COLLECTIVE AGREEMENT
Between
Waterloo North Hydro Inc.
(Hereinafter referred to as the “Corporation”)
and
Local Union 636 of the
International Brotherhood
of Electrical Workers (AFL-CIO-CLC)
(Hereinafter referred to as the “Union”)
April 1, 2016 to March 31, 2020 TABLE OF CONTENTS
ARTICLE 1 - UNION RECOGNITION ...... 2 ARTICLE 2 - CORPORATION RIGHTS ...... 2 ARTICLE 3 - UNION DUES ...... 2 ARTICLE 4 - RELATED RIGHTS AND OBLIGATIONS ...... 3 4.01 No Discrimination ...... 3 4.02 Gender Neutral ...... 3 4.03 Strikes and Lockouts ...... 3 4.04 Contracting out Affecting a Job Classification ...... 3 ARTICLE 5 - SENIORITY...... 4 5.03 Temporary Employee: ...... 4 Probationary Employee: ...... 4 Regular Employee: ...... 4 Regular Part-time Employee: ...... 5 5.05 Lay-off and Recall ...... 5 ARTICLE 6 – GRIEVANCE/DISCIPLINE/ARBITRATION PROCEDURE ...... 6 6.01 Verbal Step ...... 6 6.02 Grievance Procedure...... 6 6.03 Corporation Grievance ...... 7 6.04 Discipline and Discharge ...... 7 6.06 Time Limits ...... 8 6.07 Grievance Mediation Process ...... 8 6.08 Arbitration ...... 8 ARTICLE 7 – WORKING HOURS ...... 9 7.03 Time Balance ...... 11 7.06 Shift Premiums ...... 14 7.07 On-Call ...... 14 7.08 Call-Out ...... 15 ARTICLE 8 - PAID HOLIDAYS ...... 15 ARTICLE 9 - VACATIONS ...... 16 9.08 Vacation Attraction Benefit ...... 17 ARTICLE 10 - SICK PAY ...... 17 ARTICLE 11 - HEALTH AND WELFARE...... 19 ARTICLE 12 - JOB POSTING ...... 21 12.08 Job Rotation Opportunities ...... 22 ARTICLE 13 - LEAVE OF ABSENCE ...... 22 13.02 Bereavement Leave ...... 22 13.03 Jury Duty ...... 23 13.05 Personal Day Off ...... 23
ii ARTICLE 14 - SAFETY RULES, EQUIPMENT AND WORKERS’ COMPENSATION ... 23 14.01 Workplace Safety and Insurance Board Allowance ...... 23 14.02 Safety Equipment ...... 23 14.03 Safety Rules ...... 24 ARTICLE 15 - LABOUR RELATIONS ...... 24 15.01 Labour Relations Committee ...... 24 15.02 Union Grievance Committee ...... 24 15.05 Union Negotiating Committee ...... 24 15.08 Time Off for Union Activities/Other Union Business ...... 25 ARTICLE 16 - GENERAL ...... 25 16.01 Inclement Weather ...... 25 16.02 Changes of Status ...... 25 16.03 Acting Supervisor ...... 25 16.05 Rebates ...... 26 16.06 Relief Pay ...... 26 16.07 Pay Day ...... 26 16.08 Demotion ...... 26 16.09 OACETT Certification ...... 26 16.10 Ontario College of Trades Membership Fees ...... 26 16.11 Recognition of Common-Law Relationship...... 27 ARTICLE 17 – DURATION ...... 27 ARTICLE 18 – WAGES ...... 27 18.02 Progression...... 27
SCHEDULE “A” - WAGE SCHEDULE FOR THIRTY-FIVE OR FORTY HOURS PER WEEK 28 SCHEDULE “B” - WAGE SCHEDULE FOR FORTY HOURS PER WEEK ...... 30 SCHEDULE “C” - WAGE SCHEDULE FOR FORTY HOURS PER WEEK ...... 33
LETTERS OF UNDERSTANDING ...... 34 1. Article 7 – Hours of Work: Appendix A and Appendix B ...... 34 2. Paid Safety Rest Time ...... 34 3. Banking of Overtime for Schedule A and B Employees ...... 34 4. Corporation and Employee Efficiencies ...... 34 5. Merger/Amalgamation ...... 34 6. Protocol for Selecting Employees for Planned Overtime Work in the Operations Department ...... 34
iii THIS AGREEMENT made the 1st day of April, 2016
BETWEEN WATERLOO NORTH HYDRO INC. Hereinafter referred to as the “Corporation”
AND its employees as represented by LOCAL UNION 636 of the INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS (AFL-CIO-CLC) Hereinafter referred to as the “Union”
ARTICLE 1 - UNION RECOGNITION
The Corporation recognizes the Union as the sole and exclusive Bargaining Agent for all employees, save and except confidential employees, supervisors and those above the rank of supervisor, temporary employees, students employed during their school vacation and co-op students employed during their school vacation and/or work semester.
ARTICLE 2 - CORPORATION RIGHTS
The Union recognizes that the Corporation has the right to manage its business and direct the working force, make, amend and enforce such rules and regulations as shall from time to time be required, consistent with the terms and conditions of this Agreement.
ARTICLE 3 - UNION DUES
The Corporation agrees to deduct, each pay, from the wages of all employees in the Bargaining Unit, Union dues as directed by the Union from time to time. New employees shall have the union initiation fee deducted from the first pay period. It is the Union’s responsibility to advise the employer of the amount of the initiation fee.
The Corporation agrees to deduct, each pay, from the wages of all temporary employees (while working in bargaining unit positions), union dues in accordance with this Article, but no union initiation fees.
The Union shall notify the Corporation, in writing, of the amount of such dues to be deducted under this section and, provide at least thirty (30) days written notice of any changes in the amounts thereof that may be directed from time to time.
2 The Corporation shall forward these deductions to the Union once each month, together with an alphabetical listing of names showing:
a) the amount deducted from each employee b) the total amount of dues deducted to date from each individual employee c) all information used to determine this deduction
Such remittances will be forwarded to the Union so that they are received not later than the last day of the month following the month in which the dues have been deducted payroll deductions will not include any Union fines. Union dues will be included on the employee's T4 slip (for income tax purposes). In consideration of the deduction and forwarding of Union dues by the Corporation, the Union agrees to indemnify and save harmless the Corporation against any claim or liability arising out of, or resulting from, the collection and forwarding of regular Union dues or Union initiation fees.
ARTICLE 4 - RELATED RIGHTS AND OBLIGATIONS
4.01 No Discrimination
It is agreed that there will be no discrimination on the part of the Corporation or the Union in compliance to relevant legislation such as: the Ontario Labour Relations Act, Human Rights Code, Canadian Charter of Rights and Freedoms, and Corporation policy such as Waterloo North Hydro Inc.’s Harassment Policy.
The Union and the Corporation are committed to providing a safe and secure work environment free from violence, threats, or perceived threats, intimidation and verbal, physical or sexual harassment. Any complaint related to safety and security of any member in the bargaining unit will be addressed expeditiously by the Corporation and the Union. Accordingly, the Corporation and the Union agree to post a statement of this commitment to this principle on the “official” bulletin board.
4.02 Gender Neutral
Where applicable, words used in this Agreement in the masculine gender shall include the feminine gender.
4.03 Strikes and Lockouts
It is hereby agreed that no cessation of work shall occur through strikes or lockouts during the life of this Agreement as defined in the Ontario Labour Relations Act.
4.04 Contracting out Affecting a Job Classification
Prior to the contracting out of any work that would eliminate all regular employees from a job classification normally within the Bargaining Unit; a meeting will be convened between the Union and the Corporation to discuss options and alternatives for such work to remain within the jurisdiction of the Bargaining Unit. 3 ARTICLE 5 - SENIORITY
5.01 Seniority is defined as the length of continuous service with the Corporation and will be used for the purpose of deciding the order of lay-off and recall of employees during work shortages, subject to Clause 5.05.
5.02 Seniority shall date in all cases from the time the employee last entered the employ of the Corporation, reduced by the time spent on lay-offs.
5.03 Employees shall be classified as Temporary, Probationary, Regular or Regular Part-time Employees, according to the following definitions:
Temporary Employee:
An employee hired for a specified period of time, generally prompted by illness, volume of work, accident, vacation replacement, maternity/parental leave to a maximum of twelve (12) months, unless agreed to in writing with the union, and is not to be used with the intent of continuous employment. Temporary employees may be either full-time or part- time.
The Corporation will advise the Unit Chairperson and the Business Representative in writing when a temporary employee is hired, the reason and the duration of the hire.
It is understood that the use of a temporary employee by the Corporation will not prevent a regular employee from returning to work earlier than planned.
Temporary employees will not have recourse to the grievance and arbitration procedure for termination at the end of their term or upon completion of the job; nor where, in the opinion of management, the employee is not suitable for further employment with the Corporation.
In the event a temporary employee becomes a regular employee with no break in employment, his or her period of temporary employment shall be considered to have been continuous for the purposes of seniority, service and pay progression.
