COLLECTIVE AGREEMENT

BETWEEN:

METROPOLITAN TORONTO CONDOMINIUM CORPORATION NO. 655 (Hereinafter called the "Employer")

-and-

LABOURERS' INTERNATIONAL UNION OF NORTH AMERICA LOCAL 183 (Hereinafter called the "Union")

ARTICLE 1 - RECOGNITION

1.01 The Employer recognizes the Union as the sole Collective Bargaining Agent for all

of its own employees employed to perform all work associated with building maintenance and

janitorial cleaning, including Resident Superintendents at 234 Albion Road, Rexdale, Ontario, save

and except Supervisors, Property Manager, Property Management office and clerical staff, or

executive personnel in positions above the position of Property Manager and Supervisor.

ARTICLE 2 -UNION SECURITY

2.01 The regular monthly Union dues shall, as a condition of employment, be deducted

from and checked-off from the wages of each employee employed in any position within the

bargaining unit described in Article 1 of this Agreement.

2.02 The monthly Union dues shall be equivalent to one point eight percent (1.8%) of

each employee's gross monthly earnings and the Employer shall make such deductions from the

pay due to the employees and shall forward such deductions to the Secretary/Treasurer of the

Union not later than the fifteenth (15t11) day of the month following the month in which the

deductions were made.

2.03 The Employer shall, when forwarding such dues, provide a list for the

Secretary/Treasurer of the Union, listing the names and corresponding Social Insurance Numbers

of the employees from whose pay such deductions have been made.

MTCC 655 (2015-2018) Page I of 19

2.04 The Union shall indemnify the Employer for any claim which may arise from

deductions made pursuant to this Article.

ARTICLE 3 -MANAGEMENT RIGHTS

3.01 The Employer shall have the exclusive functioning option to conduct their business

in all respects in accordance with their commitments and responsibilities including the right to:

(a) manage, locate, extend, schedule, curtail or cease maintenance operations;

(b) determine the number of workers required for any or all operations; judge the

qualifications of employees; assign or reassign workloads or employees; determine

and evaluate the content and functions of all jobs and classifications, revise work

assignments at any time and maintain an efficient mobile workforce with diverse

skills;

(c) determine the types and placement of machines, tools, materials and equipment;

and to introduce new or improved systems and equipment;

(d) hire, classify, promote, transfer and lay-off employees and to discharge, demote

and suspend employees who have completed probation for just cause;

(e) establish, revise from time-to-time and enforce reasonable rules of conduct and

procedure for its employees, and to maintain order, discipline and efficiency;

all subject to the provisions of Article 4 and 5 herein. It is agreed that these functions shall not be

exercised in a manner inconsistent with the express provisions and express intent of this

Agreement, and any bargaining unit work, shall not be sub-contracted to non-union.

If the existing staff are off work due to illness, accident, W.C.B. or vacations, the

Employer may contract out that work, until the employee(s) returns to active duty.

ARTICLE 4 - GRlEV ANCE PROCEDURE

4.01 The immediate attention to complaints and grievances is ofthe utmost importance.

Properly constituted grievances may be processed through the following procedures:

MTCC 655 (2015-2018) Page 2 of 19

Step No.1

Step No. 2

Step No.3

4.02

Within ten (10) working-days after the alleged grievance incident, the aggrieved

may present the grievance to an immediate supervisor either in writing or orally.

Should no settlement satisfactory to the aggrieved be determined within five (5)

working-days after the grievance is presented, the next step of the Grievance

Procedure may be implemented.

The aggrieved, through an authorized Union Business Representative, may submit

the grievance to an authorized agent of the Employer, in writing, and the

responsible parties shall meet within five (5) working-days following. Should no

settlement satisfactory to the aggrieved be determined within five (5) working-days

following this meeting, the next step of the Grievance Procedure may be

implemented.

Should no settlement satisfactory to the aggrieved be determined as provided in

Step No. 2 of the Grievance Procedure, the grievance may be submitted to

arbitration within five (5) working-days following the Step 2 meeting or within five

(5) working-days of the date that the Step 2 decision is rendered, as provided for in

Article V -Arbitration.

