Collective Agreement - Ontario › sites › mol › drs › ca... · 5.09 Labour Management...
Transcript of Collective Agreement - Ontario › sites › mol › drs › ca... · 5.09 Labour Management...
Collective Agreement
between
Ontario Public Service Employees Union on behalf of its Local 448
and
Community Living Lennox & Addington Full Time and Part Time Combined
DURATION: April 1, 2016 - March 31, 2018
$/\ OPSEU 11/LJsEFPO
Uncontrolled copy of 4-448-5064-20180331-2 CA
Sector 2 4-448-5064-20180331-2
TABLE OF CONTENTS
ARTICLE PAGE
ARTICLE 1 - PURPOSE .................................................................................................. 1
ARTICLE 2 - RECOGNITION .......................................................................................... 1
ARTICLE 3 - MANAGEMENT RIGHTS ........................................................................... 2
ARTICLE 4-CHECK-OFF OF UNION DUES ................................................................. 3
ARTICLE 5 - EMPLOYEE REPRESENTATION ............................................................. 4
ARTICLE 6 - GRIEVANCE PROCEDURE ...................................................................... 7
ARTICLE 7 - DISCHARGES AND GRIEVANCES .......................................................... 9
ARTICLE 8 - POLICY GRIEVANCE ................................................................................ 9
ARTICLE 9 -ARBITRATION ........................................................................................... 9
ARTICLE 10 - BULLETIN BOARD ................................................................................ 10
ARTICLE 11 -POSTING AND FILLING OF VACANCIES OR NEW POSITIONS ........ 11
ARTICLE 12 - SENIORITY ............................................................................................ 12
ARTICLE 13 - PROGRAMME FOCUS CHANGES ....................................................... 14
ARTICLE 14 - LAY-OFF AND RECALL ........................................................................ 15
ARTICLE 15 - SICK LEAVE .......................................................................................... 18
ARTICLE 16- EMPLOYEE BENEFITS ........................................................................ 20
ARTICLE 17 - LEAVE OF ABSENCE ........................................................................... 23
ARTICLE 18-PREGNANCY, PARENTAL OR FAMILY MEDICAL LEAVE ................ 25
Uncontrolled copy of 4-448-5064-20180331-2 CA
ii
ARTICLE 19 - VACATIONS .......................................................................................... 25
ARTICLE 20 - HOLIDAYS ............................................................................................. 29
ARTICLE 21 - HOURS OF WORK ................................................................................ 29
ARTICLE 22 - OVERTIME/CALL IN/ON CALL ............................................................ 32
ARTICLE 23 -OCCUPATIONAL CLASSIFICATIONS AND WAGE RATES ................ 35
ARTICLE 24 - REIMBURSABLE EXPENSES ............................................................. 35
ARTICLE 25 - PERSONNEL FILES .............................................................................. 36
ARTICLE 26 - HEAL TH AND SAFETY ......................................................................... 37
ARTICLE 27 - JOB DESCRIPTIONS ............................................................................ 42
ARTICLE 28 - CONTRACTING OUT ............................................................................ 43
ARTICLE 29 - WAGES ................................................................................................. 43
ARTICLE 30 - REDUCED WORK WEEK ..................................................................... 43
ARTICLE 31 - PAY EQUITY ......................................................................................... 44
ARTICLE 32 - TERM OF AGREEMENT ....................................................................... 44
LETTER OF UNDERSTANDING #1 .............................................................................. 46
LETTER OF UNDERSTANDING #2 .............................................................................. 47
LETTER OF UNDERSTANDING #3 .............................................................................. 48
RE: CENTRAL BARGAINING .................................................................................... .48
LETTER OF UNDERSTANDING #4 .............................................................................. 49
LETTER OF UNDERSTANDING #5 .............................................................................. 50
Uncontrolled copy of 4-448-5064-20180331-2 CA
iii
RE: HRAP ................................................................................................................... 50
LETTER OF UNDERSTANDING #6 .............................................................................. 52
RE: WAGE RE-OPENER ........................................................................................... 52
APPENDIX "A"-WAGES AND CLASSIFICATIONS .................................................. 53
WAGES EFFECTIVE APRIL 1, 2016 ............................................................................ 53
WAGES EFFECTIVE APRIL 1, 2017 ............................................................................ 54
APPENDIX "8" - JOB DESCRIPTIONS ..................................................................... 55
Uncontrolled copy of 4-448-5064-20180331-2 CA
1
ARTICLE 1 - PURPOSE
1.01 The general purpose of this Agreement is to establish and maintain
collective bargaining relations between the Employer and its employees, to
provide machinery for the prompt and equitable disposition of grievances,
and efficient operation of the Employer and to establish and maintain
mutually satisfactory working conditions, hours of work and wages for all
employees who are subject to the provisions of this Agreement.
1.02 All references to the feminine gender in this Agreement shall also be read in
the masculine gender or vice versa, wherever the context applies.
ARTICLE 2 - RECOGNITION
2.01 The Union will be the sole bargaining agent of all full and part-time
employees of Community Living Lennox & Addington (hereinafter called
"the Employer") in Napanee, Ontario, save and except the Executive
Director, Program Manager, Finance Manager and persons above such
rank; office and clerical employees and students employed for temporary
periods.
2.02 Relationship
The Employer agrees that there will be no discrimination, interference,
restraint or coercion exercised or practiced by the Employer or by any of its
representatives against any employee because of membership or non
membership in the Union.
2.03 The Union agrees that there will be no discrimination, intimidation,
interference, restraint, or coercion exercised or practiced by members or
representatives of the Union against any employee of the Employer, and
that there will be no union activity during any employee's working hours, and
no distribution of literature or meetings on the premises of the Employer
Uncontrolled copy of 4-448-5064-20180331-2 CA
2
except with the Employer's express permission or as otherwise provided
herein.
2.04 The parties agree to comply with the provisions of the Human Rights Code.
2.05 There shall be no strikes or lock-outs or picketing so long as this Agreement
continues to operate. The words "strike" and "lockout" have their meaning
attributed to them in the interpretation section of the Labour Relations Act,
R.S.O. 1970.
2.06 All correspondence between the parties arising out of this Agreement or
incidental thereto shall pass to and from the Executive Director and a
designated, authorized member of the Union and the Local Regional Office.
2.07 Temporary employees hired for periods of less than thirty (30) days duration
shall not be subject to the terms of this Agreement.
ARTICLE 3 - MANAGEMENT RIGHTS
3.01 The Union acknowledges and recognizes that the Management of the
Employer and the direction of the working force are fixed exclusively with
the Employer and shall remain solely with the Employer except as
specifically limited by an express provision of this Agreement. Without
restricting the generality of the foregoing, the Union acknowledges that it is
the exclusive function of the Employer to:
(a) maintain order, discipline and efficiency;
(b) hire, assign, retire, discharge, direct, promote, classify, transfer, lay off, recall and suspend or otherwise discipline employees provided that a claim of discharge or discipline without just cause by an employee who has completed her probationary period may be the subject of a grievance and dealt with as hereinafter provided;
Uncontrolled copy of 4-448-5064-20180331-2 CA
3
(c) determine in the interest of efficient operation and highest standard of service, classifications, hours of work, work assignments, methods of doing the work and the working establishment for any service;
(d) determine the number of personnel required, services to be performed and the methods, procedures and equipment to be used in connection therewith;
(e) make and enforce and alter from time to time, reasonable rules and regulations and policies and practices to be observed by all employees.
(f) Determine the location and the extent of the operations and their designation, commitment, expansion, revision, curtailment, or discontinuance.
3.02 The Employer shall exercise its rights under this Agreement fairly and
reasonably in good faith and without discrimination and in a manner
consistent with the provisions of this Collective Agreement.
ARTICLE 4 - CHECK-OFF OF UNION DUES
4.01 The Employer agrees to deduct from the pay of each employee, from the
first day of employment, who is covered by this agreement once a month a
sum equal to the regular monthly dues of the Union and to remit such
deductions to the Secretary-Treasurer of the Union, at its Head Office, 100
Lesmill Road, North York, Ontario, M38 3P8, not later than the fifteenth
(15th) day of the month following, accompanied by a list of names of all
employees from whose pay the deductions have been made. Upon the
mailing of the dues, the Union agrees to save the Employer harmless from
all and any claims which may arise as a result of such deductions and
payment.
4.02 The compulsory check-off of dues shall continue during the lifetime of this
Agreement or renewal thereof, and shall be continued throughout any
period during which the parties are engaged in negotiations with a view to
Uncontrolled copy of 4-448-5064-20180331-2 CA
4
making a new Agreement, and it shall apply to all employees in the
bargaining unit.
The Employer will share the cost of printing and present a copy of this
Agreement to all new employees who are eligible for membership in the
bargaining unit.
4.03 The Employer agrees to include the annual total of dues deducted on each
employee's T-4 slip.
ARTICLE 5 - EMPLOYEE REPRESENTATION
5.01 Employee Representatives
The Union will keep the Employer informed of its executive body and
committees and local regional representation.
5.02 For purposes of this Article, the name and position of each committee
member, from time to time selected, shall be given to the Employer in
writing.
5.03 No individual member or group of members shall undertake to represent the
Union at meetings with the Employer without the authorization of the
properly elected local representative. The Union shall have the right to the
assistance of OPSEU representatives at all times, provided the Union has
first notified the Employer, and the representatives shall be given
reasonable access to the Employer's premises to assist the members.
5.04 Grievance Committee
The Employer acknowledges the right of the Union to appoint or otherwise
select a Committee otherwise known as the Union Grievance Committee,
which shall be composed of not more than one (1) steward for Day
Uncontrolled copy of 4-448-5064-20180331-2 CA
5
Supports, one (1) steward for Community Support, one (1) steward for
Residential, and one (1) part-time steward. The Employer will recognize
members of said Committee on any matter properly arising out of this
Agreement, and the said Committee will co-operate with the Employer in
the administration of this Agreement.
5.05 The stewards or committee members will not suffer any loss in regular pay
or benefits for time spent in carrying out the duties properly arising out of
the provisions of this Agreement. A steward must be an employee who has
passed the probationary period. The Union shall inform the Employer in
writing of the names of the Stewards and of any subsequent changes in the
names of the Stewards. The Employer will not be required to recognize any
Employee as a Steward until such notification from the Union has been
received.
5.06 The Union undertakes to secure from its officers, stewards and members
their co-operation with the Employer and with all persons representing the
Employer in a supervisory capacity.
5.07 Leave-of-absence without pay but no loss of credits shall be granted to
Union stewards when required to attend arbitration hearings.
5.08 Negotiating Committee
The Employer acknowledges the right of the employees to select a
negotiating committee of up to three (3) representatives and will recognize
said committee and Ontario Public Service Employees Union
representatives for contract negotiating purposes. Negotiating Committee
members shall suffer no loss of salary by virtue of their participation in direct
negotiations with the Association up to and including the conciliation
process.
Uncontrolled copy of 4-448-5064-20180331-2 CA
6
5.09 Labour Management Committee
5.10
Where the parties mutually agree that there are matters that would be
beneficial if discussed at a Labour Management Committee Meeting during
the term of this Agreement, the following shall apply: an equal number of
representatives of each party as mutually agreed shall meet at a time and
place mutually satisfactory. A request for a meeting hereunder will be made
in writing at least fourteen (14) days prior to the date proposed and
accompanied by an agenda of matters proposed to be discussed.
Notwithstanding the above Labour Management Committee meetings will
be held no less than quarterly. This time spent by employees at Labour
Management Committee meetings shall be considered as work time and
compensated as such.
The Labour Management Committee shall not have any power to alter the
Collective Agreement or to make any arrangement inconsistent with the
agreement.
The OPSEU Staff representative may attend Labour Management
Committee meetings with the agreement of the Employer.
(a) Leave for Union Activities
The Employer, on receiving one (1) week's notice in writing from the Union, will grant leave of absence without pay to not more than two (2) employees at any one (1) time to attend union conventions or conferences. Such leave inclusively shall not exceed an accumulated total of twenty (20) days per year (may be taken as partial days) and shall be permitted only if the operations of the Employer permit.
