•

• •

Between

It l> 13 FILE No. -c;~~--0 7 . CERT. FILE .I3c48 -~ -K . CERT. DATE 14 -FEB·c)JJ/ MALE EMPS

F'MLE EMPS

I DENT CO~~O ~~ (.) 41--.L~<-tt:t<--.ur

· . 1 sur. . .PRovs coom 1

PETERBOROUGH HOUSING CORPORATION t I

And.

·CANADIAN UNION OF PUBLIC EMPLOYEES ANP IT'S LOCAL 504-2

•. . ~- . l

• • TABLE OF CONTENTS ,,

ARTICLE 1"- DEFINITIONS ••...........••..••.••••••.•.•.••••••••••••••••.•.•••••••••••••••••••••.••..•••••.•.•..••.•••.•...•••••...•••••....•. 4

ARTICLE 2 - BA;RGAINING UNIT .......................................................................................................... 4

.. ,2.0~ TEMPORARY EMPLOYEES ........................................................................................................ 5

ARTICLE 3- MANAGEMENT'S RIGHTS .............................................................................................. S

ARTICLE 4- DISCRil\fiNATION OR INTIMIDATION ....................................................................... S

ARTICLE S- COMPULSORY CHECK-OFF .......................................................................................... 6

ARTICLE 6- LABOUR/MANAGEMENT NEGOTIATIONS ............................................................... 6 ·,;· ..,1

!

ARTICLE 7- SENIORITY ............................... - •• - ................................................................................. 7

'"· 1.06 ·'· :wss oF SENioMrv .......................................................................................................................................... 7

ARTICLE 8- LAY -OFF AND RECALL-··--·-·--................. - .................... - ................. 8

8.01" 8.02 8.05 8.09

SHORT-TERM LAY-OFF .............................................................................................................. 8 ~Q_NG-1'ERM LA Y-OFF ................................................................................................................ 8 RECALL ......................................................................................................................................... 9 GRIEVANCE ON LAY -OFF A.ND RECALL ............................................................................. 1 0

ARTICLE 9- STAFF CH.AN'GES ................ --·~-················-···························-·····························10 9.01 NOTICE OF VACANCIES .......... : ............................................................................................... 1 0

ARTICLE 10- JOB SHA.RIN"G--.................. -·---·--·····--··········-·-····--······--···············-········-11 ARTICI..:E 11-GR.IEV AN~ PROCEDURE ..................... ....--......................... ..__ ......................... 12

ARTICLE 1Z- SUSPENSION OR DISMISSAL .................... ~ ..... . .................. ~.--.... 14

12.03 UNION REPRESENT A noN AT DJSCIPUNARY MEETINGS ............................................................. 14

ARTICLE13-POUCYGR.IEVANCES ............. .. ..................... .............................. 14

ARTICLE 14-HOURS OFWORK.-------------------14

ARTICLE15-WAGERAIES--------------------------------------15

:".GroUp ·l:Bffecti"4' J8D118IY 1, 2001 (l.S%) .......... _ ... .:. ....... : •• ~ .............. , .............................................. 1S ··:.~I: Effective January I, 2002 (1.25%) .......................... ~ •••••••••••••••• ~ .............................................. 16

'""' Group" 1 Effective January 1. 2003 (3%) ....................................... ~ ....................................................... 16 "''Group 2 Classification January 1. 2001 (l.S%).: .............................................................................. 17 Group 2 Classification January 1. 2002 (1.25%) ................................................... : .......................... 17 Group 2 Classification January 1. 2003 ( 3 %) .......................... ~ ...................................................... 17

ARTICLE 16-0N-Sil"E PROVISIONS ........•••••....••. - ................. -~--·-······ .................................. 18

16.02 16.05

ON-SI1E PREMIUMS .............................................................................................................. l8 ON-SI1E ROTATION .............................................................................................................. 18

~l1CL~.17.-O.VERTII\IE PAY ......................................... !'"* .... •~····-······-··-········-·~··-··-··--·-··-.. 19

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• • ARTICLE 19- V ACATIONS .................................................................................................................... 20

Employees Hired After January 1, 2001: .............................................................................................. 21

ARTICLE 20- DESIGNATED HOLIDAYS .............................. - ........................................................... 22

20.02 EACH FULL-TIME EMPLOYEE: ..................................................................................................... 23

ARTICLE 21 -SICK LEA VE ................................ ·-······-·········································································24 ARTICLE 22 -WORKPLACE SAFETY INSURANCE ............ - .......................................................... 25

ARTICLE 23- LEA VE-OF-ABSENCE •••••••••••• ·----················-·············--········································-·26 23.01 23.02 23.03 23.04 23.05 23.06 23.07 23.08

BEREAVEMENT LEAVE ....................................................................................................... 26 JURY AND Wll"NESS DtriY ................................................................................................. 26 CAMPAIGNING FOR PUBUC OFFICE ................................................................................ 27 PREGNANCY LEA VE ............................................................................................................. 27 PARENTAL LEAVE ................................................................................................................ 28 SPECIAL OR COMPASSIONATE LEA VE ............................................................................ 28 CITIZENSIIIP LEA VE ............................................................................................................. 28 SELF-FUNDED LEAVE PLAN ............................................................................................... 28

ARTICLE 24 ... PA 'Yl\IE.NT OF WAGES ···-···--··· ........................................... --···············-··············29

24.02 24.03 24.05

VACATION PAY ..................................................................................................................... 29 PAY DURING 1'EMPORARY ASSIGNMENrS .................................................................... 29 RECLASSIFICATION ............................................................................................................. 29

ARTICLE 25 - S:HIF"'r BONUS ......................... ----·-·······-·-·-········-···-· ... ··--·-····--·····-···30

ARTICLE 26- CHANGES IN REGUI..ATIONS-•• - ........ _. __ ....... _ ................. __, .... 30

ARTICLE 27- El\n-LOYEE BENEFI.n ................. __.... •• ...,;... .............................. - ....... - •..•••••••••.•••• 30

27.01 27.02 27.03 27.04 21.05

PERMANENT FULL TIME ..................................................................................................... 30 PERMANENT PART TIME: ....................................................................................... ~ ............ 30 LONG 1'ERM DISABILriY .............................. ~ ..................................................................... 31 OPTIONAL GROUP LIFE INSURANCE .......................................................................... ~ ..... 31 LEA. 'VS, OF ABSEN'CB WfiHO'tlr PAY •• ;.,; ••......•••• _. ............................... ~: •.••.•.•••••••••••••••..•.••. 31

ARTICLE 28- NO STRIKES OR LOCK-Ours ........ . lUll I 1111 I I Ill IIIIIUU1114 1 I I UUIIIIIUIIIIUIUl31

ARTICLE 29- KILOMETER RATES""" I II II lllfllltiiiiii1111UUII1111JI ......... ... 32

ARTICLE 30- LEAVE-OF-ABSENCE- UNION BUSJ:NitSS .............................. ... • .. ~ ................... 32

30.01 30.02

UNION OONVEN1lONS .................................................... : .................................................... 32 IN'I'BRNAL BUSINEss AFFAIRS .......................................................................................... 32

ARTICLE 31-IOINT·LABO'UR/l\fANAGEI\tENT COl\Dil'ITEE,,,,,,,,,, .......... __ ,,,.,,,,,,,, •••••••• 31

31.01 31.02 31.03 31.04 31.05

POLICY .................................................................................................................................... 32 SCOPE ...................................................................................................................................... 32 MEMBERSillP ......................................................................................................................... 33 AGENDA .................................................................................................................................. 33 CllA.IRPERSON ....................................................................................................................... 33

ARTICLE 32 ·UNION STEWARDS ........................................................................................................ 33

ARTICLE 33- GENERAl.. CONDmONS ........................................................................................... 33

33.01 ACX:::OMMODATION AT WORK ........................................................................................... 33

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33.02 33.03 33.04 33.05 (B) 33.06 33.07 33.08 33.09 33.10 33.11 33.12 33.13 33.14 33.15 33.16 33.17

• • BULLETIN BOARD ................................................................................................................ 34 TOOLS, PROTECfiVE CLOTIIING AND FOOTWEAR ...................................................... 34 WINTER OUTERWEAR ......................................................................................................... 34 (A} SAFET¥ .............................................................................................................................. 34

HEPATITIS B VACCINATION ................................................................................................... 34 RETIREMENT AGE ................................................................................................................ 34 NO PYRAMIDING ................................................................................................................... 34 MOVlNG EXPENSES ON TRANSFER .................................................................................. 35 CLEAN-UP TIME .................................................................................................................... 35 JOINT HEAL1H AND SAFETY COMMITfEE ..................................................................... 35 REST PERIODS/LUNCH: HOUR.S ........................................................................................... 35 DISABLED EMPLOYEES ....................................................................................................... 35 CH:ANGE OF ADDRESS ......................................................................................................... 36 DISCIPLINARY RECORDS .................................................................................................... 36 ACCESS TO PERSONNEL FILES .......................................................................................... 36 ADVERSE WEATHER CONDffiONS ................................................................................... 36 LEGAL FEES ........................................................................................................................... 36

ARTICLE 34M VIDEO DISPLAY TERMINALS (VDT'S) -···-·-·························-····-···-····················36

ARTICLE 35- TERI\f OF AGREEI\mNT ·····························-············-··················································38 ,APPENDIX B ••••••••••••••••••••••••••••••••••••••••••••••••••••••.•••.••••••••••••.••••••••••••••••••••••••••••..•.••••••••••••••••••.••••••••••••••••••• 39

1\-IE,MORANDUM OF UNDERSTAN"DING •••...•.•.••• - •.•••••••••••••••••.•••••••••••.••.••.•.•.••.•••.•.••••.••••...•.•.••.•.•...•. 39

SUBJECT: SECURIIY TENANTS ........................................................................................................ 39

,APPENDIX C ··-··-·····-········-···-·············· ..... ··-··················-····-··-·······················································-··41 RE: CABLETV ...................................................................................................................................... 41

,APPENDIX D _. .......................................... --............ _ _.... ............ ..--·---···~·--··········--·-··············-42

1\mMORANDUM OF UNDERST ANDING .............. _ ......................................................... -···-·-··········42

SUBJECr: VOLUNTARY DEPARTURE .............................................................................................. 42

·AP'PENDIX. E ....................................... Ill ... Ulllll 1 111 ,fiiii111UI 1111~111111111111111 lllllllllllllllllll .... altalllll*lllllll43

'suBJECT: SICK CREDITS- JANUARY 2, 2001 TO DECEMBER31, 2001 ............................... ~ ......... 43 ~. ' ' . : ·; ~

.. :. ···­···

. ~- .

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.;

• • ARTICLE 1 -DEFINITIONS

1.01 (a} "Employee" means a person in the bargaining unit described in Article 2.

(b} "Probationary Employee" means one who is employed in the bargaining unit and has not acquired seniority.

(c) "Permanent Employee" means an employee who has acquired seniority.

(d) "Full-time Employee• means one who is regularly employed for the normal hours per week as set out in Article 14.

(e) Permanent Part-time Employee• means an employee who works less than a full-time employee on a regul~r. continuing basis.

(f) .,.emporary Employee• means an employee who has been hired to replace a permanent or probationary employee while on sick leave, W.SJ.B., parental leave, special or compassionate leave, educational leave, while seconded to a management or bargaining unit excluded position or while participating in a career development or:

Where funds are available for a position of a definite term or during peak workload for periods of more than thirty (30) calendar days but not in excess of 365 calendar days.

(g) "SecUrity Tenant"- a p~rson retained by the Peterborough· Housing Corporation for purposes outlined In Appendix B of the agreement. The only terms and conditions of the agreement that apply to SecurHy Tenants shall be as outlined In Appendix B, Memorandum of Understanding, which forms part of the Collective Agreement.

. . ~ ..

(h) •employe(' means t:eterb()fl)ugh Housing Corporation.

ARTICLE 2- aARGA.IN'iNa·i.~rr , · · ~ . ·· · ~ · ; •, ' ;: ....

~· . . . ..- .•

2.01 ·The employer recognized The Canadian Union of Public Employees as·the ex~uslve bargaining agency for all of the employees of the. Employer, save an~ except . : >: .

. ·: . "• .. · .... ,• ....

Directors and managers. . . . .. ,. ' . . ·· ..... · ... •' ·.·

(b) Employees working In 8 eonfidentlal.capaclty related to Labour Relations.

(c) Persons employed 'd~i1rig the summer sChool vacatiOn period.

2.02 (a) Where the duties of a bargaining unit position are significantly changed to the extent that the classification would change, the Union will be Informed and shall be supplied with the revised job description.

(b) Where the duties and responsibilities of any new position to be created by the Employer are to be comprised In the greater part of work previously assigned to a bargaining unit position or positiOns, and where as a result the Employer Intends to exclude such positlon(s) from the bargaining unit the Union shali be InfOrmed and shall be supplied with the necessary Job descriptiOns •

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• • {c) When a new classification is to be created, the parties shall meet within ninety (90) days to negotiate the wage rate for the new classification. If no agreement is reached between the parties, the employer will set the wage rate for the new classification.

Following this, either party may request that a mediator/arbitrator be appointed to assist the parties in resolving the disputed rate.

2.03 TEMPORARY EMPLOYEES

{i) Articles 5.01 and 15 are the only Articles applicable to temporary employees as defined in Article 1.01 (f).

(ii) Notwithstanding Articles 1.01 {f) and 2.01, it is understood that the Employer may require up to thirty (30) days from the date of becoming aware of the need for a temporary replacement in order to fill such position and as such Articles 5.01 and 15 would not apply in the interim.

(iii) The thirty (30) day period identified in 2.03(ii) may be extended or otherwise amended by mutual agreement of the parties in order to fill the vacancy and as such, Article 5.01 and 15 would not apply for this agreed upon period.

{iv) The 365 calendar days identified in Article 1.01 (f) may be extended or otherwise amended by mutual agreement of the parties. In the event that there is a need for the temporary position beyond 365 calendar days and the period is not extended, the temporary position will either:

.. ' _:;:.

a) be abolished for a period of no less than 30 calendar days; OR

b) become a permanent full-time or permanent part-time vacancy and be posted in accordance with Articl~ 9 - Staff Changes .

• • > • • ' ~ • • •. '

2.04 Correspondence to the Union arising out of this agn:~ement or incidental thereto (including all grievance responses) shall be sent to the Secretary of the Union at Its office with a copy to the Steward of the Union.

2.05 The Union shall provide the Employer with a· list ·of its ~ect.4iv~ Officers who will be acting on behalf of the Union in matters pertaining to thjs agreement.;

. . ' . . .

3.01':~: The parties recognize that ft Is the exclusive funCtiorl' ofthe employer to manage the •• ):·0

operations of the organization subject to the te~s of the collective agreement.

Management's rights InClude, but are not li:mlted to, Ute ·right to: determine function, complement, organization and loeation; determine assignment of work, work methods and procedures; hire; discipline; suspend; dismiss; promote; train; transfer; appraise; select. Install and require the operation of a~y equipment or machinery.

ARTICLE 4- DISCRIMINATION OR INTIMIDATION

4.01 .a) The Parties recognize and agree to abide by the provisions of the Ontario Human

•· -~·:;··:' , ~g~~ .~~e.. , .. . · ·-~: ~- ··' ... : :. · r • ,

·•.:;L,t~·.:~:lt;.;. :..:~:"JJ·:: ... lh;.,

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.. • • b) The Employer agrees that no discrimination or intimidation will be practiced or

permitted by any of their official officers, against any employee because of trade union membership or authorized and/or legal union activity.

4.02 Cases of sexual harassment shall be considered as discrimination and shall be eligible to be processed as grievances. Where the alleged harasser is the person who would normally deal with the first step of such grievances, the grievance will automatically be sent forward to the next step.

ARTICLE 5- COMPULSORY CHECK-OFF

5.01 The Employer in respect to each of the employees in the bargaining unit shall deduct from the last pay of each and every month of each employee a sum equivalent to the monthly dues as the by-laws of the Union may from time to time provide and transfer such sums the Secretary/Treasurer of Local Union not later than the fifteenth {15) of the month following the date of such deduction, together with a list of all employees from whose wages the deductions have been made and the consolidated total of the regular gross monthly wages. excluding premium pay, paid to all employees.

5.02 Upon completion of an employee's probationary period the Employer will deduct the Initiation fee from those employees who sign an authorization for such deduction of Initiation fees on a form satisfactory to the Employer.

5.03 The Union will save the Employer harmless In respect of any deductions and remittances made pursuant to Sections 5.01 and 5.02.

5.04 On commencing probationary employment, the Employer will provide each new employee with a copy of the Collective Agreement and Inform the new employee of the conditions of employment and the rules and procedures In effect as an employee of the Peterborough Housing Corporation.

ARTICLE 6- LABOUR/MANAGEMENT NEGOTIATIONS

6.01 · The Union sh811 provide the Employer with the names of Its Negotiating Committee, and the Empl~ shall provide the Union with·the names. of the·Employe(s Negotiating ·eommlttee prior to commencement of negotiations •. Any additions or· deletions from the list of names provided shaD be.communlcated to the other partY wlthout·undue delay. , ·.: ::· .-...... ·. ,_ ·~ · ·:·: .... ~~:·-;~.~:<?·: .. ~.:-";··.~!::.:' 1h~·ir:c~~r~.~~ :~:--

6.02 · The OniOn ·shaD have. the right to have the·ass,.nce of representatives of the Canadian ·: UniOn of Public Employeeifln meetings arranged Wfl:h. the·~mployer. ..: ·· :· · .. :;

6.03 In ·the event of one party wishing to call a meeting of the Negotiating Committees the other party shall be notified. The meeting shaH be held at a time and place as shall be fixed by mutual agreement ·

6.04 The Employer and Union agree to share equally, the cost for meeting rooms used during negotiations and the cost of printing the Collective Agreement.

6.05 The Negotiating Committee shall have the right to attend meetings held within wor1dng hours In order to prepare amendments for the next Agreement up to a maximum of their (3) days per member. Such employees shall be pald.at their regular rate of pay.

6.06 The Employer shall grant leave-of-absence without loss of pay or credits to members of the Union who participate In negotiations. conciliation or Interest arbitration, provided that

.d .....

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• • not more than two employees at one ( 1) time shall be permitted such leave for any one set of negotiations.

ARTICLE 7 - SENIORITY

7.01 Seniority for all employees in the Employment of the Employer as of January 1, 2001 shall mean length of continuous and unbroken service with the Employer and all previous service with the Ontario Housing Corporation and all previous Housing Authorities. Seniority for the employee hired by the Employer after January 1, 2001 shall accrue retroactively to the date of hire, upon completion of a probationary period:

(I) for full time employees, 60 days worked but may be extended to 90 days worked, with written notice to the employee and the Union. It is understood that the days worked will include designated holidays.

