collective agreement between hydro one brampton...
TRANSCRIPT
COLLECTIVE AGREEMENT
BETWEEN
HYDRO ONE BRAMPTON NETWORKS INC.
AND
UNIFOR Local 1285
(“UNIFOR” or “The Union)
OUTSIDE BARGAINING UNIT
APRIL 1, 2014 TO MARCH 31, 2017
TABLE OF CONTENTS PAGE PAG Article 1 Purpose 1 1 Article 2 Recognition 1 Article 3 Relationship 2 Article 4 Check-Off of Union Dues 5 Article 5 No Strikes or Lockouts 5 Article 6 Reservation of Management Rights 6 Article 7 Union Representation 6 Article 8 Grievance Procedure 9 Article 9 Arbitration 13 Article 10 Seniority 14 Article 11 Job Postings and Promotions 17 Article 12 Hours of Work 20 Article 13 Overtime 25 Article 14 Standby 27 Article 15 Leave of Absence 30 Article 16 Paid Holidays 32 Article 17 Rates of Pay 33 Article 18 Vacations 33 Article 19 Health Insurance 37 Article 20 Sick Leave 39 Article 21 Injury Allowance 42 Article 22 Pension Plan 43 Article 23 Meal Allowance 43 Article 24 Personal Tools 45 Article 25 Clothing, Footwear and Equipment 45 Article 26 Safety 47 Article 27 Pay Day 48 Article 28 Apprenticeship Program 48 Article 29 Committees 49 Article 30 Term 51 Schedule A Wage Rates for Job Classification 52 Appendix 1 Articles Pertaining to System Operations 57 Appendix 2 Arbitrators 66 Appendix 3 Shift Department 67 Appendix 4 No Zone Map 73 Letters of Understanding 74
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ARTICLE 1 PURPOSE 1.01 The general purpose of this Agreement is to maintain
mutually satisfactory relations between the Corporation and its employees, to provide orderly collective bargaining relations and to secure prompt and equitable disposition of complaints with a view to maintaining mutually satisfactory hours, wages, working conditions and efficient operations of the Corporation 's plant under methods which will promote to the fullest possible extent, economy of operation, quality and effort, cleanliness of plant and protection of property, elimination of waste, safety to employees and competitive rates and services to our customers. Both parties recognize a duty to cooperate in good faith, individually and collectively, for the advancement of these purposes.
ARTICLE 2 RECOGNITION
2.01 The Corporation recognizes the Union as the sole collective
bargaining agent for all its employees, save and except Supervisors, persons above the rank of Supervisor, Programmer Analyst, Confidential Administrative Assistants, Payroll Officer, Settlements Analyst, Human Resources Representative, Benefits Administrator, Management Accountant, Professional Engineers/Engineers in Training/Interns, Financial Analyst, Operations Analyst, Regulatory Affairs Analyst, students, inside bargaining unit personnel, persons regularly employed for not more than twenty-four (24) hours per week and individuals employed on a government-sponsored program.
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ARTICLE 3 RELATIONSHIP
3.01 Where the masculine gender is used in this Agreement, it
shall be construed as if the feminine has been used where the context so requires.
3.02 The Parties hereto mutually agree that any eligible
employees of the Corporation shall become members of the Union on completion of their probationary period.
3.03 The parties agree that there will be no intimidation,
discrimination, interference, restraint, harassment or coercion exercised or practiced by them, or by any of their representatives with respect to any employee by reason of Union membership or activity or by reasons covered by the Human Rights Code (Ontario) including but not limited to race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, marital status, family status or handicap.
The Union and Corporation further recognize that sexual harassment is unacceptable and are committed to preventing and eliminating it. Sexual harassment can be defined as, but not limited to:
- unnecessary touching or patting
- suggestive remarks or other verbal abuse - leering at a person's body - compromising invitations - demands for sexual favours - physical assault
Complaints/grievances alleging harassment will be thoroughly investigated and handled with the utmost confidentiality.
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In addressing such situations, the action taken will focus on the harasser, not the victim.
3.04 The Parties agree that there will be no solicitation for
membership or other Union activity at the place at which an employee works during his working hours, except as is provided for under this Agreement.
3.05 When management schedules a meeting which may be
anticipated to result in discipline including verbal warnings to an employee, the employee will be so advised and a committeeperson shall be present at the employee's request. When a committeeperson's presence is requested, reasonable notice will be provided by the Corporation.
3.06 All verbal warnings to an employee shall be confirmed in
writing to the employee, copied to the Union Chairperson, clearly setting out the reason for the warning and will be kept on file for six (6) months from the date of the warning. This warning will be removed from the file after six (6) months providing no further violation has occurred in the interim. All other discipline, including written warnings, shall also be in writing to the employee, copied to the Union Chairperson, and shall clearly set out the reason for the discipline. These letters will be removed from the file after two and a half (2.5) years for safety-related issues and two (2) years for non-safety related issues. No disciplinary letters shall be maintained in a separate file.
3.07 The Corporation will make available to the Union
Chairperson, the Policies and Procedures Manual and all future updates. The Corporation will inform the employees of new or amended Policies and Procedures.
3.08 The Corporation will provide a quarterly listing of employee
addresses to the National and Local Union.
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3.09 Substance abuse is a serious medical and social problem which can affect employees, their families and fellow workers. The Corporation and the Union actively promote and encourage early diagnosis and treatment which assists employees towards full rehabilitation.
Assistance will include referral of employees to appropriate
counselling services and/or diagnosis, treatment and rehabilitation facilities. Employees under such referral will be covered under Article 20.
It is further agreed that, prior to any introduction of legislated
requirements in Canada, the Corporation will not introduce drug or alcohol testing into the workplace.
3.10 Within sixty (60) calendar days of ratification of a new
collective agreement, the Corporation and the Union will agree to a final draft of the Collective Agreement.
3.11 Merger/Amalgamation/sale – Should the Corporation merge,
amalgamate, sell or combine any of its operations or functions with another Corporation, Company or Companies, the Employer agrees to give the Union as much notice as practically possible prior to any intent by the Employer to implement the above.
In the event that there is a merger with another Corporation,
Company or Companies, in which the covered Employees therein are represented by another Union, the representation rights and the Collective Agreement and the status quo of Unifor Local 1285 members shall be maintained in respect of those members until a final determination is made under the Labour Relations Act of Ontario or any successor organization as to the proper representation of the combined group.
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ARTICLE 4 CHECK-OFF OF UNION DUES
4.01 (a) The Corporation hereby agrees, as a condition of
employment for all its employees covered by the Bargaining Unit, to deduct Union dues or the equivalent thereof commencing with the employee's first pay period and to forward such sums of money to the Financial Secretary of the Local, together with a list of employees from whom the deductions were made and the amount, not later than the tenth (10th) day of the following month. The Corporation also agrees to deduct the Union initiation fee upon receipt of the "Authorization for Check-off of Dues” signed by the employee.
(b) The Union agrees to indemnify and save the Corporation
harmless from any claims arising out of deductions made in accordance with clause 4.01 (a) above.
ARTICLE 5 NO STRIKES OR LOCKOUTS 5.01 The Corporation agrees that it will not cause or direct any
lockout of its employees during the term of this Agreement. 5.02 The Union agrees that there will be no strike, slowdown or
stoppage of work, either complete or partial, during the term of this Agreement.
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ARTICLE 6 RESERVATION OF MANAGEMENT RIGHTS
6.01 The Corporation has and shall retain the exclusive right and
power, except as specifically modified by the terms of this Agreement, to manage its business and direct its working force including, but without restricting the generality of the foregoing; the right to hire, suspend, discharge, transfer, promote, demote and discipline employees, provided that a claim of discriminatory promotion, demotion, or transfer, or a claim that an employee has been disciplined or discharged contrary to this Agreement may be the subject of a grievance and dealt with as hereinafter provided.
ARTICLE 7 UNION REPRESENTATION
7.01 The Corporation acknowledges the right of the Union to
appoint or elect up to five (5) committeepersons, one of whom will be the Chairperson. The number of committee- persons may be altered by agreement between the parties.
7.02 It shall be the committeepersons' duty to represent
employees in presenting grievances under Article 8 - Grievance Procedure, amongst other Union Business.
7.03 (a) The Union acknowledges that the committeepersons and
Bargaining Committee representatives have regular work duties to perform on behalf of the Corporation, therefore the committeepersons and Bargaining Committee representatives shall conduct Union activities outside regular working hours except as otherwise provided for in this Agreement.
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(b) For the purpose of attending Union business pertaining to the
Corporation, the Committeeperson shall first obtain supervisory permission to leave their regular duties. It is understood that the taking of such time away from regular duties shall be kept to a minimum and that permission will not therefore be unreasonably withheld. Committeepersons shall return to their regular duties as expeditiously as possible. The Corporation reserves the right to limit such time if the time requested is unreasonable.
7.04 The Corporation will recognize a Bargaining Committee of
not more than five (5) employees and the Corporation will deal with the said Committee in all matters which are properly the subject of negotiation during the term of this Agreement. The said Committee will co-operate with the Corporation in the administration of this Agreement.
7.05 The Corporation agrees that the Bargaining Committee will
also have the assistance of a National Representative and/or the Local Union President in negotiations with the Corporation.
7.06 The Union shall notify the Corporation in writing of the names
of the committeepersons and members of the Bargaining Committee, and any changes made therein.
The Corporation shall not be required to recognize any committeeperson or Bargaining Committee member until such notification from the Union has been received.
7.07 The Corporation agrees to notify the Union in writing of the names of its personnel acting on the Bargaining Committee and any changes made therein.
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7.08 As far as possible, grievance and negotiating meetings shall take place during working hours.
The Corporation will, as far as possible, provide reasonable
notice of grievance meetings to committeepersons. Negotiating meetings will be held at times and dates mutually
agreed to by the parties. 7.09 Committeepersons, three Bargaining Committee members,
and employees presenting grievances shall receive their regular straight time rate of pay only for those hours that fall into their regular scheduled shifts while participating in grievance and negotiating meetings. Time spent beyond the scheduled shift on such matters is unpaid. All time spent at meetings with Settlement Officers or at Arbitration is unpaid.
7.10 The Corporation will provide an enclosed office equipped
with a desk, telephone, computer, printer and two (2) filing cabinets for the use of the Union Committee. The Corporation will provide bulletin boards for posting of Union notices in convenient locations on Corporation property.
