COLLECTIVE AGREEMENT
BETWEEN
HYDRO ONE BRAMPTON NETWORKS INC.
AND
LOCAL UNION 636 OF THE
INTERNATIONAL BROTHERHOOD
OF ELECTRICAL WORKERS
A.F. of L., C.I.O., C.L.C.
APRIL 1, 2014 to
MARCH 31, 2017
TABLE
OF
CONTENTS
PAGE
ARTICLE 1
PURPOSE
1
ARTICLE 2
RECOGNITION
1
ARTICLE 3
RELATIONSHIP
1
ARTICLE 4
CHECK-OFF UNION DUES
3
ARTICLE 5
NO STRIKES OR LOCKOUTS
3
ARTICLE 6
RESERVATION OF MANAGEMENT RIGHTS
4
ARTICLE 7
UNION REPRESENTATION
4
ARTICLE 8
GRIEVANCE PROCEDURE
5
ARTICLE 9
ARBITRATION
7
ARTICLE 10
SENIORITY
8
ARTICLE 11
JOB POSTING AND PROMOTIONS
9
ARTICLE 12
HOURS OF WORK
11
ARTICLE 13
OVERTIME
12
ARTICLE 14
LEAVE OF ABSENCE
13
ARTICLE 15
PAID HOLIDAYS
15
ARTICLE 16
RATES OF PAY
16
ARTICLE 17
VACATIONS
16
ARTICLE 18
HEALTH INSURANCE
18
ARTICLE 19
SICK LEAVE PLAN
20
ARTICLE 20
INJURY ALLOWANCE
21
ARTICLE 21
PENSION PLAN
21
ARTICLE 22
SAFETY
21
ARTICLE 23
WORKERS CLOTHING
21
ARTICLE 24
PAY DAY
22
ARTICLE 25
COMMITTEES
22
ARTICLE 26
DURATION
COLA CLUSE
MERGER/AMALGAMATIONS
CLASSIFICATION AND SALARIES
23
24
24
25
SCHEDULE A
LETTERS OF UNDERSTANDING
27
ii
Expiry Date: March 31, 2017
OFFICE AND CLERICAL BARGAINING UNIT
AGREEMENT MADE THIS 5TH DAY OF MAY 2014.
BETWEEN:
HYDRO ONE BRAMPTON NETWORKS INC.
(hereinafter called the “Corporation”) of the first part
AND:
LOCAL UNION 636 OF THE
INTERNATIONAL BROTHERHOOD
OF ELECTRICAL WORKERS
A.F. of L., C.I.O., C.L.C.
iii
ARTICLE 1
1.01
PURPOSE
The general purpose of this Agreement is to maintain mutually satisfactory
relations between the Corporation and its employees, to provide orderly collective
bargaining relations and to secure prompt and equitable disposition of complaints
with a view to maintaining mutually satisfactory hours, wages, working conditions
and efficient operations of the Corporation’s office under methods which will
promote to the fullest possible extent, economy of operation, quality and effort,
cleanliness
and protection of property, elimination of waste, safety to
employees, competitiveness and service to our customers. Both parties recognize
a duty to co-operate in good faith, individually and
collectively, for the
advancement of these purposes.
ARTICLE 2
RECOGNITION
2.01
The Corporation recognizes the Union as the sole collective bargaining agent for
all its office employees, save and except supervisors, persons above the rank of
supervisor, programmer analyst, confidential administrative assistants,
settlements analyst, payroll officer, human resources representative, benefits
administrator, management accountant, Professional Engineers/Engineers in
Training/Interns, Financial Analyst, Operations Analyst, Regulatory Affairs Analyst,
assistant customer accounts supervisor and employees who regularly work less
than twenty-four (24) hours per week, students, temporary employees, outside
bargaining unit personnel and individuals employed on Government sponsored
programs.
2.02
A temporary employee is one who is required to replace a regular employee who
is absent due to illness, an approved leave of absence, long term disability or
workers' compensation, or is hired to perform a short term task. The employment
of a temporary employee shall automatically terminate on the lesser of the
temporary vacancy or a period not to exceed six (6) months, unless the parties
mutually agree in writing to an extension. In the event an employee is absent due
to pregnancy/parental leave, the temporary vacancy period shall be up to the
duration of the pregnancy/parental leave. In the event that an employee is absent
due to Long Term Disability, the temporary vacancy period shall be for the
duration of the Long Term Disability.
2.03
An employee hired as a temporary employee shall be advised at the time of his
hiring of his temporary status and the duration of his employment.
ARTICLE 3 RELATIONSHIP
3.01
Where the masculine gender is used in this Agreement, it shall be
construed as if the feminine had been used where the context so requires.
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3.02
Present members of the Union and all new employees including employees who
remain in the employ of the Corporation in excess of thirty (30) calendar days
shall be members of the Union and remain in good standing in said Union. If new
employees are retained for a period of ninety (90) days they shall be deemed
permanent.
3.03
The parties agree that there will be no intimidation, discrimination, interference,
restraint or coercion exercised or practiced by them, or by any of their
representatives with respect to any employee because of membership in or
connection with the Union.
3.04
The Union agrees that the Union or any member of the Union will not engage in
Union activities during working hours or hold meetings or group discussions at any
time on the premises of the Corporation without the permission of the Corporation.
3.05
All written discipline to an employee shall be copied to the Union Chairperson,
clearly setting out the reason for the discipline.
3.06
When management schedules a meeting which may be anticipated to result in
discipline to an I.B.E.W. bargaining unit employee, including verbal warnings, the
employee will so be advised and a steward (or in their absence a committee
member) shall be present at the employee's request. When a steward's (or in
their absence a committee member) presence is requested, reasonable notice will
be provided by the Corporation.
3.07
The Corporation will make available to the Union Chairperson the Policies and
Procedures Manual and all future updates. The Corporation will inform the
employees of new or amended Policies and Procedures.
3.08
The Corporation will provide a quarterly updated listing of employee addresses to
the IBEW.
3.09
Workplace Harassment and Violence Policy
The Company shall maintain and post a workplace violence and harassment
policy that shall comply with the applicable legislation and/or regulations.
Employees participating in a workplace violence and/or harassment investigation
shall be offered Union representation.
Complaints/grievances alleging sexual harassment will be thoroughly investigated
and handled with the utmost confidentiality.
In addressing such situations, the action taken will focus on the harasser, not the
victim.
3.10
Substance abuse is a serious medical and social problem which can affect
employees, their families and fellow workers. The Corporation and the Union
actively promote and encourage early diagnosis and treatment which assists
employees towards full rehabilitation.
Assistance will include referral of employees to appropriate counseling services
and/or diagnosis, treatment and rehabilitation facilities. Employees under such
referral will be covered under Article 19.
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It is further agreed that, prior to any introduction of legislated requirements in
Canada, the Corporation will not introduce drug or alcohol testing into the
workplace.
