Between

COLLECTIVE AGREEMENT

The Corporation of the County of Simcoe (Roads and Engineering Department)

-and -

SEIU LOCAL 2, BREWERY, GENERAL & PROFESSIONAL WORKERS' UNION

Effective: July 1, 2016

Expiry: June 30, 2020

COLLECTIVE AGREEMENT

Between

THE CORPORATION OF THE COUNTY OF SIMCOE

And

SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 2, BREWERY, GENERAL & PROFESSIONAL WORKERS' UNION

(ROADS/ENGINEERING DEPARTMENT)

EXPIRY DATE: JUNE 30,2020

Article

Article 1 Article 2 Article 3 Article 4 Article 5 Article 6 Article 7 Article 8 Article 9 Article 10 Article 11 Article 12 Article 13 Article 14 Article 15 Article 16 Article 17 Article 18 Article 19 Article 20 Article 21 Article 22 Article 23 Article 24 Article 25 Article 26 Article 27 Article 28

INDEX Description Page

Scope •.•............•..•..............•.••....•••.••••••.•.•••••••••••••...•••.........••••........•••••••••..... 4 Union Security ..................•.•.........•...••............•.....•...........•................•.......... 5 Management Functions and Rights •••.......•..•.••••...........••.•••...•.••••.•.••.•...••.. 5 Discrimination and Union Activities .....•.....•....••.••......•••........•...•......•...•...•. 6 Check Off ..•.•••.••.•••..•••.........••...•••.......•.•..............•.•••.••......•....•.••.........••••••...• 7 Injury or illness ......•...........••••...•.•.••••..••..••••..•••..•.................••............•.•••••.... 7 Stewards and Grievance Procedure ••.•....••••••..•••............•••.••........•.•............ 8 No Strikes - No Cessation of Work .••.••.............•••.••.•••.•..••...••••••.•....••••.••.• 10 Discipline ..........................•...•..........•..•...••..............•...........................•....... 10 Seniority .........................•..................•.................•.•.......................•••...••...... 10 Job Postings ..••••••........••..••••.•.•••.••..••••...•.••.••...•..••.••••••.••••...•••.•.•...••....•••..••• 12 Application of Seniority to Vacant Positions and Layoffs ....................... 13 Layoffs & Recall .......................................................................................... 15 Seniority Retention and Accumulation .................................................... 16 Health & Safety and Work Habits .....................•...•..................••.......•....... 16 Bulletin Boards ...•.............................•...............................•..................•...... 17 Pay Day .•............................•.•.•..•..•.....••........•.•.•••..................••...........••••••••• 17 Bereavement Leave .........•.•.......•...•.•.........•..•••..............••..•.••................••.. 18 Maternity/Parental Leave •••.....••••••••.•••••••••••••.••.••••••.••••••..••..•••.•......•.•••••. 18 General Leave of Absence ..............••....•............•..••..•..............•................ 20 Manpower .•••...•..••••••••.......................•................ , .............•........•........••....... 20

Picket Lines .......••.•.•......................••.••••..••...•..•..••.••....•.....•.•••...•••.••..•••.•••... 21 Jury Duty ........•.•.............................•.•........•.....................•...............••..••....... 21 Clothing Allowance .•..•.......••.••.......••...•...•...........•..•.••..•.....•...•••••.•••...•....... 21 Meal Allowances ..................•............•...................................•.•••........•.....•• 22 Mileage ••••••....•..••.••..........•.•.•...•.........•...............•..............•...•..............••..... 22 Medical Certificates .....••.••..•••...•••••.•........••.••.•••.•.••..•.•••••••••••.......•....•••••••• 22 Termination ..•.•..•.........••.....••.................•..•...........••.•••.........•...................... 23 Schedule "A" Schedule "B" Schedule "C" Schedule non -Schedule nEn -

Hours of Work and Overtime .......................................... 24 Wage Rates and Classifications .................................... 29 Vacation Plan .............•............•....................................•... 31 Holidays .....••.......•••••••...•.•....••.•..••..•..•••.••....•..............••.•.... 33 Benefits ................•..•.................••...................................... 33

Letters of Understanding .................................................................... 39 - 40

AGREEMENT made In quadruplicate this _ __ day of ___ , 2016

BETWEEN:

THE CORPORATION OF THE COUNTY OF SIMCOE (hereinafter referred to as "the Corporation")

- and-

SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 2, BREWERY, GENERAL lc PROFESSIONAL WORKERS UNION

(hereinafter referred to as "the Union")

PURPOSE:

The purpose of this Agreement is to establish hours of work, working rules and conditions and rates of pay as hereinafter set forth.

It Is the intent hereof that this Agreement will promote and Improve sound relationships between the permanent employees and the Corporation by providing the means whereby the Corporation may improve Its operations for the benefit of the general public with the full co-operation of the Union.

The Parties hereto have agreed together as follows:

ARTICLE 1 - SCOPE

1.01 The Corporation recognizes the Union as the sole agency representing all employees of the Corporation in its Roads Department, save and except foremen and supervisors, persons above the rank of foreman and supervisor, surveyors, draughtsmen, office and clerical staff and students employed during the school vacation periods.

1.02 The Corporation will supply to the Union a list of the Supervisory personnel who are classified as foremen. It is understood and agreed that foremen or other supervisory personnel will not:

a) perform work of the bargaining unit, except in emergencies when sufficient employees are not available,

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b) perform work of the bargaining unit if such work will result in layoff of any employee; or

c) perform work of the bargaining unit only if for the purposes of instruction or training of employees.

It is acknowledged and agreed that an assistant foreman is a working member of the bargaining unit except at those times he is actually acting as a foreman.

1.03 Provided however nothing herein contained shall be deemed to take away the right of any individual employee to represent himself or to present on his own behalf his own personal grievance or complaints to his immediate supervisor in accordance with Article 7 .02.

1.04 Where, in this Agreement, the masculine pronoun is used, It shall be deemed to Include the feminine.

ARTICLE 2 • UNION SECURITY

2.01 The 'Union will not unreasonably refuse membership to any permanent employee.

2.02 All permanent employees shall become and remain members in good standing of the Union for the duration of this Agreement as a condition of employment.

ARTICLE 3 - MANAGEMENT FUNCTIONS AND RIGHTS

3.01 The Union acknowledges and confirms that it is the exclusive function of the Corporation through its management to manage the affairs of the Corporation and to direct the working forces of the Corporation subject to the terms of this Agreement.

