2008-035 Agreement between the Township of Oro-Medonte and The Canadian Union of Public Employees and Its Local 2380A A A
WHEREAS the Municipal Act, 2001,S.O. 2001, c.25, Section 224, as amended, states
that it is the role of Council to ensure that administrative practices and procedures are in
place to implement the decisions of Council;
AND WHEREAS the Council of The Corporation of the Township of Oro-Medonte
deems it desirable to enter into a collective agreement with the Canadian Union of
Public Employees and its Local 2380, effective February 26, 2008 to December 31,
2011.
NOW THEREFORE the Council of the Township of Oro-Medonte hereby enacts as
follows:
1 THAT the Mayor and Clerk be authorized to execute the Collective Agreement
attached hereto as Schedule "A" and forming part of this By-Law.
2. THAT this by-law shall take effect on the final passing thereof.
BY-LAW READ A THIRD TIME AND FINALLY PASSED THIS 12TH DAY OF MARCH,
2008.
Mayor, H.S.
SCHEDULE "A" OF BY -LAW 2008 -035
THE CORPORATION OF THE
TOWNSHIP OF ORO- MEDONTE
CANADIAN UNION OF PUBLIC EMPLOYEES
AND ITS LOCAL 2380
COLLECTIVE AGREEMENT 2008 -2011
j
ARTICLE PAGE #
ARTICLE 1 -PURPOSE
3
ARTICLE 2 - RECOGNITION
3
ARTICLE 3 - INTERPRETATION
3
ARTICLE 4 - MANAGEMENT RIGHTS
4
ARTICLE 5 - RELATIONSHIP
5
ARTICLE 6 - ACQUAINTING NEW EMPLOYEE WITH
COLLECTIVE AGREEMENT
5
ARTICLE 7 -CORRESPONDENCE
5
ARTICLE 8 - LABOUR MANAGEMENT COMMITTEE
5
ARTICLE 9 - REPRESENTATION
5
ARTICLE 10 - NO STRIKE, NO LOCKOUT
6
ARTICLE 11 -GRIEVANCE PROCEDURE
6
ARTICLE 12 - DISCIPLINE AND DISCHARGE
9
ARTICLE 13 - SENIORITY
9
ARTICLE 14 - JOB POSTING, PROMOTION AND TRANSFER
11
ARTICLE 15 - LAYOFF AND RECALL
12
ARTICLE 16 - HOURS OF WORK
12
ARTICLE 17 - OVERTIME
14
ARTICLE 18 - PUBLIC HOLIDAYS
15
ARTICLE 19 - VACATIONS
16
ARTICLE 20 - SICK LEAVE
18
ARTICLE 21 - ATTENDANCE
19
ARTICLE 22 - LEAVES
19
ARTICLE 23 - WAGES AND ALLOWANCES
20
ARTICLE 24 - BENEFITS
23
ARTICLE 25 - HEALTH AND SAFETY COMMITTEE
24
ARTICLE 26 - BULLETIN BOARD
24
ARTICLE 27 - ALTERATION OR AMENDMENT
25
ARTICLE 28 - JOB SECURITY
25
ARTICLE 29 - TERM OF AGREEMENT
25
WAGE SALARY SCHEDULE - 2008
27
WAGE SALARY SCHEDULE - 2009
28
WAGE SALARY SCHEDULE - 2010
29
WAGE SALARY SCHEDULE - 2011
30
NOTE APPLICABLE TO WAGE/SALARY SCHEDULE
31
LETTER OF UNDERSTANDING
32
LETTER OF UNDERSTANDING
33
LETTER OF UNDERSTANDING
34
LETTER OF UNDERSTANDING
35
POLICY REGARDING SELF- INSURANCE OF VISION CARE
36
VISION CARE REIMBURSEMENT EXPENSE FORM
37
ome
CANADIAN UNION • PUBLIC EMPLOYEES
AND ITS LOCAL 2380
1.01 The purpose of this Agreement is to provide for a collective bargaining
relationship between the Corporation and the Union with respect to the
bargaining unit described herein, to secure the prompt disposition of grievances,
and to promote the efficient and responsible operation of the Corporation's
business and activities.
2.01 The Corporation recognizes the Union as the exclusive bargaining agent with
respect to all matters covered by this Agreement for all employees of the
Corporation of the Township of Oro-Medonte save and except foreperson,
persons above the rank of foreperson, administrative secretary, students
employed during the school vacation period, students employed on a
cooperative or government sponsored work program with a community college
and Recreation Program Instructors and persons regularly employed for
not more than twenty-four hours per week.
2.02 The Union's National Representative is entitled to be present at meetings with
the Corporation relating to the grievance procedure, arbitrations, collective
bargaining, whenever otherwise entitled under relevant labour legislation, and at
any other time as mutually agreed by the parties.
3.01 "Days" shall mean working days, unless otherwise specified.
The word "employee" or "employees" whenever used in this Agreement, shall
mean only the employees in the bargaining unit defined herein.
The "probationary period" for a new employee is ninety (90) days from the date
of hire.
"Steward" is an employee elected by the Union members and duly accredited in
writing as authorized to represent an employee(s) in presenting a grievance to
the Corporation.
The words "temporary employee" connote an employee hired on a temporary
basis not to exceed one hundred and thirty (130) days in a twelve (12) month
period, or an employee that is filling in for a permanent employee absent as a
result of illness, injury or leave of absence.
K 2 Whenever the singular • masculine gender is used in this Agreement it shall
interpreted as if the plural • feminine has been used where the context of t
language so requires.
Rcm
(a) The Employer agrees to notify the Union upon hiring a temporary employee
and to advise the union whether the temporary employee is:
(a) filling in for a permanent employee absent as a result of illness, injury or
leave of absence as per Article 3.01; or
�• ) is being hired on a temporary basis not to exceed 130 days in a 12 month
period as per Article
(b) In the event that paragraph 3.03 (a) above applies, the Employer will notify the
Union of the name of the permanent employee being replaced on a fill-in basis
and will notify the Union when the permanent employee returns to work.
(c) In the event that paragraph 3.03 (b,'
the bounds of its past practice anc
more than 130 days during the 12
hire, or in any subsequent 12 month
that temporary employee to work m
the Employer will notify the Union ,
extend the period, which shall not be
applies the Employer shall continue within
will not work the temporary employee for
nonth period commencing with the date of
period. In the event the Employer requires
)re than 130 days in the 12 month period,
,nd seek the Union's mutual agreement to
unreasonably withheld.
4.01 The Union recognizes and acknowledges that the management of the
Corporation and the direction of the working forces are fixed exclusively in the
Corporation. Without restricting the generality of the foregoing, the Union
acknowledges that it is the exclusive function of the Corporation to:
(a) Maintain order, discipline and efficiency;
(b) Hire, promote, demote, classify, transfer and retire employees;
(c) Discipline or discharge a probationary employee for just cause;
(d) Discipline or discharge regular employees for just cause;
(e) Make, enforce and alter, from time to time, rules and regulations to be observed
by the employees, provided such rules and regulations do not conflict with the
provisions of this Collective Agreement;
(f) Determine the nature and kind of business and activities conducted by the
Corporation, machinery and equipment to be used, the methods and techniques
of work, the content of jobs, the scheduling of work, the scheduling of employees
including the scheduling of shifts and overtime, the number of employees to be
employed, the extension, limitation, curtailment or cessation of operations or any
part thereof, the standards of performance of employees, and to determine and
exercise all other functions and prerogatives;
(g) To set qualifications and establish and administer tests for the purpose of
assisting the Corporation in determining employees' qualifications in relation to
job postings for promotion and transfers;
(h) And, without limiting the generality of the foregoing, generally to manage the
Corporation.
