Collective Agreement

between

Ontario Public Service Employees Union On behalf of its Local 258

Temporary & Casual Employees

and

Family & Children's Services of the Waterloo Region

Duration: April 1, 2018 - March 31, 2022

OPSEU SEFPO

FAMILY & CHILDREN'S SERVICES OF THE WATERLOO REGION

Help Today for a Better Tomorro\V

Sector 4 2-258-5364-20220331-4

TABLE OF CONTENTS TEMPORARY AND CASUAL EMPLOYEES

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

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

ARTICLE 3 - NO DISCRIMINATION ...•....•.....••...............................•.....•...••.•..•.•..•. 3

ARTICLE 4 RELATIONSHIP .••••••••••••.••...••••••••.••••..••••••••••...•.•.•..••••••.•••••..•••••.••••••. 3

ARTICLE 5 MANAGEMENT RIGHTS ••..•.....•.•••••.•••••••••••.••.•••••••..•.•••••••••••••..•.••••••. 4

ARTICLE 6 UNION REPRESENTATION ••.••••.•••••.•••..•.••.••••••.••••••••••••••••••.••••••••••••. 5

ARTICLE 7 - NO STRIKES - NO LOCKOUTS ........................................................... 6

ARTICLE 8 - GRIEVANCE PROCEDURE .................................................................. 7

ARTICLE 9 ARBITRATION •.•.••••••••••••...••••••••••••••••••.••••.••••.•••••.••••.••••.•.••••••••••.•••••• 8

ARTICLE 10 DISCHARGE AND SUSPENSION CASES ........................................ 10

ARTICLE 11 TIME LIMITS ••••.•••••.•.••••.••...••••••••••.•••.••••..••••••.•••••••••••••••••••••.••.••••. 10

ARTICLE 12 SENIORITY ••••.•••.•••.•.••....•••••.•••••••••••••••.•••.••••••••••••.•••.•••.••..••.•.•••••• 10

ARTICLE 13 - JOB SECURITY ••••••••.....•.•..••••.•••....•••.•..••.••••••••••••••••••......••••••••••••• 11

ARTICLE 14 - LAY-OFFS AND RECALLS •••.•••.•.•••••.•••.•••••••••••••••••••••.•••••••.•••.••.••... 13

ARTICLE 15 -VACANCIES, PROMOTIONS, AND TRANSFERS ............................ 13

ARTICLE 16

ARTICLE 18

ARTICLE 21

JOB POSTING ••••••.•••••••.•..••.•.•.•••••••.••••••••.••.•••.••.•••.•••••••.•..•••....••••• 13

LEAVE OF ABSENCE/SPECIAL LEAVES ......................................... 14

PREGNANCY/PARENTAL LEAVE (SOCIAL WORK) ....................... 15

ARTICLE 23 - EMPLOYEE PROTECTION ............................................................. 15

ARTICLE 24 HEALTH AND SAFETY .••.••.•.•••.••.•••••.••••••••.•••.•••••••••••••••••••••••.•••••••• 16

ARTICLE 25 WAGES •••••••••••.•••.••.••.••••••••••••••.••.••.••••••••.••••••••.•.••..•••••••••••.••••..••••• 17

ARTICLE 26 TEMPORARY ASSIGNMENTS ........................................................ 19

ARTICLE 27 PAID HOLIDAYS ••••.••.••..•..••••••.••.•..••••••.....•••••••••••••.•••••••••••••••••••••• 19

ARTICLE 28 VACATIONS WITH PAY ................................................................. 21

ARTICLE 29 HOURS OF WORK AND OVERTIME .............................................. 22

ARTICLE 30 - AFTER HOURS WORKERS ••••••••••••••.•••..•.•..••••.•••••.••••••••.••••••••..•.•••. 23

ARTICLE 31

ARTICLE 32

ARTICLE 33

ARTICLE 34

HEAL TH AND WELFARE .................................................................. 24

CORRESPOND ENCE ••••••.••.••.•••••••••.•.•••••••••••••••..••..••••..••••.••••.••••••.• 25

STAFF DEVELOPMENT •••...•••••.••••...•••••••••••••••••••••••..•••.•.....••••.••••.•• 25

TECHNOLOGICAL CHANGE •••.•.•.••.•.•••.••.••••...••.•.•••••••..•••...••.••••.•••• 25

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ARTICLE 35 - VEHICLE AND TRAVEL ALLOWANCES .......................................... 25

ARTICLE 36 - BULLETIN BOARDS ....................................................................... 26

ARTICLE 37 - PERSONNEL FILES ........................................................................ 26

ARTICLE 39 - TERMINATION OF AGREEMENT ................................................... 27

APPENDIX A - WAGE SCHEDULE -2018-2022 ................................................... 29

SOCIAL WORK BARGAINING UNIT .................................................... ~ ............... 29

SCHEDULE B - SICK LEAVE CREDITS .................................................................. 48

SCHEDULE C - KILOMETRIC RATES .................................................................... 48

LETTER RE EXAMINATION OF HOURS OF WORK PROJECT ............................... 49

LETTER OF UNDERSTANDING #1 RE AFTER HOURS WORKERS PUBLIC HO LI DAYS ................................................................................................. 50

LETTER OF UNDERSTANDING #2 RE HOURS OF WORK PROJECT •.•..•••.•••.•..• 52

LETTER OF UNDERSTANDING #3 RE HARASSMENT ....................................... 54

LETTER OF UNDERSTANDING #4 RE HEALTH AND WELFARE ....................... 57

LETTER OF UNDERSTANDING #5 RE LABOUR ADJUSTMENT PLAN ............... 60

LETTER OF UNDERSTANDING #6 RE LEGAL EXPENSE ................................... 61

LETTER OF UNDERSTANDING #7 RE NEW JOB CLASSIFICATIONS ............... 63

LETTER OF UNDERSTANDING #8 RE VOLUNTEERS ....................................... 64

LETTER OF UNDERSTANDING #9 RE WEEKEND WORK ................................. 65

LETTER OF UNDERSTANDING #10 RE WELLNESS STRATEGY ....................... 67

LETTER OF UNDERSTANDING #11 RE WORKER SAFETY ............................... 69

LETTER OF UNDERSTANDING #12 RE WORKLOAD MANAGEMENT PROCESS ................................................................................................... 70

LETTER OF UNDERSTANDING #13 RE VACATION APPROVAL POLICY •...•.•.•• 77

LETTER OF UNDERSTANDING #14 RE VACATION & SICK TIME ACCUMULATION/CALCULATION .............................................................. 79

LETTER OF UNDERSTANDING #15 RE ALL CLEAR MESSAGE ......................... 81

LETTER OF UNDERSTANDING #16 RE OPSEU BENEFIT TRUST ..................... 83

LETTER OF UNDERSTANDING #17 RE SABBATICAL LEAVE POLICY .............. 84

LETTER OF UNDERSTANDING #18 RE RESIDENTIAL & SAW CALL IN PROCEDURE .............................................................................................. 86

LETTER OF UNDERSTANDING #19 RE GROUP HOME STAFFING ................... 91

LETTER OF UNDERSTANDING #20 RE GROUP HOME NIGHT STAFFING ....... 92

LETTER OF UNDERSTANDING #21 RE WORKLOAD STUDY ............................ 93

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LETTER OF UNDERSTANDING #22 RE ARTICLE 23.05 ................................... 95

LETTER OF UNDERSTANDING #23 RE INDEGENOUS TEAM ........................... 97

LETTER OF UNDERSTANDING #24 RE PROTECTED TIME .............................. 99

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PREAMBLE

For temporary Social Work employees, the provisions of this collective agreement shall be the same as those contained in the collective agreement for the Social Work bargaining unit (full-time), except as detailed hereafter.

For temporary Office and Clerical employees, the provisions of this collective agreement shall be the same as those contained in the collective agreement for the Office and Clerical bargaining unit (full-time), except as detailed hereafter.

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, and, subject to the fulfilling of the objectives of the Employer, to give service to the public in accordance with the Child and Family Services Act, as amended, and any successor legislation 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 and further to provide procedures for the prompt and equitable disposition of grievances. It is recognized by this agreement to be the duty of the Employer and its employees to co-operate fully, individually and collectively for the advancement of the said aforementioned objectives.

ARTICLE 2 - RECOGNITION

2.01 Definitions The term "full-time" employee shall be deemed to mean any employee who is regularly employed for more than 25 hours per week.

The term "full-time residential employee" shall be deemed to mean any employee working within a residential setting who is regularly employed for more than thirty (30) hours per week.

The term "part-time" employee shall be deemed to mean any employee who is regularly employed for a fixed number of hours per week of 25 hours or less.

The term "part-time residential employee" shall be deemed to mean any employee working within a residential setting who is regularly employed for a fixed number of hours per week of thirty (30) hours or less.

The term "casual" employee shall be deemed to mean any temporary employee who is scheduled to work by the Employer on a casual or as needed basis, or any part-time employee who does not work a fixed number of hours per week.

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At the time of hire and on a quarterly basis commencing April 1 in each year, casual employees shall submit an availability schedule to the Society. A casual employee's availability schedule may be reasonably altered upon provision of reasonable notice to the employer up to twice per quarter.

The term "temporary11 employee shall be deemed to mean a temporary employee who is employed on a temporary contract for a pre-defined period of one (1) year or less or the length of a pregnancy/parental leave, whichever is longer.

Employees hired on a temporary basis or part-time employees hired into positions for which there are not a fixed number of hours per week shall be covered by the terms of the Collective Agreement for Temporary and Casual employees.

Except for contracts over which the Employer has no control with respect to rates of pay ( e.g. Summer Employment Experience or Social Service Employment Program Contracts), the rate of pay shall be the hourly rate of the position which the employee is filling on a temporary basis. If a new job classification is created, the Employer may set and adjust a rate(s) on a five (5) step grid for the position. This shall be done in consultation with the Union.

The term "complement" or "permanent" employee shall be deemed to mean any employee whose work for the Employer is not limited to a defined time period.

2.02 The Employer recognizes the Union as the sole and exclusive bargaining agent of all employees within Social Work positions deemed to be part-time, complement, and casual positions, and students employed during the school vacation period, save and except Executive/Human Resource Secretary, HOPES Co-ordinator, Team Leaders, M.I.S. Administrator, Personnel Officer, Program Supervisors, persons above the rank of Program Supervisor, Comptroller, Senior Custodian, and employees in bargaining units for which any trade union held bargaining rights as of April 8, 1993.

2.03 Temporary Person: The union agrees that the Employer shall have the right to hire a temporary person from time to time. A temporary person shall be defined as one who is hired to work on a time-limited, government subsidized program or project or on a short-term job, program or project, provided that short-term shall mean a period of one (1) year or less, unless extended by mutual agreement of the parties and provided that the use of the temporary person shall not cause the lay-off of an employee in the bargaining unit. Whenever a person is hired in accordance with these provisions, the Employer will advise the union of the name of the person, the nature of the assignment, and the estimated duration of the job.

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2.04 The use of a Casual or Temporary employee shall not cause the lay-off of a complement employee defined within 2.01.

A Casual or Temporary employee may be rehired for a subsequent time-limited period(s) after the conclusion of the previous contract period.

ARTICLE 3 - NO DISCRIMINATION

3.01 The Employer and the union agree that there will be no intimidation, discrimination, interference, restraint or coercion exercised or practised by either party or by any of their representatives or members because of any employee's membership or non-membership in the union or because of activity or lack of activity in the union.

3.02 The Employer and the Union agree to act in accordance with the Ontario Human Rights Code with respect to the employees covered by this agreement. The Employer and the Union agree that there shall be no discrimination and/or harassment against any employee because of race, ancestry, place of origin , colour, ethnic origin, citizenship, creed, age, record of offences, marital status, same-sex partnership status, family status or disability in accordance with the Ontario Human Rights Code.

3.03 All references to the male gender in this agreement shall be read as applying to the female gender where in the context it would apply.

3.04 The union further agrees that there will be no solicitation for membership, collection of dues or other union activities on the Employer's premises during working hours except with the written permission of the Employer or as specifically provided for in this agreement.

3.05 The Employer agrees to acquaint new employees with the fact that a union agreement is in effect. The Employer further agrees to provide the local with the names of new employees within five (5) working days of their start date.

3.06 The Employer and the Union recognize their duty to accommodate employees under the Ontario Human Rights Code. The employee may seek the assistance of the Union to assist him/her in dealing with the Employer.

ARTICLE 4 - RELATIONSHIP

4.01 The parties hereto mutually agree that any employee of the Employer covered by this agreement may become a member of the union if the employee wishes to do so, and may refrain from becoming a member of the local if the employee so desires.

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4.02 The Employer agrees to deduct from each pay period of all employees, who are members of the bargaining unit, an amount equivalent to the dues as prescribed by the union beginning with the first pay period following date of hire. The Employer agrees to remit this amount as dues, not later than the 15th of the month following the month in which the dues were deducted, together with a record and social insurance number of those from whose pay said deductions have been made, to the Head Office of the union (Attention: Director of Finance). The fact the dues are being deducted from probationary employees does not affect any limitations on their rights and entitlements contained in other Articles of this Agreement.

4.03 The union agrees to indemnify and save the Employer harmless in respect of all suits, actions, or causes of action which may arise in respect of the deduction of dues provided therein.

4.04 For the purposes of this agreement, "working days" shall not include Saturday, Sunday, and paid holidays as provided for in Article 26 (Social Work) or Article 24 (Office and Clerical).

ARTICLE 5 - MANAGEMENT RIGHTS

5.01 Th<= union recognizes and acknowledges that the management of the Employer's operations and direction of the employees are fixed exclusively in the Employer and without restricting the generality of the foregoing, the union acknowledges that it is the exclusive function of the Employer to:

(a) maintain order and efficiency;

(b) hire, promote, demote, classify, transfer, lay-off, suspend employees; and to discipline or discharge any employee provided that a claim by an employee who has acquired seniority that he has been discharged or otherwise disciplined without just cause, or improperly demoted or transferred, may be the subject of a grievance and dealt with as hereinafter provided;

( c) make, enforce, and alter from time to time rules, regulations, policies and practices to be observed by the employees;

( d) determine the nature and kind of business conducted by the Employer, the services to be performed, the kinds and locations of operations, facilities, equipment and materials to be used, the control of materials, the methods, programs, procedures and techniques of work, the methods and curricula of training, the content of jobs, the schedules of work, the number of employees to be employed, the extension, limitation, curtailment or cessation of operations or any part thereof;

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(e) determine and exercise all other functions and prerogatives which shall remain solely with the Employer except as specifically limited by the express provisions of this agreement.

5.02 The Employer agrees to post its rules, or to otherwise bring its rules to the attention of the employees.

ARTICLE 6 - UNION REPRESENTATION

6.01 For the purposes of this article, the Employer agrees to recognize the employees as union Local 258, hereinafter called "the local". All references to the union, its officers and members, unless otherwise specified shall also refer to the local, its officers and members.

6.02 The Employer agrees to recognize the following local committees: an executive committee, a grievance committee, a negotiating committee, an Employer/employee relations committee, and a health and safety committee.

6.03 The Employer agrees to recognize the following representatives of the local:

i) an Executive Committee composed of the Local President, three (3) Vice-Presidents, Secretary, Treasurer and Unit Stewards who are employees of the Employer whose duties shall be to handle local Union business

ii) a grievance committee composed of two (2) employees of the bargaining unit;

iii) a negotiating committee composed of three (3) employees of the bargaining unit;

iv) an Employer/employee relations committee comprised of two (2) representatives covering the full and part-time Social Work bargaining units; two (2) representatives covering the full and part-time Clerical bargaining units. The temporary and casual bargaining units shall be included in the same representation described above.

v) a health and safety committee comprised of two (2) members of the bargaining unit.

6.04 All stewards and committee members shall have completed their probationary period.

6.05 For the purposes of this article, the name and position of each of the committee members from time to time selected shall be given to the Employer in writing, and the Employer shall not be required to recognize any such committee members until it has been notified.

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6.06 The ability of committee members to leave their work without loss of basic pay to attend to local business is granted on the following conditions:

6.07

(a) such business must be a meeting between the local and the Employer except for conciliation or arbitration proceedings;

(b) the committee members concerned shall obtain the written permission of their immediate supervisor one (1) working day prior to leaving their work. Such permission shall not be unreasonably withheld;

( c) the Employer reserves the right to limit such time if it deems the time so taken to be excessive.

(a) Where the parties mutually agree that there are matters that would be beneficial if discussed at an Employer/employee relations committee meeting, the following shall apply:

The committee shall meet at a mutually agreed upon time. Notice of such meeting shall be made in writing by either party at least fourteen (14) days prior to the date proposed and accompanied by an agenda of matters proposed to be discussed.

(b) It is understood and agreed that the parties shall not have any outside representation, unless mutually agreed to, at any Employer/employee relations committee. The subject matter or conduct of the parties at the Employer/employee relations committee meeting shall not become the subject matter of any grievance, arbitration or complaint.

6.08 Subject to Article 6.07, it is understood and agreed that either party may be represented or assisted by an outside representative at any meeting of the committees listed in Article 6.02.

ARTICLE 7 - NO STRIKES - NO LOCKOUTS

7.01 The union agrees that there will be no strike and the Employer agrees there will be no lockout as those terms are defined and interpreted under the Labour Relations Act as long as the agreement continues to operate.

7.02 It is agreed that a dispute between any other Employer and its employees shall not affect or interrupt the Employer's activities. The union agrees that in response to a dispute between any other Employer and its employees, it will not involve the Employer or take any action that affects the Employer's activities. The Employer will similarly not take any action that affects the off­duty, non- Employer related activities of bargaining unit employees.

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ARTICLE 8 - GRIEVANCE PROCEDURE

8.01 For purposes of this Agreement1 a grievance is defined as a difference concerning the interpretation1 application1 administration or alleged violation of this Agreement1 including any question as to whether a matter is arbitrable.

