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July 1, 2004 - December 31, 2005

MEMORANDUM OF AGREEMENT

BETWEEN

USWA LOCAL 1-363 (the Union)

AND

THE REGIONAL DISTRICT OF COMOX-STRATHCONA

(the Employer)

FOR

THE EMPLOYEES AT 225 S. DOGWOOD, CAMPBELL RIVER, B.C.

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TABLE OF CONTENTS

Page PREAMBLE .......................................................................................................................5 ARTICLE I - BARGAINING AGENCY .................................. .............................................5 Section 1 - Recognition Section 2 - Meetings Section 3 - Bargaining Agency Section 4 - Access to Operation ARTICLE II - EMPLOYER'S RIGHTS ...............................................................................6 Section 1 - Management and Direction Section 2 - Hiring and Discipline ARTICLE III - UNION SECURITY................................. .....................................................6 Section 1 - Co-operation Section 2 - Union Shop Section 3 - Maintenance of Membership Section 4 - Discharge of Non-members Section 5 - Union Membership Section 6 - Check-off Section 7 - Social Insurance Number ARTICLE IV - SHOP COMMITTEE .................................... ...............................................8 Section 1 - Definition Section 2 - Composition Section 3 - Notification Section 4 - Exceptions ARTICLE V - HOURS OF WORK .....................................................................................9 Section 1 - Hours and Overtime - Arena Section 2 - Hours and Overtime - Pool ARTICLE VI - TECHNOLOGICAL CHANGE .....................................................................11 Section 1 - Joint Committee Section 2 - Advance Notification Section 3 - Retraining Section 4 - Rate Adjustment Section 5 - Severance Pay ARTICLE VII - JOBS, JOB DESCRIPTIONS AND EQUIPMENT ......................................12 Section 1 - Jobs and Equipment ARTICLE VIII - PAY DAYS ...............................................................................................13

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ARTICLE IX - STATUTORY HOLIDAYS & PERSONAL FLOATING HOLIDAY ...............13 Section 1 Section 2 - Qualifying Conditions Section 3 - Weekly Work Schedule Section 4 - Holiday Shift Section 5 - Personal Floating Holiday ARTICLE X - VACATIONS WITH PAY ..............................................................................15 Section 1 - Full-Time Employees Prior to March 1, 1992 Section 2 - Full-Time Employees After March 1, 1992 Section 3 - Vacation Time Section 4 - Leave of Absence Section 5 - Employment Standards Act ARTICLE XI - CALL TIME ........................................ .........................................................18 Section 1 - Where No Work Commences Section 2 - Where Work Commences ARTICLE XII - HEALTH & WELFARE ...............................................................................18 Section 1 - Institution Section 2 - Insurance Coverage Section 3 - General Principles Section 4 - Dental Plan Section 5 - Optical Coverage ARTICLE XIII - SENIORITY ..............................................................................................21 Section 1 - Principle Section 2 - Reduction and Recall of Forces Section 3 - Retention During Lay-off Section 4 - Job Posting Section 5 - Probationary Period Section 6 - Absence Without Leave Section 7 - Seniority List Section 8 - Reinstatement ARTICLE XIV - EMPLOYEE TRAINING ............................... ............................................24 ARTICLE XV - LEAVE OF ABSENCE ...............................................................................24 Section 1 - Injury and Illness Section 2 - Maternity Leave Section 3 - Written Permission Section 4 - Compassionate Leave Section 5 - Bereavement Leave Section 6 - Jury Duty Section 7 - Union Business

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ARTICLE XVI - OCCUPATIONAL HEALTH AND SAFETY COMMITTEE ........................26 Section 1 - Composition Section 2 - Duties Section 3 - Pay Meeting and Investigations Section 4 - Investigations Section 5 - Cessation of Work ARTICLE XVII - EQUIPMENT ....................................... ....................................................27 ARTICLE XVIII - ADJUSTMENT OF GRIEVANCES .........................................................28 Section 1 - Procedure Section 2 - Time Limit ARTICLE XIX - ARBITRATION .........................................................................................29 Section 1 - Interpretation Section 2 - Grievances Section 3 - Cost Sharing Section 4 - Place of Hearing ARTICLE XX - COMMITTEES ..........................................................................................30 ARTICLE XXI - CONTRACTING & SUB-CONTRACTING ................................................30 ARTICLE XXII - STRIKES & LOCKOUTS .........................................................................30 ARTICLE XXIII - DURATION OF AGREEMENT................................................................31 SCHEDULE 'A' - WAGES...................................................................................................32 LETTER OF UNDERSTANDING - JOINT UNION MANAGEMENT JOB EVALUATION PROJECT ..........................................................................................................................33 LETTER OF UNDERSTANDING - COMPRESSED WORKWEEK FOR ICE AND MAINTENANCE WORKERS..............................................................................34 NOTES TO THE COLLECTIVE AGREEMENT .................................................................35

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PREAMBLE: The purpose of this Agreement is to secure for the Management, the Union and the employees the full benefits of orderly and legal collective bargaining, and to ensure to the utmost extent possible the safety and physical quantity of output, and protection of property. It is recognized by this Agreement to be the duty of the Management and the Union and the employees to co-operate fully, individually and collectively for the advancement of said conditions. The Management and the Union agree to abide by the terms set out in this Agreement. The Union further agrees that it will at all times instruct its members to act in accordance with the terms contained in the Agreement. The management agrees, in the exercise of the functions of management, that the provisions of this Agreement will be carried out.

ARTICLE I - BARGAINING AGENCY Section 1: Recognition (a) The Management recognizes the Union as the bargaining agent for the employees in a unit

composed of employees in the Complex except those excluded by the Labour Code of British Columbia, employed at 225 South Dogwood Street, Campbell River, B.C.

(b) It is agreed that when a dispute arises as to whether or not a person is an employee within the

bargaining unit, it shall be subject to grievance procedure as provided in Article XVIII, Section 1, Step Four and in the event of failure to reach a satisfactory settlement it shall be dealt with by arbitration as set forth in Article XIX, Section 1.

(c) The Union agrees to issue a withdrawal card to employees transferred from the bargaining unit

to a job outside the bargaining unit providing that no dispute arises within the meaning of Clause (b) herein.

Section 2: Meetings The Management and the Union will meet at such time and place as may be mutually agreed upon for the purpose of discussing wages and working conditions and adjusting any matters within the confines of this Agreement which come within the scope of collective bargaining between employer and employee. Section 3: Bargaining Authority The Party of the First Part agrees that the bargaining authority of the Party of the Second Part shall not be impaired during the term of this Collective Agreement. The Party of the First Part agrees that the only certification that they will recognize during the term of this Agreement is that of the Party of the Second Part, unless ordered by due process of law to recognize some other bargaining authority.

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Section 4: Access to Operation Official Union representatives shall obtain access to the Management's operation for the purpose of this Agreement by written permission which will be granted by the Management on request and subject to such reasonable terms and conditions as may be laid down by the Management. Local Union representatives must obtain permission from management when scheduling meetings with its members in the facility. Meetings must be scheduled so there is no disruption to the work of the facility. Permission will not be unreasonably denied.

