collective agreement between carleton university … · forestry, rubber, manufacturing, energy,...

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COLLECTIVE AGREEMENT

BETWEEN

CARLETON UNIVERSITY

AND

UNITED STEEL, PAPER and FORESTRY,

RUBBER, MANUFACTURING, ENERGY, ALLIED

INDUSTRIAL and SERVICE WORKERS

INTERNATIONAL UNION

(United Steelworkers)

For the Period

1 May 2011 to 30 April 2013

2

THIS AGREEMENT MADE as of the 12 April 2011

BETWEEN:

CARLETON UNIVERSITY

(herein called the Employer)

and:

UNITED STEEL, PAPER and FORESTRY, RUBBER,

MANUFACTURING, ENERGY, ALLIED INDUSTRIAL

and SERVICE WORKERS INTERNATIONAL UNION

(herein called the Union)

The parties hereto agree as follows:

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TABLE OF CONTENTS

ARTICLE 1

RECOGNITION 5

ARTICLE 2

PURPOSE 5

ARTICLE 3

MANAGEMENT 6

ARTICLE 4

STRIKES 6

ARTICLE 5

GRIEVANCE AND ARBITRATION PROCEDURE 7

ARTICLE 6

NEGOTIATIONS 8

ARTICLE 7

RELATIONSHIP 10

ARTICLE 8

UNION MEMBERSHIP DUES DEDUCTION 11

ARTICLE 9

SENIORITY, PROBATION AND RE-APPOINTMENT 12

ARTICLE 10

WARNING, SUSPENSION AND DISMISSAL 14

ARTICLE 11

HOURS OF WORK 15

ARTICLE 12

STATUTORY HOLIDAYS 15

ARTICLE 13

COURT LEAVE 16

ARTICLE 14

MUTUAL RELIEF 16

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ARTICLE 15

LEGAL INDEMNIFICATION 18

ARTICLE 16

HARASSMENT 20

ARTICLE 17

LEAVE OF ABSENCE 22

ARTICLE 18

UNIFORMS 23

ARTICLE 19

BULLETIN BOARDS 24

ARTICLE 20

TAXI 24

ARTICLE 21

NOTICE 25

ARTICLE 22

SALARIES 26

ARTICLE 23

TERM OF AGREEMENT 26

APPENDIX A 28

LETTER OF UNDERSTANDING 30

LETTER OF UNDERSTANDING 31

MEMORANDUM OF AGREEMENT 33

MEMORANDUM OF AGREEMENT 33

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ARTICLE 1

RECOGNITION

1.01 The Employer recognizes the United Steel, Paper and

Forestry, Rubber, Manufacturing, Energy, Allied Industrial and

Service Workers International Union as the bargaining agent for all

employees of the Department of Housing and Conference Services at

Carleton University employed as Residence Security Patrolpersons

and Dispatcher, save and except supervisors, persons above the rank

of supervisor and employees in bargaining units for which any trade

union held bargaining rights as of September 25, 2002.

ARTICLE 2

PURPOSE

2.01 The general purpose of this Agreement is to establish an

orderly collective bargaining relationship between the Employer and

the employees represented by the Union, to ensure the peaceful

settlement of disputes and to set forth agreements covering rates of

pay and other working conditions.

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ARTICLE 3

MANAGEMENT

3.01 The Union acknowledges that it is the exclusive function of

the Employer to:

(a) maintain order, discipline and efficiency;

(b) hire, direct, schedule, classify, transfer, promote, demote, lay off

and to discharge, suspend or otherwise discipline employees,

subject to the provisions of this agreement;

(c) establish from time to time and enforce rules and regulations, not

inconsistent with the provisions of this agreement, governing the

conduct of the employees; and

(d) generally to manage and operate Carleton University.

ARTICLE 4

STRIKES

4.01 There shall be no strikes, lock-outs or slow-downs during the

life of this agreement.

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ARTICLE 5

GRIEVANCE AND ARBITRATION

5.01 Should any difficulty arise between the Employer and any

employee as to the interpretation, application, administration or

alleged violation of this Agreement, an earnest effort to settle such

difficulty without undue delay shall be made in the following

manner:

Stage One An aggrieved employee shall, with the

consent of a Union delegate, first submit her/his representations in

writing to the Assistant Director, Housing and Conference Services

(Residence Life and Services). Any such grievances shall be

presented within five (5) working days of the time when it arose or

the matter shall be deemed to have been abandoned. Working days

shall not include Saturdays, Sundays or statutory holidays.

