COLLECTIVE AGREEMENT

POWERWORKERSUNION

BETWEEN

7p’\TORONTOHYDRO

TORONTO HYDRO

ANT

THE POWER WORKERS’ UNION, CUPE LOCAL 1000

(Representing Inside Employees)

FEBRUARY 1,2018

TO

JANUARY31, 2022

TABLE OF CONTENTSITEM PAGE

ARTICLE IPURPOSE

ARTICLE 2UNION RECOGNITION

ARTICLE 3 2NO DISCRIMINATION 2

ARTICLE 4 2MANAGEMENT RIGHTS 2

ARTICLE 5 3STRIKES& LOCKOUTS 3

ARTICLE 6 3UNION SECURITY & CHECK-OFF - 3

ARTICLE 7 5STEWARDS 5

ARTICLES 6GRIEVANCE PROCEDURE, MEDIATION & ARBITRATION 6

Arbitration 8Mediation 9

ARTICLE 9 9SENIORITY 9

ARTICLE 10 10JOB POSTING & VACANCY 10

Relative Experience 11Promotion iiClassification Conditions 12Probation 14Demotion 15Job Descriptions 16

ARTICLE 11 16LAYOFF& RECALL 16

Severance Pay 17

ARTICLE 12 17TEMPORARY TRANSFER 17

Relief—Short Term 17Relief—Long Term 17Temporary Transfer Outside the Bargaining Unit 19Work Assignment 19

ARTICLE 13 20LEAVE OF ABSENCE 20

Union Health and Safety Representattic 23Self-Funded Leave Plan 23New Member Interview 23

ARTICLE 14 24ABSENCE WITHOUT LEAVE 24

ARTICLE 15 24BULLETIN BOARDS 24

ARTICLE 16 24JURY & WITNESS DUTY 24

ARTICLE 17 25BEREAVEMENT LEAVE 25

ARTICLE18.26SAFETY FOOTWEAR ALLOWANCE 26

ARTICLE 19 27PUBLIC HOLIDAYS 27

ARTICLE 20 29VACATION 29

ARTICLE 21 31DRIVER’S LICENCE, TRADE & PROFESSIONAL FEES 31

Driver’s Licence 31Trade & Professional Fees 31

ARTICLE 22 31WORK CLOTHING 31

ARTICLE 23 32TOOL REPLACEMENT 32

ARTICLE 24 32HEALTH, WELFARE & INSURANCE BENEFITS 32

Pregnanci Adoption, Parental and Family Medical Leave 32Provision ofLeave 32Protection ofBenefits, Seniority, Pensions 32Wage Top- Up for Pregnancy Leave 33Maintenance of WagesJbr Adoption Leave 33Maintenance of Wages for Parental Leave 34Maintenance of Wages for Family Medical Leave 34Spousal Leave at Time ofBirth or Adoption 34Reinstatement 35Medical & Hospital Services & Dental Plan 35Long Term Disability 38Definitions 38Benefit Schedule 39Benefit Formula 40Vacation 40Effective Date 10Rehabilitative Employment 40Sick Pay Credit 41Non-ShjJi 32Sh/i 42Sick Pat’ Credit Pai’out 44Pensions 45

ARTICLE 25 46LABOURJMANAGEMENT COMMITTEE 46

ARTICLE 26 47HEALTH&SAFETY 47

The Workplace Committee 47Terms ofReference 47The Steerhig Connnittee 50Terms ofRcference 50Safet 52VDT I Yorkers 52Students 53

ARTICLE 27 53ACCOMMODATION 53

Accommodation Committee 53Reimbursement for Additional Medical Documentation 54Permanent Placement 54Temporary Placement 55

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ARTICLE28.56TRAINING 56

ARTICLE 29 56JOB SECURITY 56

ARTICLE 30 57TECHNOLOGICAL CHANGE 57

Advance Notice 57Priority Rights 57New Job 57Sign1,/kant Change 58

ARTICLE 31 59RETROGRESSION

ARTICLE 32 60PERFORMANCE APPRAISAL 60

Records 61Warning 61

ARTICLE 33 62HOURS OF WORK & OVERTIME 62

Schedules 63

ShIft D(fferentials 66Standby Period 66Overtime 66Absence with Pay 67Non-Sh(ft 68

ShIft 69Public Holiday 69Travel Tbne 70Meal Allowance 70Mileage Allowance 71Break Periods 72Parking and Telephone Charges 72

ARTICLE 34 72OFFICE PERSONNEL 72

ARTICLE 35 72TERM OF AGREEMENT 72

COLA 73Printing of/he Agreement 75

SCHEDULE I 77JOB CLASSIFICATIONS AND WAGE RATES 77(EFFECTIVE FEBRUARY 1,2018 TO JANUARY 31,2019) 77SChEDULE I 79JOB CLASSIFICATIONS ANt) WAGE RATES 79(EFFECTIVE FEBRUARY 1,2019 TO JANUARY 31, 2020) 79SCHEDULE I 81JOB CLASSIFICATIONS AND WAGE RATES 81(EFFECTIVE FEBRUARY 1,202010 JANUARY 31,2021) 81SCIIEDULE I 83JOB CLASSIFICATIONS AND WAGE RATES 83(EFFECTIVE FEBRLIARY I, 2021 TO JANUARY 31,2022) 83

LETTER OF INTENT#1 85Re: Compressed Work Week 85

LETTER OF INTENT #2 87Re: Part Time Employees 87

LETFEROFINTENT#3 88Re: Resource Balancing 88

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LETTER OF INTENT#4.90Re: BenLfit Plans ofExisting Retirees 90

LETTER OF INTENT#5 91Re: Use of Temporary Staff 91

LETTEROFINTENT#6 92RE:IIA R4fONIZA flON 92LETTEROFINTENT#7 93

Re: Lunch Period 93LETTER OF INTENT#8 94

Re: Toronto Hvdro c Post Retirement Benefits Program 94LETTEROFINTENT#9 95

Re: Temporaty and Indefinite Relocation ofEmplrn’eac within the City of Toronto 95LETTER OF INTENT #10 98

Re: Assignment of Work to the Retail Affiliate 98LETTER OF INTENT#11 99

Re: Health Club Membership 99LEVIER OF INTENT #12 - NEW 100

Re: Job Harmonization IOUINSIDE CLASSIFICATION SCHEDULE JOB HARMONIZATION 101LETTER OF INTENT #13 102

Re: Mopping Document 102LETTER OF INTENT #14 114

Re: Overtime Administration 114

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INSIDE EMPLOYEES’ AGREEMENT

Between

TORONTO HYDRO

(hereinafter called the “Employer”)

and

POWER WORKERS’ UNION, CUPE LOCAL 1000

(hereinafter called the “Union”)

ARTICLE 1

PURPOSE

1.01 The purpose of this Agreement is to maintain aharmonious relationship between the Employer and theInside employees and to provide amicable methods ofsettling differences. This relationship will ensureeffective and efficient operations to meet the needs ofour customers and our community.

1.02 It is the intent and purpose of the parties to set forthhere the agreement between the Employer and theUnion concerning rates of pay, hours of work and allother conditions of employment.

1.03 The Employer is responsible for the safety, comfort andgeneral welfare of the community in respect to theservice of electrical energy and the employees areprepared to assist at all hours of the day or night in theprovision of such service except when employee is onsick leave, vacation, WSIB, or any other approvedleave.

ARTICLE 2

UNION RECOGNITION2.01

(a) The Employer recognizes the Union as the exclusivebargaining agent for its employees in the classificationslisted in Schedule I of this Agreement.

(b) For greater certainty, but without expanding ScheduleI, the Union’s bargaining unit excludes: Supervisors;Leaders; persons above the rank of Supervisors, andLeaders; Human Resource staffi Legal Services staff;Public Relations Staffi Payroll staffi Engineers;Administrators; Information Technology staff;Administrative Assistants; Analysts; Sales staff;Marketing staff; Retail staff; Coordinators;Consultants; and persons regularly employed for notmore than 24 hours per week.

ARTICLE 3NO DISCRIMINATION

3.01

(a) The Employer, with respect to employment or any termor condition of employment, discipline or discharge,agrees that it will not discriminate against a person asprovided under the Human Rights Code (Ontario), or byreason of membership or activity in the Union.

(b) All rights and benefits conferred under this CollectiveAgreement to employees on the basis of a spousalrelationship, shall be equally conferred when theemployee’s partner is of the same sex.

ARTICLE 4MANAGEMENT RIGHTS

4.01 The Union recognizes that the management of theEmployer and the direction of the work force are fixedexclusively in the Employer and shall remain solely

with the Employer except as specifically limited by theexpress provisions of this Agreement. Withoutrestricting the generality of the foregoing, the Union

acknowledges that it is the exclusive function of theEmployer to:

(a) maintain order, discipline and efficiency;

(b) hire, discharge, direct, classii’, transfer, setqualifications, promote, demote and suspend orotherwise discipline any employee provided that aclaim that a non-probationary employee has been

discharged or disciplined without reasonable cause;

(c) generally to manage the operation and undertakings ofthe Employer and take such measures as the Employermay determine for the order and/or economicaloperation of the Employer’s business and withoutrestricting the generality of the foregoing to select,

install and require the operation of any equipment,plant and machinery which the Employer in itsdiscretion deems necessary for the efficient andeconomical carrying out of the operations andundertakings of the Employer.

The Union thither recognizes the right of the Employerto make and alter from time to time rules andregulations to be observed by employees, which rulesand regulations shall not be inconsistent with theprovisions of this Agreement.

Management shall exercise its rights in a fair andreasonable manner that is consistent with the terms ofthis Agreement.

ARTICLE 5STRIKES & LOCKOUTS

5.01 The Union agrees it will not counsel or authorize anystrike during the lifetime of this Agreement and theEmployer agrees that there will be no lockout ofEmployees during the term of the agreement.

5.02 The terms “strike” and “lockout” as used above will bedefined in accordance with the definitions set out in theLabour Relations Act of the Province of Ontario.

5.03 Inside employees are not required to cross picket linesexcept to perform duties relative to the Employer’soperation and the maintenance of service to equipmentwithin the Employer’s jurisdiction and under nocircumstances will an employee be required to force acrossing of a picket line.

ARTICLE 6UNION SECURITY & CHECK-OFF

6.01 Inside employees and students, as defined in 6.02, as acondition of employment, become members of theUnion on hiring and retain membership for the duration

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of recognition by the Employer of the Union as solebargaining agent for Inside employees.

6.02 Students may be employed either for the summervacation period extending from April 1 5 to September1 5th each year, or on work terms of a co-operativetraining program with a university or college. The onlyprovisions of the Agreement applicable to students are:

(1) Union Representation

(2) Grievance Procedure

(3) Recognized Public Holidays

(4) Bereavement

(5) Vacation - Students may take two (2) unpaiddays off for every four (4) month work termwith one week’s notice given to the employer

Students required to wear safety footwear, shall beallowed up to 50% of the safety footwear allowance inArticle 18.02 per contract year to obtain and maintainsafety footwear. Footwear shall be approved byimmediate Supervisor.

6.03 The Employer hereby agrees that for all the employeesof the Inside Bargaining Unit, they will deduct theirUnion dues or the equivalent thereof in accordancewith the constitution of the Local Union and will remitsuch sums of monies to the Treasurer of the Localevery pay day, along with a duplicate check-off listshowing the names from whom the deductions aremade.

6.04 The Employer will supply the Union with a list ofcurrent Inside Bargaining Unit employees’ names andaddresses and telephone numbers (unless an employeeadvises otherwise) on a computer disk usingcompatible software annually.

6.05 The Employer shall supply to each employee receipts

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on the income tax T4 slips in the amount of the Uniondues paid by each Union member in the previous year.

6.06

(a) All Inside Bargaining Unit employees shall be paid biweekly by direct deposit according to earnings. Therate of pay to which each employee covered by theterms of this Agreement shall be entitled is inaccordance with her/his classification and the wagerate set out in Schedule I. On each pay day, eachemployee shall be provided with an itemized statementof wages and deductions including but not limited tovacation, sick and lieu time hours.

b) Employees shall upon giving at least fifteen (15)working days notice, receive on the last day precedingcommencement of their annual vacation, pay whichwould normally be paid during the period of theirvacation.

ARTICLE 7STEWARDS

7.01 In order to provide an orderly procedure for the settlingof grievances, the Employer acknowledges the right ofthe Union to appoint or otherwise elect fifteen (15)Inside stewards whose duties shall be to assistemployees in preparing and presenting grievances inaccordance with the grievance procedure. The Unionshall notify the Employer in writing of the name ofeach steward.

7.02 If proper discharge of grievance responsibility requiresthe absence from work of a union steward, in order thatthe work of the Employer shall not be unreasonablyinterrupted, no steward shall leave her/his workwithout obtaining the permission of her/his immediatesupervisor. Such permission shall not be unreasonablywithheld and such authorized absence shall be paid bythe Employer.

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7.03 When the Employer arranges a meeting with anemployee and such meeting may result in disciplinaryaction, said employee may request representation bythe Chief Steward. The Employer will contact theUnion Office who will arrange for a Chief Steward.The Union Steward assigned shall be from the samelocation as the employee being interviewed and if noUnion Steward is available, then from other locations.No employee shall be disciplined or dischargedwithout just cause. A copy of any disciplinary letterwill be sent to the Union, unless the employeedisagrees with such notification.

ARTICLE 8GRIEVANCE PROCEDURE, MEDIATION &

ARBITRATION

8.01 It is the mutual desire of the parties hereto thatcomplaints of employees shall be adjusted as quickly aspossible. If an employee has a complaint related to analleged violation of the Collective Agreement s/he mayat her/his option discuss it with her/his immediatesupervisor within three (3) days after the circumstancesgiving rise to the complaint (grieved action) haveoccurred or have or ought to have reasonably come tothe attention of the employee. The Supervisor shall givea response to the complaint within three (3) days. Thesediscussions will not establish precedent. Failingsettlement, or failing a response to the complaint, it maybe taken up as a grievance in the following manner andsequence:

8.02 Procedure: Any employee or group of employees, forwhom the Union is the bargaining agent, may refergrievances to the Union Steward. Grievances must befiled within fifteen (15) working days of grieved act orexcept where both parties agree to an extension of time.There is no grievance until an employee has reportedher/his complaint to the Supervisor.

8.03 The grievance form shall contain a statement givingparticulars of the grieved action, a statement as to theremedy sought and the provisions of the Agreement

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alleged to have been breached, provided that this doesnot preclude the grievor or Employer from relyingupon other provisions of the Agreement.

8.04 Step 1. Grievance form is completed in duplicate andsigned by the employee and Union Steward, presentedto the Supervisor by the Union Steward andemployee(s) (at their option). Both copies are to bereturned by the Supervisor with her/his signedcomments to the Union Steward within three (3)working days.

8.05 Once a grievance has been filed no Supervisor orEmployer Official shall discuss said grievance with thegrieved employee except in the presence of a Stewardor Union Official.

8.06 Step 2: The Grievance Review Board

The Grievance Review Board shall consist of twoUnion representatives (at a high level) and twoManagement representatives (at a high level), whowill have the authority to agree unanimously to afinal and binding settlement of any grievance orunanimously agree to the scheduling of anygrievance. The Union representatives shall be theVice President, Sector 3 and the SectorRepresentative. The Management representativesshall be the Director, Employee Labour Relations,and/or the Manager, Labour and Employment Law.

Grievance Review Board meetings are to bescheduled regularly as agreed to by the parties in awork location. The purpose of the Grievance ReviewBoard will be to attempt to settle all cases, failingwhich the Grievance Review Board will ensure thatall documentary and other evidence is disclosed bythe parties.

8.07 The Union or Employer shall have the right to initiateat the Grievance Review Board, grievances arising

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out of the interpretation, administration or allegedviolation of any provision of this Agreement which isa policy matter that affects the Union or Employer inany way.

8.08 Disciplinary grievances may be initiated at theGrievance Review Board.

8.09 Should the Union or Employer fail to receive a decisionwithin the time limit set out in the grievance procedure,the grievance shall automatically proceed to the nextstep.

8.10 The Union shall provide the Employer’s HumanResources Department with a letter confirmingresolution of the grievance within ten (10) workingdays.

8.11 The time limits fixed in Grievance Adjustment may beextended by consent of the parties of this Agreement.

8.12 Time absent from work for grievance representation ispaid by the Employer.

8.13 The Company shall provide the necessary facilitiesfor all meetings in the grievance process.

8.14 The fees of all arbitrators and costs associated witharbitration hearings shall be shared equally by theparties, subject to current practices.

Arbitration

8.15 If satisfaction is not obtained in the Grievance ReviewBoard, either party may within fifteen (15) workingdays refer the grievance to arbitration in accordancewith the arbitration provisions of this Agreement.Notice in writing will be provided by the party makingapplication for arbitration within the prescribed timelimit.

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8.16 Any difference of opinion, not otherwise resolved,relative to the interpretation, application oradministration of this Agreement, may be referred tothe Ontario Ministry’ of Labour with request forappointment of an Arbitrator, whose decision is finaland binding on both parties for the remainder of theterm of this Agreement. The Arbitrator dealing with agrievance concerning discipline or discharge mayamend or modi& any penalty.

Mediation

8.17 Once the Union or Employer has referred a grievanceto arbitration, both parties may within forty (40)working days agree to use the services of a mutuallyagreeable Mediator to assist the parties in resolving thegrievance. The grievor(s) may attend the mediationmeeting at the request of the Union. The Union shallreimburse the Employer the whole cost of thegrievor(s) wages for time spent away from work. Theparties will jointly, in equal shares, bear the expensesof the Mediator. Any mutually agreeable resolutionreached by the parties through such mediation shall bebinding upon the parties but shall be without precedentor prejudice.

ARTICLE 9SENIORITY

9.01 Seniority shall be defined as the length of service withthe Employer.

9.02 A seniority list shall be posted by the Employer onnotice boards by May 1st. Copies to be sent to theUnion.

9.03 Any employee disagreeing with her/his standing mayrefer it to the Grievance Procedure.

9.04 An employee shall not lose her/his rightfulEmployment Seniority standing if s/he is absent from

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work because of sickness, accident, or leave of absenceapproved by the Employer. If an employee transfers inthe Employer’s service outside the bargaining unit, s/heshall retain her/his rightful Seniority standing in theposition from which s/he was transferred. Anemployee returning to the bargaining unit shall besubject to the agreement of the Union.

9.05 When an employee is granted a leave of absencewithout pay of over twenty (20) working days for otherthan Union business, time absent shall be deductedfrom her/his Employment seniority standing, unlessotherwise deterniined subsequent to consultation at theLabour/Management Committee. Notice will beprovided to the Union prior to any leave granted.

ARTICLE 10JOB POSTING & VACANCY

10.01

(a) Where the Employer determines that a vacancy existsit will be posted within seven (7) working days. TheEmployer agrees to post notice of such vacancy for aperiod often (10) working days. The posting shall statethe location, department and section where the vacancyexists. A copy of the posting will be sent to the Union.On request, the Human Resources Department explainsto an unsuccessful applicant the reason s/he was notselected.

(b) If the above position(s) cannot be filled by an InsideBargaining Unit employee(s) the Outside BargainingUnit employee(s) will be considered.

(c) The name of the successful employee(s) will be postedwithin thirty (30) days of the selection.

(d) The requirement to post notice of such vacancy iswaived when an employee is placed in a vacancy underthe Job Security Article and/or Technological ChangeArticle, Retrogression Article, Accommodation Articleand the Long Term Disability Article. Employees

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placed under the Long Term Disability Article will notbe placed in posted vacancies.

(e) Posted vacancies shall be offered to the seniorincumbent(s) who has applied for the position withintheir same classification, either:

(i) at a different location in the same Department;or

(ii) a different Department at the same location; or(iii) a different Department at a different location

before consideration of other applicants.

In all cases, transfers shall be subject to theincumbent(s) having a current Performance Appraisalrated “Good” or higher and shall not negatively impactoperational efficiency, productivity and customerservice.

Relative Experience

10.02 Relative Experience is experience adequate enough toenable the employee to perform the duties required.

Promotion

10.03 In all cases of permanent transfer (except DemotionArticle 10.16) or promotion to positions within thebargaining unit, the following factors shall beconsidered:

a) Current Performance Appraisal rated “Good” orhigher

b) Qualifications

c) Seniority

“Qualifications” shall include related experience ratedas good or better, related education or an acceptablecombination of both and, where applicable, asatisfactory physical condition and/or satisfactory

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completion of work test and/or acceptable ability tomaintain a co-operative relationship with otheremployees and the public. Where the factors in (b) arerelatively equal seniority shall govern.

If none of the applicants is qualified, the Employer mayfill the job in its discretion.

10.04 Grievance(s) for senior unsuccessful applicant(s) maybe initiated within fifteen (5) working days of thenotice of appointment. The grievance shall be initiatedat Step Three (3).

Classification Conditions

10.05 Where a new job is established, or where existing jobduties are changed such that an employee is incorrectlyclassified, the appropriate classification, wage rates,wage ranges and progressions shall be negotiated andthe applicable conditions of this agreement shall apply.If no agreement is reached on the wage rate and/orprogression the matter may be submitted to arbitration.If a wage increase results, the same shall be retroactiveto the date that the job duties were changed, or the newjob created.

The Arbitrator established to rule on the grievance shallbe restricted solely to determining the appropriatenessof the wage rate as applicable to other related rateswithin the bargaining unit. The job classifications areas attached.

10.06

(a) If the present rate is below minimum rate of newclassification, s/he shall receive minimum rate of newclassification; new anniversary date.

(b) If present rate is within the wage range of newclassification, s/he shall receive a one-step increase,providing the maximum rate of the new classificationis sufficiently higher to permit it; new anniversary date.

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(c) On transfer due to promotion, the following shallapply:

Employee shall receive an increase as follows:

Employee accepted for promotion in scheduledprogression transfers at the rate s/he is receiving inher/his present job or the minimum of the newclassification whichever is the greater.

10.07 On transfer from 40 hour to 35 hour weekclassification, the following shall apply:

(a) If the employee’s rate is below maximum of newclassification s/he enters, s/he shall transfer laterallywith new anniversary date and no progression increase.

(b) If the employee’s rate is in excess of the rate of the newclassification, and her/his probationary period in thecurrent classification has not been completed, then theminimum rate of the new classification shall be paid.If the probationary period has been completed, s/heshall receive one-step below the maximum rate of thenew classification.

(c) If the employee’s rate is below the minimum ofthe newclassification, s/he shall receive the minimum rate ofthe new classification and progress in the usual way;new anniversary date.

(d) If the employee’s rate is similar to maximum of thenew classification, s/he shall receive one-step belowthe maximum rate of the new classification.

10.08 On transfer from 35 hour to 40 hour week, the employeeshall receive a step for the additional hours provided thenew maximum is sufficiently higher to permit.

10.09 Notwithstanding the above, no employee may receive

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the maximum rate of a position until s/he has beenperforming satisfactorily in the position for six (6)months.

Probation10.10

(a) Status of an employee is probationary in a newclassification for a period of five (5) months’ work inthat new classification. Any time after thirty (30) daysof entry, until the employee completes her/hisprobationary period, it may be determined by theemployee’s Performance Appraisal that the employee isunsatisfactory in the new classification and is to bereverted to immediate previous classification and ratewithout loss of seniority.

(b) Such employee who successftlly bids for a postedbargaining unit position, shall be given an opportunityto revert to her/his former position and conditions ifs/heso requests within six (6) weeks, from date ofassumption of new duties with the exception of shiftworkers who will have twelve (12) weeks.

10.11 Probationary period for a new employee is six (6)months’ work.

10.12 Employee participation in the pension plan willcommence on date of hire.

10.13 In the event the returning employee, referred to inArticle 10.10 (b), causes displacement of otheremployees, such displacement would necessitate thereturn of such employees to their former positions.

10.14 New employees in their probationary period shall bepermitted to transfer to one other job classificationduring the probationary period. Additional transfersmay be permitted subject to consultation by theLabour/Management Committee.

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10.15 Should there be no eligible applicants for a permanenttransfer, Article 10.14 will not apply.

Demotion

10.16. An employee demoted shall revert to her/his immediateprevious classification and be ineligible for two (2)years for vacancies or relief in the position from whichthey were demoted and from any position with amaximum pay rate equal to or greater than the positionfrom which they were demoted.

