collective agreement teamsters local union no. 879 … services/813-9509 … · 6.01 seniority...

COLLECTIVE AGREEMENT

Between

TEAMSTERS LOCAL UNION NO. 879 (The "Employer') STONEY CREEK & LONDON OFFICES

AND

CANADIAN OFFICE AND PROFESSIONAL EMPLOYEES UNION LOCAL 343 (The "Union")

NOVEMBER 15, 2013 to NOVEMBER 14, 2018

COLLECTIVE AGREEMENT BETWEEN TEAMSTERS LOCAL 879 -STONEY CREEK & LONDON OFFICES AND COPE LOCAL 343

NOVEMBER 151 2013 to NOVEMBER 141 2018

INDEX

Article 1 - Recognition. . . . • . . . . . •. .. .. .. . . . . .. . .. .. . . . . . .. .. . . . . . .. . . . . .. .. . .. . .. . . .. .. . . .. .. . .. . .. . .. . .. . . .. .. 3

Article 2 - Union Security... .. . . ... . .. • . . • .. . . . . .. . .. .. • . .. .. . • .. • .. .. . .. . .. . .. . .. . . .. • .. . . . .. . .. . .. . .. . . .. . .. . 3

Artiote 3 - Union Stewards and Committees............................................................. 3

Artlc!le 4 - Management Rights. ............. ....... .. . .. . . .. .. . . .. . .. .. . . . . . . . .. . .. . . .. . .. . .. . . . .. . .. . . .. . .. 4

Artic!te 5 - No Discrimination... . . . . .. .. • .. • . .. • . . . .. .. . .. . . . . . .. .. . .. . . . . . .. . .. .. . .. . .. . .. . . .. . .. . .. . . . . .. . .. 4

Articfe 6 - Seniority and Layoff... . • . . .. . .. .. . • . . . .. .. . . . . .. . .. . .. . .. . ... .. . .. . . . . .. . .. . .. . .. . . .. . .. . .. . . . . .. 4-5

Article 7·- w.ages and Hours ofWOrk ............. ..... o., ............ 0 ........... . ... o •• • o . .. ...... oo····· 5-6

~e 6 - Paid HoJidays •. 0 ............................ ... ................................. 0.............. .. . .. 6

Artic!le ·9 - Vacations ...... ............... 0 ...... 0 ............. 0 .. • •• • .. • .. • .. • .. • .. • • .. • .. .. • .. • • • • • .. .. • .. • • .. • 6-7

Artic!le 1 0 - Grievance and Arbitration ...... ... ........................................ 0 ............. 0 .. 0 .. 7-8

Artic!le 11 - Discharge and Oisciplinary Action... . .. .. .. . .. . .. .. .. . . .. . .. .. .. .. .. .. . .. .. . . . . .. . .. . . .. .. . 6

Article 12 - No Strikes or Lock..outs ...... ................................................ ................ 00 8·

Article 13 - Sawng ·Clause ...... ........................ ..................... 0 ... 0.... ...... . .. .. . .. . .. . ... .. . a

Article 14-Sick Leave ... .. 0 ......... . .............. ..................... ............. oo ... • .. ... • .. • .. ••• ... • 9

Article 15 - Health and Welfare Plan ....... 0 ...................... ................. .. .. ..... ....... 00 ..... 9-11

Article 16 - Rfghts and Privileges... ... .. . .. • • . . • .. ... .. . . . . .. . .. . .. . . .. . .. .. . .. . .. . .. . . .. . .. . .. . .. . . . .. . .. . 11

Article 17- Gen:eral ...... ... ..... o... ............ ... ...... .................. ... ............... ... ... ............ 12

Article 18 - Health and Sanitation ... 0 . . .................. 0 ............. . .. 0 ................................ 00.. 12

Article 1:9 - Union Label .......................... o ..... . .... o .......... . ..... 00 . •• • .. • ... • .. ••• • .. ... • .. •• • ... 12

Article 20- Severance Pay- p,ension ....... o ................. 00 •• • ... ... ••• ... . .............. ............ 12

ArtiCle 21- Leaves of Absence................. .... ............... ..... ................................. .... 12·13

Artlcte 22 - Technological Changes and Job Classification Changes. .. . . . . . . . . . . . . . . . . . . . . . . . . . . 13

Artfole 23 - Maintenaooe of Agreement.. ......... o •• o ... ... .. ... • ... • •• .. .. .. .. .. • • .. • .. • .. .... ••• ... .... 13

ArtfC!fe 24 - Term of Agreement .............. 0........... . .. . .. . .. . .. .. . .. . . .. . .. . .. . .. . .. . .. . .. . .. . .. . .. .. 13-14

