Aaru - Ontario · Aaru OPSEU Ontario Public.Service Employees Umon SEFPO Syndi_cat des ~mpJoyes de...

COLLECTIVE

AGREEMENT

BETWEEN

ONTARIO PUBLIC SERVICE EMPLOYEES' UNION

LOCAL 277

AND

PEEL REGIONAL PARAMEDIC SERVICES OF THE REGIONAL

MUNICIPALITY OF PEEL

Duration: April 1, 2015 to March 31, 2019

Aaru OPSEU Ontario Public.Service Employees Umon

SEFPO Syndi_cat des ~mpJoyes de la_ fonet1on publ1quc- de l'Ontar:o

Uncontrolled copy of 2-277-5033-20190331-1 CA

, Region of Peel

working wlth you

Sector 1 2-277-5033-20190331-1

TABLE OF CONTENTS

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

ARTICLE 2 - RELATIONSHIP ................................................................................................ 2

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

ARTICLE 4- UNION DUES .................................................................................................... 4

ARTICLE 5 - NO STRIKES/NO LOCKOUTS .......................................................................... 4

ARTICLE 6- STEWARDS AND COMMITTEE PERSONS ...................................................... 4

ARTICLE 7 - UNION MANAGEMENT COOPERATION COMMITTEE ................................... 5

ARTICLE 8 - HEAL TH AND SAFETY ..................................................................................... 6

ARTICLE 9-GRIEVANCE PROCEDURE .............................................................................. 7

ARTICLE 10 - ARBITRATION AND MEDIATION ................................................................... 9

ARTICLE 11- DISCIPLINE CASES ...................................................................................... 10

ARTICLE 12 - SENIORITY ................................................................................................... 11

ARTICLE 13 - HOURS OF WORK, OVERTIME AND SHIFT PREMIUM ............................... 14

ARTICLE 14-JOB SECURITY ............................................................................................. 16

ARTICLE 15 - SEVERANCE ................................................................................................ 20

ARTICLE 16 - LEAVES OF ABSENCE ................................................................................. 21

ARTICLE 17-VACATIONS WITH PAY ................................................................................ 26

ARTICLE 18 - DESIGNATED HOLIDA VS ............................................................................ 30

ARTICLE 19 - BENEFITS ..................................................................................................... 32

ARTICLE 20- QUARANTINE PAY ....................................................................................... 35

ARTICLE 21 - PENSIONS .................................................................................................... 35

ARTICLE 22- UNIFORMS .................................................................................................... 35

ARTICLE 23 - TRAINING ..................................................................................................... 39

ARTICLE 24-ADVANCED CARE PARAMEDIC TRAINING ............................................... 39

ARTICLE 25-ACCESS TO EVALUATIONS ........................................................................ 41

ARTICLE 26- NEW CLASSIFICATIONS ............................................................................. 41

ARTICLE 27 - PRINTING OF COLLECTIVE AGREEMENT ................................................. 42

ARTICLE 28- WAGES ......................................................................................................... 42


ARTICLE 29- DURATION AND RETROACTIVITY .............................................................. 43

LETTER OF UNDERSTANDING #1 PART TIME EMPLOYEES ••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••• 44

LETTER OF UNDERSTANDING #2 TEMPORARY EMPLOYEES ••••••••••••••••••••••••••••••••••••••••••••••••• 48

LETTER OF UNDERSTANDING #3 PART TIME AND TEMPORARY EMPLOYEES

VACATION •••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••• 51

LETTER OF UNDERSTANDING #4 DUTIES WHILE PREGNANT •••••••••••••••••••••••••••••••••••••••••••••.•••••••••• 53

LETTER OF UNDERSTANDING #5 JOB SHARING •••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••• 54

LETTER OF UNDERSTANDING #6 SENIORITY RECOGNITION •••••••••••••••••••••••••••••••.•••••••••••••••••••••••••• 57

LETTER OF UNDERSTANDING #7 ACTING SUPERINTENDENTS ••••••••••••••••••••••••••••••••••••••••••••••••••••••• 58

LETTER OF UNDERSTANDING #8 PCP LAYOFFS ••••••••••••••••••••••••••••••••••••••••••••••••••.•••••••••••••••••••••• 59

LETTER OF UNDERSTANDING #9 PENSION CONTRIBUTIONS ........................................................ 60

LETTER OF UNDERSTANDING #10 RETROACTIVITY ••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••• 61

LETTER OF UNDERSTANDING #11 MEAL BREAKS TRIAL PROGRAM •••••••••••••••••••••••••••••••••••••••••••••• 62

LETTER OF UNDERSTANDING #12 ASSIGNMENT OF UNIQUE ROLES TO ADVANCED CARE AND PRIMARY

CARE PARAMEDIC ••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••• 63

LETTER OF UNDERSTANDING #13 PART TIME EMPLOYEES SENIORITY ACCUMULATION ••••••••••••••••••• 64

LETTER OF UNDERSTANDING #14 ACP TRAINING ..................................................................... 65

LETTER OF UNDERSTANDING# 15 STEWARD REPRESENTATION AT NEW REPORTING STATIONS ••••. 66

LETTER OF UNDERSTANDING# 16 CONFLICTING HOURS OF WORK •••••••••••••••••••••••••••••••••••••••••••••••• 67

LETTER OF UNDERSTANDING# 17 PCP IV TRAINING ••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••• 68


COLLECTIVE

AGREEMENT BETWEEN:

ONTARIO PUBLIC SERVICE EMPLOYEES' UNION and its Local 277

(Hereinafter called the "Union")

- and

PEEL REGIONAL PARAMEDIC SERVICES OF THE REGIONAL MUNICIPALITY OF PEEL

(Hereinafter called the "Employer")

PREAMBLE

WHEREAS it is the desire of both parties to this agreement:

1. To maintain and improve harmonious relations and settled conditions of employment between the Employer and the Union;

2. To recognize the mutual value of joint discussions and negotiations in all matters pertaining to working conditions;

3. To encourage efficiency in operation;

4. To promote the morale, well being and security of all employees in the bargaining unit of the Union.

WHEREAS it is now desirable that methods of bargaining and all matters pertaining to the working conditions of the employees be drawn up in a Collective Agreement.

NOW THEREFORE, the Parties agree as follows:

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ARTICLE 1 - RECOGNITION

1.1 The Employer recognizes the Ontario Public Service Employees' Union and its Local 277 as sole bargaining agent for all its land ambulance paramedics operating in and out of the Regional Municipality of Peel save and except Superintendent, those above the rank of Superintendent, administrative and operational support staff.

ARTICLE 2 - RELATIONSHIP

2.01 The parties hereto mutually agree that any employee of the Employer covered by this Agreement may become a member of the Union if he wishes to do so, and may refrain from becoming a member if he so desires.

2.02 The Employer and the Union agree that there will be no intimidation, discrimination, interference, restraint or coercion exercised or practised by either of them or by any of their representatives or members. Particularly, there shall be no discrimination against employees with respect to terms and conditions of employment on the grounds of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, martial status, family status, disability, union membership or activity, provided however, that the reference to "age" in this provision shall not affect the Employer's right to differentiate between employee's for the purpose of providing benefits as defined in the Employment Standards Act, 2000.

2.03 It is agreed that the Union and the employees will not hold meetings at any time on the premises of the Employer without the permission of the Employer. The Employer will provide a bulletin board at each station for use by the Union, provided that all matters posted on such bulletin boards are approved by the Employer.

2.04 The Employer agrees that any employees in the bargaining unit will be introduced to the President, Vice President and Chief Steward or designate during the new hire orientation period.

ARTICLE 3 - MANAGEMENT RIGHTS

3.01 The Union recognizes and acknowledges that the management of the stations and direction of the working force are fixed exclusively in the Employer and, without restricting the generality of the foregoing; the Union acknowledges that it is the exclusive function of the Employer to:

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(a) Maintain order and efficiency;

(b) Hire, promote, classify, transfer, suspend and rehire employees, and to discipline or discharge any employee for just cause provided that a claim by an employee who has acquired seniority that he has been discharged or disciplined without just cause may be the subject of a grievance and dealt with as hereinafter provided;

(c) Make, enforce and alter, from time to time, rules and regulations to be observed by the employees. The Employer agrees to supply the Union President or designate with copies of any changes in rules and regulations seven (7) days prior to posting of such changes and the Union may then request a consultation regarding same except in the case of a situation where urgent need exists or in the case of Ministry of Health and Long Term Care directives. This consultation shall take place before changes are implemented, providing, however, that such consultation shall not affect the validity of the rule;

(d) Determine the nature and kind of business conducted by the Employer, the kinds and locations of stations, equipment and materials to be used, the control of materials and parts, the methods and techniques of work, the content of jobs, the work schedules, the number of employees to be employed, the extension, limitations, curtailment or cessation of operations or any part thereof and to determine and exercise all other functions and prerogatives which shall remain solely with the Employer except as specifically limited by the express provisions of this Agreement. The Employer will consult the Union in the event of changes to shift schedules.

3.02 Without limiting the generality of the foregoing provision, it is understood that a breach of any of the Employer rules or of any of the provisions of this Agreement shall be deemed to be sufficient cause for discipline or dismissal of an employee provided that nothing herein shall prevent any employee from going through the grievance procedure to determine whether or not such breach actually took place or to challenge the degree of discipline or dismissal.

3.03 In the exercise of its functions as provided for in this Article, the Employer shall act in good faith, in a manner consistent with the Collective Agreement, and for legitimate business interests.

3.04 The Employer will be able to continue their existing practice of performing bargaining unit work.

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ARTICLE 4 - UNION DUES I 4.01 The Employer shall deduct from the regular pay of each employee in the bargaining

unit, starting with the pay period nearest to the employee's date of hire, an amount · equivalent to such union dues as may be designated by the Union from time to time. The Employer agrees to remit this amount to the First Vice-President/Treasurer of the Union, 100 Lesmill Road, North York, Ontario, not later than the 15th day of each month following deduction, accompanied by a list of names, and with the first dues deduction, the S.l.N. numbers of the employees from whose pay the dues have been deducted.

· : The Employer agrees that, should negotiations result in retroactive payment of salary increases, the Employer will deduct the amount of dues required by the Article at the time the payment is made.

4.02 The Employer agrees to include on the T4 slips of each employee affected by this Article the annual total of dues deducted.

4.03 The Union will advise the Employer in writing of the amount of its regular dues. The amount so advised will continue to be deducted until changed by further written notice to the Employer, which notice will include the effective date of the change.

4.04 The Union will indemnify and save the Employer harmless against any and all claims, demands, suits and other forms of liability that may arise out ofany action taken or not taken by the Employer for the purposes of complying with any of the provisions of this Article.

ARTICLE 5 - NO STRIKES/NO LOCKOUTS

5.01 The Employer agrees that there will not be any lockout of its employees and the Union agrees that there will not be any strike or cessation of work, refusal to work or to continue to work by employees, in combination or in concert, or in accordance with a common understanding, or a slowdown or other concerted activity on the part of the employees to restrict or limit the operations of the Employer.

ARTICLE 6 - STEWARDS AND COMMITTEE PERSONS

6.01 The Employer acknowledges the right of the Union to appoint or otherwise select a committee which shall be composed of two (2) stewards from each station, with one (1) additional steward at the station from which the Local Union President is elected.

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All stewards shall have completed their probationary period. The name and area of each of the stewards shall be given to the Employer in writing and the Employer shall not be required to recognize any such steward until it has been so notified. In addition, the Employer will recognize 4 stewards at large.

6.02 In matters of discipline involving a written reprimand or above, the Employer shall provide notification in writing of such discipline to the Local President within fortyeight (48) hours of such discipline.

6.03 The rights of stewards to leave their work without loss of pay to attend to Union business is granted on the following conditions:

(a) The time shall be devoted to prompt handling of necessary Union/Employer relations;

(b) The steward concerned shall obtain the permission of the Employer before· leaving their work, and shall report to the Employer upon their return;

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

6.04 Up to six (6) employees at any one time may be granted leave of absence to attend Union meetings, provided that at least ten (10) days' notice is given by the Union to the Employer prior to the absence subject to the exigencies of the Employer.

ARTICLE 7-UNION MANAGEMENT COOPERATION COMMITTEE

7.01 A Union Management Cooperation Committee ("UMCC") shall be established consisting of three (3) representatives of the Union and three (3) representatives of the Employer. The Committee shall enjoy the full support of both parties in the interest of maximum service to the public.

7.02 The Committee shall concern itself with the following general matters:

(a) Considering constructive criticism of all activities so that better relations shall exist between the Employer and employee;

(b) Operating efficiency;

(c) Improving service to the public;

(d) Reviewing suggestions from employees, questions of working conditions and service (but not grievances concerned with service);

(e) Correcting conditions making for grievances and misunderstandings;

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(f) Reviewing job descriptions.

7.03 The Committee shall meet at the request of either the Union or the Employer, but in any event, the Committee shall endeavour to meet monthly but no less than every three (3) months at a mutually agreeable time and place. The meeting dates will be established in January of each year.

7.04 The Committee shall not have jurisdiction over wages, or any matter of collective bargaining, including the administration of the Collective Agreement.

7.05 The Committee shall not supersede the activities of any other committee of the Union or the Employer and does not have the power to bind either the Union or its members or the Employer to any decisions or conclusions reached in their discussions. The Committee shall have the power to make recommendations to the Union and the Employer with respect to discussion and condusion.

7.06 Committee recommendations shall be responded to by the Union or the Employer within fourteen (14) calendar days.

7.07 If a UMCC meeting is scheduled, no more than three (3) members on shift at the time will be excused to attend such meeting without loss of pay.

