Collective Agreement - Ontario › sites › mol › drs › ca... · 5.09 Labour Management...

Collective Agreement

between

Ontario Public Service Employees Union on behalf of its Local 448

and

Community Living Lennox & Addington Full Time and Part Time Combined

DURATION: April 1, 2016 - March 31, 2018

$/\ OPSEU 11/LJsEFPO

Uncontrolled copy of 4-448-5064-20180331-2 CA

Sector 2 4-448-5064-20180331-2

TABLE OF CONTENTS

ARTICLE PAGE

ARTICLE 1 - PURPOSE .................................................................................................. 1

ARTICLE 2 - RECOGNITION .......................................................................................... 1

ARTICLE 3 - MANAGEMENT RIGHTS ........................................................................... 2

ARTICLE 4-CHECK-OFF OF UNION DUES ................................................................. 3

ARTICLE 5 - EMPLOYEE REPRESENTATION ............................................................. 4

ARTICLE 6 - GRIEVANCE PROCEDURE ...................................................................... 7

ARTICLE 7 - DISCHARGES AND GRIEVANCES .......................................................... 9

ARTICLE 8 - POLICY GRIEVANCE ................................................................................ 9

ARTICLE 9 -ARBITRATION ........................................................................................... 9

ARTICLE 10 - BULLETIN BOARD ................................................................................ 10

ARTICLE 11 -POSTING AND FILLING OF VACANCIES OR NEW POSITIONS ........ 11

ARTICLE 12 - SENIORITY ............................................................................................ 12

ARTICLE 13 - PROGRAMME FOCUS CHANGES ....................................................... 14

ARTICLE 14 - LAY-OFF AND RECALL ........................................................................ 15

ARTICLE 15 - SICK LEAVE .......................................................................................... 18

ARTICLE 16- EMPLOYEE BENEFITS ........................................................................ 20

ARTICLE 17 - LEAVE OF ABSENCE ........................................................................... 23

ARTICLE 18-PREGNANCY, PARENTAL OR FAMILY MEDICAL LEAVE ................ 25


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ARTICLE 19 - VACATIONS .......................................................................................... 25

ARTICLE 20 - HOLIDAYS ............................................................................................. 29

ARTICLE 21 - HOURS OF WORK ................................................................................ 29

ARTICLE 22 - OVERTIME/CALL IN/ON CALL ............................................................ 32

ARTICLE 23 -OCCUPATIONAL CLASSIFICATIONS AND WAGE RATES ................ 35

ARTICLE 24 - REIMBURSABLE EXPENSES ............................................................. 35

ARTICLE 25 - PERSONNEL FILES .............................................................................. 36

ARTICLE 26 - HEAL TH AND SAFETY ......................................................................... 37

ARTICLE 27 - JOB DESCRIPTIONS ............................................................................ 42

ARTICLE 28 - CONTRACTING OUT ............................................................................ 43

ARTICLE 29 - WAGES ................................................................................................. 43

ARTICLE 30 - REDUCED WORK WEEK ..................................................................... 43

ARTICLE 31 - PAY EQUITY ......................................................................................... 44

ARTICLE 32 - TERM OF AGREEMENT ....................................................................... 44

LETTER OF UNDERSTANDING #1 .............................................................................. 46



RE: CENTRAL BARGAINING .................................................................................... .48




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RE: HRAP ................................................................................................................... 50


RE: WAGE RE-OPENER ........................................................................................... 52

APPENDIX "A"-WAGES AND CLASSIFICATIONS .................................................. 53

WAGES EFFECTIVE APRIL 1, 2016 ............................................................................ 53

WAGES EFFECTIVE APRIL 1, 2017 ............................................................................ 54

APPENDIX "8" - JOB DESCRIPTIONS ..................................................................... 55


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ARTICLE 1 - PURPOSE

1.01 The general purpose of this Agreement is to establish and maintain

collective bargaining relations between the Employer and its employees, to

provide machinery for the prompt and equitable disposition of grievances,

and efficient operation of the Employer and to establish and maintain

mutually satisfactory working conditions, hours of work and wages for all

employees who are subject to the provisions of this Agreement.

1.02 All references to the feminine gender in this Agreement shall also be read in

the masculine gender or vice versa, wherever the context applies.

ARTICLE 2 - RECOGNITION

2.01 The Union will be the sole bargaining agent of all full and part-time

employees of Community Living Lennox & Addington (hereinafter called

"the Employer") in Napanee, Ontario, save and except the Executive

Director, Program Manager, Finance Manager and persons above such

rank; office and clerical employees and students employed for temporary

periods.

2.02 Relationship

The Employer agrees that there will be no discrimination, interference,

restraint or coercion exercised or practiced by the Employer or by any of its

representatives against any employee because of membership or non

membership in the Union.

2.03 The Union agrees that there will be no discrimination, intimidation,

interference, restraint, or coercion exercised or practiced by members or

representatives of the Union against any employee of the Employer, and

that there will be no union activity during any employee's working hours, and

no distribution of literature or meetings on the premises of the Employer


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except with the Employer's express permission or as otherwise provided

herein.

2.04 The parties agree to comply with the provisions of the Human Rights Code.

2.05 There shall be no strikes or lock-outs or picketing so long as this Agreement

continues to operate. The words "strike" and "lockout" have their meaning

attributed to them in the interpretation section of the Labour Relations Act,

R.S.O. 1970.

2.06 All correspondence between the parties arising out of this Agreement or

incidental thereto shall pass to and from the Executive Director and a

designated, authorized member of the Union and the Local Regional Office.

2.07 Temporary employees hired for periods of less than thirty (30) days duration

shall not be subject to the terms of this Agreement.

ARTICLE 3 - MANAGEMENT RIGHTS

3.01 The Union acknowledges and recognizes that the Management of the

Employer and the direction of the working force are fixed exclusively with

the Employer and shall remain solely with the Employer except as

specifically limited by an express provision of this Agreement. Without

restricting the generality of the foregoing, the Union acknowledges that it is

the exclusive function of the Employer to:

(a) maintain order, discipline and efficiency;

(b) hire, assign, retire, discharge, direct, promote, classify, transfer, lay off, recall and suspend or otherwise discipline employees provided that a claim of discharge or discipline without just cause by an employee who has completed her probationary period may be the subject of a grievance and dealt with as hereinafter provided;


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(c) determine in the interest of efficient operation and highest standard of service, classifications, hours of work, work assignments, methods of doing the work and the working establishment for any service;

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

(e) make and enforce and alter from time to time, reasonable rules and regulations and policies and practices to be observed by all employees.

(f) Determine the location and the extent of the operations and their designation, commitment, expansion, revision, curtailment, or discontinuance.

3.02 The Employer shall exercise its rights under this Agreement fairly and

reasonably in good faith and without discrimination and in a manner

consistent with the provisions of this Collective Agreement.

ARTICLE 4 - CHECK-OFF OF UNION DUES

4.01 The Employer agrees to deduct from the pay of each employee, from the

first day of employment, who is covered by this agreement once a month a

sum equal to the regular monthly dues of the Union and to remit such

deductions to the Secretary-Treasurer of the Union, at its Head Office, 100

Lesmill Road, North York, Ontario, M38 3P8, not later than the fifteenth

(15th) day of the month following, accompanied by a list of names of all

employees from whose pay the deductions have been made. Upon the

mailing of the dues, the Union agrees to save the Employer harmless from

all and any claims which may arise as a result of such deductions and

payment.

4.02 The compulsory check-off of dues shall continue during the lifetime of this

Agreement or renewal thereof, and shall be continued throughout any

period during which the parties are engaged in negotiations with a view to


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making a new Agreement, and it shall apply to all employees in the

bargaining unit.

The Employer will share the cost of printing and present a copy of this

Agreement to all new employees who are eligible for membership in the

bargaining unit.

4.03 The Employer agrees to include the annual total of dues deducted on each

employee's T-4 slip.

ARTICLE 5 - EMPLOYEE REPRESENTATION

5.01 Employee Representatives

The Union will keep the Employer informed of its executive body and

committees and local regional representation.

5.02 For purposes of this Article, the name and position of each committee

member, from time to time selected, shall be given to the Employer in

writing.

5.03 No individual member or group of members shall undertake to represent the

Union at meetings with the Employer without the authorization of the

properly elected local representative. The Union shall have the right to the

assistance of OPSEU representatives at all times, provided the Union has

first notified the Employer, and the representatives shall be given

reasonable access to the Employer's premises to assist the members.

5.04 Grievance Committee

The Employer acknowledges the right of the Union to appoint or otherwise

select a Committee otherwise known as the Union Grievance Committee,

which shall be composed of not more than one (1) steward for Day


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Supports, one (1) steward for Community Support, one (1) steward for

Residential, and one (1) part-time steward. The Employer will recognize

members of said Committee on any matter properly arising out of this

Agreement, and the said Committee will co-operate with the Employer in

the administration of this Agreement.

5.05 The stewards or committee members will not suffer any loss in regular pay

or benefits for time spent in carrying out the duties properly arising out of

the provisions of this Agreement. A steward must be an employee who has

passed the probationary period. The Union shall inform the Employer in

writing of the names of the Stewards and of any subsequent changes in the

names of the Stewards. The Employer will not be required to recognize any

Employee as a Steward until such notification from the Union has been

received.

5.06 The Union undertakes to secure from its officers, stewards and members

their co-operation with the Employer and with all persons representing the

Employer in a supervisory capacity.

5.07 Leave-of-absence without pay but no loss of credits shall be granted to

Union stewards when required to attend arbitration hearings.

5.08 Negotiating Committee

The Employer acknowledges the right of the employees to select a

negotiating committee of up to three (3) representatives and will recognize

said committee and Ontario Public Service Employees Union

representatives for contract negotiating purposes. Negotiating Committee

members shall suffer no loss of salary by virtue of their participation in direct

negotiations with the Association up to and including the conciliation

process.


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5.09 Labour Management Committee

5.10

Where the parties mutually agree that there are matters that would be

beneficial if discussed at a Labour Management Committee Meeting during

the term of this Agreement, the following shall apply: an equal number of

representatives of each party as mutually agreed shall meet at a time and

place mutually satisfactory. A request for a meeting hereunder will be made

in writing at least fourteen (14) days prior to the date proposed and

accompanied by an agenda of matters proposed to be discussed.

