2363
,
L. Johnson
Clerk
,
H. Liebner,
VJaxden
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a
thi rd time
and
finally
passed this
19th
day of
March,
1975
IŒAD a.
IŒAD a
NOH 'l'HEI~EFOh)E it is hereby enacted that the
Warden and Clerk of the County of Elgin be and axe hereby
empowered to sign the Collective Agreement (hereto attached
a.s Schedu10) 1\.) between the County of Elgin and the London
and District Building Service Workers' Union, Local 220,
S.E.I.U., A.F. of L., C.I.O., C.L.C., setting forth col-
lective bargaining relations, disposition of grievances
,md to define working conditions a.nd terms of employment
for all part-time employees of Elgin Ma.nor, represented
by the said Union.
second time this
first
time this
19th day of
19th da.y of
March,
March,
19'75
1975
AN]) WHEltEAS agxeement ha.s now been reached by
both parties on the said procedure, conditions a.nd terms
of employment to be included in an agreement
AND VíHEF'EAS negotiations ha.ve ta.ken place over a
period of time, between the County a.nd the Union, towards
establishing orderly co11ecti ve baxgaining rela.tions and
providing an orderly procedure for the disposition of
grievéìnces and defininq working conditions and terms of
employment for all part-time employees who are represented
by the Union, in the form of a. Collective Agreement.
WHEIŒAS the London and Di strict Building Service
vvorkers' Union, Loca.l 220, by certificat;e:".datèd September
30th, 1974, is the certified bargaining agent for the em-
ployees of Elgin Manor, who axe regularly employed for not
more UÚln twenty-four hours per week, save and except Super-
visors, persons above the ra.nk of Supervisor, Registered
Nurses, Office Staff, a.nd students employed during the
school vacation period
ELGIN
jllJFÜ~OI(
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Ii'ESYEC'I~ro THE --º..C!lIPOW\.'I'ION' S PlUlT-TI!iŒ
EMPLOYEES
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THE
LOCAL 220 3. E.
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AN]) LONDON
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AND DIS'l'IIIC'r BUILDING
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SERVICE
ViOli'KERS'
UNION
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AGIi'EEMEN'l'
---
BET\;'IEEN
THE COIí'POIIATION OF THE
,---------
A(]THOI/I¿;E
L'HE: EXECUTION
.--
COUN'l'Y OF ELGIN
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COLLECTIVE
.--
"BEING
A
BY-LA
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By-La"!
COUNTY
No
OF
2363
ELGIN
OF
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2.02 This Agreementsh¡Ül no.t ,apply to residents üf .the Elgin
Manür who perform gervice$ as therapy, prüvided, ho.wever, that the
use..üf residents as,.,outl;i;Ji!;~dabo.vê shall not be used to reduce the
number of staff .
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'.
1
All part-time employees of the Employer who are regularly emplüyed
at the Elgin Manor at the Tüwnship üf SQuthwold for nüt more than
twen·ty-fourhours per week, save and except Supervisürs, persons
abüve the rank of Supervisor, Registered Nurses, Office Staff,
persons regularly emplüyed für more than twenty-four hours per week
2.01 The EmployerrecognizeEJ, the, Union a,,\the 9o.],e Cüllective
Bargaining Agent for:
ARTICLE
1.01 The general purpüEJe of thiEJ agreement is to. eEJtablish
orderly cüllective bargaining relatiüns b.etween the Employer and
its part-time employeeEJ at the Elgin Manür and to provide an
ürdêrly procedure fo.r the diEJposition of grievanceEJ and to define
working cünditions and terms üf employment für all part-time
employees who are cüvered by the prüvisions of this Agreement
2
UNION RECOGNITION
ARTICLE 1
GENERAL PURPOSE
NOW THEREFORE THIS
.WHEREAS the Union bycertif:i-cate dated the;30th day of
september 1974 is the. certified bargaining agent for employees
of the Cürporatiün üfthe. Co\;\nty .o.f Elgin regularly employed at
the Elgin Manor für not more than 24 hours a week, EJaveand except
Supervisors, per sorts above the. rank 0:1: SuperviEJors Regi$tered
NurEJeEJ, and Office Stáff .'
