THE CORPORATION OF THE CITY OF BELLEVILLE

AND

Unifor LOCAL# 1839

AGREEMENT

APRIL 1, 2013 TO MARCH 31, 2016

TABLE OF CONTENTS

Article Page

Article 1 - Preamble ......................................................................................................... 1

Article 2 - Management Rights ........................................................................................ 1

Article 3- Recognition ...................................................................................................... 2

Article 4 - Check-Off ........................................................................................................ 2

Article 5 - Seniority .......................................................................................................... 3

Article 6 - Staff Reduction and Re-Call to Service ........................................................... 5

Article 7 - New or Vacant Positions and Shift Changes ................................................... 6

Article 8- Complaint Resolution and Grievance Procedure ............................................. 7

Article 9 - Arbitration ...................................................................................................... 1 0

Article 1 0 - Lock-Outs, Strike ......................................................................................... 11

Article 11 -Termination/Discharge Procedure ............................................................... 11

Article 12 - Access to Personnel Files ........................................................................... 11

Article 13 - Leave of Absence ........................................................................................ 12

Article 14 - Hours of Work .............................................................................................. 14

Article 15 - Overtime and Calls ...................................................................................... 14

Article 16- Paid Holidays ............................................................................................... 16

Article 17 - Rates of Pay ................................................................................................ 17

Article 18 -Annual Vacations ......................................................................................... 18

Article 19- Uniforms and Work Clothes ......................................................................... 21

Article 20 - Benefit Plans ............................................................................................... 22

Article 21 - Sick Leave ................................................................................................... 22

Article 22 - General ........................................................................................................ 23

Article 23 - Health and Safety ........................................................................................ 24

Article 24 - Effective Date and Revision ......................................................................... 24

Appendix "A" - Benefit Plans ......................................................................................... 26

Appendix "B"- Insurance Plans for Short Term Disability .............................................. 28

Appendix "C"- Insurance Plans for Long Term Disability .............................................. 30

Letter of Agreement- Communications ......................................................................... 31

Letter of Agreement - Harassment Policy ...................................................................... 32

Letter of Agreement - Violence Against Women ............................................................ 33

Letter of Agreement- Post-Retirement Benefits ........................................................... 34

Letter of Agreement- Job Evaluation ........................................................................... 35

This agreement effective from April1, 2013 to March 31, 2016.

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BETWEEN:

COLLECTIVE AGREEMENT

THE CORPORATION OF THE CITY OF BELLEVILLE

(hereinafter referred to as "The Corporation")

-and-

UN I FOR LOCAL #1839

(hereinafter referred to as "Unifor")

ARTICLE 1 - PREAMBLE

1:1 The purpose of this Agreement is to establish and maintain satisfactory working conditions, hours, wages and to provide an amicable method of settling differences or grievances which may arise, and to maintain harmonious relations between the Corporation and employees covered by this Agreement.

1:2 The use of the masculine gender in this Collective Agreement includes the feminine and vice versa.

1 :3 For the purposes of this agreement, "working days" shall be deemed to be Monday to Sunday.

1:4 A calendar week shall be deemed to be any consecutive seven (7) day period.

1 :5 The employer confirms its intention to maximize use of permanent full-time and part-time employees (subject to scheduling and operational concerns).

ARTICLE 2 - MANAGEMENT RIGHTS

2:1 UNIFOR agrees that the Corporation has the exclusive right to operate, manage and schedule the business; to direct its work forces, to maintain order and efficiency; including to hire, classify, promote, demote, lay-off, discipline or discharge employees for just cause.

2:2 The Corporation agrees that these rights and functions are to be exercised in a manner consistent with the provisions of this Agreement.

2:3 Both parties will undertake to present the most favourable image in the operation of the Corporation to the public at all times.

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2:4 Unifor agrees that as part of the foregoing, the Corporation will from time to time make and alter rules and regulations that are consistent with the Agreement to be observed by the employees and enforced by the Corporation.

2:5 Unifor shall be provided notice of any changes, and copies of applicable rules and regulations shall be available in the workplace.

ARTICLE 3 - RECOGNITION

3:1 The Corporation recognizes Unifor as the exclusive bargaining agent for all transit employees in the City of Belleville save and except persons in and above the rank of Operations Supervisor, Transit Analyst/Manager, and CUPE support staff.

3:2 Work presently and normally performed by employees of the Corporation represented by the Unifor will not be contracted out with the exception of lawn maintenance and snow removal when no bargaining unit employee is available and with the agreement of the local chairperson.

3:3 The Corporation nor Unifor shall discriminate against any employee because of age, race, colour, creed, national or ethnic origin, political or religious affiliation, sex, gender identity, sexual orientation, marital status, same-sex partnership status, physical disability, mental disability, conviction for which a pardon has been granted or participation in the lawful practices of a union.

3:4 The Corporation shall give notice of the existence of this agreement to any purchaser, lessee or assignee. Such notice shall be in writing, with a copy to the Union, not later than 21 days before the effective date of any such change.

3:5 The Union Chairperson or Representative will have the opportunity to discuss with new employees within the first thirty (30) days of employment to explain about the Union. Such time will not exceed ~hour. The date and time of the meeting will be mutually agreed upon by the Corporation and the Union.

ARTICLE 4 - CHECK-OFF

4:1 It is agreed that the Corporation shall deduct from the last pay in each month from every employee who is a member of the bargaining unit, a sum equal to the monthly UNIFOR dues and remit before the 15th of each month the total sum so deducted in the following month to the Union Local 1839, provided that no such deduction shall be made from the pay of any employee who has not been in the employ of the Corporation for thirty (30) days or more when the last pay in any month is made up by the Corporation. Unifor shall keep the Corporation advised of any change or changes in the amount of the monthly UN I FOR dues.

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4:2 The Corporation shall show union dues deducted for a period of twelve (12) months on the T-4 slips.

4:3 Unifor shall indemnify and save harmless the Corporation, its agents, employees or anyone acting on the Corporation's behalf, from any and all claims, demands, actions, suits or causes of action arising out of or in any way connected with the collection or attempted collection of union dues as provided in Article 4:1.

The Corporation shall not be responsible financially or otherwise, either to Unifor or to any employee, for any failure to make deductions or for making improper or inaccurate deductions or remittances. However, in any instance in which an error occurs in the amount of any deduction of dues from an employee's wages, the Corporation shall adjust it directly with the employee. In the event of any mistake by the Corporation in the amount of its remittance to Unifor, the Corporation shall adjust the amount in a subsequent remittance. The Corporation's liability for any or all amounts deducted pursuant to the provisions of this article shall terminate at the time it remits the amounts payable to the designated officer or officers of Unifor

ARTICLE 5 - SENIORITY

5:1 a) A seniority list of all employees covered by this contract will be posted in January of each year and copies given to the Local chairperson. This list will show the names, positions and seniority date of employees covered by this agreement. Service dates and seniority dates for all full time employees will be their first day of employment for the Corporation, subject to Article 5:2. Seniority will prevail within classifications for shift choice, work assignments, and vacation providing employees have the necessary qualifications and are available to perform the work. Overtime shall be awarded on a rotating basis based on overtime hours worked and refused. If more than one overtime shift is available, and more than one employee is available, then the senior person would have the first choice of preference. The permanent employee with the least seniority shall be designated the Cleaner for the purpose of seniority listing only.

b) Permanent employees are defined as seniority listed employees.

