COLLECTIVE AGREEMENT

BETWEEN:

UNIVERSITY HEALTH NETWORK COMBINED SECURITY UNIT (Toronto General, Toronto Western and Princess Margaret Hospitals) (hereinafter referred to as the "Hospital")

Toronto General Toronto Western ..} UH N Princess Margaret

-and-

SEIU LOCAL 2 BREWERY, GENERAL & PROFESSIONAL WORKERS UNION (hereinafter referred to as the "Union")

Effective Date: April 1, 2018

Expiry Date: March 31, 2022 Table of Contents

ARTICLE 1- GENERAL PURPOSE ...... 4

ARTICLE 2 - RECOGNITION ...... 4

ARTICLE 3 - MANAGEMENT RIGHTS ...... 4

ARTICLE 4 - NO DISCRIMINATION ...... 5

ARTICLE 5 - NO STRIKES OR LOCKOUTS ...... 5

ARTICLE 6 - UNION SECURITY AND CHECK-OFF OF UNION DUES ...... 6

ARTICLE 7 - UNION REPRESENTATION ...... 6

ARTICLE 8 - GRIEVANCE PROCEDURE ...... 8

ARTICLE 9 -ARBITRATION ...... 10

ARTICLE 10 - DISCHARGE ...... 10

ARTICLE 11 - PROBATIONARY EMPLOYEES ...... 11

ARTICLE 12 - TEMPORARY EMPLOYEES ...... 11

ARTICLE 13 - SENIORITY ...... 12

ARTICLE 14- HOURS OF WORK ...... 15

ARTICLE 15 - SHIFT SCHEDULING AND BIDDING PROCESS ...... 16

ARTICLE 16- SHIFT PREMIUMS-TGH, TWH & PMH ...... 17

ARTICLE 17 - OVERTIME ...... 17

ARTICLE 18 - STAND-BY ALLOWANCE ...... 18

ARTICLE 19 - PAID HOLIDAYS - PMH ONLY ...... 19

ARTICLE 20 - HOLIDAYS -TGH AND WESTERN ONLY ...... 20

ARTICLE 21- VACATIONS - PMH ONLY ...... 21

ARTICLE 22 - VACATIONS - TGH & TWH ONLY ...... 23

ARTICLE 23 - HEALTH AND INSURED BENEFITS Effective August 1, 2019 ...... 24

ARTICLE 24 - SICK LEAVE ...... 27

ARTICLE 25 - NOTIFICATION OF CHANGE OF STATUS TGH/TWH ONLY ...... 28

21P age ARTICLE 26 - LEAVE OF ABSENCE ...... 29

ARTICLE 27 - JOB POSTING ...... 31

ARTICLE 28 - COMPENSATION ...... 32

ARTICLE 29 - UNION BUSINESS ...... 33

ARTICLE 30 - CORRESPONDENCE ...... 34

ARTICLE 31 - HEALTH AND SAFETY ...... 34

ARTICLE 32 - MUTUAL SHIFT EXCHANGE ...... 34

ARTICLE 33 - CHARGE OFFICER ...... 35

ARTICLE 34 - CASUAL EMPLOYEES ...... 36

ARTICLE 35 - REQUIRED COURSES ...... 37

ARTICLE 36 - RENEWAL, AMENDMENT AND TERMINATION ...... 38

APPENDIX "A" ...... 40

APPENDIX "B" - SCHEDULE FOR 65+ Benefits ...... 41

LETTER OF UNDERSTANDING NO. 1 ...... 46

LETTER OF UNDERSTANDING NO.2 ...... 47

3I Page ARTICLE 1 - GENERAL PURPOSE

1.01 The purpose of this Agreement is to establish an orderly collective agreement relationship between the Hospital and certain classifications of employees represented by the Union, which will not interfere with the successful operation of University Health Network as a public service institution intended to provide finest hospital and clinical services to the general public.

1.02 Whenever the masculine pronoun is used in this Agreement, it includes the feminine pronoun and vice-versa where the content so requires. When the singular is used it may also be deemed to mean plural and vice-versa.

ARTICLE 2 - RECOGNITION

2.01 Bargaining Unit

The Hospital recognizes the SEIU Local 2/Brewery, General & Professional Workers Union, as the exclusive collective bargaining agency for all Security Guards and Security Control Centre Operators employed by University Health Network at the Toronto General Hospital, Princess Margaret Hospital and Toronto Western Hospital sites save and except supervisors, persons above the rank of supervisor, clerical staff and employees covered by other collective agreements.

ARTICLE 3 - MANAGEMENT RIGHTS

3.01 The Union acknowledges that the management of the Hospital and the direction of the working force are fixed exclusively in the Hospital and shall remain solely with the Hospital except as specifically limited by an express provision in this Agreement. Without restricting the generality of the foregoing, the Union acknowledges that it is the exclusive function of the Hospital to:

a) maintain order, discipline and efficiency;

b) hire, retire, assign, direct, classify, discharge, suspend or otherwise discipline employees, ~chedule, transfer, promote, demote, lay-off and recall employees, provided that a claim by an employee who has completed his probationary period that he has been discharged or disciplined without just cause may become the subject of a grievance and may be dealt with in accordance with the grievance procedure;

41 Page c) establish and enforce rules and regulations to be observed by employees provided that they are not inconsistent with the provisions of this Agreement;

d) determine the number of personnel required, the skill, ability, experience and qualifications of employees to perform any particular job, the assignment of working hours, the services to be performed and the methods, procedures, facilities and equipment to be used in connection therewith;

e) generally to manage and operate the Hospital in all respects in accordance with its obligations and without restricting the generality of the foregoing, to determine the kinds and locations of machines, equipment to be used, the allocation and number of employees required from time to time, the standards of performance for all employees and all other matters concerning the Hospital's operations, not otherwise specifically dealt with elsewhere in this Agreement;

f) successfully operate the Hospital as a public institution intended to provide the finest hospital and clinical services to patients, which will not be interfered with by this Agreement.

ARTICLE 4 - NO DISCRIMINATION

4.01 Each of the parties hereto agree that there will be no discrimination, interference, restraint or coercion exercised or practiced upon any employee because of membership in the Union.

4.02 The Hospital will continue its policy to adhere to the provisions of the governing legislation of Ontario, which prohibits discrimination with regard to employment because of race, creed, colour, nationality, ancestry or place of origin or because of sex, marital status or age.

4.03 The Union acknowledges the duty of the employer to accommodate certain individuals under the Human Rights Code of Ontario and agrees that this Collective Agreement shall be interpreted and/or applied in such a way as to permit the employer to discharge that duty.

ARTICLE 5 - NO STRIKES OR LOCKOUTS

5.01 The Union agrees that there will be no strike, sit-down, slow-down, picketing or other interference which will stop, curtail or interfere with work, and in the event of any such action taking place, it will instruct the employees involved to return to work and

SI Page perform their usual duties as well as to resort to the grievance procedure established herein.

5.02 The Hospital agrees that there will be no lockouts during the term of this Agreement.

ARTICLE 6 - UNION SECURITY AND CHECK-OFF OF UNION DUES

6.01 Check-off - The Hospital shall deduct on the regular monthly deduction date from each employee in the bargaining unit, who shall be required to sign an authorization form as set forth in Appendix "A" attached to this Agreement, subject to the provisions of paragraph 6.02 hereof, a sum equal to union dues as certified by the Brewery, General & Professional Workers Union and remit such sum to the Union accompanied by a list of the names of all employees from whose wages the deductions have been made.

6.02 Such deductions with respect to new employees or employees who, on the date of signing ofthis Agreement have not completed the probationary period, shall become effective upon the first regular deduction date following the first thirty (30) calendar days after the employee's last date of commencing employment.

6.03 The union shall indemnify and keep the Hospital harmless with respect to any monies deducted in accordance with this Article.

6.04 The Hospital will not contract out any work usually performed by a member of the bargaining unit, if as a result of such contracting out, a lay-off of any employees other than casual part-time employees results from such contracting out. Contracting out to an employer who is organized and who will employ the employees of the bargaining unit who would otherwise be laid off with similar terms and conditions of employment is not breach of this provision.

6.05 The Hospital agrees to deduct the Union's Initiation Fee from employees who have attained seniority from the employee's pay.

ARTICLE 7 - UNION REPRESENTATION

7.01 The Hospital acknowledges the right of the Union to appoint one (1) Chief Steward and three (3) Stewards to assist employees in the presentation of their grievances.

7.02 The Union acknowledges that its representatives must continue to perform their regular duties and that so far as it is practicable, all union activities will be conducted

GI Page outside of regular working hours; further, no employee will engage in any union activity during regular working hours except as provided in this agreement, and that:

a) such person will not leave their regular duties without obtaining permission from their supervisor who will be given a reasonable explanation for the requested absence;

b) when resuming their regular duties after engaging in duties on behalf of the Union, they will report to their supervisor immediately upon their return;

c) any union representative who is privileged by this agreement to take up union business in a department other than his or her own will also report to the supervisor of that department at that time.

7.03 It is understood that each steward shall represent employees of the regular duty area, to which he or she is assigned, except as provided herein. The duties of the Steward will be to assist any employee, which he or she represents, in preparing and in presenting his or her grievance, in accordance with the grievance procedure. When the Steward designated to represent an employee in the particular department or area is not available to assist an employee from that area in the presentation of a grievance, the employee may request the assistance of one of the other Stewards.

