collective agreement - ontario · wages, benefits and conditions that reflect the importance of the...

COLLECTIVE AGREEMENT

-between-

UNITED FOOD AND COMMERCIAL LOCAL 175

''

-and·

FILE No. 9<1. t - o 2

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CERT.DATE

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UNION

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COMMUNICATION ENERGY AND PAPER WORKERS UNION LOCAL 571-0

Effective: January 1, ZOOl to Dvcvmbvr 31, Z004

OFFICE

JUN 2 7 2003 COLLECTIVE. BARGAINING

INFORMATION

. • .. ,

.. • •• COLLECTIVE AGREEMENT

-between-

UNITED FOOD AND COMMERCIAL WORKERS UNION LOCAL 175

-and-


Effective: Janaary 1. Z001 to December 31, Z004

PREAMBLE

The Parties desire to co-operate in establishing and maintaining conditions which will promote a harmonious relationship between Local 175 and the employees covered by this Agreement, to provide methods for fair and amicable resolution of issues which may also arise between them, and to promote efficient operation, and further, both parties agree that it is their mutual desire to promote the best possible representation for the members of UFCW Locals 175.

The Parties have a responsibility to uphold and promote the traditions and principles upon which UFCW Local 175, and trade unionism, were developed, in carrying out the programs and policies of UFCW Local175.

The UFCW Local 175 elected leadership recognizes the important role the staff play in the success of UFCW Local 175, and will attempt to provide the measure of security, wages, benefits and conditions that reflect the importance of the staff tQ __ UFCW Local 175. . - . -

ARTICLE I - RECOGNITION AND BARGAINING UNI

1.01 The United Food and Commercial Workers International Union, Local175 recognizes the Communications, Energy & Paper Workers Union, Local 571-0, under the Ontario Labour Relations Act as the sole and exclusive bargaining agent with respect to the rates of pay and other terms and conditions of employment in the unit as defined below.

"All employees of the United Food and Commercial Workers International Union,

• • • Locals 175 and 633, in Ontario, save and except Regional Directors and persons above the rank of Regional Directors, all members of the Executive Boards of Locals 175 and 633, three (3) Sector Co-ordinators (the Organizing Co-ordinator, Training and Education Coordinator and the Service Co-ordinator), the Manager of Administration, the Controller, the Executive Secretary to the President, the Executive Secretary to .the Secretary-Treasurer, and any person for whom any trade union held bargaining rights as of March 15, 1991."

. Clarity Note: No clerical staff other than those in the City of Ottawa and the Training and Education Centre in the City of Mississauga are included in the bargaining unit.

1.02 The parties agree that the job of Public Relations/Communication Representative is a professional position and requires special skill and qualifications.

In filling such vacancy, the President or designate shall consider applicants from within the bargaining unit prior to hiring from outside the bargaining unit.

RTICLE fl - ~NION SECURIT

2.01 It shall be a condition of employment that all employees covered by this Agreement who are members of the Union in good standing on the effective date of this Agreement, shall remain members in good standing, and those who are not members on the effective date of this Agreement shall on or before the thirtieth (30th) day following the effective date of this Agreement, become and remain members in good standing in the Union. It shall also be a condition of employment that all employees covered by this Agreement and hired on or after its effective date shall, not later than the thirtieth (30th) day following the beginning of such employment, become and remain members in good standing in the Union.

2.02 Local 175 agrees to deduct Union dues and initiation fees, as may be established by the Union, from the employee's salary cheques. §u_ch funds deducted will be remitted to the Union, within fifteen (15) calenaar days of such deduction and Local 175 will provide a list of members whose dues and initiation fees have been so deducted. Such lists will provide names, classifications and home addresses of all employees and will also list employees who have left the bargaining unit during the month with an indication of why they have left the bargaining unit (retired, terminated, resigned, etc.) and indicating which employees are new employees or have had a change in classification.

2.03 Local 175 shall indicate the amount of Union dues deducted during each calendar year ori the T 4 income tax forms.

2.04 Local 175 will provide for clerical employees only two (2) hours of a riew employee's regular working time, within thirty (30) days of employment, for an officer or steward of the Union to meet with such new employees for the purpose of Union orientation.

• • ARTICLE Ill - LOCAL 175 RIGHTS

3.01 The parties agree Local 175 retains all rights except as otherwise provided in this Agreement. Local 175 agrees it will not exercise these rights in an arbitrary or discriminatory manner.

RTICLE IV- DISCRIMINATION

4.01 Local 175 agrees there shall be no discrimination for any reason.

4.02 No Sexual Harassment- Local 175 and the Union agree that the workplace covered by this Collective Agreement should be free of sexual harassment and Local 175 and the Union agree to co-operate with each other in preventing and eliminating sexual harassment if same should occur in the workplace.

RTICLE V- UNION OFFICERS, STEWARDS AND COMMITTEE

5.01. No individual employee or group of employees shall undertake to represent the Union at meetings with Local 175 without proper authorization of the Union.

The Union will supply in writing to the President of Local 175, the names of the Officers, Stewards and Committee Members of the CEP., hereinafter referred to as representatives of Local 571-0, who have the authority to act on behalf of the Union.

5.02 a) · Representatives of Local 571-0 who will be absent from their regular duties due to attending negotiations or grievance meetings with Local 175; joint Local 571-0 and Local175 Committee Meetings; meetings required as per Article IX and other union business conducted. between Local 571-0 and Local 175 shall advise the President or designate of the length of time and/or dates they will be absent and when they will return to their assignment Permission to be so absent will not be unreasonably withheld.

Such ·absences due to attendance at grievance meetings with Local 175 at Step 1 or 2 of Article 9.01; discipline meetings as per Article 5.04; and committee meetings as per Article 5.02(b) and Article 5.06(a) and (b); shall be with pay.

It is understood and agreed that accommodation and transportation referred to in Article 5.02(c) is only for paid absences as described in the above paragraph.

It is agreed that representatives of Local 571-0 who will be absent from their regular duties due to attendance at Arbitration Hearings between

• • Local 571-0 and Local 175 and Negotiation Meetings with Local 175 will be paid by Local175 for time spent in such Hearings or Meetings.

b) Other Committees and their subject matter and composition may be agreed to by the Parties.

c) Local 175 shall pay for reasonably required overnight accommodation required by its' employees in order to participate in these meetings and the cost of transportation associated with the Meeting. Meetings will be during regular office working hours unless otherwise agreed by the parties, and at a place of mutual agreement. ·

d) Local 571-0 will have a maximum of a three (3) member negotiating committee.

