Collective Agreement Number 10 between Co-operative ... Estate and Rental a… · Effective...
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1 Collective Agreement Number 10 between Co-operative Housing Federation of Toronto Inc. and UNIFOR and its Local 40 Effective September 1, 2016 to August 31, 2019
Transcript of Collective Agreement Number 10 between Co-operative ... Estate and Rental a… · Effective...
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Collective Agreement Number 10
between
Co-operative Housing Federation of Toronto Inc.
and
UNIFOR
and its Local 40
Effective September 1, 2016 to August 31, 2019
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Article 1 – Purpose of Agreement And Definitions
1.01 The purpose of this Agreement is to set forth the rights of the parties and the rules
concerning wages, hours of work and working conditions which will apply.
1.02 The provisions of this Agreement will take precedence over any conflicting rules,
policies or procedures developed by the employer. In the event of any conflict
between any of the terms of this Agreement and the terms of any other rule, policy
or procedure, the terms of this Agreement will prevail.
1.03 Should any part or provision of this Agreement be rendered or declared invalid
through the application of any existing or newly enacted legislation, this shall not
invalidate the remaining portions of the Agreement and they shall remain in full
force and effect.
1.04 There will be no strikes or lockouts during the life of this Agreement as defined in
Article 23.
1.05 Definitions: The following words, as used throughout this Agreement, will mean
the following:
1.05.01 Agreement: the collective agreement in effect, including agreed upon
amendments or interpretations thereto covered by letters signed by
responsible Company and Union Representatives.
1.05.02 Employee: any person covered by this Agreement.
1.05.03 Employer: Co-operative Housing Federation of Toronto Inc. and its
delegatedrepresentatives.
1.05.04 Union: Unifor and its Local 40 and its delegated representatives.
1.05.05 Week: The period of time between 12:01 a.m. Sunday and midnight of the
following Saturday.
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Article 2 – Union Recognition
2.01 The employer recognizes the Union as the sole bargaining agent for all its
employees in the Municipality of Metropolitan Toronto, save and except
Directors, persons above the rank of Director and project site staff as defined in
Article 2.01.01.
2.01.01 Project site staff are persons employed on site during the development
phase of a Co-op and are not expected to become permanent employees of
the employer. Permanent employees of the employer who work as site staff
shall be included in the bargaining unit and are covered by this Agreement.
2.02 Employees hired after August 30, 1993 are required to become Union members as
a condition of employment. All employees who are or become Union members
shall remain Union members in good standing as a condition of employment.
2.03 The employer agrees with the fundamental principle of retaining for the
employees the work normally done by them. Consistent with this, management
officials may perform bargaining unit work as is presently the practice in the
workplace and for the purpose of instruction, to overcome technical difficulties, in
case of crisis, emergencies or temporary absences. However, no employee will be
made redundant or suffer loss of earnings through an extension to management
officials performing work normally done by employees in the bargaining unit.
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Article 3 – Management's Rights
3.01 Management will have the normal and traditional right to direct the affairs of the
employer in an efficient and effective manner including the right to:
a) maintain order, discipline and efficiency and to make, alter and enforce
reasonable rules and regulations to be observed by employees; and,
b) hire, classify, direct, promote, demote, transfer and retire employees; and to
discipline and discharge employees for just cause; and to increase and
decrease staff complements; and,
c) generally organize the work.
3.02 The employer agrees that in the exercising of its management rights and in the
administration of this Agreement, it shall do so in a fair and reasonable manner.
The employer further agrees that any exercise of these rights and powers in
conflict or inconsistent with any of the provisions of this Agreement shall be
subject to the grievance procedure.
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Article 4 – Scope of Agreement
4.01 The following are the current classifications covered by this Agreement.
• Administrative Assistant
• Adviser, Member Services
• Communications Co-ordinator
• Co-op Administrator
• Co-op Support Worker
• Development Division Assistant
• Editor
• Financial Administrator
• Financial Consultant
• Government Relations and Communications Co-ordinator
• Management Resource
• Marketing Co-ordinator
• Member Services Assistant
• Membership Co-ordinator
• Plain Language Writer
• Project Manager
• Promotions Co-ordinator
• Receptionist
4.01.01 Job descriptions for any positions covered by the collective agreement will
form part of the employer's policy manual and may only subsequently be
revised following consultation with the Union.
4.02 While the employer may revise the duties of the current classifications or may
create new classifications, the employer will first enter into meaningful
consultations in good faith with the Union with a view to resolving any issues of
concern including duties and rates of pay. It is agreed that the result of any
revision or creation of a new classification will not be the reduction of rates of pay
for the performance of the same duties.
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Article 5 – Rates of Pay
5.01 The following are the rates of pay for all classifications for the life of the contract.
All staff will receive an increase of 2% per year. Advisors will receive an extra 1%
increase in each year of the agreement for working at night.
Job Title Hourly rate as Hourly rate as Hourly rate as
of Sept. 1, 2016 of Sept. 1, 2017 of Sept. 1, 2018
Administrative assistant 33.29 33.96 34.64
Co-op administrator 37.95 38.71 39.48
Co-op advisor 46.99 47.93 48.89
Co-op support worker 45.61 46.52 47.45
Development division assistant 36.10 36.82 37.56
Editor 42.44 43.29 44.16
Financial administrator 42.44 43.29 44.16
Financial consultant 45.61 46.52 47.45
Government relations and
communications co-ordinator 37.95 38.71 39.48
Management resource 41.78 42.62 43.47
Marketing co-ordinator 37.95 38.71 39.48
Member services assistant 33.29 33.96 34.64
Membership co-ordinator 37.95 38.71 39.48
Office manager 37.95 38.71 39.48
Plain language writer 45.61 46.52 47.45
Project manager 45.61 46.52 47.45
Promotions co-ordinator 45.61 46.52 47.45
Receptionist 33.29 33.96 34.64
5.02 Employees temporarily performing the work of a lower paid classification will
receive the wage rate for their regular classification. Employees temporarily
performing the work of a higher paid classification will receive the wage rate for
the higher classification.
5.03 Pay dates will be on the fifteenth (15th) and the last day of each month. Payment
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will be made through direct deposit at the banking institution (bank, trust company
or credit union) if and as designated by the employee; otherwise, pay will be made
by cheque.
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Article 6 – Hours of Work, Workload
6.01 Usual hours of work for full-time employees will be seven (7) hours per day
Monday through Friday, thirty-five (35) hours per week. Part-time employees will
regularly be required to work less than the thirty (30) hours per week as described
in Article 12.01.02.
