.. .. .. '

ALE No. 3.3 \ -

EXP.DATE

LOCAL 220 .. :,,.

SEIU· CANADA

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Min\stry of Labour. . . Office of Med\ation •

CODING CONTROL DATE COLLECTIVE AGREEMENT IDENT CODED 0 CT 2 206

RECENED·

UNION .

OTHER

£MPLO'tEA -Between-

THE ROMAN CATHOLIC EPISCOPAL CORPORATION OF THE DIOCESE OF LONDON IN ONTARIO

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SERVICE EMPLOYEES INTERNATIONAL UNION, LOCAL 220, S.E.I.U, A.F.L., C.I.O., C.L.C.

FULL TIME OFFICE AND·CLERICAL BARGAINING UNIT

EXPIRY: DECEMBER 31, 2003 J . OFFICE OF

OCT 2 0 2003

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.. · COLLECTIVE : . . L . INFORM~i-~~INING.;..J

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• • FOR YOUR INFORMATION

The lnte!T'r.'...ational Union has a scholarship programme which offers one four-year scholarship of $750.000 annually. For details of this programme contact the Union Office.

local 220.:) also has a scholarship programme, which provides two 3 year scholarships of $500.00 annually. Information on this scholarship can be obtained at the local 220 Union Office.

Please keeep the Union Office advised of any change of address. It is each member's responsiboility to ensure their Union dues payments are up to date.

UNION OFFICES

LONDON 41 Adelaide Street North, Unit 83, London, Ontario N6B 3P4

Phone: 432-2661 or 1-800-265-1549

SARNIA 900 Devine Street, Sarnia, Ontario N7T 1X5

Phone: 344-2123

Union Reepresentatives Roy Jacque:s, Union Representative (ext. 225) Karen Dolan, Union Representative (ext. 226)

Office Staff Stan a Edwards (ext. 0) Janice Morphy (ext. 235) Paul Reiser (ext. 228)

. GENERAL PHONE NUMBERS

W.S.I.B. 1-800-26£-4752

C.P.P. 1-800-27T..:....9917

EMPLOYrMENTINSURANCE London & AArea 1-800-265-7672

Samia & Area 1-800-387-7784

All Others 1·800-565-4923

PROVINCIAL GOVERNMENT 1-800-267-8097

FEDERAL GOVERNMENT 1-800-667-3355

PENSION PLANS Hospitals of Ontario Pension Plan (HOOPP)

1-888-333-3659

Nursing Homes & Related Industries Pension Plan

1-800-287-4816

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• • THE SIX IMPORTANT W's IN EVERY GRIEVANCE

WHO is involved in the grievance?

WHEN did the grievance occur?

WHERE did the grievance occur?

WHY is this a grievance?

WHAT happened that caused the violation?

WANT what adjustments are necessary to completely correct the grievance?

GRIEVANCE PROCEDURE

One of the most important functions of the Agreement is to guarantee that every member's grievance will be properly serviced, and our first point of emphasis to you is that you should study the grievance procedure contained in the Agreement and familiarize yourself with the following items:

(a) Carefully analyze time limits within which action is to be taken.

(b) Be sure that your grievance goes from Step No. 1 to Step No. 2 and so on within the proper time limits.

(c) Study the management function's clause in order that you will know what management's rights are.

(d) Obtain all the necessary information concerning the facts pertaining to the grievance so that you will have them to use when dealing with management.

(e) When filling in the grievance, be sure to state what settlement you want on the grievance.

(f) Do you need assistance in handling? If so, get it.

(g) Should you need assistance phone your Union Representative.

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• • TABLE OF CONTENTS

ARTICLE 1 -GENERAL PURPOSE .......•.....••........................................................................ 1

ARTICLE 2- UNION RECOGNITION ..•.•......................•.•.•................................................. 1

. ARTICLE 3- RESERVATION OF MANAGEMENT RIGHTS .......••. ~ .............•.................•....... 2

ARTICLE 4- NO STRIKES AND NO LOCKOUTS ............................................................. ;. 2

ARTICLE 5 - UN ION REPRESENT AT ION ...................................................................... :..... 1 ARTICLE 6- COMPLAINT AND GRIEVANCE PROCEDURE ......................................... : ..... 4

ARTICLE 7- POLICY GRIEVANCE .................................................... ................................. 5

ARTICLE 8- ARBITRATION ................................................................................................ 6

ARTICLE 9- DISCHARGE CASES ........................................................................................ 6

ARTICLE 10- UNION SECURITY ........................................................................................ 7

ARTICLE 11 -SENIORITY .................................................................................................... 8

ARTICLE 12 - HOURS OF WORK AND OVERTIME ........................................................... 11

ARTICLE 13- RESPONSIBILITY ALLOWANCE .................................................................... 12

ARTICLE 14- PAID HOLIDAYS .......................................................................................... 12

ARTICLE 1 5 - VACATIONS................................................................................................. 14

ARTICLE 16.- SICK LEAVE .................................................................................................. 15

ARTICLE 17- HEALTH AND WELFARE ..................... ; ........................................................ 16

ARTICLE 18 - LEAVES OF ABSENCE ................................................................................... 1 7

ARTICLE ·19- JURY/\NITNESS DUTY .................................................................................. 20

ARTICLE 20- JOB POSTING .............................................................................................. 20

ARTICLE 21- REPORTING PAY, CALLBACK PAY & STANDBY PAY ................................... 21

ARTICLE 22- UNION BULLETIN BOARD ........................................................................... 22

ARTICLE 23 -JOB SECURITY ............................................................................................... 22

ARTICLE 24- TRANSFERS .................................................................................................. 23

ARTICLE 25 - NEW CLASSIFICATION ................................................................................. 23

ARTICLE 26 - ACCODENT PREVENTION - HEALTH AND SAFETY ..................................... 23

ARTICLE 27- WAGES ......................................................................................................... 24

ARTICLE 28- DURATION ................................................................................................... 24

SCHEDULE "A" .................................................................................................................... 26

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• • 1

'ARTICLE 1 ·GENERAL PURPOSE

1:01 The general purpose of the Agreement is to establish and maintain collective bargaining relations between the. Employer and its employees. covered by this Agreement, to provide an orderly procedure for the prompt disposition of grievances, to establish and maintain working conditions, hours of work, and wages ·for employees covered by this Agreement.

ARTICLE 2 ·UNION RECOGNITION

2:01 The Employer recognizes the Union as the exclusive bargaining agent of all office and clerical employees of the Employer at 1070 Colborne Street in the City of London save and except supervisors, persons above the rank of supervisor, persons regularly employed for not more than twenty-four hours per week aAd students employed during the school vacation period.

