COLLECTIVE AGREEMENT

BETWEEN

REVERA RETIREMENT LP-ST. LAWRENCE PLACE RETIREMENT RESIDENCE

AND

SERVICE EMPLOYEES INTERNATIONAL UNION, LOCAL 1 CANADA

EFFECTIVE: JUNE 1, 2018

EXPIRE: MAY 31, 2022

FULL & PART TIME EMPLOYEES

#517/ 517A

INDEX

PREAMBLE ..................................................................................................................... 2 ARTICLE 1- PURPOSE ................................................................................................. 2 ARTICLE 2- SCOPE & RECOGNITION ........................................................................ 3 ARTICLE 3- DEFINITIONS ............................................................................................ 4 ARTICLE 4- UNION SECURITY .................................................................................... 4 ARTICLE 5- NO STRIKE OR LOCK-OUTS .................................................................. 5 ARTICLE 6- MANAGEMENT RIGHTS ..................................................... ~ .................... 5 ARTICLE 7- UNION COMMITTEE AND STEWARDS .................................................. 6 ARTICLE 8- GRIEVANCE & NEGOTIATING COMMITTEES ....................................... 8 ARTICLE 9 - GRIEVANCES ........................................................................................... 8 ARTICLE 10- DISCHARGE AND DISCIPLINE ........................................................... 11 ARTICLE 11- ARBITRATION ...................................................................................... 12 ARTICLE 12- SENIORITY ........................................................................................... 13 ARTICLE 13- TRANSFERS ........................................................................................ 16 ARTICLE 14- JOB POSTING ...................................................................................... 17 ARTICLE 15- BULLETIN BOARDS/PARKING ........................................................... 18 ARTICLE 16- LEAVE OF ABSENCE .......................................................................... 19 ARTICLE 17- JURY DUTY .......................................................................................... 20 ARTICLE 18- LEAVE OF ABSENCE FOR UNION BUSINESS .................................. 21 ARTICLE 19- HOURS OF WORK ............................................................................... 22 ARTICLE 20 - OVERTIME ............................................................................................ 23 ARTICLE 21 - MEAL AND UNIFORM ALLOWANCE .................................................. 24 ARTICLE 22- MINIMUM REPORTING ALLOWANCE ................................................ 24 ARTICLE 23 - CALL-BACK AND CALL-IN ................................................................. 25 ARTICLE 24- HEALTH AND SAFETY COMMITTEE .................................................. 25 ARTICLE 25- PAY DAYS ............................................................................................ 28 ARTICLE 26- RATES OF PAY AND PREMIUMS ....................................................... 29 ARTICLE 27- COLLECTIVE AGREEMENT PRINTING .............................................. 29 ARTICLE 28- VACATIONS AND PUBLIC HOLIDAYS ............................................... 30 ARTICLE 29- HEALTH & WELFARE .......................................................................... 32 ARTICLE 30 - DURATION ........................................................................................... 36 WAGE GRID .................................................................................................................. 37 SCHEDULE "B" ............................................................................................................ 40 LETTER OF UNDERSTANDING #1 ............................................................................. 43 LETTER OF UNDERSTANDING #2 ............................................................................. 43

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BETWEEN:

HCN-Revera Lessee (StLawrence Place) LP by its General Partner HCN-Revera Lessee (StLawrence Place) GP INC. Operating as StLawrence Place Retirement

Residence

Hereinafter referred to as the "Employer"

And

Service Employees International Union, Local 1 Canada

Hereinafter referred to as the "Union"

PREAMBLE

Whereas the Union has been certified by the Ontario Labour Relations Board as the certified bargaining agent of the employees of the Employer in the bargaining unit described as follows, namely: all employees of HCN-Revera Lessee (St Lawrence Place) LP by its General Partner HCN-Revera Lessee (St Lawrence Place) GP INC. Operating as St Lawrence Place Retirement Residence carrying on business as St. Lawrence Place in the City of Kingston, save and except registered and graduate nurses, supervisors, persons above the rank of supervisor, persons regularly employed for not more than twenty-four (24) hours per week and students employed during the school vacation period.

ARTICLE 1 - PURPOSE

1.01 The purpose of this agreement is to establish an orderly collective bargaining relationship between the Employer and certain classifications of Employees represented by the Union. It is recognized by this agreement to be the duty of the Employer, the Union and the Employees to co-operate fully, individually and collectively for the advancement of this objective.

1.02 It is the desire of the parties to provide compassionate care for the residents to meet their physical and emotional needs in a safe, comfortable environment treating them and their families with the respect and dignity they deserve.

1.03 The Union is hereby established as the sole collective bargaining agent for all employees in the bargaining unit, as defined in the preamble paragraph hereof, and the Employer undertakes that it will not enter into any other agreement with such employees, either individually or collectively which will conflict with any provisions of this Agreement.

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ARTICLE 2- SCOPE & RECOGNITION

2.01 The Employer and the Union agrees that there will be no discrimination, interference, restraint or coercion exercised or practiced upon any employee because of membership or lack of membership, holding office in the Union or because of race, colour, creed, nationality or sex.

2.02 The Employer undertakes that it will not enter into any other agreement or contract with those employees for which the Union has bargaining rights either individually or collectively which will conflict with any of the provisions of this agreement.

2.03 The Union and the Employer agree to abide by the Ontario Human Rights Code.

2.04 Upon receiving permission from the Manager, or her designate, the Union representative will be allowed to enter the premises of the Employer in conjunction with matters arising under the Collective Agreement, provided that such entrance shall not interfere with the efficient operation of the residence. Such permission, when requested shall not be unreasonably withheld.

2.05 The Employer shall not contract out any work normally performed by members 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 a breach of this agreement.

2.06 Supervisors and persons excluded from the bargaining unit will not take the place of any bargaining unit employee to the extent that it would cause such employee to suffer a loss of regularly scheduled hours of work or pay as a result of such action and the Employer shall not contract out work performed by bargaining unit employees to the extent that such contracting out would result in the layoff of employees who would normally perform the work in question.

2.07 The Union agrees that there will be no Union activities on the premises of the Employer without prior authorization being given by the Employer or as specifically permitted in this Agreement.

2.08 Employee Non-competition

No employee may enter into an agreement with a resident with whom St. Lawrence Place has a contractual relationship with to provide services internal or external to the facility.

2.09 Supervisors and Union Representatives

In order to facilitate the operations of this Agreement, the Employer shall supply to the Union a list of employees acting in a supervisory capacity together with their job titles. The Union will supply the Employer with a list of its representatives

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and stewards. Both parties agree that these lists will be promptly revised from time to time whenever changes become necessary.

ARTICLE 3- DEFINITIONS

3.01 Part-time employees are hereby defined to be those persons regularly employed up to forty-eight (48) hours bi-weekly by seniority who have completed the probationary period described in Article 14.01.

3.02 Full time employees are hereby defined as employees who are regularly scheduled to work more than forty-eight (48) hours bi-weekly.

3.03 A casual employee who is understood to be covered by this Collective Agreement is an employee who is called to work occasionally on an on-call basis and does not have pre-scheduled shifts and does not work a regular schedule. Such call-ins shall not deprive a full-time or part-time employee of call-ins they are entitled to. It is understood, however, that a casual employee may be called in before overtime is incurred.

3.04 Where the feminine pronoun is used in this agreement, it shall mean and include the masculine pronoun where the context so applies.

3.05 The words "Employee" and "Employees" when used throughout this agreement shall mean persons included in the above described bargaining units.

ARTICLE 4- UNION SECURITY

4.01 As a condition of employment, the Employer will deduct from each employee covered by this Agreement an amount equal to the regular monthly union dues designated by the Union.

4.02 Such dues shall be deducted from each pay for employees. In the case of newly hired employees each employee shall be subject to a one (1) time Union Initiation Fee as directed by the Secretary Treasurer of the Union. Initiation Fees and Dues deductions shall commence in the month of hire.

4.03 The amount of the regular monthly dues shall be those authorized by the Union and the Union shall notify the Employer of any changes therein and such notification shall be the Employer's conclusive authority to make the deductions specified.

4.04 In consideration of the deducting of Initiation Fees and Union dues by the Employer, the Union agrees to indemnify and save harmless the Employer against any claims or liabilities arising or resulting from the operation of this Article.

4.05 Monthly deductions shall be made and forwarded to the Secretary Treasurer of the local Union on or before the 151h of the month following which the

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deductions are made. Any omissions and retroactive deductions shall be submitted with the dues the month following with the reason why dues were missed.

4.06 The Employer agrees to forward a list of dues deductions in an electronic format on an electronic template provided by the Union under the direction of the Secretary Treasurer.

4.07 The Employer will provide each employee with a T4 supplementary slip showing the dues deducted in the previous year for income tax purposes where such information is available or becomes readily available through the Employer's payroll system.

4.08 The Union and the Employer acknowledge their obligations to accommodate certain individuals under the Human Rights Code of Ontario and agrees that this Collective Agreement will be interpreted in such a way as to permit those obligations to be discharged.

4.09 It is mutually agreed that arrangements will be made for a Union representative to interview each new employee whose classification is governed by this collective agreement as soon as conveniently possible within the first two (2) months of employment for the purpose of informing such employee of the existence of the Union in the Home. The Employer shall advise the Union monthly as to the names of persons listed for interview, and the time and place on the premises of the Employer designated for each such interview, the duration of which shall not exceed fifteen (15) minutes.