Schedule ·.A~ Job Classifications and Weekly Wage Rates... . .. . . . . . . . . . .. . . . . . . . . . . . .. . .. . . . .. . . .. 15-18

Letter of Understanding Re: Reimbursement for Use of Personal VehK;!e... .. . .. . ... ... . .. .. . . 17

COLLECTIVE AGREEMENT BETWEEN TEAMSTERS LOCAL 879 - STONEY CREEK & LONDON OFFICES AND COPE LOCAL 343

NOVEMBER 15,2013 to NOVEMBER 14,2018

ARTICLE 1 • RECOGNITION

1.01 The Employer recognizes the Union as the sole collective bargaining agent for all it's clerical employees in the city of Stoney Creek and London, Ontario, save and except supervisors and those above the rank of supervisor.

ARTICLE 2 • UNION SECURITY

2.01 Any person hereafter employed must make application for membership in the Union on the same day which the employee is hired and shall be require to join the Union at the end of a thirty (30) day probationary period.

2.02 All present employees who are members of the Union on the effective date of this Agreement, or who subsequently apply for membership, shall remain members in good standing during the term of this Agreement.

2.03 The Employer recognizes and will not interfere with the right of the employees to become members of the Union. There shall be no discrimination, interference, restraint or coercion by the Employer or any of it's agents against the employees because of membership in the Union.

2.04 The Employer agrees to deduct, from the last pay of the month, the monthly dues (and initiation fees, when payable), of any employee covered by this Agreement, and to forward monies so deduct to the Union, not later than the tenth (10th) day of the month following such deduction.

2.05 The Employer, will, at the time of making such remittances to the Union, specify the employees from whom such deductions were made.

2.06 The Employer shall not contract out any bargaining unit work without the agreement of the parties.

2.07 Casual or Temporary Employees Temporary or casual employees will not be used prior to, or after, the normal hours of work, except by mutual agreement of the parties.

A temporary of casual employee is one who is hired on a specific project(s) of a defined duration not to exceed sixty (60) consecutive days.

The only exception where a temporary employee may exceed this sixty (60) day period would be cover duties of a regular employee absent from work due to sickness, vacations, leave of absence or maternity leave.

ARTICLE 3 • UNION STEWARDS AND COMMITTEE

3.01 The Employer acknowledges the right of the Union to appoint one (1) Steward for the clerical workers in the Stoney Creek & London, Ontario offices. The Union shall notify the Employer of the Steward.

3.02 The Steward shall be allowed the necessary time during working hours to process and present grievances without loss of pay for only Articles 10.01, 10.02 and 10.03 of the Grievance Procedure.

3.03 The Union will inform the Employer of the name of the Steward and of any subsequent change in the name of the Steward. The Employer shall not be asked to recognize any Steward, until such notification from the Union has been received.

3.04 For the purposes of negotiations, the Employer will recognize one (1) employee from either the Stoney Creek or London, Ontario office.

COLLECTIVE AGREEMENT BETWEEN TEAMSTERS LOCAL 879- STONEY CREEK & LONDON OFFICES AND COPE LOCAL 343


ARTICLE 4 - MANAGEMENT RIGHTS

4.01 The Union recognizes that the Employer has the right to manage the business, except as otherwise specifically provided in this agreement. The Employer has the exclusive right and discretion in selection and direction of the work force, including the right to hire, promote, transfer, demote, discipline and discharge for just cause and to establish reasonable rules and regulations and to introduce new working methods, equipment and to modify, reduce and control the operations of the Employer. The Employer agrees to exercise its rights in a fair and reasonable manner, consistent with this agreement.

4.02 The above clause shall not deprive the Employee of the right to exercise the grievance procedure as outlined in this agreement.

ARTICLE 5- NO DISCRIMINATION

5.01 There shall be no discrimination or harassment on the basis of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, age, sex, sexual orientation, record of offences, marital status, family status or handicap.

5.02 When an employee has the necessary qualifications and/or has proven their ability to handle the work, there shall be no discrimination between women and man in the matter of appointment to vacant positions, or salaries for such positions.

ARTICLE 6- SENIORITY AND LAY·OFF

6.01 Seniority shall be accumulated on the basis of length of service with the Employer in the Stoney Creek and London, Ontario offices, and shall be accorded to each employee at the completion of the probationary period, effective from the date of hiring.

6.02 In Promotions, lay-offs, recalls and overtime work, seniority shall be the only consideration, subject to the employee's ability to sufficiently perform the work required. Notwithstanding the foregoing, overtime will be based on the seniority of the employees in the office where the overtime work is required.

