COLLECTIVE AGREEMENT Between SUPPORTIVE HOUSING … Care... · Supportive Housin\j In Peel and Canadian Union of Public Employees~ Collective Agreement ... No new employee shall be

$Page 1: COLLECTIVE AGREEMENT Between SUPPORTIVE HOUSING … Care... · Supportive Housin\j In Peel and Canadian Union of Public Employees~ Collective Agreement ... No new employee shall be$
Supportive Housin\j In Peel and Canadian Union of Public Employees~ Collective Agreement

COLLECTIVE AGREEMENT

Between

SUPPORTIVE HOUSING IN PEEL

And

CANADIAN UNION OF PUBLIC EMPLOYEES LOCAL966

~~pportive_Housing In Peel and Canadian Union of Public Employees - Collective Agreement

Contents

MISSION STATEMENT. . ................................... 4

ARTICLE 1 - PURPOSE .......... ............ ......................... .. .. . .. . . . ........................ .4

ARTICLE 2 RECOGNITION............................................ ............. .................... . ... .4

ARTICLE 3 - MANAGEMENT RIGHTS. ..... . ................................. 5

ARTICLE 4- NO STRIKES OR LOCKOUTS............................. .................... . .. .. . .... 5

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

ARTICLE 6 - UNION ACTIVITY AND REPRESENTATION ........................................ 6

ARTICLE 7 - SENIORITY................. . ............................................. 8

ARTICLE 8- GRIEVANCE PROCEDURE ................ . . .................................. 10

ARTICLE 9 ARBITRATION ................................... . ·············· ............................... 12

ARTICLE 10 - BULLETIN BOARDS . . .. ..... ................................... ... . ................... 14

ARTICLE 11 - OCCUPATIONAL HEALTH AND SAFETY ..

ARTICLE 12-WORKPLACE SAFETY AND INSURANCE ..

ARTICLE 13

. ..... 14

. ................... 15

...... 16

13 02- BEREAVEMENT LEAVE. ........................................................................... 16

13 03 - JURY DUTY AND WITNESS LEAVE...... . ....... 16

ARTICLE 14- POSTING OF VACANCIES.. 8

ARTICLE 15 - HOURS OF WORK. OVERTIME. SHIFT PREMIUM AND CALLBACK .... 20

ARTICLE 16 -WAGES ..

17 - PAID HOLIDAYS ..

18 -

19 -

...... 21

24

Supportive Housing In Peel and Canadian Union of Public Employees Collective Agreement

LETTER OF UNDERSTANDING.

In Service Benefit Review .

OF UNDERSTANDING.

. .................... 35

. ..... 36

Training And Development .... ...... ... ..... . ...... 36

LETTER OF UNDERSTANDING ................................................................................. 37

Working Alone ............................................................. . . ..... , ................... 37

LETTER OF UNDERSTANDING. . ................ ,,., '''''' '' .... 38

Agency Staff ........................................................................... . " ' ................ 38

APPENDIX "A"........... .. . .. ......... 39

Salaries and Wages .......................................................................................................... 39

'20i8

Supportive Housing In Peel and Canadian Union of Public Employees ~Collective Agreement

MISSION STATEMENT

increase quality of life through health services and housing supports that promotes mental and physical health and wellness

ARTICLE 1 • PURPOSE

The purpose of this Agreement is to establish orderly and mutually satisfactory relations between the Employer and the Employees covered by this Agreement, to provide a method for the prompt and equitable disposition of grievances, and to establish and maintain satisfactory working conditions, hours of work and wages for all Employees who are subject to the provisions of this Agreement. There shall be no discrimination against any employee in accordance with SHIP's Human Rights Policy, SHIP's Workplace Harassment Policy, as amended from time to time, and/or because of any proscribed ground as set out in the Ontario Human Rights Code.

ARTICLE 2 • RECOGNITION

1 The Employer recognizes the Union as the sole and exclusive Bargaining Agent of all Employees of Supportive Housing In Peel in the Regional Municipality of Peel, save and except Managers, persons above the rank of Manager, Bookkeeper and Administrative Assistant

2.2 Persons who are not covered under the scope of this collective agreement will not normally perform bargaining unit work, except in cases of emergency, for purposes of training, or for other planned events for which there is mutual agreement betvveen Agency and the Union.

shall be required or permitted to make a written Employer or which

Effective Oct1vber 30,

Supportive Housing In Peel and Canadian Union of Public Employees~ Collective Agreement

ARTICLE 3 • MANAGEMENT RIGHTS

The Management of the Employer's operation is vested exclusively in the Employer except as modified by the express terms of this Agreement

ARTICLE 4 • NO STRIKES OR LOCKOUTS

4.01

The definitions of the tenms "lockout" and "strike" as used in this Article shall be as defined in the Ontario Labour Relations Act.

4.02

The Union agrees that, during the term of this Agreement, neither it nor its representatives will authorize. condone, encourage, support, sanction, call, or participate in any work stoppage, slowdown, picketing, curtailment, or restriction of production, or interfere with work in the Employer's workplace.

4.03

The Employer agrees that it will not cause or direct any lockout of its Employees for the duration of this Agreement

ARTICLE 5 · CHECK-OFF OF UNION DUES

5.01

deduct from the wages of each Employee in the Bargaining prcma1t1onarv period an amount to the monthly

5

Supportive Housing In Peel and Canadian Union of Public Employees - Collective Agreement

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

5.03

In all cases, the Union shall indemnify and save harmless the Employer, its agents and/or Employees acting on behalf of the Employer, from any and all claims, demands, actions, or causes of action arising from, or in any way connected with the collection of such Dues,

5.04

At the same time that Income Tax (T-4) slips are made available, the Employer shall type on the amount of Union dues paid by each Union member in the previous year.

ARTICLE 6 ·UNION ACTIVITY AND REPRESENTATION

6.01

Except as expressly permitted by this Agreement, there shall be no Union activities on Employer's time or on the Employer's property without the express permission of the Employer.

to seven stewards, one which shall be the no more than one ) stewa1rd shall drawn

by both parties.

$lUpportive Housing In Peel and Canadian Union of Public Employees~ Collective Agreement

~epresentation

!\lo individual Employee or group of Employees shall undertake to represent the Union ai meetings with the Employer without proper written authorization from the Union. In order that this may be carried out, the Union will supply the Employer with the names of its officers. Similarly, the Employer will, if requested, supply the Union with a list of its supervisory or other personnel with whom the Union may be required to transact business.

Bargaining Committee

Bargaining Committee shall be appointed and consist of not more than three (3) members and one ( 1) alternate as appointed by the Union. Bargaining Committee members shall not lose regular earnings for time spent in direct negotiations with the Employer up to Conciliation. It is agreed that not more than one representative shall be drawn from any individual department or service.

All new hires shall be advised that there is a Union in place and that the current collective agreement is available for viewing and/or download on the "S" drive.

6.03

The Employer shall not discriminate, intimidate or harass any Employee because of any Employee's membership or non-membership in the Union or because of activity or lack of activity in the Union.