5:2 An employee will be considered on probation until he has completed six (6) calendar months as a permanent employee in the service of the Corporation. If found unsuitable during such period, such employee will not be retained in the service. Seniority shall be determined by back-dating to the first day of continuous permanent employment (date of hiring).

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5:3 Protests in regard to seniority standing must be submitted in writing within thirty (30) days from date first formal seniority list containing the disputed seniority date is posted. When the proof of error is presented by an employee or his representative, such error will be corrected and when so corrected, the agreed upon seniority date shall be final. No changes will be made in the existing seniority status of an employee unless concurred with by Unifor

5:4 (a) Subject to Articles 5:4(b) and (c) and Articles 5:5(d) and (e), employees will be maintained on the seniority list when absent due to illness or injury.

(b) For employees with less than three (3) years seniority upon receiving L TO benefits, seniority rights will be maintained for twelve (12) months from the date of inception of L TO benefits, and thereafter only in accordance with Article 5:5(d).

(c) For employees with more than three (3) years seniority upon receiving L TO benefits, seniority rights will be maintained for twenty-four (24) months from the date of inception of L TO benefits, and thereafter only in accordance with Article 5:5(e).

5:5 An employee shall lose all seniority and his or her employment shall be deemed terminated if:

a) the employee is discharged for just cause, and such discharge is not reversed through the grievance procedure;

b) the employee voluntarily leaves the employ of the Corporation;

c) the employee fails to notify the Corporation, accepting return to work within seventy-two (72) hours of recall notification, sent by registered mail to the last address on file with the corporation, and upon failure to report to work within 2 calendar weeks of acceptance of recall, provided the recall period is anticipated to exceed a four (4) calendar week period;

d) In relation to an employee with less than three (3) years seniority upon receiving L TO benefits, such employee is absent for more than twelve (12) months from the date of inception of L TO benefits (this clause shall not be applied if the employee is handicapped within the meaning of the Ontario Human Rights Code, in which case the employee's seniority will accumulate for so long as he or she is in receipt of L TO benefits and is handicapped within the meaning of the Code);

e) In relation to an employee with three (3) or more years seniority upon receiving L TO benefits, such employee is absent for more than twenty-four (24) months from the date of inception of L TO benefits (this clause shall not be applied if the employee is handicapped within the meaning of the Ontario Human Rights Code, in which case the employee's seniority will

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accumulate for so long as he or she is in receipt of L TO benefits and is handicapped within the meaning of the Code).

5:6 All entitlements to benefits shall cease when an employee's service ends due to disciplinary dismissal, or resignation. Benefits will be paid for Carrier approved L.T.D. claim occurrences for a maximum period of two (2) years.

ARTICLE 6 -STAFF REDUCTION AND RE-CALL TO SERVICE

6:1 (a) When a reduction of personnel is required, an employee whose position is abolished will receive a minimum of 2 calendar weeks written notice or greater if required by law, and will be entitled to exercise his seniority rights within his classification, or in another classification within the bargaining unit provided the employee is capable of performing the work and has the necessary formal qualifications if required.

An employee must make his choice in writing within 2 calendar weeks, unless prevented by illness or other cause for which bona fide leave of absence has been granted. An employee who fails to make his choice within 2 calendar weeks will only be entitled to take general duty work.

(b) When an employee is displaced due to shift abolishment, all shifts will be posted for selection for a period of two (2) calendar weeks. Operators will remain on the selected shifts until the shifts are again posted.

6:2 Employees who are laid off will be returned to service in order of seniority when staff is increased or when vacancies occur providing the laid off employee is capable of performing the work and has the necessary formal qualifications if required.

6:3 Re-call rights shall be maintained for a period of two (2) years from the date of lay-off. Any laid off employees must advise the Corporation and the union of their current address while on lay-off. New employees shall not be hired where there are employees on lay-off able to perform the job subject to Article 6:2.

6:4 A laid off employee who is re-called by the Corporation, and fails to accept re-call as outlined in Article 5:4 (c) shall forfeit re-call rights and seniority and cease to be an employee unless mutual agreement is reached with the union.

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ARTICLE 7 - NEW OR VACANT POSITIONS AND SHIFT CHANGES

7:1 New or Vacant Positions Vacant and newly created positions shall be bulletined for one (1) calendar week, or the Union will be notified that the position is to be discontinued. Employees desiring such positions will, within the period specified, forward to the Corporation their applications in which they will set forth their qualifications for the position.

(a) Applications from seniority listed employees shall be considered in seniority order.

(b) The decision shall be made by the Management based on qualifications and seniority; qualifications being sufficient, seniority shall govern.

(c) Bulletined positions may be filled temporarily with a general duty operator pending the assignment of the successful applicant.

(d) Temporary employees may be hired for a period up to one year (365 calendar days) for the purpose of relieving permanent employees who are absent because of maternity, education, training, sick leave, short term disability and LTD or to enable the operation of new routes for pre­determined evaluation periods (trial routes not to exceed 365 days, and after a meaningful discussion with the Union). Temporary or casual employees shall not accrue any seniority during their period of temporary employment. Employees hired as temporary and retained for a continuous period in excess of one year (365 calendar days) shall automatically be considered as permanent employees and their seniority shall date from the start of their continuous employment. If no break in service, seniority for temporary employees who complete their probationary period shall be based on original date of hire. No temporary employee will be entitled to work when qualified permanent employees are laid off.

If, in exceptional circumstances other than those listed above, it is felt that temporary employment is warranted, temporary employment may be agreed to mutually by the Unit Chairperson and City Management. Such mutual agreement must be in writing.

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7:2 Shift Bookings Every permanent operator will have the right to select his shift in accordance with his seniority with the Corporation. Sign up bookings will be done at the rate determined necessary by the employer in consultation with the Chairperson. Sign up shall be completed within two (2) weeks of the booking with the onus being on the employee to make necessary contacts with management or union representatives. The top half of the seniority listed employees must bid within the first week, and the lower half must bid within the second week. All shifts will be posted for a period of two (2) weeks at which time operators will make their selection. The sign-up schedule will be mutually agreed upon by the Transit Analyst/Manager and the Union Chairperson.

(a) All shifts referred to above will be posted on the first Monday in December, April and August and changes in assignments will become effective on the first Monday of January, May and September.

(b) Employees who are on sick leave, S.T.D. or L.T.D. will return to their position on the shift posting in effect at the time of return to work.

(c) Any shift not selected during the posting period will be assigned by management after the expiration of the posting period, seniority prevailing.

(d) Union representatives may make suggestions to management for serious consideration.

(e) Once signed, shift selections cannot be revoked by the employee.

(f) The Transit Analyst/Manager will discuss procedures for filling of any shift bookings not identified above with the Unit Chair. The sign-up schedule will be mutually agreed upon by the Transit Analyst/Manager and the Union Chairperson.

7:3 All temporary changes from regular shifts will be placed on notice boards by 2:30 pm Monday to Friday, prior to the requirement whenever possible.

ARTICLE 8 -COMPLAINT RESOLUTION AND GRIEVANCE PROCEDURE

8:1 The following process will be followed to address performance or behaviour issues, with the understanding that employees will not be disciplined without completing the process outlined in 8:1 (a):

(a) In situations where performance or behaviour of an employee remains in question after discussions with the employee, an informal meeting conducted by the Transit Analyst/Manager or his designate will be held with the employee. An employee may choose to have the Local Chairperson (or in his absence an off-duty member of the Union Executive) present at the meeting.

