labour agreement between wilson memorial general … · decisions concerning the inclusion or...

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LABOUR AGREEMENT - WILSON MEMORIAL GENERAL HOSPITAL

LABOUR AGREEMENT

Between

WILSON MEMORIAL GENERAL HOSPITAL

And

CANADIAN OFFICE AND PROFESSIONAL EMPLOYEES UNION

LOCAL #219

EXPIRY DATE: April 1, 2017

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LABOUR AGREEMENT - WILSON MEMORIAL GENERAL HOSPITAL 2

THIS AGREEMENT entered into this 151 day of April, 2009 between Wilson Memorial General Hospital, hereinafter called "the Employer" and the Canadian Office & Professional Employees Union. Local 219 of the Labour Congress hereinafter called the "Union".

WITNESSETH that the parties hereto, recognizing their mutual interest in and responsibility for the successful operation of the Hospital agree that it is the duty of the Employer and the employees to promote at all times, the progress of the Hospital by cooperating to the fullest extent in all matters having to do with the successful operation of the Hospital and,

WITNESSETH that, in the pursuance of these objectives it is expedient to enter into an agreement covering wages, hours of work and working conditions as follows:

SECTION I - RECOGNITION

The Employer agrees to recognize the Union as the sole Bargaining Agency for salaried office and clerical employees of Wilson Memorial General Hospital save and except the CEO, the Administrative Assistant, Director of Patient Services, supervisors and persons above the rank of supervisor. The Bargaining Unit consists of the occupations listed in Schedule "A" attached.

Decisions concerning the inclusion or exclusion from the Bargaining Unit of the new positions or positions of altered responsibility shall be based on the general lines established in the above-mentioned Schedule "A" and when a new position is created, it is understood that a Union-Management meeting will be called within two weeks to decide whether such new position is included or excluded from the Bargaining Unit.

No individual contract(s), written or oral, shall be entered into that may conflict with the terms of this agreement or the bargaining rights of Local 219.

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SECTION II CONDITION OF EMPLOYMENT

For the purpose of collective bargaining, every employee employed in a position included in the bargaining unit, and who is now a member, shall as a condition of continued employment, maintain membership in Local 219.

All new employees hired after the signing of this agreement shall be on a probationary period of90 calendar days and after 30 consecutive days of employment shall join the union. The release or discharge of an employee during the probationary period shall not be the subject of a grievance or arbitration.

The Company shall supply the Union each month with a list and dates of all new hires, transfers, terminations, temporaries and such other changes which may occur .

SECTION III JURISDICTION

Questions of jurisdiction shall conform to the regulations covering such matters as fixed by the Canadian Labour Congress, and the Employer will not be asked to act upon any matter or jurisdiction between union organizations.

SECTION IV DISCRIMINATION

No discrimination, reduction of existing privileges or demotion shall be imposed upon any employee for participation either past, present, or future, in the organizing or maintenance of this Union.

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SECTION V (a) - MANAGEMENT

The right to hire, promote, suspend, layoff, demote, transfer, discharge, and reemploy employees and the management of properties of the Hospital, shall be vested exclusively in the Employer and the Employer shall have the right to determine how many men and woman it will employ or retain in the operation or maintenance of its business, together with the right to exercise full control and discipline over its employees in the interest of proper operation except as otherwise provided in this agreement.

It is understood that with respect to the administration of matters of promotion, suspension, layoff, demotion, transfer, and new positions, the C.E.O. or designate shall acquaint the Union in writing with the contemplated action, and the Union will submit its recommendations, in writing, within five (5) days, Saturday and Sunday excluded, to the C.E.O. or designate or such longer periods as is mutually agreeable between parties.

It shall be Management's rights to outline reasonable and relevant qualifications for all classifications within the bargaining unit for the purpose of hiring and promotion.

SECTION V (b) - APPLICATIONS FOR CHANGE IN TYPE OF WORK

In order that individuals interested in and suited to a change in type of work within Union jurisdiction may be given opportunities as circumstances warrant and in order that management may be familiar with such interests in considering candidates for vacancies, office and clerical employees may file applications at any time with the C.E.O. or designate Such applications, however must be specific and definite by the individual rather than mere interest in anything that carries a higher rate of pay.

Actions on the part of Management, which do not meet with Union approval, may be referred to the Grievance Procedure.

