~ re Partners COLLECTIVE AGREEMENT BETWEEN: CAREPARTNERS (Hereinafter called the 11 Employer") And

Transcription

1 I UNITED STEELWORKERS METALLOS ~ re Partners COLLECTIVE AGREEMENT BETWEEN: CAREPARTNERS (Hereinafter called the 11 Employer") And UNITED STEELWORKERS LOCAL 2020 (Hereinafter called the 11 Union") EFFECTIVE: April 1, 2017 EXPIRY: March 31, 2019

2 TABLE OF CONTENTS ARTICLE 1 - PURPOSE OF AGREEMENT... 1 ARTICLE 2 - RECOGNITION AND SCOPE... 1 ARTICLE 3 - RELATIONSHIP... 1 ARTICLE 4 - MANAGEMENT RIGHTS... 2 ARTICLE 5 - NO STRIKES OR LOCKOUTS... 3 ARTICLE 6 - UNION SECURITY... 3 ARTICLE 7 - UNION REPRESENTATION... 4 ARTICLE 8 - NEGOTIATING COMMITTEE... 4 ARTICLE 9 - GRIEVANCE PROCEDURE... 5 ARTICLE 10 - DISCHARGE AND DISCIPLINARY ACTION... 6 ARTICLE 11 - ARBITRATION... 7 ARTICLE 12 - SENIORITY... 7 ARTICLE 13 - LEAVE OF ABSENCE ARTICLE 14- UNION REPRESENTATIVES ARTICLE 15 - BULLETIN BOARDS ARTICLE 16 - PAYMENT FOR INJURED EMPLOYEES ARTICLE 17 -JURY AND WITNESS DUTY ARTICLE 18 - HEALTH AND SAFETY ARTICLE 19 - HOLIDAYS ARTICLE 20 -VACATION WITH PAY ARTICLE 21 - WAGES ARTICLE 22 - HOURS OF WORK AND OVERTIME ARTICLE 23 - GENERAL ARTICLE 24 - INSURANCE-WELFARE BENEFITS AND PENSIONS ARTICLE 25 - BEREAVEMENT PAY ARTICLE 26 - COPIES OF AGREEMENT ARTICLE 27 - TERMINATION LETTER OF UNDERSTANDING APPENDIX A - WAGE GRID... 23

3 ARTICLE 1 - PURPOSE OF AGREEMENT 1.01 The general purpose of this Agreement is to secure the full benefits of orderly collective bargaining, an amicable method of settling any difference which may arise between the parties and to set forth the conditions of employment to be observed by the Employer and the Union. ARTICLE 2 - RECOGNITION AND SCOPE 2.01 The Employer recognizes the Union as the sole and exclusive bargaining agent for all its employees of CarePartners working in the City of Greater Sudbury, save and except supervisors and those above the rank of supervisors, therapists and persons for whom a trade union held bargaining rights on the date of application Persons, whether employed by the Employer or from outside, who are not members of the bargaining unit, shall not perform work on any jobs which are included in the bargaining unit except in cases of instruction or in emergency when regular employees are not available Definitions A full time employee is defined as an employee who is regularly scheduled seventy-five (75) hours or greater in a bi-weekly period. A part-time employee is defined as an employee who is regularly scheduled less than seventy five (75) hours in a bi-weekly period. A casual employee is an employee who has no scheduled hours and works an irregular schedule. Casual employees who do not accept a shift in a 13 week period shall be deemed terminated The Employer shall not contract out work which is normally performed by employees in the bargaining unit if the effect of such contracting out would result in a layoff in the bargaining unit. ARTICLE 3 - RELATIONSHIP 3.01 The Employer and Union agree that there shall be no discrimination in the hiring, training, upgrading, promotion, transfer, layoff, discharge, discipline or otherwise of employees because of race, sex, creed, religion, colour, age or national origin. 1