8.02 It is the mutual desire of the parties that all complaints and grievances be adjusted as quickly as possible.

INFORMAL STEP It is understood that any employee may present an oral complaint at any time to his immediate supervisor without resorting to the grievance procedure below.

Except where otherwise provided 1 it is understood that an employee has no grievance unless and until the matter is first discussed with the employee's immediate supervisor. If upon the completion of said discussion the matter is not resolved 1 it may be grieved and disposed of in the following manner:

STEP 1: The employee must submit a written grievance to his immediate senior manager. The grievance shall specify the article or articles of which a violation is alleged and shall contain a statement of the facts relied upon and indicate the relief sought. Such grievance must be submitted within ten (10) working days of the occurrence of the event which gave rise to the grievance and must be signed by the employee claiming to be aggrieved. The employee may be accompanied by his Union representative. The member of management to whom the grievance was submitted shall submit the answer in writing within five (5) working days of the filing of the grievance at Step No. I.

STEP 2: Failing settlement of the grievance at Step No. 11 or failure of the appropriate member of management in Step No. 1 to submit the reply within the prescribed period1 the employee shall present the grievance in writing to the Executive Director of the Employer within five (5) working days from the time the reply is received or should have been received in Step No. 1. The Executive Director shall have ten (10) working days from the date of receipt to render a decision. Such decision shall be in writing.

Notwithstanding the aforementioned at either Step 1 or Step 2 of the Grievance Procedure1 the parties may1 by mutual agreement1 arrange a meeting for the purposes of attempting to resolve the grievance. Failing settlement1 the decision of the Executive Director will be rendered in writing with ten (10) working days of the date of the Step 2 meeting.

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8.03 Where any difference between the Employer and the union arises from the interpretation, application, administration or alleged contravention of the agreement, the union or the Employer shall be entitled to file a policy grievance at the second stage of the grievance procedure within fifteen (15) working days following the occurrence or origin of the circumstances giving rise to the grievance. The union may not institute a grievance directly affecting an employee which the employee could themselves institute and the regular grievance procedure shall not thereby be bypassed.

8.04 Grievances relating to an employee's denial of a new position under Article 14 shall be submitted at Step No. 1 to the hiring manager for the new position, with a copy to the employee's current immediate supervisor (where different). Pursuit of the grievance at Step No. 2 shall be to the Team Director of the hiring manager with a copy to the employee's current Team Director (where different). Where a grievance arises relating to denial of an approval required from the Executive Director or designate, the grievance will commence at Step 2 of the Grievance Procedure.

8.05 Grievances relating to an employee's denial of a new position under Article 15 shall be submitted at Step No. 1 to the hiring manager for the new position. With a copy to the employee's current immediate supervisor (where different). Pursuit of the grievance at Step No. 2 shall be to the Senior Manager of the

hiring manager with a copy to the employee's current Senior Manager (where different).

8.06 It is understood and agreed that the grievor may be assisted by a union representative at all steps of the grievance procedure.

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 party may, after exhausting the grievance procedure established by this Agreement, notify the other in writing of its desire to submit the difference or allegation to arbitration. The notice shall be delivered to the other party within fifteen (15) working days of the reply under Step 2.

9.02 The parties shall attempt to agree upon the selection of the arbitrator within ten (10) working days after the notice of arbitration has been received. In the event of the failure of the parties to agree upon a sole arbitrator, either party may request that the Minister of Labour for the Province of Ontario appoint an arbitrator.

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9.03 Each of the parties to this Agreement will jointly pay the fees and expenses, if any, of the arbitrator.

9.04 The arbitrator shall not have any power to alter or change any of the provisions of this Agreement, or to substitute any new provisions, nor to give decisions inconsistent with the terms and provisions of this Agreement.

9.05 Should the parties agree within ten (10) working days after the notice of arbitration has been received that the grievance be heard by a tripartite board of arbitration then the following procedure shall be followed:

(a) The Board of Arbitration shall be composed of one (1) person appointed by the Employer, one (1) person appointed by the Union and a third person to act as Chairman chosen by the other two (2) members of the Board.

(b) Within ten (10) working days of the request by either party for a Board, the other party shall notify the party requesting arbitration in writing of the name of its nominee. Should the other party fail to so notify within the time limits prescribed, the party giving notice of intent to process the grievance to arbitration shall apply to the Minister of Labour within five (5) working days requesting appointment of a nominee.

( c) Should the person chosen by the Employer to act on the Board and the person chosen by the Union fail to agree on a third person within ten (10) working days of the notification mentioned in 9.03 above, within three (3) working days thereof the Minister of Labour of the Province of Ontario will be asked to nominate a person to act as Chairman. Such request shall be made by the party wishing to further process the grievance.

Articles 9.03, 9.04 and 9.05 shall apply to a tripartite Board of Arbitration as well as to a sole Arbitrator.

9.06 A grievance may be settled by mutual agreement at any time, including after the release of the arbitration award.

9.07 Employees shall not receive pay from the Employer for time spent away from their regular work in connection with arbitration matters.

It is further understood that neither the grievor nor the union's designated representative will be denied time off without pay in order to attend arbitration hearings.

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ARTICLE 10 - DISCHARGE AND SUSPENSION CASES

10.01 A claim by an employee who has successfully completed the probationary period that he has been discharged or suspended without just cause shall be treated as a grievance if a written statement of such grievance is lodged with the Executive Director at Step No. 2 of the Grievance Procedure within seven (7) working days after the former employee ceases working for the Employer and, for the purposes of this Article, Steps No. 1 shall be waived. Such special grievance may be settled by mutual agreement at any time including after the release of the arbitration award by:

(a) confirming the Employer's action in dismissing or suspending the employee; or

(b) reinstating the employee with full compensation for time lost; or

( c) any other arrangement which is just and equitable in the opinion of the conferring parties.

ARTICLE 11 - TIME LIMITS

11.01 For purposes of Articles 8, 9, 10 and all grievances processed thereunder, all time limits shall be deemed to be mandatory. Time limits may be extended by mutual agreement in writing.

11.02 For purposes of Article 8, 9, and 10, all time limits therein shall be deemed to be exclusive of Saturdays, Sundays and Paid Holidays.

ARTICLE 12 - SENIORITY

12.01 Casual and temporary employees do not qualify for seniority accumulation.

12.02 Casual and temporary employees will not have a probation period. However, the contract may be terminated at the sole discretion of the Employer within the first three months of its currency.

12.03 A temporary employee who wishes to be considered under this Collective Agreement for a regular part-time position within either the Social Work or Office Clerical part-time bargaining unit, or a full-time position within either the Social Work or Office Clerical full-time bargaining unit, is eligible to apply for such positions in accordance with Article 16 of this Collective Agreement or the full or part-time collective agreement, whichever is applicable.

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A temporary employee who applies for a vacancy as set out in Article 12.03 shall, for the purposes of such application, receive credit for prior service with the Employer. The applicant will receive credit for his service on the basis on one (1) year of service for each 1,768 hours worked for 34 hour week positions or 2,980 hours worked for a 40 hour a week position. A break of three (3) months or less shall not constitute a break in calculating service under 12.03.

12.04 A temporary employee, whose contract has expired, or whose contract is scheduled to expire in six (6) weeks of the date the vacancy is posted and who wishes to be considered for a further temporary position is eligible to apply for such a position in accordance with Article 16 of this collective agreement or the full-time or part-time collective agreement whichever is applicable.

A temporary employee who applies for a vacancy as set out in Article 12.04 shall, for the purposes of such application, receive credit for prior service with the Employer. The applicant will receive credit for his service on the basis on one (1) year of service for each 1,768 hours.

12.05 Short of undue hardship, the Employer will make any necessary modifications to accommodate the employee returning to work.

12.06 Any temporary employee who successfully applies for a Full-time or Part-time position, shall have the time spent in the temporary position credited towards the completion of the probationary period.

12.07 A temporary position of 34 or 40 hours per week which is performed for at least eighteen (18) consecutive months by a part-time or temporary or casual employees, or by a succession of part-time or temporary or casual employees, shall be deemed to be a permanent full-time position which shall be posted internally only under the provisions of the applicable full-time collective agreement unless some other arrangement is mutually agreed to by the parties. Positions which are being filled by a part-time and/or temporary employee(s) because the regular employee is on a leave of absence authorized by the Employer or as authorized by the Full-Time Social Work or Office and Clerical Collective Agreement shall not be subject to posting under this Article.

ARTICLE 13 - JOB SECURITY

13.01 (a) Qualifications (i) Should job qualifications be changed by the Employers,

bargaining unit members will be deemed qualified for their current positions, and those qualifications for which an employee has been deemed qualified will be transferable to any other position within the bargaining unit which requires those qualifications

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(ii) Should job qualifications be changed as a result of legislation or government directives, MCYS shall work with the Employers and the unions to develop a plan to mitigate any negative impact for staff.

(b) Organizational Changes (i) The Employer shall give the Union a minimum of two (2)

months notice in the event the Employer has determined a reduction in bargaining unit employees and/or closure of programs, services or supports; layoffs; restructuring; or any other initiative that would impact the job security of bargaining unit members.

(ii) The Employer shall meet with the Union within fifteen (15) working days of the notice at which time the Employer shall advise the Union of its plans.

(iii) The Employer and the Union will continue to meet on an ongoing regular basis to minimize the impact on service.

( c) Restructuring, Mergers and Amalgamation The framework Human Resources Adjustment Plan (HRAP) attached hereto as "Appendix B", and which forms a part of this agreement, shall guide parties engaged in the integrations described therein if they agree to negotiate local HRAPs and ratify them during the term of this agreement.

(i) HRAPs are intended to minimize adverse impacts during those integrations.

(ii) An employee who is subject to permanent layoff shall have the following entitlements:

a. be placed on a recall list for eighteen (18) months from the date the actual layoff begins;

or

b. accept the layoff, waive the right to recall, resign, and receive any termination and severance pay of two (2) weeks salary for each year of continuous service to a maximum of twenty-six (26) weeks' pay inclusive of obligations under the Employment Standards Act, 2000.

Nothing in this article is intended to deprive an employee of any other options upon layoff that may be available to that employee obligations under the Employment Standards Act, 2000.

13

Nothing in this Article is intended to deprive an employee of any other options upon layoff that may be available to that employee under the applicable collective agreement.

ARTICLE 14 - LAY-OFFS AND RECALLS

14.01 Lay-off and recall provisions do not apply under this collective agreement.

ARTICLE 15 - VACANCIES, PROMOTIONS, AND TRANSFERS

15.01 All cases of newly created jobs, vacancy, promotion, and transfer, shall be based on the following factors:

(b) skill, competence, relevant academic qualifications, and efficiency; and

(b) seniority.

Where, in the judgment of the Employer, the qualifications in factor (a) are relatively equal, seniority shall govern. Such judgment shall be made in a fair, impartial, and consistent manner.

15.02 Where a new position within the bargaining unit is created, the Employer shall notify the Union of the hiring qualifications within five (5) working days of these being approved by the Executive Director, and also post such notification on the Employer's bulletin boards.

Where the hiring qualifications for an existing position are revised by the Employer, the Employer shall notify the union of the new qualification requirements within five (5) working days of these being approved by the Executive Director, and also post such notification on the Employer's bulletin boards.

15.03 The provisions of this article do not apply under this collective agreement.

ARTICLE 16 - JOB POSTING

16.01 It shall be the sole discretion of the Employer to determine if and when a vacancy occurs or when a new job is created. When a vacancy occurs or a new job is created within the bargaining unit, the Employer shall notify the Union in writing and shall notify employees through an email, or the Employer's intranet and post notice of the position on the Union bulletin board and in Care Home binders·designated for this purpose. The notice shall be posted for a period of not less than seven (7) working days,

14

(which shall be calculated from the time the job is posted on the Employer's intranet), however, if the filling of this position creates a vacancy in the present staffing positions, then the posting requirements shall be reduced to a minimum of five (5) working days. Further vacancies brought about by the filling of primary and secondary positions will require five (5) working days posting minimum also.

16.02 Such notice shall contain the following information: nature of position, qualifications, required knowledge and education, shift, wage or salary rate or range.

16.03 An employee who wishes to apply for any posted vacancy or newly created job shall do so in writing to the personnel manager with a copy to his immediate supervisor.

16.04 The Employer agrees not to place an outside advertisement to fill a vacancy until the notice is posted in accordance with Article 16.01. However, the Employer shall not be precluded from considering outside applicants during the time that a vacancy or a newly created job is posted.

16.05 The Employer shall endeavour to select an internal candidate when, in its opinion, both candidates possess equal skills, relevant academic qualifications and experience for the position posted.

16.06 Unsuccessful applicants shall be advised of the disposition of their applications prior to the announcement of the successful applicant.

16.07 The provisions of this article do not apply under this collective agreement. Please refer instead to Article 12.03.

ARTICLE 18- SOCIAL WORK/- LEAVE OF ABSENCE/SPECIAL LEAVES ARTICLE 20 - OFFICE AND CLERICAL

18.01/ 20.03 (a)

18.02/ 20.03 (b)

The Employer may grant a leave of absence without pay if an employee requests it in writing at least 15 working days in advance from the Executive Director, and if the leave of absence is for legitimate personal reasons, and does not unreasonably interfere with the efficient operation of the Employer.

Leave of absence without pay may be granted to attend union conventions or conferences, provided that no more than four ( 4) employees shall be granted leave at any one time, and that such leave does not interfere with the efficient operation of the Employer. Such request is to be given to the Executive Director at least fifteen (15) days in advance.

15

18.03/ 20.03 (c) An employee who is elected or selected for a full-time position with the

union, or any body with which the union is affiliated, may be granted a leave of absence without pay. The employee1s contract will expire on its due date and will not be extended as a result of the leave of absence.

18.04/18.0S (Social Work) 20.03 (d)/20.04 (Office & Clerical)

Do not apply to this collective agreement.

ARTICLE 21 - PREGNANCY /PARENTAL LEAVE (SOCIAL WORK)

21.03 This article does not apply to this collective agreement.

Article 22 (Social Work) Article 33 (Office Clerical) ARTICLE 23 - EMPLOYEE PROTECTION

23.01 The Employer shall reimburse the employee up to a maximum of $500 or the full amount of his deductible, whichever is less, for damage done to his/her automobile and/or personal property when on Employer business. Such reimbursement shall be paid within ten (10) working days of presenting a receipted repair bill provided that the employee has previously disclosed to the Employer the nature and extent of the damages and the circumstances under which they occurred.

This section shall not apply:

(a) with respect to any claim which otherwise comes under either P.L and P.O., collision or comprehensive coverage of the automobile insurance;

or

(b) where the employee contributes to the cause of damage or did not take proper steps to prevent damages; or

( c) as a substitute for home owners insurance where such is available.

In the situation where a worker is assaulted or threatened in the course of his/her duties and charges are either laid or the laying of chares is under consideration or where an employee calls the police in connection with any employee protection issue that is not associated with the employee's regular duties, he/she shall notify the Executive Director or a designate (the on-call

16

supervisor of his/her designate in the case of residential or Care Home employees) as soon as possible

Completion of a "Serious Occurrence report and/or Incident Report" or its equivalent shall not constitute advice under this Article.

ARTICLE 24 - HEAL TH AND SAFETY

24.01 In compliance with its defined obligations under the Occupational Health and Safety Act the Employer shall make reasonable provisions to protect employees from workplace violence and workplace harassment as those terms are defined in the Occupational Health and Safety Act as amended.

24.02 The Employer will continue its present practice with respect to the replacing of damaged clothing and providing safety equipment and tools as in the past.

24.03 The Employer agrees that it will continue its efforts to provide a safe and healthy working environment for its Employees and the parties agree that they will endeavour to maintain standards of safety and health in the Employer in order to prevent accidents, injury, and illness.

24.04 The Employer agrees to recognize two (2) separate health and safety committees, one for residential employees and one for all non-residential employees.

24.05 There will be at least four ( 4) representatives, selected or appointed by the Union from amongst the bargaining unit Employees, on the Joint Occupational Health and Safety Non-Residential Employee Committee.

24.06 There will be at least four ( 4) representatives, selected or appointed by the Union from amongst the bargaining unit Employees, on the Joint Occupational Health and Safety Residential Employee Committee.

24.07 The parties agree that the four ( 4) Union representatives of the Residential Employee Joint Occupational Health and Safety Committee shall continue to meet for one hour prior to the regularly scheduled Joint Committee Meetings with the residential group home representatives ( one per each home).

24.08 Such Committees shall identify potential dangers and hazards, institute means of improving health and safety programs, and recommend actions to be taken to improve conditions related to safety and health.

24.09 Meetings shall , be held every quarter for the Non-Residential Employee Committee or as otherwise scheduled by the Committee. The Committee shall maintain minutes of all meetings and make the same available for review.

17

24.10 Meetings shall be held every quarter for the Residential Employee Committee or as otherwise scheduled by the Committee. The Committee shall maintain minutes of all meetings and make the same available for review.

24.11 All time spent by a member of the Joint Occupational Health and Safety Committee attending meeting of the Committee or any sub-committee established by the JOHSC and such time as its necessary to carry out workplace inspections or other duties in accordance with their duties under the Occupational Health and Safety Act, as amended, shall be paid for such time at the member's regular or premium rate as may be appropriate under the provisions of their respective Collective Agreement.

24.12 The Union agrees to endeavour to obtain the full co-operation of its membership in the observation of all safety rules and practices.

ARTICLE 24 (SOCIAL WORK) ARTICLE 22 (OFFICE AND CLERICAL) - WAGES

24.01/ 22.01 Appendix"A" hereto attached entitledWage Schedule

24.02/ 22.02

24.03/ 22.03

24.04/ 22.04

24.05/ 22.05

An employee who is in the pre-service training program as defined in Article 2.00 shall be paid at a rate of 4% or one step less than the salary step at which he will be paid once he is designated as an authorized worker.

