SEIU LOCAL 2 - Ontario · 2017-09-26 · Article 5 - No Strikes or Lockouts 5.01 The Union agrees that, during the life of this agreement, there will be no strike slow down, or stoppage

Collective Agreement

between:

Western Fair Association - Mutuel Division

WESTERN FAIR

di.tt-rict

-and-

SEIU LOCAL 2 BREWERY GENERAL AND PROFESSIONAL WORKERS' UNION

Effective: January 1, 2014 Expiry: December 31, 2016

Index Article Description Article 1. - General Purpose of Agreement ....................................................................................... 2

Article 2 - Use of Terms ....................................................................................................................... 2

Article 3 - Recognition ......................................................................................................................... 2

Article 4 - No other Agreements ........................................................................................................ 3

Article 5 - No Strikes or Lockouts ...................................................................................................... 4

Article 6 - No Discrimination .............................................................................................................. 4

Article 7 - Management Rights .......................................................................................................... 4

Article 8 - Union Representatives ...................................................................................................... 5

Article 9 - Grievance Procedure ......................................................................................................... 6

Article 1.0- Union Policy Grievance and Employer Grievance ....................................................... 7

Article 1.1. - Arbitration ......................................................................................................................... 8

Article 1.2 - Discipline and Discharge Cases .................................................................................. 1.0

Article 1.3 - Seniority .......................................................................................................................... 1.0

Article 1.4 - Vacancies ........................................................................................................................ 1.2

Article 1.5 - Leave of Absence .......................................................................................................... 1.3

Article 1.6 - Maternity/Paternity Leave ........................................................................................... 1.4

Article 1. 7 - Bereavement Leave ...................................................................................................... 1.4

Article 1.8- Jury Duty Pay .................................................................................................................. 1.5

Article 1.9 - Workers' Compensation ............................................................................................... 1.5

Article 20 - Bulletin Board ................................................................................................................. 1.5

Article 21. - Governmental Regulations .......................................................................................... 1.6

Article 22 - Uniforms .......................................................................................................................... 1.6

Article 24 - Shortages ........................................................................................................................ 1.6

Article 25 - Job Training .................................................................................................................... 1. 7

Article 26 - Hours of Work ................................................................................................................ 1.8

Article 27 - Schedules ....................................................................................................................... 1.9

Article 28 -Vacation with Pay ............................................................................................................ 1.9

Article 29 - Paid Holidays

Article 30- Occupational Health & Safety

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Article 31 - Pay Stubs ........................................................................................................................ 20

Article 32 - Supplies ........................................................................................................................... 21

Article 33 - Union Scholarship Fund ................................................................................................ 21

Article 34 - Parking ............................................................................................................................ 21

Article 35 - Job Functions and Classifications ............................................................................... 21

Article 36 - Self-Serve Terminals ..................................................................................................... 22

Article 37 - Miscellaneous ................................................................................................................ 22

Article 38 - Medical Documentation ............................................................................................... 22

Article 39 - Duration of Agreement ................................................................................................. 22

Schedule A ............................................................................................................................................ 24

Schedule B- Work Preference Declaration Sheet- Declaration 1 .............................................. 26

Schedule B -Work Preference Declaration Sheet - Declaration 2 .............................................. 28

Schedule B- Work Preference Declaration Sheet- Declaration 3 .............................................. 30

Schedule B -Work Preference Declaration Sheet - Declaration 4 .............................................. 32

Letter of Understanding # 1 ............................................................................................................... 34



Letter of Understanding #4 ................................................................................................................ 35


Letter of Understanding# 6 ............................................................................................................... 37


Appendix "A" ........................................................................................................................................ 39

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Article :1- General Purpose of Agreement

1.01 The parties are agreed that the purpose of the Agreement is to provide orderl~ collective bargaining relations between the Employer and the Union, and the employees of the Employer, to secure prompt and equitable disposition o1 grievances and to eliminate interruptions of work and interference with the proper operation of the Employer's business, and to set out the agreement reached between the parties with respect to the matters hereinafter set out as conditions o1 employment for employees covered by this agreement.

Article 2 - Use of Terms

2.01 (a) The feminine or masculine gender may be used interchangeably throughout this Agreement; whenever one gender is used, it shall be construed as meaning the other, if the facts or context require.

(b) Wherever the singular is used, it shall be construed as meaning the plural if the facts so require.

(c) Whenever the term "spouse" is used it shall include common law spouse or a declared partner of the same sex. Such declaration of common-law or same sex partner shall be held as part of the employee's confidential personnel file.

Article 3- Recognition

3.01 The Employer recognizes the Union as the sole and exclusive bargaining agent of all employees of Western Fair Association, employed in the Mutuels Department and at any Tele-theatre, save and except Managers, persons above the rank of manager, and Assistant Managers. There shall be no more than three (3) Assistant Mutuel Manager positions. Bargaining Employees shall continue to perform balancing duties in the money room under the supervision of management.

3.02 No person outside the bargaining unit shall perform bargaining unit work while any member is on layoff or that would result in an employee being laid off or hours of work reduced.

3.03 All Employees shall, as a condition of their continued employment, become and remain members in good standing of the union. The Employer agrees to distribute and collect authorization forms from the bargaining unit employees and remit same to the union, along with the employees mailing addresses and telephone numbers. The above shall also apply at time of hiring for any and all future employees.

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3.04 All employees as a condition of their employment will be required to complete thE dues check-off authorization form contained in Appendix A. The Employer will deduct from each employee's pay, monthly dues anc assessments, as directed by the union's Secretary Treasurer and will remit them tc the Union no later than the 10th day of the following month.

Each monthly dues remittance from the Employer shall include a list of thE employees that worked that month and the number of hours each employeE worked and their gross income for that month.

Upon request the Employer shall furnish electronically to the Union (in Excel format), the name, mailing address, email address, telephone number, and applicable dues remittance of each employee covered under the respective SEIU Local 2 BGPWU bargaining unit(s) as follows:

Employee I Start I First , Last I Address iiAddress 2 1 City/ I Province I Postal Home !Mobile IE Number Date \ Name Name 1 _ _ Town Code Telephone

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The Employer shall also furnish electronically to the Union (in Excel format) all updates/changes regarding names, addresses, emails and/or phone numbers of employees in SEIU Local 2 BGPWU bargaining units. Unless otherwise instructed by the Secretary-Treasurer of the Union, these informational changes shall be forwarded as they occur to: [email protected]

With each dues remittance the Employer will provide the following information electronically (in Excel format) to the Union with its dues remittance.

Article 4 - No other Agreements

4.01 No employee shall be required or permitted to make a written or verbal agreement with the employer or its representative which may conflict with the terms of this Agreement.

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Article 5 - No Strikes or Lockouts

5.01 The Union agrees that, during the life of this agreement, there will be no strike slow down, or stoppage of work, either complete or partial, and the Employe agrees that there will be no lockout, either complete or partial. Employees shal maintain their right to information picket.