ARTICLE 8 - HEAL TH AND SAFETY

8.01 The Employer shall continue to make reasonable provisions for the health and safety of its employees during the hours of their employment in compliance with the Occupational Health and. Safety Act. It is agreed that both the Employer and the Union shall cooperate to the fullest extent possible in the prevention of accidents and in the reasonable promotion of health and safety of all employees.

8.02 The Employer shall provide safety equipment and protective clothing where it requires that such shall be worn by its employees.

8.03 The obligation contained herein does not apply to the provision of safety shoes or boots or the provision of clothing. The provision of these items shall be in accordance with Article 22 of the Collective Agreement.

8.04 The Employer and the Union recognize their responsibility under the Occupational Health and Safety Act to maintain a Joint Health Safety Committee.

The Union agrees to provide and the Employer agrees to accept four (4) representatives for the Committee. The Employer will appoint a maximum of four (4)

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management representatives to represent the Employer.

Critical Incident Responses 8.05 The Employer recognizes that due to the nature of our work, employees may at

times experience critical incidents in the course of their duties. It is in the Employer's and Employees' best interests to deal with these occurrences in a compassionate and effective way.

An Employee may contact an On-Duty Superintendent in the aftermath of any critical incident. Supervisors will make efforts to attend to the location of crews who request assistance or as soon as possible after becoming aware of such an incident.

Superintendents are authorized to remove employees from service for varying periods of time up to and including the remainder of their shift. Employees will not suffer loss of pay or use of credits for such a removal.

Employees are encouraged to contact the Employee Family Assistance Program (EFAP) provider in follow up to any critical incident exposure or any other personal matter where EFAP would be of assistance.

In addition, the Employer will endeavour to remain aware of best practices with respect to initial management of critical incidents and endeavour to create policies and practices that reflect such.

ARTICLE 9 - GRIEVANCE PROCEDURE

9.01 The parties to this Agreement are agreed that it is of the utmost importance to adjust complaints and grievances concerning the interpretation or alleged violation of the Agreement as quickly as possible. If an employee has a complaint concerning the application, interpretation, administration, or alleged violation of any of the provisions of this Agreement, he/she shall take the matter up with his/her immediate Superintendent. The Superintendent will give his/her answer to the complaint within seven (7) working days after it has been brought to his/her attention. It is understood that an employee has no grievance until he/she has first given his/her Superintendent an opportunity of adjusting the complaint.

9.02 No grievance shall be considered where the events giving rise to it occurred or originated more than fourteen (14) calendar days before the filing of the grievance. In the case of a pay grievance, this period shall be fourteen (14) calendar days from the date of the pay cheque which is questioned.

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9.03 (a) In order to provide an orderly and speedy procedure for the settling of grievances, the Employer acknowledges the right of the Union to appoint or elect members whose duties shall be to assist any employee in preparing and in presenting their grievances in accordance with the grievance procedure. However, nothing contained in this Agreement shall be deemed to deprive any employee of their right to settle any grievance without the assistance of the Union if they so desire. In the event a steward is not present, then the settlement will not be a precedent in any other grievance or complaint.

(b) There shall be no written or verbal agreements with any employee(s) in the bargaining unit that are contrary to this collective agreement without consultation with the Union representative.

(c) The Employer will supply the Steward with a copy of any settlements within seven (7) calendar days.

9.04 Step 1 The aggrieved employee shall, with a Steward, present the grievance in writing to the Employer. The Employer shall give a decision within ten (10) calendar days following the presentation of the grievance. If the Employer's decision is not satisfactory to the employee concerned, then the grievance may be presented as follows:

Step 2 Within ten (10) calendar days after the decision is given at Step 1, the aggrieved employee shall, with a Steward, present in writing the grievance to the Employer who shall consider it in the presence of the person or persons presenting same and the Employer shall render a decision in writing within fourteen (14) calendar days following presentation of the grievance. At this stage, they may be accompanied by a full-time representative of the Union if their presence is requested by either party.

9.05 If final settlement of the grievance is not reached at Step 2, then the grievance may be referred in writing by either party to Arbitration as provided in Article 10 below, at any time within ten (10) calendar days after the decision is given under Step 2 and if no such written request for arbitration is received within the time limit, then it shall be deemed to have been abandoned.

9.06 By mutual agreement of the Employer and the Union, the time limits stated in the grievance procedure may be extended.

9.07 An employee whose grievance is scheduled for arbitration shall be allowed a leave of absence with no loss of pay or benefit credits to attend the hearing. An employee who has a grievance and is required to attend meetings at Step 1 and 2 of the Grievance Procedure shall, if necessary, be given time off with no loss of pay or

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benefit credits to attend such meeting.

9.08 Any grievance initiated by the Employer may be referred in writing to the Union Staff Representative within seven (7) full calendar days of the occurrence of the circumstances giving rise to the grievance, and the Grievance Committee shall meet within five (5) calendar days thereafter with the Employer to consider the grievance. If final settlement of the grievance is not completed within five (5) calendar days of such meeting, the grievance may be referred, by either party, to a Sole Arbitrator as provided in Article 10, at any time within ten (10) calendar days thereafter, but not later.

9.09 A Union policy grievance, which is defined as an alleged violation of this Agreement, affecting more than one employee in the bargaining unit, may be lodged by the Union in writing with the Employer at Step 2 of the Grievance Procedure within seven (7) full calendar days after the circumstances giving rise to the grievance occurred or originated and if it is not satisfactorily settled it may be processed to arbitration in the same manner and to the same extent as the grievance of an employee.

9.10 The Employer agrees to keep the Union updated on a current basis with respect to specific titles of persons who are Employer representatives.

ARTICLE 10 - ARBITRATION AND MEDIATION

10.01 The parties agree that any dispute or grievance concerning the interpretation or alleged violation of this Agreement which has been carried through all steps of the grievance procedure outlined in Article 9 above, and which has not been settled, will be referred to a Sole Arbitrator at the request of either of the parties hereto.

10.02 The party referring the grievance to arbitration shall propose to the other party its suggestions for sole arbitrator at the time of the referral. If there is no agreement, the other party shall propose its suggestions for sole arbitrator.

10.03 In the event the parties have not agreed on a sole arbitrator within fourteen (14) days of the referral to arbitration in Article 10.01, or during other such time as may be agreed to, the Minister of Labour for the Province of Ontario may be asked to appoint a person to act as sole arbitrator.

10.04 The decision of a Sole Arbitrator shall be binding on both parties.

10.05 The Sole Arbitrator shall not have any power to alter or change any of the provisions of this Agreement or to substitute any new provisions for any existing provisions, nor

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to give any decisions inconsistent with the terms and provisions of this Agreement.

10.06 Each of the parties to this Agreement will share equally the expenses of the Sole Arbitrator.

10.07 Expedited Mediation/Arbitration Process (Voluntary)

(a) Notwithstanding the grievance procedure in this collective agreement, the parties to the collective agreement may, at anytime, agree to refer one or more grievances under the collective agreement to a mediator or mediator/arbitrator for the purpose -of resolving the grievances in an expeditious and informal manner.

(b) The parties shall not refer a grievance to a mediator or a mediator/arbitrator unless they have agreed upon the nature of any issues in dispute.

(c) A mediator or mediator/arbitrator appointed under the above Article shall begin proceedings within 45 days of referral to mediation-arbitration, unless a later date is agreed to by the parties.

(d) The mediator or mediator/arbitrator may adopt such procedures as are necessary to allow an expeditious resolution of the issue in dispute. Decisions by a mediator or mediator/arbitrator may be made in such a manner as the mediator or mediator/arbitrator chooses, however, a written decision shall be made at the request of either party.

(e) In every such case, the arbitrator shall issue a brief written decision no later than 20 days from the date of the hearing.

ARTICLE 11 - DISCIPLINE CASES I 11.01 A claim by an employee who has completed the probationary period that he has

been discharged without just cause shall be treated as a grievance if a written statement of such grievance is lodged with the Employer at Step 2 of the Grievance . Procedure within five (5) calendar days after the employee ceases working for the Employer.

11.02 Such special grievances may be settled by:

(a) Confirming the Employer's action in dismissing the employee;

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

(c) Any other· arrangement which is just and equitable in the opinion of the conferring parties or the Sole Arbitrator.

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11.03 When an employee has been dismissed without notice, he shall have the right to interview a steward for a reasonable period of time before leaving the Employer's premises. Failure to do so will not void the discharge .

. 11.04 Discharge cases will be dealt with in an expedited manner. The parties will endeavour to have such cases commence arbitration hearing within sixty (60) days of discharge.

11.05 In the event that an employee is suspended pending the completion of an investigation, the Employer agrees to continue normal pay and benefits for such employee to the end of the pay period in which such suspension commenced.

11.06 All written reprimands and disciplinary notices and Letters of Educational Counselling will be removed from an employee's file after a period of eighteen (18) consecutive discipline free months except where harassment as referred to in the Ontario Human Rights Code is the subject of the discipline.

Should the employee be absent from work for any period of time in excess of thirty (30) calendar days during the eighteen month period immediately following the date of any disciplinary notice or Letter of Educational Counselling placed on his or her file, such period of time shall not count for the purpose of the required passage of a period of eighteen (18) consecutive discipline free inonths under this provision.

11.07 Letters of educational counselling are considered non disciplinary and a copy shall be given to the employee.

ARTICLE 12 - SENIORITY

12.01 Seniority, as referred to in this Agreement, shall mean length of continuous service in the employ of the Employer in a bargaining unit position covered by this collective agreement or in the employ of a different Employer where the business has been purchased by the Employer and there has been an intermingling with this bargaining unit within the meaning of the "sale of business" provisions of the Ontario Labour Relations Act. An employee in the bargaining unit who is temporarily acting in a non-bargaining unit work assignment shall not break their continuous service in the bargaining unit for the purpose of this provision. An Employee in the bargaining unit who is temporarily acting in a non-bargaining unit work assignment for Peel Regional Paramedic Services shall remain a member of the bargaining unit and continue to pay union dues, while in such acting capacity. Seniority shall be used in accordance with Article 12.04 below in determining preference or priority for promotions, layoffs, and recall.

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12.02 A full time employee will be considered on probation for the first six (6) months of their full time employment. After six (6) months of service, their seniority shall date back to the day on which their full time employment began. The dismissal, layoff or recall after layoff of a probationary employee shall be at the Employer's discretion and shall be deemed to be for just cause except that any allegation by the Employer against a probationary employee of criminal misconduct leading to dismissal may be the subject of a grievance as provided for in Article 11.01 of the Collective Agreement and subject to just cause.

12.03 Seniority lists will be revised each six (6) months and posted electronically on the Peel Regional Paramedic Services intranet site. If an employee does not challenge the position of their name on the seniority list within two (2) weeks from the date their name first appears on a seniority list, then they shall be deemed to have proper seniority standing.

12.04 (a) In the case of a promotion (other than promotions outside the bargaining unit) and

demotions (other than disciplinary demotions) and in all cases of increase and

decrease of forces, the following factors shall be considered:

(i) seniority;

(ii) ability and qualifications

Where, in the opinion of the Employer, the factors in (ii) are relatively equal, factor (i) seniority, shall govern.

The Employer confirms that bumping between bases may occur in the event of a layoff under this Article.

(b) The provisions of this section shall not apply to temporary layoffs of two (2) days or less. However, where such temporary layoff is due to a vehicle breakdown occurring at a station, it is agreed that employees will be laid off in the following order:

(i) part-time employees working at such station;

(ii) employees working overtime at such station;

(iii) regularly scheduled employees with the least seniority, working at such station.

12.05 Seniority shall accumulate in the following circumstances only:

(a) When off work due to layoff, seniority shall continue to accumulate for a period of time equal to one (1) year;

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(b) When off work due to sickness or accident;

(c) When off work due to personal leave of absence, then seniority will continue to accumulate for the first six (6) calendar months of such leave. In the event that the leave of absence is to take an educational course, then seniority will continue to accumulate for up to one (1) year during such leave;

(d) When absent on vacation with pay or on a designated holiday;

(e) When actually at work for the Employer.

12.06 Seniority shall terminate and an employee shall cease to be employed by the Employer when he/she:

(a) Voluntarily quits his/her employment from the Employer;

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

(c) Is off work for a continuous period of twelve (12) months, except that if the employee is off work due to a compensable injury under the Workplace Safety & Insurance Act or if the employee is in receipt of long-term disability. benefits under Article 19 the period is twenty-four (24) months. It is understood that this provision may be subject to the Human Rights Code of Ontario.

(d) Fails to return to work within five (5) working days after being notified by registered mail of recall;

(e) Fails to return to work upon the termination of an authorized leave of absence unless there has been a mutually agreed upon extension of the leave of absence.

(f) Accepts gainful employment while on a leave of absence without first obtaining the consent of the Employer in writing, which decision will not be unreasonably withheld.

(g) Is absent from work for two (2) consecutive working days unless due to verified illness or unless such absence is approved by the Employer.

The employee is expected to notify the Employer in the event that they are not able to report for work at their scheduled starting time.

12.07 (a)

(b)

When a vacancy occurs for an employee in the PCP or ACP classification, it shall be advertised for fourteen (14) working days on the Peel Regional Paramedic Services intranet site and sent electronically to employees. All applications will be acknowledged.

The notice of vacancy shall state the nature and title of the position, salary,

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qualifications required and the hours of work.

(c) Selection of the candidate will be in accordance with Article 12.04.

12.08 It shall be the duty of each employee to notify the Employer promptly of any change of address. Any notice required of the Employer shall be deemed to have been given, if forwarded by registered mail to the employee at the last address of which the Employer had notice.

ARTICLE 13 - HOURS OF WORK, OVERTIME AND SHIFT PREMIUM

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

(a) The normal hours or work for all full-time employees shall average forty (40) hours per week or forty-two (42) hours per week, Monday to Sunday, depending on the shift schedule involved.

(b) There shall be two (2) consecutive days off which shall be referred to as scheduled days off.