ARTICLE 5- NO STRIKE OR LOCK-OUTS

5.01 In view of the orderly procedures established by this agreement for the settling of disputes and the handling of grievances, the Union agrees that during the lifetime of this agreement there will be no strike, picketing, slowdown (either complete or partial), and the Employer agrees that there will be no lock-out.

5.02 The words "strike" and "lock-out" as used herein are agreed to have the meanings defined for these words in the present Ontario Labour Relations Act 1980 as amended.

ARTICLE 6- MANAGEMENT RIGHTS

6.01 The Union acknowledges that all management rights and prerogatives are vested exclusively with the Employer and, without limiting the generality of the foregoing, it is the exclusive function of the Employer:

(a) to determine and establish standards and procedures for the care, welfare, safety, comfort and life style of the residents of the retirement residence as well as the health and safety of its employees;

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(b) to maintain order, discipline and efficiency, and in connection therewith, to establish and enforce, from time to time, reasonable rules and regulations, policies and procedures (notice of rules and regulations, policies and procedures shall be given to the Union and employees at least two (2) weeks prior to their implementation); ·

(c) To hire, transfer, layoff, recall, promote, demote, classify, assign duties, discharge, suspend or otherwise discipline employees for just cause, provided that a claim of discriminatory transfer, promotion or demotion within the bargaining unit or a claim that a seniority employee has been discharged or disciplined without just cause, may be the subject of a grievance and dealt with as hereinafter provided;

(d) To have the right to plan, direct, evaluate and control the work of the employees and the operations of the Retirement Home. This includes the right to introduce new and improved methods, facilities, equipment, and to control the amount of supervision necessary, combining or splitting of departments, implementing work schedules and the increase or reduction of personnel in any particular area or on the whole.

6.02 An employee may only be discharged for just cause, except that an employee, who has not completed her probationary period, may be terminated on the basis of a fair and proper assessment of her suitability for employment with the Home but which action may not be taken up as a grievance.

6.03 The Employer will exercise its management rights in accordance with the Collective Agreement.

ARTICLE 7- UNION COMMITTEE AND STEWARDS

7.01 It is mutually agreed that negotiations will be conducted and the Union will elect or otherwise select a negotiating committee consisting of a maximum of three (3) persons.

7.02 The privilege of all committee members and stewards to leave their work without loss of basic pay, loss of scheduled days off or without loss of seniority to attend to Union business, up to and inclusive, but not further than conciliation is granted under the following conditions:

(a) Such business must be between the Union and the Management!

(b) the time shall be devoted to the prompt handling of such necessary Union business;

(c) The Committee Members and Stewards concerned shall obtain the permission of the supervisor concerned before leaving their work. Such permission shall not be unreasonably withheld.

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7.03 The Union acknowledges that the members of the Union Administrative Committee (steward body) must continue to perform their regular duties, and that so far as possible all activities of the committee will be carried on outside the regular working hours of the members unless otherwise mutually arranged.

7.04 The Employer shall pay representatives and Committee members their respective wages for all time lost from regularly scheduled hours investigating and/or processing grievances, negotiations of the collective agreement and renewal thereof, up to and including conciliation, but not including the arbitration stage and while attending meetings with the Employer.

7.05 The Employer shall not be required to recognize any steward until it has received written notification from the Union of the employee's appointment to the Union Committee.

7.06 It is mutually agreed that employees shall not be eligible to serve as stewards or members of a grievance or negotiating committee until after they have completed their probationary period and their names have been placed on the seniority list. The Union acknowledges that stewards have regular duties to perform on behalf of the Employer and that such persons will not leave their regular duties without obtaining the permission of their immediate supervisor (which permission will not be unreasonably withheld) and when resuming their regular duties, will report to their immediate supervisor so that the length of time they are absent from their regular duties will be under reasonable control.

7.07 Labour Management Meetings

At the request of either the Employer or the Union representative of the Local Union, meetings may be arranged for the discussion of matters of mutual interest (other than grievances). The party requesting such meeting shall, when making the request, forward an agenda of the matters to be discussed at least seventy­two (72) hours before the date of the meeting. In any event, meetings shall be held quarterly i.e. every three (3) months per calendar year. There shall be no loss of pay. If a meeting is scheduled for the employees day off, Employer will pay up to a maximum of two (2) hours at the employee's regular rate.

7.08 New Classification

When a new classification (which is covered by the terms of this agreement) is established by the Employer, the Employer shall determine the rate of pay for such new classification and notify the local Union of the same within seven (7) days. If the local Union challenges the rate, it shall have the right to request a meeting with the Employer to endeavour to negotiate a mutually satisfactory rate. Such request will be made within ten (1 0) days after the receipt of notice from the Employer 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 Employer. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Board of Arbitration (or arbitrator as the case may be) shall be based on the

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relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classification.

The parties further agree that any change mutually agreed to or awarded as a result of arbitration shall be retroactive only to the date that the Union raised the issue with the Home.

ARTICLE 8- GRIEVANCE & NEGOTIATING COMMITTEES

8.01 The Employer will recognize and work with the Union Committee on any matter properly arising out of this Agreement, and the Committee will cooperate with the Employer in the administration and faithful adherence to the terms of this Collective Agreement.

ARTICLE 9- GRIEVANCES

9.01 For the purpose of this agreement, a grievance or complaint is defined as a difference arising either between a member of the bargaining unit and the Employer or between the parties hereto relating to the interpretation, application, administration or alleged violation of the Agreement

9.02 The grievance shall identify the nature of the grievance, the remedy sought, and should, where possible, specify the provisions of the Agreement which are alleged to have been violated.

9.03 All complaints and grievances shall be taken up in the following manner:

(a) It is the mutual desire of the parties hereto that complaints of employees shall be adjusted as quickly as possible, and it is understood that an employee has no grievance until she has first given her immediate supervisor or their designate the opportunity to adjust her complaint. The grievor may have the assistance of a Union Steward if s/he so desires.

(b) A complaint shall only be considered if it is raised and acknowledged by

Step 1

the immediate supervisor within seven (7) days of the event giving rise to the complaint or within seven (7) days after the employee has or ought to have had knowledge of the event giving rise to the complaint. The immediate supervisor will provide a response within three (3) days. If the complaint is not satisfactorily resolved, the complaint may then be taken up as a grievance in the following manner:

A Union steward may submit the signed, written grievance to the immediate supervisor or designate. The grievor may accompany the Union Steward. The immediate supervisor or designate will deliver his or her decision in writing within five (5) days following the day on which the written grievance was presented to

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him or her. The Union and the Employer may meet to discuss the grievance at a time and place suitable to both parties. Failing settlement, then:

Step 2

Within ten (1 0) days following the decision in the immediately preceding step, the grievance may be submitted in writing to the Executive Director. A meeting will then be held between the Executive Director and the Union Steward(s) or Grievance Committee, who may be accompanied by the Union Representatives, within ten (10) days of the submission of the grievance and Step 2, unless extended by mutual agreement of the parties.

The decision of the Employer shall be delivered in writing to the Union Steward and the Union Representative within ten (1 0 days following the date of such meeting.

Failing settlement at Step 2, the Union may refer the matter to arbitration within twenty (20) days of receiving the Employer's decision.

9.04 Policy Grievance

A complaint or grievance arising directly the Employer and the Union concerning the interpretation, application or alleged violation of the Agreement may be originated at Step 2 within ten (1 0) days following the circumstances giving rise to the grievance, or when those circumstances ought reasonably to have come to the attention of the union.

It is expressly understood, however, that the provisions of this Article may not be used with respect to a grievance directly affecting an employee which she could have instituted himself/herself and the regular grievance procedure shall not be by-passed.

9.05 Group Grievance

Where a number of employees have identical grievances, and each one would be entitled to grieve separately, they may present a group grievance, in writing, identifying each employee who is grieving, to employer or designee within ten (1 0) days after the circumstances giving rise to the grievance have occurred, or ought reasonably to have come to the attention of the Union. The grievance shall then be treated as being initiated at Step 2 and the applicable provisions of this Article shall then apply with respect to the handling of such grievance.

9.06 Discharge Grievance

If an employee, who has completed her probationary period, claims that she has been unjustly discharged, such claim may be submitted in the form of a signed grievance by the Union Steward at Step 2 of the grievance procedure to the Employer within five (5) days following the date the discharge is effective, or ought reasonably to have come to the attention of the union. The grievor may accompany the Union Steward.

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9.07 Grievance Mediation

(a) The parties agree that it is their intent to resolve grievances without recourse to arbitration, wherever possible. Therefore, notwithstanding (a) above, the parties may, upon mutual agreement, engage the services of a mediator/arbitrator in an effort to resolve the grievance.

(b) Either party, with the agreement of the other party, may submit a grievance to grievance Mediation at any time within ten ( 1 0) days after the Employer's decision has been rendered at the step prior to arbitration. Where the matter is so referred, the mediation process shall take place before the matter is referred to Arbitration.

(c) Grievance mediation will commence within twenty-one (21) days of the grievance being submitted to mediation, or longer period as agreed by the parties.

(d) No matter may be submitted to Grievance Mediation which has not been properly carried through the grievance procedure, provided that the parties may extend the time limits fixed in the grievance procedure.

(e) The parties shall agree on a mediator.

(f) Proceedings before the Mediator shall be informal. Accordingly, the rules of evidence will not apply, no record of the proceedings shall be made and legal party shall not be used by either party.

(g) If possible, an agreed statement of facts will be provided to the Mediator, and if possible, in advance of the Grievance Mediation Conference.