2:02 The Employer agrees that for the dLJration of the Agreement it will not enter into any other Agreement with any of the employees in the bargaining unit, either individually or collectively, which will not conform to the provisions of this Agreement.

2:03 Each of the Parties agree that there will be no discrimination, interference, restriction or coercion exercised or practised with respect to any employee because of his membership or non-membership in the Union, or in the exercise by an employee of his rights under this Collective Agreement. Ther-e will be no Union activity, solicitation for membership or collection of dues on the Employer's premises, except with the written permission of the Employer or as provided for in this Agreement.

2:04 It is agreed that the word "employee" or "employees" wherever used in this Agreement shall be deemed to refer only to an employee or employees in the bargaining unit as hereinbefore defined.

2:05 Wherever the singular or feminine is used· throughout this agreement, the same shall be construed as meaning the plural, masculine or neuter gender where the context so requires.

2:06 For the purposes of this Agreement, the Employer shall keep the Union advised in writing of the names of its Immediate Supervisors, Business Administrator or his designate.

2:07 Supervisors and persons whose jobs are not in the bargaining unit shall not work regularly on any jobs which are included in the bargaining unit except in the case of emergency or safety or for the purpose of instructing employees or in the cases mutually agreed upon by the Parties.

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ARTICLE 3- RESERVATION OF MANAGEMENT RIGHTS

3:01 The Union acknowledges that it is the exclusive function of the Employer to manage and direct its operations and affairs in all respects and, without limiting or restricting that function:

(a) To maintain order, discipline and efficiency;

(b) Generally to manage the Employer's operations at 1070 Colborne Street, London, Ontario and, without restricting the generality of the foregoing, to determine the number of personnel required and the work and services to be provided and performed and the methods, procedures and equipment in connection therewith;

(c) To make, alter, and enforce reasonable rules and regulations to be observed by the employees which are not inconsistent with the provisions of this Agreement;

(d) To hire, retire, classify, direct, promote, demote, transfer, discipline, suspend, discharge and lay off employees, and to assign employees to shifts and to increase and decrease working forces, provided that a claim of discriminatory classification, promotion, demotion, transfer or discipline or a claim that an employee (other than a probationary employee) has been discharged without good and proper cause may be the subject of a grievance as hereinafter provided.

3:02 The Employer agrees that such rights shall be exercised in a manner consistent with the provisions of this Agreement.

ARTICLE 4- NO STRIKES AND NO LOCKOUTS

4:01 The Employer and the Union agree that there will be no strikes or lockouts respecting employees covered by this Agreement during the term of this Agreement. The words "strike" and "lockout" shall be interpreted as defined and referred to in the Labour Relations Act, as amended.

ARTICLE 5- UNION REPRESENTATION

5:01 (a) The Employer agrees that the Union may appoint or otherwise-select a Union Committee composed of not more than one (1) employee. The Employer agrees to recognize the member of the said Committee as set forth in this Agreement for the purpose of handling any grievances or bargaining on any matter properly arising from time to time during the continuance of the Agreement, including negotiations for or the renewal of any Agreement.

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(b) Employees shall' not be eligible to serve as members of the Union Committee unless they have successfully completed their probationary period and attained seniority.

5:02 The Employer acknowledges the right to the Union to appoint or otherwise select one (1) Steward.

5:03 The Union Committee shall have the right at any time to have the assistance of representative(s) of Service Employees International Union, Local 220, when meeting with the Employer or the Employer's representatives. Such meeting will be arranged with the Director of Human Resources and will be held at a time and place mutually convenient to both Parties.

5:04 The Union acknowledges that the Union Committee member and Steward have their regular duties to perform on behalf of the Employer and that such persons shall not leave their regular duties without having first obtained permission from their Immediate Supervisor, which shall not be unreasonably withheld. The Union Committee member and Steward shall state their destination to their Immediate Super:Visor and shall report again to the Immediate Supervisor at the time of th~ir return to work. In accordance with the foregoing, the Employer agrees that Union Committee Member servicing grievances of employees during their regular working hours shall not be subject to any deduction in their regular pay. The Parties agree that the processing of grievances at Steps No. 1 and 2 shall be arranged, so far as reasonably possible, between 0830 hours and 1630 hours.

5:05 The member of the Union Committee shall receive her regular pay for all regularly scheduled working hours lost due to attendance at:

(a) negotiating meetings with representatives of the Employer, up to and including conciliation; and

(b) meetings with representatives of the Employer pursuant to Article 5:07 of this . Agreement.

5:06 The Union shall keep the Employer notified in writing of the names of the currently authorized member of the Union Committee and Steward.

5:07 The Union Committee and the Employer shall meet each month at a time mutually agreed upon provided there is business for their joint consideration .. Necessity for a meeting will be indicated by letter from one Party to the other Party, delivered at least five (5) calendar days in advance of the scheduled meeting, containing an agenda of the subjects to be discussed.

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ARTICLE 6- COMPLAINT AND GRIEVANCE PROCEDURE

Definition

For the purposes of this Agreement, a grievance is defined as a difference arising between the Parties relating to the interpretation, application, administration, or alleged violation of the Agreement, including any questions as to whether a matter is arbitrable.

6:01 It is the mutual desire of the Employer and the Union that complaints and grievances be adjusted as quickly as possible. Either Party may request time extension, verified in writing, and both Parties agree to give full consideration to compliance with such requests.

6:02 It is understood that an employee has no grievance until he has first given his Immediate Supervisor an opportunity to adjust his complaint. If an employee has a complaint, he shall discuss it with .. his Immediate Supervisor within fifteen (15) calendar days after the cil:cumstances giving r1se to the complaint have originated or occurred. Any employee is entitled, upon request, to have a Union Steward pre$ent when discussing the complaint with the Immediate Supervisor. Failing settlement of a complaint by the Immediate Supervisor within ten (1 0) calendar days, it may be taken up as a grievance within ten (10) calendar days following the reply of the Immediate Supervisor in the following manner and sequence:

6:03 Step No. 1 The employee, with the assistance of a Steward, if he so desires, may present his grievance in writing to his Immediate Supervisor. The nature of the grievance, the remedy sought and the section(s) of the Agreement alleged to have been violated shall be set out in the grievance. Failing settlement, the Immediate Supervisor shall deliver his decision in writing within ten (10) calendar days following the presentation of the grievance to him;. then within ten (10) calendar days after the decision is given,

Step No.2 The employee, with the assistance of a Steward, if he so desires, may present his grievance in writing to the Director of Human Resources; failing settlement, the Director of Human Resources shall deliver his decision in writing within ten (1 0) calendar days following the presentation of the grievance to him.