(c) The overtime rate for the purposes of this Agreement shall be one and onehalf (1-1 /2) times the employee's basic hourly rate.

(d) Overtime shall be paid within two (2) weeks of the pay period within which the overtime was actually worked.

(e) Employees working during the change to or from Daylight Savings Time will be paid for actual hours worked at straight time.

13.02 The Employer will endeavour to post the Master Schedule electronically, as it applies to bid employees; including names, Platoon and Station once per year and will update this from time to time. In clarification, this posting will not include the names of Float or other non-bid employees. This will not form part of the Collective Agreement and any issues in connection will be referred to the UMCC.

The Union will be notified of all changes in status, transfers, resignations and leaves of absence.

13.03 Where an employee works in excess of their normal bi-weekly average (eighty-hour or eighty-four hour average as the case may be) or in excess of their scheduled work day, they shall be paid for each hour worked in excess of their scheduled work day or of their normal weekly average hours of work an amount of one and one-half (1-1 /2) times their regular hourly rate.

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13.04 (a)

(b)

Where the Employer deems it possible, days off shall be consecutive. Shifts at each station shall be planned in such a way as to equally distribute free weekends. There shall be no split shifts.

Part-time Employment A part-time employee shall be subject to the terms and conditions of employment as set out in Letter of Understanding #1 herein.

13.05 Each crew shall be responsible for the cleanliness of Employer-owned emergency vehicles, ambulances and stations unless otherwise designated by the employer.

13.06 The hours and days of work of each employee shall be posted in an appropriate place for at least four (4) weeks in advance. The Employer will endeavour to provide at least four (4) weeks notice to the affected employees (with the exception o(float staff) of any change to the Master Schedule.

13.07 (a)

(b)

An employee who has completed their regular shift and leaves the station and is then recalled to work shall receive a minimum of three (3) hours pay at time and one-half (1-1/2) their regular hourly rate.

When an employee reports for work on a regularly scheduled shift and upon their arrival finds no work available for them, they shall be paid for three (3) hours at their regular hourly rate. When an employee completes four (4) hours of work on their regularly scheduled shift, and thereafter finds no work available for the remainder of such shift, they shall be paid for their full shift at their regular hourly rate of pay.

The provisions of this section shall not apply if the failure of the Employer to provide work is due to fire, flood, or other interference with Employer operations beyond the reasonable control of the Employer.

(c) Where an employee is required to work beyond the end of their shift and is then assigned a non-emergency call, they shall be granted a minimum payment equivalent to four (4) hours' pay at time and one-half (1-1/2) their regular hourly rate of pay.

13.08 The Employer will allow a shift change between two (2) full-time employees provided three (3) days written notice is given (other than emergency situations where less than three (3) days notice may be accepted) by the employee requesting such change and provided the request is reasonable and does not unduly affect the schedule of operations. Such notification must be sent electronically to Scheduling.

Once a shift exchange has been approved by the Employer, it is considered a schedule change and therefore the responsibility lies with each employee agreeing to the arrangement. Any exchange must be completed within sixty (60) days from

15


the date of the initial shift exchange.

Where an Employee has been paid for a shift change resulting from a shift exchange and does not complete the shift change, within sixty (60) days of the initial exchange, or such other period as may have been approved at the time of the shift exchange, the Employer is hereby authorized to reduce the Personal Emergency Leave credits by the amount owed or if there are no Personal Emergency Leave credits, deduct the amount owed from the wages owing to the employee unless, at such time, both the employee and the Employer have agreed to a spetific date for the exchange to be completed.

13.09 Shift Premiums (a) An employee shall receive a shift premium of seventy cents ($0.70) per hour

for all hours worked between 6:00 o'clock p.m. and 8:00 o'clock a.m. Effective April 1, 2008 the premium for the above noted hours will be seventyfive cents ($0.75¢) per hour. Effective April 1, 2009 the premium for the above noted hours will be eighty cents ($0.80¢) per hour.

(b) Notwithstanding 13.09 (a), where an employee's hours of work normally fall within 8:00 a.m. and 6:00 p.m., the employee shall not be entitled to receive a shift premium for hours worked between 5:00 p.m. and 7:00 a.m.

(c) Shift premiums shall not be considered as part of an employee's basic hourly rate.

(d) Where employees exchange shifts as a result of a shift exchange under Article 13.08, the employee who works a shift for which he or she would otherwise be entitled to a shift premium, shall be entitled to the appropriate premium for that shift.

ARTICLE 14 - JOB SECURITY

14.01 Access to Part Time Hours On lay off, a full time employee will be offered· first opportunity to work part time hours up to their normal weekly hours of work provided they are willing to accept this work at the prevailing wage and benefit levels applicable to part time employees and provided they are able and qualified to perform the work.

I

This opportunity applies for the duration of lay off as long as recall rights exist for the laid off employee. Any severance pay owed to such employee in the event of lay off is not payable for the duration of time during which the employee is accessing part . time hours under this provision. If the employee has not been recalled to full-time employment as of expiration of their recall rights, their severance pay entitlement will

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be based on the employee's entitlement to severance pay as a full time employee and will be paid as of the expiration of recall rights. On payment of severance pay, any subsequent access to part time employment is only on the mutual agreement of the Employer and employee.

14.02 In the event of a permanent lay off, a full time employee shall receive three months of lay off notice or pay in lieu thereof. The notice period shall begin when the employee receives written notice~ Copies of such notice will be provided to the Union Local. The employee is deemed to receive notice on the date written notice is given to them by hand or the date of registration, if given by registered mail. Permanent lay off is any lay off which is greater than one (1) month in duration.

In the event of a lay off of less than one (1) month in duration but greater than one (1) shift in duration, it is agreed that a laid off full time employee will have first access by seniority to any scheduled overtime and scheduled part time work up to the normal weekly full time hours of work or any other unscheduled hours that become available up to the normal weekly full time hours of work. During such lay off, the full time employee will be eligible for the full time benefit provisions of the collective agreement.

14.03 In the event of a lay off of a full time employee, employees shall be laid off in reverse order of their seniority, provided ability and qualifications are relatively equal to do the required work.

14.04 Recall Rights (a) Where a full time employee has been laid off and such employee has

completed their probationary period prior to the date of lay off and a full time position becomes vacant in the bargaining unit pertaining to their employer, notice of this vacancy shall be forwarded to such employee at least seven (7) days prior to the closing date of the competition for the vacancy and such employee shall be appointed to the vacancy if:

(i) They have applied for the vacancy prior to the closing date;

(ii) They are able and qualified to perform the required duties. In the event of . a PCP on lay off, who does not possess the necessary certifications to perform delegated medical acts pertaining to the PCP classification, they will be deemed qualified to perform the required PCP duties if they obtain the necessfiry certifications by the closing date of the competition.

(iii) No other person who is~ able and qualified to perform the required duties and who has a greater length of continuous service applies for the vacancy pursuant to this subsection.

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(b) A person shall lose their recall rights if they do not accept an appointment in accordance with subsection (a), or having accepted an appointment in accordance with subsection (a), they fail to report for duty within two (2) weeks of receiving notice of the appointment, or are otherwise not recalled for a period of eighteen (18) months following layoff.

(c) The Employer shall not hire any new employee to perform work normally performed by bargaining unit employees while a bargaining unit member is on lay off with recall rights, and is able and qualified to perform the required duties of the position.

14.05 Sale or Transfer of Business (a) In the event that there is a sale of the Employer's business, the Employer

agrees to recommend to the purchaser that it give first consideration to the full-time employees in the bargaining unit for available positions in the business being purchased subject to the necessary ability and qualifications being present. Should less than the full complement of full-time employees be offered positions by the purchaser, the Employer will recommend to the purchaser that offers of employment will be on the basis of seniority subject to the nec€1ssary ability and qualifications being present.

(b) Where an employee is employed by the purchaser at the employee's hourly rate of pay as of the date of the sale and where the employee's service as of the date of the sale is recognized by the purchaser for the purpose of vacation entitlement, wage grid position and severance pay on termination by the purchaser or death of the employee, it will be deemed that a separation of the employee's employment with the Employer has not occurred and severance pay will not be applicable.

If the employee declines such an offer of employment, it will be deemed that he has. refused an offer of reasonable continued employment and he will not be eligible for any severance pay unless the employee is eligible for severance pay under Article 15.02(d) (Factor 80) prior to the date of sale.

(c) In the event that an employee does not receive an offer of employment by the purchaser and is terminated by the Employer or receives an offer of employment that is less than their hourly rate of pay as of the date of the sale or that does not recognize their service as of the date of the sale for the purpose of vacation entitlement, wage grid position and severance pay on termination by the purchaser or death of the employee, he will be eligible for severance pay under the collective agreement whether he declines or accepts such job offer.

14.06 Voluntary Exit Option An c employee who has not received notice of lay off may offer to be laid off in place

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of a more junior employee. The Employer retains the sole discretion to accept this offer. If the employee's offer is accepted he will be deemed to have been laid off on the date provided to the junior employee, or such earlier date as may be agreed, in which case notice of layoff is not applicable to the employee, but severance pay is so applicable.

14.07 Pay In Lieu With the consent of the Employer, an employee who has received notice of lay off may resign and receive equivalent pay in lieu of notice in addition to any severance payment owed to the employee on lay off.

14.08 Decertification or Deactivation of Skills (a) An ACP who is deactivated and/or decertified by base hospital but retains

certification in SAED and Symptom Relief skills will be allowed to work as a PCP, on a temporary basis, for a maximum period of three (3) months, while endeavouring to obtain reactivation or re-certification. If such Paramedic has not obtained reactivation and/or re-certification by the end of the aforementioned three (3) month period, they will become a PCP on a permanent basis provided there is a vacancy for this classification. If there is no vacancy, they will become a part-time employee. If the employee is successful in obtaining the required re-certification and/or reactivation during the three (3) month period, they will return to ACP status.

(b) An ACP who is deactivated and/or decertified by base hospital and does not retain certification in SAED and Symptom Relief skills will be placed on a one (1) week paid leave of absence during which time such employee is expected to obtain reactivation and/or re-certification by base hospital. If the employee has not obtained reactivation and/or re-certification within this one (1) week period, the employee will be suspeijded without pay for a maximum period of three (3) months, during which time the employee is expected to obtain the required re-certification and/or reactivation. If the employee has not obtained re-certification and/or reactivation in SAED and Symptom Relief by the end of the aforementioned three (3) month suspension period, the employee will be terminated. If the employee has only obtained SAED and Symptom Relief skills by the end of the aforementioned three (3) month period, the employee will become a PCP on a permanent basis, provided there is a vacancy for this classification or if there is no vacancy, the employee will become a part-time employee. If the employee is successful in obtaining the required recertification and/or reactivation during the three (3) month period, they will return to ACP status.

(c) A PCP who is deactivated and/or decertified and who does not retain SAED and Symptom Relief skills will be placed on a orie (1) week paid leave of absence during which time such employee is expected to obtain reactivation

19


and/or re-certification in SAED and Symptom Relief skills. If the employee has not obtained reactivation and/or re-certification in SAED and Symptom Relief skills within this one (1) week period, the employee will be suspended without pay for a maximum period of three (3) months during which time the employee must obtain reactivation and/or re-certification in SAED and Symptom Relief skills. If the employee has not obtained this reactivation and/or re-certification, the employee will be terminated. If the employee is successful in obtaining reactivation and/or re-certification during the three (3) month period, they will return to active duty as a PCP.

14.09 The parties agree that any issues relating to the displacement of a PCP for an ACP student preceptorship will be referred to the UMCC for discussion.

15.01 (a)

(b)

ARTICLE 15 - SEVERANCE

An employee with five (5) years of service shall be ·entitled to receive, on separation from employment, severance pay of one (1) week's pay per year of service, up to a maximum of twenty-six(26) weeks of pay. For the purposes of indefinite lay off only, employees will become eligible for severance pay after one (1) year of service.

A part-time employee who is entitled to severance pay pursuant to this provision will have "one (1) week's pay" for the purposes of the severance pay calculation determined as follows:

One week's pay will be equal to the average number of regular non-overtime hours worked per week by the part-time employee over the fifty-two (52) week period prior to the date of separation of employment, multiplied by the regular non-overtime rate of pay applicable to such part-time employee at the time of separation from employment.

(c) If, on separation from employment or indefinite lay off under this provision, an employee has continuous service which includes both part-time employment and full-time employment, two thousand eighty (2,080) hours of part-time work will equal one (1) year of service for the purpose of determining the employee's overall length of service under this provision.

15.02 Such severance pay shall only be provided in cases of separation from employment due to:

(a) Indefinite lay off, in which case the employee must waive their right to recall from lay off, in writing, as· a condition of receiving severance pay. Indefinite lay off means a period of thirty-five (35) consecutive weeks or more of lay off.

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(b) Retirement at age fifty-five (55) or later into a pension plan, including a disability pension;

(c) The employee being unable to meet the conditions of employment due to physical or mental reasons which result in a termination by the Employer. In such case, payment of severance pay must be into a R.R.S.P., subject to applicable laws, or R.R.l.F. established by the employee. It is understood that if contributions cannot be made into an R.R.S.P. due to contribution caps being exceeded, the remainder of the severance pay is not forfeited but rather is paid out.

(d) The termination of an employee who has achieved a combination of full years of service with their employer combined with their age, totalling at least eighty (80).

ARTICLE 16 - LEAVES OF ABSENCE

16.01 (a) Personal Leave The Employer may grant leave of absence without pay to an employee for legitimate personal reasons for a reasonable length of time, and any person who is absent with such written permission shall continue to accumulate their seniority for the first six (6) months of such leave. This Article will also apply for periods of secondment by the Union, such secondment to be renewable for one six (6) month period. In exercising its discretion the employer will not act in a discriminatory or biased manner. Further, without limiting the generality of the foregoing it is understood that a request for a leave of absence for the purpose of working for a different employer shall not constitute legitimate personal reasons under this provision, except where such employer is the Union under 16.06 (d) and (f) and except where the employer is a recognized post secondary educational institution for the purposes of providing training or education improvement to paramedics.