(b) Leave for Executive Board Members: Full Time Position When an employee is elected or appointed to a full-time position with OPSEU, the Employer shall grant a leave of absence without pay and continuation of benefit coverage paid by OPSEU and without loss of seniority for the durations of such leave. At the end of the
Uncontrolled copy of 4-448-5064-20180331-2 CA
7
assignment, the employee shall, upon two (2) weeks' notice be returned to the position held immediately prior to the commencement of the leave or to a comparable position with no decrease in pay should the original position be eliminated.
(c) Leave of absence with no loss of pay and with no loss of credits shall be granted to an employee elected as an Executive Board Member, President or First Vice-president of the Union. The Union will reimburse the Employer for the salary and benefits paid to the employee.
5.11 During an employee's probationary period the Employer shall allow the
Union Steward to meet with a new employee for up to fifteen (15) minutes in
order to acquaint such employee with the Union. The Union Steward will be
on paid time but will not be subject to any premium payment.
ARTICLE 6 - GRIEVANCE PROCEDURE
6.01 The parties to this Agreement are agreed that it is of the utmost importance
to adjust complaints and grievances as quickly as possible.
6.02 Stage #1
An employee who believes he/she has a complaint shall first discuss the
complaint with the Executive Director within fourteen (14) calendar days of
first becoming aware of the complaint. An employee who makes a
complaint under this Article may be accompanied and represented by a
Union representative at the time of the discussion of the complaint, at each
stage of the grievance procedure, and in the course of any investigation
established by the Employer. In the event that the Executive Director is not
available, the employee will discuss the complaint with another manager
who is available.
If the complaint cannot be satisfactorily resolved between the parties within
fourteen (14) calendar days of the discussion, the Employer shall advise the
Uncontrolled copy of 4-448-5064-20180331-2 CA
8
Union in writing.
6.03 Stage #2
If the grievance is not resolved under Stage #1, the employee may submit
the grievance in writing to the Executive Director (or designee) within ten
(10) calendar days of the date that he/she received the decision or in the
event that the Employer did not render a decision under Stage #1.
The Executive Director (or designee) shall hold a Stage #2 meeting within
ten (10) calendar days of the receipt of the grievance with the grievor and
their union representative. The Employer shall then notify the grievor and
the Union of their decision in writing within five (5) calendar days of the
Stage #2 meeting.
If the grievor is not satisfied with the decision rendered by the Employer, or
if the grievor does not receive a decision within the specified timeframe, the
grievance may be referred to arbitration as hereinafter provided at any time
within the following ten (10) calendar days.
6.04 If at any step of the grievance procedure the grievance has not been
processed by the Employer within the time limit as prescribed, the
grievance shall automatically be advanced to the next step.
6.05 Time limits set forth herein are mandatory and not directory and failure of
an employee to follow the procedures laid down in this Article shall result in
forfeiture of all rights to the grievance procedure. The time limits fixed in this
Article may be extended by mutual consent of both parties to this
Agreement provided that there shall be no obligation on either party to so
consent.
Uncontrolled copy of 4-448-5064-20180331-2 CA
9
6.06 Where it appears that two (2) or more employees have the same grievance,
the Union shall process the grievances as one (1) grievance subject to all
applicable provisions under the grievance procedure.
ARTICLE 7 - DISCHARGES AND GRIEVANCES
7.01 In the event of an employee who has completed the probationary period
being discharged from employment, and the employee feeling that an
injustice has been done, the employee may file a grievance in writing with
the Manager at any time within five (5) working days after the employee is
notified of the discharge. The grievance will then be dealt with at Step No. 2
of the grievance procedure.
ARTICLE 8- POLICY GRIEVANCE
8.01 Should any difference arise between the Employer and the Union as to the
interpretation or alleged violation of the provisions of this Agreement
affecting the Union as such, or the employees as a whole, both the Union
and the Employer shall have the right to file a grievance beginning at Step
No. 2 of the grievance procedure as outlined in Section 6.03.
ARTICLE 9 - ARBITRATION
9.01 Where a difference arises between the parties relating to the interpretation,
application or administration of this Agreement, including any question as to
whether a matter is arbitrable, or where an allegation is made that this
Agreement has been violated, either of the parties may, after exhausting
any grievance procedure established by this Agreement, notify the other
party in writing within seven (7) working days of its desire to submit the
difference or allegation to arbitration and the notice shall contain the name
of the first party's appointee to an Arbitration Board. The recipient of the
notice shall, within five (5) working days, inform the other party of the name
Uncontrolled copy of 4-448-5064-20180331-2 CA
10
of its appointee to the Arbitration Board. The two (2) appointees so selected
shall, within five (5) working days of the appointment of the second of them,
appoint a third person who shall be the Chairman. If the recipient of the
notice fails to appoint an arbitrator, or the two (2) appointees fail to agree
upon a chairman within the time limits, the appointment shall be made by
the Minister of Labour, upon the request of either party. The Arbitration
Board shall hear and determine the difference or allegation and shall issue
a decision and the decision of the Arbitration Board shall be final and
binding upon the parties and upon any employee affected by it.
Each of the parties hereto shall jointly bear the expenses of the third party,
and any cost of the place of hearing of such arbitration if and when the
necessity arises.
9.02 The Board of Arbitration shall not have any power to alter, modify or change
any of the provisions of this Agreement, or to substitute any new provisions
or any existing provisions, nor to give decisions inconsistent with the terms
and provisions of this Agreement.
9.03 Single Arbitrator
Notwithstanding the foregoing provisions of this Article, the parties hereto
may in substitution for the above procedure agree in writing to appoint one
( 1) arbitrator satisfactory to both parties, in which case, such arbitrator shall
have the same jurisdiction, power and authority as has been given to the
Arbitration Board by the foregoing terms of this Article.
ARTICLE 10 - BULLETIN BOARD
10.01 The Union shall have the privilege of posting Union notices on bulletin
board spaces provided and assigned by the Employer after first securing
approval from the Employer for the posting of each notice.
Uncontrolled copy of 4-448-5064-20180331-2 CA
ARTICLE 11 - POSTING AND FILLING OF VACANCIES OR NEW POSITIONS
11
11.01 A notice of any vacant or newly created position within the bargaining unit
shall be posted on the bulletin boards for a period of ten (10) working days
and shall indicate the number of employees required, the location of, title, a
complete description of qualifications and salary range of the position. Only
employees who apply in writing, by email or facsimile will be considered for
the vacant job classification. Each applicant will be informed of the outcome
of the job posting in writing upon request.
11.02 It is agreed and understood that the Employer shall fill all job vacancies
from within the bargaining unit before hiring from outside providing
bargaining unit employees have made application in writing and have the
necessary qualifications to fill the vacant job classification.
Applications shall be considered upon the following factors:
(a) skills, ability and competence;
(b) the ability to relate to the person supported group;
(c) seniority.
Where the qualifications in factors (a) and (b) are relatively equal, seniority
shall govern.
11.03 In matters of promotion and staff transfer, a successful bargaining unit
applicant shall be allowed a trial period of up to 60 calendar days during
which the Employer will determine if the employee can satisfactorily perform
the job. Within this period the employee may voluntarily return, or be
returned by the Employer to the position formerly occupied, without loss of
seniority. Should the employee return or be returned to his/her former job,
Uncontrolled copy of 4-448-5064-20180331-2 CA
12
the filling of subsequent vacancies will be reversed.
11.04 The Employer may assign an employee to a temporary vacancy and the job
posting provisions in this Article will not apply. Such vacancies shall not
exceed sixty (60) days in duration. Preferential consideration shall be given
to the most senior qualified employee when filling temporary vacancies.
ARTICLE 12 - SENIORITY
12.01 Seniority shall mean, length of co~tinuous service with the Employer in a
position covered by this Agreement. For full time employees, the probation
period shall be a period of six (6) months. For part"-time employees, the
probation period shall be nine hundred (900) hours worked. Seniority shall
be established upon successful completion of the probationary period, and
shall be effective from the date of employment in a position covered by this
Agreement. An employee shall be deemed to be in continuous service of
the Employer in the following circumstances only:
(a) when actually at work for the Employer;
(b) when absent due to an approved leave of absence;
(c) when absent on approved vacation or on paid holiday;
(d) when absent due to illness;
(e) when on a leave of absence granted for educational purposes;
(f) when on pregnancy, parental or family medical leave.
During the probationary period, neither party shall be required to give more
than seven (7) days' notice prior to termination of employment.
12.02 Seniority shall terminate and an employee shall cease to be employed by the
Employer when he:
Uncontrolled copy of 4-448-5064-20180331-2 CA
13
(a) voluntarily quits her employment;
(b) is discharged and is not reinstated through the grievance procedure or arbitration;
(c) is off the payroll for a continuous period of six (6) months for reasons other than illness or injury;
(d) is absent without leave for two (2) day during which time she has not contacted the Employer directly when she has had an opportunity to do so. It is the responsibility of the employee to provide an explanation to the Employer;
(e) utilizes a leave of absence for the purpose other than which it was granted;
(f) fails to report to work within seven (7) days after issuance of notice of recall by registered mail to her last address on record with the Employer.
(g) is absent after the expiry of accumulated sick leave if he/she is unable to return to work due to incapacity from illness or injury for a period exceeding two years.
(h) retires.
(i) refuses five (5) consecutive offered shifts in a period of ten (10) or more
days.
12.03 A separate seniority list shall be established for full and part-time employees.
Full time employees shall accumulate seniority on the basis of years (and
percentage thereof) of employment since last date of hire. Part time
employees shall accumulate seniority on the basis of hours worked since last
date of hire. Where an employee moves from full time status to part time
status or vice versa, the employee shall retain the accumulated seniority and
service attained at the date of transfer and accumulate future seniority and
service in accordance with the new status. One year of seniority shall equals
1800 hours.
Such seniority lists shall be updated annually and posted on the bulletin board
Uncontrolled copy of 4-448-5064-20180331-2 CA
14
described in Article 11. A copy shall be supplied to the Union at the same time.
12.04 It shall be the responsibility of the Employee to keep the Employer informed of
her current address. If any employee fails to do this, the only redress will be
that the Employer will not be responsible for the failure of a notice to reach the
Employee.
12.05 Employees working in positions outside the bargaining unit shall retain their
accrued seniority for a period not to exceed one (1) month from the date of
working outside the bargaining unit. Following the expiry of the preceding
limits, the Employee's name shall be considered deleted from the seniority list.
ARTICLE 13 - PROGRAMME FOCUS CHANGES
13.01 In the event an employee requires training to perform a job which is to be
altered due to program or technological changes, the Employer agrees to
allow the employee up to three (3) months for the purpose of retraining
providing that:
(a) the employee has completed the probationary period under Article 12.01;
(b) the job is located within their own work unit, i.e., Day Supports, Residential, or Community Support.
(c) leave, if necessary, will be granted with pay up to four (4) weeks.
During the period of training, the position may be filled by temporary staff.
13.02 Employees qualifying under 13.01 will be given first opportunity to apply for
any new position, and if successful will be appointed to the new position for a
three (3) month trial period.
Uncontrolled copy of 4-448-5064-20180331-2 CA
15
ARTICLE 14- LAY-OFF AND RECALL
14.01 Where a layoff may occur by reason of shortage of work or funds or the
abolition of a position or other material change in organization, the
identification of a surplus employee and the subsequent assignment,
displacement or layoff shall be in accordance by seniority subject to the
conditions set out in this Article. Layoff shall be defined as a reduction in hours
of a permanent or long term nature.
14.02 In the event of a proposed layoff, the Agency shall:
(a) provide the union with no less than sixty (60) calendar days notice of
such layoff, and
(b) meet with the Union through the Labour Management Committee to
review the following:
(i) the reason causing the layoff;
(ii) the direction the Agency will undertake after the layoff;
(iii) the method of implementation including the areas of cutback and
employees to be laid off;
(iv) ways in which the Agency and Union can assist employees to
find alternative employment.
