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HomeMy WebLinkAboutBy-law 876/78THE CORPORATION OF THE TOWN OF PICKERING BY-LAW NUMBER 876/78 Being a By-law to authorize the execution of an agreement between the Corporation of the Town of Pickering and Canadian Union of Public Employee Local No. 129. WHEREAS pursuant to the Provisions of paragraph 43 of section 352 of The Municipal Act, R.S.O. 1970, c. 284, the council of any municipality may pass by-laws for inter alis, fixing the remuneration of and prescribing the duties of its servants; AND WHEREAS the Corporation of the Town of Pickering and the C.U.P.E. Local No. 129 have agreed upon certain terms and conditions respecting the remuneration of and duties of the Town's servants; NOW THEREFORE THE. COUNCIL OF THE CORPORATION OF THE TOWN OF PICKERING HEREBY ENACTS AS FOLLOWS: 1. The Mayor and Clerk are hereby authorized to execute an Agreement in the form attached hereto as Schedule 'A' between the Corporation of the Town of Pickering and C.U.P.E. Local No.129 respect ing the remuneration of and prescribing the duties of the Town's servants from and after March 1, 1978. 2. The Mayor and Clerk are hereby further authorized to execute a Letter of Understanding, in the form attached hereto as Schedule 'B', between the Corporation of the Town of Pickering and C.U.P.E. Local No. 129, respecting the renewal of and negotiation of certain provisions contained in the agreement referred to in section 1. BY-LAW read a first, second and third time and finally passed this 8th day of August, 1978. ??- yor Clerk SCHEDULE "A' THIS AGREEMENT made as of the day of 1978 B E T W E E N: THE CORPORATION OF THE TOWN OF PICKERING (Hereinafter referred to as "The Corporation") OF THE FIRST PART and CANADIAN UNION OF PUBLIC EMPLOYEES LOCAL NO. 129 (Hereinafter referred to as "The Union") OF THE SECOND PART ARTICLE 1 PURPOSE 1.1 The general purpose of this agreement is to establish and maintain collective bargaining relations between the Corporation and its employees, and to provide machinery for the prompt and equitable disposition of grievances, and to establish and maintain mutually satisfactory working conditions, hours and wages for all employees who are subject to the provisions of this Agreement. ARTICLE 2 SCOPE 2.1 The Corporation recognizes the Union as the sole bargaining agent for all of its inside and outside staff save and except: (a) Town Manager (b) Department Heads (c) Deputy Department Heads (d) Administrative Assistant (e) Confidential Secretaries to (i) the Director of Parks & Recreation (ii) the Director of Planning (iii) the Solicitor (iv) the Treasurer (f) Senior Planners (g) Works Supervisors (h) Chief Plumbing Inspector (i) Chief Building Inspector (j) Senior Analyst - Treasury (k) Works Centre Supervisor (1) Temporary Employees /...2 - 2 - SCOPE (Continued) 2.2 For the purpose of this Agreement, an employee is a person whose employment has been approved by Council, and is eligible for membership in the Union and the work of such position is of a continuing-nature necessary to the general operations of the Corporation. 2.3 For the purpose of this Agreement, a temporary employee is a person employed: -1. To replace a permanent employee who is temporarily absent; or 2. On seasonal work; or 3. On work which is necessary to catch up on a back log or overload of normal duties in a department, provided however, a temporary employee will not work in excess of 115 days in one calendar year but such period may be extended by mutual agreement. A working day is construed to mean for purposes of this Article a minimum of 5 hours per day. ARTICLE 3 NO DISCRIMINATION 3.1 The Parties agree that there shall be no discrimination, interference, restriction or coercion exercised or practised with respect to any employee by reason of age, race, creed, colour, national origin, political or religious affiliation, sex, nor by reason of his membership or activity in the Union. ARTICLE 4 NO STRIKES OR LOCK-OUTS 4.1 So long as this Agreement continues to operate, there shall be no strikes or lock-outs as those terms are defined in The Labour Relations Act. ARTICLE 5 CORPORATION'S RIGHTS 5.1 The Union acknowledges that it is the exclusive function of the Corporation to hire, promote, demote, transfer and suspend employees, and also /...3 - 3 - CORPORATION'S RIGHTS (Continued) 5.1 the right of the Corporation to discipline or discharge any employee for cause, provided that a claim by an employee, who has acquired seniority, that he has been discharged or disciplined without reasonable cause, may be the subject of a grievance and dealt with as hereinafter provided. 5.2 The Union further recognizes the right of the Corpora- tion to operate and manage its business in all respects in accordance with its commitments and responsibilities. The right to decide on the number of employees needed by the Corporation at any time, the right to use methods, machinery and equipment and jurisdiction over all operations, buildings, machinery, tools and employees are solely and exclusively the responsibility of the Corporation. 5.3 The Corporation also has the right and the Union recognizes it to make and alter from time to time reasonable rules and regulations to be observed by the employees; such changes and general rules and regulations shall be posted on the bulletin board and shall not be inconsistent with any of the provisions of this Agreement, having particular regard for the provisions of Article 12:0 (Seniority) as contained herein. 5.4 The Corporation agrees not to exercise these rights in a manner inconsistent with the terms of th is Agreement. ARTICLE 6 UNION SECURITY 6.1 The Corporation recognizes t he Union as the exclusive collective bargaining agent for the said employees. 