6.02 While the work day will normally take place between 9:00 a.m. and 5:00 p.m.,
flexibility, including evening and weekend work, may occasionally be required
due to the nature of the particular project. Hours will normally be set in
consultation between the employee and the Executive Director and employees will
keep records of their attendance for submission as required.
6.03 An employee's concerns with their workload may be discussed with the Executive
Director. If desired by the employee, the discussion may include their Union
representative.
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Article 7 – Overtime
7.01 Overtime will be considered as any time worked in excess of the regular hours of
work for the employee.
7.02 No overtime will be worked except with the authority of the Executive Director
and all overtime will be voluntary.
7.03 Overtime worked up to forty-four (44) hours in any week will be accumulated at
straight time. Overtime worked in excess of forty-four (44) hours in any week will
be accumulated at one and one-half (1-1/2) times.
7.04 Accumulated overtime may be taken, at the employee's option, in the form of pay,
time off without loss of regular pay, or a combination of both pay and time off
without loss of regular pay. In exercising their options, the employee may clear all
of their accumulated overtime at once or may do so incrementally.
7.05 When the employee elects to have all or part of their accumulated overtime taken
in pay, the employee will provide notice in writing at least seven (7) calendar days
in advance of the next payroll date.
7.06 When the employee elects to have all or part of their accumulated overtime taken
in time off without loss of regular pay, the employee will make a request for
approval of the time off to the Executive Director. The Executive Director will
respond to the request without delay and will not withhold their approval
unreasonably.
7.07 Accumulated overtime may be reviewed by the employer on a quarterly basis.
Where the accumulated overtime is deemed excessive, the employee will first be
requested to exercise their option under Article 7.06 to the extent required to
reduce their accumulated overtime to an acceptable level. Where the employee
does not request the required time off or where the employer is unable to grant all
or part of the time off to be taken, the employee will receive pay in lieu of time
off.
7.08 Overtime records for each employee will be maintained by the employer and will
be available for the employee's inspection upon request.
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Article 8 – Expenses
8.01 Employees will receive the following expenses:
8.01.01 Travel
a) Kilometerage will be reimbursed at the maximum rate acceptable to
Revenue Canada as a non-taxable benefit.
b) Kilometerage will be calculated as the total Kilometerage for work
purposes for a day, less the Kilometerage from the employee's home to the
office (whether or not the employee actually goes to the office). On
weekends, total Kilometerage will be reimbursed.
c) Public transit fares will be reimbursed according to the cash amount of
fares spent in the day, less two (2) normally used to go to/from the office.
On weekends, total fares will be reimbursed.
c) Parking will be reimbursed according to actual receipts.
d) When an employee works outside of their normal hours of work which fall
after dusk, the employee will be reimbursed for the receipted taxi fare to
their place of residence.
f) Car rental will be reimbursed upon approval by the executive director.
8.01.02 Meals
a) The employer agrees that when an employee works between nine (9) and
twelve (12) hours in a day, meals will be reimbursed at the rate of fifteen
dollars ($15.00) When an employee works longer than twelve (12) hours,
meals will be reimbursed at the rate of eighteen dollars ($18.00)
b) When an employee travels and is out of town overnight, meals will be
reimbursed at the rate of one hundred dollars ($100.00) per day. For the
purposes of this provision, out of town travel will be defined as any work
which includes an overnight stay and/or travel outside the Greater Toronto
Area as defined by the GTA office.
If an employee travels for any other organization and their per diem is
lower than CHFT’s, the employer will pay the employee the difference.
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c) When an employee travels outside of the boundaries of Metropolitan
Toronto and returns on the same day, a meal will be reimbursed at the rate
of fifteen ($15.00) dollars. Employees who travel outside of the boundaries
of Metropolitan Toronto for longer than 7 hours, but return on the same
day, will be entitled to an additional meal allowance.
d) When an employee works during a weekend or a holiday, a meal will be
reimbursed at the rate of fifteen dollars ($15.00) Employees who work
longer than seven (7) hours will be entitled to an additional meal allowance.
8.01.03 Child Care
Reasonable child care expenses will be reimbursed at actual cost for all
employees who are required to work outside of their regular working hours.
Receipts are not necessary and such payments are taxable benefits.
8.01.04 Bed Bug Treatment
Employees will be reimbursed for expenses incurred as a result of bed bugs.
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Article 9 – Probation
9.01 All newly hired employees will be required to serve a probationary period of six
(6) months from their most recent date of hire.
9.02 During the probationary period, the employee's work performance will be subject
to regular review by the employer. If during this process the employer comes to
the conclusion that the employee would not be suitable for continued employment,
the employee may be discharged under the provisions of Article 16 and Article
16.05 will not apply.
While a grievance may be filed with respect to such discharge, it is agreed that the
standard of review which will apply will be based on the reasonableness of the
employers' conclusion that the employee would not be suitable for continued
employment.
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Article 10 – Seniority, Workforce Reduction And Redundancy
10.01 Each employee's seniority date will be established according to the last date they
commenced continuous employment in any position covered by this Agreement.
Accumulation of seniority will be continuous during the employee's employment
and will only be lost for the following reasons:
a) resignation
b) discharged for just cause and not reinstated
c) laid-off in excess of eighteen (18) consecutive months
d) desertion of service (resignation without notice)
e) retirement
f) appointment to a position within CHFT not covered by the collective
agreement for a period in excess of three (3) calendar months.
10.02 By February 1 of each year, the employer will provide each employee with a copy
of the current seniority list. Lists will also be provided at other times if requested
by the Union.
10.03 It is recognized that a workforce reduction or staff redundancy may become
necessary due to lack of work, financial difficulty or reorganization. Any such
action will only be taken in accordance with the following provisions.
10.03.01 Prior to making a decision, the employer will fully discuss the situation
with the Union Committee. This discussion will be held at least forty-five
(45) calendar days before the effective date of any lay-off and will include
full disclosure of the financial or other information used to justify the
decision. In addition, alternatives to lay-offs will be discussed with a view
to resolving the situation in a manner which is acceptable to all concerned.
10.03.02 Within one (1) week of a request from the Union Chair, the Executive
Director will convene a meeting of the staff who may be affected in order
to provide them with an explanation. The Union Chair or their
representative will be entitled to be in attendance.
