casual Nurses) shall be reimbursed for authorized costs  
related to registration fees, textbook costs and course fees. Other related costs  
for travel, lodging and meals will be reimbursed in accordance with the Employer’s  
travel policy.  
170  
(
g)  
A Nurse may use these required education hours to qualify for Education  
Premiums in Appendix “B”.  
NSNU MEMORANDUM OF AGREEMENT  
EDUCATION PREMIUMS  
A Nurse who is qualified for more than one education premium shall only receive the  
highest education premium for which the Nurse qualifies in Group A. A Nurse may also  
qualify for a premium in Group B. A Nurse may also qualify for either or both of the  
premiums in Group C.  
Education premiums shall be pro-rated for Part-Time and Casual Nurses based on regular  
hours paid. That is to say that the annual amount will be divided by 1950 hours and will  
be payable on each bi-weekly pay based on regular hours paid which shall include the  
straight time hourly equivalent of overtime hours worked to a maximum of the Education  
Premium entitlement for a Full-Time Position.  
D. EDUCATION PREMIUMS  
(
a)  
Post-Graduate Program (Between 450 hours and 900 hours)  
Upon the Employer’s receipt of proof of a Nurse’s successful completion of a recognized  
program which has been established by the Nurse to be a minimum of 450 hours (as per  
the official course description which may include course hours, lab hours, clinical hours  
and/or independent study hours) and where the course content is directly related to the  
Nurse’s position, the following premium will be added to the Nurse’s regular annual rate  
of pay:  
:
(
three hundred thirty-three dollars ($333.00)  
b)  
Post-Graduate Program (In excess of 900 hours)  
Upon the Employer’s receipt of proof of a Nurse’s successful completion of a recognized  
program which has been established by the Nurse to be in excess of 900 hours (as per  
the official course description which may include course hours, lab hours, clinical hours  
and/or independent study hours) and where the course content is directly related to the  
Nurse’s position, the following premium will be added to the Nurse’s regular annual rate  
of pay:  
171  
:
(
six hundred sixty-seven dollars ($667.00)  
c)  
B.N. or B.Sc.N.  
For any Registered Nurse in the bargaining unit who holds a B.N. or B.Sc.N., the following  
premium will be added to the Nurse’s regular annual rate of pay:  
:
(
one thousand four hundred forty-five dollars ($1445.00)  
d)  
Masters Degree in Nursing  
For any Registered Nurse in the bargaining unit who holds a Masters Degree in Nursing,  
the following premium will be added to the Nurse’s regular annual rate of pay:  
:
one thousand nine hundred sixty-one dollars ($1961.00)  
E. CANADIAN NURSE ASSOCIATION CERTIFICATION PREMIUM  
The following premium will be added to the regular annual pay for any Registered Nurse  
in the Bargaining Unit who is in receipt of a current certification under the Canadian Nurse  
Association Certification program and who is employed in a capacity utilizing this training,  
who submits proof of the certification to the Employer, payable each year the certification  
is current:  
:
nine hundred ninety-six dollars ($996.00)  
172  
F. NURSING PRACTICE AND NURSING LEADERSHIP PREMIUMS  
Nursing Practice and Nursing Leadership premiums are offered to qualifying Nurses.  
These premiums are intended to recognize and encourage Nursing leadership activities  
and are provided as an alternative to former “Special Units”.  
Effective October 31, 2011, the annual supplement is eight hundred fifty dollars ($850.00).  
To be eligible for a premium for a twelve (12) month period commencing November 1 of  
each year, a Nurse must earn seventy (70) points for the Nursing Practice Premium and  
sixty (60) points for the Nursing Leadership Premium by participating in Employer  
approved activities. The initial list of these activities along with the relative weight for each  
is included in this Appendix for illustrative purposes. It is understood that these initial lists  
are not exhaustive but will guide the Employer in determining relative point values for other  
approved activities.  
In order for a Nurse to qualify for either premiums s/he must attain the required points  
based on the relative weights assigned to the approved activities. The Nurse must  
maintain a record of recognized educational or leadership activities completed in the  
previous 12 month period. The Nurse must submit written proof of these activities on the  
st  
form provided as Appendix “C” to the Employer by October 31 each year. The premium  
shall be effective following proof for the twelve (12) month period from November 1 to the  
st  
following October 31 . Effective October 31, 2011 these premiums shall be paid in full in  
th  
a lump sum on or before December 15 in the year to Nurses who achieve eligibility for  
them in accordance with this Appendix. These premiums shall be prorated for Part-time  
and Casual Nurses based on the regular hours paid in the twelve (12) month period from  
the previous November 1 to October 31 for the year of eligibility.  
In order to qualify for the Nursing Practice premium a Nurse must claim points in at least  
two categories. A Nurse who qualifies for either premium shall be paid an annual  
supplement of $850.  
A Nurse may qualify for one of the education premiums from Category A, the premium  
from Category B and either or both of the Nursing Practice and Nursing Leadership  
Premiums from Category C.  
Points earned in one NSNU bargaining unit will be recognized by a subsequent Employer  
for the purposes of qualifying for these premiums. The activities must be relevant to the  
subsequent Employer. The Nurse must meet the Portability criteria in accordance with  
Memorandum of Agreement #1 Nova Scotia Nurses Union Nurse Mobility.  
173  
If a disagreement arises concerning a Nurse’s eligibility for a Nursing Practice or Nursing  
Leadership Premium, the matter shall be submitted to LMC for resolution. If LMC is unable  
to resolve the matter, the Union may refer the matter to arbitration. An Arbitrator’s  
jurisdiction in any grievance filed under this provision shall be restricted to a determination  
of whether the Employer’s discretion was exercised in a reasonable manner.  
174  
EXPLANATION OF NURSING PRACTICE PREMIUM CATEGORIES  
POINTS CLAIMED MUST COME FROM A MINUMUM OF TWO CATEGORIES  
Practice premiums are intended to recognize the additional “value added” education the Nurse is  
either required to take because of the location or service in which she works or may choose to  
take voluntarily regardless of the location or service she works. Orientation education DOES NOT  
qualify towards this premium. The following lists are not exhaustive and are provided for  
illustrative purposes only.  
B. CERTIFICATION IN A SPECIALITY (40 POINTS)  
This is defined as a course of study which includes an evaluation component and which leads  
to a specialty certification status/or specialty certificate for the RN. (NOTE THIS DOES NOT  
INCLUDE THE CANADIAN NURSES ASSOCIATION specialty certifications which are  
already covered by a separate premium rate under Appendix B (Category B). Nurses who are  
paid in a separate (higher) classification because they have certification cannot also claim for  
these points.  
Effective October 31, 2011 these points can only be claimed in the year the certification is  
awarded.  
Some examples of certifications that apply:  
Lactation Consultant  
Infection Control Certification  
Palliative Care Certificate  
Critical Care Nursing Program (CCNP)-this may be in Intensive Care or Emergency  
Care  
Perioperative Care Nursing Program (PCNP)  
Neonatal Intensive Care Nursing Course  
Perinatal (PEPP) Certificate Course  
Registered Diagnostic Cardiac Sonographer  
Certified Asthma Educator  
Certified Specialist in Poison Information (CSPI)  
Registered Diagnostic Obstetrics Sonographer  
Diabetes Educator Certification  
Enterostomal Therapist Certification  
B. COURSE IN A SPECIALITY Requiring an evaluation component (20 POINTS)  
75  
1
This is defined as a course in a nursing specialty for which there is a required evaluation  
component to “pass.” These points can only be claimed in the year the course is taken. For  
those courses that require re-certification, 5 points for subsequent years while the course  
certification remains valid.  
Some examples of the courses that apply:  
Advanced Cardiac Life Support (ACLS)  
Pediatric Advanced Life Support (PALS)  
Advanced Trauma Life Support (ATLS)  
Advanced Life Support, Obstetrics (ALSO)  
Acute Care of the at-Risk Newborn (ACORN)  
Advanced Pediatric Life Support (APLS)  
AWHON Fetal Monitoring Course  
Chemotherapy/Biotherapy Provider Course  
APON Certified Pediatric Palliative Care Trainer Course  
AMRM (Transport Team Radio Course)  
Sugar, Temperature, Artificial breathing, Blood pressure and Emotional Support  
(
STABLE)  
Cardiac: Sugar, Temperature, Artificial breathing, Blood pressure and Emotional  
Support (Cardiac STABLE)  
Neonatal Resuscitation Program (NRP)  
IMCU Course (Immediate Care Unit Course)  
ENPC (Emergency Nursing Pediatric Course)  
TNCC (Trauma Nursing Core Course)  
D. COURSE IN A SPECIALITY Not requiring an evaluation component  
15 OR 10 POINTS)  
(
This is defined as a course in a nursing specialty that may be internally or externally developed  
but does not include an evaluation component. Although the Nurse may receive a certificate  
of completion/attendance for taking such a course, the Nurse is not considered “certified.”  
Attendance or completion of such a course may only be claimed in the year in which it was  
taken (i.e. one time only). If the course is a minimum of 3.5 hours in duration, the Nurse will  
receive 10 points. If the course is a minimum of 7.5 hours in duration the Nurse will receive  
15 points.  
Some examples of courses or workshops that apply:  
Family-centred care course  
176  
Transport Team course (if not a member of the Transport team where the course is  
part of orientation)  
Extra Corporeal Life Support Course/Training (ECLS)  
Neonatal E-Team Course  
PICC Line Course  
D. COURSE, WORKSHOP or CONFERENCE in a GENERAL or SPECIALTY  
SKILL/THEORY or PROFESSIONAL/PERSONAL DEVELOPMENT  
(
15 OR 10 POINTS)  
This is defined as a course or attendance at a learning session, workshop or conference that  
may or may not be directly nursing-related but the skills/theory are applicable to the nursing  
practice environment in which the Nurse works. If the course or workshop is a minimum of  
3.5 hours in duration, the Nurse will receive 10 points. If the course or workshop is a minimum  
of 7.5 hours in duration the Nurse will receive 15 points. If attending a conference, the Nurse  
can only claim the conference as a whole.  
Some examples of courses that apply:  
Non-Violent Crisis Intervention (in the year in which the course is taken)  
Team Building  
Conflict Resolution  
Program Planning and Evaluation  
Palliative Care Workshop/Conference  
Any Nursing Specialty Nursing Conference  
Bereavement Follow-Up Workshop  
Telehealth Session  
Attendance at the Education Day of the NSNU AGM  
NSNU Labour School (in the year you attend only)  
Delegated Medical Functions  
Post Entry Level Competencies  
CFNU Biennium  
E. INSERVICE/HOSPITAL BASED EDUCATION SESSIONS (5 POINTS)  
This category is applicable when the Nurse attends an education event which is minimally 1  
hour in duration and may be considered an “in-service” either scheduled or ad hoc in nature.  
Nurses are required to receive authorization from their manager prior to claiming a  
webinar. Such Authorization shall not be unreasonably denied.  
177  
If the learning is required to fulfill your role or if it is a general employee expectation, the  
points cannot be claimed. For example education on ROP’s on a non-Nursing subject, new  
equipment, policies or basic nursing competencies does not apply.  
Some examples that apply:  
Numerous topics –must indicate the date and the topic  
Attendance at Grand Rounds  
Journal Club attendance  
Lunch and Learn Sessions  
Attendance at a Telehealth Session  
F. E-LEARNING (5 POINTS)  
There are many examples of learning delivered via electronic education modules that may be  
hospital developed or they may be offered through the public domain. The Nurse must provide  
proof of having participated and completed the modules.  
The e-learning must be a minimum of one (1) hour in duration (estimated time of completion),  
however the Nurse may accumulate time from several e-learning modules to obtain the one  
(
1) hour requirement. Only modules having a test component will be considered (if there  
is no test component the learning may be considered a webinar pursuant to E).  
If the learning is required to fulfill your role or if it is a general employee expectation, the points  
cannot be claimed. For example education on ROP’s on a non-Nursing subject, new  
equipment, policies or basic nursing competencies (competencies acquired in entry nursing  
training program) does not apply.  
Some examples that apply:  
Paramedic (S76 module/test) (Transport team)  
Winter Survival e-learning module  
Problematic Substance Abuse in the workplace  
Self Regulation  
Violence in the Workplace  
G. EDUCATION (10-25 POINTS AS SPECIFIED)  
178  
If the Nurse is enrolled in University within the 12 months claim period and then graduates  
within that same 12 month period, s/he will now receive the appropriate premium under  
Appendix “B” Category A. I or (d) and s/he cannot also claim for points under this section.  
Instructor-Level Status for designated courses includes CPR.  
Some examples that apply:  
Enrolled in PhD in Nursing Program (minimally completing 2 courses per year-25  
points)  
Enrolled in Masters Nursing program (minimally completing 2 courses per year-20  
points)  
Enrolled in Nursing Degree Program (minimally completing 2 courses per year-15  
points)  
Instructor-Level Achievement for designated courses (e.g CPR, ACLS, PALS, NRP,  
ATLS, ACORN, ALSO-10 points)  
For greater clarity, the following are not considered eligible for Practice Premiums (this  
list is not exhaustive):  
CRNNS requirements for licensure (i.e. mandatory education or development of personal  
learning plans)  
CPR & CPR recertification  
WHMIS  
Emergency Preparedness (Code procedures)  
Emerald Education  
SIMS orientation / continuing competency  
Fit mask testing  
In-service on accreditation process/results  
Town halls  
Respectful Workplace Sessions  
Shop Steward workshops pertaining to orientation to the role  
Shop Steward sessions on new collective agreements  
Retirement planning session  
179  
EXPLANATION OF NURSING LEADERSHIP PREMIUM CATEGORIES  
The Nursing Leadership Premium is intended to recognize and reward those Nurses who  
demonstrate additional leadership contributions beyond what is merely expected of them in the  
course of their work, either through their individual involvement in activities in their workplace or  
their personal commitment to professional development of themselves through formal education  
or others (through mentoring) and/or advancement of the nursing profession and nursing practice  
in a variety of ways. The following lists are not exhaustive and are provided for illustrative  
purposes only.  
H. COMMITTEE/TASK FORCE INVOLVEMENT (for Hospital, District, Province, Union,  
Professional Organization or Association or Agency  
Many nurses sit on various committees that meet regularly throughout the year. In order to  
claim for the correct number of points the Nurse must indicate the number of times she has  
been present at the Committee. For example: A committee may meet 9-12 times per year  
but the Nurse has only been able to be present 4 times. The nurse will check off that s/he is  
part of a committee that meets 9-12 times a year, but will fill in the claim form indicating the  
number of meetings she has attended. Points will be awarded based on the meetings attended  
by the nurse. Please note we have a gap in the times that can be claimed…so if the committee  
meets 7-8 times, check off 9-12 times. The points will be awarded based on 9-12. If the Nurse  
is required to participate on a committee as part of her position responsibilities points cannot  
be claimed for the committee work.  