Grievances pertaining to alleged violation of hours-of-work, rates-of-pay,

overtime, vacation with pay and other monetary items may be submitted within three (3) months

of such alleged grievance incident.

4.03 Satisfactory judgment of such grievances may be retroactive from the first day of

the grievance incident.

4.04 Employees with less than three (3) months continuous service (probationary

employees) may submit grievances pertaining only to alleged violations of monetary matters (i.e.

payment for hours worked, etc.). Probationary employees may be discharged without just cause

and in the sole discretion of the Employer.

MTCC 655 (20/5-20/8) Page 3 of 19

4.05 All gnevances shall specify the Article or Articles and sub-sections of the

Agreement which are alleged to have been violated and shall contain a clear and concise statement

of the facts relied upon, and the relief sought.

ARTICLE 5- ARBITRATION

5.01 Any properly constituted grievance concerning the interpretation, application,

administration or alleged violation of this Agreement which has been properly processed through

all of the steps of Article 4, but has not been satisfactorily settled may be referred to arbitration.

5.02 Within thirty (30) calendar days of date of receipt of a request for arbitration, the

parties shall endeavour to agree on the name of an Arbitrator. If agreement is not then reached,

the party requesting arbitration may then request the Ministry of Labour to appoint an Arbitrator

and advise the other party accordingly. Such request to the Ministry of Labour must be made no

later than fourteen (14) calendar days following the thirty (30) day period referred to in this

paragraph.

5.03 The Arbitrator shall, upon receiving a Notice to Arbitrate, arrange a hearing at the

earliest date. All concerned patties shall be given a minimum of two (2) full-days' notice.

5.04 The Arbitrator shall, after hearing all of the evidence and submissions from all

parties concerned, submit a final and binding decision in writing. Reasons for the decision need

not be given at the time of the decision, but shall be provided within a reasonable period of time

thereafter.

5.05 The Arbitrator shall be provided with written records containing details of the

grievance, the section or sections of the Agreement which are alleged to have been violated and

the requested remedy, none of which is subject to change.

5.06 The Arbitrator shall not have the power to alter or change any of the provisions of

this Agreement or to substitute any new provisions for any existing provisions nor to render any

decision inconsistent with the terms and provisions of the Agreement.

5.07 Statutory Holidays, Saturdays and Sundays shall be excluded from the times

provided for the various steps. Time limits may be adjusted by agreement of the parties concerned.

MTCC 655 (2015-20/8) Page 4 of 19

5.08 The Union and the Employer shall equally share any expenses of the Arbitrator.

ARTICLE 6 -EMPLOYERS GRIEVANCE AND UNION GRIEVANCES

6.01 The Employer may submit a grievance to the Union in a manner similar to the

procedure outlined in Article 4 - Grievance Procedure. Should no settlement, satisfactory to the

parties concerned, be determined, such grievance may be submitted to arbitration in a manner

similar to the procedure defined in Article 5 - Arbitration.

6.02 A Union grievance which is defined as an alleged general violation of the

Agreement involving all or a substantial number of employees in the bargaining unit in regard to

which a substantial number of employees have signed an intention to grieve, or a grievance

involving the Union itself, including the application or interpretation of this Agreement, may be

brought forward at any time in accordance with Article 4 - Grievance Procedure and if it is not

settled, it may be referred to an Arbitrator in a manner similar to the procedure outlined in Article

5 - Arbitration.

ARTICLE 7- APPENDICES OF WAGE RATES; HOURS-OF-WORK; AND SPECIFIC WORKING CONDITIONS

7.01 Attached to this Agreement are Appendices "A" and "B", which specifically set

forth hourly rates, salaries, hours-of-work, job classifications, and working conditions of which

are an integral part of this Agreement.

ARTICLE 8 -UNION REPRESENTATION

8.01 Union Stewards may be appointed as follows:

(a) One (1) Union Steward may be appointed for the building.

(b) The Union shall submit to the Employer in writing the name of the Union

Steward for the building.

