YORK CONDOMINIUM CORPORATION NO and- LIUNA LOCAL 183

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2 THIS AGREEMENT made and entered into this 1st day of June, BETWEEN: YORK CONDOMINIUM CORPORATION NO. 128 (hereinafter called the "Employer") OF THE FIRST PART -and- LIUNA LOCAL 183 (hereinafter called the "Union") OF THE SECOND PART PURPOSE The purpose of this Agreement is to provide orderly collective bargaining relations between the Employer and its employees covered by the Agreement through the Union to secure prompt and fair disposition of grievances, to secure the efficient operation of the Employer's business without interruption or interference with work and to provide fair wages, hours and working conditions for the employees. It is recognized by this Agreement to be the duty of the Employer, the Union and the employees to co-operate fully, individually and collectively for the advancement of the said conditions. ARTICLE I- RECOGNITION 1.01 The Employer recognizes the Union as the bargaining agent of all employees of York Condominium Corporation No. 128 engaged in cleaning and maintenance at 1, 3, 5, 7, 9, 11, 15, 17 & 19 Four Winds Drive in the Municipality of Metropolitan Toronto, save and except the Property Manager, persons above the rank of Property Manager, office, clerical staff and students during summer months. York Condominium Corporation No. 128 ( ) Page I

3 ARTICLE II -UNION SECURITY 2.01 The regular monthly Union dues at one point eight percent (1.8%) shall as a condition of employment, be deducted from and checked-off from the wages of each employee employed in any position within the bargaining unit described in Article I of this Agreement The monthly Union dues shall be deducted from the pay due to the employees in amounts as advised by the Secretary/Treasurer of the Union, and such deduction shall be forwarded to the Secretary/Treasurer of the Union not later than the fifteenth (15th) day of the month following the month in which the deductions were made The Employer shall, when forwarding such dues, provide a list for the Secretary/Treasurer of the Union, listing the names and corresponding Social Insurance Numbers of the employees from whose pay such deductions have been made. The Employer shall notify the Union of any and all Termination of Employees (Voluntary or Otherwise.) 2.04 The Union shall indemnify the Employer from any claim which may arise from deductions made pursuant to this Article No Union member will be intimidated, coerced or discriminated against for Union activities. ARTICLE III- MANAGEMENT RIGHTS 3.01 The Employer shall have the exclusive functioning option to conduct their business in all respects in accordance with their commitments and responsibilities, including the right to: (a) manage, locate, extend, schedule, curtail or cease maintenance operations; (b) determine the hours-of-work, determine the number of workers required for any or all operations; judge the qualification of employees; assign or reassign work loads of employees; determine and evaluate the content and functions of all jobs and classification; revise work assignments at any time and maintain an efficient mobile work force with diverse skills; Page 2

4 (c) determine the types and placement of machines, tools, materials and equipment; and to introduce new or improved systems and equipment; (d) hire, classify, promote, transfer and lay-off employees and to discharge, demote and suspend employees for just cause; (e) establish, revise from time-to-time, and enforce, reasonable rules of conduct and procedure for its employees, maintain order, discipline and efficiency. It is agreed that these functions shall not be exercised in a manner inconsistent with the provisions of this Agreement. Employees in the bargaining unit as described in Article I - Recognition shall not be laid-off or lose their regular wages as a result of outside contractors Employer Polices (a) Employer policies shall be communicated and available to the employees where applicable. Any revisions or amendments to the policy shall be presented or disclosed within one (1) week of the final draft. (b) Subject to availability of space and management approval, the Employer shall provide the Union with a bulletin board for posting notices. Where no bulletin board is available the Employer agrees to facilitate the distribution of Union material to the bargaining unit members. ARTICLE IV - GRIEVANCE PROCEDURE 4.01 The immediate attention to complaints and grievances is of the utmost impm1ance. Properly constituted grievances shall be processed through the following procedures: Step No.1 Within five (5) working-days after the alleged grievance incident, the aggrieved shall present the grievance to his designated Property Manager either in writing or orally. The Property Manager shall schedule the time and place for the discussion within three (3) working-days of the receipt of the grievance. The Property Employ~ Page 3