Notwithstanding the above, if a Union Steward is unavailable and an issue of discipline arises, the parties agree that the Hospital can contact the Steward through a teleconference process in order to impose the discipline, without additional costs to the Hospital.

7.04 The Hospital will recognize a Negotiating Committee of not more than four (4) employees in the bargaining unit and not more than two (2) representatives of the SEIU Local 2/Brewery, General & Professional Workers Union, and will deal with said Committee with respect to the negotiations for the renewal of the Collective Agreement.

7.05 The Union shall supply the Hospital with the names of those employees who have been elected Union Officers, Stewards, Chief Steward and negotiation committee members, authorized to represent the Union and the Union will keep such list up to date and the Hospital advised accordingly. The Hospital shall not be required to recognize representatives unless so notified.

7 1Page ARTICLE 8 - GRIEVANCE PROCEDURE

8.01 Definition of Grievance

A grievance under this Agreement shall be defined as any difference or dispute concerning the interpretation, application, administration or alleged violation of this Agreement provided it is raised as a grievance within ten (10) days after the occurrence of the circumstances, which gave rise thereto.

8.02 Settling of Grievances

It is the mutual desire of the parties that complaints of employees as referred to in paragraph 8.01 shall be dealt with as quickly as possible. It is understood that an employee has no formal grievance until he or she has met and discussed such complaint with his or her supervisor. If, after allowing the supervisor two (2) days to d·eal with the matter, the employee is not satisfied, such complaint may be submitted in writing as a grievance - provided that no more than ten (10) days have elapsed from the event upon which the grievance is based.

Step 1 ➔ Failing settlement at the discussion stage the employee, who may be accompanied by his or her Steward or the Chief Steward, shall present the grievance in writing to his or her Department Manager who shall render his or her decision in writing within three (3) working days following receipt of the written grievance.

Step 2 ➔ Failing settlement being reached at Step 1, a Grievance Committee, consisting of the Chief Steward, and if desired a representative of the Brewery, General & Professional Workers Union, may, within five (5) working days following receipt of the decision at Step 1, present the grievance, in writing to the Director of Labour Relations or his or her designate. After discussion with the parties, the Hospital shall render its decision in writing within seven (7) working days following the meeting.

8.03 The written grievance shall set forth the particulars of the grievance, the provision of this Agreement allegedly violated, and the remedy sought.

8.04 Time Limits

At any stage of the grievance procedure the time limits may be extended by mutual agreement of the parties. Saturdays, Sundays and Statutory Holidays designated in this Agreement will not be counted in determining the time in which any action is to be taken or completed under the Grievance Procedure or Arbitration Procedure.

Bl Page 8.05 Policy Grievance

It is agreed that a policy grievance arising directly between the Hospital and the Union shall be originated under Step 2 subject to the time limits set out in Article 8.01 in this Agreement. It is understood, however, that the provisions of this Section may not be used with respect to a grievance directly affecting an employee or employees and that the regular grievance procedure shall not be bypassed, unless the employee has refused to file a grievance within the prescribed time limits after being so requested by the Union and the alleged grievance directly affects the interests of other employees.

8.06 Group Grievance

When a group of employees have a grievance, it shall first be taken up under Step 1 and presented in writing.

8.07 Employer's Grievance

It is understood that the Hospital may bring forward at any meeting held with the Union Committee any complaint with respect to the conduct of the Union, its officers or Committee members, or members, and that if such complaint is not settled to the mutual satisfaction of the conferring parties, it may be treated as a grievance and referred directly to arbitration in the same way as the grievance of an employee.

8.08 Whenever any difference arising from the interpretation, application, administration or alleged violation of this Agreement including any question as to whether a matter is arbitrable, cannot be settled within seven (7) days after it has been discussed at a meeting at Step 2 such differences or question may be submitted to Arbitration as hereinafter provided if the request is made in writing within ten (10) days after the decision has been given at Step 2.

8.09

(a) Any record of a disciplinary action taken by the Hospital will be removed from the employee's personal record and not relied on after twelve (12) months of its issuance.

(b) Notwithstanding Article 8.09 (a) discipline involving a suspension will remain on the employee file and can be relied on for a period of 24 months from the date of issue.

9 I. Page ARTICLE 9 - ARBITRATION

9.01 When either party requests that a matter be submitted to arbitration as provided under Article 8, it shall make such request in writing addressed to the other party to this Agreement and at the same time nominate a person it proposes to act as a single arbitrator. Within a period of five (5) days following receipt of the first party's nomination, both parties will endeavour to reach mutual agreement on the appointment of a single arbitrator, failing which, either party may ask the Minister of Labour for the Province on Ontario to appoint a sole arbitrator.

9.02 No person may be appointed as an arbitrator who has been involved in an attempt to negotiate or settle the grievance.

9.03 The fees and expenses of the sole arbitrator shall be shared jointly by the parties hereto.

9.04 The decision of the arbitrator shall be final and binding and enforceable on all parties, but in no event shall the arbitrator have the power to change this Agreement or to alter, modify or amend any of its provisions. However, unless otherwise in conflict with this Agreement, the arbitrator shall have the power to dispose of any discharge or a discipline grievance by any arrangement which he/she deems just and equitable.

9.05 Witnesses

At any stage of the Grievance Procedure including arbitration, the parties may have the assistance of the employee or employees concerned as witnesses and any other necessary witnesses, and all reasonable arrangements will be made to permit the conferring parties or the arbitrator to have access to any part of the Hospital's premises to view any working conditions which may be relevant to the settlement of the grievance.

In the event that a group grievance proceeds to arbitration the parties agree that only one grievor who is not going to testify at the hearing may attend such hearing.

ARTICLE 10 - DISCHARGE

10.01 Discharge Cases

A claim by an employee covered by this Agreement, who has completed the probationary period, that he or she has been unjustly discharged shall be treated as a grievance if a written statement of such grievance is lodged by the union with the

lOI Page Director of Labour Relations or designate of University Health Network within five (5) days after the employee ceases to work for the Hospital. Such grievance will be taken up in accordance with the provisions of Step 2 of the Grievance Procedure.

10.02 Such special grievance may be settled by confirming the Hospital's action in dismissing the employee or by reinstating the employee with full compensation for time lost, or by other arrangement, which is just and equitable in the opinion of the conferring parties or an Arbitrator.

10.03 TGH/TWH Only

Notwithstanding any other provisions in this collective agreement, the following conduct shall be conclusively deemed to be sufficient cause for the specific penalty of discharge:

a) Theft

The jurisdiction of an arbitrator in such cases shall be limited to determining whether in fact such conduct occurred, and the arbitrator shall not be entitled to exercise his powers of substitution under Section 48 (9) of the Labour Relations Act.

10.04 PMH Only

An employee shall lose all seniority and shall be deemed to have terminated his employment if he/she is found to have stolen or misappropriated property belonging to the Hospital, patients, employees or agents for the Hospital

ARTICLE 11- PROBATIONARY EMPLOYEES

11.01 New employees shall serve as probationary employees for the first 1200 hours worked. The seniority of each employee covered by this Agreement shall be established after the completion of the probationary period. Seniority shall be defined as the length of service since the employee's last date of hire. The dismissal of a probationary employee shall be at the sole discretion of the Hospital and shall not be made the subject of a grievance. Seniority thus acquired shall be exercisable in a manner set out hereinafter.

ARTICLE 12 - TEMPORARY EMPLOYEES

12.01 Temporary Employees

11 I Page Following consultation with the Union, temporary employees may be engaged as replacements for employees in the Bargaining Unit who are absent due to illness exceeding two (2) weeks, or on leave of absence, vacation or other circumstances for periods not exceeding six (6) months; or such longer period as may be mutually agreed upon. Such temporary employees shall not be covered by any of the provisions of this agreement except the provisions of Article 6 - Union Security and Check-off of Union dues. Such employees shall receive the start rate provided for hereunder while so engaged. The Hospital will notify the Union once each month of the names of the persons so engaged during the preceding calendar month and who are still on staff at the time of such notification.

Prior to engaging a temporary employee from outside the bargaining unit for a vacancy created as above that is a day shift, the Hospital will open the bidding process within the department and only night shift employees may be considered.

Prior to engaging a temporary employee form outside the bargaining unit for a vacancy created as above that is not a day shift the Hospital will consider the most senior casual employee who, in the opinion of the Hospital has the skills, ability and qualifications, including the ability to attend work regularly, to perform the work.

ARTICLE 13 - SENIORITY

13.01 Employee will accumulate seniority on the basis of their continuous service in the bargaining unit from the date of last hire in the bargaining unit, except as otherwise provided herein. Seniority will operate on a bargaining unit wide basis except as provided herein.

13.02 Employees employed in each of the original bargaining units as of January 19, 2012 will retain seniority rights as follows:

i. Employees employed in the bargaining unit of Toronto General Hospital and Toronto Western Hospital prior to January 19, 2012 shall retain the right to bid on job vacancies and shifts at those sites (Article 15) on a priority basis based on their seniority in their original bargaining unit.. Employees employed at Princess Margaret Hospital prior to January 19, 2012 may not bid on job vacancies and shifts at Toronto General Hospital and Toronto Western Hospital except where no priority bids are submitted by Toronto General Hospital and Toronto Western Hospital employees. A full-time employee who does not submit an annual shift bid shall be deemed to have submitted a bid to remain in his/her current shift and site.

