COPE343 Party HQ Staff Collective Agreement With ONDP 2005 to 2008

Collective Agreement Ontario NOP - COPE 343

Collective Agreement between Ontario NDP andCanadian Office and Professional Employees

International Union (COPE 343)

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Collective Agreement Ontario NDP — COPE 343

AGREEMENT Entered into this 1st day of June 2005

BETWEEN:

PREAMBLE

• t h e New Democratic Party of Ontario, hereinafter referred to as "the Employer", and• t h e Canadian Office and Professional Employees International Union (AFL-CIO-CLC),

hereinafter referred to as 'the Union".

The purpose of this agreement is to maintain a harmonious relationship between the New DemocraticParty of Ontario and its employees; to define clearly the hours of work, rates of pay, and conditions ofemployment; to provide for an amicable method of settling differences which may from time to time arise;to promote the mutual interest of the employer and its employees, to promote and maintain suchconditions of employment; in recognition whereof, the parties hereto covenant and agree as follows:

ARTICLE 1 - RECOGNMONThe employer recognises the union as the sole bargaining agent for all its employees save the ProvincialLeader and the Provincial Secretary.

ARTICLE 2 - CONTRACTING OUT OF BARGAINING UNIT WORK:The employer will not contract out work that will result in the laying off of employees in the bargaining unit.It is not the employer's intention to contract out work normally performed by the bargaining unit.

ARTICLE 3 - UNION SECURITY

3.01 A l l employees to whom this agreement applies shall be required to join the union immediatelywhen hired. When interviewing job applicants, the employer will inform them of this requirementand shall supply them with a copy of the collective agreement, Including an up to date senioritylist, upon hiring.

It is understood that Article 7 regarding dismissals: Article 13.02 concerning the London LifeInsurance Plan; Article 14 on the Pension Plan and Article 19 on grievances and disputes shallnot apply to those employees subject to the probation period referred to In Article 6.01.

3.02 A l l employees shall become and remain members in good standing in the union during the termof this agreement.

3.03 U n i o n dues shall be deducted from the pay of every employee each month and shall be remittedto the Treasurer of the Union.

ARTICLE 4 - EMPLOYER RIGHTS

4.01 T h e union recognises the right of the employer to hire, promote, demote, transfer, alter the workand duties of, suspend or otherwise discipline or discharge any employee for just cause, subjectto Article 8 and to the right of the employee concerned to lodge a grievance in the manner and tothe extent provided in Article 19.

ARTICLE 5 - DEFINITIONS

5.01 T h e r e shall be three categories of Employees:

1. Permanent full-time employees.

2. Permanent part-time employee, who works regularly at least 16 hours in a week but less than20 hours a week.

3. A temporary employee is one who is hired:

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a) full-time for a specific project which does not exceed four (4) calendar months duration or alonger period where the union agrees: or

b) full-time for pre-election organizing for a period not to exceed 12 months or for a longer periodwhere the union specifically agrees; or

c) on an hourly basis for a specific task or set of tasks for a period not to exceed 60 consecutiveworking days or a longer period where the union specifically agrees.

d) At the time of hiring the employer must notify the employee in writing of this provision. Theunion allows that, in the case of the temporary employee the employer may waive the seniorityqualifications for job vacancies, promotions, lay-offs, and rehiring; that regarding dismissals,Article 7.03 only need apply and that Article 14.01 regarding the pension plan need not apply.

5.02 Compens at ion

Temporary employees shall receive the entry level salary rate for the appropriate jobclassification. Regarding dismissals, Article 7,03 only need apply. The employer shall not berequired to pay for temporary employees the cost of fringe benefits.

Part-time staff will be paid on a pro rata basis according to the classification for which they werehired.

5.03 Re t en t i on

a) Should the temporary employee as described within Section 5.01 (3a) be retained for 2 termsof work and accumulate 27 work weeks, within a 12 month period, the employee becomes apermanent full-time employee for seniority purposes only.

b) Should the temporary employee as described in Section 5.01 (3b) be retained for a secondterm of work within 12 months of the election that employee becomes a permanent full-timeemployee for seniority purposes only.

c) Permanent part time employees shall not be hired in place of full time employees and full timepositions will not be divided into part time positions without the expressed agreement of theunion.

d) Permanent part time employees shall be entitled to all benefits under the collectiveagreements except that vacation pay, weekly indemnity and other wage replacement benefits willbe pro-rated.

5.04 T h e employer shall keep the union informed of the status of all persons hired under the aboveclassifications.

ARTICLE - PROBATION, SENIORITY, PROMOTIONS AND LAY-OFFS

6.01 T h e r e shall be a probation period of ninety consecutive days for all employees. The employermay deduct previous relevant employment with the employer from the probation period.

6.02 U p o n completion of the probation period, an employee shall accumulate seniority on the basis oflength of service with the employer effective from the date of hiring.

6,03 Ac c umulat ed seniority shall be cancelled when an employee voluntarily leaves the service of theemployer, receives severance or where s/he is discharged for cause. Where an employee is laid-off, s/he shall retain his/her accumulated seniority up to the date of lay-off.