Article 6 - No Discrimination

6.01 The employer and the Union agree there shall be no discrimination, interference restriction or coercion exercised or practiced with respect to any of the employees for reason of membership or activity in a Union, race, creed, colour, age, sex marital status, religion, nationality, ancestry, place of origin or sexual orientation.

6.02 The parties agree that they will interpret this collective agreement in a manne1 which is consistent with the Ontario Human Rights Code, The Employmen1 Standards Act, the Occupational Health & Safety Act, the Workplace Safet} Insurance Act, and any other applicable statutes.

Article 7 - Management Rights

7.01 The Union recognizes and acknowledges that the management of the Employer's business and direction of the work force are fixed exclusively with the Employer, and without restricting the generality of the foregoing, the Union acknowledges that it is the exclusive function of the Employer to:

a) Maintain order, discipline and efficiency, and to establish, enforce and alter from time to time rules and regulations governing the conduct of the employees.

b) Discharge, suspend or otherwise discipline employees provided that employees who have completed their probationary period shall only be disciplined for just cause.

c) Hire, select, promote, demote, classify, transfer, lay-off, train, and retire employees.

d) Determine the nature and kinds of business to be conducted by the Employer, the kind and locations of the equipment to be used, the methods and techniques of work to be used, the content of jobs, and job assignments and the standards of performance for all employees.

e) Extend, limit, curtail or cease operations of any part thereof.

f) Develop and implement job evaluation systems and performance rating systems.

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g) Determine the number of employees to be employed, the hours to b« scheduled, starting and stopping times, and overtime required.

7.02 The Employer agrees that the above described Management Rights shall bE exercised consistent with the terms of this collective agreement. Employees agreE to conform to the workplace rules and standards in place.

7.03 Mutuel Employees shall perform only such duties as may be required in thE conduct and operation of the Mutuel Department except in the case of emergency In cases of emergency, Mutuel employees are not required to perform dutie~ outside the scope of this Collective Agreement. If there is a dispute as to thE existence of an emergency, employees shall perform the duties designated bu1 may take the matter up through the Grievance procedure.

Article 8- Union Representatives

8.01 It is understood and agreed that the Union, whenever requested to do so by the Employer, will supply the Employer with a list of names of the employees whom the Union designates and considers, for purposes of this Agreement, as Officers of the Union, the Steward or Stewards of the Union and the Union Representatives. All references in this Agreement to the male gender are deemed to include the female gender and vice-versa.

8.02 Upon written notice by the Union and if reasonable notice is given, the Employer will grant leave of absence to employeejs without pay for union business. Any employeejs elected or selected for full time duty as an Officer or staff of the Union shall be granted unpaid leave for the duration of their term. During leave of absence under this section, employeejs will maintain and accumulate seniority.

8.03 Labour Management Committee

a) In order to promote good relations and improve communications between the Employer and its Mutuel employees, it is agreed that a Labour/Management Committee will be formed, composed of representatives designated by the Employer and up to four (4) representatives and one (1) workplace chair designated by the Union. A representative of SEIU Local 2 BG&PWU or his designate may attend these meetings; he will not be included as one of the four members.

b) A Union committee member (not including the workplace chair) attending a Labour/Management Committee meeting will be paid for such attendance at applicable straight time rate.

8.04 Negotiation Committee

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a) The employer agrees to recognize a Negotiating Committee comprising of no more than three (3) members and one (1) workplace chair. The Negotiatior Committee members are to be elected by or appointed from amongs· employees in the bargaining unit who have completed their probationa11 period. A representative of SEIU Local 2 BG&PWU or his designate may alsc be in attendance for any or all of the meetings.

b) Negotiation Committee members (not including the workplace chair) shall bE paid at applicable straight time rate for all time spent at the negotiating tablE including his/her lost wages for all scheduled hours during that day 01

evening, whichever is the greater.

8.05 The employer shall, subject to the terms of this Agreement, permit authorized representatives of the Union, not exceeding five (5) in number, to have access to that portion of the racetrack, tele-theatres, and other locations where the employees are working, for the purpose of communicating with the Mutuel employees therein and for the purpose of conferring with the Employer, but such access shall be at time and places and in such a manner as not to interfere with the regular duties of the employees or the operation of the employers business.

Article 9- Grievance Procedure

9.01 The grievance procedure herein provided is among the most important matters in the successful administration of this Agreement. The Employer and the Union, therefore, agree that the designated grievance procedure, as hereinafter set forth, shall serve and constitute the sole and exclusive means to be utilized by the griever for the proper disposition, decision and final settlement of a grievance arising in respect of the interpretation or alleged violation of this Agreement and the specifically designated grievance procedure shall be strictly followed. Wherever the term "grievance procedure" is used in this Agreement, it shall be considered as including the arbitration procedure. No employee, individually, shall have the right to initiate any grievance under this Agreement. Grievances and arbitrations shall rest solely with the Union.

9.02 All time limits referred to in the grievance procedure herein contained shall be deemed to mean "calendar days" and an extension, if required, will not be unreasonably with held.

9.03 A griever whose attendance is required at arbitration hearings shall receive permission without pay to be absent from work.

No grievance shall be considered where the circumstances giving rise to it occurred or originated more than fifteen (15) calendar days from the time the circumstances were known or ought to have been reasonably known before the filing of the grievance. The employee may, during such period, discuss the grievance with any member of management.

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9.04 Grievances shall be adjusted and settled as follows:

Step 1:

If a satisfactory settlement during the previous five (5) days is not reached, thE aggrieved employee shall present his grievance, in writing, to the employee's Assistant Raceway Manager, or in the absence of the employee's Assistan1 Raceway Manager, the person designated by management to be in authority. If s satisfactory settlement, in writing, is not given to the employee within seven (7: days following the presentation of the grievance, the grievance may be presented as follows at any time within seven (7) days thereafter.

Step 2:

If a satisfactory settlement during the previous step is not arranged, the aggrieved employee shall present his grievance to the Operations Manager/Mutuel Manager, or in the absence of the Raceway Manager, the person designated by Management to be in authority. If a satisfactory settlement, in writing, is not given to the employee within seven (7) days following the presentation of the grievance to the Operations Manager/Mutuel Manager, the grievance may be presented as follows at any time within seven (7) days.

Step 3:

If a settlement to the employee concerned is not reached following the presentation of the Raceway Manager's decision in writing, the Union may, within fourteen (14) days following receipt of the Operations/Mutuel Manager's decision, submit the matter to the Raceway Manager of Western Fair Association or his designee.

Step 4:

If a settlement satisfactory to the employee concerned is not reached within seven (7) days following the presentation of the General Manager's Decision in writing, the Union may, within fourteen (14) days following receipt of the General Manager's decision, submit the matter to arbitration. The parties will adhere to the time limits mutually consented to.

9.05 The grievance procedure for probationary employees will be extended up to 2nd

step only.

