town of renfrew km c554e-20180601094042 administration/91… · bargaining agent for all full time...

THIS AGREEMENT

made this 4th day of April, 2018

BETWEEN

The CORPORATION of the TOWN of RENFREW (hereinafter referred to as 'THE EMPLOYER')

AND

The RENFREW PROFESSIONAL FIREFIGHTERS ASSOCIATION (hereinafter referred to as 'THE ASSOCIATION')

(President) Tim Hill

d~ (Secretary) Garett Stevenson

(Treasurer) Chad Scerba

WHEREAS the parties have agreed to enter into an Agreement for the purpose of setting out responsibilities, privileges, working conditions and remuneration respecting the employment of the employees.

NOW THEREFORE THIS AGREEMENT WITNESSETH:

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Table of Contents ARTICLE 1: EMPLOYEES COVERED .............................................................................................................................. 4

ARTICLE 2: RECOGNITION ............................................................................................................................................... 4

ARTICLE 3: MANAGEMENT RIGHTS ............................................................................................................................ 4

ARTICLE 4: HOURS OF WORK ......................................................................................................................................... 5

ARTICLE 5: VACATIONS .................................................................................................................................................... 5

ARTICLE 6: STATUTORY AND DECLARED HOLIDAYS ......................................................................................... 6

ARTICLE 7: TRAINING LEAVE AND EXPENSE ALLOWANCE ............................................................................. 7

ARTICLE 8: MILEAGE ALLOWANCE ............................................................................................................................. 7

ARTICLE 9: LEAVE OF ABSENCE ................................................................................................................................... 7

ARTICLE 10: SALARIES AND CLASSIFICATIONS .................................................................................................. 7

a) Salaries ................................................................................................................................................................................ 7

b) Service Recognition Pay ............................................................................................................................................... 10

c) Overtime ........................................................................................................................................................................... 11

d) Overtime Bank ................................................................................................................................................................ 11

e) Call Back ............................................................................................................................................................................ 11

f) Court Duty ........................................................................................................................................................................ 11

ARTICLE 11: PROMOTIONS AND SENIORITY ..................................................................................................... 12

ARTICLE 12: TECHNOLOGICAL CHANGE CLAUSE ............................................................................................ 12

ARTICLE 13: LAY-OFF AND RECALL ............................................................................................................................ 13

ARTICLE 14: EMPLOYEE BENEFITS ........................................................................................................................ 13

a) INCOME PROTECTION PLAN ....................................................................................................................................... 13

1. Short-term Income Replacement Benefits ............................................................................................................ 13

2. Maximum Benefit .............. , ........................................................................................................................................... 14

3. Benefit Claim Forms and Certification .................................................................................................................... 14

4. Long Term Income Replacement Benefits ............................................................................................................. 15

a) Interim Long Term Replacement Benefits ............................................................................................................. 15

b) Long Term Disability Insurance .................................................................................................................................. 15

5. Seniority and Continuity of Employment ............................................................................................................... 16

b) Pensions ............................................................................................................................................................................ 16

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c) Hospital and Medical .................................................................................................................................................... 16

d) Group Life ......................................................................................................................................................................... 17

e) Dental ................................................................................................................................................................................. 17

f) Post Retirement Benefits ............................................................................................................................................. 17

ARTICLE 15: UNIFORMS AND EQUIPMENT ......................................................................................................... 18

ARTICLE 16: CLEANING OF UNIFORMS ................................................................................................................ 18

ARTICLE 17: COMPASSIONATE LEAVE ................................................................................................................. 19

ARTICLE 18: WORKPLACE SAFETY & INSURANCE BOARD .......................................................................... 19

ARTICLE 19: THIRD PARTY LIABILITY .................................................................................................................. 19

ARTICLE 20: CAPTAIN/ACTING CAPTAIN ON CALL ........................................................................................ 19

ARTICLE 21: GRIEVANCE PROCEDURE ................................................................................................................. 20

Group Grievance ...................................................................................................................................................................... 21

Extension of Time Limits ........................................................................................................................................................ 21

Arbitration .................................................................................................................................................................................. 21

ARTICLE 22: FIRE DEPARTMENT COMPOSITION AND MANNING ............................................................ 22

ARTICLE 23: CONTRACTING OUT ............................................................................................................................ 22

ARTICLE 24: PLACE OF RESIDENCE ....................................................................................................................... 22

ARTICLE 25: DURATION···········~······································ ........................................................................................... 22

APPENDIX 'A' ............................................................................................................................................................................. 23

PROMOTIONS AND UPGRADING ........................................................................................................................................ 23

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ARTICLE 1: EMPLOYEES COVERED

a) The provisions of this Agreement shall apply to all full time employees of the Renfrew Fire Department except the Chief and the Deputy-Chief.

b) Each new employee shall be subject to a period of probationary employment of twelve (12) months duration during which period the Employer shall have the right to terminate the probationer's employment without grievance, although all other provisions of this Agreement shall apply to probationary employees.

c) Both parties recognize and agree that the position of Captain has been an established classification since 1986 and has been staffed as a minimum of two (2) captains. Promotion to the classification is as outlined in Article 11.

d) Effective January 1, 2017, the classification of Acting Captain is agreed to have been created to provide for supervision in the absence of the Chief or Captain.

e) Article 1 c) and d) do not restrict the Employer's right in Article 3.

