813-15975-12 (827-0172) - Ontario.ca

ARTICLE PAGE

1. DEFI1'11TIONS 2. RECOGN1TION 3. MANAGEMENT FUNCTIONS 4. NO DISCRIMINATION 5. UNION MEMBERSHIP 6. LABOUR MANAGE:MENT NEGOTIATIONS 7. LABOUR MANAGEMENT COlVfMITTEE 8. HOURS OF WORK 9. OVERTIME 10. REST PERIODS 11. VACATIONS 12. UNION CONVENTIONS 13. GROUP BENEFITS 14. HOLIDAYS 15. SICK LEAVE PLANS 16. PENSION PLAl~ RETIREl\ffiNT 17. BEREAVEMENT LEAVE 18. JOB POSTING/PROMOTION 19. SENIORITY 20. PROFESSIONAL 21. METHODS OF WORK 22. GRIEVANCE PROCEDu'RE A1~"D ARBITRATION 23. WAGES AND SALARIES 24. PROBATIONARY PERIOD 25. TECHNOLOGICAL CHANGE 26. MINUTES AND AGEl\TDA OF BOARD Ol? DIRECTOR'S MEETING 27. JURY DUTY 28. CARANDMEALALLOWANCE 29. LEGAL EXPENSES 30. PICKET LINE PROTECTION 31. ABSENCE ON U~iON BUSINESS 32. PROFESSIONAL DEVELOPMENT 33. STUDY LEAVE 34. PERSONAL LEAVE 35. HEALTH AND SAFETY 36. TERMINATIO~ AND RENEvVAL

1 1 2 2 2 3-4 4 4 5 5 5-6 7 7 7 8-9 9 9 9-11 11-12 13 13 13·15 15 1.5-16 16 16 16 16 17 17 17 17 17 18 18 18

INDEX (CONTfN1JED)

ARTICLE PAGE

37. COPIES OF AGREEMENT 19 38. CITIZENSIITP COURT 19 39. MATERNITY AND PARENTAL LEAVE 19 40. LAYOFFS Al.W RECALL 19-20 41. FAMILY RESPONSIBILITY LEAVE 20 42. LETTERS OF UNDERSTANDING 20 43. TERMINATION AND RENEWAL 20 44. LOU- TRANSFER OF ADDITION.U FUNDING 21 45. LOU- GROUP REGISTERED RETIREMENT SAVINGS PLAN 22 46. LOU -HOURLYRATESFORTEMPOR.c\RYPARTTIMEEMPLOYEES 23 47. SCHEDULEA 48. SCHEDULE B

. I -April!, 20li>

1. DEFil'iiTIONS:

1.1 In this Agreement:

(a) "Permanent Full-time Employee" shall mean one who has satisfactorily completed his/her probationary period, who has been appointed to a job classification in Schedule "A" and who is from that time employed continuously.

(b) "Temporary Full-time Employee• shall mean one who is hired for a specific project not to exceed eighteen (18) months - to perform seasonal work or who Is employed to augment the staff during holiday periods or during periods of sick leave, ma~ernity leave, or other authorized leave of members of staff. Such augmentation shall not exceed the period of absence of the regular employee. Temporary Full-time employees shall be deemed to be included in Schedule "A" and shall be covered under all Articles of the Collective Agreement save and except Article 13-Group Benefits.

(c) "P9rmanent Part-time Employee" shall mean one who has been appointed to a job classification in Schedule "A" and who is employed on an annual basis for less than twelve ('12) months a year and/or less than 35 hours a week.

(d) "Temporary Part-time Employee" shall mean one who is hired to daliver a time limited program or service. Temporary part-time employees shall be covered l..!nder all articles of the collective agreement save and except:

a. Article 13-Group Benefits b. Article 15 - Sick Leave Plan c. Article 16-Group Registered· Retirement Savings Plan d. Article 23 - Salaries and Wages

Ter.nporary Part-time employees shall not be utilized for the purpose of reducing Permanent Full-time or Permanent Part-time hours.

2. RECOGNITION

2.1 The Agency agrees to recognize the Union as the sole ba;gaining agent for all employees of the Agency save and except the Executive Director, Director of Service and the HR/Office Administrator. The Agency further agrees not to enter into any emplcyment contracts with individuals who fall within the jurisdiction of the bargaining unit without pr!or consultation with the union.

2.2 The Employer sllall not contract out work resulting in the reduction of hours or layoff of bargaining unit employees.

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3. MANAGEMENT FUNCTIONS

3.1 The Agency retains the right to manage all services and direct the work of employees, including the right to hire, prom:>te, transfer. reprirr.and, penalize, s~,;spend, discharge or demote any employee for jus! causa, su:ject to the provisions of this Agr~ement.

3.2 The employee shall have the right to have a Union Steward present in any meeting with the employer that may lead to discipline or discharge. The Union shall be present at alltarmination meetings. The Union shall receive copies of all correspondence in these matters. It is r9cognized that the Agency has the right, to the extent that it does not violate the provisions of the agreement, to manage its affairs in all respects and to mair.tain order and efficiency.

3.3 Personnel Records

In cases where penalties and warnings have been given to an employee, it is understood and agreed that if an employee is not given a penalty or warning within a continuous period of t\'"elve (12) months his/her employment records shall be cleared of any such notation. The official employment records of all employees shall be confidentially maintained by the Agency.

3.4 Upon two (2) working days notice from the employee, an employee may review her personnel file in the presence of the Agency. An employae shall have the right to make c.opies of any materiel contained in their personnel record.

4 NO DISCRIMINATION

4.1 The Agency agrees that there shall be no discrimination, interference, restriction, or coercion exercised or practiced with respect to any employee in the matter of wage rates, training upgrading, promotion, transfer, layoff, recall, discipline. or discharge by reason of race, age, creed, colour, national origin, political or religious affiliation, sex or marital status, sexual orientation, place of residence, physical handicap, or by reason of his/her membership or activity in the Union, and t1e Union agiees that it will not discriminate against any employee who as a member of Toronto Civic Employees' Union is serving in a position In which an element of supervision Is required.

4.2 Sexual Harassment

The Agency and the Union are aware of the provisions of the Ontario Human Rights Code that provide that persons have the right to be free from a sexual solicitation or advance in the workplace where the person making the solicitation or advance knows or ought to know that it is unwel::ome. Both parties subscribe to this principle.

5 UNION MEMBERSHIP

5.1 The f\gency agrees to acquaint new employees with the fact that a Union Agreement is in effect. It is agreed that all employees must retain their Union membarship and all future employees must become members within thirty (30) days of their employment and retain their membership so long as the Union is recognized as the collective ba;gafning agent

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for the employees, and the Agency agress to furnish the name and the last known address of each employee when requested to do so. lv1c.lnt.enance of merr.bership will, for the purpose of this c:greemen~. require only the payment of Union dues prescribed by the Union.

5.2 Union OrJes

It is agreed thet the Agency will cleduc~ any employees' initiation fee and monthly dues, on authorization ire writing from the employee and will remit such money to the Authorized Officer of Local 4 ~ 6 within (thirty) 30 days together with notification of any change from the previous month's list. The Union will advise the Board as to the exact cash amount of each deduction from an employee's salary with respect to initiation fees and yearly Union dues. Union dues are to be deducted in equal biweekly amounts.

5.3 The Agency shall send a T4, including total Union deductions, to each employee for the calendar year as soon as possible after December 31 •t.

5.4 Bulletin Board

The employer shall provide a bulletin board ir. the staff lunch room which shall be placed so that all employees will have access to it and upon which the Union shall have the right to post notices of regular meetings, special meetings, seminzrs or Union activities.

6. LABOUR MANAGEMENT NEGOTIATIONS

6. 1 Union Officers

The Union shall provide the Agency with names of its Officers, Executive and Negotiating Committee (which Committee shall not be composed of more than two (2) members), and the Agency shall provide the Union with the names of its Negotiating Committee, and the Union agrees to keep the Agency advised of any changes in the Oftic; rs, Executive and Negotiation Committee.

6.2 Correspondence

All correspondence between the parties hereto arising out of the Agreement or incidental thereto, shall pass to and from the Executive Director and the Authorized officer. The Agency will notify the authorized officer in writing, of all hires and terminations wi:hin the bargaining unit and will provide copies of all letters of discipline.