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(b) Employees, their Local Chairperson, or management may initiate a formal meeting to be conducted by the Transit Analyst/Manager or his designate in situations where resolution of an issue was not reached in discussions. An employee may choose to have the Local Chairperson (or in his absence an off-duty member of the Union Executive) present at the meeting. A full discussion of all facts and relevant issues will be undertaken by the parties involved. Other employees may be called in if their participation is considered relevant and agreed to by both parties.

(i) Formal meetings called under 8:1 (b) will be held as quickly as possible but will avoid days off or rest days except in exceptional circumstances.

(ii) In the case of a dismissible offence, an employee may be held out of service with pay pending meetings held under 8:1 above, and further held out of service with pay pending a decision arising out of the meetings.

(iii) In the case of a meeting under 8:1 (b) which may result in suspension or dismissal, a minimum of forty-eight (48) hours' notice in writing will be given to the employee concerned and contain any specific allegations to be discussed.

(iv) Employees who are the subject of a meeting under 8:1 (b) will receive a written copy of the proceedings and results of the meeting within ten (1 0) calendar days or within five (5) calendar days if suspension or dismissal is the decision reached.

8:2 All employees are encouraged to attempt informal resolution of any complaint concerning the interpretation, application or alleged violation of this agreement in consultation with the Transit Analyst/Manager. If an informal resolution is unsuccessful, employees who feel that they have been dealt with contrary to the Collective Agreement may proceed through a formal written grievance procedure as follows:

(a) Complaints and grievances of employees shall be dealt with in the following manner, and all such complaints and grievances must be in writing and filed not later than one ( 1) calendar week of the alleged grievance. A grievance concerning any payment that the employee is entitled to under this Agreement shall be deemed to occur as of the applicable pay day.

STEP 1 - Grievance to Transit Analyst/Manager The aggrieved employee and the unit Chairperson, or, in his absence, another Union executive member shall present the grievance to the Transit Analyst/Manager, who shall consider it, not later than one (1) calendar week immediately following receipt of said grievance and given a written decision to the employee with a copy to the Union not later than

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two (2) calendar weeks immediately following the said meeting. If a settlement satisfactory to the employee is not reached, the aggrieved employee may, not later than one (1) calendar week immediately following the termination of the above time limits, proceed to STEP 2.

STEP 2 - Grievance to Department Head The aggrieved employee and the unit Chairperson, or, in his absence, another Union executive member shall present the grievance to the Department Head, who shall consider it not later than one (1) calendar week immediately following receipt of said grievance and give a written decision to the employee with a copy to the Union not later than two (2) calendar weeks immediately following the said meeting. If a settlement satisfactory to the employee is not reached, the aggrieved employee may, not later than one calendar week immediately following the termination of the above time limits, proceed to STEP 3.

STEP 3 - Grievance to Chief Administrative Officer The aggrieved employee and the unit Chairperson, or, in his absence, another Union executive member shall present the grievance to the Chief Administrative Officer, who shall consider it in the presence of the persons presenting same not later than one (1) calendar week immediately following receipt of said grievance. The Chief Administrative Officer shall give a written decision to the employee with a copy to the Union not later than two (2) calendar weeks immediately following the said meeting.

(b) Where a dispute involving a question of general application or interpretation occurs within a department, such grievances may be submitted at 8:2, STEP 2 of the grievance procedure and where a dispute involving a question of general application or interpretation occurs dealing with bargaining unit issues, such grievances may be submitted at STEP 3 of the grievance procedure and shall be dealt with by the Unit Chairperson, or, in his absence, another Union executive member.

(c) By mutual agreement, the time limits referred to above may be extended.

8:3 Should an Operator have his driver's permit suspended, his status with the Corporation will be discussed with the representative of the Union on the basis of its merit. A Bus Operator General Duty who has his "B" licence reduced temporarily (expired not included) will be maintained in employment and perform work other than operating a school bus until licence is reinstated.

8:4 Continued absenteeism on the part of an employee without sufficient good cause, may result in discipline and eventually possible dismissal, subject to the provisions of Article 8:1 and 8:3 of this Agreement.

8:5 The time limits of Article 8 will be extended if applied for in writing by either party prior to the expiration of the time limits provided herein.

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8:6 Management assessment or evaluation of employees will be confined to factual matters related to performance of duties. Unsubstantiated facts will not be the basis of disciplinary action. In all cases of evaluation of assessment, employees will be immediately advised of unsatisfactory performance to allow corrective action to be taken. Bargaining unit representation is permissible during formal evaluation if requested by the employee.

8:7 Should grievers be exonerated, they shall be compensated for all time lost and any other expenses created due to the processing of his case and the records of the employee will be cleared. An employee, other than the griever, who is called upon by the Corporation to attend meetings will be paid for all time lost, plus expenses agreed by the Corporation and the Authorized Representative of the Union.

ARTICLE 9 - ARBITRATION

9:1 It is agreed by the parties that any difference of op1mon relating to the interpretation, application or administration of this Agreement which cannot be settled after exhausting the grievance procedure, will be submitted to Arbitration, under the provisions stipulated in The Ontario Labour Relations Act within thirty (30) days.

9:2 It is agreed by the parties that they shall share equally all costs and fees charged by the Chairperson of the Board.

9:3 Due to grievance and arbitration procedures there shall be no stoppage of work by the employees.

9:4 The time limits of Article 9 will be extended if applied for in writing by either party prior to the expiration of the time limits provided herein.

9:5 Either party to this Agreement who violates the time periods provided herein (Article 9) or fails to request an extension of the time period as defined in Article 9:4 will be recognized as having yielded and must concede the case to the other party.

9:6 After the grievance procedure as set out in this Agreement has been exhausted, and before an arbitrator is contacted under this Article, either Party may request to utilize the services of a Grievance Mediator to assist the Parties in resolving their differences. In the event a Grievance Mediator is requested, a referral to arbitration shall be delayed until after the Grievance Mediation Officer has conducted a meeting of the Parties and provided a report.

The Parties shall jointly share the expense of the Grievance Mediator.

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ARTICLE 10- LOCK-OUTS, STRIKE

10:1 The Corporation agrees that there shall be no lock-out and the Union agrees that there shall be no strike while this Agreement continues to operate.

10:2 Employees shall not be required to cross a legal picket line.

ARTICLE 11 -TERMINATION/DISCHARGE PROCEDURE

11:1 Notice of termination will be given in accordance with the most current Employment Standards Act.

11 :2 An employee may be discharged only for just cause, and only with the authority of the Chief Administrative Officer. The Department Head may suspend an employee for periods of one (1) day or more and shall report such action, and the reasons therefore, to the Chief Administrative Officer as quickly as possible. The Transit AnalysUManager may suspend any employee for a period of up to one (1) day on any one occasion and such suspension shall be duly reported to the Department Head.

11:3 When an employee is warned, suspended or discharged he shall be given the reason(s) in the presence of his Chairperson or, in his absence, another Union executive member.

11 :4 The affected employee and the Union Chairperson shall be subsequently advised in writing of the reason(s) for such warning, suspension or dismissal"as promptly as possible".