10.03.03 Employees who are in the affected positions will be given no less than
thirty (30) calendar days advance notice of lay-off in writing with a copy to
the Union Chair. This notice will also include:
a) a listing of the positions occupied by employees with less seniority
together with a description of the normal duties of each position;
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b) details as to the amount of severance pay they would be entitled to
receive if they elected to resign from their employment in
accordance with Article 10.07.
10.03.04 If requested by an employee receiving notice of lay-off, a meeting will be
held without delay between the employee, employer and a Union
representative to review the options which are available.
10.03.05 No later than seven (7) calendar days following the date of their receipt of
the notice, the employee will advise the employer which of their options
they wish to exercise. An employee who fails to advise within this period
will be laid off with recall rights at the end of the notice period.
10.03.06 An employee in an affected position will have the right to displace any
employee with less seniority, subject only to the employer being satisfied
that they have the ability to perform the normal duties of the position
following a four (4) week training period. For the purpose of this
agreement, training means any theoretical and/or practical training given by
the Co-operative Housing Federation of Toronto with a view to enabling
the employee to perform effectively a function, duty or a set of functions
and duties.
a) Training must be significant and adequate.
b) Training provided for in this article shall be given during the hours
of an employee’s regular work and time devoted to training during
those hours shall be considered as time worked.
If the employee undergoes the training period and, if the employee
does not successfully complete this period, they will immediately be
placed on lay-off with recall rights.
The right of an eligible employee to make an election for severance pay
under Article 10.07 terminates if the employee elects to take another
position and
a) successfully completes the four week familiarization period to the
employer’s satisfaction as per Article 10.03.06 or 12.06; and
b) does not advise the employer in writing by the end of the four week
familiarization period that he/she wishes to revert back to layoff
status.
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10.03.07 Employees who are being displaced by an employee with more seniority
will be provided with the same notice and rights as the employee originally
affected.
10.04 Once laid off, an employee will have recall rights for a period of eighteen (18)
consecutive months from the last date of lay-off.
10.05 Employees who are laid off are required to ensure that the employer and Union are
kept informed of their current address.
10.06 The employer will be responsible for ensuring that laid off employees are
informed of any vacancies which arise in a manner which will provide the
employee with an opportunity to apply for the vacancy.
10.07 At any time after receiving notice of lay-off, or during the six (6) months
immediately following the date of lay-off, an employee may elect to resign from
their employment with the employer. In exchange for this irrevocable resignation,
the employer will pay to the employee severance pay in an amount equal one (1)
month of the wages the employee received on the date of lay off multiplied by the
number of the employee's years of seniority, to a maximum of sixteen (16) months
of pay.
Any such resignation will be in writing and will be signed and dated by the
employee.
10.07.01 It is recognized and understood that the severance pay provided in the
foregoing will include any termination or severance pay the employee may
be entitled to receive pursuant to the provisions of the Employment
Standards Act.
10.08 All employees will be provided with the use of the employer's office space and
equipment (e.g. telephone, computer, copier, fax, etc.) to assist them in conducting
a job search for a period not to exceed six (6) months following notice of lay-off.
10.09 In the event of a workplace closure, the employer agrees to join with the
Union in requesting financial assistance from the provincial and federal
governments to facilitate a Labour Adjustment Program. The employer will
contribute sufficient funds as determined by the Adjustment Committee and the
necessary office equipment required to maintain an adjustment centre. The
employer will allow employees to be laid off and, given reasonable notice, will
allow employees to attend job interviews. The employer will discuss all
adjustment program problems with the Union.
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Article 11 – Leaves of Absence
11.01 Sick, Family Responsibility (S/F) Leave: Paid S/F leave is accumulated at the
rate of 1.25 days per month of service. Effective September 1, 1997, employees
shall be entitled to accumulate a maximum of ten (10) weeks of sick leave. Those
employees who on that date have more that ten (10) weeks of sick leave
accumulated will not have that sick leave reduced, but will not be entitled to
accumulate further sick leave until they drop below the threshold of ten (10)
weeks accumulation. S/F leave may be used by an employee for absences not
otherwise provided for in this agreement, specifically:
a) employee illness
b) illness or medical condition of a family member
c) medical or professional appointment
d) family responsibility leave
It is understood that an employee has an obligation to apply for any other benefit
(e.g. disability insurance, Workers' Compensation) which may provide coverage
for the absence and, where benefits are paid, S/F leave will not apply.
11.01.01 For the purposes of this provision, family shall be accepted by the employer
as it is defined by each employee.
11.01.02 Accumulation of S/F will continue during an employee's employment
except for periods of unpaid leave. S/F leave may be taken in advance of it
being earned; however, if an employee leaves employment for reasons
other than layoff with an S/F deficit, the employer may debit the
outstanding amount from the employee's final pay.
11.02 Pregnancy and Parental Leave: All employees will be entitled to Pregnancy and
Parental Leave as provided for in the Employment Standards Act with full
coverage in benefit and insurance programs continuing unchanged during the term
of the leave.
11.02.01 The employer agrees that two weeks paid parental leave will be granted to
an employee on the birth or adoption of a child be either themselves or their
partner.
11.03 Parental Responsibility Leave: All employees with parenting responsibilities
will be entitled to a maximum of one year parental leave per child which will be in
addition to the applicable leave provided for under the Employment Standards
Act. Such leave will be unpaid, however, the employee may continue their
participation in benefit and insurance programs subject to arrangements being
made for the employee's payment of the employer portion of any premium.
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11.04 Jury and Witness Duty Leave: Employees will be entitled to paid leave, with full
coverage in benefit and insurance programs continuing unchanged, for the period
required to:
a) be available for jury selection
b) serve on a jury
c) attend by subpoena or summons as a witness in any proceeding held under
the authority of any body that is authorized by law to make inquiry and to
compel the attendance of witnesses before it
Such paid leave will be provided for a maximum of twelve (12) weeks except that
the employer may continue paid leave for a longer period under special
circumstances. Where paid leave ceases following this twelve (12) week period,
the employee will continue on unpaid leave with full coverage in benefit and
insurance programs continuing unchanged during the term of the leave.
Any payment the employee receives for attendance at any of the above
proceedings, other than payment for incidental, accommodation and travel
expenses, must be declared and will be deducted from the employee's regular
salary for the period of the paid leave.
11.05 Union Business Leave
11.05.01 Incidental: The employer will grant a leave to employees required to
attend to union business during normal working hours. Where the leave is
required for internal Union business (e.g. conventions, rallies, elections) the
employer will bill the Union for reimbursement of the time involved. Paid
leave will be granted for matters directly involving the employer (e.g.
grievance and union-management meetings).