6.3 Meeting of the Cofilmittee

In the event of ei~her party wishing to call a meeting of the Negotiating Committee, written notice shall be given in accordance with Article 6.2. The said meeting shall be held at a time and place as shall be fixed by mutual agreement. Unless agreed upon, such meeting must be held not later than fourteen (14) days 2fter such notice has been given. Negotiating committee shall not suffer loss of wages or benefits wh11e meeting the Agency durlng regular business hours up to the 'first conciliation meeting. ·

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6.4 Representatives of Union/Agancy Advisor

The Union shall have the right at any time to have the assistance of representatives of the Canadian Union of Public Employees when dealing or negotiating with the Agency. The Agency shall have the right to have the assistance of an advisor wh-en dealing or negotiating with the Union.

6.5 Leave of absence with pay and without loss of seniority shall be granted upon req~est to employees elected or appointed to rep;esant the Union at Union Conventions or any Union business sanctioned by the Canadian Union of Public Employees up to a gross maximum of eight (8) days in the year of the national convention of the Canadian Union of Public Employees and up to a gross maximum of four (4) days in any other year; provided that application for such laava of absence shall be subject to the approval of the Executive Director. Additional leave approved and request-ad by the Union shall be granted subject to operational needs. Such leaves shall be paid by the employer and reimbursed by the Union.

6.6 Any employee who is elected or selected for a full-time position with the Union or any body with which the Union is affiliated, or who is elected to public office, shall be granted leave of absence without loss of seniority for a period of one {1) year, and such leave shall be renewed each year upon the request of the employee, provided that such leave shall not exceed three (3) years.

7. LABOUR MANAGEMENT COMMITTEE

7.1 The labour/Management Committee shall be a permanent joint committee in which tile Union and the Agency shall each be represented with t\-vo (2) persons. The Executive Director or her designate will be one of the two management representatives and the two Union Stewards will represent the Union. Each party will keep the other informed of its members of the Committee. The Committee shall meet once per quarter.

The purpose of the Committee will be to provide a forum where an exchange of information and ideas may take place on issues relating to the workplace as a whole. It is agreed that this will not include matters that are the subject of g;ievances or arbitration or matters being negotiated bet~.oveen the parties.

Chairing meetings shall rotate between the Union and the Agency representatives. Having consulted with both parties, ii is the responsibility of the Chairperson to finalize and distribute to both parties the agenda for such meeting seven days in advance of such meeting. Minutes will be taken by the altemate chairperson and will be posted only after they have been approved by both parties.

7.2 Time spent on the Labour Management Committee and in the administration of the Collective Agreement shall no! result in the loss of regular wages.

B. HOURS OF WORKS

8.1 The regular hours of work fer all full-time salaried employees shall ba determined in accordance with program requirements. Working hours will be thirty-five (35) hours per week and will normally be worked on the basis of seven (7) hours per day Monday through Friday and in addition, includes a one hour unpaid meal breai<. The employer will consider a request fr~m an employee for a half hour unpaid meal break. The granting of such req~est shall be subject to the operational needs of the Agency. !~ is also

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• 5-April l, 2010

recognized that ihc work patterns may vary based on the clients c:vaitablllty in any week. These hours of wort< do not represer.t a guarantee.

The P..gency will endeavor to maintain the hours of work between 8:30a.m. and 5:30p.m. Where hours outside of these times are required, the P..gency will make reasonable efforts to limit them to hours prior to 8:30p.m.

8.2 Not.tvithstanding the fcregcing, the hours of work of any employee may be varie::l by mutual agreement between the employee and the Executive Director, provicled tha!, where any changes are made, the Executive Director shall have the sole right to revert to the previous schedule of hours. This right will not be exercised in a manner that is umeasonable or contrary to the terms of this agreement.

8.3 W henever an employee Is prevented from attanding at work due to weather conditions, employees will be permitted to work from home where feasible. Employees whose work time is not flexible and who cannot productively work fr::>m home will not lose pay up to (2) two incidents per year.

9. OVERTIME

9.1 Employees required to work overtime shall be given as much notica as possible by the Agency. Except where prior approval is·impossible, all overtime must be authorized in advance by Management. Any employees required to work any hours in addition to their r-egular schedule ·up to a maximum of forty-four hours per week shall be compensated in lieu time. Lieu time shall be taken at a tima mutually agreed between the Management and the employee. Lieu time is to be used within four months of its accumulation. All overtime worked in excess of forty-four (44) hours In a week will be paid at the rate of time and one-half.

9.2 Wherever possible, employees shall not be required to work overtime on Saturdays, Sundays or Statutory Holidays. In the event that overtime is scheduled on such days, lieu time shall be granted at the rate of 1.5 hours lieu time for each hour so workacl.

9.3 An employee who is absent on paid time during her scl1eduled work week because of sickness, bereavement, holidays or vacation shall be considered as if she had worked during her regular scheduled hours during such absence for the calculation of eligibility for overtime in accord ar.ce with Article 9.1

10. REST PERIODS

10.1 Two (2) fifteen (15) minute rest or refreshment periods will be 2llowed to all employees each working day. These periods wltl be ar;anged in such a manner so as to prevent any inconvenience to the public or any disruption of routine.

11. VACATIONS

11.1 Vac2tior. Entitlement

Each permanent employee sl1all be entit!ed to an annual vacation on the foilowing basis:

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(a) That durin:g the first year of employment. each employee shall be entitled to receive a vacation based on one twelfth (1/12) of thrae (3) weeks' vacation (15 working ::lays) for each full month of employment up to and including the 15

: day of April in s~l8h first calendar year, provided that when a fraction of a day results, the difference shall be scljusted by cash payment.

(b) That each employee who in any year shall have been in the employ of the Agency:

(i) One {1) year and less than fifteen (15 years), shall be entitled to a vacation of foLii (4) weeks (20 working days) in thst and each succeeding year;

(ii) Fitteen (15} years and less than twenty-two (22) years, shall be entitle:! to a vacation of five (5) weeks (25 working days) in that year and each succeeding year;

(iii) Twenty-two years shall be entitled to a vacation of six (6) weeks (30 working days} in that year and each succeeding year.

Where an employee is absent for more than thirty {30) calendar days (exclusive of vacation and lieu days or up to thirty (30) sick leave days, and in cases of pregnancy and parental leeve takan in accordance with Article {39) dllrir.g the vacation year, ~is/her vacation entitlement will be pro-rated accordingly. · ·

Employees may carry over two (2) weeks of vacation into the next year VJith the permission of the Executive Director or designate. Such permission will not be unreasonably denied.

11.2 Vaca~ion shall be as scheduled by the Agency in consultatlon with employees. Employees shall indicate their preference, if ariy, as to vacation dates no later than April 1

51 in each vacation year. Seniority shall be taken into account. Such requests shall be

confirmed or denied in writing by May 1s1• Vacations shall normally commence immediately

following employee's regularly scheduled days off.

Vacation requests made after April 1st will be on a first come first served basis . Such requests shall be ccnfi;med or denied in writing within tvvo (2} weeks of the receipt of the request.

Employees may request changes to their scheduled vacation. Such requests snail be considered SLibject to the operational needs of the Agency.

If an employee is given in-patient treatment in a hospital during one or more full days of the employee's vacation, or if any employee suffers. a major injury or illness (substantiated by a certificate from a qualified medical practit ioner outlining the nature of the major illness or injury) and which incapacitates the employee for one or more full days of the employee's vacation , these vacation days will, at the request of the employee, be rescheduled during the vacation ysai at a time as determined by the supervisor after consultation with the employee. All such days will be deducted from the employee's sick entitlement. ·

11.3 Temporary employees are entitled to 4% of :heir gross wages in addition to their regular wages for all hours paid.

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12 UNION CONVENTIONS

12.1 This article has been moved to Article 6 as a new 6. 5

13 GROUP BENEFITS

13.1 The Agency will provide benefits to employees on the follo·wing basis:

1. Permanent Full time employees - after thrse (3) months of continuous employment

2. Permanent Part-time employees - on completion of 473 hours of ragular employment

The benefits are for Extended Health Care, Vision Cara, Dental, Hearing Aids, Long Term Disability and Group Insurance. The Employer agrees to provide current benefit booklets to employees. Copies of each plan will be available to the Union.

Premiums for these benefits will be paid on the following basis:

1. For Permanent Full-time employees- the Agency will pay 100% of the premium cost

2. For Permanent Part-time employees -the Agency will pay a pro rata premium based on the po;Uon of the wee!< regularly worked by the part time employee

13.2 Benefit carriers may be changed at any time provldad that the benefits are not reduced.

13.3 A summary of Group Benefits is provided under Schedule "8"

14 HOLIDAYS

14.1 •Holidays• shall mean:

(a) New Year's Day Family Day Good Friday, Easter Monday, Victoria Day; Canada Day

Civic Day Labour Day Thanksgiving Day Christmas Day Boxing Day and Two (2) Floaters

{b) Any day fixed by proclamation for the celebration of The Queen's Birthday which does not fall on one of the holidays mentioned above.