5.03 Subject to the following conditions, a National Representative of the CEP. will be entitled to visit an office covered by this Agreement during office working hours at reasonable times to interview employees, provided: ·

a)

b)

5.04 a)

b)

c)

d)

e)

they first report to the President or designate or their appointee;

such a visit will not unreasonably interfere with work or service to UFCW members:

No employee shall be disciplined except for just cause.

Local175 agrees that, whenever an interview is held with an employee that becomes part of his record regarding r1is work or conduct, a steward will be present as a witness. The employee may request that the steward leave the meeting. However, at any point during the meeting, the employee may request the steward be brought back to the meeting.

In the event a steward is not present, the condition will be brought to the attention of the employee. The meeting that becomes part of the employee's record will be postponed until the steward is available.

If the meeting is held without the steward, any conclusions~ verbal or written, will be null and void except in the case where the employee requested the steward to leave.

Should any reprimand, warning or disciplinary measure be issued in writing, the employee in question shall receive a copy of such written reprimand, warning or disciplinary measure within seven (7) worked days of the discovery of the alleged offence, except that an extension of time may be requested in order to complete an investigation.

5.05 Discipline(s) which predates a disciplinary action by more than twelve months shall not be addressed in evidence against an employee in any subsequent

.. • • disciplinary proceeding in which the employee is involved and shall be removed from their file.

5.06 It is agreed that a Committee will be established consisting of equal representation. The function of this Committee will be:

a) to resolve any issues between the parties to this Agreement;·

b) . to deal with any other matters agreed upon by the parties to this Agreement;

c) Local 175 acknowledges the right of the Union to appoint or elect one steward per region.

d) The committee will meet upon the request of either party and such meetings will be held in conjunction with the staff meetings. Upon the mutual agreement of the parties, additional meetings may be held.

5.07 Local175 will grant leave of absence without pay for a period of not more than twel.ve (12) months to any member of Local 571-0 who is elected or appointed to a full-time office or position with CEP. Requests for extension will not be unreasonably withheld.

Members of Local 571-0 who are elected or appointed to attend conventions on behalf of CEP. may be granted reasonable time off, without pay, upon written notice to the President, or his designate, of Local 175. Such leave will not be unreasonably denied.

Leave of absence for union business will be without loss of seniority.

ARTICLE VI- SENIORIT

6.01 a) Seniority shall be considered as an employee's continuous service with Local175 since the employee's last date of hire (as defined below). Any reference to seniority in this Agreement will be the.kind 9~seniority referred to in this section unless specifically stated otherwise.

Effective April 26, 2001, "last date of hire" shall be defined as:

(i) in the case of an employee who is hired from a unit represented by Local175 or 633, hired from another UFCW local union or the National Office, hired from another labour organization or hired from any other source, such date shall be the date the person commenced full-time employment with Local175.

6.01 b)

• • (ii) in the case of an existing full-time staff representative who is

hired by Local 175 as a direct result of a merger with Local 175 or 633, or a transfer of membership to Local 175 or 633, .such date shall be the date the person commenced full-time representative employment with their former local.

(iii) "vacation service dates" for the aforementioned shall be as assigned by Local 175 or as otherwise determined by the· collective agreement.

For the purpose of Article VI, there shall be six (6) seniority lists:

1. Benefit Specialists 2. Organizers 3. Office and clerical employees in Ottawa and at the Training

and Education Centre in the City of Mississauga 4. Business Agents and Service Representatives 5. Public Relations/Communications Representative 6. Training & Education Department staff (non clerical)

Note: · Training & Education (T&E) staff shall have seniority rights within the T&E Department only and shall be restricted to exercising these seniority rights solely within the T&E Department.

c) Updated seniority lists will be provided by Local175 to Local 571-0 on each occasion a new ~mployee is hired or any employee is reclassified to another classification by Local 175 and will list all employees names, classifications and seniority dates as per Appendix "B" of this Agreement

d) If an employee is reclassified to.a non-bargaining unit position and is later reclassified to a bargaining unit position, such employee returns with no loss of seniority.

-'

6.02 New employees will be considered on a probationary basis for the first twelve (12) months of active employment and clerical new employees will be considered on probation for a period of two (2) months. Employees on a probationary basis will be subject to all the terms of this Agreement but maybe

· . terminated at the discretion of the President of Local 175. Such termination shall not be subject to the grievance and arbitration provisions as set forth in Article IX of this collective agreement. After the completion of the probationary period, the employee's seniority date shall be assigned in accordance with Article 6.01.

•• • 6.03 Seniority will be maintained and accumulated during:

a) occupational injury b) absence due to illness or non-occupational injury c) authorized leave of absence d) lay-off- employees will have eighteen (18) months recall rights and.

will accrue seniority during this period.

6.04 Seniority shall cease after eighteen {'18) months of continuous lay-off or upon acceptance of severance pay.

' .

Seniority shall cease when an employee voluntarily leaves the employ of Local 175; is discharged for just cause or fails to return to work within two weeks when recalled from a layoff unless just cause exists.

6.05 An employee (with the exception of T&E staff) reclassified to a different classification either by lay- off, bumping, promotion, demotion or voluntary reqyest shall carry all accumulated seniority to that new classification.

6.06 a)

b)

6.07 a)

b)

For the purpose of lay-off within a classification, seniority within the classification will be the determining factor. In the event of a lay-off, reverse order of seniority witr1in .the classification will be followed.

A laid off employee (with the exception of T&E staff) shall have the right to displace a junior employee in another equal or lesser paid classification provided the senior employee has the ability to do the normal requirements of the job following a training period of up to three {3) months. At any time during the training period the trainee or Local 175 may terminate such training and the employee will be laid off. It is understood by the parties that th~ termination of the training period is subject to the grievance procedure.

For the purpose of recall to a classification from which an_~mployee has been laid off from, seniority will be the determining factor. ·

All non-clerical permanent vacancies in classifications covered by this agreement which Local 175 intends to fill shall be posted for a minimum of ten {10) days in all offices of Local175. Such notice shall state the job title/classification and location of the job and to whom the application should· be made and by when.

Subject to subsection 1.02, each non-clerical employee (with the exception of T&E staff) who informs Local 175 in writing of their desire to bid for such a posted position shall be considered for such position taking into account their

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• • • seniority and skills. Such consideration will not be, in any way, arbitrary or discriminatory. Should the President fill the vacancy or new job from within the bargaining unit, seniority will be the determining factor provided the senior employee has the ability to do the normal requirements of the job.

·c) Should the President of Local175 hire an employee other than those who have bid, as per (b) above, on such position he shall first meet with the employee(s) who has filed a written application along with the Union Representative to give the reasons for such a decision.

d) The parties acknowledge it is Local 175's sole right to appoint to positions outside the bargaining unit.

e) All clerical permanent vacancies in locations covered by this agreement which Local 175 intends to fill shall be posted in offices covered by this agreement for a minimum of ten (1 0) working days and shall state the job title/classification. location of job and to whom application should. be made and by when.