4 3.02 The Employer and Union agree to observe the provisions of the Ontario Human Rights Code and the Canadian Bill of Rights The Employer agrees it shall not interfere with, restrain, coerce or discriminate against employees in their lawful right to become and remain members of the Union and to participate in its activities The Union agrees that, except as provided for in this Agreement, there will be no union activity on the premises of the Employer during the employees working hours except by agreement with the Employer During the orientation of newly hired employees, the Employer shall introduce the new hires to their Union Steward with a ten (10) minute orientation to be held where the orientation takes place. ARTICLE 4 - MANAGEMENT RIGHTS 4.01 The Union recognizes and acknowledges that the management of the Employer and direction of the working forces are fixed exclusively in the Employer and without restricting the generality of the foregoing, the Union acknowledges that it is the exclusive function of the Employer to: (a) (b) (c) (d) (e) maintain order, discipline and efficiency; hire, assign, direct, promote, demote, classify, transfer, layoff, recall and, for just cause, to suspend, discharge or otherwise discipline employees subject to the right of the employees to grieve to the extent and manner provided herein if the provisions of this Agreement are violated in the exercise of these rights; determine the nature and kind of business conducted by the Employer, the methods and techniques of work, the schedules of work, number of personnel to be employed, to make studies of and to institute changes in jobs and job assignments, the extension, limitation, curtailment or cessation of operations and to determine all other functions and prerogatives herebefore invested in and exercised by the Employer which shall remain solely with the Employer; make and enforce and alter from time to time reasonable rules and regulations to be observed by the employees; have the sole and exclusive jurisdiction over all operations, buildings, facilities and equipment. 2

5 ARTICLE 5 - NO STRIKES OR LOCKOUTS 5.01 In view of the orderly procedures established by this Agreement and provisions of the Labour Relations Act, 1995, the Union agrees that there will be no strike, slowdown, picketing by employees, work stoppages (either complete or partial) or other interruptions or interference with operations during the term of this Agreement. The Employer agrees that there shall be no lockout by it during the term of the Agreement. ARTICLE 6 - UNION SECURITY 6.01 The Employer shall deduct Union dues including, where applicable, initiation fees and assessments, on a bi-weekly basis from the wages of each employee covered by this Agreement. The amount of dues shall be calculated in accordance with the Union's Constitution. Each employee in the bargaining unit shall be required as a condition of employment, to become and remain members of the Union All dues, initiation fees and assessments shall be remitted to the Union forthwith and in any event no later than fifteen (15) days following the last day of the month in which the remittance was deducted. The remittance shall be sent to the International Secretary Treasurer of the United Steelworkers, ALF CIO-CLC, P.O. Box 9083, Commerce Court Postal Station Toronto, Ontario, M5L 1 K1 in such form as shall be directed by the Union to the Employer along with a completed Dues Remittance Form R115. A copy of the Dues Remittance Form R 115 will be also sent to the Union office designated by the Area Coordinator The remittance and the R 115 Form shall be accompanied by a statement containing the following information: a) a list of the names of all employees from whom dues were deducted and the amount of dues deducted; b) a list of names of all employees from whom no deductions have been made and the reasons why; c) this information shall be sent to both the Union address identified in Article 6.02 above, in such form shall be directed by the Union to the Employer The Union shall indemnify and save the Employer harmless against all claims or other forms of liability that may arise out of any actions taken by the Employer in compliance with this Article. 3

6 6.05 The Employer, when preparing T -4 slips for the employees, will enter the amount of Union dues paid by the employee during the previous year. ARTICLE 7 - UNION REPRESENTATION 7.01 The Employer acknowledges the right of the Union to appoint or otherwise select Union Stewards for the purpose of representing employees in the handling of complaints and grievances The Employer agrees to recognize three (3) Union Steward for each thirty (30) employees or major fraction thereof with a minimum of one (1) Union Steward for each department The Employer shall be notified by the Union of the names of the Union Stewards and the areas they are representing and any changes made thereto When the legitimate business of a Union Steward requires her to leave her work station and/or department, she shall first receive permission from her supervisor (such permission shall not be unreasonably withheld.) 7.05 The Employer agrees that Stewards and Grievance Committee persons shall not suffer loss of pay for time spent in grievance meetings. ARTICLE 8 - NEGOTIATING COMMITTEE 8.01 The Employer agrees to recognize and deal with a Negotiating Committee of not more than one (1) employee, plus the Office Chairperson or President, who shall be regular employees of the Employer, along with representatives of the International Union The Negotiating Committee is a separate entity from other committees and will deal only with such matters as are properly the subject matter of negotiations, including proposals for the renewal or modification of this Agreement The Employer agrees to allow members of the Negotiating Committee the day off work without loss of pay on each day the Committee is scheduled to meet with members of Management up to and including conciliation. 4

