HomeMy WebLinkAboutCS 30-10
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Executive Committee
I `KERIN Report Number: CS 30-10
203 Date: September 7, 2010
From: Gillis A. Paterson
Director, Corporate Services & Treasurer
Subject: Fair Wage Policy
Recommendation:
1. That Report CS 30-10 of the Director, Corporate Services & Treasurer regarding
Fair Wage Policy be received for information;
OR
2. That Report CS 30-10 of the Director, Corporate Services & Treasurer be
received; and, the Council of the City of Pickering implement a Fair Wage Policy
as follows:
a) The attached Fair Wage Policy for Industrial, Commercial and Institutional
Contracts exceeding $1 million to require that all contractors bidding on
contracts for the City provide wages, benefits and hours to their employees in
compliance with the City's Fair Wage Policy be adopted;
b) The Director, Corporate Services & Treasurer be authorized to establish and
implement a Fair Wage Policy process and undertake any required actions;
c) That the appropriate officials of the City of Pickering be given authority to give.
effect thereto;
d) The Director, Corporate Services & Treasurer be authorized to approach the
appropriate staff of the City of Toronto for compliance investigation and
enforcement purposes and execute any necessary arrangements or.
agreements.
Executive Summary: At the Executive Committee Meeting held on June 14, 2010,
the Committee passed the following:
"That Report CS 28-10 be referred back for further investigation and that staff
report back at the July 12th meeting of Council with a Fair Wage Policy."
In the interests of obtaining all relevant information and having discussion with the
parties, it was agreed with the Mover that reporting back would occur in September. A
copy of Report CS 28-10 is attached.
Report CS 30-10 September 7, 2010
Subject: Fair Wage Policy Page 2
204
Upon further investigation and careful consideration, staff does not recommend the
inclusion of a fair wage policy for its Industrial, Commercial and Institutional (ICI)
construction contracts or any other area in which such a policy could be applied. The
City is already committed to provide best value to the taxpayers of the City of Pickering
through the provision of open and fair, equitable, accessible and competitive bidding
processes, as embedded in the Council approved Purchasing Policy. Mandatory levels
of wages to be paid on City contracts would appear to be contrary to these objectives.
In staff's opinion, it would appear that adopting such a policy could have the effect of
forcing up the costs of City tendered projects. This in turn could have the ultimate effect
of adversely affecting the small to medium size businesses bidding on these projects
that the City so strongly supports. Finally adopting such a policy, Pickering, due to its
geographic location and proximity to Toronto, would be part of that wage group, most
likely the highest in the Province. However, the City of Toronto has not adjusted its fee
schedule since 2004 which, in this writer's opinion, says much about the cost,
effectiveness and benefits of having such a policy.
Generally speaking municipalities have not undertaken a role in mandating the
level of wages to be paid to workers for parties bidding on municipal contracts.
Unions, the Province and private employee/employer contracts do that across
Ontario.
Should Council wish to implement such a policy under Recommendation 2, the actual
policy is attached.
Financial Implications: There are no financial implications associated with the first
Recommendation. However, should the second Recommendation be adopted, staff
costs are inherent and future additional costs may be revealed.
Sustainability Implications: There are no sustainability implications associated
with this report.
Background:
Further Investigation
Report CS 28-10 provided some background information for Council. During the
discussion at the Council meeting of Jun 24, 2010 several questions were asked or
items raised that were to form part of this report. The following are staff's responses as
well as the results of further investigation into this subject.
Report CS 30-10 September 7, 2010
Subject: Fair Wage Policy Page 3
nnG
A response to the question - what Region meant by "select number of recipients"
The question was asked as to what did the Region of Durham mean when its report on
this subject referred to "a select member of recipients".
The reference is to be those companies bidding on Regional contracts. An extract from
that report is reproduced below.
The Report to the Regional Finance and Administration Committee on April 15, 2009, in
the closing paragraph of the report stated in part that:
"The Region should ensure consistency and equal treatment for all potential
suppliers of goods and services to the Region and thus refrain from granting any
type of preferential treatment to a select number of recipients through the
implementation of the proposed Fair Wage Policy.
As such, the Region does not believe that it should play a role in mandating the
wages to be paid to workers by parties wishing to bid on Regional contracts;
especially for one particular area of services/goods (ICI construction) delivered to
the Region."
Comment - a Fair Wage Policy wouldn't cost us anything.
It was stated that a fair wage policy wouldn't cost the City anything. However, it
would appear that there is the very great and real potential to increase contract
due to our close proximity to Toronto.
Some jurisdictions, with the assistance of the City of Toronto's Fair Wage Office,
develop wage schedules based on local collective agreements according to the
boundaries set by the Ontario Labour Relations Board (OLRB) Area Schedule.
Pickering falls within Area 8 in Construction which includes, but is not limited to,
Metropolitan Toronto, Peel and York Regions. The way the OLRB operates, standard
labour board jurisdiction requirements places Pickering in this area and is more
consistent with how Toronto determines fair wage. A wage schedule for Pickering
would be based on collective agreements set within the greater metropolitan
Toronto area and would presumably be higher than wage schedules in an area
outside of the area. Clarington and Oshawa fall into Area 9 of the OLRB - outside of
the Toronto area.
Toronto's Fair Wage Office (TFWO) investigates complaints (45 in 2009) and takes
enforcement action when it is determined that a contractor has failed to pay its workers
the prescribed hourly wage rates, vacation and holiday pay and applicable amount for
fringe benefits shown. in the current fair wage schedule. Investigations can involve
looking into contractor and subcontractors payroll records. To undertake an
investigation or an audit for another jurisdiction it is likely that TFWO would have to
develop a business case, review associated costs, establish a fee schedule for time
Report CS 30-10 September 7, 2010
Subject: Fair Wage Policy Page 4
6
billed for this service and prepare a report back to their City of Toronto Council for
approval.
Administrative costs as a result of including and enforcing fair wage policies in City
Industrial, Commercial and Industrial (ICI) construction contracts could be significant.
Even though a base investigation fee to help recover administrative and audit-related
costs associated with a Registered Complaint, this fee does not accurately represent
the total costs associated with research and review of policies, going onto job sites,
interview workers, wage schedules and costs associated with inspections and audits
during the period of the construction project. While the City can recover the base
investigation from either the complainant or the party named in the complaint, any costs
in excess of the base investigation fee must be pursued by City staff. Also there are
costs associated with utilizing City staff resources in monitoring policy compliance and
conducting complaint-driven investigations arising from allegations which could prove to
be unsubstantiated. Implementing a Fair Wage Policy also places the City in the role as
a third party arbiter to resolve potential disputes that can occur between contractors and
their respective employees.
Ontario Chamber of Commerce
In the Delegate's email to Council following their presentation to the Executive
Committee they asked what categories do these businesses (Members of the
Ontario Chamber of Commerce) fall under and how many of them perform highly
skilled and potentially dangerous construction work?
The Ontario Chamber of Commerce (OCC) is a federation of 160 local chambers of
commerce and boards of trade, representing 60,000 businesses from all sectors, of all
sizes and from all areas of the province. The businesses are divided into sub-categories
so how many businesses perform skilled or dangerous construction work is not
available. Generally speaking, the membership roughly matches the demographics of
Ontario's businesses. The Government of Ontario has received the OCC
correspondence and has acknowledged their consultations. The Province is still working
on updating their Fair Wage Policy - a status update as of early June 2010 from the
Ministry of Labour is that it is "still under consideration".
Ajax-Pickering Board of Trade - Member of the Ontario Chamber of Commerce
The Ajax-Pickering Board of Trade is a member of the Ontario Chamber of Commerce,
having more than 600 members, including Pickering, representing every sector of the
local economy and a trusted voice in the business community.
Voice from The Greater Oshawa Chamber of Commerce
The Greater Oshawa Chamber of Commerce (GOCC) is incorporated under the Boards
of Trade Act. As one of the leading business associations in Durham Region it has over
1,100 entrepreneurs, managers and corporate executives as members, representing
over 840 businesses of all sizes and sectors that collectively employ over 40,000 in the
Report CS 30-10 September 7, 2010
Subject: Fair Wage Policy Page 5.
207
Region. As the leading business association it continually strives to create an
atmosphere that will improve and advance business and create jobs. It is their mandate
to provide services and opportunities for local and regional businesses.
The GOCC echoes the sentiments of the OCC, as they believe that such policies
limit the ability for smaller-to-medium size.companies and suppliers to bid on
government projects and questions whether a fair wage policy works to provide
the best overall project value to the taxpayer at the most cost effective price.
Survey of Municipalities
The comment was made that Thunder Bay said no one has ever contacted them. The
City of Thunder Bay was contacted March 4, 2010 and included in the survey of 28
municipalities and 3 public agencies (Attachment 2, Report CS 28-10). Two (2) of the
survey responses indicated they have yet seen any proof that are any cost savings as a
result of using the Fair Wage Policy. Refer also to Attachment 3 Page 7, Report CS 28-
10 where mention is made of cases, in other jurisdictions, such as in British Columbia,
where fair wage policies were repealed on the ground that they increase project costs
and increased the burden on taxpayers while providing debatable benefits.
City Policy - Provision of Open, Fair, Equitable, Accessible and Competitive
Bidding Processes
The City avails itself through its bidding practices to a myriad of businesses of which
small to medium size businesses seek out the opportunities to work in, and be a part, of
Pickering's development and continue to participate in municipal construction projects
bid opportunities. The City continues to provide best value to the taxpayers of the City of
Pickering through the provision of open and fair, equitable, accessible and competitive
bidding processes, as stated in the Council approved Purchasing Policy. The City's
bidding processes and Health & Safety procedures continue to attract competition from
the marketplace yielding competitive pricing from qualified and skilled contractors and
savings to benefit the City and it's taxpayers.
Should Council still wish to implement a Fair Wage Policy, staff have acquired.a copy of
that approved by Clarington Council and adopted it, basically changing Clarington to
Pickering and incorporated Oshawa's $5,000 fee as it was felt to be more
representative of potential staff costs than Clarington's at $2,500. The Policy would fall
under the direction of the Director, Corporate Services & Treasurer with actual day-to-
day responsibilities falling under the Manager, Supply & Services.
Attached is the City of Toronto Fair Wage Schedule which is included in this report for
illustration purposes as Attachment 3. It. has not.been updated since 2003. Should
Council adopt a Fair Wage Policy an updated version of this Schedule will have to be
created and form part of this Policy.
Report CS 30-10 September 7, 2010
Subject: Fair Wage Policy Page 6
208
Attachments:
1. Report CS 28-10
2. Draft Fair Wage Policy
3. Fair Wage Schedule - City of Toronto
Prepared By: Approved/Endorsed By:
Vera A. Felgemach , Gillis A. Paterson
Manager, Supply& Services Director, Corporate Services & Treasurer
C.P.P., CPPO, CPPB, C.P.M., CMM III
Copy: Chief Administrative Officer
Recommended for the consideration
of Pickeri C it
Tony Prevedel, P.Eng.
Chief Administrative Officer
Z 9 ATTACHMENT # _ TO REPORT 0- 3
C;tq no Report to
Executive Committee
PI + EKING Report Number: cs 28-10
Date: June 14, 2010
From: Gillis A. Paterson
Director, Corporate Services & Treasurer
Subject: Fair Wage Policy
Recommendation:
That Report CS 28-10 of the Director, Corporate Services & Treasurer regarding Fair
Wage Policy be received for information.
Executive Summary: At the meeting of Council held on April 19, 2010 direction
was given by Council Resolution #65/10 that CORR.29-10 from Terry Dorgan,
Business Agent and representative for Central Building Trades requesting the City of
Pickering review their Fair Wage Policy By-law in order to update their policy to mirror
other municipalities such as Oshawa and Clarington be referred to staff for report prior
to Council's summer recess.
After a thorough review, consultation with other municipalities and careful consideration,
staff have concluded that it is not necessary to implement any additional update to City
By-law-or policy. This is consistent with the Region of Durham's position on this matter.
Financial Implications: There are no financial implications associated with the
Recommendation.
Sustainability Implications: There are no- sustainability implications associated with
this report.
Background:
City's Current Policy and Practices
The City's Purchasing Policy begins with a Policy Statement which includes:
"That the City provide best value to the taxpayers of the City of Pickering through
the provision of open and fair, equitable, accessible and competitive bidding.
processes."
Report CS 28-10 June 14, 2010
210
Subject: Fair Wage Policy Page 2
The City's bidding processes have been open and fair, equitable, accessible and
competitive and without concern or conflict from the bidding community for over 30
years. The City's bidding processes continue to attract competition from the
marketplace yielding competitive pricing from qualified and skilled contractors and
savings to benefit the City and taxpayers. The City is responsible for ensuring that,
public funds are spent in a manner which maximizes the value obtained for
money spent in an open and competitive environment which ensures all suppliers
that wish to do business with the City are treated equally and fairly.
General Conditions within the City's tendering documents include the following Fair
Wage Clause:
'The Provincial Fair Wage regulations shall be applied to this contract and the
Contractor shall be prepared to provide such proof as may be necessary to
indicate that wages paid to employees are in compliance with the required
minimum."
Criteria to select qualified contractors include, but is not limited to, the following:
• Rigorous evaluation of contractor's health and safety policy, qualifications, safety
record, insurance coverage
• Evaluation of experience in work of similar scope and value, and performance
reviews
• Backing by a recognized surety company
The City has a responsibility to hire qualified contractors and ensure compliance with
the regulations of the Occupational Health & Safety Act. The City already does its due
diligence to ensure only qualified contractors undertake work and comply with all
Federal, Provincial and Municipal statues and regulations.
The Ontario Chamber of Commerce (OCC) is a federation of 160 local chambers of
commerce and boards of trade in the Province of Ontario, representing an estimated
57,000 businesses of all sizes, in all economic sectors and from every area of the
province. The OCC's mandate is to advocate strong policies on issues that affect it's
membership through Ontario's business industry. In August, 2007 the OCC provided a
response on Fair Wage Policy (FWP) to the Director, Employment and Labour Policy
Branch - Ministry of Labour and this communication has been confirmed as the most
current. The following statements are contained in the response. and bear repeating:
"To conclude, the OCC believes the FWP does not effectively provide for a fair
return on taxpayer dollars while it falls short of meeting an equitable social
objective. Therefore, the OCC recommends the government of Ontario to phase
out the FWP"
Report CS 28-10 June 14, 2010
211
Subject: Fair Wage Policy Page 3
The following conclusion appears in_ the most recent Region of Durham Report #2009-
F-38 presented to Regional Council:
"Given the core service issue and the debatable benefits associated with
incorporating such a policy, Regional staff does not recommend the inclusion of a
Fair Wage Policy within the framework of its ICI construction contracts or any other
service, sector or industry in .which such a fair wage policy could be applied. The
Region should continue to ensure consistency and equal treatment for all potential
suppliers of goods and services to the Region and thus refrain from granting any
type of preferential treatment to a select number of recipients through the .
implementation of the proposed (Region) Fair Wage Policy."
