collective agreement - british columbiacollective agreement playtime community gaming centres inc....

2014-2019 COLLECTIVE AGREEMENT

Between

UNITED STEEL, PAPER AND FORESTRY, RUBBER, MANUFACTURING, ENERGY, ALLIED INDUSTRIAL AND SERVICE WORKERs•

INTERNATIONAL UNION LOCAL UNION 1-1937

(The Union)

And

PLAYTIME COMMUNITY GAMING CENTRES INC. (CHANCES CAMPBELL RIVER)

(The Employer)

1

TABLE OF CONTENTS

PREAMBLE ........................................................................................................................................... 1

ARTICLE 1 - BARGAINING AGENCY AND RECOGNITION ................................................................ 1

ARTICLE 2- DEFINITION OF EMPLOYEE .......................................................................................... 2

ARTICLE 3- UNION SECURITY, MEMBERSHIP & ACCESS .............................................................. 2

ARTICLE 4- HOURS OF WORK .......................................................................................................... 4

ARTICLE 5- STATUTORY HOLIDAYS ................................................................................................ 6

ARTICLE 6- VACATIONS WITH PAY .................................................................................................. 7

ARTICLE 7- SENIORITY .................................................................................................................... 8

ARTICLE 8- OCCUPATIONAL HEALTH AND SAFETY COMMITTEE .............................................. 13

ARTICLE 9- HUMAN RIGHTS, DISCTIMINATION AND HARASSMENT .......................................... 14

ARTICLE 10- GENERAL PROVISIONS ............................................................................................. 16

ARTICLE 11-GRIEVANCE PROCEDURE ......................................................................................... 18

ARTICLE 12- ARBITRATION ............................................................................................................. 20

ARTICLE 13- UNION REPRESENTATION ........................................................................................ 21

ARTICLE 14- HEALTH & WELFARE BENEFITS ............................................................................... 21

ARTICLE 15- LEAVE OF ABSENCE ................................................................................................. 22

ARTICLE 16- WAGES ........................................................................................................................ 24

ARTICLE 17- TECHNOLOGICAL CHANGE OR PERMANENT OR PARTIAL CLOSURE .................. 25

ARTICLE 18- CONTRACTING OUT ................................................................................................... 25

ARTICLE 19- DURATION OF AGREEMENT ..................................................................................... 25

APPENDIX 'A'- WAGES & CLASSIFICATIONS ................................................................................. 27

APPENDIX 'B'- PREMIUMS .............................................................................................................. 28

LETTER OF UNDERSTANDING- SECURITY MANAGER ................................................................ 29

Playtime Community Gaming Centres Inc. {Chances Campbell River)

2014- 2019 Collective Agreement

BETWEEN:

AND:

COLLECTIVE AGREEMENT


(Hereinafter referred to as "the Employer'')

UNITED STEELWORKERS, LOCAL 1-1937 (Hereinafter referred to as "the Union")

PREAMBLE

The purpose of this Agreement is to set forth and establish the terms and conditions of employment for those employees who come within the scope of this Agreement, so that stable and harmonious relationships may be established and maintained between the Employer and the Union, to the mutual benefit of the Parties to this Agreement.

Further, the purpose of the Agreement is to facilitate the orderly adjustment of all disputes and grievances in accordance with Article 11 and 12 of this Agreement, to prevent strikes, lockouts, slowdowns or other interferences with work, unnecessary expense, and avoidable delays in carrying out the most efficient and effective operations of the Employer's business, and to enhance the living standards and working conditions of the employees.

The Parties acknowledge that the other Party has the undisputed right to conduct its affairs as it deems fit in all respects except as limited by law or the terms of this Agreement.

ARTICLE 1 - BARGAINING AGENCY AND RECOGNITION

1.01 The Employer recognizes the Union as the sole and exclusive bargaining agency for its employees, as described in the current Certification issued by the Labour Relations Board of British Columbia.

1.02 Wherever the Male gender is used throughout the Articles within this Agreement, it is agreed that the Female gender is an acceptable substitute. Wherever the Female gender is used throughout the Articles within this Agreement, it is agreed that the Male gender is an acceptable substitute.

1.03 Wherever the singular is used throughout the Articles within this Agreement, it is agreed that the plural is an acceptable substitute and wherever the plural is used, the singular is an acceptable substitute.

Playtime Community Gaming Centres Inc. (Chances Campbell River)

2014- 2019 Collective Agreement 1

ARTICLE 2- DEFINITION OF EMPLOYEE

2.01 The term "employee" as used in and for the purpose of this Agreement shall include those employees of the Employer at 111 Saint Ann's Road, Campbell River, BC employed by Playtime Community Gaming Centres Inc. (Chances Campbell River) except those excluded by the Labour Relations Board.

2.02

2.03

(a) The Employer will not expand its current practice with respect to non-bargaining unit personnel performing bargaining unit work.

(b) No employee shall have his/her scheduled hours reduced or be laid off or have their recall deferred as a result of the non-bargaining unit personnel performing bargaining unit work.

(c) Non-bargaining unit personnel will not be assigned shifts of the bargaining unit work except as follows:

(i) In cases of emergency such as when employees are absent or leave work early when management/office staff fill in for bargaining unit employees;

(ii) The current Security Manager performing bargaining unit work in the security department shall be Red Circled as per the attached letter of understanding. In the event the current manager leaves the position, the work will be assigned to a bargaining unit employee.

(a) Employees may be temporarily assigned non-bargaining unit work.

(b) If an employee is assigned to perform non-bargaining unit work, they shall be paid at the rate of pay for the job they are doing but not less than their regular rate of pay.

(c) If a bargaining unit employee is assigned non-bargaining unit work, they shall be considered as a bargaining unit employee and shall have access to all rights they are entitled to under the Collective Agreement including the grievance procedure. This does not mean the assigned employee can apply seniority provisions to nonbargaining unit positions.

ARTICLE 3- UNION SECURITY, MEMBERSHIP & ACCESS

3.01 Union Shop

The Employer agrees that all employees covered under this Agreement, and all new employees hired subsequent to the effective date of this Agreement shall, as a condition of their hiring or continued employment:

(a) Authorize the Employer in writing to deduct union dues from their pay. The Union will provide a Check-Off Authorization to the Employer for this purpose, the "copy" portion of which is to be mailed by the Employer to the administration office of the United Steelworkers, 1-1937 at 202-1509 Cliffe Ave., Courtenay, B.C. V9N 2K6.



2

(b) At the time of hiring and as a condition of hiring or continued employment become a member of the Union and maintain membership in good standing therein. ·

3.02 Check-Off Process and Procedures

The Employer shall require all new employees at the time of hiring to execute an assignment of wages in duplicate, known as a Check-Off Authorization. The CheckOff forms will be supplied by the Union. Upon completion by the employee, the forms shall be forwarded to the Union not later than thirty (30) calendar days following the date of hiring.