7 ARTICLE 9 - GRIEVANCE PROCEDURE 9.01 a) Any dispute, grievance or misunderstanding (hereinafter called "grievance 11 ) arising from the application of this collective agreement, shall be handled as follows: Step One The employee shall discuss her grievance with her Supervisor within five (5) working days after the circumstances giving rise to the complaint have originated or occurred or ought to reasonably to come to the attention of the Employee. If the employee wishes the presence of a Steward to discuss such grievance, she may do so. If the grievance is not satisfactorily adjusted following such discussion, the employee with the assistance of the Steward may submit a written grievance to Step 2 of the Grievance Procedure. It is understood that an employee has no written grievance until she has first given her immediate Supervisor the opportunity of adjusting her complaint as outlined in Step One. Step Two If a satisfactory settlement is not reached at Step One within 5 days, the written grievance shall be forwarded to the Operations Manager. The Steward or Union President local 2020, and the Griever, plus a representative of the International Union shall meet within ten (10) working days to discuss the matter with the Operations Manager or her designate. The Operations Manager or her designate shall respond in writing to the griever within ten (10) working days of the meeting with the decision of the Employer. Copies of the Step Two answer shall be forwarded to the Steward and Union President Local 2020 or International Union representative at the same time the griever is given her grievance answer. b) If the Step Two answer is not satisfactory, the grievances may be referred to arbitration within twenty-one (21) days of receipt of the answer. c) Nothing in this Agreement shall be deemed to take away the right of an individual employee to present any personal complaint to the Employer. d) Working days shall exclude Saturday, Sunday and Statutory Holidays a) Any difference between the Employer and the Union involving the interpretation, application, administration or alleged violation of any article of this Agreement which directly affects the interests of the Union or the Employer as a party to this Agreement, may be filed as a grievance in writing by either party. Any such grievance so submitted shall, if initiated by the Union, be signed by the employee or, if 5

8 initiated by the Employer, shall be signed by the Operations Manager or her appointee. The written grievance shall state the matter at issue, the grounds on which the violation of the Agreement is alleged to have occurred, the specific clause or clauses relied upon, and the nature of the relief or remedy sought. b) The Employer and the Union Committee shall meet to discuss the grievance at a time to be mutually agreed upon which shall not be later than ten (10) days following when the grievance was submitted in writing. It is understood that a representative of the United Steelworkers may be in attendance at such meetings. All decisions arrived at by agreement between the Employer and the Union shall be made in writing and shall be final and binding on both parties. In the event of failure to reach agreement the party to whom the matter was submitted shall confirm its decision in writing to the other party within ten (10) days Unless the party initiating a grievance processes it within the time limits set forth in this Article 9, the grievance shall be deemed to have been abandoned The time limits specified in this Article 9 shall be deemed to be exclusive of Saturdays, Sundays, and those holidays described in Article of this Agreement. These time limits may be extended by mutual agreement of the parties concerned. ARTICLE 10 - DISCHARGE AND DISCIPLINARY ACTION A claim by an employee who has completed her probationary period, that she has been discharged or suspended without just cause, shall be a proper subject for a grievance, if a written statement of such grievance is lodged at Step Two (2) of the Grievance Procedure after the employee receives notice that she has ceased to work for the Employer or returns to work after a suspension as the case may be An employee who is subject to formal discipline or discharge shall have the right to have a union representative present Any notice of disciplinary action which is intended to form part of an employee's employment record shall be given, in the presence of a Union Steward, or in writing, with a copy given to the Union, and all such notices shall be withdrawn from the employee's file after a period of eighteen (18) calendar months from date of issue The Employer may discharge probationary employees at its discretion subject only to that discretion is not a violation of the Ontario Human Rights Code. 6