ARTICLE 5 - RELATIONSHIP
5.01 The Employer shall deduct from the wages of employees the amount of regular
Union dues payable to the Union. "Regular Union dues" is as defined in the
Labour Relations Act, R.S.O. 1990, C.L.2 as amended.
5.02 The parties agree to a mandatory irrevocable check off of regular Union dues
from the pay of all bargaining unit employees. Deductions shall be made from
the bi-weekly payroll period. It shall be forwarded to the Secretary Treasurer of
the Union local no later than the fifteenth (15th) day of the month following,
accompanied by a list of names of all employees from whose wages the
deductions have been made.
5.03 The Union shall indemnify and save the Corporation harmless from any claims,
suits, judgments, attachments and from any other form of liability as a result of
the Corporation making any deductions in accordance with the foregoing
authorizations and assignments. The Union will make refunds directly to all
employees from whom wrongful deductions have been made.
ARTICLE 6 - ACQUAINTING NEW EMPLOYEE WITH COLLECTIVE AGREEMENT
6.01 The Corporation agrees to acquaint new employees with the fact that a
Collective Agreement is in effect.
7.01 Unless otherwise specified in this Agreement, correspondence between the
Corporation and the Union shall pass between the Chief Administrative Officer
and Vice President of the Union local.
8.01 A Labour Management Committee shall be established consisting of two (2)
representatives of the Union and two (2) representatives of the Corporation. The
Committee shall meet once every two (2) months to discuss issues relating to
the workplace which affect the parties. Committee members shall receive a
notice and an agenda prepared by the Chief Administrative Officer at least forty-
eight (48) hours in advance of the meeting. The Union shall inform the Chief
Administrative Officer of agenda items not later than forty-eight (48) hours in
advance of the agenda deadline. Union committee members shall not suffer any
loss of pay for having attended a meeting.
pidgum =I 4:J ol zm 4 g h IF-aI I KgJ
9.01 Negotiating Committee
The Corporation shall recognize a Negotiating Committee composed of not
more than three (3) employees selected by the union, to include the Unit
Vice-President and one (1) employee from the inside group and one (1)
..mployee from the outside group.
9.02 Bargaining unit members of the Negotiating Committee shall not suffer a loss of
pay or benefits when meeting with the Corporation.
In order to provide an orderly and expeditious procedure for the disposition of a
grievance, the Corporation acknowledges the right of a Union to elect or appoint
not more than two (2) Stewards. Subject to the following considerations, a
Steward shall assist any bargaining unit member in preparing and presenting his
grievance in accordance with the Collective Agreement.
9.04 Notification of Identity
(a) The Union shall notify the Corporation in writing of the names of its Stewards,
Officers and Officials. The Union shall notify the Corporation of any and all
changes in this regard. The Corporation shall not be required to recognize a
Steward, Officer or Official until his name has been provided by the Union to the
Corporation in writing.
(b) The Corporation shall, if requested, supply the Union with a list of its supervisory
or other personnel with whom the Union may be required to transact business.
9.05 Servicing Grievances
It is understood that a Steward has Corporation work to perform. Accordingly,
the Steward shall normally service grievances outside of regular working hours.
If it is necessary to service a grievance during working hours, he will not leave his
work without first obtaining the permission of his immediate supervisor.
Permission shall not be unreasonably withheld. In requesting such permission,
the Steward shall state his destination to his immediate supervisor and report
again to him at the time of his return to work. In accordance with this
understanding, if the Steward deals with grievances during his regular hours of
work he shall only be paid for a reasonable amount of time so spent. What is
reasonable, is to be determined by the immediate supervisor.
ARTICLE 10 - NO STRIKE, NO LOCKOUT
10.01 There shall be no strikes or lockouts so long as this Agreement continues to
operate.
ARTICLE 11 -GRIEVANCE PROCEDURE
11.01 A grievance is a difference between the parties relating to the interpretation,
application, administration, or alleged violation of the Collective Agreement.
11.02 The parties agree that it is of utmost importance that grievances be addressed
as quickly as possible.
11.03 No employee shall have • grievance until the employee has given his immedia
supervisor an opportunity to resolve the complaint. i
11.04 If an employee has a complaint, he shall discuss it with his immediate supervisor
within three (3) working days (and before 12:00 Noon on the third day) of the
occurrence, or origin of the circumstances giving rise to the complaint, in order to
afford his supervisor an opportunity to resolve the complaint. The employee and
his supervisor shall meet to discuss the complaint and the supervisor shall
respond to the complaint within seven (7) working days of the meeting. The
employee may request the presence of a Steward.
11.05 Failing adjustment of the complaint to the mutual satisfaction of the employee
and the supervisor, the employee may grieve. A complaint shall be considered a
grievance if it is produced in writing, signed and dated by the employee and a
Steward, and presented by a Steward to the Chief Administrative Officer prior to
12:00 Noon and no later than three (3) working days after the supervisor's
response in Article 11.04.
11.06 When the Chief Administrative Officer receives the grievance, he shall arrange a
grievance meeting with the Union to discuss the grievance within seven (7)
working days of receiving it, or such longer period as may be mutually agreed
upon to accommodate the parties. The Chief Administrative Officer, or his/her
designate, will provide the Union with a decision in writing within seven (7)
working days of the grievance meeting. Union representation shall consist of the
National Representative, and not more than one Steward. Upon mutual
agreement of the parties the grievor may be excused from attending the meeting.
11.07 In the event any difference arising from the interpretation, application,
administration or alleged contravention of this Agreement has not been
satisfactorily settled under the foregoing procedure, the matter may then be
referred to arbitration as hereinafter provided. The Union shall provide the
employer with a copy of its written notice referring the matter to arbitration. No
matter may be referred to arbitration beyond seven (7) working days of the
receipt of the written response from the Chief Administrative Officer as specified
in Article 11.06.
11.08 Any matter so referred to arbitration, including any question as to whether a
matter is arbitrable, shall be heard by a Board of three (3) members composed
of a Chair and a nominee appointed by each of the Corporation and the Union.
The notice of the party referring the decision to arbitration shall contain the name
of its nominee to the Arbitration Board. The recipient of the notice shall within
fourteen (14) days advise the other party of the names of its nominee. The two
(2) nominees so appointed shall, within fourteen (14) days of the appointment of
the second of them, appoint a third person who shall be the impartial Chair. If
the recipient of the notice fails to appoint a nominee, or if the two (2) nominees
fail to agree upon a chair, within these time limits, the appointment shall be made
by the Minister of Labour upon the requests of either party. The Arbitration
Board shall hear and determine the matter and shall issue a decision. The
decision shall be final and binding upon the parties and upon any employee
affected by it. The decision of a majority shall be the decision of the Arbitration
Board, but if there is no majority, the decision of the Chair will govern.
11.09 The Arbitration Board shall not be authorized to alter, modify, or amend any of
the terms of this Agreement, nor to make any decision inconsistent therewith.
11.10 The Corporation and the Union shall each pay one-half (1/2) of the fees and
expenses of the Chair of the Arbitration Board and shall each pay the fees and
expenses of their nominee.
11.11 It is agreed by the parties that the time limits set out with respect to grievances
and arbitration are mandatory and must be adhered to unless mutually agreed
otherwise by the parties.
11.12 Where no reply is given to a grievance within the time limits specified, the Union
or the Corporation may submit the grievance to the next step in the Grievance
Procedure.
