Canadian Labour Reporter

COLLECTIVE AGREEMENTS COLLECTIVE AGREEMENTS month after 21 years, 3 days per month after 25 years. Every employee who is proceeding on vacation leave and who is requesting vacation travel as- sistance will be given, once each fiscal year, 2 additional days with pay as travel time in addition to vacation leave. Overtime: Time and one-half for work after normal hours; double time after 4 consecu- tive hours of overtime and for all hours worked on second or subsequent day of rest, provid- ed days of rest are consecutive. Overtime may be accumulated to be taken as lieu time, maxi- mum 15 days in 1 year (time above 15 days will be paid out in cash). Sick leave: 1.5 days for each month for which employee receives pay for at least 10 days, maximum 20 days. Bereavement leave: 5 days when there is death in em- ployee's immediate family (em- ployee's father, mother, brother, sister, spouse, common-law spouse, child, stepchild, foster- child, grandparent, grandchild, father-in-law, mother-in-law, sister-in-law, brother-in-law, aunts, uncles, son-in-law, daughter-in-law, niece, neph- ew, any relative residing in em- ployee's household). Call-in pay: Greater of: com- pensation at appropriate over- time rate for all hours worked or compensation equivalent to 4 hours of pay at straight-time rate. Probationary period: 6 months from day that employ- ee is first employed by employ- er (initial probationary period) or 4 months after employee has been transferred or promoted. Discipline: Sunset clause is 12 months for any document or written statement related to disciplinary action. Severance: 2 weeks per each year for first 2 years of employ- ment; additional 1 week per year for each completed year of employment thereafter. Safety shoes: $200 per year to each permanent full time main- tenance employee for purchase of safety footwear. Uniforms/clothing: Employer will supply hard hats, aprons, welding goggles, dust protec- tion, eye protection (except prescription lenses), ear pro- tection. Employer will supply each maintenance employee with 1 pair of summer and win- ter coveralls and gloves each year. Tool allowance: When em- ployee, including apprentice, presents worn-out or broken tool which employee uses in regular performance of work, employer will replace tool with tool of similar quality. Mileage: $25 per day when maintenance employee uses own vehicle for employer busi- ness. Sample rates of hourly pay (current, after 1.3% increase): Maintenance supervisor 1 Step 1: $38.08 rising 1 step to $38.56 Step 2: $39.67 rising 1 step to $40.17 Step 3: $41.32 rising 1 step to $41.84 Housing maintenance service member Step 1: $35.65 rising 1 step to $36.10 Step 2: $37.14 rising 1 step to $37.60 Step 3: $40.62 rising 1 step to $41.13 Non-certified tradesperson Step 1: $26.96 rising 1 step to $27.30 Step 2: $28.09 rising 1 step to $28.44 Step 3: $29.29 rising 1 step to $29.66 Tenant relations officer Step 1: $34.91 rising 1 step to $35.35 Step 2: $37.95 rising 1 step to $38.42 Step 3: $41.25 rising 1 step to $41.77 Administrative clerk/MMOS Step 1: $26.14 rising 1 step to $26.47 Step 2: $29.41 rising 1 step to $29.78 Step 3: $32.68 rising 1 step to $33.09 Casuals: $24.73 rising 1 step to $25.04 Apprentices 4-year training programs Year 1: 55% Year 2: 65% Year 3: 75% Year 4: 85% 3-year training programs Year 1: 60% Year 2: 70% Year 3: 80% Editor's notes: Leave when employment terminates: When employee dies or otherwise terminates employment, employee (or their estate) will, in lieu of earned but unused vacation leave, be paid amount equal to product obtained by multiplying number of days of earned but unused vacation leave by daily rate of pay applicable to employee immediately prior to termi- nation of employment. Vacation travel assistance: $1,975 each to employees and dependants once each fiscal year. Special leave: One-half day for each month in which employee received pay for at least 10 days or one-quarter day for each month in which they received pay for less than 10 days. As credits are used, they may continue to be earned up to maximum 25 days. Wellness reward: Employee who has not used any sick leave during fiscal year will have 3 days of sick leave converted into 3 days of vacation leave. Cultural leave: 2 days' leave, with pay, and further 3 days' leave, without pay, per year for all employees to go on land. Effective April 1, 2022: 3 days' leave, with pay, and further 2 days' leave, without pay, per year. Bilingualism: $1,500 per year when employee is required in day-to-day operations to speak both English and Inuktitut. Standby pay: $34 per each weekday (previously $225 per week); $40 for each day of rest (previously $275 per week) and designated paid holi- days on standby. Housing allowance: $8,200 per year. EDUCATION ompson Rivers University Kamloops, B.C. (650 professors, librarians, counsellors, support employees) and the ompson Rivers University Faculty Association (TRUFA) Renewal agreement: Effec- tive April 1, 2019 to March 31, 2022. Signed on Jan. 17, 2020. Wage adjustments: Effective April 1, 2019: 2% GWI and 0.25% service improve- ment allocation Effective April 1, 2020: 2% GWI and 0.25% service improve- ment allocation Effective April 1, 2021: 2% GWI and 0.25% service improve- ment allocation Shift premium: $125 for each weekend faculty member supervises students and treat animals for faculty member in animal health technology pro- gram. $301.68 per year (previ- ously $276.02 per year) per full-time employee or equiva- lent supervised for department chairs. Paid holidays: 12 days. Christ- mas Period: Faculty members will have period from Dec. 24 to first business day in New Year as non-working days with Bilingualism: $1,500 per year when employee is required in day-to-day operations to speak both English and Inuktitut. 5 CANADIAN LABOUR REPORTER CANADIAN LABOUR REPORTER Canadian HR Reporter, a Key Media Canada (HR) Ltd. business 2021

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