9 ARTICLE 11 - ARBITRATION Within a period of fifteen (15) days following the date on which the Employer or the Union is required to confirm its decision in writing in accordance with the provisions in Article 9, any grievance or other matter in dispute between the Employer and the Union involving the interpretation, application, operation or alleged violation of any article of this Agreement may, in the event of failure to reach agreement thereon, be referred by either party to arbitration in accordance with the procedure contained in Article 9 of this Agreement The decision of the arbitrator on the matter at issue shall be final and binding on both parties but in no event shall the arbitrator have the power to add to, subtract from, alter or amend this Agreement in any respect Each party shall pay its own costs and the fees and expenses of witnesses called by it and of its representatives. The fees and expenses of the arbitrator shall be shared equally between the parties When either party refers a grievance to Arbitration they shall propose three (3) suitable arbitrators. If none of the proposed arbitrators are acceptable to the other party, they shall propose three (3) arbitrators. If an acceptable arbitrator cannot be agreed upon, the parties may either submit more proposed arbitrators or request the Ministry of Labour to appoint an arbitrator. ARTICLE 12 - SENIORITY Probationary Employees An employee shall not have any seniority, and shall be considered as a probationary employee until she shall attained seniority status by actually working a total of six hundred (600) hours. Until a probationary employee shall attain seniority status as hereinbefore provided, her name shall not appear on any seniority list. Upon completion of a probationary period, the employee 1 s name shall be added to the seniority list dating from the last date of hire a) Seniority will be based on service hours worked with the Employer since the date of last hire. Upon successful completion of such probationary period, the Employee shall be placed on the seniority list and credit shall be given for hours worked since date of last hire. b) Service hours worked shall mean hours worked by the Employee, up to a maximum of 1,950 hours per year and shall include credit for time missed due to Workplace Safety and Insurance compensable absences, vacation, pregnancy and parental leave accrual credits, 7

10 holidays as per Article 19 of this Agreement and Union leave (except for the purpose of calculating the probationary period), local Health and Safety Committee participation, paid leave, and all Labour Management meetings with management. c) At the time the Employee is first placed on the seniority list, the Employer will advise them of their placement on the list and the number of hours of seniority credited to her. Once advised of their placement they shall have fifteen (15) calendar days to challenge her initial position on the list following which their posted seniority shall be deemed to be final and not subject to complaint. Once an Employee has been placed on the seniority list for the first time, Article shall apply for each subsequent posting of the seniority list Loss of Seniority An Employee shall lose all service and seniority and shall be deemed to have been terminated if she: a) resigns; b) is discharged and not reinstated through the grievance and arbitration procedure; c) fails to return to work upon an expiration of a leave of absence, unless the employee provides a reasonable excuse for failing to notify the Employer; d) does not utilize a leave of absence for the purpose for which it was granted as indicated in the letter requesting the leave; e) fails to indicate her intention to return to work within seven (7) calendar days after she has received notice of recall and fails to report to work within ten (10) calendar days after she has received notice of recall. Notice of recall may be by telephone and registered mail. If notice is by registered mail, it shall be deemed to have been received on the second (2nd) day following registration, unless the individual can provide the Employer with a reason satisfactory to the Employer for any failure to receive the notice in the time provided; f) is absent from scheduled work for a period of three (3) consecutive working days without notifying the Employer of such absence and providing a reason satisfactory to the Employer The Union will be issued an up-to-date seniority list on or about June 30th and December 31st of each year. A copy posted on the office bulletin board for 8

11 employee inspection will only show job classifications and seniority and a copy of such seniority list shall be mailed to the Sudbury office, Local 2020 of the Union. The list to be provided to the Union shall contain the employee's job classification, current rate of pay, and the employee's latest address and telephone numbers on file with the Employer Layoff and Recall a) Whenever it becomes necessary to reduce the work force, the employee affected shall be given two (2) weeks' notice in writing in advance of the date of layoff or pay in lieu thereof. Layoff shall only take place at the end of the employee's shift on a Friday. b) The Local Union President or Chairperson shall be notified in advance of the names of any employees slated for layoff and the expected duration of same. c) Employees will be laid off in reverse order of seniority. d) Employees shall be recalled from layoff in order of seniority Job Vacancies a) Announcements of opportunities for all job vacancies in new or existing jobs, within the bargaining unit, will be posted on the bulletin boards including the union bulletin board for a period of seven (7) full working days prior to the filling of the job vacancy. Employees desiring consideration in the filling of the job vacancy shall submit their interest to the Operations Manager or designate during the period in which it is posted. All jobs shall be awarded within ten (10) working days from the date of removal of the job vacancy announcement. Should additional time be required, the Employer wrll inform the Union. The additional time shall not be exercised arbitrarily and shall not exceed twenty (20) working days. b) The Employer will consider the qualifications, experience and ability of the applicants to fill job vacancies. Where these factors are relatively equal, the applicant with the greatest seniority shall fill the vacancy provided she can perform the work. c) Jobs shall not be considered vacant when employees are not at work because of sickness, accident, or authorized leave of absence. However, if it is known that an employee is to be absent from work because of sickness, accident, or on leave of absence for more than twenty (20) working days, the job shall be posted as a temporary job and the provisions of this Article shall apply. Upon 9