11.05.02 Full-time: An employee who has been elected or appointed by the Union to
carry out authorized business of the Union on a full-time basis will be
granted an unpaid leave for that purpose. The Union will advise the
employer of the name of such employee, the term of the leave and the
purpose. If necessary, the Union will repay the employer for the employer's
costs incurred in employee benefit plans and the employee will continue to
pay their contributions to the employer.
11.06 Educational Leave: Employees will be allowed a reasonable period of leave
without pay for the purposes of preparing for and writing papers, exams and other
projects as may be required for the successful completion of their chosen
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educational course. Full coverage in benefit and insurance programs will continue
unchanged during the term of the leave. In addition, employees will receive full
reimbursement for job related courses taken on the employee's own time upon
proof of successful completion.
11.07 Public Office: Employees intending to run as a candidate in any municipal,
provincial or federal election will be allowed up to one (1) year leave of absence
without pay for the purpose of preparing and campaigning. The employee may
continue their participation in benefit and insurance programs during the leave
subject to arrangements being made for the employee's payment of the employer
portion of any premium.
11.08 Personal Leave: An employee may request an unpaid leave for any reason for up
to one (1) year in duration. The employee may continue their participation in
benefit and insurance programs during the leave subject to arrangements being
made for the employee's payment of the employer portion of any premium.
11.09 Bereavement Leave: Employees will be entitled to ten (10) days paid
bereavement leave when a death occurs in her/his immediate family, as defined in
Article 11.01.01.
11.10 Approval: Any leave which is subject to approval will not be unreasonably denied
by the employer.
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Article 12 – Filling of Vacancies, Transfers
12.01 A vacancy will be considered as any position which falls under the scope of this
Agreement which the employer wishes to fill or which is required to be filled
following the application of the provisions of Article 10. All such positions will
be classed as either full-time or part-time and either permanent or temporary in
accordance with the following:
12.01.01 A full-time position will be a position which is not part-time.
12.01.02 A part-time position will be a position in which the actual hours of work are
less than thirty (30) hours per week at least eighty-five per cent (85%) of
the time in any calendar month.
12.01.03 A permanent position will be a position which is not temporary.
12.01.04 A temporary position will be a position which will actually last for less than
a continuous period of ninety (90) calendar days.
12.02 If a temporary position becomes permanent or if a part-time position becomes
fulltime, the position will be considered vacant and will be re-posted and filled in
accordance with the provisions of this Article.
12.02.01 Permanent positions will not be changed to temporary. If a full-time
position is downgraded to part-time, it will be considered a workforce
reduction and will be handled in accordance with the provisions of Article
10.
12.03 Subject to mutual agreement between the employer, employee and Union, an
employee in a permanent full-time position may have their hours of work
temporarily reduced to those of a part-time position. Such agreement will not
affect the permanent full-time status of the position.
12.04 A vacant position will be posted internally to all employees for at least one (1)
week. The internal posting will contain the title of the classification, a description
of the essential duties, the qualifications required to perform the essential duties of
the position, whether the position is full-time or part-time, temporary or
permanent, and the closing date for applications. A copy of the posting will be
provided to the Union Chair.
12.05 Employees wishing to fill a posted vacancy will apply, in writing, in accordance
with the instructions contained in the posting. The employer will provide the
Union Chair with a copy of all applications received.
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12.06 Vacancies will be awarded to the senior applicant who has applied, subject only to
the employer being satisfied that they have the ability to perform the normal duties
of the position following a four (4) week training period. If the employee
undergoes the training period and, if the employee does not successfully complete
this period, they will be returned to their previous position, and any other
employee who has been transferred because of the re-arrangement of positions
will also be returned to their previous position.
12.07 Any employee accepting a position not covered by the Agreement will only be
returned to a vacant position for which no other employee has applied. If no
position is available, the affected employee will be placed on lay-off and will be
recalled to a vacancy in accordance with the provisions of Article 10.
12.08 Positions not covered by the Agreement will also be posted for application by
employees but will not be subject to the above provisions.
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Article 13 – Statutory Holidays
13.01 Employees are entitled to all statutory holidays as required by the Employment
Standards Act, as well as the following organizational holidays:
a) Family Day (third Monday in February)
b) Easter Monday (Monday following Good Friday)
c) Civic Holiday (first Monday in August)
d) Christmas Eve (½ day the last working day before Christmas Day)
e) All days between Boxing Day and New Years' Day
f) Floater Day
13.02 All holidays will be with pay and where holidays occur during an employee's
vacation, the day will be recorded as a holiday and not a vacation day.
13.03 An employee may exchange a religious holiday not otherwise included for an
organizational holiday.
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Article 14 – Vacations
14.01 Employees with less than four years of service are entitled to three (3) weeks of
vacation per calendar year. Employees with four (4) years of service but less than
ten (10) years are entitled to four (4) weeks of vacation per year. Employees with
more than ten (10) years of service are entitled to five (5) weeks of vacation per
year. Employees with more than twenty years of service are entitled to six (6)
weeks of vacation per year.
Vacation shall be prorated based on anniversary date of hire.
14.01.01 Vacation is earned on the basis of one and one-quarter (1-1/4) days per
month where entitlement is three (3) weeks, one and two-thirds (1-2/3) days
per month where entitlement is four (4) weeks and two (2) days per month
where entitlement is five (5) weeks and 2.5 days per month where
entitlement is six (6) weeks.
14.02 Vacation dates will be allocated on the basis of first come, first served. The
employer will respond to these vacation requests within seven (7) days of the
employee submitting the request. Such request shall be in writing and submitted to
the employer two (2) weeks prior to the vacation. When two or more requests are
being considered at the same time for the same period, they will be granted in
order of seniority.
14.03 Once confirmed, vacation dates cannot be changed except if displaced by another
leave being taken by the employee or by mutual agreement.
14.04 If an employee is sick while on vacation, the employee may claim sick leave and
take vacation at another time; however, a physician's statement may be required as
substantiation.
14.05 Where mutually agreed between the employee and the employer, the employee
may transfer vacation from one year to the next. However, each employee must
take no less than two (2) weeks' vacation in any year.
14.06 Vacation is taken within the calendar year in which it is earned. If an employee
leaves employment for reasons other than lay-off with a vacation deficit, the
employer may debit the outstanding amount from the employee's final pay on the
basis of:
a) 1-1/4 days per full month not worked where entitlement is three weeks.
b) 1-2/3 days per full month not worked where entitlement is four weeks.
c) 2 days per full month not worked where entitlement is five weeks.
d) 2.5 days per full month not worked where entitlement is six weeks.
