COLLECTIVE AGREEMENT

BETWEEN

THE CANADIAN CORPS OF COMMISSIONAIRES KINGSTON AND REGION DIVISION

AND

THE PUBLIC SERVICE ALLIANCE OF CANADA

LOCAL 818

June 30, 2017 to March 31, 2022

Table of Contents

Purpose and Scope of the Collective Agreement ...... ....... .. ....................... ................... ...... ... .... .. .... ... ........ . 3

Definitions ....................... ........ ........ ... .. .......... ... .......................... ........ ..... ... ........ .................. ............ ............ 3

Management Rights .................................................. .... .............. .. ... ...... .. .... .................. ... .... ....................... 4

Recognition and Bargaining Unit Work ................ .... ... .... .... .. .... ... .... .... ......................... ....... ....................... 5

Union Representatives ..................... ............................ .... .... ......... ... .... ... .......... ... .... ..... ... .. ............. ........ .. ... 5

Use of Client Facilities .......................... .... ... ... ..... .. .. .. .. .. ... .... .............. ... .... .... .... .. ... .. ...... ..... .... ......... .. ... ..... ... 5

Check-off ................ ................................ ...... ........... .. .............. ... .... ... ..... ......................... ...... .... ....... ... .. ........ 6

Information ........................................... .... ..... .... .... .......... ... ....... .... ........... .................... .. .. ................... ......... 6

Strikes and Lockouts ............................ .... .... .......... .. ...... .. ... .............................. ... ...... ................... ... .... .... ... .. 6

No Discrimination ............................... ...... .... .... ................................. ..... ........... ... ... ................................ .... .. 7

No Harassment ................................................................... ... ..... ... ... .... .. ... ... ..... .. .............. ..... .. ................... .. 7

Political Rights ..................................... ... .. ...... ... .. .. .. .. .. .......... .. .. ..... .. .......... .. ............... ....... ... ........ ... ... .... .... . 7

Designated Paid Holidays ........................... .... .. ... .... ....... .... ... .. .. ..... .. ........ ......... ... .. .. ... ............................ ..... 8

Vacation Leave ....................................................... ... ......... .... .... ... ....... ...... ........ ..... ...................................... 8

Leave with or without Pay for Union Business ......... ... .... .................... ..... ..... .......... ..... ................ .. .. ..... .. .. 10

Other Leave with or without Pay ...................... ........................................................................... .............. 11

Sick Benefit Plan .. .... ... ................. ... ....... .. ...... .. .. ..... ........ ... ....... .... ........ ................... .. ....... ................. ... ..... . 13

Job Security .. ..... ... .... ... ..... .. ............ ....... ...... .. .. ............. .... ...... ..... .......... ..... ..... .............. ....... ... .... .... ........... . 14

Layoff ................................ .... ... ...... ................ .. ... ....... ...... .. ..... .... ............... .. .. ... .................. ..... .................... 14

Seniority ......................... ....... ................... .......... ........ ............ ...... .. ...... ..... .. ...................... .......................... 15

Employee Review and Employee Files .......... ... ....... ........... ................... ..... .... ........... ......... .......... .............. 16

Pay Administration .......... .. .... ... ...... ... .. .. ......... .. ........ ....... ............ ... ..... ............. .. ................. ... .......... ... .. ... ... 17

Travel Time and Expenses ...... .................................................... .. ....... .. ........ .. ...... ..................................... 17

Suspension and Discipline ........ .. ........ ... ..... .. ...... ............................ .. .. .. ......... ... .............. ... ... .... ........ ..... ... .. 18

Health and Safety ................................ ... ... ..... ......... ...................... .. .. ... ... ... ....... .... ... ... .......................... ..... 19

Staffing Procedure ... ...... .... ... .... ... .......... .................. .. .. ............. .......... ........ .. ......... .. .................................. . 19

Grievance Procedure .... ... ................... ... .. ...... ... ............. ....... ... ....... .... ......................... .. .... ..... ........ .... ........ 20

Hours of Work, Including Rest and Meal Periods ..... .... .............................................. ......... .. .... ..... ........... 22

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Schedule A - Wages........................................................................................................................................28

ARTICLE 1 - PURPOSE AND SCOPE OF THE COLLECTIVE AGREEMENT

1.01 The purpose of this Agreement is to establish harmonious and mutually beneficial relationships between Commissionaires Kingston and Region Division, the Alliance and the employees and to set forth herein certain terms and conditions of employment upon which agreement has been reached through collective bargaining.

1.02 The provisions of this Agreement apply to the Union, employees and the Division (Employer).

ARTICLE 2 - DEFINITIONS

Alliance

Bargaining Unit

Classification

Common-law spouse

Division

Employee

Employer

Fiscal Year

Full time employee

Hourly rate of pay

Membership dues

National Master Standing

means the Public Service Alliance of Canada

means the Employees of the Kingston and Region Division as described in Article 4.01 .

means the pay rate or pay level applicable to a position with a client of the Division.

A common-law spouse relationship exists when, for a continuous period of at least one (1) year, an Employee has lived with a person in a role like that of a marriage partner, publicly represented that person to be his/her spouse, and continues to live with the person as if that person were his/her spouse.

means the Canadian Corps of Commissionaires Kingston and Region Division.

means a person who is a member of the bargaining unit specified in Article 4.01.

means the Canadian Corps of Commissionaires Kingston and Region Division.

means the period between 01 April and 31 March of the following year.

means an employee who is regularly scheduled and designated by the Employer as a full-time employee.

means the hourly rate of pay established for the position for which the duties are performed as detailed in Schedule A.

means the dues established pursuant to the constitution of the Alliance as the dues payable by its member as a consequence of their membership in the Alliance, and shall not include any initiation fee or insurance premium.

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Offer means: the legal contract between Public Services and Procurement Canada and the Canadian Corps of Commissionaires.

Regular rate of pay means, if an employee misses regular hours of work in order to attend a meeting, the rate of pay applicable to that shift, or, if the employee is not scheduled to work at the time of the meeting, the rate of pay applicable to the last non-premium shift worked by the employee.

Spare

Spouse

a) dedicated spare means an employee who is normally assigned on a regular basis to a specific site

b) Base spare means an employee who is assigned work across Base sites

will, when required, be interpreted to include "common-law spouse".

Time and one-half means one and one-half (1 Yz) times the hourly rate of pay.

Week

2.01

A week is a seven (7) day period that begins on Sunday at 00:01 and ends Saturday at 23:59.

"Where the masculine form of the language is used, the feminine is also implied, and vice versa."