At the time of hiring each new employee shall receive a letter stating the starting salary and position according to Appendix "A".

Subject to a satisfactory performance evaluation, an employee shall progress with the increments in his grade according to Appendix "A'1. Such increment is to be effective from the anniversary date.

An employee who will not be receiving an annual increment due to an unsatisfactory performance evaluation will be given written notice to this effect no less than forty ( 40) calendar days prior to his anniversary date. The notice is subject to review by the employee, his union representative, his immediate supervisor and the Executive Director.

Social Work Positions - For a new employee, recognition of experience in other Children's Aid Societies in Ontario, or equivalent experience, as recognized by the Employer, shall be granted on the basis of one increment for each full year of service recognized, up to a maximum of four (4) years service.

Other work experience, deemed by the Employer not to be experience in a

18

Children's Aid Employer, shall be recognized at such lesser rate as the Employer considers appropriate. Where any work experience, as above, has not occurred within five (5) years prior to the application for the position, any recognition for work experience shall be at the Employer's discretion.

22.06 Office and Clerical Positions - For a new employee, previous relevant experience will be evaluated by the Employer, which will determine, in its discretion, the number of equivalent years of relevant full years service to be recognized up to a maximum of two (2) years. Each equivalent full year of relevant service recognized by the Employer shall entitle the employee to one increment.

22.07 Standby Pay (Effective on the first full pay period following the date of ratification): Maintenance and Technical Services employees who are assigned by the Employer to be on standby shall be paid standby pay of one hundred and eighty-five dollars and seventy cents ($185.70) per week seven (7) days when on standby. When an Employee who is on standby is called out to perform work, the Employee shall receive the greater of three (3) hours pay at straight time rates of the number of hours worked at straight time rates.

22.08 (a) Maintenance employees who are assigned by the Employer to be on standby shall be paid standby pay of eighty-one dollars and sixty-three cents ($81.63) for a daily rate and a weekly rate (seven (7) days) of five hundred and seventy-one dollars and forty cents ($571.40) when on standby and time and one-half the daily rate for paid holidays on which the employee is assigned to be on standby.

When a maintenance employee who is on standby is called out to perform work, they shall receive hour for hour rate of twenty dollars and thirty three cents ($20.33) per hour and at time and one-half the hourly rate for call outs on a paid holiday.

(b) Technical employees who are assigned by the Employer to be on standby shall be paid standby pay of one hundred and six dollars and sixty cents ($106.60) for a daily rate and a weekly rate (seven (7) days) of seven hundred and forty-six dollars and twenty-one cents ($746.21) when on standby and time and one-half the daily rate for paid holidays on which the employee is assigned to be on standby.

When a technical employee who is on standby is called out to perform work, they shall receive hour for hour rate of twenty-six dollars and fifty-five cents ($26.55) per hour and at time and one-half the hourly rate for call outs on a paid holiday.

19

ARTICLE 25 (SOCIAL WORK) ARTICLE 23 (OFFICE & CLERICAL) - TEMPORARY ASSIGNMENTS

25.01/ Where an employee is assigned by his/her supervisor to perform the duties 23.01 of a position in a classification with a higher salary maximum for a period in

excess of one (1) working day, the employee shall be paid acting pay from the day the employee commenced to perform the duties of the higher classification in accordance with the rate in the higher classification that is closest to, but at least 3% above the employee's regular rate.

25.02/ 23.02 When an employee is temporarily assigned to the duties of and responsibilities

of a position with a lower rate of pay than the employee's regular rate, the employee shall continue to be paid at the rate applicable to the classification from which the employee was assigned. This does not apply in the event of an employee being laid-off and exercising seniority rights on another position.

25.03/ 23.03 Where an employee is temporarily assigned to a position not covered by this

collective agreement, the employee shall continue to accumulate seniority for up to one year and shall retain his/her rights and obligations under the collective agreement.

ARTICLE 26 (SOCIAL WORK) ARTICLE 24 (OFFICE AND CLERICAL) - PAID HOLIDAYS

26.01/ 24.01

26.02/

The following paid holidays, pay to all employees:

New Year's Day

Family Day

Good Friday

Easter Monday

Canada Day

regardless of when they fall, will be granted with

Victoria Day

Civic Holiday

Labour Day

Thanksgiving Day

Christmas Day Boxing Day

24.02 When any of the said holidays fall on other than a regular working day, the Employer may designate either the preceding Friday or the following Monday as the day upon which said holiday will be celebrated. This provision does not apply to casual employees.

26.03/ 24.03 In order to be entitled to payment for paid holidays, an employee must have

worked his full scheduled working day immediately preceding the holiday and his full scheduled working day immediately following the holiday unless absent with permission of his immediate supervisor. This provision does not apply to casual employees.

26.04/ 24.04 (a) An employee required by the Employer to work on a public holiday

26.04

26.06

(b)

(a)

20

shall be paid a premium of one and one-half (1 ½) times his regular wages and the Employer shall give to the employee a holiday on his first working day immediately following his next annual vacation or on a working day agreed upon and pay him his regular wages for that day. This provision does not apply to casual employees.

A residential employee required by the Employer to work on a public holiday shall be paid one and one-half (1 ½) times his daily rate and receive an additional day off in lieu at a time approved by his immediate supervisor. This provision does not apply to casual employees.

After hour workers and any other staff who are required to work by the Employer on a float day shall be compensated for the same number of hours they normally work each day. Employees who are not scheduled to work on the aforementioned days shall receive compensatory time in their bank equal to the number of hours they normally work each day.

An employee may request vacation for the remaining days in the December 24 through January 2 time frame. Such requests shall not be unreasonably denied having due regard for the efficient operation of the Employer.

(b) The Employer and the Union acknowledge that the Employer will not be running at regular capacity during this period, but the parties also acknowledge that the Employer must be able to respond to children at risk and maintain other core services in a timely manner. An employee who has a scheduled float day cancelled by the Employer as a result of having to work shall be able to re-schedule their lost float day at a mutually agreeable time.

(c)

It is the Employer's intention to staff these a float day in the same manner as it normally does for a statutory holiday by trying to meet its non-residential needs through utilizing after hours staff and volunteers. The parties acknowledge, however, that due to the length of the period in question ten (10) days and the nature of the holiday season, additional staff may be required. If the Employer is unable to meet its anticipated staffing needs through the scheduling of after hours staff and volunteers, a meeting will be held with the Union to receive input from the Union on ways of addressing the additional staffing requirements. Such meeting will be held at least a month prior to December 24.

Long Term Service Bonus Commencing January 1, 2012 an employee who reaches their fifteen

21

(15) year anniversary with this Employer shall receive one (1) float day holiday.

Commencing January 1, 2012 an employee who reaches their twenty­five (25) year anniversary with this Employer shall receive two (2) float day holidays.

ARTICLE 27 (SOCIAL WORK) ARTICLE 25 (OFFICE AND CLERICAL) - VACATIONS WITH PAY

27.01/

The provisions of Article 28 of the Full-time Social Work collective agreement and Article 26 of the Full-time Office and Clerical collective agreement do not apply to this collective agreement.

A Full-time temporary employee whose original contract of one (1) year or longer is not renewed, but who is hired on an unrelated contract which does not result in a break in employment shall be given the option annually of receiving vacation pay on each pay cheque or taking the time off as described below.

A Full-time temporary employee whose original contract of one (1) year or longer is renewed shall be required to take the time off as described below. The parties agree that the above requirements comply with the provisions of the Employment Standards Act, as amended. Full-time temporary employees who are employed on a second contract of one (1) year or longer may bank their vacation pay and be able to take the time off with pay. An employee wishing to utilize this option must advise payroll in advance of the commencement of their second contract of one (1) year or longer.

Full-time temporary employees who have at least six(6) months of continuous service shall be credited with two (2) paid days which can be used for sickness and/or bereavement to be used in months six to twelve (6-12) of their employment. After twelve (12) months of continuous employment where the contract is renewed or to last at least another six (6) months, they will receive two (2) days at the commencement of their thirteenth (13th

) month to be used in the months thirteen to twenty-four (13-24).

25.01 Temporary and contract employees are not eligible for vacation credits. Such employees will receive a vacation pay allowance as defined in the Employment Standards Act, except that in the third year of the Collective Agreement specified temporary and casual employees will have added to their regular earnings in each pay period an amount equal to:

5% for more than 5304.0 hours worked (3 years of full-time service) for employees who regularly work 34.0 hours per week.

22

5% for more than 6240.0 hours worked (3 years of full-time service) for employees who regularly work 40.0 hours per week.

ARTICLE 28 {SOCIAL WORK) ARTICLE 26 {OFFICE AND CLERICAL) - HOURS OF WORK AND OVERTIME

28.02/ 26.02

28.04/

The normal work week, or hours of work per week, for temporary employees shall be defined in the letter of employment.

A copy of the letter of employment, or subsequent amendment, shall be provided to the Union by the Employer.

26.03 (a) Except in the case of an emergency, all overtime shall be authorized and approved in advance in writing by the employee's immediate supervisor on a form provided by the Employer. Any overtime worked over and above the employee's regular hours of employment shall be compensated as follows: For each overtime hour worked up to and including forty-four ( 44) hours per week, an employee shall receive one (1) hour of compensating time off to be credited to the employee's overtime bank. For each hour worked in excess of forty-four ( 44) hours per week an

employee shall receive one and one-half (1 ½) hours of compensating time off to be credited to the employee's overtime bank. The maximum amount of compensating time hours which an employee can have at any one time in his overtime bank is thirty-four (34) hours.

For each overtime hour worked up to and including forty-four (44) hours per week when an employee's current compensating time off bank is at the maximum of thirty-four (34) hours, the employee shall be paid at straight time. For each hour worked in excess of forty-four ( 44) hours in a week when the employee's current compensating time off bank is at the maximum of thirty-four (34) hours, the employee shall be paid at time and one-half. In the above cases where the employee's current compensating time off bank is less than thirty-four (34) hours, overtime worked will be used to top-up the bank to the maximum of thirty-four (34) hours of compensating time off. Employees shall make every effort to take compensatory time owed within eight (8) weeks from the last day of the week in which it was accumulated after which time it will be scheduled by the Employer. Compensatory time of up to five (5) consecutive days may be taken when approved by the employee's immediate supervisor. The Employer shall provide the local union with a monthly report setting out the accumulated overtime bank of each member of the bargaining unit.

28.04/ 26.04

28.05/ 26.05

28.06/ 26.06

23

(b) CARE Home sleep staff shall be compensated at the rate of the Awake Staff on those occasions when the sleep staff are required to be awake dealing with extraordinary circumstances involving children through the night for the majority of the employee's hours on that shift. These situations will be tracked with the existing Incident Report forms.

Should the Employer contemplate a significant alteration to the current hours of work configuration that is intended to be of an indefinite duration, the Employer shall meet with the Union at least ninety (90) days prior to the contemplated implementation date to discuss the alterations and receive input from the Union. The parties agree that for any such significant alteration, volunteers will be solicited having due regard to the efficient operation of the Employer.

Employees shall be allowed up to one (1) hour for lunch each day, after having completed a minimum of three (3) hours of work.

There shall be no split shifts scheduled. The parties agree that flexible work arrangements do not constitute split shifts.

ARTICLE 30 - AFTER HOURS WORKERS

30.01 The following paragraphs and sections are intended to define the normal hours of work and shall not be construed as a guarantee of hours of work per day or per week or of days of work per week.

30.02 An After-Hours Worker is an employee hired for the purpose of handling situations occurring outside the normal office hours.

30.03 A front-line relief worker is a person from within or outside the bargaining unit, who volunteers or is appointed by the Employer to relieve the After Hours

, Worker only in the event that the After Hours Worker is unscheduled or unable to perform his duties.

30.04 The normal hours of work for the After Hours Worker, subject to needs of the Employer shall be from 1630 hours to 0830 hours, Monday to Thursday, and to 0900 hours Friday. Provided Employer needs are being met, the current schedule of seven (7) days on followed by seven (7) days off shall be continued.

30.05 The normal hours of work for an After Hours Worker assigned to weekend on­call duty shall be from 1600 hours Friday to 0830 hours Monday.

30.06 The normal period for a paid holiday for an After Hours Worker assigned to paid holiday on-call duty shall be from 0830 hours to 0830 hours the following day.

24

30.07 After Hours Worker shall be designated as "After Hours on-call worker" and be required to hold themselves available for work for an average of one­hundred and twenty-nine (129) hours in the two week pay period. For the purpose of calculating overtime, hours worked shall be the hours spent in responding to referrals to the After Hours Service. Responding to the referrals, shall be considered as active service. Once 34 hours of active service have been accumulated, overtime will be compensated in accordance with Article 26.04.

30.08 The After Hours Worker shall be paid in accordance with pay Grade 8.

30.09 2.95% 2.95%

April 1/11 April 1/12 April 1/13 April 1/14

Week Nights $93.90 $93.90 $96.67 $99.52 (Mon-Thurs)

Friday Night $125.18 $125.18 $128.87 $132.67

Saturday & $187.77 $188.77 $193.31 $199.01 Sunday Each

Public $250.37 $250.37 $257.75 $265.35

Holiday

30.10 In addition the front-line relief worker shall be paid a rate of $25 per hour for service requiring call out from home, as approved, in advance, by the After Hours Supervisor. Front-line relief workers shall be paid time and one half (1 ½) of their hourly rate for work approved on public holidays.

30.11 Relief shall be on a voluntary basis; however, in the event that there are insufficient volunteers, the Employer shall appoint on a rotational basis, employees who are intake workers and family service workers as front-line relief workers and/or back-up workers. ·

ARTICLE 30 (SOCIAL WORK) ARTICLE 27 (OFFICE AND CLERICAL) - HEALTH AND WELFARE

30.01/ Temporary and contract employees are not eligible for Group Life, Accidental 27.01 Death and Dismemberment, Long Term Disability, Extended Health, or Dental

plan benefits.

30.02/27.02; 30.03/27.03

Do not apply to this collective agreement.

25

If a burial or memorial service is not held within seven (7) calendar days of the dealth, an employee can utilize up to two (2) days of entitlement within six (6) months following the date of the dealth for the purpose of attending such interment or memorial service.

ARTICLE 31-(SOCIAL WORK) ARTICLE 28 - (OFFICE AND CLERICAL) - CORRESPONDENCE

31.01 All official correspondence between the parties arising out of this Agreement or incidental thereto shall pass to and from the office of the Executive Director and the President of the Union with a copy to the Regional Office.

ARTICLE 33 (SOCIAL WORK) - STAFF DEVELOPMENT

33.01 Does not apply to this Collective Agreement.

ARTICLE 33 (SOCIAL WORK) ARTICLE 29 (OFFICE & CLERICAL) TECHNOLOGICAL CHANGE

33.01/ 29.01 In the event that any technological change is to occur which will directly affect

an employee in the bargaining unit, the Employer agrees to notify the Union of the changes as far in advance of their implementation as is reasonably practicable and the Employer agrees to discuss such changes with the Union in the forum of the Employee Relations Committee before such changes are implemented. When a technological change is to occur which will directly affect an employee in the bargaining unit, the Employer agrees to provide that employee with the necessary training and support to ensure a smooth transition.

ARTICLE 34 (SOCIAL WORK) ARTICLE 30 (OFFICE & CLERICAL) - VEHICLE AND TRAVEL ALLOWANCES

34.01/ 30.01 Mileage rates paid to employees using their vehicles on Employer business

with the approval of the Employer shall be paid according to Schedule C. 34.02/ 30.02 Employees who use personal vehicles for Employer business shall acquire and

maintain a third party liability insurance policy in the amount of not less than one million dollars ($1,000,000) public liability and property damage. Premiums for such insurance policy shall be paid by the employees.

34.03/ 30.03

26

Employees who are required to use personal or Employer vehicles for Employer business shall acquire and maintain at their own expense a valid driver's licence of the appropriate grade. Loss of a driver's licence does not necessarily result in termination because of this clause, nor is it prevented or restricted because of this clause.

All employees when on assignment and required to travel and obtain accommodation, may apply for and receive a reasonable advance in the judgement of the Employer for expenses from which meals, accommodation, travel and transportation shall be paid by the employee. Receipts shall be presented to the Employer by the employee to support the expenditures together with the filing of an expense account within two (2) weeks after the expenses are incurred.

ARTICLE 35 (SOCIAL WORK) ARTICLE 31 (OFFICE & CLERICAL) - BULLETIN BOARDS

35.01/ 31.01 The Employer shall provide space on a bulletin board upon which the union

shall have the right to post notices of interest to its members, subject to approval of the Executive Director or his designate.

ARTICLE 36 (SOCIAL WORK) ARTICLE 32 (OFFICE & CLERICAL) - PERSONNEL FILES

36.01/ 32.01 An employee may request of the Supervisor of Human Resources to see his

personnel file (personal references excluded) not more than twice per year provided:

(a) the employee does so in the presence of the Supervisor of Human Resources or designate;

(b) the employee takes no copies nor removes any documents contained therein without written permission of the Supervisor of Human Resources;

(c) the Employer agrees to provide the employee concerned with any letter of reprimand, discipline or commendation.

( d) In the event that the Employer receives a complaint about an employee to which the Employee feels the need to reply, the employee will be provided with a copy of the complaint and offered the right to reply to in writing prior to the Employer issuing its response. The

27

employee's reply shall be attached to all copies of the complaint retained in the Employer's files, including the employee's personnel file.

36.02 Suspension or disciplinary notations of three (3) days or less shall be removed from an employee's personnel file provided that employee has been discipline free for eighteen (18) months from the date the suspension or discipline was imposed.

ARTICLE 37 (SOCIAL WORK) ARTICLE 34 (OFFICE AND CLERICAL) - TERMINATION OF AGREEMENT

37.01/ 34.01 The term of this agreement shall be from April 1, 2018 and shall remain in full

force and effect up to and inclusive of March 31, 2022. The Agreement would be retroactive for wages only.