(b) Seniority continues for a maximum period of 36 months after layoff subject to article 6.04(c)

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6,04 Lay o f f s

The employer will first offer any layoffs to employees on a voluntary basis in order of seniority.Where further layoffs are required, such layoffs shalt be issued in reverse order of seniority.

It is understood that the initial offer to senior employees to layoff voluntarily will not result in theemployer being left in a position where skills are not available to the workplace.

a) In the event of a layoff, the affected employee shall receive one (1) month's notice or pay inlieu of, or the period of notice provided for by the Employment Standards Act, whichever isgreater, as well as any accumulated monies owing. However, an employee who accepts an offerof voluntary layoff shall be entitled to no more than the period of notice required by the leastsenior employee who Is subject to layoff at the time that the offer of a voluntary layoff is made.

b) Recall shall be by seniority provided the employee is qualified to do the work available. Theemployee being recalled shall be notified by signature-required mail.

In the event there is a dispute on whether the employee is qualified it shall be dealt with under thegrievance procedure.

c) Such recall rights shall continue for a period of three (3) years from date of layoff unless theperson 1) notifies in writing that s/he has severed employment; or 2) fails to report within five (5)working days after notification by signature required mail to the last known address (it isunderstood that a full-time employee who is on lay off status, can decline a recall to a part timeposition without jeopardy; 3) has retired or died.

d) The employee will keep the employer informed of any change of address.

6.05 T h e union shall be notified of the status of any person leaving the employ of the employer.

6.06 Ac c umulat ed seniority shall be protected while the employee is on leave of absence from theemployer.

6.07 A n y new positions or vacancies shall be filled from within the bargaining unit provided thatqualified employees are available to fill the vacant positions. When a vacancy is posted inaccordance with articles 6.10 and 12.02 the senior qualified applicant will be appointed to theposition and shall receive that rate for the classification which Is appropriate to the employee'sseniority. The promoted employee may be returned to his/her previous position within 60 days ofthe promotion date at the employee's or employer's request.

6.08 No t i c e of all job vacancies and openings shall be posted on the bulletin board by the employer.All postings shall be communicated by the employer in writing to all employees not usingProvincial Office as a base of operation. A period of at least five working days after receipt of thenotification shall be provided employees in which to make application for a posted position. Thenotice will include job title, description of the job duties, and salary to be paid. Temporary andpre-election postings must include the expected length of employment. The Union Representativeshall be notified of all job vacancies posted.

Within ten working days after the closing date of a job posting, the successful applicant and theunion shall be notified and the information posted on the bulletin board by the employer. Thetime limit herein may be extended by mutual agreement. I f the qualifications are changed after aposting has been posted, the position shall be reposted as set out above setting forth the revisedqualifications before an appointment is made.

6.09 Tempo r a r y positions including pre-election organizers, riding organizers, publicity organizers, tourand advance people and any specialized positions shall be posted in accordance with Article 6.10and shall be filled from within the bargaining unit provided that suitable employees are availablewith the necessary qualifications and special capabilities to fill the positions.

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6.10 E mp l o y e e s selected to fill pre-election positions may return to their former classifications withoutloss of seniority and at the rate of salary paid for that classification on the dale of return.

6.11 I n all cases date of hiring will be interpreted to be the earliest date of full-time, continuousemployment, whether for a temporary or a full-time position. The only exception will be inconnection with London Life Insurance and Canada Life for whom the beginning date ofemployment must be the first day of permanent employment.

6.12 T h e employer may grant a new employee one year of experience when hiring. Seniority andfuture wage rates will be calculated from the actual date of hiring.

ARTICLE 7 - DISICPLINE AND DISCHARGE

7.01 N o employee who has completed the probationary period shall be disciplined or dischargedwithout just cause.

7.02 B e f o r e applying discipline or before discharging an employee, the employer shall first discussthoroughly with the employee, who shall be accompanied by a union steward, the reasons forwhich he/she is considering the disciplinary action. I f unsatisfactory service is the reason for theproposed discharge, the employee must be given a reasonable opportunity to improve his/herperformance.

7.03 T h e employer must give a minimum of two weeks' notice of discharge to all employees or pay atthe regular rate in addition to any other benefits accruing to the employee under this agreement.(This provision shall not apply to temporary or pre-election employees who have worked thespecific period agreed upon at the outset of employment.)

7.04 Moreov e r , no such employee may be discharged unless the union has first been notified in writingand the union may at its discretion make the discharge or proposed discharge the subject of agrievance under Article 18.

7.05 T h e employer recognizes and agrees to adhere to the principles of progressive discipline asfounded in arbitral jurisprudence.

ARTICLE 8 - HOURS OF WORK AND HOLIDAYS

8.01 T h e employer will determine the hours of operation of the office between 9:00am - 7:00pmMonday to Friday.

(a) In order to establish the working hours of individual employees consultation will take placebetween the employer and the respective employees.