7.11 It is agreed that any authorized time off taken by a Union
representative during their normal working hours pursuant to any provision in this Agreement related to Union Business will not result in a loss or reduction in pension credits. The hourly rate and all pension costs will be billed to the Union.
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ARTICLE 8 GRIEVANCE PROCEDURE
8.01 A grievance shall be defined as a complaint regarding the
interpretation, application or alleged violation of the terms and provisions of this Agreement, or a complaint that an employee has been discharged or disciplined contrary to this Agreement.
8.02 No grievance shall be considered where the circumstances
giving rise to it occurred or originated more than ten (10) full working days before the filing of the grievance, with the exception that employees who are legitimately absent from work may file a grievance within five days of their return to work, where the circumstances occurred during their absence.
8.03 Grievances arising under this Agreement shall be adjusted
and settled as follows:
Step 1: The employee shall present a grievance verbally to the immediate Supervisor alone or accompanied by a Union Committeeperson. If a satisfactory settlement is not reached within five (5) working days after the grievance has been presented to the immediate Supervisor, the grievance may be presented as follows at any time within five (5) working days thereafter.
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Step 2: A signed, dated, written statement of such
grievance shall be submitted by the Union to the second level of supervision or designate. The nature of the grievance, the Article of the Agreement that has been violated, misapplied or misinterpreted, and the relief or remedy sought shall be set out as clearly as possible in the grievance. The second level supervisor or designate shall reply in writing within five (5) working days and in the event of a satisfactory settlement not being reached, the next step in the grievance procedure may be taken any time within five (5) working days thereafter.
Step 3: The grievance shall be presented in writing, by
the Union to Management. The Union National Representative and/or Local Union President and aggrieved employee may also be present at the request of either party. Management shall give their decision in writing within ten (10) working days from the date of the presentation of the grievance.
8.04 If final settlement of the grievance is not reached at Step 3
then the grievance may be referred by the Union to Arbitration as provided in Article 9 - Arbitration, at any time within thirty (30) calendar days after the final decision is given in Step 3. If no such request for arbitration is received by registered mail within the thirty (30) calendar day time limit then the grievance shall be deemed to have been abandoned. Any verbal arrangements under this clause shall be confirmed in writing as soon as possible.
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8.05 Prior to a grievance being referred to arbitration as outlined
in 8.04 and 8.06, and within twenty (20) calendar days after the final decision is given in Step 3, the parties agree to refer the grievance to a mutually agreed upon Settlement Officer(s) as a means of resolving the grievance.
The Settlement Officer process will follow the same protocol
as outlined in clauses 9.01, 9.03, 9.04, 9.05 and 9.08 of Article 9.
The Settlement Officer has no power to impose a decision on
the parties. 8.06 Either party to this Agreement may file a policy grievance
within thirty (30) days of the occurrence of the event on which the grievance is based. A policy grievance is a grievance by one of the parties to this Agreement arising out of the interpretation, administration or alleged violation of any of the terms of this Agreement but excluding subject matter which can be presented by an employee as an individual grievance, except where there is a group of employees affected in which case the Union may file a group grievance in the same manner as a policy grievance.
A Union policy or group grievance shall be filed at Step 2 of the Grievance Procedure. A Corporation policy grievance shall be filed with the Union National Representative.
In the case of a Corporation policy grievance, the parties shall meet within five (5) working days and the Union shall reply within a further five (5) working days. Failing settlement, the Corporation may submit the grievance to arbitration within twenty-five (25) working days of the filing of the grievance.
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8.07.01 Subject to Article 10.03. no employee shall be discharged or disciplined without just cause.
8.07.02 An employee claiming that he has been discharged or
disciplined contrary to this Agreement shall, through the Union, file a signed, dated, written statement of such grievance setting out the nature of the grievance and the specific remedy sought at Step 2 of the Grievance Procedure provided such grievance is lodged with the Second Level Supervisor or designate within five (5) working days of the discharge or discipline.
8.08 Any step of the Grievance Procedure may be waived by
mutual agreement in writing between the Corporation and the Union.
8.09 Any complaint or grievance which is not commenced or
processed though the next stage of the Grievance Procedure including reference to arbitration within the time specified shall be deemed to have been dropped or considered to have been settled on the basis of the Corporation reply to the grievance. However, time limits specified in the Grievance Procedure may be extended by mutual agreement confirmed in writing between the Corporation and the Union. If no written answer has been given to the grievance within the time limits specified, the Union shall be entitled to submit the grievance to the next stage including arbitration.
8.10 Decisions arrived at between the Corporation and the Union
on the disposition of any specific grievance shall be final and binding upon the parties.
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ARTICLE 9 ARBITRATION
9.01 Both parties to this Agreement agree that no grievance shall
be submitted to arbitration unless:
(a) it is a proper subject matter of a grievance as defined in Article 8, paragraph 8.01;
(b) it has been properly carried through all the
requisite steps of the grievance procedure; (c) it has not been settled or abandoned. 9.02 A properly constituted grievance conforming with paragraph
9.01 may be referred to a single Arbitrator. Arbitrators shall be selected from a rotating panel of arbitrators, the members of which are mutually selected by both parties (See Appendix 2).
Each Arbitrator will be called upon to act on a rotation basis and the Arbitrator will be contacted to determine availability. If the Arbitrator is not available within thirty (30) days but is available at a later date, the parties may agree to accept that date or will proceed to the next Arbitrator in order of rotation in the same manner until a mutually acceptable date is agreed. In the event there is no agreement, the first available Arbitrator will be selected.
9.03.1.1 The party requesting arbitration will serve notice of intent to
arbitrate to the other party by registered mail within the thirty (30) calendar day time limit set out in Article 8, paragraph 8.04 but not thereafter.
9.04 Time limits fixed in this Article may be extended by mutual
agreement in writing between the Corporation and the Union.
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9.05 The Arbitrator shall not be authorized to alter, modify or amend any part of this Agreement, to make any decision inconsistent therewith, nor to deal with any matter not covered by this Agreement.
9.06 The decision of the Arbitrator will be final and binding upon
the parties. 9.07 In cases of grievance for discharge, or discipline, such
grievance may be settled by the Arbitrator by confirming the Corporation’s decision in discharging or disciplining the employee, or by reinstating the employee with full or partial compensation for time lost, or by any other arrangement which is just and equitable.
9.08 The Union and the Corporation will share equally the
expense of the Arbitrator. ARTICLE 10 SENIORITY 10.01 The purpose of this Article is to provide employees with as
large a measure of security as possible, based on their continuous employment with the Corporation.
10.02 Seniority is based upon the length of continuous employment
with the Corporation since the last date of hire. A seniority list which contains employees' classifications shall be posted on notice boards by the Corporation by April 1 and October 1 of each year. Copies will be sent to the Union Chairperson.
10.03 An employee shall be considered a probationary employee
during the first six (6) months since his last date of hire and shall have no seniority rights. However, management may periodically review the probationary employee and shall have the right to reduce this period of probationary service.
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A probationary employee may be discharged where, in the exclusive and unlimited judgment of the employer, the employee's performance, ability, conduct, attitude, suitability or attendance appears unsatisfactory provided that in making such decision, the employer shall do so in good faith.
10.04 On successful completion of the probationary period, an
employee shall be placed on regular staff. The employees' names shall be placed on the seniority list and their seniority shall date back to their last date of hire. Employees acquiring seniority on the same date shall be added to the seniority list in alphabetical order and for the purpose of establishing seniority, the employee's last name at the time of being placed on the list will be used.
10.05 On successful completion of the probationary period, the
employee shall have full access to the grievance procedure. 10.06 An employee shall lose seniority and status as an employee
for the following: (a) Voluntary resignation; (b) Discharge for cause;
(c) Failure to signify intention to return to work after a lay-off within five (5) working days and actually returns to work within ten (10) working days after proper notification by registered letter at the last address provided by the employee to the Corporation;
(d) Lay-off in excess of twenty four (24) months;
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(e) Absence from work without leave of absence being granted by or explanation being given satisfactory to the Corporation for continuous absence of one (1) working week or more;
(f) Retirement.
10.07 The seniority standing of an employee who may hereafter actively serve in the Canadian Armed Forces, following a declaration of war by the Government of Canada or when engaged in UN or NATO military or peacekeeping operations, shall accumulate as from the date of active service in the same manner as if they had not served. There will be no loss of sick time entitlement during the period of service.
10.08 It is understood and agreed that the skill, ability, aptitude and
efficiency of the employees concerned shall be the guiding factors in determining whether an employee is qualified to perform the work available, but where these things are relatively equal, seniority will be the determining factor. Lay-offs shall be by inverse seniority, provided the Corporation is able to maintain a qualified work force.
10.09 The Corporation will not lay-off employees as a result of the
contracting out of work.
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ARTICLE 11 JOB POSTINGS AND PROMOTIONS
11.01 It is recognized that it is the policy of the Corporation to
promote qualified regular employees from within the Corporation whenever possible.
11.02 (a) The term "vacancy" as used in this Agreement
shall be defined as any permanent job opening of more than forty (40) consecutive working days' duration. A "temporary vacancy" shall be defined as any job opening of less than forty (40) consecutive working days' duration or longer with the approval of the Union. However, vacancies of more than (40) working days caused by employees being on vacation, off sick, on Workers' Compensation, or on an approved leave of absence shall also be considered temporary.
(b) The Corporation may fill, at its discretion, a
temporary vacancy. (c) When a vacancy occurs or a new position is
created, which comes within the scope of the Agreement and which the Corporation wishes to fill, the available position shall be posted on the bulletin board for a period of ten (10) working days in order that any interested regular employee may apply in writing. The selection criteria to be used for filling the vacancy will be indicated in the posting. All internal applicants shall receive an interview.
(d) In order to be eligible for the posted vacancy, an
employee must apply in writing to the person designated on the posting within the ten (10) working day period.
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In the event an employee expects to be absent uring the period when a position will be posted they may file an advance application with the Human Resources Department indicating their desire to fill the position. If the position is posted during the employee's absence, this advance application will be considered in the same manner as any other application which may be received.
(e) In selecting a candidate to fill a vacancy or new
position within the bargaining unit, the Corporation shall consider skill, ability, qualification, aptitude and efficiency. When these factors are relatively equal, the employee with the greater seniority will be given preference.
(f) An employee, prior to transferring to a
classification that is more physically demanding than his present classification, may be required to undergo a medical examination by a physician of the employee’s choice. Medical determination of suitability for the new classification will be by the Company Doctor.
(g) The Corporation shall post the name of the
successful applicant.