3.02 It is further acknowledged that the Corporation's management responsibilities shall be to:

a) maintain order, discipline and efficiency;

b) hire, discharge, discipline, lay off, classify, transfer, promote and demote its employees provided that it will discharge, discipline or demote employees only with just cause;

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c) generally to manage the business of the Corporation, and without restricting the generality of the foregoing to maintain all County Roads to standards as required by the current Statutes of Ontario;

d) insist that all employees abide by its Rules and Regulations.

3.03 The County will not contract out the core functions performed by the bargaining unit (e.g. Road repair and maintenance, snow clearance, sanding, traffic signage, equipment maintenance, etc.), except in emergencies when a sufficient number of employees are not available to perform the work. The County agrees to endeavour to use available bargaining unit employees to perform ancillary functions (e.g. tree cutting, weed spraying, etc.) but may contract out those functions if necessary.

3.04 The Corporation will pay half the cost of printing the collective agreement.

3.05 While automatic traffic counting remains bargaining unit work, the Union agrees that the Employer may have it performed by outside contractors in circumstances where it is part of a larger consulting contract, or if the equipment to perform the work is not immediately available.

3.06 The Employer shall be granted permission to obtain Driver's Abstracts on all employees within the bargaining unit on a bi-annual basis.

ARTICLE 4- DISCRIMINATION AND UNION ACTIVITIES

4.01 The Corporation and the Union agree that there will be no discrimination or coercion exercised or practiced by either the Corporation or the Union against any employee by reason of race, colour, creed, sex, national origin, Union membership activity or non-membership in the Union.

4.02 There shall be no activity by or on behalf of the Union on the premises of the Corporation during an employee's working hours except as permitted by this Agreement and with the approval of the Foreman which will not be unreasonably withheld.

4.03 Union Stewards will be granted reasonable time off from their regular jobs in order to attend to grievances and discipline hearings within their assigned section in the administration of this Collective Agreement. Time off will be granted subject to permission being given by the Steward's foreman. It is understood that such permission will not be unreasonably denied and the Steward will not forfeit pay for

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such time off. Stewards will try to do as much Union business as possible on coffee breaks and lunch time. The parties will make an effort to schedule hearings during the normal eight (8) hour shift.

4.04 Union stewards, to a maximum of two (2), (who are employees of the County in the bargaining unit) will suffer no loss of regular pay for time spent in negotiations for this Collective Agreement or any renewal thereof.

4.05 Not more than two (2) union stewards per year will be granted leave of absence for three (3) working days each in order to attend Union educational seminars without loss of regular pay or benefits, but the Union shall be responsible to reimburse the County for the wage costs so Incurred.

ARTICLE 5- CHECK OFF

5.01 The Corporation shall deduct the current dues from each employee's wages from each pay period and will deduct the current initiation fees from the first pay period following an employee attaining permanent status.

5.02 The dues collected shall be remitted to the Financial Secretary of the Union immediately after the second pay period each month and shall be accompanied by a list in duplicate of the names and amounts collected together with the period from which the collection has been made. The endorsement or deposit of the cheque and/or receipt of the designated officers shall be a complete discharge to the Corporation for payments made.

5.03 The Corporation will provide each employee with a statement of union dues deducted on or accompanying his T-4 slip.

ARTICLE 6 - INJURY OR ILLNESS

6.01 An employee injured while working on his assigned job shall be paid for any time lost from work on the day he was injured at the rate of pay he would normally have received on that day.

6.02 If an employee is required to report to his doctor subsequent to the injury and can only arrange to see his doctor during normal working hours the Corporation agrees to pay the employee for the time so lost.

6.03 It is not the intention of the above provision in parag~aph 6.02 to make the

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Corporation responsible for the payment of wages for those hours which are compensated by WSIB.

6.04 Sickness or disability resulting from an accident, shall not be sufficient cause for discharge in the case of permanent employees, as long as the Corporation continues to provide income continuance plans as required by this agreement. Upon recovery, the employee shall receive his former position or some other suitable job if held by an employee with less seniority, if the recovered employee is capable of performing the job.

ARTICLE 7 -STEWARDS AND GRIEVANCE PROCEDURE

7.01 The Corporation acknowledges the right of the Union to select one (1) employee per garage who shall be Stewards in the presentation of complaints or grievances to the Corporation, provided however that there shall be one (1) Steward picked from the employees working out of each garage location. Should a Steward employee be transferred from one garage location to another garage location the Union shall forthwith pick another employee to act as Steward in that garage and the transferred employee shall no longer be a Union Steward.

7.02 The procedure for handling complaints or grievances of employees shall be as follows:

STEP N0.1

An employee or a designated member of a group of employees who believes that he or they has a justifiable grievance shall discuss and attempt to settle same with his or their immediate foreman with or without a Steward being present as the employee may elect. If the matter is not settled satisfactorily within a period of one (1) day, then:

STEP NO.2 A written statement of grievance shall be prepared in triplicate and submitted to the foreman (who shall forward it to the Director or his designate) within five (5) working days from the time the employee became aware that the grievance existed. The Director or his designate will confer with the Steward and the employee who lodged the grievance. The Director or his designate will give his written answer within five (5) working days after receipt of the said written grievance. If the decision is not satisfactory the grievance may be brought forward to Step 3.

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STEP NO.3 The CAO or his designate (Human Resources) shall confer with the Chief Steward or Steward and the employee who lodged the grievance may be present if requested by the CAO or his designate (Human Resources) or the Chief Steward or Steward. If the matter is settled, the settlement shall be stated In writing and signed by the CAO or his designate (Human Resources) and the said Chief Steward or Steward. If it is not settled within two (2) working days, Step No. 4 may be invoked. A representative of the Union may be present at this meeting.

NOTE- With respect to grievances involving discharge, the grievance shall be put in writing by the Steward and Step Numbers 1 and 2 shall be omitted and the grievance shall be dealt with by starting with Step No. 3 herein.

STEP NO.4 The grievance may be referred to arbitration upon the written request of either the Corporation or the Union.

It is understood that the Corporation may bring a grievance before the Union and, if it Is not settled to the satisfaction of both parties, it may be referred to arbitration in the same way as the grievance of an employee.

The issue to be arbitrated shall be the written statement of the grievance and the answers of the various management officials and the positions of the Management and the Union Officials who have previously dealt with this matter.

It is agreed that any issue to be arbitrated shall be submitted to a single arbitrator mutually agreed upon. If the parties are unable to agree upon an arbitrator within a period of ten (10) days from the date of reference to arbitration, either party may apply to the Minister of Labour for a list of arbitrators and an arbitrator shall be appointed in accordance with the Ontario Labour Relations Act.