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SECTION V (e) - WORK OF THE BARGAINING UNIT

Employees not covered by the terms of this Agreement will not perform duties normally assigned to those employees who are covered by this Agreement, except for the purpose of instruction, experimentation, or in emergencies when regular employees are not readily available.

NOTE - The purpose of this clause is the protection of the work of the bargaining unit employees and not the broadening of that work to other areas.

SECTION V (d) - LABOUR MANAGEMENT COMMITTEE

A Labour Management Committee made up of no more than two (2) representatives from the Hospital and the Union shall meet at least once every four months for the purpose of discussing issues relating to the workplace that affect the parties. Requests for such Committee meeting shall be made in writing and accompanied by an agenda of proposed matters for discussion. The minutes of the meeting are to be typed up within a week's time and signed offby the Hospital and the Union. Labour Management Committee members who are in the employ of the Hospital shall have the right to attend meetings held within working hours without loss of remuneration.

SECTION VI - SENIORITY, EMPLOYMENT, PROMOTION, LAYOFF

A. I. Seniority shall be established after completion of the probationary period. 2. Seniority shall mean length of continuous service with the Employer since

the date of last hire in a position covered by the agreement. Casual employees shall be credited with seniority based on hours worked.

3. In all cases oflay off, recall from layoff, promotion, demotion, and/or transfer, the Employer shall apply the principle of seniority provided the employee has the necessary qualifications for the position.

4. Promotion is defined as a move from a lower paid to a higher paid position, and a promoted employee shall not receive lower salary than he or she is receiving at the time of promotion.

5. All promotions shall be based on reasonable ability, skill and qualifications as well as seniority.

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6. An employee shall lose all seniority rights for any of the following reasons:

B.

a) Voluntary resignation b) Discharge for cause, providing the employee is not subsequently

re-instated pursuant to provisions of the grievance procedure. c) Failure to return or provide in writing a valid reason for inability

to do so within seven (7) days after being recalled by registered mail, return receipt requested.

d) Layoff for over two (2) years.

7. The Hospital shall supply the Union President with a seniority list of full time and part time e.O.P.E. Local 219 employees twice per year, September and March, showing the employees name and starting date of employment.

I. All job vacancies coming with the bargaining unit shall be posted for a period of fi ve (5) working days on the Dining Room bulletin board of the hospital The posting shall show the classification vacant and the necessary qualifications for it. A copy of the job posting shall be forwarded to the Union President.

2. A permanent job vacancy shall be defined as resulting from (a) death, illness, or injury exceeding fifty-two continuous weeks or earlier if such disability is found to be permanent, retirement, resignation, discharge, or permanent promotion of an employee; (b) newly created or re-created jobs. The Hospital shall advise the Union if it determines the position need not be filled.

3. Applicants for a posted position shall apply in writing. One copy is to be retained by the Personnel Department and one copy is to be forwarded to the Union President.

4. All bargaining unit applicants will be considered by Employer and Union and if no applicant is found suitable, a new employee will be hired from outside. The selection of an employee hired from outside will be at the sole discretion of the Employer.

5. The successful applicant will be placed on a trial period for up to three (3) continuous months. If an employee does not successfully complete the trial period or if the employee so requests, such employee shall revert to his previously held position without loss of seniority or former salary standing.

• LABOUR AGREEMENT - WILSON MEMORIAL GENERAL HOSPITAL 7

c. Any employee promoted to a permanent position within the Hospital over which the Union has no jurisdiction may be returned by the employer or at his own request to his former position with six (6) months and shall have all his former standing reestablished providing he remains in good standing with the Union.

D. I. Two weeks' notice in writing shall be given by an employee when terminating employment. The same consideration will be given by the Employer unless the employee is dismissed for cause.

a. The employer may abolish any position at any time by notifying the individual and the Union [ writing, giving the required two weeks' notice, but the Employer will endeavor to employ the person involved if there is another position available for the person involved if there is another position available for which, in the opinion of the Employer, he or she may be suited.

b. Each part-time employee will be advanced from the "start" level on the pay grid upon completion of 1820 hours of work and to the next level upon completion of the next 1820 hours of work, to the top of the schedule.

E. A "Temporary Employee" is an employee who is hired to carry out a short-term job or fill a temporary vacancy and which may require the employee to work the standard hours of work.