(h) Copies of the postings specified in (c) and (g) above shall be mailed to the Union Chairperson on the same day as they are posted.
(i) (Notwithstanding clause 11.01, for the entry level positions listed below, internal applicants will be
considered in competition with applicants from outside the Corporation.
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'Entry Level' positions: -Janitor -General Helper -Service Centre Maintainer -All "First Year" classifications excluding senior classifications -Garage Helper -Labourer 11.03 The rate of pay for new classifications under paragraph
11.02 (c) shall be negotiated with the Union and become part of this Agreement. The Union shall respond to the Corporation’s proposal within fifteen (15) working days of notification of the proposed rate. If no response is received from the Union within this fifteen (15) day period, it will signify that the rate has been agreed to.
11.04 Relief (a) When an employee is designated to relieve in a higher
classification within the bargaining unit for two (2) consecutive hours or more in any pay period, he shall be paid the rate for that classification for all time worked in that classification. An employee is only relieving in a higher classification when the duties and responsibilities of the higher classification have been assigned to the employee by Management.
(b) When an employee temporarily accepts a position outside
the bargaining unit for a period of up to twelve months, he shall continue to accrue seniority for the period of that assignment and shall return to his previous classification upon completion of the assignment with no loss of entitlements. The term of the assignment may be extended upon mutual agreement between the parties. During this period of time the relieving employee is no longer protected
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under the Collective Agreement. It is further understood that there must be mutual agreement between the Union and the Employer when there is an assignment outside the bargaining unit that is anticipated to last less than thirty (30) calendar days.
11.05 When an employee is temporarily transferred (i.e. six (6)
months or less) to a lower classification he shall continue to receive the rate for his previous classification.
11.06 When an employee is permanently selected or assigned to a
lower paid classification, he will be paid the rate for that classification subject to Article 21, paragraph 21.02.
ARTICLE 12 HOURS OF WORK
12.01 No Guarantee
The Corporation does not guarantee to provide work to any employee for regularly assigned hours, or for any other hours.
12.02 Days and Hours of Work (a) The normal hours of work, Monday to Friday, shall be as
follows: An employee’s normal hours of work (the normal hours of his crew for that day) will not be changed by virtue of the employee being on a rest period, as outlined in Article 13.07 (i) Regular Day Shift: 0800 to 1630 (ii) Trouble Crew: Day Shift: 0800 to 1630 Afternoon Shift: 1530 to 2400
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(iii) General Helper Day Shift: 0730 to 1600 Afternoon Shift: 1200 to 2030 (iv) Mechanics & Day Shift: 0800 to 1630 Garage Helpers Afternoon Shift: 1200 to 2030 Evening Shift: 1530 to 2400
(V) Metering Afternoon Shift: 1300-2130
Employees hired prior to April 1, 2014 will be offered the afternoon metering shift on a voluntary basis. Employees hired after April 1, 2014 may be assigned the afternoon metering shift as required.
The parties may agree to vary the hours for all shifts up to one (1) hour. In the event a ten (10) hour shift is established, the parties may agree to vary the hours for all shifts up to one and a half (1.5) hours.
Employees so affected shall be given one week's notice.
All shifts include a one-half (1/2) hour unpaid lunch break.
(b) The normal hours of work for System Operators are
covered in Appendix 1.
(c) The normal hours of work for Shift Journeypersons are covered in Appendix 3.
(d) Afternoon Shift Line Crew
(1) The afternoon shift line crew will
include one (1) Journeyperson and an additional employee who carries a classification no lower than third (3rd) year lineperson apprentice.
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(2) Assignment to the shift schedule will normally coincide with the standby rotation.
(3) Management will determine and
inform the Union whether appropriate staff are prepared to volunteer for assignment to the afternoon shift for periods matching crew rotations. A minimum of four (4) volunteers are required for a workable arrangement, and if such are available the shift will be so staffed.
(4) If one of the afternoon shift
personnel has an absence of more than one day, another eligible employee will be re-assigned to cover the absence beyond the first day. Such re-assignment will be made on the day before it is to take effect. If an eligible employee volunteers to cover the vacant shift and the on-call, if coincident, such will be the preferred choice.
(5) Appropriate Staff for the afternoon
shift will not include a working foreperson, but will include qualified employees who are excused from standby because of distance of residence from the work place or subject to Article 14, paragraph 14.01(g).
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(e) Line Department Afternoon Shift and Standby schedules will be reposted four (4) weeks prior to expiry of the existing schedules.
These schedules will cover the calendar year and will not be readjusted. Vacancies will be filled from the Replacement List.
(f) Other Shift schedules will be reposted four (4)
weeks prior to expiry of the existing schedules. These schedules will cover the calendar year and will not be readjusted.
12.03 See Appendix 1 pertaining to System Operators for: 1. Definitions 2. Schedule 3. Hours of Work 4. Shift Premiums 5. Staffing 6. Pay Methods 7. Vacant Shift Coverage 8. Overtime 12.04 See Appendix 3 pertaining to Shift Journeypersons for: 1. Duties 2. Schedule 3. Hours of Work 4. Staffing 5. Pay Methods 6. Vacant Shift Coverage 7. Overtime
Note: When the Shift Journeyperson Department
outlined in Appendix 3 is staffed, the language in
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this agreement referring to the afternoon shift line crew will not apply. If the Shift Journeyperson Department outlined in Appendix 3 is not staffed, the language in this agreement referring to the afternoon shift line crew will apply.
12.05 Shift Premium
A shift premium of ten (10) percent per hour for the afternoon shift and for the night shift will be paid for all regularly scheduled non-overtime hours worked on these shifts.
12.06 Rest Periods
Employees shall be entitled to one (1) fifteen (15) minute rest period per half shift to be taken at times and places to be designated by Management. It is permissible for one (1) person to be detailed by the foreperson to leave the job to obtain coffee for the rest of the crew. Other members of the crew will take their rest period on return of that employee to the job.
12.07 Inclement Weather
During inclement weather, appropriate work and/or training will be designated by the Supervisor. The decision as to what constitutes inclement weather will be made by Management.
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ARTICLE 13 OVERTIME
13.01 The Corporation may require employees to perform overtime
work in excess of their normal assigned hours. Planned overtime work will be divided as equally as practicable among employees regularly performing the work to be done.
13.02 Overtime for all employees except Shift Journeypersons and
System Operators (see Appendix 1 and 3) will be considered to be all hours worked in excess of the normal work day and/or work week.
13.03 All planned and unplanned overtime shall be paid at double
the employee's regular hourly rate or may be taken as time off with the employee receiving two (2) hours off for each hour of overtime subject to the following:
(a) Hours may be accumulated in a bank to a
maximum of eighty (80) hours (forty (40) overtime hours).
(b) The maximum number of hours that may be taken
off under this option is eighty (80) hours per calendar year (forty (40) overtime hours). These hours may be taken off only after the approval of the supervisor and will be subject to the 50% rule that is applied to holidays. Additionally, such time taken off shall not create any overtime for other employees.
(c) Banked hours may be cashed in at any time at the
employee's request.
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13.04 Minimum Call (a) An employee called in to perform unplanned work
and who then clocks out, will be paid a minimum of two (2) hours pay at the prevailing overtime rate from the time of being called out.
(b) If employees are called in on unplanned calls less
than two (2) hours prior to their regular start time, the call-in will not be considered a minimum call and the employee will be paid for the full time between the time of being called out and the regular start time.
(c) If requested by Management, employees who are
on the premises prior to or after the regular scheduled shift may respond to unplanned calls.
13.05 (a) When employees are required to work planned
overtime the Corporation agrees to notify the affected employee no less than twenty-four (24) hours in advance of the time when the work is to be done.
(b) An employee scheduled to perform planned work
will be paid a minimum of (2) hours pay at the prevailing overtime rate except where work is contiguous to the regular shift.
13.06 In the case of planned overtime, if the arrangement is
cancelled after an employee has reported to work or less than twelve (12) hours before he is scheduled to report to work, unless the employee is notified on a regular shift which precedes the planned overtime, such employee shall be paid for four (4) hours at straight time. This will not apply to overtime continuing at the end of a shift.
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13.07 A major consideration in extensive overtime work must be
the well-being and safety of employees.
If an employee is required to work anytime during the period between midnight and 0400, the employee will be permitted an eight (8) hour rest period before being required to assume his regular duties. If any portion of the eight (8) hours occurs within his regular hours of work, that time so occurring shall, for pay purposes, be considered time worked.
Notwithstanding the above, the Corporation will grant an eight (8) consecutive hour rest period to any employee who has worked for sixteen (16) hours in a twenty-four (24) hour period. If said eight (8) hours or a portion thereof occurs within the employee's next scheduled eight (8) hours of work, that time so occurring shall, for pay purposes, be considered as time worked.
13.08 In no event shall overtime or premium compensation such as weekend and shift premiums be duplicated, compounded or pyramided.
ARTICLE 14 STANDBY 14.01 Employees designated for standby duties shall remain within
the boundaries outlined in Appendix #4 and keep the System Operators informed as to where they can be reached by telephone. Employees on standby will be supplied with a cell phone. Standby duties shall be arranged as follows:
(a) A minimum of two (2) qualified persons shall be
scheduled for standby duty as determined by Management so long as standby is required.
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(b) Standby duty week will begin on Friday at the conclusion of the normal day shift and end the following Friday at the beginning of the regular day shift. This would include 24 hours on Saturday, Sunday, and Paid Holidays.
(i) When the standby personnel are also the
after- noon shift personnel, standby duty commences at the conclusion of their scheduled shift.
(ii) When the standby personnel are other
than the afternoon shift personnel, standby duty commences at the end of the normal day shift.
(c) All qualified employees shall be required to take
their turn on standby duty in consecutive rotation as arranged by Management.
(d) (i) The standby duty week shall expire at the end
of the normal day shift on the last regular working day of the week.
(ii) Employees on standby duty may exchange
their duty week with other qualified employees, provided Management has been notified.
(e) New employees shall be required to attain
seniority status and be otherwise qualified to the satisfaction of Management before assuming standby duties.
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(f) (i) Standby pay shall be paid on the basis of one (1) hour's pay at the employee's regular straight time rate for each day of standby Monday through Friday, and at the rate of two (2) hours at the regular straight time rate for Saturday, Sunday and Paid Holidays, while designated for standby duty as provided in this Article.
(ii) The employee on standby at 0001 of any day
will be eligible to claim standby pay for that day.