The foregoing conclusion within the Regional report resonates the City's
Recommendation as well,. that being the City continue to ensure consistency and equal
treatment for all potential contractors to the City and thus refrain from granting any type
of preferential treatment to a select number of recipients through the implementation of
a proposed City Fair Wage Policy.
Attachments:
1. Correspondence from International Brotherhood of Electrical Workers
2. City of Pickering Overview of Proposed Fair Wage Policy
3. Region of Durham Finance and Administration Report No. 2009-F-38 regarding a
Fair Wage Policy
Prepa ed By: Approved/Endorsed By:
Vera A. Fel emacher Gillis A. Paterson
Manager, Supply & Services Director, Corporate Services & Treasurer
C.P.P., CPPO, CPPB, C.P.M., CMM III
Copy: Chief Administrative Officer
Recommended for the consideration
of Pickering C' oun it
Tony Preve el, P.Eng.
Chief Administrative Officer
ATTACHMENT #-L-To npopa#-L--~?
21.2
Request for Delegation Co,2~ 2q-co
Debbie Shields
One The Esplanade
Pickering, Ontario, Canada
L1 V 6K7
To whom this may concern,
The Central Ontario Building Trades represents 60,000 skilled trades' workers in Central
Ontario. Most recently they have been active in promoting the adoption of modern Fair Wage
Policies throughout Ontario. This is to coincide with already implemented Fair Wage Policies in
municipalities and institutions such as; Oshawa, Thunder Bay, Hamilton, Sudbury, Clarington;
Toronto, the University of Ontario Institute of Technology and Durham College.
Within the City of Pickering's purchasing Bi-laws a Fair Wage Policy, dated 1995, has been
implemented over the past 15 years. The Central Ontario Building trades view this policy as
being outdated and respectfully requests that the City of Pickering update their. Fair Wage
Policy to mirror other municipalities such as Oshawa and Clarington.
Central Ontario Building Trades representative Terry Dorgan, requests to appear as a delegation
on April 19th 201.0 in respect to modernizing the city's Fair Wage Policy.
}
Best Regards,
Terry k~)orgcn
b u.s; r c ass . A 8cil-l
1
ORIGINAL
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Getting Serious about Adontin* Fair
What is a Fair 'm'ane Requires all contractors to pay or provide the same wages,
benefits and hours to all workers.
Policy
Municipalities pay their construction workers a "fair wage" for
the work performed and to ensure that workers are not
i exploited or discriminated against.
, Usually applies to construction (ICI) projects over $~I00,000.
.Iwo
Who has already adopted. The Federal government, the provincial governments of
Fair Wage? Ontario, Manitoba and British Columbia, the municipalities of
Toronto, Oshawa,,London, Montreal, Calgary, Edmonton and
Greater Vancouver, in addition to numerous agencies, boards,
commissions and universities/colleges all have adopted fair
wage policies. .
What are the cost minimal increases in.construction cost (2-4%)
implications of Fair Wage Significant cost savings (11-17%) based on higher productivity
gains resulting in lower renovation and repair work
Policy Adoption to
(Source: Ontario Construction Secretariat)
projects?
What are the financial For small to medium sized Municipalities, it takes 20-40 hours
implications Of Fair Wage per year to administer a Fair Wage Policy. r
to mural ieipalities? investigations fees (e-.g. $2500 per investigation) would cover
administration costs and be an additional revenue source for the -
Municipality.
! In the City of Toronto, administration revenues from Fair
Wage exceeded $27,000 in 2008.
What are the other (1) Stable labour relations with minimal-disruption.
Benefits .o of Fair Wage (2) A level playing field in competition for City Work.
(3) Protection of the Public
Policy Adoption? (4) Enhanced reputation of the Municipality for ethical and fair
business dealings.
ATTACH MENT#a,2Z_TO REPORT#IL-28'~-/ 6
214
City of Pickering'
Overview of the Fair Wage Schedule and Policy Proposal
Contractors entering into ICI (Industrial-Commercial-Institutional) construction contracts
carried out by, and for, the City would.pay or provide wages, benefits and hours of work
to their employees while adhering to a "City Fair Wage Schedule and Policy". Similarly,
it would be the responsibility of the contractor to ensure the subcontractor(s) are also
adhering to the terms of the City Fair Wage Schedule and Policy. The proposal outlines
a contract threshold minimum of $500,000 and therefore, contracts below a threshold
would be exempt from the terms of the proposed policy. A "investigation fee" would be
required to investigate complaints. Upon receipt of a Registered Complaint, together
with payment of an investigation fee, the City would take such action as it deems
necessary to determine whether the Contractor and Sub-contractor involved
or named in the Registered Complaint is in compliance with the Fair Wage
Policy and the Fair Wage Schedule. Sample investigation fees are $2,000 and $5,000.
Fair wage policies exist in relatively few municipalities from the survey undertaken
recently. Of the 28 municipalities and 3 public agencies surveyed, only 5 municipalities.
have their own fair wage policies, 2 of which are Clarington and Oshawa. As identified
in the Region of Durham's Report #2009-F-38 on Fair Wage Policy "the City of
Toronto's Fair Wage Policy often serves as a benchmark for other jurisdictions and its
wage schedule is arrived at through review of stipulated rates of pay for various classes
of work produced. The City of Toronto's Fair Wage Office is made up of several staff
members solely-dedicated to the review of tenders and vetting of bidders to ensure
compliance, links to their schedule, to the complete wage package, inclusive of benefits
(excluding union dues, associate fees, etc) and is tied to collective agreements specific
to the local area. Review of the schedule by the City of Toronto's is done once every
three years and is adjusted annually for inflation. The City of Toronto's Fair Wage Office
provides auditing, administrative and schedule research and review service to other
municipalities with fair wage policies of their own."
Administration of a City Fair Wage Schedule and Policy would have to be designated to
be the responsibility to a Manager in Corporate Services or appropriate designate for
the review and administration of a Fair Wage Schedule and Policy and likely require
additional internal staffing to support the Manager.
Clarington implemented a fair wage policy as an interim process. and applies on ICI
(Industrial-Commercial-Institutional) projects over $1,000,000 and Oshawa's applies on
projects over $500,000. Clarington has not seen any proof that there are any cost
savings flowing as a result of using the Fair Wage Policy. Clarington relies on the City of
Toronto to provide schedules and undertake audits otherwise, would need extra staff.
The following is abstracted from a City of Toronto staff report February 1, 2007 -
"Establishing fair wage rates and schedules are intended to minimize potential conflict
between organized and unorganized labour in the tendering and awarding of civic
contracts". This may be a factor in Toronto, however, there has been no conflict
whatsoever in over 30 years between organized and unorganized labour in the
tendering and award of contracts within the City of Pickering.
ATTACHMENT #J__TO REPORT
215
Finance & Administration -15- April 15, 2009
Committee
MOVED by Councillor Kolodzie,
(160) "THAT the foregoing motion (159) of Regional Chair Anderson be
tabled."
MOTION DEFEATED
Councillor Kolodzie indicated that he wished to table the motion until he could
obtain an accurate accounting of what each Municipality has put into Durham
Region Transit (i.e., cost of buses, lands, etc)
The motion (159) of Regional Chair Anderson was then put to a vote and
CARRIED.
d) PROPOSED ESTABLISHMENT OF A FAIR WAGE POLICY ON ICI
CONSTRUCTION CONTRACTS BY THE REGION OF DURHAM
(2009-F-38)
Report #2009-F-38 from R.J. Clapp, Commissioner of Finance, was received.
R.J. Clapp responded to various questions from Councillor Kolodzie with
respect to whether or not there would be additional costs; why the fair wage
policy comparison chart (of GTA and other municipalities) shown on page 3 of
the report did not have more up-to-date comparisons; and the impact had a
fair wage policy been in place when the new water pollution control plant was
i constructed in Courtice. 'A question regarding union versus non-union
workers was also raised and was addressed by R.J. Clapp.
MOVED by Councillor Parish, l
(161) "THAT Report #2009-F-38 of the Commissioner of Finance be
received for information."
CARRIED
e) REGIONAL DEVELOPMENT CHARGE INDEXING (2009-F-39)
Report #2009-F-39 from R.J. Clapp, Commissioner of Finance, was received
as a handout. R.J. Clapp reviewed the recommendations contained in Report
#2009-F-39 with the Committee and also highlighted section 3.3 on page 6
which summarizes the potential foregone revenue (estimated $4.0 million)
from waiving the indexing of residential and non-residential development
charges and delaying the scheduled phase-in of non-residential development
charges for the ICI sectors in order to provide some relief for local
development and building industries during this economic recession.
Councillor Parish questioned the reason for doing this and also commented
there would be minimal impact in terms of stimulating development and
creating jobs. Councillor Parish also expressed concern with the loss of the
j estimated $4 million in development charge revenue in 2010 and beyond.
R.J. Clapp noted there will be an opportunity to update the rates when a new
development charge by-law is completed. Councillor Parish also questioned
R.J. Clapp on whether consideration had been given to alternatives, such as
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The Regional Municipality of Durham
Report to: The Finance and Administration Committee
From: R.J. Clapp, Commissioner of Finance
Report No.: 2009-F-38
Date: April 15, 2009
SUBJECT:
Proposed establishment of a Fair Wage Policy on ICI construction contacts by the
Region of Durham
RECOMMENDATIONS:
THAT the Finance and Administration Committee receive this report for informati0n-
1.0 INTRODUCTION
This report considers.the implications of Incorporating a Fair Wage Policy into
the framework of the Region of Durham's ICI construction contracts. The
report briefly summarizes the Fair Wage Policy proposal put forth by local
union representatives and discusses current experiences with fair wage
policies in other municipalities for the purpose of establishing a Regional
position on the proposal.
2.0 BACKGROUND
• On November 14, 2007, with a UA Local 463 representative in attendance. a
representative from IBEW Local 894, Oshawa and District provided a
presentation to Council members regarding a Fair Wage Policy Proposal for
the Region intended to cover ICl construction contracts carried out by, and
for, the Regional Municipality of Durham. Council members were also
presented with bound copies of the Fair Wage Proposal and a publication
from the Ontario Construction Secretariat (OSC) entitled "Impact of Fair Wage
Policies on the Construction Industry".
A Fair Wage Policy would allow the Region to require that all contractors
bidding on contracts for the Region provide wages, benefits and hours to their
employees in compliance with the Region's Fair Wage Policy. The policy
would also snake contractors responsible for ensuring that sub-oontractors
also adhere to the policy.
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Report No : 82009-F-38 Page No.: 2
Terry Dorgan, the UA Local 463 representative, suggested that fair wage
policies assist in counter-balancing the propensity for suppliers in the'
construction industry to engage in cut-throat competition driven by the low-bid
policies often adhered to by the public sector. It is argued that by setting a
wage floor for which contractors and sub-contractors must adhere to, and
essentially "taking the wages out of competition" such cut-throat competition
through the paying of lower wages can be minimized. They indicate that such
competition is also believed to erode occupational safety standards, weaken
industry investment in skills training and "promote" evasion of legal
obligations, such as the circumvention of El and CPP contributions. Mr.
Dorgan also commented that fair wage policies have been in Canada for
some time and that the City of Toronto policy often serves as a benchmark for
policies In other areas.
• A follow-up meeting took place January 2008 between Regional staff and
IBEW Local 894 and UA Local 463 representatives to again discuss the
Region's proposed Fair Wage Policy. On April 2009, Regional staff met with
members of the Greater Oshawa Chamber of Commerce to discuss fair wage
policies and their potential impact on the Region of Durham.
3.0 OVERVIEW OF THE FAIR AGE POLICY PROPOSAL
• Under the proposal. contractors entering into ICI construction contracts
carried out by, and for, the Regional Municipality of Durham would pay or
provide wages, benefits and hours of work to their employees while adhering
to the Region's Fair Wage Schedule and Policy. Similarly, it would be the
responsibrnity of the contractor to ensure that the sub-contractor is also
adhering to the terms of the Fair Wage Schedule and Policy. The proposal
outlines a contract threshold minimum of $500,000 where contracts below this
threshold would be exempt from the terms of the proposed policy.
Administration of the policy and wage schedule would be designated to be the
responsibility of the Manager, Purchasing Services or appropriate designate.
e Through its tender call, the Region would make the Fair Wage Schedule and
Policy available to every party bidding in ICI construction contracts. In a
manner that is acceptable to the Region, evidence of policy adherence would
be provided by the contractor and sub-contractors after substantial
performance of the construction contract.. Contractors and sub-contractors
would be required to post appropriate fair wages, wage schedules and tabour
conditions in a conspicuous place at the work site and would be ordered to
maintain accurate records of employees detailing employee information, trade
classification, hours of work and wages; information that would be made
available for inspection upon request by the Region.
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Page No.: 3 •
Report No.: #2009-F-38
A Registered Complaint could be filed by contractors, suit-contractors or
employees with the Region against any contractor or sub-contractor. Under
the proposal, the Region would investigate the complaint for a base
investigation fee of $2,50D being proposed by the unions and subject to the
conditions of substantial performance of the construction contract. Should the
registered compiaint be found to be unsubstantiated, the Region would retain
the investigation fee from the complainant and take necessary action to claim
any costs in excess of the base investigation fee. Should the investigation
deem the contractor or sub-contractor to be in non-compliance, notice. would
be provided by the Region to immediately comply with the terms of the policy.
First time non-compliance violations within a five-year time frame may result
in the contractor requiring accounting reports for the next three Region-
related projects of which the contractor performs construction work; declaring
adherence to the Fair Wage Policy. Multiple non-carrtplianoe offences by
contractors within a five-year time frame may result in restrictions to bid on
Region contracts for a period. of two years.
