COLLECTIVE AGREEMENT

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1 COLLECTIVE AGREEMENT BETWEEN SUNSHINE COAST REGIONAL DISTRICT AND COMMUNICATION, ENERGY AND PAPERWORKERS UNION OF CANADA LOCAL 466 Effective January 1 st, 2007 to December 31 st, 2011

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3 TABLE OF CONTENTS 1. Purpose Definitions Union Recognition Union Security Legal Picket Lines Time Off for Union Business (a) Without Pay (b) With Pay Management Rights Conflict of Interest Contracting Out Labour Management Committee Working Hours and Overtime A. Working Hours (a) Inside Employees (b) Water/Wastewater, Parks, Fleet & Building Maintenance (c) Landfill (d) Recreation (e) Transit (f) Transit Shift Sign-up (g) Duty time for Transit Drivers (h) Shift Definition & Premium (i) Callout (j) Standby (k) Rest Interval Between Shifts (l) Rest Breaks During Shifts (m) Scheduling of Shifts (n) Earned Days Off (o) Assignment of Additional Work (p) Increase in Hours B. Overtime (a) Daily Overtime Hours (b) Overtime Rates Inside Employees (c) Overtime Rates Water/Wastewater, Parks, Flt. & Build. Maint.. 19 (d) Overtime Rates Landfill (e) Overtime Rates Recreation (f) Overtime Rates Transit (g) Flexible Schedules (h) Overtime Meal Allowance CEP Local 466 and SCRD Collective Agreement Page 1 of 81

4 C. Time Bank (a) Provision (b) Requesting Banked Time Off (c) Banking Standby Probationary Period (a) Application of (b) Length of (c) Exceptional Probationary Period (d) Cash in Lieu (e) Probationary Period Extension (f) Termination During Probationary Period Classifications & Wage Rates (a) Inclusion of Appendix (b) Negotiation of new or changed rates (c) Settlement of Disputes (d) Substitution Pay (e) Substitution Pay (10%) (f) No Reduction in Rates General Conditions (a) Emergency / Vacation Coverage (b) Minimum Pay (c) Minimum Pay (Students) (d) For Temporary Employees (e) For Casual Employees (f) Harassment (g) Abuse (h) Accommodation (i) Medical Examinations (j) Employee and Family Assistance Program (k) Indemnity (l) Licenses/Certificates and Professional Memberships (m) Tool Allowance (n) Mutual Exchange of Shifts (except Transit) (o) Personnel Files (p) Bulletin Boards (q) Dirty Pay Statutory Holidays (a) Recognized Holidays (b) Eligibility (c) Day Off in Lieu (d) Day Off in Lieu (Vacation) (e) Casual, Temporary & Part-Time Employees (f) Alternate Holiday Page 2 of 81 CEP Local 466 and SCRD Collective Agreement

5 16. Annual Vacations With Pay (a) Definition (b) Regular Employee Annual Entitlement (c) Pro-rata Entitlement (d) Pay (e) Annual Adjustment (f) Vacation Earnings (g) Temporary Employees (h) Vacation Scheduling (i) Vacation Carry Over (j) Record of Vacation (k) During Probationary Period Leaves of Absence A. With Pay (a) Sick Leave (b) Bereavement Leave (c) Jury Duty (d) Family Responsibility Leave B. Without Pay (a) General Leave (b) Pregnancy/Parental Leave Seniority (a) Definition (b) Seniority List (c) Vacancies (d) Layoff (e) Recall from Layoff (f) Loss of Seniority Adjustment Plan First Aid Certificate Allowance Health & Safety (a) Application of Laws (b) Joint Health & Safety Committee (c) Transportation Costs (d) Injury at Work (e) Sick Leave & Worksafe BC (f) Lone Worker Policy CEP Local 466 and SCRD Collective Agreement Page 3 of 81

6 22. Work Clothing (a) Parks, Infrastructure & Recreation Facility Operators (b) Fleet Maintenance Employees (c) Transit Employees (d) Inside Employees (e) Recreation Employees Pension Plan Retirement Benefits for Regular Employees A. Regular Full-Time Employees (a) Employer Liability (b) Medical (c) Group Insurance (d) Group Dental (e) Eyewear (f) Weekly Indemnity B. Regular Part-Time Employees (a) Cash in Lieu (b) Pro-rata Eyewear Discipline and Discharge (a) Just cause (b) Union representation (c) Timeliness of discipline (d) Limitation of time limits (e) Right to review file (f) Removal of record of discipline Grievance Procedure (a) Grievance Process (b) Extension of Time Limits (c) Deviation from Procedure (d) Policy Grievance (e) Dismissal or Suspension (f) Union right to initiate grievances (g) Pay for grievance meetings Arbitration (a) Notification (b) Assignment of a Single Arbitrator (c) Decision of Arbitrator (d) Disagreement on Decision (e) Expenses of Arbitrator Page 4 of 81 CEP Local 466 and SCRD Collective Agreement

7 29. Conferences, Conventions and Seminars (a) Reimbursement of expenses (b) Paid wages Travel (a) Reimbursement for travel expenses Private Vehicle Damage Term of Agreement Appendices 1. Appendix I Classifications and Wage Rates Appendix II List of Exempt Positions Appendix III Compensation Package Letters of Understanding 1. Earned Days Off Employment Insurance Premium Reduction Job Evaluation Maintenance Committee Casual Employees Call Procedure Salary Wage Deferral Plan Staff Meetings Substitution Pay for Acting Transit Manager Transit Scheduling and Callout Procedure Recreation Employees Letters of Understanding Negotiated After Ratification 11. Assignment of Same Day Seniority* Flex Scheduling Facilities Maintenance* Pay for Summer Students* Index *LOUs #11, 12 & 13 were negotiated after the ratification of this agreement. CEP Local 466 and SCRD Collective Agreement Page 5 of 81

8 Page 6 of 81 CEP Local 466 and SCRD Collective Agreement

9 1. PURPOSE The purpose of this agreement is to promote efficiency in the Municipal Service and harmonious relations between the Employer and the employees. The parties to this agreement recognize that it is the duty of the Regional District to explain fully the terms of this agreement to all its managers, supervisors and others engaged in a supervisory capacity. The parties further recognize that it is the duty of the Union to explain fully to its members, its and their responsibilities and obligations under this agreement. 2. DEFINITIONS For the purpose of this agreement: (a) (b) (c) (d) (e) Administrator means the Chief Administrative Officer of the Sunshine Coast Regional District (SCRD). Continuous Service means continuous employment with the Sunshine Coast Regional District. Day off with Pay Where this agreement provides a day off with pay, employees shall receive their regular remuneration for that day as provided for in this agreement. Grievance means a difference between the Parties relating to the dismissal or discipline of an employee, or to the interpretation, application, operation or alleged violation of this collective agreement. Immediate Family means: (1) the spouse, child, parent, guardian, sibling, grandchild or grandparent of an employee, and (2) any person who lives with an employee as a member of the employee s family. (f) (g) (h) Labour Management Committee means the Regional District Labour Management Committee provided for by this agreement. Outside Employee means employee whose duties are performed mainly outside the office and who are members of the Union. Inside Employee means employee whose duties are performed inside or outside the office and who are members of the Union. CEP Local 466 and SCRD Collective Agreement Page 7 of 81

10 (i) (j) (k) (l) Recreation Employee means employee as specified in the Letter of Understanding #10, Recreation Employees, that is attached to and forms part of this collective agreement. Parties means the Sunshine Coast Regional District and Communication, Energy and Paperworkers Union of Canada, Local 466. Regular Employee means those employees, full-time, part-time, or casual but other than temporary employees, who have completed a probationary period. Probationary Period means the period of time determined in accordance with Article 12 during which a newly hired employee will be assessed as to their suitability for continued employment. (m) Part Time Employee means an employee who is hired to work under twenty (20) regularly scheduled hours per week on a consistent basis averaged over a four (4) month period of time. (n) (o) (p) (q) (r) (s) (t) (u) Full Time Employee means an employee who is hired to work twenty (20) or more regularly scheduled hours per week on a consistent basis for an indefinite period of time. Temporary Employee includes summer students and those employees hired on a fixed term basis to perform general relief or specific project or undertaking, during which a term of regular full time work schedule may be worked. Casual Employee means an employee who is hired to relieve employees who are on sick leave, leave of absence, vacation, or in peak work periods for overload situations. Pay Period means the fourteen (14) day period starting on a Sunday in accordance with the pay schedule of the Regional District. Workweek shall be the number of days and/or hours in any calendar week, beginning on Sundays and ending on Saturdays, during which work has to be performed by an employee in accordance with the work schedules contained in this agreement. Conversion of Status results when an employee s hours of work are amended to the extent that the position would fall within a different definition set out in Article 2. (m), (n), (o) or (p). Worksite shall be defined as a site owned or operated by the Regional District and includes all locations where staff normally assemble in the usual performance of their duties. An employee s home shall not be considered a worksite. Seasonal Employee means a regular full time or part time employee who works more than six (6) months and less than one (1) year due to seasonal closures. Page 8 of 81 CEP Local 466 and SCRD Collective Agreement

11 3. UNION RECOGNITION (a) (b) (c) (d) Sunshine Coast Regional District recognizes the Communications, Energy and Paperworkers Union of Canada, Local 466, the Union, as the sole and exclusive bargaining agency for employees in the bargaining unit as defined in Article 3. (b) for the purpose of establishing rates of pay, hours of work and other conditions of employment. The bargaining unit shall include all employees of the Sunshine Coast Regional District included by the certification issued by the Labour Relations Board of British Columbia, except those employees excluded by the mutual agreement of the Parties or by a decision of the Labour Relations Board. The Regional District shall not discriminate or take any action against an employee because of membership in the Union or activity authorized within the collective agreement on behalf of the Union. The Regional District shall ensure access to all worksites for Officers or designates of the Union when dealing or negotiating with the Employer or matters pertaining to the administration of the Collective Agreement. Representatives of the Union shall notify the Employer s designate in advance of their intention and their purpose for entering and shall make reasonable effort not to interfere with the operation of the department or worksite concerned. 4. UNION SECURITY (a) (b) (c) (d) (e) The Sunshine Coast Regional District agrees that it is a condition of employment for all employees to be members in good standing with the Union. Any new employee will, as a condition of employment, become a member of the Union as of their date of hire. Any employee who fails to maintain their membership in good standing in the Union shall be suspended or discharged after seven (7) days written notice to the Regional District by the Union of the employee s failure to maintain their membership in good standing. No employee will be subject to any penalties against application for membership or reinstatement, except as may be provided for in the Constitution and/or Bylaws of the Union and the Labour Relations Code of British Columbia. If the Regional District is required to suspend or discharge an employee, upon notification from the Union, the Union agrees to indemnify the Regional District and hold it harmless against any and all claims which may arise as a result of the Regional District suspending or discharging such employee. CEP Local 466 and SCRD Collective Agreement Page 9 of 81

12 (f) The Regional District agrees to deduct in each pay period, dues, initiation fees and assessments that are due from each of its employees and remit same promptly to the Union, pursuant to an assignment executed by individual employees in the following form: CHECK OFF AUTHORIZATION I the undersigned, freely and voluntarily authorize my employer, to deduct from my pay initiation fees, dues and/or assessments as established by Local No. 466 of the Communications, Energy and Paperworkers Union of Canada. This authorization is subject to conditions prescribed by the collective agreement. Date Name Signature Page 10 of 81 CEP Local 466 and SCRD Collective Agreement

13 5. LEGAL PICKET LINES (a) (b) (c) (d) Any bargaining unit employee shall have the right to refuse to cross a legal picket line arising out of a labour dispute. Failure to cross such a legal picket line by an employee shall not be considered a violation of this Collective Agreement, nor shall it be grounds for disciplinary action. Employees failing to report for duty will be considered to be absent without pay. The Union shall advise the Regional District as soon as possible of the existence of such picket lines. 6. TIME OFF FOR UNION BUSINESS (a) Without Pay Leave of absence without pay shall be granted for the purposes listed below. Such leave shall be subject to operational requirements and shall not be unreasonably withheld: (1) to an elected or appointed representative of the Union to attend conventions, seminars, conferences, special meetings, education or training courses of the Union and bodies to which the Union is affiliated; (2) for elected or appointed representatives of the Union to attend to Union business which requires them to leave their general work area; (3) to employees called to appear as witnesses before an arbitrator or the Labour Relations Board; (4) to an employee elected to a full-time Union position not to exceed two (2) years. To facilitate the administration of this clause, when leave without pay is granted, the leave shall be given with basic pay and the Union shall reimburse the Employer for salary and benefit costs, including travel time incurred. It is understood that employees granted leave, pursuant to this clause, shall be paid at the current rate of pay, for the duration of the leave of absence. CEP Local 466 and SCRD Collective Agreement Page 11 of 81