12 completion of the temporary assignment the employee shall return to her former job. d) An employee who is bypassed in favour of an employee with less seniority to fill the vacant job, shall be notified as to the reason(s) she was not accepted. The name of the successful applicant shall be posted on the bulletin board Temporary Assignment a) Employees assigned to a job on a temporary basis will be on the basis of the most senior employee from a lower rated classification from within the department, who is capable of performing the work shall be given first opportunity to perform the work. b) Should there be no qualified employees from within the department from a lower classification, then the most senior employee in the bargaining unit from a lower rated department shall be given the opportunity before new employees are hired. c) Time worked by an employee on a temporary vacancy shall not be used against the employee should a permanent vacancy occur in such job Transfer Outside of the Bargaining Unit Employees who are transferred outside of the bargaining unit which disqualify them from being subject to this Agreement, shall accumulate seniority for a period of six (6) months following such transfer and should such employees decide to return to the bargaining unit or are returned by the Employer during the six (6) month period, they shall be returned to the job classification and department held by such employee immediately prior to such transfer. No employee subject to the above may return to the bargaining unit once the six (6) month period has expired, other than as a new employee. This provision will apply once only for an employee. The employee shall pay the same dues at their hourly rate provided for in this agreement during the six (6) months. Should a work stoppage occur, the Employee shall remain with the Union during this six (6) month period The Employer will supply the Chairperson of the Union, or in her absence, one (1) member of the Union Stewards, weekly, with the names of persons who have been: a) recalled to work; b) new hires; 10

13 c) failed to give notice of their intention to return to work when notified; d) quits; e) absent through sickness or accident for one (1) full week; f) change of address. ARTICLE 13 - LEAVE OF ABSENCE An employee shall be allowed thirty (30) calendar days leave of absence without pay for personal reasons if: a) they request it in writing from management, with at least two (2) week's written notice, and b) the leave is for a good reason and does not interfere unduly with operations, except in emergency situations when leave shall be granted in any event The Union will be notified of all leaves granted under this Section Employees who have been elected or appointed by the Union to attend Union conventions or conferences or other Union business shall be granted an unpaid leave of absence by the Employer. The Union will notify the Employer in writing, at least twenty-one (21) days prior to the start of the leave, with the names of the members requiring leave. Seniority will accumulate during such period. All Union leaves shall be subject to operational requirements of the Employer and no more than two (2) employees shall be off on Union leave at any one time The Employer agrees to continue the pay of any employee absent from work on Union business which is not paid for by the Employer as provided for elsewhere in the Agreement, and the Union shall reimburse the Employer for such wage payment upon receipt of a monthly statement. Such leave of absence shall be authorized in writing by the Union Upon application by the Union in writing, the Employer will give reasonable consideration for a long term leave of absence without pay for Union business, for an individual employee. ARTICLE 14 - UNION REPRESENTATIVES 11

14 14.01 A Representative of the Union shall be entitled to visit the Employer's premises to deal with matters arising out of the administration of this Agreement. The Union representative must first notify the Employer of their attendance and under no circumstances will these visits interfere with the normal work of the Employer or the employees. Where necessary, the union representative and employee will be allowed a reasonable amount of time to meet in an appropriate place, where they can confer privately. ARTICLE 15 - BULLETIN BOARDS The Employer agrees to provide a Bulletin Board in an area accessible to employees for the purpose of posting meeting notices and official Union information. Notices will be signed and posted only by officers of the Union and will be in keeping with the spirit and intent of this Agreement Notices shall include: a) The time, place and type of union meetings; b) Notifications of union nominations and elections; c) A list of union officers and stewards; d) Notice of union social affairs; and e) Any other material, if previously approved by management. ARTICLE 16 - PAYMENT FOR INJURED EMPLOYEES In the case of an accident or injury for which an Employee will be compensated by the Workplace Safety and Insurance Board, the Employer agrees to pay the Employee for the entire period of work for which they were scheduled on the day of the accident or injury. ARTICLE 17 -JURY AND WITNESS DUTY Jury Duty - An Employee who has successfully completed the probationary period and who is required, and reports for jury duty in any court of law or inquest, shall do so without loss of pay, provided that the Employee was scheduled to work and would otherwise have worked, but for such attendance, provided that the Employee: a) notifies the Employer immediately upon the Employee's notification that she will be required to attend in court; 12