12 I Page Casual employees employed in the bargaining unit of Toronto General Hospital and Toronto Western Hospital prior to January 19, 2012 shall retain the right of priority based on their seniority in their original bargaining unit to shifts offered in accordance with 34.03 Casual Shift Distribution.

ii. Employees employed in the bargaining unit of Princess Margaret Hospital prior to January 19, 2012 shall retain the right to bid on job vacancies and shifts at that site (including bids under Article 15 on a priority basis based on their seniority in their original bargaining unit. Employees employed at Toronto General Hospital and Toronto Western Hospital prior to January 19, 2012 may not bid on job vacancies and shifts at Princess Margaret Hospital except where no priority bids are submitted by Princess Margaret Hospital employees. A full-time employee who does not submit an annual shift bid shall be deemed to have submitted a bid to remain in his/her current shift and site.

Casual employees employed in the bargaining unit of Princess Margaret Hospital prior to January 19, 2012 shall retain the right of priority based on their seniority in their original bargaining unit to shifts offered in accordance with 34.03Casual Shift Distribution.

13.03 Priority described in Article 13.02 shall be retained until such time as the employee voluntarily transfers outside his/her original bargaining unit or permanently leaves the employ of the Hospital.

13.04 Seniority calculations shall include seniority accrued up to the date of the merger and will also include post-merger seniority.

13.05 Original bargaining unit means the bargaining unit of which the employee was a member prior to January 19, 2012.

13.06 Seniority List

A seniority list showing the names, hire date, seniority dates, number of hours worked and classifications and original bargaining unit of employees will be prepared by the Hospital, dated and posted on the bulletin boards during the 31st day of January and the 31st day of July each year with a copy to the Union. There will be a separate seniority list for casual employees, based on hours worked.

In the event that a full-time employee is successful in transferring to a casual status, he/she shall go to the bottom of the casual seniority list until revised at the 6-month interval.

13 I Page 13.07 Full seniority and service shall be retained by the Security Guard in the event that he/she is transferred from part-time to full-time. A Security Guard whose status is changed from part-time to full-time shall receive credit for full seniority and service on the basis of 1 year of seniority or service for each 2047.5 hours worked for Toronto General, Toronto Western Hospital, and Princess Margaret Hospital. Any time worked in excess of an equivalent shall be prorated at the time of transfer.

13.08 Loss of Seniority

An employee shall lose all seniority and shall be deemed to have terminated his employment if the employee:

(a) Voluntarily leaves the employ of the Hospital or is retired.

(b) Is discharged and is not reinstated through the grievance or arbitration procedure.

(c) Is laid off for a period of more than fifteen (15) months.

(d) Is absent from work without permission for three (3) consecutive working days unless for reasons satisfactory to the Hospital.

(e) Fails to return to work upon termination of an authorized leave of absence or utilizes a leave of absence for purposes other than those for which the leave of absence was granted.

(f) Fails to return to work within seven (7) calendar days after being recalled from lay-off by notice sent by registered mail.

13.09 An employee shall maintain seniority under the following conditions:

(a) during a leave of absence granted by the Hospital in writing;

(b) during a lay off not exceeding fifteen (15) months.

13.10 Lay-off and Recall

In the event of lay-off, the Hospital shall lay-off employees in the reverse order of their seniority within their classification, provided that there remain on the job employees who are qualified to perform the available work. An employee shall have the opportunity of recall from a lay-off to an available opening, in order of seniority, provided he is qualified to perform the available work.

14 I Page 13.11 In the event that a full-time employee is laid off he/she will have the option to displace the least senior individual of the bargaining unit in either the full-time or casual job classifications.

13.12 For an employee who is actually laid off the Hospital will subject to an individual(s) request help draft a resume. The Hospital will endeavour to determine job opportunities with other Metropolitan Hospitals and such information will be posted.

ARTICLE 14 - HOURS OF WORK

14.01 (a) Normal Hours of Work

A regularly scheduled shift for employees shall comprise eleven and one quarter (11.25) consecutive hours of work exclusive of meal times. Biweekly hours shall average seventy-eight and three-quarters (78.75) hours. It is understood that regular hours include those required to accommodate the change from daylight saving to standard time and vice versa for which the provisions of Article 17 shall not apply.

During meal times employees may leave the premises provided they check out and in with the call centre, immediate Supervisor and/or Charge Guard . When an employee is called and/or works during his mealtime, he shall receive a straight time credit of forty-five (45) minutes.

(b) Employees must report for duty and remain in uniform for the full working shift. Uniforms must have UHN security flashes and be accompanied by photo ID.

14.02

a) PMH normal shift times will be as follows: Day shift-0700h to 1900h, Night shift - 1900h-0700h. These hours of work are subject to change upon agreement of the parties.

b) TGH/TWH normal shift times will be as follows: Day shift-0730h to 1930h, Night shift - 1930h to 0730h. These hours of work are subject to change upon agreement of the parties.

c) PMH Charge Guard normal shift times will be as follows: Day shift - 0645h- 1845h, Night shift - 1845h-0645h. These hours of work are subject to change upon agreement of the parties.

d) TGH/TWH Charge Guard normal shift times will be as follows: Day shift - 0715h

15 I Page to 1915h, Night shift- 1915h-0715h. These hours of work are subject to change upon agreement of the parties.

14.03 In the case of abnormal shifts, the Hospital may make any necessary arrangements provided that the Union is notified, and should there be no security guard interested, the Hospital shall appoint the junior security guard.

14.04 Employees will be entitled to two (2) rest periods of twenty (20) minutes duration per shift with one (1) rest period in the first half of the shift and the second (2nd) rest period in the second half of the shift. In circumstances where a rest period conflicts with an operational requirement the Hospital will decide when the rest period will be taken.

14.05 It is agreed that employees on shift shall not leave their place of work until properly relieved by another employee or authorized to do so by their supervisor.

ARTICLE 15 - SHIFT SCHEDULING AND BIDDING PROCESS

15.01 The Hospital will provide a non-rotating (fixed) schedule for Security Guards, with the exception of those used on casual or temporary basis or for any other new shifts created, e.g., emergency.

15.02 The parties agree that the current practice of bidding for shifts by seniority will continue. Such shifts shall be bid on by seniority.

15.03 Where, in the opinion of the Hospital, the quality, economy or efficiency of services is interrupted or impaired during such period by said fixed schedule, the Hospital may upon notification in writing and consultation with the Union, cancel this arrangement and immediately reschedule employees on a rotating shift basis.

15.04 The posting of all vacancies shall include shift and site. Posting shall not include teams within the shift and site.

Security Guards who successfully bid for a vacancy may not bid for a subsequent vacancy for a minimum of one year from the date of their last successful application.

Vacancies created as a result of the filling of the initial or subsequent vacancy shall only be subject to the bidding process within the department if the vacancy is for a day shift and only night shift employees may apply.

Vacancies created as a result of the filling of the initial or subsequent vacancy that is not a day shift shall be filled by the Hospital with the most senior casual employee

16 I Page who, in the opinion or the Hospital has the skills, ability and qualifications, including the ability to attend work regularly, to perform the work.

th th 15.05 Each year, between the dates of February 15 to the 28 , employees will be eligible to bid on any position within the department by site and shift. In the event that this process results in an employee being displaced from his shift or site, it is agreed that only the most junior employee(s) on a shift at a site are subject to displacement.

The Hospital shall post the shift assignments, taking effect the first pay period th on or immediately following April Pt, by March 15 , each year.

15.06 The Hospital shall maintain the right to temporarily reassign an employee on a short­ term basis to another shift using the Security Guard with the lowest seniority from the shift the Guard was assigned from.

15.07 All casual Guards who have identified as wishing to do so, are able to work at all sites.

ARTICLE 16 - SHIFT PREMIUMS -TGH, TWH & PMH

16.01 All employees will receive a shift premium of one dollar and fifteen cents ($1.15) effective April 1, 2015, one dollar and twenty cents ($1.20) effective April 1, 2016, and one dollar and twenty-five cents ($1.25) effective April 1, 2017 per shift for all hours worked except those between 7:30 a.m. and 3:30 p.m.

16.02 An employee shall be paid a weekend premium of ninety-five cents ($0.95) effective April 1, 2015, one dollar ($1.00) effective April 1, 2016, and one dollar and five cents ($1.05) effective April 1, 2017 per hour for each hour worked between 2400 hours Friday to 2400 hours Sunday.

ARTICLE 17 - OVERTIME

17.01 (a) All authorized work performed in excess of eleven and one quarter (11.25) hours in a day or seventy-eight and three quarter (78.75) hours in a bi-weekly pay period shall be considered as overtime work. It is understood that in calculating hours worked during a bi-weekly pay period, absences due to sickness, bereavement leave, holidays and vacation will be deemed to be hours worked.

(b) Overtime work will be paid at the rate of time and one-half (1 ½) the employee's regular straight time rate of pay.

17 I Page (c) It is understood and acknowledged that the Hospital has the right to require employees to perform reasonable authorized overtime work and the Union hereby gives its consent to such overtime pursuant to the Employment Standards Act.