ARTICLE 3 - MANAGEMENT RIGHTS

3.01 Except to the extent provided herein, this Agreement in no way restricts the authority of the Employer.

3.02 Without restricting the intent of the foregoing, the Union recognizes that the Employer has the right to:

a) Maintain order, discipline and performance of its employees by:

i. Hiring, assigning, classifying, transferring, removing, laying off and promoting employees.

ii. Putting into effect rules on safety and discipline as described in the Employer's policies and procedures.

ii i. Imposing disciplinary actions, including suspension, demotion and dismissal, of non-probationary employees for just cause.

iv. Evaluating employees' competence, knowledge, efficiency and skills, abilities in accordance with the Employer's policies and procedures.

b) Without restricting the general intent of the preceding, manage and operate the Division, determine the type of operations, the terms and conditions of execution, the work schedule, and decide on expansion , limitation or ceasing of operations.

c) Determine the standards of performance, the methods, processes and means of performing work, the use of improved or changed methods and equipment, and

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generally the right to manage its business without interference are solely and exclusively the right of the Employer.

d) In the event of a state of emergency as declared by the client, where bargaining unit members are not sufficient to satisfy the requirement, the Employer reserves the exclusive right to staff with non-union employees.

3.03 The rights set forth in this Article and those otherwise retained by management shall be exercised in conformity with the provisions of this Agreement.

ARTICLE 4 - RECOGNITION AND BARGAINING UNIT WORK

4.01 The Canadian Corps of Commissionaires (Kingston and Region Division) recognizes the Public Service Alliance of Canada as the sole and exclusive bargaining agent for "all employees employed by the Canadian Corps of Commissionaires (Kingston and Region Division) at Canadian Forces Base in the City of Kingston, save and except site supervisors and persons above the rank of site supervisor." Given June 10, 2010.

ARTICLE 5 - UNION REPRESENTATIVES

5.01 The Employer acknowledges the right of the Union to appoint or otherwise select a maximum of six (6) employees as representatives.

5.02 The Union shall notify the Employer in writing of the name and jurisdiction of its representatives prior to the employer being required to recognize such representatives. For clarity, "In writing" can mean via email.

5.03 A local Union representative shall obtain the permission of his/her immediate supervisor before leaving his/her work to investigate employee complaints, or process a grievance or undertake any other union business during working hours. Such permission will not be unreasonably withheld. Where practical, the representative shall report back to his/her supervisor before resuming his/her normal duties.

5.04 Upon hiring, the Employer shall ensure that new employees are provided with contact information for the Local Union.

5.05 Where practical, when the Employer requests the presence of a Union representative at a meeting, such request will be communicated to the employee's supervisor.

ARTICLE 6 - USE OF CLIENT FACILITIES

6.01 Where the client agrees, the Division will arrange a space for a Bulletin Board at each worksite for the purpose of posting official Union notices, and a space for the placement of reasonable quantities of literature of the Union. Where the client disagrees, the union will provide a binder at the worksite for display of union materials.

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6.02 Unless access is denied by the client, a duly accredited representative of the Public Service Alliance of Canada shall be permitted access to the worksite to assist in the resolution of a complaint or grievance and to attend meetings called by management or the Union.

ARTICLE 7 - CHECK-OFF

7.01 Subject to the provisions of this Article, the Employer will deduct an amount equal to the membership dues from the pay of all employees in the bargaining unit.

7.02 For the purpose of applying this Article, deductions from pay for each employee will start with the first payday on which the employee has earnings.

7.03 The Union shall inform the Employer in writing of the percentage of gross wages to be checked off for each employee.

7.04 The amounts deducted in accordance with Clause 7.01 shall be remitted by the fifteenth (15th) of the month following the deduction month to the attention of "The Supervisor, Membership Section, Public Service Alliance of Canada. The cheque should be made payable to "The Public Service Alliance of Canada", and shall be accompanied by an electronic remittance list of the particulars identifying each employee and the deductions made on the employee's behalf. The total of the individual deductions must equal the amount of the cheque. The Employer shall record the Union dues remittance on the employee's annual T 4 reports.

7.05 The Union agrees to indemnify and save the Employer harmless against any claim or liability arising out of the application of this Article, except for any claim or liability arising out of an error committed by the Employer limited to the amount actually involved in the error.

7.06 The Employer shall provide the local Union President, on an annual basis, a complete list of all employees.

ARTICLE 8 - INFORMATION

8.01 The Employer shall provide the Local , within a period of fifteen (15) days, with the names and locations of newly appointed employees.

8.02 The Employer shall provide the President of the Local Union a copy of the Division Policies and Procedures Manual for the current year as existing at the signing of this collective agreement and as amended from time to time

ARTICLE 9 - STRIKES AND LOCKOUTS

9.01 There shall be no strikes or no lockouts during the life of this Agreement.

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9.02 Where an employee expresses a concern for his or her safety in attempting to cross a picket-line or any demonstrations on or at the Client's premises, the Division will ensure a safe access to the workplace. No employee will be disciplined if he or she refuses to cross a picket line or demonstration out of concern for his or her safety.

9.03 If employees are prevented from performing their duties because of a strike or lockout, the employees shall report the matter to the Division, and the Division will make every reasonable effort to ensure that such employees are employed elsewhere.

ARTICLE 10 - NO DISCRIMINATION

10.01 There shall be no discrimination, interference, restriction, coercion, harassment, intimidation, or any disciplinary action exercised or practiced with respect to any employee by reason of race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation, age, a conviction for which a pardon has been granted, or membership or activity in the Union.

ARTICLE 11 - NO HARASSMENT

11.01 The Union and the Employer support the elimination of harassment as described in the harassment policy of the Employer.

11.02 a)

b)

c)

An employee who feels that he/she has been harassed contrary to the Human Rights Code will normally follow the process set out in the Employer's harassment policy. The complaint will be investigated and responded to as quickly as possible, typically within six (6) weeks of the date of the filing of the complaint.

If the complainant is unsatisfied with the decision of the Employer, he/she may file a grievance with the Chief Executive Officer (or designate) within ten (10) days of the date of the Employer's response to the complaint. The parties will meet within ten (10) days to discuss an attempt to resolve the grievance. The Chief Executive Officer (or designate) shall provide a written reply to the grievance within ten (10) days of the date of the meeting.

If the Union does not consider the grievance to be satisfactorily settled, then the Union may refer the grievance to arbitration as set out in step 3 of the grievance procedure.

11.03 An employee who feels that he/she has been harassed on grounds other than Human Rights Code shall follow the process as set out in the Employer's harassment policy.

