between

COLLECTIVE AGREEMENT

MINl-SKOOL A CHILD'S PLACE INC.

BRAMALEA, BRAMPTON, & RICHMOND HILL SERVICE-PART-TIME

,.• -I M1~~:!lS20L .I L .I L ~ eetter ~ L.ostS a Ufetirne

- and -

Service Employees International Union, Local 2

Effective Date: January 1, 2013

Expiry Date: December 31, 2015

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Table of Contents

Article 1- PURPOSE ......................................................................................... .. ................. ........ 4

Article 2 - RECOGNITION ............................................................................................................ 4

Article 3 - MANAGEMENT RIGHTS .............................................................................................. 5

Article 4 - NO DISCRIMINATION ......................... .. ....................... ... ............................................. 6

Article 5 - UNION SECURITY ....................................................................................................... 6

Article 6 - NO STRIKES OR LOCKOUTS ................................................. .. ...................................... 6

Article 7 - UNION COMMITTEE ................................................................................................... 7

Article 8 - GRIEVANCE PROCEDURE ....................................................................................... ... .. 7

Article 9 - ARBITRATION ............................................................................................................ 10

Article 10 - SENIORITY ................................................................................................................. 11

Article 11 - WAGES ...................................................................................................................... 13

Article 12 - REST PERIODS ........................................................................................................... 13

Article 13 - HOLIDAYS ....... .. ......................................................................................................... 14

Article 14 - VACATIONS ................................................................................................................ 14

Article 15 - WORKERS' COMPENSATION ...................... .......................................................... ...... 14

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Article 16 - CORRESPONDENCE .................................................................................................. 14

Article 17 - MISCELLANEOUS ...................................................................................................... 15

Article 18 - BULLETIN BOARD ............................................................................................ ......... 16

Article 19 - HIRED TO FULL-TIME ................................................................................................ 16

Article 20 - DURATION ................................................................................................................ 17

SCHEDULE 11A 11 ............................................................................................................................ 18

Letter of Understanding .......................... ................................................................................... 20

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PART-TIME

COLLECTIVE AGREEMENT

MINI SKOOL A CHILD'S PLACE INC.

Bramalea, Brampton and Richmond Hill

(hereinafter called "the Employer")

between

and

SEIU, LOCAL 2.0N BREWERY GENERAL AND PROFESSIONAL WORKERS UNION

(hereinafter called "the Union")

ARTICLE 1- PURPOSE

1.01 The purpose of this agreement is to provide orderly collective bargaining relations

between the Employer and its employees covered by this agreement through the

Union, to secure prompt and fair disposition of grievances, to secure the efficient

operation of the Employer's business without interruption or interference with work

and to provide fair wages, hours and working conditions for the employees. It is

recognized by this agreement to be the duty of the Employer, the Union and the

employees, to co-operate fully, individually and collectively, for the advancement of

the said conditions.

ARTICLE 2 - RECOGNITION

2.01 The Employer recognizes the Union as the sole and exclusive bargaining agency for all

employees of the Mini-Skoal A Child's Place Inc., at 178 Church Street East, Brampton,

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Ontario, 27 Kings Crossroad, Bramalea, Ontario and 54 Avenue Road, Richmond Hill,

Ontario, regularly employed for not more than twenty-four {24) hours per week and

students employed during the school vacation period, save and except supervisors,

persons above the rank of supervisor and office staff.

ARTICLE 3 - MANAGEMENT RIGHTS

3.01 The Union recognizes that the management of the School and the direction of the

working forces are fixed exclusively with the Employer and shall remain solely with the

Employer and, without limiting the generality of the foregoing, the Union

acknowledges that it is the exclusive function of the Employer to:

(a) maintain order, discipline and efficiency, and in connection therewith, to make,

alter and enforce, from time to time, reasonable rules and regulations, policies

and practices to be observed by its employees, discipline or discharge employees

for just cause, provided that a claim for unjust discipline or discharge by an

employee who has completed her probationary period may be the subject of a

grievance and dealt with as hereinafter provided;

(b) select, hire, transfer, assign, retire, direct, promote, demote, classify, lay-off or

recall employees, and select employees for positions excluded from the

bargaining unit;

(c) determine, in the interest of the efficient operation and highest standard of

service, the number of personnel required at any time; the hours of work;

starting and quitting times; work assignments; working schedules; methods of

doing the work; the location of work; the subcontracting of work; the number of

shifts; the functions to be performed and the methods, procedures and

equipment to be used; job content, quality and quantity standards; hygiene

standards; dress standards; the qualifications of an employee to perform any

particular job; use improved methods and equipment; decide when overtime

shall be worked and require employees to work overtime; and require medical

examinations for justifiable reasons;

(d) have the sole and exclusive jurisdiction over all operations, buildings, machinery

equipment and employees.

