i •• -=cupe · page 2 ~upe (c) when a new classification is to be created, the parties shall...

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ALENo. ftt)/ ~f/897 CERT.FILE 30~g-~I-R.

CERT. DATE /If-F£::g-rJleo I TOTALEMPS l'r-EFF.DATE Of-JtnJ ... ~4·

COLLECTIVE AGREEMENT EXP.OATE 3l- /;}Ec~ {,, CODING CONTROL P.&JE 1 gf)DER ll

IDENT CODED _!!f VI if.¥V\ VI r

RECEIVED·

BETWEEN UNION I (I EMPLOYER I OTHER

PETERBOROUGH HOUSING CORPORATION

-NOV 1 7 200~

COLLECTIVE BARGAINING INFORMATION SERVICES -

AND

CANADIAN UNION OF PUBLIC EMPLOYEES .

AND IT'S LOCAL 504.2

January 1, 2004 to December ~1, 2006

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Memorandum of Settlement

Between

Peterborough Housing Corporation

And

The Canadian Union of Public Employees

And It's Local 504-2

The parties herein agree to the terms of this memorandum as constituting full settlement of all matters in dispute.

The undersigned representatives of the parties do hereby agree to recommend acceptance of all the terms of this memorandum to their respective principals.

Charlene Avon

Gary Quinlan

ep.:esen~ive

~~£~

Darlene Cook,

General Manager, CEO

Steward/Negotiating Committee of CUPE LOCAL 504.2

Lynda Hill

Negotiating Committee of CUPE LOCAL 504.2

. • =.CUPE • On the front line

APPENDIX "A"

COLLECTIVE AGREEMENT

BETWEEN

PETERBOROUGH HOUSING CORPORATION

AND

CANADIAN UNION OF PUBLIC EMPLOYEES

AND IT'S LOCAL 504.2

· January 1, 2004 to December 31, 2006

• TABLE OF CONTENTS

AR1'1CLE 1 - DEFINITIONS ..•.....•.• ~ ....................................... ~ ........................ ; ..... 1

. ARTICLE 2 • BARGAINING UNIT ...... · ................................................... · ................ 1

2.03 TEMPORARY EMPLOYEES ..................................................................... 2

ARTICLE 3 - MANAGEMENT'S RIGHTS ............................................................ 2

ARTICLE 4- DISCRIMINATION OR INTIMIDATION ............................................ 3

ARTICLE 5 - COMPULSORY CHECK-OFF ......................................................... 3

ARTICLE 6 - LABOUR/MANAGEMENT NEGOTIATIONS ..................... · .............. 3

ARTICLE 7- SENIORITY ....................................................................................... 4

7.06 LOSS OF SENIORITY ................................................. ; ........................... 5

ARTICLE 8- LAY-OFF AND RECALL ....... ~ ......................................................... 5

8.01 SHORT -TERM LAY -OFF .......................................................................... 5

8.02 LONG· TERM LAY -OFF ............................................................................. 6

8.05 RECALL ................................. ~ ............. ~ .................................................... 7

8.09 ·GRIEVANCE ON LAY-OFF AND RECALL .............................................. 7

ARTICLE 9 • STAFF ·CHANGES ....... ~ ................................................................... 7

9.01 NOTICE OF VACANCIES ............ ; ................................................ .' ........... 7

ARTICLE 1 0 - JOB SHARING .............................................................................. 9 '

ARTICLE 11 -GRIEVANCE PROCEDURE ........................................................ 10

ARTICLE 12- SUSPENSION OR DISMISSAL. .................................................. 11

ARTICLE 13 - POLICY GRIEVANCES ....................... : ...................................... 11

ARTICLE 14- HOURS OF WORK ...................................................................... 12

ARTICLE 15 -WAGE RATES -ARTICLE 15.01 GROUP 1 ..... ~ .......................... 13

GROUP 1 EFFECTIVE JANUARY 1, 2004 (2%) ............................................. 13

GROUP 1 EFFECTIVE JULY 1, 2004 (1%) .................................... ~ ................ 14


GROUP 1 EFFECTIVE JULY 1, 2005 (0.5%) ................................................... 16


GROUP 1 EFFECTIVE JULY 1, 2006 (0.5%) ................................................... 18

ARTICLE 15.02 GROUP 2- MAINTENANCE EMPLOYEES ............................. 19

ARTICLE 16 - ON-SITE PROVISIONS ............................................................... 20

16.02 · ON-srrE PREMIUMS ........................................................................... 20

16.05. ON-SITE ROTATION ............................................................................ 21

• ARTICLE 17 -OVERTIME PAY .......................................................................... 21

ARTICLE 18- CALL-OUT AND REPORTING ALLOWANCE ........................... 22

ARTICLE 19- VACATIONS ............................................................................... 22

19.02 EMPLOYEES HIRED PRIOR TO JANUARY 1, 2001 .......................... 23

EMPLOYEES HIRED AFTER JANUARY 1,2001 ............................................ 23

ARTICLE 20- DESIGNATED HOLIDAYS .......................................................... 25

20.02 .EACH FU LLMTIME EMPLOYEE ........................................................... 25

ARTICLE 21- SIC.K LEAVE .................. ; ..................................................... .' ...... 26

ARTICLE 22- WORKPLACE SAFETY INSURANCE ........................................ 27

ARTICLE 23 ·LEAVE-OF-ABSENCE ................................................................ 28

23.01 BEREAVEMENT LEAVE ...................................................................... 28

23.02 JURY AND WITNESS DUTY ............................................................... 28

23.03 CAMPAIGNING FOR PUBLIC OFFICE ............................................... 29

23.04 PREGNANCY LEAVE ......................................................................... : 29

23.05 PARENTAL LEAVE ............................................................................. 30

23.06 SPECIAL OR COMPASSIONATE LEAVE .......................................... 30

23.07 . CITIZENSHIP LEAVE., ......................................................................... 31

23.08 SELF-FUNDED LEAVE PLAN ............................................................. 31 . ···-···--· ···---· ····-···-··- ······-·-·-·--··-····--·~ #••·-·- -·~··-···-·--~~·-·-· .• -·····- •

ARTICLE 24- PAYMENT OF WAGES ............................................................... 31

24.02 VACATION PAY·············································-········~···························· 31

24.03 PAY DURING TEMPORARY ASSIGNMENTS .. ; ............. .' ................... 31

24.05 RECLASSIFICATION ........................................................................... 32

ARTICLE 25- SHIFT BONUS ............................................................................ 32

ARTICLE 26 ·CHANGES IN REGULATIONS .................................................... 32

ARTICLE 27 M EMPLOYEE BENEFITS .............................................................. ~ 32

27.01 PERMANENT FULL TIME .................................................................... 32

27.02 PERMANENT PART TIME ................................ ~ .................................. 33

27.03 LONG TERM DISABILITY ................................................................... 33

27.04 OPTIONAL GROUP LIFE INSURANCE .............................................. 33

27.05 LEAVE OF ABSENCE WITHOUT PAY ............................................... 33

ARTICLE 28 - NO STRIKES OR LOCK-OUTS ................................................... 34

ARTICLE 29 ·KILOMETER RATES ................................................................... 34

ARTICLE 30- LEAVE OF ABSENCE -UNION BUSINESS .............................. 34

30.01 UNION CONVENTIONS ....................................................................... 34

30.02 INTERNAL 'BUSINESS AFFAIRS ........................................................ 34

ARTICLE 31 -JOINT LABOUR/MANAGEMENT COMMITTEE ......................... 35

31.01 POLICY ....................................................................... : ..... : ..............•.... 35

31.02 SCOPE .................................................................................................. 35

31.03 MEMBERSHIP ...................................................................................... 35

31.04 AGENDA ...................................................................... ~ .•.•....•.............. 35

31.05 CHAIRPERSON .................................................................................... 35

ARTICLE 32- UNION STEWARDS ................................................................... 36

ARTICLE 33 - GENERAL CONDITIONS ............................................................ 36

33.01 ACCOMMODATION AT WORK ......................................................... 36

33.02 BULLE"riN BOARD .............................................................................. 36

33.03 TOOLS, PROTECTIVE CLOTHING AND FOOTWEAR ...................... 36

33.04 WINTER OUTERWEAR .............................. : ........................................ 36

33.05 SAFETY .......................................................... ; ..................................... 37

33.06 RETIREIVIENT AGE .............................................................................. 37

33.07 NO PYRAMIDING ................................................................................. 37

33.08 MOVING EXPENSES ON TRANSFER ................................................ 37

33.09 CLEAN-UP TIME ............... ~ .................................................................. 37

33.10 JOINT HEALTH AND SAFETY COMMITTEE· ..................................... 37

33.11 REST PERIODS/LUNCH HOURS ....................................................... 38

33.12 DISABLED EMPLOYEES ..... ~ .............................................................. 38

33.13 CHANGE OF ADDRESS ...................................................................... 38

33.14 DISCIPLINARY RECORDS .................................................................. 38

33.15 ACCESS TO PERSONNEL FILES ...................................................... 38

33.16 ADVERSE WEATHER CONDITIONS .................................................. 38

33.17 LEGAL FEES ........................................................................................ 39

ARTICLE 34- VIDEO DISPLAY TERMINALS (VDT'S) ...................................... 39

ARTICLE 35 -TERM OF AGREEMENT .............................................................. 41

APPENDIX B- SECURITY TENANTS ............................................................... 42

.APPENDIX C- CABLE TV ................................................................................. 43

SCHEDULE "A"- EMPLOYEE BENEFITS PROGRAM-ONPHA ...................... 44

=CUPE

ARTICLE 1- DEFINITIONS

1.01 (a) "Employee" means a person in the bargaining unit described in Article 2.

(b) "Probationary Employee" means one who is employed in the bargaining unit and has not acquired seniority. ·

(c) "Permanent Employee" means an employee who has acquired seniority.

(d) "Full-time Employee" means one who is regularly employed for the normal hours per week as set out in Article 14.

(e) Permanent Part-time Employee" means an employee who works less than a full-time employee on a regular, continuing basis.

(f) "Temporary Employee "means an employee who has been hired to replace a permanent or probationary employee while on sick leave, W.S.I.B., pregnancy leave and/or parental leave, LTD, special or compassionate leave, educational leave, while seconded to a management or bargaining unit excluded position or while participating in a career development or:

where funds are available, for a position of a definite term or during peak workload for periods of more than thirty (30) calendar days but not in excess of 365 calendar days. This may be extended with the Union's written permission.

(g) "Security Tenant"- a person retained by the Peterborough Housing Corporation for purposes outlined in Appendix B of the agreement. T~e only terms and conditions of the agreement that apply to Security Tenants shall be as o.utlined in Appendix B, ' Memorandum of Understanding, which forms part of the Collective Agreement.

(h) "Employer" means Peterborough Housing Corporation.

'ARTICLE 2 -BARGAINING UNIT

2.01 The employer recognized The Canadian Union of Public Employees as the exclusive bargaining agency for all of the employees of the Employer, save and except:

(a) Directors and Managers.

(b) Employees working in a confidential capacity related to Labour Relations.

(c) Persons employed during the summer school vacation period.

2.02 (a) Where the duties of a bargaining unit position are significantly changed to the extent that the classification would change, the Union will be informed and shall be supplied with the revised job description.

(b) Where the duties and responsibilities of any new position to be created by the Employer are to be comprised in the greater part of work previously assigned to a bargaining unit position or positions, and where as a result the Employer intends to exclude such position(s) from the bargaining unit the Union shall be informed and shall be supplied with the necessary job descriptions.

~UPE

(c) When a new classification is to be created, the parties shall meet within ninety (90) days to negotiate the wage rate for the new classification. If no agreement is reached between the parties, the employer will set the wage rate for the new classification.

Following this, either party may request that a mediator/arbitrator be appointed to assist the parties in resolving the disputed rate .

. 2.03 TEMPORARY EMPLOYEES

(i) Articles 5.01 and 15 are the only Articles applicable to temporary employees as defined in Article 1.01 (f).

(ii) Notwithstanding Articles 1.01 (f) and 2.01, it is understood that the Employer may require up to thirty (30) days from the date of becoming aware of the need for a temporary replacement in order to fill such position and as such Articles 5.01 and 15 would not apply in the interim. ·

(iii) The thirty (30) day period identified in 2.03(ii) may be extended or otherwise amended by mutual agreement of the parties in order to fill the vacancy and as such~ Article 5.01 and 15 would not apply for this agreed upon period

(iv) The 365 calendar days identified in ArtiCle 1.01 (f) may be extended or otherwise amended by mutual agreement of the parties. In the event that there is a need for the temporary position beyond 365 calendar days and the period is not . extended, the temporary position will either:

a) be abolished for a period of no less than 30 calendar days; OR

b) become a permanent full-time or permanent part-time vacancy and be posted in accordance with Article 9- Staff Changes.

2.04 Correspondence to the Union arising out of this agreement or incidental thereto (including all grievance responses) shall be sent to the Secretary of the Union at its office with a copy to the Steward of the Union.

2.05 The Union shall provide the Employer with a list of its Executive Officers who will be acting on behalf oUhe Union in matters pertaining to this agreement.

ARTICLE 3- MANAGEMENT'S RIGHTS

3.01 The parties recognize that it is the exclusive function of the employer to manage the operations of the organization subject to the terms of the collective agreement.

Management's rights include, but are not limited to, the right to: determine function, complement, organization and location; determine assignment of work, work methods and procedures; hire; discipline; suspend; dismiss; promote; train; transfer; appraise; select, install and require the operation of any equipment or machinery.

:=CUPE

ARTICLE 4- DISCRIMINATION OR INTIMIDATION

4.01 a) The Parties recognize and agree to abide by the provisions of the Ontario Human · Rights Code.

b) The Employer agrees that no discrimination or intimidation will be practiced or permitted by any of their official officers, against any employee because of trade union membership or authorized and/or legal union activity.

4.02 · Cases of sexual harassment shall be considered as discrimination and shall be eligible to be processed as grievances. Where the alleged harasser is the person who would normally deal with the first step of such grievances, the grievance will automatically be sent forward to the next step.

ARTICLE 5 - COMPULSORY CHECK-OFF

5.01 The Employer in respect to each of the employees in the bargaining unit shall deduct union dues from each bi-weekly pay of each employee as the by-laws of the Union may from time to time provide and transfer such sums to the Secretary/Treasurer of the Local Union not later than the fifteenth (15) of the month following the date of such deduction, together with a list of all employees from whose wages the deductions have been made and the consolidated total of the regular gross monthly wages, excluding premium pay, paid to all employees.

5.02 ·upon completion of an employee's probationary period the Employer will deduct the initiation fee from those employees who sign an authorization for such deduction of initiation fees on a form satisfactory to the Employer.

5.03 The Union will save the Employer harmless in respect of any deductions and remittances made pursuant to Sections 5.01 and 5.02.

5.04 On commencing probationary employment, the Employer will provide each new employee with a copy of the Collective Agreement and inform the new employee of the conditions of employment and the rules and procedures in effect as an employee of the Peterborough Housing Corporation.

ARTICLE 6 -LABOUR/MANAGEMENT NEGOTIATIONS

6.01 The Union shall provide the Employer with the names of its Negotiating Committee, and the Employer shall provide the Union with the names of the Employer's Negotiating Committee prior to commencement of negotiations. Any additions or deletions from the list of names provided shall be communicated to the other party without undue delay.

6.02 The Union shall have the right to have the assistance of representatives of the Canadian Union of Public Employees in meetings arranged with the employer.

6.03 In the event of one party wishing to call a meeting of the Negotiating Committees the other party shall be notified. The meeting shall be held at a time and place as shall be fixed by mutual agreement.

=CUPE

6.04 The Employer and Union agree to share equally, the cost for meeting rooms used during negotiations and the cost of printing the Collective Agreement.

.. 6.05 The Negotiating Committee shall have the right to attend meetings held within working hours in order to prepare amendments for the next Agreement up to a maximum of their (3) days per member. Such employees shall be paid at their regular rate of pay.

6.06 The Employer shall grant leave-of-absence without loss of pay or credits to members of the Union who participate in negotiations, conciliation or interest arbitration, provided that not more than two employees at one (1) time shall be permitted such leave for any one set of negotiations.

ARTICLE 7- SENIORITY

7.01 Seniority for all employees in the Employment of the Employer as of January 1, 2001 shall mean length of continuous and unbroken service with the Employer and all previous service with the Ontario Housing Corporation and all previous Housing Authorities. Seniority for the employee hired by the Employer after January 1, 2001 shall accrue retroactively to the date of hire, upon completion of a probationary period:

(i)

(ii)

(iii)

for full time employees, 75 days actively worked but may be extended to 120 days actively worked, with written notice to the employee and the Union. It is understood that the days worked will include designated holidays.

for permanent part~time employees, a period of 6 consecutive calendar months of active work, but may be extended to 9 consecutive calendar months of active work with written notice to the employee ahd the Union.

Seniority will not accumulate for periods of unpaid leave of more that 365 calendar days.

7.02 Seniority for permanent part-time employees will be calculated based on the employee's normal work week (excluding overtime) as follows:

1) Maintenance Employees 2) Administrative Employees

1 -1.0 hours = 1/4 week seniority 11-20 ·hours = 1/2 week seniority 21-30 hours = 3/4 week seniority 31-40 hours = full week seniority

1 ~9 hours = 1/4 week seniority 10~18hours= 1/2week seniority 19~27hours = 3/4week seniority 28~35 hours = full week seniority

PageS =!UPE

7.03 The Employer will maintain a seniority list for all employees as defined under Article 7 .01. Seniority will be recorded in years, months, weeks and days and effective January 1, 1996 shall be calculated as of January 1 of each year.

