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Collective Agreement COLLECTIVE AGREEMENT between THE DAILY COURIER, a division of the Okanagan Valley Newspaper Group, wholly owned by Continental Newspapers (Canada) Ltd. and COMMUNICATIONS, ENERGY and PAPERWORKERS UNION OF CANADA, LOCAL 2000 Effective June 6, 2012 to June 5, 2016 Kelowna Page 2 Table of Contents Article Heading Article No. Article Heading Article No. Accident Pay Appendix A, 18 New Employees 2.03, 9.01 Ad Builder LOA#5 New Processes 3.02 Annual Vacations 18 Non-Discrimination 2.05 Bereavement Leave 22 Outside Activities 14.01 Bulletin boards 5.01 Overtime 28, Appendix A, 7 By-Lines 12.01 Part-time 39 Call back 33.01, Appendix A, 17 Paternity Leave 21 Champions LOA#3 Pension 17.01, Appendix A, 19 Chapel Meetings Appendix A, 13 Penticton Herald LOA #1 Coffee Breaks 29.03 Picket Lines 4.02 Contracting Out 8.01 Pickups Appendix A, 14 Corrections 13.01 Postings 6.01 Daytime Hours 27.02 Priority Appendix A, 12 Discrimination (non-) 2.05 Probation 10.01, 10.02 Dental 16.01 Promotions 38 Dismissal 7.01, Appendix A, 3 Recall 7.03 Dues 46.01 Restructuring of Penticton LOA #1 Employment Standards 41.01 Seniority 7.04, 7.05 Enhanced Severance Appendix A, 23 Severance Pay 7.02, Appendix A, 21, 23 Exclusions 2.01 Shift changes 32 Expenses 35.01 Shift Differential 27.03 First Aid 15.04 Sick Leave 20.01 First consider. for opening 6.01 Special protection Appendix A, 22 Foremen 43.01, Appendix A, 11 Split shifts 30 Freelancers 8.02-8.04 Statutory Holidays 19.01 Full shift Appendix A, 5 Struck work 4.01, Appendix A, 1.01 General Laws Appendix A, 2 Subcontracting 8.01 Grievance procedure 11.01 Submitted material 8.05 Health and Safety 15, Appendix A, 16 Substitutes Appendix A, 9 Higher Classifications 34.01 Sundays and Holidays Appendix A, 8 Hiring 38 Superintendents Appendix A, 11 Hours of Work 27, Appendix A, 4 Suspensions 7.01 Information 9.01 Swing shift 30 Job Postings 6.01 Tech Change 37 Jurisdiction 2.01 Temporary 39 Jury Duty 24.01 Term 1.01 Labour-Mgmnt. Comm. 3.01 Termination 7.01 Layoffs 7.01 Training 3.02, 3.03 Leaves of Absence 23 Training Committee 3.04 Lower classifications 34.02 Transfer 38, 43 Lunch Break 29 Turnaround 30 MAILROOM Union Laws Appendix A, 2 Assignment of Work 44.01 Union protection 2.04, Appendix A, 20 Breaks 29.04 Use of Material 40 Miles, Robert LOA#2 Vacations 18, Appendix A, 10 Shift changes 32.02 Vehicle allowances 36 Student inserters 25.03 Wages 25, Appendix A, 4 Supervisor premium 25.04 Work Week Appendix 1, 6 Training 3.03 WCB 16.02, Appendix A, 18 Vacations 18.06 Wickenheiser, Jacquie LOA#4 Management Rights 3.06, Appendix A, 15 Maternity Leave 21 Medical Benefits 16.01 Merit Increases 26.01 Mileage 36 Kelowna Page 3 COLLECTIVE AGREEMENT colour, ancestry, place of origin, political belief, religion, marital between status, physical or mental disability, sex, sexual orientation, age or THE DAILY COURIER because of a criminal or summary conviction charge that is unrelated and to the employment or intended employment. COMMUNICATIONS, ENERGY and PAPERWORKERS ARTICLE 3 — LABOUR MANAGEMENT COMMITTEE UNION OF CANADA, LOCAL 2000 3.01 When new processes are introduced, the Labour Management Committee shall formulate training and retraining programs and Advertising, Accounting, Circulation, Editorial, Photography, procedures as needs may dictate. It will be the responsibility of this Composing and Mail Room. The parties agree that Articles 29.01, committee to create such training programs as will best meet the requirements of the newspaper. Nothing herein shall be construed so 29.02, 29.03 and 32.01 shall not apply to Mail Room employees. as to prevent or delay the installation or operation of new equipment, ARTICLE 1 — TERM OF COLLECTIVE AGREEMENT machinery or processes. The Employer will ensure that sufficient 1.01 This collective agreement is made and entered into between training is provided. the Daily Courier, a division of the Okanagan Valley Newspaper 3.02 Mail Room employees will be trained before operating any Group, wholly owned by Continental Newspapers (Canada) Ltd. (sometimes hereinafter called the Employer) through its authorized equipment. representatives and the Communications Energy and Paperworkers 3.03 All training specifically required by the Company will be done Union of Canada, Local 2000 (sometimes hereinafter called the on Company time and at Company expense. Union) by its officers or a committee duly authorized to act on its behalf. 