(g) Employees who have at least twenty (20) years of
service may request the Corporation to remove their names from the standby rotation. Provided that the number of employees on standby does not go below sixteen (16) and that satisfactory level of service can be maintained, the Corporation will not unreasonably deny such a request.
(h) There will be two (2) additional qualified persons
scheduled for standby duty during the months of July and August (total of two (2) months). These will be on a volunteer basis and will be open to Hydro One Brampton employees first. Hydro One Brampton employees will have until June 1
st of
each calendar year to sign up for the additional weeks of standby duty. If Management is unable to get a full complement of staff by June 1
st of each
calendar year, it will fill the weeks of standby duty with Contractors.
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ARTICLE 15 LEAVE OF ABSENCE
15.01 Personal Leave
The Corporation may grant a leave of absence without pay to any employee for legitimate personal reasons. All requests and approvals for leave of absence under this article shall be in writing. Although an employee's seniority shall continue to accumulate during an approved leave of absence, the employee shall be solely responsible, on a pro-rated basis, for the premium cost of any benefits if the approved leave goes beyond ten (10) working days in a calendar year.
15.02 Bereavement Leave
(a) Employees will be allowed a leave of absence with full pay of five (5) working days in the event of death of his spouse/partner or child/step-child, parents/step-parents or parents/step-parents of spouse/partner.
(b) Employees will be allowed a leave of absence with
full pay of three (3) working days for the purpose of arranging and/or attending the funeral of a brother or sister or a relative in such employee's residence. Or, if due to distance, a memorial service is held locally on a working day, a paid leave of absence will be given for that day.
(c) Employees will be allowed a leave of absence with
full pay for one (1) working day for the purpose of arranging and/or attending the funeral, or memorial service held coincident with the death of a brother or sister in-law, grandparent, grandchild, aunt, uncle, niece or nephew of the employee or spouse/partner.
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(d) A bereavement day shall be equivalent to the employee’s regularly scheduled work day (i.e. 8, 10 or 12 hours).
(e) The Corporation agrees to grant such additional
time off without pay as it deems appropriate in extraordinary circumstances involving a member of the employee's immediate family described in clause (a) or (b) above.
15.03 Court Duty Leave
The Corporation agrees to pay the difference between an employee's regular straight time pay (excluding payment for expenses) and the amount an employee receives for:
(a) The time the employee is required to be absent
from work in order to serve on a jury, or
(b) The time spent in court because he was subpoenaed as a witness except where the employee is a party to the proceeding or is being charged.
15.04 Pregnancy and Parental Leave
Pregnancy and Parental leave shall be applied in accordance with the Employment Standards Act. The Corporation shall continue to pay employees' benefits during such leave.
15.05 Paid Education Leave
2 cents per employee per hour worked to be paid quarterly
to Unifor National, 205 Placer Court, Toronto, ON M2H 3H9.
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ARTICLE 16 PAID HOLIDAYS 16.01 (a) Provided the employees are at work on the required
shifts immediately prior to and subsequent to the holiday concerned, they shall receive payment based on their regular hourly rate of pay multiplied by eight (8) for the following holidays:
New Year’s Day Thanksgiving Day Good Friday Remembrance Day or
Floating Holiday Easter Monday ½ day before Christmas Day Victoria Day Christmas Day Canada Day Boxing Day Civic Holiday ½ day before New Year’s Day Labour Day Family Day Floating Holiday
Plus holidays declared by the Corporation
(b) Employees absent on a bona fide absence (except for
Long Term Disability, Pregnancy and Parental Leave or Long Term Leave of Absence) on the required shifts will receive holiday pay. In addition, exceptions to the above requirement that an employee must be at work on the shift prior and subsequent to the holiday may be made in special circumstances at the discretion of Management.
(c) The floating holidays are to be taken on the following basis:
1. Floaters must be taken before the end of the
current calendar year.
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2. If floaters are not booked by November 30 of the year Management will designate the days.
3. When requests are received for the floating holidays, or Remembrance Day, the Corporation will require a minimum of 50% of the workforce to work.
4. In the first calendar year of employment, an
employee will be entitled to Floating Holidays on a pro-rated basis. The calculation will be based on the number of complete months divided by 12 times 2 days (16 hours).
ARTICLE 17 RATES OF PAY
17.01 The parties agree that the rates as set forth in Schedule "A"
attached hereto shall be paid to the employees covered by this Agreement.
ARTICLE 18 VACATIONS 18.01 The Corporation recognizes the need for rest and recreation
on the part of its employees and has, therefore, provided the vacation plan outlined in the following paragraphs. Vacations are allowed as a period of change and rest for the good of the employee and the Corporation alike. Therefore, continuous service without vacation, but with extra compensation, is not regarded as good policy, and no employee may make such election.
18.02 For purposes of the administration of this Schedule, the
"Vacation year" shall be June 30 of any given year to June 29th of the following year, both dates inclusive.
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18.03 Entitlement for annual vacation shall be based on the employee's length of continuous service as of June 30 in any given year.
18.04 Employees shall be granted vacation with pay as follows:
(a) Employees with less than one (1) year of continuous service as of June 30 in any year shall receive vacation allowance according to the Employment Standards Act of the Province of Ontario.
Earned vacation, at the rate of one (1) day per month to a maximum of 10 days, must be taken.
(b) Employees with one (1) but less than two (2) years
of continuous service as of June 30 in any year shall receive two (2) weeks vacation with full pay.
(c) Employees with two (2) years but less than eight
(8) years of continuous service as of June 30 in any year shall receive a vacation of three (3) weeks with full pay.
(d) Employees with eight (8) years but less than
fifteen (15) years of continuous service as of June 30 in any year shall receive a vacation of four (4) weeks with full pay.
(e) Employees with fifteen (15) years but less than
twenty-three (23) years of continuous service as of June 30 in any year shall receive five (5) weeks vacation with full pay.
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(f) Employees with twenty-three (23) years or more of continuous service as of June 30 in any year shall receive a vacation of six (6) weeks with full pay.
18.05 (a) Full pay shall be defined as forty (40) hours at the
employee's regular straight time rate each week of vacation entitlement.
(b) If an employee has been absent for more than two
(2) weeks (excluding absences paid under the short-term sick leave plan, jury duty, workers' compensation, pregnancy and parental leave, statutory holidays and vacation) their vacation pay shall be calculated at the rate of two percent (2%) of the employee's earnings in the previous vacation year for each week of vacation entitlement. This is not to exceed the total vacation pay due under clauses 18.04 (b) to (f).
18.06 If a Paid Holiday falls within an employee's vacation period,
the employee shall be entitled to another day off with full pay. 18.07 While the Corporation will use its best efforts to provide
vacations consistent with the wishes of individual employees, employees will not necessarily be allowed to take such vacation in one (1) block of more than three (3) consecutive weeks.
18.08 Employees may carry over up to one (1) full week of their
vacation from one vacation year to another at Management's discretion provided such request does not interfere with the vacation rights of other employees in that vacation year.
18.09 In scheduling the vacation of full weeks or less (e.g. single
days) employees, preference in the choice of dates of vacations will be given to employees with the greatest
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seniority provided such selection is made by April 15th, and also provided that, in the opinion of the Corporation, it does not interfere with proper and efficient service and operations. Furthermore, requests for full weeks will be given preference over requests for less than a week, regardless of seniority.
After April 15
th only vacation requests for periods of full
weeks or less (e.g. single days) will be considered on a first come first serve basis, provided that, in the opinion of the Corporation, it does not interfere with proper and efficient service and operations.
Under normal circumstances employees will not be permitted to cancel requests made prior to April 15
th and after they
have been approved. However in extenuating circumstances (e.g. off work due to disability) requests made for vacation cancelation will not be unreasonably denied. Furthermore, it is understood that employees are entitled to cancel vacation requests made after April 15
th.
18.10 (a) The System Operators shall provide the Corporation with a minimum of ten (10) working days' notice of the proposed commencement dates of all vacation time not previously scheduled in accordance with paragraph 18.09.
(b) Extraordinary requests for vacation time to cover domestic emergencies will be considered on an individual basis.
18.11 Employees leaving the employ of the Corporation during the
vacation year will be entitled to receive vacation credit, calculated in accordance with paragraphs 18.02 and 18.03
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for the period from June 30 to the date of leaving based on the vacation entitlement as of the previous June 30.
18.12 All deductions normally made from an employee's regular
pay shall be deducted from the vacation pay. 18.13 Where an employee has established to the satisfaction of the
Corporation that they suffered a serious illness during vacation that required a minimum of two (2) days hospitalization, they shall be allowed to substitute sick leave for such days of hospitalization.
ARTICLE 19 HEALTH INSURANCE 19.01 The Corporation shall pay the full cost of the premiums of the
following Insurance Plans, which shall be subject to the terms, conditions and regulations of such plans, for all qualified full time regular employees who have completed their probationary period:
(a) Employers' Health Tax (b) The Industrial Alliance Health Plan, or equivalent
provides a eight hundred dollar ($800.00) annual cap per paramedical service per family member.
(c) Long Term Disability Plan paying 75% of regular
earnings to a maximum of $4,700 per month. (d) The Industrial Alliance Dental Plan or equivalent,
(includes check-ups every 9 months) with payments based on the current O.D.A. fee schedule (effective date of ratification).
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Effective January 1, 2015, this will change to the 2015 O.D.A. fee schedule.
Effective January 1, 2016, this will change to the 2016 O.D.A. fee schedule.
Effective January 1, 2017, this will change to the 2017 O.D.A. fee schedule.
Major restorative (caps and crowns). For each restorative work, the employee and insurer each pays 50 percent of the cost. The insurer pays a maximum of $2,500/calendar year/employee and each dependent.
Orthodontic Work. The employee and insurer each pays 50 percent of the cost. The insurer pays a maximum of $2,750 per lifetime for the employee and for each dependent.
(e) Group Life Insurance
(f) Vision Care which shall provide coverage of up to
a maximum of $375 effective April 1, 2011 and $400 effective April 1, 2013 towards the purchase of glasses for each eligible employee and insured family member over a two (2) year period.
Once per lifetime, an employee and/or insured
family members are eligible to use the balance of their current two-year allotment, combined with the following two-year allotment for the purpose of laser eye surgery (maximum total $750 effective April 1, 2011 and $800 effective April 1, 2013). The aforementioned second two-year allotment is no longer to be spent.
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Coverage of three hundred dollars ($300.00) towards the purchase of glasses shall be extended to once a year where a degenerative eye condition due to illness is substantiated by a doctor’s letter.