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Article 15 – Grievance Procedure
15.01 It is the mutual desire of the parties that grievances (including complaints and
differences concerning the interpretation, application or alleged violation of the
provisions of this Agreement) be dealt with as quickly as possible. This Article
provides a procedure under which such grievances will be handled.
15.02 If an employee believes they have the basis for a grievance, they may first have a
personal discussion with management to try to settle the matter. The employee
will initiate this discussion no later than eight (8) calendar days after either the
occurrence giving rise to the grievance or after the employee should have known
that the incident occurred. If desired by the employee, a Union representative will
be included in the discussion.
15.03 If the employee elects not to have the discussion under Article 15.02, a written
grievance may be submitted by the Union to the Executive Director no later than
eight (8) calendar days after either the occurrence giving rise to the grievance or
after the employee should have known that the incident occurred. If there is a
discussion under Article 15.02, the grievance may be submitted by the Union no
later than eight (8) calendar days after the first discussion.
The written grievance will be signed by both the employee and Union
representative and will identify the nature of the grievance, the circumstances out
of which it arose, and the relief requested.
A meeting will be held between the Union and the Executive Director within eight
(8) calendar days from the filing of the grievance in order to fully discuss the
grievance. A written decision to the grievance will then be provided by the
Executive Director no later than five (5) working days following this meeting.
If the grievance is not satisfactorily resolved at this stage, it may be submitted by
the Union to arbitration in accordance with Article 17 thirty (30) calendar days
following receipt of the decision or following expiry of any of the time limits.
15.04 Employer Grievances: If the employer believes they have the basis for a
grievance, they will first have a personal discussion with the Union Chair to try to
settle the matter. If this discussion does not resolve the problem, a grievance
identifying the nature of the grievance, the circumstances out of which it arose,
and the relief requested will be submitted by the Executive Director to the Union
National Representative no later than eight (8) calendar days after either the
occurrence giving rise to the grievance or after the employer should have known
that the incident occurred.
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A meeting will be held between the Union National Representative and the
Executive Director within eight (8) calendar days from the filing of the grievance
in order to fully discuss the grievance. A written decision to the grievance will
then be provided by the Union National Representative no later than five (5)
working days following this meeting.
If the grievance is not satisfactorily resolved as a result of this process, it may be
submitted by the employer to arbitration in accordance with Article 17 thirty (30)
calendar days following receipt of the decision or following expiry of any of the
time limits for a response to the grievance.
15.05 Time Limits: All time limits may be extended by mutual agreement between the
employer and the Union. If at any stage of the grievance procedure, the griever,
Union, or the employer in the case of Employer Grievances, is able but fails to act
within the time limits, the grievance will be considered abandoned.
15.06 At any level of the grievance procedure, the employer or Union may designate an
alternate. In such cases, the decision of the alternate becomes the final decision at
that level.
15.07 If the attendance at a grievance meeting of the employee(s) involved is requested,
they will be given time off without loss of pay during working hours for a time
sufficient for them to attend.
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Article 16 – Discipline and Discharge
16.01 No employee will be disciplined or discharged without just cause.
16.02 Prior to the imposition of any discipline or discharge, an employee is entitled to be
notified at a private meeting with management of the reasons for considering such
action. The employer will advise the employee of the penalty to be imposed no
later than two (2) working days following such meeting or, if new evidence is
brought to light during the meeting, may reserve the decision for further
investigation and the employee will be so advised. The employee will be
accompanied by a Union representative who will be advised by the employer, in
advance, of the time and place of the meeting. Failure to conform with any of the
requirements of this Article will render the discipline or discharge null and void.
16.03 When discipline or discharge action is to be taken, the employee will be advised in
writing with the precise reasons for the action. This advice will be provided
following the discussion held under Article 16.02 or, if the employer reserved its
decision, no later than fourteen (14) calendar days following the discussion, or the
matter will be considered closed. The Union will receive a copy of the advice.
16.04 Employees may grieve the discipline or discharge through the Union using the
Grievance Procedure provided under Article 15 within eight (8) calendar days of
receiving the written advice.
16.05 Employees who grieve their discipline will not be suspended without pay until the
grievance and arbitration procedure has been completed.
16.06 References to discipline will be removed from an employee's record no later than
twelve (12) months following their date of issue provided no other discipline for a
similar offence has been imposed. When references are removed, they will not be
referred to or used against an employee at any time.
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Article 17 – Arbitration
17.01 Any dispute not resolved during the grievance procedure described in Article 15
may be submitted to arbitration by the party who originated the grievance no later
than thirty (30) calendar days following receipt of the Step 1 decision or following
expiry of any of the time limits for a response to the grievance.
17.02 A single arbitrator will be chosen by mutual agreement to hear and decide the
grievance. In the event there is no mutual agreement, the Ministry of Labour may
be requested to appoint an arbitrator.
17.03 The arbitrator will have the authority to render any decision they consider just and
equitable provided it is not inconsistent with the provisions of this Agreement and
does not alter, modify or amend any part of this Agreement.
17.04 The arbitrator will make every effort to issue a written award within thirty (30)
calendar days following completion of the hearing. Such decision will be final and
binding on the employer, the Union and the employee(s) involved.
17.05 The employer and Union will share equally the cost of the arbitrator and each
party will absorb its own costs of arbitration including any compensation of
advisors and witnesses.
17.06 At the option of either party, the Arbitration Procedure as described in Section 49
of the Ontario Labour Relations Act may be applied.
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Article 18 – Union-Management Relations
18.01 Union-Management Meetings: The Union and employer recognize the
importance of regular communication and sharing of information for the
maintenance of a healthy and constructive relationship between the Union,
management and the employees. To this end, union-management meetings will be
held at least monthly during regular working hours on dates which are mutually
agreeable. Where possible, agendas of items to be discussed during the meeting
will be exchanged in advance of the meeting. As soon as possible following the
meeting, minutes will be mutually agreed and posted.
18.02 Paid Education Leave: The employer agrees to pay into a special fund,
established by the union, one hundred dollars ($100.00) per member of the
bargaining unit each calendar year. Said paid education leave will be for the
purpose of upgrading the employee's skills in all aspects of Trade Union functions.
