ARTICLE 1 - PURPOSE Care Facilities/6… · DURATION: AUGUST 1, 2016 ... Letter of Understanding #1 ..... 43 Letter of Understanding #2 ..... 44 . COLLECTIVE AGREEMENT ... Agreement,

COLLECTIVE AGREEMENT Between PINECREST MANOR NURSING HOME

and CLAC LOCAL 304 DURATION: AUGUST 1, 2016 – JULY 31, 2019

COLLECTIVE AGREEMENT Between PINECREST MANOR NURSING HOME (hereinafter referred to as "the Employer")

and HEALTH CARE AND SERVICE WORKERS UNION, CLAC LOCAL 304 (hereinafter referred to as "the Union")

EXPIRES: JULY 31, 2019

TABLE OF CONTENTS

Article 1 - Purpose ................................................................................... 1 Article 2 - Recognition ............................................................................. 1 Article 3 - Union Representation ............................................................. 5 Article 4 - No Strikes or Lockouts ............................................................ 6 Article 5 - Union Membership and Check-Off ......................................... 7 Article 6 - Probation, Seniority, Layoff and Recall ................................... 8 Article 7 - Rates of Pay, Wage Progression and Job Classifications ....... 11 Article 8 - Hours of Work and Premium Pay .......................................... 13 Article 9 - Work Schedules .................................................................... 16 Article 10 - Vacancies and Job Postings ................................................. 17 Article 11 - Absence from Work and Reporting .................................... 18 Article 12 - Paid Holidays ...................................................................... 19 Article 13 - Vacations and Vacation Pay ................................................ 21 Article 14 - Health and Welfare Benefits and Sick Days ........................ 22 Article 15 - Pension Plan ....................................................................... 27 Article 16 - Uniform Allowance ............................................................. 28 Article 17 - Leaves of Absence, Maternity Leave and Adoption Leave .. 28 Article 18 - Bereavement Leave and Jury Duty Leave ........................... 32 Article 19 - Education Fund ................................................................... 33 Article 20 - WSIB ................................................................................... 33 Article 21 - Warning, Suspension and Discharge ................................... 35 Article 22 - Grievance Procedure .......................................................... 36 Article 23 - Arbitration .......................................................................... 38 Article 24 - Duration .............................................................................. 41 Schedule “A” ......................................................................................... 42 Letter of Understanding #1 ................................................................... 43 Letter of Understanding #2 ................................................................... 44

COLLECTIVE AGREEMENT

Between PINECREST MANOR NURSING HOME

(hereinafter referred to as “the Employer”) and

HEALTH CARE AND SERVICE WORKERS UNION, CLAC LOCAL 304 (hereinafter referred to as “the Union”)

August 1, 2016 – July 31, 2019

ARTICLE 1 - PURPOSE

1.01 It is the intent and purpose of the parties to this Collective Agreement, through the full and fair administration of all of the terms and provisions contained herein, to develop and maintain a relationship among the Union, the Employer and the employees which is conducive to their mutual wellbeing.

1.02 The omission of specific mention in this Agreement of existing rights and privileges established or recognized by the Employer shall not be construed to deprive the employees or the Union of such rights or privileges.

1.03 Where the feminine pronoun is used in this Agreement, it shall mean and include the masculine pronoun where the context so requires and vice versa.

ARTICLE 2 - RECOGNITION

2.01 The Employer recognizes the Union as the sole bargaining agent for, and this Collective Agreement shall apply to, all Registered and Graduate Nurses employed in a nursing capacity by Revera Long Term Care operating as Pinecrest Manor Nursing Home in

Collective Agreement between August 1, 2016 – July 31, 2019 Pinecrest Manor and CLAC Local 304 Page 2

Lucknow, save and except supervisors, persons above the rank of supervisor and persons for whom any trade union held bargaining rights as of November 8, 1994.

a. A “Registered Nurse” is defined as a person who is registered by the College of Nurses of Ontario in accordance with the Health Disciplines Act. A Registered Nurse is required to give the Director of Care by the 15th of January of each year, her current “Certificate of Competence”.

b. A “Graduate Nurse” is defined as a nurse with registration incomplete, who is a graduate of a program acceptable to the College of Nurses of Ontario, and is either in the process of being registered by the College of Nurses of Ontario or is completing registration requirements, for whatever reasons. The certification of the Graduate Nurse must be completed with twenty-four (24) months following the date of hire. The continued employment of the Graduate Nurse shall be in compliance with the Long-Term Care Act.

2.02 Persons whose jobs are not in the bargaining unit shall not normally perform job duties included in the bargaining unit if such work would result in the layoff or in the reduction of the regularly scheduled hours of any bargaining unit employee, except;

a. for the purposes of instruction; or

b. in the event of an emergency situation; or

c. when performing developmental or experimental work; or

d. when employees are not available due to an employee not reporting for work as scheduled or not being available for work; or


e. in other cases of mutual agreement with the union.

2.03 a. Employees shall cooperate with supervisors in performing any

work reasonably required of them when such work falls within the normal range of their duties.

b. The parties agree that employees covered by this Collective Agreement, in cooperation with the Home's supervisory personnel, will continue their current involvement with supervising and evaluating of RPNs, HCAs and NAs of the Home. However, the parties acknowledge that the Home's supervisory personnel are ultimately responsible for such evaluations.

2.04 The Employer shall not subcontract work for the purpose of causing bargaining unit personnel to be laid off or to work fewer hours than they would normally work. Covering with personnel outside the bargaining unit to cover staff shortages is not a contravention of this agreement so long as no layoffs or reduction in hours occur as a result.

2.05 The Union recognizes that it is the management function of the Employer to manage, control, develop and operate its Home, covered by this Collective Agreement, in every respect subject only to the specific limitations set out in this Collective Agreement.

Without restricting the generality of the foregoing, the Union acknowledges that it is the right and function of the Employer to:

a. maintain order, discipline and efficiency;


b. hire, assign, direct, retire, promote, demote, classify, transfer, lay off, recall and to suspend or otherwise discipline employees or discharge employees for just cause provided that a claim by an employee that she has been disciplined without just cause may be the subject of a grievance and dealt with as hereinafter provided;

c. make, enforce and alter, from time to time, reasonable rules and regulations to be observed by the employees not inconsistent with the provisions of this Agreement;

d. determine the work to be done, the location, methods and schedules for the performance of such work;

e. determine the number of employees required and the duties to be performed by each from time to time.

Without diminishing its rights herein, the Employer undertakes to consult with the Union Stewards the matters dealt with in Article 2.05(c), (d) and (e).

It shall remain the right of the Employer to operate and manage the Home in all respects in accordance with its commitments, obligations and responsibilities.