The period for dependent children age 18 and
under will be one (1) year, for change in prescription.
(g) Only generic drugs are covered except when
brand name drug is specifically prescribed by the doctor.
(h) Introduce a dispensing fee cap of $7.00. 19.02 The Corporation 's contribution to Health Insurance shall
cease if an employee is laid off in excess of four (4) weeks' duration.
19.03 Extended Health, Dental and Vision Care plans are to be
offered to employees (but not the surviving spouse) who retire prior to age 65, up to age 65 or death. Plan premiums to be paid 50% by the Corporation, 50% by the early retiree.
Retired employees born after April 1, 1959 are responsible for 50% of retirement life insurance premiums.
ARTICLE 20 SICK LEAVE
20.01 Regular full time employees who have completed their
probationary period shall be eligible for the following coverage during periods of sickness or non-compensable injury provided the employee has not sustained an occupational injury while working for another employer while in the employ of the Corporation:
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(a) Short Term Coverage
Short term coverage covers periods of sickness or non-compensable injury of up to seventy-five (75) consecutive working days.
(b) Long Term Coverage
Long term coverage covers periods of sickness or non-compensable injury for a period in excess of seventy-five (75) consecutive working days.
20.02 Short Term Coverage
The Corporation shall provide the following coverage in each calendar year:
(a) Employees with less than one (1) year's service as
of January 1 shall be entitled to a total of fifteen (15) working days at regular straight time pay and the balance at seventy-five percent (75%) of regular straight time pay.
(b) Employees with one (1) to two (2) years' service
as of January 1 shall be entitled to a total of thirty (30) working days at regular straight time pay and the balance at seventy-five percent (75%) of regular straight time pay.
(c) Employees with two (2) to three (3) years' service
as of January 1 shall be entitled to a total of forty-five (45) working days at regular straight time pay and the balance at seventy-five percent (75%) of regular straight time pay.
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(d) Employees with three (3) to four (4) years' service as of January 1 shall be entitled to a total of sixty (60) working days at regular straight time pay and the balance at seventy-five percent (75%) of regular straight time pay.
(e) Employees with more than (4) years' service as of
January 1 shall be entitled to a total of seventy-five (75) working days at regular straight time pay and the balance at seventy-five percent (75%) of regular straight time pay.
20.03 If January 1 falls within a period of sickness or non-
compensable injury the employee shall not be entitled to any additional sick leave at full pay for the duration of that sickness or non-compensable injury.
20.04 Long Term Coverage
The Corporation shall provide the Long Term Disability Plan in Article 19 of this Agreement commencing after the seventy-fifth (75th) consecutive working day.
20.05 As far as practicable, the Corporation will endeavour to find a
position for employees whose physical condition has been impaired by age, sickness or accident, and at a rate which is justified by the job being performed and the circumstances surrounding each individual case.
20.06 Any abuse or violation of sick leave may be subject to
discipline. 20.07 The Corporation and Union mutually recommend that all
employees have a medical examination at the proper intervals as prescribed by a doctor, on a voluntary basis. This medical service may be provided through Hydro One
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Brampton’s designated doctor or by an employee's own doctor.
20.08 The Corporation will reimburse employees for the cost of any
medical report requested by the Corporation. ARTICLE 21 INJURY ALLOWANCE 21.01 (a) Except as provided in 21.01(b), in cases covered
by the Workplace Safety and Insurance Board Act and where compensation is allowed, the Corporation will pay the employee the difference between compensation and their normal net earnings prior to their absence except in cases where disability pension is being paid by the Workplace Safety and Insurance Board.
(b) In cases where an employee is off work and is
receiving a disability pension from the Workers' Compensation Board of Ontario he shall not be eligible for the make up allowance outlined in paragraph (a) above.
21.02 In cases where an employee has been injured and returns to
work, a reasonable and suitable period of light duty work may be arranged. In the event an employee is permanently transferred to a lower paid classification as a result of an on-the-job disability they shall continue to receive the hourly rate earned immediately prior to the permanent transfer until the rate of pay for the new classification exceeds this amount.
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ARTICLE 22 PENSION PLAN
22.01 (a) The Corporation agrees to participate in the
Ontario Municipal Employees Retirement System as outlined in the Plan and will pay fifty percent (50%) of the cost of the Canada Pension Plan.
ARTICLE 23 MEAL ALLOWANCE
23.01 (a) Employees are expected to carry or provide one
meal when working on a regular scheduled shift.
(b) Employees are expected to carry or provide one meal when working on a planned overtime shift up to eight (8) hours duration, not contiguous to a regular shift.
(c) Employees called into work two (2) or more hours
prior to their normal starting time, or the starting time of planned overtime, will not be expected to carry or provide a meal.
23.02 A meal allowance will be $12.50 and a one-half
(1/2) hour unpaid break will be allowed for taking a meal.
23.03 A meal allowance will be provided and normally
taken when an employee is:
(a) called to work within two (2) hours after completing their regular scheduled shift
(b) required to continue to work two (2) hours beyond
their regular scheduled shift and for every four (4) consecutive hours of overtime thereafter
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(c) called to work more than two (2) hours and less
than four (4) hours before starting their regular shift
For circumstances not covered in (a) - (c), employees will receive a meal allowance for every consecutive four (4) hours of overtime worked.
23.04 When specifically directed by Management that it is essential
that work continues uninterrupted without a meal break, the Corporation will pay the meal allowance and one-half (1/2) hour at the overtime rate for each meal missed. If no instruction from Management is given, the employee is entitled to take an unpaid meal break or has the option of working through and being paid for all hours worked.
23.05 Lunch arrangements are for Line, Maintenance, Station
Maintenance and Forestry Crews while working away from the Service Centre.
The following two (2) choices are available and crews shall make their own decisions to suit their particular situation.
Choices:
(1) Eating on the Job
8 hour day with 15 minute paid eating time on the job. No Meal Allowance Provided. (Sanitary facilities to be provided or are available).
(2) Eating near the job at agreed Restaurant
8 1/2 hour day. Meal Allowance will be provided.
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Note: If the job is located within the no-zone identified in
Appendix 4, the crew has the choice of returning to the Service Centre or eating elsewhere. No meal allowance will be provided. Management may approve the choices for crew in other trades, as may be appropriate.
23.06 Survey & Inspections, Metering and P&C may eat on the job
as per Article 23.05 (1) above when working away from the Service Centre.
ARTICLE 24 PERSONAL TOOLS 24.01 The Corporation supplies employees with personal tools
required to carry out required duties. Employees are individually responsible for the care, maintenance and retention of these tools. Replacements will be provided for reasons satisfactory to their supervisors. The Corporation will provide a yearly tool allowance of $500 for all vehicle mechanics payable upon furnishing receipts.
ARTICLE 25 CLOTHING, FOOTWEAR AND EQUIPMENT 25.01 The Corporation shall issue without expense to an employee
whose normal duties would require their use:
(a) Rainwear, rubber boots, approved safety vest, and orange winter parka or coveralls on the approval of the Supervisor. Employees will have the choice of orange winter parka or insulated coveralls but not both.
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(b) Five fingered leather gloves for summer use, two fingered gloves for winter use, flash goggles, hard hats, spurs and belts.
(c) An initial issue of 3 orange cotton overalls or
coveralls plus 3 orange smocks and 3 long sleeve shirts and 1 hooded sweatshirt will be made available to all eligible employees. A pair of Blue F/R Pants may be substituted for a pair of overalls or coveralls. A hooded sweatshirt may be substituted for a smock. Replacements on a per garment basis will be provided for reasons satisfactory to their Supervisor.
(d) Engineering and Technical Service Technicians
will be provided with one pair of orange cotton coveralls and smock (with replacements as in (c) above).
(e) The Corporation shall provide cleaning services for
overalls or coveralls, smocks, and parkas. 25.02 The Corporation shall supply winter overshoes for
meterpersons. 25.03 (a) The Corporation shall provide, no later than April
15 each year, a voucher to be applied as a subsidy towards the purchase of CSA approved safety footwear. The voucher will have no cash value and will be for a maximum amount of $220.00 effective April 1, 2015) to Linepersons, Foresters, Heavy Duty Truck Drivers, Station Maintenance, Survey Technicians, Inspectors, Fleet, P&C Technicians and Metering and Storekeepers.
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(b) All other employees who are required to wear safety footwear shall be given a voucher worth $220.00 effective April 1, 2015: (i) upon start of employment (ii) as required and approved by Management to replace worn footwear. Worn footwear must
returned to the employee’s Supervisor to obtain new footwear.
(c) Vouchers will expire after two (2) years.
(d) After purchasing safety footwear, the balance of any voucher may be used to purchase appropriate boot accessories (e.g. boot laces, boot protectant and boot insoles).
25.04 Clothing and approved protective footwear provided for
employees by the Corporation shall be worn on the job. Employees are responsible to ensure that their appearance for work is neat and appropriate and that their safety footwear is in good condition.
ARTICLE 26 SAFETY
26.01 The Corporation will adopt the latest safety practices and use
the latest known safety equipment as recommended by the Infrastructure Health and Safety Association (IHSA) of Ontario.
26.02 In order that all of its employees may be made aware of the
precautions to be taken against accidents, the Corporation shall issue to all employees covered by this Agreement a copy of the Rule Book issued by Hydro One Brampton and the general rules and procedures therein shall be strictly adhered to.
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26.03 Management, the Union and the employees will co-operate
in the strict observance of all safety measures and rules. 26.04 Where safety glasses are required to be worn by employees
who normally wear glasses with prescription lenses, the Corporation will pay the full cost of glasses and lenses.
ARTICLE 27 PAY DAY
27.01 The Corporation agrees to the payment of wages by direct
bank deposit, on Thursday a.m. of each week. The pay period shall consist of the period ending at midnight Friday of the previous week. A statement of deposit will be made available to each employee on Thursday, no later than 4:30 p.m.
ARTICLE 28 APPRENTICESHIP PROGRAM 28.01 An employee coming within an Apprenticeship Program shall
be promoted consistent with both his abilities and successful completion of the appropriate training courses.
28.02 An employee in an Apprenticeship Program shall be
promoted when the Corporation receives notice of his successful completion of the course, and if his abilities are consistent with the level. Any increase in pay shall be retroactive to the anniversary date of entering the Apprenticeship Program or to the date his/ her abilities are determined by Management to be consistent with the level.
