COLLECTIVE AGREEMENT

Between

Nutra 2000 (Ottawa)

and

CNFIU LIUNA Local 3000 (the Union)

Contents ARTICLE 1 - PURPOSE .................................................................................................................................... 3

ART! CLE 2 - R ECOG N ITIO N AND sea p E """"" """"" """"""" """"""" """"""""""""" """""""""""""". 3

ARTICLE 3 - NO DISCRI MI NATION ................................................................................................................ 3

ARTICLE 4- NO STRIKES AND NO LOCKOUTS .............................................................................................. 4

ARTICLE 5 - MANAGEMENT RIG HTS ............................................................................................................ 4

ARTICLE 6 - UN 10 N SECURITY ...................................................................................................................... 5

ARTICLE 7 - UNION COMMITIEE, STEWARDS AND REPRESENTATION ....................................................... 5

ART! CLE 8 - G RI EV AN CE PROCEDURE .......................................................................................................... 6

ARTICLE 9 - DISCIPLINE AND DISCHARGE CASES ......................................................................................... 8

ARTICLE 10 - ARB ITRA TIO N .......................................................................................................................... 8

ARTICLE 11 - WITNESSES .............................................................................................................................. 9

ARTICLE 12 - PRO BA TIO NARY EMPLOYEES ................................................................................................ 10

ARTICLE 13 - SEN 10 R ITY .......................................................................................................................................... 10

ART! CLE 14 - JOB POST! NG ......................................................................................................................... 12

ARTICLE 15 - LA YO FFS AND RE CALLS ......................................................................................................... 13

ARTICLE 16 - LEA VE 0 F ABS ENCE.. ............................................................................................................. 14

ARTICLE 17 - HOURS OF WORK, OVERTIME .............................................................................................. 18

ARTICLE 18 - VACA TIO NS ........................................................................................................................... 21

ARTICLE 19 - PAID HOLIDAYS ..................................................................................................................... 22

ARTICLE 20 - WAG ES CLASS I FICA Tl 0 NS ..................................................................................................... 23

ARTICLE 21 - HEAL TH AND WELFARE ......................................................................................................... 23

ARTICLE 22 - JOB SECURITY ........................................................................................................................ 25

ART! CLE 23 - HEAL TH & SAFETY ................................................................................................................. 25

ARTICLE 24 - GENERAL ............................................................................................................................... 2 6

ARTICLE 25 - SICK LEA VE ............................................................................................................................ 2 7

ARTICLE 26 - INFLUENZA/TB ...................................................................................................................... 28

ARTICLE 2 7 - DU RA TIO N .......................................................................................................................................... 28

SCHEDULE A ............................................................................................................................................................. 29

LETIERS OF UNDERSTANDING #1, #2, #3, #4 and #5 ........................................................................................ 32

ARTICLE 1- PURPOSE 1.01 The purpose of the Agreement is to establish and maintain harmonious collective

bargaining relations between the Employer and the employees covered by this Agreement and

to provide for a prompt and orderly method of settling complaints or grievances, in regard to

the mutually agreed to terms and conditions of employment which may arise hereunder.

1.02 The Union recognizes the obligation of the Employer to provide efficient service to the

Owner and the public pursuant to the relevant legislation, regulatory obligations and objectives

of the Employer.

ARTICLE 2 - RECOGNITION AND SCOPE

2.01 The Employer recognizes the Union, Canadian National Federation of Independent

Unions, as the sole and exclusive bargaining agent for all employees of 110798898 Ontario

Limited o/a Nutra 2000 in the City of Ottawa save and except office and clerical staff,

receptionists, Supervisors, Directors or Coordinators and persons above the rank of Supervisor,

Directors or Coordinators.

Persons employed by the company who are not members ofthe bargaining unit shall not perform

work on any jobs in the bargaining unit except in cases of instruction, emergency, to assist when

there are insufficient employees at work to get the job done in a safe or efficient manner, or in

situations where persons outside the bargaining unit have normally performed such work in the

past.

2.02 The Employer shall on the date of hire, acquaint new employees with the fact that they

are covered by a collective agreement and required to pay Union dues. The Employer shall

provide new hires with a collective agreement and introduce new hires to the union steward

during the orientation period or if not able to then in a timely manner.

ARTICLE 3 - NO DISCRIMINATION

3.01 The parties agree that there shall be no discrimination, interference, restraint, coercion

or intimidation exercised or practiced upon any person employed by the Employer on account of

membership or non-membership in any trade Union or association or because of activity or non­

activity in the Union.

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3.02 The Union agrees that it will not conduct Union business (other than that which is

permitted in this Agreement) on the Employer's premises or at any location where the

Employer's business is being carried out or services provided, except as specifically authorized in

advance and in writing by the Employer.

3.03 The Employer, Union and employees agree to abide by the provisions of the Ontario

Human Rights Code as amended from time to time and other relevant provincial legislation.

ARTICLE 4 - NO STRIKES AND NO LOCKOUTS

4.01 During the term of this Agreement neither the Union nor any of its officers or officials nor

any employee shall take part in or call or encourage any strike, sit-down, slow-down, suspension

of work or any other collective action against the Employer, nor shall the Employer engage in any

lock-out of the employees.

ARTICLE 5 - MANAGEMENT RIGHTS 5.01 Except as modified by the express provisions of this Agreement, all rights, prerogatives

and privileges are retained by the Employer and remain exclusively within the rights of the

Employer. Without limiting the generality of the foregoing, the Employer's rights shall include:

i) The right to select, hire and direct the employees and the operations of the Employer:

to transfer, classify, assign, re-assign, demote, promote, layoff, recall, suspend, or

discipline with just cause, and retire employees; to plan, direct, control, alter and

change the scope of all of its operations; and

ii) The right to maintain order, discipline and efficiency: to make, alter and enforce

reasonable rules and regulations applicable to, and to be observed by, employees; to

discipline and discharge employees, provided that a claim by a non-probationary

employee that she has been suspended or discharged without just cause may be the

subject of a grievance; and

iii) The right to determine the location and extent of operations and their

commencement, expansion, curtailment and cessation; the direction of the working

forces; the level and type of service to be provided; the content, evaluation and

description of jobs; methods to be used to provide services, employee qualification

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for employment and promotion, number of hours to be worked; number and

classification of employees needed.

iv} The Employer agrees that it will exercise its rights in a fair and reasonable manner

which is not inconsistent with the provisions of this agreement

ARTICLE 6 - UNION SECURITY

6.01 For each employee, the Employer agrees that it will deduct a sum equal to the regular

Union dues for each employee covered by this Agreement. Such deduction will be effective upon

date of hire.

6.02 The Union shall inform the Employer of the amount to be deducted by providing thirty

(30} days written notice.