Among clerical employees who inform Local175 in writing of their desire to bid on such position, seniority shall be the determining factor provided the senior employee has the ability to do the normal requirements of the job.

f) Temporary vacancies shall be filled at the discretion of the President or designate. ·

6.08 Vacation scheduling will be done by Regional Office by classification seniority. Where any conflict exists as to availability of vacation dates. classification seniority will prevail. The T&E Department staff shall have a separate vacation schedule.

RTICLE VII- TRANSFERS

7.01 Local175 agrees not to transfer employees without first discussing a transfer with the employee concerned. Transfers will not be for arbitr_ary ~<:>r 9L~criminatory reasons.

7.02 Local 175 will pay, for employees ·required to transfer for the sole convenience of Local 175, the reasonably required costs of shipping and delivery of the relocated employee's household goods from the employee's present home to the city of the new assignment, provided that such household movement is reasonably required due to the distance of the transfer and providing that prior approval of the costs has been received. In such cases, the employee will obtain several moving company estimates. Such estimates are to include the cost of insurance, based on the current rate per pound. Packing costs will be paid only for breakable possessions. such as dishware, mirrors. pottery, ceramics. etc.

• • The cost of disconnecting and reconnecting heavy voltage appliances such as stoves will be paid but not the costs of installation or overhauling of equipment or electrical, gas or water lines nor any other repairs.

7.03 If a transfer is requested by an employee and agreed to by Local 175, the cost of moving will be borne by the employee and the provisions of Article 7.02 shall not be applicable.

ARTICLE VIII- TEMPORARY EMPLOYMENT

8.01 · Local 571-0 recognizes the right of Local 175 to hire t~mporary employees to perform work not normally performed by bargaining unit employees. Such employees are not subject to the collective agreement.

8.02 a) Employees hired on a temporary basis to perform work normally performed by bargaining unit employees, for a period of time not to exceed six (6) months, may be terminated at any time during or at the conclusion of the six (6} month period and the termination will not be subject to Article IX of the collective agreement. Such employees are subject to all other provisions of this collective agreement.

In the event the status of such an employee becomes permanent the employee's seniority date shall be the date of their starting in the temporary position and shall be credited towards completion of their probationary period under Article VI.

b) Any such employee hired under (a) will be notified in writing, with copy to Local 571-0, of their specific assignment and temporary status at the time they are hired .

. c) In the event of a lay:-off within any region, temporary employees hired under (a) will be laid off first.

d) Temporary employees, hired under (a) shall pay regular-Union dues while so employed ..

ARTICLE IX- GRIEVANCE AND ARBITRATION PROCEDURES

9.01 A grievance is defined as a dispute or controversy arising out of or involving the interpretation or application of this agreement, including whether or not the matter is arbitrable. Grievances shall be processed in the following manner:

STEP 1: The aggrieved employee and/or the designated representative of the Union within

•• • the Region shall discuss the grievance.with the Regional Director within fifteen (15) office working days of the date of the employee first becoming aware of the occurrence that gave rise to the grievance. If a settlement of the grievance is reached in this step, the Union shall be notified in writing.

STEP 2: In the event the grievance is not settled in Step 1, it shall, within ten ( 1 0) office working .days after the discussion with the Regional Director, be presented at a meeting in writing, by the Union to the President or his designate of UFCW Local 175 who will answer in writing within fifteen ( 15) office working days of the Step 2 grievance meeting.

STEP 3: If the grievance is still not settled in Step 2 above, it may, within thirty (30) office working days, be referred by either party to a board of arbitration.

9.02 The board of arbitration shall consist of three (3) persons, one (1) person designated by the Union, one (1) person designated by the President or designate of UfCW Local 175, and the third person who shall be the chairperson, shall be mutually selected by the aforementioned representatives. If the parties cannot agree on the. chairperson, they shall jointly request the President of the Ontario Federation of Labour to designate a panel of three (3) arbitrators from which the chairperson shall be selected by alternately striking names from such list until one (1) name remains who shall be the chairperson of the board of arbitration.

9.03 Arbitration shall be the sole and exclusive remedy for the settlement of any grievance arising hereunder.

9.04 The board of arbitration shall have the authority only to determine the grievance or grievances submitted to it. The board of arbitration shall not have the authority to add or detract from or amend in any way any provision set forth in this agreement. All expenses and fees of the chairperson shall be borne equally by the Union and Local 175. Each party shall be responsible for reimbursing its own representatives.

9.05 The decision of the majority of the board of arbitration stiaH be final and binding upon all parties involved.

9.06 The time limits mentioned above may be extended by mutual agreement of the Union and UFCW Local175.

9.07 The parties may agree to a Single Arbitrator by mutual agreement who shall have the same rights as a Board of Arbitration.

• • ARTICLE X - HOURS OF WOR

10.01 Non-Clerical Employees -It is agreed to· be the urgent priority of Local175 and of its employees to provide service to Local 175's members.

It is understood that the hours of work and workloads of non-clerical employees must be flexible. .

However, when and if areas of concern arise with respect to the hours of work and workload of individual employees, Local 175 agrees to meet with the Committee as described in Article 5.06. Local 175 and the Committee will endeavor to solve the problem.

10.02 Clerical Employees

a)

.

i)

ii)

The basic work week for full-time clerical employees will be five seven hour days worked Monday to Friday, with an hour unpaid lunch.

The basic work week for part-time clerical employees will be a maximum of up to seven (7) hours per day to a maximum of thirty (30) hours per week Monday to Friday, with a one (1) hour unpaid lunch.

b) Such hours will be scheduled between: i) The Training & Education Centre in the City of Mississauga - 8:30 a.m.

and 9:00 p, m. (ii) Ottawa Office- 8:30a.m. and 5:00p.m. on a rotation basis- Monday

to Thursday 8:30a.m. to 4:00p.m. -Friday only (iii) Part-time employees shall not be required to work a split shift

c) Employees required by proper authority to work beyond the hours as set forth in (a) shall be paid time and one-half for such time so worked as set forth in

. {ai) above. ·

d) Overtime work shall be voluntary. However, the employe~s _recognize that there are occasions where emergencies make the working of overtime imperative and the employees agree to co-operate under those circumstances.

e) Employees required by proper authority to work on any of the holidays set forth in Article 15.01 or on Saturday or Sunday shall be paid double time for such hours so worked.

f) Employees called in to work on a day which is not a regular scheduled work day shall receive a minimum of four hours' pay at the appropriate premium rate, provided the employee is prepared to work the four hours.