(b) The employer will do everything possible and reasonable to accommodate each employee'spreferred hours, giving the most senior first consideration.

(c) In recognition of the nature of our work, the parties understand that the final disposition ofsuch hours must rest with the employer. Employees In Levels 1, 2 and 3 must work thirty-twoand one-half hours per week except during June, July and August when each employee will berequired to work thirty-two hours. Each individual will account for his/her hours. Lieu time maybe accumulated in order to provide occasionally for a four-day work week with authorization of theProvincial Secretary.

(d) Absences from work other than illness shall be submitted in writing to the Provincial Secretary.Permission for such absences shall not be unreasonably denied.

(e) An employee must be prepared to fill in where there is need outside of his/her normal scope ofwork, if at all possible and practical, and if and when he/she is temporarily free of the demands ofhis/her work. Where an employee Is required to assume the responsibilities of a higher payingclassification, said employee will receive the rate of pay for that classification.

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8.02 Emp loy ees shall be granted the following holidays without loss of pay:

New Year's Day, Good Friday, Easter Monday, Victoria Day, Canada Day, Civic Holiday,Labour Day, Thanksgiving Day, Christmas Day, Boxing Day and Remembrance Day.December 24th, when It falls on a normal working day will also be a holiday. In addition,the office will be closed between December 27th and December 31st without loss in pay.

The first working day following a federal convention held in Ontario, or a provincialconvention, shall be a holiday for those employees who work at such convention.

The employer will also grant three additional paid holidays. I t is generally understoodthat one of these holidays will be the third Monday in February. This holiday may bereassigned, in the event of a provincial or federal election or preparations for aconvention in one months time, by the employer with the agreement, if possible, of thebargaining unit. The other two holidays will be floating and also will be assigned by theemployer with the agreement, if possible, of the bargaining unit.

It is understood and agreed that in the event that either the Ontario and/or the federalgovernments declared an additional legal statutory holiday during the term of thisagreement that one of the aforementioned holidays shall be designated as such legalholiday.

8,03 I n recognition of continuous and heavy work schedule for the riding development and organisingstaff during an election campaign will receive one week's special paid leave of absence. Thespecial leave must be taken within 45 days and schedule for this special leave to be worked outwith the employer. I n recognition of extra demands and extra responsibility placed on theadministrative and clerical staff in Levels 1, 2 and 3 at election time, they will receive two days'special paid leave of absence to be taken within 45 days of the election and schedule for thisspecial leave to be worked out with the employer.

8.04 S u b j e c t to Section 8,06 an employee required by proper authority as designated by the ProvincialSecretary to work beyond his/her regular working week or established working day shall be paidat the rate of one and a half (1,5) times their normal daily rate or equivalent time in lieu by mutualagreement. In addition, employees required to work on a public holiday as defined by theEmployment Standards Act shall receive double time or equivalent time in lieu by mutualagreement.

8.05 Emp loy ees shall be permitted one fifteen-minute rest period each morning and afternoon.

8.06 Sec t i ons 8.01 and 8.04 shall only apply to employees who are in clerical or support staff in Levels1, 2 or 3.

8.07 D u r i n g the period of an election, employees in Levels 1, 2, and 3 will be scheduled to work theirestablished working hours between the hours of 9 a.m. and 9 p.m. Monday to Friday. Additionalhours as required may be scheduled between the hours of 9 a.m. and 6p.m. on Saturdays and10a.m. and 4p.m. on Sundays said hours to be compensated with time in lieu.

8,08 Notwiths tanding Section 8.06, employees in Levels 4, 5, and 6 shall be granted a lieu day whenrequired to work a statutory holiday.

ARTICLE 9 - ANNUAL VACATIONS

9.01 V a c a t i o n credits shall be calculated on January 1st of each year.

9.02 V a c a t i o n credit calculation:

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• Th o s e employees with less than one year's service on June 1st will be entitled to 1.5 daysvacation for each full month of service,

• Employ ees with 1 but less than 3 years of service on January 1st shall be entitled to 3 weeksvacation pro-rated for each full month of service.

• Employ ees with 3 years of service but less 10 years service on January 1st shall be entitled to 4weeks vacation pro-rated for each full month of service.

• Employ ees with 10 years of full service shall be entitled to 5 weeks vacation prorated for each fullmonth of service.

• Employ ees with 15 years of full service shall be entitled to 6 weeks vacation prorated for each fullmonth of service.

• Employ ees with 20 years or more of full service shall be entitled to 7 weeks vacation prorated foreach full month of service.

9.03 W h e n a recognised holiday falls within an employee's vacation period, such holiday will not becounted as vacation, and another day off will be granted, or the day of return may be one full daylater or the vacation may commence one day earlier, as arranged with the employer.

9.04 Vac at ions due on January 1st of any year must be taken before January 1st of the following yeararid cannot be accumulated from year to year except by mutual agreement between the partiestaking into consideration the possible impact of events such as elections or conventions,

9,05 I t is understood that all vacations must be taken at a time mutually satisfactory to the employeeand the employer with priority given to those with most seniority.

