CITY OF REGINA CORPORATE APPRENTICESHIP TRAINING PROGRAM

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1 CITY OF REGINA CORPORATE APPRENTICESHIP TRAINING PROGRAM Updated December 29, 2016

2 Preamble Apprenticeship is a traditional training method wherein entry level employees are allowed to perform trade tasks, receive mentorship, training and guidance and have their performance rated by a workplace Journeyperson of the respective trade. Apprentices are also expected to attend formal training sessions away from the workplace at technical training institutions and at specific intervals throughout their apprenticeship period. Apprentices are expected to demonstrate increasing competency at the performance of complex trade tasks, to work a minimum established number of hours at approved trade activities and to successfully obtain passing grades at formal examinations. Apprentices having successfully satisfied all requirements are awarded Journeyperson status in their trade. In Saskatchewan, minimum standards, regulations and requirements governing apprentices and apprentice workplaces have been established in regulations included in The Apprenticeship Training and Certification Act as administered by Saskatchewan Apprenticeship and Trade Certification Commission. Scope The Apprenticeship Training Program is intended to apply to all trade positions employed by the City of Regina and which fall within the definition of a "designated trade" in The Apprenticeship and Trade Certification Regulations of the Province of Saskatchewan. These include Industrial Mechanics, Electricians, Plumbers, Carpenters, Heavy Duty Mechanics (Fleet & Transit) and Welders. Instrumentation will be considered for existing Electricians, as a joint ticket. The Apprenticeship Training Program is intended to allow eligible individuals employed by the City of Regina to complete all requirements necessary to achieve Journeyperson status in their respective trade. Employment of apprentices by the City of Regina shall be governed by the minimum standards and regulations established in The Apprenticeship Training and Certification Act as administered by Saskatchewan Apprenticeship and Trade Certification Commission and by policies and procedures established by the City of Regina. Apprenticeship Review Board The City of Regina Apprenticeship Review Board will provide advice and guidance to the Human Resources Department on the development and implementation of an Apprenticeship Program that will: Support activities that will increase awareness and interest in employment opportunities in the Trades at the City of Regina; Review the performance of apprentices employed by the City of Regina; and Review the effectiveness of the Apprenticeship Program (Support the success of employees in the Apprenticeship Program) by identifying and removing barriers for success. The Apprenticeship Review Board shall be comprised of the following representation: Chairperson Operational or Human Resources Manager; Advisors Human Resources Representatives (Client Services &/or Organizational Effectiveness); and Divisional Reps Operational Managers from the following divisions: o City Operations

3 o Corporate Services o Transportation & Utilities The committee will accept new divisional representatives as members, as interest and appropriateness of participation is expressed. The Apprenticeship Review Board will make the following recommendations with respect to apprentices: Recommend the extension of an individual apprentice's probationary employment period where minimum trade standards have not been achieved Recommend the withdrawal of an individual apprentice from the Apprenticeship Program where an individual employed under the Program has not achieved minimum trade standards or requirements. This includes but is not limited to: 1. Failure to obtain a final passing grade at any level of trade certification training programs; 2. Failure to obtain a final passing grade at the Journeyperson Trade examination; 3. Failure to be awarded Journeyperson Trade status upon completion of all formal trade requirements; or 4. Failure to demonstrate technical trade competency during the probationary period. The withdrawal of an apprentice from the program will be at the discretion of the Executive Director of Human Resources. Prior to a decision being made, the Apprenticeship Review Board will meet to discuss the situation and make a recommendation to the Executive Director of Human Resources for consideration. The Corporate Apprenticeship Review Board will meet as needed and annually with the apprentice(s), their Manager and overseeing Journeyperson after each level of trade certification examinations are completed. Program Description All City of Regina employees will be eligible to be considered for Apprenticeship positions. Apprenticeship positions, when required, will be filled by means of an Annual Expression of Interest in accordance with the applicable terms and conditions of the various Collective Bargaining Agreements and with City of Regina policies and procedures. All individuals wishing to be considered in the Apprenticeship Training Program will be required to demonstrate that they possess the necessary aptitude to pursue a career in the designated trades and as such will be required to meet the minimum educational requirements for the program in addition to successfully passing the established benchmarks for ACCUPLACER Testing as administered by Saskatchewan Polytechnic. The cost of ACCUPLACER will be the responsibility of the employee and is not reimbursable through any tuition subsidy program. Individuals selected for a possible apprenticeship opportunity will be required to participate in a 30 day work placement prior to being considered for a permanent trade position. This work experience will allow individuals the opportunity to experience work in the trade, provide trade recognised time and allow for assessment of the individual s trade related aptitude and personal interest in trade work. This work experience will be paid at the rate of Schedule A pay class 2E Step 1 for a CUPE Local #21 apprentice (with the exception of Parts Apprentice) which is paid at Salary Schedule A pay class 2A Step 1. Work