{ii) for permanent part-time employees, a period of 6 consecutive calendar months, but may be extended to 9 consecutive calendar months with written notice to the employee and the Union.

The probationary period will exclude absences for which W.S.I.B. Benefits are received.

Seniority will not accumulate for periods of unpaid leave of more that 365 calendar days.

7.02 Seniority for permanent part-time employees will be calculated based on the employee's normal work week {excluding overtime) as follows:

1) Maintenance Employees

1 - 10 hours = Y.& week seniority 11 ...;. 20 hours = % week seniority 21 - 30 hours = % week seniority 31-40 hours= full week seniority

.,- .-·

2) Administrative Employees

· 1 - 9 hours = %week seniority 10-18 hours=% week seniority 1.9 - 27 hours = % week seniority 28 - 35 hours = full week seniority

7.03 The Employer will maintain .a seniority list for all einpl()yees as defined under Article 7 .01. , Seniority will be recorded In years, months, wee~ a.Qd days. and ~ffective January 1, ·

·-;.- ;-1996 shall be calculated as()fdanuary_1 of:each yea,r;,,;ctr;_:,;.::,- .,;: ,,_, ~~: · .. , : ·~:t.r.:·1>· ... ~ :.>~~:;-~-::f.: ~;>~~E? r. ·1.::· · ::: .: .··~~-~.~:r~n:.:;;·.; 1f)J': .• i~ i>· ·.'::~~- ::,

.7.04 .. :All emJ)Ioyees and the Uolon will be.prQVI~~~tby,.~e.:l;rrJPioye~,wfth an up-t<Kiate · -~ ·· ,;·.senlorltyllst In ·January-of each:year •.. The seniority li~hvlll shQw all employees, Including

employees on LTD., ·tn order of seniority, stating the employee's name and ctasslfication.

7.05 Seniority .shall be the primary consideration In determining preference or priority for transfers, demotions, lay-offs, permanent reduction of the work force and. recall.

7.06 LOSS OF SENIORITY

An.employee will lose all seniority and employment shall be deemed to be terminated tf the employee:

{a) Voluntarily terminates employment

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·. • • (b) Is discharged and the discharge is not subsequently reversed by the grievance

procedure.

(c) Is absent for three (3) or more consecutive working days without properly notifying management, on the basis of abandonment of position, unless a justifiable reason is given.

ARTICLE 8- LAY-OFF AND RECALL

8.01 SHORT-TERM LAY-OFF

{i) Where an employee is to be laid off for not more than four weeks in 12 consecutive months, I.e. consecutive and/or staggered days, the employer will identify the least senior employee In a position with the Peterborough Housing Corporation to be laid off. The employee concerned shall receive four weeks' notice of layoff in writing, with a copy to the union.

(ii) If more than one employee Is to be laid off, the Peterborough Housing Corporation may implement rotational layoffs and/or corporate closures, ensuring that seniority is taken Into account in the position Identified.

(iii)

(iv)

a) For a layoff of a set period of consecutive days, the employees to be laid off shall be given four weeks' notice In writing, with a copy to the union.

b) For layoffs involving single rotational days, the employees affected shall be given notice In writing, with a copy to the union, four weeks prior to the first layoff occurrence In the position Identified. .

c) For closure days affecting all bargaining unit employees in the Peterborough Housing Corporation, four weeks' notice shall be provided to both the employees and the union prior to the first closure day.

Employees on temporary layoff shall not have access to displacement rights.

When a position has been Identified for short-term layoff, any temporary employee performing bargaining unit work shall be laid off before a permanent

· emptoyee.··Thls proVIsion shall not apply to a temporary employee replacing a permanent employee on a leave of absence, or In cases where the temporary employee ~ perfonnlng work which no permanent bargaining unit employee Is fully qualified to perform.

8.02 LONG-TERM LAY-OFF·

Where an employee Is to be laid off by reason of shortage of work or funds, or the · abolition of a position, or other material change In the organization, the following procedure will apply:

I)

II)

The Peterborough Housing Corporation will Identify the least senior employee within the effected position as surplus, based on the seniority In effect as of that date within the Peterborough Housing Corporation.· Where such en employee Is Identified as surplus, the employee will have the right to:,

(e) Accept 8 reassignment to another permanent vacancy for which the surplus employee Is qualified and capable ot Perfonrilng; or

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• • (b) Elect not to be reassigned to a permanent vacant position and work the

remainder of their notice period; or

(c) Resign and receive the provisions of Article 8.04;

(d)(i) Where there is no vacancy under (a) a surplus employee may displace an individual if that surplus employee has greater seniority and is capable and qualified to perform the duties of the position.

(e)

(II) Employees who intend to exercise displacement rights must indicate their decision In writing to the General Manager not later than 10 working days from the date of receiving surplus notice.

Where any permanent employee is declared surplus and is assigned to a lower classification (including where displacements is necessary), the employee shall have the option to accept the salary of the lower classification or accept the lay-off, after a notice period of thirty (30) days.

(f) For the purpose of this clause, no surplus employee shall displace an employee in a higher classification.

(g) When a position has been identified for long-term layoff, any temporary employee performing bargaining unit work shall be laid off before a permanent employee. This provision shall not apply to a temporary employee replacing a permanent employee on a leave of absence, or in cases where the temporary employee is performing work which no permanent bargaining unit employee is fully qualified to perform.

' . ' .. 8.03 Where the employee fails to exercise the employee's rights under 8.02, or where no

suitable vacancy exists within the Peterborough Housing Corporation, the employee shall be laid off.

8.04 When a permanent employee is to be laid off for more than eight (8) weeks, the employee shall be provided with eight(8) weeks f10tice In writing., If It is not possible for the employer to provide eight (8) weeks notice, ·the employee sh~ll receive regular pay for the eight (8) weeks In lieu of working. A copy of tf1is t:~otic::;e shaiiJ~e ~nt to the President

. -of the CUPE local. ·> .:· ., . '''<~''\;;. · .. >;,:.;· · ; .... , • ·,- ,·,' ., .. , .. ,.

;;

. 8.0.5, .. : RECALl """'· ,::··

An employee who is laid-off shall be provided, by registered. mall at the employee's last known address, with copies of job postings for a period of eighteen (18) months from the date of lay-off. · · ·

8.06 (i) The employee shall have 14 calendar days to respond to the job posting.

'. -~: I '

(ii) A laid off employee under this provision will be given priority consideration to a ne\\' vacancy In the Peterborougfl Housing Corporation,. provided that they are qualified to perform the duties and there Is no other qualified laid-off employee with greater seniority, who has applied to the vacancy, purst~ant to this provision.

(Iii) ·The a~lgnment of a surplus employee to a vacancy In accordance with Article ... i •• . 8.Q2 shall hav~.Pri~,9\fer:arVlP.AAIOtfi;I~O!:'-!n<:!er ~·~.5 ..

:-r~Hrr:-. ...... '.· ·:· ~, .· . ~·,,.··· :· .... · . ·:.~t .;...;~L/G!' .. ;., t·, · ;~·- ::·

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• • 8.07 An employee who has been on lay-off for more than eighteen (18) months shall lose all

rights of recall and seniority.

8.08 Where an employee has been laid-off in accordance with this Article, and recalled within eighteen (18) months, the period of lay-off shall not be included in determining the length of continuous service.

8.09 GRIEVANCE ON LAY-OFF AND RECALL Where an employee files a grievance claiming improper lay-off or recall, the employee shall identify the position in dispute and submit the grievance at Step 2 of the grievance procedure.

8.10 The employer shall not hire any new employee to perform work normally performed by bargaining unit employees while anyone Is on layoff. It Is understood that a new employee will not be hired If there Is anyone on layoff who is capable and fully qualified to perform the available work.

ARTICLE 9- STAFF CHANGES

9.01 NOTICE OF VACANCIES

(a) When a new position is created or when a permanent vacancy occurs within the Bargaining Unit, the Employer shall immediately notify the Union in writing with a copy In the pay cheques of each employee, of the Peterboro.ugh Housing Corporation so that employees will know about the vacancy or new position.

Employees who have been on L TO or WSIB for less than 24 months or a leave of absence, who make a request in writing, will receive a copy of the notice of vacancy, which will be mailed to .the last lalown addreSs on record. ,

(b) -When .a temporaty assignment tnttlally Occurs Wfttlin the ~.atnl~g Unit because of:

' ~> P-~n~ci~e;. ·~-~-~~···,·!. ·:_~: .. ;. . ; .. ; ,;::. ~ . . ~(·.·. :.:·; · ··! ·

b) secondment to a management or bargaining unit exCluded poSition; c) participation In career development; _. , .. , . ; . . ;; .· . d) educational leave of a least.three (3) months; .. ·~'··.; : • .

· ' e) · the avaDabDity of funds for a temporary position allOWing for the hiring of a person for a definite term; .. ·

f) or other absences of 3 months or more.

The employer.shalllmmedia.tely notify the union In writing and J)ost notices thereof on all bulletin boards within the Peterborough HoUsing Corporation for a minimum of one (1) week so that employees will know about the assignment.

(c) Subsequent temporary assignments, resulting from an assignment under 9.01, may · also be posted where the.Peterborough Housing Corporation determines that It Is

operationally feasible. . . . · · · · ·

9.02 · ~~-notice s~alf co.ntaln .tfie following .Information: .·· . . . .~ , ..

PAGBtO

• • Nature of position, present work location including geographic location within the Peterborough Housing Corporation (area and project number if applicable), qualifications, required knowledge and education, skills, shifts, hours of work, wage rate or range.

It is understood, however, that job location may change in future due to operational requirements.

9.03 In filling a vacancy, the employer shall give consideration to qualifications and ability to perform the required duties. Where qualifications and ability are relatively equal, seniority shall be the determining factor.

9.04 For purposes of Article 9.01, the employer will endeavour to fill the position from among those employees presently in the Peterborough Housing Corporation in which the vacancy or temporary assignment occurs. To facilitate this, all internal (permanent full­time and permanent part-time) applicants who meet the minimum required qualifications specified on the job posting shall be interviewed and fully considered before any outside applicant is interviewed.

9.05 The employer and the union agree that they are jointly committed to the attainment of Employment Equity goals and the fostering of Employment Equity principles. ·

The parties, through the Joint Labour/Management Committee as described in Article 31, may agree to give priority to employment equity in cases where designated groups are under -represented.

9.06 (a) Within seven (7) calendar days of the date of appointment to a vacant position, the name of the successful applicant shall be sent to each employee of the Peterborough Housing Corporation who applied to the vacancy and shall be posted on all bulletin boards In the peterborough Housing Co!l>oration.

. .... . . . ., •.'

(b) Any employee wtio applied for a posted vacancy and is. unsuccessful shall be given the reasons verbally upon request of the employee.

9.07 The Union shall be notified within thirty (30) calendar days of all new hires (including temporary hires), promotion, demotions, lay-Offs, transfers, recalls, resignations, L TO employees . and deaths or other terminations of employment. · . . .. . . _, ' ... '.·•·.

9.08 Wll~ri ~ri assignment of "'Lead-Hand" is required, the senior qualified employee In the distrlct/area shall be assigned In accordance with Article 24;03.: ·' · · ·

•, ···' ! ,·. -~~ .. ,·;, ·."· •• •• .·.··.-· • •• •• ·.-; .. ~.--,;"_:: .. ::_,·:.:_:.;~·,):/gf:\t'•;:.~,;'. <.1$-~.:::

ARTICLE 1.0 ~.JOB SHARING ·.r·

10.01 .The Parties agree that job sharing can occur where there is Written agreement between the employees who wish to job share, the Employer•and the 'Union.

10.02 It Is agreed that job sharing results from two employees or one employee and one . prospective candidate sharing a full time position and as such the position shall continue to be Identified as a full-time position. ·

10.03 .Employees do not need to have the same classification level in order to job share. However: ·rn cases where the employees do not share the same classification level, it will be the position and classification level of the employee proposing the job sharing that will apply. Any employee Interested In the second half of the job-sharing arrangement must meet the required qualifications oflhejob;pur50antto'Artlcle·9~03 rstaffChanges•). If no employee Is Interested In or quatified for the sec()nd halfof the job-sharing

PAGE 11 : ... ·~ .

·. • • arrangement, it will be subject to the normal job posting procedure as a job-sharing opportunity.

10.04 Job sharing will be on the basis of equal sharing of the number of hours of work in a pay period for the position.

10.05 Employees in a job sharing arrangement shall maintain their full rights under the collective agreement except that entitlement to salary shall be pro-rated and benefits shall be as applicable to permanent part-time employees.

10.06 In the event that one employee in the job sharing arrangement leaves that arrangement on a permanent basis for reasons other than normal retirement, the remaining employee would first be offered the opportunity to assume the position on a full-time basis. If the remaining employee declines the full-time opportunity, the vacant portion of the job sharing arrangement shall be posted as a job sharing vacancy subject to the provisions of the collective agreement

10.07 However, if both employees in the job sharing arrangement leave that arrangement concurrenUy or if one of the employees terminates due to normal retirement, the position will be posted as a full-time one, unless the employer determines that the position is no longer required. In the case of normal retirement, if the remaining employee is unsuccessful in being awarded the full-time position, he/she will be subject to the provisions of Article 8 - Layoff and Recall.

10.08 Eligibility to participate in a job sharing arrangement shall be open to all employees covered by this Collective Agreement The Employer shall evaluate compatibility of applicants to function as a team, and reserves the right to make the final selection of candidates. Should the job sharing partners prove to be incompatible, the original Incumbent shall be given the first opportunity to resume the duties of the position. The other job sharing partner will have the opportunity to exercise their bumping rights under this Collective Agreement ·

10.09 OMERS contributions will be prorated, according to the hours worked, with years of ·service to 'achieve the "'ninety (90) factor" based on the actual contributory earnings.

~·. ~ •••• : • ~ • ·.;<:.t •• ~J. r, ;,;.f'. '.i ::'·~· .!:-,..;~ .

10.10 :A job sharing partner wll have the opportunity to assume full time employment In the event the other job sharing partner Is absent from work. as mutuallY agreed between the

·Employer and the job sharing partners •. , :., ,. ·· ··: . · .-.:· "':,,·,,_.:· .·~ .;·,~·!·, .. .. ·• • ~ .... : ! I : ~~!--:~:r.~·{;;!i:~-;~"··:"(~ 1~{ • • ~~~:, ·~.-.~

. ~ '' :. . ,· ... ·.

AR11CLE 11-GRlEVANCE PROCEDURE . ~ -~···.~· ·.;~; ·:·"':·~: . ·" ... t;. ·. ~l.f'r.: ·,t '

11.01 It Is the Intent of this Agreement to adjust as quickly as possible any complaints or .differences between the parties arising from.the Interpretation, application, administration or alleged contravention of this Agreement, Including any question as to whether a matter Is arbitrable. ·

11.02 An employee who believes a complaint or a difference exists with the employer shall first discuss the complaint or difference With the employee's supervisor within five (5) working days of first becoming aware or should have been aware of the complaint or difference. The local Union Steward shall be present, If requested by the employee. Any complaint or difference not satisfactorily setued by the supervisor within five (5) working days may

' be processed by the Union within an additional fifteen {15) working days In the following manner:

11.03 Step 1 If the Union considers the grievance to be justified, the Union through Its

·I

PAGB-12

• • authorized representative, shall file the said grievance, which shall be signed by the grievor and authorized Union Steward, and redress sought in writing with the General Manager who shall designate an official who shall confer with the employee involved within five (5) working days of receipt of the grievance and who shall render a decision in writing within (5) working days of the time of the meeting. The employee shall be accompanied at the said meeting by the authorized representative of the Union. A copy of the written decision shall also be forwarded to the Union office pursuant to Article 2.04 of this Agreement.

Where it is not possible for the General Manager to designate an official under Step 1, the grievance shall be heard by the General Manager and if redress satisfactory to the Union is not provided, the grievance shall progress automatically to Step 3.

Step 2 In the event that the official designated by the General Manager does not provide redress satisfactory to the Union, the Union may within seven (7) working days of receipt of this written decision, forward a copy of the grievance together with a copy of said written decision to the General Manager. The General Manager or designate shall meet with the authorized Union Steward and the aggrieved employee within five (5) working days of receipt of the said grievance and written decision and shall advise the Union in writing of this decision in respect of the grievance within five (5) working days of the said meeting. A copy of the written decision shall also be forwarded to the Union office pursuant to Article 2.04 of this Agreement.

Step 3 In the event that the General Manager or designate does not provide redress satisfactory to the Union, the Union within fifteen (15) working days after receipt of the written decision may upon providing written notice to the employer, submit the grievance for arbitration, with a copy to the appropriate General Manager.

' <::·." ., • 11.04 (i) The decision given in Step 1 to Step 3, as the case may be, shall be final and

binding upon the Employer and the Union and upon any employee affected by it unless a subsequent step is taken with the time herein before limited.

·,;·

(ii) Where a grievance is not processed with. the time allowed or has not been processed by the Union. within the time prescribed, It shall be deemed to have

(iii)

· ";. been withdrawn. · · · ·: ·

Where a grievance Is not processed by the employer within the time prescribed, It may be processed by the Union to the next step •

. : : ~· ::.':~-. •. ·' ·,, -. ., ' . :- i· ' .

11.05 The Union In all steps shall be confined to .the grievance and redress sought as set forth In the written grievance filed as provided for In the previous steps. ·

11.06 The time limits provided In this Article may be extended or otherwise amended by mutual agreement of the parties.

11.07 A Group Grievance Is defined as a single grievance signed by the authorized Union Steward, on behalf of a group of employees whom the Union Steward represents and who have the same complaint. Such grievances must be dealt with at successive stages of the grievance procedure as set out tn this Article, ·

11.08 . Where an allegation Is made that an employee's position Is lmproper1y classified, It shall · first be dl$cussed as a complaint with the·employee's supervisor. Any complaints not

;-I

PAGE 13

,• • • satisfactorily settled by the supervisor within ten (10) working days may be processed as a grievance commencing at Step 2 in accordance with Article 11.03.

AR1'1CLE 12- SUSPENSION OR DISMISSAL

12.01 A claim by the Union that an employee has been suspended or dismissed without reasonable cause shall be treated as a grievance provided a written statement of such grievance signed by the grievor and authorized Union Steward is lodged with the employer within fiVe (5)working days of the commencement of the suspension or dismissal. Any such grievance shall be initiated at Step 2 of the grievance procedure.

12.02 In the event that an employee's services are terminated within the probationary period, such termination may be subject to the grievance procedure. It is understood that a "lesser standard" shall apply in these terminations.

12.03 Union Representation at Disciplinary Meetings

Where a meeting is called by management regarding a disciplinary matter, the employee involved may request the attendance of a Union Steward or alternate at the meeting.