11 :5 An employee considered by the Union to be wrongfully or unjustly discharged or suspended shall be entitled to a hearing under ARTICLE 8:3 GRIEVANCE PROCEDURE. STEPS 1 and 2 of the Grievance Procedure shall be omitted in such cases.

ARTICLE 12 -ACCESS TO PERSONNEL FILES

12:1 The recognized personnel file of an employee shall be located in the Human Resources Department. In order to ensure and maintain the confidential aspect of these files, they shall be kept by the Director of this Department in a secure location.

12:2 The Corporation will not inscribe on the record of any employee any written complaint lodged more than twenty-one (21) calendar days after the incident occurred except for accident cases when resolution may be delayed by legal proceedings.

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12:3 (a) An employee shall be given a copy of any documents involving criticism, complaint or performance to be placed in his personal file, and a receipt for such a copy will be required.

(b) Before any such document is placed on the employee's record, he will have the opportunity with his local Unit Chairperson, or, in his absence, another Union executive member, if requested by the employee, to orally state his objection, if any objection exists, and/or he may state his objection in writing which will become part of his personal record. Failing resolution of the matter, a grievance may be lodged through the grievance process (Article 8:3) or a meeting requested under 8:1. Failure to grieve shall not necessarily be considered admission that such records were justified.

12:4 An employee shall have the right to arrange an appointment to view their own personnel file during the normal office hours of the Human Resources Section. An employee shall have the right to copies of any material contained therein. An employee has the right to respond to any document in this file, and such written response will become part of the file.

12:5 Employees records shall not be used against them at any time after two (2) years.

ARTICLE 13- LEAVE OF ABSENCE

13:1 Employees selected or appointed as a salaried representative of a Union affiliated with the Canadian Labour Congress shall be granted leave of absence for a maximum period of two (2) years without pay while so engaged. The name of an employee on such authorized leave of absence shall be continued on the seniority list on which he has established seniority rights.

13:2 The Local Chairperson, or acting Local Chairperson, although having his regular duties to perform on behalf of the Corporation, will be granted leave of absence with pay for the purposes of investigating, considering and adjusting grievances and other UNIFOR business related to the Corporation provided that he shall not leave his regular duties without obtaining the permission of the Transit Analyst/Manager or his designate. This permission shall not be unreasonably withheld. When resuming regular duties he will report to the Transit Analyst/Manager or his designate. The Local Chairperson or acting Local Chairperson in taking such leave will minimize absence from his regular duties and responsibilities.

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13:3 In the case of formal contract negotiations between the Unifor and the Corporation, two members will be granted leave of absence with pay from assigned duty when necessary to attend scheduled joint negotiations.

13:4 An employee may request a leave of absence without pay and without loss of seniority up to five (5) days per calendar year from the Department Head. Requests for a leave of absence without pay and with loss of seniority for more than five (5) days per calendar year may be submitted to the Chief Administrative Officer. Requests for good and sufficient reasons must be made in writing and in advance.

13:5 One appointed delegate will be granted leave of absence without pay to attend conventions of Unifor, provided that in granting such leave of absence, the Corporation will not be required to pay overtime rates to any relieving employee.

13:6 (a) Parental leave, without pay, shall be granted for a period not to exceed 35 weeks if an employee also takes a pregnancy leave, or 37 weeks if the employee does not take a pregnancy leave, with such leave to commence no more than fifty-two (52) weeks after the birth of a child of whom the employee is a parent, or the day a child comes into the custody, care and control of an employee.

(b) At least two (2) weeks' written notice of the requirement for maternity or parental leave must be given in writing to the Department Head of the employee.

(c) The employee may shorten the duration of the employee's maternity or parental leave with the consent of the Department Head or by giving the Department Head four (4) weeks written notice of the employee's intent to return to work and, in the case of maternity leave, a medical certificate stating that the employee is able to resume her normal duties.

(d) The employee's coverage for semi-private, Group Life Insurance and A.D. & D., Long Term Disability, major medical care and dental requirements, as specified in Article 20 and Appendix "C" shall be continued by the Corporation during maternity and parental leave. If the employee fails to return to employment, as provided herein, the Corporation may recover the cost of such payment in full.

(e) Seniority shall continue to accrue during the maternity and parental leave under this article.

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ARTICLE 14- HOURS OF WORK

14:1 The regular hours per week shall consist of forty (40) hours for all permanent employees.

14:2 All employees covered by this Agreement shall have 48 consecutive hours off work in every period of two consecutive work weeks.

14:3 Employees shall not be required to work more than two (2) tours of duty in any one (1) day, except employees performing general duties who may work up to three (3) tours of duty in any one (1) day without receiving overtime for the additional tour.

14:4 The cleaner will provide morning service to check all buses and assign buses in accordance with the posted list, subject to availability for morning runs, before service begins. The cleaner transports passengers on designated routes and in charter service, plus other duties as required.

Each Operator is responsible for a daily circle check, logging on and off any on board data systems, and at the completion of the day's operation, re-fuel the bus, put the bus through the washer, empty the fare box and the garbage, and park the bus, doing so in accordance with existing regulations.

14:5 A minimum of two (2) hours for any scheduled assignment will be paid and general duty tasks may be assigned to complete such an assignment.

ARTICLE 15 - OVERTIME AND CALLS

15:1 Time worked in excess of the regular assigned hours in any day or after forty (40) hours worked in any week shall be considered as overtime and paid for at the rate of time and one half the regular hourly rate. This agreement is made in accordance with the applicable provisions of the Employment Standards Act.

15:2 a) Employees performing general duties and temporary employees will be permitted to work up to forty (40) hours, in a seven (7) day period commencing from Monday, before overtime is assigned. Any overtime assignments that cause temporary employees to exceed forty-two (42) hours weekly shall be placed into the regular distribution list for permanent full time employees' first consideration. The employee may request to be excused when asked to work overtime and the Corporation shall grant such a request. All permanent employees will be placed on the overtime list, and overtime shall be offered to those available employees based on hours worked and refused starting from the bottom of the list. In all cases, the junior employee available will be required to take the assignment.

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b) All overtime clauses in the Collective Agreement shall apply to posted special event overtime except overtime shall not be recorded on the regular overtime list, and will be awarded on a seniority basis.

(c) Overtime incurred by Union Representatives conducting Union business shall be excluded from the regular overtime list.

15:3 Time worked in excess of the regular assigned hours due to changing shifts, where such changes in shifts are mutually arranged between employees, and with the permission of the Corporation Management, shall be paid at regular rates.

15:4 Employees called to work on regularly assigned rest days shall be paid a minimum of two (2) hours at time and one half the regular hourly rate for which two (2) hours service may be required.

15:5 Employees called to work not continuous with, before or after their regularly assigned hours shall be paid a minimum of two (2) hours at time and one half the regular hourly rate for which two (2) hours' service may be required.

15:6 Employees required to work on statutory holidays as listed in Article 16:1 shall be compensated at double the current hourly rate.

15:7 Employees who are scheduled to work New Year's Eve will receive overtime for all hours worked beyond 7:00 p.m. (1900) hours whether or not they are entitled to it under other provisions of Article 15. Continuous New Year's Eve service beyond midnight will be considered New Year's Eve service for purposes of these calculations.

15:8 The Corporation will allow banking of overtime up to a maximum of forty (40) hours (non-replenishable) and banked in a minimum of a one (1) hour segment between January 1 and December 1 in each calendar year. Requests for bank time off must be made seven (7) working days prior to the date being requested, and will be granted if operational circumstances permit. Requests to bank or use banked time must be in writing.

