Town of Shaunavon TOWN OF SHAUNAVON APRIL 1, 2018 TO MARCH 31, 2021

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1 Town of Shaunavon TOWN OF SHAUNAVON APRIL 1, 2018 TO MARCH 31, 2021

2 How to Handle a Question or Complaint If you have a question or complaint about the application or interpretation of the Collective Agreement as it applies to you, do not delay and Review the facts. Read the Collective Agreement. Check on the existence of any locally negotiated terms which may modify the basic agreement. If you continue to have a question or complaint, speak to your local Unit Executive or Steward about the problem. If you do not get a satisfactory answer to your problem, or need help in resolving your problem, you should call the SEIU-West Member Resource Centre (MRC). A Member Resource Centre Officer will answer your questions and help deal with your issue. They can also refer your concerns to the Union Representative assigned to your workplace, if necessary. The SEIU-West MRC can be reached toll free by calling: SEIU (7348) Or through the Contact Us page on

3 ARTICLES OF A COLLECTIVE BARGAINING AGREEMENT BETWEEN THE TOWN OF SHAUNAVON AND SERVICE EMPLOYEES INTERNATIONAL UNION - WEST FOR THE PERIOD APRIL 1, 2018 TO MARCH 31, 2021

4 TABLE OF CONTENTS ARTICLE 1 RECOGNITION ARTICLE 2 SCOPE ARTICLE 3 MANAGEMENT RIGHTS ARTICLE 4 UNION SECURITY ARTICLE 5 DUES CHECK OFF ARTICLE 6 JOB CLASSIFICATIONS ARTICLE 7 SENIORITY ARTICLE 8 LAY OFF AND RECALL ARTICLE 9 JOB POSTINGS AND PROMOTIONS ARTICLE 10 SAFETY AND HEALTH ARTICLE 11 NO STRIKE OR LOCKOUT ARTICLE 12 GRIEVANCE AND ARBITRATION PROCEDURE i P a g e

5 ARTICLE 13 LEAVE OF ABSENCE Union Leave Jury Duty Unpaid Leave ARTICLE 14 BEREAVEMENT LEAVE ARTICLE 15 PUBLIC HOLIDAYS ARTICLE 16 VACATIONS AND PAY ARTICLE 17 HOURS OF WORK AND OVERTIME ii P a g e

6 ARTICLE 18 BENEFITS ARTICLE 19 BULLETIN BOARDS/UNION MANAGEMENT COMMITTEE ARTICLE 20 OPERATOR'S LICENSES AND INSURANCE ARTICLE 21 DURATION OF THE AGREEMENT ARTICLE 22 PREVIOUS AGREEMENTS SIGNING PAGE SCHEDULE A SCHEDULE B iii P a g e

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8 This agreement entered into between THE TOWN OF SHAUNAVON in the Province of Saskatchewan Hereinafter called the "Employer" of the First Part - and - SERVICE EMPLOYEES INTERNATIONAL UNION - WEST Hereinafter called the "Union" of the Second Part PURPOSE It is the intent and purpose of the Employer and the Union that this Agreement shall outline the basic conditions of work and rates of pay which have been agreed to through negotiations and to establish procedures for the equitable settlement of grievances which may arise. NOW THEREFORE THE EMPLOYER AND THE UNION MUTUALLY AGREE AS FOLLOWS: ARTICLE 1 RECOGNITION 1.01 The Employer recognizes the Union as the sole collective bargaining agent for the Employees covered by this Agreement The Union recognizes the responsibility of its members to perform faithfully and diligently their respective duties for the Employer, and at all times to carry out their individual responsibilities according to the regulations, methods and procedures established by the Employer. ARTICLE 2 SCOPE 2.01 This agreement shall cover all Employees employed by the Employer except the Chief Administrative Officer (CAO), Assistant Administrator, Director of Operations, Director of Parks and Facilities, Director of Wellness and Leisure, Director of Economic Development and Culture, Museum Curator, and Bylaw Control Officer. 1 P a g e

