Collective Agreement

between

Ontario Public Service Employees Union on behalf of its Local 250

and

The Corporation of the County of Grey (Grey County Paramedic Services)

DURATION: January 1, 2018- December 31, 2020

,#/\ OPSEU 11/LJsEFPO

Sector #1 2-250-5093-20201231-1

TABLE OF CONTENTS

ARTICLE 1 - PURPOSE ................................................................................................. 1 ARTICLE 2 - RECOGNITION ......................................................................................... 1 ARTICLE 3 - DEFINITIONS ........................................................................................... 1 ARTICLE 4- MANAGEMENT RIGHTS .......................................................................... 2 ARTICLE 5 - CHECK-OFF OF UNION DUES ................................................................ 2 ARTICLE 6 - UNION REPRESENTATION ..................................................................... 3 ARTICLE 7 - NON-DISCRIMINATION PROVISIONS .................................................... 7 ARTICLE 8 - GRIEVANCE PROCEDURE ...................................................................... 7 ARTICLE 9 - ARBITRATION .......................................................................................... 9 ARTICLE 10 - SENIORITY ........................................................................................... 10 ARTICLE 11 - JOB POSTINGS ................................................................................... 13 ARTICLE 12 - LAYOFF AND RECALL ........................................................................ 14 ARTICLE 13 - HOURS OF WORK ............................................................................... 16 ARTICLE 14 - OVERTIME AND PREMIUM PAY ......................................................... 21 ARTICLE 15-PAID HOLIDAYS .................................................................................... 21 ARTICLE 16 -VACATION ............................................................................................ 22 ARTICLE 17- LEAVES OFABSENCE ........................................................................ 25 ARTICLE 18 - HEALTH AND WELFARE BENEFITS ................................................... 32 ARTICLE 19- HEALTH AND SAFETY ........................................................................ 34 ARTICLE 20- UNIFORMS ........................................................................................... 35 ARTICLE 21 -WAGES ................................................................................................. 35 ARTICLE 22 - EXPENSES AND ALLOWANCES ......................................................... 36 ARTICLE 23 - GENERAL ............................................................................................. 38 ARTICLE 24 - DURATION ............................................................................................ 39 SCHEDULE A ............................................................................................................... 40 SCHEDULE B ............................................................................................................... 41 SCHEDULE C - SHIFTS .............................................................................................. 52 SCHEDULE D ............................................................................................................... 53 LOU: Educational Opportunities for Co-op and College Students and Observers55 LOU: IV Training Program ........................................................................................... 56 LOU: Calculation of Normal Weekly Hours for Part Time Employees .................... 58 LOA: Part-time Replacement of Open Shifts using two Rotational Lists ............... 59 LOU: Voluntary Interest Arbitration ................................................................. 61 LOU: Extra Hours of Work Agreement. ............................................................. 63

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ARTICLE 1 - PURPOSE

1.01 The purpose of this Collective Agreement is to establish:

a) a basic framework of terms and conditions of employment covering Paramedics employed by the County of Grey;

b) structures for on-going problem-solving between the parties during the term of this Collective Agreement;

c) a process for resolving disputes that may arise over the interpretation, application and administration of this Collective Agreement;

ARTICLE 2 - RECOGNITION

2.01 The Employer agrees to recognize OPSEU as the bargaining agent for all paramedics employed by the Corporation of the County of Grey, save and except those employed in a managerial or confidential capacity in matters related to Labour Relations.

ARTICLE 3 - DEFINITIONS

3.01 Full-Time Employee

For the purposes of interpretation and clarification, full-time employees shall mean any employee who regularly works shifts amounting to an average of eighty (80) hours or eighty-four (84) hours in a two (2) week period or 168 hours in a 4 week period. This includes full time flex floats who are frequently assigned to different stations.

3.02 Regular Part-Time Employee

A "Regular Part-Time Employee" is an employee who is hired to fill a part­time position for an indefinite time and is scheduled in advance as required. RPT employees will not normally be scheduled for more than thirty-six (36) hours per week. However, in times of peak demand, as defined in Article 13 - Hours of Work of this agreement, the Employer may schedule part­time employees for up to forty-two (42) hours per week.

The Employer will maintain a compliment of up to 80% compliment of Part­Time paramedics relative to the number of Full-Time paramedics.

3.03 Temporary Position and or Employee

A "Temporary Employee" is an employee who is hired to backfill a position for an employee absent as a result of maternity, sick leave, or other authorized leave of absence (e.g. vacation) up to a maximum of twelve (12) months. Any extension of a temporary backfill assignment must be agreed upon in writing between the Employer, the employee and the Union.

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Temporary employees hired from outside the bargaining unit shall be covered by the terms of the Collective Agreement, in the same manner as part time employees, except they shall not have access to any seniority­based rights such as the right to grieve termination, vacancy, and layoff and recall. With respect to job competitions temporary employees shall have secondary rights, in relation to permanent members of the bargaining unit, to apply for any positions which may be posted during their period of temporary employment with the County. Temporary employees will be paid in lieu of benefits in the same manner as part-time employees.

After achieving permanent status, temporary employees shall have their seniority back-dated to their continuous unbroken service date.

ARTICLE 4 - MANAGEMENT RIGHTS

4.01 The parties hereto acknowledge that it is the exclusive right of the Employer, subject to and in accordance with the terms of this Agreement to:

a) maintain order, discipline and efficiency;

b) hire, direct, classify, transfer, promote, discharge, suspended or otherwise discipline employees for just and proper cause;

c) Determine in the interest of efficient operation and the highest standard of service, the hours of work, work assignment, work schedule and methods of doing work;

d) Determine the number of personnel required, in the services to be performed and the methods, procedures and equipment to be used in connection therewith;

e) To operate and manage the undertakings of the Department and without restricting the generality of the foregoing, to select, install, and require the operation of any equipment, plant and machinery necessary for the efficient and economical carrying out of the operations and undertakings of the Department.

ARTICLE 5 - CHECK-OFF OF UNION DUES

5.01 The Employer shall deduct from the regular pay of each employee in the bargaining unit, commencing from the date of hire, an amount equivalent to such Union dues as may be designated by the Union from time to time. The Employer agrees to remit this amount to the First Vice­President/Treasurer of the Union, 100 Lesmill Road, North York, Ontario, not later that the fifteenth (15th) day of each month following deduction, accompanied by a list of names, and with the first dues deduction, the S.I.N.s of the employees from whose pay the dues have been deducted.

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The Employer agrees that, should negotiations result in retroactive payment of salary increases, the Employer will deduct the amount of dues required by the Article at the time the payment is made.

5.02 The Employer agrees to include on the T4 slips of each employee affected by this Article the annual total of dues deducted.

5.03 The Union will advise the Employer in writing of the amount of its regular dues. The amount so advised will continue to be deducted until changes by further written notice to the Employer.

5.04 The Union will indemnify and save the Employer harmless against any and all claims, demands, suits and other forms of liability that may arise out of any action taken or not taken by the Employer for the purposes of complying with any of the provisions of the Article.

ARTICLE 6 - UNION REPRESENTATION

6.01 Bargaining Agent Representative

In respect of matters related to the negotiation, interpretation, renewal and amendment of this Collective Agreement the bargaining agent's representative is the assigned OPSEU Staff Representative working out of the Union's Owen Sound Regional Office, unless and until the Employer is notified otherwise.

6.02 Stewards

Union stewards are elected by the paramedical membership or appointed by the Union from that membership to assist with the administration of this Collective Agreement, to engage in problem-solving on workplace issues with the Employer, and to represent members in the grievance procedure.

The Employer agrees to recognize one (1) Shop Steward and one (1) alternate Shop Steward at each of its permanent stations across the County, excluding satellite stations and posts.

The Union will identify the members authorized to act in the capacity of Shop Steward at each worksite, as well as the Unit Steward who will act as the Union's key contact person in respect of day-to-day Union/Management interaction across all worksites.

6.03 Union/Management Committee

The parties agree to establish a joint Union/Management Committee (UMC) with up to five (5) representatives each; for the purpose of discussing service-wide "policy issues" or other workplace concerns left unresolved following discussion with their Duty Supervisor. It is agreed that the Union representatives on this Committee shall be from different Stations.

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The Union Staff Representative and the Employer's Director of Human Resources shall also be entitled to attend meetings of the UMC.

Members of the UMC shall not suffer any loss of regular wages while attending meetings of the UMC, which shall be scheduled by mutual agreement between the Union and Management co-chairs.

Unless circumstances warrant, notice of a desire to hold a UMC meeting will normally be provided to the other party ten (10) calendar days in advance of the suggested date for the meeting, together with a list of the items the initiating party wants to discuss.

Minutes of such meetings will be kept in a manner acceptable to the co­chairs.

6.04 Health and Safety Committee

The parties agree to form a Joint Health and Safety Committee composed of two (2) Management and two (2) Union representatives, in accordance with the Occupational Health and Safety Act. The parties further agree that in the period covered by the Collective Agreement that one (1) of the Union representatives shall be an existing certified member or any other certified member.

6.05 Negotiating Committee

The Employer agrees to recognize and deal with Negotiating Committee made up of four (4) representatives which will be elected or appointed by the Union from among its Grey County membership. This Negotiating Committee is entitled to the presence, advice and assistance of an OPSEU Staff Representative at any and all meetings with the Employer.

During negotiations, it is understood that the Negotiating Committee is doing the work of the Employer and will be paid a twelve (12) hour day. If a member of the committee is on a scheduled day off he/she will reschedule a day off in lieu. If a member of the committee requires more than one shift off it is agreed all hours will be paid (i.e. night shifts). It is understood that no overtime will be incurred.

The Employer agrees to co-operate with the rescheduling or finding of a replacement for Union Bargaining team Members for any shifts "contingent to" a shift during which negotiations will take place. The Employer will pay for any scheduled "contingent" shifts that require backfilling to facilitate a Union Bargaining Team Member's attendance at the bargaining table.

The Employer agrees to allow representatives from all stations to attend authorized Union Caucus meetings on non-bargaining days. The Employer will pay Negotiating Committee Members and Station

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Representatives not directly involved in negotiations and then invoice the Union for reimbursement, for regular scheduled shifts for which they have been replaced in order to attend authorized Union Caucus Meetings on non-bargaining days. The Union undertakes to reimburse the Employer for wages within thirty (30) days of receipt of the invoice at the Owen Sound Regional Office.

6.06 The Union shall notify the Employer in writing of the names of its local representatives namely its officers and various Committee members.

6.07 Employees in the bargaining unit shall have access to their personnel records at reasonable times and shall, on request, be provided with copies of material contained in such records, which shall be corrected if inaccurate.

6.08 The Employer shall provide a bulletin board for the use of the Union at each location upon which the Union shall have the right to post notices, relating to matters of interest to the Union and the employees. It is understood that all such notices must be submitted to the Secretary of the Employer, prior to posting.

6.09 The Employer shall provide the Union with all the necessary information relating to the following matters for employees within the bargaining unit on a current basis:

a) Job postings, job awards, promotions, demotions and transfers;

b) Hirings, discharges, suspensions, written warnings, resignations, retirements, and deaths;

c) Job classifications, job descriptions; and,

d) Information relating to salaries and fringe benefits including pension and welfare plans which are referred to in this agreement only.

6.10 New employees are to be put in contact with a Steward for orientation with Union representatives. The employee will be provided with a Steward list along with the Steward's contact number and station location at the new employee orientation.

6.11 New employees are to be provided with a current copy of the collective agreement.

6.12 The right of a steward to leave his work without loss of basic pay to attend to Union business is granted upon the following conditions:

a) Such business must be as between the Union and Management. Employees having grievances cannot discuss these with the steward during working hours to the extent that it may unduly restrict the operations of the Employer;

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b) The time shall be devoted to the prompt handling of necessary Union business;

c) The steward concerned shall obtain permission of the Duty Supervisor concerned, before leaving his work and shall report to his supervisor upon his return to work; and

d) The Employer reserves the right to limit such time if it deems the time so taken to be excessive, and reserves the right to delay the said absence for up to twenty-four (24) hours if the steward is, at the time of request, involved in a call, or if the said request restricts the operation of the Employer.

6.13 Leaves of absence without pay and without loss of seniority for Union business shall be granted to employees who have completed their probationary period up to an aggregate of thirty (30) working days per year, provided such leaves of absence do not interfere with the continuance of efficient operations of the Employer. It is agreed that no more than two (2) employees shall be absent on such leave at one time from the same base or platoon. The Union will give the Employer as much notice as is possible of an employee(s) request to be absent for Union business. During such leave of absence, salary and benefits will be kept whole by the Employer provided the Union agrees to, and does in fact, reimburse the Employer for such salary and Employer contributions to such benefits. In the event the Employer incurs additional expense by way of salary or otherwise, the Union shall reimburse the Employer for the additional expense.