4.0 FAIR WAGE POLICY EXPERIENCE IN OTHER JURISDICTIONS
• Fair wage policies exist in relatively few municipalities across Canada. The
majority that do have fair wage policies are concentrated in Southern Ontario,
and include Toronto, Hamilton. Oshawa,. London, Ci,arington. Sudbury.
Kitchener. Mississauga, Vaughan, and Brampton. To date, no regional
municipality has yet adopted a fair wage policy (i.e. Halton Region, York
Region, Municipality of Waterloo) The table below provides a comparison of
fair wage schedule compensation by various municipalities across a select
number of common trade positions:
F* Mp PokyCompadson •GTAand other munlcoaMM
C alToMnt0F3c t)Aioe•fehru 2W
.s, - e c } , ~~f..., ,,~.,;1~ ~tk - ~t_Ql L r ~k ~y} s . y •~i~Of .
Chp(
rAAt94YIIN~q ° ~f F{ 3,. n 4 r . .-.'-ilk ~i 1:E f ' ri 4Y ' -
Wopee,YeeeSrn, WepiSVao1110n Yfegee,YAUGN, WapegYxllion,
8001 0#rllW ftlent 1WAYParead Wap li%U at NIhysfrmpe FedealroWed PMOWAIRIN Wepu Ndidyyifrinyt 4**Afempe
twee rm 6Nd144 &aft P ds2as$ Meamipty sen1Mi &=ft,
&kkW4M&Wft== 5402 $37.35 $all $43,15 $7955 54176 0,75
0101110 . 542.09 $31.86 399178 sss.96 31752 SC29 0.41
SKftk~m $6.44 $3674 $4549 53114 We 54188 $41.17
4tdumerubm" 522 $31.19 0.90 3245D ON $1179 344.49
14aty E opuft $Gas $44% 543,51 WS 527.94 $4291 S" ,
1iaArwINAet w s $3276 331.61 $26.52 SM70 0.67 ~BAf
9t>1t71 y j , $11,79 asSfQ.. ~;e: :a. +.,x x57G41 .
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• The City of Toronto's. Fair Wage Policy often serves as a benchmark for other
jurisdictions and its age Schedule is.arrived at through review of stipulated
rates of pay for various classes of work produced. The Gity of Toronto's Fair
Wage Office, made up of several staff members solely-dedicated to the
review of tenders and vetting of bidders to ensure compliance, links their
schedule to the complete wage package, inclusive of benefits (excluding
union dues, association fees. etc.), and is tied to collective agreements
specific to the local area. Review of the schedule by the City of Toronto's Fair
Wage Office is done once every three years and is adjusted annually for
Inflation. The City of Toronto's Fair Wage Office often provides auditing,
administrative and schedule research and review services to other
municipalities.with fair wage policies of their own.
• Within Durham Region, Clarington and Oshawa each have their own fair
wage policies for ICI construction contracts and with the assistance of the City
of Toronto's Fair Wage Office, wage schedules are developed by linking
wages to local collective agreements within the appropriate Ontario labour
Relations Board Construction Industry Area (Area 9 for both municipalities).
For both municipalities, in the event of a registered complaint, administrative
support and auditing services can be performed by the City of Toronto's Fair
Wage Office or appropriate designate as determined by the municipality. For
complaints that are deemed valid, the Investigation fee is returned to the
complainant and the cost for the auditing service would be charged to the
municipal budget. However, evidence of noncompliance by a supplier allows
the municipality to pursue the base investigation costs along with any other
costs the municipality deems appropriate and can deduct the amount from the
balance owing by the municipality to the supplier.
• Since the inception of its fair wage policy. Clarington has only seen two ICI
construction projects exceeding the $1 million threshold level. Oshawa's fair.
wage policy, with a lower contract threshold level of $500,000, has yet to
undertake a project above this amount. The lack of activity among the area
municipalities makes it difficult to assess the effects of their respective
policies.
5.0 THE REGION OF DURHAM'S CUR ENT PRACTICES
• The Region of Dutharri s By-Law No. 68-2000, as amended, defines
purchasing and tendering policies covering the acquisition of goods and
services projects by the Region. The Region of Durham currently undergoes
a thorough examination of all tenders and proposals, as well as a process for
qualification of suppliers of goods and services. It Is the objective of the
Region to acquire its goods, services and works without favoritism through
the application of the highest standards of business ethics.
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The pre-qualification criteria to selecting a list of qualified suppliers includes,
but is not limited to:
• Review of health and safety records of suppliers;
• Record of supplier working experience and evaluation of prior
performance: and
• Examination of the prior bidding history of the supplier and financial
status of the supplier.
For projects above $100,000, prequalification of achieved via Council
approval for each respective project. A joint report is required by the
Department Head and "designated officie and is submitted to the appropriate
Standing Committee and Council for approval prior to proceeding with
prequalification of the supplier. The Region has a responsibility to hire
qualified contractors and ensure compliance with the regulations of the
Occupational Health and Safety Act as well as any additional policies
mandated by the Regan.
Awarding of the contract Is usually based on the lowest responsible bid
assuming all specifications and qualifications have been met. In its
purchasing of goods and services, it is the responsibility of the Region to
ensure that public funds are spent in a manner which maximizes the value
obtained for money and to ensure that the solicitation, bidding and awarding
process is done in an open and competitive environment which ensures that
all suppliers that wish to do business with the Region are treated fairly and
equally. While there is currently no fair wage policy incorporated into
oonstructlon contracts, Regional staff believes that the Region already
does Its due diligence in ensuring that only qualified and reputable
suppliers partake in the supply of goods and services for the Region by
ensuring compliance to all Federal, Provincial and Municipal statutes
and regulations.
6.0 REGIONAL STAFF CONCERNS WITH FAIR WAGte POUC_Y_
Upon review of various literatures, research and experience In other jurisdictions and
entities. Regional staff suggests that there are several concems with implementing a
Fair Wage Policy in the framework of ICI construction contracts. Some pri mary
concerns include:
• The Implementation of a Fair Wage Policy results In the Region
assuming the role as a third-party arbiter serving to resolve potential
disputes that accur between suppliers and their respective employees.
• The Region would likely incur significant administrative costs as a
result of including and enforcing fair wage policies in Its ICI
construction contracts. While the proposal outlines a base investigation fee
of $2.500 to help recover administrative and audit-related costs associated
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with a Registered Complaint, these costs may not necessarily reflect the total
costs that may be associated with review and research of policies and wage
schedules, as well as costs associated with inspections and audits during the
period of the construction contract. As a.resuit, while the Region can recover
base investigation fees from either the party named in the complaint or the
complainant, any costs exceeding the base cost investigation fee must be
pursued by the Region. Also to be considered are the opportunity costs of
utilizing Regional staff resources towards monitoring policy compliance and
conducting complaint-driven investigations based on allegations which could
prove to be unsubstantiated. In addition, the required posting of the proposed
Fair Wage Schedule and Policy at every site provides Region contact
information to the public to answer any inquiries regarding the Fair Wage
Schedule and Policy; inquiries which may be unrelated to non-eornplianoe
issues.
To date, there have been no discussions with the City of ToronVs Fair Wage
Office regarding possible administrative support related to the Region's
proposed Fair Wage Schedule and Policy and it is not known 0 the Fair Wage
Office would have the manpower to- provide such support to the Region
without having to increase their staffing requirements. If the Fair Wage Office
was incapable of providing administrative support to the Region under their
current structure, additional internal staffing would likely be required by the
Region to support the Manager, Purchasing Services in the review and
administration of thel Fair Wage Schedule and Policy. Taking into account the
staffing requirements of the City of Toronto's Fair Wage Office and
considering the City of Toronto's population relative to that of Durham Region,
it could be assumed that the Region would require at least one full-time
employee dedicated solely to the administration and review of the fair wage
policy and schedule for the Region of Durham.
• The manner in which "fair wages" should.be set for the Region remains
unclear. Some jurisdictions, with the assistance of the City of Toronto's Fair
Wage Office, develop Wage Schedules based on local collective agreements
according to the boundaries set by the OLRB Area Schedule. However, Area
9 represents all of Durham Region except for Pickering and Ajax, which fall
into Area 8 (which includes, but is not limited to Metropolitan Toronto, and
Peel and York regions). While it is likely that cross-regional overlap is a non-
issue when examining area municipalities, it Is unclear how "fair wages"
would be set for a regional municipality with overlapping OLRB Areas. For
example, iBEW Local 894, which represents electrical workers, represents a
wide area including all of Durham Region. However, OLRB Areas 8 and 9
both cover large portions of Durham Region and it is unknown whether the
collective agreements from Area 8, including those for iBEW Local 353
(covering Toronto, Peel Region, York Region and a portion of Dufferin
County), would take precedence over the those of Area 8, or vice versa.
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Report No.: 02009-F-38 Page No.: 7
• The Ontario Chamber of Commerce (OCC) claims that the Province.of
Ontario has an ample amount of legislative tools to address the social and
economic needs of the Ontario workforce, including various labour policies
and minimum wage legislation. The OCC also claims that the positive impacts
of fair wage policies - benefits that are typically accrued to a limited number of
beneficiaries - are undermined by the overall increase in program costs. The
OCC continues to champion for the phasing-out of the Provincial Fair Wage
Policy as they claim it results in inflated wages for non-unionized employers
that otherwise would have been compensated fair, competitive market wages.
The Greater Oshawa Chamber of Commerce (GOCC) echoes the
sentiments of the OCC as they believe that such policies limit the ability
for smaller-to-medium suppliers to bid on government contracts and
they questioned whether a fair wage policy works to provide the best
overall project value to the taxpayer at the most cost-effective price.
Similarly, the Canadian Fedembion of Independent Business (CFIB), a
not-for-profit, nonpartisan organization which represents the interests
of small and medium-sized businesses, has long argued against fair
wage policies and claims that the government should not be involved in
setting wages for private sector workers bidding on public sector
contracts.
There have been cases In other jurisdictions, such as in British
Columbia, where fair wage policies were repealed on the grounds that
they increased project costs and Increased the burden on taxpayers
while providing debatable benefits. Studies have found that BC's fair wage
policies, which mandated for wages that were up to one-third higher than the
prevailing competitive market wage rate, added approximately 7 per cent
(over $100 million annually) to the cost of public construction projects. it was
the belief that the return to an open tendering process would ensure optimal
value for taxpayers and the savings incurred as a result of the repeal of the
fair wage policy would assist in allocating funds to other much-needed
projects.
• While fair wage policies exist In various area municipalities and entities,
no regional municipality has yet to impose a fair wage policy. Given the
Region's geographic expanse and the potential administrative and opportunity
costs associated with implementing such a policy, the question arises as to
why the Region should assume the responsibility for establishing wages paid
by suppliers bidding on Regional tendered ICI construction contracts given
that there is no clear benefit to the Region for doing so. As noted, Regional
staff believes that the Region already undergoes a thorough evaluation and
vetting of potential bidders that ensures adherence to all statutes, regulations
and standards and ensures that the awarding of contracts is done in an open
and competitive environment where all potential suppliers are treated equally
and fairly.
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1.0 CONCLUSION
• Given the core service issue and the debatable benefits associated with
incorporating such a policy. Regional staff does not recommend the Inclusion
of a Fair Wage Policy within the framework of its ICI construction contracts or
any other service, sector or industry in which such a fair wage policy could be
applied. The Region should continue to ensure consistency and equal
treatment for all potential suppliers of goods preferential tservices to the reatment to a Regan and
thus refrain from granting any type number of recipients through the Implementation of the proposed Region Fair
Wage Policy.
R.J. Clapp, CA
Commissioner of Finance
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Callo► City Policy
~i ATTACHMENT#_.TO REPORT# fS,30-/0
224
PICKERING
Policy Title: Fair Wage Policy for Industrial, Commercial and Policy Number: FIN
Institutional Construction Contracts
Reference: Date Originated: Date Revised:
X
Approval: Chief Administrative Officer Point of Contact: Manager, Supply & Services
Policy Objective
On all Industrial Commercial Institutional (ICI) construction contracts with the City of
Pickering, every Contractor and Sub-Contractor shall pay or provide wages, benefits
and hours of work to their Employees, in accordance with the "Fair Wage Policy for ICI
Contracts" and the Fair Wage Schedule of the Corporation of the City of Pickering.
Failure to comply with the Fair Wage Policy may result in restricted ability to bid on
Municipal construction business.
Scope
This policy applies to ICI projects over $1 million and provides framework for the
application of the Faire Wage Schedule.
Index
01 Definitions
02 Procedures
03 Legislative Compliance
04 Liability
05 Posting
06 Records
225
07 Complaints
08 Inspection and Audits
09 Compliance
10 Consequences of Non Compliance
Policy Title: Page 2 of 11
Policy Number: X
226
01 Definitions
01.01 Pickering means the Corporation.of the City of Pickering, and, where
the context allows, its officers, officials, employees and agents or any of
ahem.
01.02 Municipal Council means the elected Municipal Council of the City of
Pickering.
01.03 Contractor means any person, firm or corporation having a contract with
the City of Pickering for the performance of ICI construction work, but
does not include any person, firm or corporation that only supplies
materials for the Construction Contract.
01.04 Construction Contract means any ICI construction of an estimated value
of at least one million ($1,000,000.00) dollars (exclusive of HST
administration and related costs), entered into between the City of
Pickering and a Contractor and includes the various sub-contracts to
that contract.
01.05 Construction Contracts which were initially tendered and awarded under
the one million ($1,000,000.00) dollar threshold (exclusive of HST,
administration and related costs) but exceeded this upset limit due to
owner requested changes or other unknown change orders after the
award of the contract, are exempt from this policy.
01.06 Audit Services means the review of tendering submissions of any or all
bids at time of tender and records of low bid contractors and sub-
contractors to ensure compliance. Audit services may be performed by
the City of Pickering or alternate designated by the City.
01.07 Employees means those persons employed by the Contractor or Sub-
Contractor in positions, classifications (trades or any combination of
those) identified in the Fair Wage Schedule, for the performance of
construction work on a Construction Contract with the City, or any sub-
contract.
01.08 Fair Wage Schedule means the schedule of wages, benefits and hours
of work for the performance of construction work on all Municipal ICI
Construction Contracts as approved and as amended from time to time
as based on the Ontario Labour Relations Board (OLRB) Geographic
Area 8.
