Collective Agreement

between

Ontario Public Service Employees Union on behalf of its Local 631

and

Canadian Mental Health Association· Cochrane· Timiskaming

DURATION: April 1, 2019 - March 31, 2023

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Sector 18 6-631-10239-20230331-18

TABLE OF CONTENTS

ARTICLE 1 - PURPOSE ............................................................................................................ 3

ARTICLE 2 - RECOGNITION AND DEFINITIONS ..................................................................... 3

ARTICLE 3 - MANAGEMENT RIGHTS ...................................................................................... 6

ARTICLE 4 -APPLICATION ...................................................................................................... 7

ARTICLE 5 - UNION SECURITY ............................................................................................... 7

ARTICLE 6 - REPRESENTATION .............................................................................................. 8

ARTICLE 7 - LABOUR/MANAGEMENT COMMITTEE. .............................................................. 9

ARTICLE 8 - HEAL TH AND SAFETY COMMITTEE .................................................................. 9

ARTICLE 9 - HARASSMENT AND SEXUAL HARASSMENT .................................................. 11

ARTICLE 10 - NO DISCRIMINATION ...................................................................................... 11

ARTICLE 11 - NO STRIKES NOR LOCKOUTS ....................................................................... 11

ARTICLE 12 -GRIEVANCE PROCEDURE ............................................................................. 12

ARTICLE 13-ARBITRATION .................................................................................................. 13

ARTICLE 14-SENIORITY ....................................................................................................... 14

ARTICLE 15- LOSS OF SENIORITY ...................................................................................... 17

ARTICLE 16- LAYOFF AND RECALL. .................................................................................... 18

ARTICLE 17 - PROMOTIONS, JOB POSTINGS, TRANSFERS, VACANCIES AND

PROCEDURES ........................................................................................................................ 21

ARTICLE 18 - JURY DUTY/CROWN WITNESS LEAVE ......................................................... 22

ARTICLE 19- PREGNANCY/PARENTAL /ADOPTION LEAVE ............................................... 23

ARTICLE 20 - HEAL TH CARE LEAVE ..................................................................................... 25

ARTICLE 21 - BEREAVEMENT LEAVE ................................................................................... 26

ARTICLE 22 - UNION LEAVE AND POSTINGS ...................................................................... 27

ARTICLE 23-TRAVEL EXPENSES ........................................................................................ 28

ARTICLE 24- PERSONAL LEAVE .......................................................................................... 29

ARTICLE 25 - EDUCATION LEAVE ........................................................................................ 30

ARTICLE 26 -ADDITIONAL LEAVES ...................................................................................... 31

ARTICLE 27 - DISCIPLINE, EMPLOYMENT RECORDS ......................................................... 31

ARTICLE 28- SALARIES AND WAGES ................................................................................. 32

ARTICLE 29 - HOURS OF WORK ........................................................................................... 33

ARTICLE 30 - OVERTIME AND LIEU TIME ............................................................................. 34

ARTICLE 31 - VACATIONS .................................................................................................... 35

ARTICLE 32 - PAID HOLIDAYS ............................................................................................... 36

ARTICLE 33 - BENEFITS ........................................................................................................ 38

ARTICLE 34 - PENSION PLAN ............................................................................................... 38

ARTICLE 35-COPIES OF AGREEMENT AND DISTRIBUTION ............................................. 39

ARTICLE 36-SEVERABILITY OF TERMS ............................................................................. 39

ARTICLE 37 - TERM OF AGREEMENT .................................................................................. 39

ARTICLE 38- GENERAL PROVISIONS ................................................................................. 39

ARTICLE 39 - TECHNOLOGICAL CHANGE .......................................................................... .40

LETTER OF UNDERSTANDING RE: ON-CALL DUTY ........................................................... .41

LETTER OF UNDERSTANDING RE: LABOUR MANAGEMENT TRUCE ............................... .43

LETTER OF UNDERSTANDING RE: RESTRUCTURING DUE TO RECOVERY CHANGE

MODEL IMPLEMENTATION ................................................................................................... .45

LETTER OF UNDERSTANDING RE: JOINT BENEFITS COMMITTEE ................................... .47

LETTER OF UNDERSTANDING RE: HOOPP ......................................................................... .48

SCHEDULE A-WAGE GRIDS ................................................................................................ 49

SCHEDULE B - VACATION ENTITLEMENTS- FULL-TIME PERMANENT EMPLOYEES ...... 53

SCHEDULE C - SCHEDULE OF BENEFITS ............................................................................ 54

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ARTICLE 1 - PURPOSE

1.01 The purpose of this Agreement is to establish and maintain a harmonious orderly collective bargaining relationship between the Employer, the Union and the employees of the Bargaining Unit as well as to provide for the prompt and equitable disposition of grievances and to establish and maintain hours of work, wages and working conditions.

ARTICLE 2 - RECOGNITION AND DEFINITIONS

2.01 The Employer recognizes the Ontario Public Service Employees Union as the sole and exclusive bargaining agent of all employees of Canadian Mental Health Association-Cochrane-Timiskaming Branch in the District of Cochrane, Timiskaming and the City of Temiskaming Shores, save and except program Managers and persons above the rank of program Managers, information technologists and executive assistants, human resources, accounting, payroll/accounting, team leads and financial assistants.

2.02 It is agreed and understood that employees not covered by the terms of this Agreement, save and except team leads, will not perform duties normally assigned to those employees who are covered by this Agreement except for the purposes of instruction, absences and to assist in client matters when regular employees are not available or require additional support.

For clarity, it is agreed and understood that the number of team leads will be restricted to the extent that no additional Bargaining Unit work assumed by any team lead will cause the layoff and/or reduction of hours of any Bargaining Unit member.

2.03 Wherever applicable, in this Agreement the singular shall include the plural.

2.04 Any expression of the male gender shall also include the female gender in its application, and vice versa.

2.05 Casual Employee:

A casual employee is one of less than full or part-time status who has no guarantee of work beyond the current hiring which could be for an hour(s), day(s), week (s) and can be terminated at any time without notice by the Employer and such termination shall not be subject to the grievance procedure or arbitration procedure. It is agreed and understood that a casual employee will not be used where a part-time employee is qualified in the judgment of the Employer and available to fill the vacant position and/or time slot which the Employer intends to fill. Notwithstanding the above, a casual employee will have the right to post for any internal position and have limited access to the grievance and arbitration procedure in matters related to alleged breaches of the job posting provisions; compensation and/or alleged statutory breaches only.

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2.06 Full-time Permanent Employee:

A full-time permanent employee is one who has completed the probationary period and is regularly scheduled to work seventy (70) hours every two (2) weeks, save and except the positions of Residential Support Worker which is regularly scheduled to work seventy-two (72) hours every two (2) weeks. It is agreed and understood that employees are not guaranteed hours of work where the inability to provide work is the result of a power failure, fire, flood and/or any other act outside the control of the Employer and an alternate work location is not an option or available as determined by the Employer.

2.07 Part-time Permanent Employee:

A part-time employee is one who has completed the probationary period and is regularly scheduled to work twenty-four (24) hours or less per week.

2.08 Temporary Employee:

A temporary employee is one who is hired to replace an employee who will be on an approved leave of absence, or to perform a special non-recurring task. This term may be shortened by the Employer at the Employer's discretion or extended with the mutual agreement of the Union. In any event, the period of employment of such persons will not exceed the absentee's leave, except to facilitate the absentee's return from leave (e.g., during a transition period or while the absentee is on modified work). The release of such persons shall not be the subject of a grievance or arbitration where such release is the result of the incumbent returning from leave. The Employer will outline to employees selected to fill such temporary vacancies and to the Union, the circumstances giving rise to the vacancy and the special conditions relating to such employment. A temporary employee shall not post for any other temporary position during the currency of the temporary period save and except where a new temporary position becomes available within twenty-one (21) calendar days of the end of the current temporary assignment. Nevertheless, in the event the temporary employee is a successful candidate the temporary employee shall complete the temporary assignment before assuming the new temporary position at the discretion of the Employer.

2.09 Employee Representative:

Any member or representative of the Ontario Public Service Employees Union as identified in writing to the Employer by the Union.

2.10 Employer:

The Board of Directors of the Canadian Mental Health Association­Cochrane-Timiskaming Branch.

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2.11 Group Grievance:

A complaint common to two (2) or more employees, made in writing, concerning a working condition or term of employment that is applicable to employees covered by this Agreement.

2.12 Grievor:

A person who has filed a grievance under this Agreement.

2.13 Overtime:

Time worked in excess of forty (40) hours in each week as authorized by the Employer and shall be calculated at time and a half (1 %) and such time may be placed in a bank.

2.14 Lieu Time:

Lieu time means time worked in excess of thirty-five (35) hours per week but less than overtime hours as stipulated in this Agreement and calculated at straight time as authorized by the Employer and such time shall be placed in a bank.

2.15 Student:

Any person who is in full time attendance at a secondary or post-secondary institution and who is hired as a temporary employee for a school vacation period or semester period under a co-operative education program or from time to time to perform special projects. The wage rate shall be determined at the discretion of the Employer subject to legislation. A student's employment may be terminated at any time without recourse to the grievance procedure or arbitration. It is agreed and understood that the use of students will not result in the reduction of hours to an employee.

2.16 Vacancy:

Any unoccupied position in the Bargaining Unit of the Employer.

2.17 Volunteers:

Members of the community who offer their time for the benefit of both the Association and/or its client, save and except clients of the Association, and which time shall not be paid. It is agreed and understood that the use of volunteers will not result in the reduction of hours to an employee.

2.18 Except where otherwise provided for in this Agreement expressions used in this Agreement have the same meaning as given them in the Ontario Labour Relations Act.

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2.19 Probationary Employee:

A probationary employee is a new hire who has had less than nine hundred and ten (910) hours of service with the Employer after which their continuous services shall date from the original hiring date. The employment of a probationary employee may be terminated by the Employer at any time during the probationary period if in the judgment of the Employer the probationary employee has failed to meet the standards set by the Employer and is considered to be not satisfactory and in such instance of termination the probationary employee will not have access to the grievance procedure or arbitration procedure. Notwithstanding the above, the Employer's discretion must be exercised in good faith, without discrimination and in a non-arbitrary fashion. Any dispute that the Employer has not acted as above may be the subject of grievance. During the probationary period, employees shall be entitled to all rights and benefits of this Agreement, except as otherwise herein provided.

ARTICLE 3 - MANAGEMENT RIGHTS

3.01 The Union and its members recognize and acknowledge that it is the exclusive function of the Employer, except where expressly limited in this Agreement, to maintain order, discipline and efficiency; to hire, discharge, lay-off, classify, direct, transfer, promote, demote, establish job classifications, determine qualifications for job classifications and schedule; to recruit, examine, select, evaluate, train, re-evaluate, re-train, assign, re-assign and transfer; and to generally to manage the Canadian Mental Health Association-Cochrane-Timiskaming Branch (the "CMHA-CT"). Without restricting the generality of the foregoing, it is the Employer's right: to determine the work to be done; the methods, standards and schedules of operations; services to be rendered; techniques, work procedures and the type of equipment or technology to be used; the number of persons to be employed; the process and control of the work to be done; contract out work; set quality and quantity standards; change, combine or abolish job classifications or departments; determine the standards of performance required; determine qualifications of an employee to perform any particular job; require medical examinations related to safety, work performance, accommodation and/or potential accommodation; to reduce the work force, number of hours to be worked including reduction of working hours within the organization, department or job by day or week or any other periods; to determine starting and quitting times; to determine when overtime shall be worked; to determine financial policies including general accounting procedures and client relations; and to make rules, regulations and policies concerning the practices and procedures.

3.02 The Employer agrees that it will not exercise discipline up to and including termination of any employee without just cause. A claim by an employee that he/she has been disciplined without just cause may be the subject of a grievance in accordance with both the grievance procedure and arbitration procedure outlined in this Agreement.

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ARTICLE 4 - APPLICATION

4.01 The provisions of this Agreement apply to the Union, employees, and the Employer.

ARTICLE 5 - UNION SECURITY

5.01 The Employer will supply the Local President or alternate with the names of any new employees in the Bargaining Unit. The Employer shall allow all new employees the opportunity to meet with a Union Representative within a reasonable amount of time which will normally be within two (2) weeks of the date of their hire. This meeting may occur on the CM HA-CT property during working hours and shall not exceed fifteen (15) minutes in length.

5.02 The Employer agrees to provide each new employee with a copy of the Collective Agreement and to advise them as to the name of the Union Representative.

5.03 The Union shall inform the Employer, in writing, of the authorized monthly deduction to be checked off for each employee. The amounts specified shall continue to be deducted until changed by further written notice to the Employer.