(c) The Union Steward shall, m his/her specific job classification, be the

employee retained the longest and shall be the last person laid-off and the

first recalled provided he/she can do the job.

MTCC 655 (2015-2018) Page 5 of 19

8.02 The Union Steward shall perform the required duties of an employee of the

Employer, and any Union business shall not be conducted during regular working-hours without

the express permission from an authorized agent of the Employer, and such permission shall not

be unreasonably withheld.

8.03 A Union Business Agent shall be required to advise the Employer's authorized

representative of an intended visit and shall provide Union identification after which the

Employer's authorized agent shall grant to the Union Business Representative access to the subject

building. The Union Business Representative shall not interfere with the progress of work during

such visit.

ARTICLE 9 -PRODUCTIVITY

9.01 The Union and the Employer recognize the reciprocal value of improving, by all

proper and reasonable means, the productivity and efficiency of the individual employee and

undertake jointly and severally to promote and encourage such improved productivity and

efficiency.

9.02 The Union, during the term of this Agreement, shall not cause or promote picketing,

strikes or slowdowns or any other activity which will interfere with the regular schedule of work

of the employees of the Employer, and the Employer, during the term of this Agreement, shall not

cause a lock-out of its employees.

ARTICLE 10- SENIORITY

10.01 Seniority is defined as the duration of an employee's continuous service with the

Employer, from the date the employee starts to work, and all other things being equal, shall be the

determining factor of lay-off and/or recall.

10.02 Recalls shall be by individual job classification in reverse order of lay-off. The

Employer shall notify the employee of recall by registered letter forwarded to the last known

address on file with the Employer.

10.03 Seniority shall operate on the basis of job classification.

MTCC 655 (2015-2018) Page 6 of 19

10.04 All new employees shall be considered probationary for the first ninety (90)

calendar days of employment, during which time such employees shall have no seniority rights.

Probationary employees may be terminated without cause in the sole discretion of the Employer.

10.05 Seniority shall be retroactive to the first day of employment, after the probationary

period is successfully completed.

10.06 Seniority of employees who have been laid-off and subsequently rehired shall be

determined by the actual net time on the Employer payroll, and subject to all of the conditions of

Article 10 - Seniority.

10.07 Any employee who has been offthe Employer's payroll for a continuous period of

twelve (12) months or more shall lose all previously established seniority rights, and if

subsequently rehired, shall be considered as a new employee.

10.08 Authorized leaves of absence, sickness, [sickness not exceeding sixty ( 60) days]

and recognized holiday periods shall not be deducted from an employee's length of service.

10.09 Seniority shall be discontinued and the employee shall automatically be deemed to

have quit without notice if an employee:

(a) voluntarily terminates employment;

(b) is discharged for reasonable cause and IS not re-instated through the

Grievance and/or Arbitration Procedure;

(c) is absent from work for five (5) consecutive working-days without proper

notice to the Employer and does not, subsequently, provide a reason

acceptable to the Employer;

(d) fails to report for work within five (5) working-days after recall by the

Employer;

(e) is on lay-off for twelve ( 12) months or more.

MTCC 655 (2015-2018) Page 7 of 19

ARTICLE 11 -BEREAVEMENT LEAVE

11.01 Bereavement leave of three (3) days with pay shall be granted by the Employer to

an employee who has completed probation subsequent to the death of a parent, spouse, child,

brother, sister, parent-in-law, grandparent, grandchild, son-in-law, daughter-in-law, niece or

nephew. The employee shall be paid for shifts during the leave he/she otherwise would have

worked.

11.02 The Employer may, at its discretion, grant to an employee, a further period ofleave

without pay.

11.03 An employee will not receive bereavement leave payment for any period in which

he/she is receiving any other payment under this Agreement.