Policy Title: Page 3 of 11
Policy Number: X
227
01.09 Fringe Benefits" includes such benefits as company pension plans,
extended health care benefits, dental and prescription plans, etc. It does
not include legislated payroll deductions such as C.P.P., E.H.T., .
W.S.I.B. or E.I.C., O.H.I.P.
01.10 ICI is an acronym abbreviation for "Industrial, Commercial and/or
Institutional".
01.11 Registered Complaint means a written complaint from an identified
source which alleges that a Contractor or Sub-contractor has violated
this Fair Wage Policy. Registered Complaints must be submitted, in -
writing, to the Manager, Supply & Services of the City of Pickering.
01.12 Sub-contractor means any person, firm or corporation performing work
for a Contractor or one of the Contractors or other Sub-contractors who
has a Construction Contract with the City, but does not include any
person, firm or corporation that only supplies materials for the
Construction Contract.
01.13 Sub-contract means any contract between a Contractor and any of that
Contractor's Sub-contractors with a firm, person or corporation for work
in accordance with a Construction Contract. The term excludes
contracts for material supplies only.
01.14 Term This policy is in effect for a term of two years from Council
ratification, after which it will be referred back to Council for review.
02 Procedures
The Manager, Supply & Services or designate will prepare and review the Fair
Wage Schedule from time to time and after consultation with the audit service
provider, those amendments to the Fair Wage Schedule which are required to
reflect the prevailing wages, benefits and hours of work in the construction
industry in the geographical area of the City will be made by the Manager, Supply
& Services.
The Manager, Supply & Services or designate will review the Fair Wage Policy
from time to time and recommend to Council any substantive required
amendments to the Fair Wage Policy. Minor amendments may be made after
consultation with the audit service provider.
Policy Title: Page 4 of 11
Policy Number: X
228
The Manager, Supply & Services or designate will co-ordinate, as necessary, the
preparation of information reports to Council regarding complaints investigated
and audits performed pursuant to the Fair Wage Policy.
The City shall make available through its tender call, to every person bidding on
Pickering's ICI Contracts, the then current Fair Wage Policy and Fair Wage
Schedule and shall include in contract documents and/or provide copies of them
to the bidders, or make them available through the City's web page. The
Contractor and its Sub-contractors shall not be responsible for any Fair Wage
Schedule rate increases which occur after the tender closing date for the
Municipal Construction Contract on which the Contractor is the successful bidder
- the price does not change, even if the rate schedule increases.
For all ICI Contracts with the City, the Contractor shall provide to the City, in a
form acceptable to the Municipal Solicitor or designate, notification that the
Contractor and its Sub-contractors are in compliance with the Fair Wage Policy
and the Fair Wage Schedule. This notification shall be provided to the City after
substantial performance of the Construction Contract as defined in the Ontario
Construction Lien Act, R.S.O. 1990, c C.30, as amended, including successor
legislation.
A Contractor is fully responsible for ensuring that all of its Sub-contractors
comply with the Fair Wage Policy' and Fair Wage Schedule. A Sub-contractor is
fully responsible for ensuring that all of its Sub-contractors comply with the Fair
Wage Policy and the Fair Wage Schedule.
A Contractor must provide all of its Sub-contractors with a copy of the Fair Wage
Policy and Fair Wage Schedule before any construction work is performed by the
Sub-contractors.
Contractors and Sub-contractors cannot subcontract any portion of the contract
for less than the fair wage rates.
From time to time, the City will engage the services of an alternate auditing
service to conduct investigations on their behalf.
The Fair Wage Rates will be based on the Ontario Labour Relations Board
(OLRB) Geographic Area 8.
Policy Title: Page 5 of 11
Policy Number: X
229
Contractors and Sub-contractors shall not discriminate because of race,
ancestry, place of origin, colour, ethnic origin, citizenship, religion, creed, sex,
sexual orientation', age, record of offences (provincial offences and pardoned
federal offences), marital.status, family status or handicap.
03 Legislative Compliance
Contractors and Sub-contractors shall obey all Federal, Provincial and Municipal
Laws, Act, Ordinances, Regulations, Orders-in-Council and By-laws, which could
in anyway pertain to the work outlined in the Contract or to the Employees of the
Company.
Contractors and Sub-contractors shall ensure WSIB compliance and coverage in
accordance with relevant legislation and the City's prevailing policy.
Without limiting the generality of the foregoing, Contractors and Sub-contractors
shall satisfy all statutory requirements imposed by the Occupational Health and
Safety Act and Regulations made thereunder, on a contractor, a Constructor
and/or Employer with respect to or arising out of the performance of the
Contractors and Sub-contractors obligations.
04 Liability
The City and any other designate to be fully indemnified and saved harmless from
all actions, suits, claims, demands, losses, costs, charges and expenses
whatsoever for all damage or injury including death to any person and all damage
to any property which may arise directly or indirectly, save and except for damage
caused by the negligence of the Pickering, its employees or designate.
The Contractor agrees to defend, fully indemnify and save harmless the city from
any and all charges, fines, penalties and costs that may be incurred or paid by the
City if the City or any of its employees shall be made a party to any charge under
the Occupational Health and Safety Act or any other Act in relation to any violation
of the Act arising out of this contract.
05 Posting
All Contractors must post in a conspicuous place on every construction project
site, in a location satisfactory to the Project Manager or designate, a copy of the
Fair Wage Policy and the Fair Wage Schedule supplied to it by the City which will
Policy Title: Page 6 of 11
Policy Number: X
230
include a telephone number by which any inquiry regarding the Fair Wage Policy
or the Fair Wage Schedule, may be made to City's designate.
06 Records
The Contractor must keep records of the names, addresses, wages paid,
benefits paid or provided and hours worked for all of its employees.
The Contractor shall make these records available for inspection by the City
upon the request of the City of Pickering for a period of seven (7) years after final
completion of the Construction Contract. The City will only be permitted access to
these records upon receipt of a Registered Complaint.
The Contractor shall, in any agreement with a Sub-contractor, require the Sub-
contractor to comply with all subparagraphs below.
The Sub-contractor shall keep records of the names, addresses, wages paid,
benefits paid or provided and.hours worked for all of its employees.
The Sub-contractor shall make these records available for inspection by the
Pickering within five (5) days to the date of the City of Pickering's request. The
City will only be permitted access to these records upon receipt of a Registered
Complaint, and only for a period of seven (7) years after final completion of the
Construction Contract.
The Sub-contractor shall also require its Sub-contractors to assume the same
obligations in relation to their own Employees.
Failure to provide these records or failure to co-operate as required by this Policy
may result in the Contractor or Sub-contractor being subject to the consequences
of non-compliance provisions of this Fair Wage Policy.
07 Complaints
Any Contractor, Sub-contractor or Employee that tendered on that awarded
Construction Contract by the Pickering, may submit a Complaint against that
tender award to the City of Pickering with respect to any Contractor or Sub-
contractor on that project. Registered Complaints should be submitted at the
earliest time but no later than fifteen (15) days following the:
Policy Title: Page 7 of 11
Policy Number: X
231
Substantial performance of relevant Construction Contract where a complaint is
being made against a Contractor; or substantial completion of relevant Sub-
contract to a Construction Contract where a complaint is being made against a
Sub-contractor.
Upon receipt of a Registered Complaint, together with payment of an
investigation fee of $5,000.00, in the form of a certified cheque, the City shall
take such. action as it deems necessary to determine whether the Contractor and
Sub-contractor involved or named in the Registered Complaint is in compliance
with the Fair Wage Policy and the Fair Wage Schedule.
If upon investigation, the Registered Complaint is found to be substantiated, the
fee of $5,000.00 will be refunded to the person, company or corporation filing the
complaint. If the complaint is found to be unsubstantiated, the fee will be retained
by the City to cover administrative costs of the investigation and audit process.
The City may, at its discretion, waive the fee in cases where an employee of the
Contractor or Sub-contractor working on the construction project issues the
complaint.
i
The Manager, Supply & Services or designate shall inform the complainant and
any Contractor or Sub-contractor involved or named in the complaint, or the
results of the City's determination of Contractor's and/or Sub-contractor's
compliance or non-compliance with the Fair Wage Policy or Fair Wage Schedule,
or both by ordinary mail. The decision of the Manager, Supply & Services or
designate is final.
08 Inspection and Audits
The City retains the right to inspect and audit the payroll records (as referred to
in the RECORDS section of the Fair Wage Policy) of the Contractor or Sub-
contractor at any time during the period of the Construction Contract and up to
seven (7) years after the Construction Contract has been completed, as deemed
necessary by the City of Pickering. The Contractor shall supply certified copies of
any records whenever requested by the City of Pickering within five (5) business
days. After completion of the Construction Contract, the City will only be
permitted access to these records upon its receipt of a Registered Complaint of
non-compliance of a Contractor or Sub-contractor under the Fair Wage Policy.
Policy Title: Page 8 of 11
Policy Number: X
232
09 Compliance
A Contractor or Sub-contractor shall be in compliance with the wage
requirements of the Fair Wage Policy when it pays to its Employees wages,
vacation and holiday pay, fringe benefits equal to or greater than the amount set
out.in the most recently approved Fair Wage Schedule.
10 Consequences of Non-Compliance
The Manager, Supply & Services or designate, upon determining that a
Contractor or Sub-contractor is in non-compliance of the Fair Wage Policy or the
Fair Wage Schedule, shall undertake the actions set out in subparagraphs (a)
and (c) and may undertake the action set out in subparagraph (b).
The City shall advise the Contractor and/or Sub-contractor, in writing, sent by
ordinary mail, that it has been determined that the Contractor or Sub-contractor is
in non-compliance, providing the detail of that non-compliance. The notice shall
stipulate that the Contractor and/or Sub-contractor is required to comply and/or
immediately pay (retroactively) wages to its workers according to the Fair Wage
Schedule applicable at the time of the Construction Contract award, as
applicable.
If a Contractor or Sub-contractor is provided with notice in accordance with this
subparagraph, the fact shall be recorded as an occurrence of non-compliance.
The City may withhold an amount of funds equal to the amount by which the
Contractor and/or Sub-contractor has benefited from its non- compliance from
any payment owed by the City of Pickering to the Contractor until such time as
the Contractor or Sub-contractor complies.
The City shall assess the base cost of $5,000.00 for the City's inspection, audit
or other action as deemed necessary by the City as a result of the determination
of non-compliance of the Contractor and/or Sub-contractor, and may deduct that
amount from any payment owed by the City of Pickering to the Contractor. In -
addition, the Contractor shall be responsible for all of the City's costs beyond the
base cost of $5,000.00 to be payable immediately upon demand.
Where a Contractor or Sub-contractor has been determined to be in non-
compliance with the Fair Wage Schedule for the first time in a five (5) year
period, the Manager, Supply & Services or designate may require that
Contractor or Sub-contractor, on the next three (3) Municipal Construction
Policy Title: Page 9 of 11
Policy Number: X
233
Contracts on which the Contractor or Sub-contractor performs construction work,
to submit an accountant's report which verifies the Contractor's or Sub-
contractor's compliance with the Fair Wage Policy and the Fair Wage Schedule.
The account's report shall be in a form satisfactory to the City's Director of
Corporate Services and Treasurer or designate and shall be submitted after
substantial performance of the Construction Contract as defined in the
Construction Lien Act, R.S.O., c. C.30, as amended, including successor
legislation.
Where a Contractor or Sub-contractor has been determined to be in non-
compliance with the Fair Wage Schedule for a second or subsequent time within
a five (5) year period from the date of the first determination of non- compliance
by the City's Manager, Supply & Services or designate, the City may:
a) refuse to accept bids, quotations or proposals from that Contractor on
Municipal Construction Contracts for a period of three (3) years, save and
except any Construction Contract the Contractor may currently have with the
City;
b) not allow that Sub-contractor to perform any construction work on any
Municipal Construction Contract for a period of three (3) years, save and
except any Construction Contract on which the Sub-contractor may currently
be performing construction work.
The Manager, Supply & Services or designate shall make available to the public
a list of all Contractors and Sub-contractors who have been determined to be in
non-compliance with the Fair Wage Policy or the Fair Wage Schedule or both
and are subject to restrictions in accordance with #2 and/or #3 of the
consequences of non-compliance. This list may be made available through the
City's web page, posted through the Durham Construction Association web page,
included in ICI tender calls, posted in the Purchasing Office or other suitable
methods of posting.
The Manager, Supply & Services or designate will require a Contractor or Sub-
contractor to substitute, at its own cost, any Sub-contractor who, on the first day
that the tender for the relevant Construction Contract is available for pick-up, is
named on the list referred to in #4 of the Consequences of Non Compliance
above, and is identified as not being allowed to perform any construction work on
a Construction Contract.
Policy Title: Page 10 of 11
Policy Number: X
234
City staff or their designates are not in any way liable, obligated or responsible to
any Employee, Sub-contractor, Contractor or any other person for the payment of
any monies not paid by a Contractor or Sub-contractor in accordance with the
Fair Policy or the Fair Wage Schedule or both and the Pickering assumes no
responsibility to any Employee, Sub-contractor or Contractor or any. other person
for the administration and enforcement of the Fair Wage Policy or the Fair Wage
Schedule or both.
Any employee of the Contractor or Sub-contractor is not an employee or deemed
an employee of the City for any purpose.