9 2.02 It is understood and agreed that Employees hired for a definite term of six (6) months or less are excluded from the terms and provisions of this agreement, except as provided in Schedule B attached hereto and forming part of this Agreement. ARTICLE 3 MANAGEMENT RIGHTS 3.01 Subject to the terms of this Agreement it is the right of the Employer to: a) Direct the working force; b) Manage its operations in all respects; c) Hire, select, transfer and lay off because of lack of work; d) Maintain order, discipline and efficiency and establish and enforce reasonable rules and regulations governing the conduct of Employees; e) Promote, demote, discipline, suspend or discharge for cause any Employee, provided however that any such action may be subject to the grievance procedure The enumeration of management rights set out above shall not exclude other management functions not specifically set forth. ARTICLE 4 UNION SECURITY 4.01 Every employee who is now or hereafter becomes a member of the union shall maintain his membership in the union as a condition of his employment, and every new employee whose employment commences here after shall, within 30 days after the commencement in his employment, apply for and maintain membership in the Union, and maintain membership in the union as a condition of his employment, provided that any employee in the appropriate bargaining unit who is not required to maintain his membership or apply for and maintain his membership shall, as a condition of his employment, tender to the union the periodic dues uniformly required to be paid by the members of the union. ARTICLE 5 DUES CHECK OFF 5.01 Upon receipt of a written request from any Employee, the Employer shall deduct and pay in periodic payments out of the wages due to the Employee, to the person designated by the Union to receive the same, the Union dues, assessments and initiation fees, and the Employer shall furnish to the Union a written list of the Employees from whom such deductions have been made and the amounts deducted. The list shall also contain each Employee's employment status, classification, hourly rate, actual hours paid, gross earnings and will be remitted to the Union within fifteen (15) calendar days following the completion of the last pay period in the 2 P a g e

10 calendar month. The Employer shall furnish, each month, a list of employees hired, resigned or terminated The Union shall furnish the Employer in writing the amount to be deducted from such Employees who have authorized such deductions not less than thirty (30) days before the effective date a) The Employer agrees to place on the bulletin board a current organization chart and update same as changes take place. b) The Union shall supply the Employer with an up to date list of their Stewards and Officers. ARTICLE 6 JOB CLASSIFICATIONS 6.01 The Employer agrees to pay all Employees covered by this Agreement not less than the wages set out in Schedules A and B attached hereto and forming part of this agreement. Should the Employer need to compensate an employee at a higher rate other than those set out in Schedule A or B, the Employer shall notify the Union in writing The Union acknowledges the need for flexibility requiring Employees to perform services outside of their job classification in order to ensure efficient operations Employees assigned by the employer to perform substantially all of the duties of a higher classification for a continuous period of two (2) working days or more shall be paid at such rate in the higher classification as will provide them with an increase of pay for all time so assigned. ARTICLE 7 SENIORITY 7.01 Seniority shall be the total accumulated length of service of an Employee since the Employee's last date of hire without a break in seniority as provided in Clause 3 below. A new Employee shall be on probation for a combined working period of six (6) months, of actual work, exclusive of lay off. Upon completion of the combined period, seniority shall be established retroactive to the date on which the Employee last entered the service of the Employer During the probationary period, Employees may be terminated or laid off in which event that Employee shall have no right of recourse to the grievance procedure. 3 P a g e