6.2 It is agreed by the parties hereto that all employees eligible to be in the Union will be required to pay to the Union an amount equal to the current monthly Union dues, whether a member or non-member, so long as the Union is the recognized bargaining agent. /...4 - 4 - UNION SECURITY (Continued) 6.3 It is further agreed that the Corporation will deduct from the wages of each employee a sum equal to the current monthly dues and remit monies so deducted to the Secretary-Treasurer of the union, accompanied by a list of names showing those from whom deductions were made; the Union being responsible for keeping the Corporation informed in writing as to the names and addresses of the proper officers. ARTICLE 7 GRIEVANCES 7.1 Complaints and grievances of employees arising out of this Agreement shall be in writing and shall be dealt with in the following manner: PRELIMINARY STEP - The complaint or grievance shall be filed with the Town Manager and his Department Head within ten (10) working days of the act or omission which is the reason for the complaint or grievance being made. STEP 1 - The employee, assisted by a member of the Union Committee, shall first take the matter up with the Head of the employee's department within the first two (2) working days following the filing of the complaint or grievance with the Town Manager. Failing settlement at this stage, the employee may proceed to Step 2. STEP 2 - The employee, assisted by a member of the Union Committee, may take the matter up with the Town Manager within the first seven (7) working days following the filing of the complaint or grievance. Failing settlement at this stage the employee may proceed to Step 3. - 5 - GRIEVANCES (Continued) 7.1 STEP 3 - The employee, assisted by a member of the Union Committee and/or a representative of the Union, may take the matter up with the Council of the Corporation, or any Committee thereof having jurisdiction, within the first twelve (12) working days following the filing of the complaint or grievance. Failing settlement at this stage, the employee may proceed to Arbitration. 7.2 STEP 4 ARBITRATION - The Union may, on behalf of the employee, refer the matter to arbitra- tion provided it does so within ten (10) working days after the date upon which the Council or Committee rendered its decision in Step 3. Any decision given at any Step in the grievance procedure must be given in writing. ARTICLE 8 ARBITRATION 8.1 Where a difference arises between the Parties relating to the interpretation, application or administration of this Agreement, including any question as to whether a matter is arbitrable, or where an allegation is made that this Agreement has been violated, either of the Parties may, after duly exhausting the Grievance Procedure established by this Agreement, notify the other Party in writing of its desire to submit the difference or allegation to arbitration and the notice shall contain the name of the first Party's appointee to an arbitration board. The recipient of the notice shall, within 5 days inform the other Party of the name of its appointee to the arbitration board. The /...6 6 - ARBITRATION (Continued) 8.1 two appointees so selected shall proceed to appoint a third person who shall be the chairman. If the recipient of the notice fails to appoint an arbitrator, or if the two appointees fail to agree upon a chairman within 15 days the appointment shall be made by the Ontario Labour Management Arbitration Commission upon the request of either Party. The arbitration board shall hear and determine the difference or allegation and shall issue a decision and the decision is final and binding upon the Parties and upon any employee affected by it. The decision of a majority is the decision of the arbitration board, but if there is no majority the decision of the chairman governs. The arbitration board shall not have any authority to alter or change any of the provisions of this Agreement or to substitute any new provision in lieu thereof, or to give any decision contrary to the terms and conditions of this Agreement, or in any way modify, add to or detract from any provision of this Agreement. Each of the Parties to this Agreement will pay the fees and disbursements of its appointee to the arbitration boards, and will share equally the fees and disbursements of the chairman. ARTICLE 9 DISCHARGE AND DISCIPLINE CASES 9.1 In the event that an employee other than a probationary employee is discharged' or disciplined and the employee considers that an injustice has been done, the employee may file a grievance pursuant to the provisions of Article 7.1 and such grievance shall be proceeded with accordingly, except that Step 1 shall be omitted and the employee shall have the right to proceed directly from the Preliminary Step to Step 2. /...7 - 7 - DISCHARGE AND DISCIPLINE CASES (Continued) 9.2 where an employee's grievance against his discharge or discipline duly comes before an arbitration board, the board may make a ruling; (i) confirming the Corporation's action, or (ii) reinstating the employee with or without compensation for wages lost (except for the amount of any remuneration the employee has received elsewhere pending the disposition of his case), or (iii) disposing of the grievance in any other manner which may be just and equitable in the opinion of the Board. ARTICLE 10 MANAGEMENT GRIEVANCES 10.1 It is understood that the Corporation may bring forward at any meeting with the Union Committee called by the Corporation on not less than 2 days' notice any complaint or grievance, and that if such complaint or grievance is not settled to the mutual satisfaction of the conferring parties, it may be referred to arbitration as set out in Article 8. ARTICLE 11 UNION COMMITTEE 11.1 The Corporation acknowledges the right to appoint or otherwise select a Union composed of not more than 4 employees, from the office and clerical or inside and 2 employees from the outside group the purposes of this Agreement the two to as the inside unit and the outside 11.2 The Union shall advise the Corporation through the office of the Town Manager serving on this Committee. of the Union Committee being 2 employees group of employees of employees. For groups are referred snit, respectively. in writing of the employees /...8 - 8 - UNION COMMITTEE (Continued) 11.3 The Union acknowledges that the employees on the Union Committee will continue to perform their regular duties on behalf of the Corporation and that such persons will not leave their duties without first obtaining the permission of their supervisor or head of their respective departments, and on the completion of Union duties shall report back to him, or to any job to which he has previously directed them, and give any reasonable explanation which may be requested with respect to their absence. 