6.03 Employees shall be informed of, and be given an opportunity to bid for, any vacancy in any classification or any new jobs of a permanent nature, covered by this Agreement. provided that they have the ability to perform such work.

6.04 Seniority rights shall cease for any of the following reasons: • If the employee voluntarily quits. • If the employee is discharged and not reinstated through the grievance procedure. • If an employee is laid off and not recalled for a period of not more than twelve ( 12) consecutive

months.

6.05 Leave of absence in excess of thirty (30) days will not be granted until a request for same is submitted in writing to both the Union and the Employer and mutually agreed upon. The seniority status of an employee granted leave of absence shall be retained.

6.06 When a member of the bargaining unit is promoted to a Management position, it is agreed that they shall have the right to go back to their former position and classification within a period of one (1) year from the date of their promotion, without loss of seniority and at the rate applicable for the job at that time.

6.07 If an employee if required to fill a higher rated job for one (1) week or more, the employee shall be paid the rate of pay for the higher classification at the same step on the wage schedule that the employee is at in their own position for all work performed in that position.

COLLECTIVE AGREEMENT BETWEEN TEAMSTERS LOCAL 879 - STONEY CREEK & LONDON OFFICES AND COPE LOCAL 343


6.08 When a permanent part-time employee is hired as a permanent full time employee, the employee's seniority will date back to their date of hire.

6.09 Prior to any employees being laid off, there shall be a meeting between the Employer and the Union, to discuss ways to minimize the effect of the lay-off.

6.10 If, for any reason, it is necessary to lay-off and employee(s) in the Bargaining Unit, it is agreed that before any other employee is hired to fill the classification affected by the layoff, the employee(s) on lay-off will be given the opportunity to return to work.

6.11 All benefits shall continue for the first three (3) months of layoff.

6.12 An up-to-date seniority list will be provided by the Union by June 1st of each year.

6.13 In the event of a lay-off of an employee, such employee shall receive notice in accordance with the Employment Standards Act.

6.14 If an employee if laid off and recalled to work, the Employer shall notify the employee by Registered Mail to the last known address on file with the Employer. Notification of the employee's decision must be in the Employer's hands within seven (7) days of receipt of the notification letter and the employee shall have a further seven (7) days to return to work. Seniority shall terminate if the foregoing regulations are not complied with.

6.15 No part-time employee will be used to supplement the work force while an employee is laid off. The employee working part-time shall be paid at their regular rate for all hours worked during the normal working day.

6.16 No member of the Bargaining Unit will be permitted or directed to work by the Employer in excess of six (6) hours of overtime in a week while a member of the bargaining unit is laid off.

6.17 Permanent part-time employees will have the same seniority rights as full time employees. Part-time employees shall be credited seniority for all hours worked.

ARTICLE 7 • WAGES AND HOURS OF WORK

7.01 All employees shall be classified at the date of hiring and shall be paid in accordance with the attached Schedule "A", in the rates of their respective classification as described therein.

7.02 The regular work week consists of the following : • Monday to Thursday-8:30a.m. to 4:30p.m. (7 hours) • Friday-8:30a.m. to 12:30 p.m. (4 hours)

7.03 Overtime

Overtime shall be paid as follows: All time worked in excess of seven (7) hours in any day, Monday to Thursday, four (4) hours on Fridays, and on Saturdays, shall be paid for at the rate of time and one-half (11/2) the employee's regular rate.

7.04 Employees shall be granted one (1) hour for lunch and a fifteen (15) minute rest period, both morning and afternoon.

7.05 If an employee is required to work overtime beyond 6:00pm, the employee shall receive a taxi allowance provided a taxi is used.

7.06 All work performed on a Sunday shall be deemed as overtime and shall be paid for at the rate of double time (2x) the employee's regular rate.



7.07 If an employee is required to work overtime, a minimum of two hours beyond the scheduled quitting time, the employee shall be given a meal allowance of ten dollars ($10.00), upon submission of a supporting voucher, and shall be allowed up to a one (1) hour meal period, with pay.

7.08 Employees called back to work after their normal working hours or on a Saturday, Sunday or a paid holiday shall be guaranteed no less than four (4) hours pay at the prevailing overtime rate. Employees called in to work before the regular starting time will be paid at two times (2x) their regular rate of pay for all hour worked prior to their regular starting time.