(d) Overtime premium will not be duplicated nor pyramided, nor shall other premiums be duplicated nor pyramided, nor shall the same hours worked be counted as part of the normal week and also as hours for which overtime premium is paid.

(e) Overtime opportunities will be distributed by seniority rotation in an equitable manner over a reasonable period of time amongst employees who are available to perform the overtime work.

17.02 Meal Allowance

(a) When a Guard works for one (1) or more hours of overtime after his/her shift, one (1) meal ticket valued at eight dollars, ($8.00) will be supplied in addition to the overtime rate paid.

(b) One meal ticket will be provided to staff required to work on Christmas Day and/or New Year's Day.

17. 03 Call-Back

Where employees are called back to work after having completed their regular shift and prior to the commencement of their next regular shift, they shall receive a minimum of four (4) hours pay at the rate of time and one-half their regular hourly rate. Where callback is immediately prior to the commencement of their regular shift, the callback will only apply to the point of commencement of a regular shift at the rate of time and one-half after which they shall revert back the regular shift. Callback pay shall cover all calls within the minimum four (4) hour period provided for above.

17. 04 When the Hospital temporarily assigns an employee to carry out assigned responsibilities of a higher paying classification outside the bargaining unit for a period in excess of one-half of one shift, the employee shall receive an allowance of $0.50 per hour for each shift from the time of the assignment.

ARTICLE 18 - STAND-BY ALLOWANCE

18.01 An employee required to stand-by or remain available for call-back duty on other than

18 I Page regularly scheduled hours shall be paid at the rate of two dollars and fifty cents ($2.50) per hour of stand-by time. An employee will be deemed to have ceased being on stand-by if and when he is called back to work. Periods of stand-by will be for an eleven and one quarter (11.25) period or until the end of the shift unless otherwise notified.

ARTICLE 19 - PAID HOLIDAYS - PMH ONLY

19.01 There shall be twelve (12) paid holidays and these holidays are set out below:

New Year's Day - January 1st Labour Day Family Day - 3rd Monday in February Thanksgiving Day Good Friday Remembrance Day Victoria Day Christmas Day - December 25th Canada Day - July 1st Boxing Day - December 26th Civic Holiday

In addition, an employee who has completed six (6) months of continuous full-time employment with the Hospital shall be entitled to one (1) float holiday. The float day is to be arranged by mutual agreement between the Hospital and the employee and is to be taken in the calendar year in which it is earned. Arrangements for scheduling an outstanding float day must be made prior to October 1st of each year. The float days will be a non-premium holiday. Should the Hospital be required to observe an additional paid holiday as a result of legislation, it is understood that float holiday shall be established as the legislated holiday after discussion with the Union, so that the Hospital's obligation to provide the number of paid holidays as noted above remains unchanged. Those employees who have taken the relevant float holiday prior to the proclamation of the new statutory holiday shall be deemed to have taken the newly proclaimed day.

19.02 An employee who is required to work on any of the above named holidays, will receive pay at the rate of time and one-half the employee's regular straight time rate for work performed on such holiday and, in addition, where the employee qualifies for the holiday with pay in accordance with Article 19.03, such employee will receive a lieu day on a day that is mutually acceptable to the Hospital and the employee. Provided the Hospital's agreement is obtained, an employee who is required to work on any of the above-named holidays, may elect to take holiday pay for the day in substitution for a lieu day.

19 I Page 19.03 In order to qualify for the holiday with pay on each of the holidays listed in Article 19.01, an employee must work the regular scheduled working day immediately prior to and the regular scheduled working day following the holiday unless he is absent due to a vacation or illness originating in the current or previous pay period in which the holiday occurs or is on leave of absence on Union business all of which must be authorized by the Hospital.

ARTICLE 20- HOLIDAYS -TGH AND WESTERN ONLY

20.01 For the purpose of this Agreement, the following shall be recognized as paid holidays:

New Year's Day - January 1st Thanksgiving Day Good Friday Remembrance Day Victoria Day Christmas Day - December 25th Canada Day - Julylst Boxing Day - December 26th Civic Holiday 1 Floating Holiday Labour Day Family Day - 3rd Monday in February NOTE:

(a) The selection of a non-premium floating holiday will be by mutual agreement during the calendar year.

(b) In the event that the Provincial Government amends the Employment Standards Act or any other Provincial legislation, to add a day as a paid designated holiday, which is not already provided for as a holiday in this section, that day shall replace the above Floating Holiday.

20.02 An employee who is required to work on a holiday shall be paid one and one-half (1 ½) times his basic straight time rate of pay for all the time worked on such holiday. In addition, if he qualifies under the provisions of Paragraph 20.02, he may elect either of the following:

(a) Holiday pay as defined in Paragraph 20.05, or

(b) A lieu day off with pay at his basic straight time rate of pay, such day to be granted within thirty (30) days of the date on which the holiday was observed, to be taken on a day arranged between the employee and the Hospital.

20 I Page 20.03 An employee who is scheduled to work on a paid holiday and who fails to do so shall lose his entitlement to holiday pay unless excused by the Hospital.

20.04 If a paid holiday is observed during an employee's vacation period or on his regular day off, he may elect either of the following:

a) Holiday pay as defined in Paragraph 20.05, or

b) A lieu day off with pay at his basic straight time rate of pay, such day to be granted within thirty (30) days of the date on which the holiday was observed, to be taken on a day arranged between the employee and the Hospital.

20.05 Holiday pay shall be defined as the equivalent of the number of regular daily scheduled hours at the employee's basic straight time rate of pay, exclusive of shift premium.

ARTICLE 21- VACATIONS - PMH ONLY

21.01 Vacation entitlement shall be as follows:

(a) Employees who have completed less than one (1) year of full-time continuous service shall be entitled to earn vacation credits at the rate of 6.25 hours for each calendar month of service.

(b) Employees who have completed one (1) or more years of full-time continuous service but less than five (5) years of full-time continuous service shall be entitled to three (3) weeks vacation.

(c) Employees who have completed five (5) or more years of full-time continuous service but less than twelve (12) years of full-time continuous service shall be entitled to four (4) weeks vacation.

(d) Employees who have completed twelve (12) or more years of full-time continuous service but less than twenty-two (22) years of continuous full-time service shall be entitled to five (5) weeks vacation.

(e) Employees who have completed twenty-two (22) or more years of full-time continuous service shall be entitled to six (6) weeks vacation.

(f) Employees who have completed twenty-eight (28) or more years of full-time continuous service shall be entitled to seven (7) weeks vacation

21 I Page 21.02 (a) It is understood and agreed that the Hospital will give every consideration to an employee's preference as to the timing of his vacation but of necessity, the Hospital reserves the right to the final decision as to the scheduling of vacations.

(b) Requests for vacation shall be submitted in writing to the Hospital between March 15th and March 30th for the upcoming vacation year. Any scheduling concerns will be resolved following consultation with the employees with conflicts resolved by seniority on or before March 31st. Subject to any necessary changes based on seniority and the staffing requirements of the Hospital, the results will be posted by April 1st for the vacation year.

(c) All other time off requests are due on the Monday, the day before scheduling is conducted. Time off requests for the current pay period are at the discretion of Management.

21.03 (a) Vacations may be taken at any time of the year that is mutually acceptable to the parties. An employee may take his entire earned vacation entitlement at one time subject, however, to an employee taking no more than one hundred and sixty (160) hours of earned vacation entitlement during the peak vacation period.

21.04 Earned vacation credits may not be utilized during an employee's probationary period.

21.05 Employees may carry over a maximum of two (2) weeks vacation into the next calendar year. The carry over is subject to operational requirements and Manager's approval. Such carry over requests will not be unreasonably denied.

21.06

a. Where an employee scheduled vacation is interrupted due to a serious illness, the period of such illness shall be considered sick leave. The portion of the employee's vacation, which is deemed to be sick leave will not be counted against the employee's vacation credits.

b. Serious illness shall be defined as being hospitalized and/or having medical documentation that substantiates that an injury or illness was so serious as to curtail vacation plans.

21.07 Casual employees vacation to be paid on every pay cheque.

22 I Page ARTICLE 22 -VACATIONS -TGH & TWH ONLY

22.01 Length of Vacation

Vacation entitlement for employees as at December 31st in each year will be computed as at such date on the basis of one-twelfth (1/12) of the employee's applicable vacation scale for each full calendar month of active employment during the twelve (12) month period commencing the previous January 1st.

22.02 The vacation scale on which vacation entitlements will be computed shall be as follows:

Less than 1 year 2 weeks 1 year - 3 years 2 weeks 3 years - 5 years 3 weeks 5 years - 12 years 4 weeks - 8% gross earnings 12 years or more 5 weeks - 10% gross earnings 22 years or more 6 weeks - 12% gross earnings 28 years or more 7 weeks - 14% gross earnings

22.03

(a) It is understood and agreed that the Hospital will give every consideration to an employee's preference as to the timing of his vacation but of necessity, the Hospital reserves the right to the final decision as to the scheduling of vacations.

(b) Requests for vacation shall be submitted in writing to the Hospital between March 15th and M arch 30th for the upcoming vacation year. Any scheduling concerns will be resolved following consultation with the employees with conflicts resolved by seniority on or before March 31st. Subject to any necessary changes based on seniority and the staffing requirements of the Hospital, the results will be posted by April 1st for the vacation year.

