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Collective Agreement

- Between-

TOWN OF NEW GLASGOW

- and·

CANADIAN UNION OF PUBLIC EMPLOYEESLOCAL 281

March 1, 2013 - February 28, 2017

TABLE OF CONTENTS

ARTICLE 1 - PURPOSE, 5

1.01 PURPOSE 51.02 MANAGEMENT RIGHTS 5

ARTICLE 2 - DEFINITION 6

ARTICLE 3 - RECOGNITION 6

3.01 BARGAINING AGENT 63.02 NOTICES ON BULLETIN BOARD 63.03 No OTHER AGREEMENT 63.04 SUPPLEMENTARY AGREEMENTS 7

ARTICLE 4 - CHECK-OFF 7

4.01 UNION DUES 74.02 LABOUR MANAGEMENT COMMITTEE 7

ARTICLE 5 - GRIEVANCE PROCEDURE 7

5.01 UNION STEWARDS 75.02 DEFINITION OF GRIEVANCE 75.03 HANDLING OF GRIEVANCE 85.04 GRIEVANCES FOR SUSPENSION OR DISCHARGE 85.05 POLICY GRIEVANCE 85.06 WRITTEN DECISIONS 95.07 REPLIES IN WRITING 95.08 PERMISSION TO LEAVE WORK 95.09 FACILITIES FOR GRIEVANCES 95.10 TIME LIMITS 95.11 AMENDING OF TIME LIMITS 9

ARTICLE 6 - ARBITRATION 9

6.01 ARBITRATION PROCEDURE 96.02 DECISION OF THE BOARD 106.03 EXPENSES OF THE BOARD 106.04 AMENDING OF TIME LIMITS 106.05 WITNESSES 106.06 DESIGNATION OF SUPERViSOR 116.07 RIGHT TO HAVE STEWARD PRESENT 116.08 PERSONNEL RECORDS 11

ARTICLE 7 - SENIORITY AND PROMOTIO/llS 11

7.01 DEFINITION OF SENIORITy 117.02 SENIORITY LIST 127.03 PROBATION FOR NEWLY-HIRED EMPLOyEES 127.04 SEASONALlTERM AND TEMPORARY EMPLOYEES 127.05 Loss OF SENIORITy 137.06 TRANSFER AND SENIORITY OUTSIDE BARGAINING UNIT 137.07 PROMOTION AND STAFF CHANGES 14

(1) JOB POSTING 14(2) INFORMATION IN POSTINGS 14(3) No OUTSIDE ADVERTISING 14(4) ROLE OF SENIORITY AND PROMOTIONS, TRANSFERS AND STAFF CHANGES 14

CUPE Local 281 and Town ofNew GlasgowCollective Agreement (March 1, 2013 - February 28, 2017)

10.0110.0210.0310.04

(5) TRIAL PERIOD 15(6) NOTIFICATION TO EMPLOYEE AND UNION 15(7) TRAINING 15(8) LAY-OFFS AND RECALLS 15(9) ADVANCE NOTICE OF LAy-OFF 16(10) GRIEVANCES ON LAY-OFFS AND RECALLS 16

7.08 TEMPORARY ASSIGNMENT 16

ARTICLE 8 . HOURS, OVERTIME AND HOLIDAyS 16

8.01 NORMAL HOURSOFWORK 168.02 WORK ON A SATURDAy 178.03 (A) COMPENSATION FOR OVERTIME AND CALL·BACK 17

(B) WORK ON WEEKENDS 17(C) OVERTIME ASSiGNMENT 17(D) SALTING DUTIES 17(E) STAND-BY PAY (FOR ALL DEPARTMENTS) 17(F) OVERTIME PAST MI DNIGHT 18

8.04 MEALS DURING OVERTIME 188.05 TIME IN liEU AT REQUEST OF EMPLOyEE 188.06 HOLIDAyS 188.07 COMPENSATION FOR WORK ON A STATUTORY HOLIDAY 198.08 COMPENSATION FOR DRIVER-OPERATOR ON A STATUTORY HOLIDAY 198.09 DRIVER-OPERATOR SCHEDULE 19

ARTICLE 9 . VACATION AND LEAVE 20

9.01 VACATION ACCUMULATION " 209.02 QUALIFYING PERIOD 209.03 VACATION USE 219.04 VACATION PAy 219.05 PAYMENT FOR UNUSED VACATION 219.06 BEREAVEMENT LEAVE 219.07 SICK LEAVE/ UNION LEAVE 21

(A) SICK LEAVE ACCUMULATION 22(B) RATE OF SICK LEAVE ACCUMULATION 22(C) INJURY ON THE JOB 22(D) PAYMENT FOR SICK LEAVE 22(E) ABUSE OF SICK LEAVE 22(F) SICK LEAVE RECORDS 22(G) SICK LEAVE DOCUMENTATION 22(H) ADDITIONAL SICK LEAVE COVERAGE 22(I) LEAVE FOR PERSONAL PREVENTIVE MEDICAL AND DENTAL CARE 23(J) UNION LEAVE 23

9.08 FAMILY AND EMERGENCY LEAVE 239.09 LEAVE FOR COURT 23

ARTICLE 10 • SAFETY AND HEALTH 24

REPORTING OF HEALTH AND SAFETY HAZARDS 24FIRST AID FACILITIES 24INJURY AT WORK 24(A) WORKERS' COMPENSATION - PAY SUPPLEMENT.. 24

(B) CONTINUATION OF PAY 24

ARTICLE 11 . CLOTHING AND TOOLS 25

11.01 CLOTHING ALLOWANCE 2511.02 CARE OF CLOTHING 25


11.03 PROVISION OF SAFETY BOOTS , "' ,,, 2511.04 TOOL ALLOWANCE , 2611.05 LAUNDRY SERViCE , , 26

ARTICLE 12 - NO DISCRIMINATION 26

ARTICLE 13 - TRUCK DRIVERS AND EQUIPMENT OPERATORS 26

13.01 VALID LICENSE REQUiREMENT , , 2613.02 MEDICAL EXAMINATION , 2713.03 Loss OF LICENSE 27

ARTICLE 14 • PENSION AND WELFARE 27

14.01 COST SHARING OF PLANS , 2714.02 PARTICIPATION BY SEASONAL EMPLOYEES 2714.03 RETIREMENT... 2714.04 PREMiUMS , ,.2714.05 RULE 80 FOR PENSION ELIGIBILITY 28

ARTICLE 15 • DURATION 28

ARTICLE 16 • TRANSITION 29

ARTICLE 17 • CONTRACTING OUT 29

17.01 No REDUCTION IN PERMANENT EMPLOYEES 2917.02 DRIVER-OPERATORS AND USE OF VOLUNTEERS 29

ARTICLE 18 • RESIDENCE REQUiREMENT 29

ARTICLE 19 • WAGES 29

19. (A) AGREEMENT OF ApPENDIX "A" 29(B) PAY DAY 29(C) CLASSIFICATIONS 29

PUBLIC WORKS DEPARTMENT 30Transportation Services Department.. 30Environmental Services Department 32Mechanical Department. 33Water Treatment Plant 34

FIRE DEPARTMENT 36COMMUNITY DEVELOPMENT DEPARTMENT 36

ARTiCLE 20 - LONG SERVICE AWARD 37

ARTICLE 21 - NO STRIKE OR LOCK·OUT 37

ARTICLE 22 - MEDICAL AT RETIREMENT 37

ARTICLE 23 - NEW CLASSIFICATIONS IN UNION 37

OTHER 39

APPENDIX "A"· WAGES 40

LETTER OF UNDERSTANDING 45

RE: LONG-TERM DISABILITY FOR PERIODS GREATER THAN TWO (2) YEARS 46


THIS AGREEMENT MADE THIS DAY OF , 2013, AD.

BETWEEN:

CANADIAN UNION OF PUBLIC EMPLOYEES, LOCAL 281hereinafter referred to as the "Union",

Party of the First Part

AND:TOWN OF NEW GLASGOW

hereinafter referred to as the "Employer",

Party of the Second Part

ARTICLE 1 . PURPOSE

1.01 PurposeThe purpose of this Agreement is to promote and maintain harmonious relationsbetween the Employer and Employees; to define more clearly the wages andconditions of employment; to provide a method of amicably settling grievances ordifferences which may from time to time arise; to promote the mutual interest of theemployer and employees; and to provide for the carrying on of the employer'sbusiness under methods which will further to the fullest possible extent the safetyand welfare of the employees, together with efficiency and economy of operatingand service to the tax payers.

It is recognized by this Agreement to be the duty of both parties to co-operate fully,both collectively and individually, for the promotion of the aforesaid conditions.

1.02 Management RightsThe Union recognizes that it is the function of the Town to exercise the regularand customary function of Management and to direct the working forces of theTown subject to the terms of this Agreement. The question of whether one ofthese rights is limited by this Agreement may be decided through the grievanceprocedure.

The Employer has the right to make, implement and alter from time to timereasonable rules and regulations to be observed by the Employees. Any rules orregulations or changes in such rules or regulations made by the Employer shallnot be in conflict nor inconsistent with the provisions of this Agreement. No ruleshall be binding on the Employee unless clear and unequivocal and brought tothe attention of the Employees.

CUPE Locol281 ond Town ofNew GlasgowCollective Agreement (March 1, 2013 - February 28, 2017)

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1.03 Except as otherwise covered in this article, persons whose jobs are not in theBargaining Unit shall not work on any jobs or perform the duties of any personsincluded in the Bargaining Unit except and for purposes of experimenting,troubleshooting within the Water Treatment Plant, instruction or in emergencieswhen regular employees are not available to perform the work. For the purposeof this article, an emergency is a state of emergency when declared by the dulyauthorized Mayor, Chief Administrative Officer or Town Engineer.

The parties further agree that Supervisor may perform minor work within theworkplace during times when staff is not readily available and provided theperformance of the work does not exceed approximately fifteen (15) minutes.

ARTICLE 2 - DEFINITION

2.01 The term "Employee" as used in this Agreement shall be deemed to include theemployees as set out in the order of certification by the Nova Scotia LabourRelations Board, Order No, 231, dated March 11, 1953, including (1) PW Transportation Services, (2) Fire Department, (3) PW - Environmental Services,(4) PW - Mechanical Services, (5) PW - Water Treatment Services, (6) Town HallCustodian,(7) Community Development Department (outside workers) employeesexcepting the confidential employees, Supervisor and those above the rank ofSupervisor.

