collective agreement between: the town of georgina … and util… · 13.06 trial period ... of the...

COLLECTIVE AGREEMENT

BETWEEN:

THE TOWN OF GEORGINA PUBLIC LIBRARY BOARD

(Hereinafter called the "Employer")

-and-

CANADIAN UNION OF PUBLIC EMPLOYEES AND ITS LOCAL 905.13

(Hereinafter called the "Union")

APRIL 1, 2015- MARCH 31, 2019

•

AGREEMENT

BETWEEN:

AND THE TOWN OF GEORGINA PUBLIC LIBRARY BOARD

THE GEORGINA LIBRARY UNIT OF CANADIAN UNION OF PUBLIC EMPLOYEES, LOCAL 905

April1, 2015- March 31, 2019

AGREEMENT ....................................................................................................................................... 2

ARTICLE 1 • PREAMBLE ..........•.................................................................................................................. 5

ARTICLE 2 ·MANAGEMENT RIGHTS ........................................................................................................ 5

ARTICLE 3 • RECOGNITION ........................................................................................................................ 6

3.01 Bargaining Unit. ...................................................................................................................... 6 3.02 No Other Agreement .............................................................................................................. 6 3.03 Restrictions on Contracting Out .............................................................................................. 6

ARTICLE 4 • NO DISCRIMINATION ............................................................................................................. 7

ARTICLE 5 ·CHECK-OFF OF UNION DUES ............................................................................................... 7

ARTICLE 6 • EMPLOYER AND UNION SHALL ACQUAINT NEW EMPLOYEES ....................................... 8

ARTICLE 7 ·CORRESPONDENCE ............................................................................................................. 8

ARTICLE 8 ·BARGAINING RELATIONS .................................................................................................... 8

ARTICLE 9 ·GRIEVANCE PROCEDURE .................................................................................................... 9

9.01 Recognition of Union Stewards .............................................................................................. 9 9.02 Permission to Leave Work .................................................................................................... 10 9.03 Settling of Grievances .......................................................................................................... 10

ARTICLE 10 ·ARBITRATION .................................................................................................................... 12

ARTICLE 11 ·DISCHARGE, SUSPENSION AND DISCIPLINE ................................................................. 13

11.01 Discharge and Discipline Procedure ..................................................................................... 13 11.02 May Omit Grievance Steps ................................................................................................... 13 11.03 Access to Personnel Files .................................................................................................... 13 11.04 Clearing of Personnel File .................................................................................................... 13

ARTICLE 12 ·SENIORITY ......................................................................................................................... 13

Ll::'-, CUPE" GE~RY UNIT 'e' April 1, 2015 - March 31, 2019 of 82

12.01 Seniority Defined .................................................................................................................. 13 12.02 Seniority List ........................................................................................................................ 14 12.03 Probation for Newly Hired Employees .................................................................................. 14 12.04 Loss of Seniority ................................................................................................................... 14 12.05 Transfers and Seniority Outside Bargaining Unit.. ................................................................ 15

ARTICLE 13- PROMOTIONS AND STAFF CHANGES ............................................................................. 15

13.01 Job Postings ........................................................................................................................ 15 13.02 Information in Postings ......................................................................................................... 16 13.03 Frequent Job Bids ................................................................................................................ 16 13.04 Role of Seniority in Promotions and Transfers ...................................................................... 16 13.05 Promotion Defined ............................................................................................................... 16 13.06 Trial Period ........................................................................................................................... 16

ARTICLE 14- LAYOFFS AND RECALLS .................................................................................................. 17

ARTICLE 15- HOURS OF WORK .............................................................................................................. 18

ARTICLE 16- OVERTIME .......................................................................................................................... 19

16.06 Lieu Time ............................................................................................................................ 20 16.08 Call Back ............................................................................................................................. 21

ARTICLE 17- PAID HOLIDAYS ................................................................................................................. 21

ARTICLE 19- SICK LEAVE PLAN -INCOME PROTECTION PLAN ......................................................... 25

PART "A"- SHORT-TERM INCOME PROTECTION PLAN ....................................................................... 27

PART "B"- LONG-TERM INCOME PROTECTION PLAN ......................................................................... 30

ARTICLE 20- LEAVE OF ABSENCE ......................................................................................................... 32

20.01 Leave of Absence for Union Functions ................................................................................. 32 20.02 Leave of Absence for National or Provincial Library Organization ........................................ 32 20.03 Professional Development. ................................................................................................... 32 20.04 Bereavement Leave ............................................................................................................. 33 20.05 Pallbearer's Leave ............................................................................................................... 33 20.06 Mourner's Leave .................................................................................................................. 33 20.07 Paid Jury Leave or Court Witness Leave .............................................................................. 33 20.08 Family Related and Personal Leave ..................................................................................... 34 20.09 Pregnancy Leave/Parental Leave ......................................................................................... 34 20.10 Birth/Adoption Leave ............................................................................................................ 35 20.11 General Leave ...................................................................................................................... 35

ARTICLE 21 - PAYMENT OF WAGES AND ALLOWANCES .................................................................... 35

21.04 Mileage Allowance ............................................................................................................... 36

ARTICLE 22- JOB CLASSIFICATION AND RECLASSIFICATION ........................................................... 36

ARTICLE 23 - EMPLOYEE BENEFITS ...................................................................................................... 36

{];;::, CUPE- GEORGINA LIBRARY UNIT 'e' April1, 2015- March 31,2019 of82

ARTICLE 24 - SERVICE RECOGNITION ................................................................................................... 38

ARTICLE 25 - GENERAL ........................................................................................................................... 39

ARTICLE 26- NO STRIKES OR LOCKOUTS ...................................•..........•.••..••.••...•..•..•.•.•..................... 40

ARTICLE 27 - DEFINITION OF EMPLOYEES ............................................................................................ 40

ARTICLE 28- TERM OF AGREEMENT ..................................................................................................... 41

ARTICLE 29- WAGE AND JOB CLASSIFICATION ADMINISTRATION ................................................... 42

SCHEDULE "A"· JOB EVALUATION PROGRAM .....................................................•.....•••.•..................... 43

JOB EVALUATION SYSTEM ...•..........•..•..•.......................................................................................•..••.... 49

LETTER OF INTENT .................................................................................................................................. 75

RE: HOURS OF WORK- SCHEDULING ....................................................................................... 75

LETTER OF AGREEMENT ......................................................................................................................... 76

RE: DISTRIBUTION PROCESS FOR FILL-IN HOURS .................................................................. 76

LETTER OF UNDERSTANDING ................................................................................................................ 77

RE: Job Postings ............................................................................................................................. 77


RE: Saturday staffing for special needs storytime ............................................................................ 78

LETTER OF UNDERSTANDING ................................................................................................................ 79

RE: Easter Sunday .......................................................................................................................... 79


RE: BENEFITS INCREASE ............................................................................................................. 80


RE: VACATION CARRYOVER-BEVERLY MCQUAIG .................................................................. 81


RE: RETROACTIVITY ..................................................................................................................... 82

CUPE- GEORGINA LIBRARY UNIT April1, 2015- March 31, 2019

Page4 of82

THIS AGREEMENT entered into this day

BETWEEN:

THE TOWN OF GEORGINA LIBRARY BOARD (hereinafter referred as the "Employer")

OF THE FIRST PART

AND:

THE GEORGINA LIBRARY UNIT OF CANADIAN UNION OF PUBIC EMPLOYEES, LOCAL 905.13

(Full Time and Part Time) (hereinafter referred to as the "Union")

OF THE SECOND PART

ARTICLE 1 - PREAMBLE

1.01 Preamble

It is the purpose of both parties to this Agreement:

a) to maintain harmonious relations and settle conditions of employment between the Employer and the Union;

b) to recognize the value of joint discussion and negotiations;

c) to encourage efficiency in operations;

d) to encourage cooperation in the promotion of high standards of service;

e) to promote the morale, well-being and security of all employees in the bargaining unit of the Union;

f) to recognize the Employer's basic right to manage in its own affairs without unreasonable restrictions.

ARTICLE 2- MANAGEMENT RIGHTS

2.01 Respect to Management Rights

The Union recognizes and acknowledges that the management of operations and direction of the working force is fixed exclusively in the Employer, and without restricting the generality of the foregoing to:

a) maintain order and efficiency;

Ci::::, CUPE - GEORrnNA LIBRARY UNIT ~ April1, 2015- March 31,2019

of82

b) hire, promote, classify, demote, transfer, suspend and rehire employees, and to discipline or discharge any employee for just cause provided that a claim by an employee who has acquired seniority that she has been discharged or disciplined without just cause may be the subject of a grievance and dealt with as hereinafter provided;

c) make, enforce and alter, from time to time, rules and regulations to be observed by the employees;

d) to determine the number of personnel required from time to time, the standards of performance of all employees, service levels of the library, the methods, procedures, machinery and equipment to be used, schedules of work and all other matters concerning the Employer's operations not otherwise specifically dealt with in this Agreement.

2.02 Exercise of Management Rights

The Employer agrees that these functions shall only be exercised in a manner consistent with the provisions of this Agreement.

ARTICLE 3 • RECOGNITION

3.01 Bargaining Unit

The Employer recognizes the Union as the sole bargaining agent for all employees shown in Article 29 and any new library positions which the parties to this Agreement classify as a bargaining unit position, save and except management and temporary and casual help.

3.02 No Other Agreement

No employee shall be required or permitted to make a written or verbal agreement with the Employer or her representative which may conflict with the terms of this Collective Agreement

3.03 Restrictions on Contracting Out

In order to provide job security for the members of the bargaining unit, the Employer agrees that all work or services performed by the employees (as per the job descriptions of the employees, as described in Article 3.01 of this Agreement) shall not be sub-contracted, transferred, leased, assigned, or conveyed, in whole or in part, to any other person, company or non-unit employee.

3.04 (a) The parties agree that from time to time it is beneficial to engage the services of volunteers to maintain the community spirit of public libraries. When a volunteer is performing bargaining unit duties such volunteer shall perform those duties under the direction of an existing CUPE employee.

CUPE- GEORGINA LIBRARY UNIT April 1, 2015- March 31, 2019

of82

(b) It is however agreed that no member of the CUPE bargaining unit will be laid off, or have a reduction of their hours as a result of the use of volunteers and volunteers will at no time displace hours held by existing employees.

ARTICLE 4- NO DISCRIMINATION

The Employer endorses the right of every employee to work in an environment free from personal harassment, sexual harassment, and discrimination. Employees are encouraged to use the avenues available to them should they at any time have a complaint of discrimination, personal harassment, or sexual harassment. These avenues include contacting your union representative or Human Resources representative to discuss your concerns. In all cases, Town processes must be followed before any grievance is initiated.

4.01 The Employer and the Union agree there shall be no intimidation, discrimination, interference, restriction, or coercion exercised or practiced with respect to any employee by reason of: age; race; colour; religion; creed; sex; sexual orientation; pregnancy; physical disability; mental disability; illness or disease; ethnic; national, or aboriginal origin; family status; marital status; source of income; political belief, affiliation, or activity, membership in Employers' organization or Employees' organization; physical appearance; residence; activity or non-activity in the Union; association with others similarly protected; or any other prohibition of the Human Rights Code.

4.02 Personal Harassment

Personal Harassment is defined as any behaviour which denies and/or undermines individuals their health, dignity, and respect and that is offensive, embarrassing, or humiliating to an individual from one employee to another, regardless of position.

4.03 Sexual Harassment

Sexual Harassment is defined as any sexually oriented practice that undermines an employees' health, job performance, or workplace relationships, or endangers an employee's employment status or potential. Sexual harassment shall include, but not be limited to: unnecessary touching or patting; suggestive remarks or other verbal abuse; leering at a person's body; compromising invitation; demands for sexual favours; physical assault.

ARTICLE 5- CHECK-OFF OF UNION DUES

5.01 The Employer shall deduct from every employee qualifying under Article 29.01 any dues, levied by the Union on its members. Deductions shall be made from the first payroll of each month and shall be forwarded to the Treasurer of CUPE, Local 905 not later than the 20th day of that month, accompanied by a list of the names of employees from whose wages the deductions have been made and the amounts so deducted and a total of all regular wages paid to the bargaining unit employees exclusive of group benefits. In the case of new employees, the deduction of union dues shall commence following the completion of the probationary period.

~ CUPE - GEORGINA LIBRARY UNIT 'e' April1, 2015- March 31,2019 of82

5.02 Employer Indemnity

In consideration of the deduction and forwarding service by the Employer, the Union agrees to indemnify and save the Employer harmless against any claim or liability arising out of or resulting from the collection of these dues.

ARTICLE 6 • EMPLOYER AND UNION SHALL ACQUAINT NEW EMPLOYEES

6.01 New Employees

The Employer agrees to acquaint new employees with the fact that a Union agreement is in effect, and with the conditions of employment set out in article 5.01.

6.02 Interviewing Opportunity

A representative of the Georgina Library Unit, of CUPE, Local 905.13 shall be given an opportunity to interview each new employee. within regular working hours, without loss of pay, for a maximum of thirty (30) minutes during the first week of employment for the purpose of acquainting the new employee with the benefits and duties of union membership and her responsibilities and obligation to the Employer and the Union. The Steward or her representative will provide the new employee with a copy of the Collective Agreement.

ARTICLE 7 · CORRESPONDENCE

7.01 Correspondence

All correspondence between the parties, arising out of this Agreement or incidental thereto, shall pass to and from the Director of Library Services/CEO and Human Resources Manager and the Unit Chair of the Georgina Library Unit of CUPE, Local 905.13.

ARTICLE 8 ·BARGAINING RELATIONS

8.01 Representation

The Union will supply the Employer with the names of its officers. Likewise, the Employer shall supply the Union with a list of its supervisory personnel.

8.02 Union Bargaining Committee

A Union Bargaining Committee shall be elected or appointed and consist of not more than three members of the Georgina Library Unit of CUPE, Local 905.13. The Union will advise the Employer of the Union members of the Committee.

w CUPE- GEORGINA LIBRARY UNIT ~ April1, 2015- March 31,2019

of82

8.03 Representative of C.U.P.E. and the Employer

The Union and the Employer shall each have the right at any time to have the assistance of outside representation when dealing or negotiating with each other.

8.04 Time Off For Meetings

Any representative of the bargaining committee who is in the employ of the Employer, shall have the right to attend meetings with the Employer, held within working hours without loss of remuneration.

Further, the members of the bargaining committee shall be granted a maximum of fourteen (14) paid hours in order to prepare for collective bargaining.