ARTICLE 12 - POLITICAL RIGHTS

12.01 The Employer shall place no restriction on the rights of employees to participate in the political process including the right to run for an office or campaign for the candidate(s) of their choice.

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12.02 If an employee is elected to a political office, they shall be entitled to a leave of absence without pay or benefits for a period coinciding with their term of office. Upon completion of their term of office, the employee will be returned to the first available position on the Base spares list provided he/she meets all licensing and training requirements.

ARTICLE 13 -DESIGNATED PAID HOLIDAYS

13.01 The following shall be paid holidays: a. New Year's Day b. Family Day c. Good Friday d. Victoria Day e. Canada Day f. Labour Day g. Thanksgiving Day h. Remembrance Day i. Christmas Day j. Boxing Day k. Any other day prescribed as a paid public holiday by the Employment Standards

Act of Ontario or any special day decreed as a paid public holiday on a one-time basis by the Parliament of Canada.

13.02 An employee who works both his or her scheduled full working day immediately preceding and following a designated holiday as defined in Article 13.01, shall be paid public holiday pay for the designated holiday in accordance with the terms and conditions of the Employment Standard's Act of Ontario.

13.03 An employee who works on a designated holiday shall be paid, in addition to the public holiday pay he or she is entitled to receive under Article 13.02, premium pay of time and one-half (1 1/2) for all hours worked on the designated holiday.

13.04 When an employee is required to report for work and reports on a designated holiday, the employee shall be paid the greater of compensation in accordance with the provisions of Article 13.03, or four (4) hours' pay at the public holiday premium rate (time and one-half).

13.05 Where a day that is a designated holiday for an employee coincides with a day of leave with pay, that day shall count as a holiday and not as a day of leave.

ARTICLE 14-VACATION LEAVE

14.01 The vacation entitlement year begins each year on June 1.

14.02 Vacation entitlements are calculated in accordance with the Ontario Employment Standards Act.

14.03 Vacation pay is issued on the payday that corresponds with the vacation time taken.

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(a) All Spare employees, and all new employees assigned to CFB Kingston, shall receive vacation pay to be paid at 4% (or 6%, if qualified) on all earned wages for each pay period.

14.04 No requests for vacation time will be granted until the probationary period is satisfied, or the end of the current entitlement year, whichever is greater.

14.05 Subject to operational requirements, Employees shall have the right to draw vacation time in single shift increments.

14.06 Employees starting employment at any point during the current entitlement year are granted vacation time on a pro-rated basis.

14.07 Prior to April 301h of each year, employees will provide their supervisor with their leave preferences. The Employer will post a vacation schedule prior to May 15th based on seniority. Employees may make vacation requests after April 301h on a first come, first served basis, which will be approved if the request does not adversely interfere with another employee's scheduled time and operational requirements can be met.

14.08 An employee may take earned vacation time following the end of the vacation entitlement year.

14.09 When the Employer cancels or alters a period of vacation which it had previously approved, the Employer shall reimburse the employee for the non-returnable portion of vacation contracts and reservations made by the employee with respect to that period, subject to the presentation of such documentation as the Employer may require. The employee must make every reasonable attempt to mitigate any losses incurred and will provide proof of such action to the Employer.

14.10 If at the cessation of an employee's employment, for any reason , the employee has taken more vacation than he/she has earned, the Employer may deduct from the employee's final pay the amount owing.

14.11 When an employee ceases to be employed for any reason, the employee or the employee's estate shall be paid all vacation pay credits that have been earned and not taken by the employee.

14.12 If an employee has not requested vacation time within the ten (10) month period following the completion of the vacation entitlement year, the Employer will schedule vacation time for the employee. To accommodate requests for vacation time in the last two (2) months of the vacation year (April and May of each year) requests must be received in Human Resources before the end of March.

14.13 The Employer shall give an employee as much notice as possible of approval, rejection, alteration or cancellation of a request for vacation time after April 301h. In the case of rejection, alteration or cancellation of such time, the Employer shall give the written reason therefore, upon written request from the employee.

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ARTICLE 15 - LEAVE WITH OR WITHOUT PAY FOR UNION BUSINESS

15.01 The Employer will grant leave without pay to an employee called as a witness by an Arbitration Board or the Ontario Labour Relations Board.

15.02 The Employer will grant leave without pay to an employee who is attending at an arbitration or Ontario Labour Relations Board hearing, or is a representative of an employee who attending at an arbitration hearing.

15.03 The Employer will grant leave with pay, at the regular rate of pay, for up to three (3) employees, to a maximum of 40 regular hours (in total) for contract negotiations. Following the use of the 40 hours, the Employer will grant leave without pay to employees for purposes of completing contract negotiations. For the purposes of this Article, all hours used beyond the 40 hours shall be paid by the Employer and the Employer shall invoice the Union for actual wages paid, plus fifteen (15) percent to cover employee benefits. The Union agrees to pay such invoice within forty-five (45) days of receipt of the invoice.

15.04 The Employer will grant leave without pay subject to operational requirements to a maximum of three (3) employees selected as delegates to attend Executive Council meetings and conventions of the Union and the conventions of the Canadian Labour Congress and conventions of Provincial Federations of Labour.

15.05 Subject to operational requirements, the Employer will grant leave without pay to employees who exercise authority of a Representative on behalf of the Union to undertake training related to the duties of a representative.

15.06 Recognizing that circumstances may arise whereby a member of the Executive is required to perform administrative or executive duties on behalf of the Local, the Employer agrees, subject to operational requirements, to grant leave without pay.

15.07 (a)

(b)

(c)

An employee who has been elected or appointed to a full-time office of the Union shall be entitled to leave without pay for the period during which he/she is elected or appointed to hold office. Where allowed under the terms of insurance policies, the employee may continue to contribute to insurance related benefits during the above-mentioned leave as though he/she was at work, providing that the employee pays both the employee and the Employer contributions. An employee who returns to work with the Employer after a period of leave granted under this Article shall have the time spent on leave credited for purposes of seniority.

Such employee shall be placed on the Base Spares list.

If the employee was in a full-time position prior to taking leave without pay, that employee will remain on the Base Spares list until such time as a full-time position for which he or she is qualified becomes vacant and would otherwise be posted. To be placed in a position under this clause, the employee must meet the qualifications of the position, be oriented to the site in question and be acceptable to the client. The placement cannot be of a higher pay level than the position vacated by the employee.