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3.02 The Employer agrees that it will not exercise its functions in a manner inconsistent

with the provisions of this agreement. It is understood by the Union that the express

provisions of this agreement constitute the only limitations upon the Employer's

rights.

ARTICLE 4- NO DISCRIMINATION

4.01 The Union and its officials and members shall not use coercion or intimidation or

discriminatory action in obtaining new members or in persuading any employee to

participate in Union activities. The Employer shall not discriminate against any

employee because of membership or non-membership or lawful activity in the Union.

The Union further agrees that there will be no union activity or meetings on the

Employer's premises except as provided for in this agreement or as mutually agreed

otherwise by the Union and the Employer.

ARTICLE 5 - UN ION SECURITY

5.01 Commencing the month following the month of hire, the Employer agrees to deduct

the regular monthly dues as prescribed by the Secretary-Treasurer of the Union and,

where appropriate, Union initiation fees.

The Employer further agrees to forward the amount so deducted to the Secretary­

Treasurer of the Union, together with a list of employee's from whom such deductions

have been made, along with the employees home address by the twenty-fifth (25th) of

the month of the deduction.

The Union agrees to save the Employer harmless from all and any claims which may

arise as a result of such deduction and payment.

The Employer will give written notice along with the Union dues remittance of the

names of any employees who resign or are terminated.

ARTICLE 6 - NO STRIKES OR LOCKOUTS

6.01 It is understood and agreed that there shall be no strike, concerted work stoppage,

slowdown, or other such activity either complete or partial by the Union nor by any of

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its members during the term of this agreement. It is further understood and agreed

that should there be any strike, concerted work stoppage, slowdown or other such

activity either complete or partial by any of the said members, then the Union shall

make and continue to make every effort to prevent or stop such action. Any

employee who violates this article shall be subject to discipline, which may include

discharge. It is understood and agreed that there shall be no lockout by the Employer

during the term of this agreement.

ARTICLE 7 - UNION COMMITTEE

7.01

(a} The Employer agrees to recognize a negotiating committee of two (2), one of

whom shall be the chief steward to negotiate amendments or renewals of this

agreement. Time off with pay will be granted to the negotiating committee to

attend all negotiating sessions.

(b} The Employer agrees to recognize two (2) union stewards, one of whom shall be

the Chief Steward, to assist employees in the presentation of any grievance that

properly arises under the provision of this agreement.

7.02 The Union shall advise the Employer, in writing, the names of its Union Committee.

The Employer shall not be obliged to recognize committee members until such time as

written notice has been received.

ARTICLE 8- GRIEVANCE PROCEDURE

8.01 Purpose of this Article

The purpose of this article is to establish a procedure for the settlement of grievances.

8.02 Definition of a Grievance

A grievance is defined and limited to a complaint or dispute concerning the

interpretation, application, administration or alleged violation of this agreement.

8.03 Procedure for filing Employee Non-Discharge and

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Non-Suspension Grievances

(a) First Step

(i) Any employee having a grievance will make known to the Director the fact that

she has a grievance within seven (7) days after the incident giving rise to the

grievance.

(ii) Within five (5) work days of this notification, the Director will arrange to have a

meeting with the employee or her designated representative for the purpose of

discussing the grievance. The employee may have her steward present during

this verbal discussion, if the employee so desires.

(iii) The Director shall state her decision verbally within five (5) work days from the

date of this discussion.

(b) Second Step:

(i) If the employee is dissatisfied with the decision of the Director, the grievance

shall be placed in writing and shall state the nature of the grievance, the section

or sections of the contract alleged to have been violated and the redress

sought.

(ii) This written grievance, signed by the employee or her designated

representative, must be presented to the Director or her designated

representative by the steward within five (5) work days from the date of the

Director's reply in the first step of the grievance procedure.

(iii) Within five (5) work days of receipt of the grievance, the General Manager or

her designated representative will arrange to meet with the chief steward. If

desired, the Employer will be represented by the General Manager and the

Director or their nominees. If desired the Union will be represented by the

chief steward and the Representatives of the Union, or their nominees.