ARTICLE II - EMPLOYER'S RIGHTS Section 1: Management and Direction The management and the operation of, and the direction and promotion of the working forces is vested exclusively in the Management; provided, however, that this will not be used for purposes of discrimination against employees. Section 2: Hiring and Discipline The Management shall have the right to select its employees and to discipline or discharge them for proper cause.

ARTICLE III - UNION SECURITY Section 1: Co-Operation The Management will co-operate with the Union in obtaining and retaining as members the employees as defined in this Agreement, and to this end will present to new employees and to all supervisors and foremen the policy herein expressed. Section 2: Union Shop All employees who entered the employment of the Complex shall within thirty (30) calendar days after the execution of this Agreement, or thirty (30) calendar days after entering employment, whichever date last occurs, become members of the Union and maintain membership therein throughout the term of this Agreement, as a condition of continued employment. Section 3: Maintenance of Membership Any employee who is a member in good standing, or is reinstated as a member of the Union shall as a condition of continued employment maintain such membership in good standing throughout the term of this Agreement.

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Section 4: Discharge of Non-members Any employee who fails to maintain his membership in the Union as prescribed herein by reason of refusal to pay dues and assessments shall be subject to discharge after seven (7) days written notice to the Management of the said employee's refusal to maintain his membership. Section 5: Union Membership (a) No employee shall be subject to any penalties against their application for membership or

reinstatement, except as may be provided for in the Steelworkers Constitution, and in accordance with the By-Laws of Local 1-363.

(b) Any employee who applied to join the Union pursuant to the provisions herein and whose

application is rejected by the Union shall not be subject to discharge from employment. Section 6: Check-off The Management shall require all new employees at the time of hiring to execute the following assignment of wages in duplicate, the forms to be supplied by the Union, said forms to be forwarded to the Union not later than fifteen (15) calendar days following the date of hiring.

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The Management shall remit the dues deducted pursuant to such assignment (until and unless said assignment is revoked by the employee) to the Local Union named therein not less often then once each month, with a written statement of names of the employees for whom the deductions were made and the amount of each deduction. Section 7: Social Insurance Number The management shall furnish the Union with the Social Insurance Number of each employee on its payroll on the first occasion when dues are forwarded to the Union after the execution of this Agreement or after the employee enters the employment of the Complex whichever date last occurs.

ARTICLE IV - SHOP COMMITTEE Section 1: Definition For the purpose of this Agreement when the term "Shop Committee" is used, it shall mean Shop or Plant Committee, members of which are designated by the Union. Section 2: Composition The Shop Committee shall consist of not less than two (2) employees and not more than five (5) employees who have completed their probationary period of employment who are members of the Union and, wherever possible, they shall be selected on a represental basis. Section 3: Notification The Union will, within sixty (60) days from the date of this Agreement, notify the Management in writing of the members on the Shop Committee. The Union or Shop Committee will inform the Management in writing when any member change takes place on the said committee. No member of the Shop Committee will be recognized by the Management unless the above procedure is carried out. Section 4: Exceptions The provisions of Section 1, 2 and 3 will not apply in reference to Article XVI - Occupational

Health and Safety Committee, where the members are designated according to the provisions of the Workers' Compensation Act.

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ARTICLE V - HOURS OF WORK Section 1: Hours and Overtime - Eight (8) Hour Shifts (a) The hours of work for employees assigned to an eight (8) hour shift shall be eight (8) hours a

day and forty (40) hours per week, with rate and one-half for any hours worked over eight (8) hours per day and double straight time rates shall be paid for all hours worked in excess of eleven (11) hours per day.

(b) Concession Schedule: The hours of work for Concession employees shall be governed by the

Facility Schedule but in no way will this be construed to cancel the call time provisions or eight (8) hour day, forty (40) hours per week.

(c) Posted Hours of Work: Shifts shall be eight (8) hours with the lunch break to be taken at times

determined by Management with reasonable regard to the employees’ convenience, in the building; all employees shall be entitled to two (2) ten minute rest periods during the shift, one (1) before lunch break and one (1) after.

(d) The scheduling of shifts for shall be mutually agreed upon between the employees and

management, however:

(i) Full-time employee not working forty (40) hours per week may have hours added on to their regularly scheduled shift, to forty (40) hours per week, with twenty-four (24) hours notice.

(ii) In attempting to fill the shift, part-time employees, then full-time employees will be

canvassed in order of seniority.

(iii) In the event the available shift is not covered, then the least senior, qualified, full-time employees will fill the shift.

(iv) If an employee is required to accept a shift with less than twenty-four (24) hours notice,

the rate of time and one-half shall be paid for the shift. (e) Statutory Holiday Pay: All employees required to work on a Statutory Holiday will receive rate

and one-half for all hours worked and double time rate for all hours worked over eleven (11) hours in addition to the Statutory Holiday pay.

The New Years Day Statutory Holiday starts at 6:00 p.m. December 31st. (f) Part-time Work:

(i) The term part-time shall be used for employees who are regularly scheduled to work less than twenty (20) hours per week, excluding replacement hours. For employees hired after June 5, 2001, the term ‘part-time’ shall be used for employees who are regularly scheduled to work less than twenty-four (24) hours per week, excluding replacement hours.

(ii) Part-time employees will not be used to displace regular full-time employees.

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(iii) Part-time employees will be paid according to what job they are doing on Wage Schedule 'A'.

(g) For purposes of the article the following are included in hours of work:

(i) Hours actually worked (ii) Time off on paid sick leave, WCB, or Weekly Indemnity (iii) Time off on annual or statutory holidays or bereavement leave, and (iv) Time off serving on Jury Duty, including Coroner's Jury, or as a Crown Witness or

Coroner's Witness. (v) Time of on leave for Union Business.

Section 2: Hours and Overtime - Ten (10) Hour Shifts (a) The hours of work for employees assigned to a ten (10) hour shift shall be ten (10) hours a day

and forty (40) hours per week, with rate and one-half for any hours worked over ten (10) hours per day and double straight time rates shall be paid for all hours worked in excess of eleven (11) hours per day.

(b) Posted Hours of Work: Shifts shall be ten (10) hours with the lunch break to be taken at times

determined by Management with reasonable regard to the employee's convenience, in the building; all employees shall be entitled to two (2) ten minutes rest periods during the shift, one (1) before lunch break and one (1) after.

(c) The scheduling of shifts for the Pool employees shall be mutually agreed upon between the

employees and management, however:

(i) Full-time employees not working forty (40) hours per week may have hours added on to their regularly scheduled shift, to forty (40) hours per week, with twenty-four (24) hours notice.

(ii) In the event the available shift is not covered, then the least senior, qualified, full-time

employees will fill the shift. (iii) In attempting to fill the shift, in order, part-time employees, then full-time employees will

be canvassed in order of seniority. (iv) If any employee is required to accept a shift with less than twenty-four (24) hours notice,

the rate of time and one-half shall be paid for the shift. (d) Statutory Holiday Pay: All employees required to work on a Statutory Holiday will receive rate

and one-half for all hours worked and double-time rate for all hours worked over (11) hours in addition to the Statutory Holiday pay.