9.06 I n the event of an election being called, the employer shall have the right to postpone vacationsuntil after the election.

ARTICLE 10 - SICK LEAVE

10.01 Subjec t to Articles 3 and 5, employees who have completed the probationary period referred to inArticle 6 shall be entitled to 20 working days of sick leave with pay each year, and in specialcases, longer periods of sick leave with pay may be arranged by mutual agreement.

10.02 S i c k leave may be used only In the event of sickness or accident and the employer may, in hisdiscretion, require production of a medical certificate.

10.03 S i c k leave shall be cumulative from year to year to a limit of 130 working days.

10.04 A sick leave record book shall be kept up to date showing all cumulative sick leave for allemployees. Employees shall sign for a sick leave used.

10.05 Upon termination of employment, 25% of the employee's unused accumulated sick leave shall bepaid to the departing employee at his/her normal straight-time weekly salary up to a maximum of32 days.

It is clearly understood and agreed that an employee who has been laid off due to lack of work fora period in excess of 18 weeks and who elects to terminate his/her employment will only beentitled to 50% of what is provided in the 1st paragraph to a maximum of 8 days.

ARTICLE 11 • LEAVE OF ABSENCE WITHOUT PAY

11.01 Wh e r e the employer is officially notified by the union that an employee has been designated toperform union duties requiring absence from work, the employer shall grant leave of absence

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without pay but without loss of seniority to such employee, but where the proposed absence islikely to last more than one day, the employer may in his/her discretion, require one week'snotice.

11.02 O n application of an employee, the employer may, in his/her discretion, grant leave of absencewithout pay but without loss of seniority, for any purpose not specifically dealt with in thisagreement.

11.03 Pers ons called for jury or witness duty shall be granted time off with full pay, with theunderstanding that all money received for such jury or witness duty shall be turned over to theemployer in the form of a personal cheque or money order.

11.04 I n the case of bereavement, employees will be granted reasonable time off with full pay, uponrequest. Where the employee and employer do not agree about the reasonable number of days,a representative of the unit shall be asked to mediate_

11.05 Maternit y Leave

(a) A leave of absence for two months without pay, for each year of service to a maximum of sixmonths unpaid leave, shall be granted In cases of pregnancy. This leave is in addition to theseventeen (17) weeks leave with pay in subsection 11,05 (d).(b) An employee granted maternity leave as set out in 11.05 (a) shall continue to accumulateseniority and receive full benefits.(c) An employee entitled to maternity leave under this article, who provides the employer withproof that she has applied for and is eligible to receive Employment Insurance (El) benefitspursuant to the Employment Insurance Act, 1996 (formerly the Unemployment Insurance Act,1971) shall be in accordance with Article 14.(d) In respect of the period of maternity leave, payments made to permanent employees will beas follows:

I) for the first two (2) weeks, payments equivalent to ninety-three percent (93%) of theactual current weekly rate of pay for her classification, which she was receiving on thelast day worked prior to the commencement of maternity leave, and

ii) Up to a maximum of fifteen (15) additional weeks, payments equivalent to thedifference between the sum of the weekly Employment Insurance benefits the employeeis eligible to receive and any other earnings received by the employee, and ninety-threepercent (93%) of the actual current weekly rate of pay for her classification, which shewas receiving on the last day worked prior to the commencement of the maternity leave.

(e) An employee returning from a leave of absence under this article shall be assigned to his/herformer classification and be paid at the step in the salary range that s/he had attained when theleave of absence was granted.

11.06 A n employee with a spouse or partner shall be entitled to a leave with pay up to a maximum ofseven working days a year for the birth of her/his child. l f the employee opts for maternity leaveunder section 11.05 s/he shall not be entitled to the parental leave under this section.

11.07 I n the event an employee receives Employment Insurance benefits, s/he shall be entitled tobenefits as per Article 11,05 (b), (c), (d) and (e).

11.08 T h e employer will grant a leave of absence without pay or benefits, to an employee elected to afull-time public office, and said leave shall be granted without loss of seniority.

ARTICLE 12 - CLASSIFICATION AND WAGES

12.01 Classifi cat ion of employees and wages shall be as set forth in Appendix I, which is attached toand forms part of this agreement.

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12.02 I n the event of a new position within the bargaining unit being established, the classification andsalary shall be mutually agreed upon by the parties hereto.

ARTICLE 13 - HEALTH AND WELFARE

13.01 T h e employer will cover all employees under the Workplace Safety and Insurance Act, 1997(formerly known as the Workers' Compensation Act).

13.02 N e w employees will receive full benefits no less than 30 calendar days from the date ofemployment. The employer agrees to pay the full applicable cost for each employee of thefollowing:

• Ont a r io Health Insurance Plan

• Benefi t s described generally below under contract with the London Life Insurance Company:

a) L i f e Insurance and Accidental Death and Dismemberment Insurance equal to two timesannual earnings to the nearest $1000. Increase maximum to $120,000.

b) D e p e n d e n t Life Insurance at 810,000 for spouse and $5,000 per childc) L o n g Term Disability Insurance to 75% of monthly earningsd) He a l t h g u a r d 100, including employee's dependantse) He a l t h g u a r d Basic Dental, including employee's dependants - plus orthodontic option and

restorative optionf) V i s i o n c a r e , including employee's dependants. Visioncare coverage to be $150.00

annually.