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ARTICLE 16 -OTHER LEAVE WITH OR WITHOUT PAY

16.01 Emergency Leave for Family Related Responsibilities

(a) For the purpose of this clause, family is defined as: i. employee's spouse or same-sex partner; ii. a parent, step-parent or foster parent of the employee or his/her spouse or

same-sex partner; iii . a child, step-child, or foster child of the employee or his/her spouse or

same-sex partner; iv. a grandparent, step-grandparent, grandchild, or step-grandchild of the

employee or his/her spouse or same-sex partner; v. the spouse, or same-sex partner of a child of the employee; vi. the employee's brother or sister; and vii. a relative of the employee who is dependent on the employee for care or

assistance.

(b) The Employer shall grant leave, without pay, for up to ten (10) days for the death, illness, injury, medical emergency or other urgent matter concerning a family member as described in Article 16.01(a).

16.02 Court Leave

(a) The Employer will pay the employee $100.00 per day up to a maximum of four (4) days for the period of time the employee is on jury duty or selection, provided satisfactory evidence of the time spent is provided to the Employer.

(b) The Employer shall pay an employee the rate of pay for the missed shift(s) or the last shift worked if no shifts are missed, less any payment the employee receives from other sources, for attendance as a subpoenaed witness, provided the case is related to his/her duties as a commissionaire.

16.03 Leave for Religious Obligations

The Employer shall make every reasonable effort to accommodate an employee who requests time off to fulfill his/her religious obligations. Employees may in accordance with the provisions of this Agreement request vacation time or a shift exchange in order to fulfill their religious obligations.

16.04 Bereavement Leave with Pay

(a) Probationary employees and employees away from the workplace on unpaid leaves are not covered.

(b) An employee will be granted bereavement leave for up to three (3) scheduled working days within the fourteen (14) days following the date of the death,

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without loss of regular pay from regularly scheduled hours, which must include the day of the funeral.

(c) Immediate family, for the purposes of this section, shall mean a spouse (including common-law, same sex partners), parent/legal guardian, step­parent, child or step-child, sibling, grandparent or step-grandparent, grandchild or step-grandchild, mother or father-in-law, son or daughter-in-law, brother or sister-in-law (does not apply for extended family members through marriage, e.g. - sister of your brother-in-law)

(d) The Employer reserves the right to inquire as to the name and nature of the relationship between the employee and the deceased, and any other pertinent information that may be required.

(e) Bereavement Leave pay will be the regular rate of pay and regular shift that corresponds with the scheduled missed shift(s). However, for shifts without a set start and end time, up to eight (8) hours of Bereavement Leave time will be granted (per shift). No premium pay will apply.

(f) Additional unpaid leave may be requested where excessive travel outside the immediate area is required.

(g) Where an employee's scheduled vacation is interrupted due to a bereavement within the meaning of this section, a portion of the interrupted vacation shall be deemed to be bereavement leave and the employee will be entitled to reschedule the vacation for another time.

16.05 Pregnancy Leave and Parental Leave Without Pay, shall be provided in accordance with the Employment Standards Act of Ontario.

16.06 Continuation of Benefits

(a) While on approved illness leave without pay, an employee is entitled to continuation of existing benefits coverage for up to one year, on condition that he/she pays his/her portion of the bi-weekly premium.

(b) While on any other approved leave without pay, an employee is entitled to continuation of existing benefits coverage for up to one year, on condition that he/she pays both the Employer and employee portions of the bi­weekly premium.

(c) While on an approved leave with pay, an employee is entitled to continuation of existing benefits for up to 30 days, on condition that the employee pays his/her portion of premiums.

(d) An employee who exercises his/her entitlement to pregnancy and/or parental leave under Article 16.05 may, with payment of his/her portion of premiums, retain coverage for the full period of such leave.

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16.07 Leave Without Pay. The Employer may grant unpaid leave of absence in accordance with its Leave of Absence policy.

16.08 Military Duty or Training Leave. Employees, who are members of the Canadian Forces, including Reserve force, may be granted a maximum of 12 months leave without pay when they are required for an operational mission, military duty or training. The Employer will do everything possible to protect the individual's job or to provide a similar job on the employee's return to work.

ARTICLE 17-SICK BENEFIT PLAN

Definitions: Sick Benefit: A Company-funded accrued benefit of 1 % of regular worked hours and regular worked earnings to a maximum accrual of $2000.

Sick Benefit Rate of Pay = accrued sick pay divided by accrued sick hours

Example: Sick Pay Total = $253.13 and Sick hours = 15.04 $253.13 divided by 15.04 = $16.83 per hour (sick rate of pay)

17.01 As of January 1, 2020, a Company-funded sick leave plan will be in effect.

17.02 Employees will be eligible to draw from their sick benefit upon completion of one (1) year of service following their date of hire.

17.03 Sick benefit will be taken in complete shifts only.

17.04 The sick benefit is for time away from work for reason of personal illness only.

17.05 An opening sick benefit based on 1% of each employee's regular worked earnings and regular worked hours from December 23, 2018 to December 21, 2019 will be applied to their account. Going forward, the sick benefit will continue to accrue on a bi-weekly basis.

17.06 The employee's sick benefit will be allowed to accrue to a maximum of $2000. When sick benefits are used and the benefit amount drops below $2000 the accrual will re-start until such time a maximum of $2000 is again reached. There is no advance on unearned sick benefits.

17.07 Upon resignation from the Kingston & Region Division, any remaining accrued sick benefit will be paid out, subject to the following conditions:

The employee has reached one (1) year of service based on date of hire, and

The employee has provided two weeks' written notice and is available to work shifts during the notice period, or otherwise absent on an authorized leave during the notice period.

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17.08 All sick benefits must be used prior to the commencement of an Illness Leave. Should the sick benefit exceed five (5) consecutive shifts, a medical certificate will be required at the employee's cost.

17.09 While on illness leave status, the employee will be entitled to :

(a)

(b)

17.10

reassignment to former position, provided that the employee can still perform the essential duties and responsibilities of the former position, as long as that position still exists and is available, or to a comparable position which is available, and for which the employee is qualified and capable of performing, having regard to any medical restrictions. The employee will provide a satisfactory fitness for duty medical certificate from the treating physician(s) indicating that the employee is fit to perform the essential duties and functions prior to returning to work.

continuation of existing life, health and dental benefits on condition that the employee pays for their share of the bi-weekly premiums. Failure to adhere to the benefits payment schedule will result in cancellation of coverage for the duration of the leave period. Any outstanding balances owing will be the responsibility of the employee.

Employees on illness leave status are required to provide their supervisor with satisfactory medical certificate, as required by the Employer, to support their absence which will contain, at minimum; confirmation that the employee is unable to attend at work because of illness or injury, a prognosis, and a statement of the restrictions applicable to the employee's return to work. The cost of medical notes will be paid by the employee.