6.04

Employer will notify the Union quarterly, writing, changes of status of Employees, including new maternity/parental leaves, sick WSIB abse11ceis •A1n0r·0 orm1·1nEin with a contact, writing.

6.05

supportive Housing In Peel and Canadian Union of Public Employees - Collective Agreement ~~~~~~~~~~~~

6.06

Provided it does not interfere with operational requirements as determined by the Agency, up to three (3) Employees shall be entitled to a cumulative maximum of forty (40) days leave without pay, (with an individual maximum of twenty-five (25) days for the UVP and the remainder evenly divided by the others), but without loss of seniority credits and benefits, per calendar year for the purpose of attending Union functions including; education forums, conferences, seminars and convention. The Union will provide as much notice as possible, but not less than 2 weeks. An employee shall receive the pay and benefits provided for in this agreement when on unpaid leave of absence for union work. However, the Union shall reimburse the Employer for all pay during the period of absence within 60 days of the period of absence, failing which, this undertaking will cease.

ARTICLE 7 • SENIORITY

7.01

Seniority, as referred to in this Agreement, shall mean the Employee's length of continuous service with the Employer, in the Bargaining Unit, measured in years, months and days for Full-time Employees and in hours for Part-time Employees. For Part-time Employees, one year of seniority will be credited for each 1950 hours worked.

An employee who is transferred outside the bargaining unit shall not accumulate seniority. In the event the employee is returned to a position in the bargaining unit within twelve (12) months of the transfer, he/she will be credited with the seniority held at the time of transfer and resume accumulation from the date of his/her return to the bargaining unit

7.02

Effective October 8


7.04

When reducing the workforce the following shall apply:

a) Probationary Employees performing the work in the affected positions shall be removed first, provided that the remaining Employees are qualified to perform the work.

b) Thereafter. Employees having the least seniority in the affected positions, as defined in Appendix A, shall be laid off first, provided that the remaining Employees have the requisite qualifications, experience, skill and ability to perform the available work.

c) An employee with more seniority will have the right to bump an employee with lesser seniority in an equal or lower classification provided they have the requisite qualifications, experience, skill and ability to perform the avsilable work.

d) No new employee shall be hired until all those on layoff have been given an opportunity for recall.

7,05

A layoff shall be defined as the elimination of one or more bargaining unit positions of a temporary or permanent nature or the reduction of hours of a full time employee that results in a change in status. Where funding reductions will result in layoff of staff, no less than thirty (30) days notice shall be provided, or a greater amount, as may be required under the Ontario Employment Standards Act. Following such notice, the Employer shall meet with the Union, if requested, to advise the reasons for such layoff.

deemed to terminated

Supportive~ Housing In Peel and Canadian Union of Public Employees -~Co::cll--ec __ ti~ve __ A~g,_re __ e __ m __ en __ t ______ _

granted;

e) she absents herself for more than two (2) consecutive scheduled working days without notifying the Employer or providing reasons acceptable to the Employer;

f) she has been laid off or has been absent from work for any reason for a period of eighteen (18) months.

7. 06 • Recall

Employees who are laid off shall be placed on a recall list and shall retain accrue seniority for eighteen ( 18) months.

7.07

but not

The Employer shall recall Employees in order of seniority to vacant Bargaining Unit positions for which they have the requisite qualifications, experience, skill, ability and suitability to perform the available work, for a period of eighteen (18) months from date of layoff. Notice of recall shall be sent by courier or registered mail to the last known address the Employee, who shall respond to the recall notice within three (3) days.

7.08 - Seniority List

The Employer shall post the seniority list twice per year in February and July.

ARTICLE 8 ·GRIEVANCE PROCEDURE

8.01

a complaint concerning the interpretation, application, Agreement, including whether a matter is

fltY\/'4t'<'A the 0CCUffence. !he fAM"AriV

October

In Peel and Canadian Union of Public Collective

8-03 ·Complaint

If an Employee has a complaint she shall discuss it with her Manager as soon as possible and no later than within ten (10) days after the circumstances giving rise to the complaint has occurred or ought to have reasonably come to the attention of the Employee. The responsible Manager shall give her written response to the complaint within seven (7) days after such discussion and, failing settlement, it may be taken up as a grievance in writing as follows.

Grievance Step 1

Failing settlement of the complaint, the Union on behalf of the grievor shall submit a grievance in writing and shall present it to the Manager within five (5) days of the answer to the complaint The Manager and a representative of Human Resources will hold a meeting within ten (10) days of receiving the grievance. The grieving Employee m&y be accompanied by a Steward at the meeting. The decis.ion by the Manager shall be given in writing within ten (10) working days following the meeting.

Grievance Step 2

Failing a settlement under Step 1, the Griever may submit the grievance in writing, which shall include the Article or Articles violated and the remedy sought, to the Chief Executive Officer within five (5) days of receiving the decision at Step 1. A meeting will then be held within ten ( 10) days between the Chief Executive Officer or her designate, the Grievor and an authorized Union representative and such other management representatives as may be appropriate. The decision of the Chief Executive Officer or her designate shall be delivered in writing within ten (10) business days following the meeting.

8.04

l::r!lDll:JVf!f Shall right file a \AJFl!tl"•n OiDliC:V nnPit5'.lr1rA

int1aroretatkm application or administration

supportive Housing In Peel and Canadian Union of Public Employees - Collective Agreement

The time limits are mandatory under the Grievance and Arbitration Procedures but may amended where mutually agreed in writing. The days specified in the time limits shall

be business days and shall not include Saturdays, Sundays, or holidays as listed in article 17 .01.

8.07

Any grievance which is not commenced or processed to the next stage of the Grievance Procedure by the Union within the time specified shall be deemed to have been abandoned.

8.08

Time spent by the Union Steward (or alternate) in grievance meetings with the Employer shall be paid time.

ARTICLE 9 • ARBITRATION

9.01

Where a difference arises between the Employer and the Union relating to the interpretation, application or administration of this Agreement, either of the Parties may, after duly exhausting the Grievance Procedure established by this Agreement, notify the other Party in writing of its desire to submit the matter to Arbitration within fifteen (15) working days of the answer at Step 2 of the Grievance Procedure, but not thereafter in11>ss mutually agreed-upon writing.

9.02


agreeable or not to the matter being heard by a Tripartite Board. If so, the Parties shall use the following procedure:

i) Within ten (10) days after receiving such notice, the other Party shall respond by giving the name of its nominee to the Arbitration Board.

ii) The two (2) nominees shall, within seven (7) days after receipt of the appointment of the second of them, appoint a third person who shall be the Chairperson of the Arbitration Board.

iii) If the recipient fails to name a nominee or if the two (2) nominees fail to agree on a Chairperson, an appointment may be made by the Office of Arbitration, at the request of either Party.

The Arbitration Board shall be governed by the following provisions:

a) The Arbitration Board shall hear and determine the grievance and issue a decision which is final and binding on the Parties and upon any Employee affected by it

b) The decision of the majority is the decision of the Arbitration Board, but if there is no majority, the decision of the Chairperson governs.