ARTICLE 2: RECOGNITION

a) The Employer recognizes the duly elected Committee of the Association as the exclusive bargaining agent for all full time employees of the Renfrew Fire Department as defined in 1 (a), and this Agreement shall be regarded as being applicable to all such employees.

b} The parties to this Agreement are subject to successor rights as may be determined from time to time by the Province of Ontario enabling legislation.

c} The parties recognize and agree that succession planning is a priority and that enrolment in an appropriate officer training program is preferred for all officer promotions.

ARTICLE 3: MANAGEMENT RIGHTS

The parties hereto acknowledge that it is the exclusive right of the Employer, subject to and In accordance with the Fire Protection and Prevention Act, 1997 (F.P.P.A.} and the terms of this Agreement, to:

a) maintain order, discipline, and efficiency; b) hire, direct, classify, transfer, and promote; c) promote to, or demote from, officer rank for the purpose of organizing or reorganizing

the department;

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ARTICLE 3: MANAGEMENT RIGHTS (cont'd)

d) demote, discharge, suspend or otherwise discipline employees for just and sufficient cause;

e) generally to operate and manage the undertakings of the department and without restricting the generality of the foregoing, to select, install and require the operation of any equipment, plant and machinery necessary for the efficient and economical carrying out of the operations and undertakings of the department.

ARTICLE 4: HOURS OF WORK

a) Employees shall be required to work a forty-two (42) hour week on a two platoon system according to a schedule established by the Chief in consultation with the Association but the Chief is to have the final say.

b) Nothing herein contained shall prevent the Chief, or in his absence the Officer in Charge, from granting the request of any two men to exchange shifts or days off consecutively.

ARTICLE 5: VACATIONS

a) Employees who are able to complete their probationary period in the calendar year in which they commence employment (January 1 to December 31) shall be entitled to "two (2) calendar weeks" (eighty-four (84) hours) of vacation. Employees who are unable to complete their probationary period in the calendar year in which they commence employment (January 1 to December 31) will receive 4% of their salary earned to December 31 as payment in lieu of vacation.

b) All employees who have completed three (3) years service, in a given calendar year, (January 1 to December 31), but less than ten (10) years service shall be entitled to "three calendar weeks" (one-hundred and twenty six (126) hours) of vacation in each calendar year, on a rotating system, as set out by the Chief in consultation with the Association, but the Chief is to have the final say.

c) All employees who have completed ten (10) years service, in a given calendar year, but less than twenty (20) years service, shall be entitled to "four (4) calendar weeks" (one hundred and sixty-eight (168) hours) of vacation in each calendar year, on a rotating system, as set out by the Chief in consultation with the Association, but the Chief is to have the final say.

d) All employees who have completed twenty {20) years service, in a given calendar year, but less than twenty-five (25) years service, shall be entitled to "five (S) calendar weeks" (two-

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ARTICLE 5: VACATIONS (cont'd)

hundred and ten (210) hours) of vacation in each calendar year, on a rotating system, as set out by the Chief in consultation with the Association, but the Chief is to have final say.

e) All employees who have completed twenty-five (25) years service, shall be entitled to "six (6) calendar weeks" (two-hundred and fifty two (252) hours) of vacation in each calendar year, on a rotating system, as set out by the Chief in consultation with the Association, but the Chief is to have final say.

f) Any hours required to balance calendar week entitlements shall be taken from the employee's statutory and declared holiday entitlements.

ARTICLE 6: STATUTOBYAND DECLARED HOLIDAYS

a) Each employee shall be entitled to twelve (12) statutory and declared holidays (one hundred and forty-four (144) hours) in each year, with full salary. Each employee shall receive time off at a time that is mutually agreed upon between the Chief and the employee. The maximum pay-out for hours not taken off shall not exceed forty-eight (48) hours at the current hourly rate of pay. Each employee who is working on shift, on a statutory holiday shall be compensated at a rate one and one half (1~) times the rates established in Article 10 a) of the Agreement for the hours worked on the Statutory holiday. The maximum rate paid for the statutory holiday shall be one and one half times salary.

For the purpose of this Agreement, statutory and declared holidays shall be as follows:

New Year's Day Easter Monday Civic Holiday Remembrance Day

FLOATING HOLIDAY

Family Day Victoria Day Labour Day Christmas Day

Good Friday Canada Day Thanksgiving Day Boxing Day

Floating holiday of two (2) shifts shall be granted annually, subject to the employee giving the Chief or his designate ten (10) days notice in writing and subject to the Chief or his designate being able to find a replacement for that shift.

Priority for a Floating Holiday will be:

1) if the employee making the request worked the previous Statutory Holiday; and

2) seniority.

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ARTICLE 7: TRAINING LEAVE AND EXPENSE ALLOWANCE

Employees of the Fire Department attending training courses, seminars and conferences outside town limits, authorized by the Chief, shall be compensated for out of pocket expenses for receipts turned in to and approved by the Chief.

ARTICLE 8: MILEAGE ALLOWANCE

Personnel authorized by the Chief to use their privately owned automobiles for departmental business outside the town limits, shall receive an allowance at the current town rate. Any reimbursement for travel expenses from other sources will be made payable to and turned over to the Corporation.

ARTICLE 9: LEAVE OF ABSENCE

The Association shall be given up to eight (8) shifts leave of absence annually, without loss of pay, to attend Association functions, provided that the Association gives to the Fire Chief fifteen (15) days notice in writing of its intention to use one or more of the said eight (8) shifts for purposes other than contract negotiations or processing grievances and providing that there is a swing-man available for four (4) of the said shifts.