AGREEMENT WITNESSETH
LONDON ANDDIS~RICT SERV!ct WORKERS' UNION
LOCàJ:, 220 ,S~:E:.LU "A...F,,of L. ,C.X.O. ,.e_L.C
. (·.!:I€réi,naftercalled "'l'heUri'iOn"')
AND
,
THE CORPORATION OF THE COUNTY OF ELGIN (Herein
after called "The Employer") with X'.espect to.
the Co:cpüratiort's part-time employees at the
Elgin Manor, Tü~nEJhip .üf Southwold
BETWEJ':N
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s
AGREEMENT
.,
MADE
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THE 1st DAY OF
MARCH
1975
·
3.04 Exercise any of the rights, powers, functions or authority
which the Employer had prior to the signing of this Agreement except
as those rights, powers functions or authorities are specifically
abridged or modified by this Agreement, and without. restricting the
generality of the I foregoing, the Employer retains the right to
generally operate the Home in a manner consistent with the obligations
of the Home to the general public in the community served.
3.03 Hire, discharge, promote, demote, transfer, classify or
discipline employees, provided that a claim of a discriminatory
transfer, promotion, demotion, or classification or a claim that
an employee has been discharged or disciplined without reasonable
cause may be the subject of a grievance and dealt with as hereinafter
provided
3.02 Establish and enforce rules and regulations necessary to
maintain order, discipline and efficiency and generally governing
the conduct of the part-time employees, provided these rules and
regulations shall not be inconsistent with the provisions of this
Agreement. It is agreed that prior to introducing new rules. and
regulations the Employer will inform the Union Committee of such
rules and regulations
3
The Union acknowledges that it is the exclusive
Employer to:
0:),
Maintain order,
discipline and efficiency
function of the
ARTICLE
2.04 The Employer agrees to bargain only with the Union con-
cerning part--time employees in the bargaining unit described in
Clause 2.01 and the Employer undertakes that it will not enter into
any other agreement with the said part-time employees either indiv-
idually or collectively, which will conflict with any of the provisions
of this Agreement
3
MANAGEMENT RIGHTS
(b) The Union agrees that there shall be no discrimination,
intimidation, interference, restraint or coercion exercised or prac-
tised upon management representatives of the Employer by any of its
members or representatives, because of membership or non~membership
in the Union, and that there shall be no Union activity, solicitation
for membership or collection of dues and assessments on the Employer's
premises except with the permission of the Employer or except as
otherwise hereinafter provided
2.03 (a) The Employer agrees that there shall be no discrimination
intimidation, interference, restraint, or coercion exercised or
practised by the Employer or by any of its representatives, with
respect to any person(s) because of membership or non-membership in
the Union, and that membership in the Union by part~time employees
who are eligible to join will not be discouraged
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5..04 Empl.oyees shall riot be eligible to serve as a Union
Committee person uriless they have worked 60 days as a part-time
employee for the Employer.
¡
5.03 The Uniori acknowledges and agrees that the Union
Committee person has regular duties to perform in connection with
his or her employment and all activities of the Union Committee
person will be carried on outside regular working hours unless other-
wise mutually agreed or as otherwise provided for under this Agreement.
5.02 It is agreed thàt the Union Representative of Local 220
or the International representative of the area or both may be
present with the Union Committee person at the request of either the
Uniori or the Employer
5.01 T,þe Employer acknowledges the right of the union to
appoint or otherwise elect one Uriion Committee person and the Employer
will recognize the said Union Committee person in all matters pro-
perly arising from time to time under the terms and during the
continuance of this Agreement, including the negotiations for, or
rènewal of, this Agreement
ARTICLE
4.03 In the event of a strike in breach of this Agreement
the":parti<Js shall not discuss the grievance allegedly causing such
a strike or any other grievance until such strike is terminated
5
UNION RECOGNITION
4.02 Strike includes a cessation of work, a refusal to work
or to continue to work by employees in combination or in concert
or in accordance with a common understanding or a slow down, stop-
page, labour holiday, continuous meeting or other concerted activity
on the part of the employees designated to restrict, limit or
otherwise interfere with thè operation of the Home or entry to the
Employer's property
4.01 In view of the orderly procedure established herein
for the disposition of complaints and grievances, the Employer
agrees that it shall not cause or direct a lockout of the employees
covered by this Agreement or any extension thereof and the UniOri
agrees that therè shall be no strikes or other collective action
which will stop or interfere with the operation of the Home for the
duration of this Agreement or any extension thereof
3.06 Reserve the right to limit prohibit, prevent .or
wise control political activity on the Employer's premises
in particular, to protect the political neutrality of
or group of employees
ARTICLE
4
STRIKES
AND LOCKOUTS
other-
ànd,
any employee
r
3.05 Refuse to carry out any term of this Agreement in case
of any labour dispute or condition arising beyond the control of
the Employer
·
STEP 2: In the event the part-time employee is not
satisfied, the aggrieved employee, accompanied by a Union Represent-
ative, within three (3) working days of the Supervisor's reply may
refer the grievance to the Administrator or his designated represent-
ative. Should no settlement satisfactory to the employee be reached
within three (3) working days, the next step in the grievance pro-
cedure may be taken at any time within three (3) working days there-
after
.'