37.02/ 34.02 This agreement shall be renewed automatically from year to year unless either

party gives to the other notice of desire to negotiate amendments hereto. Such notice shall be given in writing, within ninety (90) days of March 31, 2022, the expiry date of this agreement. Within fifteen (15) days after notice is given, negotiations shall commence. In the event of such notice, all conditions of this agreement shall remain in effect until a new agreement is signed or until the conciliation process is completed and the union is entitled by law to commence a legal strike and the Employer is entitled by law to conduct a legal lockout.

37.03 34.03 The parties shall share equally the cost of printing the Collective Agreement.

Dated at Kitchener this /Oft day of ___ ff}'-..E4(l,...._,.[ch-=--r. ___ .2020.

FOR THE ONTARIO PUBLIC SERVICE EMPLOYEES UNION:

~

FOR FAMILY & CHILDREN'S SERVICES OF THE WATERLOO REGION

~~-

28

~;iiPENDIX A- WAGE SCHEDULE -2018-2022 '{ ') '\

(SQCIALWORK ·:;~AR 2018-2019

'. :i;;fade/Positions

,J,itade5 ! I Sleep Shift (Rate 3) .,

0 ~

1,v,s,~\ 40 Hours l'Br<>ff

Emergency Night Wkr ["") Planned Support Wkr

1r'"~1 Summer Camp Wkr , ,,,,,r ,,~ -··~Je 6 34 Hours

,:::1,: Child & Youth Court Support Wkr

,l) Child & Youth Support Wkr

t::1 Clinical Information & Disclosure Wkr zi""'"f"' Documentation Support Wkr '·""" i )) Group Facilitator - Resilience Project ''''''"'

Protection Support Wkr

40 Hours

Awake Overnight Wkr

CARE Home Wkr

CARE Program Foster Home Support Wkr

Casual Relief Wkr

Child & Youth Wkr

Crisis Support Wkr

Direct Care Wkr I & II

Educational Wkr

School Support Wkr

Suoervised Access Wkr

# Hrs Start

2860 15.5848

2080

43,246.74

20.7917

1768

48,322.27

27.3316

2080

48,852.54

23.4868

29

steo 1 steo 2 Step3 Step4 Step5 Step 6 Step 7

16.1402 16.7178 17.3186 17.9433 18.5930 19.2687

44,835.23 4~,487.17 48,205.25 49,992.18 51,850.45 53,782.98

21.5554 22.3496 23.1756 24.0347 24.9281 25.8572

50,134.65 52,020.04 53,980.40 56,019.43 58,139.97 60,345.73

28.3567 29.4231 30.5319 31.6852 32.8846 34.1322

50,665.26 52,550.37 54,510.77 56,550.00 58,670.35 60,875.98

24.3583 25.2646 26.2071 27.1875 28.2069 29.2673

~4CIAlWORK 30

'EAR 2018-2019

ade/Positions # Hrs Start Ste 1 Ste 2 Ste 3 Ste 4 Ste 5 I Step 6 Step 7 (+titade 7 34 Hours 1768

Adoption Social Histroy Wkr

Adoption Subsidy Disclosure WKR I I 53,442.40 55,459.86 57,557.95 I 59,740.19 62,009.59 I 64,369.70 66,824.39 69,376.85 Adoption Wkr 30.2276 31.3687 32.5554 33.7897 35.0733 36.4082 37.7966 39.2403

Communications Wkr

ECE Resource Consulatant

Family Recruitment Wkr

Family Violence Treatment Specialist Family Violence Treatment Specialist -

Resilience Project Flexible Resource /Recruitment/Kinship Wkr

Group Facilitator - caring Dads

Kinship Services Wkr

Kin & Customary Care Wkr

Male Youth Group Facilitator

Pregnancy:Birth Parent Counsellor

Recruitment & Development Wkr

Research Assistant

Resource Wkr

SA Treatment Specialist

SA/FV Treatment Specialist

Wendy's Wonderful Kids Recruiter

Grade 8 34 Hours 1768 Child Protection Wkr - FS 59,128.82 I 62,447.05 64,855.90 I 67,329.86 I 69,902.83 I 72,578.70 I 75,361.53 I 78,255.92

Child Protection Wkr - Intake 33.4439 35.3377 36.6832 38.0825 39.5378 41.0513 42.6253 44.2624 Child Protection Wkr - Integrated Services

Children & Youth Services Wkr Children & Youth Services Wkr- Disabilities

Services

~CIALWORK ~ L½AR 2018-2019

ade[Positions

"''~tade 8 34 Hours

Connection Facilitator CPIN Trainer

Cultural Navitator[Connection Facilitator

129 Hours

After Hours Wkr

;;w,;;J',.~,-u:, 2019-2 0 2 0

s:;:;:~rade/Positions

, "TCS.rade 5 "'"Ji Sleep Shift (Rate 3) m,"2c+

!""""' !

['!;"¾ 40 Hours ,,,;;,,,,

Emergency Night Wkr Planned Support Wkr

Summer Camp Wkr

Grade 6 34 Hours

Child & Youth Court Support Wkr Child & Youth Support Wkr

Clinical Information & Disclosure Wkrl Documentation Support Wkr

Group Facilitator - Resilience Proiect

# Hrs

1768

3354

# Hrs

2860

2080

1768

Start

59,128.82 33.4439

Step 1

62,477.05 35.3377

Step 2

64,855.90 36.6832

Step 3

67,329.86 38.0825

Step4

69,902.83 39.5378

Step 5

72,578.70 41.0513

Step 6

75,361.53 42.6253

31

Step 7

78,255.92 44.2624

60,873.42 I 65,173.25 67,552.24 I 70,026.15 I 72,599.01 I 75,274.83 I 78,057.64 I 80,952.14 18.1495 19.4315 20.1408 20.8784 21.6455 22.4433 23.2730 24.1360

Start Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7

16.1848 16.7402 17.3178 17.9186 18.5433 19.1930 19.8687

44,494.74 46,083.23 47,735.17 49,453.25 51,240.18 53,098.45 55,030.98 21.3917 22.1554 22.9496 23.7756 24.6347 25.5281 26.4572

49,383.07 51,195.45 53,080.84 55,041.20 57,080.23 59,200.77 61,406.53

27.9316 28.9567 30.0231 31.1319 32.2852 33.4846 34.7322

CIAL WORK AR 2019-2020

de/Positions de 6 40 Hours

Awake Overnight Wkr

CARE Home Wkr CARE Program Foster Home Support Wkr

Casual Relief Wkr

Child & Youth Wkr

Crisis Support Wkr

Direct Care Wkr I & II Educational Wkr

School Support Wkr

Supervised Access Wkr

# Hrs 2080

34 Hours I 1768 Adoption Social Histroy Wkr

Adoption Subsidy Disclosure WKR

Adoption Wkr

Communications Wkr

ECE Resource Consulatant

Family & Community Wkr

Family Recruitment Wkr

Family Violence Treatment Specialist

Family Violence Treatment Specialist -Resilience Project

Flexible Resource /Recruitment/Kinship Wkr

Group Facilitator - Caring Dads

Kinship Services Wkr

Kin & Customary Care Wkr

Male Youth Group Facilitator

Ninoshe Pregnancy:Birth Parent Counsellor

Recruitment & Development Wkr

Start Ste 1

50,100.54 I 51,913.26 24.0868 24.9583

54,503.20 30.8276

56,520.66 31.9687

Ste 2

53,798.37 25.8646

58,618.75 33.1554

Ste 3 Ste 4

55,758.77 I 57,798.00 26.8071 27.7875

60,800.99 34.3897

63,070.39 35.6733

Step 5

59,918.35 28.8069

65,430.50 37.0082

I Step 6

62,123.98 29.8673

67,885.19 38.3966

32

I Step 7

70,437.65 39.8403

~CIALWORK t:,.~~AR 2019-2020

''.:~ade/Positions

t~rade 7 34 Hours

'"rl Research Assistant

'T'I Resource Wkr

~ SA Treatment Specialist

SA/PJ Treatment Specialist

Wendv1s Wonderful Kids Recruiter

lk Stade 8 34 Hours 'i.) African Canadian Cultural Navigator ·r::1 Child Protection Wkr -Ongoing .::1'"t Child Protection Wkr - Intake i·::t.

Child Protection Wkr - Investigation T:Z ::::1 Child Protection Wkr Integrated Services

,i'~"'"f"' Children & Youth Services Wkr Pk•••• Children & Youth Services Wkr-n)

Disabilities Services ., ,s•••+

Connection Facilitator

CNIP Trainer

Cultural Naviqator/Connection Facilitator

129 Hours

After Hours Worker

Child Protection Wkr - Intake After Hours

# Hrs Start Step 1

1768

54/503.20 56/520.66 30.8276 31.9687

1768

59,128.82 63,537.85 33.4439 35.9377

3354

60,873.42 67,185.65

18.1495 20.0315

33

Step 2 Steo 3 Step 4 Step 5 Step 6 Step 7

58/618.75 60/800.99 63/070.39 65/430.50 67/885.19 70/437.65 33.1554 34.3897 35.6733 37.0082 38.3966 39.8403

65,916.70 68,390.66 70,963.63 73,639.50 76,422.33 79,316.72 37.2832 38.6825 40.1378 41.6513 43.2253 44.8624

69,564.64 72/038.35 74/611.41 77/287.23_ 80,070.04 82,964.54

20.7408 21.4784 22.2455 23.0433 23.8730 24.7360

!~4CIAL WORK 34

0:cYn•vt....l""l.1'- ,u,u-,u,.1.

::'"'.µtade/Positions # Hrs Start Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7

~rade 5

l"rl Sleep Shift (Rate 3) 2860 16.4681 17.0332 17.6209 18.2321 18.8678 19.5289 20.2165

l ~ 40 Hours 2080

'"'J Emergency Night Wkr 45,273.49 46,889.65 48,570.50 50.318.74 52,136.86 54,027.58 55,994.02

·[) Planned Support Wkr 21.7661 22.5431 23.3512 24.1917 25.0658 25.9748 26.9202

•<•>< Summer Camp Wkr l

CVirade 6 t::J 34 Hours 1768

·.;;;1;'!: Child & Youth Court Support Wkr 50,247.21 52,091.47 54,009.75 56,004.41 58,079.15 60,236.82 62,481.12 ,;:::t. Child & Youth Support Wkr 28.4204 29.4635 30.5485 31.6767 32.8502 34.0706 35.3400 tl) Clinical Information & Disclosure Wk :t;::1 Documentation Support Wkr ,i""''f+ , ...••

Group Facilitator - Resilience Proiect •; '• ;.4,,<

40 Hours 2080

Awake Overnight Wkr 50,997.26 52,821.81 54,739.78 56,734.70 58,809.30 60,966.88 63,211.20

CARE Home Wkr 24.5083 25.3951 26.3172 27.2763 28.2737 29.3110 30.3900

CARE Program Foster Home Support Wkr

Casual Relief Wkr

Child & Youth Wkr

Crisis Support Wkr

Direct Care Wkr I & II Educational Wkr

School Support Wkr

Supervised Access Wkr

Grade 7 34 Hours 1768

Adoption Social Histroy Wkr 55,457.03 57,509.68 59,644.54 61,864.97 64,173.98 66,575.63 69,073.11 71,670.30

Adoption Subsidy Disclosure WKR 31.3671 32.5281 33.7356 34.9915 36.2975 37.6559 39.0685 40.5375

Adootion Wkr

~ciCIAL WORK 1J~:EAR 2020-2021 · '

0 6rade/Positions

1'"~tade 7

i"'~'*1 34 Hours ' >

Communications Wkr r•nr1 n::::J

ECE Resource Consulatant

Family & Community Wkr [) Family Recruitment Wkr

t"'") Family Violence Treatment Specialist

i;) Family Violence Treatment Specialist -Resilience Project

f E~l1 Flexible Resource /Recruitment/Kinship Wkr

. f:). Group Facilitator - Caring Dads

irtz Kinship Services Wkr

I'.:1 Kin & Customary Care Wkr ,t""''f+ Male Youth Group Facilitator , ..•• , :t> Ninoshe ''''*'+

Pregnancy:Birth Parent Counsellor

Recruitment & Development Wkr

Research Assistant

Resource Wkr

SA Treatment Specialist

SA/FV Treatment Specialist

Wendv's Wonderful Kids Recruiter

Grade 8

34 Hours

African Canadian Cultural Navigator

Child Protection Wkr - Ongoing

Child Protection Wkr - Intake

Child Protection Wkr - Investigations

Child Protection Wkr - Integrated Services

Children & Youth Services Wkr

# Hrs Start

1768

55,457.03 31.3671

1768

60.163.63 34.0292

35

Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7

57,509.68 59,644.54 61,864.97 64,173.98 66,575.63 69,073.11 71,670.30 32.5281 33.7356 34.9915 36.2975 37.6559 39.0685 40.5375

64,649.75 67,070.32 69,587.42 72,205.47 74,928.19 77,759.82 80,704.78 36.5666 37.9357 39.3594 40.8402 42.3802 43.9818 45.6475

~CIALWORK 36

IJ:JAR 2020-2021

# Hrs Start Ste 1 Ste 2 Ste 3 Ste 4 Ste 5 Step 6 I Step 7

34 Hours cont'd 1768 Children & Youth Services Wkr-

Disabilities Services 60.163.63 I 64,649.75 I 67,070.32 I 69,587.42 I 72,205.47 I 74,928.19 I 77,759.82 I 80,704.78 Connection Facilitator 34.0292 36.5666 37.9357 39.3594 40.8402 42.3802 43.9818 45.6475

CPIN Trainer Cultural Navi ator Connection Facilitator

129 Hours 3354 Hours Wkr

Child Protection Wkr - Intake-After Hours I 61,938.65 I 68,361.23 I 70,781.81 I 73,298.99 I 75,917.12 I 78,639.90 I 81,471.34 I 84,416.49 18.4671 20.3820 21.1037 21.8542 22.6348 23.4466 24.2908 25.1689

(!iEAR 2021-2022 ?

::Grade/Positions # Hrs Start Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 ,,.;E;rade 5 ,iy/0t>

HN>>>> Sleep Shift (Rate 3) 2860 16.7974 17.3738 17.9733 18.5968 19.2452 19.9195 20.6208

40 Hours 2080 Emergency Night Wkr 46,178.91 47,827.52 49,541.86 51,325.04 53,179.57 55,108.14 57,113.89

Planned Support Wkr 22.2014 22.9940 23.8182 24.6755 25.5671 26.4943 27.4586

Summer Camp Wkr

Grade 6

34 Hours 1768 Child & Youth Court Support Wkr 51,252.20 53,133.35 55,089.82 57,124.61 59,240.73 61,441.54 63,730.74

Child & Youth Support Wkr 28.9888 30.0528 31.1594 32.3103 33.5072 34.7520 36.0468 Clinical Information & Disclosure Wkr

Documentation Support Wkr

Group Facilitator - Resilience Proiect

~CIALWORK :J.d:AR 2021-2022

. ::~tade/Positions

t.Grade 6

rr1 40 Hours

r⇒r•1 Awake Overnight Wkr

·rl:J CARE Home Wkr

[) CARE Program Foster Home Support Wkr

Casual Relief Wkr

,1:··") Child & Youth Wkr

jt) Crisis Support Wkr

:r::1 Direct Care Wkr I & II

:t::r1 Educational Wkr ·t::t. School Support Wkr ,rl:z Supervised Access Wkr ·r••,;

!·':!!rade 7 t)J 34 Hours

t•·•·••· Adoption Social Histroy Wkr

Adoption Subsidy Disclosure WKR

Adoption Wkr

Communications Wkr

ECE Resource Consulatant

Family Community Wkr

Family Recruitment Wkr

Family Violence Treatment Specialist

Family Violence Treatment Specialist -Resilience Project

Flexible Resource /Recruitment/Kinship Wkr

Group Facilitator - Caring Dads

Kinship Services Wkr

Kin & Customary Care Wkr

Male Youth Group Facilitator

# Hrs

2080

1768

37

Start Step 1 Step 2 Steo 3 Step4 Step S Step 6 Step 7

51,996.88 53,878.24 55,834.69 57,869.34 59,985.54 62,186.38 64,475.42 24.9985 25.9030 26.8436 27.8218 28.8392 29.8973 30.9978

56,566.28 58,659.94 60,837.41 63,102.22 65,457.55 67,907.11 70,454.62 73,103.79 31.9945 31.1787 34.4103 35.6913 37.0235 38.4090 39.8499 41.3483

~dCIALWORK t},!AR 2021-2022

'.'"6°rade/Positions 1''itade 7 34 Hours cont'd 'Afr/ '>''

r"r"1 Ninoshe

t'T'I Pregnancy:Birth Parent Counsellor

t"l:::J Recruitment & Development Wkr

() Research Assistant

Resource Wkr

[") SA Treatment Specialist

() SA/FV Treatment Specialist l>?O;Y Wendy1s Wonderful Kids Recruiter fy,,,,;

t:;f;tade 8 f,,,,iz,> 34 Hours hot,

l \~

African Canadian Cultural Navigator ::,:1 J '"""'f' Child Protection Wkr - Ongoing ,,,,,