Notwithstanding the above Labour Management Committee meetings will

be held no less than quarterly. This time spent by employees at Labour

Management Committee meetings shall be considered as work time and

compensated as such.

The Labour Management Committee shall not have any power to alter the

Collective Agreement or to make any arrangement inconsistent with the

agreement.

The OPSEU Staff representative may attend Labour Management

Committee meetings with the agreement of the Employer.

(a) Leave for Union Activities

The Employer, on receiving one (1) week's notice in writing from the Union, will grant leave of absence without pay to not more than two (2) employees at any one (1) time to attend union conventions or conferences. Such leave inclusively shall not exceed an accumulated total of twenty (20) days per year (may be taken as partial days) and shall be permitted only if the operations of the Employer permit.

(b) Leave for Executive Board Members: Full Time Position When an employee is elected or appointed to a full-time position with OPSEU, the Employer shall grant a leave of absence without pay and continuation of benefit coverage paid by OPSEU and without loss of seniority for the durations of such leave. At the end of the


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assignment, the employee shall, upon two (2) weeks' notice be returned to the position held immediately prior to the commencement of the leave or to a comparable position with no decrease in pay should the original position be eliminated.

(c) Leave of absence with no loss of pay and with no loss of credits shall be granted to an employee elected as an Executive Board Member, President or First Vice-president of the Union. The Union will reimburse the Employer for the salary and benefits paid to the employee.

5.11 During an employee's probationary period the Employer shall allow the

Union Steward to meet with a new employee for up to fifteen (15) minutes in

order to acquaint such employee with the Union. The Union Steward will be

on paid time but will not be subject to any premium payment.

ARTICLE 6 - GRIEVANCE PROCEDURE

6.01 The parties to this Agreement are agreed that it is of the utmost importance

to adjust complaints and grievances as quickly as possible.

6.02 Stage #1

An employee who believes he/she has a complaint shall first discuss the

complaint with the Executive Director within fourteen (14) calendar days of

first becoming aware of the complaint. An employee who makes a

complaint under this Article may be accompanied and represented by a

Union representative at the time of the discussion of the complaint, at each

stage of the grievance procedure, and in the course of any investigation

established by the Employer. In the event that the Executive Director is not

available, the employee will discuss the complaint with another manager

who is available.

If the complaint cannot be satisfactorily resolved between the parties within

fourteen (14) calendar days of the discussion, the Employer shall advise the


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Union in writing.

6.03 Stage #2

If the grievance is not resolved under Stage #1, the employee may submit

the grievance in writing to the Executive Director (or designee) within ten

(10) calendar days of the date that he/she received the decision or in the

event that the Employer did not render a decision under Stage #1.

The Executive Director (or designee) shall hold a Stage #2 meeting within

ten (10) calendar days of the receipt of the grievance with the grievor and

their union representative. The Employer shall then notify the grievor and

the Union of their decision in writing within five (5) calendar days of the

Stage #2 meeting.

If the grievor is not satisfied with the decision rendered by the Employer, or

if the grievor does not receive a decision within the specified timeframe, the

grievance may be referred to arbitration as hereinafter provided at any time

within the following ten (10) calendar days.

6.04 If at any step of the grievance procedure the grievance has not been

processed by the Employer within the time limit as prescribed, the

grievance shall automatically be advanced to the next step.

6.05 Time limits set forth herein are mandatory and not directory and failure of

an employee to follow the procedures laid down in this Article shall result in

forfeiture of all rights to the grievance procedure. The time limits fixed in this

Article may be extended by mutual consent of both parties to this

Agreement provided that there shall be no obligation on either party to so

consent.


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6.06 Where it appears that two (2) or more employees have the same grievance,

the Union shall process the grievances as one (1) grievance subject to all

applicable provisions under the grievance procedure.

ARTICLE 7 - DISCHARGES AND GRIEVANCES

7.01 In the event of an employee who has completed the probationary period

being discharged from employment, and the employee feeling that an

injustice has been done, the employee may file a grievance in writing with

the Manager at any time within five (5) working days after the employee is

notified of the discharge. The grievance will then be dealt with at Step No. 2

of the grievance procedure.

ARTICLE 8- POLICY GRIEVANCE

8.01 Should any difference arise between the Employer and the Union as to the

interpretation or alleged violation of the provisions of this Agreement

affecting the Union as such, or the employees as a whole, both the Union

and the Employer shall have the right to file a grievance beginning at Step

No. 2 of the grievance procedure as outlined in Section 6.03.

ARTICLE 9 - ARBITRATION

9.01 Where a difference arises between the parties relating to the interpretation,

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

whether a matter is arbitrable, or where an allegation is made that this

Agreement has been violated, either of the parties may, after exhausting

any grievance procedure established by this Agreement, notify the other

party in writing within seven (7) working days of its desire to submit the

difference or allegation to arbitration and the notice shall contain the name

of the first party's appointee to an Arbitration Board. The recipient of the

notice shall, within five (5) working days, inform the other party of the name


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of its appointee to the Arbitration Board. The two (2) appointees so selected

shall, within five (5) working days of the appointment of the second of them,

appoint a third person who shall be the Chairman. If the recipient of the

notice fails to appoint an arbitrator, or the two (2) appointees fail to agree

upon a chairman within the time limits, the appointment shall be made by

the Minister of Labour, upon the request of either party. The Arbitration

Board shall hear and determine the difference or allegation and shall issue

a decision and the decision of the Arbitration Board shall be final and

binding upon the parties and upon any employee affected by it.

Each of the parties hereto shall jointly bear the expenses of the third party,

and any cost of the place of hearing of such arbitration if and when the

necessity arises.

9.02 The Board of Arbitration shall not have any power to alter, modify or change

any of the provisions of this Agreement, or to substitute any new provisions

or any existing provisions, nor to give decisions inconsistent with the terms

and provisions of this Agreement.

9.03 Single Arbitrator

Notwithstanding the foregoing provisions of this Article, the parties hereto

may in substitution for the above procedure agree in writing to appoint one

( 1) arbitrator satisfactory to both parties, in which case, such arbitrator shall

have the same jurisdiction, power and authority as has been given to the

Arbitration Board by the foregoing terms of this Article.

ARTICLE 10 - BULLETIN BOARD

10.01 The Union shall have the privilege of posting Union notices on bulletin

board spaces provided and assigned by the Employer after first securing

approval from the Employer for the posting of each notice.


ARTICLE 11 - POSTING AND FILLING OF VACANCIES OR NEW POSITIONS

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11.01 A notice of any vacant or newly created position within the bargaining unit

shall be posted on the bulletin boards for a period of ten (10) working days

and shall indicate the number of employees required, the location of, title, a

complete description of qualifications and salary range of the position. Only

employees who apply in writing, by email or facsimile will be considered for

the vacant job classification. Each applicant will be informed of the outcome

of the job posting in writing upon request.

11.02 It is agreed and understood that the Employer shall fill all job vacancies

from within the bargaining unit before hiring from outside providing

bargaining unit employees have made application in writing and have the

necessary qualifications to fill the vacant job classification.

Applications shall be considered upon the following factors:

(a) skills, ability and competence;

(b) the ability to relate to the person supported group;

(c) seniority.

Where the qualifications in factors (a) and (b) are relatively equal, seniority

shall govern.

11.03 In matters of promotion and staff transfer, a successful bargaining unit

applicant shall be allowed a trial period of up to 60 calendar 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. Should the employee return or be returned to his/her former job,


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the filling of subsequent vacancies will be reversed.

11.04 The Employer may assign an employee to a temporary vacancy and the job

posting provisions in this Article will not apply. Such vacancies shall not

exceed sixty (60) days in duration. Preferential consideration shall be given

to the most senior qualified employee when filling temporary vacancies.

ARTICLE 12 - SENIORITY

12.01 Seniority shall mean, length of co~tinuous service with the Employer in a

position covered by this Agreement. For full time employees, the probation

period shall be a period of six (6) months. For part"-time employees, the

probation period shall be nine hundred (900) hours worked. Seniority shall

be established upon successful completion of the probationary period, and

shall be effective from the date of employment in a position covered by this

Agreement. An employee shall be deemed to be in continuous service of

the Employer in the following circumstances only:

(a) when actually at work for the Employer;

(b) when absent due to an approved leave of absence;

(c) when absent on approved vacation or on paid holiday;

(d) when absent due to illness;

(e) when on a leave of absence granted for educational purposes;

(f) when on pregnancy, parental or family medical leave.

During the probationary period, neither party shall be required to give more

than seven (7) days' notice prior to termination of employment.

12.02 Seniority shall terminate and an employee shall cease to be employed by the

Employer when he:


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(a) voluntarily quits her employment;

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

(c) is off the payroll for a continuous period of six (6) months for reasons other than illness or injury;

(d) is absent without leave for two (2) day during which time she has not contacted the Employer directly when she has had an opportunity to do so. It is the responsibility of the employee to provide an explanation to the Employer;

(e) utilizes a leave of absence for the purpose other than which it was granted;

(f) fails to report to work within seven (7) days after issuance of notice of recall by registered mail to her last address on record with the Employer.

(g) is absent after the expiry of accumulated sick leave if he/she is unable to return to work due to incapacity from illness or injury for a period exceeding two years.

(h) retires.

(i) refuses five (5) consecutive offered shifts in a period of ten (10) or more

days.

12.03 A separate seniority list shall be established for full and part-time employees.

Full time employees shall accumulate seniority on the basis of years (and

percentage thereof) of employment since last date of hire. Part time

employees shall accumulate seniority on the basis of hours worked since last

date of hire. Where an employee moves from full time status to part time

status or vice versa, the employee shall retain the accumulated seniority and

service attained at the date of transfer and accumulate future seniority and

service in accordance with the new status. One year of seniority shall equals

1800 hours.

Such seniority lists shall be updated annually and posted on the bulletin board


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described in Article 11. A copy shall be supplied to the Union at the same time.

12.04 It shall be the responsibility of the Employee to keep the Employer informed of

her current address. If any employee fails to do this, the only redress will be

that the Employer will not be responsible for the failure of a notice to reach the

Employee.

12.05 Employees working in positions outside the bargaining unit shall retain their

accrued seniority for a period not to exceed one (1) month from the date of

working outside the bargaining unit. Following the expiry of the preceding

limits, the Employee's name shall be considered deleted from the seniority list.