She/he retains the right to apply for any other vacancy.

An employee demoted or reverted to a former graderetains seniority in the lower grade.

In the event the demoted employee causesdisplacement of other employees, the Employer willnot be required to provide notice to the displacedemployees. The displaced employee(s) will maintainher/his present wages for a period of twelve (12)months.

10.17 ‘When a Driver’s Licence is required to discharge aresponsibility of a classification and when the Driver’sLicence of an employee in such classification issuspended for not more than twelve (12) months, theemployee shall be occupied as determined by theEmployer and her/his wage rate during such periodshall be reduced by one step. When the employeeregains the Driver’s Licence, s/he shall be allowed toreturn to her/his former classification and wage rate. Ifthe loss of the licence is for a period in excess of twelve(12) months, the employee may be demoted as perprovision 10.16.

10.18 Provisions 10.16 and 10.17 above do not apply to newprobationary employees.

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Job Descriptions

10.19 All Wage Classifications listed in Schedule I shall havejob descriptions, summarizing the present duties andresponsibilities pertaining to the jobs covered in thisAgreement. The job descriptions shall be contained ina separate book forming part of this Agreement. Newjob descriptions or changes to existing descriptionsshall be discussed through the Job DescriptionConsultation Committee composed of three (3)members each of Union and Employer representatives.Any new job descriptions or changes to existing jobdescriptions which are in dispute may be made by theEmployer in accordance with the Management RightsArticle of this Agreement.

10.20 All job descriptions that are not agreed upon may besubject to the Grievance Procedure in accordance withthe Collective Agreement.

10.21 The cost of the Committee shall be at the Employer’sexpense and any preparation time will be agreed uponby the Co-Chairs.

ARTICLE 11LAYOFF & RECALL

11.01 Layoff: Is unemployment due to work shortage.Service with the Employer is the basis upon whichseniority is established in the event of layoff or recall —

insofar as there is not interference with the Employer’soperation and employees are given ninety (90) days’notice.

11.02 Recall: Entitlement is limited to twenty-four (24)months from date of layoff and is voided by:

(a) Refusal of vacancy.

(b) Failure to report intention to return within fourteen (14)days of registered mailing of recall.

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(c) Failure of availability for work within thirty (30)calendar days of registered mailing of recall.

11.03 Certificated illness can be accepted as reason forexcuse from requirements in Articles (b) and (c) orother reasons which will be considered justifiable.

11.04 It shall be employee’s responsibility to keep theEmployer notified of present address.

11.05 Employee recalled shall be entitled to all privileges andconditions which s/he enjoyed at the time of layoff oras amended under the Agreement.

11.06 No new employee(s) shall be hired until all laid offemployees have been given the opportunity to return towork to fill vacancies for which they are qualified.

Severance Pay

11.07 Severance Pay will be paid to employees who have hadmore than three (3) years of employment and are laidoff due to shortage of work. For each week ofcontinuous layoff, up to a maximum number of weeksequal to the number of years of service, the employeewill receive one week’s straight-time pay.

ARTICLE 12TEMPORARY TRANSFER

Relief—Short Term

12.01 When relief is required on a short term basis (less than2 weeks) it will be offered to the senior qualifiedemployee available in the Department, Location andDistrict whichever is most operationally convenient.

Relief rates shall be paid as per Article 12.03.

Relief—Long Term

12.02 Long term relief (more than 2 weeks) will be offered to

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the senior qualified available employee in theDepartment/District.

Relief rates shall be paid as per Article 12.03.

12.03 When the Employer determines that relief is requiredand that relief is to be provided by another bargainingunit member, relief shall be by the senior qualifiedemployee within the section. If no employees arequalified within the section, the relief shall be offeredto the senior qualified employee within the Department.If no employees are qualified within the Department,the Employer may fill the relief requirement at itsdiscretion. An employee relieving in a classificationother than her/his own that is included in thisAgreement shall receive the rate s/he is receiving inher/his own classification except where the maximumof the relief classification is higher than the maximumof her/his own classification. In this case, the relievingemployee shall receive a one-step increase or theminimum of the higher classification, whichever isgreater, for the time worked.

Time spent by relief employees required to attendmeetings, training, or other employer-related business

shall be considered time worked. When such meetings,training or other employer-related business isscheduled on a hill day basis, employees must relieve

the day before and the day after to qualify for the reliefrate.

12.04 Days accumulated in relief do not supersedeclassification seniority for promotion.

12.05 The Employer shall not assign relief to a shift employeeduring her/his scheduled days off except in anemergency.

12.06 Once it is arranged to relieve a shift employee who hasreported necessity for absence due to illness or othercause, the arranged relief employee takes the shift and

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the relieved employee remains absent.

12.07 A regular shift employee, who has been notified inadvance of requirement to relieve in a higherclassification, shall not be called upon to work a PublicHoliday in her/his regular work week on shift, exceptin cases of emergency.

12.08 Any shift employee working on a shift schedule shallnot be available for relief in a higher classification onher/his regular off-days except in an emergency.

Temporary Transfer Outside the Bargaining Unit

12.09 An employee transferred to a position outside of thebargaining unit shall receive a six percent (6%)increase for the time worked in the position.

12.10 Supervisor — by the senior qualified employee in thesection relative to the position. A six percent (6%)increase is paid for time worked.

12.11 Work Assignment

Human Resources will notify the Union, in writing ofall Work Assignments prior to commencement. Wherean extension of the Work Assignment is required,Human Resources will provide advance notice of theextension to the Union. Human Resources will providecommunication on the application of the WorkAssignment process to management staff Firstconsideration will be given to the senior qualifiedemployee(s).

The Employer agrees to consult with Union at theLabour/Management Committee prior to assigning anemployee, with the employee’s consent, to work on aspecial assignment as directed by the Employer forperiods not to exceed three (3) months each period.Such employees shall continue to receive their present

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rate of pay or the minimum of the new classification,whichever is greater, plus any additional or generalincrease, retention of their seniority and accumulationof seniority.

12.12 The Employer agrees to consult with the Union at theLabour/Management Committee prior to transferring anemployee, with the employee’s consent, to anotherclassification for periods not to exceed three (3) monthseach period, for the purpose of utilizing her/hisapplicable abilities. The transferred employee willcontinue to receive her/his present rate of pay or theminimum of the new classification, whichever isgreater, plus any additional or general increase, andretention of their seniority rights and accumulation ofseniority.

ARTICLE 13

LEAVE OF ABSENCE

13.01 Leave of absence shall be granted to Union officials forUnion business when requested, providing such leavedoes not interfere with Employer operation. Thedecision as to whether the Employer’s operation isdisrupted is at the Employer’s sole discretion. TheUnion is required to provide the Employer with three(3) working days’ notice on request for leave ofabsences under this Article. Under unusualcircumstances, a shorter notice period will beconsidered. Approval for such request will not beunreasonably withheld.

13.02 Leave of absence will be granted for two (2) full-timeofficers of the Union on the understanding that uponreturning to work s/he will be reinstated and offeredrequired training in her/his previous position or suchother position s/he would have occupied had s/he notbeen on leave of absence, provided that s/he isqualified. In the event that the return of the Unionofficer causes displacement of other employees, the

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Employer will not be required to provide notice,maintenance of wages, or other payments to thedisplaced employees.

13.03 Time absent from work by Union representatives inattendance at all meetings with the Employer or itsrepresentatives shall be paid for by the Employer.

13.04 Union official, when off on Union business, the wholecost of wages and benefits shall be maintained by theEmployer. The Union shall reimburse the Employer thewhole cost of wages and benefits by the 15th of themonth following the month in which detailed billing isreceived.

13.05 Employees granted leave of absence without pay exceptunder provisions 13.01, 13.02 and 13.06 and absencecovered by WSIB shall reimburse the Employer the frillcost of medical, hospital and insurance coverage for theperiod of absence. During such leave the employee shallnot be entitled to the following benefits contained underthis Collective Agreement:

Bereavement Leave, Jury and Witness Duty and SickPay Credit.

Sick Leave may be substituted for leave of absencewhere the employee has established to the satisfactionof the Employer a serious illness or serious injury dueto an accident occurred while on leave of absence.

13.06 The Employer may following consultation with theLabour/Management Committee, grant an employee anabsence with leave without pay for frill time Union orpublic duties. Requests for such leave must be inwriting. During the absence the employee will notaccumulate seniority nor be entitled to the benefits ofthe Agreement. Medical, hospital, pension and

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insurance coverage may be continued during theabsence where it is agreed that the employee willreimburse both the employee’s and Employer’s full cost

of such coverage to the Employer. Upon returning to

work s/he will be reinstated in her/his previous position,provided that s/he is qualified. In the event that thereturn of such person causes displacement of other

employees, the Employer will not be required to

provide notice, maintenance of wages, or other

payments to the displaced employees.

13.07 The employees constituting the Union BargainingCommittee shall be given time off during workinghours without loss of pay or seniority while actuallyattending such negotiation meetings with theEmployer, and without payment of overtime.

The Employer will provide a maximum of three (3)days each, for up to six (6) Union BargainingCommittee members, to be used for contractnegotiations preparation time. Arrangement for timeoff will be made through the Human ResourcesDepartment.

13.08 (a) An employee shall be granted up to three (3)working days per contract year to care for illdependents. “Dependents” shall be as defined for

Personal Emergency Leave days in the EmploymentStandards Act. The employee shall notiiy her/hisDepartment as close as possible to the start of the work

day of the need to be absent. Such leave will be chargedagainst the employees accumulated sick pay credit and

must be taken on a fUll day basis. Employees shall not

be penalized for utilizing this leave.

For employees working other than an eight (8) hour daythe number ofhours scheduled for the day on which the

absence occurs shall be considered one (1) day for the

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purpose of this Article.

Union Health and Safety Representative

13.09 Leave of absence will be granted for one (1) UnionHealth and Safety Representative (as selected by theUnion within either bargaining unit to represent allmembers of the Union) on the understanding that uponreturning to work s/he will be reinstated and offeredrequired training in her/his previous position or suchother position s/he would have occupied had s/he notbeen on leave of absence, provided that s/he is qualified.In the event that the return of the Union officer causesdisplacement of other employees, the Employer will notbe required to provide notice, maintenance of wages, orother payments to the displaced employee.

13.10 The whole cost of wages and benefits of the UnionHealth and Safety Representative shall be maintainedby the Employer. The cost of wages shall be at theJoumeyperson rate, or the employee’s normal wageswhichever is greater. At the end of the leave, the personmay return to her/his previous position. Where ascheduled increase or progression occurs during theabsence, the employee will receive such increase orprogression and any other general rate increase.

The Union shall reimburse the Employer the wholecost of wages and benefits by the j5Di of the monthfollowing the month in which detailed billing isreceived for all time spent by the Health and SafetyRepresentative on business other than TorontoHydro/PWU Health and Safety business.

13.11 Leave of Absence for the Union Health and SafetyRepresentative shall be considered time worked for thepurpose of calculating seniority.

Self-Funded Leave Plan

13.12 The Employer agrees to establish an employeefinanced absence with leave plan to permit employeesto be absent for a period of either six (6) months or one(1) year. Application for this leave must be in writing

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to Human Resources and be at least two (2) years inadvance for the six (6) month leave and four (4) yearsin advance for the one (1) year leave. Approval of leaveis at the Employer’s discretion.

The terms and conditions of the plan are subject toconsultation with the Labour/ManagementCommittee.

New Member Interview

13.13 The Employer agrees that within four (4) weeks of dateof hire the Union will be provided with the opportunityto meet with new employees, for a period not to exceedthirty (30) minutes, for the purpose of acquainting thenew employee with the benefits and duties of Unionmembership. New employee group will not exceed six(6) members. The cost of Union representation will beat the Union’s expense.

ARTICLE 14ABSENCE WITHOUT LEAVE

14.01 Absence without leave is failure of employee to reporton absence from work in accordance with rules ofher/his Department and employee absent without leavehas left the employ of the Employer with reinstatementdependent upon provision in writing to the Employerof satisfactory reasons for absence.

ARTICLE 15BULLETIN BOARDS

15.01 Bulletin Boards provided by the Union, will be erectedin such locations as are mutually acceptable to theEmployer and the Union.

ARTICLE 16JURY & WITNESS DUTY

16.01 Where an employee is summoned or serving as a juroror subpoenaed as a witness in any criminal or civil

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action, there shall be no loss of pay or seniorityincurred. The Employer will make up the differencebetween any fee paid to the employee as a witness orjuror and her/his normal rate of wages for the periodduring which s/he served as a juror or witness.

16.02 When an employee is required to serve as a subpoenaedwitness outside of her/his regular working hours, andrequirement to serve resulted directly from her/hisemployment with the Employer, s/he shall be paid thedifference between her/his witness fee and her/hisappropriate overtime rate plus travel time.

16.03 Provisions 16.01 and 16.02 do not apply to employeessubpoenaed by the Union.

ARTICLE 17BEREAVEMENT LEAVE

17.01 An employee shall be granted bereavement leave,without loss of straight-time pay, of:

(a) Up to five (5) consecutive working days to assist witharrangements andlor to attend the funeral, in case ofdeath of the employee’s parent, step-parentpartner/spouse or child and step-child.

(b) Up to three (3) consecutive working days to assist witharrangements and/or to attend the funeral in case ofdeath of employee’s brother, brother-in-law, sister,sister-in-law, son-in-law, daughter-in-law,grandparent, grandparent-in-law, parent-in-law,grandchild, or relative residing in the employee’s home.

(c) The day of the firneral for attendance at the funeral inthe case of the death of the employee’s aunt, aunt-in-law, uncle, uncle-in-law or upon Employer’s approvalfor a relative other than those listed above.

(d) Consideration may be given for an extension of timeunder abnormal circumstances or if extensive travel isnecessary. It is understood that weekends or scheduled‘off days are not included in entitlement of consecutive

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working days.

17.02 The President of the Union or a delegate is permittedwithout loss of pay to attend funeral of Union membersand retired Union members; it is required thatarrangements be made beforehand with the DepartmentHead.

17.03 Up to six (6) employees are permitted without loss ofpay to serve as pall-bearers at a funeral of fellowemployee or retired employee.

17.04 When an employee is on vacation, or sick and death ofrelative listed in Article 17.01 occurs, that portion ofthe employee’s time resulting from the bereavementand in accordance with the provisions of Article 17.01,shall be changed from vacation or sick to bereavementleave. Employee is required to notify her/hisDepartment immediately on receipt of notification ofa death.

17.05 For employees working other than an eight (8) hourday, the number of hours scheduled for the day onwhich the absence occurs shall be considered one (1)day for the purpose of this Article.

ARTICLE 18SAFETY FOOTWEAR ALLOWANCE

18.01 Employees shall wear safety footwear that has beenapproved by their Supervisor/Certified Crew Leader.The safety footwear shall be that manufactured for thepurpose and be of good quality and proper style.

18.02 Employees who are designated by the Employer, asrequired to wear safety footwear, shall be allowed upto $225.00 per contract year with the exception ofDistribution Service Technicians, Certified PowerCable Persons, Certified Crew Leader, Cable,Certified Power Line Persons, System ResponseRepresentatives and Certified Crew Leader, Line, whoshall be allowed up to $270.00 per contract year for the

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purchase, replacement or repair of safety footwear. Anemployee is allowed to carry over any unused portionof the allowance into the following contract year.Carry over shall not exceed that contract year’sentitlement.

18.03 The Employer shall pay the fill cost for the purchase,replacement or repair of safety footwear that anemployee must have made-to-measure.

ARTICLE 19PUBLIC HOLIDAYS

19.01

(a) Public Holidays shall be New Year’s Day, Family Day,Good Friday, Easter Monday, Victoria Day, July 1st,Civic Holiday, Labour Day, Thanksgiving Day,Christmas Day, Boxing Day, Heritage Day ifproclaimed.

(b) Each regular employee shall be entitled to three (3)additional days holiday with pay during the calendaryear and such day(s) shall be mutually agreed to by theSupervisor and employee. However, a request to takesuch a holiday on Remembrance Day will be granted.These days may be taken in half days.

For employees working other than an eight (8) hourday, the number of hours scheduled for the day onwhich the absence occurs shall be considered one (1)day for the purpose of this clause.

For those employees working a compressed workweekJAWS the number of hours deducted when usingan additional day shall be the number of hoursscheduled to be worked.

One of the above additional days will be designated bythe Employer by December 1st of the previous year.This designated day will be immediately before or aftera Public Holiday unless otherwise determined

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subsequent to consultation at the Labour/ManagementCommittee. Should this day not be designated by theEmployer the day may be taken subject to theconvenience of the Department and applies only toemployees who have completed three (3) months ofcontinuous service.

The benefit of the second and third additional daysmust be taken within the calendar year it is granted,applies only to employees who have completed three(3) months’ continuous employment service, and istaken at the request of the employee and subject to theconvenience of the department.

19.02 When Christmas, New Year’s Day or July 1st falls on aSaturday or Sunday, the following Monday shall beobserved as the Public Holiday. When Christmas fallson a Saturday or Sunday, the following Tuesday shallbe observed as the Boxing Day Public Holiday. WhenChristmas falls on a Friday, the following Mondayshall be observed as the Boxing Day Public Holiday.

19.03 A shift employee scheduled to work on any observedPublic Holiday shall be allowed one day in lieu for thePublic Holiday except when penTlitted to take the dayoff as a Public Holiday. When a shift employee’sscheduled day off falls on an observed Public Holidaythe employee shall receive one day in lieu. A shiftemployee shall be allowed to accumulate lieu days fora period of twelve (12) months from date earned.

19.04 It is understood and agreed, however, that employeesare not entitled to pay for Public Holidays as set outabove, when they are absent, without pay, on either thework day before or the work day after the PublicHoliday, except in cases of employees absent on Unionbusiness.

19.05 Employee required by schedule to work on a PublicHoliday but unable to do so because of illness shall bepaid at straight time rate from her/his sick pay credit

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for the Public Holiday and shall be allowed the lieu dayas in Article 19.03.

19.06 When a Public Holiday occurs during a vacationperiod, that day shall be charged to “Public Holiday”and not to employee’s vacation time.

ARTICLE 20VACATION

20.01 Vacation is allowed in calendar year of engagement atone (1) day for each complete calendar month to totaloften (10) days.

20.02 In and from calendar year following engagement fifteen(15) working days of vacation is allowed.

20.03 In and from calendar year in which is completed six (6)years of employment service, twenty (20) workingdays of vacation is allowed.

20.04 In and from calendar year in which is completed fifteen(15) years of employment service, twenty-five (25)working days of vacation is allowed.

20.05 In and from calendar year in which is completedtwenty-five (25) years of employment service thirty(30) working days of vacation is allowed.

20.06 Vacation is arranged at the convenience of theDepartment. One third of the employees in a Sectionwithin a Department who may be required in a Systememergency may be absent on vacation at the same timeduring the period from the weekend immediately priorto July 1st to the weekend immediately after August31st. Employees are permitted two (2) weeks ofvacation during July and August.

20.07 An employee shall be allowed to carry over any portionof one (1) year’s vacation.

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20.08 Vacation arranged as carry-over is paid at rate andunder conditions applicable when vacation is taken.

20.09 Shift employees are permitted absence of nine (9)

consecutive days on arrangement of one (1) week’s

vacation and sixteen (16) consecutive days on two (2)

weeks’ vacation.

20.10 Sick leave may be substituted for vacation where the

employee has established, to the satisfaction of the

Employer, that a serious illness or serious injury due to

accident occurred while on vacation.

20.11 When employment is terminated, other than in the year

of normal retirement and vacation taken has exceeded

the vacation credit, the overpayment will be recovered

by the Employer.

20.12 In the year of retirement, the thIl year’s vacation is

allowed.

20.13 The Employer will reply to a vacation request within

ten (10) working days of receipt of such request,

provided that the request is made within, but not prior

to, three (3) months of the requested vacation.

ARTICLE 21DRIVER’S LICENCE, TRADE & PROFESSIONAL FEES

Driver’s Licence

21.01 The cost of Driver’s Licence for employees who are

required to operate System vehicles, and employees

who are authorized to operate their own automobile,

shall be paid by the Employer.

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The cost of medical exams for those employeesrequired to have an AZ or a DZ licence will be paid forby the Employer.

Trade & Professional Fees

21.02 The Employer shall pay up the hill cost of the annualrenewal of Auto Mechanic Licence fees, annualmembership fee for Technicians/Technologists tomaintain OACETT membership, and any fees relatedto a trade certification recognized by theApprenticeship Act of Ontario or any annualmembership for Professional or Trade Certificationunder the Apprenticeship Act of Ontario so long assuch membership is required as a condition ofemployment by the Employer.

ARTICLE 22WORK CLOTHING

22.01 Overalls, coveralls, quilted bib overalls, parkas, glovesand pants and shirts when appropriate, are supplied toemployees whose work requires such and return ofworn-out article may be necessary, as determined bythe Employer, to obtain a replacement. The Employerwill make a reasonable effort to make work clothingavailable.

ARTICLE 23TOOL REPLACEMENT

23.01 The Employer shall provide tools necessary’ foremployees to carry out their duties. Broken or wornout tools must be turned in before replacement is made.A reasonable explanation must be provided to her/hisSupervisor for lost tools.

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ARTICLE 24HEALTH, WELFARE & INSURANCE BENEFITS

Pregnancy, Adoption. Parental and Family MedicalLeave

Provision of Leave

24.01 Pregnancy, Parental and Family Medical Leaves willbe granted to employees under the terms of theEmployment Standards Act of Ontario.

Pregnancy Leaves shall be granted for up to seventeen(17) weeks in duration and may begin no earlier thanseventeen (17) weeks before the expected birth date.

Parental Leaves shall be granted for up to sixty-one(61) weeks in duration for an employee takingpregnancy leave and shall, in all cases, be taken whenher pregnancy leave ends unless the child has not yetcome into her custody, care and control for the firsttime.

Parental Leave, which includes adoption leave, shall begranted for up to sixty-three (63) weeks in duration foremployees not taking pregnancy leave and shall, in allcases, begin no later than fifty-two (52) weeks after theday the child is born or comes into the parent’s custody,care and control for the first time.

Protection of Benefits, Seniority, Pensions

24.02 During a Pregnancy or Adoption Leave the Employer

shall pay the frill cost of the employee’s medical,hospital and insurance coverage and the Employer’s

portion of the employee’s pension plan coverage if the

employee elects at the commencement of the leave topay the employee portion of such costs.

During a Parental or Family Medical Leave the

Employer shall continue to pay the frill cost of the

employee’s medical and hospital coverage and theEmployer’s portion of the employee’s pension plan

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coverage and insurance coverage if the employee electsat the commencement of the leave to pay the employeeportion of such costs.

Seniority, for all purposes, shall accrue during theperiod of Pregnancy, Adoption, Parental or FamilyMedical Leave.

Wage Top-Up for Pregnancy Leave

24.03 In the case of a Pregnancy Leave, the Employer willprovide payment equal to (i) 95% of base pay duringthe two (2) week E.I. unpaid periods and (ii) top-uppayments in a total amount equal to 40% of basepay for fifty weeks, being the difference between thepayments received from E.I. at 55% of base pay and95% of the employee’s normal, straight-time pay forfifty (50) weeks, subject to continued governmentlegislation and approval.

Maintenance of Wages for Adoption Leave

24.04 In the case of an Adoption Leave for the primarycaregiver, who has adopted a child under six (6) yearsof age, who is not the natural child of either adoptiveparent, the Employer will provide payment equal to (i)95% of base pay for one (1) week and (ii) top-uppayments in a total amount equal to 40% of basepay for thirty-five (35) weeks, being the differencebetween the payments received from E.I. at 55%payment and 95% of her/his normal, straight-time payfor up to thirty-five (35) weeks.

Maintenance of Wages for Parental Leave

(No Pregnancy Leave)

24.05 In the case of a Parental Leave for employees nottaking Pregnancy Leave, the Employer will providepayment equal to (i) 95% of base pay during the one

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(1) week E.I. waiting period and (ii) top-up paymentsin a total amount equal to 40% of base pay forthirty-five (35) weeks, being the difference betweenthe payments received from E.I. at 55% payment and95% of the employee’s normal, straight-time pay forthirty-five (35) weeks, subject to continuedgovernment legislation and approval.