(h) The Mediator will have the authority to meet separately with either party.

(i) If no settlement is reached within five (5) days following Grievance Mediation, the parties are free to submit the matter to Arbitration in accordance with the provisions of the Collective Agreement. In the event that a grievance which has been mediated subsequently proceeds to arbitration, no person serving as the Mediator may serve as an Arbitrator. Nothing said or done by the mediator may be referred to at Arbitration.

(j) The Union and Employer will share the cost of the Mediator, if any.

9.08 Failing settlement under the foregoing procedure any grievance may be submitted to arbitration as provided in Article 1 0.03.

9.09 Timelines may be extended by mutual agreement of the parties.

In determining the time within which any action is to be taken or completed under the terms of this agreement, such time limits shall be exclusive of Saturdays, Sundays and paid holidays.

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The parties agree that it is their intent to resolve grievances without recourse to arbitration, wherever possible. Therefore, notwithstanding (a) above, the parties may, upon mutual agreement, engage the services of a mediator/arbitrator in an effort to resolve the grievance and may extend the time limits for the request for arbitration. The parties will share equally the fees and expenses, if any, of the mediator/arbitrator.

9.10 Agreements reached under the grievance procedure between the representatives of the Employer and representatives of the Union will be final and binding upon the Employer, the Union and the employee(s).

9.11 It is understood that the employer may bring forward a grievance alleging a violation of the collective agreement by the Union 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.

ARTICLE 10- DISCHARGE AND DISCIPLINE

10.01 All such cases shall be taken up within four (4) working days and disposed of within seven (7) working days (or such longer period as may be mutually agreed upon) of the date the employee is notified of her discharge or suspension, except where a case is taken to arbitration. A claim by an employee who has attained seniority that she has been unjustly discharged or suspended from her employment shall be treated as a grievance if a written statement of such grievance is lodged with the Executive Director within four (4) working days after the employee is notified of her discharge or suspension or within four (4) working days after the employee ceases to work for the Employer, whichever is the earlier. All steps of the grievance procedure prior to step No. 2 may be omitted in such cases.

10.02 Such special grievances may be settled by confirming the Employer's action in dismissing or suspending the employee, or by re-instating the employee with full compensation for time lost, or by any other arrangement which is just and equitable in the opinion of the conferring parties.

10.03 (a) The Employer shall provide the employee with a copy of any written warning affecting the employee. Any written reply by the employee shall become part of her record. The Employer shall furnish the Union a copy of such warning letter(s).

(b) The Employer agrees that whenever an interview is held with an employee that becomes part of their record regarding their work or conduct (other than the periodic evaluation), the employee will be advised that she has the right to have a steward present.

(c) The employee may waive the attendance of a steward or request that a steward be called in. The meeting may be postponed for up to two (2) hours to allow the steward to attend. It is understood that, as a result of

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such a request, if a steward attends outside regular working hours, the steward shall not be compensated pursuant to Article 8.03.

1 0.04 The Employer shall notify the chief steward of the bargaining unit, or in their absence, any steward, with respect to the suspension or discharge of any employee as soon as reasonably possible and request their attendance for any disciplinary meeting.

1 0.05 Access to Personal File

(a) Each employee shall have reasonable access to their file for the purpose of reviewing any evaluation or formal disciplinary notations contained therein in the presence of their supervisor. The employee shall be given access to her file within normal business hours (8:30 a.m. to 4:30 p.m., Monday to Friday)no later than the business day following the business day on which his/her request was made.

(b) Each employee shall be given a copy of her evaluation, upon request.

10.06 When an employee is to be interviewed for a non-disciplinary reason (other than the periodic evaluation) and more than one manager will be present during the meeting, the employee may request a steward or another employee be present.

10.07 In case of disciplinary action due to any form of resident abuse, the record will remain on the employee's file for twenty-four (24) months.

Records of disciplinary action shall be removed from an employee's file if they establish a clear record for eighteen (18) months.

ARTICLE 11 -ARBITRATION

11.01 When either party submits a grievance be submitted to Arbitration, it shall advise the other party in writing and endeavor to submit a list of not less than three arbitrators. Within five (5) days thereafter, the other party shall agree to one of the proposed names or, in the alternative, respond with not less than three names. If the parties fail to agree on an Arbitrator as herein required, the Minister of Labor for the Province of Ontario shall have the power to make such appointment upon application thereto by the party invoking the arbitration procedure.

11.02 The Arbitrator shall not be authorized to make any decision inconsistent with the provisions of this Agreement, nor to alter, modify, add to or amend any part of this Agreement.

11 .03 Each of the parties hereto will share equally the fees and expenses, if any, of the Arbitrator.

11.04 Saturdays, Sundays and Holidays are not to be counted in the time limits as set out in this Article.

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11 .05 The proceedings of the arbitration will be expedited by the parties hereto and the decision of the Arbitrator, will be final and binding upon the parties hereto and the employee or employees concerned.

11.06 No person may be appointed as an Arbitrator who has been involved in any prior attempt to negotiate or settle the particular grievance concerned.

11.07 Each of the parties shall pay its own expenses including pay for witness and one half of the expenses and fees of the Arbitrator.

11.08 All agreements reached under the grievance and arbitration procedures between the Employer and it's representatives and the Union and it's representatives will be final and binding upon the Employer, the Union and the employee(s) involved.

11.09 Any grievance involving the interpretation or application, administration or alleged violation of this agreement which has been disposed of hereunder, shall not be made the subject of another grievance. No costs of any arbitration shall be awarded to or against any party.

11.10 At any stage of the grievance procedure, including arbitration, the parties may have the assistance of the employee (or employees) concerned as a witness, and all reasonable arrangements will be made to permit the Arbitrator to have access to any part of the home to view any working conditions which may be relevant to the settlement of the grievance, at a reasonable time and so as not to interfere with the function of the home.

ARTICLE 12- SENIORITY

12 .01 (a) A newly hired Employee must successfully complete a probationary period of four hundred and fifty (450) hours worked. This period shall include any approved leaves of absence to a maximum of seventy-five (75) scheduled working hours, and also any days not worked but paid for by the Employer. It is agreed that the dismissal or layoff of a probationary Employee shall be at the sole discretion of the Employer and shall not be made the subject of a grievance.

(b) A probationary Employee shall receive an evaluation of her work performance from the Employer at or about the three hundred hours worked period of her probation.

(c) On or before the expiry date of an Employee's probationary period, the Employer will notify the Employee in writing that;

(i) the Employee's appointment to staff is confirmed, or;

(ii) the Employee's employment is terminated, and such termination shall be at the sole discretion of the Employer and shall not be subject to the grievance procedure.

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12.02 Approved leave(s) of absence in excess of ten (1 0) working days during the probationary period will not be considered as working days for purposes of completing the probationary period.

12.03 The seniority of an Employee who has completed the probationary period shall recognize the days worked or four hundred and fifty (450) hours worked.

12.04 In cases of promotion, demotions or permanent transfer of employees, qualifications, ability, and seniority of the employees shall be considered. Where these factors are equal, the applicant with the greatest seniority will be considered, provided that in cases of disciplinary demotion the criteria will be whether there was just cause, not whether the grievor had seniority over some other employee.

12.05 Any question having to do with the observance or non-observance of seniority as required by this agreement may be the subject of a grievance dealt with under the grievance procedure including the arbitration provisions.

12.06 The Employer shall provide the Union electronic copies of the Seniority List sorted by classification, full-time, part-time and seniority. The list shall be provided on a bi-annual basis, in January and July of each year.

12.07 Loss of Seniority

An employee shall lose all seniority and her employment will be deemed to be terminated for any of the following reasons:

(a) voluntary resignation;

(b) discharge for just cause, and the discharge is not reversed through the grievance procedure;

(c) absence for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given, in which case such employee shall be deemed to have quit the employment of the Employer without notice.

(d) failure to notify the Employer of her intention to return to work within three (3) working days of being notified of recall by registered mail, if unemployed, or within ten (1 0) working days of being notified of recall by registered mail if employed elsewhere. Registered mail sent to the employee's most recent address on her employment file shall be interpreted as proper notice. For purposes of recall it shall be the responsibility of the employee to keep the Employer informed of her current address;

(e) Utilizes a leave of absence for purposes other than those for which the leave of absence was granted or fails to report for work on the first

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scheduled day following the expiration of a leave of absence unless a reason satisfactory to the Employer is given prior to the expiry of the leave of absence;

(f) engages in gainful employment while in receipt of sick leave payments or an unpaid sick leave without written approval from the Employer.

(g) Is absent from work for thirty (30) months due to illness or accident. The Employer agrees to abide to any obligations they may have under the Human Rights Code when applying this Article.

12.08 Layoff and Recall

(a) In the event of lay-off, the Employer shall lay-off employees in the reverse order of their seniority within their classification, provided that there remain on the job employees who have the ability and qualifications as required to perform the work;

(b) An employee who is subject to lay-off shall have the right to either:

(i) accept the lay-off; or

(ii) displace an employee who has lesser bargaining unit seniority and who is the least senior employee in a lower or identical paying classification in the bargaining unit if the employee originally subject to lay-off is qualified, and can perform the duties of the lower or identical paying classification without training other than orientation. Such employee so displaced shall be laid off.