ARTICLE 13 - PROGRAMME FOCUS CHANGES

13.01 In the event an employee requires training to perform a job which is to be

altered due to program or technological changes, the Employer agrees to

allow the employee up to three (3) months for the purpose of retraining

providing that:

(a) the employee has completed the probationary period under Article 12.01;

(b) the job is located within their own work unit, i.e., Day Supports, Residential, or Community Support.

(c) leave, if necessary, will be granted with pay up to four (4) weeks.

During the period of training, the position may be filled by temporary staff.

13.02 Employees qualifying under 13.01 will be given first opportunity to apply for

any new position, and if successful will be appointed to the new position for a

three (3) month trial period.


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ARTICLE 14- LAY-OFF AND RECALL

14.01 Where a layoff may occur by reason of shortage of work or funds or the

abolition of a position or other material change in organization, the

identification of a surplus employee and the subsequent assignment,

displacement or layoff shall be in accordance by seniority subject to the

conditions set out in this Article. Layoff shall be defined as a reduction in hours

of a permanent or long term nature.

14.02 In the event of a proposed layoff, the Agency shall:

(a) provide the union with no less than sixty (60) calendar days notice of

such layoff, and

(b) meet with the Union through the Labour Management Committee to

review the following:

(i) the reason causing the layoff;

(ii) the direction the Agency will undertake after the layoff;

(iii) the method of implementation including the areas of cutback and

employees to be laid off;

(iv) ways in which the Agency and Union can assist employees to

find alternative employment.

14.03 Any agreement between the Agency and the Union resulting from the above

review concerning the method of implementation will take precedence over

other terms of layoff in this Agreement.

14.04 In the event of a layoff, the Agency shall lay off employees in the reverse order

of their seniority within their classification providing that those employees who

remain on the job have the qualifications and abilities to perform the work.

14.05 An Employee who is subject to layoff shall have the right to either:

(a) accept the layoff and be placed on a recall list for eighteen (18)


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months; or

(b) displace an employee who has lesser bargaining unit seniority and who is the least senior employee in a lower or identical paying classification if the employee originally subject to layoff can perform the duties of the lower or identical classification without training other than orientation. Such employee so displaced shall be laid off subject to his/her right under this Article.

(c) failing displacement under (a) or (b) the Employer will review the positions in descending order until a position is found in which the employee with the least seniority in the position has less seniority than the surplus employee. In that event such employee will be displaced by the surplus employee provided he/she is qualified to perform the duties.

(d) a full-time employee subject to layoff may displace a regular part-time employee with lesser seniority in the bargaining unit provided he/she is qualified to perform the work of the position.

(e) a part-time employee about to be laid off, or has been displaced under (d) above may:

(i) accept the lay-off and be placed on a recall list for a period of eighteen (18) months;

(ii) displace the part-time employee in the bargaining unit with the least seniority provided she/he is qualified to perform the work of the position, or

(iii) accept casual shifts and retain recall rights for a period of eighteen (18) months.

14.06 An employee who displaces an employee in a lower paying classification will

be placed on the salary grid of the lower classification consistent with the level

she/he would have achieved in the lower classification based on his/her

service and experience.

14.07 The employee must indicate in writing to the Executive Director his/her

intention to displace another employee as soon as possible but not later than

two (2) weeks after his/her notice of layoff. If she/he does not indicate his/her


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intent to displace another employee within this period, she/he shall be deemed

to have opted to be laid off.

14.08 An employee who is subject to be laid off shall be entitled to Termination

Payments based on their entitlements under the Employment Standards Act.

14.09 An employee who, prior to release, has completed their probationary period

and has not accepted any termination payment, shall have opportunity of

recall from a layoff to an available opening in order of seniority, provided

she/he has the qualifications and abilities to perform the work. The job posting

and filling of vacancies procedures in the collective agreement shall not apply

until the recall process has been completed over a period of eighteen (18)

months.

14.10 An employee recalled to work in a different classification from which she/he

was laid off, or an employee who has displaced an employee in a lower

classification shall be entitled to return to the position she/he held prior to the

layoff should it become vacant within eighteen (18) months of the layoff,

provided she/he remains qualified to perform the duties of his/her former

position.

14.11 No new employees shall be hired into the bargaining unit until all those laid off

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

accordance with the loss of seniority provision, or have been found unable to

perform the work available.

14.12 The Employer shall notify the employee of recall opportunities by registered

mail. The notification shall state the job to which the employee is eligible to be

recalled and the date and time at which the employee shall report for work.

The employee is solely responsible for his/her proper address being on record


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with the Agency and shall make his/her intentions known to the Employer

within seven (7) days after receiving such notice.

14.13 A person shall lose recall rights when she/he does not attend a placement

interview by the Employer, or does not accept the appointment, or fails to

report for duty after being appointed.

14.14 An employee who is recalled to a position shall be credited with the seniority

she/he had at the time of layoff.

14.15 Where an employee is recalled to a position which is not the same as she/he

held prior to the layoff, she/he shall receive the salary range applicable to the

new position commensurate with his/her qualifications and experience

including length of continuous service.

ARTICLE 15 - SICK LEAVE

15.01 All full time employees covered by this Agreement shall be eligible for a credit

of one and one-half (1 %) days of actual at-work service with the Employer for

every month of employment. Such credits are to be cumulative but are not to

exceed ninety (90) days. No cash payment of sick leave credits shall be made

upon the ending of the employment relationship.

All part time employees covered by this agreement who have completed five

(5) years of continuous service and who have worked an average of twenty

(20) hours per week in the previous year prior to their sixth (61h) anniversary

shall be eligible to accumulate sick leave credits at the rate of six (6) hours per

month for months that they are actively at work, so long as they continue to

work an average of twenty (20) hours per week. Such credits can accumulate

to a maximum of one hundred (100) hours.


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Sick leave means a period of time that an employee is absent from work due

to illness or injury for which compensation is not payable under the Workplace

Safety and Insurance Act.

15.02 Where an employee is absent as a result of an accident while at work for this

Employer, or illness inherent to occupation and as a result is receiving

Workers' Compensation, she shall be entitled to receive the difference

between her regular pay and the Board's award, if unused sick credits are

available.

15.03 If an employee on authorized vacation or on leave-of-absence is unable to

return to employment when scheduled to do so because of illness or injury,

such employee will be entitled to use any accumulated and unused sick leave

standing to her credit.

15.04 If an employee is laid off for whatever reason and returns to work, she shall

not receive sick leave credit for the period of such absence. The number of

days an employee is absent on account of illness or accident shall be

deducted from the employee's sick leave credits.

15.05 Proof of illness shall be established by submission of a medical certificate on

any absence of three (3) days or more duration, and at any time if the

Employer has any doubt that the employee is ill, the Employer may require

proof of sickness by a medical certificate for any such absence. The Employer

will reimburse the employee for the required medical certificate to a maximum

of twenty-five dollars.

The Employer may require a medical examination to be performed for the

purposes of determining that employees are capable of performing the duties

and responsibilities of their assigned jobs. Such examinations will be on paid

time and the cost of such exam to be borne by the Employer.


20

15.06 A record of all unused sick leave will be kept by the Employer. All employees

are to be advised once a year, by March 31st, of the amount of sick leave

accrued to their credit as of the previous year end.

ARTICLE 16 - EMPLOYEE BENEFITS

16.01 Insured Benefits

16.02

a) The amount of and eligibility for benefits referred to in this article is subject to the terms and conditions of the policy or policies of insurance providing such benefits.

b) A summary of the Insured Benefits presently provided shall be made available to all employees. In the event that the Employer decides to change insurance carriers the Union will be notified. It is agreed that when such change of carrier takes place the benefits provided will not be less than those benefits provided by the previous carrier and the prevailing collective agreement.

c) The Employer shall pay seventy (70) percent of the premiums necessary to maintain the Insured Benefits. The Employee shall pay for thirty (30) percent of the premiums for Vision and Major Medical and one hundred (100) percent of the premiums for Basic Life, AD&D, Dependent Life and Optional Life.

(a)

An Employee Assistance Program will be offered for both full-time and part time employees. The Employer shall pay seventy (70) percent of the premiums, and the Employee shall pay thirty (30) percent.

The Employer agrees to contribute one hundred percent (100%) of the cost of the premium costs of the Association Dental Plan.

(b) Vision Care - Four hundred dollars ($400) per person per two (2) year period for prescription eyeglasses or contact lenses and the cost of an eye exam.

16.03 PART B: Collective Agreement Language

1. The provisions of this Part B shall be deemed to form part of every collective agreement between the Employer and OPSEU ("the


21

Collective Agreement(s)") covering eligible employees as described in section 2 of the Agreement to Participate in the OPSEU Joint Trusteed Benefit Fund ("the Trust") ("the Agreement to Participate"). If there is any conflict between any provision of this Part B and any term of the Collective Agreement, this Part B shall govern.

2. In addition, Schedule "A" to the Agreement to Participate, as contemplated by section 7 of the Agreement to Participate, shall also be deemed to be part of the Collective Agreement(s) between the Employer and OPSEU. The provisions of this Part Band Schedule "A" are enforceable pursuant to the grievance and arbitration procedures set out in the Collective Agreement(s), however, any disputes regarding entitlement to benefits shall be processed in accordance with the Dispute Resolution Procedure in the Financial Agreement between the Trustees of the OPSEU Joint Trusteed Benefit Fund ("the Trustees") and the Insurer.

3. The Employer shall provide the benefits described at Schedule "A" through the Trust to the employees of the Employer in bargaining unit(s) represented by OPSEU and to such other employees as are described in section 2 of the Agreement to Participate. The Employer and OPSEU agree that Schedule "A" is subject to the standard contractual terms and conditions and administrative terms set out in the Insurance Policy held by the Trustees.

4. The Employer shall pay or deduct and remit premiums in the amounts and manner required by the Trustees pursuant to the Agreement to Participate.

5. In the event that an Employer does not make premium payments or remittances as and when required by the Trustees, the Employer shall be liable for interest on late or outstanding payments at 10% or such other rate as may be prescribed by the Trustees. The Trust Agreement creates obligations for Employers, which the Employer and OPSEU hereby agree are enforceable under the Collective Agreements. These obligations include the obligations to:

(a) pay late payment charges for interest, liquidated damages and reasonable legal and collection costs; and

(b) post deposits, advance payments or surety bonds with the Trust.