5 Manager shall give his response within seven (7) working-days following the meeting. Should no settlement be determined, the Union may proceed to the next step of the Grievance Procedure within five (5) working-days from the date of the response from the Property Manager. Step No.2 The aggrieved, through an authorized Union Representative, may submit the grievance to an authorized agent of the Employer, in writing; and the responsible parties shall meet within five (5) working-days following. Should no settlement satisfactory to the aggrieved be determined within five (5) working-days following this meeting, the next step of the Grievance Procedure may be implemented within five (5) working-days following. Step No.3 Should no settlement, satisfactory to the aggrieved be determined within five (5) working-days following, the grievance may be submitted to arbitration within ten (10) working-days following, as provided in Article V- Arbitration Grievances pertaining to alleged violation of hours-of-work, rates-of-pay, overtime, vacation with pay and other monetary items, may be submitted within one ( 1) month of such alleged grievance incident Satisfactory judgement of such grievances may be retroactive from the first day of the grievance incident Employees with less than three (3) months' service (probationary employees) may submit grievances pertaining only to alleged violations of monetary matters It is herein agreed that immediately upon expiry of any of the time periods allowed in any of the Steps of the procedure and with no action being taken, the grievance is considered abandoned. Page 4

6 ARTICLE V- ARBITRATION 5.01 Any properly constituted gnevance concernmg the interpretation, application, administration or alleged violation of this Agreement, which has been properly processed through all of the steps of Article IV, but has not been satisfactorily settled, may be referred to arbitration Within thirty (30) calendar days of date of receipt of a request for arbitration, the parties shall endeavour to agree on the name of an Arbitrator. If agreement is not then reached, the party requesting arbitration may then request the Ministry of Labour to appoint an Arbitrator and advise the other party accordingly. Such request to the Ministry of Labour must be made no later than fourteen (14) calendar days following the thirty (30) day period referred to in this paragraph. Should the Employer and the Union be unable to agree upon an Official Arbitrator, the Minister of Labour for the Province of Ontario shall be asked to nominate a replacement Official Arbitrator The Arbitrator shall, upon receiving a Notice to Arbitrate, arrange a hearing at the earliest date. All concerned parties shall be given a minimum of ten ( 1 0) full-days' notice The Arbitrator shall, after hearing all of the evidence and submissions from all parties concerned, submit a final and binding decision in writing. Reasons for the decision need not be given at the time of the decision, but shall be provided within a reasonable period of time thereafter The Arbitrator shall be provided with written records containing details of the grievance, the section or sections of the Agreement which are alleged to have been violated and the requested remedy, none of which is subject to change The Arbitrator shall not have the power to alter or change any of the provisions of this Agreement; or to substitute any new provisions for any existing provisions, nor to render any decision inconsistent with the terms and provisions of the Agreement. Page 5

7 5.07 Statutory Holidays, Saturdays and Sundays shall be excluded from the times provided for the various Steps. Time limits may be adjusted by agreement of the parties concerned for Article IV and V The Union and the Employer shall equally share any expenses of the Arbitrator. ARTICLE VI- EMJ>LOYERS' GRIEVANCES AND UNION GRIEVANCES 6.01 The Employer, may submit a grievance to the Union in a manner similar to the procedure outlined in Article IV - Grievance Procedure. Should no settlement, satisfactory to the parties concerned, be determined, such grievance may be submitted to arbitration in a manner similar to the procedure defined in Article V - Arbitration A Union grievance which is defined as an alleged violation of the Agreement, involving all or a substantial number of employees in the bargaining unit in regard to which a substantial number of employees have signified an intention to grieve, or a grievance involving the Union itself, including the application or interpretation of this Agreement, may be brought forward at any time in accordance with Article IV - Grievance Procedure and if it is not settled, it may be referred to an Arbitrator in a manner similar to the procedure outlined in Article V - Arbitration. ARTICLE VII- APPENDICES OF WAGE RATES, HOURS-OF-WORK, AND SPECIFIC WORKING CONDITIONS 7.01 Attached to this Agreement are appendices which specifically set forth and define hourly rates, salaries, hours-of-work, job classifications, job descriptions and working conditions, all of which are an integral part of this Agreement. ARTICLE VIII- UNION REPRESENTATION 8.01 One ( 1) Union Steward may be appointed by the Union. The Union shall submit to the Employer, in writing, the name of the Shop Steward. Page 6