Article 10- Union Policy Grievance and Employer Grievance

10.01 A union policy grievance or an Employer grievance may be submitted to the Employer or the Union, as the case may be, in writing, ten (10) days from the time the circumstances upon which the grievance is based were known or should have

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been known by the griever. A meeting between the employer and the Union shal be held at Step 2 of the grievance procedure. The Employer, or the Union, agree~ to reply to the grievance, in writing, within five (5) days after the said meeting. AI other provisions of the grievance and arbitration procedure shall apply. Extensions if required, will not be unreasonably withheld.

10.02 In the event the grievance is not settled to the satisfaction of either party, it may bE processed through the arbitration provisions of this agreement.

Article 11 - Arbitration

11.01 Mediation

The parties agree to implement a Grievance Mediation procedure after proceeding to Step No.3 as set in Article 9 and before proceeding to arbitration as set out in Article 11.02.

a) Both parties must agree to the submission of a grievance to Grievance Mediation at any time within ten (10) days following the receipt of the Employer's reply at Step 3, or if no reply is received within ten (10) days following the expiration of the period limited for such reply. Where the matter is so referred, the Mediation process shall take place before the matter is referred to Step No.4 (arbitration).

b) Grievance Mediation will commence within twenty-one (21) days of the grievance being submitted to Mediation.

c) The Grievance Mediation process is without prejudice to either party.

d) No matter may be submitted to Grievance Mediation which has not been properly carried through the grievance procedure, provided that the parties may extend the time limits fixed in the grievance procedure.

e) The parties may agree to the appointment of a Mediator from an agreed upon list and failing agreement, may agree to the appointment of a Mediator by the Ministry of Labour, provided that such mediator is able to commence the Grievance mediation within the time periods set out in item (b), or where the parties mutually agree to extend the time periods for such Mediator.

f) Proceedings before the Mediator shall be informal. Accordingly, the rules of evidence will not apply, no record of the proceedings shall be made and legal counsel shall not be used by either party.

g) If possible, an agreed statement of facts will be provided to the Mediator, and if possible, in advance of the Grievance Mediation Conference.

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h) The Mediator will have the authority to meet separately with any person o persons, but will not have the authority to compel the resolution of c grievance.

i) If no settlement is reached within five (5) days following Grievance Mediation the parties are free to submit the matter to Arbitration as outlined in ArticlE 10. In the event that a grievance which has been mediated subsequent!~ proceeds to arbitration, no person serving as the Mediator may serve as ar arbitrator. Nothing said or done by the Mediator may be referred to a· Arbitration.

j) The Union and the Employer will share the cost of the Mediator, if any.

1.1.02 Arbitration Board

a) The party referring the grievance shall give notice, in writing, to the othe1 party, indicating that it intends to refer the matter to arbitration and indicatin~ the name and address of its appointee to the Board of Arbitration.

b) Within seven (7) days after receipt of such notice, in writing, the other part~ shall respond by indicating the name and address of its appointee to the Board of Arbitration.

c) The two (2) appointees so selected shall, within seven (7) days after receipt of notice of the appointment of the second of them, appoint a third person, who shall be the chairperson of the Board of Arbitration.

d) If the recipient of the notice fails to name an appointee or if the two (2) appointees fail to agree upon a chairperson within the time limit, the appointment may be made by the Office of Arbitration upon request of either party.

e) The parties may mutually substitute a Board with a single Arbitrator and/or for Mediation/ Arbitration under Section 50 of the Labour Relations Act, 1995.

11.03 The Arbitration Board is governed by the following provisions:

a) The Arbitration Board shall hear the grievance and shall issue a decision which is final and binding upon the parties and upon any employee affected by it.

b) The decision of a majority is the decision of the Arbitration Board, but if there is no majority, the decision of the chairperson governs.

c) Each of the parties shall pay one-half (1/2) of the remuneration and expenses of the chairperson of the Board.

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d) The arbitrators shall not have the power to alter or amend any of th~

provisions of this agreement.

e) The arbitrators shall have access to the Employer's premises to view workin~ conditions, or operations which may be relevant to the resolution of c grievance.

f) The Board shall have jurisdiction to determine whether a grievance is arbitral.

Article 12 - Discipline and Discharge Cases

12.01 A claim by an employee that he has been discharged without just cause shall bE treated as a grievance and shall commence at Step 2, Article 8.04, provided a written grievance is signed by the employee and is presented to the Assistan1 Raceway Manager or the Raceway Manager in accordance with all other provisions in this Agreement following discharge.

12.02 Disciplinary measures against an employee shall be for just and sufficient cause only, and may be subject to the grievance procedure.

12.03 Any employee covered by this Agreement, when called in for any discussion which may result in disciplinary action, must be accompanied by a Steward or Union representative.

12.04 The Employer shall not instigate disciplinary action based on a complaint from a member of the public unless such complaint is in writing bearing the signature of the complainant and indicating the date and nature of any alleged offence. Such complaint shall be deemed legitimate only when the information of the complainant can be verified, name, address and phone number if one exists.

12.05 All disciplinary notices shall be removed from the employee's personnel file after twelve (12) months, provided that no similar disciplinary notices have been filed during the above mentioned twelve (12) month period. Notwithstanding the above, all disciplinary notices shall be removed after eighteen (18) months.

Article 13 - Seniority

13.01 Employees shall attain seniority and shall be placed on the seniority list as provided below:

a) A probationary employee is an employee who has not worked more than one hundred and twenty-five (125) hours or six (6) months whichever occurs first.

Where two (2) or more employees having been hired on the same date they shall have their seniority ranking determined utilizing the affected employee's last three (3) social insurance numbers (the higher SIN number being senior to the lower SIN number)

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b) With respect to Article 13.01 "twice a year the Employer will supply to th• Union a list of all employees covered by this agreement along with thei addresses and telephone numbers"

It is understood by the parties the information source will be the "informatior request form" signed by the employee at time of hiring and annuall~

thereafter.

c) Within thirty (30) calendar days of signing of this contract, Employees affectec may request the company to review the employee's seniority (date of hiring) Subject to sufficient supporting document(s); employee's seniority shall bE amended accordingly.

The revised seniority list shall be posted seven (7) days prior to the deadlinE date of filing the Work Preference Declaration.

The revised seniority list shall then be effective and implemented for the Wor~ Preference Declaration Period.

13.02 A vacancy shall only occur when the employee resigns, dies, or is dismissed for jus1 cause and such dismissal is not reversed through the grievance procedure. The parties shall agree on the seniority list, to take effect date of ratification.

13.03 In the event a vacancy occurs on the seniority list and no seniority employee applies for said vacancy, such vacancy will be filled by the probationary employee with the most accumulated service with the employer provided that they are capable of performing the job duties, and so desire such vacancy.

In the event that more than one vacancy is filled on any day, the affected employees shall enter the seniority list in order of their respective ranking as probationary employees.

13.04 It is the responsibility of the employee at all times to keep the company informed as to his/her home address and telephone number.