9.03

The Arbitrator or the Board of Arbitration shall not have jurisdiction to entertain any grievance which has not been duly processed through the Grievance Procedure. The Arbitrator shall not have any authority to alter or amend in any way the provisions of this Agreement; to give any decision inconsistent with or contrary to the terms and

of this Agreement; or any way to modify, add to or delete Agreement uphold statutory

9.04

Supportive Housing In Peel and Canadian Union of Public Employees ~Collective Agreement

ARTICLE 10 ·BULLETIN BOARDS

The Union may use allocated space on the Employer's eleven (11) bulletin boards, located at:

SHIP Main Office Hammond (Group Home) Parsons Place (Group Home) Mississauga SSCS Brampton - SSCS Nance Horwood Peel Youth Village Henderson Building Edelbrock (Orangeville) Assisted Living Program (Orangeville) Angela's Place

for the purpose of posting notices pertaining to meetings and other Union business. A designated member of Management and the Union must approve the notices prior posting.

ARTICLE 11 ·OCCUPATIONAL HEALTH AND SAFETY

11.01

A Joint Health and Safety Committee shall be constituted in accordance with the Occupational Health and Safety Act of Ontario. The Committee shall have one ( 1) certified representative from the Bargaining Unit and one ) certified representative not

Colle1~tiv'e Bargaining.


11.02

The Committee shall meet on a regular basis, or as requested by either party, to identify potential dangers and to recommend means of improving the health and safety programs.

11.03

The time spent at Committee meetings shall be considered as time worked.

ARTICLE 12-WORKPLACE SAFETY AND INSURANCE

12.01

An Employee who suffers an injury or an occupational disease which is covered under the Workplace Safety and Insurance Act and therefore is unable to work, shall have the option of using accumulated sick leave credits while the claim is pending. It is understood that an Employee can only use earned credits up to the maximum accumulation, as provided for in Article 20 - Sick Leave.

12.02

If the injury or illness is recognized as compensable by the Workplace Safety and Insurance Board, the amount of the sick leave credits used shall be restored and the Employer shall be reimbursed for the value of those credits from the amount of the award.

12.03

an an award under the Workplace 0a1•ety the Employer agrees to maintain benefits coverage and seniority

October , 2018.

a to


his/her incapability or restrictions. A request by the Employer that an Employee be e:xamined by the Employer's doctor shall not be made unreasonably. Accommodation may include assigning the Employee to an available vacant position in the bargaining u11it, without posting, provided that the Employee has the qualifications, skills and ability to perform the regular duties of the position. It is understood that such transfer shall not alter the bargaining unit seniority date of any Employee. Further, should such transfer be to a position with a lower wage classification, the Employee will be paid at the applicable rate in the lower wage classification.

ARTICLE 13 ·LEAVES OF ABSENCE

13.01

All requests for Leaves of Absence shall be made in writing and shall include the reason for requesting the leave.

13.02 ·BEREAVEMENT LEAVE

In the event of death of a family member, an Employee who would otherwise have been at work shall be entitled to bereavement leave without loss of pay for the purpose of arranging or attending the funeral as follows:

a) her next five (5) consecutive scheduled working days in each case of death of a spouse (including common-law relationship), child, stepchild, grandchild, sister and brother, half-sister and -brother, mother and father, mother-in-law and fatherin-law, grandparents, brother-in-law and sister-in-law, aunt and uncle, niece and nephew, and legal guardian or ward. Where special accommodation is required under Ontario Human Rights Code, adjustment may made to the timing of when days are taken.


Where reasonable, such an Employee will attend work each day prior to jury or witness duty or return to work each day immediately upon being discharged from jury or witness duty,

13.04- PREGNANCY, PARENTAL AND ADOPTION LEAVE

Unless otherwise amended herein, Pregnancy, Parental and Adoption Leave will be granted, without pay, in accordance with the Employment Standards Act of Ontario.

a) PREGNANCY LEAVE

i} An Employee who is pregnant shall be entitled, upon application, to Pregnancy Leave and Parental Leave immediately thereafter. Pregnancy Leave shall be granted for seventeen ( 17) weeks, which may begin no earlier than seventeen ( 17) weeks before the expected birth date.

ii) The Employee shall give the Employer two (2) weeks notice, in writing, of the day upon which she intends to commence her leave of absence. Unless impossible, she shall furnish the Employer with a certificate of a legally qualified medical practitioner stating that she is pregnant and giving the day upon which delivery will occur.

iii) The Employee must have started employment at least thirteen (13) weeks prior the expected date of birth,

iv) The Employee shall give at least two (2) weeks notice of her intention to return to work. Once started, the Employee may, shorten the duration of the leave of absence requested under this Article upon giving the Employer four (4) weeks notice of intention to do so. Any request that would extend the leave heyond

allotted seventeen 7) weeks must be in writing four (4) weeks advance am1m·ved by Employer.


vi Upon expiry seventeen 7) weeks Pregnancy Leave, an Employee may immediately commence Parental Leave, as provided under the Parental Leave provisions of this Agreement The Employee shall give the Employer at least two (2) weeks notice, in writing, that she intends to take Parental Leave.

b) PARENTAL LEAVE

i) An Employee who becomes a parent and who has been employed for at least thirteen (13) weeks immediately preceding the date of birth of the child, or the date the child first came into care or custody of the Employee, shall be entitled to Parental Leave.

ii) A "parent" includes the natural mother or father of the child, a person with whom a child is placed for adoption, and a person who is in a relationship with the parent of the child and who intends to treat the child as her own.

iii) Parental Leave must begin within fifty-two (52) weeks of the birth of the child or within fifty-two (52) weeks of the day the child first came into the custody, care and control of the parent. For Employees on Pregnancy Leave, Parental Leave will ordinarily begin immediately after Pregnancy Leave expires. Parental Leave shall be granted for up to thirty-five (35) weeks in duration for birth mothers and up to thirty-seven (37) weeks for all other new parents and shall, in all cases, begin within fifty-two (52) weeks of the date the child is born or comes into the custody, care and control of a parent for the first time.

iv) The Employee shall give the Employer two (2) weeks notice, in writing, of the commencement of Parental or Adoption Leave of Absence unless, in the case of Adoption Leave, she is prevented from doing so by reason of the child coming under her care than expected. An Employee who wishes to change

give the Employer four (4) weeks written notice.

Pregnancy and Parental Leave, Employment Insurance Benefits will SUtJPIElmEmlEld a

occur

er

October

Supportive Housing In Peel and Canadian Union of Public Employees~ Collective Agreement

Permanent Part-time position, or a Full-time Temporary position, which is expected to st more than six (6) months in the Bargaining Unit or the creation of a new Permanent

Bargaining Unit position, the position will be posted using the online recruitment module for not less than seven (7) calendar days from the date of posting.

14.02

Tile posting shall contain the following:

i) the job title and description ii) the reporting line iii) the rate for the job and the expected hours of work iv) the qualifications and experience required to perform the job v) a brief description of the nature of the job vi) the deadline for applications and the location or person to whom

applications shall be made. vii) a statement that the position is part of the bargaining unit.