11.4 It is understood that such permission shall not be unreasonably withheld. 11.5 In accordance with this understanding, such employees will be compensated by the Corporation to the extent of their regular pay for such time spent in dealing with matters arising out of this Agreement provided the matter cannot be dealt with outside of regular working hours. 11.6 Compensation will not be allowed for time spent outside of the employee's regular working hours, and the Corporation reserves the right to withhold payment if the Union Committee does not conform with the accepted practice in dealing with matters arising out of this Agreement, or if an unreasonable or abnormal amount of time is consumed in dealing with such matters. ARTICLE 12 SENIORITY 12.1 Seniority will be based upon the length of service with the Corporation, running continuously (excluding unpaid leaves of absence as defined in Article 16.6) from the date of last hiring. Promotions, lay-offs, recalls and transfers will be based upon the length of service of an employee in either the inside unit or the outside unit, provided that the employee with /...9 - 9 - SENIORITY (Continued) 12.1 the greatest length of service in his unit has the qualifications to perform the requirements of the job. 12.2 "Promotion" in this Agreement shall mean transfer to an occupational classification carrying a higher rate of pay in an employee's unit. The Secretary of the Local Union will be advised as to transfers or promotions within the two units. 12.3 The Corporation will maintain a seniority list showing, with respect to each employee, the date of his last hiring and his job classification. A seniority list will be prepared and maintained in two sections, one section with respect to employees in the inside unit and the other section with respect to employees in the outside unit. 12.4 The seniority lists will be prepared by the Corporation and posted up on the 2nd day of January and July of each year. Copies of the applicable sections of the seniority list will be posted up in the unit to which they relate. 12.5 The Corporation will supply the Union with a copy of each seniority list and will supply extra copies to officers of the Union on request, to the extent that extra copies may be available from time to time. 12.6 An employee shall continue to acquire seniority if he is absent from work for the following reasons and for the periods of time shown: (a) Compensable illness or accident for a period of one year, after which time the Corporation may review a particular case to determine his suitability for further employment. (b) Non-compensable illness or accident which exists for the duration of one year or less. If such reason exists longer than one year, an employee shall not continue to acquire seniority for absence beyond that time. /...10 - 10 - SENIORITY (Continued) 12.6 (c) service in the active Armed Forces during a time of war as declared by the Government of Canada, provided he returns to work immediately following discharge. (d) Jury duty. (e) Subject to the provisions of Article 16, (i) leave of absence with pay; (ii) any other special case approved by the Town Manager. 12.7 When a new employee is hired, he shall be on probation for a period of 90 days during which time he shall not be covered by any of the terms of this Agreement except in the wage rate classification and as provided in Articles 19, 21, 26 and 29. 12.8 An employee other than a temporary employee as defined in Article 2.3 retained past the 90 day probationary period and whose employment has been approved by Council shall be deemed to have acquired seniority and his name shall be placed on the seniority list, and he shall be credited with seniority from the date of his last hiring, all in accordance with Articles 12.1 and 12.2 ARTICLE 13 LOSS OF SENIORITY 13.1 Seniority rights and an employee's employment shall be terminated if: (a) he leaves of his own accord; (b) he is discharged, and such discharge is not reversed through the grievance or arbitration procedure; (c) he is laid off continuously for a period of more than 10 months; (d) he has been laid off and fails to return without justification within 5 working days after he has been notified to do so by the Corporation through registered mail addressed to his last address on record with the Corporation; 1 - 11 - LOSS OF SENIORITY (Continued) 13.1 (e) he retires or is retired at normal retirement age. ARTICLE 14 JOB POSTING 14.1 When any of the occupational classifications mentioned in schedules "A" and "B" of this Agreement become vacant, or any new positions of a permanent nature are created, notice thereof shall be posted up for a period of 5 working days in all departments in the unit in which the vacancy or the new position occurs. Any such notice shall contain the nature of the position, the qualifications required, the wage or salary rate and any other relevant information. 14.2 An employee in the unit for which the vacancy is posted who wishes to be considered to fill it, shall submit his written application to the official of the Corpora- tion named in the notice within and not after 5 working days of the posting up of such notice, setting forth his qualifications. 