Chair of a committee/task force that meets 9-12 times per year (20 points)  
Member of a committee/task force that meets 9-12 times per year (15 points)  
Chair of a committee/task force that meets 4-6 times per year (15 points)  
Member of a committee/task force that meets 4-6 times per year (10 points)  
Chair of a committee/task force that meets 1-3 times per year (10 points)  
Member of a committee/task force that meets 1-3 times per year (5 points)  
Attends the “business portion” of the NSNU Annual General Meeting, the CFNU  
biennium and an annual meeting of a Nursing College (5 points)  
I. PROFESSIONAL ASSOCIATION INVOLVEMENT  
Member- This category can only be claimed if you are currently a member in good standing  
st  
with your Professional Association on Oct 1 each year. If your membership has expired at  
the time of the submission, you cannot claim for this. Please note if you are member of a  
National or Provincial organization that automatically makes you a member of a local  
association then you can only claim for the “parent” organization. E.g. When you join the  
Canadian Association of Critical Care Nurses you are automatically a member of the NS  
Chapter. You only claim for being a member at the National level.  
180  
Executive Member: You would claim this according to the office you hold within your  
Professional Association (including NSNU Provincially and at the Local Union Level). If you  
claim for this, you do not also claim for being a member as higher points are awarded to  
recognize the fact you are a member who holds an office with that Association.  
Maintains an active membership in a Professional Association Special Interest  
Group (eg Canadian Association of Critical Care Nurses; National Emergency  
Nurses Association etc)  
Holds office in a professional nursing organization or special interest: with  
subheadings for National, Provincial or Local level and further subdivided to  
recognize if you are President vs a Member of the Executive.  
President  
25 points  
20 points  
Executive  
20 points  
15 points  
Member  
10 points  
10 points  
National  
Provincial/Local  
The following things can also be included:  
Board member of a National or Provincial level Board (15 points)  
Chief Shop Steward for Local of NSNU (15 points)  
Shop Steward for Local of NSNU (10 points)  
The following things DO NOT qualify:  
College of Registered Nurses of Nova Scotia  
NSNU Membership  
Canadian Federation of Nurses Unions (CFNU)  
Canadian Nurses Association  
North American Association of Poison Control Centres  
Member of BUGLM (you can claim for this as a Committee you participate on under  
Section A though).  
J. PUBLICATIONS/PRESENTATIONS  
To claim for publication, you must have been published in the past 12 months of the claim  
period. You need to also provide information on where, when and the name of the conference  
you presented at. Nurses can only claim once for the same publication.  
181  
Publication in a peer-reviewed professional journal or textbook (25 points)  
Publication in a non-peer-reviewed journal (eg. Hospital newsletter, Union  
newsletter, local paper or publication) (10 points)  
Speaker at a National Conference (25 points)  
Speaker at a Provincial Conference (20 points)  
Speaker at a Local Conference (20 points)  
Speaker at a hospital-based in-service session (10 points)  
Poster Board Presenter at a National Conference (20 points)  
Poster Board Presenter at a Provincial Conference (15 points)  
Poster Board Presenter at a Local Conference (15 Points)  
Poster Board Presenter at a hospital-based Conference (10 points)  
If a Nurse claims points for speaking at a Conference, the Nurse cannot also claim Practice  
Premium points for attending the Conference, unless the Nurse attended the conference  
in full (not just the time spent speaking).  
In addition the following qualifies:  
Presents info to colleagues from a conference you attended (10 pts) (must be at  
least one hour in duration)  
Member of a panel speaking on a topic is half the value of being a speaker on your  
own to a minimum of 5 points.  
K. RESEARCH  
To claim for anything in this category the research must be in progress, or started or completed  
at any time within the 12 month claim period. You can claim for it one year only even if the  
study overlaps into a subsequent year. I.e. if the same research study overlaps into the next  
year then it cannot be claimed again. Each study you are involved in may be claimed  
individually for points. You must be “officially” listed as either a Principal Investigator or a Co-  
Investigator. If your involvement is a requirement of your job this does not qualify for points.  
Primary Investigator as part of a multi-site study (25 points)  
Co-Investigator as part of a multi-site study (20 points)  
Primary Investigator of a hospital/unit based research study (15 points)  
Co-Investigator of a hospital/unit based research study (10 points)  
Develops a unit specific research proposal (5 points)  
Conducts a literature review as part of a research study (5 points)  
L. UNIT RESOURCE/SKILL/CONTENT EXPERT PERSON (20 points)  
182  
Points are awarded in consultation with your Manager. This category is intended to reward  
those individuals who take on “additional” duties and a leadership role related to additional  
support/expertise/oversight needed by colleagues within your unit or work area around  
implementation or ongoing support for something of which your expertise is specifically being  
designated for that support. (e.g. is a content expert for implementation of medication  
reconciliation project, central line expert, elder-friendly, Family-centred care.  
Some examples that apply:  
Member of the E-Team in NICU  
Member of the ECMO Team in PICU  
Breast Feeding Champion  
Member of PICC Line Team  
HSM Resource (Computer program in peri-op Units)  
M. ACCEPTS ADDITIONAL LEADERSHIP RESPONSIBILITIES  
There are a variety of opportunities to take on additional leadership responsibilities and earn  
points in this category.  
Project Lead for new product – Requires dialogue with your Manager to claim.  
(
10 points)  
Charge Nurse/Team Lead – 10 shifts a year minimum to claim.  
10 points) Cannot be claimed if already being paid a premium for this role.  
(
Researches/bench marks new procedures (you need to identify the procedure)  
5 points)  
(
Plans and conducts a patient care conference- This is intended to recognize and reward  
the nurse who would not normally in the course of her work plan and conduct a patient care  
conference as a bedside nurse. It would be rare for a Clinical Leader to be able to claim for  
this as this would be an expectation of Care Coordination already embedded in the CL role.  
There are also many specialty services where nurses regularly do this as part of their job  
duties. To claim for any points in this category, consultation with your Manager is required. (5  
points)  
183  
Develops/Revises a new policy/procedure – May be claimed for each new policy/procedure  
the nurse develops. Note: If you are the Policy Person for your Unit and/or on a Policy  
Committee and your work is to develop/update policies and procedures then you have been  
awarded points under the Committee section to recognize this and you cannot also claim for  
points in this section. This section is intended to recognize and reward the nurse who takes  
the initiative to develop policies above and beyond what is expected of her/him in her role.  
(
5 points)  
Serves as a Preceptor- varying lengths of time- The period of time that can be claimed is  
only the weeks that are designated formally for the Preceptor to be working with the Preceptee  
who is new to your Unit or a student. If you have more than one person you precept in a year,  
add them together to determine the number of weeks (months) and claim for the appropriate  
timeframe. Identify who you have precepted and the exact time frame. Points are either 15 or  
25 depending on length of time you precepted.  
Serves as a preceptor for 1-3 months – 15points  
Serves as a preceptor for 4-6 months – 25 points  
Note: Precepting a student nurse or other allied health professional is recognized as well,  
but with a different amount of points awarded (see below).  
Serves as a Preceptor to a Nursing or other Allied Health Student for 1 – 3 months (10  
points)  
Instructs a designated course at least once per year (10 points)  
N. SPECIAL PROJECTS (10-20 points)  
Points may be claimed if a Nurse is involved in a planned endeavour designed and  
implemented to address a patient, nursing, hospital or community health care concern or  
need. There is a range of points (10, 15, 20) that the Nurse in consultation with her/his  
Manager may be awarded for an activity within this category.  
Some examples of things that may qualify:  
Developed SBAR tool for communication for inter-facility transfers  
QI project to improve patient outcomes  
Teaching in the school for classmates of a burned patient  
Volunteer for social activities of any kind do not qualify for Leadership Premiums.  
184  
Appendix “B2”  
NSGEU Licensed Practical Nurses in IWK  
18.12 In-Services Conferences  
(
(
a)  
b)  
The Employer may grant permission to an Employee to attend in-service  
conference(s), where in the opinion of the Employer, such a conference is relevant  
to the Employee’s respective field and where such attendance will not interfere  
with efficient operation. Such permission shall not be unreasonably withheld.  
Where an in-service conference(s) is not held during the Employee’s scheduled  
hours of work, the Employee shall be paid for all hours of attendance in accordance  
with Article 7 or Article 39, whichever is applicable.  
185  
Appendix “C”  
NSNU NLPP Claims forms  
NSNU Application Form for Nursing Practice Premiums  
To be completed by Applicant and submitted to Manager by October 31st  
Eligible 12 Month  
November 1, 20____ to October 31, 20_____  
Period  
Name  
FTE Status  
(
FT/PT/Casual)  
Job Title  
Classification  
Personal Information  
(
RN 2, etc.)  
Unit/Dept./Area worked  
Manager’s Name  
Points must be claimed in a minimum of TWO Categories  
A
B
C
D
E
F
G
Total/70  
Points Claimed by  
Category (Details  
Attached)  
/70  
Applicant Signature: ________________________  
For Internal Use by Management:  
Date: ___________________________  
186  
Points Approved by  
Category (Details  
Attached)  
A
B
C
D
E
F
G
Total/70  
/70  
Premium Approval  
Premium Approved ___________  
Premium Not Approved _____________  
Rationale/Comments  
**Regular Hours Paid: _____________  
Amount of Prorated Premium: ________________  
Proration for  
PT/Casual  
**from the previous Nov 1 to Oct 31 for the year of eligibility  
Manager Signature: _____________________________________  
Reviewer Signature: _____________________________________  
Date: _______________________________  
Date: _______________________________  
187  
Nursing Practice Points  
Description of Nursing Practice Points Claimed  
NOTE: A Nurse MUST claim points in at least TWO CATEGORIES  
For a more detailed description of types of education and points which can be claimed, see  
Appendix “B” of the Collective Agreement (Explanation of Nursing Practice Premium Categories).  
If any discrepancy is noted between the explanations below and the explanation in the Collective  
Agreement, the language in the Collective Agreement prevails.  
Additional details required to claim points for any of the claimed activities should be  
attached to this form.  
Category A  
Certification Obtained  
Date  
Points  
Claimed  
For Internal  
Use: Points  
Approved  
CERTIFICATION IN A  
SPECIALTY  
This is a defined as a  
course of study which  
includes an evaluation  
component, and which  
leads to a specialty  
certification status/or  
specialty certificate for the  
Nurse. (Note this does not  
include the CNA specialty  
certifications which are  
already covered by a  
separate premium rate  
under Category B below.  
Nurses who are paid in a  
separate (higher)  
classification because they  
have certification cannot  
also claim for these points.  
These points can only be  
claimed in the year the  
certification is awarded.  
188  
Nursing Practice Points  
Examples of certifications  
that apply:  
Lactation Consultation  
Infection Control  
Certification  
Palliative Care Certificate  
Critical Care Nursing  
Program (CCNP) this may  
be in Intensive Care or  
Emergency Care  
Perioperative Care  
Nursing Program (PCNP)  
Neonatal Intensive Care  
Nursing Program  
Perinatal (PEPP)  
Certificate Course  
Registered Diagnostic  
Cardiac Sonographer  
Certified Asthma  
Educator  
Certified Specialist in  
Poison Information (CSPI)  
Registered Diagnostic  
Obstetrics Sonographer  
Diabetes Educator  
Certification  
Enterostomal Therapist  
Certification  
40 points  
TOTAL:  
Category B  
Course Completed  
Date  
Points  
For Internal  
Claimed  
Use: Points  
Approved  
COURSE IN A SPECIALTY  
Requiring an evaluation  
component)  
(
189  
Nursing Practice Points  
This is a defined as a course in a  
nursing specialty for which there  
is a required component to  
“
pass”. These points can only be  
claimed in the year the course is  
taken. For those courses that  
require re-certification, the nurse  
is eligible for 5 points for  
subsequent years while the  
course certification remains valid.  
Examples of courses that apply:  
Advanced Cardiac Life  
Support (ACLS)  
Pediatric Advanced Life  
Support (PALS)  
Advanced Trauma Life  
Support (ATLS)  
Advanced Life Support,  
Obstetrics (ALSO)  
Acute Care of the at-Risk  
Newborn (ACORN)  
Advanced Pediatric Life  
Support (APLS)  
AWHON Fetal Monitoring  
Course  
Chemotherapy/Biotherapy  
Provider Course  
APON Certified Pediatric  
Palliative Care Trainer Course  
AMRM (Transport Team Radio  
Course)  
Sugar, Temperature, Artificial  
Breathing, Blood Pressure &  
Emotional Support (STABLE)  
Cardiac: Sugar, Temperature,  
Artificial Breathing, Blood  
Pressure & Emotional Support  
(
Cardiac STABLE)  
Neonatal Resuscitation  
Program (NRP)  
Immediate Care Unit Course  
(
IMCU)  
Emergency Nursing Pediatric  
Course (ENPC)  
Trauma Nursing Core Course  
(
TNCC  
190  
Nursing Practice Points  
20 points for course  
5
points for subsequent years  
while course certification  
remains valid  
TOTAL:  
191  
Nursing Practice Points  
Category C  
Course Completed and Time  
Duration  
Date  
Points  
Claimed  
For Internal  
Use: Points  
Approved  
COURSE IN A SPECIALTY  
(
not requiring an  
evaluation component)  
This is a defined as a  
course in a nursing  
specialty that may be  
internally or externally  
developed but does not  
include an evaluation  
component. Although the  
Nurse may receive a  
certificate of  
completion/attendance for  
taking such a course, the  
Nurse is not considered  
‘certified”. Attendance or  
completion of such a course  
may only be claimed in the  
year in which it was taken  
(
i.e. one time only). If the  
course is a minimum of 3.5  
hours in duration, the Nurse  
will receive 10 points. If the  
course is a minimum of 7.5  
hours in duration the Nurse  
will receive 15 points.  
Examples of courses or  
workshop that apply:  
Family-centre Care  
Course  
Transport Team Course  
(
if not a member of the  
Transport team where  
the course is part of  
orientation)  
Extra Corporeal Life  
Support  
Course/Training (ECLS)  
Neonatal E-Team  
Course  
PICC Line Course  
192  
Nursing Practice Points  
10 points - minimum 3.5  
hrs.  
15 points - minimum 7.5  
hrs.  