ARTICLE 3 - RECOGNITION

3.01 Bargaining AgentThe Town recognizes the New Glasgow Civic Workers' Union, Local 281 , CanadianUnion of Public Employees, as the sole collective bargaining agent for theemployees described in Article 2 above, and it is mutually agreed that "Union Shop"conditions shall prevail during the term of this Agreement. New Employees shallbecome members of the Bargaining Unit starting on their first day of employment.

3.02 Notices on Bulletin BoardThe Town agrees to permit the use of a Bulletin Board atthe (1)PW - Town Garageand Transportation Services, (2) Fire Department (3) PW - Water TreatmentServices, for the posting of notices regarding matters of interest to the members ofthe Union, providing that such notices are signed by the Secretary of the Union,Local 281, C.UP.E.

3.03 No Other AgreementNo employee shall be required or permitted to make a written or verbal agreementwith the Town or its representative which may conflict with the terms of thisCollective Agreement.

CUPE Loca/28I and Town ofNew GlasgowCollective Agreement (March 1, 2013 - February 28,2017)

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3.04 Supplementary AgreementsSupplementary written agreements, if any, shall form part of this Agreement andare subject to the grievance and arbitration procedure provided herein.

ARTICLE 4 - CHECK-OFF

4.01 Union DuesThe Town agrees to deduct dues and assessments from the wages of theemployees once each month, and to pay the amount deducted to the SecretaryTreasurer of the Union before the 10th day of the following month. The amounts tobe so deducted will be the amounts stated in a directive to be given to the Town bythe Union; such directive to bear the signature of the Secretary-Treasurer of theUnion and the seal of the Union.

4.02 Labour Management CommitteeA Labour Management Committee shall be established consisting of equalrepresentation from the Union and Employer. The Committee shall concern itselfwith all matters of labour relations with a goal to maintain good labour relationsbetween the parties as well as correcting conditions causing grievances andmisunderstandings.

The Committee shall meet not less than four (4) times per year or more times, ifnecessary, as may be mutually agreed by the parties. The parties shall provide alist of agenda items forty-eight hours in advance of the meeting. The partiesshall sign off decisions made at meetings. The Town shall prepare minutes ofthe meeting and provide the Union with copies of the draft minutes as promptlyas possible after the close of the meeting. Employees shall suffer no loss of payfor time spent at Labour Management meetings.

ARTICLE 5 - GRIEVANCE PROCEDURE

5.01 Union StewardsIn order to provide an orderly and speedy procedure for the settling of grievances,the Town acknowledges the rights and duties of the Union Grievance Committeeand the Union Stewards. The Union Grievance Committee shall consist of theUnion President and Shop Stewards for each of the (1) PW - TransportationServices, (2) Fire Department, (3) PW - Environmental Services, (4) PW Mechanical Services, (5) PW - Water Treatment Services, (6) CommunityDevelopment - Outside Workers. The Union Steward may assist any employee,whom the Steward represents, in preparing and presenting his grievance inaccordance with the grievance procedure set out in this Agreement.

5.02 Definition of GrievanceA grievance shall be defined as "any difference arising out of the interpretation,


the day the period begins;Saturdays and Sundays within the period;

application, administration or alleged violation of this Collective Agreement".

5.03 Handling of GrievanceAn employee with a grievance will submit the grievance to his Shop Steward oranother member of the Union Committee, in the event the Shop Steward is notreasonably available,

Informal StepIn respect to aggrieved employees in the Engineering and Public WorksDepartments, the aggrieved employee and a Shop Steward shall seek to settlethe grievance with the Department Supervisor, if any, prior to commencing Step1.

STEP 1The grievor and a Shop Steward, shall within seven (7) working days of the incidentgiving rise to the grievance, take the grievance up with the Town Engineer/ FireChief/ Director of Community Development. The Town Engineer/ Fire Chief/Director of Community Development shall give his/her decision to the grievor withinfour (4) working days after the grievance was received.

STEP 2If the action of the Town Engineer/Fire Chief/Director of Community Development,in Step 1, does not settle the grievance, then the grievor may submit the grievance,in writing, within seven (7) days of the response received in Step 1, stating thegrievance, the article allegedly violated and the redress sought, to the CAO of theTown of New Glasgow, who shall consider the grievance and respond within seven(7) days after receipt of the grievance.

5.04 Grievances for Suspension or DischargeAn employee who claims to have been suspended or discharged without justcause, may initiate his grievance at Step 2 of the grievance procedure, but must doso within four (4) working days of the suspension or discharge.

The period of days in a Rule that permits or requires something to be done in anumber of days does not include any of the following:

(a)(b)(c) any weekday the Town of New Glasgow main office is closed during theperiod;(d) the day on which a thing is required, or first permitted, to be done.

5.05 Policy GrievanceWhere a dispute involving a question of general application or interpretation occurs,of where a group of employees or the Union has a grievance, Step 1 of thegrievance procedure may be bypassed. It is the intention of the parties that the

CUPE Local 281 and Town ofNew GlasgowCollective Agreement (March I, 2013 - February 28, 2017)

procedure provided for under this paragraph shall be reserved for grievances of ageneral nature and that it shall not be used to bypass the regular grievanceprocedure provided for employees.

5.06 Written DecisionsDecisions or settlements arrived at, in writing, between the responsible TownDepartment Head or Chief Administrative Officer, the employee and theresponsible Union official, in the adjustment of any employee grievance, shall befinal and binding upon the Town, the Union and the employee or employeesconcerned.

5.07 Replies in WritingReplies to grievances at Step 2 shall be in writing and shall state reasons.

5.08 Permission to Leave WorkThe Town agrees that neither the Union Steward nor any volunteer Firefighter shallbe hindered, coerced, restrained or interfered with in any way in the performance ofhis/her duties on behalf of the Union, while investigating disputes and presentinggrievances as provided in this Article or responding to emergency fire calls, as thecase may be. The Union recognizes that each Steward or Firefighter is employedby the Town and that he or she will not leave his or her immediate work duringworking hours to deal with Union matters or volunteer fire calls without obtaining thepermission of his or her supervisor, which permission will be considered and givenat the earliest convenient time.

5.09 Facilities for GrievancesThe Town and Union agree that all meetings during the grievance procedure shallbe private and confidential. Where facilities are required to hold a meeting duringthe grievance procedure, the Town shall provide such facilities.

5.10 Time LimitsShould any grievance not be submitted within the time limits specified in Step 1 ofthe grievance procedure, it shall be considered to have been abandoned. If nowritten decision has been given to an employee within the time limits specified inthe grievance procedure, the employee shall be entitled to submit the grievance tothe next stage, including arbitration.

5.11 Amending of Time LimitsThe time limits fixed in the grievance procedure may be extended by consent of theparties.

ARTICLE 6 - ARBITRATION

6.01 Arbitration ProcedureWhen either party requests that a grievance be submitted for arbitration (and in

CUPE Local 281 and Town ofNew GlasgowCollective Agreement (March 1, 2013 - February 28,2017)

cases where there has been a reply in Step 2 of the grievance procedure within ten(10) days of such reply) a request shall be made by notice hand-delivered to theother party or sent by registered mail addressed to the other party. The partyinitiating the arbitration shall indicate in the notice the name of its nominee to anarbitration board. Within five (5) days thereafter, the other party shall answer byhand-delivered notice or registered mail indicating the name and address of ITSappointee to the arbitration board. The two appointees shall select an impartialchairperson.

A Single Arbitrator may be used if mutually agreed by the parties.

If the party receiving the notice fails to appoint an arbitrator, or if the two appointeesfail to agree upon a chairperson within seven (7) days of their appointment, theappointment shall be made by the Minister of Labour upon request of either party.

An arbitrator or arbitration board appointed under the terms of this Article shallproceed with all dispatch to resolve the matter in dispute.

6.02 Decision of the BoardThe decision of a Single Arbitrator or the majority of an Arbitration Board shall befinal and binding upon all parties; but if there is no majority, then the decision of theChairman shall govern. The decision of a Single Arbitrator or the Arbitration Boardshall be final, binding and enforceable on all parties. An Arbitrator or ArbitrationBoard shall not have the power to change this Agreement or to alter, modify oramend any of its provisions or make any decision contrary to the provisions of thisagreement. The Board shall have the power to dispose of a grievance by anarrangement which it deems just and equitable. The Board shall have the power tomodify penalties.

6.03 Expenses of the BoardEach of the parties to arbitration shall bear the fees and expenses of their nomineeto the Arbitration Board and equally share the fees and expenses of a SingleArbitrator or Chairperson.

6.04 Amending of Time LimitsTime limits fixed in this Arbitration Procedure may be extended by consent of theparties.

6.05 WitnessesAt any stage of the Grievance or Arbitration Procedure, the parties shall have theassistance of the employee or employees involved and any necessary witnesses.All reasonable arrangements shall be made to permit the conferring parties orarbitrators to have access to the Town's premises to view any working conditionswhich may be relevant to the settlement of the grievance.

CUPE Local 281 and Town ofNew GlasgowCollective Agreement (March 1,2013 - February 28, 2017)

6.06 Designation of SupervisorFor purposes of the grievance procedure, the immediate designated supervisor ofevery employee shall be his Supervisor and in the case of driver-operators, theimmediate designated supervisor shall be the Fire Chief, and in the case ofCommunity Development (Recreation and Programs & Events) outside workers,the immediate designated supervisor shall be either the Recreation Manager or thePrograms & Events Manager depending on the nature of work.

6.07 Right to have Steward PresentAn employee shall have the right to have his/her Steward present at anydiscussions with supervisory personnel which the employee believes might be thebasis of disciplinary action. Where a supervisor intends to interview an employeefor disciplinary purposes, the supervisor shall, where possible, notify the employeein advance of the purpose of the interview in order that the employee may contacthis/her Steward to be present at the interview.

6.08 Personnel RecordsAn employee shall have the right at any time to have reasonable access to andreview his or her personnel record. Any employee shall have the right to makecopies of any material contained in his or her personnel record.