28.03 An employee who is unsuccessful in passing the course
may, at the discretion of the Corporation, be allowed to remain in the Apprenticeship Program. Should the employee
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be required to repeat a course, he will be required to bear the cost of the course.
28.04 The Apprenticeship Program shall commence with the initial
attendance at the appropriate formal training school. 28.05 The Corporation shall register the lineperson apprentices in
the government approved EDA lineperson apprenticeship program (434A) and shall sign a tripartite agreement between the government, the apprentice and the Corporation.
ARTICLE 29 COMMITTEES 29.01 Labour-Management Committee
The parties agree to the establishment of a Labour- Management Committee comprised of three (3) members of the Union and three (3) representatives of the Corporation. Such committee shall meet, not more than monthly, to discuss items of mutual interest except grievances. Either party to this Agreement can call a meeting of the committee.
29.02 Occupational Health & Safety Committee
(a) One Occupational Health and Safety Committee for the entire Corporation shall be formed and shall comply with all applicable legislation. The Committee will be comprised of representatives of the Unifor, IBEW and Management. Three (3) of the representatives shall be nominated by the Unifor.
(b) This committee will meet at regular intervals but in
any event, except in an emergency situation, not
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less frequently than four (4) times per year and not more frequently than once (1) per month.
(c) The committee shall determine its own rules and
procedures consistent with the applicable legislation.
(d) National Union Health and Safety Representatives
shall have access to the workplace upon request. 29.03 The parties will notify each other in writing of the respective
names of its representatives on the committees outlined in paragraphs 29.01 and 29.02.
29.04 Committee members shall receive their regular straight time
rate of pay for all time spent during the employee's regularly scheduled hours of work in Labour Management and Occupational Health and Safety Committee meetings.
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ARTICLE 30 TERM
30.01 This agreement shall take effect on the 1st day of April,
2014 and remain in full force and effect until the 31st day of March 2017 and thereafter from year to year unless terminated or amended by notice in writing, from either party within ninety (90) days prior to termination date in any year.
30.02 The parties hereto agree to meet for the purpose of
negotiations within thirty (30) days prior to the termination date, or at a time to be mutually agreed upon.
30.03 It is understood that during any negotiations following upon
notice of termination or notice of amendment, either party may bring forward counter-proposals arising out of or related to the original proposals.
DULY EXECUTED BY THE PARTIES HERETO THIS 31st DAY OF March, 2014
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As of April 1, 2015, a COLA clause comes into effect and is based on the "all Ontario" CPI Index. If the CPI rises by four percent (4%) above the April 2015 CPI index, a general wage increase of one percent (1%) will become effective on the first payroll period in the month following the month which triggered the increase. Thereafter, increase(s) will occur for each additional one full percent (1%) rise in the index above four percent (4%). The COLA will cease to operate as of March 31, 2016.
As of April 1, 2016, a COLA clause comes into effect and is based on the "all Ontario" CPI Index. If the CPI rises by four percent (4%) above the April 2016 CPI index, a general wage increase of one percent (1%) will become effective on the first payroll period in the month following the month which triggered the increase. Thereafter, increase(s) will occur for each additional one full percent (1%) rise in the index above four percent (4%). The COLA will cease to operate as of March 31, 2017. The Corporation will notify the Union of the Job Classifications into which new employees are assigned. Probationary employees will be paid the rate as set out in this schedule according to the classification into which they are hired.
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APPENDIX 1
ARTICLES PERTAINING TO SYSTEM OPERATIONS
1. Definitions (Terms) Control Centre: refers to Control Room. Shift: a scheduled period of work during the day,
afternoon or night. Journeyperson this is a Qualified Operator who has spent Operator: the required time as a Learner at any Utility and
who, by virtue of his knowledge, experience, ability and aptitude, qualifies to be promoted to the Journeyperson classification.
1st Operator: this is a Qualified Operator and when scheduled,
will be in charge of the shift and be known as the 1st Operator or D1 Operator.
2nd Operator: any Qualified Operator scheduled as the second
Operator will be known as the D2 Operator and assists the first Operator.
3rd Operator: any Qualified Operator scheduled as the third
Operator and assists the first or second Operator. This Operator will also be known as the relief Operator or D3 Operator.
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Qualified Operator: an Operator that: -has completed or is enrolled in the EDA Operator
Training Program -has passed a Hydro One Brampton Test
pertaining to the operation of the Hydro One Brampton System.
-has spent a minimum of two (2) years as a Learner Operator with any utility or is deemed qualified by Management*.
-is capable of assuming a shift without supervision *(Management will consult with the Union but retains the final decision authority) Standby Operator: any Qualified Operator may be designated for
standby duties as per Article 14.01. Learner Operator this is an Operator who has not yet qualified to
work a shift without supervision. Having an Operator on standby duty shall qualify as supervision.
Cycle: refers to the time period when a schedule
repeats. This will vary depending on the work schedule in effect and the number of staff on rotation.
Zero Time Balance: The point of zero (0) time balance is the time at
which each Operator has worked an average of forty (40) scheduled hours per week, including sick time, statutory holidays, vacation and approved leave of absence, etc., over the previous six (6) month schedule.
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Shift Transfer This is an allowance in lieu of the time Provision: required to transfer information at shift change. This allowance will be added to the time bank as follows:
- 20 hours for Operators working a full shift rotation during the previous six (6) month period.
- 12 hours for all other Operators. Short Notice Any shift that has an Operator absent Vacancy: without any previous arrangement. Schedule: A schedule is made up of eight (8) hour shifts, ten
(10) hour shifts, twelve (12) hour shifts or any appropriate combination.
Time Bank: This is the time that each Operator has
accumulated in lieu of overtime and the time credited for Statutory Holidays falling on days off. This time may be used by an Operator subject to Management approval. This approval may be rescinded to cover for vacations or unexpected absences.
2. Schedule: (a) Operators have the opportunity to formulate a new shift
schedule, subject to the concurrence of the Corporation.
Such a proposal shall be supported by a two-thirds majority of the rotating shift Operators before it is presented to the Corporation for approval.
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(b) A six (6) month or a one (1) year work schedule that follows
zero (0) time balance every six (6) months shall be posted prior to June 1st and six months thereafter if needed. The schedule will indicate the days and hours of work for each Operator. Each Operator will work an average of 40 hours per week for each six (6) month schedule.
(c) The afternoon and night shift will be staffed in the following
order: - By a Qualified Operator
- By a Learner Operator or others to perform the minimal duties of silencing alarms, calling in operators and answering phones
(d) The Corporation recognizes that under normal circumstances,
a minimum of two (2) qualified Operators are required to cover the Day Shift, Monday through Friday. The Day Shift on weekends and Statutory Holidays inclusive of any utility designated Statutory Holidays, will be covered by one qualified Operator.
(e) A continuous interval of work, for an Operator, will not be
permitted to exceed sixteen (16) hours, and no Operator may make such election. A minimum rest period of eight (8) hours must be taken before such sixteen (16) hours interval can be repeated. The portion of the rest period that extends into their next regular scheduled shift will be paid at straight time rates to a maximum of four (4) hours.
This sixteen (16) hour interval can be extended under extreme emergencies and subject to agreement by the Operators and the Corporation.
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(f) Should an existing schedule result in symptoms of fatigue that
may compromise the safety of employees or result in reduced efficiency or increased overtime, then either party to this agreement can request a return to a more appropriate schedule. This new schedule will be posted upon mutual agreement, as soon as possible. Such time will not exceed four (4) weeks.
3. Hours of Work: (a) Hours of work are consecutive, with lunch eaten on Corporation
time. (b) Hours of work for Learner Operators will be determined by the
Corporation. Learner Operators may be assigned to any shifts. (c) For pay purposes the work week shall be from Friday 23:01 to
Friday 23:00. (d) Normal hours of work for the various shifts shall be as follows:
For Twelve 07:00 hrs.-19:00 hrs. hour shifts 19:00 hrs.-07:00 hrs. For Ten 07:00 hrs.-17:00 hrs. hour shifts For Eight 07:00 hrs. - 15:00 hrs. hour shifts 08:00 hrs. - 16:00 hrs. 15:00 hrs. - 23:00 hrs. 23:00 hrs. - 07:00 hrs.
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4. Staffing: (a) Changes in the schedule brought about by staff turnover will be
posted at least two (2) weeks before the new schedule is introduced. In this case, previously approved vacation periods will be upheld, provided that such arrangements do not interfere with the continued operation of the Control Centre.
(b) A full complement of Operators will be a minimum of seven (7)
Operators. (c) Qualified Operators will be required to take their turn on standby
duty so long as standby is required. Standby hours will be for all hours not covered by a Qualified Operator.
5. Pay Methods: (a) In any pay period, each Operator will be paid a basic forty (40)
hours as well as any overtime and premium payments earned in that pay period. It is recognized that more or less than forty (40) hours regular scheduled time may be worked during a pay period. All regular scheduled time in excess of forty (40) hours in a pay period will be paid at the regular straight time rates.
(b) In the event an employee leaves the Operating Department, a
balance of regular scheduled hours will be struck at the end of the last day, and his pay adjusted accordingly. Any excess hours owing to the employee will be paid at straight time rates.
(c) All qualified Operators will claim their twelve (12) hour Statutory
Holiday pay, Article 16.01, on the actual date of the Holiday, and not on a lieu day or a utility designated Statutory Holiday if the Holiday falls on a Saturday or Sunday.
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(d) When an Operator works a regularly scheduled shift on a
Statutory Holiday (not a utility designated Holiday) he shall be paid the Statutory Holiday pay plus Double Time.
(e) When an Operator does not work on a Statutory Holiday he will
be paid the Statutory Holiday pay. (f) At the scheduled zero time balance, any unscheduled hours in
excess of 36 hours in the time bank will be paid out at straight time. The Operator may also choose to cash out any hours in excess of 36 hours at any time.
(g) The Employer shall pay to shift workers working the rotating
shift an additional shift premium on basic hourly rates as follows:
For Weekends: 25% (beginning on Friday night @ 23:00 hours, ending on Sunday night @ 23:00 hours).
For Weekday night shifts: 10% (beginning @ 19:00 hours, ending at 07:00 hours only).
Operators working on overtime shall not be entitled to any shift premiums. The shift premium only applies to hours worked. The shift premium will not apply to any hours off work (e.g. sick leave, vacation, etc.). 6. Vacant Shift Coverage: (a) The Relief Operator would be used to cover vacant shifts during
the work week of Monday to Friday, inclusive.