14.3 When 2 or more employees make application for any such posted vacancy the provisions of Article 12.1 shall apply. 14.4 If there is a successful applicant for the position so posted he will be considered to be on a trial period in his new position for a period of 3 calendar months. At any time after the successful completion of his trial period the employee shall have the right to apply in writing to the Corporation for permanent classification in such new position and unless the Corporation shall, within 5 working days of receipt of such written request, refuse such re-classification, then the employee shall be deemed to be re-classified in such new position. In the event that an employee's application for transfer is accepted by the Corporation he shall forfeit his right to his former position. /...12 - 12 - JOB POSTING (Continued) 14.5 If there is no applicant or no successful applicant for the position so posted from the bargaining unit, the Corporation may fill such position from outside sources, provided they advise the Union of their intent to do so. It is agreed that the municipality will not advertise such position until applicants from the bargaining unit are advised of the Town's decision. 14.6 Where new positions, within the bargaining unit, are created or current positions re-classified, the Corporation will advise the Union in advance of the nature of the position and the proposed wage or salary scale, commensurate with the required qualifica- tions. 14.7 Any employee who has become unable to handle his customary work to advantage, owing to age or other infirmity, shall be given preference for any available work within his capabilities, at not less than the basic rate of pay for that classification to which he has been transferred, providing he does not replace another employee. 14.8 The Union shall be notified in writing when new appointments, promotions, hirings, lay-offs, rehirings and terminations in the bargaining unit are to be considered by the Town Manager and,shall have an opportunity to make representations thereto. 14.9 Under this Article, all correspondence shall be forwarded to the Secretary of the Union. ARTICLE 15 TRANSFERS TO SUPERVISORY POSITIONS 15.1 If an employee is, or has been transferred to a supervisory position which is not subject to the provisions of this Agreement, he shall retain his previous seniority, and continue to accrue seniority for a further period of one year. If he is trans- ferred back within such period to a position subject /...13 - 13 - TRANSFERS TO SUPERVISORY POSITIONS (Continued) 15.1 to the provisions of the Agreement, he shall carry his accumulated seniority with him. ARTICLE 16 LEAVE OF ABSENCE 16.1 The Corporation may grant leave of absence, without pay to any employee requesting such leave for good and sufficient cause. 16.2 The Head of a Department may grant leave of absence with pay to an. employee upon any special grounds and the period of any such leave of absence shall be charged against the employee's sick leave credits. All such requests shall be communicated to the Town Manager. 16.3 The Corporation may grant leave of absence for a maximum of one year to any employee who requests such a leave by reason of his election or appointment as an officer of the Union, without pay and without loss of seniority or occupational classification, save as hereinafter set out. 16.4 Leave of absence, without pay or 1 ss of seniority, for attendance at Union Conventions will be granted to not more than 2 employees for a period not to exceed 16 days in any one year. 16.5 All requests for leave of absence shall be in writing. 16.6 An employee may only accumulate seniority during the first 3 months of a granted leave of absence under any paragraph of this Article. 16.7 When an employee is summoned for jury duty or subpoenaed as a Court witness, he shall not suffer any loss of salary or wages while so serving, provided that the Corporation shall be obliged to pay only the difference between such employee's compensation as a juror or his witness fee and conduct money as a witness and the salary or wages which he would otherwise have earned had he worked the regular working day involved. /...14 - 14 - ARTICLE 17 OUTSIDE UNIT - TOOLS, EQUIPMENT AND CLOTHING 17.1 When it is necessary for employees in the outside unit to work in an emergency during inclement weather, the Corporation will provide rubber coats, hats and boots or such other clothing as is necessary to keep the employees warm and dry. 17.2 The Corporation will provide employees in the outside unit with such tools and equipment as are necessary to carry out the work of the Corporation. 17.3 It is understood that the above tools, equipment and clothing are the property of the Corporation and are not to be removed from the Town property without permission from the employee's supervisor outside the bargaining unit. 17.4 The Corporation agrees to pay in each Contract year the full cost of the following clothing for all employees in the outside unit not presently supplied with uniforms. Clothing to be available by May 31st of each year: 2 pair coveralls 2 pair trousers 2 shirts 17.5 The Corporation shall re-imburse each employee required by law to wear safety boots in the performance of his duties for the cost of one pair of such boots per year provided that: (1) the boots are approved by the Corporation for use as safety boots; (2) the employee submits a receipt for the purchase of the boots; (3) the amount to be re-imbursed to the employee by the Corporation shall not exceed $32.00. 17.6 The Corporation agrees to provide a $150.00 per annum tool allowance for all Licenced Mechanics classified as such under this Agreement. /...15 - 15 - ARTICLE 18 FIRST-AID KITS AND SAFETY 18.1 First-Aid Kits and Fire Extinguishers will be supplied by the Corporation and kept in places easily accessible to all employees. It will be the responsibility of both parties to see that the kits and extinguishers are properly cared for and maintained. 