Stage Two If within five (5) working days from the time

representations at Stage One were presented a decision satisfactory

to such employee is not given, then such employee, with the consent

of a Union delegate, may make representations in writing to the

Director, Housing and Conference Services. Any such grievance

shall be presented within five (5) working days after the decision of

the Assistant Director, Housing and Conference Services has been

given or should have been given, or the matter shall be deemed to

have been abandoned.

Stage Three If within five (5) working days from the time

representations at Stage Two were presented a decision satisfactory to

such employee is not given, then such employee, with the consent of a

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Union delegate, may within five (5) working days after the decision of

the Director, Housing and Conference Services has been given or

should have been given, make representations in writing to the

Director of Human Resources or other representative designated by

the Employer from time to time. Such officer or other designate shall

notify the employee and the Union delegate of the time and place at

which they will meet to discuss the matter. Every effort will be made

to settle such difficulty within ten (10) working days from the date

upon which such officer received written notice of the matter. Such

officer shall give the decision in writing on behalf of the Employer.

Stage Four Failing a satisfactory settlement in Stage

Three the Union may within ten (10) working days, on giving five

(5) working days notice in writing to the Employer of their intention,

refer the dispute to arbitration as provided by Section 48 of the

Labour Relations Act.

ARTICLE 6

NEGOTIATIONS

6.01 The Union shall notify the Employer, in writing, of the

names and effective dates of appointment of members of its Unit

Executive and of its Bargaining Committee, and of the local site

representative.

6.02 Both parties shall undertake the responsibility of notifying

one another, as they occur, of changes in the membership of their

Bargaining Committee.

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6.03 (a) If either party wishes to call a meeting between

parties, the meeting shall be held at a time and place of mutual

agreement. Such meeting shall be held not later than one calendar

week, if possible, after request has been given.

(b) A Joint Labour-Management meeting will be held at

least once each year, normally in late January. The Committee

shall consist of three representatives from each party. Attendance

at such meetings will be considered as time not paid.

(c) The Employer will inform the designated Union

representative of the names, addresses, and telephone numbers of

new employees at the time of hiring.

6.04 In the event of an apparent substantial increase in the

duties performed in any existing job, the Union may present a case

for upgrading, which shall be subject to negotiations.

6.05 The employer shall provide a copy of the seniority list each

year on April 1.

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ARTICLE 7

RELATIONSHIP

7.01 The Employer agrees that there shall be no intimidation or

attempt at intimidation, discrimination, interference, restraint or

coercion exercised or practiced against an employee or group of

employees, whether or not such employees are members of the

Union.

7.02 The Union or its representatives shall not use coercion or

intimidation, or discriminatory action in obtaining new members or

in persuading any employee to participate in Union activities.

7.03 The Union further agrees that there will be no Union

activities on the premises of the Employer, except as specified by

this Agreement or in writing by the Employer.

7.04 An employee has the right to the presence of a Union

representative or other member of the Union when meeting with

representatives of the employer regarding disputes or possible

disciplinary action.

7.05 The Parties agree that the union side Joint Health and

Safety Committee representative for the bargaining unit shall be

the representative from the Department of University Safety.

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ARTICLE 8

UNION MEMBERSHIP DUES DEDUCTION

8.01 The University shall deduct Union dues including, where

applicable, initiation fees and assessments, on a twice monthly

basis, from the wages of each employee covered by this agreement.

The amount of dues shall be calculated in accordance with the

Union‟s constitution.

8.02 All dues, initiation fees and assessments shall be remitted

to the Union forthwith and in any event not later than 15 days

following the last day of the month in which the remittance was

deducted. The remittance shall be sent to the International

Secretary Treasurer of the United Steelworkers, P.O. Box 13083

Postal Station „A‟, Toronto, Ontario, M5W 1V7 in such form as

shall be directed by the Union to the University along with a

completed Dues Remittance Form R-115. A copy of the Dues

Remittance Form R-115 will also be sent to the Union office

designated by the Area Coordinator.

8.03 The remittance and the R-115 form shall be accompanied

by a statement containing the following information:

a) A list of the names of all employees from whom dues were

deducted and the amount of dues deducted;

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b) A list of the names of all employees from whom no

deductions have been made and reasons;

c) This information shall be sent to both Union addresses

identified in 8.02 in such form as shall be directed by the Union to

the University.

8.04 The Union shall indemnify and save the University

harmless against all claims or other forms of liability that may arise

out of any actions taken by the University in compliance with this

article.