14.03

Any Employee who has completed her probationary period, has been in her current position for at least twelve (12) months, and is currently in a lower-paid position may apply in writing for the posted job.

14.04

Employees in the Bargaining Unit who apply for the posting will be considered first The job will be awarded on the basis of qualifications, experience, skill, ability, and suitability. No outside Employee shall be considered for a job vacancy until all internal applicants have assessed.

14.05

m~i1011ee is


14.08

The successful applicant shall be allowed a trial period of up to sixty (60) days, during which the Employer will determine if the employee can satisfactorily perform the job. Within this period the employee may voluntarily return, or be returned by the Employer to the position formerly occupied, if it still exists, without loss of seniority. The vacancy resulting from the posting may be filled on a temporary basis until the trial period is completed.

ARTICLE 15 - HOURS OF WORK, OVERTIME, SHIFT PREMIUM AND CALLBACK

15.01

It is expressly understood and agreed that the provisions of this Article are for the purposes of defining the normal hours of work and overtime which shall not be construed as a guarantee of or limitation upon the hours of work per day or per week, nor as a guarantee of working schedules.

15.02 - Hours Of Work And Overtime

The normal hours of work for regular Full-time Employees shall consist of thirty-seven and one-half (37;1;,) hours per week, excluding unpaid meal periods.

a) Where an Employee is required to work in excess of thirty-seven and one-half (37Yz) hours but less than forty-four (44) hours in a week, she shall be compensated with time off for the hours worked in lieu thereof.

all authorized hours worked in excess forty-four (44) hours per week, her preference, may be compensated at time and one-half (1

off or her straight-time hourly Employees fifteen (15) hours in lieu time.

is

- 201?1 20


1!5.03 - Permanent Part-Time Employees

A Permanent Part-time Employee is one who is regularly scheduled to work not more than twenty-four (24) hours in a week.

15.04 - Shift Premium

A shift premium of $0.75 shall be paid for all scheduled hours worked between 6:00 p. m. and 6:00 a.m.

15.05 - Standby

In this Agreement the terms Standby and On Call shall have the same meaning.

An Employee who is required to remain available for duty on Standby, outside her scheduled working hours, shall receive Standby pay in the amount of $15.00 for each day of such assignment. An employee carrying the pager on a statutory holiday will receive an additional $35.00 for each holiday, in addition to the regular standby pay.

While scheduled to be on standby, an Employee may be required to carry a telephone or paging device and remain within communication range. Employees performing telephone work while on standby will receive a minimum of 15 minutes of compensation for any call, at their regular rate, upon presentation of satisfactory proof. Total compensation for standby telephone work will not exceed 1 hour for any given day of assigned standby, unless specifically authorized by a manager. Employees required to attend physically a work site will receive compensation in accordance with article 1

15.1)6 • Callback


The Employer shall pay wages as set out in Appendix A, attached to and forming part of this Collective Agreement

ARTICLE 17 ·PAID HOLIDAYS

17.01

Subject to the other terms of this Article 17, Employees will receive the following holidays with pay:

17.02

New Year's Day Good Friday Easter Monday Victoria Day

Canada Day Civic Holiday Labour Day

One Additional Floating Holiday

Thanksgiving Day Christmas Day Boxing Day Family Day

Employees who have completed 15 years of service will receive one additional Floating Holiday.

A Permanent Full-time Employee shall be paid a full day's pay at her base wage rate in accordance with her scheduled hours.

A Permanent Part-time Employee shall receive a pro-rated amount

Probationary Employees shall be entitled to holidays in accordance with the Employment Standards Act.

17.03

in QU•estion

22

supportive Housing In Peel and Canadian Union of Public Employees Collective Agreement

17.05

Where a paid holiday falls within an Employee's annual vacation or scheduled day off, the Employee shall receive an additional day off with pay at a time which is agreed upon between the Employee and her Manager.

17.06

In addition to the above paid holidays, Permanent Full-time Employees are eligible to take two (2) paid Personal Days per year for personal business that cannot be taken care of outside of regular business hours and for other events of personal significance.

A Permanent Part-time Employee shall receive a pro-rated amount based on her normal scheduled hours of work.

ARTICLE 18 ·VACATION

18.01

The administration of the annual vacation plan shall be based on the Employer's Fiscal Year of April 1 to March 31 Permanent Full-time and Permanent Part-time Employees shall be eligible for the following vacations.

a) An Employee having less than one (1) year of continuous service by March 31 shall entitled to receive 7 .5 hours of vacation for each full month of service, up

a maximum 75 hours of vacation.

""'"'""' one ) continuous by March w'"'"" of continuous ""''"''''"' shall be entitled to 11


choose to receive their vacation pay in their regular pay cheque or at the end of the vacation year.

18.03

Vacation must be taken at such times as are approved by the Employee's Manager, having regard to the need to maintain efficient operations.

a) Employees shall request their vacation, in writing, by March 1 each year. The Employer shall respond to such applications by April 1. If two (2) or more Employees submit requests for the same vacation period, the requests will be considered in order of seniority.

b) Where vacations are not requested as in a) above, Employees shall submit their requests for vacation in writing at least two (2) weeks prior to the date they wish to commence their vacation. Requests made under this section (b) shall not take precedence over those in (a) above. Requests made under this provision will be on a first requested first granted basis.

18.04

Unused vacation shall be paid out, in full, at the time of an Employee's termination for any reason.

18.05

After her first full year of employment, an Employee's vacation carry-over into a subsequent calendar year is limited to a maximum of 37.5 hours. Such carry-over must

taken as above, and not later than April of that year.

18.06

or hospitalized or


The specific coverage under the plans and the receipt of benefits from the plans shall in accordance with the terms and conditions of the plans. which said plans shall not

constitute a part of this Agreement

19.02

a) The Employer pays 100% of the premiums for the following Employee benefits:

a. Employee Life Insurance b. Employee Accidental Death and Dismemberment c. Extended Health Care d. World Wide Travel Insurance

b) The Employer and the Employees share payment of the premiums on a 75% employer/25% employee basis for the following Employee benefits:

a. Dental Care

Note: Deductible amounts apply on some services in accordance with the plan.

c) The Employee pays 100% of the premiums for the following Employee benefits:

a. Long-term Disability Benefits b. and the optional c. Dependent Life Insurance.

19.03

Oc!iober 31 .


2CJ.02

a) Regular Full-time Employees are entitled to a total of 75 hours per year paid sick leave credits, of which 30 hours can be used for family illness or as stated above, calculated at an approximate rate of 6.25 hours per month. Employees may not carry over into the next fiscal year any accumulated sick leave credits. Eligibility for the accumulation of sick leave credits commences on completion of the probationary period.

b) Sick leave credits for regular Part-time Employees are pro-rated, based on the number of hours an Employee is assigned and normally works in a week.

c) Notwithstanding the limit on sick ieave credit accumulation in Article 20.02 a) above, all Employees hired by the Employer prior to March 31, 1999 are entitled to hold their reserved credits as previously authorized by individual letter from the Employer.