15 b) presents proof of service requiring the Employee 1 s attendance; and c) deposits with the Employer the full amount of compensation received for such jury duty or attendance (excluding mileage, traveling and meal allowances) and an official receipt thereof. Notwithstanding the above provisions, in order to qualify for payment hereunder, the Employee will report to the Employer for work during assigned hours when she is not required to attend in court or at an inquest. ARTICLE 18 - HEAL TH AND SAFETY It is a mutual interest of the parties to promote health and safety in workplaces and to prevent and reduce the occurrence of workplace injuries and occupational diseases. The parties agree that health and safety is of the utmost importance and agree to promote health and safety and wellness throughout the organization. The Employer shall provide orientation and training in health and safety to new and current employees, and employees shall attend required health and safety training sessions. It is understood that consultation on issues of mutual concern will occur between the Joint Health and Safety Committee and Infection Control. The Employer agrees to cooperate in providing necessary information to enable the committee to fulfill its functions. The committee shall participate in all inquiries and investigations pursuant to the Occupational Health and Safety Act The Employer and the Union agree that they mutually desire to maintain standards of safety and health in the office in order to prevent accidents, injury, and illness Such committee shall identify potential dangers and hazards, institute means of improving health and safety programs, and recommend actions to be taken to improve conditions related to health and safety, a recommendation to management shall be answered in twenty-one (21) days The Employer agrees to co-operate reasonably in providing necessary information to enable the committee to fulfill its functions. The Joint Health and Safety Committee shall have one (1) member who falls under the USW Collective Agreement. 13

16 18.05 Meetings shall be held quarterly, or more frequently at the call of the Joint Committee, if required. The Committee shall maintain minutes of all meetings and make the same available for review Time off for such representatives to attend meetings of the Joint Health and Safety Committee in accordance with the foregoing shall be granted and any representatives attending such meetings during their regular scheduled hours of work shall not lose regular earnings as a result of such attendance The Union agrees to endeavour to obtain the full co-operation of its membership in the observation of all safety rules and practices. ARTICLE 19 - OFFICE HOLIDA VS a) The Employer will observe the following office holidays: New Year's Day Good Friday Victoria Day Family Day Civic Holiday Labour Day Thanksgiving Day Christmas Day Boxing Day Canada Day b) Should one of the above statutory holidays fall on a Saturday or Sunday, another day shall be observed as the holiday by mutual agreement between the Parties To be eligible for holiday pay, an Employee must have worked all of their last regularly scheduled day of work before the public holiday and their first regularly scheduled day of work after the holiday unless reasonable cause for not doing so is shown. ARTICLE 20 - VACATION Years of Service Eligible Eligible Eligible Vacation Time Vacation Pay Monthly Accrual O or more years but less than 2 weeks 4% or more years but less than 3 weeks 6%

17 10 or more years but 4 weeks 8% 1.66 less than or more years but 5 weeks 10% 2.08 less than or more years 6 weeks 12% 2.50 Casual Employees Casual employees are exempt from vacation increments. Casual employees will be entitled to 2 weeks' vacation time and 4% vacation pay Vacations shall not be accumulated or waived but must be taken within the current fiscal year (April 1 - March 31) unless mutually agreed to extend An employee who leaves the employment of the Employer for any reason shall have their vacation pay paid out in accordance with the Ontario Employment Standards Act, as amended from time to time Employees shall submit their vacation requests in writing by February 1 of each year for the period of April 1 to March 31. Requests will be reviewed by seniority and Employees will be notified by March 15 if their vacation has been approved or not. Requests submitted after February 1 will be approved based on operational requirements. ARTICLE 21 - WAGES The Employer agrees to pay and the Union agrees to accept for the term of this Agreement, the wages as set out in the Wage Schedule "A" attached hereto and forming a part of this Agreement Payment of Wages The Employer agrees that all employees shall be paid by-weekly by direct deposit New or Changed Jobs The Employer agrees to negotiate with the Union, the rate of pay for any new or changed job prior to the rate being installed. However, if the Parties fail to agree on the new rate they shall install the new rate proposed by the Employer and the Union shall have the right to grieve whether or not the rate is proper based on its relationship to related or similar jobs presently in existence. 15