13.05 Seniority rights and employee benefits will cease and employees shall be deemed terminated for any of the following reasons:

a) If the employee voluntarily quits. Management will request the employee to submit a written letter of resignation.

If the employee does not submit a written letter of resignation the management will request the employee to sign a Western Fair Association "change form" indicating "quit" as the reason for ending his/her employment.

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b) if the employee is discharged and such discharge is not reversed through thE grievance procedure.

c) If the employee is absent from work for more than two (2) consecutivE scheduled days of work, unless reason satisfactory to the company is supplied.

d) If an employee is laid off for more than eighteen (18) consecutive months.

An employee's seniority will not be terminated when remaining away from work because of sickness or disability, provided the employee notifies the company within three (3) working days, unless by satisfactory reason. The employee returning from sick or disability leave after three (3) working days absence, must, if required by the company, present a letter from the physician indicating that the employee is fully recovered, and able to perform the duties of his/her job.

13.06 LAYOFF MANDATORY

Layoff shall be defined as a reduction in the workforce or a reduction in hours of work. In the event of a layoff, probationary employees shall be laid off first, and then employees in reverse order of seniority. Notwithstanding the above employees shall be offered first right of refusal in order of seniority.

13.07 Employees will be recalled in accordance with their Mutuel Department seniority.

13.08 An employee on layoff may invoke his/her Mutuel seniority for any classification provided he/she can perform the job functions.

13.09 An employee who is recalled for other than his own classified job, will assume the rate for the job classification or his/her own classification rate, whichever is the greater.

13.10 The employer agrees that new employee's receive a half hour non-paid orientation session to be conducted by union representative.

Article 14- Vacancies

14.01 The company will post notices for all job vacancies within the bargaining unit at Western Fair Raceway and its tele-theaters for a period of ten (10) calendar days prior to the filling of the job vacancy. A copy of the notice shall be sent by fax to the local.

Employees on the seniority list shall be entitled to fill such vacancy on the basis of seniority, provided they are capable of performing the job duties. Applications to

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fill the vacancy shall be made in writing and must be received by the employe! within the ten (10) days after the posting of notice in order to be considered

During the posting period the employer may temporarily fill the job vacancy for c: period not exceeding ten (10) days with available and qualified bargaining uni1 employees. If an employee files written notice with the company as to his or he1 interest in applying for any job should it become vacant during his absence due tc sickness, pregnancy, vacation, leave of absence or layoff, his application shall be given consideration. The employee must assume the position upon their return t<l work.

Temporary vacancies of greater than ten (10) days "such as leaves of absences, sick leaves, vacations, etc" shall be posted and filled in accordance with the above. Upon the return of the incumbent; all employees that transferred as a result of the original and subsequent vacancies shall return to their original positions.

Article :15 - Leave of Absence

15.01 Requests for leave of absence must be made to the Assistant Raceway Manager or his designee and, if granted, such leave of absence will be confirmed, in writing, and without pay or any other monetary benefit under the provisions of the Agreement. Leave of absence, except as otherwise provided herein, shall be permissive only, and shall be understood to mean an absence from work requested, in writing, by the employee on the form provided for such purposes consented to, in writing, by the Assistant Raceway Manager or designee covering a permitted period of time; not to exceed one (1) year, and reviewed thereafter; for personal reasons. It is understood and agreed that the Employer will not arbitrarily withhold its approval for leave of absence. Employees shall continue to accumulate seniority during leaves of absence.

15.02 An Employee shall not take leave of absence without prior written approval from the Employer and a copy of such written approval shall, in every case, be filed with the Union.

15.03 Education Leave

It is understood that where an employee is unable to indicate a mm1mum availability to work as required by this collective agreement because they are attending school, that employee will be granted a leave of absence to attend school during which time the employee will maintain their seniority but not accumulate seniority. Education leaves shall not exceed eighteen (18) months and shall be applied for in writing with proof.

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15.04 Union Leave

The Employer agrees that, if requested in writing by the Union, it will grant leave o absence without pay to no more than three (3) employee appointed or elected as c:

full-time representative of the Union. The said employee shall continue t< accumulate seniority so long as he acts as such full-time representative but no· beyond the term of this Agreement. In the event that the said employee shal terminate his employment with the Union while a collective agreement is in forcE between the Employer and the Union, then, subject to the terms and conditions o· such collective agreement, he shall be entitled to return to his former position witt all rights and employment privileges, including seniority, that he had prior to hi~ appointment or election as such full-time representative, and with the seniorit) which he has accumulated during the term of this Agreement while acting as suet full-time representative.

15.05 Union Annual Training Seminar Leave

The Chief Steward for the Mutuel Divison will be granted three (3) days paid leave of absence to attend the Union's Annual Training Seminar (at regular rate of pay).

Article 16- Maternity/Paternity Leave

16.01 The employer shall grant leaves of absence in accordance with the Employment Standards Act for Ontario for maternity/paternity leave. Any dispute as to an employee's entitlement under the Employment Standards Act shall be determined by the director appointed for the purpose of the Employment Standards Act in the manner provided under the said Act.

Article 17 - Bereavement Leave

17.01 Employees on the seniority list will be granted a leave of absence without loss of pay for bereavement leave as follows:

a) Up to five (5) consecutive days in the event of death in the immediate family (spouse, child, step-child, parent, step-parent, brother, step-brother, sister, step-sister, mother-in-law, father-in-law, grandparents, grandchildren). "Spouse", for the purposes of bereavement leave will include a declared common-law spouse.

b) Provided further, where there is the death of a sister-in-law, brother-in-law, aunt, uncle, niece, nephew, or cousin of an employee, a one (1) day paid leave of absence will be granted to attend the funeral/service.

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c) The leave must commence with the date of the death of the said relative unless the employee worked such day, and in that case, the leave shal commence on the day immediately following the death. Notwithstanding thE aforementioned, the employee may elect to postpone any or all portion of thE leave in circumstances whereby the funeral and/or service has been delayed.

d) In the event the funeral is three hundred (300) or more kilometers away thE employee will be entitled to an additional two (2) days of unpaid bereavemen1 leave.

Article :18 - Jury Duty Pay

18.01 Each seniority employee, provided he has at least one (1) year of service, who is summoned to and reports for jury duty, as prescribed by applicable law (subject to the eligibility requirements set out below), shall be paid by the company the difference between the payment for such services received from the court (not including traveling allowance or reimbursement of expenses) and the employee's rate, as found in Schedule "A", exclusive of premiums for the race program. The Company's obligation to pay an employee for jury duty under this section is limited to a maximum of thirty (30) days in any calendar year, and in order to receive payment under this provision, an employee must meet all the following eligibility requirements:

a) The employee shall have given one (1) week's notice to the Company that he has been summoned for jury duty.

b) The employee shall furnish satisfactory evidence to the Company that he/she has been summoned to report for jury duty on days for which he/she claims payment and shall furnish acceptable proof of the amount of jury duty pay received by him/her.

c) The employee would otherwise have been scheduled to work for the company on the day, days or hours for which he/she claims payment.