ARTICLE 12- STATUTORY HOLIDAYS

12.01 The following Statutory Holidays shall be recognized:

New Year's Day

Family Day

Good Friday

Victoria Day

Canada Day

Civic Holiday

Labour Day

Thanksgiving Day

Remembrance Day

Christmas Day

Boxing Day

Four (4) hours before Christmas Day

Four (4) hours before New Year's Day

12.02 The employee must be continuously employed for three (3) calendar months and

must have worked the regular shift of each of the working-days immediately preceding and

immediately following each of the noted holidays before qualifying for holiday pay for any of the

noted Statutory Holidays. The noted requirements are not mandatory if an employee is prevented

from working by illness or any other reason acceptable to the Employer. Any employee scheduled

to work on a holiday and who does not report for work shall forfeit his/her holiday pay unless

he/she is excused by the Employer.

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12.03 Hourly-paid employees shall receive holiday pay equal to a normal day's pay or

half(~) of a day, as the case may be, or equivalent calculated at the rate of the employee's pay.

Salaried employees shall receive holiday pay equal to their wage for a single working-day or half

(~)of a day, as the case may be, calculated on the basis of the employee's salary.

12.04 An employee required by the Employer to work any of the above-noted Statutory

Holidays shall be paid as follows:

(a) Hourly-paid employee: - at the rate of one and a half (1 ~) times the

employee's regular hourly wage for each hour

worked.

(b) Salaried employee: -the rate of one and a half ( 1 ~)times the employee's

regular hourly wage for each hour worked

calculated on the basis of the employee's salary;

in addition to receiving the specifically defined holiday pay.

12.05 It is agreed that employees are employed in a continuous operation, and as such,

may, by mutual consent of the Employer and the employee, have such Statutory Holidays added

to their vacation period or receive other mutually agreed upon time-off periods, in lieu of Statutory

Holidays.

ARTICLE 13- VACATION PAY

13 .01 Vacation Pay shall be predicated on the length of continuous employment with the

Employer, in accordance with the following:

(a) Employees with less than one (1) year's employment shall receive Vacation

Pay equal to four percent (4%) oftheir gross wages earned;

(b) Hourly-paid employees with one (1) year or more, but less than four ( 4)

years' employment, shall receive Vacation Pay equal to five percent (5%)

oftheir gross wages earned.

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Salaried employees with one (1) year or more but less than four (4) years'

employment, shall receive Vacation Pay equal to two and one-half (2Yz)

weeks' salary;

(c) Hourly-paid employees with four (4) years or more employment shall

receive Vacation Pay equal to six percent ( 6%) of their gross wages earned.

Salaried employees with four (4) years or more employment shall receive

Vacation Pay equal to three (3) weeks' salary;

(d) Hourly-paid employees with ten (1 0) years or more employment shall

receive Vacation Pay equal to eight percent (8%) of their gross wages

earned.

Salaried employees with ten (1 0) years or more employment shall receive

Vacation Pay equal to four (4) weeks' salary.

13.02 Vacation periods shall be scheduled by mutual consent of the Employer and

employee.

13.03 Vacation periods are limited to a maximum of four ( 4) weeks per calendar year and

shall not be cumulative from year-to- year.

13.04 Employees requiring longer Vacation periods shall request the same in writing from

the Employer at least three (3) months in advance of the intended vacation period and permission

for the same shall not be unreasonably withheld.

13.05 Hourly-paid employees' Vacation Pay remuneration shall be submitted to them on

July 1st of each calendar year following the date of the employee's initial employment.

13.06 Employees shall receive Vacation Pay no later than the first regular pay period

following termination of employment.

13.07 In calculating "gross wages" for the purpose of determining vacation pay, no

account shall be taken of any vacation pay previously paid. MTCC 655 (2015-2018)

Page 10 of 19

ARTICLE 14- WELFARE AND PENSION

14.01 The Employer shall contribute to Local 183 Industrial Benefit Trust Fund as

follows:

Effective December I, 20I5-

Effective December I, 20I6-

Effective December I, 20I7-

two hundred and forty-four dollars ($244.00)

per month per employee;

two hundred and forty-nine dollars ($249.00)

per month per employee;

two hundred and fifty-four dollars ($254.00)

per month per employee.