18 ARTICLE 22 - HOURS OF WORK AND OVERTIME The following provisions are intended to define the normal hours of work and shall not be construed as a guarantee of hours per day or per week or of days of work per week. The parties agree that the very nature of this work is unpredictable and may be arranged on a flexible basis a) The normal weekly hours of work for a full-time employee shall be thirty-seven and one-half (37 1 '2) hours, exclusive of a daily one-half ( 1 '2) hour unpaid meal break. The normal working hours per shift shall be seven and one-half (7 1 '2) hours, exclusive of a daily onehalf ( 1 '2) hour unpaid meal break. Work shall be offered to the fulltime employees first before part-time and casual and such shall not be a violation of Article 12. b) Part-time employees will be regularly scheduled to work in accordance with their predetermined daily and weekly commitment. The normal working hours per shift shall be no less than four (4) and no more than seven and one-half (7 1 '2) hours. c} Part-time employees may make themselves available to work beyond their regularly scheduled hours. Work assignments offered in excess of the part-time employee's predetermined weekly schedule shall be offered in accordance with Article 12. Work shall be offered to the part-time employees first before casual and such shall not be a violation of Article The Employer will determine the work schedule and shall post the schedule by the fifteenth (15 1 h) of the month for the following month. Nothing in the posted schedule constitutes a guarantee of hours. If the Employer requires a change to the posted schedule such change must be made two (2) weeks in advance of the shift The Employer will arrange a shift schedules such that all full-time employees will receive a minimum of three (3) weekends off in four (4). The Employer will arrange shift schedules such that all part-time employees will receive a minimum of one (1) weekend off in two (2). For the purpose of this Collective Agreement, "weekend" means twelve o'clock and one minute (12:01 a.m.) Saturday to eleven o'clock and fifty-nine (11 :59 p.m.) Sunday Overtime: All time worked by the employee forty-four (44) hours in a week shall be considered overtime and paid at a rate of time and one-half the employees' regular straight time hourly rate. 16

19 22.06 Overtime is determined at the sole discretion of management. Overtime will be offered on a rotating seniority basis. Mandatory Overtime will be assigned in reverse seniority order Requests for changes in posted schedules must be submitted in writing and co-signed by the employee willing to change the assignment. The exchange of scheduled shifts by employees will not result in premium payment All call-in shifts will be paid at straight time All call-back shifts will be paid at straight time O Break Periods Where an Employee is scheduled to work five(5) or more consecutive hours the Employee shall be entitled to a thirty (30) minute unpaid meal break. A further thirty (30) minute unpaid meal breaks shall be provided following a further five (5) consecutive worked hours. The Employer shall direct the time at which the unpaid break(s) shall be taken. ARTICLE 23 - GENERAL Gender Wherever the male gender is used throughout the Articles within this Agreement, it is agreed that the feminine gender is an acceptable substitute whenever and wherever the feminine gender is applicable Where the singular is used throughout the Articles within this Agreement, it is agreed that the plural is an acceptable substitute whenever and wherever the plural is applicable. ARTICLE 24 - INSURANCE-WELFARE BENEFITS AND PENSIONS Status quo as per Manulife benefit booklet policy number G dated September 10th Any changes to these benefit levels must be negotiated with the Union. Status quo as per group RRSP Great West Life Plan number

20 ARTICLE 25 - BEREAVEMENT PAY a) Employees are entitled to bereavement leave with pay at the employee's regular rate, for time lost from regular scheduled working hours. Paid bereavement leave shall be granted to an employee for not more than 3 days, for the death of: Spouse Parent/Parent-in-law Child Grandparents Sibling- Sister-in-law/Brother-in-law b) Bereavement leave must be taken between the day of the death and seven calendar days following the funeral unless otherwise approved by the Regional Manager. c) If the death of a family member occurs during an employee s vacation, the employee will be granted bereavement leave with pay and the vacation will be restored. d) In exceptional circumstances, additional leave may be granted by the Regional Director. e) Payment of bereavement leave will be calculated based on the average earnings of the employee's prior 6 pay periods up to a maximum of 7.5 hours/visits per day for actual time taken. ARTICLE 26 - COPIES OF AGREEMENT The Union and the Employer shall each obtain one (1) bid, from unionized printers, for the printing of the Collective Agreement in booklet form for distribution to Employees in a quantity to be agreed. The printing shall be performed by the lowest cost of the two bidders and the Union and the Employer shall share equally the cost of the printing. In the event the Employer's bid is lower than the Union's bid, the Union has the right to match the Employer's obtained price and print the agreements at that cost. ARTICLE 27 -TERMINATION This Agreement shall become effective on the 1st day of April 2017, and shall continue in effect up to and including the 31st day of March, Either Party desiring to renew or amend this Agreement may give notice in writing of its intention during the last ninety (90) days of its operations. 18