ARTICLE 8 • PAID HOLIDAYS

8.01 Employees shall be given the following holidays without deduction of pay:

New Years' Day Labour Day

Family Day Thanksgiving Day

Good Friday Remembrance Day

Easter Monday December 24111

Victoria Day Christmas Day

Canada Day Boxing Day

Civic Holiday December 31 51

Two Floating Holidays (one of which may be used on the employee's birthday)

and such other holidays as are or may be proclaimed legal holidays by Federal, Provincial or Municipal authorities.

8.02 Overtime shall be paid at the rate of double (2x) the employee's regular rate for work performed on the holidays listed in paragraph 8.01 and on Sundays.

8.03 If a paid holidays falls on a day which is not a regular working day, the first working day thereafter, shall be considered the holiday.

8.04 In order to qualify for any of the paid holidays, employees must work their scheduled hours immediately prior to, and following, any paid holiday, in order to qualify for payment, unless prior approval has been granted by the Employer.

ARTICLE 9 ·VACATIONS

9.01 All employees who have been with the Employer for six (6) months or more shall receive one (1) weeks' vacation with full pay or four (4) percent. whichever is greater.

9.02 All employees who have completed one (1) full year of employment but less than two (2) years will receive two (2) weeks' vacation with full pay.

After six (6) months of service, employees may take one week of this vacation.

9.03 All employees who have completed two (2) full years of employment but less than six (6) years will receive three (3) weeks' vacation with full pay.

9.04 All employees who have completed six (6) full years of employment but less than ten (10) years will receive four (4) weeks' vacation with full pay.

9.05 All employees who have completed ten (1 0) full years of employment but less than twenty (20) years will receive five (5) weeks' vacation with full pay.



9.06 All employees who have completed twenty (20) full years of employment but less than twenty-five (25) years will receive six (6) weeks' vacation with full pay.

9.07 All employees who have completed twenty-five (25) full years of employment but less than thirty (30) years will receive six (6) weeks' vacation, plus one (1) day vacation per year over twenty-five (25) years with full pay.

9.08 All employees who have completed thirty (30) full years of employment will receive seven (7) weeks' vacation with full pay.

9.09 The vacation year will be considered from anniversary date to anniversary date, to be taken in the next twelve (12) months.

9.10 When a paid holiday as outlined in Article 8, falls within an employee's vacation period, such time will not be counted as vacation and another day off will be granted, or the date of return may be one (1) full day later, or the vacation may commence one ( 1) day earlier, as arranged with the Employer.

9.11 Any employee who receives an extended leave of absence or who terminates their employment for any reason shall receive at the time of such leave, vacation pay accrued, prior to such termination or leave.

9.12 All employees shall receive a yearly vacation bonus of three hundred twenty-five dollars ($325.00), effective July 1, 2014, 2015 and 2016 to be paid on July 1st in the same year(s). Effective July 1, 2017, all employees shall receive a yearly vacation bonus of three hundred fifty dollars ($350.00) for the remainder of the Collective Agreement, to be paid on July 1st in the same year(s).

ARTICLE 10- GRIEVANCE AND ARBITRATION

10.01 A grievance shall consist of a dispute concerning the interpretation, application, or alleged violation contrary to the terms of this Agreement. If any question arises as to whether a particular dispute is, or is not, a grievance within the meaning of these provisions, the questions may be taken up through the grievance procedure and determined, if necessary by arbitration. There shall be an earnest effort on the part of both parties to settle such grievance promptly through the following steps:

STEP 1 The duly authorized representatives of both parties shall meet on the request of either party, submitted in writing, to discuss any differences or disputes which may arise with regard to the meaning, interpretation, application or breach of this Agreement The griever may also attend the meeting accompanied by a Union Steward.

STEP 2 Upon receipt of such written request, the representatives of the parties and the aggrieved employee shall meet with five (5) working days and attempt to settle the difference or dispute. Notwithstanding the foregoing, the meeting may be held by conference call within five (5) working days.

STEP 3 If the representatives of the parties are unable to agree on any such question within ten (10) working days, it shall be submitted to an arbitrator mutually agreed upon by both parties. The decision of the arbitrator shall be final and binding on both parties. The compensation of the arbitrator shall be borne equally by the Employer and the Union. If the parties cannot agree on an arbitrator, the Minister of Labour for the Province of Ontario shall be asked to make the appointment.

10.02 The Arbitrator shall not have the right to alter or change any provisions of this Agreement, or to substitute and new provision in lieu thereof, or, to give any decision inconsistent with the terms and provisions of this Agreement. The Arbitrator, however, shall have the power to vary or set aside any penalty or discipline imposed relating to the grievance, before the board.