3.11
All verbal warnings shall be confirmed in writing to the employee, copied to the
Unit Chairperson, clearly setting out the reason for the warning and will be kept on
file for six (6) months from the date of the warning. This warning will be removed
from the file after six (6) months providing no further violation has occurred in the
interim. All other discipline including written warnings, shall also be in writing to
the employee, copied to the Unit Chairperson and shall clearly set out the reason
for the discipline. These letters will be removed from the file after three (3) years
for safety-related issues and two (2) years for non-safety related issues.
3.12
Within sixty (60) calendar days of ratifying a new agreement, the Corporation and
the Union will agree to a final draft of the Collective Agreement. Such time frame
may be mutually extended under extenuating circumstances.
ARTICLE 4 CHECK-OFF UNION DUES
4.01
a)
The Employer hereby agrees that, as a condition of employment, for all its
employees covered by the Bargaining Unit, to deduct Union dues of the
equivalent thereof commencing with the employee's first pay period and to
remit such sums of money to the Financial Secretary of the Local not later
than the tenth (10th) day of the following month. When submitting the
monthly Union dues the Employer shall also submit an alphabetical listing
of the names of each employee on behalf of whom the deductions were
made, the amount deducted on behalf of each employee and information
upon which such deductions were made. The Employer also agrees to
deduct the Union initiation fee from the employee’s first pay period.
4.01
b)
The Union agrees to indemnify and save the Corporation harmless from
any claims arising out of deductions made in accordance with clause 4.01
(a) above.
ARTICLE 5 NO STRIKES OR LOCKOUTS
5.01
The Corporation agrees that it will not cause or direct any lockout of its employees
during the term of this Agreement.
5.02
The Union agrees that there will be no strike, slowdown or stoppage of work,
either complete or partial, during the term of this Agreement.
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ARTICLE 6 RESERVATION OF MANAGEMENT RIGHTS
6.01
The Corporation has and shall retain the exclusive right and power, except as
specifically modified by the terms of this Agreement, to manage its business and
direct its working force including, but without restricting the generality of the
foregoing; the right to hire, suspend, discharge, transfer, promote, demote and
discipline
employees, provided
that a claim of discriminatory promotion,
demotion, or transfer, or a claim that an employee who has completed his
probationary period has been suspended, discharged or disciplined without
reasonable cause, may be the subject of a grievance and dealt with as
hereinafter provided.
ARTICLE 7 UNION REPRESENTATION
7.01
The Corporation acknowledges the right of the Union to appoint or elect up two
(2) stewards and three (3) committee members, one of who will be the
Chairperson. The number of stewards and/or committee members may be altered
by agreement between the parties.
7.02
It shall be the steward's (or in their absence a committee member) duty to
represent eligible employees in presenting grievances under Article 8 - Grievance
Procedure
7.03
a)
The Union acknowledges that the stewards and committee representatives
have regular work duties to perform on behalf of the Corporation, therefore
the steward or committee representatives shall conduct Union activities
outside regular working hours except for those provided for under clauses
7.08, and 25.01.
b)
In a situation which requires a steward's attention (or in their absence a
committee member) during working hours, he shall not leave his regular
duties without first obtaining permission to do so from his immediate
supervisor or the supervisor's designate. It is understood that the taking of
such time away from regular duties shall be kept to a minimum and that
permission will not therefore be unreasonably withheld. Stewards (or in
their absence a committee member) shall return to their regular duties as
expeditiously as possible. The employer reserves the right to limit such
time if the time requested is unreasonable.
7.04
The Corporation will recognize a Negotiating Committee of not more than three
(3) employees and the Corporation will deal with the said Committee in all matters
which are properly the subject of negotiation during the term of this Agreement.
The said Committee will co-operate with the Corporation in the administration of
this Agreement.
7.05
The Corporation agrees that the Negotiating Committee may have the assistance
of a representative from the International Office of the IBEW or the Local Union
Business Manager or his designate in negotiations with the Corporation.
7.06
The Union shall notify the Corporation in writing of the names of the stewards,
committee members and members of the Negotiating Committee, and any
changes made therein.
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The Corporation shall not be required to recognize any steward, committee
member or Negotiating Committee member until such notification from the Union
has been received.
7.07
Stewards, committee members and Negotiating Committee members shall
receive their regular straight time rate of pay for all time spent during the
employee's regularly scheduled hours of work in grievance and negotiating
meetings.
7.08
As far as possible, grievance and negotiating meetings shall take place during
working hours.
7.09
The Corporation will provide an enclosed locked office equipped with a desk,
telephone and two (2) filing cabinets for the use of the Union Committee. The
Corporation will provide bulletin boards for posting of Union notices in convenient
locations on Corporation property.
7:10
The Corporation shall notify the Union in writing of the names of the Negotiating
Committee members and any changes made therein.
ARTICLE 8 GRIEVANCE PROCEDURE
8.01
A grievance shall be defined as a complaint regarding the
interpretation,
application or alleged violation of the terms and provisions of this Agreement, or in
the case of an employee who has acquired seniority under this Agreement, a
complaint that he has been discharged or disciplined without just cause.
8.02
No grievance shall be considered where the circumstances giving rise to it
occurred or originated more than ten (10) full working days before the filing of the
grievance with the exception that employees who are legitimately absent from
work may file a grievance within five (5) days of their return to work, where the
circumstances occurred during their absence.
8.03
Grievances arising
follows:
under this Agreement shall be adjusted and settled as
Step 1:
The aggrieved employee shall present the grievance in writing to
his immediate supervisor, accompanied by a steward (or in their
absence a committee member). The nature of the grievance, the
Article of the Agreement that has been violated, misapplied or
misinterpreted, and the relief or remedy sought shall be clearly set
out in the grievance. If a settlement, satisfactory to the Union, is
not reached within two (2) working days after the grievance has
been presented to the immediate supervisor, the Union may then
present the grievance as follows at any time within two (2) working
days thereafter.
Step 2:
The aggrieved employee together with a steward (or in their
absence a committee member) will present the grievance to his
immediate Manager. The Manager shall reply in writing within five
(5) working days and in the event of satisfactory settlement not
5
being reached, the next step in the grievance procedure may be
taken any time within two (2) working days thereafter.
Step 3:
The aggrieved employee together with a steward (or in their
absence a committee member) may submit the grievance in writing
to his Vice-President, or his designate. The Vice-President will
hold a meeting to consider the matter within ten (10) working days
following the date of such submission. At this meeting the
aggrieved employee shall be accompanied by a steward (or in their
absence a committee member).
It is understood that a Representative of the Union may be present at this
meeting, should his presence be requested by either party.
The Vice-President shall give his decision in writing to the Union within ten (10)
working days from the date of the presentation of the grievance.
8.04
If final settlement of the grievance is not reached at Step 3 then the grievance
may be referred in writing by either party to Arbitration as provided in Article 9 Arbitration, at any time within thirty (30) calendar days after the final decision is
given in Step 3. If no such written request for arbitration is received by registered
mail within the thirty (30) calendar day’s time limit then the grievance shall be
deemed to have been abandoned.