Temporary employees shall be paid no less than the minimum rate for the position.

Except in extenuating circumstances involving unanticipated absences or unusual conditions, a temporary employee's service shall not exceed six (6) months in any calendar year. Temporary hired to cover maternity parental or adoption leaves will be permitted to remain employed for the duration of the leave.

Temporary employees shall not accrue seniority, but if a temporary employee is hired as a permanent employee, such employee's seniority shall date from the employee's first date of employment provided the employee has worked a period of thirty (30) consecutive working days and successfully completes her probationary period.

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When a temporary employee is hired as a permanent employee, such employee's probationary period shall commence as at the date of hire as a permanent employee.

In all cases of temporary vacancies permanent employees of a lower classification with the necessary qualifications shall be given the opportunity to fill the temporary vacancy and a temporary employee will be brought in on the lower classification.

SECTION VII - DURATION OF AGREEMENT

This agreement, when signed by the proper officers of the Union and Hospital shall become effective as of April 1,2013 and remain in full force and effect until 8:00 a.m. April 1,2017.

Either party desiring to propose changes to the Agreement shall, within the ninety (90) days prior to the termination date, give notice in writing to the other party.

Unless a satisfactory conclusion is reached in the matter of any changes in the agreement, the original provisions shall remain in full force and effect pending settlement.

This agreement shall not be amended or supplemented except by agreement of the parties hereto, reduced to writing and duly signed by each.

SECTION VII - HOURS OF WORK

The hours of work shall be seven (7) hours per day between the hours of8:00 a.m. and 5:00 p.m., Monday to Friday, with two (2) fifteen minute paid coffee breaks daily and a one (I) hour lunch break.

The operating requirements of each department must be met and the Employer reserves the right to establish working schedules based on a 7-hour day, 35-hour week.

Employees working less than twenty-five (25) hours per week shall be considered part time employees and shall be paid 14% in lieu of benefits, to be changed to 10% if the employee becomes eligible to join the Ontario's Hospital Pension Plan.

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SECTION IX - OVERTIME

A. Employees required to work in excess of their normal workday, (7) hours or employees required to work on a regularly scheduled day off, shall be compensated with time offbased on one and one-halftimes that actual excess hours worked. If time off cannot be arranged within thirty days, than pay will be granted on the same basis. Overtime requires prior approval of the Hospital Administrator. For the purpose of computing overtime pay, seven (7) hours times the hourly rate of pay shall constitute one day's pay.

B. All employees who work on statutory holidays as specified in this agreement will receive regular salary plus a bonus of one-half day extra pay for holiday worked and an alternate day off. If the day off cannot be arranged within thirty (30) days, one and one-half pay will be paid in addition to the regular monthly pay.

C. Should the occasion arise that a holiday or half holiday falls on anyone of an employee's days off, equivalent time off will be granted and if the holiday should fall on a Saturday or Sunday, the following Monday will be the equivalent time off. In the event the equivalent time off cannot be granted, equivalent extra pay will be allowed.

D. When an employee, who has left the hospital property at the end of the scheduled work day is called back to work by hislher supervisor prior to his next scheduled work day, he shall received time and one-half for the time worked, but in no case less than four hours' pay at his regular hourly rate of pay.

SECTION X - HOLIDAYS

Employees covered by this Agreement shall be allowed the following holidays with pay:

New Year's Day Good Friday Easter Monday Victoria Day Dominion Day Family Day

First Monday in August Labour Day Thanksgiving Day Christmas Day Boxing Day

Statutory holiday time will between 8:00 a.m. of the holiday to 8:00 a.m. of the following day. In addition, the following half-holiday shall be allowed: December 24'h and December 31 st •

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Should the occasion arise that Christmas Day or New Years Day falls on a Sunday or Monday, the December 241h and December 3 151 half-holiday will be taken on the proceeding Friday afternoon.

Employees who are off work due to sickness or injury at the time of statutory holidays specified above shall receive holiday pay provided they have been at work sometime within the ninety (90) day period previous to the holiday. To be eligible for a statutory holiday a new employee must have worked for the Hospital for not lee than thirty (30) days previous to the holiday. An employee must have been at work on hislher scheduled workday preceding the holiday and must have returned to work as scheduled following the holiday unless excused for justifiable reasons in order to be eligible for holiday pay.