8 8.02 The Union Steward shall perform the required duties of an employee of the Employer and Union business shall not be conducted during regular working-hours without express permission from an authorized agent of the Employer, and such permission shall not be unreasonably withheld A Union Business Agent shall be required to advise the Employer's authorized agent of an intended visit and shall provide Union identification after which the Employer's authorized agent shall grant to the Union Business Representative access to any of the subject buildings or central maintenance departments as the case may be. The Union Business Representative shall not interfere with the progress of work during such visit Right to have a teward present An employee, who is subject to disciplinary action (i.e. written reprimands, suspension or terminations) that is to be recorded within the employee's Personnel File, shall have the right to have a Steward to represent him/her at such meetings if the employee chooses. The Employer agrees that the employee shall be notified in advance of the purpose of such meeting. It shall be the responsibility of the Employer to contact the Steward and if one is not available the employee being disciplined may request the presence of another co-worker at such meeting. A Union Steward, who is subject to discipline, shall have the right to the presence of a Union Representative or another officially appointed Union Steward. a) If no Union Steward has been appointed, or the Union Steward is not available the Employer shall schedule the disciplinary meeting within the next forty-eight ( 48) hours and it shall then become the sole responsibility of the employee concerned to arrange for a Union Representation to be in attendance when the meeting occurs. b) Copies of all suspension and terminations notices issued to the employees shall be forwarded to the Union Representative within twenty-four (24) hours of being issued. Page 7

9 c) This provision shall not apply to those discussions that are of an operational nature and do not involve imposition of disciplinary action The Union Representative or designated shall have fifteen (15) minutes with a new member within his/her probationary period to answer any Union related questions without any loss in his/her regular pay, within their regularly scheduled shift. ARTICLE IX- PRODUCTIVITY 9.01 The Union and the Employer recognize the reciprocal value of improving, by all proper and reasonable means, the productivity of the individual employee, and undertake jointly and severally to promote and encourage such improved productivity The Union, during the term of this Agreement, shall not cause picketing, strikes, or slowdowns which will interfere with the regular schedule of work of the employees of the Employer, and; each Employer, during the term of this Agreement, shall not cause a lock-out of its employees. ARTICLE X- SENIORITY Seniority is defined as the duration of an employee's service with his present Employer, from the date the employee started to work; and all things being equal, shall be the determining factor of lay-off and/or recall Recalls shall be by individual job classification in reverse order of lay-off. The Employer shall notify the employee of recall by registered letter forwarded to the last known address on file with the Employer All new employees shall be considered probationary for the first ninety (90) calendar days of employment, during which time such employees shall have no seniority rights. Days not worked due to absence shall not count towards the employee's seniority. Employe<~ Page 8

10 10.04 Seniority shall be retroactive to the first day of employment, after the probationary period is completed Any employee who has been off the payroll for a continuous period of twelve (12) months or length of seniority whichever is shorter, shall lose all previously established seniority rights; and if subsequently rehired, shall be considered as a new employee Authorized leaves of absence, sickness and recognized holiday periods shall not be deducted from an employee's length of service Seniority shall be discontinued and employment terminated if an employee: (a) (b) voluntarily resigns; is discharged for reasonable cause and IS not reinstated through the Grievance and Arbitration Procedure; (c) is absent from work for two (2) consecutive working-days without proper notice to the Employer; and does not, subsequently, provide a reason acceptable to the Employer; (d) fails to report for work within five ( 5) working- days after recall by the Employer The seniority of each employee covered by this Agreement shall accumulate under the following conditions: a) while he is at work for the Employer upon completion of probationary period. b) during any period, to a maximum of twelve (12) months, when he is prevented from perfmming his work for the Employer by reason of injury arising out of and in the course of his employment for the Employer for Page 9