20.03

The Employer does not pay Employees for accumulated and unused sick leave credits when their employment ends. Sick leave credits have no cash value.

20.04

Employees shall be required lo provide a medical certificate if they are absent due to excess of working days. The Chief Executive Officer can request a

m<odical certificate any time illness of any duration. The Employer shall reimburse rlir,c,f'tlv by the Physician this ""''~11r·CJ

Effective 30_


A. RTICLE 21 • GENERAL

2'1.01

A riy reference to the female gender shall be deemed to include the male gender and vice versa, where required by context

2'1.02

Where the singular provision is used in this Agreement, it shall be deemed to include the plural and vice versa, where required by context

21.03

The Parties agree to comply with the Ontario Human Rights Code.

21.04

In no event shall there be any pyramiding of any benefits or payments under this Agreement

21.05

All references to "spouse" in this Agreement shall include common-law and/or same sex partners, as recognized by applicable statutes.

21.06

not required

supportive Housing In Peel and Canadian Union of Public Employees - Collective Agreement .~~~~~~~~-

The Committee shall meet at mutually agreed times for the purpose of discussing matters of mutual concern.

22.03

All matters for discussion shall be submitted to the Employer at least two (2) days prior to the meeting.

22.04

The pay and benefits for the two (2) Union representatives shall be continued while they attend meetings with the Employer during regular working hours.

22.05

Either Party may bring up to two (2) additional attendees to a meeting at their own expense.

22.06

The Committee shall not have the power to alter, amend or modify the specific terms of the Agreement.

22.07

The Committee shall not discuss matters that are filed in the Grievance and Arbitration procedures, except by mutual agreement

ARTICLE 23 - PERSONNEL FILE AND DISCIPLINARY RECORDS

23.01

28


their personnel file and request that any disciplinary infractions contained within, which have surpassed the lime limits outlined in this article be physically removed from the file.

(b) An employee shall be informed and entitled, upon request, to be accompanied by a Union Steward, or in the absence of a union steward, another bargaining unit member to be present in disciplinary meetings, or in meetings that are likely to give rise to discipline. The Union will be copied on any discipline issued to an employee.

ARTICLE 24 • RELIEF STAFF

24.01

Relief Staff are hired to work on a casual work basis to fill in on a daily or short-term basis to cover for Employee absence or when Employees are otherwise away from their normal duties, and to assist with peak load situations. They may also perform work while a vacancy is being filled.

24.02

Casual employees shall be entitled to such benefits as are provided under the Ontario Employment Standards Act. Moreover, the following terms of the collective agreement shall have application as follows:

a) Article 7 ~Seniority (Layoff and Recall): This Article shall not apply.

b) The cessation work pursuant to article 24.04 shall not be the subject of a rm.ov>mrc. or arbitration.

shall apply, in Employment Standards Human Rights''"""·

29


i) Article 20 - Sick Leave: This article shall not apply.

j) Article - Severance Pay: This Article does not apply.

24.03

Relief Staff may be assigned to any shift and to Standby.

24.04

A Relief Staff Employee may decline an assignment, without penalty from the Employer. Notwithstanding this, an Employee who is not on a leave of absence and who does not work at least seven (7) hours within a three-(3) month period shall be deemed to have terminated her employment.

24.05

Wages shall be paid at the hourly rate as defined in Appendix A. Four (4) per cent vacation pay will be included with each pay cheque. Article 8 - Grievance Procedure and Article 9 - Arbitration shall apply in resolving issues concerning wages.

24.06

Relief Staff shall have dues deducted in accordance with Article 5.

ARTICLE 25- PERMANENT PART-TIME EMPLOYEES

25.01

are

a


Permanent Part-time Employees shall be eligible for Employee benefits in accordance with the eligibility requirements and terms of the Employer's Benefit Plans.

25.05

Seniority accrued in Permanent Part-time service shall be interchangeable with that accrued during Full-time service.

ARTICLE 26 • TEMPORARY EMPLOYEES

26.01

A Temporary Employee is an Employee who is hired for a specific period, generally less than twelve (12) months, to meet short-term or emergency staffing needs, such as replacing a Regular Employee who is on an authorized leave of absence, to cover peaks in workloads, or when short-term funding is available for specific purposes. No temporary position shall extend beyond twelve (12) months without the written agreement of the Union.

26.02

The term of employment will be defined at the time of hire.

26.03

A Temporary Employee who is offered and accepts a Regular position during her temporary employment shall be credited with seniority from her most recent date of

26.04

Effective Ockiber

Swpportive Housing In Peel and Canadian Union of Public Employees Collective Agreement

a grievance or arbitration.

Article 13 - Leaves of Absence: This Article shall not apply, except in accordance with the Employment Standards Act.

d) Article 14 - Posting Vacancies: This Article shall not apply,

e) Article 15.02 - Hours of Work: Hours of work shall be as scheduled by the Employer.

f) Article 16 -Wages: This Article does not apply.

g) Article 17 - Paid Holidays: In accordance with the Employment Standards Act.

h) Article 18 - Vacation: Vacation and Vacation Pay shall be in accordance with the Employment Standards Act.

i) Article 19 - Employee Benefits: The benefits provided under this Article are not applicable to Temporary Employees.

j) Article 20 -Sick Leave: Sick leave credits for Temporary Employees shall commence on completion of the first three (3) months of service. Where the Employee is scheduled to work less than thirty-five (35) hours per week, the accumulation and use of credits shall be pro-rated.

k) Article 27 - Severance Pay: This Article does not apply.

I) Appendix A - Wages: For the term of their employment, Employees shall be paid a within the Salary They shall not be eligible for salary progression.

Employment and Termination:


a partial or full cessation of operations shall be entitled to severance pay in an amount equal to the Employee's regular wages in a non-overtime work week multiplied by the number of the Employee's years of service, and portions thereof, to a maximum of twenty-six (26) weeks.

An Employee who receives severance pay shall have her name removed from the recall list and the Employer shall have no further obligation with respect to such an Employee.

ARTICLE 28 - DURATION

This Agreement shall continue in full force and effect from October 30, 2014 until October 31, 2018 and thereafter from year to year unless terminated or amended by either Party as hereinafter provided.

Either Party may notify the other in writing of its desire to negotiate amendments not more than ninety (90) calendar days and not less than thirty (30) calendar days prior to the date of termination or any subsequent anniversary date.

On receipt of such notice by either Party, the two Parties shall meet within fifteen (15) days and bargain to reach a renewal Agreement

During the negotiations, the terms of this Agreement shall remain in full force and effect

On behalf behalf

S upportive Housing In Peel and Canadian Union of Public Employees - Collective Agreement ~~~~--~~~~~~~~

LETTER OF UNDERSTANDING

Cell Phones

The employer will provide an update to all staff on the planned replacement schedule of a II cell phones, This will be done within 60 days of Date of Ratification.