10.03 Where an Arbitrator finds that the Employer has unjustly or unreasonably disciplined or discharged an employee, and such disciplinary action or discharge has resulted in loss of earnings the employer shall return the employee to the employee's job and the Arbitrator shall have the right to direct the Employer to compensate the employee for the loss of earnings to the extent that is fair and equitable.

COLLECTIVE AGREEMENT BETWEEN TEAMSTERS LOCAL 879- STONEY CREEK & LONDON OFFICES

.....olllfcope -;~ .......,.,.,

AND COPE LOCAL 343


ARTICLE 11- DISCHARGE AND DISCIPLINARY ACTION

11.01 No employee shall be disciplined or discharged without just cause.

Employees shall be notified in writing of the grounds for discipline or discharge. The Union shall receive a copy. In subsequent grievance procedures, including arbitration, the Employer shall be limited to such grounds.

In the event of a claim that an employee has been discharged or disciplined unjustly or unreasonably, the claim shall be subject to the grievance and arbitration procedure as outlined in Article 10.

11.02 The Employer shall not discipline or discharge an employee without prior warning that the employee's work or conduct is unsatisfactory, unless the circumstances justify immediate discharge and shall not impose disciplinary penalties which are unreasonable or unjust.

When considering discharging an employee, the Employer shall discuss thoroughly with the employee the reason for which the Employer is considering the discharge. When a written reprimand is given to an employee, a copy will also be given to the Union Steward.

11.03 If the employee feels that the claim of unsatisfactory work is unjustified, the employee may ask, and shall be granted, a hearing with duly authorized representatives of both parties, at which time the Employer shall produce proof of such unsatisfactory performance of work.

11.04 In the event of a claim that an employee has been discharged or disciplined unjustly or unreasonably, the claim shall be subject to the grievance and arbitration procedure established in Article 10.

11.05 The Employer shall notify the Union Steward before discharging an employee providing the Steward is available. In the case the Steward is not available, the Union shall be notified.

11.06 Employees with less than one (1) year of service who are discharged shall receive severance pay at their regular rate of pay in accordance with the Employment Standards Act.

11.07 Notwithstanding 11.01 and 11.02 preceding, employees discharged for gross misconduct, shall not be entitled to either notice of discharge, or severance pay.

ARTICLE 12 - NO STRIKES OR LOCK-OUTS

12.01 There shall be no strike on the part of the Union or lock-outs on the part of the Employer during the lifetime of this Agreement. This section shall not be construed as prohibiting members from respecting picket lines authorized not only by the Local Union bit also by the National Union concerned.

ARTICLE 13 - SAVING CLAUSE

13.01 Should any part hereof or any provision herein contained be rendered or declared invalid by reason of any existing or subsequently enacted legislation or any decree of a court of competent jurisdiction or any ruling of any Federal, Provincial, or Municipal agency having jurisdiction, such invalidation or such part or portion of this Agreement shall not invalidate the remaining portions thereof and they shall remain in full force and effect.

ARTICLE 14- SICK LEAVE

14.01 (a) There shall be no loss of pay due to absence on account of illness or disability, up to a period of fifteen (15) weeks, in accordance with the Master Freight Plan B - Office Staff Plan as set out in



Article 15 of the collective agreement, or in accordance with the Employment Standards Act whichever is greater in any calendar year.

(b) In cases of illness or disability in excess of fifteen (15) weeks, employees will be covered under and receive the benefit payment from the Teamsters Master Freight Plan 8- Office Staff Plan as set out in Article 15 of the collective agreement.

ARTICLE 15 - HEALTH AND WELFARE PLAN

15.01 The employees and employee's eligible dependents will be covered under the Benefit Plan Administrator's Health & Welfare for the Ontario Teamsters (Local 879) Health and Welfare Trust Fund plus Master Freight Plan 8- Office Staff Plan as set out below, for which the Employer agrees to pay the full cost of this Plan including the Ontario Health Insurance Plan (O.H.I.P.).

(a) Life Insurance

Employee $100,000 Spouse $10,000 Child $2,000 Accidental Death & Dismemberment $100,000

(b) Short Term Disability- Non-Occupational Coverage

Payable From 1 sl day of hospital 41h day of accident 81h day of sickness

Status ReEmployment Insurance Employment Insurance integrated Duration 26 weeks (inclusive of 15 week E.l.) Weekly Amount (Effective January 1, 2014), or El $514.00 equivalent, if higher

(c) Long Term Disability- Non Occupational Coverage

Elimination Period 26weeks Duration 2 years or Retirement or at age 65 Monthly Amount $1,750.00 Definition Any Occupation Permanent &Total Disability $100,000 inclusive

(d) Hospital Cash

Maximum Hospital Stay 3 Days Rate Per Day $150.00 Maximum 120 Days

(e) Members and Family Assistance Program- Counselling service provided by OHI.