Permanent full-time employees with one or more years of continuous service will be eligible for six (6) floating holidays with pay per fiscal year.

New permanent full-time employees with less than one (I) full year of continuous service will become eligible for one (I) floating holiday on the completion of each of the following qualifying periods.

a) One day after 3 continuous months b) One day after 5 continuous months c) One day after 7 continuous months d) One day after 9 continuous months e) Two days after I I continuous months

Floating holidays are not cumulative from year to year and must be taken during the fiscal year at a time mutually satisfactory to the CEO or designate and the employee. However, an employee off work at the end of a fiscal year due to sickness or accident shall be paid for the unused floating holidays.

SECTION XI- VACATION WITH PAY

Vacation allowances shall be governed by the regulations set out in Schedule "B" attached and no vacation with pay other than as provided in the schedule will be allowed.

SECTION XII- SICK LEAVE AND EMERGENCY ALLOWANCES

Sick Leave and Emergency Allowance shall be governed by the regulations set out in Schedule "B" attached.

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LABOUR AGREEEMENT - WILSON MEMORIAL GENERAL HOSITAL I I

SECTION XIII- REMUNERATION

A. The schedule of salaries attached to this Agreement shall govern employees coming under this agreement.

B. Nothing in this agreement shall be construed to mean a reduction in existing privileges or salaries.

C. When an employee, because of an extended absence, replaces another employee on a higher rated job, the employee will received the equivalent salary to their years of experience. An employee replacing another employee on a lower rated job shall receive their regular rate of pay according to their present category, and not the lesser rate of pay for the job they are replacing.

An employee, with prior approval of the Hospital, who successfully completes a course related to their job function, shall be reimbursed the tuition fees associated with such course.

SECTION XIV - GRIEVANCE PROCEDURE

Recognizing that wherever possible, complaints or differences are settled more expeditiously within the department concerned an employee should discuss these matters with his Department Head. Ifno satisfactory resolution of the complaint or difference is reached, the following grievance procedure shall than be taken:

A.

B.

c.

D.

Grievances arising out of the application or interpretation of agreement shall, where appropriate be taken first by the employee, with an accompanying Union official to the Employee's immediate Supervisor. Failing satisfactory settlement of the grievance within five (5) days (Saturday, Sunday and named holidays excluded) the matter shall be referred in writing to the Hospital Administrator. If these officials fail to agree within ten (10) days, (Saturday, Sunday and named holidays excluded), the matter shall be left to arbitration, the Hospital to select one person, the Union to select one person, the two thus chosen to select a third person who shall serve as a chairperson. Upon failure to agree in the selection of a third party, the matter shall be referred to the Minister of Labour with the request that they appoint a chairperson. The decision of the board of arbitration shall be final and binding on both parties to this agreement. Either side may avail themselves of the expedited arbitration procedure under the Labour Relations Act. Whenever Arbitration Board is referred to in this agreement the parties hereto may mutually agree in writing to substitute arbitrator for the Arbitration

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Board at the time of reference to arbitration and the other provisions referring to Arbitration Board shall apply.

SECTION XV - UNFAIR DISCHARGE

If an employee believes he has been unjustly discharged or suspended, this case must be referred in writing directly to the Hospital Administrator by the Union Grievance Committee within (5) days (Saturday and Sunday excluded). Ifnot settlement is made within five days, the matter may be referred to arbitration in the same manner as described in Section XIV -C.

SECTION XVI - STRIKES AND LOCKOUTS

It is agreed that there shall be no strikes, lockouts, walkouts, slowdowns, or other interruptions of work during the life of this agreement.

SECTION XVII - HOSPITAL RULES

It is agreed that all rules and regulations issued by the Hospital, which do not conflict with the provisions of this agreement, are affinned and will continue in force during the life of this agreement or any extension thereof.

SECTION XVII - GENERAL

Union action shall be taken immediately to correct any abuses of the provisions of this agreement, or other slackness on the part of its members.

SECTION XIX - TECHNOLOGICAL CHANGE

In the event of technological changes or changes resulting from work reorganization which effects the employees, Management will infonn local Union officials of such changes, as far in advance as possible. The employer will consider present employees for new jobs arising out of such technological changes before hiring from outside. Present employees who are offered and accept such a job created by technological change and who require training in order to perfonn the new job effectively will be provided with such training by the Employer. If is understood employees selected for such training must be willing to take the required aptitude tests.