Probationary Employee:
An employee who is hired with a view to filling a classified job. He shall undergo a probationary period of six (6) months, during which time his qualifications and job performance will be assessed. If, during this time he is considered as not being satisfactory to the Corporation, he may be released. At the end of this probationary period, he shall either be released or progressed to a Regular Employee and his seniority will date back to his time of hiring as a Probationary Employee. Probationary Employees shall not have recourse to the Grievance Procedure for discipline or discharge except where the Union believes that the discharge was made arbitrarily or in bad faith.
Regular Employee:
An employee who has completed the probationary period satisfactorily.
4 Regular Part-time Employee:
An employee who is hired to work on a regular part-time basis, subject to prorated seniority and paid time off benefits. The seniority of employees in positions where hours of work are other than full time, shall be determined on a pro-rata basis in accordance with the proportion of full time hours paid, except as provided for elsewhere in this agreement. Full premium based benefits shall be made available subject to pro-rated sharing of premium costs which shall be billed to the employee on a quarterly basis.
Rates of pay will be based on the hourly equivalent for the applicable job classification.
5.04 An employee shall lose seniority status and cease to be an employee of the Corporation:
(a) If he quits employment voluntarily or is discharged for cause
(b) If he fails to report to work after a lay-off within seven (7) days of recall. Recall shall be deemed to have been carried out if a registered letter has been sent to the last known address of the employee and the letter is received or returned. While on lay-off the employee is responsible for advising the Corporation in writing of his correct address
(c) If lay-off exceeds twelve (12) months
(d) If he retires on pension
(e) If he is absent due to a certified non-compensable illness or injury for a period of twenty-four (24) consecutive months, or the length of accumulated sick leave, whichever is greater. The severing of seniority rights shall not result in the termination of LTD benefits
(f) If he is absent due to a certified compensable illness or injury for a period of twenty four (24) consecutive months or the length of accumulated sick leave whichever is greater or the employee enters into the WSIB Work Transition program
5.05 Lay-off and Recall
(a) In the event of lay-off, the Corporation shall notify the Union of the job classifications to be laid off at least ten (10) working days before the effective date of the lay-off, to discuss alternative measures to avoid the lay-off
(b) Prior to a lay-off of regular and regular part-time employees in the bargaining unit, all students, temporary employees and contractors within that classification shall be laid off first
(c) In the event that it is necessary to reduce employees, the Corporation agrees that regular and regular part-time employees shall be laid off by job classification and level within the bargaining unit in the reverse order of seniority provided that qualified employees remain to perform the work available
5 (d) Regular and regular part-time employees laid off may exercise their bumping rights within any job classification in the bargaining unit having a level and job classification the same as theirs or lower, providing they are bumping a regular employee with less seniority and they possess the qualifications, skill and ability to perform the job. When bumping into a lower job classification, the rate of pay shall be the highest for that job classification but not greater than the employee’s current rate of pay. Regular and regular part-time employees laid off may displace a student, temporary employee or contractor in any job classification providing they possess the qualifications, skill and ability to perform the job
(e) Regular and regular part-time employees shall be recalled in the reverse order of seniority in which they were laid off provided they possess the qualifications, skill and ability to perform the job available. The Corporation will send notice by registered mail to the last known address, which the employee has filed with the Corporation
5.06 A seniority list will be posted in each department showing utility seniority for each regular and regular part-time employee in the department. A copy shall be supplied to the Union on an annual basis or whenever a revision is made.
ARTICLE 6 – GRIEVANCE/DISCIPLINE/ARBITRATION PROCEDURE
6.01 Verbal Step
It is the policy of the Corporation to allow employees a reasonable opportunity to present to their supervisor any request or complaint that they may have concerning their working conditions. If the request or complaint is not satisfactorily resolved, then the matter may become the subject of a grievance.
6.02 Grievance Procedure
(a) Definition: For the purpose of this agreement “grievance” 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 (b) Procedure: The grievance procedure shall be as follows:
Step 1: An employee having a complaint shall discuss it with his supervisor as promptly as possible and in no event later than five (5) working days after the occurrence of the alleged incident. For this section, working days mean days at work and excludes vacation, paid holidays and sick time. The employee may be accompanied by his steward or designate. The supervisor shall give his answer to the employee within five (5) working days.
Step 2: Thereafter any employee or group of employees having a grievance shall make it known to the Grievance Committee. The Grievance Committee will investigate the circumstances and after it has been established that the grievance is a legitimate one, they shall assist in reducing it to writing. It will then be submitted by the Grievance Committee within five (5) working days of the supervisor’s decision, to the appropriate section superintendent or supervisor who will render his decision in writing to the Committee not later than five (5) working days following the day on which he received the grievance.
Step 3: Failing a satisfactory settlement in Step 2, the Grievance Committee may within five (5) working days after the receipt of the decision of the appropriate section superintendent or supervisor, take the grievance to the department Vice- President who shall have five (5) working days in which to render a decision to the Committee.
Step 4: Failing a satisfactory settlement in Step 3, the Grievance Committee may within five (5) working days after the receipt of the decision of the department Vice-President, take the grievance to the President who shall have five (5) working days in which to render a decision to the Committee.
Step 5: Each of the Parties hereto agrees that any grievance which has previously been carried through all steps of the grievance procedure and which has not been settled to the mutual satisfaction of the Parties hereto, may be referred within ten (10) working days of the answer at Step 4 to Arbitration at the request of either Party.
6.03 Corporation Grievance
Should the Corporation have a grievance it shall be reduced to writing and discussed with the Union Grievance Committee within five (5) working days. An answer will be given to the Corporation in writing by the Union within ten (10) working days.
6.04 Discipline and Discharge
Any regular or regular part-time employee who has been disciplined or discharged may file a grievance at Step 2 of the Grievance Procedure if the discipline or discharge was considered to be unjust by the employee.
7 6.05 A Steward or Union representative will be present at any meeting, with the member of the Bargaining Unit, where the employee is disciplined. At this meeting and at the request of the employee, Union representation may be declined in the presence of the Union representative. The Unit Chairperson will be sent a notice of each memorandum or letter regarding discipline.
6.06 Time Limits
The time limits outlined in the Grievance/Arbitration Procedure may be extended by mutual agreement between the two Parties.
6.07 Grievance Mediation Process
The Parties agree that in the event a grievance is not settled at Step 4 of the grievance procedure, the Parties may mutually agree to refer the matter to a Grievance Mediation process, before taking the matter to Arbitration. The Parties will share the cost of the Grievance Mediator on an equal basis. The Union may have the employee, together with a steward and/or the Unit Chairperson at the meeting. A representative of the I.B.E.W. may also be present.
6.08 Arbitration
Where a difference arises as to the interpretation, application, or administration of this Agreement, including any question as to whether a matter is arbitrable, or where an allegation is made that this Agreement has been violated, either of the Parties, may, after exhausting any grievance procedure established by this Agreement, notify the other Party in writing not later than ten (10) working days after the expiration of the time limits defined under Step No. 4, of its desire to submit the difference or allegation to arbitration and also must name the Party’s list of a maximum of three sole Arbitrators.
6.09 The Party receiving the notice shall, within ten (10) working days advise the other Party of its acceptance of one of the three Arbitrators or alternatively, supply a list of three (3) additional sole Arbitrators. Both Parties will attempt to come to agreement on selecting a sole Arbitrator. In the event the Parties are unable to agree on a sole Arbitrator within ten (10) working days, the Minister of Labour of Ontario shall be asked to appoint an Arbitrator.
6.10 The sole Arbitrator shall hear and determine the difference and shall issue a decision and the decision shall be final and binding upon the Parties and upon any employee affected by it.
6.11 The sole Arbitrator shall not be authorized to alter, modify, or amend any part of this Agreement, nor to make any decision inconsistent with the provisions thereof, nor to deal with any matter not covered by this Agreement or any matter, which does not involve the interpretation, application, administration or alleged violation of this Agreement.
6.12 The expenses of the sole Arbitrator shall be borne equally by the Parties.
8 6.13 As an alternative to the sole Arbitrator, an Arbitration Board may be used if mutually agreeable. Procedure for the selection of the Board will be in accordance with the provisions as contained in the Ontario Labour Relations Act as amended. Costs shall be borne equally by the Parties. 6.14 If the Corporation is considering discipline that involves loss of pay or benefits to an employee, the Corporation agrees that the discipline that occurred more than thirty-six (36) months prior to the current incident shall not be considered, provided that the employee’s record has been discipline free for such thirty-six (36) month period. Save and except as specified in a grievance settlement.
ARTICLE 7 – WORKING HOURS
7.01 The employees as detailed in Schedule “A” shall be subject to the following working hours:
The normal hours of work, other than scheduled shifts, shall be seven (7) hours per day, thirty-five (35) hours per week, or eight (8) hours per day, forty (40) hours per week. The daily hours to be between 0800 hours and 1700 hours with thirty (30) minutes (based on mutual agreement) to one (1) hour off for lunch for employees working thirty-five (35) hours per week and thirty (30) minutes off for lunch for employees working forty (40) hours, Monday to Friday inclusive. There shall be a ten (10) minute break morning and afternoon at the job site, but no additional time may be taken to procure refreshments. The option of the thirty (30) minute lunch period may be cancelled by either the employee or the supervisor with two (2) weeks written notice.