6. Moreover, the Trust may also suspend or terminate coverage for the Employer's eligible employees in the event that the Employer fails to make premium payments or remittances as and when required by the Trustees, in which case the Employer will be directly responsible to its


22

employees for the provision of benefits.

7. Notwithstanding that the benefit plan sponsored by the Trust may be a multi-employer benefit plan for the purposes of the Workplace Safety and Insurance Act, 1997, S.O. 1997, c. 16, the Employer and OPSEU agree that the Employer shall, pursuant to the Collective Agreement(s), pay premiums for eligible employees and their dependants throughout the first year after an injury to an eligible employee. For purposes of this section, the term "injury" has the same definition as in the Workplace Safety and Insurance Act, 1997, supra.

8. The Employer shall permit the Trustees or their designate to attend at the Employer's premises to conduct an audit of the Employer's employment records for the purpose of verifying the calculation and determination of premium payments to the Trust.

DATED this \\~ dayof __ Ol_~_V ____ , 2o•i_.

FOR THE EMPLOYER: ~

Per: ~e~ignat~re) FOR OPSEU LOCAL 'f 1./9 :

Warren (Smokey) Thomas, President, OPSEU:

(Print Name)

(Print Name)

16.04 A part-time employee shall receive in lieu of fringe benefits (being those

benefits to an employee, paid in whole or in part by the Employer, as part of

direct compensation or otherwise, save and except salary, vacation pay, sick

leave, standby pay, call back pay, reporting pay, responsibility pay, jury and

witness duty, and bereavement pay) at an amount equal to seven point five


23

(7.5%) percent of his/her regular straight time hourly rate for all straight time

hours paid.

16.05 Upon retirement, an employee shall be entitled to two (2) days pay per year of

service, to a maximum of twenty (20) days pay.

ARTICLE 17 - LEAVE OF ABSENCE

17.01 All requests for leaves of absence other than for bereavement leave,

compassionate leave or illness, shall be made in writing, setting out the

reasons for the request and submitted to the Manager for approval not later

than seven (7) days prior to the requested date of leave. The Employer may

grant such a leave for a period not to exceed six (6) months which shall be

determined by management and employee based on the nature of the

request.

17.02 Bereavement Leave

An employee shall be granted bereavement leave of absence with pay and

without loss of seniority to a maximum of five (5) working days in order to

attend the funeral of the employee's mother, father, step parent, spouse,

common law spouse, son, daughter, step child, provided that such employee

was scheduled to be at work on any such day.

An employee shall be granted bereavement leave of absence with pay and

without loss of seniority to a maximum of three (3) working days in order to

attend the funeral of a sister, brother, mother-in-law, father-in-law,

grandmother, grandfather, sister-in-law, brother-in-law, grandchild, daughter

in-law, son-in-law, aunt or uncle provided that such employee was scheduled

to be at work on such days. Employees shall be granted one (1) day of

bereavement leave in other cases of genuine bereavement.


24

During the employee's actual vacation, should she become eligible for

bereavement leave as covered in this Article, she shall be entitled to an equal

additional number of vacation days to equal the days lost for such

bereavement leave in accordance with this Article providing the employee

attends the funeral.

Compassionate leave shall be granted to employees at the discretion of the

Employer.

17.03 Jury Duty-Witness Duty

The Employer shall pay a full time employee who is required to serve as a

juror or court witness the difference between his normal earnings and the

payment he receives for jury service or court witness. The Employer shall pay

a part-time employee who is required to serve as a juror or court witness the

difference between his normal earnings for any scheduled hours and the

payment he receives for jury service or court witness. The employee will

present proof of service and the amount of pay received.

17.04 Educational Leave

Upon request of an employee, the Employer may, at her discretion, grant up to

thirty (30) days per year without loss of pay and without loss of credits for

approved educational purposes.

17. 05 Stress Leave

Upon the request of an employee, her supervisor may at their discretion, grant

up to three (3) days per year of Stress Leave, with pay, such leave to be

charged to the employee's accumulated sick leave credits.

17.06 Personal Paid Leave

Full time employees shall be granted 35.5 (35.5) hours paid personal leave


25

each calendar year. Part time employees that average twenty (20) hours a

week in the previous year's payroll periods either #1 - #13 or #14 - #26 shall

be granted fourteen (14) hours paid personal leave in the current payroll year.

New employees averaging twenty (20) hours a week after their first thirteen

(13) pay periods are eligible for fourteen (14) hours paid personal leave.

Requests for personal leave shall be in blocks of at least three (3) hours in

length. Employees shall provide five (5) days' notice to access personal paid

leave. Requests with less than five (5) days' notice may be granted at the sole

discretion of the Employer.

17.07 When an employee is unable to work due to actions taken by the Employer

they shall be paid for scheduled hours.

ARTICLE 18- PREGNANCY. PARENTAL OR FAMILY MEDICAL LEAVE

18.01 Employees shall be eligible for pregnancy, parental, or family medical leave in

accordance with the current Employment Standards Act.

ARTICLE 19 -VACATIONS

19.01 A full time employee shall earn vacation credits, subject to Article 19.02, at the

following rates:

(a) One and one quarter (1 1/4) days per month during the first two (2) years of continuous service;

(b) One and two-thirds (1 2/3) days per month after two (2) years of continuous service;

(c) Two and one-twelfth (2 1/12) days per month after six (6) years of continuous service;

(d) Two and one half (2 1/2) days per month after ten (10) years of continuous service.


26

19.02 A full time employee is entitled to vacation credits under section 19.01 in

respect of a month or part thereof in which he/she is at work or on leave with

pay.

19.03 A full time employee is not entitled to vacation credits under section 19.01 in

respect of a whole month in which he/she is absent from duty for any reason

other than vacation, leave-of-absence or leave-of-absence with pay,

pregnancy, parental or family medical leave or leave under the Workplace

Safety and Insurance Act.

19.04 All Full Time employees shall accrue vacation credits on a monthly basis as

per the levels indicated in Article 19.01.

19.05 An employee may be entitled to receive her vacation in an unbroken period of

two (2) weeks at any one time. Employees may request an extended vacation

of more than two (2) weeks and such request shall not be unreasonably

withheld. Vacation shall be scheduled at a mutually agreeable time.

19.06 Unless otherwise agreed, vacation shall be taken in the twelve (12) month

period of the fiscal year (April 1s1-March 31s1). If an employee's vacation bank

has not been exhausted by March 31st, the employee may carry over up to six

(6) months vacation accrual at the level that they are entitled to.

Notwithstanding the above, the employee may carry over more than six (6)

months accrual upon approval by the Executive Director under special

circumstances.

19.07 For the purpose of vacation requests, the fiscal year shall be divided into two

(2) six (6) month periods as follows:

1) April 1st - September 30th


27

2) October 1st - March 31st.

For all employees, selection of vacation periods shall be on the basis of

seniority(by department or program), provided that such senior employee has

submitted his/her vacation request in writing prior to February 1st for the first

vacation period listed above, and August 1st for the second vacation period

listed above.

In the case where February 1st or August 1st falls on a holiday or weekend,

the vacation request must be submitted by the first business day following

February 1st or August 1st.

Vacation requests that are submitted by the above deadlines will be

responded to by February 15th and August 15th.

Vacation requests that are submitted after the deadline for the above vacation

periods will be granted on a "first come, first served" basis.

Additional vacation requests that fall under the "first come, first served" basis,

will be responded to within ten (10) calendar days from the date of the

vacation request.

19.08 When a paid holiday, as defined in this Agreement, falls within an employee's

vacation period, an extra day shall be added to the employee's vacation or

may be taken as time off at some other mutually agreed time.

19.09 Should an employee become seriously incapacitated by illness or accident

while on vacation, and such illness or accident lasts longer than two (2)

consecutive days such that the employee is unable to continue her vacation,

such period of disability in excess of two (2) consecutive days will not be


28

considered vacation but shall be considered sick leave and paid accordingly, if

the employee produces a medical practitioner's certificate to establish the

period and extent of illness incapacity or disability prior to the expiration of the

scheduled vacation period.

19.10 Employees may, upon giving at least ten (10) working days' notice, receive on

the last office pay day preceding commencement of their annual vacation, any

vacation pay entitlement which may fall due during the period of their vacation.

19.11 The parties agree that any issues arising out of the transfer of the current

system of vacation entitlement to the new accrual system may be arbitrated

under the Grievance and Arbitration articles of the Collective Agreement.

For Part time Employees

19.12 Vacation payment based on total time worked will be made to each

employee excluding overtime :

a) Four percent (4%) during the first two (2) years of continuous service.

b) Employees who have completed three (3) years of continuous service shall receive six percent (6%) vacation pay.

c) Employees who have completed ten (10) years of continuous service shall receive eight percent (8%) vacation pay.

19.13 A record of all unused vacation will be kept by the Employer. All

employees are to be advised once a year, by March 31 51 of the amount of

vacation accrued to their credit as of the previous year's end.

19.14 Upon conversion to full time by a part time employee or vice versa

employees shall be credited with service for the purpose of vacation

entitlement on the basis of one year equalling eighteen hundred hours.


29

ARTICLE 20 - HOLIDAYS

20.01 All employees shall be granted the following paid holidays without loss of their

regular or straight-time rate of pay for that day:

1. New Year's Day 2. Good Friday 3. Easter Monday 4. Victoria Day 5. Canada (Dominion Day) 6. Civic Holiday 7. Labour Day 8. Thanksgiving Day 9. Remembrance Day 10. Christmas Day 11. Boxing Day 12. Family Day

20.02 When any of the above holidays, (Article 20.01), fall or are observed by the

Employer on an employee's regularly scheduled day off, an additional day off

in lieu thereof will be scheduled.

20.03 Employees scheduled to work on any of the above holidays shall receive time

and one-half (1 ~) of the employee's regular hourly rate plus a day off with pay

in lieu thereof.

20.04 Full time employees and part time employees who work an average of twenty

(20) hours a week shall receive one (1) floating holiday, which shall be taken

during the calendar year at a time mutually agreeable to the employee and the

Employer. Employees who make a request to take a floating holiday will

receive a reply to such request within seven (7) days.