8.05 Copies of Resolutions and Reports

Copies of all public minutes adopted by the Library Board at monthly meetings will be available on the Town website.

8.06 A Labour/Management Committee consisting of not more than two (2) representatives from the Union who have completed their probationary period, and two (2) representatives from the Employer may meet with a view to promoting good labour management relations and communications. The Union shall endeavour in good faith, to select one (1) full-time and one (1) part-time representative, and shall use its best efforts to choose only one (1) representative from any department in order to minimize the impact on operations and services to the public.

8.07 The Labour/Management Committee shall be advisory and consultative only and shall not discuss negotiations or grievances. The Committee shall meet as required at a mutually agreeable time and date. Meetings will be held a minimum of four (4) times per year. Committee representatives shall receive notice and an Agenda of the meeting at least two (2) working days in advance of the meeting. No employee acting as a Union Committee representative will lose pay for time spent at Committee meetings if same meetings are held during her scheduled normal hours of work or a portion thereof. A recording secretary shall be provided by management and the minutes of the meeting shall be posted on a bulletin board accessible by all staff members.

8.08 Minutes of the meetings will be approved by the co-chairs in advance of posting.

8.09 The parties will determine the necessity of a meeting no less than one (1) week in advance and cancellation of the meeting will be mutually agreed.

ARTICLE 9- GRIEVANCE PROCEDURE

9.01 Recognition of Union Stewards

The Employer acknowledges the right of the Union to appoint or otherwise select Stewards and Officers of the Union from among employees of the Employer, each of whom shall have

Ll:::\ CUPE - GEORGINA LIBRARY UNIT 'e' April1, 2015- March 31,2019 of82

attained seniority. The names of the Stewards/Officers shall be given to the Employer, in writing, and the Employer shall not be required to recognize any such Steward/Officer until it has been so notified.

The Employer undertakes to instruct all members of its supervisory staff to cooperate with the Stewards in the carrying out of the terms and requirements of this Agreement.

The Union undertakes to secure from its officers, stewards and members, their cooperation with the Employer and with all persons representing the Employer in a supervisory capacity.

9.02 Permission to Leave Work

It is understood that Stewards have their regular work to perform and that if it is necessary for them to service a grievance during working hours, they will not leave their work without first obtaining the permission of their Manager or designate. In obtaining such permission, the Steward shall state her destination to her Manager or designate, the approximate time required, and report again to her at the time of her return to work. Such permission will not be unreasonably withheld and reasonable notice shall be given to the Supervisor whenever possible, having full regard for the time constraints prescribed in the grievance procedure.

9.03 Settling of Grievances

a) The parties to this Agreement are agreed that it is of the utmost importance to adjust complaints as quickly as possible, and further that every effort shall be made by the parties to effect a mutually acceptable resolution to such differences before advancing to Step No. 1 of the Grievance Procedure.

b) After a grievance has been initiated, the Employer shall not initiate negotiations with the aggrieved employee with respect to the grievance, either directly or indirectly, without the consent or presence of a Steward or Chief Steward. Once initiated, the grievance is the property of the Union. For the purpose of the grievance procedure, "working days" shall be Monday to Friday inclusive. The date of submission of any grievance or the giving of any grievance or decision shall be excluded from the computation time.

c) A grievance shall be defined as any difference concerning the interpretation, application, administration or alleged violation of the provisions of this Agreement.

d) No grievance shall be considered where the circumstances giving rise to it or when the Employee became aware of it, occurred or originated more than (10) full working days before the filing of the grievance.

e) Grievances properly arising under this Agreement shall be adjusted and settled as follows:

{J;;j GUPE- GEORGINA LIBRARY UNIT 'e' April1, 2015- March 31,2019 of 82

Step No.1

The aggrieved employee shall present her grievance in writing to her Supervisor and the remedy sought except that when the grievance concerns job selection for a bargaining unit position the aggrieved Employee shall present her Grievance in writing to the Director of Library Services/CEO. She shall have the assistance of her steward.

It is understood that an employee does not have a complaint unless it is officially brought to the attention of the immediate Supervisor within ten (10) working days of the event or time at which the employee became or ought reasonably to have become aware of the event which led to the complaint. The immediate Supervisor shall reply within five (5) working days.

Step No. 2

Within five (5) working days after the decision is given under STEP 1, the aggrieved employee, accompanied by her Steward, shall submit the grievance in writing to the CEO or their designate. A grievance meeting shall be held within five (5) working days of the grievance being submitted at STEP 2. The Director of Library Services/CEO shall give her decision, in writing, within five (5) working days of such meeting.

Step No.3

If final settlement of the grievance is not reached at STEP 2 either party may refer the grievance to an Arbitrator.

Referral to Arbitration may be made in writing and sent within ten (10) working days from receipt of the written decision under STEP 2.

Job Selection Grievances

Grievances relating to job selection for bargaining unit positions shall be presented by the aggrieved employee in writing to the CEO or their designate. The aggrieved employee shall have the assistance of her steward. The CEO or their designate shall give a decision in writing within five (5) working days following the presentation of the grievance.

9.04 Policy and Group Grievances

Where a dispute involving a question of general application or Interpretation occurs, or where a group of employees or the Union has a grievance, the grievance shall be submitted, in writing, at Step No.2.

9.05 Replies in Writing

Both grievances and replies to grievances stating reasons shall be in writing at all stages.

CUPE- GEORGINA LIBRARY UNIT Apri11,2015-March31,2019

of 82

9.06 Amending of Time Limits

In determining the time within which any step is to be taken under the grievance and arbitration procedures, Saturdays, Sundays and Statutory Holidays shall be excluded. Any and all time limits in both the grievance and arbitration procedures may, at any time, be only extended by agreement, in writing, between the parties to this Agreement.

9.07 Management Grievances

Any grievance instituted by management may be referred, in writing, to the Union Executive within five (5) full working days of the time at which the Employer became or ought reasonably to have become aware of the occurrence of the circumstances giving rise to the grievance, and the Union Executive shall meet within five (5) days thereafter with management to consider the grievance. If final settlement of the grievance is not completed within five (5) working days of such meeting, the grievance may be referred by either party, to an Arbitrator as provided in Article 10 at any time within ten (1 0) working days, but not later.

9.08 Mediation

By mutual consent, the parties may agree to use the services of a mediator. The parties agree to share the costs of mediation.

ARTICLE 10 -ARBITRATION

10.01 Appointment of Arbitrator

After the grievance procedure has been exhausted, if either party request that a grievance be submitted to arbitration, the request shall be made by Registered Mail, addressed to the other party of the Agreement. Within five (5) working days thereafter, the Union Executive and Management shall meet to select an impartial Arbitrator.

10.02 Failure to Appoint

Should the Union Executive and Management fail to agree on an Arbitrator within five (5) working days of the notification mentioned in Article 10.01 above, the Minister of Labour of the Province of Ontario will be asked to nominate a person to act as Arbitrator.

10.03 Decision of the Arbitrator

The Arbitrator shall hear and determine the difference or allegation and shall issue a decision. The decision of the Arbitrator shall be final, binding and enforceable on all parties and may not be changed. The Arbitrator shall not have the power to change the wording of this Agreement, or alter, modify, amend or delete any of its provisions.

CUPE ·GEORGINA LIBRARY UNIT April1, 2015 -March 31,2019

of 82

10.04 Expenses of the Arbitrator

The parties to this Agreement will jointly bear the expenses, if any, of the Arbitrator.

ARTICLE 11- DISCHARGE, SUSPENSION AND DISCIPLINE

11.01 Discharge and Discipline Procedure

An employee may be dismissed or suspended but only for just cause. A Manager may suspend an employee, but shall immediately report such action to the Director of Library Services/CEO or designate. Dismissal may be only upon the authority of the Director of Library Services/CEO. When an employee is discharged, suspended or disciplined, the reason shall be given in the presence of a steward or other member of the Union Executive. Such employee and the Union shall be advised promptly, in writing, by the Director of Library Services/CEO or designate, of the reason for such discharge, suspension or discipline.

11.02 May Omit Grievance Steps

A claim by an employee who has completed her probationary period that she has been wrongfully or unjustly discharged or suspended shall be entitled to a meeting under Article 9 - Grievance Procedure. Such grievance shall be filed at Step No. 2 within five (5) working days of receipt of notice referred to above.

11.03 Access to Personnel Files An employee shall have the right on one (1) working days' notice to have access to review her personnel file in the presence of the Human Resources Manager or designate and shall have the right to respond, in writing, to any document contained therein within five (5) days, provided such document was not previously known to exist. Such reply shall become part of the permanent record. Access shall be limited to twice yearly.

11.04 Clearing of Personnel File

Disciplinary notices or adverse reports, and any document related thereto, shall be removed, at the request of the employee, from an employee's personnel file after eighteen (18) months of issue, provided there has been no recurrence or other cause for disciplinary action during that time.

ARTICLE 12- SENIORITY

12.01 Seniority Defined

Seniority is defined as the length of service with the employer while in the bargaining unit, and shall include service with the employer in what has become a bargaining unit position, prior to the certification or recognition of the Union.

f.A:j CUPE~~RY UN;:r-~ April1, 2015- March 31, 2019

of 82

Should a part-time member of the bargaining unit become a full-time member of the bargaining unit, her seniority shall be calculated in accordance with the above, but her service while parttime, shall be prorated on the basis of 1820 hours worked equals one (1) year of seniority.

Should a full-time member of the bargaining unit become a part-time member of the bargaining unit, her seniority shall be brought into the part-time position as it was calculated in the fulltime position.

12.02 Seniority List

a) The Employer shall maintain a seniority list showing the date upon which each employee's service commenced. Where two (2) or more employees commenced work on the same day, preference shall be in accordance with the date of application for employment. An up-to-date seniority list shall be sent to the Union and posted on all bulletin boards in January of each year.

b) Included with the seniority list, the Employer will provide a separate list of employees' contact information (address and telephone number), as well as a list of terminations, retirements and lay-offs.

12.03 Probation for Newly Hired Employees

i) A newly hired employee shall be on probation for the first six (6) months of her employment. Such employee shall receive a written evaluation after three (3) months and a written evaluation immediately prior to the end of a six (6) month period. After completion of the probationary period, seniority shall be effective from the original date of employment. The release of a probationary employee shall be at the sole discretion of the Employer. For part-time and student employees, the probation period is the greater of 455 hours worked or six (6) months.

ii) This probationary period may be extended by mutual agreement by the parties and will not be unreasonably withheld. Said extensions will be for no more than three (3) months.

iii) In the event that a Full-time employee is absent for ten (1 0) or more working days during the probationary period, such probationary period shall be extended to provide for a total of the required period noted above.

iv) A probationary employee shall be subject to the terms of this agreement except as expressly otherwise provided.

12.04 Loss of Seniority

An employee shall not lose seniority rights if she is absent from work due to paid leave of absence approved by the Employer, sickness, or accident.

An employee shall lose seniority and her employment shall be deemed terminated and she will cease to be employed by the Corporation in the event the employee:

~ CUPE- GEORGINA LIBRARY UNIT ~ Apri11, 2015- March 31, 2019

of 82

a) voluntarily quits her employment with the Employer;

b) is discharged and is not reinstated through the grievance procedure or arbitration; c) is off the payroll for a continuous period of one (1) year, unless the employee is on

L.T.D., in which case employment will terminate twenty-four (24) months after the L.T.D. benefit becomes available;

d) fails to report to work within five (5) working days after being notified by the Employer, by Registered Mail, following a layoff subject to Article 14.01;

e) fails to return to work upon termination of authorized leave of absence, unless notification, in writing, has been communicated to the Employer. Such notification will only be for provable good and sufficient cause;

f) accepts gainful employment while on a leave of absence without first obtaining the consent of the Employer, in writing;

g) is absent from work for more than three (3) consecutive scheduled shifts without notifying the Employer, unless such notice was not reasonably possible.

12.05 Transfers and Seniority Outside Bargaining Unit

If an employee is transferred to a position outside of the bargaining unit, she shall retain her seniority accumulated up to the date of leaving the unit, but will not accumulate any further seniority. If she returns to a position within the bargaining unit, she shall continue to accumulate seniority from the date she assumes such position which will be added to her previous seniority.

No employee shall be transferred outside of the bargaining unit without her consent.

ARTICLE 13- PROMOTIONS AND STAFF CHANGES

13.01 Job Postings

When a new position is created, or when a vacancy occurs, which shall include the resignation of an incumbent, the Employer shall notify the Union, in writing, by forwarding a posting notice of the position to the Unit Chair, prior to posting such notice of the position on branch bulletin boards for a minimum of one (1) week, so that all members will know about the vacancy or new position. It is agreed that no one employee may occupy more than one position at the same time.

CUPE- GEORGINA LIBRARY UNIT April 1, 2015 -March 31, 2019

of 82

13.02 Information in Postings

Such notice shall contain the following information:

Nature of the Position Required Knowledge and Education Hours of Work and Salary Range

13.03 Frequent Job Bids

Qualifications Shift

It is agreed and understood that a successful applicant may not bid for another job with the same job title for at least six (6) months from the time of her appointment to the first job.

When an employee has been subject to a return as detailed in Article 13.06, this article shall not apply.

13.04 Role of Seniority in Promotions and Transfers

The basis for determining suitability for promotion or transfer to bargaining unit positions shall be such as to provide equality of opportunity for advancement to all employees. A vacancy may be filled by an employee who has:

a) qualifications and demonstrated performance b) seniority

Where two or more applicants apply for the position, and where qualifications and demonstrated performance are relatively equal, seniority will govern.

Where possible, every effort shall be made to fill the position within the bargaining unit within thirty (30) calendar days of the effective date of the vacancy.

13.05 Promotion Defined

Promotion in this agreement shall mean transfer to an occupational classification carrying a higher rate of pay in the bargaining unit.

13.06 Trial Period

The successful internal applicant shall be placed on trial for a period of three (3) months. Conditional on satisfactory service, the employee shall be declared permanent after the period of three (3) months. In the event the successful applicant proves unsatisfactory in the position during the trial period, or makes a request to be returned to her former position and salary rate, she shall be returned without loss of seniority.

Any other employee promoted or transferred because of the re-arrangement of positions shall also be returned to her former position and salary rate, without loss of seniority.

W 'CiJPE-:: GEORGINA LIBRARY UNIT 'e April1, 2015- March 31, 2019

of 82

13.07 Notification to Employee and Union

The name of the successful applicant shall be posted on all Branch Bulletin Boards. The Union shall be notified of all appointments, hi rings, layoffs, transfers, recalls, and terminations of employment within the bargaining unit.