7.03 SrEP 1 rhe written grievance signed by the employee
shall be presented to his irnínediate Supervisor within three (3)
working days of the Supervisor's reply to the bomplaint. rhe Union
Committee person of the aggrieved employee may, at the request of
the grievor. be present when the grievance is presented to the
immediate Supervisor. rhe Supervisor shall give his answer in
writing within three 3) working days following receipt of such
grievance
7.02 PROCEDURE: rhe grievance procedure shall be as follows
If a part-time employee believes that a complaint has not been
satisfactorily adjusted, the complaint shall be reduced to writing
on a form approved by the Employer and shall be deemed to be a
grievance
ARrICLE 7 GRIEVANCE PROCEDURE
7.01 DEFINITION: For the purpose of this Agreement, "Grie-
vance" is defined as a dispute, claim, or complaint involving the
interpretation, application, administration or alleged violation
of the Agreement including any question as to whether a matter is
arbitrable
6.03 The part-time employee's Supervisor shall give an oral
decision to the complainant within three (3) working days
6.02 It is understood that a part-time employee .has no
grievance until he has first given his immediate Supervisor an
opportunity of adjusting his complaint
6.01 ¡t is the mutual desire of the parties hereto that
complaints of part-time employees will be adjusted as quickly as
possible, and it is understood that a part-time employee has no
grievance unless the complaint has been referred to his immediate
Supervisor within three (3) working days of the commencement of the
occurance causing the complaint. In making the complaint to the
Supervisor, the employee may, if he so requests, be accompanied by
the Union Committee person
ARTICLE
5.06 The Union agree s
of the Union Committee person
6
COMPLAINT PROCEDURE
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to
5.05 The Union Committee person and the Employer shall meet
once each month at times mutually agreed upon, providing there is
business for their joint consideration. Necessity for a meeting
will be indicated by letter from either party to the other party
containing an agenda of the subjects to be discussed
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STEP 4: If the grievance is not settled to the satis-
faction of the employee, then the grievance may be referred to
arbitration providing any such notice of appeal must be filed with
the Administrator or his designated répresentative, .within ten ( 10)
calendar days of the reply of the Employer under Step 3..
7.04 No griévanse may be submitted to arbitration which has
not been properly carried through all previous steps of the grievance
procedure within the specified time limits.
7.05 Any time limits referred to as working days in the
Complaint or Grievance Procedure, or any subsection thereof, within
which any procedure is required to be taken or notice is required
to be given shall be calculated exclusive of any calendar Sunday,
paid Holiday within the meaning of this Agreement.
ARTICLE 8 --- ARBITRATION
8.01 If either party requests that a grievance be submitted
to arbitration, the request shall be in writing addressed to the
other party and shall con·tain the name of such party' s nominee to
the Board of Arbitration. The other party shall within ten (10)
days thereafter nominate its member to the Board of Arbitration and
the two So nominated shall endeavour within ten (10). days after
their appointment to agree upon a third person to act as Chairman
of the Board of Arbitration. If the parties are unable to agree
upon. a third person within ten (10) days after their appointment
then. a third person shall be appointed by the Chairman, Ontario
Labour Management Arbitration Commission.
8.02 No matter may be submitted to arbitration which has
not been properly carried through all previous steps of the Grievance
Procedure within the time limit in the manner provided.
8.03 No person shall be selected as an arbitrator who has
been directly involved in attempts to negotiate or settle the
grievance.
8.04 Each of the parties hereto shall pay the expense of
their own nominee. and one-half of the fees and the expenses, if
any, of thé Chairman.
8.05 The Board of Arbitration shall not have jurisdiction to
alter or change any of the provisions of this Agreement nor.to sub-
stitute any new provisions thereof, nor to give any decisions in-
consistent with the terms and provisions of this Agreement, nor ·to
deal with any matter not covered by this Agreement, and shall. make
a decision in conformity with the terms of the submission to arbi-
tration, which means that the Board shall interpret the actual
rights of the parties to the Agreement.
8.06 Proceedings before the arbitrators shall be expedited
by the parties hereto. The decision of the Board of Arbitration shall
be final and binding On both parties to this Agreement
0
.
.
.