6.03 The Employer agrees that it will remit the total amount of such deductions to the Union

not later than the fifteenth (lS'h) day of each month following the month that such deductions

were made. The Employer will also forward a list to the union steward the names,

classifications, and the address on file of all employees from who deductions were made and

any new hires, terminations, lay-offs and recalls within the bargaining unit on a monthly basis.

6.04 The Union agrees to indemnify and hold the Employer harmless with respect to all

deductions made pursuant to this Article and with respect to any liability or claim made against

the Employer by any employee(s} or any other person arising out of deductions made pursuant

to this Article.

6.05 The Employer shall indicate the amount of Union dues deducted on the T4 slip of each

Employee.

ARTICLE 7 - UNION COMMITTEE, STEWARDS AND REPRESENTATION

7.01 No individual employee or group of employees shall undertake to represent the Union at

meetings with the Employer without proper authorization of the Union. In order that this may

be carried out, the Union will supply the Employer with the names of its Stewards. Similarly, the

Employer will supply the Union with a list of its supervisory or other personnel with whom the

Union may be required to transact business.

7.02 A Union Committee of not more than two (2) per residence shall be selected by the Union

to represent the Union for the purpose of handling of grievances on any matter properly arising

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from time to time, for the applicable residence during the continuance of this Agreement. For

negotiations of a renewal of this agreement the union committee will have one (1) representative

from each residence that the employer, Nutra 2000 has been contracted to provide services as

per Article 2.

7.03 The Union stewards shall have the right at any time to have the assistance of

Representatives of the Canadian National Federation of Independent Unions when meeting with

the Employer or the Employers designate.

7.04 The Union recognizes that members of the Union Committee have regular duties to

perform on behalf of the Employer. Such employees will not leave their duties on Union business

without first obtaining permission from their immediate Supervisor. Such permission will not be

unreasonably withheld.

7.05 Each member of the Union Committee shall receive her regular pay for all regularly

scheduled working hours lost due to attendance at meetings pertaining to Union business with

representatives of the Employer, including negotiations up to and including conciliation but

excluding arbitration. For the purposes of clarity, this will cover meetings with representatives

of the Employer, whether on or outside the employer's premises, for which permission has been

granted.

ARTICLE 8- GRIEVANCE PROCEDURE

8.01 It is the mutual desire of the parties hereto that complaints of employees shall be

adjusted as quickly as possible. Therefore, a grievance shall be defined as any difference or

dispute between the Employer and any employee or the Union relating to the interpretation,

application or administration ofthis Agreement, and an allegation that this Agreement has been

violated. All complaints and grievances shall be taken up in the following manner:

Step I

COMPLAINT STAGE:

An employee having a question or complaint shall discuss it with her immediate Supervisor within

seven (7) calendar days of the actual occurrence leading to the question or complaint. At this

Stage, the employee may be accompanied by a Union Steward, if she so desires. The Supervisor

shall reply to the employee either verbally or in writing, giving the answer to the complaint or

question within seven (7) calendar days from date of submission.

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Step II

Failing settlement at Step I, the Union shall submit a completed written grievance within seven

(7) calendar days to the employee's supervisor or designate. The supervisor or his designate shall

render his decision in writing to the Union within seven (7) calendar days after presentation of

the written grievance.

Step Ill

Failing settlement at Step II, a Union Representative from CNFIU shall within seven (7) calendar

days meet with the Executive Director or designate to discuss the grievance. The Executive

Director shall render his/her written decision within seven (7) calendar days of the meeting. The

Executive Director may have assistance from Nutra 2000 at this stage of the grievance procedure

and a head office representative may be present at this meeting.

Failing settlement at Step Ill, under the foregoing procedure arising from the interpretation,

application, administration or alleged violation of this Agreement, including any question as to

whether a matter is arbitrable, the grievance may be referred to arbitration by either party within

twenty-eight (28) calendar days after the decision has been received at Step Ill.

8.02 GROUP GRIEVANCE

Where a number of employees have similar grievances, they may present a group grievance

within the same time limits prescribe for an individual grievance. A group grievance shall be

submitted at Step 2.

The Griever's names must be listed on or attached to the grievance form. Should such grievance

be referred to Arbitration the matter shall be adjudicated as a group grievance.

8.03 The subject matter of a group grievance shall not form the basis of an individual grievance

and vice versa. If a group grievance could be filed, then it is agreed that individual grievances will

not also be filed.

8.04 POLICY GRIEVANCE

The Union and the Employer shall have the right to file a grievance based on a difference out of

the Agreement concerning the interpretation application, administration or alleged

contravention of the Agreement. Time limits in Articles 8.01 will apply to a Union/Employer

grievance and such grievance must be in writing. Such grievance shall commence at Step Ill.

8.05 It is agreed that the Union Representative or Steward shall be notified as soon as possible

of the dismissal of any post probationary employee covered by this Agreement. Grievances

related to the discharge of a bargaining unit employee shall be initiated by the Union at Step Ill

of the grievance procedure.

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8.06 Time limits fixed to complaints, grievances and arbitration procedures may only be

extended by mutual written consent ofthe parties.

8.07 Throughout all Stages of the Grievance Procedure the aggrieved employee shall be

present unless otherwise agreed.

8.08 Where an employee receives a written disciplinary warning and the employee has been

discipline free for 365 calendar days from the date of the warning, and in the case of a suspension

discipline free for 447 calendar days from the date of the suspension, such warning shall be

removed from the employee's record with the exception of proven resident abuse.

ARTICLE 9 - DISCIPLINE AND DISCHARGE CASES

9.01 A claim by an employee who has completed her probationary period, that she has been

unjustly suspended or discharged from her employment will be treated as a special grievance,

commencing at Step No. 3 of the Grievance Procedure, provided the discharged person submits

her written grievance, dated and signed within seven (7) calendar days after the notice is given

in writing.

9.02 A Union Steward shall be present when any disciplinary penalty is imposed, unless

declined by the employee in writing. The Employer will notify the employee of the right to

Union representation prior to imposing any disciplinary action. If neither steward is available

the meeting will be postponed until one is available with the exception of a paid administrative

leave or termination, where a union representative will be present either in person or via

telephone and the union will be issued a copy of the discipline within 48 hours.

9.03 Any and all time limits referred to in Article 8, 9 and Article 10 are exclusive of Saturday,

Sunday and Paid Holidays as referred to in Article 19.

ARTICLE 10 -ARBITRATION 10.01 When either party requests that a grievance be submitted to arbitration as provided

under Article 8, it shall make such request in writing, addressed to the party to this Agreement

and at the same time name three arbitrators from which the other party may select one as the

sole arbitrator. The responding party shall have seven (7) days to respond choosing one of the

three named arbitrators or alternatively providing the other party with a selection of three

arbitrators from which to choose. If the parties are unable to agree upon an arbitrator within a

further seven days either party shall make a request to the Ministry of Labour to appoint an

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arbitrator. At any time following the notification of the request to arbitrate the dispute, the

parties can agree to refer the dispute to a Board of Arbitration.