11 7.03 Seniority of an Employee shall be broken when: a) An Employee is dismissed for just cause; b) An Employee voluntarily resigns and does not withdraw his resignation in writing by the end of the next working day; c) An Employee fails to report to work after termination of leave of absence, unless extenuating circumstances make it impossible to report for work. d) An Employee fails to report for work on recall after lay off as required by the provisions of Article 8 of this Agreement; e) An Employee has been continually laid off due to lack of work for a period of twelve (12) months or a period in excess of the accumulated seniority of the Employee at the time of layoff, whichever is the lesser. f) An Employee has been continually absent from work due to accident or sickness for a period of twenty four (24) months, or for a period in excess of the accumulated seniority of the Employee at the time of accident or sickness, whichever is the lesser. g) An Employee is absent from work without authorization, unless extenuating circumstances make it impossible to report for work The Employer agrees to post an up to date seniority list on the bulletin boards by February 1 of each year. Such a list will include the accrued seniority of each Employee up to December 31 of the previous year. Upon proof of error the Employer shall immediately revise the seniority list. Copies of the seniority list and revisions thereof shall be forwarded to the Union simultaneously. ARTICLE 8 LAY OFF AND RECALL 8.01 When reducing staff or recalling laid off Employees, seniority shall prevail, provided, however, the senior Employee has the qualifications, ability and fitness to handle the work to be performed When the Employer recalls an Employee who has been laid off, it shall notify such Employee by registered letter addressed to the Employee's last known address. The Employee concerned must notify the Employer within fifteen (15) calendar days of the mailing of such letter, stating his acceptance or refusal of the employment offered Notice of termination or lay off of Employees shall be as follows: Except for just cause other than shortage of work, the Employer shall not discharge or lay off an Employee who has been in the service of the Employer for at least three (3) continuous months without giving that Employee at least: a) one (1) week written notice if his period of employment is less than one (1) year; 4 P a g e

12 b) two (2) weeks written notice if his period of employment is one (1) year or more but less than three (3) years; c) four weeks written notice if his period of employment is three (3) years or more but less than five (5) years; d) six (6) weeks written notice if his period of employment is five (5) years or more but less than ten (10) years; e) eight (8) weeks written notice if his period of employment is ten (10) years or more. ARTICLE 9 JOB POSTINGS AND PROMOTIONS 9.01 Vacancies within the scope of this Agreement shall be posted on the bulletin board and Employees shall be allowed five (5) working days in which to make application for such vacancy. Such notice shall contain the following information: a) Nature of position; b) Required qualifications; c) Wage rate. When a successful applicant is finally selected the name of such successful applicant will be posted on all bulletin boards for a minimum of one (1) week. A copy of such posting shall be mailed to the Union Vacancies within the scope of this agreement shall be filled by the candidate possessing the required qualifications, knowledge, skills, fitness and abilities as contained in the job description. Where more than one candidate possesses the required qualifications, knowledge, skills, fitness and abilities the senior applicant will be awarded the position Any Employee transferred or promoted to a new position shall be on a probationary period of three (3) months. If the Employee is required or chooses to revert to his former position during this period, he shall receive his former rate of pay and retain his seniority The rate of pay for new classifications within the scope of this agreement, or for existing classifications which have been reclassified or have had significant changes to job content or qualifications, shall be subject to negotiation between the Union and the Employer, and a supplementary agreement shall be signed by the parties hereto. Notwithstanding the above, the Employer retains the right to set a temporary rate of pay and to post and fill the position temporarily, pending the completion of the above requirement. Union shall be advised of any changes which would be subject of negotiations as outlined above. 5 P a g e

13 9.05 Employees promoted to a different position with a higher maximum hourly rate of pay shall be paid at such rate in the higher classification as will provide them with an increase of pay Upon reasonable notice, the Employer shall allow an employee to review their personnel file (excluding employment references) provided they have made prior arrangements with the CAO and obtained approval from their immediate Supervisor. ARTICLE 10 SAFETY AND HEALTH 10,01 The Employer and the Employees agrees to comply with the current provisions of Part III of The Saskatchewan Employment Act. ARTICLE 11 NO STRIKE OR LOCKOUT The Union agrees that during the life of this Agreement there shall be no strike, slow down, stoppage of work, study session or any withdrawal of normally provided services, and the Employer agrees that during the life of this Agreement there shall be no lockout In the event of a legal strike the Union agrees to negotiate with the Employer a minimum amount of service where such service is essential to the safety of the residents of the Town. ARTICLE 12 GRIEVANCE AND ARBITRATION PROCEDURE A grievance shall be defined as any dispute between the Employer and any Employee regarding the interpretation, meaning, operation or application of this agreement or a dispute regarding the appropriateness of any disciplinary action taken by the Employer except with respect to the dismissal or layoff of a probationary Employee as provided in Clause 2 of Article Any grievance submitted shall be in writing, signed by the grieving employee, and shall specify the Article and Section alleged to have been violated, the circumstances and occurrence leading to the alleged violation and the redress or adjustment requested No grievance shall be considered which is not presented within ten (10) working days after the event or circumstances giving rise to the complaint came to the attention of, or should have come to the attention of, the Employee or Employees concerned Where a grievance does arise, the parties to this agreement shall make an earnest attempt to resolve such differences through the following procedure. The Employer recognizes the right of an Employee to be represented by the Union at any step of the grievance and arbitration procedure. Step One The aggrieved Employee shall present a grievance to the Employee's immediate out of scope supervisor. If an adjustment satisfactory to the Employee is not made within seven (7) working days of the time it is brought to the attention of the immediate supervisor, the grievance shall be processed as follows; 6 P a g e