(c) Any other day fixed by proc!amation for the celebration cf a holiday throughout Ontario or Canada.

14.2 In the ever.t that any of :he holidays referred to ih this se~tion falls on a non- wcrking day, employees will be granted the preceding or fcllowing working day off lieu u·.ereof at the discretion of the Executive Director

14.3 Floating Holidays shall be ta!<en by mutual a~reement between the employee and the Executive Director, provided that any former members :>f the Armed Services of Canada

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or its Allies shall be grsnted Remembrance Day as one of the Floating H:.lid.ays if they so elact. Floating Holidays must be taken within the calendar year in which they are earned. On!y permanent employees and permaner~t part-time Employees with~ minimum of six (6) months' service shall be eligible for Flo::.:ing Holidays in any yaar.

14.4 In the case of any business day immediately p;eceding Christmas Day and New Year's Day, the working day shall end at 12 o'clock no·'Ji1 provided the day's work had been completed to the satisfaction of the Executive Director.

14.5 All Employees shal l be entitled to an additional three dzys off with regular pay to be taken at a time to be designated by the employer.

15 SIC!-< LEAVE PLANS

15.1 Effective April 1, 1993 all permanent employees and probationers are entitled to 1 Y.t sick days per month (part time in ratio). If sick leave is used up, additional time taken will be unpaid. Vacation time may be used as sick leave with approval of the supervisor. Temporary Full-time employees are entitled to Y:z a sick clay per month. If sic!<. leave is used up, additional time taken will be unpaid.

15.2 A maximum of fifty-five (55) sick leave days can be accrued (part time in ratio)

15.3 Health related appointments of "h day or more duration will be deducted from an employee's accumulation.

15.4 A medical certificate may be required in all absences. Where this requirement is exercised, it will not be done in an unreasonable manner. A medical certificate must be submitted for absences of five days or more. A return to work medical certificate must state that the employee is fit to resume normal duties.

15.5 When an illness extends beyond ten (10) working days, the employee shalf, upon request, provide a doctor's certificate indicc:ting the manner in which the employee's illness affects her ability b perform the duties of her job and an estimate of the length of time until the employee will be able to return to work.

15.6 Sick leave means the period of time an employee is unable to attend at work due to sickness or accident for which worker's compensation is not payable.

15.7 Sick leave days shalf be credited at the first of the following month provided employment commenced prior to the fifteenth of the month.

15.8 Whenever an employee's days of illness exceed her accumulated sick leave credit, the excess days of illness shall not be carried iorward against future credits, but shall be regarded as days of illness without pay.

15.9 Probationary employees who a.-e sick will have an equivalent number of clays added to their probationary period.

15.10 Sick leave accruals cease on the employee's date of termination. Accruals are not "paid out".

15.11 The Employer agrees to provide employees with a monthly statement of their sick leave eniit!ement.

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15.12 Where no or:e other than the employee can provide for the emergency needs durlng illness of an immediate member of his/her family, an employee, after consl:ltation with the supervisor. may use up to five (5) dc;ys per calendar year for this purpose using lieu time, negative lieu time (maximum three (3) days), or floaters. Negative lieu time, if used, will be repaid as reasonably required by ths supervisor. Up to five (5) days of sick time rr:ay 2lso bs us&d wf\ere necessacy, after consultation with the supervisor.

Up to five (5) sick days may also be used as mental haalth days after consultation with the supervisor.

16 PENSION PLAN/RETIREMENT

16.1 Matching employee and Agency contributions of 4.3% of the employee's regular wages will be made on behalf of employees to the pension agency of the Union's choice. Any fees or other costs or expense associated with the plan wUI be borne by employees.

17 BEREAVEfi/IENT LEAVE

17.1 Provided the emplcyee is scheduled to work or is on vacation, leave of absence with pay will be granted in the following circumstances:

(a)

(b)

(c)

Up to five (5) working days for death of parents, spouse, son or daughter, brother or sister, step child, step parent, foster child, foster parent.

Up to (2) working days for death of sen-in-law, daughter-in-law, father-in-law, mother in-law, grandfather, grandmother or grandchild.

One (1) working day for the death of aunt, uncle, brother-in-law, sister-in-law. niece or nephew, grandparents-in~law and aunt or uncle of spouse.

For the purpose of this clal1se and any other applicable clause thmughout this Agreement, spouse shall include common-law, and same sex partner.

17.2 One (1) additional working day shall be granted where the funeral of a deceased, within the relationship enumerated in clause 17.1 takes piace outside the Province of Ontario, on condition that the employee submits proof of her attendance at such funeral. Leave oi absence shall be granted to any employee to attend a ftmeral covered under 17.1 (a) where the death occurs outside Ontario. Such leave of absence shall be no longer than ten (1 0) days and pay for such leave of absence shall be in accordance with 17 .1(a).

17.3 A representative(s) from the bargaining ur.it may be granted leave of absence with pay, for one-half day to attend the funeral of a fellow employee or the spouse, husband, sor., daughter, fa~her or mother of a fe!low employee. Such permission and the number of representa~ives shall be at the discretion of the Executive Director.

18 JOB POSTINGS/PROMOTIONS:

18.1 Notice of Position Vacancy

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(a} When any vacancy occurs In an employee position, or a new position is crea~ed which is a vacancy, notice thereof shall be posted at a prominent position in the Agency and c irculated via the internal email system. Such notic!: shail contain, the following information:

Summary of duties, classiflcali::>n of position, minimum qualifications, required knowledge and educatkm, hours of work, wage or salary rate or range. Such qualifications and requirements shall be those the Agency considers necessary to perform the job function.

It will be posted for a minimum of seven (7) working days.

Every effort will be made to post Temporary Part-time positions for a minimum of 7 working days, however where that is not practical the vacancy will be posted for a minimum of 3 working days.

(b) In all promotions, reclassification, and appointments, the required qualifications including skill, knowledge and efficiency of the employee concerned shall be the primary requirements, and where such qualifications are equal seniority shall be the deciding factor

(c) The Agency will not be required to post vacancies which result from temporary absence of employees such as maternity leave, short term illness or authorized absences of up to two (2) months, bu~ whera practicable, after two (2) months, the vacancy will be posted.

18.2 Applying for Vacancies:.

Any employee desrrous of applying for a vacancy must do so in writing to the Executive Director within one (1) week from such posting.

18.3 Reclassificati::>n and Lateral Transfers

It is agreed that it is not necessary to post a reclassified position when thera is an incumbent in the position which is being reclassified. Lateral transfers may be made upon mutual agreement between the parties without the necessity of posting.

18.4 Progression to Higher Classification

Progression to a higher level within the classification system outlined in Schedule A, will be permitted upon racommendation of the Executive Director. Such progression will be based on the following criteria:

qualifications years of experience

18.5 Consideration of Barga ining Unit member:

The Agency and the Unior. support the principles of, selectir.g high quality personnel to serve the clienteie of the Agency, and, promotion from within the service o f the Yorktown Child and Family Centre if feasible.

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In this light, app!!cations from bargainir.g unit merr.bars for vacan::;ies cr new positions sh.all be given first consideration ir. the following ordar: Perma:1ent Full-time and/or Permonent P~rt-tim~, Temporary rull-time, Temporary Part-time.

However, whe:e it is expected that no qualified candidate will be found IJ!ithin the bargaining unit, the Agency may simultaneously post the pcsition and begin an external search. All bargaining unit applicants shall be notified in writing as to the final disposition of their application.

18.6 New Classification

When any new classification is created that will fall under the jurisdiction of this Agreement, the Agency will advise the Union of such nsw classifica~ion, the duties and responsibilities therein, the classification, and the wage rate, befora implementing the same. If requested in writing, the Agency further agrees to arrange a meeting prior to the implementation of the new classification so as to provide the Union the opportunity ot making representations with respect to such classification provided any such meeting shall not delay tile implementation of the new classiiication for a period in excess of two (2} weeks beyond initial notice of the proposed classification.