13.08 Library Clerk I and II

New employees hired for the position of Library Clerk will be hired into the Library Clerk I, 90% wage rate. Upon successful completion of the probation period as per Article 12.03, employees will move to 100% wage rate. Upon fulfilment of the requirements for Library Clerk II as defined in the job description or at the discretion of management, employees will move to 90% wage rate and after 6 months worked in the position of Library Clerk II, to the 100% wage rate.

ARTICLE 14- LAYOFFS AND RECALLS

14.01 Layoff and Recall Procedure

Both parties recognize job security should increase in proportion to length of service. Therefore, in the event of a layoff, employees shall be laid off in reverse order of their seniority. An employee who would otherwise be laid off may exercise a claim to fill any other position in an equal or lower classification currently filled by an employee with lesser seniority provided she has the ability to perform the work. While the employee has the right to exercise seniority to bump into any other Branch, should the employee choose not to do so, at the time of lay off, such employee will still be subject to recall at any Branch. If such employee should reject recall to another Branch, she will still be subject to recall at the Branch from which she was originally laid off.

Employees shall be recalled in order of their seniority provided the employee has the ability to perform the work.

No new employee shall be hired until those laid off have been given the opportunity of recall.

Should the Employer find it necessary to reduce the normal hours of work for any employee, such employee shall be offered any additional work hours which may become available in any Branch and in her classification, providing the additional hours do not conflict with the employee's existing working schedule.

14.02 Advance Notice of Layoff

Unless legislation is more favourable to the employees, the Employer shall notify employees who are to be laid off, ten ( 1 O) working days prior to the effective day of layoff. If the employee has not been permitted the opportunity by the Employer to work the days as provided in this Article, she shall be paid for the days for which work was not made available.

CUPE- GEORGINA LIBRARY UNIT April1, 2015 -March 31,2019

of 82

14.03 Grievances on Layoffs and Recalls

Grievances concerning layoffs and recalls shall be initiated at Step No. 2 of the Grievance Procedure.

ARTICLE 15 ·HOURS OF WORK

15.01 Hours of Work

The following is intended to define the normal hours of work and shall not be construed as a guarantee of hours of work per day or per week or of days of work per week, or of starting and quitting times.

Full-time a)

b)

c)

Part-time a)

b)

The normal work day shall consist of not more than seven (7) consecutive hours exclusive of the meal periods. The normal work week shall be 35 hours per week and the normal work week shall be from Saturday to Friday. As per Article 27.01 the definition of a Full-time employee is a full work week of between 25 hours per week and 35 hours per week.

The normal work day shall consist of not more than seven (7) hours per day exclusive of the meal periods. The normal work week shall not exceed 24 hours per week; however, from time to time the hours of work may exceed 24 hours per week. The normal work week shall be from Saturday to Friday.

The normal work day shall not commence before 9:00 a.m. nor finish later than 9:00 p.m., except upon the mutual agreement of the Employer and the Union.

The hours of work shall not entail more than two (2) Saturdays in a four (4) Saturday month. Provided it does not interfere with the efficient operation of the Library, and subject to the written approval of the Manager, employees may mutually agree to exchange shifts in such a way as to work more than two (2) evenings per week and/or more than two (2) Saturdays in a four (4) Saturday month, provided this shall not result in premium pay.

Compressed or flex time schedules may be arranged at the mutual agreement of the employee and the appropriate Manager. The Employer shall not schedule an employee for a split shift except at the request of the Union for special programming.

The schedule for hours of work shall be posted on the appropriate Union Bulletin Boards for a minimum of two (2) weeks in advance of the scheduled work period.

CUPE ·GEORGINA LIBRARY UNIT Aprii1,2015-March 31,2019

of 82

15.02 Paid Rest Period

Employees shall be permitted one (1) fifteen (15) minute paid rest period when scheduled for three (3) or more hours, and if scheduled to work for more than five (5) consecutive hours, employees shall receive a second fifteen (15) minute paid rest period. The time at which the rest period is taken will be approved by the employee's Supervisor. Paid rest periods must · be taken prior to the final fifteen ( 15) minutes of a shift.

15.03 An employee scheduled to work more than five (5) consecutive hours shall receive an unpaid meal period. Subject to the scheduling of shifts the unpaid meal break shall be one (1) hour.

15.03 Reporting Pay

Employees who report for any scheduled shift will be guaranteed at least three (3) hours of work, or if no work is available, will be paid at least three (3) hours except when work is not available due to conditions beyond the control of the Employer. The reporting allowance outlined as herein shall not apply whenever an employee has received prior notice not to report to work.

15.05 Weekly, employees may require preparation time prior to the opening of a Library and prior to the start of their regular shift. When required for the efficient opening of a branch, on a weekend, the start and finish times of an employee's shift may be adjusted by fifteen (15) minutes at the beginning of the shift. The normal work day may commence before 9:00a.m., and that the preparation time for part-time employees shall not be included in the normal hours of work under Article 15.01, so as not to impact Article 27.02, being the definition of part-time employee, or Article 16.02, overtime.

15.06 Employees who are unable to report to work on schedule shall notify their workplace as directed by the Director of Library Services/CEO not less than one (1) hour before the commencement of the scheduled shift, except for the 9:00a.m. start shift for which notification of not less than thirty (30) minutes prior to start will be required, unless such notice is not reasonably possible. Employees must report for each subsequent absence unless notification has been provided for the length of the absence. The Employer will post the appropriate process for reporting absence.

ARTICLE 16- OVERTIME

16.01 No employee shall work overtime without the approval of her Manager. Employees shall cooperate in any reasonable request by the Employer to perform overtime. In an emergency, when advance notice is not possible, the employee shall submit to the Employer a claim for overtime within two (2) working days of the overtime.

16.02 Overtime as set out herein shall only be recognized when the employee is required to work more than fifteen (15) minutes beyond her scheduled work day.

CUPE - GEORGINA LIBRARY UNIT April 1, 2015 -March 31, 2019

of 82

16.03 Overtime for full-time employees shall be all time worked at the employer's request and shall be paid at the appropriate rate as indicated.

a) all hours worked before and after the scheduled shift at one and one-half (1%) times

b) all hours worked in excess of seventy (70) hours in a fourteen (14) day period at one and onehalf (1 %) times;

c) all hours worked on the eleventh (11th) and/or subsequent days of the fourteen (14) day period at one and one-half (1 %) times;

d) all hours worked on a Sunday at double time, provided the said Sunday is not part of the employee's normal scheduled shift.

16.04 Overtime for part-time employees shall be authorized work performed in excess of seventy (70) hours in a pay period, and shall be paid at the rate of one and one-half (1 %) times the employee's regular rate of pay.

16.05 General

Time spent at a conference, workshop, or regional meeting or on associated travel, shall not be considered overtime. An employee with provable, sufficient reason shall not be disciplined for refusal to attend.

16.06 Lieu Time

At the election of the employee, time off with pay equal to the number of overtime hours worked at the prevailing overtime rate, may be substituted in lieu of overtime pay, at a time suitable to management. A total of ten (1 0) days per calendar year may be deferred in such manner and used no later than December 31st

An employee, once the ten (1 0) days have been used, cannot accrue additional lieu time in the same calendar year.

Any deferred days as set out in this Article, not requested by December 151h, shall be paid out to eligible employees no later than December 31st in each calendar year.

16.07 No Layoff to Compensate for Overtime

An employee shall not be required by the Employer to layoff during regular hours of work to equalize any overtime worked.

~--~-~~~·--~-~~--~~--~~ CUPE- GEORGINA LIBRARY UNIT Apri11, 2015- March 31, 2019

of82

16.08 Call Back

An employee who has left the Library premises, having worked her regular shift, and who is called into work outside of her regular scheduled hours shall be paid the overtime rate for all such additional hours worked or two (2) hours at her regular rate of pay, whichever is greater.

ARTICLE 17 ·PAID HOLIDAYS

17.01 Paid Holidays

The following paid holidays, regardless of when they fall, will be granted with pay to all employees, and shall be subject to the terms of the Employment Standards Act.

New Years' Day Easter Monday Canada Day Labour Day Christmas Day

Family Day Good Friday Victoria Day Civic Holiday Thanksgiving Day Boxing Day

In addition, a Floating Holiday shall be granted. The following qualifications apply to the Floating Holiday:

a) it must be taken during the calendar year;

b) failure to take the Floating Holiday during the calendar year forfeits all entitlement to the Holiday;

c) it will be scheduled on a first request basis;

d) an employee must have sixty (60) days' continuous service with the Employer to qualify for the Floating Holiday.

e) Payment for such holidays shall be based on regular hourly rate multiplied by the number of hours she would normally have worked on such day; employees not normally scheduled to work on such day, will be paid the average of hours worked per shift in the previous four (4) weeks. (Total hours in the previous four (4) weeks divided by the number of shifts during the same period).

f) All hours worked on a paid holiday shall be paid at one and one half (1 %) times in addition to the Holiday Pay;

g) the Floating Holiday shall not be classed as a Paid Holiday for premium rates of pay.

CUPE ·GEORGINA LIBRARY UNIT Aprll1, 2015-March 31,2019

of 82

17.02 Holidays Falling on Scheduled Day Off

When any of the above noted holidays fall on an employee's scheduled day off, the employee shall receive an extra day's regular pay for the holiday or another day off with pay at a time mutually agreed upon by the employee and her Supervisor.

17.03 Qualifications for Holiday Pay

In order to qualify for Holiday Pay, an employee shall work her regular assigned hours of work on the day immediately prior to and on the day immediately following the Holiday (or the day on which the Holiday is observed). If on sick leave, approved leave of absence, vacation or bereavement leave, she shall not lose her pay for the Holiday. Payment for all holidays shall be based on the employee's regular hourly rate, multiplied by the number of hours she would normally have worked on such day.

17.04 Christmas Eve and New Year's Eve

The Library shall close at 12:00 Noon on Christmas Eve and New Year's Eve, with no loss in salary to the employee.

ARTICLE 18- VACATIONS

18.01 Employees, excluding students, shall be entitled to the following annual vacations, with pay. Employees, whose normal work week is less than 35 hours per week, will receive their vacation entitlement on a pro rata basis. The normal work week will not include any sporadic overtime hours or occasional additional hours worked due to vacations, absences, etc. of other employees.

Vacation entitlement is calculated against the regularly scheduled hours, averaged to a weekly basis as recorded on the Master schedule, worked the previous year. The applicable Master Schedule will be posted.

Where the employee works less than 35 hours per week, the number of days' entitlement must be converted to hours as follows:

Number of hours worked (as determined above)+ 35 x Number of days' entitlement (according to the chart below) x 7

Use all decimal places. Entitlement may be rounded up to the nearest half-hour.

AS OF JANUARY 1sT IN ANY ONE YEAR:

Up to One Year

In the first year of hire, employees will not be eligible to take vacation but will accumulate earned vacation entitlement as of January 181 the following year, after completing probation.

of82

That entitlement will be calculated as:

As of January 181 following the date of hire, one (1) day for every month worked up to a maximum of ten (1 0) days, calculated up to the end of one (1) full year of continuous service. Employees shall be entitled to the vacation entitlement above after completion of the probationary period;

10 days 12 days 15 days 15 days 16 days 17 days 18 days 19 days 20 days 21 days 22 days 23 days 24 days 25 days 26 days 26 days 27 days 27 days 28 days 28 days 29 days 29 days 30 days 30 days

after 1 year after 2 years after 3 years after 4 years after 5 years after 6 years after 7 years after 8 years after 9 years after 1 0 years after 11 years after 12 years after 13 years after 14 years after 15 years after 16 years after 17 years after 18 years after 19 years after 20 years after 21 years after 22 years after 23 years after 24 years after 25 years 30 days MAXIMUM

Student employees shall be entitled to vacation pay added to each pay period, in lieu of paid time off as follows:

From date of hire After 2 years After 3 years

4% of earnings 4.8% of earnings 6% of earnings

CUPE - GEORGINA LIBRARY UNIT April 1, 2015- March 31, 2019

of 82

18.02 Employees shall be entitled to their vacation in an unbroken period wherever possible subject to the following:

(i) An employee may postpone part of her annual vacation entitlement provided the employee uses the lesser of her annual entitlement or two (2) weeks; and the total vacation carryover may not exceed the lesser of 105 hours or fifteen ( 15) days.

(ii) An employee may make a written request to carryover more vacation for specific use. Details of the specific reason for this carryover must be provided at the time of the request and must contain the expected dates the vacation shall be taken. The approval of such request shall be at the discretion of the Director of Library Services/CEO.

(iii) Any additional days or hours beyond the lesser of 105 hours or fifteen (15) days shall be paid out in January of the following year at the employee's regular, current rate of pay.

(iv) Where a manager requests, and the employee agrees to the postponement of all or part of the employee's vacation, that period shall be in addition to the time specified in paragraph (i) above.

(v) That employees shall be permitted to take their vacation entitlement at a time convenient to both the Employer and the employee, providing that she submit to the Employer a minimum of six (6) weeks' notification of her intent to take such a vacation. It is further agreed that the number of employees permitted to take such vacation during the same interval will be based on the necessity of maintaining a staff level that will ensure continuance of an efficient operation.

18.03 When an employee on a scheduled period of vacation is hospitalized for three (3) days or more, of such vacation as a result of serious illness or accident, such employee shall be entitled to claim leave-for-illness in lieu of vacation for such days of illness provided that written notice is given to the Director of Library Services/CEO at the commencement of illness and subsequent hospital verification and a Doctor's certificate verifying the length of illness is provided on the employee's return to work. Any vacation entitlement remaining shall be rescheduled to be taken prior to the end of the vacation year, subject to operational requirements and the approval of the immediate Supervisor and the Director of Library Services/CEO

18.04 An employee shall give notice in writing to her Supervisor by the 15th day of November in each year of her preferred vacation dates. On receipt of such notice, vacation dates shall be confirmed by December 15th. When two or more employees in the same section request the same or overlapping dates, preference will be given to the senior employee.

CUPE- GEORGINA LIBRARY UNIT Apri11, 2015 -March 31,2019

of82

18.05 Employees who fail to give notice of vacation preference by November 15th shall be granted vacation, considering vacation dates confirmed by December 15th, on a first come, first served basis, and such vacation request will be confirmed or denied within two (2) weeks of application.

18.06 An employee, on cessation of employment for either medical or personal reasons, shall receive her vacation entitlement on a pro rata basis.

