COLLECTIVE AGREEMENT Between

CREDIT COUNSELLING SERVICES OF SOUTHWESTERN ONTARIO, INCORPORATED

- and -

UNITED AUTOMOBILE, AEROSPACE AND AGRICULTURAL IMPLEMENT WORKERS

OF AMERICA (UAW-CLC), LOCAL 251

January 1, 2015

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Table of Contents PREAMBLE ....................................................................................................................... 3

ARTICLE 1 – PURPOSE ................................................................................................... 3

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

ARTICLE 3 – MANAGEMENT RIGHTS ........................................................................ 4

ARTICLE 4 – UNION SECURITY ................................................................................... 5

ARTICLE 5 – DISCRIMINATION ................................................................................... 6

ARTICLE 6 – UNION REPRESENTATION .................................................................... 6

ARTICLE 7 – STRIKES AND LOCKOUTS .................................................................... 7

ARTICLE 8 – GRIEVANCE AND ARBITRATION PROCEDURE ............................... 8

ARTICLE 9 – PROBATIONARY PERIOD ...................................................................... 9

ARTICLE 10 – SENIORITY............................................................................................ 10

ARTICLE 11 – LAY-OFF AND RECALL...................................................................... 12

ARTICLE 12 – RETIREMENT ....................................................................................... 12

ARTICLE 13- JOB POSTINGS AND TEMPORARY TRANSFERS ............................ 12

ARTICLE 14 – PAID HOLIDAYS .................................................................................. 14

ARTICLE 15 – VACATIONS.......................................................................................... 15

ARTICLE 16 - HOURS OF WORK ................................................................................ 16

ARTICLE 17 – OVERTIME ............................................................................................ 17

ARTICLE 18 – OCCUPATIONAL ACCIDENT OR ILLNESS ..................................... 19

ARTICLE 19 – SICK LEAVE OF ABSENCE ................................................................ 19

ARTICLE 20 – LEAVE OF ABSENCE .......................................................................... 20

ARTICLE 21 – LEAVE ON UNION BUSINESS ........................................................... 21

ARTICLE 22 – PREGNANCY/PARENTAL & ADOPTION LEAVE........................... 21

ARTICLE 23 – BEREAVEMENT LEAVE ..................................................................... 22

ARTICLE 24 – JURY DUTY .......................................................................................... 22

ARTICLE 25 – SAFETY AND HEALTH ....................................................................... 23

ARTICLE 26 – ADMINISTRATION OF DISCIPLINE ................................................. 23

ARTICLE 27 – WAGES .................................................................................................. 24

ARTICLE 28 – JOB DESCRIPTIONS AND JOB EVALUATION................................ 24

ARTICLE 29 – EMPLOYEE BENEFITS ........................................................................ 26

ARTICLE 30 – DURATION OF AGREEMENT ............................................................ 27

SCHEDULE “A” – WAGE AND BENEFITS (For Current Employees Only) ............... 28

QUALIFICATION GRID BREAKDOWN – (For All New Hires After

January 1, 2013) ................................................................................................................ 29

SCHEDULE “B” – EMPLOYEE BENEFITS ................................................................. 30

LETTERS OF UNDERSTANDING ................................................................................ 31

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PREAMBLE

Credit Counselling Services of Southwestern Ontario O/A Financial Fitness is a not for

profit, charitable organization licensed by the Province of Ontario (hereinafter referred to

as the “Agency”).

Our primary function is personal money management counselling and coaching, the

arrangement of consumer debt repayment programs and the promotion of consumer

credit education.

ARTICLE 1 – PURPOSE

1.01 The purpose of the parties to this Collective Agreement (hereinafter referred to

as the “Agreement”):

a) To encourage efficiency in operations;

b) To promote and maintain co-operation and harmony between the employer

and the employees represented by the Union;

c) To secure for the parties the full benefits of orderly collective bargaining;

d) To recognize mutual interest and provide a channel through which

information and problems may be communicated;

e) To provide procedures for the prompt and equitable disposition of

grievances;

f) To establish and maintain mutually satisfactory working conditions subject

to the provisions of this Agreement.

1.02 The parties to this Agreement understand and acknowledge that their various

interests will not take precedent over the best interests of the Agency’s clients.

1.03 In this Agreement, words using the female gender shall be deemed, for the

purpose of interpretation, to include the masculine.

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ARTICLE 2 – RECOGNITION

2.01 The term “Agency”, “management”, “employer” wherever used in this

Agreement shall refer to Credit Counselling Services of Southwestern Ontario

O/A Financial Fitness.

2.02 The term Union wherever used in this Agreement shall refer to the International

Union, United Automobile, Aerospace and Agricultural Implement Workers of

America.

2.03 The term “employee” or “employees” shall mean only such employees as are

included in the bargaining unit as defined in 2.04.

2.04 The Agency acknowledges that the Union is the sole bargaining agent of all

employees of Credit Counselling Services of Southwestern Ontario Inc. O/A

Financial Fitness in Southwestern Ontario, save and except Managers and

persons above the rank of Managers.

ARTICLE 3 – MANAGEMENT RIGHTS

3.01 The Union and its local recognize and acknowledge the exclusive right of the

employer to manage its operations and direct its employees in accordance with

its responsibilities. Without limiting the generality of the foregoing, the Union

acknowledges that it is the employer’s exclusive right to:

a) Maintain order and efficiency and in connection therewith to make, enforce

and alter from time to time reasonable rules and regulations, policies and

practices to be observed by the employees and to discipline, suspend,

discharge employees for just cause.

b) Select, hire, assign, promote, demote, classify, transfer, lay-off, re-call and

retire employees; consistent with the provisions of this agreement.

c) Determine the location of operations, the nature and subject matter of all

programs and their expansion, limitation, curtailment, or cessation, the

direction of working forces, the sub-contracting of work provided no

bargaining unit employees are displaced and overtime opportunities within

the classification are not taken away, the schedules of operations, job

content, the establishment of work or job assignments; establish, change,

combine or abolish job classifications; set out the job requirements and

determine the qualifications of an employee to perform any particular job;

decide on the number of employees needed by the Agency at any one time,

the number of hours worked, starting and quitting times, when and whether

overtime will be worked, determine the equipment and materials to be used

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and the methods and techniques of work; and determine all financial

policies subject only to the compliance with labour and corporate regulation

and to the express provisions of this Agreement.

ARTICLE 4 – UNION SECURITY

4.01 As a condition of employment, all employees covered by this Agreement shall,

at the expiration of their probationary period, become members of the Union and

shall remain members of the Union to the extent of paying an initiation fee and

assessment(s) and the monthly dues uniformly required of all Union members as

a condition of acquiring and maintaining membership in the Union.

4.02 a) Dues are defined for the purpose of this Article as the regular Union dues,

initiation fees and assessments as prescribed by the Constitution of the

Union.

b) It is the responsibility of the Union to advise the employer in writing of any

changes in the dues, initiation fee and assessments one (1) month before

changes are to be effective.

