Collective Agreement

between

JUNCTION OAY CARE CENTRE(hereinafter called the 'Employer")

Party of the First Part

and

THE CANADIAN UNION OF PUBUC EMPLOYEESand its LOCAl. 2484-17

(hereinafter called the 'Union")Party of the Serond Part

January I, 201.2 to 0-- .'Ilbel 31, 2014

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Table of Contents

Arude I - ~.u.;I~t Rig/'lb •••..•••••.•.•••••••••••••.••....•..•..•••...••.•••••••••.•...•••..•.......••.•. 1

Article 2 - RKogmbOn ,lnd NegotW.tiOII'I •••....•........•••...•..••••••••••••_•••...•...•......•..••••••••.• 1

Artlde. 3 - No Dls.cnminatlOn ••••••••_•••••.••••.••....•••...••..••_••._••••.••••..•..••..•..........••.•.••.. 3ArtJch!, 4 - UnIOn Mftnbershlp Requ"~1._..•••••..•••••••••••..•••...•...••..•.........•••••••••... 3ArtICle 5 - ChKk--off 0{ Unlofl Dues ••••••••••.•.•••••••.....••..••...•..•.••••••••••.•..•...••...•.••.•.•••. .4Article 6 - AcqUainting Potentl.ll ErnpoIor~...............•...•............_ ..................•.......... 5

Article 7 - Correspondftlce •....•..•..••••.•.•.•••••••••.••••.•...•...•...........••.•••••••••.•_•.••..........•. 5

ArtICle 8 - ubour Mil1\agement 8I.rgl.mlng RelI.tiorllO....••••_............... ..•.._ ....••••••..•,6

Artlele 9 - ResolutionlO,llld Reporu of the Employer I.nd Unlofl .............••••.•.•.••••......... 7Ankle 10 - Grh~v,lllce Procedure ...................•..•.......•••.••••.•.•..........................•••.•••.... 7Article 11 - Arblualion 11

Article 12 - Dhch,lrge. Suspension and Dlsclplinl! .......•...••.••.•..•.•.•...............•.•..••••• 12Artlcll! '3 - 51!nlOfity 1S

Artiell! 14 - Promotions I.nd Slaff Chan9ll!s 16

Artiell! 1S - uyoffs I.fld ReciLlloi ..•.••.••..••.•••.•.•••..•.•...•............................••..•..••••••.•.... 18

Artlcll! 16 - Hours of Work •.••...••••.••••.•••••••••••••••••••.•..........................•••••.••••••.•...•...• 19

Arllell! 17 - Overtime........................•..•.•..•..•.•.•.••••.•••.••.....••...............•......•.•.••••.....20

Articll! 18 - HolidaylO 2 I

ArtKle 19 - VI.OlllonlO .•••...•.••..••.....•.......•....•••..•.•...•.••••••••••••.•.........•................•••_••. 22

Article 20 - SICk ll!aYll! Provisioru ••.•_. _ •••••••••• _•••....•........••...••...•....••.••... _...•••••••.•. 23

Articloe 21 - ll!l.YII! of Absence........................... ...••..•••..•.•.....•.•••.••••••••...•.•. .....•...... 26Artidll! 22 - hyment 0{ Wages and A1lo\o<Q.ncll!S •••••...•..•••..•••....•.•...•••..•••••••••••••.••.... 31Il.rt.ICIe 23 - Employee Benefit Pb:ns ....•...•....•...• ~ .....•.. ,_.•_ ••••••••••••_ •••...•••••••_ ..••.• ]4

ArlJcIe 24 - job ClnsdlGltlon I.Ild RlI!dassd'tCl.bOO ..••..._.••_..•...••••...•••••__•.•••••....•... ]7

Article 25 - HI!I.Ittl & SOlfl!ty....••.••••••••_•••••••••••• _ •..••...••..•••.•.••...••...••••••••••••••.••••.•..• 38Il.rt.ICIe 26 - job Sf!c:unty...••....••.........•....•.••.•.•...•..••••••••••..•._..... .••... .•.. .••... •••••••••.. 39Artide 27 - Child-Adult boo ..•....•.•._•........•.................................................... 39Arbde 28 - GenII!riLl ConditIOns .••.•.. _ _ •.••• _•.••.•.•.••...•••.•.. ,.........•••••••.•0Arttde 29 - EmpMJyll!e Child CMe III!f'ol!frt ...••........•.....•••.••••••.•..•....••...•..••.......•.•.•• 41

ArtICle 30 - Term ofAgr~t . ..... __......•.••••••.•.............•....•.......•.•••••••..41

NII!W ClaulOt!:s.........•..••.•..••••••••••.. _...... .•. .•.•................•.......•...•_•.•................••• 43

Wa9U SdllI!dule A _... . . 3

lETTUl. OF UNDERSTANDING. 1 _ 47

lElTER OF UNDEftSTANDING .2 _ ............• ..•••...48

.-c..en _ CI.I'E: t.- ~11~ C n,lIll4

l£TTUl. OF UNDERSTANDING _) •... ..._. .••. '...••. ~ _ _.. .•. _ 49

l£TTUl. OF UI\lOERSTANOlNG. 4 •...•...••..•...••..._...•••.•••.••. _••.••••••..••••••...•••••..•...•. .•. 50

l£TTUl. OF U"lOERSTANDI'IlG _5 _ _ ...•.........._ _ _._, 5\

Lelttr of Undenumding , 6 _ 54

PARllClPATION AGREEMENT .••....•. .••...••...••....••.•....•....•...................... ..........•..... 55

Artide 1 - Man.gement Rights

1.01 The Union recognizes that it is the v:dusive function of the Empqer to

ope~te.OO1T1.ilO<I9li! ItS MIOHS HI Kcordllrw::e WIth ItS commitments ~dresponsibilities. subject to the terms of the Collective Agreement. The Umonfurther recognizes that it is the exduslve fuoctkwl of the EmpkJyer. Withoutlimiting the gene~lityof the fOregOIng, to.

iI) maintain order. dTsdpline.nd effKlency;

b) hire. transfer, dassify. promote.nd demote employees, l.1.yoff empicJyfl!sand a--Ssign employHs to the various shifts ilnd specify the job usignments

c) determine the methods of oper.Uon and services. and the scheduling of

work assignments;

d) discipline, suspend and discharge an employee for jusl cause,

e) establish reasonable rules from lime to lime 10 be obse~ by employHS.

ArtIcle 2 - Recognition and NegotiaHon

2.01 Bargaining Unit

The Employer recognizes lhe uMdlan UnIOn of Public: Employees as the

boJrgalmng agent of aD emplaf'ees ofJuocuon Day~ Cenlre In MetropolitanToronto, save and except SUpervi5OfS. and those persons aboYe lhe ~nk of

supervisor.

2.02 Work of the Bargaining Unit

Employees of the DaV Care whose jobs are not in the bargaining Unit shall not

work on arTY jobs whiCh are included in the bargaining umt. exapt for purposes

of instruction. training, in cases of emergency. and in cases mutually agreed

upon by the parties.

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2.03 Tempo~ryEmp40~

a) Tempor.uyem~sMe empfootees hired for a fIXed period of time of not

mor@than six (6) months or who iIl"e employed to r@plac@~ @mpkJyeeon

mat@rnlty, en@nded u::k leave or Workec's CompellQtlon Le~@, or k!;JV@of

absence.b) Temporary employees shall not be eligIble for seniomy, paid k!ave of

abs@nc@(exc@ptber@av@m@nt)orbenefits caveragE!, as set out in Artick' 23.Paid holid<tys and vacation will be as per Employment StiJndJrds Act.

c:) T@mporaryemploy@eswlll be paid al the start rate of Schedule A. Part

lime staff who are members of the bargaining unlt will continu@ to r@c@lve

10 "t 4% vacation, 6" in lieu of benefits) if they are asslgn@d to a

temporary position.

2.04 Part-time Employees

a) Part-time employees are employees who are regularly emFNored for twenty

(20) hours per _k or less.

b) Part-time employees shall not be@hgibkfor paid ~s of absence (ucepl:

bereavem@flt), hob~. V<lQtlOfl. vacatIOn pay, or employee b@n@fJU, under

Article 23.

c) In lieu of these ~flt$ part ti"", employees shall recetve an hourty

suppk!ment equivaknt to len percent (lmQ (4" vacatIOn P'i'y, 6" In I,@u of

benefits) of their ~uLuhourly rat@ for@ach hour KtUa.lIy worked for the

Centre.

d) Part-time employees shall be offeried, bot or&!:r of senionty. th@rightof

r@fusaltobe scheduled 10 r@plac@full-Ilmeemployeesonapprovedleaveof

Pai!@2

~o-,e-_cuoeUlClll_'1

~ ~:n..ll)l·

absence or during puk periods O.e. schedukod 'Khool closures). The

Khedubng of tMs-t nours shaJl not affect the MlpkJ'fee's Matus as a part­time employee provided the term of Mlployment l!.1lceechng twenty hours per

week doE's not surpass SIX (6) weeks In any eight (8) week penod. Weeki mayl!.1lceed this onty during summer months.

2.05 No OCher Agreements

No employee shall be required or permitted to make a 'Mitten or verbal

agreement with the Employer or his her representatives. which may conflictwith the terms of this Collective AgrHment.