(b) Military Leave The Employer will grant an unpaid leave of absence without benefits but without loss of seniority for up to one (1) year to employees who are members of the Canadian Military Reserve for the purpose of training or other activity duly authorized by the Canadian Armed Forces, which activity is not contemplated by the Employment Standards Act of Ontario

16.02 Personal Emergency Leave Effective January 1st, 2017 and every January 1st thereafter, each employee will be credited with eleven (11) days, without loss of pay, for Personal Emergency Leave, as defined in the Employment Standards Act, 2000 which may be used during the

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period from January 1st of the year to December 31st of the same year. One (1) day of such credit shall equal one (1) shift using the employee's normal shift schedule as of January 1st in such year. Any employee using such leave shall follow the criteria set out for Personal Emergency Leave in Section 50.(1, 2, 3) of the Employment Standards Act, 2000. Any such leave which is not used by December 31st of the same year will be paid out subsequently by the Employer at the rates of pay in effect as of January 1st of that year. Personal Emergency Leave will only be used in a unit or units of one (1) full shift; The Personal Emergency Leave granted under this provision shall be deemed a greater benefit as contemplated by Section 50. (2) of the Employment Standards Act, 2000 for the purposes of the Personal Emergency Leave provisions of this Act.

On termination, an employee will receive the unused portion of his or her annual credit pro-rated on the basis of one-twelfth (1/12) for each completed month of service as of termination. In the year of normal retirement, an employee will receive the unused portion of their Personal Emergency Leave hours pro-rated on the basis of one-twelfth (1/12) of the annual amount for each completed month of service as of retirement.

When absent due to Personal Emergency Leave, an employee must notify the Employer at least three (3) hours prior to such employee's starting time.

The Employer may require the production of a medical certificate from time to time at its discretion subject to the provisions of the Ontario Human Rights Code. The cost of a medical certificate will be reimbursed by the Employer.

*Footnote to Article 16.02 - For the purposes of clarity sections 50 (1, 2, 3) apply.

Personal Emergency Leave

Same

50. (1) An employee whose employer regularly employs 50 or more employees is entitled to a leave of absence without pay because of any of the following:

1. A personal illness, injury or medical emergency.

2. The death, illness, injury or medical emergency of an individual described in subsection (2).

3. An urgent matter that concerns an individual described in subsection (2). 2000, c. 41, s. 50 (1).

(2) Paragraphs 2 and 3 of subsection (1) apply with respect to the following individuals:

1. The employee's spouse.

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2. A parent, step-parent or foster parent of the employee or the employee's spouse.

3. A child, step-child or foster child of the employee or the employee's spouse.

4. A grandparent, step-grandparent, grandchild or step-grandchild of the employee or of the employee's spouse.

5. The spouse of a child of the employee.

6. The employee's brother or sister.

7. A relative of the employee who is dependent on the employee for care or assistance. 2000, c. 41, s. 50 (2); 2004, c. 15, s. 4.

Advising employer

(3) An employee who wishes to take leave under this section shall advise his or her employer that he or she will be doing so. 2000, c. 41, s. 50 (3).

16.03 Jury Duty An employee required to serve on a legally constituted jury when they would otherwise be scheduled to work for the Employer, shall be paid the wages they would have received during this period computed on the basis of their regular number of straight time hours at their then current rate of pay. Such employee will notify the Employer of the requirement to attend the court and shall furnish adequate proof of the amount of pay received which shall be deducted from their next pay cheque. The Employer will not require the employee to work any hours other than their regular scheduled hours while on jury duty.

16.04 COURT APPEARANCE

(a) Court time shall be deemed to be any time spent by an employee in his/her off-duty hours in attendance at any Court, Inquest, or any time spent in legal proceedings that is officially required by subpoena as a result of his/her Paramedic duties and the following provisions shall apply; ·

(b) When a member is required to attend Court in his/her off-duty hours not extending into his/her regular shift, court time will be paid at the appropriate rate of pay for all hours spent attending court.

(c) An employee on the night shift before an attendance in court will be permitted to leave work without loss of pay, eleven (11) hours prior to the start of court as indicated on the subpoena.

(d) An employee will provide a copy of the subpoena at the earliest opportunity.

(e) If an employee is required by law to attend a court of law as a witness in a

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case not connected with their duties as an employee, they will be granted a leave of absence without pay and will be offered the next open shift on a preferential basis to make up for any lost hours. It is understood that Article 16.04 shall not apply to any proceedings between an employee or the Union and the Employer except where the Employer subpoenas the employee to attend these proceedings.

All other court circumstances will be referred back to UMCC for discussion.

16.05 Pregnancy and Parental Leave Pregnancy and Parental leave will be granted in accordance with the provisions of the Employment Standards Act, R.S.O. 1980, as amended from time to time and specifically as amended by Bill 14, Chapter 26, Statutes of Ontario 1990.

(a) In respect of the period of pregnancy leave, payments made according to the Employer's Supplementary Unemployment Benefit Plan will con'sist of the following:

(i) For the two week employment insurance waiting period, payments equivalent to sixty-six and two-thirds percent (66-2/3%) of the actual weekly rate of pay for their classification, which they were receiving on the last day worked prior to the commencement of the pregnancy leave;

and

(ii) Up to a maximum of twenty-four (24) additional weeks, payments equivalent to the difference between the sum of the weekly Employment Insurance (El) benefits the employee is eligible to receive and any other earnings received by the employee, and eighty percent (80%) of the actual weekly rate of pay for their classification, which they were receiving on the last day worked prior to the commencement of the pregnancy leave.

(b) In respect of the period of parental leave, payments made according to the Employer's Supplementary Unemployment Benefit Plan will consist of the following:

· (i) For the two week Employment Insurance (El) waiting period, payments equivalent to sixty-six and two-thirds percent (66- 2/3%) of the actual weekly rate of pay for their classification, which they were receiving on the last day worked prior to the commencement of the pregnancy leave;

and

(ii) · Up to a maximum of twenty-six (26) additional weeks, payments equivalent to the difference between the sum of the weekly El benefits

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16.06 Union Leave

the employee is eligible to receive and any other earnings received by the employee, and eighty percent (80%) of the actual weekly rate of pay for their classification, which they were receiving on the last day worked prior to the commencement of the pregnancy leave.

(a) Upon at least fourteen (14) days' written notice by the Union, leave of absence without pay with no loss of credits shall be granted for not more than four (4) consecutive days for employee delegates for the purpose of attending the Annual Convention, union educational or other centrally called union meetings to a maximum of three (3) times per year. Not more than eight (8) employees may be absent at any time under this sub-provision, subject to the operational needs of the Employer. OPSEU will reimburse the Employer for replacement costs upon presentation of an itemized bill within 90 days of such presentation.

(b) The Local President or designate shall receive two (2) shifts per month to conduct local business without loss of pay. One of these shifts shall coincide with regular UMCC meetings.

(c) Leave of absence with no loss of pay or credits shall be granted up to four (4) members of the Union who participate in contract negotiations with the Employer.

(d) Upon request by the Union, confirmed in writing and provided that seven (7) days written notice is given, leave of absence with no loss of pay and with no loss of credits shall be granted to employees elected as Executive Board members and Executive Officers of the Union, for the purpose of conducting the internal business affairs of the Union.

(e) The Union will reimburse the Employer for the wages paid to members of the Executive Board or Executive Officers or the replacement costs if such costs are greater than the wages paid where a leave of absence is granted under this Article.

(f) When an employee is elected as the Union's President or First VicePresident, the Union will, immediately following such election, advise the Employer of the name of the employee so elected. Leave of absence with pay shall be granted from the employee's place of employment for the duration of the current term of office.

(g) During the term of such leave of absence, the Union will reimburse the Employer for the salary paid to the employee on such leave of absence and contribute the Employer's share of contributions to the Pension Fund and the Canada Pension Plan.

25


The Union will make the Employer's contribution to any prevailing health or other plans applicable to the elected employee and pay the costs of attendance credits accumulated during the leave of absence. The Union will make the Employer's contribution for Employment Insurance.

(h) On completion of the employee's term of office, the President or First Vice President may return to their previous employment and service shall be deemed to be continuous for all purposes. Any leave of absence extending beyond the initial term of office of the President or First Vice President shall be a matter to be determined between the parties and any such additional leave shall be subject to the same conditions and terms as prevailed in the initial leave of absence.

16.07 The employee shall discuss any required leave with their Employer at the earliest opportunity. All requests for leaves of absence permitted in these sections shall be sent to the Employer.

16.08 It is understood that leaves requested by the Union under Article 16.01 and 16.06 may be withheld if such leaves interfere with the operating requirements of the Employer.

ARTICLE 17 - VACATIONS WITH PAY

17.01 Employees employed prior to January 1, 2005 shall receive vacation with pay in accordance with credited service with the Employer or credited service with another Employer whose business has been purchased by the Employer and intermingled with this Bargaining Unit within the meaning of the "Sale of Business" provisions of the Ontario Labour Relations Act, as of their anniversary date with the Employer as follows:

(a) Employees with less than one (1) year's continuous service with the Employer shall receive ten (10) hours vacation with pay for every month of completed service.

(b) Employees who have attained one (1) year's continuous service with the Employer shall be entitled to three (3) weeks' vacation with pay to be based on the normal work week:

(c) Employees who have attained eight (8) years' continuous service with the Employer shall be entitled for four (4) weeks' vacation with pay to be based on the normal work week.

(d) Employees who have attained fifteen (15) years' continuous service with the Employer shall be entitled to five (5) weeks' vacation with pay to be based on

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the normal work week.

(e) Employees who have attained twenty (20) years' continuous service with the Employer shall be entitled to six (6) weeks' vacation with pay to be based on the normal work week.

(f) Employees who receive a six (6) week vacation entitlement will receive an additional vacation entitlement based on years of continuous service with the Employer as follows:

Years of Continuous Service Additional Vacation Days Paid at

as of April 1 , 2000 Eight(8) hours basic pay

22 years One (1)

24 years Two (2)

26 years Three (3)

28 years Four (4)

30 years Five (5)

Clarification Note: Reference to "normal work week" in this Article refers to a forty(40) hour work week or a forty-two (42) hour work week as is applicable to the employee.

17.02 For new employees hired subsequent to January 1, 2005, the vacation entitlement in Article 17.01 shall not apply. Instead such employees shall receive vacation with pay in accordance with credited service with the Employer as of their anniversary date with the Employer as follows:

(a) Employees with less than one (1) year's continuous service with the Employer shall receive seven (7) hours vacation with pay for every month of completed service.

(b) Employees who have attained one (1) year's continuous service with the Employer shall be entitled to two (2) weeks' vacation with pay to be based on the normal work week.

(c) Employees who have attained four (4) years' continuous service with the Employer shall be entitled to three (3) weeks' vacation with pay to be based on the normal work week.

· (d) Employees who have attained eight (8) years' continuous service with the Employer shall be entitled to four (4) weeks' vacation with pay to be based on the normal work week.

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(e) Employees who have attained fifteen (15) years' continuous service with the Employer shall be entitled to five (5) weeks' vacation with pay to be based on the normal work week.

(f) Employees who have attained twenty (20) years' continuous service with the Employer shall be entitled to six (6) weeks' vacation with pay to be based on the normal work week.

(g) In consideration of the above, the Employer agrees, effective January 1, 2005, that the deduction from continuous service that applied to certain of its employees as a result of the period of the social contract shaIT be restored.

Clarification Note: Reference to "normal work week" in this article refers to a forty (40) hour work week or forty-two (42) hour work week as is applicable to the employee.

17.03 An employee who is either terminated in any year by the Employer or terminates in any year their employment with the Employer, agrees to return to the Employer the proportionate amount of the vacation pay which such employee has received for that year.

17 .04 An employee terminating their employment at any time in their vacation year before they have had their vacation shall be entitled to a proportional amount of salary or wages in lieu of such vacation. On normal retirement, at age 65,_an employee shall be entitled to the same vacation or vacation pay which he would have earned if he had continued employment to the end of the year.

17.05 An employee who is absent from work for thirty (30) consecutive calendar days or more, excluding normal periods of pregnancy and/or parental leave or normal periods of union leave of less than six (6) months duration, and any periods of absence due to statutory leave will receive vacation pay for that year on a pro-rata basis. For example, an employee who has been absent for thirty (30) consecutive calendar days will lose one-twelfth (1 /12) of their vacation entitlement; and an employee who has been absent for one hundred and twenty (120) consecutive calendar days will lose four-twelfths (4/12) of their vacation entitlement.

17 .06 Vacation pay for each week of vacation shall be at the regular rate of pay effective immediately prior to the vacation period.

17.07 (a) For the purposes of an extended vacation, an employee may carry over from one vacation year to the next, a maximum of eighty-four (84) hours of vacation at the rate of pay such employee was receiving when the week to be carried over was earned. Unused vacation as of the end of the vacation year, which is not carried over to the following year, will be paid out to the

28


employee during March of the following year at the rate of pay such employee was receiving when the week to be carried over was earned.

(b) An employee may carry over vacation as noted above only in the following circumstances:

i) Notification of any carry over must be submitted by the employee prior to the period of advance annual vacation booking as referred to in Article 17 .10, on the date requested by the Employer.

ii) The booking and scheduling of vacation carry over and annual selection will occur at the same time as the advance annual vacation booking.

iii) the employee must utilize his/her full vacation entitlement in the year in which he/she is carrying over the vacation;

iv) the carry over must be taken by the employee in immediate conjunction with a period of regular vacation usage in the year in question. In the event the employee cancels his/her vacation carry over, the Employer shall pay to the employee the value of he vacation carry over within thirty (30) days of the notice of cancellation and;

v) Approval of a vacation carry over request must be in writing and signed by the Deputy Chief or his/her designate.