11.13 Where the Arbitration Board determines that a disciplinary penalty or discharge
is excessive, it may substitute such other penalty for the discipline or discharge
as it considers appropriate in the circumstances.
11.14 The Corporation has the right to file a grievance with respect to the
interpretation, application, administration or alleged contravention of the
Agreement by the Union. Such grievance shall be presented in writing, signed
by the Chief Administrative Officer or his/her designate, and handed to the
President of the Local within seven (7) working days of the occurrence or
origination of the circumstances giving rise to the grievance. Failing settlement,
a meeting will be held with the Union and the National Representative, and the
Union shall give its written reply to the grievance within seven (7) working days
following the meeting. Failing settlement, such grievance may be referred to
arbitration under this Article within fourteen (14) working days of the date the
Corporation received the Union's reply.
11.15 The Union shall have the right to file a grievance based on a difference with the
Corporation arising out of the interpretation, application, administration or alleged
contravention of the Agreement. Such grievance shall not include any matters
which can only be raised as a personal grievance.
Such grievance shall be submitted in writing by the Union to the Chief
Administrative Officer within seven (7) working days of the occurrence or
origination of the circumstances giving rise to the grievance. Failing settlement,
a meeting will be held with the Union within seven (7) working days of the
presentation of the grievance and the Corporation shall give the Union its written
reply to the grievance within seven (7) working days of the meeting or such
longer period as may be mutually agreed upon to accommodate the parties.
Failing settlement, such a grievance may be referred to arbitration under this
Article within fourteen (14) working days of the date the Union received the
Corporation's reply.
11.16 The Union Local's President and a Steward shall not suffer a loss of pay or
benefits when meeting with the Corporation at grievance meetings.
11.17 The grievor and the Steward shall not suffer a loss of pay or benefits while
attending a grievance arbitration involving this Local.
IN
I ale • - - A • 111 1111' • 1 • a-
No Employee shall be disciplined or discharged without just cause.
a
The Corporation may, in its discretion, terminate a probationary employee
provided only that such discretion shall not be exercised in a manner that is in
bad faith.
12.03 Prior to the imposition of discipline or discharge, an employee shall be given
reason in the presence of his/her Steward or Union Representative, if so
requested by the employee. Such employee shall be advised promptly in writing
by the Chief Administrative Officer or his designate of the reason for such
discipline or discharge.
12.04 (a) An employee is entitled to review his personnel file in the presence of a
Corporation representative. The employee must provide the Chief
Administrative Officer forty-eight (48) hours notice of the intended review
and a mutually convenient time will be established.
(b) Disciplinary notices shall be retained in an employee's file. However, if a
period of twenty-four months has passed since the last such notice, the
preceding disciplinary notice shall not be relied upon by the Corporation in
assessing appropriate discipline.
ARTICLE 13 - SENIORITY
13.01 Seniority is the length of service with the Corporation since the last date of hire.
For purposes of lay off, recall, job posting and promotion, seniority shall be on a
departmental basis. In all other cases, seniority shall operate on a bargaining
unit-wide basis.
13.02 Seniority List
The Corporation shall maintain a seniority list showing the date upon which each
employee's service commenced. Where two (2) or more employees
commenced work on the same day, preference shall be in accordance with the
date of application for employment. An up-to-date seniority list shall be sent to
the Union and posted on all bulletin boards in January of each year. The
Seniority date as posted shall be deemed to be accurate if no objection is
made to the seniority date within twenty (20) full working days of posting
(inclusive of posting).
13.03 Loss of Seniority
Seniority shall terminate, and the employee shall be deemed to have quit, when
the employee:
(a) resigns from the employ of the Corporation;
(b) retires, or is retired;
(c) is discharged for just cause and is not subsequently reinstated through the
grievance or arbitration procedures in this agreement;
(d) is off work due to layoff for a period of twelve (12) months;
(e) is absent without leave for three (3) consecutive working days during which time
he has failed to contact his immediate supervisor. It is the responsibility of the
employee to provide an explanation satisfactory to the Corporation;
(f) fails to report to work within five (5) working days after being notified by the
Corporation of a recall;
(g) fails to return to work upon termination of an authorized leave of absence unless
a reason acceptable to the Corporation is given.
13.04 Transfer Outside of the Bargaining Unit
(a) No employee shall be transferred to a position outside the bargaining unit without
his consent.
(b) If an employee is transferred to a position outside of the bargaining unit, he shall
retain his seniority up to six (6) months but not thereafter. Such employees shall
continue to pay union dues at their last unionized rate.
13.05 Temporary Employees
If a temporary employee works thirteen (13) consecutive months he/she
will be deemed to be a full-time employee, and shall be placed on the
seniority list with a service date of most recent hire. This clause is not
retroactive and shall be effective from the date of ratification forward.
13.06 Probationary Employees
Probationary employees are not subject to the seniority provisions of this
Agreement, with the exception of Article 12.02. Upon successful completion of
the probationary period, an employee's name shall be placed on the seniority list
with a service date indicating the date of most recent hire.
13.07 Former Medonte Employees
Current members of the bargaining unit who were employed by the former
Township of Medonte ("Medonte") as of December 31, 1993, shall receive full
credit for continuous employment with Medonte, as per the language of the
Collective Agreement.
13.08 Driver's License
An employee who is required to hold a valid driver's license for the
appropriate call of work that he is required to perform as part of his regular
duties shall, in the event such privilege be either lost or temporarily
withdrawn for whatever reason, be subject to either demotion, lay-off,
suspension or discharge.
I �i
��Zllllii 1111� '' I l 011911111:
When a new position is created within the bargaining unit, or where in the view of
the Corporation a vacancy occurs, the Corporation shall post notice of the
position on a department bulletin board for a period of seven (7) working days to
notify employees of the new position or vacancy and to invite written application
within the time period.
14.02 Such notice shall contain the following information:
(a) number of positions to be filled;
(b) title and description of position;
(c) qualifications and knowledge required;
(d) wage rate or range; and
(e) final date by which application must be received by the Corporation
14.03 To be considered for the posted position an employee must make written
application no later than the final date indicated in the notice.
14.04 In cases of promotion to bargaining unit positions, the following factors shall be
considered:
(a) skill, ability, knowledge and qualifications;
(b) seniority.
Where the criteria referred to in factor (a) are relatively equal, factor (b) will
govern.
14.05 Notification to Union
Within seven (7) calendar days of the date of appointment pursuant to this
Article, the name of the successful applicant shall be sent to the Union, and a
copy of this notice posted on a bulletin board.
14.06 Trial Period
An employee who is the successful applicant for a promotion shall be confirmed
in the position subject to satisfactory completion of a twenty (20) working day trial
period. Where the Corporation determines that an employee has failed to satisfy
the requirements of the position into which he has posted, he shall be returned to
his former job classification.
14.07 No outside applicant for a posted position shall be hired until it is determined that
none of the applicants from the bargaining unit is capable of being promoted
pursuant to Article 14.04.
15.01 Layoff Procedure
Layoffs shall be in inverse order of seniority on a departmental basis provided
that the remaining employees have the qualifications and ability to perform the
work available.
15.02 Employees who have been laid off in accordance with this Article shall be
recalled in order of seniority, provided they have the qualifications and ability to
perform the work available. This provision shall not operate where an
employee's right to be recalled has been extinguished pursuant to Article
13.03(d).
I : I WIL-1
An employee who is displaced from his job and who is unwilling to be laid
off from the Corporation may bump into any job classification that is
occupied by an bargaining unit employee with less seniority, subject to the
following:
(a) the employee exercising the right to bump must have the qualifications and
ability to perform the job satisfactorily at the Corporations sole discretion;
(b) the employee exercising the right to bump must have more seniority than
the employee he is bumping;
(c) if there is more than one employee in the job classification, it shall be the
employee with the least seniority who is bumped.