(c) All other time off requests are due on the Monday, the day before scheduling is conducted. Time off requests for the current pay period are at the discretion of Management.

22.04

23 I Page a) Where an employee scheduled vacation is interrupted due to a serious illness, the period of such illness shall be considered sick leave. The portion of the employee's vacation, which is deemed to be sick leave will not be counted against the employee's vacation credits.

b) Serious illness shall be defined as being hospitalized and/or having medical documentation that substantiates that an injury or illness was so serious as to curtail vacation plans.

22.05 Casual employees vacation to be paid on every paycheck.

ARTICLE 23 - HEALTH AND INSURED BENEFITS Effective August 1, 2019

23.01 The Hospital agrees, during the term of the Collective Agreement, to contribute towards the premium coverage of participating eligible employees in the active employ of the Hospital under the insurance plans set out below subject to their respective terms and conditions including any enrollment requirements.

(a) The Hospital agrees to pay one hundred per cent (100%) of the billed premium towards coverage of eligible employees in the active employ of the Hospital under the Sun Life Semi-Private Plan or comparable coverage.

(b) The Hospital agrees to contribute seventy-five percent (75%) of the billed premium towards coverage of eligible employees in the active employ of the Hospital for standard coverage under the Sun Life extended Health Care Benefits with added coverage for all practitioners (Clinical Psychiatrist, Massage Therapist, Speech/Language Pathologist, Chiropractor) to a maximum of $500.00 maximum per year combined) or comparable coverage with another carrier providing for ten dollars ($10.00) (single) and twenty dollars ($ 20.00) (family) deductible, providing the balance of the monthly premiums are paid by the employee through payroll deductions. In addition to the standard benefits, coverage will include vision care to a maximum of $300.00 every twenty-four (24) months, plus bi-annual eye exam as well as a hearing aid allowance at cost of acquisition per individual every 36 months. The deductible will be $15.00 (single) and $25.00 (family).

Existing provisions for private duty nursing services contained in this plan will be amended to reflect that this benefit is limited to a maximum of ninety (90) eight­ hour shifts in any calendar year.

(c) The Hospital agrees to contribute one hundred per cent {100%) of the billed

24 I Page premium towards coverage of eligible employees in the active employ of the Hospital under the Group Life Insurance Plan currently in effect. Such insurance shall include benefits for accidental death and dismemberment in the principal amount equal to the Group Life Insurance to which the employee is entitled.

(d) The Hospital agrees to contribute seventy-five per cent (75%) of the billed premium towards coverage of eligible employees in the active employ of the Hospital under Blue Cross No. 9 Dental Plan or comparable coverage with another carrier (based on the current ODA fee schedule) provided the balance of the monthly premium is paid by the employee through payroll deduction. Dental recall including preventative services is every nine (6) months; Blue Cross rider #2 (or equivalent) [complete and partial dentures] at 50/50 co-insurance to $1000.00 annual maximum; and Blue Cross rider #4 (or equivalent) [crowns, bridgework, and repairs to same] at 50/50 co-insurance to $1000.00 annual maximum. Orthodontics at 50/50 co-insurance to $2,000 lifetime maximum (current Ontario Dental Association fee schedule).

(e) The Hospital agrees to contribute seventy-five (75%) of the billed premium towards coverage of eligible employees in the active employ of the Hospital under the Long Term Disability Plan currently in effect and the employee will pay the balance of the monthly premium through payroll deduction.

(f) The policy of the Hospital to make available pension coverage for the employees subject to the provisions of the Plan will be continued during the term of this Agreement.

(g) Should there be a benefits improvement at the Central level during the life of this Agreement, those benefits will be included as part of this Agreement.

23.02 For newly hired employees, coverage as set out in Article 23.01 shall be effective the first billing date in the month following the month in which the employee was first employed in respect of the Sun Life Semi-Private Plan and the first billing date in the fourth month following the month in which the employee was first employed for the remaining plans listed in Article 23.01. In every instance this is subject to any enrollment or other requirements of the particular plans.

23.03 Change of Carrier

It is understood that the Hospital may at any time substitute another carrier for any plan (other than OHIP until December 31, 1989) provided the benefits conferred thereby are not decreased. Before making such a substitution, the Hospital shall

25 I Page notify the Union to explain the proposed change and to ascertain the views of the employees. Upon request by the Union, the Hospital shall provide to the Union full specifications of the benefit programs contracted for and in effect for employees covered herein.

23.04 Participation in the Hospital Pension plan as defined by the terms and conditions of the plan is mandatory for all eligible employees.

23.05 Notification of Change of Status

Employees must notify the Hospital of any change in name, income tax status, insurance beneficiary, next of kin, dependents or any other pertinent information necessary for dealing with employee benefits and statutory deductions.

23.06 In lieu of benefits (including statutory holidays) casual employees not participating in the Hospitals of Ontario Pension Plan (HOOPP) will receive 14% of their regular wages on each paycheck. Casual employees who are participating in HOOPP will receive 9% in lieu of benefits.

23.07 Any changes negotiated to SEIU Local 1 benefits under the Hospital Benefits Plan during the term of this collective agreement will be applied.

23.08 Retiree Benefits

Any security officer who elects to retire early, (i.e. age 55 years until age 65) and who is participating in the Hospital's benefits program and who wishes to continue participating in the benefits plans, i.e., extended Health Care, Dental and Semi-private must provide advance payments to the Hospital for the full premiums for the benefits through post- dated cheques. Failure to make the required payments will result in the withdrawal of the security officers from the benefit plans.

For those security officers who voluntarily retire, (age 55 to 65) and who have participated in the Hospital benefits program and who have twenty (20) or more years of continuous service on their retirement date, the benefits cost shall be on the same cost sharing basis as active employees. The benefits covered under this provision shall be extended Health Care, Dental, and Semi-private. The retiree must provide advanced payments to the Hospital through post-dated cheque. Failure to make the required payments will result in the withdrawal of the security officers from the benefit plans.

23.09 Employees who continue to be employed with the Hospital following their 65th birthday and up to their 70th birthday or retirement, whichever comes earlier, shall

26 I Page be entitled to the benefits set out in the 65+ Benefit Plan Appendix.

23.10 Any changes negotiated to SEIU Local 1 benefits under the Hospital Benefit Plan during the term of this collective agreement will be applied.

ARTICLE 24 - SICK LEAVE

24.01 Pay for sick leave is for the sole and only purpose of protecting an employee against loss of regular income when he is legitimately ill and unable to work and will be granted on the following basis: (Also, please see letter dated April 23, 1998 at the back of the agreement)

a) It is understood and agreed that no sick leave will be paid prior to the completion of three months of service.

Length of Service Amount of Salary Continuance

Less than 3 months N/A* 3 months but less than 1 year 66 2/3% 1 year but less than 2 years 70% 2 years but less than 3 years 80% 3 years but less than 4 years 90% 4 or more years of service 100%

*For disability absence during your first 3 months of employment with the Hospital, you may apply for Employment Insurance Sickness Benefits.

(b) The employee may be required to provide proof of sickness in the form of a medical certificate satisfactory to the Hospital for an absence of any duration and must do so as well as report to the Department of Occupational Health when returning to duty after an absence of three (3) days or more. The Hospital will pay the cost of any doctor's notes or reports requested by it.

(c) The Hospital reserves the right to require proof of illness by medical certificate or such other form of proof as the Hospital may require before sick leave benefits are paid.

(d) No sick pay benefit is payable under HOODIP, for the first eleven and a quarter (11.25) hours of absence for the sixth (6th) and subsequent period(s) of absence in the same fiscal year (April 1st through March 31st).

27 I Pa g e 24.02 An employee with accumulated sick leave credits who is prevented from working for the Hospital on account of an occupational illness or accident that is recognized by the Worker's Compensation Board as compensable within the meaning of the Workers' Compensation Act may, on application to the Hospital, supplement the award made by the Workers' Compensation Board for his loss of wages by such amount that the award of the Workers' Compensation Board for loss of wages together with the supplementation will equal one hundred per cent (100%) of the employee's net earnings to the limit of his accumulated sick leave credits. This supplementation, where available, will be drawn from the employee's accumulated sick leave credits. Employees may also utilize such sick leave credits while awaiting approval of a claim for Workers' Compensation.

24.03 An employee shall notify his supervisor or designate of his absence due to illness as soon as possible prior to the commencement of his shift.

24.04 An employee who is returning to work after being absent due to illness must notify his supervisor or designate that he will be returning to work prior to the start of the shift he is returning to work on as follows:

- by 1630 hours if returning to work on the shift the following day;

- by 1130 hours if returning to work the night shift commencing the same day.

24.05 PMH Only - An Employee who misuses the sick leave provisions set out in this Agreement will be subject to discharge by the Employer.

24.06 Unemployment Insurance Rebate

The short-term sick leave plan shall be registered with the Unemployment Insurance Commission. The employee's share of the Hospital's unemployment insurance premium reduction will be retained by the Hospital towards offsetting the cost of benefits contained in this Collective Agreement.

ARTICLE 25 - NOTIFICATION OF CHANGE OF STATUS TGH/TWH ONLY

25.01 Every employee shall be individually responsible for notifying the Hospital within five (5) working days of change of address, marital status, name, income tax status, insurance beneficiary, next-of-kin, and any other reasonable information, including the employee's telephone numbers, pertaining to personnel records.