2.06 a. Management shall exercise its rights in a manner that is fair,

reasonable and consistent with the terms and provisions of this Agreement.

b. The Employer and the Union agree to abide by the Ontario Human Rights Code.

2.07 Labour-Management Committee a. There shall be a Labour-Management Committee comprised

of representatives of the Home, one of whom shall be the


Executive Director or her designate and of the Union, one of whom shall be the Steward or her alternate.

b. The purpose of the Committee is to deal with matters of mutual concern that are brought to the attention of the Committee.

c. The Committee shall meet every three (3) months or as required.

d. The Home agrees to pay for time spent during their scheduled, regular working hours for representatives of the Committee attending at such meetings.

e. A written agenda will be submitted at least ten (10) days prior to the meeting. It is understood and agreed that additional items may be added to the agenda at the time of the meeting.

ARTICLE 3 - UNION REPRESENTATION

3.01 For the purpose of representation with the Employer, the Union shall function and be recognized as follows:

a. The Union has the right to appoint Stewards. The Stewards are representatives of the employees in certain matters, including the processing of grievances. When dealing with grievances, the Union shall be limited to a maximum of one (1) Steward in the processing of such grievances.

b. CLAC Representatives are representatives of the employees in all matters pertaining to this Agreement, particularly for the purpose of processing grievances, negotiating amendments to or renewals of this Agreement and of enforcing bargaining


rights and any other rights of the employees under this Collective Agreement or under the law of Ontario.

c. The Union agrees not to appoint a probationary employee as a Steward. The Union also agrees to limit the number of Stewards to one (1) and one (1) alternate to serve when the regular Steward is not present.

3.02 The CLAC, through its Representatives, is recognized by the Employer as having the right administer this Collective Agreement and to negotiate future collective agreements.

3.03 A Steward shall be granted time off, without loss of wages, to assist an employee in the presentation of a grievance where such grievance must reasonably be dealt with during working hours. The Employer may limit the time off.

3.04 A Steward shall be given ten (10) minutes off, without loss of wages, to greet a new employee in her department and to discuss Union membership with such employee.

3.05 Employees on the negotiating committee shall be paid by the Employer at their regular hourly rate for all scheduled hours of work spent on negotiating a Collective Agreement with the Employer, up to and including conciliation. The Union agrees not to appoint more than two (2) employees to serve on the bargaining committee.

ARTICLE 4 - NO STRIKES OR LOCKOUTS

4.01 During this Agreement and while negotiations (including arbitration) for a further agreement are taking place, the Union shall not permit or encourage any strike, slowdown or stoppage of work and shall not otherwise restrict or interfere with the


Employer's operation through its members as per the Labour Relations Act of Ontario.

4.02 During this Agreement and while negotiations (including arbitration) for a further agreement are taking place, the Employer shall not lock out any of its employees or deliberately restrict or reduce hours of work or deliberately lay off employees when such layoff is not warranted by the workload as per the Labour Relations Act of Ontario.

ARTICLE 5 - UNION MEMBERSHIP AND CHECK-OFF

5.01 a. The Employer is authorized and shall deduct each pay period

an amount equal to union dues from each employee’s pay. Such deductions commence with the first full pay period of the employment of an employee.

b. The amount shall be calculated according to the Union’s dues policy. The Employer shall also deduct any initiation fees authorized by the Union. The Employer shall not deduct more than one (1) pay period’s dues from any one (1) paycheque of an employee, except as outlined in the Union’s dues policy.

c. The total amount checked off will be turned over to the Union before the 15th of the month after the check-off is made, together with an itemized list of the employees for whom the deductions are made, their hourly rate, hours worked, and the amount checked off for each. Employees who maintain an employment relationship with the Employer but have not worked sufficient hours to pay dues shall also be listed, and whether they are on leave.

d. The Employer shall be saved harmless for all deductions remitted to the Union.


e. The total amount of union dues annually paid by an employee shall be indicated on the employee’s T-4 slip.

5.02 Neither the Employer nor the Union will compel employees to join the Union. The Employer and the Union agree that there will be no discrimination exercised or practiced by any of their representatives with respect to any employee because of their membership or non-membership in the Union.

5.03 The Employer shall provide the Union with the following information relating to the following matters for employees within the bargaining unit on a regular basis:

a. a list of employees showing their names and classifications and the complete address of new employees at the time of first union dues deduction;

b. hirings, discharges, suspensions, written warnings, resignations, retirements and deaths.

5.04 Employees who cannot support the Union because of conscience objection, as determined by the Unions internal guidelines, may apply to the Union in writing.

ARTICLE 6 - PROBATION, SENIORITY, LAYOFF AND RECALL

6.01 a. Newly hired employees shall be considered to be on

probation for a period of three hundred and seventy five (375) hours worked from the date of last hire. If retained after the probationary period, the employee shall be credited with seniority and her name shall be added to the seniority list from date of last hire.


b. Probationary employees are covered by this Agreement except those provisions which specifically exclude such employees.

6.02 a. On or before the expiry date of the probationary period the

Employer will notify the employee in writing that:

i. she will receive a permanent appointment; or ii. her employment will be terminated.

b. A lesser standard for just cause shall apply in the termination of probationary employees, consistent with S. 43.1 of the Ontario Labour Relations Act.

6.03 a. Seniority is the ranking of employees in accordance with their

length of employment with the Employer. Employees shall accumulate seniority according to the number of hours' paid by the Employer. One year shall equal 1600 hours.

b. Hours' paid shall include all hours' worked and paid for as well as vacation time, paid holidays, paid leaves of absence, including bereavement leave and jury duty, leaves of absence of four (4) weeks or less and time spent on orientation.

6.04 A seniority list shall be established and maintained for all employees covered by this Agreement who have completed their probationary period and shall be posted twice annually, once January 1st and once July 1st. The list shall include the employees' names, the accumulated number of hours' worked by each.

6.05 Seniority as posted shall be deemed to be final and not subject to complaint unless such complaint is made within thirty (30)


calendar days from the current date of posting or within thirty (30) calendar days of an employee's return to work if she is absent on the posting date.

6.06 An employee shall lose all seniority and shall be deemed to be terminated if she:

a. voluntarily quits the employ of the Employer;

b. is discharged and the discharge is not reversed through the grievance or arbitration procedure;

c. has been laid off for the lesser of her length of seniority or twenty-four (24) calendar months;

d. fails to return to work upon termination of any authorized leave of absence without satisfactory reason or uses a leave of absence for purposes other than that for which the leave was granted;

e. is absent from scheduled work for a period of two (2) or more consecutive working days without notifying the Home of such absence and providing a reason satisfactory to the Home;

f. is absent due to work or non-work related illness or accident including absences covered by Workers Safety and Insurance Board for a continuous period of more than twenty-four (24) months.

g. fails, upon being notified of a recall from layoff, to signify her intention to return within five (5) calendar days after she has received a notice of recall mailed by registered mail to the last known address according to the records of the Home and fails to report to work within seven (7) calendar days after she has received a notice of recall or such further period of time as may be agreed upon by the parties;


h. has not accepted work for two (2) months, without a reasonable explanation.