8.05 The University, when preparing T-4 slips for the

employees, will enter the amount of Union dues paid to the

employee during the previous year.

8.06 Each new employee shall be issued a copy of the current

collective agreement.

ARTICLE 9

SENIORITY, PROBATION AND RE-APPOINTMENT

9.01 An employee will be required to serve one period of

probation for each of the positions listed in Appendix A. The

normal period of probation for an employee hired for the fall-

winter term will be 3 months of continuous service. The normal

period of probation for an employee hired for the summer term will

be 2 months of continuous service. Extensions of the probationary

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period may be granted upon the mutual consent of the Employer

and the Union. Following probation, seniority shall date back to

the employee's date of hire.

9.02 Once during each of the Fall and Winter academic terms,

and the Tour and Conference season, the Employer will carry out a

performance evaluation of all employees and will give feedback to

the evaluated employees. The Employer will use these evaluations

to determine, in part, the re-appointment of the employees to

another term of appointment.

9.03 Positions for Fall-Winter term Residence Security positions

will be posted no later than 1 March of the preceding Winter term.

Tour and Conference positions will be posted no later than 1

February of the preceding Winter term. When hiring employee(s),

the Employer will give priority to applicants with previous

experience and good performance records, in addition to the

evaluations noted in 9.02.

9.04 In all cases of promotion, the following factors shall be

considered:

(a) Experience, competence and ability.

(b) Seniority.

Where the factors in (a) above are equivalent, factor (b)

shall govern provided the employee(s) have the qualifications to

perform the work in question.

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9.05 An employee shall lose seniority if he/she:

(a) voluntarily leaves the employ of the Employer;

(b) is discharged and is not reinstated through the Grievance or

Arbitration Procedure;

(c) is absent from work without permission for three (3)

consecutively scheduled days or shifts without satisfactory reason;

seniority shall be lost for the time absent;

(d) comes to the end of her/his term of appointment.

ARTICLE 10

WARNING, SUSPENSION AND DISMISSAL

10.01 When the Employer deems it necessary to warn an

employee in a manner indicating that dismissal or suspension may

follow any repetition of the act or omission complained of or

referred to, or may follow if the employee fails to bring his/her

work to a required standard by a given date, the Employer shall

within five (5) days thereafter give written particulars of such

warning to the employee with a copy to the Union. Such letter of

warning shall be withdrawn from the employee's file after a period

of two (2) years.

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10.02 An employee who has completed the probationary period

may be suspended or discharged only for just cause. Such

employee and the Union shall be advised within two (2) working

days in writing by the employer, of the reason for such discharge or

suspension. A lesser standard for discharging probationary

employee will apply during the probationary period.

10.03 An employee shall have the right to examine his/her

Employee file in Human Resources during normal business hours.

Requests under this article shall be made on a reasonable basis and

will be honoured within the capability of Human Resources.

ARTICLE 11

HOURS OF WORK

11.01 The work week shall begin on Saturday at midnight.

ARTICLE 12

STATUTORY HOLIDAYS

12.01 The Employment Standards Act shall apply. The Employer

shall increase the hourly rate of the Fall-Winter Security

Patrolperson by $1.00 for those employees who work a modified

schedule during the December residence close-down period.

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ARTICLE 13

COURT LEAVE

13.01 When an employee is required to attend court as part of

her/his duties, her/his expenses incurred shall be reimbursed as per

Human Resource policies. Paid leave shall be granted to any

employee required to be a witness by any body in Canada with

powers of subpoena provided the requirement to be a witness arises

directly from the performance of her/his duties as a Patrolperson or

Dispatcher. The employee shall notify her/his manager

immediately upon her or his notification that he/she will be

required to attend court and present proof of service requiring

her/his attendance.

ARTICLE 14

MUTUAL RELIEF

14.01 The parties agree that it is the responsibility of the

employee to advise the Employer of her/his class schedule and

work hour availability at least two weeks before the

commencement of the Fall Term and three weeks before the

commencement of the Winter Term.

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14.02 Regularly scheduled shifts will not be assigned during an

employee‟s submitted class schedule.

14.03 It is agreed that an employee may relieve another employee

of his/her regularly scheduled shift on the basis of mutual

agreement with the consent of the manager. The Employer agrees

that consent will not be arbitrarily withheld.