7.04 All employees and the Union will be provided by the Employer with an up-to-date seniority list in January of each year. The seniority list will show all employees, including employees on LTD., in order of seniority, stating the employee's name and classification.

7.05 Seniority shall be the primary consideration in determining preference or priority for transfers, demotions, layoffs, permanent reductions of the work force and recall.

7.06 LOSS OF SENIORITY

An employee will lose all seniority and employment shall be deemed to be terminated if the employee:

(a) Voluntarily terminates employment.

(b) Is discharged and the discharge is not subsequently reversed by the grievance procedure.

(c) Is absent for three (3) or more consecutive working days without properly notifying management, on the basis of abandonment of position, unless a justifiable reason is given.

ARTICLE 8 - LAY -OFF AND RECALL

8.01 SHORT-TERM LAY-OFF

(i) Where an employee is to be laid off for not more than four weeks in ·12 consecutive months, i.e. consecutive and/or staggered days, the employer will identify the least senior employee in a position with the Peterborough Housing Corporation to be laid off. The employee concerned shall receive four weeks' notice of layoff in writing, with a copy to the union. ·

(ii) . If more than one employee is to be laid off, the Peterborough Housing Corporation may implement rotational layoffs and/or corporate closures, ensuring that seniority is taken into account in the position identified.

a) · For a layoff of a set period of consecutive days, the employees to be laid off shall be given four weeks' notice in writing, With a copy to the union.

·b) For layoffs involving single rotational days, the employees affected shall be given notice in writing, with a copy to the union, four weeks prior to the first layoff occurrence in the position identified.

c) For closure days affecting all bargaining unit employees in the Peterborough Housing Corporation, four weeks' notice shall be provided to both the employees and the union prior to the first closure day.

(iii) Employees on temporary layoff shall not have access to displacement rights.

(iv) When a position has been identified for short-term layoff, any temporary employee performing bargaining unit work shall be laid off before a permanent employee. This provision s.hall not apply to a temporary employee replacing a permanent employee on a leave of absence; or in cases where the temporary employee is performing work which no permanent bargaining unit employee is fully qualified to perform.

=CUPE

8.02 LONG-TERM LAY-OFF

Where an employee is to be laid off by reason of shortage of work or funds, or the abolition of a position, or other material change in the organization, the following procedure will apply:

i) The Peterborough Housing Corporation will identify the least senior employee within the affected position as surplus, based on the seniority in effect as of that date within the Peterborough Housing Corporation.

ii) Where such an employee is identified as surplus, the employee will have the right to:

(a) Accept a reassignment to another permanent vacancy for which the surplus employee is qualified and capable of performing; or

(b) Elect not to be reassigned to a permanent vacant position and work the remainder of their notice period; or

(c) Resign and receive the provisions of Article 8.04;

(d)(i) Where there is rio vacancy under (a) a surplus employee may displace an individual if that surplus employee has greater seniority and is capable and qualified to perform the duties of the position.

(ii) Employees who intend to exercise displacement rights must indicate their decision in writing to the General Manager not later than 10 working days from the date of receiving surplus notice.

(e) Where any permanent employee is declared surplus and is assigned to a lower classification (including where displacements is necessary), the employee shall have the option to accept the salary of the lower classification or accept the lay-off, after a notice period of thirty (30) days. ·

(f) For the purpose of this clause, no surplus employee shall displace an employee in a higher classification:

(g) When a position has been identified for long-term layoff, any temporary employee performing bargaining unit work shall be laid off before a permanent employee. This provision shall not apply to a temporary employee replacing a permanent employee on a leave of absence, or in cases where the temporary employee is performing work which no permanent bargaining unit employee is fully qualified to perform.

8.03 Where the employee fails to exercise the employee's rights under 8.02, or where no suitable vacancy exists within the Peterborough Housing Corporation, the employee shall be laid off.

8.04 When a permanent employee is to be laid off for more than eight (8) weeks, the employee shall be provided with eight (8} weeks notice in writing. If it is not possible for the employer to provide eight (8) weeks notice, the employee shall receive regular pay for the eight (8) weeks in lieu of working. A copy of this notice shall be sent to the President of the CUPE local.

·Page 7 ;;CUPE

8.05 RECALL

8.06

An employee who is laid-off shall be provided, by registered mail at the employee's last known address, with copies of job postings for a period of eighteen (18) months from the date of lay-off.

(i) The employee shall have 14 calendar days to respond to the job posting.

(ii) A laid off employee under this provision will be given priority consideration to a new vacancy in the Peterborough Housing Corporation, provided that they are qualified to perform the duties and there is no other qualified laid-off employee with greater seniority, who has applied to the vacancy, pursuant to this provision.

(iii) The assignment of a surplus employee to a vacancy in accordance with Article 8.02 shall have priority over an appointment under 8.05.

8.07 An employee who has been on lay-off for more than eighteen (18) moriths shall lose all rights of recall and seniority.

8.08 Where an employee has been laid-off in accordance with this Article, and recalled within eighteen (18) months, the period of lay-off shall not be included in determining the length of continuous service. ·

8.09 GRIEVANCE ON LAY-OFF AND RECALL

Where an-employee files a grievance claiming improper lay-off or recall, the employee shall identify the position in dispute and submit the grievance at Step 2 of the grievance procedure.

8.10 The employer shall not hire any new employee to perform work normally performed by bargaining unit employees while anyone is on layoff. It is understood that a new employee will not be hired if there is anyone on layoff who is capable and fully qualified to perform the available work.

ARTICLE 9- STAFF CHANGES.

9.01 NOTICE OF VACANCIES

(a) When a new position is created or when a permanent vacancy occurs within the Bargaining Unit, the Employer shall immediately notify the Union in writing with a copy in the pay cheques of each employee of the Peterborough Housing Corporation so that employees will know about the vacancy or new position.

Employees who have been on LTD or WSIB for less than 24 months or a leave of absence, who make a request in writing, will receive a copy of the notice of vacancy, which will be mailed to the last known ac;ldress on record.

(b) When a temporary assignment initially occurs within the Bargaining Unit because of:

a) pregnancy leave; b) secondment to a management or bargaining unit excluded position; c) participation in career development; d) educational leave of a least three (3) months; e) the availability of funds for a temporary position allowing for the hiring of a person

for a definite term; f) or other absences of 3 months or more.

=CUPE

The employer shall immediately notify the union in writing and post notices thereof on all bulletin boards within the Peterborough Housing Corporation for a minimum of one. ( 1). week so that employees will know about the assignment. ·

(c) Subsequent temporary assignments, resulting from an assignment under 9.01, may also be posted where the Peterborough Housing Corporation determines that it is operationally feasible.

9.02 Such notice ?halt contain the following information:

Nature of position, present work location.including geographic location within the Peterborough Housing Corporation (area and project number if applicable), qualifications,

. required knowledge and education, skills, shifts, hours of work, wage rate or range.

It is understood, however, that job location may change in future due to operational requirements.

9.03 In filling a vacancy, the employer shall give consideration to qualifications and ability to perform the required duties. Where qualifications and ability are relatively equal, seniority shall be the detenmini~g factor.

9.04 For purposes of Article 9.01, the employer will endeavourto fill the position from among those employees presently in the Peterborough Housing Corporation in which the . vacancy or temporary assignment occurs. To facilitate this, all internal (permanent fulltime and permanent part-time) applicants who meet the minimum required qualifications specified on the job posting shall be interviewed and fully considered before any outside applicant is interviewed.

9.05 The employer and the union agree that they are jointly committed to the attainment of Employment Equity goals and the fostering of Employment Equity principles.

The parties, through the Joint Labour/Management Committee as described in Article 31. may agree to give priority to employment equity in cases where designated groups are under -represented.

9.06 (a) Within seven (7) calendar days of the date of appointment to a vacant position, the name of the successful applicant shall be sent to each employee of the Peterborough Housing Corporation who applied to the vacancy and shall be posted on all bulletin boards in the Peterborough Housing Corporation.

(b) Any employee who applied for a posted vacancy and is unsuccessful shall be given the reasons verbally upon request of the employee.

9.07 The Union shall be notified within thirty (30) calendar days of all new hires (including · temporary hires), promotion, demotions, lay-offs, transfers, recalls, resignations, LTD employees and deaths or other terminations of employment.

9.08 When an assignment of "Lead-Hand" is required, the senior qualified employee in the district/area shall be assigned in accordance with Article 24.03.

i£UPE

ARTICLE 10 - JOB SHARING

10.01 The parties agree that job sharing can occur where there is written agreement between the employees who wish to job share, the Employer and the Union.

10.02 It is agreed that job sharing results from two employees or one employee and one prospective candidate sharing a full time position and as such the position·shall continue to be identified as a full·time position.

10.03 Employees do not need to have the same classification level in order to job share. However, in cases where the employees do not share the same classification level, it will be the position and classification level of the employee proposing the job sharing that will apply. Any employee interested in the second half of the job·sharing arrangement must meet the required qualifications of the job, pursuant to Article 9.03 ("Staff Changes"). If no employee is interested in or qualified for the second half of the job-sharing arrangement, it will be subject to the normal job posting procedure as a job·sharing opportunity.

. '

10.04 Job sharing will be on the basis of equal sharing of ttie number of hours of work in a pay period for the position.

10.05 Employees in a job sharing arrangement shall maintain their full rights under the collective agreement except that entitlement to salary shall be pro-rated and benefits shall be as applicable to permanent part-time employees.

10.06 In the event that one employee in the job sharing arrangement leaves that arrangement on a permanent basis for reasons other than normal retirement, the remaining employee would first be offered tl:le opportunity to assume the position on a full-time basis. If the remaining employee declines the full·time opportunity, the vacant portion of the job sharing arrangement shall be posted as a job sharing vacancy subject to the provisions of the collective agreement.

10.07 However, if both employees in the job sharing arrangement" leave that arrangement concurrently or if one of the employees terminates due to normal retirement, the position will be posted as a full·time one, unless the employer determines that the position is no longer required. In the case of normal retirement, if the remaining employee is unsuccessful in being awarded the full·time position, he/she will be subject to the

·provisions of Article 8 - Layoff and Recall.

10.08 Eligibility to participate in a job sharing arrangement shall be open to all employees covered by this Collective Agreement. The Employer shall evaluate compatibility of applicants to function as a team, and reserves the right to make the final selection of candidates. Should the job sharing partners prove to be incompatible, the original incumbent shall be given the first opportunity to resume the duties of the position. The other job sharing partner will have the opportunity to exercise their bumping rights under this Collective Agreement.

10.09 OMERS contributions will be prorated, according to the hours worked, with years of service to achieve the "ninety (90) factor" based on the actual contributory earnings.

10.10 A job sharing partner will have the opportunity to assume full time employment in the event the other job sharing partner is absent from work, as mutually agreed between the Employer and the job sharing partners.

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ARTICLE 11- GRIEVANCE PROCEDURE

11.01 It is the intent of this Agreement to adjust as quickly as possible any complaints or differences between the parties arising from the interpretation, application, administration or alleged contravention of this Agreement, including any question as to whether a matter is arbitrable.

11.02 An employee who believes a complaint or a difference exists with the Employer shall first discuss the complaint or difference with the employee's supervisor within ten (10) working days of first becoming aware or should have been aware of the complaint or difference. The local Union Steward shall be present, if requested by the employee. Any complaint or difference not satisfactorily settled by the supervisor within ten ( 1 0) working days may be processed by the Union within an additional fifteen (15) working days in the following manner:

11.03 Step 1 If the Union considers the grievance to be justified, the Union through its authorized representative, shall file the said grievance, which shall b~ signed by the grievor and authorized Union Steward, and redress sought in writing with the General Manager who shall designate an official who shall confer with the employee involved within five (5) working days of receipt of the grievance and who shall render a decision in writing within (5) working days of the time of the meeting. The employee shall be accompanied at the said meeting by the authorized representative of the Union. A copy of the written decision shall also be forwarded to the Union office pursuant to Article 2.04 of this Agreement.

Where it is not possible for the General Manager to designate an official under Step 1, the grievance shall be heard by the General Manager and if redress satisfactory to the Union is not provided, the grievance shall progress automatically to Step 3.

Step 2 In the event that the official designated by the General Manager does not provide redress satisfactory to the Union, the Union may within seven (7) working days of receipt of this written decision, forward a copy of the grievance together with a copy of said written decision to the General Manager. The General Manager or designate shall meet with the authorized Union Steward and the aggrieved employee within five (5) working days of receipt of the said grievance and written decision and shall advise the Union in writing of this decision in respect of the grievance within five (5) working days of the said meeting. A copy of the written decision shall also be forwarded to the Union office pursuant to Article 2.04 of this Agreement.

Step 3 In the event that the General Manager or designate does not provide. redress satisfactory to the Union, the Union within fifteen (15) working days after receipt of the written decision may upon providing written notice to the employer, submit the grievance for arbitration, with a copy to the appropriate General Manager.

11.04 (i) The decision given in Step 1 to Step 3, as the case may be, shall be final and binding upon the Employer and the Union and upon any employee affected by it unless a subsequent step is taken with the time herein before limited.

(ii) Where a grievance is not processed with the time allowed or has not been processed by the Union within the time prescribed, it shall be deemed to have been withdrawn.

(iii) Where a grievance is not processed by the employer within the time prescribed, it may be processed by the Union to the next step.

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11.05 The Union in all steps shall be confined to the grievance and redress sought as set forth in the· written grievance filed as provided for in the previous steps.

11.06 The time limits provided in this Article may be extended or otherwise amended by mutual agreement of the parties.

11.07 A Group Grievance is defined as a single grievance signed by the authorized Union Steward, on behalf of a group of employees whom the Union Steward represents and who have the same complaint. Such grievances must be dealt with at successive stages of the grievance procedure as set out in this Article.

11.08 Where an allegation is made that an employee's position is improperly classified, it shall first be discussed as a complaint with the employee's supervisor. Any complaints not satisfactorily settled by the supervisor within ten (1 0) working days may be processed as a grievance commencing at Step 2 in accordance with Article 11.03.

ARTICLE 12 - SUSPENSION OR DISMISSAL

12.01 A claim by the Union that an employee has been suspended or dismissed without reasonable cause shall be treated as a grievance provided a written statement of such grievance signed by the griever and authorized Union Steward is lodged with the employer within five (5) working days of the commencement of the suspension or dismissal. Any such grievance shall be initiated at Step 2 of the grievance procedure.

12.02 The discipline or discharge of an employee during the probationary period is at the sole discretion of the Employer. Such termination may be subject to the grievance procedure. It is understood that a "lesser standard" shall apply in these terminations. The Employer will abide by the provisions of the Ontario Human Rights Code.

12.03 Union Representation at Disciplinary Meetings

Where a meeting is called by management regarding a disciplinary matter, the employee involved may request the attendance of a Union Steward or alternate at the meeting.

Management will endeavour to provide reasonable notice in order that the employee can arrange for appropriate Union representation. Should the Union Stewards or alternate be

· unable to attend within a reasonable time frame, the meeting will not be unduly delayed .

. ARTICLE 13- POLICY GRIEVANCES

13.01 An allegation by the Union that the Employer has violated or misinterpreted the Agreement, or with respect to the administration or application of the Agreement, may be made the subject of a grievance by the Union filing notice with the General Manager or designate to that effect. Such grievances must be filed in writing by the Union within . thirty (30) calendar days of the occurrence giving rise to the grievance and shall stipulate the sections of the Collective Agreement being relied on and redress sought. The General Manager or designate, shall meet with the authorized representative of the Union within five (5) working days of receipt of the notice to consider and discuss the grievance. The General Manager or designate, shall make a reply in writing within ten (10) working days after date of such meeting. If the Union does not consider the reply satisfactory, ilmay within seven (7) working days immediately following receipt of such written reply, require that the grievance be submitted to arbitration in the manner prescribed in Step 3 of the grievance procedure.

13.02 It is the intention of the Employer and the Union, that the procedure provided by Article 13.01 shall be reserved for grievances in respect of which the regular grievanc;:e procedure as set out under Articles 11.02 and 11.03 is not available, and that it will not be used to by-pass the regular grievance procedure.

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ARTICLE 14- HOURS OF WORK

14.01 (a) The normal week of all full-time employees of the Employer shall consist of:

1) for maintenance employees five (5) days of eight (8) hours per day.

2) for administrative employees five (5) days of seven (7} hours per day.

3) The average normally scheduled work hours shall not exceed eighty (80) hours for maintenance employees and seventy (70) hours for administrative employees, per two week period over a reasonable period of time.

(b) The Housing Corporation may allow pre-authorized staggered working hours to accommodate an employee's personal needs, subject to operational requirements. Such request shall not be unreasonably denied.

14.02 A schedule of hours of work shall be posted for all full-time employees thirty (30) days in . advance, and shall not be changed by the employer without two weeks notice being given to the employee concerned. This will not apply in the case of emergencies when schedules may be changed ·without notice. Any changes in the posted schedule requested by the Union, to permit employees to attend to business of the Union or mutual changes of shift between employees shall be allowed with the written consent of the Employer provided that the change does not involve any cost to the employer and that essential services can be maintained.

14.03 Unless otherwise agreed by the Peterborough Housing Corporation affected and the Union, a schedule of hours of work shall be posted for all permanent part-time employees no less than two weeks in advance. If changes in such schedule are required the Employer will provide adequate and reasonable notice.