It shall be the duty of the employee to notify the Home promptly, in writing, of any change of address. If a nurse should fail to do this, the Home will not be responsible for failure of a notice to reach such employee.

6.07 Layoff and Recall a. Layoff shall be made on the basis of the seniority lists

provided that the employees are entitled to remain on the basis of seniority are qualified to do the work which is available. Subject to the foregoing, probationary employees shall be first laid off.

b. Employees shall be recalled to positions in the bargaining unit in reverse order of layoff provided that the employee is qualified to perform the available work.

In the event of a proposed layoff at the Nursing Home of a permanent or long term nature, the Nursing Home will provide the Union with no less than thirty (30) calendar days' notice of such layoff. Notice of layoff shall be in accordance with the provisions of the Employment Standards Act.

ARTICLE 7 - RATES OF PAY, WAGE PROGRESSION AND JOB CLASSIFICATIONS

7.01 Employees shall be classified and paid in accordance with Schedule A which is attached to this Collective Agreement and forms a part of it.

7.02 New classifications may be established by the Employer during this Agreement with agreement of the Union. Wage rates for such new classifications shall be negotiated. If negotiations fail


to produce an agreement then the rates shall be settled by arbitration under this Agreement.

7.03 Employees shall progress on the wage grid on the basis of 1600 hours' paid.

7.04 Wages shall be paid on a bi-weekly basis, with pay day being Thursday. In the event there is a change to the pay date the Employer will provide thirty (30) days’ notice.

7.05 In the event of an Employer error on an employee’s pay, the correction will be made in the pay period following the date on which the overpayment comes to the Employer’s attention. If the error results in an employee being underpaid by more than seven and one-half (7½) hours the Employer will provide payment for the shortfall within three (3) business days from the date it is notified of the error.

7.06 In the event there is a change to the pay periods, the Employer will provide sixty (60) days’ notice of such change to the Union and to the employees.

7.07 New employees will be credited for relevant experience on the basis of one (1) annual service increment for every one (1) year of experience with other employers to the maximum grid. The relevant experience will be determined by the Employer as it pertains to long term care. If a period of more than two (2) years has elapsed since the employee has occupied a nursing position then the credited amount of increments shall be at the discretion of the Employer. It is the responsibility of the employee to provide verification of previous experience during the probationary period and upon review by the Employer, the employee will be placed at the appropriate level on the wage grid.


ARTICLE 8 - HOURS OF WORK AND PREMIUM PAY

8.01 The normal daily shift shall be eight (8) consecutive hours in any twenty-four (24) hour period, it being understood that at the change of shift there may be additional time required for reporting which shall be considered to be part of the normal daily shift period for approximately fifteen (15) minutes’ duration.

8.02 Employees shall be entitled to two (2) paid rest periods of fifteen (15) consecutive minutes and one-half (½) hour paid meal break period in an eight (8) hour shift. Rest breaks may be taken at a time mutually agreed upon between the Employer and the employee as work permits. It is understood the employee will make themselves available during the paid breaks.

8.03 Authorized work performed in excess of eight (8) hours of work per day or eighty (80) hours of work per pay period shall be considered as overtime and paid for at the rate of time and one half the employee’s straight time hourly rate of pay. It is understood that at the change of shift there may be additional time required for reporting which shall be considered to be part of the normal daily shift period for approximately fifteen (15) minutes’ duration and will not be considered in the calculation of overtime.

8.04 Notwithstanding the foregoing, overtime shall not be paid for additional hours' worked as a result of a voluntary exchange with another employee.

8.05 It is understood and agreed that there will be no duplication of premiums under this Agreement nor pyramiding of overtime.


8.06 It is understood that employees shall be paid the actual hours worked when the time changes to Daylight Saving Time and vice-versa. Overtime shall not apply to this Article.

8.07 Except by agreement between the Home and the employee concerned, employees shall not be required to work more than two (2) different shifts in any one (1) week. There shall be a break of at least sixteen (16) hours between shifts. Employees called in before the expiration of the required break between shifts shall be entitled to the overtime rate of pay for that shift.

8.08 Except by agreement between the Home and the employee concerned, no employee shall work more than six (6) consecutive days or more than twenty (20) days in any four (4) week period. However, employees may change shifts, in which case, no employee shall work in excess of seven (7) consecutive days due to such a change. Overtime shall not be paid if an employee works more than six (6) consecutive days due to a voluntary exchange with another employee.

8.09 If an employee who is scheduled ten (10) shifts in a two (2) week period is called in by the Employer to work on her day off, she shall be paid at one and one-half times (1½x) her regular rate of pay for the hours' worked. This provision will not apply if another mutually agreeable "day off" is arranged between the employee and the Home.

8.10 Call back Where an employee has completed her scheduled shift (8 hours or more) and left the Home and is called back to work outside her scheduled working hours, she shall receive one and one-half times (1½x) her regular straight time hourly rate for all hours worked with a minimum guarantee of four (4) hours' pay at time and one-half (1.5) her regular straight time hourly rate except to


the extent that such four (4) hour period overlaps or extends into her next scheduled shift. In such a case she will receive one and one-half (1½) her regular straight time hourly rate for actual hours worked up to the commencement of her next shift.

8.11 Reporting Pay Employees who report for work at the commencement of their regular shift when they have not been previously notified not to report and for whom regular work is not available, shall be provided with four (4) hours of work or four (4) hours of pay in lieu at the regular straight time hourly rate of pay. She may be required to perform nursing duties as assigned by the Home if her regular duties are not available.

8.12 Stand By Premium On Call Stand by pay of ten dollars ($10.00) if designated by the Employer, is an interim premium to be used in the event of RPN coverage or the coverage in the absence of the Director of Care if designated. The RN is on standby away from the Home and must be available to accept calls from the RPN covering the RN shift.

8.13 Late Notice Reporting If an employee is called in to work with less than one (1) hour's notice prior to the start of the shift and she reports within a reasonable period of time after being called, she shall be paid for the complete shift if she works the balance of the shift.

8.14 Weekend Premium Effective July 1, 2005 a premium of fifteen cents (15¢) per hour will be paid for all hours worked between Friday 11:00 p.m. and Sunday 11:00 p.m.