11 which he is receiving compensation under the provisions of the Workers' Compensation Act. ARTICLE XI -BEREAVEMENT LEAVE Bereavement Leave of up to three (3) days with pay shall be granted by the Employer to an employee subsequent to the death of a parent, spouse, child, brother, sister, parentin-law or grandchild. The Employer may request acceptable proof to substantiate the employee's claim The Employer may, at its discretion, grant to an employee, a further period of leave without pay. (a) An employee requiring a leave of absence, without pay, shall request the same in writing from the Employer at least three (3) months in advance of the intended leave period except in cases of emergency when a shorter period of notice is given. The Employer shall respond in a timely fashion Bereavement leave is limited to actual scheduled working-days and does not include pay for day(s)-off, vacation and Statutory Holidays, or any other absence from work Maternity, Adoption and Parental Leave Maternity, Adoption and Parental Leave as per Employment Standards Act. ARTICLE XII- STATUTORY HOLIDAYS The following Statutory Holidays shall be recognized: New Year's Day Family Day Good Friday Victoria Day Canada Day Civic Holiday Labour Day Thanksgiving Day Christmas Day Boxing Day The employee must have worked the regular scheduled shift of each of the workingdays immediately preceding and immediately following each of the noted holidays before Employee~ Page 10

12 qualifying for holiday pay for any of the noted Statutory Holidays, as per the Employment Standards Act. The noted requirements are not mandatory if an employee is prevented from working by illness or any other reason acceptable to the Employer Hourly-paid employees shall receive holiday pay equal to a normal day's pay or equivalent calculated at the rate of the employee's pay. Salaried employees shall receive holiday pay equal to his wage for single working-day calculated on the basis of the employee's salary An employee required by an Employer to work any of the above-noted Statutory Holidays shall be paid as follows: (a) Hourly-paid employee: at the rate of one and one-half (1 Yz) times the employee's regular hourly wage for each hour worked; (b) Salaried employees: at the rate of one and one-half (1 Yz) times the employee's regular hourly wage for each hour worked calculated on the basis of the employee's salary; in addition to receiving the specifically defined holiday pay, provided the employee qualifies under Employees employed on a continuous operation, may, by mutual consent of the Employer and the employee, have such Statutory Holidays added to their vacation period or receive other mutually agreed upon time-off periods, in lieu of Statutory Holidays. ARTICLE XIII- VACATION PAY Vacation Pay shall be predicated on the length of employment with his or her present Employer, in accordance with the following: Page II

13 (a) Employees with less than one (1) year's employment shall receive Vacation Pay equal to four percent ( 4%) gross wages earned. (b) Employees with one (1) year or more but less than five (5) year's employment, shall receive Vacation Pay equal to four percent (4%) of their total gross wages earned, and two (2) weeks' vacation time-off. (c) Employees with five (5) years or more, but less than ten (10) year's employment, shall receive Vacation Pay equal to six percent ( 6%) of their total gross wages earned and three (3) weeks' vacation time-off. (d) Employees with ten (10) and more year's employment shall receive Vacation Pay equal to eight percent (8%) of their total gross wages earned and four ( 4) weeks' vacation time-off Vacation periods shall be scheduled by mutual consent of the Employer and employees. Should a dispute arise between two employees for the same vacation period, seniority shall govern. For the purpose of calculating vacation entitlements, the vacation year shall be from January 1st to December 31st All employees shall receive their appropriate vacation pay the pay period prior to scheduled vacation Employees shall receive Vacation Pay no later than the first regular pay period following termination of employment Notice required (a) Employees are required to submit vacation request in writing to the Employer. Vacation request of one (1) week but less than three (3) weeks shall be submitted to the Employer at least ( 1) month in advance. Once submitted all vacations request will be responded to in writing within five (5) business days of the requested time York Condominium Corporation No. 128 ( ) Page 12