18.07 When employees take a single fill-in position for over one (1) month, the extra time shall be used to calculate vacation time for the next year.

ARTICLE 19 ·SICK LEAVE PLAN ·INCOME PROTECTION PLAN

The following Plan is designed to provide the employee with an income if she cannot perform normal duties due to illness or injury during both short-and-long-term disabilities. This Plan is not intended to duplicate or replace any Workers' Compensation benefits.

The basic level of benefits in the Long-Term Income Protection Plan will be maintained. However, it is noted that details of coverage are subject to change from time-to-time, depending upon the program of the selected carrier.

DEFINITIONS

I.P.P.; S.T.I.P.; L.T.I.P.P.

Means, Income Protection Plan; Short-Term Income Protection Plan; and Long-Term Income Protection Plan, respectively.

Short-Term Disability

This is defined as a period of disability resulting from illness or injury, as determined by a qualified medical practitioner, which prevents an employee from attending her regular work and which extends for a period of not more than twenty-six (26) weeks.

Long-Term Disability

This is defined as a period of disability resulting from illness or injury, as determined by a qualified medical practitioner, which prevents an employee from attending work and which extends for a period of more than twenty-six (26) weeks.

CUPE - GEORGINA LIBRARY UNIT April 1, 2015 - March 31, 2019

of82

Pay

For the purposes of this Plan, a week's pay for hourly paid employees shall be the basic hours worked per week, multiplied by the employee's standard rate per hour, paid on a weekly basis, but shall not include any sporadic shift premium, sporadic overtime, or other increments.

Length of Service

Length service for any employee, for purposes of this Plan, shall mean completed continuous years of service with the Employer as of January 151 in any year, and shall commence from the date of permanent employment with the Employer and shall be based on full years of service in any year.

Top Up

This is defined as remuneration of the difference between a Workers' Compensation benefit and full standard wage/salary.

COVERAGE UNDER THIS PLAN

Employees become eligible upon successful completion of probation period.

An employee who is not present at work on becoming eligible will commence coverage following return to work. Not being present at work is defined as being on leave of absence without pay for any reason, or on lay-off.

An employee will be paid while she is disabled until the earlier of:

(a) the employee returns to work; or (b) the employee retires, either at the normal retirement age or opts to retire early,

or (c) the employee exhausts her entitlement under either of the Plans, or (d) the employee dies.

The Employer will continue to pay group benefit costs for a period not longer than thirty (30) consecutive months. When required, payroll deductions for pension purposes will continue to be made from short-term disability pay during such short-term disability period.


of82

PART "A"- SHORT-TERM INCOME PROTECTION PLAN

1. (a) Short-Term Coverage will apply to disabilities lasting up to twenty-six (26) weeks and pay will be continued at the 100% rate of pay and then 70% rate of pay in accordance with the following schedule:

Amount Payable Seniority Service 100% Pay 70% Pay

. Amount Payable Length of Service 100% Pay 70% Pay From 6 months Service to the end of the first calendar -- 15 Weeks Year Less than one Year 2weeks 24weeks One Year 2 weeks 24weeks Two Years 3 weeks 23 weeks Three Years 4weeks 22 weeks

·--Four Years 5 weeks 21 weeks Five Years 6 weeks 20weeks Six Years 7 weeks 19 weeks Seven Years 8 weeks 18 weeks Eight Years 9 weeks 17 weeks Nine Years 10 weeks 16 weeks Ten Years 11 weeks 15 weeks Eleven Years 12 weeks 14 weeks Twelve Years 13 weeks 13 weeks Thirteen Years 14 weeks 12 weeks Fourteen Years 15 weeks 11 weeks Fifteen Years 16 weeks 10 weeks Sixteen Years 17weeks 9 weeks Seventeen Years 18 weeks 8 weeks Eighteen Years 19 weeks 7 weeks Nineteen Years 20 weeks 6 weeks Twenty Years 21 weeks 5 weeks Twenty-one Years 22 weeks 4weeks Twenty-two Years 23 weeks 3 weeks Twenty-three Years 24 weeks 2 weeks Twenty-four Years 25 weeks 1 week Twenty-five Years or more 26 weeks -----

Note: This schedule shall be renewed on January 151 of each year.

(b) For employees other than full-time the weekly entitlement will be pro-rated based on the actual hours per week for the position.

(c) In the event a part-time employee temporarily fills a full-time position, the sick leave entitlement will continue to be calculated on the part-time status.

W CUPE - GEORGINA LIBRARY UNIT ~ Aprii1,2015-March31,2019

of 82

(d) Sick leave increments and re-accumulations shall occur only on January 1st for full entitlement or July 1st for 50% entitlement, each year in accordance with the schedule for Short Term Coverage.

(e) Where an employee exhausts his/her full entitlement he/she must return to work on full-time hours and work the regular full-time hours consecutively, within twenty-eight consecutive calendar days before the sick leave bank is restored, subject to (d) above. It is further understood that approved bereavement leave from work will be included in the twenty-eight (28) consecutive calendar days' accumulation.

(f) Where an employee is not actively at work due to illness, leave of absence without pay, modified work program or lay-off as of January 1st or July 1st of each year, the sick leave bank will not be restored until the employee can work the regularly scheduled full-time hours as defined in (e);

(g) Where the employee is actively at work, as defined in (e), by June 30th, he/she will receive their full sick leave bank commensurate with their length of service, as defined in 2 (a).

(h) Where the employee is actively at work, as defined in (e), on or after July 1st, but before September 30th he/she will receive fifty percent (50%) of each of his/her 100% and 70% sick leave entitlement.

(i) Where the employee is actively at work, as defined in (e), on or after October 1st, he/she will receive twenty-five (25%) of each of his/her 100% and 70% sick leave entitlement.

2. Payments from the Schedule will be made from the first day of absence.

3. An employee who is absent from work, on a Workplace Safety and Insurance claim, is entitled to draw upon her 100% Short-Term Entitlement Schedule, and this source only, for the purpose of topping up Workplace Safety and Insurance benefits to one-hundred percent (100%) of standard wage/salary. In this event, Workplace Safety and Insurance Board payments will be paid directly to the Employer and the appropriate sick leave bank adjustments will be made. Such arrangement shall occur automatically and continue, if necessary, until one-hundred percent (1 00%) Short-Term Entitlement is exhausted.

4. When an employee can demonstrate to the Employer that she can only attend a physician and/or dentist as part of a regular treatment during the day, this Plan will provide payment for such absences to a maximum of sixteen (16) hours in a calendar year.

5. A medical certificate will be required for each period of absence lasting five (5) or more working days, after each thirty (30) calendar days, and prior to returning to work. The certificate must attest to the fact that the employee was under the Doctor's care, provide the estimated date the employee may return to her duties and must be signed and dated by the attending physician. In specific circumstances, the Employer may request that a Claim Form be completed by the employee's physician and forwarded to the Town's Medical Advisor or case manager. This request by the Employer may occur at any time during the employee's absence from work. A satisfactory medical certificate will be required before permission is granted to return to normal duties. It is the employee's responsibility to provide medical certificates within

w CUPE- GEORGINA LIBRARYlJNIT -'e' April1, 2015- March 31, 2019 of 82

the specified time periods or at the Corporation's request.

There shall be no sharing of medical information to any third party without the express permission of the employee, in writing.

6. Payments will be made for a maximum of twenty-six (26) weeks during any one continuous period of disability.

7.

8.

9.

10.

Successive absences due to the same or related cause will be considered as one continuous period of disability unless separated by return to active employment for a period of three (3) months. A disability due to a different cause will be considered a new period after a return to active employment for one (1) month.

No benefits shall be payable during a period of pregnancy leave of absence to which an employee is entitled under the Employment Standards Act, or during any such longer period of pregnancy leave of which the employee has applied and been approved by the Employer.

An employee who is engaged in outside employment, apart from her employment with the Employer, is not entitled to any benefits under the provisions of this Plan for any occupational illness or injuries sustained during such periods of outside employment for which benefits under the Workplace Safety and Insurance Act or a Short-Term Disability Plan are available.

The entitlement schedule provisions of the Short-Term Income Protection Plan shall be renewed on January 1st of every year.

It is understood that from time-to-time, circumstances may occur for which provision has not been made in a Plan. When such circumstances do arise in relation to this Plan, the Chief Executive Officer shall make the final decision as to disposition; however, his decision shall be consistent with the spirit of this Plan.


of82

PART "B" ·LONG-TERM INCOME PROTECTION PLAN

ELIGIBILITY FOR BENEFITS

Membership in the Plan is open to all permanent full-time employees, subject to the qualifying criteria of the benefit carrier, who are actively at work. An employee must join on the date that she begins active full-time employment. If an employee is absent from work on the day the insurance, or any increase to the insurance would normally become effective, then that insurance will not take effect until the day the employee returns to active full-time work.

TERMINATION OF INSURANCE

An employee's insurance will terminate on the day she is no longer eligible for the coverage. This could be due to a number of reasons, for example, retirement, termination of employment.

LONG-TERM DISABILITY INSURANCE FOR MEMBERS

1. If an employee becomes totally disabled before reaching age sixty-five (65) and is unable to work, the employee is eligible for a monthly disability benefit. Although it is not necessary for the employee to be confined to her house during the entire period of disability, the employee must be under the care of a physician.

2. An employee will begin receiving disability payments after she has been continuously and totally disabled for a qualifying period of 26 weeks. Payments are made at the end of each month and continue as long as the employee is totally disabled, even if the Group Policy terminates, but not beyond the date that the employee reaches 65 years of age.

Disability is considered total when it prevents an employee from performing her regular duties during the qualifying period and the first two years that she is entitled to disability payments. If the employee is still disabled at the end of this time, disability is considered total when it prevents the employee from performing any work where the requirements are within the range of her education, training or experience.

If the employee recovers and returns to work, but the same disability recurs, it will be considered a continuation of the previous disability if the period between disabilities is less than one month during the qualifying period or less than 6 months during the period when disability payments are being made. A recurrence of disability due to an unrelated cause will be considered a new disability if the employee has worked at least one day between disabilities.

3. As a member of this Plan, an employee is eligible for an amount of monthly disability income equal to 75% of her regular monthly earnings, rounded to the next higher $1. The maximum amount available is $7,500.00. Monthly disability payments will be reduced by:

CUPE- GEORGINA LIBRARY UNIT Apri11, 2015- March 31,2019

of 82

(i) Any disability income payable under any government plan, including the Disability Pension to which an employee is initially entitled under the Canada/Quebec Pension Plan, but excluding benefits for dependent children under age 18, and

(ii) Any amount payable to an employee as a disability benefit under the Workplace Safety and Insurance Act, or similar law.

The disability payment from the Plan will be adjusted so that the monthly disability and retirement income which received from all sources does not exceed 85% of an employee's regular monthly earnings at the time the employee became disabled. Benefits payable under any individual disability income policy, or rider attached to an individual life insurance policy, will not be included as disability income.

4. As the employee's condition improves, she will want to get back to work. If the employee's condition does not allow her to return to her job on a full-time basis, the employee might be able to work on a part-time basis, or take a less demanding job. It may qualify as a rehabilitation program, as determined by the carrier.

5. If the Long-Term Disability benefit terminates while the employee is totally disabled, the employee will continue to be eligible for this benefit as if it were still in force.

6. The Long-Term Disability benefit is not payable if an employee's disability results from:

• intentionally self-inflicted injuries

• civil disorder, or war

• your participation in a criminal offence

• the use of drugs or alcohol, unless certified as being actively supervised by, and receiving continuing treatment from, a rehabilitation centre or a Provincially designated institution

• any condition which originated prior to joining the Plan where disability commences within 12 months of joining the Plan, except if:

after becoming insured the employee has completed 3 months of employment without any absence due to such condition, or

the employee was insured for a similar benefit with the Employer, which was replaced by this benefit within 31 days of the termination of the previous benefit.

7. Group Insurance claims are paid promptly on receipt of the necessary information. When an employee has a claim, ask the Payroll Clerk for the appropriate claim form and guidance in completing it correctly.

w CUPE- GEORGINA LIBRARY UNIT ~ April1, 2015- March 31,2019

of 82

8. Have the appropriate claim form for Long-Term Disability claim completed during the qualifying period. It must be submitted within 3 months after the expiration of the qualifying period. If this benefit terminates, claims must be submitted within 6 months of the date of termination. Proof of a continuing disability may be required each year.

ARTICLE 20 - LEAVE OF ABSENCE

20.01 Leave of Absence for Union Functions

(a) The Corporation agrees to grant leave of absence without pay and without loss of seniority for Union business to not more than two (2) employees selected by the Union to attend conventions or conferences. It is understood however, that the cumulative total of leave of absence granted under this section shall not exceed twenty-five (25) days in any calendar year and that request for such leaves of absence shall be made in writing at least three (3) weeks in advance of such leave. The Corporation agrees to confirm or deny the request for such leave of absence within five (5) days of receipt of the request. It is understood by the parties that less than three (3) weeks' notice may be accepted in exceptional circumstances.

(b) Where an employee who is elected or appointed to a full time or part time office, or employment with CUPE Local 905 or CUPE National or CUPE Ontario, the Employer will consider a request for an extended leave of absence for such Employee and the Employer may grant such leave of absence. Such leave shall not be unreasonably denied. The Employer shall pay the employee's wages and benefits during such leave, and may be required to top up the salary/Grade/level, to that which is assigned by the 905 Executive Board. However, it is agreed and understood by the parties that the Employer shall invoice the Union and Union shall forthwith provide full reimbursement to the Employer.

(c) Upon thirty (30) days written notice, the employee shall be returned to his/her former position or to a position comparable to which he/she was employed before taking office. It is understood the Employer may fill the position with a temporary employee for the length of the leave.

20.02 Leave of Absence for National or Provincial Library Organization

At the request of the employee, the Employer may allow employees to attend conferences, conventions and workshops related to library organizations and library oriented programmes with pay and without loss of seniority. Where the employee is requested by the Employer to attend such functions, the Employer shall also pay all approved expenses incurred by the employee.

20.03 Professional Development

In order to provide equal opportunity, all employees are encouraged to continue their professional education by participating in formal courses, in-service training plans, or to observe in other libraries. Such employee shall submit a proposal to the Employer for approval. If approved, the Employer will pay the employee's tuition fees, and cost of required

~ CUPE ___ G_E_O_R_G_IN_A_L_IB_R_A_R_Y_U_N_IT------------------~--~------·-------~--~~---~ April 1, 2015- March 31, 2019

of 82

books upon successful completion of the course. Such proposal must clearly indicate how job performance will benefit from such course(s) or training.