14 (b) With Pay Leave of absence with basic pay will be granted for the purposes listed below. Such leave shall be subject to operational requirements and shall not be unreasonably withheld: (1) to elected or appointed officers of the Union, for the purpose of attending to Union business during working hours including: (i) (ii) investigation of complaints of an urgent nature; investigation of grievances and assisting any employee in preparing and presenting a grievance in accordance with the grievance procedure; (iii) supervision of ballot boxes and other related functions during ratification votes involving the SCRD; (iv) attending Employer/Union meetings; (v) attending Joint Committee meetings. (2) to two (2) employees who are representatives of the Union on the Union s Bargaining Committee to carry on negotiations, at the table, with the Employer. 7. MANAGEMENT RIGHTS (a) Except as specifically limited by the express provisions of this agreement, the Union recognizes that Management has the sole and exclusive right to manage the affairs of the Regional District and to direct the working forces of the Regional District, and without restricting the generality of the foregoing, the Union acknowledges that it is the exclusive function of Management to: (1) Maintain order and efficiency; (2) Hire, direct, classify, promote, transfer, lay-off, and recall employees; (3) Discharge, suspend or otherwise discipline employees, provided that such discharge, suspension or discipline is for just and reasonable cause; (4) Make and enforce and alter from time to time reasonable rules and regulations to be observed by the employees; (5) Determine the number and kinds of functions in which to engage, services to provide, the manner by which the services shall be provided including the right to plan, direct and control all methods of operation, the nature, number and location of tools and facilities, the organization of work, employment levels and standards of performance. (b) Management agrees that such rights and powers will be exercised in a manner that is reasonable and consistent with the terms of this collective agreement. Any allegation Page 12 of 81 CEP Local 466 and SCRD Collective Agreement

15 that the exercising of these rights and powers are in conflict with any provisions of this agreement shall be subject to the provisions of the grievance procedure. 8. CONFLICT OF INTEREST It is not desirable for any employee of the Regional District to be occupied with or otherwise engaged in any employment or business activities which might conflict with the business of the Regional District or with the exercise of an objective judgement by the employee in performing their duties for the Regional District. No employee of the Regional District shall therefore engage in any employment or business activity except after having obtained the express consent, in writing, of the Administrator. 9. CONTRACTING OUT The Regional District reserves the right to contract out any work or acquire volunteers, provided such action does not result in diminished regular hours or the layoff of bargaining unit employees. 10. LABOUR/MANAGEMENT COMMITTEE (a) There shall be established a Labour/Management Committee composed of three (3) members each from the Management and the Union. The Committee shall meet at least once every sixty (60) days, or at the call of any Committee member, at a mutually agreeable time and place. A Member of each of the groups on the committee shall alternate in presiding over Committee meetings. The Committee shall act in an advisory capacity, and may make recommendations on the following general matters: (1) other than grievances, those relating to the maintenance of good relations between the parties; (2) correcting conditions causing grievances and misunderstandings; (3) other matters as may be deemed appropriate from time to time; (4) promote the cooperative resolution of workplace issues, respond and adapt to changes in the economy, foster the development of work related skills and promote workplace productivity. CEP Local 466 and SCRD Collective Agreement Page 13 of 81

16 (b) The Committee shall not supersede the activities of any other committee of the employer or employee groups, and shall not have the power to bind the Regional District or its employees to any decisions or conclusions reached in their discussions. 11. WORKING HOURS AND OVERTIME A. WORKING HOURS (a) Inside Employees Regular hours for all inside employees, consist of seven (7) hours work per day, exclusive of a one half (½) hour unpaid meal period, operating between 8:00 a.m. and 5:00 p.m. and thirty-five (35) hours work per work week. The normal work week shall be Monday to Friday inclusive. Starting times are based on schedules established by the Department Head and approved by the Chief Administrative Officer. (b) Water/Wastewater, Parks, Fleet Maintenance and Building Maintenance Regular hours shall consist of seven and one-half (7½) hours work per day, exclusive of a one-half (½) hour unpaid meal period, and thirty-seven and a half (37½) hours work per work week with a minimum of two (2) consecutive days off. (c) Landfill (1) Regular hours shall consist of a maximum of eight (8) hours work per day, exclusive of a one-half (½) hour unpaid meal period and forty (40) hours work per work week. Landfill employees may be scheduled to work a maximum of eight (8) consecutive days. In the event of an emergency, a Landfill employee may be required to work more than eight (8) consecutive days, in which case overtime will be paid as per Article 11. B. (d). (2) In each Pay Period, there will be two (2) rest intervals of two (2) consecutive days each, provided that the requirement for a rest interval of two consecutive days may be met by scheduling a consecutive Saturday and Sunday off, including those which fall at the end of one Pay Period and the beginning of the next. When a Saturday and Sunday off are applied to satisfy this requirement at the end of one Pay Period, they cannot be used to satisfy the same requirement at the beginning of the immediately following Pay Period. (d) Recreation Regular hours shall be as specified in the Letter of Understanding #10, Recreation Employees that is attached to and forms part of this collective agreement. Page 14 of 81 CEP Local 466 and SCRD Collective Agreement

17 (e) Transit (1) Regular hours shall consist of a maximum of seven and one-half (7½) hours work per day, exclusive of a one-half (½) hour unpaid meal period and thirty-seven and one-half (37½) hours work per work week. This provision notwithstanding, Transit drivers may sign up on a weekly basis for up to forty (40) hours work in a work week, subject to the provision of Article 11. B. (f). Transit drivers may be scheduled to work a maximum of eight (8) consecutive days. In the event of an emergency, a Transit driver may be required to work more than eight (8) consecutive days, in which case overtime will be paid as per Article 11. B. (f). (2) In each Pay Period, there will be two (2) rest intervals of two (2) consecutive days each, provided that the requirement for a rest interval of two consecutive days may be met by scheduling a consecutive Saturday and Sunday off, including those which fall at the end of one Pay Period and the beginning of the next. When a Saturday and Sunday off are applied to satisfy this requirement at the end of one Pay Period, they cannot be used to satisfy the same requirement at the beginning of the immediately following Pay Period. (f) Transit Shift Sign-up Shift sign up will be established by seniority and will be conducted three (3) times per year with new schedule starting on the first Sunday in February, June and October of each year. For the purpose of shift sign up only, seniority will be calculated from the first solo shift worked as a Transit Driver. (g) Duty Time for Transit Drivers Duty time is described as the time period between the driver s scheduled report time at a pre-determined location and the driver s scheduled finish time at the same location. In the case of a split shift, the duty time is calculated separately at straight time for each piece of work. The total time between the first scheduled report time and the finish time of the last piece of work shall not exceed twelve (12) hours. (h) Shift Definition and Premium All employees working between the hours of 6:00 p.m. and midnight will be paid a premium of $0.60 per hour and between midnight and 6:00 a.m. shall be paid a premium of $0.85 per hour. The SCRD will not include the shift premium in any employee s wage rate for the calculation of overtime pay. CEP Local 466 and SCRD Collective Agreement Page 15 of 81

18 (i) Callout (1) Employees reporting for work when called out are compensated by either: (i) (ii) a minimum of four (4) hours pay at the regular rate, or pay for actual hours worked including overtime compensation where applicable, whichever is the greater. (2) An employee who receives a second call before completing the response to a first call out is compensated in accordance with Article 11. A. (i)(1). (3) An employee who receives a second call after they have completed their first response is compensated at double the regular rate of pay for the actual hours worked for the second call out. (4) The Water/Wastewater, Landfill, Fleet Maintenance and Building Maintenance functions are considered by the Regional District to be essential public services and the Parks function, although not an essential service may be subject to emergencies from time to time. As such, employees, if fit for duty, will be expected to report for work in an emergency when called out. (j) Standby (1) At the discretion of the General Manager of Infrastructure Services, restricted or twenty-four hour standby duties and procedures may be implemented. (2) Employees on twenty-four hour standby will receive six (6) hours of pay at the regular rate for being on standby for a twenty-four (24) hour period. (3) Employees on restricted standby will receive three (3) hours of pay at the regular rate for being on standby for up to sixteen (16) hours in a twenty-four (24) hour period. (4) Employees on standby duty will: (i) Have a Regional District vehicle available for use. (ii) Be immediately available by telephone, radio or pager. (iii) Be available for work within fifteen (15) to twenty (20) minutes. (iv) Maintain a logbook of the standby shift to record time of call, nature of call, action taken, time of stand down, etc. (v) Review and assess problems, advise supervisor of the situation and call out additional staff as required by circumstances or safety procedures. Page 16 of 81 CEP Local 466 and SCRD Collective Agreement

19 (k) Rest Interval An employee required to work overtime beyond their regularly scheduled shift shall be entitled to eight (8) clear hours between the end of the overtime worked and the start of their next regular shift. If eight (8) clear hours are not provided, overtime rates shall apply to all hours worked on the regular shift which fall within the rest interval. (l) Rest Breaks During Shifts (1) An employee working regular hours shall be entitled to a fifteen (15) minute rest period during the first half and the second half of their shift. (2) An employee shall be entitled to an unpaid one-half (½) hour meal break after five (5) consecutive hours of work. (3) An employee required to work during a meal break shall be provided the meal break as soon as possible. (4) An employee required to be available for work during a meal break shall have the meal break counted as time worked. (m) Scheduling of Shifts (1) Wherever possible, any adjustment to the established shift schedule shall be done by mutual agreement between the Employer and the Union. (2) Discussions with respect to shift schedules will include start and finish times and days off, but will not include staff complement issues or any other matters that have an economic impact on the Regional District. (3) Split shifts may be scheduled by the Employer where there is bona fide operational need. (n) Earned Days Off Regular employees who meet the criteria stated in the Letter of Understanding #1, Earned Days Off that is attached to and forms part of this collective agreement, may earn up to twelve (12) additional days off in each calendar year. CEP Local 466 and SCRD Collective Agreement Page 17 of 81

20 (o) Assignment of Additional Work Within each division, the following shall apply: (1) The Employer shall ensure that priority to scheduled overtime or call out work, except as provided in Article 11. A. (j), falls within the normal duties of the senior employee. (2) When unscheduled overtime is required at the end of a scheduled shift, the overtime will be assigned to the employee performing the work. (3) If the Employer is scheduling additional work assignments during normal working hours, priority shall be given to qualified employees by seniority and in the following order: (i) full-time employees working less than the normal weekly hours (ii) part-time employees (iii) casual employees (4) When additional hours are required at the end of a scheduled shift, the hours will be assigned to the employee performing the work. (p) Increase in Hours (1) When a position held by a regular full-time or regular part-time employee is increased in hours, it shall not become a new position and there shall be no requirement to post the position, providing the incumbent is willing to accept the increase in hours and the increase in hours does not result in a conversion of status. (2) If the incumbent is unwilling to accept the increase in hours, the incumbent is not subject to the layoff provisions of the Collective Agreement. (3) If the increase in hours leads to a conversion of status, all hours must be included in the new posting. Page 18 of 81 CEP Local 466 and SCRD Collective Agreement

21 B. OVERTIME (a) Daily Overtime Hours Daily overtime hours shall not be used in the calculation of weekly overtime entitlement. (b) Overtime Rates - Inside Employees Overtime for Inside Employees shall be compensated at one and one-half (1½) times the regular rate of pay for all hours worked in excess of seven (7) in a day and after thirty five (35) in a work week. Inside Employees shall be compensated at two (2) times the regular rate of pay for all hours worked in excess of nine (9) in a day and for all hours worked on their scheduled days off or a statutory holiday under the terms of this collective agreement. Weekly overtime or overtime on a scheduled day off shall be offered on a voluntary basis. (c) Overtime Rates Water/Wastewater, Parks, Fleet Maintenance and Facilities Maintenance Overtime for Water/Wastewater, Parks, Fleet Maintenance and Facilities Maintenance employees shall be compensated at one and one-half (1½) times the regular rate of pay for all hours worked in excess of seven and one half (7½) in a day and after thirty seven and one half (37½) in a work week. Employees shall be compensated at two (2) times the regular rate of pay for all hours worked in excess of nine and one-half (9½) in a day and for all hours worked on their scheduled days off or a statutory holiday under the terms of this collective agreement. Weekly overtime or overtime on a scheduled day off shall be offered on a voluntary basis. (d) Overtime Rates - Landfill Employees shall be compensated at one and one-half (1½) times the regular rate of pay for all hours worked in excess of eight (8) in a day and after forty (40) in a work week. Employees shall be compensated at two (2) times the regular rate of pay for all hours worked in excess of ten (10) in a day and for all hours worked on their scheduled days off, on a consecutive day of work which occurs after eight (8) consecutive days of work, or a statutory holiday under the terms of this collective agreement. Weekly overtime or overtime on a scheduled day off shall be offered on a voluntary basis. (e) Overtime Rates Recreation Employees shall be compensated as specified in the Letter of Understanding #10, Recreation Employees that is attached to and forms part of this collective agreement. Weekly overtime or overtime on a scheduled day off shall be offered on a voluntary basis. CEP Local 466 and SCRD Collective Agreement Page 19 of 81