(iv) Within five (5) work days of this meeting the General Manager or her

designated representative shall render her decision in writing.

8.04 Procedure for filing Employee Discharge

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and Suspension Grievances

(a) A claim by an employee, who has completed her probationary period, that she

has been unjustly suspended or discharged, shall be treated as a grievance if a

written statement of such grievance is lodged with the Employer within five (5)

work days after the suspension or discharge is effected. Such grievance shall

commence at Step 2 of the grievance procedure.

(b) When a grievance which is filed under this article is not settled and duly comes

before an arbitrator, the arbitrator may make a ruling;

(i) confirming the Employer's action;

(ii) reinstating the employee with compensation for regular time lost (except for

the amount of any remuneration or compensation the employee has received

from any other source pending the disposition of his cause); or

(iii) disposing of the grievance in any other manner which may be just and

equitable.

8.05 Procedure for filing Union or Employer Policy Grievances

A grievance of general application by either the Employer or the Union affecting either

of the parties directly arising out of the interpretation or administration of the

collective agreement, may be submitted at Step 2 of the grievance procedure. Such

grievance must be submitted within five (5) work days after the incident giving rise to

the grievance. It is understood that a Union Grievance shall not include any matter

upon which an employee is personally entitled to grieve, unless the employee's

grievance is common to a group of employees.

8.06 Time limits imposed on Grievances

(a) Any grievance which is not made known within the time specified in this

agreement or which is not processed through to the next step of the grievance

procedure or carried through to arbitration within the time specified in the

agreement shall be deemed to have been dropped by the party initia~ing the

grievance and, therefore, can no longer be processed through the grievance

procedure or carried through to arbitration.

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(b) If the Employer fails to reply to a grievance within the time limits set out at any

step above, the grievance may be submitted to the next step of the grievance

procedure.

(c) Time limits referred to in the grievance procedure and arbitration procedure may

be extended by mutual agreement if specified in writing.

(d) All reference made to the number of work days or time limits in the different

steps of the grievance procedure shall exclude Saturdays, Sundays and holidays

recognized in this agreement.

8.07 Grievance Time for Stewards

(a) It is understood that where possible, the investigating of grievances shall be

performed outside of regular working hours.

(b) A steward or the chief steward, after first obtaining permission from her Director,

will be permitted at reasonable times during working hours to leave her regular

duties for short intervals to perform such functions as are properly provided

under Article 8. When returning to her regular duties such employee shall so

notify her Director. Such employees will be compensated for the time so taken

when it is during the employee 1s working hours on the premises of the

Employer. The Employer reserves the right to limit the time spent on handling

grievance if the amount of time is deemed to be unreasonable.

(c) When an employee is requested to attend a meeting where discipline is going to

be handed out, or a meeting which could lead to discipline, the Employer will

advise the employee of their right to have a Union Steward present prior to

commencing the meeting. Should a Union Steward not be available the meeting

will be delayed for up to twenty-four (24) hours and it shall then be the

responsibility of the employee affected to have a Steward present for the

meeting.

ARTICLE 9 - ARBITRATION

9.01 When either party to the Agreement requests that a grievance be submitted for

Arbitration, they shall make such request in writing addressed to the other party to

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this Agreement within ten (10) days from the date of the reply of the General

Manager in the second step of the grievance procedure.

9.02 The arbitration procedure incorporated in this Agreement shall be based on the use of

a single arbitrator, selected by mutual agreement of the parties.

9.03 The referring party will, in its notice to arbitrate, shall list three (3) suggestions for an

Arbitrator. Within ten (10) calendar days of receipt of the notice to arbitrate, the

other party will either accept one (1) of the suggested arbitrators from the referring

party's list, or will submit its own list of suggested arbitrators to the referring party for

consideration. If the parties fail to agree on an Arbitrator within a period of ten (10)

calendar days, from receipt of the other party's list, either party may request that the

appointment be made by the Minister of Labour for the Province of Ontario.

9.04 The Arbitrator selected or appointed in accordance with this Article, shall not have

jurisdiction to alter or change any of the provisions of this Agreement, or to substitute

any new provisions in lieu thereof, or to give any decision inconsistent with the terms

and provisions of this Agreement.

9.05 At Arbitration, the conferring parties may have the assistance of the employee(s)

concerned.

9.06 Each of the parties hereto will bear its own expense with respect to any arbitration

proceedings. The parties hereto will bear jointly the expenses of the Arbitrator on an

equal basis.