TOTAL:  
193  
Nursing Practice Points  
Category D  
Course Completed and Time  
Duration  
Date  
Points  
Claimed  
For Internal  
Use: Points  
Approved  
COURSE, WORKSHIOP or  
CONFERENCE in a GENERAL  
or SPECIALTY SKILL/THEORY  
or PROFESSIONAL/  
PERSONAL DEVELOPMENT  
This is defined as a course or  
attendance at a learning session,  
workshop or conference that may  
or may not be directly nursing-  
related, but the skills/theory are  
applicable to the nursing practice  
environment in which the Nurse  
works. If the course or workshop  
is a minimum of 3.5 hours in  
duration, the Nurse will receive  
10 points. If the course or  
workshop is a minimum of 705  
hours in duration the Nurse will  
receive 15 points. If attending a  
conference, the Nurse can only  
claim the conference as a whole.  
Examples of courses that apply:  
TOTAL:  
Non-violent Crisis Intervention  
in the year in which the course  
(
is taken)  
Team Building  
Conflict Resolution  
Program Planning & Evaluation  
Palliative Care  
Workshop/Conference  
Any Nursing Specialty Nursing  
Conference  
Bereavement Follow-Up  
Workshop  
Telehealth Session  
Attendance at the Education  
Day of the NSNU AGM  
NSNU Labour School (in the  
year attend only)  
Delegated Medical Functions  
Post Entry Level Competencies  
CFNU Biennium  
194  
Nursing Practice Points  
1
0 points - minimum 3.5 hrs.  
5 points - minimum 7.5 hrs.  
1
195  
Nursing Practice Points  
Category E  
In-service Completed and Time  
Duration  
Date  
Points  
Claimed  
For Internal  
Use: Points  
Approved  
INSERVICE/HOSPITAL  
BASED EDUCATION  
SESSIONS  
This category is applicable  
when the Nurse attends an  
education event which is  
minimally 1 hour in duration  
and may be considered an  
“
in-service” either  
scheduled or ad hoc in  
nature.  
If the learning is required to  
fulfill the role or if it is a  
general employee  
expectation, the points  
cannot be claimed. For  
example, education on  
ROP’s on a non-Nursing  
subject, new equipment,  
policies or basic nursing  
competencies does not  
apply.  
Nurses are required to  
receive authorization from  
their manager prior to  
claiming a webinar.  
Examples that apply:  
Numerous topics – must  
indicate the date & topic  
Attendance at Grand  
Rounds  
Journal Club attendance  
Lunch & Learn sessions  
Attendance at a  
Telehealth session  
196  
Nursing Practice Points  
5
points - minimum 1 hr.  
TOTAL:  
197  
Nursing Practice Points  
Category F  
E-Learning Completed and Time  
Duration  
Date  
Points  
Claimed  
For Internal  
Use: Points  
Approved  
E-LEARNING  
There are many examples  
of learning delivered via  
electronic education  
modules that may be  
hospital developed or they  
may be offered through the  
public domain. The Nurse  
must provide proof of  
having participated and  
completed the modules.  
The eLearning must be a  
minimum of one (1) hour in  
duration (estimated time of  
completion) and must  
include a test component.  
The Nurse may accumulate  
time from several eLearning  
modules to obtain the one  
(
1) hour required.  
If the learning is required to  
fulfill your role or if it is a  
general employee  
TOTAL:  
expectation, the points  
cannot be claimed. For  
example: education on  
ROP’s on a non-Nursing  
subject, new equipment,  
policies or basic nursing  
competencies  
(
competencies acquired in  
entry nursing training  
program) does not apply.  
Examples that apply:  
Paramedic (S76  
module/test) (Transport  
team)  
198  
Nursing Practice Points  
Winter Survival eLearning  
module  
Problematic Substance  
Abuse in the workplace  
Self-Regulation  
Violence in the Workplace  
5
points - minimum (1)  
hour  
Category G  
Education Completed  
Date  
Points  
For Internal  
Claimed  
Use: Points  
Approved  
EDUCATION  
If the Nurse is enrolled in  
university within the 12  
months claim period and  
then graduates within that  
same 12-month period, the  
nurse will now receive the  
appropriate premium under  
Appendix “B”: Category A. I  
or (d) and the nurse cannot  
also claim for points under  
this section. Instructor-Level  
Status for designated  
courses includes CPR.  
Examples that apply:  
Enrolled in PhD in  
Nursing Program  
(
minimally completing 2  
courses per year – 25  
points)  
Enrolled in masters  
Nursing Program  
(
minimally completing 2  
courses per year – 20  
points)  
Enrolled in Nursing  
Degree Program  
(Minimally completing 2  
courses per year – 15  
points)  
199  
Nursing Practice Points  
Instructor-Level  
Achievement for  
designated courses (e.g.  
CPR, ACLS, PALS, NRP,  
ATLS, ACORN, ALSO –  
10 points)  
10 to 25 points  
TOTAL:  
200  
Nursing Practice Points  
Applicant Comments:  
____________________________________________________________________________  
____________________________________________________________________________  
____________________________________________________________________________  
____________________________________________________________________________  
____________________________________________________________________________  
____________________________________________________________________________  
Manager Comments:  
____________________________________________________________________________  
____________________________________________________________________________  
____________________________________________________________________________  
____________________________________________________________________________  
____________________________________________________________________________  
____________________________________________________________________________  
201  
Nursing Practice Points  
202  
APPENDIX “C”  
NSNU NLPP CLAIMS FORMS  
NSNU Application Form for Nursing Leadership Premiums  
To be completed by Nurse and submitted to Manager by October 31  
Eligible 12 Month  
Period  
November 1, 20______ to October 31, 20______  
Name  
FTE Status  
(
FT/PT/Casual)  
Job Title  
Personal Information Classification (RN 2,  
etc)  
Unit/Dept/Area worked  
Manager’s Name  
A
B
C
D
E
F
G
Total/60  
Points Claimed by  
Category (Details  
Attached)  
/60  
Applicant Signature: ________________________  
Date:___________________________  
For Internal Use by Management:  
Points Approved by  
Category (Details  
Attached)  
A
B
C
D
E
F
G
Total/60  
203  
/60  
Premium Approval  
Premium Approved ___________  
Premium Not Approved _____________  
Rationale  
**Regular Hours Paid: ______________  
Amount of Prorated Premium: ________________  
Proration for  
PT/Casual  
**from the previous Nov 1 to Oct 31 for the year of eligibility  
Manager Signature: _____________________________________  
Reviewer Signature: _____________________________________  
Date: _______________________________  
Date: _______________________________  
204  
Nursing Leadership Points  
Description of Nursing Leadership Points Claimed  
For a more detailed description of types of leadership activities and points which can be claimed, see  
Appendix “B” of the Collective Agreement (Explanation of Nursing Leadership Premiums Categories). If any  
discrepancy is noted between the explanations below and the explanation in the Collective Agreement, the  
language in the Collective Agreement prevails. Volunteering for social activities of any kind are not eligible  
for leadership premiums.  
Additional details required to claim points for any of the claimed activities should be attached to  
this form.  
Category A  
Name of Committee/Task Force  
and Position Held  
Number of  
Meetings  
Attended  
Points  
Claimed  
For Internal  
Use: Points  
Approved  
COMMITTEE/TASK  
FORCE INVOLVEMENT  
Hospital, Zone, Province,  
Union, Professional  
Organization or  
Association or Agency  
Many nurses sit on various  
committees that meet  
regularly throughout the  
year. In order to claim for  
the correct number of points  
the nurse must indicate the  
number committee  
meetings the nurse has  
been present. If the nurse is  
required to participate on a  
committee as part of their  
position responsibilities,  
points cannot be claimed  
for the committee work.  
5
to 20 points  
205  
Nursing Leadership Points  
TOTAL:  
Category B  
Points  
For Internal  
Claimed  
Use: Points  
Approved  
Name of Association  
Position Held  
PROFESSIONAL  
ASSOCIATION  
INVOLVEMENT  
Member: This category can  
only be claimed if the nurse  
is currently a member in  
good  
206  
Nursing Leadership Points  
standing (not expired) with  
their Professional  
Association on Oct 1st each  
year. If the nurse is a  
member of a national or  
provincial organization that  
automatically makes them a  
member of the local  
association, the nurse can  
claim only for the “parent”  
organization.  
Executive Member:  
Nurses must claim  
according to the office held  
within the Professional  
Association (including  
NSNU Provincially and at  
the Local Union Level).  
Nurses do not claim for  
being a member as higher  
points are awarded to  
recognize the fact that the  
nurse is a member who  
holds office within the  
Association.  
10 to 25 points  
207  
Nursing Leadership Points  
Category C  
Publication/Presentation Details  
where, when, name of conference  
presented at)  
Date  
Points  
Claimed  
For Internal  
Use: Points  
Approved  
(
PUBLICATIONS/  
PRESENTATIONS  
To claim for publication, the  
nurse must have been  
published in the past 12  
months of the claim period.  
The nurse needs to provide  
information on where, when  
and the name of the  
conference presented at.  
Nurses can only claim once  
for the same publication. If  
a claim is made for  
speaking at the conference,  
the Nurse cannot also claim  
Practice Premium points for  
attending the Conference  
unless the Conference was  
attended in full.  
10 to 25 points  
TOTAL:  
Category D  
Research Details and Role  
Date (started/  
completed)  
Points  
Claimed  
For Internal  
Use: Points  
Approved  
RESEARCH  
To claim in this category the  
nurse’s research must be in  
progress, or started or  
208  
Nursing Leadership Points  
completed at any time  
within the 12 month claim  
period. Claims are for one  
year only even if the study  
overlaps into a subsequent  
year. Each study with the  
nurse’s involvement may be  
claimed individually for  
points. A Nurse must be  
“
officially” listed as either a  
Principal Investigator or a  
Co-Investigator. If the  
nurse’s involvement is a  
requirement of their job this  
does not qualify for points.  
5
to 25 points  
TOTAL:  
Category E  
Details of Additional  
Date  
Points  
For Internal  
Duties/Leadership Role Taken On  
Claimed  
Use: Points  
Approved  
UNIT RESOURCE/ SKILL /  
CONTENT EXPERT  
PERSON  
Points are awarded in  
consultation with the  
nurses’ Manager. This  
category rewards those  
nurses who take on  
“
additional” duties and a  
leadership role related to  
additional support,  
expertise, oversight needed  
by colleagues within their  
unit or work area around  
implementation or ongoing  
support for something of  
209  
Nursing Leadership Points  
which the nurse’s expertise  
is specifically being  
designated for that support.  
20 points  
TOTAL:  
Date  
Category F  
Description of Additional  
Points  
For Internal  
Leadership Responsibilities  
Claimed  
Use: Points  
Approved  
ACCEPTS ADDITIONAL  
LEADERSHIP  
RESPONSIBILITIES  
There are a variety of  
opportunities to take on  
additional leadership  
responsibilities and earn  
points in this category.  
Project Lead for new  
product  
Charge Nurse/Team  
Lead  
Researches/bench  
marks new procedures  
Plans and conducts a  
patient care conference  
Develops/Revises a new  
policy/procedure  
Serves as a Preceptor-  
varying lengths of time  
5
to 25 points  
TOTAL:  
210  
Nursing Leadership Points  
Category G  
Description of Project  
Date  
Points  
For Internal  
Claimed  
Use: Points  
Approved  
SPECIAL PROJECTS  
Points are awarded in  
consultation with the  
nurses’ Manager. Points  
may be claimed if the nurse  
is involved in a planned  
endeavor, designed and  
implemented to address a  
patient, nursing, hospital or  
community health care  
concern or need.  
10 to 20 points  
TOTAL:  
Applicant Comments:  
_
__________________________________________________________________________________  
__________________________________________________________________________________  
_
211  
Nursing Leadership Points  
___________________________________________________________________________________  
___________________________________________________________________________________  
___________________________________________________________________________________  
___________________________________________________________________________________  
Manager Comments:  
___________________________________________________________________________________  
___________________________________________________________________________________  
___________________________________________________________________________________  
___________________________________________________________________________________  
___________________________________________________________________________________  
___________________________________________________________________________________  
212  
Appendix “D”  
DEFERRED SALARY LEAVE PLAN  
(
a)  
Purpose  
(
(
i)  
The Deferred Salary Leave Plan is established to afford Nurses the opportunity of  
taking a self-funded leave of absence not to exceed twelve (12) consecutive  
months.  
ii)  
When the leave of absence is taken for the purpose of permitting the full-time  
attendance of the Nurse at a designated educational institution (within the meaning  
of subsection 118.6 (i) of the Income Tax Act) the leave shall not be for less than  
three (3) consecutive months and in any other case not less than six (6)  
consecutive months.  
(
b)  
Terms of Reference  
(
(
i)  
It is the intent of both the Union and the Employer that the quality and delivery of  
service to the public be maintained.  
ii)  
A suitable replacement for the Nurse on leave will be obtained where required, and  
the incumbents filling any position(s) temporarily vacated as a result of such leave  
will be subject to the provisions of the collective agreement.  
(
iii)  
Approval of applications under this Plan is subject to operational requirements and  
will not be unreasonably denied. Any permitted discretion allowed under this Plan  
will not be unreasonably exercised.  
(
c)  
Eligibility  
Any Permanent (i.e., not applicable to a Casual Nurse) Nurse is eligible to participate in  
the Plan.  
213  
(
d)  
Application  
(
i)  
A Nurse must make written application to his/her Chief Executive Officer or his/her  
delegate at least three (3) calendar months in advance, requesting permission to  
participate in the Plan. A shorter period of notice may be accepted if deemed  
appropriate by the CEO or his/her delegate. Entry date into the Plan for deductions  
must commence at the beginning of a pay period.  
(
(
ii)  
Written acceptance or denial of the request, with explanation, shall be forwarded to  
the Nurse within two (2) calendar months of receipt of the written application.  
iii)  
If after operational requirements are considered there is a conflict between two or  
more Nurses, that conflict will be resolved on the basis of Seniority.  
(
e)  
Leave  
(
(
i)  
The period of leave as provided in the Income Tax Regulations will be a period from  
six (6) to twelve (12) consecutive months except in the case of educational leave  
where the minimum period is three (3) months.  
ii)  
On return from leave, the Nurse will be assigned to his/her same position unless:  
(
(
a)  
b)  
such position no longer exists, in which case, the Nurse will be governed  
by the appropriate provisions of the collective agreement, or  
the Nurse has accepted alternate employment with the employer (eg. A  
promotion)  
(
iii)  
Sub-section 6801 (i) (v) of the Income Tax Regulations states that after the leave  
the Nurse “is to return to his/her regular employment with the employer or an  
employer that participates in the same or a similar arrangement after the leave of  
absence for a period that is not less than the period of the leave of absence.”  