22 (f) Overtime Rates - Transit (1) Employees are compensated at one and one-half (1½) times the regular rate of pay for: (i) (ii) The first two (2) hours worked in excess of seven and one-half (7½) hours in a day or in excess of an employee s scheduled daily hours if greater, or The first two (2) hours worked in excess of thirty-seven and one-half (37½) in a week, or in excess of an employee s scheduled weekly hours, if greater. (2) Employees are compensated at two (2) times the regular rate of pay for: (i) (ii) All hours worked that are in excess of the first two (2) hours of overtime worked, or All hours worked on either of two (2) scheduled consecutive days off, forming the rest interval in Article 11. A. (e)(2), or (iii) All hours worked on a consecutive day of work which occurs after eight (8) consecutive days of work, or (iv) All hours worked on a statutory holiday under the terms of this collective agreement. (3) Subject to the above, overtime is paid for all hours worked beyond those scheduled, including delays caused by circumstances beyond the control of the driver which result in a Transit shift ending more than fifteen (15) minutes beyond the scheduled completion time of the shift. (4) Weekly overtime or overtime on a scheduled day off shall be offered on a voluntary basis. (g) Flexible Schedules (1) Where an employee s regular schedule reflects more hours of work in a day than those regular straight time hours recognized in the department in which they work, daily overtime shall be compensated at one and one-half (1½) times the regular rate of pay for the first two (2) hours worked beyond those scheduled for that employee and two (2) times the regular rate of pay for all hours worked in excess of the first two (2) hours. (2) Weekly overtime will be calculated in accordance with the scheduled straight time weekly hours for the particular department. Page 20 of 81 CEP Local 466 and SCRD Collective Agreement

23 (3) For hours worked on a scheduled day off or a paid holiday employees will receive two (2) times the regular rate of pay. (h) Overtime Meal Allowance When overtime in excess of two (2) hours is worked in addition to a regular shift, a meal will be provided or employees will be reimbursed for a meal consistent with the allowable expenses for meal charges specified in the Regional District s policy on Reimbursement of Travel and Other Expenses. C. TIME BANK (a) (b) (c) At the written request of an employee, the Regional District may establish a time bank for the employee and credit the employee's overtime wages to the time bank instead of paying them to the employee. The time bank shall be subject to the provisions of Section 42 of the Employment Standards Act. When the banked time off is requested in writing, seven (7) days in advance, employees shall receive written notice of the disposition of their request, a minimum of seventy-two (72) hours prior to the requested time off. Banked time off will not be unreasonably denied. For the purposes of Article 11. C. (a), an employee may elect to bank all standby earnings in the same manner as overtime wages. 12. PROBATIONARY PERIOD (a) (b) All newly hired employees will serve a probationary period commencing on the first day of work. The probationary period shall be as noted below, or six calendar months, whichever occurs first; except as set out in Article 12. (c), or as extended pursuant to Article 12. (e): (1) Inside Employees 455 regular hours (2) Outside Employees regular hours (3) Landfill Employees 520 regular hours (4) Recreation Employees as specified in Letter of Understanding #10, Recreation Employees that is attached to, and forms part of, this collective agreement CEP Local 466 and SCRD Collective Agreement Page 21 of 81

24 (c) The probationary period for the following classifications shall be as noted below, or twelve (12) months, whichever occurs first; except as extended pursuant to Article 12. (e): (1) Utilities Supervisor 975 regular hours (2) Parks Supervisor 975 regular hours (3) Fleet Maintenance Supervisor 975 regular hours (4) Aquatic Supervisor 975 regular hours (5) Recreation Program Coordinator 910 regular hours (6) Payroll Technician III 910 regular hours (7) Administrator, PIMS 910 regular hours (8) Sr. Information Technology Coordinator 910 regular hours (9) Planning Technician 910 regular hours (10) Planner I and II and Sr. Planner 910 regular hours (11) Plans Checker 910 regular hours (12) Building Inspector 910 regular hours (13) Purchasing Officer 910 regular hours (14) Operations Coordinator 910 regular hours (15) Human Resources Assistant 910 regular hours (16) All Administrative Assistants 910 regular hours It is recognized that this list does not include new positions that may be created. Additions and deletions will be made by mutual agreement. (This list is current as of December 31, 2008) (d) (e) Notwithstanding the duration of probationary period specified in Article 12. (c), all newly hired eligible employees will commence receiving cash in lieu of benefits on completion of half of their probationary period: 455 regular hours or regular hours. Probationary Period Extension (1) If an employee is absent on an approved leave of absence of longer than five (5) days during their Probationary Period, the Probationary Period will be extended by the same number of calendar days off work. (2) For Recreation employees, the probationary period will be extended by the duration of the annual seasonal closure of the facility, when applicable. (3) The probationary period may be extended by mutual agreement between the Regional District and the Union. Page 22 of 81 CEP Local 466 and SCRD Collective Agreement

25 (f) Termination During Probationary Period (1) If in the view of the Regional District the employee is not suitable for continued employment, the Regional District may terminate the employment of the employee during the Probationary Period: (i) (ii) at any time during the first three (3) calendar months without notice, just cause or pay in lieu of notice; and after the first three (3) calendar months without just cause by providing one (1) week of written notice or pay in lieu of notice. (2) The Regional District will not exercise its discretion under this Article in a manner that is arbitrary, discriminatory or in bad faith. 13. CLASSIFICATIONS AND WAGE RATES (a) (b) (c) (d) (e) (f) The classifications and wage rates listed in the attached Appendix I are agreed upon by the Regional District and the Union and form part of this collective agreement. If any new classifications are established, or if there is a significant change in the job content of any classification(s) set forth in this agreement, the Regional District and the Union agree to negotiate a wage rate for the classification(s) in question. If the Parties are unable to reach agreement, then the dispute will be settled through the grievance and arbitration procedures of this agreement. If an employee is requested to perform the principal duties of a higher paying position for a period exceeding three (3) working days, the employee shall be paid the higher rate applicable to that position retroactive to the date the employee assumed the higher paying duties (principal duties does not mean one hundred percent (100%) of job duties). If an employee is requested to perform some duties but not the principal duties of a higher paying position for a period exceeding three (3) working days, the employee shall be paid a rate as determined by the Regional District, not exceeding their regular rate of pay plus ten percent (10%). The Regional District will inform the Union of same. If an employee temporarily renders service in a position paying a lower rate of pay, the employee s wages will not be reduced. CEP Local 466 and SCRD Collective Agreement Page 23 of 81

26 14. GENERAL CONDITIONS (a) (b) It is recognized and accepted that regular employees are required to assist in any capacity, or assume the duties of any job in the event of emergency or during vacation. Employees reporting for work shall be paid for a minimum of four (4) hours at the regular rate or pay for actual hours worked, whichever is the greater. If work is suspended for reasons completely beyond the Employer s control, a minimum of two (2) hours at the regular rate shall be paid. (c) Students reporting for work on a school day shall be paid for a minimum of two (2) hours at the regular rate or pay for actual hours worked, whichever is the greater. (d) Temporary Employees The term of employment for Temporary Employees shall not exceed four (4) months. In exceptional or unusual circumstances, a Temporary Employee s term of employment may be extended beyond four (4) months by mutual agreement between the Regional District and the Union. A Temporary Employee shall be entitled to the provisions of this collective agreement, except as follows: (1) Article 16 Annual Vacations with Pay (Vacation pay shall be in accordance with the Employment Standards Act.) (2) Article 17 Leaves of Absence (3) Article 18 Seniority (4) Article 19 Adjustment Plan (5) Article 25 Benefits for Regular Employees (e) Casual Employees Provisions for Casual Employees will be as provided in the Letter of Understanding # 4, Casual Employees attached to and forming part of this collective agreement. (f) Harassment The Regional District is committed to promoting a work environment which is free from harassment on any grounds prohibited under the British Columbia Human Rights Code. The Regional District shall maintain a Harassment Policy and Procedures consistent with this principle. Page 24 of 81 CEP Local 466 and SCRD Collective Agreement

27 (g) Abuse The Regional District shall take appropriate courses of action to ensure that its employees are safeguarded from verbal, psychological and/or physical abuse. Such courses of action shall include the posting of information bulletins and/or notices in conspicuous places. (h) Accommodation The Parties agree to jointly participate in a program which recognizes the needs of disabled workers and accommodating their access to suitable and meaningful jobs. (i) Medical Examination Where the Regional District requires an employee to have a medical examination or interview, it shall be at the Regional District s expense and during regular working hours. Costs associated with medical examinations or interviews and forms required for STD and LTD benefits shall be borne by the Regional District or where applicable by the carrier. (j) Employee and Family Assistance Program The Regional District and its employees recognize that a wide range of problems may adversely affect an employee s performance, and will endeavour to assist an employee who recognizes the presence of a personal problem which is adversely affecting their job performance. Consistent with this undertaking, confidentiality will be maintained. (k) Indemnity The Regional District agrees to provide indemnification against proceedings pursuant to the requirements of the Local Government Act. (l) License/Certificate and Professional Membership Renewals The Regional District agrees to reimburse the cost of license or certificate or professional membership renewals where the employee is required by the Regional District to maintain such license or certificate or professional membership in the performance of the employee s regular duties. (m) Tool Allowance The Regional District agrees to reimburse the cost of replacement for damaged and/or worn out personal tools, including specialty tools of a professional nature, where the Regional District requires an employee to use such personal tools in the performance of the employee s regular duties. CEP Local 466 and SCRD Collective Agreement Page 25 of 81

28 (n) Mutual Exchange of Shifts (excluding Transit Employees) At the sole discretion of the Employer and subject to operational requirements, two (2) employees may exchange a shift, subject to the following conditions: (1) Both employees must possess the qualifications, skill and ability to perform the work. (2) There must be no additional costs incurred by the Regional District, including but not limited to: overtime costs, shift premium costs or substitution pay. (3) The reciprocal shift must be scheduled to occur within thirty (30) days of the exchange. (4) Subject to the above, prior written approval of the supervisor must be obtained before the first shift is worked. (o) Personnel Files All confidential information pertaining to an employee will be kept in the personnel file in the Human Resources Division with access limited to the Manager of Human Resources or their designate. Union representatives will have access to these files with written permission from the employee. Medical records will be kept in a separate envelope within the personnel file with access limited to the Manager of Human Resources or their designate. (p) Bulletin Boards The Regional District shall provide adequately sized bulletin boards where necessary for the convenience of the Union in posting. (q) Dirty Pay Employees engaged in cleaning and repairing the interior of sewage treatment tanks, or cleaning up any sewage spill, or entering any sanitary sewer manhole for work entailing more than one hour, and on the instruction of their supervisor shall receive an additional one ($1) dollar per hour while so engaged. No employee shall perform Water Works and / or Sewer Works or Toxic and / or Dangerous Substances duties during their shift, except where the employee has an opportunity to clean up and sanitize prior to Water Works duties. Page 26 of 81 CEP Local 466 and SCRD Collective Agreement

29 15. STATUTORY HOLIDAYS (a) The recognized holidays shall be as follows: New Year s Day Good Friday Easter Monday Victoria Day Canada Day B.C. Day Labour Day Thanksgiving Day Remembrance Day Christmas Day Boxing Day and such other days declared a legal holiday by the provincial or federal governments. (b) (c) (d) (e) (f) To be eligible for a statutory holiday an employee must be in the employ of the Regional District for a minimum of thirty (30) calendar days. In addition to any other compensation earned by any employee who works on any of the recognized holidays, such employee shall be granted another day off with pay equivalent to the length of the shift worked on the statutory holiday. When a statutory holiday falls during any regular employee s vacation with pay, and they would have been entitled to such statutory holiday had they not been on vacation, they shall receive an additional day s vacation with pay, in lieu thereof, for each such statutory holiday falling in their vacation period. Casual, temporary and part-time employees eligible under Article 15. (b) shall receive 4.23% of regular gross earnings paid with each pay period in lieu of a day off with pay. When a paid holiday falls on a regular employee s day of rest, the Employer shall make every reasonable effort to give the employee a paid day off in lieu on the first regularly scheduled workday following the day of rest so affected. Where this is not possible, the lieu day shall be scheduled by mutual agreement and taken within six (6) months of the day in which it was earned. 16. ANNUAL VACATIONS WITH PAY (a) Annual Vacations Definitions: (1) Vacation year for the purposes of this Article a vacation year shall be the calendar year commencing January 1 st and ending December 31 st. (2) First vacation year the first vacation year is the calendar year in which the employee s first anniversary falls. CEP Local 466 and SCRD Collective Agreement Page 27 of 81