• • ARTICLE XI - EXPENSES

11.01

11.02 a)

b)

c)

11.03

11.04

11.05

Non-clerical employees shall submit weekly expense activity reports to Local 175 and shall be reimbursed within one (1) week for authorized accumulated expenses incurred in excess of $100.00.

Effective Jan. 1 2001, non-clerical staff (with the exception of T&E staff) will be paid a weekly expense adjustment of $65.00 per week. It is understood that this adjus.tment is not paid during weeks of vacation or full weeks of illness.

Local175 will pay to it's non-clerical employees, supper allowance of $20.00, where applicable, and breakfast allowance of $10.00 in conjunction with overnight stay. The T&E staff will receive a lunch allowance of $15.00 for any day they are assign~d to facilitate training outside of the T&E Centre unless meals are provided. Policy Amendments that increase the breakfast and supper allowance will also apply to the non-clerical bargaining unit employees.

Local 175 will, for non-clerical employees, pay the reasonable costs of room, tax, phone and parking when an employee has reasonably required overnight accommodation.

Non-clerical, Local 175 employees, assigned to attend major conventions on behalf of Local175 will receive per diem of $50.00 per day in lieu of normal meal allowances. If out-of-country, it will be paid in that currency.

Local 175 will, for non-clerical employees, pay for reasonable personal phone calls while away from home on out-of-town assignments.

Non-clerical employees will receive a $300.00 float. On the request of the President or Secretary-Treasurer of Local 175, they must have the money or receipts for expenditures.

Upon leaving the employment of Local 175, the $300.00 float, which may include authorized expense receipts, must be remitted to Local175.

11.06 Clerical employees will not be required to travel out-of-town except by mutual agreement.

RTICLE XII- TRANSPORTATION

12.01 Local175 will provide automobiles, insurance (subject to 12.07 of this agreement) and maintenance to all classifications of employees except clerical staff and T&E staff .. T&E staff shall be provided a vehicle as

• • determined by Local175 to facilitate training outside of the T&E Centre.

Local 175 shall have the right to require the return of the supplied vehicle from an employee who is off work ~ue to illness or accident (or any other reason) for a reasonable extended period of time.

It is the responsibility of the employee to ensure the prescribed maintenance · as authorized is carried out on their vehicle.

12.02 Non-clerical employees who are provided with a vehicle as outlined in Article 12.01 of this agreement, shall be reimbursed or provided with a credit card for all vehicle fuel costs incurred while performing their duties on behalf of Local175.

12.03 Should the Local175 supplied automobile not be available for use due to maintenance, repairs, etc. employees are expected, unless otherwise instructed, to work from their regional office, if possible, or to travel with other

· representatives. Use of rental cars must be authorized in advance by their Director or an officer of Local 175.

12.04 Local 175 will continue to provide that employees may purchase, from the lease company or the Local, the vehicle they are driving, should they wish, at

· the time of its replacement.

12.05 Where an employee is authorized to fly or travel by train, while on Local 175 business, required parking at the airport or train station, will be paid by Local 175 only if authorized by their Director or an officer of Local 175 and employees flying from Pearson Airport will be expected to park their vehicle at the UFCW National Office. ·

If it is necessary to take a cab from the arrived at destination to the hotel or meeting place and back to the airport or train station, such reasonable cab fare will be paid by Local 175.

12.06 Clerical employees will not be required to use their-own-vehicle for Local175 business.

12.07 The parties agree that in the event Local175 incurs a vehicle insurance surcharge due to the driving record of an employee, such employee shall reimburse Local 175 the full amount of such surcharge on the following basis:

a weekly payroll deduction of 5% times the vehicle insurance surcharge for twenty (20) consecutive weeks.

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• • ARTICLE X!ll- LEAVES OF ABSENCE AND SICK LEAVE

13.01 Local175 shall consider requests for leave of absence without pay. Such requests must be submitted in writing to the President, or his designate, of Local 175. Such requests shall not be unreasonably denied.

13.02 An employee shall be granted:

13.03 a)

13.03 b)

five (5) regularly scheduled consecutive work days leave without loss of salary or wages in the case of death of a spouse, parent, child, step-child;

three (3) regularly scheduled consecutive work days leave without loss of salary or wages in the case of death of a brother, sister, mother-inlaw, father-in-law, grandparent, grandchild;

one (1) regularly scheduled work day leave without loss of salary or wages in the case of death of a sister-in-law, brother-in-law.

Additional time off, without pay, shall not be unreasonably withheld.

Non clerical bargaining unit employees who qualify shall be provided with a short term sick benefit plan as outlined below:

First four (4) weeks of illness- 100% of salary Fifth (5tn) week to fifty-second (52"d) week- 80% of salary Long Term Disability - 80% of their monthly earnings as at the commencement of total disability up to a maximum benefit of $7,000.00 per month ·

The Local may at its sole discretion require the non-clerical employee to produce a medical certificate verifying such illness.

SICK LEAVE:

Bargaining unit clerical employees who qualify shall be provided with a sick benefit plan as outlined below:

(i) Effective January 1st each calendar year, all active full time employees shall be credited with six (6) sick days (non-cumulative). Employees who are hired during the calendar year will be given credit from the first of the month following date of hire, the number of days equivalent to the number of months remaining in the year.

At the end of each calendar year, employees will receive a cash payout equal to fifty. percent (50%) of unused sick days. Such benefit will

·.

13.04

• • apply to all employees following completion of the probationary period ..

(ii) In case of illness, an employee shall receive for the first month's sick leave, one hundred percent (100%) of her regular salary. Accumulated sick leave credits must be used to cover such payment for the first three days .. An er;nployee with less than three days accumulated sick leave will receive payment for the first three (3) days on a pro-rated basis. The employee will reimburse Local 175 with monies received from Weekly Indemnity for this period.

(iii) Sick leave may be used in the event of sickness or accident only. The parties agree that an employee may, for the purpose of attending .medical appointments, make up time lost to attend that appointment providing this make up of time is done in the same week as the appointment.

(iv) Local 175 may, at its discretion, require production of a medical certificate.

Local 175 agrees to provide maternity and family leave as per the Employment Standards Act of Ontario.

ARTICLE XIV- VACATIONS

14.01 a) Employees shall receive vacation as follows, based on a qualifier of "vacation service date" as listed in Appendix "8":

(i) Two weeks paid vacation after one years service (ii) Three weeks paid vacation after four years service (iii) Four weeks paid vacation after seven years service (iv) Five weeks paid vacation after eleven years service (v) Six weeks paid vacation after sixteen years service (vi) Seven weeks paid vacation after twenty-five years service

b) New non-clerical employees hired from a UFCW Locals -175 or 633 bargaining unit shall be credited with 50% of their UFCW membership service to a maximum of five (5) years for the purpose of vacation entitlement upon completion of their probationary period.