14 off. In cases of emergencies, the employee will give as much notice as possible and the vacation will not be unreasonably withheld. (b) Employees requiring longer vacation periods of one (1) month or greater shall submit vacation request in writing to the Employer at least two (2) months in advance of the intended vacation period. Once submitted, all vacations request will be responded to in writing within five (5) days of the requested time of and shall not be unreasonably withheld. Should a dispute arise between two (2) employees for the same vacation period, seniority shall govern. ARTICLE XIV- PAYMENT OF WAGES Wages shall be paid bi-weekly, by cheque, to each employee at the building at which the employee is employed, prior to normal completion of shift on Friday. The Employer shall provide with the wage cheque a statement which defines hours worked, overtime hours, hourly rate (where applicable) deductions for Income Tax, Employment Insurance, Canada Pension In the event of an intended lay-off, the affected employee shall receive notice in accordance with the Employment Standards Act, with the exception of Resident Superintendent as defined in Article I, who shall receive a minimum of fifteen (15) calendar days' notice The Employer shall, within one (1) pay cycle after the discharging an employee, send by registered mail, to the said employee's last known address on file, all outstanding documentation, including: Record of Employment and all benefits, including: Vacation Pay, Statutory Holiday remunerations and accumulated pay The Employer shall, no later than the next regular pay following and employee's voluntary terminated employment, send by mail, to the employee's last known address on file, the said employee's pay cheque. Employe.~ Page 13

15 ARTICLE XV -JURY SERVICE Employees who are called to serve as Jurors shall be granted leaves of absences with the difference in pay for such purpose Each employee serving such jury duty shall be required to provide to the Employer satisfactory proof of such duty being served. ARTICLE XVI- PROTECTIVE CLOTHING The Employer will provide protective clothing and other devices deemed necessary to protect employees from injuries arising from their employment with the Company The Employer will supply uniforms and winter protective clothing at no cost to the employees in the bargaining unit. ARTICLE XVII - STAFF CHANGES Whenever a vacancy of a permanent nature occurs within the bargaining unit, the Employer shall post in the place of employment, a notice setting forth details of such vacancy. Employees applying for such vacancy shall make application to the Employer, in writing, within five (5) working-days after the noted posting. Applications will be considered on the basis ofthe applicants' skills, abilities and qualifications and seniority shall be the governing factor should applicants be relatively equal in all other respects. considered suitable. The Employer may fill the vacancy at its discretion should no applicants be employees' applications. The Employer may fill the vacancy temporarily, pending the consideration of Page 14

16 The Employer may consider any applicant ineligible should such applicant have successfully applied under similar procedure, within the six (6) months immediately preceding the date of posting. ARTICLE XVIII - LUNCH AND REST PERIODS There shall be one (1) paid fifteen (15) minute rest period for each half (Yz) shift worked There shall be one-half (Yz) hour unpaid lunch period permitted daily. Salaried staff shall be permitted one (1) unpaid hour lunch period daily, without interruption (except in the case of an emergency). Lunch periods are to be scheduled. ARTICLE XIX- CALL-OUT, REPORTING ALLOWANCE AND OVERTIME An hourly-employee who: a) has completed a regular shift and is requested to continue into overtime work [after forty-four (44) hours per week] shall be paid at one and one-half (1 Yz) times his regular rate; b) has been called-out to report for work on other than a regular work shift shall be paid at one and one-half ( 1 Yz) times the regular hourly rate for each hour worked. It being understood that the employee shall be paid a minimum of four ( 4) hours' pay for such call-out at straight-time rate, whichever is the greater, if that employee in fact worked or is directed by the Employer A Superintendent, resident in the building, who is on-call and is called-out to respond to an emergency after his normal quitting time and before 10:00 p.m. shall not receive any premium. If called after 10:00 p.m. in response to an emergency, the said Superintendent shall receive equal time-off in lieu of payment for time spent in responding to the call, or other arrangement that is mutually acceptable. Emergencies shall be considered as fire, flood and threat of life or property. Employer ~~ Page 15