Employees detailed in Schedule “A” who normally work thirty-five (35) hour per week shall not be required to work forty (40) hours per week unless mutually agreed between the parties. This does not apply if the employee working thirty-five (35) hours per week is the successful candidate for a posted forty (40) hour per week position.
Any positions moved to forty (40) hours per week shall not move back to thirty-five (35) hours per week unless mutually agreed by the parties.
7.02 The employees as detailed in Schedule “B” shall be subject to the following working hours: The normal hours of work, other than scheduled shifts, shall be eight (8) hours per day, forty (40) hours per week, the daily hours to be between 07:00 hours and 17:00 hours Monday to Friday inclusive. There shall be a ten (10) minute break morning and afternoon at the job site but no additional time may be taken to procure refreshments.
9 The lunch break will be a thirty (30) minute unpaid lunch except for the job classifications noted below.
(a) Twenty (20) minute paid lunch break at the job site from the first Monday in April until the last Friday in October. The remainder of the year will be a thirty (30) minute paid lunch break at the job site or a practical location, to be determined by the Supervisor. Groundman Driver/Operator Utility Arborist Powerline Maintainer Utility Arborist Lead Hand
(b) Twenty (20) minute paid lunch at the job site. Field Services Person Customer Support Representative - Collections Facilities Maintenance Person P & C Technologist Facilities Technician Meter Technician Station Maintenance Electrician
7.03 As per the posted Shift Schedule, Schedule “C” employees will work rotating shifts to ensure continuous Control Room coverage consisting of twelve and one quarter (12.25) hour day shifts (‘D’), twelve and one quarter (12.25) hour night shifts (‘N’) and eight (8) hour day shifts.
Spare shifts are all shifts other than day shift (D) or night shift (N).
Spare shifts will be included in the shift schedule for time balancing purposes, outage planning, training opportunities or participation on committees. Spare shifts are typically four (4), eight (8) or twelve and one quarter (12.25) hours.
The content, preparation, posting and administration of the Posted Shift Schedule for employees as detailed in Schedule “C” is the responsibility of the Corporation.
The posted Shift Schedule will be completed in a manner that considers the needs of both the employee and the Corporation.
(a) A six (6) month Shift Schedule commencing April 1 and October 1 averaging forty (40) hours per week will be prepared and posted, indicating the days, hours of work (shift) and operating position for each Operator. The Corporation will prepare a proposed Shift Schedule a minimum of ninety (90) days prior to the commencement of the Shift Schedule and provide the proposed Shift Schedule to the employees. The employees will return the proposed Shift Schedule to the Corporation sixty (60) days prior to the commencement of the Shift Schedule with their requested changes to the proposed Shift Schedule. The proposed Shift Schedule will be finalized by the Corporation and posted thirty (30) days prior to the commencement date of the Shift Schedule. The Corporation, in consultation with the employees, will resolve any scheduling issues. As an option, by mutual agreement between the Corporation and the Schedule “C” employees, a one (1) year Shift Schedule commencing April 1 may be prepared and posted.
10 (b) Shift changes between twelve and one quarter (12.25) hour shifts will provide a minimum of eleven and three quarters (11.75) hours off for the employee involved; shift changes from twelve and one quarter (12.25) hour shifts to eight (8) hour shifts will provide a minimum of eleven and three quarters (11.75) hours off; shift changes from eight (8) hour shifts to twelve and one quarter (12.25) hour shifts will provide a minimum of 15 and one quarter (15.25) hours off.
(c) In developing the shift schedule, no more than four (4) twelve and one quarter (12.25) hour shifts may be scheduled in sequence and must be followed by a minimum of forty-seven and three quarters (47.75) hours off.
(d) Time Balance
Regularly scheduled shifts, spare hours, statutory holidays occurring and other entitlement hours such as floating statutory holidays and vacation shall be included when computing each System Operator’s time balance.
The parties agree that they will share in the responsibility to balance each System Operator’s scheduled shift hours to as close to zero as practical for the six (6) month periods ending on September 30 and March 31 each contract year. As of March 31 the Corporation shall ensure the individual time balance for System Operators are reasonably equal for the preceding 12-month period. When a System Operator has a time balance of greater than plus twenty-four and one half hours (+24.5) after December 1 of any year, the Corporation may consider corrective measures which include but are not limited to omission of Spare shifts or payment of overtime in accordance with Article 7.05 (e) to achieve a zero time balance. Where the Corporation determines overtime is to be paid to achieve a zero time balance, this will be done effective March 31. Modest negative time balances will be carried forward into the following six (6) month schedule period.
(e) Revisions to the Shift Schedule
Revisions to the shift schedule should be done in a manner that mutually meets the needs of both the employee and the Corporation. It is the Corporation’s intent to minimize the impact of revisions to the shift schedule on the affected employees consistent with good business practices. This shall be accomplished by open discussion with all potentially affected employees to ensure:
- The impact of disruption to the employee’s previously scheduled time off is considered
- That employees understand the impact of the changes on the cost to the Corporation
11 The shift schedule may be subject to revisions, with mutual agreement between the Supervisor and an employee(s), as follows:
(i) Spare hours of work may be inserted or changed within the Shift Schedule to supply relief providing a minimum notice of fifteen and one quarter (15.25) non-working hours is given before the start of the first affected shift. If sufficient notice cannot be provided, this change will not be made
(ii) With a minimum of four (4) days’ notice, spare days of work may be interchanged with scheduled days off for purposes of relief, meetings, interviews, and short term leave of absence, additional help during heavy workload periods and job-related training and development. The System Operator being trained will be assigned specific hours of work for the duration of the training period; these will be assigned at or before the time the System Operator begins training
Every effort will be made by the Corporation to maintain the minimum of fifteen and one quarter (15.25) hours off when a System Operator is assigned to transition between one or more consecutive scheduled day shifts and one or more consecutive scheduled night shifts. However, where it is necessary to do so and with the appropriate notice, less than fifteen and one quarter (15.25) hours off between shifts may be scheduled. These short changes will be limited to four (4) changes per System Operator for a posted 6 month Shift Schedule.
(f) Schedule Administration
Although the content, preparation, posting and administration of shift schedules is the responsibility of the Corporation, the preference of the majority of employees in Schedule “C” for a particular basic type of schedule will be considered. Such preferences will be made known to the Corporation prior to commencement of the preparation of a new Shift Schedule. However, if the efficiency of the System Operation or the health and safety of the employees could be affected by the chosen Shift Schedule, then the Corporation will provide the Union with reasons why the desired schedule cannot be implemented.
Operating positions identified on the shift schedule (i.e. “D”, “N”) will be filled.
7.04 The hours in sections 7.01, 7.02 and 7.03 shall not be read or considered as a guarantee of hours of work per week.
12 7.05 Overtime
All employees of the Corporation, who might be called on to work, will consider the obligation to work overtime when requested, as a condition of employment.
The following overtime shall be applicable to all employees:
(a) Double time will be paid for all hours worked outside of normal hours of work including paid holidays as per Article 8.
(b) The maximum meal allowance will be fourteen dollars ($14.00) April 1, 2016.
If a break is taken to eat an entitled meal, one (1) hour at straight time will be allowed and paid for this purpose, (the straight time pay may not be combined with any other pay provision). If a break(s) is/are not taken to eat an entitled meal(s), then the equivalent of one (1) hour straight time will be paid in addition to each meal allowance.
Payment of a meal allowance will be made when working overtime according to one of the following conditions:
(i) For emergency work after one (1) hour of consecutive work, immediately preceding normal hours of work
(ii) After two (2) hours of consecutive work following normal hours of work and every four (4) hours thereafter
(iii) If an employee is called out to work after completing his regular shift, he will be permitted to have a meal after each four (4) hours of work
(iv) For planned work, after two (2) hours of consecutive work immediately preceding normal hours of work
(v) After ten (10) hours of consecutive planned overtime and every four (4) hours thereafter on Saturdays, Sundays and paid holidays.
(c) In the case of overtime work, should an employee be asked to remain at home to await a call to return to his overtime work, he shall be paid at the rate of fifty percent (50%) of normal straight time pay during the hours he is on stand-by
(d) In the case of planned overtime, if the arrangement is cancelled after an employee has reported to work or less than eight (8) hours before he is scheduled to report to work, unless the employee is notified on a regular shift which precedes the planned overtime, such employee shall be paid two (2) hours at straight time
13 (e) The Corporation has the sole right to schedule shifts as required. For the purpose of this clause, the words “scheduled shifts” shall be understood to mean the hours that each individual is scheduled to work, with the exception of the normal day worker who is covered under Article 7.01, 7.02 and 7.03. “Overtime” for shift workers shall be understood to mean all hours outside of those scheduled. The normal shift shall be eight (8) hours for Schedule “B” employees and seven (7) hours or eight (8) hours for Schedule “A” employees and twelve and one quarter (12.25) hours for on shift workers in Schedule “C”
7.06 Shift Premiums
All employees on scheduled shifts will be paid the following shift differential:
Schedule “A” and “B” Employees:
1600 hours to 2400 hours - Monday to Friday - 2.2% above their regular hourly wage effective April 1, 2016
2400 hours to 0800 hours - Monday to Friday - 2.2% above their regular hourly wage effective April 1, 2016
All hours - Saturday and Sunday - 4.6% above their regular hourly wage effective April 1, 2016
Schedule “C” Employees:
1900 hours to 0700 hours - Sunday to Friday - 10% above their regular hourly wage rate effective April 1, 2016
Friday 1900 hours to Sunday 1900 hours - 20% above their regular hourly wage rate effective April 1, 2016
Paid holidays: Defined in Article 8 with the exception of Remembrance Day
- Two times the base rate
There is no stacking of shift differentials.