15.04 It is the responsibility of an employee on layoff to keep the Corporation advised,
in writing, of his current address. The Corporation shall be deemed to have
given an individual on layoff notice of recall by sending notice of recall by
registered mail to the last address supplied to the Corporation by the individual.
Such notice shall state the date and time that the individual is required to report
to work. Such notice shall be deemed to have been received on the third
working day after it has been sent by the Corporation.
15.05 The Corporation shall not hire a new employee to perform work in the
circumstance where there is an employee on layoff that is willing, qualified and
able to perform the work.
15.06 A grievance as to layoff or recall shall be initiated at the grievance procedure
step described in Article 11.06.
ARTICLE 16 - HOURS OF WORK
16.01 The scheduling of work is within the discretion of the Corporation.
• 1 • 014e.1(olio
Summer hours of forty (40) hours per week shall commence the first
Monday in May and end the Tuesday following the Labour Day Holiday.
Hours to be worked in four (4) - ten (10) hours shifts. Summer hours
maybe extended depending on weather conditions and project workload at
the discretion of the Employer. The Employer shall provide seven (7) days
notice in writing in advance of a change in hours.
Winter hours of forty (40) hours per week shall commence the Tuesday
following Labour Day and end the first Monday in May. Hours to be worked
in five (5) - eight (8) hour shifts.
i !1q&IL61"
Employees shall work forty (40) hours per week consisting of varied shifts.
In the Oro-Medonte Community Arena, if an employee is late or phones in sick,
the operator on duty shall ensure that he has contacted his supervisor to advise
him of the situation and will remain at work, up to a maximum of four hours and
shall be paid for actual hours worked at time and one half his regular rate of pay.
16.04 Office, Clerical and Technical
The normal hours of work shall be thirty-five (35) hours per week, Monday to
Friday, 8:30 a.m. to 4:30 p.m.
Summer hours of thirty five (35) hours per week shall commence the first
Monday in May and end the Tuesday following the Labour Day Holiday.
Hours to be worked in one of two shifts:
(a) 7:30 to 3:00 with a half hour for lunch;
(b) 10:00 to 5:30 with a half hour for lunch.
Summer hours maybe extended depending on weather conditions and
permit workload at the discretion of the Employer. The Employer shall
provide seven (7) days notice in writing in advance of a change in hours.
16.06 Environmental Services Technicians
Employees shall work forty (40) hours per week in five (5) — eight (8) hour
shifts.
16.07 Special or Rotating Shifts
In accordance with Article 16.01, the Corporation, together with the
employees who will be directed to undertake the work shall determine the
schedule of hours to be worked, to include but not limited to:
(a) Street Sweeping Operators
(b) Facilities
(c) Road Patrols
(d) Afternoon Shift(s)
The Corporation shall provide a minimum of seven (7) days notice of a shift
change.
16.08 This Article does not constitute a guarantee of hours per day or days per week.
ARTICLE 17 - OVERTIME
17.01 In this Agreement, "overtime" is defined as hours of work performed in a week in
excess of the normal weekly hours of work described in Article 16.
17.02 When the Corporation determines that overtime is required, an employee
required to work overtime, and who works, may elect to either be paid at a
premium rate for all overtime hours worked, or to receive time off in lieu of
overtime worked.
17.03 When an employee is required to work overtime, and works the overtime, and he
elects to be paid for said hours of overtime worked, any hours in excess of 37
hours for inside employees and 42 hours per week for outside employees shall
be considered overtime and he shall be paid at the rate of one and one-half (1-
1/2) times the regular rate of pay.
17.04 When an employee is required to work overtime, and prefers to receive time in
lieu of receiving overtime pay, any hours in excess of 37 hours for inside
employees and 42 hours per week for outside employees shall be considered
overtime and the time in lieu banked for the excess hours as indicated shall be at
the rate of one and one-half (1-1/2) times the hours worked, he shall
communicate his election to the Department Head prior to working overtime.
The employee and the Department Head shall mutually agree on the time and
date of such time off.
An employee may choose to receive time off in lieu of overtime pay at the
appropriate rate at a time mutually agreed upon between the employee and the
supervisor. Outside employees shall indicate their choice at the time of
submitting their crew card. Inside employees shall indicate their choice on the
overtime authorization form.
There shall be permitted a maximum accumulation of five (5) days, a total of
forty (40) hours for outside bargaining unit members, and five (5) days a total of
thirty-five (35) hours for inside bargaining unit members in any calendar year.
Any banked overtime not scheduled to be taken off by year's end prior to
November 30, will automatically be paid out to the employee at his applicable
rate as of December 31. The payment will be received with the employee's final
pay cheque of the year. Overtime worked in December cannot be banked.
17.05 Minimum Call Out
An employee who is called into work outside his regular hours who is not
entitled to Stand-By pay as outlined in Article 23.07 shall be paid for a
minimum of three (3) hours at time and one-half his regular rate of pay.
An employee who is called into work outside his regular hours who is
entitled to Stand-By pay shall be paid for a minimum of two (2) hours at
time and one-half his regular rate of pay. A Call Out is defined as: An
Emergency call out where an employee is required to make an extra trip to
and from his place of employment.
If an employee receives another call-out while working on the initial call-
out, the additional call-out shall be considered to be a continuation of the
first call-out. An employee cannot claim more than one call-out in the
applicable three or two hour period.
17.06 Meal Allowance
Where an employee is required to work four (4) hours of continuous work
in excess of the scheduled shift he shall be supplied with a meal allowance
of eight dollars and fifty cents ($8.50). A meal allowance shall not be paid if
a meal is supplied.
18.01 The Corporation recognizes the following as paid holidays for permanent
employees:
New Year's Day
Family Day
Good Friday
Easter Monday
Victoria Day
Canada Day
Civic Holiday
Labour Day
Thanksgiving Day
Remembrance Day
1/2 Day before Christmas Day
Christmas Day
Boxing Day
1/2 Day before New Year's Day
and any other day that is subsequently proclaimed a public holiday by the
Federal or Provincial Government.
18.02 Substitute Day for Observance of Holiday
When any of the holidays specified in Article 18.01 falls on a Saturday or
Sunday, the next regular day of work shall be deemed to be the holiday.
The holiday shall be recognized on the date that the holiday actually falls
and shall not be substituted.
Shifts Extending Over Two Calendar Days
For a shift that extends over two calendar days, the holiday will be
recognized on the calendar day in which the majority of the hours for the
shift are worked (i.e., 11:00 pm on February 17 th to 7:30 am February 18 th
2008 is Family Day).
An employee shall not be eligible for holiday pay unless he works his last
regularly scheduled shift before the holiday and his first regularly scheduled shift
after the holiday. This provision shall not apply, however, if the employee is
absent from work with permission on either or both of the above days. Similarly,
this provision shall not apply if an employee fails to report to work due to illness
which is subsequently verified to the satisfaction of the Corporation.
18.04 When any of the above noted paid holidays falls on an employee's scheduled
day off, the employee shall receive another day's pay at his standard basic rate,
or if in the judgment of the Corporation it will not adversely affect operations, the
employee shall be given an additional day off in lieu thereof with pay at a time
mutually agreed upon by the employee and the Corporation.
18.05 Where an employee works on any of the days listed in Article 18.01, he shall be
paid at the rate of time and one-half (1-112) the employee's regular rate of pay,
plus the employee's regular pay for the day.