:t> Child Protection Wkr - Intake ,,,,,,,

Child Protection Wkr - Investigation

Child Protection Wkr - Integrated Services

Children & Youth Services Wkr

Children & Youth Svs Wkr- Disabilities Svs

Connection Facilitator

CPIN Trainer

Cultural Naviqator Connection Facilitator

129 Hours After Hours Wkr

Child Protection Wkr - Intake- After Hours

# Hrs Start

1768 56,566.28

31.9945

1768 61,366.82

34.7097

3354

63,177.45

18.8365

38

Steo 1 Steo 2 Step 3 Step 4 Steo 5 Steo 6 Steo 7

58,659.94 60,837.41 63,102.22 65,457.55 67,907.11 70,454.62 73,103.79

31.1787 34.4103 35.6913 37.0235 38.4090 39.8499 41.3483

65,942.69 68,411.70 70,979.19 73,649.58 76,426.75 79,314.96 82,318.79

37.2979 38.6944 40.1466 41.6570 43.2278 44.8614 46.5604

69,728.65 72,197.53 74,765.02 77,435.47 80,212.59 83,100.72 86,104.89

20.7897 21.5258 22.2913 23.0875 23.9155 24.7766 25.6723

~gFICE & CLERICAL 2018-2019 ; ~ I

,"<irade Positions #Hrs Start Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 >::G'rade 2 34 Hours 1768 :l) 26,740.47 21,511.25 28,431.21 29,321.04 30,242.11 31,195.30 32,182.02 '"'r"l 15.1247 15.5946 16.0810 16.5843 17.1053 17.6444 18.2025

'

' Grade 3 34 Hours 1768 l,,) Custodian 32,458.89 33,489.81 34,556.80 35,661.09 36,804.10 37,986.89 39,211.23

ir'''""f\ Document Imaqinq Clerk 18.3591 18.9422 19.5457 20.1703 20.8168 21.4858 22.1783 fhcccF'

; ,,,~rade 4 34 Hours 1768 \~clministrative Assistant: Family Centre 38,129.47 39,358.86 40,631.12 41,948.10 43,311.05 44,721.74 46,181.93 :::~ Property 21.5664 22.2618 22.9814 23.7263 24.4972 25.2951 26.1210

w,,Y Records & Data Entry ,;~:? Research & Innovation i ,,+tz, Resilience Project :, f) Casual Switchboard Reception ,~'.~r" CPIN Data Cleansing/Migration Clerk !,,,:, Switchboard Receptionist Li# "

1"'''" 35.25 Hours 1833

Switchboard Receptionist 39,531.21 40,805.55 42,124.91 43,490.31 44,903.37 46,365.92 47,879.79 21.5664 22.2618 22.9814 23.7263 24.4972 25.2951 26.1210

38.00 Hours 1976 Switchboard Receptionist 42,615.21 43,989.32 45,411.25 46,883.17 48,406.47 49,983.12 51,615.10

21.5664 22.2618 22.9814 23.7263 24.4972 25.2951 26.1210

Grade 5 34 Hours 1768 Accounting Clerk 43,776.21 45,203.16 46,679.97 48,208.59 49,790.77 51,428.29 53,123.10

Administrative Assistant - Adoption 24.7603 25.5674 26.4027 27.2673 28.1622 29.0884 30.0470 Administrative Assistant - Unit

Information Analyst

39

40

'dffice & Clerical 2018-2019 ,.,.,

~:~Grade Positions #Hrs Start Step 1 Step 2 Step 3 Step4 Step 5 Step 6 f ;qrade 5 34 Hours 1768 >r•1 Officer Records Disclosure 43,776.21 45,203.16 46,679.97 48,208.59 49,790.77 51,428.29 53,123.10

':T'I Process Server 24.7603 25.5674 26.4027 27.2673 28.1622 29.0884 30.0470 ,,,.,,,,,, Transportation Proqram Officer

ls. g

lw~, 39 Hours 2028 ~+·"'" Administrative Maintenance Technician 44,218.11 45,645.21 47,122.00 48,650.71 50,232.75 51,870.36 53,565.16 ,,,•OP'\>

Maintenance Technician 21.8038 22.5075 23.2357 23.9895 24.7696 25.5771 26.4128-¾

(,Grade 6 34 Hours 1768 ,,n,,Y Administrative Assistant - Legal 49,422.85 51,047.46 52,729.01 54,469.43 56,270.31 58,134.67 60,064.09 : ::::r'!: Child Benefit Administrator 27.9541 28.8730 29.8241 30.8085 31.8271 32.8816 33.9729 ,·::t. Information & Research Analvst !U

T''i 36.50 Hours 1898 :,!·••ff+ User Support Specialist 53,056.88 54,800.95 56,606.14 58,474.53 60,407.84 62,409.28 64,480.56 ,,,,,,,,,

in 27.9541 28.8730 29.8241 30.8085 31.8271 32.8816 33.9729 ••f•·•·••+

Grade 7 34 Hours 1768 Financial Analyst 56,130.11 57,952.39 59,838.31 61,790.54 63,810.83 65,901.85 68.066.06

31.7478 32.7785 33.8452 34.9494 36.0921 37.2748 38.4989

36.50 Hours 1898 Internet Support Specialist 59,118.52 61,074.79 63,099.39 65,195.16 67,364.01 69,608.77 71,932.11

Network Support Specialist -1 31.1478 32.1785 33.2452 34.3494 35.4921 36.6748 37.8989

Grade 8 36.50 Hours 1898 Network Support Specialist -2 65,206.17 67,375.58 69,620.73 71,944.45 74,349.40 76,838.82 79,415.36

34.3552 35.4982 36.6811 37.9054 39.1725 40.4841 41.8416

41 - - ~- -

".G}ade Positions # Hrs Start Step 1 Step 2 Step 3 Step4 Step 5 Step 6 -hGrade 2 34 Hours 1768

:i5 27,801.27 28,632.05 29,492.01 30,381.84 31,302.97 32,256.10 33,242.82 15.7247 16.1946 16.6810 17.1843 17.7053 18.2444 18.8025

~ 1/

-rrrade 3 34 Hours 1768

wl:::J Custodian 33,519.69 34,550.61 35,617.60 36,721.89 37,864.90 39,047.69 40,272.03 ;-JPS<~, Document Imaqing Clerk 18.9591 19.5422 20.1457 20.7703 21.4168 22.0858 22.7783

.;?;

Grade 4 34 Hours 1768 .Adlministrative Assistant: Family Centre 39,190.20 40,419.66 41,691.92 43,008.90 44,371.85 45,782.54 47,242.73 ~:) Property 22.1664 22.B618 23.5814 24.3263 25.0972 25.8951 26.7210

~ Records & Data Entry

Research & Innovation Resilience Project

[l:Z Casual Evening Reception 0

1:;::1 Casual Switchboard Reception :,~:;;r-:,CPIN Data Cleansing/Migration Clerk ,in Switchboard Receptionist -·-----•¥

35.25 Hours 1833 Switchboard Receptionist 40,631.01 41,905.68 43,224.71 44,590.11 46,003.17 47,465.72 48,979.59

22.1664 22.6818 23.5814 24.3263 25.0972 25.8951 26.7210

38 Hours 1976 Switchboard Receptionist 43,800.81 45,174.92 46,596.85 48,068.77 49,592.07 51,168.72 52,800.70

22.1664 22.8618 23.5814 24.3263 25.0972 25.8951 26.7210

Grade 5 34 Hours 1768 Accounting Clerk 44,837.01 46,263.96 47,740.77 49,269.39 50,851.57 52,489.09 54,183.90

Administrative Assistant - Adoption 25.3603 26.1674 27.0027 27.8673 28.7622 29.6884 30.6470 Administrative Assistant - Unit

Information Analyst

42

... !io19-2020

::t;j-ade Positions # Hrs Start Step 1 Step 2 Step 3 Step4 Step 5 Step 6 ~·.,,ade 5 34 Hours 1768 tmrl Officer Records Disclosure 44,837.01 46,263.96 47J40.77 49,269.39 50,851.57 52,489.09 54,183.90 r✓T·I Process Server 25.3603 26.1674 27.0027 27.8673 28.7622 29.6884 30.6470 0··r•··i Transportation Proqram Officer

+'4·

.. :} 39 Hours 2028 ·>dministrative Maintenance Technician 45,434.91 46,862.01 48,338.80 49,867.51 51,449.55 53,087.16 54J81.96

;:,·· ,,,~

Maintenance Technician 22.4038 23.1075 23.8357 24.5895 25.3696 26.1771 27.0128 k. ,.;,

1···•·,. ::Qrade 6 34 Hours 1768 •<</:/

Administrative Assistant - Legal 50,483.65 52,108.26 53,789.21 55,530.23 57,331.11 59,195.47 61,124.89 t:::1''t •fV\ Child Benefit Administrator 28.5541 29.4730 30.4241 31.4085 32.4271 33.4816 34.5729

...•.•

fo:,# 36.50 Hours 1898 ;::~f> User Support Specialist 54,195.68 55,939.75 57J44.94 59,613.33 61,546.64 63,548.08 65,619.36 •..... 28.5541 29.4730 30.4241 31.4085 32.4271 33.4816 34.5729 .. Lt

20G"rade 7 34 Hours 1765 Financial Analyst 56,130.11 57,952.39 59,838.31 61,790.54 63,810.83 65,901.85 68,066.06

31.7478 32.7785 33.8452 34.9494 36.0921 37.2748 38.4989

36.50 Hours 1898 Internet Support Specialist 60,257.32 62,213.59 64,238.19 66,333.96 68,502.81 70J47.57 73,070.91

Network Support Specialist -1 31.7478 32.7785 33.8452 34.9494 36.0921 37.2748 38.4989

Grade 8 34 Hours 1768 QA Data & Reporting Specialist 61,800.79 63,821.62 65,912.98 68,077.55 70,317.78 72,636.69 75,036.75

34.9552 36.0982 37.2811 38.5054 39.7725 41.0841 42.4416

36.50 Hours 1898 Network Support Specialist -2 66,344.94 68,514.38 70J59.53 73,083.25 75,488.21 77,977.62 80,554.16

34.9552 36.0982 37.2811 38.5054 39.7725 41.0841 42.4416

lii:FICE & CLERICAL 2020-2021 43

,J:;cl-ade Positions # Hrs Start Step 1 Step 2 Step 3 Step4 Step 5 Step 6 ' ~::~rade 2 34 Hours 1768

~l) 28,287.82 29,133.10 30,008.09 30,913.48 31,850.70 32,820.44 33,824.49 f'"'l'9 '~ 15.9999 16.4780 16.9729 17.4850 18.0151 18.5636 19.1315

¾ l

'Gtade 3 34 Hours 1768

::~~~ Custodian 34,106.31 35,155.27 36,240.99 37,364.56 38,527.55 39,731.03 40,976.76 Document Imaqinq Clerk 19.2909 19.8842 20.4983 21.1338 21.7916 22.4723 23.1769

.wi

.. J~rade 4 34 Hours 1768 1 ,.A~ministrative Assistant: Family Centre 39,876.18 41,126.86 42,421.39 43,761.54 45,148.36 46,583.62 48,069.44 () Property 22.5544 23.2618 23.9940 24.7520 25.5364 26.3482 27.1886 r::l Data & Record Data Entry t::1'"\\ Research & Innovation ::::t. Resilience Project il) Casual Evening Reception

:;::1 Casual Switchboard Reception \~:;;r·:.CPIN Data Cleansing/Migration Clerk l'.D Switchboard Receptionist f''''''Y

35.25 Hours 1833 Switchboard Receptionist 41,342.22 42,638.88 43,981.00 45,370.42 46,808.22 48,296.25 49,836.70

22.5544 23.2618 23.9940 24.7520 25.5364 26.3482 27.1886

38 Hours 1976 Switchboard Receptionist 44,567.49 45,965.32 47,412.14 48,909.95 50,459.93 52,064.04 53,724.67

22.5544 23.2618 23.9940 24.7520 25.5364. 26.3482 27.1886

Grade 5 34 Hours 1768 Accounting Clerk 45,621.65 47,073.53 48,576.33 50,131.64 51,741.10 53,407.57 55,132.07

Administrative Assistant - Adoption 25.8041 26.6253 27.4753 28.3550 29.2655 30.2079 31.1833 Administrative Assistant - Unit

Information Analyst Officer Records Disclosure

~;{22020-2021 44

Grade Positions # Hrs Start Step 1 Step 2 Step 3 Step4 Step 5 Step 6 (:~ ,,,

... "Grade 5 34 Hours 1768 .. r:>

Process Server 45,621.65 47,073.53 48,576.33 50,131.64 51,741.10 53,407.57 55,132.07 (fa Transportation Proqram Officer 25.8041 26.6253 27.4753 28.3550 29.2655 30.2079 31.1833 $ l

·• C//V ,, .. , 39 Hours 2028 ., .. :j Administrative Maintenance Technician 46,230.09 47,681.93 49,184.68 50,740.15 52,349.78 54,016.19 55,740.59

( ,. Maintenance Technician 22.7959 23.5118 24.2528 25.0198 25.8135 26.6352 27.4855

? ···Grade 6 34 Hours 1768

;:. ,) Administrative Assistant - Legal 51,367.12 53,020.20 54,731.09 56,501.92 58,334.45 60,231.34 62,194.53 :z Child Benefit Administrator 29.0538 29.9888 30.9565 31.9581 32.9946 34.0675 35.1779

"'" ' 36.50 Hours 1898

,::: ri User Support Specialist 55,144.11 56,918.74 58,755.44 60,656.47 62,623.75 64,660.12 66,767.65 L. 29.0538 29.9888 30.9565 31.9581 32.9946 34.0675 35.1779

(.l ¥ V&fa .xGrade 7 34 Hours 1765 ::::: ~> Financial Analyst 57,112.41 58,966.51 60,885.50 62,871.85 64,927.50 67,055.11 69,257.33 t', t 32.3034 33.3521 34.4375 35.5610 36.7237 37.9271 39.1727 .... f••>

36.50 Hours 1898 Internet Support Specialist 61,311.85 63,302.29 65,362.38 67,494.78 69,701.58 71,985.64 74,349.78

Network Support Specialist -1 32.3034 33.3521 34.4375 35.5610 36.7237 37.9271 39.1727

Grade 8 34 Hours 1768 QA Data & Reporting Specialist 62,882.28 64,938.46 67,066.43 69,268.83 71,548.31 73,907.70 76,349.84

35.5669 36.7299 37.9335 39.1792 40.4685 41.8030 43.1843

36.50 Hours 1898 Network Support Specialist - 2 67,505.98 69,713.35 71,997.78 74,362.12 76,809.21 79,342.09 81,963.80

35.5669 36.7299 37.9335 39.1792 40.4685 41.8030 43.1843

~::8FFICE & CLERICAL 2021-2022 45

s"":°" 9 •• :Grade Positions # Hrs Start Steo 1 Steo 2 Steo 3 Step4 Step 5 Step 6 \,,,,, wGrade 2 34 Hours 1768

( f;j 28,853.58 29,715.84 30,608.15 31,531.75 32,487.71 33,476.90 34,500.93 16.3199 16.8076 17.3123 17.8347 18.3754 18.9349 19.5141

~ ? °">(M, "'C:,rade 3 34 Hours 1768 +s• (] Custodian 34,788.45 35,858.40 36,965.70 38,111.89 39,298.04 40,525.57 41,796.40

( , ... Document Imaqinq Clerk 19.6767 20.2819 20.9082 21.5565 22.2274 22.9217 23.6405 ;/

Grade 4 34 Hours. 1768

~= ) .. dministrative Assistant: Family Centre 40,673.55 41,949.51 43,269.86 44,636.70 46,051.27 47,515.35 49,030.88 l Property 23.0054 23.7271 24.4739 25.2470 26.0471 26.8752 27.7324 ... Records & Data Entry ' ""''

W✓<

1'"t Research & Innovation ~;:: L. Resilience Project

C1J Casual Switchboard Reception •... ? CPIN Data Cleansing /Migration Clerk , ..•

•?'•· r,r•: Switchboard Reception

ri ..•.. I••• 35.25 Hours 1833 Switchboard Receptionist 42,168.90 43,491.77 44,860.66 46,277.75 47,744.33 49,262.24 50,833.49

23.0054 23.7271 24.4739 25.2470 26.0471 26.8752 27.7324

38.00 Hours 1976 Switchboard Receptionist 45,458.67 46,884.75 48,360.43 49,888.07 51,469.07 53,105.40 54,799.22

23.0054 23.7271 24.4739 25.2470 26.0471 26.8752 27.7324

Grade 5 34 Hours 1768

Accounting Clerk 46,533.94 48,014.99 49,547.85 51,134.27 52,776.21 54,475.79 56,234.78 Administrative Assistant - Adoption 26.3201 27.1578 28.0248 28.9221 29.8508 30.8121 31.8070

Administrative Assistant - Unit Information Analyst

!;:!1020-2021 46

·.,.Grade Positions # Hrs Start Step 1 Step 2 Step 3 Step4 Step 5 Step 6 . ·::I,i·rade 5 34 Hours 1768 ·[l) Officer Records Disclosure 46,533.94 48,014.99 49,547.85 51,134.27 52,776.21 54,475.79 56,234.78 r'"'rl Process Server 26.3201 27.1578 28.0248 28.9221 29.8508 30.8121 31.8070 r'T'l Transportation Proqram Officer C•crvc•c

',,,.~ 39 Hours 2028 rJdministrative Maintenance Technician 47,154.65 48,635.70 50,168.46 51,754.97 53,396.83 55,096.50 56,855.39

Maintenance Technician 23.2518 23.9821 24.7379 25.2502 26.3298 27.1679 28.0352

;:.Jrade 6 34 Hours 1768

;::t, Administrative Assistant - Legal 52,394.50 54,080.64 55,825.84 57,632.03 59,501.16 61,436.06 63,438.49 Child Benefit Administrator 29.6349 30.5886 31.5757 32.5973 33.6545 34.7489 35.8815

V

i,,,Jz,•• 36.50 Hours 1898 c.., ..