ARTICLE 10: SALARIES AND CLASSIFICATIONS

a) Salaries

The following rates shall apply effective January 1, 2017:

Probationary First Year 50% $ 47,395 4th Class Second Year 65% $ 61,614 3rd Class Third Year 75% $71,093 2"d Class Fourth Year 85% $ 80,572 1st Class After 4 Years 100% $ 94,790 Acting Captain By Promotion 105% $ 99,530 Captain By Promotion 110% $ 104,269

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ARTICLE 10: SALARIES and CLASSIFICATIONS (cont'd) The following rates shall apply effective January 1, 2018:

Probationary First Year 4th Class Second Year 3rd Class Third Year 2"d Class Fourth Year 1st Class After 4 Years Acting Captain By Promotion Captain By Promotion


Probationary First Year 4th Class Second Year 3rd Class Third Year 2nd Class Fourth Year 1st Class After 4 Years Acting Captain By Promotion Captain By Promotion





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50% $ 48,509 65% $ 63,062 75% $ 72,764 85% $ 82,465

100% $ 97,018 105% $ 101,869 110% $106,720

50% $ 49,601 65% $ 64,481 75% $ 74,401 85% $ 84,321

100% $ 99,201 105% $104,161 110% $109,121

50% $ 50,588 65% $ 65,764 75% $ 75,881 85% $ 85,999

100% $ 101,175 105% $106,234 110% $111,293

50% $ 51,594 65% $ 67,072 75% $ 77,391 85% $ 87,710

100% $ 103,188 105% $ 108,347 110% $113,507

ARTICLE 10: SALARIES and CLASSIFICATIONS (cont'd)




Probationary First Year 4th Class Second Year 3rd Class Third Year 2nd Class Fourth Year 1st Class After 4 Years Acting Captain By Promotion Captain By Promotion





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50% 65% 75% 85%

100% 105% 110%

50% 65% 75% 85%

100% 105% 110%

50% 65% 75% 85%

100% 105% 110%

50% 65% 75% 85%

100% 105% 110%

$ 52,621 $ 68,407 $ 78,931 $ 89,455

$ 105,241 $110,503 $ 115,765

$ 53,668 $ 69,768 $ 80,501 $ 91,235

$107,335 $112,702 $118,069

$ 54,741 $ 71,163 $ 82,112 $ 93,060

$109,482 $114,956 $120,430

$ 56,028 $ 72,836 $ 84,041 $ 95,247

$ 112,055 $117,658 $123,261

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ARTICLE 10: SALARIES and CLASSIFICATIONS (cont'd)


Probationary First Year 50% $ 57,288 4th Class Second Year 65% $ 74,474 3rd Class Third Year 75% $ 85,932 2"d Class Fourth Year 85% $ 97,390 1st Class After 4 Years 100% $114,576 Acting Captain By Promotion 105% $120,305 Captain By Promotion 110% $126,034

* Annual salary increases will be effective on the commencement of the first pay period paid

in each year.

b) Service Recognition Pay

(i) Each full-time Firefighter of the Renfrew Fire Department shall receive Service Recognition Pay in accordance with the schedule below.

(ii) Service Recognition Pay will be added to the employee's base salary, as set out in Article 10, and will form part of the employee's regular annual salary for the purpose of determining the hourly rate and will be included as a pensionable earning as defined by OMERS and will be used to determine all entitlements under the Collective Agreement that are presently calculated on the basis of an employee's hourly or regular salary.

(iii) Service Recognition Pay will be paid in accordance with the following schedule:

Effective Date Years of Service Percentage of 1st Class Salary January 1, 2012 8 1%

17 2% 23 3%

Effective Date Years of Service Percentage of 151 Class Salary January 1, 2013 8 2%

17 4% 23 6%

Effective Date Years of Service Percentage of 1st Class Salary January 1, 2014 8 3%

17 6% 23 9%

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ARTICLE 10: SALARIES AND CLASSIFICATIONS (cont'd)

c) Overtime

Overtime in excess of working schedule will be paid at a rate of time and one-half. Employees working scheduled overtime may receive time off in-lieu of overtime at the rate of one and one-half hours for each hour worked at such time as is mutually agreed between the Chief and the employee. Employee training will be paid at one times unless the employee is providing shift coverage for the training or is the trainer.

d) Overtime Bank

Employees may accumulate overtime hours worked. The maximum accumulated overtime hours must not exceed one-hundred and sixty-eight {168) hours and is valued at the current rate of the year in which it is earned. If an employee changes classes, the balance of the overtime is paid out. Overtime must not be incurred in order to take time off.

e) Call Back

Call back for fire and emergency situations will be paid at a rate of time and one-half the regular hourly rate, with a minimum of three (3) hours pay at time and one half.

Any call back prior to the commencement of a shift shall be compensated in half (J1) hour increments at time and one-half, and any overlap of the call back into the shift will be calculated at one-half (J1) the regular hourly rate.

The maximum rate paid for call back shall be time and one-half {1~) the regular hourly rate.

Any call back within one hour of the original call shall be considered as the first call.

Effective January 1, 2019, call back for fire and emergency situations will be paid at a rate of time and one-half the regular hourly rate, with a minimum of two (2) hours pay at time and one half.