ARTICLE 18 -JOB SECURITY

18.01 There shall be no contracting out of bargaining unit work.

ARTICLE 19 - LAYOFF

19.01 When a contract is not renewed, or is reduced, or is cancelled, the Employer will attempt to find suitable, alternate employment for full time employees who are displaced based on knowledge, skills, ability, qualifications and subject to client approval.

19.02 The Employer agrees to keep the Union informed of permanent reductions and/or cancellations affecting permanent contracts and will provide written confirmation within ten (10) days of receiving formal written notification from a client of reduction or cancellation of such contract.

19.03 In the event of a layoff of a full-time employee:

(a) The employee will be moved to an available vacancy in the bargaining unit for which he/she has the requisite knowledge, skills, ability, qualifications and subject to client approval. In the event that there is more than one laid off employee and if there is relative equality between or among such laid off employees, seniority shall govern. If required, the Employer will arrange for a reasonable orientation period. Such

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reassignment will pre-empt any job posting process then underway with respect to such vacancy.

(b) If there is no available or suitable vacancy in the bargaining unit, the laid off employee may use his/her seniority to bump the most junior employee at the site affected by the layoff, provided he/she has the requisite knowledge, skills, ability, qualifications and is subject to client approval.

(c) If the laid off employee is unable to bump as set out in paragraph (b), the laid off employee may use his/her seniority to bump the most junior employee in the bargaining unit, provided he/she has the requisite knowledge, skills, ability, qualifications and subject to client approval. If required, the Employer will arrange for a reasonable orientation period.

(d) If the laid off employee chooses not to bump, he/she shall be moved to the Base spares list with priority for the next available full-time position for which he/she has the requisite knowledge, skills, ability, qualifications and subject to client approval.

19.04 While on the Base spares list, if an employee refuses one (1) offer of full-time employment the employee shall lose priority under Article 19.03 (d). The local Union will be notified when a job offer has been presented to an employee.

ARTICLE 20 - SENIORITY

Seniority of an employee shall be the length of the employee's continuous service with Commissionaires Kingston Division in the bargaining unit. This date may be amended under specific circumstances as outlined in Article 20.

20.01 Seniority shall be governed by the following principles:

(a) Only employees in the bargaining unit who work at bargaining unit work shall be credited with seniority.

(b) Henceforth all employees who work 1560 hours in a calendar year shall be credited with one year of seniority. Employees who work fewer than 1560 hours in a calendar year shall be credited with a partial year of seniority, prorated on the basis of hours worked. No individual can accumulate more than one year of seniority in any calendar year.

20.02 When two (2) or more employees have identical seniority, their relative seniority shall be determined by their most recent date of assignment to a position within the bargaining unit. If a tie still exists, it will be broken based on who has the highest number of hours worked in the previous twelve (12) months.

20.03 The seniority list as determined by the above process, consisting of the name, the amount of seniority, and the employee's seniority date shall be maintained and revised twice each year as of January 1st and July 1st. A copy will be forwarded to the President of the Local Union.

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20.04 An employee who feels that he/she is improperly placed on the seniority list shall endeavor to correct the improper placement with the Employer within thirty (30) days from the posting date. Failing that, the employee has a right to file a grievance within forty-five (45) days of the posting date in accordance with the grievance procedure in this agreement.

20.05 (a)

(b)

(c)

Employees assigned to a long-term position (six (6) months or more) outside the bargaining unit shall retain their seniority and also accumulate a maximum of another six (6) months seniority. Thereafter no further seniority shall accrue unless they return to the bargaining unit.

Employees assigned to a short-term position (less than six (6) months) outside the bargaining unit shall retain and accumulate seniority, for a period not to exceed six (6) months. Thereafter no further seniority shall accrue unless they return to the bargaining unit.

Any employees displaced as a result of the operation of 20.05 a) or b) will be returned to their former position.

20.06 An employee whose employment is terminated while employed in this bargaining unit and who is subsequently re-employed within six (6) months shall be credited with previous seniority in the bargaining unit.

20.07 Loss of Seniority (and deemed terminated) . All employees shall lose all seniority and shall be deemed terminated in the following circumstances:

(a) the employee resigns; (b) the employee is discharged and not reinstated through the grievance/arbitration

procedure; (c) while on a leave from the Employer, the employee works for a competitor in the

security services industry without the written approval from the Employer; (d) the employee has been absent due to illness or injury in excess of eighteen (18)

months, subject to the Employer's duty to accommodate under the Human Rights Code;

(e) the employee fails to return from approved leave on the agreed date without notice and a reasonable explanation;

(f) the employee is a Base Spare and has refused three (3) offers of work without a reasonable explanation; or

(g} the employee is absent from work for three (3) or more scheduled working days without notice or without reasonable cause.

ARTICLE 21 - EMPLOYEE REVIEW AND EMPLOYEE FILES

21.01 When a formal assessment of an employee's performance is made, the employee concerned must be given an opportunity to sign the assessment form in question upon its completion to indicate that its contents have been read. A copy of the completed assessment form will be provided to the employee at that time. An employee's signature on his or her assessment form will be considered to be an indication only that its contents have been read and shall not indicate the employee's concurrence with the statements contained on the form.

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21.02 An employee has the right to make written comments to be attached to the performance review form.

21.03 Once each calendar year, on the request of an employee, the personnel file, or specified documents from the file, shall be made available for his or her examination in the presence of an authorized representative of the Employer. The Employer will have up to thirty days to respond to the request.

21.04 There shall be no disciplinary report placed on the employee's file unless a copy of the report has been given to the employee. Any disciplinary report shall be withdrawn from the employee's file after two (2) years from its date provided there is no further discipline imposed on the employee. If there is such discipline, all discipline will remain on file for an additional two (2) years from the date of the most recent discipline, provided no additional discipline is imposed.

ARTICLE 22 - PAY ADMINISTRATION

22.01 Employees shall be paid on a bi-weekly basis at the rate of pay to which he or she is entitled, subject to a two-week holdback.

22.02 An employee shall be paid the hourly rate prescribed for the position(s) at which he or she is employed, in accordance with Schedule "A."

22.03 When informed of pay errors or shortfalls in pay by the employee, the Employer will investigate the matter without delay and take restitution action if required . Verified pay shortfalls under $50.00 will be paid on the next bi-weekly payday. Shortfalls greater than $50.00 will be paid by cheque or direct deposit within two (2) business days of the complaint. If the authenticity of the complaint cannot be determined within this timeframe, the complainant will be given a status update.