10.0l(b) In the event a Board of Arbitration is selected, the parties shall within seven (7) day

name their respective nominees. The two (2) nominees shall endeavor within fourteen (14)

calendar days to agree upon a third member and Chairperson of the Arbitration Board and it is

understood that if the two (2) nominees fail to agree upon a Chairperson, the Chair person shall

be appointed by the Office of Arbitration of the Ontario Ministry of Labour.

10.02 No person may be appointed as an Arbitrator who has been involved in an attempt to

negotiate or settle the grievance.

10.03 No matter may be submitted to arbitration that has not been properly carried through all

steps of the Grievance Procedure.

10.04 Each of the parties hereto shall bearthe expense of their nominee appointed on its behalf

and the parties hereto shall jointly bear the expense of the Chairperson of Board of Arbitration.

10.05 Any and all time limits referred to under the Grievance and Arbitration Procedures herein

may, at any time, be extended by written agreement between the Employer and the Union.

10.06 The decision of the majority of the Arbitration Board shall be the decision of the Board

and shall be final and binding on both parties to this Agreement.

10.07 The Board or Arbitration or the Single Arbitrator shall have no power to alter, add to,

subtract from, modify or amend this Agreement nor to deal with any matter not covered by this

Agreement in order to give any decision inconsistent with it. The decision of the majority of the

members of the Board of Arbitration shall be the decision of the Board, but if there is no majority

the decision of the Chairperson shall govern.

10.08 No adjustment or remedy granted under either the grievance or Arbitration process shall

be made retroactive to a point prior to the incident-giving rise to the grievance.

ARTICLE 11- WITNESSES

11.01 At any Stage of the grievance procedure, including arbitration, the parties may have the

assistance of the employee(s) concerned as witnesses' and to gather necessary witnesses. All

reasonable arrangements will be made to permit the conferring parties or arbitrator(s) to have

access to any part of the Employers premises, with prior permission which shall not be

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unreasonably denied, to view working conditions which may be relevant to the settlement of the

grievance.

ARTICLE 12 - PROBATIONARY EMPLOYEES

12.01

a} 1. All new full time employees will be considered as probationary

employees until they have been employed for 60 shifts worked. All new

part time and casual employees will be considered as probationary

employees until they have been employed for 450 hours worked.

2. The parties may, by mutual consent, extend the probationary period an

additional 60 shifts worked for full time employees and an additional 450

hours for part time and casual employees or for any other period mutually

agreed upon.

b} During the probationary period, the probationary employee shall have no

seniority standing. Employees who have completed said probationary period and

have been retained by the Employer at the completion thereof, shall be

considered as regular employees and shall be credited with seniority for said

probationary period.

c} The parties acknowledge that the probationary period affords the Employer an

opportunity to assess the employee. More specifically, the parties agree that the

Employer shall have the right to release a probationary employee whom the

Employer believes to be unsuitable because of conduct, quality or quantity of

work, attendance, attitude, suitability for position, inability to work with other

employees or any other work related reason.

ARTICLE 13 - SENIORITY Seniority once established will be utilized for the purpose of job postings, lay-offs and recalls and

other provisions referenced in the Collective Agreement.

13.01

a} The initial seniority list shall be determined based on each employee's most recent

date of hire and total accumulated hours worked.

b} A Seniority list for all employees employed in each facility shall be posted in

January and July of each year with a copy sent to the Union and shall contain the

employee's name, start date and total number of accumulated hours worked.

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Employees will have thirty calendar (30) days from each posting to make any

challenges to the list.

c) Employees shall not accrue seniority until after they have completed probation,

at which time the method described in (a) above will be used to calculate seniority.

d) Once the initial seniority list is established, an employee's seniority shall be

increased by the number of hours of paid employment, which the employee has

worked since the establishment of the seniority list.

e) For clarity and all purposes, 1 year equals 1800 hours paid.

13.02 Loss of Seniority

An employee shall lose all seniority and shall have ceased employment without further notice

for any of the following reasons:

a) resignation;

b) retires or is retired;

c) discharged for just cause and not reinstated;

d) absent from work for a period of three (3) working days without notifying the Employer,

unless a reasonable-explanation is provided to the Employer within two (2) calendar days;

e) fails to return to work within seven (7) calendar days following a recall from lay-off after

being notified by registered mail to do so. It shall be the employee's responsibility to

notify the Employer of their current address.

f) has been laid-off for a period of twenty-four (24) months;

g) leaving the Employer's premises during regular working hours without the permission of

the employee's immediate Supervisor;

h) failure to report for work as scheduled at the end of a leave of absence, vacation, or

suspension unless a reasonable-explanation is given to the Employer within two (2)

calendar days;

i) engages in gainful employment without the authorization of the Employer while on an

approved leave of absence;

J) has been on Workplace Safety Insurance for over 24 months, in accordance with Human

Rights;

k) Casual employees shall have abandoned their job if he/she has not been available to work

for a period of 30 calendar days from their last day of work unless authorized on an

approved leave of absence;

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ARTICLE 14- JOB POSTING

14.01

a) In the event new positions are created or vacancies occur in the existing job

classifications, (unless notified by the Employer that a vacancy is not going to be

filled or postponed) including Temporary Vacancies where duration of which is

expected to exceed six (6) weeks the Employer shall post within the Facility such

new jobs or vacancies for a period of seven (7) calendar days, and shall stipulate

the qualifications, classification rate, in order to allow employees with seniority

within that Facility to apply and a copy of which shall be given to the union

steward. Such vacancy or new job created shall be filled from the applications

received on basis of qualifications, experience, skills and ability and seniority of

the applicants within the Bargaining Unit. Where these are relatively equal,

seniority shall be the determining factor to fill the vacancy.

The initial and first subsequent vacancy shall be posted in accordance with 14.01 Staff and the union steward will be advised of the outcome of each posting. Where a vacancy under this provision has remained unfilled for a period of three {3) months from the date of the initial posting, it will be reposted as noted above, subject to operational need as determined by the Employer.

b) If no successful candidates are found the Employer may hire someone from

outside the Bargaining Unit.

14.02 Until the vacancy is filled through the job posting provisions, the Employer may

temporarily assign an employee to the vacant position.

14.03 Trial Period

The successful applicant shall be placed on trial in the new position for a period of forty-five {45) days worked or three (3) calendar months, whichever comes first.

Such trial promotion or transfer shall become permanent after the trial period unless;

a) The employee feels that she is not suitable for the position and wishes to return to her former position; or

b) The Employer feels that the employee is not suitable for the position and requires that she return to her former position.

It is understood and agreed that once the trial period has expired, the Employer no longer has the right under this provision to return an employee to her former position and the employee no longer has the right to her former position.

In the event of either {a) or {b) above, the employee will return to her former position and salary without the loss of seniority, and any other employee promoted or transferred as a result

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of the rearrangement of positions shall also be returned to her former position and salary without loss of seniority.