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ARTICLE 15- WAGE RATES -ARTICLE 15.01 GROUP 1

The wages of all employees within the Bargaining Unit shall be as follows:

15.01 GROUP 1 -ADMINISTRATIVE EMPLOYEES whose wages are expressed on an hourly basis.

GROUP 1 EFFEC1"1VE JANUARY 1, 2004 (2%)

CLASSIFICATION 1st Year 200 Year 3n:J Year 4111 Year 5th Year

ReceptionisVGeneral Office Assistant

(formerly AG5) 14.80 15.26 15.75 16.23 16.75

Administrative Assistant

(formerly AG6) 15.43 15.94 16.42 16.94 17.48

Financial Assistant

(formerly AG7) 16.23 16.75 17.26 17.81 18.36

Senior Administrative AssistanVWorks Control Co-Ordinator

(formerly AG8) 16.89 17.48 18.07 18.68 19.30

Tenant Placement Co-ordinator

(formerly AG9) 17.57 18.21 18.86 19.55 20.26

Title to be determined

(formerly AGIO) 18.56 19.24 19.92 20.64 21.39


(formerly AG11) 19.75 20.42 21.07 21.76 22.41

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GROUP 1 EFFECTIVE JULY 1t 2004 (1%)

CLASSIFICATION 151 Year 200 Year 3m Year 4th Year 5111 Year

ReceptionisUGeneral Office Assistant

(formerly AG5) 14.95 15.41 15.91 16.39 16.92


(formerly AG6) 15.58. 16.10 16:58 17.11 17.65

Financial Assistant

(formerly AG7) 16.39 16.92 17.43 17.99 18.54

Senior Administrative AssistanUWorks Control Co-Ordinator

(formerly AG8) 17.06 17.65 18.25 18.87 19.49


(formerly AG9) 17.75 18.39 19.05 19.75 20.46


(formerly AGIO) 18.75 19.43 20.12 20.85 21.60


(formerly AG11) 19.95 20.62 21.28 21.98 22.63

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GROUP 1 EFFECTIVE JANUARY 1, 2005 (2%)

CLASSIFICATION f;IYear 2rdYear 3rn Year 4th Year 5th Year

Receptionist/General Office Assistant

(formerly AG5) 15.25 15.72 16.23 16.72 17.26


(formerly AG6) 15.89 16.42 16.91 17.45 18.00

Financial Assistant

(formerly AG7) 16.72 17.26 17.78 18.35 18.91

Senior Administrative AssistanUWor~s Control Co-ordinator

(formerly AG8) 17.40 18.00 18.62 19.25 19.88

Tenant Placement Co-Ordinator

(formerly AG9) 18.11 18.76 19.43 20.15 20.87


(formerly AGIO) 19.13 19.82 20.52 21.27 22.03

Title to be determioed

(formerly AG 11 ) 20.35 21.03. 21.71 22.42 23.08

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GROUP 1 EFFECTIVE JULY 1, 2005 (0.5%)

CLASSIFICATION 151 Year 2rdYear 3ro Year 4th Year 51hYear

ReceptionisUGeneral Office Assistant

(formerly AG5) .15.33 15.80 16.31 16.80 17.35

, Administrative Assistant

(formerly AG6) 15.97 16.50 16,99 17.54 18.09

· Financial Assistant

(formerly AG7) 16.80 .17.35 17.87 18.44 19.00

Senior Administrative AssistanUWorks Control Co-Ordinator

(formerly AG8) 17.49 18.09 18.71 19.35 19.98


(formerly AG9) 18.20 18.85 19.53 20.25 20.97


(formerly AGIO) 19.23 19.92 20.62 21.38 22.14


(formerly AG11) 20.45 21.14 21.82. 22.53 23.20

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GROUP 1 EFFECTIVE JANUARY 1, 2006 (2%)

CLASSIFICATION 1st Year 2rr:IYear 3rd Year 41h Year 5th Ye'a.r


(formerly AGS) 15.64 16.12 16.64 17.14 17.70


(formerly AG6) 16.29 16.83 17.33 17.89 18.45

Financial Assistant

(formerly AG7) 17.14 17.70 18.23 18.81 19.38

Senior Administrative AssistanVWorks Control Co-Ordinator

(formerly AG8) 17.84 18.45. 19.08 19.74 20.38


(formerly AG9) 18.56 19.23 19.92 20.66 21.39


(formerly AGIO) 19.61 20.32 21.03 21.81 22.58


(formerly AG11) 20.86 21.56 22.26 22.98 23.66

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GROUP 1 EFFECTIVE JULY 1, 2006 (0.5%)

CLASSIFICATION 151 Year 2nd Year 3m Year 4th Year 5th Year


(formerly AG5) 15.72 16.20 16.72 17.23 17.79


(formerly AG6) 16.37 16.91 17.42 17.98 18.54

Financial Assistant

(formerly AG7) 17.23 . 17.79 18.32 18.90 19.48

Senior Administrative Assistant/Works Control Co-Ordinator

(formerly AG8) 17.93 18.54 19.18 19.84 20.48


(formerly AG9) 18.65 19.33 20.02 20.76 21.50


(formerly AGIO) 19.71 20.42 21.14 21.92 22.69


(formerly AG 11 ) 20.96 21.67 22.37 23.09 23.78

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ARTICLE 15.02 GROUP 2- MAINTENANCE EMPLOYEES

15.02 GROUP 2- MAINTENANCE EMPLOYEES- whose wages are paid on an hourly basis.

Group 2 Classification

Building Custodian

Maintenance Repairman/ General Serviceperson


Building Custodian

Maintenance Repairperson/ General Serviceperson


Building Custodian

Maintenance Repairperson/ General Serviceperson


Building Custodian



Building Custodian



Building Custodian

Maintenance Repairman/. General Serviceperson

January 1, 2004 (2.0%}

16.32

17.14

July 1, 2004 ( 1.0%) ·

16.48

17.31

January 1, 2005 ( 2.0%)

16.81

17.66

July 1, 2005 (0.5%)

16.89

17.75

January 1, 2006 (2.0%)

17.23

18.11

July 1, 2006 (0.5%)

17.32

18.20

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15.03 GROUP 2 Temporary and probationary maintenance employees will receive seventy five cents ($ . 75) per hour .less than the full job rate applicable to the classification as indicated in Article 15.02.

15.04 GROUP 2 Employees designated as "Leadhand" shall be entitled to and be paid a premium of $1.05 per hour over their own rate or over the rate of the highest classification which is supervised, whichever is the greater.

ARTICLE 16 -ON-SITE PROVISIONS

16.01 A Building Custodian who is required to live on-site will have supplied by the Employer, unfurnished living accommodation, heat, water supply, hydro and a standard telephone (excluding personal long distance calls) and one free parking space where available at a monthly rental as follows:

a} For full-time employees, rent shall be $ 324.00 per month for the duration of the agreement.

b) For permanent part-time employees, rent shall be based on the employee's total wages utilizing the current rent-geared-to-income formula for family housing. There will be a minimum rent of $ 88.00 per month for both senior citizens and family housing units. However, no monthly rent shall exceed$ 268.00 for the duration of the agreement.

16.02 ON-SITE PREMIUMS

(a) Building Custodians who are required to live on-site, who are scheduled for on-site duties, and required to remain on-site will be paid an on-site premium of 90 cents per hour. Such premium will be paid from completion of their regular scheduled shift to 12:00 midnight, during which they are required to be on-site, with the exception of their scheduled off-duty days as remuneration for availability.

(b) Building Custodians who are required to live on-site, who are scheduled for on-site duties and have been provided with a pager or an alternative method of communication by the Peterborough Housing Corporation for use during on-site duties, will not be paid the on-site premium. They are not required to remain on-site, but must carry their communications device and be readily available to respond for work during the scheduled on-site hours.

(c) Article 18.01 (Call-Out and Reporting .Allowance) shall not apply to Building . Custodians during this period, however, the provisions outlined in Article 17 will apply.

16.03 The Employer will permit On-site Building Custodians to attend union meetings on request, provided that no additional costs are incurred by the employer and that operational requirements can be maintained. ·

16.04 Building Custodians who are required to live on-site will be charged a monthly fee for the use of laundry facilities on the same basis as tenants. Where laundry facilities are coin operated, such charges will not apply.

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16.05. ON-SITE ROTATION

(a) For the purposes of allowing rotation of on-site bUilding custodians within the Peterborough Housing Corporation to cover more than one building within a geographic location, it is agreed that a mutually arranged schedule for the assignment of on-site responsibility can be implemented within the Peterborough Housing Corporation,

. (b) Any on-site buildin·g custodian responsible for mor~ than one building during the scheduled on-site tiine shall respond to all calls and be paid at the overtime rate during the period of on-site duty. This includes all types of housing units in the area. .

(c) Any off-duty on-site building custodian called out shall be paid the call"out allowance in accordance with Article 1 8.01.

(d) For the purpose of this Article, "on-site" is defined as being physically on the site from the completion of the regular scheduled shift to 12:00 midnight and be able to respond immediately to communications from management.

(e) In the event that an on-site building custodian is away for any reason, the next onsite building custodians in the rotation schedule shall be appointed to cover the period of absence.

(f) This Article shall apply to on-site building custodians only.

16.06 An on-site Building Custodian who is no longer eligible for the accommodation due to retirement or receipt of Long-Term Disability and who qualifies for rent-geared-to-income accommodation may make an application to the Peterborough Housing Corporation Board for a waiver of the normal policy of accommodation. The Board will consider the merits and circumstances of each case individually in making its decision. Where the Board agrees to approve the waiver, alternate accommodations shall be found for the individual at the earliest opportunity.

ARTICLE 17- OVERTIME PAY

17.01 Each full-time employee shall be paid by the Employer at the rate of time and one half for all time worked by such employee on any scheduled working days in excess of the regularly scheduled hours for such day, and at the rate of time and one half for all time worked by the said employee on any day in any calendar week other than a scheduled working day.

17.02 Permanent part-time employees .shall be paid at the rate of straight time for all time worked by such employees in excess of the employee's regularly scheduled hours in any work week. However, where there is mutual agreement between the employer and the employee, hours may be temporarily increased with no obligation to pay overtime to the maximum hours of a full-time employee as per Article 14.01 and with no change in other terms and conditions of employment.

17.03 All overtime, except emergency overtime, shall be authorized in advance. Emergency overtime shall be reported to the appropriate supervisor within one ( 1) working day for approvaL

17.04 The Employer shall endeavour to distribute overtime relatively equally among permanent employees available to perform the work required, taking into consideration assigned work location and employee classification.

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17.05 An employee may opt to accumulate compensating leave at the rate in accordance with Articles 17.01 and 17 .02. Compensating time shall be taken at a time mutually convenient to the employee and the employee's immediate Supervisor. ·

17.06 Compensating leave accumulated in a calendar year, that is not taken before January 31 of the following year, shall be paid at the overtime premium on the base rate at which it was earned. Employees can get paid for all or part of any time accumulated in the compensating time bank at any time or before January 31 of the following year, upon giving fifteen (15) working days notice in writing. Except in cases of emergency. / " "

17.07 An employee scheduled to work overtime on the employee's day off shall receive a minimum of three hours at time and one half of the employee's basic hourly rate.

ARTICLE 18- CALL-OUT AND REPORTING ALLOWANCE

18.01 Each employee who has completed a regular day's work and leaves the place of work (including On-site Building Custodians who have completed their regular shift and the onsite time) and who is subsequently called back prior to the starting time ofthe next scheduled shift, shall be paid a minimum of three (3) hours at time-and-one~half the employee's basic hourly rate. ·· .· ·

18.02 An On-site Building Custodian shall not be entitled to more than one call-out and reporting allowance unless such a second call-out occurs more than two hours after the time of the first calling.

18.03 An employee may opt to accumulate compensating leave on a straight time basis in lieu ,,, of pay at the overtime rate in accordance with Article 18.01. Compensating time shall be taken at a time mutually convenient to the employee and the employee's immediate supervisor.

18.04 Compensating leave accumulated .in a calendar year that is not taken before January 31 of the following year shall be paid at the overtime premium on the base rate at which it was earned.

18.05 Employees can get paid for all or part of any time accumulated in their compensating time bank at any time on or before January 31 of the following year, upon giving fifteen (15) working days notice in writing, except in case of emergency.

ARTICLE 19- VACATIONS

19.o1 (a)

(b) i)

ii)

For the purpose of calculating vacation credits, service year will be computed from January 1 to December 31. ·

The provisions of this Article will also apply to permanent part-time employees. For the purposes of calculating service years, the length of continuous service will be equal to the length of seniority as calculated in accordance with Article 7.02 (Seniority). ·

Permanent part-time employees shall earn vacation credits based on the ratio of the hours scheduled to work per week compared to full time employment and

. expressed in hours or part thereof. It will be used based on the number of hours the employee is scheduled to work weekly during the period of vacation.

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19.02 EMPLOYEES HIRED PRIOR TO JANUARY 1, 2001

Vacation and vacation pay will accrue on the following basis:

(i) An employee shall earn vacation credits at the following rates:

{a) 3 weeks during the first eight (8) years of continuous service;

(b} 4 weeks after eight {8) years continuous service;

(c) 5 weeks after sixteen ( 16) years of continuous service;

(d) 6 weeks after twenty-five (25) years of continuous service.

(ii) Vacation shall be credited at the beginning of each year.

EMPLOYEES HIRED AFTER JANUARY 1, 2001

{i) An employee shall earn vacation credits at the following rates:

(a) An employee with less than one (1) year's service as of July 151 in any calendar year, shall be allowed paid vacation at the rate of one (1) day for each complete calendar month of service, to a maximum of eight {8) days.

An emr,loyee shall be allowed two (2) weeks paid vacation in the calendar year if their first (1 5

) anniversary falls prior to July 1st.

An employee shall be allowed three {3) weeks paid vacation in the calendar year in which their third' (3m) anniversary falls. . ·

{b) An employee shall be allowed four (4) weeks paid vacation in the calendar year in which their tenth (1Oth) anniversary falls.

(c) An employee shall be allowed five (5) weeks paid vacation in the calendar year in which their seventeenth {17th) anniversary falls.

(d) An employee shall be allowed five {5) weeks plus one {1) day paid vacation in the · calendar year in which their twenty-first (21 51

) anniversary falls.

An employee shall be allowed five (5) weeks plus two (2) days paid vacation in the calendar year in which their twenty-second (22"d) anniversary falls.

An employee shall be allowed five (5) weeks plus three {3) days paid vacation in the calendar year in which their twenty-thir~ {23rd) anniversary falls.

An employee shall be allowed five (5) weeks plus four (4) days paid vacation in the calendar year in which their twenty-fourth {241h) anniversary falls.

An employee shall be allowed six (6) weeks vacation in the calendar year in which their· twenty-fifth {251

h) anniversary falls.

19.03

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(i) Vacation shall be taken during the year for which it is allowed subject to Article 19.03 (ii).

(ii) Vacation Carryover

An employee shall be allowed to carry over a maximum often (10) days accrual to the next calendar year, to be used by March 31 51 of that calendar year, unless otherwise approved by the General Manager or designate.

(iii) Vacations will normally be taken in unbroken periods of at least one (1) week and not exceeding three (3) weeks. One (1) day vacations will be allowed keeping in mind operational requirements. An employee will be allowed to utilize six (6) Y2 day vacations, keeping in mind operational requirements. Any request for vacation leave shall not be unreasonably withheld.

(iv) Vacation Payout

Any permanent employee whose employment is terminated during the year, shall have his/her vacation entitlement prorated accordingly.

{v)Pay in Lieu of Vacation

Employees shall not be permitted to forego their vacation period in order to obtain pay in lieu of time off for vacation.

19.04 (i) A new employee shall not be entitled to take vacation until they have completed

six (6) months of continuous service.

(ii} Subject to provisions of Article 19.04. (i), an employee may, with the approval of the General Manager or designate, take vacation to the extent of earned entitlement and the vacation credits shall be reduced by any such vacation taken.

19.05 Approval for vacation requests as outlined below will be subject to operational requirements:

An employee shall submit the vacation request in writing to the supervisor by April 15 and the Employer shall post the approved vacation schedule by May 15. All vacation requests submitted in writing by April 15 shall be scheduled according to seniority. Vacation requests submitted after Apri115 shall not be scheduled according to seniority and in addition, shall require no less than two weeks notice in writing except in cases of emergency. Approval for vacation requests shall not be unreasonably withheld.

19.06 An employee shall be paid for any earned and unused vacation standing to the employee's credit at the date the employee status ceases, or at the date the employee qualifies for payments under Long Term Disability.

19.07 An employee is not eligible for the entitlement under clauses 19.01 and 19.02 in respect of:

a) a whole calendar month in which he is absent from duty for any reason other than vacation or leave of absence with pay,

b) a period in excess of six (6) months during which a W .S.I.B. award is in effect unless the award is being supplemented with accumulated credits during any part of such whole month.

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19.08 If an employee is hospitalized for day surgery for the setting of broken bones or as an inpatient while on vacation, the days spent in hospital and any subsequent days spent recovering to a maximum of ten (10) days, on the written advice of a medical doctor, shall be considered sick leave to the extent of the employee's sick leave accumulation and those vacation days shall be rescheduled at another time. Written proof will be required to verify that the employee was hospitalized as an in-patient during that time.