All matters of disciplinary nature shall be removed from the employee's personnelfile after they have been on file for a period of two (2) years provided that no otherdiscipline of a like nature has been placed on file within that period.

ARTICLE 7 - SENIORITY AND PROMOTIONS

7.01 Definition of SenioritySeniority is defined as the length of service in the bargaining unit and shall includeservice with the Town prior to the certification and recognition of the Union.Seniority shall be used in determining the preference or priority for promotion,transfer, demotion, layoff, permanent reduction of the work force and recall as setout in other provisions of this Agreement. Seniority shall operate on a departmentalbasis. For the purpose of seniority there shall be six (6) departments and the TownHall Custodian of the Town's operation, namely:

1. PW - Transportation Services2. Fire Department3. PW· Environmental Services4. PW - Mechanical Department5. Community Development Department - outside workers6. PW - Water Treatment Department7. Town Hall Custodian

CUPE Local 281 and Town ofNew GlasgowCollective Agreement (March I, 2013 - February 28,2017)

7.02 Seniority ListThe employer shall maintain a seniority list showing the current classification andthe date upon which each employee's seNice commenced. Where two or moreemployees commence work on the same day, preference shall be in accordancewith the date of application. An up to date seniority list shall be sent to the Unionand posted on all bulletin boards in Transportation SeNices, Fire Department,Environmental SeNices, Mechanical Department, Water Treatment Department,Community Development - outside workers in January of each year. It shall be theresponsibility of the Union to point out any errors in the seniority list. In the absenceof any complaint from the Union within 30 days after the seniority list is sent to theUnion, the Town shall be entitled to assume that the seniority list is correct.

In the event a casual employee is hired full time, his or her seniority date shall becalculated by crediting the employee with the full time seNice equivalent of seniorityof the actual seNice time seNed as a casual employee.

7.03 Probation For Newly-Hired EmployeesA newly-hired employee shall be on probation for the first six months of his/heremployment. After completion of the probationary period, seniority shall beeffective from the date hired in the full-time position and seniority accumulated tothat point will be pro-rated. The parties agree that Appendix "8" attached hereto isan accurate listing of seniority by department as of the 1sl of June 2013.

7.04 SeasonaJlTerm EmployeesEmployees hired by the Town for short term work, shall be referred to as"seasonaVterm employees". SeasonallTerm employees shall acquire temporaryseniority during a continuous employment period. The dismissal of aseasonal/term employee for lack of work, incompetence or misconduct, shall not bethe sUbject for a grievance until such time as the seasonaVterm employee has beenemployed by the Town for more than two seasonal periods.

"SeasonaVTerm Employee" shall be defined as an employee who works not morethan eight (8) months annually.

Temporary EmployeesEmployees hired by the Town for on-going projects or operational needs, shall bereferred to as '1emporary employees". The dismissal of a temporary employee forlack of work and/or budget funding, incompetence or misconduct, shall not be thesubject for a grievance.

"Temporary Employee" shall be defined as an employee the Town hires to addresson-going projects or operational needs, but which need exists from time to time,and in no event for periods of greater than eight (8) months in duration in anyoneperiod. Temporary employees shall not work for the Town for more than a total ofeight (8) months in any calendar year without the written consent of the union.

CUPE Local 281 and Town ofNew GlasgowCollective Agreement (March 1,2013 - February 28,2017)

The Town shall not have more than five (5) seasonal/term and/or temporaryemployees employed at anyone time without the advance written consent of theUnion.

7.05 Loss of SeniorityAn employee cannot lose seniority if s/he is absent from work because of sickness,disability, accident, layoff of leave approved by the Town.

An employee does not accumulate seniority when s/he is absent from workbecause of layoff or leave approved by the Town.

An employee on Long-term Disability (L.TD.) shall continue to accrue seniority;however, s/he will not continue to accrue sick leave or vacation during the period ofL.TD.

An employee shall only lose his/her seniority in the event:

(a) he or she is discharged for just cause and is not reinstated;

(b) he or she resigns in writing and does not withdraw within two days;

(c) he or she fails to return to work following a layoff within five days afterreceiving notice by registered mail to do so, unless through sickness or otherjust cause. A refusal of an employee to accept recall of such employmentwill result in termination of seniority and will prejudice his/her right to recall inthe future. Laid off employees engaged in alternate employment and whoare recalled shall be permitted to give their current employer one week'snotice of termination to accept a recall.

It shall be the duty of employees on layoff to provide the Town with an upto-date current mailing address for purposes of receiving notice of recall byregistered mail. Nothing herein contained shall obligate the Town to sendnotices of recall to employees who have not worked for the Town for twoyears.

(d) An employee who is not in receipt of Long-term Disability (L.TD.) benefits,whose sick leave credits have been exhausted and who is not available forwork within a one (1) year period.

(e) The Employee is laid off for a period of two (2) years.

7.06 Transfer and Seniority Outside Bargaining UnitNo employee shall be transferred to a position outside the Bargaining Unit withouthis/her consent. If an employee is transferred to a position outside of theBargaining Unit, s/he shall retain his/her seniority accumulated up to the date ofleaving the unit, but will not accumulate any further seniority. Such employee shall

CUPE Local 281 and Town a[New GlasgowCollective Agreement (March 1, 2013 - February 28, 2017)

have the right to return to a position in the Bargaining Unit during his/her trial periodwhich shall be a maximum of six (6) months,

If an employee returns to the Bargaining Unit, s/he shall be placed in a jobconsistent with his/her seniority. Such return shall not result in the lay·off orbumping of an employee holding greater seniority,

7.07 Promotion and Staff Changes

(1) Job PostingWhen the Town creates a new position in the bargaining unit, or when theTown declares a vacancy of a temporary or permanent nature within thebargaining unit, the Town shall immediately notify the Union in writing andpost notice of the position in the Town's offices and at the Town Garage,Fire Department, Water Treatment Department, Environmental Services,Community Development - Outside Workers and Transportation Servicesso that Union members will know of the vacancy or new position.

(2) Information in PostingsSuch notice shall contain the following information:

Nature of position, qualifications, required knowledge and education,required related job experience, skills, shift, hours of work, wage or salaryrate or range, Such qualifications and requirements shall be thosenecessary to perform the job function and may not be established in anarbitrary or discriminatory manner. The Town reserves the right (as part ofthe qualifications and requirements) to require candidates to performsatisfactorily on psychophysical tests, mechanical aptitude tests and generalknowledge tests to be carried out by an independent training organization,All job postings shall state: "This position is open to male and femaleapplicants",

(3) No Outside AdvertisingWhen a person is needed to fill a position within the Town's work force, otherthan that of labour classification, the Town may engage a new employeehaving the necessary qualifications and requirements for such position, if it isnot possible to obtain a presently qualified person from within the presentworking force of the Town, No outside advertising for any vacancy shall beplaced until the applications of present Union members have been fullyprocessed.

(4) Role of Seniority and Promotions, Transfers and Staff ChangesBoth parties recognize the principle of promotion within the service of theTown and that job opportunities should increase in proportion to length ofservice. Therefore, in making changes, transfers, or promotions within adepartment of the bargaining unit, the appointment shall be made of the


employee-applicant with the greatest departmental seniority who has therequired qualifications in accordance with the clause "information inpostings", Appointments from within the bargaining unit shall be madewithin six weeks of posting; the job shall be filled within two weeks ofappointment.

(5) Trial PeriodThe successful applicant shall be notified within three weeks following theend of the posting period, S/He shall be given a trial period of six months,during which time s/he will receive the necessary training for the position,The Town shall not curtail the trial period without just cause, before it hasrun its full course. Conditional upon satisfactory service, the employee shallbe declared permanent after the period of six months, In the event thesuccessful applicant proves unsatisfactory in the position during the trialperiod, or if the employee is unable or unwilling to perform the duties of thenew job classification, s/he shall be returned to his/her former position, wageor salary rate, without loss of seniority. Any other employee promoted ortransferred because of the re-arrangement of positions shall also bereturned to his/her former position, wage or salary rate without loss ofseniority.

(6) Notification to Employee and UnionThe Union shall be notified of all promotions, demotions, hirings, layoffs,transfers, recalls, resignations, retirements, deaths or other terminations ofemployment. Any employee denied promotion shall receive a reason, inwriting, for the denial upon a request.

(7) TrainingIn order to give employees the opportunity of becoming qualified for higherclassifications, the Town agrees to select employees from time to timedeemed to be suitable for training by seniority with best ability to train, Whilebeing trained, and until such time as trainees are certified by the TownEngineer, Director of Community Development, Fire Chief or designate to bequalified for a higher classification, their hourly rate of pay will remain at therate paid immediately previous to their selection as trainees. The Unionshall have the right to make formal representations on behalf of anyemployee before certification is granted. In the event that changes aremade to classifications that require employees to maintain or upgrade theirqualifications, such training shall be provided at no cost to employees,

If the Employer requests/requires an upgrade in a licence or certification,such upgrading process will be at no cost to the Employee,

(8) Lay-Ofts and RecallsA lay-off shall be defined as a reduction in the work force or reduction in theregular hours of work as defined in this Agreement.

CUPE Local 281 and Town o/New GlasgowCollective Agreement (March 1, 2013 - February 28, 2017)

Both parties recognize that job security shall increase in proportion to lengthof service. Therefore, in the event of layoff in a department, employeesshall be laid off in the reverse order of their Master seniority. An employeeabout to be laid oft may bump any employee with less Master seniority,providing the employee exercising the right is qualified to perlorm the workof the employee with less Master seniority.

Employees shall be recalled to work in order of their Master seniorityprovided the Employee exercising his or her seniority is qualified toperlorm the work of the recalled position. No new employee shall be hiredto fill the position of an employee on layoff until those employees laid offhave been given an opportunity of recall.

(9) Advance Notice of Lay-offThe Town shall give employees notice of lay-offs as required by the LabourStandards Code of Nova Scotia.

(10) Grievances on Lay-offs and RecallsGrievances concerning lay-ofts and recalls shall be initiated at Step 2 of theGrievance Procedure.

7.08 Temporary AssignmentEmployees assigned to a higher rated position shall receive the higher rate forthe position for all time worked in the higher rated position. An employeeassigned to a lower rated position, shall not have his/her rate reduced.