14 Step Two Step Three Failing satisfactory adjustment within the time limit of STEP ONE, the aggrieved Employee may, within seven (7) working days, but not thereafter, from the time the immediate supervisor gave his answer or refused to give an answer, submit a grievance to the Town Administrator. If an adjustment satisfactory to the Employee concerned is not made within seven (7) working days of the time it is brought to the attention of the Town Administrator, the grievance shall be processed as follows; Failing satisfactory adjustment within the time limit of STEP TWO, the Employee, the Steward or the Grievance Committee may, within seven (7) working days but not thereafter, from the time the Town Administrator gave his answer or refused to give an answer, submit a grievance to the Public Works Committee of council. The Public Works Committee shall investigate the circumstances, consider the grievance and give the Employee, the Steward or the Grievance Committee a decision within ten (10) working days from the receipt of the grievance. The decision shall be in writing If satisfactory settlement is not reached at Step Three above, either party may request arbitration provided the request is made in writing, within but not after ten (10) working days of the decision of Step Three unless an extension has been agreed to under the provisions of Article below. The Board of Arbitration shall be established in accordance with the provisions of The Saskatchewan Employment Act The Arbitration Board shall not have jurisdiction to alter, add to, or subtract from this Agreement or to substitute any new provision in lieu thereof or to give any decision inconsistent with this Agreement or to deal with any matter not covered by this Agreement The decision of the Arbitration Board shall be final and binding on both parties. Each party shall bear the expenses of its Appointee and the Employer and the Union shall equally bear the fees and expenses of the Chairman Notwithstanding the above, the parties to this Agreement may, by mutual consent agree to the appointment of a Single Arbitrator who shall act in the place of the Arbitration Board The Union shall notify the Employer in writing of the selected Stewards and Grievance Committee and of any changes made therein The time limits set out in this Article may be extended only by the consent of both parties. Such consent must be confirmed in writing Employees duly appointed to the Grievance Committee and the grieving Employee shall not suffer a loss of regular pay as a result of time spent in meeting with the Employer discussing grievances as defined in this article. 7 P a g e

15 12.12 If the Union or the grieving Employee does not submit a grievance to the next step of the grievance procedure within the time limit specified the grievance shall be deemed to be settled on the basis of the Employer's last response. If the Employer fails to reply to a grievance within the time limits specified, the Union may thereupon submit the grievance to the next step. ARTICLE 13 LEAVE OF ABSENCE Seniority does not accumulate during leaves of absence in excess of thirty (30) calendar days Union Leave Insofar as the regular operations of the Employer permit, a maximum of one (1) designated Employee shall, upon not less than fourteen (14) days notice, unless shorter notice can be accommodated by the Employer, be granted a leave of absence without pay to attend business meetings, schools, seminars and conventions in connection with Union affairs for a maximum of fifteen (15) working days on any one (1) occasion Jury Duty The Employer shall grant leave of absence to an Employee who serves as a juror in any Court. The Employer shall pay such Employee the difference between the Employee's earnings and the payment the Employee received for jury service excluding payments for travelling, meals, or other expenses. The Employee will present proof of service and the amount of pay received. Time spent by an Employee required to serve as a Court witness in any matter arising out of employment shall be considered as time worked at the regular rate of pay Unpaid Leave Unpaid leave of absence for personal reasons may be granted to an Employee insofar as the regular operations of the Employer will permit An Employee on leave of absence without pay shall not be eligible for payment of sick leave credits or public holidays during the authorized leave of absence. ARTICLE 14 BEREAVEMENT LEAVE An Employee shall be granted leave without loss of pay and benefits of up to five (5) working days in the event of the life threatening illness or injury/and or death of a spouse, child, parent or common law spouse; three (3) working days for brother, sister, mother-in-law, father-in-law, brother or sister-in-law, grandparent, grandparents-in-law, grandchild or former guardian. 8 P a g e