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(b) Given twenty-four (24) hours notice, the hours of work of a Relief Operator may be changed within the calendar day he is scheduled to work.
(c) Given seven (7) working days' notice, the hours of work of a
Relief Operator may be changed to a regularly scheduled "day off" within the work week of Monday to Friday inclusive. When such changes are necessary, the Relief Shifts will be rescheduled to allow the Relief Operator a minimum of two (2) consecutive days off within the same pay week, and a minimum of eight (8) hours will be maintained between rescheduled shifts.
(d) When a Qualified Operator is absent from his scheduled shift on
a short notice basis, within the same day, leaving the Shift void of a Qualified Operator, the vacancy shall be:
(i) assumed by the Standby Operator (ii) assumed by an off-duty Operator (iii) split between the Qualified Operators of the
previous and subsequent shift. (e) For a four (4) or five (5) Operator work schedule, only one (1)
Operator can be on vacation at any one time. (f) For a six (6) or seven (7) Operator work schedule, only two (2)
Operators can be on vacation at any one time. (g) Notwithstanding clauses (e) and (f) additional Operators may be
granted vacation, provided work requirements can be met at no additional cost to the Corporation.
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7. Overtime: (a) Overtime for an Operator will be considered to be all hours
worked in excess of the employee's scheduled shift with the exception of Relief Shifts.
(b) If an Operator wishes, he will be permitted to either receive
overtime pay for working overtime or have the equivalent time credited to his time bank. It is also permissible for an Operator to receive overtime pay for only part of the overtime hours and to credit the balance to his time bank.
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APPENDIX 2
In accordance with Article 9.02 the following make up the rotating panel of arbitrators. Tim Armstrong Peter Barton Norm Jesin David Kates
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Appendix 3 was made obsolete effective (April 3, 2008). However, during 2008 negotiations the parties agreed to maintain the appendix in the collective agreement in the event the parties subsequently agree to reactivate it. Appendix 3 can only be reactivated by mutual agreement.
SHIFT DEPARTMENT APPENDIX 3 1. Definitions (Terms)
Job Classification - Shift Journeyperson
The Department will be staffed with a three crew roster, each crew consisting of two Line Journeypersons. (A) Successful applicants will be chosen based on seniority
with Hydro One Brampton be they Journeypersons or Forepersons. Also the job posting will state clearly that the term in the Shift Department will be on a yearly basis using the bidding process.
A person entering the Shift Department must do so the first shift of the work cycle. A person leaving the Shift Department can only do so at the completion of the last day of the work cycle.
(B) Staff assigned to work under this appendix will be required
to attend all required scheduled training and monthly meetings.
(C) Staff assigned to work under this appendix will be subject
to crew rotations as determined by Management.
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Duties: - as defined in Job Postings -
See Shift Journeyperson Classification on separate sheet.
2. Schedule (a) The Corporation will give the Shift Journeypersons the
opportunity to formulate a new shift schedule, subject to the concurrence of the Corporation, and the Union will be informed accordingly.
(b) i) A six month work schedule shall be posted four
weeks in advance of the following dates: May 1st (Summer Schedule) and November 1st (Winter Schedule)
ii) For each six month work schedule, each Shift Journeyperson will work an average forty hours per week.
iii) The Summer Schedule will run from the point of
zero time balance closest to May 1st and the Winter Schedule will run from the point of zero time balance closest to November 1st.
iv) A schedule will be made up of ten hour shifts in
accordance with clause 3 below.
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3. Hours of Work (a) Hours of work are consecutive, with lunch eaten on
Corporation time with no specific meal break or time provided. Should Management deem it necessary for work to continue without any break whatsoever in emergency situations the crew will be paid 1/2 hour at the overtime rate.
(b) For pay purposes, the work week shall be from Friday
Midnight to Friday Midnight. (c) The normal hours of work for Shift Journeypersons will be
as follows: Monday to Friday Day Shift: 0630-1630 hours 10 hour shift Afternoon Shift: 1500-0100 hours 10 hour shift Saturday and Sunday
Day Shift: 0700-1700 hours Statutory Holidays 0700-1700 hours
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4. Staffing
(a) The Shift Department will be staffed by six Shift
Journeypersons. Staffing will be in accordance with Article 11. (b) Employees in the Shift Department may exchange shifts with
other members in the department, provided Management has been notified.
(c) Employees in the Shift Department will not be on the Standby
Roster or the Planned overtime list.
(d) Changes in the schedule brought about by staff turnover will be posted at least two weeks before the new schedule is introduced. In this case, previously approved vacation periods will be upheld, provided that such arrangements do not interfere with the continued operation of the Shift Department.
(e) If Management is unable to get a full complement of six staff, it
will revert to Contractors and the afternoon shift as per current collective agreement.
5. Pay Methods
(a) In any pay period, each Shift Journeyperson will be paid a basic
forty hours as well as any overtime and premium payments earned in that pay period. It is recognized that more or less than forty hours regular scheduled time may be worked during a pay period. All regular scheduled time in excess of forty hours in a pay period will be paid at the regular straight time rates.
(b) In the event an employee leaves the Shift Department, a
balance of regular scheduled hours will be struck at the end of the last day, and his pay adjusted accordingly. Any excess hours owing to the employee will be paid at straight time rates.
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(c) All Shift Journeypersons will claim their 8 hour Statutory Holiday Pay, Article 16.01, on the actual date of the Holiday, and not on a lieu day if the Holiday falls on a Saturday or Sunday.
(d) When a Shift Journeyperson works a regularly scheduled shift
on a Statutory Holiday he shall be paid the Statutory Holiday pay plus Double Time.
(e) When a Shift Journeyperson does not work on a Statutory
Holiday he will be paid the Statutory Holiday pay and will be allowed a day off in lieu to be included in the zero time balance.
6. Vacant Shift Coverage
(a) Vacancies on day shifts may be filled by employees from the
Line Department as required. (b) Initial vacancies on weekends and afternoon shifts will be filled
from the Standby List. (c) Given twenty-four hours notice, continuing vacancies will be
filled by the scheduled day shift Shift Journeyperson(s). (d) A Shift Journeyperson shall provide the Corporation with a
minimum of ten working days notice of the proposed commencement dates of all vacation time not previously scheduled in accordance with paragraph 18.09.
Note: The 50% guide will be used in approval of vacations.
(e) For extended absences we will ask for Volunteer Shift
Journeypersons from the replacement list for this shift. (f) Line staff covering Shift Department vacancies due to illness or
vacation will be paid at the Shift Journeyperson rate.
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7. Overtime
Overtime for a Shift Journeyperson will be considered to be all hours worked in excess of the employee's scheduled shift with the exception of rescheduled shifts. Any rescheduled hours worked in excess of the original scheduled hours will be paid at the overtime rate.
Shift Journeyperson Classification A posting for this position will include, in a list of duties, the following activities:
- respond to trouble calls and perform repairs to the system as directed by the Control Room Operator and the On-Call Supervisor. This work may include additional personnel if required
- take out and restore customer stations for regular
maintenance and during emergency situations - perform switching for other crew(s) and for planned work - perform a variety of "planned" or "unplanned" jobs that can
include Capital or Maintenance work.
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APPENDIX 4
Area 4C will encompass Rockwood, Acton and Nobleton.
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Hydro One Brampton 175 Sandalwood Pkwy West Brampton, Ontario L7A 1E8 Tel: (905) 840-6300 www.HydroOneBrampton.com
03/31/14 - reissued 03/31/11 - reissued 04/01/08 - reissued
04/01/05 - reissued 04/15/02 - reissued 11/04/85 - original C.A.W. - T.C.A. Canada 205 Placer Court North York, Ontario M2H 3H9 Attention: Paulo Ribeiro, National Representative Service Department Dear Sir/s: LETTER OF UNDERSTANDING - CONTRACTING OUT
This letter shall serve to confirm our understanding reached during negotiations regarding the integration of contractors into our own line crews. Normal practice will be to make up line crews of either our own employees or contractors, not a mixture of both. However, in the event that situations arise that require the integration of contractors or combination of contractors' crews with our own crews, management will discuss the situation and the need for integration with the Union.
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DULY EXECUTED BY THE PARTIES HERETO THIS 31st DAY OF March 2014
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Hydro One Brampton 175 Sandalwood Pkwy West Brampton, Ontario L7A 1E8 Tel: (905) 840-6300 www.HydroOneBrampton.com
03/31/14 - reissued 03/31/11 - reissued 08/01/08 - reissued
04/01/05 - reissued 04/15/02 - reissued 07/24/87 - original C.A.W. - T.C.A. Canada 205 Placer Court North York, Ontario M2H 3H9 Attention: Paulo Ribeiro, National Representative, Service Department Dear Sir/s: LETTER OF UNDERSTANDING - LONG TERM DISABILITY This letter shall serve to confirm our understanding reached during negotiations regarding Long Term Disability Coverage. If there is a delay in the Insurer's L.T.D. payments being received by an employee such that it causes hardship, the Corporation will, upon request, provide a short term loan up to three months of the expected L.T.D. payment.
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DULY EXECUTED BY THE PARTIES HERETO THIS 31st DAY OF March 2014
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Hydro One Brampton 175 Sandalwood Pkwy West Brampton, Ontario L7A 1E8 Tel: (905) 840-6300 www.HydroOneBrampton.com
03/31/14 - reissued 03/31/11 - reissued 04/01/08 - reissued
04/01/05 - reissued 04/15/02 - reissued 03/26/98 - original 03/26/98 - original C.A.W. - T.C.A. Canada 205 Placer Court NORTH YORK, Ontario M2H 3H9 Attention: Paulo Ribeiro, National Representative, Service Department Dear Sir/s: LETTER OF UNDERSTANDING - CONDENSED WORK WEEK
This letter will serve to confirm our understanding reached during negotiations that Article 12.02(a) will be superseded as follows: All full-time employees except Shift Journeypersons and Control Room Operators will have the option, on a voluntary basis and where it is operationally feasible within the department, to elect to work a condensed work week. The existing five (5) day work week of eight (8) hours/day, five (5) days/week may be condensed into a four (4) or four and one-half (4 1/2) day work week, or any variation thereof. The start time shall be no earlier than 7 a.m. and the normal work day may not end later than 6:30 p.m. Lunch will be thirty (30) minutes except as allowed under
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this collective agreement. Two (2) examples of a condensed work week could be as follows: PATTERN MONDAY TUESDAY WEDNESDAY THURSDAY FRIDAY
4-10 HR DAYS 10 10 10 10 OFF 4-9 HR DAYS & 9 9 9 9 4 1-4 HOUR DAY
Days off will be scheduled and approved by each department Supervisor and such time off shall be granted in one consecutive block of time. The level of customer service must be no less than present arrangement at all times. A condensed work week will not be applicable during weeks containing statutory holidays or where scheduled vacation does not permit. Regular condensed work week start times may be continued during weeks containing a statutory holiday, but only by those whom already work the condensed work week. Sick leave, vacation time and bereavement leave will be taken as per the scheduled condensed work week hours. Where at all possible, dental and medical appointments should be scheduled outside of the employees' scheduled working hours. Vacation requests take precedent over the condensed work week, provided that the employee has not already started working a condensed work week. Coffee breaks cannot be used to bank time credits. Should overtime be required contiguous to a regular shift, a meal will be allowed after the employee has completed ten (10) hours of regular and overtime hours combined.
