Unit 426/426A BETWEEN SUMMIT HOUSING OUTREACH … · ARTICLE 7 ·GRIEVANCE PROCEDURES 7.01 This procedure applies to all seniority employees. It is the mutual desire of the parties

COLLECTIVE AGREEMENT

BETWEEN

SUMMIT HOUSING & OUTREACH PROGRAMS (hereinafter called the "Employer")

and

Unit 426/426A

SERVICE EMPLOYEE"S INTERNATIONAL UNION LOCAL 1 CANADA (Affiliated with C.L.C.)

(hereinafter called the Union)

EFFECTIVE: SEPTEMBER 1, 2016

EXPIRES: AUGUST 31, 2020

TABLE OF CONTENTS

ARTICLE PAGE

ARTICLE 1 - PURPOSE................................................................................... 3 ARTICLE 2- SCOPE & RECOGNITION.............................................................. 3 ARTICLE 3- MANAGEMENT RIGHTS................................................................ 3 ARTICLE 4- UNION SECURITY & CHECK-OFF ................................................... 4 ARTICLE 5- STRIKES & LOCKOUTS ................................................................ 5 ARTICLE 6- STEWARDS & NEGOTIATING COMMITTEE..................................... 5 ARTICLE 7- GRIEVANCE PROCEDURES .......................................................... 7 ARTICLE 8- ARBITRATION ............................................................................. 9 ARTICLE 9- SENIORITY................................................................................. 10 ARTICLE 10- LEAVES OF ABSENCE............................................................... 11 ARTICLE 11 -HOURS OF WORK, OVERTIME, SCHEDULING.............................. 13 ARTICLE 12- PAID HOLIDAYS........................................................................ 14 ARTICLE 13- VACATIONS.............................................................................. 15 ARTICLE 14- WAGES & COMPENSATION........................................................ 16 ARTICLE 15- PERSONNEL FILE ..................................... ,................................. 18 ARTICLE 16- LAYOFF, RECALL, TERMINATION & JOB POSTING.......................... 18 ARTICLE 17- CONTRACTING OUT.................................................................... 21 ARTICLE 18- SICK LEAVE............................................................................. 21 ARTICLE 19- BENEFITS................................................................................ 22 ARTICLE 20- PENSION.................................................................................. 23 ARTICLE 21 -RENEWAL, AMENDMENT & TERMINATION.................................. 26 SCHEDULE "A"- WAGES.............................................................................. 27 SCHEDULE "B"- VISION CARE PROVISION GUIDELINES.................................. 30 LETTER OF UNDERSTANDING- FIXED TERM EMPLOYEES................................. 31

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ARTICLE 1- PURPOSE

1.01 The purpose of this agreement is to establish an orderly collective agreement relationship between the Employer and the Employees concerned, to facilitate the cooperative resolution of problems when they arise, to provide procedures for the prompt and equitable disposition of grievances, and to establish and maintain satisfactory working conditions, hours of work, and wages for all Employees within the bargaining unit.

ARTICLE 2- SCOPE AND RECOGNITION

2.01 The Employer recognizes the Union as the sole bargaining agent of all employees of Summit Housing & Outreach Programs in the Regional Municipality of Halton, save and except, managers, persons above the rank of manager, and office staff.

2.02 Employee means those employees defined by Article 2.01 as being included in the bargaining unit and are defined as follows:

(a) A full time employee is one who is normally regularly scheduled to work 40 hours per week or 80 hours bi weekly.

(b) A modified full time Employee is one who is normally regularly scheduled to work less than 40 hours a week or 80 bi weekly and more than twentyfour (24) hours per week or forty eight (48) hours bi weekly.

(c) A part time employee is an employee who is normally regularly scheduled to work less than 24 hours per week or less than 48 hours bi weekly.

(d) A relief worker is an employee who is not normally regularly scheduled to work and works on an as needed basis at the request of the employer and as agreed upon by the employee.

2.03 The context of the work of the Employer is the provision of residential and community support services for consumers of mental health. The Employer and the Union agree that there shall be no discrimination with respect to any employee by reason of age, race, creed, citizenship, colour, place of origin, ancestry, ethnic origin, sex, sexual orientation, family status, marital status, membership, activity, or lack of activity in the Union.

ARTICLE 3- MANAGEMENT RIGHTS

3.01 The parties recognize that the management of the operation and direction of the working forces are fixed exclusively in the Employer and shall be exercised in a manner consistent with this Agreement.

3.02 Subject to the foregoing, the Union acknowledges that it is the exclusive function of the Employer to manage the organization which includes, but is not limited to:

(a) Maintain order, discipline and efficiency:

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(b) Select, hire, classify, transfer, assign, evaluate, train, promote, lay off, recall, suspend and to discipline or discharge any employee, provided that a claim by an employee who has acquired seniority and who has completed the probationary period has been discharged or disciplined without just cause, may be the subject of a grievance and/or arbitration and dealt with as hereinafter provided.

(c) Manage the supportive housing programs and community support services and, without restricting the generality of the foregoing, to determine the nature and kind of business conducted by the Employer, the kind and locations of operation, equipment and material to be used, the control of materials and parts, the methods or techniques of work, the content of jobs, the schedules of work, the number of employees to be employed, the modification, discontinuance or addition of additional occupational classification, job procedures, processes or operations, the extension, limitation, curtailment or cessation of operations or any part thereof, when and where overtime shall be worked, the determination of all financial policies and to determine and exercise all other functions and prerogatives which shall remain solely with the Employer, except as specifically limited or modified by the express provisions of this Agreement.

ARTICLE 4- UNION SECURITY ANP CHECK· OFF

4.01 (a) All employees who are in the employ of the Employer at the signing date of this Agreement and all new employees who enter the employ of the Employer after the Agreement has been signed, shall as a condition of employment, be subject to regular monthly dues to be deducted from their wages and also be subject to a one time union dues administrative assessment for newly hired employees and remitted to the Union. It is understood that dues shall be deducted from all employees beginning in their first (1 51) month of hire.

(b) The Employer agrees to forward a list of dues deductions in an electronic format designed by the Union showing the names, classifications, current addresses, phone numbers, Social Insurance Numbers, highlighting new hires, resignations, terminations, new unpaid leave of absence and return from leave of absence, hourly rate, hours worked, and the amount of dues remitted on behalf of each of the employees for whom deductions have been made. The union shall provide the employer with notice in writing of the percentage(%) to be deducted from employees as required.