5.04 The Employer agrees to deduct on a monthly basis from the wages due to each employee covered by this Agreement from commencement of employment, a sum equal to the regular Union dues payable by the members of the Union. In addition, the Employer shall deduct Union dues from any retroactive wage payments. The Employer shall remit the total amount of such deductions to the Accounting Department of the Union at 100 Les mill Road, North York, Ontario, not later than the fifteenth ( 151h) day of the following month that the deductions were made. The remittance shall be accompanied by a list of the names, addresses and social insurance numbers of the employees from whose wages the deductions have been made and such information shall only be used for the declared intended purposes. The list shall clearly indicate changes in employment status for promotion, demotion, termination and leaves of absence.

5.05 The Employer shall commence deduction of Union dues effective the date of ratification of this Collective Agreement and/or the date going forward, as applicable.

5.06 The Employer agrees that at the same time that Income Tax (T-4) slips are made available, the Employer will provide each person in the Bargaining Unit a T-4 slip for income tax purposes showing the amount of dues deducted in the previous year.

5.07 The Union shall indemnify and save harmless the Employer, its agents and/or employees acting on behalf of the Employer from any and all claims which may be made against the Employer arising from or in any way related to deductions made from the pay of an employee directed or authorized by

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the Union and/or arising out of the collection or attempted collection, custody and/or account of such authorized dues.

ARTICLE 6 - REPRESENTATION

6.01 The Employer agrees to recognize Union Stewards elected or selected from Bargaining Unit members.

6.02 The Union acknowledges that the Steward has regular duties to perform on behalf of the Employer. In a situation which requires a Steward's attention during working hours, the Steward shall not leave his/her regular duties without first obtaining the permission of the Employer. It is understood that the taking of such time away from regular duties shall be kept to a minimum and that permission is subject to the discretion of the Employer, which permission will not be unreasonably withheld. There shall be no loss of regular earnings while attending to such requested duties.

6.03 If permission is granted the matter will be dealt with expeditiously and the Steward shall report to his/her immediate Supervisor or designate immediately upon his/her return. The Employer reserves the right to limit such time. It is further understood that the processing of a grievance shall not interfere with the regular conduct of business including the servicing of clients.

6.04 Union shall notify the Employer, in writing, of the name(s) of the Stewards and committee members. The Employer shall not be required to recognize any Steward or committee member until such notification from the Union has been received.

6.05 The Employer recognizes a Negotiating Committee comprised of up to six (6) employee representatives of the Union for the purpose of negotiating a renewal agreement. The Employer agrees to pay employee members of the Negotiating Committee for straight time wages lost from their regularly scheduled working hours spent in direct face to face negotiations for a renewal agreement up to the point of conciliation. It shall be the Negotiating Committee's function to meet with the Employer to amend or to negotiate the renewal of this Agreement. The Employer and the Union agree that in respect of the Negotiating Committee referred to in Article 6.05, in the event the Union requests a leave of absence (at its own expense) for the Negotiating Committee members pursuant to Article 22.01 in advance of negotiations for the renewal of the Collective Agreement to attend bargaining training and caucus day(s), the total number of employees permitted to be off work at any one time shall be six (6) employees. The parties further agree that all of the provisions of Article 22.01 shall otherwise apply to such leave.

6.06 The Union shall notify the Employer in writing of the names of the members of the Union Negotiating Committee at the time of their appointment and the Employer shall not be required to recognize any committee member until it has been notified.

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6.07 a) At the time formal discipline is imposed or at any stage of the grievance procedure an employee shall have the right to the presence of their Union representative. In the case of suspension or discharge, the Employer shall notify the employee of this right in advance.

b) Where the Employer deems it necessary to suspend or discharge an employee, the Employer shall notify the Union of such suspension or discharge at or before advising the employee and in writing within one ( 1) day of the decision to suspend or discharge such employee.

ARTICLE 7 - LABOUR/MANAGEMENT COMMITTEE

7.01 To resolve any problems that may arise and to consider and make suggestions and recommendations for their resolution to their respective parties, the Employer and the Union shall establish a Joint Committee comprised of four (4) appointees representing the Employer and four (4) appointees representing the Union, to meet three (3) times annually. An Employer representative and a Union representative shall act as Co-Chairs and hold the responsibility for chairing the meetings and minute taking. Notwithstanding the above, the parties may schedule additional meetings if necessary providing both the Employer and the Union mutually agree.

7.02 Ten (10) days prior to any meeting of the Joint Committee, the representatives of the Employer and the Union shall advise each other in writing of the matters they wish to place on the agenda for discussion. The Labour Management Committee shall not have jurisdiction to amend Collective Agreement nor to address grievances. Notwithstanding the foregoing, the Labour Management Committee may create Letters of Understanding to supplement the Collective Agreement.

7.03 Union Committee members will not suffer any loss of pay for time spent at these meetings.

7.04 At the request of either the Employer or the Union, the Executive Director and the Union Local President, or either of their designates, agree to meet for up to two (2) hours each month in order to discuss labour relations matters, including but not limited to measures to increase the effectiveness of the Labour-Management meetings, to review potential joint training opportunities and other measures the parties can take to improve labour relations. The Local President or designate shall not suffer any loss of wages during such meetings.

ARTICLE 8 - HEAL TH AND SAFETY COMMITTEE

8.01 The Executive Director (or designate) may close any or all of the Branch sites due to inclement weather or other unsafe conditions in accordance with CMHA-CT policy.

8.02 The Employer and the Union acknowledge and agree that they have formed

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a Health and Safety Committee and that:

a) all rights, privileges, and obligations established under the Ontario Occupational Health and Safety Act, as amended in respect of occupational health and safety shall form part of this Collective Agreement;

b) reasonable steps, procedures, and techniques will be implemented to prevent and/or reduce the risk of workplace injury; and,

c) there shall be a Health and Safety Committee consisting of four (4) representatives from the Union; four (4) representatives for the Employer including a non-Bargaining Unit representative. This committee shall meet once every three (3) months or as required.

8.03 Should an office closing be called, every attempt will be made to notify employees. In addition, the Executive Director (or designate) will ensure that local radio stations are advised of the office closing in accordance with CMHA-CT policy.

8.04 During an office closing, unless otherwise requested, employees are not expected to travel into work. Such absence from work will be deemed an excused absence and employees will be paid their scheduled hours of work.

8.05 Due to the nature of CMHA-CT services, employees may be required to remain at their work locations to perform essential services. Employees fulfilling any such essential responsibilities at the time when an office closing is declared may be required to remain at work and will be compensated in lieu time.

8.06 During an office closing, employees usually scheduled to work are expected to remain available to work and will keep their Program Manager or designate informed of a contact number. CMHA Cochrane-Timiskaming Branch reserves the right to call any employee to work should conditions improve throughout the day. Such call to work will be deemed to be part of the normal scheduled working day constituting a regular pay day and employees will not be entitled to any premium payout.

8.07 In the event of official road closure(s) stipulated by the OPP or Ministry of Transportation making it impossible for the employee to attend at work via such route, the employee is expected to make every reasonable effort to find and use an alternate route to attend at work and shall notify the Supervisor of the road status. In the event that attending at work due to road closure(s) and /or alternate routes remain impossible for the employee to attend at work, the employee may request approval to use the lieu/overtime bank, vacation, if any, or leave without pay for such time away from work due to road closure(s).

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ARTICLE 9 - HARASSMENT AND SEXUAL HARASSMENT

9.01 The Union and the Employer recognize the right of employees to work in an environment free from harassment including personal harassment, bullying and sexual harassment, and agree that such harassment will not be tolerated in the workplace and shall be dealt with in accordance with Employer policy.

ARTICLE 10 - NO DISCRIMINATION

10.01 The Employer, employees and the Union agree to conduct their affairs in accordance with the Ontario Human Rights Code and agree that there shall be no discrimination, interference, restriction, coercion, harassment, bullying, intimidation or any disciplinary action exercised or practiced against any employee because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offences, family status, marital status or disability.

10.02 The Union agrees that there will be no discrimination, interference, restriction, coercion, harassment, bullying exercised or practiced upon employees of the Employer by any of its members or representatives. As such, conduct which can be construed as any of the above, including harassment or bullying will not be condoned and may be the subject of discipline up to and including termination.

10.03 Further, the Union agrees there will be no solicitation for membership or other Union activity on the premises of the Employer during an employee's working hours except as otherwise provided in this Agreement. The Employer agrees that there will be no discrimination against any employee by reason of membership or activity in the Union.

10.04 The parties agree that there shall be no intimidation, interference, restriction or coercion exercised or practiced against employees of the Employer, members of the Bargaining Unit or representatives of the Union by either the Employer, the Union, employees, members of the Union or representatives of the Union as applicable for any reason including the exercise of any member or employee of any right under this Agreement.

ARTICLE 11 - NO STRIKES NOR LOCKOUTS

11.01 The parties agree that there shall be no strike or lockout during the term of this Collective Agreement. "Strike" or "lockout" shall be defined as per the Ontario Labour Relations Act, as amended.

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ARTICLE 12 - GRIEVANCE PROCEDURE

12.01 For the purpose of this Agreement, a grievance or complaint is defined as a difference arising either between an employee and the Employer or between the parties hereto relating to the interpretation, application, administration or alleged violation of this Agreement.

12.02 Step One:

The parties agree that it is of the utmost importance to address grievances fairly and promptly. Prior to instituting the formal grievance procedure, the aggrieved employee shall first discuss her complaint or difference with his/her immediate Manager within fourteen (14) calendar days of the incident giving rise to the complaint or difference. The Manager shall provide a verbal response to the complaint or difference within seven (7) calendar days of receiving it.

12.03 Step Two:

If the employee is dissatisfied with the Manager's disposition of the complaint at step 1, the grievance shall be presented to the Manager of Human Resources or designate within fourteen (14) calendar days of receiving the response under step 1 or, if no response was received, within fourteen (14) calendar days of the date on which the response should have been received. The grievor and the Manager of Human Resources or designate shall meet within fourteen (14) calendar days of the presentation of the grievance. The Manager of Human Resources or designate shall answer the grievance in writing within seven (7) calendar days of the meeting.

12.04 Step Three:

If no settlement is reached at step 2, the grievor may, within fourteen (14) calendar days of receiving the reply under step 2 or, if no reply was received, within fourteen (14) calendar days of the date on which the reply should have been received, request in writing a meeting with the Executive Director or his/her designate to discuss the grievance. The grievor and the Executive Director or his/her designate shall meet within fifteen (15) calendar days of the submission of the request. The Executive Director or his/her designate shall render a decision in writing within fourteen (14) calendar days of the meeting.

12.05 Policy Grievance:

Where any difference arises between the Employer and the Union with respect to the interpretation, application, administration, or alleged violation of this Agreement, the Union or the Employer may initiate a grievance at step 3 of the grievance procedure within twenty (20) calendar days of the incident giving rise to the grievance. The Union may not by-pass the grievance procedure by instituting a policy grievance directly

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affecting an employee or employees who could have filed the grievance themselves on their own behalf.

12.06 Group Grievance:

Where a number of employees have identical grievances, and each one would be entitled to grieve separately, they may present a group grievance, in writing, identifying each employee who is grieving to the Employer or designate, within fourteen (14) calendar days after the circumstances giving rise to the grievance have occurred. The grievance shall be treated as being initiated at step 2 of the grievance procedure and the applicable provisions of this Article shall then apply with respect to the handling of such grievance.

12.07 An employee who is dismissed may file a grievance at step 2 of the grievance procedure within fourteen (14) calendar days of the date of the dismissal.

12.08 All agreements reached under the grievance procedure between the representatives of the Employer and the representatives of the Union will be final and binding upon the Employer, the Union, and the employee or employees involved.

12.09 A grievance shall be in writing on a form provided by the Union and signed by the grievor. The grievance shall specify the provisions of the Agreement allegedly violated, contain a brief description of the facts relied upon, and indicate the remedy sought. In the event of a grievance by the Employer, the grievance shall be in a form determined by the Employer but containing the same information as described herein.

12.10 An employee may be accompanied and assisted by a Steward at any step of the Grievance Procedure.

12.11 It is agreed that the time limits in the grievance procedure herein and under Article 13 - Arbitration are mandatory. Any complaint or grievance which is not commenced or processed through the steps of the grievance procedure and those of Article 13 - Arbitration within the specified time limits shall be deemed to have been abandoned. However, the Employer and the Union may extend the time limits specified in the grievance procedure by mutual agreement in writing.

ARTICLE 13 - ARBITRATION

13.01 a) Failing settlement under the foregoing grievance procedures any grievance may then be submitted to arbitration as hereinafter provided under its own distinct arbitral procedure.

b) In the event a matter is referred to arbitration, such matter shall be submitted within fifteen (15) calendar days of the step 3 response.

c) When either party requests that any matter be submitted to arbitration

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as provided in this Article, it shall make such request in writing addressed to the other party of this Agreement and at the same time propose the names of sole arbitrators. Within fifteen (15) calendar days thereafter, the other party shall respond by agreeing to one of the sole arbitrators proposed, or by providing alternate sole arbitrators that it would be agreeable to. If the parties are unsuccessful in agreeing upon an arbitrator within a period of twenty (20) calendar days of the response of the responding party, either party shall have the right to request the Minister of Labour for Ontario to appoint an arbitrator.