14.04 The Employer agrees to notify each employee at least five

(5) working days before any change in the hours of work or type or

place of duty, except in the event of a short term emergency

situation. On mutual agreement of the Employer and Employee the

five (5) day notice may be waived.

14.05 The parties agree that all requests for time off during

December and April Scheduled Examination Periods as well as

during Mid-Term Examination Periods shall be submitted in

writing to the supervisor seven (7) working (Monday to Friday)

days before the need. The Employer agrees that requests for time

off during such Scheduled Examination Periods will be considered

and will not be unreasonably denied. The Employer shall respond

to such requests, in writing, within three (3) working days of the

receipt of the request.

14.06 In the event that a request made under 14.05 is not granted,

the employer shall provide a written statement to the student

stating that the student‟s request for time off had been denied.

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Such letter shall be provided within three (3) calendar days of the

request.

ARTICLE 15

LEGAL INDEMNIFICATION

15.01 Subject to the other provisions of this article, an employee

charged with and finally acquitted of a criminal or statutory offence

because of acts done in the attempted performance in good faith of

his/her duties shall be indemnified for the necessary and reasonable

legal costs incurred in the defence of such charges.

15.02 Notwithstanding Clause 15.01, the Employer may pay

necessary and reasonable legal costs of an employee pleading or

being found guilty of an offence described in Clause 15.01, where

the court, instead of convicting the accused, grants him/her an

absolute discharge, provided that the Employer considers that the

member's actions in the course of performing his/her duties were

motivated by an intent to do his/her lawful duty, and that such

indemnification will not in the opinion of the Employer reduce

respect for law enforcement to the community.

15.03 Where an employee intends to apply to the Employer for

indemnification hereunder, the employee shall, within thirty (30)

days of being charged, apply in writing to the Employer for

approval to retain counsel and approval of the counsel to be so

retained.

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15.04 For the purposes of this provision, a member shall not be

deemed to be "finally acquitted" if as a result of a charge laid

he/she is subsequently found guilty of, or pleads guilty to, other

charges arising out of the same incident or incidents, but nothing in

this clause will disentitle the member to consideration under

Clause 15.02 hereof.

15.05 Where an employee is a defendant in a civil action for

damages because of acts done in the attempted performance in

good faith of his/her duties, as determined by the Employer, he/she

shall be indemnified for the necessary and reasonable legal costs

incurred in the defence of such an action and the Employer at its

sole discretion shall have carriage of the defence. Where the

employee intends to apply to the Employer for indemnification,

he/she shall do so within 15 days of the commencement of the

action.

15.06 For the purposes of this provision, "necessary and

reasonable legal costs" shall be based on the account rendered by

the solicitor performing the work, subject initially to the approval

of the University Solicitor and, in the case of dispute between the

solicitor doing the work and the University Solicitor, assessment of

the account pursuant to the rules of civil procedure of Ontario.

15.07 For greater certainty, employees shall not be indemnified

for legal costs arising from the actions or omissions of employees

acting in their capacity as private citizens.

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15.08 The Employer will not exercise its rights in 15.02 in a

discriminatory and arbitrary manner.

ARTICLE 16

HARASSMENT

16.01 Harassment of any employee is recognized as a form of

discrimination and may be the subject of grievance using the

procedures set out in Article 5.

The Union and the Employer recognize the right of

employees to work in an environment free from harassment, and

the Employer undertakes to discipline any person employed by the

Employer engaging in the harassment of another employee.

For purposes of this Article, harassment is defined under

two headings, sexual harassment and personal harassment.

16.02 Sexual Harassment

(a) Sexual harassment by an Individual: Sexual harassment

may occur irrespective of gender and is:

(1) unwanted attention of a sexually oriented

nature, made by a person who knows or ought reasonably to know

that such attention is unwanted; and/or

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(2) an implied or expressed promise of reward

for complying with or submitting to a sexually oriented request or

advance; and/or

(3) an implied or expressed threat of reprisal for

not complying with or submitting to a sexually oriented request or

advance.

(b) Hostile Environment: Sexual harassment may also be

engaging in a course of sexual comment or conduct that is known

or ought reasonably to be known to be unwelcome. This form of

sexual harassment may affect individuals or groups. It may be

based on gender or sexual orientation. It may take the form of

excluding an individual or a group from rights and/or privileges to

which they are otherwise entitled.

16.03 Personal Harassment

Harassment means engaging in a course of vexatious

comment or conduct that is known or ought reasonably to be

known to be unwelcome.