13.03 I n the event of a lay off, employees shall continue to receive benefits outlined in 13.02 above,with the exception of 13.02 (c) for a period of three months. Affected employees shall have theoption of continuing benefit coverage for an additional nine months provided they advise theemployer in advance of their desire to do so and provide payment of the monthly premiums,

ARTICLE 14 - PENSION PLAN

14.01 T h e Canada Life Pension Plan, agreed to by the employer and the union January 1, 1975 isrevised November 24, 1981 to change the funding vehicle and to provide a group RegisteredRetirement Savings Plan to carry voluntary employee contributions, remains in effect and coversall employees.

14.02 T h e employer's contribution will be 6.5% of salary including taxable benefits and COLA whenrolled in.

14.03 T h e employer will pay all administrative costs for the plan.

ARTICLE 15. RETIREMENT AGE

15.01 Ex c ept with the consent of both the employer and the union, no employee to whom thisagreement applies shall be retained in the service of the employer beyond the normal retirementdate referred to in the Canada Life Pension Plan.

15.02 Employees as of retirement age 62 or greater will receive a lump sum payment of one half of onepercent (1/2%) of gross annual salary at time of retirement for each full year of service.

ARTICLE 18. DISCRIMINATION

16.01 Subjec t to Section 16.02 there shall be no discrimination on the basis of sex, national or racialorigin, nationality, colour, religion, age, or sexual orientation or marital status, in regard to hiring,promotions, lay-offs, dismissals, rates of pay or other terms or conditions of employment, but, inview of the special nature of the employment by reason of the status of the employer as a political

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party, the employer may take political affiliations, beliefs or activities Into account in hiring andcontinuance of employment, which right of the employer shall be exercised reasonably.

16.02 Not hing in this article shall be Interpreted to limit or detract from the provisions of Article 15.

ARTICLE 17* - SAFETY, HEALTH, AND COMFORT

17.01 T h e employer shall make all reasonable provision for the safety, health, and comfort of theemployees during working hours, and the union may from time to time propose and discuss withthe employer suggestions for improvements in the physical conditions of work.

17:02 A n y use of mobile phones for party business must be authorized by the Provincial Secretary. Theemployer will provide a mobile phone for staff required to use one for party business only.

ARTICLE 18 - RIGHTS AND PRIVILEGES

18.01 A n y rights and privileges at present enjoyed by the employees and not specifically dealt with inthis agreement shall remain unchanged during the life of this agreement.

ARTICLE 19 - GRIEVANCES AND DISPUTES

19.01 I n the event of a grievance by an employee, the employer or the union, or In the event of adispute between the parties as to the meaning or effect of this agreement It is agreed that therewill be no stoppage of work but that the following procedure will apply:

Step 1: The grievance or dispute shall be taken up by the duly authorized representative orrepresentatives of the union with the employer's Provincial Secretary, or by the ProvincialSecretary with the union representative or representatives, with a view to the negotiation of amutually satisfactory settlement. The grievance will be brought to the attention of the other partywithin seven (7) working days after the occurrence of the incident which gave rise to thegrievance.

Step 2: i f a settlement has not been reached at Step 1 after the expiration of four (4) workingdays, the main facts relating to the grievance or dispute shall be submitted in writing by the partyinitiating the matter within four (4) working days to the authorized representative to the Party. Itshall thereupon be the subject of discussion and negotiation between the union representative orrepresentatives and the employer's administrative committee at the committee's next regularlyscheduled meeting. The Administrative Committee shall give a response in writing within four (4)working days of the above mentioned meeting.

Step 3: Failing settlement at Step 2, within thirty (30) working days the grievance or dispute shallbe referred to an arbitrator, by either party, to be named by mutual agreement of the parties, andthe decision of the arbitrator shall be final and binding on both parties.

20.01 Employ ees who so wish will have NDP membership dues or donations to be deducted from theirpay cheque.

20.02 Employ er to pay authorized full direct moving costs for any person transferred to another locationwhich requires moving of household.

20.03 Identification cards for organizers to be obtained by employer to get organizers a commercialtravellers' rate on accommodation.

20.04 T h e employer will supply a statement of pay deductions to each employee for each pay period.

20.05 T h e employer agrees that upon the death of an employee, that monies to his/her credit at time ofdeath will be paid to his/her beneficiary or estate.

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20.06 T h e employer agrees to provide a proper recording format for vacations, sick leave and flex-timewhich is to be itemised as appropriate by the employer and by the employee (e.g. on the day ofreturn from a leave). A copy of his/her record shall be provided to each employee annually onJanuatylst for reconciliation and written verification by both the employee and the employer.