Step No.3 Within ten (1 0) calendar days following the decision under Step No. 2r the Grievance may be submitted to the Business Administrator (or his delegate) to be discussed at a meeting between the said Business Administrator (or his delegate), the grievor and the Union Committee within ten (1 0) calendar days of receipt of the grievance. At the meeting with the said Business Administrator (or his delegate), there may be present the said employee, a Union Committee member and a representative of the Union.

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Failure of a Union Committee member or Union representative to attend shall not invalidate the meeting. The Employer may have in attendance at such meeting on its behalf such representative(s) as it considers advisable or necessary; failing settlement, the decision of the Business Administrator shall be delivered or forwarded in writing to the said Union Representative within ten (1 0) calendar days following the meeting.

·6:04 Failing a settlement under Step No. 3 of the grievance, such grievance may be taken to arbitration as hereinafter provided and if. no written request for arbitration is received within fifteen (15) calendar days after the decision in step No. 3 is given, the · grievance shall be deemed to have been abandoned.

6:05 All agreements reached under the Grievance Procedure between the representatives of the Employer, the Union and the employees originating the grievance and the representative(s) of the Union, will be final and binding upon the Parties hereto and the employees to which this Agreement applies.

6:06 Where two or more employees have grievances of a similar nature and each employee would be entitled to grieve separately, all such employees shall sign the grievance form and submit the grievance at Step No. 2 within fourteen (14) calenda( days of t-he event giving rise to the grievances. The grievances shall be processed as one grievance subject to all applicable provisions under the Grievance Procedure.

ARTICLE 7- POLICY GRIEVANCE

7:01 Where a difference arises directly between the Employer and the Union concerning the interpretation, application or alleged violation of the Agreement which may be considere.d as policy matters, the difference between the Parties shatl be reduced to

· writing by either Party and dealt with commencing at Step No. 3 of the Grievance Procedure. Any grievance by the Employer or the Union, as provided in this Article, shall be commenced within twenty (20) calendar days of the date of the· occurrence.

It is expressly understood and agreed that the provisions of this Article may not be used to institute a grievance directly affecting an employee or employees, which such employee or employees could themselves initiate and the regular Grievance Procedure shall not be thereby by-passed, except only where it is established by the Union that the interest of the bargaining unit as· a whole is involved and may be affected by the resolution of the issue arising from the complaint.

In the case of such a grievance by the Employer, it shall be submitted in writing to the Union Representative responsible for the Collective Agreement· (with a copy to the member of the Union Committee) within twenty (20) calendar days after the circumstances giving rise to the grievance have occurred. The Union Representative shall give his decision within seven (7) calendar days after receiving the grievance, and failing settlement, the grievance may be referred to arbitration by the Employer in

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·· ·· . accordance with Article 8 hereof.

ARTICLE 8 -ARBITRATION

8:01 If either Party requests that a grievance be submitted to Arbitration, the request shall be in writing addressed to the other Party to this Agreement and shall contain the name of the other Party's nominee to the Board of _Arbitration. The other Party shalL within ten (1 0) days thereafter nominate its nominee to the Board of Arbitration but if the other Party does not appoint its nominee within such ten (1 0) day period then the Office of Arbitration of the Ministry of. labour for the Province of Ontario may be requested to appoint a nominee by the Party requesting arbitration. The two nominees shall endeavour within the ten (1 0) days after their appointment to agree upon a third person to act as Chair of the Board of Arbitration. If the nominees are unable to agree upon a chair within such ten (1 0) day period then a Chair shall be appointed by the Office of Arbitration upon the request of either nominee.

8:02 Each of the Parties hereto will bear the fee and expense of the nominee appointed by it and the parties will jointly bear the fees and expenses, if any, of the Chair of the Arbitration Board.

8:03 Proceedings of the Arbitration Board will be expedited by the Parties, and the decision of the majority and where there is no majority, the decision of the Chair will be final and binding upon the Parties hereto and the employee or employees concerned. No matter may be submitted to arbitration which has not been properly carried through all requisite steps of the Grievance Procedure.

8:04 No person who has been involved in any attempt to negotiate or settle the grievance shall be a member of that Board of Arbitration.

8:05 The Board of Arbitration shall not have any power to alter, modify or amend any of · the provisions of this Agreement or to substitute any new provisions for any existing provisions or to give any decision inconsistent with the terms and provisions of this Agreement.

8:06 The time limits set out in the Grievance and Arbitration Procedures in this Agreement (including Group, Policy and Discharge Grievance Procedures) are mandatory and failure to comply strictly with such time 'limits except by the written agreement of the Parties shall result in the grievance being deemed to have been abandoned subject only to the provisions of Section 44(6) of the Labour Relations Act.

ARTICLE 9 • DISCHARGE CASES

9:01 A grievance involving the discharge of a seniority-rated employee must be reduced to writing and originated under Step No. 2 within ten (1 0) calendar days of the

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,employee being notified of his discharge. The Union Committee member will be .,... notified of the dismissal of a seniority-rated employee.

9:02 An employee shall, upon written request made a reasonable time before the time of viewing, have an opportunity to view his personal file in the presence of the Business Administrator or his delegate. , The information the employee may view will be:

(a) application form. (b) ·written evaluations. (c) formal disciplinary notations.

ARTIClE 10- UNION SECURITY

10:01 The Employer shall deduct an amount equivalent to regular monthly Union dues for the term of this Agreement according to the following conditions:

(a) All existing employees covered by this Agreement shall, as a condition of employment, have deducted from their pay each month an amount equivalent to the regular monthly Union dues.

(b) New employees shall have deductions made on the first regular dues dequction date following completion of three (3) weeks of employment.

(c) Union dues will be deducted from the first pay of the employee payable in each calendar month and the same shall· be remitted by the Employer to the Secretary-Treasurer of the Union not later than the last day of the month following the month in which the same were deducted by the Employer.

(d) The Employer agrees when forwarding Union dues to submit a list indicating the names, classifications and change of address of those employees for whom deductions have been made, showing the amount deducted, as well as the names, addresses, classifications and dates of hire of those employees hired in the preceding month.

10:02 Regular monthly Union dues referred to in this Article shall mean the regular monthly Union dues uniformly assessed with respect to all of the members of the Union in accordance with its constitution and by-laws as certified to the Employer in writing by the Union.