(c) An employee shall have opportunity of recall from a lay-off to an available opening, in order of seniority, provided she has the ability and qualifications required to perform the work before such opening is filled on a regular basis under a job posting procedure. The posting procedure in the collective agreement shall not apply until the recall process has been completed. In determining the ability and qualifications required as agreed between the parties of an employee to perform the work for the purposes of this paragraph, the Employer shall not act in an arbitrary manner.

(d) An employee recalled to work in a different classification from which she was laid off shall have the privilege of returning to the position she held prior to the lay-off should it become vacant within six (6) months of being recalled.

(e) No new employees shall be hired until all those laid off have been given an opportunity to return to work and have failed to do so, in accordance with the loss of seniority provision, or have been found unable to perform the work available.

(f) It is the sole responsibility of the employee who has been laid off to notify the Employer of her intention to return to work within three (3) working

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days (exclusive of Saturdays, Sundays and Paid Holidays) after being notified to do so by registered mail, addressed to the last address on record with the Employer (which notification shall be deemed to have been received on the second date of mailing) and return to work within ten (1 0) working days after being notified. The notification shall state the job to which the employee is eligible to be recalled and the date and time at which the employee shall report for work. The employee is solely responsible for her proper address being on record with the Employer.

(g) Employees on lay-off or notice of lay-off shall be given preference to fill any and all temporary vacancies which the Employer expects shall exceed three (3) months. An employee who has been recalled to such temporary vacancy shall not be required to accept such recall and may instead remain on lay-off. This provision supersedes the job posting provision.

12.09 Layoff and Recall

In the event of a layoff of a permanent or long-term nature, the Employer will provide affected employees with notice in accordance with the Employment Standards Act.

12.10 Employees shall be recalled from layoff to available openings in order of seniority provided that the employee has the skill, ability and qualifications to perform the available work.

12.11 Technological Change

Technological change will be discussed with the Union thirty (30) days in advance where possible.

ARTICLE 13- TRANSFERS

13.01 (a) When an employee is assigned temporarily to perform the duties and assume the responsibilities of a higher paying classification in the bargaining unit, she shall be paid the rate in the higher salary range immediately above her current rate for all hours worked in the assignment.

(b) If an employee is transferred to a lower job due to a reduction in staff, inability to perform her work as required, at the employee's request, or any other reason as determined by the Employer acting within the scope of Article 7, the employee will receive the corresponding rate of her current job for the job to which she was transferred. Job seniority for pay purposes shall include seniority on the job she is being transferred from.

13.02 An employee whose status is changed from full-time to part-time or vice versa shall receive credit for her full seniority and service on the basis of eighteen hundred (1800) hours paid for each year of seniority. Any time worked in excess of an equivalent shall be pro-rated at the time of transfer.

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13.03 When an employee transfers as stated in Article 16.03 she shall serve a thirty (30) day assessment period. The employee may be returned to her former position if in the opinion of the Employer the employee is not capable of performing the required duties of the new position. In such case the employee shall have access to the grievance procedure if she feels she has been unfairly treated. During the thirty (30) day assessment period, the employee may also assess her new position and during said period shall have the option of returning to her former position.

ARTICLE 14- JOB POSTING

14.01 In the event new jobs are created or vacancies occur in existing job classifications covered under this collective agreement, (unless the Employer notifies the Union in writing that it intends to postpone or not fill a vacancy), the Employer will post such new jobs or vacancies for a period of seven (7) calendar days, and shall stipulate the qualification, classification, shift, rate and department concerned, in order to allow employees with seniority to apply and be considered before new employees are hired. All copies of job postings and reports of their finalization are to be submitted to the chief steward or their designate within seven (7) calendar days.

14.02 All applications received will be considered within seven (7) days of the end of the posting procedure. In the event one or more employees apply, the Employer shall consider the qualifications, experience, ability and seniority of the applicants. Where these factors are equal, the applicant with the greatest seniority shall fill the vacancy.

If the applicants are not qualified to perform the work required, the Employer reserves the right to immediately hire outside help.

14.03 The Employer will discuss with any unsuccessful applicant the manner in which the employee may improve her position and her work in order to be considered for any future vacancy.

14.04 (a) The Employer agrees to post vacancies within three (3) days of a position becoming vacant, if the Employer intends to fill such vacancy. If the Employer does not intend to fill a vacancy it shall advise the Union.

(b) Until the vacancy identified by the posting is filled, the Employer is free to fill the vacancy on a temporary basis as he sees fit. A person engaged from outside bargaining unit to fill the vacancy on a temporary basis will not be included in the bargaining unit during the term of temporary appointment not to exceed three (3) months after which the position/vacancy if necessary shall be posted.

(c) During the summer vacation period, employees on staff prior to the commencement of the summer vacation period shall be given the first opportunity to fill available hours caused by vacation. An employee

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exercising her option shall not, as a result of such extra work, change her employment status (i.e. part-time, full-time).

14.05 The successful applicant shall be placed on trial in the new position for a period of three hundred and thirty-seven and one-half (337.5) working hours. Such trial promotion or transfer shall become permanent after the trial period unless:

(a) the employee feels that she is not suitable for the position, and wishes to return to her former position; or

(b) the Employer feels that the employee is not suitable for the position, and requires that she returns to her former position.

14.06 In the event of either 16.05(a) or 16.05(b) above, the employee will return to her former position and rate of pay without loss of seniority. Any other employee promoted or transferred as a result of the re-arrangement of positions shall also be returned to her former position and rate of pay without loss of seniority.

14.07 The above provisions in Article 16.05 shall also apply in the event of a transfer to a position outside the bargaining unit. It is understood however, that no employee shall be transferred to a position outside the bargaining unit without her consent.

14.08 So long as a full-time position exists there will be no splitting of that position into two or more part-time positions without the agreement of the Union, such agreement not to be unreasonably withheld.

14.09 Postings shall be restricted to the original permanent vacancy or permanent job and to the first subsequent vacancy created as a result of the successful application for the originally posted position. Management shall initially consider qualified and willing employees within the bargaining unit for subsequent vacancies.

14.10 Applications received will be considered within seven (7) calendar days after the closing of the posting.

ARTICLE 15- BULLETIN BOARDS/PARKING

15.01 The Employer agrees to supply and make available solely to the Union for the posting of seniority lists and Union notices one (1) bulletin board in a mutually agreed location so as to inform all employees in the bargaining unit of the activities of the Union. It is agreed that no notice will be posted on the bulletin board without prior written approval by the Executive Director of the Home.

15.02 Present parking conditions will continue as long as present facilities are available.

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ARTICLE 16 - LEAVE OF ABSENCE

16.01 The Executive Director may grant or refuse a request for a leave of absence without pay for extenuating personal reasons, provided that he receives at least four (4) weeks' notice in writing, unless impossible, and that such leave may be arranged without undue inconvenience to the normal operations of the home. Applicants when applying must indicate the date of departure, the reason for the request and specify the date of return.

16.02 If leave of absence is granted, the employee shall be advised in writing.

16.03 Employees who are on 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, she will forfeit all seniority rights and privileges contained in this agreement and be deemed terminated unless otherwise agreed by the Union and the Employer prior to the employee taking the leave.

16.04 An employee who has been granted a leave of absence of any kind, and who overstays her leave, unless she obtains permission or provides a satisfactory explanation, shall be considered to have terminated her employment without notice and lose all seniority rights.

16.05 To qualify for leave of absence as stipulated above the employee must have completed six (6) months of employment with the Employer and it is expressly understood no benefit except as hereinafter provided shall accrue to or be paid to any employee on leave of absence.

16.06 Whenever they are used in the Collective Agreement, the terms seniority and services shall be deemed to refer to the length of employment subject to the following conditions:

(a) It is understood that during an approved absence not paid by the Employer not exceeding thirty (30) continuous days or any approved absence paid by the Home, both seniority and service will accrue:

(b) During an absence not paid by the Employer exceeding thirty (30) continuous calendar days, credit for service for purposes of salary increment, vacation, sick leave or any other benefits under any provisions of the collective agreement or elsewhere shall be suspended; the benefits concerned appropriately reduced on a pro-rata basis and the employee's anniversary date adjusted accordingly. In addition, the employee will become responsible for full payment of subsidized employee benefits in which he/she is participating for the period of the absence;

(c) It is further understood that during such leave of absence not paid by the Employer, credit for seniority for purposes of promotion, demotion, transfer or lay-off shall be suspended and not accrue during the period of absence. Notwithstanding this provision, seniority shall accrue for a period of one year if an employee's absence is due to a disability resulting in W.S.I.B. benefits.

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16.07 The Employer shall continue to pay premiums for benefit plans for employees who are on paid leave of absence or W.S.I.B. if the employee continues their contribution towards said benefits. It is understood that the obligation of the Employer to pay the aforesaid benefits while on W.S.I.B. shall continue for up to twenty-four (24) months following the date of the injury.

16.08 The Employer will notify the employee when his or her benefits will cease.

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

(b) Where employees are required by the Employer to take courses to upgrade or acquire new employment qualification, the Employer shall pay the full costs associated with the courses.

(c) The Executive Director may grant a request for unpaid leave of absence to upgrade employment qualifications provided that she receives at least one month's notice in writing, unless impossible, and provided that such a leave may be arranged without undue inconvenience to the normal operations of the home. Applicants when applying must indicate the date of departure and specific date of return.