ARTICLE 19 - VACATIONS
19.01 Length of Vacation
Upon completion of their probationary period, all employees with less than
one (1) year of continuous service from the last date of hire with the
Corporation shall have their vacation entitlement prorated, between the
completion of the probationary period and the end of the calendar year.
Such prorated vacation time will be with pay.
19.02 The qualifying year for each permanent employee shall be based on his
anniversary date. "Anniversary date" is the date on which the employee
last commenced full -time employment with the Corporation.
1 Year
2 Weeks
3 Years
3 Weeks
8 Years
4 Weeks
13 Years
5 Weeks
15 Years
5 Weeks + 1 Day
16 Years
5 Weeks + 2 Days
17 Years
5 Weeks + 3 Days
18 Years `
5 Weeks + 4 Days
19 Years
6 Weeks
Upon receiving 6 weeks of paid vacation entitlement, Article 17.04 with
respect to the Banking of Overtime will no longer apply.
Vacation accruals shall be based on an Employee's anniversary date,
however vacation allotments shall be provided to employees on January 18t
of each calendar year. Should an Employee leave the Corporation,
between January 18t and their anniversary date, any vacation allotment
shall be on a prorated basis. In the event, that an Employee, upon
termination, has exceeded the prorated vacation allotment, the Corporation
shall reserve the right to deduct the necessary funds from the Employee's
final pay. An employee shall not be entitled to receive vacation pay in a
lump sum payment without taking the corresponding time off. An
employee on vacation shall not be entitled to receive short or long -term
disability benefits in addition to vacation pay.
19.03 An employee's vacation entitlement shall be reduced on a pro rata basis if the
employee's annual attendance record discloses absences due to sickness of
twenty (20) working days or more.
19.04 Compensation for Holidays Falling Within Vacation Schedule
If a paid holiday falls or is observed during an employee's vacation period, he
shall be allowed an additional vacation day with pay at a time mutually agreed to.
If the Corporation and the employee cannot come to a mutual agreement, the
holiday shall be taken within one (1) month of the employee's return to work from
vacation.
19.05 An employee severing his employment at any time in the vacation year prior to
using accrued vacation, shall be entitled to a proportionate payment of wages in
lieu of such vacation.
0® 0
The Corporation shall endeavour, when so requested, to schedule employees to
receive an unbroken period of vacation. No such period may exceed three (3)
consecutive weeks in duration.
19.07 In the event of the death of an employee, his executor or administrator shall be
entitled to receive such vacation pay as may stand to the employee's credit,
subject to filing an executed Succession Duty Release in appropriate form with
the Chief Administrative Officer.
19.08 Employees may apply to their Supervisor by December 1 of each year to
carry over a maximum of five (5) days vacation from one year to the next.
The Corporation, in its sole discretion, may permit the requested vacation
carry over. Such discretion shall not be exercised in bad faith.
I=.
(a) The Employer shall attempt to provide vacations during the periods
preferred by employees; however, in scheduling vacations, the Employer
shall ensure that operational requirements are met and that sufficient
personnel are available to provide the required level of service. If two or
more employees simultaneously request the same vacation time, and a
conflict arises, seniority shall govern.
(b) Applications for scheduling vacation shall be made in writing, between
January 15 and January 31 for the current year for an employee's full
vacation entitlement. Management will process and approve applications
as noted above.
(c) An application for scheduling vacation made after January 15 to January 31
shall be submitted in writing, as far in advance of the requested time as
possible. Management will process and approve such applications, as
noted above, on a first-come, first-served basis. Once such an application
for scheduling vacation has been approved, such scheduling cannot be
changed except by the approval of the immediate supervisor.
20.01 Sick leave with pay shall be provided to protect permanent, full-time employees
against loss of income resulting from absences from work due to genuine illness.
Temporary employees, and employees serving a probationary period are not
entitled to sick leave with pay.
20.02 Eligible employees shall be granted six (6) sick days per year at January 1St of
each year with no carry over from year to year. In addition to the foregoing,
employees hired prior to ratification shall maintain any unused sick leave credits
held as of the date of ratification for future use. In any event, however, any
accumulation of sick leave credits shall be to a maximum of six (6) days. A new
employee who has completed his/her probationary period shall be entitled
to sick leave at a rate of one half (1/2) day per month from the date of hire.
20.03 Employees absent due to a sickness occurrence shall expend not more than
three (3) sick leave credits and shall be entitled to no more than three (3) days
sick pay.
20.04 In all cases of absence of three (3) days or more, or upon returning to work from
the absence of three (3) days or more, the employee shall require his physician
to prepare a medical certificate, and shall deliver same to the Chief
Administrative Officer. Said medical certificate shall indicate; the date(s) the
employee was seen by his physician; dates the employee has been unable to
work due to illness; and prognosis for a return to regular duties. The Corporation
reserves the right to request such a certificate before the three (3) days if the
Corporation feels that the employee's absence is not justified. This request shall
not be exercised in bad faith. If there are any billing fees associated with
obtaining the certificate, the Corporation shall pay 100 % of the billed fees.
21.01 The Corporation is entitled to regular attendance on the part of its employees.
21.02 If an employee is unable to attend at work as scheduled, he is required to notify
the Immediate Supervisor or designate, failing that the Chief Administrative
Officer or designate not later than the employee's scheduled starting time,
providing details of the reasons for his absence from work and of the expected
duration of the absence. The employee may subsequently offer evidence of
extenuating circumstances that explains the failure to provide notice as above.
ARTICLE 22 - LEAVES
22.01 Bereavement Leave
(a) An employee shall be entitled to five (5) days leave of absence with pay to attend
the funeral of a member of his immediate family.
(b) "Immediate family" for purpose of Article 22.01(a) means the employee's
parents, stepparents, spouse, same-sex partner, child, step-children, brother,
sister, mother-in-law, father-in-law, brother-in-law, sister-in-law, grandparent,
grandchild, niece or nephew.
(c) A paid leave of absence of up to one (1) day may be granted an employee for
the purpose of attending the funeral of someone other than a member of the
employee's immediate family.
(d) The Corporation may, in its sole discretion, grant an employee additional days off
for the purpose of attending a funeral outside the Province of Ontario.
(e) The Corporation is entitled to demand proof of death and/or relationship, and the
employee shall provide same.
22.02 Jury Service or Court Witness Leave
(a) The Corporation shall grant an employee a leave of absence to serve as a juror,
or to attend at criminal court as a Crown witness pursuant to a subpoena, or as a
witness for the Corporation in any legal proceeding. The Corporation shall pay
such an employee his regular wage in respect of such leave. Any payment he
receives in respect of jury service, or as a witness for the Crown or the
Corporation, shall be forwarded to the Township immediately upon receipt
thereof. The employee will present proof of service, or attendance as the case
may be, and the amount of any payment received.
(b) The employee is required to notify the Corporation as soon as possible of his
selection for jury service, or in the event he has been subpoenaed by the Crown
to attend as its witness in criminal court.
(c) The employee is required to report to work at all times and on dates when not
actually required in Court.
22.03 Pregnancy, Parental Leave and Family Leave
The Township will abide by the requirement as set out in legislative
requirements.
22.04 Union Leave
Upon written application to the Chief Administrative Officer submitted at least
twenty-one (21) days in advance, an employee may be granted an unpaid leave
of absence equal to an aggregate of fifteen (15) working days per calendar year
for the bargaining unit (combined inside and outside units) for the purpose of
representing the Union at conventions, conferences, seminars or workshops.
Upon mutual consent of the Union and the Corporation, additional unpaid days
of leave may be granted. The employees' wages and benefits shall not be
interrupted. However, the Union shall reimburse the Corporation for all wages
concerned.