For the Union

EffEicth1e 01ctober 30, Octciber 31. 34

Supportive Housing In Peel and Canadian Union of Public Employees - Collective Agreement ~~~~~~~~


In Service Benefit Review

Tile parties agree to hold in-service session(s) in the workplace in order to provide employees with an improved understanding of their benefit plan. Such session(s) will take place within 90 days of ratification.

For the Union

E!fcicthre October 35

501pportive Housing In Peel and Canadian Union of Public Employees -Collective Agreement


Training And Development

It is the intent of the Employer to develop and implement appropriate and relevant Staff Training and Development programmes and/or information to provide an opportunity for employees to upgrade their skills and knowledge in areas directly related to their work, including but not limited to familiarization with Employer policy and procedures.

Where compulsory or voluntary "in house" training sessions are made available to employees in accordance with training calendars as issued by the Employer, time spent by employees in attendance will be paid for in accordance with article 15.02 of the Collective Agreement.

Where an employee and supervisor identify additional training or developmental needs which may be met by attendance at a conference, workshop, or seminar outside of the Employer's own training program, and the necessary funds are available, the Employer may authorize attendance by the employee.

In such cases the Employer may pay registration and/or conference fees, and when the conference, workshop or seminar is held in another city, the Employer may also pay reiisonable transportation and lodging in keeping with the established policy.

mc•IO\ter will and distribute on an a mandatory training by May 1.

~"::'pportive Housing In Peel and Canadian Union of Public Employees - Collective Agreeme_nt _______ _


Working Alone

Within 90 days of ratification the Employer will establish a protocol for employees working alone (at off-site locations and in the community) to ensure they have safely ended their shift. The protocol will be developed with input from the Union through the Health and Safety Committee.

For the Union



Agency Staff

Persons who are not covered under the scope of this collective agreement will not normally perform bargaining unit work, except in cases of emergency, for purposes of training, or for other planned events for which there is mutual agreement between the Agency and the Union.

In the event that agency/external contract staffs are used for emergency purposes the following process will follow:

• A staff member has called in absent for a shift in accordance with SHIP's policy. • The Manager or designate will call all relief staff on the relief call list • No relief staff are available to cover the shift.

Once all of the above conditions have been satisfied management will then proceed with contracting the shift Management will make documentation available to CUPE within three business (3) days of the event

In Peel and Canadian Union of Public Collective

APPENDIX "A"

Salaries and Wages

Effective date of ratification, Full time employees will receive a lump sum payment of $250.00, less deductions required by law. (Permanent part-time employees will receive a pro-rated portion of $250 00, based on their hours of work in the previous 12 months, as a percentage of 1950 hours).

Effective October 31, 2015, an across the board increase to all rates of one half percent (0.5%).

Effective October 31, 2016, an across the board increase to all rates of one half percent (0.5%).

Effective October 31 201 an across the board increase to all rates of one half percent (0.5%).

Note

1. Effective date of Ratification, all employees in the Maintenance Department shall be placed on the new "Maintenance Worker" classification as attached. They shall be inserted into the rate commensurate with their time in position.

2. Effective Date of Ratification. employees working in the following classifications will be placed on the CMHC as per the attached wage schedule. They shall inserted into the rate commensurate with their time in position. (With understanding

will no pay individuals in

1

S upportive Housing In Peel and Canadian Union of Public Employees Collective Agreement

Effective OctotJer

Suppa rtive Housing In Peel and Canadian Union of Public Employees~ Collective Agreement ·~~~~~~~~~~~~~

Salaries and Wages

Full Time Employees Appendix A

Salary Grid and Progression for Full-Time Employees

Lev et Level 2 ( 4 calendar months) Levef 3 Level 4

Levet 5 Levet 6 level 7

ACTT -Social Workers Level 1 level 2 (4 calendar months) Level 3 Level 4 Level 5 Levei 6 Leve! 7

ACIT ~ Vocational Specialist, Addiction Specialist Levef 1 Leve! 2 (4 calendar months) Level 3 Level 4 Level 5 Level Level 7

ACIT ~ Mental Health Clinician Levei 1 Leve! {4 calendar months) Leve! 3 Level 4

Leve! B Leve! 7

!Asserthre CommunH;y ire-atment ream {ACIT} (cont'd

ACIT Community Mi!titr!! LEH/Cl i

Effective 30, 41

$ $ $ $ $ $ $

$ $ $ $ $ $ $

5 $ $ $ $ s 5

$ $ $ 5 $ $

Nov, 1, 2014 Oct, 31, 2015 60,724,44 $ 61,028_07 61,82810 $ 62, 137.24 65,14119 $ 65.466.90 67,348 50 $ 67,68525 69.556 88 $ 69,904 66 70,661.60 $ 71,01490 71,765.25 $ 72, 124 08

Nov, 1, 2014 Oct, 31, 2015 60,72444 $ 61 028 07 61,826.10 $ 62, 137,24 65,141.19 $ 65.466.90 67,348.50 $ 67,685.25 69,556.88 $ 69,904.66 70,661.60 $ 71,014.00 71,76525 $ 72,124.08

Nov. i, 2014 Oct. 31, 2015 51,89201 $ 52,151-47 52,995.67 $ 53,260 64 56,30770 $ 56,589.23 58.516.07 $ 58,80865 60 724.44 $ 61,028 07 01,828.10 s 62,137.24 64,036.47 $ 64,356.66

Nov, 1, 2014 Oct, 31, 2015 51,892_01 5 52,151.47 52,995.67 s:t2eo,134 56,307-70 s 56,58(:L23 51l5i6.07 $ 58,808.65 60,724A4 6l028.07 61)328.10 137-24 64,036-4-7 64,356.66

Oct. 31, 2016 $ 61,33321 $ 62A47.93 $ 65,79423 $ 68,023.67 $ 70,254. 19 $ 71,369.98 $ 72,484.70

Oct. 31, 2016 $ 61,333.21 $ 62,447 93 $ 65,79423 $ 68,023.67 $ 70,254 19 $ 71.369.98 $ 72A-84_10

Oct. 31, 2016 $ 52,41223 $ 53,526.95 $ 56,872.18 $ 59,102.69 $ 61.333.21 $ 62,447.93 $ 64.678.44

Oct 31, 2016 $ 52.412-23 5 53.526.95 $ 56,872.H) $ 59, 102.69

> 61,333.21 62,447.93

5 64J378-44

$ $ $ $ $ $ $

$ $ $ $ $ $ $

5 $ $ 5 $ $ $

5 5 5 $ $ 5

$ $

Oct. 31, 2017 61,63987 62,760, 17 66,12320 68,363 79 70,60546 71,726 83 72.847.12

Oct, 31, 2017 61,639.87 62,760. 17 66, 123.20 68,363.79 70J305A6 71.726.83 72,847.12

Oct. 31, 2017 52,674 29 53,794.58 57, 156.54 59,398.21 61,839.87 62,760. 17 65,001.83