Maintenance of Wages for Family Medical Leave

24.06 In the case of a Family Medical Leave to providecompassionate care and support to the family memberspecified in the medical certificate, the Employer willprovide payment equal to 95% of base pay during theone (1) week E.I. waiting period and the differencebetween the payments received from E.I. and 95% ofthe employee’s normal, straight-time pay for six (6)weeks, subject to continued government legislation andapproval.

Spousal Leave at Time of Birth or Adoption

24.07

(a) An employee whose spouse or partner gives birth, orcommences an Adoption Leave, shall be granted leavewith pay and full benefits, of two (2) working days.The leave shall be taken on days chosen by theemployee, at or about the time of birth or adoption.

(b) For employees working other than an eight (8) hour daythe number of hours scheduled for the day on which thespousal leave occurs shall be considered one (1) day forthe purpose of this clause.

Reinstatement

24.08 The Employer shall reinstate an employee returning towork from a Pregnancy, Adoption, Parental or FamilyMedical Leave in the position most recently held withthe Employer, or provide the employee with alternativework of a comparable nature at not less than theemployee’s wages at the time the leave began, or asadjusted by any general increase, and without loss of

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benefits accrued to the commencement of the Leave ofAbsence and with frill seniority.

Where a scheduled increase or progression occursduring the absence, the employee will receive suchincrease or progression upon satisfactorydemonstration of competency during a trial period ofthirty (30) days.

Medical & Hospital Services & Dental Plan

24.09

(a) Equal or superior coverage to present practice, i.e.,Ontario Health Insurance Commission, Plan forSupplementary Hospital Care and Extended HealthCare Plan shall be continued. Where an employee isentitled by the provisions of the Health Insurance Actto receive Ontario Health Insurance Plan protectionwithout cost, such coverage will not be provided by theEmployer.

(b) Effective February 1, 2018, and for each consecutivetwo (2) year period following thereafter, the ExtendedHealth Care Plan coverage for eyeglasses and/orcontact lenses shall be $550.00 per person covered, forthe two (2) year period commencing February 1, 2018,and the $1.00 prescription plan will continue.

Effective February 1, 2020, and for each consecutivetwo (2) year period following thereafter, the ExtendedHealth Care Plan coverage for eyeglasses and/orcontact lenses shall increase to $600.00 per personcovered, for the two (2) year period commencingFebruary 1,2020, and the $1.00 prescription plan willcontinue.

Effective February 1, 2018, the Extended HealthCare Plan coverage will include laser eye surgery ona 67% co-insurance basis to a maximum of $1500.00per employee and $1500.00 per family membercovered once a lifetime.

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(c) Effective February 1, 2006 coverage for the cost of aneye exam for a two (2) year period or one (1) yearperiod for dependent children under the age of twenty-one (21), if prescribed by a medical practitioner, up toa maximum of $80.00 per person.

(d) Effective February 1, 2009 and for each consecutivetwo (2) year period following thereafter, coverage forthe cost of Retinal Imaging up to a maximum of $50.00per person.

(e) Services of a licensed Physiotherapist up to amaximum of$ 150.00 for the initial visit and $70.00 persubsequent visit to an unlimited maximum for servicesprovided inside Canada and $60.00 per hour forservices outside Canada.

(f) Effective February 1, 2018, services of a licensedChiropractor (including X-rays) up to a maximum of$475.00 per person per contract year.

Effective February 1, 2019, services of a licensedChiropractor (including X-rays) up to a maximum of$500.00 per person per contract year.

Effective February 1, 2020, services of a licensedChiropractor (including X-rays) up to a maximumof $525.00 per person per contract year.

Effective February 1, 2021, services of a licensedChiropractor (including X-rays) up to a maximumof $550.00 per person per contract year.

(g) Services of a licensed Osteopath, Chiropodist orPodiatrist, Registered Massage Therapist, up to amaximum of $50.00 per visit per person,Psychologist/Psychotherapist, Acupuncture,Naturopath, Speech Therapist and Dietician up to anoverall maximum of $1000.00 per person per contractyear, payable only after 01-HP ceases to pay any portionof the expenses.

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(h) Effective February 1,2014 coverage for cost of hearingaids including repairs and batteries up to $3,500.00 perfive (5) calendar years, based on recommendationfrom a physician and/or audiologist.

(I) Effective February 1, 2018, coverage for the cost ofProstate Specific Antigen (“PSA”) tests once everytwo (2) years.

0) In the event of death of an active Toronto Hydroemployee, the surviving spouse and dependents shallcontinue to receive frill medical and hospital servicescoverage at the Employer’s expense for a period of two(2) years.

(k) When an active employee dies as a direct result of aphysical injury suffered on the job or occupationaldisease directly related to their employment withToronto Hydro and the claim is accepted and paid forby the WSJB, the Surviving Spouse and the dependentchildren under the age of twenty-one (21) or as definedin 24.09 (k) shall continue to receive full medical andhospital services coverage at the Employer’s expensefor fifteen (15) years or until normal retirement age ofthe deceased employee whichever is less. Theprovision ofthis Article shall be retroactive to February1, 1991. This dependent children benefit ceases afterage 21 or age 25 if attending a recognized postsecondary institution. Where benefits are receivedunder this Article, Article 24.09 (i) shall not apply.

(1) Medical and Hospital Services coverage will includeunmarried dependent students who are in frill timeattendance at a recognized post-secondary institutionup to age twenty-five (25).

24.10 The Employer will pay the premium based on theprevailing Ontario Dental Association fee schedulenecessary to provide equal or superior coverage to thepresent dental plan.

Effective February 1, 2006, the Dental Plan includes

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fixed prosthodontic (including implants) services on a50% co-insurance basis.

The Dental Plan will include orthodontic services on a50% co-insurance basis to a maximum of $4,000 peremployee and $4,000 per family member covered oncein a lifetime.

24.11 The Union will be advised of the names of the carriers.Carriers will be for the tenri of the Agreement, in so faras practicable.

24.12 If the Employer contemplates a change in Carriers ofany of the above plans during the life of thisAgreement, the Employer agrees to give notice andprovide the Union with a copy of the proposed carrier’splan(s) so that the Union will be assured of identicalcoverage prior to the implementation of the proposedcarrier’s plan.

Long Term Disability

24.13 The Employer agrees to enter into an arrangement withan Insurer licensed under the Insurance Act to providea Long Term Disability Plan.

All employees of the Employer become eligible formembership in the plan on or after the effective date ofthe plan.

Definitions

For purposes of the plan, the meaning of each of thefollowing terms is limited to the definition shown.

(a) Total Disability — An employee shall be totallydisabled, or Total Disability shall exist, when theemployee is not engaged in any occupation orperforming any work for compensation or profit and issuffering from such a state of bodily or mentalincapacity resulting from injury or disease as would,

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(i) During the Elimination Period specified below andduring the next following twenty-four (24) months,prevent the employee from performing any and everyduty pertaining to her/his normal occupation and,

(ii) If Total Disability has continued during suchElimination Period and during the next twenty-four(24) months, then during the continuance of suchdisability, wholly prevent such employee forcompensation or profit, from engaging in anyoccupation and performing any work at Toronto Hydrofor which the employee is reasonably qualified byeducation, training or experience.

(b) The Elimination Period for all employees is a minimumof six (6) months continuous absence from the date anemployee first becomes disabled.

Employees shall be granted the option of utilizing allor part of accumulated sick pay credits to increase theelimination period.

Employees who run out of sick pay credits will begranted sick leave without pay until such time as theLong Term Disability Elimination Period elapses.

Employees shall maintain all rights and benefits of theCollective Agreement during the Elimination Period.

Benefit Schedule

An employee who is a member of the plan may becomeeligible for not more than the maximum Monthlybenefit amount, calculated in accordance with theapplicable Benefit Formula which is indicated below:

Benefit Formula

Effective no later than 45 days from the date ofratification of this agreement, 75% of the employee’sbasic monthly earnings, to a $5,500 monthly benefitmaximum.

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Amounts of employee’s monthly benefit which are notintegral multiples of $1.00 are rounded to the nexthigher dollar.

All benefit coverage provided by Article 24 of theCollective Agreement will continue while receivingpayments on the plan.

Vacation

Vacation entitlement will be paid to the employee atthe end of the year in which they commence to receiveLong Term Disability benefits based on frill paymentof any carryover from the previous year and pro-ratedfor the current year to the time of commencement ofLong Term Disability benefits.

Effective Date

The date that the Agreement with the InsuranceCompany comes into force which will be within six (6)months of ratification of the Collective Agreement.

Rehabilitative Employment

If an employee becomes capable of working after thirty(30) months of disability leave, s/he will be offered aposition at Toronto Hydro for which s/he is reasonablyfitted by training, education or experience. Theemployee would be paid the greater of the job rate orthe amount equivalent to the Long Term Disabilitypayment. If the Long Terni Disability payment isgreater than the job rate, the employee would continueto receive such rate until the job rate, through generalincreases, matches the Long Term Disability amount.Thereafter, the employee will receive any futuregeneral increases.

In the event the employee rejects the offer ofrehabilitative employment, s/he forfeits all rights toLong Term Disability benefits.

The position offered shall be discussed at the

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Accommodation Committee and shall be first withinthe employee’s own bargaining unit. If there is noposition within the employee’s bargaining unit,consideration will be given to placing the employee inthe Outside bargaining unit.

Sick Pay Credit

Accumulated sick time will be granted under thefollowing conditions:

24.14 With supporting medical certificate when required bythe Employer which shall be at least when continuousabsence due to illness is more than three (3) flaIlworking days. The medical certificate shall includeprognosis and anticipated date of return and anyrestrictions. The medical certificate shall be sentdirectly to the Health Centre.

24.15 After ten (10) continuous days of absence due to illnessthe Employee must provide the Health Centre with afully completed Attending Physician Statement thatconsents to release medical information to the HealthCentre and allows communication with the AttendingPhysician.

24.16 Employee shall be at home, in hospital, or at doctor’swhen visited by the Employer’s representative.

24.17 Employee has notified her/his Department of necessityfor absence as follows:

Non-Shift

Within thirty (30) minutes of normal start time of firstday of absence.

Shift

(a) By one (1) hour before day shift start.

(b) By three (3) hours before afternoon and evening shift

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start.

24.18 Cumulated credit is allowed for service from January1st, 1925. One day is allowed for each completecalendar month remaining in first calendar year ofemployment to a total often (10) days.

One-and-a-half (1½) days are allowed for eachcomplete calendar month of continuing employmentfrom January 1 of the year following date ofemployment to a maximum of sixteen (16) days.Employees engaged prior to January 1st, 1962, do notreceive less favourable consideration than under theearlier regulations which are continued at the discretionof the President/CEO with allowance as follows:

to 8 years of service 24 days,

In excess of 8 and less than

20 years 48 days,

20 years of service 72 days.

24.19 At the discretion of the Employer, additional grantsmay be given.

24.20 Employee absent due to illness is permitted allowanceof sick pay to the limit of net accumulated credit as ofthe end of that calendar year with deduction of theallowance from sick pay credit accumulation. In thecalendar year following a frill calendar year ofemployment in which an employee has worked lessthan six months, sick pay is allowed to the limit of netaccumulated credit as of the end of each completedcalendar month.

Effective February 1, 1982 absence due to accident orillness accepted and paid for by the WSIB is notcharged to sick pay credit; employee so absent ispermitted allowance of such amount by the Employer

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as is necessary in supplement to the Board award toequate with her/his normal straight-time pay, for aslong as s/he is employed by Employer. It is understoodthat this Article does not provide any retroactivepayments prior to February 1, 1982.

Effective February 19, 1987, an employee who isabsent due to a new accident or illness accepted andpaid for by the WSIB will receive her/his nonirnlstraight-time earnings made up of the Board award andthe Employer supplement but no employee is to receiveadditional monies including tax adjustment as a resultof being absent on WSIB.

The Employer will advance lull straight-time wages toan employee who has submitted a claim to the WSIB,prior to an award being granted. Should the WSIBreject the claim or should the employee elect not toclaim compensation, the employee’s time will becharged to her/his sick bank and any overpaymentmade will be recovered by the Employer within one (1)year.

24.21 The existing employees who have retained vestingrights as of January 31, 1999, upon termination ofemployment, by retirement on pension, there is paid anamount equal to the cumulated sick pay credit of theemployee but such amount is not to exceed theaggregate amount of her/his remuneration for thefollowing periods:

At least 10 years and less than 15 years - 3 calendarmonths;

At least 15 years and less than 20 years - 4 calendarmonths;

At least 20 years and less than 25 years - 5 calendarmonths;

At least 25 years - 6 calendar months.

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24.22 Existing employees who have retained sick pay credit

vesting rights as of January 31, 1999, upon termination

of employment in good standing with at least 20 yearsof service and other than by retirement on pension,there shall be paid an amount equal to one-half of theemployee’s cumulated sick pay credit but such amount

shall not exceed the aggregate amount of her/hisremuneration for the following periods:At least 20 years and less than 25 years - 2 calendarmonths;

At least 25 years - 3 calendar months.

24.23 Payment on account of deceased employee is to her/hisdependents, if any; if there are no dependents, then toher/his estate.

24.24 New employees hired on or after February 1, 1999, willhave no sick pay credit vesting right.

24.25 Employees of the former York Hydro will be given aone-time grant of sick pay credit of forty-five (45)days. As of January, 2000 they will accumulate sickpay credit on the same basis as in Article 24.18.

Sick Pay Credit Payout

24.26 Pay out of accumulated sick pay credits for employeeswho have vested sick pay credits (vesting rights) shallbe as per the pay out provisions of their formerCollective Agreements immediately before theamalgamation (January 1, 1998).

Pensions

24.27 The basic pension plan is the OMERS Final AverageEarnings plan implemented January 1, 1978 (asamended). Normal retirement is provided at age 65with an unreduced early retirement allowed underOMERS Formula 90 (when the employee is within 10years of normal retirement and her/his age plus credited

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service totals 90). There is available an earlyretirement option with a reduced pension. An earlyretirement option may be allowed under OMERS type3 supplement for those employees eligible.

The Optional Service benefit shall be available to eachemployee who exercises her/his option prior to May 1,1978, in accordance with the terms of the Agreementeffective February 1, 1977. Any employee under age65 wishing to take advantage of the Optional Servicebenefit must provide the Employer with six (6) months’notice of her/his intention to retire. Subject toLabour/Management consultation, this notice may bewaived due to extenuating circumstances.

It is understood and agreed that employees taking earlyretirement under OMERS Formula 90 or otherwiseshall provide the Employer three (3) months’ notice ofintent to retire.

When an active employee dies as a direct result of aphysical injury suffered on the job or occupationaldisease directly related to their employment withToronto Hydro and the claim is accepted and paid forby the WSIB, the surviving spouse or dependentchildren under the age of 21 where there is no spouseshall continue to receive the nonnal, straight-timeearnings of the deceased employee in effect at the timeof the employee’s death for the next fifteen (15) yearsor until normal retirement age of the deceasedemployee whichever is less. Any payments paid shallbe reduced by the amount paid or received under theOMERS Pension Plan, Canada Pension Plan, andWSIB. The provisions of this Article shall beretroactive to February 1, 1991.

When an employee is totally and permanently disabledas a direct result of an injury suffered on the job andthe accident is accepted and paid for by the WSIB, theemployee shall continue to receive the normal, straight-time earnings and benefits in effect at the time ofpermanent disability for one hill year. Any payments

45

or benefits received shall be reduced by the amountpaid or received under the OMERS Pension Plan,Canada Pension Plan and WSIB.

ARTICLE 25

LABOUR/MANAGEMENT COMMITTEE

25.01 The Union and Management recognize that effectivelabour relations depend on co-operation and goodcommunications between the parties. They will meeton a bi-monthly or as required basis if initiated byeither party, subject to an agenda to resolve issues ofcommon concern.

This consultative committee will operate in an open

forum in which the free exchange of ideas will

encourage understanding and lead to the resolution of

issues.

The Employer and the Union agree that their senior

representatives will meet to discuss matters of mutual

interest, together with a secretary appointed by the

Employer. Accordingly, the Committee shall have no

authority to change, delete, or modi& any terms of the

Collective Agreement nor to settle grievances. It is the

intention of the parties that this committee will work

towards improving the relations between them and the

employees they represent. Minutes shall be recorded

and copy sent to each of the members within ten (10)

working days of the meeting.

25.02 The Committee will consist of three (3) members of

Management and three (3) members from the Union.

Each party may bring up to two (2) “subject matter

experts” to the meeting, depending on the issues to be

discussed. Agenda items will be exchanged, in writing,

five (5) working days prior to the requested meeting.

Agenda shall mean new or unfinished business.

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The Union Representative in attendance at themeetings shall be permitted to remain away from workfor the remainder of the day. Time absent from workwill be at the Employer’s expense.

ARTICLE 26HEALTH & SAFETY

The employer and the union acknowledge their jointand separate role and responsibilities under theOccupational Health and Safety Act.

26.01 Safety Committees relating to the Outside and Insideemployees represented by the Union shall meet todiscuss Health and Safety matters of concern. TorontoHydro and PWU have established a two tiered JointUnion-Management Health and Safety CommitteeStructure. The two committee levels are WorkplaceHealth and Safety Committees and Health and SafetySteering Committee.

The Workplace Committee

26.02 The Workplace Committees will have an equal numberof Union and Management representatives not toexceed three each, unless as mutually agreedotherwise, and will have Co-Chairpersons. EachCommittee will meet bi-monthly or more frequentlywith Joint Co-Chairpersons’ approval.

Terms of Reference

The terms of reference for the Workplace Committeeswill include the following, as they apply to the areacovered by each Workplace Committee.

(i) Identify, evaluate and make recommendationsregarding all matters pertaining to health and safety inthe workplace covered by the Workplace Committee.

(ii) Review and make recommendations on safety concernswhich have been forwarded by the Environment,

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Health and Safety Department and unresolved SafetyConcern Report forms from the employees covered bythe Workplace Committee.

(iii) Inspect the workplace, as required by the OccupationalHealth and Safety Act (Ontario), on the basis of oneday every month in each area.

(iv) The Union Co-Chairperson will be provided one dayevery two months as a pre-meeting preparation day.

(v) The Union Committee members shall be allowed notless than two hours between the termination of themeeting and return to their normal duties for meals,clothing change, and travel. Time absent from workwill be at the Employer’s expense and shall not becharged to the grievance work order.

(vi) Recommend to the Employer and the workers theestablishment, maintenance and monitoring ofprograms, measures and procedures respecting thehealth and safety of workers.

(vii) Obtain information from the Employer respecting theidentification of potential or existing hazards ofmaterials processes or equipment and informationrespecting health and safety experience, and workpractices and standards in similar or other industries ofwhich the employer has knowledge.

(viii) Review of new work procedures and amendments toexisting work procedures. This includes discussion atthe commencement of the development of new majorwork procedures.

(ix) Review and recommend on proposed revisions to theSafety Rule Book and Work Protection Code. Theserecommendations will be forwarded to the Health andSafety Steering Committee.

(x) The Committee will be supplied with copies of all

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existing safety related Letters of Instruction. TheCommittee will review and recommend on allproposed new safety related Letters of Instruction.

These recommendations will be forwarded to theHealth and Safety Steering Committee.

(xi) Committee members will receive the certificationtraining as per OHSA (Ontario) at the Employer’sexpense. The method of presentation of the course willbe determined by the Health and Safety SteeringCommittee. Training shall be provided within three (3)months of election or selection to the Committees.

(xii) Committee minutes will be produced by the Employerand submitted for approval to the Co-Chairpersons.Each new topic will constitute a new item and whenitems are in the process of being implemented, theywould be so noted and a future review date established.They would then be carried but not discussed withoutagreement of the Joint Co-Chairpersons.

(xiii) The Committee be provided with all accident reportsinvolving Toronto Hydro employees.

(xiv) Matters unresolved in a Workplace Committee may bereferred by either the Union or Management CoChairperson to the Joint Health and Safety SteeringCommittee. Referrals will include a statement of theproblem, recommended solutions and reasoning tosupport the recommendation.

(xv) With the agreement of both the Union andManagement Co-Chairpersons, unresolved mattersmay be referred to the Union Health and SafetyRepresentative and the Vice President EnvironmentHealth and Safety for the purpose of resolving thematter prior to referral to the Steering Committee. Ifthe matter cannot be resolved in this way, it will bereferred to the Steering Committee. Referrals willinclude a statement of the problem, recommendedsolutions and reasoning to support the

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recommendation.

(xvi) Additional committees may be established at theWorkplace level by the Steering Committee.

The Steering Committee

Structure:26.03 The Steering Committee will have an equal number of

Union and Management representatives not to exceedtwo (2) including Co-Chairpersons. The Union CoChairperson shall be the Union Health and SafetyRepresentative. The Committee shall meet subject toan agenda being given five (5) working days in advanceto the Secretary, who shall see that all Committeemembers have a copy three (3) working days previousto each meeting.

Unfinished business shall be considered agenda.Minutes of the quarterly meeting shall be recorded andsent to each member within ten (10) workings days ofthe meeting. The Committee shall meet at least onceevery three (3) months. The Committee may meetmore or less frequently with Joint Co-Chairpersons’approval.

Terms of Reference

The terms of reference of the Steering Committee willinclude the following:

(i) Coordinate the work of the Workplace Committees.

(ii) Deal with matters referred from the WorkplaceCommittees.

(iii) Deal with health and safety matters which, because oftheir complexity or scope, are inappropriate for theWorkplace Committees.

(iv) Identify, evaluate and make recommendationsregarding all matters pertaining to health and safety inthe workplace.

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(v) The Union Co-Chairperson will be provided one (1)day every quarter as a pre-meeting preparation day.

(vi) The Union Co-Chairperson shall inspect theworkplace, as required by the Occupational Health andSafety Act (Ontario) on the basis of one (1) day permonth.

(vii) The Union Committee members shall be permitted toremain away from work for the remainder of the day.Time absent from work will be at the Employer’sexpense and shall not be charged to the grievance workorder.

(viii) Minutes shall be taken by a secretary appointed by theEmployer who is not a Committee member.

(ix) Recommend to the Employer and the workers theestablishment, maintenance, and monitoring ofprograms, measures and procedures respecting thehealth of workers.

(x) Obtain information from the Employer respecting theidentification of potential or existing hazards ofmaterials processes or equipment and informationrespecting health and safety experience and workpractices and standards in similar or other industries ofwhich the Employer has knowledge.

(xi) Committee members will receive the certificationtraining as per OHSA (Ontario) at the Employer’sexpense. The method of presentation of the course willbe determined by the Health and Safety SteeringCommittee. Training shall be provided within three (3)months of election or selection to the Committees.

(xii) Establish additional committees at the Workplace levelwith specific mandates.

(xiii) Changes to the Safety Rule Book: If in the normalcourse of adding to or amending the Safety Rule Book,

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the Joint Steering Committee cannot reach agreementon the additions or amendments, the Ministry ofLabour will be asked to intervene to assist in resolvingthe issue. If an urgent change must be made in theSafety Rule Book to protect the Health and Safety ofthe workers the Employer will satist’ its responsibilityunder the Act by making such a change and the Unionreserves its rights under the Act to challenge thechange.

26.04

(a) The Health and Safety Representative, designated bythe Union from among the employees represented bythe Union, shall undertake investigative responsibilitiesas directed by the Committee. Time so spent shall beconsidered as time worked.

(b) The Union Health and Safety Representative, alongwith a Management Representative, shall inspect eachwork centre as required by the Occupational Health andSafety Act (Ontario) every month.

(c) The Union Health and Safety Representative and theDirector of the Environment, Health and SafetyDepartment will work collaboratively and foster aproactive approach to health and safety throughout theorganization.

Safety

26.05 An employee who has been ordered to work inviolation of the Employer’s safety rules may refuse toperform that work.

VDT Workers

26.06 A pregnant employee upon her written request will beassigned alternate work in the same Service Centrewith no loss of seniority or salary. A VDT emissionlevel test shall be performed on the request of thepregnant employee.

Students

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26.07 Only technical, competent students shall work in closeproximity to energized Hydro plant while supervisedby a competent person. Competent is defined by theOHSA.