Effective January 1, 2009 this premium will be increased to thirty-five cents ($0.35).


ARTICLE 9 - WORK SCHEDULES

9.01 The Employer shall post a master schedule, subject to the agreement of the Union, on a four (4) week basis at least two (2) weeks prior to the effective date of the schedule. Requests for time off shall be received one (1) week prior to the posting of the schedule. No changes shall be made in the schedule once the effective date has been reached.

9.02 a. The Employer shall arrange shifts so that each employee shall

have a free weekend every second weekend unless weekend work is at the request of the employee.

b. A weekend is defined as being Saturday and Sunday. For an employee working the night shift (11:00 p.m.-7:00 a.m.) or coming off the night shift, a weekend is defined as running from Friday, 7:00 p.m.-Sunday, 11:00 p.m.

9.03 It is agreed that the normal shifts shall be as follows:

a. the first shift of the day shall commence at 11:00 p.m. and finish at 7:00 a.m. (night shift);

b. the second shift of the day shall commence at 7:00 a.m. and finish at 3:00 p.m. (day shift);

c. the third shift of the day shall commence at 3:00 p.m. and finish at 11:00 p.m. (afternoon shift).

Changes, if required, will be based on the need to provide efficient, quality care for residents. Changes will not be implemented without concern for and without consultation and mutual agreement with the employees involved and the Union.


ARTICLE 10 - VACANCIES AND JOB POSTINGS

10.01 a. Where a permanent vacancy occurs within the bargaining unit

or a new position in the bargaining unit is established by the Home, such vacancy shall be posted for a period of seven (7) consecutive calendar days. Employees may make written application for such vacancy within the seven (7) day period referred to herein. Applicants will be considered in accordance with Article 10.02.

b. The Home may temporarily fill any permanent vacancy while observing the procedure herein set forth.

c. Vacancies which are not expected to exceed eight (8) weeks may be filled at the Employer's discretion. In filling such vacancies, consideration will be given to employees in the bargaining unit who are qualified to perform the work on the basis of seniority.

10.02 The Employer shall award a job vacancy to the most senior applicant employee who possesses sufficient skill, qualifications and ability.

10.03 All vacancies must be posted and such posting must indicate:

a. the number of hours and shifts to be worked; b. a job description and shifts; c. the starting date of such a position; d. the qualifications required; e. anticipated duration for a temporary position.

10.04 If a vacant position cannot be filled with employees who are employed, the Employer shall give preference to an employee


on layoff provided that employee is qualified to perform the work.

10.05 a. Employees who are on vacation may indicate, in advance, to

the Executive Director or her designate, their desire to apply for a posting if such posting should occur during their absence. In such a case, the Employer shall fill the vacancy temporarily.

b. A vacancy created by a posting shall not be subject to more than one (1) further posting.

10.06 No employee shall be transferred to a position outside the bargaining unit without her consent.

ARTICLE 11 - ABSENCE FROM WORK AND REPORTING

11.01 An employee who is unable to report for work because of sickness or other reasonable cause shall be expected to notify her immediate supervisor at least four (4) hours before the start of the afternoon and night shifts and one (1) hour before the start of the day shift so that proper measures can be taken for replacement. In case notice is not given within the required time, the employee may not be entitled to her sick pay on the first day of sickness.

11.02 An employee who is off work due to illness or injury for a short term must inform the Employer four (4) hours in advance of her scheduled shift that she will return to work that day. In case of a long term absence, the employee must inform the Employer seventy-two (72) hours in advance of her scheduled shift that she will return to work.


"Short-term" absence in this Article shall mean more than one (1) day and less than four (4) days. "Long-term" absence in this Article shall mean four (4) days or more.

11.03 A doctor's certificate may be required from an employee returning to work after an illness, at the Employer's discretion.

ARTICLE 12 - PAID HOLIDAYS

12.01 Effective January 1, 2001, the following twelve (12) days are recognized as paid holidays under this Agreement:

New Year's Day, Civic Day, Christmas Day, Good Friday, Labour Day, Boxing Day, Victoria Day, Thanksgiving Day, Canada Day, Family Day and two (2) float holidays.

The two (2) float holidays shall be taken at a mutually agreeable time excluding the period December 15 to January 15.

12.02 To qualify for paid holidays, an employee must:

a. have completed the probationary period;

b. have worked on ten (10) of the twenty-eight (28) days immediately preceding the holiday;

c. have worked the scheduled shift preceding and the scheduled shift following the holiday; and

d. employees who are off on a leave of absence exceeding six (6) months in the calendar year shall only qualify for one (1) float holiday.

For clarification, on the night shift, the holidays outlined in Article 12.01 shall be considered as that day on which the majority of hours are worked.


12.03 a. An employee who works on a paid holiday shall be paid at the

rate of one and one-half times (1½x) the regular hourly rate for each hour worked, in addition to regular wages for the holiday. Instead of receiving regular wages for the holiday, such an employee if the employee so requests may be given a day off with pay in lieu thereof.

Employees may accumulate up to five (5) lieu days at a time. All accumulated lieu must be taken by April 30, of any given year. Lieu days shall be taken at a time mutually agreed upon between the Employer and the employee. The employee shall provide the Employer with twenty-eight (28) days of notice of when she/he wishes to take the lieu days.

b. No lieu days may be taken on weekends during July or August.

c. No accumulated lieu days may be taken during July or August.

12.04 Employees who do not qualify for holiday pay and work on a paid holiday shall be paid at one and one-half times (1½x) their regular rate of pay for all hours' worked on such a day.

12.05 Statutory holidays shall not be considered as days' worked for the purpose of calculating overtime unless an employee worked on such holiday.

12.06 Employees may be assigned to work either Christmas Day or New Year's Day but not both of the holidays. All employees shall be scheduled to work either Christmas Day or New Year's Day alternately on a yearly basis with the understanding that, where possible, employees will have a minimum of three (3) consecutive days off at either Christmas or New Year's.


ARTICLE 13 - VACATIONS AND VACATION PAY

13.01 Vacations shall be granted to all employees in accordance with the following schedule:

Period Worked (Years) Time Off Vacation Pay

less than 1 1 day/month 4%

1 but less than 3 3 weeks 6%




28 years or more 7 weeks 14%

13.02 The date for determining the "period worked" is the employee's last hiring date.

13.03 Vacation pay is calculated at the applicable percentage of the employee's gross earnings. These gross earnings shall not include uniform allowance.