10.01 A claim by a permanent employee that he or she has been
unjustly discharged shall be treated as a special grievance, if a
written statement of such special grievance is lodged by the employee
,
ARTICLE 10
DISCHARGE CASES
9.05 It is understood that no complaint may be treated as a
Policy G~ievance which is properly the complaint of an employee(s)
which complaint shall be processed under the Complaint and Grievance
Procedure as provided in Articles 6 and 7
9.04 It is u1derstood that no party has a Policy Grievance
unless the Policy Grievance has been referred to the other party as
herein provided within fourteen (14) calendar days of the commence-
ment of the occurrence causing the Policy Grievance
9.03 Ìn the case of such grievance by the Employer,
be presented. in writing to the Union and the parties shall
five (5) working days thereafter meet to discuss such grievance
Union shall provide its answer to the Employer in writing stating
reasons within five (5) working days of such meeting. ~ailing
settlement, the Employer may submit the grievance to arbitration
accordance with the arbitration provisions of this Agreement
in
it shall
within
The
9.02 In the case of such grievance by the Union it is to
be submitted to the Administrator or his designated representative
who shall provide a written answer within five (5) working days
after its presentation. Within five (5) working days after receipt
of the decision of the Administra·tor or his. designated representative
the grievance may be processed through Step 3 of the Grievance Pro-
cedure and may be submitted to arbitration in accordance with the
arbitration provisions of this Agreement
9.01 Any difference arising directly between the Employer
and the Union involving the interpretation or alleged violation of
this Agreement may be submitted in writing by either party and
dealt with as a grievance in the following manner
ARTICLE
8.09 At any stage of the complaint or GrieVaI1ce Procedure,
including arbitration, the parties may have the assistance of the
employee or the employees concerned as witnesses
9
GRIEVANCES
BY EMPLOYER OR UNION
POLÌCY GRIEVANCE
8.08 Nothing in this Agreement shall prevent the parties
this Agreement from agreeing on a single arbitrator to hear and
arty matter which maybe referred to arbitration. If the parties
agree to the use of a single arbitrator then the cost of such
arbitrator shall be shared equally by the parties
to
decide
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8.07 Any grievance involving the interpretation or application
of this Agreement which has been disposed of hereunder shall not
be made the subject of another grievance
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11.04 The Bmployer agrees that a Union representative shall
be given the opportunity of interviewing each new part-time employee
once upon completion of sixty (60) work days of employment for the
purpose of informing such part-time employee of the existence of
the Union in the Home and of ascertaining whether the part-time
employee desires to become a member. The Employer shall advise the
Union from time to time as to the names of the persons to be inter-
viewed and the time and place of such interview, the duration of
which shall not exceed ten (10) minutes. The interview shall take
place on the Employer's premises, in a room designated by the Employer,
and the part-time employee shall report to this room for the interview,
during the interview period
(;
11.03 All new part-time employees covered by this Agreement,
on completion of their probationary period, may voluntarily become
members of the Union and upon becoming members of the union shall
remain members in good standing for the duration of their employment
as a condition of employment during the term of the Collective
Agreement
11.02 Each new part-time employee shall be required to sign the
dues deduction authorization form set forth in this Article provided,
however, that such authorization with respect to new employees shall
become effective upon the first regular dues deducation date following
the first thirty (30) calendar days after the part-time employee's
last date of commencement of employment
11.Q,1 All present part-time employees who are members of the
Uniòn shall remain members in good standing for the duration of
their employment during the term of this Collective Agreement
ARTICLE
11
UNION SECURITY
10.05 Failing settlement of such special grievance under the
foregoing procedure, the grievance may be referred to arbitration
within seven (7) calendar days of the reply of the Employer for
final and binding settlement upon the parties
10.04 Such special grievance may be settled by confirming
the Employer's action in dismissing the employee or by reinstating
the employee with or without compensation, or with or without loss
of seniority, or in such other manner as is deemed just and equitable
in the opinion of the conferring parties. Back pay awards shall
not, however, exceed the amount which the employee would normally
have earned, calculated on straight time during his normal work
schedule, less any money earned in other employment.