ARTICLE 17- JURY DUTY

17.01 If an employee is required to serve as a juror, or who is subpoenaed as a crown witness, or is required by subpoena to attend either a court of law or coroner's inquest in connection with a case arising from the employee's duties at the home, the employee shall not lose regular pay because of such attendance, provided that the employee:

(a) notifies the home immediately of the employee's notification that she will be required to attend at court;

(b) presents proof of service requiring the employee's attendance; and

(c) deposits with the home the full amount of compensation received, excluding the kilometer, traveling and meal allowance, and an official receipt thereof.

17.02 The employee is required to notify the Employer as soon as possible of selection for jury duty or court witness.

17.03 In addition to the foregoing, where an employee is required by subpoena to attend a court of law or coroner's inquest in connection with a case arising from the employee's duties at the home on her regularly scheduled day off, the home will attempt to reschedule the employee's regular day off, it being understood that any rescheduling shall not result in the payment of any premium pay. Where the

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home is unable to reschedule the employee and, as a result, she is required to attend on a regular day off, she shall be paid for all hours actually spent at such hearing at her regular straight time hourly rate.

17.04 Should a statutory holiday, vacation day(s), or lieu day fall within a leave for jury or witness duty, such day(s) shall be rescheduled, at a time mutually agreeable to the Employer and employee.

ARTICLE 18- LEAVE OF ABSENCE FOR UNION BUSINESS

18.01 For such leave of absence the Union must give fourteen (14) days clear notice to the Employer or twenty-one (21) days clear notice for an absence in excess of one ( 1) week.

18.02 Union Leave of Absence

Upon application by the Union in writing at least five (5) weeks in advance, the home will give reasonable consideration to a request for leave of absence, without pay, to an employee elected or appointed to full-time union office. It is understood that not more than one ( 1) employee in the bargaining unit may be on such leave at the same time. Such leave, if granted, shall be for a period of one ( 1) calendar year from the date of appointment unless extended for a further specific period by agreement of the parties. Seniority shall accumulate during such leave to the maximum provided, if any, under the provisions of the collective agreement. The Employer shall not be liable for payment of any wages and/or benefits in respect of the period of such leave. If the vacancy is filled by a new employee that person may be terminated at the conclusion of the leave.

18.03 Parental/Pregnancy Leave:

Pregnancy and Parental Leave shall be granted as per the current Employment Standards Act of Ontario unless otherwise amended.

18.04 Bereavement Leave

(a) Where a death occurs in the immediate family of a seniority employee, the Employer shall grant a bereavement leave of four (4) consecutive days commencing with the date of the death at the employee's regular rate of pay exclusive of premiums. Pay for such days of absence is limited to days actually missed from work pursuant to the employee's scheduled working hours. In the case of the death of a child or spouse, the employee will be entitled to one (1) additional day with pay.

(b) It is agreed that the immediate family shall be deemed to mean: spouse, son, daughter, mother, father, stepmother, stepfather, sister, brother, mother-in-law, father-in-law grandparents and stepchildren.

The above shall have the same terminology when referring to a common­law relationship.

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It is agreed that in the event of the death of an aunt, uncle, foster parent of an employee, the Employer shall grant a bereavement leave of up to one ( 1) day without loss of pay for such employee to attend the funeral.

(c) Where an employee is unable, due to distance to be traveled, to attend the funeral of their immediate family as defined in Article 21.06(b), they shall be entitled to leave for mourning on the day of the funeral without loss of pay, if the day of the funeral is a regularly scheduled working day for the employee.

(d) Where it is necessary, because of distance to be traveled, the employee may be provided with two (2) additional unpaid working days' leave of absence in conjunction with the leave referred to in Article 21.06(a).

ARTICLE 19 - HOURS OF WORK

19.01 (a) The regular scheduled hours of work for all full-time employees shall be up to eight (8) hours per day or seventy-five (75) hours bi-weekly, exclusive of meal periods.

(b) The regular scheduled hours of work for all part-time employees shall be up to eight (8) hours per day to a maximum of twenty-four (24) hours per week, by seniority however, in cases of an emergency, part-time employees may be called in to work for more than twenty-four (24) hours in any one (1) week by seniority.

(c) Classification seniority shall govern for scheduling regular hours of work and call-in for full-time and part-time employees up to the seventy-five (75) hours bi-weekly maximum referred to in article 21.01 a).

(d) A minimum shift shall be three (3) hours.

(e) Registered Staff- shall be paid for their half hour lunch period should they be required to remain in the building.

19.02 There shall be two (2) paid rest periods of fifteen (15) minutes in each full shift and pro-rated for employees working less than a full shift. Each full shift of over five hours shall include a thirty (30) minute unpaid meal period.

19.03 Work schedules shall be posted four (4) weeks in advance and shall not be changed except for required schedule changes beyond the control of the Employer.

Employees will not be scheduled to work more than five (5) consecutive workdays without at least one ( 1) day off.

19.04 No full-time employee shall be required to work more than one ( 1) weekend without one (1) weekend off. The Employer will endeavor to schedule part-time

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employees so that they will have every third weekend off but in no event will part­time employees be scheduled to work more than three (3) weekends without one (1) weekend off. This clause shall not apply to employees who request weekend work or who apply for weekend shifts.

19.05 Unless previously advised not to report, if an employee reports for work at the regularly scheduled time for their shift and no work is available, such employee will be entitled to a minimum of three (3) hours' pay at the employee's regular rate or three (3) hours' work or a combination thereof unless the Employer is unable to provide work because of fire, lightning, power failure, storms or similar causes beyond the control of the Employer.

19.06 In the event employees, of their own accord, for their own personal convenience, arrange to change shifts with appropriately qualified other employees, with prior approval of the Department Supervisor or her designate, the Employer reserves the right to request signed statements from such employees and shall not be responsible or liable for overtime rate claims and non-compliance with the above provisions, that might arise or accrue as a result of the exchange of shifts. Such permission shall not be unreasonably denied.

19.07 (a) For the purpose of defining weekends, holiday pay, etc., the parties agree that the first shift of the day is the one that commences at or about 2300 hours and a weekend shall be from Friday 2300 hours to Sunday 2300 hours.

(b) Those employees working the night shift, when the change from daylight savings time to standard time or vice versa occurs, shall be paid straight time for the exact number of hours worked during the shift.

ARTICLE 20- OVERTIME

20.01 Overtime shall be paid for all hours worked over eight (8) hours in a shift or seventy five (75) hours bi-weekly at the rate of time and one-half (1.5) the employee's regular rate of pay.

20.02 All employees who work on an assigned day off as per assigned schedule, at the Employer's request will be paid overtime at the rate of time and one-half (1.5) for all hours worked, provided they work the full number of hours scheduled during the two (2) week period except for the circumstances in article 21.

20.03 Employees who are scheduled to work less than seventy-five (75) hours in a two (2) week period will not qualify for overtime on an assigned day off as stipulated in article 22.03 until they have completed seventy-five (75) hours of work in the scheduled two (2) week period.

20.04 Registered Staff - Employees required for reporting purposes shall remain at work for a period of up to 15 minutes which shall be unpaid. Should the reporting time extend beyond 15 minutes, the entire period shall be considered overtime for the purposes of payment.

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ARTICLE 21 -MEAL AND UNIFORM ALLOWANCE

21.01 All employees, regardless of classification, shall pay the same amount to the Employer (amount to be determined by the Employer); it is understood, however, that cooks are expected to sample food as a part of their job. Further, all employees asked to work a full double shift shall be offered a free meal. Any employee called in to work a shift and given less than one (1) hour's notice (i.e. a casual call-in for a full shift) shall be offered a free light meal.

21.02 Effective January 1, 2020, the Employee is responsible for maintaining appropriate work attire at all times as required by the Employer. Employees shall have the responsibility of cleaning and maintaining their uniform in a state of good repair. Employees may be required to replace their uniform if it is not in a state of good repair.

Effective January 1, 2020, where the Employer requires uniforms to be worn, the Employer shall supply four (4) Uniform pieces per year to employees without charge. Employees shall receive the supplied uniform in a calendar quarter in which the anniversary of the employee's hire date occurs.

ARTICLE 22- MINIMUM REPORTING ALLOWANCE

22.01 If an employee reports for work at the regularly scheduled time for her shift and no work is available, such employee will be entitled to a minimum of three (3) hours pay at the employee regular rate provided that:

(a) the employee was not previously notified by the Employer to the contrary;

(b) if requested by the Employer, the employee shall perform a minimum of three (3) hours such available work as the Employer may assign.

(c) the employee has kept the Employer informed of her current address and telephone number;

(d) the employee was scheduled to work a minimum of three (3) hours.

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ARTICLE 23- CALL-BACK AND CALL-IN

23.01 (a) "Call In" shall mean the calling in to work at the Employer's request of an employee on an assigned day off as per the posted schedule, which may be refused by the employee.

(b) Employees who are called in will be paid overtime at the rate of time and one-half (1 Yz) for all hours worked, except in the case of employees who are scheduled to work less than seventy-five (75) hours in a two (2) week pay period who shall qualify for overtime rates on a call-in for hours in excess of seventy-five (75) hours of work in the two (2) week pay period.

(c) Where the call in is requested within one-half (.5) hour of the starting time of the shift and the employee commences work within one ( 1) hour of the call, employee will be paid as if the entire shift had been worked, provided she completes the shift for which she was called in.

d) If the employee reports for work within one and one-half (1.5) hours of the request for call in, then the Employer will guarantee a minimum three (3) hours work.

23.02 Call-ins will be done by seniority, within the classification. When this process is exhausted, employees will be called in who have the skill and ability to perform the job duties, by seniority.