16 ARTICLE 15 PUBLIC HOLIDAYS The following days shall be considered holidays for which there shall be no deduction in pay for regular employees: New Years Day, Family Day, Good Friday, Victoria Day, Canada Day, Saskatchewan Day, Labour Day, Thanksgiving Day, Remembrance Day, Christmas Day, Boxing Day, and any other day proclaimed as a Holiday by Federal, Provincial or Civic authority Should any Employees be required to perform work on any of the above mentioned holidays they shall receive in addition to the holiday pay, one and one-half (1 1/2) times their regular rate of pay for all such hours worked. 15,03 Should a holiday fall on a Saturday or Sunday the following Monday shall be observed as the holiday When a holiday or holidays as set out in Clause.01 of this Article falls in any week, the work week shall be reduced by the number of hours to be observed in respect of such a week, and no Employee shall suffer a reduction in take-home pay. Employees working in excess of the reduced hours of work for that week shall be paid in addition to their regular rate of pay for that week, one and one-half (11/2) times their regular rate for all such hours worked. ARTICLE 16 VACATIONS AND PAY The vacation year shall mean the twelve (12) month period commencing on the first day of January each calendar year and concluding on the thirty-first day of December in that year. If the annual vacation is not used by December 31 st and the Employee wished to carry over up to five (5) days, such request must be submitted in writing to the CAO or designate for approval Employees with less than one (1) year of continuous service shall be entitled to vacation pay on the basis of 3/52 of their gross earnings Employees shall be granted three (3) weeks of vacation after one (1) year of service and paid 3/52 of their total earnings Employees who have compiled ten (10) years of service will be granted four (4) weeks of vacation and will be paid 4/52 of their total earnings Employees who have compiled twenty (20) years of service will be granted five (5) weeks of vacation and will be paid 5/52 of their total earnings Employees who have compiled twenty - five (25) years of service will be granted six (6) weeks of vacation and will be paid 6/52 of their total earnings. 9 P a g e

17 16.07 If the employment of an Employee is terminated the Employer shall pay the Employee any unused annual holiday pay accrued to the Employees credit Employees who are scheduled for vacation and become ill prior to commencing vacation will have the right to cancel said vacation to be rescheduled at a later date, subject to the employee providing notification as soon as reasonably possible and submitting supporting medical documentation certified by a qualified medical practitioner to the Town If an Employee is hospitalized for a period in excess of twenty four (24) hours while on vacation, and the hospitalization is certified by a qualified medical practitioner, vacation will be cancelled for the duration of the period of hospitalization, and be rescheduled at a later date. ARTICLE 17 HOURS OF WORK AND OVERTIME The hours of work for office Employees will be thirty seven and one half (37 1/2) hours per week and seven and one half (7 1/2) hours per day excluding the meal period. The hours of work for all other Employees shall be forty (40) hours per week and eight (8) hours per day excluding the meal period All authorized hours worked in excess of thirty seven and one half (37 1/2) hours per week and seven and one half (7 1/2) hours per day in the case of office Employees and all authorized hours worked in excess of eight (8) hours per day or forty (40) hours per week in the case of other Employees shall be paid for at the rate of one and one-half (1 1/2) times the regular rate of pay All Employees shall receive two (2) consecutive days off in each week The nominal number of daily or weekly hours of work are stated for the purpose of calculating overtime and are not to be construed as a guarantee Employees shall be granted two (2) fifteen (15) minute rest periods. Such rest periods shall be arranged: one approximately mid-way in the first four (4) hours of work and another approximately mid-way in the last four (4) hours of work Any Employee reporting for work on scheduled shift, who was not advised of the cancellation of the shift, shall be paid not less than three (3) hours pay at the Employee's regular rate of pay. At the Employer's option the Employee may be required to perform any assigned duties during the three (3) hour period Any Employee who is called back to work after completing their regular work day shall be paid a minimum of two (2) hours pay at the applicable overtime rate for each call back. These provisions shall not apply where the hours worked are consecutive with regularly scheduled hours of work. 10 P a g e