4.03 The Agency will, during the term of this Agreement, deduct an employee’s

initiation fee, Union dues, and assessments on a monthly basis from any

employee who has worked or been compensated by the Agency for forty hours

in any one month, or as required by the U.A.W. constitution. Such deductions

shall be credited to the U.A.W. Local 251, not later than the seventeenth (17th)

day of the calendar month next following the month in which such deductions

are made. The Agency and the Union will work out a mutually satisfactory

arrangement by which the Agency will furnish monthly records to the Financial

Secretary of Local 251 of those from whom deductions were made, together

with the amount of such deductions, or the reasons no such deductions were

made.

Union dues of 2.5 hours at their straight time rate shall be deducted on the first

pay of each month. If a regular employee, because of absence from work due to

compensable or non-compensable sickness or injury or is on approved leave of

absence, has no earnings during any pay period of any month, dues deductions

shall be deferred to the next pay period.

4.04 No deduction shall be made from the pay of any employee covered by clause

4.01 of this Agreement, in any month where such employee has worked and/or

been compensated for less than a total of forty (40) hours as of the last pay

period of the month. Paid vacation days and paid statutory holidays will be

considered as compensated days. Any person who performs bargaining unit

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work and is paid or compensated for forty (40) hours in any one (1) month shall

pay dues as per the UAW Constitution.

4.05 The Union agrees to indemnify and save the Agency harmless against all claims

or other forms of liability that might arise out of, or by reasons of, deductions

made or payments made in accordance with this Collective Agreement.

ARTICLE 5 – DISCRIMINATION

5.01 The Agency and the Union agree that they will not discriminate against any

employee for any reason prohibited by the Ontario Human Rights Code.

5.02 The Agency and the Union agree that they will not discriminate, coerce, restrain

or influence any employee due to Union membership or non-Union membership

in any labour organization.

ARTICLE 6 – UNION REPRESENTATION

6.01 The Agency acknowledges the right of the Union to elect or appoint a

committee, which shall be composed of one (1) chairperson and one (1) alternate

chairperson, who will act in the absence of the Chairperson. All such Union

representatives shall be active employees who have completed their

probationary period.

The Union will inform the Agency, in writing, of the names of the Chairpersons

and any subsequent change in the names of the individuals. The Agency will

not be required to recognize the Chairpersons until such notification from the

Union has been received.

6.02 A Chairperson may investigate and process grievances in accordance with the

Grievance Procedure as outlined in this Agreement.

6.03 Chairperson and/or alternate Chairperson may leave their work, without loss of

pay, to attend to local Union business on the following conditions: The

Employer agrees that such permission will not be unreasonably withheld.

a) The time is devoted to the prompt handling or processing of grievances;

b) The Chairperson and/or alternate Chairperson concerned obtains the

permission of their immediate supervisor before leaving work

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c) The Employer reserves the right to limit such time if it deems the time so

taken to be excessive;

d) i) The chairperson and/ or alternate chairperson will be paid at the basic

hourly rate for regular time lost from work while attending meetings

with the Agency or for the handling and processing of grievances on the

Agency’s premises. Notwithstanding the aforesaid, offsite mediation or

arbitration shall be compensated as if heard on the Agency premises.

ii) If the chair person and/or alternate chairperson are required to attend

meetings with the Agency outside of regular working hours they will be

allowed to take compensating time off in lieu. (at the applicable rate as

set out in Article 17)

6.04 The Agency agrees to recognize a Negotiating Committee of not more than two

(2) employees who have completed their probationary period of the Agency,

along with a representative from the International Union, and/or the President of

U.A.W. Local 251. When negotiations are held during regularly scheduled

working hours, negotiating committee members will be given the time off to

negotiate and will be paid up to seven hours at their regular rate of pay.

Employees traveling from the Sarnia office will be paid mileage as per clause

29.01 and a travel allowance as per clause 29.07 of up to four hours for each

return trip.

6.05 The Union and the Agency desire every employee to be familiar with the

provisions of the Agreement and their rights and obligations under it. For this

reason, the Union and the Agency shall share the cost of printing a sufficient

number of copies of the Agreement for distribution amongst each of the

employees covered hereunder.

6.06 The Union will be allowed to post, on a bulletin board, notices regarding

meetings and matters pertaining only to the Union.

6.07 In order to facilitate the orderly, as well as the confidential investigation of

grievances, and the handling of other union matters, the Agency will upon

request make available to Union representatives, office space and telephone. The

agency will also provide to the Union Chairperson the use of a lockable file

cabinet.

ARTICLE 7 – STRIKES AND LOCKOUTS

7.01 The Union agrees that during the term of this Agreement, there shall be no

strikes, sit-downs, work stoppages, slowdowns or suspensions of work, either

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complete or partial, for any reason, by any employee or employees. There shall

be no lockout by the Agency.

7.02 The Agency recognizes the right of individual Union members to refuse, as a

matter of conscience, to cross a legal picket line. The Agency will not discipline

any employee for failing to cross a legal picket line.

ARTICLE 8 – GRIEVANCE AND ARBITRATION PROCEDURE

8.01 The Agency shall have the right to refuse to consider any grievance which is

filed more than five (5) working days after the circumstances giving rise to the

grievance occurred or after discovery of the occurrence causing said complaint.

8.02 Grievances shall be adjusted and settled as follows:

Step 1: An employee having a grievance shall request a meeting with her

Executive Director or designate to discuss the grievance prior to filing a

written grievance. The Executive Director or designate must meet with

the employee and a union representative within five working days of

the employee’s request. If said conference does not result in a

settlement satisfactory to the employee, then the employee within 5

working days from the date of the conference with the Executive

Director, may file a formal written grievance as outlined in step 2.

Step 2: The aggrieved employee may submit her grievance, in writing to the

Executive Director or designate who shall arrange a conference with

said employee and her union representative within (5) working days

from such request. A written reply will be given by the Executive

Director or designate not later than five (5) working days after such

conference. Either party may make a written request for a labour-

management meeting to discuss the grievance at any time during the

grievance process. Such meeting shall be held within 5 working days of

the request being made.

Step 3: When either party requests that a grievance be submitted to arbitration,

the request shall be made by notice in writing addressed to the other

party to the Agreement. Within five (5) days thereafter, the parties

shall meet together and appoint an Arbitrator. If the parties fail to agree

upon the selection of an Arbitrator, the appointment shall be made by

the Minister of Labour for the Province of Ontario upon request of

either party. No person shall be selected as an Arbitrator who (a) is

acting or has within a period of six (6) months preceding the date of

his/her appointment, acted in the capacity of a Solicitor, Legal Advisor,

Counsel or paid Agent of either of the parties; (b) has any pecuniary

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interest in the matters in dispute. A Grievance Settlement Officer

(GSO) may be used prior to filing for Arbitration. Both parties must

agree to use the GSO and will share the cost equally for his/her use. It is

understood that the Grievance Settlement Officer has no binding

decision rights and the right to proceed to arbitration still exists.