14.03 Any agreement between the Agency and the Union resulting from the above
review concerning the method of implementation will take precedence over
other terms of layoff in this Agreement.
14.04 In the event of a layoff, the Agency shall lay off employees in the reverse order
of their seniority within their classification providing that those employees who
remain on the job have the qualifications and abilities to perform the work.
14.05 An Employee who is subject to layoff shall have the right to either:
(a) accept the layoff and be placed on a recall list for eighteen (18)
Uncontrolled copy of 4-448-5064-20180331-2 CA
16
months; or
(b) displace an employee who has lesser bargaining unit seniority and who is the least senior employee in a lower or identical paying classification if the employee originally subject to layoff can perform the duties of the lower or identical classification without training other than orientation. Such employee so displaced shall be laid off subject to his/her right under this Article.
(c) failing displacement under (a) or (b) the Employer will review the positions in descending order until a position is found in which the employee with the least seniority in the position has less seniority than the surplus employee. In that event such employee will be displaced by the surplus employee provided he/she is qualified to perform the duties.
(d) a full-time employee subject to layoff may displace a regular part-time employee with lesser seniority in the bargaining unit provided he/she is qualified to perform the work of the position.
(e) a part-time employee about to be laid off, or has been displaced under (d) above may:
(i) accept the lay-off and be placed on a recall list for a period of eighteen (18) months;
(ii) displace the part-time employee in the bargaining unit with the least seniority provided she/he is qualified to perform the work of the position, or
(iii) accept casual shifts and retain recall rights for a period of eighteen (18) months.
14.06 An employee who displaces an employee in a lower paying classification will
be placed on the salary grid of the lower classification consistent with the level
she/he would have achieved in the lower classification based on his/her
service and experience.
14.07 The employee must indicate in writing to the Executive Director his/her
intention to displace another employee as soon as possible but not later than
two (2) weeks after his/her notice of layoff. If she/he does not indicate his/her
Uncontrolled copy of 4-448-5064-20180331-2 CA
17
intent to displace another employee within this period, she/he shall be deemed
to have opted to be laid off.
14.08 An employee who is subject to be laid off shall be entitled to Termination
Payments based on their entitlements under the Employment Standards Act.
14.09 An employee who, prior to release, has completed their probationary period
and has not accepted any termination payment, shall have opportunity of
recall from a layoff to an available opening in order of seniority, provided
she/he has the qualifications and abilities to perform the work. The job posting
and filling of vacancies procedures in the collective agreement shall not apply
until the recall process has been completed over a period of eighteen (18)
months.
14.10 An employee recalled to work in a different classification from which she/he
was laid off, or an employee who has displaced an employee in a lower
classification shall be entitled to return to the position she/he held prior to the
layoff should it become vacant within eighteen (18) months of the layoff,
provided she/he remains qualified to perform the duties of his/her former
position.
14.11 No new employees shall be hired into the bargaining unit until all those laid off
have been given an opportunity to return to work and have failed to do so, in
accordance with the loss of seniority provision, or have been found unable to
perform the work available.
14.12 The Employer shall notify the employee of recall opportunities by registered
mail. The notification shall state the job to which the employee is eligible to be
recalled and the date and time at which the employee shall report for work.
The employee is solely responsible for his/her proper address being on record
Uncontrolled copy of 4-448-5064-20180331-2 CA
18
with the Agency and shall make his/her intentions known to the Employer
within seven (7) days after receiving such notice.
14.13 A person shall lose recall rights when she/he does not attend a placement
interview by the Employer, or does not accept the appointment, or fails to
report for duty after being appointed.
14.14 An employee who is recalled to a position shall be credited with the seniority
she/he had at the time of layoff.
14.15 Where an employee is recalled to a position which is not the same as she/he
held prior to the layoff, she/he shall receive the salary range applicable to the
new position commensurate with his/her qualifications and experience
including length of continuous service.
ARTICLE 15 - SICK LEAVE
15.01 All full time employees covered by this Agreement shall be eligible for a credit
of one and one-half (1 %) days of actual at-work service with the Employer for
every month of employment. Such credits are to be cumulative but are not to
exceed ninety (90) days. No cash payment of sick leave credits shall be made
upon the ending of the employment relationship.
All part time employees covered by this agreement who have completed five
(5) years of continuous service and who have worked an average of twenty
(20) hours per week in the previous year prior to their sixth (61h) anniversary
shall be eligible to accumulate sick leave credits at the rate of six (6) hours per
month for months that they are actively at work, so long as they continue to
work an average of twenty (20) hours per week. Such credits can accumulate
to a maximum of one hundred (100) hours.
Uncontrolled copy of 4-448-5064-20180331-2 CA
19
Sick leave means a period of time that an employee is absent from work due
to illness or injury for which compensation is not payable under the Workplace
Safety and Insurance Act.
15.02 Where an employee is absent as a result of an accident while at work for this
Employer, or illness inherent to occupation and as a result is receiving
Workers' Compensation, she shall be entitled to receive the difference
between her regular pay and the Board's award, if unused sick credits are
available.
15.03 If an employee on authorized vacation or on leave-of-absence is unable to
return to employment when scheduled to do so because of illness or injury,
such employee will be entitled to use any accumulated and unused sick leave
standing to her credit.
15.04 If an employee is laid off for whatever reason and returns to work, she shall
not receive sick leave credit for the period of such absence. The number of
days an employee is absent on account of illness or accident shall be
deducted from the employee's sick leave credits.
15.05 Proof of illness shall be established by submission of a medical certificate on
any absence of three (3) days or more duration, and at any time if the
Employer has any doubt that the employee is ill, the Employer may require
proof of sickness by a medical certificate for any such absence. The Employer
will reimburse the employee for the required medical certificate to a maximum
of twenty-five dollars.
The Employer may require a medical examination to be performed for the
purposes of determining that employees are capable of performing the duties
and responsibilities of their assigned jobs. Such examinations will be on paid
time and the cost of such exam to be borne by the Employer.
Uncontrolled copy of 4-448-5064-20180331-2 CA
20
15.06 A record of all unused sick leave will be kept by the Employer. All employees
are to be advised once a year, by March 31st, of the amount of sick leave
accrued to their credit as of the previous year end.
ARTICLE 16 - EMPLOYEE BENEFITS
16.01 Insured Benefits
16.02
a) The amount of and eligibility for benefits referred to in this article is subject to the terms and conditions of the policy or policies of insurance providing such benefits.
b) A summary of the Insured Benefits presently provided shall be made available to all employees. In the event that the Employer decides to change insurance carriers the Union will be notified. It is agreed that when such change of carrier takes place the benefits provided will not be less than those benefits provided by the previous carrier and the prevailing collective agreement.
c) The Employer shall pay seventy (70) percent of the premiums necessary to maintain the Insured Benefits. The Employee shall pay for thirty (30) percent of the premiums for Vision and Major Medical and one hundred (100) percent of the premiums for Basic Life, AD&D, Dependent Life and Optional Life.
(a)
An Employee Assistance Program will be offered for both full-time and part time employees. The Employer shall pay seventy (70) percent of the premiums, and the Employee shall pay thirty (30) percent.
The Employer agrees to contribute one hundred percent (100%) of the cost of the premium costs of the Association Dental Plan.
(b) Vision Care - Four hundred dollars ($400) per person per two (2) year period for prescription eyeglasses or contact lenses and the cost of an eye exam.
16.03 PART B: Collective Agreement Language
1. The provisions of this Part B shall be deemed to form part of every collective agreement between the Employer and OPSEU ("the
Uncontrolled copy of 4-448-5064-20180331-2 CA
21
Collective Agreement(s)") covering eligible employees as described in section 2 of the Agreement to Participate in the OPSEU Joint Trusteed Benefit Fund ("the Trust") ("the Agreement to Participate"). If there is any conflict between any provision of this Part B and any term of the Collective Agreement, this Part B shall govern.
2. In addition, Schedule "A" to the Agreement to Participate, as contemplated by section 7 of the Agreement to Participate, shall also be deemed to be part of the Collective Agreement(s) between the Employer and OPSEU. The provisions of this Part Band Schedule "A" are enforceable pursuant to the grievance and arbitration procedures set out in the Collective Agreement(s), however, any disputes regarding entitlement to benefits shall be processed in accordance with the Dispute Resolution Procedure in the Financial Agreement between the Trustees of the OPSEU Joint Trusteed Benefit Fund ("the Trustees") and the Insurer.
3. The Employer shall provide the benefits described at Schedule "A" through the Trust to the employees of the Employer in bargaining unit(s) represented by OPSEU and to such other employees as are described in section 2 of the Agreement to Participate. The Employer and OPSEU agree that Schedule "A" is subject to the standard contractual terms and conditions and administrative terms set out in the Insurance Policy held by the Trustees.
4. The Employer shall pay or deduct and remit premiums in the amounts and manner required by the Trustees pursuant to the Agreement to Participate.
5. In the event that an Employer does not make premium payments or remittances as and when required by the Trustees, the Employer shall be liable for interest on late or outstanding payments at 10% or such other rate as may be prescribed by the Trustees. The Trust Agreement creates obligations for Employers, which the Employer and OPSEU hereby agree are enforceable under the Collective Agreements. These obligations include the obligations to:
(a) pay late payment charges for interest, liquidated damages and reasonable legal and collection costs; and
(b) post deposits, advance payments or surety bonds with the Trust.
6. Moreover, the Trust may also suspend or terminate coverage for the Employer's eligible employees in the event that the Employer fails to make premium payments or remittances as and when required by the Trustees, in which case the Employer will be directly responsible to its
Uncontrolled copy of 4-448-5064-20180331-2 CA
22
employees for the provision of benefits.
7. Notwithstanding that the benefit plan sponsored by the Trust may be a multi-employer benefit plan for the purposes of the Workplace Safety and Insurance Act, 1997, S.O. 1997, c. 16, the Employer and OPSEU agree that the Employer shall, pursuant to the Collective Agreement(s), pay premiums for eligible employees and their dependants throughout the first year after an injury to an eligible employee. For purposes of this section, the term "injury" has the same definition as in the Workplace Safety and Insurance Act, 1997, supra.
8. The Employer shall permit the Trustees or their designate to attend at the Employer's premises to conduct an audit of the Employer's employment records for the purpose of verifying the calculation and determination of premium payments to the Trust.
DATED this \\~ dayof __ Ol_~_V ____ , 2o•i_.
FOR THE EMPLOYER: ~
Per: ~e~ignat~re) FOR OPSEU LOCAL 'f 1./9 :
Warren (Smokey) Thomas, President, OPSEU:
(Print Name)
(Print Name)
16.04 A part-time employee shall receive in lieu of fringe benefits (being those
benefits to an employee, paid in whole or in part by the Employer, as part of
direct compensation or otherwise, save and except salary, vacation pay, sick
leave, standby pay, call back pay, reporting pay, responsibility pay, jury and
witness duty, and bereavement pay) at an amount equal to seven point five
Uncontrolled copy of 4-448-5064-20180331-2 CA
23
(7.5%) percent of his/her regular straight time hourly rate for all straight time
hours paid.
16.05 Upon retirement, an employee shall be entitled to two (2) days pay per year of
service, to a maximum of twenty (20) days pay.
ARTICLE 17 - LEAVE OF ABSENCE
17.01 All requests for leaves of absence other than for bereavement leave,
compassionate leave or illness, shall be made in writing, setting out the
reasons for the request and submitted to the Manager for approval not later
than seven (7) days prior to the requested date of leave. The Employer may
grant such a leave for a period not to exceed six (6) months which shall be
determined by management and employee based on the nature of the
request.
17.02 Bereavement Leave
An employee shall be granted bereavement leave of absence with pay and
without loss of seniority to a maximum of five (5) working days in order to
attend the funeral of the employee's mother, father, step parent, spouse,
common law spouse, son, daughter, step child, provided that such employee
was scheduled to be at work on any such day.