17.08 Preference in vacation scheduling approval decisions shall be afforded to employees in declining order of seniority within each platoon. During the peak period of Victoria Day to September 151h all full-time employees will be allowed, in order of seniority by platoon, to book vacation based on blocks (Example: a continuous set of shifts would be the first three (3) days of the split which equals one (1) block) prior to booking single days. Once all blocked vacation has been booked during these peak periods, employee requests for days in units of one day (up to a maximum of 60 hours) will be reviewed. During all other periods, units of one day may be requested and booked without restrictions.

17.09 For the purpose of vacation booking requests, a maximum of 4% of the full time employees per platoon will be allowed to be off on any given calendar day. Vacation booking above the maximum will be reviewed on a case by case basis and approval will be granted based on operational need. The maximum will be utilized in making decisions during the advanced booking. The calculation of the 4% factor herein shall take place annually at the time that the vacation bid process commences for the following vacation year as per article 17.10.

17.10 Vacation planning and initial employee booking will occur in November of each year for the following vacation year. The call for vacation will be communicated during the first week in November and will be closed twenty-eight (28) days later.

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Employees will submit their vacation request in writing by the deadline communicated. Employees who have not booked their vacation by the closing date will be allotted their remaining vacation on a first come basis.

17.11 During the Annual Vacation Bid employees will be contacted if the Employer is not able to accommodate their initial request. The employee will be provided with alternate dates that remain available in the vacation schedule and given an opportunity to select new dates. If the employee continues to require the initial dates that were denied in the advanced booking and the employee is able to acquire this time off through other means (ie: shift changes), employees may resubmit their request thirty (30) days prior to the requested time off.

The employer will notify the employee no later than two (2) weeks prior to the requested time off to confirm whether the request can be accommodated based on operational needs at that time.

17.12 Once vacation has been approved, the Employer will send out confirmation notices to all employees via each employee's individual e-mail account with the employer and hard copy no later than the third week in December. It is the employees' responsibility to contact the employer should any discrepancies be found in the correspondence within twenty (20) days of the date of the confirmation letter.

17.13 The employer, in consultation with the Union, has the right to limit cancel and/or black out vacation periods under extenuating circumstances (e.g.: large scale protracted disaster situations).

17.14 Employees, who are on vacation and are eligible for bereavement as defined under Article 16.02 a) during their vacation period, will have the relevant vac'ation days credited as Personal Emergency Leave. In these instances the employee must advise his/her Superintendent prior to the completion of the relevant vacation period of their request to apply Personal Emergency Leave to this vacation period.

18.01 (a)

ARTICLE 18 - DESIGNATED HOLIDAYS

The following are recognized as designated holidays:

New Year's Day Family Day Labour Day Thanksgiving Day Remembrance Day Victoria Day

Canada Day (July 1st) Civic Holiday Good Friday Easter Monday Christmas Day Boxing Day


30

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(b) Holiday pay shall be based on an eight (8) hour working day at an employee's regular hourly rate of pay. The Employer may grant, in lieu of holiday pay, a day off (one eight [8] hour shift) at a time mutually agreeable to the Employer and the employee.

Effective April 1st 2017, holiday pay shall be based. on the length of the employee's regular scheduled shift at the time of the holiday. The Employer may grant, in lieu of holiday pay, a day off (equivalent to the employee's regularly scheduled shift at the time of the holiday) at a time mutually agreeable to the Employer and the employee.

18.02 In order to be entitled to payment for a designated holiday, an employee must have worked fully the last scheduled working day immediately preceding the holiday and the first scheduled working day immediately following the holiday unless absent through proven illness in which case, such employee shall not be disqualified from receiving holiday pay provided he has worked on one or more of the working days since the last designated holiday and returns to work prior to the next designated holiday.

Where an employee is absent through proven illness on the relevant qualifying days for Christmas Day, Boxing Day, and New Year's Day, he shall not be disqualified from receiving holiday pay, provided he has worked on one or more of the working days subsequent to Remembrance Day and has returned to work prior to Good Friday.

In the case of illness it is the responsibility of the employee to obtain and provide such proof of illness to their immediate Superintendent within five (5) calendar days of the return to work.

18.03 (a)

(b)

(c)

Where an employee works on a holiday included under Article 18.01 (a) (Designated Holidays) the employee shall be paid at the rate of two (2) times the employee's basic hourly rate for all hours worked on the holiday.

In addition to the payment provided by section 18.03(a), an employee who works on the holiday and is eligible to receive designated holiday pay shall receive either eight (8) hours designated holiday pay at the employee's basic hourly rate or compensating leave of eight (8) hours, provided the employee opts for compensating leave prior to the holiday.

Effective April 1, 2017, in addition to the payment provided by section 18.03(a), an employee who works on the holiday and is eligible to receive designated holiday pay shall receive either designated holiday pay at the employee's basic hourly rate or compensating leave equivalent to the employee's regularly scheduled shift at the time of the holiday provided the

31


employee opts for compensating leave prior to the holiday.

(d) For the purpose of this provision the parties have agreed that the New Year's Day statutory holiday commences at 5:30pm on New Year's Eve and concludes at 5:30pm on New Year's Day with the further agreement that this definition will not result in additional monetary consequences for the Employer.

ARTICLE 19 - BENEFITS

19.01 The Employer shall pay one hundred percent (100%) of the cost of the premiums for the Employer Health Tax.

19.02 The Employer shall pay one hundred percent (100%) of the cost of coverage of a health care plan which shall include the following features:

... A~URE

Group Life insurance

AD & D coverage

Long Term disability

Dental Plan


Effective January 1, 2005, the group life insurance will be increased to two times the employee's basic annual earnings.

$100,000.00 for loss of life

70% of regular monthly earnings up to a $3000.00 maximum per month.

1. Subject to a $50.00 deductible single individual and $100.00 for family;

2. Basic dental check up for adults, every nine (9) months; basic dental check up for children, every six (6) months.

3. One (1) year lag for ODA Fee Schedule.

4. Cap at $2,000.00 per year per insured member.

5. Effective April 2, 2002, there will be a major restorative feature with coinsurance so that the Plan covers 50%

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Weekly indemnity

Optical Plan

Drug Plan


COVERAGE

of eligible costs and the employee is responsible for the remaining 50% of the costs; there will be a cap at $2,000.00 per year per insured member for this benefit.

6. Orthodontic - For dependent children with a lifetime maximum of $2000 per eligible dependent child; there will be a 50% reimbursement feature to the plan.

Weekly benefit is 70% of regular earnings to a maximum of $1200.00 per week.

$350.00 maximum per family member once every consecutive twenty-four (24) month period. The cost for eye examination will be included within this maximum amount.

Drugs covered under this plan must have a Drug Identification Number (DIN}

1. The Employer agrees to introduce a drug card. There shall be a $10.00 per prescription dispensing fee cap.

2. The annual drug deductible will be $50.00 for single individual and $100.00 per family.

3. The Plan will include generic coverage unless otherwise medically prescribed by the employee's doctor as necessary.

· 4. The plan will include a smoking cessation benefit ($1000.00 lifetime cap per insured member).

5. Contraception benefit to include IUD, Diaphragm and Norplant to a maximum of $3000.00 lifetime benefit and amend

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Hospitalization

Early Retiree Benefit - Health Spending Account

Fertility Treatment to include treatment to a maximum of $3000.00 lifetime benefit.

Ward coverage.

Effective January 1, 2017, employees retiring between the ages of 55-65, on a reduced or unreduced pension with a minimum of 5 years of service will be provided with a Health Spending Account of $250.00 per calendar year terminating at age 65.

Credits can only be used to provide reimbursement for eligible expenses under the Income Tax Act. Credits cannot be cashed out and will be lost unless used before the end of the benefit year following the benefit year in which they have been allocated to the retiree's account and before any earlier termination of this benefit of your coverage.

19.03 The Employer shall pay the full cost of coverage for liability insurance.

19.04 The Employer will continue to pay full premiums on behalf of an employee for the first six (6) months of any approved leave of absence. The Employer will also continue to pay full premiums for the employee for the next six (6) months of any absence in the case of an employee absent on Union secondment, on pregnancy or parental leave, if in receipt of LTD benefits or if in receipt of Workplace Safety & Insurance Compensation benefits.

19.05 The Employee shall pay the cost for the medical required for the F class driver's licence renewal.

19.06 In view of the improvement negotiated to the Weekly Indemnity Plan and the introduction of the new. Early Retiree Health Spending Account, the employee's share of the Employer's Employment Insurance Act Premium reduction will be retained by the Employer.

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ARTICLE 20 - QUARANTINE PAY

20.01 In the event that an employee loses basic pay due to a quarantine mandated by the Medical Officer of Health as a result of the employee performing his/her duties for PRPS and in the further event that this situation is not the subject of provincial legislation compensating the employee for loss of pay, the Employer will reimburse the employee for loss of basic pay for a maximum period of 1 month from the date the employee is first absent from work due to such quarantine. In the event the employee is a part time employee, lost basic wages for the 1 month period in question will be based on the hours of work scheduled for such employee during this period at the time of the quarantine.

ARTICLE 21 - PENSIONS

21.01 Employees who are enrolled in OMERS and the Employer shall contribute to OMERS basic pension plan in accordance with the regular contributions, if any, of the Plan and in accordance with the requirements of the Plan.

ARTICLE 22 - UNIFORMS

22.01 There will be the following initial one-time uniform issue for Peel Regional Paramedic Services:

(a) Maximum issue for full-time paramedics:

(i) 8 Uniform Shirts (Long and/or short sleeve)

(ii) 5 Pair Epaulettes

(iii) 5 Pants

(iv) 8 T-undershirts

(v) 2 Sweaters

(vi) 2 Turtlenecks

(vii) 1 Raincoat

(viii) 1 Winter Parka

(ix) 1 Spring Coat

(x) 1 Belt

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(xi) 1 Winter Toque

(xii) 1 Summer Hat (upon request, style to be decided upon by Uniform Committee)

(xiii) 1 Pair Winter Gloves

(xiv) 1 Key Fob

(b) Maximum Issue for part-time paramedics:

(i) 4 Uniform shirts (long and/or short sleeve)


(iii) 2 Pants

(iv) 4 T-undershirts

(v) 1 Sweater

(vi) 1 Turtleneck

(vii) 1 Raincoat

(viii) 1 Winter Parka

(ix) 1 Spring Coat

(x) 1 Belt

(xi) 1 Winter Toque

(xii) 1 Summer Hat (upon request, style to be decided upon by Uniform Committee)

(xiii) 1 Pair Winter Gloves

(xiv) 1 Key Fob

Effective in calendar year 2017.

There will be the following initial one-time uniform issue for Peel Regional Paramedic Services:

(a) Maximum issue for full-time paramedics:

(i) 1 Balaclava (upon request)


(iii) 1 Hi-Vis Tear Away Safety Vest

(iv) 1 Lunch Bag Cooler

(v) 1 Oversized Helmet Duffie Bag

36


(b)

(vi) 1 Pair Snow Pants (upon request)

(vii) 1 Pair Winter Gloves

(viii) 1 Pair Rescue Work Gloves

(ix) 5 Pants

(x) 2 Pull Over Sweaters or 1 Pull Over Sweater and 1 Hi-Vis Zip Up Sweater

(xi) 1 Radio Belt Clip

(xii) 1 (3/4) length Raincoat (upon request)

(xiii) ' 1 Safety Helmet with Visor

(xiv) 1 Summer Hat (upon request)

(xv) 3 Turtlenecks or a combination of Turtlenecks and Dickies totalling 3

(xvi) 8 T-undershirts

(xvii) 8 Uniform Shirts (Long and/or short sleeve)

(xviii) 1 Utility Belt (two piece)

(xix) 1 Winter 3 in 1 Coat

(xx) 1 Winter Toque or Yukon Style Hat

Maximum Issue for part-time paramedics:

i) 1 Balaclava (upon request)

ii) 3 Pair Epaulettes

iii) 1 Hi-Vis Tear Away Safety Vest

iv) 1 Lunch Bag Cooler

v) 1 Oversized Helmet Duffie Bag

vi) 1 Pair Rescue Work Gloves

vii) 1 Pair Snow Pants (upon request)

viii) 1 Pair Winter Gloves

ix) 3 Pants

x) 1 Pull Over Sweater or 1 Hi-Vis Zip Up Sweater

xi) 1 Radio Belt Clip

xii) 1 (3/4) length Raincoat (upon request)

xiii) 1 Safety Helmet with Visor

xiv) 1 Summer Hat (upon request)

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xv) 2 Turtlenecks or a combination of turtleneck and Dickie totalling 2

xvi) 4 T-undershirts

xvii) 4 Uniform Shirts (Long and/or short sleeve)

xviii) 1 Utility Belt (two piece)

xix) 1 Winter 3 in 1 Coat

xx) 1 Winter Toque or Yukon Style Hat

(c) The replacement of the above described initial one time issue will be done on an as required basis. The employee seeking a replacement must turn in the old article upon replacement.

(d) Upon cessation of employment all items identified above must be returned to the Employer.

(e) Part-time paramedics who move to full-time positions will receive the equivalent items to equal the total issue allotment for a full-time paramedic. Full-time paramedics moving to part-time will not be required to return items to reduce their allotment to that of a part-time paramedic.

22.02 Where the Employer determines that extraordinary circumstances exist, such as gross contamination, which requires cleaning, it will provide same.

22.03 Safety footwear will be available from the vendor of record for the Employer. Four (4) styles of safety boots for each gender will be identified. The Uniform committee will review all submissions and identify the four (4) styles.