The decision of the Arbitrator shall be final and binding upon the parties to this

Agreement, but in no event shall the Arbitrator have the power to alter, modify

or amend this Agreement in any respect, or to substitute any new provisions for

any existing provisions nor to make any decisions inconsistent with the terms

and provisions of this Agreement. Where the Arbitrator determines that an

employee has been discharged or otherwise disciplined by the Employer for

cause and the Collective Agreement does not contain a specific penalty for the

infraction that is the subject matter of the Arbitration, the Arbitrator may

substitute such other penalty for the discharge or discipline as to the Arbitrator

seems just and reasonable in all the circumstances.

8.03 No matter may be submitted to Arbitration which has not been properly

processed through all previous steps of the Grievance Procedure.

8.04 Each party to this Agreement shall pay one-half (1/2) of the fees and expenses of

the Arbitrators or Grievance Settlement Officers.

8.05 All policy grievances and dismissals shall automatically begin at Step 2 of the

grievance procedure.

ARTICLE 9 – PROBATIONARY PERIOD

9.01 New Hires shall be required to serve a probationary period as follows:

a) Clerical employees: for the first forty-five (45) working days of employment

within a 12 consecutive month period.

b) Counsellors: for the ninety (90) working days of employment within a 12

consecutive month period. This period may be extended with consent of the

union.

During that time the employee shall accumulate no seniority. The Agency may

assess whether an employee is suitable to be retained. If an employee is

successful in attaining seniority she will be given seniority back to the original

date of hire.

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9.02 Notwithstanding the foregoing, counsellors hired on or after January 1, 2013

must achieve all required qualifications of the classification in which they are

hired within the specified time frames for each qualification. If they fail to do so,

the Agency shall have the right to terminate the employee.

QIC complete: 2 years from date of hire

OACCS complete: 3 years from date of hire

CTI training: 4 years from date of hire

CEPF: 4 years from date of hire

The time frames referred to above are automatically extended for periods of

layoff, WSIB, sick leave, and any other leaves of absence contractual or

statutory.

9.03 Unless the Agreement specifically provides otherwise, any person reemployed

by the Agency after having resigned or having been discharged will be brought

back as if she were a new hire.

9.04 The continued employment of a probationary employee shall be at the sole

discretion of the Agency.

9.05 Those employees with the same starting date shall be placed on the seniority list

alphabetically.

ARTICLE 10 – SENIORITY

10.01 The term “seniority” as used herein shall mean accumulated years of service

calculated from the employee’s original hiring date. It is understood that this

would include vacation time, sick time, paid holidays, union leaves and any

other approved leaves. For the purposes of determining seniority calculation for

part time employees, Seniority shall be calculated on hours worked. The Agency

shall include all hours worked or those deemed to have been worked.

10.02 In the case of equality in seniority ranking, seniority shall be determined by

alphabetical order.

10.03 An employee will lose her seniority and her employment with the agency will be

terminated, for any of the following reasons:

a) If she voluntarily quits;

b) If she is discharged and not re-instated through the grievance procedure;

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c) If she retired under the Agency retirement policy;

d) If she is absent without notification for three (3) consecutive working

days. It is the employee’s responsibility if she is absent from work, to

telephone, text or email ED or staff when ED is absent (or have someone

telephone, text or email for her) the office prior to the commencement of

her scheduled workday. It is the further responsibility of an employee who

is late to telephone, or have someone else telephone, the office prior to the

commencement of the employee’s work day unless it is not reasonably

possible to do so.

e) If she fails to return to work within five (5) days of being recalled from

lay-off unless otherwise agreed between the Agency and the employee.

Contact by way of telephone or registered letter or certified mail, mailed to

the last known address of the employee shall constitute a reasonable effort

at recall on the part of the Agency

f) If she overstays an agency approved leave of absence without receiving an

extension, in writing, unless she has a reasonable explanation acceptable to

the Agency.

g) If she accepts gainful employment while on a leave of absence without

first obtaining the written consent of the Agency.

h) If she is laid off, for a lack of work, for a period of eighteen (18)

consecutive months following her lay off.

i) If she has been absent due to illness or injury for a period in excess of

thirty-six (36) consecutive months, subject to the provisions of the Ontario

Human Rights Code or other applicable legislation.

10.04 It shall be the responsibility of the employee to notify the Agency, in writing,

promptly of any change in address and phone number. If any employee should

fail to do this, the Agency will not be held responsible for failure of any notice,

including notice of recall, to reach such employee.

10.05 Employees who have posted to a management position, or to any position not

subject to the provisions of this Agreement, will not be covered by the

provisions of this Agreement. An employee who has requested a transfer within

the Agency, will be placed on a trial period for up to sixty (60) working days. If

at the end of the trial period she remains in that position, she will lose all rights

to return to the bargaining unit except as a new hire

10.06 The Agency will post a seniority list on the main bulletin board. This list will be

revised as required. New hires will be added upon successful completion of their

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probationary period and a new list will be posted. The Union chairperson will be

given a copy of each new list.

ARTICLE 11 – LAY-OFF AND RECALL

11.01 When the Agency deems it necessary to reduce the work force, the lay-off or

reduction of the work force shall take place in the following order:

Students

Temporary employees/contract/substitute

Probationary employees

Seniority employees

When seniority employees are scheduled to be laid off then seniority in each

respective classification shall be the guiding factor. Seniority employees will

have the right to transfer to another classification provided they are willing,

qualified and have the ability to perform the work available.

11.02 When the Agency deems it necessary to reduce the work force, the Agency will

give at least two (2) weeks written notice, or payment in lieu of, to employees of

any contemplated lay-off. The Agency will give the affected employees written

notification of lay-off, either personally or by registered or certified mail. The

Agency will supply the Chairperson with a copy of the written notification.

11.03 If no work is available because of fire, lack of utilities, or act of God, the

provisions of Clause 11.01 and the lay-off notice provisions of Clause 11.02 will

not apply.

11.04 Recall of employees after lay-off will be in the reverse order of lay-off outlined

in Clause 11.01.

ARTICLE 12 – RETIREMENT

12.01 With regard to retirement, the Agency will subscribe to the legislation in

accordance with the provisions of the Mandatory Retirement Elimination Act,

2003 and any subsequent successor legislation.

ARTICLE 13- JOB POSTINGS AND TEMPORARY TRANSFERS

13.01 Should the Agency determine that permanent job openings or new positions are

available within the bargaining unit, all such positions shall be posted for bid for

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a period of five (5) working days and will specify the qualifications,

classification, present shift arrangements and rate of pay for the position.

Members on the seniority list will be given first opportunity to bid for such

position.