Article 19 - Workers' Compensation

19.01 The employer shall provide Workplace Safety and Insurance Board (WSIB) coverage to employees.

Article 20- Bulletin Board

20.01 The employer agrees to provide the Union with a bulletin board at the track and all tele-theatre locations to be used exclusively by the Union for official Union postings.

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A copy of such notices shall be provided to the Assistant Raceway Manager or his designee at the time of posting.

20.02 Non-official correspondences shall be submitted to the Assistant Racewa) Manager or designate at the time of posting for approval and such approval shal not be unreasonably denied.

Article 2.1 - Governmental Regulations

2.1.01 It is understood and agreed, notwithstanding anything in this agreement contained, that the employees shall be subject to the supervision of Agriculture Canada, as provided by the regulations made by the Minister of Agriculture pursuant to Subsection 7 section 188 of the criminal code of Canada, and subject to such provisions of the Racing Commission Act and regulations thereunder and the Rules of Racing of the Ontario Racing Commission as are applicable.

Article 22- Uniforms

22.01 The Employer shall provide a new employee with two shirts and one vest.

Regular employees may replace up to 2 items annually from the Western Fair District approved apparel for the bargaining unit, and also due to wear and tear with Manager's approval.

Additionally, employees on the summer schedule will receive up to two WFD tshirts and one WFD golf shirt.

Employee input and participation regarding the uniform selection process shall be conducted by consensus through the Labour-Management Committee.

Article 24 - Shortages

24.01 It is understood and agreed that each and every employee shall pay, by mandatory payroll deduction, any and all shortages for which he may be responsible; provided that where, in the opinion of the Employer, more than one (1) employee is responsible for the loss than such loss shall be split equitably amongst such employees. The employer will consider cases in which a particular shortage may be attributed to machine malfunction. The employer will review such shortages and, in the absence of a resolution of each such shortage agrees that such shortages shall be subject to the grievance procedure. A maximum of one hundred dollars ($100.00) will be deducted per pay for the repayment of shortages with that pay period. In the event of large shortages, or where the payroll deduction would result would exceed the employees pay for the period, alternate

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arrangements may be made with the Mutuel Manager or his designee. It i~

understood that this authorization complies with the Employment Standards Act o1 Ontario and that the formula for calculating the specific shortage that may bE deducted from wages is as follows:

The difference between the computerized record of monetary transactions conducted by an employee and the actual amount of money returned by tha1 employee at the conclusion of the day.

24.02 In accordance with the above, the employer shall post a daily list of such shortages within twenty-four (24) hours of the shortage occurring.

24.03 For Shortage purpose, the employee has the right to request a complete computer print out of the daily sales transactions; Upon request the company agrees to provide such print out within a reasonable time

Article 25 - Job Training

25.01 When the employer conducts job training programs, it is understood and agreed that such programs will be conducted by the Employer upon the following basis:

a) Employees shall be trained in order of seniority, with the first right of refusal should such employee wish to decline said training.

b) Training shall consist of on-the-job training as arranged by the Assistant Raceway Manager through the most senior employeejs who have advised the Assistant Raceway Manager that they wish to train from time to time. On-jobtraining shall also consist of classroom training to be performed by management staff.

c) The trainee and trainer shall receive their appropriate rate during the period.

d) New trainees will receive a minimum of two (2), four and one-half (4.5) hour shifts of training time.

e) Trainers who have undertaken the supervision of prospective new employees will be limited to a maximum of two (2) such trainees at any given time.

f) Employees who volunteer to train will continue for the trainee's entire on the job training period. The trainer will not be assigned to regular line duty in the minimum 2 day training period.

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Article 26 - Hours of Work

26.01 a) The shift shall commence as scheduled prior to the first post and end fifteer (15) minutes after the last race results are officially posted.

b) For the purposes of determining the number of hours of work to be paid in a shift, time worked which is less than a full hour, shall be paid at one quarte1 (114) of the hourly rate for each fifteen minute period worked or any pan thereof.

c) An employee who reports for work as scheduled, shall receive a reporting allowance of not less than a minimum of four and one-half (4.5) hours pay a1 the applicable straight time rate.

The above provision shall not apply whenever an employee has received no1 less than three (3) hours prior notice not to report for work. It is understood that the Employer will undertake all reasonable efforts to ensure that such notice be delivered or communicated to the employee personally

d) A shift will consist of a minimum of four and one-half (4.5) consecutive hours to a maximum of seven and one-half (7 .5) consecutive hours.

e) There shall be no split shifts.

f) Overtime worked in excess of forty-four (44) hours in a week shall be paid at the rate of time and one half. An employee shall not be laid off during regular daily hours to compensate/equalize any overtime worked.

g) One (1) ten (10) minute break shall be assigned for every two (2) hours worked. Maximum of two (2) ten (10) minute breaks for shifts scheduled no longer than five (5) hours. One (1) additional ten (10) minutes break shall be assigned when a scheduled shift less than five (5) hours extends over five (5) hours. (Fulfillment of EAS)

h) Three (3) ten (10) minute breaks shall be assigned for shift scheduled longer than five (5) hours

i) For scheduling purposes only: Double shifts are allowed only on Friday and Saturday during live racing.

j) A Supper Voucher of twelve dollars and fifty cents ($12.50) shall be supplied when asked to work a double shift by management.

26.02 Available work will be allocated on a seniority basis in accordance with the "Letter of Understanding - Work Scheduling" Short-Notice shifts shall be available work that becomes known to the employer after the posting of the weekly schedule

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(absence due to illness, bereavement leave, resignations, dismissals, unexpected increase in business volume, etc.). Short notice shifts shall be offered on a seniority basis with the first right of refusal, in accordance with the employee's "Work Declaration Sheet". Notwithstanding the above, employees shall not work in excess of four (4) shifts per calendar week unless all other bargaining uni1 employees have declined said available shifts in accordance with their "Work Declaration Sheet".

Article 27- Schedules

27.01 The following schedules shall be part of this Collective Agreement:

Schedule "A" - Rates of Pay Schedule "B"- Work Preference Declaration Sheet

Article 28 - Vacation with Pay

28.01 The vacation pay to which each employee is entitled shall be paid during the month of May by direct deposit not later than May 15th for the preceding period of May 1st to April 30th. An employee who is or will be on an approved leave of absence at the time the vacation pay is to be paid, may make a written request and shall have his vacation pay paid upon his return to work. Notwithstanding the above, an employee may elect to receive his/her applicable vacation pay at the time of taking the vacation entitlement.

28.02 Vacation, with time-off entitlement in accordance with seniority shall be as follows:

a) with respect to employees having less than seven (7) years on the Seniority list: two (2) weeks or not less than ten (10) working days off and four percent (4%)

b) with respect to employees having seven (7) years and less than thirteen (13) years on the Seniority list: three (3) weeks or not less than fifteen (15) working days off and six percent (6%)

c) with respect to employees having more than thirteen (13) years on the seniority list: four (4) weeks or not less than twenty (20) working days off and eight percent {8%)

28.03 For the purpose of this article only, in determining the years of continuous employment while on the Seniority list accumulated by an employee, any part of the first year in which an employee was placed on the Seniority list shall be deemed to have been the first year of continuous employment while on the

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Seniority list. Therefore January 1st is the Anniversary date of all Seniority lis· employees.