ARTICLE 8 - HOURS, OVERTIME AND HOLIDAYS

8.01 Normal Hours of WorkThe normal hours of work shall be eight (8) hours per day, five days per week,constituting a forty (40) hour week, and shall be from 8:00 AM. to 4:00 P.M.,Monday through Friday inclusive, with twenty (20) minutes off for lunch. Theregular schedule for some members of the transportation department will normallybe from 6:00 AM. to 2:00 P.M. Unless otherwise instructed by the Foreman, theemployees shall report to the applicable Public Works shop. During the period fromDecember 1st to March 31 st, the regular schedule fortwo designated members(New Glasgow) of the transportation department will normally be from 4:00 AM.t012:00 NOON.

The Mechanical Department will operate with two shifts and two crews with thenormal working hours for the shifts outlined as Monday to Thursday from 6:00 A.M.to 4:00 P.M. and Tuesday to Friday from 6:00 AM. to 4:00 P.M.


8.02 Work on a SaturdayWhen expedient for carrying out necessary work, any employee at the discretion ofthe Town Engineer, may be requested to work the Saturday of any week, but theemployee working on Saturday shall be given the following Monday off, if possible,or some other two consecutive days of that week in substitution of the precedingSaturday so worked, the five day week nonetheless prevailing.

8.03 (a) Compensation for Overtime, On-Call and Call-BackTime and one-half (1 V2) shall be paid for work performed in excess of eight(8) hours in anyone (1) day. Time and one-half (1 %) shall be paid for workperformed on Saturdays except as stated in 8.02. Employees called out foremergency work on weekdays and Saturday shall receive a minimum of fourand one-half (4%) hours payor time and one-half (1 %) for time worked,whichever is greater.

(b) Work on WeekendsAny work performed on Sundays shall be paid for at the rate of double time(2X) for all employees except monthly paid employees. Employees calledout for emergency work on Sunday shall be paid a minimum of four and onehalf (4%) hours payor double time for time worked, whichever is greater.

(c) Overtime AssignmentThe Employer agrees that in the event that overtime is required andauthorized, the senior person on the particular job site location who isqualified to do the work shall be given first opportunity for such overtimeassignment.

(d) Salting DutiesPublic Works Department employees required for salting duties will be calledout for work in rotation when required.

(e) Stand-by Pay (for Environmental Services, Transportation, Mechanical,Water Treatment Departments)

2013 $240.002014 $240.00 + 2.0% = $244.802015 $244.80 + 2.0% = $249.702016 $249.70 + 2.5% = $255.95

The parties agree that the stand-by employees list shall be drawn on anequitable basis from a list of all qualified employees within theEnvironmental Services Department that have expressed an interest to beon stand-by.

CUPE Local 281 and Town ofNew GlasgowCollective Agreement (March 1,2013 - February 28, 2017)

(f) Overtime Past MidnightEmployees who work overtime past midnight shall have a minimum of four(4) hours off before being required to return to work their regular shift. Suchtime off shall have no effect on the employee's regular hours of work or pay,

8.04 Meals During OvertimeThe existing practice of providing meals to employees who work overtime inPublic Works shall be maintained for the life of this Collective Agreement. Thispractice shall be extended to the Fire Department and the CommunityDevelopment Department.

8.05 Time in Lieu at Request of Employee(a) Compensation for overtime shall be paid except where the employee elects

to bank his overtime hours in the form of time off in lieu of overtime hoursworked. The employee shall be entitled to bank up to ten (10) days [eighty(80) hours] time off in lieu of overtime hours worked. Overtime incurred on adaily basis cannot be split between overtime pay and time off in lieu ofovertime in hours worked.

(b) Where an employee has built up a bank of time off in lieu of overtime, hemay upon at least seven (7) days notice to the Town Engineer, Fire Chief orDirector of Community Development request time off in minimum segmentsof one day (8 hours). The decision as to whether or not to grant time off inlieu of overtime shall be at the discretion of the Town Engineer, Fire Chief orDirector of Community Development acting reasonably and having regard tothe work force required by the Town to adequately carry out the Town'soperations. In cases of conflicting request for time off in lieu of overtime,master seniority shall prevail.

8.06 HolidaysAll permanent employees, except driver-operators, shall be paid eight hours at theirregular rate for the following Statutory Holidays:

New Years Day Labour DayGood Friday Thanksgiving DayEaster Monday Remembrance DayVictoria Day Christmas DayCanada Day Boxing DayFirst Monday in August One other day each year, to be

designated by the CAO on the third Monday in the month of February, said day willbe replaced by "Family Day" (as it is known in other jurisdictions if in the event sucha holiday is enacted by the Provincial/Federal Government.)

and for Civic Holidays declared by the Town.

CUPE Local 28J and Town ofNew GlasgowCollective Agreement (March J, 2013 - February 28, 20J7) Page J8

8.07 Compensation for Work on a Statutory HolidayEmployees, except driver-operators, called out for work on a Statutory or CivicHoliday for which s/he is already being paid, shall be paid at the rate of double timefor all time worked.

8.08 Compensation for Driver-Operator on a Statutory HolidayA driver-operator shall be paid fifteen (15) hours at the regularly scheduled hourlyrate for the following Statutory Holidays provided the Driver-Operator has workedhis or her regularly scheduled working day immediately proceeding andimmediately following the Holiday:

New Year's Day Labour DayGood Friday Thanksgiving DayEaster Monday Remembrance DayVictoria Day Christmas DayCanada Day Boxing DayFirst Monday in August One other day each year, to be

designated by the CAO on the third Monday in the month of February, said day willbe replaced by "Family Day" (as it is known in other jurisdictions if in the event sucha holiday is enacted by the Provincial/Federal Government.)

and for Civic Holidays declared by the Town.

A driver-operator working on a Statutory Holiday or Civic Holiday for which s/he isalready paid, shall be paid an additional fifteen (15) hours at his/her regular rate.

A driver-operator may elect to bank up to ten (10) days in lieu in anyonecalendar year and must be used in that calendar year. This cannot be used asan add-on to vacation if it has an impact on another employee receiving theirvacation or causes hardship in scheduling, Where an employee has built up abank of time off in lieu of overtime, he may upon at least seven (7) days notice tothe Fire Chief request time off in minimum segments of one day (10 or 14 hours).The decision as to whether or not to grant time off in lieu of overtime shall be at thediscretion of the Fire Chief acting reasonably and having regard to the work forcerequired by the Town to adequately carry out the Town's operations. In cases ofconflicting request for time off in lieu of overtime, seniority shall prevail.

8.09 Driver-Operator ScheduleThe schedule of the full-time and part-time driver-operators of the Fire Departmentshall be subject to the direction of the Fire Chief. Scheduling shall be as per statusquo. The Fire Chief shall be responsible for the terms of duty for each of the driveroperators. Article 8.01, 8.02 and 8.03 (a), (b) and (c) shall not apply to driveroperators. In addition to driving and operating fire equipment, the driver-operatorshall be responsible for maintaining the Fire Station and the fire equipment in agood and clean condition and in proper working order.


There shall be a minimum of two (2) Driver Operators operating the Ariel Ladderwhen this equipment is in use. An extra Driver Operator shall be called into workto meet with this requirement.

ARTICLE 9 - VACATION AND LEAVE

9.01 Vacation AccumulationThe Town agrees to grant vacations with pay to employees covered by thisAgreement according to the following scale:

After one (1) year's seNiceAfter three (3) years' continuous seNiceAfter ten (10) years' continuous seNiceAfter fifteen (15) years' continuous seNiceAfter sixteen (16) years' continuous seNiceAfter seventeen (17) years' continuous seNiceAfter eighteen (18) years' continuous seNiceAfter nineteen (19) years' continuous seNiceAfter twenty (20) years' continuous seNiceAfter twenty-five (25) years' continuous seNice

2 weeks3 weeks4 weeks4 weeks4 weeks + 1 day4 weeks + 2 days4 weeks + 3 days4 weeks + 4 days5 weeks6 weeks

Vacations must be taken in a year in which they become due. Employees entitledto three, four or five weeks' vacation in any year shall be permitted to take three,four or five consecutive weeks only upon approval of the Town Engineer, Fire Chiefor the Director of Community Development, whose decisions shall be final and notsubject for grievance.

The employee's vacation period shall include the employee's normal days offimmediately before and immediately after the employee's paid vacation leave.

While off on Workers' Compensation and L.T.D., the employee may onlyaccumulate a maximum of one (1) year's entitlement of vacation credits.

9.02 Qualifying PeriodThe qualifying period for vacations shall be from January 1 to December 31inclusive in any year. Vacations shall be granted insofar as possible between the1st of June and the 30th of September of each year. Employees shall post theirvacation request prior to May 1st of each year. If the Town Engineer, Fire Chief,Director of Community Development, in his/her discretion, indicates that too manyemployees have chosen vacation for anyone period, preference for vacation forthat period shall be according to seniority.

Newly hired employees shall have vacation prorated in the remainder of the firstcalendar year and may take vacation, pro rata, and in accordance with schedule, orvacation pay in lieu.

CUPE Local 281 and Town afNew GlasgowCollective Agreement (March 1,2013 - February 28,2017)

9.03 Vacation UseAll employees must take vacation in minimum of one (1) week blocks. No singleday vacation days will be allowed unless approved by the Town Engineer, FireChief, or the Director of Community Development.

9.04 Vacation PayAll employees shall receive vacation pay on the day preceding the first day of suchvacation if requested by the employee seven (7) days in advance to theDepartment Head.

9.05 Payment For Unused VacationIf the employee leaves the service of the Town of his own accord, is laid-off, or isdismissed for cause when an unused period of vacation with pay stands to his/hercredit, s/he shall be paid the amount due him/her in lieu of vacation earned, on apro-rata basis.

9.06 Bereavement LeaveIn the case of death in the immediate family of an employee, the Town will grant aleave of absence to such employee during which he will receive his/her daily payup to a maximum of five (5) days. The five (5) days shall be regular workingdays and may either be immediately subsequent to and including the day ofdeath or immediately prior to and including the day of burial.