The arbitrator shall be bound in making any decision by the terms and provisions of this agreement. The arbitrator shall not have jurisdiction to alter or change any of the provisions of this Agreement nor to substitute any new provisions in lieu thereof nor give any decision inconsistent with the terms and provisions of this Agreement. The decision of the arbitrator shall be final and binding upon the parties hereto.

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The reasonable cost of such arbitration, including fees and expenses, stenographic services etc., of the arbitrator, shall be equally shared by both parties to this Agreement.

The Corporation will not reimburse employees for time lost in connection with arbitration proceedings unless called as a witness by the Corporation or pursuant to the arbitration award.

7.03 When a dispute involving a question of general application or interpretation occurs (including an Employer grievance) or when the Union has a grievance which cannot be made the subject of an Individual grievance, the grievance shall be filed at Step 3 within seven (7) days of the affected party becoming aware of the circumstances that give rise to the grievance.

ARTICLE 8- NO STRIKES - NO CESSATION OF WORK

8.01 The Corporation and the Union recognize that the orderly procedures laid down by this Agreement are adequate for the settlement of all differences of opinion arising out of this Agreement.

Therefore, the Union agrees that there shall be no strike, stoppage, slow down or restriction of output by the employees. The Corporation agrees that there shall be no lockouts.

ARTICLE 9- DISCIPLINE

9.01 The record of any disciplinary action shall be removed from an employee's file after two (2) years following such action, provided no other disciplinary action has been taken against that employee with that two (2) year period.

9.02 Whenever an employee is disciplined, a Steward must be present If there is one present at the location unless the employee requests that the Steward not be present.

ARTICLE 10 -SENIORITY

10.01 Seniority for the purposes of this Agreement shall mean the total length of continuous employment of an employee by the Corporation.

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10.02 A new employee will be placed on probation until he has actually worked ninety (90) working days in a twelve (12) month period, at the end of which time his name will be placed on the seniority list. His seniority date will be fixed as being ninety (90) working days prior to the date on which he attains seniority. Seasonal employees may not accrue more than seventy-five (75) days credit towards seniority in the period November 1-April15. Seasonal employees with three (3) continuous seasons actually worked, will receive seventy-five (75) days credit towards seniority and ninety (90) days credit towards probation.

10.03 The Corporation agrees to revise and keep current as reasonably as possible the seniority list and to post copies of same in each of Its garages. The Corporation will send a copy of the revised seniority lists to the Union.

10.04 Insurance and welfare entitlements will commence upon attainment of permanent employee status, except that the County shall not be obligated to provide benefits for an employee who is to be laid off within a month of attaining seniority until such time as that employee is recalled to work.

10.05 Definition of Employees

a) Probationary Employee - is an employee who is serving up to a maximum probationary period of ninety (90) days of work with the Employer prior to being considered a permanent employee.

b) Permanent Employee- is an employee who has successfully completed the probationary period in the service of the Employer.

c) Seasonal Employee- is an employee who is hired for the period November 1 through Aprll15 and who is not considered a permanent employee and may not accrue more than seventy-five (75) days credit towards seniority in the period November 1- April 15.

All Articles of this Agreement apply to seasonal employees, except the following:

i) Article 10 (Seniority) except as provided for seasonal employees; ii) Article 18 (Bereavement Leave) and Leave of Absence- will be in

accordance with the Employment Standards Act; IIi) Schedule C - Vacation Plan (will be in accordance ·with the

Employment Standards Act and paid on every scheduled pay date);

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iv) Schedule E (Benefits); and v) Any and/or all Articles which apply only to permanent employees.

ARTICLE 11- JOB POSTINGS

11.01 The Corporation will post all permanent vacancies as determined by the Corporation throughout the bargaining unit for a period of five (5) calendar days. In filling such vacancies the criteria set out in Article 11.02 will apply. Temporary vacancies of three (3) months or less, arising from illness, injury, or leave of absence need not be posted.

11.02 An employee will be promoted to the Equipment Operator classification provided he has the ability to operate two (2) of the four (4) pieces of equipment listed below:

1. Grader 2. Gradall 3. Wheeled Excavator 4. Paint Truck

An Employee will be promoted to the position of Equipment Operator as the result of a job posting and the successful testing of an applicant as administered by the Corporation.

The Corporation will provide training on the above four (4) pieces of equipment when circumstances permit.

11.03 A new employee will receive the start rate after ninety (90) days worked. For seasonal employees who attain seniority, all accumulated hours will count for progression on the wage grid.

11.04 Unfilled positions in the Solid Waste Management Department shall be posted in the Roads and Engineering Department. Successful applicants for any Solid Waste postings sha·ll retain their service with the Employer; however seniority shall start from the date of transfer to the Solid Waste Management Department. The criteria for selection as outlined in Article 11.02 of this Agreement shall apply.

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Employees shall have a trial period of sixty (60) working days. If, during the trial period, the employee wishes to return to his/her former position In Roads and Engineering or the Employer deems the Employee cannot perform the job satisfactorily, the employee will return to his/her former position and will not be eligible for another position with the Solid Waste Management Department for a period of five (5) years. Employees who return to their former position will be placed on the seniority list at the date last held.

11.05 Effective November 1, 2013, employees who post into the Seasonal Lead Hand vacancy at each garage shall automatically resume the role of Seasonal Lead Hand at that garage each winter season thereafter without the requirement for a posting process, provided the employee has the knowledge, efficiency, ability, and physical capability to perform the work. Should the Employer deem the employee cannot perform the job satisfactorily, the employee will return to his/her former position.

ARTICLE 12 -APPLICATION OF SENIORITY TO VACANT POSITIONS AND LAYOFFS

12.01 Seniority will be the factor governing layoffs due to the lack of work provided that employees with the greater seniority are qualified and willing to perform the work which is available. Providing, however, if the layoff is for only part of a working day, the seniority list shall not be the governing factor except as between two (2) or more available men present in any garage at the relevant time.

12.02 An employee who is assigned to another job under the provisions of 12.01 will be returned to his regular job in order of seniority as vacancies occur.

12.03 Seniority will be terminated and an employee's name removed from the seniority list if:

a) an employee voluntarily quits.

b) an employee Is discharged for cause and is not reinstated in accordance with the provisions of this Agreement.

c) an employee while retained on the seniority list fails to return to work within ten (10) days after being requested by a registered notice mailed to the last known address appearing on the employee's record card. However, such an employee shall be allowed fourteen (14) days to return to work if he is required to give notice to a subsequent employer.

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d) an employee fails to report for work for five (5) consecutive working days and has not reported sickness, injury or other justifiable absence.

e) an employee overstays a leave of absence without reasonable cause.

f) he/she ceases to draw pay from the Corporation due to medical reasons for a period in excess of twenty-four (24) months.