Policy Title: Page 11 of 11
Policy Number: X
ATTACHMENT #-j-T0 REPORT#=30-tO
235
City of Toronto
Fair Wage Schedule
For. Illustration Purposes Only
A Fair Wage Schedule for Pickering will be developed
should Council approve the Policy
PaTOROM0 236
Corporate Services Fair Wage Office Tel: 416-392-7300
18`n Floor, West Tower, City Hall Fax: 416-392-0801
Hotline: 416-392-FAIR
E-mail: fairwage@toronto.ca
Visit us at www.toronto.ca/fairwage
FAIR WAGE SCHEDULE
2003 - 2004
GENERAL CLASSIFICATIONS
WEEKLY
HOURS
EFFECTIVE HOURLY *VACATION AND *FRINGE OF
TRADE DATE RATE HOLIDAY PAY BENEFITS WORK
Security Guards
Basic & Night Watch erson May 1/03 $8.75 4% $0.30 44
Security Guards
Alarms, CCTV Control, Etc. May 1/03 $10.81 4% $0.30 44
Security Guards
K-9 Unit May 1/03 $13.46 4% $0.30 44
Security Guards
Armed May 1/03 $14.50 4% $0.30 44
BUILDING CLEANING &
MAINTENANCE
Cleaner (Light Duty) May 1/03 $9.78 4% $0.42 40
Cleaner (Heavy Duty) May 1/03 $11.33 4% $0.42 40
Handyman/Woman
(General Maintenance & Snow
Removal May 1/03 $14.16 4% $0.50 50
Window Cleaners:
Interior/Exterior May 1/03 $10.04 4% - 44
Ladder May 1/03 $12.87 4% - 44
High Rise May 1/03 $18.54 4% - 44
May 2003 1
237
WEEKLY
HOURS
EFFECTIVE HOURLY *VACATION AND *FRINGE OF
TRADE DATE RATE HOLIDAY PAY BENEFITS WORK
LANDSCAPING
Labourers (New)
first 1200 hours only) May 1/03 $19.40 10% $6.39 50
Labourers
(including sod roller operators) May 1/03 $22.05 10% $6.39 50
Landscape Gardeners, Farm
Tractors without excavating
attachments fork lifts, truck
drivers, load bearing boom truck
Operators, machine driven tools
on any other equipment that is
operated b remote control May 1/03 $22.20 10% $6.39 50
Form setters, concrete finishers,
landscape stone setters of all
types, landscape brick setters,
landscape irrigation, pipe layers,
float drivers, reinforcing
steelperson, drillers of all types,
high pressure water equipment,
small trenchers, mini-skid steel
loaders, and all other similar
small equipment May 1/03 $22.55 10% $6.39 50
Drivers of Farm Tractor with
pulverizing or fine grading
equipment May 1/03 $23.35 10% $6.39 50
Dozer & Loader Operator &
Backhoe Operator May 1/03 $23.50 10% $6.39 50
Grader Operator May 1/03 $23.60 10% $6.39 50
GARAGE CONCRETE
REPAIRS AND
RESTORATION
Carpentry and Hydro Demolisher Oct 1/03 $25.10 10% $4.00 40
Skilled Workers Oct 1/03 $21.60 10% $4.00 40
Unskilled Labourer Oct 1/03 $16.10 10% $4.00 40
May 2003 2
.238
For wage rates of classifications not covered by this Schedule, contact the Fair Wage Office.
*FRINGE BENEFITS: "Fringe Benefits" shall include such benefits as company pension plans, apprenticeship
training, extended health care benefits, dental and prescription drugs, etc. It does NOT include payroll burden deductions
such as C.P.P., E.H.T., W.S.I.B., E.I.C., etc.
* VACATION AND HOLIDAY PAY - 10% of the hourly rate.
FOR CONTRACTORS THAT DO NOT OFFER "FRINGE BENEFITS" TO THEIR WORKERS, THE FRINGE
BENEFITS HOURLY RATE SHALL BE ADDED TO THE HOURLY OR WEEKLY RATE AS SHOWN
ABOVE.
FAIR WAGE OFFICE
18TH FLOOR, WEST TOWER, CITY HALL
TELEPHONE: (416) 392-7300
FACSIMILE: (416) 392-0801
FAIR WAGE COMPLAINTS HOTLINE: (416) 392-FAIR
E-MAIL: fairwagegitoronto.ca
I
• May 2003 3
239
Tomm
Corporate Services Fair Wage Office Tel: 416-392-7300
18`h Floor, West Tower, City Hall Fax: 416-392-0801
Hotline: 416-392-FAIR
E-mail: fairwage@toronto.ca
Visit us at www.toronto.ca/fairwage
FAIR WAGE SCHEDULE
2003 - 2004
HEAVY CONSTRUCTION WORK
This Schedule is applicable to the Construction, Reconstruction, Rehabilitation, Repair of Bridges, Overpasses, Underpasses, etc.
This Schedule is not applicable to Resurfacing or New Road Construction, otherwise covered by the Road Building Agreement.
WEEKLY
EFFECTIVE HOURLY *VACATION AND *FRINGE HOURS OF
TRADE (Excluding Tunnelwork) DATE RATE HOLIDAY PAY BENEFITS WORK
LABOURERS:
Group 1
Labourers, including labourers on
stripping on all form work, erecting
and dismantling of all tubular
scaffolding, and wire mesh
installers, carpenter's labourers,
epoxy injector, group-pointer-
painter, mortarperson, dinky
motorperson, small mixers (under 1
yard), concrete workers (screed-
person, puddler, floatperson) farm
tractor driver, mixer person and
route group pump person including
non-self propelled slurry pumps,
mini skid steer loaders and mini
backhoes of 45 h.p. and under and
similar small equipment, pitbottom
person, signal person, all
machinery-driven tools by gas,
electric and air, in open cut work,
pipelayer's helper pumps - 3" and
under, heater person (under 500,000 May 1/03 $28.68 10% $7.05 45
BTU and in groups of 4 or less), Jan 1/04 $28.68 $7.30
fork lift operator, grout plant
operator on surface
May 2003 1
240
WEEKLY
EFFECTIVE HOURLY *VACATION AND *FRINGE HOURS OF
TRADE DATE RATE HOLIDAY PAY BENEFITS WORK
Group 2
Scootcrete, sheeting and shoring
person, timberperson in trench,
labourers on wellpoints, pipelayers, 45
maintenance hole constructor and May 1/03 $28.93 10% $7.05
valve chamber constructor Jan 1/04 $28.93 $7.30
Group 3
Reinforced concrete workers, and
form setters, jackhammerperson,
concrete vibrator person, hydro May 1/03 $28.98 10% $7.05 45
demolisher person Jan 1/04 $28.98 $7.30
Group 4
Pile Installation - all types, steel
strut installer and dismantler,
concrete-cement finisher precast
installer, erector and finisher
including post-tensioning, rigging of
components and sandblasting, rigger
burner, pit miner, drillers, wagon
drillers in caissons, underpinning or
shaft sinking, lead man - pile
driving, grout person, gunnite and
shotcrete person, sandblasters,
mixerperson and grout pump person
including non-self propelled slurry May 1/03 $29.08 10% $7.05 45
pumps, shear-stud installer Jan 1/04 $29.08 $7.30
Group 5
Carpenter Form-builder, Fabricator,
Erector and welder (certified), (Rod May 1/03 $30.68 10% $7.05 45
or Semi-Automatic Jan 1/04 $30.68 $7.30
Group 6
Welder with own rig (rod or semi- May 1/03 $50.16 10% $7.05 45
automatic Jan 1/04 $50.16 $7.30
Group 7
Flag Person May 1/03 $15.77 10% $7.05 50
Jan 1/04 $15.77 $7.30
Group 8
* Casual Watchperson May 1/03 $708.50/wk. 10% $7.05 50
Jan 1/04 $708.50/wk. $7.30
* An employee working as a labourer who is required to do casual watching or work as a flagperson on a casual or intermittent basis will not
have their rate reduced thereby.
May 2003 2
241
WEEKLY
TRADE EFFECTIVE HOURLY *VACATION AND *FRINGE HOURS OF
DATE RATE HOLIDAY PAY BENEFITS WORK
TUNNEL WORK
Grout) 1
Labourers (on surface) including
labourers on stripping and tabular
scaffolding, erectors, carpenter's
helpers (on surface), classified
labourers; (on surface) Dinky
motorperson, small mixers (under 1
yard) sheeting and shoring person,
pipelayers helper, mortarperson,
concrete workers (screedperson-
puddler- floatperson) form setters,
farm tractor driver (no excavating
attachment), mixer person and grout
pump person including non-
propelled slurry pumps mini skid
steer loaders and mini backhoes of
50 h.p. and under and similar small
equipment, signal person, deck
person, pumps - 3" and under,
hopperperson (when needed) heater
person (under 500,000 B.T.U. and
in groups of 4 or less); carpenter May 1/03 $30.98 10% $7.05 45
improver, fork lift operator Jan 1/04 $30.98 $7.30
Group 2
Pitbottom person, caulkers, cage-
signalperson, plain and reinforced
concrete work person, scootcrete,
underground labourers, muckers,
loco-driver, labourers on well -
points in tunnel, concrete vibrator
person, pipelayer in tunnel,
maintenance hole constructor and
valve chamber constructor in tunnel,
rigger burner, chucktender, concrete May 1/03 $31.53 10% $7.05 45
smoother Jan 1/04 $31.53 $7.30
May 2003 3
242
WEEKLY
EFFECTIVE HOURLY *VACATION AND *FRINGE HOURS OF
TRADE DATE RATE HOLIDAY PAY BENEFITS WORK
Group 3
Operators of Jackhammers and air-
spades in tunnel, miners including
jack-leg and stopper person, drillers
- all types, locktenders, track
person, yard and materials person,
diamond-driller, wagon driller, pit
miner on caisson, underprinning or
shaft sinking, sandblaster gunite
person, shotcrete person, powder
person, lead concrete person, lead 10%
caulker (where 4 or more caulkers May 1/03 $31.83 $7.05 45
are employed on one contract Jan 1/04 $31.83 $7.30
Group 4
Slush driver, muck-machine driver,
grout machine person and driver of
concrete placing machine in tunnel, May 1/03 $32.13 10% $7.05 45
Scoop-Tram Jan 1/04 $32.18 $7.30
Group 5
Lead miner, T.B.M. and micro
tunnel operators, tunnel shield
driver, tunnel mole driver, carpenter
form builder-fabricator-erector,
welder (certified) in tunnel (rod or May 1/03 $34.23 10% $7.05 45
semi-automatic Jan 1/04 $34.23 $7.30
Group 6
Welder (certified) with own rig (rod May 1/03 $52.26 10% $7.05 45
or semi-automatic Jan 1/04 $52.26 $7.30
Group 7
Flagperson
May 1/03 $15.77 10% $7.05 50
Jan 1/04 $15.77 $7.30
Group 8
Watch Person May 1/03 $708.50 10% $7.05 50
Jan 1/04 $708.50 $7.30
May 2003 4
243
WEEKLY
EFFECTIVE HOURLY *VACATION AND *FRINGE HOURS OF
TRADE DATE RATE HOLIDAY PAY BENEFITS WORK
OPERATING ENGINEERS:
1.1 (A) Engineers operating:
cranes with a manufacturers rating May 1/03 $30.38 10% $8.01 40
of 200 ton capacity and over
1.1 (B) Engineers operating:
cranes with a manufacturers rating
of 100 ton capacity and up to 199 May 1/03 $29.93 10% $8.01 40
ton capacity
1.2 (A) Engineers operating: all
conventional and hydraulic type
cranes, save and except those set out
in Article 1. above 15 ton capacity
and over boom truck, clams,
shovels, gradalls, backhoes,
draglines, piledrivers, all power
derricks.gantry cranes, caisson
boring machines (over 25 HP), and
similar equipment working on land
or water, overhead cranes, chimney
hoists, and all similar equipment
working on land or water, overhead
cranes, chimney hoists, multiple
drum hoists, single drum hoists
(over 12- stories), single drum
hoists of manual friction and brake
type, and all similar equipment,
dredges - suction and dipper,
hydraulic jacking equipment on
vertical slip forms, hydraulic
jacking poles, creter cranes, and
scooper. Heavy duty mechanics,
qualified welders and 2°d Class May 1/03 $29.18 10% $8.01 40
Stationery Engineers. Mobile
um crete 42 metre boom and over
1.2 (B) Pitman type cranes of 10-ton
capacity and over May 1/03 $28.70 10% $8.01 40
May 2003 5
244
WEEKLY
EFFECTIVE HOURLY *VACATION AND *FRINGE HOURS OF
TRADE DATE RATE HOLIDAY PAY BENEFITS WORK
1.3 Operators of. air tuggers used
for installation of vessels, tanks
machinery and for steel erection;
side booms on land or water; man
and material hoist and single drum
hoists 12-stories and under not of a
manual friction and brake type;
elevators, monorails, bulllmoose
type, equipment of 5-ton capacity or
over; air compressor feeding low
pressure into air locks, tunnel mole,
P Class Stationery Engineers.
Mobile pumpcrete save and except
those listed in 1.2(A) above May 1/03 $28.23 10% $8.01 40
1.4 Operators of. bulldozers
(including 815 type) tractors,
scrapers, graders emcos, overhead
and front-end loaders side loaders,
industrial tractors with excavating
attachments, trenching machines,
and all similar equipment. Pitman
type cranes under 10-ton capacity,
mobile pressure grease units,
mucking machines, hydraulically
operated utility pole hoe diggers,
and Dinky locomotive type
Engineers 4'h Class Stationery
Engineers. Kubota type backhoe
and skid steer loader May 1/03 $28.06 10% $8.01 40
1.5 Operators of: batching and
crushing plants, 6" discharge pumps
and over. Wellpoint systems and
all similar systems, concrete mixers
of 1 cubic yard and over, gas,
diesel, or steam driven generator
over 50 HP (portable), fork lifts
over 8' lifting height, air tuggers
except those in Group 1. Caisson
boring machines (25 HP and
under), drill rigs, post hole diggers,
portable air compressors 150 CFM
and over, and concrete pumps. May 103 $25.73 10% $8.01 40
Si nal erson
May 2003 6
245
WEEKLY
EFFECTIVE HOURLY *VACATION AND *FRINGE HOURS OF
TRADE DATE RATE HOLIDAY PAY BENEFITS WORK
1.6 Operators of. boom trucks, "A"
Frames driver mounted compaction
units, bullmoose type equipment
under 5-ton capacity fork, lifts 8'
and under in lifting height and
conveyors. Fireperson. Permanent
automatically controlled elevators
on commerical and institutional
buildings May 1/03 $24.73 10% $8.01 40
L7(A) Operators of: Pumps under
6" discharge where 3 or more
pumps are employed on the same
job site, hydraulic jacking
equipment for underground
oprations, portable air compressors
under 150 CFM where attendant is
required, and driver mounted power
sweepers. Attendants for forced air,
gas or oil burning temporary
heating units of 500,000 BTU's or
over per hour, or 5 or more on the
same job site. Oilers, Oil-Drivers,
and Mechanics Helpers May 1/03 $23.54 10% $8.01 40
1.7(B) ls` Year Oilers May 1/03 $23.19 10% $8.01 40
SURVEYORS
Party Chief Ma 1/03 $26.70 10% $8.01 40
Instrument Person
May 1/03 $25.45 10% $8.01 40
Senior Rod person May 1/03 $22.79 10% $8.01 40
Junior Rod person May 1/03 $20.12 10% $8.01 40
May 2003 7
246
All working foreperson will receive a minimum of ninety cents ($0.90) per hour above the trade rate of the majority of the employees
in the group supervised.