13.02 Except where otherwise agreed to by the parties, no person may be appointed to arbitrate the matter if they have been involved in an attempt to negotiate or settle the grievance.

13.03 The Arbitrator shall not be authorized to make any decisions inconsistent with the provisions of this Agreement, nor to alter, modify, add to, or amend any part of this Agreement.

13.04 No matter may be submitted to arbitration which has not been properly carried through all requisite steps of the grievance procedure hereinbefore set out.

13.05 The decision of the Arbitrator will be final and binding upon the parties hereto, and the employee or employees concerned.

13.06 Each of the parties hereto will share equally the fees and expenses, if any, of the Arbitrator.

13.07 Wherever Arbitrator or sole Arbitrator is referred to in this Agreement, the parties hereto may mutually agree, in writing, to substitute an Arbitration Board for the Arbitrator at the time of reference to arbitration and the other provisions referring to a sole Arbitrator shall appropriately apply. In such a scenario, each of the parties will appoint a nominee, who shall appoint a chairperson. Each of the parties hereto will bear the expenses of the nominee appointed by it, and the parties will share equally the fees and expenses, if any, of the chairperson of the Arbitration Board.

ARTICLE 14 - SENIORITY

14.01 Seniority for each permanent full-time employee is expressed in hours and based upon the length of continuous full-time employment with the Employer since the last date of hire where one (1) full year is equivalent to one thousand eight hundred and twenty (1820) hours.

14.02 Seniority for each part-time employee and casual employee is based upon the number of hours worked with the Employer since the last date of hire with the Employer where one (1) full year is equivalent to one thousand eight hundred and twenty (1820) hours excluding overtime.

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14.03

14.04

14.05

14.06

14.07

14.08

14.09

Seniority as referred to in Article 14.05 shall be applied in determining the order of layoff and recall of employees pursuant to Article 16 (Layoff and Recall), save and except with respect to casual employees where seniority shall be solely applied to the job posting provisions as referred to in Article 2.05.

No employee shall earn more than one (1) year's seniority in a twelve (12) month period regardless of the number of hours actually worked.

The Employer shall maintain an up to date list showing the date upon which each member's service commenced. A copy of the seniority list shall be posted in the general office and sent to the Union twice per year prior to January 31st and prior to July 31st, in each calendar year.

With the written consent of the Employer, the probationary employee and the President of the Local or designate, such probationary period may be extended. Any extension agreed to will be in writing and will specify the length of the extension.

Upon successful completion of the probationary period, the employee shall become a regular full-time employee, a regular part-time employee or a temporary employee (whichever the case may be based on their offer of employment) and shall receive credit for his/her accumulated regular hours of work from his/her most recent date of hire with the Employer. The regular full-time employee shall then become entitled to all benefits and pension subject to the terms and conditions of the Benefit Insurance Plans and Pension Plan, respectively.

Upon successful completion of the probationary period, the regular full-time and/or regular part-time employee's name shall be placed on the respective full-time or part-time separate seniority lists. The list shall indicate in order of their seniority the employee's name, classification, accumulated seniority hours and their date of last hiring. The Employer will post the seniority lists to allow employees to review, dispute and/or settle any inaccuracies in such lists within thirty (30) calendar days of the posting. After thirty (30) calendar days, the seniority standing so established shall be recognized and shall not be challenged.

An employee with his/her consent transferred to a position outside of the Bargaining Unit to fill a position on a temporary basis shall continue to accumulate seniority while holding the transferred position outside the Bargaining Unit pending return to the Bargaining Unit. In such case, the transfer shall be no longer than fifteen (15) months. When the transferred employee at any time is returned to the Bargaining Unit, he/she shall return to his/her immediate previous position or be placed in a position consistent with his/her classification and seniority. It is agreed that an employee who has filled in for said transferred employee will be filling in on a temporary basis and will return to his/her previous position when the employee is transferred back into the Bargaining Unit. At all times while the employee retains a right to return to th~ Bargaining Unit pursuant to this Article, the employee shall continue to pay Union dues.

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14.10 In the event the successful candidate is selected to fill a permanent position outside the Bargaining Unit, the candidate will have a trial period of three (3) months during which the Employer will determine if the employee can satisfactorily perform the job. Within this period the employee may voluntarily return or be returned by the Employer to the position formerly occupied. In either event, the employee will retain and continue to accumulate seniority during the trial period. The vacancy resulting from the posting may be filled on a temporary basis until the trial period is completed.

14.11 An employee shall maintain and accumulate seniority under the following conditions:

a) While he/she is actively at work for the Employer after he/she has completed his/her probationary period as set out in Article 14.08 above.

b) When on leave of absence with pay;

c) When he/she is unable to perform his/her work for the Employer by reason of injury arising out of and in the course of his/her employment for the Employer and for which he/she is receiving compensation under the provisions of the Workplace Safety and Insurance Act or when he/she is unable to perform his/her work by reason of illness or disability. In either event no employee will maintain and accumulate seniority indefinitely and any such accumulation and/or maintenance will be subject to limitations in law and accommodation obligations.

d) When on pregnancy or parental leave or adoption leave in accordance with the Employment Standards Act;

e) When taking vacation days, sick time, statutory holidays, bereavement leaves, jury duty service days;

f) When on Union leave as stipulated in this Agreement

g) When a permanent employee is a successful candidate filling either a temporary position outside the Bargaining Unit or a permanent position outside the Bargaining Unit during a trial period.

h) When a permanent employee is a successful candidate filling a temporary position within the Bargaining Unit.

Notwithstanding the foregoing, it is agreed and understood that employees hired as temporary employees do not have seniority.

14.12 Where an employee moves from full-time status to part-time, temporary or vice-versa, the employee shall retain the accumulated seniority hours attained at the date of transfer and accumulate future seniority in accordance with the new status.

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14.13 Where two (2) or more employees have the same number of seniority hours, seniority shall be determined based on the employee's date of last hiring. In the event they have the same number of hours worked and the same date of hire, seniority shall be determined in alphabetical order based on the employee's last name at the time of hire.

ARTICLE 15 - LOSS OF SENIORITY

15.01 Seniority rights shall cease and employment will be terminated for any of the following reasons:

a) Voluntary resignation. An employee shall be deemed to have resigned or quit including engaging in any of the following:

i) the employee gives written notice of her desire to leave the Employer's employment;

ii) the employee is absent for more than three (3) consecutive work days without notifying the Employer unless a satisfactory reason in the judgment of the Employer is given; or,

iii) the employee fails to report for work at the expiration of a leave of absence without a satisfactory reason in the judgment of the Employer or the employee accepts full-time gainful employment while on a leave of absence without first obtaining the consent of the Employer in writing which shall not be unreasonably denied.

b) Discharge for just cause and not reinstated through the grievance procedure or arbitration procedure.

c) If an employee is laid off for a period of twenty-four (24) months.

d) The employee fails to advise the Employer within three (3) calendar days of his/her intention to report to work and/or fails to return to work within seven (7) calendar days of recall to his/her last known address or phone number on the Employer's records as provided in Article 16.14 (Layoff and Recall). The period referred to above shall be extended where sufficient reason, in the judgment of the Employer, has been provided to the Employer.

e) If an employee retires.

f) The employee uses a leave of absence for a purpose other than that for which it was granted.

15.02 It shall be the duty of an employee to notify the Employer promptly of any change of address. If an employee fails to give the Employer such notification, the Employer shall not be responsible for the failure of any and all notices to reach such employee. All notices shall be confirmed in writing

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by registered mail.

ARTICLE 16 - LAYOFF AND RECALL

16.01 A notice of layoff shall be given in accordance with the terms of the Employment Standards Act.

16.02 The Employer may layoff one (1) or more employees upon providing not less than twenty-one (21) calendar days' written notice prior to the effective date of the layoff. All employees shall be selected to be laid off or recalled on the basis of their seniority on the seniority list relative to other employees in the position, with the more junior employee to be laid off first and recalled last.

a) An employee notified that he/she is to be laid off shall have the right to bump an employee with less Bargaining Unit seniority in accordance with the following:

i) the least senior person in a lower or equivalent position within his/her classification in his/her home site;

ii) if no positions are available within the home site within his/her classification, the employee shall be entitled to bump the least senior person at the site of the employee's choice who is in a lower or equivalent position agency-wide within his/her classification; and,

iii) if no positions are available agency-wide within his/her classification, the employee shall be entitled to bump any lower or equivalent classification within the employee's home site;

In each case, provided that the employee has the requisite skill, ability, qualifications, and experience to perform the available work, there shall be a maximum of two (2) bumps for each layoff. Where no bumping opportunities are available or where a laid-off employee requests, the employee shall be laid off instead of bumping into an alternate role.

It is understood that for the purposes of this Article each location shall be considered a "site", except that the Englehart location and the New Liskeard location shall be treated as one "site" and the Matheson location and the Timmins location shall be treated as one "site".

A bumping employee shall advise the Employer of his/her bumping preferences within seven (7) calendar days of receiving the notice of layoff. In all cases, where a vacancy exists which the Employer intends to fill and which the bumping employee has the requisite skill, ability, qualifications and experience, that vacancy shall be deemed to be the employee's preference within the home site. For the purposes of layoff, such application of seniority shall not be a means for promotion of the affected employee(s).

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b)

c)

Employees who are laid off shall be placed on a recall list and shall retain but not accrue seniority for twenty-four (24) months after which seniority is lost.

The right of recall shall cease twenty-four (24) months after the date of layoff and the employee shall lose all seniority and be deemed terminated at that time.

16.03 A copy of any notice of layoff shall be provided to the Union at least on the same day that it is provided to the affected employee.

16.04 a) Alternatively, a full-time or part-time employee who has completed the probationary period and who is laid off in accordance with this Agreement may elect to accept a termination package in the amount of two (2) weeks regular wages in a non-overtime work week multiplied by the number of the employee's years of service and portions thereof to a maximum of thirty-six (36) weeks less statutory deductions and such calculation of years of service shall be calculated from the last date of hire to the date of layoff.

b) An employee who elects at any time during the recall period prior to being recalled to terminate her employment shall be entitled and receive the termination package at which time the employee's name shall be removed from the recall list, the employee shall relinquish any seniority rights as well as the right to be recalled to employment and the Employer shall have no further obligation with respect to such employee.

c) It is agreed and understood that any termination package provided in accordance with this article is inclusive of the employee's entitlements to termination pay and severance pay, if any, under the Employment Standards Act.

16.05 An employee who has not received a notice that they are to be laid off under this Article may offer to the Employer that she be selected to be laid off and, in the case that the Employer accepts that offer, the offering employee will, notwithstanding anything to the contrary contained in this Agreement, be deemed to be properly laid off without the right to displace a more junior employee.

16.06 Notwithstanding Article 16.15 and subject to both statute and this Agreement, in the event of a layoff of an employee or other period of inactive employment including any kind of leave of absence in which the employee is entitled to receive and pay his/her share of insured benefit premiums, the Employer shall pay its share of the insured benefit premiums up to the end of the month following the month in which the layoff, leave or other period of inactivity commenced.

16.07 Notwithstanding Article 16.15, the employee may continue to pay the full premium cost of a benefit or benefits for up to a further two (2) months, if permitted by the insurer. Such payment can be made through express

19

arrangement with the Employer, provided that the employee informs the Employer of his/her intent to do so at the time the layoff, leave or other period of inactivity commences and arranges with the Employer the appropriate payment schedule.

16.08 lnsurability and the eligibility of any particular claim shall be subject to the insurance plan(s) and the decision of the insurer.

16.09 Subject to Article 16.02, an employee on layoff possessing the necessary skills, ability and qualifications to perform the work available in the judgment of the Employer shall have a right of recall for alternative positions which become available during the layoff, in reverse order of layoff. Nevertheless, on accepting or refusing any position on recall other than the original position from which the employee was laid off, it is agreed and understood that the employee does not waive her right of recall to the original position should it become available within twenty-four (24) months of the original layoff.

16.10 a) Subject to the layoff and recall provisions of this Agreement, an employee on layoff shall be given an opportunity of recall to a position within her classification prior to an Employer hiring a new employee for the position.

b) Prior to commencing layoffs, the Employer shall release all casual or temporary employees in addition to the requirements of Article 16.02 subject to the operational efficiency of the Employer as determined by the Employer.

c) Before any layoffs of Bargaining Unit employees take place employees in acting assignments shall be returned to their home positions subject to the operational efficiency of the Employer as determined by the Employer.

16.11 In the event a probationary employee is laid off, the probationary employee shall be deemed to be terminated with no right of recall.

16.12 In matters of mass layoffs as set out in the Employment Standards Act, a Labour/Management Committee meeting shall be scheduled to explain reasons for layoff, the method of implementation and what assistance the Employer can give employees seeking new employment. The Employer will provide a current seniority list at the Labour/Management Committee meeting.