Management will endeavour to provide reasonable notice in order that the employee can arrange for appropriate Union representation. Should the Union Stewards or alternate be unable to attend within a reasonable time frame, the meeting will not be unduly delayed.

ARTICLE 13- POLICY GRIEVANCES

13.01 An allegation by the Union that the Employer has violated or misinterpreted the Agreement, or with respect to the administration or application of the Agreement, may be made the subject of a grievance by the Union filing notice with. the General Manager or designate to that effect. Such grievances must be filed In :wrffing by the Union within thirty (30) calendar days of the occurrence giving rise to the grievance end shall stipulate the sections of the Collective Agreement being relied on end redress sought The General Manager or designate, shall meet with the authorized representative of the . Union within five (5} working days of receipt of the notice to consider end discuss the grievance. The General Manager or designate, shall rna{<e a reply In writing within ten ·

.. (10) working days after date of such meeting •. If the Union does not consider the .reply· · -satisfactory, It may within seven (7} worfdng days Immediately following ~ipt of-such

written reply, require that the grievance be submitted to arbitration In the manner .. ··· · prescribed In Step 3 of the grievance procedure. ..: : . · ·· . < (, ·,

13.02 It is the intention of the Employer end the Union, that the procedure provided by Article 13.01 shall be reserved for grievances in respect of which the regular grievance procedure as set out under Articles 11.02 and 11.03 is not available, end that It will not be used to by-pass the regular grievance procedure.

ARTICLE 14- HOURS OF WORK

14.01 (e) The normal week of ell full-time employees of the Employer shall consist of:

1) for maintenance employees five (5) days of eight (8) hours per day.

2) for administrative employees fiVe (5) days of seven (7) hours pe~ day. ·

• • 3) The average normally scheduled work hours shall not exceed eighty (80) hours for maintenance employees and seventy (70) hours for administrative employees, per two week period over a reasonable period of time.

(b) The Housing Corporation may allow pre-authorized staggered working hours to accommodate an employee's personal needs, subject to operational requirements. Such request shall not be unreasonably denied.

14.02 A schedule of hours of work shall be posted for all full-time employees thirty (30) days in advance, and shall not be changed by the employer without two weeks notice being given to the employee concerned. This will not apply in the case of emergencies when schedules may be changed without notice. Any changes in the posted schedule requested by the Union, to permit employees to attend to business of the Union or mutual changes of shift between employees shall be allowed with the written consent of the Employer provided that the change does not involve any cost to the employer and that essential services can be maintained.

14.03 Unless otherwise agreed by the Peterborough Housing Corporation affected and the Union, a schedule of hours of work shall be posted for all permanent part-time employees no less than two weeks in advance. If changes in such schedule are required the Employer will provide adequate and reasonable notice.

ARTICLE 15-WAGE RATES

The wages of all employees within the Bargaining Unit shall be as follows:

15.01 GROUP 1-ADMINISTRATIVE EMPLOYEES whose wages are expressed on an hourly basis.

Group 1 Effective January 1, 2Q01 (1.5%)

-.·· r ••. '

CLASSIFICATION. 1st Year 2nd Year 4th Year

ReceptionisVGeneral Office Assistant

(formerly AG5) 13.92 14.36 ' ' : .. : 14~80 .15.26 15.74 ;•, ':

' Administrative Assistant ~. '·

(formerly AG6) .. .14.51 ·L .;i~:? .. rfr-::~·;: .. .:; -{:!. ·-

Financial Assistant I

·' .

(formerly AG7) 15.26 15.74 16.23 16.74 17.26

Senior Administrative Assistant/Works Control Co-Ordinator

(formerly AG8) 15.88 16.43 16.99 17.56 18.15

Tenant Placement Co-ordinator

(formerly AG9) 16.52 17.12 17.73 18.38 19.04

Title to be determined

PAGElS

. ~~ . I,

• • (formerly AG10) 17.45 18.08 18.73 19.41 20.11

Title to be determined

(formerly AG11) 18.57 19.20 19.81 20.45 21.07

Group 1 Effective January 1, 2002 (1.25%)

CLASSIFICATION 161 Year 2nd Year 3rd Year 4th Year 5th Year

ReceptionisVGeneral Office Assistant

(formerly AG5) 14.09 14.54 14.99 15.45 15.94

Administrative Assistant

(formerly AG6) 14.69 15.17 15.63 16.13 16.64

Financial Assistant

(formerly AG7) 15.45 15.94 16.43 16.95 17.48

Senior Administrative Assistant/Works Control Co-ordinator

(formerly AG8) 16.08 16.64. 17.20 17.78 18.38

Tenant Placement Co-Ordinator

(formerly AG9) 16.73 17.33 17.95 18.61 19.28

Title to be determined

(fonnerty AG10) 17.67 18.31 18.96 19.65 20.36

Title to be determined , .. ...

(formerly AG 11) 18.80 19.44 20.06 20.71 21.33 .·i.:

Group 1 Effective January 1, 2003 (3%)

CLASSIFICATION 1st Year 2nd Year 3111 Year 4111 Year 5th Year

ReceptionlsVGeneral Office Assistant

(formerly AG5) 14.51 14.96 15.44 15.91 16.42

Administrative Assistant

(formerly AG6) 15.13 15.63 16.10 16.61 17.14

''; ,,

PAOB16

• • Financial Assistant

(formerly AG7) 15.91 16.42 16.92 17.46 18.00

Senior Administrative AssistanUWorks Control Co-Ordinator

(formerly AG8) 16.56 17.14 17.72 18.31 18.92

Tenant Placement Co-ordinator

(formerly AG9) 17.23 17.85 18.49 19.17 19.86

Title to be determined

(formerly AG10) 18.20 18.86 19.53 20.24 20.97

Title to be determined

(formerly AG 11) 19.36 20.02 20.66 21.33 21.97

15.02 GROUP 2- MAINTENANCE EMPLOYEES -whose wages are paid on an hourly basis.

~ ( : .

Group 2 Classification

Building Custodian

Maintenance Repairman/ General Serviceperson

Group 2 Classification

Building Custodian

Maintenance Repairperson/ General Serviceperson

Group 2 Classification . ..

· ·:~ . .:' .:Building Custodian

Maintenance Repairperson/ General Serviceperson

January 1, 2001 (1.5°.4)

15.34

16.11

January 1, 2002 (1.25%)

15.53

16.31

Janu.ary 1, 2003 ( 3 .%)

16.00

'16.80

15.03 GROUP 2 Temporary and probationary maintenance employees will receive seventy five cents ( $ . 75 ) per hour less than the full job rate applicable to the dasslfication as Indicated In Artide 15.02.

15.04 GROUP 2 Employees designated as ·Leadhand" shall be entitled to and be paid a premium of $1.05 per hour over their own rate or over the rate of the highest dasslficatlon which Is supervised, whichever Is the greater.

~. •, ...

PAGE17

.• • • ARTICLE 16- ON.SITE PROVISIONS

16.01 A Building Custodian who is required to live on-site will have supplied by the Employer, unfurnished living accommodation, heat, water supply, hydro and a standard telephone (excluding personal long distance calls} and one free parking space where available at a monthly rental as follows:

a) For full-time employees, rent shall be $ 324.00 per month for the duration of the agreement.

b) For permanent part-time employees, rent shall be based on the employee's total wages utilizing the current rent-geared-to-income formula for family housing. There will be a minimum rent of $ 88.00 per month for both senior citizens and family housing units. However, no monthly rent shall exceed $ 268.00 for the duration of the agreement.

16.02 ON.SITE PREMIUMS

(a) Building Custodians who are required to live on-site, who are scheduled for on-site duties, and required to remain on-site will be paid an on-site premium of 90 cents per hour. Such premium will be paid from completion of their regular scheduled shift to 12:00 midnight, during which they are required to be on-site, with the exception of their scheduled off-duty days as remuneration for availability.

·(b) Building Custodians who are required to live on-site, who are scheduled for on-site duties and have been provided with a pager or an alternative method of communication by the Peterborough Housing Corporation for use during on-site duties, will not be paid the on-site premium. They are not required to remain on-site, but must carry their communications device and be readily available to respond for work during the scheduled on-site hours.

(c) ·Article 18.01 (Call-Out and Reporting Allowance) shall not apply to Building · · Custodians during this period, however, the provisions outlined In Article 17 will

app~. .

16.03 The ErnployerwDI penntt On-site BuDding Custodians to attend union meetings on .:- · · ' ::, request.;,provlded -th&t no additfooal costs are IncUrred by· the employer and that

operatiollal requirements can be maintained •. • :- r . . : .. : .

16.04 · BuRdlng CUstodians~ are required to·nve:on-slte will-be charged a month~ fee for the · · '::use of -laundry facilities on the same basis ·8S tenants:::Where·.taundry facUlties are coin

operated, such charges will not apply. ·

16.05 ON.SITE ROTA110N

(a) For the purposes 'of allowing rotation of on-site building custodians within the Peterborough Housing Corporation to cover more than one building within a geographic location; It Is agreed that a mutually arrange~ schedule for the assignment of .on-~He responsibility can be Implemented within the Peterborough Housing _Corporation. · . . ~ . ' .

(b) Any on~ite'bulldlng custodlan-.:esponslble for rnonfthan one building during the scheduled on-site time shall respond to all cans arid be paid at the overtime rate during the period of on-site duty. This Includes all' types of housing units In the area.

,, -~t·PAGB· 18

··.::.

• • (c) Any off-duty on-site building custodian called out shall be paid the call-out allowance in accordance with Article 18.01.

(d) For the purpose of this Article, "on-site" is defined as being physically on the site from the completion of the regular scheduled shift to 12:00 midnight and be able to respond immediately to communications from management.

(e) In the event that an on-site building custodian is away for any reason, the next on­site building custodians in the rotation schedule shall be appointed to cover the period of absence.

(f) This Article shall apply to on-site building custodians only.

16.06 An on·site Building Custodian who is no longer eligible for the accommodation due to retirement or receipt of Long· Term Disability and who qualifies for rent .geared-to-Income accommodation may make an application to the Peterborough Housing Corporation Board for a waiver of the normal policy of accommodation. The Board will consider the

·merits and circumstances of each case individually in making its decision. Where the Board agrees to approve the waiver, alternate accommodations shall be found for the individual at the earliest opportunity.

ARTICLE 17- OVERTIME PAY

17.01 Each full-time employee shall be paid by the Employer at the rate of time and one half for all time worked by such employee on any scheduled working days in excess of the regularly scheduled hours for such day, and at the rate of time and one half for all time worked by the said employee on any day in any calendar week other than a scheduled working day.

~ .; ,·. '·· ... 17.02 Permanent part-time employe~ shall be paid at the rate of straight time for all time

worked by such employees In excess of the employee's regularly scheduled hours in any work week. However, where there is mutual agreement between the employer and the employee, hours may be. temporarily Increased With no obligation to pay overtime to the maximum hours of a full-time employee as per Article 14.01 and with no change in other terms and conditions of employment. ·

17.03 . fJI overtime, except emergency overtime, shall. be authorized In advance •. Emergency .•. overtime &hall be reported to the appropriate supery,lsor withln.one (1) working day for

approval. · , .. ~ :; n.·~ . ; · .. ·:': ~ -~~ :')~-·:. \:!t~ ~·:' ·:. ·.:. . . . . . . :-.. : [<:':···---.~ . ;., __ ._: . ::: -~. :··-:-:. ·.:: ,-,-·. . ·;· . : ~:.f_ -~ ... : .• ::

17.Q:4 :/L~lbe Employer shall endeavour to diStribute overtime relatively equally among permanent '?':i: · employees available to perform the work required, taking Into consideration assigned

work location and employee classffication.

17.05 An employee may opt to accumulate compensating leave on a straight-time basis in lieu of pay at the overtime rate in accordance with Article 17.01 and 17.02. Compensating time shall be taken at a time mutually convenient to the employee and the employee's Immediate supervisor.

17.06 CQmptmsating leave accumulated In a calendar year, that Is not taken before January 31 of the follOWing year, shall be paid afthe overtime premium on the base rate at which It was earned. Employees can get paid for ail or part of any time accumulated In the

. compens~ting time bank. at any time or before January 31 of the following year, upon

..• ~v·, _y~1,~9.1 ~~~-~15'~~~~~~~:pot~~ 1p;,mlli.~gi};~OO.pt l~if!~!s.(~f ernet~~ncy: :'~:,}::[·:~·:;\ ':·:r~;/;~;~::;·~~;;~~· ;b.·· , :~ .',' ,,,,;,:·~::;~~·:. :~~~-, ,, .. Jtc.:i1~~~l~-~r,~~;;~ ·;:'. , . .. . .... ··. ':;,'~;.

· gj Sif .. '/··~~'·/ :?.1 .. 5f..~~~ :'{ .

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• • 17.07 An employee scheduled to work overtime on the employee's day off shall receive a

minimum of three hours at time and one half of the employee's basic hourly rate.

ARTICLE 18- CALL-QUT AND REPORTING ALLOWANCE

18.01 Each employee who has completed a regular day's work and leaves the place of work (including On-site Building Custodians who have completed their regular shift and the on­site time) and who is subsequently called back prior to the starting time of the next scheduled shift, shall be paid a minimum of three (3) hours at time-and-one-half the employee's basic hourly rate.

18.02 An On-site Building Custodian shall not be entitled to more than one call-out and reporting allowance unless such a second call-out occurs more than two hours after the time of the first calling.

18.03 An employee may opt to accumulate compensating leave on a straight time basis In lieu of pay at the overtime rate In accordance with Article 18.01. Compensating time shall be taken at a time mutually convenient to the employee and the employee's Immediate supervisor.

18.04 Compensating leave accumulated in a calendar year that is not taken before January 31 of the following year shall be paid at the overtime premium on the base rate at which it was earned.

18.05 Employees can get paid for all or part of any time accumulated In their compensating time bank at any time on or before January 31 of the following year, upon giving fifteen (15) working days notice In writing, except In case of emergency.

ARTICLE 19-VACATIONS

19.01 (a) For the p~rpose ofcalculating vacation credits, service year will be computed from January 1 to December 31. ·

(b) I) The provisions of this ·Arucle wi1i 'also apply to pennanent part~me emplOyees. For the purposes of calculating s8rvice years, the lenlitt! of C9rifjnu0Lis serVIce Will be equal to ~·length of seniority as_e;alculated In accon:1ance with Article 7!02 (~nlority).

· ~ 1 • ,.~ : , t _.,,_ ; : . 1 \ , ""=' • • • , • , ' 1 , • •

,· :;,.: '1.-'~·· ·' .... ,_ <.; •••• ·;. ··:>)·~·-~t·f;'l/~· . .!-r. ,:.• : ... 1: ~ ..... : '··· ,~ _,.·~: ... ·:·, .. : . .,;;;~-~· ., .. . . D) ·· Pennanent part-tf~ employees shall earn wcatiori credits .based on the .ratio of the hours scheduled to work per week compared to full time employinerit and expressed In hours or part thereof. It will be used based on the number of hours the employee Is scheduled to work weekly during the period of vacation •.

Ill) Vacation will n~nnally be.tak~n In unbroken periods of at least one (1)week.:

19.02 Vacation and vacation pay will accrue on the following basis:

(I) An employee shall earn vacation credits at the following rates:

(a) 3 weeks during the first eight (8) years continuous service;

(b) 4 weeks after eight (8) years continuous service; -:

(c) 5 weeks after sixteen (16) years of continuous service;

PAGB20

• • (d) 6 weeks after twenty-five (25) years of continuous service.

(ii) Vacation shall be credited at the beginning of each year.

Employees Hired After January 1, 2001:

(i) An employee shall eam vacation credits at the following rates:

(a) An employee with less than one (1) year's service as of July 1st in any calendar year, shall be allowed paid vacation at the rate of one (1) day for each complete calendar month of service, to a maximum of eight (8) days.

An employee shall be allowed two (2) weeks paid vacation in the calendar year if their first (1St) anniversary falls prior to July 1st.

An employee shall be allowed three (3) weeks paid vacation in the calendar year in which their third (3rd) anniversary falls.

(b) An employee shall be allowed four (4) weeks paid vacation in the calendar year in which their tenth (1 Ofh) anniversary falls. .

(c) An employee shall be allowed five (5) weeks paid vacation in the calendar year in which their seventeenth (17th) anniversary falls.

(d) An employee shall be allowed five (5) weeks plus one (1) day paid vacation in the calendar year in which their twenty-first (21st) anniversary falls.

An employee shall be allowed five (5) weeks plus two (2) days paid vacation in the calendar year in which their twenty-second (22ncl) anniversary falls.

An employee shall be allowed five (5) weeks plus three (3) days paid vacation in the calendar year in which their twenty-third (23rd) anniversary falls.

An employee shall be allowed five (5) weeks ~Ius four(4) days paid vacation In the calendar year In which their twenty-fourth (24 ) anniv~rsary falls: · .

. An employee shall be allowed six (6) weeks vacation In the calendar year In which their '~·,~· .. ·:~¥ty:~ (2~111) ~f.lg~~~;~},~~~·-: :. /:7:~·:·:;:.;¥~,;;;~~ ;(:, > l :~·,.;~.-~:~;:'; •• ;':.~: :: • •

• .' ·' •• '"\ • ', . ' .• .· _,· .· •.· ' .... , .~, .• 1 ~ ·~ • • -,,6·;.{: ., .... ,., ... -.,. ~ '• . ; ".• ..

19.0~ ,(1} An employee shall be allowed to carTy aver a maximum of ten (10) days accrual to the , . ·~~· :t;~:2~~nd~r ye~r. ~o be .used .bY ~S,~ S.~:~~l~~~~~~~,d~r ~~~f· Beginning ~anuary 1, ,.-A~····· •.· i • , _., ; ; ; ;:.~~:·.,\:;;·•,,:.•r.;o.4 · ·. · :1

~;~! ... ·::•·:;/;:B. !f:; .:;..1·. ~ _fi.,;t! ~

(II) Vacations will normally be taken In unbroken'periods of at least one (1) week and not exceeding three (3) weeks. One (1) day vacations will be allowed keeping In mind operational requirements. Any request for vacation leave shall not be unreasonably withheld. · ~ ...

(iii) Vacation Carryover

Vacation shall be taken during the year In which It Is allowed, unless otherwise approved by the General Manager or designate.

(lv) Vacation. Payout •, ~ '' ..

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• • Any permanent employee whose employment is terminated during the year, shall have his/her vacation entitlement prorated accordingly.

(v) Pay in Lieu of Vacation

Employees shall not be permitted to forego their vacation period in order to obtain pay in lieu of time off for vacation.

19.04 (i) A new employee shall not be entitled to take vacation until they have completed six (6) months of continuous service.