18 17.08 Employees assigned to standby on weekends and holidays shall be paid two dollars ($2.00) for each hour they are scheduled to be on standby. Employees so assigned will be required to remain available and in condition to respond to any call with a minimum of delay. The provisions of Article 7 (Seniority) snail not apply to any Employees while so assigned. However, Employees called out while on standby shall receive a minimum of three (3) hours at straight time pay or the applicable overtime rate for hours actually worked, whichever is the greater, for each call out, provided that if such Employee is authorized to leave the workplace and is called back a second time within the three (3) hour period the Employee shall not be paid an additional amount for such call-back. If application for holidays is given one month in advance the Employer shall be responsible for assigning any necessary changes to the "on call" rotation Employees claiming call out pay under Sections.07 and.08 above shall claim such pay by completing a form provided by the Employer for each call out claimed If an employee is required to attend lectures or meetings initiated by the Employer after completing their regular work schedule, the employee shall be paid at the rate of one and one-half (1 1/2) the regular rate for a minimum of one-half (1/2) hour. ARTICLE 18 BENEFITS During the life of this agreement the Employer agrees to provide Group Insurance Benefits as outlined: a) Group Life Insurance b) Accidental Death and Dismemberment Insurance c) Short Term Disability c) Long Term Disability d) Dental Care - Plan B e) Extended Health Care - Plan A Premium costs for the benefit program shall be shared by the Town and eligible employees on a 50/50 basis All regular full time Employees shall earn sick leave credits at the rate of one and one-quarter (1 1/4) days per full month of service. Unused sick leave credits shall accumulate to a maximum of forty (40) working days The Employer agrees to continue its policy of providing Employees with the following protective clothing and equipment: hard hats, rubber gloves, hip waders, wet suits, eye protective devices, and respirators. The employer shall pay 50% of the cost of approved safety boots, to a maximum of $100.00, on proof of purchase, to employees who are required to wear such boots. The subsidy shall be paid as replacement is required. 11 P a g e

19 ARTICLE 19 BULLETIN BOARDS/UNION MANAGEMENT COMMITTEE The Employer shall provide bulletin boards which shall be placed so that all Employees shall have ready access to them and upon which the Union shall have the right to post notices of meetings and such notices as may be of interest to Employees, provided that no offensive or indecent material will be posted thereon A joint Union Management Committee shall be established to discuss matters of mutual interest that may arise from time to time in the towns operations. The Union shall select up to two employee members to sit on the committee and may invite a representative of the SEIU West Union. ARTICLE 20 OPERATOR'S LICENSES AND INSURANCE All employees, who are required to operate motorized equipment, shall be required to possess and maintain a valid Saskatchewan Operator's License with valid endorsements as may be required by employer policy in order to maintain their employment. Employees shall be responsible for immediately advising the employer of any restrictions placed on their operator's license and failure to do so will be deemed just cause for termination Should the employer incur additional insurance costs due to the driving record of any employee who is required to operate motorized equipment unless such additional insurance costs are a result of mechanical failure or faulty equipment owned by the Employer, such additional costs shall be recovered from the employee by payroll deduction, spread out evenly over next 12 pay periods or a shorter period if employee so desires. ARTICLE 21 DURATION OF THE AGREEMENT This Agreement will come into effect on April 1, 2018 and will continue in effect until March 31, 2021, and automatically from year to year thereafter unless either party gives written notice of its desire to terminate the agreement or to negotiate revisions thereof. Such notice shall be given not less than sixty (60) days and not more than one hundred and twenty (120) days prior to the expiry date of this agreement. ARTICLE 22 PREVIOUS AGREEMENTS This agreement constitutes the only agreement between the parties and supersedes any and all previous agreements either oral or written. 12 P a g e