All call back within one hour of the original call shall be considered as the first call.

f) Court Duty

If an employee is required to attend court on matters arising out of the course of his duties, such court time shall be regarded as duty time and any witness fees received by the employee shall be remitted to the Employer. If such court time occurs outside an employee's normal hours of work, he may at his election and subject to the approval of the Chief, be compensated at the rate of one and one-half times (1~ x's) his normal rate of pay for each such hour or major portion thereof spent in court with a minimum of four (4) hours pay at overtime rates, or alternatively, receive relief from his regular night shift on the night immediately preceding his court appearance. If such court time occurs during an

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employee's scheduled vacation period, in addition to compensation as outlined above, he shall receive two (2) additional days leave of absence, without loss of pay, at a time mutually agreed upon by the employee and the Chief.

ARTICLE 11: PROMOTIONS AND SENIORITY

a) Recommendations by the Fire Chief for promotions to Captain/ Acting Captain in the department shall be based upon the attached Appendix "A" entitled PROMOTIONS AND UPGRADING. Seniority is defined as an employee's length of continuous service computed from the date the employee commenced continuous full-time work with the Renfrew Fire Department. Former fire department employees reentering the service after continuity of service has been broken for any reason (full-time armed forces service excepted) shall be considered new employees and seniority shall start as of the day they reentered the service.

b) Upon successful review of the employee by the Chief in consultation with the Captains, the promotion shall be granted. The Chiefs assessment of the employee will be based on ability, experience, training and the employee meeting criteria outlined in Article 20.

ARTICLE 12: TECHNOLOGICAL CHANGE CLAUSE

At least ninety (90) days prior to the implementation of technological change, changes in mechanization, changes in operating methods or organization affecting the employment status of any employee, the Corporation shall, by written notice, furnish the Association with information of the planned change or changes. Such prior notice shall contain relevant information respecting:

the nature and the degree of change; the date or dates on which the Corporation plans to effect the change; and the location or locations involved.

As soon as reasonably practicable, after the foregoing notice has been given, the Corporation shall make full disclosure to the Association of the effects of the change or changes on each classification of employees. Such disclosure will contain all relevant data in the possession of the Corporation and shall be supplemented by any additional relevant information requested by the Association. Following the said disclosure, representatives of the parties will meet for the purpose of engaging in effective consultations with a view to resolving any issue which may concern the employment status of any employee.

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ARTICLE 13: LAY-OFF AND RECALL

Should a lay-off of one or more employees be planned, it is recognized that despite the manner in which the factor of seniority may apply in other instances, that seniority shall be the major factor in determining the order of lay-off and recall. This will result in the last employee to be hired, being the first employee to be laid off. In the event of a recall, employees shall be recalled in the order of their respective seniority. Should an organizational demotion of one or more employees be planned, officers shall be demoted from their rank in the inverse order of their promotion to those ranks. In the event that two or more officers were promoted at the same time, seniority shall be the deciding factor in determining the order of demotion and reinstatement. This will result in the last employee promoted to officer rank being the first to be demoted. Officers shall be restored to their respective former ranks in the inverse order of their demotion from those ranks, when organizational needs so dictate.

ARTICLE 14: EMPLOYEE BENEFITS

a) INCOME PROTECTION PLAN

1. Short-term Income Replacement Benefits

Employees who are unable to perform their duties due to a non-occupational illness or injury shall be entitled to Short-tern Income Replacement Benefits, calculated on the employee's normal rate of pay, in accordance with the following schedule:

Length of 100% Salar~ 75% Salar~ Service {weeks) (weeks)

2 weeks - 3 months 1 16 3 months - 6 months 2 15 6 months - 12 months 3 14 1 year - 2 years 4 13 2 years - 3 years 5 12 3 years -4 years 6 11 4 years - 5 years 7 10 5 years-6 years 8 9 6 years - 7 years 9 8 7 years - 8 years 11 6 8 years - 9 years 13 4 9 years - 10 years 15 2 10 years or more 17 0

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ARTICLE 14: EMPLOYEE BENEFITS (cont'd)

2. Maximum Benefit

a) Each employee's entitlement regarding the number of weeks at 100% of salary will be calculated based on the employee's length of service with the Employer as of 1 January 1988, and will be updated on the first of January each year thereafter. Each employee's allotment of 100% weeks will be automatically renewed on the first normal working day in January, providing the employee is working on that day. Employees in receipt of Short-term or Long-term Income Replacement benefits on the first normal working day in January will receive their new allotment of 100% weeks when they have returned to work on a full-time basis for one full work week.

b) If an employee exhausts his entitlement to 100% weeks, there will always be available up to seventeen (17) weeks of benefits at 75% of salary (corresponding to the Long Term Disability Insurance qualification period). Successive absences from work due to the same illness or injury will be considered as the same period of disability unless separated by two (2) consecutive full work weeks.

c) Top-Up I) Employees may elect to apply the paid time off relating to vacation or holiday

entitlement in accordance with the provisions of this Agreement in order to "top-up" Short-term Income Replacement Benefits under this section.

ii) Benefits "topped-up" in this manner shall not exceed 100% of the employee's normal rate of pay and vacation or holiday entitlement so applied will be deducted from the employee's previously unused entitlement in the same proportion as it Is used to provide for such 'topping-up.'

iii) Employees wishing to elect such "top-up" must notify the Chief in writing, and at the time of the initial application for benefits as provided.

