Canadian Labour Reporter

7 Canadian HR Reporter, a HAB Press business 2019 CANADIAN LABOUR REPORTER COLLECTIVE AGREEMENTS Renewal agreement: Effective Dec. 18, 2017, to Dec. 18, 2021. Signed on Dec. 18, 2017. Shift premium: 5% for shifts that begin prior to and run past 6 p.m., employee will be com- pensated for hours worked after 6 p.m. Paid holidays: 9 days, plus 4 personal floater days (must be taken between Jan. and Dec. 31 and will not be paid out if unused). Vacations with pay: 1.5 days per month, maximum 15 days to start, 15 days after 1 year, 20 days after 7 years, 23 days after 12 years, 25 days after 18 years, 30 days after 25 years. Unused vacation time cannot be carried forward beyond April 30 unless there are ex- tenuating circumstances and in very limited circumstances. Overtime: Time and one-half for all work after 7.5 hours per day or 37.5 hours per week or on first day of rest (Saturday). Double time for all work on second day of rest (Sunday). May be banked, maximum 127.5 hours Pension: DC plan. Bereavement leave: 5 days for death of spouse, common-law partner, same-sex partner, son, daughter. 3 days for death of father, mother, brother, sister, mother-in-law, father-in-law, son-in-law, daughter-in-law, grandparent, grandchild, father or mother of common-law part- ner, father, mother of same-sex partner, other relative residing in same residence. Leave may be extended up to 1 week when necessary for employee to leave city in which they are employed. Seniority – recall rights: 52 weeks. Call-in pay: Greater of 3 hours of pay at time and a half or value of time worked. Probationary period: 6 months. Discipline: Sunset clause is 2 years (management will decide, in its sole discretion, whether or not to remove re- cord of discipline after request to do so). Severance: 0.5 months for each completed year of service, maximum 12 months. 1 month for each completed year of ser- vice, maximum 12 months, for former Bell Intrigna employees. Safety shoes: $225 per 24-month period; $150 per 12-month period. Sample rates of annual pay (current, after 5.9% increase): Regular employees: $64,030 rising 3 steps to $67,783 Team-prime employees: $71,000 rising 3 steps to $75,161 Lump-sum payment: $1,000 in applicable year for employees whose basic salary position in relation to annualized bench- mark is equal to or greater than 120% Editor's notes: Social-justice fund: Employer will deduct $0.01 for each regular hour worked per pay period for social-justice fund. On-call: $25 per 8 hours, maximum $50 Monday to Friday, maximum $75 Saturday, Sunday and on statutory holidays. Travel expenses: $20 if away over lunch period, $30 for dinner if regular work day extends minimum 3 hours beyond basic hours of work per day, when employee travels on company business at least 72 kilometres, 1-way, from company work centre. $65 per day or $15 for breakfast, $20 for lunch, $30 for dinner, when employee travels and stays overnight. Paid education leave: Employer will pay $5,000 into special fund, each year of collective agreement, to provide for Unifor Paid education leave program. PERSONAL HOME CARE CBI Home Health Edmonton (482 health-care workers, office employees) and the Alberta Union of Provincial Employees (AUPE), Local 047 Chapter 008 Renewal agreement: Effective Jan. 1, 2018, to Dec. 31, 2020. Ratified on March 18, 2019. Signed on April 24, 2019. Wage adjustments: Effective Jan. 1, 2019: 1.25% Effective Jan. 1, 2020: 1.25% Shift premium: $1.25 per hour for all hours worked between 6 a.m. and 2 p.m. for health-care aide who works in congregate setting for longer than 1 hour. $1.50 per hour for all hours worked between 2 p.m. and 6 a.m. for health-care aide who works in congregate setting for longer than 1 hour. $0.25 per hour for all hours of work be- tween 6 a.m. on Saturday until 6 a.m. on Monday. $3 per hour for all hours by LPN or HCA orientating new employees. Paid holidays: 10 days. Vacations with pay: Vacation time will adhere, at minimum, to employment-standards legislation. Overtime: Time and one-half for all work after 8 hours per day or 44 hours per week for regular office employees (re- ception and intake liaison). Time and one-half for all work after 264 hours per month for casual employees (LPNs and HCAs). Sick leave: 8 hours, maximum accrual of 32 hour for regular office employees (reception and intake liaison). 7.5 hours earned each 162.5 hours paid, maximum accrual of 30 hours. Employee's sick-leave usage will not exceed 30 hours per year. Employees who have remain- ing hours of leave on Dec. 31 each year may carry them over, maximum 30 hours for casual employees (LPNs and HCAs). Probationary period: 506 hours worked or 6 months of active employment, whichever occurs first. Discipline: Sunset clause is 2 years. Uniforms/clothing: Employer will provide all protective cloth- ing and safety equipment. Mileage: $1.40 per visit when employee is assigned duties necessitating use of private au- tomobile (employees will not be reimbursed for first visit of day and for last visit of day). $0.49 per kilometre, plus commute time, when employer receives funding and authorizes pay- ment. $0.47 per kilometre up to 5,000 kilometres; $0.41 per kilometre thereafter, for office employees who use personal vehicles for work. Sample rates of hourly pay (current, after 1.25% increase): LPNs: $25.20 rising 1 step to $25.52 Health-care aides Uncertified Start rate: $15.69 rising 1 step to $15.89 After 1,950 hours: $15.86 rising 1 step to $16.06 After 3,900 hours: $16.61 rising 1 step to $16.82 After 7,800 hours: $16.94 rising 1 step to $17.15 Certified Start rate: $16.20 rising 1 step to $16.40 After 1,950 hours: $16.77 rising 1 step to $16.98 After 3,900 hours: $16.94 rising 1 step to $17.15 After 7,800 hours: $17.96 rising 1 step to $18.19 Sample rates of annual pay (current, after 1.25% increase): Intake liaison Start rate: $36,855 rising 1 step to $37,315.69 After 2,080 hours: $39,066.30 rising 1 step to $39,554.63 After 4,160 hours: $39,466.44 rising 1 step to $39,959.77 After 8,320 hours: $41,824.38 rising 1 step to $42,347.19 Editor's notes: Legal indemnification: Employer will pay 100% of premiums for comprehensive professional and general liability insurance for all employees.

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