(e) Part-time:

(i) The term part-time shall be used for employees who are regularly scheduled to work

less than twenty (20) hours per week, excluding replacement hours. For employees hired after June 5, 2001, the term ‘part-time’ shall be used for

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employees who are regularly scheduled to work less than twenty-four (24) hours per week, excluding replacement hours.

(ii) Part-time employees will not be used to displace regular full-time employees. (iii) Part-time employees will be paid according to what job they are doing on Wage

Schedule 'A'. (f) For teaching only three (3) hour shift can be scheduled. (g) Ten (10) Hour shifts may be scheduled for the Pool only. (h) For purposes of the article the following are included in hours of work:

(i) Hours actually worked (ii) Time off on paid sick leave, WCB, or Weekly Indemnity (iii) Time off on annual or statutory holidays or bereavement leave, and (iv) Time off serving on Jury Duty, including Coroner's Jury, or as a Crown Witness or

Coroner's Witness. (v) Time of on leave for Union Business.

Section 3: Banking Overtime Full-time employees may choose to bank up to forty (40) hours of overtime pay including Statutory Holiday hours. Such banked time shall be taken as time off, at a mutually agreeable time. Section 4: Part-time employees must fill out a Request for Work form once every three (3) months. When a part-time employee refuses to work three (3) of the available shifts without a valid reason in a three (3) month period their name will be moved to the bottom of the callout/schedule list.

ARTICLE VI - TECHNOLOGICAL CHANGE Section 1: Joint Committee It is agreed that a joint committee will be established to consider technological changes in progress and make recommendations to the Parties to assist them in ameliorating the effect of such changes. The Committee will meet with the Provincial and Federal representatives concerned with retraining of manpower. Section 2: Advance Notification The Management shall notify the Shop Committee and the Local Union not less than six (6) months in advance of intent to institute changes in working methods or facilities which would involve the discharge or laying off of employees.

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Section 3: Retraining The Management shall co-operate with the Government of British Columbia and participate in every way possible in training or retraining of employees so affected. Section 4: Rate Adjustment An employee who is set back to a lower paid job because of mechanization, technological change or automation will receive the rate of their regular job at the time of the set-back for a period of three (3) months and for a further period of three (3) months they will be paid an adjusted rate which will be mid-way between the rate of the regular job at the time of the set-back and the rate of their new regular job. At the end of this six (6) month period the rate of their new regular job will apply. However, such employee will have the option of terminating their employment and accepting severance pay as outlined in Section 5 below, providing they exercise this option within the above referred to six (6) month period. Section 5: Severance Pay Employees discharged or laid off because of mechanization, technological change or automation shall be entitled to a severance pay of one week's pay for each year of service with the Complex. The amount calculated under such entitlement shall not exceed a maximum of thirty week's pay.

ARTICLE VII - JOBS, JOB DESCRIPTIONS AND EQUIPMENT Section 1: Jobs and Equipment The following provisions shall apply to new or significantly revised jobs and/or equipment. (a) Advance notice of change to Local Union. (b) (i) New jobs shall be posted in accordance with Article XIII, Section 4(b).

(ii) Significantly revised jobs shall be posted if requested by the Shop Committee. (c) An employee shall receive the rate of their previously held job until such time as a new rate is

negotiated. (d) (i) The applicant shall have the right to revert to their original job within thirty (30) working

days providing their old job still exists.

(ii) Management shall have the right to postpone the reversion to permit the training of a replacement.

(e) When a permanent rate is agreed upon the employee shall receive the difference between that

rate and the interim rate from the date they started the new or revised job.

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(f) Rate negotiations to be guided by the following principles:

(i) Job analysis to be based on all factors including skill, knowledge, responsibility and job conditions.

(g) If parties fail to achieve negotiated settlement regarding rate revisions expedited arbitration will

be provided. Section 2: Job Descriptions (a) Job descriptions will be prepared for each position or revised positions by the employer. The

Union will receive a copy of each description and an employee upon request will receive a copy of their own job description. If the Union disagrees with any portion of the description, resolution of a disagreement will be referred to the Labour Management Committee. If a resolution is not reached at the Labour Management Committee, then the Union may proceed to the grievance procedure.

(b) Compentencies are outlined in the qualifications section of job descriptions for each position.

Testing may be used to determine competency for posted positions. The applicant may review their own test results with the Manager and all the tests may be reviewed with a representative of the Shop Committee and Manager.

ARTICLE VIII - PAY DAYS (a) The Management shall provide for pay days every fortnight by direct deposit and a statement

of earnings and deductions. (b) Employees covered by this Agreement shall receive the rate of pay for the appropriate

classification as set forth in Schedule 'A' which forms part of this Agreement. (c) Employees will keep their weekly time sheet up to date daily and at the end of the week will

turn it in by 10:00 a.m. the following Monday. This deadline may change from time to time to accommodate statutory holiday payroll cut-offs, in which case employees will be advised of the changed deadline. Employees are individually responsible for submitting their own time sheet in the place designated.

ARTICLE IX - STATUTORY HOLIDAYS & PERSONAL FLOATING HOLIDAY Section 1: All employees covered by this Agreement shall be paid for New Year's Day, Good Friday, Easter Monday, Victoria Day, Canada Day, British Columbia Day, Labour Day, Thanksgiving Day, Remembrance Day, Christmas Day, Boxing Day and any other Statutory Holiday proclaimed by the Federal or Provincial Government.

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Section 2: Holiday Shift (a) Employees Working on a Statutory Holiday Employees working on a Statutory Holiday shall be paid time and one half for all hours worked.

In addition, employees working on a statutory holiday shall have the option of receiving a regular day’s pay or a paid day off in lieu. Effective September 1,2005, this option is no longer available and the lieu day shall be banked to be taken as time off.

The date on which the lieu day is taken must be mutually agreed between the employee and

their manager. Banked time must be taken prior to using vacation. (b) Employees Not Working a Normally Scheduled Shift on a Statutory Holiday When a Statutory Holiday falls on a regularly scheduled workday, but the employee is not

required to work, the employee shall receive pay for the regularly scheduled hours for the day. (c) Employees On A Normally Scheduled Day Off on the Statutory Holiday When a Statutory Holiday falls on a scheduled day off, the employee shall receive a regular

day’s pay. The regular day’s pay shall be calculated based on the total gross wages in the two pay periods preceding the Statutory Holiday, divided by the average number of working days in these two pay periods.

(d) Banked time must be taken before any vacation, Section 5: Personal Floating Holiday (a) Full-time employees hired prior to June 5, 2001 with over five (5) years service will receive one

(1) personal floating holiday each year at a time mutually agreed to. (b) Employees hired after June 5, 200 will receive, after three (3) years of service as a full-time

employee one (1) personal floating holiday each year at a time mutually agreed to. (c) Personal floating holiday must be taken in year earned. (d) Pay for the personal floating holiday will be for regularly scheduled hours. Section 6: Part-time Employees Part-time employees will be paid Statutory Holiday Pay calculated as 4.2% of gross pay on each pay.

