Canadian Labour Reporter

6 Canadian HR Reporter, a Thomson Reuters business 2016 COLLECTIVE AGREEMENTS May 2, 2016 6 Canadian HR Reporter, a Thomson Reuters business 2016 Bereavement leave: 3 work days for death of spouse (in- cluding common-law), child, parent, brother, sister, mother- in-law, father-in-law, grandpar- ents, grandchild, or any relative the employee lives with. 2 ad- ditional days for travel time are available if employer approves them. Seniority – recall rights: 1 year. Call-in pay: 2 hours' pay if called in and doesn't work, minimum 4 hours' pay if called in and they do work. Applicable overtime rate if called in and not given 10 days' notice of schedule changes. Probationary period: 3 months. Discipline: 18 months. Severance: 1 week's pay for ev- ery 2 years of service to a maxi- mum of 20 weeks' pay. Uniforms/clothing: Uniforms will be provided and laundered by employer. Tool allowance: If the employ- ee is required to have a pager available during on-call period, the employer will take care of all related expenses. Mileage: 50¢ per km or round- trip taxi fare, with a minimum of $2 for each round trip, call- back travel allowance. Sample rates of pay (current, after 1.375% increase): Level 1: $31.96 per hour, rising in 8 steps to $41.95. Level 2: $38.01 per hour, rising in 8 steps to $46.57 Editor's notes: Termination: 28 days' written notice must be provided by the employee. If they do not provide that notice, they lose 2% of their vacation pay. 10 days' notice by the employer if they terminate an employee. Benefits: Employees with 1 year or more of service who are laid off will accrue benefits for 20 work days and have benefits maintained for 1 year. Evaluations: 1 every 2 years. Qualifying period: 3 months in a new position to be returned to old role if unsatisfactory. Salary on promotion: $200 minimum monthly increase, moving to the lowest step in the new increment structure. New rate applies from first day worked, including orientation. Increment anniversary date for all employees. Medical examinations: Employer may request, and pay for, an employee to have a medical exami- nation by a physician of the employer's choice. Pregnant employees: Pregnant employees may request a transfer from current duties if a physician says the pregnancy may be at risk. If no transfer is feasible, the employee may be granted an unpaid leave of absence until maternity leave begins. Immunizations: Employer will pay for nurses to have im- munizations when working in a high-risk area. Court appearance: Regular employee required to serve on a jury or subpoenaed as a witness — not for their own trial — will be given leave with pay for the length of the court duty. Edu- cation: When employer agrees to transfer of function, they must provide in-service programs/training to nurses. Em- ployees attending these programs will be paid their regular rate. If the employer requests an employee take courses, the employer will grant leave with pay as well as cover the cost of tuition and books, travelling costs, and subsistence expenses. Employee can request 1 day of paid leave to attend an employer-approved course, not to exceed 9 days in 2 years. Elections: 4 consecutive hours for federal elections and 3 consecutive hours for provincial elections. Maternity leave: 52 weeks unpaid. No woman may return to work sooner than 6 weeks after birth of her baby or termination of her pregnancy. 5 weeks additional leave available if the child suffers from a physical, psychological, or emotional con- dition, confirmed by a physician. Parental leave: 37 weeks' unpaid leave. 5 weeks additional leave available if the child suffers from a physical, psychological, or emotional condition, confirmed by a physician. Adoption leave: 37 weeks without pay, with proof of adoption. 5 weeks' additional leave available if the child suffers from a physical, psychologi- cal, or emotional condition, confirmed by a physician. Special leaves: 5 days for marriage. 1 day for paternity. 2 days at a time to care for an immediate family member who has a serious illness. TRANSPORTATION Greater London International Airport Authority London, Ont. (25 service and maintenance employees) and the Greater London Airport Employees' Association Renewal agreement: Effective Jan. 1, 2015, to Dec. 31, 2019. Signed on Jan. 1, 2015. Wage adjustments: Effective 2016: 2% Effective 2017: 2% Effective 2018: 2% Effective 2019: 2% Calculated by CLR. Shift premium: $2 per hour for lead hands. Paid holidays: 11 days. Vacations with pay: 3 weeks after 1 year, 4 weeks after 8 years, 5 weeks after 20 years and 6 weeks after 30 years. Overtime: Time and one-half for all hours worked on the employee's first day off. Double time for all hours worked on the employee's second day off and all subsequent consecutive days off. Meal allowance: $10 after 3 hours of overtime. Pension: The Canadian Air- ports Council Pension Plan. Bereavement leave: 4 days for employee's spouse, par- ent, stepparent, brother, sister, father-in-law, mother-in-law and any relative residing with the employee. 1 day for employ- ee's grandparent, grandchild, son-in-law, daughter-in-law, brother-in-law or sister-in-law. Up to 3 days for travel. Seniority – recall rights: 6 months. Call-in pay: Minimum 3 hours at applicable overtime rate. Discipline: Sunset clause is 2 years. Severance: 1 week's pay for each complete year of continu- ous employment to a maximum of 30 weeks. Sample rates of pay (current, after 2% increase): Technical support technician: $36.22 per hour Electrical & building services supervisor: $36.22 Airport mechanic: $31.19 AOS trainee: $26.49 AOS class 1: $27.86 AOS class 2: $30.99 AOS class 3: $33.07 Structural service technician: $30.99 HVAC technician: $31.19 Airfield maintenance techni- cian seasonal — year one: $21.84 Airfield maintenance techni- cian seasonal — year two and beyond: $22.37 Editor's notes: Parking: The employer provides parking to all employees. A taxable benefit is applicable per Canada Revenue Agency legislation. Standby: $10 every 8 hours spent on standby. Physical fitness: The parties agree that spe- cific positions require the incumbent to maintain a high level of physical fitness.

• Cover