6.14 Upon request by the Union, confirmed in writing and provided that reasonable notice is given, leave of absence with no loss of pay and with no loss of credit shall be granted to employees elected as Executive Board Members and Executive Officers of the Union for the purpose of conducting the internal business affairs of the Union.

The Union will advise the Employer in writing of the name and location of such employee, immediately following his election.

Leave of absence with no loss of pay and with no loss of credit shall be granted to accommodate reasonable travel time.

The Union will reimburse the Employer for the salary and all benefits paid to a member of the Executive Board and Executive Officers granted leave under this Article and in the event the Employer incurs additional expense by way of salary or otherwise, the Union shall reimburse the Employer for the additional expense.

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ARTICLE 7 - NON-DISCRIMINATION PROVISIONS

7.01 The parties agree that there shall be no discrimination within the means of the Ontario Human Rights Code against any employee by the Union or Management by reason of race, creed, colour, age, sex, marital status, nationality, ancestry, or place of origin, family status, handicap, sexual orientation, political affiliation or activity.

7.02 The parties further agree that there will be no intimidation, discrimination, interference, restraint or coercion exercised or practiced by either of them or their representatives or members because of an employee's membership or non-membership in the Union or because of the employee's activities or lack of activities in the Union.

ARTICLE 8 - GRIEVANCE PROCEDURE

8.01 In order to provide an orderly and speedy procedure for the settling of grievances, the Employer acknowledges the right of a steward to assist any employee in preparing and in presenting the grievance in accordance with the grievance procedure. The employee shall have the right to have the steward present when dealing with any matter, including a reprimand with the Employer. In the event that it is the steward's grievance, the Union may appoint a member to assist the steward.

8.02 Any difference concerning the interpretation, application, administration or alleged violation of the provisions of this agreement, shall be dealt with in the following manner:

Complaint Stage:

Within fifteen (15) calendar days of the circumstances giving rise to a potential grievance, an employee shall discuss the issue with a duty Supervisor. The employee may, at the employee's discretion, be accompanied at this discussion by a Union Steward. The Supervisor shall reply to the complaint within seven (7) calendar days from the date first discussed.

Step One:

Failing resolution at the Complaint Stage, the employee concerned, in the presence of the steward, may submit a grievance in writing to the Director within seven (7) calendar days of the date on which the verbal response was received from the Supervisor. The Director may schedule a meeting to discuss the grievance to be held within ten (10) working days of receipt of the grievance. The Director shall reply within five (5) working days after the meeting was held.

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Step Two:

Failing satisfactory settlement at Step One, the grievor together with a shop steward and the ranking Unit steward (or designate) for the OPSEU Paramedic bargaining unit, shall meet with Director or Designate and the CAO or Designate within ten (10) working days of the decision rendered at Step One to further attempt satisfactory settlement. The CAO or Designate shall reply within five (5) working days of the date of the meeting.

Step Three:

Failing satisfactory settlement at Step Two, the Union may refer the grievance to arbitration within thirty (30) days of the meeting under Step Two. It is understood that an OPSEU Staff Representative may be present at any stage of the grievance procedure.

8.03 A claim by an employee that the employee has been discharged without just cause shall be treated as a grievance if a written statement of such grievance is lodged with the CAO at Step Two of the grievance procedure within five (5) working days following notice of discharge.

8.04 The Union and the Employer shall have the right to file a policy grievance based on a dispute arising out of the application, interpretation, or alleged violation of this Agreement. However, a Union policy grievance shall not include any matter upon which an employee is personally entitled to grieve, unless the grievance is common to a substantial group of employees, in which case it shall be dealt with as a policy grievance. A policy grievance may be launched by either party in writing at Step Two of the grievance procedure, at any time within thirty (30) calendar days of the circumstances giving rise to the grievance or the date the party ought reasonably to have become aware of the circumstances giving rise to such grievance. If it is not satisfactorily settled at such step, it may be referred to arbitration in the same manner and to the same extent as the grievance of an employee.

8.05 A group grievance shall be filed at Step One.

8.06 Any grievance not initiated or processed within the time limit specified above shall be considered to be abandoned.

8.07 If a party fails to reply to the grievance within the time limit set out at any step of the grievance procedure the grievance may be submitted to the next step of the grievance procedure.

8.08 At any step of the grievance procedure the time limits imposed upon either party may be extended by mutual agreement in writing.

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8.09 An employee shall have the right to file a grievance concerning whether or not the employee has been disciplined or discharged without just cause.

8.10 An employee is entitled, prior to the imposition of discipline or discharge, to be notified at a meeting with the Employer of the reasons for considering such action unless the employee is a danger to the employee or others.

The employee shall be accompanied by a Union representative who shall be advised in advance by the Employer of the time and place of the meeting. Failure to comply with the requirements of this clause shall render the discipline or discharge null and void.

8.11 Employees shall be notified in writing of the grounds for discipline or discharge. The Union shall receive a copy.

8.12 The Employer shall provide the employee and the Union with a copy of any written warning or adverse report affecting the employee. Any reply by the employee shall become part of the employee's record.

8.13 No employee shall be disciplined or discharged without just cause.

ARTICLE 9 - ARBITRATION

9.01 Where a grievance is to be referred to Arbitration, the following procedure shall apply:

(a) the party referring the grievance shall give notice to the other party indicating their intention to refer the matter to arbitration and giving the name and address of its appointee to the Arbitration Board;

b) within five (5) working days after receipt of such notice, the other party shall respond by indicating the name and address of its appointee to the Arbitration Board;

c) the two (2) appointees so selected shall, within ten (10) working days after receipt of the notice of the appointment of the second of them, appoint a third person who shall be the Chair of the Arbitration Board;

d) if the recipient of the notice fails to name an appointee, or if the two (2) appointees fail to agree upon a chairman within the time limited, the appointment may be made by the Minister of Labour upon request of either party.

9.02 The Arbitration Board is to be governed by the following provisions:

(a) the Arbitration Board shall hear and determine the subject of the grievance and shall issue a decision which is final and binding upon the parties and upon any employee or Employer affected by it;

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(b) the decision of a majority is the decision of the Arbitration Board, but if there is no majority, the decision of the Chair governs;

(c) each of the parties shall pay one-half (1/2) of the remuneration and expenses of the Chair of the Board and all of the expenses of their nominees in the case of a three-person panel;

(d) the Board shall determine its own procedure, but shall give full opportunity to all parties to present evidence and make representations;

(e) the Board shall not have any authority or power to alter, change, or amend any of the provisions of this agreement or to substitute any new provision, in lieu thereof, or to give any decision contrary to the express intent or terms and conditions of this agreement or in any way, modify, add to or detract from any provision of this agreement;

(f) the parties and the arbitrator shall have access to the Employer's premises to view working conditions, machinery or operations which may be relevant to the resolution of a grievance;

g) the Board shall have jurisdiction to determine whether a grievance is arbitrable.

9.03 A grievor whose attendance is required at arbitration hearings shall receive permission to be absent from work and shall not suffer any reduction in regular wages as a result of participation in such arbitration hearings during a shift for which the grievor would have otherwise been scheduled to work. The Union will reimburse the Employer for wages incurred as a result of having to replace such employee.

9.04 The parties shall have the option of referring a grievance to a single arbitrator, upon mutual agreement.

9.05 Time limits in this Article may be extended by mutual consent of the parties.

ARTICLE 10 - SENIORITY

10.01 Definition

All employees shall have their length of unbroken service with their previous Employers delivering Ambulance Services within the County of Grey recognized by the County of Grey.

10.02 Transfer of seniority

Employees moving from part time to full time status or vice versa shall transfer seniority based upon two thousand one hundred and eighty- four (2184) hours equalling a year.

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10.03 Seniority List

a) Seniority lists will be revised every six (6) months;

b) Notwithstanding the above, a list shall be posted for part-time employees at the time of each job posting, which shall be calculated up to and including the closing date of the job posting;

c) A copy of the list will be emailed electronically to all staff and the Union. If an employee does not challenge the position of their name on the seniority list within thirty (30) days from the date their name first appears on a seniority list, then they shall be deemed to have proper seniority standing;

d) In the event of a dispute within the time frame above, the employee shall make the dispute known to their station Union representative and the Employer. The issue will then be placed on the agenda for the next Union/Management (UMC) meeting as covered under article 6.03.

e) In the event no meeting is scheduled, the parties agree to meet within fifteen (15) days of notification of the dispute from the employee. The parties will respond to the complaint within ten (10) days of the meeting of the UMC.

f) If the employees dispute is upheld and a correction is made to the Seniority list and the employee has missed a job posting opportunity for which they have applied and he/she would have had sufficient seniority had the original list been correct, the Employer agrees to accept the employee in the job vacancy providing the employee meets the requirements of article 11.01 of this agreement.

10.04 Calculation of Seniority

a) Seniority is calculated to reflect regular hours paid

b) Overtime, Call-in time and time spent On-Call is not counted in seniority calculations.

c) Each member's seniority accrual will be capped at forty-two (42) hours per week and two thousand one hundred eighty-four (2184) hours per calendar year.

d) Full-time employees will receive credit for two-thousand one hundred eighty-four (2184) hours per year unless they have taken a LOA that temporarily halts the accumulation of seniority.

e) Part-time employees will accumulate seniority according to the following formula:

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i) Credit for all regular hours

ii) plus, 4% representative of Statutory Holidays;

iii) plus, 6% representative of average sick time;

iv) plus, 8% representative of average vacation allotment.

10.05 Probation

a) Length

A newly hired employee shall be on probation for a period of nine hundred (900) hours. During the probationary period, the employee shall be entitled to all rights and benefits of this Agreement, except rights involving seniority. The Employer may dismiss a probationary employee for any reason. The Employer will be required to show that it acted reasonably in judging the employee unsuitable for permanent employment.

b) Extension

A probationary employee may have their probation extended by an additional four hundred and fifty (450) hours on mutual agreement between the parties. The extension shall not be the subject of a grievance.

10.06 Accumulation of Seniority:

Seniority shall continue to accumulate in the following circumstances;

a) when off work due to sickness and accident;

b) when absent on vacation with pay or on a designated holiday;

c) in all other circumstances as covered by other articles in this agreement.

10.07 Loss of Seniority:

An employee shall lose all seniority and service and shall be deemed terminated if he/she:

a) resigns;

b) is discharged and not reinstated through the grievance/arbitration procedure;

c) retires

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d) is absent from scheduled work without leave for a period of four (4) or more consecutive working days without notifying the Employer of such absence and providing to the Employer a satisfactory reason:

e) has been laid off for twenty-four (24) months.

ARTICLE 11 - JOB POSTINGS

11.01 When a permanent job vacancy occurs within the bargaining unit the vacancy shall within fifteen (15) days be posted at all stations for ten (10) consecutive calendar days. The Employer shall promptly transmit to the Union, a copy of each notice of vacancy so posted. All notices of vacancy shall designate the current station location, the job and rate of pay for such job. Any employee may apply in writing for such job posted within the time limit specified above. Such applications shall be made in duplicate and one copy thereof shall be signed by the Employer official receiving same and shall be returned to the employee.

In determining which applicant is to fill such vacancy, the Employer shall award the position to the most senior applicant with the proven qualifications.

The Employer shall update the seniority of applicants as of the date of the posting.

The Employer shall award the position within ten (10) working days of the closing date.

The Employer shall without delay post on the board for at least ten (10) working days the name of the successful applicant.

The Employer will within ten (10) days of a written request notify the unsuccessful job applicants in writing of the reasons why they were not accepted.

The Employer reserves the right to fill any job vacancy immediately. When filling a temporary vacancy that is expected to exceed ninety (90) days the posting provisions above will apply.

Part-time employees shall retain their part-time status when filling a temporary vacancy.

11.02 Qualifications

Paramedic's qualifications will be in accordance with the qualifications for employment outlined in the Ambulance Act.

In order to be eligible for employment, employees must maintain all mandatory qualifications as outlined under the Ambulance Act; General

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Regulation 257/00. Failure to maintain all mandatory qualifications will result in the employee being suspended from duty, with loss of pay and seniority, until such time as the employee's qualifications are reinstated. The Employer will not be responsible for any costs associated with the employee's ability to maintain mandatory qualifications except in those circumstances outlined in Articles 22.05 and 23.03.

An employee who is deactivated and/or decertified and who does not retain certification in Advanced Life Support Patient Care Standards, will be assigned to non-patient care duties for a maximum of 48 hours during which time such employee is expected to obtain reactivation and/or recertification in Advanced Life Support Patient Care Standards.

11.03 New Classifications

The Employer may create a new classification subject to negotiations on wage rates with the Union. Failing mutual agreement on the wage rates, the matter may be processed through the grievance and arbitration procedure.