4 experience in the trades within ATU Local #588 will be paid at the Journeyperson Apprentice rate as set out in Schedule B. These hours will be recognized towards an Apprentices first year in that Trade. The rates of pay for the work placement will be those established for a first year apprentice in the identified trade. (See Compensation Section) The hours accrued during the work placement will not be included towards the probationary period. Note: The employee will not return to their home position after completion of the work placement. He/she will continue to work in the Apprentice position gaining trade time experience towards their next level of training provided they demonstrate potential for success through the work placement. The employee will also be required to sign a City of Regina Apprenticeship Agreement and the standard Provincial Apprenticeship Agreement between the Apprentice and the Employer. All Apprentices in the program shall be governed by regulations, requirements and standards contained in The Apprenticeship Training and Certification Act as administered by Saskatchewan Apprenticeship and Trade Certification Commission and by policies and processes established by the City of Regina. The payment of all apprenticeship registration fees and fees for transcripts confirming formal education will be the responsibility of the employee. Upon the successful acceptance of the employee into an Apprenticeship Agreement with the City of Regina, the registration fees will be reimbursed to the Apprentice. Reimbursement will be made upon submission of an approved (by Branch Manager) Employee Reimbursement Form along with receipts of payment to the Payroll Services Branch (12 th Floor City Hall). All individuals appointed to an Apprenticeship position will be responsible to supply a basic set of hand tools recognized as a minimum requirement, within the specific trade, as necessary to commence work at the specific trade. A detailed list of appropriate basic hand tools for the mechanics trades are attached as Addendum 1.0. Each employee, prior to final acceptance in the Apprenticeship Training Program, shall commit, in writing, to continue their employment for up to two years after having successfully attained Journeyperson Trade status and been appointed to a permanent Journeyperson position. (Addendum 2.0) Note that the committed time frame will be established as a six (6) months return in service for each time the employee receives the supplemental unemployment benefits (SUB) program &/or tuition subsidy. In any event the minimum in-service commitment will be one (1) year and the maximum will be two (2) years per apprenticeship program. Employees who do not continue their employment for the full committed period following successful completion of the Apprenticeship Training Program will be required to refund (on a pro-rated basis) to the City of Regina, any wage subsidies, tuition fees or other material costs paid by the City of Regina during the apprenticeship training period. Upon their resignation/termination the employee is required to contact payrollservices@regina.ca to make repayment arrangements. Probation Regina Outside City Workers CUPE Local #21: A qualified permanent CUPE Local #21 employee having accepted an appointment to an Apprenticeship Training position within the scope of the CUPE Local 21 Collective Bargaining Agreement shall be allowed three (3) months in which to prove himself/herself capable of filling the position. A qualified external Journeyperson Apprentice must serve a one year probationary period.