Should the original successful applicant return to her former position, the next most qualified senior applicant to the original posting will be awarded the position and his/her position will be posted.

ARTICLE 15 - LAYOFFS AND RECALLS

15.01 (a) Where it is necessary to reduce the working force of employees, the following

procedure will apply provided it does not prevent the Employer from maintaining a

working force of employees who are qualified to do the work available. It is agreed and

understood that reduction in the number of scheduled hours in a work week does not

constitute a layoff unless an employee has his/her hours reduced in excess of seven and

one-half (7.5) paid hours or more every two (2) weeks for a period in excess oftwelve (12)

weeks.

(b) Layoff

An employee who is subject to lay-off shall have the right to either:

(i) accept the lay-off or;

(ii) displace any less senior employee in a equal or lower paid classification,

provided they are qualified and able to perform the duties after receiving

orientation to the position.

The decision of the employee to choose i or ii above shall be given in writing to the

Executive Director within one calendar week following the notification of layoff.

Employees failing to do so will be deemed to have accepted the layoff

(c) Employer's Obligations

The Employer shall advise employees and the Union in advance of any lay-off, defined as

per clause 15.01 subject to the superior requirements of the Ontario Employment

Standards Act, 2000, as amended from time to time, and copies being provided to the

Union.

15.02 Employees shall be recalled in order of seniority within the facility, provided that they

have the necessary skills, qualifications and ability to perform the job being required.

Notice of recall shall be sent by registered mail to the employees last known address.

The employee must report to work within seven (7) calendar days of receipt of such

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notice, of her intention to either accept or decline the offer of recall. In the event that

she does not respond to the notice, she shall lose all seniority and shall be considered

to have resigned her employment.

15.03 No new employee shall be hired until all those laid off or who have suffered a reduction

in hours have been given an opportunity to return to work and have failed to do so, in

accordance with this Article, or have been found unable or not qualified to perform the

work available.

15.04 Each employee shall keep the employer informed of any changes in their employment

related information. The Employer shall be entitled to rely on the most recent address

and telephone number furnished by the employee for all purposes.

15.05 Severance

Upon severance from employment, employees shall be paid their appropriate

entitlement pursuant to the terms of the Ontario Employment Standards Act, 2000, as

amended from time to time. The Employer shall endeavor to issue the record of

employment and any monies owing to the employees within the next scheduled pay

period.

ARTICLE 16- LEAVE OF ABSENCE

Where it is deemed that seniority continues to accumulate it will be based on the employees

averaged hours worked over the previous four (4) weeks.

16.01 Personal Leave

The Employer may approve leaves of absence without pay, to an employee who applies in writing

at least 30 calendar days prior to the commencement of the leave, unless impossible. The

employee must state the date of leaving and the date of return and the purpose of the leave.

Seniority shall be maintained during such leave but will not accumulate.

The Department Manager or designate will endeavor to provide a written response within

seven (7) days of receipt of the written request. Provided the request was submitted to the

Department Manager or designate in accordance with clause 16.01.

(a) Employees returning to work following an approved leave of absence will be expected to return as per their schedule. It is the responsibility of the employee to confirm with the employer their return date.

(b) Employees who are on extended leave of absence greater than thirty (30) days

may continue to participate in benefit plans at their request provided the

employee makes arrangements for payment for the total cost of the premium to

the Employer for such benefit periods during the leave, at least one (1) week

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prior to the beginning of the leave via monthly post-dated cheques deposited

with Payroll.

(c) Employees on any authorized leave will not accrue entitlement for paid sick

leave, holidays, bereavement or other paid days.

Cheques returned as NSF will be deemed cause for termination of benefits.

The Employer will notify the employee when his or her benefits will cease.

It is understood that the intent of this provision is not to allow an employee a leave of absence

to pursue employment elsewhere.

In the event an employee wishes to return from a leave of absence at an earlier date than set out

in the original request, the Employer and the Union will co- ordinate this return to coincide with

the next regular schedule provided that there is no financial cost to the Employer.

16.02 Jury Duty/Witness Leave

The Employer shall grant a leave of absence without loss of regular pay to an employee who

serves as a juror, or is required by subpoena to attend a court of law (and not contrary to clause

7.05) or coroner's inquest related to their employment at the facility, providing the employee:

a) notifies the Employer as soon as he becomes aware that he will be subpoenaed or

received the subpoena whichever comes first;

b) presents to the Employer proof of service requiring the employee's attendance;

c) deposits with the Employer the full amount of compensation, excluding mileage or

travel and meal allowances and an official receipt.

If not selected to sit on a jury or released as a witness, the employee shall forthwith contact his

supervisor and inform him of same and the supervisor will endeavor to reschedule the

employee's return to work as soon as possible.

Seniority continues to accumulate during leave for Jury Duty/ Witness Leave.

16.03 Bereavement Leave

When a death occurs in the immediate family (parent, step-parent, spouse/same sex partner,

child or sibling) the employee shall be granted leave up to a maximum of four (4) missed shifts

in a seven (7) consecutive day period, commencing on day of death and ending day after the

funeral, without loss of pay.

When a death occurs in the family (current parents-in-law, grandparents, great grandparents,

grandchildren, current siblings-in-law, daughter-in-law and son-in-law) the employee shall be

granted leave up to a maximum of three (3) missed shifts in a five (5) consecutive day period,

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commencing on day of death and ending day of funeral without loss of pay. An employee will

be granted one (1) day without the loss of pay to attend the funeral of an Aunt or Uncle.

Where an employee's scheduled vacation is interrupted due to a death or the attendance at a

funeral for which leave may be given under this article, the proportion of the employee's

vacation interrupted shall be deemed to be bereavement leave and the employee will be

entitled to reschedule the vacation credits at another time. Upon request the employee may be

required to provide proof of death.

a) This leave is only to apply where the employee is in attendance or is involved in the

preparation of the funeral and pay for such absence is limited to actual scheduled working

days.

b) An employee will not be eligible to receive Bereavement Leave payment for any period in

which they are receiving any other payment such as holiday, or sick pay.

c) Where it is necessary because of distance, the employee may be granted up to five (5)

additional day's leave of absence with the Executive Director's approval. The additional

days are without pay.

d) Seniority shall accrue during any paid portion of the leave

16.04 Pregnancy/Parental Leave

Pregnancy/Parental Leave will be granted in accordance with the Employment Standards Act of

Ontario, unless otherwise amended. An employee must have at least thirteen (13) weeks of

continuous employment prior to the expected date of birth to be eligible.

a) The employee shall give the Employer two (2) weeks' notice, in writing of the day upon

which she intends to commence her leave of absence, unless impossible, and furnish the

Employer with a certificate of a legal medical practitioner stating that she is pregnant and

giving the estimated day upon which delivery will occur.

b) The employee shall give at least two (2) weeks' notice of intention to return to work. The

employee may, with the consent of the employer, shorten the duration of the leave of

absence requested under this Article upon giving the employer two (2) weeks' notice of

her intention to do so, and furnish the employer with a certificate of a legal medical

practitioner stating that she is able to resume her work.

c) On return from Pregnancy/Parental Leave, the employee shall be placed on the same job

as at the time the leave commenced ifthe job is still available or a comparable position if

not available. While on Pregnancy/Parental Leave, an employee shall accumulate

seniority status under this Collective Agreement.

