Once a schedule has been set aside, the days off will not be changed unless the employee and the company agree. When schedules are booked four (4) weeks in advance due to a change in schedules under section 28.2, days off may be changed up to ten (10) calendar days before the start of the new calendar. “While Spanish law makes equality plans mandatory in companies with more than 250 employees, the new collective agreement [on chemicals] provides that these plans will be binding in companies with more than 150 employees.” (c) If the company plans to schedule an employee for ten (10) travel hours or to increase to eight (8) hours, the employee is informed no later than twenty-four (24) calendar days before the first day of change. It is recognized that special circumstances may arise in the event of a commercial emergency or unexpected absence when such notice is not feasible. In these cases, the notice period may be reduced, by mutual agreement between the parties, to ten (10) working days, provided it is reasonable. In the absence of agreement on the adequacy of the new classification or on the level of salary, each party may refer the matter to an arbitrator referred to in this agreement. The arbitrator has the authority of an arbitrator of interest and makes a final decision of the case, notwithstanding a provision of that agreement that would otherwise limit the authority of the arbitrator. 26.2 Absence due to illness or incapacity to work should not interrupt a worker`s leave credits or health and social security benefits, as the company may amend the directive from time to time to comply with federal provisions. In the event that the company proposes to substantially amend the directive (except to comply with the legislation), it will discuss these amendments, amendments and revisions with EU representatives at a joint management/union meeting for this purpose.
The EU will be able to make recommendations to the company at such a meeting and immediately thereafter. 2.1 The company recognizes the Union as an exclusive bargaining partner for all bargaining unit workers within the meaning of the Labour Relations Council of Canada`s October 20, 2011 decision and amended from time to time by the parties. The bargaining unit consists of: 9.1 The company recognizes the Union as an exclusive bargaining partner for all workers within the meaning of the Industrial Relations Council of Canada. The workers will be members who, as a condition of employment, will maintain a good reputation within the union. 1.1 The aim of this agreement is to define, in recognition of a common interest between the company and the Union, promoting the fundamental principles of creativity and innovation in the field of broadcasting, as well as the widest possible cooperation and spirit of friendship between the company and its workers, with regard to the level of wages, working time and conditions of employment, and of setting up a procedure for the rapid and fair adaptation of complaints. To that end, this agreement is signed in good faith by both parties. 12.1 The company will not interfere, restrain or annoy an employee because of his or her membership of the Union or legal activity. The company will not discriminate in terms of hiring, employment or the period of employment because of its membership of the Union, nor because of its legal activity on behalf of the Union, nor will it prevent membership of the Union, nor will it seek to promote membership in another union.