In all other circumstances only competent employeesshall work in close proximity to energized hydro plant.Competent is defined by OHSA.

ARTICLE 27ACCOMMODATION

Power Workers’ Union and the Employer are jointlycommitted to re-integrating employees back into theworkplace who have suffered an occupational or non-occupational injury or illness. The Union andManagement will work together through anAccommodation Committee, which will operate on aconsultation basis.

Accommodation Committee

27.01 The Accommodation Committee will consist of three(3) Union Representatives and three (3) ManagementRepresentatives who will meet once every two (2)months or as necessary to discuss both permanent andtemporary accommodations.

The Accommodation Committee shall:

(1) Recommend to Toronto Hydro Managementprocedures and practices to ensure safe, consistent, andfair administration of the joint Early and Safe ReturnTo Work Program.

(2) Review and recommend to Toronto HydroManagement modified work assignment for employeeswho have been injured on the job on both a temporaryand a permanent basis.

(3) Meet regularly to monitor each modified workassignment and the overall performance of the joint

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Early and Safe Return To Work Program.

(4) Recommend to Toronto Hydro Management changesto the joint Early and Safe Return To Work Program asappropriate.

The Union Committee members shall be allowed notless than two (2) hours between the termination of themeeting and return to normal duties for meals, clothingchange and travel.

Time absent from work will be at the Employer’sexpense. Preparation time will be subject to approvalby the Employer.

Reimbursement for Additional MedicalDocumentation

(5) The Employer shall bear the cost of any additionalrequired medical information or documentationbeyond the initial medical request setting out non-occupational accommodation needs.

Permanent Placement

27.02 Employees who have suffered a permanent work-related injury/illness accepted and paid for by theWSIB, and who are medically fit to perform work maybe placed as follows:

(1) In the employee’s existing job, if the employee ismedically fit to perform the job duties.

(2) In the employee’s existing job, with modified duties, ifthe employee is medically fit to perform the job asmodified, and the modifications permit theperformance of the essential duties of the job.

(3) In another classification within the employee’sBargaining Unit with approval of the AccommodationCommittee.

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(4) In another classification within the ‘other’ BargainingUnit with approval of the Accommodation Committee.

(5) In a classification created specifically to accommodatethe employee with approval of the AccommodationCommittee. An employee returning to work willreceive the current annual rate of pay for her/his preinjury/illness position, including shift premium, or theminimum annual rate of the new classification,whichever is greater, plus any future negotiatedincreases for that classification.

As a condition of this continued wage protection, anemployee who has been placed in a position other thanthe employee’s previous position, will apply for allposted vacancies for which they are qualified andwhich have an annual rate greater than their newclassification and equal to the employee’s currentannual rate.

Temporary Placement

27.03 Employees who have suffered a temporary work-related injury or illness, and who have submitted aclaim to the WSIB, and who are medically fit toperform work may be placed as follows:

(I) In the employee’s existing job, if the employee ismedically fit to perform the job duties.

(2) In the employee’s existing job, with modified duties, ifthe employee is medically fit to perform the job asmodified, and the modifications permit theperformance of the essential duties of the job.

(3) In a classification within either Bargaining Unit withapproval of the Accommodation Committee.

The wage of the employee who is placed under thisprogram will be protected at the pre-injuiy/illness levelor the minimum of the new classification, whichever is

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greater, plus any future negotiated increases for thatci assifi cation.

Where a scheduled increase or progression occursduring a temporary placement of not less than three (3)months, the employee will receive such increase orprogression upon satisfactory demonstration ofcompetency during a trial period of thirty (30) days.

ARTICLE 28TRAINING

28.01 Where the Employer determines that employeesrequire additional knowledge and/or skill, the topic will

be discussed at the Labour/Management Committee.The Employer may provide the necessary facilities andinstruction to enable such employees as designated bythe Employer to acquire the additional knowledgeand/or skills at no loss in wages, and during thistraining period the Employer will compensate suchemployees for any travel and/or meal expense.

ARTICLE 29JOB SECURITY

29.01 Should any employee’s job be eliminated due tocontracting out by the Employer, or as a result of adirective to Toronto Hydro from its controllingShareholder in regards to the regulated electricitydistribution business, the employee will be placed inanother job for a period of six (6) months and retrainedin the new progression series. Following this theemployee will be subject to the probation clause.

The employee will retain her/his current rate of pay andcurrent wage range. In addition, the employee willreceive future general increases and step increases inaccordance with the Collective Agreement. The Unionwill be advised two (2) months in advance of suchoccurrence and will be given opportunity for

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discussion.

ARTICLE 30TECHNOLOGICAL CHANGE

Advance Notice

30.01 When the Employer has determined that technologicalchange, which will eliminate or significantly change ajob, will be introduced, the Union will be provided notless than two (2) months’ advance notice and will begiven the opportunity for discussion.

Priority Rights

30.02 During the advance notice period, as described inArticle 30.01, employees who are so affected will havepriority rights to fill any posted vacancy of anequivalent or lower classification level, provided theyare qualified, with the employee with the greatestemployment seniority having first priority rights.Should the posted vacancy be at a level lower than theemployee’s technologically-impacted position, theemployee will retain her/his current rate of pay andcurrent wage range. In addition, the employee willreceive ifiture general increases and step increases inaccordance with the Collective Agreement.

New Job

30.03 Should ajob be eliminated due to technological changeand a new job created, the Employer will provide theaffected employees, on an employment seniority basis,up to six (6) months’ training. Additional training may,subsequent to consultation with theLabour/Management Committee, be provided.

Should there be an insufficient number of newlycreated jobs, or should no new jobs be created, orshould the affected employees choose not to accept thetraining, then the employees will have the option ofbeing returned to their respective immediate previouspositions, or being placed in other positions by theEmployer. The Employer will provide up to six (6)

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months’ training. Such employees will retain thecurrent rate of pay and current wage range. In addition,these employees will receive future general increasesand step increases in accordance with the CollectiveAgreement.

Following training, the Probation Article shall apply.

Significant Change

30.04 Should a job be significantly changed due totechnological change, the Employer will provide theincumbents up to six (6) months’ retraining. Additionaltraining may, subsequent to consultation at theLabour/Management Committee, be provided.Should this technological change reduce the number ofincumbents previously required, then the employees ona least employment seniority basis shall have the optionof being returned to their respective immediateprevious positions or being placed in other positions bythe Employer. The Employer wilJ provide up to six (6)months’ training. Such employees will retain thecurrent rate of pay and current wage range. In addition,these employees will receive future general increasesand step increases in accordance with the CollectiveAgreement. Following training received in a new job,the Probation Article shall apply.

30.05 Tn the event the affected employees cause displacementof other employees, the Employer will not be requiredto provide notice, maintenance of wages or otherpayments to the displaced employees.

30.06 Any employee, whose current rate of pay and currentwage range is being retained, as described in Article30.02, 30.03 and 30.04 shall continue to receive suchwage retention provided s/he applies for all postedvacancies for which s/he is qualified. The employeewill have priority rights, for such posted vacancies, onan employment seniority basis. Priority rights shall belimited to all those vacancies, above the level at whichs/he is being occupied, up to and including the level at

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which s/he was previously occupied at the time oftechnological change. Such priority rights andemployee obligation to apply for posted vacancies shallcontinue to be in effect until the employee regains thelevel from which s/he was originally displaced.

ARTICLE 31RETROGRESSION

31.01 The Employer will inform the Union two (2) months inadvance of any change in the working forces whichmay result in retrogression or layoff

31.02 In the event of an employee being retrogressed to alower classification, the employee will maintain her/hispresent wages for a period of twelve (12) months.

31.03 Where a surplus of employees occurs in anyclassification, Employment Seniority shall apply in theevent of retrogression taking place. Employees withthe least Employment Seniority shall be the first to beretrogressed and the following retrogression practicesshall apply - insofar as they do not interfere with theoperation of the Employer.

An employee with Employment Seniority shall be ableto displace any employee with less EmploymentSeniority than her/himself in her/his own classificationor in any classification where s/he has relativeexperience.

31.04 The employee who has Employment Seniority and isretrogressed shall be the first to fill a vacancy in her/hisformer classification.

31.05 An employee who exercises her/his seniority rights inthe above manner shall be allowed the regularprobation period and will be provided training tofamiliarize her/himself with her/his new duties.

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31.06 Training will be subject to mutual agreement of the

Labour/Management Committee.

ARTICLE 32PERFORMANCE APPRAISAL

32.01 Employee’s current Performance Appraisal ReviewRecord supersedes all previous Performance AppraisalReview Records. A Performance Appraisal ReviewRecord shall be made out by the employee’s immediateSupervisor on the employee’s anniversary date ofentering the classification (with the exception of theProbation Article 10.10 to 10.15).

Should an employee receive a “Fair” PerformanceAppraisal Review Record s/he is given not less thanthirty (30) days to obtain a “Good” or higherPerformance Appraisal Review Record. If anemployee fails to obtain a “Good” or higherPerformance Appraisal Review Record by the end ofthe prescribed time period, a “Low” PerformanceAppraisal Review Record will be issued.

Should an employee receive a “Low” PerformanceAppraisal Review Record s/he is given not less thanthirty (30) days to obtain a “Good” or higherPerformance Appraisal Review Record.

Should an employee receive a “Low” or “Fair”Performance Appraisal Review Record, the immediatesupervisor shall meet with the employee and review toclearly set out in writing performance developmentactions designed to assist the employee in achieving a“Good” or higher performance appraisal review recordin no less than thirty (30) days from the date of themeeting.

Employees disagreeing with their PerformanceAppraisal Review Record may refer it to GrievanceProcedure. Employees shall not sign their PerformanceAppraisal Review Record unless it is completed in

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detail.

Employee shall be supplied with a copy of her/hisPerformance Appraisal Review Record. Whenrequested, the employee shall be given one (I) workingday to review the appraisal.

Any changes to the Performance Appraisal ReviewRecord and associated process are subject toconsultation with the Labour/Management Committee.

Records

32.02 An employee shall have the right to have access andreview her/his personnel record at a time convenient tothe Department Supervisor and the Human Resourcesoffice.

No evidence from the employee’s record may beintroduced as evidence in any hearing of which theemployee was not aware at the time of filing saidrecord in her/his personnel file.

An employee may request copies of any materialcontained in her/his personnel record.

Warning

32.03 All warnings received by an employee that could affecther/his Performance Appraisal Review Record shall bein writing from her/his immediate Supervisor, whichthe employee shall sign to acknowledge s/he hasreceived a copy. The immediate Supervisor shall retainthe warnings until the employee’s next “Good” orbetter Performance Appraisal Review Record, at whichtime they shall be destroyed.

ARTICLE 33HOURS OF WORK & OVERTIME

6!

33.01 For employees not on shift work, the work week shallbe five (5) days, Monday to Friday. The present hoursof work are thirty-five (35) and forty (40) hours perweek. The starting and stopping time in the variousclassifications shall be continued.

N.B. A one-half (½) hour paid lunch will remain in effect forforty (40) hour per week employees who had thisarrangement prior to February 1, 1999.

33.02 Shift employees shall follow a posted master schedule,which consists of an average work week of thirty-five(35) and forty (40) hours over the length of its duration.The schedule shall be composed of seven (7) and eight(8) hour shifts.

33.03 Dispatcher shall work an eight (8) hour shift.

33.04 Computer Operator shall work a seven (7) hour shift.

33.05 Shift employees start times are as follows:

7 Hour Shift

Days: 07:00 to 09:00

Afternoons: 14:00 to 16:00

Nights: 21:00 to 23:00

8 Hour Shift

Days: 07:00 to 09:00

Afternoons: 15:00 to 17:00

Nights: 23:00 to 01:00

Schedules33.06

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(a) All shift employees’ hours of work and days off shallfollow the posted master schedule, except foremployees (to a maximum of four) posted as spare oreight (8) as relief. Master schedules shall be posted fora six (6) month duration.

(b) Changes to the master schedule for operationalpurposes may be made after eight (8) weeks notice inwriting to the Union and the affected employees.

(c) Changes to the master schedule for training purposesmay be made after two (2) weeks notice to the affectedemployee, or some shorter period of time with theconsent of the affected employee. These changes shallonly affect the employee being trained.

(d) With the approval of the Employer qualifiedemployees may trade shifts provided notice issubmitted, in writing, to their Employer and signed byboth affected employees twenty-four (24) hours inadvance of the requested shift change. Approval forrequested shift change shall not be unreasonablywithheld.

(e) The summer work schedule for all shift employeesshall be posted by May 1St of each year.

(fl The weekly shift schedule for the hours of work shallbe posted by 3:00 p.m. on Wednesday.

(g) The posted master shift schedule will contain thefollowing information:

- regular shift employees’ names;

- start and stop time of the shifts;

- spares and reliefs;

- assigned shifts;

- scheduled off days.

33.07

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(a) Changes in the hours of work and the starting andstopping time shall not be effected until they arediscussed by the Labour/Management Committee.

(b) Changes to an employee’s hours of work to a start timelater than 9:00 a.m. shall not be effected until they arediscussed by the Labour/Management Committee.

(c) Changes in the hours of work and the starting andstopping time for posted vacancies shall not be effecteduntil they are discussed by the Labour/ManagementCommittee.

33.08 Subject to Employer approval, which will not beunreasonably denied, employees may select anAlternative Working Schedule which permits anemployee to voluntarily complete her/his weekly hoursof work within a compressed work week.

An employee, or group of employees, whoseparticipation in an Alternative Working Schedule isdenied or withdrawn, shall have recourse through thefollowing appeal process:

(1) Union and Management representatives will jointlymeet with the affected employee(s) to discuss andresolve obstacles restricting the implementation of anAlternative Working Schedule.

(2) Should discussion with affected employee(s) not resultin the implementation of an Alternative WorkingSchedule, either party may forward the issue to theLabour/Management Committee for discussion.

33.09 The Alternative Working Schedule will be provided asfollows:

(a) Employee must submit an Alternative WorkingSchedule two weeks (2) prior to the start of each bimonthly period (December 15, February’ 15, April 15,June 15, August 15, October 15).

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(b) The work week shall be five (5) days, Monday toFriday.

(c) Core hours of work shall be between 9:00a.m. and 3:00p.m. with a minimum of one-half(1/2) hour lunch.

(d) Start time shall be no earlier than 7:00 a.m. and stoptime no later than 6:00 p.m. Time worked outside ofthe bi-monthly, pre-selected, Alternative WorkingSchedule shall be paid in accordance with Article 33.13to 33.29.

(e) Employees shall be able to work up to six (6) hours perweek in addition to their regularly scheduled hours ofwork. Such hours worked in excess of an employee’sregularly scheduled hours of work shall form part ofthe employee’s accumulated bank hours for thepurpose of the Alternative Working Schedule.

(f) The accumulated bank shall not exceed three (3)credited days or one (1) debited day in any calendarmonth.

(g) Hours earned in an employee’s accumulated bank mustbe taken in not less than one-half(l/2) day increments.

(h) Clause 33.01 and 33.10 shall not apply.

(i) For the purposes of the Bereavement Article, Sick PayCredit Article and Vacation Article a day shall bedefined as either seven (7) hours for all 35 hour perweek employees or eight (8) hours for all othernormally scheduled work hours per week.

Shift Differentials

33.10 Rates listed in Schedule I for shift employees who workon a seven (7) day rotating shift schedule whichincludes weekends and or public holidays shall beincreased by a shift differential of 6%, and shall beapplied for all hours paid. For fringe benefits, thispremium shall be considered as part of the basic rate.

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33.11 For employees working on a rotating shifi schedulewhich does not include weekends or public holidayswill receive seventy (70) cents per hour for all hourspaid. For fringe benefits, this premium shall beconsidered as part of the basic rate.

Standby Period

33.12 Standby period applies only to those employees in aclassification who have been placed on a Standby list.Standby time commences at normal stopping time ofthe workday and terminates at the regular starting timeof the next working day.

Standby periods for employees detailed on the StandbyList may be from one (1) to seven (7) days in length.Payment shall be at three (3) hours at straight time payfor each day on standby on a weekend and/or publicholiday and one and a half (1 ½) hours at straight timepay for other week days on standby, plus in all cases,reguiar overtime rates for overtime worked. Standbypay for employees working a thirty-five (35) hour weekis pro-rated accordingly, i.e. 35/40ths as above.

Standby list shall be posted four (4) times per year onthe P of March, June, September and December andwill commence on March 31, June 30th September30 and December 3 I respectively.

Overtime

33.13 Regular work of the Employer is conducted seven daysin the week and overtime results when employee isrequired to work beyond regular work, (see Hours ofWork) or as defined in the following overtime Articles.An employee on overtime work is not expected to worklonger than s/he can perform her/his duties safely andefficiently.

Termination of the work period is at the discretion ofthe Supervisor, but no employee shall workcontinuously for more than twenty-four (24) hours anda period of at least eight (8) hours must elapse before

66

the employee is recalled for further work.

Absence with Pay

33.14 An employee on overtime for a minimum of six (6)hours, terminating between four (4) and seven (7) hourspreceding her/his normal starting time of a regularwork day, shall remain away from work until thebeginning of the latter half of her/his regular workingday.

An employee on overtime for a minimum of six (6)hours, terminating less than four (4) hours precedingher/his normal starting time of a regular work day shallremain away from work for the balance of that day.Employee so absent shall not suffer any loss of straight-time pay for the scheduled hours not worked in her/hisregular working day.

33.1 5 During circumstances of extreme emergency, Article33.14 shall not apply.

33.16 Overtime shall be allotted among the employees asequitably as practicable among the employees within adistrict or department.

The Employer shall maintain overtime records and theUnion Steward shall have access to the record ofher/his Department or Section. When an employee ispermitted by the Employer to decline overtime, s/heshall be recorded as having had the opportunity. Thisprovision does not apply to employees residing outsidethe boundaries of the City of Toronto.

33.17 Call-out includes travel allowance as outlined inprovision 33.32 mid total amount paid for the calls isnot less than two hours’ premium time.

33.18

(a) The Employer will make every effort to avoid requiringpre-arranged overtime without twenty-four (24) hours’notice. If an employee is scheduled to work pre

67

arranged overtime and s/he is notified during her/hisoff hours that the pre-arranged job has been cancelled,s/he shall be paid two (2) hours’ premium time.

(b) When an overtime work period is broken up by up tofive (5) hours because continuous work is not required,

the employees shall be provided alternate work or shall

stand by at premium time until work is resumed.

Non-Shift

Monday to Friday

33.19 When required to continue working on her/his regular

working day after her/his regular stopping time, is paid

at double time until released.

33.20

(a) When called out on her/his regular working day less

than four (4) hours before her/his regular starting time,is paid at double time for the period before her/his

regular starting time, straight time for the scheduled

working hours and at double time until released.

(b) When called out on her/his regular working day, four

(4) hours or more before her/his regular starting time,

is paid at double time until released.

33.21 Time worked in excess of eight (8) hour day during

regularly scheduled meal period, is paid at double time.

33.22 Saturday and Sunday

Time worked is paid as follows:

0001 hours to 2400 hours at double time

33.23 Public Holiday

Time worked is paid as follows:

0001 hours to 2400 hours at double time, plus normal

68

as provided under Public Holiday.

Shift

Regular Working Day

33.24 When required to continue working beyond her/hisscheduled shift after her/his regular stopping time ispaid at double time until released.

33.25

(a) When called out less than four (4) hours before her/hisscheduled shift, is paid at double time for the periodbefore her/his regular starting time, straight time for thescheduled working hours and at double time untilreleased.

(b) When called out four (4) hours or more before her/hisscheduled shift, is paid at double time until released.

33.26 Time worked on scheduled off-days is paid at doubletime.

Public Holiday

33.27 Hours worked by shift employees on regular shift on anobserved Public Holiday are paid at double time andreceive a day in lieu unless Public Holidays have beenprovided for in the shift schedule.

33.28 Shift and Non-Shift employees shall have the option ofbeing paid overtime worked at the premium rates, asprovided in the overtime provisions of the Agreement,or being paid at straight-time for the overtime hoursworked and accumulating lieu time hours, equivalentto the actual hours worked, to a maximum of fifty-six(56) hours per year. An employee shal] be allowed tocarry over any portion of one (1) year’s overtime lieu.

33.29 When accumulated lieu time is not taken, the employeeshall be reimbursed at the end of the term of theAgreement in an amount equivalent to accumulatedlieu time not taken. Payment shall be at the employee’scurrent rate of pay in effect at the end of the term of

69

Agreement.

Travel Time

33.30 Travel time to and from duty report points designatedby the Employer is not allowed except as follows:

(a) Employee called out for immediate report shall be paidfrom time of call, plus a half(l12) hour at double timeto return home, except payment for returning homedoes not apply when the work terminates at normalstopping time. Responsibility for infringement oftravel time rests with the Supervisor.

(b) Employee working in area not served by the Employerreports at area limits not earlier than 8:00 a.m. andceases work at area limits not later than 5:00 p.m.

N.B. Transportation is supplied within the City ofToronto to and from work, during such hours afterMidnight as convenient public transportation isunavailable.

The above shall not apply to employees residingoutside the boundaries of City of Toronto. Theseemployees shall be paid travel time of one half (1/2)hour at double time when called out for immediatereport and one half(1/2) hour to return home. Paymentfor returning home does not apply when the workterminates at normal stopping time.

Meal Allowance

Effective February 1,2009 the meal allowance shall be$15.00.

33.31 Meal allowance is provided as follows:

(a) Employee continuing working past her/his regular stoptime, circumstances permitting, shall eat her/his firstmeal at normal stop time and at intervals thereafter offour (4) hours. Meals shall be calculated from normalstop time. Employee must work two (2) hours pasther/his last meal period to be paid for same.

70

(b) Employee called back for emergency work three (3)hours or more and at intervals thereafter of not less thanfour (4) hours until released.

(c) Employee working prearranged overtime on her/his offdays more than eight (8) hours and at intervalsthereafter of not less than four (4) hours until released.

(d) There shall be no loss of time when meals providedabove are taken. It is understood that responsibility forlength of meal time rests with the Supervisor.

Mileage Allowance

33.32 The Employer shall provide employees who areauthorized to use their own automobile on Employer’sbusiness up to $300.00 per contract year to cover thedifference in insurance premium cost between pleasureand business driving. Employees are required tomaintain a minimum of $1,000,000 Public Liabilityand Property Damage Coverage.

Employees shall be reimbursed fifty-four cents (0.54)per kilometer for all kilometers travelled while onEmployer’s business. Conversion factor is 1 mile = 1.6kilometers.

The rate paid per kilometer is related to changes in thePrivate Transportation Index (P.T.I.) component of theConsumer Price Index of Canada (1992 = 100) forOntario. The P.T.I. base figure is 149.3 points (January31, 2006) and for each 11 .9 points increase anadditional one (1) cent per kilometer shall be paid. Theeffective date for changes in rate paid will be the firstof the month following the month in which the index ispublished.

Break Periods

33.33 Two fifteen (15) minutes break periods will be allowedall employees each regular working day. For shiftemployees whose normal work day is more than eight(8) hours an additional break period of fifteen (15)

71

minutes will be allowed. These periods will bearranged in such a way as to prevent inconvenience tothe customers or disruption of work.

Parking and Telephone Charges

33.34 The Employer shall refund the cost of public paytelephone calls while on Employer’s business.

The Employer shall refirnd the cost of parking meter orparking lot charges incurred while travelling onEmployer’s business.

ARTICLE 34OFFICE PERSONNEL

34.01 Office personnel supplied through a temporarypersonnel agency and performing work done byemployees covered by this Agreement will be usedonly in cases of Pregnancy, Adoption, Parental Leave,or any such other reason that’s equally temporary innature.

The Employer shall provide the Union on the 1 dayof every month with a list in writing provided to theChief Steward, detailing agency personnel includingthe start date and projected end date employed inbargaining unit positions and reasons.

ARTICLE 35TERM OF AGREEMENT

35.01 This Agreement is effective from the first (pt) day ofFebruary 2018, to the thirty-first (3 15t) day ofJanuary2022, and from year to year thereafter unless eitherparty give notice in writing not more than ninety (90)days and not less than thirty (30) days prior to theexpiration date of January 31, 2022.

35.02 Job classifications, wage rates, progressions andclassification conditions for Inside employees are set

72

forth in Schedule I, attached and form part of thisAgreement.