ARTICLE 20 - DESIGNATED HOLIDAYS

20.01 In each calendar year the following will be observed as holidays:

New Year's Day Labour Day

Good Friday Thanksgiving Day

Easter Monday Remembrance Day

Victoria Day Christmas Day

Canada Day Boxing Day

Civic Holiday

Addition of one half day (.1/2) on Christmas Eve and one half day (1/2) day on New Years Eve off with pay and any other day proclaimed as a public holiday by the Mayor or Council of the City of Peterborough. When any of the aforementioned holidays fall on a Saturday or Sunday or on an employee's scheduled day off, the following normal working day shall be deemed to be a holiday for the purpose of the agreement. If any of the above paid holidays falls on a normal non-working day for an employee, he/she shall receive a lieu day (at regular pay) to be taken on the next normal working day which shall be deemed to be the straight time paid holiday.

20.02 EACH FULL-TIME EMPLOYEE

(i) who is not required to work on a holiday as defined in Article 20.01 shall be paid at the . employee's regular rate for each such holiday not so worked. In order to qualify for this

benefit the employee must have worked the employee's last scheduled shift preceding and the employee's first scheduled shift following such holiday unless absence on either or both of these days is on account of:

a) illness or injury. Where the employee is absent on account of illness or injury on the last scheduled shift preceding the holidays, the shift following the holiday, or both shifts, such absence(s) must be substantiated by a doctor's certificate, or

b) with the prior permission of the Employer. If such permission has been obtained the leave of absence must have commenced no more than five (5) days before the holiday.

(ii) on certified absence with pay through illness or injury, or with the prior permission of the Employer. If such permission has been obtained the leave of absence must have commenced no more than five (5) days before the holiday;

(iii) who is required to work on any of the above-mentioned holidays will receive holiday pay at ·straight time plus time and one-half of his/her regular rate for all hours worked on that day provided that such employee meets the condition applicable thereto as set forth in the immediately preceding paragraph.

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20.03 -A permanent part-time employee shall be entitled to a paid holiday each year on each of the days indicated in Article 20.01 which fall on a day that is a regularly scheduled work day for the employee. Payment will be based on the number of hours that the employee was scheduled to work on that day. It is understood and agreed that permanent part-time employees' work week will not be rescheduled in order to deprive the employee of the payment provided for in this clause.

20.04 When a holiday as defined in Article 20.01 falls within an employee's vacation period the employee shall be entitled to a day off in lieu thereof at the employee's regular rate.

ARTICLE 21 - SICK LEAVE

21.01 Sick leave credits are established for use during enforced periods of absence from work due to illness, injury or properly certified quarantine, and are not available to an· employee for absence caused by any other reason, except as outlined in Article 21.01 (f)

Each full-time employee shall be entitled to sick leave credits on the following basis:

(a) Each full time employee shall be credited with eight (8) days sick leave at the beginning of each calendar year and these shall not be accumulated from year to year and no payment of unused sick leave credits shall be made upon termination of employment. In addition to the foregoing, each full time employee who qualifies for short term disability benefits pursuant to the employer's insurance plan shall be paid for each day not worked during the qualifying period and no deduction shall be made from the sick leave bank referred to above.

(b) i) Sickness must be substantiated by a doctor's certificate if the absence is for more than three (3) consecutive working days, or for each and every absence, if so. required by written notice, given in advance by the Employer. The notice will specify the reason and the duration of the requiremen't and may be extended upon notification to the Employee. Medical certificates must be submitted to the employee's supervisor.upon return to work or in accordance with Article 21.01 (c) whichever is applicable.

ii) In all cases of sickness the employee's supervisor shall be notified within two (2) hours from commencement of regular duties on the first day of absence. Where the latter is not possible due to work scheduling, steps must be taken by the employee to notify a designated alternate, or where not available, the office of the General Manager within two (2) hours from commencement of regular duties. If an employee is not able to give a return to work date during the original call, the employee shall be required to call in daily until such time as the employee can give an exact date of

· return. In cases of absence of more than three (3)days but less than ten {1 0) days, the employee shall furnish immediately a certificate from a legally qualified physician, giving the probable date on which the employee will be able to return to normal duties.

(c) Notwithstanding Article 21.01 (b) an employee absent for more than twenty (20) consecutive working days, shall furnish immediately a certificate from a legally qualified health professional, acceptable to the Employer, giving the probable date on which the employee will be able to return to modified and/or regular duties.

If the Employer so requires, the employee will supply a medical certificate for every twenty consecutive working days thereafter, or as otherwise required by the · Employer, until the employee returns to work.

If the employee is on L TO benefits, the Employer will be entitled to an updated report from the attending practitioner, at the minimum of once every six (6) months.

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The employer shall reimburse the employee for.the cost of the documentation required under 21.01 (c), upon presentation of the official receipt.

(d) No payment of accumulated sick leave credits shall be made upon termination of employment.

(e) Employees may, with the approval of the employer, be allowed to use up to four (4) days per year of their accumulated sick leave credits in order to engage in personal preventative medical health and dental care or in cases of immediate family illness. Such permission shall not be unreasonably withheld. Request shall be made in writing stating that leave is requested under Article 21.01 and employees shall provide the Housing Corporation with a minimum three (3) days notice, except in an emergency. Leave shall be granted for periods of no less than one (1) hour.

21.02 (a) Permanent part time employees shall be entitled to the same sick leave credits as permanent full time employees but shall only be paid for time lost during forced periods of absence from work due to illness, injury or properly certified quarantine or as provided in Article 21.01 (e) but shall only be entitled to be paid for the days they are scheduled to work. They may also be required to provide medical certificates on the same basis as permanent full time employees.

(b) Sick leave credits will be expressed in hours or part thereof. Credits wilt be used based on the number of hours the employee was scheduled to work on the day of the absence.

(c) For the purpose of this Article, Articles 21.01 (b), and (c) shall also apply.

21.03 Where, for reasons of health, an employee is frequently absent or unable to perform the assigned duties, the Employer may require the employee to submit to a medical examination at the expense of the Employer.

ARTICLE 22 -WORKPLACE SAFETY INSURANCE

22.01 (a) Where an employee is absent as a result of an injury allegedly sustained at work, the Employer shall continue to pay the employee for a period not exceeding six (6) weeks. During this period the employee shall receive the appropriate net pay as calculated in accordance with the WSIB Net Average Earnings Table.

(b) If an employee is absentas a result of an injury sustained at work and it appears that time off work will meet the standard qualification for Weekly Indemnity, the employee must ·apply for Weekly Indemnity Benefits in addition toW .S.I.B. Benefits. ·

22.02 (a) If the employee is still absent at the end of the six (6) weeks and the Workplace Safety Insurance Board has not rendered its decision on the claim, sick credits equivalent to the net pay received in accordance with Article 22.01 will be used from the first day of absence.

(b) Where the employee has no sick leave credits, wages will be discontinued until the Board renders its decision.

(c) If the Board subsequently approves the claim, the employee shall be paid in accordance with Article 22.03 and any sick leave credits used in accordance with Article 22.02(a) shall be credit.ed back to the employee.

(d) If the Board subsequently declines the claim, the Employer is hereby authorized to recover all payments made to the employee in accordance with Article 22.01 by deducting the amount of those payments from any wages which subsequently become payable to the employee. The Employer will consider a gradual payment agreement that will not cause undue hardship on the employee.

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22.03 (a) An employee, who is absent by reason of an injury or industrial disease for which an award is made under the Workplace Safety Insurance Board, shall be entitled to receive the difference between the appropriate net pay calculated in accordance with the WSIB Net Average Earnings table and the amount of the award.

{b) The difference indicated in Article 22.03(a) shall be paid for a period not exceeding six (6) consecutive weeks or a total of thirty (30) working days where such absences are intermittent, from the first day of the absence without charge to the employee's accumulated credits. After the expiry of this period, the difference shall be paid to the extent of the employee's accumulated sick leave credits in the ratio that the amount compares to gross pay. ·

22.04 The employee will supply documentation from a legally qualified health professional, acceptable to the Employer for every twenty (20) consecutive working days of absence following the accident or onset of illness until the employee returns to work. If the employee is on L TO benefits, the Employer will be entitled to an updated report from the attending practitioner, at the minimum of once every six (6) months. The Employer shall reimburse the employee for the cost of the documentation under this provision upon presentation of an official receipt, unless the cost of said documentation can be reimbursed directly to the employee by the W .S.I.B.

22.05 In all cases of work related injury, the Employer shall forward a copy of the WSIB Form 7 to the Union subsequent to the reporting of any on-the~job injury.

ARTICLE 23 - LEAVE-OF-ABSENCE

23.01 BEREAVEMENT LEAVE

An· employee scheduled to work and who would otherwise have been at work shall be allowed:

(a) Three (3) consecutive working days leave of absence with pay in the event of the . death of the employee's immediate family as follows: parent, spouse, child, brother,

sister, parent-in-law, brother and sister~in-law, aunt, uncle, grandchildren and grandparents, legal guardian and legal ward,

(b) One (1) day leave of absence with pay to attend the funeral of spouse of aunt or uncle.

(c) Two (2) days' leave of absence without pay to attend the funerals of relatives listed under 23.01 (a) if the location of the funeral is greater than BOO kilometers {one way) from the employee's residence.

(d) For the purpose of Bereavement Leave, the relationships specified in Article 23;01 (a) & (b) are deemed to include a common-law spouse and a partner of the same sex.

23.02 JURY AND WITNESS DUTY

(a) Employees who are called upon to serve as jurors or who are subpoenaed as witnesses to a court proceeding:

(i) shall be granted leave-of-absence for such purposes provided that upon completion of the service such employee shall present to the Employer a satisfactory certificate showing the period of such service; and

(ii) shall be paid full salary or wages for the period of such service provided the employee shall pay the Employer the full amount of compensation received for such service, excluding any amount received for mileage and/or meal allowance, and shall be given an official receipt thereof.

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(b) The provisions of Article 23.02(a). (i) and (ii) shall apply, to a maximum of six employees on any one day, when such employees are subpoenaed as witnesses before the Ontario Labour Relations Board.

23.03 CAMPAIGNING FOR PUBLIC OFFICE

An employee shall be allowed a leave of absence without pay, to campaign for the employee's election for a public office as provided for in Public Service Act, R.S.O. 1990, as amended from time to time. ·

23.04 PREGNANCY LEAVE

Pregnancy leave shall be granted in accordance with the provisions of the Employment . Standards Act 2000.

(a) An employee entitled to pregnancy leave under the above, and who provides the Employer with proof that she has applied for and is eligible to receive employment insurance benefits pursuant to Section 18, Employment Insurance Act (Canada) shall be paid an allowance in accordance with the Supplementary Employment Benefit Plan as follows:

(i) for the first two (2) weeks, payments equivalent to ninety-three percent (93%) 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 pr~gnancy leave;

AND

(ii) up to a maximum of fifteen (15) addition·al weeks, payments equivalent to the difference between the sum of the weekly El benefits the employee is eligible to receive and any other earnings received by the employee, and ninety-three percent (93%) of the actual weekly rate of pay for her regular classification which she was receiving on the last day worked, prior to the commencement of the pregnancy leave.

(b) An employee receiving the pregnancy leave allowance under the Supplementary Employment Benefit Plan shall have her benefits coverage and accumulation of vacation and sick leave credits continued during the period she receives the pregnancy leave allowance.

(c) If requested, in writing, at least two weeks prior to the date of expiry of her pregnancy leave, an employee shall be entitled to a leave-of-absence without pay for an additional period of up to six (6) months. The request shall indicate the exact period of extended leave and shall not be subject to further extension.

(d) To be eligible, the employee shall sign an agreement providing:

(i) that she will return to work and remain in the employ for a period of at least six (6) months,

(ii) that she will return to work on the date of the expiry of her pregnancy leave, including any extension, and

(iii) that the employee recognizes that she is indebted to the Employer for the amount received as a Supplementary Employment Benefit should she fail to return to work and remain in the employ of the Employer as provided in (i) and (ii) above. ·

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(e) Employees shall have no vested right to payments under the Plan except to payments during a period of unemployment specified by the Plan.

(f) Payments in respect of guaranteed annual remuneration, as defined in the Employment Insurance Act, or in respect of deferred remuneration or severance pay benefit shall not be reduced or increased by payments received under the Plan.

23.05 PARENTAL LEAVE

Parental leave shall be granted in accordance with the provisions of the Employment Standards Act 2000.

(a) A General Manager shall grant a leave-of-absence without pay to an employee w.ho has served at least thirteen (13) weeks.

(b) Parental leave may begin,

(i) no earlier than the day the child is born or comes into the custody, care and control of the parent for the first time;

AND

(ii) no later than fifty two (52) weeks after the child is born or comes into the custody, care and control of the parent for the first time,

(iii) The parental leave of a person who takes pregnancy leave must begin when the pregnancy leave ends unless the child has not yet come into the custody, care and control of a parent for the first time.

Parental leave shall end thirty five (35) weeks after it begins or on an earlier day if the person gives the employer at least four (4) weeks notice of that day.

(iv) Parents, other than birth mothers, can elect to take parental leave up to a maximum of thirty seven (37) weeks on 2 weeks written notice to the employer, no sooner or later than the provisions of 23.05 (b) (i) (ii). Any change in the end date of leave must be in writing to the employer at least four (4) weeks prior to the new end date.

(c) Coverage under the group Benefit plan shall continue unless the employee elects in writing not to participate in the plan.

(d) An employee on parental leave shall continue to accumulate vacation and sick leave credits during the period of such leave. ·

(e) An employee returning from parental leave shall be assigned to the position held immediately prior to the commencement of such leave and be paid at the step in the salary range that would have been attained had the leave not been granted.

23.06 SPECIAL OR COMPASSIONATE LEAVE

Leave-of-absence without pay and without loss of seniority may be granted to an employee for special or compassionate reasons or for educational purposes if the request meets the operational requirements of the Employer for a period of up to one (1) continuous year with the approval of the General Manager. Application for leave under this section should be submitted in writing at least fourteen (14) days prior to commencement of requested period of leave, except in cases of emergency when as much notice as .possible should be given.

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23.07 CITIZENSHIP LEAVE

An employee who would otherwise have been at work shall be allowed one (1) day leaveof-absence with pay to attend a formal hearing to become a Canadian citizen.

23.08 SELF-FUNDED LEAVE PLAN

An employee may apply to participate in the Self-Funded Leave Plan as permitted under the Income Tax Act (Canada) in order to defer pre-tax salary dollars to fund a leave of absence. The deferral period must be at least one (1) year and not more than four (4) years. The funds being deferred will be held in a trust account with the financial institution the employer selects, with interest being paid annually. The funds will be paid out to the employee on a monthly or lump sum basis during the leave of absence.

During the leave, the employee's insured benefits will be continued where the employee continues to pay for his/her portion.

At the end of the leave, an employee shall return to the position held immediately prior to going on leave and shall be paid at the step in the salary range that he/she had attained when the leave commenced. If the position no longer exists, the provisions of Article 8 -Layoff and Recall shall apply. It is understood, however, that the notice period begins when the position is declared surplus by the Housing Corporation, not when the employee returns from leave.

ARTICLE 24- PAYMENT OF WAGES

24.01 Wages one week in arrears shall be paid on a two-weekly basis every second Wednesday. Where the regular pay day falls on a designated holiday, the employee shall be paid on the day preceding the holiday. An employee will be provided each pay day with an itemized statement of wages and deductions therefrom.

24.02 VACATION PAY

Employees will, upon giving at least fifteen (15) working days notice in writing, receive on the last office day preceding commencement of their annual vacation any cheques which may fall due during the period of their vacation.

24.03 PAY DURING TEMPORARY ASSIGNMENTS

(a) When an employee is required to perform the duties of any higher position for a period in excess of one and one-half (1 1/2) hours in one (1) day, the corresponding rate of pay for such higher position shall be paid for the whole period during which time duties at the higher level are performed.

(b) When an employee is required to substitute for an employee who is receiving a lower rate of pay than the substituting employee, the pay of such substitute shall not be changed.

24.04 Where an employee is temporarily assigned to perform the duties and responsibilities of a position not covered by this Collective Agreement, the employee shall retain all rights and obligations under the Collective Agreement.

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24.05 RECLASSIFICATION

·When a permanent employee is reclassified to a position with a lower classification as a result of any organizational change, the employee shall be paid at the next lowest step in the new salary range plus fifty percent (50%) of the difference between this salary and the employee's former salary. The employee shall then be entitled to any salary increaSE!S applicable to the new classification. Once the salary maximum of the new classification exceeds the salary maximum of the former classification, salary protection will end.

ARTICLE 25- SHIFT BONUS

25.01 An employee shall receive a shift premium of seventy~five (75) cents per hour for all hours worked between five (5) p.m. and seven (7) a.m. Where more than fifty percent

. (50%) of the hours fall within this period, the premium shall be paid for all hours worked.

25.02 Employees whose regular shift includes work on Saturday or Sunday shall receive a premium of eighty~five (85} cents per hour in addition to the employee's regular pay for such work, and in addition to shift bonus if applicable.

ARTICLE 26 - CHANGES IN REGULATIONS

26.01 The Employer agrees to provide to the Union a copy of new or amended HR policies related to any matter covered by this Agreement.

ARTICLE 27 - EMPLOYEE BENEFITS

27.01 PERMANENT FULL TIME

During the term of this agreement, permanent and full time employees shall be provided with the following employee benefits as described in the Ontario Non Profit Housing Association Employee Benefit program booklet attached hereto as Schedule "A" and the premium costs shall be paid 100% by the employer.

(a) Basic group life insurance

(b) Accidental death and dismemberment

(c) Weekly Indemnity

(d) Long Term Disability

(e) Extended Health Care

(f) Dental

(g) The Employer agrees to pay a maximum of $ 200.00 per family household, once every two (2) years, for prescription vision wear, over and above the amount eligible to be claimed through the present Benefit package provided, on presentation of an official receipt.