JI User Support Specialist 56,247.04 58,057.16 59,930.49 61,869.68 63,876.24 65,953.41 68,103.09 t::1 29.6349 30.5886 31.5756 32.5973 33.6545 34.7489 35.8815 , ......•

fll&rade 7 34 Hours 1768 , .......... Financial Analyst 58,254.54 60,145.95 62,103.30 64,129.25 66,226.10 68,396.14 70,642.38

32.9494 34.0192 35.1263 36.2722 37.4582 38.6856 39.9561

36.50 Hours 1898 Internet Support Specialist 62,537.96 64,568.44 66,669.72 68,844.64 71,095.66 73,425.27 75,836.68

Network Support Specialist -1 32.9494 34.0192 35.1263 36.2722 37.4582 38.6856 39.9561

Grade 8 34 Hours QA Data & Reporting Specialist 1768 64,140.03 66,237.24 68,407.81 70,654.23 72,979.33 75,385.93 77,876.86

36.2783 37.4645 38.6922 39.9628 41.2779 42.6391 44.0480

36.50 Hours 1898 Network Support Specialist -2 68,856.21 71,107.62 73,437.80 75,849.39 78,345.45 80,929.01 83,603.10

36.2783 37.4645 38.6922 39.9628 41.2779 42.6391 44.0480

\..

47

Student Rate

Students employed during the school vacation period (March Break, Summer, and the Christmas, New Year's periods) will be paid at 60 % of the start rates of pay for the applicable classification as established by the wage rate paid in Schedule "A" as attached to this collective agreement, but in no event will that wage rate be less than the minimum rate of pay as established by the provincial government. Should an employee perform the full range of duties of the classification he/she shall be paid at the start rate for the applicable classification

SCHEDULE B ~ SICK LEAVE CREDITS

Does not apply to casual or temporary employees.

SCHEDULE C - KILOMETRIC RATES

Mileage reimbursement

Effective April 1, 2018 - $0.50/km

Effective April 1, 2020 - $0.52/km

Effective April 1, 2021 - $0.53/km

RENEWED at Kitchener this ,ott-- day of __ ~YYk~rrh~--- 2020.

FOR THE ONTARIO PUBLIC SERVICE EMPLOYEES UNION:

FOR FAMILY & CHILDREN'S SERVICES OF THE WATERLOO REGION

48

49 Letter to Pat Honsberger OPSEU (Local 258)

Re: Examination of Hours of Work Project at Family & Children,s Services of Waterloo Region

During the 2005 round of collective bargaining negotiations the parties discussed the Employer's Hours of Work Committee project regarding the examination of hours of work at the Employer. The Committee was established to examine how the Employer can optimize its hours of operation in order to:

1. Provide a convenient and responsive service to clients;

2. Minimize the amount of overtime required by staff;

3. Ensure a flexible response to service demands and

4. Utilize existing human resources in the most efficient and effective manner possible.

If it becomes the Employer's intention to extend service into the evening hours, the Employer will first consult with the Union prior to implementation.

Should the Employer decide to alter its current practice with respect to hours of work as a result of the above-noted project, after having consulted with the Union, the Employer will continue with its past practice of first seeking volunteers from among existing employees to staff new schedules, if any, that may be developed.

LETTER OF UNDERSTANDING #1 AFTER HOURS WORKERS - PUBLIC HOLIDAYS

(Office & Clerical)

BElWEEN

THE ONTARIO PUBLIC SERVICE EMPLOYEES UNION AND ITS LOCAL 258

(hereinafter referred to as the Union)

- and-

FAMILY & CHILDREN'S SERVICES OF THE WATERLOO REGION (hereinafter referred to as the Employer)

AFTER HOURS WORKERS - PUBLIC HOLIDAYS

50

1. The Employer agrees to the request that After Hours workers be permitted to take off a public holiday which they are scheduled to work, with the following provisions: that the Employer is able to schedule alternative coverage, and that the request is received at least two (2) weeks in advance of the date requested. While the Employer recognizes that the After Hours schedule makes taking one (1) day off in the middle of the schedule difficult, we cannot agree to approving coverage of partial shifts.

2. When After Hours staff take off a public holiday, the vacation hours deducted are equivalent to that of their regular shift and should not require that they use an extra eight hours of vacation time.

3. The Employer will compensate After Hours staff for a standard eight (8) hours on a public holiday, regardless of whether the staff member performs active hours or not. There would then be no further requirement for any additional compensation on a public holiday. This offer would apply only to the After Hours staff working on a public holiday.

4. Subject to agreement between Management and the Union, comp time for After Hours staff will be prorated such that seven (7) hours of comp time for a frontline Intake Worker will be equal to that of fourteen (14) hours for an After Hours worker. The existing comp time balances and comp time earned after January 2007 will be calculated using this formula.

5. Sick time will continue to be earned at twelve point nine (12.9) hours per day and taken back at twelve point nine (12.9) hours per day as per the Collective Agreement.

51 6. Vacation is accrued at twelve point nine (12.9) hours per day and deducted

as per the scheduled hours of work.

Renewed at Kitchener this JO#-day of _ __,_fn~~.._rr~k ____ ., 2020.

For the Ontario Public Service Employees Union

ti

For the Family & Children 1s Services of the Waterloo Region

~

LETTER OF UNDERSTANDING #2 HOURS OF WORK PROJECT

BETWEEN

THE ONTARIO PUBLIC SERVICE EMPLOYEES UNION AND ITS LOCAL 258

(hereinafter referred to as the Union)

- and -

FAMILY & CHILDREN'S SERVICES OF THE WATERLOO REGION (hereinafter referred to as the Employer)

52

During the 2005 round of collective bargaining negotiations the parties discussed the Employer's Hours of Work Committee project regarding the examination of hours of work at the Employer. The Committee was established to examine how the Employer can optimize its hours of operation in order to:

1. Provide a convenient and responsive service to clients;

2. Minimize the amount of overtime required by staff;

3. Ensure a flexible response to service demands

and

4. Utilize existing human resources in the most efficient and effective manner possible.

If it becomes the Employer's intention to extend service into the evening hours, the Employer will first consult with the Union prior to implementation.

Should the Employer decide to alter its current practice with respect to hours of work as a result of the above-noted project, after having consulted with the Union, the Employer will continue with its past practice of first seeking volunteers from among existing employees to staff new schedules, if any, that may be developed.

LETTER OF UNDERSTANDING #2

Renewed at Kitchener this /'O {)--day of _--+-~-'----f'<'-'-r;...IC&)_,__ ___ _,, 2020.

For the Ontario Public SeNice Employees Union

For the Family & Children's SeNices of the Waterloo Region

53

LETTER OF UNDERSTANDING #3 HARASSMENT (Qffice & Clerical)

BETWEEN

THE ONTARIO PUBLIC SERVICE EMPLOYEES UNION AND ITS LOCAL 258

(hereinafter referred to as the Union)

- and -

FAMILY & CHILDREN'S SERVICES OF THE WATERLOO REGION (hereinafter referred to as the Employer)

HARASSMENT

Definitions: Harassment can take several forms, including sexual, racial and bullying.

54

Bullying is any incident in which a person is abused, threatened or assaulted in circumstances related to work. Bullies may scream or yell, publicly humiliate, and undermine others. They may control the resources the employee needs and set the person up to fail. Verbal bullying can include constant personal verbal assaults, name calling, belittling, over-zealous attention to minor details, and constant attempts to destroy the employee's confidence. The bully may also try to damage the employee's reputation and manipulate the impression others have of the employee.

Racial harassment can include unwelcome remarks, jokes, insults, innuendoes or taunting about a person's racial or ethnic background, colour, place of birth, citizenship or ancestry. It can also be the displaying of racist, derogatory or offensive material or refusing to work or converse cooperatively with one or more employees because of their racial or ethnic backgrounds.

Sexual harassment can include subjecting another person to an unsolicited act of physical intimacy, making demands or requests (whether directly or by implication) for sexual favours from the other person or engaging in any other unwelcome conduct of a sexual nature, including telling jokes or displaying offensive materials.

When You Experience Harassment:

1. Tell the person to stop what they are saying or doing.

2. Keep a record of what has happened and who was involved. Record the dates, times, locations, witnesses, any threats and your responses.

3. Report the incident immediately to your Supervisor.

4. If your Supervisor cannot be approached (for example, if the Supervisor is the harasser), report immediately to another authority, such as:

Senior Manager Director of Client Services Executive Director Co-Chairs of the Joint Occupational Health and Safety Committee Union President or Steward

Choose the individual to whom you feel most comfortable reporting.

5. Complete an Incident Report Form.

55

6. The Executive Director will assign responsibility for investigating the situation. The investigation involves interviewing the complainant the alleged harasser and others who may provide information. All information is documented and kept strictly confidential. Generally the investigation will be completed within 30 days.

7. At the Executive Director's discretion, appropriate measures will be put in place during the investigation to ensure that it can be completed without discrimination or influence and that the rights of all parties are protected. This may require bringing in an outside investigator, re-locating staff, etc.

8. If there is evidence of harassment, disciplinary measures will be taken as appropriate.

9. If the complaint cannot be substantiated, no documentation of the complaint will be place din the employee's file.

The Union President will be advised of any complaint which proceeds to an investigation and the results of the investigation.

LETTER OF UNDERSTANDING #3

Renewed at Kitchener this /-0 ft-day of __ ~~r_ch ____ _, 2020.

For the Ontario Public Service Employees Union

For the Family & Children's Services of the Waterloo Region

56

LETTER OF UNDERSTANDING #4 HEALTH & WELFARE

Between:

Family and Children's Services of the Waterloo Region ("the Employer11

)

- and -

O.P.S.E.U. and its Local 258 ("the Union")

ARTICLE 26.01 - HEALTH AND WELFARE

It is understood that the "master contract" is inclusive of the following amendments:

Extended Health

57

• Eligible Drugs are amended from prescribed to "only drugs that legally require a prescription 11

•

• Annual paramedical services maximum are reduced from $300 to $250 (for Chiropractor, etc.)

• The coverage for Counselling / Social Work / Psychologist coverage will be increased from $250/yr to $750/yr.

• Effective November 1, 2002, The Dispensing fee cap will increase to $ 8. per prescription.

• Massage therapy benefit is increased to $500 per calendar year with no per visit maximum. All other paramedical practitioners coverage remains the same,

• New full-time complement staff shall become eligible for benefits coverage upon completion of three (3) months service with the Employer.

• Smoking cessation products are removed from the plan.

• For staff with spouses employed and having access to comparable benefits as those offered under the Employer's plan, the parties will encourage employees to transfer their family coverage to their spouse's plan in order to reduce the claims volume for the Employer's plan.

• The parties will encourage employees to ask for generic drugs when available as an alternative to "brand name" drugs.

• Semi-private hospital coverage is removed from the plan.

58

• Travel assists benefit is capped at 60 days.

• Travel assist benefit is capped at 60 days.

The vision care benefit for full-time office and clerical employees shall be $250.00 every twenty-four (24) months effective January 1, 2009. Effective April 1, 2009 - $275.00/2 years. Effective April 1, 2010 - $300. Add one (1) eye exam to a maximum of $80.00 every twenty four (24) months.

• Dental

• Frequency of recall exams, x-rays, cleanings, and fluoride treatments is reduced to once every nine (9) months.

• Amend the fee schedule to one (1) year behind the current year.

• For staff with spouses employed and having access to comparable benefits as those offered under the Employer's plan, the parties will encourage employees to transfer their family coverage to their spouse's plan in order to reduce the claims volume for the Employer's plan.

• New full-time complement staff shall become eligible for benefits coverage upon completion of three (3) months service with the Employer.

• Dental benefits are capped at $2,500.00 per year,

• Orthodontics $2,000.00 lifetime maximum; 50/50 co-pay

At the end of the second year of the Collective Agreement the Employer and the Union will meet to compare the actual cost of the orthodontic benefits to the actual savings to the Employer of the imposition of a lifetime maximum of $2,500.00 on the general dental benefit to determine if any adjustments are warranted.

LETTER OF UNDERSTANDING #4

Renewed at Kitchener this /0{'-,day of _ __,/V1'----=-'tJ,"--"(oh-'-+------t' 2020.

For the Ontario Public Service Employees Union

~

For the Family & Children's Services of the Waterloo Region

59

60 LETTER OF UNDERSTANDING #5 LABOUR ADJUSTMENT PLAN

Between:

Family and Children's Seivices of the Waterloo Region ("the Employer")

- and -

O.P.S.E.U. and its Local 258 ("the Union")

LABOUR ADJUSTMENT PLAN

The parties, having discussed the situation of employees who are laid-off by the Employer, have reached an understanding that a separate Labour Adjustment Plan will not be included in this Collective Agreement.

As an alternative, however, the Employer agrees to develop and provide to affected employees an information package which summarizes relevant sections of the Collective Agreement (including the lay-off and recall provisions), and of the Employer's Human Resources Policy & Procedure, and which includes references to other related legislation.

Renewed at Kitchener this lt[fl-. day of _~v1'].__....,a~~-----_,, 2020.

For the Ontario Public Seivice Employees Union

For the Family & Children's Seivices of the Waterloo Region

LEITER OF UNDERSTANDING #6 LEGAL EXPENSE

LEGAL EXPENSE

POLICY DETAIL

Between Family and Children's Services

of the Waterloo Region ("the Employer")

- and -

O.P.S.E.U. and its Local 258 Temporary & Casual Employees ("the Union")

61

The Insurer agrees with the Insured, named in the DECLARATIONS made a part hereof, in consideration of the payment of the premium and subject to the limitations, terms and conditions of this part of the Policy and any endorsements attached hereto:

INSURING AGREEMENTS I. INSURING AGREEMENT:

To pay on behalf of the Insured up to ninety (90%) of the legal fees including disbursements incurred by any Insured (as defined herein) in defence of a charge laid for an alleged offence under any Act (as defined herein). However, this coverage will terminate upon:

1) a finding of guilt under said Act,

2) a pleading of guilt under said Act.

This insurance shall apply only if the proceedings commence after the effective date of the Policy and only in respect of the proceedings against an Insured, in the performance of his/her duties as such.

II. DEFINITIONS (a) INSURED means the named Insured stated in the DECLARATIONS and

also the following Additional Insureds while performing their duties for or in association with the Named Insured:

Any current or former Board Member, Officer, Employee, Volunteer, or Foster Parent.

(b) CLAIM is defined as all legal fees including disbursements arising out of the initial and subsequent proceedings pertaining thereto.

(c) ACT: The word ACT contained in the Insuring Agreements means:

62 (A) Criminal Code of Canada

(B) Any Provincial Statute with the Exception of: The Highway Traffic Act ( or similar designation).

III. EXCLUSIONS: This insurance does not apply to any fines or penalties.

Should the insurance provider the Employer is currently utilizing stop offering the coverage, the Employer will discuss options with the Union, but the Employer will not be obligated to provide legal expense coverage.

Renewed at Kitchener this ~ day of ___ ~~/i~t _____ 2020.

FOR THE ONTARIO PUBLIC SERVICE EMPLOYEES UNION:

t6 FOR FAMILY & CHILDREN'S SERVICES OF THE WATERLOO REGION

63 LETTER OF UNDERSTANDING #7 NEW JOB CLASSIFICATIONS

Between:

Family and Children's Services of the Waterloo Region ("the Employer")

- and -

O.P.S.E.U. and its Local 258 ("the Union")

NEW JOB CLASSIFICATIONS

~

here a new job classification is created or an existing job is significantly changed, the mp)oyer may set and adjust a rate(s) on a six (6) (if applicable) step grid for the osition. This shall be done in consultation with the union.

Prior to the setting of the rate(s), the Employer and the union will meet, if the union so requests, to discuss how the rate(s) was arrived at. In the event that the union disagrees with the rate, the matter may be the subject of a policy grievance (not an individual grievance) and, if necessary the grievance may be processed to arbitration.

Renewed at Kitchener this ~ day of rvhrch. , 2020.

For the Ontario Public Service Employees Union

~

For the Family & Children's Services of the Waterloo Region

VOLUNTEERS

LETTER OF UNDERSTANDING #8 VOLUNTEERS

Between:

Family and Children's Services of the Waterloo Region ( 11the Employer11

)

- and -

O.P.S.E.U. and its Local 258 ("the Union")

64

The parties, having discussed the use of volunteers during the 2005 collective bargaining negotiations, have reached the following understanding:

The Employer does not intend to use volunteers to displace members of the bargaining unit or to permanently replace the primary functions of bargaining unit members who leave the Employer. This statement of intent is subject to any severe funding reduction beyond the Employer's control. Rather, the Employer intends to continue to use volunteers as a complimentary resource in addition to the Employer's regular staff.

Nothing in this letter relieves the Employer of its obligation to post vacancies under the provisions of Article 16.

Renewed at Kitchener this lO~ day of __ 'f/'a-'-""-"'n......,l"--=---"-___ ______,, 2020.

For the Ontario Public Service Employees Union

For the Family & Children's Services of the Waterloo Region

65 LETTER OF UNDERSTANDING #9 WEEKEND WORK

BETWEEN

THE ONTARIO PUBLIC SECTOR EMPLOYEES UNION AND ITS LOCAL #258

(hereinafter referred to as the Union) - and-

FAMILY & CHILDREN'S SERVICES OF THE WATERLOO REGION (hereinafter referred to as the Employer)

WEEKEND WORK

There is recognition from the Union and the Employer that there may be times when circumstances require a staff member to work outside of the normal working hours, as defined by the Collective Agreement.

The Employer supports the need to balance the needs of our clients with those of our employees. Appointments with families will be scheduled according to the following preferred schedule-

• Monday - Friday, during normal working hours

• Monday -Thursday, during evening hours

• Friday evenings, Saturdays and Sundays

All weekend work must be approved in advance by the supervisor, in consultation with the staff member and should only occur in exceptional circumstances. Supervisory approval to work weekend hours should only be given in those circumstances where the activity is client driven and cannot be scheduled during normal working hours.

The following are examples of situations which may require a staff member to work on a weekend:

• Court ordered access visits where the order directs that the visits must be on a Saturday and/or Sunday and must be provided outside the Supervised Access Program.

• Family Group Decision Making meetings, Aboriginal Alternative Dispute Resolution meetings, Child Protection Mediation meetings, Family Finding meetings.