16.13 Vacation and sick leave accrue based on actual time worked. Accordingly, an employee on layoff shall not accrue vacation and sick leave while on layoff. Vacation and sick leave shall be prorated based on time worked.

16.14 When employees are to be recalled by the Employer, they shall be notified by Registered Mail, Courier or Priority Mail to their last place of residence known to the Employer and a copy of the same will be provided to the Union. It shall be the responsibility of the employee to keep the Employer advised of his/her current address. The Employer shall not be liable for failure of

20

notice pursuant to the terms of this Agreement to reach the employee in the event that such employee has not kept the Employer advised of his/her address. If the employee fails to report to work within seven (7) calendar days after the delivery or receipt of such notice, whichever is greater, the employee shall be deemed to have quit.

16.15 Other than the right of recall and notwithstanding Articles 16.06 or 16.07, an employee on layoff shall not be entitled to any of the benefits in this Agreement under Articles 32 and 33.

16.16 In the event that the LHIN, MOHL TC and/or any other funder requires changes to the services provided by the Employer or if the Employer determines that operational cha.nges are required to meet service requirements and/or operational needs, and the Employer anticipates that such change to the services or such operational change will result in layoffs within the Bargaining Unit, the Employer agrees to meet with the Union as soon as possible to advise the Union of such changes and the impact of such changes on Bargaining Unit members in advance of the implementation of such changes.

ARTICLE 17 - PROMOTIONS, JOB POSTINGS, TRANSFERS, VACANCIES AND PROCEDURES

17.01 Where a vacancy occurs, or a new position is created within the Bargaining Unit, which the Employer intends to fill, notice of the position shall be posted on the bulletin board or boards provided on the premises for that purpose and a copy sent to the Union for a minimum of ten (10) calendar days. The notice shall set out the job description, the qualifications required, the wage rate, the deadline for applications, and the person to whom applications are submitted. This requirement shall not apply to vacancies or new positions within the Bargaining Unit that are for duration of six (6) months or less.

17.02 Members shall submit written applications for the vacancy within the period indicated on the notice and such members shall be selected for posted positions on the basis of the following factors:

a) Skill, ability, knowledge, experience, qualifications, training and education as determined by the Employer.

b) Seniority.

Where, in the judgment of the Employer, two (2) or more applicants are relatively equal with respect to the factors set out in item a) for the position, seniority shall govern.

17.03 In all cases of job postings and transfers into a different position and/or classification, the above-noted factors in Article 17.02 shall be considered by the Employer in filling any affected position subject to Article 17.01.

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17.04

17.05

17.06

17.07

17.08

17.09

The successful applicant shall be allowed a trial period of up to forty-five (45) calendar days, during which the Employer will determine if the employee can satisfactorily perform the job. Within this period the employee may voluntarily return, or be returned by the Employer to the position formerly occupied, without loss of seniority. In such an event, all other affected employees shall be returned to their previous position prior to the posting. The vacancy resulting from the posting may be filled on a temporary basis until the trial period is completed.

The Employer shall post the name of the successful applicant, if any. In the event there is no successful applicant and/or the successful applicant cannot satisfactorily perform the job during the trial period, the Employer may hire from outside the Bargaining Unit at its discretion in the event there is no other suitable candidate from the original competition who has achieved the identified threshold score and satisfied the job competition criteria.

Notwithstanding Article 2.08, a successful candidate under this clause shall not be able to apply for another position for six (6) months without the mutual agreement of the employee and the Employer save and except a part-time or temporary candidate applying for a full-time permanent position.

The Employer will upon receipt of written request from an unsuccessful job applicant, meet with the unsuccessful selected job applicant(s) to discuss the reasons why the applicant(s) were not successful.

An employee, promoted or reclassified to a higher paying classification, shall receive the next higher rate of pay in the new classification. The employee shall require an additional one thousand eight hundred and twenty (1820) hours of work in order to move to the next step on the wage grid.

Temporary Positions:

a) If it is determined that a temporary position is to become permanent it shall be posted and filled as per this Article.

b) Temporary employees in the Bargaining Unit shall be covered by the terms and conditions of this Agreement. In the event that a temporary employee becomes a permanent Bargaining Unit employee, such employee will be credited with seniority hours from the date last hired and placed on the seniority list accordingly.

ARTICLE 18- JURY DUTY/CROWN WITNESS LEAVE

18.01 An employee who is selected for service as a juror or who is subpoenaed as a Crown witness to appear in court will be compensated for loss of pay from her regularly scheduled hours at her regular hourly rate less the fee received for her services as a juror or Crown witness. However, should the employee present herself for selection as a juror and not be selected or be advised she is not required as a witness, then she is required to return to the Employer's premises to complete her remaining normally scheduled work day.

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18.02 The employee must present to the Employer a copy of the subpoena or jury selection notice as well as the amount of pay received.

18.03 An employee who is subpoenaed or summoned to a tribunal or a judicial proceeding related to their work with the Employer will be compensated for loss of regular earnings from employment less any witness fee received save and except an employee attending arbitral proceedings under the arbitration procedure in this Agreement other than the grievor.

Notwithstanding the above arbitral exception, the grievor shall continue to be paid while attending the arbitral proceedings save and except during periods of disciplinary suspension or termination.

An employee subpoenaed or summoned to a tribunal or a judicial proceeding for any purpose outside of their work with the Employer shall be permitted to do so without pay.

ARTICLE 19 - PREGNANCY/PARENTAL /ADOPTION LEAVE

19.01 Every employee eligible for and who intends to take pregnancy, parental or adoptive leave shall notify their Supervisor in writing in accordance with governing legislation as amended from time to time.

19.02 Pregnancy, Parental or Adoption Leave shall be granted in accordance with and subject to the requirements relating thereto and as defined in the Employment Standards Act 2000 of Ontario as amended.

a) The employee may end the leave by giving at least four (4) weeks written notice of intended date of return at any time within the duration of the pregnancy leave or parental/adoption leave permissible under the Employment Standards Act.

b) A permanent full-time or permanent part-time employee entitled to leave under this Article who has completed probation as of the date she commences the leave and who provides the Employer with proof that she has applied for and is eligible to receive Employment Insurance Benefits shall be paid an allowance in accordance with the Supplementary Employment Benefit Plan. In respect of the period of pregnancy/parental leave payments made according to the Supplementary Employment Benefit Plan will consist of the following:

i) Up to a maximum of thirty (30) weeks of payments equivalent to the difference between the sum of both the weekly El Benefits the employee is eligible to receive and any other earnings received by the employee, and sixty-six and two thirds percent (66 2/3%) of the actual weekly rate of pay for her classification which she was receiving on the last day worked prior to the commencement of the pregnancy/parental/ adoptive leave.

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For clarity, no aforementioned top up payments will be paid by the Employer nor will any employee be entitled to top up payments during any stipulated waiting period. Any entitlement to top up payments shall only commence from the start date of actually receiving E.I. payments upon proof of receipt of E. I.

In the event that an employee entitled to the supplemental employment benefit above elects to take the extended leave option available under the Employment Insurance Act, the parties agree that the total dollar amount received by that employee will equal the total dollar amount that would have been received had the employee not made such election.

c) While on pregnancy or parental/adoption leave, the Employer will continue to pay its share of cost premium contributions to employees participating in extended health, dental, group life insurance plan, disability plan as well as make pension or RRSP contributions as per this Agreement unless the employee has advised the Employer in writing that the employee does not wish to continue to make the employee premium cost contributions, where applicable, to any such plans. Employees who choose to continue to pay their portion of the premium costs, where applicable will make arrangements for such payment satisfactory to the Employer or its designate. Where an employee does not wish to pay their portion of the premium costs, where applicable, for benefits coverage as stipulated above, coverage will be discontinued for the duration of the leave and enrolment upon return to work will be subject to the requirements of the carrier.

d) Upon return to work under this Article, the employee shall be reinstated to the position the employee held at the time the leave commenced, if it still exists, or to a comparable position if it does not, at the wage level the employee was earning at the time of the leave or would be earning if the employee had worked through the leave. Notwithstanding the foregoing, all vacation time and sick credits shall be applied to the employee as if they had worked through the leave upon her return.

e) Notwithstanding the foregoing, Article 19.02 d) shall not apply in the event that the recently held position or comparable position no longer exists or does not exist for reasons unrelated to the leave. In such event, the employee shall be entitled to exercise her bumping rights. In the case of temporary employees, Article 19.02 d) shall not apply in the event that the duration of the temporary appointment has expired.

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ARTICLE 20 - HEAL TH CARE LEAVE

20.01 Every full-time employee who has completed her probation shall receive a credit of seven (7) hours of Health Care leave for each month of service, such credits to be cumulative and shall be allocated on a monthly basis.

a) Notwithstanding any payments provided to part-time employees in lieu of benefits and subject to any pension eligibility affecting such payments, part-time employees shall be entitled to accrue Health Care Leave entitlement, according to the employee's regularly scheduled hours of work, proportionate to full-time employees working thirty-five (35) hours per week.

b) Temporary employees shall have their entitlement pro-rated based on the employee's regularly scheduled hours of work.

c) In order to qualify for pay for absences due to sickness by drawing on accumulated sick leave credits, the employee shall provide a medical certificate to the Employer upon demand for any such absences in excess of three (3) consecutive days. Such medical certificate shall provide sufficient medical information in the judgment of the Employer to satisfy its statutory obligations and rights pursuant to policy and this Agreement. Failure or refusal to furnish such medical certificate will result in the employee not being paid for the time away from work and may result in disciplinary action.

d) Pay for absence(s) due to illness or injury as discussed in this Article is provided for the sole and only purpose of protecting employees against loss of income for absences due to illness or injury which are not compensatory under the Workplace Safety and Insurance Act, the Employment Insurance Act or from any other source. Notwithstanding the foregoing, it is specifically understood that any sick leave entitlement shall only be used for such purposes of illness or injury not compensatory as referred to in the foregoing and for no other or improper purpose.

e) Up to one hundred and sixty-eight (168) hours of unused sick credits may be carried over to the following calendar year. Employees may use any sick credits that are in their bank, whether carried forward or accrued in the applicable year (i.e. up to 168 hours in a year). Notwithstanding any carry over and/or loss of sick credits, it is understood that sick credits, whether used or not, shall not have any monetary value and no employee shall be entitled to a payout for any unused sick leave credit nor shall a sick leave credit be the subject of a payout at any time either during the currency of employment or termination of the employment relationship by either party for any reason.

f) An employee who is unable to perform her regular work with the Employer due to an occupational injury, accident or illness that has applied for Workplace Safety and Insurance Board Benefits may

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20.02

20.03

20.04

20.05

continue to receive her regular rate of pay by utilizing her accumulated sick leave credits to the extent that such exists pending claim approval by Workplace Safety and Insurance Board.

g) An employee may use accumulated credits to top up the short term sick leave up to eighty-five percent (85%) of the take home pay and WSIB benefits in accordance with law.

h) Leave under this provision may also be used for an employee to attend medical appointments and/or attend to a dependent child, spouse and/or parent who are sick.

The number of days which an employee receives sick pay shall be deducted from the employee's cumulative sick leave credits. Sick leave may be taken, and accordingly deducted from sick leave credits, where sick leave is taken by an employee for a portion of a day, in which circumstance the deduction will be made for each hour, or portion thereof which the employee was absent from work.

An employee who is unable to report to work by reason of illness or injury shall cause the employee's immediate Supervisor to be notified as soon as reasonably practicable before the start of the employee's scheduled shift. Failure to do so will result in loss of pay including disciplinary action unless the employee provides mitigating circumstances in the judgment of the Employer.

Upon termination of an employee's employment, for whatever reason, any unused sick leave credits shall be forfeited and shall not be paid out.

An employee eligible for Short Term Disability has the option of receiving either Short Term Disability benefits from the insurer or exhausting all earned sick leave credits, lieu time credits and vacation credits. In the event the employee elects to choose Short Term Disability from the insurer, such employee will receive Short Term Disability Benefits capped at the rate set out in the policy.

ARTICLE 21 - BEREAVEMENT LEAVE

21.01 A full-time permanent employee is entitled to and shall be granted, in the event of the death of a member of the employee's immediate family, bereavement leave without loss of pay, seniority or benefits up to a maximum of five (5) consecutive calendar days following the day of death upon notification of her immediate Supervisor. If the funeral is five hundred (500 km) or more kilometers from the employee's home, the leave shall be extended by two (2) additional days for the purpose of travelling. In the event, the employee does not attend the funeral, the employee shall be granted five (5) days immediately following the day of death.

For the purposes of this Agreement immediate family means parents, step parents, present spouse, mother-in-law, father-in-law, common-law spouse,

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21.02

21.03

21.04

21.05

21.06

son, daughter, step child, foster child, fiancee, life partner, brother or sister, step brother or step sister, grandparents and grandchild.