As soon as possible after December 1st of each year all banked overtime, less any time that has been scheduled to be taken during the month of December, shall be paid out at the rate of pay in effect at the time it was earned. Any remaining time not taken by December 31st will be paid out.

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ARTICLE 16- PAID HOLIDAYS

16:1 The Corporation agrees to grant the following paid holidays:

New Year's Day Thanksgiving Day Canada Day Civic Holiday (August) Labour Day plus three (3) floater days

Victoria Day Good Friday Christmas Day Boxing Day Family Day (February)

(a) This rule shall also apply to any other day that may be declared a holiday by the Mayor, Council of the City, Provincial or Federal Governments.

(b) When any of the above mentioned Holidays fall on Sunday, the day

observed by the Federal Government shall be considered the Holiday.

(c) When any of the above listed paid holidays falls on an employee's rest

day or vacation, such Holiday shall be moved to the normal working day

immediately following the employee's rest day or vacation or at a later

date subject to the mutual agreement of their supervisor. Requests to

defer, or to use deferred paid holidays, or days following the employees

rest day must be made in writing ten (1 0) working days prior to the date

being requested, and will be granted if operational circumstances permit.

In any event such days, must be taken within the calendar year of the

actual paid holiday. Days not taken will be paid out at the time bank time

is paid in December.

16:2 All employees not required to work on the above Statutory Holiday (16:1) shall

receive a regular day's pay at regular rates, unless the day is deferred in

accordance with 16:1 c).

16:3 Employees required to work on a scheduled day off for which they would not

normally be paid, will be paid normal overtime rates for hours worked.

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ARTICLE 17- RATES OF PAY

17:1 The rates of pay for employees covered by this Agreement shall be as follows:

Probationary/Temporary Permanent Employee Rate Employee Rate

Classification April1 April1 April1 April1 April1 April1 2013 2014 2015 2013 2014 2015

Bus Operator $21.62 $22.06 $22.51 $23.92 $24.40 $24.89

Bus Operator $21.62 $22.06 $22.51 $23.92 $24.40 $24.89

-General

Cleaner $20.30 $20.71 $21.13 $21.82 $22.26 $22.71

17:2 Descriptions of Various Classifications

1. Bus Operators -An employee engaged in driving buses on a regular basis. When no driving is available, he will be expected to perform general duty work. He shall have the right to select his run in accordance with Article 7. He shall be paid Bus Operator's rates.

2. Bus Operator - General Duty - An employee who performs general duties is an employee who works as a Bus Operator whenever driving work is available, such as vacation relief, sick relief, charter work and any other driving assignments which may arise from time to time. When no driving is available, he will be expected to perform general duty work. He shall have the right to select runs in accordance with Article 7. He shall be paid Bus Operator's rates. The total general duty complement will not exceed six (6) Bus Operators - General Duty

3. Cleaner - An employee who is required to perform early morning start up service, including checking oil level, coolant level, tire pressure, and completing a pre-trip inspection of all vehicles and general vehicle cleaning. Operates transit vehicles safely and efficiently. Transports passengers on designated routes and in charter service, plus other duties as required.

4. Temporary Employees - The term "temporary employees" applies to employees who are hired by the Corporation to relieve permanent employees as outlined in Article 7:1 (d). Temporary employees shall not accrue any seniority during their period of temporary employment. Employees hired as temporary and retained for a continuous period in excess of one year (365 calendar days) shall automatically be considered as permanent employees and their seniority shall date from the start of their continuous employment.

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17:3 The pay period will cover weekly periods commencing on a Sunday morning and terminating at midnight on Saturday. The pay will be available to all employees by Friday noon of the following week at a restricted list of banks of their choice. In the case of an employee eligible for Short Term Disability Benefits under Article 21, or Workplace Safety & Insurance Board (WSIB) Benefits, the Corporation will advance payments to employees should benefits be delayed, subject to an agreement with the individual employees affected to reimburse the Corporation for such advances as soon as the benefit payments are received.

17:4 All employees must possess a "BZ" Licence.

17:5 The rate of pay for additional positions established shall be in conformity with the rate of pay for positions of similar kind or class. When changes in basic rates of pay are proposed, the duties of the position and classifications shall be reviewed and compared with the duties and responsibilities of comparable positions by the proper officers of the Corporation, and of Unifor, with the object of reaching agreement on revised rates to maintain uniformity for positions on which the duties and responsibilities are relatively the same.

17:6 Where possible, regularly assigned Bus Operators shall be given preference in the assignment of driving work and regularly assigned General Duty employees shall be given preference in the assignment of General Duty work.

17:7 The Corporation shall reimburse employees for the cost of driver test renewals and associated medicals.

17:8 A long service bonus, payable by December 15 of each year, shall be paid to permanent employees in the following manner:

After 5, 6, 7, 8 or 9 years of continuous service-After 10, 11, 12, 13 or 14 years of continuous service -After 15, 16, 17, 18 or 19 years of continuous service­After 20, 21, 22, 23 or 24 years of continuous service -After 25 or more years of continuous service -

ARTICLE 18- ANNUAL VACATIONS

For2013 $ 130.00 $ 190.00 $250.00 $ 310.00 $370.00

For2014 140.00 200.00 260.00 320.00 380.00

For2015 150.00 210.00 270.00 330.00 390.00

18:1 All permanent employees, who have less than one (1) year's service as of January 1st, shall be entitled to take annual leave in an amount equal to one-half (1/2) day for each two (2) weeks of service earned up to a maximum of ten (1 0) working days with pay. Vacation earned thereafter shall be calculated on a January 1 to December 31 basis. The vacation schedule is Monday to Sunday.

18:2 Permanent employees with not less than one (1) year and not more than three (3) years of service in the calendar year shall be allowed ten working days' vacation and shall receive two (2) regular weeks' pay.

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18:3 (a) Permanent employees with not less than three (3) years and not more than eight (8) years of service in the calendar year, shall be allowed fifteen (15) working days' vacation and shall receive three (3) regular weeks' pay.

(b) Permanent employees with not less than eight (8) years and not more than sixteen (16) years of service in the calendar year, shall be allowed twenty (20) working days' vacation and shall receive four (4) regular weeks' pay.

(c) Permanent employees with not less than sixteen (16) years and not more than twenty-one (21) years of service in the calendar year, shall be allowed twenty-five (25) working days' vacation and shall receive five (5) regular weeks' pay.

(d) Permanent employees with not less than twenty-one (21) years of service in the calendar year, shall be allowed thirty (30) working days' vacation and shall receive six (6) regular weeks' pay.

18:4 An employee will be compensated for vacation at the rate of the position which he would have been filling during such vacation period.

18:5 An employee, retired, discharged, deceased, or who leaves the service on his own accord, shall be paid for any unused period of vacation calculated to the date of leaving the service, based on his vacation category.

18:6 Annual leave, as calculated for each period of January 1 to December 31, may be accumulated and carried beyond December 31 up to a maximum of five (5) working days annually and thirty (30) working days altogether.

(a) The vacation periods will be posted no later than the third Monday in December of each year. Each employee must select a minimum of two (2) weeks of their earned vacation. Notwithstanding the foregoing, employees will be permitted to take up to one (1) week annual leave in single day segments, subject to all provisions of Article 18. This list will be removed on the third Monday of January and selections will be locked in on the basis of seniority, subject to other provisions of Article 18. · Cancellation of scheduled vacation will be permitted provided a minimum one month's notice is given by the employee.