13.02 Seniority shall be the governing factor considered for the job, provided an

employee is qualified, and able to perform the work available. In instances

where employees are posting internally, the successful applicant will be allowed

a forty-five (45) working day trial period to prove their ability and learn any new

functions of the posted position. If the Agency is unable to assess an employee

within forty-five days the Agency may apply in writing to the union requesting

an extension of the trial period. If it is determined that the successful applicant

proves to be unsatisfactory in the job, or she is unable to continue to perform the

duties of the job, she may return to her original position and pay rate, without

loss of seniority, and the vacancy may be filled by the next most senior,

qualified applicant.

13.03 If there are no qualified bidders to a posted vacancy, the Agency may fill the

vacancy with a probationary employee, subject to the necessary qualifications

for the position.

13.04 If none of its existing employees are qualified to fill a vacancy, the Agency may

hire at their discretion.

13.05 Vacancies created as a result of illness, injury, occupational accident or illness,

or leave of absence shall not be posted as permanent vacancies and may be filled

at the discretion of the Agency on a substitute basis for the duration of the leave

unless the leave is expected to exceed three months.

If the leave is expected to exceed three months, the vacancy shall be posted as a

temporary posting as per the job posting procedure in Article 13. If it is

determined that the employee will not be returning to the vacant position, the

position will then be posted as a permanent vacancy.

13.06 An employee of the bargaining unit if qualified, may be offered the opportunity

of replacing that employee on a substitute basis only if doing so would not

unduly disrupt the operations of the Agency.

13.07 An employee temporarily assigned to a higher paid position within the

bargaining unit, will be paid the rate for that position for the entire duration of

the temporary transfer.

13.08 It is understood that in order to be considered a temporary transfer; the employee

would be performing the essential duties of the higher position.

13.09 Any substitute employee who is subsequently hired into a bargaining unit

position on a permanent basis shall receive seniority status back to the original

date of hire. Seniority will be calculated as per clause 9.01, as accumulated

seniority from the last period of continuous unbroken employment.

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13.10 No volunteers, or members of the Board of Directors, teams, or any members of

the Corporation will perform the duties normally performed by unionized staff if

it results in a reduction of work hours or loss of overtime opportunities.

Non union staff may perform work of the bargaining unit only when the

procedure for overtime has been fulfilled, in emergency situations or for training

purposes. Temporary staffing shortages will be deemed an emergency situation.

ARTICLE 14 – PAID HOLIDAYS

14.01 The following holidays shall be observed as paid holidays:

New Year’s Day Labour Day

Family Day Thanksgiving Day

Good Friday Christmas Eve

Easter Monday Christmas Day

Victoria Day Boxing Day

Canada Day New Year’s Eve

Civic Holiday

An employee’s alternative religious observances not covered herein will be

considered and negotiated between the Agency, the employee and the Union.

Whenever possible this shall be accomplished by using either a vacation day, or

other day which is owed. When the employee has no such day owing, the day

may be without pay. The employee must notify the Agency of such religious

holidays at least two weeks prior to said holiday.

14.02 If a holiday as outlined in clause 14.01 falls within an employees’ annual

vacation and on a day the employee normally works, the day will be counted as

a holiday and not a vacation day. The employee will be paid as per clause 14.03

for that day. If a holiday falls on a day that an employee does not normally

work, the employee will receive pay for the holiday as per clause 14.03.

14.03 All full time employees (and those part-time employees who are normally

scheduled to work on the day the holiday is being observed) who have

completed their probationary period and are eligible for payment of a paid

holiday will be paid seven (7) hours or the number of hours that constitute a

normal work day at their regular rate of pay.

Part time employees who are eligible for payment of a paid holiday, will be paid

at a pro rata rate for the holiday as follows:

4 days per week 5.6 hours

3 days per week 4.2 hours

2 days per week 2.8 hours

Less than 2 days per week 1.4 hours

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14.04 If any of the holidays listed in clause 14.01 falls on a Saturday, it will be

observed on the previous Friday; if it falls on an Sunday, it will be observed on

the following Monday

14.05 Any new holidays added by Ontario or Canadian Federal statute during the term

of this Agreement will be added to the list of paid holidays.

14.06 The days that an employee normally works between Boxing Day and New

Years’ Eve will be granted as days of paid holidays. Employees will be

compensated for these days as per clause 14.03.

14.07 Probationary employees shall be paid holiday pay pursuant to the provisions of

the Employment Standards Act.

ARTICLE 15 – VACATIONS

15.01 Vacations with pay shall be granted to all employees on the payroll of the Agency

on the basis of their seniority with the Agency as defined in Article 10 of the

Collective Agreement.

15.02 Employees on the completion of the years of service indicated (employee’s

anniversary date) shall receive the corresponding number of week’s vacation time.

1 year 2 weeks

3 years 3 weeks

8 years 4 weeks

12 years 5 weeks

It is agreed that the definition of a week, for the purpose of calculating the number

of entitled days of vacation, would be equal to the number of days that the employee

normally works. Employees, after completing six (6) months, may take one (1)

week of the vacation entitlement they would receive after one (1) year. Employees

must take a minimum of one full unbroken week as defined herein. An employee

will be entitled to take five (5) days vacation in half day increments. Any remaining

vacation must be taken in full or broken periods of not less than one day.

15.03 Employees working less than two (2) days per week will receive vacation pay on

their pay cheque at the rates set out below:

1 year 4%

3 years 6%

8 years 8%

12 years 10%

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15.04 It is understood that all vacation accrual for overtime and extra time to December

31st of each year, will be paid out at the applicable rate no later than the second pay

period of January the following year.

It is agreed that in the event an employee is scheduled for more than a regular part-

time schedule but less than a full time schedule, then the Agency shall pay vacation

pay at the applicable rate for all hours worked beyond their regular part time hours.

All vacation requests shall be made in accordance with Article 15.07.

15.05 An employee who has accrued any vacation pay under the terms of this Article,

which has not been paid out, and who is terminated or quits from active

employment, shall receive all vacation pay owed up to and including their last

working day.

15.06 It is understood and agreed that the Agency shall have the right to schedule vacation

periods. The Agency agrees to make every reasonable effort to comply with

vacation requests made by employees, provided there is no undue interference with

the Agency’s operational requirements. In the event of a conflict in vacation

requests, seniority will govern except in the case of cross trained employees where

requests of one (1) day conflict with requests for one (1) week. The employee who

requested the week will be given consideration over the employee who requested

one day. The employee who requested one day will be given consideration over the

employee who requested one half day.

15.07 It is understood and agreed that the vacation year shall be from January 1st to

December 31st. Vacation requests shall be submitted by March 31st and vacations

shall be posted by April 30th. Vacations requested after March 31st shall be

considered and granted at the Agency’s discretion on a “first come first –served

basis”. One (1) week vacation may be carried over into the next vacation year.

Should an employee wish to carry over unused vacation to the following year, the

employee shall advise the employer by November 1st.