7.07 On-Call
Qualified employees will be placed “on-call” as required by the Corporation. The rotation of employees for on-call duty will be in accordance with rules specified by the Corporation. On-call employees will keep themselves fit for duty and ready to proceed to the work centre or work location as specified by the call-out.
The Corporation’s expected response time for on-call employees under normal traffic and driving conditions is to arrive at the work centre or specified location within thirty (30) minutes of receiving notification to respond to a call-out.
14 On-call employees will be selected in accordance with the working rules and the provisions of this contract with regards to safe practices. Except for sickness and bereavement leave, the onus for on-call replacement rests with the individual.
The on-call pay will be at the rate: 4.0% of their regular hourly wage effective April 1, 2016
7.08 Call-Out All employees who are called out to meet emergency conditions shall be paid a minimum of two (2) hours at double the straight time pay or the actual time at double the straight time pay, whichever is greater. Where a second call-out occurs prior to the end of the two (2) hour minimum call-out period, the employee will be paid for a single contiguous period of time from the start of the first call-out to the end of the last call-out at double the straight time pay. There will be no stacking of multiple minimum call-out periods.
ARTICLE 8 - PAID HOLIDAYS
Days to be recognized as paid holidays will be New Year’s Day, Family Day, Good Friday, Easter Monday, Victoria Day, Canada Day, August Civic Holiday, Labour Day, Thanksgiving Day, Christmas Day and Boxing Day, and for regular and regular part-time employees, Remembrance Day and an additional floating holiday, both floating holidays can be taken any time during the year upon request to the Corporation.
To be entitled to holiday pay, an employee must work the regularly scheduled work day immediately preceding and immediately succeeding the holiday unless absent in accordance with or pursuant to Article 9, 10, and 13 of this Agreement, or unless away due to an excusable absence.
A Schedule “C” employee scheduled to work a paid holiday on a twelve (12) hour shift will be paid twelve (12) hours at the premium rate per article 7.06 plus eight (8) hours credited to be taken at a later date arranged with the supervisor. The System Operator on his day off will be credited with eight (8) hours to be taken at a later date arranged with the supervisor. Where a paid holiday falls on a weekend, the shift premium for the scheduled System Operator will be paid on the actual day of the holiday and not on the day it is observed (i.e. if Christmas Day (December 25) falls on a Saturday, but is normally observed on a Monday), the shift premium for the normally scheduled System Operator will apply on the Saturday and not on the Monday. There will be no scheduling off on statutory holidays. Employees shall not be permitted to schedule vacation on weekends, which include a statutory holiday. Employees shall be permitted to have another System Operator work on such weekends based upon mutual agreement between the System Operators.
The posted shift schedule will show an “H” for Schedule “C” employees not scheduled to work on the paid holiday. For System Operators scheduled to work on the paid holiday, the proposed shift schedule will show an “H” on the first scheduled non-working day either immediately preceding or following the holiday. Under mutual agreement, the “H” day may be re-scheduled.
15 ARTICLE 9 - VACATIONS
9.01 The efficient operation of the Corporation’s plant and business will be considered first in arranging vacations. Vacations shall be arranged between the employees and the appropriate section supervisor. Seniority shall only govern in arranging vacations until April 1st for the following twelve (12) months, (April 1 - March 31). The following sections (a) to (f) shall be subject to section 9.06:
(a) An employee with less than one (1) years’ service on the last day of December will be entitled to earn vacation with pay at the rate of two (2) days for each full month worked to a maximum of 10 days
(b) An employee with one (1) year of continuous service on the last day of December will be entitled to two (2) weeks’ vacation with pay at the employee’s straight time pay
(c) An employee with three (3) years of continuous service on the last day of December will be entitled to three (3) weeks’ vacation with pay at the employee’s straight time pay
(d) An employee with nine (9) years of continuous service on the last day of December will be entitled to four (4) weeks’ vacation with pay at the employee’s straight time pay
(e) An employee with seventeen (17) years of continuous service on the last day of December will be entitled to five (5) weeks’ vacation with pay at the employee’s straight time pay
(f) An employee with twenty-six (26) years of continuous service on the last day of December will be entitled to six (6) weeks’ vacation with pay at the employee’s straight time pay
9.02 Employees who terminate their employment with the Corporation for any reason shall receive a pro-rated vacation pay in accordance with their seniority and the above schedule.
9.03 Seniority shall not apply for those employees transferring to a new department or section during the calendar year of the transfer, and any scheduled vacation set prior to the transfer date may change at the Corporation’s discretion.
9.04 Due to the difficulty in scheduling holidays for Schedule “C” employees, only two (2) calendar weeks (Sunday to Saturday) in any quarter of the year shall be selected and approved with seniority governing for these workers. After each shift worker has already selected his two (2) calendar weeks, then again seniority shall govern for the remainder of the time available on or before the dates to have seniority count.
16 Once the shift schedule is posted, additional vacation and changes to scheduled vacation, normally will not be approved for scheduled day (“D”) and night (“N”) shifts, but may be considered if it mutually meets the needs of both the employee and the Corporation. A minimum of fourteen (14) calendar days’ notice will be required to schedule days off.
Subject to mutual agreement between parties, spare days may be moved within the posted Shift Schedule for the purpose of shift coverage of vacation and floating statutory days with seven (7) days’ notice. Time off must be approved by the Supervisor.
9.05 When a day observed as a paid holiday falls within a vacation period of an employee, such holiday may be added to the vacation.
9.06 Up to five (5) days of unused vacation may be carried over and taken by March 31st of the next calendar year. All other unused vacation entitlement as of December 31st will be forfeited. Under exceptional circumstances, and at the sole discretion of the Corporation, employees may be permitted to carry unused vacation beyond March 31st or be paid out for unused vacation credits.
9.07 Written vacation requests received after April 1st will be either approved or refused within two (2) weeks of submission to the employee’s supervisor.
9.08 Vacation Attraction Benefit
The Corporation will recognize for a returning regular employee, 100% of the employee’s prior years of service at Waterloo North Hydro for determining the employee’s vacation benefit under section 9.01.
The Corporation may recognize for a new employee, 50% of the employee’s years of service at other Canadian companies which provide electricity distribution, transmission, generation, or Market Operator services solely for determining the employee’s vacation benefit under section 9.01.
The vacation benefit as noted above will be aggregated. Seniority shall remain as defined in Article 5.
ARTICLE 10 - SICK PAY
10.01 The Corporation’s sick leave plan for Regular, Probationary and Regular Part-time employees was created by the Corporation to reduce the financial hardship that an illness and or injury can create so far as inability to work and the consequent loss of normal wages are concerned.
17 10.02 To be eligible for a claim against sick leave an employee must:
(a) Have an established credit for sick pay
(b) Ensure that his immediate supervisor has been notified of the reason for absence not later than fifteen (15) minutes after their scheduled starting time each day he is off work. Once the absence exceeds four (4) consecutive working days, the employee shall not be required to call in daily. However, he shall be required to advise the employer of his expected date of return and any changes to this date. Operations Department Employees are to call in at least ten (10) minutes prior to starting time
(c) An employee must be suffering from an illness and or injury, which prevents his useful employment and is not compensable under the Workplace Safety and Insurance Legislation
(d) Be prepared to provide medical evidence of the absence and the prognosis if requested by the employee’s supervisor. The cost of such medical evidence shall be paid for by the Corporation
10.03 Sick leave credits will accrue to Probationary and Regular employees at the rate of one and one half (1 ½) days per month of accredited Corporation service. Eighteen (18) days of sick leave may be accumulated per calendar year but the accumulation will be reduced by the number of days of sick leave credits used during the calendar year. Regular Part- time employees’ sick leave credits will be prorated.
Sick Leave for Schedule “C” employees will be recorded as twelve and one quarter (12.25) hours (1 1/2days) when on shift. Employees assigned outside their regular hours during the first three (3) days to cover a shift or portion of a shift missed due to illness, will be paid at double the straight time pay for those additional hours scheduled to work. Spares will be rescheduled at straight time to cover any shifts missed due to illness that are three days after the illness is first reported.
10.04 Where a regular or regular part-time employee’s unused sick leave accumulation is reduced to zero, the employee may draw against future accumulation of sick leave credits to a maximum of five (5) days, provided satisfactory arrangements are made for repayment.