Anlc~ 3 - No Discrimination

3.01 Employer Shall Not Discriminate

The Employer agrees th.it there shall be no djscrimination,lnterfe~nce,

~Stne:tion or ~rtiCln l!.1lercised or pRcmed with respect to any employee In

the matter of hiring, WOIIgt ntes, tnlmng. upgr.Jdlng, Pfomotion, tnnsfer,layoff, rKall, disciplill4i!. da..ssifotion, discharge or otherwise by reason of r.tCe,

ancestry, place of OliglO, colour. ethnIC OrlglO, CItizenship, creed. sex, age.record of offences, manta! WtllS. brnily status Of handicap.

Article 4 - Union Membership Requirement

4.01 Emplo)'ft:i. to be Members

The Union agrees with the Employer's proposal for a modified shop. As a

condition of employment .11 employees of the Employer who .Ire members ofthe Union at the tlroe of certifIcation shall remilin members in good standing of

the Union according to the constitution and by-laws of the Union. As a

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conchtJon of empk7fment ~II new empk)yees who are ~be", of the

biI~ining unit sNll become and rem.1Jn members In good su.ndlng of theUnIOn within thirty 00) tbys of empbyment.

ArticM: 5 - Check-off of Union I>u6

5.01 Check-otf Payments

The Employer shall deduct from f!Vef'( employee any dues levied by the Union

on its members. The Union shall inform the Employer in writing of theauthorized monthly cWductlons to be checked-off as defined above.

5.02 Deductions

Deductions shall be made from each payroll of each month and shall be

forwarded to the National 5KretaFY-Treasurer of the Union not later than the

fifteenth day following the end of the month, accompanied by a list of thenamu, addresses and dusiflQtions of empbfees from whose wages the

cWduetlons have been made.

5.03 Dues R~pU

At the same time that Income Tu: (T-4) slips are madfo avail.ab'e, the Empbfer

shall typt' on the amoum of Union dues paid for each Union membet in theprevIOUS )"!'ar.

5.04 IndemnffiQtion Clause

The Union agrees to Indemnify and save the Employer hllrmlen from all SUitS,

lIetiOns, claims lind demllnds or any kind or nature wtu.tsower whkh mllY litlIny time be brought against It by reason of the cWduetlOn of dues .u

aforesaid.

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Art~cle 6 - AcquaInting Potential Employees

6.01 Potential Employees

The Employer agrees to advise potential employees of the fact that a union

agreement is in effect, and with the conditions of employment set out in the

article dealing with union security and dues check-off.

6.02 Interviewing Opportunity

Every new employee shall be given an opportunity to be interviewed by a

representative of the Union within regular working hours, withoul loss of pay

for either, a maximum of thirty (30) minutes, during the first month of

employment, for the purpose of acquainting the new employee with the

benefits and duties of Union membership and her/his responsibilities and

obligations 10 the Employer and the Union.

Article 7 - Correspondence

7.01 All correspondence between the parties arising out of this Agreement or

incidental thereto, shall pass to and from the Employer and the Steward of the

day care. A copy of any correspondence between the Employer, and her

designate, and any employee in the bargaining unit pertaining to the

interpretation or application of any part of this Agreemenl, shall be forwarded

to the Steward or her designate.

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Article 8 - Labour Mana~mentBargaining Relations

8.01 Union Bargaining Committee

The Employer shClIl re<:ognize a bargCllnlng committee of up to three (3)

employees. The Union will advise the Empta,rer, in writing, of the Union

members of the bargaining team.

8.02 Representative of Canadian Union

The Union shall have the right at any time to have the assistance of a National

Representative of the Canadian Union of Public Employees when dealing or

negotiating with the Employer. Such representative shall have access to the

Employer's premises at a mutually convenient time with prior arrangement with

the Employer in order to Investigate Clnd assist in the settlement of a grievance.

8.03 nme Off For Meetings

While meetings will normally be held outside of woric.ing hours any

representative of the Union or the Bargaining Team, who is in the empla,r of the

Employer. shall have the right to attend bargaining meetings with the Empla,rer

held within working hours without loss of remuneration.

During Collective Agreement negotiations, the £mployer agrees to make

available to the Union, and the Union agrees to make available to the Empla,rer

any readily available Information that will assist the other party in making or

responding to collective bargaining proposals.

8.04 a) The Employer recognizes the right of an employee to participate in public

affain. Therefore. upon written request. the Employer shall allow leave of

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absence wtthout loss of s~lorlfy, but with no salary or benefits, so that an

employ~may be a Cilndidate In fedl!ral, provioc:iaJ Of municipal elections

b) An employ~who is elected to public office shall M aJlowed Ie<we of a.bsenceWIthout k>ss of seniority duling his term of offICe.

c} An employee who IS elected or selected for a position .... lth lhe UnIOn, oranybody with which the Union is affiliated, shall be granted leave of absence

with accrued senlOnty, and without payor benefits, for a ~riod of up to two

(2) years. Such leave shall M renewed on request by the employee.

Article 9 ~ Resolutions and Repons of the Employer and Union

9.0 I The Employer and the Union agree to maintain an open file available to both

parties In which both parties shall maintain any government proposedlegIslation or other rules, regulations or materials relevant to day care centreswhich come to the attentiOn of either party.

10.01 Recognitkm of Unkm StewMds ;rond~ Committee

In order to provlde an orderly;r,nd speedy procedure for the settling ofgriwances, the Ern~rac~ the rights and duties of the Union

Stewuds, The Stewa.rd wll nsm ;rony emplovee, which the St~rd

represents, in prepa.ling;r,nd pruentlng her, his grievance in OKCOfdance WIth

the gfl('Vall(e procedure.

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10.02 Union St-.mls

There shall bl! one Steward .lind one .ltem.JIte Steward. Thl! Union shill! notIfythe Employer in writing of the rwnes of such penons and of a.ny ch.anges to

this list.

10.03 ~rmisslon to lNve Wort

The Emplover agrees that Stewards slu.ll not bl! hindered, coerced, restr.lined orInterfered with in u!y way In tke perform.nce of their duties while InveStigating

and presenting grievances u provided in this Ankle.. Thl! Union rKognlzesthat f'ilch Steward is employed full-time by tl'le Employer and that such duties

shall have priority over union matters and that she/he will not leave her/hiswork area during working hours except as may bel:;ome necessary to perform

her/his duties under this Agreement. Therefore, no Steward shaliluve her/hiSwork area without pr~louslv notifying her/his supervisor. Time for steward

duties shall be granled within the next working day, subject to programming.

10.04 Definition ofG~

A gMvance shall tit" defined U iilny difference arising out of the interpretation,apphcatlOn, .dmlTlistration or ;alleged vtolation of the Collective Agreement.

10.05 It is the mutU.JII desire of the paltteS hereto that complaints of employees shallbe .djusted as quickly.s possl~ and in the order u WI out bl!1ow.

SteD 1

It is understood thiit iiln empJoyee hJ.s no gr1ev<lnce until w hJ.s given herSupervisor the opp)nunlty of adjustIng her complaint. Such grievance must be

made Within ten (0) workIng days from the time It came or oughlto have come

to tke attentIOn of the employee. failing which it shall be barred from Ihe

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grievance procedure. If such grievance 11' not settled to the satisfaction of the

employee concemed within four (4) working days, then the following steps maybe invoked in order.

Step 2

The complaint will be prepared as a written grievance within ten (lOJ workingdays following the expiration of the time to resolve the complaint in Step 1.Such grievance will state the clause or clauses in the Agreement alleged to have

been violated and Will be dated and signed by the grievor and will be presentedto the Supervisor. After any necessary discussion, but within four (4) full

working days, unless a longer period be agreed upon by the parties, theSupervisor will give her answer in writing.

Step 3

If the grievance is still not settled, the Union Will present the written grievance

to a member of the Board of the Employer within ten (1 0) working days afterreceiving the answer In Step 2. The Board shall consider the grievance at its

next monthly meeting and shall render its decision within ten (10) working daysafter the monthly meeting. It is understood that should the Board not have a

regular monthly meeting scheduled, a special meeting will be called to addressthe grievance no later than one month after its receipt. The Board would thenrender its decision within rNe (S) working days of the special meeting.

Failing settlement at Step 3, either party may refer the grievance to a Board ofArbitration in accordance with Article 11. If arbitration is to be invoked, the

request for Arbitration must be made within twenty (20) working days after ananswer has been given to the grievance in Step 3 above.

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10.06 Policy Grievance

Where a dispute Ifl\Iolving a question of general application or interpretation

occurs, or WMr2 tne Union has a grievance, Step 2 of this Article may be by_

passed. Where the Employer has a grievance. it shall present it in writing to the

National Representative of the Union and such shall constitute Step 3 for that

purpose.

10.07 Grievance on Health and Safety

An employee or a group of employees who Is requested to work under alleged

unsafe or unhealthy conditions shall have the right to file a grievance in the

third step of the grievance procedure for preferred handling.

10.08 Replies in Writing

Replies to grievances stating reasons shall be in writing al all stages.

10.09 Facilities for Grievaoces

The Employer shall supply the necessary facilities for the grievance meeting.

10. I0 Mutually Agreed Changes

Any mutually agreed changes to this Collective Agreement shall form part of

this Colleaive Agreement and are subjea to the grievance and arbitration

procedure.

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10.11 Grievance and Arbitration Pay ProvIsions

The aggrieved Employee and the Shop Steward of the Union shall not suffer anyloss of payor benefits for the total time reasonably Involved in the processing

of a grievance.

10.12 Extension of TIme Umits

The time limits In this Article may be extended in writing by mL1tuai agreementof the parties.