(b) The resulting vacation schedule from 18:6 (a) will be posted on the fourth Monday of January for a period of one week during which employees may select additional earned vacation in seniority order from the remaining vacant eligible vacation times. These further selections will be locked in subject to other provisions of Article 18. Cancellation of scheduled vacation will be permitted provided a minimum one month's notice is given by the employee.

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(c) Any remaining earned vacation not scheduled following the completion of 18:6 (a) and 18:6 (b) will only be taken by mutual agreement in the remaining vacant vacation periods. Requests for these vacation periods must be made in writing a minimum of two (2) weeks in advance and will be granted if operation circumstances permit.

(d) Emergency requests or special needs will be considered exceptions to the above, subject to 18:8. ·

18:7 The Corporation will permit employees to take their vacations according to the following schedule. The schedule may be expanded as operational circumstances permit and employees will be notified of any additional openings. Any changes in the schedule below will be discussed with union representatives and changes will be made only with written mutual consent. Additional employees may be allowed vacation at the discretion of the Transit AnalysUManager.

VACATION SCHEDULE

(a) Winter Period: First Monday in January to first Monday in April. - 3 Operators each week.·

(b) Spring Period: First Monday in April to last Monday in June. - 2 Operators each week.

(c) Summer Period: Last Monday in June to first Monday in September. - 4 Operators each week.

(d) Fall Period: First Monday in September to first Monday in January. - 2 Operators each week.

18:8 Any employee who is entitled to vacation shall take same at the time scheduled, unless otherwise mutually arranged and agreed between the Corporation, the Local Chairperson and the employee(s) concerned. If it becomes necessary for the Corporation in case of an extreme emergency, to recall an employee on his vacation dates, he will be paid at the rate of time and one half his regular hourly rate of wages for all work performed during the remainder of his scheduled vacation period. The remainder of the scheduled vacation with pay to which he is entitled will be granted at a mutually agreed upon later date.

18:9 Employees who are on sick leave for more than six (6) months will not accumulate vacation entitlements for sick days taken beyond the six (6) months.

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18:10 Where an employee has taken annual leave and then separates employment, the Corporation will be entitled to withhold salary or wages owing, or in any event, shall be entitled to be reimbursed for any annual leave moneys already paid in excess of what was earned to date of separation.

18:11 A record of annual leave will be kept by Human Resources and a statement will be provided to every employee as soon as possible after December 31 of each year.

ARTICLE 19- UNIFORMS AND WORK CLOTHES

19:1 (a) Operators are required to wear uniforms while on duty. A total uniform issue consists of:

Four (4) pairs of trousers, winter weight, summer weight or shorts. - One windbreaker. - Seven (7) shirts, long or short sleeved, or golf shirts, or one (1)

sweater either pullover, sleeveless or cardigan (zippered or buttoned), or one (1) vest, or any combination totalling eight (8) items.

(b) A cap or winter hat (Yukon Style) will be issued on request.

(c) A parka will be supplied once every four (4) years.

(d) A full uniform will be ordered for new employees after the successful completion of their probationary periods.

(e) Operators will be required to wear safety shoes. The Corporation will provide a safety shoe allowance, as soon as possible after January 1st, in the amount of $100.00.

19:2 Uniforms will be provided by the Corporation free of charge to all Operators.

19:3 Uniforms will be replaced each twenty-four (24) months on a calendar year basis for all Operators. Operators will be allowed to keep the latest two (2) issues.

19:4 The uniforms shall remain the property of the Corporation and shall revert to the Corporation at the termination of employment.

19:5 Cleaning of uniforms and general maintenance shall be the responsibility of the Corporation (2 pairs of pants, 1 jacket, once a month and overcoats twice a year). Operators will take their cleaning to the designated Dry Cleaners.

19:6 The choice of tailor and the rules affecting the wearing of uniforms is to be the prerogative of the Corporation. Input of the Union will be requested before a final decision is made on material, style or colour.

19:7 The Cleaner will be issued rubber safety boots on hiring.

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19:8 Uniforms, or any part thereof, shall not be worn for any other purpose than Corporation duties.

ARTICLE 20 - BENEFIT PLANS

20:1 The Corporation will contribute 100% of the premium for the following benefit plans for permanent employees and dependants. Details in Appendix "A" attached. Such definition is to be retained as a minimum if the Corporation decides to change carriers following the agreed upon 1984 change.

(a) Life Insurance (b) Extended Health Plan (c) Dental Plan (d) Drug Benefit Plan

20:2 The obligation of the Corporation under 20:1 is solely for the payment of the premiums necessary to enrol employees and their dependants in the benefit plans enumerated in Article 20:1. Eligibility for benefits, and conditions for enrolment, shall be subject to the terms and conditions of the policies of insurance of plan providing benefits.

All employees will complete all drug, medical and dental claims and forward them directly to the carrier. The Corporation administrative staff will be available for consultation regarding any difficulties that may occur once the claims are submitted and processed by the carrier.

20:3 Any changes in coverage by the carrier or changes in the carrier will occur at the employer's discretion conditional upon there being no loss in benefits.

20:4 All employees of the Corporation shall be covered by the Ontario Municipal Employees' Retirement System (OMERS). It is agreed that contributions to this Retirement System shall be made in accordance with the provisions of OMERS regulations.

ARTICLE 21 -SICK LEAVE

21:1 The Employer agrees to contribute 100% of the cost of a Short-Term/Long-Term Disability Plan for all permanent employees (detailed in Appendix Band C).

(a) Eligibility for benefits under this section are subject to the terms and conditions of any insurance policies covering such benefits. Should eligibility for enrolment in these plans be in question, such eligibility will be discussed with the employee in question prior to the completion of the probationary period and the scheduled commencement of coverage.

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21:2 All absences shall first be reported by the employee or a member of his/her family to the immediate Manager/Supervisor as soon as possible, but in any

event, no later than the commencement of the workday or shift. The Employer will provide such employees with the contact number or email of the Manager/Supervisor.

21:3 Employees returning from absence due to illness or accident shall inform the

immediate Manager/Supervisor by 2:30p.m. on the working day prior to the morning shift and four (4) hours prior to an afternoon or evening shift.

21 :4 In order to be compensated for attendance at medical or dental appointments,

employees must notify the immediate Manager/Supervisor, one week in advance

of such appointment, emergency appointments exempted. It is understood that every attempt will be made to schedule regular appointments during off-duty hours.

The Corporation agrees to pay 50% of the cost of medical forms and letters requested by the Corporation. This does not include medical letters and forms

required by the Ministry of Transportation or medical insurance carriers.

ARTICLE 22- GENERAL

22:1 It will be permissible for Unifor to post notices of interest to the employees on the

Corporation's Bulletin Board.

22:2 In the case of employees required to attend out of town training courses,

reasonable accommodation and expenses will be provided.

22:3 Leave of absence with full pay for a maximum of three (3) working days shall be

granted to employees due to death of parent, parents-in-law, spouse, common­

law spouse (including same-sex partner), child, brother, sister, grandchild, son­

in-law, or daughter-in-law.

One (1) day compassionate leave with pay in the event of the death of brother-in­

law, sister-in-law, grandparent, aunt or uncle.