Where the Union challenges the rates established for the new classification aod the matter is not resolved following discussion tinder this "Section, the dispute may be referred to arbitration in accordance with the provisions of Article 22 (Step 3) by notice in writing given to the Executive Director within ten (10 days) following any meeting referred to above. Any arbitration board established hereunder shall be limited to determinir.g an appropriate rate for the classification and such rate must be established with reference to the existing rate structure in Schedule "A. Including the relationship of the r.ew classification with the existing classifications.

19. SENIORITY

19.1 There shall be separate seniority lists en the following for each of the following types of employees:

One Combined List

" Permanent Full-tirne Da~e of Hire

e Permanent Part-time !-lours earned

. Temporary Fu!l~time List Hours Earned

Temporary Part-time List Hours Earned -·-·

Employees wi!l accun•ulate a maximum of 1820 hours per year.

When employees transfer to ful!-time status their seniority shall be converted to a date of hiro; based 01"1 2 maximum of 1820 hours per year. If err:plcyees transfe r to a differen: status t11eir seniority will be converted accordingly.

Employees will not accumulate seniority except at the end of their probationary period, their seniority will be backdated.

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19.2 !n the event that an employee covered by this agreement should be promoted to a position ou~side the bargaining unit and is s!ill employed by Yorktown Child and family Centre, t11e employee shall have a maximum of ninety (90) calendar d-ays to return to the bargaining unit without loss of seniority. After the ninety days their senbrity shc;ll cease to accumulate but they shall retain the right to return to the bargaini:lg unit with their prior seniority for a peiiod of two (2) years.

19.3 Seniority accumulaiion shall not include periods of lay-off or unauthorized leaves of absence.

19.4 The Ex;cutive Director will post a list in the Agency in Januar1 and July of each year show ing the r::>ster of all staff covered by the Union in the Agency together with the date each employee was appointed to the service of the Agency. The Executive Director shall supply the Union with the copies of the Agency seniority list eacr, year after the list haa been posted. Any appeals from the ser,ioiity lists as posted must be made to the Executive Director within thirty (30) days of the posting; otherwise the liat will be considered final. ·

19.5 An employee shall lose his/her seniority rights and his/her employment sha!l be deemed to have been terminated in the following cases:

(a) if he/she voluntarily terminates his/her employment, Including by retirement;

(b) if he/she is discharged for just cause and not reinstated;

(c) if he/she fails to return to work after a layoff within fiva (5) calendar days after being requested to do so by manage·ment, by registered mall sent to tile last address racorded by the employee and appearing on the records (this time limit may be extended by the Agency for justifiable reasons);

(d) if he/she is absent on account off a non-occupational illness seniority r ights shall cease upcn the passing of six calendar months from tha first day of absence, or a time equivalent to the employee's length of s~rvice to a maximum of tvVenty-four (24) months, wrdch ever is greater. Extensions may be granted by the Agency on a case by case basis.

(e) If he/she is absent on account of an occupational accident, seniori ty rights shall cease after twenty-four (24) months have passed from the date of occupational accident.

(f) If he/she is absent from· work for four ( 4) ·consecutive days without" notice to the Agency and fails to provide an explanation satisfactory to tile Agency.

(g) If any of the above cases are found to conflict w ith the Human Rights Code, trte parties shall be bound by the Code and shall amend this Article to the extent required.

19.6 Seniority shall be maintained, but not accumulated for;

(a) Personal leaves of absence exceeding· six · (6) months or eight (8) months if on an educational leave.

Collective Agr~cment 2010-2012

- 13-Aj)ril I, 2010

20 PROFESSIONAL::

20.1 PiOfessional conduct and prcfassicn:!l e~hics w!!l be ex!)ected of an memb;;rs of the Agency at all times.

21. METHODS OF WORK

21.1 Nothing In this Agraement shall be deemed to affect the discretion of the Agency as to the manner in which any work or labour shall be performed.

22. GRIEVANCE PROCEDURE AND ARBITRATION

22.1 (a) The Agency acknowledges the right of the Union to appoint or otherwise select a Grievance Committee of up to two (2) members who shall be members of the Local . The personnel of such committee shall be communicated to the Agency. Only members of the Grievance Committee and the employee or employees concerned may appear to process any grievance, except in the case of a dispute involving a question of general application or interpretation, when only the Grievanca Committee shall process the grievance.

(b) Should a dispu~e arise between the Agency and any employee(s) regarding tha interpretation, meaning, operation, or application of this Agraement, including a question as to whether a matter is arbitrable, or where an allegation is made that this Agreement has b~en violated, or should any other dispute arise, an earnest effort shall be made to settle the dispute in the following manner and sequence.

Step 1:

Step2:

The aggrieved employea(s} shal!, within ten(10} days after the grievance first arises, discuss the problem with his/her supervisor. and failing a resolution, submit the grievance in writing to the chaiiperson of the Union Grievance Committee, and shall affix his/her signature. The griever may have a Union representative present at his or her option.

If the Grievance Committee of the Union considers the grievance to be justified, the grievor(s) concerned, together with one {1) member of the Grievance Committee shall present the Director of Service within ten (10) working days after the grievance first arises, a written account of the particulars of the complaint ::~nd the Article of the Agreement alleged to have been violated and be signed by the griever. The Director of Service shall render a decision in writing within three (3) working days after receipt oi such statement.

If the Grievance Committee of the Union ~onsiders the grievance to be justified, the grievor(s) concerned, together with one (1) member of the Grisvar:ca Committee shall present the Director of Service within ten (10) working days after the grievance first arises, a written account of ihe par:iculars of the complaint and the Article of the Agreement alleged to have been violated and be signed by the griever. The Director of Service shell render a decision in writing within three (3) working days after receipt of such sta!ement.

Collective Agreement 2010-201 2

Step 3:

Step 4:

- 14-Aprill, 2010

Failing agreement at Step 2, application may be made by the Unbn to the Executive Director in writing, giving full de~ails of the g;ievanca and specifying the Article alleged to have been violated and be signed by the griever. Such application may be ·made no later ·than five (5) ·working days after rect-ip: of the decision of the Director of Service. The grievor, and two (2) membars of the Grievance Committee shall be entitled to a:tand such hearing and, where it is deemed necessary by the Union, a representative of the Cana.d1an Union of Public Employees shall be entitled to attend such hearing for the purpose of assisting in presenting the grievance. The Executive Director shall give her decision in wri~ing to the Union Stewards and the grievor within five (5) working days of such meeting.

Failing settlement under the above procedure, the grievance may be submitted to arbitration as hereunder provided, within fifteen (15} days after the decision at Step 3 has been given to the Union Stewards and the griever.

22.2 Policy Grievance:

Where a dispui= involving the general application or interpretation of this Agreement arises directly between the Agency and ihe Union, step two of the grievance procedure shall not apply and the Union may submi_t the grievance in writing directly to the Executive Director, provided that no such grievance shall be submitted after the expiration of fifteen (15) working days from the dale on which the dispute arose.

22.3 Grievance- .A.dmin is~rative Procedures:

(a) Any of the above time limits may be extended by mutual agreement between the parties.

(b) Replies to grievances at steps two (2) and three {3) shail be in writing. . . .

(c) Grievances settled satisfactorily within the time allowed shall date from the time that the grievance was filed.

(d) The Agency will supply the necessary facilities for the grievance meetings.

22.4 Referral to Arbitration

Where a difference arises betvveen the parties r~lating to the interpretation, application or administration of this Agreement, and including any question as to ir.terpretation, application or administration of this A~reement, and ·including any question as to whether a maiter is arbitrable, or where an allegation is made that this P..greement has been violated, either party may, after exhausting c;1ny grievance procedure set out above, notity the other party in writing of its desire to st.:bmit the difference or allegation to arbitration.

In the case of an individ•Jal rights grievance, the parties agree that such arbitration shall take place before a sole arbitrator; and in the case of a Union policy grievance, the parties agree that such an arbitn3tion shall take place before a Board of Arbl tra:lon.

Collective Agreement 2010-20l2

- 15-Ap:·:tl, 2010

In processing a Union policy grievance, the reclpie11t of the notice shall within iive (5) working days, advise the other party of the name cf its appointee to the Board of Arbitration. The two (2) appointees shall within (10) working days of the appointment of the secord of them, appoint a third persor: 'Ni':o shall ba ~he chairperson. If the two c:ppointees fail to agree upon a chairperson within the time limit, the appointment shall be made by the Minister of Labour of the Province of Ont;rio upon the requsst of either par~.