ARTICLE 10 - SENIORITY

10.01

10.02

Definition of Seniority

Seniority as referred to in this agreement shall mean length of continuous service in

the employ of the Employer in the bargaining unit.

Probationary Period

(a) An employee will be considered to be on probation and will not have seniority

standing until she has worked four-hundred and eighty (480) hours in a nine (9)

month period.

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(b) Termination of employment of an employee by the Employer during the

probationary period shall not become subject to the grievance or arbitration

procedures of this agreement. Upon satisfactory completion of the probationary

period, an employee will then acquire seniority standing dating from the date she

commenced her current period of employment.

10.03 Seniority and Employment Termination

10.04

An employee shall lose her seniority and shall be deemed to have terminated her

employment when:

(a) she voluntarily quits her employment;

(b) she is discharged and is not reinstated through the grievance procedure;

(c) she does no work for the Employer for a period of twenty-four (24) months or

more. Where a lay-off results from the renovation or rebuilding of a centre, this

period shall be extended to the date of the full reopening of that centre following

the completion of the renovation or rebuilding.

(d) she, upon being recalled from a lay-off by registered mail to her last address on

record with the Employer, fails to report to work within ten (10) calendar days of

this recall;

(e) she fails to return to work upon termination of an authorized leave of absence

unless she provides reasons which are acceptable to the Employer;

(f) she accepts gainful employment while on leave of absence;

(g) she is absent from work without providing a reason satisfactory to the Employer

for such absence;

(h) she is retired according to the retirement policy.

(i) In the case of an absence for illness or disability for twenty-four (24) months and

in any case in accordance with the Human Rights Act.

Seniority and Employment Termination for being absent

from work without notifying the Employer

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An employee who is unable to report for work will be expected to notify the Employer

as soon as she is aware of that fact, but in no event less than one (1) hour before the

time that she is due to report for work.

A part-time employee who is scheduled to work and fails to report as scheduled

without notifying the Employer in accordance with the above paragraph, will be

automatically terminated if such failure occurs three (3) times in any contract year.

10.05 Seniority Preference

10.06

10.07

The Employer and the Union agree that the use of seniority for a selection of jobs

within a job classification on a seniority basis will not be permitted.

Application of Seniority

Seniority shall have no application except as herein specifically provided.

Seniority Lists

Seniority lists will be supplied to the Union and posted on the bulletin board on

January 1st and July 1st of each year of this agreement. An employee's seniority date

shall be deemed to be correct unless it has been disputed under the grievance pro­

cedure within five (5) working days following the posting and it has been adjusted

through the grievance procedure.

ARTICLE 11- WAGES

11.01 Employees shall be paid no less than in accordance with Schedule 11 A11 which forms

part of this collective agreement.

ARTICLE 12 - REST PERIODS

12.01 A paid rest period of fifteen (15) minutes shall be provided during the first half of each

four-hour scheduled period of work, and another fifteen (15) minutes shall be

provided during the second half of each four-hour scheduled period of work.

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ARTICLE 13 - HOLIDAYS

13.01 Holidays will be granted in accordance with the provisions of the EMPLOYMENT

STANDARDS ACT.

ARTICLE 14- VACATIONS

14.01 Vacations will be granted in accordance with the provisions of the EMPLOYMENT

STANDARDS ACT.

ARTICLE 15 - WORKERS' COMPENSATION

15.01 The Employer will pay one-hundred percent (100%) of the premium costs to cover

employees under the Workers' Compensation Act of Ontario.

ARTICLE 16 - CORRESPONDENCE

16.01 When the parties deem it necessary to correspond with each other by mail, the

Employer will make such mailing to:

S.E.l.U. Local 2, Brewery, General & Professional Workers' Union

2600 Skymark Ave

Bldg 2, Suite 200

Mississauga, Ontario

L4W SB2

and the Union will make such mailing to:

The Director

Mini-Skool 11A Child's Place lnc. 11

178 Church Street East

Brampton, Ontario

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L6V 1H1

cc: The Director

Mini-Skoal, A Child's Place, Inc.

54 Avenue Road

Richmond Hill, Ontario

L4C 689

cc The Director

Mini Skoal "A Child's Place Inc"

27 Kings Cross Road

Bramalea, Ontario

L6T 3V5

c.c: Mini-Skoal "A Child's Place Inc."