10:03 The Union shall indemnify and save the Employer harmless with respect to all Union dues so deducted and remitted.

10:04 T-4 slips issued annually to employees shall show deductions made for Union dues.

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10:05 A new employee will have the opportunity to meet with a representative of the Union in the employ of the Employer for a period of up to fifteen (15) minutes during the employee's orientation period without loss of regular earnings. The purpose of the meeting will be to acquaint the employee with such representative of the Union and the Collective Agreement. Such meetings may be ·arranged collect-ively or individually for employees by the Employer as part of the orientation program.

ARTICLE 11 ·SENIORITY

11:01 An employee will be considered on probation until after he has completed forty-five (45) days of work in the full-time bargaining unit within any twelve (12) calendar months. Upon completion of such probationary period, the employee's name will be placed on the appropriate seniority list with seniority dating from the date he was last hired by the Employer. Notwithstanding anything in this Agreement, a probationary employee may be discharged at the sole discretion of and for any reason satisfactory to the Employer and the discharge of a probationary employee shall not be subject to the Grievance or Arbitration Procedures.

11 :02 In cases of promotion and demotion (other than appointments to positions outside the scope of the bargaining unit), the following factors shall be considered:

(a) skill, qualifications, ability and experience;

(b) seniority.

Where factors in (a) are equal, seniority shall govern provided that the employee in question has the qualifications to perform the work available and required.

11:03 The seniority list will be compiled and posted on the Union Bulletin Board semi­annually in the months of March and September of each year. A copy of the seniority list will be forwarded to the Union office in London.

Seniority as compiled and posted shall be deemed to be final and not subject to complaint unless such complaint is made within thirty (30) calendar days from the

· current date of posting.

11:04 An employee shall lose all service and shall be deemed to have terminated if he:

(a) resigns;

(b) is retired;

(c) is discharged and not reinstated through the Grievance and Arbitration Procedure;

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(d) has been laid off for the lesser of his length of seniority or twenty-four (24) consecutive calendar months;

(e) is absent due·to disability or illness for a period of twenty-seven (27) months, or a period equivalent to the employee's length of seniority at the time the. disability or illness commenced, whichever is the lesser. This clause does not prevent a qualifying disabled individual from continuing to. receive disability benefits until.age 65 (normal retirement date)~ These benefits also include life insurance, health, dental, A.D.&D.);

(f) is absent from scheduled work for a period of three (3) or more consecutive working days Without notifying the Employer of such absence and providing a reason satisfactory to the Employer, and failure to notify was not due to circumstances within the empl~yee's control;

(g) fails to return to work upon the expiration of a leave of absence, for reasons within the employee's control, or utilizes a leave of absence for a purpose other than that for which it was granted unless excused by the Employer in writing:

(h) fails upon being notified of a recall to signify his intention to return within three (3) calendar days after he has received the notice of recall mailed by registered mail to the last known address according to the records of the Employer and fails to report to work within seven (7) calendar days after he has received the notice of recall or such further period of time as may be agreed upon by the Parties.

11:05 It is employee's responsibility to ensure that his home address and telephone number are current at all times. If the employee fails to do this, the Employer will not be responsible for failure to notify.

11 :06 layoff and Recall

For the purpose of layoffs and recall to employment, seniority shall be defined as continuous service with the Employer since the date of last hire by the Employer, inclusive of vacations, but exclusive of the unpaid leaves of absence beyond thirty (30) calendar days (except pregnancy/parental leave) or illness in excess of sixteen (16) weeks, and period or periods of layoff.

Continuation of Benefits on layoff

In the event of layoff of an employee, the Employer shall pay its share of insured benefit premiums up to thirty (30) calendar days from the date on which the layoff occurs. The employee may, if possible, under the terms and conditions of the

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insurance benefits programs, continue to pay the full premium costs of a benefit or benefits for up to three (3) months following the end of the month in which the layoff occurs. Such payment may be made provided that the employee informs the Employer of his or her intent to do so at the time of layoff, and arranges with the Employer the appropriate payment schedule.

No new employee shall be hired in the classifications in which a layoff has taken · place until laid off employees, who retain seniority and are eligible for recall as prescribed by this Article, have been given the opportunity to return to work. ·

Layoff and Recalls

Grievance concerning layoffs and recalls shall be initiated at Step No. 2 of the Grievance Procedure.

In the event of a layoff, employees with the least seniority within the classification in which the layoff takes place shall be laid off first, providing that the employees who remain on the job then have the ability to perform the work.

An employee laid off pursuant to Artide 11 :06 shall have the option of accepting the layoff or shall have the right to displace the least senior employee in the bargaining unit who:

(a) is in a lower classification having the same or lower rate of pay than the laid off employee, and where the laid off employee has the ability and qualifications to perform the work of that position, and requires no training other than orientation; and ·

(b) has less seniority than the laid off employee.

Any person displaced through this procedure shall themselves be entitled to utilize this procedure.

Where a position or positions become available in a classification or classifications in which the layoff occurred, employees who retain seniority shall be recalled to positions in the classification from which they were laid off or displaced as a result of the exercise of the displacement procedure set out in Article 11:06 above, for the period of twenty-four (24) calendar months or less, in the order of their seniority, provided that he then has the ability to perform the available work.

Laid off employees who wish to be notified of job vacancies, other than those to which they have recall rights, may signify their desire in writing prior to layoff and shall be entitled to apply for such jobs. A copy of the employee's request shall be given to the member of the Union Committee and sent to the Union Office.

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The Employer shall give each employee in the bargaining unit who has acquired seniority and who is to be laid off for a period of more than twelve (12) weeks, notice in writing of their layoff in accordance with the following schedule:

(a) up to two (2) years' service- two weeks' notice;

(b) two (2) years' or more but less than five (~) years' service - three (3) weeks'. notice; ·

(c) five (5) years or more but less than ten (1 0) years; service - four (4) weeks' notice;

(d) Ten (1 0) years or more service- eight (8) weeks' notice.

ARTICLE 12 - HOURS OF WORK AND OVERTIME

12:01 Nothing in this Agreement shall be deemed to constitute a guarantee by the Employer of any hours of work per day or days of work per week with respect to any employee covered by this Agreement.

12:02 The standard work week for employees covered by this Agreement shall be thirty-five (35) hours per week and the standard work day shall be seven (7) hours per day, exclusive of a one (1) hour unpaid meal break.