(c) Deductions shall be made from each pay and forwarded to the Union Office on or before the 151h day of month following the month in which the deductions are made, where practicable.

(d) Union dues are not deducted from SUB plan payments (if applicable) and the Employer has no responsibility for Union dues while an employee is off on Pregnancy and/or Parental Leave.

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(e) The Union and its members shall hold the Employer harmless with respect to any liability in which the Employer might incur as a result of deductions and remittances.

(f) The Employer will provide each employee with a T4 slip showing the annual Union dues paid by that employee for the year previous.

ARTICLE 5 • STRIKES AND LOCKOUTS

5.01 In view of the orderly procedure herein established by the Agreement for settling of disputes and handling of grievances, the Union agrees that during the term of this Agreement the employees will not sanction, call nor participate in a strike during the term of this Collective Agreement.

5.02 The Employer agrees that during the term of this Agreement there shall be no lockout.

ARTICLE 6 ·STEWARDS & NEGOTIATING COMMITTEE REPRESENTATION

6.01 The Employer will recognize the selection of three (3) Stewards, who have completed their probationary periods, one of whom shall be Chief Steward, selected by the Union from members of the bargaining unit. The Employer shall be advised of their names and shall be notified of any changes when they occur. It is agreed that these three (3) Stewards shall also comprise the negotiating committee. Where possible, these representatives will not all be from the same program.

6.02 (a) A Union representative may request permission from her/his immediate manager . to leave her/his regular duties to investigate a dispute or service a grievance.

(b) The representative will provide an estimate of the time required .to be away from her/his regular duties:-

(c) · A Steward who has been authorized to attend a grievance will be paid by the Employer for time used during normal scheduled working hours in reasonable , servicing of a grievance, excluding any time at grievance Arbitration proceedings.

(d) The members of the Negotiating Committee will be paid by the Employer for time used during normal scheduled working hours in official negotiations of an Agreement up to but not including Conciliation meetings.

6.03 Labour/Management Meetings

(a) Two designated members of the bargaining unit and two members of the management team shall meet on a quarterly basis to discuss/resolve issues of concern in the work place which are not covered by other sections of the Collective Agreement. It is understood that no more than one (1) meeting per month shall take place.

(b) The party raising the issue(s) shall advise the other of the concern, -at which time a mutually acceptable meeting date can be arranged. It is

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understood that the Business Representative of the Union and the Executive Director (or her/his designate) may attend such meeting.

6.04 Health & Safety

(a) The Employer and the Union undertake and acknowledge compliance with the Ontario Health and Safety Act and the respective obligations. The Employer shall recognize four (4) employees representing the range of programs and services to be the designated and recognized Health and Safety Representatives.

(b) The Employer and the Union undertake and acknowledge that when an employee is absent due to illness or injury, which is compensable by Workplace Safety & Insurance Board (WSIB) and the Workplace Safety & Insurance Act, will apply.

(c) Violence

(i) The parties agree that violence shall be defined as any incident in which an employee is abused, threatened or assaulted while performing his or her work. The parties agree it includes the application of force, threats with or without weapons and severe verbal abuse. The parties agree that such incidents will not be condoned. Any employee who believes he/she has been subjected to such incident shall report this to a supervisor who will make every reasonable effort to rectify the situation. For purposes of sub· article (a) only, employees as referred to herein shall mean all employees of the Employer.

(ii) The Employer agrees to maintain updated formalized policies and procedures in consultation with the Joint Health and Safety Committee to deal with workplace violence. The policy will address the prevention of violence and the management of violent situations and support to employees who have faced workplace violence. These policies and procedures shall be communicated to all employees.

(iii) The Employer will report all incidents of violence as defined herein to the Joint Health and Safety Committee for review.

(iv) The Employer agrees to continue provide training and information on the prevention of violence to all employees who may come into contact with potentially aggressive persons. This training will be done during a new employee's orientation and updated as required.

(v) Subject to appropriate legislation, and with the employee's consent, the Employer will inform the Union within three (3) business days of any employee who has been subjected to violence while performing his/her work. Such information shall be submitted in writing to the Union as soon as practicable.

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6.05 Bulletin Board

The Employer agrees to provide a bulletin board in each facility on which to display notices pertaining to Union business, advice regarding meetings and other material of interest to Union members.

ARTICLE 7 ·GRIEVANCE PROCEDURES

7.01 This procedure applies to all seniority employees. It is the mutual desire of the parties hereto that any complaints or grievances arising between the parties with respect to the application, interpretation or alleged violation of this Agreement shall be dealt with in a timely manner.

(a) For the purpose of this Agreement, a grievance or complaint is defined as a difference arising either between a member of the bargaining unit and the Employer or between the parties hereto relating to the interpretation, application, administration or alleged violation of the Agreement.

(b) The grievance shall identify the nature of the grievance, the remedy sought, and should, where possible, specify the provisions of the Agreement which are alleged to have been violated.

(c) At the time formal discipline is imposed or at any stage of the grievance procedure, an employee shall have the right to the presence of his/her steward. In the case of suspension or discharge, the Employer, shall notify the employee of her/his right in advance.

(d) Where the Employer deems it necessary to suspend or discharge an employee, it shall notify the Union of such suspension or discharge in writing, within five (5) calendar days. The time limits for filing a grievance shall commence with the notice to the Union.

(e) It is the mutual desire of the parties hereto that complaints shall be adjusted as quickly as possible, and it is understood that an employee has no grievance until he has first given his/her immediate Manager the opportunity of adjusting his/her complaint. The grievor may have the assistance of a Union Steward if he/she so desires. ·

(f) The aggrieved employee, where possible, must be present at all grievance meetings.

Early Resolution

Such complaints shall be discussed between the employee and her/his immediate Manager within seven (7) calendar days after the circumstances giving rise to the complaint or ought reasonably to have come to the attention of the employee.

Failing settlement within the seven (7) calendar days, it shall then be taken up as a grievance within seven (7) calendar days following her/his immediate Manager's decision in the following manner and sequence:

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Step 1

A Union Steward shall submit the signed, written grievance to the Manager. The griever may accompany the Union Steward. The Manager will deliver a decision in writing within seven (7) calendar days following the day on which the written grievance was presented. The Union and the Manager may meet to discuss the grievance at a time and place suitable to both parties. Failing settlement, then:

Step 2

Within seven (7) calendar days following the decision in the immediately preceding step, the grievance shall be submitted in writing to the Executive Director.

A meeting will then be held between the Executive Director or designate and the griever and Union Steward, who may be accompanied by the Local Union Representative, within seven (7) calendar days of the submission of the grievance at Step 2, unless extended by mutual agreement of the parties.