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ARTICLE X - VACATIONS WITH PAY

Vacation must be taken before Leave of Absence (excluding Leaves of Absences approved under Article XV) will be approved. Section 1: Full-Time Employees Prior to March 1, 1992 For employees who are full-time on or prior to March 1, 1992, the following provisions shall apply: One to Four Years' (12 to 48 months) Service (a) The annual vacation for employees with one to four years' (12 to 48 months) service shall be

three (3) weeks with regular pay. (b) An employee with one to four years' (12 to 48 months) service whose employment is

terminated shall receive vacation pay at the rate of one (1) weeks pay for every four (4) months worked after their last scheduled vacation.

Four to Six Years' (48 to 72 Months) Service (a) The annual vacation for employees with four to six years' (48 to 72 months) service shall be

four (4) weeks vacation at regular pay. (b) An employee with four or more years (48 months or more) continuous service whose

employment is terminated shall receive vacation pay at a rate of one (1) weeks pay for every three (3) months worked since their last scheduled vacation.

Six or More Years' (72 or more months) Service (a) Any employee with six years (72 months) continuous service shall receive an additional one

(1) week vacation with regular pay to be taken as agreed between the employee and management.

(b) An employee with more than six years (72 months) continuous service whose employment is

terminated shall receive vacation pay at a rate of one (1) weeks' pay for every one point two five (1.25) months of employment from the last calculated holiday pay.

Twenty or More Years’ (240 or more months) Service (a) Any employees with twenty or more years service (240 or more months) shall receive an

additional one (1) week vacation with regular pay to be taken as agreed between the employee and management.

"Regular pay" shall be based on the normal hours worked, in any twenty week period (consecutive) containing the highest number of hours worked. This is for employees who do not regularly work a 40 hour week.

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Section 2: Full-Time Employees after March 1, 1992 For employees who become full-time after March 1, 1992, the following provisions will apply: (a) Employees under this section who accumulate 1600 working hours during the qualifying year

shall be paid vacation pay on the basis of Article X, Section 1 above. Hours included in the calculation shall be: (i) Hours actually worked (ii) Time off on paid sick leave, WCB, or Weekly Indemnity (iii) Time off on annual or statutory holidays or bereavement leave, and (iv) Time off serving on Jury Duty, including Coroner's Jury, or as a Crown Witness or

Coroner's Witness. (v) Time of on leave for Union Business.

(b) For employees who do not accumulate 1600 hours according to Section (a) above, vacation

pay shall be calculated as of December 31, for the previous twelve (12) month period and paid out on January 31 unless employee directs that it be held until requested, but it must be paid out by June 30.

Beginning January 1, 1998, employees may choose to take vacation as paid time off pro-rated based on regular paid hours worked in the previous year. Employees must elect vacation time or vacation pay by December 1st of the previous year. One to Four Years' (12 to 48 Months) Service The annual vacation for employees with one to four years (12 to 48 months) of service shall be three (3) weeks with pay calculated at 6% of the gross pay for the period of entitlement. Four to Six Years' (48 to 72 Months) Service The annual vacation for employees with Four to Six years (48 to 72 months) service shall be four (4) weeks vacation with pay calculated at 8% of the gross pay for the period of entitlement. Six or More Years' (72 or more months) Service The annual vacation for employees with six or more years' (72 or more months) service shall be five (5) weeks with pay calculated at 10% of the gross pay for the period of entitlement. Twenty or More Years’ (240 or more months) Service (a) Any employees with twenty or more years service (240 or more months) shall receive an

additional one (1) week vacation with regular pay to be taken as agreed between the employee and management.

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Section 3: Vacation Time (a) Vacations for employees shall be taken at such time as mutually agreed upon by the Shop

Committee and the Management when quantity and regularity of production shall not be impaired.

(b) Vacation pay shall be paid an employee upon request within fourteen (14) days after

completion of said vacation year in which they became entitled to receive vacation. (c) Vacations longer than five (5) days will require one (1) months notice. Section 4: Leave of Absence The following shall be considered as days actually worked for determining vacations with pay for an employee after one (1) calendar year of employment: (a) Absence on Workers' Compensation up to a period of one (1) year provided the employee

returns to their employment. (b) Absence due to illness up to a period of one (1) year provided that the employee returns to

their employment. The Management shall have the right to require a certificate from a qualified medical practitioner.

(c) Absence due to bereavement leave in accordance with the terms and conditions of Article XV,

Section 5. (d) Absence due to time served on jury duty, including Coroner's Jury, or time served as a Crown

Witness or Coroner's Witness in accordance with the terms and conditions of Article XV, Section 6.

(e) Any other absence duly approved by the employer in writing shall be credited towards

entitlement for annual vacation; but time spent on such leaves of absence shall not be counted in computing vacation pay.

(f) Family Responsibility Leave will be approved in the amount of five (5) unpaid days per year in

accordance with the provisions of the Employment Standards Act. Section 5: Employment Standards Act Part 7 - Annual Vacation of the Employment Standards Act, R.S.B.C., 1996, c. 113, and amendments thereto, except where varied or modified by the provisions herein, shall become a part of this Agreement.

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ARTICLE XI - CALL TIME

Section 1: Where No Work Commences (a) Any employee who is called for work and on reporting finds no work available due to reasons

beyond his or her control shall be entitled to four (4) hours at the usual rate. This shall not apply if the management gives sufficient notice canceling.

(b) Any employee called out on overtime shall receive not less than four (4) hours pay at the

applicable overtime rate. Section 2: Where Work Commences (a) In the event that an employee commences work on their shift and the operation closes prior to

the completion of two (2) hours work, the employee shall receive four (4) hours pay. (b) In the event that an employee commences work on their shift and the operation closes prior to

the completion of the shift but after the lunch break the employee shall receive eight (8) hours pay.

(c) In the case of an extension of a regular shift overtime provisions shall apply.

ARTICLE XII - HEALTH & WELFARE Section 1: Institution It is agreed that a health and welfare plan be instituted in accordance with the principles hereinafter set out. Section 2: Insurance Coverage (a) Group Life Insurance for each qualified employee at a minimum of one and one-half (1-1/2)

times annual salary. (b) Accidental Death and Dismemberment Insurance for each qualified employee at a minimum of

one and one-half (1-1/2) times annual salary. (c) Sickness and Accident Coverage:

(i) (a) Commencing from the date of the employees appointment to the Regional

District service a full-time employee may accumulate sick leave credit at the rate of one and one- half (1-1/2) working days for each full working month of service to a maximum of eighteen working days for each working year; provided however, that an employee may only accumulate sick leave credit to a maximum of seventy-five (75) days.

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(b) Employees will be paid lost time off sick for the first six (6) incidents. After that

the first day of subsequent incidents will be unpaid. Any hours working during the first day paid, and any remaining time in the shift of the first day will be counted as one incident. Incidents of less than two (2) hours will be applied to the next day.

(c) Where sick leave is necessary, it may be granted with pay up to the accumulated

amount which the employee has to their credit. When the employee returns to duty, further sick leave credit accumulates in each succeeding working month in accordance with the provisions of sick leave allowances. Where the employee upon return to duty has not exhausted their accumulated sick leave credit, the further credits shall be in addition to the unexpended portion of their sick leave credit remaining after their return to duty, up to a total not exceeding seventy-five (75) working days.