The Industrial Benefit Trust Fund of Local 183 shall be jointly administered by an

equal number of Employer and Union Trustees, for the purpose of purchasing weekly indemnity,

life insurance, major medical, dental plan, or similar benefits for the employees covered by this

Agreement represented by Local 183, Labourers' International Union of North America.

14.02 The Employer shall contribute to the Labourers' Pension Fund of Central and

Eastern Canada as follows:

Effective December I, 20I5- one dollar and forty cents ($1.40) per hour per

employee;

Effective December I, 20I6- one dollar and forty-five cents ($1.45) per hour per

employee;

Effective December I, 20I7- one dollar and fifty cents ($1.50) per hour per

employee.

This is to be a flat contribution of 150 hours per month.

MTCC 655 (2015-2018) Page 11 of 19

14.03 The Employer agrees to collect for each employee covered by this Agreement

and submit to the Labourers' Local183, Retiree Benefit Fund the following sums:

December 1, 2015 $4.50 per month

December 1, 2016 $4.50 per month

December 1, 2017 $4.50 per month

14.04 The Employer shall remit the contributions referred to in Article 14.01, 14.02 and

14.03 no later than the fifteenth (151h) day of the month following the month for which the

contributions were made.

14.05 The Employer shall have the right to request that it have representation on the Board

of Trustees ofthe above-mentioned Fund.

ARTICLE 15 -PAYMENT OF WAGES

15.01 Wages shall be paid by direct deposit, to each employee of the subject building.

The Employer shall provide with the direct deposit a statement which defines hours worked,

overtime hours, hourly rate (where applicable), deductions for Income Tax, Employment

Insurance, Canada Pension, Union dues, etc. Employees shall be paid weekly or bi-weekly or

semi-monthly.

15.02 In the event of an intended permanent lay-off, the affected employee shall receive

notice m accordance with the Employment Standards Act, with the exception of Resident

Superintendents as defined in Article I, who shall receive a minimum of ten (1 0) calendar days'

notice.

15.03 The Employer shall, no later than the next regular pay following an employee's

terminated employment, send by mail, to the employee's last known address on file, the said

employee's pay cheque, Record of Employment and any vacation pay or holiday pay which may

be owing to the employee.

MTCC 655 (2015-20/8) Page 12 of 19

ARTICLE 16 -JURY SERVICE

16.01 Employees who are called to serve as Jurors shall be granted a leave of absence.

The Employer agrees to pay to such employee the difference between the employee's wage rate

and the Juror rate for up to a maximum period of two (2) weeks.

16.02 Each employee serving such jury duty shall be required to provide to the Employer

reasonable notice of the appointment and satisfactory proof of such duty being served and the Juror

rate.

ARTICLE 17- PROTECTIVE CLOTHING

17.01 The Employer will provide protective clothing, where it deems it necessary, for the

employee's use.

17.02 The Employer will supply uniforms, at no cost to the employees in the bargaining

unit, whenever such is the Employer's practice.

ARTICLE 18- STAFF CHANGES

18.01 Whenever a vacancy of a permanent nature occurs within the bargaining unit, the

Employer shall post in the place of employment, a notice setting forth details of such vacancy.

Employees applying for such vacancy shall make application to the Employer, in writing, within

two (2) working-days after the noted posting.

18.02 Applications will be considered on the basis of the applicants' skills, abilities and

qualifications and seniority shall be the governing factor should applicants be relatively equal in

all other respects.

18.03 The Employer may fill the vacancy at its discretion should no applicants be

considered suitable.

18.04 The Employer may fill the vacancy temporarily, pending the consideration of the

employee's applications.

MTCC 655 (2015-2018) Page 13 of 19

18.05 The Employer may consider any applicant ineligible should such applicant have

successfully applied under similar procedure, within the six (6) months immediately preceding the

date of posting.

18.06 Employees unable to perform their customary or traditional work, owing to age or

infirmity, may be given consideration, at the discretion of the Employer, for work within such

employee's capabilities and qualifications, or may be retired.