23.03 Orientation Pay

Where the Employer assigns an employee to orient a newly hired employee in this bargaining unit during her orientation period, the employee who is training will receive a premium of $1.00 per hour and the newly hired person will receive a premium of $1.00 per hour less than the start rate of her classification. These revised payments will apply only during the period of orientation which shall not normally exceed five (5) days. This provision only applies when an SEIU bargaining unit member is assigned to orient a newly-hired employee in this bargaining unit during her orientation period.

ARTICLE 24- HEALTH AND SAFETY COMMITTEE

24.01 The Employer and the Union agree that they mutually desire to maintain standards of health and safety in the home, in order to prevent injury and illness.

24.02 Recognizing its responsibilities under the applicable legislation, the Employer agrees to accept as members of its Joint Occupational Health and Safety Committee a maximum of three (3) representatives, including the workers' co­chair, selected or appointed by the Union from amongst bargaining unit employees. Management representatives should be no more in number than workers' representatives on the Committee. There must be a certified representative from both the Employer and the Employees on the committee.

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24.03 Two representatives of the joint health and safety committee, one from management and one from the employee on a rotating basis designated by the committee, shall make monthly inspections of the work place and equipment and shall report to the health and safety committee the results of their inspection. In the event of accident or injury, such representatives shall be notified immediately and shall investigate and report as soon as possible to the committee and to the Employer on the nature and causes of the accident or injury. Furthermore, such representatives must be notified of the inspection of a government inspector and shall have the right to accompany him on his inspections. Scheduled time spent in all such activities shall be considered as time worked.

24.04 The Joint Health and Safety Committee and the representatives thereof shall have reasonable access to the number of work accident fatalities, the number of lost workday cases, the number of lost workdays, the number of non-fatal cases that required medical aid without lost workdays, the incidence of occupational injuries, and such other data, as the W.S.I.B. may decide to disclose.

24.05 The Employer shall:

(a) Inform employees of any situation relating to their work which may endanger their health and safety, as soon as the Employer learns of the said situation.

(b) Provide training and supervision so that employees have the skills and knowledge necessary to safely perform the work assigned to them.

(c) Ensure that the applicable measures and procedures prescribed in the Health and Safety Act are carried out in the workplace.

24.06 Any representative appointed or selected in accordance with 26.02 shall serve for a term of one ( 1) calendar year from the date of the appointment which may be renewed for further periods of one ( 1) year or a shorter period of time if the Union feels the worker representative is not performing well in order to make the Committee more effective. Reasonable time off for such representatives to attend meetings of the Occupational Health and Safety Committee in accordance with the foregoing shall be granted and any representative attending such meetings shall not lose regular earnings as a result of such attendance.

24.07 Each member will be paid for up to one ( 1) hour preparation time at the regular hourly rate if needed prior to the meeting of the Committee.

24.08 Both the Union and Management agree to endeavor to obtain the full cooperation of its membership and staff in the observations of all Health and Safety Rules and Regulations.

24.09 The parties agree to the principle that Committee co-chairs should alternate chairing meetings on the Committee whenever possible.

24.1 0 Workplace inspections will be carried out monthly by one ( 1) worker and one employer member selected from the body of the committee. If possible the

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worker member participating in the inspection should be certified and their report shall be presented to the Committee at the first Committee meeting after a full or partial inspection of the workplace has been completed. Such workplace inspections must be carried out by the certified members representing both sides unless such members are unable to do so in which case by another Committee member selected by the corresponding co-chair or certified member.

24.11 An inspection of the entire workplace will be carried out monthly, such inspection to take place during regular working hours.

24.12 The agenda for a meeting of the Joint Occupational Health and Safety Committee will be set up by the Committee co-chairs and distributed two (2) weeks prior to a meeting.

24.13 The Employer shall provide the Joint Health and Safety Committee with all accident reports and other health and safety records in their possession, including records, reports and data provided to and by the Workplace Safety and Insurance Board and other Government Departments and Agencies. The Supervisor of the department to be inspected will be given one ( 1) days notice prior to the commencement of the inspection of that department.

24.14 The standards established under Health and Safety legislation and regulations shall constitute minimum acceptable practices.

24.15 The Union and the Employer shall cooperate in promoting an occupational environment which will provide a reasonable protection from risks to employees' health and safety.

24.16 (a) Upon the mutual agreement of the Employer and the Union, health and safety specialists may be invited to attend and advise the Joint Health and Safety Committee meetings.

(b) A worker member of the Committee, selected to be trained to be a certified member by or under the auspices of the Workplace Health and Safety Agency (Bill 208) shall be paid by the Employer for time spent in such certification at the Employee's regular rate of pay provided such worker member is not paid by the Agency or any other body for such time.

(c) In order to promote occupational health and safety to employees, the Employer acknowledges the right of the Union to establish a Worker's Health and Safety Committee and appoint a Health and Safety Representative in each department. The Union will notify the Employer in writing of the names of each Department Representative. Such Department Representative shall report only to the Joint Health and Safety Committee and shall have no direct dealings with the Employer.

24.17 An employee who is injured during working hours and is required to leave for treatment and is sent home as a result of such injury, shall receive payment for the remainder of the shift at her regular hourly rate of pay without deductions from sick leave, unless a doctor states that the employee is fit for further work on

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that shift. Transportation on the day of the accident to the nearest physician or hospital, for an employee requiring medical care as a result of an accident, shall be at the expense of the Employer.

24.18 The Union and the Employer agree and the Union will support the Employer in the following endeavors with respect to violence and harassment in the workplace.

(a) Violence - The Employer realizing its responsibility to establish and maintain a safe workplace for its employees, will not tolerate any act(s) of violence including threatening with a weapon or other object causing one to be afraid, upset, whether physically harmed or not.

(b) Harassment - Shall be defined as any unwelcomed action by any person, male or female, whether verbal or physical on a single or repeated basis, which humiliates insults or degrades.

The Employer will neither tolerate nor condone behavior that is likely to undermine the dignity and self-esteem of one individual or allow the creation of an intimidating, hostile or offensive environment for its employees.

Harassment may be racial, including unwanted comments, racist statements, slurs and jokes over a period of time including racist graffiti and literature, or sexual, meaning any unwanted attention of a sexual nature such as remarks about appearance or personal life, offensive written or visual action by graffiti or degrading pictures, contact of any kind or sexual demands.

(c) Procedure - If an employee's request that the harassment be discontinued fails, the matter should be brought to the attention of the department's supervisor and appropriate discipline, if warranted, shall follow.

ARTICLE 25- PAY DAYS

25.01 The Employer agrees that wages will be paid bi-weekly on Thursday, during working hours. The normal pay period shall be Saturday to Friday inclusive.

Employees will be paid wages for each pay period, including any overtime or premium pay due the employee for such pay period, on the Thursday after each pay period ends.

(a) The Employer will supply a form for completion by employees for the purpose of direct deposit of their pay which will contain provisions for their name, address, telephone, birth date and other information relevant for employment, including bank deposit information which will include bank number, transit number and account number for those employees on direct deposit.

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It shall be the duty of each employee to promptly notify the Employer in writing of any change in address, telephone number and bank deposit information. If an employee fails to do so, the Employer will not be responsible for failure of a notice to reach such employee. All notices shall be confirmed in writing by management.

(b) Pay stubs will be available online once a computer and printer are made available in the workplace. In the event the computer, the printer or internet is not working, the employer will provide pay stubs in a timely manner for employees who so request it. Current vacation (pay or hours) will be on the employee's pay stub.

(c) In the event of an error on an employee's pay the correction will be made in the pay period following the date on which the overpayment comes to the Employer's attention. If the error results in an employee being underpaid by one (1) day's pay or more, the Employer will provide payment for the shortfall within three (3) business days from the date they are notified of the error.

(d) If an employee fails to provide proper bank deposit information on the required form when a change is made, duplicate funds will not be issued to the employee until the company's bank has traced and verified recovery of said funds. If a deposit information error is made by the Employer, article 27.02(c) will apply.

25.02 (a) Upon termination or lay-off, the employee will be paid her final pay and her vacation pay on the regular pay day for that pay period within which she terminated or was laid off.

(b) Employees will endeavour to give a minimum of two (2) weeks notice of termination of employment.

ARTICLE 26- RATES OF PAY AND PREMIUMS

26.01 Attached hereto and forming part of this agreement is Schedule "A" relating to job classifications and hourly rates of pay.

26.02 In no event shall there be any pyramiding of benefits or payments.

ARTICLE 27- COLLECTIVE AGREEMENT PRINTING

27.01 The Union will arrange printing of the collective agreement and will share equally with the Company any cost of printing.

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ARTICLE 28- VACATIONS AND PUBLIC HOLIDAYS

28.01 The vacation year runs from July 1st to June 30th.

Annual vacations with pay for those employees who are on the payroll of the Employer as of June 30th in any given year will be as follows:

(a) an employee with less than one (1) year's service with the Employer as of June 30th in any year shall receive vacation pay in accordance with the Employment Standards Act;

(b) employees with one ( 1) year's continuous service and less than three (3) years' continuous service as of June 30th in any year shall receive a vacation of two (2) weeks during such year and shall receive a vacation of two (2) weeks during such year and shall receive as vacation pay an amount equivalent to four percent (4%) of their earnings during the twelve (12) months immediately preceding June 3Qth of the said year;

(c) employees with three (3) years' continuous service or more as of June 30th in any year shall receive a vacation of three (3) weeks during such year and shall receive as vacation pay an amount equivalent to six percent (6%) of their earnings during the twelve (12) months immediately preceding June 30th of the said year;

(d) employees with eight (8) years' continuous service or more as of June 3Qth in any year shall receive a vacation of four (4) weeks during such year and shall receive as vacation pay an amount equivalent to eight percent (8%) of their earnings during the twelve (12) months immediately preceding June 30th in the said year.