22.04 When pay shortfalls occur that have been caused by human error of the Employer, the Employer will reimburse the employee for any out-of-pocket costs for the resulting bank or other financial fees to a maximum of $50.00 upon production of receipts, if such claim is made within forty-five (45) days of the date of the shortfall.

22.05 When pay shortfalls occur that have been caused by the Employee, the Employee will be reimbursed in the next regular pay cycle. The Employer will not reimburse the Employee for any out-of-pocket expenses for the resulting bank or financial fees.

ARTICLE 23 - TRAVEL TIME AND EXPENSES

23.01 Reimbursement for travel on behalf of clients of the Employer will be reimbursed at rates negotiated in applicable contracts, provided approval for such travel is granted in advance by the Employer, upon presentation of satisfactory proof of expenses.

23.02 Employees traveling for the purpose of conducting business on behalf of the Employer will be reimbursed for expenses incurred, provided approval for such travel is granted in advance by the Employer, upon presentation of satisfactory proof of expenses.

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23.03 The Employer agrees to provide advances for an employee where the total anticipated cost exceeds one hundred dollars ($100.00) .

23.04 Time spent traveling on behalf of the Employer or a client will be treated as time worked. Travel to and from an employee's place of work are not considered as time worked.

23.05 When an employee is required to travel on behalf of the Employer, the Employer, in consultation with the employee will determine the most practical method of transportation to be used.

23.06 Travel expenses will be treated in accordance with the Income Tax Act.

ARTICLE 24 - SUSPENSION AND DISCIPLINE

24.01 The Employer agrees that discipline should be progressive and corrective in nature and, depending upon the nature of the infraction, should normally commence with a verbal warning.

24.02 (a)

(b)

(c)

(d)

When an employee is required to attend a meeting, the purpose of which is to conduct a formal investigation and the possible outcome of which may result in disciplinary action, the employee is entitled to have at his/her request a Union representative attend the meeting.

When an employee is required to attend a meeting , the purpose of which is to render a disciplinary decision concerning him/her, the employee is entitled to have, at his/her request, a Union representative attend the meeting.

Where practical, the employee shall receive three (3) days' notice of such a meeting(s) . The employee will be advised of the reasons for such a meeting(s)

Nothing in this Article shall be interpreted to affect or interfere with the normal interaction between supervisors and employees regarding the operations of the Employer/client.

24.03 No non-probationary employee will be disciplined without just cause. A probationary employee may be disciplined or terminated provided such discipline or termination is not discriminatory, arbitrary, or made in bad faith. When an employee is suspended from duty, the Employer undertakes to notify the employee in writing, within one day, of the reason for such suspension.

24.04 Discipline, when imposed, shall be imposed in a timely manner. An employee shall receive a copy of any discipline placed on the employee's file.

24.05 In cases of suspension or discharge for cause, the Employer shall notify the Local President.

24.06 The timeframe in respect of which discipline will remain on employee's files is addressed in Article 21 of this agreement.

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24.07 Employees shall be considered at work and paid at the regular rate of pay for actual hours in attendance at disciplinary meetings called by management.

ARTICLE 25 - HEAL TH AND SAFETY

25.01 The Employer will take every precaution reasonable in the circumstances for the protection of the employees.

The Union will encourage employees to work in a safe manner and will promote a safe and healthy work environment.

Employees are responsible for taking the necessary measures to ensure their health, safety and physical well-being.

25.02 The Employer and the Union agree that work practices shall be governed by the Ontario Occupational Health and Safety Act.

ARTICLE 26 - STAFFING PROCEDURE

26.01 (a)

(b)

Subject to paragraph (b) the Employer shall post any newly created full time and all full-time vacancies which the Employer determines are to be filled, hereinafter referred to as "job postings" which shall be displayed at each site according to site regulations.

Temporary vacancies of less than six (6) months duration need not be posted.

26.02 Job postings will be open to all bargaining unit members.

26.03 The postings shall normally be for a minimum of ten (10) calendar days, and the posting shall indicate the closing date. However, when client requirements dictate, a shorter posting period or no less than five (5) days may be used.

26.04 The posting shall contain the main job requirements and the hourly rate of pay.

26.05 The requirements contained in the posting shall be fair and reasonable in relation to the job description.

26.06 The posting shall be forwarded to the Union President for information.

26.07 (a)

(b)

The candidates for the job opportunities will be evaluated according to the knowledge, skills, ability, qualifications and subject to client approval. Where the candidates are relatively equal, the candidate with the greater seniority will receive the offer.

The Employer may consider an applicant with demonstrated abilities and experience in lieu of a requirement(s) and in such case, the Employer shall so state on the job posting.

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26.08 Within (2) weeks of the competition being finalized, those candidates who were selected for interview shall be contacted with the results of the competition. At their option, unsuccessful candidates who were interviewed may discuss their assessment with the Employer.

26.09 All candidates who apply and who hold the qualifications required for the job will be considered. However, when interviews and/or tests are used as part of the selection process, only the top ranked candidates will be interviewed and/or tested.

26.10 Probationary Period. Each new hire shall serve a probationary period (the greater of 90 days or 200 working hours), during which the employee's employment may be terminated at the Employer's sole discretion.

26.11 (a) Review period. An employee who is promoted shall be subject to a thirty (30) day review period during which his/her performance will be jointly assessed by the Employer and the client. In the event that the determination is that the employee has been unsuccessful during the review period, the employee shall be returned to his/her former position, as will any other employees who were promoted as a result of the original promotion.

(b) Subject to client approval, an employee who has been promoted may revert to his/her former position within the thirty (30) day period following such promotion. Any other employees who were promoted as a result of the original promotion shall be returned to their former positions.

26.12 The successful candidate is precluded from applying for any competition for a period of six (6) months from the date of his/her new posting or the date upon which the employee reverted to his/her former position.

ARTICLE 27 - GRIEVANCE PROCEDURE

27.01 (a)

(b)

The Employer and the Union agree that discussions should occur between employees, Union representatives and Employer representatives when problems or differences arise in an attempt to resolve those problems or differences.

Employees are encouraged to discuss problems or differences with their Site Supervisor. However, if the Site Supervisor is the focus of the complaint, employees may contact the District Manager or delegate.

27.02 If any difference concerning the interpretation, application, operation or any alleged violation of the Agreements arises between the Employer and the Union, or between the Employee(s) and the Employer, it shall be processed according to the following grievance procedure. Grievances involving the interpretation, application, operation or any alleged violation of the agreement must have the approval and support of the bargaining agent.

27.03 The time limits set out in the grievance procedure are mandatory. In calculating time limits, calendar days will be used. If the time limits set out in the grievance procedure are not

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complied with by the Union, then the grievance will be considered as being abandoned, unless the parties have mutually agreed in writing, to extend the time limits.