The assignment in the case of all current employees shall be effective immediately.

The Employer shall remit the dues deducted pursuant to such assignment to the Local Union 1-1937 at 202 1509 Cliffe Avenue Courtenay BC V9N 2K6 not less often than once each month, with a written statement of names of the employees for whom the deductions were made and the amount of each deduction. Such deduction shall appear on each employee's annual Statement of Remuneration (T4).

3.03 The Employer shall deduct from the pay of each member and new member of the bargaining unit an amount equal to the monthly dues, fees and assessments as prescribed by the International Constitution and the Local Union Bylaws of USW, Local1-1937. USW, Local 1-1937 will instruct the Company in writing as to what the dues, fees, and assessments are and any changes that may occur from time to time.

3.04 An employee may wear a Union lapel pin, a shop steward lapel pin or a Union button without being disciplined. The Union button or pin shall not exceed the size of a Ieonie and will not carry political or protest slogans.

3.05 A member of the Union's Local Executive or the Shop Steward, shall be given the opportunity, during regular working hours, to meet with each new employee within the first month of their employment for the purpose of acquainting them with the Local Union and Collective Agreement. The Union agrees there shall be no undue disruption of work and such meetings will be limited to one (1) hour maximum.

3.06 The Employer shall allow Union representatives access to the public areas of the site for the purposes of this Agreement. Union Officers or other Representatives of Members shall only hold meetings on the Employer's premises or engage in Union activity on the Employer's time with permission from the Employer.

3.07 It is agreed between the Parties that employees working as Coordinators and Supervisors have no authority to discipline employees with the exception of reporting incidents to the Employer.



ARTICLE 4 - HOURS OF WORK

4.01 Definition of Work Week and Day

A work week shall be defined as one calendar week, which commences at 12:01 a.m. local time Sunday morning.

Hours worked past midnight Saturday on a work day that commenced on Saturday will be considered part of the Saturday work week.

4.02 Shift Schedule

The Employer will post schedules bi-weekly a minimum of seven (7) days prior to the schedule coming into effect. The Employer may change the shifts of individuals upon providing notice at least seven (7) days in advance. In the event the Employer does not provide sufficient notice the employee shall have the right to refuse and will not suffer any loss of earnings.

4.03 Shift Trades

An employee who wishes to trade shifts with another competent person may do so with approval from the Employer. Seniority shall not be a required consideration in shift trades. Any overtime hours created as a result of shift trades will be paid at straight time wages. Requests to trade shifts shall not be unreasonably denied.

4.04 Operational Requirements

The Employer does not guarantee to provide work. Employees may be sent home by the Employer in reverse order of seniority within their classification with a minimum pay of:

(a) Where no work commences- the employee shall receive two (2) hours pay for that shift.

(b) Where work commences:

(i) When the scheduled shift is more than four (4) hours: If the employee is sent home prior to the completion of four (4) hours, the employee shall receive four (4) hours pay for that shift.

(ii) When the scheduled shift is less than four (4) hours: If the employee is sent home prior to the completion of their scheduled shift, the employee shall receive pay for the scheduled shift.

(iii) When an employee is sent home after the completion of four (4) hours, the employee shall be paid for hours worked.

(iv) Employees may be permitted to leave at their own request, prior to their scheduled finishing time in which case they will only be paid for hours actually worked on the shift in question.



4.05 Overtime Rates

(a) Employees scheduled for up to eight (8) hours per day shall be paid one and one half (1.5) times their hourly rate of pay for time worked in excess of eight (8) hours per shift or forty (40) hours per week.

(b) Employees scheduled for eight (8) or more hours per shift shall be paid one and one half (1.5) times their hourly rate of pay for time worked in excess of the scheduled hours up to eleven (11) hours per shift or forty (40) hours per week.

(c) Time worked in excess of eleven (11) hours per shift or in excess of forty eight (48) hours per week shall be paid at two (2) times the basic straight-time hourly rate of pay.

(d) All overtime shall be voluntary except where all competent employees within a classification have refused the required overtime. In such cases the junior competent employee on the site or, if the overtime can be scheduled sufficiently in advance, the most junior competent employee in the classification shall be required to work the overtime. The Employer reserves the right to schedule overtime in the most cost efficient manner.

(e) Employees may bank overtime hours worked to be taken as time off on the following basis:

(i)

(ii)

(iii)

(iv)

(v)

The bank shall be recorded in dollars at the rate it was banked to a maximum of one thousand dollars ($1 ,000). Banked time may be taken out at an hourly rate that the employee would normally receive for pertorming work.

An employee shall have the option of having all monies banked paid out on December 15th of each year or carry them forward into the following year.

Banked monies will be paid out prior to December 15th if the employee so requests in writing at least seven (7) days in advance and will be paid with the next payroll.

Banked time off must be taken at a time mutually agreed between the Employer and the employee, subject to operational requirements. Employees must request banked time off a minimum of fourteen (14) days prior to the time requested.

Overtime bank sign-up sheets only apply to regular overtime and do not apply to Statutory Holidays.

4.06 Taking into consideration the operating needs of the business the Employer is entitled to schedule shifts of various lengths and shall undertake to maximize the length of a shift for each employee before instituting one of lesser duration.

4.07 Taking into consideration the operating needs of the business the Employer agrees to recognize seniority with respect to assignment, number of shifts and number of hours.

4.08 Rest Periods

Employees shall receive paid rest periods as follows:



(a) After 2 hours- 15 minute paid break. After 4 hours- half hour paid meal break. After 6.5 hours - 15 minute paid break. After 9 hours - half hour paid meal break. After 11.5 hours- 15 minute paid break.

(b) With the consent of the Shift Manager the employees' breaks may be combined or adjusted upon the request of the employee.

4.09 Consecutive Shifts

Subject to the operating needs of the business the Employer will endeavour not to schedule an employee for more than five (5) consecutive shifts. In the event the Employer must schedule more than five (5) consecutive shifts it will seek the consent of the employee(s) involved. If no employee consents to work the additional shift(s) the Employer may schedule the most junior competent employee that is not already scheduled and where it will not create an overtime situation.

4.10 Hours Free from Work

Subject to the operating needs of the business the Employer will endeavour to provide a minimum of ten (1 0) hours of rest free from work between shifts.

4.11 Employees required to attend mandatory staff meetings and/or training when off shift shall be paid a minimum of two (2) hours at their regular rate of pay.

ARTICLE 5- STATUTORY HOLIDAYS

5.01 An employee shall receive pay as determined pursuant to Articles 5.02 and 5.03 for the following Paid Holidays (or any day proclaimed in lieu thereof):

New Year's Day BC Day Labour Day Good Friday Remembrance Day Victoria Day Canada Day Christmas Eve

Family Day Thanksgiving Day Christmas Day

and any other paid holidays proclaimed by the Government of British Columbia.