An employee with one or more years of continuous service who is set back to a lower paid job because of technological changes or work reorganization will receive the rate ofhis/her previous position at the time of the set back for a period of twelve (12) months. At the end of this twelve (12) month period the rate of hislher new position will apply.

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SECTION XX - LEGISLATION CHANGES

Should any article or section of this agreement be determined illegal by any judicial or legislative action, the remaining articles and/or sections shall continue to be operative and binding upon both parties hereto.

SECTION XXI - LEAVE OF ABSENCE FOR UNION BUSINESS

I. Local Union Officers shall be granted time off with pay for the following reasons:

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a) attending meetings related to the application of the Collective Agreement b) processing grievances up to but not including arbitration hearings. c) Negotiations up to but no including arbitration

Local Union Officers shall be granted time off without pay for the folling reasons:

a) processing grievances that proceed arbitration b) negotiations that proceed to arbitration c) attending union conventions and seminars

In such cases, time off shall not exceed ten (10) days per fiscal year in total. The Employer will charge back to the Union the employee's salary when on such Union leave. The Union Officer will provide the Employer with reasonable notice when requesting time off.

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SALARY SCHEDULE "A"

Admitting/Switchboard Group 1 Group 2 Accounts Payable/Payroll/Benefits

Purchasing Agent Accounts Recei vable Clerk Health Records Clerk

Group 3 Health Records Technician

Position Apr 1112

Admitting/Switchboard 21.273 21.698 21.734 22.169 22. I 96 22.640 22.669 23.122 23.156 23.619

Accounts Receivable Clerk 22.060 22.501 Health Records Clerk 22.521 22.971

22.982 23.442 23.442 23.911 23.953 24.432

Purchasing Agent 22.980 23.440 23.441 23.910 23.902 24.380 24.362 24.849 24.873 25.370

PayrolIIAPNolunteers 23.953 24.432 24.414 24.902 24.875 25.373 25.335 25.842 25.846 26.363

Health Records Technician 24.115 24.597 24.614 25.106 25.656 26.169 26.138 26.661 26.698 27.232

AprIll3 Apr 1/14

21.850 22.003 22.324 22.480 22.798 22.958 23.284 23.447 23.784 23.950 22.659 22.818 23.132 23.294 23.606 23.771 24.078 24.247 24.603 24.775 23.604 23.769 24.077 24.246 24.551 24.723 25.023 25.198 25.548 25.727 24.603 24.775 25.076 25.252 25.551 25.730 26.023 26.205 26.548 26.734 24.769 24.942 25.282 25.459 26.352 26.536 26.848 27.036 27.423 27.615

Apr 1/15 22.157 22.637 23.119 23.611 24.118 22.978 23.457 23.937 24.417 24.948 23.935 24.416 24.896 25.374 25.907 24.948 25.429 25.910 26.388 26.921 27.635 28.155 29.240 29.742 30.326

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Apr 1/ 16 22.312 22.795 23.281 23.776 24.287 23.139 23.621 24.105 24.588 25.123 24.103 24.587 25.070 25.552 26.088 25.123 25.607 26.091 26.573 27.109 27.828 28.352 29.445 29.950 30.538

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LABOUR AGREEMENT - WILSON MEMORIAL GENERAL HOSIT AL 15

Vehicle/Mileage Allowance

Any Employee required to use their personal vehicle for Hospital business that has been approved by the Manager, shall be paid $4.00 per trip, or $0.33 per kilometer, whichever is greatest.

The employer will provide a current job description for each position as soon as possible following the signing of this agreement.

In the event of changes to a job description, such changes shall be discussed with the Union and a new wage rate negotiated if the changes are substantial.

The Union will permit Student Placement as long as the student does not cover a Union position, in which case he/she would be paid the Union rate of pay.

In the event that an employee covers a position having a higher rate of pay he/she will be paid the higher rate. An employee will retain hislher current rate when covering a lower paid position .