ARTICLE 21 - SEVERANCE PAY

21.01 I t is the desire of the parties to this collective agreement to provide full and efficient employment.

21.02 A n employee who has completed the probationary period is eligible to benefits under this clauseprovided he/she meets the stipulation of 21.06 below.

21.03 Severance Pay shall be computed on the basis of half a months salary for each eligibleemployee's full year of seniority, and pro-rated at that rate for any increment of time less than oneyear. In the event of the death of an employee his/her severance entitlement shall be paid tohis/her beneficiary.

21.04 A week's pay for an eligible employee shall be the employee's normal straight-time weekly salaryfor the last full week worked.

21.05 A n eligible employee who is affected by lack of work and who declines an opportunity to displaceinto a job under the provisions of this collective agreement where the job opportunity has a salaryrate of pay within 10% of the salary of the job from which the employee is being removed due tolack of work, will not be considered laid off due to lack of work for the purposes of Severance PayPlan,

21.06 Severance pay is payable to employees upon severing their employment. An employee will beentitled to severance pay and may request such upon the following conditions a) at the time oflayoff or b) anytime after the 12th month of layoff. I f an employee chooses to access severancepay, it is hereby understood that they have severed their employment.

21.07 When severance pay becomes payable employees will have the option of receiving severancemonies in one lump sum payment or in bi-weekly instalments equivalent to no less than theirweekly salary.

21.08 T h e means of financing the Severance Pay Plan shall be discussed from time to time betweenthe employer and the union and shall be set out in an appendix to this agreement.

ARTICLE 22 - EDUCATIONAL LEAVE

22.01 A f t e r three (3) years of service, all employees shall be eligible to be compensated for 100% of thetuition fee of each course successfully completed, provided that prior agreement has beenreached that the course is job related and mutually beneficial to the employee and employer andprovided that taking the course does not interfere with or impede in any way the normalperformance of the employee's duties. Written pre-authorization must be granted to theemployee by the employer. In the case where the employee Is unable to complete the coursebecause of an election being called or other unanticipated demands by the employer, theemployer will pay 100% of tuition costs.

22.02 A f t e r five years of service an employee will be eligible for an education leave up to a maximum of2 months to pursue full time a planned program that is mutually agreed will be of benefit toemployee and employer, provided that the employee agrees to continue his/her employment fortwo years. Should the employee terminate his/her employ of his/her own accord, the employeewill be required to pay back the salary and portion of benefits received during the leave on a prorata basis by month. Written pre-authorization must be granted to the employee by the employer.The employer will pay 75% of basic salary and 100% of health-related and pension benefits andlife insurance and year-end bonus. I t is understood that such a leave must be taken at a timemutually satisfactory to the employer and the employee, with priority given to those with mostseniority. I n the event of an election being called or other major unanticipated event, the

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employer shall have the right to postpone the leave of absence or recall an employee on leave ofabsence.

ARTICLE 23 - TERMINATION

23.01 Th i s agreement shall become effective June 1, 2005 and shall remain in force until March 31st,2008.

23.02 A n y part of this agreement may be open to negotiation during the life of the agreement if mutuallyagreed by the parties hereto. Any new memorandum of agreement reached under this sectionshall become a part of this contract.

23.03 Ei t her party may, not less than 30 days nor more than 60 days before any expiry date, givewritten notice of revision or termination of this agreement, setting forth, in the case of notice ofrevision, the manner in which it is proposed that the agreement should be revised, and in thecase of notice of termination, proposed terms of new agreement.

23.04 Fort hwit h upon the giving and receipt of such notice, the parties shall enter into negotiations forthe revision of this agreement or for the conclusion of a new agreement, and during the period ofsuch negotiations, this agreement shall remain in full force and effect.

ARTICLE 24 - TECHNOLOGICAL CHANGE

24.01 T h e employer shall make available to the union, all information concerning existing systems andthe introduction of new systems three months before the introduction of any technological or otherchanges, which affect the rights, conditions, wage rates, or workloads of the employees. Thisinformation shall include such items as the name and type of systems, type of components, likelyeffects etc.

24.02 I t Is agreed that no staff will be laid off or have their salaries reduced as a result of anytechnological change.

24.03 T h e employer shall provide adequate training for all employees required as a result of newmethods or technologies.

24.04 T h e employer will establish an Ergonomics Committee consisting of two members of thebargaining unit, selected by the bargaining unit and one representative of the employer. Thiscommittee will study the subject of office ergonomics and will make recommendations to theemployer regarding ergonomic improvements they deem necessary or pertinent to anergonomically compatible workplace. The employer will establish an annual budget forergonomic improvements and the employer and the Ergonomic Committee will jointly determinehow this budget will be applied to office improvements.

The employer shall provide committee members reasonable time off the job for their investigationand education in the above areas. In addition, time will be provided to educate staff onergonomic matters.

24.05 I f , as a result of using a Vol. it becomes necessary for corrective lenses or spectacles beingrequired on a more frequent basis than that provided under Article 13, the employer will coversuch additional costs.