12.04 Employees who are not working but still on a seniority list will be recalled in order of seniority provided that employees with the greater seniority are qualified to perform the work which is available.

12.05 a) Nothing herein shall prevent the Corporation from hiring from outside the bargaining unit if the vacancy cannot be filled in accordance with 12.04 above or if no employee in the bargaining unit applies. However, seasonal employees will be given first consideration for permanent hiring based on their length of service with the County.

b) Seasonal employees will be rehired and laid off in accordance with their start dates with the County, provided that th~y are qualified to perform the work available. This paragraph will be applied on a garage-by-garage basis.

Should a seasonal employee refuse to work for an entire season, his name will be removed from the recall list.

The provisions of this article (b) shall not be interpreted so as to prevent the County from discharging an employee for work related misconduct, and, in such case, the requirement for "just cause" shall not apply.

12.06 It is understood and agreed that the Corporation may discharge a probationary employee at its sole discretion without being required to establish just cause for such discharge.

12.07 Where an employee is off work and has ceased to draw pay from the Corporation due to medical reasons for a period in excess of 24 continuous months, their seniority shall terminate, their name shall be removed from the seniority list and the employee shall cease to be an employee of the Corporation. During this twenty-four (24) month period, the Employer will continue to pay its share of the cost of Group Health, Life Insurance, Vision Care, Hearing Aid, and Dental benefit premiums for the

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first seventeen (17) weeks only; thereafter and up to twenty-four months indicated, the Employer will pay its share of benefit premiums for Group Health Insurance, Life Insurance, Hearing Aid, and Vision only. Dental coverage can be maintained beyond seventeen (17) weeks subject to the employee making a written request and remitting 50% of required premium costs to the County of Simcoe. Payment must be in the form of post dated cheques in advance and covering the remainder of the twenty four (24) months as indicated.

ARTICLE 13 - LAYOFFS AND RECALL

13.01 Notwithstanding any provision contained in this Agreement to the contrary, the regular hours of work for permanent employees will not be reduced.

13.02 Whenever it is necessary to reduce the working staff the reduction shall be accomplished as follows:

a) The Corporation shall first lay off seasonal employees followed by probationary employees, if any, with the exception that probationary tradesmen, if any, whose skills continue to be required, shall be retained.

b) Thereafter, layoffs of permanent employees will be effected in reverse order of seniority.

13.03 In all cases, employees who are transferred to a different job as a result of the application of these seniority rules must be able to perform the job satisfactorily, and must accept the rate of pay for the job to which they are assigned.

13.04 Whenever it is necessary to recall some of the working staff the recall will be accomplished as follows:

a) Employees who are not working and still on the seniority list will be recalled in order of seniority provided that employees with the greatest seniority are qualified to perform the work which is available.

b) For employees who have been temporarily laid off, the Corporation shall call the employee by telephone and the employee shall report to duty at the stipulated time. If the Corporation cannot reach the employee by telephone it shall pass on to the next employee on the seniority list. It is the employee's responsibility to keep the Corporation informed of any change in

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telephone numbers. For the purposes· of this paragraph a temporarily laid off employee is an employee who has been laid off for less than two (2) weeks at the time of the recall. The Corporation agrees that if an employee has been bypassed because the Corporation was unable to reach him by telephone, it will deliver notice of recall to the employee's last address in writing at the earliest possible time. The employee may then exercise his seniority to return, if work is still available, and displace the junior employee recalled, if necessary.

c) For employees who have been laid off in excess of two (2) weeks at the time of the recall, the Corporation shall send a registered letter to the employee stating the time of day and the date on which he is required to work. The letter shall be sent to last address of the employee appearing in the Personnel Records of the Corporation. It is the employee's responsibility to keep the Corporation informed of any change of address. The employee shall either return to work, or signify his intention to do so. Failure of the employee to return to work pursuant to the provisions of this subparagraph shall result in his name being removed from the seniority list.

13.05 When an employee is laid off for more than two (2) weeks he shall receive his Record of Employment. It is understood by the Corporation and the Union that he shall retain all his seniority provided he conforms to the recall procedure.

ARTICLE 14- SENIORITY RETENTION AND ACCUMULATION

14.01 Seniority shall be retained and shall accumulate during granted periods of absence, vacations and active service in the Armed Forces.

ARTICLE 15- HEALTH AND SAFETY AND WORK HABITS

15.01 The Corporation agrees to make reasonable and necessary provisions for the safety and health of its employees during the hours of their employment.

15.02 The employees agree to conduct themselves with proper regard to efficient safe working habits and practices and to abide and be bound by the Corporation's Rules and Regulations or as reasonably added to by the Corporation.

15.03 The Corporation shall continue to furnish equipment and supplies to the extent of that being furnished now to protect the employees from injury. The Corporation

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further agrees to furnish good quality work gloves, on a replacement basis, to all employees who require them, provided that worn gloves are returned when a new pair is requested.

15.04 In cases of sickness or accident which necessitates absence from work, the Foreman and/ or Assistant Foreman must be notified a minimum of thirty (30) minutes prior to the start of the shift.

15.05 All injuries sustained during working hours, no matter how trivial, must be reported to the Foreman.

15.06 The parties agree to establish a joint health and safety committee. The parties further agree t~at the health and safety committee shall have the powers, duties, and other attributes as a joint health and safety committee established under the Occupational Health and Safety Act, 1990.

15.07 The present practice of employees gathering and using roadside salvage, Including wood, bottles and cans, for their own purposes, will be continued. All other items of value shall be turned in to the foreman.

ARTICLE 16 - BULLETIN BOARDS

16.01 The Employer agrees to provide a bulletin board in each garage for the use of the Union to post notices of meetings or other official notices duly signed by an officer of the Union. Such notices shall be approved by the Foreman prior to posting by the Steward.

ARTICLE 17- PAY DAY

17.01 Employees shall be paid bi-weekly through direct deposit. All employees shall receive a statement of earnings in a pay stub format, with details as to yearly cumulative totals and as to all deductions.

17.02 If a statutory holiday is celebrated on the first Monday of a pay period, the County may delay payment for overtime hours worked after the preceding Wednesday for one (1) pay period.

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ARTICLE 18 - BEREAVEMENT LEAVE

18.01 In case of death in the immediate family of an employee, the Corporation shall grant paid leave of absence up to a maximum of five (5) days to provide for the necessity of making funeral arrangements and/ or attending the funeral provided however that:

a) Such paid leave of absence applies only to regular scheduled working days of the employee, and statutory holiday pay shall only be paid should it coincide with the leave of absence.