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27.02 PERMANENT PART TIME

(a) Permanent part time employees who are scheduled to work on a regular ongoing basis at least one-third of the normal work week as specified in Article 14.01 (1) and (2) shall be entitled to the following benefits:

(b) Basic life insurance plan described in the Ontario Non-Profit Housing Association Employee Benefits booklet attached hereto as Schedule "A". The Employer shall pay 100% of the premium for this coverage. Except, in those cases where employees have opted out of the plan, the Employer shall pay a pro rated premium for:

(i) Accidental Death & Dismemberment

(ii) Extended Health Care;

(iii) Dental.

The premium will be pro rated on the percentage of the employee's weekly hours of work relative to the normal work week as specified in Article 14. The employee shall pay the balance of the premium through payroll deduction.

(c) It is a condition of employment that eligible permanent part time employees shall be enrolled in the Weekly Indemnity and Long Term Disability pl;;m. The premium cost will be paid 75% by the employer and 25% by the employee."

27.03 LONG TERM DISABILITY

(a) It shall be a condition of employment that all employees be enrolled in the Long Term Disability Plan. Employee benefits as provided in Article 27 shall be maintained at no cost to the employee, when the employee is in receipt of LTD benefits.

(b) LTD benefits commence after a qualifying period of one hundred and twenty (120) days from the date the employee becor:nes totally disabled.

(c) An employee who has been in receipt of weekly indemnity or LTD and who is certified fit to return to duty, shall be reinstated to the first available vacancy in the employee's own classification. If a vacancy is not immediately available, the employee will be placed on unpaid leave of absence for a period not exceeding thirty (30) days. If not assigned to a position by the end of the unpaid leave, the employee shall be laid off in accordance with the provisions of Article B:.ln assigning an employee under this Article, the provisions of Article 9 do not apply ..

27.04 OPTIONAL GROUP LIFE INSURANCE

Employees, at their option, may purchase optional group life insurance. The employee pays the full premium for this coverage through payroll deductions.

27.05 LEAVE OF ABSENCE WITHOUT PAY

During leaves ofabsence without pay, employees may continue participating in Basic Life, Accidental Death and Dismemberment, Weekly Indemnity, LTD, Extended Health Care and the Dental plan by arranging to pay full premiums at least one (1) week in advance of the first of each month of coverage.

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27.06 Employees collecting WSIB benefits shall have their benefits continued by the employer provided for under the WSIB Act. Employees no longer eligible for benefits under the Act, may elect to continue participating in the benefit plan as per 27.05.

27.07 For the purpose of "family" benefit coverage, common-law spouse and partner of the same sex are deemed to be included.

ARTICLE 28 - NO STRIKES OR LOCK-OUTS

28.01 There shall be no strike or lock-out during the currency of this Agreement. The .words "strike" and "lock-out" shall be as defined by the Ontario Labour Relations Act as .. amended from time to time. ·

ARTICLE 29 - KILOMETER RATES

29.01 The employer agrees to reimburse all employees who elect to use their private automobile on business with the employer at the rate of$ 0.383 per kilometer ..

Kilometers accumulate from the 151 day of January in each calendar year.

Kilometer rates are inclusive; no claim shall be allowed for repair, storage, maintenance, operation, etc.

ARTICLE 30- LEAVE OF ABSENCE .. UNION BUSINESS

30.01 UNION CONVENTIONS

Leave with pay and without loss of seniority may be granted upon request from the Union to the Employer, to employees who are duly elected or appointed delegates to attend union educational(s), conventions of the Canadian Union of Public Employees, the Ontario Division of the Canadian Union of Public Employees, the Ontario Federation of Labour or the Canadian Labour Congress. Such time shall not exceed a total of twenty (20) person days in any one (1) calendar year; however, any unused portion may be carried over to a second year only. The Union will give at least ten {10) working days written notice of such request to the Employer. Such request(s) shall not be unreasonably denied.

a:o.02 INTERNAL BUSINESS AFFAIRS When upon the written request ofthe Union to the General Manager, the Employer grants leave without loss of pay or benefits to employees elected as executive officers or stewards of the Union, for the purpose of conducting the internal business affairs of the Union, the Union will reimburse the Employer for the wages paid.

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ARTICLE 31 -JOINT LABOUR/MANAGEMENT COMMITTEE

31.01 POLICY

The Employer recognizes that it is to the mutual benefit of both the Union and Management to establish and maintain a sound communicative and co-operative relationship: A Labour/Management Committee is hereby established where an exchange of information and ideas may take place and with the responsibility for dealing with matters of mutual interest which cannot be dealt with through any alternate procedures.

31.02 SCOPE

The Committee will discuss areas of mutual concern including such items as work methods, operating efficiencies, and morale, and shall seek to promote understanding and agreement between the parties. However, it will not perform any of those functions which are exclusively the functions of Management and/or the Union. It is understood that the Committee shall act in an advisory capacity and shall have no power to alter or amend, add to or modify, the terms of the Collective Agreement. The Committee is not intended in any way to replace or infringe upon the grievance or negotiating procedures.

31.03 MEMBERSHIP

(a) The Committee shall be composed of not more than two (2) representatives from each of the parties. Two (2) members from each side shall be named for a period of twelve (12) months or until replaced, and two (2) additional members from either party may be appointed by the respective sides depending upon matters on the agenda. Management's committee shall include the General Manager and the Union's committee shall include the Union Steward. Meetings will be held within two weeks of a request by either party, but normally not more frequently than once per month or any other mutually satisfactory date.

(b) The Employer shall grant leave-of-absence without loss ofpay or credits to members of the Union who participate at such meetings provided the provisions of Article 31.03 (a) are adhered to.

31.04 AGENDA

An agenda will be drawn up and distributed to all Committee members not later than one week prior to the meeting.

31 ;05 CHAIRPERSON

The Union I Management will-select a representative from its group who will act as Chairperson on an alternating basis. The Chairperson will be responsible for conducting the meeting in an orderly fashion. Minutes will be recorded and distributed to all Committee members.

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ARTICLE 32- UNION STEWARDS

32.01 In the administration of Article 11 of the Collective Agreement, it is recognized that the Union will have at least two (2) stewards chosen from the employ~es of the Corporation.

32.02 The Local Union Steward may assist any employee whom the Steward represents in presenting the employee's grievance in accordance with the grievance procedure.

32.03 The Local Union Steward will be involved in the grievance procedure in all steps.

32.04 · Before leaving employment temporarily in order to carry on negotiations with the Employer or with respect to a grievance, the recognized Union Steward must obtain the permission of the appropriate Supervisor or General Manager, Where such permission has been granted by the appropriate Supervisor or General Manager, the Union Steward shall suffer no loss of pay for the time so spent. Such permission shall not be unreasonably withheld.

32.05 The Union agrees to provide the Employer with a list of authorized Union Stewards in January of each year, and inform the Employer of any ch~nges thereto, as soon as possible.

ARTICLE 33 -GENERAL CONDITIONS

33.01 ACCOMMODATION AT WORK

The Employer where appropriate will provide accommodation for meals and for the keeping of clothes. · ·

33.02 BULLETIN BOARD

The Employer will provide appropriate bulletin boards upon which the Union will have the right to post notices of Union meetings, and such other notices referring to Union activities as may be of interest to employees.

33.03 TOOLS, PROTECTIVE CLOTHING AND FOOTWEAR

The Employer will supply to maintenance employees work tools, protective clothing and footwear as required. Where protective clothing and footwear is supplied it must be worn as a condition of employment.

33.04 WINTER OUTERWEAR

(i) The Employer will supply appropriate winter parkas to all maintenance employees who work outside.

(ii) The Employer may provide snowmobile suits in place of winter parkas to maintenance employees who regularly work outdoors in extreme winter .conditions~

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33.05 SAFETY

(a) The Employer will continue to make adequate provisions for the occupational health and safety of employees. The Employer and the Union undertake to consult with a view to adopting and carrying out adequate procedures and techniques intended to prevent or reduce the risk of employment injury.

(b) HEPATITIS B VACCINATION

The vaccination against Hepatitis B will be available on a voluntary basis to those . employees who, as a condition of employment, have a possible high exposure to body fluids. The Joint Health and Safety Committee will identify job functions with potential for high exposure to body fluids in order to determine entitlement for the vaccination. Under these approved conditions, the employer will be responsible for such costs.

33.06 RETIREMENT AGE

·The normal retirement ag,e for an employee shall be the last working day of the month in which the employee's 65 birthday falls. Up to one year extensions may be approved by the appropriate Housing Corporation Board subjeCt to the employee providing medical certification of fitness to do the work for which employed and a satisfactory recommendation from the appropriate Supervisor. Such extension may be reviewed if indicated by health or performance reasons.

33.07 NO PYRAMIDING

There shall be no pyramiding of overtime on premium pay under the terms of this Agreement and under no circumstances 'Aiill more than one basis of calculating overtime or premium pay be used for the same or similar hours.

33.08 MOVING EXPENSES ON TRANSFER

The Employer will defray the moving expenses of on-site building custodians who are permanently transferred or are removed from an on-site to an off-site position, other than for disciplinary reasons, at the employer's request.

33.09 CLEAN-UP TIME

Maintenance employees will be allowed ten (1 0) minutes clean-up time before lunch and before getting off duty.

33.10 JOINT HEALTH AND SAFETY COMMITTEE

(a) Local Health and Safety Committees shall be established with equal representation from the Housing Corporation and the Union.

(b) The Committee will meet every three (3) months, if required, or more frequently if mutually agreed to, to enquire into practices and inspect projects on-site.

(c) A designated safety representative from the bargaining unit will be recognized in the Housing Corporation. When an urisafe practice is alleged, the safety representative will discuss the findings and actions required with the General Manager or designee. Unresolved items may be appealed to the Health and Safety Com.mittee.

(d) The powers of this Committee shall be as outlined in The Occupational Health & Safety Act.

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(e) It is understood that the Local Health and Safety Committee referred to above which provide for joint enquiry into safety practices and inspection of on-site projects by a joint committee does not, in any way derogate from or limit the function of Management to take such action as it may decide to take arising out of its responsibility for safety measures and in a manner in keeping with its management responsibilities.

33.11 REST PERIODS/LUNCH HOURS

Each employee shall be entitled to a one (1) hour unpaid lunch period and a fifteen (15) minute rest period in both the first and second half of a standard shift.

33.12 DISABLED EMPLOYEES

(a) Any employee who has become unable to do the normal and regular duties owing to partial disability or infirmity shall be given consideration for work within the employee's capabilities and qualifications. In assigning an employee to a vacancy under this. Article, it should be understood that the provisions of Article 9.01 would not apply ..

(b) If an employee, who is disabled ,due to illness or injury, is capable of returning to ' perform the essential duties of the pre-disability position, the employee shall provide relevant medical documentation and co-operate with the Housing Corporation in modifying the job to enable the employee to assume the full duties of the position on

. a gradual basis (unless this modified arrangement caused undue hardship to the Housing Corporation).

33.13 CHANGE OF ADDRESS

In the event of change in home address or telephone number, it shall be the responsibility of the employee to notify the Employer in writing of such change. Failure to comply with this provision will save the Employer harmless with the respect to any notification directed to an employee's last known address or telephone number.

33.14 DISCIPLINARY RECORDS

Any disciplinary record shall be removed from an employee's file after twenty months (20) from the date of the offence, provided that there have been no similar warnings in that period, in which event the time for the application of this section shall be counted from the date of the succeeding warning. It is understood that disciplinary records include any written records of verbal warnings, written warnings and letters of suspension.

33.15 ACCESS TO PERSONNEL FILES

Each employee shall have reasonable access to the employee's personnel file for the purpose of reviewing any evaluations or formal disciplinary notations contained therein in the presence of the General Manager or designate. Upon request an employee will receive a copy of the record of any disciplinary action in the personnel file.

33.16 ADVERSE WEATHER CONDITIONS

The following provision shall apply to employees during adverse weather conditions necessitating closure of all highways, as declared by appropriate Provincial or Municipal authorities, between the employee's residence and place of employment, for the duration of the closure:

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When an employee, through no fault of his/her own, is unable to report for work because of the above, such employee shall suffer no loss of pay or other benefits, nor shall he/she be required to make up, in any way, for time lost due to not reporting to work.

33.17 LEGAL FEES

The employer agrees the employee shall be entitled to be indemnified with respect to legal fees and damages incurred while acting in the course of their employment but only to the extent provided for in the employer's Liability Insurance policy.

ARTICLE 34 -VIDEO DISPLAY TERMINALS (VDT'S)

34.01 Upon the introduction of any VDT's the Housing Corporation shall notify the Union of the nature of the equipment, the location of the equipment, and those employees who are likely to be using it.

· 34.02 Employees who operate a VDT for one continuous hour shall be relieved of such duties for a period of ten (10) minutes.

34.03 At the beginning of assignment to a VDT, an employee who is regularly required to operate a VDT for two (2) hours or more per day shall be required to undergo an eye examination; the employee may elect to undergo an eye examination annually thereafter. The examiner shall be an optometrist who is qualified to conduct the following tests:

(i) unaided visual acuity (letter chart test)

(ii) refractive findings

(iii) corrected visual acuity

(iv) amplitude accommodation

(v) suppression

(vi) muscle balance (near, one metre, distant)

(vii) slit lamp biomicroscopy

The cost of such examination, not to exceed the OHIP fee schedule for such examinations, shall be borne by the Housing Corporation, and the VDT operator shall authorize release of a copy of the examination report to the Housing Corporation.

34.04 (a) A pregnant VDT operator may request reassignment from VDT duties for the remainder of her pregnancy by forwarding a written request to the Housing Corporation, together with a certificate from a legally qualified medical practitio_ner certifying that she is pregnant.

(b) Upon receipt of the written request as specified in Article 34.04 (a), the Housing Corporation shall make every reasonable effort to assign the employee to a position within the Housing Corporation, provided she is able and qualified to perform the required duties, and the salary maximum is not greater than the salary maximum of her position. In assigning an employee to a vacancy under this Article, it should be understood that the provisions of Article 9.01 would not apply.

• =:CUPE

(c) Where an employee has been assigned under· Article 34.04 (b) to a position with a lower salary maximum tnan the salary maximum of the position from which she was assigned, she shall be paid at the rate within the salary range of the position to which she has been assigned under Article 34.04 (b), which is closest to but not more than the rate she was receiving immediately prior to the assignment.

(d) Where it is not possible to assign an employee as per Article 34.04 (b), the employee will, upon written request, be granted a leave of absence without pay to cover the period preceding the date on which she would be entitled to commence pregnancy leave in accordance with Article 23.04.

34.05 The Housing Corporation will, during the course of this Agreement, endeavor to equip VDT work stations with tables or stands for the terminal to permit it to be at a height appropriate to the circumstances of its use and the seating available for the operator. The chair provided shall have a seat which is adjustable in height, and a foot rest where necessary to accommodate a particular operator. Where appropriate to the nature of the work, paper siands or work stands shall be provided.

=CUPE

ARTICLE 35 -TERM OF AGREEMENT

35.01 This Agreement is effective from January 1, 2004, until December 31, 2006.

IN WITNESS WHEREOF these present have been executed by the Authorized representatives of the parties at Peterborough, Ontario this day of , 2004.

FOR THE UNION FOR THE HOUSING CORPORATION

Charlene Avon Darlene Cook·,

CUPE National Repres General Manager, CEO

Gary Quinlan

Steward/1\legotiating Committee of CUPE LOCAL 504.2

Lynda Hill

Negotiating Committee of CUPE LOCAL 504.2

;;;CUPE

APPENDIX B- SECURITY TENANTS

MEMORANDUM OF UNDERSTANDING

SUBJECT: SECURITY TENANTS

As per Article 1.01 (g) of the collective Agreement, it is agreed that the following terms and conditions shall apply to Security Tenants:

Purpose:

Security Tenants will be required to live on-site and their duties will be confined exclusively to the security of the Building and its Tenants.

Qualifications:

Ability to understand simple oral and written instructions.

Duties: reporting maintenance problems to supervisor reporting on vandalism to supervi~or assisting on lock-outs monitoring fire alarm systems and assisting in cases of fire alarms reporting disturbances to supervisor and/or to police maintaining general security, ensuring doors are properly secured any other related duties.

Security Tenants. will receive rent free accommodation which will be valued in accordance with Income Tax regulations and which will include free heat, hydro, water and telephone (not including personal long distance calls).

Where a Security Tenant is required to perform any work other than those duties listed above, the Housing Corporation will pay the Security Tenant for such work at the rate of: $15.34 per hour.

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On the following basis: Less than 15 minutes X hour minimum

15 to 30 minutes 1/2 hour 31 to 45 minutes ·%hour 46 minutes to 1 hour 1 hour

Union dues as per Article 5.01 will be deducted monthly, based on earnings for the previous month and in accordance with rates laid down by the Union from time to time. However, no dues will be deducted if the Security Tenant has worked eight (8} hours-or less during the previous moo~. · .

It is understood that Security Tenants are covered per current provisions of theW .S.I.B.

Charlene Avon

General Manager, CEO

G~eQotiating Committee of CUPE LOCAL 504.2

~J_j Lynda Hill, Negotiating Committee of CUPE LOCAL 504.2

=LUPE

APPENDIX C - CABLE TV

The Employer agrees to continue providing free cable TV services to those on-site custodians and security tenants who were receiving this benefit as at May 18, 1990. This benefit will remain in place for the duration of the period that they maintain their on-site status.