3.04 The Union recognizes and agrees that it is the exclusive right of the Employer to manage its affairs; to manage its operation in 1.02 This agreement shall remain in full force and effect for a all respects; to conduct its business efficiently. term of fort-eight months, beginning June 6, 2012 and ending June 5, 2016. If no agreement is reached prior to the expiration of this ARTICLE 4 — STRUCK WORK agreement, this agreement shall be deemed to remain in full force and 4.01 While this agreement is in force, no strike or lockout will effect up to the time the Union goes on a legal strike or the Employer take place. legally locks out the employees or a new agreement is signed. 4.02 No employees covered by this agreement shall be required 1.03 Either party to this agreement may, at any time within four to cross a legal picket line at the Employer. months immediately preceding expiry of the agreement, by written ARTICLE 5 — BULLETIN BOARD notice, require the other party to commence collective bargaining. 5.01 The Employer shall provide bulletin boards for the ARTICLE 2 — UNION JURISDICTION exclusive use by the Union. Bulletin boards will be located in all 2.01 The Employer agrees to employ only members of the Editorial, Accounting, Circulation, Advertising, Composing and Mail Union to perform all work within the jurisdiction of the Union except Room departments. as specified elsewhere in this agreement. The Employer recognizes ARTICLE 6 — JOB POSTING the Union as the exclusive bargaining agent for all employees of the 6.01 The Employer will provide the Union shop steward with all Daily Courier except the Publisher, Vice-President (Operations), job postings of openings for employment in a department. Such Advertising Manager, Advertising Manager/Special Projects, notice shall contain the wage rate and such other information which Advertising Manager/eVent, Classified Supervisor, Accountant, may be of assistance to employees. Current employees shall receive Confidential Secretaries, Circulation Manager, Assistant Circulation first consideration for openings within their department. Manager, ADS Manager, Managing Editor, eVent Publisher/Manager, Managing Editor/News, Stringers, System 6.02 Notices shall be posted at least one week prior to the Manager, Pre-Press Manager, Credit Manager, Financial Accountant, closing date for applications, except with prior agreement from the employees covered by a collective agreement between the Employer Union. and C.E.P. Local 25G and Dependent Contractor Delivery Drivers. 6.03 Job postings will be put on all Union bulletin boards. 2.02 The management recognizes the CEP as the sole collective ARTICLE 7 — LAYOFF AND SENIORITY bargaining agent for all the employees covered by this agreement. 7.01 The Employer may terminate or suspend only for just 2.03 The Employer agrees to advise any new employee hired cause. A suspension or dismissal shall be in writing and shall contain during the currency of this agreement that a collective agreement is in the reasons for the suspension or dismissal and shall be given to the force and the new employee shall be required to become a member employee concerned and to the Union if the employee so requests. on date of hire of the Union as a condition of employment. Present Any member who has been discharged and believes the discharge employees who have not become union members shall not be unjustified shall have the right to appeal within 72 hours. Either the required to become members but shall be required to pay union dues. Employer or the Union may carry the appeal to the grievance committee. 2.04 No Union representative shall be interfered with, nor discriminated against, by the Employer for carrying out the 7.02 (a) In the event of a layoff of a full-time employee, severance instructions of the Union governing the interpretation, application or pay shall be one week's pay per year of service to a maximum of 35 alleged violation of this agreement. No Supervisor who is a member years with a minimum of $14,000. of the Union shall be interfered with, nor disciplined by the Union for (b) Severance pay shall be paid within one week of layoff. If the carrying out the provisions of this collective agreement in accordance employee is recalled (see subsection 7.03) the employee shall repay with the instructions of the Employer, but this shall not apply to any unused portion of the severance pay or forfeit any right to recall infractions of Union Laws which are not involved with this collective by seniority. This determination to be made by the employee. agreement. 7.03 If it becomes necessary to reduce the workforce, the 2.05 There shall be no discrimination on the grounds of race, qualified person with the lowest seniority within a department shall Kelowna Page 4 be the first to be laid off. The person(s) laid off shall be reinstated in (b) In the event of an employee grievance, the employee concerned the department from which laid off, if available, in reverse order to shall, within three (3) working days of the cause of the dispute, seek which they were laid off.
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