3. Benefit Claim Forms and Certification

a) Benefit Claim forms and certifications required to claim Short-term Income Replacement benefits shall be submitted to the Fire Chief or his designate.

b) Employees who are entitled to Short-term Income Replacement Benefits may obtain such benefits on the production of a benefit claim form.

c) An employee who is absent for more than two (2) consecutive shifts must file with the claim form a certificate from a qualified medical practitioner.

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d) An employee may file a claim for benefits for up to two (2) consecutive shifts without a certificate from a qualified medical practitioner provided that the total number of such uncertified shifts does not exceed four (4) in any one (1) calendar year.

e) An employee required to file a certificate from a qualified medical practitioner in accordance with Clause 14(a)(3)(c) shall do so within two (2) weeks of the commencement of the absence and may be required to renew such certification each month thereafter.

f) If it appears to the Employer that an employee is making too frequent application for Short-term Income Replacement benefits, or if the Employer questions the accuracy or adequacy of the certificate filed, the Employer may have the employee referred to a specialist medical practitioner mutually agreeable to the employee and the Employer.

g) The Employer will reimburse the employee for costs assessed by a medical practitioner for the provision of medical certificates and/or benefit claim forms required for employment purposes.

4. Long Term Income Replacement Benefits

a) Interim Long Term Replacement Benefits

Employees who have exhausted their entitlement under Articles 14.1 and 14.2 (b) shall be entitled to Interim Long Term Replacement Benefits calculated at sixtyseven percent (67%) of the employee's annual salary for a period not to exceed seventeen (17) weeks. This benefit will bridge between the Short Term Income Replacement Benefits under 14.1 and 14.2 (b) and the Long Term Disability Insurance Benefit under 14.4 (b).

b) Long Term Disability Insurance

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The Employer will maintain a Long Term Disability Insurance Benefit providing 67% of normal monthly earnings on behalf of all employees who are unable to perform their duties as a result of a non-occupational illness or injury. Please refer to your employee booklet for complete details.


5. Seniority and Continuity of Employment

a) Employees in receipt of Short-term Income Replacement benefits shall continue to be employees of the Employer and shall continue to accumulate seniority and receive health and welfare benefits in accordance with the terms of this Agreement.

b) Employees in receipt of Interim Long Term Replacement Benefits or Long Term Disability Insurance Benefits shall continue to be employees of the Employer for a period of one-hundred twenty-one (121) weeks from the last full day worked and shall retain, but not accumulate seniority for this period. The Employer will maintain life insurance, health tax and extended health coverage for such employees in accordance with the provisions of th is Agreement for the first one-hundred twentyone (121) weeks of this period.

c) An employee who makes application for Long Term Disability Insurance benefits which application is denied, or an employee in receipt of Long Term Disability Insurance benefits, which benefits are discontinued, must forthwith make himself available for work. An employee who fails to make himself available for work within two (2) shifts following the denial or discontinuation of benefits shall cease to be an employee ofthe Employer effective the date of such denial or discontinuation.

d) An employee returning to work after a period of being in receipt of Long Term Disability Insurance Benefits, or an employee making himself available for work in accordance with Section 14(a)(S)(c), shall be returned to his former position in accordance with the seniority provisions of this Agreement, provided that he is medically fit as certified by a medical practitioner to fully perform the duties of that position, the Employer will provide light duties or other alternate employment which the employee is medically fit to perform.

b) Pensions

Each employee shall be entitled to the benefits and privileges of any pension plan which shall hereafter be adopted by agreement between the Employer and the employee.

c) Hospital and Medical

It is agreed between the parties that the Corporation shall pay 100% of the cost of the existing hospitalization, medical and drug plan coverage as presently maintained by the Corporation. In addition, the Employer will maintain a vision care supplement to a maximum of three hundred and fifty dollars ($350) per family member in a two year period, toward the cost of prescription eye wear or examinations for the employee and eligible dependents. A drug card will be provided to all employees identified in Article 1 and Article 14 (f).

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d) Group Life

Each employee shall be entitled to the benefits and privileges and the Corporation agrees to pay 100% of the cost of group life insurance plan at two times (2x's) the employee' s annual salary for life with a double indemnity accidental death and dismemberment rider.

e) Dental

Each employee shall be entitled to the benefits of a dental plan equivalent to a Basic Level 1 Plan without riders and annually updated to the current ODA fee schedule for general practitioners. The Employer shall pay 100% of the cost of such plan. This coverage is currently provided through Manulife Financial, although an alternate carrier may be used, subject to mutual agreement in writing.

f) Post Retirement Benefits

1) The Employer agrees to continue benefit coverage to age sixty-five (65) for retired fulltime employees.

2) To be eligible for these benefits, the employee must: i) have completed twenty-five (25) years of service with the Employer; and ii) apply for and meet OMERS qualifications.

3) Benefits to be continued are extended health care, vision care, dental care and life insurance coverage, as defined in the Collective Agreement.

4) In the event of the retiree's death prior to age sixty-five (65), extended health care, vision care and dental care coverage will continue for the retiree's spouse for twentyfour (24) months or until the end of the month in which the deceased retiree would have reached sixty-five (65) years of age, whichever comes first.