ARTICLE 21 - HOURS OF WORK

21.01 The following paragraph is intended to define the normal hours of work, and


30

shall not be construed as a guarantee of hours of work per day, or per week,

or days of work per week:

The normal work week for all full time employees shall be thirty-five and one

half (35%) hours per week, and shall be a variable schedule as may

reasonably be accommodated by the services provided, and if arrangements

cannot be mutually agreed upon, the schedule shall be as determined by the

Employer. The said thirty-five and one-half (35%) hours per week shall include

a one-half (%) hour paid lunch period per day. The parties agree that there

are some employees who regularly work a weekly schedule other than thirty

five and one-half (35%) hours per week.

Full time employees shall be those employees who work more than twenty

(29) hours per week. Part-time employees shall be those employees who

work twenty-nine (29) or less hours per week.

21.02 For part time employees the normal hours of work shall be at least a five (5)

hour shift for base funded positions. In the case of special government

funded positions (i.e. Passport or like funding) the length of shift will be at

least three (3) hours in length. Positions/shifts that are financed by special

government funding, that are currently in effect and are more than three (3)

hours in duration shall remain in effect for the existing budgeted allocation of

those funds. In the event that the special government funding is increased

during the fiscal year for a family who currently obtains support from

Community Living Lennox and Addington, those additional funds will be

considered as new special government funding and will fall within the new

minimum shift length of three (3) hours. The parties agree that any hours

worked that are considered to be "special government funded positions"

shall not be counted toward the 29 hour threshold that defines a part time

employee. The combined total of regular agency shift hours and "special

government funded shift hours" shall not exceed the ESA Overtime


threshold forty-four (44) hours.

Reporting Pay

Employees that report to work shall receive at least three (3) hours of work

or pay in lieu of work.

21.03 It is the intent of the parties that there be no split shifts.

21.04 Rest Between Change of Shifts

31

Failure to provide at least sixteen (16) hours rest between shifts which are

being changed shall result in payment of overtime at established rates for any

hours worked during such normal rest period excepting for group home

employees where there shall be a minimum of eleven (11) hours rest between

shifts, or less under exceptional circumstances, where there is a mutual

agreement between employee and employer.

21.05 Travel Time

Employees will be on work time when travelling to and from locations other

than their normal work site.

21.06 SUMMER HOURS

Where no more than two (2) full time employees excluding residential, refuse

to accept this summer schedule the Employer shall close on Fridays for a ten

week period inclusive of July and August and either June or September as

applicable. Employees that have work that can continue on those Fridays may

continue to work. Employees that agree not to work on Friday during the

summer shall forgo two (2) hours of work a week and work an additional 3.5

hours during Monday to Thursday. For clarity, part time employees shall not

lose any hours due to summer hours.


32

ARTICLE 22 - OVERTIME/CALL IN/ON CALL

22.01 (a) For Full time Employees - Time and one-half (1 % times) the employees regular hourly rate of pay shall be paid for all overtime worked and approved by the Executive Director in excess of the regularly posted hours or time off in lieu at time and one-half (1 % times) shall be granted for all hours worked in excess of the regularly posted hours.

For part time employees overtime shall be paid at the rate of time and one half for all hours worked in excess of forty-four (44) hours a week.

(b) Overtime shall be paid within thirty (30) calendar days of its having been earned.

(c) Payment of overtime in "time off in lieu" shall be at the employee's option and shall be taken at a time mutually agreed upon between the employee and the employee's supervisor. Employees may bank "time off in lieu" up to a maximum of thirty (30) hours at any one time. Payment of overtime in "time off in lieu" shall be at the employee's option and shall be taken at a time mutually agreed upon between the employee and the employee's supervisor. Employees may bank "time of in lieu" up to a maximum of thirty (30) hours at any one time. In the event that an employee has more than thirty (30) hours in their bank, the Employer may at any time and at their discretion, pay out the employee for some or all of the hours above the thirty (30) hours.

22.02 The scheduling of hours and days of work of each employee shall be posted in

an appropriate place at least three (3) weeks in advance. The work schedule

of each department will hereinafter be referred to as the "work schedule". No

employee will be scheduled to work more than thirty-nine (39) hours in a seven

(7) day period.

A scheduled shift for a Part Time employee shall not be changed without

ninety-six (96) hours notice to the affected employee. In the event that a pre

scheduled shift is cancelled, the affected employee shall receive the first

opportunity for the next available call in shift.


33

22.03 Call-in

When an employee within the bargaining unit, having left the place of work

following the completion of the regular shift, is required to return to the place of

work for duty before the next regular shift, he/she shall be paid at double time

her regular straight hourly rate for each call to the nearest hour worked.

22.04 "On-call duty" means a period of time that is not a regular working period,

overtime period or call-in period, during which an employee is required to be

reasonably available for recall to work. On-call duty shall be approved prior to

the time the employee is required to be on call. Where an employee is

required to be on call, he/she shall receive two dollars ($2.00) per hour for all

hours such employee is assigned to on-call duty. In the event an employee is

required to be on-call on a statutory holiday, he/she shall receive three dollars

($3.00) per hour for all hours such employee is assigned to on-call duty. For

the duration of this Collective Agreement, the Employer agrees to suspend the

usage of front line workers for on-call support. These duties will be solely

tended to by Co-ordinators and/or Senior Co-ordinators.

22.05 With the Employers approval, which shall not be unreasonably denied,

employees may give on call shifts to other employees who are on the on call

schedule and who would rather work as long as all employees on the yearly on

call schedule work a minimum of two (2), but no greater than twelve (12) on

call rotations.

22.06 The Employer shall establish a rotation for part-time employees which

provide for a reasonably equal distribution of unscheduled shifts. Shifts shall

be assigned for part time employees on the basis of the following factors (in

descending order);

a) seniority on a rotational basis;

b) availability;


34

c) on the basis of the specific supported individual's needs;

d) specific skill or knowledge required.

22.06.1 Unscheduled single shifts shall be offered by seniority provided the employee

has the skill and ability to perform the work. The first unscheduled shift shall

be offered to the part-time employee with the most seniority, the next

unscheduled shift shall go to the employee with the second highest seniority.

This rotation continues until all part-time employees have been offered a shift

and then the rotation shall return to the most senior employee. A shift is

deemed to be offered when a call is placed. It is understood that the

Employer will not be required to offer shifts which would result in overtime

premium pay. In this circumstance, this will not be considered a shift offered.

22.06.2 Unscheduled blocks of shifts that become available will be offered to the

most senior part time employee every time a block of shifts becomes

available. A block of shifts is defined as at least 2 and no more than 5

consecutive shifts at the same location. In the event that the most senior

employee cannot accept the block of shifts that is being offered, the

Employer will offer the block of shifts to other employees in order of seniority.

22.07 Employees who are contacted by telephone or text message after hours

while not on call shall receive a one hour minimum payment for each call

received at time and one half. Payment may be at "time off in lieu" or paid in

wages and shall be at the employee's option and shall be taken at a time

mutually agreed upon between the employee and the employee's supervisor.

Employees may bank this "time off in lieu" up to a maximum of thirty (30)

hours at one time. Employees shall reduce their bank to thirty (30) hours by

February 28th of each year, or be paid by March 31st of each year. Failure to

take s~ch time within thirty (30) days following March 31st shall result in the

time being paid out at the rate at which it was earned (i.e. 1.5 x hourly rate for

each hour called).


35

ARTICLE 23 - OCCUPATIONAL CLASSIFICATIONS AND WAGE RATES

23.01 Occupational Classifications and Wage Rates are set out in Appendix "A",

which is attached hereto and forms part of this Agreement.

23.02 In the event that a new or changed occupational classification within the

Bargaining Unit is decided upon by the Employer as necessary to its

operation, then the work, the job title and the wage rate shall first be

determined and acted upon by the Employer for the purpose of assigning an

employee and proceeding with the task to be then performed. Thereafter, the

Employer shall immediately notify the Union by registered mail of the action

taken. If no formal protest is lodged in writing to the Employer by the Union

within two (2) weeks of the date of such notice having been received, the new

or changed occupational classification shall be deemed to have become a

modification of Appendix "A" of this Agreement. In the event a formal protest is

made by the Union, the parties shall arrange for a meeting for the purpose of

endeavouring to resolve any difference. If such difference between the parties

is not resolved by this means then the Employer's decision shall stand for the

purpose of continuing to have the work performed, and the dispute shall be

submitted to the Grievance Procedure at Step 3.

ARTICLE 24 - REIMBURSABLE EXPENSES

24.01 Kilometer rates paid to employees using their own cars on approved employer

business shall be fifty cents ($0.50) per kilometre, effective April 1, 2012; or

cab fare shall be paid where use of such is authorized by the appropriate

Supervisor. Employees are not required to use their own vehicle for the

business of the employer unless it was a condition of employment. Where an

employee uses their own vehicle, the employer will provide up to seventy-five

($75) to cover the cost or partial cost of such coverage provided cost of a rider


36

is produced.

24.02 The Employer shall pay to all employees that use their own cell phone in the

course of employment a yearly bonus of fifty dollars ($50.00), payable every

April 1st at the Employer's discretion, which shall not be unreasonably

exercised.

The Employer will reimburse SIL and Family Support employees for

personal cell phone use at the rate of fifty dollars ($50.00) per quarter of the

fiscal year.

24.03 Upon provision of receipts the Employer will reimburse employees insurance

deductible for up to three hundred fifty dollars ($350) damage to their personal

vehicle and up to three hundred and fifty dollars ($350) for damage to personal

property where such damage is incurred while carrying out their duties and

responsibilities in the course of their employment. Any damage or loss of

property shall be reported to the Executive Director or designate as soon as

possible.

24.04 The Employer shall pay for all required courses required by the Employer.

ARTICLE 25 - PERSONNEL FILES

25.01 An employee may request to examine her personnel file once yearly.

Upon request, an employee shall be granted consultation on programs being

conducted with persons supported of the Employer with either the immediate

supervisor, the program co-ordinator, the resident counsellor, or the workshop

instructor, and an employee who has completed the probationary period shall

have the right to review the current medical files of residents of the Employer

and persons supported of the Employer who are at any time the responsibility


37

of the employee who requests the review of the file.

25.02 Any letter of reprimand or suspension or other sanction shall be removed from

all files after an employee has been discipline free for two (2) years.

ARTICLE 26 - HEAL TH AND SAFETY

26.01 While recognizing the Employer's legal responsibility to ensure that service

needs are met, the Employer recognizes that the safety of its employees is of

primary importance. The Employer shall consult with the Joint Health and

Safety Committee in developing and establishing effective measures and

procedures for the health and safety of workers. The Employer shall comply

with all applicable federal, provincial and municipal health and safety

legislation and regulations, as may be amended from time to time.