Erin Park Commercial Centre

1100 Central Parkway West, Unit 17

Mississauga, Ontario

L5C 4E5

Att: Gillian D'Souza

Tel - 905-275-2378

Fax - 905-275-6404

ARTICLE 17 - MISCELLANEOUS

17.01 Where the masculine pronoun is used, it shall mean and include the feminine

pronoun where the context so applies.

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17.02 Transfers to Other Schools

An employee who is transferred by the Employer from one centre operated by

Mini-Skoals Limited to another centre operated by Mini-Skoals Limited represented by

the Union shall not suffer a loss of pay and vacation credits as a result of such

transfer. It is clearly understood her seniority date at the new centre will be based on

the transfer date. However, such employee will not be required to serve another

probationary period. It is understood that it is the Employer's discretion as to

whether or not the transfer will take place.

ARTICLE 18 - BULLETIN BOARD

18.01 The Employer will provide a bulletin board upon which the Union may post notices of

union business which have been approved by the Employer, and initialled by the Chief

Officer within the bargaining unit.

ARTICLE 19 - HIRED TO FULL-TIME

19.01

(a) A part-time employee who is hired on a full-time basis will be paid the start rate

for the full-time position being occupied. For the purpose of advancing through

the rate range of Schedule "A" in the Full-time Collective Agreement such

employee will be given credit for the hours worked as a part-time employee on

the following basis; one month's service shall be credited for each 162.5 hours

worked as a part-time employee.

(b) It is understood, however, that the seniority of such employee and the length of

continuous service of such employee under the full-time agreement shall be

calculated in accordance with Article 10 of the full-time collective agreement,

commencing on the date such employee is hired as a full-time employee. It is

further understood that such employee will only obtain seniority standing in

accordance with the provisions of Article 10.02 of the full-time collective

agreement.

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19.02 Full-time Transferred to Part-time

If a full time employee is transferred to a part-time position she will be paid the same

rate that she was being paid as a full-time employee just prior to the transfer. If at the

time of transfer the employee was not at the maximum rate for the position she was

occupying, she shall proceed through the full-time grid on the following basis: one

month's service shall be credited for each 162.5 hours worked as a part-time

employee.

ARTICLE 20 - DU RATION

20.01

20.02

This agreement shall be in effect from the first day of January 2013 and shall remain in

effect until and including the, 31st day of December 2015 and from year to year

thereafter unless either party shall notify the other party in writing within ninety (90)

days prior to the expiration date as to its desire to terminate the agreement or of its

desire to modify or amend any section or provision thereof.

In the event of such notification being given as to the amendment of the agreement,

negotiations between the parties shall begin within fifteen (15) days following such

notification.

THIS agreement signed this 14 day of _-'A-"pc..;r:....:..il=---.J, 2014 at Toronto, Ontario.

For the Union

0 , ft_

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SCHEDULE "A"

Part-time Wage Schedules

Brampton and Richmond Hill

Effective January 1, 2013

Start Rate Rate after 500 Hours

$12.27 $12.52

Effective January 1, 2014

Start Rate Rate after 500 Hours

$12.74 $13.00

Effective January 1, 2015

Start Rate Rate after 500 Hours

$12.99 $13.26

Rate after 2080 Hours

$13.00

Rate after 2080

Hours

$13.49

Rate after 2080

Hours

$13.76

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All rates are inclusive of required pay equity adjustments.

Note: Schedule "A" only applies to part-time employees who are scheduled in advance to

regularly work at least eight (8) hours in every week. It does not apply to part-time employees

called into work on an occasional basis or to students employed during the school vacation

period. Part-time employees called into work on an occasional basis or students employed

during the school vacation period will be paid the "Start Rate".

The employer will pay a signing bonus of $300 to all part-time employees by December 31, 2013

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LETTER OF UNDERSTANDING

between

MINI SKOOL A CHILD'S PLACE INC.

Brampton and Richmond Hill

(hereinafter called "the Employer")

and

SERVICE EMPLOYEES INTERNATIONAL UNION, LOCAL l.ON

(hereinafter called "the Union")

The Employer and the Union agree that the following forms part of the collective

agreement.

A) The Employer and the Union agree an employee shall lose her seniority and shall be

deemed to have been terminated if:

1. She uses corporal punishment including, but not limited to, the following:

(i) Striking a child, directly or with any physical object.

(ii) Shaking, shoving, spanking or other forms of aggressive contact of a child.

(iii) Requiring or forcing the child to repeat physical movements.