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16.05 Upon expiry of seventeen (17) weeks pregnancy leave, an employee may immediately

commence parental leave, as provided under 16.09 of this Agreement. The employee shall give

the employer at least two (2) weeks' notice, in writing that she intends to take parental leave.

16.06 ADOPTION LEAVE

The Employer shall grant leave of absence without pay for a period of up to six (6) months, which

period shall be for adoption placement of a child. If required by the adopting agency, leave will

be extended up to twelve (12) months.

16.07 An employee shall advise the Employer as soon as possible that she has qualified to adopt

a child and shall require the adoption leave in writing immediately upon receiving confirmation

of the pending adoption, and where required for medical reasons, up to twelve (12) months may

be allowed.

16.08 PARENTAL LEAVE

Parental Leave must begin within thirty-five (35) weeks of the birth of the child or within (35)

weeks of the day the child first came into the custody, care and control of the parent. For

employees on pregnancy leave, parental leave will begin immediately after the pregnancy leave

expires. Parental leave ends eighteen (18) weeks after it began or on an earlier day if the

employee gives the employer at least two weeks written notice of that day.

16.09 The employee shall give the Employer two (2) weeks written notice of the date the

Parental leave is to commence.

16.10 UNION OFFICE LEAVE:

An employee elected or appointed to a paid full-time position within the Union shall be

granted up to one (1) year off, without pay and without loss of seniority. The Employer agrees

that the employee may elect to retain benefit coverage with the Employer as long as premiums

for such coverage are reimbursed on a monthly basis to the Employer by the Union.

16.11 COMPASSIONATE CARE/EMERGENCY LEAVE.

Compassionate Care and Emergency leave shall be granted as per ESA

16.12 Where an employee is off work due to reasons specified below, the Employer shall

continue to pay the Employer's portion of premiums (provided the employee pays their portion)

for all Health and Welfare Plans for the following periods of time:

a) Where the absence is due to an occupational accident or an industrial illness covered

under the Workplace Safety and Insurance Act, for a period of up to twelve (12) months;

17

b) Where the absence is due to maternity or adoption leave, for the maximum period set

out for such leaves in the Employment Standards Act;

c) Should the employee fail to provide the Employer with their portion of payment within 5

days of the due date, without reasons satisfactory to the Employer, the benefits will be

cancelled and will not be reinstated until the employee has returned to work.

16.13 When the Union requests a leave of absence for an employee, the employer agrees to

continue the employee's wages and benefits costs and in turn submit an invoice to the Union for

any lost time or employer paid statutory premiums i.e. CPP, UIC of the Union leave. All such

requests must come from the Union Office. The Union agrees to pay the invoice upon receipt.

ARTICLE 17 - HOURS OF WORK, OVERTIME

17.01 Hours of Work, Overtime

a) The following is intended to define the normal hours of work for employees but shall not

be interpreted as a guarantee of hours per day or per week, or days of work per week.

b) It is agreed and understood that the Home is a twenty-four hour per day, seven day per

week continuous operation and that services must be maintained.

c) The normal hours of work shall be seven and one half (7.5) hours per day, excluding a one

half (Y,) hour unpaid meal break or seventy-five (75) hours bi-weekly. Only those

employees who are required to stay in the building because they work alone will receive

one half (Y,) hour paid meal break at straight time. Shifts of shorter duration may be

scheduled, depending on the needs of the operation; however no shift shall be less than

three (3) hours in duration.

17.02 Rest Periods and Meal Periods

Rest periods shall consist of fifteen (15) minutes.

Shift Duration Meal Period

Up to 4 hours O

Over 4 hours, up to 5 hours 0

Over 5 hours, up to 6 1/2 hours 1

6Y, hours or more 1

Rest Period

0

1

1

2

17.03 All Employees shall be scheduled so that no employee shall work more than six (6)

consecutive days.

18

17.04 All employees shall be scheduled at least two (2) weekends off work in each four (4) week

period unless mutually agreed otherwise; this provision shall not apply in the event of an

unscheduled absence of employees, nor at the times when the employer alters the schedule to

accommodate an employee's request. The Employer will provide 36 hours of notice if a change

in the posted schedule is required, unless otherwise agreed to by the employee.

17.05 Overtime shall be paid for all hours worked over seven and a half (7.5) consecutive hours

in a shift or seventy-five (75) hours bi-weekly at the rate of time and one-half (lYz) the employee's

regular rate of pay. It is agreed and understood that those employees who are required to stay

in the building because they work alone (and hence receive a paid lunch) will only receive

overtime for hours worked over eight (8) or eighty (80) hours bi-weekly.

17 .06 All overtime must be authorized by the Executive Director or designate prior to the hours

being worked.

17.07 Call-in Procedure

a) When it is determined by the Employer that a vacant shift must be replaced the

following procedure will apply:

1. Employees in the affected department and classification, who have stated

their availability and do not trigger any additional or premium costs, will be

called in order of their seniority from last accepted.

2. Then qualified employees in any other department or classification, who have

stated their availability and do not trigger any additional or premium costs,

will be called in order of their seniority.

3. Should step 1 and 2 fail to replace the shift and the Employer has approved

overtime for that shift then the procedure in steps 1 and 2 will be followed to

fill the overtime shift.

Shift Exchange or Giveaway

b) An Employee may apply to his/her Supervisor in writing for permission to exchange

or give-away shift(s) with another appropriately qualified employee, such exchange

or give-away shall not result in any additional costs or reduced efficiency to the

Employer. Such request shall be made on the form supplied by the Employer for this

purpose, and shall be given to the Supervisor designated by the Employer at least

seventy-two (72) hours in advance of the shift the employee wishes to exchange or

give-away. It is understood and agreed that there will be no more than five (5) shift

giveaways per calendar year and no more than one (1) shift exchange per month. The

19

seventy-two (72) hours and five (5) shift giveaways may be waived by mutual

agreement. The exchange or give-away must be formally approved by the designated

Supervisor before any exchange or give-away can take place. It is understood and

agreed that the Employer shall not be responsible or liable for non-compliance issues

or concerns, or any additional costs (including but not limited to overtime rate claims),

that might arise or accrue as a result of the shift exchange or give-away.

17.08 Schedules of a four (4) week duration will be posted at least seven (7) seven days in

advance. Where possible, once the schedule is posted it shall not be changed. In the event of

an emergency and the employer finds it necessary to change the schedule, the affected employee

shall be provided with 36 hours' notice of the change.