18.2 It is mutually agreed that both parties will co-operate to the fullest extent in the prevention of accidents, and with such promotion of safety and health as is deemed necessary. 18.3 A Safety and Health Committee shall be established and composed of not more than three representatives appointed by the Employer, and three representatives appointed by the Union. 18.4 The Safety and Health Committee shall hold meetings as required to deal with all unsafe, hazardous or dangerous conditions. Representatives of the Union shall suffer no loss of pay for attending such meetings. Copies of minutes of all Committee meetings shall be sent to the Employer and to the Union. ARTICLE 19 SICK LEAVE 19.1 Each employee will be entitled to sick leave which will accumulate at the rate of one and one-half days per month. The unused portion of an employee's sick leave will be accumulated and carried forward from one year to another provided that, to qualify for sick leave with pay an employee shall, when requested by the Corporation, produce evidence of illness reasonably satisfactory to the Corporation. 19.2 When an employee is injured at work and in receipt of Workmen's Compensation in lieu of his regular pay, the Corporation will make up the difference between such compensation and his regular pay to the extent of the maximum of the employee's accumulated sick leave with pay credits. The amount of such make up shall be deducted from such accumulated credits. - 16 - SICK LEAVE (Continued) 19.3 On retirement or separation an employee shall be entitled to an amount equal to his salary, wages or other remuneration for one-half the number of days of accumulated sick leave standing to his credit under Article 19.1 up to a maximum of an amount equal to one-half year's earnings at the rate received by the employee immediately prior to termination of employ- ment; provided that the employee has completed 3 years of service with the Corporation, immediately prior to the termination of employment. 19.4 In the event an employee dies, his estate shall be entitled to be paid an amount equal to his accumulated sick leave credits as though he had retired or been separated from the Corporation's service and Article 19.3 shall apply in ascertaining the entitlement to and the amount of such payment. ARTICLE 20 BEREAVEMENT LEAVE 20.1 An employee shall be allowed up to 3 days off with pay at the time of death, when a death occurs in his immediate family, which shall mean father, mother, father-in-law, mother-in-law, sister, brother, spouse, child, or other relative living with the employee. ARTICLE 21 PAID HOLIDAYS 21.1 a) The holidays shown below shall be recognized as holidays for which the employee shall be paid, in the case of an employee in the outside unit, a sum equal to his current hourly rate for the number of hours he would regularly have worked, and in the case of an employee in the inside unit, a sum equal to his daily current salary. In order to qualify for holiday pay an employee shall work his regularly assigned hours of work on the day immediately prior to and on the day immediately /...17 - 17 - PAID HOLIDAYS (Continued) 21.1 following the holiday (or the day on which the holiday is observed, as the case may be) and work on the holiday if he is scheduled to work. If an employee is absent on any of such days by reason of illness which is verified by a doctor's certificate he shall not lose his pay for the holiday. In the event that an employee is on an approved paid leave of absence, regular vacation or approved bereavement leave he shall not lose his pay for the holiday. b) The said holidays are as follows: New year's Day Good Friday Victoria Day Easter Monday Civic Holiday Dominion Day Thanksgiving Day Labour Day Boxing Day Christmas Day h day on Christmas Eve ? day of New Year's Eve and any other day proclaimed as a National or Provincial Holiday by the Federal or Ontario Governments. c) If one of the said holidays falls on a Saturday or Sunday it will be observed on the preceding Friday or the following Monday. 21.2 A probationary employee will be eligible for the paid holidays mentioned in this Article after he has completed 30 days of service. 21.3 An employee who is required to work on any of the above paid holidays will, in addition to the holiday pay, be paid at one and one-half times his regular hourly rate for all hours actually worked. 21.4 If one of the said holidays falls or is observed during the employee's vacation period, he shall be granted another day off with pay in lieu thereof. 21.5 An employee actually attending Remembrance Day services shall be granted 4 hours off with pay, except when Remembrance Day falls on a Saturday or Sunday. /...18 - 18 - ARTICLE 22 VACATIONS 22.1 An employee who has completed the years of seniority (within the meaning of Article 12.1) shown below on the 30th day of September in any year shall be entitled to the corresponding vacation with pay: Years of Seniority Less than one year one (1) year but less than four (4) years Four (4) years but less than twelve (12) years Twelve (12) years but less than twenty (20) years Twenty (20) years but less than thirty (30) years Thirty (30) years or more Lenqth of Vacation with Pa One (1) day for each completed month of service, to a maximum of ten (10) days Ten (10) working days Fifteen (15) working days Twenty (20) working days Twenty-five (25) working days Thirty (30) working days 22.2 The Corporation agrees to post a vacation schedule in advance of June lst, so that vacations may be equitably allocated throughout the vacation period. Subject to the Corporation's right to maintain a qualified working force, the choice of vacation dates shall be given to employees with the greatest seniority. 