SCHEDULE "8" INDEX

Absence from Work. ...................... ....................... .................. 23 Action to be Taken in Case of Fire................................ ................... 23 Adoption Leave..................................................................... 20 Benefits. . ........... . .......... ..................................... ..... ............ 22 Compassionate Leave for Illness................................................. 18 Bereavement Leave............................................................... 19 Insurance.............................. .............. ................................ 23 Jury Duty................................................................. ............ 19 Labour Management Committee........................................ .. ....... 4 New Employees................................................................ .... ... 17 Parental Leave............................................................. ... ......... 21 Service Increase.............. .. ...................................................... 16 Sick Leave and Emergency Allowance. ......... ........................... .. .... 16

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VACATIONS

Agreed that vacation period shall run April I st in any year to March 31" of the following year.

Employees who, by April I" in any year, have served continuously for one (I) year or more shall be entitled to paid vacation in accordance with the following schedule:

I) After I year continuous service - 2 weeks 2) After 2 years' continuous service -3 weeks 3) After 8 years continuous service -4 weeks 4) After I 0 years continuous service - I additional day per year will be granted. 5) After 15 years continuous service employees will be allowed 5 calendar

weeks 6) After 25 years continuous service employees will be allowed 6 calendar

weeks

"The vacation entitlement year shall be from April I" in a given year to March 31" of the following year."

a) A vacation request list shall be posted by March 151h• All employees shall indicate their vacation preferences by April 151h• A finalized vacation list shall be posted by April 301h•

b) Selection of vacation time will be determined on a seniority basis. The most senior employee will select her first uninterrupted vacation period before the next senior employee selects her first uninterrupted vacation period. The most senior employee may select her second uninterrupted vacation only after the least senior employee has selected her first uninterrupted vacation period. This process will continue until all employees have requested their entitled vacation period.

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c) In the event of conflict between two employees as to the timing of vacation, seniority will govern. However, once an employee has indicated a preferred vacation period she may not then exercise seniority rights to change the stated period.

d) An employee may select from any vacation period not booked as of April 30lh on a first-come, first served basis.

e) There shall be no carry over of annual vacation. However, the Administrator may authorize the carry over of an employee's vacation entitlement.

t) The number of employees that may be off on vacation at anyone time shall be determined by the department manager.

g) Statutory or Float Holidays will not be accumulated.

NEW EMPLOYEES

Anyone hired after April IS! in any year shall be entitled to, after a minimum service of three (3) months, one day's vacation with pay for each full calendar month served before March 31 51 to a maximum of two weeks .

TERMINATION VACATION PAY

Is based on the employee's prorated entitlement.

SUMMER BONUS

Agreed that during the period May I - November 30 in anyone year, members will be entitled to 6 half-days off with pay and that they will be taken as Friday afternoons.

SERVICE INCREASE

An employee with five (5) or more years of service will be granted two (2) compensating days off. An employee with 10 or more years of service will be granted one (I) additional compensating day off .

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SICK LEAVE AND EMERGENCY ALLOWANCE

POLICY:

It is policy of the Hospital to allow you a certain amount of time off with pay when, because of personal illness, you are unable to work. Pay for sick leave is for the sole purpose of protecting you against loss of income when you are legitimately ill.

In addition, five (5) days emergency leave will be granted for emergencies other than sickness at the discretion of the Administrator.

Any increased benefits in the present hospital sick leave plan are to be extended to all Local 219 members.

ELIGIBILITY:

a) The hospital will assume total responsibility for providing and funding a shortterm sick leave plan at least equivalent to that described in the 1992 Hospitals of Ontario Disability Plan (HOODlP) brochure.

b) The Hospital will pay seventy-five percent (75%) of the billed premium towards coverage of eligible employees under the long-term disability portion of the plan (HOODIP or and equivalent plan), the employee paying the balance of the billed premium through payroll deduction. For the purpose oftransfer to the shortterm portion of the disability program, employees on the payrolls as of the effective date of the transfer with three (3) months or more of service shall be deemed to have three (3) months of service. For the purpose of transfer to the long-term portion of the disability program, employees will be credited with their actual service.

Upon termination of employment, except for death or retirement, 50% of unused accumulated credits will be paid after 5 years or more of continuous service.

Upon retirement at normal retirement age, or in the event of death, 75% of unused accumulated credits will be paid after 5 years or more of continuous service.

Employees with up to 3 years of continuous service will receive 25% of accumulated sick leave credits upon termination of employment

c) Only working days will be charged against sick time.

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d) The hospital further agrees to pay employees an amount equal to any loss of benefits under HOODIP for the first two days of the fourth and subsequent period of absence in any calendar year.