If an employee works more than fifty percent (50%) of their shift on a higher rated job than their regular classification, they will be
paid the higher rate for the whole shift.
HOURS OF WORK AND OVERTIME
(A) The regular working day shall be nine (9) hours/day and subject to variation by mutual consent of the parties, shall be
between 7:00 a.m. and 5:00 p.m., from Monday to Friday inclusive.
(B) The standard hours of work for all employees other than watchpersons, shall be forty-five (45) hours/week, exclusive of
travelling time to and from the job.
(C) All work performed in excess of the regular working day of nine (9) hours from Monday to Friday, inclusive, shall be deemed
overtime work. The rate of wage shall be time and one-half (1 '/2) the regular day shift rate.
All work on Saturday shall be paid for at double (2) the regular day shift rate. On a three shift operation, the 15`h shift may be
worked at straight time on Saturday until 7:00 a.m. and the applicable shift premium shall be paid.
NOTE:
Overtime at the rate of double (2) the employees' current hourly rate shall be paid to all employees, other than watchperson for all
work performed on Sundays and the following Statutory Holidays:
New Year's Day, Good Friday, Victoria Day, Canada Day, Civic Holiday, Labour Day, Thanksgiving Day, Christmas Day, Boxing
Day.
*FRINGE BENEFITS: "Fringe Benefits" shall include such benefits as company pension plans, apprenticeship training, extended
health care benefits, dental and prescription drugs, etc. It does NOT include payroll burden deductions such as C.P.P., E.H.T.,
W.S.I.B., E.I.C., etc.
I
* VACATION AND HOLIDAY PAY: 10% of the hourly rate.
FOR CONTRACTORS THAT DO NOT OFFER "FRINGE BENEFITS" TO THEIR WORKERS, THE FRINGE BENEFITS
HOURLY RATE SHALL BE ADDED• TO THE HOURLY OR WEEKLY RATE AS SHOWN ABOVE.
FAIR WAGE OFFICE
18TH FLOOR, WEST TOWER, CITY HALL
TELEPHONE: (416) 392-7300
FACSIMILE: (416) 392-0801
FAIR WAGE COMPLAINTS HOTLINE: (416) 392-FAIR
E-MAIL: fairwage(a?toronto.ca
May 2003 8
247
M-TORONN
Fair Wage Office Tel: 416-392-7300
Corporate Services 18th Floor, West Tower, City Hall Fax: 416-392-0801
Hotline: 416-392-FAIR
E-mail: fairwage@toronto.ca
Visit us at www.toronto.ca/fairwage
FAIR WAGE SCHEDULE
2003- 2004
* I.C.I. WORK
* Industrial, Commercial, Institutional
WEEKLY
EFFECTIVE HOURLY *VACATION AND *FRINGE HOURS OF
TRADE DATE RATE HOLIDAY PAY BENEFITS WORK
Asbestos Mechanics May 1/03 $30.44 10% $6.92 40
Asbestos Remover Beginner Nov 1/03 $12.00 10% $4.85 44
Asbestos Remover/Mould Nov 1/03 $21.00 10% $4.85 44
Removers
Bricklayers & Stonemasons May 1/03 $30.19 10% $7.34 40
Bricklayers Labourers May 1/03 $28.41 10% $5.86 42.5
Builders Labourers May 1/03 $27.05 10% $5.86 40
Carpenters May 1/03 $29.61 10% $7.29 37.5
Cement (Finishers) May 1/03 $28.94 10% $5.20 40
Cement (Masons) May 1/03 $30.29 10% $3.91 40
Caulkers (Carpenters) May 1/03 $27.22 10% $5.04 37.5
Combustion Mechanics Jun 29/03 $30.40 12% $7.63 40
Boilermakers
Concrete Labourers May 1/03 $27.42 10% $5.86 40
Demolition Labourers May 1/03 $20.56 10% $4.55 40
Demolition Qualified Burners May 1/03 $21.79 10% $4.55 40
Demolition Truck Drivers & May 1/03 $21.80 10% $4.55 40
Machine Operators
Drywall Taper (Plasterer) May 1/03 $30.05 10% $4.50 40
May 1/04 $30.60 $4.60
Electrical Workers May 1/03 $30.81 13% $6.83 37.5
Elevator Constructors May 1/03 $36.57 12% $3.56 40
Formwork Labourers May 1/03 $27.42 10% $5.86 42.5
May 2003 1
248
WEEKLY
EFFECTIVE HOURLY *VACATION AND *FRINGE HOURS OF
TRADE DATE RATE HOLIDAY PAY BENEFITS WORK
Foreman Swamper May 1/03 $27.74 10% $5.86 42.5
Glaziers May 1/03 $29.11 10% $4.82 37.5
Iron Workers (Ornamental) May 1/03 $29.54 10% $7.45 40
Iron Workers (Structural) May 1/03 $29.54 10% $7.45 40
Jackhammer Operations Labourers May 1/03 $27.42. 10% $5.86 40
Labourer-Cleaner (Sorter Labourer) May 1/03 $20.97 10% $5.86 40
Landscape Irrigation Pipelayers May 1/03 $22.55 10% $7.39 50
Landscape Labourers May 1/03 $22.05 10% $7.39 50
Lathers (Drywall Acoustics, May 1/03 $28.81 10% $6.23 50
Boarders, Insulation
Marble Masons Nov 1/03 $28.47 10% $5.34 40
Marble & Tile Helpers Nov 1/03 $26.90 10% $5.34 40
Millwrights May 1/03 $29.99 10% $6.95 40
Mortarperson Labourers May 1/03 $28.41 10% $5.86 40
Painters & Decorators May 1/03 $28.35 10% $4.85 40
Pavement Markers - Labourers Jan 1/03 $16.37 10% $2.10 40
Jan 1/04 $16.69 $2.20
Pavement Markers - Heavy Jan 1/03 $19.35 10% $5.04 40
Equipment Operators Jan 1/04 $19.74 $5.14
Traffic Sign - Labourers Jan 1/03 $19.35 10% $4.04 40
Jan 1/04 $19.74 $4.44
Pit Miner Driller, Casissons & May 1/03 $27.35 10% $5.86 40
Wagon Driller
Plasterers' Labourers May 1/03 $27.25 10% $5.96 40
Plumbers & Steamfitters May 1/03 $30.81 10% $8.43 37.5
Refrigeration Mechanics May 1/03 $34.47 10% $6.99 37.5
Resilient Floor Workers May 1/03 $27.91 10% $6.34 37.5
Restoration Steeplejacks May 1/03 $24.80 10% $2.71 40
Rod Installer May 1/03 $28.57 10% $7.53 40
Roofer (Foreperson) May 1/03 $31.52 10% $3.91 40
Roofer (Journeyperson) May 1/03 $30.45 10% $3.91 40
Roofer (Material Handler) May 1/03 $29.20 10% $3.91 40
Sheet Metal Workers May 1/03 $28.94 10% $8.09 40
Sheeter/Decker Mechanic May 1/03 $28.75 10% $8.04 40
May 2003 2
249
WEEKLY
EFFECTIVE HOURLY *VACATION AND *FRINGE HOURS OF
TRADE DATE RATE HOLIDAY PAY BENEFITS WORK
Sheeter/Decker Assistant May 1/03 $25.18 10% $8.04 40
Sheeter/Decker Material Handler May 1/03 $22.60 10% $8.04 40
Sheeter/Decker: Probationary May 1/03 $15.22 10% $8.04 40
Employee
Sprinkler (Automatic Fire) May 1/03 $33.14 10% $5.43 40
Tile & Terrazzo Mechanics May 1/03 $27.85 10% $5.34 40
Nov 1/03 $28.30 $5.34
Tile & Terrazzo Helpers Nov 1/03 $26.99 10% $5.34 40
Vibrator Labourers May 1/03 $27.56 10% $5.96 42.5
Watchperson & Flagperson when May 1/03 $25.05 10% $5.96 40
Labourers are employed as
Watch erson
Waterblasters May 1/03 $27.05 10% $5.96 40
Waterproofers May 1/03 $28.67 10% $5.54 40
Welders (Acetylene, Electric, etc.) Same rate as the highest trade with whom they are working.
Welder (Certified) May 1/03 $29.13 10% $5.84 40
Working Foreman/Woman May 1/03 $30.48 10% $5.84 40
TRUCK DRIVERS
CLASSIFICATIONS
Class #1 - Warehouse and
storekeeper, float truck and trailer,
load bearing boom truck, haulpack May 1/03 $26.67 10% $5.75 50
driver
Class #2 - Ready mix, euclid type,
DW 20 & 21 rear end, ejectors, and May 1/03 $26.63 10% $5.75 50
belly dumps, farm tractor, driver
with 5th wheel hook up, read mix
Driver classification working from a
portable batch plant set up by the May 1/03 $26.63 10% $5.75 50
Prime or General Contractor
Class #3 - Dumpcrete, fork lift
driver, 5 ton and over in warehouse, May 1/03 $26.57 10% $5.75 50
compound and storage area
Class #4 - Dump truck, service
trucks, flat and stake trucks, fuel
trucks, bulk lift, form tractor May 1/03 $26.53 10% $5.75 50
operators, warehouse helper, fork
lift driver and 5 tons
May 2003 3
250
WEEKLY
EFFECTIVE HOURLY *VACATION AND *FRINGE HOURS OF
TRADE DATE RATE HOLIDAY PAY BENEFITS WORK
FOREMAN/WOMAN: $1.00/hour over all Class Rates DRIVERS HOURS OF WORK: ICI - 40 Hours SITE PREPARATION - 45
Hours
GENERAL CONTRACTORS
SECTION
Operating Engineers:
1.1(A) Engineers operating: cranes
with a manufacturers rating of 200
ton capacity and over. May 1/03 $30.38 10% $8.01 40
1.1(B) Engineers operating: cranes
with a manufacturers rating of 100
ton capacity and up to 199 ton
capacity, skyway, climbing, G.C.I.,
hammerhead and kangaroo type May 1/03 $29.93 10% $8.01 40
cranes
1.2(A) Engineers operating: all
conventional and hydraulic type
cranes, save and except those set out
in Article 1.1 above, 15 ton capacity
and over boom truck, clams,
shovels, gradalls, backhoes,
draglines, piledrivers, all power
derricks, gantry cranes, caisson
boring machines (over 25 HP), and
similar drill rigs, mine hoists, and all
similar equipment working on land
or water, overhead cranes, chimney
hoists, multiple drum hoists, single
drum hoists (over 12-stories), single
drum hoists of manual friction and
brake type, and all similar
equipment, dredges - suction and
dipper, hydraulic jacking equipment
on vertical slip forms, hydraulic
jacking poles, creter cranes, and
hydraulic scooper. Heavy duty
mechanics, qualified welders and 2°d
Class Stationary Engineers. Mobile
pumpcrete with 42 metre boom and
over. May 1/03 $29.18 10% $8.01 40
1.2(B) Pitman type cranes of 10-ton
capacity and over. May 1/03 $28.70 10% $8.01 40
May 2003 4
251
WEEKLY
EFFECTIVE HOURLY *VACATION AND *FRINGE HOURS OF
TRADE DATE RATE HOLIDAY PAY BENEFITS WORK
1.3 Operators of: air tuggers used
for installation of vessels, tanks
machinery and for steel erection;
side booms on land or water; man
and material hoist, and single drum
hoists 12-stories and under not of a
manual friction and brake type;
elevators except as set out in Article
1.6, monorails, bullmoose type,
equipment of 5-ton capacity or over;
air compressor feeding low pressure
into air locks, tunnel mole, 3`d Class
Stationery Engineers. Mobile
pumpcrete save and except those
listed in 1.2(A) above. May 1/03 $28.23 10% $8.01 40
1.4 Operators of: bulldozers
(including 815 type) tractors,
scrapers, graders, emcos, overhead
and front-end loaders side loaders,
industrial tractors with excavating
attachments, trenching machines,
and all similar equipment.
Pitman type cranes under 10-ton
capacity, mobile pressure grease
units, mucking machines,
hydraulically operated utility pole
hole diggers, and Dinky locomotive
type engines. 4th Class Stationery
Engineers. Kubota type backhoe
and skid steer loader. May 1/03 $28.06 10% $8.01 40
1.5 Operators of: batching and
crushing plants, 6" discharge pumps
and over, wellpoint systems and all
similar systems, concrete mixers of
1 cubic yard and over, gas, diesel, or
steam driven generator over 50 HP
(portable), fork lifts over 8' lifting
height, air tuggers except those in
Group 1.3, Caisson boring machines
(25 HP and under), drill rigs, post
hole diggers, portable air May 1/03 $25.73 10% $8.01 40
compressors 150 CFM and over, and
concrete pumps, signal person.
1.6 Operators of: boom trucks, "A"
Frames driver mounted compaction
units, bullmoose type equipment
under 5-ton capacity, fork lifts 8' and
under in lifting height and
conveyors. Fireman/Woman.
Permanent automatically controlled
elevators on commercial and May 1/03 $24.73 10% $8.01 40
institutional buildings.
May 2003 5
252
WEEKLY
EFFECTIVE HOURLY *VACATION AND *FRINGE HOURS OF
TRADE DATE RATE HOLIDAY PAY BENEFITS WORK
1.7(A) Operators of. Pumps under
6" discharge where 3 or more pumps
are employed on the same job site,
hydraulic jacking equipment for
underground operations, portable air
compressors under 150 CFM where
attendant is required, and driver
mounted power sweepers.
Attendants for forced air, gas or oil
burning temporary heating units of
500,000 BTU's or over per hour, or
5 or more on the same job site. 40
Oilers, oil- drivers, and mechanics May 1/03 $23.54 10% $8.01
helpers.