20.04 Bereavement Leave

In the event of a death in the immediate family of an employee covered by this Agreement, the Employer agrees to grant time off with normal pay (exclusive of premiums) for the purpose of grieving, making arrangements for and/or attending the funeral.

(a) Up to five (5) days for spouse/partner, (common-law spouse) or child (step-child);

(b) Up to three (3) days for father, mother, brother, sister, grandchild, grandparent (or step -relative of the aforementioned), father-in-law, mother-in-law, son-in-law, daughter-inlaw, brother-in-law, sister- in-law;

(c) Up to one (1) day for attending the funeral of an aunt, uncle, niece or nephew of the employee or the employee's spouse/partner.

An employee can reserve, from the appropriate entitlement to attend a "Celebration of Life", which may occur at a later date.

When attending a funeral as outlined above and the burial occurs outside the Province, such leave shall include reasonable travelling time, not to exceed four (4) additional days.

Bereavement leave shall not be granted until the employee has completed three (3) months of employment.

When bereavement occurs during an employee's vacation period the Corporation shall substitute bereavement days for vacation days.

Bereavement leave may not be accrued or transferred to any other date, with the exception of a celebration of life.

20.05 Pallbearer's Leave Up to one (1) day's paid leave of absence may be granted for the purpose of being a pallbearer. Employees are entitled to Pallbearer Leave after successful completion of the probation period.

20.06 Mourner's Leave The Director of Library Services/CEO or designate may authorize leave without pay to attend a funeral as a mourner.

20.07 Paid Jury Leave or Court Witness Leave The Employer shall grant leave of absence, without loss of seniority or benefits, to an employee who serves as juror or witness in court. The Employer shall pay such employee the difference between her normal earnings and the payment she receives for jury service or court witness, excluding payment for travelling, meals and other expenses. The employee will

·~~~.-~~~--~---~~·-~·~--~~--~~--~~--~----~

CUPE- GEORGINA LIBRARY UNIT April1, 2015- March 31,2019

of82

present proof of service and the amount of pay received.

20.08 Family Related and Personal Leave Family Related and Personal Leave is a provision which is designed to enable an employee to be absent from employment for a maximum of four (4) days, per calendar year, noncumulative, without loss of wages or benefits, for the following reasons:

a) Unanticipated emergency-related incidents;

b) Medical-related appointments of the employee's spouse, parent, parent-in-law, child or dependent, which prevents the employee from reporting to work or requires her to leave the workplace early;

c) For religious or ethno-cultural observances.

For employees whose normal work week is less than thirty-five (35) hours per week, their absence from employment for Family Related and Personal Leave will be on a pro rata basis. Family Related and Personal Leave shall be utilized for the purposes specified above and the reason for such leave shall be provided. Employees who have taken Family Related and Personal Leave may be required to produce evidence which is satisfactory to Management.

To qualify for this provision, the employee must notify the Manager, or designate, at least forty-eight (48) hours in advance of the date and required time off, except for emergency situations, when notice will be given as soon as reasonably possible.

Payment for such absences shall be provided from the Short Term Income Protection Plan.

The above leave provision does not apply to probationary or student employees.

20.09 Pregnancy Leave/Parental Leave (a) Service Requirements

An Employee shall qualify for pregnancy leave in accordance with the Employment Standards Act, as amended. The Employer shall not deny the pregnant employee the right to continue employment during pregnancy, unless the employee is unable to perform her duties as certified by her physician.

(b) Length of Pregnancy Leave

Pregnancy leave shall cover a period of seventeen ( 17) weeks in accordance with the Employment Standards Act. Where a doctor's certificate is provided stating a longer period of maternity leave is required for health reasons, an extension up to a maximum of two (2) years shall be allowed

(c) Parental Leave

Parental leave shall be granted to eligible employees, pursuant to the Employment Standards Act, and where the employee is the parent of a child, following the birth of the child or the

~ CUPE- GEORGINA LIBRARY UNIT ~ Apri11,2015-March31,2019

of82

coming of the child into the employee's custody, care and control for the first time. Parental leave shall end thirty-five (35) weeks after it began, if the employee also took pregnancy leave, and thirty-seven (37) weeks after it began, otherwise.

20.10 Birth/Adoption Leave Upon request to the Chief Executive Officer, or designate, an employee shall be granted two (2) days leave, without loss of wages or benefits, for the birth or adoption of a child. Such leave shall be taken within two (2) weeks of the birth or adoption. Any employee who is entitled under the Collective Agreement for a same or greater benefit, then this clause will not apply. Employees are entitled to Birth/Adoption Leave after successful completion of the probation period.

20.11 General Leave The Employer may grant a leave of absence without pay benefits and without loss of seniority to any employee requesting such leave of absence for valid personal reasons. Such request is to be submitted in writing to the Employer for approval.

General leave may be requested in order to extend leave(s) as detailed in article 20.09 up to one additional calendar year. Such leave is not to be unreasonably denied.

ARTICLE 21 -PAYMENT OF WAGES AND ALLOWANCES

21.01 Pay Day

The Employer shall pay wages bi-weekly, every second Friday, in accordance with Schedule A of this Agreement.

21.02 Rate of Pay on Promotion or Reclassification

An employee assigned, promoted or reclassified to a higher paying position shall be placed in an experience grade on the new classification which is the next higher than her previous rate. The date of promotion to the new classification shall become the anniversary date for application of the salary progression. After three (3) months at a higher rate, the employee shall be reclassified at that rate.

21.03 Pay on Temporary Transfer

When an employee is required by the Employer to perform duties other than those in her normal grade or classification, the following shall apply:

a) In Lower Rated Position

When required to substitute for another employee who is receiving a lower rate of pay, she shall continue to receive her regular rate of pay.

~~--~--~~~~~-~----·


of82

b) In Higher Rated Position

When required to substitute for another employee who is receiving a higher rate of pay:

i) for less than three (3) consecutive normal shifts, she shall continue to receive her regular rate of pay;

ii) for the period of three (3) consecutive normal shifts or more, she shall receive the greater of her regular rate of pay or the start level rate of pay in the same grade as the employee for whom she is substituting, providing she has been required to perform all of the duties which are regularly performed by the employee for whom she is substituting.

21.04 Mileage Allowance

The mileage rate paid to an employee using her own automobile for the Employer's business shall be at the current rate of cents per kilometre as paid by the Town of Georgina to members of the Georgina Municipal Unit of CUPE, Local 905.

Mileage will be calculated to all Employer-required locations from home, less the employee's regular mileage to and from her scheduled Branch from her home.

Mileage to manager-initiated professional development events will be paid for distances in excess of the employee's normal commute to her work location. Travel time to and from voluntary or employee requested training sessions will be paid for on a case by case basis, subject to availability of approved budget funds, and approval from the Director of Library Services/CEO.

Mileage will not be paid for travel of a distance of two kilometres or less, nor will it be paid if an employee elects to stop at another branch to pick up or drop off materials.

ARTICLE 22- JOB CLASSIFICATION AND RECLASSIFICATION

22.01 Job Classification

The Corporation agrees to maintain a Joint Job Evaluation Program, jointly agreed to by the Union and the Board, for the purposes of providing and maintaining the basis of an equitable wage structure, and forms a part of this Agreement.

ARTICLE 23 - EMPLOYEE BENEFITS

23.01 Every full-time employee, who meets the eligibility criteria for OMERS, shall join the Ontario Municipal Employees' Retirement System at commencement of employment. The Employer and the employee shall make contributions in accordance with the provisions of the Act.

All other employees who meet the eligibility criteria for OMERS shall be notified In writing, of the opportunity for membership as of January 1st each year.

{]i;;:j cuPE-CiE"ORGINA LIBRARY UNIT ~ 'e' April1, 2015- March 31, 2019

of82

23.02 Canada Pension Plan, Employment Insurance and the Workplace Safety and Insurance coverage shall be provided in accordance with the appropriate statutes.

23.03 Upon completion of the probationary period, the Employer shall make available to each permanent full-time and permanent part-time employee, who works a minimum of fifteen (15) hours per week of the normal work week on a continuous basis, a group Life Insurance Plan in the amount of two (2) times salary and the Employer agrees to pay one hundred percent ( 100%) of the premiums for such plan.

23.04 Upon completion of the probationary period, the Employer agrees to maintain and make available to all permanent full-time employees who work a minimum of fifteen ( 15) hours per week on a continuous basis, a Dental and Extended Health Plan equivalent to the plan agreed to on February 21, 2008.

23.05 Part-time employees, who have completed their probationary period and work a minimum of fifteen (15) hours per week of the normal work week on a continuous basis, will be provided with single benefit coverage (Dental and Extended Health) with the Employer paying 100% of the premiums for the single coverage.

And, that subject to approval of the benefit carrier these employees will have the opportunity to upgrade to family coverage, with any additional premiums and/or penalties for late application, being paid by the employee.

23.06 The above provisions do not apply to student employees, who are ineligible for these benefits, save and except Article 23.02.

23.07 Workplace Safety and Insurance Act Pay Supplement

a) If an employee is injured while in the employ of the Employer and is in receipt of payment from the Workplace Safety and Insurance Board for time lost due to the accident, she shall continue to receive her full net wages for a period not to exceed six (6) months, subject to the following:

i) she shall assign the payments received by her from the Workplace Safety and Insurance Board to the Employer;

ii) one (1) day, or portion thereof, will be deducted from her sick leave credits for each three (3) days that she is off work and eligible to receive payments from the Workplace Safety and Insurance Board;

iii) in the event that the employee has no sick leave credits, she will receive only the amount paid to her by the Workplace Safety and Insurance Board, and the Employer will not continue to maintain the employee on the active payroll.

b) An employee receiving payment for a compensable injury under Workplace Safety and Insurance shall accumulate seniority and shall be entitled to all benefits under this Collective Agreement. While on Workplace Safety and Insurance benefits, the Employer shall continue to pay his share of all premiums for employee benefit plans,


of 82

including the pension plan, based on 100% of the earnings. Such continuation of benefits shall continue for a maximum of twenty-four (24) months from the date of compensable injury.

c) The Employer agrees that every employee who suffers injury by accident arising out of and in the course of employment (within the meaning of the Workplace Safety and Insurance Act) shall be reinstated in the position she held on the date of injury or provided with alternate employment of a nature and at earnings comparable to the employee's employment on that date. The Employer agrees further to modify the job, if necessary, to comply with the employee's capabilities. The salary for such modified job will be determined through the Job Evaluation Program.

23.09 Early Retirement

An employee under age sixty-five (65) who has at least twenty (20) years of continuous service from the last date of hire with the Georgina Public Library Board and who retires prior to normal retirement age under the OMERS Pension Plan, will continue to receive Dental and Extended Health Benefits, plus Life Insurance coverage, with the Corporation paying 100% of the premiums for such benefits. This coverage will continue for a maximum of ten (1 0) years or age of sixty-five (65), whichever comes first, subject to the termination of provisions of the Group policy.

23.10 In the event that the Employer changes carriers within the term of the collective agreement, the benefit coverage levels will not, in any manner or item, be reduced.

ARTICLE 24- SERVICE RECOGNITION

It is agreed that the Employer will provide a bonus in recognition of long-term service with the Employer commencing on the date the employee completes 5 years of services at $200.00 and increasing by the amount of $25.00 each year thereafter. This provision does not apply to student employees who are ineligible.

Rules of Application

For part-time employees, as defined in Article 15.01, the bonus will be calculated on a pro rata basis. The normal work week will not include any sporadic overtime hours or additional hours worked due to vacations, absences, etc. of other employees.

(i) Years of service shall be calculated on the employee's anniversary date, being the date of commencement with the Employer;

(ii) Awards shall be paid to the employee within thirty (30) days of the anniversary date.

L:I::\ CUPE- GEORGINA LIBRARY UNIT ~ Aprii1,2015-March31,2019

of82

(iii) Awards shall be calculated in one (1) year increments, as the following schedule will clarify:

5 years 6 years 7 years 8 years 9 years 10 years 11 years 12 years 13 years 14 years 15 years 16 years

ARTICLE 25- GENERAL

$200.00 $225.00 $250.00 $275.00 $300.00 $325.00 $350.00 $375.00 $400.00 $425.00 $450.00 $475.00 etc.

25.01 Plural or Masculine Terms May Apply

Whenever the singular or feminine is used in the Agreement, it shalf be considered as if the plural or masculine has been used where the context of the party or parties hereto so require.

25.02 Bulletin Boards

The Employer will provide one (1) bulletin board, or a part thereof, in each library, in an area mutually agreed upon, for the purpose of posting notices regarding meetings and other matters restricted to Union Activity. Before posting, such notices must be signed by an officer of the Local Union. Notices of a political or personal nature shall not be posted.

25.03 Health and Safety Committee

The Union will select one (1) member to represent the workers, and act on their behalf on the Joint Health and Safety Committee between the Corporation of the Town of Georgina and the Georgina Public Library Board. This member will be responsible to review and make recommendations to the Committee Co-chairs on those matters regarding occupational health and safety (including health and safety issues arising from any technological changes being considered by Management) in all branches.

25.04 Technological Change

It is agreed that no employee will be laid off as a result of technological change.

For the purpose of this Agreement, the term "technological change" shall be understood to mean changes introduced by the Employer in the manner in which it carries out its operations for services where such change or changes affects the terms and conditions or security of

~--~----~~--~~~·~·--~~

CUPE • GEORGINA LIBRARY UNIT Apri11, 2015- March 31, 2019

of82

employment of members of the bargaining unit or alters the basis on which this Agreement was negotiated.

The Employer agrees that it will notify the Union, as far as possible in advance, of its intention and to update the information provided as new developments arise and modifications are made when considering technological changes.

Any employee whose position may be affected by technological change shall be given the opportunity of being retrained.

It is further agreed that a Committee consisting of two (2) representatives of each party shall be formed for the purpose of discussion only of the proposed changes.

25.05 Computer Terminals

When a majority of an employee's daily work involves the use of a computer terminal such employee shall have annual eye examinations, if requested by either party. The examination shall be at the employer's expense where costs are not covered by the Corporation's benefit plans.

ARTICLE 26 • NO STRIKES OR LOCKOUTS

26.01 No Strikes or Lockouts

In view of the orderly procedures established by this Agreement for the settling of disputes and handling of grievances, the Union agrees that during the life of this Agreement there will be no strike, picketing, slowdown or stoppage of work, either complete or partial and the Employer agrees that there will be no lockouts.