ARTICLE 16 - HOURS OF WORK

16.01 Normal hours of work shall be seven (7) hours per day, Monday to Friday and

thirty-five (35) hours will constitute a normal work week.

16.02 The normal workday will be comprised of any seven (7) consecutive hours

worked within the hours of 8:30 a.m. to 7:00 p.m. The agency will ensure a fair

distribution of the required duties on the shift as well as a fair distribution of

shifts among employees required to work them.

16.03 In the event it becomes necessary for the Agency to change the hours of work,

the work day, the work week, the starting or stopping times of the shifts or

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establish new shifts, the Agency will inform the Chairperson two (2) weeks

before such changes are put into effect.

16.04 This statement of the normal hours of work shall not be construed as a guarantee

of any minimum, or a restriction of any maximum number of hours of work per

day, or per week, or of days of work per week.

16.05 A lunch period of one (1) hour (unpaid) is provided.

16.06 A rest period of fifteen (15) minutes duration will be granted during each half

day. In the event the rest period cannot be taken without disrupting the services

of the Agency, the employee will have the option of taking that rest period later

in the day and must notify the Executive Director or designate when they do so.

It is understood that rest break time will not be used to shorten the workday by

leaving early unless approved by the Executive Director or designate. It is also

understood that rest time may not be banked.

16.07 Full time shall be defined as any employee who works or is compensated for

more than twenty-one hours per week. Part time employees are those employees

who work or are compensated for twenty-one hours per week or less.

16.08 In order to accommodate the needs of clients and the community, the agency

upon mutual agreement with the employee, may assign duties outside of normal

hours. In these instances the hours worked outside of the normal hours are flex

hours, the agency and employee will mutually agree upon when the flex hours

will be taken by the employee during normal hours of work. Flex hours will be

taken at straight time.

ARTICLE 17 – OVERTIME

17.01 (a) Hours worked in excess of seven (7) hours in a day or thirty-five (35) hours

in a week, or work performed on Saturdays, will be paid for at the rate of time

and one-half (1 ½) the base hourly rate. Hours worked on Sundays will be

paid at double (2x) time the base rate.

(b) Part- Time employees who volunteer to work past their regularly scheduled

hours Monday through Friday, or on a Saturday or Sunday for the purposes of

catching up on their work, may do so at their regular rate of pay unless they

exceed thirty-five hours for the week, at which time, they shall be paid at the

prevailing rate of overtime pay. All hours worked outside of regularly

scheduled hours shall be approved by the Executive Director.

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17.02 Work performed on any holiday listed in clause 14.01 of the Collective

Agreement will be paid for at the rate of double (2x) the base hourly rate, in

addition to pay for the holiday as outlined in clause 14.01.

If a member of the bargaining unit is required to work on the days between

Boxing Day and New Years’ Eve Day on any or all of those days, such person

shall be paid at double time (2x) the base hourly rate for all hours actually

worked. No employee shall receive less than two (2) hours at double time (2x)

the base hourly rate and be entitled to compensating time off at a later day to be

mutually agreed upon by the employee and the Executive Director.

17.03 Overtime premiums shall not be paid more than once for any hours worked and

there shall be no pyramiding of overtime.

17.04 In the event that overtime is required to be assigned, the employees within the

classification who are qualified to perform the work will decide amongst

themselves who will work the overtime. If more than one person wants to work

it the overtime will be assigned by seniority. If no one is available to work it

within the classification then the overtime will be assigned to the next most

senior qualified person outside of the classification. If no one qualified outside

of the classification is available to work it, the overtime will be assigned to the

lowest seniority bargaining unit member within the classification.

All overtime worked must have the prior written approval of the Executive

Director or designate.

TIME OFF IN LIEU OF

The Agency agrees to implement the following procedures for the banking of

overtime hours for time off in lieu of overtime pay.

a) An employee’s banked overtime hours shall not exceed twenty one hours

per year.

b) The banking of overtime hours in lieu of overtime pay shall be at the

option of the employee.

c) Employees shall be credited with banked time at the applicable overtime

rate off in lieu of overtime worked.

d) Employees, at their option, may use their banked overtime hours with pay,

subject to the approval of the Agency.

e) All hours banked to the credit of the employee shall if unused, be paid out

no later than the second pay period in January.

17.05 In the event an employee is required to work overtime, time paid would be for

time worked, except if the employee has left the offices of the Agency and has

been called in to perform work for the Agency. In that case, no employee shall

be paid less than three hours at the prevailing overtime rate.

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ARTICLE 18 – OCCUPATIONAL ACCIDENT OR ILLNESS

18.01 An employee who suffers a compensable injury, while performing the business

of the Agency and is certified by her physician as unable to return to work, shall

be paid her base hourly rate for the balance of the working day. If needed, the

Agency will supply transportation to the doctor, home or hospital on the first day

of injury, and after treatment, transportation to home on the first day.

18.02 The Agency agrees to assess an employee’s re-instatement to regular duties on

an individual basis. The Union has the right to grieve any decision it deems

improper.

18.03 Any employee’s re-instatement after an occupational accident or illness is

conditional on her supplying a certificate (note) from her physician stating that

she may return to work, and what, if any, restrictions there are, and the estimated

time of return to full duties.

ARTICLE 19 – SICK LEAVE OF ABSENCE

19.01 An employee may be required to produce a certificate from a medical

practitioner for any illness, certifying that he/she was unable to carry out his/her

duties due to illness. Such medical certificate shall not be unreasonably

requested. The union reserves the right to grieve unreasonable requests.

19.02 The Agency agrees to assess an employee’s reinstatement to regular duties on an

individual basis. The Union has the right to grieve any decision it deems

improper.

19.03 An employee who is no longer able to perform the work in her classification, but

is capable of performing other duties, or any employee who has incurred a non-

compensable or compensable permanent or partial disability may be assigned to

or retained at an operation which she is capable of performing at the prevailing

rate of pay in accordance with the Ontario Human Rights Act duty to

accommodate.

19.04 A sick leave of 18 days per year (maximum) shall be granted to all employees

working at least two (2) days per week on the following basis:

On January 1 of each year employees will be given a sick leave entitlement for

that year as follows:

Normal work week: two (2) days per week 8 days

Normal work week: three (3) days per week 11 days

Normal work week: four (4) days per week 15 days

Normal work week: five (5) days per week 18 days

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An additional .01 days sick time will be allotted for every hour worked or

deemed to have been worked in excess of normal work week hours as described

above. Sick time is not calculated on overtime hours. For new employees the

sick leave entitlement for their starting year will be prorated at 1.5 days per

month (to a maximum of 18) for each full month of employment during the first

calendar year.