8.05
Either party to this Agreement may file a policy grievance within thirty (30) days of
the occurrence of the event on which the grievance is based. A policy grievance
by one of the parties to this Agreement is a grievance arising out of the
interpretation, administration or alleged violation of any of the terms of this
Agreement but excluding subject matter, which can be presented by an employee
as an individual grievance.
A Union policy grievance shall be filed at Step 2 of the Grievance Procedure. A
Corporation policy grievance shall be filed with the business manager of the Local.
In the case of a Corporation policy grievance the parties shall meet within five (5)
working days and the Union shall reply within a further five (5) working days.
Failing settlement, the Corporation may submit the grievance to arbitration within
twenty-five (25) working days of the filing of the grievance.
8.06
An employee, other than a probationary employee, claiming that he has been
discharged from employment without just cause shall file a signed, dated, written
statement of such grievance setting out the nature of the grievance and the
specific remedy sought at Step No. 2 of the Grievance Procedure provided
such grievance is lodged with the second level supervisor or designate within five
(5) working days of the discharge.
8.07
Any step of the Grievance Procedure may be waived by mutual agreement in
writing between the Corporation and the Union.
8.08
Any complaint or grievance which is not commenced or processed through the
next stage of the Grievance Procedure including reference to arbitration within the
time specified shall be deemed to have been dropped or considered to have been
settled on the basis of the Corporation's reply to the grievance. However, time
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limits specified in the Grievance Procedure may be extended by mutual
agreement in writing between the Corporation and the Union. If no written answer
has been given to the grievance within the time limits specified, the employee
should be entitled to submit the grievance to the next stage including arbitration.
8.09
Decisions arrived at between the Corporation and the Union on the disposition of
any specific employee, Union or Corporation grievance shall be final and binding
upon the parties.
8.10
The Parties agree that in the event a grievance is not settled at Step 3 of the
grievance procedure, the Parties may mutually agree to refer the matter to a
Grievance Mediation process, before taking the matter to Arbitration. The Parties
will share the cost of the Grievance Mediator on an equal basis. The Union may
have the employee, together with a steward and/or the Unit Chairperson at the
meeting. The Union Business Representative or designate may also be present
at this meeting.
8.11
Should a grievance arise between the Corporation and a group of employees, the
grievance may be submitted on one form by the Union on behalf of all employees
concerned, who must be named thereon, and such grievances may be filed at
Step 1 of the grievance procedure.
ARTICLE 9 ARBITRATION
9.01
Both parties to this Agreement agree that no grievance shall be submitted to
arbitration unless:
a)
it is a proper subject matter of a grievance as defined in Article 8,
paragraph 8.01;
b)
it has been properly carried through all the requisite steps of the grievance
procedure; and
c)
it has not been settled or abandoned.
9.02
A properly
constituted grievance conforming with paragraph 9.01
referred to a single Arbitrator.
9.03
A written request made by either facsimile, email or registered mail within the
thirty (30) calendar days time limit set out in Article 8, paragraph 8.04 but not
thereafter, may be made by either party. The written request shall contain the
name of three (3) arbitrators. The recipient of the notice shall within ten (10)
working days inform the other party of their acceptance of one of the three (3)
arbitrators or alternatively, submit a list of three (3) arbitrators.
9.04
Should the parties fail to agree on a single arbitrator within an additional ten (10)
working days the Ministry of Labour of the Province of Ontario shall be requested
to appoint a single arbitrator in accordance with the provisions of the Ontario
Labour Relations Act.
9.05
Where both parties agree, a Board of Arbitration, who shall have the same
limitations and power as a Single Arbitrator, may be substituted for a Single
Arbitrator.
7
may
be
9.06
Time limits fixed in this Article may be extended by mutual agreement confirmed
in writing between the Corporation and the Union.
9.07
The Arbitrator shall not be authorized to alter, modify or amend any part of this
Agreement, to make any decision inconsistent therewith, nor to deal with any
matter not covered by this Agreement.
9.08
The decision of the Arbitrator will be final and binding upon the parties but, should
the parties be utilizing a Board of Arbitration, and a majority decision not be
possible, then the decision of the chairman will be final and binding.
9.09
In cases of grievance for discharge, suspension, or other actions of discipline,
such grievance may be settled by the Arbitrator by confirming the Corporation’s
decision in discharging, suspending or disciplining the
employee, or by
reinstating the employee with full or partial compensation for time lost, or by any
other arrangement which is just and equitable.
9.10
Each party shall pay one-half (1/2) of the remuneration and expenses of the
Single Arbitrator. In the event that a Board of Arbitration is utilized each party will
bear the expense of the Arbitrator appointed by it and will jointly bear the expense,
if any, of the Chairman of the Arbitration Board.
ARTICLE 10 SENIORITY
10.01 The purpose of this article is to provide employees with as large a measure of
security as possible, based on their continuous employment with the Corporation.
10.02 Seniority is based upon the length of continuous employment with the Corporation
since the last date of hire. A seniority list shall be posted on the notice board by
the Corporation by April 1. A copy shall be sent to the Union.
10.03 An employee shall be considered a probationary employee during the first three
(3) months since his last date of hire and shall have no seniority rights during this
period.
However, Management may periodically review the probationary
employees and shall have the right to reduce this period of probationary service.
A probationary employee may be discharged where, in the exclusive and
unlimited judgment of the employer, the employee’s performance, ability, conduct,
attitude, suitability or attendance appears unsatisfactory provided that in making
such decision, the employer shall do so in good faith.
10.04 On successful completion of the probationary period, an employee shall be placed
on regular staff, his name shall be placed on the seniority list and his seniority
shall date back to his last date of hire. Employees acquiring seniority on the same
date shall be added to the seniority list in alphabetical order and for the purpose of
establishing seniority, the employee’s last name at the time of being placed on the
list will be used.
10.05 An employee shall lose seniority and status as an employee for the following:
a)
Voluntary resignation;
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b)
Discharge for just cause;
c)
Failure to signify intention to return to work after a lay-off within five (5)
working days and actually returns to work within ten (10) working days
after proper notification by registered letter at the last address provided
by the employee to the Corporation;
d)
Lay-off in excess of twenty four (24) months;
e)
Absence from work without leave of absence being
granted by or
explanation being given satisfactory to the Corporation for continuous
absence of one (1) working week or over;
f)
If absent from work for a period in excess of twelve (12) months caused by
an occupational injury while working for another employer while in the
employ of the Corporation. This provision would not apply to an employee
who sustained an occupational injury while working for the Corporation;
g)
Retirement;
10.06 The seniority standing of an employee who may hereafter enlist in Her Majesty’s
Armed Forces, following a declaration of war by the Government of Canada shall
accumulate as from the date of enlistment in the same manner as if they had not
enlisted. There will be no loss of accumulated sick time pay up to date of
enlistment.