The above benefit will not apply to any on-site custodians and security tenants appointed after May 18, 1990.

The Employer agrees we will give 60 days notice before discontinuing this benefit.

FOR THE UNION FOR THE HOUSING CORPORATION

£!~-ifvJ Charlene Avon Darle Cook,

CUPE National Representative . General Manager, CEO

Gary Quinlan

Steward/Negotiating Committee of CUPE LOCAL 504.2

Lynda Hill

. Negotiating Committee of CUPE LOCAL 504.2

Dated this day of ,2004.

~UPE

SCHEDULE"A"

Employee Benefits Program ONPHA- Ontario Non-Profit Housing Association Booklet.

cope/491/lm

Employee Bene ·its . . Program

ONPHA Ontario

. · Non-Profit Housing · .. . Association

ONTARIO NON-PROFIT HOUSING ASSOCIATION G.1013

·Effective: January 1, 2003

Printed: July 2003

Get Group Benefits information at www.cooperators.ca/life/group

TABLE OF CONTENTS

YOUR GROUP BENEFIT PROGRAM ........................................................................................... I l

BASIC·GROUP LIFE INSURANCE ............................................................................................... 4

ACCIDENTAL DEATH AND DISMEMBERMENT ..................................................................... 5

OPTIONAL ACCIDENTAL DEATH AND DISMEMBERMENT ................................................ 8

OPTIONAL GROUP LIFE INSURANCE ..................................................................................... I I

WEEKLY INDEMNITY ................................................................................................................ 12

LONG TERM DISABILITY ................................... : .............................................................. : ....... 15

EXTENDED HEALTH CARE ......... : ............................................................................................. I8

DENTAL INSURANCE ................................................................................................................. 26

YOUR GROUP BENEFIT PROGRAM

We are pleased to present to you a summary of each of the coverages provided by your employer. This booklet is designed to answer the most common questions regarding your group benefits program.

Who is eligible to enroll?

All full-time employees who work a minimum of 15 hours per week, are actively at work, have completed 3 or 6 months of continuous service (as shown on the employer's application form), and are under the age of 65.

How do I apply?

By completing a Co-operator's group enrollment card provided by your employer, within one month of becoming eligible.

Are my dependents covered?

Yes, the benefit plan includes family coverage for extended ·health and dental benefits, provided your dependents meet the definition of a dependent as outlined below. Coverage for your dependents becomes effective the same date your coverage is effective, or the date the individual becomes a dependent.

Who is a dependent?

Your legal spouse or common-law spouse (same or opposite sex, provided the common-law spouse has resided with you for a minimum of 12 months). ·

. Yo·ur unmarried dependent children who are not working full-time:

between the ages of 24 hours and 21 years;

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up to attainment of their 25th birthday who are in full-time attendance at any accredited educational institute;

of any age who are suffering from a permanent mental or physical infirmity and are wholly financially dependent upon you and who became disabled while otherwise eligible under either of the above two.

No person will be considered a dependent if they reside outside of Canada unless they are a full-time student, and.normally reside in Canada.

Your natural born children who do not reside with you can be considered eligible if you claim them as eligible dependents on your Income Tax form.

When do my employee benefits terminate?·

Your insurance, under each coverage, terminates automatically at the age specified in each benefit explanation, your retirement date or your retirement on pension. Other reasons for termination of insurance are termination of your service as an employee, termination of the master policy or cessation ofpremium payments.

Your dependents' coverage terminates when your coverage terminates, or when the dependent no longer is a dependent.

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How do I submit a claim?

Claim forms are available from your employer or from our website www.cooperators.ca/life/group. Upon completion, all claims, with the exception of prescription drugs, should be sent to:

Group Claims Department The Co-operators 1920 College A venue REGINA, Saskatchewan S4P 1C4

Get claim forms, cost control tips, answers to frequently asked questions, Jinks to health & wellness sites and much more at: www.cooperators.ca/Jife/group

Extended health care claim forms must be accompanied by receipts which give sufficient detail to assist in the settlement of the claim. Where your government health insurance plan provides a grant for covered medical services and supplies, you must also submit a copy of your grant notification. Dental claim forms must be completed by you, your employer and your dentist, and a separate form is required for each person seeing the dentist.

Is pre-determination of certain benefits necessary?

We reconimend that for dental treatment likely to exceed $400 and medical treatment likely to exceed $400, a detailed treatment plan must be submitted to The Co-operators before the treatment begins. This procedure will identify the cost you may be responsible for and will provide you with an opportunity to seek an alternative course of treatment if necessary .. In order for benefits to be paid, you must be eligible for coverage.on the date the expense is actually incurred.

Conversion Privilege

On termination of your group life insurance prior to age 65, you may obtain an individual policy with Co-operators Life Insurance Company without providing evidence of good health on the Ordinary Life Plan, Limited Payment Life, Term to Age 65, or One Year Term Plan (non-renewable) at The Co-operators' regular rates.

This individual policy will be limited to the lesser of $200,000, or the difference between the amount of insurance at the time of your termination and the amount of insurance for which you are eligible under a new group contract, at the time you are exercising your right to convert.

The individual policy will be issued only if application is made within 31 days after your termination. . .

Your life will continue to be insured during the 31 day conversion period whether or not you apply for conversion.

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THE INFORMATION CONTAINED IN TIDS BOOKLET IS FOR GUIDANCE ONLY. YOU MAY NOT BE INSURED FOR ALL BENEFITS DESCRffiED IN THIS BOOKLET. PLEASE KEEP

TillS IM:PORTANT DOCUMENT IN A SAFE PLACE FOR FUTURE REFERENCE ..

We ask that you review the infonnation contained in this booklet to obtain an understanding of your group benefits program. The master contract G. lO 13 issued by Co-operators Life Insurance Company to ONTARIO NON-PROFIT HOUSING ASSOCIATION shall be the final basis for the settlement of all claims.

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BASIC GROUP LIFE INSURANCE

The amount of insurance below will be payable to your beneficiary upon your death.

Each employee under 65 years of age

Each employee 65 years of age or older

2 times your annual salary to a maximum benefit of $100,000 rounded to the next highest $1,000 if not already a multiple thereof. · ·

50% of the amount in effect on your 65'h birthday.

If you become eligible for an increase in salary, which exceeds 15%, you may be required to submit health evidence prior to receiving an increas,ed amount of insurance. you are required to submit a written application on forms provided by the Insurance Company and the increased amount of insurance will not take effect until the application has been approved in writing by Co-operators Life.

* Your salary means your regular annual salary, not including bonuses, commissions or overtime.

Living Assistance Benefit

The living assistance benefit is available as an advance payment of your basic life insurance to help meet the medical or other health and welfare expenses ofterminally ill employees under age 65.

Application for this benefit must be approved by your employer and The Co-operators will confirm that medical evidence meets the program's requirements before approving payment.

The amount of money available as a living benefit payment is 50% of your basic life insurance benefit, to a maximum of $50,000.

Exclusions

No basic group life insurance will be paid for loss of life which is caused by or results directly or indirectly from any sickness, injury or disease for which there were symptoms or for which you ·received medical treatment or advice in the 6 month period immediately prior to becoming insured under this plan. This exclusion will no longer apply after you have been insured under this plan for 12 consecutive months.

Total Disability Waiver of Premium

Should you become totally disabled for more than 9 months prior to age 65, the amount of your life insurance will continue without payment of premiums until age 65, or recovery, providing satisfactory proof of total disability is submitted to the insurance company within 12 months from the date of disability.

Submitting a Claim

The time limit within which a group life insurance claim must be made is 180 days from the date of death.·

Termination Age

Your basic group life insurance benefit terminates at age 70.

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ACCIDENTAL DEATH AND DISMEMBERMENT

The amount of insurance below will be payable:

to your beneficiary (in addition to the basic group life insurance amount) if you die by accidental means;

to you for loss of sight and/or ~earing;

to you for accidental dismemberment or paralysis.

If death, dismemberment, loss of sight or hearirig is caused by an·accident prior to age 70 and occurs within 365 days of the accident, payment will be made as follows:

Loss of:

Life, or both hands or both feet, or sight of both eyes, or loss of one hand and one foot, or loss of sight of one eye and either one hand or one foot, or loss of use of both hands; or loss of use of both arms, or loss Of use of both legs, or loss of use of one hand or arm and one leg. Or total paralysis of both lower limbs, or total paralysis of one side of body, or total paralysis of all four limbs.

Loss of one hand, or loss of one foot, or loss of one arm, or loss of one leg, or loss of sight of one eye, or loss of use of one hand, or loss of use of one arm, or loss of use of one leg.

Loss of thumb and index finger of the same hand, a loss of speech, or loss of hearing in both ears.

Repatriation Benefit

For Joss of life outside your province of residence, The Co-operators will pay the cost of the preparation and shipment of the body back to your province of residence.

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Amount

l 00% of your basic group life insurance benefit.

50% of your basic group life insurance benefit.

3 113% of your basic group life insurance benefit.

$10,000 maximum benefit.

Rehabilitation Benefit

If you sustain an injury which results in a loss payable under this provision, and the injury requires that you undergo special training to be qualified to engage in a special occupation that you would not normally have engaged in except for such injury, The Co-operators will pay for such training. However, no payment will be made for room, board or other ordinary living, travelling or clothing expenses.

Limitation

$10,000 maximum benefit limited to within three years from the date of the accident.

If one accident results in more than one of the losses above, payment will not exceed 100% of the basic group life insurance benefit.

Exposure

If you are exposed to the elements following the disappearance, forced ·landing, stranding, sinking or wrecking of a conveyance in which you were an occupant, such exposure shall be deemed a bodily Injury by accidental means.

Disappearance

If your body has not been found within one year of the disappearance, forced landing, stranding, sinking or · wrecking of a conveyance in which you were an occupant, then it shall be deemed that you suffered loss of life within the meaning of this coverage.

Exclusions

No payment will be made for any loss caused by, resulting from or related to any of the following:

suicide or self-inflicted injury, whether sane or insane;

insurrection or war (whether war be declared or not), or any act incident to either, or participation in any riot;

active full-time service in the armed forces of any country;

travel or flight in any aircraft, or descent from such aircraft, if the insured individual is a pilot or member of the crew of the aircraft, or if such flight is made for purposes of instruction, training or testing;

committing, attempting or provoking an assault or criminal offense.

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Should you become totally disabled for more than '9 months prior to age 65, the amount of your accidental death and dismemberment coverage will continue without payment of premiums until age 65 or recovery, as long as this policy remains in force, providing satisfactory proof of total disability is submitted to the insurance company within 12 months from the date of disability.

Termination Age

Your accidental death and dismemberment benefit terminates at age 70.

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OPTIONAL ACCIDENTAL DEATH AND DISMEMBERMENT

Employee Optional Accidental Death and Dismemberment is applicable only to Employers whose approved application indicates selection of this coverage.

In addition to your basic accidental death and dismemberment insurance you may apply to become insured for an additional amount of accidental death and dismemberment benefit, by completing the application fonn provided by The Co-operators. If your application is approved, coverage will take effect on the first day of the next month. You may elect to be covered by either of the following plans.

Plan I Employee Only Plan You may select any amount ofbenefit in units of$10,000 to a maximum of$300,000.

Plan II Family Plan You may select any amount of benefit in units of $10,000. to a maximum of $300,000 and your

· family will be insured for the following:

i) Spouse Your spouse will be insured for either 40% of the benefit if you have dependent children or 50% of the benefit if you do not have dependent children. ·

ii) Children Each dependent child will be insured for either 10% of the benefit if there is a spouse or 15% of the benefit if there is no spouse ..

If death, dismembennent, loss of sight or hearing is caused by an accident prior to age 70 and occurs within 365 days of the accident, payment will be made as follows:

Loss of:

Life·or both hands or both feet or sight of both eyes or one hand and one foot or sight of one eye and either one hand or one foot or use of both arnis or use ofboth hands or use of both legs or use of one hand or ann and one leg or total paralysis of both lower limbs or total paralysis of one side of body or total paralysis of all four limbs.

One arm or one leg or use of one ann or one leg.

One hand or one foot or sight of one eye or speech or hearing in both ears or use of one hand.

The thumb and index finger of the same hand.

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Amount

100% of the benefit for which you have been approved.


50% ofthe benefit for which you have been approved.


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Loss of:

Hearing in one ear.

Amount

16.7% of the benefit for which you have been approved.

If one accident results in ·more than one of the losses above, payment will not exceed 1 00% of the optional accidental death and dismemberment benefit.

Exposure

If you are exposed to the elements following the disappearance, forced landing, stranding, sinking or wrecking of a conveyance in which you were an· occupant, such exposure shall be deemed an accidental

. , bodily injury. i

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Disappearance

If your body has not been found within one year of the disappearance, forced landing, stranding, sinking or wrecking of a conveyance in which you were an occupant, then it shall be deemed that you have suffered loss of life.

Special Education Benefit

If you select the family plan and you die in an accident, your dependent children will be eligible to receive· 2% ·of your optional benefit (to a maximum of $2,500) if they are enrolled, on the date of the accident, as a full-time student in any institution of higher learning beyond the secondary school level. Any .dependent child who is enrolled as a full-time student at the secondary school level on the date of the accident and subsequently enrolls within 365 days of the accident, as a full time student in an institution of higher learning will also be eligible for this benefit.

This benefit will be payable annually, for a maximum of four consecutive annual payments, but only so long as the dependent ~hild continues full-time post secondary education.

Common Disaster

If you select the family plan and an accident .results in your death and the death of your spouse (within 90 days of the accident), the optional benefit for your spouse will be increased to an amount equal to the optional benefit for yourself.

Exclusions

No payment will be made for any loss .caused by, resulting from or related to any of the following:

suicide or self-inflicted injury, whether sane or insane, or ·

insurrection or war (whether war be declared or not) or any act incident to either or participation in any riot, or

active full-time service in the armed forces of any country, or

travel or flight in any aircraft or descent from such aircraft, if the insured individual is a pilot or member of the crew of the aircraft or if such flight is made for purposes of instruction, training or testing, or

committing, attempting or provoking an assault or criminal offense.

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If the premiums for your basic life insurance coverage are being waived, then premiums for the· optional accidental death and dismemberment benefit will also be waived, but only so long as the policy remains in force.

Termination Age

Your optional accidental death and dismembennent coverage tenninates at age 70.

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OPTIONAL GROUP LIFE INSURANCE

In addition to your basic group life insurance, you may wish to apply for an additional amount of group life insurance for both you and/or your spouse by completing the application form provided by The Co-operators. If your application is approved, coverage will take effect the first day of the next month. The Co-operators will be responsible for any medical fees incurred for information required in order to proceed with your application.

The amount of insurance shown below is available for your selection.

Each employee and/or . eligible spouse

Units of $10,000 to a maximum of $200,000


Should you become totally disabled for more than 9 months prior to age 65, the amount of your optional group life insurance will continue without payment of premiums until age 65 or recovery and as long as this policy remains in force, providing satisfactory proof of total disability is submitted to the insurance company within 12 months from the date of disability

Exclusions

I · i This benefit is not payable where the cause of death is suicide occurring within two (2) years from the date

your coverage became effective.

Termination Age

Your optional group life insurance benefit terminates at age 70.

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WEEKLY INDEMNITY

Weekly Indemnity is applicable only to an Employer whose approved application indicates selection of this coverage.

The purpose of this benefit is to provide coverage should you become disabled as a result of injury or sickness, require the attendance of a specialist, and are unable to perform the usual and customary duties of your occupation.

Your benefit is determined as follows:

Each employee 66.7% of your weekly salary to a maximum weekly benefit of $642. The benefit may be reduced such that income from all sources, including this benefit, does not exceed 85% of your pre-disability gross salary (net salary if you paid the entire premium and the benefit is non-taxable). ·

Your salary is your regular weekly salary paid by your Employer, not including bonuses, commissions and . overtime.

Your benefit will commence on the 15th calendar day if disability is due to injury, sickness or hospitalization.

Benefits will not be paid beyond:

the end of the 15tn week for any one period of disability, or

the date of your 701h birthday; or

your retirement, or the date you withdraw or elect to receive pension funds, or

the date you engage in any work or occupation, or

the date you fail to furnish satisfactory evidence of total . disability or refuse to submit to a medical examination by a physician chosen by the insurance company,

whichever first occurs.

Successive periods of disability arising from the same or related cause and separated by less than four weeks wiil be treated as one period of continuous total disability. ·

Benefit Adjustment

At the time of a claim, your weekly indemnity benefit will be reduced by any disability benefits you are entitled to receive from the Workers' Compensation Act, Canada Pension Plan or Quebec Pension Plan, any criminal injuries compensation legislation and any automobile insurance act. The reduction will not include any additional amounts payable for dependents or cost of living increases;

If necessary, your weekly indempity benefit will be further adjusted so that your total income will not exceed 85% of your pre-disability gross salary (net salary if your benefit is non-taxable). This applies to disability benefits from any other source including: pension plan; employer fupded salary replacement; other insurance plan whether group or association; damages for loss of income which are payable from any legal action; employment income other than from an approved rehabilitation program; and severance.

