Canadian Labour Reporter

Medical benefits: Employer pays 100% of premiums for lump-sum medical expenses up to $25,000; $25,000 for PTSD; $25,000 for cosmetic/plastic surgery; $25,000 for critical in- cident stress management. Vision: Employer pays 100% of premiums for lump-sum payment of $125,000 for vision impairment. Sick leave: Employer pays 100% of premiums for cover- age through VFIS Accident and Sickness Program. $2,000 top- up for any volunteer firefighter diagnosed with any cancer. STD: Transition benefit of $900 per week for 26 weeks. LTD: Employer pays 100% of premiums for total disability coverage of $300 per week for first 28 days and $900 per week after 28 days up to 260 weeks. Partial disability coverage of $150 after first 28 days and $450 per week after 28 days for 52 weeks. AD&D: Employer pays 100% of premiums for coverage of $125,000; $250,000 for paraly- sis. Life insurance: Employer pays 100% of premiums for coverage of $125,000. $30,000 dependent child benefit. $20,000 spousal support benefit. Employer pays 100% of premiums for coverage of $125,000 for permanent im- pairment due to illness, injury, heart. Seniority – recall rights: 24 months. Call-in pay: Minimum 3 hours' pay. $2.40 per hour for period of standby scheduled by em- ployer outside regular sched- uled working hours. Probationary period: 12 calendar months with 3 evalu- ations. Must obtain minimum DZ driver's license prior to completion of probationary period. Discipline: Sunset clause is 2 years. Safety shoes: Safety footwear provided every 5 years. Uniforms/clothing: Employer will provide each volunteer firefighter with personal protective equipment in ac- cordance with Ontario Oc- cupational Health and Safety Act. Clothing will be replaced on item-for-item basis when worn or damages based on firefighter's years of service. Probationary volunteer fire- fighter participating in recruit training will receive: 2 fatigue pants, 5 T-shirts, 1 belt. Upon graduation from volunteer re- cruit training: 2 fatigue pants, 1 short-sleeve fatigue shirt, 1 long-sleeve fatigue shirt, 1 par- ka, 1 dress cap, 2 breast badges, 1 cap badge, 1 baseball cap, 1 toque, photo ID. Upon achiev- ing rank of first-class firefight- er: 1 dress tunic, 1 dress pant, 1 dress shirt, 1 job shirt, 1 tie. Upon becoming officer: 1 dress shirt, 3 breast badges, 4 sets of epaulets, 1 officer cap badge, 1 silver strap for dress cap, ap- propriate striping on tunics, 1 set of collar dogs, updated photo ID. Upon promotion to captain: 1 acting captain name tag, 2 sets of epaulets. Sample rates of hourly pay (current, after 3.2% increase): Probation: $20.31 rising 2 steps to $20.97 Fourth-class: $21.58 rising 2 steps to $22.28 Third-class: $22.85 rising 2 steps to $23.59 Second-class: $24.12 rising 2 steps to $24.90 First-class: $25.39 rising 2 steps to $26.21 Captain: $29.20 rising 2 steps to $30.14 Training captain: $30.47 rising 2 steps to $31.46 Station captain: $31.74 rising 2 steps to $32.77 Editor's notes: Helmet: Volunteer firefighter who completes 10 years of service will be given their helmet upon retirement. Training attended per calendar year: $100 for attending 70% of training; $200 for attending 80% of training; $350 for attend- ing 81%+ of training. Alarms attended per calendar year: $200 for attending 50% of alarms; $250 for attending 75%; $400 for attending 76%+ of alarms. Training expenses: Out-of-pocket expenses paid to employees attending courses which occur outside municipal boundary of City of Hamilton will be: $10 per day, maximum $30 per week. ENERGY GENERATION Capital Power Edmonton (61 production employees) and Unifor, Local 829 Renewal agreement: Effec- tive Dec. 20, 2020 to Dec. 17, 2022. Ratified on April 8, 2021. Signed on Dec. 20, 2020. Wage adjustments: Effective Dec. 20, 2020: 2.25% Effective Dec. 19, 2021: 2% Shift premium: Employee will be paid double time for time worked during lunch breaks if employee is recalled to duty during scheduled lunch break or is otherwise unable to take mutually agreed lunch break due to operational require- ments. Employee will be paid double time for time after 8 hours for power engineers on balanced periods continues shift to provide coverage for ro- tating 12-hour day shift. 5% for power engineers at levels B, C, D, E who are trained and quali- fied for units 1, 2, 3 Paid holidays: 12 days. Vacations with pay: 120 hours after 1 year, 160 hours after 7 years, 200 hours after 16 years, 240 hours after 22 years. Overtime: Double time for work in excess of regular shifts. Time may be banked and taken as time off in lieu. On last pay date in January of each year, banked overtime hours greater than 96 hours will be paid out. However, if employee's vaca- tion balance is greater than 80 hours of annual allotment, then all banked time will be paid out on last pay date in January. Medical benefits: Capital Power Benefits Plan. Pension: All eligible employees will participate in pension plan and make required contribu- tions by payroll deductions. Bereavement leave: 5 days for death in immediate family (current spouse, common- law spouse, parents, brother, sister, children, ward). 3 days for death of grandchild, guard- ian, parent of current spouse, grandparent, grandparent of current spouse, brother-in- law, sister-in-law, son-in-law, daughter-in-law, related depen- dants. One-half day for death of persons related more distantly (leave may extended 1 further day upon demonstrating need for additional time due to ex- tenuating circumstances). Seniority – recall rights: 12 months after layoffs. Call-in pay: Minimum 2 hours' pay at premium pay. In instances of emergency call-in, paid time will commence when employee is called at home and will continue until time they return home, provided employee goes directly from home to worksite and returns directly home on completion of work, maximum 45 minutes each way. Probationary period: 180 days (may be extended to maximum 1 year). Severance: 2 weeks (39.6 hours per week) per year of employ- ment. Minimum 4 weeks, maximum 52 weeks. Safety shoes: $500 per year for 100% of cost of safety footwear (must be CSA-approved); 100% of cost of liners and insoles; 100% of cost of resoling or re- pairs. Uniforms/clothing: Work gloves will be provided at no cost to employee. Maximum $250 for 100% of cost of non- melting undergarments. Em- ployer will initially provide 6 pairs of coveralls to all employ- ees. Employer will provide all required personal protective equipment. Sample rates of hourly pay (current, after 2% increase): OP-E G 1/2 or 3 shift engineer/ < from pg. 1 3 COLLECTIVE AGREEMENTS CANADIAN LABOUR REPORTER CANADIAN LABOUR REPORTER COLLECTIVE AGREEMENTS Canadian HR Reporter, a Key Media Canada (HR) Ltd. business 2021

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