10.07 It is understood and agreed that the skill, ability, aptitude and efficiency of the
employees concerned shall be the guiding factor in determining whether an
employee is qualified to perform the work available, but where these things are
relatively equal, seniority will be the determining factor. Lay-off shall be by inverse
seniority, provided the Corporation is able to maintain a qualified work force.
10.08.1 The Corporation will not lay-off employees as a result of the contracting out of
work currently performed by the members of the Bargaining Unit.
10.08.2 An employee who has elected to leave the bargaining unit for more than one (1)
year and who subsequently returns to the bargaining unit shall not have
accumulated seniority while out of the Unit for the purpose of job posting under
Article 11.
ARTICLE 11 JOB POSTINGS AND PROMOTIONS
11.01 It is recognized that it is the policy of the Corporation to promote qualified regular
employees from within the Corporation whenever possible.
11.02 a)
The term "permanent vacancy" as used in this Agreement shall be defined
as any permanent job opening of more than forty (40) consecutive working
days’ duration. A "temporary vacancy” shall be defined as any job opening
of less than forty (40) consecutive working days’ duration or longer with the
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approval of the Union. However, vacancies of more than forty (40)
working days caused by employees being on vacation, off sick, on
workers' compensation, or on an approved leave of absence or for a short
term task of less than six (6) months shall also be considered temporary.
In the event an employee is absent due to pregnancy/parental leave, the
temporary vacancy period shall be up to twelve (12) months.
b)
The Corporation may fill, at its discretion, a temporary vacancy.
c)
When a permanent vacancy occurs or a new position is created, which
comes within the scope of the Agreement and which the Corporation
wishes to fill, the available position shall be posted on the bulletin board for
a period of ten (10) working days in order that any interested employee
may apply in writing. In order to be eligible for the posted vacancy, an
employee must apply in writing to Human Resources or designate on the
posting within the ten (10 working day period.
In the event an employee expects to be absent during the period when a
position will be posted they may file an advance application with the
Human Resources Department indicating their desire to fill the position. If
the position is posted during the employee's absence, this advance
application will be considered in the same manner as any other
application, which may be received.
d)
In selecting a candidate to fill a permanent vacancy or new position within
the bargaining unit, the Corporation shall consider skill, ability,
qualification, aptitude and efficiency. When these factors are relatively
equal, the employee with the greatest seniority will be given preference.
e)
The Corporation shall post the name of the successful applicant. The
Union shall be mailed a duplicate of this posting.
f)
An employee, prior to transferring to a classification that is more physically
demanding than his present classification, may be required to undergo a
medical examination by a physician of the employee’s choice. Medical
determination of suitability for the new classification will be by the
Company Doctor.
g)
When an employee temporarily accepts a position outside the bargaining
unit for a period of up to twelve months, he shall continue to accrue
seniority for the period of that assignment and shall return to his previous
classification upon completion of the assignment with no loss of
entitlements. The term of the assignment may be extended upon mutual
agreement between the parties. During this period of time the relieving
employee is no longer protected under the Collective Agreement. It is
further understood that there must be mutual agreement between the
Union and the Employer when there is an assignment outside the
bargaining unit that is anticipated to last less than thirty (30) calendar days.
11.03 The Corporation shall advise the Union of the job title and the rate of pay for any
new classification under Schedule I. If the Union does not agree with the rate of
pay assigned to the new job, a grievance may be processed commencing with
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Step 2 of the grievance procedure under Article 7 of this Agreement within five (5)
days of such notification.
In any arbitration of a dispute under this clause, the Arbitrator shall be limited to
determining the new rate by comparison with existing rates already under
Schedule I.
11.04 Any employee who has successfully bid under this Article shall not be eligible to
bid on a posted job for six (6) months from the date of his successful bid except at
the discretion of the Corporation.
11.05 a)
An employee who is temporarily transferred to a higher paid
classification for one (1) full half shift or more, in any pay period shall be
paid an additional one dollar seventy-five cents ($1.75) per hour above
his/her regular straight time hourly rate.
b)
An employee who is temporarily transferred to a lower paid classification
shall retain the rate of pay of his existing classification.
c)
The duration of temporary transfer shall be defined as the same duration
of a "temporary vacancy" under Article 11.02 (a).
11.06 When an employee is permanently selected or assigned to a lower paid
classification, he will be paid the rate for that classification, subject to Article
20.03.
11.07 Employees who transfer to another classification through the job posting process,
will be given the right to revert back to their previous classification if their previous
position is still unfilled by giving written notice to the Corporation within five (5)
working days of starting the new position. Should this occur, the Corporation may
fill the vacant position using the original list of applicants or re-post at their
discretion.
ARTICLE 12 HOURS OF WORK
12.01 No Guarantee
The Corporation does not guarantee to provide work to any employee for
regularly assigned hours, or for any other hours.
12.02 Days And Hours Of Work
The working week shall be thirty-five (35) hours per week. Seven (7) hours per
day shall constitute a day's work, between the hours of 8:00 a.m. and 5:00 p.m.
for the first five (5) days of the week, Monday to Friday inclusive, with one (1)
hour for lunch period, consistent with reasonable service to the public between
the hours of 11:30 a.m. and 2:00 p.m. Volunteers will be sought for the 11:30
lunch period start time after which employees shall be assigned the 11:30 lunch
period on a rotation basis. Employees may request that their starting/stopping
times and/or lunch hours be altered by thirty (30) minutes based on mutual
agreement with the Supervisor. Any such requests must be submitted in writing to
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the Supervisor two (2) working days in advance and the Supervisor will respond in
writing.
For employees in the Energy Service Advisor classification, the working week
shall be forty (40) hours per week. Eight (8) hours per day shall constitute a day’s
work, between the hours of 7:00 a.m. and 5:00 p.m. for the first five (5) days of the
week, Monday to Friday inclusive, with a one (1) hour lunch period. The lunch
period may be reduced to thirty (30) minutes based on mutual agreement with the
Supervisor.
When Management alters an employee’s start/stopping time within the hours
outlined above, Management will provide a minimum of two (2) days written notice
of the change.
12.03 Rest Periods
Employees shall be entitled to two (2) rest periods, each of a total of fifteen (15)
minutes duration, one in the first half and one in the second half of each
scheduled work day, at times and places designated by Management.
12.04 Meal Allowance
The Corporation shall not require an employee to carry or provide more than one
(1) meal on the day work is performed.
A meal allowance to a maximum of ten dollars ($10.00) shall be provided to all
employees required to continue work two (2) hours past their regular quitting time
and each four (4) hour interval thereafter until release from duty.
An employee who is called out to work after having completed his regular shift will
be permitted to have a meal after each four (4) hours of work. Such meal shall not
exceed ten dollars ($10.00) and will be paid time except where the meal is taken
after completion of the work for which the employee is called out.
Employees will be required to submit receipts for meals.