Artkle 1 I - Arbitration

11.01 No matter may be submitted to arbitration, whk::h nas not been properly carriedthrough all earlier steps provided for in the Grievance Procedure.

11.02 The Employer shall select one person, the Union one person, and the two thuschosen shall select a third party who will aa as Chairman and the Board thusconstituted will hear the parties, confer and render a decision, said decision to

be flnal and binding upon both parties to the Agreement. Upon fallure to agreeon the selection of the third, the matter shall be referred to the Minister of

Labour for the Province of Ontario, With the request that he appoint a

Chalnnan. The expense of such a third party will be borne equally by both the

Employer and the Union.

11.03 The Arbitration Board shall not be authorized to mak.e any decision inconsistentwith the provisions of this Agreement, nor to alter, modify, add to or amend

any Piut of this Agreement.

I 1.04 Notwithstanding the provisions of Ankle 1 1.02, the parties hereto may selectone (1, person as an arbitratOr to whom any such grievance may be submitted

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for arbitration and such person shall have the ~me powers and be subject to

the same restrictions as a Board of Arbitration appointed under this Agreement.

11.05 Amending ofTlme Umits

The time limits fixed in both the grievance and arbitration procedure may beelltended by consent of the parties.

Article 12 ~ Discharge, Suspension and Discipline

12.01 a) Notice

The employee shall be notified In writing of any expression of dissatisfactionwhich may be detrimental to an emplo'(1!e's advancement or standing with

the Employer, whether or not It n>lates to hisfher work within thjrty~f1ve (35)days of allegation being made known to the Bodrd ofDireaors. The Shop

Steward at the Day Can> Centre is also to be informed within the ~id timeframe. The notice shall include the particulars of the allegations made

against the employee.

VerbilJ notke may be substituted for written natke, where the employee andshop steward were clearly aware of the allegation and Wi!re given an

opportunity to attend before the Board ofDirectors and respond to the

allegations.

If notice is not given as required by Article 12.01 a) and 12.01 b), no

disdpllnary action may be taken againstlhe employee.

Pa~ 12

~ r:-,. e- _ (lft LacII _11flIIrY C JI, ;jIII4

bl Right to Respond

The ~mployee, upon beiog gM!n notlC~ thai she he is un<k!r investlgahon.stw.1I be gMn the oppol'tunlty to ~pond 10 the an~gauons prior to any

decision by the Emplclo(ff u to whether disciplinary action reqUired.

12.02 The rKOrd of an ~mplo~ shan not be us~ against her"hlm at any time aft~r

lWetv~ (12) conse<;Utfve dut months following a suspension or disciphnary

aakln. Indudlng Ien~rs of r~prImand or any adYt!rse r~pons.

12.03 Right to Hav~ Steward ~nt

An employee shall have the right to have his/her Steward present at any

discussion with repre5entatlv~5) of th~ Employi!r. which th~ ~mploy~~ bel~~s

might be lhe basis of disciplinary action. Where a supervisor or other Employerr~presentative Intends to lnterv~an ~mployee for disciplinary purpos~s. the

supervisor or representative shall notifY the employee of that fact, sufficiently inadvance of the interview in order that the employee m~ amm9fe for his, her

Steward to attend the inlerview.

12.04 Access to Pe:rsonnel fUe

An employee stwlll Mve the right at any time to have access to and revIeW

her his personnel file In the presence of tM supervisor and lhall hav1! the right10 respond in wrilmg to any documenl contained herem. Such reply shall

become pan of the perm.1nent record. The file cannot ber~ from the

offk~

12.05 Use of~km as Discipline

Demotion shall not be used as a disciplinary measure.

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12.06 Prindp6e of Innocenc~

Both paItI~s agree: tMt an employee: is considered Vlnoc:f'rrt until proven guilty.

The Emp&oye:r agrfl!.s to ~mpkly progressive: dtsdphnary procedures asappropliat~ l'oerbal warnings, wnn~nwarnings, suspensiorls and tenninauon)

wMre there is just Ciluse.. Therefore, in the event the Empkly~r lrutlates a

diKiplinary action agaInst a.n flTIp60yee who I'1as completed her his

probatlona.ry period and which may result in the sU!>pension or discharge of tne

~mpIoYN:, the procedure outhned in Letter of Understanding '5.

12.07 Crossing of Pickel Une:s During Strike

An emplOYN: covered by the Agreement shall have the right to refuse to cross a

pkket liM or to handle struck work arising out of labour disputes. Failure to

cross such a pkket line or handle struck goods bv a member of this Union shall

not be considered a violation of this Agreement, nor shall it be grounds for

diSCiplinary action. An employee who is absent by r~~n of refusal to cross a

picket line shall be paid a.t the dlKretion of the EmpkJyt!r. It is understood ttldt

the employer retains the right to make the necessary arrangements to move the

progrMn to a neutralloc.ltion and conun1Je to run the dayare.

12.08 Pohtical Action

No employN: shall be disdphned for panicipauon in any pollual KllOnCS)

called bot the Canadla.1l Labour Congress, its affiliates or subordinate bodieL

Employees panidpanng in any such action shall be gr.lflted ~ approye:d.

unpaid luv~ of absence, if such aaiems ocOJr dUring the em~s' normal

wortting hours. Such Ie~ shall be granted to each ~mployft a rnnimum of

onc~ per G1Iendar year, AfT'( subs~uent leavE'{s) within the same ca.1~ndary~r

for political aetion purposes must be pre-approved by thl! Employer, or th~

absence may result In dlscipUne.

Pa~ 14

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~..... n.1lI'~

Alto I 3 - Se:nloOty

13.01 Seniority Oefirwd (T~ of Se:nionty Unit)

Sefllonty h deflnE'd as thl!: length of continuous semee in the employ of tM

Employer and shall be used as set out in other provisions of this Agreement.

13.02 Seniority UU

The Employer shall maintain a senlonty list showing the due upon which eachemployee commenced employment. An up-to-d3te seniority list shall be sent

to the Union and posted WIthin tM day care centre in July of each year.

13.03 Probation for Newly Hired Employees

A n_tv hired employee shall be on probation for a period of she (6) months

from the d3te of hiring. After successful completion of the probationary period

seniority shall be effective from the orlgl~1 d3te of employment.. Probationary

employees shall not have the right to grieve discharge. The probatlOrl<lry

period may be extended one (11 mond! on agreement of the pa;nlt's.

13.04 loss of SenkKiry

Semonty shall be considered tenrllnaled and an emp60yee shall be deemed tohave qun: heremp~t If SM

a) voluntarily 'eaves the emp60yment of the Employer.

b) is discharged for just Gluse.

c) is absent from wort. for more than three: (3) wort.ing days without prior

notification to the Employer.

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d) fails to return to work after a rKall from layoff within SE'Ven (7) days after the

posting of a regislered lener 10 her last lined address with the Employer;

e) fails to return to work upon conclusion of a leave of absence unless her

failure 10 return Is for reasonable cause;

f) fails to take a medical examination as required by the Day NUf5eries Act by

qualified medical practitioner; and

g) is not recalled 10 work within an eighteen (1S) month period after her layoff.

Artide 14 - PTomotions and Staff Changes

14.01 Job Postings

When a vacancy occurs within the bargaining unit which the Employer chooses

10 fill, or a new position is created within the bargaining unit, the Employer

shall immediately notify the Union in writing and post notice of the position on

a bulletin board for a minimum of fIVe (5) working days so that all membef5 will

know about the vacancy or new position. Positions shall be posted within one

(I) week of a vacancy.

Whefl~ a vacancy OCC:Uf5 because the College of Early Chtldhood Educators has

suspended the license of an feE employee, the Oaycare shall refrain from

posting a full-time regular position to replace the suspended employee during

the one year period following the date of the employee's suspension by the

College of Early Childhood Educator's. Does not supersede article 1.01.

Page 16

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14.02 Information in PoSllngs

Such notice shall conUm tM fol1oNJng mformation

Nature of position, quahflu.tions, reqUlfed kfIowkodge and edlXatlOn. skills, age

group and salary rate or~

14.03 Union Preference

OUtside applications for any advertiSMI vacan<)' shall oot be considered untIl

such time as applications of present union members ilt tM Day Care Centre

have been fully processed in accordance with this Article.

14.04 Role of 'SE'nlority in Promotions and Transfers

If In the opinion of marnlgement. whieh opinion shall not be made In a manner

which is arbitra!y, discriminatory or In bad faith, the skill, ability, nperlence

and qualifICation are relatively equal between two (2) Of more employfts,senionty sh.111 be the dedding fiKtor when decisions Me made With regard 10

promotions, transfers or staff changes wlthm the bargaining unit.

14.05 Trial Period

The successful applicMlt ~II be notIfied within one (1) week following the endof the posting period. She he sholll be ~ed 00 trial for iI period of up four (4)

months. ConditiorW on sausfactory semce. the empk:lyff wll be deduedpermanent after the period of four (4) months. In the evenl the successful

applicant PfClYeS unsatisfactory In the POSitlOO dunng the mal period, or If the

employee IS unable to perform the dut~s of the new job claSSIficatIOn she he

SN.II be retumt'd to her his former positIOn, wage, salary rate, Without loss of

senionty.

Pa~e 17

~~ car. _ a.I'f IlIaII~Il

-,.: C :n, .IDu

Arrv other emploo(ee tempo~rny promoted Of transfenfll because of the

rear~ngementof poSitions $hall also be returned to her his former positIOn.wagt!': or salary rate, without Ion of senionty.