10.03 A 5pecial meeting between the Union Commi~tee person and
the Employer's Management Committee will be held within. five (5)
working days of receipt of such special grievance or at any time
mutually agreed upon and confirm~din writing by the parties
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10.02 Such special gri1õ,vance to be cOllsidered, must be presented
to the Administrator or his designated representative by the Union
Committee person within five (5) calendar days after the employee
ceased to work for the Employer or receipt of discharge notice,
whichever first occurs, otherwise the same will not be considered
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12.01 Seniority is defined as the number of days worked with
the Employer and will be acquired when a part-time employee has
comþleted sixty (60) days of work. Part-time employees will be
,
ARTICLE 12
SENIORITY
11.07 The Employer agrees during the lifetime of this Agreement
to deduct whatever sum may be authorized and to remit same to the
Financial Secretary of the London and District Service Workers' Union
Local 220, S.E.I.U. prior to the 20th day of the month following
deductions, furnishing therewith a statement showing from whom the
deductions have been made. Reasonable care will be exercised by
the Emþloyer, but the Employer will not be responsible for errors
made. The Financial Secretary of the Union will provide receipts
each month to the Employer for the total amounts remitted to the
Union pursuant to this provision
SIGNATURE
WITNESS
This authorization shall continue in full force and effect
for the duration of my employment in a position covered by
the Collective Agreement between the Employer and the London
and District Service WOrke.rs' Union, Local 220
-'"
I hereby authorize and direct the Corporation of the County
of Elgin to deduct from my first pay in each month from any
earnings accumlatedto my credit the amount of the Union
monthly membership dues that are uniformly levied upon all
members in accordance with the Constitution and By-laws of
the Union, or any minutes authorizing changes in dues. Such
amounts are to be certified to the Employer by the Financial
Secretary of the Union by Affidavit from time to time. I
further authorize you to remit the money so deducted to the
London and District Service Workers' Union, Local 220, whose
receipt therefore shall constitute a good and sufficient dis-
charge of The Corporation of the County of Elgin for the
amount so deducted from my earnings
ADDRESS
NAME
THE
S.E
LONDON AND DISTRICT SERVICE WORKERS
.LU
Date
UNION
LOCAL
220
11.06
duction
Authorization Card
The above-mentioned authorization
shall be as follows:
for. Union Dues Check Off
for union dues
11.05 The Employer will deduct union dues monthly for the
term of this Agreement upon receipt of written authorization for
un.ion dues deduction from all present part-time employees
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A part-time employ~e
13.07
13.06 A p~rt-time
of twelve continuous
fails to notify the Employer within
employee is laid off for a period in excess
months
13.05
charge is
A part~time employee is discharged for cause
not reversed through the Grievance Procedure
13.04
days
and the dis-
A part-time employee is absent for three consecutive working
without advising the Employer and securing a leave of absence
13.03
poses
Apart-time employee utilizes a leave of absence for pur-
other than those for which the leave of absence was granted
13.02 A part-time employee overstays a leave of absence granted
by the Employer without securing an extension of leave
Employment is terminated for any reason
13.01
The seniority of a part-time employee shall be considered broken and
all rights forfeited, and there is no obligation on the Employer
to re-hire when:
ARTICLE 13
12.06 Employees who are laid off will be retained on the seniority
list for a period of twelve (12) months. If during that period,
they are recalled to work, they must signify their intention to do
so within three days (excluding Sundays and holidays) of the date
of the notice of recall, and shall, in fact, return to work within
a further five (5) days, or they shall forfeit their claim of
employement. Temporary employees may be taken on to fill emergencies
Notice of recall shall be ~iven by the Employer by sending notice
to .the employee's last known address on the records of the Employer
LOSS OF SENIORITY
12.05 The Employer will supply copies of the Seniority list to
the Chairman of the Union Committee and the Local Union office
12.04 Seniority lists will be posted on the Union bulletin board
and will be revised at least semi-annually according to the records
of the Employer. Seniority as posted will be deemed to be final
and not subject to complaint unless such complaint is made within
thirty (30) days from the first date of posting
12.03 The Employer and the Union recognize
efficiency of individual employees govern to
safety and comfort of the residents
a
that the ability
large extent the
and
12.02 In the case of promotion, demotion, transfer, lay-off
and re-call, the part.,..time employees' relative efficiency, merit,
and ability shall be taken into account in order to provide for an
efficient staff of employees. In caSes where the above considerations
are deemed by the Employer to be equal as between two employees
and both employees are deemed by the Employer to be capable of
performing the work, seniority shall be the determining factor
regarded as probationary part-time employees until they have acquired
seniority as aforesaid and shall have no right to grieve by reason of
dismissal or otherwise
9
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three days of notice of recall following a lay-off (excl~ding Sundays
and holidays) 'or fails to return to work within a further five days.
13.08 The Employer will give consideration to a part-time employee who
is unable to comply with Articles 13.02 and 13.04· d~e to cir-
cumstances beyond the employee's control.
ARTICLE 14 --- HOURS OF WOR~
14.01 The normal work day shall consist of eight (8) ho~rs with
twenty (20) minutes allowed on each eight (8) ho~r shift for lunch
without loss of pay.
14.02 It is~nderstood that employees may be req~ired to work
~p to, and including, seven (7) consecutive days. EVery employee
shall receive two consecutive days off execpt in departments where
posted work schedules proved otherwise.