1.7(B) ls` Year Oilers. May 1/03 $23.19 10% $8.01 40
Surveyors:
Party Chief May 1/03 $26.70 10% $8.01 40
Instrument Person May 1/03 $25.45 10% $8.01 40
Senior Rodperson May 1/03 $22.79 100 $8.01 40
Junior Rodperson May 1/03 $20.12 10% $8.01 40
May 2003 6
253
HOURS OF WORK AND OVERTIME
(A) For Building Construction (Operating Engineers)
Eight (8) hours/day, 40 hours/week, Monday to Friday, inclusive, time and one-half of the regular day shift rate shall be paid for the
first hour of overtime; all work in excess of hours noted & Saturday, Sunday and Holidays, double the regular day shift rate.
(B) Excavations, Site Preparation, Sewers and Watermains.
Site preparation shall mean the excavating of ground to sub-grade level and shall not include pile-driving, drilling, boring ductwork or
tunnel work.
Ten (10) hours/day, 50 hours/week, Monday to Friday inclusive.
IRON WORKERS
(Structural, architectural): includes Rivetters, Riggers, Heaters, Sash Erectors and Machinery Movers.
*FRINGE BENEFITS: "Fringe Benefits" shall include such benefits as company pension plans, apprenticeship training, extended
health care benefits, dental and prescription drugs, etc. It does NOT include payroll burden deductions such as C.P.P., E.H.T.,
W.S.I.B., E.I.C., etc.
* VACATION AND HOLIDAY PAY:
FOR CONTRACTORS THAT DO NOT OFFER "FRINGE BENEFITS" TO THEIR WORKERS, THE FRINGE BENEFITS
HOURLY RATE SHALL BE ADDED TO THE HOURLY OR WEEKLY RATE AS SHOWN ABOVE.
FAIR WAGE OFFICE
18TH FLOOR, WEST TOWER, CITY HALL
TELEPHONE: (416) 392-7300
FACSIMILE: (416) 392-0801
FAIR WAGE COMPLAINTS HOTLINE: (416) 392-FAIR
E-MAIL: fairwage( toronto.ca
I
May 2003 7
W-TORON10 254
Corporate Services Fair Wage Office Tel: 416-392-7300
18`h Floor, West Tower, City Hall Fax: 416-392-0801
Hotline: 416-392-FAIR
E-mail: fairwage@toronto.ca
Visit us at www.toronto.ca/fairwage
FAIR WAGE SCHEDULE
2003- 2004
ROAD BUILDING WORK
This schedule is applicable to Resurfacing and New Road Construction, including Parking Lots. This schedule is not applicable to
bridge coverleaf or construction work, otherwise covered by Heavy Construction Agreement.
WEEKLY
EFFECTIVE HOURLY *VACATION AND *FRINGE HOURS OF
TRADE DATE RATE HOLIDAY PAY BENEFITS WORK
CONSTRUCTION
Labourers:
Labourers (incl. wiremesh and steel
reinforcing), Operators of pumps
three inches in diameter and under.
Interlocking stone and Gabion
Installers. Labourers' (operating all
machine-driven tools by gas, air or
electricity, including plate tempers),
operators of self-propelled hand May 1/03 $26.19 10% $6.74 50
compactors walk behind ; Jan 1/04 $26.19 $6.99
Concrete Workers Screedperson,
Puddlers,Floatperson. Fence
Erectors (chain link and other types
including snow fences). Guard
Rail Installers. Diamond Saw
Operators Oackhammerperson)
Sound Barrier Erectors. May 1/03 $26.19 10% $6.74 50
Maintenance Hole Builders. Jan 1/04 $26.19 $6.99
Grade Person, Asphalt Rakers
Concrete Road, curb and side walk
finisher, Form Setters. Curb Setters.
Brick Setters. Pipe Layers. Curb
Machine Operators. Concrete
Paving Track Setters. Tail End May 1/03 $27.69 10% $6.74 50
Paver and As halt Grinder. Jan 1/04 $27.69 $6.99 _
Traffic Control Person; Casual May 1/03 $18.19 10% $6.74 50
Watch Person Jan 1/04 $18.19 $6.99
May 2003 1
255
WEEKLY
EFFECTIVE HOURLY *VACATION AND *FRINGE HOURS OF
TRADE DATE RATE HOLIDAY PAY BENEFITS WORK
*Watchperson (for 6 nights duty/10 May 1/03 $626.50 per wk 10% $6.74 50
hours/day 50 hours/week . Jan 1/04 $626.50 per wk $6.99
* An employee working as a labourer who is required to do casual watching or work as a flagperson on a casual or intermittent
basis will not have their rate reduced hereby.
TRUCK DRIVERS: May 1/03 $28.75 10% $4.50 50
Truck Drivers - Including off Jan 1/04 $28.98 $4.50
Highway
Fuel Truck Drivers May 1/03 $28.75 10% $4.50 50
Jan 1/04 $28.98 $4.50
Load Bearing Boom Drivers,
Dumpcrete Drivers, and Pup Dump May 1/03 $28.85 10% $4.50 50
Trailer Drivers, Flo Boy and Tractor Jan 1/04 $29.08 $4.50
Trailer; Dump Truck Tag-a-long
over 15 Ton
Truck Train Drivers, Custom Mobile May 1/03 $28.95 10% $4.50 50
Mixer Units (truck or trailer Jan 1/04 $29.18 $4.50
mounted
Float Drivers May 1/03 $29.35 10% $4.50 50
Jan 1/04 $29.58 $4.50
OPERATING ENGINEERS:
Shovels, Backhoes, Dragline, May 1/03 $28.32 10% $7.85 50
Gradall Clams (on site), Grader Jan 1/04 $28.55 $7.85
Operator "A"
Clam Operator (yard), Mechanics, May 1/03 $28.06 10% $7.85 50
Welders Jan 1/04 $28.29 $7.85
Pitman-Type Operator (hydra-lift, May 1/03 $27.86 10% $7.85 50
truck-mounted hydraulic crane Jan 1/04 $28.09 $7.85
Bulldozer Operators (D-4 equiv. or
over), Front-end Loader Operators (1
cu. yd. and over), Scrapers - self- Mayl/03 $27.72 10% $7.85 50
propelled. Mixer Person on Asphalt Jan 1/04 $27.95 $7.85
Plant. Concrete Curb Machine
Operator. Asphalt Spreader
Operator (self-propelled)
Concrete Paver Operators, Asphalt May 1/03 $27.62 10% $7.85 50
Plainer Operators "A", Engineers Jan 1/04 $27.85 $7.85
on Boilers with papers)
May 2003 2
256
WEEKLY
EFFECTIVE HOURLY *VACATION AND *FRINGE HOURS OF
TRADE DATE RATE HOLIDAY PAY BENEFITS WORK
Farm & Industrial - type tractor with May 1/03 $27.46 10% $7.85 50
excavating attachments Operators, Jan 1/04 $27.69 $7.85
Grader Operator "B",
Asphalt/Rollerperson "A", Boiler
Fire person without papers)
Roller Operator (asphalt) "B" May 1/03 $27.10 10% $7.85 50
Jan 1/04 $27.33 $7.85
Bulldozer Operators (under D-4 or
Equivalent), Front-end Loader May 1/03 $27.06 10% $7.85 50
Operator (under 1 cu. yd.) Packer Jan 1/04 $27.25 $7.85
with blade
Farm and Industrial Type Tractor
Operator (towing compaction units), May 1/03 $25.32 10% $7.85 50
Grade Rollerperson, including self- Jan 1/04 $25.55 $7.85
propelled rubber tire rollers. Asphalt
Planer "B" (max. 2' wide)
SHIFT PREMIUM
A shift premium of $1.75/hour will be paid for all work performed on a shift starting after 4:00 p.m.
HOURS OF WORK AND OVERTIME
(A) The standard hours of work for all employees, other than watchperson and engineers on boilers shall be based on 50
hours/week exclusive of travelling time to and from the job.
(B) Overtime at the rate of time and one-half the employee's current hourly rate shall be paid to all employees, other than
watchperson, for all work performed in excess of 10 hours/day, or in excess of 50 hour/week or on Saturdays. On a three shift
operation, the 15`h shift may be worked at straight time on Saturday until 7:00 a.m. and the applicable shift premium shall be
paid.
(C) Overtime at the rate of double the employee's current hourly rate shall be paid to all employees, other than watchperson and
Engineers on boilers for all work performed on Sundays and on the following Statutory Holidays: New Year's Day, Good
Friday, Victoria Day, Canada Day, Civic Holiday, Labour Day, Thanksgiving Day, Christmas Day and Boxing Day.
The provision of this sub-paragraph do not apply to repairer in emergency.
(D) Watchperson and engineers on boilers shall receive overtime payment at the rate of time and one-half the employee's current
hourly rate for all work performed on such employee's seventh consecutive shift.
May 2003 3
257
*FRINGE BENEFITS: "Fringe Benefits" shall include such benefits as company pension plans, apprenticeship training, extended
health care benefits, dental and prescription drugs, etc. It does NOT include payroll burden deductions such as C.P.P., E.H.T.,
W.S.I.B., E.I.C., etc.
*VACATION AND HOLIDAY PAY: 10% of the hourly rate.
FOR CONTRACTORS THAT DO NOT OFFER "FRINGE BENEFITS" TO THEIR WORKERS, THE FRINGE
BENEFITS HOURLY RATE SHALL BE ADDED TO THE. HOURLY OR WEEKLY RATE AS SHOWN ABOVE.
FAIR WAGE OFFICE
18'x' FLOOR, WEST TOWER, CITY HALL
TELEPHONE: (416) 392-7300
FACSIMILE: (416) 392-0801
FAIR WAGE COMPLAINTS HOTLINE: (416) 392-FAIR
E-MAIL: fairwageQoron.to.ca
May 2003 4
258
tabowo
Corporate Services Fair Wage Office Tel: 416-392-7300
18th Floor, West Tower, City Hall Fax: 416-392-0801
Hotline: 416-392-FAIR
E-mail: fairwage@toronto.ca
Visit us at www.toronto.ca/fairwage
FAIR WAGE SCHEDULE
2003- 2004
SEWER AND WATERMAIN CONSTRUCTION
WEEKLY
EFFECTIVE HOURLY *VACATION AND *FRINGE HOURS OF
TRADE DATE RATE HOLIDAY PAY BENEFITS WORK
SCHEDULE"A"
"Open Cut" Sewer
CLASSIFICATION:
LABOURERS:
Labourers; Pump person, (3" May 1/03 $26.79 10% $6.50 50
discharge and under); Heater person Jan 1/04 $26.79 $6.75
u to 5 heaters
Small Mixer Driver (under 1 yard);
Dinky Mortar person;
Sheeting and Shoring person; Miners
and Driller's Helper; Power person
helper; Motor person; Scootcrete
Driver; Screed person; Puddlers;
Float person on Concrete;
Jackhammer person;
Well-point installer; Encasement May 1/03 $27.39 10% $6.50 50
Form Setters; Signal person; Jan 1/04 $27.39 $6.75
Rammax Tamper
Pipelayer's Helper; Concrete
finishers; Concrete Patcher Inside
Pipe; Catch Basin Installer; Diamond
saw cutter; Watermain
Tapper; Precast Manhole Installer; May 1/03 $27.53 10% $6.50 50
Manhole Builders, Drillers, All types Jan 1/04 $27.53 $6.75
including associated equipment
May 2003 1
259
WEEKLY
EFFECTIVE HOURLY *VACATION AND *FRINGE HOURS OF
TRADE DATE RATE HOLIDAY PAY BENEFITS WORK
Caulker (cast iron, tile, concrete,
asbestos, cement, plastic, etc.);
Wagon Driller; Box Sewer
Constructor Form Setter and May 1/03 $27.79 10% $6.50 50
Reinforcing person and Fusion Jan 1/04 $27.79 $6.75
Welder
Pipelayers (including use of laser for
pipe-laying); Manhole and Valve
Chamber Constructor;
Top person; Miners; Drillers, Shaft
Sinker Timber person; Grout- May 1/03 $28.79 10% $6.50 50
Machine person; Powder person Jan 1/04 $28.79 $6.75
Blaster; Welder
Watch person (for 6 nights duty)
May 1/03 $833.00 per wk. 10% $6.50 50
Jan 1/04 $833.00 er wk. $6.75
LABOURERS:
*Traffic Control person & Casual
Watchperson
May 1/03 $20.94 10% $6.50 50
Jan 1/04 $21.39 $6.75
* All employees working as a labourer who is required to do casual watching or work as a flagperson on a casual or intermittent
basis will not have his/her rate reduced thereb .
TRUCK DRIVERS:
Drivers of dump trucks, pickup
service trucks, bulk lift trucks, farin
tractors without attachments and off May 1/03 $29.12 10% $4.50 50
highway trucks Jan 1/04 $29.35 $4.50
Fuel Truck Drivers and Load bearing May 1/03 $29.22 10% $4.50 50
Boom Truck Drivers Jan 1/04 $29.45 $4.50
Float Drivers, Custom Mobile Mixer May 1/03 $29.52 10% $4.50 50
Units, Truck or Trailor Mounted Jan 1/04 $29.75 $4.50
OPERATING ENGINEERS:
Engineers operating cranes, clams,
shovels, backhoes, derricks, pile-
drivers, gradalls, mobile cranes,
caisson boring machines 25 HP and May 1/03 $29.17 10% $7.95 50
over, side booms and similar Jan 1/04 $29.40 $7.95
equipment
Grade "A" and fine grade bulldozer
Operators May 1/03 $28.92 10% $7.95 50
Jan 1/04 $29.15 $7.95
May 2003 2
260
WEEKLY
EFFECTIVE HOURLY *VACATION AND *FRINGE HOURS OF
TRADE DATE RATE HOLIDAY PAY BENEFITS WORK
Heavy-duty field mechanics,
equipment repair welders,
operators of pitman type crane May 1/03 $28.67 10% $7.95 50
(Hydra-Lift truck Mounted Jan 1/04 $28.90 $7.95
hydraulic)
Operators of bulldozers, tractors,
scrapers, emcos, graders "B",
overhead loaders and similar
Equipment, farm and industrial
tractors with excavating attachments,
trenching machines, May 1/03 $28.57 10% $7.95 50
and caisson boring machines under Jan 1/04 $28.80 $7.95
25 HP
Service person on shovels;
compressors, Pumps, Boom Truck
Drivers; Operators of 5 or more May 1/03 $27.82 10% $7.95 50
heaters; Packer with glade Jan 1/04 $28.05 $7.95
Self propelled Rollers May 1/03 $25.70 10% $7.95 50
Jan 1/04 $25.93 $7.95
Oilers, Greasers, Mechanics' Helpers
Third Year:
May 1/03 $26.60 10% $7.95 50
Jan 1/04 $26.83 $7.95
Second Year: May 1/03 $25.60 10% $7.95 50
Jan 1/04 $25.83 $7.95
First Year: May 1/03 $24.60 10% $7.95 50
Jan 1/04 $24.83 $7.95
HOURS OF WORK AND OVERTIME
(A) Overtime at the rate of time and one-half the employee's hourly rate shall be paid to all employees, except watchperson, for all
work performed in excess of forty-eight hours/week, made up of four ten hour days, Monday to Thursday inclusive, and one
eight-hour day on Friday, excluding travelling time to and from the job. It is understood that if there is inclement weather during
the week, that Friday will be a ten-hour day, if required.