The following criteria provide guidelines for employees and supervisors to consider when agreeing to and approving weekend hours for family meetings.

11 The meeting includes people travelling from out of town

11 The family would put their source of income in jeopardy if they were to attend a meeting during working hours.

11 A child/youth with a vulnerable academic placement is unable to miss school during the day and must be in attendance at the meeting.

66

11 The facilitator is not replaceable and is not available during working hours

11 A child is in care or at risk of coming into care and key decision makers in the family are unable to attend except outside of office hours

Should Management consider a change to this policy, consultation will take place with the Union sixty (60) days prior to the implementation of a new policy. Under this policy or any amended/changed policy which may be introduced by the Employer, if a worker is directed in writing and in advance by his/her supervisor/manager to work between the hours of 4:00 p.m. Friday and 8:30 a.m. Monday, the worker will be paid at the rate of time and one-half (1 ½) their regular hourly rate for all hours worked in between those hours. Approval cannot be requested and/or obtained after the work has been done.

Renewed at Kitchener this lO""" day of _~tfurrh~~~---- 2020.

FOR THE ONTARIO PUBLIC SERVICE EMPLOYEES UNION:

FOR FAMILY & CHILDREN1S SERVICES OF THE WATERLOO REGION

67 LETTER OF UNDERSTANDING #10 WELLNESS STRATEGY

Between:

Family and Children's Services of the Waterloo Region ("the Employer")

- and -

O.P.S.E.U. and its Local 258 ("the Union")

WELLNESS STRATEGY

The parties are committed to creating a workplace culture that supports wellness of all individuals working within the child welfare sector and agree that nurturing and caring for ourselves and one another are fundamental to the creation of an environment that enables quality service to children, youth and families.

Therefore, a Heath Spending Account will be provided subject to the following conditions:

Year 1 -

Year 2 -

Year 3 -

Year 4 -

$1,000.00

$1,000.00

$1,000.00

$1,000.00

The account would pay for CRA eligible expenses above benefit plan entitlements and may not be used to substitute for existing plan coverage.

i) have a one (1) year roll-over consistent with CRA rules may be accumulated in a health spending account

ii) facilitate employees to self-direct their wellness options and would be non­taxable as per CRA rules

iii) be administered by the respective Employers' benefits providers in accordance with the terms and conditions of their plans

iv) be subject to CRA rules and requirements, including its definitions regarding eligible expenses, attached hereto

v) effective in years three (3) and four ( 4)

LETTER OF UNDERSTANDING #10

Renewed at Kitchener this J~ day of __ (V)_____._._a/~1~~----' 2020.

For the Ontario Public Service Employees Union

For the Family & Children's Services of the Waterloo Region

68

69 LETTER OF UNDERSTANDING #11 WORKER SAFETY

(Office & Clerical)

BETWEEN

THE ONTARIO PUBLIC SERVICE EMPLOYEES UNION AND ITS LOCAL 258

(hereinafter referred to as the Union)

- and-

FAMILY & CHILDREN'S SERVICES OF THE WATERLOO REGION (hereinafter referred to as the Employer)

During the collective bargaining negotiations the parties discussed the Worker Safety Study conducted by S.P.R. Associates and the recommendations published in July 2014.

"A Standing Sub-committee of the Joint Health and Safety Committee will be established to deal with issues of worker safety. There shall be four ( 4) members of management and four ( 4) representatives in total from the three (3) bargaining units on the Committee. The Sub-Committee's ongoing responsibility will be to review current policies and procedures related to staff safety and security in light of the recommendations of the S.P.R. report and to develop recommendations to be submitted to the Joint Health and Safety Committee to ensure that the safety and security of every staff continues to be an organizational priority.

Renewed at Kitchener this l~ day of tVk~ , 2020.

For the Ontario Public

Setvice Employees~ For the Family & Children's Services of the Waterloo Region

~~ )

70 LETTER OF UNDERSTANDING #12 WORKLOAD MANAGEMENT PROCESS

BETWEEN

THE ONTARIO PUBLIC SECTOR EMPLOYEES UNION AND ITS LOCAL #258

(hereinafter referred to as the Union)

- and-

FAMILY & CHILDREN'S SERVICES OF THE WATERLOO REGION (hereinafter referred to as the Employer)

WORKLOAD MANAGEMENT PROCESS

Principles:

1. The Employer and the Union are committed to maintaining a workplace that demonstrates a sincere and continuing interest in the Individual and collective well-being of all staff and recognizes the inherent worth of every employee. The Employer recognizes that the issue of workload is of serious concern to bargaining unit members.

2. The Employer and the Union recognize it is the Employer's responsibility to provide services through employees in accordance with the Child and Family Services Act and current Ministry standards.

3. There is an expectation placed on the Employer by the Ministry of Children and Youth Services to deliver the required services and to meet the required standards within the resources allocated to it by the Ministry of Children and Youth Services and in accordance with the Accountability Agreement. The level of resource allocation can fluctuate depending on a variety of factors within the funding mechanism and the Accountability Agreement.

4. The Employer and the Union recognize that workload can fluctuate, and that it is therefore important to review workload levels on a regular basis with the goal of maintaining these at a fair and reasonable level.

5. The Employer and the Union recognize that fluctuations in workload may result from a variety of factors, for example: incomplete staff complement necessitating coverage of caseloads and other responsibilities by other staff (this can result from vacancies as well as from sick leaves and short-term leaves of absences and training), sudden increases in demand for service, and difficulties in maintaining workflow and throughput.

6. The Employer and the Union recognize that the most available approaches to

71 managing workload are those which lie within the control of the parties and therefore agree to cooperate and collaborate through the Joint Workload Committee in seeking appropriate strategies to maintain fair and reasonable workloads.

7. The Employer and the Union recognize that the workload of employees comprises a variety of different activities and that no single measure alone ( e.g. number of cases carried) can be used to adequately assess workload levels for all employees alike. The parties, therefore, recognize that it is the responsibility of the Employer to determine the relative weight of activities other than direct casework, (e.g. group leadership) when comparing the workload of employees.

8. The Employer and the Union acknowledge the value of working collaboratively to identify and address workload issues.

Definition:

Active Cases: Where a case has been approved for closure by the supervisor, after 45 days from the time of the supervisor's approval the case will not be included in caseload counts. The Employer's expectation is that all case recording for case closure will be completed within 30 days from the supervisor's approval for closure. Supervisors will review recording within 15 days. If the supervisor does not approve the recording, the case will remain open until it is approved for closure.

General Practices:

The Employer undertakes to utilize a variety of methods, as appropriate, in an ongoing effort to manage workload effectively. The methods may include, but are not limited to:

(a) A practice of prospective hiring that includes strategies such as staffing above complement in anticipation of the vacancy rate, volume increase, and program expansions. Attempts will be made to recruit in advance of known vacancies to assist with training requirements and caseload transfers.

(b) A practice of flexible deployment of staff in response to exceptional workload pressures.

(c) Assigning c·ases based on distribution of workload, the needs of the team, the individual's skill level and experience, current workload and anticipated workload fluctuations. This may involve any or all of the following factors: ► The complexity and risk level of cases, including court activity ► Supported family time commitments and Family Group

Conferencing

72 ► Other case work responsibilities ► Group leadership commitments ► Commitments to community/inter- Employer committees and

Boards ► Public education commitments and training/development

responsibilities ► Travel time related to service ► Team coverage requirements ► Number of staff at work on the team(allowing for vacancies,

vacations, leaves of absence, sickness training etc)

The above list is not an exhaustive list.

( d) Ensuring regular supervision.

(e) Affording employees vacating their positions reasonable opportunity to complete any documentation requirements prior to leaving.

(f) Any other factors as determined by the Joint Workload Committee.

Staff Capacity and Maintenance of Capacity:

The Employer is committed to delivering the highest standard of service to children and families possible within the funding allocated. Since most service is delivered through the Employer's employee's, the Employer is committed to maintaining staff complement in all functions at levels commensurate with such a standard of service and possible within the funding allocation.

Since the factor that most rapidly and adversely impacts the workload of individual staff is the occurrence of vacancies or leaves, in keeping with the General Practices described earlier, the Employer will adopt a variety of prospective hiring practices in order to maintain the staff complement at as complete a level as possible on a consistent basis. The Employer will also maintain some flexibility in the deployment of staff resources, such that some capacity exists to redirect staff resources internally at times of exceptional workload pressure.

Through the Joint Workload Committee, the Employer will share with the Union the current service volume and funding forecast and the resulting Bargaining Unit staff complement levels. The Employer will also share with the Union information regarding longer-term service trends, caseload/workload levels, status of current staff complement and the status of its hiring and flexible staff deployment practices.

Workload Reviews:

Workload reviews may be initiated by in one of two ways

1. 73

Individual Workload Review (a) In the event a worker's caseload exceeds the Workload Review trigger, as

specified below, a workload review will automatically be initiated by the supervisor or designate, within three (3) working days at Step 2 of the Review process as detailed below.

Function Workload Review Trigger

Intake 12 new cases/month 16 cases total

Onqoinq Family Service 19 cases Generic Family Service 17 cases Children In Care 19 cases Children in Care Crown Ward 19 cases Kinship Service Worker - Assessor 14 cases Kinship Service Worker - Ongoing 20 cases Recruitment (Home studies in progress / 10 cases plus training Inquiries/ Traininq/Pride)

Foster Care Resource Worker 30 cases Adoption (Adopt Prep/Foster Home Waiting/CIC/AP) 60 cases ( combined)

(b). Employee Initiated Reviews: In an effort to address equitable distribution of workload issues, an employee may request a workload review by his/her Supervisor in accordance with the following procedure commencing at Step 1 as detailed below. An employee may request a workload review even if they have a caseload below the automatic trigger.

2. Systemic Workload Review Initiated by the Employer This will include monitoring of service volumes and staff complement, internal and external environment including the funding environment and a review of themes and trends as identified by the Joint Workload Review Committee.

PROCESS FOR INDIVIDUAL WORKLOAD REVIEWS

Step 1.

Step 2.

To distinguish between a workload review and an informal discussion about workload between an employee and his/her Supervisor, the request for a workload review must be in writing outlining specific issues.

The meeting between the Supervisor and employee will be held within three (3) working days of the Employee's request or the Supervisor's notification. The purpose of the meeting is to assess whether there is a workload problem, and if so, to develop a plan to address workload issues. Whether a plan is devised or not, the notice that a meeting has occurred will be forwarded to the Joint Workload Committee

The plan will be in writing and signed by all parties with a copy to the

Step 3.

Step 4.

74 appropriate Senior Manager and the Joint Workload Committee.

If the issue cannot be resolved at Step 2, the Supervisor will refer the matter to the appropriate Senior Manager who will convene a meeting with the employee and his/her Supervisor in order to review the matter. The Senior Manager will provide a written response to both the Supervisor and the employee within ten (10) working days, with a copy to the JWC.

Thirty (30) days following the development of an agreeable plan, the Senior Manager will follow up with the supervisor and the worker to assess whether the plan has addressed the workload issue.

Joint Workload Committee:

The Employer and the Union agree to review workload issues through the following means:

Joint Workload Committee:

(a) The parties agree to the establishment and maintenance of a Joint Workload Committee (JWC) in the workplace.

(b) The purpose of JWC is to consider systemic workload issues relating to front line employees and, where appropriate, make recommendations to the Senior Management Team regarding the causes and potential resolutions to systemic workload pressures. The JWC will report to the Senior Management Team on an annual basis or at the request of the JWC. The Senior Management Team will provide a formal response within 35 working days to any recommendations put forward by the JWC. Should a recommendation made to the Senior Management Team not be implemented, the reasons for that decision will be provided to the JWC and the JWC will revisit the issues that led to the recommendation.

N.B.: It is not a role of the JWC to become involved in the Employer or employee initiated workload review processes described above. The Employer will provide the Joint Workload Committee with available information relating to the status of staff complement, services trends, average caseloads on each team, numbers of Employee or Employer Initiated workload assessments, an outline of the issues involved in the assessments and the resolutions instituted.

(c) The JWC will be comprised of a total of ten (10) members: five (5) representatives from the Union of whom one (1) shall be from the Office and Clerical bargaining unit, and five (5) representatives from

75 the Employer. The Committee shall be chaired by a management or union representative on an alternating basis.

(d) The JWC shall meet quarterly for a maximum of four (4) hours per quarter. Such time will be considered as time worked.

( d) Grievances:

It is agreed and understood that any grievances arising out of this Letter of Understanding shall be limited to failure to comply with the Workload Review process specifically outlined in this Letter of Understanding.

Staff Complement

Staff Complement Funded from Salary Line Sept 2005 Total

Direct Services - Protection

Intake 46

Ongoing 60

Protection Support 19.30

Supervisors 23.50

Sub Total 148.80

Direct Services Residential

Children's Services Workers 27

Child & Youth Support Workers 3

Foster Care Workers 14

Adoption 6

Other Child Welfare

Supervisors 8.20

Sub Total 58.20

Staff Compliment continued

Staff Complement Funded from Salary Line Sept 2005 Total

Legal Counsel 8

Other Child Welfare - Legal Mentors 0

Administrative Support 13

Coordinator of Legal Services 1

Sub Total 22

Program Support (Minus Legal) 34.15

Central Administration 36

Sub Total 70.15

Grand Total 299.15

Renewed at Kitchener this )Oft,-day of _~W}a-=-+-ab~----- 2020.

FOR THE ONTARIO PUBLIC SERVICE EMPLOYEES UNION:

FOR FAMILY & CHILDREN'S SERVICES OF THE WATERLOO REGION

76

LETTER OF UNDERSTANDING #13 VACATION APPROVAL POLICY

BE1WEEN

THE ONTARIO PUBLIC SECTOR EMPLOYEES UNION AND ITS LOCAL #258

(hereinafter referred to as the Union) - and-

FAMILY & CHILDREN'S SERVICES OF THE WATERLOO REGION (hereinafter referred to as the Employer)

VACATION APPROVAL POLICY

77

This agreement will replace the Vacation Approval Agreement dated March 16, 2015.

Job function refers to an employee's primary role, such as Intake, Family Service, Children's Services, Resources etc. For those employees in a blended role, a determination will be made as to their primary function, either Intake or Family Service and they will be included in those groups for the purposes of vacation coverage.

Peak vacation approval will be granted according to seniority across primary job functions as well as across the Employer's sites. For example, supervisors will approve vacation for all Intake staff across the Kitchener and Cambridge sites. The same process will apply to Family Service, and Children's Services. Because the Resource, Recruitment, Adoption and Kin Services staffing groups are smaller, there is agreement to look at the possibility of combining these service areas for the purposes of coverage. The Initial Assessment staff will be considered within the Intake grouping. Protection Support staff will be a distinct group and will include all PSWs, including those who support foster parents and provide group programming.

In order to allow more staff to be approved for vacation and still be able to meet the vision and mission of the organization, during peak vacation periods or at any time volume exceeds resources, cases will be assigned primarily by function. However, if the volume of cases exceeds the staffing resources in Intake or Family Service, cases will be assigned across functions. This will result in Intake Workers carrying a Family Service case and visa versa. The Employer does not view this strategy as a move to a generic worker model, rather as a way to balance resources so that as many employees as possible are approved for vacation and the organization is able to provide consistent service throughout the year.

The intent is that this more flexible assignment approach will allow the Employer to more effectively utilize staffing resources, resulting in better service delivery and more staff being approved for their preferred vacation dates. In keeping with the principles of flexibility and doing what is best for the client, when staffing in the Initial assessment Unit is sufficient to manage service volumes in the

78 unit, Initial Assessment staff will be assigned to assist Intake across the organization.

Duty coverage is in place to address unexpected situations which arise in a workers absence. When a worker is 6n duty, they are to hold themselves available for calls across the region. Workers should not be scheduling appointments or meetings with their children and/or families when they know they will be away, unless absolutely necessary, such as in the case of a specialist appointment.

All requests must be entered into ez labour and must be approved by the supervisor in ez labour. Supervisors will approve vacations within two (2) weeks of receiving requests. Revised January 22, 2016

It is the objective of the Employer to keep coverage levels to those established in June of 2018 for the remaining years of the collective agreement expiring March 31, 2022. Prior to setting specific coverage levels for a vacation year, the Employer shall meet with the Union in October of the preceding year to review coverage levels for the upcoming year and discuss anticipated service demands and their potential impact on coverage plans and the Employer's coverage level objectives.

Renewed at Kitchener this tol't day· of _ __...tY}q~~-~---- 2020.

FOR THE ONTARIO PUBLIC SERVICE EMPLOYEES UNION:

FOR FAMILY & CHILDREN'S SERVICES OF THE WATERLOO REGION

LETTER OF UNDERSTANDING #14 VACATION & SICK TIME ACCUMULATION/CALCULATION

BETWEEN

THE ONTARIO PUBLIC SERVICE EMPLOYEES UNION AND ITS LOCAL #258

(hereinafter referred to as the Union)

- and -

FAMILY & CHILDREN'S SERVICES OF THE WATERLOO REGION (hereinafter referred to as the Employer)

Full-time & Part-time Social Work Bargaining Units

VACATION AND SICK TIME ACCUMULATION/CALCULATION

79

Full-time residential staff accumulate vacation and sick time based upon an average of 40 hours per week, at 8 hours per day. They would then be deducted vacation/sick time on an hour-for-hour basis.

Part-time residential staff would accumulate vacation/sick time based upon a prorated calculation - gather the hours worked in one year, divide by 2080 hours, consider years of service and calculate the percentage of vacation hours due, as compared to a full-time staff. Part-time staff would then be deducted vacation/sick time on an hour-for-hour basis. Part-time employees will have their vacation going back to their most recent anniversary date recalculated using this method.

LETTER OF UNDERSTANDING #14

Dated at Kitchener this )D~ day of Jlla.r~ 2020.