All new staff will be issued one pair of safety footwear as per their choice of four (4) styles from the vendor of record.

Staff currently employed with the Employer will receive replacement footwear on an as required basis and must turn in the old footwear upon replacement.

Paramedics who cannot be accommodated with one of the styles on record, based on medical information received, will be accommodated with alternative safety foot wear from the same vendor of record if feasible.

22.04 On January 1st the Employer will provide an annual cleaning allowance of $110 to each employee classified as full time on that day. Employees who acquire full time status after January 1st in that calendar year will not be eligible to receive the $110 until January 1 of the next calendar year.

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ARTICLE 23 - TRAINING

23.01 Where an employee is provided EHS mandatory training, mandatory annual base

hospital re-certification, mask fit testing and other mandatory training outside of their normal hours of work, such training shall not constitute hours of work for the purpose of overtime under the collective agreement. The employee receives their regular straight time rate of pay for each hour of such training.

This provision does not apply to time spent by an employee in obtaining the following:

(a) A-EMCA certification;

(b) Advance Care Paramedic (ACP) certification;

(c) Re-certification in any authorized delegated controlled act(s) including but not limited to A.C.L.S., BTLS and PALS procedures;

(d) CPR certification;

(e) First Aid Certification;

(f) Driver's licence;

(g) Any training as a result of de-activation or de-certification by the Base Hospital.

The Employer will provide opportunity for CPR certification in accordance with the Ambulance Act and Regulations thereunder.

ARTICLE 24-ADVANCED CARE PARAMEDIC TRAINING

24.01 In the event that an employee is the successful applicant for participation in ACP training, such employee may be required to take a leave of absence from their employer for the duration of their full training program. During this leave of absence, the Employer will continue to pay to the employee their basic straight time hourly rate for the normal weekly hours of work assigned to such employee. Service and

24.02 It is understood that the collective agreement continues to apply except for hours of work and overtime provisions. Notwithstanding, it is further understood that any actions of the base hospital, certifying agencies, or their representatives, do not come under the jurisdiction of the collective agreement and, therefore, cannot constitute a difference or dispute or grieveable action under the collective agreement. This understanding does not limit an employee's right to grieve actions of its employer including disciplinary action up to and including dismissal from

39


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--~---- ---------- ---

employment which may occur during the period of leave of absence.

24.03 ACP Training Rates An ACP will be paid twelve percent (12%) above the PCP hourly rate upon successful completion of the provincial ACP exam and full certification by the Medical Director, Base Hospital. During ACP Training an employee will receive their PCP hourly rate.

24.04 All ACP trained employees will be required to maintain certification in all delegated medical acts which are required by the Employer.

24.05 (a)

(b)

An employee who voluntarily leaves the training program, or is involuntarily removed from the program, will be eligible to displace the junior employee in a lower rated classification on the basis of their seniority and qualifications.

As a condition of receiving ACP training, a full time employee who successfully completes such training shall not terminate their full time employment with the Employer for the three (3) year period subsequent to the employee being fully certified by the Medical Director, Base Hospital as an ACP. In the event that such employee terminates their full time employment for any reason, it is agreed that the employee shall immediately repay the Employer for the cost of the tuition previously paid by the Employer, prorated on the basis of that portion of the three year period not served and that such tuition will be a debt owed by the employee to the Employer. Further, the Union agrees that the Employer may withhold the amount of such debt from all wages owed to the employee upon their termination date.

24.06 Any other ACP related issues can be raised by the parties at the Local Union Management Cooperation Committee ("UMCC") level.

24.07 The Employer agrees to develop a protocol for ACP training setting out base assignment on successful completion of this training. In this regard, the Employer agrees to discuss base assignment with the Union at a UMCC meeting provided it is understood that the Employer reserves its right to make the determination in the event that this consultation does not result in a consensus of the parties.

24.08 An employee who does not successfully complete the program of any portion thereof on the first attempt, voluntarily leaves the training program, or is involuntarily removed from the training program and elects to undertake the training program again or any portion thereof will assume all costs of the program. The employee must also request a Leave of Absence without pay under the collective agreement in such event. This article does not apply to employees who cannot complete the

40


program because of disability or family status as defined by the Human Right Code. The employer reserves the right to require proof from the employee that disability or family status was the cause of the employee not completing the program on the first attempt.

ARTICLE 25 - ACCESS TO EVALUATIONS

25.01 On request, an employee shall be entitled to a copy of their evaluation(s). Should the employee choose to respond to their evaluation, a copy of such response shall be added to their personnel file.

ARTICLE 26 - NEW CLASSIFICATIONS

26.01 When a new classification (which is covered by the terms of this Collective Agreement) is established by the Employer, the Employer shall determine the rate of pay for such new classification and notify the Union of the same. If the Union challenges the rate, it shall have the right to request a meeting with the Employer to endeavour to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after receipt of the notice from the Employer of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of the new rate given by the Employer. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Board of Arbitration (or Arbitrator as . the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classification.

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ARTICLE 27 - PRINTING OF COLLECTIVE AGREEMENT

27.01 The parties agree that they will share equally the cost of printing the Collective

Agreement.

27.02 A copy of the collective agreement will be made available in an electronic format and

posted on the Peel Regional Paramedic Services intranet site.

ARTICLE 28 - WAGES

28.01 Classifications and Wages

tf~".::l" ~:)\.'-').." f\A c~.., • i "'~ f,, ' 1nlo r ,I" '. "'~ r.~ I l 1f' ' I

I \Y/,("'·l-" r~~-]-~I[~) - ----- 11 /,\, -]-'] - --II- - -~\, l ~] -- II /,\, ] ' I '[- - '•v l, ,j I

__ _ _____ _ ;1 _ ~~)1!_i_ __ J _ '_"10J,!(;~ ! ;).0)1l'1/ 1

___ ' - I• I l ( - ~-! CLASSIFICATION: FULL TIME PRIMARY CARE PARAMEDIC ("PCP")

Start $34.93 $35.45 $35.89 $36.52

1 Year Rate $36.02 $36.56 $37.02 $37.67

2YearRate $37.11 $37.67 $38.14 $38.80

CLASSIFICATION: FULL TIME ADVANCED CARE PARAMEDIC ("ACPj

Start $39.13 $39.72 $40.21 $40.92

1 Year Rate $40.36 $40.96 $41.47 $42.20

2YearRate $41.56 $42.19 $42.72 $43.46

CLASSIFICATION: PART TIME PRIMARY CARE PARAMEDIC

Start (<2080 hrs) $34.93 $35.45 $35.89 $36.52

1 Year Rate (>2080 but $36.02 $36.56 $37.02 $37.67 <4160 hrs)

2 Year Rate (>4160 hrs) $37.11 $37.67 $38.14 $38.80

CLASSIFICATION: PART TIME ADVANCED CARE PARAMEDIC

Start (<2080 hrs) $39.13 $39. 72 $40.21 $40.92

1 Year Rate (>2080 but $40.36 $40.96 $41.47 $42.20 <4160 hrs)

2 Year Rate (>4160 hrs) $41.56 $42.19 $42.72 $43.46

*NOTE: Only part-time hours worked after June 9, 2005 are counted towards part-time progression through the

wage grid


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ARTICLE 29 - DURATION AND RETROACTIVITY

29.01 The Collective Agreement shall be effective April 1, 2012 and expire March 31, 2015. It

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

other party of its desire to amend or terminate this Agreement. Any such notice must be

in writing and given in the ninety (90) day period prior to March 31, 2015.

29.02 Nothing in the settlement or the renewed collective agreement will be retroactive except

as specified in the arbitration award or by the agreement of the parties.

DATED at~ this /~ayof v4# ,2018.

PEEL REGIONAL PARAMEDIC SERVICES

MJ:~ j_CIPALlrrOF PEEL

Peter F. Dundas, Chief and Director, Paramedic Services

Jeff Sawchuk, Manager, Employee Relations and Labour Relations

Kathryn Lockyer, Regional Clerk and Director of Clerk's


ONTARIO PUBLIC SERVICE EMPLOYEES' UNION, LOCAL 277

Dave Wakely, President, OPSEU Local 277

Jamie Gon Ives, Bargaining Unit Committee Member

6udn;--Carol Murray, Bargaining Unit Committee Member

Tim Szumlanski,,,gaining U t Committee Member

/

Warren (Smokey) Thomas, President, OPSEU

I

LETTER OF UNDERSTANDING #1 PART TIME EMPLOYEES

BETWEEN:

PEEL REGIONAL PARAMEDIC SERVICES OF THE REGIONAL MUNICIPALITY OF PEEi;..

(Hereinafter called the "Employer") - and-

THE ONTARIO PUBLIC SERVICE EMPLOYEES' UNION and its Local 277


RE: Part Time Employees

WHEREAS the Employer and the Union have concluded negotiations for the review of a Collective Agreement which shall terminate March 31, 2019;

AND WHEREAS the Employer and the Union have decided that the terms and conditions of employment for part-time employees shall be included in a separate. Letter of Understanding;

NOW THEREFORE, it is agreed as follows:

1. Unless otherwise stated in this Letter, the terms and conditions of employment for part-time employees of the Paramedic Service, being those employees who are not regularly employed for more than forty eight (48) hours per biweekly pay period, shall be in accordance with the practices which were established by the Employer during the term of the Collective_ Agreement between the parties, which Agreement commenced April 1, 2004 and expired March 31, 2007.

2. At any given time, the number of part-time employees shall be limited to a maximum of one such employee for every three full-time paramedics and Superintendents. It is agreed that such other ratios may be agreed for specific times on consent of the Union and the Employer.

3. Upon completion of one thousand and forty (1,040) hours of work in a classification, a part-time employee shall be considered as having completed their probationary period should he be subsequently hired as a full-time employee in their classification. The dismissal, layoff or recall after layoff of a probationary employee shall be at the Employer's discretion and shall be deemed to be for just cause except that any

44


allegation by the Employer against a probationary employee of criminal misconduct leading to dismissal may be the subject of a grievance as provided for in Article 11.01 of the Collective Agreement and subject to just cause.

4. Upon completion of the probationary period as referenced above, a part time employee shall commence to be paid four percent (4%) of his/her regular straight time hourly rate of pay for all hours worked in lieu of any benefits provided under the Collective Agreement save and except vacation pay and uniform provision. On the completion of seven hundred and fifty (750) hours or more of work in a calendar year by such part-time employee, the percentage in lieu of any benefit under the Collective Agreement shall increase from four percent (4%) to ten percent (10%) of the employee's regularly straight time hourly rate of pay for all hours worked retroactive to January 1st of such calendar year (except in 2007 where such retroaGtivity would be effective from April 1, 2007, the first day of the new Collective Agreement). However, the completion of seven hundred and fifty (750) hours or more of work in a calendar year by a part time employee does not give such employee full-time status under the Collective Agreement.

5. Part-time seniority will be defined as hours worked for the Employer beginning from January 1, 2001. Further, two thousand eighty (2,080) hours so worked will equal one (1) year of seniority on the full-time seniority list in the event of transfer from part-time to full-time status.

6. A full-time employee may request a transfer to part-time status and carry seniority to the part-time seniority list on the basis of one (1) year of full-time seniority equalling two thousand eighty (2,080) hours worked, provided a part-time position exists. Any such transfer shall occur only once in any three (3) year period and is subject .to operational needs. A part-time employee so transferred shall be barred from bidding to a full-time vacancy for the six (6) month period following the transfer. Thereafter there is no limit on the ability of the part-time employee to bid to a full-time vacancy.

7. In the event that the Employer determines there is a full-time PCP vacancy, it will endeavour to fill this vacancy from its part-time PCP staff according to their part-time seniority standing. In the event of a full-time ACP vacancy, the Employer will endeavour to fill this vacancy from its part-time ACP staff according to their part-time seniority standing.

8. The Employer will attempt to provide uniforms to part-time employees within six (6) weeks of their start to work.

9. AEMCA pending employees are defined as employees who have successfully graduated from a community college or equivalent but who have not yet obtained Ministry of Health and Long Term Care Certification as a Paramedic. AEMCA

45


pending employees will receive the same wage rates as a part-time employee and will be considered as covered by this part-time Letter of Understanding except that an AEMCA pending employee may regularly work more than forty eight (48) hours per biweekly pay period during the period May 1 to September 30 only. AEMCA pending employees may regularly work more than forty eight (48) hours per biweekly pay period but not more than eighty (80) or eighty-four (84) hours per biweekly pay period, depending on the schedule involved. Further, AEMCA pending employees are not considered part time employees for the purposes of Item 2 of this Letter.

10. Part-time employees, and AEMCA pending employees, will be paid wages in accordance with the part-time rates set out in Article 28 of the Collective Agreement. Note that only part-time hours worked after June 9, 2005 are counted towards parttime progression through the wage grid.

11. An AEMCA pending employee will not work more than one hundred fifty (150) days during the summer vacation period.

12. From the commencement of the pay period which includes Victoria Day to the conclusion of the pay period which includes September 15, and from the commencement of the pay period which includes December 15 to the conclusion of the pay period which includes January 1 a part-time employee will normally work no more than forty-eight (48) hours per biweekly pay period but may work up to eightyfour (84) hours per biweekly pay period providing that any hours in excess of fortyeight (48) hours per biweekly pay period are attributable to replacement work.

Part-time employees may be used in excess of forty-eight (48) hours up to eightyfour (84) hours per biweekly pay period for training relief only. At all other times, the use of part-time employees in excess of forty-eight hours. (48) per biweekly pay period shall be by mutual consent.

13. When a part-time employee reports for work on a pre-booked shift and, upon arrival, finds no work available, they shall be paid for three (3) hours at straight time.