The decision of the Executive Director or designate shall be delivered in writing to the Union Steward and Local Union Representative within seven (7) calendar days following the date of such meeting.

7.02 Policy Grievance

A complaint or grievance ans1 ng directly between Employer and the Union concerning the interpretation, application or alleged violation of the Agreement shall be originated at Step 2 within seven (7) calendar days following the circumstances giving rise to the grievance, or ought reasonably to have come to the attention of the Union.

It is expressly understood, however, that the provisions of this Article may not be used with respect to a grievance directly affecting an employee which s/he could have instituted himself/herself and the regular grievance procedure shall not be by-passed.

7.03 Group Grievance

Where a number of employees have identical grievances, and each one would be entitled to grieve separately, they may present a group grievance, in writing, identifying each employee who is grieving, to the Employer or designee within seven (7) calendar days after the circumstances giving rise to the grievance have occurred, or ought reasonably to have come to the attention of the Union. The grievance shall then be " treated as being initiated at Step 1 and the applicable provisions of this Article shall then apply with respect to the handling of such grievance.

7.04 Discharge Grievance

If an employee, who has completed her probationary period, claims that she/he has been unjustly discharged, such claim must be submitted in the form of a signed· grievance by the Union Steward at, Step 2 of the grievance procedure to Executive Director or designate within seven (7) calendar days following the date the discharge is ..

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effective. Where the Employer deems it necessary to discharge an employee, the Employer shall notify the Union of such a discharge in writing, within five (5) calendar days. The time limits for filing a grievance shall commence with the notice to the Union. The griever may accompany the Union Steward.

Timelines may be extended by mutual agreement of the parties.

Such grievance may be settled under the Grievance procedure by:

(a) confirming the Employer's action in discharging the employee, or

(b) reinstating the employee with up to full wages, seniority, service, and any other damages that would make the employee whole, or

(c) any other arrangement which may be deemed just and equitable by the parties.

7.05 (a) Failing settlement under the foregoing procedures any grievance may be submitted to arbitration as hereinafter provided. If no written request for arbitration is received within twenty-one (21) days after the decision under Step 2 is given, the grievance shall be deemed to have been abandoned.

Timelines may be extended by mutual agreement of the parties.

(b) The parties agree that it is their intent to resolve grievances without recourse to arbitration, wherever possible. Therefore, notwithstanding (a) above, the parties may, upon mutual agreement, engage the services of a mediator/arbitrator in an effort to resolve the grievance and may extend the time limits for the request for arbitration. The parties will share equally the fees and expenses, if any, of the mediator/arbitrator.

7.06 Agreements reached under the grievance procedure between the representatives of the Employer and representatives of the Union will be final and binding upon the Employer, the Union and the employee(s).

ARTICLE 8 - ARBITRATION

8.01 When either party submits a grievance to Arbitration it shall advise the other party in writing and submit a list of not less than three nominees for Arbitrator. Within five (5) days thereafter, the other party shall agree to one of the proposed names or, in the alternative, respond with not less than three names. If the parties fail to agree on a Arbitrator as herein required, the Minister of Labour for the Province of Ontario shall have the power to make such appointment upon application thereto by the party invoking the arbitration procedure.

The aforementioned Notice shall also specify the outstanding issues of the written grievance to be dealt with by the Arbitrator and the remedy sought. The party giving such notice shall be bound by the same and shall be restricted at arbitration to the issues presented by the Notice.

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8.02 No matter may be submitted to arbitration which has not been properly carried through all requisite steps of the grievance procedure.

8.03 The Arbitrator shall not have any power to amend, alter, modify or add to any of the provisions of this Agreement or to substitute any new provisions for any existing provisions, nor to give any decision inconsistent with the terms and provisions of this Agreement.

8.04 The proceedings of the arbitration will be expedited by the parties hereto and the decision of the Arbitrator will be final and binding upon the parties hereto and the employee or employees concerned.

8.05 Each of the parties hereto will share equally the fees and expenses, if any, of the Arbitrator.

8.06 Saturdays, Sundays and Holidays are not to be counted in the time limits as set out in the Arbitration articles.

ARTICLE 9 - SENIORITY

9.01 Definition of Seniority

(a) Full-time Employees - Seniority shall accumulate on a basis of their continuous years of service for the Employer, since their most recent date of hire.

(b) Part-time and Relief Employees- Seniority shall accumulate on the basis of the number of hours worked for the Employer. Part-time and relief employees shall be granted one (1) year of seniority for each 2080 hours of service, since their most recent date of hire.

(c) All accumulated seniority shall be valid on a bargaining unit wide basis.

9.02 Loss of Seniority

An Employee shall lose her/his seniority and cease to be employed by the Employer when she/he:

(i) voluntarily resigns the employ of the Employer;

(ii) is dismissed for just cause and such discharge is not reversed 'through the grievance procedure established in this Agreement or through arbitration;

(iii) is absent from work due to a lay off for a continuous period of more than eighteen (18) calendar months;

(iv) overstays a leave of absence without previous approval from the Employer, unless such lack of communication was totally unavoidable due to circumstances beyond the employee's control;

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(v) is absent from work for two (2) consecutive days on which she/he is scheduled to work without sufficient cause and without notifying the Employer, unless such lack of communication was due to circumstances beyond his/her control;

(vi) fails to return to work after lay-off within ten (1 0) calendar days after being requested to do so by the Employer by Registered Mail (or equivalent) sent to the last address recorded by the Employee on the Company's records.

9.03 The Employer shall supply the Chief Steward and Local Union Representative with an electronic copy of an up-to-date seniority list tri-annually, February 1, May 1, and October 1; setting out the names of employees, the date of entry to the bargaining unit, their classifications and seniority ranking and setting out the names and dates of any employees terminated or hired for any reason since the preparation of the last list. Such list shall be prepared in order of seniority.

9.04 Newly hired full-time and part-time employees must successfully complete a probationary period of three (3) months worked and Relief employees must successfully complete a probationary period of 250 hours worked, or six (6) months whichever comes first.

9.05 It is recognized that the probationary employees may be released for reasons less serious than in the case of the discharge of an employee who has completed his/her probationary period.

ARTICLE 10- LEAVES OF ABSENCE

10.01 General

The Employer may, in its discretion, grant leaves of absence without pay to employees for legitimate personal reasons. All requests for such leaves of absence shall be in writing as far in advance as is possible to the immediate manager. Approval for such leaves shall not be unreasonably withheld.