Oct, 31, 2017 52,674-29 53_794_53 57.156.54 59.39iL2'1 61,639.87

1011 42,243.37


Leve! 5 $ 53Jl60.40 $ 53,325.70

Level 6 $ 55, 14 i-20 $ 55,416 91 level i s 57,222.00 $ 57,508.11

ACTT - Occupatlonal Therapist Nov.1,2014 Oct 31, 2015 Level 1 $ 55.204.04 $ 55.480.06 Leve! 2 (4 calendar months) $ 58,444 97 $ 58.737 19 Leve! 3 s 59,620.79 s 59.918.89 Level 4 $ 61.82810 $ 62,13724 Leve! 5 $ 64.036 47 $ 64.356.66 Leve! 6 $ 65.141.19 $ 65.466J.10 Leve! 7 $ 66.244.85 $ 66.576.07

Sustainable Housing and Community Liaison Oufferin County, Recreational Therapist Community Counsellor, Project Support Intake and Housing Liaison (1 yr contract- March 2014)

Jan, 1, 2014 Oct. 31, 2015 Leve! 1 $ 53.370.28 $ 53,637.13 Leve! 2 (4 calendar months) $ 56,006 83 $ 56.286 86 Leve! 3 $ 58.621.29 $ 58,914.40 Leve! 4 $ 59,688.94 $ 59,987.38 Leve! 5 $ 60,734.50 $ 61,038.17 Leve! 6 $ 61,780 07 $ 62.088.97 Level 7

$ 62,84882 $ 63, 163.06

Oct. 31, 2015 $ 22.38 $ 22-49

Ratification Oct 31, 2015

Leve! 1 $ 53.370.28 $ 53,637.13 Level 2 (4 calendar months) $ 56.006 83 $ 56.28686 Leve! 3 $ 58.621.29 $ 58,914.40 Leve! 4 $ 59,688.94 $ 59,987.38 Leve! 5 $ 60.734.50 $ 6i,03?l17 Leve16 $ 61,780 07 $ 62,088 97 level 7

62,848.82 $ 63. 163.06

Tenant Relatiorts Ratlftcatlon Oct. 31, 2015

Level 1 $ 5'.l37Ct28 $ Cf!f&fidfW $

$ $ $

$ $ $

Eff<sctive October 30, October

$ 53,592.33 $ 53Jl60.29 $ 55,693.99 $ 55JJ72A6 s 57,?\'.J5.65 5 58,084.63

Oct. 31, 2016 Oct. 31, 2011 $ 55.757.46 $ 56,03t.L25 $ 59.030 88 $ 59.326.03 $ 60.21849 s 60.519.58 $ 62.447.93 $ 62,760.17 $ 64,678.44 $ 65.001.83 $ 65,794-23 $ 66, 123.20 $ 66,908.95 $ 67.243.50

Oct. 31, 2016 Oct. 31, 2017 $ 53.905.32 $ 54, 174.84 $ 56.568.30 $ 56,851.14 $ 59,208.97 $ 59,505 01 $ 60,287 32 $ 60.588.76 $ 61.343.36 $ 61.650.08 $ 62.39942 $ 62.71141

$ 63.478.88 $ 63.796 27

Oct. 31, 2016 Oct 31, 2017 $ 22.60 $ 22.72

Oct. 31, 2016 Oct. 31, 2017

$ 53.905.32 $ 54.174.84 $ 56.568.30 $ 56.851.14 $ 59.208.97 $ 59,505.01 $ 60,287 32 $ 60.58i'.L76 $ 61,343.36 $ 61,65008 $ 62.399.42 $ 62, 71 i .41

$ 63,47888 $ 63,79tt27

Oct. 31, 2016 Oct 31. 201:7

$ 54.174.84 z ' $ $

$


PYV " Addictfoo Speelatlst Nov. 1, 2014 (Jct, 31, 2015 Oct, 31, 2616 Oct, 31, 2011 level 1 $ 51,892.01 $ 52, 151.47 $ 52,41223 $ 52,67429

Z (4 ca!erA'.far months) $ 52,995.67 $ 53,260.£4 $ 5'.i526J1S $ 53,794.58 level:'!. $ 56,301,fC $ 56,589,23 $ $8,872.18 $ 57, 15!L54 Level 4 $ 58,516.07 $ 58,008.65 $ 59.10.2.89 $ 59,398.21 Level 5 $ 60.724.44 $ 61.028.07 $ 61.333.21 $ 61.639.87 Level 5 $ 61.828.10 $ 62.137.24 $ 62,447.93 $ 62,?B0.17 Level 7 $ 64,036.47 $ 64,300.€6 $ £4.678.44 $ 65.001.83

pyy. Vocational S-i•list Nov. 1; 2014 Oct, 31, 2015 oct, 31, 2016 Oct, 31, 2017 Level $ 51,892.01 $ 52,151.47 $ 52<41223 $ 52,674.29 Leval :2 \_4 calendar months) $ 52,995.87 $ 53,260.65 $ 53.526.95 $ 53,794.59 level 3 $ 56,307.70 5 00,589.24 $ 56.872.18 $ 57, 15!l.55 Leve! 4 $ 58,516.07 $ 58,808.65 $ 59.102.69 $ 59,398.21 Level 5 $ 60.724.44 $ 61,02806 $ 61.333.20 $ 61,639.87 Leve!6 $ 61.828, 10 $ 62.13724 $ 62,447.93 $ 62,780.17 Level 7 $ 64,036.47 $ 64,356.65 $ 64.678.44 $ 65,001,83

PYV .. Early Intervention Mental Health Specialist Ratification Oct. 31, 2015 Oct. 31, 2016 Oct, 31, 2017 Level 1 $ 53.370.28 $ 53.637.13 $ 53,905.32 $ 54, 174.84 Level Z (4 calendar months) $ 56,006.83 $ 56.286.86 $ 56,568.30 $ 56,851.14 Levei 3 $ 58,62129 $ 58,914.40 $ 59,208.97 $ 59.505.01 Level4 $ 59,688.94 $ 59.987.38 $ 60.287.32 $ 60.588.76 Level 5 $ 60,734.50 $ 61,038,17 $ 61.343.36 $ 61,650.08 Level 6 $ 61,780.07 $ 62.088.97 $ 62.399.42 $ 62,711.41 Level 7 $ 62,848.82 $ 63,163.06 $ 63,478.88 $ 63,796,27

PYV" if'ltake nnd Housing Liaison Ratification Oct. 31, 2015 Oct. 31, 2016 Oct, 31, 2017 Level 1 $ 53.370.28 $ 53.637.13 $ 53,905.32 $ 54,174.84 Level 2 {4 calendar months) $ 56,006.83 $ 56,286,86 $ 56.568.30 $ 56,851.14 Level3 $ 58,621.29 $ 58.914.40 $ 59,208.97 $ 59,505.01 Level 4 $ 59,688.94 $ 59.987.38 $ 60,287.32 $ 60,588.76 Level 5 $ 60,734.50 $ 61.038.17 $ 61,343.36 $ 61,650.08 Level 6 $ 61.780.07 $ 62,088.97 $ 62.399.42 $ 62,711.41 Levef 1 $ 62.848.82 $ 63.163.06 $ 63.47888 $ 63,796.27