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ARTICLE 15: UNIFORMS AND EQUIPMENT

a) All Fire Department personnel shall be supplied with the following articles of clothing:

1 pair of coveralls or 1 shop coat every two years; 2 pairs of trousers or 4 pairs of fatigue pants every year or as requ ired; 3 uniform shirts or 3 fatigue shirts every year; 4 t-shirts every year; 1 pair of uniform safety shoes every year; protective clothing as required.

b) In addition to clothing as provided in clause (a) above, all Fire Department personnel below the rank of First Class Fire Fighter shall be supplied with the following articles of clothing:

1 tunic every three years or as required 1 summer cap every two years 1 winter cap every two years 1 winter overcoat every three years or as required 2 ties every year.

c) In addition to clothing as provided in clause (a) above, all Fire Department personnel at or above the rank of First Class Fire Fighter shall be supplied with the following articles of clothing:

1 tunic every four years or as required 1 summer cap every three years or as required 1 winter cap every three years or as required 1 winter overcoat every four years or as required 1 tie every year.

ARTICLE 16: CLEANING OF UNIFORMS

The Employer agrees to pay for the cleaning of one uniform per employee each month. Any uniform to be cleaned will be picked up at the fire hall by the cleaning firm which is in use by the department at that time. One uniform shall mean one of the following:

a) 2 pair of trousers b) 1 pair of trousers and 1 tunic c) 1 pair of trousers and 1 outer coat

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GS

ARTICLE 17: COMPASSIONATE LEAVE

a) An employee shall be entitled to five (5) working days leave of absence without loss of normal pay, benefits or seniority at the time of death for an employee's father, mother, spouse {as per Ontario Family Law Act), son, stepson, daughter and stepdaughter.

b) An employee shall be entitled to three {3) working days leave of absence without loss of normal pay, benefits or seniority, at the time of death for an employee's brother, sister, father-in-law, mother-in-law, grandparent, grandchild or other relative living with employee.

c) An employee shall be entitled to one (1) working day leave of absence without loss of normal pay, benefits or seniority at the time of death for an employee's aunt, uncle, brother-in-law, sister-in-law, son-in-law, daughter-in-law or spouse's grandparent.

ARTICLE 18: WORKPLACE SAFETY & INSURANCE BOARD

Employees off work and receiving Worker's Insurance Benefits shall receive full salary during the period of disability for a maximum of one year, the difference between Worker's Insurance Benefits and the employee's full salary shall be paid by the Corporation with no loss of employee's sick leave.

ARTICLE 19: THIRD PARTY LIABILITY

The Corporation shall indemnify and save harmless all members of the Association from any and all third party claims arising from the members' discharge of their official duties as employees of the Corporation, save and except to the extent of the member's negligence. The Corporation shall defend any civil action which may arise under this article.

ARTICLE 20: CAPTAIN/ACTING CAPTAIN ON CALL

a) When the Captain I Acting Captain which is on duty is absent, the Captain/ Acting Captain of the opposite shift shall be placed on call. A Captain /Acting Captain on call shall remain within pager range of the Fire Hall and shall be able to attend an emergency within Town limits within ten (10) minutes of receiving a call. A Captain / Acting Captain will not be placed on call when on vacation pursuant to Article 5.

Nothing herein shall prevent any two Captains/ Acting Captains from exchanging on call shifts.

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b) Compensation for on call shall be $ 5.00 per hour. On call compensation shall be used in the employee's OMERS pension calculation.

ARTICLE 21: GRIEVANCE PROCEDURE

Any difference between the parties to this Agreement relating to the interpretation, application or administration of this Agreement including a question as to whether a matter is arbitral and any question as to whether the suspension, discharge or discipline of an employee is reasonable may constitute a grievance and shall, at the request of either party, be dealt with as follows:

Stage 1 The employee shall reduce his complaint or grievance to writing indicating the section or sections of the Agreement alleged to be violated and the remedy sought and present it to the Chief within twenty (20) days of the date of the alleged violation or injustice giving rise to the grievance. The Chief shall meet with the employee, not later than three (3) days immediately following receipt of the said grievance, for the purpose of engaging in effective consultation with a view to resolving the complaint. The Chief shall give a written decision together with the reason therefor to the employee not later than three (3) days immediately following the said meeting.

Stage 2 Failing resolution at Stage 1, the employee, accompanied by the Grievance Committee, may, not later than three (3) days immediately following the expiration of the above time limits, present his written complaint or grievance to the Chief, who shall meet with them not later than three (3) days immediately following receipt of the said grievance, for the purpose of engaging in effective consultations with a view to resolving the complaint of the employee. The Chief shall give a written decision, together with the reason therefor, to the employee, with a copy to the Association, not later than three (3) days immediately following the said meeting.

Stage 3 Failing resolution at Stage 2, the employee, accompanied by the Grievance Committee, may, not later than three (3) days immediately following the expiration of the above time limits, present his written complaint or grievance to the Treasurer, who shall meet with them not later than three (3) days immediately following receipt of the said grievance, for the purpose of engaging in effective consultations with a view to resolving the complaint of the employee. The Treasurer shall give a written decision, together with the reason therefor, to the employee, with a copy to the Association, not later than three (3) days immediately following the said meeting.

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ARTICLE 21: GRIEVANCE PROCEDURE (cont'd)

Stage 4 Falling resolution at Stage 3, the employee, accompanied by the Grievance Committee, may, not later than three (3) days immediately following the expiration of the above time limits, present his written complaint or grievance to the appropriate Council Committee, which shall meet with them, not later than seven (7) days immediately following receipt of the said grievance, for the purpose of engaging in effective consultation with a view to resolving the complaint of the employee. The Council Committee shall give a written decision, together with the reason therefor, to the employee, with a copy to the Association, not later than three (3) days immediately following the said meeting.