11.04 Trial Period

The successful applicant shall be allowed a trial period of up the seventy­five (75) days during which the Employer will determine if the employee can satisfactorily perform the job. Within this period the employee may voluntarily return, or be returned by the Employer, to the position formerly occupied without loss of seniority. The vacancy resulting from the posting may be filled on a temporary basis until the trial period is completed.

11.05 A full-time employee wishing to change his/her status to part-time shall apply to do so and shall provide notice by the availability deadline, as per Article titled Availability. The full-time position would then be posted as per the provisions in Article 11.

ARTICLE 12 - LAYOFF AND RECALL

12.01 a) The Corporation shall provide three (3) months' notice of a reduction of the permanent full-time workforce.

An employee who has not received a notice of layoff may offer to be laid off in place of a more junior employee. The Corporation retains the sole discretion to accept this offer. If the employee's offer is accepted the employee will be deemed to have been laid off on the date provided to the junior employee, or such earlier date as may be agreed, in which case notice of layoff is not applicable to the employee, but the employee shall be entitled to severance pay if otherwise eligible under the provisions of Article 12.04 - "Severance Pay".

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In the event of a layoff due to the reduction in the workforce, the least senior full-time employee in the station affected shall receive notice of layoff and:

i. A full-time employee in receipt of notice of layoff may claim a vacancy, if one exists, or may displace the most junior full-time employee at any station provided the laid off employee is qualified and has more seniority than the employee who is being displaced.

ii. A full-time employee who is displaced under Article 12.01 a) i) above may claim a vacancy, if one exists, or may displace the most junior employee in the bargaining unit.

iii. A part-time employee may not displace a full-time employee.

b) i. In the event that work becomes available a full-time employee who has been laid off shall have the right of recall, for a period of twenty-four (24) months, provided the employee has the qualifications and ability to perform the work.

ii. An employee may decline a notice of recall for any reason without penalty and shall remain on the recall list until recalled to a station that is acceptable or until the recall period expires.

iii. Notice of recall shall be sent to the employees by registered mail at their address of record with the Employer. It shall be the responsibility of the employee to keep the Employer advised of the employee's current address.

12.02 The Employer shall notify employees who are to be laid off three (3) months prior to the effective date of layoff, or award pay in lieu thereof, unless a greater period of notice is required by legislation, in which case such greater period of notice or pay in lieu thereof shall be given.

12.03 The right of laid off employees to benefits under this agreement shall continue for a period of three (3) months.

12.04 Severance Pay

An employee with one (1) year of service shall be entitled to receive, on separation from employment due to indefinite layoff, severance pay of one (1) week per year of service since January 1, 2001, only.

Such severance pay shall be provided only upon separation from employment due to indefinite layoff, in which case the employee must waive their right to recall from layoff, in writing, as a condition of receiving severance pay. Indefinite layoff means a period of thirty-five (35) consecutive weeks or more of layoff.

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12.05 Contracting Out

The Corporation shall not contract out any work usually performed by members of the bargaining unit if, as a result of such contracting out, a layoff of any employees results from such contracting out.

Notwithstanding the foregoing, the Corporation may contract out work usually performed by members of the bargaining unit without such contracting out constituting a breach of this provision if the Corporation provides in its commercial arrangement contracting out the work that the contractor to whom the work is being contracted agrees:

1. To employ the employees thus displaced from the County; and

2. The successor rights provisions of the Ontario Labour Relations Act apply.

ARTICLE 13 - HOURS OF WORK

13.01 All Full Time employees while assigned to Paramedic duties shall be required to work an average of forty (40) or forty-two (42) hours per week.

13.02 The Working Schedule for the eighty (80)/eighty-four (84) hour bi-weekly work period shall be as set out in Schedule "C" which is attached hereto and forms part of this Agreement.

13.03 For the purposes of initial deployment the Employer agrees that the station a permanent employee is currently assigned to will be considered as the employee's permanent station.

The parties agree that where two (2) employees from different stations request to change stations these employees may be permitted to do so.

Notwithstanding any of the above, the Employer reserves the right to temporarily change an employee's station for up to one hundred and twenty (120) days for good and sufficient reason, including but not limited to,

• training

• the assisting of certification/recertification

• skills retention/acquisition.

If, as a result of operational requirements, the Employer is required to permanently transfer an employee from a regular work location, the Employer shall transfer the most junior employee at that location.

The Employer will meet with the Union a minimum of four (4) weeks prior to any permanent changes being implemented for the purposes of discussion and input.

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In, addition, an employee who is temporarily transferred to a station other than the employee's permanent station is entitled to a mileage allowance in accordance with the County's Corporate policy for the difference, if any, in the distance between (i) the employee's home and the employees temporary station; and (ii) the employee's home and the employees permanent station;

13.04 The Union and the Employer agree that the Employer will provide employees with a minimum of eight (8) consecutive hours free from performing work between scheduled shifts. In the event that an employee is unable to report to work at their regularly scheduled start time as a result of requiring the minimum eight (8) hours off between shifts, the employee will commence the shift at the end of the eight (8) hour period. The employee will complete the shift at the regularly scheduled time and suffer no loss of pay.

13.05 In the event that an employee is requested to begin a shift before the start time of the employee's regular shift the employee will be paid four (4) hours at time and one half exclusive of the pay for the employee's regular shift.

Where an employee has already arrived at their station prior to their shift beginning and is required to respond to a call prior to the commencement of the scheduled shift they shall be paid an additional one (1) hour at time and one half. Early relief of on duty crew does not qualify.

13.06 In the event that an employee is called in for a shift without sufficient notice to arrive for the shift at the regular start time of that shift the employee will be paid for the entire shift.

13.07 Where an open shift exists due to a late notification of absenteeism the Employer shall canvass available employees by seniority. The Union agrees that in order to be eligible for the shift an employee must be able to arrive at the station within one (1) hour of the start of the shift. In the event an employee is unable to arrive within the time referred to above or the Employer is unable to make direct contact with the employee, the Employer shall move to the next eligible employee on the seniority list

Where an employee is already working a shift and must leave during the shift the remaining hours of the shift shall be filled at the discretion of the duty supervisor.

Late notification shall be defined as any call-in of absenteeism of two hours or less.

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13.08 The schedule of hours and days of work of each full time employee shall be posted in an appropriate place at least four (4) weeks in advance. Once posted, the shift schedule shall not be changed without the knowledge of the employee. Where four (4) working days of such notice is not given, the employee shall receive payment of time and one half (1 1\2) the employee's basic rate for all work performed within the required period of notice.

The regularly scheduled hours and days of work of each part time employee shall be posted in an appropriate place at least 4 (four) weeks in advance.

13.09 For part-time employees, standard hours of work will be eight (8), twelve (12) hours in a day to a maximum of thirty-six (36) hours per week or seventy-two (72) hours per bi-weekly pay period. This definition of normal hours of work will not be construed as a guarantee of hours of work per day or days per bi-weekly pay period

Notwithstanding the above during the May 21st to September 21st period, part time employees may be scheduled up to forty-two (42) hours per week or eight four (84) hours per bi-weekly pay period.

*Reference to dates will be calculated based on the closest dates coinciding with the beginning and ending of pay periods.

Where an open shift exists in the bargaining unit, or a replacement is needed for a bargaining unit position, the following procedure shall be followed:

a) The hours shall first be offered to part-time employees, by seniority, until either, the opening is filled, no part-time employee is available, or all part-time staff have been scheduled for thirty-six (36) hours or seventy-two hours per bi-weekly pay period. If a shift has been filled at a certain point on the seniority list and another shift becomes available the next day, the next person on the list will be called.

Where an open shift may exist or a replacement is needed for a shift and the Employer searches more than forty-eight (48) hrs in advance in order to fill the required shift, the Employer agrees to allow a ten (10) minute wait period when contact is made with the employee in order to allow the employee to confirm acceptance of the shift.

b) If after step (a) there are still hours to be filled, it shall be offered to available full- time employees by seniority.

c) If after (b) there are still hours to be filled, they shall re-offer to part­time employees as in step one (1) until all part-time have been scheduled to forty-two (42) hours or eight-four (84) hours per bi-weekly pay period.

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13.10 Availability

An Operational Shift is defined as a shift on which the paramedic is on duty and responding to calls, or has the ability to respond in uniform, to calls immediately upon notice.

Operational shifts will include Grey County Educational Days (CME) but shall not include Base Hospital Re-certification days, Vacation days, or Sick days.

a) (The following language is in effect from January 1 2016):

Part time staff may submit with their availability, preferred stations of work, but will be available to work all stations in the County of Grey.

Part time staff will submit six (6) days of availability for each four (4) week period of which two (2) days would be one complete weekend. Part-time paramedics will be available to work up to a minimum of two (2) shifts per month.

Day of Availability Explanation

A "Day" of Part time availability will be allowed to be submitted as one of the following "Days", "Nights", or 24 hrs.

"Days" Availability is defined as available for the following shifts: 0600hrs-1800hrs, 0700hrs-1900hrs, and 0800hrs-1600hrs.

"Nights" Availability is defined as available for the following shifts: 1900hrs-700hrs.

If submitting "Days" or "Nights" only, a note can be added to the scheduling program if available for a 1200 - 0000 shift.

"24 hrs" Availability will include all shifts noted above as well at the 1200 - 0000 shift.

A "Day" of Availability cannot cancel out one shift with another. Example: A Sat night shift and a Sunday day shift will not count as a weekend of availability. It must be a full six (6) shifts of potential availability.

A "Friday Night" submission can count towards one of the required two days of weekend availability. A "Friday Night" submission must be accompanied by either a Saturday or Sunday submission.

Part time staff is required to work a minimum of twenty-four (24) operational shifts from January 1st through December 31st annually.

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By July 1st of each year, employees will be advised how many shifts they have worked and the remainder needed to meet the 24 shift obligation.

In the event that the employee does not work the twenty-four (24) operational shifts by December 31st of the calendar year, the employee will be deemed to have abandoned his/her employment.

The twenty-four (24) operational shift requirement does not constitute a guarantee of work.

Notwithstanding the above, should the employee fail to meet the requirements due to unforeseen circumstances such as illness or injury, consideration will be given on a case by case basis.

Part-time staff are to submit their availability six (6) weeks in advance of the upcoming calendar month.

b) Full-time employees will submit their availability via electronic scheduling software, in order to qualify for overtime call-in, pursuant to Article 13.09.

13.11 Flex Float

Provisions for Flex Float employees will be as follows:

a) Flex Float employees may submit their preferred shifts for the upcoming schedule for consideration. The approval of the shifting pattern will be based on operational demand.

b) Hours of work will balance over a twenty-eight (28) day cycle.

c) Flex Float employees will be scheduled a minimum of two (2) weekends off in the twenty-eight (28) day cycle.

d) Availability will be given four (4) weeks in advance of the posted schedule.

13.12 Daylight Savings

In recognition that employees may on occasion be scheduled to work on a shift that falls during a change from daylight savings time to standard time or vice-a-versa, the Employer agrees to pay employees as follows:

a) during the change to daylight savings, employees will be compensated at straight time for twelve (12) hours.

b) during the change to standard time, employees will be compensated at straight time for thirteen (13) hours.

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c) any additional hours worked at either time shall be paid in accordance with the overtime provisions of the collective agreement.

13.13 Bargaining Unit Work

Management may do the work of the bargaining unit in order to maintain emergency coverage only in extenuating circumstances. The following process will be followed:

a) In the event that greater than fifty percent (50%) of the shift has been completed the supervisor may complete the shift as a partner on the affected ambulance.

b) In the event that less than fifty percent (50%) of the shift has been completed the supervisor will attempt to fill the remainder of the shift following the guidelines outlined in Article 13 - Hours of Work.

c) While attempting to fill the remainder of the shift under section b), the supervisor may provide emergency coverage as a partner on the affected ambulance.

ARTICLE 14 - OVERTIME AND PREMIUM PAY

14.01 Overtime at the rate of time and one-half (1 1/2) will be paid on all hours worked in excess of the length of an employee's regular shift as well as hours worked in excess of the employee's regular scheduled rotation (1 week, 2 week, 4 week rotation).

14.02 Overtime hours may be paid out or accumulated in a lieu bank. The employee will provide payroll with direction to have the overtime paid out or banked as lieu time on a quarterly basis. The direction given to payroll will be fixed for the quarter and will be deemed as the default unless the employee provides other direction.

14.03 Lieu Time and Paid Holiday Use and Payout

Lieu time accumulated by banking overtime and/or paid holidays may be taken as time off or paid out annually.

Unless the paramedic notifies the Employer by November 1st of each year that they wish to carryover up to two (2) stat days into the next year, all unused lieu time will be paid out annually on the first payday of December.

It is agreed that the stat holiday carryover is separate from the vacation carryover maximum reference in Article 16.11.