18.02 For the purposes of this Agreement "immediate family" shall be deemed to mean the employee's spouse as defined by the Family Law Reform Act of Ontario, child, father, mother, brother, sister, father-in-law, mother-in-law, grandparent or a person who is or to whom the employee stands in loco parentis.

18.03 In the case of death of an employee's grandchild or step-child, the Corporation shall grant paid leave of absence up to a maximum of three (3) days subject to the same provisions as set out in 18.01.

18.04 In the case of death of an employee's brother-in-law, sister-in-law, step child, step parent, son-in-law, daughter-in law, grandchild, legal guardian, niece, nephew or spouse's grandparent, the employee will be granted paid leave of absence of one (1) day subject to the same provisos as set out in 18.01.

ARTICLE 19 - MATERNITY/PARENTAL LEAVE

19.01 a)

b)

c)

Maternity leave will be granted on request to a pregnant employee.

A pregnant employee shall give her immediate Foreman as much advance notice as possible, and at least two (2) weeks written notice, of the date upon which she intends to commence her leave of absence, together with a Medical report (Medical Practitioner within the province of Ontario) estimating the date of delivery.

If a pregnant employee is unable to satisfactorily perform the essential duties of her job, and no appropriate alternative job is available, she may be required to take a leave of absence prior to the requested commencement date of her pregnancy leave, but only for such time as she is unable to perform the essential duties of her job. The burden of proving that a

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pregnant employee is unable to perform the essential duties of her job, and that no appropriate alternative job is available, rests upon the Employer.

d) A pregnant employee shall be entitled to take up to seventeen (17} weeks of unpaid leave.

e) Should the employee end her leave early, the employee shall provide at least four (4} weeks notice of her return date.

f) An employee on pregnancy leave will accrue seniority rights.

g) Effective on confirmation by the Canada Employment Insurance Commission of the appropriateness of the Employer's Supplemental Employment Benefit Plan, an employee on leave who is in receipt of the Employment Insurance Pregnancy benefits pursuant to section 30 of the Employment Insurance Act, 1996, shall be paid a Supplemental Employment Benefit. That benefit shall be equivalent to the difference between seventy-five percent (75%) of her regular weekly earnings and the sum of her weekly Employment Insurance benefits. Such payment shall commence following completion of the two (2} weeks Employment Insurance waiting period and receipt by the Employer of the employee's Employment Insurance cheque stub as proof that she is in receipt of Employment Insurance pregnancy benefits, and shall continue while the employee is in receipt of such benefits for a maximum period of fifteen (15) weeks.

h) Adoption leave shall be granted and all conditions and entitlement shall apply as in sub-paragraph (g).

i} An employee who has taken pregnancy leave shall be entitled to take up to thirty-five (35) weeks of unpaid parental leave. An employee who is a new parent who has not taken pregnancy leave is entitled to take up to the thirty­seven (37} weeks of unpaid leave and must begin their leave no later than fifty-two (52) weeks after the date the baby is born or the date their child first came into their care, custody and control. The employee will give the employer at least two (2} weeks written notice before the desired leave of absence. On request, the employee will supply a medical report confirming that his spouse is pregnant and indicating the anticipated date of delivery. Should the employee end the leave early, the employee shall provide at least four (4} weeks written notice of the return date. Same conditions and entitlements shall apply in the event of an adoption by an employee.

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ARTICLE 20 • GENERAL LEAVE OF ABSENCE

20.01 1) An employee may seek leave of absence without pay for any period up to ten (10) days for a justifiable reason, not otherwise provided for in the Human Resources policies, by submitting a request therefore through his Supervisor to the Director. The Director, in consultation with the Supervisor, shall consider the merits of the request and decide whether the leave is granted.

2) An employee may be granted extended leave of absence without pay for any period of up to sixty (60) working days. A request for such leave shall be submitted in writing to the Director with the reasons therefore. If the Director approves the request it shall be submitted to the Chief Administrative Officer or his designate for consideration and decision.

3) Any benefit of employment shall be proportionately adjusted for the period of such leave as set out in (2) above, and for those benefits for which the County pays all or any of the premium, the employee shall repay to the County the proportionate amount to cover the time on approved leave.

An employee granted a leave of absence who uses such absence for a different purpose than that for which it was granted, shall be deemed to have terminated his employment, and such person, if re-hired, shall start at the lowest rate for the classification of the work available.

20.02 Employees who are charged with a traffic violation while operating an Employer vehicle, and who must attend Court, will suffer no loss of pay for the day(s) provided they are not subsequently convicted.

ARTICLE 21- MANPOWER

21.01 The Corporation shall hire employees as it deems necessary to properly perform its work and service in a safe and efficient manner. It is understood and agreed that the parties hereto accept the principle of a fair day's work for a fair day's wage. The Union acknowledges that the Corporation has the right to expect and receive from every employee a full day's work with a reasonable standard of efficiency.

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ARTICLE 22- PICKET LINES

22.01 If any employee in the Bargaining Unit encounters a bona fide picket line in the course of his normal duties there shall be an immediate conference between the parties hereto before any decision is made by either party as to whether the picket line should or should not be respected.

ARTICLE 23- JURY DUTY

23.01 Employees who are required to serve as jurors or subpoenaed witnesses shall be granted a leave of absence with pay for any day upon which their attendance is required provided that the employee deposits with the County Treasurer the full amount received for such attendance less any allowance received for expenses.

ARTICLE 24- CLOTHING ALLOWANCE

24.01 Effective January 1, 2014, all full-time employees will receive an annual safety boot and clothing allowance of $475.00 which shall be paid against receipts, for the purpose of approved work boots and clothing. This allowance will be pro-rated in respect of new employees who start during the year, and in respect of employees whose employment is terminated (except by retirement) in the course of the year.

Work gloves, hearing protection, hard hats, and eye protection shall be provided as required by the Employer.

Employees may utilize this allowance at a vendor of their choice including the Corporation for the purchase of safety boots and pants and other items of work clothing.

All employees shall be required to purchase safety footwear that is certified by the Canadian Standards Association (CSA) and that has the designated Green Patch and a minimum eight inch (8") cuff. All clothing shall be clean and neat in appearance and in a state of good repair.

It shall be agreed that those employees off work in excess of six (6) consecutive months without any regular pay for work done, shall not be entitled to the aforementioned allowance in the following year.

It is further understood that the aforementioned clothing and boot requirements

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shall conform to reasonable guidelines established by the Employer with respect to Health and Safety or uniformity.

Effective July 1, 2017, Seasonal employees shall be entitled to a safety boot allowance of $100 every 2 years which shall be paid against receipts, for the purpose of approved work boots.