12:03 Where an employee performs authorized work in excess of her standard work week or standard work day, as set out in Article 12:02, she shall be entitled to compensatory time off at the rate of one and one half times the period of authorized overtime worked. Compensatory time off shall be taken at a time within ninety (90) days of working the authorized overtime at a time mutually agreed between the employee and her immediate supervisor. The employee shall request the compensatory time off in writing ten (1 0) days in advance, except in cases of emergency. If the compensary time off has not been taken within such ninety (90) day period, the employee shall be paid at time and one-half.

12:04 Employees shall be entitled to a paid rest period of fifteen (15) minutes in both the first half and the second half of a standard work day.

12:05 Overtime will not be paid for additional hours worked during a twenty-four (24) hour period as a result of change in shift at the request of an employee or exchange shifts between employees. In the above circumstances, the employee will be paid straight time for hours worked.

12:06 There wi.ll be no pyramiding of overtime; that is, once an hour worked is used for an overtime calculation it cannot be used on any other basis for overtime calculation.

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12:07 The Employer will endeavour to schedule a minimum of fifteen (1 5) hours off duty -· · between shifts.

12:08 (a)

(b)

(c)

(d)

The Employer and an employee may agree that the employee will work out of her home on a flex time basis. In those circumstances, the provisions of· Articles 12:02, 12:03 (subject to Article 12:08 (b)), 12:04 and 12:07 will not apply.

A flex time employee will not work more than seventy (70) hours averaged over a pay period without the express prior authorization of her immediate supervisor. If a flex time employee does work over seventy (70) hours averaged over a pay period, then the provisions of Article 12:03 shall apply.

Flex time employees may be required to attend at the workplace for purposes reasonably requested by the Employer, including inservice training or evaluation, and such time at the workplace will be considered as time worked.

Time spent by a flex time employee in attending at the workplace to pick up or drop off work is not considered as time worked.

ARTICLE 13- RESPONSIBILITY AlLOWAN.CE

13:01 Where the Employer temporarily assigns an employee to carry out the assigned responsibilities of a classification outside the bargaining unit for a period in excess of one-half (1/2) of one shift, the employee shall receive an allowance of four dollars ($4.00) for each shift from the time of the assignment.

13:02 An employee who is temporarily assigned. by the Employer for one complete shift or more, to a job classification within the bargaining unit where the wage rate is higher than that of the job classification to which the employee is regularly assigned, shall receive the next highest wage rate above his regular wage rate in the job classification to which he is temporarily assigned for all hours worked in the higher classification.

ARTICLE 14- PAID HOLIDAYS

14:01 An employee who has completed thirty (30) days of employment and otherwise qualifies under Article 1 5:03 of this Agreement shall receive the following Paid Holidays:

New Year's Day Civic Holiday

. Good Friday Easter Monday

Canada Day 12:00 p.m. Holy Thursday Labour Day Thanksgiving Day

Victoria Day Christmas Day

• December 31st (off at noon or Friday preceding New Years if New Years is on a Saturday or Sunday)

• December 24th (or Friday preceding Christmas, if Christmas is on Saturday or Sunday off at noon) Boxing Day

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14:02 Should the Employer be required to observe additional Paid Holidays as a result of legislation, it is understood that one of the existing holidays recognized by the Employer shall be established as the legislated holiday after discussion with the Union, so that the Employer obligation to provide for ten (1 0) Paid Holidays remains unchanged.

14:03 (a)

(b)

Holiday pay is defined as the amount of regular straight time pay which an employee would have received had she worked a normal shift on the holiday in question.

Flex employees to receive six (6) hours pay for the paid hoi idays; 3 hours December 24th (or Friday preceding Christmas, as above), December 31st (or Friday preceding New Years, as above) and Holy Thursday.

14:04 In order to qualify for holiday pay, an employee shall complete a full scheduled shift on each of his working days immediately preceding and immediately following the holiday concerned unless the employee was absent due to:

(a) verified illness or accident which commenced in the current or previous pay period in which the holiday occurred;

(b) layoff for a period not exceeding five (5) calendar days, inclus·ive of the holiday;

(c) an authorized· leave of absence for a period not exceeding five (5) calendar day, inclusive of the holiday;

(d) vacation granted by the Employer;

(e) the employee's regular scheduled day off.

1-4:05 An employee who qualifies under Article 15:03, and who is required to work on any of the above-named holidays, will, at the option of the Employer, which shall taken into account in its decision the request of the employee, receive either:.

(a). pay for all hours worked on such day at the rate of one and one-half (1-1/2) times his regular straight time rate of pay in addition to his regular straight time rate of pay, or

• • 14

(b) pay at the rate of time and one-half (1-1/2) the employee's regular straight time rate of pay for work performed on such holiday and a lieu day off at regular straight time rate of pay within either thirty (30) days before or thirty (30) days following the holiday. Such .lieu day off shall be·selected by the employee and the Immediate Supervisor by mutual agreement, and in default of mutual agreement, such lieu day off will be scheduled by the Immediate Supervisor.

14:06 An employee who is scheduled to work on a Paid Holiday and who fails to do so shall lose his entitlement to holiday pay unless the employee provides a reason for such absence which is reasonable.

14:07 If a Paid Holiday falls during an employee's vacation, his vacation shall be extended accordingly, provided the employee qualifies for the holiday pay.

14:08 If a Paid Holiday falls during an employee's regular day off, another day off shall be selected by the employee and the Immediate Supervisor by mutual agreement, within either 30 days before or 30 days following the paid holiday, provided the employee qualifies for the holiday pay. Failing agreement, the employee will not receive another day off but will be paid at' regular straight time rate ·for the hours he would have worked on such holiday.

14:09 Flex-time Employees

An employee working on a flex time basis will not perform work on a Paid Holiday without the express prior authorization of her immediate supervisor.

ARTICLE 15- VACATIONS

15:01 All employees shall receive vacations with pay at their regular straight time hourly rate on the following basis:

(a) three (3) weeks annually after twelve (12) months of continuous employment and less than seven (7) years of continuous employment:

(b)· four (4) weeks annually after seven (7) years of continuous employment and less than fourteen (14) yearsof continuous employment;

(c) five (5) weeks annually after fourteen (14) years of continuous employment and less than twenty-three (23) years of continuous employment;

(d) six (6) weeks annually after twenty-three (23) years of continuous employment.

15:02 An employee's vacation pay entitlement shall be proportionately reduced for absences due to unpaid illness, leaves of absence or other unpaid periods (except

• • 15

leaves for Union business), which absence exceeds thirty (30) cumulative days during the period of qualifying the employee for vacation.