28 I Page ARTICLE 26 - LEAVE OF ABSENCE

26.01 (a) Bereavement Leave

Employees shall be granted up to three (3) consecutive shifts without loss of regular pay for bereavement purposes, in conjunction with the day of the funeral, memorial service or death of a member of his/her immediate family. The immediate family of an employee is defined as: spouse, same-sex spouse, common-law spouse, mother, father, step-parent, step-child, legal guardian, sister, brother, daughter, son, mother-in-law, father-in-law, son-in-law, daughter-in-law, sister-in-law, brother-in-law, grandparents, grandparents of a spouse, great-grandparent and grandchild.

(b) Employees shall be granted up to one (1) working shift without loss of regular pay for bereavement purposes for aunts, uncles, nephews and nieces.

The Hospital will only make payments of wages to affected employees who would otherwise be at work except for the death.

(c) At the Hospital's discretion it may extend bereavement leave listed in (a) or (b) without pay or in the event of a death of a friend or relative not identified above, the Hospital may grant, at its discretion, an unpaid bereavement leave.

(d) The Hospital reserves the right to request proof that the employee is eligible for bereavement leave, such request will be subject to management discretion.

26.02 Jury and Witness Duty

If an employee is required to serve as a juror in any court of law or is required to attend as a witness in a court proceeding in which the Crown is a party, the employee shall not lose regular pay because of such attendance provided the employee:

(a) Notifies the Hospital immediately on the employee 1s notification that he will be required to attend at court;

(b) Presents proof of service requiring the employee1s attendance;

(c) Deposits with the Hospital the full amount of compensation received excluding mileage, traveling and meal allowance and an official receipt thereof.

26.03 Pregnancy Leave and Parental Leave

Pregnancy and Parental leaves will be granted in accordance with the provisions of

29 I Page the Employment Standards Act. The Hospital will top up an employee's Employment Insurance benefits so that an employee on pregnancy or parental leave will receive 75% of normal earnings during the leave.

For pregnancy & parental leave, where an employee elects to receive parental leave benefits pursuant to Section 12(3)(b)(ii) of the Employment Insurance Act, the amount of any supplemental unemployment benefit payable by the Hospital will be equal to what would have been payable had the employee elected to receive parental leave benefits pursuant to Section 12(3)(b)(i) ofthe Employment Insurance Act.

26.04 Personal Leave

(a) Applies to TGH/TWH ONLY

The Hospital may grant leave of absence without pay to an employee for legitimate personal reasons established to the satisfaction of the Hospital. A request for such leave shall be made in writing to the employee's department head as far in advance as possible but in the case of a requested leave for a period in excess of thirty (30) days, the request in writing must be made to the Vice-President Human Resources. The application must clearly state the reason for the requested leave of absence and the duration of such absence.

(b) Applies to PMH ONLY

Employees who are on a leave of absence will not engage in gainful employment while on such leave and if an employee does engage in gainful employment while on such leave of absence, he will forfeit all seniority rights and his employment with the Hospital shall be deemed to be terminated.

26.05 Union Leave

The Hospital may grant leave of absence without pay to employees to attend Union conventions, educational seminars or other such Union meetings. A request for a leave of absence under this clause must be made at least twenty-one (21) days in advance in writing to the Hospital. No more than four (4) employees may be off at any one time under this Article. Furthermore, the total number of cumulative days of leave that may be granted under this Article will not exceed fifteen (15) days per calendar year. Leave under this clause will not be unreasonably withheld. In each case, the Hospital will consider whether the requested leave would interfere with the efficient operations of the Hospital.

30 I Page 26.06 Education Leave

(a) If required by the Hospital, an employee shall be entitled to leave of absence with pay and without loss of seniority and benefits to write an examination to upgrade his/her employment qualifications.

(b) A leave of absence, without pay, to take further education related to the employee's work at the Hospital, may be granted upon written application to the Hospital. It is further understood and agreed that the Hospital will, wherever its occupational requirements permit, endeavour to arrange the shifts of employees attending courses or seminars to permit such attendance.

(c) Where employees are required by the Hospital to take courses/training to upgrade or acquire new employment qualifications, excluding obtaining a valid Security License, the Hospital shall pay the full costs associated with the courses/training upon successful completion of the courses/training.

(d) Subject to the operational requirements, the Hospital will make every reasonable effort to grant requests for necessary changes to an employee's schedule to enable attendance at a recognized up-grading course or seminar related to the employment with the Hospital.

ARTICLE 27 - JOB POSTING

27.01 Where a full-time vacancy occurs, such vacancy shall be posted by the Hospital for a period of seven (7) days.

27.02 All applications are to be made within the posting period.

27.03 The senior employee, who, in the opinion of the Hospital has the skills, ability and qualifications to perform the work, including the ability to attend work regularly, shall be awarded the position.

27.04 Where two (2) or more employees have the same seniority date, or seniority hours relative seniority shall be determined by the alphabetical order of their surnames.

27.05 Provided that it does not reduce available hours of regular or casual employees, the Hospital may provide employment to summer or co-op students.

27.06 The Hospital reserves the right to fill vacant positions on a temporary basis until such time that the job posting procedure in completed.

31 I Page 27.07 A Guard who is successful in posting into a vacant temporary position will not be permitted to post into another vacant temporary position prior to the completion of the original term.

27.08 Promotion or Transfer -Applies to Charge Guard position only

(a) There will be a Charge Guard on each shift at each site. (excluding PM Lodge)

Where a permanent Charge Guard vacancy occurs with the bargaining unit, such vacancy shall be posted for a period of seven (7) consecutive calendar days. Applications for such vacancy shall be made within the seven (7) day period referred to herein.

(b) A Charge Guard shall be selected for the position on the basis of their skill, ability including the ability to attend work regularly, experience, qualifications and knowledge. Where these factors are relatively equal amongst the Guards considered, seniority shall govern. providing the successful applicant, if any, is qualified to perform the available work within an appropriate familiarization period.

(c) A Security Guard will serve a trial period of ninety (90) days when promoted to the pos"ition of Charge Guard. In the event the employee proves unsatisfactory in the new position during the trial period or where the employee is unwilling to continue to perform the duties of the new position during the trial period, he or she shall be returned to his/her former cla ssification/position. Any employees who were promoted or transferred as a result of the employee's promotion shall be returned to their former classification/position.

(d) Should a Security Guard wish to step down from the Charge position, the Guard will be given the opportunity to post into the vacancy created as the result ofthe successful candidate for the Charge position vacating a Guard position. Article 28.01 will not apply to this vacancy. There will be no preference given to shift and/or site with respect to the full-time vacancy until the February bidding process.

ARTICLE 28 - COMPENSATION

28.01 The wage rates in effect for the duration of this Collective Agreement shall be as follows:

(a) The Step 2 wage rates will be increased, retroactive to the dates stipulated

32 I Page below:

April 1, 2018 $25.73/hour April 1, 2019 $26.12/hour April 1, 2020 $26.51/hour April 1, 2021 $26.91/hour

(b) The probationary Step 1 rates will be $1.00/hour less than the Step 2 rates above.

(c) Casual employees will receive the Step 2 wage rate after having worked 1200 hours.

(d) The current practice with respect to Charge Guard will be continued. The rate of pay for the Charge Guard will be $1.50/hour over the rate of pay for the Security Guard for each hour worked.

28.02 When a new classification, which is covered by the terms of th is Collective Agreement, is established by the Hospital, the Hospital shall determine the rate of pay for such new classification and notify the Union of it within seven (7) days. If the Union challenges the rate, it shall have the right to request a meeting with the Hospital to endeavour to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Hospital of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of the new rate was given by the Hospital. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in this agreement within fifteen (15) days of such meeting. The decision of the Board of Arbitration shall be based on the relationship established by comparison with the rate(s) for other classification(s) in the bargaining unit having regard to the requirements of such classification.

Note: Plus 14% in lieu of benefits for casual employees or plus 9% in lieu of benefits for casual employees in H.O.O.P.P.

ARTICLE 29 - UNION BUSINESS

29.01 The Hospital agrees to provide space on bulletin boards at both sites for official union notices on the understanding that such notices will be in keeping with the spirit and intent of this Agreement, however, all such notices must be submitted to and approved by the supervisor or the department or his daily authorized representative

33 I P age prior to posting.

29.02 The Hospital will distribute a copy of the new amended Agreement to all employees in the bargaining unit following its execution. The Hospital shall ensure a current copy of the collective agreement is available to employees online.

29.03 TGH/TWH ONLY: the Hospital will make ava ilable, a total of one (1) locker for occasional use by staff not regularly assigned a locker, and a total of one (1) locker for use by the Chief Steward for storage of Union documents

ARTICLE 30 - CORRESPONDENCE

30.01 All correspondence between the parties arising out of this Agreement shall pass to and from the Vice-President Human Resources or his designate and the President of the Union.

ARTICLE 31 - HEALTH AND SAFETY

31.01 The Parties agree that on health and safety grounds, and with the acknowledgement that all employees should generally have a minimum period of hours free from work:

(a) Employees should have a minimum period of at least eight (8) hours free from work from other employers in the twelve (12) hour period immediately preceding their shifts at the Hospital.