The parties agree that all stale dates in the collective agreement can be deleted.

(e) employees with fifteen (15) years' continuous service or more as of June 30th in any year shall receive a vacation of five (5) weeks during such year and shall receive as vacation pay an amount equivalent to ten percent (10%) of their earnings during the twelve (12) months immediately preceding June 30th of the said year;

(f) An employee may use a maximum of five (5) vacation days per calendar year as individual days. The request must be approved by the manager. Such approval will not be unreasonably withheld, giving due consideration to the operational needs of the Facility.

28.02 Vacations will be granted as far as possible at time desired by the employees, having regard to seniority, consistent, however, always with the efficient operation of the Residence. Employees may request three (3) consecutive weeks of vacation. Such requests for additional weeks' vacation will not be unreasonably denied.

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28.03 Vacation Request

The periods at which employees will be scheduled to take vacations will conform to the requirements of the Employer's operation.

The Employer will post a vacation schedule for each classification by April 15th of each year. The schedule shall be taken down by May 1st. Vacation schedules shall be posted by May 15th. Employees will submit their requests for preferred vacation dates and in the event there is a conflict in the selections by employees, such conflicts will be resolved on the basis of seniority in each classification.

Vacation time available after the confirmed vacation request has been posted will be granted in accordance with the date of request, and not seniority.

Vacation pay shall include all normal deductions that are made from an employee's pay.

Vacation pay shall be paid out in one or both of the following manners:

i) pay period, prior to the set vacation time

ii) any remaining pay shall be paid out with the first regular pay period following June 30th

28.04 The following shall be considered as paid holidays, for employees who have obtained seniority, subject to the qualifications hereinafter set out:

New Year's Day Good Friday Victoria Day Canada Day Civic Holiday

Labour Day Thanksgiving Day Christmas Day Boxing Day Family Day- (3rd Monday in February)

One (1) float holiday for full-time and part-time employees.

With the exception of Christmas Day, Boxing Day and New Years' Day for which time off will alternate from year to year, employees with ten (1 0) or more years of seniority may request to not work all other paid holidays above noted. Such request shall not be unduly denied but it is understood that the granting of such requests will be in consideration of the proper operation of the Home.

28.05 Each full-time and part-time employee shall receive her standard hourly rate for the normal hours, which an employee would have worked for each of the above­named holidays.

28.06 In order to qualify for payment for the above holidays, the employee must have worked her full scheduled shift before and her full scheduled shift after the holiday unless her failure to work such days was caused by any of the following reasons:

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(a) death in the immediate family (as defined in Article 21.06 (b)); (b) jury duty or subpoenaed Crown Witness; (c) verifiable illness; (d) authorized leave.

28.07 An employee not working on the holiday when scheduled to do so shall not receive any holiday pay.

28.08 When working the above statutory holidays, the employee has the option of:

(a) receiving double time and one-half (2 %) the employee's regular pay for working the said holiday (comprising time and one-half (1 %) for hours actually worked as well as holiday pay as stipulated in Article 21.02);

(b) receiving time and one-half (1 %) the employee's regular pay for working the said holiday and another day off with regular pay for normal hours at a mutually agreed date within thirty (30) days of the holiday; (it is understood that the hours granted on the lieu day will be equal to the hours of the holiday that was worked); or

(c) if any statutory holiday occurs on an otherwise eligible employee's regular day off or during the vacation period, the employee shall receive an additional day off or pay for the holiday at the employee's standard hourly rate of pay in lieu thereof.

ARTICLE 29- HEALTH & WELFARE

29.01 The Premiums for the following is 100% paid by the Employer

Life Insurance- Full-time employees $30,000.00

Vision-

Part-time employees $25,000.00

$200.00 every two (2) years inclusive of eye exams and contact lenses - 1 00% Employer paid

The following is (75%) Seventy-five percent cost to the Employer - (25%) twenty-five percent cost to the employee.

Major medical - $25.00 -deductible - single - $50.00- deductible -family - 80% reimburse drugs

1 00% all other qualified expenses - No maximum - Mandatory generic drug substitution for all drugs that

legally require a prescription

hospital - convalescent - $20.00 per day per disability

Hearing Aides- $400.00 every five (5) years

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Private duty nursing - $5000.00 per calendar year Orthodontics- $100.00 every calendar year

Paramedical- $300.00 max per calendar year Includes Chiropractor

Natural path Physiotherapist Masseur

Dental - $25.00- deductible- single - $50.00 -deductible- family

Current O.D.A. Fee

80% reimbursement on basics

Osteopath Podiatrist Speech Therapist Psychologist

50% major and orthodontics $1000.00 per calendar year for major and basic combined Maximum $1000.00 lifetime for orthodontics

For any absence - after four ( 4) weeks the employee is required to supply Management with post-dated cheques for the employee and Employer portion of coverage or coverage will be terminated.

Cheques must be dated the 1st of each month. Employees may waive certain coverage if requested.

29.02 Full-time employees may accumulate one and one-half (1 %) days per month sick leave credits to a maximum of fifteen (15) days to be used for scheduled days off due to sickness or injury not covered by Weekly Indemnity or Workplace Safety and Insurance Board. A maximum of six (6) accumulated sick days may be carried forward to the next year following but, in any event, in no year shall an employee accumulate more than fifteen (15) sick leave credits.

Full-time employees who have accumulated sick leave credits shall be paid their normal earnings based on their regular daily hours of work for each scheduled day off work due to sickness or injury.

When an employee is absent from work because of disability, accident or sickness, the Employer reserves the right to request proof of illness by medical certificate for an absence in excess of three (3) days and for the fourth and succeeding illness in a sick leave year.

If the Employer has requested a doctors note, the Employer shall pay 100% of the cost with receipts.

29.03 No employee will be paid more than the maximum number of sick leave credits that can be accrued in any calendar year.

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29.04 In-Lieu of Benefits- Part-Time

Part-time employees who are employed 48 hours bi-weekly or under and who are not enrolled in the benefit plan will be paid 60 cents per hour in lieu of benefits, in addition to the percentage for vacation and life insurance.

29.05 The Nursing Homes and Related Industries Pension Plan.

1. In this Article, the terms used shall have the meanings as described:

.01 "Plan" means the Nursing Homes and Related Industries Pension Plan, being a multi-employer plan.

"Applicable Wages" means the basic straight time wages for all hours worked, including:

i. the straight time component of hours worked on a holiday; ii. holiday pay, for the hours not worked; and iii. vacation pay

All other payments, premiums, allowances etc. are excluded.

"Eligible employee" means full time and part time employees in the bargaining unit who have completed four hundred and fifty (450) hours of service .

. 02 Each eligible employee covered by this collective agreement shall contribute from each pay period an amount equal to two point five percent (2.5 %) of applicable wages to the Plan. The Employer shall match such contributions, the amount being two point five percent (2.5%) of applicable wages.

Effective January 1, 2020 each eligible employee covered by this collective agreement shall contribute from each pay period an amount equal to three percent (3%) of applicable wages to the Plan. The Employer shall match such contributions, the amount being three percent (3%) of applicable wages.

Effective January 1, 2021 each eligible employee covered by this collective agreement shall contribute from each pay period an amount equal to four percent (4%) of applicable wages to the Plan. The Employer shall match such contributions, the amount being four percent (4%) of applicable wages .

. 03 The employee and Employer contributions shall be paid to the Plan within thirty (30) days after the end of the calendar month in which the pay period ends for which the contributions are attributable .

. 04 The Union acknowledges and agrees that other than making its contributions to the Plan as set out in this article, the Employer shall not be

34

obligated to contribute towards the cost of benefits provided by the Plan, or be responsible for providing any such benefits.

The Union and Employer acknowledge and agree that under current pension legislation, and/or regulations, the Employer has no requirement to fund any deficit in the Plan, but is required to contribute only that amount as required by the collective agreement in force between the parties.

It is understood and agreed by the Employer and the Union that should the current pension legislation or regulations be changed so that the Employer's obligation to contribute to the Plan exceeds the amount specified in the collective agreement then in force, the parties will meet directly to finalize methods to relieve the employer of this increased obligation to the extent that any such obligations exceeds that which the employer would have if the Plan were a defined contribution plan .

. 05 The Employer agrees to provide to the Administrator of the Plan, on a timely basis all information required pursuant to the Pension Benefits Act, R.S.O. 1990, CH P8, as amended, which the Administrator may reasonably require in order to properly record and process pension contributions and pension benefits.

For further specificity, the items required for each eligible employee by article .05 of the agreement are:

i) to Be Provided Once Only at Plan Commencement

Date of Hire Date of Birth Date of first Remittance Seniority List (for the purposes of calculations past service credit)

ii) To Be Provided with each Remittance

Name Social Insurance Number Monthly Remittance Pensionable Earnings YTD Pension Contributions Employer portion of arrears owing due to error or late enrolment by the Employer

iii) To be Provided Once, and if Status Changes

Address as provided to the Home Termination date when applicable (MMDDYY)

iv) To Be Provided Once if they are Readily Available

Gender

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Marital Status

Any additional information requests beyond that noted above may be provided, if possible, by the Employer, at the expense of the Plan, unless the Employer is obligated by law to provide the information .