10.05 Sick leave may be substituted for vacation, where the employee has established, to the satisfaction of the employer, that a serious illness or injury due to an accident requiring hospitalization occurred while on vacation.
10.06 Employees may donate any available vacation and/or banked time hours to another employee who, as a result of a long term or unforeseen illness or injury, has exhausted their sick leave credits. Donated/received hours will be on an hour-for-hour basis.
18 ARTICLE 11 - HEALTH AND WELFARE
11.01 The Corporation agrees to pay for the following benefit plans for Probationary, Regular and Regular Part-time employees (for details refer to Group Benefits Booklet):
(a) One hundred percent (100%) of an extended health care plan which includes (but is not limited to) the following:
Drug benefits: - Zero deductible ($0.00) pay direct card system - Five dollar ($5.00) cap on dispensing fees - Mandatory Generic substitution unless physician specifies no substitution Supplementary Hospital Benefit: semi-private
Vision Care Benefit: Four hundred and twenty five dollars ($425.00) every twenty- four (24) months, per family member, effective date of ratification. Four hundred and fifty dollars ($450.00) every twenty-four months per family member effective April 1, 2018. This can be applied to Laser Eye Surgery
Supplementary Health Care:
- Hearing Aid Coverage: Five hundred dollars ($500.00) per sixty (60) months
- Chiropractic coverage: reimbursement on initial visit, to a maximum of six hundred ($600.00) per calendar year
- Naturopath, Osteopath, Podiatrist, Speech Therapist and Psychologist Coverage: four hundred ($400.00) per year - Massage therapy: Maximum one thousand two hundred dollars ($1,200.00) per year for employees; nine hundred dollars ($900.00) per year for dependents - Physiotherapy: Maximum six hundred dollars ($600.00) per year
- Orthotics: Maximum eight hundred dollars ($800.00) every 24 months
- Out of Province Coverage: $1,000,000 lifetime maximum
(b) One hundred percent (100%) of the Long Term Disability Plan, benefits to be limited to sixty-six and two-thirds percent (66 2/3%) of base earnings to a monthly maximum of five thousand four hundred dollars ($5,400.00) effective April 1, 2016; five thousand six hundred dollars ($5,600.00), April 1, 2017; five thousand eight hundred dollars ($5,800.00), April 1, 2018; six thousand dollars ($6,000.00), April 1, 2019. Employees qualifying for the LTD benefits shall go on the LTD plan after a waiting period of six (6) months or expiration of sick leave credits, whichever occurs later.
19 (c) One hundred percent (100%) of the dental plan with Riders 1 and 2 equivalent to Blue Cross:
2016 ODA fee schedule effective October 1, 2016 2017 ODA fee schedule effective October 1, 2017 2018 ODA fee schedule effective October 1, 2018 2019 ODA fee schedule effective October 1, 2019 Recall exams from six (6) months to nine (9) months except for dependents under nineteen (19) years of age
Major Restorative (caps, crowns, bridges) seventy percent (70%) co-insurance plan to a maximum of one thousand five hundred dollars ($1,500) per calendar year
Orthodontic coverage for children under eighteen (18) with fifty per cent (50%) reimbursement to a maximum of two thousand dollars ($2,000.00) per lifetime
(d) One hundred percent (100%) of the life insurance plan. Benefits limited to one hundred and fifty percent (150%) of annual earnings rounded to nearest thousand dollars
(e) One hundred percent (100%) of the OMERS Type I Supplementary Pension Plan
(f) Fifty percent (50%) of the Canada Pension Plan
11.02 The Corporation agrees to pay for benefit plans (a), (c), (d), (e) and (f) for employees on LTD for a period of time equal to the lessor of his seniority or twenty-four (24) calendar months.
11.03 The Corporation agrees to pay for benefit plans (a), (c) and (d) for employees who are retired from the Corporation and are between the ages of fifty-five (55) and sixty-five (65).
11.04 The Corporation agrees to pay for benefit plans (a) and (c) for the spouses of employees and early retirees for a period of two (2) years after the employee or early retiree dies.
11.05 Employee’s dependants shall include unmarried children who are entirely dependent on the employee for maintenance and support and who are under twenty-one (21) years of age or under twenty-five (25) years of age and attending a college or university full time.
11.06 For those regular employees who opt to work past the age of 65, to the last day of the month in which they attain age 70, or retirement, whichever comes first, will be entitled to all benefits outlined in Article 11 in the current collective agreement with the understanding that the drug claims are to be paid by the Ontario Drug Benefit Plan (ODB) first and then by the insurance carrier. Optional life insurance and long term disability coverage remains unavailable after the last day of the month in which an employee reaches age 65.
20 ARTICLE 12 - JOB POSTING
12.01 All posted job vacancies that fall within the terms of this Agreement shall be dated the date of posting and shall be posted on the “official” bulletin board for four (4) days. A copy of the job posting, the successful employees name and starting wage rate shall be forwarded to the Union.
When job descriptions are revised, a copy will be issued to the incumbent(s) and the Unit Chairperson.
Before jobs in new job classifications are posted on the bulletin board, the Corporation shall notify the Union in writing, describing the nature of the position, the qualifications required, and the wage rate. The Corporation agrees to review the wage schedule of new job classifications with the Union Members of the Job Evaluation Committee within the Job Evaluation Guidelines prior to posting.
12.02 In selecting a candidate to fill a vacancy in the bargaining unit, the Corporation shall consider qualifications, ability and job performance. When these are relatively equal, seniority shall govern.
Notwithstanding the above, where a vacancy exists for an apprentice(s), the Corporation, in addition to the above selection criteria, will assess each applicant on current and past performance and the potential to perform at the journeyman level, by utilizing consistent testing and assessment appropriate to the job classification.
12.03 The successful applicant who fills the job will be given the opportunity to perform the job on a trial basis for a period up to sixty (60) working days. If the employee proves unsuitable during that period, the Corporation will place him in a job as close as possible to their former job classification and wage rate.
12.04 Promotions do not necessarily create vacancies.
12.05 The successful candidate for a vacancy will not be eligible for other vacancies for a six (6) month period beginning from the time of being awarded the position, unless it is in the Corporation’s interest.
12.06 Regular full-time or regular part-time employees who are on lay-off, maternity or paternity leave, will be sent a copy of the job postings by personal email, if the Corporation has the employee’s personal email on file, or by registered mail. It will be the employee’s responsibility to apply for such vacancies during the required time frame.
Where there is a job posted for an apprentice, an application from a journeyman will also be accepted and this will be stated on the job posting.
12.07 All unsuccessful candidates will be notified in writing as to the Corporation’s decision.
21 12.08 Job Rotation Opportunities
Employees may be temporarily transferred to vacant positions providing the opportunity becomes available and the employee expresses an interest. Temporary transfers will not require a job posting. Temporary transfers shall not exceed six (6) months, except by mutual agreement with the Union. Time spent while temporarily working in the position shall not be taken into consideration should the position be posted in accordance with Article 12.
Within the first sixty (60) working days of the job rotation, employees may opt to return to their former position or the Corporation may decide to return the employees to their former position.
ARTICLE 13 - LEAVE OF ABSENCE
13.01 Employees may be granted leave of absence without pay for good cause, subject to the following conditions:
(a) The Corporation shall pay its normal share of health and welfare benefits for an employee for periods of granted leave of absence for ten (10) days only in any calendar year
(b) The employee shall pay for the total applicable cost of health and welfare for periods of granted leave of absence in excess of ten (10) days in any calendar year
13.02 Bereavement Leave
In the event of the death of a near relative, an employee shall be allowed time off work with pay in order to arrange or attend a funeral.
Five (5) working days (not to exceed eight (8) consecutive calendar days) shall be granted for: wife, husband, common-law spouse (same sex partner), son, stepson, daughter, stepdaughter, mother, father, brother and sister.
Three (3) working days (not to exceed six (6) consecutive calendar days) shall be granted for: stepmother, stepfather, mother-in-law, father-in-law, brother-in-law, sister-in-law, grandmother, grandfather and grandchild.
An employee can utilize one (1) day of their bereavement entitlement, as determined above within six (6) months following the date of death, to attend a memorial service.
Reasonable unpaid time off to act as pallbearer may be given upon request.
22 Bereavement days granted will be recorded as the days that an employee was scheduled to work.
In the event the death occurs during the employee’s vacation, he will be entitled to a rescheduling of his vacation days equal to the bereavement leave that would have been granted had the employee not been on vacation.
13.03 Jury Duty
An employee who is summoned to serve as a juror, or is required by writ or subpoena to appear in court as a witness during the employee’s working hours shall be paid their regular hourly wage rate for the time required to be in court, provided the employee presents to the employer the process which required his presence in court and pays over to the employer, the amount received by him as such juror or witness; also the employee shall work those hours up to and after court has recessed which fall within a normal working day. Reasonable time will be allowed to prepare for appearance in court.
13.05 Personal Day Off An employee will be granted seven (7) or eight (8) hours maximum, available in 1/4 hour increments, per calendar year of paid leave of absence, to be used at the employee’s discretion for personal reasons. Such reasons may include, but will not be limited to, family emergencies, pallbearer, and personal commitments or as an additional vacation day. An employee will not be required to disclose the reason for taking such day to their Supervisor.