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2. She uses harsh, humiliating, belittling or degrading responses of any form,

including verbal, emotional and physical, against a child.

3. In the event an employee who has completed her probationary period believes

she has been unjustly terminated under this letter (agreement), she may file a

grievance on the matter.

B) This agreement will remain part of all future collective agreements between the parties, unless it is amended or deleted as the result of future contract negotiations.

C) In the event the normal hours of operation of the centre are permanently extended to before 6:00 a.m. or after 7:00 p.m., the parties will meet as early as possible to discuss whether any shift premium adjustments are warranted.

D) In the event the Federal and/or Provincial Government give grants to enhance the earnings of the employees, such grants will be passed on in total to the employees. The distribution of such grants will be based on the rules set by the appropriate government(s). It is clearly understood that the Employer's obligation is limited solely to the Schedule 11A 11 rates. In other words, Schedule 11A11 rates will not be increased as the result of any grants given by the Federal and/or Provincial governments.

E) Letters of Reprimand and Suspension

Records of reprimand and/or suspension are to be removed from an personal file after

fifteen (15) months from the dated of discipline.

F) In the event that the Employer's location of the Mini-Skool at any or all of the two locations covered by this collective agreement is physically re-located the Union shall remain and continue to be the bargaining unit as described in the recognition article of this collective agreement.

G) All Federal, provincial and/or municipal grant monies provided to the employer

exclusively to enhance the earnings of the employees, shall be passed on to the

employee, less any manatory deductions. Such monies shall not be used for any other

purpose nor will they will be used to offset any other obligations the employer may

have.

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1 No deducations will be made from the grant monies payable to the employees

other than income tax deductions, and any mandatory benefit costs including

E.l,C.P.P, E.H.T.and W.S.l.B.

2 The employer agrees to provide access to a representative of S.E.1.U upon recipt

of five (5) days written notice, to records pertaining to wages enhancement

payments received, and to wage enhancement grants paid to SEIU employees

from January 1, 2011. Onward, as required to confirm the amount of wage

enhancement grant payments to be made pursuant to and for the duration of

this agreement.

3 In the event that there is a reducation in or cancellation of wage enhancement

grant monies paid to the employer, the grant monies paid to the employees will

be reduced or cancelled accordingly.

4 With respect to wage enhancement grant overpayments presently being paid to

employees of the Richmond Hill Centre, effective January 1, 2014 grant payments

made to those employees will be reduced by twenty per cent (20%) of the

overpayment annually until the total grant monies paid to Richmond Hill

employees equals the total amount of wage enhancement grant monies

received from York Region, less mandatory deducations as noted herein.

H) The Union and the Employer agree that part-time employees may periodically work more than 24 hours a week, and that employees so employed will be paid in accordance with Schedule "A" of the part-time collective agreement.

1. If a part-time employee works more than 24 hours a week, such part-time employee will be paid at the rate of pay of the full time employee they are replacing, or the full rate for the assignment(s) last for four(4) or more consecutive weeks, such part-time employee will be paid at the rate of pay of the full time employee they are replacing, or the full rate for the assignment they are performing, as per Schedule "A" of the full time collective agreement retroactive to the first day of the assignment. The employer agrees not to reassign work to part-time employees for the purpose of avoiding paying employees the full time job rate.

2. Notwithstanding the above, part-time employees who agree to work on a full­time basis for the duration of the summer club program, will be paid the full-time hourly rate as set out above commencing on the first day of employment and for

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the period that they continue to work on a continuous full-time basis in the summer club program.

3. Notwithstanding any provision to the contrary under the full-time collective agreement, part-time employees filling in for full-time employees will continue to be covered by the part time collective agreement, except for the full-time wage schedule set out in paragraphs 1 and 2 hereof.

4. The hours worked in the above situations will be credited to the employee's part time seniority.

5. Opportunities to replace full-time employees will be offered to part-time employees on a seniority basis.

6. For purposes of clarification, part-time employees who are filing in for full-time employees will not be entitled to any full time benefits, except that should a statutory holiday occur during the period that a part-time employee is occupying a full-time position, that employee shall be entitled to payment for the statutory holiday as per Article 15 of the full-time agreement. Part-time employees covering for maternity or parental leave will also be entitled to personal leave days as per the full time collective agreement.

7. This agreement does not relieve the employer from its obligation to post full­

time job vacancies when such vacancies occur for reasons other than the

replacement of absent full time employees.

For the Union

() ~~-.,~~

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