(b) At the Hospital's request the employee will provide the Hospital with their work schedule(s) for the other employer(s).

(c) Employees may but are not required to identify other employers.

ARTICLE 32 - MUTUAL SHIFT EXCHANGE

32.01 Upon advance notice in writing and subject to Hospital approval, two (2) employees may mutually agree to relieve or exchange a scheduled shift or part thereof, provided that no overtime premium shall result there from. This request for shift exchange must be submitted a minimum of 48 hours prior to when the approved exchange is to commence.

32.02 The shift exchange must take place within a two-week pay period.

34 I Page 32.03 Shift exchange will not be unreasonably withheld.

32.04 Shift exchanges for Charge Officers can only occur within classification, unless an existing Charge Officer is currently enrolled in an educational program as of September 7, 2013. Time off requests will not be granted on a shift exchange for Charge Officers or Security Guards.

32.05 Mutual shift exchanges will not be approved where departmental operations are adversely affected.

ARTICLE 33 - CHARGE OFFICER

33.01 There will be a charge officer on each shift at each site, excluding the Princess Margaret Lodge.

(a) i) Where a permanent Charge Officer vacancy occurs within the bargaining unit, such vacancy shall be posted for a period of seven (7) consecutive calendar days. Applications for such vacancy shall be made in writing within seven (7) day period referred to herein.

ii) A Charge Officer shall be selected for the position on the basis of their skill, ability including the ability to attend work regularly, experience and qualifications. Where these factors are relatively equal amongst the officers considered, seniority shall govern providing the successful applicant, if any, is qualified to perform the available work within an appropriate familiarization period.

(b) The Charge Guard will be responsible for directing the work force in a leadership capacity. He/she will not be empowered to issue discipline.

(c) The hourly rate for the Charge Guard premium is $1.50 per hour.

(d) Charge Guards may participate in shift bidding in accordance with Article 15, within their classification.

33.02 Lead Hand

The parties agree to the implementation of a Lead Hand position (in the absence of a Charge Officer) and such employee shall receive $0.50 per hour from the time of the assignment. The assignment will be made according to the principles governing the filling of any other vacancy.

35 I Page ARTICLE 34 - CASUAL EMPLOYEES

34.01 Casual Employees

Casual employees shall provide the Hospital with their availability schedule for the following two week period, no later than the Monday prior to the start of the next pay period. Casual employees are required to work twenty (20) shifts in a six month (6) period. Failure to do so will result in their removal from the listing and termination provided the failure is not due to lack of work and if the employee has failed to accept 50% or more of the shifts offered based on submitted availability.

34.02 Casual Employee Call In

(a) All casual security guards shall be called in order of seniority of those casuals who have made themselves available for work. The call in cycle will be reset to the senior casual that has made herself/himself available each pay period. Should additional scheduling be required during a current period, casual guards will be contacted from the last person called. Only one shift will be offered per calt shift "shopping" is not permitted. The only shift that is available is the one that the call is being placed for. A refusal or cancellation is considered a distributed shift. A tour would be deemed to be offered whenever a call is placed.

(b) Casual security guards must provide notice of a scheduled shift cancellation for reasons other than illness or emergency no less than 48 hours in advance of the start of the shift. Shift cancellations will result in shift call forfeiture on a one-to­ one basis during the next call out period.

(c) Where a casual security guard cancels a scheduled shift due to illness, he/she must report that cancellation to his/her supervisor or the security control centre at least four hours in advance prior to the commencement of a scheduled evening or night shift and at least two hours prior to a scheduled day shift.

(d) Where a pattern of scheduled shift cancellations develops, a casual security guard will be subject to the Hospital's attendance management policy. Application of the policy, subject to the grievance procedure, may result in a casual employee not receiving scheduled shifts or in termination of employment.

34.03 Casual Shift Distribution

36 I Page a) The parties agree to the creation of (1) amalgamated seniority list comprised of PMH, TGH and TWH casual employees.

b) Casual employees with super seniority status* may identify which sites they are willing to work at.

c) Callouts will now be conducted on a biweekly basis for the pay period.

d) Callouts will be done on Tuesdays.

e) Availability for the upcoming callout period is due the Monday, the day before callouts are conducted.

f) Failure to submit availability will result in the employee having open availability for the callout period and is subject to Article 35.01.

g) During the first round of callouts, super-senior employees* will be offered (2) shifts. Callouts will then continue on a one-to-one basis for all employees.

h) Last minute shifts will continue to be offered in the same manner as before with the "next-to-be-called" method.

*A super senior casual is a casual employee whose status prior to amalgamation on January 19, 2012 was casual with no change in status since. For clarity, full time employees at the time of amalgamation on January 19, 2012 are not eligible for super seniority status when changing their status to casual from full-time after the date of amalgamation.

34.04 (a) A Call Out list of ten (10) trained PM Lodge casuals will be maintained. Any new vacancies at the PM Lodge subject to training, will be offered to all casual employees on a seniority basis.

(b) Casuals on the PM Lodge list are required to work a minimum of one (1) shift every two (2) months to maintain their status on the list. Failure to do so will result in their removal from the list, provided that the failure is not due to lack of work.

ARTICLE 35 - REQUIRED COURSES

35.01 When advised by the Hospital, employees are required to take course(s) or training

37 I Page to upgrade or maintain their skills or qualifications, excluding obtaining a valid security license.

ARTICLE 36 - RENEWAL, AMENDMENT AND TERMINATION

36.01 This Agreement shall have effect from April 1, 2018, and shall continue to effect until March 31, 2022, or continue automatically thereafter during annual periods of one (1) year each, unless either party notifies the other in writing not less than thirty (30) days and not more than ninety (90) days prior to the expiration date of its desire to amend or terminate this Agreement.

36.02 In the event of such notification being given as to amendment of this Agreement, negotiations between the parties shall begin within fifteen (15) days following such notification.

36.03 If, pursuant to such negotiations, an agreement on the renewal or amendment of this Agreement is not reached prior to the current expiration date, this Agreement shall be automatically extended until consummation of a new Agreement or completion of the proceedings prescribed under the Labour Relations Act, R.S.O., 1970, as amended, of the Province of Ontario and the Hospital Labour Disputes Arbitration, R.S.O., 1970, as amended, whichever should first occur.

ARTICLE 37 - UNIFORM & CLEANING ALLOWANCE

37.01 CLEANING & CLOTHING ALLOWANCE

(a) i) A clothing allowance of up to $375 annually will be provided to each full-time member of the bargaining unit for the purchase of uniform items from the Defined Uniform List. In addition, the Hospital will reimburse appropriate footwear purchases annually for up to $125 upon receiving appropriate receipt of the purchase.

ii) A clothing allowance of up to $185.00 annually will be provided to temporary and casual employees. The Hospital will reimburse appropriate footwear purchases annually of up to $100 upon receiving appropriate receipt of the purchase. In circumstances where the number of hours worked ·by a casual employee is such that this allowance does not adequately cover the costs necessary to buy and replace uniform pieces the employer will consider a request to increase

38 I Page this allowance. Such requests will be addressed on a case by case basis.

(b) The Hospital agrees to provide a cleaning allowance of up to two hundred and fifty dollars ($250.00) per year. This allowance will be paid out on a quarterly basis to full time staff.

37.02 Protective Vests as follows:

The Hospital will reimburse for appropriate protective vest and carrier purchases once every 5 years for up to $700 upon receiving appropriate receipt of the purchase. Alternatively, guards may purchase protective vests and carriers from a designated supplier(s). The supplier(s) will invoice the Hospital directly for the cost of the protective vest up to $700. The Hospital will notify the guards of such supplier(s). Guards will have the option to have custom fit vests to ensure they fit properly. The Hospital will supply, appropriate flashes (insignia/badges) for application to the protective vests. The Hospital will replace or repair at their discretion and at the Hospital's expense a carrier and/or vest that is damaged in the course of the guard's duties or worn out.

Signed this _(q_n_-t_ day of ft:-t;(2

FOR THE ~PLOVER: FOR THE UNION: j ,~

~=­ cl~

39 I Pag e APPENDIX "A"

This Appendix sets out the terms and conditions for all casual security guards as defined in the Certificate issued by the Ontario Labour Relations Board; that is all, security guards employed by the Princess Margaret Hospital in the Municipality of Metropolitan Toronto, regularly employed for not more than twenty-four (24) hours per week and students employed during the school vacation period, save and except supervisors and persons above the rank of supervisor.

1. The following Articles of the Collective Agreement will be applicable to casual security guards:

1, 3, 5, 6, 7, 8, 13.06, 13.07, 14.07, 17, 23.04, 29, 6.04, 32, 33

2. (a) The Hospital will continue its current practice with respect to the matter of benefits and vacation for casual employees.

(b) A casual security guard who has worked a minimum of 2047.50 hours will be eligible for Extended Health benefits.

3. (a) Seniority for casual employees will be calculated and expressed on the basis of hours worked.

(b) A new casual employee will be considered on probation until he has worked a total of 1200 hours from the date of his last hire in the bargaining unit. Upon completion of the probationary period, he shall be credited with 1200 hours of seniority. With the written consent of the Hospital, the probationary employee and the Chief Steward of the Union, such probationary period may be extended. Any extension agreed to will be in writing and will specify the length of the extension.