(B) Overtime at the rate of time and one-half the employee's current hourly rate shall be paid to all employees, except watchperson i
and float drivers, for all work performed on Saturdays. Operating Engineers double time for Saturdays.
(C) Overtime at the rate of double the employee's current hourly rate shall be paid for all employees except watchperson, for all
work performed on Sundays or the Statutory Holidays listed namely (Labourers & Teamsters): New Year's Day, Good Friday,
Victoria Day, Canada Day, Civic Holiday, Labour Day, Thanksgiving Day, Christmas Day, and Boxing Day.
(D) Watchpersons shall receive overtime payment at the rate of time and one-half the employee's current hourly pay rate for all work
performed on such employee's seventh consecutive shift.
SHIFT PREMIUM - OPERATING ENGINEERS
A shift premium of $1.00/hour will be paid for all work performed on any shift commencing after 12:00 o'clock noon or before 5:30
o'clock a.m.
May 2003 3
261
WEEKLY
EFFECTIVE HOURLY *VACATION AND *FRINGE HOURS OF
TRADE DATE RATE HOLIDAY PAY BENEFITS WORK
SCHEDULE"B"
Tunnel Work
A schedule applying to "Tunnel
Work" which is to be interpreted to
mean project called as a Tunnel, and
may not include Tunnel Work which
is incidental to "Open Cut" work for
Sewer and Watermain Construction
up to 50 feet in length
CLASSIFICATION:
LABOURERS:
Labourers (surface); Signal person;
Dock person; Pump person (3");
Hopper person; Heater person (up to
5 heaters); Yard and Material May 1/03 $29.09 10%
person; Gage Tender; Wellpoint $6.50 40
Installers; Drillers, all types Jan 1/04 $29.09 $6.75
including associated equipment
Labourers (underground); Muckers;
Loco Driver; Track person;
Caulker; Shaft Sinker Helper;
Concrete. Finisher; Concrete Driller May 1/03 $30.04 10% .$6.50 40
Worker; Setter; Mixer person (under Jan 1/04 $30.04 $6.75
1 and
Locktender May 1/03 $30.39 10% $6.50 40
Jan 1/04 $30.39 $6.75
Miner; Driller; Diamond Driller;
Timber person; Jackleg person;
Mucking Machine
Driver; Shaft Sinker; Pipe Jacker
Slush Drivers; Wagon Driller
(underground); Cole Cutter Driver;
Powder person Blaster Lead
Concrete person; all labourers on
pile-driver operations; Miner for
caisson and underpinning;
Maintenance hole Constructor;
Operators of air spades and
jackhammer at the face ; Nozzle
person and Concrete Pump;
Reinforcing Rod Placer; Cement May 1/03- $31.04 10% $6.50 40
Mason; Welder; Shotcrete person; Jan 1/04 $31.04 $6.75
Stopper person; Auger person;
Carpenter
May 2003 4
262
WEEKLY
EFFECTIVE HOURLY *VACATION AND *FRINGE HOURS OF
TRADE DATE RATE HOLIDAY PAY BENEFITS WORK
Lead Miner; Tunnel Shield, Mole May 1/03 $31.89 10% $6.50 40
and similar equipment Drivers; Jan 1/04 $32.04 $6.75
Working Fore person
* Watch person (for 6 nights duty) May 1/03 $833.00 per wk. 10% $6.50 50
Jan 1/04 $833.00 per wk. $6.75
* An employee working as a labourer who is required to do casual watching or work as a flagperson on a casual or intermittent
basis will not have his/her rate reduced thereby.
TRUCK DRIVERS:
Drivers of Dump Trucks, pickup
service trucks, bulk lift trucks and May 1/03 $29.64 10% $4.50 40
farm tractors without attachments, Jan 1/04 $29.87 $4.50
off highway trucks
Fuel Truck Drivers, Load bearing
boom truck drivers and drivers of May 1/03 $29.74 10% $4.50 40
dump trucks with tag along Jan 1/04 $29.97 $4.50
attachments over 15 tons
Float Drivers, custom mobile mixer May 1/03 $29.42 10% $4.50 40
units truck or trailer mounted Jan 1/04 $29.64 $4.50
OPERATING ENGINEERS:
Engineers operating all hoists,
hoisting materials out of shafts,
tuggers and derricks with lifting
capacity over 2,000 lbs.; compressor May 1/03 $29.14 10% $7.95 45
hose set-up person Jan 1/04 $29.37 $7.95
Heavy-duty Field Mechanics;
Engineers operating shaft hoist,
tuggers and derricks 2,000 lbs. or
less; Compressor Operators
500 CFM or over Jan 1/04 $29.12 10% $7.95 45
May 2003 5
263
PREMIUM RATES IN COMPRESSED AIR:
(LABOURERS AND TRUCK DRIVERS CLASSIFICATIONS ONLY):
The following sliding scale of premium rates shall apply to workers in compressed air:
PREMIUM PER SHIFT
AIR PRESSURE MAY 1/00 .
1 to 14 pounds $16.00
15 to 20 pounds $19.50
21 pounds $23.50
(A) For air pressure over twenty-one pounds (21 lbs.), the employer agrees to pay two dollars ($2.00) per pound compressed air
premium for each pound over twenty-one pounds (21 lbs.), in addition to the twenty-one pound (21 lb.) rate.
(B) Where employees are required to work in compressed air, they shall receive a minimum of nine (9) hours/day or shift; it being
understood and agreed that the ninth (9th) hour shall be paid at straight time rates.
(C) It is understood and agreed that air pressure premium will be paid/shift regardless of the time spent by an employee in
compressed air, save and except when an employee voluntarily leaves the air. Rest periods as required by law when working
under air pressure are to be paid, and no deduction will be made for a meal break falling in the rest period between the two
working periods.
(D) HOT BEVERAGES
(i) The employer shall, at his own expense, supply sugar and hot beverages for employees working in compressed air during
rest periods.
(ii) Containers and cups for the beverages required as outlined above, shall be maintained in a clean and sanitary condition
and kept stored in a closed container.
PREMIUM RATES IN COMPRESSED AIR:
(OPERATING ENGINEERS CLASSIFICATION ONLY):
PREMIUM PER SHIFT
AIR PRESSURE MAY 1/00
1 to 14 pounds $16.00
15 to 20 pounds $19.50
21 pounds $23.50
Over 21 pounds $2.00/lb over and above the rate for 21 lbs.
May 2003 6
2 6 4
HOURS OF WORK AND OVERTIME
(A) Overtime at the rate of time and one-half the employee's current hourly rate shall be paid to all employees, except watchpersons, for all work
performed in excess of eight hours/day, Monday to Friday inclusive, excluding travelling time to and from the job, and excluding work in
compressed air where overtime at the rate of one and one-half shall be paid for work in excess of nine (9) hours/day.
(B) Overtime at the rate of time and one-half the employee's current hourly rate shall be paid to all employees except watchperson, for all work
performed on Saturday. All Operating Engineers classifications will be paid double the employees hourly rate for all work performed on
Saturday.
(C) Overtime at the rate of double the employee's current hourly rate shall be paid to all employees except watchperson, for all work performed
on Sundays and on the following Statutory Holidays - namely (Labourers): New Year's Day, Good Friday, Victoria Day, Canada Day, Civic
Holiday, Labour Day, Thanksgiving Day, Christmas Day, and Boxing Day.
(D) Watchpersons shall receive overtime payment at the rate of time and one-half the employee's current hourly rate for all work performed on
such employee's seventh consecutive shift.
SHIFT PREMIUM
(LABOURERS AND TEAMSTERS ONLY)
Second Shift and Third Shift. $2.50
OPERATING ENGINEERS
$2.45/hour for second and third shift.
*FRINGE BENEFITS: "Fringe Benefits" shall include such benefits as company pension plans, apprenticeship training, extended
health care benefits, dental and prescription drugs, etc. It does NOT include payroll burden deductions such as C.P.P., E.H.T.,
W.S.I.B., E.I.C., etc.
* VACATION AND HOLIDAY PAY: 10% of the hourly rate.
FOR CONTRACTORS THAT DO NOT OFFER "FRINGE BENEFITS" TO THEIR WORKERS, THE FRINGE BENEFITS
HOURLY RATE SHALL BE ADDED TO THE HOURLY OR WEEKLY RATE AS SHOWN ABOVE.
FAIR WAGE AND OFFICE
18TH FLOOR, WEST TOWER, CITY HALL
TELEPHONE: (416) 392-7300
FACSIMILE: (416) 392-0801
FAIR WAGE COMPLAINTS HOTLINE: (416) 392-FAIR
E-MAIL: fainvage(.2toronto.ca
May 2003 7
265
f TORONTO
Corporate Services Fair Wage Office Tel: 416-392-7300
18`h Floor, West Tower, City Hall Fax: 416-392-0801
Hotline: 416-392-FAIR
E-mail: fairwage@toronto.ca
Visit us at www.toronto.ca/fairwage
FAIR WAGE SCHEDULE
2003 - 2004
UTILITY WORK
WEEKLY
EFFECTIVE HOURLY *VACATION AND *FRINGE HOURS OF
TRADE DATE RATE HOLIDAY PAY BENEFITS WORK
Labourers (unskilled) May 1/03 $26.79 10% $6.30 40
Jan 1/04 $2.6.79 $6.40
Powderperson Helper May 1/03 $26.84 10% $6.30 40
Jan 1/04 $26.84 $6.40
Labourers (semi-skilled) strippers;
scootcrete and calf dozer; driver;
portable compressor; small mixer
and pump person (4" discharge and
under); groutperson; mortar person; May 1/03 $26.89 10% $6.30 40
job site storeperson and lumber yard Jan 1/04 $26.89 $6.40
attendant; farm tractor driver
Labourers (skilled - Group No. 1)
pipelayers (excluding conduit); jack May 1/03 $26.94 10% $6.30 40
hammer operator; air auger person; Jan 1/04 $26.94 $6.40
form setters; concrete finishers
Labourers (skilled - Group No. 2) May 1/03 $26.99 10% $6.30 40
drillers (all types); wagon drills, Jan 1/04 $26.99 $6.40
etc.; owde erson
Labourers (skilled - Group No. 3) May 1/03 $27.29 10% $6.30 40
Carpenters; lineperson; float driver; Jan 1/04 $27.29 $6.40
truck driver
Labourers (skilled - Group No. 4)
tunnel workers; where tunnel is in May 1/03 $27.79 10% $6.30 40
excess of ten feet in length, Jan 1/04 $27.79 $6.40
excluding shallow tree tunnels
Working foreperson May 1/03 $27.64 10% $6.30 40
Jan 1/04 $27.64 $6.40
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WEEKLY
EFFECTIVE HOURLY *VACATION AND *FRINGE HOURS OF
TRADE DATE RATE HOLIDAY PAY BENEFITS WORK
Flagperson May 1/03 $18.92 10% $6.30 40
Jan 1/04 $18.92 $6.40
Watchperson (48 hours per week) May 1/03 $849.28 per wk. 10% $6.30 48
Jan 1/04 $849.24 per wk. $6.40
NOTE: An employee working as a
labourer who is required to do
casual watching or work as a
flagperson on a casual or
intermittent basis will not have
his/her rate reduced thereby.
OPERATING ENGINEERS
Engineers operating cranes,
including Austin Western type &
Pitman-type (over 8 ton), backhoes, May 1/03 $27.91 10% $7.92 40
hydraulic or cable type side booms, Jan 1/04 $28.14 $7.92
radalls and similar equipment
Mechanics & welders (on site),
operators of bulldozers D4 and
over; front-end loaders, lcu. yd. &
over; industrial type backhoes with
excavating attachments; trenching May 1/03 $27.43 10% $7.92 40
machines over Davis 300 and Jan 1/04 $27.66 $7.92
similar equipment to foregoing
Operators of bulldozers, under D4;
well points and all types of
dewatering systems, 6" discharge
and over; Front-end loaders under 1
cu. yd; augers and boring equipment
other than air activated under 8"
(save as excluded in memorandum May 1/03 $27.23 10% $7.92 40
between LU.O.E., & Labourers' Jan 1/04 $27.45 $7.92
International Union
Shop and standby time May 1/03 $27.08 10% $7.92 40
Jan 1/04 $27.30 $7.92
TRAINEES SHALL BE EMPLOYED AT A PERCENTAGE OF THE APPLICABLE JOURNEYMAN RATE AS
FOLLOWS:
First 1500 hours = 75%
Second 1500 hours = 90%
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*FRINGE BENEFITS: "Fringe Benefits" shall include such benefits as company pension plans, apprenticeship training, extended
health care benefits, dental and prescription drugs, etc. It does NOT include payroll burden deductions such as C.P.P., E.H.T.,
W.S.I.B., E.I.C., etc.
* VACATION AND HOLIDAY PAY: 10% of the hourly rate.
FOR CONTRACTORS THAT DO NOT OFFER "FRINGE BENEFITS" TO THEIR WORKERS, THE FRINGE BENEFITS
HOURLY RATE SHALL BE ADDED TO THE HOURLY OR WEEKLY RATE AS SHOWN ABOVE.
FAIR WAGE OFFICE
18TH FLOOR, WEST TOWER, CITY HALL
TELEPHONE: (416) 392-7300
FACSIMILE: (416) 392-0801
FAIR WAGE COMPLAINTS HOTLINE: (416) 392-FAIR
E-MAIL: fairwage@,toronto.ca
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