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c) For such new non-clerical employees hired, Local 175 will make up the difference, if any, between the total vacation pay received from their previous employer and their present full-time rate of pay, at the time of such new employee taking their first vacation leave as an employee of Local 175.

d) The vacation schedule year shall be January 1 to December 31.

14.02

14.03

14.04

14.05

14.06

14.07

14.08

14.09

An em.ee who becomes entitled to an a.onal week of vacation entitlement in a vacation schedule· year shall take the additional week of vacation between such date and December 31st. Notwithstanding 14.04 below, if insufficient time remains between the qualifier date and December 31st, the additional week shall be arranged, by mutual agreement, prior to February 28th of the next vacation year.

Employees shall not under any circumstances receive vacation pay in lieu of time off.

Vacations are not cumulative and are forfeited if not taken during the vacation schedule year except as provided below or in 14.02 above. With prior written approval of the employee's Regional Director, the employee may delay their vacation as a result of personal extenuating circumstances so that it will be completed no more than three month~ beyond the vacation schedule year, ·and such requests will not be unreasonably withheld.

Employees entitled to four (4) weeks or less of vacation shall upon request, receive such vacation in consecutive weeks. All other requests for consecutive vacation shall be by mutual agreement between the employee and Local 175.

When a holiday occurs during an employee's scheduled vacation, such ·holiday will not be counted as part of the employee's vacation and will be given as an additional day off at the beginning or the end of the vacation period, or at such other time as is mutually agreeable between the parties.

Employees on probation will be paid any vacation earned in the event of separation of employment.

If an employee becomes ill at the start of their vacation and contacts Local 175, then such vacation shall be rescheduled and instead sick leave shall be taken.

R & R Pay - Local 175 will provide the following:

a) For non-clerical employees with one year or more service as per their vacation service date, one additional weeks' pay, based on one weeks' gross earnings.

b) For non-clerical employees with fifteen years or more service as per their vacation service date, two additional weeks' pay, based on two

. weeks' gross earnings.

c) Such additional week(s) pay, as described in (a) and (b) above are subject to the following terms· and conditions:

i) Employees can go anywhere they want but must use a travel agency and proof of use will be documentation from a travel agency; and

d)

' Effective January 1, 2001, suc.eeks of R&R must be used between January 1 and December 31 of the. current year (year-· of entitlement)

(iii) No employee will be compelled to use these weeks of Rand R vacation, but it is strongly recommended. If they are not used, the R and R pay will be forfeited by the employee. If used, proof of use must be provided as per (a) above; and

(iv) The number of employees going at the same time will be controlled depending on the needs of Local 175.

(v) Clarity Note - If an employee is entitled to three weeks of vacation with pay and one week of Rand R pay, the employee's entitlement is three weeks of vacation time and a maximum of four weeks' vacation pay (including one week R and R pay) providing the above conditions are met. If not met, the employee is entitled to three weeks' vacation time and three weeks' pay.

An additional week(s) normal paid vacation can be taken in conjunction with the R and R payment weeks.

RTICLE XV -STATUTORY HOLIDAYS

15.01 a)

b)

15.02

The following are recognized paid holidays for employees covered under this Agreement:

New Year's Day Christmas Day Boxing Day % day December 31 % day December 24 Good Friday

Victoria Day Canada Day Civic Day Labour Day Thanksgiving Day Easter Monday*

*Four (4) employees (one per Region) may be assigned to work on that day with the following Friday off in lieu of Easter Monday. Clerical employees will not be assigned to work on Easter Monday.

A personal day will be taken once per calendar year at a time of mutual agreement.

In the event an employee is required to work any of the above recognized holidays, the employee shall be given the day off on a Monday following the holiday worked as near as circumstances permit. Before any such time is taken, it is understood and agreed that the employee must have the permission of the Regional Director, which shall not be unreasonably withheld.

15.03 In the .nt a holiday falls on a Saturday, t.ext work day shall be recognized and paid as a holiday. In the event a holiday falls on a Sunday, _ the next work day shall be recognized and paid as a holiday, and if that day is already recognized and paid as a holiday, the next work day shall be recognized and paid as a holiday.

ARTICLE XVI - CHRISTMAS BONUS

16.01

16.02

Local175 will provide employees who have one full year of service or more with one (1} week's pay as Christmas Bonus.

Employees with less than one (1} year's service who have started before the 15th day of a month will receive their Christmas Bonus pro-rated from the first day .of that month and employees who started on or after the 15th day of a month will receive their Christmas Bonus pro-rated from the first of the following month.

New non-clerical employees hired from a Local175 or Local633 bargaining unit shall be credited with fifty percent (50%} of their service with the former employer to a maximum of one (1) year for the purpose of Christmas Bonus.

ARTICLE XVII - SEVERANCE PA 1

17.01

17.02

17.03

In the event of a permanent lay-off or reduction of staff or the closing of Local 175 operation(s), the Committee shall meet to discuss and agree on a suitable compensation (severance pay) for any affected employee.

Any full-time non-clerical employee of the Local Union who has had at least fifteen ( 15) years full-time seniority with the United Food & Commercial Workers International Union, or its chartered bodies, or their predecessors, shall be entitled to a severance pay bonus when going directly from active employment into retirement. The severance pay bonus will be equal to one (1) week salary at the rate applicable, immediately prior to retirement, for each full year of seniority up to a maximum of twenty-six (26) weeks. The severance bonus will be paid in whatever form is requested by the retiring non-clerical employee providing it does not exceed the maximum of twentysix (26} weeks salary at the current week.

Any full-time non-clerical employee of the Local Union who has had at least fifteen (15} years full-time seniority with the United Food & Commercial Workers International Union, or its chartered bodies, or their predecessors, and who leaves the active employment of the Local Union and goes directly into retirement shall be entitled to the car that he/she is driving at the time of retirement. (This does not take away the right of the Local Union Executive Board to decide to do something such as buying a new car for the person at the time of retirement, or giving the person the cash equivalent of either what they are currently driving or a new car at the time of retirement.}

18.01

18.02

• Canadian Commercial Workers Industry Pension Plan

. Local175 agrees to pay the premium required to maintain its full-time employees at the $40 per month per year of service benefit level allowable under the CCWIPP, and provided it is legally possible under applicable law .

. UFCW Pension Plan Local 175 will continue to deduct from the gross pay of all employees, the contribution for the UFCW Retirement Plan for Employees. Local 175 will also continue to submit the same to the International Office of the United Food and Commercial Workers International Union.