19.05 Any unused sick leave shall accumulate from year to year to a maximum of:

Seventy five (75) days: for an employee working five (5) days per week

Sixty (60) days: for an employee working four (4) days per week

Forty Five (45) days: for an employee working three (3) days per week

Thirty (30) days: for an employee working two (2) days per week

Sick leave accumulation shall be for the sole purpose of protecting a member

with respect to legitimate illness during her employment with the Agency and

will not be funded. Sick days may be used for personal or family illness. Comp

time and vacation time may not be substituted for sick time unless sick leave is

exhausted.

19.06 The Agency shall keep record of sick leave accumulation, the number of sick

days used and the current balance. Each employee will be provided with a

summary of their sick time accumulation, sick time used and the balance. The

summary will appear on their biweekly time sheets.

19.07 The Agency agrees to reimburse employees for the cost of providing doctor’s

notes if required by the Agency.

ARTICLE 20 – LEAVE OF ABSENCE

20.01 A personal leave of absence may be granted subject to the following provisions:

i) The leave shall be without pay

ii) Both the Agency and the employee will continue to pay their respective

benefit premiums provided the carrier agrees to provide the benefit.

iii) Seniority will continue to accumulate during such leave.

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ARTICLE 21 – LEAVE ON UNION BUSINESS

21.01 A seniority employee who is elected or appointed to a full-time position with the

Union shall upon application written by the Union to the Executive Director

thirty days in advance, be granted a leave of absence without pay for up to six

(6) years. If the employee applies for re-instatement no later than fifteen days

after the termination of such leave, she shall have the right to re-employment in

accordance to her seniority. The Agency will agree to continue the employer’s

portion of the benefits except for any wage contingent benefits (i.e. LTD and

Life Insurance beyond 25,000.00 at one time annual earnings) and subject to

written acceptance of the carrier with the agreement that the Union will

reimburse the Agency for these premiums. This practice will continue for as

long as they are available to the employee from the carrier.

21.02 Upon fifteen (15) working days written notice from the local Union, leaves of

absence will be granted for one (1) employee at a time for a period not to exceed

ten (10) working days per year in total for purposes of attending Union

conferences and conventions. All leaves of absence will be without pay. Upon

fifteen (15) working days written notice, the Agency will also grant a three (3)

hour leave of absence without pay to the Chairperson or alternate Chairperson of

the Union to attend monthly Union Executive meetings outside the unit.

Employees shall have no loss of seniority or benefit entitlement as a result of the

leave.

21.03 The Executive Director may grant a reasonable extension of a leave of absence

without pay under Articles 20 and 21 provided that granting such time off does

not curtail or limit the operations of the Agency or service to clients.

ARTICLE 22 – PREGNANCY/PARENTAL & ADOPTION LEAVE

22.01 An employee is entitled, in accordance with the Employment Standards Act

provisions, an unpaid leave of absence for pregnancy, parental or adoption

where the employee has started employment with the Agency at least thirteen

(13) weeks before the expected birth or adoption date and provided she qualifies

for the benefit under the Employment Standards Act. Upon the employee’s

return from this leave of absence, the employee will be re-instated to her former

classification at that current rate of pay. Both the Agency and the employee will

continue to pay their respective benefit premiums for the duration of the leave as

described herein.

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ARTICLE 23 – BEREAVEMENT LEAVE

23.01 A leave of absence without loss of pay not to exceed five normal scheduled days

of work during a period commencing with the death will be granted to an

employee as a bereavement leave in the event of the death of the spouse or

partner, son, daughter, mother or father, spouse’s or partner’s son or daughter.

A leave of absence without loss of pay not to exceed three normal scheduled

days of work during the period commencing with the death and ending with the

second calendar day after the funeral will be granted to an employee as a

bereavement leave in the event of the death of the brother, sister, grandparents,

grandchild, mother-in-law, father-in-law, son-in-law, daughter-in-law, sister-in-

law and brother-in-law, step-mother, step- father, and step- child of the

employee; or the employee’s spouse or partner’s grandparents, grandchild, son-

in law or daughter-in law, step parents, step child.

A leave of absence without loss of pay not to exceed one normal scheduled day

of work for purposes of attending the funeral will be granted to an employee as a

bereavement leave in the event of the death of the aunt, uncle, great grandparent

of the employee or the employee’s spouse or partner’s aunt, uncle, great

grandparents.

For the purposes of the above clause only, partner is defined as someone who

the employee has cohabited with for three months or more.

23.02 In the event there is bereavement during the term of her vacation or on a

contractual holiday, an employee shall, upon request, be considered to be on

Bereavement leave. Any vacation lost through bereavement can be taken at a

time mutually agreed to by the employee and the Agency.

23.03 In other cases of bereavement, the Executive Director, or designate, may grant

unpaid leave, providing that granting such time off does not curtail or limit the

operations of the Agency or service to its clients.

ARTICLE 24 – JURY DUTY

24.01 An employee who is called for jury service shall be excused from work for the

days on which she serves and she shall receive, for each day of jury service on

which she, otherwise, would have worked, the difference between seven (7)

times her base hourly rate and the payment she receives for jury service. The

employee will present proof of service if requested and the amount of pay

received therefrom.

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ARTICLE 25 – SAFETY AND HEALTH

25.01 The Agency recognizes its obligation to provide a safe working environment

consistent with the health and safety laws of the Province of Ontario as

prescribed in the Ontario Occupational Health and Safety Act and Regulations

as amended. Employees will retain the right to refuse unsafe work as per the

OSH Act 1994.

25.02 Each work location shall have an elected bargaining unit Health and Safety

Representative, who together with the Executive Director and/or designate will

meet in accordance with the Act and agency policy, and perform their respective

duties under the Act and in accordance with agency policy.

25.03 The Agency will supply the necessary safety items in accordance with the

Occupational Health and Safety Act.

25.04 The Agency will take all reasonable steps in ensuring the safety of employees

working alone. Protocol for working alone shall be established and followed.

Measures such as but not limited to silent alarms, violence protocol and training,

check in and checkout procedures, shall be implemented for safety of workers

working alone.

ARTICLE 26 – ADMINISTRATION OF DISCIPLINE

26.01 No seniority employee shall be disciplined or discharged except for just cause.

The Agency agrees that an employee will have a Union representative present

whenever she is disciplined and/or discharged. All such actions will remain

confidential and will be delivered with respect and confidentiality.

26.02 The Agency agrees that warnings will be removed from an employee’s

disciplinary record after twenty-four (24) months, and will not take into account

any offence that occurred later than the employee’s last twenty-four (24) months

for any current charges. In cases where the infraction is serious enough to

warrant a three day suspension and the steps of progressive discipline have been

followed, warnings will remain part of the employee’s record for 36 months.

26.03 No discipline, including termination, suspension or warning, shall be enacted

after seven (7) working days following the discovery of the incident, except in

cases of absenteeism or tardiness where disciplinary action must be administered

within ten (10) working days of the last occurrence.

26.04 Failure to grieve discipline or to pursue such a grievance to arbitration shall not

be considered to be an admission that such discipline is justified.