26.02 Joint Health and Safety Committee

a) The employer and union agree to continue with the existing practice of having a Joint health and Safety Committee, as required and defined by the Occupational Health and Safety Act. That committee shall be comprised of at least three (3) representatives from the Union and three (3) representatives from the employer. Union representatives to the Joint Health and Safety Committee shall be bargaining unit members selected by the local union membership.

b) The committee will identify situations that may be a source of danger or hazard to workers and make recommendations to the Employer and workers for the improvement of the health and safety of workers.

c) The committee will make recommendations to the Employer and the workers regarding the establishment, maintenance, and monitoring of programs, training, measures and procedures respecting the health and safety of workers.

d) In all work locations the Union shall select one (1) bargaining unit member to act as health and safety representative. The health and safety representative shall have all the powers and responsibilities entitled to a Joint Health and Safety Committee as stipulated under the Act.


38

e) It is agreed that the Co-Chairs of the Joint Health and Safety Committee will successfully complete certification training. Such training will be provided on the Employer's time and expense and will be considered as time worked with no loss of wages.

f) A member of a committee is entitled to:

- One hour or such longer period of time as the committee determines is necessary to prepare for each committee meeting;

- Such time as is necessary to attend meetings of the committee; and - Such time as is necessary to carry out the member's duties.

g) Members of the Joint Health and Safety Committee shall be compensated at their straight time hourly rate for all time spent in Joint Health and Safety Committee meetings and to carry out their member duties.

26.03 Violence in the Workplace

Definition of Violence

Workplace violence is defined as; the exercise of physical force by a person

against a worker in a workplace that causes or could cause physical injury to

the worker; an attempt to exercise physical force against a worker, in a

workplace, that could cause physical injury to the worker; a statement or

behaviour that is reasonable for a worker to interpret as a threat to exercise

physical force against the worker, in a workplace, that could cause physical

injury to the worker.

Employers who are aware or ought reasonably to be aware that domestic

violence may occur in the workplace must take every precaution reasonable in

the circumstances to protect a worker at risk of physical injury.

Harassment is engaging in a course of vexatious comments or conduct

against a worker in a workplace that is known or ought reasonably to be

known to be unwelcome. Workplace harassment may include bullying,

intimidating jokes or innuendos, displaying or circulating offensive pictures or

materials or offensive or intimidating phone calls.


26.04

39

In addition it is understood that incidents of workplace violence can occur at

off-site workplace locations including the home of people we support.

The Employer will provide the Union through the Labour Management

Committee opportunity to provide input and make recommendations for

consideration to the Harassment and Discrimination In The Workplace Policy

within ninety (90) days of ratification date of this agreement and annually

thereafter.

The policy will address the prevention and the management of violence in the

workplace. The policies and procedures shall be part of the Employer's health

and safety policy and written copies shall be provided to each employee.

The employer shall provide the Union Co-chair with copies of Serious Incident

Reports related to incidents which did cause or directly threatened injury to

employees within 48 hours of completion.

Workplace Violence Hazard Assessment

A workplace violence hazard assessment must be performed in any

workplace in which a potential of injury to workers from violence arising out

of their employment may be present.

The workplace hazard assessment will take into account:

i) circumstances that would be common to similar workplaces;

ii) circumstances specific to the workplace;

iii) the location and circumstances in which work will take place.

If a potential of injury to workers from violence is identified by an assessment

performed due to the above reason (s) the employer will:


40

1) establish procedures, and/or policies to eliminate or minimize the

hazard to workers. The employer will establish written policies,

measures and procedures which outline the appropriate support

strategies for people we support whose actions are potentially or

actually aggressive

2) each employee will be provided with information about the person

whose actions may be aggressive, sufficient to enable staff to protect

themselves and others. Such information will include an orientation

specific to the individual (s) and the work-site, and will be provided

prior to the employee commencing work at the location;

3) consistent with Ministry policy requirements, CPI training will be

provided to employees within 30 days of commencing work with

people receiving services whose actions may be aggressive. This

training will include, but not be limited to, recognition of warning signs,

the factors which precipitate aggression, de-escalation techniques, a

review of the Employers' policies, and review and discussion of the

applicable specific written support strategies plan. This will also

include reference to internal agency resources, e.g., CPI instructors.

All employees working within these environments are required by

Ministry and agency policy to participate in this training;

4) included in the written support plan will be consideration of potentially

dangerous objects that are either removed or maintained securely

within the environment.

5) adequate staffing will be provided by the Employer in situations where

the Employer has determined that the actions of a person we support


26.05

26.06

41

are aggressive and that employees are potentially at risk.

Employees are encouraged to address any concerns with their

immediate supervisor. The immediate supervisor will document all

reports of workplace aggression and bring forth to the manager who

will initiate an investigation and will detail the measures taken to

address each report.

If resolution of the incident is beyond the authority of the manager, the issue

will be taken to the Executive Director.

The Health and Safety Committee will review all reports of workplace

aggression to monitor trends and make recommendations for prevention to

the Executive Director.

The Executive Director will review all reports of workplace aggression and

will ensure that appropriate actions have been taken.

The Employer shall provide the following allowances for personal protective

equipment and clothing/footwear where it requires that such shall be worn by

its' employees up to three hundred dollars ($300.00) annually for Full Time

employees and one hundred and fifty dollars ($150.00) annually for Part Time

employees who work in the following areas: woodworking, task force, BIA The

Employer in its' discretion may extend the above allowances to additional

positions. Equipment purchases are at the Employer's discretion, providing

that the employee covers the essential protective equipment necessary for

their particular position. The Employer will provide protective equipment for

employees who work temporarily in areas where protective equipment is

necessary.

Due to the nature of personal contact with persons supported, appropriate


42

inoculations as mandated by the Ministry of Health will be made available to

staff at the Employer's cost.

26.07 All employees shall be made aware of any contagious illnesses of clients.

26.08 Workplace Safety Insurance Board (WSIB) shall be the sole insurance

provider for workers injured on the job. The Employer agrees it shall not use

a private company in place of its current WSIB coverage.

ARTICLE 27 - JOB DESCRIPTIONS

27.01 Each employee in the bargaining unit shall have a job description for her

classification outlining her work duties.

27.02 Each employee in the bargaining unit, when hired, shall have access to her job

description from her immediate supervisor and a copy of the job description

shall be provided to the employee whenever a job description is changed.

27.03 Job descriptions for all employees shall form part of this agreement and be

attached as Appendix "B".


43

ARTICLE 28 - CONTRACTING OUT

28.01 The Employer shall not contract out work normally performed by members of

the bargaining unit. The Employer agrees that all work or services performed

by the employees shall not be sub-contracted, transferred, leased, assigned or

conveyed, in whole or in part, to any other person , company, broker or non

bargaining unit employee, except in cases mutually agreed upon in writing by

the parties. It is understood that in the case of special government funded

work (ie, passport or like fund) that the Employer shall offer such work to

bargaining unit employees whenever possible at the applicable rate of pay

outlined in the Collective Agreement. This Article is not intended to interfere

with the regular duties carried out by those mentioned in Article 2.01.

ARTICLE 29 - WAGES

29.01 Appendix "A", hereto attached, headed Wages and Classification, _is hereby

made part of this agreement.

ARTICLE 30 - REDUCED WORK WEEK

It is agreed that reduced work week requests from employees may be

implemented subject to the following:

30.01 Reduced work week requests shall be considered on an individual basis and

are subject to the written agreement of the Employer and the Union.

Participation shall be on a voluntary basis by individuals.

30.02 Should a reduced work week position become vacant, the position which is the

subject matter of the reduced work week shall retain its original weekly hours

of work. Nothing in this Collective Agreement shall prevent the Employer and

the Union from agreeing to a different arrangement.


44

30.03 Either the Employer, the Union, or the employee may discontinue the reduced

work week arrangement with sixty (60) days' notice unless the parties initially

agreed, pursuant to paragraph 30.01, that the reduced work week

arrangement was permanent. A meeting shall be held between the Employer,

the Union, and the employee within fifteen (15) days of such notice to discuss

the discontinuation.

30.04 Any agreement under this Article for reduced work week shall not be

construed as a layoff for the purposes of Article 14 or requirement for posting

for the purposes of Article 11.

ARTICLE 31 - PAY EQUITY

31.01 The Union and the Employer acknowledge their ongoing responsibilities under

the Pay Equity Act. The parties agree to establish an ongoing process to

address maintenance issues, yearly pay scale adjustments, evaluation of new

jobs ( if necessary), and jobs that have undergone significant change. The

parties agree to meet at least once annually to discuss the above points.

ARTICLE 32 - TERM OF AGREEMENT

32.01 This Agreement shall be effective from April 1, 2016 to March 31, 2018 and

shall continue in effect from year to year thereafter, unless either party gives to

the other party notice in writing, within ninety (90) days prior to the expiry date

of this Agreement of its desire to terminate or amend this Agreement.


45

Signed in Napanee, Ontario this~ day of !Juftlr/ I 2016.


LETTER OF UNDERSTANDING #1

BETWEEN:

Community Living Lennox & Addington

and

The Ontario Public Service Employees Union On behalf of its Local 448

46

The Employer will seriously consider joining the OPSEU Broader Public Service

Pension Plan when funding is available. Until such time the Employer shall create a

RRSP Plan by the October 1, 2004. The Employer shall deduct from each employee's

wage three percent (3%) of earnings as contributions to the RRSP. Effective April 1,

2009, the deductions from each employee's wages shall increase to four percent (4%)

of earnings as contributions to the RRSP. The Employer shall match employee

contributions to the RRSP in the amount of one point five percent (1.5%) of earnings.

Effective April 1, 2009, the Employer shall match employees' contributions to the RRSP

to the amount of two percent (2%) of earning. The Employer shall make annual

contributions to the employee RRSP as regards to any revitalization dollars or surplus

which the agency generates.

Signed in Napanee, Ontario this L day of owl/ . 2016.


----------- - ---


BETWEEN:


and


47

The parties agree that the wages for part-time employees should equal the full time

rate for employees doing the same jobs. The parties recognize at the current time the

financial means to accomplish this are unfortunately lacking and will work toward

achieving wage equity in the long run.

Signed in Napanee, Ontario this -1}2:_ day of J//~~.2016.