22.3 vacations are to be taken during the year in which they are earned, but if an employee is entitled to more than ten (10) working days vacation and desires to take his extra vacation allowance at a later date, during the current year, such time off shall be by mutual agreement between the parties. ARTICLE 23 RELIEVING IN OTHER GRADES 23.1 When an employee in the outside unit is detailed to relieve in a position of higher rating for more than 4 consecutive hours, he shall receive the rate for the position for which he is relieving for the full period of the relief. /...19 - 19 - RELIEVING IN OTHER GRADES (Continued) 23.2 When an employee in the outside unit is detailed to relieve in a position of lower rating for any period he shall maintain his regular rate of pay. 22.3 In the event that an employee in the inside unit is requested to relieve in a position carrying a higher rate of salary than that to which he is presently classified, beyond a period of three weeks, the employee will be paid an additional sum equivalent to 50% of the difference between the rate which he is presently being paid and that being paid to the employee for whom he is relieving. ARTICLE 24 CONTRACTING OUT WORK 24.1 No work in job categories covered by this Agreement shall be contracted out at the expense of present employees being laid off. ARTICLE 25 RETROACTIVE FEATURE 25.1 Any agreement between the parties with respect to any adjustment, wages or salary shall be retroactive to the effective date of this agreement. ARTICLE 26 WELFARE 26.1 The Corporation shall pay 100% of the premium cost of the following: (a) Ontario Health Insurance Plan (b) Life Insurance Plan to a value of twice the employee's annual earnings to the nearest $500.00 of annual salary to a maximum of $40,000.00. (c) 35C Deductible Blue Cross Prescription Drug Plan (d) Blue Cross Semi-Private /...20 -20- WELFARE (Continued) 26.2 The Corporation shall make contributions, on behalf of each participating employee, to the OMERS Basic pension plan in amounts required by the Board of OMERS from time to time. ARTICLE 27 COMMUNICATIONS 27.1 Except where provided elsewhere in this Agreement, any correspondence or matter arising out of this Agreement will be directed to either the Secretary of the Union or to the Town Manager of the Corporation. ARTICLE 28 JOB CLASSIFICATION 28.1 When the Union or Management is of the opinion that an individual is incorrectly classified or when changes are made in duties and responsibilities of a position or a new position is created, then the Union and Corpora- tion shall negotiate a rate of pay. 28.2 A Job Evaluation Committee shall be established consisting of the Town Manager, a Town appointee and an appointee from the Union. This Committee will con- sider all requests for reevaluation of existing positions and the value to be attached to new positions created within the bargaining unit. 28.3 The Union agrees to notify the Corporation in writing of its appointee to this Committee by March of each year. It is agreed that each member of the Committee will serve a minimum of one year in the interest of continuity. ARTICLE 29 SCHEDULES 29.1 Attached hereto and forming part of this Agreement are the following: Schedule "A" - Outside Unit, Job Classifications, Rates of Pay, Hours of Work and Working Conditions. /...21 - 21 - SCHEDULES (Continued) 29.1 Schedule "B" - Inside Unit, Job Classifications, Rates of Pay, Hours of Work and Working Conditions. ARTICLE 30 COPIES OF AGREEMENT 30.1 The-Corporation agrees to continue its present practice of printing the Collective Agreement in booklet form with one copy to be given to each member of the collective bargaining unit and 50 copies given to the Recording Secretary of Local 129. ARTICLE 31 TERM OF AGREEMENT 31.1 This Agreement will be for a term of 12 months com- mencing on the 1st day of March, 1978 and ending on the last day of February, 1979, and from year to year thereafter unless either party gives notice in writ- ing not more than 90 days prior to the expiration date in any year of its desire to amend same. ARTICLE 32 INTERPRETATION 32.1 In this Agreement, where the context or circum- stances require, (a) singular shall be construed as plural, (b) plural shall be construed as singular, and (c) masculine shall be construed as feminine, and related words and phrases shall be construed accordingly. THE CORPORATION OF THE TOWN CANADIAN UNION OF PUBLIC EMPLOYEES OF PICKERING LOCAL NO. 129 SCHEDULE "A" - OUTSIDE EMPLOYEES CLASSIFICATION 1978 RATE 1. Working Foreman (Roads) $8.14/hour 2. Working Foreman (Sanitation) 7.52/hour 3. Mechanic 7.43/hour 4. Working Foreman (Arena) (Pool) 7.30/hour 5. Gradall Swing Shovel Operator 7:25/hour 6. Working Foreman (Parks) 7.16/hour 7. Construction Inspector 7.10/hour 8. Heavy Equipment Operator - Grader 6.78/hour 9. Arena Maintenance 6.70/hour Pool Maintenance 6.70/hour 10. Lead Hand 6.69/hour 11. Garbage Handler 6.64/hour 12. Parks & Recreation Maintenance 6.53/hour 13. Street Sweeper Operator 6.46/hour 14. Bus Dispatcher 6.41/hour 15. Heavy Equipment Operator (Power Shovel) 6.38/hour 16. Construction Inspector - (1st 90 days) 6.38/hour 17. Stores Clerk 6.35/hour 18. Light Machinery Operator 6.24/hour Bus and Truck Driver 6.24/hour 19. Community Centre Custodian 6.15/hour 20. Vehicle Serviceman 5.99/hour Labourer 5.99/hour 21. Assistant Stores Clerk 5.89/hour 22. Temporary Labourer 5.56/hour SCHEDULE "A" Continued A.1 It is understood that employees in any of the foregoing classifications will do labour or maintenance work when required. A.2 The Department Heads controlling the Public Works Department and Parks and Recreation Department shall be entitled to designate one or more night duty men from time to time from the bargaining unit and to specify the hours of a nightly working period to be no longer than 8 hours. Such designation for any given employee shall cover a minimum period of one week and may start Sunday evening and run through to Friday morning pro- vided that such designation for any given employee shall not cover a period of longer than 7 days in any given consecutive period and such maximum of 7 days and shall be