A full-time permanent employee is entitled to and shall be granted, in the event of the death of an aunt, uncle, brother-in-law, sister-in-law, daughter-in-law, son-in-law, a leave of absence without loss of pay, seniority or benefits up to a maximum of three (3) consecutive calendar days following the day of death upon notification of her immediate Supervisor. If the funeral is five hundred (500 km) or more kilometers from the employee's home, the leave shall be extended by two (2) additional calendar days for the purpose of travelling to attend the funeral. In the event, the employee does not attend the funeral, the employee shall be granted three (3) calendar days immediately following the day of death.

An employee shall not receive paid bereavement leave while on any other authorized leave of absence, maternity or parental leave or compensable or non-compensable illness or accident.

The consecutive calendar days referred to in Articles 21.01 and 21.02 shall commence on the employee's first scheduled working day after the date of death. An employee who is entitled to bereavement leave under Article 21 is entitled to such leave with pay, at the regular rate of pay for such scheduled days which occur during the period of leave of absence under Article 21.

Part-time permanent and temporary employees will also be eligible for bereavement leave for any regularly scheduled hours of work falling during the periods described in Article 21.01 and 21.02.

When internment occurs within twelve (12) months after the funeral, an employee may defer up to three (3) days of their bereavement leave entitlement for the purposes of attending the internment.

ARTICLE 22 - UNION LEAVE AND POSTINGS

22.01

22.02

The Employer agrees to grant leaves of absence, without pay, to not more than five (5) employees at any one time, selected by the Union to attend Union business including conferences, conventions subject to the operational requirements of the Employer. Granting of such leave shall not be unreasonably withheld. In requesting such leave of absence for an employee(s), the Union will provide no less than ten (10) working days' notice in writing to the Employer. During such leave of absence, an employee's wage and applicable benefits or percentage in lieu of fringe benefits shall be maintained by the Employer and the Union agrees to reimburse the Employer in the amount of the full cost of the employee's wages and benefits. The Employer will bill the Union within a reasonable period of time.

When an employee is elected or appointed to a full-time position with OPSEU, the Employer shall grant a leave of absence without pay and

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22.03

22.04

22.05

22.06

22.07

continuation of benefit coverage paid by OP SEU and without loss of seniority for the duration of such leave.

At the end of the assignment, the employee shall, upon two (2) weeks' notice be returned to the position held immediately prior to the commencement of the leave or to a comparable position with commensurate rate of pay should the original position be eliminated.

Leave of absence with no loss of pay and with no loss of credits shall be granted to an employee elected as an Executive Board Member of the Union. The Union will reimburse the Employer for the wage and benefits paid to the employee.

Postings:

Employees shall not use the Employer's equipment or supplies without the Employer's permission in relation to attending Union meetings, hearings, or other Union business, except for limited and appropriate communication by a fax, telephone, and/or email.

The Union shall have the right to post appropriate Union notices in each building occupied by the Employer at locations designated satisfactory to the Employer and accessible to the employees. The Employer will provide Union bulletin boards in all CMHA office/satellite office locations for the purpose of posting notices regarding meetings and other matters of Union business to Bargaining Unit members. Prior to posting, notices will be approved by the local executive. In the event the Employer feels any posted notices are inappropriate, such notice shall be removed until the Employer and the Union resolve the issue. The Executive Director and the Union Local President, or either of their designates, shall meet within two (2) working days in order to resolve the issue.

In order that the Union can properly maintain its records, the Employer shall provide the Union with the use of a locked filing cabinet on the Employer's premises.

ARTICLE 23 - TRAVEL EXPENSES

23.01

23.02

23.03

Employees using personal cars for Employer's business shall be reimbursed as set out in this Agreement at fifty-two ($0.52) cents per kilometer and in accordance with CMHA-CT travel policy.

The Employer agrees to reimburse employees for legitimate and reasonable expenses including accommodation in the course of discharging their duties for and on behalf of the Employer on providing receipts.

The Employer agrees to compensate the costs of meals during staff development training and/or business duties outside the regular course of business on provision of receipts save and except where the Ministry assumes such costs in the following amounts:

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23.04

a) Breakfast$15 b) Lunch $20 c) Dinner $30 in accordance with the Employer's policy.

Where an employee is otherwise entitled to more than one meal in a day, the employee may utilize the amount to which he/she is entitled for such meals at his/her discretion.

In order to be eligible for reimbursement, the employee must submit expenses in a manner identified by the Employer within ninety (90) days of the expense being incurred.

Notwithstanding this, any expenses incurred prior to April 1st of each year must be submitted prior to April 3Q1h in order to be eligible for reimbursement.

ARTICLE 24 - PERSONAL LEAVE

24.01

24.02

24.03

24.04

24.05

Subject to the provisions of the Employment Standards Act, an employee may be granted a personal leave of absence without pay for personal reasons depending upon the operational needs of the Employer as determined by the Employer. In the event that a personal leave is granted, such leave will be first based on exhausting any outstanding vacation time, overtime bank and/or lieu bank time.

In requesting a personal leave of five (5) days or less, the employee must make the request in writing to their immediate Supervisor indicating the length of time requested including the date of departure, return and the reasons supporting the request.

In requesting a personal leave of absence of more than five (5) days but less than ninety (90) days the employee must make the request at least sixty (60) days prior to the requested commencement of leave in writing to their immediate Supervisor indicating the length of time requested including the date of departure, return and the reasons supporting the request.

In requesting a personal leave of absence of more than ninety (90) days the employee must make the request at least ninety (90) days prior to the requested commencement of leave in writing to their immediate Supervisor indicating the length of time requested including the date of departure, return and the reasons supporting the request.

Employees on unpaid leaves of absence from the Employer of less than thirty (30) days may continue to the extent permitted by the terms of the benefit insurance policy and pension plan requirements, benefit coverage for the duration of the leave by making arrangements satisfactory to the Employer prior to the commencement of the leave and by paying the total premiums involved.

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24.06

24.07

It is agreed and understood that during the currency of a personal leave of absence of thirty (30) days or more all pension contributions, group benefits shall cease unless upon approval of the insurance carrier to continue such benefits, in such event as approved by the insurance carrier, the employee shall prepay both the Employer and employee shares of the cost shared benefits.

It is also agreed and understood that in the event of leave of absence without pay greater than thirty (30) consecutive calendar days, the employee shall cease to accrue sick leave and vacation credit and will not be entitled to paid holidays accruing during any period of leave.

ARTICLE 25 - EDUCATION LEAVE

25.01

25.02

25.03

25.04

25.05

The parties agree that it is to the mutual benefit of the Employer and the employee to improve the educational standards of the workforce. Accordingly, an employee may be granted an education leave of absence on the basis of seniority without pay or benefits for up to one (1) year, depending on the operational needs of the Employer as determined by the Employer. It is also agreed and understood that during the currency of the education leave the employee shall cease to accrue sick leave and vacation credits and will not be entitled to paid holidays accruing during the period of leave.

Such leave shall be for the purposes of attending a recognized institution for additional or special studies in some field of education in which formal education is needed to enable the employee to fulfil his/her present role more adequately, or to undertake studies in some field in order to provide a service which the Employer provides. An education leave can be extended by mutual agreement.

All requests for an education leave shall indicate the length of time requested including the date of departure, return and the course the employee intends to take. In requesting an education leave of absence of less than ninety (90) calendar days, the employee must make the request at least sixty (60) calendar days prior to the requested commencement of leave in writing to his/her immediate Supervisor. In requesting an education leave of ninety (90) calendar days or more the employee must make the request at least ninety (90) calendar days prior to the requested commencement of leave in writing to his/her immediate Supervisor.

In the event that an education leave is granted, such leave will be first based on exhausting any outstanding vacation time, overtime bank and/or lieu bank time.

Subject to compliance with the Employment Standards Act, 2000, upon the request of an employee, the Employer will, depending on the operational needs of the Employer as determined by the Employer, provide an internal placement for professional development. Such placement shall be without pay or benefits. The employee shall not accrue sick leave and vacation

30

credits and will not be entitled to paid holidays while engaged in the placement. For clarity, in the event the employee works in his/her regular position in addition to the placement, the employee shall receive pro-rated paid holidays, sick leave, vacation credits and other benefits as otherwise provided in the Collective Agreement, based on paid hours worked.

ARTICLE 26 - ADDITIONAL LEAVES

26.01

26.02

26.03

26.04

All employees shall be entitled to up to three (3) unpaid days per calendar year due to personal illness, injury or medical emergency, in accordance with the provisions of the Employment Standards Act. Employees will continue to earn seniority and credits for length of service and length of employment while on such leave.

All employees shall be entitled to up to three (3) unpaid days per calendar year due to illness, injury, medical emergency or urgent matter relating to an eligible family member in accordance with the provisions of the Employment Standards Act relating to Family Responsibility Leave. Employees will continue to earn seniority and credits for length of service and length of employment while on such leave.

Any employee meeting the eligibility requirements for Domestic or Sexual Violence Leave under the provisions of the Employment Standards Act shall be entitled to access the leave, administered in accordance with the provisions of the Employment Standards Act. Employees will continue to earn seniority and credits for length of service and length of employment while on leave.

Leaves provided under the Employment Standards Act, for which there is not a greater benefit under the terms of the Collective Agreement, shall be able to be accessed by employees, based on the eligibility requirements and entitlements provided under the Employment Standards Act.

ARTICLE 27 - DISCIPLINE, EMPLOYMENT RECORDS

27.01

27.02

27.03

27.04

Discipline entries in an employee's employment file shall be expunged eighteen (18) months after the completion of the discipline, provided there has been no further discipline.

Each employee is entitled to review his/her employment record and on request, not to exceed twice (2x) per year, and to receive a copy of any document in the record.

Every entry or notation made in an employee's employment record shall be brought to the employee's attention.

Copies of disciplinary entries shall be provided to the Union at the time of entry of the document.

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27.05

27.06

27.07

In the event a Supervisor intends to engage in an initial meeting with an employee which may have subsequent disciplinary consequences, the Supervisor shall advise both the employee and Union in advance of the meeting of the purpose or issue of concern.

The Employer shall provide an employee with written reasons for any disciplinary action.

An employee who is discharged or suspended shall be given a reasonable opportunity to meet with her Steward before leaving the Employer's premises unless in the circumstances it is necessary to require the employee to leave the premises immediately. The employee shall be notified in writing of such discharge or suspension.

ARTICLE 28 - SALARIES AND WAGES

28.01

28.02

28.03

28.04

28.05

28.06

The Employer shall pay each employee the wage and wages as set out in Schedule "A" annexed hereto and forming part of this Agreement.

The Employer shall provide each employee with an itemized statement of the wage, overtime and other supplementary pay and deductions for each pay period.

The Employer shall not make any deductions from an employee's wage and wages unless authorized in writing by the employee, statute, court order, arbitration, or this Agreement.

When the Employer appoints an employee to temporarily relieve in or perform the principal duties of a higher paying classification in the Bargaining Unit, the employee shall receive the next higher rate of pay of the job being performed. In order to be eligible for the increased rate of pay, the employee must work at least one (1) complete shift.

When the Employer transfers an employee to a position which has a lower wage rate grid than his/her current wage rate grid the employee's rate shall remain at the higher grid rate for one (1) month after which the employee shall receive the rate of pay on the wage grid in the new position based on her length of service with the Employer. The date of transfer shall be established as the new classification date and thereafter the employee shall progress through the wage grid based on her length of service (FTE equivalent) in that classification.

Except as authorized or permitted by Federal or Provincial Statute, or by the employee in writing the Employer shall not claim set-off against the wage and wages of any employee, make any claim against such wage and wages for liquidated or unliquidated damages, or retain, cause to be retained to itself or accept directly or indirectly any wage and wages payable to an employee.

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28.07

28.08

When the Employer proposes a new position or to modify or change an existing classified position, the classification and the pay range for that position shall be negotiated with the Union. If the parties are unable to negotiate a pay range, then the Employer shall implement the position at its proposed pay range and the matter of wage shall be subject of arbitration.

When an employee successfully bids into a lower paying position, the employee shall receive the rate of pay on the wage grid in the new position based on her length of service with the Employer. The date in which the employee commences the new position shall be established as the new classification date and thereafter the employee shall progress through the wage grid based on her length of service (FTE equivalent) in that classification.

ARTICLE 29 - HOURS OF WORK

29.01

29.02

29.03

29.04

The normal hours of work for full-time employees shall be a total of thirty-five (35) hours per week performed in a continuous eight (8) hours per day, in between the day shift hours of 8:30 a.m. to 4:30 p.m. and afternoon shift hours of 12:00 p.m. to 8:00 p.m., Monday to Friday and shall include a one (1) hour unpaid lunch (meal time break) save and except the Assertive Community Treatment Team ("ACTT") whose normal work hours may include rotating Saturday and Sunday shifts. The parties agree that the nature of the Employer's business is such that reasonable flexibility in hours of work is required. Should the Ontario Health Team funding allocation impose operational changes to CMHA, any major and long-term changes from the current practice will be communicated to the Union at a Labour/Management Committee Meeting prior to implementation, and will be implemented in accordance with Article 29.02. Shifts for full-time employees shall be eight hours in length, and shall include a one hour unpaid meal break.