ARTICLE 15-PAID HOLIDAYS

15.01 In the event a Paid Holiday falls on the permanent full-time employee's scheduled day off, provided the employee qualifies for holiday pay, the

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employee shall receive an additional day off with twelve (12) hours pay at a time mutually agreed to between the employee and the Employer.

15.02 a) Any full time permanent employee required to work on a Paid Holiday shall be paid at the employee's regular hourly rate for all hours actually worked plus eight (8) hours. The Employer shall only pay the premium rate for working on a paid holiday up to a maximum of twenty-four (24) hours. In addition to this, the employee shall receive an additional day off with pay at a time mutually agreed to between the employee and the Corporation.

b) Part time employees required to work on a paid holiday shall be paid two (2) times the employee's regular straight time rate for all hours worked.

15.03 The following days shall be observed as Paid Holidays for permanent full­time employees:

New Year's Day Civic Day

Family Day Labour Day

Good Friday Thanksgiving Day

Easter Monday Remembrance Day

Victoria Day Christmas Day

Canada Day Boxing Day

Paid holiday premiums will be paid for all hours worked on the paid holiday (00:00:00 to 23:59:00) based on 2/3 the hourly rate.

ARTICLE 16 - VACATION

16.01 "Continuous Service" for vacation entitlement shall mean continuous service as of September 4, 2004, plus severance accrued thereafter.

16.02 Employees who have completed less than one year of continuous service prior to the first day of January in the current year shall be entitled to vacation pay amounting to four (4) percent of earnings.

16.03 Vacation entitlement will be based on the employees normal work week. Employees working a forty (40) hour week will be allowed forty (40) hours for each week of vacation entitlement. Employees working a forty-two (42) hour work week will be allowed forty-two (42) hours for each week of vacation entitlement.

16.04 Employees who have completed one (1) year of continuous service prior to the first day of January in the current year shall receive annual vacation of two (2) normal work weeks.

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16.05 Employees who have completed two (2) years of continuous service prior to the first day of January in the current year shall receive annual vacation of three (3) normal work weeks.

16.06 Employees who have completed seven (7) years of continuous service prior to the first day of January in the current year shall receive annual vacation of four (4) normal work weeks.

16.07 Employees who have completed eleven (11) years of continuous service prior to the first day of January in the current year shall receive annual vacation of five (5) normal work weeks.

16.08 Employees who have completed twenty (20) years of continuous service prior to the first day of January in the current year shall receive annual vacation of six (6) normal work weeks.

16.09 From June 1st until Labour Day weekend all staff are entitled to eighty-four (84) hours off. There will be no added booking beyond this hour allotment.

16.10 Vacation pay for permanent part-time and temporary employees shall be calculated on the basis of length of continuous service:

1) Completion of 1, 725 hours of continuous service 4%

2) Completion of 3,450 hours of continuous service 6%

3) Completion of 12,075 hours of continuous service 8%

4) Completion of 18,975 hours of continuous service 10%

5) Completion of 34,500 hours of continuous service 12%

The vacation pay for part-time employees will be paid bi-weekly.

16.11 Scheduling of Vacation

Paramedics will submit all of their first round requests into the Electronic Scheduling Program under Vacation Requests. This vacation is to include the 84 hours of prime time booked in blocks as well as unlimited time booked in blocks (outside of prime time and Christmas). If your vacation cannot be accommodated as submitted through the Electronic Scheduling Software you will be contacted based on seniority from top to bottom for alternate dates. Please submit your requests to the Electronic Scheduling Software prior to December 1st-: The approved schedule shall be posted by December 15th.

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The approved schedule shall be posted by December 15th of each year. Any vacation requests received after November 3Qth will be dealt with on a first come, first served basis.

Time off for vacation purposes during the December 15th to January 3pt period of each year will be granted by seniority provided the Employer can secure a replacement for the employee. Requests for such time off will be made to the Electronic Scheduling Software prior to October 15th of each year and the employee will be notified as to the approval or denial of such request no later than November 15th of each year.

Process for Booking of Vacation will be as follows: The number of Paramedics allowed off at one time is fifteen (15) paramedics per week (subject to operational demand), effective in 2019.

All days in each group must be taken together (No individual days allowed on First booking) as below:

J's and 2's Schedule • Monday and Tuesday are a grouping • Wednesday and Thursday are a grouping • Friday, Saturday and Sunday are a grouping

"4 Week" Schedule • Monday, Tuesday, Wednesday, Thursday Days are a grouping • Friday, Saturday, Sunday Days are a grouping • Tuesday, Wednesday, Thursday night are a grouping • Friday, Saturday, Sunday, Monday night are a grouping

Monday to Friday 8 Hour Schedule • Minimum block of three (3) consecutive eight (8) hour days are a

grouping

To get eighty-four (84) hours exactly, employees will have to select groupings of shifts as detailed above for each individual schedule. Only one (1) three (3) or (4) shift weekend is allotted per paramedic in first round booking.

Individual pre booked vacation days are not allowed until all vacation is booked. Any individual days or further vacation requests over prime time allotment can be submitted during this booking. These requests will be recorded and given off by seniority if there are still open pre booked days available. If there are no open days available they will be recorded and given out by seniority based upon availability of float and part time staff.

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All individual days off and further booking of vacation beyond this process will be on a first come first served basis. Employees are entitled to carry over twenty-five percent (25%) of their yearly vacation allotment to the next calendar year.

16.12 Part-time employees may observe up to eight shifts (8) of vacation period, four (4) of which may be taken during prime periods (May 21st to September 21st), provided such period is taken at a time acceptable to the Employer. The taking of such vacation itself will not be a reason to deny future work opportunity that otherwise would be available. The parties agree that the Employer will give proper consideration to any request under this article and the request will not be unreasonably denied.

Where a request by more than one employee has been submitted for the same period or portion thereof the parties agree that seniority will be the determining factor when allowing the request.

It is understood that such vacation period may include days of availability as submitted by the employee under Article 13.08.

16.13 No employee shall lose vacation time that has been earned up to date of accident or occupational illness incurred in the performance of duty. In addition, the Employer will permit vacation time to continue to accumulate during the first twelve (12) month period the employee is in receipt of WSIB Temporary Compensation/STD/LTD. Thereafter, the absent employee is not entitled to accumulate vacation time. Provided the return to work is within two (2) years of date of initial injury/illness, the employee will be entitled to the accrued vacation in the form of time off with pay.

Under no circumstances will the employee be entitled to a payout for accrued vacation. Vacation entitlement shall be prorated to account for part of a year.

ARTICLE 17 - LEAVES OF ABSENCE

17.01 Bereavement leave

a) In the event of the death of an employee's spouse, including common­law and same sex partner with whom the employee has cohabited for a sufficient period of time to establish a common law spouse relationship or marriage under the law, child, step-child, grandchild, ward or guardian, a permanent full-time or permanent part-time employee shall be granted a maximum of four (4) shifts leave of absence with pay upon notification to the employees immediate supervisor. Such leave shall be taken within seven (7) days of the death. Leave shall be granted for the purpose of making arrangements for and attending the funeral.

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b) In the event of the death of an employee's mother, father, step-parent, brother, sister, mother/father-in-law, grandparent, grandparent-in-law sister/brother-in-law, a permanent full-time or permanent part-time employee shall be granted a maximum of three (3) shifts days leave of absence with pay upon notification to the employees immediate supervisor. Such leave of absence shall be taken within seven (7) days of the death. Leave shall be granted for the purpose of making arrangements for and attending the funeral.

c) In the event of the death of an employee's aunt or uncle, a permanent full-time or permanent part-time employee shall be granted a maximum of two (2) shifts leave of absence with pay upon notification to the employee's immediate supervisor. Such leave shall be taken within seven (7) days of death.

d) In the event of the death of an employee's boyfriend or girlfriend, a permanent full-time or permanent part-time employee shall be granted a maximum of one (1) shift leave of absence with pay upon notification to the employee's immediate supervisor. Such leave shall be taken within seven (7) days of the death.

e) An employee shall not receive paid bereavement leave while on any other authorized leave of absence, maternity or parental, his scheduled day off, paid holiday or compensable or non-compensable illness or accident. In the event paid bereavement leave is required while an employee is on paid vacation, the affected paid vacation will be re-credited to the employee.

f) If a burial or memorial service is not held within the time limits referenced above, an employee can utilize one (1) day of his/her entitlement , as determined above, within six (6) months following the date of bereavement for the purposes of attending the burial or memorial service.

17.02 Jury Duty

If a permanent full-time or permanent regular part-time employee is required:

a) to serve as a juror in any court of law, or;

b) to attend as a Crown witness, or;

c) by subpoena to attend court proceedings or coroner's inquest in connection with a case arising from the employee's duties with the corporation,

The employee shall not lose regular straight time pay for scheduled hours because of such attendance provided that the employee:

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a) Notifies the corporation immediately on the employee's notification that the employee will be required to attend at court or at the inquest;

b) Presents proof of service requiring the employee's attendance;

c) Deposits with the corporation the full amount of compensation received excluding mileage, travelling and meal allowances and an official receipt thereof.

Each employee who is required by law to appear in court during non­regular working hours on a job-related matter shall receive at minimum of four (4) hours at time and one half.

17.03 Pregnancy Leave

a) Pregnancy leave will be granted in accordance with the provisions of the Employment Standards Act, except where amended in this provision. The service requirement for eligibility for pregnancy leave shall be thirteen (13) weeks of continuous service.

b) The employee shall give written notification at least two (2) weeks in advance of the date of commencement of such lave and the expected date of return. At such time she shall also furnish the Employer with the certificate of a legally qualified medical practitioner stating the expected birth date.

c) The employee shall reconfirm her intention to return to work on the day originally approved in sub-section (b) above by written notification received by the Employer at least four(4) weeks in advance thereof.

d) An employee who is on pregnancy leave as provided under this Agreement who has applied for and is in receipt of Employment Insurance pregnancy benefits pursuant to section 22 of the Employment Insurance Act shall be paid a supplemental employment benefit for a period not exceeding fifteen (15) weeks. The supplement shall be equivalent to the difference between ninety (90%) of her normal weekly earnings and the sum of her weekly unemployment insurance benefits and any other earnings. Receipt by the Employer of the employee's unemployment insurance cheque stubs shall constitute proof that she is in receipt of Employment Insurance pregnancy benefits

The employee's normal weekly earnings shall be determined by multiplying her regular hourly rate on her last day worked prior to the commencement of the leave times her normal weekly hours plus any wage increase or salary increment that she would be entitled to receive if she were not on pregnancy leave.

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The employee does not have any vested right except to receive payments for the covered unemployment period. The plan provides that payment in respect of guaranteed annual remuneration or in respect of deferred remuneration or severance pay benefits are not reduced or increased by payments received under the plan

Credit for service and seniority shall accumulate for a period of up to fifty-two (52) weeks while an employee is on pregnancy leave.

The Employer will continue to pay its share of the contributions of the subsidized employee benefits, including pension, in which the employee is participating for a period of up to fifteen ( 15) weeks while the employee is on pregnancy leave.

Subject to any changes to the employee's status which would have occurred had she not been on pregnancy leave, the employee shall be reinstated to her former duties, on the same shift, in the same station and at the same rate of pay.

17 .04 Pregnancy Leave for Part Time Employees

a) Pregnancy Leave will be granted in accordance with the provisions of the Employment Standards Act, except where amended in this provision. The service requirements for eligibility for pregnancy leave shall be thirteen (13) weeks of continuous service

b) The employee shall give written notification at least two (2) weeks in advance of the date of commencement of such leave and the expected date of return. At such time she shall also furnish the Employer with the certificate of a legally qualified medical practitioner stating the expected birth date.

c) The employee shall reconfirm her intention to return to work on the date originally approved in subsection (b) above by written notification received by the Employer at least four(4) weeks in advance thereof.

d) An employee who is on pregnancy leave as provided under this Agreement who has applied for and is in receipt of Employment Insurance pregnancy benefits pursuant to Section 23 of the Employment Insurance Act shall be paid a supplemental unemployment benefit for a period not exceeding fifteen (15) weeks. The supplement shall be equivalent to the difference between ninety percent (90%) of her normal weekly earnings and the sum of her weekly unemployment insurance benefits and any other earnings. Receipt by the Employer of the employee's unemployment insurance

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cheque stubs shall constitute proof that she is in receipt of Employment Insurance pregnancy benefits

The employee's normal weekly earnings shall be determined by multiplying her regular hourly rate on her last day worked prior to the commencement of the leave times her normal weekly hours plus any wage increase or salary increment that she would be entitled to receive if she were not on pregnancy leave.

The employee does not have any vested right except to receive payments for the covered unemployment period. The plan provides that payment in respect of guaranteed annual remuneration or in respect of deferred remuneration or severance pay benefits are not reduced or increased by payments received under the plan.