(ii) Subject to provisions of Article 19.04(i), an employee may, with the approval of the General Manager or designate, take vacation to the extent of earned entitlement and the vacation credits shall be reduced by any such vacation taken.

19.05 . Approval for vacation requests as ouUined below will be subject to operational requirements:

An employee shall submit the vacation request In writing to the supervisor by April 15 and the Employer shall post the approved vacation schedule by May 15. All vacation requests submitted In writing by April15 shall be scheduled according to seniority. Vacation requests submitted after April 15 shall not be scheduled according to seniority and In addition, shall require no less than two weeks notice in writing except in cases of emergency. Approval for vacation requests shall not be unreasonably withheld.

19.06 An employee shall be paid for any earned and unused vacation standing to the employee's credit at the date the employee status ceases, or at the date the employee qualifies for payments under Long Term Disability.

19.07 An employee Is not eligible for the entitlement under clauses 19.01 and 19.021n respect -c;>f: . ·; '

a) a whole calendar month In which he Is absent from duty for any reason other . . . than vacation or leave of absence with pay, · · ·

' • ' ~ . ' . . ~ ' ' • • .... ' • '• ' ' 'J '

/;:'•:

.. --=-- -b) . . ~-' ~.

. .. ~~:-:J·; ,\• .t·.!-:/~ p.,·.;·. 11'·.:·. ·'!•:" '··:·~:.:i.:~. ::"~· :'·· ::·.~·· ~ ~··· .... \. -:· .. _ : _ _ 1:•:-:;:" . ,.~~;-·

, ~.:&!period II)~ of six (6) mor:aths during whlctl a v:-'.S.I.B •• award Is In effect - ·unless the $W'8I"d Is being supplemented YJlth accumulated .Credits during any

Part of such whole month· •. · · ·~· · · :_ .. ·~.: .. _·_.::_·· .• ... , ... : · ., · •· ·· · · · · · · ' • . :1-"l ··~ ~:-:, ·.. .

• ... ' • :: • • • ? • .::, : r· ' !: ·: .' ' ~ ' ' .'·. . . . 19.08 ··-·If an employee Is hospitalized for day surgery for the setting of broken bones or as an In­

patient while 9n vacation, the days spent In hospital and any subsequent days spent recovering to a maximum of ten (10) days, on_the written advice of a medical doctor, shall be considered sick leave to the ~xtent of the employee's sick_ leave accumulation and those vacation days sh~ll be rescheduled at another time. Written proof,wlll be required to verify that the employee was hospitalized as an ln.:Patient during that time.

ARTICLE 20 ·DESIGNATED HOLIDAYS

20.01 In each calendar year the following will be observed as holidays:

New Year's Day

GQOd Friday

Labour Day

Thanksgiving Day

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• • Easter Monday Remembrance Day

Victoria Day Christmas Day

Canada Day Boxing Day

Civic Holiday

and any other day proclaimed as a public holiday by the Mayor or Council of the City of Peterborough. When any of the aforementioned holidays fall on a Saturday or Sunday or on an employee's scheduled day off, the following normal working day shall be deemed to be a holiday for the purpose of the agreement. If any of the above paid holidays falls on a normal non-working day for an employee, he/she shall receive a lieu day (at regular pay) to be taken on the next normal working day which shall be deemed to be the straight time paid holiday.

20.02 Each full-time employee:

·.:.

> (i) who is not required to work on a holiday as defined in Article 20.01 shall be paid at the employee's regular rate for each such holiday not so worked. In order to qualify for this benefit the employee must have worked the employee's last scheduled shift preceeding and the employee's first scheduled shift following such holiday unless absence on either or both of these days is on account of:

a) illness or injury. Where the employee is absent on account of illness or injury on the last scheduled shift preceding the holidays, the shift following the holiday, or both shifts, such absence(s) must be substa.ntiated by a doctor's certificate, or

b) with the prior permission of the Employer. If such permission has been obtained the leave of absence must have commenced no more than five (5) days before the holiday.

(ii) on certified absence with pay through illness or injury, or with the prior permission of the Employer. If such permission has been obtained the leave of absence must have commenced no more than five (5) days before .the holiday;

. .', ,'), ... • ; . ; ·-~"' '; ·.! - : :·;·:

(iii) who is required to work on any of the aboVe-mentioned holidays will receive holiday pay ' . . at straight tirne plus time and one-half of his/her regular rate for ell hours worked on that

'" · ... d~y proyld~ that s'u~ employee meetS'.'Ihe cOndition applicabl(:rthereto as set forth In ... ·"the Immediately preceeding paragraJ>h. ,.,,,,;,~'::.''·:n< 1• ~:· c;~ ·' i::,tG '~ ··._,.,

· .'1.~~r:z .. :::~ ~_.;,.>;·,:· .:·."r"< :;·

·20.03 ~. · ApeimanC:mt part-time employee shall beentiU~ to a paid holiday.each year on each of ' ' · the days Indicated In Miele 20.01 which fall on a day that Is· a regularly scheduled work

··' day for the employee. Payment will be based on 'the number of hours that the employee · . was scheduled to work on that day.· It Is understood and agreed that perinanent part-time

employeeS; work week will not be rescheduled In order to deprive the employee of the paY'ment provided for In this clause.

20.04 When a holiday as defined in Article 20.01 falls within an employee's vacation period the employee shall be entitled to a day off In lieu thereof at the employee's regular rate.

1 . ~ • ,.

PAGE23 ... ', ... ~·-.' ' . ; .: \ ;,:

• • ARTICLE 21 ·SICK LEAVE

21.01 Sick leave credits are established for use during enforced periods of absence from work due to illness, injury or properly certified quarantine, and are not available to an employee for absence caused by any other reason, except as outlined in Article 21.01 (f)

Each full-time employee shall be entitled to sick leave credits on the following basis:

(a) Each full time employee shall be credited with six (6) days sick leave at the beginning of each calendar year and these shall not be accumulated from year to year and no payment of unused sick leave credits shall be made upon termination of employment. In addition to the foregoing, each full time employee who qualifies for short term disability benefits pursuant·to the employer's insurance plan shall be paid for each day not worked during the qualifying period and no deduction shall be made from the sick leave bank referred to above.

(b) I} Sickness must be substantiated by a doctor's certificate if the absence is for more than three (3) consecutive working days, or for each and every absence, if so required by written notice, given in advance by the Employer. The notice will specify the reason and the duration of the requirement and may be extended upon notification to the Employee. Medical certificates must be submitted to the employee's supervisor upon return to work or in accordance with Article 21.01 (c) (I} whichever Is applicable.

ii) In all cases of sickness the employee's supervisor shall be notified within two (2) hours from commencement of regular duties on the first day of absence. Where the latter is not possible due to work scheduling, steps must be taken by the employee to notify a designated alternate, or where not available, the office of the General Manager within two (2) hours from commencement of ~egular duties. If an employee Is not able to give a return to work date during ·the original call, the employee shall be required to call in daily until such time as the employee can give an exact date of return. In cases of.absence of more than three (3) days but less than ten (10) days, the employee shall furnish Immediately a certificate from a legally qualified physician, gMng the·probable date on which the employ~ will be able. to return to normal

:·duties •. :. . .. ·. .· . . ' ' . ' "; ," . · .... " '· . · ..

(c) I) . Notwithstanding Ar:ficle 21.01(b) an employee absent for more~ twenty. (20) ., ~e working days, shall furnish JmmediatSiy.~ ~e,from a •lly ... qualified .medical physician,' gMng Jhe ,proiHible date on Which. the ~ployee will be . able to return to normal duties. ·. . , . .;. . , ., , ... : · : ', ·· . ·

:. . • ·.'t •, ',, '' ,· . '

II) If the employer so requires, the employee· will supply a medical certificate on the basis of Article 21.01 (c)(l) for every twenty consecutive working days thereafter until the employee returns to work or until an L TO application Is approved, whichever Is

·. the latter. The employer shall reimburse the employee for the cost ()f the medical certificate required under 21.01(c), upon presentation of the official receipt.

(d) This clause recognizes that sick credits earned prior to January 1, 2001 will be paid out to eligible employees under Statutory Entitlement.

(e) No payment of accumulated sick leave credits shall be made upon termination of employment.

(f) Employees may, with the approval of the employer, be allowed to use up to four (4) days per year of their accumulated sick leave credits In order to engage In personal

PAGB24

• • preventative medical health and dental care or in cases of immediate family illness. Such permission shall not be unreasonably withheld. Request shall be made in writing stating that leave is requested under Article 21.01 and employees shall provide the Housing Corporation with a minimum three (3) days notice, except in an emergency. Leave shall be granted for periods of no less than one (1) hour.

21.02 (a) Permanent part time employees shall be entitled to the same sick leave credits as permanent full time employees but shall only be paid for time lost during forced periods of absence from work due to illness, injury or properly certified quarantine or as provided in Article 21.01 (f) but shall only be entitled to be paid for the days they are scheduled to work. They may also be required to provide medical certificates on the same basis as permanent full time employees.

(b) Sick leave credits will be expressed in hours or part thereof. Credits will be used based on the number of hours the employee was scheduled to work on the day of the absence.

(c) For the purpose of this Article, Articles 21.01 (b), and (c)(i) shall also apply.

21.03 Where, for reasons of health, an employee is frequently absent or unable to perform the assigned duties, the Employer may require the employee to submit to a medical examination at the expense of the Employer.

ARTICLE 22 - WORKPLACE SAFETY INSURANCE

22.01 Where an employee is absent as a result of an injury allegedly sustained at work, the Employer shall continue to pay the employee for a period not exceeding six (6) weeks. During this period the employee shall receive the appropriate net pay as calculated in a~rdance with the ~SI.B N~t~verage Earnings Table.

22.02 (a) If the employee is still absent at the end of the six (6) weeks and the Workplace Safety Insurance Board has not rendered Its decision on the claim, sick credits

·equivalent to the net pay received in accordance with Article 22.01 will be used from the fir-St day of absence.

(b) Where the employee has no sick leave Credits, wages will be discontinued until the Board renders Its decision.

··: ..... -. . ~ ,. . . (c) 'lfthe __ Board subsequenuy·approves:the Clalin, ttie'empl~yee shall be paid In

•·· t.• .. ,,.,,.·accOi"dance with Article 22:03 and any sick leave credits used In aCcordance with :~ ~;· ' . . ' Article 22.02(a)shall be credited bBck to the employee. > • ' •/ • •• : ' ,: .·:.

• ::.-.· :: ': • ~.;:-;-: I< •

. :-:~'-"· (d) If the Board subsequently declines the claim, the Employer shall recover Immediately

· ·• any overpayme~t that may have occ,urred.

22.03 (a) An employee, who ls.abser:tt by reason of an Injury or Industrial disease for which an · award Is made under the Workplace Safety Insurance Board, shall be entitled to

receive the difference between the appropriate net pay calculated In accordance with the WSIB Net Average Earnings table and the amount of the award.

(b) The difference Indicated in Article 22.03(a) shall be paid for a period not exceeding six (6) consecutive weeks or a total of thirty (30) working days where such absences are Intermittent, from the first day of the absence without charge to the employee's accumulated credits. After the expiry of this period, the difference shall be paid to the

. ~ . • ••••• •• ' : wo' • • •• ·;.~. ·r

t• !'I •, ,.,,' . -:~ . ·.' ...... ) .

PAGE2S

. .' t .. ,:: .·· ·:.

• • extent of the employee's accumulated sick leave credits in the ratio that the amount compares to gross pay.

22.04 If the Employer so requires, the employee will supply a medical certificate from a legally qualified medical physician for every twenty (20) consecutive working days of absence following the accident or illness and thereafter, until the employee returns to work or until an LTD application is approved, whichever is the later. The Employer shall reimburse the employee for the cost of the medical certificate required under this article, upon presentation of the official receipt.

22.05 In all cases of work related injury, the Employer shall forward a copy of the WSIB Form 7 to the Union subsequent to the reporting of any on-the-job injury.

ARTICLE 23 .. LEAVE-OF-ABSENCE

23.01 BEREAVEMENTLEAVE

An employee scheduled to work and who would otherwise have been at work shall be allowed:

(a) Three (3) consecutive working days leave of absence with pay in the event of the death of the employee's immediate family as follows: parent, spouse, child, brother, sister, parent--in-law, brother and sister--in-law, aunt, uncle, grandchildren and grandparents, legal guardian and legal ward.

(b) One (1) day leave of absence with pay to attend the funeral of spouse of aunt or uncle.

(c) Two (2) days' leave of absence without pay to attend the funerals of relatives listed under 23.01 (a) if the location of the funeral is greater than 800 kilometres (one way) from the employee's residence.

' ' -... ' . (d) For the purpose of Bereavement leave, the relationships specified In Article 23.01(a)

& (b) are deemed to lndude a common~aw spouse and a partner of the same sex. . "· . ' . : . . . '.·~ . ::.

,, • ~ •• }(,· • •'j~ •• •• '·.' ';. :::., ... -· .... ,. .... • • ....

23.02 ·JURY ~~.WfTNESS DUTY. -.· . . . '', ...

(a) Employees who are caDed upon to serve as jurors or who are subpoenaed as witnesses to a court proceeding: · . ~-- .. :: i!. ;r: -~ -: :. ,·y ;} ·:·n 11; :-: :~J . ·

· · ·-(I) shall be granted leave-of-absence for such purposes provided that upon completion of the service such employee shall present to the Employer a satisfactory certificate showing the period of such service; and

. . '

(il) shall be paid full salary or wages for the period of such service provided the ·employee shall pay the Employer the full amount of compensation received for such service, excluding any amount received for mileage and/or meal allowance, and shall be given an official receipt thereof.

·J, .

(b) The provisions of Artlde 23.02(a), (I) and (II) shall apply, to a maximum of six employees on any one day, when such employees are subpoenaed as witnesses before the Ontario Labour Relations Board.

. !

PAGB26

• • 23.03 CAMPAIGNING FOR PUBLIC OFFICE

An employee shall be allowed a leave of absence without pay, to campaign for the employee's election for a public office as provided for in Public Service Act, R.S.O. 1990, as amended from time to time.

23.04 PREGNANCY LEAVE

Pregnancy leave shall be granted in accordance with the provisions of the Employment Standards Act.

(a) An employee entitled to pregnancy leave under the above, and who provides the Employer with proof that she has applied for and is eligible to receive employment insurance benefits pursuant to Section 18, Employment Insurance Act (Canada), shall be paid an allowance in accordance with the Supplementary employment Benefit Plan as follows:

(i) for the first two (2) weeks, payments equivalent to ninety-three percent (93%) of the actual weekly rate of pay for her classification, which she was receiving on the last day worked, prior to the commencement of the pregnancy leave;

AND

(ii) up to a maximum of fifteen (15) additional weeks, payments equivalent to the difference between the sum of the weekly El benefits the employee is eligible to receive and any other earnings received by the employee, and ninety-three percent (93%) of the actual weekly rate of pay for her regular classification which she was receiving on the last day worked, prior to the commencement of the pregnancy leave.

(b)· An. employee receiving the pregnancy-leave allowance under the Supplementary Employment Benefit Plan shall have her benefits coverage and accumulation of vacation and sick leave credits continued during the period she receives the

· . pregn~ncy leave allowance.

(c) If requested, In writing, at least two weeks prior to the date of expiry of her pregnancy leave, an employee shall be entitled to a leave-of-absence without pay for an . additional period of up to six (6) months. The request shall Indicate the exact period

,,_ of extended leave and shall not be subject to further extension. l{lf·:·:-t':: ;:;{..~· ·~· -.~ "<.:":'' ·.:"- .::~. ;.:::- ·' ,-·:.· ';.1. ·~· ,··

•'f::. -·(d) To be eligible, the employee shall sign an agreement providing: fffJ'i

i · ~,. (i) that she will return to work and remain In the employ for a period of at least six (6) months,

(ii) that she will return to work on the date of the expiry of her pregnancy leave, Including any extension, and

(iii) that the employee recognizes that she Is Indebted to the Employer for the amount received as a Supplementary Employment Benefit should she fall to return to work and remain In the employ of the Employer as provided in (i) and (ii) above. · ·

(e) Employees shall have no vested right to payments under the Plan except to payments during a period of unemployment specified by the Plan.

PAOB27

• • (f) Payments in respeCt of guaranteed annual remuneration, as defined in the

Employment Insurance Act, or in respect of deferred remuneration or severance pay benefit shall not be reduced or increased by payments received under the Plan.

23.05 PARENTAL LEAVE

(a) A General Manager shall grant a leave-of-absence without pay to an employee who has served at least thirteen (13) weeks.

(b) Parental leave may begin,

(I) no earlier than the day the child is born or comes into the custody, care and control of the parent for the first time; ·

AND

(ii) no later than fifty (50) weeks after the child is born or comes into the custody, care and control of the parent for the first time.

(iii} The parental leave of a person who takes pregnancy leave must begin when the pregnancy leave ends unless the child has not yet come into the custody, care and control of a parent for the first time. Parental leave shall end eighteen (18) weeks after H begins or on an earlier day if the person gives the employer at least four (4} weeks notice of that day.

(c) Coverage under the group insurance plan shall continue unless the employee elects in writing not to participate In the plan.

(d) An employee on parental leave shall continue to accumulate vacation and sick leave credits during the period of such leave.

( e} An employee returning from parental leave shall be assigned to the position held · ·Immediately prior .. to the commencement of such leave and be paid at the step In the

salary range that would have been attained had the leave not been granted • - . .... . ' :- : '· ,l·.

23.06 -·SPECIAL'OR COMPASSIONATE LEAVE -. . . . : . : ,, •: . ' .·~~~ ;t;j;·.

Leave-of-absence wfihout pay -and without loss of seniority may be granted .to an ,employee for special or compassionate reasons· or.for educatfonaJ.purposes If the request 'meets the oPet8tiohaJ requlremenbfof the EmploYer for a period ot up·to one (1) ·

· ·continuous year With the approval of the· General Manager~':Appllcation for leave under this section should be submHted In writing at leastfourteen (14) days prior to commencement of requested period of leave, except In cases of emergency when as much notice as possible should be given. .

23.07 CITIZENSHIP LEAVE

An employee who would otheiWise have been at work shall be allowed one (1) day leave­of-absence wHh ·pay to attend a formal hearing to become a Canadian cHizen.

. ', ' ~ ~ :: '

23.08 SELF-FUNDED LEAVE PLAN

An employee may apply to participate In the Self-Funded Leave Plan as permHted under the Income Tax AJ;t (Csnada) In order to defer pre-tax salary dollars to fund a leave of

PAGB28

• • absence. The deferral period must be at least one (1) year and not more than four (4) years. The funds being deferred will be held in a trust account with the financial institution the employer selects, with interest being paid annually. The funds will be paid out to the employee on a monthly or lump sum basis during the leave of absence.

During the leave, the employee's insured benefits will be continued where the employee continues to pay for his/her portion.