The scheduled hours of work shall be in accordance with the scheduled hours or hours posted in the workplace and, specifically;

a) Schedules of work for an eight (8) week period will be posted at least eight (8) weeks prior to the effective date of the schedule.

b) The Employer will schedule a minimum of eleven (11) hours off between regularly scheduled shifts for full-time employees.

Where an employee on a normal work day is required by Employer to terminate the employee's work day without just cause before the completion of the employee's work day the employee shall receive no less than the pay for the hours he/she was scheduled to work on that day.

An employee may take a fifteen (15) consecutive minute paid break in each half of a normal working day and the timing of such break will be taken with the approval of the Employer. During a paid break, an employee shall remain available to work if required.

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29.05

29.06

All part-time and temporary employees working either regular hours or extended hours as assigned by the Employer will be given the same consideration as full-time employees for break/resUmeal periods as stipulated in this Article 29.

The parties recognize that, from time-to-time, employees may have personal needs that would benefit from a temporary adjustment to his/her hours of work. An employee may approach his/her manager as far as practicable in advance of the shift in question to request to temporarily alter his/her hours of work to allow for flexibility based on personal needs. The manager will consider the nature of the request and operational requirements in evaluating the request, but approval will not be unreasonably withheld.

ARTICLE 30 - OVERTIME AND LIEU TIME

30.01

30.02

It is agreed and understood by the parties that the needs of the business may require overtime and/or lieu time work (beyond the normal scheduled hours) and that the jobs involved must be staffed by qualified employees working on an overtime and/or lieu time basis. The amount of overtime and/or lieu time and the schedule for working such overtime and/or lieu time will be established by the Employer.

Provided that the employee has the qualifications, skills, knowledge and abilities to perform the work, the Employer will assign work it has determined will be lieu time on the following basis:

a) on a voluntary basis within the classification by team/site (as determined by the Employer) on a rotation basis, by seniority;

b) on a voluntary basis outside of the classification by team/site (as determined by the Employer) on a rotation basis, by seniority; or,

c) in the event that the Employer is unable to schedule the work on a voluntary basis as above, the Employer will assign the work on a mandatory basis by team/site (as determined by the Employer) on a rotation basis, in reverse order of seniority.

In the event the Employer decides to have work performed by overtime, it shall follow the above procedure with respect to such overtime work.

For the purposes of this Article 30.02, Residential Support Workers shall be in a separate classification. Article 30.02 shall apply to probationary employees.

30.03 Where a full-time permanent employee completes a period of overtime in accordance with this Agreement, the employee shall indicate to the employee's Supervisor whether the employee elects to use the overtime for time off at time and a half (1 Yz) within the following twenty-four (24) hours or put such equivalent time off at time and a half (1 Yz) in a bank for later use.

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30.04

30.05

30.06

30.07

Overtime worked by all other employees shall be paid out and is not entitled to be banked.

In electing to put the lieu time equivalent of overtime in a lieu bank, the employee may take such lieu time off as part of a day or as whole day(s). The employee shall make the request to the employee's Supervisor and the time off will only be taken with the agreement of the employee's Supervisor.

Where an employee maintains a bank as provided for above, all such time off must be exhausted within the fiscal year in which it was accumulated and no such banked time will be carried beyond the fiscal year in which it was accumulated. Any unused banked time will be paid out on a yearly basis in the event any banked hours remain in the bank at the end of each fiscal year.

There will be no pyramiding of overtime. Once time worked is used for an overtime calculation it shall not be used on any other basis for calculating overtime.

All overtime and/or lieu time hours must be authorized by the immediate Supervisor/Supervisor on call before being worked or where such is not possible, retroactively where the overtime and/or lieu time was justified as a result of emergency or crisis issue.

ARTICLE 31 - VACATIONS

31.01 Every employee shall be entitled to vacation, with pay, between January 1st and December 31st, of each year, as set forth in Schedule "B" annexed hereto and forming part of this Agreement and, in particular, vacation pay shall be based on a percentage of gross wages earned as set out in Schedule "B".

31.02

31.03

31.04

An employee shall be entitled to increased vacation, in accordance with Schedule "B", in the year in which the anniversary of the employee occurs on a monthly prorated basis.

Where an employee is hired after January 1st, in a calendar year, vacation entitlement shall be granted in that year on a prorated basis.

A probationary employee shall be entitled to take up to five (5) days of time off for vacation during the probationary period. If the employee's employment terminates for any reason (either termination or resignation) and he/she has taken more vacation than was earned by the date of termination, the unearned portion of the vacation pay shall be owed to the Employer and shall be deducted from the employee's final pay. A probationary employee may also take any accrued health care leave during probation. Any hours taken for vacation or health care shall not be included in determining whether the employee has passed probation.

35

31.05

31.06

31.07

31.08

31.09

a) In scheduling vacation time, the Employer will receive vacation requests from employees no later than November 3Qth of the preceding year and such requests will be approved in consideration of preference and seniority subject to the operational needs of the Employer.

b) Notwithstanding a) above, employees may submit requests for vacation time after November 3Qth, however, all such requests will be considered on a first come basis and subject to the operational needs of the Employer.

c) Employees will be expected to take full earned vacation time in any given calendar year; nevertheless, employees will be allowed to carry over up to thirty-five (35) hours of vacation time in the following year.

d) When an employee's vacation has been approved it shall only be altered by mutual agreement.

In particular, vacation time will continue to accrue when an employee is on a maternity and parental leave, emergency leave and family medical leave; however, vacation pay entitlement shall be based on a percentage of gross wages earned as set out in Schedule "B" referred to in Article 31.01.

Temporary employees and casual employees shall receive vacation entitlement in accordance with the provisions of the Employment Standards Act, 2000.

Part-time employees shall accrue vacation entitlement based on full-time equivalent length of service and shall be granted vacation pay proportionate to full-time employees as a percentage of earned pay.

Part-Time Vacation Pay:

Part-time employees shall receive their vacation pay on each pay cheque.

31.10 When an employee's employment is terminated for any reason, they shall be entitled to vacation pay for vacation earned but not taken by the date of termination. Where the employee has taken more vacation than was earned by the date of the termination, the unearned portion of the vacation pay shall be owed to the Employer and shall be deducted from the employee's final pay.

ARTICLE 32 - PAID HOLIDAYS

32.01 Each full-time employee shall be entitled to twelve and a half (12 Yz) paid holidays in each calendar year during the term of this Agreement based on the employee's regularly scheduled daily hours at the employee's base rate.

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32.02

32.03

32.04

32.05

32.06

32.07

The paid holidays are as listed below:

New Year's Day Victoria Day Labour Day Christmas Day Family Day 2 Float Days

Good Friday Canada Day Thanksgiving Day Boxing Day Civic Holiday **December 24th

and any other day shall be granted as a paid holiday if it is proclaimed by the provincial government.

** December 24th will be a half day paid holiday providing that December 25th falls on a Tuesday to Saturday inclusive.

Full-time employees shall only be eligible to receive payment for a paid holiday provided they meet the following conditions:

a) The employee must work the full scheduled work day immediately preceding and the full scheduled work day immediately following the paid holiday unless absent with prior permission of the Executive Director or designate.

b) No employee who is off work due to a leave of absence without pay shall be entitled to pay for any paid holiday occurring within such period.

When a holiday falls within a permanent full-time employee's scheduled vacation and the employee qualifies under Article 31.01 for holiday pay, the employee shall receive an additional day off with pay at a time to be mutually agreed.

Where the statutory holiday occurs during an employee's absence due to sickness or other paid leave of absence, the day will be deemed to be a statutory holiday, and the employee will receive holiday pay.

In the event a paid holiday falls on the permanent full-time employee's scheduled day off or the Employer substitutes an alternate day, provided the employee qualifies for holiday pay under Article 32.01, the employee shall receive an additional day off with pay at a time to be mutually agreed.

An employee required to work on a paid holiday shall receive the equivalent time and a half (1 Yz) in lieu time for all hours actually worked. If the employee opts to be paid at time and a half (1 Yz), the employee must notify the Supervisor in writing prior to the employee submitting the timesheet to the Supervisor.

Part-time and temporary employees shall receive the paid holidays as outlined in Article 32.01 above in lieu time in accordance with the Employment Standards Act, as amended, except that with respect to the

37

Float Days, the pay for each Float Day shall be based on the part-time/temporary employee's regularly scheduled hours of work in a week, divided by five (5).

32.08 No employees shall lose holiday pay if absent on either or both qualifying days due to a bona-fide illness, accident or an approved paid leave of absence.

ARTICLE 33 - BENEFITS

33.01 The Employer will contract with an insurance carrier for the purposes of providing a group benefits plan for eligible full-time employees as set out below:

33.02

33.03

33.04

Extended Health Care Emergency Travel Assistance Dental Care Short Term Disability Long Term Disability Life Insurance Accidental Death and Dismemberment

Such plans shall be administered by the carrier in accordance with the plan text, and shall at all times remain at least equivalent in coverage to the plan in place as of the date of ratification in the areas strictly limited to the above.

The Employer shall pay one hundred percent (100%) of single premiums and family premiums as the case may be including LTD, save and except dental wherein the employee will pay fifty percent (50%) of current dental premium costs for any full-time employee member who is eligible for and entitled to receive insured services referred to above under this Article.

Notwithstanding Article 33.02 extended health benefits shall have an eighty percent/twenty percent (80/20%) split co-insurance paid by the Employer and eligible full-time employees of the Bargaining Unit, respectively and drug benefits shall have a fixed five dollar ($5.00) payout by the employee per prescription pursuant to policy as set out in the Schedule of Benefits in Schedule"C".

The Employer will provide each full-time employee with the booklet which outlines the insurance plan as provided by the insurance carrier.

ARTICLE 34 - PENSION PLAN

34.01 Full-time permanent employees of the Bargaining Unit shall continue to participate in the pension plan whereby the Employer contributes four and a half percent (4.5%) of the employee's regular wages on a yearly basis but only after the employee has successfully completed the probationary period

38

from the date of commencement of employment.

34.02 Part-time permanent employees of the Bargaining Unit shall continue to participate in the pension plan whereby the Employer contributes four and a half percent (4.5%) of monthly earnings but only after working seven hundred (700) hours in each of the two (2) preceding calendar years.

34.03 An employee is entitled to have access to the funds that the employee voluntarily contributes at any time. The balance of funds, are available in accordance with the terms of the pension plan.

ARTICLE 35 - COPIES OF AGREEMENT AND DISTRIBUTION

35.01 The Employer and the Union desire all parties to be familiar with the provisions of this Agreement and the rights and obligations under it. For this reason, the parties shall share equally the cost of printing and distributing sufficient copies of this Agreement to all parties once the Agreement is vetted and approved by both sides.

ARTICLE 36 - SEVERABILITY OF TERMS

36.01 In the event that any of the terms of the Agreement are found to be invalid, only such term shall be void. All other terms and conditions shall remain in full force and effect.

ARTICLE 37 - TERM OF AGREEMENT

37.01 This Agreement shall become effective as of the April 1st, 2019 and shall remain in effect until March 31st, 2023.

37.02 Ninety (90) days prior to the termination of this Agreement, the parties shall commence negotiations of the renewal of this Agreement. Until such time, the terms and conditions of this Agreement shall continue in full force and effect.

ARTICLE 38 - GENERAL PROVISIONS

38.01 Employer Policies:

The Employer will continue to post electronically all policies and procedures governing Bargaining Unit employees, and such policies and procedures will be accessible at each work site.

39

ARTICLE 39 - TECHNOLOGICAL CHANGE

39.01 The Employer agrees to advise the Union in advance of any technological change that, in its judgment, may have an impact on the working conditions set out in this Agreement.

Dated at Timmins, Ontario this --------1--,A---"i"'--__ day a"'-~.)(_/ , 2019.