Credits for service and seniority shall accumulate for a period of up to fifty­two (52) weeks while an employee is on pregnancy leave on the basis of what the employee's normal regular hours of would have been.

The Employer will continue to pay the percentage in lieu of benefits and its share of pension contributions during the period of pregnancy leave. The Employer will register those benefits as part of the supplemental Unemployment Benefit Plan with the Canada Employment Insurance Commission.

Subject to any changes to the employee's status which would have occurred had she not been on pregnancy leave, the employee shall be reinstated to her former duties, on the same shift, in the same station, at the same rate of pay.

17.05 Parental Leave

a) Parental Leave will be granted in accordance with the provisions of the Employment Standards Act, except where amended in this provision. The service requirement for eligibility for parental leave shall be thirteen (13) weeks of continuous service

b) An employee who qualifies for parental leave, other than an adoptive parent, shall give written notification of at least two (2) weeks in advance of the date of the commencement of such leave and the expected date of return.

c) For the purposes of this Article, parent shall be defined to include a person with whom a child is placed for adoption, and a person who is in a relationship of some permanence with a parent of a child and who intends to treat the child as his or her own.

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d) An employee who is an adoptive parent shall advise the Employer as far in advance as possible of having qualified to adopt a child, and shall request the leave of absence, in writing, upon receipt of confirmation of the pending adoption. If because of late receipt of confirmation of the pending adoption the employee finds it impossible to request the leave of absence in writing, the request may be made verbally and subsequently verified in writing.

An employee who is an adoptive parent may extend the parental leave for such greater time as may be required by the adoption agency concerned to a maximum total of six (6) months

An employee shall reconfirm his or her intention to return to work on the date originally approved in subsection (b) above in written notification received by the Employer at least four (4) in advance thereof.

An employee who is on parental leave as provided under this agreement who has applied for and is in receipt of Employment Insurance parental benefits pursuant to Section 22 of the Employment Insurance Act shall be paid a supplemental unemployment benefit for a period not exceeding ten (10) weeks. That benefit shall be equivalent to the difference between ninety percent (90%) of the employee's normal weekly earnings and the sum of his or her weekly Employment Insurance Benefits and any other earnings. Receipt by the Employer of the employee's employment insurance stub will serve as proof that the employee is in receipt of unemployment parental benefits.

The employee's normal weekly earnings shall be determined by multiplying the employee's regular hourly rate on his or her last day worked prior to the commencement of the leave times the employee's normal weekly hours plus any wage increase or salary increment that the employee would be entitled to if he or she were not on parental leave.

The employee does not have any vested right except to receive payments for the covered unemployment period. The plan provided that payment in respect of guaranteed annual remuneration or in respect of deferred remuneration or severance pay benefits are not reduced or increased by payments received under the plan.

Credits for service and seniority shall accumulate for a period of up to thirty-five (35) weeks after the parental leave began, if the employee also took pregnancy leave and thirty-seven (37) weeks after the parental leave began otherwise the employee is on parental leave.

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The Employer will continue to pay its share of the premiums of the subsidized employee benefits, including pension, in which a full-time employee is participating for a period of up to thirty-five (35) weeks after the parental leave began.

In no event will the top-up exceed the difference between 90% of the employee's normal weekly earnings that s/he was receiving on the last day worked prior to the start of the leave and the employee's El benefit calculated without regard to any election by the employee to receive a lower El benefit spread over a longer period of time as may be permitted under the Employment Insurance Act.

17.06 Parental Leave for Part Time Employees

a) Parental leaves will be granted in accordance with the provisions of the Employment Standards Act, except where amended in this provision. The service requirements for eligibility for parental leave shall be thirteen (13) weeks of continuous service.

b) An employee, who qualifies for parental leave, other than an adoptive parent, shall give written notification of at least two (2) weeks in advance of the date of the commencement of such leave and the expected date of return.

c) For the purposes of this article, parent shall be defined to include a person with whom a child is placed for adoption and a person who is in a relationship of some permanence with a parent of a child and who intends to treat the child as his or her own.

d) An employee who is an adoptive parent shall advise the Employer as far in advance as possible of having qualified to adopt a child, and shall request the leave of absence, in writing, upon receipt of confirmation of the pending adoption. If because of late receipt of conformation of the pending adoption the employee finds it impossible to request the leave of absence in writing, the request may be made verbally and subsequently verified in writing.

An employee who is an adoptive parent may extend the parental leave for such greater time as may be required by the adoption agency concerned to a maximum total of six (6) months.

An employee shall reconfirm his or her intention to return to work on the date originally approved in subsection (b) above by written notification received by the Employer at least four (4) weeks in advance thereof.

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e) An employee who is on parental leave as provided under this Agreement who has applied for and is in receipt of Employment Insurance parental benefits pursuant to section 23 of the Employment Insurance Act, shall be paid a supplemental unemployment benefit for a period not exceeding ten (10) weeks. That benefit shall be equivalent to the difference between ninety percent (90%) of the employee's normal weekly earnings and the sum of his or her weekly employment insurance benefits

In no event will the top-up exceed the difference between 90% of the employee's normal weekly earnings that s/he was receiving on the last day worked prior to the start of the leave and the employee's El benefit calculated without regard to any election by the employee to receive a lower El benefit spread over a longer period of time as may be permitted under the Employment Insurance Act.

17.07 Leaves of Absence

The Employer agrees to provide leaves of absence as required by the terms of the Employment Standards Act, including:

• Pregnancy and Parental Leave • Family Medical Leave • Domestic or Sexual Violence Leave • Child Death Leave • Crime-Related Child Disappearance Leave • Critical Illness Leave

Any subsequent changes to the Employment Standards Act will directly affect all leaves, in accordance with the Employment Standards Act rules and regulations.

ARTICLE 18 - HEALTH AND WELFARE BENEFITS

18.01 Job related injuries/illnesses will be covered by the WSIB and claims will be made in the usual manner. Employees who are compelled to be off duty by reason of accident or sickness incurred in the performance of duty shall be entitled to receive the payment of full net pay during such off duty period for up to fifty-two (52) weeks in total in respect to any one accident or periods of absence, provided the employee qualifies for WSIB Temporary Compensation.

Occupational related absences not approved by the WSIB as being eligible for compensation benefits shall be considered for Short Term Disability benefits. Any overpayment of wages that may occur while waiting for a decision by the WSIB shall be recoverable by the Employer.

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18.02 Employees shall report their illness to the on-duty officer in charge within a reasonable time before the employee is to report for duty.

18.03 Vacation days and days in lieu of statutory holidays shall not be chargeable against an employee's Short Term Disability Plan.

18.04 Each claim of sick leave shall be supported by a certificate from a qualified medical practitioner provided, however, that such certificate shall not be required if the period of absence is not more than three (3) days.

18.05 The Employer shall pay the full cost of the Employer Health Tax presently in force for the benefit of the employees.

18.06 The Employer shall pay the premiums for Life Insurance and Accidental Death & Dismemberment Insurance which provide for the following coverage:

- Group Life Insurance - two (2) times the employee's salary; and furthermore, in the event of Accidental Death & Dismemberment, a further two (2) times the employee's salary.

The payment of Life Insurance and Accidental Death & Dismemberment benefits will be in accordance with the terms and conditions of the respective policy.

18.07 The Employer shall pay the premiums to provide:

a) Dental Plan • The current ODA Fee Schedule shall apply. • Major Restorative Coverage to include crowns, bridges

and fixed prosthodontics at 50% reimbursement, no maximum. (effective first pay period after ratification)

• Basic and Comprehensive Basic Services • Orthodontic coverage based on fifty percent (50%)

reimbursement level to a lifetime maximum of fifteen hundred dollars ($1500) per insured dependent child under eighteen (18) and employees and eligible spouses.

Effective March 21, 2019, Massage, Physiotherapy and Chiropractic care to a maximum of $600 for each discipline per calendar year for the insured paramedic only. Coverage for dependents remains at $300 for each discipline per calendar year.

Three hundred dollars ($300) every twenty-four (24) months for prescription eyeglasses and frames

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The cost of one (1) eye exam every twenty-four (24) months per eligible person. Mandatory generic drug substitution. Private Duty Nursing, Psychologists, Speech Therapists as per plan. Survivor Benefits ( Health and Dental Coverage) Semi-Private Hospital Coverage Out of Country Benefit Coverage

The payment of benefits will be in accordance with the terms and conditions of the respective policy and will be payable by the insurer and not by the Employer.

18.08 The Employer shall provide and pay the premium for a short term disability plan and a long term disability plan. A description of these plans is attached to this Agreement as Schedule "B" and form part of this Agreement.

18.09 The Employer reserves the right to change the carrier of any of the benefit plans mentioned in this Agreement provided the level of coverage is not decreased. Notice of such changes will be communicated to the Union prior to change.

18.10 Part-time employees shall receive thirteen percent (13%) of their straight time wages in lieu of benefits. (Effective first pay period after ratification)

Part-time employees who are not in receipt of benefits from another Employer shall have the option of electing between (1) benefit coverage based on a 50/50 cost share between the Employer and the employee for extended health, dental, vision and semi-private hospital care , or (2) the above percentage-in-lieu.,

18.11 The Employer shall continue payment for the following benefits to retired employees up to age sixty-five (65): EHC, Dental Plan and Life Insurance. In order to qualify, employees must be retiring with an OMERS pension and have a minimum of ten (10) years of service with the County.

ARTICLE 19 - HEAL TH AND SAFETY

19.01 Employees may be required to undergo a medical examination save and except as hereinbefore provided, only where such requirement is justified, and such examination shall be made by a family physician, or mutually agreed upon physician, during working hours, at the expense of the Employer without loss of pay.

19.02 Required immunizations as provided for in the Ambulance Act will be done by a designated person from the Grey Bruce Health Services during work hours. Flu shots will be done according to the Ambulance Act using a designated person of the Grey Bruce Health Services during work hours.

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ARTICLE 20 - UNIFORMS

20.01 Each employee upon hiring will be issued the following:

a) Shirts - Four (4), one shall be a cool max shirt

b) Pants - Three (3)

c) All season coat and one pair of snow pants, replaced on a as needed basis

d) Cap-One(1)

e) Gloves - One (1) pair

f) Sweater- One (1)

20.02 A full-time employee shall receive three hundred and fifty (350) points on January 1st of each year. Effective January 1, 2016, a full-time employee shall receive three hundred and seventy five (375) points and effective January 1, 2017 a full-time employee shall receive four hundred (400) points.

a) One (1) point equals one dollar ($1.00).

b) Points can be used to acquire approved uniform items at actual cost to the Employer.

c) The Employer will produce a catalogue of approved uniform items that the employees will select the uniform items from. The prices posted in the catalogue for that year will remain in effect for that year.

d) Coats as needed, i.e. not included in point system.

e) Employer may determine individual employee issue if uniform in poor condition and continues to be worn by employee.

f) Unused accumulated points will be paid out bi-annually at a rate of fifty percent (50%) of dollar value (1 point= $1.00).

Part-time employees shall have their uniforms replaced on an as needed basis. The sweater shall be provided retroactively to part-time staff.

20.03 Part-time employees shall receive the full-time allotment of points for every 2184 seniority hours. For the purpose of this article, the determination of reaching 2184 seniority hours will be based on seniority hours earned.

ARTICLE 21 - WAGES

21.01 Wages - See Schedule "A" - Wages

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21.02 Alternate Rate Duty Supervisor

a) Alternate Rate Supervisors (AR) positions will come from within the bargaining unit. Successful candidates will remain members of the bargaining unit.

b) The term of the AR position will not exceed two thousand one hundred and eighty four (2184) hours (cumulative) or three (3) years.

c) The selection process will be as follows:

i) written test - Primary Care Paramedic level knowledgebase material including but not limited to: Basic Life Support Standards, Symptom Relief and Defibrillation, Policies and Procedures, relevant legislation, anatomy and physiology, etc. A passing mark of seventy percent (70%) is required prior to proceeding to the interview phase.

ii) interview - Primary Care Paramedic level knowledgebase including problem solving, decision making in addition to the material covered in the written test.

d) Following completion of the interview phase, employees will be ranked in order of seniority. Candidates will be offered AR positions based on seniority. Successful candidates not offered positions due to lack of available opportunities will be placed on an eligibility list for a period not to exceed one (1) year from the completion of the selection process. Any available AR positions will be offered to the next most senior candidate on the eligibility list.

e) AR Duty Supervisors will be compensated one dollar per hour ($1.00/hour) for all time spent assigned in the AR capacity. Regular ambulance shifts will be compensated at regular Primary Care Paramedic hourly rates.

ARTICLE 22 - EXPENSES AND ALLOWANCES

22.01 Effective March 21, 2019, employees will earn a shift premium of seventy-five cents per hour ($0.75/hour) for all hours worked between 19:00 hours and 07:00 hours Monday through Sunday. Effective January 1, 2020 employees will earn a shift premium of eighty-five cents per hour ($0.85/hour) for all hours worked between 19:00 hours and 07:00 hours Monday through Sunday.