At the end of the leave, an employee shall return to the position held immediately prior to going on leave and shall be paid at the step in the salary range that he/she had attained when the leave commenced. If the position no longer exists, the provisions of Article 8-Layoff and Recall shall apply. It is understood, however, that the notice period begins when the position is declared surplus by the Housing Corporation, not when the employee returns from leave.

AR1"1CLE 24 ·PAYMENT OF WAGES

24.01 Wages one week in arrears shall be paid on a two-weekly basis every second Wednesday. Where the regular pay day falls on a designated holiday, the employee shall be paid on the day preceding the holiday. An employee will be provided each pay day with an itemized statement of wages and deductions therefrom.

24.02 VACATION PAY

Employees will, upon giving at least fifteen (15) working days notice in writing, receive on the last office day preceding commencement of their annual vacation any cheques which may fall due during the period of their vacation ..

24.03 PAY DURING TEMPORARY ASSIGNMENTS

(a) When an employee is required to perform the duties of any higher position for a period in excess of one and one-half (1 1/2) hours In one (1) day, the corresponding rate of pay for such higher position shall be paid for the whole Period during which tir:ne duties at ~e higher level are performed. . . 4:: .

:. <,. '

(b) When an employee Is required to substitute for an employee who Is receiving a lower rate of pay than the substituting employee,' the pay of such substitute shall

.· .. ,,, not be changed. ,, ·:. · ·: ':~-;~-~:7!·'!~.::;:~~~:~.:-j{~ - f::;;·;·J:·~:·.~·- ·~,-.r': :.~·f,!:i _: ··>~~i·:~i:"!.:::{~?-~\:)'•':.':: :·· ·· · ~',.---~i·-~::·::-,·:r:·:--.·.··.":·c=-.".' .:· '> · 24;04 ,., ~Where an ·employee .Is temporarily assigned to perform the ~uties. and responsibilities of

_.... ·a pasltion not covered by this ·gollective Agreement, the e111ployee shall retain all rights .. and obligations under the Collective Agreement.. · ··

24.05 RECLASSIFICATION

When a permanent employee Is reclassified to a position with a lower classification as a result of any organizational change, the employee shall be paid at the next lowest step in the new salary range plus fifty percent (50%} of the difference between this salary and the employee's former salary. The employee shall then be entitled to any salary Increases applicable to the new classification. Once the salary maximum of the new classification exceeds the salary maximum of the former classification, salary protection will end .

. ·-"~;;:~f;,r,.,· ~::.!~~:~;'F:'fff':!~ ·. ;·~ .;, £:~

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PAGE29

• • AR1"1CLE 25 - SHIFT BONUS

25.01 An employee shall receive a shift premium of seventy-five (75) cents per hour for all hours worked between five (5) p.m. and seven (7) a.m. Where more than fifty percent (50%) of the hours fall within this period, the premium shall be paid for all hours worked.

25.02 Employees whose regular shift includes work on Saturday or Sunday shall receive a premium of eighty-five (85) cents per hour in addition to the employee's regular pay for such work, and in addition to shift bonus if applicable.

ARTICLE 26- CHANGES IN REGULATIONS

26.01 The Employer agrees to provide to the Union a copy of new or amended HR policies related to any matter covered by this Agreement.

ARTICLE 27 -EMPLOYEE BENEFITS

27.01 PERMANENT FULL TIME

During the term of this agreement, permanent and full time employees shall be provided with the following employee benefits as described in the Ontario Non Profit Housing Association·Employee Benefit program booklet attached hereto as Schedule "A" and the premium costs shall be paid 100% by the employer.

(a) Basic group life insurance

(b) Accidental death and dismemberment

(c) Weekly Indemnity

(d) Long Term Disability

(e) . Extended Health Care ..... ·

. (f) Dental ·

' .. . .. ~ .. ·~.: ~~· . - . 27.02: ·.PERMANENT·PART.TIME ...

(a) Permanent part time employees who are scheduled to work on a regular ongoing · basis at least one-third of the normal work week as specified In Article 14.01 (I) and (2) shall be entitled to the following benefits:

(b) Basic life Insurance plan desaibed In the Ontario Non-Profit Housing Association Employee Benefits booklet attached hereto as Schedule "A•. The Employer shall pay 100% of the premium for this coverage. Except, In those cases where employees have opted out of the plan, the Employer shall pay a pro rated premium for:

(I) Accident death and dismemberment;

(II) Extended health care;

(Ill) Dental.

PAGB30

• • The premium will be pro rated on the percentage of the employee's weekly hours of work relative to the normal work week as specified in Article 14. The employee shall pay the balance of the premium through payroll deduction.

(c) It is a condition of employment that eligible permanent part time employees shall be enrolled in the Weekly Indemnity and Long Term Disability plan. The premium cost will be paid 75% by the employer and 25% by the employee.

27.03 LONG TERM DISABILITY

(a) It shall be a condition of employment that all employees be enrolled in the Long Term Disability Plan. Employee benefits as provided in Article 27 shall be maintained at no cost to the employee, when the employee is in receipt of L TO benefits.

(b) L TO benefits commence after a qualifying period of one hundred and twenty (120) days from the date the employee becomes totally disabled.

(c) An employee who has been in receipt of weekly indemnity or L TO and who is certified fit to return to duty, shall be reinstated to the first available vacancy in the employee's own classification. If a vacancy is not immediately available, the employee will be placed on unpaid leave of absence for a period not exceeding thirty (30) days. If not assigned to a position by the end of the unpaid leave, the employee shall be laid off in accordance with the provisions of Article 8. In assigning an employee under this Article, the provisions of Article 9 do not apply.

27.04 OPTIONAL GROUP LIFE INSURANCE

Employees, at their option, may purchase optional group life insurance. The employee pays the full premium for this coverage through payroll deductions.

27.05 LEAVE OF ABSENCE WITHOUT PAY

During leaves of absence without pay, employees may continue participating in Basic life, Accidental death and dismemberment, Weekly Indemnity, L TO, Extended Health Care and the Dental plan by arranging to pay full premiums at least one (1) week In advance of the first ofeach month of coverage .

. ~~. 27._Q6 Employees collecting WSIB benefits shall have their benefits continued by the employer . ·:;:t. :provided for under the WSIB Act Employees no longer eligible for benefits under the · · ~~- Act, may elect to continue participating in the benefit plan as per 27.05.

,•":I. . 27.07 For the purpose of "family" benefit coverage, common-law spouse.and partner of the

same sex are deemed to be Included.

ARTICLE 28 • NO STRIKES OR LOCK .OUTS

28.01 There shall be no strike or lock-out during the currency of this Agreement. The words •strike• and •lock-out• shall be as defined by Ontario Labour Relations Act as amended from time to time.

:: •. '.t.: ~. t '3"

r~:.~ :~ r1 -...·~··

PAGE31

• • ARTICLE 29 ·KILOMETER RATES

29.01 The employer agrees to reimburse all employees who elect to use their private automobile on business with the employer at the rate of$ 0.383 per kilometer ..

Kilometers for the purpose of the aforegoing accumulates from the 1st day of January in each calendar year.

The foregoing kilometer rates are inclusive; no claim shall be allowed for repair, storage, maintenance, operation, etc.

ARTICLE 30 ·LEAVE-oF-ABSENCE· UNION BUSINESS

30.01 UNION CONVENTIONS

Leave with pay and without loss of seniority may be granted upon request from the Union to the Employer, to employees who are duly elected or appointed delegates to attend the annual conventions of the Canadian Union of Public Employees, the Ontario Division of the Canadian Union of Public Employees, the Ontario Federation of Labour or the Canadian Labour Congress. Such time shall not exceed a total of twenty (20) person days In any one (1) calendar year; however, any unused portion may be carried over to a second year only. The Union will give at least ten (10) working days written notice of such request to the Employer.

30.02 INTERNAL BUSINESS AFFAIRS

When upon the written request of the Union to the General Manager, the Employer grants leave without loss of pay or benefits to employees elected as executive officers or stewards of the Union, for the purpose of conducting the Internal business affairs of the Union, the Union will reimburse the Employer for the wages paid.

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ARTICLE 31 ·JOINT LABOUR/MANAGEMENT COMMITTEE

31.01 POLICY

'The Employer recognizes that It Is to the mutual benefit'of both the Union and · : i:Management to establish and maintain a sound communicative: and co-operative

· :~·relationship;· A Labour/Management COmmittee Is hereby establlshe4 where an exchange of lnformatlon·and Ideas may.take place·and .with the responsibility for dealing with matters of mutual Interest which cannot be dealt with through any alternate procedures.

31.02 SCOPE

The Committee will discuss areas of mutual concern Including such Items as work methods, operating efficiencies, and morale, and shall seek to promote understanding and agreement between the. parties. However, It will not perform any of those functions which are exclusively the functions of Management and/or the Union. It Is understood that the Committee shall act In an advisory capacity and shall have no power to alter or amend, add to or modify, the terms ofthe Collective Agreement. The Committee Is not Intended In any way to replace or Infringe upon the grievance or negotiating procedures.

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PAGB32

• • 31.03 MEMBERSHIP

(a) The Committee shall be composed of not more than two (2) representatives from each of the parties. Two (2) members from each side shall be named for a period of twelve (12) months or until replaced, and two (2) additional members from either party may be appointed by the respective sides depending upon matters on the agenda. Management's committee shall include the General Manager and the Union's committee shall include the Union Steward. Meetings will be held within two weeks of a request by either party, but normally not more frequently than once per month or any other mutually satisfactory date.

(b) The Employer shall grant leave-of-absence without loss of pay or credits to members of the Union who participate at such meetings provided the provisions of Article 31.03 (a) are adhered to.

31.04 AGENDA

An agenda will be drawn up and distributed to all Committee members not later than one week prior to the meeting.

31.05 CHAIRPERSON

The Union I Management will select a representative from its group who will act as chairperson on an alternating basis. The chairperson will be responsible for conducting the meeting in an orderly fashion. Minutes will be recorded and distributed to all Committee members.

ARTICLE 32 • UNION STEWARDS

32.01 In the administration of Article 11 of the Collective Agreement, it is recognized that the Union will have at least one (1) steward chosen from the employees of the Corporation.

32.02 The Local Union Steward may assist any employee whom the Steward represents in presenting the employee's grievance In accordance with the grievance procedure.

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32.03 The Local Union Steward will be involved in the grievance procedure In all steps.

32.04 Before leaving employment temporarily In order.to canyon negotiations with the Employer or with respect to a grievance, the .recognb;~ Union Steward ml,Jst obtain the

.permission of the appropriate superviso'=.orGene~.~anager. Where suet~ permission ·~: ·has been granted by the appropriate Supervisor or;,General Manager, the Union Steward ·~$~-; · shall suffer no loss of pay for the time so spent..- Such permission shall not be

" unreasonably withheld. , . . · ·

32.05 The Union agrees to provide the Employer with a list of authorized Union Stewards In January of each year, and Inform the Employer of any changes thereto, as soon as possible.

ARTICLE 33 • GENERAL CONDITIONS

33.01 . ACCOMMODATION AT WORK

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The. Employer where appropriate will provide accommodation for meals and for the . keeplng:of clothes. · . ·~ ;.

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• • 33.02 BULLETIN BOARD

The Employer will provide appropriate bulletin boards upon which the Union will have the right to post notices of Union meetings, and such other notices referring to Union activities as may be of interest to employees.

33.03 TOOLS, PROTECTIVE CLOTHING AND FOOlWEAR

The Employer will supply to maintenance employees work tools, protective clothing and footwear as required. Where protective clothing and footwear is supplied it must be worn as a condition of employment.

33.04 WINTER OUTERWEAR

(i) The Employer will supply appropriate winter parkas to all maintenance employees who work outside.

(ii) The Employer may provide snowmobile suits in place of winter parkas to maintenance employees who regularly work outdoors in extreme winter conditions.

33.05 (a)

(b)

SAFETY

The Employer will continue to make adequate provisions for the occupational health and safety ·of employees. The Employer and the Union undertake ·to consult with a view to adopting and carrying out adequate procedures and techniques intended to prevent or reduce the risk of employment Injury. . .

HEPATITIS B VACCINATION

The vaccination against Hepatitis B will be available on a voluntary basis to those employees Who, as a condition of employment, have a possible high exposure to body fluids. The Joint Health and Safety Committee will Identify job functions with potential for high exposure to body fluids In order to detennlne entitlement to the ~cclnation. Under these approved conditions, the employer will be responsible for such costs> :;.. : ;::': •, . . . . ; .-:• . '·. . . . .. · . : .

~·::: • .. -••.. ~..; ~ \ ·,< ..... ~: ... :' .;;, :~;'t . : . :\; >: ]. ,l t::.' o..:"· •:-:. ~~,·~· '~:~·.:·.:t :·

33.06 RETIREMENT AGE · .

The nonnal retirement ag.e for an employee shall be·the laSt working: daY of the month·(n which the emp!oyee's 65 . birthday falls. Up to one year extensions may be approved by the appropriate Housing Corporation Board subject to the employee' providing medical

· certification of fitness to do the work for which employed and a satisfactory recommendation from the appropriate supervisor. Such extension may be reviewed If Indicated by health or performanCe reasons. '

33.07 NO PYRAMIDING

There shall be no pyrarrtlding of overtime on premium pay under the tenns of this Agreement and under no circumstances will more than one basis of calculating overtime or premium pay be used for the same or similar hours.

PAGB34

• • 33.08 MOVING EXPENSES ON TRANSFER

The Employer will defray the removal expenses of on-site building custodians who are permanently transferred or are removed from an on-site to an off-site position, other than for disciplinary reasons, at the employer's request.

33.09 CLEAN-UP TIME

Maintenance employees will be allowed ten (1 0) minutes clean-up time before lunch and before getting off duty.

33.10 JOINT HEALTH AND SAFETY COMMITTEE

(a) Local Health and Safety Committees shall be established with equal representation from the Housing Corporation and the Union.

(b) The Committee will meet every three (3) months, if required, or more frequently if mutually agreed to, to enquire into practices and inspect projects on-site.

(c) A designated safety representative from the bargaining unit will be recognized in the Housing Corporation. When an unsafe practice is alleged, the safety representative will discuss the findings and actions required with the General Manager or designee. Unresolved items may be appealed to the Health and Safety Committee.

(d) The powers of this Committee shall be as outlined in The Occupational Health & Safety Act.

(e) It is understood that the Local Health and Safety Committee referred to above which provide for joint enquiry into safety practices and inspection of on-site projects by a joint committee does not, in any way derogate from or limit the function of Management to take such action as it may deeide to take arising out of its responsibility for safety measures and in a manner in keeping with its management responsibilities.

33.11 . REST PERIODS/LUNCH HOURS ' . -.,;. ' .

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Each .em-ployee shall be entitled to a one (1) hour unpaid lunch p~riod and ·a fifteen (15) · ''.-~· minute rest period In both the first and second half of a standard shift.

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33~.12 DISABLED _EMPLOYEES ··, ~ ... '

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(~) ;Any employee who has become unable to do th(;l normal and regular duties owing to partial disability or Infirmity shall be given consideration for work within the employee's capabilities and qualifications. :l.n assigning an employee.to a vacancy under this Article, it should be understood that the provisions of Article 9.01 would not apply.

(b) If an employee, who is disabled due to illness or injury, is capable of returning to perform the essential duties of the pre-disability position, the employee shall provide relevant medical documentation and co-operate with the Housing Corporation in

· modifying the job to enable the employee to assume the full duties of the position on a gradual basis (unless this modified arrangement caused undue hardship to the Housing Corporation). ·· ·· · ·

PAGE35

• • 33.13 CHANGE OF ADDRESS

In the event of change in home address or telephone number, it shall be the responsibility of the employee to notify the Employer in writing of such change. Failure to comply with this provision will save the Employer harmless with the respect to any notification directed to an employee's last known address or telephone number.

33.14 DISCIPLINARY RECORDS

Any disciplinary record shall be removed from an employee's file after two (2) years from the date of the offence, provided that there have been no similar warnings in that period, in which event the time for the application of this section shall be counted from the date of the succeeding warning. It is understood that disciplinary records include any written records of verbal warnings, written warnings and letters of suspension.

33.15 ACCESS TO PERSONNEL FILES

Each employee shall have reasonable access to the employee's personnel file for the purpose of reviewing any evaluations or formal disciplinary notations contained therein In the presence of the General Manager or designate. Upon request an employee will receive a copy of the record of any disciplinary action in the personnel file.

33.16 ADVERSE WEATHER CONDITIONS

The following provision shall apply to employees during adverse weather conditions necessitating closure of all highways, as declared by appropriate provincial or municipal authorities, between the employee's residence and place of employment. for the duration of the closure: .... . ·~·.

When an employee, through no fault of his/her own, is unable to report for work because of the above, such employee shall suffer no loss of pay or other benefits, nor shall he/she be required to make up, In any way, for time _lost due to not reporting to work.

:·. ; ··:· .. f•, ' .. , 33.17 LEGAL FEES :· : -. ·. ". : ..

·: t: ·Z':· .. .,:,:

. The employer agrees the employee shall be entitled to be Indemnified with respect to , · legal fees and damages lncuiTed while acting In the course of.thelr employment but only . ·.:'}-to1h,e"extent pa'Ovidect fqdri'the employ8r's llabllity·lnsuranee policy.s: '"''''; . . .

~ ~:·.:-:-t · •.• ·~::> ,..:,·~ -r ~\: ·. :·~-: ?.: =. v : .. :.. : ;· i~f ~ ~}.::r.4::' ;: .. · .·.: · ·::{..1'1-..: •• :':'.?.!!~~f .; ~-; ;~:. ;::~:) ~- ·::· , :·~~:t~r·i~.-:·-~-~:,.:,.-7.,~ .~·- · ,

AR11CLE '34 •'VIDEO DISPLAY TERMINALS (VDT'S) .. . .. . ' ' . . . . . . ~ .. :; :

34.01 Upon the Introduction of any VOl's the Housing COrporation shall notify the Union of the nature of the equipment. the location of the equipment. and those employees who are likely to be using it.

34.02 Employees who operate a VDT for one continuous hour shall be relieved of such duties for a period often (10) minutes.

34.03 At the beginning of assignment to a VDT, an employee who Is regularty required to operate a VOT for two (2) hours or more per day shall be required to undergo an eye examination; the employee may elect to undergo an eye examination annually thereafter. The examiner shall be an optometrist who Is qualified to conduct the following tests:

(I) unaided Visual acuity (letter chart test)

PAGB36

• • (ii) refractive findings

(iii) corrected visual acuity

(iv) amplitude accommodation

(v) suppression

(vi) muscle balance (near, one metre, distant)

(vii) slit lamp biomicroscopy

The cost of such examination, not to exceed the OHIP fee schedule for such examinations, shall be borne by the Housing Corporation, and the VDT operator shall authorize release of a copy of the examination report to the Housing Corporation.