10.02 Bereavement Leave

(a) In the event of a death in the immediate family of a full-time Employee covered by this Agreement, the Employer agrees to grant time off and to make up the Employee's regular pay (in the amount she/he would otherwise receive as basic salary) for any absence up to a maximum of five (5) scheduled consecutive work days for the purpose of attending at or making arrangements for the funeral. Immediate family shall mean father, mother, spouse, common-law spouse, same-sex partner, brother, sister, child, mother-in-law, father-in-law, grandparent, grandchild and stepchild.

Requests for compassionate leaves of absence must be made to the Employee's manager.

(b) An employee shall be granted one (1) day bereavement leave without loss of pay on the death of her/his aunt or uncle, niece or nephew.

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(c) In the event of a spring internment, or in relation to bereavement and its accompanying cultural or religious practices, bereavement days may be carried over upon request in writing to the Executive Director (or designate) and will not be unreasonably denied.

10.03 Jury Duty and Crown Witness Attendance

Where an Employee is required to be absent by reason of receipt of a summons to attend as a juror, or witness for the Crown, she/he shall be paid for such service at her/his normal pay, computed at her/his normal hourly rate for hours lost from work, subject to the following provisions::

(a) employees must notify the Employer within three (3) calendar days after receipt of notice of selection of jury duty or receipt of subpoena:

(b) jury duty leave pay will apply only in instances where an Employee is scheduled to work;

(c) She/he forwards to the Employer the full amount of compensation received, excluding mileage, traveling and meal allowance, accompanied with an official receipt thereof.

10.04 Pregnancy and Parental

Pregnancy and Parental Leave without pay will be granted in accordance with the Employment Standards Act Of Ontario, however, it is recognized that the individuals on Pregnancy or Parental Leave shall continue to accumulate seniority during the leave(s).

Upon request of the employee, the employer agrees to provide to the employees a copy of all relevant sections of the Employment Standards Act as it applies to Pregnancy and Parental Leave.

10.05 Union Leave

The Employer shall grant leave, without pay, for up to fifteen (15) working days to one (1) Union steward at a time, for the purpose of attending courses for Union function training, provided there is at lease thirty (30) days' notice provided to the Executive Director, or his/her designate. Additional leave of absence requests may be granted for Union Stewards with due consideration for operational requirements. Such approval shall not be unreasonably withheld.

10.06 Education Leave

When employees are asked by the Employer to attend workshops and conferences the Employer will pay the workshop or .conference fees, and the employee will receive usual rate of pay while attending the Employer requested workshop or conference. If an employee wishes to attend a workshop or conference not requested by the Employer, requests are to be made by the employee in writing to the Manager. The decision will be communicated to the employee within five (5) days of the date of the request, in writing.

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10.07 Family Medical Leave

The employee and the Employer will continue to pay their respective shares of the benefit premiums.

(a) Family medical leave will be granted to an employee for up to eight (8) weeks within a twenty-six (26) week period to provide care or support to a family member who is at risk of dying within that 26 (twenty-six) week period in accordance with the Employment Standards Act which requires a certificate from a qualified practitioner.

ARTICLE 11· HOURS OF WORK, OVERTIME AND SCHEDULING

11.01 The normal hours of work for Full-Time Residential Caseworkers and Full-Time Outreach Caseworker shall be eighty (80) hours in a two week pay period; however, this shall not be interpreted as a guarantee of hours of work per day, nor days of work per week.

11.02 Approved overtime hours shall be compensated with lieu time off at the rate of one and one-half (1 ~)times the amount of time worked in excess of the normal hours. If lieu time is not used at a mutually agreeable time within three (3) months, the Employer may then schedule time off for the Employee. Lieu accumulation will commence at the beginning of the Company's fiscal year (i.e. April 01 ). Lieu entitlement is not allowed to be carried over into a second fiscal year unless earned during the last quarter of the fiscal year.

(a) ACTT employees are required to work on a Saturday and Sunday on a rotating schedule shall receive the following lieu time compensation:

(b)

11.03 (a)

(b)

(i) 3. 75 hours for each day worked to be taken as lieu time.

(ii) Accrued lieu time will be scheduled pursuant to Article 11.02.

(iii) In addition, ACTI employees shall be scheduled alternate days off in lieu of having worked a weekend, to be taken on the subsequent Thursday and Friday to the last weekend worked.

Lieu time can accrue to a maximum of 16 hours, unless mutually agreed.

Outreach and Residential Caseworkers will have their schedules posted four (4) weeks in advance and the schedule will be for a six-week period. When preparing such schedules, the Employer shall consider the needs of the Agency and the stated availability (in writing two (2) weeks before the schedule is posted) of the Relief Employees. When preparing the initial schedule and/or making changes the Manager shall recognize the bargaining unit seniority where conflict exists.

ACTT employees will be scheduled on a nine (9) week rotational schedule.

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11.04 (a)

(b)

Relief Residential Caseworkers and Relief Outreach Caseworkers shall advise the Manager during the four (4) weeks in advance of the schedule commencing of any difficulties which prevent the Relief Employees from attending the scheduled shift. The Manager shall attempt to accommodate a re-scheduling to the extent possible; however, once the schedule is in effect, only illness, accident or permission under Article 11.06 are the acceptable reasons for non-attendance. In the event an employee is unable to attend her/his scheduled shift, she/he must advise either the Manager or the on-call person as soon as possible before start of the shift. If a relief employee fails to submit hours of availability and/or subsequently fails to accept at least one (1) shift based on stated availability (does not include on-call duty) for a time period of six (6) months, it shall be assumed that they have abandoned their job with the Employer unless the Employee is on an approved leave of absence or as required by law.

The Relief worker must be available to work at least sixteen (16) hours per month. Should the relief worker be unable to meet the minimum hours required on a consistent basis (3 month period), they will deemed to have resigned their position.

11.05 When it is necessary for the Employer to replace an employee because of notice of unavailability during the four (4) week advance period, or because of illness or accident during their scheduled period, the Manager shall consider the needs of the Agency, site location, and seniority of the employees on a rotational basis.

11.06 An employee who has arranged with another employee for a possible substitution may submit a request in writing to the Manager for either an exchange of the shift or the arranged replacement for the scheduled shift. Such replacement or substitution shall only be valid when authorized in writing by the Manager. Changes in schedule initiated by an employee including exchanges of shift, shall not result in overtime or a breach of this collective agreement.