ARTICLE 25 - MEAL ALLOWANCES

25.01 The Corporation shall pay a meal allowance of $9.00 to any employee who is required to work for more than ten (10) continuous hours. Employees required to work for fourteen (14) continuous hours shall receive another $9.00 meal allowance, and shall receive an extra meal allowance for each four (4) continuous hours of work thereafter. Employees called in three (3) hours before their regular starting time shall also receive meal allowance, except that an employee may not claim a meal allowance for an early start if he receives an allowance for working more than ten (10) hours in one (1) day. Meal allowances shall be paid automatically by the Corporation by bi-weekly deposit, in accordance with the County's pay schedule.

ARTICLE 26- MILEAGE

26.01 An employee who is temporarily transferred from one location to another for the convenience of the Corporation shall be paid a mileage allowance at the then prevailing Corporation rate for the distance between the employee's home location and the new location and back if using his personal vehicle.

ARTICLE 27- MEDICAL CERTIFICATES

27.01 An employee who is unable to attend work for medical reasons is required to notify the Corporation prior to his starting time, where that is possible, and to notify the Corporation prior to his return to work. If the absence is for a period in excess of three (3) days, the employee will also be required to provide a medical certificate upon his return to work, and to notify the Corporation some time during the day before his return.

The Corporation reserves the right to request a medical certificate for an absence of three (3) days or less.

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ARTICLE 28- TERMINATION OF CONTRACT

28.01 This Agreement shall expire on the 30th day of June 2020

-j-h

Dated at the Township of Springwater, in the County of Simcoe thiso1.4 day of .-lC1nL:Ory , 201~.1

THE CORPORATION OF THE COUNTY OF SIMCOE

PER: ~-PER:~

SERVICE~OYEES INTERNATIONAL UNION, LOCAL 2 BREWERY, GE ER & PROFESSIONAL WORKERS' UNION

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SCHEDULE A HOURS OF WORK AND OVERTIME

1. All Hours of Work in Schedule A shall be in accordance with the Hours of Service Regulations.

2. The Corporation may provide inside work during wet or inclement weather for permanent employees who usually work outside. Employees shall be expected to carry out any such work assigned to them.

3. The Corporation does not guarantee to provide work for any employee for regular assigned hours or any other hours, or as to any total number of hours per week. The regular assigned hours for all employees except those hired for the period November 1-April15 shall be from 7:00a.m. to 3:30 p.m., with one half hour for lunch, Monday to Friday, inclusive.

4. When it is agreed for any reason to substitute a shift with starting times outside the regular assigned hours defined above, the existing overtime policy shall remain in effect.

5. The Corporation shall endeavour to schedule overtime during the winter season (November 1 to April15, inclusive) at each garage as follows: 1) On a weekly basis, the following method of overtime distribution will be

used: a. From 4:00a.m. to 4:00p.m., overtime opportunities shall first be

offered to permanent employees at the garage, prior to being offered to seasonal employees.

b. From 4:00 p.m. to 4:00a.m., overtime opportunities shall first be offered to seasonal employees at that garage, before being offered to permanent employees.

Should an employee be called in to work overtime during a shift period as outlined above, and there is a requirement for this overtime work to extend into the next shift period, the employee will be eligible to continue working up to completion of their four (4) hour call-in. No employee shall be laid off or given time off in lieu of overtime pay without his Consent, with the exception of consideration of the Hours of Service Regulations.

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6. Any work performed on a Saturday and work performed in excess of eight (8) hours per day will be paid time and one-half. Work performed on a Sunday shall be at the rate of double time.

7. When an employee is called Into work at a time which is not contiguous with his regular shift or Is called back to work after the conclusion of his regular shift and after he has left the premises, he shall be guaranteed a minimum of four (4) hours pay at time and one-half.

8. Employees will be allowed two (2) rest periods per day of fifteen (15) minutes duration without reduction in pay and without increasing the regular working hours.

9. Employees who are required to work more than two (2) hours daily overtime shall be given a paid fifteen (15) minute break before the commencement of the overtime, and a further paid fifteen (15) minute break after thirteen (13) continuous hours of work and each four (4) continuous hours of work thereafter.

10. Any available patrol shifts will be rotated amongst full time employees who are available and able to do the work.

11. The Employer and the employee(s) agree to comply with all relevant legislation (Ontario Employment Standards Act, Highway Traffic Act, Occupational Health and Safety Act).

12. An employee who reports to work at his scheduled time without having been previously notified to the contrary shall be entitled to a minimum of four (4) hours pay at his regular rate, but it is agreed that he shall perform any work assigned by the Foreman for this four (4) hour period.

13. If, because of sudden illness, an employee is not able to complete his shift, he will be paid only for the hours worked.

14. Seasonal employees hired for the period November 1 through April15 may be required to perform shifts in substitution for regular working hours on

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weekdays, and such hours shall be paid on a regular normal pay scheduled for employees and shall not be paid as overtime.

15. All permanent employees shall be paid overtime at the rate of time and one­half for all hours worked outside of the regular hours set out above in this schedule. Employees hired solely for the purpose of night patrol shall be paid overtime at the rate of time and one-half for all hours worked in excess of eight (8) in one day or forty (40) hours in a week. Non-permanent employees, except those hired for construction during the summer months, will be paid overtime at the rate of time and one-half for all hours worked outside the normal schedule on week days, but shall not receive time and one half for Saturdays or double time for Sundays until they have worked forty (40) hours in that week (Monday to Sunday). Employees hired for construction during the summer months will only be paid overtime at the rate of time and one-half after fifty­five (55) hours per week.

16. Overtime opportunities shall be equalized among permanent employees in each garage as much as practical.

17. Employees called in for pre-shift overtime shall not be sent home, except for disciplinary purposes, before the completion of their regular shifts, however the option may still be offered if mutually agreeable. The Hours of Service regulations will be taken into consideration prior to any decision being made.

18. From April15 to November 1 inclusive, permanent employees in e~ch garage shall be offered overtime before it is offered to seasonal or probationary employees.

19. In attempting to contact employees to work overtime, should the County encounter an answering machine, the County will be allowed to contact the next employee eligible.

20. Full Time Employees who so elect may bank overtime hours on the basis of one and one-half banked hours for each overtime hour worked two (2) hours in the event that the hours worked would have been paid at double time). The bank will be capped at sixty (60) hours, and employees will not be able to replenish banked hours from April 15 to October 31 of each calendar year.

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Hours thus banked may be taken as additional time off, with pay, but only on the basis that leave for such time off is granted in advance by the County.

An employee who has banked hours to his credit may request the County to payout the value of the bank, without taking the time off, upon a minimum two (2) week's notice.

Employees shall have all their unused bank time credits paid out the first pay following January 1st of each year.