34.04 (a) A pregnant VDT operator may request reassignment from VDT duties for the remainder of her pregnancy by forwarding a written request to the Housing Corporation, together with a certificate from a legally qualified medical practitioner certifying that she is pregnant.

(b) Upon receipt of the written request as specified in Article 34.04 (a). the Housing Corporation shall make every reasonable effort to assign the employee to a position within the Housing Corporation, provided she is able and qualified to perform the required duties, and the salary maximum is not greater than the salary maximum of her position. In assigning an employee to a vacancy under this Article, it should be understood that the provisions of Article 9.01 would not apply.

(c) Where an employee has been assigned under Article 34.04 (b) to a position with a lower salary maximum than the salary maximum of the position from which she was assigned, she shall be paid at the rate within the salary range of the position to which she has been assigned under Article 34.04 (b), which is closest to but not more than the rate she was receiving Immediately prior to the assignment.

(d) Where It is not possible to assign an employee as per Article 34.04 (b), the employee will, upon written request, be granted a leave of absence without pay to cover the

. period preceding the date. on which she would be entitled to commence pregnancy leave In accordance with Article 23.04.

: ,·.t .. :· · .• <-:~; ': ·:·~ .·~' ~ :~~f f;.:·;:<~>·:~:;·: ::-,<~.·: ~~): ···' ':'r':· <·,J. . ... . 34.05 , The Housing Corpo~~on will, dur;ing tf:lt! course 9( this Agreement, endeavor to equip

VDT work stations with tableS ,or stands for the .. terminal to P~nnlt It to be at a height appropriate to the circumstances of Its use and the seating available for the operator. The chair provided shall have a seat whlch.ls adju~ble In helght,·and a foot rest where necessary to accommodate a particular operator. Where appropriate to the nature of the work, paper stands or work.stands shall be provided.

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• • ARTICLE 35 -TERM OF AGREEMENT

35.01 This Agreement is effective from January 1, 2001, until December 31, 2003.

IN WITNESS WHEREOF these present have been executed by the Authorized representatives of the parties at Peterborough, Ontario this J/SY day of~ , 2001.

FOR THE UNION FOR THE HOUSING CORPORATION

Bob Byers

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PAGB38

• • APPENDIX B

MEMORANDUM OF UNDERSTANDING

SUBJECT: SECURITY TENANTS

As per Article 1.01 (g) of the collective Agreement, it is agreed that the following terms and conditions shall apply to Security Tenants:

Purpose:

Security Tenants will be required to live· on-site and their duties will be confined exclusively to the security of the Building and its Tenants.

Qualifications:

Ability to understand simple oral and written instructions.

Duties:

reporting maintenance problems to supervisor

reporting on vandalism to supervisor

assisting on lock-outs

monitoring fire alarm systems and assisting in cases of fire alanns

reporting disturbances to supervisor and/or to police

maintaining general security, ensuring doors are proper1y secured

any other related duties.

Security Tenants will receive rent free accommodation which will be valued In accordance with Income Tax regulations and which wni Include free heat, hydro, water and telephone (not Including personal long distance caUs). •

Where a Security Tenant Is required to perforrri any work other than those duties listed above, the Housing Corporation will pay the Security Tenant for such work at the rate of: $15.34 per hour.

On the following basis

Less than 15 minutes- minimum %hour

15 to 30 minutes - Yz hour

31 to 45 minutes -%hour

46 minutes to 1 hour - 1 hour

PAGE39

• • Union dues as per Article 5.01 will be deducted monthly, based on earnings for the previous month and in accordance with rates laid down by the Union from time to time. However, no dues will be deducted if the Security Tenant has worked three (3) hours or less during the previous month.

It is understood that Security Tenants are covered per current provisions of the W.S.I.B.

FOR THE EMPLOYER:

Ron Hancock

Dated this ~ / dayof ~ • 2001 •

• 't :: .i .. -.

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• • APPENDIX C

Re: Cable TV

The Employer agrees to continue providing free cable TV services to those on-site custodians and security tenants who were receiving this benefit as at May 18, 1990. This benefit will remain in place for the duration of the period that they maintain their on-site status.

The above benefit will not apply to any on-site custodians and security tenants appointed after May 18, 1990.

FOR THE EMPLOYER

Ron Hancock

PAGB41

• • APPENDIX D

MEMORANDUM OF UNDERSTANDING

SUBJECT: VOLUNTARY DEPARTURE

An employee who is actively at work may identify in writing to the Employer their desire to accept longterm layoff under Article 8 of the Collective Agreement. Where longterm layoff within a specific classification Is required, prior to providing notice under Article 8.04, the employer will review such requests. The employer shall consider requests from employees in that classification on the basis of greatest seniority. Approval shall not be unreasonably withheld. Prior to accepting such requests, the employer shall advise the employee concerned that a voluntary layoff opportunity is available.

On mutual agreement, between the employee concerned, the Housing Corporation, and the Union Steward, the required notice period may be waived. An employee who accepts such longterm layoff, will not have access to displacement or recall rights under Article 8.

Upon being advised that a voluntary layoff opportunity is available or at any time prior to receiving surplus notice, the employee retains the right to withdraw in writing their desire to accept voluntary longterm layoff.

FOR THE EMPLOYER

eA£~ :0: General Manager, CEO

,. ·.:

Dated this ...3/$6 dayof ~2001.

PAOB42

• • APPENDIX E

SUBJECT: SICK CREDITS- January 2, 2001 to December 31, 2001

The Peterborough Housing Corporation has been directed by Ontario Housing Corporation to secure its own Benefit carrier and Payroll Services prior to September 30, 2001. To comply with this directive, Peterborough Housing Corporation has obtained a Benefit package with the Co-Operators Insurance that is administered through the Ontario Non-Profit Housing Association. PHC has also investigated Payroll Services and can be ready to provide benefits and payroll independent of Ontario Housing Corporation for September 30, 2001. Recently, OHC has asked if any former Housing Authorities would be interested in an extension of these services. It is the intention of PHC to remain with benefits and payroll from OHC until December 31, 2001 if this does become possible.

For the months of January 1, 2001 through until benefits are no longer obtainable through OHC, Peterborough Housing Corporation will allow bargaining employees to accrue/use sick days as per their previous agreement, i.e. one and one-half sick days per month. These days will have no pay out value nor will they accrue beyond the expiration of the benefit plan administered by OHC.

FOR THE EMPLOYER

~ Dal'lene Cook, General Manager, CEO Ron Hancock

Datsdlhls J/~ayof~ ,2001.

PAGE43 , , ::L·.

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Employee Bene its Proqram

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lmpor;t Coverage lnformfJon

Exttndtd Htalth Cart Covtragt Maximum

The maximum prescription drug reimbursement per insured person is $500 for the first twelve (12) months and unlimited thereafter except as defined under the benefits section.

For any .one out-of-country accident or illness the lifetime maximum reimbursement will be $1,000,000.00 regardless of the number of years for which expenses are incurred.

Dtntal Covtragt Maximums

Benefits will not exceed the current schedule of fees as determined by the College of Dental Surgeons in the province in which you reside.

The maximum reimbursement per calendar year for Plan A & B combined will not exceed the amounts per person indicated in the following schedule:

Plan A & B ·Basic Sen· ices & Major Restorati vc Services: $500.00 for the first twelve (12) months, $1,500.00 per calendar year after being insured for the first twelve (12) months:

Prt,txisting ConditiNt Limitation

. No benefit will be payable for any death or disability resulting from or caused

1 by any sickness, injury or disease for which there were symptoms or for which

. you received medical treatment or advice in the 6 month period immediately prior to ~ecoming insure{;~~4er_:ihis plart ... thiS'_ exclusion will no longer

.apply after you have been insured underthJsplari for 12 consecutive months. ·. The aboy~ applies to Life and,:LonfTc'rrrt·pf~~hility coverages only.

. . '~~:. . :fjJ;~~~~:-: . . -~~: "f:'~:_:;~- ·~:· ~~~~:_.t~! .-(:·_

Rtstri(tion on Rtjoining tht Program

If the rnember housing co-op. cancels coverage they wtll not be allowed to rejoin the plan for a period of three years.

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• • YOUR GROUP BENEFIT PROGRAM

We are pleased to present to you a summary of each of the coverages provided by your employer. This booklet is designed to answer the most common questions regarding your group hcnefits program.

Wlw is eligible to e11roll?

All full-timt..· c.:mpl_oyccs who work a minimum of 15 hours per week. arc ac.:li\'cly at work. han: c.:omplctcd 3 or n months or continuous service (as shov.-·n on the Employer Application form). and arc under the age of 65.

HoK' do I apply?

By completing a Co-operator's group enrollment card provided by your employer, within one month of becoming eligible.

Are my depe11de11ts covered?

Yc'i. the hc.:nl·lit plan includes family coverage for extended health and dental hcnclits. provided your dependents meet the definition of a dependent as outlined helow. Coverage for your dependent's becomes effective_ the same date your coverage is effective. or the date the indi.vidual becomes a dependent.

Wlto is a depe11dellt?

Your legal spouse or common-law::sp()USe (same or oppo~ite sex, provided the :'':·con1r1mn~1aw spouse has resided with yoiffor·amiriimuin.'ofl2 months).

:, <.:.-·-. z.,.i~ · ·,.' .. ';_; .. _: .. · .. .::;iL;-~· ·, ·;<'·· ·r ... ··: =. :. · • ::~r· ·· ··.·. ·Your unmarric<fdependeni children ',who a~ 11ot ~orking rJu~~time:

between the ages of 24 hours and 2 I years:

up to attainment of their 25th hirthday who are in full~timc attendance at any accredited educational institute;

of any age who are suffering from a permanent mental or physical· infirmity and are wholly financially dependent upon you and who became disabled

· while otherwise eligible under· either of the above two. · '' ·!

* No person will be considered_ a dependent if they reside outside of Canada­unless they are a full-time st~:~dcnt, and normatly reside in Canada.

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* Your nat. born children who do not resi.with you can be considered eligible if you claim them as eligible dependents on your Income Tax form.

When do my employee benefrJs terminate?

Your insurance, under each coverage, terminates automatically at the age specilied in each henelit explanation. retirement date or your retirement on pension. Other reasons for termination of insurance arc termination of your service as an employee. termination of the master policy or cessation of premium payments.

Your dependents' coverage terminates when your coverage terminates. or when the dependent no longer is a dependent.

... How do I submiJ a c/Qim?

Claim forms are available from your employer. Upon completion all claims, with the exception of prescription drugs, should be sent to:

Group Claims Department The Co-operators 1920 Co IIese Avenue REG IN A. Saskatchewan S4P IC4

Extended health care claim forms must be accompanied by receipts which give sufficient detail to assist in the seule.ment of the claim. Where your government health insurance plan provides a grant for covered medical services and supplies.

,,}'Qu .J11USt also submit a copy of your grant notification. Dental claim forms tnust :,.~:be completed by you, your employer and your dentist. and a separate form is ,:[rcqu.ired for each person seeing the d~ntist. · · ·

Is pre-determination of certain b!!llefits necessary?

We recommend that for dental treatment likely to exceed $400.00 and medical treatment likely to exceed $400.00, a· detailed treatment plan should be submitted to The Co-operators before the treatment begins. This procedure will identify the cost you may be responsible for and will provide you with an opportunity to seek an alternative course of treatment if necessary. ·In order for benefits to be paid, you must be eligible for coverage on the date the expense is actua~_ly in~urred.

:•:.~f',,: •'w; ···'" ~ ••• ·_; : .• ~}~:.1'.1• f; ~.;';·,•: . . . .. 1~

• • Conversion Privilege

· I On termination of your group life insurance prior to age 65, you may obtain an individual policy with Co-operators Life Insurance Company without providing evidence of good health on the Ordinary Lire Plan. Limited Payment Lire. Term to Age fi5. or One Year Term Plan (non-rencwahle) at The Co-operators' regular rates.

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t•

This individual pqli<.:y will he limited to the lesser or $200.000.00. or the dirfcrence hctwccn the amount of insurance at the time of your termination and the amount of insurance for which you arc cligihlc under a new group contract. at the time you arc exercising your right to convert.

If you arc age 65 or over. you shall only be entitled to have issued a Whole Lire · Plan.

The individual policy will be issued only if application is made within 31 days after your termination.

Your life will continue to he insured during the 31 day conversion period· whether or not you apply for conversion.

THE INFORMATION CONTAINED IN THIS BOOKLET IS FOR GUIDANCE ONLY. YOU MAY NOT BE INSURED FOR ALL

BENEFITS DESCRIBED IN THIS BOOKLET. PLEASE KEEP THIS IMPORTANT DOCUMENT IN A SAFE PLACE FOR FUTURE

.. ,</: .. ~:REFEllENCE. ,. . .... . - :: ; ._ •' ~ .. - .

. , .. f ~- ,• . ' : ·: ~ ,, ·."'"• •.

We ·ask ·that you'review the information·containe~ in thi(booklefto obtain an understanding of your group . benefits program. The ma5(er contract G. I 013 issued by Co-operators .Life Insurance. Company to ONTARIO NON-PROFIT HOUSING ASSOCIATION. shall be the .·final basis for the settlement of all claims.

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• • BASIC GROUP LIFE INSURANCE

The amount of insurance below will be payable to your beneficiary upon your death.

Each employee under 65 years of age

Each e mployec 65 years of age or older

2 times your salary to a maximum henelil of $100.000.00 rounded to the nexl highest $1.000 if not already a multiple thereof.

5CVk of the amount in effect on your 65th hirthday.

If you hecome eligihle for an increase in salary, which exceeds 15Ck. you may be required to suhrnit health evidence prior to receiving an increased amount of insurance. You are required to suhmit a written application on forms provided by the Insurance Company and the increased amount of insurance will not take effect until the application has been approved in writing by Co-operators Life.

* Your salary means your regular monthly salary, not including honuscs, commissions or overtime.

Lh·ing Assistance Benefit

The living assistance benefit is available as an advance payment of your Basic Life Insurance lO help mecllhe medical or other health and welfare expenses of terminally ill employees under age 65. ·

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Application for this bCnefit must be approved by your employer and The Co-.o~rators will · confirm ·that .· medical evidence meets the program's ·

. -: .. :requirements before ;approving payment. · · · . i~~~> . : ··:'""·•';. ·.1 •)' -~:. .·:,. { ~

·. :iThe .amount- of money available ·as a living benefit payment is SOCK of your Basic Life Insurance benefit. to a maximum of $50,000.00.

Exclusions

No basic group life insurance will be paid for loss of life which is caused by or results directly or indirectly from any sickness, injury or disease for which there. were symptoms or for which you received medical treatment or advice in the 6 month period immediately prior to becoming insured under this plan. This exclusion will no longer apply after you have been insured under this plan for I 2 consecutive months.

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• • Total Disability Waiver of Premium

Should you become totally disabled for more than 9 months prior to age 65, the amount of your life insurance will continue without payment of premiums until age 65. or recovery. providing satisfactory proof of total disability is suhmiucd In the insurance company within 12 months from the date of disability.

Submitting a Claim

Th~ tirnl' limit \\'ithin which a grour lifl' insurann: claim must he made is I XO days from the date of d~alh.

Termination Age

Your basic group life insurance benefit terminates at age 70.

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l • • ACCIDENTAL DEATH AND DISMEMBERMENT

The amount of insurance below will be payable:

to your beneficiary (in addition to the hasic group life insurance amount) if you die hy accidental means:

to you for loss of sight and/or hearing:

to you for accidental dismemberment or paralysis.

If death. dismcmhermcnt. loss of sight or hearing is caused hy an acciucnt prior to age 70 and occurs within 365 days of the accident. payment wi II he made as follows:

Loss of:

Life, or both hands or both feet, or sight of both eyes. or loss of one hand and one foot, or loss of sight of one eye and either one hand or one foot, or loss of usc of both hands, or loss of use of both arms; or loss of usc of both legs, or loss of use of one hand or arm.and one leg. Or total paralysis of both lower limbs, or total paralysis of one side of body. or total paralysis of all four limbs.

~,:.~ Loss of one hand, or loss of one foot, or loss of one arm. or lo5s of one leg, or loss of sight of one eye, or loss of ·use of one hand, or loss of use of one arm, or loss of use of one leg.

Loss of thumb and index finger of the same hand, a loss of speech, or loss of hearing in both ears.

Repatriation Benefit

For loss of life outside your province of residenc¢. The Co-operators will pay the cost of~he preparation and shipment of .... the body back io'youtprovince·orresidence~ ·

Amount

I 00% of your basic group life insurance henctit.

50% of your basic group 'life insurance benefit.

3 1/3% of your hasic group life insurance benefit.

10,000 maximum benefit.

. I • Rehabilitation Benefit

If you sustain an injury which results in a loss payable under this provision, and the injury requires that you undergo special training to he qualified to engage in a special occupation lhat you would not normally have engaged in except for such injury. The Co-operators will pay for such training. Howc\'cr. no payment wilt he made for room. hoard or other ordinary living. travelling or c1othing expenses.

• $10,000 maximum benefit limited to within three years from the date of the accident.

· ~ Limitation '

If one accident results in more than one of the losses above, payment will not f exceed 100% of the basic group life insurance benefit.

Exposure

If you arc exposed to the clements following the disappearance. forced landing. slranding. sinking or wrecking of a conveyance in which you were an occupant, such exposure shal1 be deemed a bodily Injury by accidental means.

Disappearance

If your body has not been found within one year of the. disappearance, forced ·•· landing. stranding. sinking or wrecking of a conveyance in which you were an

occupant. then it shall. be deemed that you suffered loss .of life within the meaning of this coverage.

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·Exclusions

No payment will be made for any .loss caused by. resulting from or related to any nf the following:

suicide or sclf-innicted injury, whether sane or insane~ insurrection or war (whether war be declared or not), or any act incident to either, or participation in any riot; active (ull-time service in the armed forces of any country: travel or night in any aircraft. or descent from such aircraft, if the insured individual is a pi1ot or member of the crew of the aircraft, or if such night is made for purposes of instructi.on, training or testing; . committing. attempting or provoking an assault or criminal offense.

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Total Disabi~ Waiver of Premium •

Should you become totally disabled for more than 9 months prior to age 65, the amount of your accidental death and dismemberment coverage will continue without payment of premiums until age 65 or recovery. as long as this policy remains in force. providing satisfactory proof of total disahility is suhmitted to lhe insurance company within 12 months from the date of disahility.

Termination Age

Your accidental death and dismcmhcrment heneliltcrminates at age 70.