ARTICLE 27 -DEFINITION OF EMPLOYEES

27.01 Permanent Full-time Employees -shall mean a person who fills a position created by the Employer for an indefinite period of time and regularly works between twenty-five (25) hours per week and thirty-five (35) hours per week.

27.02 Permanent Part-time Employee -shall mean a person who fills a position created by the Employer for an indefinite period of time and regularly works twenty-four (24) hours or less per week.

27.03 Temporary Employees - It is agreed that from time to time the Employer may find it necessary to hire temporary employees in order to cover peak work periods or extended absences or special projects and to provide relief when permanent employees are on vacation. Such persons will be hired at not less than the minimum rate for the appropriate classification of the duties being performed and such requirements are not subject to job posting. When such persons are hired, the Employer will advise the Union in writing of the date of appointment and the duration.

-·--· -~~---~~-----CUPE- GEORGINA LIBRARY UNIT Apri11, 2015- March 31,2019

Page40 of82

The designation of a temporary position may be made for an initial period of a maximum of six (6) months. This period may be extended by a further five (5) months with mutual consent of the parties to this Agreement. It is expressly provided, however, that an employee who fills a position temporarily for the purpose of sick leave, maternity leave, or any other approved leave of absence, may fill such position for the duration of the leave granted to the employee. Such leave shall not exceed a period of two (2) years; however, in the event of a medical leave of absence, under the Income Protection Plan the duration of leave may be extended to two and one-half (2 112) years.

A person appointed to a temporary position, who is not a member of the bargaining unit, shall not be subject to the terms of the Collective Agreement. After six (6) months' service, an appointee to a temporary position shall be subject to the following terms: a) check-off of Union Dues b) overtime pay, in accordance with the Employment Standards Act

27.04 Casual Employee- shall mean an employee engaged to work at irregular intervals on an "as needed" basis or for temporary relief periods of up to four ( 4) weeks to cover illness, vacations, or other unplanned absence. Casual employees are exempt from the bargaining unit.

27.05 Student Positions

Upon hire, the employee must be enrolled full-time in secondary school. To maintain employment, the student must be enrolled in a full-time course of study at a recognized institution of learning. Confirmation of enrolment must be provided upon request.

ARTICLE 28 ·TERM OF AGREEMENT

28.01 Duration

This Agreement shall be binding and remain in effect from April 1, 2015 to March 31, 2019 and shall continue from year to year thereafter unless either party gives to the other party notice, in writing, within the period of ninety (90) days prior to the expiration date, that it desires to amend or terminate the Agreement.

28.02 Changes in Agreement

Any changes deemed necessary in this agreement may be made by mutual agreement at any time during the existence of this Agreement.

CUPE- GEORGINA LIBRARY UNIT Apri11, 2015- March 31,2019

of 82

LU10

LU9

LU2

LU4

ARTICLE 29- WAGE AND JOB CLASSIFICATION ADMINISTRATION 29.01 -Wages and Classifications

8 $30.64 $34.04 $31.25 $34.72 $31.72 $35.24

7 eServices Technician $27.93 $31.03 $28.49 $31.65 $28.91 $32.13

6 Circulation Coordinator $25.22 $28.02 $25.72 $28.58 $26.11 $29.01

5 Library Technician $22.51 $25.01 $22.96 $25.51 $23.30 $25.89

$32.19 $35.77 $32.76 $36.40

$29.35 $32.61 $29.86 $33.18

$26.50 $29.44 $26.96 $29.96

$23.65 $26.28 $24.07 $26.74

LU7 Library Assistant

LU5-II

LU5-I

LU8

4 Library Clerk II $19.79 $21.99 $20.19 $22.43 $20.49 $22.77 $20.80 $23.11 $21.16 $23.51

3 $17.08 $18.98 $17.42 $19.36 $17.68 $19.65 $17.95 $19.94 $18.26 $20.29

2 Library Clerk I $14.37 $15.97 $14.66 $16.29 $14.88 $16.53 $15.10 $16.78 $15.37 $17.08

Library Student $11.66 $12.96 $11.90 $13.22 $12.08 $13.42 $12.26 $13.62 $12.47 $13.86

IN WITNESS WHEREOF THE Party of the First Part and the Party of the Second Part have caused their proper officers to affix their signatures.

Dated at C:7ftJtylflfA. this ()f)....NJ day of ----"'ip"--""~~f---' 2016.

THE GEORGINA LIBRARY UNIT OF THE CANADIAN UNION OF PUBLIC LIBRARY BOARD

TOWN OF GEORGINA PUBLIC

EMPLOYE , LO AL 905.13

CUPE- GEORGINA liBRARY UNIT Apri11, 2015- March 31,2019

~-·· --~-6-~-0-~

of82

SCHEDULE "A"- JOB EVALUATION PROGRAM

TOWN OF GEORGINA JOB EVALUATION PROGRAM

The Corporation of the Town of Georgina is committed to establishing a meaningful value for all jobs within the corporate structure by means of a Job Evaluation Program. The focus of the program is to establish the worth of each Bargaining Unit job, relative to other Bargaining Unit jobs within the organization and provide the basis for the Corporations pay practices.

A formal Job Evaluation System (attached) has been established to accomplish internal relativity. The system consists of four primary factors: Skill, Effort, Responsibility and Working Conditions. These factors are divided into sub-factors which, taken together, measure the major aspects of work in the organization. Each sub-factor is broken down into levels representing the degree to which that sub-factor is present within the given job. The degree levels have corresponding point values which, when totaled, are applied to Salary/Wage Schedules to determine appropriate compensation for a position.

1. EVALUATION SYSTEM ADMINISTRATION

1.01 Joint Job Evaluation Committee, Georgina Library Unit of CUPE, Local 905.13 - will be responsible for evaluating positions within this bargaining unit.

1.02 The Committee is responsible for evaluating positions in accordance with the Corporation's established Union Job Evaluation System. Evaluations are based on current job content information. For E;Jach job being evaluated, the Committee will agree upon appropriate degree levels for each sub-factor thereby establishing the internal equity of each position and subsequent placement on the appropriate wage schedule.

1.03 To help ensure fairness and objectivity during Job Evaluation, Committee members will not be aware of points assigned to sub-factor levels or of the factor weighting. The evaluations established by the Committee shall be maintained and processed by the Human Resources Office, in accordance with the Job Evaluation System's established degree level point scores and factor weightings.

1.04 The Committee's evaluations will be based strictly on job content. Information related to the incumbent, his/her performance or other such information not related to the job evaluation process will not be considered in determining the appropriate rating for a position.

2. COMMITTEE STRUCTURE

2.01 The Joint Job Evaluation Committee, Georgina Public Library Unit of CUPE 905.13 will be comprised of four (4) members, with no more than two (2) alternates, for either the union ,members or the management members, as follows:

Two (2) of the four (4) members will represent the Georgina Library Unit of CUPE, Local 905.13. The remaining two (2) members will be representatives from Management.

L1:::'J C:l'i;;E:"c;"EO'R~ARY UNIT ~ Apri11, 2015- March 31,2019

of82

2.02 Membership on the Committee

Committee membership is an important organizational duty. All Committee members shall be given a reasonable amount of time to prepare for, attend meetings, and to evaluate positions in an objective and unbiased manner.

2.03 All Committee members shall have the right, at any time, to request the replacement of any Committee member if there is evidence of such person:

1) disrupting the Committees' activities; 2) failing to participate productively; 3) failing to maintain confidentiality of the Committees' work; 4) failing to attend three (3) consecutive meetings, notwithstanding reasonable notice

and reason.

A majority vote of the Committee will be required prior to a member being replaced on the Committee. If the member is a union member, the appropriate Union president will appoint a replacement member.

2.04 The Human Resources representative will facilitate and chair the Job Evaluation proceedings of all Committees and is a non-voting Committee Member.

3. OPERATION/RESPONSIBILITIES OF THE COMMITTEE

3.01 The Job Evaluation Committee is responsible for evaluating newly established positions, and for the review and/or appeal of existing positions. The Committees will determine the final evaluation for a given position, through a process of consensus decision-making as a result of thorough discussion. Where consensus cannot be reached, a majority vote will determine the evaluation.

3.02 The stipulated number of members will be present for each evaluation. Where the main members are not available, the alternates will be used.

3.03 The Committee will meet at the request of the Human Resources representative who will coordinate the scheduling of Job Evaluation Meetings.

3.04 The Committees will evaluate jobs in response to:

1) departmental reorganization 2) when new positions are established by the Corporation 3) when the duties of an existing position change significantly

CUPE- GEORGINA LIBRARY UNIT Apri11, 2015- March 31, 2019

Page44 of82

4. EVALUATION PROCEDURE

4.01 A request for an evaluation review of an existing position, that has changed significantly, will be initiated by the incumbent employee or the Supervisor/Department Head of the position, by completing a Position Description Questionnaire, detailing changes to the position by updating and tracking changes to the job description, and forwarding it to Human Resources.

4.02 Upon receipt of the request, the Human Resources representative will review the documentation and if necessary, conduct interviews with the incumbent(s) and/or the Supervisor to obtain any additional information concerning the job content, working conditions, etc., research other job descriptions for consistency in wording and finalize the job description.

4.03 The Human Resources representative will schedule a Job Evaluation Meeting and forward the Position Questionnaire, the Job Description and any other relevant information and documentation to the members of the appropriate Job Evaluation Committee. The Committee members will review the Position Description Questionnaire, Job Description, etc. and obtain clarification if required. The Committee members will make every effort to rate the job individually, prior to the Job Evaluation Meeting.

4.04. The Human Resources representative will present the job to the Committee. The incumbent and/or Supervisor will be notified of the Job Evaluation Meeting date, and will have an opportunity to present their request to the Committee members, if they so desire. The Committee will then evaluate the position and reach consensus (or a majority vote). The incumbent and/or Supervisor will not be present during the rating process.

4.05 When reviewing and evaluating the position the members will compare these evaluations to the ratings of other positions within the Department, the organization as a whole, and benchmark position ratings to establish internal relativity. All factors will be reviewed when a request is brought to the Committee.

4.06 To help ensure fairness and objectivity, Committee members will not be permitted to rate their own position. An alternate will be used when the member's position is being evaluated.

4.0'7 Upon completion of the evaluation process the Human Resources representative will prepare the necessary documentation and inform the incumbent, Supervisor, and Director of Library Services/CEO of the Committee's decision. The Human Resources Manager will determine and implement any required compensation adjustments.

5. COMPENSATION ADJUSTMENTS

5.01 The following will apply when any compensation adjustments, resulting from the Job Evaluation Process, are necessary: 1) when the evaluation results in a reclassification to a higher wage grade, the effective date of the pay adjustment will be the date the request for review is received by the Human Resources Manager.

2) when the evaluation results in the reclassification to a lower wage grade, the

- ··~---------·-----------CUPE- GEORGINA LIBRARY UNIT Apri11, 2015- March 31,2019

Page45 of82

incumbent will be "red-circled" until such time as his/her wage rate falls within the appropriate step in the new salary/wage grade to which the position has been assigned.

6. APPEAL PROCESS

6.01 A request for an appeal to an existing evaluation will be initiated by the incumbent and/or the Supervisor/Department Head of the position, by completing the Job Evaluation Appeal Form (attached) and forwarding it to the Human Resources Manager.

6.02 Upon receipt of the request for an appeal the Human Resources representative will review the documentation and seek clarification, if necessary, from the incumbent and/or Supervisor/Department Head.

6.03 A meeting of the appropriate Job Evaluation Committee will be scheduled and the Committee members will follow the evaluation procedure when reviewing and rating the request for an appeal.

6.04 Upon completion of the Appeal Process, the Human Resources representative will inform the incumbent, Supervisor, and Director of Library Services/CEO of the Committee's decision and implement any required compensation adjustments, in accordance with 5.1 (a).

7. GENERAL

7.01 Positions being reviewed, evaluated and/or appealed will be evaluated in their entirety.

7.02 All documentation on the Job Evaluation Program will be maintained in the Human Resources Office.

7.03 Decisions made by the Joint Job Evaluation Committees shall be binding upon both the Corporation and the Union. Furthermore, such decisions will not be subject to the Grievance Procedure, interpretation, or modification by any other authority.


of82

TOWN OF GEORGINA JOB EVALUATION APPEAL FORM

Union D INCUMBENT Non-union D

Position Title: Job No:

Department/Division: Employee Name:

Signature: Date:

Reason for Appeal: (Append additional information if required)

SUPERVISOR

Name: Signature:

Title: Date:

I, D Agree D Disagree, with this appeal.

Comments:

DEPARTMENT HEAD

Name: Signature: --

Title: Date:

I, D Agree D Disagree, with this appeal.

Comments:

---~-~-CUPE- GEORGINA LIBRARY UNIT Aprii1,2015-March31,2019

of 82

MANAGER OF HUMAN RESOURCES

Name:

Date:

Comments:

JOB EVALUATION COMMITTEE:

Members Present:

Outcome:

Recommendation:

Signature of Committee Members:

Name:

Human Resources Office: Follow-up


Signature:

I Date:

Date:

of82

<C z ~ ~u..(!) oo~ 1- 0 w

(!)

:E w len > en z 0 -~ ::l ..J

~ w en 0 -,

Cl) Cl) Cl) .... N' .... .... 1/) ::1 C) ::1 <(

CUPE - GEORGINA LIBRARY UNIT April1, 2015- March 31, 2019

A SKILL CATEGORY

of82

INTRODUCTION

This manual details ten factors on the basis of which positions within the organization are to be evaluated.

Each factor is divided into degree measures which are directly associated with defined point values.

In considering these factors and degree measures, it is important to focus on the position being considered, and not the individual incumbent( s) of the post. The purpose of the evaluation is to determine what is required to do the job competently through consideration of the above factors, not to determine how well any particular individual fits with, or expedites, the requirements of the job.

When evaluating positions, the following characteristics are assumed: honesty, care, thoughtfulness, desire to do one's best, aptitude, availability for work, reasonable physical capacity, cooperation, attendance, normal capacity to acquire knowledge through training, workload/normal work day, and confidentiality.


of82

FACTOR 1: EDUCATION & TRAINING DEFINITION

This factor measures the skills set required to effectively perform the job function. It considers the level of knowledge and preliminary training that is typically gained through formal academic (including vocational/apprenticeship) education, workshops/seminars, licensing/certifications/professional/specialty organizations, etc.