An employee shall be granted bereavement leave of absence with pay and
without loss of seniority to a maximum of three (3) working days in order to
attend the funeral of a sister, brother, mother-in-law, father-in-law,
grandmother, grandfather, sister-in-law, brother-in-law, grandchild, daughter
in-law, son-in-law, aunt or uncle provided that such employee was scheduled
to be at work on such days. Employees shall be granted one (1) day of
bereavement leave in other cases of genuine bereavement.
Uncontrolled copy of 4-448-5064-20180331-2 CA
24
During the employee's actual vacation, should she become eligible for
bereavement leave as covered in this Article, she shall be entitled to an equal
additional number of vacation days to equal the days lost for such
bereavement leave in accordance with this Article providing the employee
attends the funeral.
Compassionate leave shall be granted to employees at the discretion of the
Employer.
17.03 Jury Duty-Witness Duty
The Employer shall pay a full time employee who is required to serve as a
juror or court witness the difference between his normal earnings and the
payment he receives for jury service or court witness. The Employer shall pay
a part-time employee who is required to serve as a juror or court witness the
difference between his normal earnings for any scheduled hours and the
payment he receives for jury service or court witness. The employee will
present proof of service and the amount of pay received.
17.04 Educational Leave
Upon request of an employee, the Employer may, at her discretion, grant up to
thirty (30) days per year without loss of pay and without loss of credits for
approved educational purposes.
17. 05 Stress Leave
Upon the request of an employee, her supervisor may at their discretion, grant
up to three (3) days per year of Stress Leave, with pay, such leave to be
charged to the employee's accumulated sick leave credits.
17.06 Personal Paid Leave
Full time employees shall be granted 35.5 (35.5) hours paid personal leave
Uncontrolled copy of 4-448-5064-20180331-2 CA
25
each calendar year. Part time employees that average twenty (20) hours a
week in the previous year's payroll periods either #1 - #13 or #14 - #26 shall
be granted fourteen (14) hours paid personal leave in the current payroll year.
New employees averaging twenty (20) hours a week after their first thirteen
(13) pay periods are eligible for fourteen (14) hours paid personal leave.
Requests for personal leave shall be in blocks of at least three (3) hours in
length. Employees shall provide five (5) days' notice to access personal paid
leave. Requests with less than five (5) days' notice may be granted at the sole
discretion of the Employer.
17.07 When an employee is unable to work due to actions taken by the Employer
they shall be paid for scheduled hours.
ARTICLE 18- PREGNANCY. PARENTAL OR FAMILY MEDICAL LEAVE
18.01 Employees shall be eligible for pregnancy, parental, or family medical leave in
accordance with the current Employment Standards Act.
ARTICLE 19 -VACATIONS
19.01 A full time employee shall earn vacation credits, subject to Article 19.02, at the
following rates:
(a) One and one quarter (1 1/4) days per month during the first two (2) years of continuous service;
(b) One and two-thirds (1 2/3) days per month after two (2) years of continuous service;
(c) Two and one-twelfth (2 1/12) days per month after six (6) years of continuous service;
(d) Two and one half (2 1/2) days per month after ten (10) years of continuous service.
Uncontrolled copy of 4-448-5064-20180331-2 CA
26
19.02 A full time employee is entitled to vacation credits under section 19.01 in
respect of a month or part thereof in which he/she is at work or on leave with
pay.
19.03 A full time employee is not entitled to vacation credits under section 19.01 in
respect of a whole month in which he/she is absent from duty for any reason
other than vacation, leave-of-absence or leave-of-absence with pay,
pregnancy, parental or family medical leave or leave under the Workplace
Safety and Insurance Act.
19.04 All Full Time employees shall accrue vacation credits on a monthly basis as
per the levels indicated in Article 19.01.
19.05 An employee may be entitled to receive her vacation in an unbroken period of
two (2) weeks at any one time. Employees may request an extended vacation
of more than two (2) weeks and such request shall not be unreasonably
withheld. Vacation shall be scheduled at a mutually agreeable time.
19.06 Unless otherwise agreed, vacation shall be taken in the twelve (12) month
period of the fiscal year (April 1s1-March 31s1). If an employee's vacation bank
has not been exhausted by March 31st, the employee may carry over up to six
(6) months vacation accrual at the level that they are entitled to.
Notwithstanding the above, the employee may carry over more than six (6)
months accrual upon approval by the Executive Director under special
circumstances.
19.07 For the purpose of vacation requests, the fiscal year shall be divided into two
(2) six (6) month periods as follows:
1) April 1st - September 30th
Uncontrolled copy of 4-448-5064-20180331-2 CA
27
2) October 1st - March 31st.
For all employees, selection of vacation periods shall be on the basis of
seniority(by department or program), provided that such senior employee has
submitted his/her vacation request in writing prior to February 1st for the first
vacation period listed above, and August 1st for the second vacation period
listed above.
In the case where February 1st or August 1st falls on a holiday or weekend,
the vacation request must be submitted by the first business day following
February 1st or August 1st.
Vacation requests that are submitted by the above deadlines will be
responded to by February 15th and August 15th.
Vacation requests that are submitted after the deadline for the above vacation
periods will be granted on a "first come, first served" basis.
Additional vacation requests that fall under the "first come, first served" basis,
will be responded to within ten (10) calendar days from the date of the
vacation request.
19.08 When a paid holiday, as defined in this Agreement, falls within an employee's
vacation period, an extra day shall be added to the employee's vacation or
may be taken as time off at some other mutually agreed time.
19.09 Should an employee become seriously incapacitated by illness or accident
while on vacation, and such illness or accident lasts longer than two (2)
consecutive days such that the employee is unable to continue her vacation,
such period of disability in excess of two (2) consecutive days will not be
Uncontrolled copy of 4-448-5064-20180331-2 CA
28
considered vacation but shall be considered sick leave and paid accordingly, if
the employee produces a medical practitioner's certificate to establish the
period and extent of illness incapacity or disability prior to the expiration of the
scheduled vacation period.
19.10 Employees may, upon giving at least ten (10) working days' notice, receive on
the last office pay day preceding commencement of their annual vacation, any
vacation pay entitlement which may fall due during the period of their vacation.
19.11 The parties agree that any issues arising out of the transfer of the current
system of vacation entitlement to the new accrual system may be arbitrated
under the Grievance and Arbitration articles of the Collective Agreement.
For Part time Employees
19.12 Vacation payment based on total time worked will be made to each
employee excluding overtime :
a) Four percent (4%) during the first two (2) years of continuous service.
b) Employees who have completed three (3) years of continuous service shall receive six percent (6%) vacation pay.
c) Employees who have completed ten (10) years of continuous service shall receive eight percent (8%) vacation pay.
19.13 A record of all unused vacation will be kept by the Employer. All
employees are to be advised once a year, by March 31 51 of the amount of
vacation accrued to their credit as of the previous year's end.
19.14 Upon conversion to full time by a part time employee or vice versa
employees shall be credited with service for the purpose of vacation
entitlement on the basis of one year equalling eighteen hundred hours.
Uncontrolled copy of 4-448-5064-20180331-2 CA
29
ARTICLE 20 - HOLIDAYS
20.01 All employees shall be granted the following paid holidays without loss of their
regular or straight-time rate of pay for that day:
1. New Year's Day 2. Good Friday 3. Easter Monday 4. Victoria Day 5. Canada (Dominion Day) 6. Civic Holiday 7. Labour Day 8. Thanksgiving Day 9. Remembrance Day 10. Christmas Day 11. Boxing Day 12. Family Day
20.02 When any of the above holidays, (Article 20.01), fall or are observed by the
Employer on an employee's regularly scheduled day off, an additional day off
in lieu thereof will be scheduled.
20.03 Employees scheduled to work on any of the above holidays shall receive time
and one-half (1 ~) of the employee's regular hourly rate plus a day off with pay
in lieu thereof.
20.04 Full time employees and part time employees who work an average of twenty
(20) hours a week shall receive one (1) floating holiday, which shall be taken
during the calendar year at a time mutually agreeable to the employee and the
Employer. Employees who make a request to take a floating holiday will
receive a reply to such request within seven (7) days.
ARTICLE 21 - HOURS OF WORK
21.01 The following paragraph is intended to define the normal hours of work, and
Uncontrolled copy of 4-448-5064-20180331-2 CA
30
shall not be construed as a guarantee of hours of work per day, or per week,
or days of work per week:
The normal work week for all full time employees shall be thirty-five and one
half (35%) hours per week, and shall be a variable schedule as may
reasonably be accommodated by the services provided, and if arrangements
cannot be mutually agreed upon, the schedule shall be as determined by the
Employer. The said thirty-five and one-half (35%) hours per week shall include
a one-half (%) hour paid lunch period per day. The parties agree that there
are some employees who regularly work a weekly schedule other than thirty
five and one-half (35%) hours per week.
Full time employees shall be those employees who work more than twenty
(29) hours per week. Part-time employees shall be those employees who
work twenty-nine (29) or less hours per week.
21.02 For part time employees the normal hours of work shall be at least a five (5)
hour shift for base funded positions. In the case of special government
funded positions (i.e. Passport or like funding) the length of shift will be at
least three (3) hours in length. Positions/shifts that are financed by special
government funding, that are currently in effect and are more than three (3)
hours in duration shall remain in effect for the existing budgeted allocation of
those funds. In the event that the special government funding is increased
during the fiscal year for a family who currently obtains support from
Community Living Lennox and Addington, those additional funds will be
considered as new special government funding and will fall within the new
minimum shift length of three (3) hours. The parties agree that any hours
worked that are considered to be "special government funded positions"
shall not be counted toward the 29 hour threshold that defines a part time
employee. The combined total of regular agency shift hours and "special
government funded shift hours" shall not exceed the ESA Overtime
Uncontrolled copy of 4-448-5064-20180331-2 CA
threshold forty-four (44) hours.
Reporting Pay
Employees that report to work shall receive at least three (3) hours of work
or pay in lieu of work.
21.03 It is the intent of the parties that there be no split shifts.
21.04 Rest Between Change of Shifts
31
Failure to provide at least sixteen (16) hours rest between shifts which are
being changed shall result in payment of overtime at established rates for any
hours worked during such normal rest period excepting for group home
employees where there shall be a minimum of eleven (11) hours rest between
shifts, or less under exceptional circumstances, where there is a mutual
agreement between employee and employer.
21.05 Travel Time
Employees will be on work time when travelling to and from locations other
than their normal work site.
21.06 SUMMER HOURS
Where no more than two (2) full time employees excluding residential, refuse
to accept this summer schedule the Employer shall close on Fridays for a ten
week period inclusive of July and August and either June or September as
applicable. Employees that have work that can continue on those Fridays may
continue to work. Employees that agree not to work on Friday during the
summer shall forgo two (2) hours of work a week and work an additional 3.5
hours during Monday to Thursday. For clarity, part time employees shall not
lose any hours due to summer hours.
Uncontrolled copy of 4-448-5064-20180331-2 CA
32
ARTICLE 22 - OVERTIME/CALL IN/ON CALL
22.01 (a) For Full time Employees - Time and one-half (1 % times) the employees regular hourly rate of pay shall be paid for all overtime worked and approved by the Executive Director in excess of the regularly posted hours or time off in lieu at time and one-half (1 % times) shall be granted for all hours worked in excess of the regularly posted hours.
For part time employees overtime shall be paid at the rate of time and one half for all hours worked in excess of forty-four (44) hours a week.
(b) Overtime shall be paid within thirty (30) calendar days of its having been earned.
(c) Payment of overtime in "time off in lieu" shall be at the employee's option and shall be taken at a time mutually agreed upon between the employee and the employee's supervisor. Employees may bank "time off in lieu" up to a maximum of thirty (30) hours at any one time. Payment of overtime in "time off in lieu" shall be at the employee's option and shall be taken at a time mutually agreed upon between the employee and the employee's supervisor. Employees may bank "time of in lieu" up to a maximum of thirty (30) hours at any one time. In the event that an employee has more than thirty (30) hours in their bank, the Employer may at any time and at their discretion, pay out the employee for some or all of the hours above the thirty (30) hours.