(d) Employees who are off work for sickness or accident for more than three (3) days

may be required to furnish a doctor's certificate. Should such a certificate be required, reasonable notice and time shall be extended to said employee, this shall not affect the employee's right to return to work.

(ii) Weekly indemnity of two-thirds (2/3) of an employees regular wage for a maximum of

twelve (12) weeks shall be paid upon either:

(a) an employee having no accumulated sick leave, or (b) the day after accumulated sick leave has been utilized.

Regional District of Comox-Strathcona may require a doctor's certificate on second and future claims. Should the Regional District make a request for a certificate, any cost will be paid for by the Regional District and the employee will go to a doctor of the Regional District's choice.

(iii) The Regional District shall arrange for a Long Term Disability Plan for full-time

employees. Participation is mandatory, and the employees shall pay the premiums. The Regional District will collect these premiums by means of payroll deduction, and shall remit such premiums to the carrier. The administration of the Long Term Disability Plan shall be the sole responsibility of the carrier. The Regional District agrees to assist an employee in applying for benefits or providing information to the carrier. Details of the plan will be proved to employees by the carrier.

Section 3: General Principles (a) Premium coverage including Extended Health Benefits, but excluding Long Term Disability

Plan, shall be provided.

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(b) The employer to pay 80% of medical service plan premiums from date of signing this agreement. (Effective September 1, 2005 – 100% employer paid).

(c) Participation in the Plan shall be mandatory upon completion of the probationary period

providing the spouse does not participate in a similar plan. (d) New employees who have not had previous coverage will become eligible for coverage from

the first day of the month following the month in which the probationary period is completed. (e) Coverage during lay-off shall be provided as follows:

(i) Employees who are laid off shall assume full payment for medical coverage commencing the first day of the month following the month in which they have been laid off.

(ii) Laid off employees upon recall shall be reimbursed the employers share of the premium

coverage cost upon completion of the first pay period or lay-off whichever comes first. (iii) In respect of (ii) above employees with one (1) or more years seniority, six (6) months,

employees with four (4) months seniority but less than one (1) year, three (3) months. (f) For the purposes of the Health & Welfare Plans Municipal Pension Plan and Vacations with

Pay Sections of the Agreement, employees who are regularly scheduled to work less than twenty (20) hours per week and less than twenty-four (24) hour per week for employees hired after June 5, 2001 are considered part-time employees, and as such, are not entitled to coverage under the aforementioned Sections. Said employees shall, in addition to their regular pay, be paid 4% Holiday Pay (after five (5) years service – 5%, after eight (8) years service – 6%) , 4-1/2% Benefit Pay and 4.2% Statutory Holiday Pay at the end of every pay period, based on their pay for the period.

(g) For the purposes of the Health & Welfare Plans and Vacation with Pay section of the

Agreement, employees who have returned to part-time work, (that is who are regularly scheduled to work less than twenty (20) hours per week and less than twenty-four (24) hours per week for employees hired after the signing of this agreement) from full-time work will be paid 4% Holiday Pay (after five (5) years service – 5%, after eight (8) years service – 6%), 3% Benefit Pay and 4.2% Statutory Holiday Pay at the end of every pay period based on their pay for the period. Employees returning to part-time work from full- time work will continue on the Municipal Pension Plan.

Section 4: Dental Plan (a) A Dental Plan will be provided based on the following general principles:

(i) Basic dental services - Plan pay 100% of approved schedule of fees. Premiums paid by employer.

(ii) Major Services- Plan pays 60% of approved schedule of fees. Premiums paid by employer.

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(iii) Orthodontic - Plan pays 50% - $2500 lifetime maximum. Premium cost shared 50/50 Regional District and the employee. Effective January 1, 2002 employer to pay 100% of the premium. (iv) The principles set out in Section 3(b), (c) and (d) shall apply to the dental plan.

Section 5: Optical Coverage (a) Extended Health Benefits shall include an eyeglass option ($200.00). Premium cost shall be shared 50/50 by the Regional District and the employee. Effective January 1, 2002 employer to pay 100% of the premium.

ARTICLE XIII - SENIORITY Section 1: Principle (a) The management recognizes the principle of seniority, competency considered. In the

application of seniority, it shall be determined by complex seniority. (b) The selection and promotion of supervisory officials will be entirely a matter of management

decision, but in making such decisions or promotions, length of continuous service shall be given due consideration.

(c) Employees outside the bargaining unit will not perform work usually performed by members of

the bargaining unit. This provision is not intended to prevent employees outside the bargaining unit from giving practical instructions to employees within the bargaining unit or from performing work in emergency circumstances. Section 2: Reduction and Recall of Forces (a) (i) In the event of a reduction of forces, the last person hired shall be the first released

subject to the competency of the person involved and the provisions of Section 1. Where a reduction of forces is caused by emergency conditions the application of Complex Seniority may be postponed for such period as may be necessary but not exceeding five (5) working days. If the management decides to exercise its right under this provision it shall notify the Shop Committee as soon as possible.

(ii) When recalling forces after a period of lay-off following a reduction of forces, an

employee shall be recalled in order of his Complex Seniority subject to the provisions of Section 1.

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(b) During a reduction of forces where an employee's seniority is such that they will not be able to keep their regular job they may elect to apply their seniority to obtain a job paying a higher rate if they have previously held the job in the operation on a regular basis.

(c) During a reduction of forces, where an employee's seniority is such that they will not be able to

keep their regular job, they may elect whether or not to apply their seniority to obtain:

(i) a lower paid job for which they are qualified,

(ii) a job paying the same rate of pay for which they are qualified,

(iii) a job paying a higher rate of pay, if qualified to perform the duties, and provided that an employee may not bump an employee in a supervisory position, or

(iv) accept the lay-off until their regular job becomes available, provided however that:

(1) if during the lay-off period the employee wishes to return to work, and so notified

the management, they shall be called back to work as soon as their seniority entitles them to a job.

(2) The application of this provision shall not result in employees, in the exercise of

their rights, bumping an employee with less seniority. (d) Details of the application of this Section shall be worked out by the Local Union and the

management. (e) The Joint Labour Management Consultative Committee will examine the circumstances of a

layoff to determine if its length can be reduced. Section 3: Retention During Lay-off It is agreed between the Parties that seniority during layoffs shall be retained on the following basis: (a) Employees with less than one (1) years' service shall retain their seniority for a period of six (6)

months. (b) Employees with one (1) or more years' service, up to an additional six (6) months. Section 4: Job Posting (a) Vacancies shall be posted in advance for a period of not less than seven (7) calendar days. (b) This Section shall not apply to temporary replacements of two weeks or less necessitated by

illness, injury or other leave of absence, or to temporary replacements of longer duration for employees on vacation, but in filling these vacancies senior employees will be given preference in accordance with Article XIII, Section 1.

