Essay About Employee Appearance And Pay Premium

Industrial & Labour Relation
Introduction of the Collective AgreementUnder the current collective agreement, which is due to expire on December 10, 2016, a number of issues have arisen that need to be addressed in the new collective agreement.  Attendance and revenue have been constantly declining over the current term of the agreement.  We the employer, Diamond Casino, need to come up with new marketing strategies to be able to increase productivity and profitability.  Issues pertaining to employee appearance, absenteeism/turnover, meals and maternity leave have been critical and below are the suggested amendments to the current collective agreement. In addition to the articles in the current collective agreement, future developments have been included to improve revenue and cut costs where possible by outsourcing of some of the work done by employees in the maintenance and security departments.Employee AppearanceThe employer will provide uniforms to employees who require wearing uniforms in carrying out their specific job duties as outlined in Article 14 – uniforms. Employees are required to wear clean and tidy uniforms for each shift to represent a high level of professionalism and company image at all timesEmployees are to ensure personal grooming including hair, make-up, nails, jewellery and other accessories excluding union pins are neat and professional adhering to employer dress code policyEach employee agrees to comply with personal hygiene standards as outlined by the employer. Employees wearing body scents such as perfumes, colognes, body sprays and aftershaves should be used moderately as not to create an unpleasant or unhealthy environment for other employees and casino guests. Some individuals may be allergic or sensitive to strong scentsThe employer reserves the right to restrict body piercings or tattoos that may negatively reflect the casino image as outlined in the employer dress code policyEmployees are required to return uniforms upon termination of employment with the employer. Employees who have not returned uniforms, the uniform costs will be processed through deductions in final payEmployees are required to be courteous, respectful, patient and understanding when dealing with casino guests at all timesAbsenteeism and TurnoverPaid and unpaid absences will be available to eligible employees based on:Their employment status (full-time, part-time, temporary)The Collective AgreementThe province in which the employee resides inIt is the responsibility of the managers to keep track of issues in their department and to take the appropriate actions in changing the issues that arise. Employees are required to provide 2 two weeks’ notice prior to their resignationSick DaysFull-time employees are entitled to 10 sick days a year (five paid and five unpaid)Part-time employees are eligible for sick days. They will receive a pay premium of 4% of their gross pay each pay period and after five years completed the employees will receive 6%. Employees must contact their manager before their scheduled shift to inform their manager about their absence relating to illness (personal or family). If their manager is not available, they must contact another leader within their departmentWhen an employee is absent for 5 (five) or more consecutive days due to an illness they must provide a doctor’s note. If a family member was ill, they must provide a note from the family member’s doctorYou cannot pre-arrange sick days unless it is for a medical appointmentEmployees will not be permitted to carry over any sick daysBereavementEmployees (full-time and part-time) will be provided up to 3 days of paid Bereavement Leave in the event of the death of a spouse, child, parents, siblings, grandparents, grandchildren and in-laws. Spouse will include a partner of the same sex and common law spouse.Temporary employees will be provided up to 3 days of unpaid Bereavement LeaveBereavement Leave begins once the employees have notified their manager or Human Resources.Leave of AbsenceAll employees residing in Ontario are entitled to take a personal leave up to 10 days of unpaid, job protected leave each calendar year due to:Personal illness, injury or medical emergencyDeath, illness, injury, medical emergency or urgent matter relating to a family member