13.04 a. By the fifteenth of February each year, the Employer shall

post a vacation memo to employees indicating each employee's vacation entitlement as of May 1 of that year. Request forms will be made available to employees to indicate their vacation time off preference.

b. Vacation requests must be submitted before April 30th and will be granted on the basis of seniority and availability of staff. By June 1st employees will be notified of their confirmed vacation time.

c. Requests received after April 30th will be granted on a first come first serve basis and on staff availability.


d. Upon completion of two (2) weeks of vacation time (a two [2] week period or two [2] one [1] week blocks) an employee may request individual vacation days. It is understood the entitlement for the number of individual vacation days will be based on the employee’s regularly scheduled work week.

13.05 Employees will receive their vacation pay on the regular pay day as it falls unless otherwise requested in writing two (2) weeks in advance of their requested vacation.

13.06 The vacation year shall be from May 1st to April 30th.

13.07 It is understood that there is no carryover of vacation time from one vacation year to the next. Employees who do not take all of their vacation entitlement time may have this scheduled by the Employer at a mutually satisfactory time.

ARTICLE 14 - HEALTH AND WELFARE BENEFITS AND SICK DAYS

14.01 Subject to Article 14.05, the Employer agrees to pay the indicated percentages of the following items for regular employees (excluding probationary employees) who qualify under the terms of the plans and who subscribe to said plans through payroll deductions:

a. The Employer will pay one hundred percent (100%) of the billed rate of a group life insurance plan to provide fifty thousand dollars ($50,000.00) term life per employee in the bargaining unit.

b. The Employer will pay one hundred percent (100%) of the billed rate of an Accidental Death and Dismemberment insurance plan to provide fifty thousand dollars ($50,000.00) per employee in the bargaining unit.


c. Effective the first month following satisfaction of enrolment requirements and subject to requirements of the carrier, eligible employees who have so elected shall be entitled to participate in a Group Dental Plan (equivalent to Blue Cross Plan No. 9) based on a one (1) year arrears O.D.A. fee schedule. The Employer shall contribute sixty percent (60%) of the billed premium on behalf of eligible participating employees under the Plan in the employment of the Employer.

d. A major medical health care plan will be available to employees. The Employer shall pay one hundred percent (100%) of the billed rate of a $10/$20 deductible plan. In addition, within the extended health care plan there shall be provision for eyeglasses to a maximum of one hundred and sixty dollars ($160.00) per person every twenty-four (24) months and a provision for parapractitioners of four hundred dollars ($400.00) per practioner per year.

Effective June 1, 2012 vision coverage shall increase to one hundred and eighty-five dollars ($185.00).

e. The Employer is responsible for the administration of any insurance policy established in order to provide the health and welfare plans as herein set forth. The carrier for all health and welfare plans shall be selected by the Employer and the Employer will provide full specifications, terms, rates and conditions of such insurance plans to the Union.

14.02 a. The Employer is responsible at all times for the enrolment

and the proper remittance and payment of premiums to the insurance carrier.


b. Coverage and payment of benefits under all of the insurances outlined above shall be subject to the specific terms and conditions of the insurance policy contract and any legislation which may apply.

c. The Union shall be supplied with a copy of the policy with the insurance carrier(s).

d. All employees covered by the insurances shall be supplied with a copy of a booklet as provided by the insurance company, outlining the coverage to which they are entitled.

14.03 Employees who have full coverage elsewhere for the insurances outlined in Article 14.01 are excluded from these coverages and shall complete an exemption form supplied by the Home. Employees shall be allowed to initiate coverage under this Agreement without penalty or limitation.

14.04 Employees on leave will have their benefits maintained by the Employer for thirty (30) days from the date of the leave, providing the employee continues to pay her portion of the benefits. Monthly premiums thereafter employee must make full payment to maintain benefits.

14.05 The Employer agrees to pay the following percentage of the premium costs for benefits outlined in Article 14.01 for employees working less than ten (10) shifts in a two (2) week period:

8 - 10 shifts in a two week period 100% 6 but less than 8 in a two week period 80% 4 but less than 6 in a two week period 60% Less than 4 in a two week period 40%


14.06 Retirement Employees who continue to be employed past age 65 shall be eligible for the following benefits under the same cost sharing basis as active employees:

a. Life Insurance reduced by 50%; b. Extended Health; c. Vision Care; d. Dental; e. Hearing.

In any event, once an employee reaches age 70 and she continues to be employed, she shall automatically receive seventy cents (70¢) in lieu of such benefits.

14.07 Sick days Pay for sick leave is for the sole and only purpose of protecting employees against the loss of income and will be granted to all employees on the following basis:

a. employees who have completed the probationary period shall be credited with four (4) days of sick leave and then accumulate sick leave credits at the rate of eleven and one-quarter (11¼) hours for each one hundred and sixty-two and one-half (162½) hours paid by the Employer to a maximum of eight hundred (800) hours. Credits earned during the probationary period will be credited upon completion of probation;

b. an employee absenting herself on account of personal illness or non-compensable injury shall receive sick pay benefits equal to the employee's normal wage for each day of such illness or non-compensable injury that she was scheduled to work to the extent of her accumulative sick leave credits;


c. any employee absenting herself on account of personal illness shall notify the Employer on the first day of the illness as per Article 11.01;

d. it is understood and agreed by both parties that neither pregnancy nor resulting childbirth shall be considered as personal illness for the purpose of this Agreement;

e. employees are requested to notify the Employer of their intention to return to work after illness as per Article 11.02;

f. if an employee draws unemployment insurance benefits while absent from work due to illness, she shall not be entitled to draw sick pay for the same period of time;

g. an employee absent from work because of an injury that is compensable under the WSIB Act shall not lose any accumulated sick days;

h. no sick leave shall be paid if a third party is paying income allowance (e.g., insurance pay for injuries sustained in an automobile accident). However, an employee may use accumulated sick days if insurance payments are held up due to a dispute; when such a dispute is resolved in favour of the employee, she shall repay the Employer and shall be credited again for the sick days used. Employees must sign a consent form agreeing to reimburse the Employer;

i. in the event an employee becomes ill during a period of vacation time, sick day payments shall not commence until the vacation period for which the employee was scheduled is completed.


ARTICLE 15 - PENSION PLAN

15.01 It is mandatory for all employees with six (6) months employment to participate in the Company’s RRSP. New employees will join the RRSP plan immediately upon completing six (6) months of employment.

15.02 The Employer shall deduct from the covered wages, of each eligible employee, each pay, an amount equal to four percent (4%) of such covered wages. The Employer shall pay an amount equal to four percent (4%) of covered wages of each eligible employee.

15.03 Covered wages as set out in Article 15.02 above include straight time hourly wages, the straight time portion of holiday pay and vacation pay. All other earnings are excluded.

15.04 The Employer will remit the employee’s and the Employer’s contributions to the Carrier within thirty (30) days following the end of the month for which contributions are payable, together with an itemized list of employees and the amounts applicable to each.