ARTICLE 23 - WAGES AND ALLOWANCES
23.01 Wage /Salary Administration
(a) The Corporation shall pay permanent employees the wages/salary as described
in the attached wage schedules. Wages shall be paid bi-weekly.
(b) Upon appointment to a bargaining unit position that represents a promotion, an
employee's wage shall be set at that step in the range for the new position that
represents the wage that is closest, and not less than the employee's current
wage.
The Corporation will pay an employee who is required by the Corporation to use
his personal automobile for Corporation business, an automobile allowance in
accordance with the rate established from time to time • the Corporation.
—1— 0 1: 1191511-011!iEl
The Environmental Services Operators, Equipment Operators and Building
Inspectors shall be provided a uniform embroidered with the Township of
Oro-Medonte name/logo that the Corporation specifically required to be
worn. Employees are required to wear the employer provided uniforms
while at work. The uniforms are to be worn exclusively for the purpose of
deployment of the employee's duties. Uniforms shall be clean and neat in
appearance and in a state of good repair. A baseball cap and toque will be
provided as a component of the uniform, worn caps and toques will be
replaced on an as needed basis at the discretion of the Supervisor.
Employees reporting to work without their prescribed uniform shall be sent
home for the day unpaid.
The Corporation shall provide the Environmental Services Operators,
Equipment Operators and Building Inspectors with a voucher for $150.00 in
January in each year of the collective agreement for the purchase of safety
footwear. Footwear shall be a minimum of 6 inches in height and must be
worn and properly fastened as a condition of employment. The Corporation
shall consider alternate safety footwear on a case by case basis with
supporting medical documentation.
In the First Year of the Collective Agreement or for New Full-
Time Employees the following shall be provided:
Engineering & Environmental Services
3 pairs navy blue work pants (cargo style)
3 light blue oxford cloth work shirts short/long sleeved
3 golf shirts
Employee's names will be embroidered on all shirts provided
Public Works/Facility Operators
3 pairs navy blue work pants (cargo style)
3 light blue oxford cloth work shirts short/long sleeved
3 green "cool works" safety t-shirts
Employee's names will be embroidered on all shirts provided
Building & Planning Services Department (Inspectors Only)
3 pairs navy blue work pants (cargo style)
3 light blue oxford cloth work shirts shortllong sleeved
3 golf shirts
During the Second Year of the Collective Agreement employees shall be
provided with a voucher in the amount of $250.00 for the purchase of work
clothing. The voucher will identify the items that may be purchased. Items
included in the voucher are:
The mandatory uniform items as noted above as well as:
• coveralls
• jacket
• "cool works" pants
• "cool works" sweatshirt
The employee is responsible to ensure that their mandatory uniform is in a
good state of repair. In the event that the employee has exercised their
option to purchase optional pieces of clothing and their mandatory uniform
falls into an unacceptable state of repair as deemed by the Corporation, the
employee shall be responsible for the replacement of the mandatory
uniform and the required embroidery at their own cost.
During the third and subsequent years of the Collective Agreement a
voucher in the amount of $250.00 will be issued. The items included in the
vouchers shall be at the discretion of the Corporation.
There will be no carryover of voucher funds for clothing or boots from year
to year. The Employer in its sole discretion shall determine the retailer that
the vouchers will be purchased from.
The Corporation agrees to provide sunglass safety eye wear, rain gear,
gloves, insulated safety rubber boots and extra liners, hard hats, and high
visibility safety wear consisting of jacket, coveralls/overalls, vests, to the
employees, who in the Corporation's opinion require such items on a need
be basis. Worn out clothing must be turned back in to receive new at the
discretion of the Supervisor.
23.04 Where an employee, at the request of the Corporation, performs a higher
rated job for a period of five (5) consecutive working days, the employee
shall receive the next step in the Employees wage pay band for all hours
worked in that higher rated job.
23.05 When an employee, at the request of the Corporation, is temporarily assigned to
a position paying a lower rate, his rate shall not be reduced.
23.06 The Corporation shall endeavour to provide an employee with payroll advances
that would ordinarily be received during the employee's scheduled vacation,
provided the employee makes a written request for same to the Chief
Administrative Officer at least twenty-one (21) days in advance of the
commencement of the scheduled vacation.
1 • : . .
All employees deemed qualified by the Employer shall be required to have
their name included in a stand-by rotation schedule. The Employer and
Employees shall jointly create the Stand-by rotation schedule. Employees
required to be available to work on the stand-by schedule and who are
given a pager and vehicle for this purpose, shall be paid a stand-by
allowance of $15.00 per week day, $25.00 weekends and public holidays
(as outlined in Article 18.01)
1' a a •
If an employee works a shift, the majority of whole hours fall outside the
hours of 7:00 a.m. and 4:30 p.m., he shall receive a shift premium of sixty
cents ($0.60) per hour, in addition to his regular hourly rate, for all hours in
the shift. Shift premium is not payable in addition to overtime premium.
Employees operating wing-equipped plow trucks without a wingman shall
receive a premium of sixty cents ($0.60) per hour during such operation.
The Wing Premium will be in addition to the Shift Premium if applicable.
ARTICLE 24 - BENEFITS
24.01 The Corporation shall, during the term of the current Collective Agreement, pay
one hundred percent (100%) of the billed premium for the provision of the
following benefits for eligible, permanent full-time employees:
(a) life insurance of triple annual salary to a maximum of $400,000 to age 65,
50% of the amount in effect on 65th birthday to a maximum benefit of
$10,000; dependent coverage for spouse to $10,000 and each child for
$2,500;
(b) accidental death and dismemberment, where the level of benefit is dependent
upon type of loss, but in no case exceeding two times (2x) the employee's
annual salary, or $100,000, whichever is less;
(c) long-term disability of seventy-five percent (75%) of monthly earnings to a
maximum of $8,000 per month to age 65;
(d) weekly indemnity of seventy-five percent (75%) of weekly earnings to a
maximum of $2,000 per week to age 70;
(e) Hospital medical insurance as provision of Vision Care is now included in
a new Policy regarding Self-insurance of Vision Care attached.
(f) A $9.00 limit on dispensing fees for all prescription drugs. A list of
locations with dispensing fees under $9.00 shall be provided by the
Corporation to the employees annually. Mandatory Generic Drug Program
F-TiTs I 115M F1 5 *74IT-4 R MOTT-M P.. *IT--M(Zld
(g) dental expense insurance at O.D.A. suggested fee schedule minus two (2)
years;
(h) a card is provided for pay direct system for prescriptions and dental care.
Basic Services: 100% of eligible charges; no maximum
Major Services: 50% of eligible charges; $1,500 maximum per
calendar year.
Orthodontic: 50% of eligible charges; lifetime maximum of $1,500.
(i) The Employer will have the right to select the carrier of its choice in
respect to any of the above benefits provided that in the event that any
carrier is changed an equivalent level of benefits will be maintained.
24.02 Pension:
All permanent and probationary employees shall be enroled in the Ontario
Municipal Employees Retirement System Plan ("OMERS"). However, this Article
does not apply to those current employees who elected not to enrol in OMERS
prior to April 20, 1994.
24.03 Employee Assistance Program:
All eligible, permanent employees and covered family members shall be enrolled
in an Employee Assistance Program. The Corporation shall, during the term of
the current Collective Agreement, pay one hundred percent (100%) of the billed
premiums.
ARTICLE 25 - HEALTH AND SAFETY COMMITTEE
25.01 The Corporation and the Union acknowledge their shared statutory obligation of
maintaining a safe and healthy workplace environment. To that end, a Joint
Health and Safety Committee shall be established.