alternated with at least one week of work for such employee on the regular daytime hours. Any employee so designated shall be paid at his existing rate plus a premium of 15C per hour for time worked in such night position. A.3 (1) The following staff members in the Outside Unit will work Monday to Friday five days per week, with one hour for lunch. The normal shift for each department is as follows but may include any shifts set out by their responsible Department Head. Sanitation Department 7 a.m. to 4 p.m. Roads Department 7 a.m. to 4 p.m. Parks Department 8 a.m. to 5 p.m. (2) The following staff members in the Outside Unit will work five days per week, with one hour for lunch. The normal shift for each department is as follows but may include any shifts set out by the responsible Department Head. Transit Drivers In accordance with Transit schedules which may vary from time to time as Transit schedules are revised. Arena Staff 8 a. m. to 4 p.m. 4 p.m. to 12 a.m. 12 a.m. to 8 a.m. Swimming Pool Staff 9 a.m. to 5 p.m. 1 a.m. to 9 a.m. Due to the nature of their job, employees in the Arena and Swimming Pool are paid for their lunch hour and are to be available for work during this time. (3) Employees working a.shift other than the regular day shift as defined A.3(1) or any other normal day shift set out by their responsible Department Head will be paid a premium of 15C per hour for each shift so worked. A.4 Overtime premium pay pursuant to authorization by the Department Head shall be paid for all hours worked in excess of eight (8) in a twenty-four (24) hour period commencing at an employee's starting time. No employee shall be laid off any time of his regular shift in order to avoid paying premium pay under this clause. If an employee is required to work on Sunday or a seventh consecutive day, he will be paid at double time. SCHEDULE "A" Continued When employees are called out in an emergency, they will not receive less than 4 hours pay at overtime rates, except that more than one call within 2 hours of any other call shall be considered continuous. A.5 It is mutually agreed that the Corporation may hire temporary help as defined in 2.3 for special work projects, or in any emergency requiring additional help. The rate of pay for a casual or temporary employee shall be the starting rate according to the Wage Schedules annexed to this Agreement and no such employee shall be covered by any of the other terms and conditions of this Agreement nor the said Schedules nor become a probationary employee. A casual or temporary employee will, at the time that he is engaged, be informed that he is hired on a temporary or casual basis only. A.6 It is agreed that every employee shall be on the job and ready to work at the specified starting time for each working period. Any employee who is unable to report to work at the normal starting time shall notify the Foreman or supervisor at the earliest reasonable time. A.7 Every employee shall treat members of the public with courtesy and respect and shall avoid injury to the property of the public, the ratepayers and the Corporation. A.8 The regular pay period shall be every 2 weeks. The Corporation agrees to put the pay cheques of the individual employees in a sealed envelope. A.9 Employees requested by the Corporation to use their automobile on the business of the Corporation shall be paid 22C per mile or 14t per kilometer for distance travelled on such business. A.10 The Corporation will allow break periods on the basis of one (1) 15 minute period for each half of the normal working day. A.11 Any employee required to be on stand-by duty will be paid on the basis of $5.28 per day of stand-by in addition to whatever hours he might have to work. An employee accepting stand-by duty must be available at all times during such duty for callout and any breach of this provision is to be treated as a matter of discipline. SCHEDULE "B" - INSIDE EMPLOYEES The parties agree to the following classifications in the relevant departments. SALARY GRADE POINT VALUE POSITIONS 1. 85- 95 Clerk-Typist 2. 100-110 Receptionist-Typist Cashier Junior Survey Technician Clerk II - Accounts Payable Bookkeeper-Typist Machine Operator II Clerk-Steno 3. 115-125 Machine Operator I Clerk (works Centre) 4. 130-140 By-law Secretary Public Works Secretary Intermediate Accounting Clerk Acquatics Leader Senior Survey Technician 5. 145-155 Planning Draftsman Building and Plumbing Clerk Committee of Adjustment Secretary Payroll Clerk Senior Machine Operator Youth Leader Sports Leader 6. 160-170 Senior Accounting Clerk (2) Planning Assistant (Long Range) 7. 175-185 8. 190-200 Information Assistant (Planning) Design Draftsman Planning Assistant (Implementation) Administration Supervisor Audit Accountant 9. 205-215 Facility Co-ordinator Community Activity Co-ordinator Community Arts and Sports Co-ordinator Buyer 10. 220-235 By-law Officer Building Inspector Plumbing Inspector Construction and Survey Supervisor 11. 240-265 Planner - Implementation Planner - Long Range t1) W a a Q W x U w Q U r x a U) co L" rn ri O a W N Ln Lr) a w F N V a w H N M a w H W N a w E r-i a W H i~ 7 .ri C •ri z N W JJ P 0 GI N [ N n 711Q G C H ri G 0 a p a roT ri rt ro >` Ln c? O O O O Cl O O O O O O O O O O O O O O O (D O O O N 1D 1-1 O C 1-1 Ln C O ri ?o V' M V' V 00 N N [- IT V' m Ln N m r- C M N r-? N O O ri N N M V' Ln I r- 0) ri r-i 11 r-? r-? r4 ra rq ri r-i r-? O C) O C) O o o O O O o 0 0 0 0 0 o O o 0 o C. 0 i o -1 CD rn M 03 aN M O 03 w O M r -Il O l0 r- N r m M O ?o 'd' H m Ol O r l0 O O r4 N N M d' V' Ln to 00 r-I r -I r4 ra r4 r i H H rH 1-1 14 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 N N O 00 9 1? 00 r? ri Cl O Ln 00 <!' 1- M LD L, kn O 00 to o Ln a r v ri 00 ko Ln re) rn O O r-I r-1 N M M C Lr) w r, 1-1 1-1 r•I ra r -I ra r l H H rH H O O O O O O O O O O O O O O O O O O O O O O M O a, O Ln al Ln ri m 4 O h O M V 00 r r M M m N 00 M 01 LI) r-? co Lr) M H 0) M 0) O O 1-4 N N M v Ln Ln r- r-I r-I r-? r? r-? 