Harassment can be either psychological or physical or it can

be a combination of both. It is any behaviour, whether deliberate

or negligent, which denies individuals their dignity and respect, is

offensive, embarrassing or humiliating to the individual and

adversely affects the working environment.

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16.04 Where the alleged harasser is the person who would

normally deal with any of the steps of the grievance, the grievance

shall automatically be sent forward to the next step.

16.05 At no time during or after a harassment grievance shall the

grievor be removed from the area of the alleged harasser unless

fully and entirely voluntarily requested or agreed to by the grievor

and without prejudice to the validity of the grievance.

16.06 Any employee who chooses to make use of any or all of the

Employer's sexual harassment policy shall not, by such use, be

prevented from filing a grievance at any time prior to agreeing to

any mediated settlement under that policy. The time limit for filing

such a grievance under Article 5 will be extended by whatever

amount of time is required to process the complaint and reach a

decision under the Employer's policy.

ARTICLE 17

LEAVE OF ABSENCE

17.01 The Employer shall grant three (3) working days off

without pay in order to make the necessary arrangements and to

attend the funeral of a member of the employee‟s immediate

family. Immediate family is defined as father, mother, stepfather,

stepmother, foster parent, brother, sister, spouse, child, stepchild,

ward of the employee, grandchild of the employee, father-in-law,

mother-in-law and grandparents.

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17.02 In the event of the death of an employee's sister-in-law,

brother-in-law, daughter-in-law or son-in-law, the Employer shall

grant one day off without pay to attend the funeral.

17.03 (a) Upon request, the Employer shall grant up to 10 days

leave without pay and without loss of seniority in any one year for

the entire bargaining unit to employees elected or appointed by the

Union to represent them at conferences or meetings.

(b) For the purposes of this section, when two (2)

employees of the same shift require the same time off, the

Employer shall grant this time off providing the employees

concerned arrange for an exchange of shifts with another employee

who is not scheduled to work during the time required. For the

purposes of this section, the Employer will not grant leave without

pay to more than two employees at one time to attend conferences

or meetings, including attendance at collective bargaining sessions.

(c) Attendance at collective bargaining sessions with the

Employer shall not be included in the 10 days leave as specified in

section (a) of this article.

ARTICLE 18

UNIFORMS

18.01 The Employer agrees to provide, at no cost to the employee,

all uniforms and equipment (save and except pants). It is

understood that such uniforms shall be worn, as required by the

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manager, in a presentable condition by employees during their

working hours and shall remain the property of the Employer.

Employees shall be supplied with adequate waterproof and

weatherproof outerwear as deemed necessary.

ARTICLE 19

BULLETIN BOARDS

19.01 The Employer shall provide a Bulletin Board in the Patrol

Office for the purpose of posting notices regarding meetings and

other matters restricted to Union activities. All such notices must

be signed by an officer of the Union.

ARTICLE 20

TAXI

20.01 Employees shall be reimbursed for 75% (seventy-five

percent) of the cost of a taxi to her/his home in the event that

her/his shift ends after the cessation of bus transportation on

campus.

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ARTICLE 21

NOTICE

21.01 Any notice to be given to the Employer may be given as

follows:

Vice-President (Finance and Administration),

Carleton University,

1125 Colonel By Drive,

Ottawa, Ontario.

K1S 5B6

and a copy to:

Assistant Vice-President of Human Resources,

Carleton University,

1125 Colonel By Drive,

Ottawa, Ontario.

K1S 5B6

21.02 Any notice to be given to the Union may be given as

follows:

Staff Representative,

United Steelworkers

2285 St. Laurent Blvd, Unit D-12

Ottawa, Ont., K1G 4Z7

21.03 Every employee shall notify the Employer promptly of any

change of address. If an employee fails to do this, the Employer

26

will not be responsible for failure of a notice sent by mail to reach

such employee.

21.04 An employee whose employment is to be terminated shall

be given notice, in writing, as follows:

(a) One week if his/her employment has been more than three

months but less than two years;

(b) Two weeks if his/her employment has been two years or

more.

ARTICLE 22

SALARIES

22.01 The Employer agrees to pay and the Union agrees to accept

the salary scales as provided in Appendix A of this Agreement.

ARTICLE 23

TERM OF AGREEMENT

23.01 Subject to Article 22, this agreement shall come into effect

on the date of signing and shall remain in effect until April 30,

2013 and thereafter shall be automatically renewed for periods of

one year each unless either party notifies the other, in writing,

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within 90 days of the expiration date that it desires to amend or

terminate the Agreement

23.02 In the event notice of amendment is given, negotiations

shall begin within fifteen (15) days following receipt of such

notification.