Immediate family shall be defined as spouse, domestic partner, son, daughter,father, mother, sister, brother, mother-in-law, father-in-law, step-mother, stepfather, step-brother, step-sister, step-child, son-in-law, daughter-in-law, andbrother-in-Iaw/sister-in-Iaw. For the purpose of this Article, brother-in-law andsister-in-law mean of the spouse of a brother or sister of the employee, orsister/brother of the employee's spouse.

Bereavement leave of three (3) working days shall apply to grandparent,grandchild, and any relative permanently residing in the Employee's householdor with whom the Employee permanently resides.

Bereavement leave of one (1) working day shall apply to aunt, uncle, stepgrandparent, step-grandchild, niece, nephew, or cousin.

Depending on specific circumstances, the Chief Administrative Officer mayauthorize a longer period of leave with payor without pay.

9.07 Sick Leave / Union LeaveAn employee who is unable to report for work must contact his/her immediatesupervisor prior to the start of their shift (between 6:00 am and 7:30 am) on theday the employee is unable to report to work. The Employee must call theirSupervisor directly and if the Supervisor is unavailable the Employee must leave

CUPE Local 281 and Town ~fNew GlasgowCollective Agreement (March 1. 2013 - February 28. 2017)

a voice message indicating the reason for the inability to report to work and theEmployee must furthermore immediately call the Engineering & Public WorksOffice Administrator at 755-8351 and advise (by voice message if there is noanswer) of the reason for the inability to report for work.

(a) Sick leave AccumulationSick leave credits shall be cumulative to a maximum of one hundred fifty-five(155) days.

(b) Rate of Sick leave AccumulationAll employees shall accumulate sick leave credits at the rate of one and onehalf (1 Y2) days per month.

(c) Injury on the JobLoss of time due to injury on the job shall not be considered sick leave.

(d) Payment for Sick leaveA member, subject to established sick credits, shall receive his/her normalincome for all days lost due to illness.

(e) Abuse of Sick leaveAny member who abuses his/her sick leave benefits may be disciplined.

(f) Sick leave RecordsSick leave records shall be kept by the Town.

(g) Sick leave DocumentationIn order to be eligible for paid sick leave, the permanent employee shallproduce a medical certificate signed by a licensed medical practitioner afterone (1) day's absence if requested by the Employer. Casual employeesshall be required to produce a medical certificate signed by a licensedmedical practitioner before any sick leave will be granted. The medicalcertificate must describe the nature, and if known, the anticipated duration ofthe illness.

(h) Additional Sick leave Coverage - long-term DisabilityThe Town and the Union acknowledge that the Town has Long-termDisability with an Insurance provider. The Town and the Union acknowledgethat this Long-term Disability plan coverage is based on the Long-termDisability contract with the Insurance provider covers all employees of theTown except seasonal and probationary employees. All eligible employeeswho are on Long-term Disability for a period in excess of the eliminationperiod provided by the Insurance provider shall immediately makeapplication for coverage under the Insurance Provider's Long-term DisabilityPlan.


(i) Leave for Personal Preventive Medical and Dental CareUpon seven (7) days' advance notice to the Town Engineer, Fire Chief orthe Director of Community Development, an employee may request time offup to two (2) hours per calendar month to engage in personal preventivemedical and dental care; such as docto~s appointments, diagnostic testsand dental appointments and approval of such requests shall not beunreasonably withheld. The employee may be required to show proof ofmedical or dental appointments.

Upon reasonable notice and suitable proof of an appointment or test, anEmployee may be granted a full day off (with pay and without deduction fromother benefits, but coded as "sick time") for an attendance for personalmedical or dental appointments or test outside of Pictou County, subject tothe discretion of the Chief Administrative Officer of the Town Engineer,which discretion shall be exercised in a fair and equitable manner.

(j) Union LeaveThe Town agrees to grant leave with pay to members of the Union to enablethem to attend Provincial and National Conventions of C.U.P.E. and theFederation of Labour, but in no event shall the combined total number ofperson days of such nominees exceed ten (10) days per fiscal year and withfurther provisions that at no time shall more than two (2) members be givenleave.

9.08 Family and Emergency LeaveEmployees shall receive up to five (5) days leave per year with pay in the eventthe employee has a serious fire or flood or home emergency or due to a seriousfamily issue/emergency at the discretion of the Chief Administrative Officer, or ifthe Chief Administrative Officer is not available, then with the permission of theTown Engineer.

9.09 Leave for CourtLeave of absence without loss of regular pay shall be given to an Employee otherthan an Employee on leave of absence without payor under suspension, who isrequired:

(a) to serve on a jury; or

(b) by subpoena or summons to attend as a witness in any proceedings for anemployment related matter held:

(i) in or under the authority of a court or tribunal; or(ii) before an Arbitrator.

(c) by the Employer to appear as a witness in a legal proceeding, in whichcase the time involved shall be considered time worked.


(d) The leave of absence under Article 9.09 shall be sufficient in duration topermit the Employee to fulfill the witness or jury obligation. The employeeshall give the Employer any non-expense monies received from thecourts.

ARTICLE 10· SAFETY AND HEALTH

10.01 Reporting of Health and Safety HazardsThe Town agrees to make reasonable provisions for the safety and health of theemployees. Dangerous practices and devices will be reported to the Employer whowill take all reasonable and necessary precautions to eliminate all hazards.

10.02 First Aid FacilitiesFirst aid facilities shall be provided for the employees.

10.03 Injury at WorkShould any employee be injured during working hours, and as a consequence beunable to continue working, s/he shall be paid for the full shift, regardless of thetime of injury, on the presentation of a Doctor's certificate of his/her inability to work.

10.04 (a) Workers' Compensation· Pay SupplementAn Employee prevented from performing his regular work with the Employeron account of an occupational accident that is covered by the Workers'Compensation Act shall receive from the Employer the difference betweenthe amount payable by the Workers' Compensation Board and the rate ofpay of his classification. Pending a settlement of the insurable claim, theEmployee shall continue to receive the full pay and benefits of thisAgreement, subject to necessary adjustment.

(b) Continuation of PayIn order to continue receiving his regular salary, the Employee shall assignhis Compensation cheque to the Employer. In return, the Employer shallindicate the amount received from the Compensation as a deduction fromgross income on the Employee's income tax (T-4) form.

The employee shall have a pro-rated amount of sick leave deducted fromhis/her sick leave bank for the time he/she is in receipt of WCC top-up fromthe Employer. For greater clarity, the existing practice is maintained in thatthe Town tops-up the WCC contribution to the employee's wage rate untilaccumulated sick days are exhausted.


ARTICLE 11 - CLOTHING AND TOOLS

11,01 Clothing Allowance

(a) The Town will supply all protective clothing for the Transportation Services,Fire Department, Environmental Services, Mechanic Department, WaterTreatment and Community Development Department employees asrequired. Protective clothing and equipment shall be in the care andsupervision of the foreman and shall be issued out and returned to him/herat the end of each shift. The Town will supply each employee of thetransportation, environmental, and mechanical departments (except forseasonal employees) with two pairs of coveralls. The Town agrees toprovide all Mechanics with one (1) pair of insulated winter coveralls to bereplaced when no longer serviceable.

(b) The Town agrees to provide one (1) pair of safety rubber boots for allemployees every two (2) years, except driver operators who shall beprovided with rubber bunker suit boots as needed.

(c) The Town agrees to provide Transportation, Environmental Services, WaterTreatment and Mechanical Departments, a clothing allowance of $200.00and provide a boot allowance of $200.00 per year per employee.

(d) For the Fire Department, the Town agrees to provide an annual clothingallowance of $9000.00 for all Driver/Operators consisting of a pair ofcoveralls every two (2) years, two (2) shirts every year, one (1) rain suitevery year, one (1) tunic, three (3) pairs of trousers every two (2) years andone winter parka every three (3) years.

A Clothing Committee consisting of the Fire Chief and two (2) full-timeDriver/Operators will be established. All PPE will be supplied by the FireChief. The Committee shall have the authority to provide and/or substituteclothing based on the immediate need of the Driver/Operator.

Casual Driver/Operators shall have their clothing replaced on an as-neededbasis, approved by the Clothing Committee.

11.02 Care of ClothingEmployees will use all reasonable care to avoid loss or damage to clothing assupplied by the Town and as required by the Town Engineer/Fire Chief andDirector of Community Development.

11.03 Provision of Safety BootsSubject to 11.01 (c), the Town agrees to provide each employee with one (1) pair ofsafety boots of good quality per contract year. It is understood that after the firstpair is supplied, the employee shall be reqUired to return the used boots to the


Town before a new pair is provided. The Driver-Operators shall be provided withone (1) pair winter boots and one (1) pair of summer boots in subsequent years.The Driver-Operators will be provided with either a pair of winter boots or a pair ofsummer boots every two (2) years, at the discretion of the individual driver-operator.

11.04 Tool Allowance

(a) There shall be a tool allowance for Mechanics and the Metal Fabricator whohave satisfied the Town Engineer that they have and maintain in his opinion afull set of tools in the amount of up to seventy dollars ($70.00) per month. Thesaid allowance is to be paid retroactively and for reimbursement of actualamounts spent up to the maximum allowance. Upon presentation of anexpense report with attached receipts for the tools purchased on the 31 st day ofAugust and the 28th day of February in each contract year. Should aMechanic's or Metal Fabricator's employment be terminated before either ofsuch duties, the amount of allowance paid will be pro-rated to date oftermination.

(b) The Employer shall provide all the necessary tools for employees to perform theduties of the Former classification.

11.05 Laundry ServiceFor members of the mechanical department or employees when actuallyperforming mechanical or bodywork, the Town shall provide a laundry service forcoveralls. For members of the Fire Department, the Town shall provide laundryservice for winter parkas twice per season and for coveralls, once per month.

ARTICLE 12 - NO DISCRIMINATION

12.01 Pursuant to the Nova Scotia Human Rights Act, the Employer and the Union agreethat absent a bona fide occupational qualification, there shall be no discriminationwith respect to Employees covered by this Collective Agreement in relation tohiring, wage rates, training, promotions, transfers, layoffs, recalls, discipline,classification or discharge by reason of race, religion, creed, colour, ethnic ornational origin, sex, sexual orientation, political affiliation or activity, marital status,physical or mental disability, nor by reason of membership or activity in the Union.