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26.05 Disciplinary measures shall be appropriate to their cause and to the principles of

progressive discipline, as outlined below. All disciplinary actions by the

Agency can be subject to the Grievance and Arbitration Procedure. The

procedure for progressive discipline shall be as follows:

Step 1 – verbal warning

Step 2 – written warning

Step 3 – one-day suspension without pay

Step 4 – three-day suspension without pay

Step 5 – discharge

26.06 Disciplinary measures may be accelerated for serious infractions depending on

the severity of the incident. The Union has the right to grieve any decision it

deems improper.

26.07 If an employee is discharged and is requested to leave the premises, the Union

representative shall be notified and be given an opportunity to meet with said

employee before leaving the premises and to be present when the employee

gathers her personal belongings.

ARTICLE 27 – WAGES

27.01 The annual salaries for the individuals currently employed by the Agency and

new hires are outlined in Schedule “A” of this Agreement, and by reference

herein, are made part of this Agreement.

27.02 Employees will receive their pay by automatic deposit on the Thursday

following the pay period ending on the previous Saturday. The employee’s pay

will be deposited into one account designated by the employee. Changes to this

account information must be communicated in writing thirty days in advance of

the anticipated change.

Employees will receive a copy of their pay stub on or before pay day, copies of

the stubs will be emailed to Sarnia. Any errors in payroll will be corrected

within one working day of the error being discovered.

ARTICLE 28 – JOB DESCRIPTIONS AND JOB EVALUATION

28.01 The Agency has the right to write new job descriptions and revise existing ones

further to its right to direct the workforce.

28.02 All positions shall be evaluated and their classifications established as being one

of the classifications identified in the job evaluation manual and set forth in

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Schedule A. The Agency and the Union shall negotiate the wage ranges in

Schedule A consistent with the principles of internal equity for each of the

classifications.

28.03 The Job Evaluation Manual shall not form part of this agreement and may not be

the subject of a grievance. Any changes to this manual shall be done in

consultation with the Union. Changes must be mutually agreed upon.

28.04 The joint Agency/Union evaluating committee will have the responsibility for

the evaluation of any position or job classification consistent with the provisions

of the Job Evaluation Manual, subject to the dispute resolution procedure set out

in 28.06.

28.05 To classify jobs, an analysis of factors consistent with job evaluation principles

and practices as set out in the Agency’s job evaluation manual shall be used to

determine position classifications and their respective wage range.

28.06 If a dispute arises concerning the classification of a position (new or changed),

the Union or the employee may file a formal grievance at step 2 of the grievance

procedure (Article 8).

28.07 The parties agree that the provisions contained in this article for the evaluation

of jobs in the bargaining unit, intend to establish relative comparison and

ranking relationships of the various positions and job classifications within the

Agency and the eventual elimination of any wage rate inequities that may exist

between these positions and job classifications.

For Existing Jobs

28.08 The Agency shall ensure that all job descriptions for bargaining unit positions

are reviewed as part of an employee performance evaluation and updated in

accordance with the requirements set out in the performance evaluation section

of the OACCS standards. (Currently every two years).

28.09 Bargaining unit employees shall be given the opportunity to have input into their

job descriptions.

28.10 In the event that the employee is assigned increased responsibility as part of her

job duties that materially affect the position’s core elements, revisions to the job

description reflecting these changes shall be done in accordance with Clause

28.02 if such assignment exceeds three months.

28.11 Upon the review of the evaluating committee, any salary changes which may be

necessitated by reason of upward re-evaluation, shall become effective the date

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upon which the employer permanently assigned the classification. If the review

of a position results in a reduction of job classification, the present incumbent

will not be affected.

For Newly Created Positions:

28.12 In the event that the Agency wishes to create a new bargaining unit position, the

Agency and the Union shall meet to evaluate the job description and the

corresponding rate of compensation for said job in accordance with 28.02 prior

to it being finalized and posted. (No later than 10 days from establishment of the

classification.) Failing to reach a mutual agreement the agency and union shall

refer the matter to arbitration (or GSO if agreed) by the Ministry of Labour. In

this event the agency shall set a rate of pay for the position until final

determination is made by the Arbitrator or GSO.

ARTICLE 29 – EMPLOYEE BENEFITS

29.01 All employees of the Employer who use their personal vehicle to attend

conferences, courses, meetings outside of the office, or errands for the agency

will be reimbursed for mileage at forty-four (44) cents per kilometer.

Mileage allowances will be set. The Agency will provide a set of standard

mileage (using the MapQuest calculation of mileage) for distances traveled by

employees.

29.02 Taxi fares will be paid with a fifteen per cent (15%) gratuity. A receipt is

required.

29.03 All traffic violations, including parking tickets, are the responsibility of the

employee.

29.04 Accommodation:

The employer will make all arrangements and pay directly for these services.

29.05 Meals:

A meal allowance will be paid to employees who attend conferences and/or

meetings unless meals are included by the organization facilitating the

conference and/or meeting.

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Meal allowances will be paid as follows:

Breakfast up to $15.00

Lunch up to $20.00

Supper up to $30.00

No alcoholic beverages will be paid for by the employer as part of the meal

allowance.

Employees will also be entitled to a lunch allowance at the above rate when

attending the satellite offices.

All meal expense submissions must be accompanied by a receipt.

29.06 Other expenses:

All Agency approved expenses incurred by the employees in the service of the

Agency shall be reimbursed, including parking expenses and submitted no later

than the first week of the following month.

29.07 Employees traveling to satellite offices will be paid mileage for all distances

travelled over and above what they would normally occur working at the home

office.

Employees working as a satellite office for the day will be required to work their

normal hours at that office.

Employees required to travel to an office location(Sarnia or Windsor) other than

their home or satellite office shall be paid a travel allowance at their regular rate of

pay for the hours traveled if their hours exceed their regular number of working

hours per day.

All travel allowances will be paid at straight time at the employee’s normal rate of

pay. This shall not apply to employees traveling for educational purposes.

Employees traveling to conferences and seminars will be paid mileage or

reimbursed for rail or air costs if applicable.

ARTICLE 30 – DURATION OF AGREEMENT

30.01 This Agreement shall become effective on the 1st day of January 2015, and shall

remain in effect until the 31st day of December, 2017 inclusive, and either party

may give notice, in writing, to enter into negotiations for the purpose of

amending any of the terms of the Collective Agreement within a period of not

more than ninety (90) days prior to the termination.

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SCHEDULE “A” – WAGE AND BENEFITS

(FOR CURRENT EMPLOYEES ONLY)

CLASSIFICATION JANUARY 1, 2013

Bankruptcy Counsellor (Hired Before January 1, 2013)

Bankruptcy Counsellor (Hired After January 1, 2013)

$ 38,310.02

($ 21.05 per Hr.)