In addition to the above, employees will earn a weekend shift premium of seventy-five cents per hour ($0.75/hour) for all hours worked between 00:00 hours and 23:59 hours Saturday and Sunday. Effective January 1, 2020, employees will earn a weekend shift premium of eighty-five cents per hour ($0.85/hour) for all hours worked between 00:00 hours and 23:59 hours Saturday and Sunday.

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22.02 A safety boot allowance of three hundred dollars ($300.00) every two (2) years for full-time employees and one hundred and fifty dollars ($150.00) every two (2) years for part-time employees will be reimbursed upon submission of employee's receipt.

22.03 A meal allowance of eleven dollars ($11.00) will be paid to any employee who is prevented from taking their usual meal arrangements because of:

a) being away from their assigned station over the hours of :

i) 11 :30-13:30 and/or 16:30-18:30 for the 07:00-19:00, shifts.

ii) 23:30-01 :30 and /or 04:30-06:30 for the 19:00-07:00 shifts

iii) 17:00-19:00 and/or 21:00-23:00 for the 12:00-00:00 shift

iv) 12:00-14:00 for the 08:00-16:00, shifts.

v) 10:30-12:30 and/or 15:30-17:30 for the 06:00-18:00 shift.

Any time less than thirty (30) consecutive minutes at base during that time will not be counted as time at base.

b) Any shift over-run that continues more than three (3) hours for the twelve (12) hour shifts and two (2) hours for the eight hour shifts, past the end of shift will also qualify for meal allowance.

c) Employees will submit receipts for reimbursement of up to eleven (11) dollars per meal time missed inclusive of taxes and gratuities.

22.04 The Employer will pay for the cleaning of grossly soiled uniforms/outerwear on an as needed basis. The employee will require a supervisor's authorization prior to cleaning the uniform article. The employee will submit the receipt for reimbursement.

22.05 The Employer will pay for a physician's note when the employee is requested to submit one for the purposes of determining eligibility for short-term disability or to meet legislated requirements. The employee will submit the receipt for reimbursement.

22.06 Weather Bound Expense

In the event an employee on duty is weather bound overnight due to authorized road closing under the Highway Traffic Act at a location outside the Employer's normal service area, the employee shall contact the Duty Supervisor for instructions and the Supervisor may designate an alternate route to return to the station involved instead of overnight accommodation.

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In the event travel time occurs on the employees regular scheduled day off or the storm stay is extended the employee shall be paid for the hours worked at overtime rates up to the employee's regular scheduled shift.

The cost of any authorized overnight accommodation shall be paid by the Employer.

ARTICLE 23 - GENERAL

23.01 Unless the employee has been notified a minimum of twenty-four (24) hours beforehand not to report for work, an employee reporting for work at their regularly scheduled starting time shall be provided with a minimum of four (4) hours pay at time and one half. Notice must be given by direct contact, either by speaking to the employee personally or by telephone.

23.02 The Employer agrees that there will not be any lockout of its employees and the Union agrees that there will not be any strike as those words are defined by the Ontario Labour Relations Act.

23.03 Where it is mandatory that an employee is required by the Employer, the Ministry of Health or Base Hospital to attend a meeting or training session, the employee will be paid at the regular or overtime rate of pay, whichever is appropriate for the time so spent, as well as mileage paid at the County rate, when outside the County of Grey. Mandatory attendance shall be at the Employer's discretion or as directed by the Ministry of Health & Long Term Care.

23.04 Clearing of the Record

Any letter of reprimand, suspension or other sanction will be removed from the record of an employee fifteen (15) months following the receipt of such letter, suspension or other sanction provided that such employee has been free of discipline for fifteen (15) months. Any leaves of absence exceeding 30 calendar days within the fifteen (15) months would extend the above-noted fifteen (15) month period, by a period of time equal to the length of that leave.

23.05 ACP Selection Process

If ACP training is to commence the most senior employees who apply and are qualified will be selected for such training. It is understood and agreed that testing may be conducted to determine whether a candidate is qualified for ACP training.

23.06 Selection Process for Developmental Opportunities within the Bargaining Unit

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This article does not affect any other rights under Article 11 - Job Postings.

The selection process for developmental opportunities within the bargaining unit shall be as follows:

a) A formal evaluation process that may include a written, practical, interview or performance component with minimum passing standards established prior to the start of the process.

b) After completion of the evaluation process established under section a) employees will be ranked in order of seniority.

c) An eligibility list will be established for a period of one (1) year.

23.07 The parties agree to share the cost of printing of the Collective Agreement.

ARTICLE 24 - DURATION

This Agreement shall become effective January 1, 2018 and shall continue in effect until December 31, 2020 and shall remain in force from year to year

thereafter unless either party shall furnish the other with notice of termination or proposed revision of this Agreement within ninety (90) days before December 31, 2020 or in a like period in any year thereafter.

ltl,(Jv\ J" l DATED at Owen Sound, this-~'~_ day otvk\ , 2019.

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SCHEDULE A

Effective Date Start Year 1 Year2

Primary Care Paramedic (PCP} Jan 1 2018 (1.65%} 36.10 37.92 39.81

Jan 1 2019 (1.65%} 36.69 38.54 40.46

Jan 1 2020 (1.65%} 37.30 39.18 41.13 --- ---· -

~

Community Paramedic Jan 1 2018 (1.65%} 36.73 38.58 40.50

Jan 1 2019 (1.65%} 37.33 39.22 41.17

Jan 1 2020 (1.65%} 37.95 39.86 41.85

Alternate Rate Duty Supervisor receives an additional $1.00 per hour.

It is agreed by the parties that wages include compensation for all present and future PCP skill sets and protocols approved by Base Hospital and/or Ministry of Health and/or other regulatory body, with the exception of skill sets dealt with in any letters of understanding.

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SCHEDULE B

SICK DAYS, SHORT AND LONG TERM DISABILITY PLAN PERMANENT FULL TIME STAFF

A1. SICK DAYS

Full-time employees qualify for twelve (12) sick days per year (in addition to the STD benefits below) on a twelve (12) month basis beginning January pt of each year. Any employee becoming a full-time employee during the year will qualify for a pro-rated portion of sick days for the balance of the year. One (1) sick day is equal to twelve ( 12) hours of work.

If an employee resigns, retires, or otherwise ceases employment, or if the employee transfers to part-time status, the Employer is entitled to a pro-rated reimbursement of the sick pay paid to the employee, but not earned by the employee, to the date of the cessation of employment or transfer to part-time.

A. SHORT TERM DISABILITY PLAN

1. PURPOSE AND OBJECTIVES

The objective of the Short Term Disability Income Plan is to provide permanent full time employees with short term income security during sickness or injury for up to seventeen (17) continuous weeks, in the event of non-occupational related absence and up to fifty-two (52) weeks in the event of occupational related absence. These time periods shall be known as the "elimination period." Upon fulfilling the elimination period the employee will be considered for Long Term Disability Income as provided by the plan.

2. ENTITLEMENT

a) Non-Occupational Related Absence:

All permanent full time employees, having completed the lesser of three (3) months or their probationary period, will be eligible for up to seventeen (17) weeks of disability payments at the rate provided by the following schedule, subject to providing proof of illness in accordance with Section 4 of this Appendix.

Length of Service Salary

3 months, but less than 6 months

(1 week waiting, then 1 week paid at El max.)

100% Salary

0

66 2/3%

15 weeks

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6 months but less than I week 16 weeks

1 year but less than 2 years 2 weeks 15 weeks

2 years but less than 3 year 3 weeks 14 weeks

3 years but less than 4 years 4 weeks 13 weeks

4 years but less than 5 years 5 weeks 12 weeks

5 years but less than 6 years 7 weeks 10 weeks

6 years but less than 7 years 9 weeks 8 weeks

7 years but less than 8 years 11 weeks 6 weeks

8 years but less than 9 years 13 weeks 4 weeks

over 9 years 17 weeks 0 weeks

The maximum covered duration for an illness or accident under the S.T.D. Plan is seventeen (17) continuous weeks. Each employee's allotment of one hundred percent (100%) weeks is based on a calendar year, and as such, is automatically renewed each January 1st providing the employee is working on that day.

Employees disabled and collecting Short Term or Long Term Disability benefits on January 1st will not be entitled to their new allotment of one hundred percent (100%) weeks until they have returned to work on a full time certified basis.

As long as an employee qualifies for LTD the STD plan will not apply. If an employee runs out of one hundred percent (100%) weeks in a calendar year, there will always be entitlement of up to seventeen (17) weeks of disability coverage at sixty-six and two thirds percent (66 2/3%) earnings for every period of unrelated disability due to accident or sickness. Successive periods of disability due to the same or related cause or causes will be considered as one or the same period, for the purpose of determining short term paid weeks and for the purpose of the qualifying period for Long Term Disability, if the periods of disability are separated by less than twenty (20) consecutive working days.

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The payment of STD benefits can only cease on the date of layoff or separation when the disability started within the two months preceding this date, and that notice of layoff or separation was given prior to the beginning of the disability. In all other situations relating to layoff or separation, benefits must be paid for the lesser of the duration of the disability or the maximum benefit period in accordance with Section 2, Entitlement.

b) Occupational Related Absence:

Job related injuries will continue to be covered by the WSIB and claims will be made in the usual manner. Employees who are compelled to be off duty by reason of accident or sickness incurred in the performance of duty shall be entitled to receive the payment of full net pay during such off duty period for up to fifty-two (52) weeks in total in respect to any one accident or periods of absence, provided the employee qualifies for WSIB Temporary Compensation.

Any employee who is off duty due to accident or illness incurred in the performance of duty shall after the expiration of fifty-two (52) weeks of Short Term Disability payments receive his/her entitlement to WSIB Temporary Compensation, and/or Long Term Disability Income subject to the contractual provisions contained in the 's Master Insurance Policy.

Occupational related absences not approved by the WSIB as being eligible for compensation benefits shall be considered for Short Term Disability benefits under part (i) above. Any overpayment of wages that may occur while waiting for a decision by the WSIB shall be recoverable by the Employer.

3. PROOF OF ILLNESS

To qualify for STD payments, an employee must:

(a) On the first day or part of a day of illness or injury, report, or cause to report, such illness/injury to the employee's immediate supervisor or designate. Such reporting must be in accordance with the Department's rules governing report for work.

(b) Any absence of more than seven (7) calendar days must be supported by a certificate from a duly recognized medical practitioner. Provided the Employer has a valid reason, an employee may be required to submit a medical certificate in the case of any absence of any duration.

A medical certificate form, provided by the Employer, will set out the nature of illness, prognosis for recovery, and anticipated return to work date.

Short Term Disability Benefits will commence on the first day of an accident or the gth day of Disability. The first seven (7) calendar days will serve as the elimination period for Short Term Disability. The employee may use sick days, and where sick days are exhausted, vacation, earned lieu days or stats, to bridge to the STD start date, for normal number of days the employee would have worked during the elimination period.

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Failure to produce the required certificate(s) will result in the Short Term Disability absence, being charged as Leave Without Pay. Any cost associated with obtaining the certificate is to be paid by the Employer.

Once approved, STD benefits will be paid on the same day as the employee's regular pay period. Approvals received after the deadline for Payroll will be added to the following pay period.

No benefits will be payable until the supporting documentation is received and the absence has been approved, such approval shall not be unreasonably delayed.

(c) In any case of prolonged absence, the employee shall submit such periodic reports on his or her condition as the Employer may require.

(d) The Employer, upon suspecting abuse, would at its discretion have the right to have an employee examined by a second physician that is mutually acceptable to both the Employer and the employee.

(e) For non-occupational related absences Short Term Benefits will only continue to be paid providing the Employer is in receipt of all requested medical certificates and/or evidence. Absences of more than one (1) month of Short Term Disability must be supported by the required certificate. No further amount of Short Term Disability benefits will be payable from the date the employee refuses an offer of suitable available duties that are within their abilities, as identified by the treating Medical Practitioner.

(f) For occupational related absences Short Term Disability benefits will continue to be paid provided the employee provides all requested medical certificates as required by WSIB and the employee continues to receive WSIB Temporary Compensation.

B. LONG TERM DISABILITY BENEFITS

The following is a summary of the Long Term Disability Plan. It is important to recognize the Plan will be administered in accordance with the terms and conditions of the Master Policy. The master contract G.1041 issued by the Cooperators Life Insurance Company, or its successor, to the County of Grey, shall be the final basis for the settlement of all claims.