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Rehabilitation Program

Based on a determination made by Co-operators Life, a rehabilitation program may be provided to you which could include: assessment (medical, psychological or vocational evaluation), treatment (medical, psychological or vocational intervention, including various programs of therapy), employment (work trial, modified/ full or part-time work), services (training strategies and work related activities expected to enhance . your ability to return to work or secure employment) and a rehabilitation benefit. ·

Co-operators Life will have the sole right and discretion in determining whether a rehabilitation program will be provided to you and the services provided as part of that program. If you do not participate in a rehabilitation program provided either by Co-operators Life or by another party and approved by Cooperators Life (i.e. any worker's compensation act or similar statute, auto plan benefits, Canada Pension Plan) or Co-operators Life withdraws approval of your program, then your disability/rehabiiitatlon benefits under this policy will cease. ·

While you participate in the rehabilitation program your disability benefit will continue, but will be reduced by 50% of any rehabilitative earnings (total earnings from your rehabilitation employment if your benefit is taxable, total earnings less income tax; EI, CPP/QPP if your benefit is non-taxable). Your benefit may be further reduced so that your rehabilitative earnings plus your disability benefit do not exceed l 00% of your pre-disability income (gross if your benefit is taxable, net if your benefit is non-taxable).

Any rehabilitation program will not extend beyond the end of your weekly indemnity benefit payment period. Nothing in the rehabilitation program or provision will create any basis .for any extension of the benefit period.

Third Party Liability . .

If you become totally disabled due to an injury or disease for which ·a third party is, or may be legally liable, benefits will be paid when you sign (and submit to The Co-operators) a reimbursement agreement.

You will be required to reimburse the insurance company for benefits received in accordance with the terms and conditions stated in the reimbursement agreement.

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You must obtain the written consent of the insurance company before compromising or settling the action or cause of action with the third party. Failure to do so may disentitle you to any future benefits under .this policy.

Totai Disability Waiver of Premium

Premiums will be waived while you are receiving disability benefits commencing with the first premium that falls due after the first benefit payment is eligible to be made.

Exclusions

No benefit will be payable for:

a. any period of disability covered by The Workers' Compensation Act or any similar legislation.

b. any disability resulting from or caused by:

·13

- intentionally self-inflicted injury, while sane or insane;

- insurrection, war or hostilities of any kind, whether declared or not;

. - riot or civil commotion, regardless of whether you were participating;

- injury occurring while committing or attempting to commit a criminal offense;

- medical or surgical care which is cosmetic in nature or medical care or surgery that is not medically necessary. However, periods of disability due to the donation of an organ or tissue will be covered;

- use of drugs or alcohol unless you are being actively supervised by and receiving continuous treatment from a rehabilitation .centre or an institution provincially recognized for that treatment.

c. any disability if:

- as a result of injury or sickness for which a third party is liable, except as provided for in the third party liability section;

- you are not under the continuous care and treatment of a physician who is certified by the Royal College of Physicians and Surgeons in a speciality appropriate to your sickness or injury;

- you are imprisoned;

- you are on maternity leave, parental leave or any other leave of absence.

d. No further benefits will be payable from the date you refuse to participate in a rehabilitation program which is considered appropriate by the insurance company.

Submitting a Claim

The time limit within which a weekly indemnity claim must be made is 90 days from the date the insurance company is liable.

Termination Age

Your weekly indemnity benefit terminates at age 70.

Note: All benefits received will be taxable, unless 100% of the premiums are paid by you, in which case it will be non-taxable.

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LONG TERM DISABILITY

The purpose of this benefit is to provide coverage should you become total1y disabled as the result of an accidental injury or illness and are unable to work at your own occupation for wage or profit.

Your benefit is determined as follows:

Each employee 66.7% of your monthly salary to a maximum monthly benefit of $2,780. The benefit may be reduced such that income from all sources, including this benefit, does not exceed 85% of your pre-disability gross salary (net salary if you paid the entire premium and the benefit is non-taxable). ·

Your salary is your regular monthly earnings paid by your Employer, not including bonuses, commissions and overtime.

If you become eligible for an increase in salary, which exceeds 15%, you may be required to submit health evidence prior to receiving an increased amount of insurance. You are required to submit a written application on forms provided by Co-operators Life and the increased amount of insurance will not take effect until the application has been approved in writing by Co-operators Life.

If you qualify for an amount of insurance in excess of $2,780, the benefit may be increased. to a maximum of $5,000 provided evidence. of good health is approved by The Co-operators.

Benefits will commence on the later of:

the I 20th day of continuous/consecutive disability, or

the day following the end of a period during which you are receiving weekly indemnity benefits.

You are eligible for benefits for a period of 69 weeks from the date of Total Disability if you are unable to perform the usual and customary duties of your occupation. Thereafter, benefits will continue only if you are unable to perform the duties of any occupation for which you are able or may reasonably become able by means of education, training or experience.

In no case shall a benefit be paid beyond:

the date of your 65'h birthday, or

the date you are no longer totally disabled, or

your retirement, or the date you withdraw or elect to receive pension funds, or

the date you engage in any work or occupation other than· rehabilitative employment, or

the date you fail to furnish satisfactory evidence of total disability or refuse to submit to a medical examination by a physician chosen by the insurance company, or

the date you refuse to participate in a rehabilitation program considered appropriate by the insurance company, or

whichever first occurs.

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Successive periods of disability arising from the same or related cause and separated by less than six months will be treated as one period of continuous total disability. ·

Benefit Adjustment

At the time of a claim, your long term disability benefit will be reduced by any disability benefits you are entitled to receive from the Workers' Compensation Act, Canada Pension Plan or Quebec Pension Plan, any criminal injuries compensation legislation and any automobile insurance act. The reduction will not include any additional amounts payable for dependents or cost of living increases.

If necessary, your long term disability benefit will be further adjusted so that your total income will not exceed 85% of your pre-disability gross salary (net salary if your benefit is non-taxable). This applies to disability benefits from any other source including: pension plan; employer funded salary replacement; other insurance plan whether group or association; damages for loss of income which are payable from any legal action; employment income other than from an approved rehabilitation program; and severance.

Rehabilitation Program

Based on a determination made by Co-operators Life, a rehabilitation program may be provided to you which could include: assessment, (medical, psychological or vocational evaluation), treatment (medical, psychological or vocational intervention, including various programs of therapy), employment (work trial, modified/ full or part-time work), services (training strategies and work related activities expected to enhance your ability to return to work or secure employment) and a rehabilitation benefit.

Co-operators Life will have the sole right and discretion in determining whether a rehabilitation program will be provided to you and the services provided as part of that program. If you do not participate in a rehabilitation program provided either by Co-operators Life or by another party and approved· by Co-operators Life (i.e. any worker's compensation act or similar statute, auto plan benefits, Canada Pension Plan) or Co-operators Life withdraws approval of your program, then your disability/rehabilitation benefits under this policy will cease.

While you participate in the rehabilitation program your disability benefit will continue, but will be reduced by 50% of any rehabilitative earnings (total earnings from your rehabilitation employment if your benefit is taxable, total earnings less income tax, EI, CPP/QPP if your benefit is non-taxable). Your benefit may be further reduced so that your rehabilitative earnings plus your disability benefit do not exceed l 00% of your pre-disability income (gross if your benefit is taxable, net if your benefit is non-taxable).

Any rehabilitation program will not extend beyond the end of your own occupation period. Nothing in the rehabilitation program or provision will create any basis for any extension of the own occupation period.


Premiums will be waived while you are receiving disability benefits commencing with the first premium that falls due after the first benefit payment is eligible to be made.

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Third Party Liability

If you become totally disabled due to an injury or disease for which a third party is, or may be legally liable, benefits will be paid when you sign (and submit to The Co-operators) a Reimbursement Agreement.

You will be required to reimburse the insurance company for benefits received in accordance with the terms and conditions stated in the reimbursement agreement

You must obtain the written consent of the insurance company before compromising or settling the action or cause of action with the third party. Failure to do so may disentitle you to any future benefits under this policy.

Exclusions

a. No benefit will be payable for any disability resulting from or caused by:

- intentionally self-inflicted injury, while sane or insane; - insurrection, war or hostilities of any kind; - riot or civi1 commotion regardless of whether you were participating; - injury occurring while committing 9r attempting to commit a criminal offense; - medical or surgical care which is cosmetic in nature or medical care or surgery that is not medically

necessary. However, periods of disability due to the donation of an organ or tissue will be covered; - use of drugs or alcohol unless you are being actively supervised by and receiving continuous treatment

from a rehabilitation centre or an institution provincially recognized for that treatment; - injury or sickness for which a third party is liable, except as provided for in the third party liability

section.

b: · No benefit will be payable for any disability if you are imprisoned or if you are not under continuous care and treatment of a physician who is certified by the Royal College of Physicians and Surgeons in a speciality appropriate to your sickness or injury .

. c. No benefits will be payable during any period that you are on maternity leave, parental leave or any other leave of absence.

d. Any sickness, injury or disease for which you received medical treatment or advice in the 6 month period immediately prior to becoming insured under this plan; unless, you have been covered under this plan for a period of at least 12 months and have not been absent from work due to the pre-existing condition for more than 10 days during that 12 month period.

Submitting a Claim

The time limit within which a long term disability claim must be made is 90 days from the date the insurance company is liable. ·

Termination Age

Your long term disability benefit terminates at age 65.

Note: All benefits received will be taxable, unless 100% of the premiums are paid by the employee, in which case it wiD be non-taxable.

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EXTENDED HEALTH CARE

Extended Health Care is applicable only to an Employer whose approved application indicates selection of this coverage.

This benefit has been designed to provide additional medical benefits resulting from the treatment of illness or injury which are not assumed under a province's basic medical plan. Coverage is provided to both you and your eligible dependents.

Pay Direct Drug Card

The co-payment amount, per prescription, wili be equal to the pharmacy dispensing fee.

Deductible

There will be no cash deductible on any covered charges incurred.

Co-insurance

The Co-operators will pay 100% of the covered charges.

Coverage Maximum

The maximum reimbursement per insured person is $500 for prescription drugs for the first twelve months of coverage from the date the employee becomes insured and will be unlimited for all other covered expenses except as defined under the benefits section.

For any one out-of-country accident or illness the maximum reimbursement will be $1,000,000 regardless of the number of years for which expenses are incurred.

Benefits

The plan covers the following:

a. Emergency Out-of-Province Charges for emergency care while travelling out of Province including:

charges for ward accommodation in an acute care hospital

charges by a licensed physician ·

charges for services and supplies while in an acute care hospital

charges for x-rays and lab tests related to emergency care rendered without hospitalization

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These charges are not subject to any deductible or co-insurance amounts. All charges must be reasonable and customary for the area in which the expense was incurred and must be eligible at least in part for reimbursement under your government health insurance plan. Reimbursement is limited to emergency care onJy, meaning an unforeseen sickness or injury requiring immediate attention and does not include monitoring of a stabilized condition or any period of time after you are medically able to return to your province of residence. The period of coverage will be limited to a maximum duration of 90 days from the date of departure and will not include travel for the purpose of taking up residence or temporary residence outside of Canada or any period while so resident or temporarily resident.

If you are referred by a physician to an acute care hospital outside of Canada for care for which there is no medically sufficient alternative in Canada and prior approval was obtained from your government health insurance plan, or if you have a dependent who is a full-time student outside of Canada, reimbursement will be limited to what would have been reimbursed if the services had been provided in your own province of residence.

' · · b. Out-Of-Hospital Nursing Services Charges made for private duty care given by a registered graduate nurse (R.N.) certified nursing assistant (C.N.A.) registered nursing assistance (R.N.A.) or licensed practical nurse (L.P.N.) that is necessary for the medical treatment of sickness or injury. The care must be the type that can only be performed by an R.N., C.N.A7, R.N.A., L.P.N. and does not include homemaking or companionship duties. In no event will charges for private duty nursing services be paid for services performed in-hospital, or when the nurse normally resides in the patient's home.

The maximum benefit payable for any person is $5,000 per calendar year. ·

c. Practitioners Charges for the services of the following practitioners, when treating sickness or injury, are covered to the maximum benefit of $500 per person in any calendar year for each service:

Osteopaths, Chiropractors, Podiatrists, Naturopaths, Physiotherapists, Psychologists, Speech Therapists, Acupuncturists and Massage Therapists.

Services of Physiotherapists, Psychologists, Speech Therapists or Massage Therapists must be prescribed by a Physician. The practitioner must be duly qualified, registered, and practicing within the scope of the appropriate license. The charges include x-ray examination when necessary.

Charges by a general practitioner or specialist in excess of the amount allowed under the government health insurance plan, provided the payment of these charges is not prohibited by provincial legislation. Where a Physician has opted out of the government heaJth insurance plan, only those expenses in excess of what would have been allowed by the government health insurance plan will be covered.

For Employees in Ontario No benefits shall be payable for Chiropractor or Podiatrist expenses incurred while you are entitled to these benefits under the Ontario Government Health Insurance Plan (OHIP). Once the OHIP benefits are exhausted, benefits shall be payable under this provision as stated.

d. Optometrist/Ophthalmologist Services Charges for eye examinations by an optometrist or ophthalmologist provided no part of the cost is covered by the government health insurance plan, limited to 1 exarpination in a 24 month period (1 examination in a 12 month period for dependents under 18).

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e. Ambulance Services Charges for ambulance service, including where medically necessary, the fare of one attendant.

f. Out-Patient Hospital Services Charges made by a hospital while the covered person is an out-patient for the following services and supplies: a) use of an examination room, b) drugs, obtainable only by prescription, dressings or casts and c) anesthesia in connection with the performance of a surgical procedure.

No benefit will be payable with respect to charges made by a resident Physician or intern of a hospital or for charges incurred while the covered person is entitled to similar benefits under the government health insurance plan.

g. Drugs Charges for drugs, insulin, serums, vaccines, and intrauterine devices that can 'only be obtained by a prescription from a Physician, Surgeon or Dentist and dispensed by a registered Pharmacist. Any and all anti-smoking agents obtained by prescription will be payable to a lifetime maximum of $100 per person. No benefit shall be payable for over the counter medicines, anti-obesity treatments, health foods, vitamins (unless injected), Rogaine when used for the treatment of hair loss, fertility drugs or any fees for the administration of serums, vaccines and injectable drugs. No coverage will be provided for drugs prescribed for the treatment of erectile dysfunction (ED). Dispensing limitations are not to exceed a 90 day supply. ·

Reimbursement will be by the way of a pay~dit:ect drug card plan (manual submission of drug receipts should be sent direct to the address shown on the Green Shield claim form, except for anti-smoking agents, which will be reimbursed by The Co-operators.

For Employees who are residents of Quebec, in addition to the prescription drug coverage described in this provision, benefits are also provided for eligible drugs listed in the current Quebec Liste de

·medicaments published by la Regie de l'assurance-maladie as filed with the Insurance Company.

h. Diabetic Supplies Charges for diabetic supplies including syringes, lancets and blood test strips (excluding cotton swabs and rubbing alcohol) are covered to a maximum of $1,000 pei: calendar year per covered person.

i. Medical Services and Supplies When ordered by a Physician in connection with the treatment of a covered person, the charges for the provision of anesthesia, oxygen, blood and blood products. This will also include x-ray examinations where riot covered by the government health insurance plan.

J. Devices The initial charges for (but not the repair or replacement) any of the following per accident or injury: crutches, splints, canes, casts, braces (excluding dental braces), when prescribed by a Physician. Replacement of a device required only if due to a change in the covered person's physical condition.

k. Equipment When medically necessary and when prescribed by a Physician, orthopedic shoes and special foot appliances which are specially designed and molded for the covered person, shall be covered to a maximum of $300 in any one calendar year.

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Charges for the rental of, or at the insurance company's option, the purchase of (if the company determines that the cost of purchase is less than the anticipated total cost of rental): amanual wheelchair, a standard hospital bed (excluding electric hospital beds). Where the insurance company deems it necessary, a motorized wheelchair may be substituted.

These charges will only be allowable if approved and prescribed by a Physician and if they are required as the result of a bodily injury or sickness which occurred while insured under this policy or a previous policy which was replaced by this policy.

Charges for the rental of, or at the insurance company's option, purchase of the following therapeutic equipment, provided the equipment is approved and prescribed by a licensed Physician and required due to a proven medical condition:

- diabetic monitoring and administration equipment, - transcutaneous nerve stimulator, - cervical collar, - aerosol equipment, - mist tents and nebulizers (excluding humidifiers and vaporizers), - traction apparatus, - mozes detector, - apnea monitor, - peak flow meter.

Coverage for any therapeutic equipment will be subject to 50% co-insurance and the lifetime maximum for any covered person will be $1,000 for any one or like piece of therapeutic equipment.

Charges for the initial placement of non-myoelectric limbs, artificial eyes mastectomy forms including two surgical bras in one calendar year.

Charges for the subsequent replacement of artificial limbs and eyes where a physical change· in the covered person necessitates the replacement, mastectomy forms once every five (5) years where medically necessary.

1. Accidental Dental Work . . . Charges for dental work performed by a dentist due to damage to natural teeth where the damage was caused by an injury, caused solely thfough violent, external and accidental means. This treatment must be performed within one (1) year of the date of the injury and must be the least expensive that will provide a professionally adequate treatment. The charges incurred will not exceed the current Dental Association Fee Guide for General Practitioners in the covered person's province of residence.

m. Laboratory Expenses Charges, in excess of the amount allowed under the government health insurance plan, for diagnostic laboratory and x-ray expenses performed by a legally qualified person excluding charges for services provided by a Physician in the course of the private practice of medicine.

n. Hearing Aids Charges for the cost of, repair (excluding batteries or routine maintenance of) and installation of a hearing aid(s) purchased on the written recommendation of an audiologist, subject to a maximum benefit of $500 in any 5 calendar years.