30 (b) A regular employee will have an annual vacation entitlement as follows: (1) Three (3) work weeks in each of the first (1st) to third (3rd) vacation years; with pay at six percent (6%) per annum. (2) Four (4) work weeks in each of the fourth (4 th ) to eighth (8 th ) vacation years; with pay at eight percent (8%) per annum. (3) Five (5) work weeks in each of the ninth (9 th ) to thirteenth (13 th ) vacation years; with pay at ten percent (10%) per annum. (4) Six (6) work weeks in the fourteenth (14 th ) and each subsequent year with pay at twelve percent (12%) per annum. (c) (d) (e) (f) Employees engaged on a part-time or full-time basis or who are not paid for the full vacation year shall be entitled to annual vacation on a pro-rata basis as above. An employee on vacation shall receive pay for regular hours as if the employee was at work. As soon as is practicable following the end of each vacation year, or on the separation of a regular employee, an adjustment will be made to the pay of the regular employee so that the pay for annual vacation for that vacation year is the appropriate percentage (in accordance with this Article) of gross earnings in the vacation year. The amount payable for the year will be reduced by the amount necessary to provide pay for the number of days carried over the following vacation year. Vacation Earnings (1) Regular employees shall earn their annual vacation entitlement for any calendar year only after reaching their anniversary date of hire. However, regular employees shall take their annual vacation in the year during which it is earned except during the employee s first year of employment when they are subject to Article 16. (f)(3). (2) If the employee s employment is terminated or, in the event of layoff or unpaid leave of absence extending into the following vacation year, the employee shall repay the Employer for any vacation taken but not yet earned and such amount becomes a debt of the employee to the Employer and may be withheld from any funds owed to the employee by the Employer. (3) In the first year of employment, a regular employee who has completed six (6) months of continuous service shall be eligible to schedule one (1) work week of vacation with pay. This period of vacation shall be deducted directly from the accrued vacation pay for that year. Page 28 of 81 CEP Local 466 and SCRD Collective Agreement

31 (g) (h) A temporary employee shall be granted vacation pay in accordance with the Employment Standards Act and shall receive this vacation pay each pay period. Vacation Scheduling (1) Vacation periods shall be scheduled by mutual agreement between employees and their manager. (2) Where an employee schedules vacation and there are two or more employees requesting vacation periods at the same time, the employee with seniority shall be given first preference to only one of any period of vacation. (3) Employees shall be eligible to schedule their full annual leave entitlement in one period of vacation. (4) Requests for annual leave shall not be unreasonably withheld. (i) Vacation Carry Over On the recommendation of the Manager and the approval of the Administrator, a regular full-time employee may carry over up to ten (10) days vacation which must be used in the following year. An employee shall not receive pay in lieu of vacation time, except upon retirement or termination or when on Short Term Disability or Long Term Disability leave. All vacation time not scheduled or designated for carryover by three (3) months prior to the end of the vacation year will be scheduled by the Employer following consultation with the employee. (j) (k) All vacations will be recorded in the payroll records. Notwithstanding any entitlement under Article 16. (a) through (j), no employee shall be granted vacations with pay during the probationary period. An employee may, at their request and with the consent of the Administrator, pro rate their accrued vacation time. 17. LEAVES OF ABSENCE A. WITH PAY (a) Sick Leave (1) All regular full-time employees shall have one (1) day of sick leave entitlement accrued to their sick leave account for each month of paid service, to a maximum entitlement of eighteen (18) days. (2) Regular part-time employees shall have their sick leave entitlement pro-rated. CEP Local 466 and SCRD Collective Agreement Page 29 of 81

32 (3) Sick leave is available to use in the event of the employee s own sickness (including medical appointments) and not for any other purpose. (4) Employees are entitled to use their available sick credits to make whole their gross weekly remuneration when receiving benefits under the Weekly Indemnity Plan outlined in Article 25 A. (e) of this agreement. (5) An employee requesting sick leave shall notify their immediate supervisor as soon as reasonably possible under the circumstances before the start of their shift and when finishing their shift early due to sickness. (6) A doctor s certificate may be required if an employee is absent from work longer than two (2) work days or two (2) shifts due to illness. (b) Bereavement Leave For the purpose of this subsection only, immediate family shall be expanded to include the following: common-law spouse; common-law children; in-laws (parents, grandparents, sisters, brothers, sons, daughters, grandchildren); aunts; uncles; nieces and nephews. (1) All regular employees shall be entitled to a maximum of three (3) days bereavement leave in case of bereavement in their immediate family. When travel off the lower Sunshine Coast is required, all regular employees shall be entitled to a maximum of five (5) days bereavement leave. (2) All regular employees shall be entitled to one (1) day off with pay to attend a funeral as a mourner. (c) Jury Duty (1) Any employee called for jury duty will be allowed time off work with pay during the period of jury service provided they show proof of attendance and turn over their jury pay to the Regional District. (2) Proof of jury duty shall consist of a statement showing the actual days in attendance, signed by a responsible court official. (d) Family Responsibility Leave An employee shall be entitled to up to one (1) work week of paid leave during each employment year to run concurrently with the Family Responsibility Leave outlined in the Employment Standards Act, to meet responsibilities related to: (1) the care, health or education of a child in the employee s care, or Page 30 of 81 CEP Local 466 and SCRD Collective Agreement

33 (2) the care or health of any other member of the employee s immediate family. Upon request by their Manager or immediate supervisor, an employee applying for Family Responsibility Leave shall provide the reason for requesting Family Responsibility Leave. The Regional District may require proof of such responsibilities. B. WITHOUT PAY (a) General Leave The Regional District may grant a leave of absence, without pay, to an employee requesting leave for an emergency or other unusual circumstance. Such approval shall not be unreasonably withheld. (b) Pregnancy and Parental Leave The Regional District shall grant unpaid pregnancy and/or parental leave of absence in accordance with Sections 50 and 51 of Part 6 of the Employment Standards Act of the Province of British Columbia. The provisions shall not be less than those provisions in effect at the time of the signing of this agreement. 18. Seniority (a) Seniority Definition Seniority is defined as the length of continuous service with the Regional District. A temporary employee hired as a regular employee shall have their length of service as a temporary employee counted towards their seniority. (b) Seniority List The Regional District shall maintain a seniority list and will provide a copy of the list annually to the Union. (c) Vacancies To the extent possible, new regular positions will incorporate all anticipated hours in the base position. (1) Vacancies in all regular positions covered by this collective agreement shall be posted internally for a period of fourteen (14) calendar days. While the Employer may advertise externally during the same period, it is understood that all qualified internal applicants have priority over any external applicants. CEP Local 466 and SCRD Collective Agreement Page 31 of 81

34 All qualified internal candidates will be interviewed prior to any external applicant considerations. (2) Vacancies in temporary positions and/or temporary vacancies in regular positions may be posted by the Regional District or may be filled by the Regional District with a temporary employee in accordance with the provisions of Article 14. (d). The hiring of temporary employees will not have an adverse effect on regular positions covered by this collective agreement. (3) All information and requirements contained on a posting shall be consistent with the job description for the posted position. (4) First consideration in filling of vacancies will be given to employees within the bargaining unit, provided such employees have the necessary qualifications, skill and ability required for the posted position. (5) The required qualifications, skill and ability, as determined by the Employer, will be set out in job postings. The aforementioned requirements must be bona fide and cannot be established for the purpose of favouring particular applicants. Determination of a successful applicant may be done with testing procedures reasonable to the position. Interviews and testing of applicants shall be conducted during normal working hours. When two (2) or more employees have relatively equal qualifications, skill and ability, seniority shall govern in the filling of vacancies. (6) Copies of all vacancy postings shall be sent to the President of the Union at the time of posting. (7) The Employer need only consider applications from employees who have successfully completed their probationary period. (8) The Regional District shall consider applications from employees who are absent from work during the period that a vacancy is posted, provided they have made their intentions known to the Regional District, in writing, prior to or during each absence. (9) The Regional District shall post the name of the successful employee within seven (7) calendar days of selection. Upon request, an unsuccessful candidate will be given the reasons, in writing, why they were unsuccessful. (10) A successful employee shall assume their new position and wage rate as soon as reasonably practicable. Page 32 of 81 CEP Local 466 and SCRD Collective Agreement

35 (11) The successful employee shall revert to their former position if: (i) (ii) The Regional District finds the employee unsatisfactory in the position which they have assumed, or, The employee is dissatisfied with the position that they have assumed. (12) Trial Period The provisions of Article 18. (c)(11) shall apply for a period consistent with the probationary periods as described in Article 12. (b),(c)&(e) Probation Period. (d) Layoff (1) The Parties recognize that job security shall increase in proportion to length of service. In the event of a layoff, employees shall be laid off by classification in reverse order of seniority. An employee about to be laid off or who suffers a reduction in hours of work that would result in the conversion of status, may bump an employee, as set out below. (i) (ii) Regular full-time employees may bump any regular full-time or regular parttime employee with less seniority, providing the employee exercising the right has the qualifications, skills and ability to perform the work of the less senior employee after a reasonable period of orientation. Regular part-time employees may bump any other regular part-time employee with less seniority, providing the employee exercising the right has the qualifications, skills and ability to perform the work of the less senior employee after a reasonable period of orientation. A regular part-time employee who has no bumping options may transfer to casual status. (iii) Notwithstanding the provisions of this Article, employees seasonally laid off and temporary employees may not exercise bumping rights. (2) The Regional District shall provide a minimum of two (2) week's notice, in writing, to employees who are to be laid off, with a copy to the Union. (3) Employees will provide written notice of their intent to exercise bumping rights within seven (7) calendar days of their receiving notice. (4) Employees on layoff shall retain their seniority for a period of twelve (12) months from the date of layoff. CEP Local 466 and SCRD Collective Agreement Page 33 of 81

36 (5) When an employee receives a notice of layoff, the employee may elect to be placed on a recall list following layoff, in accordance with Article 18. (d)(4) above, or to resign with severance as follows: (i) two (2) weeks basic pay, after an employee has completed a period of employment of at least six (6) consecutive months; (ii) after completion of a period of employment of two (2) consecutive years, one (1) additional week's basic pay; and (iii) for each subsequent completed year of employment, an additional week's basic pay up to a maximum of eighteen (18) weeks' basic pay. (e) Recall From Layoff (1) Employees on layoff shall be recalled to work in order of seniority, subject to an employee having the qualifications, skill and ability to perform the work of the classification to which the recall applies after a reasonable period of job orientation. (2) It is the responsibility of laid off employees to keep the Regional District informed of their current address and telephone number. (3) In the event that the Regional District is unable to contact the first recall employee by telephone, a double registered letter shall be mailed to the employee, at the most recent address available. If within seven (7) days no response has been received, the second recall employee shall be recalled on a temporary basis. If within a further fourteen (14) days there has been no response, the first employee shall be regarded as unavailable for recall and their seniority or eligibility for recall will be permanently cancelled. (f) Loss of Seniority An employee shall lose their seniority and shall no longer be an employee in the event that they: (1) are discharged for just cause; (2) voluntarily terminate employment; (3) are on layoff for one year; (4) abandon their position; (5) retire. Page 34 of 81 CEP Local 466 and SCRD Collective Agreement

37 19. ADJUSTMENT PLAN (a) (b) (c) If the Regional District introduces or intends to introduce a measure, policy, practice or change that affects the terms, conditions or security of employment of a significant number of employees, provisions of Section 54 of the Labour Relations Code of British Columbia shall apply. The provisions of Article 19. (a) apply in the case of technological change, which is defined as the introduction or replacement of equipment that affects the terms, conditions or security of employment of a significant number of employees. An employee who has their rate of pay reduced by reason of a change in the rating of their position under the Job Evaluation Maintenance Plan shall be deemed to have had their job restructured. In order to mitigate any adverse affect of the restructure on the employee: (1) the provisions of this article shall apply; and/or: (2) the employee shall have the option of exercising their bumping rights under Article 18. (d)&(e). 20. FIRST AID CERTIFICATE ALLOWANCE (a) Employees designated by the Regional District as First Aid attendants for the Field Road Administration Building will be paid a monthly allowance as follows: (1) Level 1 $100 (2) Level 2 $125 (3) Level 3 $150 (b) The Regional District will pay all course fees for employees who are required to have such certification. CEP Local 466 and SCRD Collective Agreement Page 35 of 81