Such monies will be paid into a trust fund established by the National Union,
Unifor and will be sent by the employer by March 31st each year to the following
address: PEL Program, Unifor, 205 Placer Ct., Toronto, Ontario M2H 3H9
The employer further agrees that members of the bargaining unit, selected by the
Union to attend such courses, will be granted a leave of absence for twenty (20)
days of class time, plus travel time where necessary, to be taken intermittently
over a twelve (12) month period from the first day of leave. Employees on such
leave of absence will continue to accrue seniority and benefit coverage will be
maintained during the leave.
18.03 Bulletin Board: The employer will provide the Union with a bulletin board,
located in a prominent location at the workplace, for the exclusive use by the
Union to post notices and information of interest to its membership.
18.04 Technological Change: In the event the employer is contemplating the
introduction of, or modification to, equipment (including computers and new
computer programs) which is significantly different from the equipment being
used, the employer will fully discuss its plans with the Union Committee prior to
making a decision in a meaningful effort to reach agreement on solutions to any
problems which may arise, on measures to be taken by the employer to protect
employees from any adverse effects and on measures to ensure that the change
improves working conditions and job design. Where new or greater skills are
required than are already possessed by the affected employees, such employees
will be provided with whatever training is required, at the expense of the employer
and without reduction of hours of work or rates of pay, to enable them to acquire
the necessary skills required by the change.
18.05 Health and Safety
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18.05.01 The employer will make adequate provision for the health and safety of all
employees during working hours and will comply with all applicable
legislation. Both the Union and employer will actively promote measures to
assure the health and safety of all employees.
18.05.02 A Joint Health & Safety Committee will be formed and will consist of one
(1) representative designated by the employer and one (1) representative
designated by the Union. In addition to the duties given to committees
under the legislation, this Committee will:
a) Promote compliance with the pertinent legislation.
b) Tour the workplace (including all locations where employees work)
to check on health and safety hazards.
c) Investigate all accidents and provide a summary to the employer and
Union.
d) Meet as frequently as necessary to discuss and resolve health and
safety issues or concerns.
The Union Health and Safety Representative may have the assistance of
National Union health and safety staff as necessary, including workplace
tours.
18.05.03 The Union Health and Safety Representative will be entitled to attend the
Level 1 training course provided by the Workers Health and Safety Centre,
at the expense of the employer.
18.05.04 Protective clothing, devices and other equipment necessary to protect
employees from disease or injury will be supplied by the employer at no
expense to the employee. The Joint Health and Safety Committee will be
involved in the selection of these items and the terms and conditions under
which they are to be used.
18.05.05 Every employee will have the right to refuse work on any machine, device
or in any hazardous area or situation, if, in the employee's opinion, it would
be dangerous to their health and safety.
18.05.06 While the employer and Union are committed to maintaining a safe
workplace and improving the well-being of employees, it is recognized that
mandatory drug or alcohol testing is an unworkable and unreasonable
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means to achieve what is otherwise a desirable end — a safe and secure
work environment. Mandatory drug and alcohol testing is recognized as an
invasion of a person's privacy and integrity and will not be utilized in any
circumstances.
18.06 Copies of Agreement: The employer agrees to pay the cost of providing each
employee with a copy of this Agreement. Any printing will be performed by a
union shop.
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Article 19 – Human Rights and Harassment
19.01 It is the policy of the employer to recognize the worth of each member of its
workforce and to provide for equal rights and opportunities without
discrimination. Every employee has a right to freedom from discrimination and
harassment by the employer or another employee by reason of race, creed, colour,
religion, nationality, ancestry, place of origin, native language, age, sex, sexual
orientation, marital status, family status, being HIV positive or having AIDS,
disability, record of offenses, or political affiliation. The employer recognizes the
diverse composition of its workforce and will not allow its workplace to become a
forum for the expression of prejudice. It is the responsibility of every employee to
assist in enforcing this policy.
19.01.01 Harassment means a course of vexatious comment or conduct in relation to
one or more of the prohibited grounds listed in Article 19.01 that is known
or ought reasonably to be known to be unwelcome and includes sexual
harassment.
Harassment may include:
a) verbal abuse or threats, unwelcome remarks, jokes, innuendo or
taunting;
b) displaying pornographic or other offensive or derogatory images;
c) practical jokes causing awkwardness or embarrassment;
d) unwelcome invitations or requests, whether indirect or explicit;
e) intimidation;
f) leering or other unwelcome gestures;
g) condescending or patronizing behaviour undermining a person's
self-respect;
h) unnecessary physical contact such as patting, pinching, and
punching;
i) physical assault.
Sexual harassment includes:
a) vexatious comment or conduct with sexual overtones;
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b) sexual advance or solicitation made by a person who is in a position
to grant or deny a benefit to another;
c) threat of or actual reprisal for rejecting his or her advance by a
person in a position to grant or deny a benefit to another person.
Sexual harassment is coercive or one-sided. Relationships existing with the
express consent of both parties will not constitute sexual harassment.
19.01.02 Complaints Procedure: An employee who believes that he or she has been
harassed should:
a) immediately inform the alleged harasser either orally or in writing
that his or her behaviour is unacceptable and must stop;
b) make detailed notes of the alleged incident or incidents of
harassment;
c) if unable or unwilling to discuss the problem with the alleged
harasser or if discussion does not resolve the problem, report the
incident to the Union representative of their choosing, or the
Executive Director. If the complaint concerns the actions of the
Executive Director, it should be reported to the President, Vice-
President or Treasurer of the Board of Directors.
19.01.03 Investigation of Complaint: Upon hearing a complaint of alleged
harassment, an employee's supervisor will immediately inform the
Executive Director or, if the incident involves the Executive Director, the
President, Vice-President or Treasurer of the Board of Directors. The
complaint will be investigated and if it is found that harassment has
occurred, appropriate action will be taken against the harasser. Where the
complaint was brought to the attention of the employer by the Union, the
Union will be kept fully apprised of the status of the complaint and its
disposition.
19.01.04 Information relating to the personal background, lifestyle or mode of dress
of the employee alleging harassment may not be taken into consideration in
assessing a complaint.
19.01.05 It is not necessary that harassment be objected to and harassment may be
found to have occurred if it can be reasonably assumed that the alleged
harasser's behaviour would be unwelcome.
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19.01.06 Pending investigation of the case, an employee complaining of harassment
has the right to discontinue contact with the alleged harasser without
incurring any penalty.
19.01.07 At every step of the procedure, complaints involving allegations of
harassment will be handled with all possible confidentiality. In the
resolution of any complaint which is found to have merit, it will be the
harasser who will be made to suffer any penalty or perceived penalty, not
the victim.