ARTICLE XIX- HEALTH AND WELFARE AND DENTAL PLAN

19.01

19.02

19.03

19.04

Local175 shall continue to pay the premiums required by the plan to maintain the highest benefit approved by the Plan Trustees· under each of the following plans- Dental, Drug, Optical, Major Medical and Death Benefit

In the event any member of the bargaining unit has a problem with their insurance carrier, be it the amount of time to pay the claim or an error committed by the current carrier, they may contact the UFCW Local175 and have Local 175 monitor the claim.

Local 175 will cover all employees with Worker's Compensation.

Any full-time non-clerical employee of the Local Union who elects to retire prior to age sixty-five (65) and who has had at least fifteen ( 15) years of continuous seniority with the United Food & Commercial Workers International Union, or its chartered bodies, or their predecessors, shall have his/her Health and Welfare Benefits as are amended from time to time and that are applicable to them, paid for and maintained by the Local Union until they reach sixty-five (65) years of age or until such employee becomes actively employed whichever occurs first. The applicable benefits are: Dental Plan, Drug Plan, Optical Plan, Major Medical and a Death Benefit of $25,000.00. .

RTICLE XX - CONVENTIONS AND CONFERENCES

20.01 Local 175 will continue to send delegates to conferences and conventions as per current policies and criteria. Local 175 agrees it will not select such delegates in an arbitrary or discriminatory manner.

RTICLE XXI - NO STRIKE - NO LOCKOU

21.01 During the term hereof, the Union agrees that there shall be no strike or any other interference with or interruption of the UFCW Locals 175 and 633's operations by the Union or its members. Local175 agrees that there shall be nolockout. ·

21.02

. .

It shall. be a violation of this Agreement. it shall not be grounds for discharge or discipline for any employee covered by this Collective Agreement to refuse to cross or work behind any legal picket line.

RTICLE XXII - SALAR

22.01

22.02

22.03

22.04

Rates of pay and·pay schedules as set forth in Appendix A attached hereto shall remain in effect forth~ life of the Agreement.

Economic adjustments of $137.50 will be paid by Local 175 to non-clerical employees on a quarterly basis.

Should such non-clerical employee have started with Local175 before the 15th day of a month such adjustment will be pro-rated from the first day of that month. Should such non-clerical employee have started with Local 175 on or after the 15th day of a month, such adjustment will be pro-rated from the first day of the following month.

A non-clerical employee assigned to temporarily relieve in a higher classification for three (3) or more days in a week shall receive a bonus for each week so assigned to a maximum of $50.00 or the top rate of that

, classification whichever is less.

A clerical employee assigned to temporarily relieve in a higher classification shall receive a bonus of $1.00 per hour for each hour so assigned.

RTICLE ~XIII- TRAINING AND EDUCATION OF STAF

23.01

23.02

Local 175 will continue its practice of providing training and education relating to the Local's activities in servicing its members to its non-clerical employees.

Local 175 will consider requests from clerical employees who wish to complete educational programs relating to their work and, where prior approval from the officers of Local 175 was received, will pay for the tuition costs of such completed and passed courses.

RTICLE ~XIV - GENERAL

24.01

24.02

24.03

24.04

Local 175 shall provide a smoke-free environment as per Ontario laws and/or Municipal By-laws regarding smoking in the workplace.

Local 175 will provide, where possible, suitable kitchen/lunchroom facilities, equipment and furnishings, and Local 175 will continue to supply coffee, tea and supplies at no cost to all employees.

Local175 will provide sufficient parking for its employees.

All work in the office of Local175 will bear "CEP. 571-0", if such work was performed by a clerical member of the Union.

24.05 Commtlations, Energy and Paper Worke.nion Local 571-0 shall not participate, as an organization, in any election within the United Food and Commercial Workers International Union or within UFCW Locals 175, by endorsement, .statement or otherwise.

24.06 The Union agrees that Local175 will continue its practice of. utilizing its members to perform numerous functions on behalf of the Local.

The Union further recognizes that these members are not employees of the Local and are not covered by the terms and conditions of this Collective Agreement.

No bargaining unit employee shall be laid off as a result of the utilization of Local 175 members as outlined above.

No bargaining unit employee shall be prevented from being recalled from layoff as a result of the utilization of Local 175 members as outlined above.

24.07 Employee(s) required to serve on a jury or who are subpoenaed to attend as a witness on behalf of the Local or the Crown shall not suffer a reduction in salary while performing such duty.

24.08

Non-clerical employees shall reimburse Local 175 any and all monies . received from the court or for appearance fee.

Clerical employees shall reimburse Local 175 any and all monies received from the court or for appearance fee, except travel expenses.

Local 175 agrees to prepare the collective agreement for signing and further agrees to print sufficient copies of the collective agreement for distribution to the bargaining unit employees

RTICLE XXV - LOYAL T

25.01 It is agreed that in the event of conflict between the·United, Food and Commercial Workers Union and the Communication, Energy and Paper Workers Union regarding jurisdiction or other matters of a similar nature, the loyalty of the representatives, organizers, benefits staff, public relations/communications representative and clerical staff shall be with the United Food and Commercial Workers Union.

ARTICLE XXVI - TERM OF AGREEMEN

26.01 This Agreement will be effective from the 1st day of January, 2001, and shall remain in effect until December 31, 2004, and thereafter from year to year, but either party may, within 120 days of the expiry date or the ~nniversary of such expiry date from year to year thereafter, give notice in writing to the

other ~~y of a desire to terminate such an .eement or to negotiate a revision thereof.

26.02 The parties agree that this collective agreement shall remain in full force and effect beyond the expiry date until the earlier of:

- a ratified renewal of the collective agreement - a legal strike - a legal lockout

26.03 When the required notice for termination or revision is given by either party, negotiations in connection with same, will be started promptly and expeditiously conducted.·

IN WITNESS WHEREOF, THE PARTIES HERETO HAVE DULY EXECUTED THIS AGREEMENT.

SIGNED THIS DAY OF ___ 1Ji~~. 73:;....~<";...._-'' 2001.

7 ~

,,

HOW WAGES ARE CALCULATED

(a) The weekly salaries of Business Representatives, Organizers, Benefits Staff, Training and Education Staff, and the Publications Relations/Communications Staff are based on the following calculation; 44 hours at regular time and 4 hours at time and one-half.

(b) The weekly salaries of clerical employees are based on a work week of 35 hours at regular time.