17 ARTICLE XX- LAY-OFF AND RECALL In the event of a lay-off, employees shall be laid-off in the reverse order of their bargaining unit-wide seniority. Provided the employee(s) that remain have the skill and ability to perform the work to the Employer's satisfaction Employees shall be recalled in the order of their seniority, where jobs become available, provided they have the skill and ability to perform such jobs following a trial or training period. The Employer shall give notice of recall by registered mail to the last recorded address of the employee. The employee shall keep the Employer advised at all times of his current address. The employee shall return to work within five (5) working-days from the time that he received notice of recall unless, on reasonably grounds, he is unable to do so. An employee who has been give notice of recall may refuse to exercise such right without prejudicing his right to recall in the future No new employees shall be hired until those laid-off have been g1ven the opportunity of recall. Laid-off employees who wish to be notified of job vacancies, other than those to which they have recall rights, may signify their desire in writing prior to lay-off and shall be entitled to apply for such jobs. A copy of the employee's request shall be given to the Employer and sent to the Union. ARTICLE XXI- WELFARE BENEFITS AND RETIREMENT FUND (a) The Employer agrees to contribute for those employees who are covered by this Agreement, upon completion of their probationary period, to the Local 183 Industrial Benefit Fund, plus applicable taxes, for the purpose of purchasing life insurance, major medical,, weekly indemnity, prepaid legal, dental coverage and other similar benefits, as follows: Effective May F', two hundred and seventy dollars ($270.00) per month per employee, Emplnyoc~ Page 16

18 Effective May 1' 1, two hundred and seventy-five dollars ($275.00) per month per employee, Effective May 1' 1, two hundred and eighty dollars ($280.00) per month per employee, It is understood that the Employer shall not be constructed to be an insurer nor shall it have any liability other than making the payment as aforesaid to the Trust Fund and that the Union agrees to indemnify and save harmless the Employer against any or all claims which may be made against it in respect of any claims by an employee for the insurance coverage provided herein. (b) The Employer shall contribute to the Labourers' Pension Fund of Central and Eastern Canada: Effective May 1, one dollar fifty-five cents ($1.55) per employee per hour* Effective May 1, one dollar eighty-five cents ($1.85) per employee per hour* Effective May 1, two dollars fifteen cents ($2.15) per employee per hour* *N.B. This is to be a flat contribution of one hundred and fifty hours (150) per month for full-time employees. The Employer will not be required to make contributions to the said Labourers' Pension Fund in regard to employees normally scheduled to work not more than twenty-four (24) hours per week. (c) The Employer shall remit the contribution referred to in Article (a) and (b) no later than the fifteenth (15 1 h) day of the month following the month for which the contlibutions were made. Employer~ Page 17

19 21.02 The Employer shall forward to the Trust Fund the above remittance no later than the fifteenth (15 1 h) day of each month Retirement Fund The Employer agrees to contribute for each employee covered by this Agreement and remit on their behalf into the Labours' Local 183, Retiree Benefit Fund, the flowing sums: April24, $0.07 per hour maximum 150 hours per month April 24, $0.07 per hour maximum 150 hours per month April24, 2019-$0.07 per hour maximum 150 hours per month These contributions shall be remitted on the Employer's Report Form, by the fifteenth (15th) day of the month following the month to the said Retiree Benefit Fund. N.B. this is to be a flat contribution of one hundred and fifty hours (150) per month for all employees. ARTICLE XXII- SICK PAY Employees who have completed probation shall be granted six (6) sick days per contract year ARTICLE 23- HEALTH AND SAFETY The Employer and the Union agree that they mutually desire to maintain high standards of health and safety in the Employer's operation in order to prevent industrial injury and illness. Therefore, the Employer, the Union and the employees will co-operate in the prevention of accidents and enforcement of safety rules in the Employer's operations An employee who is injured during working hours and who is required to leave for treatment, or is sent home for such injury, shall receive payment for the remainder of the scheduled shift at regular rate of pay York Condominium Coq)oration No. 128 ( ) Employer ~ Page 18