(
f)  
Payment Formula and Leave of Absence  
214  
The payment of salary, benefits and the timing of the period of leave shall be as follows:  
(
(
(
i)  
During the deferral period of the Plan, preceding the period of the leave, the Nurse  
will be paid a reduced percentage of his/her salary. The remaining percentage of  
salary will be deferred and placed in a trust account. The accumulated amount plus  
the interest earned shall be retained for the Nurse in trust by the Employer to finance  
the period of leave. The money will not be accessible to the Nurse until the leave  
period except as provided in Section (h).  
ii)  
Income Tax and Canada Pension Plan contributions are to be withheld from the  
gross salary less the deferred amounts during the deferral period and from the  
deferred amounts when paid to the Nurse during the period of leave. Employment  
Insurance premiums are to be based on the Nurse’s gross salary during the period  
of the deferral and no premiums are to be withheld from the deferred amounts when  
paid.  
iii)  
The calculation of interest under the terms of this Plan shall be done monthly (not  
in advance). The Employer will consult with the financial institution maintaining the  
trust account to provide a rate of interest which is reflective of the nature of this  
plan. (eg. Averaging the interest rates in effect on the last day of each calendar  
month for: a true savings account, a one (1) year term deposit, a three (3) year term  
deposit and a five (5) year term deposit). The rates for each of the accounts  
identified shall be those quoted by the financial institution maintaining the trust  
account. Interest shall be based upon the average daily balance of the account and  
credited to the Nurse’s account on the first day of the following calendar month).  
Even though the interest is accrued and is not paid to the Nurse until the period of  
leave, it must be reported as income on the Nurses’s T4 and is subject to tax  
withholdings in the taxation year it is earned during the deferral period.  
(
(
iv) A yearly statement of the value of the Nurse’s trust account specifying the deferred  
amount and interest earned will be sent to the Nurse, by the employer.  
v)  
The maximum length of the deferral period (the term during which the Nurse has  
pay withheld to fund the leave period) will be six (6) years and the maximum  
deferred amount will be 33 1/3% of annual salary. The maximum length of any  
contract under the Plan will be seven (7) years.  
(
vi) The Nurse may arrange for any length of deferral period in accordance with the  
provisions set out under (f)(v).  
215  
(
vii) All deferred salary plus accrued interest shall be paid to the Nurse at the  
commencement of the leave or in accordance with such other payment schedule  
as may be agreed upon between the Nurse and the Employer.  
(
g)  
Benefits  
(
i)  
Deferral of salary will not alter the Nurse’s employment status. While the Nurse is  
enrolled in the Plan prior to the period of leave, any benefits related to salary level  
shall be structured according to the salary the Nurse would have received had  
he/she not been enrolled in the Plan.  
(
ii)  
iii)  
A Nurse’s benefits will, at his/her option, and subject to the specific provisions of  
the Plan(s) text, be maintained by the Employer during the Nurse’s leave of  
absence, however, all premium costs for such benefits shall be paid by the Nurse  
during the leave.  
(
(
While on leave, any benefits related to salary level shall be structured according to  
the salary the Nurse would have received in the year prior to taking the leave had  
he/she not been enrolled in the Plan.  
iv) Subject to the provisions of the Pension Plan text, Pension Plan contributions shall  
continue during the leave period with the Nurse and Employer each contributing its  
share and the period of leave shall be a period of pensionable Service.  
(
(
v)  
Pension Plan deductions shall be made on the salary the Nurse would have  
received had he/she not entered the Plan or gone on leave.  
vi) Sick leave will not be earned during the period of leave, however, accumulated sick  
leave to the commencement of the leave period will accrue to the Nurse upon  
his/her return from the leave.  
(
vii) The period of leave will be a period of Service for the accumulation rate for  
retirement allowance and vacation.  
216  
(
(
viii) Vacation credits will not be earned during the period of leave; however, vacation  
earned up to the date of the deferred leave but unable to be taken prior to the date  
of the commencement of the leave period, will accrue to the Nurse upon the Nurses’  
return from the leave.  
ix) Throughout the period of the leave of absence the Nurse shall not receive any  
salary or wages from the Employer, or from any other person or partnership with  
whom the Employer does not deal at arm’s length, other than  
(
(
A)  
B)  
the amount by which the Nurse’s salary or wage under the arrangement  
was deferred;  
the reasonable fringe benefits that the Employer usually pays into or on  
behalf of the Nurse.  
(
h)  
Withdrawal  
(
i)  
A Nurse may withdraw from the Plan in unusual or extenuating circumstances, such  
as, but not limited to, financial hardship, serious illness or disability, family death or  
serious illness, or termination of employment. Withdrawal must be submitted in  
writing, detailing the reason(s) therefore, as soon as possible prior to the  
commencement of the leave.  
(
ii)  
A Nurse who is laid-off or has his/her employment terminated during the deferral  
period may withdraw from the Plan or leave the accumulated contributions plus  
interest in the fund pending the exhaustion of recall rights or possibility of  
reinstatement. In such case the employer will continue as trustee for the deferred  
fund notwithstanding any termination of the employment relationship.  
(
(
iii)  
In the event of withdrawal, the Nurse shall be paid a lump sum equal to any monies  
deferred plus accrued interest. Repayment shall be made as soon as possible but  
not later than sixty (60) calendar days of withdrawal from the Plan.  
iv) Should a Nurse die while participating in the Plan, any monies accumulated plus  
interest accrued at the time of death shall be paid to the Nurse’s estate as soon as  
217  
possible, but not later than two pay periods following notice being given to the  
employer.  
(
i)  
Written Contract  
(
(
i)  
All Nurses will be required to sign the approved contract (annexed hereto) before  
enrolling in the Plan. The contract will set out all other terms of the Plan in  
accordance with the provisions set out herein.  
ii)  
Once entered into, the contract provisions concerning the percentage of salary  
deferred and the period of leave may be amended by mutual agreement between  
the Nurse and Employer subject to the section f (v) of this Plan.  
218  
APPENDIX “D”  
DEFERRED SALARY PLAN APPLICATION AND CONTRACT  
NURSE NAME: ___________________________________________________________________  
ORGANIZATION: ___________________________________________________________________  
NURSE I.D.:  
__________________________________________________________________  
JOB TITLE/CLASS AND STEP/BIWEEKLY SALARY: _______________________________________  
I have read the terms and conditions of the Deferred Salary Plan and hereby agree to enter the Plan  
subject to said terms and conditions.  
APPLICATION  
i)  
I wish to enrol in the Deferred Salary Plan with salary deferral commencing with the  
_____________ to ______________ pay period and continue for a ____ year period.  
_
(
y/m/d) (y/m/d)  
ii)  
I shall take my leave of absence from ___________________ to __________________.  
y/m/d) (y/m/d)  
(
FINANCIAL ARRANGEMENTS  
The financing of my participation in the Deferred Salary Plan shall be according to the following schedule:  
i)  
I wish to defer a percentage of each of my salary payments for the next ____ years in accordance  
with this schedule:  
Months _______%  
Months ________%  
Months ________%  
219  
Months _______%  
Months ________%  
Months ________%.  
ii)  
Annually, the Employer shall provide me with a statement of the status of my account.  
iii)  
All deferred salary plus interest held in trust shall be paid to the Nurse at the commencement of  
the leave or in accordance with such other payment schedule as may be agreed upon between  
the Nurse and the Employer.  
ADDITIONAL COMMENTS  
CONTRACT APPROVAL  
_
____________________________________  
____________________________  
Witness  
Nurse’s Signature  
_
____________________________________  
____________________________  
Date  
CEO or Delegate  
_
_____________________________________  
____________________________  
Date  
Department of Human Resources  
220  
APPENDIX “E”  
LAID-OFF NURSE AVAILABILITY FORM  
NAME :  
______________________________________DATE:_______________  
(
(
a)  
b)  
Prior to lay off, I was working at ____________________________________, site(s).  
Prior to lay off, I was working in ___________________________________, patient  
care unit(s).  
(
(
c)  
d)  
Prior to lay off, my designation as a percentage of Full-Time hours was  
I am interested in being recalled to a Permanent Position. YES  
____%.  
NO  
If yes, other than my previous work site(s), I would accept recall to a position at:  
name sites_______________________________________________________.  
Other than recall to a Permanent Position, I am interested in working additional shifts  
(
e)  
(
which may include a long/short assignment, extra shifts, and relief shifts.  
YES  
NO  
If yes, I may be assigned to work up to my (prior to lay off) designation as a percentage  
of Full-Time hours (and have priority for extra shifts due to lay off status).  
(f)  
I am interested in working beyond my prior to lay off designation as a percentage of Full-  
Time hours.  
221  
YES  
NO  
If yes, I am interested in working ________% (as a percentage of Full-Time hours) and  
shall be treated as a Part-Time Nurse for the purposes of Articles 7.20 and 7.21 through  
7.23, inclusive.  
Once submitted, the Employer is entitled to rely on the Laid-off Nurse Availability Form until a  
new form is implemented according to the following process. A Laid-off Nurse is permitted to  
st  
submit a revised Laid-off Nurse Availability Form indicating availability by February 1 (for April  
st  
st  
to June); by May 1 (for July to September); by August 1 (for October to December); and by  
st  
November 1 (for January to March). A revised Laid-off Nurse Availability Form may be  
submitted more often where mutually agreed with the Employer. Such agreement shall not be  
unreasonably withheld.  
_
________________________________  
Date: _____________________  
Date: _____________________  
Nurse  
_________________________________  
222  
APPENDIX “F”  
CLINICAL CAPACITY REPORT  
EMPLOYER NAME: _________________________________________________________________  
SITE:  
__________________________________________________________________  
(
1) NAME: ________________________________DATE: (YYYY/MM/DD): ____________________  
PATIENT UNIT: ___________________________SHIFT/TIME OF OCCURRENCE: _____________  
(
2)  
STAFFING (NUMBERS) SCHEDULED:  
____________________________  
THIS SHIFT:  
RN’s  
_________________________  
_________________________  
_________________________  
LPN’s ____________________________  
OTHER ____________________________  
Number of patients in isolation: ____________________________  
(
3)  
NUMBER OF PATIENTS ON UNIT:  
___________________________________________________  
(
4)  
Describe workload situation, including acuity of patients:  
________________________________________________________________________________  
___________________________________________________________________________________  
___________________________________________________________________________________  
___________________________________________________________________________________  
223  
_
_________________________________________________________________________________  
_________________________________________________________________________________  
_
(
5)  
Detail actions you took in response to the workload situation to address patient needs:  
___________________________________________________________________________________  
___________________________________________________________________________________  
___________________________________________________________________________________  
___________________________________________________________________________________  
__________________________________________________________________________________  
__________________________________________________________________________________  
(
6)  
Name of Manager/Supervisor/Designate Contacted: ___________________________________  
Time Contacted: ____________________________  
224  
(
7)  
Describe action/response given by Manager/Supervisor/Designate:  
______________________________________________________________________  
______________________________________________________________________  
______________________________________________________________________  
(
8)  
Describe your response:  
_
_
_
_
______________________________________________________  
___________________________________________________________________________  
___________________________________________________________________________  
___________________________________________________________________________  
(
9)  
What other options might have been considered:  
____________________________________________________________________________  
____________________________________________________________________________  
___________________________________________________________________________  
________________________________________ _________________________________  
Date: (YYYY/MM/DD) & Time of Submission  
Signature  
Copies to:  
Constituent Union; Employer, Nurse  
GUIDELINES FOR USE  
225  
(
(
1)  
2)  
A Nurse who believes that adequate and safe care of patients cannot be provided because  
of that Nurse’s workload should bring the matter to the attention of the immediate  
Supervisor, or where appropriate, the Supervisor’s Designate. Where the issue has not  
been satisfactorily resolved, the Nurse may complete this form.  
Briefly outline:  
(
(
a)  
b)  
the work situation; and  
identify specific problem(s). If the form does not provide sufficient space, please  
add further information on a separate sheet.  
(
(
3)  
4)  
DO NOT identify clients/residents or doctors involved in the incident described, use Dr. X  
or client/resident A.  
Clinical Capacity Reports are not intended to replace any incident report form or other  
internal documentation required under Employer Policies.  
226  
Clinical Capacity Follow- Up Report  
REPLY OF THE MANAGER  
(
1) Date of Reply: __________________ (2) Completed by: ____________________  
SITE:_________________________________________________________________  
Describe findings:  
____________________________________________________________________________  
____________________________________________________________________________  
____________________________________________________________________________  
____________________________________________________________________________  
____________________________________________________________________________  
____________________________________________________________________________  
__________________________________  
Describe action/response:  
____________________________________________________________________________  
____________________________________________________________________________  
____________________________________________________________________________  
____________________________________________________________________________  
____________________________________________________________________________  
____________________________________________________________________________  
__________________________________  
Recommendations:  
_
________________________________________________________________  
________________________________________________________________  
_
227  
_
________________________________________________________________  
________________________________________________________________  
_
_
________________  
__________________________  
Signature  
Date (YY/MM/DD)  
Copies to:  
Nurse; Constituent Union; Employer  
228  
APPENDIX “G”  
NSNU Portability of Benefits Form  
FIRST NAME  
LAST NAME  
MID.  
As per Memorandum of Agreement #1 of the Collective Agreement of the Council of Nursing Unions  
“
The provisions of this Article apply to NSNU member only. In the event an Employer rehires a Nurse to a  
Permanent Position within six (6) months of the Nurse leaving or an Employer hires a Nurse to a Permanent  
Position to commence work within six (6) months of the Nurse leaving employment from a position in any  
other bargaining unit represented by the Nova Scotia Nurses’ Union in the Province of Nova Scotia, the  
Nurse shall have Service with the previous Employer recognized for sick leave entitlement, vacation  
entitlement, retirement allowance, and placement on the increment scale (and advancement). Accumulated  
sick leave credits shall be recognized by the hiring Employer. Qualifying periods under the Benefit Plans of  
the hiring Employer will be set out as in the Plans. This provision is not applicable if the Nurse has been  
terminated for cause or retired in accordance with the NSHEPP Pension Plan. This provision is not  
applicable to a Casual Nurse.  
Name of previous Employer:  
Last Date of Employment:  
Classification (FT/PT):  
Salary scale placement:  
$
.
/hr.  