For the Employer For the Union

//

' /

40

LETTER OF UNDERSTANDING

CANADIAN MENTAL HEATH ASSOCIATION-COCHRANE-TIMISKAMING ("CM HA-CT")

(hereinafter called the "Employer")

AND

ONTARIO PUBLIC SERVICE EMPLOYEES UNION ("OPSEU") (hereinafter called the "Union")

RE: ON-CALL DUTY

Employees in the classification of Mental Health Worker shall be scheduled on a rotation basis for on-call duty during periods the office is not open, and be required to carry a cell phone/personal electronic device, in accordance with the following:

a) Employees scheduled for on-call duty shall receive a weekly flat rate amount of five hundred dollars ($500.00). If an employee performs on-call duties for only a part of a week for any reason, this amount shall be pro-rated accordingly.

b) Where an employee who is scheduled to be on on-call duty spends time responding to and/or documenting a call, he/she shall be paid his/her regular rate of pay for the actual time (rounded to the nearest quarter hour) spent. Time spent responding to and/or documenting calls during the same quarter hours shall be rounded up to the nearest quarter hour. The employee shall report the hours worked to his/her Program Manager.

c) In addition, employees will receive four (4) hours of time off for a week of on­call duty, which shall be put into the employee's lieu time bank, and which shall not be included in determining eligibility for or the calculation of overtime. It shall be prorated if the employee cannot be on-call for any reason during the scheduled on-call week.

d) When an on-call assignment includes coverage for a public holiday(s), the employee will receive three and on half (3.5) hours of time off for each public holiday involved in the coverage period, which shall be put into the employee's lieu time bank, and which shall not be included in determining eligibility for or the calculation of overtime. This time off is in addition to the other amounts provided herein.

e) Should recall be required for the performance of work, the employee is expected to be able to return to work within a reasonable time.

f) The time assigned for on-call is not recognized for purpose of upgrading or seniority. Where called in to perform work, only actual hours worked are

41

recognized for the purposes of seniority, and only so far as the maximum amount permissible under article 14.04.

g) If an employee wishes to offer his/her on-call assignment to another worker within their district, the employee shall be responsible to secure coverage following a process to be determined by the Union.

Notwithstanding, if the employee is unable to fulfill the assignment due to an approved leave due to sick, bereavement or WSIB, the Employer shall assign the work on a rotational basis by reverse order of seniority within the district.

Dated at Timmins, Ontario this __ 4~· _A __ day of ~ , 2019.

For the Employer For the Union

- 7 7

/

42

LETTER OF UNDERSTANDING

CANADIAN MENTAL HEATH ASSOCIATION-COCHRANE-TIMISKAMING ("CM HA-CT")

(hereinafter called the "Employer")

AND

ONTARIO PUBLIC SERVICE EMPLOYEES UNION ("OPSEU") (hereinafter called the "Union")

RE: LABOUR MANAGEMENT TRUCE

WHEREAS the Workplace Assessment completed January 29, 2018, identified that adversarial labour management relations have been the norm.

AND WHEREAS both the labour and management groups are committed to improving the work environment at CMHA-CT.

EFFECTIVE TODAY we officially declare a TRUCE to our prior adversarial relations and commit to adhering to civility and respect of each other in all our labour management relations. We will all work towards the creation of a positive labour management relationship.

WE WILL ABIDE BY THE FOLLOWING GROUND RULES IN ALL OF OUR DEALINGS:

• we will focus on interests and options

• we will listen to understand

• when we disagree we will disagree without being disagreeable

• we will show each other mutual respect

• we will attack problems and not people

• we will offer solutions to problems in a positive manner

• we will avoid personalization and attributions

43

Dated at Timmins, Ontario this _~~r:~·-· __ day of ~ , 2019.

For the Employer For the Union

,,

44

LETTER OF UNDERSTANDING

CANADIAN MENTAL HEATH ASSOCIATION-COCHRANE-TIMISKAMING ("CMHA-CT")

(hereinafter called the "Employer")

AND

ONTARIO PUBLIC SERVICE EMPLOYEES UNION ("OPSEU") (hereinafter called the "Union")

RE: RESTRUCTURING DUE TO RECOVERY CHANGE MODEL IMPLEMENTATION

Prior to negotiations, the Employer advised the Union that the Employer was changing its model of care to a recovery-based model. While the Employer does not at this point anticipate a shortage of work as a result of this restructuring, the parties recognize that there may be potential impacts experienced by some classifications and those employees currently in same, and have agreed to the terms of this Letter of Understanding to address the impacts created by the change in the model of care to a recovery-based model.

Should the Employer make a decision to amend classifications or move parts of jobs from an existing classification to a new or existing classification, the Employer will disclose such information to the Union. Such changes will be implemented in accordance with the Collective Agreement.

The Employer agrees that in the event any employees are laid off as a result of the change in the model of care and such employees are unable to bump pursuant to Article 16.02, the Employer will award vacant positions in the same or lower classification to employees who would otherwise be laid off in order of seniority if, with the benefit of up to four (4) months of training/skills development, the employee will, in the Employer's opinion, be able to obtain the requisite skill, ability, qualifications and experience to perform the work.

If in the Employer's opinion the employee is able to work in the position on an interim basis while receiving such training/skills development, the employee may be placed in the position pending such training/skills development and paid the rate of that position. If in the Employer's opinion the employee is not able to work in the position until he/she receives such training/skills development, the employee shall be laid off pending the completion of such training/skills development, and the Employer may hire a temporary employee into the position pending the completion of the training/skills development by the employee. Notwithstanding the above, any decision made by the Employer may be the subject of a grievance under Articles 12 and/or Article 13 of the Collective Agreement.

If the employee does not obtain the requisite skill, ability, qualifications and experience to perform the work after the earlier of:

1) the completion of the training/skills development, or

2) the end of the four (4) month period set out above,

45

the employee shall be laid off and the position may be filled by the Employer as a vacancy pursuant to the Collective Agreement. Notwithstanding the above, any decision made by the Employer may be the subject of a grievance under Articles 12 and/or 13 of the Collective Agreement.

The nature and extent of the training/skills development required shall be in the discretion of the Employer, and the Employer shall pay to any service providers any direct costs of such training/skills development. The employee shall not be entitled to claim any travel or other expenses incurred in respect of the training/skills development. Other than any time spent in "on-the-job" training/skills development, the employee shall not be entitled to any compensation while engaging in such training/skills development.

The parties agree that no employee shall be required to undergo training/skills development pursuant to this Letter of Understanding without his/her consent. If offered a training/skills development opportunity by the Employer, the employee shall advise the Employer in writing within five (5) business days as to whether he/she wishes to take advantage of the training/skills development opportunity, or whether he/she wishes to be laid off. Once made, the employee cannot change this election without the Employer's consent.

The Employer has established a Steering Committee in order to canvass issues respecting Recovery Change. The Employer agrees that a member of the Union's Executive Committee shall be invited to the Steering Committee meetings, in order to receive information, provide input and participate in the discussions, without loss of pay.

The Union shall choose which Executive Committee member will attend, provided that to the extent possible, the same individual will attend each Steering Committee meeting.

Dated at Timmins, Ontario this Lt" day of ,. tJ;;.di,v,11,'L""' , 2019.

For the Employer For the Union

I

·~ I . . ~-

p

, I ... / ~

46

LETTER OF UNDERSTANDING

CANADIAN MENTAL HEATH ASSOCIATION-COCHRANE-TIMISKAMING ("CM HA-CT")

(hereinafter called the "Employer")

AND

ONTARIO PUBLIC SERVICE EMPLOYEES UNION ("OPSEU") (hereinafter called the "Union")

RE: JOINT BENEFITS COMMITTEE

The parties agree for the life of this Collective Agreement to convene a Joint Benefits Committee. The purpose of this committee is to review the group benefits plans offered to bargaining unit members, with a goal of seeking to understand how to ensure the sustainability of the plans, while maximizing the value for the investments made. The Committee shall make recommendations to the Executive Director with respect to changes to the benefits plan, without increasing cost or liability to the Employer. It is agreed that the recommendations of the Committee shall be considered by the Executive Director but are non-binding.

Committee membership shall include two Employer members and two Union members, and shall meet at the call of the parties. The parties may invite outside persons for the purposes of providing information, upon mutual agreement.

Dated at Timmins, Ontario this /(?. day of .,.fj:,~. , 2019.

For the Employer For the Union

47

LETTER OF UNDERSTANDING

CANADIAN MENTAL HEATH ASSOCIATION-COCHRANE-TIMISKAMING ("CMHA-CT")

(hereinafter called the "Employer")

AND

ONTARIO PUBLIC SERVICE EMPLOYEES UNION ("OPSEU") (hereinafter called the "Union")

RE: HOOPP

The parties hereto agree that a Representative of the HOOPP Pension Plan will be permitted to make a presentation on their Pension Plan to representatives of the Employer and the local executive committee. This presentation will occur at a mutually agreed upon time between both parties.

Dated at Timmins, Ontario this /6'. day of ~ , 2019.

For the Employer For the Union

t ·1

• tL /

/

/

48

SCHEDULE A - WAGE GRIDS

Effective April 1, 2019 - 2%

Level Level Classification Position Level I Level II Ill IV Level V ,________ -------- -------------- --

1 Nurse Practitioner Hourly $56.53 $57.53 $58.51 $59.52 $60.51

2 Registered Nurse Hourly $33.13 $34.12 $35.12 $36.10 $37.08

Seniors' Mental Health Case Manager (RN)

Registered Practical Nurse Hourly $31.96 $32.96 $33.94 $34.92 $35.90

Behavioural Supports Ontario (RPN)

3 Occupational Therapist Hourly $36.21 $37.19 $38.14 $39.12 $40.08

ACTT/Case Management Mental Health 4 Worker Hourly $29.98 $30.98 $31.97 $32.96 $33.93

Early Intervention Psychosis Worker

Housing Support Worker

Dual Diagnosis Worker

Concurrent Disorders Worker Justice Support Worker- Dual Diagnosis and Court Outreach

Clinical Behavioural Response Specialist Hourly $30.43 $31.43 $32.42 $33.39 $34.37

Justice Support Worker - Community Outreach Hourly $30.03 $31.02 $32.01 $33.00 $33.97

Justice Support Worker - Release from Custody Hourly $30.25 $31.24 $32.24 $33.22 $34.20

I

5 Housing Liaison Worker Hourly $27.05 $27.69 $28.35 $28.98 $29.62 I

6 Consumer/Family Support Worker Hourly $24.17 $24.81 $25.46 $26.10 $26.74

7 Pro~ram Assistant Hourly $21.41 $22.04 $22.70 $23.34 $23.98

8 Receptionist Hourly $19.30 $19.83 $20.44 $21.04 $21.66

Relief Receptionist Hourly $15.29 $16.49 $17.69 $18.88 $20.07

9 Peer Support Worker Hourly $26.12 $26.68 $27.30 $27.91 $28.52

10 Personal Support Worker Hourly $21.32 $21.88 $22.49 $23.10 $23.72

---- - -- - ---: I I

49

Effective April 1, 2020 - 1.5%

Level Classification Position Level I Level II Level Ill IV LevelV

------ ---- -----

1 Nurse Practitioner Hourly $57.38 $58.39 $59.39 $60.41 $61.42

2 Registered Nurse Hourly $33.63 $34.63 $35.65 $36.64 $37.64

Seniors' Mental Health Case Manager (RN)

Registered Practical Nurse Hourly $32.44 $33.45 $34.45 $35.44 $36.44

Behavioural Supports Ontario (RPN)

3 Occupational Therapist Hourly $36.75 $37.75 $38.71 $39.71 $40.68

ACTT/Case Management Mental Health 4 Worker Hourly $30.43 $31.44 $32.45 $33.45 $34.44

Early Intervention Psychosis Worker

Housing Support Worker

Dual Diaqnosis Worker

Concurrent Disorders Worker Justice Support Worker- Dual Diagnosis and Court Outreach

Clinical Behavioural Response Specialist Hourly $30.89 $31.90 $32.91 $33.89 $34.89

Justice Support Worker - Community Outreach Hourly $30.48 $31.49 $32.49 $33.50 $34.48

Justice Support Worker - Release from $34.71 I Custody Hourly $30.70 $31.71 $32.72 $33.72

5 Housing Liaison Worker Hourly $27.46 $28.11 $28.78 $29.41 $30.06

6 Consumer/Family Support Worker Hourly $24.53 $25.18 $25.84 $26.49 $27.14

7 Program Assistant Hourly $21.73 $22.37 $23.04 $23.69 $24.34

8 Receptionist Hourly $19.59 $20.13 $20.75 $21.36 $21.98

Relief Receptionist Hourly $15.52 $16.74 $17.96 $19.16 $20.37

9 Peer Support Worker Hourly $26.51 $27.08 $27.71 $28.33 $28.95

10 Personal Support Worker Hourly $21.64 $22.21 $22.83 $23.45 $24.08

50

Effective April 1, 2021 - 1.5% -----

Level Classification Position Level I Level II Level Ill IV LevelV

-----

1 Nurse Practitioner Hourly $58.24 $59.27 $60.28 $61.32 $62.34

2 Registered Nurse Hourly $34.13 $35.15 $36.18 $37.19 $38.20

Seniors' Mental Health Case Manager (RN)

Registered Practical Nurse Hourly $32.93 $33.95 $34.97 $35.97 $36.99

Behavioural Supports Ontario (RPN)

3 Occupational Therapist Hourly $37.30 $38.32 $39.29 $40.31 $41.29

ACTI/Case Management Mental Health 4 Worker Hourly $30.89 $31.91 $32.94 $33.95 $34.96