Additional leave with pay may be granted under circumstances requiring such

additional leave if authorized by the Chief Administrative Officer.

An employee who has to use Bereavement Leave during a period of Vacation

shall have that portion of Vacation considered Bereavement Leave.

22:4 An employee required to serve as pallbearer for a relative will be allowed up to one (1) day absence from work without loss of pay during the day of such

pallbearer service.

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22:5 The Corporation agrees to issue passes to Pensioners and immediate spouse with the understanding that they will be applicable to the above-mentioned only.

22:6 Employees required to attend Court as a Crown witness or as a Jury Duty shall be paid the difference between the Court allowance and his rate of pay by the Corporation for all hours he is required to attend.

22:7 It is agreed between the Corporation and Unifor that the Corporation has the right to subrogation to take whatever legal steps are necessary, in conjunction with an employee, to regain all compensation paid to the employee under the provisions of this Agreement while he or she is unable to perform his or her respective employment duties due to the negligence of a third party. In the case of a joint action, travel expenses, loss of wages and legal fees will be borne by the Corporation on a pro-rata basis determined in advance. If the Corporation acts alone, all above mentioned expense will be paid by the Corporation. In any case, should wages be recovered, sick leave entitlement will be reinstated for the period in question.

22:8 When employees are required by the Corporation to attend a meeting with an insurance adjuster outside of assigned hours, they will be paid one hour at their regular rate of pay for such attendance. Further time at regular rates will be paid if an employee is required by the Corporation to attend further accident-related meetings while off-duty. It is understood that accident reports will be filled out immediately following an accident.

ARTICLE 23 - HEALTH AND SAFETY

The Corporation shall comply with the current Ontario Health and Safety Act, and its regulations, as amended, as minimum standards.

ARTICLE 24 - EFFECTIVE DATE AND REVISION

This Agreement shall be effective as of April 1, 2013, to March 31, 2016, and thereafter until revised or superseded by a new Agreement. It is further agreed by the parties that it shall be automatically renewed for a similar period and so on upon failure by one of the parties to give a written notice to the other party within a period which shall not be more than ninety (90) days or less than thirty (30) days prior to the expiration of the Collective Agreement.

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SIGNED at Belleville this 12th day of November 2013.

FOR THE CORPORATION FOR UNIFOR LOCAL# 1839

~ MiKE SHIELDS, REPRESENTATIVE

REX SOMERVILLE, CHAIRPERSON

Page 25

APPENDIX "A"- BENEFIT PLANS

The Benefit Plans established in Article 20:1 will provide coverage providing the following: (details in Employee, Booklets and Insurance Manual).

(a) Life Insurance - The Group Life Insurance (which includes Accidental Death and Dismemberment) for each employee covered shall be two (2) times their respective regular annual salary to the nearest $500.00 of coverage to a maximum of $150,000.00. Employees may pay the premium cost of retaining a $5,000.00 Life Insurance policy upon retirement.

Accidental Death and Dismemberment Benefit Loss of:

Life ..................................................................... 100% Both Hands and Both Feet ............................... 100% Sight of Both Eyes ............................................. 100% One Hand and One Foot .................................. 100% One Foot and Sight of One Eye ....................... 100% Speech and Hearing in Both Ears .................... 100% One Arm or One Leg .... .......... .... .. ...... .. .. .......... 75% One Hand or One Foot or Sight of One Eye.... 50% Speech............................................................... 50o/o Hearing in Both Ears.......................................... 50% Thumb and Index Finger or at Least Four Fingers of One Hand .. .. . .. . .. . .. . .. .. .. . .. .. .. .. . . .. .. .. .. .. 25% All Toes of One Foot.......................................... 33-1/3%

Loss of Use: Both legs or Both Arms or Both Hands ............... 1 00% One Leg or One Arm . .. . .. . .. .. ... .. . .... .. .. .. .. .. .. .. .. ... . 75% One Hand ............................................................ 50°/o

(b) Extended Health -The Corporation agrees to provide 100% of billed premium for an extended health benefit plan for permanent employees, to cover expenses as outlined in the Employee Booklets and Insurance Manual. Coverage to employees specified in this Article with single and family status to be maintained on a $25.00 deductible basis, annually, including the following:

• Eye glass, prescription safety glasses, and eye exam coverage to a maximum of the amount of $300.00 once every 24 consecutive months

• Physiotherapy, registered massage therapy and chiropractic coverage to a maximum of $500.00 each per calendar year. No per visit maximum.

• Speech Pathologist $200 per person per calendar year. Psychologist - $35 for 1st visit. $20 per hour for each subsequent visit $200 per calendar year per person

• Private nursing services to a maximum of $25,000.00 once every 36 consecutive months

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• Coverage for orthotic inserts and/or footwear to a maximum $300.00 every twenty-four months.

(c) Dental Plan- The Corporation agrees to pay 100% of billed premium for standard deluxe dental coverage to employees specified in this Article in accordance with O.D.A. rates one (1) year in arrears. Standard deluxe dental coverage shall include:

• The Standard Preventative Plan; • Plus Orthodontic (children only, 50% reimbursement, $2,000 lifetime max); • Plus major restorative (crowns) and dentures (50% reimbursement, max

$2000/cal yr.).

(d) Drug Benefit Plan - The Corporation agrees to provide a Drug Plan which will reimburse all permanent employees, for 100% of the costs of prescribed drugs as outlined in the Employee Booklets and Insurance Manual requiring physician's prescriptions for dispensing by a pharmacist.

(e) The Corporation agrees to continue to include in the Ontario Health Insurance Plan, the Semi-Private Plan, the Group Life Insurance Plan (with Accidental Death and Dismemberment), the Major Medical, the Dental Plan and the LTD Plan currently in effect, any employees who are laid off work, for a period not to exceed twelve (12) months, on the condition that:

a) The complete contribution is paid by the employee after three (3) months; and b) The payments are made to the City Treasurer by the 5th of the month in which they are due.

(f) All group benefit plans not eligible for waiver of premium provisions, such as Ontario Health Insurance Plan, Semi-Private, Group Insurance Plan (with Accidental Death and Dismemberment), Major Medical and Dental Plan, if applicable, would be discontinued after 2 years of continuous disability. In other words, the City would continue to pay its portion of the premium during the first 2 years of disability. The employer will continue this coverage for those employees who are appealing LTD or WSIB benefits for up to a three (3) month period.

(g) As outlined in the current benefit contract, surviving spouses of a deceased member shall be eligible to remain in the group health and dental plans for a maximum of 24 months following the death of an employee or retired employee, provided that premiums are paid where required. Continued coverage beyond these limits may be obtained through conversion coverage.