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Any difficulties arising out of the condensed work week must be worked out by the employees experiencing the difficulties. Either party may terminate this letter with thirty (30) days notice. DULY EXECUTED BY THE PARTIES HERETO THIS 31st DAY OF March 2014
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Hydro One Brampton 175 Sandalwood Pkwy West Brampton, Ontario L7A 1E8 Tel: (905) 840-6300 www.HydroOneBrampton.com
#4 03/31/14 - reissued 03/31/11 - reissued 04/01/08 - reissued 04/01/05 - reissued 04/15/02 – original C.A.W. - T.C.A. Canada 205 Placer Court NORTH YORK, Ontario M2H 3H9 Attention: Paulo Ribeiro, National Representative, Service Department Dear Sir/s: LETTER OF UNDERSTANDING – LINE STAFFING
This letter shall serve to confirm our understanding reached during negotiations regarding Line Staffing. Unless renewed by the parties this letter of understanding expires on March 31, 2017 It is understood that on or before March 31, 2017 should the total number of Unifor represented positions in the Lines Department fall below 45 positions, additional staff will be hired to increase the complement to 45 positions so long as there are contract staff performing line work.
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It is understood that the Lines Department shall include the employees in the following jobs: Linepersons, Forepersons, Apprentices, Truck Drivers and Shift Department. DULY EXECUTED BY THE PARTIES HERETO THIS 31st DAY OF March 2014
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Hydro One Brampton 175 Sandalwood Pkwy West Brampton, Ontario L7A 1E8 Tel: (905) 840-6300 www.HydroOneBrampton.com
#5 03/31/14 - reissued 03/31/11 - reissued 04/01/08 - reissued 04/01/05 - reissued 04/15/02 - original C.A.W. - T.C.A. Canada 205 Placer Court NORTH YORK, Ontario M2H 3H9 Attention: Paulo Ribeiro, National Representative, Service Department Dear Sir/s: LETTER OF UNDERSTANDING – ARTICLE 10.08
During the term of the Collective Agreement the parties will meet to develop a process and language to replace Article 10.08. The process will identify which classifications can be displaced by other classifications during a lay off. If there is no agreement, the provisions of Article 10.08 shall apply as in the current agreement.
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DULY EXECUTED BY THE PARTIES HERETO THIS 31st DAY OF March 2014
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Hydro One Brampton 175 Sandalwood Pkwy West Brampton, Ontario L7A 1E8 Tel: (905) 840-6300 www.HydroOneBrampton.com
#6 03/31/14 - reissued 03/31/11 - reissued 04/01/08 - reissued 04/01/05 - reissued 04/15/02 - original C.A.W. - T.C.A. Canada 205 Placer Court NORTH YORK, Ontario M2H 3H9 Attention: Paulo Ribeiro, National Representative, Service Department Dear Sir/s: LETTER OF UNDERSTANDING – 7/24 COVERAGE SHIFT DEPARTMENT
Should the need arise to introduce 7/24 coverage by the Shift Department the parties have agreed to meet and discuss such coverage. Implementation of 7/24 shifts by staff covered by this collective agreement shall only be upon mutual agreement by both parties.
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DULY EXECUTED BY THE PARTIES HERETO THIS 31st DAY OF March, 2014
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Hydro One Brampton 175 Sandalwood Pkwy West Brampton, Ontario L7A 1E8 Tel: (905) 840-6300 www.HydroOneBrampton.com
#7 03/31/14 - reissued 03/31/11 - reissued 04/01/08 - reissued 04/01/05 - original C.A.W. - T.C.A. Canada 205 Placer Court NORTH YORK, Ontario M2H 3H9 Attention: Paulo Ribeiro, National Representative, Service Department Dear Sir/s: LETTER OF UNDERSTANDING – STANDBY
Notwithstanding Article 14.01, this letter will be in effect upon ratification of April 2008 collective agreement unless otherwise revoked as per (h): 14.01 A new area, 4c has been added and will encompass
Rockwood, Acton and Nobleton. Employees designated for standby duties shall remain within the boundaries outlined in Appendix #4a and 4b (employees residing in area 4b shall receive a maximum of 25 minutes travel time payment) and keep the System Operators informed as to where they can be reached by telephone. Employees designated for standby who reside in area 4c may stay at their residence while on standby at the discretion of
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management. Employees who reside within area 4c will receive the same treatment as Standby employees who reside in area 4b with the following exception:
i. A standby employee who resides in area 4c can only be on Standby with an employee who resides in area 4a.
Employees on standby will be supplied with a cell phone.
Standby duties shall be arranged as follows:
(a) A minimum of two (2) qualified persons (at least one shall reside within area 4a) shall be scheduled for standby duty as determined by Management so long as standby is required. Management may, at its discretion, allow two individuals who reside in area 4b to be scheduled for standby duty.
(b) Standby duty week will begin on Friday at the
conclusion of the normal day shift and end the following Friday at the beginning of the regular day shift. This would include 24 hours on Saturday, Sunday, and Paid Holidays.
(i) When the standby personnel are
also the afternoon shift personnel, standby duty commences at the conclusion of their scheduled shift.
(ii) When the standby personnel are other than the afternoon shift personnel, standby duty commences at the end of the normal day shift.
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(c) All qualified employees shall be required to take their turn on standby duty in consecutive rotation as arranged by Management.
(d) (i) The standby duty week shall expire at
the end of the normal day shift on the last regular working day of the week.
(ii) Employees on standby duty may
exchange their duty week with other qualified employees, provided Management has been notified.
(e) New employees shall be required to attain
seniority status and be otherwise qualified to the satisfaction of Management before assuming standby duties.
(f) (i) Standby pay shall be paid on the basis of
one (1) hour's pay at the employee's regular straight time rate for each day of standby Monday through Friday, and at the rate of two (2) hours at the regular straight time rate for Saturday, Sunday and Paid Holidays, while designated for standby duty as provided in this Article.
(ii) The employee on standby at 0001 of any
day will be eligible to claim standby pay for that day.
(g) Employees who have at least twenty (20) years of
service may request the Corporation to remove their names from the standby rotation. Provided a satisfactory level of service can be maintained, the
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Corporation will not unreasonably deny such a request.
(h) Either party may terminate this Letter of
Understanding no earlier than December 31, 2005 provided thirty (30) days notice is given.
DULY EXECUTED BY THE PARTIES HERETO THIS 31st DAY OF March 2014
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Hydro One Brampton 175 Sandalwood Pkwy West Brampton, Ontario L7A 1E8 Tel: (905) 840-6300 www.HydroOneBrampton.com
#8 03/31/14 - reissued 03/31/11 - reissued 04/01/08 - original C.A.W. - T.C.A. Canada 205 Placer Court NORTH YORK, Ontario M2H 3H9 Attention: Paulo Ribeiro, National Representative, Service Department Dear Sir: LETTER OF UNDERSTANDING – CASUAL TIME This letter shall serve to confirm our understanding reached during negotiation regarding casual time. Unless renewed by the parties, this letter of understanding expires on March 31, 2017. Booking Casual Time: Employees on a 35-hour work week will be able to bank up to thirty-five (35) casual time hours. There will be a minimum of a half-hour for each booking. Employees on a 40-hour work week will be able to bank up to forty (40) casual time hours. There will be a minimum of a half-hour for each booking. All banked casual time will be offered at straight time only.
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Supervisory Approval: All requests to bank and use casual time will be subject to the immediate Supervisor’s approval. All requests to bank “on” and “off” time must be in writing to the immediate Supervisor. Supervisors will base their approval on the employees work schedules to ensure ample employee coverage in their department. Any casual hours carried over to the next year will reduce the employees’ bank by an equal amount. Casual Time vs. Vacation: Vacation will take precedence over casual time when there is a conflict in booking. Casual time can only be cashed out at Management’s discretion. DULY EXECUTED BY THE PARTIES HERETO THIS 31
st DAY OF
March 2014
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Hydro One Brampton
175 Sandalwood Pkwy West Brampton, Ontario L7A 1E8 Tel: (905) 840-6300 www.HydroOneBrampton.com #9 03/31/14 - modified 03/31/11 - original C.A.W. - T.C.A. Canada 205 Placer Court NORTH YORK, Ontario M2H 3H9 Attention: Paulo Ribeiro, National Representative, Service Department Dear Sir: LETTER OF UNDERSTANDING – Condensed Work Week (10 Hour Days) Management may implement condensed work week schedules (Monday to Thursday and/or Tuesday to Friday) for the Lines department. All members of the Lines Department will be on the condensed work week. During the crew change from (May through August) of each year, management may implement the 4 X 10hr day work week schedule. All members will work a 4x10 schedule of Monday to Thursday for two (2) months and Tuesday to Friday for two (2) months. This change will take effect at the midway point of the crew change. All members on either Mondays or Fridays off will still be eligible for weekend work.
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All employees on 10 hour days will still be expected to do their own standby calls and afternoon shift as per both schedules. Employees working the afternoon shift will work a 5 X 8hr day work week. 50% rule will apply to each work group (Monday’s off/Friday’s off) only half of the total number of employees in each work group can be off on vacation at one time. Management may cancel the 4x10 schedule and revert to a 5x8 schedule with four (4) months notice. During weeks containing statutory holidays or utility designated statutory holidays, 5x8 hour schedule will apply (8 hour days). All time off will be credited for pay purposes on an hour-for-hour basis, such that a 10-hour day off (e.g. sick, vacation, etc.) will be deducted as 1.25 days from the appropriate entitlement. DULY EXECUTED BY THE PARTIES HERETO THIS 31
st DAY OF
March 2014