BenefitRe~ Jan. 1, 2001 512.00 Jan. 6, 2002 594.00 Jan.5,2003 606.00 Jan.4,2004 619.00

PR. Comm. Re~ Jan. 1, 2001 512.00 Jan. 6,2002 594.00 Jan. 5, 2003 606.00 Jan.4,2004· 619.00

Organizing Re~ Jan. 1, 2001 512.00 Jan. 6,2002 594.00 Jan. 5, 2003 '606.00 Jan.4,2004

Service Rae Jan. 1, 2001 Jan. 6,2002 Jan. 5, 2003 Jan. 4, 2004

Co-Ordinator Jan. 1, 2001 Jan. 6, 2002 Jan.5,2003 Jan.4,2004

Levell Secretary Jan. 1, 2001 Jan.6,2002 Jan.5,2003 Jan. 4, 2004

619.00

512.00 594.00 606.00 619.00

614.00 691.00 712.00 727.00

614.00 691.00 712.00 727.00

614.00 691.00 712.00 727.00

614.00 691.00 712.00 727.00

Level 2 Director's Secretary Jan. 1, 2001 Jan. 6,2002 Jan.5,2003 Jan.4,2004

716.00 111.00 990.00 '1092.00 1194.00 102.00 906.00 1010.00 1114.00 1211.00 119.00 925.00 1031.00 1137.00 1243.00 136.00 944.00 1052.00 1160.00 1261.00

716.00 111.00 990.00 1092.00 1194.00 102.00 906.00 1010.00 1114.00 1211.00 119.00 925.00 1031.00 1137.00 1243.00 136.00 944.00 1052.00 1160.00 1261.00

716.00 111.00 990.00 1092.00 1194.00 102.00 906.00 1010.00 1114.00 1211.00 119.00 925.00 1031.00 1137.00 1243.00 136.00 944.00 1052.00 1160.00 1261.00

716.00 111.00 990.00 1092.00 1194.00 102.00 906.00 1010.00 1114.00 1211.00 119.00 925.00 1031.00 11S7.00 1243.00 IS6.00 944.00 1052.00 1160.00 1261.00

Training & Education Department

396.00 406.00 417.00 428.00

Office/Clerical Staff

449.00 461.00 473.00 485.00

476.00 488.00 501.00 514.00

503.00 516.00 529.00 543.00

1245.00 1296.00 1270.00 1S22.00 1296.00 1349.00 1322.00 1376.00

1245.00 1296.00 .1270.00 1522.00 1296.00 1!49.00 1322.00 1376.00

1245.00 1296.00 1270.00 1322.00 1296.00 1!49.00 1322.00 1376.00

1245.00 1296.00 1270.00 1322.00 1296.00 1S49.00 1S22.00 1376.00

529.00 543.00 557.00 571.00

1!47.00 1374.00 1402.00 1431.00

1!47.00 1374.00 1402.00 1431.00

1347.00 1374.00 1402.00 1431.00

1347.00 1S74.00 1402.00 1431.00

556.00 570.00 585.00 600.00

1460.00 1490.00 1520.00 1560.00

1460.00 1490.00 1520.00 1~60.00

1460.00 1490.00 1520.00 1560.00

1460.00 1490.00 1520.00 1560.00

1570.00 1610.00 1650.00 1690.00

664.00 681.00 699.00 717.00

768.00 788.00 808.00 829.00

·-• PPEN.DIX "A" - SECTION 3 • ADDITIONAL COMPENSATION

The Parties have agreed, that, as additional compensation for time worked and as additional recognition for the flexible workloads and hours of work for non-clerical employees, as described in Article 10.01, to provide additional vacation for such employees (Article 14 .. 01) and additional vacation pay (Article 14.09).

The Parties agree that this additional vacation and vacation pay fully compensates for any legislative requirements.

Name

Eastern Region Miller, lan Lacelle, Luc Baughan, Reg Bromley,· Ray *Lang, Marilyn 1

*Dixon, Linval

Northwest Region Kalka, Bill Flank, Colby

Southwest Region Bayne, Susan Sherman, A.G. ' Absolom, Wendy · Wauhkonen, Rick Marentette, Julie Locke, Angus

Central East Region Magee, Teresa Serbin, Dan Bain, Larry Brennan, Michael Difalco, John Duckworth, Archie

Central West Region Duden, Michael Chrysler, Kate Reis, Fernando DeMelo, Joe *Fuller, Chris4

South-Central Region Groom, Sylvia Dowling, Kevin ~Burch, Judith2

*DiNardo, John3

• APPENDIX 8 . VACATION SERVICE DATES

AS PER ARTICLE 14.02 AND SENIORITY DATES

Vacation Service Seniority Date Date

Jan. 19, 1984 Feb.6, 1984 Feb.4, 1986 Nov. 15, 1988 Jan. 4, 19951

Apr. 9, 1996

July 3, 1984 Oct. 13, 1993

Feb. 5,1983. April10, 1984 Feb.3, 1987 April 1, 1987 Feb.22, 1991 Jan.2, 1995

May 7, 1985 Jan. 1, 1992 Sept. 20, 1988 Nov. 4, 1989 May 29, 1990 Jan. 1, 1985

Nov 16, 1982 Oct. 30, 1984 Aug. 1S, 1988 May 10, 1994 May 8, 20004

May 22, 1990 May 29, 1990 Jan.4, 19952

May 8, 2ooo3

Jan. 19, 1989 Feb.6, 1989 Feb.4, 1991 Nov. 15, 1993 Jan 4, 20001

Apr. 9, 2001

July 3, 1989 Oct. 13, 1998

Feb 5, 1988 April10, 1989 Feb.3, 1992 April 1, 1992 Feb.22, 1996 Jan.2,2000

May 7, 1990 Jan. 1, 1992 Sept. 20, 1993 Nov. 4, 1994 May 29, 1995 Jan. 1,2001

Nov. 16, 1987 Oct. 30,. 1989 Aug. 15, 1993 May 10. 1999 May 8, 20004

May 22, 1995 May 29, 1995 Jan. 4, 20002

May 8, 20003

cont'd ...

• Position

Representative Representative Representative Representative Representative Representative

Representative Representative



Representative Represe'ntative Representative Representative Representative

Representative Representative Representative Representative

Name ttvacation Service Date

Training & Education Centre McCarthy, Maureen Carrozzino, Victor

• MacDonald, Herb Goennemann, Kar1 Sherree Backus

Organizing Castonguay, Serge

Communications Linton, Bob

Office Staff

Oct. 1, 1985 Jan. 11, 1998

Jan_. 7, 1986 May 2, 1989 March 22, 1982

Nov. 15, 1988

Oct. 11 , 1989

·Eastern Region & Training & Education Centre Miller, Terry Aug. 22, 1983 Lazzari, Nadine June 17, 1996 Bergeron, Stephanie Oct. 13, 1998 Lacroix, Linda Sept. 27, 1999

• Denotes on probation

Footnote:

Seniority Date

Oct. 1, 1990 Jan. 11, 1998

Jan. 7, 1991 May 2, 1994 Oct 17, 1994

Nov. 15, 1993

Oct. 11 , 1994

Aug.22, 1983 June 17, 1996 Oct. 13, 1998 Sept. 27, 1999

• Position

Representative Representative

Co-ordinator Benefits Rep Benefits Rep

Organizer

Comm. Rep.