The Hospital may discharge a casual employee at any time during the probationary period, without cause and at the sole discretion of the Hospital, and such discharge shall not be the subject of a grievance or arbitration.

(c) The Security Guard shall retain full seniority and service in the event that he/she is transferred from full-time to casual. A Security Guard whose status is changed from full-time to casual shall receive credit for full seniority and service on the basis of 2047.50 hours of seniority or service for each year worked. Any time worked in excess of an equivalent shall be prorated at the time of transfer.

40 I P age 11 APPENDIX "B - SCHEDULE FOR 65+ Benefits

65+ Benefits Plan For Permanent Full time (SEIU - Local 2) Brewery TGH/TWH/PMH and Dispatchers

Summary of the Benefits Plan

The following provides a summary of the plan features:

Extended Health Care

Calendar Year Deductible $10.00 single coverage; $20.00 family coverage

Monthly Premium 25% employee paid; 75% UHN paid Dispatchers - 100% UHN paid

Termination Age Employee's age 70 or retirement, whichever is earlier

Prescription Drugs 100% reimbursement Dispatchers: 80% reimbursement, dispensing fee limit of $6.50 per prescription or refill

Vision Care 100% reimbursement $300 every 24 months Reasonable and customary charges for an eye examination by an ophthalmologist or optometrist limited to one examination in a 24 month period (12 month period for a covered dependant under the age of 18)

Health Care Practitioners 100% reimbursement • Speech Language Pathologist Combined maximum of $500 per calendar year for Speech Language Pathologist, • Registered Massage Therapist Registered Massage Therapist, Chiropractor and Psychologist • Chiropractor* TGH/TWH/PMH - Physiotherapist is limited $12.20 per office treatment • Psychologist Dispatchers - The combined maximum of $500 per calendar year also includes the services of an Acupuncturist, Christian Science Practitioner, Naturopath*, Osteopath*, Physiotherapist and Podiatrist* *including one x-ray examination of $25 per calendar year

Private Duty Nursing 100% reimbursement Reasonable and customary charges for in home nursing care by a registered nurse, limited to 90 eight-hour shifts per calendar year.

Hearing Care 100% reimbursement Reasonable and customary charges limited to every 36 months Dispatchers - $500 in a 3 year period

Foot Care / Orthopedic Shoes TGH/TWH/PMH - Unlimited, reasonable and customary charges

Foot Care / Orthotics TGH/TWH/PMH - Limited to 1 pair per calendar year and a maximum of $500

Out-of-Province Emergency Care Medical expenses that are incurred due to an emergency which occurs during the first 90 days of travelling on vacation or business outside of your home province $1,000,000 per lifetime maximum

41 I Page Hospital within Home Province 100% reimbursement Semi-private room accommodation (if you have coverage for both extended health care and semi-private hospitalization care, you are covered for private room accommodation) Dispatchers - private room accommodation

Dental Care

Calendar Year Deductible Dispatchers - $15.00 single coverage; $30.00 family coverage TGH/TWH/PMH - No deductible

Monthly Premium 25% employee paid, 75% UHN paid Dispatchers - 30% employee paid, 70% UHN paid

Termination Age Employee's age 70 or retirement, whichever is earlier

Dental Fee Guide TGH/TWH/PMH - Current Dental Fee Guide of the covered person's home province Recall Examination Once every 9 months TGH/TWH/PMH - once every 6 months

Basic & Minor Restorative Services 100% reimbursement • Diagnostic/Preventive Benefit Reasonable and customary charges ■ Restorative Benefit • Periodontic Benefit • Endodontic Benefit

Major Restorative Services TGH/TWH/PMH: 50% reimbursement • Crown & Bridge Benefits $1,000 combined annual maximum Denture Benefits $1,000 annual maximum ■ Orthodontic Benefit $2,000 lifetime maximum

Dispatchers - 60% reimbursement for Major Restorative Services Diagnostic/Preventive, Restorative, Periodontic, Endodontic, Crown, Bridge and Denture Benefit - reasonable and customary charges up to a COMBINED maximum of $2,500 Orthodontic Benefit - 50% reimbursement; $2,000 lifetime maximum

Short Term Disability Insurance Basic Life Insurance

Short Term Disability 100% UHN Paid Termination Age - 70th birthday or retirement, whichever occurs first

You receive a percentage of salary for sick days depending on your years of service for a maximum of 15 weeks. • 3 months but less than 1 year - 66 2/3% • 1 year but less than 2 years - 70% 2 years but less than 3 years - 80% ■ 3 years but less than 4 years - 90% • 4 or more years of service - 100%

Basic Life Insurance 100% UHN Paid

42 I Page $300 per year of completed service to a maximum of $4,500

Vacation Entitlement

Vacation is based on the appropriate Brewery TGH/TWH/PMH and SEIU Local 2 Dispatchers vacation schedule as per Collective A reement. Your ears of service will continue to accumulate.

43 I Page PMH ONLY

23 April 1998

July 23, 2014

Mr. Cameron Nelson Business Agent Brewery, General and Professional Workers Union 239 Jane Street Toronto, Ontario M6S 3Zl

Dear Mr. Nelson:

Further to my recent discussions with the PMH local, Leo Maddox, regarding the Princess Margaret Hospital conversion to HOODIP, this will serve to confirm that the conversation is targeted for May 1, 1998 PMH. The conversation to HOODIP will integrate the sick benefit plan across the Toronto Hospital for all employee groups.

As you may be aware, the transition from the accrued sick plan to the renewable 75 day sick entitlement period under HOODIP, will significantly improve the sick benefit coverage of the majority of staff members, who at present have limited and/or less than 75 total accrued sick hours to draw from. As discussed, the conversion would eliminate the existing accrued sick entitlement.

With respect to Long Term Disability, as you know, the HOODIP Plan provides for 15 weeks paid sick, followed by a subsequent 15 period of U.I.C. sick benefits, after which approved LTD commences. Any other provisions of LTD benefits remain unchanged.

As discussed, to facilitate the conversation, it is mutually agreed that any bargaining unit members, who are currently entitled to sick pay, whose hire date is prior to May 1, 1998 will be entitled to receive sick pay at a rate of 100% of their regular earnings. Employees hired after May 1, 1998 will receive sick pay as per the graduated plan under HOODIP.

Thank you for your attention to this matter. Please sign and return by fax this letter to my attention at your earliest convenience (946-6557).

Sincerely,

Victor Trotman, Labour Relations Senior Director

Carner nNeljn, P,!~+

44 I P age PMH ONLY

23 April 1998

July 23, 2014

Mr. Cameron Nelson Business Agent Brewery, General and Professional Workers Union 239 Jane Street Toronto, Ontario M6S 3Zl

Dear Mr. Nelson:

Further to my fax of earlier today regarding the conversation to the Toronto Hospital sick plan, this will serve to confirm that there is no two-week waiting period for UIC sick benefit following the 15 weeks of sick benefits under the HOODIP Plan. The 15 weeks is recognized as approved sick time and the waiting period is waived.

Furthermore, I want to clarify that the conversion with the TTH Plan refers to the HOODIP Short Term Disability Plan. As previously indicated, this will not require any change to the existing benefit coverage or cost of the PMH LTD Plan.

Sincerely,

Victor Trotman, Labour Relations Senior Director

45 I Page LETTER OF UNDERSTANDING NO. 1

RE: Minimum Security Coverage

TGH/TWH ONLY

Toronto General Hospital Toronto Western Hospital

Monday- Sunday Permanent Full-Time Employees

2 Guards ➔ 1 Charge Officer 2 Guards ➔ 1 Charge Officer

2 Guards ➔ 1 Charge Officer 2 Guards ➔ 1 Charge Officer

2 Guards ➔ 1 Charge Officer 2 Guards ➔ 1 Charge Officer

NEW - Property of the Hospital

Memo books, shoulder patches and other identification and all other reports written materials containing confidential information and / or relating to the provision of security operations by the Security Guard are the property of the Hospital and shall be returned to the manager or immediate supervisor upon the termination of employment.

NEW - Valid License

All employees in the position of Security Guard or any other security position as required by legislation must hold and carry a valid license.

Any employee requiring a valid license is required to provide proof of his/her license to the Manager of Security Operations (or his/her designate) at the time of initial issuance, or in advance of the time of hire, and at, or in advance of, each renewal date.

Any employee requiring a valid license who fails to obtain or hold and carry a valid license shall result in the immediate relief from duty without pay. The employee will be granted ninety (90) calendar days to obtain or hold and carry a valid license from the date of failure to first provide proof of possession of a valid license. During this period, seniority will be frozen and will not accrue. Failure to obtain or hold and carry a valid license within ninety (90) calendar days will result in the termination without severance and without the right to grieve.

46 I P age LETTER OF UNDERSTANDING N0.2

Introduction of New Technology

Technological change means the introduction of equipment different in nature, type and quantity from that previously utilized.

The Hospital shall advise the Union in writing prior to the introduction of any major technological change(s) at least thirty (30) calendar days prior to implementation of such changes.

If technological change is introduced, employees who require time to adapt to new technology shall be given up to sixty (60) calendar days time to acquire the new skills without loss of pay or hours.

SIGNED AT TORONTO, ONTARIO, THIS lq'f\f DAY OF f-th<2u~ 2020.

FOR THE EMPLOYER FOR THE UNION

-;422 '"bbq::?

47 I Page