ARTICLE 19 -LUNCH AND REST PERIODS

19.01 There shall be one (1) paid fifteen (15) minute rest period for each half (lh) shift

worked.

19.02 There shall be a one-half (Y2) hour unpaid lunch period permitted daily.

ARTICLE 20 -CALL-OUT, REPORTING ALLOWANCE AND OVERTIME

20.01 An hourly-rated employee who:

(a) has completed a regular shift (as defined in Appendix "B") and is requested

or authorized to continue into overtime work shall be paid at one and one­

half (1 Y2) times his/her regular rate;

(b) has been called-out to report to work on other than a regular work shift shall

be paid at one and one-half (1 Yz) times the regular hourly rate for each hour

worked.

It being understood that the employee shall be paid a minimum of four ( 4) hours'

pay for such call-out at straight-time rate, whichever is the greater, if that employee in fact worked

or is pre-disposed by the Employer.

20.02 A salaried employee, resident in the building, who is directed to report to work on

other than the regular scheduled day of work shall be paid a minimum of two (2) hours reporting

time, pro-rated on the regular weekly salary unless the extra time worked commences within less

than two (2) hours before the scheduled day begins in which case the minimum shall not apply.

MTCC 655 (2015-2018) Page 14 of 19

Any time worked over the two (2) hours (and before the scheduled day of work begins) shall be

paid at one and one-half ( 1 1 /2) times the regular pro-rated weekly salary. Further, notwithstanding

the above, the Employer and employee concerned may, by mutual agreement, arrange for other

time-off in lieu of the above.

ARTICLE 21- LAY-OFF AND RECALL

21.01 In the event of lay-off, employees shall be laid-off in the reverse order of their

bargaining unit and job classification seniority.

21.02 Employees shall be recalled in the order of their seniority, where jobs become

available in their specific job classification. The Employer shall give notice of recall by registered

mail to the last recorded address of the employee. The employee shall keep the Employer advised

at all times of his/her current address. The employee shall return to work within seven (7) working­

days from the time that he/she receives notice of recall unless, on reasonable grounds, he/she is

unable to do so. An employee who has been given notice of recall may refuse to exercise such

right after which all obligations of the Employer to recall the said employee shall be ended.

21.03 No new employees shall be hired until those laid-off have been given the

opportunity of recall.

21.04 Stewards shall be the last persons laid-off and the first persons recalled in their

specific job classification unit.

ARTICLE 22- SICK PAY

22.01 In the event that an employee who is sick within the meaning of the Local 183

Industrial Benefit Trust Fund qualifies for sickness benefits under the said Fund, the Employer

shall pay up to five (5) days' wages to the employee as sick pay only once during a calendar year

(non-cumulative).

ARTICLE 23 - MISCELLANEOUS

23.01 No employee covered by this Collective Agreement, shall as a result of same,

receive, suffer or incur any loss or reduction in wages or any other benefits or conditions of

employment, monetary or otherwise. MTCC 655 (2015-20/8)

Page 15 of 19

23.02 The Employer bound by this Collective Agreement shall not be required to continue

to provide benefits which duplicate any of those benefits provided for and required to be given by

this Collective Agreement.

ARTICLE 24- DURATION OF AGREEMENT

24.01 This Agreement shall continue in full force and effect from December 1st, 2015, up

to and until November 30th, 2018, inclusive and thereafter shall be automatically renewed and

remain in force from year-to-year from its expiration date unless, within the period of ninety (90)

days before the Agreement ceases to operate, either party gives notice in writing to the other party

of its desire to bargain with a view to the renewal with or without modifications of the Agreement.

On receipt of such notice, the parties to the Agreement shall convene a meeting within fifteen ( 15)

days and bargain in good faith to endeavour to reach an Agreement.

DATED at Toronto, Ontario, this tJrrr

---­~~--~~~=--r~~~=---~= 1

MTCC 655 (2015-2018)

'2015.