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• • OPTIONAL GROUP LIFE INSURANCE

In addition to your basic group life insurance, you may wish to apply for an additional amount of group life insurance for both you and/or your spouse by completing the application form provided by The Co-operators. If your application is approved, coverage will take effect the first day of the next month. The Co-operalors will be responsible for any medical fees incurred· for information required in order to proceed with your application.

The amount of insLiram:e shown hclow is availahle for your selection.

Each employee and/or eligible spouse

Units of $10.000 to a maximum of $200.000.00

Total DisabiBity \\'ah·er of Premium

Should you become totally disabled for more than 9 months prior to age 65. the amount of your optional group life insurance will continue without payment of premiums until age 65 or recovery and as long as this policy remains in force. providing satisfactory proof of total disability is submitted to the insurance company within 12 months from the date of disability

Exclusions ·

This benefit is not payable where the cause of death is suicide occurring within two (2) years from the date your coverage became effeetive.

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Termination Age ..... : . ' . ~

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Your optional group life· ins·uranc~ bencfitterminates·'at~ge"7o.· . - ·. ' . ' \ . ·'

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I • • WEEKLY INDEMNITY

The purpose of this benefit is to provide coverage should you become disabled as a result of injury or sickness, require the attendance of a specialist, and are unable to perform the usual and customary duties of your occupation.

Your hcnelit is determined as follows:

Each employee 66.7(/c of your weekly' salary to a maximum v.·eddy benefit of $642.<K>.The henelit may he reduced such that income from all sources. including this hcncfit. docs not exceed 85c/c of your pre-disability gross salary (net salary if you paid the entire premium and the bene lit is non-taxable).

Your hcnefit will commence on the 151h calendar day if disability is due to

injury, sickness or hospitalization.

Benefits will not be paid beyond:

the end of the 151h week for any one period of disahility. or

the date of your 701h hirthday, or

- . retirement, or the date you withd~aw or elect to receive pension funds, or ' ...

the date you engage in any work or occupation, or

the date y<;u fail to furnish satisfactory evidence ~f tot~l disability or refuse to ,submit to a medical ~xamjnation by. a physician chosen by the insurance

· company,

whichever first occurs.

Successive periods of disability arising from the same or related cause and separated by less than four weeks will be treated as one period of continuous total disability.

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• • Benefit Adjustment

At the time of a claim, your weekly indemnity benefit will be reduced by any disability benefits you are entitled to receive from the Workers' Compensation Act. Canada Pension Plan or Quebec Pension Plan. any criminal injuries compensation legislation and any automobile insurance act. The reduction will not include any additional amounts payable for dependents or cost of living mcreascs.

If ncn:-.;sary. your weekly indemnity hl'lll''~' will he further adjusted so that your total income will not exceed 8Yfi of yow pre-disability gross salary (net salary if your benefit is non-taxable). This applies to disability benefits from any other source including: pension plan; employer funded salary replacement: other insurance plan whether group or association; damages for loss of income which arc payable from any legal action; employment income other than from an approved rehabilitation program; and severance.

Third Party Liability

If you become totally disabled due to an injury or disease for which a third party is, or may he legally liahlc. hcnclits will he paid when you sign (and, submit tq The Co-operators) a reimhurseme~t agreement. i

You \\·ill he required to reimhursc _the insurance company for benefits received io accordance with the terms and conditions stated in the reimbursement agreement. .

You·· must obtain · the written conse.nl of. the insurance company · before compromising or. senling the acti_on or.eause of action ·with the third party. Failure to do so may disentitle you to any future benefits under this policy. .

Total Disability Waiver of Premium

Premiums will be waived while you are rece1vmg disability benefits commencing with the first premium that falls due after the first benefit payment is eligible to be made.

Exclusions : ' .· ..

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No benefit will be payable for: ·"'.

a. · any period of disability covered by The Workers' Compensa~ion Act or any similar legislation. · ·

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b. • • any disability resulting from or caused by:

- intentionally self-inflicted injury, while sane or insane;

- insurrection, war or hostilities of any kind, whether decktred or not:

- riot or civil commotion, regardless of wheth<.:r you wcr<.: participating:

- injury occurring while cornrnilli ng or attempting to commit a criminal offense:

- medical or surgical care which is cosmetic in nature or m<.:Jical care or surgery that is not medically necessary. Howcn~r. perioJs of disability due to the donation of an organ or tissue will be cover<.:J:

- use of drugs or alcohol unless you arc being actively supervised by and receiving continuous treatment from a rehabilitation centre or an institution provincially recognized for that treatment.

c. any disability if:

- as a result of injury or sickness for which a third party is liable. except as provided for in the third party liability section:

- you arc not under the continuous care and treatmcnt of a physician who is certified by the Royal College of Physicians and Surgeons in a speciality appropriate to your sickness or injury; .

. .· .. ., .:_

-:_ you are imprisoned;-

- you are on maternity lcave. parental leave or any other leave of absence.

d. No furthcr benefits will be payable from the date you refuse to participate in a rehabilitation program which is considered appropriate by the insurance company.

Submitting a Claim

The time limit within which a weekly indemnity claim must be made is 90 days from the date the insurance company is liable .

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• • Termination Age

Your weekly indemnity benefit terminates at age 70.

Note: All benefits received will he taxable, unless 100% of the premiums arc paid by you, in which case it will he non-taxable .

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~ i • • LONG TERM DISABILITY

The purpose of this benefit is to provide coverage should you become totally disabled as the result of an accidental injury or illness and are unable to work at your own occupation for wage or profit.

Your benefit is determined as follows:

Each employee flfl. 7'h of your monlhly salary to a maximum monlhly hcnelit of $2.7XO.OO. The benefit may he reduced ... uch Lhat income from all sources. including this benefit. docs not exceed X5'h, of your pre-disability gross salary (net salary if you paid the enlire premium and the bcncfil is non-taxable).

If you qualify for an amount of insurance in excess of $2,780.00, the benefit may be increased to a maximum of $5,000.00 provided evidence of good health is approved by The Co-operators.

Benefits will commence on the later of:

the I 20th day of continuous/consecutive disability, or

the day following the end of a period during which you are receiving Weekly Indemnity Benefits.

You are eligible for benefits for a one year period from the end of the elimination period if you are unable to perform the usual and customary duties

.:: of your occupation. Thereafter. benefits will continue only if you are unable to perform the duties of any occupation for which you are able or may reasonably hccome able by means of education, training or, experience.

In no case shall a benefit be paid beyond:

the date of your 651h birthday, or

the, date you arc no longer totally disabled, or

retirement, or the date you withdraw or elect to receive pension funds, or

the date you engage in any work or occupation other than rehabilitative employment, or

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• • the date you fail to furnish satisfactory evidence of total disability or refuse to submit to a medical examination by a physician chosen by the insurance company, or

the dale you refuse lo parlicipale in a rehahililalion program considered appropriale hy lhe insurance company. or

whichever firs! occurs.

Succcssi\'e periods of disahiliry ar1"1n~ from lhe same or rclaled cause and separaled hy less lhan six monlhs will he lrcalcd as one period or conlinuous tolal uisahiliry.

Benefit Adjustment

At the time of a claim. your long term disability benefit will he reduced hy any disability benefits you are entitled to receive from the Workers' Compensation Act, Canada Pension Plan or Quebec Pension Plan. any criminal injuries compensation legislation and any aulomohile insurance act. The reducrion will nol include any addirional amounts payable for dependenls or cosl of living Increases.

If necessary. your long term disahility benefit will he further adjusted so that your total income will not exceed RSCk of your pre-disability gross salary (net salary if your benefit is :non-taxable). This applies to disability benefits from any other ·source including: pension plan; employer funded salary replacement;

· other insurance plan whether group or association; damages for loss of income which are payable from .any legal action: employment income other than from

· a·n approved reha_hilitation progr~m~ and severance. "; · · . ·--~:·~;.- .. i._~:,·~.-:·.~ .... ~ ;·.... .';.

Rehabilitation Program .

Following a period for which hencfits have been payable, you may he able to return to work ·on a part-time basis~ The Co-operators will pay the applicable hcnefit less 50% of the amount earned hy your rehabilitation program. or the benefit will be reduced to the extent that you are not receiving in excess of I OO'k of your pre-disability salary (net salary if your LTD benefit is non.­taxable). This will not extend hcyond 69 weeks from the date of disability and

· will not extend the period for which you would otherwise have been entitled to benefits. Your benefits_:· will :~ease .if · you refuse ~to.· participate in any

· rehabilitative program considered appropriate by the insurance company. ~ ~. . .. - ·i:.., .

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Total Disabi. Waiver of Premium •

Premiums will be waived while you are receiving disability benefits commencing with the first premium that fal1s due afler the first benefit payment is eligible to be made.

Third Party Liability

If you become totally disabled due to an injury or disease for which a third parly is. or may he lcg.ally liable. benefits will he paid when you sign (and submit to The C<H>perators) a Rei mhursement Agreement.

You will be required to reimburse the insurance company for benefits received in accordance with the terms and conditions stated in the reimbursement agreement.

You must obtain the written consent of the insurance company before compromising or settling the action or cause of action wilh the third party. Failure to do so may disentitle you to any future benefits under this policy.·

Exclusions

a. No benefit will be payable for any disability resulting from or caused by:

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- intentionally self-inllicted injury, while sane or insane;

insurrection, war or hostilities ofany kind;

- riot or civil commotion regardless of whether you were participating;

- injury occurring while committing or attempting to commit a criminal ·offense;

- medical or surgical care which is cosmetic in nature or medical care or surgery that is not medically necessary. However, periods of disability due to the donation of an organ or tissue will be covered;

use of drugs or alcohol unless you are being actively supervised by and receiving continuous treatment from a rehabilitation centre or an

.. · ~, i.nstitution provincially recognized for that treatment;

- injury or sickn~ss for which a third pany is liable, except as provided for in the third pany liability section.

• • b. No benefit will be payable for any disability if you are imprisoned or if you arc not under continuous care and treatment of a physician who is certified by the Royal College of Physicians and Surgeons in a speciality appropriate to your sickness or injury.

c. No benefits will he payable during any period that you arc on maternity leave. parental leave or any other leave of absence.

d. Any sickness. injury or disease for v.:hich you received medical treatment or advice in the() month period immediately prior to becoming insured under this plan: unle\s, you have hcen covered under this plan for a period of at least 12 months and have not heen absent from work due to the pre-existing condition for more than I 0 days during that 12 month period.

Submitting a Claim

. ·t · The time limit within which a long term disability claim must be made is 90 days from the date the insurance company is liable.

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Termination Age

Your long term disability benefit terminates at age 65.

Note: All benefits received will be taxable, unless 100% of the premiums are paid by th~ employee, in which case it will be non-taxable.

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• EXTENDEDHEALT.ARE

This benefit has been designed to provide additional medical benefits resulting from the treatment of illness or injury which are not assumed under a province's basic medical plan. Coverage is provided to both you and your eligible dependents.

Pay Direct Drug Card

The co-payment amount. per prc~cription. will he equal to the pharmacy c.l ispL·nsi ng fcc. ·

Deductible

There will be no cash deductible on any covered charges incurred.

Co-insurance

The Co-operators will pay IOOlk of the covered charges.

Coverage !\faximum

The maximum reimbursement per insured person is $500.00 for prescription drugs for the first twelve months of coverage from the date the employee becomes insured and will be unlimited for all other covered expenses except as defined under the benefits section. ·

For' any one out-of-country accident or illness the maximum reimbursement will be $1.000.000.00. regardless of the nu91ber of years for which expenses· are incurred.

The plan covers the following:

a. Emergency Out-of-Coulltry Charges for emergency care while travelling outside of Canada including:

charges for ward accommodation in an acute care hospital

charges by a I icensed physician

charges. for services aod supplies while in an acute care hospital

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• • charges for x-rays and lab tests related to emergency care rendered without hospitalization

These charges are not subject to any deductible or co-insurance amounts. All charges must he reasonable and customary for the area in \vhich the expense was incurred and must he eligihlc at least in pan for reimhurscrncnl under your government health insuran-..:e plan. Reimhurscmelll is limjtcd to emergency care only. meaning an unforeseen sickness or injury requiring immediate attention and docs not indudc monitoring of a stahili1.ed condition or any period of time after you arc medically ahlc to return to

your pro\·incc of rcsiuence. The period of -..:on:ragc will he limik'd to a maximum duration of 90 days from the date of (h.·parturc anu will not iridudc travel for the purpose of taking up residence or temporary n:siden-..:c outside of Canada or any period while so resident or temporarily resident.

If you arc referred hy a physician to an acute care hospital outsiuc of Canada for care for which there is no medically sufficient alternative in Canada and prior approval was obtained from your government health insurance plan. or if you have a dependent who is a full-time student outside of Canada. reimbursement will he limited to what would have heen reimbursed if the services had been provided in your own province of residence.

h. Ollt·Of-Hospital Nursilzg Services

c.

Charges made for private duty care given hy a registered graduate nurse (R.N.) certified . nursing assistant (C.N.A.) registered nursing assistance (R.N.A.) .or :licensed, practical .. nurse (L.P.N.) .that is necessary for the medicalireatment of sickness or injury. The care must be the type that can only be performed by an R,N., C~N.A., R~N.A.,L.P.N. and does not include homemaking or companionship duties. In no event will charges. for private

, duty nursing services be paid for,servicesperformed i.n:-hospita1. or \vhen the nurse normally resides in the patient's home.

The maximum benefit ·payable for any person is $5.000.00 per calendar year .

Practitiollen Charges for the services of .the following praclllloncrs. when treating sickness or injury, arc covered to the maximum benefit of $500.00 per .person in any calendar year for each service:

Osteopaths. Chiropractors. Podiatdsts. Naturopaths. Physiotherapists, Psychologists, Speech Therapists. Acupuncturists and Massage Therapists.

• • Services of Physiotherapists, Psychologists, Speech Therapists or Massage Therapists must he prcscrihcd hy a Physician. The practitioner must he duly qualified, registered, and practicing within the scope of the appropriate license. The charges include x-ray examination when necessary.

Charges hy a general praclil.inner or specialist in excess of the amount allowed under the government heahh insurance plan. provided the payment of these charges is not prohihilcd hy provincial legislalion. Where a Physician has opled oul of the government health insurance plan. only those expenses in exce..;s pf what woulu have hcen allowed hy lhc government health insurance.: plan will he covered.

For Employees in Ontario - No hcnefits shall he payable for Chiropractor or Podiatrist expenses incurred while you arc entitled to these benefits under the Ontario Government Health Insurance Plan (OHIP). Once the OHIP hcndits arc exhausted. benefits shall he payable under this provision as stated.

d. Optnmetri.'il/Ophtlza/mo/ogist Services Charges for eye examinations hy an optometrist or ophthalmologisl provided no part of the cost is cove~ed hy the government health insurance plan. limited lo I examination in a 24 month period (I examination in a 12 month period for dependents under 18).

c. Ambult;mce Services . . Charges for. amhulance service. including where medically necessary •. the fare ofone attendant. ·. · ·. · ·

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L. Out-Patie111 Hospital Services ;._:., . · ~· ·. ;,l.,. ·.Charges .made by·,a hospital while the .. covered person is· an out-patient for

··· the following services and supplies: · .

a) usc of an examination room. · b) drugs. obtainable only by prescription. dressings or casts and c) anesthesia in connection with the performance of a surgical procedure.

No benefit will be payable with respect to charges made by a resident Physician or intern of a hospital or for charges incurred while the covered person is entitled to similar benefits under the government health insurance plan. . .. ·.

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• • g. Drugs Charges for drugs, insulin, serums, vaccines, oral contraceptives and intrauterine devices that can only be ootained oy a prescription from a Physician, Surgeon or Dcnlist and dispensed oy a registered Pharmacist. Any and all anti-smoking ag~nts notained oy prescription will be payaolc to a lif~tim~ maximum of$100.00 per person. No o~nelit shall he payahle for over the counter mediein~s. anli-oocsity tr~atmcnts. health foods. \·itamins cunlcss injected), Rogaine whl·n us~d for the treatment or hair loss. fertility drugs or any fees for the administration of s~rums. \"i.t<.:cines and injectahlc drug-.. No co\·crage will he provid~d for drugs pr~scrihed for the tr~almcnt of erectile dysfunction CEDI. Dispensing limitations arc not to l'XcccJ a lJO tby supply. Rcimhurscmcnt will h1..· hy the way of a pay-dir~ct drug card plan (to which a co-pay equal to the dispcnsi ng fcc wi II apply). except for anti-smoking agents, which will he reimhursed by The Co-operators.

h. Diabetic Supplies Charges for diabetic supplies including syringes, lancets and blood test strips (excluding cotton swabs and ruhhing alcohol) are covered to a maximum of $1,000.00 per calendar year per covered person .

1. i\ledica/ Services a11d Supplies

J.

When ordered hy a Physician in connection with the treatment of a covered person. the charges for the .provision of anesthesia. oxygen. blood and hlood products. This will also include x-ray examinations where not covered hy the government heahhinsunincc plan.

Devices . . The initial. charges:''~ for (but. not the; repair. or ... replacement) any of the Joll(,wing {let: accid~ni Qr" injury.:· crutches:' ·;sp.lints. canes, casts. bracc;s .·(c:\cluding dental braces), when prescribed by a Physician. Replacement of .. .a device ',reqtiired 6illyif due to a ·change ·in the covered. person ·s physical' . condition. · · ·

k. Eq11ipmelll When medically necessary and when prescribed by a Physician. orrhopcdic shoes and special foot appliances which are speCially designed and molded fur the covered person, shall be covered to a maximum of $300.00 in any one calendar year. ·

Charges for the rental of, or at the ·insurance company's option. the purchase of (if the company determJnes thai the <;ost of purchase is less than the anticipate4 .. totaf.Fost'ofrcntal): a manual.~heelchair. a standard hospital bed (excluding electric hospital beds). Where the insurance company deems it necessary. a motorized wheelchair may be substituted.

• • These charges will only he allowable if approved and prescribed by a Physician and if they are required as the result of a bodily injury or sickness which occurred while insured under this policy or a previous policy which was replaced hy this policy.

Charges for the rental of. or at the insurance company's opr.ion. purchase or the following therapeutic equipment. pro\ idcd the equipment is appro,·ed and prescribed hy a licensed Physician and required due to a pro\cn medical condition:

- diahctic monitoring and administration equipment, - transcutaneous nerve stimulator. - cervical collar. - aerosol equipment, - mist tents and nebulizers (excluding humidifiers and vaporizers), - traction apparatus. - mozcs detector. - apnea monitor. - peak flow meter.

Coverage for any therapeutic equipment will he subject to 50<k co­insurance and the lifetime maximum for any co\'ered person will he $1.000.00 for any one or like piece oftherapeutie equipment.

Charges for the initial placement of non-myoelectric limbs. artificial eyes maste~tomy forms including two surgical bras in.one calendar year. .