35.03 Effective February 1, 2018 there will be a generalincrease of 2.3% on the rates in effect on January 31,2018. Effective February 1, 2019, there will be ageneral wage increase of 2.3% on the rates in effect onJanuary 31, 2019. Effective February 1, 2020, therewill be a general wage increase of 2.3% on the rates ineffect on January 31, 2020. Effective February 1,2021, there will be a general wage increase of 2.3% onthe rates in effect on January 31, 2021. Theseadjustments to wages shall apply to all employees onthe payroll in the bargaining unit except students.

COLAThe following Cost of Living Escalator paragraphs areoperative for the third and fourth years of thisAgreement. The following cost of living paragraphswill operate from February 1,2020, until January 31,2022.

The following Cost of Living Escalator clause shall beapplicable to all employees covered by the Agreementand shall provide for an adjustment of wages upwardsor downwards of 0.50% for each full 0.50% change inthe Statistics Canada Consumer Price Index forToronto (1992 = 100). The Index Figure published inJanuary 2020 is to be the base for calculatingadjustments. This escalator clause will not be effectiveunless the Consumer Price Index for Toronto exceedsthe wage adjustment for the third year, i.e. 2.3% by0.50%, at which time there will be a 0.50% generalincrease. This shall be made effective commencing thefirst payroll period following the publication date in themonth in which the Consumer Price Index is published.Adjustments thereafter will be made in a similarmanner every two (2) months. No adjustment upwardor downward shall be made if the change in theConsumer Price Index for Toronto is less than 0.50%.

73

The index figure published in January 2020 is to bethe last index figure utilized for adjustment purposesunder this second year Cost of Living Adjustmentclause. No downward adjustment shall be made toreduce wages below the level paid in the first month ofthe second year of the Agreement because of changesin the Consumer Price Index for Toronto.

35.04

(a) In the event that the Employer and the Union negotiatea Collective Agreement for a term of more than twoyears, the following Cost of Living escalator clauseshall become part of such an Agreement and shall beapplicable to all employees covered by that Agreement.

(b) Such four-year contract includes an escalator clause inthe fourth year of the Agreement which provides foran adjustment of wages upwards or downwards of0.50% for each flaIl 0.50% change in the StatisticsCanada Consumer Price Index for Toronto(1992=100). The index figure published in January2021 is to be the base for calculating adjustments.

This escalator clause will not be effective unless theConsumer Price Index for Toronto exceeds the wageadjustments for the fourth year, i.e. 2.3% by 0.50%, atwhich time there will be a 0.50% general increase.This shall be made effective commencing the firstpayroll period following the publication date in themonth in which the Consumer Price Index is published.Adjustments thereafier will be made in a similarmanner every two (2) months. No adjustment upwardor downward shall be made if the change in theConsumer Price Index for Toronto is less than 0.5 0%.

The index figure published in January 2020 is to bethe last index figure utilized for adjustment purposesunder this clause. No downward adjustment shall bemade to reduce wages below the level paid in the firstmonth of the third year of such Agreement because ofchanges in the Consumer Price Index for Torontoduring the life of this Agreement.

74

35.05 The wage and benefit provisions of this Agreementinc’ude any rebates payable to the employee underpresent OHIP legislation and Employment Insurancelegislation.

Printing of the Aareement

35.06 Printing of this Agreement shall be in a union shop andis at Employer’s expense and the Union is supplied insufficient quantity for distribution to Unionmembership.

35.07 This Agreement is executed and delivered this 11th dayof May 2018.

Signed on behalf of the Toronto Hydro:

Original signed by:

Jodi Engel

Jim Trgachef

Elias Lyberogiannis

Sheikh Nahyaan

Nicole Deiana

Olivia Gondek

Shirley Powell

Witness:

Signed on behalf of Power Workers’ Union CUPE Local 1000Employees:

Original signed by:

Tom Chessell

John Carnilleri

James Middleton

Roy Perl

Warren Kingston

Lineisha Bernard

David Proctor

75

Witness:

Schedule IJob Classifications and Wage Rates

(effective February 1,2018 to January 31, 2019)

Classification Hours Start 6 Mo. 18 Mo. 30 Mo. 42 Mo. 54 Mo.

Printer 35 Hrs $ 912.13 $ 972.82 $1,094.81 $1,216.22

ccounting Clerk Level 1 35 Hrs $ 950.11 $1,013.14 $1,139.77 $1,266.37

Office Clerk 35 Hrs $ 950.11 $1,013.14 $1,139.77 $1,266.37

Engineering Records Tech. 35 Hrs $1,024.19 $1,092.48 $1,229.05 $1,365.58

76

Accounting Clerk Level 2 35 Hrs $1,103.57 $1,165.43 $1,288.00 $1410.55 $1,533.08Computer Operator 35 Hrs $1,103.57 $1,165.43 $1,288.00 $141055 $1,533.08Energy Service Clerk 35 Hrs $1,103.57 $1,165.43 $1288.00 $1,410.55 $1533.08System Perf. Tech. Level 1 35 Hrs $1,103.57 $1165.43 $1,288.00 $1,410.55 $1,533.08Telecom Field Technician 35 His $1,103.57 $1,165.43 $1,288.00 $1,410.55 $1,533.08Telecom Technician Level 1 35 His $1,103.57 $1,165.43 $1,288.00 $1,410.55 $1,533.08U.G. Field Technician 35 Hrs $1,103.57 $1,165.43 $1,288.00 $1,410.55 $1,533.08Senior Office Clerk Level 1 35 His $1 105.34 $1,178.86 $1,326.55 $1474.13CustomerService Rep. 35 His $1,126.90 $1,189.35 $1,314.25 $1,439.73 $1,564.61SeniorOffice Clerk Level 2 35 His $1,126.90 $1,189.35 $1,314.25 $1,439.73 $1564.61Customer Service Advisor 35 Hrs $1,149.67 $1,213.30 $1,341.07 $1,468.29 $1596.72Energy Service Advisor 35 Hrs $1,149.67 $1213.30 $1,341.07 $1,468.29 $1,596.72Senior Office Clerk Level 3 35 Hrs $1,149.67 $1,213.30 $1,341.07 $1,468.29 $1,596.72End UserSupport Rep. 35 Hrs $1,151.01 $1,215.13 $1,342.83 $1,472.21 $1,598.22Electrical Service Inspector 35 Hrs $1,182.94 $1,243.61 $1,364.41 $1,485.23 $1,606.04 $1,726.84Engineering Tech. Level 2 35 Hrs $1,182.94 $1,243.61 $1,364.41 $1,485.23 $1,606.04 $1,726.84Facilities Tech. Level 1 35 Hrs $1,182.94 $1,243.61 $1,364.41 $1,485.23 $1,606.04 $1,726.84Field Tester 35 Hrs $1,182.94 $1,243.61 $1,364.41 $1,485.23 $1,606.04 $1,726.84Plant Damage Prevention Inspector 35 Hrs $1,182.94 $1,243.61 $1,364.41 $1,485.23 $1,606.04 $1,726.84Project Scheduler 35 Hrs $1,182.94 $1,243.61 $1,364.41 $1,485.23 $1,606.04 $1,726.84RatesTechnician 35 His $1,182.94 $1,243.61 $1,364.41 $1,485.23 $1,606.04 $1,726.84Research Assistant 35 His $1,182.94 $1,243.61 51,364.41 $1,485.23 $1,606.04 $1,726.84Scada/DMS Sys. Tech. 35 His $1,182.94 $1,243.61 $1,364.41 $1,465.23 $1,606.04 $1,726.84Senior Office Clerk Level 4 35 Hrs $1,182.94 $1,243.61 $1,364.41 $1,485.23 $1,606.04 $1,726.84Plant Locator 35 Hrs $1,186.36 $1,252.24 $1,384.08 $1,515.92 $1,647.72Demand Clerk 35 Hrs $1,195.78 $1,262.29 $1,394.79 $1,527.81 $1,660.34LabTechnician 35 His $1,197.15 $1,277.22 $1,437.30 $1,596.03Telecom Analyst 35 His $1,238.40 $1,301.39 $1,428.05 $1,554.67 $1,680.72 $1,807.96CustomerService Billing Specialist 35 Hrs $1,271.64 $1,337.04 $1,466.57 $1,596.72 $1,726.84 $1,856.99General Service Billing Specialist 35 Hrs $1,271.64 $1,337.04 $1,466.57 $1,596.72 $1,726.84 $1,856.99Accounting Clerk Level 3 35 Hrs $1,271.64 $1,337.04 $1,466.57 $1,596.72 $1,726.84 $1,856.99Engineering Tech. Level 3 35 His $1,271.64 $1,337.04 $1,466.57 $1,596.72 $1,726.84 $1,856.99FleetTechnical Clerk 35 Hrs $1,271.64 $1,337.04 $1,466.57 $1,596.72 $1,726.84 $1,856.99Material Analyst* 35 Hrs $1,271.64 $1,337.04 $1,466.57 $1,596.72 $1,726.84 $1,856.99MeterTechnician 35 Hrs $1,271.64 $1,337.04 $1,466.57 $1,596.72 $1,726.84 $1,856.99

Programmer/Analyst 35 Hrs $1,271.64 $1,337.04 $1,466.57 $1,596.72 $1,726.84 $1,856.99Scada Technician 35 Hrs $1,271.64 $1,337.04 $1,466.57 $1,596.72 $1,726.84 $1,856.99

See Lnside Classification ScheduLe Job Harmonization

Schedule IJob Classifications and Wage Rates

(effective February 1, 2018 to January 31, 2019)

Classification lours Start 6 Mo. 18 Mo. 30 Mo. 42 Mo. 54 Mo.Technical Clerk 35 Hrs $1,271.64 $1,337.04 $1,466.57 $1,596.72 $1,726.84 $1,856.99Stations Equipment Tester 35 Hrs $1,271.64 $1,337.04 $1,466.57 $1,596.72 $1,726.84 $1,856.99Senior Lab Technician 35 Hrs $1,271.64 $1,337.04 $1,466.57 $1,596.72 $1,726.84 $1,856.99Sr. Electrical Service Inspector 35 Hrs $1,271.64 $1,337.04 $1,466.57 $1,596.72 $1,726.84 $1,856.99

77

Billing Settlement Specialist (THEnerqv)

35 Hrs $1,271.64 $1337.04 $1,466.57 $1,596.72 $1,726.84 $1,856.99

Telecom Technician Level 2 35 Hrs $1,295.55 $1,362.08 $1,493.98 $1,626.47 $1,759.54 $1,891.41

Civil Designer 35 Hrs $1,295.55 $1,362.08 $1,493.98 $1,626.47 $1,759.54 $1891.41

Design Tech. Level 1* 35 Hrs $1,295.55 $1,362.08 $1,493.98 $1,626.47 $1,759.54 $1,891.41

Engineering Technologist Level 1 35 Hrs $1,295.55 $1,362.08 $1,493.98 $1,626.47 $1,759.54 $1,891.41

Program Scheduler 35 Hrs $1,295.55 $1,362.08 $1,493.98 $1,626.47 $1,759.54 $1,891.41

treasury & Accounting Analyst 35 Hrs $1,318.38 Si ,385.44 $1,520.26 $1,655.07 $1,789.84 $1,924.06Buyer* 35 FIrs $1,318.38 $1,385.44 $1,520.26 $1,655.07 $1,789.84 $1924.06

Supply Chain Specialist 35 Hrs $1,318.38 $1,385.44 $1,520.26 $1,655.07 $1,789.84 $1,924.06

Civil Technician 35 Hrs $1,318.38 $1,385.44 $1,520.26 $1,655.07 $1,789.84 $1,924.06

Facilities Tech. Level 2 35 Hrs $1,318.38 $1,385.44 $1,520.26 $1,655.07 $1,789.84 $1,924.06

Design Tech. Level 2* 35 Hrs $1,382.51 $1,453.15 $1,594.39 $1,736.16 $1,876.80 $2,018.04

Energy Service Tech. 35 FIrs $1,362.51 $1,453.15 $1,594.39 $1,736.16 $1,876.80 $2,018.04

Station Designer 35 Hrs $1,382.51 $1,453.15 $1,594.39 $1,736.16 $1,876.80 $2,018.04

System Perf. Tech. Level 2 35 Hrs $1,382.51 $1,453.15 $1,594.39 $1,736.16 $1,876.80 $2,018.04

Engineering Technologist Level 2 35 Hrs $1,382.51 $1,453.15 $1,594.39 $1736.16 $1,676.80 $2,048.90

Customer Relations Assistant 35 Hrs $ 892.97 5 950.11 $1,013.14 $1,139.77 $1,266.37

C Re Lions 35 FIrs $1,059.28 $1,126.90 $1,189.35 $1,314.25 $1,439.73 $1,564.61

Station Inspector 40 Hrs $1,151.87 $1,288.54 $1,381.95 $1,535.35

Garage Clerk 40 Hrs $1,197.15 $1,277.22 $1,437.30 $1,596.03

Customer Enquiry Clerk 40 Hrs $1,246.55 $1,329.93 $1,495.97 $1,662.09

Telecommunications Technologist 40 Hrs $1,247.33 $1,457.44 $1,639.62 $1,821.80

U.S. Const. Field Tech. 40 FIrs $1,251.92 $1,335.27 $1,502.62 $1,669.40

Engineering Cost Clerk 40 Hrs $1,295.92 $1,382.60 $1,555.37 $1,728.09

Cable Locate Dispatcher 40 Hrs $1,340.53 $1,427.17 $1,508.27 $1,575.17Dispatcher* 40 Hrs $1,340.53 $1,427.17 $1,508.27 $1,575.17

Protection & Control Tech.* 40 Hrs $1,409.27 51,480.64 $1,624.72 $1,769.45 $1,912.85 S2,056.88

CustomerService Rep(Dispatcher) 40 FIrs $1,340.48 $1,427.17 $1,508.27 $1,575.17 $1,681.66 $1,788.12

Schedule IJob Classifications and Wage Rates

(effective February 1, 2018 to January 31, 2019)

Students — Clerical 35 Hrs $ 706.26Students — Field 40 Hrs $ 740.86Students — Technical 40 FIrs $ 740.86Students - Sr. Technical 40 Hrs $ 856.43See Inside Classification Schedule Job Harmonization

Schedule IJob Classifications and Wage Rates

(effective February 1, 2019 to January 31, 2020)

Classification Hours Start 6 Mo. 18 Mo. 30 Mo. 42 Mo. 54 Mo.

Printer 35 FIrs $ 933.11 $ 995.19 $1,119.99 $1,244.19

Accounting Clerk Level 1 35 His $ 971.96 $1,036.44 $1,165.98 $1,295.50

Office Clerk 35 Hrs $ 971.96 $1,036.44 $1,165.98 $1,295.50

Engineering Records Tech. 35 FIrs $1,047.75 $1117.61 $1,257.32 $1,396.99

78

Accounting Clerk Level 2 35 Hrs $1,128.95 $1,192.23 $1,317.62 $1,442.99 $1,568.34ComputerOperator 35 FIrs $1,128.95 $1,192.23 $1,317.62 $1,442.99 $1,568.34Energy Service Clerk 35 Hrs $1,128.95 $1,192.23 $1,317.62 $1,442.99 $1,568.34System Perf. Tech. Level 1* 35 Hrs $1,128.95 $1,192.23 $1,317.62 $1,442.99 $1,568.34Telecom Field Technician 35 Hrs $1,128.95 $1,192.23 $1,317.62 $1,442.99 $1,568.34TelecomTechnician Level 1 35 I-Irs $1,128.95 $1,192.23 $1,317.62 $1,442.99 $1,568.34U.G. Field Technician 35 FIrs $1,128.95 $1,192.23 $1,317.62 $1,442.99 $1,568.34SeniorOffice Clerk Level 1 35 Hrs $1,130.76 $1,205.97 $1,357.06 51,508.03

Customer Service Rep. 35 Hrs $1,152.82 $1,216.71 $1,344.48 $1,472.84 $1,600.60Senior Office Clerk Level 2 35 Hrs $1,152.82 $1,216.71 $1,344.48 $1,472.84 $1,600.60Customer Service Advisor 35 Hrs $1,176.11 $1,241.21 $1,371.91 $1,502.06 $1,633.44Energy Service Advisor 35 Hrs $1,176.11 $1,241.21 $1,371.91 $1,502.06 $1,633.44

Senior Office Clerk Level 3 35 Hrs $1,176.11 $1,241.21 $1,371.91 $1,502.06 $1,633.44End UserSuppoh Rep. 35 Hrs $1,177.48 $1,243.08 $1,373.72 $1,506.07 $1,634.98Electrical Service Inspector 35 Hrs $1,210.15 $1,272.21 $1,395.79 $1,519.39 $1,642.98 $1,766.56Engineering Tech. Level 2 35 Hrs $1,210.15 $1,272.21 $1,395.79 $1,519.39 $1,642.98 $1,766.56FacilitiesTech. Level 1 35 FIrs $1,210.15 $1,272.21 $1,395.79 $1,519.39 $1,642.98 $1766.56Field Tester 35 Hrs $1,210.15 $1,272.21 $1,395.79 $1,519.39 $1,642.98 $1,766.56Plant Damage Prevention Inspector 35 Hrs $1,210.15 $1,272.21 $1,395.79 $1,519.39 $1,642.98 $1,766.56Project Scheduler 35 Hrs $1,210.15 $1,272.21 $1,395.79 $1,519.39 $1,642.98 $1,766.56Rates Technician 35 Hrs $1,210.15 $1,272.21 $1,395.79 $1,519.39 $1,642.98 $1,766.56Research Assistant 35 Hrs $1,210.15 $1,272.21 $1,395.79 $1,519.39 $1,642.98 $1,766.56Scada/DMS Sys. Tech. 35 FIrs $1,210.15 $1,272.21 $1,395.79 $1,519.39 $1,642.98 $1,766.56Senior Office Clerk Level 4 35 Hrs $1,210.15 $1,272.21 $1,395.79 $1,519.39 $1,642.98 $1,766.56Plant Locator 35 Hrs $1,213.65 $1,281.04 $1,415.91 $1,550.79 $1,685.62Demand Clerk 35 Hrs $1,223.28 $1,291.32 $1,426.87 $1,562.95 $1,698.53Lab Technician 35 Hrs $1,224.68 $1,306.60 $1,470.36 $1,632.74

Telecom Analyst 35 FIrs $1,266.88 $1,331.32 $1,460.90 $1,590.43 $1,719.38 $1,849.54

CustomerService Billing Specialist 35 Hrs $1,300.89 $1,367.79 $1,500.30 $1,633.44 $1,766.56 $1,899.70General Service Billing Specialist 35 Hrs $1,300.89 $1,367.79 $1,500.30 $1,633.44 $1,766.56 $1,899.70Accounting Clerk Level 3 35 Hrs $1,300.89 $1,367.79 $1,500.30 $1,633.44 $1,766.56 $1,899.70Engineering Tech. Level 3 35 FIrs $1,300.89 $1,367.79 $1,500.30 $1,633.44 $1,766.56 $1,899.70FleetTechnical Clerk 35 Hrs $1,300.89 $1,367.79 $1,500.30 $1,633.44 $1,766.56 $1,899.70Material Analysr 35 Hrs $1,300.89 $1,367.79 $1,500.30 51,633.44 $1,766.56 $1,899.70MeterTechnician 35 FIrs $1,300.89 $1,367.79 $1,500.30 $1,633.44 $1,766.56 $1,899.70

Programmer/Analyst 35 Hrs $1,300.89 $1,367.79 $1,500.30 $1,633.44 $1,766.56 $1,899.70Scada Technician 35 Hrs $1,300.89 $1,367.79 $1,500.30 $1,633.44 $1,766.56 $1,899.70*See Inside Classification Schedule Job Harmonization

Schedule IJob Classifications and Wage Rates

(effective February 1, 2019 to January 31, 2020)

Classification louis Start 6 Mo. 18 Mo. 30 Mo. 42 Mo. 54 Mo.Technical Clerk 35 Hrs $1,300.89 $1,367.79 $1,500.30 $1,633.44 $1,766.56 $1,899.70Stations EquipmentTester 35 Hrs $1,300.89 $1,367.79 $1,500.30 $1,633.44 $1,766.56 $1,899.70Senior Lab Technician 35 Hrs $1,300.89 $1,367.79 $1,500.30 $1,633.44 $1,766.56 $1,899.70Sr. Electrical Service Inspector 35 FIrs $1,300.89 $1,367.79 $1,500.30 $1,633.44 $1,766.56 $1,899.70

79

Billing Settlement Specialist (THEnergy)

35 Hrs $1,300.89 $1367.79 $1,500.30 $1,633.44 $1,766.56 $1,899.70

Telecom Technician Level 2 35 Hrs $1,325.35 $1,393.41 $1,528.34 $1,663.88 $1,800.01 $1,934.91

Civil Designer 35 Hrs $1,325.35 $1,393.41 $1,528.34 $1,663.88 $1,800.01 $1,934.91

Design Tech. Level 1* 35 Hrs $1,325.35 $1,393.41 $1,528.34 $1,663.88 $1,800.01 $1,934.91

Engineering Technologist Level 1 35 Hrs $1,325.35 $1,393.41 $1,528.34 $1,663.86 $1,800.01 $1,934.91

Program Scheduler 35 Mrs $1,325.35 $1,393.41 $1,528.34 $1,663.88 $1,800.01 $1,934.91

Treasury &Accounting Analyst 35 Hrs $1,348.70 $1,417.31 $1,555.23 $1,693.14 $1,831.01 $1,968.31Buyer* 35 Mrs $1,348.70 $1,417.31 $1,555.23 $1,693.14 $1,831.01 $1,968.31

Supply Chain Specialist 35 Hrs $1,348.70 $1,417.31 $1,555.23 $1,693.14 $1,831.01 $1,968.31

Civil Technician 35 Hrs $1,348.70 $1,417.31 $1,555.23 $1,693.14 $1,831.01 $1,968.31

Facilities Tech. Level 2 35 Hrs $1,348.70 $1,417.31 $1,555.23 $1,693.14 $1,831.01 $1,968.31

Design Tech. Level 2* 35 Hrs $1,414.31 $1,486.57 $1,631.06 $1,776.09 $1,919.97 $2,064.45

Energy ServiceTech. 35 Hrs $1,414.31 $1,486.57 $1,631.06 $1,776.09 $1,919.97 $2,064.45

Station Designer 35 Mrs $1,414.31 $1,486.57 $1,631.06 $1,776.09 $1,919.97 $2,064.45

System Pert Tech. Level 2 35 Mrs $1,414.31 $1,486.57 $1,631.06 $1,776.09 $1,919.97 $2,064.45

Engineering Technologist Level 2 35 Hrs Si 414.31 $1,486.57 $1,631.06 51,776.09 $1,919.97 $2,096.02

CustomerRelations Assistant 35 Hrs $ 913.51 $ 971.96 $1,036.44 $1,165.98 $1,295.50CustomerRelations 35 H $1,083.64 $1,152.82 $1,216.71 $1,344.48 $1,472.84 $1,600.60Representative rs

Station Inspector 40 Hrs $1,178.36 $1,256.80 $1,413.73 $1,570.66

Garage Clerk 40 Hrs $1,224.68 $1,306.60 $1,470.36 $1,632.74

Customer Enquiry Clerk 40 Hrs $1,275.22 $1,360.52 $1,530.38 $1,700.32

Telecommunications Technologist 40 Hrs $1,276.02 $1,490.96 $1,677.33 $1,863.70

U.G. Const. Field Tech.* 40 Hrs $1,280.71 $1,365.98 $1,537.18 $1,707.80

Engineering Cost Clerk 40 Hrs $1,325.73 $1,414.40 $1,591.14 $1,767.84

Cable Locate Dispatcher 40 Mrs $1,371.36 $1,459.99 $1,542.96 $1,611.40Dispatcher* 40 Hrs $1,371.36 $1,459.99 $1,542.96 $1,611.40

Protection &ControlTech.* 40 Hrs $1,441.68 $1,514.69 $1,662.09 $1,810.15 $1,956.85 $2,104.19Customer Service Rep (Dispatcher) 40 Hrs $1,371.31 $1,459.99 $1,542.96 $1,611.40 $1,720.34 $1,829.25Shift

Schedule IJob Classifications and Wage Rates

(effective February 1, 2019 to January 31, 2020)

Students — Clerical 35 Hrs $ 706.26

Students — Field 40 Hrs $ 740.86

Students — Technical 40 Mrs $ 740.86Students - Sr. Technical 40 Hrs $ 856.43*See Inside Classification Schedule Job Harmonization

Schedule IJob Classifications and Wage Rates

(effective February 1, 2020 to January 31, 2021)

Classification Hours Start 6 Mo. 18 Mo. 30 Mo. 42 Mo. 54 Mo.