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e) Absences due to pregnancy related illness shall be considered as sick leave under the sick leave plan.

t) Unemployment Insurance Rebate: The short-term sick leave plan shall be registered with the Unemployment Insurance Commission (UIC). The employee's share of the Employer's unemployment insurance premium reduction will be retained by the Hospital towards offsetting the cost of the benefit improvements contained in the Agreement.

g) Sick Time Language: Employees on sick leave shall maintain an ongoing liaison with the Hospital and confirm their date of return to work from such sick leave with the Hospital to the extent necessary to accommodate scheduling arrangements.

h) Loss of time through accidents covered under the Workmen's Compensation Act will not be charged against sick leave allowance.

i) Pregnancy leave will be granted in accordance with the Employment Standards. j) A medical certificate is required for absence due to illness of more than three (3)

consecutive workings days .

JURY DUTY

Upon presentation ofa voucher from the Clerk of Court showing fees received for serving on jury duty, answering jury roll call or as a subpoenaed witness, an employee will be paid for the difference between such fees received and normal wages for regular straight time working days falling within the normal work week which the employee would have worked had it not been for the jury duty.

BEREAVEMENT LEAVE

In the case of death in the family an employee shall be granted bereavement of up to five (5) consecutive working days one of which shall be the day of the funeral. Immediate family would include; mother; spouse; sons; daughters; brothers; sisters; step-sons; stepdaughters; step-mother; step-father. In the death of non-immediate family, an employee shall be granted bereavement leave of up to three (3) consecutive working days, on which shall be the day of the funeral. Non-immediate family includes mother-in-law; father-inlaw; grandmother; grandfather; guardians; sons and daughter-in-Iaws; brothers and sisters-in-law.

The provisions of this article apply only to employees who have been on the payroll for at least thirty (30) days.

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An employee on vacation, statutory or float holidays, when a death occurs in the family, will have the usual number of days allowed for in the collective agreement applicable to Bereavement Leave and the employee will be allowed to take such days at another mutually agreeable time, or added on to the vacation, statutory or float holidays.

COMPASSIONATE LEAVE FOR ILLNESS

In the case of severe illness of the husband, wife, son or daughter of an employee, a leave of absence with pay may be granted. Such leave shall be at the discretion of the Administrator with documentation from the ill patient's family physician.

PREGNANCY LEAVE

a) Pregnancy Leave will be granted with the provisions of the Employment Standards Act, except where amended in the provision.

b) An employee who is on pregnancy leave as provided under this Agreement who has applied for and is in receipt of Employment Insurance pregnancy benefits pursuant to Section 22 of the Employment Insurance Act. shall be paid a supplemental unemployment benefit. The benefit will be equivalent to the difference between eighty-four percent (84%) of her regular weekly earnings and the sum of her weekly Employment Insurance benefits and any other earnings. Such payment shall commence following completion of the two-week Employment Insurance waiting period, and receipt by the Hospital of the employee's Employment Insurance cheque stub as proof that she is in receipt of Employment Insurance pregnancy benefits, and shall continue while the employee is in receipt of such benefits for a maximum period of fifteen (15) weeks. The employee's regular weekly earnings shall be determined by averaging her earnings during the thirteen weeks immediately preceding the pregnancy leave.

c) The employee shall give the Hospital two (2) weeks' notice in writing prior to the day upon which she intends to commence her leave of absence and shall furnish the Hospital with the certificate of a legally qualified medical practitioner stating that she is pregnant and giving the estimated day upon which delivery will occur in his opinion.

d) An employee may, if she desires to return to work, shorten the duration of the leave of absence, requested upon give the Hospital two (2) week's notice of her intention to do so and furnishing the Hospital with the certificate of a legally qualified medical practitioner stating that she is able to resume her work.

e) The Hospital may require the employee to begin the leave of absence at such time as in its opinion the duties of her position cannot reasonably be performed by a pregnant woman or the performance of her work is materially affected by the pregnancy.