Article 29 - Paid Holidays

29.01 The employer, at the Union's request, hereby confirms that it will comply with al applicable provisions of the Employment Standards Act, as amended from time tc time, and without limiting the generality of the foregoing, will comply with the provisions of Part VII thereof, as amended from time to time, provided that nothin~ contained in this Article is intended to confer upon or shall be construed upon employees in the bargaining unit benefits other than those benefits to which such employees may be entitled, from time to time, under the terms and conditions o1 the Employment Standards Act, as amended from time to time.

Any dispute as to an employee's entitlement to pay under the Employment Standards Act and thus under this Article shall be determined by the director appointed for the purpose of the Employment Standards Act in the manner provided by the said Act.

New Years Day Family Day Good Friday Victoria Day Canada Day

Civic Holiday Labour Day Thanksgiving Day Christmas Day Boxing Day

29.02 All employees are entitled to paid statutory holidays. Statutory holiday is calculated at the regular pay rate.

29.03 Employees who work on a statutory holiday and are eligible to receive holiday pay, are entitled to statutory pay plus 1.5 times their rate for the hours worked.

Article 30 - Occupational Health & Safety

30.01 The employer, the Union and the Employees shall cooperate to maintain healthy and safe working conditions and shall comply with the provisions of the Ontario Occupational Health & Safety Act. The Employer will maintain sufficient staffing levels in order to ensure employees can work in a safe and responsible manner.

Article 31 - Pay Stubs

31.01 Pay stubs will contain weekly breakdowns of hours, relevant rates of pay and shortages. This information will be attached/included with each paycheque.

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Paystubs will be issued on or before the Friday immediately following thE applicable two {2) week pay period. The net amount of pay will be deposited intc the bank account of the employee on Friday.

Article 32 - Supplies

32.01 All supplies needed to perform the functions of a Mutuel Employee will be supplied as determined by the Employer, at the Employers expense.

Article 33 - Union Scholarship Fund

33.01 The employer agrees to contribute on an annual basis to the Union Scholarship Fund an amount equivalent to two {2) cents for each hour worked by bargaining unit employees. The employer will furnish a summary of payroll records regarding hours of worked to the Union at the time of remittance.

Article 34 - Parking

34.01 The employer agrees to provide free parking facilities for Mutuel Employees scheduled to work at the Racetrack and tele-theatres. Said parking facilities at the racetrack shall be located in the main parking lot except during annual Fair, and major construction; during which the employer agrees to provide free parking in adjacent lots and provide a security escort if required.

Article 35 - Job Functions and Classifications

35.01 a) Jobs shall consist of those functions currently being performed by employees in the classification concerned. The employer may direct that additional functions be performed on a regular basis, but only after the Employer has given five (5) clear days notice of such additional functions to the Union. Such additional functions shall be considered as extra duties and the rates for such extra duties shall be negotiated.

b) When a new classification which is covered by the terms of this Agreement is established by the Employer, the Employer shall determine the rate of pay for such new classification and notify the Union of same. If the Union challenges the rate it shall have the right to request a meeting with the Employer to endeavor to negotiate a mutually satisfactory rate. Such request is to be made in writing ten {10) days after the receipt of notice from the Employer of such new classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of this rate was given by the Employer.

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c) If the parties are unable to agree, the dispute concerning the new rate may bE submitted to arbitration as provided in the Agreement within fifteen (15) day~ of such meeting. The decision of the arbitrator shall be based on thE relationship established by the comparison with the rates for othe1 classifications within the bargaining unit having regard to the requirements o1 such classification and where applicable shall be retroactive to the date tha1 notice of the new rate was given by the Employer.

Article 36 - Self-5erve Terminals

36.01 a) In respect of racetrack during live racing, Self-serve terminals or similar devices shall not be increased beyond an aggregate total of twenty-four (24).

b) In respect of racetrack during simulcast, self serve or similar devices shall not exceed seventeen (17).

c) Such devices shall not be utilized to reduce the number of daily or weekly hours, shifts, and total number of bargaining unit employees.

Article 37 - Miscellaneous

37.01 Employees shall continue to be entitled to a food discount of twenty-five percent (25%) at concessions as well as twenty-five percent (25%) at the Top of the Fair restaurant, other than Friday and Saturday. Discount will not cover the time period of the Annual Fair.

37.02 The employer agrees to pay the costs of AGCO licenses, ORC licenses, andjor any other licenses or certificates required by employees covered by this agreement. Where a probationary employee terminates their employment, the cost of these licenses and/or certificates will be deducted from their final paycheque.

Article 38 - Medical Documentation

38.01 Upon a request by the company to supply medical documentation the cost will be incurred by the company when the employee can provide a receipt.

Article 39 - Duration of Agreement

39.01 This agreement shall remain in full force and effect from January 1, 2014 to midnight on the 31st day of December, 2016.

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This Agreement shall continue automatically thereafter for annual periods of om {1) year, unless either party notifies the other party, in writing, within the period o· ninety {90) days prior to the termination date.

The parties will meet within thirty {30) days after any notice of amendment, for thE purpose of entering into negotiations, unless otherwise mutually agreed by thE parties in writing.

39.02 If pursuant to such negotiations, an Agreement is not reached on the renewal 01

amendment of this Agreement, or the making of a new Agreement prior to the current expiry date, this Agreement shall continue in full force and effect until c: new Agreement is signed between the parties, or until conciliation proceedings prescribed under the Labour Relations Act have been completed, whichever date should occur first.

39.03 In the event it is necessary to give notice by either party to each other apart from Article 36.01, it shall be given by registered mail or facsimile to their respective addresses or offices.

IN WITNESS WHEREOF each of the parties hereto has caused this Agreement to be signed by the duly authorized representatives as of the date and year first above written.

For the Western Fair Association For the Service Employees International Union, Local 2 - BG&PWU

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Schedule A Base Classification Rates

Classification 1-Jan-14 1-Jan-15 1-Jan-16 Teller $17.67 $17.67 $18.02

SuperSeller $20.64 $20.64 $21.05

Probationary employees shall receive Training Wage rate $2.00 per hour lower than Telle1 rate until his training is complete. Training period to be completed within 30 days from date of hire or 8 shifts (including training shift and initial shifts independently) whichever comes first.

Group RRSP

The Employer agrees that the employees will participate in a Union sponsored Group RRSP. The Employer contribution of 5% of gross wages {including vacation pay & any overtime) to be matched by the employee. The terms thereof shall provide for the mandatory participation of all such employees.