5.02 An employee who qualifies for paid holiday pay in accordance with Article 5.03 below will receive such paid holiday pay on the following basis:

Employees working a regular schedule of hours will receive holiday pay in an amount equal to their regularly scheduled daily straight-time wages provided the employee has worked on fifteen (15) of the thirty (30) days immediately preceding the holiday. An employee who does not have a regular schedule and who has worked on fifteen (15) of the thirty (30) days immediately preceding the holiday shall have holiday pay determined by dividing the employee straight time wages for the thirty (30) day period by the number of days worked. Employees who have not worked on fifteen (15) of the thirty (30) days immediately preceding the holiday, will have holiday pay determined by dividing such employees straight time wages over the thirty (30) day period by fifteen (15).



6

5.03 To be eligible for the Paid Holiday pay an employee must have been employed for thirty (30) days and must have worked his regular scheduled day of work preceding or his regular scheduled day of work following the holiday unless they have an approved leave of absence.

5.04 Where an employee is scheduled to work on a Paid Holiday as specified in Article 5.01, they shall be paid one and one half (1-1/2) times the employee's basic hourly rate of pay for all hours worked, (subject to Article 5.02) in addition to any Paid Holiday pay they are entitled to in accordance with Article 5.01.

5.05 Where a Paid Holiday falls on a day that an employee is not scheduled to work, the employee shall receive holiday pay in accordance with Article 5.02. In calculating holiday pay as per Article 5.02, should an employee have been on vacation during the qualifying period, then those days shall be considered as work days for the purpose of this Article.

5.06 Employees not actively employed because of:

(a) Lay-off

(b) Unpaid leave of absence

(c) Illness/injury and not eligible for W.C.B. for the involved holiday

And who sometime within the fourteen (14) day period prior to the paid holiday(s) in question will qualify for holiday pay for such holidays.

5.07 Paid Holiday during Employee's Vacation

(a) Should any paid holiday occur during an employee's vacation period, the formula in Article 5.02 shall be applied to the thirty (30) day period immediately preceding the week in which the vacation commenced. The employee shall receive this amount in addition to vacation pay. The employee shall in addition receive an extra day off without pay, either the working day preceding or the working day following the vacation period.

(b) Should a paid holiday fall during the first week immediately following the end of an employee's vacation the formula in Article 5.02 will be applied to the thirty day period immediately preceding the week in which the vacation commenced.

(c) Should a paid holiday fall during the second week immediately following the end of an employee's vacation, the formula in Article 5.02 will be applied to thirty (30) day period immediately preceding the week in which the vacation commenced.

ARTICLE 6- VACATIONS WITH PAY

6.01 For each completed year of work during the first four (4) years of continuous service, an employee shall earn an annual vacation of two (2) weeks and shall receive vacation pay equal to four percent (4%) of gross earnings for the year in which vacation entitlement is earned.

Playtime Community Gaming Centres Inc. (Chances Campbell River) 2014- 2019 Collective Agreement

7

6.02 From the completion of the fourth (4th) year to the completion of the ninth (9th) year of continuous service completed, an employee shall earn three (3) weeks of vacation and receive vacation pay that is equal to six percent (6%) of gross earnings for the year in which the entitlement is earned.

6.03 From the completion of the ninth year (9th) and subsequent years of continuous service completed, an employee shall earn four (4) weeks of vacation and receive vacation pay that is equal to eight percent (8%) of gross earnings for the year in which the entitlement is earned.

6.04 In the event that an Employee's employment is terminated during the course of a working year in respect of which he has not received an annual vacation, he shall receive the appropriate percentage of his gross pay earned during the portion of the year that he has worked.

6.05 Vacation Applications and Approvals All vacation applications and approvals shall be in writing on a form provided by the Company. Vacations shall be on a first come first serve basis. Vacations may be scheduled up to 6 months in advance.

6.06 Vacation Pay

Vacation Pay will only be paid out in conjunction with payroll runs. Requests for vacation pay less than $300.00 will be included with regular pay, only if an employee specifically requests will a manual cheque be issued for amounts in excess of $300.00. Requests for vacation pay between normal payroll dates will therefore not be entertained.

Subject to the previous paragraph, accrued Vacation Pay will be paid out upon request by the employee. In the event an employee does not take vacation as required under the Employment Standards Act, as amended, neither the employee nor the Union will pursue a case against the Employer on the issue of non-enforcement. This does not give the Employer the right to deny earned vacation.

ARTICLE 7- SENIORITY

7.01 Principles

The Employer recognizes the principle of seniority, competency considered, as it pertains to but not limited to hours of work, layoff, recall, job postings, training, and overtime work.

(a) Operational Seniority of an employee means the length of continuous service with the Employer since the employee's last date of hire, except as expressly provided herein. If employees are hired on the same day there will be a lottery with the management and the Union committee (newly hired employees to be present) to determine their order of seniority.

(b) Departmental Seniority of an employee means length of continuous service within a specific department as per (e) below. If employees have exactly the same start date there will be a lottery with management and the Union committee (employees whose seniority is in question are to be present) to determine their order of seniority.

Playtime Community Gaming Centres Inc. {Chances Campbell River) 2014- 2019 Collective Agreement

8

(c) The Parties recognize that job opportunity and security should increase in proportion to length of service.

(d) The Parties acknowledge that seniority shall be based first by Department and second by Operation.

(e) The departments as per (b) above shall be:

(i) Bingo

(ii) Slots

(iii) Security

(iv) Custodial

7.02 Probationary Period

An employee shall not have any seniority, and shall be considered as a probationary employee until he has been employed for ninety (90) calendar days. Upon completion of this probation period, an employee shall acquire seniority status, and shall have a seniority date backdated to his date of original hire. Either Party may request an extension of the probationary period and the other Party agrees to consider such request.

7.03 Seniority Retention

Seniority will be maintained and accumulated during:

(a) Occupational injury;

(b) Absence from employment while serving in the non-permanent armed forces of Canada;

(c) Absence due to illness or non-occupational injury;

(d) Jury duty, Union gatherings and collective bargaining negotiations;

(e) Authorized leave of absence, strike, lockout;

(f) Lay off for the following periods, after which an employee's seniority will terminate:

(i) Less than twelve (12) months seniority- six (6) months retention

(ii) Twelve (12) months and less than sixty (60) months seniority - twelve (12) months retention;

(iii) Over sixty (60) months seniority- twenty four (24) months retention;

(g) If an employee is directed to perform work outside of their posted classification (other than for breaks, meal relief, etc.) they shall receive their regular rate of pay or the higher rate if the non-posted position is of a higher wage rate. At no time shall the employee be paid less than their regular rate of pay except when bumping on layoffs or when an employee "picks up" an extra shift in a lower classification;

(h) When an employee is directed to work outside of their posted department on a temporary basis they shall maintain and accrue seniority in their posted department. In such cases, the employee shall not gain seniority in the department to which they have been temporarily assigned;



(i) In the event an employee bumps into another department due to a layoff, they shall maintain and accrue their seniority in the department from which they are laid off and shall start to accrue seniority in the department into which they have bumped. In the event the position they were laid off from becomes available they must return to that position;

(j) In the event an employee posts to a new department they shall maintain and accrue their departmental seniority in the department they left.