ARTICLE 13 OVERTIME
13.01 The Corporation may require employees to perform overtime work in excess of
their regularly assigned hours. The Corporation will continue to apply its
established policy which provides that wherever possible, overtime work is divided
as equally as practicable among employees regularly performing the work to be
done.
13.02 Overtime will be considered to be all hours worked in excess of the regular (7)
hours per day and/or thirty-five (35) hours per week for employees working a
thirty-five (35) hour work week and eight (8) hours per day and/or forty (40) hours
per week for employees working a forty (40) hour work week.
13.03 All planned and unplanned overtime shall be paid at double the employee’s
regular hourly rate or may at the request of the employee be taken as time off with
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the employee receiving two (2) hours off for each hour of overtime subject to the
following:
(a) Hours may be accumulated in a bank to a maximum of seventy (70) hours
(thirty-five (35) overtime hours) for employees working a thirty-five (35) hour
work week and eighty (80) hours per day (forty (40) overtime hours) for
employees working a forty (40) hour work week.
(b) The maximum number of hours that may be taken off under this option is
seventy (70) hours per calendar year (thirty-five (35) overtime hours) for
employees working a thirty-five (35) hour work week and eighty (80) hours
(forty (40) overtime hours) for employees working a forty (40) hour work week.
These hours may be taken off only after the approval of the supervisor and will
be subject to the 50% rule that is applied to holidays. Additionally, such time
taken off shall not create any overtime for other employees.
(c) Banked hours may be cashed in at any time at the employee’s request. Any
unused banked hours will be paid out at June 30th each year.
13.04 An employee recalled to perform overtime work will be paid a minimum of one and
one half hours (1 1/2) at double time.
13.05 In no event shall overtime or premium compensation be duplicated, compounded
or pyramided.
ARTICLE 14 LEAVE OF ABSENCE
14.01 Personal Leave
The Corporation may grant a leave of absence without pay to any employee for
legitimate personal reasons. Although an employee’s seniority shall continue to
accumulate during an approved leave of absence, the employee shall be solely
responsible, on a pro-rated basis, for the premium cost of any benefits if the
approved leave goes beyond twenty working days in a calendar year. Employer
contributions for pension for Emergency Leave will be maintained up to 10 days.
All requests and approvals for leaves of absence under this Article shall be in
writing.
a) Emergency Leave
Employees are entitled to utilize ten (10) unpaid days/occurrences per calendar
year to address such issues as those outlined under the applicable sections of the
Employment Standards Act of Ontario, including attending medical appointments,
either emergency or prearranged, with their dependents without first being
required to utilize where applicable floating holidays, vacation time, bereavement
leave or paid sick leave. However, this does not prevent employees from using
applicable paid time under such circumstances. For the purpose of this clause an
occurrence shall be defined as no greater than one day.
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b) Personal Leave
The Corporation may grant a leave of absence without pay to any employee for
legitimate personal reasons. However, the corporation may request that an
employee access applicable paid time before granting approval. All requests and
approvals for leaves of absence under this article shall be in writing.
Although an employee’s seniority shall accumulate during an approved leave of
absence under 14.01 (a) and (b), the employee shall be solely responsible, on a
pro-rated basis, for the premium cost of any benefits if the approved leave goes
beyond twenty days in a calendar year.
14.02 Bereavement Leave
a)
Employees will be allowed a leave of absence with full pay of five (5)
working days in the event of death of his/her spouse/partner, parents/stepparents or child/stepchild or parents/step-parents of spouse/partner.
b)
Employees will be allowed a leave of absence with full pay of up to four (4)
working days for the purpose of arranging and attending the funeral of a
brother, sister or relative in the employee’s residence.
c)
Employees will be allowed a leave of absence with full pay of one (1)
working day for the purpose of arranging and attending the funeral of a
brother-in-law, sister-in-law, grandparent, grandchild, aunt or uncle.
d)
The Corporation agrees to grant such additional time off without pay as it
deems appropriate in extraordinary circumstances involving a member of
the employee's immediate family described in clause (a) or (b) above.
14.03 Court Duty Leave
The Corporation agrees to pay the difference between an employee's regular
straight time pay (excluding payment for expenses) and the amount an employee
receives for:
a)
The time the employee is required to absent himself from work in order to
serve on a jury, or
b)
The time spent in court because he was subpoenaed as a witness except
where the employee is a party to the proceeding or is being charged.
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14.04 Pregnancy, Parental & Adoptive Leave
Pregnancy, Parental and Adoptive Leave shall be applied in accordance with the
Ontario Employment Standards Act. The Corporation shall continue to pay
employee's benefits during such leave.
14.05 Time Off for Union Employees
Provided the Employer receives at least five (5) days advance written notice (a condition
that may be waived by Management in extenuating circumstances), leaves of absence
with pay and without a loss of any seniority or benefits shall be granted upon request to
any employee(s) required to represent the Union at Union meetings; conferences;
conventions; seminars; workshops; or attend to Union business outside of the workplace.
The Union agrees to reimburse the Employer for the regular hourly wages that are paid to
such employees, the employer share of CPP, EI, WSIB, EHT and OMERS that are paid
to such employees-but no burden or levy will be assessed. Such leaves inclusively shall
not exceed an accumulated total of twenty (20) days per calendar year and will not be for
more than three (3) employees at any one time.
ARTICLE 15
PAID HOLIDAYS
15.01a) Provided the employee is at work on the required day immediately prior to and
subsequent to the holiday concerned, he shall receive payment based on his
regular hourly rate of pay multiplied by seven (7) for employees working a thirtyfive (35) hour work week and multiplied by eight (8) for employees working a forty
(40) hour work week for the following holidays:
New Year’s Day
Good Friday
Easter Monday
Victoria Day
Canada Day
Civic Holiday
Labour Day
Thanksgiving Day
Remembrance Day or Floating Holiday
½ day before Christmas Day
Christmas Day
Boxing Day
½ day before New Year’s Day
Family Day
Floating Holiday
Plus holidays declared by the Corporation
b) Employees absent on a bona fide absence (except for Long Term Disability,
Pregnancy and Parental Leave or Long Term Leave of Absence (in excess of 20
days) on the required shifts will receive holiday pay. In addition, exceptions to the
above requirement that an employee must be at work on the day prior to and
subsequent to the holiday may be made in special circumstances at the discretion
of Management.
c) The floating holidays are to be taken at a time mutually agreeable on the
following basis.
1.
2.
Floaters must be taken before the end of the current calendar year.
If floaters are not booked by October 31st of the year Management will
designate the day.
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3.
4.
When requests are received for the floating holidays, or Remembrance
Day, the Corporation will require a minimum of 50% of the workforce to
work. Those employees with the greatest amount of Corporation seniority
shall have first opportunity to schedule Remembrance Day as a
recognized holiday.