ARTICLE 14 - SAFETY RULES, EQUIPMENT AND WORKERS’ COMPENSATION
14.01 Workplace Safety and Insurance Board Allowance
It is agreed that the Corporation will make up the pay to eighty percent (80%) for an employee injured on the job as long as and providing:
(a) Workers’ Compensation is being paid by the Workplace Safety and Insurance Board
(b) The employee’s accident has not caused permanent disability and he is expected to return to his former position
(c) The employee is not engaged in the WSIB Work Transition Program
14.02 Safety Equipment
The Corporation shall supply outside electrical workers with pliers, ruler, knife, heavy tools, special tools, protective clothing, devices, gloves and rubber boots on an exchange basis.
23 For any employee required to wear safety footwear the Corporation will pay an allowance towards the purchase of safety boots of two hundred dollars ($200.00) per calendar year effective April 1, 2016; two hundred ten dollars ($210.00) effective April 1, 2017; and two hundred twenty dollars ($220.00) effective April 1, 2018; and two hundred thirty dollars ($230.00) effective April 1, 2019.
14.03 Safety Rules The Infrastructure Health and Safety Association’s Rule Book shall constitute the safety rules. All employees will be required to attend safety meetings as per the Corporation’s safety guidelines and be required to follow safety rules and practices while on the job, whether these rules are written or well established procedures.
ARTICLE 15 - LABOUR RELATIONS
Employees on committees and stewards or their alternates shall not lose pay or benefits for time spent during normal working hours when the meeting is mutually agreed to by the Corporation and the Union.
15.01 Labour Relations Committee
The Corporation will recognize a committee consisting of the Unit Chairperson plus any three (3) regular employees and the Union Business Representative for the purpose of Union/Corporation meetings, held once a month or when agreed upon between the Union and the Corporation to deal with any subject matter related to labour relations.
15.02 Union Grievance Committee
The Corporation will recognize a committee consisting of the Unit Chairperson plus any three (3) regular employees and the Business Representative of the Local and/or an International Representative as the Grievance Committee of the Union. The Corporation will deal with said committee on all matters, which are properly the subject of a grievance.
15.03 The Corporation agrees to recognize four (4) Union Stewards or their alternates.
15.04 The Union agrees to keep the Corporation advised of the names of the appointees on these committees and of any subsequent changes.
15.05 Union Negotiating Committee
The Corporation shall recognize a committee consisting of the Unit Chairperson plus any three (3) regular employees and the Business Manager or Business Representative and/or an International Representative, as the Negotiating Committee. The Corporation will deal with this committee on all matters, which are properly the subject to negotiation or an agreement or an amendment hereto.
24 15.06 During negotiations the Corporation will continue to pay straight time pay to the members of the negotiating committee on the condition that the Union will be invoiced for this expense and reimburse the Corporation.
15.07 The Corporation further agrees to pay benefits as stipulated in this Agreement for a period of five (5) working days. Benefits to be paid by the Union after the fifth day and invoiced to the Union as per Article 15.06, unless the Union decides to bargain after normal business hours and therefore no additional benefit costs would be applicable or charged to the Union.
15.08 Time Off for Union Activities/Other Union Business
Where the efficient and effective operation of the business will permit and with at least fifteen (15) days advanced written notice, leaves of absence with pay and without a loss of seniority or benefits shall be granted upon request to any employee(s) elected or appointed to represent the Union at Union meetings; conferences; conventions; seminars; workshops or; to attend Executive, Committee and/or Union meetings of the International Brotherhood of Electrical Workers and its’ affiliated or chartered bodies. The Union agrees to reimburse the Employer for the regular hourly wages, employer’s share of OMERS, CPP, EI, EHT and WSIB that are paid to such employees – but no burden or levy will be assessed. A total of one hundred (100) days are available for the above purposes during the life of this Agreement.
Benefit costs include a provision for paid time-off benefits such as vacation plus premium-based benefits such as extended health.
ARTICLE 16 - GENERAL
16.01 Inclement Weather
When in the opinion of the Supervisor, inclement weather prevents outside work, such time shall be used as directed by said Supervisor.
16.02 Changes of Status
It is the responsibility of the employees in the bargaining unit to notify the Corporation in writing of changes of address, marital status, dependants or any other information relative to the employment of the employee.
16.03 Acting Supervisor
An employee temporarily assigned to relieve in a supervisory position, shall receive an additional eight percent (8%) above their regular hourly wage rate.
16.04 An employee will not assume the responsibility of a supervisory position until assigned to do so by the Corporation’s Supervisor.
25 16.05 Rebates
It is recognized and agreed that additional benefits granted by the Corporation in settlement of this current agreement satisfy the requirements of the refund provisions of the rebate sections of the Ontario Health Insurance and Employment Insurance Sick Leave legislation.
16.06 Relief Pay When an employee is assigned to relieve in a position of higher wages, within the Bargaining Unit for more than four (4) consecutive working hours, or three and one-half (3 ½) consecutive working hours for Schedule “A” employees, such employee shall receive the higher rate in the relief position that is closest to his present rate. The relief rate will be retro-active to the first hour.
16.07 Pay Day
Employees covered by this Agreement shall have their monies directly deposited for value on or before quitting time on Thursday and their pay stub provided, in a sealed envelope on Thursday of each week, whenever possible.
During the life of this Agreement, the Corporation plans to transition to an electronic pay stub that will be made available on Thursday of each week, whenever possible. The Corporation will send to an e-mail address designated by the employee, a notification that an electronic pay stub is available for the employee to view or download.
16.08 Demotion
In the cases where the ability of a regular or regular part-time employee is in question, the Corporation shall meet with the employee and meet with the Union as early as possible. If it then becomes necessary to demote such an employee, he shall be paid at the rate applying to the lower position. An employee who has been demoted shall be entitled to have his position reviewed after three (3) months.
16.09 OACETT Certification
The Corporation shall pay 100% reimbursement of the OACETT fee of all those required to maintain such designation for their job classification.
16.10 Ontario College of Trades Membership Fees
The Corporation will reimburse annually 100% of the membership fees for employees in positions which require certification in a Compulsory Trade as defined by the Ontario College of Trades.
26 16.11 Recognition of Common-Law Relationship
For the purpose of benefit entitlement and bereavement leave, the Corporation will recognize common-law relationships (including same sex partner) in accordance with current applicable legislation, provided that the relationship has been reflected in the employee’s personnel records in accordance with 16.02.
ARTICLE 17 – DURATION
This Agreement shall become effective on the 1st day of April, 2016 and continue in force until the 31st day of March, 2020 and thereafter from year to year unless terminated or amended. Such termination or amendment shall become effective on the 1st day of April, 2020, or on the anniversary date in any subsequent year. Notice of the desire to terminate or amend this Agreement shall be given by either Party to the other, in writing, not more than ninety (90) days prior to the anniversary date.
ARTICLE 18 – WAGES
18.01 During the term of this Agreement, the Parties agree that all payments of wages will be made in accordance with the wage rates set forth in the following schedules: (a) Schedule “A” thirty-five (35) or forty (40) hours per week
(b) Schedule “B” forty (40) hours per week
(c) Schedule “C” forty (40) hours per week
With reference to Schedule “A”, “B” and “C” the wage rate of a Regular employee who has not attained the maximum rate in his job classification will be reviewed by the Department Supervisor concerned on an annual or semi-annual basis (in accordance with the employee’s anniversary date) as stated in the steps of each schedule. If as a result of such review, an increase in wage rate is not granted, the required improvement in performance of his duties will be explained to the employee by the Department Vice President, one (1) month prior to the effective date of the progression (employee’s anniversary date) but in any case be subject to the grievance and arbitration procedures.
18.02 Progression
Progression through the pay scales will occur as follows:
For employees who are participating in a certified and/or recognized apprenticeship program with the Corporation, progression will be linked directly to the employee’s achievement of training milestones and his ability to demonstrate the required competencies for each level. In addition, the employee will not achieve the maximum rate of pay for the position until he has received the appropriate journeyperson’s certification. The Unit Chairperson shall be kept informed of all cases of accelerated progression.