Office Staff Office Staff Office Staff Office Staff

It is understood by the parties that Marilyn Lang's probation period commenced on May 1, 2000. Upon successful completion of her probation period, she will be granted a seniority date of Jan. 4, 2000.

2

3

4

It is understood by the parties that Judith Burch's probation period commenced on July 4, 2000. Upon successful completion of her probation period, she will be granted a seniority date of Jan. 4, 2000.

It is understood by the parties that John DiNardo's probation period commenced on Oct. 30, 2000. Upon successful completion of his probation period, he will be granted a seniority date of May 8, 2000.

It is understood by the parties that Chris Fuller's probation period commenced on Oct. 30, 2000. Upon successful completion of his probation period, he will be granted a seniority date of May 8, 2000.

•

.... -between-


-and-

COMMUNICATION ENERGY AND PAPER WORKERS UNION LOCAL571-0

April·, 2001

Mr. Luc Lacelle President Communications Energy and Paper Workers Union, Locai571-0 ·

Dear Brother Lac;elle:

. RE: TERMIItATIOrt

It is the intention of Local175 that in the event the President of Local175 makes a decision to terminate an employee, the following procedure shall apply:

The President of the Union and Local 175 or their designates shall meet to explore settlement of the grievance.

At the sole discretion of Local 175 the employee to be terminated may be suspended with pay for a period not to exceed two (2) weeks or the time required to finalize the discussions outlined in #1 above; whichever occurs first.

Upon mutual agreement of the parties, a mediator may be appointed to make recommendations to both parties and assist in resolving the matter.

Failing settlement between the Union and Local175 the parties agree to proceed to arbitration as per Step 3 of the grievance procedure.

DATED AT MISSISSAUGA, THIS ¥c;A. DAY OF __ Jh;....&..,l,/.-=azr-::rl';.;__---' 2001.

Wayne E. Hanley, Pres· UFCW Local175

dL& , .

Luc Lacelle, President CEP Local 571-0

• •

April, 2001

Mr. Luc Lacelle President

-between-

UNITED FOOD AND COMMERCIAL WORKERS UNION LOCAL175

-and-

COMMUNICATION ENERGY-AND PAPER WORKERS UNION LOCAL 571-0

~E: VICE-~ESIDIENTS OF LOCAL 175 or 633 H~ED FOLL-TI"E

Communications Energy and Paper Workers Union, Locai571-0

Dear Brother Lacelle:

Provided such employee does not specifically request in writing that the deductions not be made, the parties agree that an amount equivalent to the weekly dues will be deducted from the weekly pay of a Vice President of Local 175 or 633 hired full-time to perform bargaining unit work. Such employee will not be required to join the union until after the successful completion of the probationary period.

~t:). InA DATED AT MISSISSAUGA, THIS ~ DAY OF _.:;...o/1/(1.~~ ..... -=r------' 2001.

//7 /J;l //[!l/'1~ J ~~

Wayne E. Hanley, President UFCW Local175

Luc Lacelle, President CEP Local 571 ~o _,

. . .

•

-between-


.;.and-


April, 2001

Mr. Luc Lacelle President Communications Energy and Paper Workers Union, Locai571-0

Dear Brother Lac~lle:

This letter will confirm that clerical staff Terry Miller, Nadine Lazzari and Stephanie Bergeron will continue to receive the economic adjustment on the same basis as outlined in Article 22.02 of the Collective Agreement. Linda Lacroix will receive an economic adjustment of $95.00 to be paid quarterly.

. /1 d. DATED AT MISSISSAUGA, THIS .:z__ DAY OF

1/./21./1 ,{ !//),· 1/(/L/~

Way:e ~. ~a~ley, President j UFCW Local175 ·

u 13 _ .2001.

'LL I r-~


• .. -between-


-and-


~E: rtOrt-~EGISTE~ED PEI'tSIOrt PLAit

April, 2001

Mr. Luc Lacelle President Communications Energy and Paper Workers Union, Local 571-0


The parties recognize that the current Non-Registered Pension Plan is an important component of staff retirement income.·

Further to discussions that have taken place during bargaining in 2001, it is recognized that the benefit provided may not be the best value for the staff based on the contributions required to maintain this benefit Local 175 will continue to monitor the plan to ensure that funding levels produce a fair value benefit

At any time during the term of this Collective Agreement, Local 175 may approach Local 571 with an alternative program. No change will take place unless ratified by the membership of Local 571.

After ratification of the changes, if any, Local175 will meet with all retirees who are receiving payment from the plan, explain the reason for change and work out a program so that no retiree suffers a loss of benefit

DATED AT MISSISSAUGA, THIS£_ DAY OF

/lu/J~ Wayne E. Hanley, Presic;tent UFCW Local175

?n;; ·. · .. ·. -. '2001.

·~LL_ Luc Lacelle, President CEP Local 571-0

• .....

·~!41MI·''*JmMt1Mml -between-


-and-


~E: mAutlrtG AtiD EDOCATIOrt STAFFDtG April, 2001

Mr. Luc Lacelle President Communications Energy and Paper Workers Union, Locai571-0


During the recent round of negotiations.the parties reviewed the matter of Local175 training at, or out of, the Training & Education Centre. It was agreed that member education within Local 175 is a service that is highly desirable within the membership. Training and education needs and criteria will be the subject of ongoing change based on the demographics of Local 175 as well as other factors.

It was also agreed that the geography of Local 175, the varied nature of our education programs, the calendars of courses and the need for flexibility respecting instructors and programs create needs that cannot be facilitated solely within Local175.

It is therefore agreed that as long as Local175 deems it necessary, it will provide some of these programs from outside sources as well as continue to maintain a Training & Education Department and staff within Local175.

It is further agreed that due to the specific needs of the Training & Education Department that staffing of the Training & Education Department will be separate and distinct from the remainder of Local175 with respect to wages, benefits and·conditions as identified in the body and appendices of the Collective Agreement. Any existing bargaining unit member who has the reqlrired-:-skills to perform this new job will be given consideration by_ the President when filling the position should they apply.

c.l(

DATED AT MISSISSAUGA, THIS L DAY OF ~ ·.· • 2001.

~/Z_ Wayne E. Hanley, President UFCW Local175


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