27.04 If the Employer fails to meet a time limit, and no request by the Employer for an extension has been received and agreed to by the parties in writing, the Union, at its option, may either advance the grievance to the next step or await the Employer's response, in which case no time limit shall apply against the Union until it has received the Employer's response.

27.05 Employee(s) shall have the right to be represented at Steps 1 and 2 of the grievance procedure. The employee(s) and the Union representative shall be given leave with pay to attend such meetings at the regular rate of pay for actual hours in attendance. The Union shall be given full opportunity to make representations throughout the grievance procedure.

STEPS OF THE GRIEVANCE PROCEDURE

STEP 1:

STEP 2:

STEP 3:

Within fourteen (14) days of the event giving rise to the complaint or from the date that the employee knew or ought to have known of such event, the employee(s) through the Union may submit a written grievance to the Employer. Grievances are to be directed to the DM or delegate.

The grievance will identify the applicable article(s) of the Collective Agreement and provide information to identify the problem, and an indication of the expected resolution.

Within ten (10) days of the receipt of the grievance the parties will meet to discuss and attempt to resolve the grievance. The OM or delegate shall provide a written response to the employee(s) through the Union representative within ten (10) days of the date of the grievance meeting.

If the grievance is not satisfactorily settled under Step 1, then the grievance may be referred at Step 2 to the Director of Human Resources or delegate, within ten (10) days of the Employer's response at Step 1. The parties will meet within ten (10) days to discuss and attempt to resolve the grievance. The Director of Human Resources or delegate shall provide a written reply to the grievance to the Union within ten (10) days of the date of the meeting.

If the grievance is not satisfactorily settled under Step 2, the Union may refer the grievance to arbitration within thirty (30) days of receiving the Employer's response at Step 2.

In the event that the parties fail to agree on the choice of arbitrator, they shall forthwith request the Ministry of Labour to appoint an arbitrator.

The arbitrator shall have all the powers vested in her or him by the Ontario Labour Relations Act. The arbitrator shall render his/her award within a reasonable period.

Each party shall bear one-half (Yi) the cost of the arbitrator.

The arbitrator shall not change, modify, or alter any of the terms of this agreement.

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ARTICLE 28 - HOURS OF WORK, INCLUDING REST PERIODS, and MEAL PERIODS

28.01 Nothing in this article shall be construed to guarantee any particular number of hours of work. Furthermore, nothing in this article shall be construed as a maximum for the hours of work required of employees, except as specifically provided in this agreement.

28.02 The Employer will post work schedules for full time employees on the fifteenth day of the month, two months in advance of the commencement of the schedule.

28.03 Full time employees shall not be scheduled to work beyond their normal schedule without their agreement, except:

(a) The Union acknowledges that changes to the work schedule may have to be made by the Employer in order to satisfy the client's and/or Employer's operational requirements. Dedicated spares will be the first affected by any changes that reduce the number of hours of work available.

(b) Full time employees may be required to work beyond their normal schedule when a state of emergency is declared by the client.

28.04 (a) Dedicated spares must provide written notice to their supervisor indicating their availability by the 15th day of the preceding month.

(b) Such availability notices will remain valid and in effect until a subsequent written notification is received by the supervisor. There is no repercussion for refusing to work on non-available days.

(c) Base spares shall provide written notice to the District Office indicating their regular availability by the 15th day of the month preceding the scheduled month.

(d) Such availability notices will remain valid until a subsequent written notification is received in the District Office.

28.05 Extra hours

(a) Extra hours are hours that become available, either due to client requirement(s), scheduled absences or unscheduled absences.

(b) Subject to paragraphs b, c, d and e, extra hours shall be offered to employees as follows:

• Full time employees at the site • Dedicated spares at the site • Employees on the Base Spares list • Spares on the Company Spares List

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(c) In order to be considered for extra hours, the employee must be:

• available • acceptable to the clients • qualified • oriented where required

(d) The provision of extra hours as set out above shall in no event result in the payment of overtime, unless specifically approved by the clients.

(e) In the event there is more than one employee who meets the criteria in paragraph b, the most senior employee shall be offered the extra hours.

(f) Employees may work more than 48 hours but less than 60 hours per week, if agreed to by the employee and scheduled by the Employer.

28.06 Meal Periods

(a) Eight-hour shifts - the Employer will provide a paid meal period of thirty minutes duration at approximately the mid-point of the shift.

(b) Twelve-hour shifts - the Employer will provide a paid meal period of sixty minutes duration at approximately the mid-point of the shift.

(c) It is acknowledged that clients' requirements may dictate that employees provide service during the course of their meal break.

ARTICLE 29 - OVERTIME

29.01 The Union and the Employer agree that for the purposes of this article the following principle shall apply:

(a) Upon prior approval of the Employer, overtime shall be paid in accordance with the Employment Standards Act, for each hour worked in excess of forty-four (44) hours in a week.

ARTICLE 30 - REPORTING

30.01 Where an employee reports for work on any day as required by the Employer, the employee shall be paid either a minimum of four (4) hours pay, or for the actual number of hours worked.

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ARTICLE 31 - BENEFITS

31 .01 (a) The Employer agrees to pay 50% of the premiums necessary to maintain in force the following benefits:

(i) Employee (Basic) Life Insurance, including Accidental Death and Dismemberment.

(ii) Extended Health Care Benefits (iii) Dental Care Benefits.

(b) Employees who qualify for benefits under the terms of the policies of insurance which provide for such benefits consent to the deduction of 50% of the benefit premiums from their bi-weekly pay.

31.02 It is agreed that the Employer's only obligation under this article is the payment of the premiums set out in (a) above. The Employer agrees to provide reasonable assistance to any employee who has a dispute with the insurer(s) . It is agreed that any such dispute is between the insurer(s) and the employee involved.

31.03 The Employer shall be at liberty to change insurers during the term of this collective agreement provided that the provisions of paragraph (a) above are met and provided that the Employer has notified the Union prior to the implementation of such change.

31.04 Commissionaires (Kingston & Region Division) offer a Company-shared Group Registered Retirement Savings Plan to all employees, following successful completion of the probationary period. It is a voluntary plan where bi-weekly contributions are deducted from a commissionaire's pay. The minimum bi-weekly contribution required to join the plan is $12.50. While the employee is contributing to the plan, the Division will also contribute 1.50% of gross earnings each pay, excluding vacation pay or other amounts paid at termination, to a maximum contribution of $350.00 annually.