,
14.03 Punching in or out of another employee's time card is
prohibited and so doing by an employee shall be the subject of im-
mediate disciplinary action against the employee. If an employee
accidentally p~nches a time card of another employee, the S~pervisor
shall be notified immediately, otherwise it shall be deemed that s~ch
time card was not punched accidentally.
14.04 The Employer does not g~arantee to provide work for any
part-time employee for reg~larly assigned hours or for any other
ho~rs.
14.05 The Employer will endeavo~r to give two ho~rs notice when
calling in a part-time employee for any shift provided, however, that
if there is an emergency and notice by reason of the said emergency
is not given this requirement, will not be enforced.
14.06 A part-time employee must give two ho~rs' notice of his
inability to be on any shift commencing after 12:30 p.m. and before
4:30 p.m. and any shift commencing after 10:30 p.m. and before 12:30
a.m., and in respect of any other shift at least one ho~r's notice
shall be given, provided, however, that if there be an emergency
and notice, by reason of the said emergency, is not given, this
requirement will .not be enforced.
14.07 The part-time employees shall sign a guaranteed stand-by
list, which list shall be for the following two week period. Those
part-time employees who sign the list are to be prepared to be called
to work during the said two week period, regardless of their respec-
tive seniority and will work if called-in. The part-time employees
shall rotate their names on this list consecutively such that each
part-time employee receives an equal opportunity to be on stand-by.
The Employer shall refer to the stand-by list when calling in part-
time employees for work and shall not be required to call ina part-
time employee with more seniority unless the Employer is unable to
obtain a part-time employee from the list. It is agreed that preference
will be given to part-time employees to replace, if required, full-time
employees who are off on statutory holidays, annual vacations, leave
of absence or sick
,
.
I
1
"·-='~-"--'--··~:'~~i-l -:... .,.--
'"':··,E 15 OVERTIME
-",.
1. The part-time employee should be paid at the rate of time
,me-half of the employee's basic straighttime'hourly rate
¡\1}t:horized time worked in excess. of forty (40 ) hours in any
,d,(.".i'..I:rweek.
·..c:h)<¡·· 16 --- PAIÚ HOLIDAYS
--'.'~...........
[J J. All part-time employees will be credited with pay computed
i. st.:tàight time for each of the following paid holidays:
Nc"'. .Year I s Day Civic Holiday
Second Monday of February Labour Day
UQòc1.Friday Thanksgiving Day
'JiG'co:r:ia Day Christmas Day
Dominion Day
IJX'ovided that:
(a) The part-time employee has earned wages on at least
twelve (12) days during the four work weeks immediately
preceding the holiday.
(b) The part-time employee is not absent on the paid
holiday after being schedule to work.
16,,:02 Part-time employees required to work on a paid holiday
shall be paid at the rate of time and one-half of the employee's
regul.ar pay for work performed on such holiday, in addition to the
employee's regular pay.
16.03 It is understood and agreed that a part-time employee
is entitled to receive the benefits provided in this Article for
work performed on a Paid Holiday only where the majority of the
hours worked by the employee on his shift fall on the Paid Holiday.
ARTICLE 17 --- VACATION PAY
17.01 For the purpose of computing vacation pay entitlement,
the vacation year shall begin on January 1st and end on the following
December 31st.
17.02 The Employer shall pay the employee an amount equal to
4% of the total wages earned by the employee during the twelve (12)
month period prior to December 31st.
17.03 Where at December 31st, a part--time employee has completed
10,400 hours of work (equivalent to 5 years of continuous service)
he shall receive vacation pay calculated at 6% of the total wages
earned during the immediately preceding twelve month period
:J
'.
17.04 Vacation pay for paragraph 17.03 shall be based on thé
employee's regular rate of pay and shall not include overtime or
other increments.
17.05 Every part-timE! employee who does not otherwise qualify
under the provisions of this section shall be. paid in accordance
with "The Employment StandardS" Act."
ARTICLE 18 --- PERSONAL LEAVE OF ABSENCE
18.01 The Employer may grant leave of absence without pay to
any part-time employee for legitimate personal reaS"ons.
18.02 Part-time employees who are on leave of absence will not
be considered to be laid off and their seniority shall continue
to accumulate during such absence.
ARTICLE 19 --- UNION LEAVE. OF ABSENCE
19.01 Union Leave will be granted for seminars and conventions
subject to the following conditions:
(i) A maximum of two part-time employees only will
be granted such leave at one time;
(ii) No part-time employee shall be given such leave on
mOre than four occasions in a calendar year;
~." (iii) Such leave of absence shall be for a maximum of
fourteen (14) days;
(iv) Applications for such leave of absence shall be
made .to the Administrator at least thirty (30) days in
advance of such leave;
(v) Such leave of absence shall be granted without pay
and the Union shall be responsible for the payment of
wages during the period of absence.