1. PURPOSE

In conjunction with the Short Term Disability Benefit, the Employer would implement a new twenty-four (24) hour Long Term Disability Benefit, one hundred percent (100%) of the required premiums would be paid by the Employer. A benefit level of seventy percent (70%) of monthly earnings at time of disability to a non-medical monthly maximum of five thousand dollars ($5000.00) and an overall monthly maximum of six thousand dollars

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($6,000.00) would be payable to the earlier of retirement, recovery or age sixty­five (65). Benefits would commence after the elimination period, when Short Term Disability Benefits terminate. Please refer to the Master Insurance Policy for detailed contractual provisions.

2. STATEMENT OF INTENT

a) Non-Occupational Related Absence: In order to be considered by the Insurer for LTD benefits the person must:

(i) be off work for seventeen ( 17) consecutive weeks with the same or unrelated illness or injury.

(ii) be off work for a total of seventeen ( 17) weeks with the same illness or an injury providing that the return to work was less than twenty (20) consecutive working days.

b) Occupational Related Absence: In order to be considered for LTD the person must:

(i) be off work for fifty-two (52) consecutive weeks due to the same illness or injury, or

(ii) be off work for a total of fifty-two (52) weeks due to the same illness or injury within any period of twenty-four (24) consecutive months following date of injury/illness.

3. CONTINUATION OF OTHER BENEFITS WHILE DISABLED

All group benefits, that are not eligible for waiver of premium provisions, such as Vision, Drug, and Dental Plans if applicable, would be discontinued after two (2) years and seventeen (17) weeks of continuous disability. In other words, the Employer would continue to pay its portion of the premium during the first two (2) years of Long Term Disability, provided the employee continues to receive disability income, in the event absence is due to non-occupational related illness/injury and for twenty-eight (28) months in total from date of original injury/illness in regards to occupational related absence due to the same or related causes, provided the employee continues to receive WSIB temporary compensation.

4. COORDINATION OF BENEFITS:

The Monthly Income Benefit shall be directly reduced by the total amount of income benefits the protected person receives, or is entitled to receive, from the following sources:

1. WSIB or similar legislation. This shall include any increase in benefits under such plans due to a cost of living adjustment coming into effect after the commencement of disability.

2. The Canada Pension Plan, Quebec Pension Plan, or any other federal, provincial, or municipal government plan, excluding any benefits payable

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with respect to dependents. This shall not include any increase in the disability pension benefits under such plans due to the Pension Index (as defined therein), that become effective after the commencement of the disability.

3. Reductions shall be made to ensure the employee does not receive an All Source Benefit greater than eighty-five percent (85%) of the employee's pre disability monthly income.

C. LIMITATIONS AND EXCLUSIONS

No amount of monthly benefit will be payable for any period of Total Disability resulting directly or indirectly from any of the following:

1) intentionally self-inflicted Injury while sane or insane, or

2) insurrection, war (whether declared or not), civil riot or commotion, regardless of whether the employee was actually participating therein, or

3) committing, attempting or provoking an assault or a criminal offence with the exception of driving a vehicle with alcohol in the blood in excess of eighty milligrams (80mg) of alcohol per one hundred millilitres (1 OOml) of blood, or

4) Medical Care which is of a cosmetic nature, or Medical Care which is not medically necessary to treat an injury or sickness. Periods of total disability due to the donation of an organ or tissue will be considered as necessary medical care, or

5) use of drugs or alcohol unless the employee is being actively supervised by and receiving continuous treatment from a rehabilitation centre or an institution provincially recognized for that treatment.

No amount of Insurance will be payable during any period while the employee is:

1) not under the continuing care and treatment of a physician considered appropriate by the Insurer, or

2) imprisoned, or

3) on Maternity Leave, Parental Leave, or any other leave of absence, except as may be required under any and all legislation.

No further amount of Insurance will be payable from the date the employee refuses to work at any rehabilitative employment which is considered appropriate by the Insurer.

D. DEFINITIONS:

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"Actively At Work", "Actively Employed" or "Active Work" shall mean being present at the normal place of business of the Employer or at any such other place to which the Employer requires the employee to travel, and being able to perform and actually performing all the usual and customary duties of the employee's own occupation on a full pay status and on a regular and continuing basis. This shall be deemed to include vacation periods.

"Covered Person" shall mean an eligible employee or any eligible Dependent of an employee for whom insurance under this Policy, for the benefits under consideration, has been taken and remains in effect.

"Employee" shall mean a person who is employed on a regular full-time basis by the Employer.

"Employer" shall mean the Policyholder.

"Injury" shall mean an accidental bodily injury.

"Maternity Leave" shall mean the period of formal maternity leave to which an employee is entitled by legislation governing the Employer, or a longer period if the Employer's normal practice permits. Maternity Leave will be deemed to commence on the earlier of:

a) the date fixed by mutual agreement between the employee and the Employer, or

b) the date the child is born.

"Parental Leave" shall mean the period of formal child care leave to which an employee is entitled by legislation governing the Employer, or a longer period if the Employer's normal practice permits. Parental Leave will be deemed to commence on the earlier of:

a) the date fixed by mutual agreement between the employee and the Employer, or

b) the date immediately following the completion of Maternity Leave.

"Medical Care" shall mean necessary services, supplies, treatment or surgery, including hospitalization, provided or ordered by a licensed Physician in the treatment of a covered person's sickness or injury.

"Physician" shall mean, for the purposes of Weekly Indemnity or Long Term Disability, a specialist who is legally licensed to practice medicine by the appropriate jurisdiction, and further, has completed a recognized program of study in that field of specialty and is certified in that specialty by the Royal College of Physicians and Surgeons of Canada. For all other purposes, "Physician" shall mean a person who is legally licensed to practice medicine in the appropriate jurisdiction and is certified by the Royal College of Physicians and Surgeons of Canada.

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"Province" or "the Province" shall mean the covered person's province or territory of residence.

"Rehabilitative Earnings" shall mean the total earnings from rehabilitative employment if benefits for total disability are taxable. If benefits for total disability are non-taxable, then it shall mean the total earnings from rehabilitative employment less involuntary deductions for income tax, El, CPP and pension contributions.

"Salary" shall mean the employee's regular annualized earnings, exclusive of bonuses, commission or overtime. "monthly salary" shall mean one twelfth (1/12) of the annual salary, and "weekly salary" shall mean one fifty-second (1/52) of the annual salary.

"Sickness" shall mean illness or disease.

"Total Disability" or "Totally Disabled" shall mean disability, as a result of sickness or Injury, to the extent that the employee:

1) is under the regular care and following the prescribed treatment of a Physician, and

2) is not engaged in any occupation or performing any work of any sort for wage, remuneration or profit, and

3) during the Long Term Disability Elimination Period and the first twenty­four (24) months thereafter, is unable to perform the usual and customary duties of the employee's occupation, and

4) thereafter is prevented from engaging in any occupation or performing any work of any sort for wage, remuneration or profit for which the employee is able, or may reasonably become able, by means of education, training or experience.

The employee will not, however, be considered to be totally disabled if they are prevented from engaging in any occupation for wage or profit by virtue of the unavailability of such occupation(s) or work in the place in which the employee resides.

E. WAIVER OF LTD PREMIUM

If a protected person becomes totally disabled, payment of premiums is required for the duration of the elimination period. Thereafter, premium payments shall be waived for the protected person for the duration of the period during which this person is totally disabled and receiving LTD benefits under this policy.

If the protected person returns to active full time employment at the end of the period of disability, premium payments will again become due on the first day of the policy month following the date of his/her return to work.

F. PAYMENT OF LTD BENEFITS

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If a protected person sustains accidental, bodily injuries or contracts a sickness resulting in total disability, and remains continuously disabled throughout the Elimination Period, the Insurer will pay the Monthly Income Benefit to which the protected person is entitled in accordance with the Schedule of Insurance.

For any period of the disability which does not constitute one (1) full month, one fifteenth ( 1 /15) of the monthly benefit will be paid for each day of that period.

If a protected person is receiving benefits as outlined above on the date this policy is discontinued, such benefits shall continue to be payable only while such disability remains continuous and uninterrupted.

G. REHABILITATIVE EMPLOYMENT

If a protected person who was totally disabled engaged in rehabilitative employment, the Insurer will pay the Monthly Income Benefits to which the protected person is entitled, less fifty percent (50%) of the amount of compensation or income the employee receives from the employee's rehabilitation employment, for the period during which the protected person is engaged in the rehabilitative employment, subject to a maximum of twenty-four (24) months for any one accident or sickness.

Any benefits payable under the rehabilitation provision shall be payable for a maximum of twenty-four (24) months commencing on the first day of disability following the Elimination Period, or immediately following a period of total disability for which benefits are payable under this policy.

If a protected person is receiving benefits under the rehabilitative provision on the date this policy is discontinued, such benefits shall continue uninterrupted, and be payable as outlined in this provision.

H. RECURRENT DISABILITY

When following a period of disability for which LTD benefits have been paid under this policy, the protected person returns to active, full time employment for a period of at least six (6) consecutive months, and suffers no further disability during such time, any future period of disability due to the same or related causes will be considered as resulting from a new injury or illness, and the protected person shall be required to serve a new Elimination Period.

If, following a period of loss of earnings for which benefits had been paid under this Policy, the employee returns to work, but for a period of less than six (6) consecutive months and then becomes totally disabled again due to the same or a related Injury or Sickness, the disability shall be treated as a continuation of the previous period of disability.

I. SETTLEMENT OF CLAIMS

All monies payable under this policy are payable in Canada, in lawful money of Canada.

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Written notice of claim for LTD benefits must be given to the Insurer within thirty (30) days of the date the Insurer is liable.

On receipt of written notice of claim, the Insurer will furnish the protected person with the forms necessary for filing proof of loss.

If the Insurer fails to furnish the necessary forms within fifteen (15) days of the receipt of the notice of claim, the protected person shall be deemed to have complied with the requirements of this policy if he/she submits, within the time set for filing proof of loss, written proof of disability, covering the occurrence, character, and extent of the disability for which claim is being made.

Written proof of loss must be given to the Insurer within ninety (90) days after the commencement of the period for which the Insurer is liable and subsequent written proof of the continuance of disability must be furnished to the Insurer at such intervals as the Insurer may reasonably require. However, failure to submit proof within such time shall not invalidate or reduce the claim if it was not possible to submit proof within that time, provided it can be shown that proof was submitted as soon as was reasonably possible.

In no event, except in the absence of legal capacity of the claimant, may proof be submitted later than one year from the date proof was otherwise required.

Subject to due written proof of loss, all accrued indemnities for loss of time benefits will be paid at the expiration of each one (1) month period, and any balance remaining unpaid at the end of the period of disability will be paid immediately.

Accrued indemnities unpaid at the protected person's death shall be paid to the estate of the protected person.

No action at law or in equity shall be brought for recovery under this policy prior to the expiration of sixty (60) days after proof of loss has been filed in accordance with the requirements of the policy, and no such action shall be brought at all unless brought within one year from the expiration of the time within which proof of loss is required by the policy.

Charges for the completion of Claim Forms are not the responsibility of the Insurer or Employer.

The Insurer shall have the right, at its own expense, to require the person for whom claim is being made to undergo a physical examination when and as often as may be reasonably necessary.

J. JOB SECURITY AND POSITION SECURITY

a) Non-Occupational Related Absence:

The employee's job and position will be held available when the employee qualifies and is receiving Short Term Disability benefits and/or Long Term Disability benefits based on the under noted schedule.

50

#OF YEARS # OF WEEKS THE POSITION

OF SERVICE IS GUARANTEED

1 45 weeks

2 50 weeks

3 55 weeks

4 60 weeks

5 65 weeks

6 70 weeks

7 80 weeks

8 90 weeks

9 104 weeks

The Employer may consider an extension based on the merits and circumstances at the time. Should a replacement employee(s) be hired to replace the absent employee(s), the Employer shall have the sole right to exercise Article 12.01 - "Layoff and Recall" of the Collective Agreement upon the absent employee(s) return to work.

b) Occupational Related Absence:

The employee's job and position will be held available in accordance with the Obligation to Re-employ requirement of the WSIA, provided the employee qualifies for and is receiving WSIB Temporary Compensation.

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SCHEDULE C - SHIFTS

The working schedule shall be as laid out below. Nothing herein shall constitute a guaranty of the hours of work per day or week or of working schedules. It is understood that the County reserves the right to change and/or alter the schedules below. In such cases the employer agrees to discuss such changes with the Union a minimum of four (4) weeks prior to implementing such changes.