15.05 The Employer and the Union will cooperate in providing the information required to administer the RRSP on the employee’s behalf. The Carrier shall be responsible for informing the employees about their plan including an annual statement to each employee, showing their previous year’s balance, new contributions made, new earnings and new balance.

15.06 Employees must make arrangements with the Employer to pay their portion of their RRSP contribution to the Employer by the fifteenth (15th) of the month in which they are due.


ARTICLE 16 - UNIFORM ALLOWANCE

16.01 The Employer agrees to pay a uniform allowance of ten cents (10¢) per hour worked, payable to all employees with their regular pay cheques effective April 1, 2002.

Effective April 1, 2019 the above provision shall be deleted.

ARTICLE 17 - LEAVES OF ABSENCE, MATERNITY LEAVE AND ADOPTION LEAVE

17.01 Leave of Absence The Executive Director may grant or refuse a request for a leave of absence without pay for extenuating personal reasons provided that such leave may be arranged without undue inconvenience to the normal operations of the Nursing Home.

To qualify for leaves of absence, the employee must have completed six (6) months of employment with the Employer. It is expressly understood that no benefit except as hereinafter provided shall accrue to or be paid to any employee on leave of absence.

Application for such leave shall be made in writing to the Employer as far in advance as possible, but in any event at least three (3) weeks prior to the commencement of the leave, unless such notice in advance is impossible to give.

The application must clearly state the reason for the leave of absence and duration of such absence. Applicants when applying must indicate the date of departure and specify the date of return.


It is understood the Employer may request documentation to support the purpose/nature of the request for the leave of absence.

If a leave of absence is granted, the employee shall be advised in writing with a copy to the Union.

With regard to benefit contribution during a leave, see Article 14.04.

17.02 a. The Employer shall grant a one (1) day leave of absence with

pay each calendar year to one (1) Steward for the purpose of attending Stewards' seminars arranged by the Union. One (1) other employee or one (1) alternate Steward shall be granted a one (1) day leave of absence without pay each calendar year for the same purpose.

b. The Employer will consider requests for additional unpaid leaves of absences for Union business for employees selected by the Union to attend conventions, conferences and participate in other Union business. Such requests will be subject to the safe and effective operation of the Home.

17.03 Education Leave Where an employee is required by the Employer to attend a course or workshop, the Employer agrees to pay the applicable fee and the Employer agrees to compensate such employees for the time off from work as the result of attending the course.

17.04 Pregnancy and Parental Leave a. Pregnancy leave will be granted to any female employee who

has completed her probationary period in accordance with the following provisions.


b. The employee shall give written notification one (1) month prior to the commencement of the leave of her request for leave together with her expected date of return. At such time she shall also furnish the Home with her doctor's certificate as to pregnancy and expected date of delivery.

c. The quantum of leave for pregnancy and parental leave shall correspond to the quantum provided pursuant to the Employment Standards Act as amended by Bill 147.

d. The employee shall reconfirm her intention to return to work on the date originally provided to the Home in (b) and (c) above by written notification received by the Home at least three (3) weeks in advance thereof. The employee shall be reinstated to her former position, if available, or given a comparable position.

e. Employees hired to replace employees who are on approved pregnancy leave may be released and such release shall not be the subject of a grievance or arbitration. If retained by the Home, the employee shall be credited with seniority from the date of hire subject to successfully completing her probationary period. The Home will outline to employees hired to fill such temporary vacancy the circumstances giving rise to the vacancy and the special conditions relating to such employment.

f. It is understood that employees on pregnancy leave and parental leave shall continue to accrue seniority for the duration of their ESA entitlement.

17.05 An employee on leave, as set out in Article 17.04 who is in receipt of Employment Insurance benefits shall be paid supplemental employment benefit. That benefit shall not exceed fifteen (15) weeks and shall not exceed eighteen percent (18%)


of the employee’s regular earnings as paid by the Employer to a maximum of seventy-five percent (75%) of her regular weekly earnings.

Such benefits shall commence on a monthly basis following completion of the waiting period for the Employment Insurance Benefit, and proof of having received Employment Insurance Benefits.

17.06 Adoption Leave a. Where an employee who has completed her probationary

period legally adopts a child, such employee shall be entitled to a leave of absence, without pay, for a period of up to six (6) months' duration, consideration being given to any requirements of adoption authorities. The employee shall advise the Home as far in advance as possible with respect to a prospective adoption and shall request the leave of absence, in writing, upon receipt of confirmation of the pending adoption. If, because of late receipt of confirmation of the pending adoption, the employee finds it impossible to request the leave of absence in writing, the request may be made verbally and subsequently verified in writing.

b. The employee shall be reinstated to her former position, if available, or given a comparable position.

c. Employees hired to replace employees who are on approved adoption leave may be released and such release shall not be the subject of grievance or arbitration. If retained by the Home, the employee shall be credited with seniority from date of hire subject to successfully completing her probationary period. The Home will outline to employees hired to fill such temporary vacancies, the circumstances


giving rise to the vacancy and the special conditions relating to such employment.

ARTICLE 18 - BEREAVEMENT LEAVE AND JURY DUTY LEAVE

18.01 a. An employee shall be granted up to five (5) regular scheduled

workdays without loss of pay and benefits as may be required to attend the funeral/service in the case of mother, father, current spouse, or child.

b. An employee shall be granted up to three (3) regular scheduled workdays without loss of pay and benefits as may be required to attend the funeral in the case of sister, brother, mother-in-law, father-in-law, grandparent, grandchild.

c. An employee shall be granted up to one (1) regular scheduled workday without loss of pay and benefits as may be required to attend the funeral in the case of son-in-law, daughter-in-law, brother-in-law, sister-in-law, aunt, uncle, niece or nephew.

d. Only relatives referred to above that are directly related to the employee except that current spouse will include common law husband or wife. An employee will not be eligible to receive payments under this section for any days in which she is receiving any other payments such as holiday pay, vacation pay or sick pay.

e. In case of bereavement, an employee may, on request, take an unpaid compassionate leave.

f. One of the above noted bereavement days might be used for a spring interment or a memorial day.


18.02 If an employee does not attend the funeral, the leave of absence shall be for one (1) day with pay.

18.03 The days granted shall be between the date of death and the day after the funeral.

18.04 Bereavement pay shall be paid only for days upon which the employee was scheduled to work.

18.05 Jury Duty The Employer shall reimburse an employee at regular rates of pay for each day while serving on jury duty or when subpoenaed as a crown witness. The employee must provide the Employer with a signed document from the clerk of the court stating the days in attendance and the amount of payment received from the court. The Employer shall deduct payments received from the court from the employee's wages but not payments for expenses such as meals and travel costs.