15:03 On written request to the Manager. of Payroll of the Employer made at least two (2) weeks prior to the commencement of the· employee's vacation a vacation pay advance covering the period of the employee's vacation may be obtained on the last working day prior to the commencement of the vacation.

15:04 Where an employee's scheduled ·vacation is interrupted due to a serious Illness requiring the employee to be an inpatient in a hospital, the period of such

· hospitalization shall be considered sick leave, provided the employee provides documentation of the illness and the hospitalization satisfactory to the Employer. The portion of the employee's vacation .which is deemed-to be sick leave under the above provision will not be counted against the employee's vacation credits.

15:05 Any rescheduling of vacation must be mutually agreed to between· the employee and his Immediate Supervisor.

15:06 The date for determining an employee's vacation entitlement will be his anniversary. date as may be adjusted under this Agreement.

15:07 In scheduling of vacations, the Employer shall endeavour to give preference based on the employee's seniority.

ARTICLE 16- SICK lEAVE

16:01 The Employer will implement the Standard Life Long Term Disability Plan. The ·Employer will pay one hundred percent (l00%)of the billed premium towards coverage of eligible employees.

16:02 Each employee in the active employ of the Employer shall be credited with one (1) day per month for each completed month of service; such days may be used for sick time only or as provided in Article 16:04. An employee will be allowed to carry her unused sick leave credits from the previous calendar year up to the maximum of thirty six (36) days. The allowable carryover begins January 1, 1999. There shall be no entitlement to any payout for any days referred to in Article 16:04.

16:03 An employee shall on the first day of illness report such illness to his Department. An employee shall cause notice to be given to his Department before the .start of the shift, if possible.

16:04 For the purpose of attending Doctor's appointments, dentist appointments or for Hospital tests or procedures as ordered by the employee's attending physician, an employee can take a minimum of one-half day sick leave from their existing credits

• • 16

earned under Article 16:02.

16:05 At the discretion of the Supervisor, accumulated sick days may be used for personal reasons other than illness (i.e. serious illness in the immediate family, personal emergencies, care for an aging or dependent family membe.r).

ARTICLE 17- HEALTH AND WELFARE

17:01 The Employer agrees to pay 100% of the Employer Health Tax.

17:02 The Employer agrees to contribute on behalf of each eligible employee in the employ of the Employer after three (3) months of continuous employment:

(a) 100% of the billed premium of the existing Green Shield Extended Health Care Benefit Plan;

(b) 100% of the billed premium of the existing Co-operators Group life Insurance plan;

(c) 100% of the billed premium of the existing Green Shield Dental Plan;

(d) 100% of the billed premium of the existing Co-operators long Term Disability Income Benefit Plan;

(e) 1 00% of the billed premium of the existing Co-operators Accidental Death and Dismemberment.

17:03 The Employer agrees to contribute on behalf of each eligible employee in the employ of the Employer after six (6) months of continuous employment an amount equal to the required contributions of the Employer in the Standard Life Pension Plan. ·

17:04 Upon request by the Union, the Employer shall provide to the Union full specifications of the benefit programs contracted for and in effect for employees by this Agreement.

17:05 The Employer reserves the right to negotiate benefits coverage with the insurance carrier of its choice. The benefit package provided to the bargaining unit will be the same as offered to all eligible Diocesan employees. The parties further agree to meet and discuss changes to the benefit package when and if they occur.

.. • • 17

ARTICLE 18 ·LEAVES OF ABSENCE

18:01 Bereavement leave

(a) In the case of death in the "immediate family" covered by this Agreement, an employee upon notification to the Employer (which shall be made to the employee's Supervisor as promptly as possible) will be granted bereavement leave of up to five (5) consecutive days, commencing with the day following the day of death, without loss of regular pay for scheduled work, for the purpose of attending and. for making arrangements for the funeral. A bereavement leave, with pay, required for a period of longer than five days is left at the discretion of the supervisor. The term "immediate family" means, husband, wife, child, father, mother, brother, sister, mother-in-law, father-in­law, daughter-in-law, son-in-law, sister-in-law and brother-in-law. In other cases of death in the extended family or circle of friends, an employee will be excused from work with pay for a period to be determined at the discretion of the immediate supervisor.

18:02 Pregnancy and Parental leave

(a} Pregnancy and parental leave shall be granted in accordance with the Employment Standards Amendment Act (Pregnancy and Parental Leave). 1990, as amended, except where amended in this provision.

(b) After confirmation by the Unemployment Insurance Commission of the appropriateness of the Employer's Supplemental Unemployment Benefit (SUB) Plan, an employee, whe commences such a leave as set out above who 1s in receipt of unemployment insurance pregnancy benefits pursuant to Section 18 of The Unemployment Insurance Act, 1971, shall be paid a supplemental unemployment benefit. That benefit Wi II be equivalent to the difference between seventy-five percent (75%) of her regular weekly earnings and the sum of her weekly unemployment benefits and any other earnings. Such payment shall commence following ·completion of the two-week unemployment insurance waiting period, and receipt by the Employer of the employee's unemployment insurance cheque stub as proof that she is in receipt of the 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 multiplying her regular hourly rate on her last day worked prior to commencement of the leave times her normal weekly hours.

(c) After confirmation by the Unemployment Insurance Commission of the appropriateness of the Employer's Supplemental Unemployment Benefit (SUB) Plan, an employee, who adopts a child, requests parental leave and

• • 18

commences such a leave as set out above who is in receipt of unemployment ·insurance parental leave benefits pursuant to Section 30 of The Unemployment Insurance Act,. 1971, shall be paid a supplemental unemployment benefit. rbat benefit will be equivalent to the difference between seventy-five percent (75%) of her regular weekly earnings and the sum of her weekly unemployment benefits and any other earnings. Such payment shall commence following completion of the ·two-week unemployment insurance waiting period, and receipt by the Employer of the employee's unemployment insurance cheque stub as proof that she is iri receipt of the employment insurance parental leave benefits, and shall continue while the employee is in receipt of such benefits for a maximum period of fifteen (1 5) weeks. The employee's regular weekly earnings shall be determined by multiplying her regular hourly rate on her last day worked prior to commencement of the leave times her normal weekly hours.

(d) When persons are hired to replace employees who are on approved pregnancy or parental leave, the period of employment of such persons will not exceed the parental leave. The release or discharge of such persons shall not be the subject of a grievance or arbitration.