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Section 5: Probationary Period (a) Notwithstanding anything to the contrary contained in this Agreement, it shall be mutually

agreed that all employees are hired on probation, the probationary period to continue for seventy-five (75) calendar days, during which time they are to be considered temporary workers only, and during this same period no seniority rights shall be recognized. Upon completion of seventy-five (75) calendar days, they shall be regarded as regular employees, and shall then be entitled to seniority dating from the date on which they entered the Complex's employ, provided however, that this probationary period of seventy-five (75) calendar days shall only be cumulative within three (3) calendar months following the date of entering employment.

(b) Probation may be extended by mutual agreement of Management and the Union for valid

reasons (c) Probationary employees will be called in for work in accordance with their hiring date. Section 6: Absence Without Leave Any employee who is absent without leave for a period of more than three (3) consecutive working days shall forfeit all seniority rights. This shall not interfere with the management's right to discharge for proper cause. Section 7: Seniority List It is agreed that a seniority list will be supplied to the Union by the management once during each calendar year, setting out the name and starting day of all employees as well as hours worked by part-time employees hired after June 5, 2001. The Management will advise the Union each month of changes to the said list. Section 8: Reinstatement In any case where an employee has been transferred by management to a supervisory position and at a later date ceases to be a supervisory worker and the management desires to retain their services, it is hereby agreed that reinstatement can be made within the bargaining unit provided however that supervisory workers reinstated in the bargaining unit must return to the job held at the time of their promotion to a supervisory position. Section 9: Seniority for employees hired after June 5, 2001 For full-time employees by their date of hire. For part-time employee seniority will be calculated on hours worked, which included hours they would have worked where they are on a leave of absence pursuant to Article XV, Sections 1, 2 and 7.

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However, for purposes of scheduling, call outs for work and layoffs, it will be done by hire date. Job postings will be awarded as per Section 1, first to employees with full-time seniority, second to part-time employees in line with their hours worked.

ARTICLE XIV - EMPLOYEE TRAINING When practical, an employee may request an opportunity to receive “on the job” training. Such training, when agreed to by management, shall be done on the employee’s own time, without compensation. Management will approve such training as long as it is related to an employee’s current position or career, and is operationally feasible. Wages will be paid for time lost taking a course necessary to maintain job qualifications. Employees whose awards have to be recertified shall be fully reimbursed by employer for recertification. When full-time employees are requested to receive training an/or courses they will receive straight time pay to a maximum of eight (8) hours per day or equal time off at a time mutually agreeable to bother parties. Employees are not eligible for overtime rates. When full-time employees are requested to receive training during normal working hours, they will receive their normal pay for the day.

ARTICLE XV - LEAVE OF ABSENCE Vacation must be taken before Leave of Absence (excluded Leaves of Absences approved under Article XV) will be approved. Section 1: Injury or Illness The management will grant leave of absence to employees suffering injury or illness for the term of this Agreement, subject to a medical certificate if requested by the employer. The employee shall have a reasonable period of time to present such medical certificate. The employee shall report or cause to have reported the injury or illness which requires their absence to the management as soon as may be reasonably possible. Section 2: Parental/Pregnancy Leave Employment Standards Act - New Parental and Pregnancy Leave Provisions which came into effect December 31, 2000 shall become a part of this Agreement.

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Section 3: Written Permission Any employee desiring leave of absence must obtain permission in writing from the management for such leave, except in cases of illness or injury covered by Section 1 above. Section 4: Other Leaves The management will grant leave of absence up to a maximum of six (6) months without pay to employees for compassionate reasons or for education or training, conditional on the following terms: (a) That the employee apply at least one month in advance unless the grounds for such

application could not reasonably be foreseen. (b) That the employee shall disclose the grounds for application. (c) That the management shall grant such leave where a bona fide reason is advanced by the

applicant, or may postpone leave for thirty (30) days where a suitable replacement is not available.

(d) That the management shall be required to consult with the Shop Committee in respect of any

application for Leave under this Section. Section 5: Bereavement Leave (a) When death occurs to a member of a regular full-time employees immediate family, the

employee will be granted an appropriate leave of absence for which they shall be compensated at their regular straight time hourly rate of pay for their regular work schedule for a maximum of five (5) days.

(b) Members of the employees immediate family are defined as the employee's spouse, mother,

father, brothers, sisters, sons, daughters, mother-in-law, father-in-law, sons-in-law, daughters-in- law, grandparents and grandchildren.

(c) Compensable hours under the terms of this Section will be counted as hours worked for the

purpose of qualifying for vacations and for recognized paid holidays, but will not be counted as hours worked for the purpose of computing overtime.

(d) Part Time employees will receive paid bereavement leave for scheduled shifts occurring on the

five consecutive days following the death of relative in accordance with Article XV Section.(b) and (c) above.

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Section 6: Jury Duty (a) Any regular full-time employee who is required to perform jury duty, including Coroner's jury

duty or who is required to appear as a Crown Witness or Coroner's Witness on a day on which they would normally have worked will be reimbursed by the management for the difference between the pay received for said jury or witness duty and their regular straight time hourly rate of pay for their regularly scheduled hours of work. It is understood that such reimbursement shall not be for hours in excess of eight (8) per day and forty (40) per week, less pay received for the said jury or witness duty. The employee will be required to furnish proof of jury or witness duty pay received.

(b) Hours paid for under the provisions of this Section will be counted as hours worked for the

purpose of qualifying for vacations and for recognized paid holidays but will not be counted as hours worked for the purpose of computing overtime.

Section 7: Union Business (a) The management will grant leave of absence to employees who are appointed or elected to

Union Office for a period of up to and including one (1) year. Further leave of absence may be granted by mutual consent. The employee who obtains this leave of absence shall return to their employer within thirty (30) calendar days after completion of their term of employment with the Union.

(b) The management will grant leave of absence to employees who are elected as representatives

to attend Union meetings and Union conventions as members of Steelworkers in order that they may carry out their duties on behalf of the Union.

(c) In order for the employer to replace the employee with a competent substitute, it is agreed that

before the employee receives this leave of absence, as set forth in clause (a) and (b) above, the employer will be given due notice in writing; and in the case of (b), five (5) calendar days. Only one employee at a time may obtain leave under the above section.

(d) Employees on pre-approved leave for negotiations will be paid by the Regional District for their

scheduled shift and the Union invoiced to reimburse wages to the Regional District. (e) Hours approved for leave for negotiations will be considered as hours worked.

ARTICLE XVI - Occupational Health and Safety Committee Section 1: Composition (a) The management shall maintain an Occupational Health and Safety Committee consisting of

four (4) members.

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(b) The said Committee shall consist of an equal number of representatives of the management and the employees. Employee representatives will be elected by a vote supervised by the Union.

Section 2: Duties The general duties of the Occupational Health and Safety Committee shall be as directed by the regulations made pursuant to the Workers' Compensation Act and shall meet at least once per month. Section 3: Pay for Meetings and Investigations (a) The management agrees to hold safety meetings during the regular working hours and pay for

said meetings shall be the employees regular wage. (b) Investigations of accidents or incidents shall be paid in the same manner as (a) above. Section 4: Investigations In the case of a fatal accident, the Occupational Health and Safety Committee in the operation shall immediately conduct an investigation into such fatal accident. Section 5: Cessation of Work Any one or all employees working in the immediate proximity when a fatal accident has occurred may without discrimination refrain from working the balance of the shift.