ARTICLE 13 - TRUCK DRIVERS AND EQUIPMENT OPERATORS

13.01 Valid License RequirementSubject to those currently active employees that are for valid and lawful reasonsunable to obtain or maintain a valid Nova Scotia Class 3 License. It shall be arequirement that all employees shall have a valid Nova Scotia driver's license of theclass necessary to operate all vehicles. All new employees shall have a minimum

CUPE Local 281 and Town o[New GlasgowCollective Agreement (March 1, 2013 - February 28, 2017)

of a valid Nova Scotia (or transferable equivalent) of a Class 3 Motor Vehicledriver's license. Any employee who fails to obtain and maintain such a driver'slicense or who has his license suspended or revoked for a period in excess of six(6) months shall be dismissed for cause by the Town.

Any training to upgrade licenses for job requirements will be at the Town's expense.

13.02 Medical ExaminationAll driver-operators in the Fire Department shall undergo an annual medicalexamination by a medical doctor approved by the Town and conducted at theTown's expense in order to assess the employee's medical suitability to operate thefire fighting equipment and vehicles.

13.03 Loss of LicenseAny employee who loses his/her driver's license for medical reasons and who stillhas the physical capability (as certified by a medical doctor) will be subject to theTown's duty to accommodate.

ARTICLE 14 - PENSION AND EMPLOYEE BENEFITS

14.01 Cost Sharing of PlansIt is agreed that a condition of employment or continuance thereof shall be that alleligible employees (except seasonal employees and probationary employees) shallcontribute fifty percent (50%) of the cost of Pension, Group Life Insurance andEmployee Benefits Plans.

Effective March 1, 2008, the premium rates shall be 55% Employer paid and 45%Employee paid.

14.02 Participation by Seasonal EmployeesSubject to satisfactory arrangements being made, seasonal employees maybecome eligible to contribute to the insurance and employee benefits plansprovided the employee is Willing to contribute the full cost of such plans during theperiod s/he is employed.

14.03 RetirementAll employees of the Town shall be retired from their employment as per the Townof New Glasgow Pension Plan text.

14.04 Premiums(1) The premiums for each employee's Long-Term Disability insurance shall be

paid entirely by each employee through payroll deductions.

(2) If an employee's premium for Long-Term Disability insurance is less than orequal to 50% of the aggregate of the premiums for Long-Term Disability, life,

CUPE Local 281 and Town ofNew GlasgowCollective Agreement (March 1, 2013 - February 28.2017)

medical and dental insurance, the Town shall pay a sum equal to one-half ofthe premiums for that employee's Long-Term Disability, life, medical anddental insurance which payment shall be applied to the premium for theemployee's life, medical and dental insurance and the employee shall paythe balance of the premiums for life, medical and dental insurance.

(3) If an employee's premium for Long-Term Disability insurance is greater than50% of the aggregate of the premiums for Long-Term Disability, life, medicaland dental insurance, the Town shall pay the full premiums for thatemployee's life, medical and dental insurance and shall pay the employee asum equal to the difference between one-half of the premiums for theemployee's Long-Term Disability, life, medical and dental insurance and thefull premiums for the employee's life, medical and dental insurance.

(4) The intention is to have both parties pay equal amounts of all insurancepremiums.

(5) There shall be no changes made to the Long-Term Disability insurance, life,medical and dental insurance plans without prior consultation with the Union.

14.05 Rule 80 for Pension Eligibility

(a) The Town of New Glasgow agrees to go to 2% year of service as ofJanuary 1, 1992. The Pension Committee shall review the pension plan ona yearly basis during the term of this Agreement and subject to theperformance of the plan, the Employer may give consideration to suchmatters including but not limited to increasing employees service prior toJanuary 1, 1992 to 2%, reducing the rate of 85 to 80, non-integration andbest three (3) or five (5) years provision.

(b) The Town of New Glasgow agrees that two representatives of the Local willsit on the Pension Committee at all times and agrees to meet once a year.Any training or conferences deemed necessary for the Local Representativeto attend, and agreed to by the Town in advance, acting reasonably, theTown will cost share at an amount not to exceed $1500 every two years andagrees to allow for absence of up to two (2) person days per year. Thesetwo (2) days shall not be considered as Union Leave, Article 9:07 0).

ARTICLE 15 - DURATION

15.01 It is agreed between the parties that this contract shall remain in force untilmidnight, February 28,2017, and from year to year after the expiry date of thiscontract unless notice in writing is served to either party at least sixty (60) days priorto the 28th day of February 2017, and proposed changes in the contract are givennot less than thirty (30) days prior to the said 28th day of February 2017.

CUPF Local 281 and Tawn ofNew GlasgowCollective Agreement (March 1, 2013 - February 28, 2017)

ARTICLE 16 - TRANSITION

16.01 The working hours and rates of pay to be effective under this contract as of the 1stday of March 2013.

ARTICLE 17 - CONTRACTING OUT

17.01 No Reduction in Permanent EmployeesThe Town agrees to no reduction in permanent employees as a result ofcontracting out during the period of this agreement, barring natural disasters.

17.02 Driver-Operators and Use of VolunteersThe parties agree that volunteers shall not be taken on by the Town and assignedthe Driving duties as performed by the full-time Driver-Operators.

ARTICLE 18 - RESIDENCE REQUIREMENT

18.01 All employees of the Town hired after the 1st day of March 1985, will, as a conditionof employment, retain their ordinary place of residence within one (1) hour's drivefrom the New Glasgow Town Garage on Park Street, New Glasgow, Nova Scotia.

Current employees of the Town presently liVing outside of this radius shall continueto do so. Any change of residence by a current employee of the Town must beeffected so as to stay within or come within such radius.

ARTICLE 19 - WAGES

19.01 (a) Agreement of Appendix"A"The Town agrees to pay and the Union agrees to accept the scale of wagerates attached to this Agreement as Appendix "A".

(b) Pay DayThe Town shall pay its employees on every Thursday by electronic depositto the Bank or Credit Union of the employee as provided by the employeefrom time to time.

The Employer agrees to a manual pay for any employee who, because oferrors created by the Employer does not receive his or her pay by electronicdeposit, the employer shall issue the pay cheque on the next day.

(c) ClassificationsThe following classifications shall be utilized in conjunction with the schedule


of wage rates in Appendix "A".

PUBLIC WORKS DEPARTMENT

Transportation Services Department

LabourerMust possess a N.S. Department of Transportation Drivers License. Mustpossess the physical capability to conduct the following duties: physicallifting, pick and shovel, asphalt and concrete raking, carpenter and/or formerassistant, street and traffic sign installation including operating gas or airpowered hammer. Operation of a motor vehicle for less than two (2) hoursper day. Must accept other labour duties as assigned by the supervisor.

Operator Transportation Services Class 1Possesses N.S. Department of Transportation license to operate allequipment up to 14,500 kg trucks with air brakes, front-end loaders andbackhoes for purposes of loading materials. Performs other duties asspecified by the Supervisor. Duties include operating equipment, mowinggrass, street and line painting, and other related duties including labourer.Must possess a Nova Scotia Commercial Safety College or equivalentoperator skills ticket for all equipment within this classification.

Operator Transportation Services Class 2Possesses N.S. Department of Transportation license to operate allequipment within the department fleet. Duties include the operation ofequipment including trucks with plow or salt, sweepers, sidewalk plow withattachments, front end loader, backhoe for loading. Must demonstrate agood general knowledge of street department duties and must be willing toaccept on-going training to maintain the skill level of all equipment within thisclassification. Must possess a Nova Scotia Commercial Safety College, orapproved equivalent, operator skills ticket for all equipment within thisclassification.

The Town shall move all current Transportation Services Class 2 employeesto Transportation Services Class 3 within five (5) years providing they meetthe qualifications for Transportation Services Class 3. TransportationServices Class 2 position will be maintained.

The Town agrees to training subject to current Transportation ServicesClass 2 employees becoming certified on two (2) of the following pieces ofequipment:

• Vacuum truck• Tandem Truck complete with wing, plow and float in excess of 4500

kg

• Grader


• Backhoe for excavating• Loader with plow and wing

The Town shall provide 80 hours training by competent person, Testing willbe done by an outside agency.

Operator Transportation Services Class 3Possesses N.S. Department of Transportation license to operate allequipment within the department fleet. Duties include the operation of alltrucks, front-end loaders, street sweeper, sidewalk plow, sweeper, sidewalkplow with attachments, backhoe, vacuum truck, and is operator on a majorpiece of equipment such as backhoe, sweeper, sidewalk plow withattachments, loader, grader, vacuum truck. Must have a good generalknowledge of all aspects of Transportation SeNices department workincluding constructing and laying storm sewers and catch basins, etc. Mustaccept on-going training to maintain skill level of all equipment within thisclassification, Must possess a Nova Scotia Commercial Safety College, orapproved equivalent, operator skills ticket for designated equipment withinthis classification.

FormerDuties include constructing concrete forms for sidewalks and curbs. Therate for this classification will only be paid when the employee is soemployed as a former. The Employer shall provide all the necessary tools topertorm the Former classification.

Carpenter/FormerDuties include constructing concrete forms for sidewalks, curbs, foundations,retaining walls, framing, roofing, and repairs to all wood and metalstructures, finishing concrete. This position also requires a high degree ofskill in preparing bUilding estimates, renovations, concrete finishing, andknowledge of the Building Code. Carpenters shall provide normal carpentertools, and concrete finishing specialized tools will be provided by the Town.A tool allowance of $25.00 per month will be paid for the replacement oftools upon presentation of an expense report with attached receipts for thetools purchased.

Charge HandThe Charge Hand demonstrates a thorough knowledge of all operatorcapabilities of all street levels and employee capabilities. They will assignand supeNise work, maintain employee hours, and all necessary reports atthe discretion of the Employer. The Charge Hand is expected to fill in for theSupeNisor when the SupeNisor is on vacation, away due to illness ortraining, or otherwise off duty on approved leave. In the absence of theSupeNisor, duties as acting SupeNisor include the usual duties of theSupeNisor including but not limited to direction of afterhours work. Charge

CUPE Local 281 and Town ~fNew GlasgowCollective Agreement (March I, 2013 - February 28, 2017)

Hands shall not compensated with Stand-by pay. Charge Hands areprovided with a Town cell phone.