14. If the Employer needs to fill vacant shifts where replacing an absent employee, it shall first offer those shifts to its part-time employees, up to eighty-four (84) hours per biweekly pay period; shifts will be offered to part-time employees on a rotational basis using seniority other than shifts being offered to a part-time employee due to absences where the Employer receives less than three (3) hours notice of such absence.

15. New - Part Time Availability Requirements

In order to maintain part time employment status each part time Paramedic must:

46


1) Provide at least eighteen (18) shifts of availability per month. Availability is not to be construed as a guaranteed number of shifts per month that will be offered as work;

2) Provide at least six (6) shifts of availability per month on weekends;

3) Provide at least six (6) shifts of availability per calendar year on designated holidays as defined by 18.01 of the Collective Agreement;

4) Indicate the above availability and non-availability on a Monthly Part-time Paramedic Availability Form at least sixty (60) days prior to the beginning of each calendar month;

5) Notify the employer at least seventy-two (72) hours in advance of the availability date(s) in question, should availability change;

6) Not refuse to work more than two (2) shifts on any day for which shift availability has been indicated in a calendar month unless there are acceptable extenuating circumstances. For the purpose of this provision a cancellation of a shift once scheduled is equivalent to a refusal to work one (1) shift.

7) Reply to messages left by the employer within twelve (12) hours of being contacted for a shift assignment based on availability. No response will be deemed to have refused the shift assignment.

For greater clarity: a day shift shall commence before 0800 hours, a night shift shall commence at or after 1700 hours, and peak shifts are shifts that commence between 0800 hours and 1659 hours.

Any additional shifts taken outside of the employee's submitted availability will be credited to his/her availability status for that month.

Scheduling will provide part time employees with a monthly electronic status report advising of compliance performance. Should a part time employee not comply with the above · requirements in any three (3) months of a 12 month period the Superintendent will review the availability requirements with the employee. Further non-compliance with these requirements in any month within the following 12 month period may, at the employer's discretion, result in the termination of the employee's part time employment status with the Employer. Where practical to do so, the employee will be provided with confirmation of a scheduled shift at least thirty (30) days in advance of such shift.

Effective April 1, 2017, Part time employees who work on a designated holiday listed in section 18.01 a) of the collective agreement will be paid at time and one-half (1-1/2) their regular hourly rate foreach hour so worked.

47


LETTER OF UNDERSTANDING #2 TEMPORARY EMPLOYEES

BETWEEN:


(Hereinafter called the "Employer") - and-



RE: Temporary Employees

WHEREAS the Employer and the Union have concluded negotiations for the review of a Collective Agreement which shall terminate March 31, 2012;

AND WHEREAS the Employer and the Union have decided that the terms and conditions of employment for temporary employees shall be included in a separate Letter of Understanding;

NOW THEREFORE, it is agreed as follows:

Temporary Employees are persons hired by the Region of Peel:

a. for a term to replace an employee(s) on a leave of absence, or otherwise absent from their home position;

b. for a specified term for a specified project;

ii) temporary jobs in accordance with the above purposes will be posted for a period of fourteen (14) calendar days.

iii) any person selected to a temporary job posting under this provision will be deemed a temporary employee for the purpose of this provision;

iv) part time employees will be given the first opportunity to perform temporary work provided they have indicated in writing their willingness to act as a temporary employee in response to the temporary job posting; if no part time employees respond to the job posting the Employer may hire a temporary employee. If more

48


than one (1) part time employee responds to the temporary job posting selection will be made on the basis of item #7 of Letter of Understanding #1. In the event that it is a temporary ACP position that has been posted and there are no part time ACP's, the senior PCP applicant will be selected prior to the Employer hiring a temporary employee for this position. Part Time availability requirements as indicated in Letter of Understanding #1 shall not apply to part time employees who are Temporary Employees.

v) temporary employees will be paid the same rates as outlined in the Collective Agreement for part time employees. Hours worked as a temporary employee will be accumulative for this purpose;

vi) temporary employees will receive the same % in lieu and vacation pay as part time employees;

vii) temporary employees will be permitted to do shift changes under the Collective Agreement;

viii) a temporary employee will not be eligible to be selected for another temporary job posting vacancy which commences during the period of the current temporary vacancy he/she is fulfilling;

ix) a temporary employee will be eligible to be selected for a regular job vacancy which occurs during the period of the current temporary vacancy he/she is fulfilling;

x) At the time of the temporary assignment, the temporary employee will be advised of the specified term of the assignment if the Employer is able to do so;

xi) Such assignment will not exceed a maximum of twelve (12) months except when an employee is absent from his/her home position due to injury, illness or other approved leaves under the Collective Agreement. It is further understood that the assignment may be extended by mutual agreement of the parties;

xii) Employees newly hired to fill such temporary vacancies will not accrue seniority nor have any seniority rights under the Collective Agreement during the period of such vacancy. If such employees successfully post into a regular position within the bargaining unit, prior to the end of the temporary vacancy, they will be credited with seniority from their most recent date of hire as a temporary employee. The release or discharge of such employee during or at the completion of the temporary vacancy shall be at the sole discretion of the Employer and shall not be the subject of a grievance or arbitration;

49


xiii) Part time employees hired to fill such temporary vacancies will continue to accrue part time seniority for all hours worked during the temporary job vacancy;

xiv) It is understood that temporary employees will be permitted time off without pay on a reasonable basis, such as an appointment, and this time off will not be unreasonably denied;

a. The hours of work and overtime requirements for temporary employees backfilling a full time position will be in accordance with the full time provisions of the Collective Agreement;

b. The hours of work and overtime requirements for temporary employees backfilling a part time position will be in accordance with the part time provisions of the Collective Agreement;

xv) Uniforms for temporary employees will be provided consistent with the term of their assignment;

xvi) Temporary employees will not count for any purposes pertaining to the ratio of part time to full time employees established under the Collective Agreement.

Effective April 1, 2017, Temporary employees who work on a designated holiday listed in section 18.01 a) of the co.llective agreement will be paid at time and one-half (1-1/2) their regular hourly rate for each hour so worked.

50


LETTER OF UNDERSTANDING #3 PART TIME AND TEMPORARY EMPLOYEES - VACATION

BETWEEN:

PEEL REGIONAL PARAMEDIC SERVICES of the regional municipality of peel (Hereinafter called the "Employer")

- and-



The purpose of this letter is to clarify the terms for requesting and approving vacations for Part Time and Temporary employees (Letter of Understanding #1 and Letter of Understanding #2).

The parties agree that Part Time and Temporary Paramedics are entitled to receive vacation time off in accordance with the Employment Standards Act of Ontario. Should an employee transfer from Part Time to Full Time status or likewise from Full Time to Part Time status during a calendar year, they shall have vacation entitlement calculated for the respective change in status pro-rated accordingly.

Further, it is agreed that Part Time and Temporary Paramedics receive vacation pay, in accordance with the Employment Standards Act of Ontario and is included in their regular biweekly pay as a percentage of regular wages. As such, vacation time booked off will be without pay.

The following shall be the process for requesting and approving of Part Time and Temporary vacation;

i) Vacation shall be considered for approval up to a maximum of two weeks per year. Such vacation is to be taken in a minimum block of one week. The request for vacation shall be made on the part time availability sheet submitted to the Employer as per LOU # 1. During each week of vacation Part Time and Temporary Paramedics will be reduced by one-quarter (X) of availability requirements under LOU #1 Paragraph 15. (1) and (2).

Employees working in full time assignments for one year shall be considered for approval up to a maximum of seven (7) shifts per year. For full time assignments less than one year this amount shall be prorated based on length of assignment. The vacation requests shall be submitted on the

51


vacation request form.

ii) Vacation requests shall be considered for approval only during scheduled periods in which Regular Full Time vacation bookings have not reached the maximum number of Regular Full Time Paramedics permitted off under · Article 17.09 of the Collective Agreement.

Further, the total number of vacation approvals for Part time and Temporary Paramedics in combination with approved Regular Full Time vacation bookings will not exceed the maximum number of employees under Article 17 .09. This requirement may be waived at the Employer's sole discretion.

iii) There shall not be a call for vacation requests by the Employer.

iv) There shall be no carryover of vacation time from one calendar year to the next.

52


LETTER OF UNDERSTANDING #4 DUTIES WHILE PREGNANT

BETWEEN:



- and-



It is confirmed that the Employer will not require a pregnant employee to take light duties unless a doctor's note is provided which supports such assignment.

53


LETTER OF UNDERSTANDING #5 JOB SHARING

BETWEEN:



and -


(Hereinafter called the "Union") Re: Job Sharing 1. Definitions

(a) Job Sharing is defined as an arrangement whereby two employees share the hours of work of what would otherwise be one full-time position. A Job Share means 50% of scheduled shifts.

(b) The employees involved in a job sharing arrangement (hereinafter referred to as job sharing participants) will be classified as part-time employees but the position being job shared will remain full-time.

(c) The "parties" to any discussion about the creation of any job sharing arrangements are the Employer and the Union Representative on the UMCC.

2. Introduction (a) A job sharing arrangement may be implemented as follows:

(i) The Employer or the Union may propose a job sharing arrangement if a full-time position becomes vacant and the Employer or the Union believes that a job sharing arrangement would be advantageous.

(ii) A full-time employee may propose a job sharing arrangement if the fulltime employee wishes to job share their full-time position. If such a fulltime employee's proposal is approved by the parties and posted, but there is no qualified applicant, then the requesting full-time employee shall retain the full-time position.

(iii) More than one full-time or part-time employee may propose that any vacant full-time position be considered for a job sharing arrangement. If approved by the parties, the job sharing position will be posted under the terms of the Collective Agreement.

(b) The procedures in 2(a) above are subject to the Agreement of the parties. If the parties do not agree, the jobs sharing arrangement will not proceed.

(c) The position in question shall remain a full-time position within the Employer's

54


complement for the duration of the job sharing arrangement.

(d) The individual job-sharing participants shall have the status and entitlements of part-time employees, subject to the terms and conditions set out in the Collective Agreement as modified by this Memorandum.

(e) A job sharing arrangement shall not be implemented for the purpose of the employee obtaining employment or augmenting existing employment elsewhere. Accordingly, the party or job share participant requesting job sharing must disclose the general purpose of the request in writing.

3. Discontinuation of Job Sharing A job share arrangement may be discontinued as follows:

(a) Following Trial Period: Each job sharing arrangement will have a trial period of four (4) weeks during which time any job sharer who was originally a full-time employee at the creation of the job sharing arrangement will have the right to revert back to their full-time position. After four (4) weeks, the position becomes a job sharing position and the procedure in (b), (c) and (d) below shall govern discontinuance.

(b) If one of the job sharing participants leaves the arrangement, the remaining job sharing participant, if he or she was the full-time employee in the position now being job shared at the time of the job share arrangement was made, shall be given the option of returning to full-time status.

(i) If the full-time offer is declined, the vacant portion of the job sharing position shall be posted as a job sharing vacancy under the Collective Agreement.

(ii) If the job sharing vacancy is still not filled, the remaining job sharing participant shall be returned to full-time status.

(c) If one of the job-sharing participant leaves the arrangement, the remaining job sharing participants, if he or she was a full time employee not in the position being job shared, shall not have any right to return to full-time status but remains in a part-time status; Benefits may be continued to be shared in accordance with 4 c) or the employee may opt to receive the percentage in-lieu of benefits for part-time employees set out in Letter of Understanding #1.

(d) If one of the job-sharing participants leaves the arrangement, and the remaining job sharer was a former part-time employee, the vacant job sharing position will be posted. If not filled via job posting, the job sharing arrangement will be terminated and full-time position posted as a full-time vacancy. The remaining job sharing participant shall revert to their former part-time status.

(e) Each job share arrangement shall be written in the form of a Letter of Understanding, shall be for a fixed term, as determined by the parties, and subject to review at least thirty (30) days before renewal. On notice of at least thirty (30) days to the parties and the participants, any one of the parties or

. Uncontrolled copy of 2-277-5033-20190331-1 CA

55

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participants may cancel the job sharing arrangement for good and sufficient cause.

(f) In the event of an announcement of the transfer of the right to deliver ambulance services of the Region of Peel to another service provider, job sharing participants shall have the right to immediately terminate the arrangement and return to their former statuses.

(g) Any job sharing arrangement found to be in contravention of the prohibition contained in 2.e above shall be terminated forthwith.

4. Terms and Conditions (a) There shall not be more than three (3) Job Shares in effect at any given time.

(b) It is understood that persons in a job sharing arrangement do not count for any purposes under the ratio of full-time to part-time employees established in number #2 of Letter of Understanding #1 Part-Time Employees.

(c) A job sharing participant who was a former full-time employee shall continue insured benefit coverage and pay a pro-rated portion of the benefit premiums based upon the job sharing hours worked in relation to full-time regular hours of work.

(d) A job sharing participant who was a former full-time employee shall accrue paid vacation leave pro-rated based upon the job sharing hours worked in relation to full-time regular hours of work.

(e) A job sharing participant who was a former full-time employee shall be entitled to a pro-rated portion of sick leave hours based upon the job sharing hours worked in relation to full-time regular hours of work.

(f) Every job sharing Letter of Understanding shall have attached to it a work schedule indicating how the regular hours of work of the position to be job-shared will be divided between job sharing participants. Job sharing participants will make every reasonable effort to cover each other's sick leave or other absences and will notify the appropriate Superintendent if unable to do so at the earliest opportunity.

(g) Job sharing participants shall be eligible to be assigned ad hoc shifts that come available outside of their job sharing arrangement only after other part-time employees have declined those shifts.

(h) Job sharing participants are eligible for shift exchanges inside the job sharing position and outside the job sharing position.

(i) Job sharing participants retain their seniority accrued to the date of entry into the arrangement and thereafter accrue seniority on the part-time list based on all regularly paid hours.

U) Job sharing participants will remain eligible to apply for temporary full time or part-time vacancies as they arise.