14.06 NotifICatIOn to Empkloyee and Union

Yo thin fourteen (14) wortmg days of the date of appoIntment to a vacantposrtlOn. the name of the suec~s(ulapplbnt shall be posted on ill bulletin

board.

Article 15 - LJyoffs and Recalls

15.01 Definition ofl.ayoff

a) A layoff shall be defined as a lack of work whkh results in a reduction inthe workforCl'!.

b) When a change in hours of work Is requited the employer wlll meet WIth the

union to discun atl:ematives.

15.02 Role ofSeonKlrity in Ltyoffs

Both partles recognIZe that job sewnty shaJllnc::rease In proportion to length of

servx:e.

Empkloyees shall be bid off In the rwerse order of their senlornya~

pn;!"Irided that the remaimng jobs sha.tl contmue to be filled ..... rth qualiftedempkJyees In accordance wrth the Day Nurseries Ad..

Page 18

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15.03 RKalI Procedures

EmpkJy~s shall be reuJled In order of their senionty provicHd employees ueq~llf~ in accordaoce WIth the o.,y Nurseries Act.

15.04 No~ Employees

~ employees stall no!: be hired until those laKl off have been given an

opponunity of recall subject 10em~ bemg qualified under the DayNurs«ies Act.

15.05 Advan<:eNoticeofUyoff

The Employer shall provide one (I) month's notice of lay-off to Ihe employ~.

Anicle 16 - Hours of Work

16.01 a) Regular Daily and Weekly Hours For Full Time Empk7t~

Daily hours of wort. sMA be seven (n hours per day. The regular weeklynolUS shall be thiny-flYf: (35) nours per ""eek, Monday to Friday.

b) Maximum Daily and Weekly Hours for Pan rime Employees

"'The maximum regular daily hours woRed shall be four (4) hours per day.

"'The maximum regular~Iy hours shall be twenty (20) hours per week,

Monday to F~.

16.02 lunch BreaIr.

There shall be a one (1) hour unpaKllunch break per wort.ing day. Should il1I

employee be required to wort. the lunch periOd while on a field trip, such

Pa!/f: 19

~ Do<r en _ C1.f'fc~~17

~ "'"' .n, 1lI14

employeii! ~1 be permitted to either tAke the klnd\ bru.k when~ return to

the (entTe or leave early or take It illS heu ume at a tune mutually ~reed upon,providing, In allmsunce$. the child suff ratios are m.JIinu.",ed,

16.03 Flexible Woriting Houn/Weoek

During the life of this Agreement, nve:lble WOIiting houn may be Introducedprovided that: (a) they are mutuafly agreed upon betwl!'en the employeii! and the

Employer, and (b) the number of houn worked in the coune of a day dol!'s notexceed the hmit stipulated in clause 16.01 above..

16.04 Working SChedule

The hours and days of work of each emploY1!e: shall be posted on a monthly

basis in an appropriatl!' place at least two (21 weeks in advance.

16.05 Paid Rest Periods

All employees shall be grvet'1 a i»kI rest period of fifteen (15) minutes in the

first and se<:oncI half of their dally shift in an area made available by tMEmployer. If mutually agreed to berween the parties the twO (2) rest periods

shall be combined. Should an EmpkJyee miss a rest period due to ratiorequirements while on a fMeId trip, 1M Employee sNll be ~titled 10 straight

time off In lieu of oyertlme scheduled at a time mutually agl'Hd to by tMsupelVi~rand the Empbyee..

Artkle 17 - Overtime

17.01 Owtortime Defined

All Ume worked before or after the rE'9ular work day shall be considered

overtime.

Page 20

17.02 ~rume Rate

Ovenlme work shall be p;ud for lot the roue of bl'TW and one-half.

17.03 Any empq.ee ri!quested to attend staff meetJr'lgs Outside the reguw wortday

shall be entitled to str.Light tllne off Jr'I IIw of oyenim~ AJllieu lime will be

tak~ wlthm a thiny nO) day penod.

Employees an~ paid four (4) lot aver-time rate for each E.c.E. placement student

supervised.

Ankle 18 - Holidays

18.0 I Paid Holidays

The Emplover rKognins the following loS paid holidays

New Year's DayGood Friday

Family DayEaster Monday

Vlaona Day

Canada [).J.y

CMe HolidayLabour [).J.y

ThanbgMng Day

Chrlstmas Day

BoXing [).J.y

Any day proclalmed.lIS a holiday bot~ Federal. Provincial or MUnKlpal

Goyemm~t.

The Centre will dosebe~ Chrtstnw; and New Year's. Those days, wtllch are

not paid holidays. shall be laken as paid tllne off, with no deductions from

Vacilltion or Holiday allotments.

P~21

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18.02 Compensation for Holidays on saturday or Sunday

When any of the above-noted holidays falls on a Saturday or Sunday and is not

proclaimed as being observed on some other day the Employer shall declare to

be the holiday for the purpose of this Agreement.

Anlcle 19 - Vacations

19.01 length of Vacation

An employee shall bE' entitled to vacation with pay in accordance with years of

service as follows:

less than 1 year

After 1 year

After 2 years

After 3 years

After 15 years

Employment Standards Act

2 weeks

3weelu

4 weeks

5 weeks

19.02 Compensation for Holidays Falling Within Vacation Schedule

If a paid holiday falls on or Is observed during an employee's vacation period,

he/she shall be allowed an additional vacation day with pay at a time mutually

agreed upon by the Employer and employee.

19.03 Vacation Pay on Termination

An employee. terminating employment at any time in the vacation year. prior to

using her/his vacation, shall be entitled to a proponionate payment of salary or

wages In lieu of such vacation, within thirty (30) days of termination.

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19.04 The Employer shall post a vacation schedule by March 301ll for employees 10

indicate their vacation preference on. Employees shall indicate their vacationpreference by April 1QIlI. The Employer shall post a finalized vacation scheduleby Apri115'~. \\'herll' tl'\lull' Is a conflict over a vacation requll'st, seniority shall

govern. After April I Sill, employees shall be grilnted vacation on a first come

basis.

I g.OS Maximum Annual Carry Ovll'l'" of Vacation

An employee is permitted to carry forward no more than ten (l0) days vacation

from the previous year to the following year.

Article 20 - Sick Leave Provisions

20.01 Sick leave Defined

Sick. leave means the period of ume an employee is unah"" to attend work dueto an illness or an accident.

20.02 Amount of Paid Sick leave

5ubjed: to Article 20.03, sick leave shall be earned at the rate of one and one­

half (l~) days for every month an employee is employed. Part-time employeesshall receive onll' and one-half (1 ffi sick. credits for every month an employee isemployed. A sick day refers to the hours a p<Jrt time staff is scheduled to work.

It does not include supply hours which are in addition to the regularlyscheduled hours.

20.03 Accumulation of Sick leave

Sick days accumulation iru::reased from 60 to 90 days.

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20.04 Employees are entitled to sick leave when they are unilble to attend work due

to illness or iUl accident suffered by themselves or a member of their family

in need of their care. An employee shall be allowed a maximum of twenty­

fIVe (2S) sick days from the unused portion of their sick leave bank when

they are unable to attend work due to the illness or accident suffered by a

member of their family in need of their ure.

A deduction shall be made from the unused pottion of an employee's sick

leave of all normal working days (excJusive of holidays) absent for sick luve.

For purposes of this atticle a "day' muns a regularly scheduled workday for

the employee claiming a sick leave benefit.

20.05 Proof of utoess

An employee shall be required to produce a certifICate from a medical

practitioner when absent three or more consecutive days certifying:

a) that she/he was unable to uny out her/his duties due to herfhis illness; or

b) a family member of the employee was ill and In need of her/his care

The cost of any medical certificate not covered by OHIP or the extended health

benefits carrier shall be paid by the Employer.

20.06 Sick Leave During layoff

When an employee is laid off on account of lack of work, shefhe shall not

receive skk leave credits for the periOd of such absence.

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20.07 Sick leave RKords

In December of each year the Employer will advise each employee in writing of

the amounl of unused sick leave credited to the employee.

20.08 Workers' Compensation Plan

The Employer agrees to panidpate in the Workers' Compensation Plan and to

cover all employees under tM Plan.

20.09 Mental Heatth Days

Effective january 1. 1992, Employees will be entitled to six (6) mental health

days. per annum, to be used only with the mutual a9reement of the supervisor

and the employee. Mental health days may not be carried over to the following

year and when used, will be deducted from the Employee's sick leave bank.

20.10 Severance

Upon severance by the Employer, the employee shall be entitled to

compensation equivalent to one (1) week per full year of employment at

junction Day Care. The employee must have been employed at junction Day

Care for at least fIVe (S) years for the severance compensation to apply. There

is a ten (10) week maximum. severance is not "discharge or suspension" as

defined In Anicle 12, or a temporary layoff.

20.11 For purposes of this provision severance of an employee by the employer

does not indude a loss of seniority as defined in Anlde 13.04 a) b) c) d) e) f)

and g) or a temporary layoff or suspension.

Page 2S

~ DoJtn ""'Uft'lCQI1__IJfJ;wy: Df<_:n. :ml~

Artkk! 21 - Leave of Absence

21.01 leave of Absence for Union Functions

Upon wrinen request to the Employer an Employee elected or appolmed torepresent the Union at conventions, conferences and educationals shall be

allowed leave of absence without pay but with benefits. A request by morethan one Employee for the use of this leave, on the same day(s), shall be

subject to management approval. Such approval shall not be withheld In anarbitrary or discriminatory manner.