ARTICLE 32 - TECHNOLOGICAL CHANGE

32.01 In this Agreement "technological change" means:

(a) the introduction by the Division or its clients of equipment or material of different nature or kind than that previously utilized; or

(b) a change in the manner in which the Division or its clients carries on the work, that is directly related to the introduction of that equipment or material.

32.02 When a technical or technological improvement occurs, the Division, in consultation with the Union, will assist the employee to adapt to the new requirements of his or her position. Costs of training will be paid by the Division. Employees will be paid for time spent on training and they will be considered to be working.

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ARTICLE 33 - UNION MANAGEMENT COMMITTEE

33.01 A Union/Management Committee will be established with three (3) representatives of the Union and three (3) representatives of the Employer.

33.02 The committee shall normally meet every four (4) months, and more or less frequently at the request of either party (acting reasonably), provided the party requesting the meeting notifies the other party, in writing, of the proposed agenda items at least one (1) week in advance of the meeting date. The meetings of this committee shall take place at a mutually agreed upon time and place, during normal working hours. The chairperson of the committee shall be selected by the Employer for the first meeting during the term of this Collective Agreement, and thereafter shall alternate between a Union member and an Employer member.

33.03 The purpose of the Union/Management Committee is to provide a forum for ongoing communication and the joint consideration of concerns of the Union, employees, and Employer. The committee shall not have the power to alter, amend, or modify the specific terms of this Agreement, nor shall it have the authority to deal with any outstanding grievances.

33.04 The Employer agrees to:

(i) Grant time off to the Union representatives of the Committee to attend the Committee meetings, subject to operational requirements;

(ii) Pay the Union representatives of the Committee at the regular rate of pay for actual hours in attendance at the meetings.

ARTICLE 34 - POSITION CLASSIFICATION SYSTEM

34.01 If an employee reasonably believes that the duties being performed by him/her substantially and materially exceed his pay level, he/she may request a classification level review to be conducted by the Employer against the criteria established in the NMSO. An increase in the volume of work does not warrant a review. If a review is warranted, and such review establishes that there is a substantial and material difference between his/her pay level and the duties being performed by him/her, a request for pay adjustment will be made to the client, and if approved, the adjusted pay level will be applied to the incumbent, assuming he/she is qualified. Any such adjustment may be delayed until the beginning of the next fiscal year, and retroactive adjustments will normally not be made.

ARTICLE 35 - AGREEMENT REOPENER

35.01 This agreement may be amended by mutual consent of the parties. Negotiations shall commence within sixty (60) days of such notice unless mutually agreed to by the parties.

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ARTICLE 36 - JOB DESCRIPTIONS

36.01 Job descriptions are contained in the Site Operating Procedures, and will be available at each site.

36.02 It is the responsibility of each employee to familiarize himself/herself with the Site Operating Procedures for the site to which he/she is assigned.

ARTICLE 37- UNIFORMS

37.01 The Employer agrees that the current uniform allowance system will remain in place during the term of the collective agreement.

ARTICLE 38 - MISCELLANEOUS

38.01 Client acceptance and Reconciliation

(a) The nature of the relationship between the Employer and the client necessitates that individual employees be acceptable to the client at the site to which they are assigned. When the client considers the employee to be unsuitable, either on initial assignment or at any subsequent time, and the client advises the Employer of their concerns, the Employer shall review the concerns and will attempt to resolve the situation.

(b) Where no resolution is possible, the employee shall be transferred to a vacant full time position, if available, as long as he/she has the requisite knowledge, skills, ability, qualifications, and subject to client approval. If full time positions are not available the employee will be transferred to the Base Spares list with priority status for the next available full-time position for which he/she has the requisite knowledge, skills, ability, qualifications, and subject to client approval.

38.02 Application of Employer Policies and Procedures

The Employer may from time to time issue policies and procedures covering the operation of the Employer. Employees agree to adhere to such policies and procedures unless they are in contravention of this agreement.

38.03 Independent Medical Examination. In the event that the Employer receives unsatisfactory, conflicting or incomplete medical information from an employee regarding his/her fitness for work, ability to return to work on a full or modified basis or any other situation requiring comprehensive medical assessment of the employee's medical condition, the Employer may require an employee to attend on a physician of the Employer's choice. The Employer will pay the cost of the examination and report and will reimburse the employee for any reasonable out-of-pocket expenses associated with the attendance.

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38.04 The employees will at all times maintain a current address and telephone number on file with the Employer. Failure to do so will absolve the Employer with respect to a failure to contact the employee.

ARTICLE 39 - DURATION

The term of this collective agreement shall be from June 30, 2017 to March 31, 2022, in accordance with the Right of First Refusal and the National Master Standing Offer. No retroactive adjustments for pay and/or benefits from June 30, 2017 to the date of ratification.

~ Signed at Kingston, Ontario, this r day of January 2020.

Public Service Alliance of Canada

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SCHEDULE A - WAGES

The wages applicable to the following levels for the period commencing the date of ratification to March 31, 2022 are as follows:

Commissionaires Regular Pay Rate

Level 3 $ 13.89 Level 4 $ 14.59 Level 5 $ 15.25 Level 6 $ 19.20

For the balance of the term of the Collective Agreement, wages will be adjusted in accordance with the annual rates negotiated with Public Works and Government Services Canada (PWGSC) Public Service Procurement Canada (PSPC) under the National Master Standing Offer (NMSO). Subject to Salary Note 2 below, pay levels will be established on the basis of the methodology set out in the NMSO.

Any new positions that are created by the client during the term of the Collective Agreement will be paid in accordance with the pay levels established under the NMSO, using the methodology contained in the NMSO.

Notwithstanding any of the above, the minimum wage rate applicable to all positions in the bargaining unit will be 71% of the client-approved billing rate, for the corresponding pay level under the NMSO for the fiscal period.

Salary Notes

1 It is agreed that the pay rates set out in this Schedule A are applicable to the position to which the employee is assigned and not to the employee personally.

2 The Union acknowledges that a number of bargaining unit employees who hold the rank of Corporal and Sergeant are being paid over the rate that would otherwise be applicable under the methodology set out in the NMSO. Subject to client direction otherwise, the wage rates for such employees will be maintained for so long as those employees are assigned to their current positions, and the employees will be eligible for the annual adjustments mentioned above. However, once those employees leave their current positions for any reason, their rates of pay will be altered to the pay rate applicable to the position to which they are assigned.

3 Generally, the rate of pay for special events and training exercises shall be the rate of pay applicable to the site at which such events and exercises take place. Current non supervisory positions paid over the NMSO rate:

Corporal Level 5 $15.81 Sergeant Level 5 $16.37

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