22.02 The scheduling of hours and days of work of each employee shall be posted in
an appropriate place at least three (3) weeks in advance. The work schedule
of each department will hereinafter be referred to as the "work schedule". No
employee will be scheduled to work more than thirty-nine (39) hours in a seven
(7) day period.
A scheduled shift for a Part Time employee shall not be changed without
ninety-six (96) hours notice to the affected employee. In the event that a pre
scheduled shift is cancelled, the affected employee shall receive the first
opportunity for the next available call in shift.
Uncontrolled copy of 4-448-5064-20180331-2 CA
33
22.03 Call-in
When an employee within the bargaining unit, having left the place of work
following the completion of the regular shift, is required to return to the place of
work for duty before the next regular shift, he/she shall be paid at double time
her regular straight hourly rate for each call to the nearest hour worked.
22.04 "On-call duty" means a period of time that is not a regular working period,
overtime period or call-in period, during which an employee is required to be
reasonably available for recall to work. On-call duty shall be approved prior to
the time the employee is required to be on call. Where an employee is
required to be on call, he/she shall receive two dollars ($2.00) per hour for all
hours such employee is assigned to on-call duty. In the event an employee is
required to be on-call on a statutory holiday, he/she shall receive three dollars
($3.00) per hour for all hours such employee is assigned to on-call duty. For
the duration of this Collective Agreement, the Employer agrees to suspend the
usage of front line workers for on-call support. These duties will be solely
tended to by Co-ordinators and/or Senior Co-ordinators.
22.05 With the Employers approval, which shall not be unreasonably denied,
employees may give on call shifts to other employees who are on the on call
schedule and who would rather work as long as all employees on the yearly on
call schedule work a minimum of two (2), but no greater than twelve (12) on
call rotations.
22.06 The Employer shall establish a rotation for part-time employees which
provide for a reasonably equal distribution of unscheduled shifts. Shifts shall
be assigned for part time employees on the basis of the following factors (in
descending order);
a) seniority on a rotational basis;
b) availability;
Uncontrolled copy of 4-448-5064-20180331-2 CA
34
c) on the basis of the specific supported individual's needs;
d) specific skill or knowledge required.
22.06.1 Unscheduled single shifts shall be offered by seniority provided the employee
has the skill and ability to perform the work. The first unscheduled shift shall
be offered to the part-time employee with the most seniority, the next
unscheduled shift shall go to the employee with the second highest seniority.
This rotation continues until all part-time employees have been offered a shift
and then the rotation shall return to the most senior employee. A shift is
deemed to be offered when a call is placed. It is understood that the
Employer will not be required to offer shifts which would result in overtime
premium pay. In this circumstance, this will not be considered a shift offered.
22.06.2 Unscheduled blocks of shifts that become available will be offered to the
most senior part time employee every time a block of shifts becomes
available. A block of shifts is defined as at least 2 and no more than 5
consecutive shifts at the same location. In the event that the most senior
employee cannot accept the block of shifts that is being offered, the
Employer will offer the block of shifts to other employees in order of seniority.
22.07 Employees who are contacted by telephone or text message after hours
while not on call shall receive a one hour minimum payment for each call
received at time and one half. Payment may be at "time off in lieu" or paid in
wages and shall be at the employee's option and shall be taken at a time
mutually agreed upon between the employee and the employee's supervisor.
Employees may bank this "time off in lieu" up to a maximum of thirty (30)
hours at one time. Employees shall reduce their bank to thirty (30) hours by
February 28th of each year, or be paid by March 31st of each year. Failure to
take s~ch time within thirty (30) days following March 31st shall result in the
time being paid out at the rate at which it was earned (i.e. 1.5 x hourly rate for
each hour called).
Uncontrolled copy of 4-448-5064-20180331-2 CA
35
ARTICLE 23 - OCCUPATIONAL CLASSIFICATIONS AND WAGE RATES
23.01 Occupational Classifications and Wage Rates are set out in Appendix "A",
which is attached hereto and forms part of this Agreement.
23.02 In the event that a new or changed occupational classification within the
Bargaining Unit is decided upon by the Employer as necessary to its
operation, then the work, the job title and the wage rate shall first be
determined and acted upon by the Employer for the purpose of assigning an
employee and proceeding with the task to be then performed. Thereafter, the
Employer shall immediately notify the Union by registered mail of the action
taken. If no formal protest is lodged in writing to the Employer by the Union
within two (2) weeks of the date of such notice having been received, the new
or changed occupational classification shall be deemed to have become a
modification of Appendix "A" of this Agreement. In the event a formal protest is
made by the Union, the parties shall arrange for a meeting for the purpose of
endeavouring to resolve any difference. If such difference between the parties
is not resolved by this means then the Employer's decision shall stand for the
purpose of continuing to have the work performed, and the dispute shall be
submitted to the Grievance Procedure at Step 3.
ARTICLE 24 - REIMBURSABLE EXPENSES
24.01 Kilometer rates paid to employees using their own cars on approved employer
business shall be fifty cents ($0.50) per kilometre, effective April 1, 2012; or
cab fare shall be paid where use of such is authorized by the appropriate
Supervisor. Employees are not required to use their own vehicle for the
business of the employer unless it was a condition of employment. Where an
employee uses their own vehicle, the employer will provide up to seventy-five
($75) to cover the cost or partial cost of such coverage provided cost of a rider
Uncontrolled copy of 4-448-5064-20180331-2 CA
36
is produced.
24.02 The Employer shall pay to all employees that use their own cell phone in the
course of employment a yearly bonus of fifty dollars ($50.00), payable every
April 1st at the Employer's discretion, which shall not be unreasonably
exercised.
The Employer will reimburse SIL and Family Support employees for
personal cell phone use at the rate of fifty dollars ($50.00) per quarter of the
fiscal year.
24.03 Upon provision of receipts the Employer will reimburse employees insurance
deductible for up to three hundred fifty dollars ($350) damage to their personal
vehicle and up to three hundred and fifty dollars ($350) for damage to personal
property where such damage is incurred while carrying out their duties and
responsibilities in the course of their employment. Any damage or loss of
property shall be reported to the Executive Director or designate as soon as
possible.
24.04 The Employer shall pay for all required courses required by the Employer.
ARTICLE 25 - PERSONNEL FILES
25.01 An employee may request to examine her personnel file once yearly.
Upon request, an employee shall be granted consultation on programs being
conducted with persons supported of the Employer with either the immediate
supervisor, the program co-ordinator, the resident counsellor, or the workshop
instructor, and an employee who has completed the probationary period shall
have the right to review the current medical files of residents of the Employer
and persons supported of the Employer who are at any time the responsibility
Uncontrolled copy of 4-448-5064-20180331-2 CA
37
of the employee who requests the review of the file.
25.02 Any letter of reprimand or suspension or other sanction shall be removed from
all files after an employee has been discipline free for two (2) years.
ARTICLE 26 - HEAL TH AND SAFETY
26.01 While recognizing the Employer's legal responsibility to ensure that service
needs are met, the Employer recognizes that the safety of its employees is of
primary importance. The Employer shall consult with the Joint Health and
Safety Committee in developing and establishing effective measures and
procedures for the health and safety of workers. The Employer shall comply
with all applicable federal, provincial and municipal health and safety
legislation and regulations, as may be amended from time to time.
26.02 Joint Health and Safety Committee
a) The employer and union agree to continue with the existing practice of having a Joint health and Safety Committee, as required and defined by the Occupational Health and Safety Act. That committee shall be comprised of at least three (3) representatives from the Union and three (3) representatives from the employer. Union representatives to the Joint Health and Safety Committee shall be bargaining unit members selected by the local union membership.
b) The committee will identify situations that may be a source of danger or hazard to workers and make recommendations to the Employer and workers for the improvement of the health and safety of workers.
c) The committee will make recommendations to the Employer and the workers regarding the establishment, maintenance, and monitoring of programs, training, measures and procedures respecting the health and safety of workers.
d) In all work locations the Union shall select one (1) bargaining unit member to act as health and safety representative. The health and safety representative shall have all the powers and responsibilities entitled to a Joint Health and Safety Committee as stipulated under the Act.
Uncontrolled copy of 4-448-5064-20180331-2 CA
38
e) It is agreed that the Co-Chairs of the Joint Health and Safety Committee will successfully complete certification training. Such training will be provided on the Employer's time and expense and will be considered as time worked with no loss of wages.
f) A member of a committee is entitled to:
- One hour or such longer period of time as the committee determines is necessary to prepare for each committee meeting;
- Such time as is necessary to attend meetings of the committee; and - Such time as is necessary to carry out the member's duties.
g) Members of the Joint Health and Safety Committee shall be compensated at their straight time hourly rate for all time spent in Joint Health and Safety Committee meetings and to carry out their member duties.
26.03 Violence in the Workplace
Definition of Violence
Workplace violence is defined as; the exercise of physical force by a person
against a worker in a workplace that causes or could cause physical injury to
the worker; an attempt to exercise physical force against a worker, in a
workplace, that could cause physical injury to the worker; a statement or
behaviour that is reasonable for a worker to interpret as a threat to exercise
physical force against the worker, in a workplace, that could cause physical
injury to the worker.
Employers who are aware or ought reasonably to be aware that domestic
violence may occur in the workplace must take every precaution reasonable in
the circumstances to protect a worker at risk of physical injury.
Harassment is engaging in a course of vexatious comments or conduct
against a worker in a workplace that is known or ought reasonably to be
known to be unwelcome. Workplace harassment may include bullying,
intimidating jokes or innuendos, displaying or circulating offensive pictures or
materials or offensive or intimidating phone calls.
Uncontrolled copy of 4-448-5064-20180331-2 CA
26.04
39
In addition it is understood that incidents of workplace violence can occur at
off-site workplace locations including the home of people we support.
The Employer will provide the Union through the Labour Management
Committee opportunity to provide input and make recommendations for
consideration to the Harassment and Discrimination In The Workplace Policy
within ninety (90) days of ratification date of this agreement and annually
thereafter.
The policy will address the prevention and the management of violence in the
workplace. The policies and procedures shall be part of the Employer's health
and safety policy and written copies shall be provided to each employee.
The employer shall provide the Union Co-chair with copies of Serious Incident
Reports related to incidents which did cause or directly threatened injury to
employees within 48 hours of completion.
Workplace Violence Hazard Assessment
A workplace violence hazard assessment must be performed in any
workplace in which a potential of injury to workers from violence arising out
of their employment may be present.
The workplace hazard assessment will take into account:
i) circumstances that would be common to similar workplaces;
ii) circumstances specific to the workplace;
iii) the location and circumstances in which work will take place.
If a potential of injury to workers from violence is identified by an assessment
performed due to the above reason (s) the employer will:
Uncontrolled copy of 4-448-5064-20180331-2 CA
40
1) establish procedures, and/or policies to eliminate or minimize the
hazard to workers. The employer will establish written policies,
measures and procedures which outline the appropriate support
strategies for people we support whose actions are potentially or
actually aggressive
2) each employee will be provided with information about the person
whose actions may be aggressive, sufficient to enable staff to protect
themselves and others. Such information will include an orientation
specific to the individual (s) and the work-site, and will be provided
prior to the employee commencing work at the location;
3) consistent with Ministry policy requirements, CPI training will be
provided to employees within 30 days of commencing work with
people receiving services whose actions may be aggressive. This
training will include, but not be limited to, recognition of warning signs,
the factors which precipitate aggression, de-escalation techniques, a
review of the Employers' policies, and review and discussion of the
applicable specific written support strategies plan. This will also
include reference to internal agency resources, e.g., CPI instructors.
All employees working within these environments are required by
Ministry and agency policy to participate in this training;
4) included in the written support plan will be consideration of potentially
dangerous objects that are either removed or maintained securely
within the environment.
5) adequate staffing will be provided by the Employer in situations where
the Employer has determined that the actions of a person we support
Uncontrolled copy of 4-448-5064-20180331-2 CA
26.05
26.06
41
are aggressive and that employees are potentially at risk.