Environmental Services Department

Truck DriverMaintains N.S. Department of Transportation license to operate all truckswithin the Environmental Services Department. Assists EnvironmentalServices Operator; maintains the ability to operate backhoe loader sufficientto load gravel, etc.

Environmental Services Utility WorkerMaintains N.S. Department of Transportation license to operate truck withfloat in excess of 4,500 kg. Demonstrates a good working knowledge ofwater and sewer installation and maintenance. Performs other dutiesincluding labour as assigned by supervisor.

Service Truck I Customer Service WorkerDemonstrates a thorough knowledge of the Town's water and sewer systemwith particular knowledge of customer problems with domestic water andsewage services. Must have skill and ability to communicate verbally withUtility customers as well as provide advice and skills necessary to rectifyingcustomer problems. Maintain a N.S. Department of Transportation Driver'sLicense to operate a Y2 ton vehicle. Perform other duties including labourwhen so requested by supervisor.

Meter Reader I Installation I RepairDemonstrates knowledge of all water meters in use in Utility including theirinstallation, repair and testing. Shows ability to communicate with thegeneral public with regard to meter reading, water consumption, possessesphysical and analytical ability to read water meters in a skilled and timelymanner.

Environmental Services Maintenance WorkerDemonstrates a thorough knowledge of repair and installation of water andsewer mains, service laterals, fire hydrants. Accepts on-going training toremain current in position. Maintains a N.S. Department of Transportationmotor vehicle license to operate all trucks within the Department. Performsother duties including labourer when so requested by supervisor.

Backhoe I Excavator OperatorMaintains a N.S. Department of Transportation license to operate Excavatorand Towing vehicle. Maintains an operator skills ticket for excavator andtowing vehicle with loads greater than 4,500 kg. Demonstrates a thoroughknowledge of excavation for water and sewer mains and service laterals.Assists water and sewer installer/repair crew and performs other duties

CUPF Local 281 and Town ofNew GlasgowCollective Agreement (March 1, 2013 - February 28,2017)

including labour when assigned by foreman,

Charge HandDemonstrates a high skill level in water and sewage installation, repair,hydrant maintenance, leak detection, etc, Must have a minimum WaterDistribution Levell certification, Maintain a valid N,S, Department ofTransportation operator's license for trucks up to 14,500 kg with air, Must bewilling to accept continuous training to stay current in EnvironmentalServices Distribution, The Charge Hand is expected to fill in for theSupervisor when the Supervisor is on vacation, away due to illness ortraining, or otherwise off duty on approved leave, In the absence of theSupervisor, duties as acting Supervisor include the usual duties of theSupervisor including but not limited to direction of afterhours work, ChargeHands shall not compensated with Stand-by pay, Charge Hands areprovided with a Town cell phone,

Mechanical Department

MechanicMust possess a heavy duty license or automotive license, Must be able towork independently on all equipment assigned, Must accept other duties asassigned by his/her supervisor including vehicle and shop clean-up, Mustbe able to accept training to maintain skill for all equipment maintained bythe Department.

Metal FabricatorlWelderMaintains a valid autobody mechanic license as well as five years' minimumexperience in all position welding, Duties include all aspects of body repair,painting and possess a good general knowledge of metal fabrication, Mustbe able to work unsupervised, Must accept on-going training as requestedand must accept other duties as assigned by the supervisor.

Charge HandIn addition to possessing a heavy duty mechanic license, must possess asound knowledge of all mechanical equipment; accept on-going training tomaintain skill level of all equipment maintained by the Department. Mustprioritize work to be assigned to mechanics, Must be able to maintain allrecords and documentation in the absence of or under the direction of theMechanical Supervisor" Must accept other duties as assigned by theMechanical Supervisor. The Charge Hand is expected to fill in for theSupervisor when the Supervisor is on vacation, away due to illness ortraining, or otherwise off duty on approved leave. In the absence of theSupervisor, duties as acting Supervisor include the usual duties of theSupervisor including but not limited to direction of afterhours work. ChargeHands shall not compensated with Stand-by pay. Charge Hands areprovided with a Town cell phone.


Water Treatment Plant

Water Treatment Plant Operator 1Must possess a N.S. Department of Transportation license to operate allequipment in the Water Treatment Department. Duties, under the directionof the Water Treatment Plant Supervisor, include checking all water andsewage pumping stations. Must be able to make independent judgement onthese stations as well as analyse the daily readings from problem areas.Must adjust chemical doses and perform scheduled duties in the WaterTreatment Plant as directed by the supervisor. Must be able to takenecessary training to meet changing regulations required for thisclassification. This is a designated position.

Water Treatment Plant Operator 2Must possess a N.S. Department of Transportation license to operate allequipment in the Water Treatment Department. Duties, under the directionof the Water Treatment Plant Supervisor, must possess all necessary skillsand qualifications to operate New Glasgow Water Treatment Plant includingmaintenance duties, lab work, etc. Must possess strong mechanicalaptitude and computer skills, as well as excellent troubleshooting skills.Must be willing to take on-going training to stay current in operatingrequirements of the Plant. Must possess a valid Nova Scotia Department ofEnvironment Water Treatment Plant Class 2 designation.

NOTE: For individuals deemed qualified but not certified by the NovaScotia Department of Environment, a pay rate equal to the water &sewer maintenance worker will be available.

Water Treatment Plant Operator 3Must possess a N.S. Department of Transportation license to operate allequipment in the Water Treatment Department. Duties must be capable toproviding necessary supervision to the Water Treatment Plant, associatedbooster stations, water storage facilities and sewage pumping stations.Must possess all necessary skills and qualifications to operate New GlasgowWater Treatment Plant including maintenance duties, lab work, etc. Mustpossess strong mechanical aptitude and computer skills, as well as excellenttroubleshooting skills. Must be willing to take on-going training to staycurrent in operating requirements of the Plant. Must possess a valid NovaScotia Department of Environment Water Treatment Plant Class 3designation.

Water Treatment Plant Operator 4Must possess a N.S. Department of Transportation license to operate allequipment in the Water Treatment Department. Duties must be capable toproviding necessary supervision to the Water Treatment Plant, associated


booster stations, water storage facilities and sewage pumping stations.Must possess all necessary skills and qualifications to operate New GlasgowWater Treatment Plant including maintenance duties, lab work, etc. Mustpossess strong mechanical aptitude and computer skills, as well as excellenttroubleshooting skills. Must be willing to take on-going training to staycurrent in operating requirements of the Plant. Must possess a valid NovaScotia Department of Environment Water Treatment Plant Class 4designation.

After Hours Monitoring and Plant Control Schedule

(a) Operators shall, on a rotating basis, be responsible for afterhoursmonitoring and plant control, by using technology supplied by the Town,for one (1) full 7-day week.

(b) The Operators and Plant Superintendent shall fill in, on as equal a basisas is reasonably possible, for the Employee designated to perform afterhours monitoring and plant control if designated Employee is not availableto do so as a result of sickness, vacation or other leave.

(c) Employees responsible for afterhours monitoring and plant control shallremain within a proximity to the Water Treatment Plant that permits themto arrive at the Plant within about thirty (30) minutes of normal driving timeof being notified of a requirement to do so. 'Callouts' to plant will be paidas provided in this Collective Agreement.

(d) New plant personnel, in all classes, shall undergo a period of plant trainingand operating experience, which period shall not exceed six (6) months,before being authorized by the Superintendent to conduct unsupervisedplant operation and to be included in the afterhours monitoring and plantcontrol schedule.

(e) If the Town introduces new technology for afterhours monitoring and plantcontrol, the Town will provide appropriate technical training if this isreasonably necessary.

(f) MPWWA / AWWA - The Town will pay for MPWWA / AWWA membershipfees for WTP (Water Treatment Plant staff). The Town will pay forregistration and reasonable expenses consistent with Town travel policyfor the attendance for two (2) operators per year at the MPWWAconference - one (1) Water Treatment operator and one (1)WaterlWastewater operator.


FIRE DEPARTMENT

Driver-OperatorMaintains a N.S. Department of Transportation license necessary to operateall Fire Department equipment. Maintains duties and in addition is requiredto maintain drivers' vehicles and equipment in clean condition and properworking order.

COMMUNITY DEVELOPMENT DEPARTMENT (outside)

Full Time· Recreation Maintenance WorkerReporting to the Recreation Manager, this position leads the maintenanceand safeguarding of the community development property assets of theTown of New Glasgow. These assets include athletic fields, playgrounds,parks, courts, fitness equipment, community centres, Glasgow Square andother amenities as required. Performs a variety of semi-skilled tasksrelating to various specialty trades that include, but are not limited togeneral carpentry, plumbing, and mechanical. Responsible for playgroundinspections, building inspections and general turf maintenance. Thisposition requires a strong emphasis on manual labour. During summerseason, this position is responsible for communicating direction to studentlabourers.

SeasonalJTerm - Programs & Events Maintenance WorkerReporting to the Program & Events Manager, this seasonal/term positiontypically runs from May to October annually and is responsible for the dayto-day set-up and tear-down of programs and events in accordance withproceedings happening within the Town of New Glasgow. Additionalresponsibilities include custodial care, minor repair and routinemaintenance of town infrastructure and its equipment, and responding to awide variety of Town requests during events. This position requires astrong emphasis on manual labour and the ability to liaise with communitygroups/organizations on logistics of programs and events.

TOWN HALL CUSTODIAN

Town Hall CustodianReporting to the Director of Community Services, the Town Hall Custodianis responsible for the overall cleanliness of the Town Hall, maintenanceduties, parking meter coin collection, butlering, exterior buildingmaintenance, regular security checks and other required building duties.

19.02 When a new position comes into the Union by an employee of the Town signing aUnion Card, the wages for the position shall be subject to negotiations between theEmployer and the Union. If the parties are unable to agree on the rate of pay forthe job in question, the matter shall be referred to grievance and arbitration for


determination. The rate shall be retroactive to the time the new position came intothe Union.

ARTICLE 20 - LONG SERVICE AWARD

20.01 Employees who retire from the Town shall receive one hundred dollars ($100.00)for every year of service. This would be paid at time of retirement.