24.06 T h e employer recognises that some pregnant employees have concerns about working on VDT's.Where possible such an employee shall be offered alternative work with no loss in pay. TheUnion, the Employer and the employee shall co-operate to ensure that where possible analternative assignment is made available.

24.07 E a c h VDT will be inspected for radiation emissions, both ionizing and non-ionizing, not less thanonce every twelve months.

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24.08 Photocopying equipment will be inspected for hazardous emissions.

ARTICLE 25 - EXPENSES

25.01 Employ ees who are authorized to use a vehicle for work purposes will be provided with a rentalcar. The cost of fuel for rental vehicles Is to be covered by the employer. Such rentals will beapproved by the Provincial Secretary or designate.

Staff will receive mileage of $0.45 cents per km for all authorized business kilometres driven withtheir own vehicle. Staff will only be reimbursed for business trips not trips between home andProvincial Office. Other authorized travel expenses for such as ground transportation, air orground transportation fees and parking fees will be reimbursed by employer or reasonable travelcosts will be reimbursed.

All employees who are eligible for mileage are required to submit a detailed log of kilometresdriven monthly.

25.02 Employees shall be reimbursed for all work related parking costs for which receipts aresubmitted.

25.03 F o r out of town assignments requiring an overnight stay, there will be reimbursement for hotelaccommodation plus meal allowance of $43.00 per day and $36.00 for the day of return.

25.04 Du r i ng elections, employees assigned to work in local election campaigns shall receive the out-of-town per diem.

25.05 O u t of pocket expenses will be paid for authorised purposes and upon production of receipts andexplanation.

25.06.1 a) Employees will have access to child care at Provincial Party events which they are required toattend in the course of their employment on the same basis as provided to other Party memberswho are attending the function.

(b) Notwithstanding Section 25.12 (a) when an employee is required to work a full electioncampaign as provided under Section 8.3, recelpted childcare expenses in excess of $1,000.00per month shall be paid by the employer up to a limit of $300.00 per employee.

25.07 T h e employer will pay for a business phone In an office if necessary. I f home base is used, theemployer will pay long distance service upon submission of a detailed record.

ARTICLE 26 SUCCESSOR RIGHTS

26,01 I n the event that the employer shall, by merger, amalgamation, acquisition, re-creation, or by anyother means enter into agreement with any other organization, which in whole or in part affectsthe existing bargaining unit, such successor shall be bound by each and every provision of thiscollective agreement. The employer shall have the affirmative duty to call this provision of thisAgreement to the attention of all parties.

ARTICLE 27 - COST OF LIVING

27.01 A cost of Living Allowance for all employees will be implemented in the following manner:

Effective the payroll period next following the release by Statistics Canada of theFebruary, May, August and November Consumer Price Index, a cost of living adjustmentbased on 1981 equals 100 will be made to all salaries. Such adjustment will becalculated on the basis of $.01 per hour for each .100 increase in the all-itemsMetropolitan Toronto Index (calculated exactly) multiplied by 32.5 hours per week in thecase of support staff in levels 1, 2 and 3, 44 hours per week in the case of staff in levels 4and 5. Such total increase as of the August figures will be rolled into the basic salary, all

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Article 28 — CONVENTIONS

SENIORITY UST

Tad KitabaBill McBainPenny MamaGeraldine EmanuelSarah WatsonSalome CequeiraCheryl RoddickMatt Jiggins

Appendix I

JOB DESCRIPTIONS


levels and categories, on January 1 of the following year each. The August figure eachyear will become the new base for the COLA calculations.

28.01 I t is agreed that all staff will contribute their time to the work at the convention at no charge to theemployer for extra hours involved over and above the normal working week. All staff shallreceive reimbursement for authorized expenses including hotel accommodation plus mealallowance up to $43.00 per day and $36.00 per day for the day of return. All staff shall receive aday's holiday with full pay over and above that indicated in Article 8.02. All other authorizedexpenses incurred shall be chargeable.

Start Date

October 5, 1988October 31, 1994November 10, 1994May 4, 2004January 4, 2005June 1, 2005January 30, 2006April 3, 2006

The following job descriptions for the office employees are only outlines and are not intended ascomplete indications of the work required.

Director of Political Action, Education & Training is responsible to develop a comprehensivepolitical, organizational and strategic plan throughout the election cycle that includes ridingdevelopment, training and education of Ontario NDP volunteers.

Director of Communications & Policy is responsible to develop and implement appropriatecommunication strategies with respect to the portrayal of the Ontario NDP internally andexternally in a manner consistent with our strategic vision and objectives

Director of Fundraising 8, Donor Development is responsible for developing, overseeing andexpanding the Party's fundraising and development activities including donor relations, specialevents, major donor campaigns, telemarketing, direct mail, prospecting and receipting.

Membership Services Coordinator is responsible for the entire cycle of recruiting, signing up andretaining members. The Membership Coordinator provides strategic planning includingidentifying prospective membership recruitment opportunities, setting membership targets andmembership service delivery objectives for the organization.