19.01.08 An employee alleging harassment has the right at all times to take the
matter to the Ontario Human Rights Commission instead of or in addition
to following the above procedure.
19.01.09 The employees will implement an eight (8) hour anti-harassment training
program within ninety (90) days after ratification. The program is to be
conducted by Unifor instructors.
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Article 20 – Benefits
20.01 The employer will arrange and ensure that coverage is maintained for all
employees, commencing at the beginning of employment, in the various benefit
and insurance plans including long and short-term disability insurance, registered
retirement savings plan, life insurance, extended health and dental insurance,
except as may be mutually agreed between the employer and the Union, at no cost
to the employees.
All benefits to remain in force at the current levels during the life of the collective
agreement. If there is a significant change in the insurance benefits and the
employer cannot find other comparable insurance coverage because of the
financial impact, the parties agree to meet during the life of the collective
agreement to re-negotiate various options.
A detailed description of the long and short-term disability insurance, life
insurance, extended health, including semi-private hospitalization coverage, dental
insurance and vision care benefit is described in Appendix 1.
The employer will provide such benefits regardless of the age of the employee. In
the case of extended health and dental insurance, spouses (including same-sex)
and dependents are entitled to coverage.
The employer will contribute eight per cent of the employee’s gross annual pay
into an RRSP or a TFSA. If an employee wishes to add their own contribution, the
employer will match that contribution up to an additional two per cent.
Employees may change from an RRSP contribution to a TFSA contribution, or
vice versa, on an annual basis. They must inform the employer no later than
December 15 of their wish to change the contribution.
The employer further agrees to provide all information relative to such benefit and
insurance plans to the employees and the Union.
20.01.01 Subject to applicable legislation, should the employer be unable to secure
coverage for a benefit or insurance coverage for an individual employee
due to their particular circumstances, then the employer will contribute to
the purchase of the benefit or insurance coverage from another source up to
the amount that would be paid by the employer for that employee under the
policy in place during the term of this Agreement.
20.02 On January 1 of each year, the employer will deposit two thousand dollars
($2000.00) per employee into a reserve called Health Care Spending and
34
Wellness Account. No employee may accumulate more than four thousand dollars
($4000.00) in their fund.
The list of expenses that can be paid from the Health Care Insurance Account are
described in Appendix 2 attached.
The Account may be used by any employee by submission of receipts to the
employer.
20.03 The employer will provide a Smart Phone for employees who are required to work
in the evenings on a regular basis and/or who are required to work outside of the
office on a regular basis. The employer will cover the cost of the hardware, as
well as the ongoing monthly costs.
35
Article 21 – General
21.01 Training: The employer will establish a training budget, which may also be used
for the attendance of employees at conferences. The Union will be kept informed
as to the status of this budget every six (6) months. A request from an employee
will not be unreasonably withheld.
21.02 Personnel Files: Personnel files of employees and their contents will be
considered confidential information. The Executive Director, their properly
authorized designate or the employer's legal counsel will have access to all files.
Employees have access to all information on their own files. The Union will have
access to the file of any employee, including copies of documents contained in the
file, with the written authority of the employee. No documentation or written or
oral extract from the file may be released to a third party (except the employer's
legal counsel) without the employee's prior written consent for such release or
upon the order of the proper legal authority.
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Article 22 – Dues Check-off
22.01 The employer shall deduct from the wages of employees the amount of regular
dues, special assessments and initiation fee as may be required by the Union
Constitution and remit the amount to the Union subject to the conditions set forth
herein.
22.02 The amount to be deducted will not be changed except to conform with a change
in the Union's Constitution.
22.03 Deductions will commence on the payroll for the first pay period of the calendar
month following the first date of employment in a position covered by this
Agreement.
22.04 The amount so deducted from wages, accompanied by a statement of these
deductions from individuals, will be remitted by the employer to the Local Union
not later than thirty (30) calendar days following the pay period in which the
deductions are made.
22.05 At the same time that income tax (T-4) slips are made available, the employer will
provide each employee from whom deductions were made with a statement of the
amount of such deductions made in the previous year.
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Article 23 – Term of Agreement
23.01 This Agreement is effective September 1, 2016 and will continue in full force and
effect until August 31, 2019 and may be revised by mutual agreement, in writing,
between the parties hereto. It will remain binding thereafter from month to month
unless notification, in writing, to reopen the Agreement is served by either party
not more than ninety (90) days prior to the expiry date, or any continuation of
expiry date, on a month to month basis, subject always to Article 21.02.
23.02 This Agreement will remain in full force and effect until superseded by another
Agreement or until all the requirements of the prevailing Provincial laws have
been met and no agreement has been reached.
Dated at Toronto, Ontario this 19th day of July, 2016.
For the Union: For the Employer:
David Amow, President, Local 40 Tom Clement
Angela Calderone
Mary Ann Hannant
Greg Burton, National Representative
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Letter of Understanding Number 1 – Establishment of the First Seniority List
The first seniority list will be established based on the employee's current seniority with
the employer as established by the Personnel Policy, 1993 (defined as years of service
employed by the Federation, which may or may not be consecutive).
As provided for under Article 10.01, employees hired after ratification of the first
Agreement will have their seniority date established according to the last date they will
commence continuous employment in any position covered by this Agreement.
Dated at Toronto, Ontario this 25th day of August, 1993
For the Union: For the Employer:
Greg Spencer Scott Barry
Debbie Tkaczuk Tom Clement
Eileen Wilke
James Kulczycki
39
Letter of Understanding Number 2 – Job Descriptions Evaluation
The Co-operative Housing Federation of Toronto Manager, and C.A.W. Local 40 Unit
Chairperson shall create an "Evaluation Committee ", which will consist of one (1)
member representing the Union and one (1) representing the Employer.
It shall be the duty of the Joint Committee to review and revise existing job descriptions
in Article 4.01.01.
All decisions of the Joint Committee must be agreed by the members of the bargaining
unit.
Dated at Toronto, Ontario this 5th day of October, 2001.
For the Union: For the Employer:
Tony Sewell Tom Clement
Jenny Ahn
Jane Davidson-Neville
Mary Ann Hannant
Phillip Paul
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Letter of Understanding Number 3 – Joint Training Committee
Within thirty (30) days of the signing of this agreement, the parties agree to establish a
Joint Training Committee of equal representation of the Union and Co-operative Housing
Federation of Toronto for the purpose of maintaining continuing co-operation and
consultation on training programs.