In the first calendar year of employment, an employee will be entitled to
two floating holidays on a pro-rated basis, or one Floating Holiday and
Remembrance Day if approved. The calculation will be based on the
number of complete months divided by twelve (12) times two (2) days
fourteen (14) hours, or one day (7) seven hours for employees working a
thirty-five (35) hour work week and two (2) days sixteen (16) hours, or one
day (8) hours for employees working a forty (40) hour work week.
ARTICLE 16 RATES OF PAY
16.01 The parties agree that the rates as set forth in Schedule "A” attached hereto
shall be paid to the employees covered by this Agreement.
ARTICLE 17 VACATIONS
17.01
The Corporation recognizes the need for rest and recreation on the part of its
employees and has, therefore, provided the vacation plan outlined in the following
paragraphs. Vacations are allowed as a period of change and rest for the good of
the employee and the Corporation alike. Therefore, continuous service without
vacation, but with extra compensation, is not regarded as good policy, and no
employee may make such election.
17.02 For purposes of the administration of this Schedule, the "Vacation Year” shall be
June 30th of any given year to June 29th of the following year, both dates
inclusive.
17.03 Length of continuous service on June 30th in the vacation year will be the
essence of qualification for paid vacation.
17.04 Employees shall be granted vacations and paid vacation pay at the time of
starting their vacation as follows:
a)
Employees with less than one (1) year of continuous service as of June
30th of any year shall receive vacation allowance according to the
Employment Standards Act of the Province of Ontario.
b)
Employees with one (1) but less than two (2) years of continuous service
as of June 30th in any year shall receive two (2) weeks vacation with full
pay.
c)
Employees with two (2) but less than eight (8) years of continuous service
as of June 30th in any year shall receive a vacation of three (3) weeks with
full pay.
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17.05
d)
Employees with eight (8) but less than fifteen (15) years of continuous
service as of June 30th in any year shall receive a vacation of four (4)
weeks with full pay.
e)
Employees with fifteen (15) but less than twenty-three (23) years of
continuous service as of June 30th in any year shall receive a vacation of
five (5) weeks with full pay.
f)
Employees with twenty-three (23) years or more of continuous service as
of June 30th in any year shall receive a vacation of six (6) weeks with full
pay.
a)
Full pay shall be defined as one (1) week's pay at the employee's regular
straight time rate for each week of vacation entitlement unless the
employee has been absent for more than (2) weeks (excluding absences
paid under the sick leave plan) (short term coverage only), maternity leave,
WSIB, jury duty or vacation) during the vacation year.
b)
In the event an employee has been absent for more than two (2) weeks
(excluding absences paid under the sick leave plan, (short term coverage
only), maternity leave, WSIB, jury duty or vacation, his vacation pay shall
be calculated at the rate of two percent (2%) of the employee's earnings in
the previous twelve (12) month period for each week of vacation
entitlement.
17.06 In the event a Paid Holiday falls within an employee's vacation period, he shall be
entitled to another day off with full pay.
17.07 While the Corporation will use its best efforts to provide vacations consistent with
the wishes of individual employees, employees will not necessarily be allowed to
take such vacation in one (1) block of more than three (3) consecutive weeks.
17.08 In scheduling the vacation of full weeks or less (e.g. single days) of employees,
preference in the choice of dates of vacations will be given to employees with the
greatest seniority provided such selection is made by March 31st, and also
provided that, in the opinion of the Corporation, it does not interfere with proper
and efficient service and operations. Furthermore, requests for full weeks will be
given preference over requests for less than a week, regardless of seniority.
After March 31st only vacation requests for periods of full weeks or less (e.g.
single days) will be considered on a first come first serve basis, provided that, in
the opinion of the Corporation, it does not interfere with proper and efficient
service and operations.
Under normal circumstances employees will not be permitted to cancel requests
made prior to March 31st and after they have been approved. However in
extenuating circumstances (e.g. off work due to disability) requests made for
vacation cancelation will not be unreasonably denied. Furthermore, it is
understood that employees are entitled to cancel vacation requests made after
March 31st.
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In the event that an employee is granted access to their following years vacation it
shall not take precedent over the assignment of the current year’s vacation to
other employees.
17.09 Employees leaving the employ of the Corporation during the vacation year will be
entitled to receive vacation credit, calculated in accordance with this plan for the
period from June 30th to the date of leaving.
17.10 All deductions normally made from an employee's regular pay shall be deducted
from the vacation pay.
17.11 Where an employee has established to the satisfaction of the Corporation that he
suffered a serious illness during his vacation that caused him to be hospitalized
for a minimum of two (2) days, he shall be allowed to substitute sick leave for
such days of hospitalization.
17.12 Employees may carry over up to one (1) full week of their vacation from one
vacation year to another at Management's discretion, provided such request does
not interfere with the vacation rights of other employees in that vacation year.
17.13 In the event that the employee is on scheduled vacation and is required to fulfill
obligations outlined under Article 14.02, they shall be entitled to re-schedule the
amount of vacation time that was lost due to their bereavement leave
commitments. The amount of re-scheduled vacation shall not exceed their
entitlement(s) under Article 14.02.
ARTICLE 18 HEALTH INSURANCE
18.01 The Corporation shall pay the full cost of the premiums of the following Insurance
Plans, which shall be subject to the terms, conditions and regulations of such
plans, for all qualified full time regular employees who have completed their
probationary period:
a)
Employers Health Tax
b)
The Manulife Financial Health Plan, or equivalent with a eight hundred
dollar ($800.00) maximum per covered person in a calendar year for each
Practitioner Service outlined in the Manulife Financial Health Plan
employee handbook.
c)
Long Term Disability Plan, paying 75% of regular earnings to a maximum
of $4,700 per month.
d)
The Manulife Financial Dental Plan, or equivalent with payment based on
the 2014 O.D.A fee schedule effective January 1st, 2014. Effective January
1, 2015, this will change to the 2015 O.D.A fee schedule. Effective
January 1, 2016, this will change to the 2016 O.D.A. fee schedule.
Effective January 1, 2017, this will change to the 2017 O.D.A. fee
schedule.
Plus:
(d)(1) Major restorative
(caps and crowns) to a maximum of
$2,500/calendar year for employee and for each dependent. (D)(2)
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Orthodontic coverage up to $2,750 maximum per lifetime for employee
and for each dependent. For (d)(1) and (d)(2), the employee pays 50%
of the cost and the insurer pays 50%. Dental check-ups (recall) covered
every nine (9) months.
e)
Group Life Insurance.
f)
Vision care which shall provide coverage of up to a maximum of three
hundred and seventy-five dollars ($375.00) effective April 1, 2011 and four
hundred dollars ($400.00) effective April 1, 2013 towards the purchase of
glasses for each eligible employee and insured family member over a two
(2) year period. Once per lifetime, an employee and/or insured family
members are eligible to use the balance of their current two-year
allotment, combined with the following two-year allotment for the purpose
of laser eye surgery (maximum $750.00 effective April 1, 2011 and
$800.00 effective April 1, 2013.) The aforementioned second two-year
allotment is no longer available to be spent.