(f) World Care Second Opinion -Second opinion for diagnosis of condition.

(g) Critical Illness- Under age 65- $20,000.00; Age 65 to 70-$10,000.00

(h) Dental



Reimbursement one year lag in ODA fee schedule

Deductible Nil Basic/Preventative 100% Endodontic/Periodontic 100% Oral Surgery 100% Major Restorative 100% Prosthondicts- Fixed & Removable 100% Calendar Year Maximum $2,000.00 Specific/Recall Exams 6 months Complete Exams, Panorex/FAM Series 24 months Occlusal Equilibration 8 units per calendar year Relines/Rebases/Re~irs 24 months Polishing/Fluoride/Scaling 6 months Prosthetics 5years Oral Hygiene Instruction 6 months Orthodontics- less than 19 years of age 50% to $1,000 lifetime

maximum Accidental Dental $5,000 maximum per

accident

(i) Extended Health Care

Drug & Expense Deductible Nil Drug Co-l nsurance 100% Other Eligible Expenses Co-Insurance 100% except where noted Calendar/Lifetime Maximum $1 ,000,000

Eligible Health Expenses

Drugs requiring a Script (including diabetic supplies & Covered by reimbursement excluding some lifestyle drugs) Includes immunizations, excludes Vaccines Semi-Private Hospital Not covered Convalescent Hospital Semi-Private rate to a maximum of

120 days of confinement Local Ambulance $200.00 per Disability (or Air) Air Ambulance $200.00 per Disability (or Local) Paramedical Practitioners: $250.00 per calendar year with a

Chiropractor minimum per type Naturopath Osteopath Podiatrist Chiropodist (includes 1 X-Ray per year, after OHIP)

Registered Massage Therapist $500.00 per calendar year Physiotherapist $500.00 per calendar year Licensed Clinical Psychologist Unlimited Speech Therapist Unlimited Private Duty Nursing $10,000 every 3 years (prior

appJoval re_guired) Rental of Durable Medical Equipment, Brace, Splint, Crutches, Covered Oxygen, Artificial Eye/Limb, etc. Surgical Brassieres 2 per calendar year maximum Orthopedic Shoes 1 pair every 3 years, maximum

$500 orthotics


of

......,cope ~lOCAl ... NOVEMBER 151 2013 to NOVEMBER 141 2018

Orthotics Combined with Ortho Shoes Breast Prosthesis 1 00% once every 5 years Wi!lS Once per lifetime Surgical Stockings 2 pairs per calendar year Stump Socks Covered Diabetic Supplies Covered under Drug Benefit Glucometers Once per lifetime X-Ray/Lab Covered Hearing Aids $500.00 every 5 years including

repairs

U) Vision Care

Lenses/Frames -Adults $300.00 for frames & unlimited lenses, every 24 months, includes one eye exam every 24 months

Lenses/Frames - Under 19 years of age $300.00 for frames & unlimited lenses, every 12 months, includes one eye exam every 12 months

Sunglasses or Contacts in lieu of Lenses/Frames - Adults Sunglasses - $300.00 for frames & unlimited lenses, every 24 months, includes one eye exam every 24 months Contacts - Claims for contact lenses will not be limited by quantity, but rather the cumulative total of claims over a twenty four (24) month period to the maximum of the coverage amount for frames, includes one eye exam every 24 months.

(k) Emergency Out of Country

• Under the age of 70- Up to $5,000,000 Lifetime Maximum • Ages 70-74-$1,000,000 Lifetime Maximum • 75-79$500,000 Lifetime Maximum • Terminates at the age of 80

15.02 If the premium paid by the Employer for any employee benefit is reduced as a result of any legislative or other action, the amount of the saving shall be used to increase other benefits available to the employees, as may be agreed between the parties or shall be passed onto the employees in the form of increase wage or salary rates.

15.03 The Employer will pay the cost of the premium, including taxes for retiree benefits for employees and employee's spouses for employee's who are eligible for and apply for early retirement up to and until the age of sixty-five (65) years. Such benefit package will be the Teamsters Local 879 Clerical Plan 8 with the Ontario Teamsters Benefit Plan group as in Article 15 (a) to (k).

ARTICLE 16 ·RIGHTS AND PRIVILEGES

16.01 All rights and privileges at present enjoyed by employees or mutually agreed upon hereafter, shall remain unchanged during the life of this Agreement.