BETWEEN:


and


RE: CENTRAL BARGAINING

48

The Employer agrees to join Central Bargaining when other Developmental Services Employers join.

Signed in Napanee, Ontariothis~dayof Ov/o~, 2016.


---------------- --------------


BETWEEN:


and


49

The employer agrees to notify the Union in writing when there is a revision in an

existing Employer Policy or creation of a new Employer policy.

Signed in Napanee, Ontario this ~ day of vtJW.2016.


RE: HRAP


BETWEEN:


and


50

The Employer understands the concern of the Union for the protection of the seniority and bargaining rights of its members in the event of a proposed merger or amalgamation of agencies, and agrees to work vigorously with the Union to protect those rights in such an eventuality. Employees who may be impacted by an integration are valued and are to be treated fairly and respectfully. The employer and union agree that they will make reasonable efforts to reduce any negative impact should a merger or amalgamation occur.

The Employer recognizes that any proposed merger or amalgamation of agencies in the Developmental Services sector would likely be considered a "sale of business" for the purposes of Section 69 of the Labour Relations Act, and that the Public Sector Labour Relations Transition Act (PSLRTA) would provide for an orderly transition in the event of a merger, in that it has well-established processes for determining bargaining units, bargaining agents, and the dovetailing of seniority of employees.

Further, the Employer agrees that it will provide the Union with as much advance notice as possible of any such initiative, and that it would support a Regulation to include any merger or amalgamation of the agency or its services under PSLRT A.

Finally, the Employer agrees to work with the Union to create a Human Resources Adjustment Plan (HRAP) in the event of a merger, once all parties to the merger are known and can fully participate in the creation of the HRAP.


51

Signed in Napanee, Ontario this £day of

For the~E ployer Vi . _L"jhb_



BETWEEN:


and


RE: WAGE RE-OPENER

52

The Union and The Employer agree to reopen Appendix A (wages) for the purposes of

negotiating salary increases in the event that additional Ministry funding becomes

available and is intended for salary over and above the wage increases bargained for

and to a maximum of the additional funding that would be made available.

Signed in Napanee, Ontario this L day of __ V~6-~_)</ ___ , 2016.


53

APPENDIX "A" -WAGES and CLASSIFICATIONS

WAGES EFFECTIVE APRIL 1, 2016

Full Time Positions Old Increase

New 6 Mths 1 Year Start Start

Sr. Coordinator 28.94 0.47 29.41 30.22 31.05

Instructor 23.75 0.52 24.27 24.92 26.27

Residential Counsellor 23.75 0.52 24.27 24.92 26.27

Program Assistant 26.26 0.52 26.78 27.52 28.27

Day Support Coordinator 26.82 0.52 27.34 28.09 28.84

Residential Coordinator 26.82 0.52 27.34 28.09 28.84

SIL Coordinator 26.82 0.52 27.34 28.09 28.84

Task Force Attendant 23.75 0.52 24.27 24.92 25.60

Night Attendant(Sleep) 19.25 0.48 19.73 20.26 20.81

Driver 18.42 0.50 18.92 19.44 19.96

Part Time Positions


Day Support #1 20.48 0.49 20.97 21.54 22.32

Day Support #2 18.42 0.50 18.92 19.44 19.96

NOTE: Increase column represents a 1 % GWI and 2015 Pay Equity.


54

WAGES EFFECTIVE APRIL 1, 2017

Full Time Positions Old

Increase New

6 Mths 1 Year Start Start

Sr. Coordinator 29.41 0.15 29.56 30.37 31.21

Instructor 24.27 0.12 24.39 25.04 26.40

Residential Counsellor 24.27 0.12 24.39 25.04 26.40

Program Assistant 26.78 0.13 26.91 27.66 28.41

Day Support Coordinator 27.34 0.14 27.48 28.23 28.98

Residential Coordinator 27.34 0.14 27.48 28.23 28.98

SIL Coordinator 27.34 0.14 27.48 28.23 28.98

Task Force Attendant 24.27 0.12 24.39 25.04 25.73


Driver 18.92 0.09 19.01 19.54 20.06

Part Time Positions


Day Support #1 20.97 0.10 21.07 21.65 22.43

Day Support #2 18.92 0.09 19.01 19.54 20.06


55

APPENDIX "B" - JOB DESCRIPTIONS

COMMUNITY LIVING LENNOX & ADDINGTON

JOB DESCRIPTION

Job Title: Coordinator of Community Supports & Services

Program: Community Supports & Services

Reports To: Program Manager/Executive Director

March 2012

MISSION STATEMENT

By maintaining respectful services and supports to individuals with developmental disabilities that promote human rights, social change and inclusion; we will influence a sense of belonging and emotional security, that will "inspire possibilities" within all aspects of "community living".

Job Summary:

To follow this agency's philosophy of community integration. Modeling the core values as indicated in our agency's Mission and Goal statements. To continue with their front line job duties as a Family Support/SIL Worker with an augmentation of job responsibilities.

MAJOR JOB RESPONSIBILITIES & DUTIES:

Leadership and Team Development: • leading staff meetings by providing information and addressing issues brought

forth by the team; meetings with the Senior Coordinator (Executive Director) as required and attending regular Coordinator's meetings

• treating supported individuals/staff fairly and respectfully • networking within the community • providing staff supervision, effective problem solving and crisis management

skills • coordinating and chairing case conferences • administrating tasks such as petty cash, scheduling and payroll submissions


56

• responsible for internal and external referrals for both Community Supports, Day Supports and respite services

• responsible for coordinating mandated training such as CPI and First Aid/CPR

Family Support Services: • assisting families with planning, processing and monitoring supports at home

and supports which facilitate community involvement for adults with developmental disabilities

• assist family members with applications for funding through the Ministry of Social Services, Youth and Children Services such as SSAH and ODSP

• assisting families with developing and planning in utilizing government funding in a most effective manner

• maintaining ongoing contact with families and providing home visits on a regular basis

Program and/or Individual Planning Implementation: • supporting individuals to develop decision making skills, exercise choice and

assume responsible and reasonable risks • being aware of people's unique strengths, needs and preferences, especially as

it relates to the individual's expressed desires for the future • utilizing a planning tool to identify outcomes for each individual • providing leadership to the team where planning tool implementation is required • demonstrating effective organizational skills and excellent written and verbal

communication

Qualifications: • Human Services Degree or Diploma (ie DSW) or • several years experience working within the developmental services sector • CPR I First Aid I CPI training • valid driver's license and reliable transportation

Disclaimer:

This job description indicates the general nature and level of work expected. It is not designed to cover or contain a comprehensive list of activities, duties or responsibilities required by the incumbent. Incumbent may be asked to perform other duties as assigned.

Because of the changing nature of the work, the job specifications may be changed or altered as required.

Working Conditions:

Some exposure to contagious illness, unpleasant hygienic situations and both verbal and physical aggression.


57

Essential Duties:

Ability to transfer individuals who requires assistive devices and ability to drive company vehicle, groceries and assist with laundry.


58


JOB DESCRIPTION

Job Title: Day Support Worker Ill (casual)

Program: Day Supports & Services

Reports to: Program Manager/Executive Director

March 2012

MISSION STATEMENT


Job Summary:

To follow this agency's philosophy of community integration. Modeling the core values as indicated in our agency's Mission and Goal Statements. To assist with providing various day support opportunities either program based or promoting options within the community.


Program and/or Individual Planning Implementation: • assisting the Day Support Worker I and II with identified individuals • completing required documentation ( ie. Serious Occurrence, Communications

Binder)based on C. L. L & A policies and procedures • assisting individuals to participate in individual/group/community activities in

response to each individual's needs • supporting individuals to develop decision making skills, exercise choice and

assume responsible and reasonable risks • being aware of people's unique strength, needs and preferences, especially as it

relates to the individual's expressed desires for the future

Team Development: • attends regular team meetings, meetings with the program Coordinator and

Senior Coordinator (Executive Director) as required • contributes as a positive member of the organizational team by participating in


staff meetings while treating coworkers fairly • demonstrating positive and professional relationships towards each individual

supported and promoting their rights as citizens

Qualifications: • education minimum grade 12 or life experience equivalent • CPR I First Aid I CPI training • valid driver's license and reliable transportation

Disclaimer:

59

This job description indicates the general nature and level or work expected. It is not designed to cover or contain a comprehensive list of activities, duties or responsibilities required by the incumbent. Incumbent may be asked to perform other duties as assigned.


Working Condition:

Some exposure to contagious illness, unpleasant hygienic situations both verbal and physical aggression.

Essential Duties:

Ability to transfer individuals who require assistive devices and ability to drive company vehicle, groceries and assist with laundry.


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JOB DESCRIPTION

Job Title: Residential Night Supports I (sleep)

Program: Residential Supports & Services


March 2012

MISSION STATEMENT


Job Summary:

To follow this agency's philosophy of community integration. Modeling the core values as indicated in our agency's Mission and Goal Statements. To assist with providing home based support opportunities while promoting options within the community.


Health and Wellness of Individuals:

• being aware of home based surroundings and maintaining a safe environment for individuals supported

• administering and understanding medications according to agency medication administration policies

• completing required documentation (ie. Serious Occurrence, Communications Binder, Med Error Forms, etc.) based on C.L.L & A. policies and procedures

• providing personal care when required based on individual's needs • ensuring a balanced and nutritional diet • promoting decision making while encouraging independence

Team Development:


• informing the Coordinator of issues needed to be addressed at regular team meetings, meeting with the program Coordinator and Senior Coordinator (Executive Director) as required

• contributing as a positive member of the organizational team by participating in staff meetings while treating coworkers fairly

• demonstrating positive and professional relationships towards each individual supported and promoting their rights as citizens

Health and Safety:

• following location procedures re: fire, snow removal and other safety issues

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• completing monthly drill as required with proper knowledge of fire drill/evacuation procedures

• utilizing emergency procedures (ie. 911, on call)

Qualifications:

• Human Services Degree or Diploma (ie. DSW) or minimum 2 years of working with individuals with developmental disabilities

• crisis management skills • CPR I First Aid I CPI training • valid driver's license and reliable transportation

Disclaimer:



Working Conditions:


Essential Duties:

Ability to transfer individuals who require assistive devices and ability to drive company vehicle, groceries, assist with laundry and ability to complete housekeeping duties.