Stage 5 Failing resolution at Stage 4, the employee, accompanied by the Grievance Committee, may, not later than seven (7) days immediately following the expiration of the above time limits, present the written complaint or grievance to the Council, who shall meet with them not later than seven (7) days immediately following receipt of the said grievance, for the purpose of engaging in effective consultation with a view to resolving the complaint of the employee. The Council shall give a written decision, together with the reason therefor to the employee, with a copy to the Association, not later than three (3) days immediately following the said meeting.

Stage 6 Failing resolution at Stage 5, the employee may, within a further seven (7) days, refer the matter to arbitration.

Group Grievance

In the event that a group of employees allege a grievance it shall be taken up by the Grievance Committee starting with Stage 2.

Extension of Time limits

In determining the time within which any stage is to be taken under the foregoing provision of this article, Saturdays, Sundays and Statutory Holidays are excluded. Any and all limits of this article may be extended, at any time, by agreement in writing between the Employer and the Association. A request for extension of time limits will not be reasonably withheld.

Arbitration

Arbitration shall be in accordance with the provisions of the Fire Protection and Prevention Act, 1977 (F.P.P.A.) and its amendments. So long as there is no inconsistency with the Fire Protection and Prevention Act, 1977 (F.P.P.A.) and its amendments, an arbitrator shall have the power to dispose of any discharge or disciplinary grievance, by an award which the arbitrator deems just and equitable.

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ARTICLE 22: FIRE DEPARTMENT COMPOSITION AND MANNING

The Parties acknowledge and agree that it is appropriate for the Town of Renfrew to have a Composite Fire Department consisting of both full-time firefighters and volunteer firefighters. So long as the Town has a Composite Fire Department it shall regularly employ no fewer than eleven {11) full-time firefighters (a Chief and ten (10) full-time firefighters below the rank of Chief} and such volunteer firefighters as may be required from time to time to assist the fulltime firefighters. The minimum number of regularly employed full-time firefighters on duty at any one time shall not be less than two (2).

ARTICLE 23: CONTRACTING OUT

The Employer shall not contract out any work customarily performed by an employee covered by this Agreement, to the extent that it results in the lay-off or termination of an employee covered by this Agreement.

ARTICLE 24: PLACE OF RESIDENCE

The parties agree that under the terms of this Agreement, full-time firefighters may reside outside of the Town of Renfrew, provided his residence is within a ten {10) kilometer radius of the Renfrew Fire Hall.

ARTICLE 25: DURATION

This Agreement shall remain in force from the first day of January 2017 to the thirty-first day of December 2026, and from year to year thereafter, provided however, that either party may:

a) Notwithstanding any of the provisions of the Fire Protection and Prevention Act, 1997 and amendments thereto or any other provisions in this Agreement contained, this Agreement shall remain in effect from the first day of January 2017 to the thirty-first day of December 2026 and from year to year thereafter unless within a period of not greater than ninety (90} days and not less than sixty (60) days to expiry date, either party gives sixty (60) days written notice of the termination of the Agreement.

b) In the event of either party desiring or proposing any change or alteration of this Agreement, but not desiring to terminate the Agreement, such party shall give to the other party not more than sixty (60) days written notice and not fewer than forty-five (45) days written notice before the expiry date, and such notice shall identify the existing provisions which it is proposed to change or alter and any new provisions it is proposed to int.roduce and both parties shall thereupon negotiate in good faith in respect to those matters and the remaining provisions shall automatically be renewed as hereinbefore provided.

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APPENDIX 'A' TO THE AGREEMENT

BETWEEN

THE CORPORATION OF THE TOWN OF RENFREW

AND

THE RENFREW PROFESSIONAL FIREFIGHTERS' ASSOCIATION

PROMOTIONS AND UPGRADING (ARTICLE 11} All new employees hired after January 1, 1981 will be upgraded to establish positions according to the procedure outlined herein.

CLASSIFICATION UPGRADING

The classifications of firefighters are established as follows:

a) Probationary Firefighter b) Fourth Class Firefighter c) Third Class Firefighter d) Second Class Firefighter e) First Class Firefighter

The advancement in classification through the increment range from Probationary Firefighter to First Class Firefighter is based on service with qualifications. Upgrading in each classification shall take place as a result of written and practical examination and a demonstrated ability to perform the work of the Employer and on completion of the following periods of service in each classification:

a) Probationary period One Year b) Fourth Class Firefighter One Year c) Third Class Firefighter One Year d) Second Class Firefighter One Year e) First Class Firefighter One Year

Each new employee shall be subject to a period of probationary employment which shall be of twelve {12) months duration. A performance evaluation of each probationer shall be made by the Chief before the end of the probationary period of twelve (12) months. In making his evaluation of each probationer, the Chief shall take into account the probationer's written and practical examination and a general appraisal of the work habits and abilities to perform the work by the probationer.

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On the basis of this report, a decision shall be taken and notification by the Chief to the employee that his:

1) Appointment has been confirmed, or 2} Appointment is not confirmed and his employment is terminated.

In the case of #2, the probationer shall be notified in writing of the reasons.

Following attainment of Probationary Firefighter, in order to achieve the ranks of Fourth, Third, Second and First Class an overall mark of 60% must be attained and not less than 50% in any one of the written or practical qualifying tests.