20 23.03 The Employer shall, at his own expense provide transportation to a hospital or to a physician. Upon mutual agreement, an ambulance shall be used where necessary and possible ARTICLE 24-MTSCELLANEOUS The Employer bound by this Collective Agreement shall not be required to continue to provide benefits which duplicate any of those benefits provided for and required to be given by this Collective Agreement. ARTICLE XXIV -DURATION OF AGREEMENT This Agreement shall continue in full force and effect from April25 1 h, 2017, up to and until April 24 1 h, 2020, inclusive and thereafter shall be automatically renewed and remain in force from year-to-year from its expiration date unless, within the period of ninety (90) days before the Agreement ceases to operate, either party gives notice in writing to the other party of its desire to bargain with a view to the renewal with or without modifications of the Agreement. On receipt of such notice the parties to this Agreement shall convene a meeting within fifteen (15) days and bargain in good faith to endeavour to reach an agreement. DATED AT North York, Ontario, this i.rr ~ dayof ~V$1 ' YORK CONDOMINIUM CORPORATION NO. 128 JA--t-<P~"Ct/)1./ De-.s /PIc:-- o 1- FOR THE UNION York Condominium Corporation No. 128 ( ) Employ~ Page 19

21 APPENDIX II A II I. Resident uperintendents' Scbedule Apr. 25/17 $34, Apr. 25/18 $36, Apr. 25/19 $36, II. Resident Superintendent The normal work shift for the Resident Superintendent shall be eight (8) consecutive working-hours per day exclusive of unpaid meal periods. The normal hours-of-work shall be eighty (80) hours per two (2) week schedule, exclusive of unpaid meal breaks and scheduled from Sunday to Saturday. This outline is for scheduling purposes only and does not constitute any guarantee of hours per day or per week. As part of their normal duties, Resident Superintendents will be required to make the.mselves available and be on-call for evening duties for emergency purposes for common elements. Such on-call duty shall be scheduled altemately among the Resident Superintendents. Normal duties of securing the building at night are included in the Superintendent's regular duties and do not constitute a call-out in the meaning of this Collective Agreement. Securing of premises shall only become a part of normal duties if security guards are not employed by the Employer. If a Resident Superintendent is called-in to work during his scheduled days-off he shall receive pay at one and one-half (1 ~) times for direct hours worked or time-off in lieu of payment. Each Resident Superintendent shall be entitled to two (2) consecutive days-off each week. It is agreed that while one ( 1) Resident Superintendent shall be on his days-off the other Resident Superintendent(s) shall replace him and shall be responsible for performing any work that is assigned by the Employer. Weekends-off as they appear in the schedule shall be distributed equally among the Superintendents. mploye r~ Page 20

22 The above are minimum allowances for time-off which shall not prevent other arrangements to be made between the Resident Superintendent and the Employer. The Employer will undertake a program to familiarize residents in the buildings with the mles and regulations pertaining to the working conditions of the Resident Superintendent. Employer. Determination of the work schedule shall be in the absolute discretion of the work schedule. The Employer will attempt to familimize owners in the Employer's premises of the III. 1. Common Conditions for All Resident uperintendeuts One 2-bedroom apartment with basic telephone for local calls and one ( 1) underground parking space, if required, shall be provided without direct charge; however, subject to the provisions of the Income Tax Act, as it relates to taxable benefits; and is included exclusively as part remuneration for the position of Resident Superintendent. 2. A Resident Superintendent's spouse shall neither be required by the Employer to perform any bargaining unit work nor shall he or she, as the case may be, perform such work at any time except as follows: (1) by mutual agreement of the Employer and such spouse in which event the subject Collective Agreement shall in all respects apply to the said spouse and the work performed by him or her; the Superintendent's spouse will be paid cleaners rates for all hours worked as determined by the Building Manager; Employer -4- Page 21