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o. · Ostomy Supplies Charges for essential ostomy supplies including irrigating sets, bags, deodorants, pads, adhesives, or skin creams. Charges for catheters and urinary kits are also covered.

p. Hairpieces Charges for the purchase of a hairpiece following chemotherapy or surgery where the head was shaved, limited to $200 per covered person per lifetime.

q. Vision Care The charges for the purchase of lenses, frames, or contact lenses when prescribed by a licensed optometrist or ophthalmologist will be covered. This coverage is n:ot subject to· any deductible or coinsurance provision.

The following limitations and exclusions shall apply:

The maximum reimbursement shall be $100 in any 24 consecutive months per covered person ($50 maximum reimbursement for frames). The "date dispensed" is used to determine payment 'of this benefit.

Payment will not be made for sunglasses, or any other form of eyeglasses which do not provide for the correction of one's vision.

Limitation and Exclusions

This policy does not cover charges incurred for, caused by or contributed to by:

medical examination for the use of a third party;

any care, service OJ; supply in connection with a change in gender;

obtaining further medical information regarding claims for covered expenses, or any expenses incurred for the completion of claim forms;

a Physician or other health practitioner for travel, broken appointments or communication costs;

charges which are not permitted by law/legislation for the insurance company to cover. Any changes to provincial legislation or the government health insurance plan will not automatically result in a change of coverage provided under this policy;

cosmetic surgery, services or treatment which are not necessary for treatment of a sickness or injury;

the failure of any covered person to make claim for and receive benefits within the time and in the manner prescribed under or pursuant to the government health insurance plan to which they are entitled. If a covered person is not a member of a government health insurance plan by reason of having optedout, or for any other reason is not a member of a government health insurance plan the employee will be deemed, for the purposes of this policy, to be a member of the government health insurance plan;

extra charges which may result due to the physician opting-out of the government health insurance plan;

bodily injury resulting directly or indirectly from war or act of war, insurrection, riot, hostilities of any kind, or when a covered person is a member of the armed forces of any government;

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any criminal offense;

suicide or attempted suicide;

charges in excess of what is reasonable & customary in your province of residence;

expenses for which no charge would ordinarily be made if there were no insurance coverage;

the renovation or alteration in any physical way to a covered person's residence, vehicles, or.place of business, including the filtration or purification, whether mechanical or electronic, of air, water or other environmental factors;

the repair or alteration of any prosthetic device incurred after the initial placement and fitting or charges incurred due to the replacement of any prosthetic device unless the replacement is due to a change in your condition;

anti-obesity treatment including drugs, proteins and dietary or food supplements whether or not prescribed for a medical reason;

the purchase of a myoelectric controlled prosthetic. However, the insurance company will pay an amount equal to the reasonable and customary charges of the non-myoelectric prosthetics device;

charges for any method of contraception other than oral contraception or intrauterine devices;

any benefit otherwise payable under this policy will be reduced by any amount the covered person received or is eligible to receive from: · · - the government health insurance. plan, - Workers: Compensation Act, - any government hospital, medical, dental or health eare plan, whether payable or not. ·

Where the government health insurance plan provides a grant in lieu of actual reimbursement for medical services and supplies, covered persons will be deemed to have received the maximum grant available unless their "grant notification" states otherwise. Benefits will be payable as stated under this plan once an amount equal to the grant has been spent on the covered expenses for which the grant was intended.

Where payment is available under a charitable organization or any other plan, it will be made as per the co-ordination of benefits provision.

charges for experimental medical procedures or treatment not approved by the Canadian Medical Association or the appropriate medical specialty society;

charges not specified in the list of covered eligjble medical expenses.


If you or your dependent are eligible for reimbursement of medical expenses for which a third party is, or may be, legally liable, expenses will not be reimbursed under this policy unless you or your dependent agree to repay The Co-operators the full amount of the expenses reimbursed from the third party.

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Co-ordination of Benefits

If you have coverage under more than one plan, benefits will be co-ordinated so that the amount payable from all plans will not exceed 100% of the actual allowable expenses.

Survivor Benefit

In the event of your death, your dependents will continue to receive these benefits, without payment of premiums for ·a period of 2 years, provided the dependent· does not become eligible for benefits under any other group insurance plan as either an employee or dependent and the dependent remains eligible as defmed.

Emergency Medical Travel Assistance

Be sure to take your Emergency Medical Travel Assistance ID card with you whenever you travel outside Canada. It lists · important telephone numbers that you may need. Please contact your employer/plan administrator if you misplace your card.

If a medical emergency arises while travelling, you must notify the emergency medical travel assistance service within 48 hours of admission to a hospital. If you fail to do so, benefits will be reduced.

When using the ser\rice, you'll be asked to provide your name, location, the name of the company you work for, your group policy number and account number and the specific details regarding your emergency.

When coverage has been confirmed, a qualified representative will give you advice about doctors and hospitals, confirm coverage to doctors, maintain contact with treating physicians, make advance payment if required and supply details to your family or employer.

Travel assistance also provides additional support to travellers including legal referrals, referrals to Englishspeaking doctors, consulate and embassy references and telephone assistance with interpreters.

Some of the above services may be limited ·or suspended in the event of circumstances such as war, insurrection, foreign hostility, riot, rebellion, military uprising, labour disturbances, martial law, strikes, nuclear accidents, or acts of God.

Limitations

Some of the services outlined may be limited or suspended in the event of circumstances beyond The Co-operators' control, such as war, insurrection, foreign hostility, riot, rebellion, military uprising, labour disturbances, marshal law, strikes, nuclear accidents, or acts of God.

Assistance is limited to the terms, conditions and limits in the policy currently in force.

Discount Vision Services

Your extended health care plan also provides you and youreligible dependents with access to discounted products and services through a selected vision care provider network. Please refer to your vision wallet card for information on benefits and services. If you do not have a card, please contact Morneau Sobeco.

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Submitting a Claim

The time limit within which an extended health insurance claim must be made is 1 year from the date the expense is incurred. If this coverage terminates, all claims must be submitted within 90 days from the date of termination.

Termination Age

Your extended health care benefits terminate at age 70.

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DENTAL INSURANCE

Dental Insurance is applicable only to an Employer whose approved application indicates selection of this coverage.

Thls benefit is designed to promote good dental care at a reasonable and level cost.

Deductible

There will be no cash deductible on any covered charges incurred.

Coverage Maximums

Benefits will not exceed the current schedule of fees for general practitioners, as determined by the College of Dental Surgeons in the province in which you reside. ·

The maximum reimbursement per calendar year for Plan A & B combined will not exceed the amounts per person indicated in the following schedule:

Alternate Benefit

$500 during the first calendar year of coverage; thereafter $1,500 per calendar year

Where there are two or more courses of treatment available to adequately correct a dental condition, reimbursement may be based on the cost of the least expensive treatment. (The alternate benefit is in no way an attempt to change a treatment plan. The choice of the treatment is a matter for agreement solely between the patient and the dentist).

Plan A - Basic Services

The plan will cover 100% of the following eligible charges:

Examinations are limited to 1 recall exam each 6 months for children up to age 18 and 9 months for those 18 and over. Exams,. other than a recall or complete oral examination, once every 12 months.

A complete dental examination is covered once only with any one particular dentist, and only once in a 36 month period if the dentist is changed.

Full mouth, or complete series X-rays covered only once in a 24 month period and two cavity-revealing X-rays (bite wings) are covered once in a 6 month penod for children up to age 18 and 9 months for covered persons 18 and over.

Cleaning of the teeth (up to and including 2 time units of polishing) once every 6 months for children up to age 18 and 9 months for covered persons 18 arid over. Fluoride application to children's teeth up to the age of21 ~recovered once in a 6 month period. .

Tooth extractions.

Dental surgery procedures.

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General anesthesia or conscious sedation only if related to surgical procedures.

Fillings, both silver amalgam and tooth-coloured plastic resins.

Treatment for the relief of dental pain.

Simple space maintainers for keeping the space of a lost baby tooth open until the permanent tooth comes in. A similar appliance for the assistance of breaking habits, such as thumb-sucking, is also covered.

Relining, rebasing, and repairing of removable dentures.

Root canal therapy (endodontics).

Treatment of the gums (periodontics).

Stainless steel crowns for the repair of children's teeth.

Interproximal discing.

Plan A - Exclusions and Limitation~

Full mouth series of radiographs and panoramic films are considered the same for the purpose of this· policy. Either, but not both, will be allowed once in a 24 month period.

The insurance company reserves the right to alter the benefits payable where multiple restorative services· are performed at a single appointment in one quadrant of the mouth. In such a case, where the time value for a service is decrea~ed, it may be assumed that the relative value units (RVU) for the service or services will also be reduced.

In those provinces where package codes have been incorporated into the fee guides to be used for recall examinations, the insurance company reserves the right to alternate the charged procedure codes with the corresponding package code and to replace the fee with the correct package code fee.

Pit and fissure sealant is limited to one application on any one tooth in any 24 month period. The annual maximum for this service is limited to $100.

The insurance company reserves the right to request radiographs for the purpose of establishing benefits for multiple extractions to third molars. The insurance company also reserves the right to request radiographs in order to establish benefits for multiple composite restorations in upper or lower anterior teeth or where numerous restorations are involved.

Canal enlargement will not be covered as a separate procedure.

Desensitization of teeth and pulp mummification will not be covered as a separate procedure.

Caries and pain control procedures will only be covered when performed on a day separate from any other restorative procedure.

Periodontal scaling, root planing and occlusal equilibration are limited to 8 units per calendar year .

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Periodontal surgery is limited to 4 sites per calendar year.

All requests for periodontal appliance coverage must be referred to the dental consultant before being approved.

Opening through a crown is not payable in conjunction with endodontic therapy.

Plan B - Major Restorative Services

The plan will cover 50% of the following eligible charges.

111e initial provision of crowns, gold inlays or onlays if the tooth is broken down due to traumatic injury, fracture of the tooth or cusps, or where there have been very large areas of filling combined with decay which prevent the use of more traditional filling materials such as silver amalgam and plastics. Stainless steel crowns for an adult must fulfill the same criteria as a regular crown to be a covered benefit.

Replacement of existing crowns, inlays and onlays after a period of 5 years since placement of the restoration and ifthe restoration is no longer serviceable.

Initial installation of full dentures, partial removable dentures, or fixed bridgework, if required to replace one or more natural teeth, at least one of which has been extracted after the effective date of the insured individual's coverage under this policy.

Replacement of existing full dentures, partial removable dentures or fixed bridgework after a period of 5 years since the initial placement and if the appliance is no longer serviceable. Appliances will be replaced with like (similar type) appliances.

Addition of teeth to existing dentures or fixed bridgework, if required to replace the natural tooth/teeth extracted after the effective date of the insured individual's coverage under this policy.

Adjustments to a new partial or complete denture would be covered after the denture has been worn for at least 3 months.

All veneers, composite, porcelain or composite restorations, whether lab processed or not.

Plan B - Exclusions and Limitations

All veneers, composite, porcelain requests whether lab processed or not, must be referred to the dental consultant for approval.

Crowns needed due to wear (attrition) and cosmetic reasons are not covered. Covering of a tooth with a crown in order to prevent possible future dan1age to the tooth is notcovered ..

Denture cleaning and polishing is not covered.

No extra charge over that for the crown itself is payable for a crown made to fit an existing partial denture clasp. The extra lab charge, if any, is payable.

Services or supplies for equilibration of dentures will not be covered.

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Services or supplies for implantology, including tooth implantation and surgical insertion of fabricated implants will not be covered.

Services for precision attachments, oral rehabilitation, personalization or characterization or any charge for both a permanent and temporary crown or prosthesis in excess of the eligible charge for the permanent crown or prosthesis alone will not be covered.

No benefit will be payable for the replacement of crowns, bridges or dentures which are less than 5 years old and unserviceable. In the case of dentures, no benefits are payable for appliances which are mislaid, lost or stolen.

No benefit will be payable for other than metal-only (as opposed to porcelain or acrylic on metal) crowns or panties, posterior to the second bicuspid tooth.

No benefit will be payable for the initial installation (or addition) of prosthetic devices unless such installation (or addition) is required primarily due to teeth that were lost, extracted or fractured (so that removal was necessitated) after the effective date for such prosthetic devices under this policy.

All expenses covered under this section should be pre-determined.

Late Entrant Limitation

If you apply for dental coverage more than one month after you or your dependents become eligible, the maximum benefit for you and your eligible dependents will be $150.00 per person during the first 12 months of dental coverage.


If you or your dependent are eligible for reimbursement of dental expenses for which a third party is, or may be, legally liable, expenses will not be reimbursed under this policy unless you or your dependent agree to repay The Co-operators the full amount of the expenses reimbursed from the third party.

Co-ordination of Benefits

If you have coverage under more than one plan, benefits will be co-ordinated so that the amount payable will not exceed 100% of .the actual allowable expenses.

Survivor Benefit

In the event of your death,, your dependents will continue to receive these benefits, without payment of premiums, for a period of 2 years, provided the dependent does not become eligible for benefits under any other group insurance plan as either an employee or dependent and the dependent remains eligible as defined.

General Limitations and Exclusions

No amount shall be payable under this benefit for charges:

incurred as a result of self inflicted injury

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which are excluded under any general limitations for health insurance.

incurred as a result of any dental disease, defect or injury arising out of or in the course of an insured individual's employment, unless otherwise specifically stated in the policy schedule.

for procedures, appliances or restorations used to increase vertical dimension, repair or restore teeth damaged or worn due to attrition or vertical wear, or to restore occlusion or to treat, in any form, problems of the temporomandibular joint.

for services which would not normally have been made but for the presence of this insurance or for which the employee or dependent is not legally obligated to pay, or for which dental care is provided or· may be provided to a covered person without cost or at a nominal cost by public authorities, or under a government medical plan, or accidents or diseases covered by the Workers' Compensation Act or any like statute ..

for dental treatment not approved by the Canadian Dental Association or which is experimental in nature.

for dental care deemed to be cosmetic in nature, including bleaching of endodontically treated teeth, or with respect to congenital malformations or for the replacement of congenitally missing or supernumerary teeth.

for services or supplies which were necessitated either wholly or partly, directly or indirectly as the result · of committing, attempting, or provoking an assault or criminal offence, or by a war or act of war

(whether declared or not) insurrection or riot, or hqstilities of any kind.

for miscellaneous services such as for counselling or instruction, treatment planning, filling out of claim forms or predeterminations, consultations other than with specialists, travel, broken appointments or communication costs.

for any dental examinations required by a third party.

for services or fees which do not fulfill, within the criteria of dental practice in the province in which the claimant resides, of usual and customary treatment or fees. · · ·

for any additional charge for removal of sutures in connection with ANY dental treatment or for local anesthesia, or for general anesthesia or for twilight or nitrous oxide anesthesia (conscious sedation) unless in conjunction with oral surgery or periodontal surgery.

for or in connection with orthodontic treatments, including correction. of malocclusion, unless such treatment is specifically included in the policy.

for bacteriological tests or smears unless submitted with a letter of expertise from the dentist explainlng the treatment.

for diagnostic casts unless required for orthodontic treatment.

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• Work in Progress

If specific dental treatments (as outlined in this section and which would normally be covered by your dental plan) commenced prior to termination of benefits (provided that there is no replacing dental insurance after termination) an extension of coverage for such "Work in Progress" will apply in accordance with the following:

Where root canal therapy was started prior to the termination of insurance, dental expenses in connection with this procedure incurred within 30 days of termination will be considered as incurred prior to termination.

Where an impression for a denture, bridge or crown was taken or root canal therapy was started prior to the termination of insurance, dental expenses in connection with these procedures incurred within 30 days of tetrnination will be considered as incurred prior to termination. ·

For the purposes of this provision, a dental charge or expense shall be deemed to have been incurred as of the date the procedure or service is performed.

In the case of root canal therapy, crowns, dentures or bridgework, which may require multiple appointments, the date the expense is incurred will be the date the service is finally completed. For dentures or bridgework, this date will be the date the prosthetic device is installed. For crowns, this will be the date the permanent crown is installed and for root canal therapy, this will be the date the canal is closed.

Submitting a Claim

The time limit within which a dental claim must be made is 1 year from the date the expense is incurred. If this coverage terminates, all claims must be submitted within 90 days from the date of termination.

Termination Age

Your dental insurance terminates at age 70.

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This plan has been arranged by:

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MORNEAU SOBECO INC.

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Co-operators Life Insurance Company Privacy Statement Co-operators Life Insurance Company ("Co-operators") is committed to protecting the privacy, confidentiality, accuracy and security of the personal information that it collects, uses, retains and discloses in the course of conducting business.

When you apply for coverage or benefits, Co-operators Life must gather personal information about · you, your spouse or dependants.

We use this personal information for the purposes of providing group benefit plan administration services and insurance products to you.

Maintaining the security of your personal information is a top priority. Only authorized personnel have access to your information, and our systems and procedures are designed to prevent the loss, misuse, unauthorized access, disclosure, alteration, or destruction of your information. Our commitment to security is emphasized in out Code of Ethics and extends to the contracts and agreements that we sign with external suppliers and service providers.

· Co-operators does not collect, use or disclose your personal information without your consent, except where authorized by law.

Co-operators may require your medical information to administer the group benefits plan. We do not share your medical information without your express con,sent.

You have the right to access your personal information. Send us your requests in writing and ask us to correct inaccurate information. The medical information not collected directly from you may only be released directly through your physician. For more information on how to obtain access to your file, you may \Vrite directly to:

Co-operators Life Insurance Company Attention: Group Insurance Department - Privacy 1920 College A venue Regina, Saskatchewan, S4P 1 C4 T: 1-888-887-7773 E: [email protected]

i •• -=cupe · page 2 ~upe (c) when a new classification is to be created, the parties shall...

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