62


JOB DESCRIPTION

Job Title: Residential Support Worker Ill (casual)



March 2012

MISSION STATEMENT


Job Summary:



Individual and/or Program Planning Implementation: • providing guidance with routines while maintaining a safe environment for

supported individuals • encouraging and assisting people in developing independence in all aspects of

living • completing required documentation (ie: Serious Occurrence, communications

Binder) based on C. L. L & A policies and procedures • providing personal car where required based on individual needs • being aware of people's unique strengths, needs and preferences, especially as

it relates to individual's expressed desires for the future by implementing the results of the planning tool

• ensuring a balanced and nutritional diet

Health & Safety: • following location procedures re: fire, snow removal and others safety issues


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• utilizing emergency procedures (ie. 911, on call )

Team development: • attending regular team meetings, meetings with the program Coordinator and

Senior Coordinator (Executive Director) as required • contributing as a positive member of the organizational team by participating in

staff meetings while treating coworkers fairly • demonstrating positive and professional relationships towards each individual

supported and promoting their rights as citizens

Qua I ifications: • education minimum grade 12 • some experience of working with individuals with developmental disabilities

preferred • CPR I First Aid I CPI training • valid driver's license and reliable transportation

Disclaimer:


Because of the changing nature of the work, the job specifications may change or be altered as required.

Working Conditions:


Essential Duties:



64


JOB DESCRIPTION

Job Title: Senior Coordinator

Program: Community Supports & Services/Day Supports & Services


March 2012

MISSION STATEMENT


Job Summary:

To follow this agency's philosophy of community integration. Modeling the core values as indicated in our agency's Mission and Goal Statements. To be a team leader and role model to other staff, share information/ideas and problem solve issues that impact on the organization as a whole.


Community Development and Connection: • meetings/committees • other agencies/services • businesses • families • special events

Leadership and Development: • providing leadership to Team(s)/Coordinator(s) • responsibility of supervisory but not disciplinary actions • administrating tasks such as petty cash, payroll submissions, scheduling,

coordination of vacation/sick requests, serious occurrence reporting; other administrative duties as needed


• contributing as a positive member of the organizational team by participating in staff meetings while treating coworkers/ individuals supported respectfully

• demonstrating positive and professional relationships

Program and /or Individual Planning Implementation: • implementing and evaluating appropriate daily activities, experiences,

establishing goals and plans for individuals in accordance with CLL&A philosophy supporting individuals to develop decision making skills, exercise choice and assume

responsible and reasonable risks

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• being aware of people's unique strengths, needs and preferences, especially as it relates to the individual's expressed desires for the future

• utilizing a planning tool to identify outcomes for each individual • working closely with the Executive Director to carry out such tasks as assigned • initiating positive changes to the organization by bringing forth new ideas

Qualifications: • Human Services Degree or Diploma ( ie DSW) or • several years experience working within the developmental services sector with

some supervisory experience • knowledge of current CPR I First Aid I CPI training • valid driver's license and reliable transportation

Disclaimer:



Working Conditions:


Essential Duties:

Ability to transfer individuals who require assistive devices and ability to drive company vehicle.


66


JOB DESCRIPTION

Job Title: Supported Independent Living Worker I (full time)

Program: Community Supports and Services


March 2012

MISSION STATEMENT


Job Summary:

To follow this agency's philosophy of community integration. Modeling the core values as indicated in our agency's Mission and Goal Statements. To provide assistance to adults with developmental disabilities who are living/or would like to live independently, in order to establish and maintain a life style within their home and community.


Individual and/or Program Planning Implementation:

• maintaining a case load and complete quarterly summation reports of each individual supported in the SIL program

• supporting individuals to develop decision making skills, exercise choice and assume responsible and reasonable risks

• being aware of people's unique strengths, needs and preferences, especially as it relates to the individual's expressed desires for the future

• utilizing a planning tool to identify outcomes for each individual supported • initiating and attending planning meetings, case conferences and

committee meetings in relation to the individual(s) supported

Community Development and Connections:


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• acting as the primary point of contact and information for families, friends and/or advocates of the individual receiving support

• providing positive supports as is necessary for participation in community activities

• assisting with day to day planning, medical appointments, other appointments that may arise; and assisting with medication as prescribed by a physician as per agency's policies and procedures

• networking with other agencies/organizations on behalf of individual, their families and on behalf of Community Living Lennox & Addington

Team Development:

• informing the coordinator of issues needed to be addressed in team meeting and attending regular team meetings; with the program Coordinator and Senior Coordinator (Executive Director) as required



Qualifications:

• Human Services Degree or Diploma (ie DSW) or minimum 2 years of working with individuals with developmental disabilities

• crisis management skills • knowledge of current philosophies and values related to Community Living • CPR I First Aid I CPI training • valid driver's license and reliable transportation

Disclaimer:


Because of the changing nature of the work and the work to be done, the job specifications may be changed or altered as required.

Working Conditions:



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Essential Duties:

Ability to transfer individuals who require assistive devices and ability to drive company vehicle, groceries and assist with laundry.


69


JOB DESCRIPTION

Job Title: Supported Independent Living Worker II (part time)

Program: Community Supports and Services


Date: March 2012

MISSION STATEMENT


Job summary:

To follow this agency's philosophy of community integration. Modeling the core values as indicated in our agency's Mission and Goal Statements. To provide assistance to adults with developmental disabilities who are living/or would like to live independently so that they can establish and maintain a life style within their home and community.


Individual and/or Program Planning Implementation: • assisting with a case load of the SIL Worker I and provide input for the quarterly

summation reports • supporting individuals to develop decision making skills, exercise choice and

assume responsible and reasonable risks • being aware of people's unique strengths, needs and preferences, especially as

it relates to the individual's expressed desires for the future

• implementing results of the planning tool for identified outcomes for each individual supported

• attending planning meetings and committee meetings in relation to the individual(s) supported

Community Development and Connections:


• providing positive supports as is necessary for participation in community activities

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• assisting with day to day planning, medical appointments, other appointments that may arise; and may assist with medication as prescribed by a physician as per agency's policies and procedures

• may provide assistance to the SIL Worker I while networking with other agencies/organizations on behalf of individual, their families and on behalf of Community Living Lennox & Addington

Team Development:

• attending regular team meetings, meetings with the program Coordinator and Senior Coordinator (Executive Director) as required


• demonstrating a positive and professional relationships towards each individual supported and promoting their rights a citizens

Qualifications:

education minimum grade 12 or life experience equivalent Human Services Degree or Diploma (ie DSW) CPR I First Aid CPI training is an asset valid driver's license and reliable transportation

Disclaimer:



Working Conditions:


Essential Duties:

Ability to transfer individuals who require assistive devices and ability to drive company


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vehicle, groceries and assist with laundry.


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JOB DESCRIPTION

Job Title: Program Administrative Assistant (full time)

Program: Day Supports and Services


March 2012

MISSION STATEMENT


Job Summary:

To follow this agency's philosophy of community integration. Modeling the core values as indicated in our agency's Mission and Goal Statements. Ensures day to day office and program administrative functions are carried out efficiently and professionally.


Day-to-Day Office Routine: • demonstrates organizational skills; can prioritize effectively • receives all mail addressed to Association and routing to appropriate program • coordinates the photocopying, faxing & typing of routine office correspondence • receives visitors, receives and screens telephone calls, directs calls to

appropriate program/staff & exercises good judgment when required to answer inquiries while using discretion with the nature of information released

• receives donations to the Association in order for Finance Office Manager to provide necessary follow up procedures

• assists with the preparing of invitations and necessary paperwork for special events coordinated by the Association

• performs all administrative functions for Executive Director as needed (dealing with sensitive issues pertaining to Executive Director office; discretion a must)

• communicates effectively (written, verbal)


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Team Development: • proves ability to work co-operatively within the program, agency & community • contributes as a positive team player • works effectively along side Senior Coordinator and Executive Director

Fund Raising: • provide administrative support to association fund raising events in consultation

with Senior Coordinator/Executive Director ie; Annual Golf Tournament and any others which may arise

Transportation: • record and schedule required maintenance on Association's vehicles • available as relief driver to pick up and drop off individuals supported for Day

Program at Resource Centre • responsible for transportation billing & collecting of payments on a monthly basis

in consultation with Senior Coordinator

Billing/Incoming Payments: • responsible for Association's contract billing, task force billing and furniture

refinishing workshop billing and collecting payments on a monthly basis in consultation with Senior Coordinator

• prepare bank deposits with regards to all above billing & then encoding deposit slips with appropriate revenue department for Finance Office Manager

Retail Store - What's In Store?!: • Responsible for preparing spread sheet for store inventory as needed and takes

inventory count (input stock and track sold stock) • provide support as a store clerk when required • assist with store when needs arise

Payroll: • prepare hours worked spread sheet to coordinate payroll for individuals

supported every two week pay period • responsible for communicating hours worked to ODSP re: work related benefit

recipients in consultation with Senior Coordinator

Qualifications: • Human Services Degree or Diploma (ie DSW, SSW) preferred • several years of experience with program administration • knowledge of Word and Excel • CPR /First Aid /CPI Training


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• valid driver's license and reliable transportation

Disclaimer:



Working Conditions:


Essential Duties:

Ability to transfer individuals who require assistive devices and ability to drive company vehicle.


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JOB DESCRIPTION

Job Title: Residential Night Supports II (part time sleep)



March 2012

MISSION STATEMENT


Job Summary:



Health and Wellness of Individuals: • being aware of home based surroundings and maintaining a safe environment

for individuals supported (due to the hours required) • administering and understanding medications according to agency's medication

administration policies • completing required documentation (ie. Serious Occurrence, Communications

Binder, Med Error Forms, etc.) based on C.L.L & A policies and procedures • providing personal care when required based on individual's needs • ensuring a balanced and nutritional diet • assisting individuals with decision making

Team Development:


• attending regular team meetings, meeting with the program Coordinator and Senior Coordinator (Executive Director) as required



Health and Safety: • following location procedures re: fire, snow removal and other safety issues

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• utilizing emergency procedures (ie. 911, on call)

Qualifications: • education minimum grade 12 or life experience equivalent • Human Services Degree or Diploma (ie. DSW) • crisis management skills • CPR I First Aid I CPI training • valid driver's license and reliable transportation

Disclaimer:


Because of the changing nature of the work, the job specifications may change or be altered as required.

Working Conditions:


Essential Duties:



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