This clause would not preclude such employees from using the job posting provisions under the Collective Agreement and any successful applicant who has completed his probation period will be credited with the appropriate seniority.

The Employer will outline to employees selected to fill such temporary vacancies in the presence of a Union Committee person or Steward, the circumstances giving rise to the vacancy, and the special conditions relating to such employment. The Employer will furnish a confirming letter to the employee.

(e) It is intended that Article 19:02(c) covers parental leave only, not adoption.

(f) SUB payments will be financed by the Employer. A separate accounting will be kept on SUB payments.

(g) The Employer will inform the Canada Employment and Immigration Commission of any changes in the plan within thirty (30) days of the effective date of the change.

(h) Employees do not have a right to SUB payments except for supplementation of the Unemployment Insurance benefits during the unemployment period as specified in the plan.

1" •

..

18:03

18:04

• • 19

(i) ·Payments in respect of guaranteed annual remuneration or severance pay benefits are not reduced or increased by payments received under this plan.

Personal leave · The Employer may grant a leave.of absence without pay for legitimate personal reasons provided the employee can be spared having due regard for the proper operation of the Employer. Application for such leave shall be made in writing to the Employer as far in advance as possible, but in any event at least one (1) week prior to the commencement of the leave, unless such notice in advance is impossible to give. The application shall clearly state the reason for the leave of absence and duration of such absence.

Union Leave of Absence Leave of absence for Union business shall be given without pay up to an aggregate maximum for all employees of fifteen (15) days provided such leave does not interfere with the continuance of efficient operations of the Employer. Such leave shall be subject to the following conditions:

(a) only one (1) employee is absent on any such leave;

(b) no one such leave of absence shall extend beyond two (2) weeks;

(c) a request must be made in ·writing at least two (2) weeks prior to the commencement of the function for which leave is requested;

(d) such request shall state the general nature of the function to be attended.

Employees on Union Leave of Absence will be paid for such leave by the Employer.

The Employer will then forward a statement of such wages to the Local 220 Union Office for reimbursement of the stated amount.

The Union shall reimburse the Employer for such wages within a reasonable period of time.

18:05 Effect of leave of Absence In the event of an employee's absence without pay from the Employer exceeding thirty (30) continuous calendar days, the employee will not accumulate service for any purpose under the Collective Agreement for the duration of such. absence. The benefits concerned shall be appropriately reduced on a prorata basis and the employee's anniversary date adjusted accordingly. During such absence, the employee will be responsible for full payment of all subsidized employee benefits in which the employee is participating. The employee may arr2nge with the Employer

• • 20

to prepay to the Employer the full premium of such subsidized employee benefits for the entire period of the leave to ensure the employee's continued coverage.

18:06 Education leave

(a) If required by the Employer, an employee shall be entitled to leave of absence with pay and without loss of senjority and benefits to write examinations to upgrade his or her employment qualifications; · ·

(b) A leave of absence, without pay, to take further education related to the employee's work with the R.C.E.C. may be granted upon written application by the employee to the employee's immediate supervisor. It if further understood and agreed that the Employer will, wherever its operational requirements permit, endeavour to arrange the shifts of employees attending courses or seminars to permit such attendance;

(c) Where employees are required by the Employer to take courses to upgrade or acquire new employment qualifications, the Employer shall pay the full costs associated with the courses.

ARTICLE 19 • IURY/WITNESS DUTY

19:01 If an employee is required to serve as a juror in any court of law, or is required to attend as a witness in a court of law in connection with a case arising from the employee's duties at the R.C.E.C. or with a case in which the Crown is a Party, the employee shall not lose regular pay because of such attendance provided that the employee:

(a) notifies the immediate supervisor immediately on an employee's notification that he will be required to attend a court; ·

(b) presents proof of service requiring the employee's attendance;

(c) deposits with the Employer the full amount of compensation received excluding mileage, travelling and meal allowances and an official receipt therefor.

ARTICLE 20 - lOB POSTING

20:01 When a permanent vacancy occurs in a classification within the bargaining unit or a new position within the bargaining unit is established by the Employer, such vacancy shall be posted by the Employer for a period of seven (7) consecutive calendar days. Applications for such vacancy shall be made in writing within the seven (7) day period referred to herein.

,. .. • •

21

20:02 Notwithstanding the above, the Employer may fill, at its own discretion, without posting, vacancies which may arise out of approved leaves of absence for periods not expected to exceed six (6) months. In filling such short-term vacancies, the Employer shall consider those employees who have expressed an interest, in writing, in filling such vacancies, on the basis of the criteria set out in Article 11 :02.

20:03 job postings shall stipulate the quafifications for th~ position, classification, hours of work and shift requirements, rate of pay and department. A copy of the posting shall be sent to the Steward. · ,

20:04 The successful applicant will be selected in accordance with Article 11:02.

20:05 The name of the successful candidate will be posted on the Bulletin board for a period of seven (7) calendar days.

20:06 The successful candidate shall be allowed a trial period of up to thirty (30) worked days. If the employee proves unsatisfactory during that time or if the employee finds the position unsatisfactory, the employee will be returned to his/her former position and rate of pay as will any other employee in the bargaining unit who was promoted or transferred by reason of such placement. Newly hired probationary employees shall be terminated and such termination shall not be subject to the grievance and arbitration procedure. In the event that a part-time employee was transferred to full­time employment as a result of this placement, such employee shall be returned to his/her former part-time position.

20:07 Vacancies created by filling the posted position internally within a department shall be filled in accordance with Article 11 :02. All other vacancies shall be posted for three (3) days.

20:08 The Employer may temporarily fill any vacancy while observing the procedure set forth herein.

, 20:09 Successful applicants and newly-hired employees may not apply for job postings or any subsequent vacancies for a period of six (6) months, unless mutually agreed.

ARTICLE 21·- REPORTING PAY,.CALLBACK PAY & STANDBY PAY

21 :Ot Reporting Pay An employee who reports for work at his scheduled starting time, not having been previously notified not to report to work, shall be given at least three and three­quarters (3 -3/4) hours of work or if no work is available, will be paid at least three and three-quarters (3-3/4) hours pay.

• • 22

This obligation shall not apply where no work is available because of any condition beyond the control of the Employer. In addition, this obligation shall not apply to the Employer when such employee fails to report for work as scheduled on the shift immediately prior to the shift for which he claims reporting pay and has failed to notify the Employer at least sixteen (16) hours before the commencement of the shift for which he is claiming reporting pay to his intent to report for work on the shift for which he claims reporting pay.