$28,720.72

($ 15.78)

Intake (Sarnia) (Hired Before January 1, 2013)

Intake (Sarnia) (Hired After January 1, 2013)

$ 35,786.52

($ 19.66 per Hr.)

$34,272.42

($18.83)

Intake (Windsor) $ 35,786.52

($ 19.66 per Hr.)

Financial Counsellor (Hired Before January 1, 2013)

Financial Counsellor (Hired After January 1, 2013)

$ 41,338.22

($ 22.71 per Hr.)

$ 39.319.42

($ 21.60)

Admin Client & Staff Services $ 41,338.22

($ 22.71 per Hr.)

Financial Counsellor + Internal Program Director $ 42,347.62

($ 23.27 per Hr.)

Financial Counsellor (Sarnia) $ 44,871.12

($ 24.65 per Hr.)

Financial Counsellor + External Program Director $ 45,375.82

($ 24.93 per Hr.)

*Salaries listed above are annualized. Hourly rates are based on annualized salary.

Part time rates are prorated based on the number of hours worked.

New hires will be paid at 90 % of job rate for the probationary period.

Any new Counsellor(s) hired after January 1, 2013 will be paid using the Qualification

Grid Breakdown.

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QUALIFICATION GRID BREAKDOWN – (FOR ALL NEW HIRES AFTER

JANUARY 1, 2013)

Admin Client & Staff Services OACCS (Part 1)(No) 73 $ 40,328.82

OACCS (Part 1) 75 $ 41,338.22 1,009.40

Bankruptcy Counsellor QIC (No) 47 $ 27,206.62

QIC (Exam) 48 $ 27,711.32 $ 504.70

QIC (Full) 50 $ 28,720.72 $1,009.40

Financial Counsellor QIC (No) 67 $ 37,300.62

QIC (Exam) 68 $ 37,805.32 $ 504.70

QIC (Full) 69 $ 38,310.02 $ 504.70

OACCS 71 $ 39,319.42 $1,009.40

Financial Counsellor + Internal QIC (No) 71 $ 39,319.42

QIC (Exam) 72 $ 39,824.12 $ 504.70

QIC (Full) 73 $ 40,328.82 $ 504.70

OACCS 75 $ 41,338.22 $1,009.40

Coaching 77 $ 42,347.62 $1,009.40

Financial Counsellor (Sarnia) QIC (No) 74 $ 40,833.52

QIC (Exam) 75 $ 41,338.22 $ 504.70

QIC (Full) 76 $ 41,842.92 $ 504.70

OACCS 78 $ 42,852.32 $1,009.40

Coaching or CEPF 80 $ 43,861.72 $1,009.40

Coaching and CEPF 82 $ 44,871.12 $1,009.40

Financial Counsellor + External QIC (No) 75 $ 41,338.22

QIC (Exam) 76 $ 41,842.92 $ 504.70

QIC (Full) 77 $ 42,347.62 $ 504.70

OACCS 79 $ 43,357.02 $1,009.40

Coaching or CEPF 81 $ 44,366.42 $1,009.40

Coaching and CEPF 83 $ 45,375.82 $1,009.40

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SCHEDULE “B” – EMPLOYEE BENEFITS

All permanent employees, who have successfully completed their probationary period ,or

in the case of financial counsellors have completed 45 working days are entitled to

participate in the Agency’s employee benefits plan subject to, and in accordance with the

terms and conditions of that plan.

Employees may be eligible to waive their dental and extended health benefits under this

plan, if they can provide proof of coverage under another provider. Waiver decisions will

be made at the sole discretion of the insurance provider.

This benefits plan is co-sponsored. Therefore, the Company pays for 75% of the

employee premiums and the employee must contribute 25% of the premiums.

The specific amount of the premiums that an employee must pay for these benefits is

subject to change on a yearly basis, depending on the results of the contract renewal.

The following is a brief summary of the types of benefits under the current benefits plan:

- Life insurance benefit

- Accidental Death & Dismemberment

- Dependent life insurance benefit

- Long-term disability

- Extended healthcare

- Dental care

-Vision Care

Of course, to the extent that this policy and/or the benefit plan booklet differs from the

terms and conditions of the actual benefits plan, the terms and conditions of the actual

benefits plan governs.

The benefit carrier may be changed upon thirty (30) days notice to the Union, provided

equivalent or better coverage is maintained, and the Union shall be given a copy of any

new policy.

The Company will continue to pay premiums for the benefits provided in this article for

employees absent from work because of layoff or leave of absence for the balance of the

month in which such absence commences.

The Company will continue to pay premiums for benefits provided in this article for

employees absent from work because of compensation, sickness and/or accident while

the employee is in receipt of benefits for the duration of 2-years.

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LETTERS OF UNDERSTANDING

Letter of Understanding #1

The Agency shall appoint the appropriate employee to work at offices outside the

main administrative office now know as 420 Devonshire Rd., Windsor Ontario.

Letter of Understanding #2

Professional Development

Employees are encouraged to attend conferences, seminars and courses, which are

job related. Employees may submit a written request for professional development

courses with the Executive Director or designate and receive a written response

within five (5) working days. Professional development is considered part of the

employee’s duties and an employee will be compensated for the duration of the

course at their regular rate of pay to a maximum of seven hours per day along with

any other expenses incurred as per Article 29.

The Agency will reimburse employees for any professional membership fees

incurred by employees, when professional memberships are required by the

Agency.

Letter of Understanding #3

The union acknowledges that from time to time the Agency may hire students,

persons working through government grants or initiative programs and contract

employees. These persons shall not attain seniority status in the bargaining unit.

Letter of Understanding #4

Employees who currently hold more than the allocated sick days outlined in Clause

19.05, shall retain them. Their sick day bank will not be topped up until it drops below

the number of days outlined in Clause 19.05.

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Letter of Understanding #5

Wage Rates:

It is agreed and understood between the parties that there shall be no changes made

to the Classification rate of pay or the Grid rate of pay without the prior consent and

approval of the International Union and its Local 251 for the term of this agreement.

Letter of Agreement re: Wages

Both parties agree that effective upon ratification, all full time employees will receive

a $500.00 lump sum payment, and all part time employees will receive a $250.00

lump sum payment to be paid on the first pay period immediately following

ratification.

Effective Jan 1st, 2017, all full time employees will receive a $1,000.00 lump sum

payment and all part time employees will receive a $500.00 Lump sum payment to be

paid on the first pay period of January 2017.

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IN WITNESS THEREOF the parties hereto have executed this Agreement by the hands

of their proper officers on this day of 2016.

CREDIT COUNSELLING SERVICES OF SOUTHWESTERN ONTARIO INC.

_______________________________ _________________________________

Executive Director Board President

UNITED AUTOMOBILE, AEROSPACE AND AGRCULTURAL IMPLEMENT

WORKERS OF AMERICA (UAW-CLC), LOCAL 251

__________________________________ _________________________________

Chairperson Representative