RN __ $ , / annum Year  
Increment date:  
/
last increment  
Vacation entitlement:  
Sick Leave Balance:  
hours  
Date of Hire – Retirement Allowance:  
229  
Hours Paid (Retirement Allowance):  
Did you receive an Early Payout of Retirement  
Allowance / 2018 Long Service Award? :  
Applicable Education Premiums:  
_
__________________________________________  
____________________  
Date  
Employee Signature  
_
__________________________________________  
Organization & Representative Signature  
Previous Employer)  
____________________  
Date  
(
230  
APPENDIX “H” and APPENDIX “I”  
IWK  
Part Time Employees and Casual Employees - Availability Form  
231  
APPENDIX “J”  
NSNU ACUTE CARE (DHA’s1-9, IWK)  
NSNU in former District Health Authorities 1-9 and IWK - “NU” has been used to distinguish  
the original article numbers as applicable to the NSNU Acute Care Agreement for former  
District Health Authorities 1- 9 and IWK).  
NU16.02  
Injury on Duty - WCB  
(
a)  
Unless a Nurse, at the time the WCB claim is approved, specifically asks the  
Employer in writing not to pay him or her any supplement amount from the  
accumulated sick leave credits of the Nurse, where a Nurse is being compensated  
under the Workers’ Compensation Act, pay an Employer WCB payment  
supplement to the Nurse to the extent of the pre injury biweekly pay of the Nurse  
while maximizing the amount payable from the WCB. It is the intent of the Parties  
that in no circumstance shall the Nurse receive an increase of income while in  
receipt of WCB with the exception of increments and pay increases. When this  
Employer supplement is being paid, the Employer shall deduct from the Nurse’s  
sick leave credits an equivalent number of sick leave hours as were paid in the  
supplement. When a Nurse’s sick leave credits are exhausted, the Nurse shall be  
paid only the Workers’ Compensation Benefits Allowance;  
(
(
b)  
c)  
Where a Nurse is being compensated under the Workers’ Compensation Act, the  
Nurse shall accumulate vacation credits for the Nurse to a maximum of one year’s  
vacation credits;  
Where a Nurse is being compensated under the Workers’ Compensation Act, and  
where the Nurse agrees to continue to pay her or his usual cost share, continue  
the eligibility of the Nurse and the Employers’ cost sharing relationship with the  
Nurse so as to allow for the Nurse to continue participation in the Benefit Plans,  
subject to eligibility provisions within the specific Plans. In no case shall the  
Employer be required to cost share the benefits for a period longer than 18 months  
following the onset of the WCB period.  
232  
NU16.03  
Sick Leave While Waiting for Workers’ Compensation Benefits  
An illness or injury for which Workers’ Compensation is payable shall not be deemed to be  
sick leave except for the supplement as provided in Article 16.02 (a).  
A Permanent Full-Time or Part-Time Nurse who is unable to attend work for greater than  
one pay period due to workplace illness or injury and who is awaiting approval of a claim  
for Workers’ Compensation benefits may have the Employer provide payment equivalent  
to the benefits she/he would earn under the Workers Compensation Act providing the  
Nurse is able to establish, satisfactory to the Employer, that the illness or injury prevents  
the Nurse from working and the Nurse has sufficient sick leave credits.  
In such case, the Nurse must provide a written undertaking to the Employer and the  
required notification to the WCB that the initial payment(s) from the WCB is to be provided  
directly to the Employer on behalf of the Nurse, up to the level of the payment advanced  
by the Employer.  
NU16.04 WCB and Return to Work  
Where a Nurse has returned to work after being absent for injury on duty for which  
Worker’s Compensation Benefits are not payable, and where the absence due to injury  
on duty was for two days or less after the day of the injury, the Nurse shall receive an  
amount equal to regular pay from accumulated sick leave credits for the period in which  
the Nurse was unable to work as a result of the Nurse’s injury on duty.  
NU16.05 Casual Nurses  
Provisions 16.02, 16.03 and 16.04 are not applicable to a Casual Nurse (except a Casual  
Nurse while in a Temporary Position). However, a Casual Nurse may otherwise be eligible  
for Worker’s Compensation Benefits.  
NU20.00 Sick Leave Benefits  
(
a)  
Sick leave is an indemnity benefit and not an acquired right. A Nurse who is absent  
from a scheduled shift on approved sick leave shall only be entitled to sick leave  
pay if the Nurse is not otherwise receiving pay for that day, and providing the Nurse  
233  
has sufficient sick leave credits.  
(
b)  
A Casual Nurse (except a Casual Nurse while in a Temporary Position) is not  
entitled to sick leave which means the Casual Nurse is expressly excluded from  
provisions NU20.00 (a), NU20.01 through NU20.08 (inclusive), and NU20.13.  
NU20.01  
Sick Leave Pay  
A Nurse granted sick leave shall be paid for the period of such leave at her or his regular  
hourly rate of pay and the number of hours thus paid shall be deducted from the  
accumulated sick leave credits of the Nurse.  
NU20.02  
Sick Leave Accrual  
Paid sick leave credits shall accumulate at the rate of eleven and one-quarter (11.25)  
hours for each one hundred sixty-two and one-half (162.5) regular hours paid which shall  
include the straight time hourly equivalent of overtime hours worked to a maximum of the  
entitlement for a Full-Time Position. Accrual is effective the first day of employment. The  
maximum amount of accumulated sick leave credits shall be eleven hundred and twenty-  
five (1125) hours.  
NU20.03  
Sick Leave Maximum Accumulation  
A Nurse who, under a previous plan, had already accumulated in excess of eleven  
hundred and twenty-five (1125) hours of sick leave credits shall retain those credits but  
shall not accumulate any further sick leave credits until the total falls below eleven hundred  
and twenty-five (1125) hours.  
NU20.04  
Sick Leave Claim  
A Nurse may claim sick leave when unable to attend work due to personal illness or injury  
providing the Nurse is able to satisfactorily establish that the illness or injury prevents the  
Nurse from working. The Nurse shall be entitled to paid sick leave where the Nurse has  
sufficient sick leave credits.  
234  
NU20.05  
Union Representation  
A Nurse has the right to be accompanied by a representative of the Union in a meeting  
with an Employer to discuss her or his ability to attend work regularly due to their health.  
The Nurse shall be advised of this right prior to the scheduling of a meeting.  
NU20.06  
Sick Leave and LTD  
Nurses on Long Term Disability benefits who have sick leave credits at the time the Nurse  
ceases to be in receipt of Long Term Disability benefits shall retain such sick leave credits  
for their use in the event the Nurse returns to work with the Employer.  
NU20.07  
Sick Leave Statement  
The Employer shall endeavor to provide the Nurse with a statement of the Nurse’s sick  
leave credits every two (2) weeks with his or her pay statement.  
NU20.08  
Advance of Paid Sick Leave Credits  
(
a)  
A Nurse who has used her or his accumulated sick leave credits may in extreme  
and extraordinary circumstances be granted up to thirty-seven point five (37.5)  
hours of sick leave credits in any twenty-four (24) month period, upon request by  
the Nurse, when the Nurse is unable to attend work due to personal illness or injury  
providing that the Nurse is able to satisfactorily establish that the illness or injury  
prevents the Nurse from working. This benefit applies to a Part-Time Nurse on a  
pro-rata basis.  
(
(
b)  
c)  
This advance of paid sick leave credits may not be granted when the Nurse has  
suffered a workplace injury for which benefits are payable under the Workers’  
Compensation Act.  
This advance of paid sick leave credits may not be granted when the Nurse is able  
to access any accumulation in his or her paid vacation leave credits, paid holiday  
leave credits, and/or lieu time.  
235  
(d)  
(e)  
(f)  
The advanced paid sick leave credits shall be paid back through accumulated sick  
leave earned upon return to employment by the Nurse.  
A Nurse will not be permitted to borrow sick leave credits again until all previously  
borrowed credits have been repaid in accordance with this Article.  
A Nurse who has been granted advanced sick leave credits shall, (upon ceasing  
to employed) compensate the Employer for advanced sick leave granted which  
has not been paid back in accordance with this Article, calculated at the Nurse’s  
daily rate of compensation at the time she or he ceased to be employed, and may  
be subject to legal proceedings if monies remain outstanding.  
(
g)  
The Employer is entitled to withhold any wages or other monetary benefits,  
including Retirement Allowance, in an amount sufficient to reimburse the Employer  
the amount owing.  
NU20.09  
Return to Work from Sick Leave  
A Nurse is expected to report to work for all scheduled shifts unless he or she is on an  
authorized leave. Where a Nurse has been on an authorized sick leave for a period of  
two (2) consecutive months or longer, the Nurse must provide a minimum of two (2) weeks’  
notice of his or her intended date to return to work, except where a shorter period of notice  
is mutually agreed between the Nurse and the Employer.  
NU20.10  
Confidentiality Of Health Information  
(
a)  
A Nurse shall not be required to provide her or his manager/supervisor specific  
information regarding the nature of her or his illness or injury during a period of  
absence. However, the Employer may require the Nurse to provide such  
information to persons responsible for occupational health.  
(
b)  
These persons shall not release any information to the manager/supervisor of the  
Nurse except the duration or expected duration of the absence, the fitness of the  
Nurse to return to work, any limitations associated with the fitness of the Nurse to  
return to work, and whether the illness or injury is bona fide.  
236  
(
c)  
As an exception, where the person responsible for occupational health is also the  
Nurse’s manager/supervisor, the specific information regarding the nature of her  
or his illness or injury during a period of absence shall be provided and may only  
be used in accordance with the occupational health responsibilities of the  
manager/supervisor. Information regarding the duration or expected duration of  
the absence, the fitness of the Nurse to return to work, any limitations associated  
with the fitness of the Nurse to return to work, and whether the illness or injury is  
bona fide may be relied on by the manager/supervisor with the administrative  
responsibilities of the position.  
(
d)  
The Employer shall store health information separately and access thereto shall  
be given only to the persons directly responsible for the administration of  
occupational health.  
NU20.11 Payment For Certificates And Examinations  
Where a Nurse is required by the Employer to submit detailed medical certificates or  
reports pursuant to a required medical examination, the Employer shall be responsible for  
paying the direct cost of any such examinations, medical certification forms or reports.  
NU20.12  
Where a Nurse has submitted a medical form to the Employer which indicates that  
the Nurse is able to return to work on a specific date and the Employer requires further  
medical documentation which delays the Nurse’s return to work, the Employer will pay the  
Nurse for all regular shifts that the Nurse is or would have normally been scheduled to  
work, should the subsequent medical documentation confirm the original documentation  
that the Nurse was able to return to work. No deductions will be made from her or his sick  
leave credits for this time.  
For the purposes of this Article, “regular shifts that a Part Time Nurse is or would have  
normally been scheduled to work” shall be the actual hours scheduled, or if the Nurse  
does not have a regular rotation, the hours based on the current appointment status of the  
Part Time Nurse as a percentage of full time hours.  
NU20.13  
Sick Leave Medical/Dental; Family; Emergency  
Nurses with sufficient sick leave credits shall be allowed paid leave of absence of up to a  
total of thirty-seven and one-half (37.5) hours per fiscal year (pro-rated for Part-Time  
Nurses based on regular hours paid) debited against sick leave credits in order to:  
237  
(
a)  
engage in and facilitate the Nurse’s personal preventative medical or dental care.  
Nurses shall advise their immediate supervisor as soon as possible when they  
become aware of their need for personal medical, dental care for a shift the Nurse  
is scheduled to work. Further, a Nurse shall notify their immediate supervisor as  
soon as they are placed on a waiting list for medical or dental care. The Nurse  
must provide at least forty-eight (48) hours’ notice in order to be eligible for this  
leave, except where the appointment is offered to the Nurse on short notice in  
which case as much notice as possible shall be provided. Such leave shall not be  
unreasonably denied.  
(
b)  
attend to emergencies where:  
(
(
i)  
the Nurse’s own medical or dental health is at an immediate and serious  
risk;  
ii)  
a member of the Nurse’s immediate family, as defined in Article 4.07 who  
has become ill or disabled, in order to make alternate care arrangements  
where the Nurse’s personal attention is required and which could not be  
serviced by others or attended to by the Nurse outside of his/her assigned  
shifts;  
(
iii)  
there is a critical condition (fire, flood, or other natural disaster excluding  
conditions included in Article 9.03) which requires the Nurse’s personal  
attention which could not be serviced by others or attended to by the Nurse  
outside of his/her assigned shifts.  
The Employer may require verification of the condition claimed.  
(
c)  
A Nurse will be permitted to use up to fifteen (15) of the hours referred to in Article  
NU20.13 (pro-rated for Part-Time Nurses based on regular hours paid) to attend  
to Medical and Dental appointments for the Immediate Family. Nurses shall  
endeavour to arrange for such appointments during off duty hours. Further, a  
Nurse shall notify their immediate supervisor as soon as the family member is  
placed on a waiting list for medical or dental care. The Nurse must provide at least  
forty-eight (48) hours’ notice in order to be eligible for this leave, except where the  
appointment is offered to the Nurse on short notice in which case as much notice  
as possible shall be provided.  
238  
NU20.15  
NSAHO LTD Benefits Plan  
All members of each Bargaining Unit represented by the Nova Scotia Nurses’ Union shall  
be members of the NSAHO LTD Plan, subject to the eligibility provisions of the NSAHO  
LTD Plan.  
NU20.16  
LTD Program  
(
(
a)  
b)  
Terms and conditions for participation in the LTD Program as well as the payment  
of benefits shall be as determined by the LTD Program.  
Should a Nurse in receipt of Long Term Disability benefits cease to be disabled,  
upon providing reasonable notice of the Nurse’s intended date to return to work,  
the Nurse shall have a right to return to the Nurse’s former or equivalent position  
with the Employer at not less than the same level on the increment scale. The  
Employer reserves the right to require a medical evaluation by a qualified medical  
practitioner in order to assist in determining the Nurse’s suitability for  
reinstatement.  
(
c)  
Nurses in receipt of Long Term Disability benefits shall not be entitled to continue  
accumulation of paid sick leave benefits, paid vacation benefits or paid holiday  
benefits under this Collective Agreement but shall retain any previously  
accumulated sick leave credits for their use in the event they return to work. Such  
Nurses may claim accumulated paid vacation and holiday benefits at any time.  
(d)  
(e)  
(f)  
During the elimination period and while in receipt of Long Term Disability benefits,  
the Nurse may continue to participate in the Benefit Plans provided the Nurse  
agrees to pay the employee share of the benefit premium contribution.  