Senior employees shall be allowed opportunities to learn the work of higher or equal
positions during regular working hours, without affecting the salary or pay of employees
concerned. Training, retraining and refresher courses shall be given to employees during
regular working hours at straight time rate.
There is nothing, however, to prevent the committee from discussing overall effects of
work changes on employees so that the committee can make recommendations that will
be helpful in dealing with specific problems as they arise.
Dated at Toronto, Ontario this 16th day of October, 1995
For the Union: For the Employer:
Munir Khalid Tom Clement
Judith Collins
Mary Ann Hannant
Richard Preston
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Letter of Understanding Number 4 – New Services and Programs
It is agreed and understood that the Employer and the Union will meet and have full
discussion when new or additional services and/or programs are being offered/developed.
Additionally, full discussion between the Employer and Union will occur prior to any
members of the bargaining unit being laid off or displaced while work continues to be
performed by the Training Program Manager and/or Trainer.
Dated this 9th day of September 1999
For the Union: For the Employer:
Judith Collins Tom Clement
Jane Davidson-Neville
Debbie Cadman, National Representative
Jenny J.H. Ahn
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Letter of Understanding Number 5 – Staff Hours
It is agreed and understood that the Union and the Employer will meet to negotiate the
increase in staff hours by October 15, 2004.
For the Union: For the Employer:
Angela Calderone Tom Clement
Mary Ann Hannant
Phillip Paul
Jenny Ahn
43
Letter of Understanding Number 6 – Human Rights and Harassment
The Union and the Employer agree to review and update human rights and harassment
language and to implement joint human rights and investigator training delivered by the
Unifor within six (6) months of ratification. The Employer agrees to pay for the joint
training.
For the Union: For the Employer:
Angela Calderone Tom Clement
Mary Ann Hannant
Phillip Paul
Jenny Ahn
44
Letter of Understanding Number 7 – Article 19 Human Rights and
Harassment
The Union and the Employer agree to review and update human rights and harassment
language within one year of ratification.
For the Union: For the Employer:
David Amow Tom Clement
Greg Burton
Angela Calderone
Mary Ann Hannant
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Appendix 1 - Description of Benefits (not including Registered Retirement
Savings Plan contributions)
The staff benefits are provided by The Co-operators Insurance through a master policy
administered by the Co-operative Housing Federation of Canada. As of the date of the
signing of this contract, staff benefits are:
• group life insurance
• accidental death and dismemberment insurance
• short term disability coverage
• long term disability coverage (premium paid by the employee)
• extended health care coverage including semi-private hospital coverage
• travel assist hotline
• vision care
• Plan A dental coverage
Details of the staff benefits are contained in the publication “Employee Benefits Program
– Co-operative Housing Federation of Canada”. Management agrees to supply each
employee with one copy of the publication on request.
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Appendix 2 - List of Expenses covered by the Health Care Spending Account Practitioners
• acupuncturist
• chiropodist (podiatrist)
• chiropractor
• Christian Science practitioner
• massage therapist
• naturopath
• nurse
• occupational therapist
• optometrist
• osteopath
• physiotherapist
• practical nurse
• psychoanalyst
• psychologist
• speech therapist
• therapeutist
Dental
• all dental expenses including preventative, diagnostic, restorative, orthodontic and
therapeutic care
Facilities
• meals and lodging in an alcoholism or drug addiction treatment centre
• nursing home care
• home care
• care in a special school, institution or other place for a mentally or physically
handicapped individual
• full-time attendants or care in a nursing home (or confinement to bed or
wheelchair)
• institutional care
• care of a blind person
• payments to a licensed private hospital
• semi-private, preferred or private accommodation expenses in hospital
Devices and Supplies
• artificial eyes
• crutches
• equipment, including a replacement part, designed exclusively for use by an
individual who is suffering from a chronic respiratory ailment to assist
breathing, but not including an air conditioner, humidifier or air cleaner
47
• device or equipment designed to pace or monitor the heart of an individual who suffers
from heart disease
• device designed to assist a disabled individual in walking
• device designed exclusively to enable an individual with a mobility impairment to
operate a vehicle
• device to decode special television signals to permit the vocal portion of the signal to be
visually displayed
• device designed to attach to infants diagnosed as prone to Sudden Infant Death
Syndrome (SIDS) in order to sound an alarm if the infant stops breathing
• device designed to enable diabetics to measure blood sugar levels
• drugs, medications or other preparations or substances prescribed by a medical
practitioner or dentist
• electronic speech synthesizer that enables a mute individual to communicate by use of a
portable keyboard
• external breast prosthesis for use following a mastectomy
• hearing aids
• hospital bed, including attachments included in a prescription
• ileostomy or colostomy pads
• insulin
• iron lung
• kidney machine
• laryngeal speaking aids
• limb braces
• mechanical device or equipment designed to help an individual enter or leave a
bathtub/shower, or to get on/off a toilet
• needles or syringes
• optical scanner or similar device designed for use by blind individuals to help them read
• orthopaedic shoes or boots, or a shoe/boot insert made in accordance with a prescription
to overcome a physical disability
• oxygen tent or equipment
• power-operated lift for use exclusively by disabled individuals to allow them access to
different levels of a building, to help them enter a vehicle or to place wheelchairs in/on a
vehicle
• spinal braces
• teletypewriter or similar device, including a telephone ringing indicator that enables a
deaf or mute individual to receive telephone calls
• walkers and wheelchairs
• wig made to order for an individual who has suffered abnormal hair loss as a result of
disease, medical treatment or an accident
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Other Expenses
• ambulance fees for transportation
• cosmetic surgery
• cost or arranging and having a bone marrow or organ transplant
• costs of medical services and supplies outside of the province of residence
• electrolysis or hair removal performed by a licensed technician
• hearing expenses including hearing aids and hearing ear dogs
• laboratory, radiological or other diagnostic procedures or services
• modifications to a home for person confined to a wheelchair
• preventative diagnostic, laboratory and radiological procedures
• surgical heart transplants performed by a surgeon
• transportation expenses to receive medical care including:
• cost of public transportation or private vehicle, if not available, for distances of 40
kilometres or greater
• reasonable transportation, meals and accommodation for one accompanying person, if a
doctor certifies that a person is not capable of travelling alone
• vision expenses including eyeglasses, contact lenses and seeing-eye dogs
• weight-loss or stop-smoking program prescribed by a doctor
• co-payment amount for prescriptions
• fitness (health clubs and recreational facility membership)
• sports (clubs and/or lessons)
• personal trainer
• smoking cessation (program fees only)
• stress relief program