Candidates who do not attain an overall average of 60% shall be required to rewrite the written and practical examinations.

Candidates who attain an overall average of 60% or higher, but fail to achieve a mark of 50% on any one examination shall be required to rewrite only that examination. (The re-examination material will be the same material from which the original examination was based.) If a firefighter fails to pass, he shall be re-examined within one hundred and twenty (120) days. During the one hundred and twenty (120) day interval, no re-classification or salary adjustment shall apply. If a firefighter qualifies on re-examination he shall be advanced into the next highest classification and its rate of pay, effective from the date of re-examination. If a firefighter fails to qualify on re-examination, it shall be deemed just cause for termination of employment. Upon re-examination, the candidate will be allowed to have one member of the Association present during the process, if he so desires.

Upgrading examinations shall be broken down into the following categories:

a) written 50% b) practical 50%

In the event that an employee is prevented by injury or illness from taking part in any examinations, he shall within six (6) weeks of his return to full-time duties be given the opportunity to write his examinations. Should he pass the same, he shall be deemed to have qualified as of the original date of reclassification. Examinations shall be conducted at least ten (10} days prior to the completion of the periods of service in each classification. Each full-time firefighter and probationer shall be notified in writing thirty (30) days prior to the date of his examination. Each full-time firefighter and probationer shall be required to sign a copy of this notification.

Each full-time firefighter and probationer who has written an examination, shall have the right to review the examination with the Examination Officer, the Fire Chief, and if he so desires, one member of the executive of the Association. Examination papers, however, will not be returned to the candidate but will be kept on file. Candidates will be required to report without pay while off shift, to write or perform examinations. The Examination Officer will conduct the

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examination while he is off shift, but in the event the Examination Officer is on shift, a replacement employee qualified in the matter of examinations will conduct the examination. Candidates shall be supervised during the entire duration of the examinations, therefore, if the Examination Officer must leave the examination room for any reason, someone shall be appointed as invigilator. During written examinations, candidates will be given reasonable time to complete examinations. Should a dispute arise as to what is reasonable, a three man Board comprised of the Fire Chief, the Examination Officer and the Senior Man on shift at the time of the examination, will make a majority decision as to allowing additional time or not. If the candidate can demonstrate orally to the Board that he knows the answers to any remaining or unfinished questions, he will be given sufficient time to write them down.

The examination questions will be based on the information contained in the International Fire Service Training Association books available in the Fire Hall, a list of which shall be kept with the Study Guides for each classification.

Each new employee will be provided with a study guide from the Fire Chief or Examining Officer when he commences a new classification. The study guide will contain a list of all topics or subjects which he will be required to know in order to pass an examination for the next higher authorized classification, and to what depth or degree he will be expected to learn these subjects.

PROMOTIONS TO CAPTAIN/ ACTING CAPTAIN

The Chief shall establish a Promotion Board, comprised of the Chief, the Treasurer and another fire service professional who is not employed by the Town of Renfrew, with one member of the Association present as an observer who will be recommended by the Association and agreed upon by the majority of the Board.

All promotions to established positions in the Fire Department shall be based on skill, knowledge, ability and seniority. In determining skill, knowledge and ability, consideration shall be given to the results of written, practical and oral examinations. These examinations shall be carried out under the applicable procedures as outlined in "Classification Upgrading."

Promotions will be determined by means of examinations, personal appraisal and seniority as follows:

Written examination Oral examination Practical examination Personal assessment Seniority

25%

25%

25% 25% 15 points

Seniority points shall be allocated on the basis of one point for each completed year of service to a maximum of fifteen points. (To be added to the total percentage mark of the above).

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The personal assessment of a firefighter shall be the personal assessment made by the Fire Chief.

Further the procedure will be: a) Generally, fifteen completed years of service is preferred in order to be eligible to write

the qualifying officer rank examination, and that being a First Class Firefighter is a prerequisite.

b) Notice of promotion and examination shall be posted in the fire hall at least ninety days prior to the date of such examination.

c) After the posting of examination date, the members shall be required to submit in writing to the Chief at least sixty days prior to the date of the examination, if they are desirous of competing in the promotional examinations. Those who do not desire to write shall not be prejudiced at a later date for future promotions.

d) The examination questions shall be established by the Promotion Board. All candidates shall be informed as to the resource material on which the examinations are based, upon the Chief receiving a letter of their intention to compete. Resource material will be given to candidates immediately after notifying the Chief.

e) To be eligible for promotion, a candidate must receive a point score of seventy or over.

f) Promotions will be given to the candidate with the highest point score. In the event of equal marks, seniority shall be the determining factor.

g) The result of his qualifying examination will be given to each candidate.

h) Examination papers remain the property of the Fire Department and will be filed in the Fire Chief's office where a candidate may review his paper and verify his marks within fifteen days of receipt of his results.

i) The successful candidate must pass a medical examination to determine whether he is medically fit to perform the duties he will be required to perform, prior to his appointment being confirmed.

On appointment to any officer rank, the officer shall be deemed on probation for a twelve {12} month period. If at any time during the probation period, the Promotion Board is not satisfied with the performance of the Probationary Officer, he will be reinstated to his former rank and will not be eligible for consideration for further promotion for a period of one year.

If during the probation period, the officer position becomes vacant, and it is desirable to fill that position it will be offered to all eligible candidates.

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