5 Individuals, having applied for and accepted a position under the Corporate Apprenticeship Training Program and: a) Where they were a permanent employee prior to acceptance in the program and, where they voluntarily withdraw within three (3) months or are withdrawn from the Apprenticeship Training Program within three (3) months, will revert to their former position in accordance with articles, terms and conditions of the Collective Bargaining Agreement. Employee refund of registration fees will be waived. b) Where they were a permanent employee prior to acceptance in the program and, where they voluntarily withdraw or are withdrawn from the Apprenticeship Training Program after the three (3) month probationary period has passed the individual can either apply for another position that is posted in the organization for which they are qualified and senior (within a agreed to time line), resign or will face possible termination. Employee refund of registration fees will be waived. c) Where they were a casual employee prior to acceptance in the program and, where they voluntarily withdraw or are withdrawn from the Apprenticeship Training Program the individual can either apply for another position that is posted in the organization for which they are qualified and senior (within a agreed to time line), resign or will face possible termination. Employee refund of registration fees will be waived. Amalgamated Transit Union Local #588: A qualified permanent ATU Local #588 employee having accepted an appointment to an Apprenticeship Training position within the scope of the ATU Local #588 Collective Bargaining Agreement shall be allowed six (6) months in which to prove himself/herself capable of filling the position. A qualified external Journeyperson Apprentice must service a one year probationary period. The Apprenticeship Review Board will meet to recommend if individual apprentices will be required to serve an extended probationary period, and will recommend the length of any extended probationary period. Any extension of the probationary period will be enforced in accordance with the terms and conditions of the Collective Bargaining Agreement. Individuals, having applied for and accepted a position under the Apprenticeship Training Program and: a) Where they were a permanent employee prior to acceptance in the program and, where they voluntarily withdraw within three (3) months or are withdrawn from the Apprenticeship Training Program within six (6) months, will revert to their former position in accordance with Articles, terms and conditions of the Collective Bargaining Agreement. Employee refund of registration fees will be waived. b) Where they were a permanent employee in the Maintenance and Equipment Branch prior to acceptance in the program and, where they are withdrawn from the Apprenticeship Training Program at any time after six (6) months, will be placed as an Utilityperson II on a date determined by the Employer. The most junior Utilityperson II will be laid off, if deemed necessary by the Employer. Employee refund of registration fees will be waived. c) Where they were a permanent employee in a branch other than Maintenance and

6 Equipment prior to acceptance in the program and, where they are withdrawn from the Apprenticeship Training Program at any time after six (6) months, they will return to their previous branch and be placed in their previous classification on a date determined by the Employer. The most junior employee in that classification will be laid off, if deemed necessary by the Employer. Employee refund of registration fees will be waived. The employee will be credited with the seniority they had accumulated, if applicable, in accordance with the terms and conditions of the Collective Agreement. Journeyperson Achievement Each employee upon successful completion of all requirements of: Apprenticeship Training and Certification Act of Saskatchewan, and Apprenticeship Training Program administered by the City of Regina, and Attainment of Journeyperson Trade status shall be appointed to a permanent Journeyperson position within their respective trade. Performance Standards As Journeyperson you are required to maintain industry expected performance including: Efficiently perform all tasks according to jurisdictional regulations and standards; Respect and observe all health and safety standards; Perform work with minimal direction and supervision in the performance of all tasks; Keep current with industry through the upgrade of skills and knowledge; and Promote continuous learning in your trade through mentoring of apprentices. Compensation A Canadian Union of Public Employees (CUPE) Local #21 Journeyperson Apprentice shall be paid the rate of pay as set out in Salary Schedule A pay class 2E: 1 st year Step 1 2 nd year Step 2 3 rd year Step 3 4 th year Step 4 The application of any applicable market supplement will also apply. Once an apprentice completes their program, and is awarded the designation of Journeyperson, they will move to the third step of the Journeyperson salary range of Salary Schedule A pay class 2I and receive the applicable market supplement. The exception to this compensation application is the Journeyperson Parts Apprentice which shall be paid at the rate of pay as set out in Salary Schedule A pay class 2A. 1 st year Step 1 2 nd year Step 2 3 rd year Step 3 4 th year Step 4 The application of any applicable market supplement will apply. Once an apprentice completes their program, and is awarded the designation of Journeyperson Parts, they will move to the first step of the Journeyperson Parts salary range of Salary Schedule A pay class 2E.