25.02 Where it is deemed appropriate by the Health and Safety Committee that an
employee receive preventative vaccination as a result of the working
environment, any costs shall be borne by the employer.
26.01 The Corporation shall provide the Union with bulletin board space in the arena,
the works garages and a specific area in the administration office designated by
the Corporation for the purpose of posting Union notices regarding meetings and
other lawful activities of trade Unions. All such notices must be approved by the
Chief Administrative Officer or his/her designate prior to posting.
27.01 Any alteration or amendment of this Agreement shall be in writing, and shall be
executed by both the Corporation and the Union.
ARTICLE 28 - JOB SECURITY
28.01 For the term of the first collective agreement, no member of the bargaining unit
with five (5) or more years of seniority with the Corporation shall be laid off as a
result of the contracting out of work normally performed by members of the
bargaining unit.
29.01 This Agreement is effective February 26, 2008 to December 31, 2011.
29.02 In the event that either party to this Agreement provides written notice of its
desire to renew this Agreement, negotiations shall commence within fifteen (15)
days of the notice, or at a time mutually agreed upon by the parties if such
written notice is given within ninety (90) days of the expiry of the agreement.
DATED at the Township of Oro-Medonte this day of "c"Ll
2008.
MAYOR ff. S
CLERK 7JD Zu
Irwin
EMPLOYEES
L
presentative
WAGE/SALARY SCHEDULE
BARGAINING UNIT EMPLOYEES
effective January 06, 2008
De' u Chef Building Official
28.98
30.15
31.31
32.48
33.64
Environmental Services,
Technician Level 3
28.09
29.22
30.35
31.49
32.61
Mechanic inventory & Vehicle'
Maintenance
27.85
28.97
30.10
31.22
32.33
Bulldin onin . Plans Examiner
27.14
28.23
29.32
30.42
31.50
Buildinj inspector "
27.08
28.17
29.25
30.34
31.44
Planner
26.12
27.17
28.22
29.27
30.32
Environmental Services
Technician Level 2
22.26
23.18
24.08
24.99
25.90
Lead Hand
21.53
22.41
23.29
24.17
25.05
Planning Technician
20.90
21.75
22.61
23.46
24.32
Building, Coordinator / Special
Projects Anal st
"! 18.11
19.18
20.24
21.31
22.37
Senior Revenue Clerk
Environmental Services
Technician Level 1
17.46
18.49
19.52
20.54
21.57
Operator 3
17.00
17.99
18.99
19.99
21.00
Operator 2
Parks & Recreation Assistant
16.95
17.95
18.94
19.94
20.94
Revenue Clerk
16.72
17.71
18.68
19.67
20.65
Facilities Operator
16.62
17.60
18.58
19.56
20.54
Cashier 1 Receptionist
16.49
17.46
18.43
19.39
20.36
Operator 1
16.07
17.02
17.96
18.90
19.85
Building Secreta
Emergency Services Technical
Support
Engineering Services Technical
15.77
16.66
17.53
18.41
19.29
Su` ort
Public Works Secrete
Custodian
15.45
16.32
17.17
18.04
18.90
Reception / Secretary
13.95
14.72
15.50
16.27
17.06
Environmental Services
Technician OIT
12.88
13.55
14.24
14.92
15.60
Labourer
12.39
13.05
13.71
14.37
15.03
WAGE/SALARY SCHEDULE
BARGAINING UNIT EMPLOYEES
effective January 04, 2009
De' u Chief Building Official
29.85
31.05
32.25
33.45
34.65
Environmental Services
Technician Level
28.93
30.10
31.26
32.43
33.59
Mechanic - Inventory & Vehicle
Maintenance
28.69
29.84
31.00
32.16
33.30
Buildingaoning, Plans Examiner
27.95
29.08
30.20
31.33
32.45
Building ' Ins actor
27.89
29.02
30.13
31.25
32.38
Planner'
26.90
27.99
29.07
30.15
31.23
Environmental Services
Technician Level 2
22.93
23.88
24.80
25.74
26.68
Lead Hand
22.18
23.08
23.99
24.90
25.80
Planning Technician
21.53
22.40
23.29
24.16
25.05
Building Coordinator/ Special
Projects Analyst '
18.65
19.76
20.85
21.95
23.04
Senior Revenue Clerk
Environmental Services
Technician Level 1'
17.98
19.04
20.11
21.16
22.22
Operator 3
17.51
18.53
19.56
20.59
21.63
Operator 2
Parks &iRecreation Assistant
17.46
18.49
19.51
20.54
21.57
Revenue Clerk
17.22
18.24
19.24
20.26
21.27
Facilities Operator,
17.12
18.13
19.14
20.15
21.16
Cashier I Receptionist
16.98
17.98
18.98
19.97
20.97
Operator 1
16.55
17.53
18.50
19.47
20.45
Building Seceta
Emergency Services Technical
Support
Engineering Services Technical
16.24
17.16
18.06
18.96
19.87
Su' ort'
Public Works Secretary
Custodian
15.91
16.81
17.69
18.58
19.47
Reception 1 Sepretaq
14.37
15.16
15.97
16.76
17.57
Environmental Services
Technician OIT
13.27
13.96
14.67
15.37
16.07
Labourer
12.76
13.44
14.12
14.80
15.48
WAGE/SALARY SCHEDULE
BARGAINING UNIT EMPLOYEES
effective January 03, 2010
ME,
Depu q Chief Building Official
30.82
32.06
33.30
34.54
35.78
Environmental Services
Technician Level 3
29.87
31.07
32.28
33.49
34.68
Mechanic- inventory tip Vehicle
Maintenance
29.62
30.81
32.01
33.20
34.38
Buildinqqoninq Plans Examiner
28.86
30.02
31.18
32.35
33.50
Building lns ector'
28.80
29.96
31.11
32.27
33.44
Planner
27.78
28.89
30.01
31.13
32.24
Environmental Services
Technician Level 2
23.67
24.65
25.61
26.58
27.54
Lead Hand
22.90
23.83
24.77
25.70
26.64
Planning Technician
22.23
23.13
24.05
24.95
25.86
Building Coordinator J Special
Projects Analyst
19.26
20.40
21.52
22.66
23.79
Senior Revenue Clerk
Environmental Services
Technician Level 1
18.57
19.66
20.76
21.84
22.94
Operator 3
Operator 2
" 18.08
19.13
20.20
21.26
22.33
Parks & Recreation Assistant'
18.03
19.09
20.14
21.21
22.27
Revenue Clerk
17.78
18.83
19.87
20.92
21.96
Facilities Operator
17.67
18.72
19.76
20.80
21.84
Cashier 1 Receptionist
17.54
18.57
19.60
20.62
21.65
Operator 1
17.09
18.10
19.10
20.10
21.11
,Building Secretar
Emergency Services Technical
Support
Engineering Services Technical
16.77
17.72
18.64
19.58
20.51
Su' ort
Public Works Secretary
Custodian
16.43
17.36
18.26
19.19
20.10
Reception 1 Secretary
14.84
15.65
16.48
17.30
18.14
Environmental Services
Technician OJT
13.70
14.41
15.14
15.87
16.59
Labourer
13.18
1 3.88
14.58
15.28
15.98
WAGE/SALARY SCHEDULE
BARGAINING UNIT EMPLOYEES
effective January 02, 2011
De' u Chief Building Official
31.82
33.11
34.38
35.66
36.94
Environmental Services
30.84
32.08
33.33
34.58
35.81
Technician Level 3'
Mechanic-Inventory & Vehicle
30.58
31.81
33.05
34.2$
35.50
Maintenance
Buildinggoning Plans Examiner
29.80
31.00
32.19
33.40
34.59
Building Inspector
29.73
30.93
32.12
33.31
34.52
Planner
28.68
29.83
30.99
32.14
33.29
Environmental Services'
24.44
25.45
26.44
27.44
28.44
Technician Level 2
Lead Hand
23.64
24.61
25.57
26.54
27.51
planning Technician
22.95
23.88
24.83
25.76
26.70
Building Coordinator / Special
Projects Anal i st'
19.89
21.06
22.22
23.40
24.56
Senior Revenue Clerk
Environmental Services'
19.17
20.30
21.43
22.55
23.68
Technician Level 1!.