20 SCHEDULE A Job Classifications And Rates Of Pay EFFECTIVE April 1, 2018 (+ 1.0%) CLASSIFICATION AFTER ONE YEAR OR 2080 HOURS AFTER TWO YEARS OR 4160 HOURS START Foreman $23.94 $24.76 $25.56 Maintenance III $21.31 $21.78 $22.02 Maintenance II $18.00 $19.12 $20.40 Maintenance I $14.59 $15.39 $16.12 Mechanic $21.89 $22.65 $23.13 Park Supervisor $20.81 $21.27 $21.51 AFTER ONE YEAR OR 1950 HOURS AFTER TWO YEARS OR 3900 HOURS CLASSIFICATION START Office Clerk $16.37 $17.14 $18.08 Finance Clerk $19.29 $20.49 $21.85 EFFECTIVE APRIL 1, 2019 (+ 1.0%) CLASSIFICATION AFTER ONE YEAR OR 2080 HOURS AFTER TWO YEARS OR 4160 HOURS START Foreman $24.18 $25.00 $25.82 Maintenance III $21.52 $21.99 $22.24 Maintenance II $18.18 $19.31 $20.61 Maintenance I $14.74 $15.55 $16.28 Mechanic $22.11 $22.88 $23.36 Park Supervisor $21.01 $21.48 $21.73 AFTER ONE YEAR OR 1950 HOURS AFTER TWO YEARS OR 3900 HOURS CLASSIFICATION START Office Clerk $16.54 $17.31 $18.26 Finance Clerk $19.48 $20.69 $ P a g e

21 EFFECTIVE APRIL 1, 2020 (+ 2.0%) CLASSIFICATION AFTER ONE YEAR OR 2080 HOURS AFTER TWO YEARS OR 4160 HOURS START Foreman $24.66 $25.50 $26.34 Maintenance III $21.95 $22.43 $22.68 Maintenance II $18.54 $19.70 $21.02 Maintenance I $15.04 $15.86 $16.61 Mechanic $22.55 $23.34 $23.83 Park Supervisor $21.43 $21.91 $22.16 AFTER ONE YEAR OR 1950 HOURS AFTER TWO YEARS OR 3900 HOURS CLASSIFICATION START Office Clerk $16.87 $17.66 $18.62 Finance Clerk $19.87 $21.11 $ P a g e

22 SCHEDULE B Temporary and Seasonal Employees 1. Temporary and Seasonal Employees shall be defined as Employees hired for a definite term of six (6) months or less. 2. The provisions of Articles 3, 4, 5,10 and 11 shall apply to such Employees. 3. Such Employees shall receive Public Holidays and/or pay for Public Holidays in accordance with the current Saskatchewan Employment Act. 4. Such Employees shall receive annual vacation pay in accordance with the current Saskatchewan Employment Act. 5. The Employer agrees to comply with any other applicable legislation with respect to the employment of these Employees. 6. Hourly rates of pay shall be not less than the following: a) $14.26 effective April 1, 2018 b) $14.40 effective April 1, 2019 c) $14.69 effective April 1, 2020 d) Lifeguards shall receive an additional twenty-five (.25) cents per hour for Bronze Medallion and Assisted Instructor Certification and an additional fifty (.50) cents per hour for Instructor and NLS Lifeguard Certification. 15 P a g e

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28 SEIU-West represents working people across Saskatchewan who work in Healthcare, Education, Municipalities, Community Based-Organizations and Private Sector Industries. We work to improve the lives of working people and their families and lead the way to a more just and humane society. The gains and protections contained in this document are the result of you and your co-workers coming together to negotiate a Collective Agreement with your Employer. If you know of someone who needs this kind of agreement and Union protections in their workplace, please contact the SEIU-West Organizing Department today at SEIU (7348) We are Stronger Together!