1-1 ri ri H .-i o O O O O O O O O C) 0 O O O O O O O O O O O V' O O O M N N .--I h 0) O tT O M N M m 1` O r a) co t0 N I` M 0) in N O n Ln to LT O Cl r-i r-4 N M V V' Lf) to r-q r? r-I -4 r-? r -I r-? H r-? ri 0 O 0 O 0 0 0 o O 0 O O 0 o a o O o 0 o O o Ln O r ra r? Ln rn ri Ln 4 o ri li m 01 co O )D i- H O V' Ln O Ln O w M m w C N O a O O ra r? N N M C Ln ?o r? ri -4 ,--? r-1 r-? H r-I r-I r? 0 0 0 0 O O 0 0 O 0 0 0 0 0 0 0 0 Cl O O o 0 \o O N 0) 00 to r-I M Ol O co N M to N H ko V' Ln O O M 00 Cl) 00 V' O Lo M O m C Q1 61 O O r? N N M Ln r? r-i r-a H H r-? H ri r-? 0 0 0 o O o 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 Ql O r- 0) N 9 M O N Ln O I, M O N M M O M Lo m V' ri ri N N N N M M M M N O Ln O Ln O Lr) O v) LI) LI) m r-i N V` Ul >` co O r4 M )o ri r-I r-i r4 r-I 1-1 N N N N 1 1 1 1 1 1 1 1 1 1 1 LO O Ln O Ln Cl Ln O Ln O O co O r-I M v m r` m O N d' ra r-i r-i r-4 r-i H r-i N N N r-i N M V' LI) ID h OD m O r-I r-1 ri SCHEDULE "B" B.l (a) All employees shall work eight hours per day with one hour for lunch 5 days per week, Monday to Friday. As the Municipal Building is open from 8:30 a.m. to 5:00 p.m. the decision as to whether an employee starts at 8:30 a.m. or 9:00 a.m. rests solely with the individual Department Head whose decision is final. Employees falling within the following categories will continue to work the shifts set out by their Department Head, providing such shifts will not exceed 40 hours per week: Aquatics Leader Sports Leader ' Youth Leader Co-ordinators of (i) Arts & Sports (ii) Community Facilities (iii) Community Programs B.1 (b) The Corporation will allow break periods on the basis of one (1) 15 minute period for each half of the normal work day on the understanding that such period of time represents the maximum time that the employee will be away from his or her work station for this purpose. B.2 Any hours worked over and above the regular work day pursuant to authorization by Department Head shall be considered as overtime and paid for at the rate of time and one-half for every hour worked. The hourly rate to be arrived at by dividing weekly wage of each employee by number of hours worked in a normal 35 hour (or 40 hour, for Aquatics, Sports and Youth Leader, and Co-ordinators of Arts and Sports, Community Facilities and Community Programs) work week. B.3 If an employee other than an employee on shift work, is required to work on Sunday he will be paid at double time. It is mutually agreed, that the Corporation may hire temporary help for special work projects, or in any emergency requiring additional help, it being understood that persons so employed for such work will be advised that they are engaged on a temporary basis only. B.4 It is agreed that every employee shall be on the job and ready to work at the specified starting time for each working period. Any employee who is unable to report to work at the normal starting time shall notify the Department Head at the earliest reasonable time. B.5 Every employee shall treat members of the public with courtesy and respect, and shall avoid injury to the property of the public, the ratepayers and the Corporation. B.6 The regular pay period shall be every 2 weeks. The Corporation agrees to put the pay cheque of the individual employee in a sealed envelope. B.7 Employees requested by the Corporation to use their automobile on the business of the Corporation shall be paid 22C per mile or 14C per kilometer for distance travelled on such business. SCHEDULE "B" Continued B.8 The movement of an employee from one level to the next level of his or her range will be determined by the anniversary date of his or her years of service in the particular job category in which he or she is placed. Subject to the specific approval of the incumbent's Department Head, an employee will be considered for advancement from one level to another every 12 months, except in the instance of an employee in the minimum salary grade, where the review period will be 6 months. In the event that the Department Head withholds approval to a salary adjustment on the employees anniversary date, the reason shall be stated in writing to the employee by the Department Head. SCHEDULE 'B' August 8th 1978 Canadian Union of Public Employees Local 129, Town of Pickering. Attention: Mr. M. Laskowski Secretary Dear Sir, Re: Letter of Understanding relating to Union Contract for 1978/79 During the Negotiating Meeting of April 26th 1978 it was agreed that a Letter of Understanding would be exchanged between the parties wherein they would agree to a one year agreement from March 1st 1978 to February 28th 1979, with an option to renew the aforementioned agreement for a further year. This renewal will incorporate all of the agreed conditions contained within the aforementioned agreement, subject to further negotiation on the following items, after March 1st 1979, with all adjustments retro- active to that date: Article 2.2 2.3 Scope Article 17 Tools, Equipment and Clothing Article 21 Paid Holidays Article 22 Vacations Article 26 Welfare Schedules A & B Wages Schedule A.3 (3) Shift Premium Schedule A.9 & B.7 Travel Allowance Continued ...... 2 -2- In addition, notwithstanding the provisions of Schedule B.8, the Town agrees that all staff members covered by Schedule B will be reviewed for purposes of a merit increase, effective July 15th 1978 and such review will be completed by September 1st 1978. Please confirm that the above sets out the Understanding that was arrived at during the meeting referred to by having your officers sign the accompanying copy of this letter. Please return that copy to the Town Manager at your earliest convenience. CORPORATION OF THE TOWN OF PICKERING Mayor Clerk This is to confirm that the contents of this Letter of Understanding accurately reflect the intention of the Union that was arrived at during the above-mentioned meeting. CANADIAN UNION OF PUBLIC EMPLOYEES LOCAL 129, TOWN OF PICKERING.