In the case cf an individual rights grievsnce, the party serving notice shall propose the name or names of an Arbitrator for consideration by the other party. If the parties fa!l to agree on a sole arbitrator, either party may wiihin thirty (30) days after notice was served, ask the Minister of Labour to appoint a sole arbitrator to adjudicate the grievance. The Arbitration board, or sole Arbitrator, shall hear and determine the alleged violation of the Agreement and shall issue a decision and the decision shall bs final and binding upon the parties and upon any employee affected by it.

Any Board of Arbitration established (or sole arbitrator) pursuant to this Agreament, shall not have the power to add to, subtract from, a!ter, modify, or amend any cf the provisions of the Agreement or deal with any matter not covered by this Agreement.

22.5 Notwithstanding the above, either party may choose to use the procedures as set out in Section 46 of the Ontario Labour relations Act R.S.O. 1990.

23 WAGES AND SALARIES

23.1 The annual salary rates for employees shall be as set out in Schedule A a:tached hereto.

23.2 All employees included in Schedu!e "A" hereto, except as noted below, shall receive their annual increment according to said schedule one (1) year after the da~e of commencement of their permanent employment and each anniversary thereafter.

23.3 Where any employee receives a promotion to a higher category involvir.g an increase in salary, the first step in the new s::::.lart range which is higher than the salary received by the employee in her old position shall be payable: as of the first day In the new position.

24. PROBATIONARY PERIOD

24.1 Every new Permanent Full-time and Temporary Full-time employee shall be subject to a probationary period of six (6) months of continuous employment. Every new Permanent Part-time employee shalt be subject to a probationary pe;iod of 910 hours or eight months of employment whichever comes first. Every new Temporary Part-tirne ernployee shall be subject to a probationary period equiva!ent to the length of two programs.

During an employee's probationary period the Agency shall have the rigl~t to discharge such employee without grievance, provided that every employee shall have the right to grieve on any other ma:tar coming within the scope of this Agreement and shall otherwise enjoy the rights, privileges ~nd benefits of this Agreement. Ar.y employee who successfully completes the probationary period to the satisfaction of the Executive Director shaH be advised in writing of such Sllccessful completion.

Collc::tivc Agreement 20 I 0-20 I 2

- 16-Apr~\ l, 2010

The employee's supervisor is responsible for providing ongoing written and varbal feedback regarding the employes's job performance with reasonable opportunities to make any necessary changes. An employee's probationary period may be extendad or shortar.ed by mutual agreement bet'Neen the Employer and the Union.

24_2 Trial Pericd

When ar. employee who has successfully completsd the aforesaid probationary period is appointed to another posi:icr. covered by this Agreement, the length of his/her trial period in the new pcsition shall be at the discretion of th-s Agency, but in any event it shall not exceed six (6) months or be less th2.n tvvo (2) weeks. At the end of such trial period the employee shall either be confirmed in the new position or if confirma~ion is refused either by the Agency or by the employee, he/shs shall be returned to his/her former position without loss of seniority.

25. TECHNOLOGICAL CHANGE

25.1 An employee who is displaced because of a charige of met:hod of operation, will suffer no reduction in normal earnings and will be given the opportunity to fil! other vacancies, if any, according to seniority, provided that she has the required skill and knowledge to perform the work satfsfactorily. In such cases an employee will be given a training period of up to foLir (4) months in which to demonstrate the required skill and knowledge.

26. MINUTES AND AGENDA OF SOARD OF DIRECTOR'S Mt=ETINGS

26.1 The- Agency agrees to supply a copy of the agenda and appropriate minutes of the Board of Directors' meetings to the Unit Officer after each meeting without undue delay, and deliver before each Boerd of Directors meeting a copy of the agenda.

27 JURY D lJTY

27.1 Any person who is called for jury duty or is subpoenaed as a witness in any court proceedings, will be paid his/her regular wages during such jury service or attendance as a witness, less the amount in exqess of_$25.00 received forjury duty.

28. CAR AND MEAL AL LOWANCE

28.1 Those employees required to use their cars on the Employer's business will be paid the rate of forty-five (45) cents per kilometer. When it is practical for an employee to travel

directly to or from their home, mileage shall be calculated on the distance from either the employee's home or the headquarters, whichever is the shortest.

Full tir:1e Employees who are required to travel in the course of carrying out their duties will be subsidized for the full cost of a TTC monthly pass. Pari time employses who are required to tr2.vei in th-s course of :::arrying out their duties wil! be subsidized for the cost of their monthiy TTC pass on a pro-rated basis.

28.2 A meal allowance of ten dollars ($10.00) shall be provided to all employees who are required to work a minimum of three (3) hours overtime, provided that the said employee receives lieu time, ir1stead of overtime for such time worked.

Colleclive Agreement 20 l 0-2012

- 17-

28.3 The Employsr will continue its ~ractlce ci reimbursing employees who incur a parking expense in the course of carryir.g out their duties.

29 LEGA L EXPENSES

A;Jril 1,20!0

29.1 Legal expsnse coverage will be provided according to the tarms and conditicr.s of the existing Prof~ssiona l and General U::bility Policy.

30 PICKET LINE PROTECTION

30.1 In the event that employees covered by this Agreement are refused permission to cross a picket line, failure to cross such picket line shall not be considered a violation of this Agreement, provided that the foregoing shall not apply to picket lines maintained by employees of the Yorktown Shelter.

31 ABSENCE ON UNION BUSINESS

31.1 This article has been moved to Article 6 as a new 6.6

32 PROFESSIONAL DEVELOPMENT

32.1 The Agency recognizes 'that it is in the interests of employees and the Agency that employees are given the opportunity by the Ager.cy to pursue Agency approved professional development activities outside the Agency through further studies where such activities will enhance the ability of the employee in his/her job.

32.2 Reimbursement for Expenses

(a) Subsidies for courses, workshops or seminars shall or.ly be granted when the course, workshop or seminar, is deemed to be ·of benefit to the employee in the performance of his/her duties. Prior to an employee commencing a course, workshop or seminar, request for such subsidization shall be made to the Executive Director, whc will either approve or reject the application.

(b) Where an approved course is taken, one hundred per cent (100%) of the tuition cost will be paid upon presentation of proof of successful completion or, where no examination is involved, on proof of attendance at a sufficient number of dasses.

(c) Leave of absence with pay for attendance at courses, workshops or seminars shall only be granted when the course, ;,vorkshop or seminar is taken at the request of ~he Agency.

(d) Where the Agency directs an employee to attend a course, workshop or seminar, the total cost of such course, workshop or seminar shall be borne by the Agency and paymant sl~all be made to the employee prior to registration.

33 STUDY LEAVE

33.1 The Agency agrees to permit up to :>ne year of study leave to those persons witl! three (3) years' perrranent employment with t~.e Agency wishing to lurthei their know!edge, provided that •here will be i10 cost to ~he Agency and subject to the approval of the

Collective Agreement 2010-2012

- 18-April 1, 20 lO

Executive Director. At the employae's option, an employee on approved study leave may opt to continue participation in all employee benefits by payir,g the premiums for tl1e same directly to ihe Agency, if the insurance carrier parmi~s. Employees on such leave will continue to accumu!<Ote seniority fo~ up to eight (8} months.

34 PERSONALLEAVE

34.1 An employee may request a persona! leave of absence by submitting the request in writing to the Executive Director. If approved, seniority shaH be mair.tained but nbt accumulated except as set otlt in Article 19.4. At the employee's option, benefit coverage may be maintained if the carrier permits and if the employee pays the total premium. Approvals of all leaves will be at the sole discretion of the Executive Director. Employees on such leave will contin!Je to c;ccumulate ssnioriiy for up to six (6) months.

35 HEALTH AND SAFETY

35.1 The parties agree to abide by the Occupational Health and Safety Act and its regulalions. The Employer and the Union agree that they mutually desire to maintain standards of safety <lnd health in the home, in order to prevent injury and illness.

35.2 A joint management and emplcyees Health and Safety Committee shall be constituted with representation of at least half by employees from the bargaining unit and half from management whfch shall identiiy potential dangers, recommend means of improving the health and safety programs and obtaining information from the Employer or other persons respecting the identification of hazards and standards elsewhere. The committee shall normally meet at least once per quarter. Scheduled time spent in such meetings is to be considered to be time worked. Minutes shall be taken of all meetings and copies shall be sent to the Employer and to the Union.