11.07 An employee will be allowed a paid thirty (30) minute meal period in an eight- hour shift as near to the noon hour as possible when on the day shift. Each employee is required to be available on site during meal breaks and to provide supervision (i.e. crisis situation) for clients as required. The paid evening meal breaks will normally be at the same time as the clients' evening meal.

11.08 Each employee is entitled to one (1) paid fifteen (15) minute rest period in each half of the shift on-site. This time is not guaranteed and is not cumulative.

ARTICLE 12· PAID HOLIDAYS

12.01 (a) The following holidays will be recognized as paid holidays for full-time staff:

New Years Day Boxing Day Easter Monday Canada Day Civic Holiday Float Day

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Christmas Day Good Friday Victoria Day Thanksgiving Day Labour Day Family Day

Should a full-time Employee be required to work on any of these days, she/he shall be paid at time and a half (1 %) of normal pay rate and, in addition, shall be granted a mutually agreed to day off in lieu thereof.

(b) Employees observing other religious holidays not coinciding with holidays or discretionary days will be granted a leave of absence without pay.

12.02 When any of the said holidays fall on other than a regular working day, the Employer shall designate either the preceding or the following day upon which the said holiday will be celebrated in keeping with the practice of the community.

12.03 A full-time or part-time employee shall receive her/his statutory Holiday entitlement as provided in this Article provided she/he works her/his regular scheduled day of work preceding and her/his regular scheduled day of work following such Statutory Holiday and works on such Statutory Holiday if so scheduled. However, if the employee has reasonable cause to be absent on the scheduled working day, and/or the day scheduled immediately prior to and/or following a holiday, the employee responsible for showing they had reasonable cause for staying away from work, in accordance with the provisions under the Employment Standards Act (2000) then the foregoing qualifications do not apply and the employee will be eligible for holiday pay.

12.04 If Relief Employees work on any of the following public holidays they will be paid at time and a half (1 %) of normal pay rate:

New Years Day Good Friday Victoria Day Canada Day Family Day

Labour Day Thanksgiving Day Christmas Day Boxing Day

12.05 Full-time Employees will receive one (1) Personal Day without loss of regular pay. These days are not cumulative and may be taken with a minimum of 24 hours' notice. They are to be used for personal wellbeing.

12.06 Part-time employees shall be entitled to statutory holiday pay in accordance with the Employment Standards Act (2000).

ARTICLE 13- VACATIONS

13.01 The vacation year for the purpose of this Article shall mean the twelve (12) month period commencing April 1 of the current year to March 31 of the following year, that is, the fiscal year of the Company. All vacation years of individual employees will be deemed to end March 31. The new vacation year will commence April 1.

13.02 Vacation entitlement is not allowed to be carried over into a second year.

13.03 All full-time Employees shall receive an annual vacation together with pay on the following basis:

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(a) An Employee who has completed less than one (1) year of continuous service as a full-time Employee shall receive 4% of gross earnings paid yearly in lieu of vacation; however, after six (6) months of continuous service a full time employee may request up to five (5) days of paid vacation time instead of accruing the equivalent of five (5) days gross earnings and this request may be granted by the employer.

(b) An Employee who has completed one (1) year or more of continuous service as a full-time Employee shall receive fifteen (15) days of vacation with pay;

(c) An Employee who has completed six (6) years or more of continuous service as a full-time employee shall receive twenty (20) days vacation with pay;

(d) An employee who has completed fifteen (15) years or more of continuous service as a full time employee shall receive twenty-five (25) days of vacation with pay.

(e) If a part-time or relief employee is promoted to a full-time position, her/his accumulated years of service for vacation entitlement will be calculated as follows:

Total continuous hours worked as a part-time or relief employee divided by 2080 (one-year full-time equivalent hours);

(f) Employees during their first year of service shall take vacation only after completion of at least six (6) months of service with the Employer;

(g) An employee who is granted approval to use vacation credits not yet earned will do so with the agreement the employer retains the right to recover the cost of the unearned credits from monies owed to the Employee.

13.04 Part-time and relief Employees shall receive 4% of gross earnings paid yearly in lieu of vacation, which shall be paid at the conclusion of the fiscal year.

13.05 The Employer reserves the right to fix any periods of vacation for any number of employees when the needs of the Company, its residents or the programs provided therein so dictates.

13.06 The Employer reserves the right to limit the number of employees absent on vacation at the same time subject to operational requirements.

ARTICLE 14 ·WAGES AND COMPENSATION

14.01 The hourly wage rate shallbe as set out in Schedule "A".

14.02 Pager On-Call Duty

(a) Relief, part-time and full-time employees may be invited to fulfill the pager on-call duties in order of seniority. Depending on staff availability, pager duties may be rotated between employees. Pager On-call premium as outliAed on Wages

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(b)

Schedule A. as follows:

Pager On-call premium in.cludes providing on-call services

(i) Pager On-Call:

8:00p.m. Sunday to 8.30 a.m. Monday 12.00 midnight Monday to 8.30 a.m. Tuesday 12.00 midnight Tuesday to 8.30 a.m. Wednesday 12.00 midnight Wednesday to 8.30 a.m. Thursday 12.00midnight Thursday to 8.30 a.m. Friday 12.00 midnight Friday to 12.30 p.m. Saturday 8.00 p.m. Saturday to 12.30 p.m. Sunday All other times when there may be no staff members on duty.

(ii) Site Visits

• On-site visits totaling nine (9) hours per week if required • Individual site visits less than three hours will be calculated as three

(3) hours. • The current Relief Residential Caseworker hourly rate of pay will

apply for additional on-site visits over 9 hours/week as outlined under the Labour Standards Act.

14.03 Back Up Duties

(a) Employees shall receive two (2) hours of lieu time for each day assigned to back up duties.

14.04 Travel Allowance

(a) Travel allowance for all kilometers driven on Employer's business as required by the Employer to use their own vehicles shall be reimbursed at the rate of $0.48c/km.

Effective October 1, 2016 the travel allowance shall increase to $0.49c/km.

Effective Sept 1, 2017 the travel allowance shall increase to $0.50c/km.

Effective Sept 1, 2018 the travel allowance shall increase to $0.51 c/km.

(b) Travel mileage will be paid based on the actual mileage driven starting from the office closest to the first client visit of the day or assigned office for that day and ending at the last client visit of the day or assigned office for that day.

Where an employee is required to report to a specific office prior to going to a client's, she shall be paid from that office. In the case where an employee must report to a specific office following her last client visit, she shall be paid to that office.