19.02 Part-time employees on leave of absence under this Article
shall continue to accumulate all rights and privileges under this
Agreement.
ARTICLE 20 --- UNION BULLETIN BOARD
20.01 The Employer agrees to establish a notice board fOr the
use of the Union for posting of official notices. All such notices
must be signed by the proper officer of the Union and must be
submitted to the Administrator or his designated representative for
his approval as to contents.
ARTICLE 21 --- FRINGE BENEFITS BONUS
21. 01 The Employer agrees to pay the part-time employee in
the last pay of December of each year a bonus in lieu of Health
and Welfare Benefits and a Uniform allowance, an amount calculated
on the actual hours worked by the employee during the previous
twelve month period, which amount shall be determined as follows
j
.
~
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22.06 A part-time employee who is transferred in accordance with
the procedure set forth in this Article will be placed in the per-
manent vacancy for a trial period not exceeding forty-five (45)
working days and if he proves satisfactory he will then be confirmed
in his new classification. If the employee proves unsatisfactory
during that time, or if he is unable to perform his new duties, he
will be returned to his former position at his former salary or
rate of pay, as well as any other employee in the bargaining unit
who was promoted or transferred by reason of such placing
.
j
22.05 If a part-time employee is transferred by the Employer from
one department to another on a permanent basis, the departmental
seniority the employee had accumulated in his Îormer department shall
be credited to his departmental seniority in his new department.
22.04 If no applications to fill such vacancies
employees or, if the applicant or applications are
opinion of the Employer, considered to be suitable
then the Employer may fill the vacancy in any manner
are received
not, in the
for .such vacancies
it sees fit
from
22.03 Any successful applicant will be selected within a reaSOn~
able time after such posting and the Employer will, as soon as the
successful applicant has been advised of his selection, notify the
unsuccessful applicant .or applicants that the position has been
filled
22. 02 A,.part~time employee who wishes to apply for any posted
vacancy shall make application in writing on forms supplied by the
Employer for the purpose during the period of five (5) working days
mentioned in Article 22.01 and shall set out his qualifications in
his application. Applicants will be selected On the basis of relative
efficiency, merit and ability. In cases where the above considerations
are deemed by the Employer to be equal as between the applicants
and the applicants are capable of performing the work, seniority
sharI be the determining factor
22.01 The Employer will post all initial vacancies or new jobs
on the Union bulletin board and such notices shall remain posted
for a period of five (5) working days, unless in the opinion of the
Employer an emergency exists that does not. allow sufficient time
for the above-mentioned procedure to be followed. The notices
shall be posted on the first day after the vacancy or new job occurs
ARTICLE
22
VACANCIES
AND TRANSFER
(c)
ance
The sum of
(b) One-half the cost at an hourly rate of the Blue Cross
Extendèd Health ~+an (single rate) multiplied by the
actual hours worked by the employee as aforesaid, plus
$
01 an hour in
lieu of an uniform allow-
(a) The cost at an hourly rate of the Ontario Health
Insurance Plan (single rate coverage) multiplied by the
actual hours worked by the employee as aforesaid, plus
~IM," "
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27.04
Agre~ment
been used
,
,
,
Wherever the singular or masculine is used in this
it shall be construed as if· the plural or feminine has
where the context so requires
j
27.03 It is agreed that any appeal by an employee to any
elected representative or any other representative of the Employer
save as expressly provided in this Agreement shall constitute a
breach of this Agreement. Violation of this clause shall render
an employee liable to discipline
27.02 The pröbationary period outlined in this Agreement may
be extended in the case of individual employées by agreement
between the Employer and the Union
27.01 Nothing in this Agreement shall require the Employer or
the Union to take any action which shall be unlawful by reason of
applicable present or future Dominion and/or Provincial Laws, rules
and/or regulations
ARTICLE
26.02 Attached hereto and forming part of this Agreement is
Schedule "A" relating to job classifications and rat.es for all
employees subject to the terms of this Agreement
27
GENERAL
26.01 It is agreed by the Employer that the part-time employee
shall always be paid the same hourly rate related to his job
classification as is at that time being paid to the full time
em~loyee for the same job classification and seniority.
ARTICLE
25.01 Employees who report for work on any shift for which
they have been called in and for which thèy have not been notified
not to report will be guaranteed at least four (4) hours pay except
in case of acts of God or any labour dispute or any condition
beyond the control of the Employer
26
JOB CLASSIFICATION AND
RATES
ARTICLE
24.01 The Employer shall be entitled to charge each employee
for meals purchased from the Employer and to adjust the amount
thereof from time to time
25
REPORTING PAY
ARTICLE
23.01 Employees shall be granted one ten (IO)minute rest period in
each half shift with such time to be considered as 'time worked
Employees exceedinq the allotted ten (10) minute period may be
subject to disciplinary action
24
MEALS
r'
ARTICLE
23
REST PERIODS
-
4
27.05 Warning or disciplinary notices or letters shall be
removed from the employee's )ersonal file after 36 months of the
date of such nc,tice or letter.