Extra Duty

a) An employee who trains shall receive a premium of two dollars ($2) per hour for entire schedule shift. Trainers will not be responsible for shortages while training.

b) When an employee is requested and elects to make a bank deposit away from the main premises a premium of six dollars ($6) will be paid.

c) Round-trip mileage will be paid for travel to tele-theatres at a rate of thirty-five (35) cents per kilometer.

d) Subject to the provisions concerning Hours of work, in an emergency situation, where the employer requests and the employee agrees to move from their scheduled work location to another work location , the employee shall receive a mileage allowance of thirty-five cents (35) per kilometer, per round-trip.

In the event all employees who have been requested to make the move decline said move, then the available employee with the least amount of service shall be assigned by the employer.

e) Notwithstanding Article 26.01 (d), whenever extra help is needed for the balancing duties in the Money room, such work shall be offered to available employees on the basis of seniority and shall extend the affected employee's shift not less than one (1) hour.

f) The employer shall continue as per past practice, to offer additional work not covered by this agreement (such as food and beverage duties for concert events, annual Western Fair, etc.) at prevailing wage rates of the respective job/position.

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g) Any betting booth located in the Paddock Area shall be recognized and accordingly shall provide for a superseller with applicable pay.

h) Employees working the midnight shift shall be paid an additional two dollars an< fifty cents ($2.50) per hour. All midnight shifts shall be staffed with a minimum o· two (2) tellers per location.

For the Western Fair Association For Service Employees International Union, Local 2 - BG&PWU

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Schedule B -Work Preference Declaration Sheet - Declaration 1 Fall I Winter

1. Scheduled shifts per week A Maximum of 4 shifts per week. Friday + Saturday live +2 or Friday live + 3

Maximum number of shifts 4

Compulsory> Fridays and Saturdays Live

2. Please indicate in order your preference for scheduling. 10am- 5pm 10am- 5pm

Sunday 3pm- 9pm Thursday 3pm- 9pm

5pm - Midnight 5pm - Midnight

10am- 5pm 10am- 5pm

Monday 3pm- 9pm Friday 3pm- 9pm

5pm - Midnight 5pm - Midnight

10am- 5pm 10am- 5pm

Tuesday 3pm- 9pm Saturday 3pm- 9pm

5pm - Midnight 5pm- Midnight

10am- 5pm FRI Wednesday 3pm- 9pm

"OFF CALL" PLEASE Cl RCLE ONE OR BOTH

5pm- Midnight SAT

(Actually shift start times will be scheduled anywhere within the indicated time frame)

3. Are

[2 refusals per month other than vacation and/or sickness]

4. Are you willing to work as a Super Seller if Needed?

I ~~~s (Super Seller positions will be filled on a seniority basis {by regularly scheduled staff first}. Checking YES does not guarantee working as a Super Seller. Checking NO does guarantee that you will never be scheduled as a Super Seller.)

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5. Phone numbers provided for On Call purpose.

I Employee Signature: ]oate: ]

Shift Lengths will be equalized as much as possible.

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Schedule B - Work Preference Declaration Sheet - Declaration 2 January- March

[page 2 of 3]

1. Scheduled shifts per week A Maximum of 4 shifts per week. Friday or Saturday live + 2 or Friday+ 3

Compulsory> Fridays & Saturday Live

2. Please indicate in order your preference for scheduling.

10am- 5pm 10am- 5pm


5pm- Midnight 5pm- Midnight

10am- 5pm 10am- 5pm



10am- 5pm 10am- 5pm


5pm- Midnight 5pm - Midnight

10am- 5pm "OFF CALL FRIDAYS" OR NO Wednesday 3pm- 9pm SATURDAY LIVE

5pm - Midnight PLEASE CIRCLE YES


3. Are


5. Are you willing to work as a Super Seller if Needed?

II~~ (Super Seller positions will be filled on a seniority basis {by regularly scheduled staff first}. Checking YES does not guarantee working as a Super Seller. Checking NO does guarantee that you will never be scheduled as a Super Seller.)

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I Employee Signature: ioate: I


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Schedule B - Work Preference Declaration Sheet - Declaration 3 April- End of Live Season

1. Scheduled shifts per week A Maximum of 4 shifts per week. Friday + Saturday live +2 or Friday live + 3

Maximum number of shifts 4

Compulsory> Fridays and Saturdays Live

2. Please indicate in order your preference for scheduling.

10am- 5pm 10am- 5pm



10am- 5pm 10am- 5pm



10am- 5pm 10am- 5pm



10am- 5pm FRI

Wednesday 3pm- 9pm "OFF CALL" PLEASE CIRCLE ONE OR BOTH SAT

5pm- Midnight


3. Are


4. Are you willing to work as a Super Seller if Needed? NO YES

(Super Seller positions will be filled on a seniority basis {by regularly scheduled staff first}. Checking YES does not guarantee working as a Super Seller. Checking NO does guarantee that you will never be scheduled as a Super Seller.)

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I Employee Signature: loate: I


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Schedule B - Work Preference Declaration Sheet - Declaration 4 End of Season to Start of Live

1. Scheduled shifts per week A Maximum of 3 shifts per week. Declaration 3 Off Check here if you wish to take the summer off.

You will not be scheduled, and you will not be placed on the "On Call" list.

2. Please indicated in order your preference for scheduling.

10am- 5pm 10am- 5pm



10am- 5pm 10am- 5pm



10am- 5pm 10am- 5pm



10am- 5pm

Wednesday 3pm- 9pm

5pm- Midnight

(Actual shift start times will be scheduled anywhere within the indicated time frame)

3. Are available for "On Call"

[2 refusals per month other than vacation andjor sickness]

5. Are to work as a Seller if Needed?

(Super Seller positions will be filled on a seniority basis {by regularly scheduled staff first}. Checking YES does not guarantee working as a Super Seller. Checking NO does guarantee that you will never be scheduled as a Super Seller.)


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I Employee Signature: loate: I

If requesting more than 2 weeks off you must notify the employer at the beginning of declaration.


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Letter of Understanding# 1 Work Preference Declaration Period

During the year, four (4) individual Work Declarations will be completed, (the specific Timing may depend on actual race dates), and the guidelines for each individual Declaration is as follows:

Declaration 1- Fall/ Winter

• Compulsory Friday and Saturday nights

• Four (4) shift max

Declaration 2- January - March



Declaration 3- April 1 End of Live Season



Declaration 4- End of Season to Start of Live

• Three (3) shift max

• Option of Voluntary Leave available.

Letter of Understanding# 2 Special Days (New Years Eve, Molson Pace)

New Years Eve - Both parties agreed to have an ad hoc committee comprised of two (2) Mutuel Employee representatives and two (2) management representatives, meet one month prior to New Years Eve to review and organize a New Years Eve Buffet for employees. Employees who work New Year Eve shall receive a forty ($40.00) dollar voucher to be used atWFA.

Molson Pace - The company will organize an employee appreciation night for the Molson Pace. Employees who work Molson Pace shall receive a twenty-five ($25.00) dollar voucher to be used at WFA.