27
7/25/2016
, "3 " " " " " " " " 28 " " !" " " " SCHEDULE “A” - WAGE SCHEDULE FOR THIRTY-FIVE OR FORTY HOURS PER WEEK
APRIL 1, 2016 TO MARCH 31, 2020
Starting After After After Rate 6 mo. 12 mo. 24 mo. Level 1 Level 2 Level 3 Level 4
Front Office Representative April 1, 2016 $18.10 $19.45 $21.11 $23.32 April 1, 2017 18.34 19.70 21.38 23.62 Oct 1, 2017 18.52 19.90 21.59 23.86 April 1, 2018 18.71 20.10 21.81 24.10 Oct 1, 2018 18.90 20.30 22.03 24.34 April 1, 2019 19.18 20.60 22.36 24.71 ______
Clerk Typist April 1, 2016 19.76 21.29 23.03 25.45 Accounts Payable (1) April 1, 2017 20.02 21.57 23.33 25.78 Operations (1) Oct 1, 2017 20.22 21.79 23.56 26.04 April 1, 2018 20.42 22.01 23.80 26.30 Oct 1, 2018 20.62 22.23 24.04 26.56 April 1, 2019 20.93 22.56 24.40 26.96 ______
Accounts Payable Clerk April 1, 2016 21.14 22.81 24.68 27.25 Data Entry Clerk (1) April 1, 2017 21.41 23.11 25.00 27.60 Oct 1, 2017 21.62 23.34 25.25 27.88 April 1, 2018 21.84 23.57 25.50 28.16 Oct 1, 2018 22.06 23.81 25.76 28.44 April 1, 2019 22.39 24.17 26.15 28.87 ______
Note: (1) – Retained for Pay Equity Purposes Only
28 SCHEDULE “A” - WAGE SCHEDULE FOR THIRTY-FIVE OR FORTY HOURS PER WEEK
APRIL 1, 2016 TO MARCH 31, 2020
Starting After After After Rate 6 mo. 12 mo. 24 mo. Level 1 Level 2 Level 3 Level 4
Accounting Clerk April 1, 2016 $23.75 $25.72 $27.71 $29.92 Billing Clerk April 1, 2017 24.06 26.05 28.07 30.31 Customer Support Rep Oct 1, 2017 24.30 26.31 28.35 30.61 Engineering Clerk April 1, 2018 24.54 26.57 28.63 30.92 Meter Reading Clerk Oct 1, 2018 24.79 26.84 28.92 31.23 Operations Clerk April 1, 2019 25.16 27.24 29.35 31.70 Payroll Clerk ______
Billing & Settlement April 1, 2016 25.39 27.32 29.57 31.88 Coordinator April 1, 2017 25.72 27.68 29.95 32.29 Credit Services Clerk Oct 1, 2017 25.98 27.96 30.25 32.61 Senior Accounting Clerk April 1, 2018 26.24 28.24 30.55 32.94 Oct 1, 2018 26.50 28.52 30.86 33.27 April 1, 2019 26.90 28.95 31.32 33.77
______
29 SCHEDULE “B” - WAGE SCHEDULE FOR FORTY HOURS PER WEEK
APRIL 1, 2016 TO MARCH 31, 2020
Starting After After After After After Rate 6 mo. 12 mo. 24 mo. 36 mo. 48 mo. Level 1 Level 2 Level 3 Level 4 Level 5 Level 6
CSR - Collections April 1, 2016 $23.75 $25.72 $27.71 $29.92 Engineering Draftsperson April 1, 2017 24.06 26.05 28.07 30.31 Facilities Maintenance Oct 1, 2017 24.30 26.31 28.35 30.61 Person (2) April 1, 2018 24.54 26.57 28.63 30.92 Meter Installer Oct 1, 2018 24.79 26.84 28.92 31.23 Meter Reader April 1, 2019 25.16 27.24 29.35 31.70 Stores Person ______
Field Services Person April 1, 2016 25.39 27.32 29.57 31.88 Groundman Driver/Operator April 1, 2017 25.72 27.68 29.95 32.29 Stockkeeper Oct 1, 2017 25.98 27.96 30.25 32.61 April 1, 2018 26.24 28.24 30.55 32.94 Oct 1, 2018 26.50 28.52 30.86 33.27 April 1, 2019 26.90 28.95 31.32 33.77 ______
Buyer/Lead Hand April 1, 2016 27.38 29.47 31.87 34.39 April 1, 2017 27.74 29.85 32.28 34.84 Oct 1, 2017 28.02 30.15 32.60 35.19 April 1, 2018 28.30 30.45 32.93 35.54 Oct 1, 2018 28.58 30.75 33.26 35.90 April 1, 2019 29.01 31.21 33.76 36.44
Note (2) – Formerly General Maintenance Person - Retained for Pay Equity Purposes Only
30 SCHEDULE “B” - WAGE SCHEDULE FOR FORTY HOURS PER WEEK
APRIL 1, 2016 TO MARCH 31, 2020
Starting After After After After After Rate 6 mo. 12 mo. 24 mo. 36 mo. 48 mo. Level 1 Level 2 Level 3 Level 4 Level 5 Level 6
Engineering Technician April 1, 2016 $26.73 $28.94 $31.18 $33.58 $36.37 Engineering Technologist I April 1, 2017 27.08 29.32 31.59 34.02 36.84 GIS Technician Oct 1, 2017 27.35 29.61 31.91 34.36 37.21 Facilities Technician April 1, 2018 27.62 29.91 32.23 34.70 37.58 Oct 1, 2018 27.90 30.21 32.55 35.05 37.96 April 1, 2019 28.32 30.66 33.04 35.58 38.53 ______
Utility Arborist April 1, 2016 26.39 28.19 30.25 32.69 35.27 38.52 Vehicle Mechanic April 1, 2017 26.73 28.56 30.64 33.11 35.73 39.02 Oct 1, 2017 27.00 28.85 30.95 33.44 36.09 39.41 April 1, 2018 27.27 29.14 31.26 33.77 36.45 39.80 Oct 1, 2018 27.54 29.43 31.57 34.11 36.81 40.20 April 1, 2019 27.95 29.87 32.04 34.62 37.36 40.80
Engineering Technologist II April 1, 2017 38.52 April 1, 2017 39.02 Oct 1, 2017 39.41 April 1, 2018 39.80 Oct 1, 2018 40.20 April 1, 2019 40.80 ______
31 SCHEDULE “B” - WAGE SCHEDULE FOR FORTY HOURS PER WEEK
APRIL 1, 2016 TO MARCH 31, 2020
Starting After After After After After Rate 6 mo. 12 mo. 24 mo. 36 mo. 48 mo. Level 1 Level 2 Level 3 Level 4 Level 5 Level 6
Engineering Technologist III April 1, 2016 $40.36 April 1, 2017 40.88 Oct 1, 2017 41.29 April 1, 2018 41.70 Oct 1, 2018 42.12 April 1, 2019 42.75 ______
Meter Technician April 1, 2016 24.90 26.88 29.32 32.23 35.70 40.36 Powerline Maintainer April 1, 2017 25.22 27.23 29.70 32.65 36.16 40.88 Station Maintenance Oct 1, 2017 25.47 27.50 30.00 32.98 36.52 41.29 Electrician April 1, 2018 25.72 27.78 30.30 33.31 36.89 41.70 Oct 1, 2018 25.98 28.06 30.60 33.64 37.26 42.12 April 1, 2019 26.37 28.48 31.06 34.14 37.82 42.75
Utility Arborist Lead Hand April 1, 2016 27.96 29.86 32.06 34.67 37.39 40.83 April 1, 2017 28.32 30.25 32.48 35.12 37.88 41.36 Oct 1, 2017 28.60 30.55 32.80 35.47 38.26 41.77 April 1, 2018 28.89 30.86 33.13 35.82 38.64 42.19 Oct 1, 2018 29.18 31.17 33.46 36.18 39.03 42.61 April 1, 2019 29.62 31.64 33.96 36.72 39.62 43.25
Protection & Control April 1, 2016 27.46 30.28 32.77 34.70 38.14 44.44 Technologist April 1, 2017 27.82 30.67 33.20 35.15 38.64 45.02 Oct 1, 2017 28.10 30.98 33.53 35.50 39.03 45.47 April 1, 2018 28.38 31.29 33.87 35.86 39.42 45.92 Oct 1, 2018 28.66 31.60 34.21 36.22 39.81 46.38 April 1, 2019 29.09 32.07 34.72 36.76 40.41 47.08
32 SCHEDULE “C” - WAGE SCHEDULE FOR FORTY HOURS PER WEEK
APRIL 1, 2016 TO MARCH 31, 2020
Starting After After After After After Rate 6 mo. 12 mo. 24 mo. 36 mo. 48 mo. Level 1 Level 2 Level 3 Level 4 Level 5 Level 6
System Operator April 1, 2016 $24.90 $26.88 $29.32 $32.23 $35.70 $40.36 April 1, 2017 25.22 27.23 29.70 32.65 36.16 40.88 Oct 1, 2017 25.47 27.50 30.00 32.98 36.52 41.29 April 1, 2018 25.72 27.78 30.30 33.31 36.89 41.70 Oct 1, 2018 25.98 28.06 30.60 33.64 37.26 42.12 April 1, 2019 26.37 28.48 31.06 34.14 37.82 42.75
33 LETTERS OF UNDERSTANDING
See attached
1. Article 7 – Hours of Work: Appendix A and Appendix B March 9, 2016 Amended
2. Paid Safety Rest Time March 9, 2016 Renewed
3. Banking of Overtime for Schedule A and B Employees March 9, 2016 Amended
4. Corporation and Employee Efficiencies March 9, 2016 Renewed
5. Merger/Amalgamation March 9, 2016 Renewed
6. Protocol for Selecting Employees for Planned Overtime Work in the Operations Department March 9, 2016 Renewed
34 LETTER OF UNDERSTANDING No. 1 BETWEEN
Waterloo North Hydro Inc.
and
Local Union 636 of the International Brotherhood of Electrical Workers
Re: Article 7 – Hours of Work
The Parties hereby agree that the terms and conditions outlined in this Letter of Understanding expire on March 31, 2020.