18.06 It shall be the employee's responsibility to advise the Employer immediately of the date(s) she is to serve on jury duty.

ARTICLE 19 - EDUCATION FUND

19.01 The Employer shall monthly remit to the Union together with the remittance of union dues two cents (2¢) per hour worked for each employee in the bargaining unit. The remittance will show number of hours worked by each employee in the month. The purpose of the fund will be for providing paid educational leave.

ARTICLE 20 - WSIB

20.01 Where an employee is absent due to illness or injury which is compensable by WSIB, the following shall apply:


a. The Employer shall continue to pay its share of the health and welfare benefits for a twelve (12) month period.

b. Subsequent to the period referred to in (a) above, benefit coverage may be continued by the employee provided the employee pays the total cost of the monthly premiums to the Employer by the 15th of the previous month.

c. An employee will not be eligible for paid holidays, sick leave, uniform allowance or any other benefits of this Agreement except where specified otherwise during any absence covered by WSIB.

d. Provided that an employee returns to work within fifty-two (52) consecutive weeks of the date of illness or injury, time spent on WSIB shall be considered as time worked for the purpose of calculating the current year's vacation entitlement.

e. An absence due to a compensable accident, where the anticipated length of absence is two (2) months or more, the Employer will post notice of the vacancy in accordance with the job posting procedure in the Agreement. Where the anticipated absence is less than eight (8) weeks, the Employer may fill the position with other employees.

f. An employee who returns to work within a two (2) year period shall return to her former job or its equivalent without loss of seniority or benefits accrued to the date of injury.

20.02 If an employee is injured or becomes ill during a shift and her absence is covered under the WSIB Act then the Employer shall pay the employee for her full shift, irrespective of the number of hours worked.


ARTICLE 21 - WARNING, SUSPENSION AND DISCHARGE

21.01

a. When the behaviour or performance of an employee calls for a discipline by the Employer, the discipline shall be a written one and a copy of this discipline shall be forwarded immediately to the Stewards and the Union.

i. Letters of Reprimand: Letter of reprimand are to be removed from an employee’s personnel file after twelve (12) months from the date of discipline provided that the employee’s disciplinary record has remained discipline free over the twelve (12) month period, except in the case of incidents involving resident abuse where the record will remain on file unless reversed at arbitration or by settlement. Leaves of absence in excess of thirty (30) continuous calendar days will not count towards the twelve (12) month period noted above.

ii. Suspension: Records of suspension are to be removed from an employee’s personnel file after eighteen (18) months from the date of discipline provided that the employee’s disciplinary record has remained discipline free over the eighteen (18) month period, except in the case of incidents involving resident abuse where the record will remain on file unless reversed at arbitration or by settlement. Leaves of absence in excess of thirty (30) continuous calendar days will not count towards the eighteen (18) month period noted above.

iii. Viewing the File: Having provided a written request to the Executive Director at least one (1) week in advance, an employee shall be entitled to her personnel file for the purpose of reviewing any evaluations or formal


disciplinary notations contained therein in the presence of a supervisor at a mutually satisfactory time. It is understood and agreed that an employee is not entitled to see job references.

b. The Employer shall ensure that a Steward is present when an

employee is disciplined.

c. In the event that a supervisor must discipline an employee when a Steward is not available, the supervisor shall administer the discipline and arrange to meet with the Steward and the employee the next business day.

21.02 An employee may be suspended or discharged for just cause by the Employer. Within five (5) business days following suspension or discharge, the Union may process the complaint via Step 2 of the grievance procedure.

ARTICLE 22 - GRIEVANCE PROCEDURE

22.01 The parties to this Agreement recognize the Stewards and the CLAC Representatives specified in Article 3 as the agents through which employees shall process their grievances and receive settlement thereof.

22.02 a. The Employer or the Union shall not be required to consider

or process any grievance which arises out of any action or condition more than seven (7) calendar days after the subject of such grievance occurred. If the action or condition is of a continuing or a recurring nature, this limitation period shall not begin to run until the action or condition has ceased. The limitation period shall not apply to differences arising between the parties hereto relating to the interpretation,


application or administration of this Agreement. At no time may an employee or group of employees file a grievance on behalf of another employee.

b. It is understood that an employee shall first give the Executive Director or her designate an opportunity of adjusting her complaint. If the complaint is not adjusted to her satisfaction within seven (7) calendar days, it may be taken up as a grievance as set out below.

22.03 Step 1 The employee will, accompanied by a Steward or a CLAC Representative, submit the grievance in writing to the Executive Director. The Executive Director will deal with the grievance and will notify the grievor and the Union Representative of her decision in writing within five (5) calendar days following the date the grievance was presented to her.

Step 2 If the grievance is not settled under Step 1, it may be filed at Step 2 within seven (7) calendar days of the decision under Step 1 or within seven (7) calendar days of the day this decision should have been made. The parties shall meet within seven (7) calendar days of this filing to discuss the grievance. The Employer shall notify the grievor and the Union of its decision in writing within seven (7) calendar days following the said meeting.

22.04 A Group Grievance is defined as a single grievance, signed by a Steward or a CLAC Representative on behalf of a group of employees who have the same complaint. Such grievances must be dealt with at successive stages of the grievance procedure commencing with Step 1. The grievors shall be listed on the grievance form.


22.05 A Policy Grievance is defined as one which involves a question relating to the interpretation, application or administration of this Agreement and, when submitted by the Employer, can relate to the conduct of the Union, its Representatives or Stewards. A policy grievance may be submitted by either party to arbitration under Article 21, bypassing Step 1 and Step 2. Such policy grievance shall be signed by a Steward or a CLAC Representative or, in the case of an Employer's policy grievance, by the Employer or his representative.

22.06 By mutual agreement, the parties may extend the time limits set out above.

ARTICLE 23 - ARBITRATION

23.01 If the parties fail to settle the grievance at Step 2 of the grievance procedure, the grievance may be referred to arbitration under the following procedure.

23.02 The party requiring arbitration must serve the other party with written notice of desire to arbitrate within ten (10) days after receiving the decision given at Step 2 of the grievance procedure.