ARTICLE 17 ·GENERAL



17.01 The Employer agrees to provide a Bulletin Board, prominently displayed in each of its offices for the purpose of posting COPE Local 343 notices and such other information as may be of interest to the employees.

17.02 The Employer agrees to provide parking facilities for the employees in the Bargaining Unit.

ARTICLE 18 - HEALTH AND SANITATION

18.01 The Employer shall make all reasonable provisions for the safety and health of the employees during working hours. The Union may from time to time bring to the attention of the Employer any suggestions for improvements in conditions of work.

ARTICLE 19 - UNION LABEL

19.01 The Employer agrees that the Union Label of the Canadian Office and Professional Employees Union, Local 343, shall appear on all correspondence of the Employer.

ARTICLE 20 - SEVERANCE PAY - PENSION

20.01 Following completion of one (1) year's full service, based on anniversary date to anniversary date of employment, severance pay in all cases of termination of employment, with the exception of discharge for just cause, shall be paid as follows:

1 full year of service to 4 years....... 2 weeks' pay

5 full years of service to 7 years...... 3 weeks' pay

8 full years of service to 11 years.... 4 weeks' pay

12 full years of service to 20 years.. 5 weeks' pay

20 full years of service to 30 years.. 6 weeks' pay

30 full years of service... . .. . . . .. . .. . . .. 7 weeks' pay

35 full years of service... ............... 15 weeks' pay

20.021n addition to the above clause, after three (3) years of service, payment will be made by the Employer in accordance with the provisions of the Teamsters Affiliates Pension Plan.

20.03 In the case of the death of an employee, the severance shall go to the assigned beneficiary.

20.04 The Employer shall pay one hundred percent (100%) of the cost of the premiums for the Teamsters Canadian Pension Plan, currently through PBI Actuarial for all bargaining unit employees covered under this Collective Agreement.

ARTICLE 21- LEAVES OF ABSENCE

21.01 Jury Duty and Witness Duty Employees called upon to serve as Juror or a Crown Witness, shall be allowed the necessary time off, and shall be paid therefore, by the Employer, less the amount of the Jury Duty or Crown Witness Pay received.

21.02 Bereavement (a) In the event of a death of a spouse (as defined by law), mother, father, children, brother, mother-in

law, father-in-law, sister-in-law, brother-in-law and grandchildren, the employee will be granted five (5) working days paid bereavement leave. In the event of the death of grandparents or grandparents-in-law, the employee will be granted three (3) working days paid bereavement leave.

(b) In the event of the death of an aunt or uncle, the employee will be give one (1) day with pay to attend the funeral.



21.03 Pregnancy and Parental Leave Employees with thirteen (13) weeks or more of service will be granted leave of absence for pregnancy and parental leave without pay for a period in accordance with the Employment Standards Act. In the event that complications should set in. an additional three (3) months will be allowed with a Doctor's Certificate, to be submitted to the Employer, by the employee. Upon returning to work, the employee will be given the same position and retain the same seniority as the employee held prior to the leave. The Employer shall continue to pay the premiums for Health & Welfare coverage during this leave of absence.

21.04 Paternity Leave Male employees shall be given up to one (1) week of paternity leave to commence during the confinement of their spouse, or during the week following the confinement of their spouse, at the employee's discretion, with pay and without loss of seniority.

21.05 Personal Leave of Absence It is agreed between the parties that the Employer will give consideration to request for Personal Leave of Absence, without pay, for other reasons, for reasonable periods of time. It is further agreed that an employee not granted leave shall have the right to grieve the reasonableness of the request under the grievance procedure as outline in Article 1 0.

ARTICLE 22 ·TECHNOLOGICAL CHANGES AND JOB CLASSIFICATION CHANGES

22.01 In the event that there are any technological, office procedure changes, job classification changes and/or job eliminations made in the operations affecting employees in the Stoney Creek and London, Ontario offices, such changes will be discussed with the Union before any changes are to be put into effect. Any changes not mutually agreed upon will be subject to the grievance and arbitration procedure.

22.02 New jobs to be created shall be brought to the attention of the Steward (or Union in the absence of a Steward) and an amendment to the classification will be made. The Employer further agrees to offer any employment created by such changes to present employees under this Collective Agreement. whenever possible before hiring additional staff.

22.03 Prior notice will be given to the Union on any major changes in existing classifications at least two (2) months prior to implementation.

ARTICLE 23 • MAINTENANCE OF AGREEMENT

23.01 No agreement, understanding, alteration or variation of this Agreement or the terms and provisions contained herein shall bind the parties unless made and executed in writing by the parties hereto.