The Parties hereby agree that for the life of this agreement and notwithstanding Article 7.05 (e), no changes shall be made to any employee’s hours of work or shifts without a Letter of Understanding signed by both Parties.
The current starting times of Schedule “A” and “B” employees are outlined in Appendix ‘A’ and Appendix ‘B.’ In addition, changes to the starting time of certain employees are in the notes in Appendix ‘A.’
The hours of work for part-time employees shall not be changed without a Letter of Understanding signed by both Parties.
Dated this 9th day of March, 2016 in Waterloo, Ontario.
For the Corporation For the Union
Rene W. Gatien, P. Eng., MBA Justin Leahy President & CEO Chairperson
35 APPENDIX ‘A’ The following are the start times for the employees in Schedule “A” Note: These hours are from Monday to Friday inclusive.
START CLASSIFICATION EMPLOYEES TIME NOTES
Senior Accounting Clerk All 08:00 See Letter of Understanding
Accounting Clerk All 08:00 See Letter of Understanding
Engineering Clerk All 08:30 See Letter of Understanding
Customer Account Starting/stopping time may be Representative I 08:30 changed by 30-60 minutes with All five days’ notice. See Letter of Understanding
Customer Account Starting/stopping time may be Representative II 08:00 changed by 30-60 minutes with All five days’ notice. See Letter of Understanding
08:00 Operations Clerk Starting and stopping time may All be changed by 30 – 60 minutes with five days’ notice
Starting and stopping time may Billing and Settlement be changed by 30 – 60 minutes All 08.00 Coordinator with five days’ notice.
Energy Efficiency Advisor All 08.00
Energy Efficiency Analyst All 08.00
Energy Efficiency Coordinator All 08.00
Energy Efficiency Marketing Coordinator All 08.00
36 APPENDIX ‘B’
The following are the start times for the employees in Schedule “B” Note: These hours are from Monday to Friday inclusive.
EMPLOYEE START CLASSIFICATION NOTES S TIME See Letter of Stores Person 07:30 All Understanding See Letter of Stockkeeper 07:30 All Understanding See Letter of All 08:00 Engineering Technologist I, II, III Understanding See Letter of GIS Technician All 08:00 Understanding
Vehicle Mechanic All 07:30
Powerline Maintainer All 07:30
Utility Arborist See Letter of All 07:30 Lead Hand Understanding
Customer Service See Letter of All 08:00 Representative - Collections Understanding See Letter of Meter Technician All 07:00 Understanding
Station Maintenance Electrician All 08:00
P & C Technologist All 08:00
Inspector – Engineering All 07:30 (Part-time)
HSE Coordinator All 08:00
Facilities Technician All 07:30
Facilities Maintenance Person All 07:00
37 LETTER OF UNDERSTANDING No. 2 BETWEEN Waterloo North Hydro Inc. and Local Union 636 of the International Brotherhood of Electrical Workers
Re: Paid Safety Rest Time
1. Paid safety rest time provisions apply for all employees working in positions listed in Schedule “A” or Schedule “B” of the Collective Agreement for all hours worked between 24:00 and 06:00 am for emergency work or planned work provided a minimum of two (2) hours of time are worked during the time period.
2. Time off will be on an equal time basis for the hours worked in the aforementioned time period and only when the time period is immediately prior to the employee’s next regularly scheduled work hours as per Article 7 as outlined in the Collective Agreement.
3. Paid safety rest time will be utilized during the employee’s next regularly scheduled work hours and as mutually agreed between the Supervisor and the employee. Criteria used to determine when the safety rest time is taken shall be based on, but not limited to the following conditions: number of hours worked, physical and/or mental condition of the employee for continued work, and work to be performed.
4. The number of hours of paid safety rest time granted to an employee will be increased by one half (1/2) hour to allow for travel time.
5. All paid safety rest time will be at the employee’s regular (straight time) hourly rate.
6. For a Schedule “A” or Schedule “B” employee who works more than six (6) hours of overtime in the eight (8) hour period immediately preceding the employee’s regularly scheduled work hours, the employee will be granted eight (8) hours of paid safety rest time. Neither the meal allowance provision in Article 7.05 b), subsection iv) or the one half (1/2) hour of travelling time listed in item 4 of this letter of understanding will apply in this case.
For the Corporation For the Union
Rene W. Gatien, P. Eng., MBA Justin Leahy President & CEO Chairperson
Date: November 6, 1998 Amended: July 8, 2010 Amended: March 28, 2013 Revised: October 4, 2013 Revised: March 9, 2016
38 LETTER OF UNDERSTANDING No. 3 BETWEEN Waterloo North Hydro Inc. and Local Union 636 of the International Brotherhood of Electrical Workers
Re: Banking of Overtime for Schedule “A” and “B” Employees
The parties agree that banked time for Schedule “A” and Schedule “B” employees shall be as follows:
Principles for Banking of Overtime:
x Banking of overtime must be simple to administer and operationally feasible. x Customer service for internal and external customers must be maintained or enhanced. x There must be no impact on costs.
Banking of Overtime Worked:
Effective April 1, 2016, employees may bank up to five (5) days based on overtime worked.
Application Notes:
1. Employees may bank time based on two (2) hours’ time off for each hour of overtime worked and zero (0) hours paid or one (1) hour paid and one (1) hour of banked time for each hour of overtime worked.
2. Any unused banked time shall be paid out as of March 31st of each year.
3. Employees are required to give as much notice as possible when requiring the use of bank time.
Dated this 9th day of March, 2016 in Waterloo, Ontario.
For the Corporation For the Union
Rene W. Gatien, P. Eng., MBA Justin Leahy President & CEO Chairperson
Date: April 18, 2007 Amended: March 28, 2013 Amended: March 9, 2016 39 LETTER OF UNDERSTANDING No. 4 BETWEEN
Waterloo North Hydro Inc.
and
Local Union 636 of the International Brotherhood of Electrical Workers
Re: Corporation and Employee Efficiencies
The parties hereby mutually agree that they will work together to achieve efficiencies necessary to ensure that Waterloo North Hydro Inc. will remain competitive in the current electrical utility business environment.
The areas in which these efficiencies may be realized may include but shall not be limited to; the reduction of employee sick leave and appointment time and more effective Operational procedures.
The parties further agree to meet on a regular basis to review their efforts and monitor their progress.
Dated this 9th day of March, 2016 in Waterloo, Ontario.
For the Corporation For the Union
Rene W. Gatien, P. Eng., MBA Justin Leahy President & CEO Chairperson
Date: April 18, 2007 Renewed: July 8, 2010 Renewed: March 28, 2013 Renewed; March 9, 2016
40 LETTER OF UNDERSTANDING No. 5 BETWEEN
Waterloo North Hydro Inc.
and
Local Union 636 of the International Brotherhood of Electrical Workers
Re: Merger/Amalgamation
Should the Corporation merge or amalgamate with any other Corporation, Company or Companies, the Corporation agrees to provide the Union as much notice as practically possible prior to implementation. The Corporation acknowledges that the representation rights and the Collective Agreement with IBEW Local 636 in effect at the time shall be maintained until a final determination is made under the Ontario Labour Relations Act or enabling legislation with respect to the representation of the combined group.
Dated this 9th day of March, 2016 in Waterloo, Ontario.
For the Corporation For the Union
Rene W. Gatien, P. Eng., MBA Justin Leahy President & CEO Chairperson
Date: October 30, 1998 Renewed: July 8, 2010 Renewed: March 27, 2013 Renewed: March 9, 2016
41 LETTER OF UNDERSTANDING No. 6 BETWEEN
Waterloo North Hydro Inc.
and
Local Union 636 of the International Brotherhood of Electrical Workers
Re: Protocol for Selecting Employees for Planned Overtime Work in the Operations Department
The Parties hereby agree that the terms and conditions outlined in this Letter of Understanding expire on March 31, 2020.
Planned overtime opportunities will first be offered to available qualified permanent full time bargaining unit employees normally performing the work and distributed as equitably as possible.
In the event that the qualified permanent full time bargaining unit employees normally performing the work are unable to accept the overtime opportunity the Corporation will offer such opportunities to qualified part time bargaining unit employees normally performing the work and distributed as equitably as possible.
In the event that the qualified permanent full time and part time bargaining unit employees normally performing the work are unable to accept the overtime opportunity the Corporation will offer such opportunities to qualified co-op students and/or qualified temporary employees performing the work.
Clarification for Unplanned Overtime for Control Room
It is understood that this process will also be used to select staff to cover unexpected shift cancellations in the control room.
Unplanned overtime in the control room will be defined to include any full shifts for which the Operator does not receive a minimum notice of sixteen (16) non-working hours consistent with Article 7.03(e) i.
Dated this 9th day of March, 2016 in Waterloo, Ontario.
For the Corporation For the Union
Rene W. Gatien, P. Eng., MBA Justin Leahy President & CEO Chairperson
Date: March 27, 2013 Renewed: March 9, 2016
42