This is not to say that a portion of the skills set could not be obtained through personal reading and/or self-teaching (such as acquiring computer skills through personal learning programs, or acquiring knowledge of specifically required legislation through research and readings or equipment operation through manufacturer training sessions or in-house training demonstration programs, etc.).

In addition, this factor should not be confused with the particular incumbent's actual education. Rather, it focuses on the minimum theoretical and practical training necessary to prepare an individual for the job.

Please note: This factor should not be interpreted narrowly, requiring absolute specificity about particular diplomas or academic disciplines. The job analyst should assess the intellectual/practical knowledge/skills demands of the position and assign a degree rating that best reflects the formal preparation and training required.

APPLICATION GUIDELINES

When considering apprenticeship/vocational/certification programs that have an academic as well as a practical/experiential component (i.e. the requirement to put in a specified number of hours on-the-job learning, or to be working in the field while taking the academic courses) it is important not to give credit twice for the experiential component (i.e. under Education & Training and under Experience). Concentrate on the academic component in this factor and consider the experiential component- if relevant to overall experience required- under the Experience factor.

This factor does not consider the practical experience to perform a job adequately. However, as both factors {Education & Training and Experience) measure the skills set required to perform a job, they are often considered in the context of one another. It is not uncommon to find that if there is a higher degree of formal Education & Training, there may be a lesser time required (Experience) for experiential learning.

CUPE -GEORGINA LIBRARY UNIT April1, 2015- March 31, 2019

of82

FACTOR 1: EDUCATION & TRAINING

to use apply grammar, compose routine communicate/convey routine information/instructions, understand simple charts and diagrams, design basic teaching plans, operate specialty (but relatively non-complex) equipment (such as riding mowers, large copiers, personal computer with basic software (i.e. word processing, presentations), calculator, AN equipment, bobcat flat-bed trucks and trailers, basic HVAC systems, etc.) teach higher-level swim, basic adult recreation/fitness, First Aid/CPR programs, etc. Expected to function at an ~~~· level similar to a i h school or uivalent.


of82

FACTOR 2: EXPERIENCE DEFINITION

Measures the length of time normally required for an individual with the specified Education & Training to acquire the experience and background to perform the job competently, and deal with the range of situations encountered in the position.

Experience is of basically two types: 1. Prior job experience required in lower or similar-level positions (internal or with other organizations) where skills required

of the position being rated would be obtained; and 2. The period of adjustment, orientation and adaptation on the job with the organization

Both periods must be added together to properly reflect the overall rating. In doing so, it is important to keep in mind the separation between the background of the individual(s) holding the job, and the experiential requirements of the job itself. It is the latter, which are evaluated.


This factor does not consider the formal Education & Training required to perform a job adequately. However, as both factors (Education & Training and Experience) measure the skills set required to perform a job they are often considered in the context of one another. It is not uncommon to find that if there is a higher degree of formal Education & Training, there may be a lesser time required (Experience) for experiential learning, or the Experience factor would concentrate more on the experiential learning that is more typically obtained through practical experience (i.e. supervisory/management skills, negotiating/public relations/media skills, highly specialized equipment operation requiring experience to hone precision, etc.).

Experience acquired though an apprenticeship/internship program would be considered under Experience, if relevant to the overall experience requirements of the job.

With regard to the "period of adjustment", it may be helpful to think in terms of daily/weekly/monthly/quarterly/seasonal/annual cycles of work, as, the more frequently a task is performed, the faster the on-the-job learning is acquired and therefore the period of adjustment would be less.


of82

CUPE. GEORGINA LIBRARY UNIT April 1, 2015- March 31, 2019

FACTOR 2: EXPERIENCE

of82


8 EFFORT CATEGORY

of82

FACTOR 3: COMPLEXITY

DEFINITION

Measures the amount and difficulty of analysis and reasoning required to perform job-related duties" Characteristics to be considered include the following:

• Analysis required for problem and solution definition; • Degree of job structure and/or guides/theoretical principles or practical examples/methods to assist the position • Creativity and developmental requirements • Diversity (or routineness) and relatedness of job functions • Mental challenge/effort/concentration • Planning activities, including strategic planning and visioning/future-thinking activities • Interpersonal and/or political nuances/dynamics"


When evaluating under this factor, consider the frequency with which tasks are undertaken" Do not focus on extreme examples of activities that are particularly challenging unless they occur regularly" The goal in this factor is to evaluate the overall complexity of the worko


of82

FACTOR 3: COMPLEXITY

ree and anal to to a ""''i"l'v unrelated processes and methods. A moderate degree of variation from daily routines is possible. Situations may be broad in scope with limited opportunity for standardized solutions, and may require the recognition and the creative definition of problems and their practical solutions. Typically the work is characterized as having a blend of both maintenance/administrative or process-

. § ~-

Work requires interpretive diagnostic analysis use evaluative and/or critical thinking to define problems, identify potential options/form valid solutions, and formulate effective strategies. With a limited degree of job structure, situations are diverse (although not unique) and offer considerable opportunity for creativity, planning and mental challenge. Work is typically characterized as being developmental and forward thinking in nature and often involves policy development strategic

complex analysis and highly developed reasoning and planning skills to solve a wide range practical problems. Situations are often unique and typically require the degree of mental challenge required to effectively deal with · demands of a an


of82

FACTOR 4: PHYSICAL EFFORT DEFINITION

Measures the demands placed upon the employee, which is physical in nature (not creative or mental job requirements). It considers both the intensity (level of physical effort) of job tasks, and the frequency/duration of the physical effort. Characteristics to be considered include the following:

• Physical exertion and handling (e.g. lifting, carrying, pushing, pulling, etc.) • Manual dexterity (e.g. fine motor skills) • Freedom of movement on the job • Physical concentration and stamina • Body control and reflex requirements • Visual concentration and strain • Level of fatigue


It is helpful to evaluators to close their eyes and visualize the work being performed. How is the body moving when performing the tasks of the job? What motions are occurring when equipment or tools/job aids are being utilized?

When evaluating under this factor, consider the frequency of the physical effort. Does it occur rarely, occasionally/periodically, regularly, or constantly? Do not focus on extreme examples of physical effort unless they occur fairly regularly. The goal in this factor is to evaluate the overall physical requirements of the job.

It is not untypical for evaluators to digress into discussions of working conditions when evaluating the physical effort of a job. Remember, Factor 9 - Environmental Working Conditions is intended to consider the working conditions inherent in a job, so try to stay focused here on physical effort.


of82

FACTOR 4: PHYSICAL EFFORT

I Work requires moderate physical exertions/handling and/or considerable visual

1

and/or there may be a need for physical endurance/stamina to carry out some tasks. Work activities may regularly 1 involve a considerable amount of walking, standing, a confining or tiring work position, or constant periods of sitting in one position where freedom does not exist to walk about or change tasks. Moderate levels offatigue may result requiring

· of rest.


of82


c RESPONSIBILITY CATEGORY

of82

FACTOR 5: ACCOUNTABILITY

DEFINITION

Measures the level of accountability for expected results, quality, and accuracy associated with the position. Characteristics to be considered include the following:

• Level of work review or "audit" • Amount of supervision received • Degree of job structure and/or established policies/procedures/practices and/or principles that guide the work • Discretion and freedom to act/independence of action; and • Accountability


Evaluators often find an association/relationship between the Accountability Factor and Impact Factor (no.7). It is not uncommon for ratings under the two factors to either be the same or have a degree variance of one level (higher or lower). While this is not always the case, it may be helpful to evaluators to "move on" if discussion is prolonged under Accountability, as a decision under Accountability will often become clear after Impact is also considered.


of82

FACTOR 5: ACCOUNTABILITY

5 Finished work results are evaluated for compliance with general and/or technical methods and standards, appropriateness, and conformity to organizational policy. Receiving general direction regarding work responsibilities, discretion and judgment must be exercised in interpreting and applying rules and guidelines. May also initiate and direct activities ful a division o function.

7 Work is evaluated relative to overall organizational policy in terms of feasibility, compatibility and effectiveness and/or is considered to be technically authoritative. Receiving nominal direction regarding work responsibilities, discretion and judgment must be exercised in translating broad organizational goals into specific objectives. Initiates and directs activities a d function.

Work results are evaluated relative to general organizational in terms , com lity, effl~ctivenel>S and/or are considered to be technically authoritative. Essentially receiving no supervision, incumbents use their own judgment and ingenuity to develop and interpret organizational strategies, goals, plans and solutions. Responsible for initiating, directing and monitoring activities and impacting the whole organization. May also have additional leadership

I I · , I


of82

FACTOR 6: SUPERVISORY/STAFF ADVISORY RESPONSIBILITY

DEFINITION

This factor measures the formal responsibility and accountability for the management and direct supervision of staff of the organization (this is referred to as a "line management" function) or the responsibility to act in an advisory capacity to the organization in a technical area of expertise (this is referred to as a "staff' function).

It recognizes job requirements and leadership skills in relating to staff in the process of: • Recruiting and hiring • Building good morale and employee relations • Employee orientation and training • Progressive discipline, grievance response and/or rewards • Scheduling, organizing and coordinating the work or others • Determining/recommending compensation and/or rewards • Providing on-the-job guidance, advice/direction and assistance to others • Counselling staff on work-related or personal matters, or resolving employee concerns/problems • Formal performance evaluation/assessment • Employee development and career pathing or succession planning.

This factor also measures the number of staff directly supervised. Staff is defined as an employee on the payroll of the organization. Permanent staff is equivalent to 1 each, and "other-than-permanenf' staff is equivalent to .25 each. Three scales are provided which correspond to each degree definition.

*(A) = 1-3 direct staff (B)= 4-9 direct staff (C)= 10+ direct staff *Note: If no staff are directly supervised but the nature of the job is predominantly an advisory or "staff' function (rather than a line supervisory function), use the (A) category.

APPLICATION GUIDELINES Supervision of contractors, consultants and/or volunteers is not considered under this factor. Rather, it forms a component of the "Contacts" factor.

"Staff functions" typically include Human Resources, Legal, Finance (advice as it relates to budgets, accounting procedures, etc.), Information Technology employees, etc.; as opposed to "line" supervisors/managers whose responsibility it is to get the business of the organization/work done through other employees.


of82

FACTOR 6: SUPERVISORY/STAFF ADVISORY RESPONSIBILITY

I . . I and I i I employees on work for which general objectives exist. Employees are expected to solve problems related to the plans,

policies, procedures and purpose of their defined work areas. Formal responsibility for the general management of a A Department. Staff Function - major organization-wide policies; and provides advice,

""',"'"''1 managem coordinates the planning of strategic and long-term objectives for the organization as a whole. Control over work is very broad and takes the form of consultation and facilitating consensus, due to the complex/sensitive nature of the work being


of82

B c

B c

FACTOR 7: IMPACT DEFINITION

Measures the positive impact and potential contribution the position can make for the organization as a whole. This factor also measures the potential problems the position can create or resolve for a department or the entire organization as a result of responsibility for independence of action and/or decision-making.

Characteristics to consider include the following: • Span of effect • Financial effects • Impact on the organization • Impact on the community • Employee morale • Impact on health and safety • Consequences of actions on others • Political implications • Public image


Assessment of the impact of potentia! contribution of errors shoufd be based on normal occurrences and the average frequency thereof,· and not on extreme or individuaf!one-time only scenarios or obscure possibifities.

Assume competent performance.

Evaluators are cautioned that there is a tendency to focus predominantly on the impact of potential errors when rating this factor. Potential contribution should be equally considered.

Evaluators often find an association/relationship between the Impact Factor and the Accountability Factor (no. 5). It is not uncommon for ratings under the two factors to either be the same or have a degree variance of one level (higher or lower). While this is not always the case, it may be helpful to evaluators to review the rating given under Accountability if discussion is prolonged under Impact, as a decision under Impact will often become clearer after such a review.


of82

FACTOR 7: IMPACT

rl<>n<>rtm<>nt or area. and methods are controlled by monitoring accuracy, adequacy, or adherence to instructions. Errors might normally result in (a) the loss of one's own and others' time to correct the error, (b) limited health and/or safety impacts, damage, waste or financial loss, and/or (c) have an effect on the morale of co-workers within the department or moderate impacts on public image. Opportunity for contribution is available through independence of action and/or the exercise of discretion and judgment that enhances

I I

is for com i with technical/professional standards, appropriateness, and conformity to organizational policy. Errors might normally result in (a) the substantial loss of time, (b) moderate health & safety impacts, damage/waste or financial loss, and/or (c) have an effect on the morale of employees within and beyond the department, and/or (d) considerable public image impacts. Job specifications present opportunities for contribution through independence of action that results in enhanced efficiencies/effectiveness to the organization and its public image and/or has positive impacts on the community, and/or resolves problem/builds consensus in the larger external

CUPE - GEORGINA liBRARY UNIT April1, 2015- March 31, 2019

of82

FACTORS: CONTACTS

DEFINITION

Measures the need for contacting, dealing with and influencing other people in performing the duties related to the position. Interaction with employees within the organization, contractors/suppliers, volunteers, the general public, elected/appointed officials, external professionals, government representatives and others, should be considered. The venue for contact(s) may be in-person (individual or in meetings/Committee work), via mail, e-mail, telephone, fax etc.

Characteristics to be considered include the following:

• Type and level of contacts • Sensitivity/controversial nature of subject matter • Purpose of contact • Discretion/judgment/diplomacy required • Frequency of contact (i.e. daily, weekly, monthly etc.) • Method/venue by which the contact is made


When considering contacts, focus on the job demands associated with the contact, such as providing information/responding to routine enquiries, advising, making presentations, negotiating, persuading, selling, counselling, etc.

Responsibility for overseeing contractors and/or coordinating the work of volunteers is considered under this factor (rather than under the Supervisory/Staff Advisory Responsibility factor), as the nature of the relationship is not one of employee/employer.


of82

FACTOR 8: CONTACTS

Contacts the interdependence of em tasks can be completed. Interactions are generally with peers within an activity area or department, or routine/day-to-day contact with the general public, contactors/suppliers and/or volunteers. May involve some problem situations and their resolve, but typically common courtesy/respectful treatment of others is what is required in I i to others to respond to enquiries, resolve concerns, and/or provide direction in the case of working with contractors/volunteers. of a referred for ""'""'"' 1

5 ' Contacts are typically with fellow employees across the organization, or with the general public/community groups, or others outside the organization in a representative capacity at meetings or on Committees. Contacts can be expected to include non-routine and somewhat sensitive/controversial communication, discussion and meetings, from time-to-time. Typically, this requires the exercise of discretion{judgmentldiplomacy/tact to avoid friction, influence/persuade, and/or attempt to facilitate/negotiate "win/win" outcomes for both

II.,

Contacts within the 1 are scope involve hig i negotiations, and representative duties for the purpose of developing policies and providing strategic advice/input that have organization/community and/or industry-wide implications. Contacts regularly require the position to communicate the position of the organization on a wide range of matters. Interactions require a high degree of diplomacy, political astuteness and media savvy and can be expected to

larly involve highly confidential, political, legal or financial situations, and deal with the resolution of highly sensitive issues and


re of and

of82


D

WORKING CONDITIONS CATEGORY

of82

FACTOR 9: ENVIRONMENTAL WORKING CONDITIONS DEFINITION

Measures the likelihood, frequency and intensity of exposure to undesirable characteristics or hazardous features in the work environment that are inherent to the job.