ARTICLE 21 - NO STRIKE OR LOCK-OUT

21.01 The Union agrees that there shall be no strike and the Employer agrees that thereshall be no lock-out during the life of this Collective Agreement.

ARTICLE 22 - MEDICAL AT RETIREMENT

22.01 Employees are eligible to continue coverage of the Medical Plan after retirement.The contribution rate shall be shared equally between the retired employee and theEmployer until the employee reaches the age of sixty-five (65) after which theemployee must pay 100% of the cost of the premium.

ARTICLE 23 - NEW CLASSIFICATIONS IN UNION

23.01 If the Union can demonstrate with signed cards that they have majority support of agroup of Town employees, the Town will grant voluntary recognition of the groupsubject to the exclusion of confidential employees and the final description of thebargaining unit.


DATED THIS p,+1r) DAY OF ..h\OIIl;MbCQ."""J_" 2013.

SIGNED ON BEHALF OF:

TOWN OF NEW GLASGOWCANADIAN UNION OF PUBLICEMPLOYEES, LOCAL 281

C DMINISTRATIVE OFFICERa'Rt~j~VICE-PRESIDENT II


OTHER

A) Employees temporarily assigned to a higher-rated position shall receive thehigher rate for the position on the first day of the assignment. An employeetemporarily assigned to a lower-rated position shall not have his/her ratereduced.

B) Employees are required to have the necessary licenses and tickets tomaintain their present job classification and the Employer shall provide thenecessary training for existing employees in order for them to do so.

C) Public Works Department employees required for salting duties will be calledout for work in rotation when required. For all other overtime work,employees shall be called out in order of seniority.


APPENDIX "A" • WAGES

Mar.1/13 Mar.1/14 Mar.1/15 Mar.1/162.25% 2.0% 2.0% 2.5%

Current Yr1 Yr2 Yr3 Yr4PUBLIC WORKS DEPT

Transportation ServicesLabourer 19.63 20.07 20.47 20.88 21.40

Transportation Services Class 1 20.84 21.31 21.74 22.18 22,74Transportation Services Class 2 21.47 21.95 22.39 22.84 23.41Transportation Services Class 3 22.48 22.99 23.45 23.92 24,52

Carpenter/Former 22.48 22.99 23.45 23.92 24.52

Charge Hand 25.51 26.08 26.60 27.13 27.81

Environmental ServicesTruck Driver 20.84 21.31 21.74 22.17 22.72

Environmentai Services Utility Worker 21.47 21.95 22.39 22.84 23.41

Service Truck/Customer Service Worker 22.48 22.99 23.45 23.92 24,52Meter Reader/Installation/Repair 22.48 22.99 23,45 23.92 24,52

Environmental Services Maintenance 22.48 22,99 23.45 23.92 24,52Worker

With One Level 1 Certification 22.80 23,31 23,78 24,26 24,87With Two Level 1 Certifications 23.13 23.65 24,12 24.60 25.22

With One Level 2 Certification 23.46 23.99 24.47 24.96 25.58With Two Level 2 Certifications 23.79 24.33 24.82 25.32 25.95

Backhoe/Excavator Operator 22.48 22.99 23.45 23.92 24.52Charge Hand 25.51 26.08 26.60 27.13 27.81

Mechanical

Apprentice Mechanic 19.47 19.91 20.31 20.71 21.23Mechanic 24.34 24.89 25.39 25.90 26.55

Body/Metal Fabricator 24.34 24.89 25.39 25.90 26.55Charge Hand 25.51 26.08 26.60 27.13 27.81

Water Treatment PlantWater Treatment Plant Operator - Operator 22.48 22.99 23.45 23.92 24.52

in Training (O.I.T.)With Level 1 Certification 22.79 23.30 23.77 24.25 24.86With Level 2 Certification 23.13 23.65 24.12 24.60 25.22With Level 3 Certification 25.66 26.24 26.76 27.30 27.98With Level 4 Certification 25.97 26.55 27.08 27.62 28.31

FIRE DEPARTMENTDriver/Operator 22.48 22.99 23.45 23.92 24.52

COMMUNITY DEVELOPMENTDEPARTMENT (outside)

Full Time Recreation Maintenance Worker 20.35 20.81 21.23 21.65 22.19SeasonallTerm Programs & Events 16.42 16,79 17.13 17.47 17.91

Maintenance Work


TOWN HALL CUSTODIANTown Hall Custodian

NOTES:

19.16 19.59 19.98 20.38 20.89

1. Charge Hands rates as indicated per Department.

2. With regards to the Transportation Services Class 1, 2 and 3 classifications,employees must have the particular class of license that is required by the MotorVehicle Act to operate the specific vehicle. It is understood that this change willnot cause the reduction of existing rates of pay of employees.

3. Public Works Department Employees: It is intended that all employees within theEnvironmental Services and Transportation Services Department who obtainLevel 1 and Level 2 Certification Levels shall receive an extra 25 cents per hourfor each level successfully obtained. The Town Engineer will determine who isrequired to maintain Level 1 and/or Level 2 Certification Levels based on thealignment of expected core duties.

4. Each provincial commercial ticket/license recognized and 'pre-approved' by the TownEngineer or a Town Engineer approved provincial commercial ticket/license willbe compensated with an additional 25 cents per hour for the employees within theMechanical Department, effective on the date of signing the CollectiveAgreement. The Town will pay for the renewal of the commercial/advanceddrivers' licenses.

CUPE Local 281 and Town afNew GlasgowCollective Agreement (March 1, 2013 - February 28, 2017)

APPENDIX "8"

DEPARTMENTAL SENIORITY LIST FULL TIME EMPLOYEES

01 June 2013

Employee Name Employee # Full-time Hire First Day

Date Worked

lin cu rrent Dept.)

(dd-mo-yr) (dd-mo-yr)

MECHANICAL DEPT

Tom Bowden 518 03-Feb-97 08-Aug-94

Ross White 517 08-Nov-99 08-Nov-99

Darin Whidden 568 5-Aug-07 05-Feb-07

Robert Maclean 539 10-Dec-12 28-Sep-09

TRANSPORTATION DEPT

Gary MacKenzie 536 14-Dec-99 13-May-80

Tim Morgan 558 17-0ct-94 23-Mar-87

Terry Harris 502 14-Dec-99 08-May-89

Ernie Majcan Jr. 506 14-Dec-99 29-May-89

Jacques Michaud 530 30-Apr-Ol 28-Aug-00

Ken MacNutt 569 09-Dec-02 28-Jan-02

Duane Jackson 577 05-Dec-05 05-Jun-02

Jason MacDonald 579 05-Dec-05 05-Jun-02

Roy O'Hara 501 17-Jul-06 22-Jul-02

Ken Chisholm 533 17-Jul-06 19-Apr-04

Paul Maclean 503 27-May-08 23-Nov-99

Craig Feit 525 03-May-09 30-Jun-08

Gregg MacDonald 505 22-Dec-09 26-Jan-09

Jeff Deyoung 508 l-Apr-l0 16-0ct-98


ENVIRONMENTAL

SERVICES DEPT

John Fennell 510 08-0ct-70 08-0ct-70

Kevin Fraser 563 29-Dec-80 29-Dec-80

Peter Rutledge 507 17-Jun-91 31-May-89

Dennis Douglas 514 07-Nov-94 19-Jun-90

Wade DeYoung 560 13-Aug-97 13-Aug-97

Blake Carrigan 581 03-May-04 05-Jun-02

Arthur Tate 580 20-Mar-06 05-Jun-02

Jeff Grant 540 2-Dec-07 30-0ct-06

David Fraser 526 03-May-09 30-Jun-08

David Rhyno 532 03-May-09 30-Jun-08

Murdo MacNeil 552 09-May-ll 27-Jun-05

WATER TREATMENT PLANT

Bill Mason 509 05-SepeOO 08-Aug-94

Craig Gerrior 531 24-0ct-02 24-0ct-02

Fraser Burns 570 01-Nov-04 01-Nov-04

COMMUNITY DEVELOPMENT DEPT (Outside!

Clarence Fraser 1086 4-Jul-l0 17-May-09

Doug Miller 1088 Seasonal/Term 21-Jul-ll

TOWN HALL CUSTODIAN

Ronald Grant 132 16-Jul-Ol 1994

FIRE DEPARTMENT Date of Hire

Carmen MacDonald 27-Apr-87

John Ross 10-Jun-93

Wayne Spears 14-Jul-95

Allan Doyle 06-Jul-96

John Campbell 02-Jul-99

Steve Cotter 04-Aug-Ol

Wade Baxter 04-0ct-0l


FIRE DEPARTMENT

Alex MacDonald

Robert Snell

Peter Fraser

David Niven

Shaun Watters

CUPE Local28i and Town ofNew GlasgowCollective Agreement (March i, 2013 - February 28, 20i7)

Date of Hire

08-0ct-02

29-Nov-05

14-Aug-08

08-Jun-09

12-Jun-09

CUPE Local 281 Master Seniority List - Town of New Glasgow Public WorksAs of June 2013

Employee Name Employee#

Department Full-time HireDate (in current dept.)

First DayWorked


LETTER OF UNDERSTANDING

between

TOWN OF NEW GLASGOW

and

CANADIAN UNION OF PUBLIC EMPLOYEES, LOCAL 281

RE: LONG-TERM DISABILITY FOR PERIODS GREATER THAN TWO (2) YEARS

The Parties agree that employees who wish to exercise their seniority within theBargaining Unit but who have been absent on Long-Term Disability (L.T,D.) for a periodgreater than two (2) years shall do so only in the event that they can peliorm the full scopeand job description of the position on which they wish to exercise their seniority.

An employee who satisfies this requirement shall be further subject to the provisions of theCollective Agreement as it pertains to seniority.

DATED THIS \c.-fI'l DAY OF NOJG:.M!--CR_

SIGNED ON BEHALF OF:

,2013.

VICE-PRESIDENT

OWN OF NEW GLASGOWCANADIAN UNION OF PUBLICEMPLOYEES, LOCAL 281

t!;;~PPRESIDENT~

~I?t~~r

CUPE Local 28] and Town ofNew GlasgowCollective Agreement (March ], 20]3 - February 28, 2017)

-eupe · 2017. 7. 26. · article 21 -no strike or lock·out 37 article 22 -medical at retirement...

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