ARTICLE 24 • TERM OF AGREEMENT

24.01 This Agreement shall be effective as of November 15th, 2013, and shall remain in effect until November 14th, 2018. Thereafter, it shall be automatically renewed from year to year, unless either party shall serve upon the other, written notice of its desire to amend the Agreement during the three (3) months immediately prior to the expiry date in any year.

24.02 Negotiations shall begin with thirty (30) days following notification for amendment as provided in the preceding paragraph, or such other time agreed to by the parties.

24.03 This Agreement shall continue in full force and effect until a new Agreement is reached and all applicable clauses shall be retroactive to the expiry date of the Collective Agreement in each year.



Dated in Hamilton this /3.J.h day of November 2014.

IN WITNESS WHEREOF each of the parties hereto has caused this Agreement to be signed by its duly authorized representatives as of the date and year first above written.

For Teamsters Local Union No. 879 For Canadian Office and Professional

Bniit:dZI~ & halmers Debra Holland

L~&/!



,_

SCHEDULE ''A'' - ~ob Classifications and Weekly Wage Rates

CASUAL EMPLOYEE Casual employee(s) shall be paid on a pro-rata basis according to the classification for which they are hired as defined within Schedule "A". Upon hiring such employee(s), the Employer will give a letter in writing, to such employee, stating the approximate length of service and the salary to be paid.

PERMANENT PART-TIME EMPLOYEE Permanent part-time employee(s) will be paid on a pro-rata basis according to the classification for which they are hired as defined within Schedule "A' and proceed up the progression schedule according to their length of service. Following twenty (20) working days, permanent part-time employee(s) will become a member of the Canadian Office and Professional Employees Union, Local 343, as set forth in Article 2 - Union Security, subsection 2.01 of the Collective Agreement. In the event the permanent part-time or casual employee is hired on a full-time basis for any classification as defined within Schedule "A", the Employer agrees to immediately notify the Union in writing stating the classification for which the permanent part-time or casual employee is hired, including the wage rate the employee will be paid.

GENERAL Prior to a new job classification being implemented, the Employer will notify and meet with the Union to negotiate a new wage rate according to the duties pertaining to the position, which will then be incorporated into Schedule "A" of the Collective Agreement. In the event the Employer is compelled to hire new employees, the Employer agrees to register the vacancy with COPE, Local 343 and if Local 343 is unable to fill the vacancy, then the Employer will have the right to fill the vacancy at its discretion.

WAGES

**BOOKKEEPER #1 EXECUTIVE ADMINISTRATIVE ASSISTANT

HEALTH & WELFARE RECEPTIONIST TITAN MACHINE OPERATOR #1

EFFECTIVE NOVEMBER 15,2013 Start Rate $1,081.70

After 3 months $1,086.83

EFFECTIVE NOVEMBER 15,2014 Start Rate After 3 months $1,108.74 $1,114.00

EFFECTIVE NOVEMBER 151 2015 Start Rate $1,136.46


EFFECTIVE NOVEMBER 15,2016

Start Rate After 3 months $1,164.87 $1,170.40




After 6 months

$1,152.62



After 12 Months $1,107.33


After 12 Months $11163.39




NOVEMBER 151 2013 to NOVEMBER 14,2018

**NOTE: For the job classification of Bookkeeper#1, an additional premium of $16.00 per week will be added to each step in this classification.

TITAN MACHINE OPERATOR #2/ADMINISTRATIE ASSISTANT#2




EFFECTIVE NOVEMBER 15, 2016 Start Rate After 3 months $1,087.57 $1,093.10

EFFECTIVE NOVEMBER 15,2017 Start Rate $1,114.76














LETTER OF UNDERSTANDING

Between

TEAMSTERS LOCAL UNION NO. 879

And

CANADIAN OFFICE AND PROFESSIONAL EMPLOYEES UNION, LOCAL 343

REIMBURSEMENT FOR USE OF PERSONAL VEHICLE FOR EMPLOYER BUSINESS

All employees who regularly use their personal vehicle to perform Employer business (i.e. trips to bank) will be reimbursed one (1) full tank of gas every month.

All employees who use their personal vehicle to perform Employer business on an as needed (casual) basis, will be required to memo the event (i.e. date and description) on an out of pocket expense form and will be reimbursed at the rate of five (5) dollars per event.

Dated in Hamilton this I 3 +~ day of November 2014.

For Teamsters Local Union No. 879 For Canadian Office and Professional

Employi);;:·~

Debra HOiland '



collective agreement teamsters local union no. 879 … services/813-9509 … · 6.01 seniority...

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