38 21. HEALTH AND SAFETY (a) (b) The Regional District and the Union agree to comply with applicable federal, provincial and municipal health and safety legislation and regulations. Joint Health and Safety Committee The Regional District and the Union agree to establish a Joint Health and Safety Committee. The Joint Health and Safety Committee shall be composed equally of representatives of the Regional District and the Union. The Regional District and the Union shall each choose their own representatives to the Joint Health and Safety Committee. The Committee will meet at regular intervals to be determined by the Committee, to make recommendations on unsafe, hazardous or dangerous conditions with the aim of preventing and reducing risk of occupational injury and illness. A copy of all minutes of the Joint Health and Safety Committee shall be sent to the Union and the Regional District. Employees who are representatives of the Joint Health and Safety Committee shall attend Joint Health and Safety Committee meetings without loss of basic pay. (c) (d) Transportation to the nearest physician or hospital for employees requiring medical care as a result of an on-the-job accident shall be at the expense of the Regional District. Injury at work An employee who is injured on the job during working hours and is required to leave for treatment and who is medically unable to return to work on account of such injury may receive payment for the remainder of their shift, subject to Article 21. (e). The Regional District may require the employee to provide verification from the employee s physician to support this payment. (e) Sick Leave and Worksafe BC In the event of a Worksafe BC claim for time loss, the application of sick leave credits used resulting from an injury at work which initiates a Worksafe BC claim will be as follows: (1) On the day of injury An employee who is medically unable to return to work is entitled to use available sick credits for the remainder of the shift. All sick leave credits used on this day will be reimbursed if the Worksafe BC Board approves the claim for the work-related injury. Page 36 of 81 CEP Local 466 and SCRD Collective Agreement

39 (2) Subsequent to the day of injury For time loss subsequent to the day of injury, an employee is entitled to use available sick credits pending a decision on the Worksafe BC claim. Sick credits used, except for those used in accordance with Article 21. (e)(3), will be reimbursed to the employee s sick leave bank if the Worksafe BCs Board approves the claim for the work related injury. (3) An employee on a Worksafe BC approved claim is entitled to use their available sick leave credits to make whole their net pay. (4) Inasmuch as Worksafe BC claims may be adjudicated after pay periods have been processed, in the event of a declined Worksafe BC claim, if an amount has been paid to an employee in excess of their available sick balance, that amount becomes a debt of the employee to the Employer and must be repaid to the Employer, or offset by other credits. (f) When employees are required to perform duties in remote isolated areas, they shall be supplied with effective radio or cellular communications or have a pre-arranged employee check made at specified intervals and at specified locations. 22. WORK CLOTHING (a) Parks, Infrastructure Services and Recreation Facility Operations Employees (1) Wherever required by the Regional District or Worksafe BC Regulation, the Regional District shall supply the following: (i) Ear protection (ii) Hip waders (iii) Hard hats (iv) Safety goggles or glasses (v) Gloves (vi) Faller pants (vii) Rubber safety boots (1 pair per year) (2) Employees will be responsible for exercising reasonable care of such items and when requesting replacements due to wear or damage, are required to return the original item. Where damage to such items is a result of the employee s deliberate misconduct or is due to the employee s gross or willful negligence, the employee shall be responsible for the cost of replacing the item. (3) In addition to the above and upon presentation of receipts, a gear reimbursement of up to three hundred dollars ($300) per calendar year will be provided to fulltime and part-time employees to cover the purchase of suitable safety footwear, rainwear and appropriate work clothing. CEP Local 466 and SCRD Collective Agreement Page 37 of 81

40 (4) Casual employees shall be provided with safety wear as required by Worksafe BC or the Regional District. (5) The Regional District shall provide one arena jacket to each recreation facility operations employee. (b) Fleet Maintenance Employees Fleet Maintenance employees shall be supplied coveralls that shall be maintained by the Regional District. (c) Transit Employees (1) Where transit employees are required to wear uniform clothing during performance of their duties, the Regional District will supply uniforms as follows: (i) First Uniform Issue 4 shirts (long or short sleeve) 3 pair of pants 1 winter jacket 1 summer jacket 1 sweater (long sleeve or vest) (ii) Annual Issue When required employees will return articles being replaced: 2 shirts (long or short sleeve) 1 sweater (long sleeve or vest) 2 pair of pants (iii) Bi-Annual Issue When required employees will return articles being replaced: 1 summer jacket 1 winter jacket (2) The Regional District will reimburse transit employees ten dollars ($10.00) per week for cleaning and maintenance costs, such reimbursement to be paid biweekly with the regular payroll. (3) Upon leaving the employ of the Regional District, uniform clothing provided by or funded by the Employer, shall be returned to the Transit Manager. Page 38 of 81 CEP Local 466 and SCRD Collective Agreement

41 (4) Employees will be responsible for exercising reasonable care of such items and when requesting replacement due to wear or damage, are required to return the original item. Where damage to such items is a result of the employee s deliberate misconduct or is due to the employee s gross or willful negligence, the employee shall be responsible for the cost of replacing the item. (5) If an employee chooses, they may replace the Regional District uniform clothing with a pre-approved equivalent and upon presentation of receipts, will be reimbursed for costs up to the amount usually paid by the Regional District for similar articles. (d) Inside Employees Inside employees who are required to work outside on a regular basis shall be provided with protective clothing and footwear as required by Worksafe BC. (e) Aquatic Centre Recreation Employees Regular full-time and part-time Aquatic Centre employees shall be provided with a clothing reimbursement upon presentation of receipts, up to two hundred dollars ($200) per calendar year, for the purchase of suitable swimsuits, shorts and footwear. 23. PENSION PLAN The provisions of the Pension (Municipal) Act will apply. The Employer shall ensure that employees that fall within the scope of the Municipal Pension Plan for Fire/Police shall be fully enrolled in the appropriate group for their category. 24. RETIREMENT Every regular employee shall be granted, on retirement, a gratuity equivalent to two (2) work weeks pay for each completed year of continuous municipal service in British Columbia, in excess of twenty (20) years, computed at the rate of pay which was received at the time of retirement. This benefit shall not apply to employees hired after January 1, CEP Local 466 and SCRD Collective Agreement Page 39 of 81

42 25. BENEFITS FOR REGULAR EMPLOYEES A. REGULAR FULL-TIME EMPLOYEES (a) (b) All insured benefits currently provided by the Employer will remain in place during the term of this agreement. Actual rights and benefits, including eligibility for coverage and termination of coverage, are governed by the terms and conditions of the Group Policy (Policies) and/or the Contract(s) of Insurance which create the benefits. The Union agrees that the Employer s liability with respect to these benefits is limited solely to making the Group Insurance Plan(s) available and to making the payment of the premiums. Medical (1) The Regional District shall pay 100% of the cost of the monthly premium per employee membership in the Medical Services Plan of B.C. and the Extended Health Benefit Plan. (2) Effective July 19, 2001, extended health benefits will be improved as follows: (i) Orthotics coverage to a maximum benefit payable of $300 per person, per calendar year. (ii) Paramedical services (physio/massage therapy, counselling etc.); maximum benefit payable $ per type of service, per person, per calendar year. (iii) Lifetime maximum benefit payable under the Extended Health Benefits Plan: $1,000, per person. (c) Group Insurance (1) The Regional District shall pay 100% of the actual cost of the premiums of a life insurance policy and long term disability policy covering eligible employees up to the age of 65. Life insurance coverage shall be calculated at two (2) times annual salary to a maximum of $400,000 and long term disability benefits shall not exceed 66 2/3% of gross remuneration or $4,000 per month, whichever is less. (2) All eligible employees hired after policies are in effect shall enrol in the group insurance plan. (3) Employees will have the option of purchasing additional employee Life Insurance coverage at group rates and employees shall pay 100% of the cost of such insurance, provided such coverage is available through the carrier. Page 40 of 81 CEP Local 466 and SCRD Collective Agreement

43 (d) Group Dental Plan (1) The Regional District shall pay 100% of the actual cost of the premiums of a group dental plan. (2) Effective January 1 st, 2002, The dental plan consists of the following: (i) Plan A Pays 100% of Basic Services such as extractions & fillings (including composite fillings for posterior teeth). (ii) Plan B Pays 80% of Major Services such as crowns, bridges & dentures. (iii) Plan C Pays 75% of Orthodontic Services to a lifetime maximum reimbursement of $3,000. (3) All eligible employees hired after the policy is in effect shall enrol in the group dental plan. (e) Eyewear (1) The Regional District shall provide up to a maximum of five hundred dollars ($500.00) eyewear allowance towards a receipted purchase of prescription eyewear, per family member, every two (2) years. (2) The Regional District shall provide one (1) pair of eyeglasses every two (2) years, to a maximum cost of one hundred and fifty dollars ($150) for replacement of eyeglasses that may be damaged in the normal course of employment duties. (f) Weekly Indemnity The Regional District shall pay 100% of the cost of the premiums for a Weekly Indemnity Plan. The Plan shall provide seventy-five percent (75%) of gross weekly remuneration to a maximum of seven hundred and fifty dollars ($750.00) per week, payable commencing on the first (1st) day of injury or the eighth (8th) calendar day of sickness and shall be payable for up to one hundred and nineteen (119) calendar days. B. REGULAR PART-TIME EMPLOYEES (a) (b) Regular part-time employees will receive the cash equivalent of benefits at the rate of $2.61 per hour. In addition to Cash in Lieu of Benefits, upon completion of the probationary period regular part time employees shall be entitled to: (1) Article 25. A. (e) Eyewear on a pro-rated basis. CEP Local 466 and SCRD Collective Agreement Page 41 of 81

44 26. DISCIPLINE AND DISCHARGE (a) (b) (c) (d) (e) (f) The Regional District agrees that an employee bound by this agreement may only be disciplined for just and reasonable cause. The Regional District agrees that if it intends to implement discipline or if it intends to suspend or discharge an employee, a Union Steward or a member of the Union Executive shall be present. The meeting to implement discipline or to suspend or discharge an employee shall take place within seven (7) calendar days of the completion of the investigation into the event(s) giving rise to the discipline. Until the outcome of the investigation is determined, an employee will continue to work or be suspended with pay. It is understood and agreed that the time limits referred to in the grievance procedure will not start until any such letter(s) is given to the employee involved. An employee, in the company of a Union Steward or a member of the Union Executive, if desired, will have the right to review their file. The Regional District may require that a representative of management be present. An employee shall be given a copy of any document related to discipline placed on the employee s file. Upon the employee s written request, any such document shall be removed from the employee s file after the expiration of eighteen (18) months from the date it was issued provided there have not been any further intervening disciplinary matters. 27. GRIEVANCE PROCEDURE (a) Should an employee have a grievance or a group of employees have a grievance dealing with the same issue, the following steps shall be taken to have the grievance resolved in the most expeditious manner. (1) Step 1 Within ten (10) working days from the date of the action or circumstance giving rise to the grievance, or within ten (10) working days from when the employee(s) first became aware of the action or circumstance giving rise to the grievance, the grievance shall first be taken up with the immediate supervisor of the grieving employee(s), who shall make every endeavour to find a mutually satisfactory settlement of the grievance. The aggrieved employee(s) shall have the right to have their steward present at such a discussion. If the immediate supervisor is a bargaining unit member, the Department General Manager shall be advised that a grievance exists and the grievance shall immediately proceed to Step 2. Page 42 of 81 CEP Local 466 and SCRD Collective Agreement

45 (2) Step 2 If the grieving employee(s) is not satisfied with the decision of the immediate supervisor, they may within ten (10) working days, submit the grievance, through the Union Steward, in writing on the appropriate grievance form, to the Department General Manager. The written grievance shall briefly describe the nature of the incident or occurrence giving rise to the grievance, it shall clearly state the provision(s) of the collective agreement that has been violated and it shall provide a statement as to the remedy or relief being sought. The Department General Manager shall discuss the matter with all concerned and shall decide about the grievance within ten (10) working days. (3) Step 3 If the Department General Manager s decision is still unsatisfactory to the grieving employee(s), the President of the Union or their designate may, within ten (10) working days, submit the grievance to the Chief Administrative Officer who shall decide about the grievance within ten (10) working days. (4) Step 4 If the grievance is unresolved by the Chief Administrative Officer, the President of the Union or their designate may inform the Regional District of the Union s intention to submit the dispute to arbitration. (b) Extension of Time Limits The parties involved may by mutual agreement, in writing, extend the time limits mentioned above, provided such extension is requested prior to the expiry of the time allowed. However, failure to observe the time limitations herein, including the time to initiate a grievance, shall render the grievance void, except that when the recipient of the grievance fails to respond within the prescribed time limits, the grievance shall advance to the next step in the grievance procedure. (c) Deviation from Grievance Procedure The Employer agrees that after a written grievance has been initiated or advanced by the Union at or to Step 2, the Employer s representative will not enter into discussion or negotiation with respect to the grievance, either directly or indirectly with the aggrieved employee, without the consent of the Union. In the event that after having initiated a grievance through the grievance procedure, an employee endeavours to pursue the same grievance through any other channel, then the Union agrees that, pursuant to this article, the grievance shall be considered to have been withdrawn without prejudice. For clarity; once the grievance has been withdrawn without prejudice, the same grievance will not be re-initiated or supported by the Union. CEP Local 466 and SCRD Collective Agreement Page 43 of 81

