Canadian Labour Reporter

November 29, 2021

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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who have accumulated 20 weeks' continuous service in any calendar year. When Christmas Day falls on Friday or Saturday, additional half- day off will be given on day before. When Christmas falls on Wednesday, Friday follow- ing Boxing Day will be given as additional holiday. When New Year's Day falls on Saturday, additional day off will be given on either preceding Friday or following Monday. Employees who are serving or have served in Canadian Forces, including reserves, will receive Remem- brance Day off with straight- time pay for scheduled hours or equivalent time off within 6 months. Vacations with pay: 1 work- ing day for each full month of service up to 2 weeks to start, 2 weeks after 1 year, 3 weeks after 3 years, 4 weeks after 8 years, 5 weeks after 16 years, 6 weeks after 25 years. Vacation pay bonus: 1 day's base pay after 26 years, 2 days' base pay after 27 years, 3 days' base pay after 28 years, 4 days' base pay after 29 years, 5 days' base pay after 30 years, 6 days' base pay after 31 years, 7 days' base pay after 32 years, 8 days' base pay after 33 years, 9 days' base pay after 34 years, 10 days' base pay after 35 years and beyond. Medical benefits: Employer pays 100% of premiums for OHIP medical and standard ward hospital services. Dental: Employer pays 100% of premiums for OPG group den- tal insurance plan. Paramedical: Employer pays 100% of premiums for extended health benefit plan. Sick leave: 8 days at full pay and 15 days at 75% pay, pay- able from first day of sickness. Additional 8/15 days will be added each year. Employee who runs out of credits will be given unpaid leave of absence until 6-month qualifying period for LTD elapses. For employees hired on or after Jan. 1, 2001: 8 days per year of service at 100% base pay. Employee who runs out of credits will be paid at 75% of base rate for up to 6 months. If denied LTD ben- efits, 75% of base rate will con- tinue to be paid until comple- tion of appeal process. LTD: Employer pays 100% of premiums for coverage of lesser of: 65% of base earnings begin- ning 6 months from start of employee's continuous absence or 75% of base earnings less any workers' compensation awards. Stops when employee becomes no longer totally disabled, reaches 65 years of age, fails to furnish proof of continued dis- ability, receives pension or dies. Pension: Employer and em- ployees contribute to OPG DC pension plan. Bereavement leave: 3 paid days for death of parent, step- parent, parent-in-law, sibling, stepsibling, sibling-in-law, spouse, child, stepchild, grand- parent, spouse's grandparent, great grandparent, grandchild. Time off with pay to attend fu- neral of fellow employee. Seniority – recall rights: 3 years. Probationary period: 3 months. May be extended to maximum of 3 months. Discipline: Sunset clause is 2 years. Severance: 2 months' initial notice of termination/lay- off. For employees who have elected to voluntarily terminate if given opportunity, 5 months' base pay plus 4 weeks' base pay per year of services (pro-rated for incomplete years of service), maximum 104 weeks' pay. For employees who have not elected to voluntarily terminate if given opportunity, 3 weeks' base pay per year of service up to maximum of 78 weeks' pay. Surplus employee who takes severance pay and terminates employment is entitled to reim- bursement of tuition fees and other associated expenses up to $5,000 within 12 months of termination. Safety shoes: Special footwear will be provided for safety of workers when required to work near forebays, sluices, under icy, slippery or otherwise haz- ardous conditions. $350 per year for persons required to wear climbing spurs or climb steel structures as part of nor- mal duties. $300 for others who choose or are required to wear CSA-approved ESR (electric shock resistant) protective footwear. Up to $20 per year for employees who are not re- quired to wear protective foot- wear but want to buy it. Uniforms/clothing: Approved eye protection supplied to individual prescription to all employees who normally wear glasses and are required to wear eye protection for appreciable amount of time in performance of duties. Employer will pur- chase certain types of work clothing in bulk for resale on most favourable terms possible to employees requiring them in connection with employer work. Where uniform appear- ance is required by employer as in case of certain receptionists, guides, messengers, drivers, security guards, uniforms will be provided. $200 yearly allow- ance for employees required to wear uniforms to offset clean- ing costs. Limited number of rainproof coats and hats may be obtained and kept available for persons who normally work indoors but who are occasion- ally required to work out-of- doors under adverse weather conditions. Rubber boots, aprons and gloves of approved material may be provided for employees when handling acids for batteries, cleaning trans- former coils or for other work which is similarly destructive to clothing. Tool allowance: Each employ- ee will be allowed 8% of person- al tool list retail price per cal- endar year for tool replacement or upgrading based on own tool list. Minimum allowance of $50 per year; unused portion of allowance may be carried forward. Employer will replace personal tools stolen, destroyed or damaged by fire. Mileage: $0.61 per kilometre for employees using vehicles on employer business. Sample rates of hourly pay (current): Band 1 (start): $20.64 Band 1 (step 3): $29.40 Band 1 (step 6): $36.52 Band 2 (start): $27 Band 2 (step 4): $34.56 Band 2 (step 8): $44.46 Band 3 (start): $34.93 Band 3 (step 4): $44.84 Band 3 (step 8): $57.16 Editor's notes: Employment security: Employees with 5 or more years' seniority who become surplus from position due to contracting out work will be given surplus priority consideration from date of notification until 11 months after surplus date. Employee's grad and progression step will be maintained and negotiated increases will apply for 1 year from surplus date or until date employee accepts vacancy, whichever comes first. WATER TRANSPORTATION Canada Steamship Lines Montreal (220 shipping employees) and the Seafarers' International Union of Canada (SIU) Renewal agreement: Effective June 1, 2021 to May 31, 2026. Signed on July 1, 2021. Wage adjustments: Effective June 1, 2021: 3% Effective June 1, 2022: 3% or COLA whichever is higher Effective June 1, 2023: 3% or COLA whichever is higher Effective June 1, 2024: 3% or COLA whichever is higher Effective June 1, 2025: 2.5% or COLA whichever is higher Paid holidays: 14 days includ- ing Jan. 2, first Monday in June, National Day for Truth and Reconciliation. Vacations with pay: 4% to start, 5% after 1 year, 7% after 5 years, 8% after 10 years, 10% < 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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