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LETTER OF UNDERSTANDING #6 SENIORITY RECOGNITION

BETWEEN:

PEEL REGIONAL PARAMEDIC SERVICES OF THE REGIONAL MUNICIPALITY OF PEEL (Hereinafter called the "Employer")

and-



WHEREAS the Employer and the Union are parties to a collective agreement which applies to all paramedic employees of the Employer;

AND WHEREAS the Employer will become the provider of land ambulance service in the Brampton and South Caledon geographic area effective January 1, 2001;

AND WHEREAS the current provider of such land ambulance service is the Ministry of Health operating as Central Reel Regional Ambulance Service, whose paramedic employees are represented by the Ontario Public Service Employees' Union;

NOW THEREFORE, the Employer and the Union agree as follows:

1. For those persons who are currently employed at Central Peel Regional Ambulance Service and who are considered classified employees (i.e. permanent status) in the Ontario Public Service, the Employer will recognize the seniority date established under the collective agreement between the Crown in Right of Ontario and the Ontario Public Service Employees Union, in the event such persons commence employment by the Employer on January 1, 2001. For the purpose of this Letter, recognition of the seniority date in the Ontario Public Service is for the sole purpose of job competition, order of layoff, recall from layoff, vacation entitlement, enrolment time frames for benefit eligibility, and placement on the wage grid under the Collective Agreement between the Employer and the Union. Such recognition is not for any other purpose. such as severance pay or notice of layoff without limiting the generality of this. For any such other purpose, the seniority of persons at Central Peel Regional Ambulance Service who commence employment by the Employer on January 1, 2001 will be January 1, 2001.

This recognition will also apply to any persons currently employed as classified employees at Central Peel Regional Ambulance Service who do not commence employment by the Employer on January 1, 2001 due to a leave of absence, disability, or parental leave at the current employer but who do commence employment by the Employer prior to December 31, 2002.

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LETTER OF UNDERSTANDING #7 ACTING SUPERINTENDENTS

8 E TWEEN:



- and -

ONT ARIO PUBLIC SERVICE EMPLOYEES' UNION and its Local 277


Re: Acting Superintendents

An employee may be temporarily assigned to duties outside the bargaining unit for no more than one-thousand and eight hours (1008) in a calendar year without loss of seniority accrual during such period. Any extension of the temporary assignment beyond onethousand and eight hours (1008) in a calendar year must be approved by the Local Union President. All hours worked by a bargaining unit employee in this capacity will receive a premium payment of $1.50 per hour in lieu of any other premium payment under this collective agreement.

58


LETTER OF UNDERSTANDING #8 PCP LAYOFFS

8 ETWE EN:


Re: PCP Layoffs


- and -



Any PCP employed by the Employer as at the date of ratification of this agreement will not be laid off as a result of the Employer hiring an ACP until such time as the PCP either:

(a) Refuses to take ACP training made available to them; or (b) Is unsuccessful in obtaining ACP certification

This Letter will apply until the ACP quota mandated by the Region of Peel is reached. Any such layoffs will be subject to Article 14.03 of the Collective Agreement.

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LETTER OF UNDERSTANDING #9 PENSION CONTRIBUTIONS

BETWEEN:

PEEL REGIONAL PARAMEDIC SERVICES OF THE REGIONAL MUNICIPALITY OF

PEEL (Hereinafter called the "Employer")

- and -ONTARIO PUBLIC SERVICE EMPLOYEES' UNION

and its Local 277 (Hereinafter called the "Union")

Re. Pension Contributions If an employee makes a contribution for lost time by a personal cheque which is returned NSF, the employee will be required to provide a certified cheque in the amount of the required contribution plus the amount of any service charges resulting from the NSF within two weeks from the cheque being returned NSF; in the event the employee does not provide such certified cheque, the Employer shall deduct from the employee's next pay or pays the amount of contribution and services charges and remit the contribution to OMERS.

It is the responsibility of a part or full-time employee to notify the Employer at the time they are hired that they are employees of another OMERS employer so that they can be enrolled with OMERS and deductions taken accordingly from their pay. Also, it is the part or full-time employee's responsibility to notify the Employer should they become an employee of another OMERS employer while still working for the Employer. The financial responsibility for failure to inform the Employer shall be borne by the employee. -

When an employee has an unpaid absence, the earnings of which would otherwise have been subject to OMERS deductions, that employee must complete the appropriate OMERS paperwork within thirty (30) days of return from the absence. Failure to do so will result in not being able to work until such time as the forms are signed and received by the payroll department.

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LETTER OF UNDERSTANDING #10. RETROACTIVITY

8 E TWEEN:



- and -



Re. Retroactivity

Retroactivity will be paid by separate deposit. Upon request from an employee, the Employer will provide an explanation of its retroactive pay calculation for such employee.

Retroactivity will be paid on all hours paid by the Employer to all eligible employees on the payroll and in the bargaining unit as at the date of full ratification retroactive to the effective date of the new wage increase (April 1, 2015). Retroactivity for all hours paid since March 31, 2015 will be paid within sixty (60) days of the Employer receiving the arbitration award.

61


LETTER OF UNDERSTANDING #11 MEAL BREAKS TRIAL PROGRAM

BETWEEN:



- and -



Re. Meal Breaks Trial Program

MEAL BREAKS AGREEMENT UNDER.REGULATION 491/06, ESA, 2000

The employer shall provide a meal break of thirty (30) minutes for employees. The meal break shall be no earlier than four (4) hours into their shift and no later than seven (7) hours in the shift. The employer agrees to pay fifteen dollars ($15.00) where all of the following criteria are met:

• The paramedic has not been afforded the opportunity to start a thirty (30) minute meal break within the above window and,

• Management is notified of a possible missed meal break no later than five (5) hours into their shift.

Employees in the above circumstances who are required to purchase a meal outside of their originating base will be permitted up to fifteen (15) minutes of travel time prior to the start of their meal break.

In the event of a regular shift in excess of ten (10) hours, the Employer shall also provide a second meal break of either two separate fifteen (15) minute periods or one (1) thirty (30) minute period, at the Employer's discretion, to be taken at any time after the completion of six (6) hours into the shift.

In addition to the above, in the event that an employee does not receive his/her full break periods as set out in the letter and provided the employee has notified the Employer not later than five (5) hours into their shift of a potential missed first meal break and not later than two (2) hours prior to the end of his/her· scheduled shift of a potential missed second meal break(s), the Employer agrees that it will pay the employee at the rate of time and one half for one thirty (30) minute period during the shift resulting in an extra fifteen (15) minutes of pay for the shift.

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LETTER OF UNDERSTANDING #12 ASSIGNMENT OF UNIQUE ROLES TO ADVANCED CARE AND

PRIMARY CARE PARAMEDIC

8 ETWE EN:



- and -

ONT ARIO PUBLIC SERVICE EMPLOYEES' UNION and its Local 277


Where the Employer assigns a unique set of duties or roles to an Advanced Care Paramedic or Primary Care Paramedic it will advise the Union. If there are unique policies or rules which apply to such assignments these will be subject to 3.01 (c) management rights.

The parties acknowledge that these assignments and roles of Tactical Paramedic and Service Instructor already exist.

63


LETTER OF UNDERSTANDING #13 - PART TIME EMPLOYEES SENIORITY ACCUMULATION WHILE ON APPROVED LEAVE OF ABSENCE

BETWEEN:



- and-



The parties agree that effective September 1, 2013 in accordance with the Letter of Understanding #1 Part Time Employees, seniority for part time employees will accrue during the period of approved vacation, pregnancy, parental, worker's compensation, organ donor, reservist leave and when off work due to a personal emergency leave for up to ten (10) days. The calculation of seniority will be based on the average hours worked for the fifty-two (52) week period prior to taking the leave. Seniority will be updated once the employee has actively returned to work. In cases where a part-time employee has not been employed for a fifty-two (52) week period seniority will be pro-rated based on the length of time at work.

64


LETTER OF UNDERSTANDING #14 ACP TRAINING

BETWEEN:



- and-



The parties agree that the Employer has the ability to hire/use employees on a temporary basis to replace those employees that are attending the ACP Training which commences in September 2007 in the same manner as occurred during the most recent ACP Training.

65


LETTER OF UNDERSTANDING# 15 STEWARD REPRESENTATION AT NEW REPORTING STATIONS

BETWEEN:



- and -



Re. Letter of Understanding Re: Steward Representation at New Reporting Stations

When the employer opens any new reporting stations such as the Tomken and Pacific Gate site the steward representation at those stations shall be two (2) stewards per platoon. All stewards shall have completed their probationary period. The name and area of each of the stewards shall be given to the Employer in writing and the Employer shall not be required to recognize any such steward until it has been so notified. In addition, the Employer will recognize 4 stewards at large.

With the implementation of any new reporting station, stations designated as a satellite station shall have no steward representation.

It is understood that the content of this letter of understanding shall supersede the content of 6.01 on the implementation of a new reporting station.

66


LETTER OF UNDERSTANDING# 16 CONFLICTING HOURS OF WORK

BETWEEN:



- and -



Re. Conflicting Hours of Work

All employees are required to report immediately any hours scheduled for work or actually worked with another emergency service employer in the eight hour (8) hour period prior to the commencement of a shift with this employer. Failure to do so will result in discipline. For the purpose of this letter an emergency service employer means any emergency medical service, any firefighter service or any police service, located in Ontario.

Working as a voluntary firefighter is exempt from this requirement, however, the employee shall make his/her best effort to report immediately any hours worked with another emergency medical service in the eight (8) hour period prior to the commencement of a shift with this employer.

Provided the employer is aware of the hours being worked by the employee, the employer reserves the right to cancel an employees' shift where such employee would not have at least eight (8) hours free from any work prior to the commencement of their shift.

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LETTER OF UNDERSTANDING# 17 PCP IV TRAINING

BETWEEN:



- and -



Re: PCP IV Training

It is understood that the Employer may introduce the Ontario Base Hospital Group PCP autonomous IV training program (the program) for Primary Care Paramedic employees during the term of the new collective agreement (April 1, 2015 - March 31, 2019).

The following constitutes understandings:

1. Enrolment in the program will be on a voluntary basis

2. An employee wishing to enrol in the program shall submit a request in writing via e-mail to the Deputy Chief or designate.

3. The Region of Peel will offer training related to the program first to current full-time employees in the Primary Care Paramedic classification, followed by part time employees in the Primary Care Paramedic classification.

4. Employees in the Primary Care Paramedic classification who participate in and successfully complete the program will continue to be paid at the Primary Care Paramedic rate of pay.

5. For employees participating in clinical or didactic training, s.uch training will take place during regularly scheduled work hours or their schedule will be modified to accommodate training at straight time as a component of the employee's regular hours of work.

6. It is agreed that no claim or grievance will be filed concerning the program as described in this letter of understanding.

7. Issues with respect to the training program will be discussed at UMCC.

8. At the conclusion of the new collective agreement, parties agree to discuss the program and the appropriate compensation, if any, for person who have successfully completed the program.

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Internal Employer Investigations The following guidelines were developed by the parties in the course of collective bargaining for the renewal of the collective agreement which expired March 31, 2012.

These guidelines are not meant to be inclusive of all aspects of an investigation protocol. The Union explicitly acknowledges that aspects of an investigation protocol not mentioned herein are a management right trader the collective agreement.

It is also acknowledged that the guidelines in this document do not form part of the collective agreement between the parties. Further, these guidelines are not enforceable under the collective agreement.

These guidelines set out principles that the parties discussed and achieved a consensus that they should be published.

The guidelines herein may be revised by the E~ployer provided ninety ( 90) days notice in writing is given to the Union and the Union is offered the opportunity to discuss any revisions through the Union Management Cooperation Committee (UMCC) established under Article 7 of the collective agreement.

Principles; 1. When the Employer determines that an Employee is the subject of an investigation, the Employee will be informed in writing that the Employer is conducting an investigation.

2. Prior to any meeting with the Employee, the Employee will receive a letter outlining the general nature of the allegations agairist him/ her.

3. The Employer will determine whether or not the Employee who is the subject of an investigation shall remain in the workplace during the investigation. If removed from the workplace, this shall normally be a leave of absence with pay and considered a non -disciplinary action by the Employer. There niay be circumstances where the nature of the allegations results in a leave of absence without pay.

4. At the conclusion of any interview with an employee who is the subject of an investigation, the Employee may request the opportunity to hear any audio recording of his /her interview.

5. When an investigation is complete, the Employee will be given, in writing, the outcome of the report. These outcomes would normally be stated as substantiated, substantiated in part, unsubstantiated or unfounded, without limiting the range of possible outcomes.

6. Subsequent to any discipline meeting with any employee resulting from an investigation but prior to step 2 of the grievance procedure, the Employer will provide the Union the opportunity to hear or view any audio or video recording in its possession upon which the Employer is relying for the proposes of discipline.

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7. Employees, whether the subject of an investigation or not have a duty to cooperate with investigations and provide truthful and meaningful information pertaining to the investigation.

8. The Union acknowledge that video and audio recordings may contain confidential information subject to privacy rights and accordingly agrees not to disclose any contents received that are subject to privacy rights.

SIGN-OFF PAGE FOR LETTERS OF UNDERSTANDING FROM# 1 THROUGH 17

DATED at Brampton this 30 day of August, 2016.


ONTARIO PUBLIC SERVICE EMPLOYEES' UNION, LOCAL 277

FortheEmplo~er '

~----=--=- ~

Chief and Director, Paramedic Services

.~ Deputy Chief, Parame~ic Services

Marcella Kowalchuk Human Resources Associate

)aifl:!:::::rvf7 Bargaining Committee Member

~~~-Tim Szumlanski Bargaining C9mmittee Member

/ ,' / ,( 1fn McHenry Staff,~resentative, OPSEU


NOTES:


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