Printer 35 Hrs $ 954.57 $1,018.08 $1,145.75 $1,272.81

Accounting Clerk Level 1 35 Hrs $ 994.32 $1,060.28 $1,192.80 $1,325.30

Office Clerk 35 His $ 994.32 $1,060.28 $1,192.80 $1,325.30

Engineering Records Tech. 35 Hrs $1,071.85 $1,143.32 $1,286.24 $1,429.12

80

Accounting Clerk Level 2 35 Hrs $1,154.92 $1,219.65 $1,347.93 $1,476.18 $1,604.41ComputerOperator 35 Hrs $1,154.92 $1,219.65 $1,347.93 $1,476.18 $1,604.41Energy Service Clerk 35 Hrs $1,154.92 $1,219.65 $1,347.93 $1,476.18 $1,604.41System Pet Tech. Level 1 35 Hrs $1,154.92 $1,219.65 $1,347.93 $1,476.18 $1,604.41Telecom Field Technician 35 Hrs $1,154.92 $1,219.65 $1,347.93 $1,476.18 $1,604.41Telecom Technician Level 1 35 FIrs $1,154.92 $1,219.65 $1,347.93 $1,476.18 $1,604.41U.G. Field Technician 35 Hrs $1,154.92 $1,219.65 $1,347.93 $1,476.18 $1,604.41Seniorcffice Clerk Level 1 35 Hrs $1,156.77 $1,233.71 $1,388.27 $1,542.71Customer Service Rep. 35 Hrs $1,179.33 $1,244.69 $1,375.40 $1,506.72 $1,637.41Senior Office Clerk Level 2 35 Hrs $1,179.33 $1,244.69 $1,375.40 $1506.72 $1,637.41Customer Service Advisor 35 Hrs $1,203.16 $1,269.76 $1,403.46 $1,536.61 $1,671.01Energy Service Advisor 35 Hrs $1,203.16 $1,269.76 $1,403.46 $1,536.61 $1,671.01

SeniorOffice Clerk Level 3 35 Hrs $1,203.16 $1,269.76 $1,403.46 $1,536.61 $1,671.01End User Support Rep. 35 Hrs $1,204.56 $1,271.67 $1,405.32 $1,540.71 $1,672.58Electrical Service Inspector 35 Hrs $1,237.98 $1,301.47 $1,427.89 $1,554.34 $1,680.77 $1,807.19Engineering Tech. Level 2 35 Hrs $1,237.98 $1,301.47 $1,427.89 $1,554.34 $1,680.77 $1,807.19Facilities Tech. Level 1 35 FIrs $1,237.98 $1,301.47 $1,427.89 $1,554.34 $1,680.77 $1,807.19Field Tester 35 Hrs $1,237.98 $1,301.47 $1,427.89 $1,554.34 $1,680.77 $1,807.19Plant Damage Prevention Inspector 35 Hrs $1,237.98 $1,301.47 $1,427.89 $1,554.34 $1,680.77 $1,807.19Project Scheduler 35 Hrs $1,237.98 $1,301.47 $1,427.89 $1,554.34 $1,680.77 $1807.19Rates Technician 35 Hrs $1,237.98 $1,301.47 $1,427.89 $1,554.34 $1,680.77 $1,807.19Research Assistant 35 Hrs $1,237.98 $1,301.47 $1,427.89 $1,554.34 $1,680.77 $1,807.19Scada/DMS Sys. Tech. 35 FIrs $1,237.98 $1,301.47 $1,427.89 $1,554.34 $1,680.77 $1,807.19Senior Office Clerk Level 4 35 FIrs $1,237.98 $1,301.47 $1,427.89 $1,554.34 $1,680.77 $1,807.19Plant Locator 35 Hrs $1,241.56 $1,310.50 $1,448.48 $1,586.46 $1,724.39Demand Clerk 35 Hrs $1,251.42 $1,321.02 $1,459.69 $1,598.90 $1,737.60Lab Technician 35 Hrs $1,252.85 $1,336.65 $1,504.18 $1,670.29

Telecom Analyst 35 Hrs $1,296.02 $1,361.94 $1,494.50 $1,627.01 $1,758.93 $1,892.08

CustomerService Billing Specialist 35 Hrs $1,330.81 $1,399.25 $1,534.81 $1,671.01 $1,807.19 $1,943.39General Service Billing Specialist 35 Hrs $1,330.81 $1,399.25 $1,534.81 $1,671.01 $1,807.19 $1,943.39Accounting Clerk Level 3 35 Hrs $1,330.81 $1,399.25 $1,534.81 $1,671.01 $1,807.19 $1,943.39Engineering Tech. Level 3 35 Hrs $1,330.81 $1,399.25 $1,534.81 $1,671.01 $1,807.19 $1,943.39FleetTechnical Clerk 35 FIrs $1,330.51 $1,399.25 $1,534.81 $1,671.01 $1,807.19 $1,943.39Material Analyst* 35 Hrs $1,330.81 $1,399.25 $1,534.81 $1,671.01 $1,807.19 $1,943.39MeterTechnician 35 Hrs $1,330.81 $1,399.25 $1,534.81 $1,671.01 $1,807.19 $1,943.39

Programmer/Analyst 35 Hrs $1,330.81 $1,399.25 $1,534.81 $1,671.01 $1,807.19 $1,943.39Scada Technician 35 Hrs $1,330.81 $1,399.25 $1,534.81 $1,671.01 $1,807.19 $1,943.39*See Inside Classification Schedule Job Harmonization

Schedule IJob Classifications and Wage Rates

(effective February 1, 2020 to January 31, 2021)

Classification lours Start 6 Mo. 18 Mo. 30 Mo. 42 Mo. 54 Mo.Technical Clerk 35 Hrs $1,330.81 $1,399.25 $1,534.81 $1,671.01 $1,507.19 $1,943.39Stations EquipmentTester 35 Hrs $1,330.81 $1,399.25 $1,534.81 $1,671.01 $1,507.19 $1,943.39Senior Lab Technician 35 Hrs $1,330.81 $1,399.25 $1,534.81 $1,671.01 $1,807.19 $1,943.39Sr. Electrical Service Inspector 35 Hrs $1,330.81 $1,399.25 $1,534.81 $1,671.01 $1,807.19 $1,943.39

81

Energy)Billing Settlement Specialist (TH 35 His $1,330.81 $1,399.25 $1,534.81 $1,671.01 $1,807.19 $1,943.39

Telecom Technician Level 2 35 His $1,355.83 $1,425.46 $1,563.49 $1,702.15 $1,841.41 $1,979.41

Civil Designer 35 His $1,355.83 $1,425.46 $1,563.49 $1,702.15 $1,841.41 $1,979.41

Design Tech. Level 1 35 Hrs $1,355.83 $1,425.46 $1,563.49 $1,702.15 $1,841.41 $1,979.41

Engineering Technologist Level 1 35 Hrs $1,355.83 $1,425.46 $1,563.49 $1,702.15 $1,841.41 $1,979.41

Program Schedulei 35 His $1,355.83 $1,425.46 $1,563.49 $1,702.15 $1,841.41 $1,979.41

Treasury & Accounting Analyst 35 Hrs $1,379.72 $1,449.91 $1,591.00 $1,732.08 $1,873.12 $2,013.58Buyer* 35 His $1,379.72 $1,449.91 $1,591.00 $1,732.08 $1,873.12 $2,013.58

Supply Chain Specialist 35 His $1,379.72 $1,449.91 $1,591.00 $1,732.08 $1,873.12 $2,013.58

Civil Technician 35 His $1,379.72 $1,449.91 $1,591.00 $1,732.08 $1,873.12 $2,013.58

Facilities Tech. Level 2 35 His $1,379.72 $1,449.91 $1,591.00 $1,732.08 $1,873.12 $2,013.58

Design Tech. Level 2 35 His $1,446.84 $1,520.76 $1,668.57 $1,816.94 $1,964.13 $2,111.93

Energy Service Tech. 35 His $1,446.84 $1,520.76 $1,668.57 $1,816.94 $1,964.13 $2,111.93

Station Designer 35 His $1,446.84 $1,520.76 $1,668.57 $1,816.94 $1,964.13 $2,111.93

System Perf. Tech. Level 2 35 Hrs $1,446.84 $1,520.76 $1,668.57 $1,816.94 $1,964.13 $2,111.93

Engineering Technologist Level2 35 Hrs $1,446.84 $1,520.76 $1,668.57 $1,816.94 $1,964.13 $2,144.23

Customer Relations Assistant 35 Hrs $ 934.52 $ 994.32 $1,060.28 $1,192.80 $1,325.30

Customer Relations 35 His $1108.56 $1,179.33 $1,244.69 $1,375.40 $1,506.72 $1,637.41RepresentativeStation Inspector 40 Hrs $1,205.46 $1,285.71 $1,446.25 $1,606.79

Garage Clerk 40 Hrs $1,252.85 $1,336.65 $1,504.18 $1,670.29

Customer Enquiry Clerk 40 Hrs $1,304.55 $1,391.81 $1,565.58 $1,739.43

Telecommunications Technologist 40 His $1,305.37 $1,525.25 $1,715.91 $1,906.57

U.G. Const. Field Tech.* 40 His $1,310.17 $1,397.40 $1,572.54 $1,747.08

Engineering Cost Clerk 40 His $1,356.22 $1,446.93 $1,627.74 $1,808.50

Cable Locate Dispatcher 40 Hrs $1,402.90 $1,493.57 $1,578.45 $1,648.46Dispatcher* 40 His $1,402.90 $1,493.57 $1,578.45 $1,648.46

Protection & Control Tech.* 40 His $1,474.84 $1,549.53 $1,700.32 $1,851.78 $2,001.86 $2,152.59

CustomerService Rep(Dispatcher) 40 His $1,402.85 $1,493.57 $1,578.45 $1,648.46 $1,759.91 $1,871.32Shift

Schedule IJob Classifications and Wage Rates

(effective February 1, 2020 to January 31, 2021)

Students — Clerical 35 His $ 706.26

Students — Field 40 Hrs $ 740.86

Students—Technical 40 Hrs $ 740.86

Students - Sr. Technical 40 Hrs $ 856.43*See Inside Classification Schedule Job Harmonization

Schedule IJob Classifications and Wage Rates

(effective February 1, 2021 to January 31, 2022)

Classification Hours Start B Mo. 18 Mo. 30 Mo. 42 Mo. 54 Mo.

Printer 35 Hrs $ 976.53 $1,041.50 $1,172.10 $1,302.08

eiccounting Clerk Level 1 35 Hrs $1,017.19 $1,084.67 $1,220.23 $1,355.78

Office Clerk 35 Hrs $1,017.19 $1,084.67 $1,220.23 $1,355.78

Engineering Records Tech. 35 Hrs $1,096.50 $1,169.62 $1,315.82 $1,461.99

82

Accounting Clerk Level 2 35 Hrs $1,181.48 $1,247.70 $1,378.93 $1,510.13 $1,641.31Computer Operator 35 Hrs $1,181.48 $1,247.70 $1,378.93 $1510.13 $1,641.31Energy Service Clerk 35 His $1,181.48 $1,247.70 $1,378.93 $1,510.13 $1,641.31System Pert Tech. Level 1* 35 Hrs $1181.48 $1,247.70 $1,378.93 $1,510.13 $1,641.31Telecom Field Technician 35 Hrs $1,181.48 $1,247.70 $1,378.93 $1,510.13 $1,641.31Telecom Technician Level 1 35 His $1,181.48 $1,247.70 $1,378.93 $1,510.13 $1,641.31U.G. Field Technician 35 Hrs $1,181.48 $1,247.70 $1,378.93 $1,510.13 $1,641.31SeniorOffice Clerk Level 1 35 Hrs $1,183.38 $1,262.09 $1,420.20 $1,578.19Customer Service Rep. 35 Hrs $1,206.45 $1,273.32 51,407.03 $1,541.37 51,675.07Senior Office Clerk Level 2 35 Hrs $1,206.45 $1,273.32 $1407.03 $1541.37 Si 675.07Customer Service Advisor 35 His $1,230.83 $1,298.96 $1,435.74 $1,571.95 $1,709.44Energy Service Advisor 35 FIrs $1,230.83 $1,298.96 $1,435.74 $1,571.95 $1,709.44Senior Office Clerk Level 3 35 Hrs $1,230.83 $1,298.96 $1,435.74 $1,571.95 $1709.44End User Support Rep. 35 Hrs $1,232.26 $1,300.92 $1,437.64 $1,576.15 $1,711.05Electrical Service Inspector 35 His $1,266.45 $1,331.40 $1,460.73 $1,590.09 $1,719.43 $1,848.76Engineering Tech. Level 2 35 Hrs $1,266.45 $1,331.40 $1,460.73 $1,590.09 $1,719.43 $1,848.76Facilities Tech. Level 1 35 Hrs $1,266.45 $1,331.40 $1,460.73 $1,590.09 $1,719.43 $1,848.76Field Tester 35 Hrs $1,266.45 $1,331.40 $1,460.73 $1,590.09 $1,719.43 $1,848.76Plant Damage Prevention Inspector 35 Hrs $1,266.45 $1,331.40 $1,460.73 $1,590.09 $1,719.43 $1,848.76Project Scheduler 35 His $1,266.45 $1,331.40 $1,460.73 $1,590.09 $1,719.43 $1,848.76RatesTechnician 35 FIrs $1,266.45 $1,331.40 $1,460.73 $1,590.09 $1,719.43 $1,848.76Research Assistant 35 Hrs $1,266.45 $1,331.40 $1,460.73 $1,590.09 $1,719.43 $1,848.76Scada/DMS Sys. Tech. 35 Hrs $1,266.45 $1,331.40 S1,460.73 $1,590.09 $1,719.43 $1,848.76Senior Office Clerk Level4 35 Hrs $1,266.45 $1,331.40 $1,460.73 $1,590.09 $1,719.43 $1,848.76Plant Locator 35 Hrs $1,270.12 $1340.64 $1,481.80 $1,622.95 $1,764.05Demand Clerk 35 Hrs $1,280.20 $1,351.40 $1,493.26 $1,635.67 $1,777.56Lab Technician 35 Hrs $1,281.67 $1,367.39 $1,538.78 $1,708.71Telecom Analyst 35 His $1,325.83 $1,393.26 $1,528.87 $1,664.43 $1,799.39 $1,935.60

Customer Service Billing Specialist 35 Hrs $1,361.42 $1,431.43 $1,570.11 $1,709.44 $1,848.76 $1,988.09General Service Billing Specialist 35 Hrs $1,361.42 $1,431.43 $1,570.11 $1,709.44 $1,848.76 $1,988.09Accounting Clerk Level 3 35 Hrs $1,361.42 $1,431.43 $1,570.11 $1,709.44 $1,848.76 $1,988.09Engineering Tech. Level 3 35 Hrs $1,361.42 $1,431.43 $1,570.11 $1,709.44 $1,848.76 $1,988.09FleetTechnical Clerk 35 Hrs $1,361.42 $1,431.43 $1,570.11 $1,709.44 $1,848.76 $1,988.09Material Analysr 35 Hrs $1,361.42 $1,431.43 $1,570.11 $1,709.44 $1,848.76 $1,988.09MeterTechnician 35 Hrs $1,361.42 $1,431.43 $1,570.11 $1,709.44 $1,848.76 $1,988.09

Programmer/Analyst 35 FIrs $1,361.42 $1,431.43 $1,570.11 $1,709.44 $1,848.76 $1,988.09Scada Technician 35 Hrs $1,361.42 $1,431.43 $1,570.11 $1,709.44 $1,848.76 $1,988.09‘See Inside Classification Schedule Job I-Iarrnonization

Schedule IJob Classifications and Wage Rates

(effective February 1, 2021 to January 31, 2022)

Classification lours Start 6 Mo. 18 Mo. 30 Mo. 42 Mo. 54 Mo.rechnical ClerkStations Equipment TesterSenior Lab TechnicianSr. Electrical Service Inspector

35 Hrs35 FIrs35 Hrs35 Hrs

$1,361.42$1,361.42$1,361.42$1,361.42

$1,431.43$1,431.43$1,431.43$1,431.43

$1,570.11$1,570.11$1,570.11$1,570.11

$1,709.44$1,709.44$1,709.44$1,709.44

$1,848.76$1,848.76$1,848.76$1,848.76

$1,988.09$1,988.09$1,988.09$1,988.09

83

Billing Settlement Specialist (TH 35 His $1,361.42 $1,431.43 $1,570.11 $1,709.44 $1,848.76 $1,988.09Enerqy)Telecom Technician Level 2 35 His $1,387.01 $1,458.25 $1,599.45 $1,741.30 $1,883.76 $2,024.94Civil Designer 35 His $1,387.01 $1,458.25 $1,599.45 $1,741.30 $1,883.76 $2,024.94Design Tech. Level 1* 35 His $1,387.01 $1,458.25 $1,599.45 $1,741.30 $1,883.76 $2,024.94Engineering Technologist Level 1 35 Hrs $1,387.01 $1,458.25 $1,599.45 $1,741.30 $1,883.76 $2,024.94Program Scheduler 35 Hrs $1,387.01 $1,458.25 $1,599.45 $1,741.30 $1,883.76 $2,024.94

Treasury & Accounting Analyst 35 His $1,411.45 $1,483.26 $1,627.59 $1,771.92 $1,916.20 $2,059.89Buyer 35 Hrs $1,411.45 $1,483.26 $1,627.59 $1,771.92 $1,916.20 $2,059.89Supply Chain Specialist 35 Hrs $1,411.45 $1,483.26 51,627.59 51,771.92 $1,916.20 $2,059.89

Civil Technician 35 His $1,411.45 $1,483.26 $1,627.59 $1,771.92 $1,916.20 $2,059.89

Facilities Tech. Level 2 35 His $1,411.45 $1,483.26 Si ,627.59 $1,771.92 $1,916.20 $2,059.89

Design Tech. Level 2* 35 His $1,480.12 $1,555.74 $1,706.95 $1,858.73 $2,009.30 52,160.50

Energy Service Tech. 35 His $1,480.12 $1,555.74 $1,706.95 $1,858.73 $2,009.30 $2,160.50

Station Designei 35 Hrs $1,480.12 $1,555.74 $1,706.95 $1,858.73 $2,009.30 $2,160.50

System Peif. Tech. Level 2* 35 Hrs $1,480.12 $1,555.74 $1,706.95 $1,858.73 $2,009.30 $2,160.50

Engineering Technologist Level 2 35 Hrs $1,480.12 $1,555.74 $1,706.95 $1,858.73 $2,009.30 I $2,193.55

Customer Relations Assistant 35 Hrs $ 956.01 $1,017.19 I $1084.67 $1,220.23 $1,355.78Customer Relations 35 Hrs $1,134.06 $1,206.45 $1,273.32 $1,407.03 $1,541.37 $1,675.07RepresentativeStation lnspectoi 40 His $1,233.19 $1,315.28 $1,479.51 $1,643.75

Garage Clerk 40 His $1,281.67 $1,367.39 $1,538.78 $1,708.71

Customer Enquiry Clerk 40 His $1,334.55 $1,423.82 $1,601.59 $1,779.44

Telecommunications Technologist 40 His $1,335.39 $1,560.33 $1,755.38 $1,950.42

U.G. Const. Field Tech.* 40 His $1,340.30 $1,429.54 $1,608.71 $1,787.26

Engineering CostClerk 40 His $1,387.41 $1,480.21 $1,665.18 $1,850.10

Cable Locate Dispatcher 40 His $1,435.17 $1,527.92 $1,614.75 $1,686.37Dispatcher* 40 His $1,435.17 $1,527.92 $1,614.75 $1,686.37

Protection & Control Tech.* 40 Hrs $1,508.76 $1,585.17 $1,739.43 $1,894.37 $2,047.90 $2,202.10Customer Service Rep(Dispatcher) 40 Hrs $1,435.12 $1,527.92 $1,614.75 $1,686.37 $1,800.39 $1,914.36Shift

Schedule IJob Classifications and Wage Rates

(effective February 1, 2021 to January 31, 2022)

Students — Clerical 35 His $ 706.26Students — Field 40 Hrs $ 740.86Students — Technical 40 Hrs $ 740.86Students - Sr. Technical 40 Hrs $ 856.43

‘See Inside Classification Schedule Job Harmonization

LETTER OF INTENT #1

TORONTO HYDRO

84

December 19, 2008

Mr. Victor Demelo, PresidentCUPE Local One890 Yonge Street, Suite 1001Toronto, OntarioM4W 3P4

Dear Mr. Demelo:

Re: Compressed Work Week

This will confirm our agreement at negotiations regarding a Compressed WorkWeek in the Inside Collective Agreement that will improve operationalefficiency, productivity and customer service.

The Compressed Work Week shall be established as follows:

- a Department may identi& projects or activities to be scheduled on acompressed work week;

- a meeting with the volunteer employees will be held for the purposes ofdiscussing the number of employees needed, the length of the projects oractivities, and the project plan expectations;

- continuation of the Compressed Work Week is contingent on achievingfavourable results against the project plan expectations;

- adequate coverage must be provided during a compressed work week;

- the compressed work week will generally be for the period from May toSeptember, or longer if daylight is not a factor;

- there shall be no compressed work week in areas where road restrictionsexist;

- employees may volunteer to be considered to work a compressed workweek;

- employees shall have the right to refuse to participate in a compressedwork week;

- assignment to the compressed work week will be at the discretion of theEmployer, and will be provided as equitably as practicable;

- a compressed work week will not commence without four (4) weeks’notice, unless both parties agree otherwise;

85

- the work week shall be four (4) consecutive days, between Monday andFriday, with a start time no earlier than 6:30 a.m. and a stop time no laterthan 6:30 p.m. Time worked outside of the prearranged compressedwork week period shall be paid in accordance with Article 33.

- Article 33.01 shall not apply to employees while working a compressedwork week. Forty (40) hour week employees shall have a one-half(1/2)hour paid lunch in accordance with Article 33.01;

- There shall be no Compressed Work Week schedule should a PublicHoliday occur in that week.

Sincerely,

Ave Lethbridge, Vice-PresidentOrganizational Effectiveness,Environment, Health and Safety

86

LETTER OF INTENT #2

TORONTO HYDRO

December 7, 2005

Mr. Bruno Silano, PresidentCUPE Local One890 Yonge Street, Suite 1001Toronto, OntarioM4W 3P4

Dear Mr. Silano:

Re: Part Time Employees

For the duration of the Collective Agreement six (6) employees in theCustomer Care Department may work on a part time basis. When part timeemployees are used they will fill lower classifications in the Department.

Sincerely,

Ave Lethbridge, Vice-PresidentOrganizational Effectiveness

87

LETTER OF INTENT #3

TORONTO HYDRO

December 17, 2002

Bruno Silano, PresidentCUPE Local One890 Yonge Street, Suite 1001Toronto, OntarioM4W 3P4

Dear Mr. Silano:

Re: Resource Balancing

This will confirm our discussions during negotiations that in order tominimize disruption to employees and operations resulting from employeesurplus, the parties have agreed to a Resource Balancing process as set outbelow.

The Employer and the Union will mutually agree before utilizing theResource Balancing process.

When the Employer determines that there is a surplus of employees, due toshortage of work, the Employer will provide notice to the Union underRetrogression Article 31.01.

The Employer will, during the two (2) month notice period, review the statusof vacancies in the organization to determine if there is an opportunity tomatch the surplus employees with vacancies and proceed to fill thosevacancies during the notice period.

Surplus employees will, on the basis of seniority and on a voluntary basis,be offered the opportunity to fill any vacancy for which they are qualified.The requirement to post notice of such vacancy under Article 10.01(d) iswaived during the Resource Balancing process. Employee shall receive anincrease as follows:

88

(a) If the present rate is below minimum rate of new classification, s/heshall receive minimum rate of new classification; new anniversarydate.