35.3 Two (2} representatives of the Joint Health and Safety Committee, one (1) from management and one (1) from the employees, shall make monthly inspections of the work place and equipment and shall report to the Health and Safety Committee the results of their inspection. In the event of accident or injury, such representatives shall be notified immediately and shall investigate and report as scon as possible to the Committee and to the Employer on the nature and causes of the accident or injury. Furthermore, such representatives must be notified of the inspection of a government inspector and shall have the right to accompany him on her inspections. Scheduled time spent in all such activities shall be considered as time worked at regular or premium rates that may apply.

35.4 The Joint Health and Safety Committee and the representatives thereof shall have reasonable access to the annual summary of data from the WSlB relating to the number of work accident fatslities, the number of lost workd2y cases, the number of lost workdays, the number of non-fatal cases that required medical aid without lost workdays, the incidence of occupational injuries, and such other daia, as the WISB may decide to disclose.

35.5 The Union agrees to endeavour to obtain the full co~op~ration of its mernbers!1ip in the obse1vaticn of all safety rules and practices.

36 TERMINATION AND RENEWAL

36.1 This article has been moved to Article 43 as a new 43.1

Collective Agreement 201 0·2012

April!, 2010

37 CO?IES OF AGREEflliENT

37.1 Agency will make copies of the a~;reement available to the U1ion and to all ~he emp!oyees withiii 45 days of ra~ification of fhe agreerrent.

38 CITIZENSHIP COURT

38.1 An employee who is required to kaep an appointment during his/her normal working hours for the purpose of obtaining his/her Car.o.dian ci!izenship shall be granted up to two half (1/2) days' absence with pay.

39 MATERNITY Af\10 PARENTAL LEAVE

39.1 Pregnancy and Parental leave shall be granted in accordance with the Employment Standards Act (Ontario). During the period of such ieave, an employee will continue to participate in t11ose benefit plans specified in the Employment Standards Act namely, the pension plan, l!fe insurance, accidental death and dismemberment plan, extended health plan and the dental plan.

Employees will continue to earn sick lea'Je and vacation cradits duiing pragnancy and parental leaves.

39.2 The employer shall reinstate an employee returning to work from a pregnancy or parental leave in the position most recently held with the Agency, or provide the employee with alternative work of a comparable nature at not less than employee'5 wages at the time the leave began, or as adjusted by any general increase or decraase.

40 LAYOFFS AND RECALl

40.1 (a) When a reduction in the worhiorce is contemplated the Agency will advise the U!lion and will discuss possible mutually agreeable alternatives to layoffs, which may include such options as work-sharing, voluntc.ry reduction of hours, o r voluntary layoffs.·

(b) No Permanent Full-time employee within ~he bargair.ing unit shall be laid off by reason of his/her duties being assigned to one or more employees.

40.2 (a} In the event that a reduction in the workforce is required, employees will be laicl-off in the reveise order of their seniority, provided those retained can fulfill, without additional training, the normcl requirements of the available jobs.

(b) Subject to (a) above, Permaner.t Full-time employees affected may exercise their seniority rights to avoid layoff, in the following manner:

1. Displace the employee in a Ter.1porary Full-time position. or failing that; 2. Displace the junior employee in a Pem1aner.t Part-time position.

{c) Su~ject to (a) abcve, a Permaner,t Part-time e1':1ployee displaced as a result of the above process may exercise their seniority rights by displacing the junior employee in a Temporary Part-time position.

Coll~crive Agreement 20 I 0-20 12

• 20 . Apri! l, 2010

(d) For the purposes cf detennining seniority rights as referred to above, Permanent employees shall have \heir seniority date converted to a number of hours earned based en a maximum of 1820 hours per year

40.3 In tr.a event of a proposed layoff ot a permanent nature, u-.e Agency shall:

a. Provide notice to the Union of no less than three {3) months writ~en notice of th: proposed layoff unless the reason for .the layoff is a reduction in the Agency's funding or f •Jndraising in which case the Agency will inform the Union as soon as it is k:1own tha: the reduction in funding or iundraising may result in layoffs.

b. Piovide not ice to the affected employees of no less than two (2) months written notice of lf<yoff, or pay in lieu theraof, unless the reason for the layoff is a reduction in the Agency's funding or fundraising in which case the Agency will inform the employ9e(s} as soon as the layoff decision is made.

40.4 Employees will be recalled in the order of their seniority, provided those recalled can fdlfill the normal requirements of the available jobs.

41 FAMILY RESPONSfBfLITY LEAVE

41.1 This article has been moved to Article 15 as a new 15.12

42 LETTERS OF UNDERSTANDiNG

42.1 Letters of Understand ing shall form part of the Collective Agreement

43 TERMlNATlON AND RENEWAL

43.1 This Agreement shall be in effect until March 31, 2012 ar.d shall be automatically renewed for a fur:her period of one (1) year and from year to year thereafter, unless w[thin the period of two (2) months before any expiry date o r anniversar1 date either party gives notice in writing to the other party of its desire to bargain with a view to the renewal with modifications of the Agreement then in operation, or with 2 view to the making of a new Agreement. The parties shall meet within twenty (20) days from the giving of such notice or within such further period as they may agree upon, and they shall bargain in good faith and make evary reasonable effort to reach agreement before the expiry date of the Agreement then in operation.

For the Union

Collccti ve Agree1nent 20 I 0-2012

. 21-April l, 2010

Letter of Undarstanding -- Transfe1· of Jl.dditional Funding

In the event tilat the Agency receives u:1anticipated core funding for a p;ogramme and lhe term3 for the additional money permit, such un:~nticip:t~ed fLmcling will be passed on to employees worl<ing directly in the programme in fhe same percentage as the new funding received.

Unanticipated funding ior the pLirpose of this agreement will mean fur.cling that wc.s not part of the budge! process and i3 not in the budget in the year in which the funding is received.

This agreement does not include funding of any kind for new programmes or programme extensions.

This agreement does not ir.clude any money received from f1.md raising activity.

For the Union

121lt(~f-(jr-

Collective Agreemc:1t 2010-20 12

-22-April l, 2010

Leiter of Understanding - Group Registered Reti ramant Sc:.vings Pla11

This will confirm the Employer's interast in exploring and fully underst~nding the Mul~i­Sector Penslcn Plan as a possible alternative to the currant defined contribution plan provided under Article 15.1 of the Collective Agreement. To that end, the Union agrees to arr~nge for a presentation cf the Mvlti-Sector Pension Plan to be made to the Agency at a mut~ally agreed date and time.

The parties s:,an ende:?.vour to schedule the presentation to occur within six (6) months of ratification.

For the Union

Robyn Forster

Yi~~~Jli~~o K.atarina Maatta-Hebdon

Collecti vc Agreement 20 l 0-2012

' '

-23-Aprill,2010

Letter of Understanding - Hourly rates for temporary part time employees

Th3 employer will continue i!s pracEce of r~ferring to Schedule A of the Collective Agreement to determine the hourly ratas for temporary part-Ume staff according to classification and experience required to complete the work.

Although the intent is to secure ra;es equlv~lent to Schedule A for temporary part-time staff, the employer can not guarantee Schedule A level rates, as pay rates are dependent on jundir.g for the pat-:ict.:lar program or service. When the funding for the specific program or service does r.ot allow for Schedule A level rates, the employsr will endeavor to provide rates that are as close as possible to those on Schadule A. In such cases, the Union will be informed of the pay rates in effect for the specific program or service.

The employer will ,also continue its practice of advocating with funders for ongoing increases.

For the Union

(2:-qv-r'S-kr-Robyn Forster

~~\\JJ.'~= Katarina Maatta-Hebdon

Collc~;tivc Agreement 2010-2012

"' Yod<town Cl>ild and Family Cenhe- CU PE Lo'al416 Salo<y Gd<( i j i ----i

Scbedttlc A, Page 1 Aprill, 2009 to March 31, 2012

Gx·ot•:r 1

t~'j1~~:oil::.y~;;::u,' c:ff~~~::~.~~:~:~~=\~,:: ::J:::::~~ ';[i ::)>;:;~:::;;;t~~::~'~.~~:~.:'.::~,,~,::·~=m::.':~: .~ - $16.07 $16.32 $29,710.20! 1 : 516.32 $16.571 $30,165.20

S16.5s Sl6.so s.~o.s7s.9<JI, 2 1 si6.so $17.05 $31,033.99 -·- u $31,4.47.77; 3 1 -~17.28 $17.53 $31,902.77

---,-··-:-:·:-::--.,..-1 $32,317.59j 4 $17.76 $18.0~- ~2.772.59

=1---·.:,..·· - -1 ~~~-~] ".._~=·=~ ~ $33,~S6.3if 5 $1~.23 $1SA.~ S.33,~·U.S7 $34.,057.23/ 6 $l u.71 ----$1~S.~9t-l' _..:_$34::..:::,5:.::l2=.23=:.