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(c) Where an employee attends a conference or workshop, the mileage paid will be to cover the difference in mileage if it exceeds what the employee would have driven to get to their usual office of work that day (if the distance is shorter than the usual commute to work, no additional mileage will be paid).

(d) The Employer will reimburse the employee for necessary parking expenses incurred while on authorized employer business. Where possible, the employee will obtain a parking receipt and submit same to the employer for reimbursement.

14.05 Auto Insurance

As a condition of employment employees whose job requires them to transport clients, must maintain a valid driver's license and adequate insurance coverage to carry clients in their vehicles.

ARTICLE 15 ·PERSONNEL FILE

15.01 Each employee shall have the right to examine their personnel file, during normal working hours, on twenty-four hours' notice and be entitled to copies, at fair cost to employees, of any documents relating to their employment.

15.02 It is understood and agreed that employee evaluations are a conclusion or opinion of management and that no evaluation will become part of a personnel file without first being discussed with the employee and acknowledged by the employee. Each Employee shall have the right to respond in writing to such evaluation before it becomes part of their personnel file and the employee response form part of the evaluation.

15.03 Disciplinary letters shall be removed from the employee's personnel file after a period of eighteen (18) months discipline-free.

ARTICLE 16 ·LAY-OFF, RECALL, TERMINATION AND JOB POSTING

16.01 In the event of a lay-off, the Employer will notify the Union and will provide the affected employees with notice in accordance with the Employment Standards Act.

Lay-Off Procedures

(a) In the event of a lay-off, the Employer shall lay-off employees based on the following factors:

(i) Skills, ability, efficiency and qualifications; and (ii) Reverse seniority

(b) Where in the judgment of the Employer, the qualifications in factor (i) are relatively equal, seniority will govern. Such judgments shall be made in a fair, impartial and consistent manner.

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(c) A full-time or part-time employee laid-off shall have the option of becoming a Relief Employee provided the Full-time Employee has the skill, ability, efficiency and qualifications to perform the job.

16.02 Recall Rights

An employee shall have the opportunity for recall from lay-off to an available position within her/his same classification, or to a job which she/he can resume without training, based on the following factors:

(i) Skills, ability, efficiency and qualifications and (ii) Seniority

Where in the judgment of the employer, the qualifications in factor (i) are relatively equal, seniority will govern. Such judgments shall be made in a fair, impartial and consistent manner.

16.03 Vacancies

(a) All cases of promotion, transfer, and demotion within the bargaining unit shall be based on the following factors:

(i) Skills, ability, efficiency and qualifications; and (ii) Seniority

Where in the judgment of the Employer, the qualifications in factor (i) are relatively equal, seniority will govern. Such judgment shall be made in a fair, impartial and consistent manner. (b) In the event new jobs are created within the bargaining unit or vacancies occur in

the existing job classification, they shall be handled in the following manner:

The Employer shall post new jobs and vacancies that occur within the bargaining unit on the employee bulletin board, and they shall remain posted for a period of seven (7) calendar days. Such notice shall include the position, minimum qualifications required, wage rate and shift required.

(c) Employees shall have the right to make written application to fill such vacancies or new jobs during the posting period.

(d) In the event that a present employee is a successful applicant, commencing on the date of transfer there will be a "Trial Period" of sixty (60) working days in order to determine that the employee has the skill and ability to perform the new duties. During this time, either the Employer or the employee may request that the employee return to her/his previous duties. It is understood and agreed that once the trial period has expired, the Employer no longer has the right to return an employee to her/his former position, and the employee no longer has the right to return to her/his former position.

16.04 Temporary Vacancy

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Where an employee is absent on maternity leave, or any other leave of absence which is expected to exceed sixty (60) days and the Employer decides to fill the vacancy during the absence, the Employer shall post a temporary vacancy which shall be filled in accordance with the following provisions:

(a) The temporary vacancy will be posted for a period of seven (7) days. Employees working less than 40 hours per week who apply during the posting period will be given consideration before others. All internal applications will be considered before hiring from outside the Employer.

(b) The Employer will outline the conditions of employment and anticipated duration of the temporary vacancy to the successful candidate.

(c) Upon the return to work of the absent employee, the successful candidate shall, if employed by the Employer when chosen to fill the temporary vacancy, return to his/her prior position. Should the employee return to work earlier than anticipated, the Employer shall not be liable to the temporary employee for any wages or other compensation that would have been paid had the temporary vacancy not ended prematurely.

(d) If the position was filled by a fixed term employee, then the provisions of the letter of understanding shall prevail.

(e) The Employer shall have the right to fill a temporary vacancy expected to last not more than 60 days, as it sees fit.

(f) The successful candidate shall be entitled to vacation pay as outlined in the Employment Standards Act and paid holidays (i.e.: statutory holidays) that occur during the temporary vacancy, excluding floater holidays.

(g) Employees holding a temporary position, may not be considered for another position unless such position is a permanent position and/or the temporary position they are filling will expire within 30 days.

16.05 Notice Provision

Full-time and part-time employees terminating their employment with Summit Housing & Outreach Programs agree to give the Employer two (2) working weeks prior written notice of their intention to leave.

It shall be understood that unused or accumulated vacation credits, or lieu time or personal days shall not form any whole or part of this two (2) working week notice.

Positions Outside the Bargaining Unit

No employee shall be transferred to a position outside of the bargaining unit without his/her consent. When an employee is hired to a position outside of the bargaining unit, they shall retain but not accumulate seniority for a period of up to

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twelve (12) months and will be considered and inactive member of the bargaining unit for the purposes of the CA. If the employee returns to the bargaining unit within twelve (12) months her seniority will be reactivated as of the date s/he returns to the bargaining unit; and alternatively, if the employee does not return to the bargaining unit within twelve (12) months, all seniority shall be lost and they may not return to the bargaining unit except as a new employee. The length of "continuous service" with the Employer to qualify for vacations will not be affected by this provision for such employees.

Employees hired to a position outside of the bargaining unit shall continue to pay union dues in accordance with Article 4. Entitlements provided for in this agreement, save and except the following articles, shall be suspended until the employees return to the bargaining unit:

Articles 9 and 13 as provided for herein, 12.05, 14.04(b), 16.01, 16.02, and 19.01 (sick leave to be prorated commensurate to the duration of the leave).

ARTICLE 17 ·CONTRACTING OUT

17.01 Although the employer does not intend to contract out bargaining unit work, sound business and economic reasons or emergencies require such action from time to time; however, when such action has an adverse effect, to the extent that it causes the layoff of employees, it shall not be implemented.