23.03 If a notice of desire to arbitrate is served, the party serving the same shall designate whether it wishes to have the arbitration heard by a board of arbitration or by a sole arbitrator. If the party serving the notice designates a board of arbitration, the two parties shall each nominate an arbitrator within ten (10) days of service and notify the other party of the name and address of its nominee. The two arbitrators so appointed shall attempt to select, by agreement, a chairman. If the party serving the notice designates a sole arbitrator, the two parties shall attempt to select, by agreement, a sole arbitrator. If the


two arbitrators are unable to select a chairman within ten (10) days of their appointment, or if the parties are unable to select a sole arbitrator within ten (10) days of the notice that the party wishes to have the arbitration heard by a sole arbitrator, either party may request the Minister of Labour to appoint an impartial chairman or an impartial arbitrator, as the case may be. Where the arbitration is to be heard by a sole arbitrator, all references hereinafter contained in this Article to a board of arbitration shall apply to the sole arbitrator, making all necessary changes.

23.04 No person may be appointed as arbitrator who has been involved in an attempt to negotiate or settle the grievance.

23.05 The decision of a majority is the decision of the arbitration board, but if there is no majority, the decision of the chairman of the arbitration board governs and shall be final and binding.

23.06 Notices of desire to arbitrate and of nominations of an arbitrator shall be served personally, by registered mail, or by email to the Home. If served by registered mail, the date of mailing shall be deemed to be the date of service.

23.07 If a party refuses or neglects to answer a grievance at any stage of the grievance procedure, the other party may commence arbitration proceeding in accordance with Article 23.03.

23.08 An employee found to be wrongfully discharged or suspended may be reinstated without loss of seniority. The arbitration board may have the jurisdiction, power, and authority to decide of the payment of back pay; if it so decides, back pay shall be calculated at day rate, or average earnings, as applicable times normal hours, less any monies earned, or by any other arrangement which is just and equitable in the opinion of the arbitration board.


If there should be an accumulation of grievances to be referred to arbitration, one Board of Arbitration shall be considered to deal with all such grievance disputes.

23.09 Where the arbitration board is of the opinion that there is proper cause for disciplining an employee, but considers the penalty imposed too severe in view of the employee's employment record and the circumstances surrounding the discharge or suspension, the arbitration board may substitute a penalty which is, in its opinion, just and equitable.

23.10 Each of the parties hereto will bear the expense of the arbitrator appointed by it, and the parties will jointly bear the expense of the chairman of the arbitration board.

23.11 The Employer and the Union agree that upon joint application of the parties, a private Grievance Settlement/Mediation Officer may be called in to attempt to effect a settlement between the parties in respect to any unresolved grievance. The parties further agree that this process is not meant to delay the prompt processing of any grievance and that the expenses of the Grievance Settlement Officer/Mediator shall be shared 50/50 between the parties.

23.12 The Board of Arbitration shall not have jurisdiction or authority to alter or modify any provision of this Agreement or to substitute any new provisions in lieu thereof.


ARTICLE 24 - DURATION

24.01 This Agreement shall be effective on the first (1st) day of August, two thousand and sixteen (2016) and shall remain in effect until the thirty-first (31st) day of July, two thousand and nineteen (2019) and for further periods of one (1) year unless notice shall be given by either party of the desire to delete, change or amend any of the provisions contained herein within the period from ninety (90) to thirty (30) days prior to the renewal date. Should neither of the parties give such notice, this Agreement shall renew for a period of one (1) year. The party preparing the Collective Agreement shall provide the other party with a copy of the Agreement.

24.02 The increases to the wage rates shall be retroactive and applied for all paid hours for each of the employees in the bargaining unit on and after the effective dates of the wage increases as set forth herein.

24.03 Attached to and made part of this Collective Agreement are Schedules A.


SCHEDULE “A”

Hourly Rates

*for information only.

The preceding wages represent full and final settlement of Pay Equity and there will be no further wage adjustment during the term of this Collective Agreement.

Union Dues Check-off Directive 1. Union dues shall be deducted in accordance with the Union’s dues

policy.

2. All monies so deducted shall be remitted to the Ontario Remittance Processing Centre prior to the fifteenth (15th) day of the month following the month for which the deductions were made, together with a list of employees specifying the amounts deducted for each.

01-Aug-

16 01-Aug-

17 Ratification

.30¢ 01-Aug-

18 01-Apr-

19

Conversion to 7.5 hr

paid day*

1 $26.21 $26.58 $26.88 $27.57 $27.72 $29.56

2 $27.38 $27.76 $28.06 $28.77 $28.92 $30.85

3 $28.30 $28.70 $29.00 $29.73 $29.88 $31.87

4 $29.84 $30.26 $30.56 $31.32 $31.47 $33.57

5 $31.07 $31.50 $31.80 $32.59 $32.74 $34.92

6 $32.61 $33.07 $33.37 $34.18 $34.33 $36.62

7 $34.09 $34.57 $34.87 $35.72 $35.87 $38.26

8 $36.70 $37.21 $37.51 $38.41 $38.56 $41.13

9 $39.77 $40.33 $40.63 $41.59 $41.74 $44.52


LETTER OF UNDERSTANDING #1



HEALTHCARE AND SERVICE WORKERS UNION, CLAC LOCAL 304 (hereinafter referred to as “the Union”)

RE: LIABILITY INSURANCE

Should an employee, who is a Health Professional under the Regulated Health Professions Act, be required to provide her or his Regulatory College with proof of the Employer’s liability insurance, the Employer, upon request from the employee, will provide the employee with a letter outlining the Home’s liability coverage for Health Professionals in the Home’s employ.

It is understood and agreed that the provision of the above noted letter in no way obligates the employer to amend, alter or augment existing insurance coverage or to obtain or maintain insurance coverage beyond what is required by applicable LTC legislation or regulation.


LETTER OF UNDERSTANDING #2



HEALTHCARE AND SERVICE WORKERS UNION, CLAC LOCAL 304 (hereinafter referred to as “the Union”)

RE: WAGES AND PAY STUBS

The Employer shall pay salaries and wages bi-weekly, by automatic deposit, in accordance with Schedule “A” attached hereto, and forming part of this Agreement. Pay stubs will be available on line once a computer and printer are made available in the workplace. In the event the computer, the printer or internet is not working, the employer will provide pay stubs in a timely manner for employees who so request it. Such electronic pay stubs will contain no less information than the pay stubs presently given to employees.


CAMBRIDGE MEMBER CENTRE 45 Commerce Crt Cambridge, ON N3C 4P7 T: 519-653-3002 TF: 877-701-2522 F: 519-653-3004 [email protected] CLAC RETIREMENT CLAC TRAINING 1-800-210-0200 1-877-701-2522 CLAC BENEFITS CLAC JOBS 1-800-463-2522 1-877-701-2522

clac.ca/myCLAC

mailto:[email protected]

Documents

ARTICLE 1 - PURPOSE Care Facilities/6… · DURATION: AUGUST 1, 2016 ... Letter of Understanding #1 ..... 43 Letter of Understanding #2 ..... 44 . COLLECTIVE AGREEMENT ... Agreement,