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""'' · .. physical change in the covered person necessitates the replacement. mastectomy forms once every five (5) years where medically necessary.

I. · Accidental Dental Work Charges for dental work performed hy a dentist due to damage to natural teeth where the damage was caused by an injury. caused solely through violent, external and accidental means. This treatment must he performed within one (I) year of the date of the injury and must be the least expensive that will provide a professionally adequate treatment. The charges incurred

. Wilf n(lt exceed the current Dental Association Fee Guide for General > •• J' -''1 ' .; ' I •,:.• ' J < •

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• • m. Laboratory Expenses Charges, in excess of the amount allowed under the government health insurance plan, for diagnostic laboratory and x-ray expenses performed hy a legally qualified person excluding charges for services provided by a Physician in the course of the private practice of medicine.

n. Hearing Aids Charges for the cost of. repair (excluding hatteries or routine maintenance ol-, and installation or a hearing aid(s) purchased on the \Hillen re~:ormncndation of an audiologist. suhject to a maximum hendit or $500.00 in any 5 calendar years.

n. Ostomy Supplies Charges for essential ostomy supplies including irrigating sets. hags, deodorants. pads, adhesives, or skin creams. Charges for catheters and urinary kits arc also covered.

p. Hairpieces Charges for the purchase of a hairpiece following chemotherapy or surgery where the head was shaved. limited to $200 per covered person per lifetime.

q. Visio11 Care The charges for the purchase of lenses, frames, or contact lenses when prescrihed by a licensed optometrist or ophthalmologist will be covered. This coverage is not subject to any deductible ,or co-insurance provision.

The following limitations and exclusions shall apply:

The maximum reimbursement shall be $10<UX) in ·any 24 consecutive months per ·covered jlcrson ($50.00 maximum .reimhu(sement for frames). The "date dispensed" is used -to determine payment of this benefit.

Payment will not be made for sunglasses. or any other form of eyeglasses which do not provide for the correction of one·s vision.

Limitation and Exclusions

This policy docs not cover charges incurred for, caused by or contributed to by:

medicat·c:xamination for the use of a third party:· • ! t ... "' ···; t: ~ . . ' ' .

any care. service. or supply in conneeti~n 'with a change in gender;

obtaining further medical information regarding claims for covered expenses. or any expenses incurred for the completion of claim forms:

• • a Physician or other health practitioner for travel, broken appointments or communication costs;

charges which arc no! pcrmittc'c.J hy law/legislation for the insurance company to co\'cr. Any changes to provincial legislation or the go\·crnrncnt health insurance plan \\ill not automatically result in a change of coverage provided under this polky:

co,mctic suqlL'ry. s~..·n icc" or treatment which arc not necessary for treatment of a sickness or injury.

:·~ the failure of any co\·crcd person to make claim for and receive hcndits within the time and in the manner prescrihed under or pursuant to the gon:rnmcnt health insurance plan to which they are entitled. If a covered person is not a member of a government health insurance plan by reason of having opted-out. or for any other reason is not a member of a government health insurance plan the employee will be deemed, for the purposes of this policy. to he a member of the government health insurance plan:

extra charges which may result due to the physician opting-out of the go\·ernment health insurance plan:

bodily injury resulting directly or indirectly from war or act of war. insurrection. riot, hostilities of any kind, Or when a COVered person IS a member of the armed forces of any government;

• any c~imina_l offense;

· \ "~~icide or attempted suicide;

charges in excess of what is reasonable & customary in your province of residence;

expenses for which no charge would ordinarily he made if there were no insurance coverage;

the renovation or alteration in any physical way to a covered person's residence, vehicles, or ·place of business, including the filtration or purification. whether mechanical or electronic. of air, water or other cnyironmental factors;

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• • the repair or alteration or any prosthetic device incurred arter the initial placement and fitting or charges incurred due to the replacement of any prosthetic device unless the replacement is due to a change in your condition;

anti-ohesity treatment including drugs. proteins and diL·tary or food supplements whether or not prescrihed l(lr a medical reason;

the purchase of a myoelectric controlled prosthetic. Ho"·cvcr. the in~urance company will ·pay an amount equal to the rcasonahk and cu-..tnmary charges of the non-myoelectric prosthctil's device.

charges for any method of contraception other than oral contraCL'ption or intrauterine devices~

any henefit otherwise payable under this policy will be reduced by any amount the covered person received or is eligible to receive from:

- the government health insurance plan. - Workers· Compensation Act. - any government hospital. medical. dental or health care plan. whether

payahle or not.

Where the government health insurance plan provides a grant in lieu of actual reimbursement for medical services and supplies. covered persons will be deemed to have received the maximum grant available unless their "grant notification" states otherwise. Benefits will be payable as stated und~r this· plan once. an amount equal to the grant has been spent on the cove_red expenses for which the grani was intended. ·

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Where payment is available.· under a charitable organization or any other plan, it will be made as per the co-ordination of benefits provision ..

charges for experimental medical procedures or treatment not approved hy the Canadian Medical Association or the appropriate medical specialty society~

charges not specified in the list of covered eligible medical expenses.

Third Party Liability

If you or youi"dcpendent are eligible fbr re~mbursement of medical expenses for which a third party is. or may be. legally liable. expenses will not be reimbursed under this policy unless you or.your dependent agree to repay The Co-operators the• full :unnunt (lf the• c' x nc•nt.;t''\ rt•imhur,..t•d from I ht.• third nart v.

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• • Co-ordination of Benefits

If you have coverage under more than one plan, benefits will be co-ordinated so that the amount payahle from all plans will not exceed 100% of the actual allowahlc expenses.

Survivor Benefit

In the en~nl or your death. your dependents will continue to receive these hcndih. wilhout paymcnl of premiums for a period of 2 years. pro\idcd l.he dependent doc' nol hecome cligihlc for hencfits under any olhcr group insurance plan as either an employee or dependent and the dependent remains eligible as de lined.

Emergency l\·1edical Travel Assistance Service

The emergency medical travel assistance service provides you and your eligible dependents with 24 hour access to medical assistance in the event of an emergency covered by your extended health care group benefits plan.

If a medical emergency arises while travelling. notify the emergency medical travel assistance service \vi thin 48 hours following your emergency:

Canada and U.S.A.

From other Countries

Fax

1-(888 )-440-2667

1·(604)-637-1050 (call collect)

' 1·(604)-639-8859

!.fAILURE TO NOTIFY THE EMERGENCY' ASSISTANCE SERVICE WITHIN '

:48 ;HOURS FOLLOWING YOUR EMERGENCY ADMISSION TO A HOSPITAL

WILL LIMIT THE BENEFITS PAYABLE. ·.

The following information must be provided when you call the emergency medical travel assistance service:

your name and location:

your company/employer name (group name);

your group policy number. account number and your Personnel Identification Number (PID#); ~ · ·, . . : . ' .. . . . " ., . . . ~ . . ... ' .:· ~

:;.,:.~~.; .• ,.-. ~ . .?·:, .. ': :·- \.i t :.__ -~~ • . • ~-.:.· • ~-. ..·! . ,.f:~,:; ·-. lhe speci fie details· regarding ;your emergency.

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• • When your coverage has been coQfirmed, a qualified representative will:

assist you in your medical emergency by giving advice, referring you to local doctors, and by giving the location of hospitals or other medical facilities in the area;

confirm your medical coverage lo doclors. hosritals or any olher rnn idcrs of mcdical sen·ices:

nwinlain cnnlacl wilh lhe lrealing physicians:

make an advance payment to a medical facility nr doctor. if required:

supply details of your condition to your family. or employer. upon your request.

Identification information is found on the Medical Travel Assistance Identification Card issued to each insured employee.

The travel assistance service also provides additional surport to travellers including:

legal referrals; referrals to English speaking doctors; Consulate and Einbassy references, and telephone assistance with interpreters.

Limitations

Snme of the services outlined may be limited or suspended ·in the e\;ent of circumstances beyond The Co-operators· control.· such 'as war, insurrection, · furdgn hostility, riot. rebellion, military uprising. labour di~turbances. marshal law. strikes. nuclear accidents. or acts ·or God.

Assistance is limited to the terms. conditions and limits in the policy currently in force.

Pre.ferred Vision Services (PVS)

Your e~tended health care plan also provides you with access to discounted products through selected vision care practitioners. Determine the participating practitioner nearest you by calling the PVS information cen.tre toll free number: 1-800-668-6444. Identify yourself to the practitioners as a PVS member by presenting your PVS card. ·

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• • Submitting a Claim

The time limit within which an extended heallh insurance claim must he made is

I year from the date the expense is incurred. If this coverage terminates. :Jil

claims must he suhmitted within 90 days from the date of termination.

Termination Age

Your extended health can: henefils terrninah: at age 70 .

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tt DENTALINSURAN~ This benefit is designed to promote good dental care at a reasonable and level cost.

Deductible

There \\·ill he no cash c.Jec.Juctihle on any covered charges incurrec.J.

Co,·erage l\laximums

lkndits will nol exl:eec.J the current schedule of fees for general prc.h.:titioners. as determinec.J hy the College of Dental Surgeons in the province in whid1 you reside.

The maximum reimhursement per calendar year for Plan A & B combined will not exceed the amounts per person indicated in the following schedule:

Basic services: . } $500 for the first 12 months of ~overage, thereafter f..fajnr restorative services: $1.500 per calendar year

Alternate Benefit /

\\'here there are two or more courses of treatment availahle to adequately correct a dental condition. reimbursement may be based on the cost of the least expensive treatment. (The alternate benefit is in no way an attempt to change a trcutmcnt plan. The choice of the treatment is a matter for agreement solely hctween the patient and the dentist) ..

· Plan A • Basic Se"ices

The plan will cover I 00~ of the following eligible charges:

Examinations are limited to I recall exam each 6 months for children up to · age 18 and 9 months for those 18 and over. Exams, other than a recall or

complete oral examination, once every 12 months.

A complete dental examination is covered once only with any one particular dentist. and only once in a 36 month period if the dentist is changed.

- . Full mouth, or complete series X-rays covered only once in a 24 month period and two cavity-revealing X-rays (bite wings) are covered once in a 6 month period for children up lo age" 18 and 9 months for covered persons 18

·and over. ·

Cleaning ,Prhe teeth (up lo and including 2 !e units of polishing) once every 6 months for children up to age 18 and 9 months for covered persons 18 and over. Fluoride application to children's teeth up to the age of 21 are covered once in a 6 month period.

Tooth extractions.

Dental surgery procedures.

(icneral ane,lhL·"ia or conscwu" sl'dation onl\· if rdatcd to surgical ... procedure-...

Filling .... hoth silver ~tmalgam and tooth-coloured plastic resins.

Treatment for the relief of dental pain.

Simple space maintainers for keeping the space of a lost baby tooth open until the permanent tooth comes in. A similar appliance for the assistance of hrcaking hahits. such as thumh-sucking. is also covered.

Relining. rchasing. and repairing of removahle dentures.

Root canal therapy (endodonlics).

Treatment of the gums (periodontics)~

Stainless steel crowns for the repair of children ·s teeth.

·-;;· Interproximal discing

Pl;tn A· Exclusions and Limitations

Full mouth series of radiographs and panoramic films arc considered the same for the purpose of this policy. Either. but not both. will be allowed once in a 24 month period.

The insurance company reserves the right to alter the hcnefits payable where multiple restorati vc services are performed at a single appointment in one quadrant of the mouth. In such a case. where the time value for a service is decreased. it may be assumed that the relative value units (RVU) for the service or services will also he reduced.

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• • In those provinces where package codes have been incorporated into the fee guides to be used for recall examinations, the insurance company reserves the right to alternate the charged procedure codes with the corresponding package code and to replace the fee with the correct package code fee.

Pit and fissure sealant is limited lo one application on any one tooth in any 2-t month period. The annual maximum for this service is limited to $ I 00.00.

The insurance company rcscrn:s the right to rcLJucst radiographs for the purpose of cstahli~hing hcnerits for multiple extractions to third molars. The insurance company also reserves the right to request radiographs in order to cstahli~h benefits for multiple composite restorations in upper or lower anterior teeth or where numerous restorations arc involved.

Canal enlargement will not he covered as a separate procedure.

Desensitization of teeth and pulp mummification will not he covered as a separate procedure.

Caries and pain control procedures will only he covered when performed on a day separate from any other restorative procedure.

Periodontal scaling, root planing and occlusal equilibration arc limited to 8 units per calendar year.

Periodontal surgery is limited lo 4 sites per calendar year.

All requests for periodnntal appliance coverage must be referred to the dental consultant before being approved. .

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Opening through a crown is not payable in conjunction with endodontic therapy.

Plan 8 .. Major Restorative Services

The plan will cover 50% of the following eligible charges.

The initial provision of crowns, gold inlays or onlays if the tooth is hroken down due to traumatic injury. fracture of the tooth or cusps. or where there have heen very large areas of filling combined with decay which prevent the usc of more traditional filling materials such as silver amalgam and plastics. Stainless stee' crowns for an ~dull must (ullillthe same criteria as a regular crown to be a covered.benclit. ·

Rcplaccn1<tor exisling crowns, inlays and o!ys afler a period of 5 years since placement of the restoration and if the restoration is no longer serviceable.

Initial installation of full dentures. partial removable dentures. or fixed bridgework. if requirL·d to replace one or more natural teeth. at least one of which has heen extrat·ted after the effective date of the insured intlivitlual's co\-crage under this policy.

Replacement of existing full dentures. partial rL'IllOVahle dentures or fixetl hridgework after a period of 5 years since the initial placement anti if the appliance is no longer serviceable. Appliances will he replaced wit.h like (similar type) appliances.

Addition of teeth to existing dentures or fixed bridge\\·ork. if required to replace the natural tooth/teeth extracted after the effective date of the insured individual's coverage under this policy.

Adjustments to a new partial or complete denture would he covered arter the denture has been worn for at least 3 months.

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All veneers. composite. porcelain or composite restorations. whether lah processed or not.

Plan B - Exclusions and Limitations

All veneers. composite. porcelain requests whether lab processed or not. must he referred to the dental co~sultant for approval.

Crowns needed due to wear (attrition) and cosmetic reasons are not covered. Covering of a tooth with a crown in order to prevent possihle future damage to the tooth is not covered.

Denture cleaning and polishing is not covered.

No extra charge over that for the crown itself is payable for a crown made to lit an existing partial denture clasp. The extra lah charge. if any. is payable.

Services or supplies for equilibration of dentures will not be covered.

Services or supplies for implantology, including tooth implantation and surgical insertion of fabricated im,plants will not be covered.

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• • Services for precision attachments, oral rehabilitation, personalization or characterization or any charge for both a permanent and temporary crown or prosthesis in excess of the eligible charge for the permanent crown or prosthesis alone will not he covered .

No benefit will be fl<1)'4lhlc for the rcrlaccmcnt of crowns. hridgc~ or dentures which arc less than 5 vcars old and unserviceable. In the case of

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dentures. no hc:nefits arc payahlc for arrlianccs which arc mislaid. lost or stolen.

i\11 benefit will be payahle for other than lllctal-only (as opposed to

porcelain or acrylic on metal) crowns or pontics. posterior to the second bicuspid tooth.

No benefit will he payable for the initial installation (or addition) of prosthetic devices unless such installation (or add ilion) is required primarily due to teeth that were lost, extracted or fractured (so that removal was necessitated) after the effective date for such prosthetic devices under this policy.

All cxpenses covered under this section should be pre-determined.

Late Entrant Limitation

[f you apply for dental coverage more than one month after you or your dependents become eligible, the maximum benefit for you and your eligible llepcndents wilt be $150.00 per person during the first 12 months of dental coverage.

Third Party Liability

If you nr your dependent are eligible for reimbursement of dental expenses for which a third party is. or may be, legally liable. expenses will not be reimbursed under this policy unless you or your dependent agree to repay The Co-operators the full amount of the expenses reimbursed from the third party.

Co-ordination of Benefits

lf you have coverage under more than one plan, benefits will be co·ordinated so that the amount payable will not exceed I 00<1 of the actual allowable expenses.

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Survivor Benlt • In the event of your death, your dependents will continue to receive these henefits, without payment of premiums. for a period of 2 years, provided the dependent docs not hecomc digihle for henclits under any other group insurance plan as either an employee or dependent and the dependent remains eligible as defined.

General Limitations and Exclusions

No amount shall he payahk under this hcncfit for charges:

incurred as a result of self inflicted injury

\vhich arc excluded under any general limitations for health insurance.

incurred as a result of any dental disease, defect or injury arising out of or in the course of an insured individuars employment, unless otherwise specifically stated in the policy schedule.

for procedures. appliances or restorations used to increase Vl'rtical dimension. repair or restore teeth damaged or worn due to attrition or vertical wear, or to restore occlusion or to treat. in any form. prohlems of the ternporomandihular joint.

for services which would not normally have been made but for the presence of this insurance or for which the employee or dependent is not legally obligated to pay. or for which dental care is provided or may be provided to

. a covered person without cost or at a nominal cost tiy public authorities, or ·under a government medical plan, or accidents or diseases covered by the Workers· Compensation Act or any like statute.

for dental treatment not approved by the Canadian Dental Association or which is experimental in nature.

for dental care deemed to be cosmetic in nature. including bleaching of endodontically treated teeth. or with respect to congenital malformations or for the replacement of congenitally missing or supernumerary teeth.

for services or supplies which were necessitated either wholly or partly, ·directly or indirectly as the result of committing, attempting. or provoking .·an assault or criminal offence. or by .a war or act of war (whether declared or not) insurrection or riot. or hostilities of any kind.

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r . I . . h r II. . . • or m1sce laneous serv1ces sue as .or counse mg or mstruct1on, treatment planning, filling out of claim forms or predeterminations, consultations other than with specialists, travel, broken appointments or communication costs.

for any dental examinations required hy a third party.

for services or fees which do not fulfill. within the criteria of dental practice in the province in which the claimant re .... ides. or usual anu customary treatment or fees.

for any additional charge for n:rnn\·al or sllturcs in connection with ANY dental treatment or for local anesthesia. or for general anesthesia or for twilight or nitrous oxide anesthesia (conscious sedation) unless 1n

conjunction with oral surgery or periodontal surgery.

for or in connection with orthodontic treatments, including correction of malocclusion, unless such treatment is specifically included in the policy.

for hacteriological tests or smears unless suhmitted with a letter of expertise from the dentist explaining the treatment.

for diagnostic casts unless re4uired for orthodontic treatment.

Submitting a Claim

The time limit within which a dental claim must be made is I year from the date the expense is incurred. If this coverage terminates, all claims must be submitted within 90 days from the date of termination .

Termination Age

Your dental insurance terminates at age 70 .

This plan has been arranged by:

MORNEAU SOBECO

Nov~mb~r 2000

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