The Employer shall only provide the Employer share of the premium contribution  
for a period of not longer than thirty (30) months following the commencement of  
the absence.  
If the Nurse remains in receipt of Long Term Disability benefits after the thirty (30)  
months the Nurse may continue to participate in the Benefit Plans, provided the  
Nurse pays 100% of the cost of the participation (both the Employer and Nurse  
239  
portion). Continued participation shall be subject to the eligibility provisions of the  
respective Benefit Plans.  
(
g)  
The Employer and the Union have a continuing duty to accommodate a disabled  
Nurse and are obligated to consider employment opportunities that meet the  
Nurse’s capabilities as established through sufficient medical evidence.  
NU20.17  
Termination of LTD Plan  
The Employer and the Union agree that should the LTD Program be terminated, for any  
reason, the Parties agree to negotiate the terms of a replacement plan, and failing  
agreement on the terms of a replacement plan, agree to reinstate those terms and  
conditions of employment which existed immediately prior to the LTD Program coming  
into effect. The job protection features for LTD claimants would be deleted as well as any  
other changes to the Agreement which were incorporated as part of the Agreement to  
adopt an LTD program. The replacement plan for sick leave accrual will revert to two and  
one-half (2.5) days per month.  
240  
Appendix “K”  
NSGEU - IWK Sick Leave, LTD  
NSGEU IWK - “NSI” has been used to distinguish the original article numbers as  
applicable to NSGEU.  
NSI19.12 Leave for Family Illness and Medical and Dental Appointments  
Full-time employees shall be entitled to leave of absence with pay for up to thirty-seven  
and one-half (37.5) hours per fiscal / calendar year to attend to an illness of a member of  
an Employee’s immediate family meaning spouse, son, daughter, father or mother (or  
legal guardian) and when no one at home other than the Employee can provide for the  
needs of the ill person, or to engage in personal preventative medical and dental care.  
The benefits shall be pro-rated for part-time employees.  
NSI21.01 Eligibility  
Sick leave is an indemnity benefit and not an acquired right. An Employee who is absent  
from a scheduled shift on approved sick leave may be granted sick leave pay when unable  
to perform the duties of their position because of illness or injury, provided that the  
Employee satisfies the Employer of their condition in the manner determined by the  
Employer and provided the Employee has sufficient sick leave credits.  
NSI21.02 Accumulation of Credits  
(a)  
Each Employee in the Bargaining Unit may be granted one and one-half (1 1/2)  
days sick leave with pay for each completed calendar month of service up to a  
maximum accumulation of one hundred and fifty (150) days.  
(b)  
An Employee who, as at the date of signing this Agreement, has accumulated  
sick leave credits in excess of one hundred and fifty (150) days shall not forfeit  
any sick leave credits, however, shall not accumulate sick leave credits until such  
time as their accumulated sick leave credits fall below one hundred and fifty (150)  
days at which time the maximum accumulation of one hundred and fifty (150) days  
shall apply.  
NSI21.03 Medical Certificate  
(a)  
An Employee may be required by the Employer to produce a certificate from a  
legally qualified medical practitioner for any period of absence for which sick leave  
241  
is claimed by an Employee and if a certificate is not produced after such a request,  
the time absent from work will be deducted from the Employee’s pay. Where the  
Employer has reason to believe an Employee is misusing sick leave privileges,  
the Employer may issue to the Employee a standing directive that requires the  
Employee to submit a medical certificate for any period of absence for which sick  
leave is claimed.  
(b)  
Where an Employee is required by the Employer to submit a detailed medical  
certificate or reports pursuant to a required medical examination, the Employer  
shall be responsible for paying the direct cost of any such examination, medical  
certificate form or report in excess of those costs covered by an insurance plan of  
the Employee.  
NSI21.04 Employee Entitlement  
An Employee whose illness or injury is one which is covered by the terms of the Nova  
Scotia Workers Compensation Act is not entitled to receive any benefits pursuant to  
this Article.  
NSI21.05 Information to Employee  
An Employee is entitled, once annually, to be informed in writing on written request, of the  
balance of her sick leave with pay credits.  
NSI21.06 LTD Top Up  
An Employee who has earned in excess of one hundred and fifty (150) sick leave credits  
because they fall in a category noted in Article NSI21.02 (b) and who is in receipt of Long  
Term Disability benefits under the LTD Program, shall be entitled to top up their disability  
benefits so that the benefits plus top-up is equal to the level of their normal salary as  
defined in Article 13 of the Plan Text. For each day, the Employee receives top-up, that  
Employee’s accumulated sick leave credits will be reduced by one (1) day.  
NSI21.07 Top Up Limitation  
Employees on Long Term Disability benefits who have sick leave credits and who are  
subject to a maximum accumulation of one hundred and fifty (150) work days shall not  
be entitled to use such credits as top-up but shall retain any excess credits for their  
use in the event they return to work. Should the Employee not return to work with the  
Employer they shall forfeit all claims to such sick leave.  
NSI21.08 Return to Work  
242  
Should an Employee in receipt of Long Term Disability benefits cease to be disabled and  
provided she is able to perform her full job, such Employee shall have a right to return to  
her former or equivalent position with the Employer.  
The Employer reserves the right to require a medical evaluation by a qualified medical  
practitioner in order to assist in determining an Employee’s suitability for reinstatement.  
The Union acknowledges its duty to cooperate in facilitating the Employee’s return to  
work.  
ARTICLE NSI21A - COMPENSATION FOR INJURY ON DUTY  
NSI21A.01 Report of Injuries  
An Employee who is injured on duty shall immediately report or cause to have reported  
any injuries sustained in the performance of her duties to her immediate supervisor in such  
a manner and on such form as the Employer may from time to time prescribe.  
NSI21A.02 Benefit Entitlement  
When an Employee is injured on duty and it is determined by the Nova Scotia Workers’  
Compensation Board that the Employee is unable to perform her duties, the Employer  
shall grant to the Employee injury on duty leave at the level of compensation and in the  
manner prescribed by the Workers Compensation Act for a period as the Workers’  
Compensation Board may specify. The Employer agrees to allow employees to draw upon  
their accumulated sick leave banks to supplement the benefits provided to them by the  
WCB. The amount of these supplemental payments shall be limited to the difference  
between the WCB benefit level and the amount of the Employee’s pre-injury net annual  
earnings during the period of leave approved by the WCB. The Employer shall deduct  
from the Employee’s sick leave credits an equivalent number of sick leave hours as were  
paid in the supplement. Such payments will be maintained only so long as the  
supplemental payments do not result in a reduction in the amounts paid by the WCB and  
the Employee has sufficient sick leave credits in her bank.  
243  
APPENDIX “L”  
EXPEDITED ARBITRATION - RULES OF PROCEDURE  
6
.
.
A single arbitrator shall be appointed to decide the grievance.  
The following persons shall serve as a panel of single arbitrators:  
7
Susan Ashley  
Eric Slone  
The above arbitrators shall be contacted in advance and advised of the parties’  
expectations pursuant to these Rules of Procedure. Should any arbitrator not be  
willing to adhere to the requirements of this process their name will be removed  
from the above list and the parties will agree on a substitute in the roster.  
8
.
.
The arbitrators shall be appointed on a rotating basis, in the sequence in which  
their names appear on the above list.  
9
The arbitrator, in consultation with the parties, shall convene a hearing of the  
grievance not later than forty (40) days from being appointed. If the arbitrator is not  
agreeable or available to commence the hearing within this time period, the  
arbitrator whose turn is next in the rotation shall be selected, and so on, until one  
of the arbitrators in the rotation is available.  
10.  
At least ten (10) days prior to the date of the hearing the parties and/or their  
representatives shall meet for the following purposes:  
to exchange copies of any documents that either party intends to rely on in the  
hearing;  
to establish and attempt to agree on the facts relevant to the grievance;  
to exchange copies of any precedents and authorities; and  
to engage in discussions regarding the possible settlement of the grievance.  
244  
9.  
Should a dispute arise between the parties regarding compliance with the  
obligations outlined in paragraph 5 the issue in dispute may be referred for  
immediate and binding resolution to the arbitrator. This may be done by conference  
call between the arbitrator and the parties.  
10.  
At least five (5) days before the scheduled hearing date the parties shall forward  
to the arbitrator the collective agreement, a copy of the grievance, any agreed  
statement of facts and any other documents or materials agreed upon by the  
parties.  
11. The arbitration hearing shall be an informal and accelerated process. To this end,  
the following procedures shall be in effect:  
The hearing shall be completed within a single day, within the hours of  
:00am and 6:00pm. At the commencement of the hearing the parties and  
the arbitrator shall attempt to agree upon the allocation of time and if  
agreement cannot be reached the arbitrator shall decide upon such  
allocation.  
8
The parties shall make every reasonable effort to minimize the use of  
witnesses and to limit representations to issues directly related to the  
substance of the individual grievance. Whenever practicable, the parties  
shall stipulate facts not in dispute rather than establishing such facts  
through the evidence of witnesses.  
Every reasonable effort shall be made to ensure that the grievance is  
addressed on its own merits, within the context of the particular  
circumstances of the individual case.  
The arbitrator shall have the permission of the parties to take an activist  
role and to direct that issues be addressed, or not addressed, in the hearing  
in accordance with his or her determination as to its relevance to the  
outcome.  
9.  
The decision of the arbitrator on the merits of the grievance may be rendered  
verbally at the immediate conclusion of the hearing, or, in any event, within two (2)  
days following the conclusion of the hearing. The arbitrator may remain seized of  
the grievance to determine any issues arising from the implementation of his or  
her decision.  
10. The arbitrator may provide brief written reasons for the decision, however, these  
must be issued within ten (10) days of rendering the decision.  
245  
1
1. The decision of the arbitrator shall be binding on the parties, however, the parties  
agree that decisions issued through this process apply only to the individual  
grievance decided, have no value as precedent and that they shall not be referred  
to in any other proceedings under this collective agreement or otherwise.  
246  
APPENDIX “M”  
Letters of Agreement and Memoranda of Agreement  
The following represents the Letters of Agreement and Memoranda of Agreement as referenced  
in Article 41.02.  
Note: This list is not exhaustive and may not include new, current or amended Letters of  
Understanding or Memoranda of Agreement which have not been concluded or terminated in  
accordance with the specific terms of the LOU or MOA.  
Self Scheduling (various units)  
Education Banks  
March 16, 2005 & July 5, 2005  
April 12, 2017  
Flex Hours  
July 21, 2017  
247  
Memorandum of Agreement #1  
Nova Scotia Nurses Union Nurse Mobility  
The provision of this Article apply to NSNU members only .  
In the event an Employer rehires a Nurse to a Permanent Position within six (6)  
months of the Nurse leaving or an Employer hires a Nurse to a Permanent Position  
to commence work within six (6) months of the Nurse leaving employment from a  
position in any other bargaining unit represented by the Nova Scotia Nurses’ Union  
in the Province of Nova Scotia, the Nurse shall have Service with the previous  
Employer recognized for sick leave entitlement, vacation entitlement, retirement  
allowance, and placement on the increment scale (and advancement).  
Accumulated sick leave credits shall be recognized by the hiring Employer.  
Qualifying periods under the Benefits Plans of the hiring Employer will be as set  
out in the Plans.  
This provision is not applicable if the Nurse has been terminated for cause or  
retired in accordance with the NSHEPP Pension Plan.  
This provision is not applicable to Casuals.  
248  
Memorandum of Agreement #2  
Pay Plan Review Transition  
4
. The parties will establish a Pay Plan Review Committee, composed of four representatives  
each of the Council and the Employers, to review all current Nurse Bargaining Unit  
Classifications. A representative of HANS will also participate on the Committee in a non-  
voting, ex-officio basis, and will act as Chair of the Committee.  
5. The Committee will report its findings to the Employers and the Council of Nursing Unions  
for consideration within one year of the effective date of this collective agreement.  
6. The recommendations from the Pay Plan Review Committee will be referred to the next  
round of bargaining.  
249  
Memorandum of Agreement #3  
0/20 Positions  
8
The parties agree to enter into a Memorandum of Agreement for the utilization of an 80/20 Position  
for Registered Nurses and Licensed Practical Nurses. The terms of the position along with the  
applicable hours of work and overtime provisions shall be included in this MOA. The MOA will  
expire at the end of this Collective Agreement.  
Where the Employer determines a need for an 80/20 position due to operational needs, or a Nurse  
identifies an opportunity for an 80/20 position, the Employer may post a short assignment within  
the bargaining unit. The short assignment may be no less than one (1) month and no more than  
six (6) months in duration. It shall be filled in accordance with Article 12.  
If approved for such a position, a Nurse will continue to be scheduled for 80% of the regular, full-  
time hours they normally work. The other 20% of the regular, full-time hours will be made up by  
providing mentoring, preceptoring, research, and other types of supporting activities to other  
employees and students, as determined by the Employer. No additional compensation is provided  
to Nurses who work in these positions.  
A Nurse may be appointed to an 80/20 position once in a twelve (12) month period unless the  
applicant is the only qualified applicant to apply for a subsequent position.  
250  
Memorandum of Agreement #4  
Restricted Postings  
Whereas the parties acknowledge that there are some specific areas where staffing is a challenge  
it is agreed that the Employer can make a request to the Union that an internal or external job  
posting in that area be made conditional on the successful applicant being required to remain in  
the position for a fixed period of time not to exceed twenty-four months.  
During the fixed period the successful applicant will not be eligible to make application in an  
internal job posting process for any position that is the same FTE status and same classification  
that commences prior to the end of the fixed period. This would not prevent a Nurse from applying  
for and being awarded a position with a greater FTE status than the “restricted posting”, or a  
position compensated at a higher wage rate.  
The job advertisement for the position will indicate that movement is restricted and the successful  
applicant will be notified in the letter of hire.  
The Employer may waive the restriction on written application from a Nurse to apply for a position  
during the restricted period.  
Consent from the Union to post a restricted internal or external posting will not be unreasonably  
refused where retention concerns, turnover issues or service delivery challenges are  
demonstrated in the requesting work area.  
251  
MEMORANDUM OF AGREEMENT #5  
Establishing a Single Group Insurance Plan for All Employees of the NSHA and IWK  
WHEREAS as of the effective date of their collective agreements the NSHA and IWK (the  
“
Employers”) together provide three different Group Insurance plans for their Employees;  
AND WHEREAS the parties have agreed that it is mutually beneficial to move all Employees to  
a single Group Insurance plan;  
AND WHEREAS the parties have agreed that the Provincial Group Benefits Committee (the  
“
Committee”) should review all of the Group Insurance plans currently in place, and make a  
recommendation to the Employers as to which Group Insurance Plan will be adopted for all  
Employees;  
NOW THEREFORE the parties agree as follows:  
9
. The Committee will review all current Group Insurance plans provided by the Employers,  
with the aim of making a recommendation to the Employers as to which single plan will be  
adopted going forward for all Employees.  