Operator 3
18.67
19.75
20.85
21.95
23.06
Operator 2
Parks & Recreation ,Assistant
18.61
19.71
20.80
21.89
22.99
Revenue Clerk
18.36
19.45
20.51
21.60
22.67
Facilities O erator'
18.25
19.33
20.40
21.48
22.55
Cashier' / Receptionist
18.11
19.17
20.24
21.29
22.36
Operator erat 1
17.65
18.69
19.72
20.75
21.80
Building Secretary
Emergency Services Technical
Support
17.32
18.29
19.25
20.21
21.18
Engineering Services Technical
Support
Public Works Secretary
Custodian
16.96
17.92
18.85
19.81
20.75
Reception / Secretary
15.32
16.16
17.02
17.87
18.73
Environmental Services
Technician t?IT
14.14
14.88
15.64
16.38
17.13
Labourer
13.60
14.33
15.05
15.78
16.50
• MAI 2��111111 ii� • 1� 1111 1 1, 1� i'll IJ
It is mutually agreed and understood between the parties that, the criteria
required to progress along the wage grid has been developed and the following
notes apply to the application of the wage/salary schedule:
1. New employees shall be placed by the Corporation.
2. There will be no automatic progression.
3. Progression shall be based on merit and shall be at the discretion of the
Employer.
4. The Corporation shall ensure all employees recognized under this
Collective Agreement will receive the applicable negotiated wage/salary
increases.
Between:
THE CORPORATION • THE TOWNSHIP • ORO-MEDONTE
- and -
THE CANADIAN UNION OF PUBLIC EMPLOYEES
1. The Corporation shall schedule Building Inspectors to work a 45 hour work
week Monday to Friday for the peak season commencing on the first
Monday in May and ending the Tuesday following the Labour Day Holiday.
2. Employees shall bank overtime hours worked in excess of the normal 35
hour work week.
3. Employees shall be scheduled to work a reduced work week during the
non-peak season (December, January, February), Monday to Wednesday or
Wednesday to Friday. Hours paid for the two days not scheduled (i.e.
Thursday and Friday or Monday and Tuesday) will be drawn from their
overtime bank.
4. Scheduling of work during peak summer season and non-peak seasons
will be at the sole discretion of the employer.
5. In the event that the above outlined scheduled is amended, the employer
shall provide a minimum of seven (7) days notice of the employees
scheduled hours.
DATED at the Township of Oro-Medonte this day of
2008.
ATTWOMERUMMUNIGNEM
CLERK /J. Do6gla/Irwin
NION.OF PUBLICAEMPLOYEES AND ITS LOCAL 2380
NatiorW Representative
0 • • i NIg
THE CORPORATIO'nJIF-T TFF UF7UP1U:4%1-FM=X1F�
- and -
THE CANADIAN UNION • PUBLIC EMPLOYEES
1. The Corporation has committed to a Corporate Organizational a
Compensation Review. ri
2. The review shall be competed in stages.
3. The Corporation agrees to discuss with the Union the Corporate
Organizational Review.
4. In addition, the Corporation agrees to discuss with the Union a review of
selected Bargaining Unit included/excluded positions.
5. The Corporation agrees to share with the Union comparator results from
the Compensation Review in 2008.
6. Further, the Corporation commits to review the wage/salary schedule of
bargaining unit employees with the comparators identified in the
Compensation Review in early 2009.
DATED at the Township of Oro-Medonte this day of V\
2008. 41 --,17 1l
CLERK / J. You Irwin
CANADIA"NIONJQF PUBLIC,90PLOYEES AND ITS LOCAL 2380
wwlr��
Representative
Between:
- and -
Performance Management Program
1. The Corporation is currently undertaking a performance management
program review and redevelopment.
2. The Corporation shall advise the Union upon completion of this process
and shall explain the program.
r �\--
DATED at the Township of Oro-Medonte this day of c
2008. .-I- /I
MAYOR " R.S. t4jgh/-s
CLERK/ J.' Dq</las r—rwin
CANADIAN UNION OF PUBLIC EMPLOYEES
AND ITSTOCAL 2380
nal Representative
LETTER OF UNDERSTANDING
Between:
Nor,nm
1 11111 • 1 •
Disciplinary Process/Forms
1 The Corporation is currently reviewing the disciplinary policy and
disciplinary forms.
3. The Corporation shall contact the Union to discuss the draft policy and
forms.
A-
DATED at the Township of Oro-Medonte this day of
2008. - A A
National
REM=#
Section
Subject
ADMINISTRATION
SELF-INSURANCE OF
VISION CARE
®'�
i i
Policy
The Township of Oro-Medonte will reimburse each employee and each of their
dependants whom are enrolled in the extended health benefit plan up to $150.00 every
12 months for:
• Eyeglasses (lenses and/or frames) including prescription sunglasses;
• Contact lenses;
• Repairs to such lenses and/or frames
• Laser Surgery
Benefits not used in the calendar year can be banked up to a maximum of $300.00.
The benefit maximum of $300.00 may be shared among all members of a family.
Le. 4 family members with a maximum of $300.00 each for a total of $1,200.00 can
be split by 2 family members for $600.00 each.
Eye Examinations will be paid upon submission of receipts as part of the $150.00
every 12 month benefit.
The Township of Oro-Medonte will not pay benefits for:
• Any expenses covered by the Workplace Safety and Insurance Board or any
government plan.
The definition of Employee or dependants will be used as outlined in the Township's
extended health benefits package.
Procedure
1 All prescription vision care expenses incurred on or after January 1, 2002 must
be submitted to the Human Resources Officer in order to be considered for
payment.
2) Complete the Vision Care Expense form. Employee signature required.
3) Original receipts must be presented for payment. In the instance where
reimbursement is received through a spouse's employee benefit plan, a copy of
the receipt may be submitted with the original payment statement from the
spouse's benefit carrier.
4) If the claim is for a dependant as outlined in the Township master benefit plan,
their name and date of birth must be indicated.
5) Reimbursement will be made within three (3) weeks of approval of the claim.
TOWNSHIP OF ORO- MEDONTE
VISION CARE REIMBURSEMENT EXPENSE FORM
DATE:
EMPLOYEE NAME:
EMPLOYEE #:
DEPENDANT NAME:
DEPENDANT BIRTH DATE:
CLAIM AMOUNT:
CO- ORDINATION OF BENEFITS: YES NO
SHARING OF BENEFIT MAXIMUMS:
DEPENDENT NAME & AMOUNT:
DEPENDENT NAME & AMOUNT:
EMPLOYEE SIGNATURE:
FOR OFFICE USE ONLY
DATE OF LAST CLAIM:
AMOUNT OF LAST CLAIM:
APPROVAL:
APPROVED AMOUNT:
APPROVED BY:
DATE SUBMITTED TO PAYABLES:
YES NO