17.09 Overtime shall be based on the employee's regular rate of pay, exclusive of premiums.

There shall be no pyramiding of any premium pay or benefits, vacation pay, etc.

17.10 Employees required to work more than two (2) hours overtime shall be provided with a

meal by the Employer in addition to any previous entitlement contained within their regular shift.

17.11 Reporting Pay

Should an employee report for work at the regularly scheduled time for his shift and no work is

available such employee will be entitled to four (4) hours pay or his scheduled hours, whichever

is less, at the employee's regular rate provided that:

a) The employee has not been previously notified by the Employer to the contrary;

b) If requested by the Employer, the employee shall perform a minimum of four hours of

such available work as the employer may assign.

17.12 The provisions under article 17.11 shall be waived and not binding upon the Employer in

cases of any labour disputes or emergency such as fire and power shortage which disrupt the

operation of the Employer, nor shall it apply to employees returning to work without notice after

absence.

17.13 Unless otherwise contained in this Agreement, the days of work for an employee, the

starting and quitting times each day and the time and duration of lunch periods and time of rest

periods will be determined by the Employer in accordance with its requirements.

17.14 It is the sole responsibility of each employee to check the time schedule for his/her

scheduled hours.

20

17 .15 Call-in/Back Pay

An employee who has left the premises and is called back to work shall receive a minimum of

four (4) hours at regular rate of pay unless the additional hours exceed eight (8) hours in a twenty­

four (24} hour period.

17.16 A shift commencing at or about midnight shall be considered the first shift of each working

day. The shift shall be deemed entirely within the calendar day in which the majority of hours

fall regardless of what calendar day any part of that shift was actually worked.

ARTICLE 18 - VACATIONS 18.01 For the purpose of assisting employees scheduling their vacations, for the upcoming vacation year, the Employer agrees to post a Vacation Request Schedule by January 15th of each year. The schedule shall be taken down by March 31". While the Employer attempts to accommodate employee requests, the Employer reserves the right to schedule vacation. Any vacation requests must be submitted in writing on the designated vacation request form for approval of the employee's supervisor by no later than April 15th. The vacation schedule shall then be finalized by April 30th. In the event of conflicting vacation requests within a department which have been submitted by the April 15th deadline, priority shall be established on the basis of seniority taking into account the requirements of the operation. Vacation requests forms not received prior to the April 15th deadline will be reviewed on a first come basis. The Employer will make every effort to provide a response to these written vacation requests within 14 calendar days.

An employee shall not be permitted to accumulate his/her vacation from one year to another.

The accumulated vacation must be taken during the vacation year immediately following the year

it was accumulated and not prior to that.

Vacation pay is only paid when vacation is taken. Vacation time is not cumulative and all vacation

entitlement (including all hours and dollars} must be taken within the vacation year. By July 1st

the Employer will attempt to notify employees of any unscheduled vacation entitlement. The

Employer shall schedule outstanding vacation if the employee fails to do so by September 1".

The vacation year is defined as January to December.

18.02

a} An employee who leaves the Employer for whatever reason shall be paid her vacation

allowance as provided herein.

b} On the death of an employee, the vacation allowance will be paid to the employee's

estate forthwith.

18.03 Changes in vacation pay and entitlement shall become effective on the first full pay period .

following the effective date of change, as follows:

21

After 1 year - 2 weeks' vacation @ 4% of gross earnings

After 3 years - 3 weeks' vacation @ 6% of gross earning

For the purpose of this article one (1) year equals 1800 hours' seniority.

18.04 The Employer and Union agree that casual employees, as defined by the Collective

Agreement will receive their accrued vacation pay twice per year.

The pay outs will occur the first pay period of June and December annually. Casual employees

may request their vacation time entitlement, according to the provisions of the Collective

Agreement, but any vacation time taken will be without pay.

ARTICLE 19 - PAID HOLIDAYS

19.01 The following days shall be recognized as statutory holidays:

New Year's Day

Good Friday

Victoria Day

Canada Day

Civic Holiday

Labour Day

Thanksgiving Day

Christmas Day

Boxing Day

Family Day

Effective January 1, 2015 full time employees are entitled to one (1) float holiday per year to be

taken at a mutually agreeable time.

19.02

a) Employees who work a statutory holiday shall receive one and one-half (lY,) times their

regular rate of pay for all hours worked, in addition to a regular day's pay, if they qualify.

b) Employees shall qualify for Holiday pay in accordance with the Employment Standards

Act.

c) An employee will not receive holiday pay on a day for which they received Workplace

Safety Insurance Board (WSIB) payments.

19.03 If one of the above-named holidays occurs on an employee's regular day off, or during

his vac.ation period, the employee shall receive a day's pay for the said holiday if they qualify.

22

19.04 All attempts will be made to ensure that if you worked Christmas, you will have New

Year's Day off. Management will make every attempt to accommodate all requests in a fair and

equal manner.

ARTICLE 20 - WAGES CLASSIFICATIONS

20.01 Wages for employees will be paid in accordance with Schedule A which will be deemed

attached to and forming part of this agreement. Employees currently being paid above the wage

grid shall be maintained at their current rate.

20.02 The Employer shall pay wages bi-weekly. If a payday is a statutory holiday, the pay

cheque or electronic deposit will be available and dated for the first regular working day prior

to the holiday. Each employee shall be provided with an itemized statement of her wages and

deductions.

a) In the event of an overpayment error on an employee's pay, the correction will be

made in the pay period following the date on which the overpayment comes to

the Employer's attention.

b) If the error results in an employee being underpaid by one (1) day's pay or more,

the employer will provide payment for the shortfall within three business days

from the date it is notified of the error ifthe shortfall is due to an Employer error.

In the case of underpayment as a direct result of an employee omission or error

the underpayment will be corrected on the next pay. Any underpayment less than

one day's pay will be made in the pay period following the date on which it was

brought to the employer's attention.

In no event shall there be any pyramiding of benefits, premiums, or other payments under this

Agreement.

20.03 For an employee who is required to take courses that improves knowledge or skills on

the job, the Employer agrees to pay 100% of the course cost (tuition and supplies) upon

documented proof of successful completion of the course.

ARTICLE 21 - HEAL TH AND WELFARE:

21.01 The Employer shall provide to each post probationary full-time employee, who is regularly scheduled 80 hrs biweekly the following premium based plans. Employees' payment portion shall be through payroll deduction.

21.02 Dental

23

The Employer agrees to provide a basic Dental Plan with current ODA fee guide. The

Employer shall pay seventy (70) percent of the premium.

21.03 EHC The Employer agrees to provide to full time employees the following coverage. The

Employer agrees to pay 70% of the premiums for the following plans.

a) Extended Health (EHC) 80% co-pay

Drugs available only by prescription.

No survivor benefits.