10. The parties agree that the adoption of a single plan must be cost-neutral.  
11. The Committee may hire a third party consultant in order to assist with its review, the costs  
of which will be borne by the Employers.  
1
1
1
2. The Committee’s recommendation will be made to the Employers within one (1) year of  
the effective date of this collective agreement.  
3. The Employers will move all Employees into a single Group Insurance plan within one (1)  
year of receiving the Committee’s recommendation.  
4. Until there is a new single Group Insurance plan covering all Employees in the unit, the  
existing Group Insurance plans will remain in place, including current governance  
structures.  
15. Any time limits provided in this MOA may be adjusted on mutual consent of the Employers  
and the Council.  
16. The parties agree that Arbitrator Kaplan retains jurisdiction to resolve any disputes arising  
out of the resolution of this MOA.  
252  
253  
Memorandum of Agreement #6  
Legacy Vacation Carry-Over Banks  
Notwithstanding Articles 10.08, 10.09 & 10.10, Nurses who have, as of the date this  
Collective Agreement is finalized, carried over vacation banks (not including the twenty  
(
20) days permitted to be accumulated pursuant to Article 10.08) (“Legacy Carry-over  
Banks”) will retain their Legacy Carry-over Banks until April 1, 2024, after which any  
vacation from their Legacy Carry-over Banks that has not been used will be paid out.  
For the purposes of this MOA, “Legacy Carry-Over Banks” includes all vacation credits  
earned but not taken under past terms and conditions of employment and collective  
agreements with any of the predecessor Employers.  
254  
MEMORANDUM OF AGREEMENT #7  
This Memorandum of Agreement applies to Nurses transferring between positions within  
NSHA and between NSHA and IWK.  
A
Nurses transferring from accrued sick leave to STI  
A Nurse with a position in a location where they accumulate credits for sick leave with pay who  
accepts a position in a location where general leave and short-term illness benefits are provided  
shall be entitled to maintain twenty five percent (25%) of their accumulated sick leave bank;  
Nurses who have sick leave credits in their banks can utilize them for the following purposes:  
To Cover STI/LTD Gap  
Nurses may use any sick bank credits to cover off any period between the end of Short-  
Term Illness Leave (“STI”) entitlement and the date on which they would normally become  
eligible for LTD. Nurses who are not covered by a long term disability plan or who have  
time in their sick leave bank may use their sick leave banks for the period for which they  
are sick after the one hundred (100) days for Short-Term Illness has been used, until their  
sick leave bank is exhausted. The Nurse’s sick bank shall be reduced by one day for each  
day of entitlement under this section.  
To “Top Up” STI  
Nurses may use these credits to top up Short-Term Illness benefits. For each day on  
which the Nurse is in receipt of Short-Term Illness the Nurse may use her sick bank to  
“
top up” the Nurse’s Short-Term Illness benefit to one hundred per cent (100%) of salary.  
Twenty five percent (25%) of the day shall be deducted from the sick bank for each twenty  
five percent (25%) “top up”.  
WCB Earnings Replacement Supplement  
Nurses may use these credits to supplement the earnings replacement benefit paid by the  
Workers’ Compensation Board equal to the difference between the earnings replacement  
benefit received by the Nurse under the Act and the Nurse’s net pre-accident earnings.  
The percentage amount required to achieve the top-up to net pre-accident earnings shall  
be deducted from the sick bank for each day of the supplement.  
B
Nurses transferring from STI to accrued sick leave  
A Nurse with a position where general leave and short-term illness benefits are provided who  
accepts a position in a location where they accumulate credits for sick leave with pay shall be  
credited with a sick leave bank of 11.25 hours for each 162.5 regular hours paid in the 8 years  
before the effective date of accepting the new position less all hours that the Nurse has received  
general leave for illness or injury or short-term illness benefits during the 8 years before the  
effective date of accepting the new position.  
255  
C
Nurses transferring from PH/AS/CC (former DHAs 1 – 8) STI to former CDHA STI  
A Nurse with a position in Public Health, Addiction Services and Continuing Care (PH/AS/CC) in  
former DHAs 1 through 8 where general leave and short-term illness benefits are provided who  
accepts a position in the former CDHA where general leave and short-term illness benefits are  
provided shall be entitled to a sick leave bank of five days or, if the Nurse has been employed in  
their PH/AS/CC position for more than one year at the time the Nurse accepts the position in the  
former CDHA, a sick leave bank of ten days, to be used for the following purposes for a period of  
twelve months from the date of transfer:  
To Cover STI/LTD Gap  
Nurses may use any sick bank credits to cover off any period between the end of Short-  
Term Illness Leave (“STI”) entitlement and the date on which they would normally become  
eligible for LTD. Nurses who are not covered by a long term disability plan or who have  
time in their sick leave bank may use their sick leave banks for the period for which they  
are sick after the one hundred (100) days for Short-Term Illness has been used, until their  
sick leave bank is exhausted. The Nurse’s sick bank shall be reduced by one day for each  
day of entitlement under this section.  
To “Top Up” STI  
Nurses may use these credits to top up Short-Term Illness benefits. For each day on  
which the Nurse is in receipt of Short-Term Illness the Nurse may use her sick bank to  
“
top up” her Short-Term Illness benefit to one hundred per cent (100%) of salary. Twenty  
five percent (25%) of the day shall be deducted from the sick bank for each twenty five  
percent (25%) “top up”.  
WCB Earnings Replacement Supplement  
Nurses may use these credits to supplement the earnings replacement benefit paid by the  
Workers’ Compensation Board equal to the difference between the earnings replacement  
benefit received by the Nurse under the Act and the Nurse’s net pre-accident earnings.  
The percentage amount required to achieve the top-up to net pre-accident earnings shall  
be deducted from the sick bank for each day of the supplement.  
256  
MEMORANDUM OF AGREEMENT #8  
TRANSITIONAL AGREEMENT RE: JOB SHARING  
AND DEFERRED LEAVE  
WHEREAS the parties to this Memorandum of Agreement came into existence on April 1, 2015  
as a result of the Health Authorities Act;  
AND WHEREAS the collective agreements then current between the predecessor employers of  
IWK and the constituent unions of the Council (the Original Collective Agreements) continued in  
force until the settlement of a new collective agreement between IWK and the Council (the New  
Collective Agreement);  
AND WHEREAS IWK and the Council have agreed in the New Collective Agreement to articles  
governing job sharing and prepaid leave plans;  
AND WHEREAS there may be Nurses of IWK who, at the time the New Collective Agreement  
comes into effect (the Effective Date), are in job sharing arrangements or on prepaid leave plans  
(
deferred salary leaves, etc.) governed by provisions of one of the Original Collective Agreements;  
THEREFORE the parties agree that:  
5
. Nurses in job sharing arrangements under the provisions of one of the Original Collective  
Agreements as of the Effective Date shall continue to operate under those job sharing  
provisions of the Original Collective Agreement until the earlier of the conclusion of the  
job sharing arrangement or two calendar years after the Effective Date;  
6
. Nurses enrolled in a deferred salary leave arrangement under the provisions of one of the  
Original Collective Agreements as of the Effective Date shall continue to operate under  
those prepaid leave plan provisions of the Original Collective Agreement until the  
conclusion of that particular prepaid leave;  
7. All new job sharing arrangements and prepaid leave plans which commence after the  
Effective Date will be governed by Article 27 (Job Sharing) or Article 9.08/Appendix “D”  
(
Deferred Leave Plan) of the New Collective Agreement;  
8. This MOA shall lapse upon the expiry of the New Collective Agreement, if not renewed  
by the parties.  
257  
MEMORANDUM OF AGREEMENT #9  
LifeFlight  
Article 7.07(a) and 7.07(b) do not apply to employees working LifeFlight. Those Nurses shall be  
entitled to rest intervals in accordance with the IWK and EHS LifeFlight agreement, provided that  
the rest interval contained in that agreement is not less than that found in Article 7.07(b). The  
Employer will advise the Union in writing of any changes to the EHS LifeFlight agreement  
pertaining to Article 7.  
258  
Letter of Understanding  
Secondments  
The Parties agree that the following principles shall apply when a Nurse is seconded, as per  
Article 9.12, to work temporarily for another Employer:  
9. The Secondment arrangement shall be made by written agreement between the  
Employer, the Nurse and the borrowing Employer with a copy to the Union;  
10. The Union shall be notified of any new secondment agreements during a meeting of LMC;  
1
1. The Nurse continues to be an employee with the Employer while on secondment however  
day to day direction shall be provided by the Borrowing Employer. The Council of Nursing  
Unions Collective Agreement shall continue to apply to a Nurse while on secondment.  
12. However, nothing will prevent a Nurse from agreeing to terms of employment that differ  
from the Collective Agreement;  
13. The Employer will continue to pay a Nurse while on secondment;  
14. A Nurse on secondment shall continue to accrue service, seniority and benefits while on  
Secondment;  
15. A Nurse on secondment shall continue to pay Union dues;  
1
6. Upon expiration of the secondment, the Nurse shall be reinstated in the position she/he  
held immediately prior to the commencement of the secondment, or if the position no  
longer exists to another equivalent position.  
259  
260  
ALPHABETICAL INDEX  
Casual Nurses. 4, 21, 22, 45, 46, 47, 76, 82,  
3, 125, 165  
A
8
CASUAL NURSES...................................81  
Casual Nurses appointed to Regular  
Accumulative Vacation Carry Over...........39  
Advance of Paid Sick Leave Credits ......166  
AIR TRANSPORT....................................73  
ALCOHOL AND DRUG DEPENDENCY ..75  
AMBULANCE ESCORT...........................73  
Ambulance/Air Transfer ...........................74  
Amendment of Benefit Coverage ...........112  
Anniversary Date - Casual Nurse.............82  
Anniversary Date - Permanent Nurses.....25  
Annual Vacation Entitlement ....................37  
Application ...............................................87  
Arbitration Award......................................62  
Arbitration Expenses ................................62  
ARTICLE 27: JOB SHARING...................76  
articles not applicable to Nurse Practitioners  
Positions...............................................82  
Casual Nurses Appointed to Temporary  
Positions...............................................83  
Casual Seniority.......................................45  
Casual Shifts............................................97  
Casuals Placed in Assignments .............108  
Changed Schedules.................................15  
Charge Nurse...........................................27  
Classification Appeal Procedure...............29  
Classifications........................................114  
Clinical Capacity Follow- Up Report .......161  
CLINICAL CAPACITY REPORT.............159  
Collective Agreement Administration......... 7  
Communication Devices...........................24  
Compassionate Care Leave.....................33  
Compensation for Work on a Holiday.......43  
Completion of Assignments....................108  
Conditional Appointment ..........................51  
Confidentiality Of Health Information......167  
Consecutive Shifts ...................................16  
Continuation of Benefits ...........................97  
Contract Negotiations................................ 8  
Contracting Out........................................91  
Conversion of Casual Seniority to Regular  
Seniority...............................................46  
Copies of Agreement................................. 8  
Council...................................................... 2  
Court Leave .............................................34  
Coverage of Employees...........................99  
.
..........................................................102  
Assistance of NSNU Representative..........7  
Authorization............................................38  
Availability Forms.....................................20  
B
B.N. or B.Sc.N........................................126  
Bargaining Agent Recognition....................1  
Bargaining Unit Grievance and Labour  
Management Committee............7, 78, 79  
Bargaining Unit Information......................11  
Benefit Entitlement ................................173  
Bereavement Leave.........................32, 110  
Borrowing of Unearned Vacation Credits .40  
Bridging of Service...................................58  
Bulletin Boards.........................................10  
D
C
Day ........................................................... 2  
Days Off...................................................16  
DEFERRED LEAVE...............................185  
Deferred Salary Leave .............................35  
DEFERRED SALARY LEAVE PLAN......153  
DEFERRED SALARY PLAN APPLICATION  
AND CONTRACT...............................157  
Definition..................................................86  
DEFINITIONS ........................................... 2  
Determining Vacancies ............................48  
Disabled Nurse.........................................68  
Call Back..................................................23  
CANADIAN NURSE ASSOCIATION  
CERTIFICATION PREMIUM..............126  
Cancelled Shifts.......................................22  
Carry Over Bank Holiday Time.................44  
Casual Availability List .....................19, 105  
Casual Employees...................................20  
Casual Nurse...2, 16, 22, 23, 31, 34, 46, 47,  
5
1
6, 57, 69, 72, 81, 82, 83, 84, 125, 153,  
65  
261  
Disciplinary Record..................................73  
DISCIPLINE.............................................72  
Displacement Procedure..........................89  
Displacement Process .............................95  
Domestic Violence Leave.........................37  
Grievance/Arbitration................................51  
Grievances.......................................58, 105  
Group Benefit Plan...................................57  
Group Benefit Plan Continuation ..............57  
Group Insurance ....................................110  
GROUP INSURANCE............................111  
Group Life and Medical Plans ................111  
Guaranteed Work.....................................16  
E
Earning Entitlements..............................110  
Education.iv, v, xii, xiv, 26, 35, 36, 106, 107,  
H
125, 130, 131, 142, 145, 162  
EDUCATION..........................................125  
EDUCATION PREMIUMS..............125, 126  
Educational Premiums .............................26  
Emergencies..........................................105  
Employee Compensation Upon Separation  
Headings................................................... 3  
HEALTH AND SAFETY............................63  
Hiring Preference .....................................92  
Holiday...................................................... 3  
Holiday Falling on a Day of Rest ..............42  
Holiday Pay..............................................82  
Holiday Premium Pay.............................100  
Holidays ...................................................41  
Holidays - Christmas/New Years..............42  
Hours of Work ..........................................12  
Hours Worked........................................109  
.
............................................................40  
EMPLOYEE FILES ..................................75  
Employee Placement Rights ....................87  
Employee(s) on Recall List...............19, 105  
Employer....................................................2  
Employer Compensation Upon Separation  
.
