Canadian Labour Reporter

June 29, 2020

Canadian Labour Reporter is the trusted source of information for labour relations professionals. Published weekly, it features news, details on collective agreements and arbitration summaries to help you stay on top of the changing landscape.

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lunch period provided falls beyond staggered 1-hour al- lowance. Time and one-half for all work before or after es- tablished work day of 8 hours, Monday through Friday; all time worked on Saturdays, Sundays, recognized holidays. Time and one-half for all work after 10 hours per day (when 4 10-hour day option is worked); when Monday or Friday is scheduled as day off and hours are worked then. $3 differen- tial for all shift work; if over- time is worked it would be at applicable overtime rate plus $3 for all hours worked. Time and one-half, for first shift worked, when employee has shift start time changed more than once per week. $2 per hour for operating foreman; $4 per hour for non-operating foreman; $6 per hour for gen- eral foreman. $2 per hour for: twin ring, Transi-Lift, strand jack, RMS lifting system, and jacking system with capacity greater than 450 tons. $1 per hour for: ringer, MAX-ER, su- per lift, sky horse, ring horse, tower, luffing jib. $0.20 per hour for boom or mast mount- ed cabs of all hammerhead and tower cranes. Paid holidays: 11 days. Vacations with pay: 6% to start, 7% after 4 years, 8% af- ter 7 years, 9% after 10 years, 10% after 12 years (long-term maintenance employees only). Overtime: Time and one-half for all work after 8 hours in any 24-hour period. Meal allowance: Employer will provide meal, as second break, when employee works more than 10 hours and every subsequent 4 hours therafter. Pension: Operating Engineers Local 955 Pension Trust Fund. Bereavement leave: 3 days for death in immediate family (spouse, child, parent, parent- in-law, grandparent, sibling). Call-in pay: Minimum 2.5 hours of pay at time and one half basic hourly rate. Safety shoes: $150 replace- ment cost, inclusive of GST, if employee works in areas where abnormal wear to ap- proved footwear is incurred, as result of normal duties. Uniforms/clothing: Employer will issue maximum 2 pairs of coveralls to long-term employ- ees each 12 months. Employer will provide all necessary protective clothing required for working conditions which are exceptional or would lead to speedier deterioration of personal clothing, than under normal or usually accepted working conditions. Sample rates of hourly pay (current): Group 1 (second-class steam engineer): $42.54 Group 2 Third-class steam engineer: $40.26 Fourth-class steam engineer: $39.16 Group 3 (firefighter): $38.04 Group 4: $35.74 Group 5: $33.43 Group 1 (non-working fore- man): $42 Group 2 (working foreman): $40 Group 3 (utility technician level 4): $38 Group 5 (utility technician level 3): $34 Editor's notes: Standby: 2 hours' pay at time and one-half basic hourly rate for each period of duty. Each standby period will not exceed 24 consecutive hours; maximum 3 consecutive standby periods. Training fund: Employer will contribute $0.05 per hour for each hour worked by all employees to International Union of Operating Engineers National Training Fund. LONG-TERM CARE HOME e Women's Christian Association of London (McCormick Home) London, Ont. (150 residential-care workers) and Unifor, Local 302 Renewal agreement: Effec- tive April 1, 2019 to March 31, 2022. Ratified on April 2019. Signed on June 5, 2019. Wage adjustments: Effective April 1, 2019: 1.4% Effective April 1, 2020: 1.4% Effective April 1, 2021: 1.4% Shift premium: $0.45 per hour for hours worked be- tween 3 p.m. and 7 a.m. and between 11 p.m. Friday to 11 p.m. Sunday. 10% responsibil- ity allowance for employees re- lieving in supervisory position for majority of shift. Paid holidays: 12 days. Vacations with pay: 2 weeks to start, 3 weeks after 1 year, 4 weeks after 5 years, 5 weeks after 15 years, 6 weeks after 22 years, 7 weeks after 28 years. Overtime: Time and one- half for all hours worked in excess of 7.5 per shift or 75 hours biweekly and statutory holidays; any shift less than 12 hours after previous shift or shift rescheduled with less than 24 hours notice; all hours worked on fourth consecutive weekend when not requested or shift changed by employee; minimum of 4 hours when called back after completing regular shift. Medical benefits: Employer pays 100% of OHIP premium; employer pays 75% (employee pays 25% of premiums) of ex- tended health care plan. Dental: Employer pays 75% of premiums, employee pays 25% of premiums for dental plan (Blue Cross #9, current ODA Schedule, or equivalent). Ma- jor restorative benefit payable at 80% with $1,000 maximum per year per individual. Vision: Maximum $300 per person every 24 months (pre- viously $275 per person every 24 months). Eye examinations once every 24 months. Paramedical: Maximum $30 per visit (previously $20 per visit) for massage therapy. Sick leave: Paid days, except for first day of fourth incident in calendar year, first 2 days of fifth incident in calendar year, first 3 days of any subsequent incident in calendar year. LTD: Employer pays 75% of premiums, employee pays 25% of premiums for full-time em- ployees. Life insurance: Employer pays 100% of premiums for group life insurance plan. Bereavement leave: 5 work- ing days with pay for death of spouse, child, stepchild, parent, stepparent, sibling, grandchild. 3 working days for grandparent, parent-in-law, child-in-law, sibling-in-law. 1 working day to attend funeral of aunt, uncle, niece, nephew. Seniority – recall rights: 24 months. Call-in pay: $2 per hour for all hours on standby, including when employee is called in. Pay for full shift of absent em- ployee being placed, if called- in employee is at work within 1 hour of being called, if em- ployee was contacted within 1 hour of shift beginning. Probationary period: 45 days worked for full-time employ- < from pg. 1 Paramedical: Maximum $30 per visit for massage therapy. 3 Canadian HR Reporter, a HAB Press business 2020 COLLECTIVE AGREEMENTS CANADIAN LABOUR REPORTER CANADIAN LABOUR REPORTER COLLECTIVE AGREEMENTS

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