(b) If present rate is within the wage range of new classification, s/heshall be paid at the next step in the new classification which is closestto their existing rate of pay, providing the maximum rate of the newclassification is sufficiently higher to permit it; new anniversary date.

(c) Notwithstanding the above, no employee may receive the maximumrate of a position until s/he has been performing satisfactorily in theposition for six (6) months.

Surplus employees not placed under the Resource Balancing process will becovered by Retrogression under Article 31 of their respective CollectiveAgreement.

This letter will expire at the end of the term of the Collective Agreementunless renewed.

Yours truly,

David Scott,Vice-President, Human Resources

89

LETTER OF INTENT #4

TORONTO HYDRO

March 11, 1999

Mr. Bruno Silano, PresidentCUFF Local One890 Yonge Street, Suite 1001Toronto, OntarioM4W 3P4

Dear Mr. Silano:

Re: Benefit Plans of Existing Retirees

Existing retirees will retain their current benefit coverage according to theirprevious utility.

Yours truly,

David Scott,Vice-President, Human Resources

90

LETTER OF INTENT #5

TORONTO HYDRO

March 11, 1999

Mr. Bruno Silano, PresidentCUPE Local One890 Yonge Street, Suite 1001Toronto, OntarioM4W 3P4

Dear Mr. Silano:

Re: Use of Temporary Staff

When Temporary Staff are used, they will be used to fill lower classificationsin the Department at that location. An exception to this practice only occursif this creates operational hardship.

Yours truly,

David Scott,Vice-President, Human Resources

91

LETTER OF INTENT #6

TORONTO HYDRO

June 17, 1999

Mr. Bruno Silano, PresidentCUPE Local One890 Yonge Street, Suite 1001Toronto, OntarioM4W 3P4

Dear Mr. Silano:

As a result of harmonization which Arbitrator Adams has ruled to haveoccurred in contrast to multi-skilling, employees will be required to performnew job duties or acquire new qualifications which relate to their positions.Employees who are unable, after adequate training or orientation, as the casemay be, to perform such duties or acquire such new qualifications will bereasonably accommodated by the Employer by remaining in their previousjob classifications and previous wage rate (and will receive all future generalincreases) provided the employee has engaged in all reasonable efforts toassume the new duties or acquire the new qualifications.

This understanding needs to be renewed at the expiration of the currentCollective Agreement otherwise it expires.

Yours truly,

David Scott,Vice-President, Human Resources

92

LETTER OF INTENT #7

TORONTO HYDRO

August 17, 1999

Mr. Bruno Silano, PresidentCUPE Local One890 Yonge Street, Suite 1001Toronto, OntarioM4W3P4

Dear Mr. Silano:

Re: Lunch Period

If the Employer decides to change the current practice of the lunch periodsbeing between the hours of 1200 and 1400 for Inside employees, the Employerwill give the Union notification of at least thirty (30) days prior to any change.With the permission of the Employer, employees will have the option ofchanging their one (1) hour unpaid lunch to a half (1/2) hour unpaid lunch.Permission will not be unreasonably withheld.

Yours truly,

David Scott,Vice-President, Human Resources

93

LETTER OF INTENT #8

TORONTO HYDRO

February 5, 2014

John Carnilleri, PresidentCUPE Local One15 Gervais Drive, Suite 700Toronto, OntarioM3C 1Y8

Dear Mr. Camilleri:

Re; Toronto Hydro’s Post Retirement Benefits Program

This is to confirm our discussions at negotiations concerning retiree benefits.

It is agreed that employees in the bargaining unit, who retire and receive apension, on or after ratification of this agreement, shall be entitled to receiveToronto Hydro’s Post Retirement Benefits Program dated January 2009 withthe following amendments:

• Schedule A will be extended to December 31, 2020.

• Upon death of retiree, the surviving spouse will continue to receive thesame medical and hospital services coverage.

• For greater clarity, this is to confinTi that the lifetime maximum caps forboth Health and Dental benefits for Schedule A and Schedule B areremoved and that Schedule C will continue.

• Employees hired on or after February 1, 2014 shall only be eligible forSchedule C Post Retirement Benefits. For greater clarity, employeeshired on or after February 1, 2014 shall not be eligible for Schedule A orSchedule B Post Retirement Benefits.

Yours truly,

Helia Ralph,Director, Employee Labour Relations

94

LETTER OF INTENT #9

TORONTO HYDRO

January 24, 2014

John Camilleri, PresidentCUPE Local One15 Geiwais Drive, Suite 700Toronto, OntarioM3C 1Y8

Dear Mr. Camilleri:

Re: Temporary and Indefinite Relocation of Employees within the City ofToronto

This will confirm our discussion in negotiations regarding the desire to havea structured approach when employees are reassigned to the various homework centres. We also agreed that, in some cases, having employees reportdirectly to the job site will improve operational efficiency, productivity andcustomer service.

The following sets out the agreed process to accomplish the relocation ofemployees:

Temporary Relocation (greater than 2 weeks) to another Work Centre

Definition: The Employee will return to the home work centre eventually

• Employer determines requirement and work location of employees to bemoved.

• Notice provided to the Union• Notice posted at source home work centre, including approximate

duration and the affected classification(s)• Reassignment offered to senior qualified employee(s) in classification

from source home work centre• If insufficient number of senior qualified volunteers, junior qualified

employee(s) from source home work centre is reassigned

95

• Reporting to another work centre will not commence without two (2)weeks’ notice, unless both parties agree otherwise

• Employer will make necessary arrangements for employee parking

Temporary Relocation — Reporting Directly to the Job Site

Definition: The Employee will return to the home work centre eventually

• Employer determines requirement and identifies employee(s) to report tojob site

• Employer determines duration of assignment, which may be limited byduration of project, or by logistical considerations

• Distance of assignment to be within the serviced territory of theemployer (City of Toronto)

• Reporting to the job site will not commence without two (2) weeks’notice, unless both parties agree otherwise

• Assignment may be offered on a rotational basis within a department• Employer will make necessary arrangements for employee parking

Indefinite Relocation to another Work Centre

Definition: The Employee(s) is not expected to return to home work centre

• Employer determines requirement and source home work centre ofemployees to be moved

• Notice provided to the Union• Notice posted first in the source home work centre• Reporting to another work centre will not commence without two

(2) weeks’ notice, unless both parties agree otherwise• Senior employee(s) who volunteers in classification and in source

home work centre transfers• If insufficient numbers of volunteers from source home work centre,

the Employer will consider volunteers from other work centres on thebasis of seniority and availability

• Notice posted system-wide for interested volunteers• If numbers of volunteers are still insufficient, junior employee(s) will

be assigned from the source home work centre• Employer will make necessary arrangements for employee parking

Employee Request for Relocation to another Home Work Centre

96

• Two employees in the same classification who report to differenthome work centres may submit a request to their Supervisors toexchange home work centres

• Such requests for exchange will be determined at the Employer’s solediscretion

N.B. Seniority for the purposes of relocation is the length of service in aclassification.

N.B. The Employer will provide employees with written confirmation ofthe relocation.

Yours truly,

Helia RalphDirector, Employee Labour Relations

97

LETTER OF INTENT #10

TORONTO HYDRO

February 11,2001

Bruno Silano, PresidentCUPE Local One890 Yonge Street, Suite 1001Toronto, OntarioM4W 3P4

Dear Mr. Silano:

Further to our discussions in negotiations, this will confirm our position thatno bargaining unit employee’s job in the LDC will be eliminated as a resultof assignment of work to the Retail Affiliate.

This letter will expire at the end of the term of the Collective Agreementunless renewed.

Yours truly,

David Scott,Vice-President, Human Resources

98

LETTER OF INTENT #11

May 11,2018

Tom Chessell, Vice President, Sector ThreePower Workers’ Union, CLC244 Eglinton Avenue EastToronto, OntarioM4P 1K2

Dear Mr. Chessell:

Re: Health Club Membership

This will confirm our discussion during negotiations regarding fitnessmembership. In consideration of the importance of employee weliness, theEmployer agrees to the following:

• Payment up to $450.00 per year towards the cost for a health clubmembership.

• The health club must be recognizedlregistered fitness institution.• Employees must submit an expense report including related receipt to

Finance for reimbursement.

This letter will expire at the end of the term of the Collective Agreementunless renewed.

Yours truly,

Jodi EngelDirector Employee Labour Relations, Training and Development

99

LETTER OF INTENT #12

Toronto Hydro

December 22, 2008

Victor Demelo, PresidentCUPE Local One890 Yonge Street, Suite 1001Toronto, OntarioM4W 3P4

Dear Mr. Demelo:

Re: Job Harmonization

For ease of reference, the Job Classifications harmonized are attached to thisletter titled Inside Classification Schedule Job Harmonization.

Yours truly,

Ave Lethbridge, Vice-PresidentOrganizational Effectiveness &Environment, Health and Safety

100

Inside Classification ScheduleJob Harmonization

New Classification Previous ClassificationDistribution System Technologist • Protection & Control Technician(Outside Collective Agreement) (Moved to the Outside Collective

Agreement)Engineering Technologist Level 1 • Design Technician 1

• System Performance Technician 1Engineering Technologist Level 2 • Design Technician 2

• System Performance Technician 2Supply Chain Specialist • Buyer

• Material AnalystConstruction Inspector • Underground Construction Field(Outside Collective Agreement) Technician

(Moved to the Outside CollectiveAgreement)

Customer Relations Representative • Customer Service Representative(CRR) • Customer Service Advisor

• Senior Office Clerk 1• Dispatcher• Customer Service Representative

(Dispatcher)Customer Relations Assistant • Office Clerk(CRA) • Accounting Clerk 2

• Energy Services Clerk

101

LETTER OF INTENT #13

TORONTO HYDRO

June 17, 1999

Mr. Bruno Silano, PresidentCUPE Local One890 Yonge Street, Suite 1001Toronto, OntarioM4W3P4

Dear Mr. Silano:

Re: Mapping Document

For ease of reference, the following pages include all the job classificationsfrom the six (6) former utilities that were mapped to the new jobclassifications in Schedule I.

Yours truly,

David Scott,Vice-President, Human Resources

102

Inside Classification ScheduleMapping Oocument

New Classification Job Mapping HrsiWk

StudentsClericalFieldTechnicalSenior Technical

35404040

PrinterBlue Printer ( TEngineering Clerk, Level 5 (5)Blue Print Machine Operator (NY)

353535

Accounting Clerk Level ISenior Typist ( T)Clerk Grade 2(T)Clerk Grade 3 ( TLevel 5, Accounting Clerk (5)

35353535

Level 2,Level 4,Level 4,Level 4,Level 5,Level 5,Level 5,Level 5,Level 6,Level 6,Level 6,Level 6,

Group 1,Group 2,Group 2,Group 3,Group 4,

Billing Clerk (5)Clerk Typist(S)Receptionist Clerk (S)Reference ClerkCashier Clerk(S)Receptionist/TypistReference Clerk (5)Switchboard Operator (5)Billing Clerk (5)Cashier (S)Data Entry Clerk (5)Senior Mail Clerk

Office Clerk (NY)Cashier (NY)Office Services ClerkSwitchboard OperatorClerk Typist

35353535353535353535

353535353535353535353535

3535353535

Word Processor Grade 2 ( T)Typist ( T)Senior Typist ( T)Stenographer Grd 2 (T)Stenographer Grade 3 ( T)Data Entry Clerk Grade 2 ( T)Clerk Grade 1(T)Clerk Grade 2(T)Clerk Grade 3 (T)Receptionist/Centrix Operator(T)

Office ClerkToronto

Scarborough

North York

103

Inside Classification ScheduleMapping Document

New Classification Job Mapping HrsMk

East York Cashier Level 2 35E.D.P. Clerk 35

Etobicoke Grade 3, Office Service Clerk 35Grade 4, Cashier (E) 35Grade 4, Clerk Receptionist (E) 35Grade 5, Clk Typ Cust. Serv. (E) 35Grade 5, Energy Mgmt Clerk (E) 35Grade 5, Energy Supply Clerk 35

York Group 3, Cashier (Y) 35Group 4, Clerk Typist Engineering (Y) 35

Cable Locate DispatcherToronto Dispatch Clerk Grade 2 (T)

Station InspectorToronto Inspector (T)

Scarborough Substation Attendant (5)

Engineering Records TechnicianToronto Field Technician Grade 1 (T)

Field Technician Grade 2 (T)

Scarborough Level 6, Engineering Clerk (5)

North York Records Operator I (NY)

I 40

40

40

DispatcherToronto Dispatch Clerk Grade 3 (T)

Telephone Dispatch (T)

North York Field Services Dispatcher (NY)

York Dispatcher (Y)

3535

35

35

4040

40

40

Garage ClerkToronto Technical Clerk Garage (T) 40

Lab AssistantToronto Laboratory Assist. (T) 40

Underground Construction Field Technician

L Toronto Field Tech UG Construction (T) 40

I

104

Inside Classification ScheduleMapping Document

New Classification Job Mapping HrsIWkWarehouse Dispatch Clerk

Toronto Dispatch Clerk Grade 3 (T) 40

Scarborough Stores Records Clerk (5) 35Customer Enquiry Clerk

Toronto Customer Enquiry Clerk Grd 2 (T) 40Customer Enquiry Clerk Grd 3 (T) 40

Energy Field Service RepresentativeToronto Field Rep. Complaint (T) 40

Customer Service Technician (T) Shift, 40Field Rep. Service Order (T) 40Service Electrn Grade 1 (T) 40Service Electrn Grade 2 (T) 40

East York Level 7, Customer Service Technician 35( EY)

Etobicoke Grade 9, Energy Supply Technician (E) 35

Senior Office Clerk Level IToronto Clerk Grade 4 (T) 35

Clerk Grade 5 (T) 35Supervisor Clerk Grade 1(T) 40Supervisor Clerk Grade 2 (T) 40Technical Clerk Grade 2 (T) 35Technical Clerk Grade 3 (T) 35Technical Clerk Grade 4 (T) 35Technical Clerk Grade 5 (T) 35Dispatch Clerk Grade 1(T) 40

Scarborough Level 7, Billing Clerk (5) 35Level 7, Secretary (5) 35Level 8, Sr. Billing Clerk (5) 35

North York Group 4, Customer Data Clerk (NY) 35Group 6, Senior Clerk Operations (NY) 35

Etobicoke Grade 8, Distribution Engineering Clerk 35(E)Engineering Service Office Clerk (E) 35

York Level 6, M.I.S. Clerk (Y) 35

105

Inside Classification ScheduleMapping Document

New Classification Job Mapping HrsIWkEngineering cost Clerk

Scarborough Project Planner/Design & Construction 40(5)Project Planner/Standards & 40Maintenance (S)Level 6, Engineering Clerk(S) 40

North York Construction Clerk (NY) 40

Etobicoke Grade 5, Eng. Sew. Clerk (E) 40

Accounting Clerk Level 2Toronto Clerk Grade 5 (T)

Clerk Grade 6 (T)

Scarborough Level 7, Accounting Clerk(S)

3535

35

35

35

35

Computer OperatorToronto Computer Operator

Scarborough Level 7, Computer Operator (5)

North York Group 10, Computer Machine Operator(NY)

Etobicoke Grade 7, Computer Operator (E) 35

Energy Service ClerkToronto Clerk GradeS (T) 35

Clerk Grade6(T) 35Technical Clerk Grade 6 (T) 35

Scarborough Meter Records Clerk (S) 35Level 7, Senior Meter Records Clerk 35(5)One Stop Shopping Consultant(S) 35

North York Office Clerk- Meter Group 1 (NY) 35

Etobicoke Grade 5, Meter/ Water Heater Office 40Clerk (E)Meter/Water Heater Information Clerk 40(E)Grade 7, Cust. Accts. Field Services 35Clerk (E)

York Meter Department Clerk Level 3 (Y) 35

106

Inside Classification ScheduleMapping Document

New classification Job Mapping HrsIWkSystem Performance Technician Level I

Toronto Field Tech Grade 1 (T) 35Field Tech Grade 2 (T) 35Field Tech Grade 4 (T) 35

Telecom Field TechnicianToronto Field Technician Grade 4 35

Telecom Technician Level IToronto Telecom Technician 35

Underground Field TechnicianToronto Field Tech Grade 2 (T)

Field Tech Grade 4 (T)3535

Customer Service RepresentativeToronto Customer Service Clerk (T)

Clerk Grade 6 (T)Customer Accounts Representative (T)Teller CT)

Scarborough Customer Service Representative (S)Level 7, Collection Clerk (5)Level 8, Sr. Cashier(S)Level 8, Customer Consultant (5)

35353535

3535

35

35

York LevelLevelLevel

East York LevelLevelLevelLevel

4, Senior Collection Clerk (Y)5, Customer Consultant (Y)6, Collection Officer (Y)

3, Accts. Receivable (EY)3, Cust. Inquiry Clerk (EY)4, Cust. Service Rep (EY)4, Sr. Cust. Inquiry Cik (EY)

353535

35353535

35353535

North York

Etobicoke

Customer Information Clerk (NY)Sr Cashier (NY)

Group 7, Customer Accts OperatingRep. (E)Customer Accts Information Rep. (E)

Senior Office Clerk Level 2Toronto Clerk Grade 6(T) 35

107

Inside Classification ScheduleMapping Document

New classification Job Mapping HrsIWkCustomer Service Advisor

Toronto Collection Clerk Grade 3 (T) 35Clerk Grade 7 (T) 35

Scarborough Level 9, Senior Customer Accts Cons 35(5)Level 9, Senior Collector (S) 35Level 9, Senior Customer Consultant 35(S)

Etobicoke CNCC Unit Head (E) 35

York Level 7, Senior Customer Consultant 35(Y)Asst. Billing Supervisor (Y) 35Level 8, Billing Supervisor (Y) 35Level 8, Customer Accounts Supervisor 35(Y)

Energy Service AdvisorToronto Conservation Field Rep. (T) 35

Scarborough Level 9, Customer Advisor(S) 35

York Level 5, Consumer Service Clerk (Y) 35Service Representative (Y) 35

East York Customer Service Representative (EY) 35

Etobicoke Level 8, Energy Management (E) 35Level 8, Residential Energy Advisor (E) 35

Plant LocatorToronto Field Technician Grade 3

Field Technician Grades

Senior Office Clerk Level 3Toronto Clerk Grade 7 (T)

Technical Clerk Grade 7 (T)3535

Demand ClerkToronto Demand Clerk Grade 1 (T) 35

Demand Clerk Grade 2 (T) 35Demand Clerk Grade 3 (T) 35Technical Clerk Grade 6 (T) 35

York Level 6, General Service Billing Clerk 35(Y)

3535

108

Inside Classification ScheduleMappinq Document

New Classification Job Mapping HrsIWkElectrical Service Inspector

Toronto Field Rep. Power Service (T) 35Field Rep. Grade 1 (T) 40Field Rep. Grade 2 (T) 40Field Rep. Grade 3 (T) 40

Engineering Technician Level 2Toronto Field Tech Grade 4 (T) 35

Tech AssisL Grade 1 (T) 35Draftsperson Grade A (T) 35Draftsperson Grade B (T) 35

North York CADD Operator 1 (NY) 40CAUD Operator 2 (NY) 40Records Operator 1 (NY) 40Records Operator 2 (NY) 40Senior Drafter (NY) 40Field Checker (NY) 40

Scarborough CADD Operator(S) 35

Etobicoke Design Clerk (E) 35Draftsperson (E) 35Engineering Records Clerk (E) 35GEM Clerk (E) 35Records Assistant (E) 35Records Operator Il (2) 35

Facilities Technician Level IToronto Assistant Estimator (T)

Facilities Planner IT)

Field Tester

3535

Toronto Field Tester Gradel (T)Field Tester Grade 2 (T)Field Tester Grade 3 (T)

353535

Project SchedulerToronto Tech Clerk Grade 7 (T)

Tech Assist. Grade 1 (T)

Rates TechnicianToronto Tech Assist .Grade 1 (T)

3535

Research AssistantToronto Tech Assist. Grade 1 (T)

35

SCADNDMS System TechnicianToronto Tech Assist. Grade 1 (T) 35

35

109

Inside Classification ScheduleMapping Document

Fleet Technical ClerkToronto Tech Assist. Grade 2 (T)

Material AnalystToronto Tech Clerk Grade B (T)

35

35

Meter TechnicianToronto Tech Assist Grade 2 (T) 35

New Classification Job Mapping HrsIWkSenior Office Clerk Level 4

Toronto Clerk Grade 8 (T) 35

Telecom Technician Level 2Toronto Tech Assist Grade 1 (T)

Protection & Control TechnicianToronto Protection & Control Technician (T)

Relay Meter Test (T)

35

Telecom AnalystToronto Telecom Analyst (T)

4040

35 IAccounting Clerk Level 3

Toronto Clerk Grade 7 (T)Clerk Grade 8 (T)Clerk Grade 9 (T)

Scarborough Level 9, Financial Analyst(S)

North York Senior Accounting Clerk (NY)

York Senior Accounting Clerk (Y)

353535

35

35

35

End User Support RepresentativeToronto Tech Assist. Grade 2 (T)

Scarborough Level 9, End User Support Analyst (5)

Etobicoke Grade 9, Support Services Unit Head(E)

35

35

Engineering Technician Level 3Toronto CADD AM/FM Operator (T)

35

Scarborough AM/FM Programmer(S)AM/FM Proqrammerffrainer (SI

35

3535

hO

Inside Classification ScheduleMapping Document

New Classification Job Mapping HrsIWkProgrammer Analyst

Toronto Information Centre Analyst (T) 35Programmer (T) 35Programmer/Analyst (T) 35Software Analyst (T) 35Systems Analyst (T) 35

Scarborough Level 10, Programmer/Analyst (S) 35Level 11 Senior Programr/Analyst (S) 35Level 11, Systems Programmer(S) 35

North York Group 12, Programmer (NY) 35Group 13, Programmer/Analyst (NY) 35

Etobicoke Programmer/Analyst (E) 35

SCADA TechnicianToronto Tech Assist. Grade 2 (T)

Stations Equipment TesterToronto Tech Assist. Grade 2 (T)

35

35 ICivil Designer

Toronto Field Tech Grade 5 (T)Tech Assist. Grade 2 (T)

3535

Design Technician Level IToronto Design Draftsperson Grade C (T)

Field Tech Grade 2 (T)Senior Draftsperson (T)Tech Assist. Grade 1 (T)

North York Technical Coordinator (NY)

BuyerToronto Purchasing Clerk Grade 1 (T) 35

Purchasing Clerk Grade 2 (T) 35Purchasing Clerk Grade 3 (T) 35

Scarborough Buyer(S) 35Senior Buyer(S) 35

North York Purchasing Clerk (NY) 35

Etobicoke Grade 8, Buyer/Expeditor (E) 35

York Purchasing Clerk (Y) 35

35353535

40

Ill

Inside Classification ScheduleMapping Document

New classification Job Mapping Hrs!WkCivil Technician

Toronto Tech Assist. Grade 3 (T) 35

Facilities Technician level 2Toronto Tech Assist. Grade 3 (T) 35

Estimator (T) 35Field Tech Grade 4 (T) 35Planners (T) 35Power Reps. (T) 35Senior Estimator (T) 35Senior Planner (T) 35Tech Assist. Grade 1(T) 35Tech Assist. Grade 2 (T) 35Tech Assist. Grade 3 (T) 35Tech Clerk Grade 7 (T) 35

Scarborough Technician Design & Construction (5) 35Technician, Surveying (5) 35

North York Consumer Service Tech! Electric 40Supply (NY)Engineering Technician (NY) 40

Level I, Engineering Technician (E) 35Level II, Engineering Technician (E) 35Engineering Service Technician (E) 35Installation Technician (E) 35Project Technician (E) 35

East York Level 5, Engineering Technician (EY) 35Level 6, Senior Engineering Technician 35(E’i

Design Technician Level 2Toronto

Etobicoke

Energy Service TechnicianToronto Conservation Technician (T)

Scarborough Level 10, Customer Advisor (5)Level 11, Senior Technician (5)

North York Cons. Service Tech. Energy Services(NY)

Etobicoke Energy Management Technician (E)

York Senior Service Representative (Y)

East York Customer Service Technician (EY)

35

3535

40

35

35

35

112

Inside Classification ScheduleMapping Document

New Classification Job Mapping HrsIWkStation Designer

Toronto Designer (T) 35Design Draftsperson Grade B (T) 35

System Performance Technician Level 2Toronto Assistant Estimator (T) 35

Estimator (T) 35Field Tech Grade 5 (T) 35Tech Assist. Grade 2 (T) 35Tech Assist. Grade 3 (T) 35

Scarborough Technician Planning & Operations (5) 35Technician Standards & Maintenance 35(5)Operations Analyst (5) 35

North York Engineering Technician (NY) 40

Etobicoke Project Technician (E) 35

Technical Clerk - Water HeaterToronto Technical Clerk - Water Heater (T) 40

113

LETTER OF INTENT #14

May 11,2018

Tom Chessell, Vice President, Sector ThreePower Workers’ Union, CLC244 Eglinton Avenue EastToronto, OntarioM4P 1K2

Dear Mr. Chessell,

Re: Overtime Administration

This will confirm our discussion during negotiations regarding the desire to have a

fair and consistent administration process of overtime. To achieve this, the following

process will be followed:

• A uniform overtime list (see attached) shall be maintained that records allovertime worked and charged, per Location and per classification. These lists will

be posted on a bi-weekly basis and made available to the Union Steward.