PYV ~Youth Speciatlst Ratification Oct. 31, 2015 Oct. 31. 2016 Oct. 31, 2017 Levrn 1 $ $ $ 53,905.32 $ Level :2 (4 calendar months} $ $ $ 56.568.30 $ Level S $ $ 58,914.40 $ 59,208.97 $ 59,505,01 Lev•l 4 $ $ 59,987.38 $ 60,287.32 $ 60,588,76 Level 5 $ $ 61.038.17 $ 61,343.36 $ 61,650.08 Leve-1 $ 61.180.07 62,088.97 $ 62,300.42 $

7 $ 63,478.88 $ 63,791127

PYV "' Rm;.reatlontd Theraptst Ra!lliel!fi® Oct. 31, 2015 Oct. 31, 2010 Oct 31, 2G17 $ $ $


PYV~ Heath & Fitness Worker Ratification Oct. 31, 2015 Oct, 31, 2016 Oct. 31, 2017 level i $ 53,370.28 $ 53,637. 13 $ 53.905.32 $ 54,174.84 Level 2 (4 ca!endar months} $ 56,006-133 $ 56,286.86 $ 56,568.30 $ Level 3 $ 58,621,29 $ 58,914.40 $ 59,208.97 $ Level 4 $ 59,688.94 $ 59.987.38 $ 80,287,32 $ 60,588.76 Leve! 5 $ 60,734.50 $ 81,038,17 $ 61,343.36 $ 61,650.08 Level 6 $ 61.780.07 $ 62,088.97 $ 62,39ft42 $ 62,711.41 Lev.Y 7

$ 62.848.82 $ 63,163.06 $ 63,478.88 $ 63,796.27

PYV~ Justice Specialist Ratification Oct. 31, 2015 Oct. 31, 2016 Oct, 31, 2017 Level 1 $ 53,370.28 $ 53,637.13 $ 53,905.32 $ 54,174.84 Level 2 (4 ca!endar months) $ 56,006.83 $ 56,28686 $ 56,56830 $ 56,851.14 Level 3 $ 58,621.29 $ 58,914.40 $ 59,208.97 $ 59,505_01 Leve!4 $ 59,688.94 $ 59,987.38 $ 60,287.32 $ 60,588.76 Level 5 $ 60,734.50 $ 61,038. 17 $ 61,343.36 $ 61,650.08 Level6 $ 61.780.07 $ 62,088.97 $ 62,399.42 $ 62,711.41 Level 7

$ 62,848.82 $ 63,163.06 $ 63,478.88 $ 63, 796.27 Angola's Plam>

AP Intake & Housing Lalson Ratification Oct. 31, 2015 Oct, 31, 2016 Oct, 31, 2017 Leve! i $ 53.370.28 $ 53,637.13 $ 53,905.32 $ 54,174.84 Leve! 2 ( 4 calendar months) $ 56,006.83 $ 56.286.86 $ 56,568.30 $ 56,85114 Leve! 3 $ 58.621.29 $ 58,914.40 $ 59,208.97 $ 59,505.01 Leve!4 $ 59,688.94 $ 59,987.38 $ 60,287.32 $ 60,588.76 Level 5 $ 60,734.50 $ 61,038.17 $ 61,343.36 $ 61,650.08 Leve!6 $ 61,780.07 $ 62,088.97 $ 62,399.42 $ 62.711.41 Leve! 7

$ 62,848.82 $ 63,163.06 $ 63.478.88 $ 63.796.27

AP~Case Manager Ratification Oct. 31, 2015 Oct. 31, 2016 Oct 31, 2017 L0ve! i $ 53,370.28 $ 53,637 13 $ 53,905.32 $ 54,174<84 Leve! 2 (4 calendar months} $ 56.006.83 $ 56,286.86 $ 56,56830 $ 56.851.14 Leve! 3 $ 58,621 ,29 $ 58,91440 $ 59,208.97 $ 59.505 01 Leve! 4 $ 59,688.94 $ 59,987.38 $ 60.287.32 $ 60.588.76 Leve! 5 $ 60,734.50 $ 61,038.17 $ 61,343.36 $ 61,650 08 Leve!6 $ 61,780.07 $ 62.088.97 $ 62,399.42 $ 62,711.41 Level 7

$ 62,848.82 $ 63, 163.06 $ 83,478.88 $ 63, 796.27 AS"Sis!ed Uvlng

Community Personal Support Worker (See LOU) April 1, 2015 Oct. 31, 2015 Oct. 31, 2016 Oct. 31, 2017 Level 1 $ 33,345.00 $ 33,511.73 $ 33.67928 $ 33,84768 Level 2 (4 calendar months} $ 33,845_ 18 $ 34,014.41 $ 34, 184.48 $ 34,355.40 L&vej 3 $ 34,522.08 $ 34,694.69 $ 34.868.'1!3 $ 35,042.50 Level 4 $ 35.212.52 35.388.58 $ 35.565.53 $ 35.743.35 Level 5 $ 35,916.77 36,09EL35 $ 36.27684 $ 36,458.22 Leve!6 $ 3EU335_ 1 i 35,818.29 $ 37,002.38 $ 37,187.39

7 37,049.08 $ $ 37/f20.50 $ 37

Community P~rsona! Support Worker (Casual) Nov. 1, 2:014 Oct. 31, 2015 Oct 31, 2016 Oc!. 31, 2011 18.50 $ HL59 Hl$9

44

LETTER OF l!NDERSTANDING Registered Practical Nurse

TIK: Employer is reinstating classification of Registered Practical Nurse (RPN) in Appendix A, This position will be deemed to he part of the Collective Agreement including but not limited to; the applicable Articles. Supplement Agreements and Lctlers of Understandings contained within,

LETTER OF UNDERSTANDING Vacation

This Letter of Understanding regarding Article l 8.05 as follows:

.A tier her full year of employment, an Employee's vacation carry-over into subsequent fiscal limited to a maximum of hours. Such carry-over must be taken as above and not later

'd:han June 30 of that year.

Signed ____ -L....----"'~--------------- _____ ______________ _____--


Personal Support Worker (PSW)

Effective April 1, 2015, all Community Personal Support Workers in the Assisted Living· Dufferin program at Supportive Housing In Peel will continue to receive $1.50 on all direct service hours involving client care.

Vacation, sick time, lieu time and other types of leaves as well as education and training will be exempt from this premium.

To account for the above premium the Salary range will be adjusted as follows:

Community Personal Worker

Level 1

Level 3

Level 4

Level 5

Level 6

Level?

Nov. 1, 2014 Oct. 31, 2015

Note -The $1.50 premium does not apply to relief staff.

Oct. 31, 2016 Oct. 31, 2017

Documents

COLLECTIVE AGREEMENT Between SUPPORTIVE HOUSING … Care... · Supportive Housin\j In Peel and Canadian Union of Public Employees~ Collective Agreement ... No new employee shall be