ARTICLE XVII - EQUIPMENT (a) The management shall supply free of charge to employees all safety equipment required to be

worn under Workers' Compensation Board Regulations, or the Joint Safety Committee. (b) The management shall supply a smock for the Receptionist/Cashier. (c) Effective January 1, 2001 the management shall pay $100.00 bathing suit/footwear allowance

per calendar year to each employee who is required to wear a bathing suit or footwear. (d) The management shall provide radios for maintenance workers. (e) The Management shall supply footwear required for aquatic fitness for full-time employees, as

needed, at no cost to the employees

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ARTICLE XVIII - ADJUSTMENT OF GRIEVANCES Section 1: Procedure The management and the Union mutually agree that, when a grievance arises in the complex coming under the terms of this Agreement, it shall be taken up in the manner set out below: Step One The individual employee involved shall first take up the matter with the manager directly in

charge of the work within fourteen (14) days of knowledge of the said grievance. Step Two If the question is not satisfactorily settled in this way, the same individual with a Shop

Committee member (Shop Steward), shall take up the problem with the manager directly in charge.

Step Three If a satisfactory settlement is not then reached, the Shop Committee shall take up the problem

with the General Manager of the complex or, in the absence of the General Manager, the Acting General Manager. Within one (1) calendar week both parties will prepare and exchange written statements. Within three (3) working days of exchanging statements, another meeting will be held to once more attempt to resolve the grievance before advancing to Step Four.

Step Four If the problem is not then satisfactorily resolved, the matter shall be referred to the Union and

the Chief Administrative Officer of the Regional District, or in the absence of the CAO, with the person officially acting in the capacity of the CAO for resolution.

Step Five If a satisfactory settlement is not then reached, it shall be dealt with by arbitration as set forth

in Article XIX. Section 2: Time Limit If the grievance has not advanced to the next stage under Step Two, Three, Four or Five within fourteen (14) days after completion of the preceding stage, then the grievance shall be deemed to be abandoned, and all rights of recourse to the grievance procedure shall be at an end. Where the Union is not able to observe this time limit by reason of the absence of the aggrieved employee or the Shop Committee from the operation the said time limit shall not apply. The Union shall be bound to proceed in such a case as quickly as may be reasonably possible.

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ARTICLE XIX - ARBITRATION

Section 1: Interpretation (a) In case of any dispute arising regarding the interpretation of this Agreement or the application

of Article I, Section 1 thereof, which the parties hereto are unable to settle between themselves, the matter shall be determined by arbitration in the following manner:

Either Party may notify the other Party in writing, by registered mail, of the question or questions to be interpreted.

(b) All decisions will be final and binding upon the parties of the First and Second Parts. (c) The Parties agree to jointly seek an interpreter to be agreed upon mutually. (d) In the event that the Interpreter as provided for in (c) herein is not available or is not agreed on

to preside as interpreter under this Section, the Parties agree that they will request the Honourable Minister of Labour of the Province of British Columbia to appoint a Party to preside as interpreter for the dispute then pending.

Section 2: Sole Arbitrator (a) In the case of a dispute arising under this Agreement, which the Parties are unable to settle

between themselves as set out in Article XVIII, the matter shall be determined by arbitration in the following manner:

Either Party may notify the other Party and the Arbitrator in writing, by registered mail, of the question or questions to be arbitrated.

After receiving such notice and statement the Arbitrator and the other Party shall within three

(3) days acknowledge receipt of the question or questions to be arbitrated. The Arbitrator shall be appointed by the Minister of Labour or mutual consent. (b) The decision of the Arbitrator shall be final and binding upon the Parties of the First and

Second Parts. (c) If the Arbitrator finds that an employee has been unjustly suspended or discharged, that

employee shall be reinstated by management without loss of pay and with all their rights and privileges preserved under the terms of this Agreement, provided always that if it is shown to the Arbitrator that the employee has been in receipt of wages during the period between discharge (or suspension) and reinstatement, or date of failure to re-hire and re-hiring, the amount so received shall be deducted from wages payable by the management pursuant to this Section.

(d) The Arbitrator shall be required to hand down a decision within fourteen (14) days following

completion of the hearing.

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Section 3: Cost Sharing The Parties of the First and Second Parts shall bear in equal proportion the expenses and allowances of the Arbitrator, and stenographic and secretarial expenses, and rent connected with his duties as Arbitrator. Section 4: Place of Hearing Any arbitration to be held hereunder shall be held at such place as may be decided by the Parties.

ARTICLE XX - COMMITTEES

Section 1: Liaison Committee In order to improve the employee-employer relationship and to improve the lines of communication between the parties, a liaison committee shall be constituted within 30 days of the signing of the Collective Agreement. The committee shall be composed of three representatives of each party. The employer committee shall include the Administrator of the Regional District and one Commission member. The committee will meet upon the request of either party within seven (7) days of the request, or at such later date as may be mutually agreed. The request for a meeting will be accompanied by an agenda of the issue or issues to be discussed. The committee shall be restricted from dealing with matters, which are purely contractual or concerned with collective bargaining. Section 2: Joint Labour Management Consultative Committee The Joint Labour Management Consultative Committee shall be constituted and meet regularly in accordance the JLMCC’s Terms of Reference.

ARTICLE XXI - CONTRACTING AND SUBCONTRACTING

The introduction of a contractor or subcontractor into the complex operation will not result in the loss of hours currently and historically performed by regular employees within the bargaining unit.

ARTICLE XXII - STRIKES AND LOCKOUTS (a) There shall be no strikes or lockouts by the Parties to this Agreement with respect to any

matter arising out of the Agreement for which arbitration is provided under the terms of the Agreement.

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(b) The Parties to this Agreement expressly agree that there will be no activity within the meaning of (a) above threatened, declared, authorized, counselled, aided or brought about on its part.

(c) In the event of a strike during the term of this Agreement the Union will instruct its members

and officers who may be involved to cease such activity and comply with the terms of this Agreement.

ARTICLE XXIII - DURATION OF AGREEMENT (a) The Parties hereto mutually agree that this Agreement shall be effective from and after the 1st

day of July 2004 to midnight, the 31st day of December 2005 and thereafter from year to year unless sixty (60) days written notice of contrary intention is given by either Party to the other Party. The notice required hereunder shall be validly and sufficiently served at the Head Office of the Party of the First Part, or at the Local Office upon the Local Union Officers of the Union, Party of the Second Part, at least sixty (60) days prior to the expiry of this Agreement. If no agreement is reached at the expiration of this contract and negotiations are continued, the Agreement shall remain in force up to the time an agreement is reached or until negotiations are discontinued by either Party except where otherwise noted.

(b) The Parties hereto agree that the operation of Sections 50(2) and 50(3) of the Labour

Relations Code of British Columbia, R.S.B.C. 1996, c. 224 is excluded from the Agreement. On behalf of On behalf of USWA REGIONAL DISTRICT OF LOCAL 1-363 COMOX-STRATHCONA ______________________________ _______________________________ President Chairman ______________________________ _______________________________ Financial Secretary Secretary DATED AT _________________, B.C., this ______ day of _____________________, 2001.