............................................................40  
EMPLOYER’S LIABILITY.......................103  
Entitlement to Benefits ...........................109  
Evidence..................................................76  
Exceptions .......................................83, 102  
EXPEDITED ARBITRATION - RULES OF  
PROCEDURE....................................174  
Expedited Arbitration Procedure...............61  
Expenses.................................................75  
Extra Shifts ..............................................21  
I
Illness During Vacation.............................41  
Illness on a Paid Holiday..........................43  
Immediate Family.................................3, 32  
Injury on Duty - WCB..............................164  
In-Service Conferences..........................136  
Insufficient Volunteers..............................88  
Intimate Partner Violence Leave...............37  
Introduction ..............................................86  
F
J
Filling Vacancies......................................50  
First-Aid Kits.............................................67  
Fiscal Year.................................................2  
Flexible Working Hours............................14  
Formula for Part-time Hours.....................97  
Full-Time Nurse .2, 4, 12, 32, 44, 76, 77, 80,  
Job Posting ..............................................48  
Job Postings...........................................105  
JOB SECURITY.......................................85  
JOB SHARING.......................................185  
Joint Committee on Technological Change  
81, 99  
.
......................................................85, 95  
Just Cause...............................................72  
Further TSP Payment Offers....................94  
G
K
graduate practising license ........................2  
Graduate Practising License ......................2  
Grievance Mediation ................................59  
Grievance Procedure ...............................59  
Kilometrage Rate .....................................74  
262  
Military Leave...........................................37  
Minimum Hours Between Shifts ...............16  
Movement on Increment Scale -Regular  
Nurses..................................................25  
Movement on the Increment Scale - Casual  
Nurses..................................................82  
Multi Unit Positions...................................51  
L
Labour Management Committeeii, 7, 22, 46,  
4
8, 68, 77, 78, 85, 105  
Layoff.......................................................88  
Layoff Exception*.....................................91  
Layoff Notice............................................88  
Layoff Procedure......................................88  
Leave for Parent of a Critically Ill Child.....37  
Leave for Storm Or Hazardous Conditions  
N
.
............................................................31  
New Classification....................................29  
Newly Hired Nurses..................................10  
NLPP Claims forms................................137  
NLPP CLAIMS FORMS..........................147  
No Avoidance...........................................84  
No Loss of Service/ Seniority..................... 9  
No New Employees..................................91  
Notice.......................................................91  
Notice of Layoff ........................................89  
Notice to Union.........................................86  
Notification of Referral to Arbitration .........60  
Notification of Successful Applicant..........49  
Notification to the Union .........................105  
Nova Scotia Nurses Union Nurse Mobility  
...........................................................177  
Nova Scotia Nurses’ Union.............169, 177  
NSAHO ..................................................169  
NSGEUxiv, xv, xvi, 8, 9, 26, 28, 71, 78, 111,  
124, 136, 171  
Leave of Absence ......................................3  
Leave of Absence for Education ..............35  
Leave of Absence for the Full-Time  
President................................................9  
Leave Without Pay...................................30  
Leaves.....................................................83  
Legacy Vacation Carry-Over Banks .......182  
Letter of Appointment...............................62  
Letters of Agreement..............................176  
LETTERS OF AGREEMENT .................112  
Liability.....................................................12  
Licensed Practical Nurse ...........................3  
Licensing Body Dues Deduction ..............11  
LifeFlight ................................................186  
Local Union.................... 3, 7, 72, 73, 78, 79  
Lockout......................................................3  
LONG ASSIGNMENT ............................105  
Long Assignments .................................105  
LONG TERM DISABILITY........................70  
Long Term Disability Plans ....................111  
Loss of Seniority ......................................47  
Loss of Seniority And Employment...........47  
LTD.................................... 36, 57, 166, 169  
LTD Program .........................................169  
LTD Top Up..........................................172  
NSNU...... xiv, xv, 8, 9, 26, 71, 78, 100, 111,  
115, 119, 123, 125, 127, 130, 132, 133,  
142, 162, 164, 177  
NSNU LAID-OFF NURSE AVAILABILITY  
FORM ................................................158  
NSNU Portability of Benefits Form .........162  
Number of Employees..............................98  
Nurse ........................................................ 4  
Nurse Identity...........................................28  
Nurse Mobility ........................................177  
Nurse Practitioner ...i, xii, 4, 26, 67, 99, 100,  
M
MANAGEMENT RIGHTS...........................2  
Masters Degree in Nursing.....................126  
Maximum Hours of Work..................14, 101  
Meal Allowance........................................18  
Meal and Rest Breaks..............................14  
Medical and Dental appointments for the  
Immediate Family...............................168  
Medical Certificate ...............................171  
Membership.............................................11  
Memoranda of Agreement .....................176  
MEMORANDA OF AGREEMENT..........112  
101, 102, 125  
Nurse Practitioner - Overtime...................99  
Nurse Practitioner - Recognition of Previous  
Experience .........................................100  
Nurse Practitioner Hours of Work.............99  
Nurse Practitioner Permanent Transfer ....99  
Nurse Practitioner Resignation...............102  
Nurse Practitioner Trial Period ...............101  
Nurse Practitioner Vacation Scheduling .101  
Nurse Practitioner Work Location...........101  
Nurse Practitioners.................................102  
263  
NURSE PRACTITIONERS.......................99  
Nurse Practitioners who work shift work:102  
Nurse Retention Bonus............................69  
Nurse Safety............................................67  
Nurses Providing Own Transportation.....74  
Nursing Coverage....................................18  
NURSING PRACTICE AND NURSING  
LEADERSHIP PREMIUMS (NSNU)...127  
Nursing Leadership Premiums Application  
Form (NSNU).....................................147  
Nursing Practice Premiums Application  
Form (NSNU).....................................137  
Nursing Services - Off Site.......................76  
Permanent .i, iii, iv, vi, x, xii, 4, 5, 20, 21, 22,  
23, 25, 27, 28, 31, 44, 45, 46, 47, 49, 50,  
56, 58, 69, 77, 78, 80, 81, 82, 83, 84, 85,  
153, 158, 162, 164, 177  
Permanent Nurse...................................... 4  
Permanent Part-time Employees..............20  
Permanent Part-Time Nurse.....................69  
Permanent Resource Nurse.................4, 27  
Personal Harassment...............................60  
Placement in a New Position....................50  
Placement on the Salary Scale ................24  
Placement Procedure...............................93  
Policy Grievance ......................................60  
PORTABILITY OF BENEFITS................177  
Position ..................................................... 4  
Position Descriptions................................62  
Positions 80/20.......................................179  
Posted Schedules ....................................15  
Post-Graduate Program (Between 450  
hours and 900 hours) .........................126  
Post-Graduate Program (In excess of 900  
hours).................................................126  
Pre Hearing Disclosure ............................60  
PREAMBLE .............................................. 1  
Preceptees...............................................28  
Preceptor .................................................28  
Preceptor Pool .........................................28  
Predecessor Employer.............................. 4  
Pregnancy Leave Notice ..........................52  
Pregnancy Sick Leave..............................53  
Pregnancy/Birth Allowance.......................53  
Pregnancy/Birth and Parental and Adoption  
Leave Deferral......................................56  
Pregnancy/Birth Leave.............................52  
Prior to Posting - Extra Shifts ...................21  
Probationary Period................................... 4  
Professional and General Liability ..........103  
PROHIBITION OF DISCRIMINATION......68  
Promotion.................................................. 5  
Protection of Pregnant Nurses..................67  
Protective Clothing...................................67  
Provincial Group Benefits Committee.....111  
Public Office Leave ..................................34  
Public Services Sustainability (2015) Act..70  
O
Orientation ...............................................62  
Other Expenses .......................................74  
Overtime....................................82, 99, 110  
Overtime on a Holiday........................43, 82  
Overtime Payout ......................................18  
Overtime Provisions.................................18  
Overtime Restrictions...............................22  
P
Paid Union Leave.......................................8  
Parental and Adoption Leave...................54  
Parental and Adoption Leave Allowance..55  
Part Time Employees and Casual  
Employees - Availability Form ............163  
Part-time Employees Accepting  
Assignments of Full-time Hours..........108  
Part-Time Nurse.... 4, 16, 21, 32, 54, 56, 78,  
85, 109, 158, 164, 166  
PART-TIME NURSES............................109  
Part-Time Smoothing .............................109  
Patient Care Charge Pay .........................27  
Pay Day ...................................................26  
Pay in Lieu of Benefits .............................82  
Pay in Lieu of Notice........................89, 108  
Pay Plan Review Transition ...................178  
Pay Practices...........................................26  
Pay Scales.............................................114  
Payment For Certificates And Examinations  
.
..........................................................167  
R
Peer Review ............................................75  
Pension..................................................111  
Performance Appraisal.............................75  
PERFORMANCE REVIEWS....................75  
random body fluid testing .........................75  
Recall from Vacation ................................40  
Recall List ................................................90  
Recall Procedures....................................90  
264  
RECOGNITION..........................................1  
Recognition of Previous Experience.........24  
Recruitment and Retention Incentive for  
LPNs (where applicable) ......................25  
Reduced Hours and TSP Payment ..........97  
REDUCTION IN APPOINTMENT STATUS  
same service............................................51  
Second TSP Payment Offer .....................94  
Secondment.............................................36  
Secondments.........................................187  
Security Measures ...........................67, 101  
Semi-Annual Time Change ......................24  
Seniority.... 9, 31, 35, 44, 46, 47, 48, 49, 50,  
57, 58, 82, 83, 85  
.
............................................................84  
Re-employment Considerations...............98  
Referral to Arbitration ...............................61  
Registered Mail Letter..............................30  
Registered Nurse.......................................5  
Regular Arbitration Procedure ..................61  
Regular Seniority .....................................44  
Reimbursement for Transportation To and  
From Meetings.....................................73  
Reimbursement for Travel Between 2400  
and 0600.............................................73  
Reimbursement of Expenses upon Recall40  
Reinstatement of Vacation Upon Recall...41  
Release Form ..........................................97  
Relief In A Management Classification.....27  
Relief Shift Assignments ..........................21  
Religious Day in Lieu ...............................44  
Remote Consulting ..................................24  
Report of Injuries...................................173  
Required Education ...............................125  
Required Education ...............................100  
Resignation............................................102  
RESIGNATION ........................................71  
Responsibility Pay....................................27  
Rest Interval After Call Back ....................23  
Restricted Postings................................180  
Restriction on Numbers of Nurses on  
Seniority Bypass ......................................46  
Seniority Conversion ................................46  
Seniority Lists...........................................46  
Service...5, 9, 35, 47, 57, 58, 69, 73, 81, 82,  
83, 85, 110, 177  
Service and Seniority Continuation...........57  
Severance Payment Method ....................98  
Sexual Harassment ..................................60  
Sexual Violence Leave.............................37  
Shift Duration .......................................6, 13  
Shift Premium...........................................26  
Shift Rotations..........................................12  
Shift Starting and Stopping Times ............12  
SHORT ASSIGNMENT..........................105  
Short Assignments.................................107  
Sick Leave ............. 164, 165, 166, 167, 168  
SICK LEAVE............................................70  
Sick Leave - Emergency ........................168  
Sick Leave - Family................................168  
Sick Leave Accrual.................................165  
Sick Leave and LTD...............................166  
Sick Leave Benefits................................165  
Sick Leave Claim ...................................166  
sick leave credits..... 33, 164, 165, 166, 168,  
169, 177  
Vacation...............................................39  
Retiree Benefits .......................................70  
Retiree Recruitment Incentive..................70  
Retirement Allowance ......................69, 167  
RETIREMENT ALLOWANCE ..................69  
Retroactivity.............................................30  
Return From Leave of Absence ...............31  
Return of Service .....................................36  
Return to Work.................................56, 172  
Return to Work from Sick Leave ............167  
Rotating Shifts..........................................16  
Sick Leave Maximum Accumulation.......165  
Sick Leave Pay ......................................165  
Sick Leave Statement ............................166  
Sick Leave While Waiting for Workers’  
Compensation Benefits ......................164  
Sick Leave-Medical/Dental.....................168  
Smoothing................................................17  
Smoothing Reconciliation.........................17  
Special Leave - Adopted Child .................57  
Special Leave - Birth................................57  
Spouse...................................................... 6  
STAFF DEVELOPMENT..........................62  
Stand-By Provisions.................................22  
Strike......................................................... 6  
SUCCESSOR RIGHTS............................71  
S
Sabbatical Leave .....................................36  
Salary Continuance....................................9  
Salary Protection......................................96  
Same Date Seniority................................45  
265  
Vacation Request Approval......................38  
Vacation Scheduling.........................38, 101  
Vacation Year...........................................38  
Voluntary Continuous Learning ................63  
Voluntary Reassignment Outside  
Reassignment Area............................104  
Voluntary Resignation and Seniority.........94  
Voluntary Stand-By ..................................23  
Volunteers................................................88  
T
temporary license.......................................6  
Temporary Reassignment......................103  
TERM OF AGREEMENT .......................113  
Termination................................18, 60, 169  
Termination of Assignments...................108  
Termination of Employment .....................18  
Termination of Recall Rights ....................91  
THE PENSIONS ......................................99  
Time Limits.........................................60, 61  
Time Off in Lieu of Holiday.......................44  
Top Up Limitation.................................172  
Training and Retraining............................86  
Transfer of Seniority.................................45  
transferring between positions ...............183  
Transition Allowance................................98  
Transition Services / EAP ........................98  
Transition Support Program ...............87, 91  
TRANSITION SUPPORT PROGRAM......94  
TRANSITIONAL AGREEMENT .............185  
transitional license .....................................6  
TRANSPORTATION................................73  
Trial Period ......................................50, 101  
TSP..........................................................95  
TSP payment...........................................87  
TSP Payment Offers................................93  
TSP Severance Payment.........................97  
W
WCB and Return to Work.......................165  
Weekend................................................... 6  
WEEKEND NURSE..................................79  
Weekend Premium...................................26  
Weekends Off ..........................................17  
Work After Retirement..............................69  
Work Area Specific Casual List(s). .........107  
Work Area Specific Casual Lists...............19  
work location............................................85  
Work Location....................................6, 101  
Working Day ............................................. 7  
Working During Leave of Absence ...........31  
WORKLOAD............................................67  
Worksite...................................................85  
U
Unbroken Vacation ..................................39  
Union .........................................................6  
Union Approval.........................................59  
Union Consultation...................................87  
Union Dues Deductions ...........................11  
Union Information.....................................11  
Union Literature .......................................10  
Union Referral to Arbitration .....................59  
Union Representation.......................60, 166  
Union Representatives...............................7  
Unpaid Leave.........................................110  
Unpaid Union Leave ..................................8  
Unsuccessful Candidate...........................51  
Use of Accumulated Vacation Carry Over 40  
V
Vacation Carry Over.................................39  
Vacation Credits Upon Death...................40  
266  
267  


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