23.03 The terms and conditions of this Agreement shall remain in

effect during any period of negotiations for amendment or renewal.

DATED AT OTTAWA, ONTARIO this __day of _____ 2011.

Signed on behalf of Signed on behalf of

Carleton University the United Steel, Paper and

Forestry, Rubber,

Manufacturing, Energy,

Allied Industrial and Service

Workers International Union.

D. Sterritt R. Leblanc

C. Boucher J. Gordon

S. Green

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APPENDIX A - SALARY SCHEDULE

In the event the Union grieves a violation of article 1.01 and is

awarded at arbitration the right to represent employees covered by

the collective agreement, the salary rates will be adjusted as

follows: 1.5% for the first year of the agreement and 1.5% for the

second year of the agreement.

CLASSIFICATION Effective 1 May 2008

Hourly wage

Training $9.86

Fall-Winter Security Patrolperson $10.50

Fall-Winter Dispatcher $10.30

Summer Security Patrolperson $9.86

Summer Night Security Patrolperson $10.14


Hourly wage

Training $10.16





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Hourly wage

Training $10.46





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LETTER OF UNDERSTANDING

This letter of understanding is made between Carleton University

and the United Steelworkers of America this 22 day of April 2005.

The Employer agrees to consult with the Union concerning

proposed changes to the radio equipment.

For the Employer For the Union

D. Sterritt D. Lipton

L. Burritt A. Summers

S. Green L. Wood

C. Boucher C. Fudali

31

LETTER OF UNDERSTANDING

The Employer agrees to process submitted taxi chits on a monthly

basis for reimbursement.

Date: April 2006

For the Employer For the Union

D. Sterritt D. Lipton

L. Burritt C. Fudali

S. Green J. Swan

C. Boucher M. Bushey

32

MEMORANDUM OF AGREEMENT

The Employer agrees to provide self-defense training to the Fall-

Winter Residence Security employees during the initial training in

August.

This Memorandum of Agreement will be effective 1 May 2008 and

shall expire on 30 April 2011.

Date: 12 November 2008

For the Employer: For the Union:

C. Boucher D. Lipton

33

MEMORANDUM OF AGREEMENT

Where the employee is required to hold a valid license under the

Private Investigators and Security Guards Act in order to perform

the duties of her/his position, the Employer shall compensate the

employee as follows:

1. Subject to paragraph 2, where an employee commences work at

the beginning of a work cycle*, the employer will cover the full

cost of License Fee as prescribed by the legislation;

2. Where an employee terminates her/his employment prior to the

end of the work cycle, the pro rated portion of the License Fee

based on the time remaining in the work cycle shall be deducted

from her/his final wages;

3. Where an employee does not begin work at the beginning of

the work cycle, the employer will pay the pro rated portion of the

License Fee based on the time remaining in the work cycle.

“Work cycle” shall be defined as either the Fall/Winter cycle or the

Summer cycle, as per current practice.

Date: 12 November 2008

For the Employer: For the Union:

C. Boucher D. Lipton

2

ARBITRATION, 8

BULLETIN BOARDS, 24

COURT LEAVE, 16

DISMISSAL, 14

DUES DEDUCTION, 11

GRIEVANCE AND

ARBITRATION, 7

HARASSMENT, 20

HEALTH AND SAFETY, 10

HOURS OF WORK, 15

LEAVE OF ABSENCE, 22

LEGAL

INDEMNIFICATION, 18

LICENSE FEE, 33

MANAGEMENT, 6

MUTUAL RELIEF, 16

NEGOTIATIONS, 8

NOTICE, 25

PERFORMANCE

EVALUATION, 12

PROBATION, 12

PURPOSE, 5

RADIO EQUIPMENT, 30

RECOGNITION, 5

RELATIONSHIP, 10

SALARIES, 26, 28

SCHEDULE, 15

SENIORITY LIST, 9

SENIORITY, PROBATION

AND RE-

APPOINTMENT, 12

STATUTORY HOLIDAYS,

15

STRIKES, 6

SUSPENSION, 14

TAXI, 24, 31

TERM OF AGREEMENT,

26

TERMINATION, 26

TRAINING, 32

UNIFORMS, 23

UNION MEMBERSHIP

DUES DEDUCTION, 11

WAGES, 26, 28

WARNING, SUSPENSION

AND DISMISSAL, 14

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