21.02 Paid Bereavement leave

An Employee shall be gr<l.nted a leave of ab~ncewithout loss of pay for thefIVe (5) consecutive working days immediately following the death of a parent,wife, husband, brother, sister, child, common-Iaw-panner, same sex panner

or child's parent provided that such days were scheduled working days for theEmployee. An Employee shall be granted a leave of absence for one OJworking day after the death of a gr<l.ndparent, grandchild. aunt, unde,mother/father-in-law provided that such day was a scheduled working day for

the Employee. Employee will be granted three (3) additional days of leave ifburial takes place outside of the province, and four (4) additional day of [eave

if burial takes place outside the country. With approval from their supervisorand under extenuating circumstances, an employee may request and be

gr<l.nted bereavement leave which may stan at a time later than immediatelyfollowing the death of the loved one as above.

21.03 Maternity, Adoption and Parental Leave as a Right

Maternity leave, adoption, arn:l parental leave shall be granted as a right. The

Employer shall not deny the pregnant employee the right to continue

__..:.;:m~ploymentduring the pe;:'~;O~d:,::o:,f~P:'''~9~"~'~"~SY;t;. ''::"_~

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.l«lICItl o.re- _ aft lOCOI 2-41»-11~ OO<_ll. 2014

21.04 Maternity leave adoption and parental leave shall be granted as a right. TheEmployer shall not deny the pregnant employee the right to continueemployment dUring the period of pregnancy,

21.05 Maternity, Adoption and parental leave shall cover a period up to eighteen(18) months before and/or after the birth or adoption of a child. During this

period, full seniority shall accumulated. Benefits shall be paid by theEmployer for the period of the Maternity, adoption or parental leave allowedunder the E$A. Employees will be granted an additional six (6) months leave

with no benefits. The Employees may choose to continue benefit coverage for

the extended part of the leave. by notifying the Supervisor and arranging forthe payment of premiums. This notice shall be provided by the Employee

prior to their departure for Maternity. adoption or parental leave.

21.06 Pregnancies and Parental leave

a) When an employee decides to retlJrn to work, after maternity, adoption orparental leave, she shall provide the Employerwith at least one (1) month's

notice. On retlJrn from maternity leave, the employee shall be placed atleast In her former position. If the former position no longer exists, sheshall be placed In a position of equal rank and value at the same rate of

pay.

b) Pregnancy and Parental leave Supplementary Employment Insurance

Benefit

The Employer will pay to an employee taking a pregnancy or parental leave

an Employment Insurance (El) Supplementary Benefit of twenty percent

(20%) of her/his pre-leave salary for a maximum period of 52 weeks fromthe commencement of the pregnancy and parental leave.

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An employee must be eligible to receive employment insurance benefitsand must apply for these benefits before the EI supplementary benefit ispayable by the Employer.

21.07 Special leave

Employees shall be allowed leave of absence with pay and without loss ofseniority and benefits for the following reasons:

Reason

Moving own household

Parental leave

leave of Absence

One (1) day

two (2) weeks

Employees shall be allowed one (1) additional day for serious household ordomestic emergency or formal hearing to become a Canadian Citizen.

21.08 leave of Absence for Diseases and Conditions Harmful to Pregnancy

A pregnant employee shall after notifying the supervisor re<eive an

Immediate leave of absence in the event that a known or suspected diseasewhich could prove harmful to either the Employee or her fetus occurs in the

Day Care Centre. This leave shalt continue until all danger from such diseaseor condition ceases to Uist. The Employer shalt continue to pay the

employee's wages and benefits for a period of two (2) weeks. An employeeshaH only be entilled to one (I) sudlleave per pregnancy.

An employee may be required to produce a certificate from a medical

practitioner certifying that such a leave was necessary and/or a statement

suggesting the Employee may return to work without risk to themselves, theirco-workers and the children in the centre.

Page2S

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&po<y. """_3',1D'.

21.09 Emergency leave

The parties agree that the provisions of SectiOns SO - 53 of the Employment

Standards Act, 2000 (SO Chapter 41) shall apply, notwithstanding the fact

that the Employer does not regularly employ SO or more employees.

21.1 0 Jury Duty

An employee called to serve on jury dury or subpoenaed, CIS a witness shall be

granted leave of absence and shall retain and accrue senioriry during such

absence. Employees who are required as a Juror or witness shall continue to

be paid the regular pay, which they would have earned for their scheduled

hours of work, provided they pay any fee, not including any allowances,

received for jury dury to the Employer.

21.11 Domestic Violence

The Employer agrees to recognize Itwt employees sometimes face situoiltions

of violence or abuse in their personal lives that moilY affect their attendance or

performance at work. For that reason, the Employer agrees than an employee

who is In an abusive or violent situation will not be subject to discipline if the

absence or performance issue can be linked to me abusive or violent

situation. It Is understood, and agreed that such work performance Issue

shall not Include the physical abuse of a child in care, but that the domestic

violence faced by the employee shall be considered as an utenuating

circumstance in assessing potential discipline. Absences, which are not

covered by sick leave or dis.abiliry insurance, will be granted as absent with

permission without pay not to uceed two (2) months.

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uc-. DIOy c... _ aft l.O<Il 2*+17~ o.c..-:n. 2014

21.12 Compassionate Care Leave

(a) Compassionate care leave will be granted to an employee for up to eight (8)

weeks within a twenty-sil( (26) week period to provide care or suppan to afamily member who is at risk of dying within that 26-week period in

accordance with section 49.1 of the Employment Stilndilrds Act. 2000.family member ...tIo is at nsk 01 dying WI1hn that 26-weelI penod 11 ltCCOfdance WIthsection 49.1 oIlheE~St<lndarrb Act. 2000

(b) An employee who is on compassionate care leave shall continueto accumulate seniority and service.

(e) Subject to any changes to the employee's status which would haveoccurred had he or she not been on compassionate care leave, the

employee shall be reinstated to her former duties, on the same shift inthe same depanment. and at ttle same rate of pay.

(d) The employee and the £mployer will continue to pay their respective

shares of the benefits and pension premiums.

21.13 Personal leave

'Written request for a personal leave of absence without pay will beconsidered on an individual basis by the £mployer. Such requests are to be

submitted to the employee's immediate supervisor at lust four (4) weeks inadvance, unless not reasonably possible to give soch notice, and a writtenreply will be given within founeen (l4) days el(cept in cases of emergency in

which case a reply will be given as soon as possible. (rxamples of leaves

under this clause would be: sabbaticals, leaves in excess of 6 months etc.)

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Anide 22 - hyment of W...ges md A1kJwa.nces

22.01 Pily ~s

The Employer shllll pay salanes ""elY second Frid...y In ...ccon1Mlc:e withSChedule "AO ...nached hereto ...OO forming part of tlus Agrftment. On nch

~, uch empklyee shall be provided with ...n itemized statvnent of hers...J...ry, overtime.md other suP9lementary pay ...nd deduolons.

22.02 Equ...1P...y for Work of Equal Vlllue

Employees shall receive equal pay for work of equ...1v...lue, regardless of sex.

22.03 Rate of P...y on PromotiOn or ReclassifK<l!iOn

Whenever ...n employee Is usigned to perform the regular duties of a higher

rated pe~on for <It leU!'" full day or shift, he she sh... 11 be paid the minimumof the hourly rate for [he position of the higher c1...ssifK<ltlon or an incre...se of.65 unts per hour, whkhever Is gre,uer

The d... te of promotion to the new d ...sslficatiOn shllll become the ...nniversaryd...te for ... ppUcation of the salary prtMJreSslOn.

22.04 V..catiOn Pity

Whenever P"'Y un be done <lIS dmed dePOSit, there will be no pay given In

...donnee of the regular payroll.

PagE' 31

22.05 Mj~.JgeA1kJwance

M,le.Jge roues paid to the cook USing her his own .Jutomobde for the

Employer's business dunng norm.ll wor'ung hours sh.J.Il be u follows

::I forty Cents (40C) per Iulometre. Alilulometres shall be C.tku1a.led from

the first day to the 1a.st day of each calendar month. An expense sheetshall be supplied to the Employer when cLaiming SIKh mileage.

22.06 Child Cue Allowance

The EmplQyer shall reimburse. up to a limit of five dollars (S 5.00) per hour,for the actual cost of substItute care when an employee works overtime.

Before agreeing to work overtime the employee shall advbe the Employer if

she he will be claiming such allowance.

22.07 Professional Development

The Employer will reimbur$ll! the employee for annu,,1 registered Early

Childhood Education fee provided that the Employee provides proof of

payment. Effe<tiveJan. 1,2013.The Employer shall create and fund .ln .moual Professiona.l Development Fund,of an .lmount that would prOVlde aCCeSS to employees for reglstntton .lnd

matena.ls required for profession.1.l development. Employee..s WIshing to .lccessthis fund shall rKem prior i1pprOVili of the Employer. Tbe union .lnd

m"n<1gement <1gree to work together to implement the Professiona.lDevelopment Alloowarn::e to ensure the effe<tlve and f.lir .llloaitlon of the funds.

Upon re<elVing appr-OV.JI of the Employer, employees shall be gnnted paId

~ave of absence to attend professional development courses.