For the Ontario Public Service Employees Union

For the Family and Children's Services of the Region of Waterloo

80

LETTER OF UNDERSTANDING #15 ALL CLEAR MESSAGE

BETWEEN

THE ONTARIO PUBLIC SECTOR EMPLOYEES UNION AND ITS LOCAL #258

(hereinafter referred to as the Union) - and-

FAMILY & CHILDREN'S SERVICES OF THE WATERLOO REGION (hereinafter referred to as the Employer)

ALL CLEAR MESSAGE

The Union and the Employer agree that there will be situations where employees are required to work beyond the normal working hours as defined by the Collective Agreement. This policy serves to provide guidelines as to when a working day should end, recognizing the unpredictable nature of the work and the paramount need to ensure child safety.

The Employer agrees to the following:

81

► The Initial Assessment Supervisor will not assign cases requiring a 12 hour response to Intake Workers after 4:30 p.m.

► Those Intake staff on Rapid Assignment will be expected to be available for work until 4:30 p.m., unless otherwise approved by the Initial Assessment Supervisor.

In those circumstances where workers begin an investigation before 4:30 p.m., the supervisor or designate must be available for consultation throughout the investigation and must be aware of the investigation plan. Investigations are difficult to predict and delays frequently occur or situations arise where the worker may be required to remain involved beyond normal working hours.

The following questions should be addressed by the supervisor in considering whether a worker should be released from an investigation due to either having already worked excess hours in that day or expecting that the investigation will require a lengthy period of time.

► ►

►

►

How long has the worker already worked that day? Has the investigation started? Is a considerable delay expected before the investigation begins? Does the worker need to wait for the police to be available before the investigation can begin? What is the worker's relationship with the members of the family? Is it critical that they manage the investigation?

82 ► Is the worker required to wait with the client at the Emergency Department

or a walk in clinic.

Renewed at Kitchener this Jotf\ day of __ ~f)~~~r~~---- 2020.

FOR THE ONTARIO PUBLIC SERVICE EMPLOYEES UNION:

~

FOR FAMILY & CHILDREN'S SERVICES OF THE WATERLOO REGION

n

LETTER OF UNDERSTANDING #16 OPSEU BENEFIT TRUST

Between:

Family and Children's Services of the Waterloo Region ("the Employer")

- and.-

O.P.S.E.U. and its Local 258 Full-time Office and Clerical ("the Union")

OPSEU BENEFIT TRUST

83

The parties are agreed that OPSEU Benefit Trust will have the right to participate in any re-bidding exercise for the F&CS insured benefit plans. In the event that the Employer decides to insure the benefit plans through the OPSEU Benefit Trust, it is further agreed that any savings in premium payments arising from the resulting change of carrier are to be co-directed via Benefit Cost Control Committee (BCCC). The choice of benefits carrier rests at the sole discretion of the Employer and will not be subject to the grievance and arbitration provisions of the Collective Agreement.

The Parties agree to the above new Letter of Understanding.

Renewed at Kitchener this \0¥" day of Wk,~ r 2020,

For the Ontario Public Service Employees Union

For the Family & Children's Services of the Waterloo Region

._., '

S', ~

LETTER OF UNDERSTANDING #17 SABBATICAL LEAVE POLICY

Between:

Family and Children's Setvices of the Waterloo Region ("the Employer")

- and -

O.P.S.E.U. and its Local 258 Full-time Office and Clerical ("the Union")

SABBATICAL LEAVE POLICY

It is agreed that the Employer will implement a sabbatical leave policy containing the following elements:

a. am employee with five (5) years seniority is eligible to apply;

84

b. subsequent applications may be made at five (5) year intetvals following an approved sabbatical leave;

c. applications are to be made to the Executive Director;

d. period of leave must be for a minimum of six (6) months and a maximum of twelve (12) months;

e. five (5) months advance application for leave is required;

f. applicant may cancel the leave request up to sixty (60) days before the leave begins for legitimate personal reasons in the opinion of the Employer;

g. applicant may terminate the leave upon thirty (30) days notice for legitimate personal reasons in the opinion of the Employer;

h. seniority accrues to the start of the leave, but not during the leave;

i. applicant is not entitled to an increment on the grid during the period of the leave and resumes employment at the same grid placement as at beginning of leave upon return;

j. Employer must be satisfied that in its opinion the leave will not unreasonably interfere with the efficient operation of the Employer.

LETTER OF UNDERSTANDING #17

Renewed at Kitchener this IDrl day of _~'fV)_...,,...a~rO,r\~----' 2020.

For the Ontario Public Service Employees Union

~ For the Family & Children's Services of the Waterloo Region

85

86 LETTER OF UNDERSTANDING #18 RESIDENTIAL & SAW CALL IN PROCEDURE

BETWEEN

THE ONTARIO PUBLIC SERVICE EMPLOYEES UNION AND ITS LOCAL #258

(hereinafter referred to as the Union)

- and -

FAMILY & CHILDREN'S SERVICES OF THE WATERLOO REGION (hereinafter referred to as the Employer)

RESIDENTIAL CALL IN PROCEDURE

Care Homes and Supervised Access Workers

During the 2015-2016 round of collective bargaining negotiations, the parties discussed issues relating to the call-in procedures for Care Home Workers and Supervised Access Workers. The parties agreed to establish a sub-committee within 30 days of the date of ratification to discuss this subject with the objective of resolving any issues that may exist

Renewed at Kitchener this \'u~ day of _~'J/\~°'~f_ck~--- 2020.

For the Ontario Public Service

Employees Uni~ For the Family and Children's Services

of the Region of Waterloo

~A:Y\f~

following are guidelines for filling shifts in both Care Homes as well as Supervised Access program.

CARE HOME PROGRAM

Planned Shift Filling Last Minute Shift Fillinq Time Frame 14+ Days Less than 7 days or 24 hours 12 hours

14 Days less Response 48 hours 24 hours 24 hours 2 hours 1 hour Time Method Email, Email, Email, Text Text

phone or phone or phone or text text text

First Step House List House list House list, House list House list master list and full time

Second Step If shift If shift Repeat first After 2 After 1 hour remain remain step daily hours window start with start with until 72 window send to master list, master list, hours prior send to master list based on based on to shift. master list seniority seniority

** Axis needs to be booked 72 hours in advance

Who Gets Shifts are Shifts are First person First person First person Shift offered offered to accept, to accept, to accept,

based on based on based on based on based on seniority seniority seniority if seniority if seniority if

more than more than more than one person one person one person responds responds responds with time with time with time frame frame frame (house list (house list (house list to get to get to get preference) preference) preference)

** see OT ** see OT ** see OT note below note below note below

87

6 hours

30 minutes

Text

House and master list

After 30 minute window move to f/t n casual list to offer overtime.

First person to accept, based on seniority if more than one person responds with time frame (house list to get preference)

** see OT note below

88 CARE Home Program

• house list will have casual staff designated to each specific home. This list will be based on seniority and staff members "fit" with a particular home (e.g. 8 with highest seniority get number one spot, 9 through 16 get second spot, etc.). This list will be reevaluated as necessary to meet client and staffing needs.

• master list will have all casual staff list in order of seniority, most to least, based on hours worked. This list is updated quarterly.

• Part-time staff have option to be included on master list.

• For overtime, hours are offered to full time staff first n house list. If still no response, offer of overtime (OT) is offered to master list. provisions in Artilce 29 of Collective Agreement (Hours of Work and Oertime) will manage overtime.

Expectations: • CARE Home Program and SAW program will each maintain separate master

lists.

• Staff are expected to track ir own hours and gain appropriate approval to work any overtime.

• Staff are expected to manage ir own schedules and be on time and ready wo work for aUscheduled shifts (e.g. no accepting a sheift that starts at 3pm when working a shift that ends at 3 pm, leaving no travel time)

• Casual Staff will be assigned to a primary house list and will have option to be included on master list as well.

• Employee requests to move to a different home will be evaluated ona case-by­case basis and are not guaranteed. A voluntary move may cause a staff member to move to a different spot on house list ( eir higher or lower).

• Once a shift is accepted by a staff member, it is ir shift (regardless of OT or seniority). If anor staff membres comes forward after an OT shift is taken, original staff member has option to give up that shift.

• It is not acceptable to cancel a shift in one program to accept a shift in or (without supervisor approval) or to delay a respon se to one program while anticipating a sheift offer from or. Staff are obligated to accept or decline a shift, once it is offered, within a reasonable amout of time.

• If a shift is cancelled by Supervisor or Coordinator with under 24 hours' notice that a staff member will be eligible for 3 hours of pay.

• For staffed homes (i.e. no CARE Home parent in place), preference will be to hve short-term contracts in place to ensure staffing consistency. se contracts will be offered to casual staff, based on seniority. Staff would return to a House list upon completion of contract.

89

SUPERVISED ACCESS PROGRAM

Time Frame 14+days less than 24 hours 12 hours 6 hours 3 hours 14 days

Response Time 48 hours 24 hours 2 hours 1 hour 30 minutes n/a Method Email, Test Text Text Text Email, phone

phone or text

First Step Master Master list Master list Master Master list Duty Worker list list

Second Step Shifts are Shifts are First First First person If no or offered offered person to person to accept, worker based on based on accept, to based' on accepts shift seniority seniority based on accept, seniority if will be

seniority if based on more than assigned to more than seniority one person Duty Worker one if more responds person than one with time responds person frame within responds time frame within

time frame

SAW Program: • master list will be based on seniority, most to least, based on hours worked.

This list is updated quarterly.

• For overtime, hours are given to permanent part-time staff first n master list. provisions in Article 29 of collective Agreement (Hours of Work and overtime) will manage overtime.

• At supervisor's discretion, Duty workers can be used to cover a portion of a shift while waiting for anor staff member to arrive.

Expectations: • CARE Home Program and SAW program will each maintain separate master

lists.

• Staff are expected to track ir own hours and gain appropriate approval to work any overtime.

• Staff are expected to manage ir own schedules and be on time and ready to work for all scheduled shifts ( e.g. no accepting a sheift that starts at 3pm when working a shift that ends at 3 pm, leaving no travel time) '

90 • Once a shift is accepted by a staff member, it is ir shift (regardless of OT or

seniority). If anor staff membres comes forward after an OT shift is taken, original staff member has option to give up that shift.

• It is not acceptable to cancel a shift in one program to accept a shift in or (without supervisor approval) or to delay a respon se to one program while anticipating a sheift offer from or. Staff are obligated to accept or decline a shift, once it is offered, within a reasonable amout of time.

• If a shift is cancelled by Supervisor or Coordinator with under 24 hours' notice that a staff member will be eligible for 3 hours of pay.

se guidelines have been developed as a response to Letter of Understanding #9 -Resdiential Call In Procedure from April 1 2015-March 31, 2018 Collective Agreement. se guidelines can be reevaluated at any time at request of eir party. It is also agreed and understood that any grievances that may arise shall be limited to failure to comply with process outlined in se guidelines.

LETTER OF UNDERSTANDING #19 GROUP HOME STAFFING

BETWEEN

THE ONTARIO PUBLIC SERVICE EMPLOYEES UNION AND ITS LOCAL #258

(hereinafter referred to as the Union)

- and -

FAMILY & CHILDREN'S SERVICES OF THE WATERLOO REGION (hereinafter referred to as the Employer)

GROUP HOME STAFFING

91

During the most recent round of collective bargaining negotiations the parties discussed the Union's concerns regarding staffing levels in a group home during weekdays and concerns for the safety of staff members. On those occasions where a child youth remains at the group home on a weekday, the need for additional staffing is considered by the Manager of Residential Services, based on criteria such as the number of children in the home; the history of the child; children in the home; and the current behaviour of the child.

Renewed at Kitchener this \O~ day of \V¼rc.h. 2020.

For the Ontario Public Service Employees Union

,

For the Family & Children's Services of the Waterloo Region ·

LETTER OF UNDERSTANDING #20 GROUP HOME NIGHT STAFFING

BETWEEN

THE ONTARIO PUBLIC SERVICE EMPLOYEES UNION AND ITS LOCAL #258

(hereinafter referred to as the Union)

- and-

FAMILY & CHILDREN'S SERVICES OF THE WATERLOO REGION (hereinafter referred to as the Employer)

GROUP HOME NIGHT STAFFING

92

For the duration of the current collective agreement expiring March 31, 2018, the Employer agrees to staff each Group Home with two (2) staff members on overnight shifts.

Renewed at Kitchener this \O~ day of __ i'/k-------=~.rch.=-~-- 2020.

For the Ontario Public Service Employees Union

~---------==-----;.;,;.-----

For the Family & Children's Services of the Waterloo Region

93 LETTER OF UNDERSTANDING #21 WORKLOAD STUDY

Between:

Family and Children's Services of the Waterloo Region ("the Employer")

- and -

0.P.S.E.U. and its Local 258 Full-time Office and Clerical ("the Union")

Recognizing the significant changes in the Employers Model of Service, and the increases of workload stemming from CPIN, the Employer and the Union are committed to better understand the service pressures employees face. The Employer and the Union recognize that the understanding workload pressures, and seeking solutions to systemic workload challenges, will result in better service to families and improve the well-being of staff.

The Employer agrees, in consultation with the Union, to commence an agency workload study, in the first year of the collective agreement. The Employer agrees to meet with the Union within three (3) months of the date of ratification of this collective agreement to plan for a workload review to occur across all staff within the agency (service and non-service staff). The intention of this study is to identify the current business processes, service pressures and workload drivers in each area of service and within other departments of non-service staff. The Union and the Employer agree to review the results of this study at joint workload and to implement joint recommendations around changing business processes, adjusting work distribution, reducing workload pressures and establishing appropriate case ranges for reasonable workload and workload triggers to include in Letter of Understanding - Workload Process.

The Employer agrees to designate protected time, as agreed upon by the Union and the Employer, for committee members to make its recommendations regarding business process, work distribution and appropriate case ranges as soon as reasonably possible and within the terms of this collective agreement.

For the purpose of reviewing on-going workload pressures and to complete the workload study, the Employer agrees to provide staff caseload numbers on a monthly basis.

LETTER OF UNDERSTANDING #21

The Parties agree to the above new Letter of Understanding.

Dated at Kitchener this 10-Yl day of _ __,_f/4_,_,,,~~rlc...=..-____ ___,, 2020.

For the Ontario Public Service Employees Union

For the Family & Children1s Services of the Waterloo Region

~.

94

95 LETTER OF UNDERSTANDING #22 ARTICLE 23.05

Between:

Family and Children's Services of the Waterloo Region ("the Employer")

- and -

O.P.S.E.U. and its Local 258 Full-time Office and Clerical ("the Union 11

)

Effective April 1 of the final year of the collective agreement the Collective Agreement commencing April 1, 2018, the parties agree to amend Article 23.05 of the Office and Clerical Collective Agreement as follows:

"For a new employee, previous relevant experience will be evaluated by the Employer, which will determine, in its discretion, the number of equivalent years of relevant service to be recognized up to a maximum of four ( 4) years. Each equivalent year of relevant service recognized by the Employer shall entitle the employee to one (1) increment."

As an interim measure, for each new employee hired in the Office and Clerical bargaining unit between the date of ratification of the Collective Agreement and the last day before the final year of the Collective Agreement commences, the Employer will utilize the existing language of Article 23.05 where appropriate. Where the Employer, however, determines in accordance with Article 23.05 at the time of hire that, but for the two (2) year limit, it would have recognized additional relevant experience up to a maximum of four ( 4) years, the Employer shall recognize such additional service upon the effective date for the revised Article 23.05 as set out above.

For the purposes of clarity, the interim measure described above shall not be applicable for any new employee in the Office and Clerical bargaining unit hired before the date of ratification of the Collective Agreement.

LETTER OF UNDERSTANDING #22

The Parties agree to the above new Letter of Understanding.

Dated at Kitchener this JDAday of __ .-'-tY}-'-'-oC--'--ri-"--'dAc.....,__ ___ __,, 2020.

For the Ontario Public Service Employees Union

For the Family & Children's Services of the Waterloo Region

96

LETIEROF UNDERSTANDING #23 INDIGENOUS TEAM

Between:

Family and Children's Services of the Waterloo Region ("the Employer")

- and -

O.P.S.E.U. and its Local 258 Full-time Office and Clerical ("the Union")

97

The Employer intends to develop a team(s) of staff in consultation with the Union to provide service Indigenous families. This team will be created through the deployment of existing staff to the newly created team(s). The Employer will solicit expressions of interest from existing staff. The creation of an Indigenous team(s) will not result in the layoff of existing staff. In light of the unique considerations which exist in providing culturally appropriate service to the Indigenous community, the Employer will assess expressions of interest for the Indigenous Team for the appropriate fit, experience, education qualifications related specifically to Indigenous issues, a demonstrated ability to work collaboratively with the representatives of the Indigenous community, values appropriate to Indigenous issues as demonstrated through the employee's practice and an understanding/desire to learn regarding Indigenous issues.

Following the Employer making its selections from amongst the expressions of interest, the Employer will meet with the Union to review the results.

LETTER OF UNDERSTANDING #23

The Parties agree to the above new Letter of Understanding.

Dated at Kitchener this )O~ day of __ Wl~ar~ch ____ _,, 2020.

For the Ontario Public Service Employees Union

For the Family & Children's Services of the Waterloo Region

98

LETTER OF UNDERSTANDING #24 PROTECTED TIME

Between:

Family and Children's Services of the Waterloo Region ("the Employer")

- and -

O.P.S.E.U. and its Local 258 Full-time Office and Clerical ("the Union")

99

Within sixty (60) days of the ratification of the Collective Agreement the parties agree to meet with the objective of developing a policy to designate protected time and to prevent staff from having to work extended hours on a continuous basis. ·

The Parties agree to the above new Letter of Understanding.

Dated at Kitchener this \o-th day of _--'-Mct_;_r_~-----' 2020.

For the Ontario Public Service Employees Union

For the Family & Children's Services of the Waterloo Region