7.04 Seniority Standing will be cancelled if an Employee:

(a) Voluntarily quits the employ of the Employer;

(b) Over-stays authorized leave of absence except by reasons of force majeure;

(c) Is discharged and not reinstated;

(d) Is recalled to work and does not report within six (6) working days of receiving notice by registered mail except when inability to return is due to force majeure;

(e) Is still on lay-off and the seniority retention period has elapsed as described in Article 7.03 (f); or

(f) Leaves the bargaining unit for more than three (3) months cumulative to work in a managerial capacity in which case seniority shall not accrue during the time spent in a management position.

7.05 Layoffs

(a) Layoffs will occur in the reverse order of seniority among employees in job classifications from which the Employer determines that layoffs will occur. An employee so laid off will be permitted to bump another person in a different job classification, within their department, provided the laid off employee is competent to do the work. If there is no position within their department which they are competent to bump into, they may bump the most junior employee in another department, subject to the laid off employee's competence to perform the work.

(b) The term "layoff" or "laid off" as used in this Agreement shall mean an involuntary, substantial and continuing reduction of hours from an employee's regularly scheduled job classification. The term "substantial" in this clause shall mean a reduction of 25% or greater of the regularly scheduled hours.

(c) Bumping shall only be allowed when a lay off as described in Article 7.05 (b) occurs.

7.06 Recall Procedure

Laid off employees with seniority will be given the first opportunity to be recalled provided they are "competent" to perform the work for which they are being recalled. Employees will be notified of recall by telephone and confirmed by courier or other type of message. An employee being recalled must return to work as soon as reasonably possible after the first notice of recall as described above, but no longer than six (6) working days after receipt of the confirmation of notification. Written notification will also be given to the Shop Steward or Union Committee person.


2014 -2019 Collective Agreement

10

7.07 Seniority Lists

(a) The Employer will prepare Seniority lists of all employees and present them to the Union within thirty (30) days of the signing of the Agreement. This list will be posted for a period of sixty (60) days, and will establish the seniority, regular rate of pay and classification of an employee who does not protest their status in writing within the said sixty (60) days. Said lists will commence with the most senior employee, carry on downwards to the most junior employee, and contain the following information:

(i) Employee's names;

(ii) Employee's Company starting date;

(iii) Employee's Department starting date;

(iv) Employee's posted classification and list of qualified jobs for which they are considered competent; and

(v) Probationary employees will also be shown on the list.

(b) Seniority Lists- Additional

Additional revised lists will be furnished to the Union as required from time to time. The Union agrees not to request such lists more frequently than once each four (4) months.

7.08 Job Postings

(a) All vacancies of more than thirty (30) days shall be posted on the Union bulletin board for seven (7) working days. Job postings will be awarded first by departmental seniority and second by operational seniority.

(b) All vacancies of less than thirty (30) days shall be filled first by departmental seniority and second by operational seniority. Where a senior employee declines to fill a temporary vacancy the junior employee must fill the vacancy.

(c) Upon return to work, an employee who has been absent from work as a result of sickness or injury for no more than three (3) years shall return to their job held prior to the sickness and/or injury. Employees who are displaced due to the return to work of the employee shall return to their former position.

7.09 Job Applications (Delayed)

Employees who are going on vacation or any other approved leave, may bid on a Job or Training Postings which may occur during their absence by filling out a job posting application in duplicate (one copy for the Employer, and one for the Union) signifying the job or training for which they are applying. Their applications will be considered on the same basis as all others provided that the absence does not exceed thirty (30) days from the date of the vacancy being posted.

7.10 Successful Applicant Notice

The name of the successful applicant will be posted no later than five (5) days after a Job or Training Posting notice is taken down.



7.11 Trial Period and Return to Former Job

(a) In the event that an employee is awarded a Job Posting or Training Posting in accordance with the provisions of this Article and within thirty (30) days of such award they are disqualified from the Job or from Training by the Employer or the employee wishes to drop the Job or Training, they will revert to their immediate previous job without loss of seniority.

(b) If additional people are required within a thirty (30) day period of a Job or Training Posting, they will be drawn from the previous posting, provided, however, there are enough applicants on the previous posting to fill requirements.

7.12 Training Postings (Except Security)

(a) Where training is required by the Employer it will place a Notice of Training on the Union bulletin board. This notice will list the department in which the training will take place, the applicable wage rate and the nature of the training (i.e. regular posted position training or relief training). Training Postings will be posted for seven (7) working days. Training will be awarded to the senior applicant in the department in accordance with Article 7.01. If no applicant applies from the department the senior applicant from outside the department will be awarded the training. The successful applicant will be notified as well as the Shop Committee.

(b) Employees who are trained for relief under this provision must be prepared to be scheduled into relief positions when the need arises.

(c) The Employer shall be required to pay the cost and wages of any outside training needed by employees and/or required by outside agencies in order for employees to perform their work.

(d) The successful applicant will be entitled to a trial period as per Article 7.11 of this Agreement.

7.13 Competency

For the purposes of this Agreement competent shall mean that the employee has previously successfully completed training for the classification in question. Where two or more employees are competent the senior employee will be given preference. Where no employee is competent the Employer shall, pursuant to Article 7.01 train the most senior applicant who meets the pre training criteria for the job. If there is no employee that is interested in the job and who meets the criteria the Employer may hire from outside the bargaining unit.

7.14 Security

Employees who post or are hired into Security are locked into their positions for twelve (12) months.

7.15 Custodial

(a) Employees within the operation shall be entitled to post and/or bump into and out of the custodial department.



8.01

(b) New hires who post or are hired into the Custodial Department are locked into their positions for twelve (12) months.

ARTICLE 8- OCCUPATIONAL HEALTH AND SAFETY COMMITTEE

(a) The Employer and the Union shall maintain an Occupational Health & Safety Committee consisting of two (2) members elected or appointed by the Union, and two (2) members appointed by the Employer.

(b) Union Health and Safety Committee members shall be entitled to one (1) day of paid leave per year, to attend Health & Safety Education and Training programs, sponsored by the Employer or the Union. Additional time may be granted for additional unpaid leave for the purposes of this section.

8.02 The general duties of the Occupational Health and Safety Committee will be to ensure compliance with the provisions of the Industrial Health and Safety Regulations Act of British Columbia, and:

(a) To make a formal inspection Monthly of the place of employment for the purpose of determining hazardous conditions, to check unsafe practices, and to receive complaints and recommendations with respect to these matters.