46 (d) Policy Grievance Where either party to this agreement disputes the general application, interpretation, or alleged violation of an article of this agreement, the dispute shall be discussed initially with the Employer or the Union, as the case may be. Where no satisfactory agreement is reached, either party may submit the dispute to Step 3 of the grievance procedure. (e) Dismissal or Suspension Employees dismissed or suspended for alleged cause shall submit a grievance at Step 3 within ten (10) working days of the employee receiving notice of dismissal or suspension. (f) (g) No employee can initiate the grievance procedure on behalf of any other employee but himself except that the Union may initiate a grievance on behalf of a member and represent and/or be present at any step of the grievance procedure. No employee appearing at Steps 1, 2 or 3 shall suffer a loss of pay because of such attendance at the meeting. 28. ARBITRATION (a) Notification Either of the parties may, after exhausting the grievance procedure in Article 27, notify the other party, within thirty (30) days of receipt of the reply at the third step, of its desire to submit the grievance to arbitration. (b) Assignment of a Single Arbitrator When a party has requested that a grievance be submitted to arbitration, the parties shall make every effort to mutually agree upon a single Arbitrator within ten (10) working days. In the event that the Parties fail to agree on the choice of an Arbitrator, they shall request the Director of the Collective Agreement Arbitration Bureau to appoint an Arbitrator. (c) Decision of Arbitrator The decision of the Arbitrator shall be final, binding, and enforceable on the Parties. However, the Arbitrator shall not have the power to change this agreement or to alter, modify or amend any of its provisions. Page 44 of 81 CEP Local 466 and SCRD Collective Agreement

47 (d) Disagreement on Decision Should the Parties disagree as to the meaning of the Arbitrator's decision, either party may apply to the Arbitrator to clarify the decision, which they shall make every effort to do within ten (10) working days. (e) Expenses of Arbitrator Each party shall pay one-half (½) of the fees and expenses of the Arbitrator. 29. CONFERENCES, CONVENTIONS, AND SEMINARS (a) (b) An employee required or authorized to attend conferences, conventions or seminars will be reimbursed for accommodation, meals and other out-of-pocket expenses in accordance with SCRD policy and practice in effect at the time of incurring the expense. In addition to the provisions outlined above, an employee who is required by the Regional District to attend conferences, conventions or seminars, will be paid wages in accordance with the terms of this collective agreement. 30. TRAVEL (a) Transportation for employees required to travel on Regional District business, or authorized to attend conferences, conventions or seminars will be paid as follows: (1) When employee's own vehicle is used, a rate as determined by the Employer from time to time for all employees. (2) When other means of transportation is used - actual cost of such transportation as verified by receipts. 31. PRIVATE VEHICLE DAMAGE Where an employee s vehicle is damaged as a direct result of the authorized use of their own vehicle on Regional District business, the Regional District will reimburse the employee the cost of any deductible portion of insurance coverage on that vehicle up to five hundred dollars ($500.00). CEP Local 466 and SCRD Collective Agreement Page 45 of 81

48 32. TERM OF AGREEMENT (a) This agreement shall be effective from January 1, 2007 to and including December 31, 2011 subject to the right of either party to this collective agreement, within four (4) months immediately preceding the date of December 31, 2011 by written notice to the other party, to require the other party to commence collective bargaining with a view to the conclusion of a renewal of this collective agreement or a new collective agreement. (b) During the period when negotiations are being conducted between the parties for the renewal of this agreement, the present agreement shall continue in full force and effect until: (1) the Union commences a legal strike; or (2) the Employer commences a legal lockout; or (3) the Parties enter into a new or further agreement. (c) (d) (e) During the continuation period provided for above, neither party shall attempt to take any action or make any changes in the terms and conditions of employment, which would be inconsistent with the express terms of this agreement. During the term of this agreement or during the continuation period provided for above, there shall be no strike by the Union or lockout by the Regional District. By agreement of the parties hereto, the provisions of subsection (2) and (3) of Section 50 of the Labour Relations Code of British Columbia, are specifically excluded. IN WITNESS WHEREOF, THE PARTIES HERETO HAVE SIGNED THIS AGREEMENT AT SECHELT, THIS 9 th DAY OF MAY FOR SUNSHINE COAST REGIONAL DISTRICT (the Employer) FOR COMMUNICATIONS, ENERGY AND PAPERWORKERS UNION OF CANADA, LOCAL 466 (the Union) John France Chief Administrative Officer Scott Rush President Page 46 of 81 CEP Local 466 and SCRD Collective Agreement

49 CEP Local 466 and SCRD Collective Agreement Page 47 of 81

50 APPENDIX I CLASSIFICATIONS AND WAGE RATES GRID # Band # Points 3% 3% 3% Page 48 of 81 Appendix I Classifications and Wage Rates

51 GRID # Band # Points 3% 3% 3% *Note: Grid #2 Applies to Arena Workers and Cashiers; Recreation Office Assistants hired after contract ratification; and All Aquatic staff excluding Coordinator. Appendix I Classifications and Wage Rates Page 49 of 81

52 Appendix I (cont d) Classifications & Wage Rates (Current as of December 31, 2008) Community Services Administrative Assistant 313 I Building Services Building Clerk 232 I Building Inspector 412 I Bylaw Enforcement Officer 316 I Dog Control Officer 321 I Plans Checker 420 I Sr. Bylaw Enforcement Officer 359 I Fire Departments Fire Prevention Officer 305 I Firehall Asst Roberts Creek 254 I Firehall Asst/Inspector (HMB) 296 I Maintenance Technician 249 I Parks & Recreation (Grid #1) Accounting Technician II 291 I Assistant Parks Supervisor 328 O Assistant Supervisor - Facilities 409 R Facilities Operations Supervisor 496 R Facilities Operator I (Arena) 246 R Facilities Operator I (Pool) 223 R Facilities Operator II 326 R Facilities Worker (Arena) 219 R Facilities Worker (Pool) 211 R Parks Planning Coordinator 452 I Parks Secretary II 254 I Parks Supervisor 382 O Parks Worker 247 O Recreation Office Assistant* 249 R Recreation Office Coordinator 336 R Recreation Program Coordinator 403 R - Aquatic & Fitness 424 R - Arenas 424 R Senior Parks Worker 292 O Parks & Recreation (Grid #2) Aquatic Supervisor 345 R Arena Worker 188 R Instructor Guard 255 R Fitness/Dance Instructor 234 R Lifeguard R Lifeguard R Recreation Cashier 166 R Recreation Office Assistant* 249 R Senior Lifeguard 242 R *For Recreation Office Assistant, Grid #2 Applies if hired after ratification. Planning & Development Assistant Planner Dev. Control 440 I Assistant Planner - Land & Policy 415 I Clerk Technician III 273 I Administrator, Property, Information & Mapping 479 I GIS Technician I 322 I GIS Technician II 343 I Planner I 464 I Planner II Dev. Control 513 I Planning Secretary II 249 I Planning Technician 373 I Property Information Technician 331 I Senior Planner Dev. Control 555 I Senior Planner - Land & Policy 580 I SCEP Emergency Program Coordinator 435 I Corporate Services Administrative Assistant 348 I Receptionist 245 I Finance Accounting Tech. - AP 297 I - AR 290 I - Reporting & Analysis 404 I Data Entry Technician I 218 I Payroll Technician III 346 I Purchasing Assistant 238 I Purchasing Officer 412 I Human Resources Human Resources Assistant 355 I Human Resources Clerk 183 I Information Technology Asst. Info. Technology Tech. 307 I Information Technology Tech. 352 I Sr. Information Technology Coordinator 459 I Legislative Services Mail Clerk 147 I Records Records Management Technician 326 I Page 50 of 81 Appendix I Classifications and Wage Rates

53 Infrastructure Services Operations Construction Engineering Tech. II 381 I Engineering Systems Tech. I 381 I Environmental Technician 326 I Operations Coordinator 352 I Operations Support Technician 302 I Section Secretary - IS 271 I Solid Waste Landfill Attendant II 302 O Recycling Attendant 156 O Recycling Truck Driver 197 O Scale Attendant 249 O Senior Landfill Attendant 309 O Solid Waste Coordinator 433 I Waste Monitor 219 O Transportation & Facilities Autobody Technician 300 O Dispatcher 261 I Facilities Maintenance Technician 363 O Facilities Maintenance Assistant 253 O Fleet Maintenance Supervisor 421 O Handy Dart Driver 264 O Labourer I 166 O Mechanic 343 O Secretary Trans. & Facilities 216 I Service Person/Transit Assistant 216 O Transit Driver - Conventional 289 O Transportation Assistant 280 I Water/Wastewater Labourer I 206 O Labourer II 278 O Pipelayer I 282 O Pipelayer II 333 O Senior Water Technician 453 O Utilities Coordinator 432 O Utilities Supervisor 496 O Wastewater Technician 332 O Water Services Assistant - PH 244 I Water Treatment Plant Operator 314 O Water Technician I 245 O Water Technician II 337 O Water Technician III 369 O Works Assistant 247 I Classifications: I = Inside Employee O = Outside Employee R = Recreation Employee (Current as of December 31, 2008) Appendix I Classifications and Wage Rates Page 51 of 81

54 APPENDIX II LIST OF EXEMPT POSITIONS 1. Chief Administrative Officer 2. Treasurer 3. Manager Legislative Services 4. Manager Financial Services 5. General Manager Community Services 6. General Manager Infrastructure Services 7. Manager Human Resources 8. Manager Transportation and Building Services 9. Manager Planning and Development 10. Manager Parks and Recreation 11. Manager Information Services 12. Human Resources Officer 13. Chief Building Inspector 14. Manager Pender Harbour Aquatic and Fitness Centre 15. Area Recreation Manager (2) 16. Fire Chief Gibsons 17. Executive Assistant to the CAO 18. Confidential Assistant to the Manager Legislative Services (Current as of December 31, 2008) Page 52 of 81 Appendix II List of Exempt Positions

55 APPENDIX III COMPENSATION PACKAGE As of the date of ratification, all current CEP members will receive a lump sum payment equivalent to $0.93 per hour for all regular hours worked in As of the date of ratification, the JEC banding and rates will apply to all current CEP members retroactive to January 1, All CEP members currently receiving a higher rate than identified in the JEC banding will be red-circled until such time as the JEC rate exceeds their current pay rate with the exception of the Dog Control Officer position, which was previously agreed by CEP to be adjusted to actual banding rate effective the date of ratification. Appendix III Compensation Package Page 53 of 81

56 LETTER OF UNDERSTANDING #1 EARNED DAYS OFF Between Sunshine Coast Regional District and CEP Local 466 Eligible employees may earn up to 12 days off per calendar year, subject to the following principles: 1. This provision shall only apply to post probationary employees who work on a regular full time basis, either thirty-five (35) or thirty-seven and one-half (37½) hours per week, and who work a five (5) day work week. Participation is optional. 2. This provision shall not apply to Transit Drivers, Landfill Attendants and Recreation employees. 3. Inside employees will be required to use up to three (3) of their earned days between Christmas Day and New Year s Day. Outside employees may schedule up to three (3) of their earned days between Christmas Day and New Year s Day, subject to operational requirements. 4. The SCRD retains complete discretion for scheduling of the additional hours worked in order to earn the additional days off. 5. The additional earned days off will be scheduled by mutual agreement between the manager and the employee. 6. For the purpose of scheduling of the additional hours of work required to earn the additional days off, the overtime provisions of the collective agreement do not apply. Page 54 of 81 Letters of Understanding

57 7. In the event of an unscheduled absence for reasons such as sickness or family responsibility on a day that would have been an earning day, the earning time may be rescheduled with the prior approval of the manager. Signed May 9, 2008: Signed on behalf of the Union: Signed on behalf of the Sunshine Coast Regional District: Scott Rush, President John France, CAO Letters of Understanding Page 55 of 81