ARTICLE 18 ·SICK LEAVE

18.01 Sick Leave

Full-time employees shall be allocated eighty-eight (88) hours per fiscal year to be put in the Employee's sick bank on April 1st of each year. There shall be no payout of unused sick time, and there is no carry-over of unused sick time from one fiscal year to the next.

Effective April 1, 2017

Full-time employees (including modified full time) shall accrue 1 day per month (must have earned wages from the employer on at least 18 days in the calendar month) to a maximum of 12 days per calendar year.

There shall be no pay out of unused sick leave credits. The total amount of sick leave an employee may have in their bank is a maximum 15 days or 120 hours. This is a rolling bank.

During the conversion year, any sick time remaining in an employee's sick leave bank at March 31, 2017 will be carried forward for use in the new bank.

18.02 Procedure for reporting absence due to sickness will be as follows:

(a) Call at least four (4) hours in advance when calling in sick if at all possible.

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(b) The Page On-Call person must be notified if there are no staff members on duty at time of call.

(c) A doctor's sick note must be provided to the employer if an employee is absent for three (3) consecutive days due to sickness. The cost of a sick note, if requested by the Employer, will be paid for by the Employer.

(d) A weekly update by telephone on an employee's progress must be submitted to the Employer upon request if an employee is absent on extended sick leave of over seven (7) consecutive days. Three days' notice of return to work date must be given to the Employer to allow for adjustment of the work schedule.

ARTICLE 19- BENEFITS

The Union has established the SEIU Locals 1 & 2 Benefit Trust Fund, a multi-employer trust fund to provide Health and Welfare Benefits for SEIU members.

19.01 Remittances and Reports

(a) The Employer shall remit for each employee who requires single coverage, $143 per month in year 1 of the contract, $146 per month in year 2 of the contract, and $150 per month in year 3 of the contract, to the Trust.

(b) The Employer shall remit for each employee who requires family coverage, $245 per month in year 1 of the contract, $248 per month in year 2 of the contract, and $250 per month in year 3 of the contract, to the Trust.

(c) Cheques are to be made payable to SEIU Locals 1 & 2 Benefit Trust Fund and forwarded to:

SEIU Locals 1 & 2 Benefit Trust Fund c/o the Plan Administrator

(d) The Employer shall pay these amounts to the Trust no later than 15 days following the last Pay Period of each month.

(e) The Employer agrees to provide reports to accompany each monthly remittance and employee benefit deductions, if applicable for each work month. Remittance reports will include the following information:

• employee name; • employee Social Insurance Number; • the amount of each employee's monthly gross wages; • hourly rate • number of hours worked • specifics regarding employee deductions (if applicable)

19.02 Late Payment Penalty

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It is agreed that the Trust shall be empowered to charge interest at the rate of two percent (2%) per month on the failure of the Company to make payment within thirty (30) days of the due date to the benefit fund as required by this Participation Agreement.

19.03 New Employees

(a) All probationary full-time employees shall be given information during a benefits orientation session and supplied with a booklet outlining the Schedule of Benefits, eligibility and enrolment form as prepared by the SEIU Locals 1 & 2 Benefit Trust Fund.

(b) The Employer shall forward completed enrolment forms to the Plan Administrator with the monthly remittance reports.

19.04 Changes to Employee Status

The Employer will use the form provided by the Trust to notify the Trust of any changes to employee status.

19.05 Trust Fund Information/Forms for Employees

The Employer shall keep available copies of forms required by the Trust and will supply said forms to employees upon request. Contact information for the Administrator and copies of the Trust forms will be posted in a location accessible to all employees.

19.06 Part time and Relief Employees will receive 1% of hourly pay rate for hours worked in lieu of benefits.

ARTICLE 20 -PENSION

Effective within 3 months following the approval for participation from NHIRPP, (this allows time for the employees to sign up their enrollment) the employer agrees to implement the following pension plan. The Employer shall cease their current contributions to the RRSP plan effective on the commencement of the pension plan. It is understood that employee can · move their existing RRSP plan to a provider of choice.

20.01 Each Eligible Employee covered by this Collective Agreement shall contribute from each pay period an amount equal to X percent (X%) of applicable wages to the Plan. The Employer shall match such contributions, the amount being X percent (X%) of applicable wages.

Effective within three (3) months following approval from NHIRPP - 2% matching contributions;

Effective the first full pay period In April 2018 increase matching contributions to·2.5%;

Effective the first full pay period in Aptil 2019 increase matching contributions to 3%;

Effective the first full pay period in April 2020 increase matching contributions to 4%.

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20.02 The Nursing Homes and Related Industries Pension Plan

In this Article, the terms used shall have the meanings as described:

.01 "Plan" means the Nursing Homes and Related Industries Pension Plan, being a · multi-employer plan.

"Applicable Wages" means the basic straight time wages for all hours worked, including:

(i) the straight time component of hours worked on a holiday; (ii) holiday pay, for the hours not worked; and (iii) vacation pay.

All other payments, premiums, allowances etc. are excluded.

"Eligible Employee" means full-time, modified full time and part-time employees in the bargaining unit who have completed nine hundred and seventy-five (975) hours of service .

. 02 Each Eligible Employee covered by this Collective Agreement shall contribute from each pay period an amount equal to X percent (X%) of applicable wages to the Plan. The Employer shall match such contributions, the amount being X percent (X%) of applicable wages (See Article 20.01).

Notwithstanding the foregoing, where an error has been made in deduction, the Employer shall, upon request, make full payment on any outstanding Employer contributions irrespective of whether the employee pays the matching amount.

The parties agree that this Article in no way prejudices the position of either party as it relates to the retroactivity application if an error is discovered .

. 03 The employee and Employer contributions shall be paid to the Plan within thirty (30) days after the end of the calendar month in which the pay period ends for which the contributions are attributable .

. 04 The Union acknowledges and agrees that other than making its contributions to the Plan as set out in this article, the Employer shall not be obligated to contribute towards the cost of benefits provided by the Plan, or be responsible for providing any such benefits.

The Union and Employer acknowledge and agree that under current pension legislation, and/or regulations, the Employer has no requirement to fund any deficit in the Plan, but is required to contribute only that amount as required by the Collective Agreement in force between the parties.

It is understood and agreed by the Employer and the Union that should the current pension legislation or regulations be changed so that the Employer's obligation to contribute to the Plan exceeds the amount specified in the Collective Agreement then in force, the parties will meet directly to finalize methods to relieve the Employer of this increased obligation to the extent that any such

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obligations exceeds that which the Employer would have if the Plan were a defined contribution plan .