(b) To investigate promptly all serious accidents, and any unsafe conditions or practices which may have been reported to the Committee. Such investigations shall include accidents which might have caused an injury to an employee, whether or not such injury occurred. Any injury requiring medical attention will receive the medical attention before an investigation is conducted.

(c) To hold monthly meetings for the discussion of current accidents, their causes, suggested means of preventing their recurrence, and reports of investigations and inspections.

(d) Elected or appointed Union Safety Committee members shall be paid their straight time wages for time spent in monthly Safety Committee meetings when meetings are held outside their regular scheduled shift and shall not be deducted wages when attending Safety Committee meetings that occur during their scheduled shift.

8.03 No disciplinary action shall be taken against any Employee by reason of the fact that the Employee has exercised the right conferred upon the Employee under the Act respecting the Industrial Health and Safety Regulations.

8.04 The Employer and the Union agree to promote safety and hygiene in the workplace and to follow procedures as outlined in Provincial Legislation.

8.05 All safety meetings and tours will take place during working hours.


13

8.06 Payment for Injured Employees

In the event that an employee is injured in the performance of his duties, he shall, to the extent that he is required to stop work and receive treatment, be paid for wages for the remainder of his shift.

8.07 First Aid Training I A.E.D.

Designated First Aid shall be trained in the level of first aid coverage I A.E.D. mandated by WorkSafe BC at no cost to the employees. Training time shall be considered as time worked.

ARTICLE 9- HUMAN RIGHTS, DISCRIMINATION AND HARASSMENT

9.01 Human Rights

The Union and the Employer recognize the right of employees to work in an environment free from harassment, including sexual and racial harassment and the Employer undertakes to discipline any person employed by the Employer including management personnel engaging in the harassment of another employee provided that the Employer has proper cause to discipline.

9.02 Non - Discrimination

There shall be no discrimination by the Employer or its representatives or the Union or its representatives and members against any employee or employee representative because of membership or because of age, marital or parental status, family relationship, race, national or ethnic origin, ancestry, citizenship, place of residence, colour, sex, sexual orientation, religious belief, political affiliation, conviction for which a pardon has been granted, and physical or mental disability unrelated to job performance, except to the degree that such discrimination is permitted or required by applicable legislation.

9.03 Any discriminatory behavior at or related to the workplace which denies an individual their dignity or respect or which adversely affects their terms or conditions of employment or their job security or career advancement prospects by creating an intimidating, coercive, abusive, restrictive, offensive, embarrassing or humiliating work environment is considered to be personal harassment and will not be tolerated.

9.04 Harassment

(a) The Union and the Employer recognize the right of employees to work in an environment free from sexual and personal harassment. The Employer shall take such actions as are necessary respecting an employee or an Employer representative engaging in sexual or personal harassment.

(b) Sexual harassment means sexually orientated verbal or physical behavior which an individual would reasonably find to be unwanted or unwelcome, giving consideration to all surrounding circumstances and which may detrimentally affect the work environment. Such behavior could include, but is not limited to:

• touching, patting or other physical contact; • leering, staring or the making of sexual gestures;


14

• demands for sexual favours; • verbal abuse or threats; • unwanted assault of a sexual nature; • distribution or display of sexual or offensive pictures or material; • unwanted questions or comments of a sexual nature; • practical jokes of a sexual nature.

(c) To constitute sexual harassment, behavior may be repeated or persistent or may be a single serious incident.

(d) Sexual harassment will often, but need not be, accompanied by an expressed or implied threat of reprisal.

(e) It is recognized that both males and females can be sexually harassed by members of either sex.

(f) Personal harassment means verbal or physical behavior that is discriminatory in nature, based upon another person's race, colour, ancestry, place or origin, political affiliation, religion, marital status, family status or as defined by the Human Rights Code, physical or mental disability, sex, age or sexual orientation. It is discriminatory behavior, directed at an individual, which causes substantial distress in that person and serves no legitimate work-related purpose. Such behavior could include, but not be limited to:

• physical threats or intimidation; • word, gestures, actions or practical jokes, the nature and consequence

of which is to humiliate, alarm or abuse another person; • distribution or display of offensive pictures or materials.

(g) To constitute personal harassment, behavior may be repeated or persistent or may be a single serious incident.

(h) Personal harassment does not include actions occasioned through the exercising of good faith of the Employer's supervisory rights and responsibilities to direct the work force.

(i) Harassment Complaint Procedures

A person who considers that she or he has been subjected to workplace harassment is encouraged to bring the matter to the attention of the person responsible for the conduct.

Where the complainant does not wish to bring the matter directly to the attention of the respondent, or where such an approach is attempted and does not produce a satisfactory result, the complainant should report in writing the incident to a member of the Employer's management team within thirty (30) days of the latest alleged occurrence.

Upon receipt of the written complaint, the Employer shall advise the designated Local Union Representative.

An alleged offender shall be given notice of the substance of such a complaint under this clause, and upon request shall be entitled to be represented by the Union at any meeting with the Employer under this clause.

The Employer shall attempt to resolve the matter between the Parties.


2014-2019 Collective Agreement

15

(j) If the Employer is unsuccessful in resolving the matter, then an Employer designate and a Union Representative shall jointly investigate the complaint and shall submit their reports to the Employer in writing within thirty (30) days of the referral of the complaint by the Employee. The Employer shall within ten (1 0) days of receipt of the reports give such orders as may be necessary to resolve the issue.

(k) Pending determination of the complaint, the Employer may take interim measures deemed necessary after consultation with the Union.

(I) If the complainant and the investigators agree that the conduct in questions is not workplace harassment as defined in this Article, the investigators shall take no further action.

(m) Where any Party to the proceeding is not satisfied with the findings of whether or not harassment has occurred or with the Employer's response, the matters may be referred to an independent adjudicator for a final resolution. However, the recommendations of the adjudicator will not be binding upon either the Union or the Employer. Disciplinary action as a result of the complaint is the only matter which may be grieved. No grievance will be filed until this procedure is complete.

(n) An employee of the Employer who considers that she or he has been subjected to workplace harassment by a person who is not a member or employee of the Employer shall seek advice of their immediate supervisor. The immediate supervisor shall take responsibility to support and assist the person subjected to such harassment.

(o) Where the complaint is determined by the investigating Parties, including an independent adjudicator or the arbitrator to be of a frivolous, vindictive or vexatious nature, the Employer may take appropriate action which may include discipline.

Complaints under this Article shall be treated in strict confidence by all Parties involved.

ARTICLE 10 - GENERAL PROVISIONS

1 0.01 Bulletin Boards

The Union will have the use of a Bulletin Board on the premises of the Employer and provided by the Employer for the purpose of posting official Union notices which may be of interest to Union members. All such material may be posted or removed only upon the authority of the Local Union, Grievance Committee Chairperson or Shop Stewards.