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Letter of Understanding# 3 Scheduling

SUBJECT: WORK PREFERENCE DECLARATION SHEET

The parties agreed that the Work Preference Declaration Sheet and Letter of Understanding re: Three Work Declaration remain valid for the duration of this contract only and will be open for re-negotiation for subsequent contract(s).

It is agreed that an adhoc committee compose of two (2) WFA mutuel employees representatives and two (2) representatives WFA management will, during the term of this collective agreement study and reach consensus on any unresolved and/or new issue that arise from day to day operations.

The Company further agrees that in recognition of any special event(s) which may cause major changes in the staffing level for the duration of this contract, the union and management, shall have the right to request revision of WPDS and the Three Work Declaration Period via the ad hoc committee.

Letter of Understanding #4 Work Scheduling

The Work Declaration Sheet shall determine scheduling in accordance with seniority utilizing the following hierarchy of criteria:

1) Number of shifts per week available (one (1) to four (4)

2) Availability 1 shift preference: Days/nights/midnights (ranked from one (1) to twenty-one (21))

3) Classification: Teller 1 Superseller

In the event that the employer asks an employee to redo his declaration, he will fill out a new declaration and this new declaration will be the document used to schedule the employee.

A copy of the work schedules of all locations will be faxed/distributed and posted in each work location not less than 48 hours prior to the respective weekly schedule taking effect

Statutory holiday requests for time off must be made in writing to the Mutuel Manager a minimum of fourteen (14) days in advance of the Statutory Holiday. Such requests will be granted on a seniority basis.

Employees may exercise up to eight shift exchanges per month provided the employer is

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notified in writing by both employees.

Shift exchanges must be made within two (2) days of posting of the weekly schedule.

After two (2) days, employees will be allowed to make shift exchanges for emergencies 01

other legitimate reasons. The employer will not arbitrarily or unreasonably deny sucl1 requests.

In the event an employee's weekly schedule is adversely affected due to loss of product, the employer will endeavor to the extent possible to maintain allocation of work as stated in their declaration, regarding available work not previously assigned in accordance with the current weekly schedule.

"Declaration of Work Preferences" do not affect shift exchanges or exclude employees from requesting time off.

Employer shall notify the employee if the employee's scheduled shift start time and end time was changed. Such notice shall be given no less than 24 hours in advance from the employee's schedule start time.

Work Preference Declaration Sheet will be distributed to all Mutuel Employees One (1) month before the start of each Declaration period. These WPDS are to be handed back to the Mutuel Manager three (3) weeks before the start of each Declaration Period. If NO new declaration is handed in, the most recent WPDS on file will be applied as the employee's selection.


Letter of Understanding# 5 On Call List

- The "On Call List" will include a list of employees who do not work a 4 shift maximum but would like to be called in to work a shift that has become available.

- The" On Call List" will list the employees in seniority order

- ON CAll PROCEDURES

- *rotate by seniority 1 regardless if they have no-shifts for that week

- *if lost shift you may go on the "the on call list" by seniority

- *you will not be penalized for last minute call .

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- *Refusal Definition: if you are called or asked to work a shift and you refuse it is counted as a refusal-1 shift refusal and you will be crossed off of that rotation.

- *Time frame of each rotation is based on: that everyone gets a shift, highlighted.

- *Shift is a shift- Seniors Day, Derby Day, including all posted shifts.

- *a lost shift either by weather or by business needs, you DO NOT go to the top Of the list.

Letter of Understanding# 6

Between:

Western Fair Association (hereinafter referred to as the Employer )

-and-

SEIU Local 2 BGPWU (hereinafter referred to as the Union)

Notwithstanding Article 36, the parties agree to meet in January 2015 and 2016 to review Mutuel teller levels and the usage and number of automated machines.

Letter of Understanding# 7 New Operator/Partner

Between:

Western Fair Association (hereinafter referred to as the Employer)

-and-

SEIU Local 2 BGPWU (hereinafter referred to as the Union)

During the negotiations for the renewal of the Collective Agreements that expired December 31, 2013 between the parties the issue of whether and under what circumstances the Collective Agreements would apply to work performed at a Casino or

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slots operation at the Western Fair work sites after the OLG subcontracted that work to private sector employers was extensively discussed.

In those discussions the parties reached the following agreement and understanding:

1. Should Western Fair, or a business entity in which Western Fair has a majority and controlling interest, become the operator of a casino or slots operation at the Woodbine work site the collective agreements, while in force, would apply to the security, property service and hospitality work performed at that casino or slots operation; and

2. Should Western Fair be involved in a new business entity which intends to submit a proposal to the OLG to become the operator of a casino or slots operation at the Western Fair work sites but not have a majority and controlling interest in such operator then it will arrange and participate in a meeting between the Unions and the new entity for the purpose of discussing the representation of the employees who would perform the security, property service and hospitality work at the casino or slot operation by the Unions. This meeting or meetings will be held prior to the submission of a final proposal to the OLG and Western Fair will make its best commercial efforts to assist the Unions and the new business entity in reaching an agreement which would result in the collective agreements being applied to the work performed at the casino or slots operation if the proposal to the OLG be successful.

For the Western Fair Association For Service Employees International Union, Local 2- BG&PWU

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(i) Check-Off: Union Dues

Appendix "A" {i) and {ii)

OF ______________________________ __

Name

TO: WESTERN FAIR ASSOCIATION

In the event that I am employed by you, I hereby irrevocably authorize and request you to deduc1 monthly from my pay (if any) from you the sum of Union dues as stipulated and certified, ir writing, by SEIU Local2 BG&PWU [Service Employees International Union Local2 BG&PWU] and remit the same to the Treasurer of the said Union; the said deductions are to be made from the wages for the pay periods stipulated by the said Union.

This authorization shall go into effect immediately upon receipt by you of this authorization and request and shall remain in effect for the duration of my employment (if any) covered by a Collective Agreement between you and the said Union.

DATED this ----day of--------------, 20 ____ ,

-----------(Seal) Witness Signature

(ii) Check-Off: Working Permit Fees

OF _____________________________ _

Name

TO: WESTERN FAIR ASSOCIATION

In the event that I am employed by you, I hereby irrevocably authorize and request you to deduct not less than three dollars ($3.00) per shift from my pay (if any) from you on account of working permit fees, and remit the same to the Treasurer of SEIU Local 2 BG&PWU, the said deductions are to be made from my wages until an amount equal to the dues paid by the Union members in respect of the then current calendar year.

This authorization shall go into effect immediately upon receipt by you of this authorization and request and shall remain in effect as aforesaid during my employment (if any) with you and covered by a Collective Agreement between you and the said Union.

DATED this ----day of-------------, 20----

--------------------(Seal) Witness Signature

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SEIU LOCAL 2 - Ontario · 2017-09-26 · Article 5 - No Strikes or Lockouts 5.01 The Union agrees that, during the life of this agreement, there will be no strike slow down, or stoppage

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