• A call out report shall be maintained to record the names and times of all calls and

made available to the Union Steward.

• As of January 1” each year, the hours of all overtime of the employee in each

classification with the lowest hours will be deducted from all employees in theclassification at the Location.

• When an employee returns from an absence of eight (8) weeks or more, theemployee will be charged sufficient hours to equal the average overtime hoursworked in the classification at the Location during the period of absence.

• For pre-arranged overtime, the crew involved in the commencement of the work

may be assigned the overtime.

• For work continuing past the regular stop time, the crew performing the workduring the day may be assigned to continue the work on overtime.

• Employee(s) who are also on standby may continue to work with their crew past

regular hours provided the employee(s) have prior approval to do so from theShift Supervisor.

‘‘4

• Employees on standby will not be offered planned overtime work in the sameperiod, except as noted in the above bullet

• Shift workers overtime work will be offered to the employee with the lowestovertime hours accumulated on the overtime list, provided the overtime work to beperformed is within the employee’s experience and training, and provided theovertime work does not conflict with the employee’s weekly shift schedule.

• Employees on vacation, sick, WSIB, or other approved leave will not be offeredovertime work.

• In all cases, if employees decline overtime or are unavailable at the time of call,they will be charged the hours worked by the employee who accepted the overtime.

• Supervisor will be responsible to document call-out response travel times and setexpectations related to infringement of travel time.

• If an employee is approaching or exceeding the “Commercial Vehicle DriverHours of Service” or the “excessive hours of work permit” maximums, s/he shalladvise the requesting Supervisor, and if the Supervisor determines that theemployee is not required to work the overtime, the employee shall not be charged.

Yours truly,

Jodi EngelDirector, Employee Labour Relations, Training and Development

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INDEX

ABSENCE WITHOUT LEAVE- definition (14.01), 24

ACCOMMODATION- another classification (27.02 3/4/5), 55- employer/Union commitment (27), 53- modified work (27.01 2), 53- posting notice waived (10.01 d), 10- regular meetings (27.01 3), 54- representatives (27.01), 53- Return to Work Pgm (27.01 I), 53- time absent (27.01 4), 54- wage protection (27.03), 55

ADOPTION LEAVE- continuation of benefits (24.02), 32- duration (24.01), 32- maintenance of wages (24.04), 33- reinstatement (24.08), 35

AGREEMENT- COLA (35.03), 73- employer/employee resp. (1.03), 1- escalator clause (35.04), 74-intent(l.02), I-purpose of(I.01), I- Schedule 1(35.02), 73- wage & benefits (35.05), 75

ALTERNATIVE WORKSCHEDULE- accumulated bank (33.09 e/f/g), 65- approval (33.08), 64- bereavement (33.09 i), 65- core hours (33.09 a/c), 64- denial (33.08), 64- denial/withdrawn (33.08), 64- hours of work (33.08), 64- procedure (33.09 a), 64- sick pay credit (33.09 i), 65- vacation (33.09 i), 65

BEREAVEMENT LEAVE- alternative work schedule (33.09 i), 65- illness/vacation (17.04), 26- non 8 hour day employees (17.05), 26- pall bearers (17.03), 26- rate ofpay (17.01), 25- time off allowed (17.01 alb/c/d), 25- Union Pres/delegate (17.02), 26

BULLETIN BOARDS- placement of(15.01), 24

DEMOTED EMPLOYEE- previous classification (10.16), 15

-seniority(10.16), 15

DENTAL PLAN- carriers (24.11), 38- coverage (24.10), 38

DISCRIMINATION- Human Rights Code (3.01 a), 2- same sex spouse (3.01 b), 2

DRIVER’S LICENCE- suspension (10.17), 15

EMPLOYEE DISABLED- pay rate/benefits (24.26), 44

EMPLOYEE RECORDS- current address (11.04), 17- employee disagrees (32.01), 60- performance appraisal (32.01), 60

EMPLOYEE SURPLUS- advance notice (31.01), 59- employee displacement (3 1.03), 59- rate of pay (31.02), 59- seniority (3 I .03/04/05), 59

EMPLOYEE TERMINATION- sick pay credit - cum. (24.21), 43- sick pay credit (24.22), 44- vacation (20.11), 30

EMPLOYEE’S DEATH- pay rate/benefits (24.27), 45- spouse/dependent children (24.27), 45

GRIEVANCE- unsuccessful applicant (10.04), 12

GRIEVANCE PROCEDURE,MEDIATION & ARBITRATION- arbitration (8.15), 8- employee complaint (8.01), 6- extension of time (8.11), 8- form (8.03), 6- mediation (8.18), 9- ON Ministry of Labour (8.16), 9- policy (8.01), 6- resolution (8.10), 8- steps/limits (8.01/04/06/07), 6- time absent (8.12), 8- time limits (8.09), 8

HEALTH & SAFETY- accident reports (26.02 xiii), 49- competent students (26.07), 53- health & safety rep (26.04), 52- Letters of Instruction (26.02 x), 49- OFL training (26.02 xi), 49

a

- OHSA (26), 47- refusal to do work (26.05), 52- revision to rule book (26.03 xiii), 52- revisions to rule book (26.02 ix), 48- Steering Ctee (26.03), 50- unresolved issues (26.02 xivlxv), 49- VDT emissions (26.06), 52- Workplace Committees (26.02), 47

HEALTH & SAFETY REP- other business (13.10), 23- rate of pay/benefits (13.10), 23- seniority (13.11), 23

HOURS OF WORK- alternative working schedule (33.09), 64- break times (33.33), 72- changes (33.07 b), 64- changes to master schedule (33.07 b), 64- Dispatcher (33.03), 62- employee not on shift work (33.01), 62- Labour/Manage. Ctee (33.07 a), 64- lunch (33.01), 62- master schedule (33.06 a), 63- parking (33.34), 72- posting (33.06 g), 63- shift differential (33.10/I I), 66- shift employees (33.06), 63- shift hours (33.02), 62- spare/relief (33.06 a), 63- standby (33.12), 66- summer schedule (33.06 e), 63- telephone (33.34), 72- trading shifts (33.06 d), 63- weekly schedule (33.06 0,63

JOB DESC/CONSULT CTEE- cost of committee (10.21), 16- members (10.19), 16- new/change (10.19), 16

JOB PROMOTION- factors (10.03 a/b/c). II- grievance (10.04), 12- qualifications (10.03), II- rate of pay (10.06/07/08/09), 12

JOB SECURITY- employee probation (29.01), 56- employee retrained (29.01), 56-job elimination (29.01), 56- job placement period (29.01), 56- posting notice waived (10.01 d), 10- wage protection (29.01), 56

JOB VACANCY- classification conditions (10.06), 12- cross-bargaining unit (10.01 b), 10- posting notice waived (10.01 d), 10

- posting of time limits (10.01 a), 10- promotion (10.03), II- relative experience (10.02), II- returning employee (10.13), 14- revertto formerposition (10.10/13), 14- successful employee (10.10 b), 14- time limits (10.01 a), 10- unsuccessful applicant (10.01 a), 10

JURY & WITNESS DUTY- rate of pay(l6.Ol), 24- seniority (16.01), 24- subpoenaed by Union (16.03), 25- witness work-related (16.02), 25

LABOURJMANAGEMENT CTEE- alternative work schedule (33.08 2), 64- hours of work, shift (33.07 a), 64- leave of absence (13.06), 21- meetings (25.01), 46- minutes (25.01), 46- performance appraisal (32.0?), 60- purpose (25.01), 46- rehab employment (24.13), 38- self-funded leave (13.12), 23- training (28.01), 56- work assignment (12.12), 20

LAYOFF- severance pay (11.07), 17

LEAVE OF ABSENCE- benefits (13.06), 21- dependent care (13.08), 22- new member interview (13.13), 24- non 8 hour day employee (13.08), 22- public duties (13.06), 21- self-funded leave plan (13.12), 23- seniority (13.06), 2?- sick pay substitute (13.05), 21- Union Bargaining Ctee (13.07), 22- Union duties (13.06), 21- Union officers (13.04), 21- without pay 03.05), 21

LONG TERM DISABILITY- benefit formula (24.13 b), 39- leave without pay (24.13 b), 39- posting notice waived (10.01 d), 10- rehab employment (24.13 b), 39- rejection ofrehab offer (24.13 b), 39- sick pay credits (24.13 b), 39- vacation entitlement (24.13 b), 39

MANAGEMENT RIGHTS- equipment’machinery (4.01 c), 2- order & discipline (4.0?), 2- rules & regulations (4.01 c), 2

b

MASTER SCHEDULE- changes (33.06 b/c), 63- posting (33.06 a’g), 63- shift hours of work (33.02), 62- spare/relief (33.06 a), 63- summer work (33.06 e), 63- trading shifts (33.06 d), 63- weekly schedule (33.06 0,63- weekly shift (33.02/06), 62- weekly shift (33.09 d), 64

MEDICAL COVERAGE- carriers (24.11), 38- change ofcaniers (24.12), 38- death of employee (24.09 j,k), 37

MILEAGE ALLOWANCE- employee’s automobile (33.32), 71- reimbursement (33.32), 71

NEW EMPLOYEE- pension plan (10.12), 14-probationary period (10.10 WI 1/14/15), 14- rate of pay (10.07), 13

OVERTIME- call out (33.17), 67- definition (33.13), 66- emergency (33.15), 67- employee declines (33. 16), 67- employee recalled (33.13), 66- equitable practice (33.16), 67- meal allowance (33.31), 70- non continuous work (33.18 b), 68- pre-arranged (33.18 a), 67- records (33.16), 67- time off (33.14), 67

OVERTIME - NON SHIFT- call-out (33.20), 68- Monday-Friday (33.19), 66- public holiday (33.23), 69- Saturday/Sunday (33.22), 69

OVERTIME - SHIFT- call-out (33.25), 69- public holidays (33.27), 69- scheduled days off (33.26), 69- work continued (33.24), 69

PARENTAL LEAVE- continuation of benefits (24.02), 32- duration (24.01), 32- reinstatement (24.08), 35

PERFORMANCE APPRAISAL- anniversary (32.01), 60- disagreement (32.01), 60- employee rating (32.01), 60

- employee warning (32.03), 61- Labour/Manage. Ctee (32.01), 60

PERMANENT PLACEMENT- another class (27.02 3), 55- existing job (27.02 1), 54- medically fit (27.02 I), 54- modified duties (27.02 2), 54- newly created classification (27,02 5), 55- other bargaining unit (27.02 4), 55

PERSONNEL RECORDS- employee hearing (32.02), 61- right to review (32.02), 6 I

PREGNANCY LEAVE- continuation of benefits (24.02), 32- duration (24.01), 32- reinstatement (24.08). 35- wage top-up (24.03), 33

PROBATION-newemployee(lO.lI/14/l5), 14- returning employee (10.13), 14- revert to former class (10,10 b). 14

PUBLIC HOLIDAYS- absence of employee (19.04), 28- absence without pay (19.04), 28- additional days (19.01 b), 27- falling during vacation (19.06), 29- falling on weekend (19.02), 28- lieu days(19.03/04/05), 28- overtime, shift (33.27), 69- recognised days (19.01 a), 27- shift employee (19.03), 28- time worked (33.26), 69

RECALL- certificated illness (11.03), 17- conditions (11.05). 17- entitlement (I I .02/05), 16

RELIEF- arranged (12.06), 1 8- days accumulated (12.04), 18- emergency (12.05/07/08), 18- higher classification (12.03/08), 18- illness (12.06), 18- meetings (12.03), 18- outside bargaining unit (12.09), 19- public holiday (12.07), 19- relief rate (12.03), 18- scheduled day off (12.05), IX- senior employee (12.03), 18- shift employee (12.05/06/07), 18- training (12.03), 18

RELIEF - LONG TERM-supervisor(12.l0), 19

c

RELIEF - SHORT TERM- definition (12.01), 17-rateofpay(12.OI), 17

RETIREMENT- employee’s death (24.27), 45- normal/early (24.27), 45- notice period (24.27), 45- notice to employer (24.27), 45- OMERS (24.27), 45- permanent disability (24.27), 45

RETROGRESSION- employee surplus (31.01), 59- lower classification (31.02), 59- posting notice waived (10.01 d), 10- seniority (31.03/05), 59- training (31.05), 59- Union notice (31.01), 59

SAFETY EQUIPMENT- employer’s duty (18.01), 26

SAFETY FOOTWEAR- allowance/carry over (18.02), 26- approval (18.01), 26- made to measure (18.03), 27-quality(l8.0l).26- students (6.02). 4

SCHEDULE I-job description (10.19), 16

SELF-FUNDED LEA- terms/conditions (13.12), 23

SENIORITY- accident (9.04), 10- demoted employee (10. 16), 15- f list (9.02), 9- Health & Safety Rep (13.11), 23- illness (9.04), 10-jury & witness duty (16.01), 24- leave of absence (9.05), 10- retrogression (31.03), 59- standing disagreement (9.03), 9- technological change (30.02/03/04), 57- temporary transfer (12.09), 19- Union Bargaining Ctee (13.07), 22- Union/public duties (13.06), 21

SHIFT DIFFERENTIALS- weekends/holidays (33.10), 66

SICK PAY CREDIT- accident/illness (24.20), 42- additional grants (24.19), 42- allowance (24.18), 42- alternative work schedule (33.09 i), 65

- cumulation (24.18), 42- deceased employee (24.23), 44- dependent care (13.08), 22- employee retirement (24.22), 44- employee termination (24.22), 44- notice to dept. (24.17), 41- payout (24.26), 44- York Hydro (24.25), 44

SPOUSAL LEAVE- benefits (24.07 a), 34- definition (24.07 a), 34- non 8 hour employee (24.07 b), 34

STEERING CTEE- additional committees (26.02 xvi), 50- health & safety matters (26.03 iii), 50- health of workers (26.03 ix), SI- inspection by Union (26.03 vi), 5 I- meetings (26.03), 50- minutes (26.03 viii), SI- obtain info (26.03 x), SI- OFL training (26.03 xi), 5 I- paid time off (26.03 vii), SI- recommendations (26.03 iv), SI- representatives (26.03), 50- terms of reference (26.03), 50- Union co-chairperson (26.03 v), 51- unresolved issues (26.02 xv), 49- Workplace Committee (26.03), 50

STEWARDS- representation (7.03), 6

STRIKES & LOCKOUTS- contract term (5.01), 3- crossing of picket lines (5.03), 3- terms (5.02), 3

STUDENTS- benefits (6.02), 4- competent (26.07), 53- Union membership (6.01), 3

TECHNOLOGICAL CHANGE- advance notice (30.01), 57- posting notice waived (10.01 d), 10- priority rights (30.02/06), 57- seniority (30.02), 57- significant job change (30.04), 58- training/refusal of (30.03), 57- wage protection (30.02), 57

TEMPORARY PLACEMENT- definition (27.03), 55- existing job (27.03 I), 55- medically fit (27.03 2), 55- wage protection (27.03 3), 55

TEMPORARY TRANSFER- higher classification (12.07/08), 19

VE PLAN

d

TOOLS- replacement (23.01), 32

TRADE & PROFESSIONAL FEES-cost of (21.02), 31

TRAINING- Labour/Manage. Ctee (28.0!), 56-relief(12.03), 18- technological changes (30.03), 57- travel/meal expense (28.01), 56- wage protection (28.01), 56

UNION BARGAINING CTEE- rate of pay (13.07), 22- seniority (13.07), 22

UNION SECURITY & CHECKOFF- advance vacation pay (6.06 b), 5- hi-weekly (6.06 a), 5- check off list (6.03), 4- employee info list (6.04), 4- employee information (6.04), 4- membership (6.01), 3- students (6.0!), 3- union dues (6.03), 4

VACATION- carry over of time (20.07/08), 30- employee retires (20.12), 30- employee termination (20.!!), 30- entitlement (20.01/02/03104/05), 29- request (20. 13), 30- shift employees (20.09), 30- sick leave substitution (20.10), 30

WORK ASSIGNMENT- another classification (12.12)120- special assignment (12.12), 20

WORKPLACE CTEE- accident reports (26.02 xiii), 49- hazards (26.02 vii), 48- Health & Safety Ctee (26.02 xiv), 49- Health/Safety rep (26.02 xv), 49- Letters of Instruction (26.02 x), 49- minutes (26.02 xii), 49- OFL training (26.02 xi), 49- recommendations (26,02 vi), 48- representatives (26.02), 47- Safety Rule Book (26.02 ix), 48- Steering Ctee (26.02 xv), 49- terms of reference (26.02), 47- unresolved issues (26.02 xiv), 49- workplace inspection (26.02 iii), 48

e

LETTER OF CONFIRMATION FORMING PART OF MEMORANDUM OFSETTLEMENT

May 11,2018

Tom Chessell, Vice President, Sector ThreePower Workers’ Union, CLC244 Eglinton Avenue EastToronto, OntarioM4P 11(2

Dear Mr. Chessell:

Re: Renewal of Appendixes between Toronto Hydro and Power Workers’ UnionCUPE Local 1000

This will confirm our agreement in negotiations to renew the following Appendicescovering both the Inside and Outside Collective Agreements between Toronto Hydroand Power Workers’ Union CUPE Local 1000 co-incident with the term olthe 2018to 2022 Collective Agreements:

1. Power Workers’ Union CUPE Local 1000 & Toronto Hydro Energy ServicesInc.

2. Power Workers’ Union CUPE Local 1000 & Toronto Hydro Street LightingInc.

This further confirms that the reference in the renewed Appendices to PWU’s Insideand Outside Collective Agreements are references to the 2018 to 2022 Agreements.For greater certainty, this confirms that all changes to the 2018 to 2022 Inside andOutside Collective Agreements apply to all employees of Toronto Hydro EnergyServices Inc.. and Toronto Hydro Street Lighting Inc.

This letter is effective from this date and in effect so long as the terms and conditionsof the Collective Agreements continue to operate.

Yours truly,

Jodi EngelDirector, Employee Labour Relations, Training and Development

Toronto Hydro Power Workers’ UnionCUPE Local 1000

Toronto Hydro Electric SystemToronto Hydro Energy Services Inc.Toronto Hydro Street Lighting Inc.

CANADIAN UNION OF PUBLIC EMPLOYEESLOCAL NO. 1

(“CUPE Local I”)

- and —

TORONTO HYDRO STREET LIGHTING INC.(“Street Lighting Co.” or “the Employer”)

Recitals

Toronto Hydro-Electric System Limited (“the LDC”) is bound to a CollectiveAgreement with CUPE Local 1 dated February 1, 2001 to January 31, 2003 forInside Employees (“the Inside Collective Agreement”).

The LDC has decided to sell its street lighting business to the Street LightingCo. (“the Transaction”) which will involve the transfer of the bargaining unitemployees listed on the attached Schedule A (“the Street Lighting BusinessEmployees”).

Street Lighting Inc. and CUPE Local I have engaged in discussions concerningthe implementation of this transaction.

NOW THEREFORE both Street Lighting Co. and Local I agree as follows:

Street Lighting Co. and CUPE Local 1 agree that effective the closing of theTransaction, Street Lighting Co. will, pursuant to the sale of a businessprovisions of section 69 of the Labour Relations Act, be bound to the InsideCollective Agreement. All the terms and conditions of the Inside CollectiveAgreement shall apply to bargaining unit employees of the Street Lighting Co.except that this Agreement supersedes the provisions of the Inside CollectiveAgreement and with the necessary changes such as references to the Employershall mean Street Lighting Co.

Effective the closing of the Transaction, the Street Lighting Business EmpLoyeesas identified in the attached Schedule “A” shall become employees of StreetLighting Co.

Street Lighting Business Employees listed in Schedule “A” shall continue toretain and accrue seniority and service in the LDC while working for StreetLighting Co. External hires will commence seniority from the date of hire byStreet Lighting Co.

Street Lighting Business Employees listed in Schedule “A” will be permitted toapply for posted vacancies in the LDC.

II

4

Instead of any lay-off of Street Lighting Business Employees listed in Schedule“A” by the Street Lighting Co., the Street Lighting Co. will transfer the affectedStreet Lighting Business Employees back to the LDC, where the appropriatelay-off provisions of the Inside Collective Agreement will apply to theemployees so transferred.

In the event the Street Lighting Co. is sold, instead of remaining with the StreetLighting Co., Street Lighting Business Employees listed on Schedule “A” willhave the option of being transferred to the LDC, where the appropriate lay-offprovisions of the Inside Collective Agreement will apply to the employees sotransferred. The option to transfer back to the LDC will be exercised, in writing,by the Street Lighting Business Employees listed in Schedule “A” within thirty(30) days of the closing of the sale of the Street Lighting Co. The “Sale” forthe purposes of this section means that the Toronto Hydro Corporation nolonger holds, either directly or indirectly, a controlling interest in the StreetLighting Co.

Work Site

(a) When the Employer determines that an employee is required todrive to a job site outside the City of Toronto, she/he shall bereimbursed for mileage at the rate as per Article 33.32 of theInside Collective Agreement.

(b) The above mileage shall be computed to and from the job siteoutside the City limits and the employee’s Street Lighting Co.work centre.

(c) When the Employer determines that overnight accommodation isrequired the Employer will provide accommodation based ondouble occupancy. A daily meal allowance of $40.00 will beprovided. After two (2) consecutive days, an additional stipendof $20.00 will be paid. If an employee is required to stay for theremainder of the work week, an additional $20.00 will be paid.

This Agreement is effective from the date of signing until January 31, 2022.

This Agreement is the “Street Lighting Appendix” to the Inside CollectiveAgreement.

The Union agrees that the Companies or any combination of the Companies donot constitute one employer pursuant to section 1(4) of the Labour Relations Act(a “Section 1(4) Employer”) and that the execution of this Agreement does notcause the Companies or any combination thereof to become a Section 1(4)Employer and no party shall use this Agreement or any matter relating to itsimplementation or application to support a claim that the Companies or anycombination thereof is a Section 1(4) Employer. For purposes of this paragraph,

Ill

the “Companies” means Toronto Hydro-Electric System Limited, TorontoHydro Energy Services Inc., Street Lighting Co. and Toronto HydroCorporation.

This Agreement is executed and dated May 11, 2018.

Signed on behalf of Toronto Hydro Street Signed on behalf ofLocal

Lighting Inc.: No. I Canadian Union ofPublic Employees:

Anthony Haines Bmno Silano

Toronto Hydro CUPE Local No. I

Iv

INSIDE SCHEUDLE “A”

STREETLIGHTING

Pos # Position Name Employee Employee #

10407 Design Tech Level 2 Eric Anderson 2633Design Tech Level 2 Patrick Callahan 2698Design Tech Level 2 Robert Payne 2992

10408 Design Tech Level 2 Ingo Daniel 2991

10424 Senior Office Clerk LI Therese Lefort 2693

V

SIGNED THIS

__________

DAY OF Jtees 1 2018

Tom Chessell J di Eng IVice President Director Employee Labour Relations,Sector 3 Training & DevelopmentPower Workers’ Union Toronto Hydro