. 05 The Employer agrees to provide to the Administrator of the Plan, on a timely basis all information required pursuant to the Pension Benefits Act, R.S.O. 1990, CH P-8 as amended, which the Administrator may reasonably require in order to properly record and process pension contributions and pension benefits.

The information required to be provided by the Employer may be provided in the form normally maintained by the Employer, whether on computer disc, manual records or otherwise. In the event such information is not readily available without review of other information not relevant to the Plan, the Plan shall make arrangements with the

·Employer for access to the required information. This may include the Employer providing such information at reasonable cost to the Plan. If the Administrator of the Plan and Employer are unable to agree on the form of such access, a mutually acceptable third party, such as a firm of accountants and auditors, shall be retained at the expense of the Plan to obtain such information from the Employer's files.

Such information shall be provided only on enrolment of an employee or with the monthly remittances.

Any additional information requests beyond that noted above may be provided, if possible, by the Employer, it being understood that any additional costs of such request shall be borne by the Plan. ·

For further specificity, the items required for each eligible employee are:

(i) To be Provided Once Only at Plan Commencement

• Date of Hire • Date of Birth • Date of First Remittance • Seniority List to include hours from date of hire to Employer's fund entry date

(for purposes of calculations past service credit).

(ii) To be Provided with each Remittance

• Name • Social Insurance Number • Monthly remittance • Pensionable Earnings • Employer portion of arrears owing due to error, or late enrolment by the

Employer

(iii) To be Provided Periodically • Address as provided to the Home once when the employee joins the plan,

and annually for all employees in October of every year • Termination date when applicable

(iv) To be Provided Once, if they are Readily Available

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• Gender • Marital Status

.06 If there is an allegation of non payment of pension contributions, the Union will file a grievance .

. 07 Where legislation or the Plan prohibits an employee from contributing to NHRIPP because of age, an amount equivalent to the deductions in Article 20.02 will be paid to the employee on each pay cheque. Such amount shall not be added to the hourly rate or be subject to vacation p~y or other accruals.

ARTICLE 21- RENEWAL, AMENDMENT AND TERMINATION

21.01 This Agreement shall be effective from September 01, 2016 and shall continue in effect until August 31, 2020 and shall continue automatically thereafter during annual periods of one (1) year each unless either party notifies the other in writing, within ninety (90) days prior to the expiration date, that they desire to amend or terminate this Agreement.

21.02 In the event of notification being given as to amendment of the Agreement, negotiations between parties shall begin within forty-five (45) days following such notification.

21.03 If, pursuant to such negotiations, an agreement on the renewal or amendment of this Agreement is not reached prior to the current expiration date, this Agreement shall automatically be extended until consummation of a new Agreement, or completion of the proceedings prescribed under the Labour Relations Act of the Province of Ontario.

SIGNED AT BURLINGTON THIS 2.-3

FOR THE EMPLOYER:

{}tw<al!!ird2e~ j~ y-···

DAY OF .. \)e_c._ 2016.

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SCHEDULE "A"- WAGES

Rates as at Segtember 11 2016 Rates as at Segtember 21 2016

Step 1: Entry *Step 2 Step 1 : Entry *Step 2

Full-Time Outreach $22.18 $23.90 Caseworker Full-Time Residential $20.16 $22.08 $20.56 $22.53 Caseworker Relief Caseworker $18.26 $19.79 . $18.62 $20.18

Nurses $34.80 $36.63

Occupational $30.63 $32.25 Therapist Social Worker $29.74 $31.31

ACTT Specialist $27.83 $29.30 Workers Peer Support $23.21 $24.43

Gerontologist $29.74 $31.31

Pager on Call $130.69 premium for one week

Part time and Relief employees receive additional 1% in lieu of benefits as per Article 19.06.

*Following successful completion of the probationary period.

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Rates as at Se~tember 11 2017 Rates as at Se~tember 21 2017

Step 1 : Entry *Step 2 Step 1 : Entry *Step 2

Full-Time Outreach $22.34 $24.08 Caseworker Full-Time Residential $20.72 $22.69 $21.13 $23.15 Caseworker Relief Caseworker $18.76 $20.33 $19.13 $20.74

Nurses $35.06 $36.91







Step 1: Entry *Step 2 Step 1 : Entry *Step 2


Nurses $35.32 $37.18






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Step 1 : Entry *Step 2 Step 1 : Entry *Step 2


Nurses $35.59 $37.46






*The Employer will make all retroactive payment within two (2) pay periods after ratification.

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SCHEDULE "B" -VISION CARE PROVISION GUIDELINES

Full-time employees of Summit Housing & Outreach Programs are eligible to claim the vision care benefit through the SEIU Benefit Trust. The following guidelines are used to identify eligible expenses:

1. The Maximum amount payable will be $250.00 per family once in any 24-month period.

2. Contact lenses and eyeglasses must be prescribed in writing by an ophthalmologist or licensed optometrist and dispensed by an ophthalmologist or a qualified optician.

3. Non-prescription sunglasses or safety glasses are not covered by the plan.

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LETTER OF UNDERSTANDING

BETWEEN

SUMMIT HOUSING AND OUTREACH PROGRAMS

AND

SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 1 CANADA

Re: Fixed Term Employees

A Fixed Term employee means an external employee hired for a fixed term not to exceed one (1) year (unless otherwise mutually agreed to extend to not more than an additional ninety (90) days) to replace an employee on a leave of absence, whose absence could not otherwise be filled via internal posting. Fixed Term employees will receive 4% vacation pay and Statutory Holiday pew as per the Employment Standards Act, 2000. Compensation will be based on the wage grid of the contract for the classification.

Fixed Term Employees whose term is extended as provided for above will be subject to the same terms and conditions outlined above.

When the fixed term contract expires, the employee shall be terminated.

When the fixed term employee is interested in joining the agency as a relief employee at the expiry of his/her term of employment, s/he may approach the employer. Should the employer agree to hire the employee beyond his/her fixed term, the employee will be added to the Seniority list with all Service and Seniority accrued during the Fixed Term.

Hiring the employee beyond the date of the fixed term is at the sole discretion of the employer.

Dated this l-&iay of .DeC- , 2016 in the city of Burlington, Ontario

For the Employer

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Documents

Unit 426/426A BETWEEN SUMMIT HOUSING OUTREACH … · ARTICLE 7 ·GRIEVANCE PROCEDURES 7.01 This procedure applies to all seniority employees. It is the mutual desire of the parties