58 LETTER OF UNDERSTANDING #2 EMPLOYMENT INSURANCE PREMIUM REDUCTION Between Sunshine Coast Regional District and CEP Local 466 This Letter of Understanding will confirm the agreement of the parties to allocate the Employment Insurance premium reduction to covering the cost of eye examinations for bargaining unit members, on the following basis. 1. The intent is to provide a benefit supplementary to the current and any future eyewear provisions as agreed in collective bargaining, as long as the funds are available. 2. The limit on frequency of payment will be as per current and any future limits agreed in collective bargaining (one examination every two years as of the date of signing this Letter of Understanding). 3. In the event that the premium rebate funds are insufficient to cover the cost of an eye examination, the employee has the option of recovery as part of their eyewear claim, subject to the individual limit in effect at the time the claim is submitted. 4. Should the EI premium reduction program be cancelled, the SCRD retains the right to cancel supplementary eye examination payments. 5. In the event that payment of eye examinations is reinstated under any provincial program in the future, or for any other reason, the parties may change or replace this Letter of Understanding by mutual agreement, in a manner which complies with the requirements of the EI premium reduction program. 6. Employees requiring annual eye examinations for medical reasons may be reimbursed for the cost of such exams subject to availability of funds. Signed May 9, 2008: Signed on behalf of the Union: Signed on behalf of the Sunshine Coast Regional District: Scott Rush, President John France, CAO Page 56 of 81 Letters of Understanding

59 LETTER OF UNDERSTANDING #3 JOB EVALUATION MAINTENANCE COMMITTEE Between Sunshine Coast Regional District And CEP Local 466 The parties agree to establish a joint committee, composed of two (2) Employer representatives and two (2) Union representatives. Each of the parties may also name an alternate representative. The objective of the Committee is to maintain the job evaluation plan of all jobs within CEP Local 466 in accordance with the Job Evaluation Maintenance Manual. Signed May 9, 2008: Signed on behalf of the Union: Signed on behalf of the Sunshine Coast Regional District: Scott Rush, President John France, CAO Letters of Understanding Page 57 of 81

60 LETTER OF UNDERSTANDING #4 CASUAL EMPLOYEES Between Sunshine Coast Regional District and CEP Local 466 Conditions of Employment 1. All the provisions of the Collective Agreement will apply to Casual Employees except the following: (a) Article 6: Time Off for Union Business (b) Article 11. A: Subsections: i) Callout j) Standby m) Scheduling of shifts n) EDOs (c) Article 11. B.(g): Flexible Schedules (d) Article 15: Statutory Holidays with the exception of Section 2(a) below (e) Article 16: Annual Vacation With Pay with the exception of Section 2(b) below (f) Article 17: Leaves of Absence with the exception of Section 2(c) below (g) Article 18(d)&(e): Layoff and Recall (h) Article 25: Benefits for Regular Employees with the exception of Section 2(e) below 2. The following provisions will apply to Casual Employees: (a) (b) (c) Statutory Holidays: Casual Employees shall receive a percentage of pay as per Article 15. (e) in lieu of paid statutory holidays paid with each pay period. Vacation: Casual Employees shall receive a percentage of gross earnings as per Article 16. (b) paid with each pay period in lieu of annual vacations. Bereavement Leave & Family Responsibility Leave: Casual Employees shall be entitled to leave as per Article 17. A. (b) (Bereavement Leave) and Article 17. A. (d) (Family Responsibility Leave) without pay. Page 58 of 81 Letters of Understanding

61 (d) (e) Following ratification of the Agreement, all existing leave balances will be grandparented. Cash In Lieu Of Benefits: Casual Employees hired before the date of ratification of the Collective Agreement shall receive cash in lieu of benefits at the rate of $2.61 per regular hour. 3. Casual Employees who have not worked for a six (6) month period shall be deemed terminated. 4. On request of the Union, the status of Casual Employees will be reviewed to ensure compliance with the Collective Agreement. 5. Casual Employees will be called to work in order of seniority pursuant to the Letter of Understanding #5, On-Call Procedure. If shifts remain unfilled, Casual Employees will be called again in ascending order of seniority. Casual Employees who refuse more than three (3) shifts within a four (4) week period on the second call, will be temporarily placed at the bottom of the casual list for a period of four (4) weeks. Signed May 9, 2008: Signed on behalf of the Union: Signed on behalf of the Sunshine Coast Regional District: Scott Rush, President John France, CAO Letters of Understanding Page 59 of 81

62 LETTER OF UNDERSTANDING #5 ON-CALL PROCEDURE Between Sunshine Coast Regional District and CEP Local The purpose of this Letter of Understanding is: (a) (b) To ensure suitable relief coverage is available on an as needed basis to all divisions, and; To ensure casual assignments are allocated in a manner consistent with seniority. 2. The Parties agree that, for each division that uses casual employees, there shall be established and maintained a casual list for that division and further that there shall be established and maintained an SCRD general casual list. 3. Divisions that have their casual staff list will continue to contact employees from that list in order of seniority and that those division casual lists will be maintained in accordance with this Letter of Understanding. 4. If the employees on a division s casual list are not available, that division may call in someone from the general casual list, in order of seniority and subject to the employee being available, the employee being capable of performing the work and the employee being sufficiently trained for the available work. 5. Any casual employee or Regular Part Time employee available for additional work may apply to be placed on one division casual list subject to the established procedure. 6. Any casual employee or Regular Part Time employee available for additional work may apply to be placed on the general casual list subject to the established procedure. 7. Human Resources will establish and maintain the general casual list and keep managers and supervisors informed accordingly. Page 60 of 81 Letters of Understanding

63 8. The parties agree that this Letter of Understanding is in effect on a trial basis. In the event that operational difficulties occur with the provisions of this Letter of Understanding, the Parties will work together to remedy the difficulties. If the difficulties cannot be remedied to the satisfaction of both parties, this Letter of Understanding will expire sixty (60) calendar days after the delivery of written cancellation notice from one Party to the other Signed May 9, 2008: Signed on behalf of the Union: Signed on behalf of the Sunshine Coast Regional District: Scott Rush, President John France, CAO Letters of Understanding Page 61 of 81

64 LETTER OF UNDERSTANDING #6 Salary/Wage Deferral Plan Between Sunshine Coast Regional District And CEP Local 466 Both parties recognize the positive outcomes of occasional extended leave for special circumstances such as education or unique sabbaticals. Both parties agree to delegate to the Labour Management Committee the task of investigating and developing a Salary/Wage Deferral Plan to assist employees in planning for extended leaves of absence for specified purposes. The Plan must conform to operational requirements and to any statutory requirements, which govern Deferred Salary/Wage Plans. Both parties prior to implementation must approve the Plan. Signed May 9, 2008: Signed on behalf of the Union: Signed on behalf of the Sunshine Coast Regional District: Scott Rush, President John France, CAO Page 62 of 81 Letters of Understanding

65 LETTER OF UNDERSTANDING #7 STAFF MEETINGS Between Sunshine Coast Regional District And CEP Local 466 The purpose of this Letter of Understanding is to facilitate scheduling and attendance of staff at meetings outside regular business hours, for the mutual benefit of both staff and management. This Letter of Understanding will apply mainly to divisions such as Transit, Landfill and Parks/Recreation, but could also apply to any division in which the staffing schedule and maintaining operational requirements make it difficult to schedule a staff meeting during regular business hours, e.g. (i) Maintaining customer service in multiple locations during regular business hours (ii) Maintaining operations seven days per week (iii) Most or all staff work less than five days per week. 1. Purpose and general considerations (a) (b) (c) (d) This Letter of Understanding does not create an obligation for managers to schedule a meeting outside of regular business hours, nor for staff to attend same. Staff meetings will continue to be scheduled during normal business hours whenever feasible. The purpose of such meetings will be to promote team work, exchange information and address operational issues, such as procedures and safety Given that staff would be attending such meetings on what would otherwise be time off, the input of staff as to frequency and timing is recommended. Scheduling would be subject to the final approval of the Manager or designate. It is recommended that the meetings will have an agenda, distributed to attendees in advance and that minutes be recorded and distributed to those staff unable to attend. 2. Compensation for attendance at meetings (a) (b) (c) The parties agree that for the purposes of holding staff meetings outside regular business hours, the provisions of Article 11 A & B of the collective agreement - Working Hours and Overtime will not apply. All staff who attend the meeting will be paid extra straight time pay at their regular rate for the duration of the meeting or two hours, whichever is more. The Parties agree that this Letter of Understanding is in effect on a trial basis. In the event that operational difficulties occur with the provisions of the Letter of Letters of Understanding Page 63 of 81

66 Understanding, the Parties will work together to remedy the difficulties. If the difficulties cannot be remedied to the satisfaction of both parties, this Letter of Understanding will expire sixty (60) calendar days after the delivery of written cancellation notice from one Party to the other. Signed May 9, 2008: Signed on behalf of the Union: Signed on behalf of the Sunshine Coast Regional District: Scott Rush, President John France, CAO Page 64 of 81 Letters of Understanding

67 LETTER OF UNDERSTANDING #8 SUBSTITUTION PAY FOR ACTING TRANSIT MANAGER Between Sunshine Coast Regional District and CEP Local 466 This Letter of Understanding recognizes the unique needs of the Transit operation and addresses those situations in which the Acting Transit Manager undertakes certain additional responsibilities during and outside of the employee s regular hours of work, in the absence of the Transit Manager. At the discretion of the SCRD, a period so designated may be less than the minimum three (3) working days required under Article 13. (d). Such responsibilities include but are not limited to: (i) Trouble-shooting and monitoring operations on the road, by pager and radio (ii) Call in of relief staff and weekly scheduling, authorizing overtime when necessary (iii) Authorizing route changes or other adjustments to service. The parties agree as follows: 1. Hourly Rate (a) (b) (c) The Acting Transit Manager will be paid at 90% of the current hourly rate of pay for the position of Transit Manager, applied to the regular hours of work for the Dispatcher. If designated to substitute for the Transit Manager on a long weekend, the hourly rate of pay referred to in 1. (a) above will also apply to the Statutory holiday. This will constitute the full remuneration for the period of time when the designated employee is designated to substitute for the Transit Manager. 2. Subsections Of The Collective Agreement Not Applicable The following provisions of Article 11. A. & B. will not be applicable during such periods of substitution: (a) Working Hours Article 11. A. (e) Transit hours Article 11. A. (h) Shift Premium Article 11. A. (i) Callout Article 11. A. (j) Standby Article 11. A. (k) Rest Interval Letters of Understanding Page 65 of 81

68 (b) Overtime Article 11. B. (f) Overtime Rates Article 11. B. (g) Flexible Schedules 3. Without Prejudice In consideration of the unique nature of Transit operations compared with other SCRD operations, this Letter of Understanding is on a without prejudice basis. 4. Review by the parties The Letter of Understanding will be reviewed by the parties once it has been in effect for a sufficient period of time to evaluate its appropriateness (approximately one year) and will only be varied by mutual agreement of the parties. Signed May 9, 2008: Signed on behalf of the Union: Signed on behalf of the Sunshine Coast Regional District: Scott Rush, President John France, CAO Page 66 of 81 Letters of Understanding

69 LETTER OF UNDERSTANDING #9 TRANSIT SCHEDULING AND CALL OUT PROCEDURE Between Sunshine Coast Regional District and CEP Local 466 The following represents an understanding between the parties with respect to the criteria that will govern shift sign-ups subject to Article 11. A. (f), and the procedure to be followed when scheduling and filling vacant shifts. Sign-Ups 1. Shift sign-ups will be conducted in accordance with Article 11. A. (f) except as otherwise noted herein. 2. Insofar as possible, the Manager shall construct shifts eight (8) hours in length. If there is a bona fide requirement for shifts longer than eight (8) hours, the Employer and the Union shall meet to amend the selection process to incorporate the longer shifts. 3. (a) Prior to sign up, the Manager shall determine the total number of shifts; subtract the number of shifts attributed to the individuals referenced in Section 6 below; and divide by five (5) to calculate the required number of regular full-time drivers. (b) If there are shifts left over after this calculation, the next employee(s) in order of seniority shall be eligible for conversion to regular status as required. 4. Except as noted in Section 11(a) below, the Manager shall provide the Union a schedule designating day off options and paddles four (4) weeks in advance of sign-up for review and suggestions. The Union shall provide the manager with any suggestions at least two (2) weeks prior to sign-up. The Employer shall consider the recommendations that do not increase costs, impact service or operational requirements. 5. Regular drivers under Section 3 (a) above shall select five (5) individual shifts and two (2) consecutive days off from the list of available day off options in order of seniority. The balance of shifts remaining shall be assigned in order of seniority to regular drivers under Section 3(b) above. 6. For the purposes of Section 7 below, Sharon Roye, Maralyn Hansen, Barry Wiedrick and Larry Ennis will be permitted to sign a minimum of four (4) shifts. 7. If any drivers specified in Section 6 above elect to sign for four (4) shifts in a week, they will be considered to be unavailable for any straight time or overtime shifts on the fifth day. These drivers shall be eligible for overtime shifts on their designated consecutive days off. Letters of Understanding Page 67 of 81