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a) Use of this fund shall also lndude, but are not limited to, costs for

facilitators/workshops/educationals of interest to the employees andrelating to their professions. The Centre shall endeavour, where possible,

to plan these courses during the Centre's staff meetings.

b) Staff who obtain their ECE diploma will be placed on the pay grid

recognizing 50 percent of their current employment years with Junaion

Day Care.

c) The Employer will hire additional staff for [WO (2) days to allow staff toprepare classrooms for the Fall progriJmme at a time to be determined by

the Employer. Bargaining unit members will have first rights to these

positions.

d) In addition to any other provision of this Article the Employer shaltpay the costs of ECE related courses up to a maximum of S I ,000

per employee provided that such courses receive prior approval fromthe Employer and must be offered by a recognized educational

institution. Payment under this provision shall be subject tosuccessful completion of the approved course of studies and the

employee shall provide proof of successful completion of the courseto the Employer.

22.08 No Elimination of Pr-esent ClassifICation

Existing classifiC<ltions shall not be eliminated or changed without prior

agreement of the Union.

22.09 Changes in Classification

The Employer shall prepare a new job description whenever a job is created

or whenever the duties of a job change. When the duties of any job are

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chang~d or increased, or Where the Union and 'or an empkJyee feels a job Isunfairly or incorre<tty classified, or wMn a~ job is treated or established,

the r;u~ of pay shall be subJ«t to negoti;luons between the Employer and theUnion. If the partJes are unable to agree on redassifKatlOn and or roue of pay

for the job in question, such dispute sh<1.ll be submitted to grievance and

arbitration.

The new rate shall become reuoactJve to the time the ..- position was first

filled by an employee or the date of change in job duties.

Article 23 - Empk>yee Benefit Plans

23.01 The Employer shall continue to provide the current existing benefit plan

package for full-time permanent employees with family and/or single

coverage.

In the event that the Employer wish~s to consider an alternative insurance

provider, the Union will meet with the Employer to revtew the polkies. In theevent that such a plan provkhng equlvalf,nt benefits and services Is found, the

Union w1l1 agree to the alternate pllNkier. The decision of whether a plan iseqUiValent shall rest solely with the Union

23.02 ~nsion Plan

In thiS Article, the t~rms useod shall have the meamngs as described

a)-P1.an" means a retirement vehkle as determined by the Unton.

'Applicable Wages" means the basic stra;ght time ~ges for all hours

worked and in addition

Page ]4

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l) the straight Ume component of hours wor1c.ed on a holiday;

ii) holiday pay, for the hDurs nor worked; and

iii) vacation pay.

All other payments, premiums, allowances and similar payments are

excluded.

"Eligible Employee- muns full time and pan time employees in the

bargaining unit who have completed fIVe hundred (500) hours of service.

b) Each Eligible Employee covered by this collective agreement shall

contribUle for each pay period an amount equal to two percent (2"l of

Applicable Wages to the Plan. The Employer shall contribute on behalf of

each Eligible Employee for each pay period, an amount equal to four

percent (4%) of Applicable Wages to the Plan.

c) The Employee and the Employer contributions shall be remitted to the Plan

by the Employer within thirty {30} days after the end of the calendar month

in which the pay period ends for which the contributions are attributable.

d) The Union acknowledges and agree that other than making its contribution

to the Plan as set out in this Anicle. the Employer shall not be obligated to

contribute towards the cost of benefits provided by the plan, or bl!

responsible for providing any such benefits.

The Union and the Employer acknowledge and agree that under current

pension legislation, and, or regulations, the Employer has no requirement

to fund any deficit in the Plan, but is required to contribute only that

amount as required by the collective agreement in force between the

panies.

Page 35

-'-c.,c.e _ Qft L::IaO 14+IJ~ n J:I,:;IlI;4

It is understood ilOO agr~ by the Employer and the UniOn th.u should thecurrent pension legislation Of reguluions be changed so that the

Employer's obligation to contribute to the Plan exceed the ilmount

specified In the collective agreement then in force. the parties willnegotiate a method to relieve the Employer of this increased obligation to

the extent that any such obligations exceed those which the Employerwould have If the Plan were a defined contribution plan.

el The Employer agrees to provide to the Administrator of the Plan, on atimely basis, 1.11 Information reqUired pursuant to the ~nsfon lknefits Aa,

R.S.O. 1990, Ch. P.8. as amended, ilnd Income T~Act{Canada) which theAdmmlstrator m~ reasonably requlre inured to properly rKord and

process pension contributions .100 pension bfont'fits. If mAintaint'd by theEmpkJyer In electronically rydable form it shall bfo provided in such formto thl' Pliln If tht' Administrator so requests.

For further specificity, the nt'ms required for t'ach eligible Employee by

Article .OS of the Agreement include:

oTo Be Provided Once Only AT M.a.o Commencement

Date of HireDate of Birth

O.lte of First Contribution

SeniQnty ust to ,"dude hours from dille of Hire to Employer's fund entrydate (for the purpose of akulatmg past service Credit)

Gender

Ii) To Be PrOVIded Wnh Uch Rtm1nance

Pa~J6

u-o.ra,.,_a..t~ ~11

~ n :n.1II14

NameSocial Insurance Number

Monthly RemillancePensionable EarningsYear to ~te ContributIOns

Em~r portion of MfearS 0W1fl9 due to error. or late enrolment by the

Employer

lliHo Be Provided Inillally and As Status Changes

Full AddressTermination Date Where Appticable (MM OO'YY)

Manu:.! StilluS

f) In Ihe event the Union determines the retirement vehicle to be iI pensionplan, the Employer i1grees to be bound by the terms of the Agreement and

Declaration of Trust and the rules and regulations of the Plan adopted bythe Trustees of the Plan. both as my be amende<! from time to time. In

addition, the Employer agrees to enter Into a Partkipilltlon Agreement with

the Trustees of the Plan In the form anadled hereto as SChedule A.

ArtJC~ 24 - Job Classi....cation and Redousification

24.01 ~ Employer agrees to draw up job descriptions for eoKh cla5siflCiltlon and

present them to employees and provide copies to the Union. The Union shallalso be provided With copies of job descriptions that have been changed.

~o.,e-_tu't~~11

~ C 31,.11:1-

AItidl! 25 - ~h & Safety

25.01 The Union 01J\d tM Em~rwJlco-op~r.ltein ~su.bhshlog rules 01J\d pnoctk:~s

whidi will provtde proceroon fTOm faao~ advef~ to empkiyft huth and

s.Jfety.

25.02 The Emp4oy~r shall reimburse an Employft for the cost of head lice shampoowhen employees art required to u~ It dut to a problem at the day car~ Thl!

employft sha.n advise the Supervisor in adva.nt::e..

25.03 An employee who is injured during working hours and is required to leave fortrutment or is sent home as a result of such injury, shall receive payment for

the rem<1lnder of the shift at her/his regular rate of pay, without reduction from

sl<k luve unless <1 doctor or nurse states that the employee Is fit for furtherwork on that shift.

25.04 Transportation of AcddMt Victims

Transportation to the ne<1rest physician or hospital for employHs requiringmedical care as a result of an <1cdc!ent shall be at the expense of the Emp4oyer.

25.05 IUght (0 Refuse 01J\d No [)fs.cjplK\ilry Action

No employee shall be dlsdwgtd. penaJis.ed or disdpllMd for refUsing to workon a. job or in any workplace or (0 operate any equipment where sht he

belieVes that it would be uns.a.fe or unhta.1ttry for herself himself, an unborn

child, childrtn in Gilr!!, or where it would be contrary to the <1ppJicablt Feder-d,Provlnci<1J or Munici~ hea./th a.nd sa.fety legislation or regulauons. There shall

be no loss of pay or senionty during the period of T1!:fus.a1. No employee stwl

be ordered or pennitted to work on a job which another worker has refuseduntil the maner is investtg.ated by the- Health and Safety Committee and

sausfaetonly senled.

Page 38

~ e-,. e- _ CU't LaJII _17bpryo C J1.JIl14

25.06 The empkloyer shaJ provide ~If:ldlt~ vrtemal protea_ clothing whenrequested to do so. The emplover shilll consult with tM union befOl'edetermining what proteaNe doming is appmpriate..

Artide 26 - job Security

26.01 The Employer agrees that it WIll not c:ontraa out wort if the result of wehcontraaing out leads to the permanent loss of a job by an empbfee who is inthe bargaining unit at the date of rauficatlon of the contract.

26.02 Students are to be placed with pnor consultation between staff and supervisor.

26.03 In order to provide job sKurity for members of the bargaining unit ttlt!

employer agrees tnat all wort. and services performed by the employees shallnot be contraaed. transfer~d, leased assigned or conveyed in whole or In pan

to any other person, company or non bargaining unit employees Including

workfa~ participants.

Artlde 27 - Chlld~Adult Ratio

27.01 The Empk)yer and the Union agree that a reasonable rauo of adults tochildren In a Day Care Centre is essentlal.f the children's physlc..l, Intellectual

and emotional needs and potentl.lls are to be grven proper attenllon.Therefore, the Empk)yer MJd the Employei!s .lgree to ",bide by the minImUm

requirements of the lMy Nurs~f"IfiAn, RSO 1980, CH 111 as amended.

Page 39

ua. c.,c... _~UICII_17~ C l1.1I1IO

Article 28 - GenelOll Conditions

28.01 Bulletin Boards

TM Employer shall pulVide access to .. bul~tin board for tke purpose of

..1!cM'tng the Union to post notke.s of meetings. Such nolKe.s shall h.ve. tkeapproval of management before being posted and such approval shall not be

unreasonabty' WIthheld.

28.02 leiter of Reference.