. 06 The Employer agree to be bound by the terms of the Agreement and Declaration of Trust dated February 13, 1990 and the rules and regulations of the Plan adopted by the Trustees, both as may be amended from time to time.

ARTICLE 30 - DURATION

30.01 This Agreement shall become effective from June 1, 2018 and shall continue in effect until May 31, 2022 and shall continue automatically thereafter during annual periods of one (1) year each, unless either party notifies the other, in writing, within ninety (90) days prior to the expiration date that it desires to amend or terminate this Agreement.

30.02 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 or a time mutually agreed to by the parties.

30.03 If, pursuant to such negotiations, an Agreement in the renewal or amendment of this Agreement shall automatically be extended until consummation of a new Agreement, or completion of the proceedings prescribed under the Labour Relations Act of the Province of Ontario, as amended, whichever should first occur.

IN WITNESS WHEREOF each of the parties hereto ~as caused this Agreement to be signed by its duly authorized Representatives this ~'.:; day of ~t"'u,o .. .- Y , 2020.

I

REVERA RETIREMENT LP-ST. L RENCE PLACE

~(

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WAGE GRID

CLASSIFICATION Start 3 Months 9 Months 18 Months

RPNs

Expired Rate 21.71 22.08 22.51 22.95

June 1, 2018 (2%) 22.14 22.52 22.96 23.41

June 1, 2019 (2%) 22.59 22.97 23.42 23.88

October 29, 2019 ($0.15) 22.74 23.12 23.57 24.03

June 1, 2020 ($0.15) 22.89 23.27 23.72 24.18

June 1, 2020 (2%) 23.34 23.74 24.19 24.66 June 1, 2021 ($0.1 0) 23.44 23.84 24.29 24.76 June 1, 2021 (2%) 23.91 24.31 24.78 25.26

COOKS

Expired Rate 18.93 19.19 19.79 19.96

June 1, 2018 (2%) 19.31 19.57 20.19 20.36

June 1, 2019 (2%) 19.69 19.97 20.59 20.77

June 1, 2020 (2%) 20.09 20.36 21.00 21.18

June 1, 2021 (2%) 20.49 20.77 21.42 21.61

RECEPTION

Expired Rate 14.52 14.52 14.99 15.18

June 1, 2018 (2%) 14.81 14.81 15.29 15.48

June 1, 2019 (2%) 15.11 15.11 15.60 15.79

June 1, 2020 (2%) 15.41 15.41 15.91 16.11

June 1, 2021 (2%) 15.72 15.72 16.23 16.43

HOUSEKEEPING

Expired Rate 14.58 14.58 15.09 15.26

June 1, 2018 (2%) 14.87 14.87 15.39 15.57

June 1, 2019 (2%) 15.17 15.17 15.70 15.88

June 1, 2020 (2%) 15.47 15.47 16.01 16.19

June 1, 2021 (2%) 15.78 15.78 16.33 16.52

DIETARY

Expired Rate 14.67 14.67 15.18 15.32

June 1, 2018 (2%) 14.96 14.96 15.48 15.63

June 1, 2019 (2%) 15.26 15.26 15.79 15.94

June 1, 2020 (2%) 15.57 15.57 16.11 16.26

June 1, 2021 (2%) 15.88 15.88 16.43 16.58

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PSW

Expired Rate 14.67 14.67 15.18 15.32

June 1, 2018 (2%) 14.96 14.96 15.48 15.63

June 1, 2019 (2%) 15.26 15.26 15.79 15.94

October 29, 2019 ($0.15) 15.41 15.41 15.94 16.09

June 1, 2020 ($0.15) 15.56 15.56 16.09 16.24

June 1, 2020 (2%) 15.87 15.87 16.41 16.56 June 1, 2021 ($0.15) 16.02 16.02 16.57 16.71 June 1, 2021 (2%) 16.34 16.34 16.90 17.04

ACTIVITIES

Expired Rate 14.62 15.27 15.53 15.70

June 1, 2018 (2%) 14.91 15.58 15.84 16.01

June 1, 2019 (2%) 15.21 15.89 16.16 16.33

June 1, 2020 (2%) 15.51 16.20 16.48 16.66

June 1, 2021 (2%) 15.83 16.53 16.81 16.99

MAINTENANCE

Expired Rate 14.62 15.27 15.53 15.70

June 1, 2018 (2%) 14.91 15.58 15.84 16.01

June 1, 2019 (2%) 15.21 15.89 16.16 16.33

June 1, 2020 (2%) 15.51 16.20 16.48 16.66

June 1, 2021 (2%) 15.83 16.53 16.81 16.99

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Shift Premium 3:00 p.m.- 7:00 a.m. -Thirty cents ($.30) per hour.

Retro: To be paid based on hours paid for all employees who were on the employer's payroll as of January 1, 2005 and to all new employees who have been hired since that date. The lump sum will be paid following ratification within two full pay periods.

Recent Related Experience- Registered Practical Nurses The Employer will recognize recent related experience on the basis if one (1) annual increment for each one (1) year of service up to the maximum of the grid. Part-time service shall be recognized on the basis of eighteen hundred (1800) hours paid in previous employment equals one (1) year of service. It shall be the responsibility of a newly hired employee to provide reasonable proof of recent and related experience in order to be considered for a salary increment, and if she fails to do so, within two weeks from the date she is notified by the Employer of this right, she shall not be entitled to recognition.

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SCHEDULE "B"

PART-TIME

All changes to the agreement as agreed in the full-time agreement to be reflected in the part-time agreement.

THIS AGREEMENT ENTERED INTO AS OF THIS 2ttDAY OFf'elJr'L.LP-~--"1 2020.

PREAMBLE:

BETWEEN:

REVERA RETIREMENT LP - ST. LAWRENCE PLACE

Hereinafter referred to as the "Employer"

OF THE FIRST PART

-and-

SERVICE EMPLOYEES' UNION, LOCAL 1 CANADA

Hereinafter referred to as the "Union"

OF THE SECOND PART

WHEREAS the Union has been certified by the Ontario Labour Relations Board as the certified bargaining agent of the employees of the Employer in the bargaining unit described as follows, namely: all employees of Revera Retirement LP -carrying on business as St. Lawrence Place in the City of Kingston regularly employed for not more than twenty-four (24) hours per week and students employed during the school vacation period save and except Registered and Graduate Nurses, Supervisors and persons above the rank of Supervisor.

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ARTICLE 1 -SCOPE & RECOGNITION

1.01 The Union is hereby established as a sole collective bargaining agent for all employees in the bargaining unit, as defined in the Preamble paragraph hereof, and the Employer undertakes that it will not enter into any other Agreement with such employees, either individually or collectively which will conflict with any provisions of this Agreement.

ARTICLE 2- GENERAL

2.01 The terms and conditions set out in the Collective Agreement between the Employer and the Union relating to full-time employees shall form and be part of this Collective Agreement between the Employer and the Union, with the exception of the following provisions.

Article 31.01 -(Except Life Insurance as stated)

2.02 Further to Article 32.02, the following shall apply to part-time employees: Part-time employees may accumulate one and one-half (1 %) days per month sick leave credits to a maximum of eight (8) days to be used for scheduled days off due to sickness or injury not covered by W.S.I.B. A maximum of four (4) accumulated sick days may be carried forward to the next year following but, in any event, in no year shall a part-time employee accumulate more than eight (8) sick leave credits.

Part-time employees who have accumulated sick leave credits shall be paid their normal earnings based on their regular daily hours of work for each scheduled day off work due to sickness or injury.

When an employee is absent from work because of disability, accident or sickness, the Employer reserves the right to request proof of illness by medical certificate for an absence in excess of three (3) days and for the fourth and succeeding illness in a sick leave year. If the Employer has requested a doctor's note, the Employer shall pay 1 00% of the cost with receipts.

Part-time employees who are employed 48 hours bi-weekly and under and who are not enrolled in the benefit plan will be paid $.60 cents per hour in lieu of benefits, in addition to the percentage for vacation and life insurance.

2.03 Further to Article 30.04, this Article shall not apply to a part-time employee who:

(a) has not attained seniority;

(b) has not earned wages during the four (4) work weeks immediately preceding the public holiday;

(c) fails to work her scheduled regular day of work preceding or her scheduled regular day of work following the holiday (unless excused pursuant to Article 30.06 of the full-time Collective Agreement);

41

(d) has agreed to work on the holiday and who, without reasonable cause, fails to report for and perform the work;

e) is employed under an arrangement whereby the employee may elect to work or not when requested so to do (casual employees).

IN WITNESS WHEREOF each of the parties hereto have caused this

r::JJ~t-Agreement to be signed by its duly authorized Representatives this day of

Te..hr'J,t.D.-r'/ , 2020. I

REVERA RETIREMENT LP­

ff~RE/NCE PLACE

~:§:'cCktud

42

LETTER OF UNDERSTANDING #1

Re: Transportation

Employees will not be required to use their personal vehicle to transport residents as part of their obligation to their work at the Home.

LETTER OF UNDERSTANDING #2

The Employer agrees to provide a staff room and a washroom to be used exclusively by employees only.

• ~-1' Dated and signed this rB!__ day of fdJr~f, 2020.

REVERA RETIREMENT LP-1!· LAWRENCE PLACE

G~ ~v.?/ -.:~d

I

43

SEIU LOCAL 1 CANADA