The period for dependent children age 18 and under will be one (1) year
for change in prescription.
g)
Effective the date of ratification, only generic drugs are covered except
when a brand name drug is specifically prescribed by the doctor.
h)
Effective the date of ratification, implement a dispensing fee cap of $7.00.
i)
Effective date of ratification, eye examinations will be capped at $100.00
per exam.
j)
Effective date of ratification, orthotic coverage will be $500.00 per year for
either custom-made or off the shelf orthotics, but not both.
k)
Benefits booklets, detailing the benefit coverage negotiated on behalf of
the bargaining unit employees, will be made available within sixty (60) days
of the signing of the Collective Agreement. In the event that unforeseen
circumstances prevent the booklet being available within (60) days, the
Union will be advised.
18.02 The Corporation's contribution to Health Insurance shall cease if an employee is
laid off in excess of four (4) weeks' duration.
18.03 An employee who is covered by another employers’ insurance must disclose such
information to ensure coordination of benefits.
18.04 Extended Health, Dental and Vision Care plans are to be offered to employees
(but not the surviving spouse) who retire prior to age 65, up to age 65 or death.
Plan premiums to be paid 50% by the Corporation, 50% by the early retiree.
Retiree Benefits and Life Insurance
Employees born after April 1, 1959, who retire after April 1st, 2015 are responsible
for 100% of retirement life insurance premiums.
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ARTICLE 19 SICK LEAVE PLAN
19.01 Regular full time employees who have completed their probationary period
shall be eligible for the following coverage during periods of sickness or noncompensable injury provided the employee has not sustained an occupational
injury while working for another employer while in the employ of the Corporation.
a) Short Term Coverage
Short term coverage covers periods of sickness or non-compensable injury of up
to seventy-five (75) consecutive working days.
b) Long Term Coverage
Long term coverage covers periods of sickness or non-compensable injury for a
period in excess of seventy-five (75) consecutive working days.
19.02
Short Term Coverage
The Corporation shall provide the following coverage in each calendar year:
a)
Employees with less than one (1) years' service as of January 1st shall be
entitled to a total of fifteen (15) working days at regular straight time pay
and the balance at seventy-five percent (75%) of regular straight time
pay.
b)
Employees with one (1) to two (2) years' service as of January 1st shall
be entitled to a total of thirty (30) working days at
regular straight time
pay and the balance at seventy-five percent (75%) of regular straight time
pay.
c)
Employees with two (2) to three (3) years' service as of January 1st shall
be entitled to a total of forty-five (45) working days at regular straight
time pay and the balance at seventy-five percent (75%) of regular
straight time pay
d)
Employees with three (3) to four (4) years' service as of January 1st shall
be entitled to a total of sixty (60) working days at regular straight time pay
and the balance at seventy-five percent (75%) of regular straight time pay.
e)
Employees with more than four (4) years' service as of January 1st shall
be entitled to a total of seventy-five (75) working days at regular straight
time pay and the balance at seventy-five percent (75%) of regular straight
time pay.
19.03 If January 1st falls within a period of sickness or non-compensable injury, the
employee shall not be entitled to any additional sick leave at full pay for the
duration of that sickness or non-compensable injury.
19.04
Long Term Coverage
The Corporation shall provide the long-term disability plan in Article 19 of this
Agreement commencing after the seventy-fifth (75th) consecutive working day.
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19.05 As far as practicable, the Corporation will endeavor to
find a position for
employees whose physical condition has been impaired by age, sickness or
accident, and at a rate which is justified by the job being performed and the
circumstances surrounding each individual case.
19.06 Any abuse or violation of sick leave will be subject to review.
19.07 The Corporation will reimburse employees for the cost of any medical report
requested by the Corporation.
ARTICLE 20 INJURY ALLOWANCE
20.01 a)
b)
Except as provided in 20.01(b), in cases covered by
the Workplace
Safety and Insurance Board and where compensation is allowed, the
Corporation will pay the employee the difference between his normal net
earnings and Workplace Safety and Insurance Board payment prior to his
absence except in cases where disability pension is being paid by the
Workplace Safety and Insurance Board.
In cases where an employee is off work and is receiving disability pension
from the Workplace Safety and Insurance Board he shall not be eligible for
the make-up allowance outlined in paragraph (a) above.
20.02 In cases where an employee has been injured and returns to work, a reasonable
and suitable period of light duty may be arranged. If the period of light duty
extends beyond three (3) months, considerations shall be given to the rate of pay,
20.03 In the event an employee is permanently transferred to a lower paid classification
as a result of an on-the-job disability he shall continue to receive that hourly rate
which he earned immediately prior to the permanent transfer until the rate of pay
for his new classification exceeds this amount.
ARTICLE 21 PENSION PLAN
21.01 a) The Corporation agrees to continue in operation the Ontario
Municipal Employees Retirement System as outlined in the plan and will pay
fifty percent (50%) of the cost of the Canada Pension Plan.
ARTICLE 22 SAFETY
22.01 Union and Management will co-operate in the strict observance of all safety
measures and the provisions of the Infrastructure Health & Safety Association
(IHSA).
ARTICLE 23 WORKERS' CLOTHING
23.01 The Clerk I - Mailroom shall be supplied one (1) jacket as required in the
performance of his/her duties.
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ARTICLE 24 PAY DAY
24.01 The Corporation agrees to the payment of wages by direct bank deposit, on
Thursday a.m. of each week. The pay period shall consist of the period ending at
midnight Friday of the previous week. A statement of deposit will be made
available to each employee on Thursday, no later than 4:30 p.m.
ARTICLE 25 COMMITTEES
25.01 Labour Management Committee
The parties agree to the establishment of a labour-management committee
comprised of three (3) members of the Union and representatives of the
Corporation. Such committee shall meet, not more than monthly, to discuss items
of mutual interest excepting grievances. Either party to this Agreement can call a
meeting of the labour management committee by submitting an agenda to the
other party seven (7) days in advance of a proposed meeting date.
25.02 One Occupational Joint Health & Safety Committee for the entire Corporation shall
be formed and shall comply with all applicable legislation. The Committee will be
comprised of representatives of the IBEW, CAW and Management. The IBEW
shall have two (2) employees on the Committee and shall appoint their own
committee members.
This committee will meet at regular intervals but in any event, except in an
emergency situation, not less frequently than four (4) times per year and not more
frequently than once (1) per month. The committee shall determine its own rules
and procedures consistent with the applicable legislation.
Committee members shall receive their regular straight time rate of pay for all time
spent during the employee’s regularly scheduled hours of work in Labour
Management and Occupational Health and Safety Committee meetings.
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ARTICLE 26 DURATION
26.01 This Agreement shall take effect on the 1st day of April, 2014 and remain in full
force and effect until the 31st day of March 2017 and thereafter from year to year
unless terminated or amended by notice in writing, from either party within ninety
(90) days but no later than thirty (30) days prior to termination date in any year.