70 8. Split shifts may be scheduled by the Employer where there is a bona fide operational need. Eligibility for Spare Board 9. Except a specified in Section 7 above, regular drivers who are not able to sign for five (5) shifts in a week will be available for spare board for any remaining days of the week. Eligibility for spare board will be available only to drivers on those days where they have exhausted the potential to sign-up for available shifts. 10. Casual spare board drivers will have their two (2) consecutive days off scheduled by the Manager or designate on a weekly basis, subject to operational requirements and will be offered shifts in seniority order. Provisional Sign-Up 11. (a) In addition to the shift sign-up provisions in Article 11. A. (f), the Regional District may initiate a sign-up when required to address a staffing situation, such as an absence anticipated with reasonable certainty to be more than thirty (30) days duration, change in the transit schedule that significantly affects one or more driver shifts, or change caused by service expansion or attrition. (b) This additional shift sign-up will be limited to the effected drivers and remain in effect for the duration of the vacancy or change to shifts, whereupon the original sign-up schedule will be re-implemented unless a new sign-up has taken place. Weekly Scheduling 12. Drivers whose names are on the spare board will be scheduled weekly based on their seniority and consistent with principles of Article 11. A. (f). 13. Each Monday, the following week s provisional schedule indicating shifts available at that time will be posted in the dispatch office. No later than noon Wednesday, the following week s spare board driver assignment will be posted in the dispatch office. 14. In the event that a shift vacancy occurs after the following week s schedule has been posted, the shift will be assigned to the most senior spare board driver who is available at straight time rates. Drivers will be afforded eight (8) hours response time before the shift is assigned. The Regional District may change a previously scheduled assignment in order to meet operational requirements subject to mutual agreement of the effected drivers. In the event that a shift can only be assigned to drivers on designated days off, the shift shall be assigned to the most senior available driver. Page 68 of 81 Letters of Understanding

71 15. Where the employer has between twelve (12) and twenty-four (24) hours notice of a vacancy, shifts will be assigned to eligible drivers by seniority. Drivers will be afforded three (3) hours response time before the shift is assigned. 16. Where the employer has less than twelve (12) hours notice of a vacancy, eligible drivers will be called by seniority with no provision for a response time before the shift is assigned. 17. In the event of an emergency due to an incident, accident or illness, the Employer may assign the effected shift without regard to seniority. 18. Where shifts offered on a weekly basis remain unfilled, spare board drivers will be called in ascending order of seniority to work. Drivers who refuse more than three (3) shifts within a four (4) week period on this basis will be temporarily placed at the bottom of the spare board list for a period of four (4) weeks. Signed May 9, 2008: Signed on behalf of the Union: Signed on behalf of the Sunshine Coast Regional District: Scott Rush, President John France, CAO Letters of Understanding Page 69 of 81

72 LETTER OF UNDERSTANDING # 10 RECREATION EMPLOYEES Between Sunshine Coast Regional District And CEP Local 466 The Parties agree Recreation operations are dependent on usage by the Public. Therefore, working conditions will vary from the collective agreement as outline in this Letter of Understanding. All provisions of the collective agreement apply except as follows: 1. Hours of Operation The normal hours of operation for Recreation facilities will vary between 0500 and 0100, seven (7) days per week, fifty-two (52) weeks of the year dependent on public demand of the services. Exceptions to the normal hours of operation may be made based on public requests. 2. Shift Schedules (a) (b) (c) Wherever possible, shift schedules will be posted at facilities 2 weeks in advance. Shifts will be assigned by seniority subject to qualifications and availability. Work shifts will be designed to accommodate employees consistent with the demands of recreation facilities for public use. 3. Working Hours and Over Time (a) Recreation Administrative Employees applies to Recreation Office Assistant, Recreation Coordinator, Recreation Office Coordinator, Accounting Technician II Parks & Recreation. Regular hours shall consist of a maximum of seven (7) hours work per day, exclusive of a one-half (1/2) hour unpaid meal period, and thirty five (35) hours work per week with a minimum of two (2) consecutive days off. Overtime shall be compensated at one and one-half (1½) times the regular rate of pay for all hours worked in excess of seven (7) hours in a day and after thirty five (35) hours in a workweek. Employees shall be compensated at two (2) times the regular rate of pay for all hours worked in excess of nine (9) hours in a day, and for all hours worked on their scheduled days off or a statutory holiday under the terms of the Collective Agreement. Page 70 of 81 Letters of Understanding

73 (b) Recreation Supervisory Employees applies to Facility Operations Supervisor, Aquatic Supervisor. Regular hours shall consist of a maximum of seven and one-half (7½) hours work per day, exclusive of a one-half (1/2) hour unpaid meal period, and thirty seven and one-half (37½) hours work per week with a minimum of two (2) consecutive days off. Overtime for Recreation shall be compensated at one and one-half (1½) times the regular rate of pay for all hours worked in excess of seven and onehalf (7½) hours in a day and after thirty seven and one-half (37½) hours in a workweek. Employees shall be compensated at two (2) times the regular rate of pay for all hours worked in excess of nine and one-half (9½) hours in a day, and for all hours worked on their scheduled days off or a statutory holiday under the terms of the Collective Agreement. (c) Recreation Facility Employees applies to Facility Operator 1, Facility Operator 2, Arena Worker, Assistant Supervisor Facility Operations, Recreation Cashier, Lifeguard. 4. Split Shifts Regular hours shall consist of a maximum of eight (8) hours per day, exclusive of a one-half (1/2) hour unpaid meal period, and forty (40) hours work per week with a minimum of two (2) consecutive days off. Overtime for Recreation shall be compensated at one and one-half (1½) times the regular rate of pay for all hours worked in excess of eight (8) hours in a day and after forty (40) hours in a workweek. Employees shall be compensated at two (2) times the regular rate of pay for all hours worked in excess of ten (10) hours in a day, and for all hours worked on their scheduled days off or a statutory holiday under the terms of the Collective Agreement. There shall be no split shifts and no unpaid breaks for regular full-time employees during any shift other than those as provided in Article 11. A. (l). Letters of Understanding Page 71 of 81

74 5. Minimum Shift Hours (a) (b) (c) (d) (e) All employees reporting to work in the position of: Recreation Coordinator, Recreation Office Coordinator, Recreation Office Assistant, Accounting Technician II Parks & Recreation, Facility Operator 1, Facility Operator 2, Assistant Supervisor Facility Operations, or full-time Lifeguard, will be paid for a minimum of four (4) hours or actual hours worked at the regular rate of pay, whichever is greater. All employees reporting to work in the position of: Arena Worker, Recreation Cashier, part-time Lifeguard, and Casuals will be paid a minimum of two (2) hours or actual hours worked at the regular rate of pay, whichever is the greater. Notwithstanding Section 5. (a)&(b) above, Pender Harbour Aquatic Centre employees shall be paid for actual hours worked. Notwithstanding Section 5. (a)&(b) above, students reporting to work on a school day shall be paid for actual hours worked. Notwithstanding the above provisions for minimum shift hours, the Employer shall make every reasonable effort to provide work to employees in such a way that maximizes their daily hours. 6. Travel Time Travel time during shift hours for applicable employees, and as identified by management, will be considered duty time. 7. Seasonal Employees A seasonal employee enrolled in the Health & Welfare benefits plan at the time of seasonal layoff will continue to be covered by those plans if they pay in advance (by post-dated cheques) to the Regional District one-half (1/2) of the premium costs. The Regional District will pay the other half of the premium costs. 8. Flexible Schedules It is recognized that employee work schedules in Recreation facilities are responsive to the needs of the public. Therefore, for the purpose of this Letter of Understanding only, flex time means the hours worked by a recreation employee, or group of employees, who may on a voluntary basis and with the approval of their manager, adjust their bi-weekly work schedule within the following framework: Page 72 of 81 Letters of Understanding

75 (a) (b) (c) The employee shall not work in excess of the hours for a regular full-time employee in one (1) bi-weekly pay period. The workday for the employee on flex time shall not exceed ten (10) hours. Hours worked in excess of ten (10) hours shall be compensated at overtime rates as in Section 3 above. 9. Meal Break Employees required, for operational reasons, to remain in the worksite during meal breaks will be paid at straight time for such time. 10. Earned Days Off The Letter of Understanding regarding Earned Days Off shall not apply to Recreation Employees. 11. Contracting Out Given the expansion in services in the Regional District, it is unclear to the parties what the impact will be with respect to potential bargaining unit work and the need to contract out additional services in the future. Therefore, the Parties agree to revisit the contracting out issue as it related to recreation services within a year of the date of ratification of the Collective Agreement. If the Parties cannot resolve the matter, the outstanding issues shall be referred to Mark Brown for binding resolution. This provision shall not supersede Article 9 of the Collective Agreement. 12. Joint Union Management Committee A Joint Union Management Committee comprised of two (2) Union and two (2) Employer representatives will be established and shall act in an advisory manner on scheduling matters related to this Letter of Understanding. This Committee will be reviewed after one year. Signed May 9, 2008: Signed on behalf of the Union: Signed on behalf of the Sunshine Coast Regional District: Scott Rush, President John France, CAO Letters of Understanding Page 73 of 81

76 LETTER OF UNDERSTANDING #11 Assignment of Same Day Seniority Between Sunshine Coast Regional District And CEP Local 466 The parties agree to the following method of assigning same day seniority to all included employees hired by the SCRD after the signing of this Letter of Understanding. The definition of and terms regarding seniority are outlined in the CEP Local 466 and SCRD Collective Agreement. Further to the Collective Agreement, the following will apply to the assignment of seniority of employees whose first day of service is the same day. (a) (b) Seniority will be assigned based on the schedule start time of each employee. This means that the employee with the earliest scheduled start time of the day will be assigned seniority over an employee whose scheduled start time is later in the day. Where two or more employees have the same scheduled start time, the assignment of seniority will be determined by order of a name draw. i. Human Resources will place the names of each applicable employee in an envelope. ii. A member of the CEP Executive or a Union Steward will draw names and seniority will be assigned to the employees in the order drawn. (c) An employee must be present for their scheduled shift for seniority to be assigned. The parties further agree that the above method of assigning seniority will be the only method for assigning seniority to same day hires and cannot be varied without the mutual agreement of the parties. This Letter of Understanding may be cancelled by way of sixty (60) days written notice from one party to the other. Signed December 8, 2008: Signed on behalf of the Union: Signed on behalf of the Sunshine Coast Regional District: Scott Rush, President John France, CAO Page 74 of 81 Letters of Understanding Negotiated After Ratification

77 LETTER OF UNDERSTANDING #12 Flex Scheduling Facilities Maintenance Between Sunshine Coast Regional District And CEP Local 466 It is recognized that the employee work schedule in Facilities Maintenance requires flexibility in order to meet the unique time or efficiency requirements of certain maintenance projects. Therefore for the purposes of this Letter of Understanding only, flex time means the hours worked by a Facilities Maintenance employee or group of employees, who may on a voluntary basis and with the approval of their manager, adjust their biweekly work schedule within the following framework: (a) (b) (c) The employee shall not work in excess of the hours for a regular full-time employee in one (1) bi-weekly pay period. The workday for the employee on flex time shall not exceed ten (10) hours. Hours worked in excess of ten (10) hours shall be compensated as per Article 11 B (g) of the CEP Local 466 and SCRD Collective Agreement The parties agree that this Letter of Understanding is in effect on a trial basis. In the event that operational difficulties occur with the provisions of this Letter of Understanding, the parties will work together to remedy the difficulties. If the difficulties cannot be remedied to the satisfaction of both parties, this Letter of Understanding will expire sixty (60) days after the delivery of written cancellation notice from one party to the other. Signed December 8, 2008: Signed on behalf of the Union: Signed on behalf of the Sunshine Coast Regional District: Scott Rush, President John France, CAO Letters of Understanding Negotiated After Ratification Page 75 of 81

78 LETTER OF UNDERSTANDING #13 Pay for Summer Students Between Sunshine Coast Regional District And CEP Local 466 The following represents the agreement between the parties in respect to the employment of and wages paid to Summer Students. (a) (b) (c) Summer Students are temporary employees as defined in the CEP Local 466 and SCRD Collective Agreement. The terms of employment for students are that of a Temporary Employee as provided within the CEP Local 466 and SCRD Collective Agreement. Wages paid to Summer Students are paid as a percentage of the listed wage rates included within the CEP Local 466 and SCRD Collective Agreement as follows: i. 1 st term worked by the summer student 75% of the wage rate for the position filled. ii. 2 nd term worked in the same position by the summer student 80% of the wage rate for the position filled. iii. 3 rd term worked in the same position by the summer student 85% of the wage rate for the position filled. iv. Subsequent terms if any worked in the same position by the summer student 100% wage rate for the position filled. Signed December 8, 2008: Signed on behalf of the Union: Signed on behalf of the Sunshine Coast Regional District: Scott Rush, President John France, CAO Page 76 of 81 Letters of Understanding Negotiated After Ratification

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