Employees are encouraged to address any concerns with their
immediate supervisor. The immediate supervisor will document all
reports of workplace aggression and bring forth to the manager who
will initiate an investigation and will detail the measures taken to
address each report.
If resolution of the incident is beyond the authority of the manager, the issue
will be taken to the Executive Director.
The Health and Safety Committee will review all reports of workplace
aggression to monitor trends and make recommendations for prevention to
the Executive Director.
The Executive Director will review all reports of workplace aggression and
will ensure that appropriate actions have been taken.
The Employer shall provide the following allowances for personal protective
equipment and clothing/footwear where it requires that such shall be worn by
its' employees up to three hundred dollars ($300.00) annually for Full Time
employees and one hundred and fifty dollars ($150.00) annually for Part Time
employees who work in the following areas: woodworking, task force, BIA The
Employer in its' discretion may extend the above allowances to additional
positions. Equipment purchases are at the Employer's discretion, providing
that the employee covers the essential protective equipment necessary for
their particular position. The Employer will provide protective equipment for
employees who work temporarily in areas where protective equipment is
necessary.
Due to the nature of personal contact with persons supported, appropriate
Uncontrolled copy of 4-448-5064-20180331-2 CA
42
inoculations as mandated by the Ministry of Health will be made available to
staff at the Employer's cost.
26.07 All employees shall be made aware of any contagious illnesses of clients.
26.08 Workplace Safety Insurance Board (WSIB) shall be the sole insurance
provider for workers injured on the job. The Employer agrees it shall not use
a private company in place of its current WSIB coverage.
ARTICLE 27 - JOB DESCRIPTIONS
27.01 Each employee in the bargaining unit shall have a job description for her
classification outlining her work duties.
27.02 Each employee in the bargaining unit, when hired, shall have access to her job
description from her immediate supervisor and a copy of the job description
shall be provided to the employee whenever a job description is changed.
27.03 Job descriptions for all employees shall form part of this agreement and be
attached as Appendix "B".
Uncontrolled copy of 4-448-5064-20180331-2 CA
43
ARTICLE 28 - CONTRACTING OUT
28.01 The Employer shall not contract out work normally performed by members of
the bargaining unit. The Employer agrees that all work or services performed
by the employees shall not be sub-contracted, transferred, leased, assigned or
conveyed, in whole or in part, to any other person , company, broker or non
bargaining unit employee, except in cases mutually agreed upon in writing by
the parties. It is understood that in the case of special government funded
work (ie, passport or like fund) that the Employer shall offer such work to
bargaining unit employees whenever possible at the applicable rate of pay
outlined in the Collective Agreement. This Article is not intended to interfere
with the regular duties carried out by those mentioned in Article 2.01.
ARTICLE 29 - WAGES
29.01 Appendix "A", hereto attached, headed Wages and Classification, _is hereby
made part of this agreement.
ARTICLE 30 - REDUCED WORK WEEK
It is agreed that reduced work week requests from employees may be
implemented subject to the following:
30.01 Reduced work week requests shall be considered on an individual basis and
are subject to the written agreement of the Employer and the Union.
Participation shall be on a voluntary basis by individuals.
30.02 Should a reduced work week position become vacant, the position which is the
subject matter of the reduced work week shall retain its original weekly hours
of work. Nothing in this Collective Agreement shall prevent the Employer and
the Union from agreeing to a different arrangement.
Uncontrolled copy of 4-448-5064-20180331-2 CA
44
30.03 Either the Employer, the Union, or the employee may discontinue the reduced
work week arrangement with sixty (60) days' notice unless the parties initially
agreed, pursuant to paragraph 30.01, that the reduced work week
arrangement was permanent. A meeting shall be held between the Employer,
the Union, and the employee within fifteen (15) days of such notice to discuss
the discontinuation.
30.04 Any agreement under this Article for reduced work week shall not be
construed as a layoff for the purposes of Article 14 or requirement for posting
for the purposes of Article 11.
ARTICLE 31 - PAY EQUITY
31.01 The Union and the Employer acknowledge their ongoing responsibilities under
the Pay Equity Act. The parties agree to establish an ongoing process to
address maintenance issues, yearly pay scale adjustments, evaluation of new
jobs ( if necessary), and jobs that have undergone significant change. The
parties agree to meet at least once annually to discuss the above points.
ARTICLE 32 - TERM OF AGREEMENT
32.01 This Agreement shall be effective from April 1, 2016 to March 31, 2018 and
shall continue in effect from year to year thereafter, unless either party gives to
the other party notice in writing, within ninety (90) days prior to the expiry date
of this Agreement of its desire to terminate or amend this Agreement.
Uncontrolled copy of 4-448-5064-20180331-2 CA
45
Signed in Napanee, Ontario this~ day of !Juftlr/ I 2016.
Uncontrolled copy of 4-448-5064-20180331-2 CA
LETTER OF UNDERSTANDING #1
BETWEEN:
Community Living Lennox & Addington
and
The Ontario Public Service Employees Union On behalf of its Local 448
46
The Employer will seriously consider joining the OPSEU Broader Public Service
Pension Plan when funding is available. Until such time the Employer shall create a
RRSP Plan by the October 1, 2004. The Employer shall deduct from each employee's
wage three percent (3%) of earnings as contributions to the RRSP. Effective April 1,
2009, the deductions from each employee's wages shall increase to four percent (4%)
of earnings as contributions to the RRSP. The Employer shall match employee
contributions to the RRSP in the amount of one point five percent (1.5%) of earnings.
Effective April 1, 2009, the Employer shall match employees' contributions to the RRSP
to the amount of two percent (2%) of earning. The Employer shall make annual
contributions to the employee RRSP as regards to any revitalization dollars or surplus
which the agency generates.
Signed in Napanee, Ontario this L day of owl/ . 2016.
Uncontrolled copy of 4-448-5064-20180331-2 CA
----------- - ---
LETTER OF UNDERSTANDING #2
BETWEEN:
Community Living Lennox & Addington
and
The Ontario Public Service Employees Union On behalf of its Local 448
47
The parties agree that the wages for part-time employees should equal the full time
rate for employees doing the same jobs. The parties recognize at the current time the
financial means to accomplish this are unfortunately lacking and will work toward
achieving wage equity in the long run.
Signed in Napanee, Ontario this -1}2:_ day of J//~~.2016.
Uncontrolled copy of 4-448-5064-20180331-2 CA
LETTER OF UNDERSTANDING #3
BETWEEN:
Community Living Lennox & Addington
and
The Ontario Public Service Employees Union On behalf of its Local 448
RE: CENTRAL BARGAINING
48
The Employer agrees to join Central Bargaining when other Developmental Services Employers join.
Signed in Napanee, Ontariothis~dayof Ov/o~, 2016.
Uncontrolled copy of 4-448-5064-20180331-2 CA
---------------- --------------
LETTER OF UNDERSTANDING #4
BETWEEN:
Community Living Lennox & Addington
and
The Ontario Public Service Employees Union On behalf of its Local 448
49
The employer agrees to notify the Union in writing when there is a revision in an
existing Employer Policy or creation of a new Employer policy.
Signed in Napanee, Ontario this ~ day of vtJW.2016.
Uncontrolled copy of 4-448-5064-20180331-2 CA
RE: HRAP
LETTER OF UNDERSTANDING #5
BETWEEN:
Community Living Lennox & Addington
and
The Ontario Public Service Employees Union On behalf of its Local 448
50
The Employer understands the concern of the Union for the protection of the seniority and bargaining rights of its members in the event of a proposed merger or amalgamation of agencies, and agrees to work vigorously with the Union to protect those rights in such an eventuality. Employees who may be impacted by an integration are valued and are to be treated fairly and respectfully. The employer and union agree that they will make reasonable efforts to reduce any negative impact should a merger or amalgamation occur.
The Employer recognizes that any proposed merger or amalgamation of agencies in the Developmental Services sector would likely be considered a "sale of business" for the purposes of Section 69 of the Labour Relations Act, and that the Public Sector Labour Relations Transition Act (PSLRTA) would provide for an orderly transition in the event of a merger, in that it has well-established processes for determining bargaining units, bargaining agents, and the dovetailing of seniority of employees.
Further, the Employer agrees that it will provide the Union with as much advance notice as possible of any such initiative, and that it would support a Regulation to include any merger or amalgamation of the agency or its services under PSLRT A.
Finally, the Employer agrees to work with the Union to create a Human Resources Adjustment Plan (HRAP) in the event of a merger, once all parties to the merger are known and can fully participate in the creation of the HRAP.
Uncontrolled copy of 4-448-5064-20180331-2 CA
51
Signed in Napanee, Ontario this £day of
For the~E ployer Vi . _L"jhb_
Uncontrolled copy of 4-448-5064-20180331-2 CA
LETTER OF UNDERSTANDING #6
BETWEEN:
Community Living Lennox & Addington
and
The Ontario Public Service Employees Union On behalf of its Local 448
RE: WAGE RE-OPENER
52
The Union and The Employer agree to reopen Appendix A (wages) for the purposes of
negotiating salary increases in the event that additional Ministry funding becomes
available and is intended for salary over and above the wage increases bargained for
and to a maximum of the additional funding that would be made available.
Signed in Napanee, Ontario this L day of __ V~6-~_)</ ___ , 2016.
Uncontrolled copy of 4-448-5064-20180331-2 CA
53
APPENDIX "A" -WAGES and CLASSIFICATIONS
WAGES EFFECTIVE APRIL 1, 2016
Full Time Positions Old Increase
New 6 Mths 1 Year Start Start
Sr. Coordinator 28.94 0.47 29.41 30.22 31.05
Instructor 23.75 0.52 24.27 24.92 26.27
Residential Counsellor 23.75 0.52 24.27 24.92 26.27
Program Assistant 26.26 0.52 26.78 27.52 28.27
Day Support Coordinator 26.82 0.52 27.34 28.09 28.84
Residential Coordinator 26.82 0.52 27.34 28.09 28.84
SIL Coordinator 26.82 0.52 27.34 28.09 28.84
Task Force Attendant 23.75 0.52 24.27 24.92 25.60
Night Attendant(Sleep) 19.25 0.48 19.73 20.26 20.81
Driver 18.42 0.50 18.92 19.44 19.96
Part Time Positions
Night Attendant(Sleep) 17.16 0.47 17.63 18.11 18.60
Day Support #1 20.48 0.49 20.97 21.54 22.32
Day Support #2 18.42 0.50 18.92 19.44 19.96
NOTE: Increase column represents a 1 % GWI and 2015 Pay Equity.
Uncontrolled copy of 4-448-5064-20180331-2 CA
54
WAGES EFFECTIVE APRIL 1, 2017
Full Time Positions Old
Increase New
6 Mths 1 Year Start Start
Sr. Coordinator 29.41 0.15 29.56 30.37 31.21
Instructor 24.27 0.12 24.39 25.04 26.40
Residential Counsellor 24.27 0.12 24.39 25.04 26.40
Program Assistant 26.78 0.13 26.91 27.66 28.41
Day Support Coordinator 27.34 0.14 27.48 28.23 28.98
Residential Coordinator 27.34 0.14 27.48 28.23 28.98
SIL Coordinator 27.34 0.14 27.48 28.23 28.98
Task Force Attendant 24.27 0.12 24.39 25.04 25.73
Night Attendant(Sleep) 19.73 0.10 19.83 20.36 20.91
Driver 18.92 0.09 19.01 19.54 20.06
Part Time Positions
Night Attendant(Sleep) 17.63 0.09 17.72 18.20 18.69
Day Support #1 20.97 0.10 21.07 21.65 22.43
Day Support #2 18.92 0.09 19.01 19.54 20.06
Uncontrolled copy of 4-448-5064-20180331-2 CA
55
APPENDIX "B" - JOB DESCRIPTIONS
COMMUNITY LIVING LENNOX & ADDINGTON
JOB DESCRIPTION
Job Title: Coordinator of Community Supports & Services
Program: Community Supports & Services
Reports To: Program Manager/Executive Director
March 2012
MISSION STATEMENT
By maintaining respectful services and supports to individuals with developmental disabilities that promote human rights, social change and inclusion; we will influence a sense of belonging and emotional security, that will "inspire possibilities" within all aspects of "community living".