$29,255~lJ J.

$30,1.23.99 2

$30,992.77 3 $31,86259 4

1-· $32,731.:-17 ,-... $33,60223 6

$17.03 :t>ll.LII

$17.5'1 $17.76

$17.981 $18.23

$1S.tl6 $18.71

~~~~Wl;"~r~Jjillr~;;~rtilili~7frriiii4mr~:tj~~~-r;~IB~~:~,~s:~1it1tt'f!~:!J~''1\ti11~j~['~ ~, :cL~';!£]fiJf:~~ [ I r- -----···--·

----· Hrly Rate a t old rate 'New lU'ly t·ate Annual Salary 1 Hrly rilt-e at old r New hrly rate Atmunl Sa Ia') $3'l,940.17 1 $19.20: $19.•.15 $35,395.17 1 i Sl9.45 $19.70 $3$,850.17

t··---$::~5.334.90 2 $19.69: $19.94 $36,289.90 2 ~ $19.94 $20.19 $36,74'4~90 $36,753.50 3 $20.19j !lo'20.14 $.3?,203.50 3 ' $20.44 $:.::0.69 S37,663.50 $37,697.02 4 $20.71 $20.96 $38,15202 4 $20.96 :s21.21 s3~ii7-:o2

Grout' 2

I $38!.66233_ 5 --- $21.24 $21.<19 $39,117.33 5 $21.49 ~~_.:?.~_. __ S:39,5i2.33

I _ $39,653.59 6 $21.79 __ S22.0!!. $40,lOS.59 6 $22.0.1 $xu9f $10.563.59

Gronp 3 I

1~m~1~W~~~~t:dEtJ[::~~1~[~1~~if.~~r.;JG~}ll~till4:14;~¥.;.l~~-[4!:~lrt:~it}:~~~~;~~(i~mW:;;~~l~~;~\l;S:J1~~uf.lill·1iu\~~l~rill\:~Jfjl~l:;I:;if4pi-i~X~:~?F::;~~;:~:rj~J~;;;:~;::~·':,1:::::::~ .---- I Annual Salary Hrly rate at oldlNew llrly rat~ h(tnwil) S?.I<U) lil'ly Rate: at old rate New hrly rntc

~;~~ 1,46? .01 1 $12.79 $23.Qt1 $t1,924.Ul 1 $23.04 $23.29 ~~79}i2 !H2,Jl4.9S 2 $23.25 $23.50 $12_769.95 2 $23.50i $23.7S $4.3,224. 9!i $43,178.54

J--~ $23.72 $23.97 $43,633.54 3 $23.97 $24.22 $44,088.54 3

$<14,059.78 4 $24.21 $.24.46! $14.,514.7& 4 $21.46 $24.71 $114,969.78 $44,500.92 5 $24.45 !1'247ot"-~ •• 9ss.92 5 $24.70 $24.9.; $45;110.92 $4•1,946.21 6 $2,170 $2·1.951

i £.15,401.21 6 $24.95 $25.20 S4.5,856.21

Sehedute A 2010 tc ~012_F'.n:al

Schedule A, Page 2 Aprill, 2009 to March 31, 2012

Group 4 ) Communications Disorders Assistant ;,~;; ,j.~;k~It~l&.?.d'~L~;'iii~~;]~;;_ :~:;·:~:~.:·.·;~}:~-:~~~~~;~:::!;+/.\.f~,~R:~:L:i.:i~~:;:~.!~i;_~:M~;i[lJi-:i,~~-· ,,;;:~ :\;~,: •. :. ,~~:; ~t;~j~ :, . :~r~::;;j;T;::~~~t~t~~:.:ii·k~!W: :::: :: __ ,~_ :;·,:~:_j~~\i~:~: :~r

TI-Lrly Rate at old rate N~whrly ra~e Annual s~L:~ry . Hdy rale at old rJNe~v lu:ly rate Au.nt•al s_alary' .:~I ~ I $23.90 $.24.15 $43,953.2•1 .( $2;..15 ~4.4q $1.4o,408.21 .. I .. 1

1_ $24.82 $25.07 $45,632.67 2 $25.o71 lJ25.32 $46,08?~7

-.- - . $2.'>.75 $26.00 $<17,313.15 3 $26.00' $26.25 $47,761>.15

,');26.67 $26.92 $48,992.59 4 $26.921 $27.171 $49,4-17.59

• ~ 1

$27.59! 527.84 $50,672.02 s $27.8-il $21\.o~\ $51.127.02

I ·--~--~ $28.52: ~8.77- $52,352.50, ____ 6 $28.77! $29.07.~- $52.8W~~l

G<out' 5 ~~~~;~;.£~r,~rj:j[~;E\ifJJ:£')[~~i~j1}Jr~~~~.(ij;\frfiiJ!~~;~fj[j:!~i'ji\[JO,\f~!j)!J\t!~fl!![~j\j~i'J,!]{.·, • : :,; :d~:~~=~'

1----- . J-I:rly Rate at old rul~ ;New hdy rate /uuntal Sal<>')' _;_,___ ·-- H rly ,·ate :.tole\ r N~w luly rate An.nual 5a_l:_'_t,Y. ~ $41,613.80 l $22.981 $23.23 $<12,273.80 1 $2.1.23 ~;).3.4S $42,72S.SO.

$42,969.91 2 $23.6:t 1 $23.86 $tl3,424~9i 2 s::>3.s.> :!12411 ---$43:879.91' $'!'!,121.02 3 S24.24J $24.49 $1-t,S76.02 3 i $2-1.49 $24.74 $1!5,031.02

-t----~;;;: ... ;.__.:;+-~-. -~25.12 $45,727.13 4-------'1 $25.12 $2.?.3~ ~:..6_,1_82_.1_3 -+----....:·;~.:.~ $25.7~ --~~.873.2,1 5 i $25.76 Si?._6.01 ~t7,333.24

- - · $26.39J $48,033.50 G I $26.39 $26.64 WlASS.SO

' c1·our 6 1r~D~~p;if~~;100~~;~~::r;~~~t:~;!~if;it:@~;~-;;~+,t.~:~~~~J~~~;;~~f.:~!~~~u~1tJ~i:':J~~li,i~~~J~l~~:r~1~:;!'~~m~l~:~I~;}~1~F~R~;i:~2IiG:;;ff~Z~~!::}:~:~i.,:~I~£} I·I:rty rnte at old r~New hrly rnte IAnnualSal-1ry Hdy Rate at old rate New hdy rate IAlmua!Sai.lTy

$:17,815.16 :t $26.27 cl""lf.:: C., (I"'A0"~1'\ • .- 1 .,

$48,919.56 2 $26.88 ~oLI.U :t>'J\I,_j/'l.::>(> .?..

$50,025.00 3 $27.-19 $27.74 $50;1SO.OO 3 $51,129.40 4 $21>.09 $28.34 $Sl,584.4U 1

--$27:741 $27.99] $5~~5-~ $28.34 $28.s9r $52,039.40

$52,.233.80' 5 $2fl.7() «l:'l~ 01:: •'C-"' ,,.n u n -$53,311.2.35 6 $29.31 $29.561 $53,, 7F .~.J I <"

- I 'I •I"U·7"1 ""' .<,.<t00.0\11 :> I 528.951 $29..:.~~!_5~,l43.S~ • l'!ol'\n r:'L .,.~:.., ~rr..., "'I:" .c_ $29.56 $29.81[ $54,.25235

I - ~ : t-~----·

Schedule A "010 to 201 ~.ri~l

--------------------·

"' Schedule A, Page 3 ]so,'~'' >V~k~;:; 2~9.:0:~.3~ ~12], _ , , J ,. _ '"" , , , L , , , ___ ; , . -~ . , , J .. =-~;:~:i.\:l.:-:;4:J?:t::Q.?.~~~ :'··:;._: ;, :.L~~'--~;: .. J}'.;. :.~:~.:>ij:,~;· _:J: :n;~~.P.f;W!::: ~: ~:. : · .:-::l:.: ;~; .. :~~~;:•. :_ .: :~ ~:i: .. ;:.<E:,}.i:,: .:: :; :~.~!· i:'.::::.:. .: . ; ~-:;~~~~r::~~;:;·.:. '.'.~:j:. ~>::-: :-J~.J;:,d: '< .::Jl;

Group 7

Hrly Rute at okl rate New lu ly rate Atmual Salary >Hrly rate at old r New l'uly c~!e An nuaf5alory

$53,607.03 1 S29.45 S29.70 $54_062.03 1 ' $29.70 $29.95 $5(J,517.03

$55.019.71 2 $30.23 $30A.8 $55_4,74.71 2 $30.48 $30.73 K>-5.929.71