21. Effective November 1, 2019, Seasonal employees who so elect, may bank overtime hours on the basis of one and one-half banked hours for each overtime hour worked (two (2) hours in the event that the hours worked would have been paid at double time). The bank will be capped at eight (8) hours, and employees will not be able to replenish banked hours.

This bank is to be used for the purposes of bereavement leave for immediate family only (proof of documentation may be requested) or in accordance with the Hours of Service Regulations. Such time off must be granted in advance by the County. Seasonal employees will have their unused banked time credit paid out the first pay following their last day of work.

22. The Corporation agrees that any employees who work eight (8) hours in a day, Monday to Friday, shall receive eight (8) hours pension credit therefore. This pension credit shall be based on the employee's straight time, and no employee may receive more than eight (8) hours straight time pension credit per day unless the provisions of OMERS do permit.

The above clause is subject to agreement by OMERS.

23. The County agrees, jointly with the Union, to approach OMERS and use its best efforts to ensure that employees who agree to take regular time off in lieu of overtime pay will not be penalized in the calculation of their pension.

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24. The County agrees, jointly with the Union, to make application to the Ministry of Labour for approval of Excess Weekly Hours of Work up to seventy (70) hours per week, it being understood that no employee may be required to work more hours than at present.

25. The Employer will abide by any and all applicable legislation which governs the Hours of Work for employees.

SCHEDULE B

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WAGE RATES AND CLASSIFICATIONS

Current 1-Jul-2016 1-Nov-2016 1-Jul-2017 1-Jul-2018 1-Jul-2019

1.50% 1.30% 1.30% 1.50%

Asst Foreman

Start 27.17 27.58 27.94 28.30 28.72

2000 Hours 27.38 27.79 28.15 28.52 28.95

4000 Hours 27.59 28.00 28.37 28.74 29.17

Equipment Operator

Start 25.36 25.36 25.36 25.69 26.02 26.41

2000 Hours 25.70 26.09 25.74 26.07 26.41 26.81

4000 Hours 26.09 26.48 26.09 26.43 26.77 27.17

6000 Hours 26.48 26.82 27.17 27.58

labourer/ Truck Driver

Probation 22.72 23.01 23.31 23.66

Start 24.34 24.66 24.98 25.35

2000 Hours 24.57 24.89 25.22 25.59

4000 Hours 24.79 25.11 25.43 25.82

Mechanic

Start 33.05 33.55 33.98 34.42 34.94

2000 Hours 33.29 33.79 34.23 34.67 35.19

4000 Hours 33.55 34.05 34.50 34.94 35.47

LEAD HAND RATES (5% above regular rates)

l abourer/ Truck Driver

Probation 23.50 23.85 24.16 24.48 24.84

Start 25.18 25.56 25.89 26.23 26.62

2000 Hours 25.42 25.80 26.14 26.48 26.87

4000 Hours 25.64 26.03 26.36 26.71 27.11

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Employees who are temporarily transferred to a vacant job for the convenience of the Corporation shall continue to receive their own rate or the rate of the job to which they are transferred whichever is higher.

Labour will be performed by all employees when required pursuant to the existing policy and work habits.

An employee promoted to Assistant Foreman or Mechanic will not suffer any loss of pay thereby.

Seasonal employees will progress through the wage schedule in accordance with hours worked after May 31, 2003.

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SCHEDULEC VACATION PLAN

1. On the anniversary date of the commencement of continuous employment an employee shall be entitled to vacations as follows:

At least one (1) year of service but less than three (3) years - two (2) weeks At least three (3) years of service but less than seven (7) years -three (3) weeks At least seven (7) years of service but less than fifteen (15) years -four (4) weeks At least fifteen (15) years of service -five (5) weeks

An employee will also receive one (1) extra day of paid vacation per year (maximum five (5) extra days) for each year of service in excess of twenty-one (21) years.

The vacation year shall be the calendar year, from January 1st to December 31st.

Employees shall be eligible to receive vacation at any time after January 1st provided that the Employer shall be entitled to recover the value of any vacation taken prior to entitlement where the employee leaves the service other than by death or retirement.

Employees will be required to select vacation times prior to February 15th each year. Employees will be required to select 80% of their entitlement. Any conflict between employees as to vacation selection shall be settled by allowing the more senior employee the preferred weeks with vacation selection occurring in two week increments. The final vacation schedule will be posted by March 15th. Any request after the vacation schedule is posted is on a first come, first served basis. The foreman shall respond in writing, within 2 working days of the vacation request. Requests submitted on the same day will be settled by seniority.

2. An employee shall receive forty (40) hours pay at his regular rate for each week of vacation to which he is entitled.

3. The parties agree that employees become entitled to the vacations set out in Schedule "C" of the collective agreement on an arrears basis, ie. that an employee becomes entitled to his vacation after the completion of each year of service. Upon termination, a permanent employee shall be granted a pro-rated portion of his vacation pay for the vacation year in which his termination falls in accordance with the portion of the vacation year worked, minus any portion of that entitlement already used.

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4. Upon termination, probationary employees and those employees with less than one (1) year's completed continuous service with the Employer shall be entitled to annual vacation pay in accordance with the Employment Standards Act, R.S.O. 1990 and amendments thereto.

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SCHEDULED HOLIDAYS

1. The Corporation agrees to recognize the following holidays:

New Year's Day Good Friday Easter Monday VIctoria Day Canada Day

Two (2) floating holidays

Simcoe Day Labour Day Thanksgiving Christmas Day Boxing Day

Note: If Heritage Day or Remembrance Day becomes a recognized holiday, one of the floating holidays shall be replaced by the recognized day.

2. Employees who are required to work on any of the above days shall be paid at the rate of time and one-half for all hours worked as well as receiving their regular statutory holiday pay. Notwithstanding anything to the contrary contained in this paragraph, employees who are required to work on Christmas Day, Boxing Day, Good Friday or New Year's Day, shall be paid at the rate of double time for all hours worked as well as receiving their regular statutory holiday pay.

3. When any of the above-mentioned holidays falls within an employee's vacation period, .the employee shall be given an additional day off at a time agreeable to the employee and the Corporation.

4. An employee shall not be eligible for holiday pay unless he works his last regularly scheduled shift before the holiday, and his first regularly scheduled shift after the holiday. This provision shall not apply, however, if the employee is absent from work with permission on either or both of the two (2) days, or if he is ill as substantiated by a doctor's certificate on either or both of the two (2) days.

5. If a statutory holiday falls on a weekend, the Corporation shall designate a working day contiguous with that weekend as the holiday.