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t) The employee shall, if requested by the Hospital, furnish medical proofofher fitness to resume her employment following the leave of absence.

g) During the maternity leave the employee shall not suffer any loss seniority for the purpose of salary increments, vacation credits, sick leave or other benefi ts under the collective agreement.

h) No contribution for any employee benefits provided under the Collective Agreement will be made by the Hospital during any such leave of absence. Subject to the provisions of the master policies governing such plans, employees desiring to maintain such protection through the Hospital shall be entitled to remit to the Hospital such full premiums as fall due during the leave so as to ensure continued coverage.

i) No leave granted under the provisions of this Section will be considered sick leave or sick leave credits may not be used.

j) An employee intending to resume employment with the Hospital is required to advise the Hospital in writing two (2) weeks prior to the expiry of the leave of absence for pregnancy. Upon her return to work following such leave, the employee will be returned to her former position or to work of a comparable nature at the same increment level of pay as she received prior to the commencement of the leave, in accordance with the provisions of the Collective Agreement relating to seniority, provided that where operations which were suspended or discontinued by the Hospital during such leave of absence have not been resumed by the Hospital prior to the expiry thereof, the Hospital shall, upon resumption of such operations, return the employee to work as above provided in this paragraph (j) hereof.

k) The leave of absence provided for under this section may be extended by the Hospital upon application in writing to the Administrator, for a period up to six months following the date ofleave commenced.

PARENTAL LEAVE

a) As per Employment Standards Act.

ADOPTION LEAVE

a) As per Employment Standards Act.

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BENEFITS:

The Hospital will provide the following single or family coverage to all eligible employees for the following:

a)

b)

c)

d)

Ontario Health Insurance Plan The Hospital will pay one hundred percent (100%) of the effective billed Premium, single or family, as applicable, for all employees who subscribe to O.H.I.P. through the Hospital payroll plan. Hospitals of Ontario Group Life Insurance Plan The Hospital will contribute one hundred percent (100%) towards the cost of the billed premium for the H.O.O.G.L.I.P.

All employees will, as a condition of employment and on fulfillment of the eligibility requirements, enroll in the Ontario Hospital Association Group Life Insurance Plan with its terms.

Green Shield Dental Plan Number 9 or Equivalent The Hospital will contribute, for all regular full-time employees who have completed their probationary period to Green Shield Dental Plan Number 9 or equivalent, on-going current O.D.A. schedule, an amount equal to ninety percent (90%) of the billed premium, applicable to the employee, and such employee shall pay the remaining premium through payroll deduction subject to the terms and conditions of such plan, and subject to the carrier's requirements as to minimum enrolment.

The Hospital agrees to contribute ninety percent (90%) of the billed premiums towards coverage of eligible employees in the active employ of the hospital, under the amended Green Shield Extended Health Care Benefits or comparable coverage with another carrier providing for $ 10.00 (single) and $20.00 (family) deductible, providing the balance of monthly premiums are paid by the employee through the payroll deductions. In addition to the standard benefits coverage will include vision care (maximum $ I 75.00 per family member every two (2) years as well as a hearing aid allowance (lifetime maximum $500.00 per individual).

• LABOUR AGREEMENT - WILSON MEMORIAL GENERAL HOSPITAL 23

e) Green Shield Private Coverage

The Hospital agrees to contribute one hundred percent (100%) of the billed premium towards coverage of eligible employees in the active employ of the Hospital, for the Green Shield Private Plan.

f) The Hospital will provide to all employees who retire and have not reached age 65 and who are in receipt of the Hospital's pension plan, benefits on the same basis as is provided to active employees for private coverage, extended health care and dental benefits. The Hospital will contribute fifty percent (50%) of the billed premiums of these benefit plans. The early-retired employee's share towards the billed premium of the insured benefit plans will be paid by post dated cheques to the Hospital.

• 7. INSURANCE

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All employees will, as a condition of employment and on fulfillment of the eligibility requirements, enroll in the Ontario Hospital Association Group Life Insurance Plan with its terms.

8. PENSION PLAN

All permanent employees will, as a condition of employment and on the fulfillment of the eligibility requirements, enroll in the Hospitals of Ontario Pension Plan, in accordance with its terms.

Any increased benefits in the present Hospital Pension Plan will be extended to all Local 219 members.

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DATED THIS 20 DAY OF February ,2016, IN THE TOWNSHIP OF MARATHON AND IN THE DISTRICT OF THUNDER BAY.

WILSON MEMORIAL GENERAL HOSPITAL

CANADIAN OFFICE AND PROFESSIONAL EMPLOYEES, LOCAL219

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