$56,431.35 3 $31.01 $3126 $56,886.35 3 $31.26 $31.5'1 $57,341.35 -$57,844.,03 4 $31.78 $32.03 !i''>8,299.(l3 4 $32.02. $32.2~ $5S.7S40:3 $59.2!55.67 5 $32.5/i $281 $59,710.67 5 $32.81J $33.06 $60,1.65.67

S'..S0,673.54 6 $33.59 6 5'.33.591 :133.841 ·- - ·--

S33.34 $61,128.54 $61.583.54 j

I r~:~;,;~~;'l::~j~~lit:c:··, J~,,;~(~J!<,iW'~~\li::''[:;\~):~;: :c·c:; ::t·,~;~;'ij}j).j;;:i,s:::: :,~';:Ji1~-; ' •· ,!;ct:;;Z: Hrly l{a te nt old rate New July rate )Aimual Salary ;rlrly rate at old rjNew hrly rale Allnual Salary

Group 8

$63,568.91T 1 1 $34.93 $35.tsi $6M23.91 1 i ~>35.1~ :r.:~s.-1.·~T $64.4.7S.9i

I $64.865.74r 2 1 $35.6>~ $3s.s91 $65,320.74, 2 : $3s.s9J $36.1~lJ $65,775.74

. ::J : I $3~.3? _ :>36.621 ~,64.1:1 3 · ro •. u .m.36l :1'>67,995 .•• 7 4

$66,189.21 3 $67,540.37 ~

!1>~&.&2 $36.87 $37.36 ~)7.61

$68,919.20 5 $70,325.72 --6

$72.204.00 '1

$38.121 f-38.371 $69.819.20 cto\RRq $39.14 $71,235.72

$;10.171 ·----· I .\

~,;j~.\ILI $73,114.00

$37.871 ~38.U $69,37d.l=:10 S $38.&11 $38.89. $70,780.~. 6 I , ~ .. - · I . '--$39.67; $39.92 $72,.659.00 7 . . . ..

11------------~------~~~~------~-------~~~----~~~ -----

Sct\llduf.EI A 201010 Z0 1(._F(nal

Yorktown Child &~nd ramily Ce-1tre Par.tm«<iaii SeM:es

OedotCtib~ e $10.00 snoWca~ndar YiSK

wawanesa IJfe- EHectriC JUlie 1. 2010 ;20.00 r..mt'(Jaier.&I' yQ

Sd1cdule · s• summary or Benefits

lun: Sdwlule lCO'I~ 01 ilftnuo! earning$

~laximum poo,ooo Non-evttJence M.1xlrnun I j;280,0(10

Ori-oprl!ctDr $no/G!~YW

Pllysiotl~ Un!llnted

I'$Vdlologists{Soda1 '.YorlrArt ~lS/>ISII upto $200/a<irnt.l.\r year

Si>eed> 1henp!st< $100/c:.a~r year

J-\a5529(! Therapist poo per calcnd>r yc.>r

Re<I\ICiiOI 1 SO'/, at ;l!)C 6S Vi;ioof Qrc Termin<>rion t:;!11icr of~rCill\llltOf ~ge 7S Oa:Jr.l(.jjt;je Nil

AD&O Sci'W!lMe 200.., ol .,ual eomlngs

F.ye ElCilms 1 eveJ"f 2~ CM~rllle mor.ths su~0i!ll to a $125 m:\XIInOOl

Frames.~ ~ 300 e:ery 24 aonseo:.lve month~ f't.laxlmum $700,000

();Jg~ Non-eYid!!nc~ Max\~r~lfn ~.ooo llecllltlble $ 10 slngi~G!lendar ye;>

llcductioo SIWo at ago! 6S $20 ramily/cclen.Jar ~-ear Wai'IEI' of Premknn DeflnilM of Ois:atiity - O.•n OOCIJ1)allcn Cor 2 Yt.iii'S ;will Orlhoped":c ~ $3011/ca!eMat Y"""

MY ~lon the:'ealltr Foot Clnho!ics SlOWc:>lendar yea< T coninalion eatlltr cf retirement or age 75 Hea..-ing Aids HOO evesy S ye;ors

Pril'<Jle duty nursing $10,000 per ClleWOI' yeor Critlc;o! Dlncss I nsurance 1 ·~erral NOT 1-eQUired ror ""-=oe u,,rapy r..t'l!m!t rcquiret

Singla payment • liledn'19 ~s,noo

Survival r e.·i<xl 30 ct;,ys (}IJI of Ccuntry Co~rage

Dc~uctille N~ rre·exi~tir>g CO<ldtlon 2~ month~

Covered lllrcessP.:5/Eveni.S ~Wteimets DISeaSe Ollndoess, Cilllcer, Coronory MCJY Oyposs Sur~cr,·, FaitLKe of !lOth l<ldneys. !leart Atr.KI<. l".al« Ot!Jiln l'o~Mplatlt, ~loitlpll! ~os<s, P:Ul<WOI\'S 0~ :!Cid Strolu!

Termination N)c fatlio:t of r..V.ement or age! 65 ml....S the QUalify!"!) Perloc!

ReCenals R~lmhursBd at ' 50o/~

UmllilUons $50,000 mel/me milldmum

EMI!rgency ~ Reimll~ ill !OO".It UmltiUons 60 cor.se.:uuve days/trip. $2.000,000 areume m;lCitn""

lo"!J TO!O>ll DiS'Ihilily T llf'(TiiJIJ(cw 1191" for atcl1fled Hair.~ Benelir E.'lrf.,.lll'~ OO'age 1:; ror lhe~ llcnclit Schedule /0% of n1011Uit!' ~mlng5

Maximum Denelil $5,000 per mu<lll> ~too!llene.lits

Non-evidenc:e MO!Ximum $S,OOD oet mood> IJiJsic Qualifying Pencxl 120 (i;lyS Deduc:tl>le N'l

Oel\nil.ion ol Di.«<!lifil.y own ~ton fOt 2 ymrs ~I'd My lkc'.q»tion thcnslllcr ~:r treatmellts <!!'<!l"(6 months

T":robl~ Sl~tus r,OQjk

t~;,.ximum Benel1t Perioc.l tn""" r.s fl'.gi!Jie Expense RC!!mburscd at 100%

Maximum Beoertl lJnllm~od ro·.....xitlno Condiijons ~llfllll'll/1 year

Termil<lt!M Age r:aouer or rc;lrc,.,ent or oge 65 minco< the Qu•~fyinu Pc•lod

l!xtcntled tt...altlo nenclits

Sigib~ Expen~ ~ Oent~l Booi<Jet lor tx>mpll:~t rnro:mal!on

N~jcr

Oeductibli? Nil F'iJy DireCt P,-<1S07p! /o.? Dlups

Ol!ductiblo! Ni Eligoble ~ Reimbur5ed ~ SO'l'o

MaxlnlUm Benefit $4,000 t:l!<'f S ye•"' Ellgille Eltperue Relrm..sed at 1~\

Eligiblo!ElQ>enSf\S -r>CI<>n hv 1:1\•l!l<llf.....-.~ llt-'H!:Il. Cost Alletna~ El!.,lible Elcpens25 S....lll'lnel't i!<lO!<let fo:- cnnp!Ol~ U>rormauon

a~t O.'thcdonlk Oel:lucttlla l'tJ I

Nqsp~'ial OedJclD~ct N~

i:ii<;)lhle O<pense Reimbursed Al ~0% Maximum B<nelll $S,OOO ifdne nwcima:n

13iclblc c~ ReJmbu<sacl at 100 ...

Eligible flcpenses In O.t8tla • Pl'cw;,te/ nut c( C'.an.oda - s..ni·Pflva!e Elig!>le l:>;>enStS St~ 0-fi: Section ror c:or.l)leto infonmtion

Termination A~ f.:Jr O<m(21 &n6i/s !!artier or re.llrm:en:: or aoe 7S IC< ~·e etnplorll'>

,._, ti:Mfule 8 .i..,w ,, ':!01P Pagol ~r:to.U\lt~ot e JI.WloO ,, a-31o

·'