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SCHEDULE 'A' WAGES

July 1, 2003 Jan. 1, 2005 POSITION NOTE per hour per hour

1.72% increase Facility Maintenance

Supervisor 3 $23.00 $23.40 Ice & Maintenance Worker I 3 $20.20 $20.55 Ice & Maintenance Worker II 1, 3 $20.62 $20.97 Pool Maintenance Worker I $20.20 $20.55 Pool Maintenance Worker II 1 $20.62 $20.97 Auxiliary Maintenance Worker $17.15 $17.44 Custodian $17.15 $17.44 Secretary I $15.89 $16.16 Secretary II 1 $16.71 $17.00 Secretary III $17.78 $18.09 Office Supervisor $20.15 $20.50 Aquatic Leader $16.26 $16.54 Lifeguard/Instructor I 4 $16.40 $16.68 Lifeguard/Instructor II 4 $17.26 $17.56 Lifeguard/Instructor III 4 $18.12 $18.43 Lifeguard/Instructor IV 4 $18.93 $19.26 Shift Supervisor $18.93 $19.26 Instructional Supervisor $19.75 $20.09 Fitness Supervisor 4 $19.75 $20.09 Rehab Coordinator $18.93 $19.26 Guarding Supervisor $19.75 $20.09 Receptionist/Cashier I $16.18 $16.46 Receptionist/Cashier II 1 $17.15 $17.44 Concession Worker $13.50 $13.73 Concession Shift Supervisor $15.11 $15.37 Concession Chargehand 2 $16.87 $17.16 Skate Shop Supervisor $17.75 $18.06 Skate Shop Chargehand $16.87 $17.16 Skate Patrol $11.54 $11.74 Ticket Seller $11.81 $12.01 Program Supervisor $20.12 $20.47

1. Six (6) month employment required to move from I category to II category. 2. Concession Chargehand to receive same hourly rate as Skate Shop Chargehand Concession Chargehand rate

to be paid one eight (8) hour shift per day. 3. Ice & Maintenance Worker will receive a $0.50 per hour premium in addition to their regular rate upon possessing

a B.C. Refrigeration Operators Certificate. 4. Fitness Instructor with Fitness Instructor Certification (BCRPA Level 1) or management approved equivalent -

Receives $0.50 per hour for all hours per shift which included instructing a fitness class. • Employees working the designated hours for graveyard will receive an additional $0.65 per hour for all hours on

said shift. • Employees working hours between 6:00 p.m. to 11:00 p.m. will receive an additional $0.25 per hour for those

hours. • Effective January 1, 2003 a premium of $0.25 per hour to be paid to employees scheduled on a triple split shift.

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LETTER OF AGREEMENT

BETWEEN USWA LOCAL 1-363

AND REGIONAL DISTRICT OF COMOX-STRATHCONA

(STRATHCONA GARDENS)

REGARDING: COMPRESSED WORKWEEK FOR ICE AND MAINTENANCE WORKERS AT STRATHCONA GARDENS 1. This agreement is for a shift schedule for Ice and Maintenance Workers. 2. Both parties understand that problems may arise concerning this agreement. Should problems

occur, the parties agree to meet to discuss the problem in order to reach a satisfactory solution.

3. It is also agreed that this compressed workweek agreement may be cancelled by either party

with thirty (30) days written notice or within seven (7) days if mutually agreed upon. 4. This compressed work schedule is voluntary for existing employees. Those employees not

wishing to work a compressed workweek will not be required to change the current eight (8) hour shifts.

5. Employees who became full time after September 16, 1999 will be assigned to either the eight

(8) hour or twelve (12) hour shift schedule at the discretion of the employer for valid operational requirements.

6. The implementation and continuation of the compressed workweek will be on the conditions

that there will be no extra cost to the employer and that the efficiency of the Maintenance section is maintained.

7. The twelve (12) hour shift times are 7:00 am to 7:00 pm and 7:00 pm to 7:00 am and these

times define the Day and Night shifts respectively. The attached shift schedule forms part of this Letter of Agreement.

8. Overtime will not be paid if incurred as a result of the initial implementation, discontinuation or

agreed upon rotations of the work crew to and from the twelve (12) hour schedule. 9. Overtime for workers on the compressed work week will be as follows;

a) at the rate of time and one-half for all hours worked over twelve (12) hours and double time for all hours worked in excess of fifteen (15) hours in any one shift.

b) at the rate of time and one-half for all hours worked in excess of the regular schedule’s

week.

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c) management may elect, by agreement with an employee already working a shift, to

have that employee remain on shift for up to two (2) additional hours at the applicable overtime rate without implementing the call in provision if Article XI, Section 2 of the collective agreement.

10. Part time relief employees shall not exceed forty (40) per week, and will not be paid overtime

when working assigned twelve (12) hour shifts. 11. At the time of hiring new part time employees, management will advise that they may be

required to work on either twelve (12) or (8) hour shifts. 12. Management may change worker’s posted shifts with 24 hours notice as a result of an

unexpected event such as sickness or other unforeseen emergency situation. 13. It is mutually agreed that for holiday shifts a regular days pay for Ice & Maintenance workers

who regularly work a 12 hour shift, shall be 8 hrs. 14. Except as outlined above, the terms and conditions of the existing collective agreement remain

in force.

on behalf of on behalf of USWA Regional District of Local 1-363 Comox-Strathcona ___________________________ ___________________________ President Chairman ___________________________ ____________________________ Financial Secretary Secretary

Signed at ____________________, B.C., this ______ day of ______________, 2001

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NOTES TO COLLECTIVE AGREEMENT 1. Upon signing of this agreement employees will receive a signing bonus as follows:

• Employees who worked less than 800 hours in 2004 -- $100.00 • Employees who worked 800 or more hours in 2004 -- $200.00

2. Effective January 1, 2005 a wage increase of 1.72% 3. The Joint Job Evaluation funding of $7500.00 remains in place for this purpose. A complete

set of job descriptions has been provided to the Shop Committee and each employee will receive a copy of the job descriptions for their own position. An employee wishing to see the job descriptions for other jobs may ask the Administration manager for a copy. This item is also referred to Joint Union/Management Consultation Committee.

4. All outstanding Grievances are resolved as of date of signing. 5. The parties have agreement to jointly develop a Disability Management Program which will

include detail of how incidents are recorded for recurring illness and also the use of light duties or alternative work for early return from illness or WCB.

6. Self Funded Leave of Absence (banking time with extended leave with pay) proposals will be

considered on a case by case basis if they meet the requirements of the Canadian Revenue Agency.

7. The following positions shall be referred to the Joint Union/Management Consultation

Committee to finalize rates of pay: • Accounts and Bookings Coordinator • Administrative Receptionist • Fitness Supervisor.

8. Negotiations for next Collective Agreement to commence November 21, 2005 to exchange

proposals. Further bargaining dates to be as follows December 6, 7 & 9, December 13, 14, 15. (If a December date is cancelled a date prior to the aforementioned dates will be scheduled).