Characteristics to be considered include the following: • Physical hazards and/or personal health and safety or security risks (i.e. locking up, taking money to bank, etc.); • Work surroundings- exposure to:

• Hazardous chemicals • Noise (i.e. mechanical, environment, human, etc.) • Fumes/odour • Limited ventilation (i.e. confined space, painting, etc.) • Vibration (i.e. heavy equipment operation, power tool operation such as chainsaws, jack hammers, etc.) • Bodily fluids and waste • Lack of privacy and/or isolation • Travel • Awkward or confining work spaces or positioning of the body to do the work (i.e. fixing equipment, working in sewers,

etc.) • Glare and/or limited illumination (i.e. working at night, etc.) • Inconsistent temperatures or temperature extremes (inside and outside; i.e. going back and forth from office

temperatures to cold environs or from cold to hot environs (i.e. pool to arena in same building) • Exposure to adverse environmental and weather conditions.


When considering this factor, determine both the array of environmental working conditions in which the job is carried out and the severity of those conditions, and the frequency with which they can expect to happen. Again, avoid extreme scenarios. Focus on what is inherent in the job.

CUPE ·GEORGINA LIBRARY UNIT April1, 2015- March 31, 2019

of82

FACTOR 9: ENVIRONMENTAL WORKING CONDITIONS

Normal environmental and comparable working conditions for the most part. Incidental/minimal health hazards, risks or adverse environmental conditions are inherent to the job. Physical environment is generally safe with minimal risk to personal health. Generally no safety equipment required or issued. Common sense precautions necessary. General WHMIS and security/lock-up training provided. Little or no travel from main workplace required. Employee generally has freedom to limit amount of noise to.

I

3 Generally good working conditions inherent to the job, but may be exposed to environmental factors such as temperature extremes (i.e. seasonal weather conditions, loud noises, disagreeable odours, etc.). Some regular travel required (i.e. to do banking, visit satellite facilities/workplaces, regularly attend off-site meetings, etc.). Some health and safety risks or inconvenient job requirements are present to execute some tasks. Some specific precautionary health and safety training

be issued.

5 Moderate exposure to physical hazards, health and safety risks, and/or other undesirable characteristics in the work . environment Health & safety regulations, training, procedures, and protective equipment apply to, or guide, many of the

work activities. Road travel and working outside at a number of job sites per day is a regular part of the job, and/or job activities regulate and attend to environments used for public activities (i.e. arena/pool facilities, large special events set-ups, etc. where hazards are the no the i

Frequent daily exposure to health and risks, adverse or otherwise as on-going exposure to chemicals, filth, bodily fluids/waste, road hazards, etc.) in the work environment Significant risks to personal health & safety are inherent in the job. The nature of the work is highly regulated and requires a high degree of health & safety training. Procedures must be followed closely, detailed records may have to be kept, and protective equipment

Exposure physical hazards, severe health and safety risks, and adverse or otherwise undesirable characteristics is inherent in the work and in the work environment Notwithstanding the high degree of safety regulation, training and


of82

FACTOR 10: WORK PRESSURE AND STRESS DEFINITION Measures the likelihood, frequency and intensity of work related stress on the job. This factor does not measure the incumbent's ability or inability to tolerate stress; rather it assesses the normal degree of stress that most people would experience on the job.

Characteristics to be considered in this factor include the following:

• Strained personal contacts/interpersonal conflict situations and requirement to diffuse same • Inherently frustrating working conditions (not temporary situations/conditions) • Time pressures, urgent or critical deadlines, or multi-tasking, where limited control exists over the work pace • *Requirement to work odd/flexible hours (outside normal (M-F/9-5) office hours), where no separate premium is paid • *Requirement for shift work, where no separate premium is paid to recognize this • Sacrifice and job demands required above and beyond normal work requirements (i.e. being "on-call") where no separate premium or

additional compensation recognizes this • Risk of psychological trauma due to "critical incident stress", provided it is risk, which occurs regularly, given the nature of the job.


Assessment of this factor should be based on overall and average/normal occurrences that are inherent to the job, and not on unusual or extreme scenarios.

*One of the considerations in the Work Pressure and Stress factor is to recognize, through the award of Job Evaluation points (that eventually turn into salary paid) where it may typically be difficult to recruit for a position because of the odd hours that a job must work. For example, shift workers often get a shift premium, not because the work is different from that done during the day, but because it is harder to recruit for weekend and evening work than for the typical Mon.- Fri. "nine-to-five"- type job. Therefore, where there is no additional compensation for odd working hours and/or shift work, we consider the constraints of working "non-traditional/typical" hours.

It is not uncommon for employees or Job Evaluation Committee members to get sidetracked discussing the "volume" a job has to accomplish. Most jobs have peak periods, times that are busier than others, etc. The issue is not so much one of volume, as one of time pressures and/or urgent or critical deadlines, where these may be impacted by increased volume. Even when volume is added, typically the employee continues to work the standard number of hours per week, or is compensated in other ways (pay/time off) when work is required beyond the normal workday.


of82

FACTOR 10: WORK PRESSURES AND STRESS

in workflow and/or schedules are a normal part of the job (i.e. telephone work, counter 11notraaro work, completing work for more than one person, etc.), but the job is generally designed to acknowledge/accommodate the nature of such work. Regular contact with the public occurs. Peak periods resulting in some time pressures/deadlines are a known/predictable part of the job and can generally be scheduled for in advance. The job may be required to work flexible/odd wr>rkiinn hours, which may include evenings and/or weekends. The job be required to diffuse a limited amount of interpersonal rnooflio•t and or other stressful demands.

, I 1 pressures occur are but is also characterized by a fair

degree of urgent deadlines or disturbances in workflow due to changing priorities over which there is little control and for which the incumbent is accountable to juggle his/her workload to keep the job current. Work requirements are periodically sensitive or controversial in nature. The job may be required to work flexible/odd working hours that include evenings and weekends. The job is required to diffuse a moderate amount of interpersonal conflict, and/or may be characterized by a moderate amount offrustrating

red ·

7 Job demands, work pressures and disturbances in workflow and schedules are frequent and require significant adaptations to avoid adverse psychological impacts. Much of the work can be politically sensitive and/or controversial in nature. Meeting/Committee work and/or the requirement to manage a number of work locations are significant. The job is required to diffuse a significant amount of interpersonal conflict with individuals or groups, and/or may be characterized by a significant degree Of and the ""l,iAIIAtnAint

I

external pressures in constant and a continual strain on the incumbent's ability to meet objectives. There is considerable psychological strain due to the highly political/sensitive nature of the work. The job may be required to diffuse volatile situations, and/or there is a high degree of

1 i and i


of82

LETTER OF INTENT

Between the Georgina Public Library Board and CUPE, Local 905.13

RE: HOURS OF WORK- SCHEDULING

Notwithstanding Article 15.01, the Employer agrees it will continue scheduling practices for evenings and weekends and determine steps that can be taken, if any, so that hours of work shall not entail more than two (2) evenings a week, nor more than two (2) weekends in a (4) weekend month, unless otherwise requested by the employee.

Signed this )~day of f4 ,2016.

For the Employer:

CUPE Local905.13 and GEORGINA LIBRARY UNIT April1, 2015- March 31, 2019 of 82

LETTER OF AGREEMENT

Between the Georgina Public Library Board and CUPE, Local905.13

RE: DISTRIBUTION PROCESS FOR FILL-IN HOURS

The parties agree that extra hours of wor1< should be made available to permanent Full-time and permanent Part-time employees who are not regularly scheduled for thirty-five (35) hours/week, whenever practical, and without incurring overtime pay.

The parties recognize that any shift replacements required, with two (2) weeks' or more notice, will continue to be posted.

The parties further agree that a list of those permanent employees that wish to be called for extra shifts shall be created. That list shall be formatted by seniority and include both Full-time and Part-time employees. An employee may add or remove her name from the list at any time.

In the event that shift replacements are required, and the Employer was notified of that requirement with less than two (2) weeks' notice, the employer shall follow the protocol as described below:

For the first shift replacement, the employer shall start with the most senior member on the list and proceed, in order of seniority, down the list until a member responds to the communications and agrees to take the shift. The replacement shift shall be offered "as is" without an obligation to modify the length of the replacement shift. Only 'employees who are not scheduled to be working during the replacement shift will be contacted. The subsequent available replacement shift will be offered, by seniority on a rotational basis to the next most senior member not contacted for the first shift replacement.

If no member is willing or available to fill a shift replacement, the Employer will contact employees in the casual pool to fill the shift.

Upon the ratification of this renewal of the collective agreement, a notice will be circulated to all permanent Full-time and Part-time members requesting them to indicate their wish to be included on the Fill-in List. The above process will be put into place immediately after the creation of the Fill-in List.

Signed this ~1\d day of { 4 ,2016.

For the Employer:

H-tZ CUPE Local905.13 and GEORGINA LIBRARY UNIT April 1, 2015- March 31, 2019 of 82

LETTER OF UNDERSTANDING

Between the Georgina Public Library Board and CUPE, Local 905.13

RE: Job Postings

The parties agree that over the life of this Collective Agreement that union positions shall not be simultaneously internally and externally advertised without the consent of both parties.

It is also acknowledged that whenever there is a mutual agreement to post both internally and externally simultaneously, external applications will be considered only when no qualified internal applicant applies.

It is further acknowledged that such occasion will not be construed to set a precedent for any future postings.

Signed this ~day of ~ ~ ,2016.

For the Employer:

C£o

CUPE Local 905.13 and GEORGINA LIBRARY UNIT Aprll1, 2015- March 31, 2019 of 82

LETTER OF AGREEMENT


RE: Saturday staffing for special needs storytime

Notwithstanding clause 15.01, restricting Saturday hours, and without setting a precedent, the parties agree that CYS library assistants may choose to work consecutive Saturdays, for the duration of a special needs storytime session (6-12 weeks), and up to 3 sessions per year. The parties recognize the importance of this program to the community, and the unique requirements to have consistent leadership throughout a session, and to provide comfort and stability to the participants.

The agreement includes the following qualifications:

1. The Saturday hours do not entail extra hours during the work week, but will be part of a flexible schedule developed by the CYS manager to accommodate programming needs.

2. Each CYS assistant will have an opportunity to lead the program on a sessional rotation basis.

3. Staff will still be subject to the daily/weekly limits pertaining to allowable hours of work (8/day, 35/week), and required meal breaks according to ESA regulations.

4. It is understood that responsibility for the .program for a session may impact availability to assume other fill-in shifts for the day/week.

5. This agreement may be cancelled by either party, but only at the end of any session period, to be fair to families engaged in the program.

6. This agreement pertains only to the delivery of the special needs storytime, or equivalent substitute program that addresses unique needs of children with social disabilities who are challenged to participate in our regular ageappropriate programs.

Signed this 'J-d''J day of --f .J.~ For the Employer:

,2016.

CUPE Local905.13 and GEORGINA LIBRARY UNIT April1, 2015- March 31,2019 of 82

LETTER OF UNDERSTANDING


RE: Easter Sunday

At the request of the Union, the Employer agrees to investigate the possibility of replacing the Easter Monday paid holiday as specified under Article 17.01, with Easter Sunday and having the Libraries closed on Easter Sunday instead of Easter Monday.

It is however understood that any change to service hours must be approved by the Library Board.

Should the Library Board approve this request, the substitution will be effective for the remainder of the Term of this Collective Agreement.

Signed this dJ rJ day of~~ ,2016.

For the Employer:

c c5o


LETTER OF AGREEMENT


RE: BENEFITS INCREASE

Benefits The Parties agree to the following increases to coverage effective January 1, 2016:

Vision: Purchasing and fitting of prescription glasses or elective contact lenses, as well as repairs, or elective laser vision correction procedures, to a maximum of $450 per 2 calendar years.

Physiotherapist: $700 per calendar year.

s;goodlh;, dd•y off..., ,2016.

For the Employer:

C£o


LETTER OF AGREEMENT


RE: VACATION CARRYOVER- BEVERLY MCQUAIG

The parties agrees notwithstanding Article 18.02, that Beverly McQuaig is exempt from the Vacation carryover of 105 hours or 15 days and will be capped at 135 hours. This letter will expire at the end of the Term of this Collective Agreement.

Signed this ~'t'-~ day of~~ For the Employer:

,2016.


LETTER OF AGREEMENT


RE: RETROACTIVITY

RETROACTIVITY Increases to the salary schedule shall be retroactive to April 1, 2015. Where employees either have left the employ of the Employer and /or have entered into the employ of the Employer between April 1, 2015 and July 13, 2016, they shall be entitled to the prorated amount of such payments. This Agreement does not apply to Library Students who have left the employ of the Georgina Public Library since April1, 2015.

The Employer will endeavour to provide all retroactivity within 30 days of ratification of receiving written notice of ratification. If the retroactive payment is not made within 60 days, thereafter interest will be paid.

All retroactivity will be paid and itemized on the employees' regular cheque. The interest rate that shall apply, if applicable, will be equivalent to the interest rate earned on the Employer's General Bank Account.

All forrner employees shall be sent notice by the Employer at their last known address and will have 30 calendar days from the date notice is sent to claim retroactive payments. The Union shall receive copies of all notices sent to former employees.

This letter expires on March 31, 2019.

Signed this ;f.().Y\.Jday of {..J/ ,2016.

For the Employer:

c... co Cf/Y/7/L.

~:::::::::::=====-Jrt::fL DAK/OOP~491

LOCAL 905.13 GEORGINA LIBRARY FINAL FOR SIGNATURES COLLECDVE AGREEMENT (ZOlS-2019) 01NOV16


collective agreement between: the town of georgina … and util… · 13.06 trial period ... of the...

Documents