The shifts will be as follows:

Owen Sound 0700-1900 (2 and 3 Schedule) 1900-0700 (2 and 3 Schedule) 0600-1800 (2 and 3 Schedule) 1200-0000 (2 and 3 Schedule)

Meaford 0700-1900 (County Schedule) 1900-0700 (County Schedule)

Craigleith 0700-1900 (County Schedule) 1900-0700 (County Schedule)

Markdale 0700-1900 (County Schedule) 1900-0700 (County Schedule)

Dundalk 0700-1900 (County Schedule) 1900-0700 (County Schedule)

Hanover 0700-1900 (County Schedule) 1900-0700 (County Schedule)

Durham 0700-1900 (County Schedule) 1900-0700 (County Schedule) 0800-1600 (Monday to Friday)

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SCHEDULED

Whereas the Union and the Employer are desirous of establishing a Job Sharing arrangement the parties agree to the following:

Job Sharing

Definition

1) Job sharing is defined as an arrangement whereby two (2) employees share the hours of work done of one (1) full-time position on a fifty/fifty (50/50) or sixty/forty (60/40) basis.

Introduction

2) The "Parties" to a Job Sharing Arrangement are the Union and the Employer. A job sharing arrangement may be introduced by agreement of the Union and the Employer on a case-by case basis. Agreement to introduce one job sharing arrangements is strictly without prejudice to either party's right to disagree with any subsequent proposal.

The Union, the Employer, or one or more employees may initiate a proposal to create a job sharing arrangement. The Union or the Employer will provide written notice of a proposal to the other party. Employees must initiate a proposal by putting the request in writing to the Union with a copy to their immediate supervisor.

All job sharing arrangements shall be signed off the parties, and initialled by the job-sharing participants, using the Job Sharing Model Agreement found below.

Terms

3) For an occupied position to be considered for job sharing, one of the job­sharing participants must be a current full-time incumbent.

4) The unfilled position of a full-time position being job shared will be posted as a job sharing opportunity using the selection criteria under the Collective Agreement.

5) A full-time applicant for a job-share arrangement must have worked full­time for 2184 hours in order to be eligible for a job share.

6) The employees involved in a job sharing arrangement will be classified as regular part-time employees and except as otherwise provided in the Schedule D, shall be covered by all the provisions of the Collective Agreement that apply to part-time employees.

7) A job sharing arrangement will be for a set term of two (2) years with a minimum one (1) year commitment, or until expiry of the job share. The minimum one (1) year applies to full-time employees occupying the job

53

share. Either party may give notice of cancellation by the availability deadline, as per Article titled Availability upon completion of the one (1) commitment period.

8) Full-time employees occupying a job share will be offered additional hours only after all other part-time employees have been offered the hours.

9) If one of the job sharers was the full-time employee in the job-shared position immediately prior to the introduction of a job sharing arrangement, that employee will be returned to full-time status in that position when a job sharing arrangement is discontinued.

10) If both of the job sharing participants were full time at the time the arrangement was created, both employees shall be returned to full time status in their former positions when the job sharing agreement is discontinued.

11) If one of the job sharers was the part-time employee in the job-shared position immediately prior to the introduction of a job sharing arrangement, that employee will be returned to part-time status in that position when a job sharing arrangement is discontinued.

12)An employee transferring out of a job sharing arrangement into full-time status shall have their seniority recalculated and transferred to full time status on the basis of the seniority formula.

Model Job Sharing Agreement

A job sharing agreement shall include the following:

a) Identification of Position to be Shared

b) Identification of Job Sharing Participants

c) Work Schedule (Describe the sharing of hours arrangement and attach a copy of the actual work schedule)

d) Term of the Arrangement (not to exceed two (2) years)

i. Start of Arrangement

ii. Expiry Date of Arrangement

iii. Review Date: (120 days before expiry date)

e) Other Issues.

Any Job Share occupied prior to ratification will continue under the previous Job Share terms until the expiry of such Job Share.

54

LETTER OF UNDERSTANDING

Between

The County of Grey

And

OPSEU Local 250 LOU: Educational Opportunities for Co-op and College Students and Observers

Preamble

The County of Grey through Grey County Paramedic Services and OPSEU Local 250 recognize the importance of providing educational opportunities to co-op and college students as well as observers. There is also a need to balance the request of paramedics to choose whether to accept or not accept students and observers during their regular daily operations.

The parties agree to the following:

a) Co-op and college students be placed with crews who are willing to accept them as a third (3rd) person ride out.

b) Observers will be assigned to crews as required.

c) Crews will sign a letter agreeing to have the student.

d) Curriculum, expectations to be clearly laid out in letter to schools, re: expectations, dismissal etc. Clear expectations and guidelines will be provided to the crew or crew member regarding student roles and responsibilities, learning objectives, assigned duties etc.

e) In the event that one of the crew members is off shift, a student assigned to a crew as agreed upon in a), c) and d), the student will remain with the assigned crew member and the replacement partner will accept the student as part of the crew.

f) Overtime or shift changes will require the approval of the affected partner prior to accepting the student of the crew member making the request.

¥" J Dated at Owen Sound this {4 of v[µ , 2019.

\ !Che Employer

liggikf}ttcia ·----

~-·

55

LETTER OF AGREEMENT

Between:

The Corporation of the County of Grey (The Employer) And:

OPSEU LOCAL 250 (The Union)

LOU: IV Training Program

The parties agree to the following with respect to the IV Training Program.

1. The IV Training program and subsequent operational implementation will be strictly voluntary. All candidates will be selected from the full time and part time membership of OPSEU Local 250. Preference will be given to full time staff based on seniority, followed by part time staff by seniority.

2. Candidates must be fully certified in Advanced Life Support Patient Care Standards through the local Base Hospital. Any current restrictions in practice (ie. deactivation/ provisional status) will disqualify the paramedic from the training.

3. The training program utilized for IV training is based on the current Ontario Base Hospital Group's - Advanced Assessment/IV Training program. All program requirements will be adhered to. Final certification in IV Therapy is at the sole discretion of the Base Hospital Medical Director.

4. Paramedics certified in IV Therapy will perform the act under the medical direction of the Base Hospital Program and will be monitored for compliance with established standards of practice through normal Base Hospital quality assurance processes.

5. Selection for IV Training will be as follows:

a) Full time or part time status with Grey County Paramedic Services b) Eligibility and selection is at the discretion of Local Base Hospital c) Selection based on seniority

6. Upon Base Hospital Certification in IV Therapy, paramedics will receive a one­time stipend equal to twenty four (24) hours of regular pay; this does not constitute seniority hours.

7. An IV Certified Paramedic will not be subject to mandatory station and/or partner changes due to their certification in the skill.

8. The Employer agrees to negotiate terms and conditions with the union upon the introduction of any other new ALS skill set within the County of Grey.

Dated this l.9-t"'"' Ontario.

of ¥2019 in the City of Owen Sound,

56

For the Union

-~A--.

~~l~

57

LETTER OF UNDERSTANDING

Between the County of Grey

And

OPSEU Local 250

LOU: Calculation of Normal Weekly Hours for Part Time Employees

The parties agree to the following with respect to the calculation of the employee's normal weekly hours for the purpose of calculating top up pay and seniority in Articles 17:04 and 17:06 and for determining hours for the offer of modified work.

1. The employee's normal weekly hours will be calculated by using the total of all regular hours worked in the fifty-two (52) work weeks before the work week in which the leave is to begin, or when the employee is no longer able to fulfill their full duties, whichever occurs first, divided by fifty-two (52).

2. Where the employee was on modified work or on leave where seniority is accrued in the 52 weeks outlined in Article 1, then the seniority hours plus the regular hours worked during the fifty-two (52) weeks prior to the start of the new leave will be used to determine normal weekly hours.

3. Where the employee has been employed less than fifty-two (52) weeks, then the total number of all regular hours worked in all of the weeks prior to the work week in which the leave is to begin divided by the total number of weeks will be used to determine normal weekly hours.

4. If the employee is working in a temporary full time line immediately prior to the start of the leave, the temporary full time line hours will be deemed to be the normal weekly hours only for the length of the leave where they would be working in the temporary line. The remainder of the leave will be calculated as per Article 1 of this Letter of Understanding.

5. It is agreed that the work week begins on Saturday and ends on the following Friday.

Dated at Owen Sound this.i~ay of __ J_v_~=+---, 2019.

For the Employer: V1.--'J ~

58

Letter of Agreement

between

The Corporation of the County of Grey and

OPSEU on behalf of its Local 250 - GCPS unit (The Union)

LOA: Part-time Replacement of Open Shifts using two Rotational Lists

1. General

The parties agree that:

a. This letter of agreement (LOA) is entered into without precedent, or prejudice related to any other matter between the parties.

b. The LOA will establish the terms and conditions for the use of the last shift filled rotational lists for replacement of open shifts offered to part­time staff.

c. There will be two rotational lists independent of each other to fill shifts by seniority as laid out in article 13.09. There will be a rotational last shift filled list for shifts available within 120 hours and second rotational last shift filled list for shifts greater than 120 hours.

d. When employees are called for shifts that are greater than 120 hours out and a message has been left; they will be eligible for remaining shifts if they call in and make contact with the scheduler by the end of the working day.

e. For Part-time paramedics that choose to participate - when a paramedic is unable to be contacted and the shifts are 120 hours or more in advance, they can be assigned a shift in rotation upon the paramedic's availability. Confirmation will be sent to the paramedic by electronic notification. The paramedic will confirm receipt of the shift within 72 hours, and will receive shifts up to the maximum number wanted, each month.

f. The LOA will be in effect until either party withdraws.

g. The LOA may be renewed upon mutual agreement between the parties.

59

Dated at Owen Sound this

60

Letter of Understanding

Between

Corporation of the County of Grey

And

The Ontario Public Service Employees Union

Re: Voluntary Interest Arbitration

The parties recognize that it is in their mutual interest to establish a mechanism which would allow for the resolution of collective bargaining disputes without the risk of interruption in Land Ambulance Services due to strike or lockout.

Therefore, notwithstanding the Ambulance Services Collective Bargaining Act 2001, the employer and union hereby agree as follows:

1. If a conciliation officer appointed under section 18 of the Labour Relations Act, 1995 is unable to effect a collective agreement and the Minister subsequently notifies the parties that he/she does not consider it advisable to appoint a conciliation board, the parties shall submit any issues remaining in dispute to final and binding arbitration in accordance with this Letter of Understanding.

2. Within seven (7) days of the Minister's notification, each party shall inform the other in writing of the name of its nominee to the arbitration board.

3. The two nominees so selected shall attempt to reach an agreement on an arbitrator. If they cannot reach an agreement within a reasonable time period either party may apply to the Minister of Labour to appoint the third member of their panel.

4. In consideration of the foregoing, and notwithstanding section 79 of the Labour Relations Act, 1995, the parties agree as follows:

(a) the union agrees that it will not authorize, support or condone in any way any strike (as defined in section 1 of the Labour Relations Act, 1995) or any withdrawal or limitation of Land Ambulance services, and will make every effort to ensure that Land Ambulance employees do not engage in any withdrawal or limitation of their services;

(b) the employer agrees that it will not lock out (as defined in section 1 of the Labour Relations Act 1995) Land Ambulance employees;

(c) neither the union nor the employer shall alter any term or condition of employment or any right, privilege or duty of the Employer, Union or Land Ambulance employees in effect at the time notice is given under section

61

21 of the Labour Relations Act, 1995 prior to the issuance of the award of the board of arbitration, except by mutual agreement in writing.

5. It is agreed that this Letter of Understanding shall constitute an irrevocable agreement in writing to refer all matters in dispute to a board of arbitration as contemplated by section 40 of the Labour Relations Act, 1995.

6. It is agreed that this Letter of Understanding shall apply to collective bargaining between the Union and the Employer for the renewal of the collective agreement expiring December 31 2017.

7. The parties agree that in the case of any alleged breach of the provisions of this Letter of Understanding, enforcement proceedings may be commenced before the Ontario, Labour Relations Board.

Dated at Owen Sound this tjv"'- of Ju~ , 2019.

the ~mployer

(/

62

LETTER OF UNDERSTANDING

BETWEEN

The Corporation of the County of Grey

·And ................................... .

OPSEU Local 250

EXTRA HOURS OF WORK AGREEMENT

In accordance with section 17 of the Employment Standards Act; 2000, the parties agree as follows:

0. Regular Work Day- The recognized work day for all full time employees at each station shall be ho more than twelve (12) hours.

0. Extra Daily Hours - the Union consents on behalf of employees in the bargaining unit to allow them to work beyond their regular work day to the daily maximum allowed by the Act.

0. Extra Weekly llours - the Union consents on behalf of employees in the bargaining unit to allow them to work beyond 48 hours in a week, to a maximum of 60 hours in a week.

0. Scheduling - Scheduling of extra hours shall be in accordance with the scheduling provisions of the collective agreement

I. Term - The parties agree that this agreement may not be revoked prior to the expiry date of the Ministry of Labour Application, except wit the parties' mutual consent. This agreement will terminate on April 30, 20 I 1, subject to renewal according to the provisions of the Employment Standards Act.

J6r the Corporation / .• / L,

~ I

(._,,//?}{ '

Date

1~/0 1

63