7 Market Supplement: When in effect Market Supplement rates will be calculated at: Year 1 0% JP Market Supplement Rate Year 2 25% JP Market Supplement Rate Year 3 50% JP Market Supplement Rate Year 4 75% JP Market Supplement Rate An Amalgamated Transit Union (ATU) Local #588 Journeyperson Apprentice shall be paid in accordance with the Journeyperson Apprentice rates of pay specified in Schedule B of the ATU Local #588 Collective Agreement. The application of any applicable market supplement will also apply and this amount will be the separating distinction between mechanic apprenticeship levels. Once an apprentice completes their program, and is awarded the designation of Journeyperson Mechanic, they will move to the third step of the Journeyperson salary range and receive the applicable market supplement. Benefits While on leave for technical training the apprentice is responsible for payment of the following: Pension (100% of regular wages) LTD (100% of regular wages) Basic Group Life Insurance AD&D Health & Dental Any Optional Insurance Union Dues Payment of benefits will be deducted from any money received from Supplemental Unemployment Benefit (SUB) program payments. If the employee has chosen not to apply for SUB he/she must make arrangements for benefit payment by contacting payrollservices@regina.ca. While on leave for technical training the apprentice will not accrue nor utilize the following: Sick Credits Vacation Credits The apprentice will maintain his/her seniority while on Leave of Absence. Tool replacement The Branch will replace broken small tools at a comparable price including personal small air tools (not covered by warranty) on an as needed basis. The employee shall submit an approved (by Branch Manager) Employee Reimbursement Form along with the original tool receipt to the Payroll Services Branch (12 th Floor City Hall) in order to receive a tool reimbursement. Formal Training Apprentices will be required to attend technical trade training where and as directed by the Saskatchewan Apprenticeship and Trade Certification Commission (SATCC). Attendance by apprentices at technical training sessions is subject to approval by the City of Regina. Where reasonable circumstances exist that prohibit the time away from work by an

8 apprentice, the employer reserves the right to arrange for training to take place at an alternate date and time. Upon notice by SATCC of scheduled technical training the employee is responsible to advise their hiring manager of the dates. If the training can be accommodated, the apprentice will complete the paperwork to request a leave of absence, pay the course registration fee and submit this information to their manager. The manager will ensure that this information is sent to Human Resources (attention their Client Service and Labour Relations first point of contact) for processing. Upon successful completion of the technical training the apprentice will be reimbursed for their course registration by submitting an approved (by Branch Manager) Employee Reimbursement Form along with confirmation of payment and successful course completion to the Payroll Services Branch (12 th Floor City Hall). The fee costs of all second and subsequent written and/or practical examination attempts will be the responsibility of the apprentice and are not reimbursable. Note: Apprentices shall be allowed two attempts to obtain a final passing grade at any level of trade certification training (Apprentice to Journeyperson). If unsuccessful, continuation in the Apprenticeship Program will require the approval of the Executive Director of Human Resources, with input from the Corporate Apprenticeship Review Board and the operational manager. After a second examination failure, the apprentice will be required to attend mandatory upgrading through Saskatchewan Polytechnic. If an individual is not successful in passing the technical training portion of their apprenticeship they will not be retained in the apprentice position indefinitely. The individual can either apply for another position that is posted in the organization for which they are qualified and senior, resign or will face possible termination. While attending technical training apprentices are eligible to be compensated in the following manner: a) Employment Insurance Benefit Apprentices are entitled to collect Employment Insurance benefits during their training period. Apprentices must meet all minimum requirements outlined in regulations governing the payment of El benefits as administered by Human Resources Development Canada in order to receive this benefit. Apprentices who qualify for El benefits to attend training are not to be considered laid-off from their employment and are not required to serve the normal one week waiting period (effective January 1, 2017) prior to receiving their first benefits. To apply for Employment Insurance you must apply on-line at: Apply for EI benefits up to seven days before your last day of work using the online application. You do not need your Record of Employment to start your claim process; You MUST use the REFERENCE CODE provided by SATCC. Failure to do so WILL result in delays in receiving your EI Benefits;