10.02 Picket Line

No employee shall be disciplined for refusing to cross a legal picket line which has been recognized by the Union.

10.03 Meal Discounts

The Employer will supply coffee, tea and pop at no charge to the employees. All employees will receive a twenty percent (20%) discount on food in the bistro in accordance with Company policy.



16

1 0.04 Dress Code

Employees shall adhere to the Employer's dress code policy.

The Employer will provide $0.05 per hour worked to cover the cost of laundering.

10.05 Employee Family Assistance Plan

The Company will participate in a Family Assistance Program provided by the Upper Island Counselling Services of Campbell River.

10.06 Humanity Fund

The Employer agrees to deduct twenty dollars ($20.00) from each employee who authorizes it on October 1st of each year and forward to the United Steelworkers Humanity Fund.

10.07 Family Emergencies

The Employer shall provide a method by which employees shall be immediately notified of family emergencies.

10.08 Employee Parking

In keeping with OH&S regulations, the Employer will make adequate provision for the safety of employees leaving the building late at night.

10.09 Labour/Management Committee

(a) There will be a joint Labour/Management Committee consisting of three (3) Employer representatives and three (3) Shop Committee representatives, that shall meet once every four (4) months (or sooner by mutual agreement) at a mutually agreeable time and place. Time limits may be extended by mutual agreement.

(b) Minutes shall be kept as a record of the matters discussed during these meetings.

(c) The Parties will alternate chairs and the person chairing shall keep the minutes for that meeting.

(d) Agenda items will be submitted a minimum of seven (7) days in advance of the meeting and the completed agenda shall be circulated a minimum of five days in advance of the meeting.

(e) It is agreed that this Article satisfies the requirement for a joint consultation committee for the purposes of Section 53 (sub-section 4) of the Labour Relations Code.

10.10 Identification Badges (GPEB)

The Employer will pay GPEB registration fees including the cost of photographs. New employees will reimburse the Employer if they quit their employment prior to completing the probation period.


17

10.11 Non-Culpable Absences

Nothing in this Agreement shall restrict the right of the Employer from reacting appropriately in the cases of non-culpable absences and nothing in this Agreement shall restrict the Union from grieving any such discipline.

ARTICLE 11 - GRIEVANCE PROCEDURE

11.01 Definition and Recognition of a Grievance

Any complaint, disagreement or differences of opinion between the parties respecting the interpretation, application, operation or alleged violation of this Collective Agreement, including any dispute with regard to discipline or discharge, shall be considered to be a grievance.

Prior to initiating a written grievance the employee with or without a Shop Steward may attempt to resolve a problem directly with the Management.

11.02 Grievance Process

Step 1 • Within seven (7) days of the Grievor's knowledge or of when he ought to have had

knowledge of the incident in question, the Grievor will raise the grievance with a Manager. It is the Grievor's obligation to inform a Manager that they consider this discussion as Step 1 of the grievance procedure.

• If a settlement is not reached the grievance will proceed to step 2.

Step 2 • Within fourteen (14) calendar days, if a satisfactory settlement is not reached at

Step 1, the Shop Committee shall in writing, advance the grievance to the Facility Manager.

• Within a further seven (7) calendar days, a meeting of the parties involved will be held to discuss the facts and the issues.

• Within a further seven (7) calendar days, the Facility Manager will give a decision on the grievance.


Step 3 • Within seven (7) calendar days, if the problem is not satisfactorily resolved at Step

2, the matter shall be referred to the Local Union and the Facility Manager.

• A meeting will be held as soon as reasonably possible to discuss the facts and issues with a view to achieving settlement.

• Within a further fourteen (14) calendar days of the meeting, the Facility Manager will give a written decision to the Local Union stating their position on the grievance.




Step 4 • Arbitration

11.03 Time Limits

The time limits may be extended by mutual consent if there is reasonable need for extension, and a request for extension is made in writing.

11.04 Discharge Cases

If an employee believes that he has been unjustly discharged he may commence grievance procedure and it will be instituted at Step 3.

11.05 Suspension

Where a suspension is to be served on non-consecutive scheduled work days, such suspension shall not be served on a Statutory Holiday.

11.06 Group or General Grievances

Grievances of a general or group nature will be put in writing and instituted at Step 2.

11.07 Management Grievances

Management grievances will be instituted at Step 3 of the Grievance Procedure.

11.08 Time Limits - Failure to Act

If either Party fails to act within any of the time limits, or within an agreed upon extension, it will be deemed that the Party has abandoned its position and that the position of the other Party has been established, except in a case where the Union withdraws the grievance.

11.09 Grievance Committee and Employer Representatives

At each of the grievance Steps the Employer and the Union may have equal representation.

11.10 Progressive Discipline

Disciplinary penalties will include recorded verbal warnings, written warnings, suspensions and discharge. A Shop Steward will be present when an employee is being disciplined provided that this does not result in disciplinary action being delayed. All disciplinary action will be confirmed in writing, with a copy to the Shop Steward.

11.11 Discipline Record

An employee's record of verbal or written warnings will not be used after twelve (12) months from the date of infraction and an employee's record of suspensions will not be used after twenty-four (24) months from the date of infraction providing the employee has incurred no further similar discipline.



11.12 Employee Access to Personnel File

An employee shall have the right to read and review his/her personnel file at any time, upon reasonable notice and by written request to the Employer. An employee may request and shall receive a copy of any record or document contained in the employee's personnel file.

11.13 Union Access to Employee Personnel File

A representative of the Union shall have the right to read and review an employee's personnel file at any time, upon written authorization of the employee and upon reasonable notice and by written request to the Employer. On request, and with the employee's permission, the Union representative shall be provided with copies of any document or record contained in the employee's personnel file.

ARTICLE 12 - ARBITRATION

12.01 Where a difference arises between the Parties relating to the interpretation, application, or administration of this Agreement, including any question as to whether a matter is arbitral, or where an allegation is made that this Agreement has been violated, either of the Parties may, after exhausting the grievance procedure established by this Agreement, notify the other Party in writing of its desire to submit the difference or allegation to arbitration.

12.02 Any matter referred to arbitration, as provided in 12.01 hereof, shall be submitted to a single arbitrator selected from the following list:

Arbitrators List:

1. David McPhillips 2. John Kinzie 3. Stan Lanyon

12.03 The arbitrator shall hear and determine the difference or allegation, and shall issue a decision, and the decision is final and binding upon the Parties, and upon any employee affected by it, subject to appeal.

12.04 The arbitrator shall have the right to enter any premises where work is being done or has been done by the employee, or in which the Employer carries on business, or where anything is taking place or has taken place concerning any of the differences submitted to him and inspect and view any work material, machinery, appliance or article therein, and interrogate any person respecting any such thing or any of such differences.