Job Summary:
To follow this agency's philosophy of community integration. Modeling the core values as indicated in our agency's Mission and Goal statements. To continue with their front line job duties as a Family Support/SIL Worker with an augmentation of job responsibilities.
MAJOR JOB RESPONSIBILITIES & DUTIES:
Leadership and Team Development: • leading staff meetings by providing information and addressing issues brought
forth by the team; meetings with the Senior Coordinator (Executive Director) as required and attending regular Coordinator's meetings
• treating supported individuals/staff fairly and respectfully • networking within the community • providing staff supervision, effective problem solving and crisis management
skills • coordinating and chairing case conferences • administrating tasks such as petty cash, scheduling and payroll submissions
Uncontrolled copy of 4-448-5064-20180331-2 CA
56
• responsible for internal and external referrals for both Community Supports, Day Supports and respite services
• responsible for coordinating mandated training such as CPI and First Aid/CPR
Family Support Services: • assisting families with planning, processing and monitoring supports at home
and supports which facilitate community involvement for adults with developmental disabilities
• assist family members with applications for funding through the Ministry of Social Services, Youth and Children Services such as SSAH and ODSP
• assisting families with developing and planning in utilizing government funding in a most effective manner
• maintaining ongoing contact with families and providing home visits on a regular basis
Program and/or Individual Planning Implementation: • supporting individuals to develop decision making skills, exercise choice and
assume responsible and reasonable risks • being aware of people's unique strengths, needs and preferences, especially as
it relates to the individual's expressed desires for the future • utilizing a planning tool to identify outcomes for each individual • providing leadership to the team where planning tool implementation is required • demonstrating effective organizational skills and excellent written and verbal
communication
Qualifications: • Human Services Degree or Diploma (ie DSW) or • several years experience working within the developmental services sector • CPR I First Aid I CPI training • valid driver's license and reliable transportation
Disclaimer:
This job description indicates the general nature and level of work expected. It is not designed to cover or contain a comprehensive list of activities, duties or responsibilities required by the incumbent. Incumbent may be asked to perform other duties as assigned.
Because of the changing nature of the work, the job specifications may be changed or altered as required.
Working Conditions:
Some exposure to contagious illness, unpleasant hygienic situations and both verbal and physical aggression.
Uncontrolled copy of 4-448-5064-20180331-2 CA
57
Essential Duties:
Ability to transfer individuals who requires assistive devices and ability to drive company vehicle, groceries and assist with laundry.
Uncontrolled copy of 4-448-5064-20180331-2 CA
58
COMMUNITY LIVING LENNOX & ADDINGTON
JOB DESCRIPTION
Job Title: Day Support Worker Ill (casual)
Program: Day Supports & Services
Reports to: Program Manager/Executive Director
March 2012
MISSION STATEMENT
By maintaining respectful services and supports to individuals with developmental disabilities that promote human rights, social change and inclusion; we will influence a sense of belonging and emotional security, that will "inspire possibilities" within all aspects of "community living".
Job Summary:
To follow this agency's philosophy of community integration. Modeling the core values as indicated in our agency's Mission and Goal Statements. To assist with providing various day support opportunities either program based or promoting options within the community.
MAJOR JOB RESPONSIBILITIES & DUTIES:
Program and/or Individual Planning Implementation: • assisting the Day Support Worker I and II with identified individuals • completing required documentation ( ie. Serious Occurrence, Communications
Binder)based on C. L. L & A policies and procedures • assisting individuals to participate in individual/group/community activities in
response to each individual's needs • supporting individuals to develop decision making skills, exercise choice and
assume responsible and reasonable risks • being aware of people's unique strength, needs and preferences, especially as it
relates to the individual's expressed desires for the future
Team Development: • attends regular team meetings, meetings with the program Coordinator and
Senior Coordinator (Executive Director) as required • contributes as a positive member of the organizational team by participating in
Uncontrolled copy of 4-448-5064-20180331-2 CA
staff meetings while treating coworkers fairly • demonstrating positive and professional relationships towards each individual
supported and promoting their rights as citizens
Qualifications: • education minimum grade 12 or life experience equivalent • CPR I First Aid I CPI training • valid driver's license and reliable transportation
Disclaimer:
59
This job description indicates the general nature and level or work expected. It is not designed to cover or contain a comprehensive list of activities, duties or responsibilities required by the incumbent. Incumbent may be asked to perform other duties as assigned.
Because of the changing nature of the work, the job specifications may be changed or altered as required.
Working Condition:
Some exposure to contagious illness, unpleasant hygienic situations both verbal and physical aggression.
Essential Duties:
Ability to transfer individuals who require assistive devices and ability to drive company vehicle, groceries and assist with laundry.
Uncontrolled copy of 4-448-5064-20180331-2 CA
60
COMMUNITY LIVING LENNOX & ADDINGTON
JOB DESCRIPTION
Job Title: Residential Night Supports I (sleep)
Program: Residential Supports & Services
Reports to: Program Manager/Executive Director
March 2012
MISSION STATEMENT
By maintaining respectful services and supports to individuals with developmental disabilities that promote human rights, social change and inclusion; we will influence a sense of belonging and emotional security, that will "inspire possibilities" within all aspects of "community living".
Job Summary:
To follow this agency's philosophy of community integration. Modeling the core values as indicated in our agency's Mission and Goal Statements. To assist with providing home based support opportunities while promoting options within the community.
MAJOR JOB RESPONSIBILITIES & DUTIES:
Health and Wellness of Individuals:
• being aware of home based surroundings and maintaining a safe environment for individuals supported
• administering and understanding medications according to agency medication administration policies
• completing required documentation (ie. Serious Occurrence, Communications Binder, Med Error Forms, etc.) based on C.L.L & A. policies and procedures
• providing personal care when required based on individual's needs • ensuring a balanced and nutritional diet • promoting decision making while encouraging independence
Team Development:
Uncontrolled copy of 4-448-5064-20180331-2 CA
• informing the Coordinator of issues needed to be addressed at regular team meetings, meeting with the program Coordinator and Senior Coordinator (Executive Director) as required
• contributing as a positive member of the organizational team by participating in staff meetings while treating coworkers fairly
• demonstrating positive and professional relationships towards each individual supported and promoting their rights as citizens
Health and Safety:
• following location procedures re: fire, snow removal and other safety issues
61
• completing monthly drill as required with proper knowledge of fire drill/evacuation procedures
• utilizing emergency procedures (ie. 911, on call)
Qualifications:
• Human Services Degree or Diploma (ie. DSW) or minimum 2 years of working with individuals with developmental disabilities
• crisis management skills • CPR I First Aid I CPI training • valid driver's license and reliable transportation
Disclaimer:
This job description indicates the general nature and level of work expected. It is not designed to cover or contain a comprehensive list of activities, duties or responsibilities required by the incumbent. Incumbent may be asked to perform other duties as assigned.
Because of the changing nature of the work, the job specifications may be changed or altered as required.
Working Conditions:
Some exposure to contagious illness, unpleasant hygienic situations and both verbal and physical aggression.
Essential Duties:
Ability to transfer individuals who require assistive devices and ability to drive company vehicle, groceries, assist with laundry and ability to complete housekeeping duties.
Uncontrolled copy of 4-448-5064-20180331-2 CA
62
COMMUNITY LIVING LENNOX & ADDINGTON
JOB DESCRIPTION
Job Title: Residential Support Worker Ill (casual)
Program: Residential Supports & Services
Reports to: Program Manager/Executive Director
March 2012
MISSION STATEMENT
By maintaining respectful services and supports to individuals with developmental disabilities that promote human rights, social change and inclusion; we will influence a sense of belonging and emotional security, that will "inspire possibilities" within all aspects of "community living".
Job Summary:
To follow this agency's philosophy of community integration. Modeling the core values as indicated in our agency's Mission and Goal Statements. To assist with providing home based support opportunities while promoting options within the community.
MAJOR JOB RESPONSIBILITIES & DUTIES:
Individual and/or Program Planning Implementation: • providing guidance with routines while maintaining a safe environment for
supported individuals • encouraging and assisting people in developing independence in all aspects of
living • completing required documentation (ie: Serious Occurrence, communications
Binder) based on C. L. L & A policies and procedures • providing personal car where required based on individual needs • being aware of people's unique strengths, needs and preferences, especially as
it relates to individual's expressed desires for the future by implementing the results of the planning tool
• ensuring a balanced and nutritional diet
Health & Safety: • following location procedures re: fire, snow removal and others safety issues
Uncontrolled copy of 4-448-5064-20180331-2 CA
63
• completing monthly drill as required with proper knowledge of fire drill/evacuation procedures
• utilizing emergency procedures (ie. 911, on call )
Team development: • attending regular team meetings, meetings with the program Coordinator and
Senior Coordinator (Executive Director) as required • contributing as a positive member of the organizational team by participating in
staff meetings while treating coworkers fairly • demonstrating positive and professional relationships towards each individual
supported and promoting their rights as citizens
Qua I ifications: • education minimum grade 12 • some experience of working with individuals with developmental disabilities
preferred • CPR I First Aid I CPI training • valid driver's license and reliable transportation
Disclaimer:
This job description indicates the general nature and level of work expected. It is not designed to cover or contain a comprehensive list of activities, duties or responsibilities required by the incumbent. Incumbent may be asked to perform other duties as assigned.
Because of the changing nature of the work, the job specifications may change or be altered as required.
Working Conditions:
Some exposure to contagious illness, unpleasant hygienic situations and both verbal and physical aggression.
Essential Duties:
Ability to transfer individuals who require assistive devices and ability to drive company vehicle, groceries, assist with laundry and ability to complete housekeeping duties.
Uncontrolled copy of 4-448-5064-20180331-2 CA
64
COMMUNITY LIVING LENNOX & ADDINGTON
JOB DESCRIPTION
Job Title: Senior Coordinator
Program: Community Supports & Services/Day Supports & Services
Reports To: Program Manager/Executive Director
March 2012
MISSION STATEMENT
By maintaining respectful services and supports to individuals with developmental disabilities that promote human rights, social change and inclusion; we will influence a sense of belonging and emotional security, that will "inspire possibilities" within all aspects of "community living".
Job Summary:
To follow this agency's philosophy of community integration. Modeling the core values as indicated in our agency's Mission and Goal Statements. To be a team leader and role model to other staff, share information/ideas and problem solve issues that impact on the organization as a whole.
MAJOR JOB RESPONSIBILITIES & DUTIES:
Community Development and Connection: • meetings/committees • other agencies/services • businesses • families • special events
Leadership and Development: • providing leadership to Team(s)/Coordinator(s) • responsibility of supervisory but not disciplinary actions • administrating tasks such as petty cash, payroll submissions, scheduling,
coordination of vacation/sick requests, serious occurrence reporting; other administrative duties as needed
Uncontrolled copy of 4-448-5064-20180331-2 CA
• contributing as a positive member of the organizational team by participating in staff meetings while treating coworkers/ individuals supported respectfully
• demonstrating positive and professional relationships
Program and /or Individual Planning Implementation: • implementing and evaluating appropriate daily activities, experiences,
establishing goals and plans for individuals in accordance with CLL&A philosophy supporting individuals to develop decision making skills, exercise choice and assume
responsible and reasonable risks
65
• being aware of people's unique strengths, needs and preferences, especially as it relates to the individual's expressed desires for the future
• utilizing a planning tool to identify outcomes for each individual • working closely with the Executive Director to carry out such tasks as assigned • initiating positive changes to the organization by bringing forth new ideas
Qualifications: • Human Services Degree or Diploma ( ie DSW) or • several years experience working within the developmental services sector with
some supervisory experience • knowledge of current CPR I First Aid I CPI training • valid driver's license and reliable transportation
Disclaimer:
This job description indicates the general nature and level of work expected. It is not designed to cover or contain a comprehensive list of activities, duties or responsibilities required by the incumbent. Incumbent may be asked to perform other duties as assigned.