9 You MUST send a copy of your EI Confirmation which you will receive upon application to Service Canada to payrollservices@regina.ca; Before you can start receiving EI benefits, there is a one-week waiting period (effective January 1, 2017) during which you will not be paid. However, as an apprentice you are only required to serve one one-week waiting period (effective January 1, 2017) for each apprenticeship. b) Supplemental Unemployment Benefit (SUB) In addition, apprentices attending technical training sessions may be paid additional amounts topping up their maximum El benefit payment to 95% of normal weekly earnings. This is accomplished through the establishment of a Supplemental Unemployment Benefit (SUB) program which is financed by the City of Regina. Details are attached as Addendum 3.0. Apprentices must send their EI Payment Summary every two weeks to Payroll (payrollservices@regina.ca) to continue to receive SUB program payments. Failure to provide this information on a bi-weekly basis will result in discontinuation of program benefits.

10 Addendum 1.0 Basic Tool Requirement The following represent basic mechanics tool kit that apprentices will be required to supply prior to acceptance in the Apprenticeship Training Program: Truck and Transport Mechanic, Heavy Duty Equipment Mechanic Socket Sets Flat Wrenches Screw Drivers Pliers Hammers, Chisels and Pry Bars Other 3/8 drive socket set including: SAE sockets from 3/8 to ¾ sockets, ratchet Metric sockets from 4mm to 18mm 6 socket extension(s) Universal joint ½ drive socket set including: SAE sockets from 3/8 to 1-1/2 sockets, ratchet Metric sockets from 10mm to 22mm 6 and 10 socket extensions Swivel bar Combination Flat Wrenches including: SAE wrenches from 5/16 to 1-1/2 Metric wrenches from 6mm to 18mm Assorted Pliers including: Standard plier 6 to 8 Water pump plier 10 Vise grip plier 8 Needle nose plier 6 Side cutter 6 16 oz ball peen hammer 32 oz ball peen hammer Cold chisels 1/2, 1 Soft drift punch (brass) Center punch Tapered punches 1/4, 5/16, 3/8 18 pry bar 12 pipe wrench 6 and 12 Crescent wrenches Feeler gauge to.035 Electrical testlight probe SAE and Metric Allan wrench sets 12 hacksaw Rollaway tool cabinet

11 Addendum 2.0 Sample Date: To: Department Director Re: Apprenticeship Agreement I, (apprentice name) agree with the following terms and conditions outlined in the "Apprenticeship Training Program" and, specifically I agree that: I will sign a standard Provincial Apprenticeship Agreement. I will be responsible for the supply of a basic set of hand tools recognized as a minimum requirement within the specific trade. I will remain committed to pursuing a Journeyperson Trade status and, as such, will not apply to any other employment opportunities within the City of Regina while I am in the Apprenticeship Training Program. I will continue my employment with the City of Regina based on a commitment of six (6) months of service for every one (1) year of the trade program after having successfully attained Journeyperson Trade status. Minimum in service commitment will be one (1) year and the maximum will be two (2) years per Apprenticeship Program. I further understand and agree that: If I do not successfully complete the Apprenticeship Training Program I will refund, to the City of Regina, any wage subsidies, tuition fees or other material costs paid by the City of Regina during my apprenticeship training period. If I do not continue my employment based on the required service commitment following successful completion of the Apprenticeship Training Program I will refund, to the City of Regina, any wage subsidies, tuition fees or other material costs paid by the City of Regina during my apprenticeship training period on a pro-rated basis. I will apply for unpaid Education Leave to attend formal training at specific intervals determined by the Saskatchewan Apprenticeship and Training Certification Commission. While on leave, I will apply for Employment Insurance Benefits and will be entitled to access SUB Program Benefits in accordance with the City of Regina s SUB program. Employee Signature Date C: Human Resources (Attn: HRA CS&LR) Name Manager, Branch Name Recording Secretary, Union Affiliation Personnel File Addendum 3.0