21 :02 Callback Pay (a) An employee called back to work after leaving the premises who reports to

work outside his normal scheduled hours of work, will receive, no matter what period of time is actually worked; no less than the equivalent of three (3) hours pay at time and one-half (1 '!l.l) his regular straight time hourly rate. This paragraph shall not apply to employees who are scheduled to work overtime by reporting to work before the commencement of their normal shift.

(b) In lieu of callback pay, an employee may take equivalent time off with pay at a mutually agreeable time within thirty (30) days following the callback or such longer period as may be agreed upon between the employee and his Immediate Supervisor. Where no agreement is reached, the employee shall be paid in accordance with Article 22:02 (a).

(c) Any calls that occur during the minimum guarantee period will be covered by the minimum guarantee.

ARTICLE 22- UNION BULLETIN BOARD

22:01 The Employer will provide one (1) bulletin board in a mutually suitable locat.ion for the purpose of posting notices regarding meetings and other matters pertaining to Union business. All such notices must be signed by the members of the Union Committee. If a notice is posted which in the opinion of the Employer contravenes the Employer's Mission Statement and Philosophy, the Employer will first explain such contravention to the steward and may then require the removal of such notice. The Employer will furnish a letter to the Union explaining the contravention.

ARTICLE 23 - lOB SECURITY

23:01 The Employer shall not contract out work usually performed by members of this bargaining unit, if as a result of such contracting out a layoff of any employees other than casual or part-time employees follows. The contracting out to an employer who is organized and who will employ the employees of the bargaining unit who would otherwise be laid off, is not a breach of this provision.

23:02 The Employer undertakes to notify the Union in advance, so far as practicable, of any

•

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...

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technological changes which the Employer has decided to introduce which will significantly change the status of the employees within the bargaining unit. The Employer agrees to discuss with the Union the effect of such technological changes on the employment status of employees and to consider practical ways and means of minimizing the adverse effects, if any, upon employees concerned. Employees with one or more years of continuous service who are subject to layoff under conditions referred to above, will be given notice of the impending change in employment status at the earliest reasonable time in keeping with the notification to the Union as above set forth and the requirements of the applicable law.

ARTICLE 24 ·TRANSFERS

24:01 If an employee is transferred permanently to a higher or equally rated job classification, he shall receive not less than the rate that he was receiving at the time of the transfer or the starting rate of the job into which he is being transferred, whichever is the higher, and shall be advanced through the rates for the higher rated job classification as provided in Schedule "A".

ARTICLE 25- NEW CLASSIFICATION

25:01 When a new classification (which is covered by the terms of this Collective Agreement) is established by the Employer, the Employer shall determine the rate of pay for such new classification and notify the Union of the same. If the Union challenges the rate, it shall have the right to request a meeting with the Employer to endeavour to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Employer of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shaH be retroactive to the date that notice of the new rate was given by the ·Employer. If the parties are unable to agree, the dispute concerning the new rate may be

submitted to arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Board of Arbitration shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit, having regard to the requirements of such classification, and shall be retroactive to the date that notice of the rate was given by the Employer.

ARTICLE 26- ACCIDENT PREVENTION.- HEALTH AND SAFETY

26:01 The Employer and the Union agree that they mutually desire to maintain standards of safety and health in the Employer's operations at 1070 Col borne .St., in order to prevent accidents, injury and illness.

26:02 Recognizing its responsibilities under the applicable legislation, the Employer agrees to accept as a member of its Accident Prevention - Health and Safety Committee at least one (1) representative sel·ected or appointed by the Union from among

• • 24

bargaining unit employees.

26:03 Such Committee shall identify potential dangers and hazards, institute means of improving health and safety programs and recommend actions to be taken to improve conditions in the Employer's operations at 1070 Colborne St., related to safety and health.

26:04 The Employer agrees to co-operate reasonably in ·providing necessary information to enable the Committee to fulfill its functions. ·

26:05 Meetings shall be held every second month or more frequently at the call of the chair if required. The Committee shall maintain minutes of all meetings and make the same available for review.

26:06 Any representative appointed or selected in accordance with Article 27:02 shall serve for a term of one (1) calendar year from the date of appointment which may be renewed for further periods of one (1) year. Time off for such representative{s) to attend meetings of the Accident Prevention - Health and Safety Committee in accordance with the foregoing shall be granted and any representative(s) attending such meetings during their regularly scheduled hours of work shall not lose regular earnings as a result of such attendance.

26:07 The Union agrees to endeavour to obtain the full co-operation of its membership in the observation of all safety rules and pr~ctices.

ARTICLE 27 ·WAGES

27:01 The Employer agrees to pay and the Union agrees to accept for the term of this Agreement the rates of wages as set forth in Schedule "A" attached hereto.

27:02 Employees shall be paid every second week by direct deposit of wages into a bank account.

ARTICLE 28 • DURA liON

28:01 This Agreement shall remain in effect until and including D,ecember 31, 2003 and shall be automatically renewed from year to year thereafter unless either Party notifies the other Party in writing of its desire to amend or terminate this Collective Agreement.

28:02 Notice of intent to amend this Agreement shall be given by either Party to the other in writing not more than ninety (90) days, and not less than 60 days prior to the expiry date and negotiations with respect thereto shall begin within fifteen (15) days after filing notice to bargain for a new amended agreement.

•

• • • 25

DATED at London, Ontario, this ¥ rf.. day of s£1' / '2002.

. FOR THE UNION

• •

•• -· •

EFFECTIVE JANUARY 1 I 2002 .

Typist

Notary

Notary and Accounting

EFFECTIVE JANUARY 1 I 2003

Typist

Notary

Notary and Accounting

SCHEDULE-"A"

.btl

$11.81

$12.83

$13.23

$12.05

$13.09

$13.49

• 1 Year

$12.23

$14.27

$14.77

$12.47

$14.56

$15.07

2 Years

$12.43

$15.79

$16.29

. ·$12.68

$16.11

$16.62

26

• • . ...

• • LffiER OF UNDERSTANDING

BETWEEN:

THE ROMAN CATHOLIC EPISCOPAL CORPORATION OF THE DIOCESE OF LONDON, ONTARIO

- AND-

SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 220

RE: SECRETARY TO HUMAN RESOURCES

27

The parties agree that the Union is excluqing the position of Secretary to Human Resources from the bargaining unit.

Signed at London, Ontario this 1 fA day of -=S_c_-.:;_/'....:1_--____ ----~. 2002.

FOR THE UNION FOR THE EMPLOYER

. ._

• •