Because of the changing nature of the work, the job specifications may be changed or altered as required.
Working Conditions:
Some exposure to contagious illness, unpleasant hygienic situations and both verbal and physical aggression.
Essential Duties:
Ability to transfer individuals who require assistive devices and ability to drive company vehicle.
Uncontrolled copy of 4-448-5064-20180331-2 CA
66
COMMUNITY LIVING LENNOX & ADDINGTON
JOB DESCRIPTION
Job Title: Supported Independent Living Worker I (full time)
Program: Community Supports and Services
Reports To: Program Manager/Executive Director
March 2012
MISSION STATEMENT
By maintaining respectful services and supports to individuals with developmental disabilities that promote human rights, social change and inclusion; we will influence a sense of belonging and emotional security, that will "inspire possibilities" within all aspects of "community living".
Job Summary:
To follow this agency's philosophy of community integration. Modeling the core values as indicated in our agency's Mission and Goal Statements. To provide assistance to adults with developmental disabilities who are living/or would like to live independently, in order to establish and maintain a life style within their home and community.
MAJOR JOB RESPONSIBILITIES & DUTIES:
Individual and/or Program Planning Implementation:
• maintaining a case load and complete quarterly summation reports of each individual supported in the SIL program
• supporting individuals to develop decision making skills, exercise choice and assume responsible and reasonable risks
• being aware of people's unique strengths, needs and preferences, especially as it relates to the individual's expressed desires for the future
• utilizing a planning tool to identify outcomes for each individual supported • initiating and attending planning meetings, case conferences and
committee meetings in relation to the individual(s) supported
Community Development and Connections:
Uncontrolled copy of 4-448-5064-20180331-2 CA
67
• acting as the primary point of contact and information for families, friends and/or advocates of the individual receiving support
• providing positive supports as is necessary for participation in community activities
• assisting with day to day planning, medical appointments, other appointments that may arise; and assisting with medication as prescribed by a physician as per agency's policies and procedures
• networking with other agencies/organizations on behalf of individual, their families and on behalf of Community Living Lennox & Addington
Team Development:
• informing the coordinator of issues needed to be addressed in team meeting and attending regular team meetings; with the program Coordinator and Senior Coordinator (Executive Director) as required
• contributing as a positive member of the organizational team by participating in staff meetings while treating coworkers fairly
• demonstrating positive and professional relationships towards each individual supported and promoting their rights as citizens
Qualifications:
• Human Services Degree or Diploma (ie DSW) or minimum 2 years of working with individuals with developmental disabilities
• crisis management skills • knowledge of current philosophies and values related to Community Living • CPR I First Aid I CPI training • valid driver's license and reliable transportation
Disclaimer:
This job description indicates the general nature and level of work expected. It is not designed to cover or contain a comprehensive list of activities, duties or responsibilities required by the incumbent. Incumbent may be asked to perform other duties as assigned.
Because of the changing nature of the work and the work to be done, the job specifications may be changed or altered as required.
Working Conditions:
Some exposure to contagious illness, unpleasant hygienic situations and both verbal and physical aggression.
Uncontrolled copy of 4-448-5064-20180331-2 CA
68
Essential Duties:
Ability to transfer individuals who require assistive devices and ability to drive company vehicle, groceries and assist with laundry.
Uncontrolled copy of 4-448-5064-20180331-2 CA
69
COMMUNITY LIVING LENNOX & ADDINGTON
JOB DESCRIPTION
Job Title: Supported Independent Living Worker II (part time)
Program: Community Supports and Services
Reports To: Program Manager/Executive Director
Date: March 2012
MISSION STATEMENT
By maintaining respectful services and supports to individuals with developmental disabilities that promote human rights, social change and inclusion; we will influence a sense of belonging and emotional security, that will "inspire possibilities" within all aspects of "community living".
Job summary:
To follow this agency's philosophy of community integration. Modeling the core values as indicated in our agency's Mission and Goal Statements. To provide assistance to adults with developmental disabilities who are living/or would like to live independently so that they can establish and maintain a life style within their home and community.
MAJOR JOB RESPONSIBILITIES & DUTIES:
Individual and/or Program Planning Implementation: • assisting with a case load of the SIL Worker I and provide input for the quarterly
summation reports • supporting individuals to develop decision making skills, exercise choice and
assume responsible and reasonable risks • being aware of people's unique strengths, needs and preferences, especially as
it relates to the individual's expressed desires for the future
• implementing results of the planning tool for identified outcomes for each individual supported
• attending planning meetings and committee meetings in relation to the individual(s) supported
Community Development and Connections:
Uncontrolled copy of 4-448-5064-20180331-2 CA
• providing positive supports as is necessary for participation in community activities
70
• assisting with day to day planning, medical appointments, other appointments that may arise; and may assist with medication as prescribed by a physician as per agency's policies and procedures
• may provide assistance to the SIL Worker I while networking with other agencies/organizations on behalf of individual, their families and on behalf of Community Living Lennox & Addington
Team Development:
• attending regular team meetings, meetings with the program Coordinator and Senior Coordinator (Executive Director) as required
• contributing as a positive member of the organizational team by participating in staff meetings while treating coworkers fairly
• demonstrating a positive and professional relationships towards each individual supported and promoting their rights a citizens
Qualifications:
education minimum grade 12 or life experience equivalent Human Services Degree or Diploma (ie DSW) CPR I First Aid CPI training is an asset valid driver's license and reliable transportation
Disclaimer:
This job description indicates the general nature and level of work expected. It is not designed to cover or contain a comprehensive list of activities, duties or responsibilities required by the incumbent. Incumbent may be asked to perform other duties as assigned.
Because of the changing nature of the work, the job specifications may be changed or altered as required.
Working Conditions:
Some exposure to contagious illness, unpleasant hygienic situations and both verbal and physical aggression.
Essential Duties:
Ability to transfer individuals who require assistive devices and ability to drive company
Uncontrolled copy of 4-448-5064-20180331-2 CA
71
vehicle, groceries and assist with laundry.
Uncontrolled copy of 4-448-5064-20180331-2 CA
72
COMMUNITY LIVING LENNOX & ADDINGTON
JOB DESCRIPTION
Job Title: Program Administrative Assistant (full time)
Program: Day Supports and Services
Reports to: Program Manager/Executive Director
March 2012
MISSION STATEMENT
By maintaining respectful services and supports to individuals with developmental disabilities that promote human rights, social change and inclusion; we will influence a sense of belonging and emotional security, that will "inspire possibilities" within all aspects of "community living".
Job Summary:
To follow this agency's philosophy of community integration. Modeling the core values as indicated in our agency's Mission and Goal Statements. Ensures day to day office and program administrative functions are carried out efficiently and professionally.
MAJOR JOB RESPONSIBILITIES & DUTIES:
Day-to-Day Office Routine: • demonstrates organizational skills; can prioritize effectively • receives all mail addressed to Association and routing to appropriate program • coordinates the photocopying, faxing & typing of routine office correspondence • receives visitors, receives and screens telephone calls, directs calls to
appropriate program/staff & exercises good judgment when required to answer inquiries while using discretion with the nature of information released
• receives donations to the Association in order for Finance Office Manager to provide necessary follow up procedures
• assists with the preparing of invitations and necessary paperwork for special events coordinated by the Association
• performs all administrative functions for Executive Director as needed (dealing with sensitive issues pertaining to Executive Director office; discretion a must)
• communicates effectively (written, verbal)
Uncontrolled copy of 4-448-5064-20180331-2 CA
73
Team Development: • proves ability to work co-operatively within the program, agency & community • contributes as a positive team player • works effectively along side Senior Coordinator and Executive Director
Fund Raising: • provide administrative support to association fund raising events in consultation
with Senior Coordinator/Executive Director ie; Annual Golf Tournament and any others which may arise
Transportation: • record and schedule required maintenance on Association's vehicles • available as relief driver to pick up and drop off individuals supported for Day
Program at Resource Centre • responsible for transportation billing & collecting of payments on a monthly basis
in consultation with Senior Coordinator
Billing/Incoming Payments: • responsible for Association's contract billing, task force billing and furniture
refinishing workshop billing and collecting payments on a monthly basis in consultation with Senior Coordinator
• prepare bank deposits with regards to all above billing & then encoding deposit slips with appropriate revenue department for Finance Office Manager
Retail Store - What's In Store?!: • Responsible for preparing spread sheet for store inventory as needed and takes
inventory count (input stock and track sold stock) • provide support as a store clerk when required • assist with store when needs arise
Payroll: • prepare hours worked spread sheet to coordinate payroll for individuals
supported every two week pay period • responsible for communicating hours worked to ODSP re: work related benefit
recipients in consultation with Senior Coordinator
Qualifications: • Human Services Degree or Diploma (ie DSW, SSW) preferred • several years of experience with program administration • knowledge of Word and Excel • CPR /First Aid /CPI Training
Uncontrolled copy of 4-448-5064-20180331-2 CA
74
• valid driver's license and reliable transportation
Disclaimer:
This job description indicates the general nature and level of work expected. It is not designed to cover or contain a comprehensive list of activities, duties or responsibilities required by the incumbent. Incumbent may be asked to perform other duties as assigned.
Because of the changing nature of the work, the job specifications may be changed or altered as required.
Working Conditions:
Some exposure to contagious illness, unpleasant hygienic situations and both verbal and physical aggression.
Essential Duties:
Ability to transfer individuals who require assistive devices and ability to drive company vehicle.
Uncontrolled copy of 4-448-5064-20180331-2 CA
75
COMMUNITY LIVING LENNOX & ADDINGTON
JOB DESCRIPTION
Job Title: Residential Night Supports II (part time sleep)
Program: Residential Supports & Services
Reports to: Program Manager/Executive Director
March 2012
MISSION STATEMENT
By maintaining respectful services and supports to individuals with developmental disabilities that promote human rights, social change and inclusion; we will influence a sense of belonging and emotional security, that will "inspire possibilities" within all aspects of "community living".
Job Summary:
To follow this agency's philosophy of community integration. Modeling the core values as indicated in our agency's Mission and Goal Statements. To assist with providing home based support opportunities while promoting options within the community.
MAJOR JOB RESPONSIBILITIES & DUTIES:
Health and Wellness of Individuals: • being aware of home based surroundings and maintaining a safe environment
for individuals supported (due to the hours required) • administering and understanding medications according to agency's medication
administration policies • completing required documentation (ie. Serious Occurrence, Communications
Binder, Med Error Forms, etc.) based on C.L.L & A policies and procedures • providing personal care when required based on individual's needs • ensuring a balanced and nutritional diet • assisting individuals with decision making
Team Development:
Uncontrolled copy of 4-448-5064-20180331-2 CA
• attending regular team meetings, meeting with the program Coordinator and Senior Coordinator (Executive Director) as required
• contributing as a positive member of the organizational team by participating in staff meetings while treating coworkers fairly
• demonstrating positive and professional relationships towards each individual supported and promoting their rights as citizens
Health and Safety: • following location procedures re: fire, snow removal and other safety issues
76
• completing monthly drill as required with proper knowledge of fire drill/evacuation procedures
• utilizing emergency procedures (ie. 911, on call)
Qualifications: • education minimum grade 12 or life experience equivalent • Human Services Degree or Diploma (ie. DSW) • crisis management skills • CPR I First Aid I CPI training • valid driver's license and reliable transportation
Disclaimer:
This job description indicates the general nature and level of work expected. It is not designed to cover or contain a comprehensive list of activities, duties or responsibilities required by the incumbent. Incumbent may be asked to perform other duties as assigned.
Because of the changing nature of the work, the job specifications may change or be altered as required.
Working Conditions:
Some exposure to contagious illness, unpleasant hygienic situations and both verbal and physical aggression.
Essential Duties:
Ability to transfer individuals who require assistive devices and ability to drive company vehicle, groceries, assist with laundry and ability to complete housekeeping duties.
Uncontrolled copy of 4-448-5064-20180331-2 CA