12 Supplemental Unemployment Benefit (SUB) Program Purpose The Supplemental Unemployment Benefit (SUB) program allows the City of Regina to increase an employee s weekly earnings through the provision of supplemental payments to Employment Insurance (EI) benefits during a period of unemployment due to training. City of Regina employees who have been accepted into an approved Apprenticeship Program under the Saskatchewan Apprenticeship and Trades Commission and have agreed to the terms and conditions of the City of Regina s Apprenticeship Training Program are eligible for SUB payments. General Description of the SUB Plan and SUB Payments The SUB plan provides that the EI benefit rate (gross amount) and the SUB payment will equal 95% of the employee s weekly earnings. In order to qualify, employees must provide proof in writing that they have applied for and are in receipt of EI benefits in order to receive SUB payments under the plan. If the employee is not in receipt of EI benefits for the sole purpose of serving the two-week EI waiting period, the plan will provide SUB payments equal to 95% of the employee s weekly salary. Upon receipt of the initial EI payment, the employee will be required to reimburse the City of Regina the amount equal to the EI benefit for the two-week waiting period. If the employee is not in receipt of EI benefits for the following reasons, the plan may provide for SUB payments equal to 95% of the employee s weekly salary on a case by case basis at the discretion of the employer: Has insufficient hours of insurable employment to qualify for EI benefits; Has exhausted the benefit entitlement. In this situation the process for approving SUB payments at 95% will be at the discretion of the Director of Human Resources. Prior to a decision being made, the Apprenticeship Review Board will meet to discuss the situation and make a recommendation to the Director of Human Resources for consideration. Benefit Duration The SUB benefit will be paid to a maximum of thirteen (13) weeks per year, dependent on the requirements of the specific trade as defined by the Saskatchewan Apprenticeship and Trade Commission. This timeline may be extended if mandatory training is required. Payments from the SUB plan will not be deducted from EI benefits. SUB plan payments are not insurable; therefore EI premiums will not be deducted. SUB plan payments will be subject to income tax and Canada Pension plan deductions. The SUB plan will be reviewed annually. In addition, SUB plan is dependent on the Apprenticeship Training Program between the City of Regina and the applicable bargaining agents and may be changed as a result of negotiations between the parties, in which case the SUB plan will be updated and Human Resources Development Canada (HRDC) will be notified in writing of any changes within thirty (30) days of the effective date of the change. The SUB plan is financed by the employer s general expenses. A separate record of all the SUB payments will be kept. Payments of guaranteed annual remuneration, deferred remuneration, or severance pay will not be reduced or increased by payments received under the SUB plan. The duration of the SUB plan is from January 1, 2017 to December 31, Example of Sub Plan Benefits (for illustrative purposes only) CUPE Local 21 2 nd Year Journeyperson Apprentice effective January 1, 2015 Example (weekly): Average Weekly Salary (gross) = $ (40 hours X $24.44 per hour) Average Weekly Market Supplement= $ (40 hours X $1.50 per hour) =$1, EI Benefit (55% of weekly earnings) = $ (maximum EI benefit) SUB plan (95% of gross weekly) = $ SUB plan top up would be $ per week or any portion thereof. Note that the SUB plan does include eligible market supplements. Example (bi-weekly) Average Bi-weekly Salary (gross) = Average Bi-weekly Market Supplement = $1, (80 hours X $24.44 per hour) $ (80 hours X $1.50 per hour)

13 = $2, EI Benefit (55% of bi-weekly earnings = $1, (maximum EI benefit) SUB Plan (95% of gross bi-weekly) = $1, SUB plan top up would be $ bi-weekly or any portion thereof. Note that the SUB plan does include eligible market supplements.