6. When a day has been designated pursuant to paragraph 5 hereof, an employee who works on the original day, but not on the designated day, will receive either time and

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one-half or double time (whichever is appropriate pursuant to paragraph 2) for all work performed on the original day.

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SCHEDULE E

BENEFITS

1. The listed benefits described below apply to all active employees, and to any employee who is absent from work for medical reasons or on pregnancy or parental leave. The Dental Plan, the Group Health Insurance, Vision Care and the Hearing Aid Plan all include family coverage.

OHIP - Corporation to pay 100% of employee's OHIP premiums, including family coverage

If applicable.

DENTAL - Continue current dental plan, 100% Corporation paid. ODA schedule to be kept

current. The Corporation will provide additional dental coverage to include dentures, partial plates, crowns, and braces. This coverage will be for fifty percent (50%) reimbursement with an annual maximum of $1,500.00 per patient.

- Sealant coverage included In premiums would cover pit and fissure sealants, cover children sixteen (16) years old and under, will cover posterior or permanent teeth only, and there will be a limitation of three (3) years between one sealant and a replacement . .

PENSION PLAN - Corporation to pay fifty percent (50%) of contribution to OMERS, and will allow

employees who retire early to maintain their coverage under the dental plan until such time as they attain age sixty-five (65), provided that the employees pay the Corporation's costs of such plan.

- Effective date of ratification, employees who did not receive credited service during their first waiting period will be allowed to purchase that time on a cost sharing of 50/50 between the County and the employee.

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SICK LEAVE PLAN - Corporation to pay the costs of a Weekly Indemnity plan providing coverage for

seventeen (17) weeks at 75% of salary (to a maximum of $500.00 per week) commencing on the first day of accident or hospitalization, or the fourth day of illness or pregnancy leave. Effective July 1, 2018 the maximum will increase to $540.00 per week. Effective July 1, 2019 the maximum will increase to $560.00 per week.

Corporation to pay the costs of a Long Term Disability plan providing coverage after the 17th week of disability to age sixty-five (65) at 75% of salary to a maximum of $3,500.00 per month. Benefits received from the plan will be subject to income tax.

- Six (6) fully paid sick days per year, to be used for periods of time not covered by Weekly Indemnity or WSIB. In the event that an employee uses all six (6) days in the course of the year, he will be granted up to two (2) additional, fully paid, days, if required, for periods of time not covered by Weekly Indemnity or WSIB. However, in the calculation of sick day payout or extra vacation, as set out below, these two (2) additional days shall not be considered. Employees will be required to provide medical evidence in order to utilize the "reserve" sick days.

An employee may designate one (1) sick day as a "personal day" to be taken on one (1) week's written notice to his/her immediate supervisor.

This "personal day" is included in the six (6) days allocated for sick days.

All unused sick days will be paid out at 100% on the first pay following January 1st of each year.

Employees, in lieu of a payout, may elect to carry over unused sick days as vacation days to be taken in the following year, but all such days must be used by December 31st of that year. The scheduling of such days will be by mutual agreement, but the Corporation will not unreasonably refuse an employee request. However, the employee will receive the same percentage of pay for such days as he would have received had the unused days been paid out in January.

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GROUP HEALTH INSURANCE - Corporation to pay out the costs of an Extended Health Care plan covering drugs,

and other health care services and devices not covered by OHIP. Plan subject to deductlbles of $15.00 per person and $30.00 per family per year. Dispensing fees to be capped at $12.00.

VISION CARE - Corporation to pay the costs of a Vision Care plan, to provide glasses or contact

lenses maximum $425.00 every twenty-four (24) months per employee or dependent. An employee or dependent may submit more than one claim in a 24 month period In respect of the Vision Care Plan. Any such claim or claims will still be subject to the $425.00 maximum every 24 months.

HEARING AID - Corporation to pay the costs of hearing aids, with a $400.00 lifetime maximum.

LIFE INSURANCE - Life Insurance and Accidental Death and Dismemberment Insurance will be

increased to $40,000.00 per employee in 2001, and to $50,000 per employee on June 1, 2002.

EYE EXAMINATIONS - The Employer will cover the cost of eye examinations to a maximum of $90 every

24 months. Coverage applies to the employee and his/her dependents.

MASSAGE THERAPY - The Employer will provide benefit coverage for massage therapy in the amount of $300.00 per calendar year. Coverage would apply to an employee and his/her dependents.

The Employer will pay the cost (if any) of doctors' notes requested by it.

2. The following list of benefits and related coverages are provided to all permanent, full-time employees who retire prior to age 65. Upon attaining age 65, all such

38

coverages shall be terminated:

a) Life Insurance - in the amount of $25,000.00; and

b) Extended Health Care- as described for active employees.

For purposes of clarity, retirees are not entitled to dental, vision care or hearing aid coverage.

3. The County agrees that, should WI or LTD payments to employees be unduly delayed, the County will advance sums owing as against approved claims. The County will also make advances against unapproved claims to the extent of vacation pay owing to employees.

November 8, 1995

Renewed July 1, 2016

Mr. Alain Lajoie Business Agent SEIU, Local 2

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Brewery, General & Professional Workers' Union

Dear Sir:

The Employer agrees to pay the reasonable cost of replacing safety glasses, including prescription safety glasses, which are damaged beyond repair in the course of an employee's duties. If the WSIB pays for the replacement, the County is absolved from this responsibility.

Broken glasses must be promptly reported to the foreman.

For the Corporation:

AUTHORIZED BY BY-LAW NO. 6614 PASSED BY THE COUNCIL OF THE CORPORATION OF THE COUNTY OF SIMCOE ON JANUARY 24, 2017.

For the Union:

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Letter of Understanding Regarding Seasonal Lead Hands

Between

THE CORPORATION OF THE COUNTY OF SIMCOE Roads/Engineering Department

-and-

SERVICE EMPLOYEES INTERNATIONAL UNION Local 2, BREWERY, GENERAL & PROFESSIONAL WORKERS' UNION

Employees who post into the Seasonal Lead Hand position shall be paid a five percent (5%) premium over and above their regular hourly wage rate from their current classification. Employees only receive the Seasonal Lead Hand rate while acting in this position during the winter season. For the purpose of progression through the wage grid, employees working in the capacity of Seasonal Lead Hand shall be credited for all hours worked while in that classification.

ALL OF WHICH IS AGREED THIS eX'+ DAY OF _1onL-O r X 201$1

FOR THE CORPORATION:

-~sA~-~

/~ AUTHORIZED BY BY-LAW NO. 6614 PASSED BY THE COUNCIL OF THE CORPORATION OF THE COUNTY OF SIMCOE ON JANUARY 24,2017.