Early Intervention Psychosis Worker

Housing Support Worker

Dual DiaQnosis Worker

Concurrent Disorders Worker Justice Support Worker- Dual Diagnosis and Court Outreach

Clinical Behavioural Resoonse Soecialist Hou riv $31.35 $32.38 $33.40 $34.40 $35.41

Justice Support Worker - Community Outreach Hourly $30.94 $31.96 $32.98 $34.00 $35.00

Justice Support Worker - Release from Custody Hourly $31.16 $32.19 $33.21 $34.23 $35.23

5 Housing Liaison Worker Hourly $27.87 $28.53 $29.21 $29.85 $30.51

6 Consumer/Family Support Worker Hourly $24.90 $25.56 $26.23 $26.89 $27.55

7 Program Assistant Hourly $22.06 $22.71 $23.39 $24.05 $24.71

8 Receptionist Hourly $19.88 $20.43 $21.06 $21.68 $22.31

Relief Receptionist Hourly $15.75 $16.99 $18.23 $19.45 $20.68

9 Peer Support Worker Hourly $26.91 $27.49 $28.13 $28.75 $29.38

10 Personal Support Worker Hourly $21.96 $22.54 $23.17 $23.80 $24.44

51

Effective April 11 2022 - 1.5%

Level Classification Position Level I Level II Level Ill IV LevelV

-- -1 Nurse Practitioner Hourly $59.11 $60.16 $61.18 $62.24 $63.28

2 Registered Nurse Hourly $34.64 $35.68 $36.72 $37.75 $38.77

Seniors' Mental Health Case Manager (RN)

Registered Practical Nurse Hourly $33.42 $34.46 $35.49 $36.51 $37.54

Behavioural Supports Ontario (RPN)

3 Occupational Therapist Hourly $37.86 $38.89 $39.88 $40.91 $41.91

ACTI/Case Management Mental Health 4 Worker Hourly $31.35 $32.39 $33.43 $34.46 $35.48

Early Intervention Psychosis Worker

Housing Support Worker

Dual Diagnosis Worker

Concurrent Disorders Worker Justice Support Worker- Dual Diagnosis and Court Outreach

Clinical Behavioural Response Specialist Hourly $31.82 $32.87 $33.90 $34.92 $35.94

Justice Support Worker - Community Outreach Hourly $31.40 $32.44 $33.47 $34.51 $35.53

Justice Support Worker - Release from Custody Hourly $31.63 $32.67 $33.71 $34.74 $35.76

5 Housing Liaison Worker Hourly $28.29 $28.96 $29.65 $30.30 $30.97 I

6 Consumer/Family Support Worker Hourly $25.27 $25.94 $26.62 $27.29 $27.96

7 Program Assistant Hourly $22.39 $23.05 $23.74 $24.41 $25.08

8 Receptionist Hourly $20.18 $20.74 $21.38 $22.01 $22.64

Relief Receptionist Hourly $15.99 $17.24 $18.50 $19.74 $20.99 I I

9 Peer Support Worker Hourly $27.31 $27.90 $28.55 $29.18 $29.82

10 Personal Support Worker Hourly $22.29 $22.88 $23.52 $24.16 $24.81

52

SCHEDULE B -VACATION ENTITLEMENTS- FULL-TIME PERMANENT EMPLOYEES

Number of Weeks Less than 3 years of service 3 weeks 3+ years of service 4 weeks 4 years of service 4.2 weeks 5 years of service 4.4 weeks 6 years of service 4.6 weeks 7 years of service 4.8 weeks 8-11 years of service 5 weeks 12 years of service 5.2 weeks 13 years of service 5.4 weeks 14 years of service 5.6 weeks 15 years of service 5.8 weeks 16-20 years of service 6 weeks 21 vears of service 6.2 weeks 22 years of service 6.4 weeks 23 years of service 6.6 weeks 24 years of service 6.8 weeks 25 years of service 7 weeks

Years of service (hereafter referred to as Anniversary Years) are calculated from the first (1st) day of the month following the employee's start date with the organization if such date falls after the 15th of the month or from the first day of the month of the employee's start date if that date falls on or before the 15th (e.g. with a start date of January 1 gth, the year will be calculated starting February 1st. A start date of January 5th will see the year of employment commence on January 1st.)

53

SCHEDULE C - SCHEDULE OF BENEFITS

Basic Life Benefits:

Life Benefit Formula

Maximum Coverage Amount

Waiting Period & Eligibility

Coverage Reduces

Coverage Termination Age

2 times annual insured earnings, rounded to the next higher $1000

$475,000 without evidence of insurability (NEM)

$500,000 with approved evidence of insurability

After completing a continuous waiting period of 910 hours, a permanent employee who continues to actively work at least 30 hours per week is eligible for Basic Life Insurance coverage

Coverage reduces by 50% at age 65, provided the employee is still actively working

At the employee's date of retirement, or provided the employee is still actively working, at age 70 or earlier Termination of Coverage

The maximum Coverage Termination Age for a Totally Disabled employee is at age 65 or earlier Termination of Coverage

54

Accidental Death & Dismemberment (AD&D) Benefits:

AD&D Benefit Formula

Maximum Coverage Amount

Waiting Period & Eligibility

Coverage Reduces

Coverage Termination Age

1 times the Basic Life insurance coverage

$47?,000 without evidence of insurability (NEM)

$500,000 with approved evidence of insurability

After completing a continuous waiting period of 910 hours, a permanent employee who continues to actively work at least 30 hours per week is eligible for AD&D Insurance coverage

Coverage reduces by 50% at age 65, provided the employee is still actively working

At the employee's date of retirement, or provided the employee is still actively working, at age 70 or earlier Termination of Coverage

The maximum Coverage Termination Age for a Totally Disabled employee is at age 65 or earlier Termination of Coverage

55

Dependent Life Benefits:

Coverage for Spouse

Coverage for Child

Waiting Period & Eligibility

Coverage Termination Age

Dependent Coverage Ceases

$20,000

$10,000

After completing a continuous waiting period of 910 hours, a permanent employee who continues to actively work at least 30 hours per week, and who is eligible for the Basic Life coverage, is also eligible for Dependent Life Insurance coverage for their spouse and children

An employee's spouse, common-law spouse, or child must meet the eligibility requirements as outlined in the "Dependent Eligibility" (see General Provisions in Insurance Booklet)

At the employee's date of retirement, or provided the employee is still actively working, at age 70 or earlier Termination of Coverage

The maximum Coverage Termination Age for a Totally Disabled employee is at age 65 or earlier Termination of Coverage

The date the employee's coverage terminates (see General Provisions in Insurance Booklet)

The date a spouse, common-law spouse or child no longer meets requirements to be eligible as a Dependent (see General Provisions in Insurance Booklet)

56

Short Term Disability (STD) Benefits:

STD Elimination Period

STD Payable

STD Benefit Formula

Maximum STD Benefit

Direct Reductions to Benefit

Benefit Taxability

Maximum Benefit Duration

Waiting Period & Eligibility

Coverage Termination Age

The required number of calendar days of Total Disability, counted consecutively, to be satisfied prior to the 'STD Payable' date.

For Illness/Sickness Benefit payments start effective on day 8 of Total Disability

For Accident/Injury Benefit payments start effective on day 1 of Total Disability

If Hospitalized Benefit payments start effective on day 1 of Hospitalization

66.67% of weekly insured earnings, rounded to the next higher $1

$1,200 per week

STD is reduced by Workplace Safety Insurance Board benefits (also see STD details in Insurance Booklet)

Taxable

17 weeks (*if payments start prior to age 65, but have not reached a duration of 15 weeks by age 65, they will continue to the earlier of recovery, retirement, or a maximum 15 weeks total paid)

After completing a continuous waiting period of 910 hours, a permanent employee who continues to actively work at least 30 hours per week is eligible for STD coverage

At the earlier of retirement or age 65

57

Long Term Disability (LTD) Benefits:

LTD Elimination Period

LTD Benefit Formula

Maximum Monthly Benefit

Direct Reductions to Benefit

Benefit Taxability

Own Occupation Period

Maximum Benefit Duration

Waiting Period & Eligibility

Coverage Termination Age

119 days of Total Disability must be satisfied (see LTD Details in Insurance Booklet)

66.67% of monthly insured earnings, rounded to the

next higher $1, or the "All Source Maximum" (see LTD Details in Insurance Booklet) whichever is less

$6,700 without evidence of insurability (NEM)

$7,500 with approved evidence of insurability

CPP/QPP disability benefits payable to the employee

as a result of the employee's disability, excluding CPP/QPP benefits for the employee's dependent

children

Workplace Safety Insurance Board benefits

Taxable

24 month 'own occupation' period followed by 'any

occupation'

See definition of "Total Disability" in LTD details in

Insurance Booklet

If eligible, LTD benefits may continue to age 65

After completing a continuous waiting period of 910

hours, a permanent employee who continues to actively work at least 30 hours per week is eligible for LTD

coverage

At the earlier of retirement or age 65, (less the LTD

Elimination Period)

58

Extended Health Care (EHC) Benefits:

EHC Benefit

Prescription Drug Plan

Vaccines

Massage Therapist

Physiotherapist

Speech Therapist

Acupuncturist, Naturopath, Osteopath, Chiropodist, Social Worker (MSW)

Psychologist

Podiatrist

Chiropractor

Registered Nutritional Consulting Practitioner/ Registered Dietician

Private Duty Nursing

%

100%

100%

80%

80%

80%

80%

80%

80%

80%

80%

80%

Benefit Maximum

$5 deductible per prescription item Limited to generic product selection

per EHC Details in Insurance Booklet (e.g. flu, child immunizations, standard travel immunizations), excluding oncology vaccine series

$500 per calendar year

$500 per calendar year

$500 per calendar year

$500 per calendar year per practitioner

$1 ,000 per calendar year

$500 per calendar year

$500 per calendar year

$150 per calendar year

$10,000 per calendar year, to $25,000

59

Eye Examinations 100%

Vision Care Corrective eye glasses/contacts 100%

Medically required 100% contact lenses

Hospital Benefit 100%

lifetime maximum

$100 every 24 months

$200 every 24 months

$200 every 24 months

Cost of semi-private exceeding ward rate per day

60

EHC Benefit %

Convalescent Hospital 100%

Ambulance Service 80%

Foot Orthotics 80%

Orthopedic Shoes 50%

Prosthetics 80%

Hearing Aids 80%

Medical Services and Supplies 80%

Medical Equipment 80%

Dental Accidents 80%

Cardiac Rehabilitation 80%

Emergency Care 100% Out-Of-Province/Canada

Benefit Maximum

Cost of semi-private exceeding ward rate per day Duration of confinement not exceeding 180 days

per EHC Details in Insurance Booklet

2 pair per calendar year $150 combined with Orthopedic Shoes, per calendar year

2 pair per calendar year $150 combined with Orthotics, per calendar year

$25,000 lifetime maximum - initial placement only

$500 every 5 years

per EHC Details in Insurance Booklet

per EHC Details in Insurance Booklet

per EHC Details in Insurance Booklet

$500 per calendar year

$5,000,000 per calendar year For trip duration not exceeding 60 days from date of departure out-of-province of

61

Medical Referral Out-Of-Province/Canada

EHC Deductible

Waiting Period & Eligibility

Coverage Termination Age

Survivor Benefit

100%

residence

$50,000 per calendar year

Nil

After completing a continuous waiting period of 910 hours, a permanent employee who continues to actively work at least 30 hours per week is eligible for

single or family EHC coverage

At date of retirement, or provided the employee is still actively working, at age 70 or earlier Termination of Coverage

The maximum Coverage Termination Age for a Totally Disabled employee is at

age 65 or earlier Termination of Coverage

24 months of coverage for surviving eligible dependents

With payment of premiums

62

Dental Benefits:

Basic & Preventative Dental Treatment

Routine Dental Care

Periodontics

Endodontics

Denture Repairs

Dental Deductible

Dental Fee Guide Year

Waiting Period & Eligibility

Coverage Termination Age

%

100%

100%

100%

100%

Benefit Maximum

Recall, emergency or specific oral examinations, bitewing x-rays, scaling, polishing & fluoride once every 6 months

Periodontal scaling/root planning 8 units per calendar year

$1,500 per calendar year

Nil

The current year's Dental Fee Guide

published for general dental practitioners in the employee's province of residence

After completing a continuous waiting period of 910 hours, a permanent employee who continues to actively work

at least 30 hours per week is eligible for single or family Dental coverage

At date of retirement, or provided the employee is still actively working, at age 70 or earlier Termination of Coverage

The maximum Coverage Termination Age for a Totally Disabled employee is at

63

Survivor Benefit

Late Applicant Limitation

age 65 or earlier Termination of Coverage

24 months of coverage for surviving eligible dependents With payment of premiums

Late applicants approved for Dental coverage are limited to a maximum $250 of coverage for their first 12 months

64