On terminatIOn of empkJyment for any rusen, the Empklyer shall provide aletter of reference on l'\!QU6t.

28.03 TransferofEm~

If fl is necessary for an employee: to be tnnsftmed to work with a different

group of children this shall not be done in an arbitrary or discriminatfng wayand shall only occur a maximum of once per year p.!r employee unless the

employee agrees. Nothing in this Article shall prevent tke Em~r fromtempor.uily tlOlosferring an Empklyee while It conducts an irrvestigatJOn Into anyallegation, hoWe'ller, thIS transfer shall also not be done In an arbillOlry or

discrirTIln.Jtory manner.

28.04 Plur.ill or Feminine Terms May Apply

Whenever the singular, masculine or feminine Is used In this Agreement il shallbe considered as if the plural, feminine. or masculine has been used where the

context of the party or parties hereto so required.

Pa~40

28.05 MembershIp list

The Employer shall provide 10 the loal Umon, on a monthly bolJIJ, a hJt of themembers of !he bolrgaining Unit, their addresseJ and phone numbers.

29.01 EmployeeJ of the Centre who have childRn they wish to enrol at the Centreshall be givi!n preference for placement at the Centre.

29.02 An employee at the date of r.IItlflCiltion who na-s access to filcilnies of the

empl~r at a coslh!SS lhan the full rate shall have that benefrt continued untllsuch time as the child Is wlthdr.!wn from the employers facility or thatemployee ceases employment with the employer.

29.03 Emplovees ofJunction Day Care will ~ provided a dIscount of thirty-fIVe

l3S%) percent for subJidized chlldcare f~s and for full fee childcare fees.Suggested effective date Sept. I, 2013.

Artide]O - Term of Agreement

]0.01 Our.lltton

This Agreement shall be binding and rem.-m in effect from january I, 2012, toDecember 31, 2014, and s....11 continue from year to year lhereafter unless

eIther party gIVes to the other party notKe In wnllng by December 31, in anyyear that il desires Its terminatIOn or amendment.

Pilge 41

.kGIIIOo.,e-_~ ......~11-,., n l1. an.

30.02 Changes in Ag,eemem

Arr( changes deemed necessary In thiS AgfNment may be made by mutual

agreement at any time dUring the outfflCe of this Agreement.

Signed this'26- day of

For the Employer

---'-)~~

/h ,x,A. 201..1.

j)y.Q

-,----

Pilge 42

_ Doo,c... _ a.t: 1,<>al_llblwY c n. ;m,.

\\'heonever an empJoyee IS assigned to perform the regular duttes of a higher

rated person for at least a full day or shift. he she shaJl be paid the minimumof the hourty rate for the posltioo of the higher dassiflciltloo or an fl'lUease of

.65 ceots per hour, whichever IS greater. When a vacancy occurs because the

Coflege of Early Childhood Educators has suspeoded the license of an ECEemployee, the Dayare shaJl refnin from posting a full-tIme ~ular position

to repface the suspended employu during the OM year period following thedate of the employee's suspension by the College of Earty Childhood

Educator's. Does not supersede OlIrtkle 1.01.

WOligeS SChedule A

1.5 " increOlise across the board In each year of contract. The 1.5" Is addedonto the base pay. The base pay includes aU pay equity grants but does notInclude the Direct Operating Grant and the Wage Improvement Grant,

AI retro money will be p..:I WIttwlJO cW,os of latlfw::aOO. d this memorandu'n bv txlth.....

Page 43

~Ooye- ..... Qft l<I<.oIl_I'~ Ooceo.ao 31, 21)14

Jan. ... -"'" Q" eL O.O.G. W_LG.

As5.lstant Supenti_

'"" 13.14 Ln ,." .nStep 1 n." U. 1.19 0.21Step 2 2".41 U. 1.19 0.21.." ".<B '-" ,." 0.21

'",,~ 20.16 1.28 1.19 .nStep 1 21.15 Ln 3.19 0_21

Step 2 "... Ln ].19 0_21.." "." Ln 3.19 0_21

As5.il;lantECE

'Urt 17.43 Ln 3.19 0.21Step 1 "''' U. ,." 0.21

Slep2 ,,~ Ln ,,, 0.21.." 19.32 '.n 3.19 1J.27

""'"~ 18.41 Ln 3.19

'" , "" Ln 3.19

St"p 2 ",., Ln ].19.." '" Ln 319

~

"~~ n.' Ln 319 1J.27.." 147ti Ln '" 0.27.... ' ~, U. 319 0.27.... ' 16.33 1.28 '-" 0.27

il'o<'naV LS"pliO!" ~v equity' of $l.28lnc:ludt!d in Ina.......

Page 44

~~'-" _ Cl.I'( L-.. __ 11r-r _ 31,.lDl'

.... .... ->CO - .., 00.G. W,~--.... "» u. ", U,

.~, 24_47 U. '" 0.21

''P' ,." '" '" U,... ' an u. '" u,

'".... >C... U • ", .n... ' u" u. •.u 0»

''P' U" U. ,.u 0.27.... "., ,n ,.u 027

Auln¥lI(C(,.... " 1.1I ,." o:nStoep 1 ,.. ,n 3.19 0.27Stoep 2 u." ,n .." 0.27... ' !9.'U ,n .u ,n

""".... 1901 ,n '01... ' ..." ,n ,u..., "B ,n 'u... ' "" '" '"~-.... ".D U. ,U U,... ' BJ> U. ,U 0,27... ' "... '" ,u ,n... ' ". ,n '" ,n

~lS~

prior iM't' eqouIty 01 SL2B~ in Iller ••

Page 45

~~e-_ a.-r: .....,. 1e4-11~ ''''-It,.lIIll'

- .... "-.." - n OO.G. W.tG........_so,! .~

"'" 2".46 ,-" .... .."... ' >SU US .... ,m..., "" US ,.... .."... ' .... US , ... .."'""'" "-,, US .... 0.27... ' 2l....1 Ln .... 027... ' llU Ln .... .."... ' llO> ,n .... ."As~sum ECE

"'" 18.51 '" ,.... 0.21-.., 19.17 ,n .U9 0.27-.., ...." ,n l.19 0.27-.., .." ,n .... ..""'""'" ",. Ln ,....... ' 20.17 U. ."-.., ..,. Ln ....-.., "" ". .""'"-"'" ".. u. U, 027... ' "-'" LD .... '"..., ,U 'D , ... 0.21... ' 17~ 'D .... 0_21

II... , L!i'll.

prior Prt~ of SUfi indudPd in ina_

Page 46

.--c.,. e- _ aft' ..- -'17bcIorT .... .n. ~14

LITTER OF UNDERSTANDING I 1tM!:tween

Junction Child Care,"d

(UPf Local 2484-17

RE: Sdledule "A"

This wIll conflnn the unde~tandingof the panies WIth rupect to the CollectiveAgreement dated wtth respect to ScMdule -A".

In the event that a salary grant other than the Direct Oper.mng Grant is

allocated to the Day Care Centre. the Employer undertakes to distribute the saidgrant to eligible employees according to the guidelines set fonh by the grantIng

agency.

For the EmpkJyer

,

Page 47

).rQcII\ c.,. c... _ Cl.ft 1.m:lII_1~

--.., CI ll,.'

lEITER Of UlllQERSTANDING 12

berweenJunctIon Child Cue

"dCUPE local 2484-17

Re: Direct Operating Grant

This will confirm the agreement of the panies with respect to lhe distribution ofthe Direct Operating Grant (D.e.G.)

11 The total ,amount of the D.C.G. shall be dislribut~ equitably between allemployees on an nourJv baSiS Clkul.a.tl"d as follows

Total Annual Grant

Hourly Rate

TOtal Annual Hou~ All Staff Paid For

2) The hourly rate is to be paJd to each employee in proponlOn to the numberof hours each employeoe is paid for.

3) The D.e.G. is to be Included with the regular pay cheques payable for allhours paid for in the pay period.

SigMd Ihis 4:- day of h-~J.- . 20 I i..

. (

For the Employer For the Union

~,.&G"",,=~_

P3~48

_OortM_aft l.-.I~11--..: !l :l1, lm4

l.E1"TIR Of UNOERSTAN[)(NG 13

tMotwHn

Junction Child Care

,,'"CUPE local 2484-17

The Employer and the Union agree that there is a need to consolidate orotherwise make more efficMont use of resources to improve services and to

strengthen bargaining and political power; the laner Is necessary as wecontinue to press for creatIOn of a national child-care program.

During the term of this collective agreement, the Employer agrees to

paniapate In discussions WIth the C:i.nadian Union of Public Employ"s and

other agencies regarding tM ~Iopmentof structures and options that WIll

assist towiud the facilitation of cent~1 barlplining for the next round ofcollective bargaIning.

The Employer, collectively with the Union and other agencie.s, funher agreesto lobby the thrH levels of government, for increased funding to Improve

wages and benefits for wor1r.ers, and chlldcare services In whole.

It is agreed that panicipation in a Central Bargaining process for the nextround of bargaining Is dependant on the agreement of each party to

panicipate In that process.

Sig~ this); day of ~JJI(J...." 201..':!.

For the Employer

.,",;~"------

,P~e49

~ 0.,. ca.. _ Clft".. 1*0-17~ C .n,~14

l.ETT£R Of UNDERSTANDING" 4

btrwHnJunc1100 Chlkf Cve

,odCUPE local 2484-17

The Union and the Employer agrH to euablish a .JOint commlnee to reviewthe provision of tM benefit plan, With a view to identifying altern.tive

~ovtders and or identifying potential -piIrtners" to allow the employer topurchase the benefit package in conjunction With other Employers.

