6.01

1. The following shall be considered as Statutory Holidays for each of which employees shall receive one (1) full day's pay without having to work:

   Labour Day      New Years Day
   Good Friday     Thanksgiving Day
   Easter Monday   Remembrance Day
   Victoria Day    Christmas Day
   Canada Day      Boxing Day
   B.C. Day
   

   and all other Statutory Holidays as may be declared or observed by Federal, Provincial or Municipal Governments.
   
   
2. Any of the above holidays that fall on Saturday will be observed on the preceding Friday, or as agreed to by the Union and the Company. Any of the above Holidays that fall on Sunday will be observed on the following Monday, or as agreed to by the Union and the Company.
   
   
3. ELIGIBILITY:
   
   To be eligible for stat Holiday pay an employee must:
   
   Benefit Status Employees:
   
   
   1. Employees who have completed their probation period (45 days Union, 60 days Non-Union) shall be paid for statutory holidays provided they have worked at least 40 hours during the 30 calendar days immediately preceding the day on which said holiday is observed and the employee has not been absent without permission on the last scheduled day preceding and the first scheduled day following the holiday. For purposes of calculation vacation days, WCB, STD, LTD, Bereavement, Jury Duty and Pregnancy/Parental Leave are considered days worked. Sick days, unpaid leaves of absence or layoffs are not considered days worked.
      
      
   2. If a benefit status employee has not met the criteria above, however has earned wages on five (5) separate shifts in the previous thirty (30) calendar days and the employee has not been absent without permission on the last scheduled day preceding and the first scheduled day following the holiday they will be paid an average days wage for the statutory holiday.
   
   Probationary Employees / Permit Card Holders
   
   The following calculations apply to probationary or permit card holders who have earned wages during the thirty (30) calendar days immediately before the statutory holiday and the employee has not been absent without permission on the last scheduled day preceding and the first scheduled day following the holiday.
   
   Calculation:
   
   1. For a probationary employee who has worked at least fifteen (15) days of the last thirty (30) calendar days before a statutory holiday by dividing the employees total wages, excluding overtime wages, for the thirty (30) day period by the number of days worked;
      
      
   2. For a probationary employee who has worked less than fifteen (15) of the last thirty (30) calendar days before a statutory holiday, by dividing the employees total wages, excluding overtime wages, for the thirty (30) day period by fifteen (15).
      
      For purposes of calculation vacation days, WCB, STD, LTD, Bereavement, Jury Duty and Pregnancy/Parental Leave are considered days worked. Sick days, unpaid leaves of absence or layoffs are not considered days worked.
      
      
   3. If an employee works on the statutory holiday he will be paid two (2) times the regular rate of pay for all hours worked on that day. In addition, the employee may either:
      
      
      1. receive a scheduled day off with pay on a day mutually agreed between the manager and the employee; or
      2. receive the statutory pay in the pay period in which it occurred.
      
      If the employee chooses to receive a scheduled day off with pay, the date of the day off in lieu will be selected and agreed to in writing within one week of the Statutory Holiday or the employee will be paid out for that Statutory Holiday on the next available pay period. The scheduled day off with pay must occur no later than the end of the current payroll year.