EHC -Life time maximum of $25,000.00

Vision $200.00 every 24 months

b) Life Insurance $15,000.00

100% Employer paid premium

21.04 Post probationary part time employees who are regularly scheduled over forty (40) hours biweekly but less than 80 hrs biweekly may also participate in the benefit plans with the following premium payments:

Life Insurance - 100% Employer paid

EHC - 50% Employer paid

Dental - 50% Employer paid

21.05 It is agreed that any employee who has benefit coverage through their spouse may waive benefits under this plan.

21.06 It is understood that the Employer may at anytime substitute another carrier for any plan,

provided the benefits conferred thereby are not decreased. Before making such a substitution,

the Employer shall notify the Union to explain the proposed change.

21.07 RRSP Effective January 2016 the Employer shall introduce a voluntary employee contribution program with contributions to a maximum of two {2) percent.

A minimum oftwenty (20) employees must enroll for the plan to be initiated. Employee contributions shall be made through payroll deduction.

24

ARTICLE 22 - JOB SECURITY

22.01 Persons whose jobs are not in the bargaining shall not perform work normally performed

by the employees within the bargaining unit, except:

• For purposes of instruction;

• When performing developmental or experimental work;

• When no employees are available to work after being canvassed by the Employer to fill

in.

• As established through past practice

• Work performed by working Supervisors or Coordinators

22.02 It is understood that an employee shall not be transferred by the Employer to a position outside the bargaining unit without his/her consent.

(a) An employee who is transferred to a position outside of the bargaining unit for a specific term or task, which does not or has not exceeded a period of twelve (12) months shall, subject to (b) below retain, but not accumulate, his/her seniority held at the time of the transfer. In the event the employee is returned to a position in the bargaining unit he/she shall be credited with the seniority held at the time of transfer and resume accumulation from the date of his/her return to the bargaining unit.

(b) In the event that an employee is transferred out of the bargaining unit under (a) above for a specific term or task, which does not or has not exceeded a period of six (6) months and is returned to a position in the bargaining unit, he/she shall not suffer any loss of seniority, service or benefits.

ARTICLE 23 - HEAL TH & SAFETY

23.01 The Health and Safety Committee will function in accordance to the Workers'

Occupational Health and Safety Act.

23.02 The Union and the Employer shall cooperate in continuing and perfecting regulations

that will afford adequate protection to employees engaged in hazardous work.

23.03 The Health & Safety Committee shall be established and comprised of up to two (2)

representatives appointed by the Employer and two (2) representatives of the Union per

residence in accordance with the Occupational Health and Safety Act as amended from time to

time. The Committee shall meet at least once every three (3) months, or more often as

deemed necessary by the parties.

25

23.04 The Health & Safety Committee shall hold meetings as requested by the Union or

management and all unsafe hazardous or dangerous conditions shall be taken up and dealt with

at such meetings. Minutes of all Health& Safety Committee meetings shall be kept and copies of

such minutes shall be posted by the Employer with a copy to the chief steward.

23.05 The Committee shall be notified immediately of each critical accident or injury. The

Health & Safety Committee shall investigate and report as soon as possible on the nature and

causes of the accident or injury. All noncritical accidents or injuries shall be reported in

accordance with the Health and Safety Act.

An employee who is injured during working hours and is required to leave for medical treatment

of such injury shall receive payment for the remainder of the shift at her regular rate of pay

without deduction from sick leave, unless a doctor states that the employee is fit forfurther work

on that shift.

ARTICLE 24 - GENERAL

24.01 Should the Employer and Union determine the need for copies of the Collective

Agreement in French the cost of translating the Collective Agreement shall be shared equally

between the Employer and the Union. The cost of printing the Collective Agreement shall be

shared equally by the Employer and the Union

24.02 A bulletin board shall be available to the Union for the posting of Union notices. The

location of the bulletin board shall be mutually acceptable to the parties. All notices or postings

require the Employer's approval before being placed on the board.

24.03 The Employer agrees to pay any retroactivity entitlements to all affected employees

within two (2) full pay periods of the notification of the ratification of the Collective Agreement.

Only Employees as of the date of ratification shall be entitled to any retroactivity payments.

Labour Management

24.04 The Union Committee and the Employer shall meet at a time agreed upon for the purpose

of discussing matters arising out of the administration of this Agreement and including promoting

and providing effective and meaningful communication of information that may impact the terms

and conditions of employment. Such meetings will be scheduled on a quarterly basis, unless

otherwise arranged by the parties. Time spent in such meetings shall be considered time worked

with the Employer and employees in attendance shall not suffer loss of pay.

24.05 A full-time employee is an employee who is regularly scheduled eighty (80) hours

biweekly.

26

24.06 A part-time employee is an employee who is regularly scheduled less than eighty (80)

hours bi-weekly and more than forty (40) hours bi-weekly.

24.07 A casual employee is an employee who is regularly scheduled forty {40) hours or less bi­

weekly or who is not regularly scheduled.

ARTICLE 25 - SICK LEAVE 25.01 Sick leave accruals and payments are based on a calendar year.

a). Upon hire employees begin accruing sick leave credits for use in the following sick leave

year. The sick leave bank opens once per year on January 1'1 for deposit of accrued sick leave

credits from the previous year. Employees are not entitled to access sick leave credits until after

six (6) months of continuous employment for full time or nine hundred (900) hours worked for

part time employees.

b). Should an employee not have completed the six {6) months in the case of full time or nine {900) hundred hours worked for part time as of January 1", any accrued sick leave from the previous year will be deposited in the sick leave bank but cannot be accessed until the waiting period as noted above have been completed.

c). The maximum number of sick leave credits that can be accrued in one year for use the following year is five (5) shifts for full time and three (3) shifts for part time.

d). Effective January 2015 the maximum number of sick leave credits that can be accrued in one year for use the following year is six (6) shifts for fulltime and four (4) shifts for part time.

e). Sick leave may not be carried over from calendar year to calendar year.

i) Employees shall be paid their regular wages for scheduled hours absent due to illness,

until their sick accrual bank is exhausted.

ii) An employee absent by reason of sickness or accident may elect not to take sick leave with pay.

iii) Absence for sickness or accident compensable by W.S.l.B. plan will not be charged against sick leave credit.

f). Unused sick days are to be paid out in the last payroll of the calendar year at 50%.

25.02 The Employer reserves the right to request that the employee produce a sick leave certificate

with proof of payment for any illness in accordance with the collective agreement. The Employer will

pay for the certificate; however should the requirement to provide a doctor's certificate of illness be

part of a disciplinary process the Employer will not be responsible to pay.

27

Furthermore, the Employer may request the employee to attend a physician of the Employer's choice, in which case the Employer shall pay for the cost of the examination and the medical certificate.