26.02 The parties hereto agree to meet for the purpose of negotiations within thirty (30)
days prior to the termination date, or at a time to be mutually agreed upon.
26.03 It is understood that during any negotiations following upon notice of termination
or notice of amendment, either party may bring forward counter-proposals
arising out of or related to the original proposals.
DULY EXECUTED BY THE PARTIES HERETO THIS 5TH DAY OF MAY 2014.
i
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COLA CLAUSE
As of April 1, 2012 a COLA clause comes into effect and is based on the "All
Ontario” C.P.I. index. If the C.P.I. index rises by 4.0% above the April 1, 2012,
C.P.I. index a general wage increase of 1% will become effective on the first
payroll period in the month following the month, which triggered the increase.
Thereafter, increase(s) will occur for each additional 1 full percent rise in the index
above 4.0%. The COLA clause will cease to operate as of March 31, 2013.
As of April 1, 2013 a COLA clause comes into effect and is based on the "All
Ontario” C.P.I. index. If the C.P.I. index rises by 4.0% above the April 1, 2013
C.P.I. index a general wage increase of 1% will become effective on the first
payroll period in the month following the month, which triggered the increase.
Thereafter, increase(s) will occur for each additional 1 full percent rise in the index
above 4.0%. The COLA clause will cease to operate as of March 31, 2014.
MERGER/AMALGAMATIONS
Should the Corporation merge, amalgamate, or combine any of its operations or
functions with another Corporation, Company or Companies, the Employer agrees
to give the Union as much notice as practically possible prior to any intent by the
Employer to implement the above.
In the event that there is a merger with another Corporation, Company or
Companies, in which the covered Employees therein are represented by another
Union, the representation rights and the Collective Agreement and the status quo
of Local 636 IBEW members shall be maintained in respect of those members
until a final determination is made under the Labour Relations Act of Ontario or
any successor organization as to the proper representation of the combined
group.
24
25
26
4/1/01 - Re-Issued
4/1/02 - Re-Issued
4/1/05 - Re-Issued
4/01/08- Re-Issued
4/01/11- Re-Issued
4/01/14 - Re-Issued
LETTER OF UNDERSTANDING
BETWEEN:
HYDRO ONE BRAMPTON NETWORKS INC.
AND:
LOCAL UNION No. 636, INTERNATIONAL
BROTHERHOOD OF ELECTRICAL WORKERS,
AFL:CIO:CLC
(Office and Clerical)
This letter of understanding shall serve as confirmation of the understanding resolved
between the parties during negotiations dated October 21, 1985 with respect to the
following:
Article 2 of the contract deals with the recognition clause and the exclusion of personnel
of Government sponsored programs. It is understood that should the Corporation be
involved with this type of program it would not displace or replace any union personnel.
ACKNOWLEDGED BY THE PARTIES AND DATED THI 5th DAY OF MAY 2014. .
27
8/17/87 - Issued
4/1/01 - Re-Issued
4/1/02 - Re-Issued
4/1/05 - Re-Issued
4/1/08 - Re-Issued
4/01/11- Re-Issued
4/01/14 - Re-Issued
LETTER OF UNDERSTANDING
BETWEEN:
HYDRO ONE BRAMPTON NETWORKS INC.
AND:
LOCAL UNION No. 636, INTERNATIONAL
BROTHERHOOD OF ELECTRICAL WORKERS,
AFL:CIO:CLC
(Office and Clerical)
This letter of understanding shall serve as confirmation of the understanding resolved
between the parties during the negotiations dated August 17, 1987 with respect to the
following:
Article 19:04: The Corporation will advance, if required, to an employee monies on a
weekly basis to a maximum of four (4) weeks’ regular pay exclusive of overtime or
premiums, until the long term disability plan first cheque is received. When the first
cheque from the L.T.D. plan is received, the monies advanced will be repaid to the
Corporation. It is understood that the Corporation will endeavor to help the employee
to receive his funds from the L.T.D. plan as quickly as possible.
Article 20:01: The Corporation will, if required, advance funds to an employee on a
weekly basis to a maximum of four (4) weeks’ regular pay exclusive of overtime or
premiums until the first Workplace Safety and Insurance Board cheque is received.
When the Workplace Safety and Insurance Board cheque is received the monies
advanced will be repaid to the Corporation. It is understood that the Corporation will
endeavor to help the employee to receive his funds from Workplace Safety and
Insurance Board as quickly as possible.
ACKNOWLEDGED BY THE PARTIES AND DATED THIS5TH DAY OF MAY 2014. .
28
8/8/90 - Issued
4/1/02 - Re-Issued
4/1/05 - Re-Issued
4/1/08 - Re-Issued
4/01/11- Re-Issued
4/01/14 - Re-Issued
LETTER OF UNDERSTANDING
BETWEEN:
HYDRO ONE BRAMPTON NETWORKS INC.
AND:
LOCAL UNION NO. 636, INTERNATIONAL
BROTHERHOOD OF ELECTRICAL WORKERS,
AFL:CIO:CLC
(Office and Clerical)
This letter will serve to confirm our understanding reached during negotiations that the
Corporation will be introducing extended hours in the Customer Accounts Department
and the Credit and Collection Department in order that the Corporation may extend its
availability to its customers.
Implementation of such altered working hours shall be on a voluntary basis. Should there
be insufficient volunteers the extended hours will be staffed by part-time employees.
ACKNOWLEDGED BY THE PARTIES AND DATED THIS 5TH DAY OF MAY 2014.
29
4/1/08 – Issued
4/01/11- Re-Issued
4/01/14 - Re-Issued
LETTER OF UNDERSTANDING
BETWEEN:
HYDRO ONE BRAMPTON NETWORKS INC.
AND:
LOCAL UNION NO. 636, INTERNATIONAL
BROTHERHOOD OF ELECTRICAL WORKERS,
AFL:CIO:CLC
(Office and Clerical)
This letter shall serve to confirm our understanding reached during negotiation regarding
casual time.
Unless renewed by the parties, this letter of understanding expires on March 31, 2011.
Booking Casual Time:
Employees on a 35-hour work week will be able to bank up to thirty-five (35) casual time
hours. There will be a minimum of a half-hour for each booking.
Employees on a 40-hour work week will be able to bank up to forty (40) casual time
hours. There will be a minimum of a half-hour for each booking.
All banked casual time will be offered at straight time only.
Supervisory Approval:
All requests to bank and use casual time will be subject to the immediate Supervisor’s
approval. All requests to bank “on” and “off” time must be in writing to the immediate
Supervisor. Supervisors will base their approval on the employees work schedules to
ensure ample employee coverage in their department.
Any casual hours carried over to the next year will reduce the employees’ bank by an
equal amount.
Casual Time vs. Vacation:
Vacation will take precedence over casual time when there is a conflict in booking.
Casual time can only be cashed out at Management’s discretion.
ACKNOWLEDGED BY THE PARTIES AND DATED THIS 5TH DAY OF MAY 2014.
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