Accountant is responsible for the for entire cycle of financial reporting of Provincial office includingthe development and administration of accounting policy and procedures and timely preparationof all financial information and administration of all financial processes and provision of advice onmatters pertaining to accounting processes and principles.

Riding and Committee Liaison Officer is be responsible for providing advice and counsel toridings and ONDP Committees to help them fine-tune their comprehensive political action plan.Riding and Committee Liaison Officer actively links riding associations and committees to theprovincial election or issue-based campaigns by providing guidance in developing and settinglocal/topical priorities and objectives.

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APPENDIX II

APPENDIX


Education & Training Liaison Officer is responsible to identify and respond to the learning needsof ridings, staff and volunteers at all levels of the organization, including the committees.

Special Events & Donor Development Officer is responsible for donor relations throughfundraising special events and major donors asks.

Information Technology Officer is responsible for all aspects of information technology includingdatabase management, system administration and maintenance for the Ontario NDP and itsdepartments, including liaising external riding associations.

Membership Services Clerk is responsible to provide front-line services to members, ridingassociations, and committees regarding new membership, renewals of membership andaffiliations.

Fundraising & Donor Development Clerk is responsible to provide front-line services to members,riding associations, and committees regarding fundraising and donor development includingissuing and reconciling tax receipts.

Office Manager is responsible to ensure an effective, efficient operational environment Isresponsible for the day-to-day operations of the organization.

Executive Assistant to Provincial Secretary is responsible to proactively assist and support theProvincial Secretary In the operation of the Party taking particular responsibility for administrativesupport to the Provincial Council, Executive, Party Committees and other departments.

LETTER OF INTENT (Effective Jan. 1, 1997 and revised June 2005)

a) The Employer and the Union agree that there shall be no layoffs during the life of thecollective agreement unless Party's Provincial Executive authorises same.

It is understood that such authorisation is to be applied without delay. Its effect is not portableinto the future nor can it be applied retroactively. To this effect, the parties agree that notices oflayoff made possible by this authorisation must be issued to affected employees not later thanthirty (30) days after this authorisation has been granted by Provincial Executive.

b) The parties agree that prior to any discussion of lay-off taking place at Provincial Executive,the Administrative Committee shall undertake a process of formal consultation with the bargainingunit to determine what additional options are available to the parties other than lay-off.It is agreed that prior to the decision of the Provincial Executive, one representative from theBargaining Unit or their designated representative, may make a presentation to the ProvincialExecutive meeting which considers the matter of layoff.

At the one-year anniversary of this agreement either party to this agreement may request areview of the mileage rate in Article 25.01. The review of the mileage rate shall be completedwithin 30 days of the one-year anniversary.

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•

Ctas .cat ion4obProposed SalaryRange

AnnualSalary RatesIStar1)

_

Yr 1 Yr 2 Yr 3 Yr 4 Yr 5

ReceptionistLevel 1 General Clerk $35-40,000 $35.000 $36.000 $37.000 $38,000 $39,000 $40,000

Administrative AssistantMembership Services Cleric

Level 2 Fundraising & Donor Development Clerk $42•47.000 $42,000 $43,000 $44,000 $45,000 $46.000 $47.000Executive Assistant

Level 3 Office Manager $ 4 5-5 4 :1 , 00 0

$45,000 $46.000\ $47,000 $48.000 $49.000 $50,000

Level 4 Officer $ 5 1-6 6 ,0 0 0

551.000 $52,000 $53,000 $54.000 $55,000 $56.000

Level 5 Org!trtizer $62-67000 $62,000 $63,000 $64,000 $65,000 $86,000 $67,000

Level 6 Accountant 5.59-64000 $59,000 $80.000 $61,000 $62.000 $63.000 $84,000

Level 7 Director 5.63-68000 563,000 564.000 565,000 $66,000 567.000 568.000

Temporary

ClerIcal, poilcats, telernarketinq hour

T Starting

Campaign g Per year N/A

Appendix IVSalary Grid/Classification


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Collective Agreement Ontario NOP - COPE 343

MEMORANDUM OF AGREEMENT

BETWEEN

The New Democratic Party of Ontario, hereinafter referred to as the employer, and

The Canadian Office and Professional Employees Union, Local 343, hereinafter referred to asthe union.

TO WIT THAT: the documents attached constitute the new and revised agreement between the employerand the union and that it shall be In effect from June I, 2005 to March 31st, 2008.

Signed y o lehalf of the New Democratic Party of Ontario

eyf'i‘ ,67/f

Print

/64Signature P r i n t

.77Signa ure

Signature P r i n t

Signed on Behalf of Canadian Office and Professional Employees Union (C0PE343):

Signature

Print

rint

Print

tzo3-1 )06r uck /

(5 ;70.41114/4 " -A rc

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COPE343 Party HQ Staff Collective Agreement With ONDP 2005 to 2008

Documents

Transcript of COPE343 Party HQ Staff Collective Agreement With ONDP 2005 to 2008