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APPENDIX "8' - INSURANCE PLANS FOR SHORT TERM DISABILITY

a) The employer agrees to contribute 100% of the cost of a Short Term Disability

Plan. This plan is funded by the City of Belleville and administered by the

Human Resources Department and provides benefits when an employee is

unable to work because of personal injury or illness and is under the care and

treatment of a physician or chiropractor.

b) Application for benefits must be made to the Human Resources Department and

eligibility will be dependant upon the employee providing acceptable medical

evidence of inability to work. Medical Certification must state the date the

employee was seen by the doctor/chiropractor, that the employee is unable to

work due to personal illness/injury and when the employee is expected back to

work. Certification for return to work must state whether the employee may

return to regular or modified duties and the dates the employee has been off

work due to illness.

c) Any absence of more than three (3) consecutive working days, or more than 5

days in a calendar year, or for one day preceding or following a statutory holiday

or day of annual leave, must be supported by a certificate from a legally qualified

physician stating that the employee was unable to perform his duties. Although

medical certificates are not necessary for all one or two day absences, they may

be requested by the Corporation. Medical certificates must be presented upon

an employee's return to work.

d) Medical certification must be provided within 3 days of the start of the absence,

and at least monthly thereafter. Days of absence not supported by acceptable

Medical Certification as noted above shall be counted as days of leave without

pay.

e) In the case where an absence exceeds 20 working days, additional medical

information may be required and the claim may be adjudicated by the City's

insurance carrier to ensure continued eligibility under the plan. Where medical

evidence indicates an ability to perform modified duties, the City's Early and Safe

Return to Work Policy will apply.

f) Short Term Disability for denied WSIB claims will not be paid until written

confirmation is received from WSIB that the claim is denied and a medical

certificate to establish inability to work is supplied by the employee, at which time

STD shall be paid from the first day of absence for the claim.

g) The schedule of benefits payable under the Short Term Disability Plan shall be

interpreted to provide up to seventeen (17) weeks at 100% of an employee's

regular earnings, annually, dependent on the employee's length of service and

eligibility for benefits.

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h) Full entitlement to Short Term Disability paid at 100% of regular earnings shall be restored each January 1st for employees at work on regular duties for the twenty (20) days immediately preceding January 151

. Employees who are on Short Term Disability as of January 1st will have their full entitlement restored once they have returned to regular duties for at least twenty (20) working days.

i) If an employee runs out of 100% weeks, there will always be up to seventeen (17) weeks of disability coverage at 75% of earnings, for every unrelated disability due to accident or sickness. A related disability would be considered an unrelated disability if an employee returns to regular duties for at least twenty (20) working days.

j) Benefits of the Short Term Sick Leave Plan as outlined below would commence on the 1st day of disability due to accident or sickness and would be payable for up to 17 weeks.

Length of Service 6 months but less than 1 year 1 year but less than 2 years 2 years but less than 3 years 3 years but less than 4 years 4 years but less than 5 years 5 years but less than 6 years 6 years but less than 7 years 7 years but less than 8 years 8 years but less than 9 years Over 9 years

(EXCLUDING PAID HOLIDAYS)

1 00% of Salary 5 working days 1 0 working days 15 working days 20 working days 25 working days 35 working days 45 working days 55 working days 65 working days 85 working days

75% of Salary 80 working days 75 working days 70 working days 65 working days 60 working days 50 working days 40 working days 30 working days 20 working days 0 working days

Note: Short Term Disability payments for part-time employees shall be pro-rated in accordance with the number of days or hours worked.

k) In the event an employee is placed on modified duties, the employee will only have the amount of time they are relieved of duty deducted from the allowable number of days. Example: If an employee can only work four (4) hours per day, each day they are on modified duties will be subtracted as one-half day.

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APPENDIX "C" - INSURANCE PLANS FOR LONG TERM DISABILITY

Subject to Article 21 and any other article of the within Collective Agreement, the Long Term Disability Plan will include the following:

(1) Permanent employees, eligibility after eighty-five 85 working days of continuous disability.

(2) An insurance benefit of 66.7% of basic gross monthly earnings as at the date of the original disability; reduced by payments under Workplace Safety & Insurance Board (WSIB), or under any other group, association or government insurance (except C.P.P. and private insurance), and subject to an eighty-five percent (85%) maximum.

(3) Documentation of this Long Term Disability Plan will be provided in an employee booklet, and also by means of a copy of the Insurance Contract for the Union Unit Chairperson.

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LETTER OF AGREEMENT

Communications

The Employer agrees that the Transit Analyst/Manager will hold meetings with transit employees to inform them of periodic planning and development changes.

Other representatives will be invited to attend as deemed appropriate.

SIGNED at Belleville this 12th day of November 2013.

FOR UNIFOR LOCAL# 1839

~ MIKE SHIELDS, REPRESENTATIVE

REX SOMERVILLE, CHAIRPERSON

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LETTER OF AGREEMENT

Harassment Policy

The Corporation of the City of Belleville and the National Automobile, Aerospace, Transportation and General Workers Union of Canada (CAW Canada) Local # 1839 recognize that the City of Belleville has an existing Harassment Policy in place that is applicable to all employees.

Both parties further agree to jointly review this policy during the term of this Collective Agreement with a view to acknowledging an increasing role for CAW representation in the reporting, investigating and resolving of harassment complaints from CAW members.

SIGNED at Belleville this 12th day of November 2013.

FOR UNIFOR LOCAL# 1839

A.;{? /{_A MIKE SHIELDS, REPRESENTATIVE

REX SOMERVILLE, CHAIRPERSON

Page 32

LETTER OF AGREEMENT

Violence Against Women

The Corporation of the City of Belleville and the National Automobile, Aerospace, Transportation and General Workers Union of Canada (CAW Canada) Local # 1839 recognize that women sometimes face situations of violence or abuse in their personal life that may affect their attendance or performance at work.

The parties agree that when there is adequate verification from a recognized professional (i.e. doctor, lawyer, professional counsellor), a woman who is in an abusive personal situation will not be subject to discipline without full consideration to the facts of each individual and the circumstances surrounding the incident otherwise supportive of discipline.

This statement of intent is subject to a standard of good faith on the part of the Corporation, the Union and affected employees, and will not be otherwise utilized by the Union or employees to subvert the application of otherwise appropriate disciplinary measures.

SIGNED at Belleville this 12th day of November 2013.

FOR UNIFOR LOCAL# 1839

/t/JL_/1 MIKE SHIELDS, REPRESENTATIVE

~~ REX SOMERVILLE, CHAIRPERSON

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LETTER OF AGREEMENT

Post-Retirement Benefits

The Employer agrees to provide early retirement benefits (Life Insurance $5,000 coverage, Extended Health Plan, Dental Plan and Drug Plan) to employees who elect to retire early, to age 65, on a 50%:50% co-payment basis.

In order for an employee to be entitled to apply for this benefit, early retirement must start following the date of ratification of this agreement.

Employee dependant life insurance coverage will not be included in this benefit.

SIGNED at Belleville this 12th day of November 2013.

FOR UNIFOR LOCAL# 1839

~~ MIKE SHIELDS, REPRESENTATIVE

~~«~ REX SOMERVILLE, CHAIRPERSON

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LETTER OF AGREEMENT

Job Evaluation

The Corporation and Union agree to establish a joint job evaluation committee, comprised of equal members of Union and Corporation representatives, for the purpose of evaluating positions covered by this Agreement and maintaining the basis of an equitable wage structure and job ratings to meet changing conditions and work requirements.

The Parties will agree on a common "Tool" will be used for Pay Equity and Job Evaluation.

The Parties agree that a "Terms of Reference" shall be jointly developed so both Parties understand and agree at the outset on the terms and conditions of the Program.

The Parties agree that the proposed Job Evaluation Plan is subject to ratification by the Parties.

SIGNED at Belleville this 12th day of November 2013.

FOR UNIFOR LOCAL# 1839

~ MIKE SHIELDS, REPRESENTATIVE

REX SOMERVILLE, CHAIRPERSON

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