27..'06 Employees who are required by the employer to work in
a higher rated classification shall be paid for all work performed
at the higher rate, provided the employee works at least 50%
ofa.regular eight (8) hour shift on the higher ratéd job.
AR'rICLE 28 --- PURATION
28.01 Except as otherwise provided this Agreement shall become
effective on the 1st day of March, 1975 and shall continue in
force until the 29th day of February, 1976, and from year to year
thereafter, unless either party notifies the other in writing not
less than thirty (30) days and not more than ninety (90) days
prior to the expiry date of this agreement that it desires to amend
or terminate this agreement.
28.02 In the event of such notification being given within
the time prescribed in clause 28.01, negotiations between the
parties shall, being within fifteen (15) days fo~.lowing such
notification
,.
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THE CO~PORATION OF THE COUNTY OF ELGIN
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LONDON AND DISTRICT SERVICE WORKERS
UNION, LOCAL 220
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DATED AND EXECUTED at St. Thomas, Ontario on behalf of the parties
hereto by their duly authorized representatives this Ir# (day of
March A.D. , 1975
,
Maintenance
3.45
Second Cook
Kitchen
'"',,,.-
First
Maintenance
3
Kitchen Maid
3
10
Laundry
Maid
3
10
Housekeeping
Charge HouseKeeping
&Laundry Maid 3.40
Cook
3.20
3
Maid
3
10
J
3
3
3
3
3
3
3
3
30
40
45
15
15
15
35
45
25
50
Adjuvant
3.45
Craft Supervi¡;;or
3
10
Nurses
Aide
3.25
Attendant
R
N
A
3.55
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.
2 YEARS
---
3.70
3.70
3.40
3.20
3.60
3.50
3.20
3.20
).20
).40
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).)0
3.55
55
3.60
3.60
3.30
J.15
3.50
3 YEARS
--
3.80
3.80
3.50
3.25
3.70
3.55
3.25
3.25
3.25
3.45
3.55
3.35
3.60
CLASSIFICATION
Effective
January
STAR'r
1
WAGE SCHEDULE
1975
1
YEAR
~'~"",fr'(I -."":'1._--
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, .' . ' . '
S C H E D U L E n A II
WAGE SCHEDULE
Effective July 1 1975
CLASSIFICATION STAR'I 1 YEAR 2 YEARS
--...0.--,___,...-_.._ - --
R. N. A. 3.80 3.90 4.00
Attendant 3.80 3.90 4.00
Nurses Aide 3.65 3.75 3.85
Craft Supervisor 3.45 3.50 3.55
Adjuvant 3.70 3.80 3.90
Charge Laundry and 3.65
Housekeeping Maid 3.75 3.85
Housekeeping Maid 3.45 3.50 3.55
Laundry Maid 3.11-5 3.50 3.55
Kitchen Maid 3.45 3.50 3.55
Kitch8'h Maintenance 3.65 3.70 3.75
First Cook 3.60 3.70 3.80
Second Cook 3.55 ') "0 3.65
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Maintenance 3.80 3.85 3.90
1
^
3 F'R."
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4.10
4.10
3.95
3.60
4.00
4.00
3.60
3.60
3.60
3.80
3.85
3.70
3.95
S G H E D U L E " A II
WAGE SCHEDULE
EFFECTIVE September 1, 1975
CLASSIFICATION START 1 YEAR 2 YEARS
--- - --
R. N. Â. 4.30 4.40 4.50
Attend.ant 4.30 4.40 4.50
Nurses Aide 3.95 4.05 4.15
Craft Supervisör 4.15 4.25 4.35
Adjuvant 4.15 4.25 4.35
Charge Laundry and
H.ousekeeping Maid 4.15 4.25 4.35
Housekeeping Maid 3.70 3.80 3.90
Laundry Maid 3.70 3.80 3.90
Kitchen Maid 3.70 3.80 3.90
Ki tchen Maintemmce 4.10 4.20 4.30
First Cook 4.20 4.30 4.LfO
Second Coole 4.00 4.10 4.20
Maintenance 4.20 4.30 4.40
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3 YEARS
4.60
4.60
4.25
4.45
4.45
4.50
4.00
4.00
4.00
4.40
4.50
4.30
4.50