26.01 It is the policy of the Employer that all employees shall be required, on an annual basis, to be vaccinated for influenza and/or to take antiviral medication for influenz;1. If the employee fails to take the required medication he or she may be placed on an-unpaid leave of absence during any influenza outbreak in the home until such time as the employee has been cleared by Public Health or the Employer to return to the work environment. The only exceptions to this would be:

(a) if an employee is pregnant; and

(b) upon written direction from the employee's physician for an employee for whom taking the medication will result In the employee being physically Ill to the extent that he or she cannot attend work, in which case the employee will be entitled to use banked holldays or other banked lieu days, and thereafter vacation days, and thereafter leave without pay until such time as the employee has been cleared by the public health or the employer to return to the work environment.

26.02 The employer agrees to permit employees to get the influenza vaccine from their own doctor. The employees are required to provide conflrmatlon of vaccination.

26.03 Testing for TB Is mandatory as per the Retirement Regulatory Authority (RHRA). Employees will comply with the facility policy.

ARTICLE 27 - DURATION

27.01 This agreement shall remain in effect until December 31, 2019 and shall continue automatically thereafter during annual periods of one (1) year each, unless either party notifies the other In writing within ninety (90) days prior to December 312019 that It desires to amend or terminate this agreement

27 .02 Notice of Intent to amend this Agreement shall be given by either party to the other in writing within a period of ninety (90) days prior to the expiry date. The Parties agree to meet with respect thereto as soon as practical of such notice being received.

Dated this 10 dayof A ffl.1L

•4= FOR THE~~'

SCHEDULE A

WAGE GRID: RPN

EFFECTIVE START POST PROBATION 1950 hrs 3800 hrs 5850 hrs January 1 2017 $19.22 $20.39 $20.95 $21.27 $21.58

(2.0%)

January 1 2018 $20.11 $21.31 $21.88 $22.21 $22.52 ($0.50 plus 2.0%)

January 1 2019 $21.02 $22.25 $22.83 $23.16 $23.48 ($0.50 plus 2.0%)

WAGE GRID: PSW

EFFECTIVE START POST PROBATION 1950 hrs 3800 hrs 5850 hrs

January 1, 2017 $12.73 $13.59 $14.05 $14.27 $14.48 (2.0%)

January 1, 2018 $13.39 $14.27 $14.74 $14.96 $15.18 ($0.40 plus 2.0%)

January 1, 2019 $14.07 $14.96 $15.44 $15.67 $15.89 ($0.40 plus 2.0%)

WAGE GRID: Universal Aide-(H&W Aide/Driver) Assistant Cook, Maintenance Aide

EFFECTIVE START POST PROBATION 1950 hrs 3800 hrs 5850 hrs

January 1 2017 $12.73 $13.59 $14.05 $14.27 $14.48

(2.0%)

January 1 2018 $13.29 $14.17 $14.64 $14.86 $15.08

($0.30 plus 2%)

January 1 2019 $13.86 $14.76 $15.24 $15.46 $15.69

($0.30 plus 2.0%)

29

WAGE GRID: Cook-Certified

EFFECTIVE START POST PROBATION 1950 hrs 3800 hrs 5850 hrs

January 1 2017 $14.89 $15.85 $16.35 $16.60 $16.84

(2.0%)

January 1 2018 $15.49 $16.47 $16.98 $17.24 $17.48

($0.30 plus 2.0%)

January 1 2019 $16.11 $17.11 $17.63 $17.89 $18.14

($0.30 plus 2.0%)

WAGE GRID: Domestic Aide- (Dietary Aides, Dishwasher, Servers, Laundry, Housekeeping)

EFFECTIVE START POST PROBATION 1950 hrs 3800 hrs 5850 hrs

January 1 2017 $11.64 $12.45 $12.90 $13.10 $13.29

(2.0%)

January 1 2018 $12.18 $13.01 $13.46 $13.67 $13.86

($0.30 plus 2.0%)

January 1 2019 $12.73 $13.58 $14.04 $14.25 $14.44

($0.30 plus 2.0%)

WAGE GRID: Person Centered Primary Attendant

EFFECTIVE START POST PROBATION 1950 hrs 3800 hrs 5850 hrs

January 1 2017 $15.23 $16.09 $16.55 $16.77 $16.98

January 1 2018 $15.89 $16.77 $17.24 $17.46 $17.68

January 1 2019 $16.57 $17.46 $17.94 $18.17 $18.39

30

WAGE GRID: Students-under 18-All classifications

EFFECTIVE START POST PROBATION 1950 hrs

January 1 2017 $10.70 $11.16 $11.31

(2.0%)

January 1 2018 $10.91 $11.38 $11.54

(2.0%)

January 1 2019 $11.13 $11.61 $11.77

(2.0%)

31

Re: Pay Equity

Letter of Understanding #1

Between

Canadian National Federation of Independent Unions

and

Nutra2DOO

The parties agree that the wage rates set out in Schedule "A" of this Collective

agreement includes any and all pay equity obligations of the Employer.

Dated this I() day of f\ PR I L. 2017

For the Union

32

Re:UCP

Letter of Understanding #2

Between

Canadian National Federation of Independent Unions

and

Nutra 2000

Effective upon ratification, current staff that are qualified UCP's shall receive

$2.50 an hour in addition to their respective pay when required to take the place

of an RPN.

There shall be no pyramiding of benefits.

Dated this I 0 day of A f R. I !..., 2017

For the Union

33

LETTER OF UNDERSTANDING #3

Between:

1107989 Ontario Limited o/s Nutra 2000

(Hereinafter called the "Employer")

·and·

CNFIU

(Hereinafter called the "Union"}

The ''Employer" has entertained the services of K&G Services (2196963 Ontario Limited) to provide the payroll for the employees of Nutra 2000. The "Employer" agrees that the employees working at Beacon Heights, Chapel Hill, The Courtyards on Eagleson and Cite Parkway Retirement Residences are part of the collective agreement with the 'Union• and that K&G is merely a payroll provider.

OATEDTHIS lO DAYOF flfRIL, 2017

OR THE UNION <

34

Letter of Understanding #4

Between

Canadian National Federation oflndependent Unions

And

Nutra2000

Re: New Classification - Maintenance Aide

The parties agree that effective May 31, 2014, a new classification (Maintenance Aide) will be created and will be placed on the Universal Aide wage grid.

All part-time or casual employees working this classification will be placed at the start rate on the Universal Aide grid and will progress through the wage grid as prescribed in the collective agreement.

Dated this jQ_ day of A f fZ I L .2017

For the Union:

~:1----- ·-· -, '

35

Letter of Understanding #5

Between

Canadian National Federation oflndependent Unions/LIUNA Local 3000

And

Nutra 2000

Re: New Classification -Person Centered Primary Attendant

The parties agree that effective March 1, 2017, a new classification: Person Centered Primary Attendant will be created and the rate of pay in Schedule A will be inclusive of any UCP premiums.

~__,_,A_,_,fA~t~L~-~· 2017

For the Union:

' zt

~;t:t~ /.

36