It Is further agreed that any changes to the benefit packagl! will only be doneWith mutual approval, and will not result In a reduction of benefits.

It is further agreed that any cost savings realized by the Employer will bedirected towards imprOVing benefits. Including, but not limited to the

following prionty Improvements

Short Term Disability Plan

VIsionOrthodontist

life InsuranceP.ramediCaI Services

Signedthb1..-:..dayof !trtet ,20lL

For tM Employer

Jrt::-,,-----Page 50

~Oorc.n _Q.III!~_I'~ 0. .... lI.lDl.

L.ETTER Of UND£RSTANDlN(; #5

betw~n

JunctIOn Child Care.nd

CUPEloca12484-17

Re: Progressive Discipline

Where an empJoyet" placn a child at risk or in danger, the Employer has theright to apply disciplinary action by bv-passlng the progressive disciplinary

procedure.

a) Warning

Whenever the Employer deems II necessary to censure an employee In amanMr indicating that dismissal may follow any funher Infraction, or may

follow If such employee faUs to bring his/her work up to a requiredstandard by a given date, the Employer will present the censure in .....nuen

form 10 the employee. The Employer shall forward coptes of such censureto the President of the Union and the Union Stl!W<1.rd.

b) Advent Reoon i1nd Other DiKiol"WY Actions

The empM)yH shall be notlfJed in wntlllg of the .lIctlon ilInd or pen.lltty to be

imposed on a result of.ll dlKiphnary actIOn. A copy of the Emp\oyer'snotke shall be sent to the Presldenl of the local~ lhe Union Stf!Ward. If

the diKiplin.llry i1ction results In the diKharge of the employee. lheemployee shilill continue her: hiS employment with ilI11 rights.llnd privileges

while the Union processes the grieYilince with the Employer. Should thedispute not be resolved by the gnevance procedure, tM employee shall

continue his her employmenl wllh ilI11 rights and pnvil@ges, unless an

.lIrbitration board ruin otherwise. This clause shall not restrlCllhe

Page 51

~1»JCn_a..:~_11

~ _ :n,1Di4

Employer from suspending an employee with full pay and benefits until the

Issue is resolved through the grievance or arbitration procedure.

Failure to grieve previous dIscipline, Of to pu~ue such grievance toarbitration. shall not be considered i1n admission that such disclphne was

Justified.

cJ Burden of Proof

In cases of discharge andfor discipline the burden of proof of just causeshall rest with the Employer. In the subsequent gnevance or arbitration,

evidence shall be limited to the grounds sLued In the dIscharge ordiscipline notke to thit employee. Prior acts of the same nature resulting

in discipline thaI are SllIl on file at the ume of dlsclplmary actiOn may only

be used to support just cause wheTe the employee has been discha.-gedafter the use of progressive disdplme pnnciples.

d) PiscipllnaiY Interviews

Where an employee is summoned to meet with the supervisor for anmterview concerning discipline, Ii'll! supervisor will infonn the employee ofhis her right to have his, her Union Steward to represent him, her during

the intervIew. If the employee requests representatIOn by tus her Union

Ste'W<lrd, Ihe supervisor wIn sefid for the Unkm Steward without unduedelay and without further discussion of the matter with the employee

concerned. Whether ailed or not, the Union Steward will be advised inwriting within one 0) working day (24 hou~) of the facts of the disciplinary

action and the re<lson therefore.

Page 52

Slgnfll this 2i day of)YxA .201L.

For the Emplover

Page 5]

~~e-_a-.:~_'7

-,.: r n. JIll.

letter of UnderstMldlng , 6

Between

Junction Day Care Centre

And

CUPE local 2484-17

The Untorl Vld tM~er Jgfee Nt with lhe introduCboo of tM N__ hrt urne EM1y

Childhood EduoltlOn P7ogr~ SUff, notWltMtJndlOg~ 2.G-4 in tM CoIIKInIe

Agree;mt'nt. the suff in these posltions ....,11 WOf" • nwJ_um of twenty-two and a hlllf 122.S)hours per week and therefore _II '"' ConSIdered full tune employees~ will ~ ,n receipt of1lI1 Employee IlenefiU a5 pel Artide 23 h~r nO( ellglble for 'In lieu Benefiu' u per Article

2.G-4 O. \lJc'lIIlon, II'U:. will be plO-lated bued 01'1 hours WOfk~.

All ECE's & ECA's will ~ compens,a.ted u per Schedule "A" in the Coilect:J\le Agreement,

H~er, It Is also undll':rstood by both p.;;1rties thJt if program chMges leStllt in the hoursbeinglil'ss than currently plannll'd (22.S hours Wttk) 10 '"' \IIIOfk~, the Employer will proridll'

at lust one II) months' notice to both thll' emplOVfts JffKted and the UnIOl'l will meet W11hm;;Inagement In order 10 try to ml~tll'~ hours tJut fd~ lJIe minnnum of twenty­

two V7d.1uJf (]7's) hours. prIOr to rll'ducmg ury hours Nt mq aul.ll' an ernpklyee: to bII'

pbcll'd In the put -Urnii' duwflGltJOn u per ArtJde 2.04 10 the CoII«t1¥t' Agreement.

Signll'd thlsJ.Lth ~ of JI··. 1.U"-; 201!1.

FOf the Union

,

Page 54

uc-o..,c.._Q.ft~~11

blooy: , ao J1. J)14

PAlmClPAnoN AGREEMENT

BETWEEP'II

JUNCTION DAY CARE CENTRE

(the "Employer")

MUlTI-SlOOR PENSION P\.AN

by its trustees

{the "Trust~'

In conslderallon of Ihe Employer becoming a participating employer in theMulti-Sector Pension Plan (the "Plan") by making contributions to the Plan In

accordance with tM collectiVe agreemenl between the Em~oyer and lOGlI2484 of the Canadian Union of Public: EmpW;Jyees (tM "Union"). and in

consideration of the Trustees mailing benefits available 10 the employees to

the Employer on whose behalf contributions are being made. the partieSagree as follows'

The Employer shall make contributions to Ihe Plan In accordance with thelerms of the collectiVe agreement dated the 1st <by of January. 2003 (the

"CollectIVe Agreement"). f;Ll\ing which the Trust~ or Union may take actIonto collect such amounts OWIng pursuant to the gl1eYance and artNtration

procedures under lhe CoUecttve Agreement or in any other forum having

jurisdiction to do so. Indudlng collection of interest. liquidated damages andCOSIS In accordance with the provisions of the Particlpalion Agreemenl and

the Agreement and Declaration of Trust dated, as amended ("Oeclaration ofTrust") whkh 6tabhshed the Plan.

PaSt! 55

~ Dor tA"II _ CU't:~~11

"-'" _ ~ :m14

The Employer acknowledges the right and obligation orthe Trustees to

administer Ihe fund and provide benefits In accordance with the Declaration

of Trusl.

Notwithstanding the provisions of paragraph 2 of this PartJdpation

Agreement, the financial obligations of the Em~r shall in no ewnt excefllthe obhgatk>n 10 make contnbutions as set out in the CoUKtflfe Agreement,logether With Interest, damages and costs for whiCh the Employer may be

liable relating to a delinquency in making contributions to the Plan pursuant

to the Declaration of Trust.

The Employer ha.s no obligation 10 provide the benefits established by the

Plan beyond the obligation 10 make contributions pursuant to the CollectiveAgreement. In the event that at any tIme the P\an does not have suffKient

assets to p'@rnllt contmued ~nts under lhe P\an, nothing contained in theCollective Agreemem, Plan or this PartteipaUon Agreement or the Declaration

of Trust shall be construed as obligating the Employer to make contributions

other than contributions for which the Employer is obllgated by the CollectiveAgreement. II is understood that there shall be no liability upon theEmployer. Union or thE> Trustees to provide the benefits established by this

Pension Plan if the PI.ln does not have sulfldent assets to make sueh benefitpayments and that the Trustees have no authonty to amend benefits, if

necessary of advisable.

The Trustees .... !l1 provide to the Employer, .II its request, a copy of theDeclaration of Trust and of any subsequent amendments as they are made.

The Employer agrees to provide to the Administrator of the PWl, on a timely

basis, all information r~uired pursuant to the Pe'lsJon ~"fjuAct, RS.O. 1990,

Ch. P-8, as <imended, which the Administrator m.IY re~nably require inorder to properly record and process pension contnbutlons and pensions

benefits.

Pa~56

~ o.w e-..., Cl.J'E~ -'11~ P ll,JOI4

For funher specificity, the Infonn,)tlon required fOI ea<:h EligIble Employee is

as follows:

o To Be Provided Oo<:e Only AI Pla.n Commenc:ement

D.1te of HireDate of BinhDate of First ContributionSeniority list to include hours from date of hire 10 Employer's fund entry

date (for the purpose of alculattng paSI servic:e credit)

Gender

Ii) To Be ProvIded Wilh Ei!<:h Remittance

N~.

So<iallnsurance ""umberMonthly Remitlan<:e

Pensionable EarningsYeilr to Date ContribuUons

Employer ponion of ilITeUS owing dve to eITor, or late enrolment by the

Emp~r

iii) To Be Provided Initially and As Status Changes

Full AddressTumlnatlon Date When! Applkable (MM DDtYYl

Marital Status

EMPlOYER..:

Paee57