FOR THE UNION

Page 16 of 19

APPENDIX "A"

I - RESIDENT SUPERINTENDENT'S SCHEDULE OF MONTHLY SALARY

Probation

Start

1 Year

4 Years

Dec.l/15

$2,783.69

$2,879.79

$3,078.96

$3,236.38

II - RESIDENT SUPERINTENDENT

Dec. 1/16

$2,839.36

$2,937.39

$3,140.54

$3,301.11

Dec. 1/17

$2,896.15

$2,996.14

$3,203.35

$3,367.13

The normal daily work shift for Resident Superintendents shall be eight (8)

working-hours day exclusive of meal periods. The eight (8) working-hours per day is worked

within an eight and one-half (8Yz) hour period.

The normal hours-of-work for Resident Superintendents shall be forty ( 40) hours

per week exclusive of meal periods and the work-week shall be from Sunday to Saturday.

As part of their normal duties, and in addition to the normal daily work shift and

normal hours-of-work, Resident Superintendents will be required to make themselves available

and be on-call for the performance of evening duties.

Each Resident Superintendent shall be entitled to two (2) days-off each week as can

be mutually agreed upon, but failing agreement the Employer shall schedule the days-off.

Determination of the work schedule shall be in the absolute discretion of the

Employer.

It is agreed that while the Resident Superintendent shall be on his/ her days-off, the

Employer may assign another employee to replace him/her and the assigned employee shall be

responsible for performing any work that is assigned by the Employer.

MTCC 655 (2015-2018) Page 17 of 19

The Employer will attempt to familiarize owners in the Employer's premises of the

work schedule.

III - COMMON CONDITIONS FOR RESIDENT SUPERINTENDENTS

1. An apartment with telephone and one (1) underground parking space, if the

superintendent is the owner of a car, shall be provided without direct charge as long as the Resident

Superintendent remains continuously employed without interruption (subject to the provisions of

the Income Tax Act, as it relates to taxable benefits) and is included exclusively as part

remuneration for the position of Resident Superintendent. It is agreed that the telephone shall not

have an unpublished number, and the Resident Superintendent shall pay for all long distance

telephone charges incurred by him/her.

2. A Resident Superintendent's spouse shall neither be required by an Employer to

perform any bargaining unit work nor shall he/ she as the case may be, perform such work at any

time except as follows:

3.

(i) by mutual agreement of the Employer and such spouse in which event the

subject Collective Agreement shall in all respects apply to the said spouse

and the work performed by him/ her.

(ii) a Resident Superintendent's spouse may, at the request of such Resident

Superintendent, and with mutual agreement of the Employer, substitute for

the said Resident Superintendent in the performance of any part of the said

Superintendent's normal and regular duties. In the event the Resident

Superintendent's spouse substitutes for the said Superintendent as aforesaid,

then the subject Collective Agreement shall not apply while the spouse is

performing such work.

Resident Superintendents shall, within one ( 1) week of the termination of their

employment, vacate the premises in which they have been residing, failing which the Employer

will have the right to obtain an order for a Writ of Possession or for any of the other remedies

referred to in Section 113 of the Landlord and Tenant Act, R.S.O., 1980.

MTCC 655 (2015-2018) Page 18 of 19

APPENDIX "B"

CLEANERS' SCHEDULE OF HOURLY WAGES

I. The Employer shall pay to those persons who it employs and designates as cleaners

the following hourly rates-of-pay:

Dec. 1/15 Dec. 1/16 Dec. 1/17

Cleaners $16.26 $16.59 $16.92

All staff on probation for the first three (3) months are to be paid by category less

twenty-five cents ($0.25) per hour.

II. A regular work-week shall be deemed to be not more than forty (40) hours per

week, eight (8) hours per day, to be worked within an eight and one-half (81/2) hour period,

exclusive of meal times in any five (5) consecutive days, from Sunday to Saturday.

III. CLEANERS

Those employees who do, amongst other things, the following types of work:

Vacuuming and dusting, cleaning glass, mirrors, garbage room drops, laundry rooms and

amenities, cleaning of elevators, etc. Snow removal, heavy floor cleaning and washing, garbage

removal, etc.

MTCC 655 (2015-20/8) Page 19 of 19