12.05 If, during the life of this Agreement, one of the Arbitrator names in 12.02 hereof withdraws from the list, the Parties shall appoint a replacement by mutual agreement in writing.

12.06 Except where otherwise provided for in this Agreement, each of the Parties hereto will bear its own expense with respect to any arbitration proceedings. The Parties hereto will bear jointly the expenses of the arbitrator on an equal basis.



12.07 The Arbitrator will have jurisdiction and authority to interpret and apply the provisions of this Agreement insofar as it may be necessary for the determination of a grievance referred to it, but will not have the jurisdiction and authority to alter or amend any of the provisions of this Agreement.

12.08 The Union or the Employer shall have the right to forward a grievance through an expedited arbitration process as provided by the Collective Agreement Arbitration Bureau.

12.09 A claim by an employee that he has been unjustly discharged, suspended or laid off may be settled by confirming the Employer's decision in discharging, suspending or laying-off the employee, or by reinstating the employee with such compensation, either full, partial or such other settlement as may be agreed upon by the conferring Parties or determined by the Arbitrator, as the case may be.

ARTICLE 13 - UNION REPRESENTATION

13.01 Shop Committee

(a) The Employer acknowledges the right of the Union to appoint or otherwise select a Shop Steward Committee for the purpose of representing employees in the handling of complaints and grievances.

(b) The Employer agrees to recognize Shop Stewards, as provided in writing from the Union. The Employer shall be notified by the Union of the names of the Shop Steward, and any changes made thereto.

(c) The Employer agrees to recognize a Shop Steward Committee of up to five (5) employees including the said Committee's Chairperson.

(d) The Employer agrees that members of the Shop Committee may access the worksite outside their regular schedules to conduct investigations of grievances or meet with workers in the lunchroom. The Committee members agree that they will not disrupt workers on shift during such times.

(e) The Employer will provide to the Shop Steward all policies the Employer has to which the USW members are subject for the purpose of permitting the USW to provide its perspective on such policies and the implementation thereof.

ARTICLE 14 - HEALTH AND WELFARE BENEFITS

14.01 Upon ratification the Employer shall pay seventy fifty percent (75%) of the premiums required to provide the BC MSP coverage for all employees and their dependents.

14.02 To be eligible for participation in either the MSP plan, or the Employee Benefit Plan, an employee must have completed their probationary period and must maintain a permanent posting of twenty-four (24) hours per week.


21

14.03 The Employer agrees to maintain the existing benefit program (Group Policy #G0096019) for the employees. Dependents are eligible to participate in the benefit program. The Employer shall pay 50% of the premiums for single employee coverage only for this plan.

14.04 Layoff Coverage

Health and Welfare Benefits during a layoff will be covered to the end of the third calendar month in which the employee is laid off that the employee pays their share of the premiums. Payment of the employee's share must be remitted to the Employer prior to the date that the Employer makes premium payments to the insurance carrier.

In order for reinstatement of layoff coverage to occur there must be a return to regular employment. An employee returns to regular employment when he is employed for ten (1 0) working days within a floating period of thirty (30) consecutive days.

ARTICLE 15 - LEAVE OF ABSENCE

15.01 Personal Leave

Employees seeking a leave of absence without pay or benefits for personal reasons must request it in writing from management and management may approve it.

15.02 Union Business Leave

(a) A maximum of two (2) employees at any time who have been elected or appointed by the Union to attend union conventions, conferences or other union business shall be granted unpaid leave of absence for this purpose. Benefit coverage shall continue to be paid by the Employer during these short leaves of absence to a maximum of four (4) weeks per year. The Union will notify the Employer in writing not less than four (4) weeks prior to the start of the leave whenever possible, of the names of the delegates and such leave shall not exceed three (3) weeks. Such requests will not be unreasonably denied.

(b) The Employer agrees to recognize and deal with a Negotiating Committee composed of not more than three (3) employees who shall be regular employees of the Employer, along with representatives of the Local Union.

(c) The Negotiating Committee is a separate entity from other committees, and will deal only with such matters as are properly the subject matter of negotiations, including proposals for the renewal or modification of this Agreement.

(d) Upon request by the Local Union and with approval from the Employer, members of the Negotiating Committee will be allowed time off work without pay to attend to the business of the Negotiating Committee. The Employer agrees to advise the Local Union of the scheduled shifts that members of the Negotiating Committee would have worked.

(e) The Employer will grant an employee a leave of absence without pay or benefits to work for the Local or International Union. The request for the leave of absence in writing and the Employer must approve it. One month's notice in writing must be given prior to commencing this leave.



(f) Where the employee is working for the Union in a non-elected position such leave shall be for no more than three (3) years.

15.03 Pregnancy/Parental Leave

Pregnancy/parental leave will be granted without pay. Such leave shall be in accordance with the Employment Standards Act of British Columbia.

15.04 Jury and Witness Duty

An employee who has attained seniority shall be granted leave of absence at their regular rate of pay for the regularly scheduled number of hours (capped at 1 month) the employee would have otherwise worked for the purpose of serving jury duty or as a Crown witness subpoenaed to an appearance. In order to receive pay under this provision, the employee must submit any remuneration received from the Court to the Employer.

15.05 Bereavement Leave

The Employer will grant regular employees three (3) days leave with pay in the event of a death in the immediate family. Immediate family shall mean: Mother, Father, Son, Daughter, Sister, Brother, Spouse, current Father-in-law, current Mother-in-law, Grandparents, Grandchildren, current Grandparents-in-law, Step Parents or Step Children, current Brother-in-law, current Sister-in-law, current Son-in-law, current Daughter-in-law.

Such leave under this Article must be taken and completed within three (3) days following the service or celebration of life.

Additional time may be granted without pay. Such request for additional time will not be unreasonably denied.

The Employer reserves the right to require proof of death and relationship to the deceased from employees seeking this leave.

15.06 Family Responsibility Leave

An employee is entitled to up to five (5) days of unpaid leave during each employment year to meet responsibilities related to the care, health or education of a child in the employee's care, or the care or health of any other member of the employee's immediate family.

15.07 Injury or Illness Leave

The Employer will grant leave of absence to employees suffering illness or injury 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 his absence to the Employer as soon as possible and in accordance with the Employer's reporting policy.

Nothing in this clause shall be construed so as to prevent the Employer from disciplining employees for just cause for absenteeism abuses.


23

ARTICLE 16- WAGES

16.01 Wage Schedule

(a) The job classifications and rates of pay listed in the attached (Appendix "A" Wages & Classifications) schedule are agreed upon by both Parties and are part of this Collective Agreement.

(b) The rates for the classification set forth in this Agreement, and for any subsequent mutually agreed upon additions thereto, are the agreed upon rates for those classifications, and therefore no employee may perform work within the classifications for a rate other than the rate set forth in this Agreement.