23 (2) a Resident Superintendent's spouse may, with the penmss10n of the Employer at the request of such Resident Superintendent, substitute for the said Resident Superintendent in the performance of any part of the said Superintendent's normal and regular duties. In the event the Resident Superintendent's spouse substitutes for the said Superintendent as aforesaid then the subject Collective Agreement shall not apply while the spouse is performing such work. Employe< ~ Page 22

24 APPENDIX "B" MAINTENANCE SCHEDULE (not applicable to Cleaners, Housekeepers and Resident Superintendents.) I) The Employer shall pay the employees engaged in ground maintenance the following: Apr.25/17 Apr.25/18 Apr.25/19 Head Groundskeeper $23.51 $23.51 $23.51 Groundsman/Groundskeeper $16.21 $16.21 $16.21 Maintenance $17.76 $17.77 $17.79 II) The regular work-week shall be forty-four (44) hours per week from Monday to Saturday and the regular working-day shall not exceed eight (8) hours. The Employer will allow "makeup" time because of inclement weather at regular pay. N.B. The Head Groundskeeper shall not have his normal hours per week reduced due to inclement weather. 1. One two (2) bedroom apartment with basic telephone for local calls and one (1) underground parking space, if required shall be provided without direct charge; however, subject to the provisions of the Income Tax Act, as it relates to taxable benefits; and is included as part remuneration for the positions of Grounds man, Groundskeeper/maintenance or Head Groundskeeper as a part of their duties that they make themselves available for on-call evening duties every Friday evening emergencies and as a relief Superintendent when the regular Superintendents take holidays subject to the same schedule as the vacationing superintendent. Employer ;; Page 23

25 2. The Relief Superintendent duties will be subject to the same regular work-week schedule as the vacationing Superintendent to include the days off and on-call shifts as outlined in Article XIX (19.02) of the union contract. A relief temporary Grounds man, Groundskeeper/Maintenance or Head Groundskeeper will be hired for the regular work week of that position during this holiday replacement. 3. Section II of Appendix "B" will apply for inclement weather portion of that section only. The regular work week hours will be covered by a contracted temporary replacement person. York Condominium Corporation No. 128 ( ) Employer ~ Page 24

26 APPENDIX "C" CLEANERS I. The Employer shall pay to Cleaners and Housekeepers the following hourly rates-ofpay: Apt.25/17 Apr.25/18 Apr.25/19 Cleaners $17.53 $17.54 $17.55 The probationary employee rate shall be the Ontario minimum wage set out by the Employment Standards Act for the first three (3) months. II. The regular work schedule shall be eighty-eight (88) hours per two (2) week cycle, eight (8) hours per day, Monday to Friday between 7:00a.m. to 6:00p.m. and four (4) hours on Saturday before noon. This does not prevent other arrangements to be made which are acceptable to both parties. This outline is for scheduling purposes only and does not constitute any guarantee of hours-of-work per day or per week. NEW HIRES Start (3months to 6 months) - Plus one ($1.00) dollar additional per hour After ( 6 months) -Plus fifty (.50) cents additional per hour After one (1 year) After two (2 years) -Plus one dollar & fifty (1.50) cents additional per hour - Plus one ($1.00) dollar additional per hour After three (3 years) - applicable rate listed above. Employer ~ Page 25

27 APPENDIX "D" CLASSIFICATIONS Effective Apr.25/17 Effective Apr.25/18 Effective Apr.25/19 Maintenance Handyman $23.38 $23.45 $23.53 The regular work schedule shall be eighty (80) hours worked per two (2) week cycle, eight (8) hours per day, Sunday to Saturday. This does not prevent other arrangements which are acceptable to both patties. This outline is for scheduling purposes only and does not constitute any guaranty of hours-of-work per day or per week. LEAD HAND PREMIUM one dollar and fifty cents ($1.50)/hour. Employer 4-- Page 26