21 27.03 If notice of the intention to renew or amend is given by either party pursuant to the provisions of the preceding paragraph, such negotiations shall commence not later than thirty (30) days after such notice or as soon thereafter as is mutually agreed If, pursuant to such negotiations, an Agreement is not reached on the renewal or amendment of the Agreement prior to the current expiration date, the Agreement shall continue in effect in accordance with the terms of the Ontario Labour Relations Act. Dated at Sudbury, Ontario on this c)q day of June ~0/1. For the Employer For the Union 19

22 FREEDOM FROM DISCRIMINATION Every employee has the right to equal treatment by the Employer with respect to all aspects of the exercise of managerial authority by the Employer, which equal treatment shall be without discrimination because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, religion, political affiliation, sex, record of offenses, age, marital status, family status, handicap, sexual preference, and membership or office in the union. HUMANITY FUND The Employer agrees to deduct on a weekly basis the amount of (not less than $0.01) per hour from the wages of all employees in the bargaining unit for all hours worked and, prior to the 15th. day of the month following, to pay the amount so deducted to the "Humanity Fund" and to forward such payment to United Steelworkers of America National Office, 234 Eglinton Avenue East, Toronto, Ontario, M4P 1 K7, and to advise in writing both the Humanity Fund at the afore-mentioned address and the Local Union that such payment has been made, the amount of such payment, and the names of all employees in the bargaining unit on whose behalf such payment has been made. It is understood and agreed that participation by any employee in the bargaining unit in the program of deductions set forth above may be discontinued by any employee in the bargaining unit after the receipt by the Employer and the Local Union of that employee's written statement of his/her desire to discontinue such deductions from her pay which may be received during the four weeks following ratification of this Agreement or at any time thereafter. 2:0

23 Letter of Understanding Re: Former Canadian Red Cross Employees The following individuals will have their benefit levels red-circled at their pre-certification levels: Allicia Giroux Pauline Pilon Vanessa Fortier Angie Vachon Aissa Diaz Melissa Richer Melissa St Amant Denise Ethier Jessica Nicholson The following benefits are red-circled for the above noted individuals: Paid Holidays New Year 1 s Day Civic Holiday Labour Day Thanksgiving Day Family Day Remembrance Day 1 /2 day Christmas Eve Day Good Friday Christmas Day Easter Monday Boxing Day Victoria Day Canada Day 1/2 day New Year 1 s Eve Day Vacation Less than four (4) years of continuous service: Accrue three (3) weeks per vacation year, calculated at 1.25 days per completed month of continuous service Health and Welfare Benefits Great West Life Policy Number: Pension Manulife Policy Number:

24 Bereavement Leave Bereavement leave without loss of regular pay shall be granted to an employee upon request: i. At the time of the death or funeral of an employee's spouse (including commonlaw and same gender relationships 1 maintained for a period of at least one (1) year), child/stepchild, mother, father, brother, sister, legal guardian, step-parent, grandparent, grandchild, mother-in-law, father-in-law, son-in-law, or daughter-inlaw, up to five (5) working days are available to be taken within thirty (30) days of the death. ii. iii. At the time of the death of an employee's brother-in-law or sister-in law, uncle or aunt, niece o'r nephew one (1) working day without loss of pay will be granted to attend the funeral. When circumstances warrant, the supervisor/manager may grant the bereaved employee up to two (2) additional days traveling time without loss of regular pay, if required/substantiated. Dated at Sudbury, Ontario on this o20 day of Jone c5lol1 For the Employer For the Union 22

25 APPENDIX "A" - WAGE GRID Client Service Delivery Coordinator Probation Rate Regular Rate April 1, 2017 $15.71 $15.93 April 1, 2018 $15.93 $16.15 Administrative Staff Probation Rate Regular Rate April 1, 2017 $14.70 $14.91 April 1, 2018 $14.91 $15.12 Wage Progression Those employees above the grid are red circled until such time that the grid passes the red circled rate. 23