16.02 New or Changed Job Classification

(a) If any new job classifications are established, or if there is a significant change in the job content of any job classification(s) set forth in this Wage Schedule, or if any job classification(s) have been overlooked in this Wage Schedule, the Parties hereto agree to negotiate a rate for the job(s) in question.

(b) If the Parties are unable to reach agreement then the dispute will be settled through the Grievance and Arbitration procedures of this Agreement.

16.03 Cheque Issue

Employees shall be paid bi-weekly through direct deposit. Such deposits shall be available to the employees by 8:00 a.m. on Fridays.

16.04 Statement of Earnings

The rate or rates of pay, hours of work, details for overtime hours and all necessary and pertinent information will be furnished to each employee on his pay statement so that the employee can clearly understand how his total pay was calculated.

16.05 Payment of Wages - Irregular

Any employee being discharged or laid off will be paid all wages due to him as promptly as possible, or in any event, within forty-eight (48) hours of the expiration of the next working day.

16.06 Pay for Work in another Classification

(a) Employees temporarily assigned to work at a lower rated classification during a period of time that they had been scheduled to work at a higher classification, shall continue to receive the wage rate of the higher classification for all times actually worked during the period of time they were scheduled to work in the higher classification.

(b) Employees temporarily assigned to a higher rated classification than the classification at which they were originally scheduled to work, shall receive the wage rate of the higher classification for all time actually worked in the higher classification.



24

ARTICLE 17- TECHNOLOGICAL CHANGE OR PERMANENT OR PARTIAL CLOSURE

17.01 Advance Notification

The Employer shall notify the Shop Committee and the Union not less than sixty (60) days in advance of its intent to institute changes in working methods or facilities, which would involve permanently laying off a significant number of employees.

In the event of any permanent lay-offs employees shall be entitled to the equivalent notice or pay in lieu of notice under the Employment Standards Act.

In the event of a layoff where adequate Employment Standards notice has not been issued the employee shall be entitled to any residual severance pay owing when their seniority retention period expires. This shall not apply when an employee has been hired for a specific period.

ARTICLE 18 - CONTRACTING OUT

18.01 The Employer agrees that it will not contract out or contract in any services that it may provide within the operation, for the term of this Agreement that would result in the layoff of a bargaining unit employee, the reduction in hours of a bargaining unit employee or the loss of bargaining unit positions. In the event the Employer cannot find suitable candidates for vacant positions in order to meet the needs of the business and all reasonable avenues of recruitment have been pursued, the Union and the Employer will enter discussions regarding the contracting out of the work required.

ARTICLE 19- DURATION OF AGREEMENT

19.01 The Parties hereto mutually agree that this Agreement shall be effective from and after the 28th day of January 2014, to midnight the 27th day of January 2019, and thereafter from year to year unless written notice of contrary intention is given by either Party to the other Party within four (4) months immediately preceding the date of expiry. The notice required hereunder shall be validly and sufficiently served at the office of the Employer at 111 Saint Ann's Road, Campbell River, BC, or at the Local Office of the Union, 202 -1509 Cliffe Avenue, Courtenay, BC, within four (4) months immediately preceding the 27th day of January 2019. If no agreement is reached at the expiration of this Agreement 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.



25

19.02 The Parties hereto agree that the operations of Sections 50(2) and 50(3) of the Labour Relations Code of British Columbia, R.S.B.C. 1996, c.244, is excluded from this Agreement.

IN WITNESS WHEREOf: The Parties have executed this Agreement at (ourl::nc{ ,t BC, this \7 day of r.=-e\,rvarf , 2015. I


/jw usw /oca/1-1937

Playtime Community Gaming Centres Inc. {Chances Campbell River}


UNITED STEELWORKERS, LOCAL UNION 1-1937

26

/jw

Appendix A - Wages & Classifications

(a) Employees receive the base rate shown below along with the appropriate premium in Appendix B based on their company tenure.

(b) All employees who currently receive wages higher than shown below shall be red circled and receive the base wage increases as negotiated on a yearly basis. At no time will an existing employee be paid less than they are currently paid, in their existing job classification.

(c) All wage increases will take effect on the dates specified below.

(d) Employees while on probation will be paid at eighty percent (80%) of the classification rate in which they are hired. At no time will an employee be paid less than the minimum wage.

(e) Signing Bonus:

The Employer shall pay a signing bonus of $1,000.00 to all employees on the seniority list at the date of certification and a signing bonus of $500.00 all employees hired after the date of certification.

Bingo

Coordinator

Caller

Cashier

Runner

Slots

Cage Supervisor

Slot Cashier

Slot Attendant

Security

2014 Effective Effective Effective Effective Upon Jan 28, 2015 Jan 28, 2016 Jan 28, 2017 Jan 28, 2018

Ratification (1.25%) (2%) (2%) (2%)

$13.75

$13.00

$12.05

$11.25

$14.00

$12.25

$12.00

$13.92

$13.16

$12.20

$11.39

$14.18

$12.40

$12.15

$14.20

$13.43

$12.44

$11.62

$14.46

$12.65

$12.39

$14.48

$13.69

$12.69

$11.85

$14.75

$12.90

$12.64

$14.77

$13.97

$12.95

$12.09

$15.04

$13.16

$12.89

Gaming Security Officer $15.50 $15.69 $16.01 $16.33 $16.65

Custodial

Custodian $12.00 $12.15 $12.39 $12.64 $12.89

usw /oca/1·1937 ~&t ~Ar Playtime Community Gaming Centres Inc. (Chances Campbell River)


Appendix 8

Premiums

Each employee shall receive the premium indicted below in line with their years of service. The commencement date for receiving the premium adjustment will be the pay period following an employee's annual anniversary date. The following premiums are in addition to any wage increased negotiated from time to time as per "Appendix A"

ljw

After 4 Years of completed service- Base Rate+ $0.50

After 6 Years of completed service- Base Rate+ an additional $0.25 (Total of $0.75)

After 8 Years of completed service- Base Rate+ an additional $0.25 (Total of $1.00)

usw /oca/1-1937


LETTER OF UNDERSTANDING

Between


And

United Steelworkers, Local 1-1937

By their signatures below, the above referenced Parties agree as follows:

1. In lieu of Article 2.02 (c) (ii) of the Collective Agreement, the current Security Manager (as of June 11, 2014) may continue to perform bargaining unit work.

2. Upon the current Security Manager vacating the position, clause 1 of this letter shall become inoperative and Article 2.02 (c) (ii) of the Collective Agreement shall take effect in its entirety.

Signed this _ __._/?_,__ ___ day of [e~rvcu -.r , 2015. I

Playtime Community Gaming Centres Inc.

(Chanceu River)

d

/jw usw loca/1-1937



United Steelworkers, Local Union 1-1937

29

collective agreement - british columbiacollective agreement playtime community gaming centres inc....

Documents